The One Fix That Solves Today’s Biggest SAP Hiring Challenge with Richard Doran

The One Fix That Solves Today’s Biggest SAP Hiring Challenge

A Leadership Briefing with Richard Doran, Founder & CEO, Sierra ITS

Executive Summary

Hiring for SAP? Stop Chasing Unicorns 

SAP hiring is getting more difficult as more organizations move from basic migration planning to real business value after go-live.

In this Leadership Briefing, Richard Doran explains one of the biggest mistakes companies make when hiring for SAP roles. Many organizations over-scope the role, undersell the project, and then wonder why the best people are not available.

The issue is not always budget. In many cases, the issue is clarity, speed, and how well the opportunity is positioned to the market.

The Core Problem: Over-Scoping the Role

One of the most common SAP hiring mistakes Richard sees is companies trying to find a unicorn.

They want one person who can cover every module, every technical requirement, every business requirement, and every stage of the project. That person may exist, but as Richard points out, the best SAP resources are usually already working.

Strong SAP talent is not sitting on the sidelines waiting for the next opportunity. They are on billing, working on active projects, and being retained by organizations that understand their value.

That means companies need to be much more precise about what they actually need.

Clarity Wins in the Market

Richard’s advice is straightforward. Define the must-have modules, the required skill sets, and the actual outcomes the person needs to support.

The clearer the role, the easier it becomes to move efficiently in the market. The opposite is also true. When companies try to solve every possible SAP challenge with one job description, they slow down the hiring process and make the opportunity harder to sell.

In a tight SAP market, that delay matters.

The SAP Market Is Shifting

Richard also points out that the SAP ecosystem is changing.

For many organizations, the conversation is no longer just about getting migrated. The next challenge is realizing value after go-live. That requires a different level of functional, technical, and business process expertise.

Companies need people who can support the migration, help avoid common problems, and position the organization to optimize the system after implementation.

Why Timing Matters

SAP Business Suite 7 support deadlines are also adding pressure to the market. As more companies move toward S/4HANA migration and modernization, more organizations are competing for many of the same experienced resources.

That creates a simple reality for hiring managers. Slow hiring can become a self-inflicted talent shortage.

When a vetted SAP resource is available and the fit is clear, companies need to move with intent. The organizations that win this talent are not always the ones with the biggest budgets. They are often the ones with the clearest story and the ability to execute.

What the “Unicorn” Really Means

The right SAP resource depends on where the company is in its migration or transformation.

For some organizations, the need may be a strong technical resource. For others, it may be a functional or business process expert. In some cases, the ideal fit is a techno-functional resource who can bridge both sides.

The key is understanding which type of resource is actually needed before going to market.

When to Reach Out

Richard recommends reaching out as early as possible in the planning process.

That gives organizations a better understanding of salary expectations, contract rates, hiring timelines, and the type of talent available in the market. It also helps companies avoid last-minute hiring problems once the migration or upgrade is already underway.

Sierra ITS can also help organizations that are already in the middle of a migration and realize they are short in a technical area, functional area, or specific SAP module.

Closing Thoughts

SAP hiring is becoming more competitive, and the strongest candidates are not waiting around.

Companies that define the role clearly, position the project effectively, and move quickly once the right person is identified will have a much better chance of securing the talent they need.

Learn more about Richard Doran and watch all of his Leadership Briefings on his channel here.