We don’t operate like a resume marketplace. We act as a delivery partner — the firm you call when the program can’t afford a bad hire. S/4HANA migrations, data platform builds, carve-outs, AI initiatives: the work where a junior fill or a keyword match doesn’t just disappoint, it slips the timeline.
Every engagement starts the same way: we scope the role against your program’s risk, screen for people who have shipped on your exact platform and problem, and get you a vetted shortlist in under 59 hours. Senior-only. Shipped-before. No junior fillers, no keyword matching — on every lane below.
What it is: The practice the firm was built on — 23+ years placing senior SAP consultants for migrations, ECC transitions, and steady-state programs that need depth, not bodies.
Who it’s for: CIOs, VPs of IT, SAP program managers, and the system integrators running the program.
Trigger moments: The 2027 ECC end-of-maintenance deadline. A brownfield S/4 conversion with a data workstream nobody staffed. A program slipping in EWM, PP/PPDS, or QM — the plant-floor modules where go-lives are actually won.
What senior-only means here: Our consultants average 9 years of experience, and 82% of the bench is senior. We staff the plant floor first — PP, EWM, MES, QM — because reviewing 950 S/4 job postings taught us what the market keeps getting wrong.
What it is: Senior engineers embedded inside your team who ship production code on your data and AI platforms — and own the outcome until it works. The Palantir-style model, staffed as a service. Post-sale, in your environment, measured on outcomes.
Who it’s for: CDOs, VPs of data engineering, CTOs, and AI leaders whose initiatives are stuck between pilot and production. Also consulting firms and SIs building FDE pods for their own clients.
Trigger moments: The AI initiative that works in the demo and dies in production. The lakehouse migration stalling for lack of hands that have done one. “We bought the platform; now we need people who’ve shipped on it.”
What senior-only means here: Our bar for an FDE is simple: shipped production code in someone else’s environment. Not a sales engineer who demos. Not a solutions architect who designs. A builder who has deployed — RAG systems, agents, data pipelines — inside a real enterprise, under real constraints. This is a new practice for us, and we’ll say so plainly: early traction, proof points being collected. Ask us where each engineer has shipped; we’ll tell you exactly.
What it is: Senior data engineers, analytics engineers, and data architects for both halves of the data problem — SAP-side and modern stack.
Who it’s for: CDOs, VPs of data engineering, heads of data platform, and the CIOs whose S/4 program has a data workstream nobody staffed.
Trigger moments: An S/4HANA migration where data migration was assumed, not planned. A Snowflake or Databricks migration stalling for lack of hands that have done one. Dashboards nobody trusts because the pipeline underneath was built by people doing it the first time.
What senior-only means here: SAP-side: S/4HANA data migration, BW, and Datasphere — people who’ve carried a migration. Modern-stack: Snowflake, Databricks, dbt, and Airflow — people who’ve run production pipelines, not tutorials.
What it is: ERP and data talent for M&A system separations and business transformations — the programs where the timeline is contractual, not aspirational.
Who it’s for: CIOs and transformation leads at acquired or divested entities, and the private-equity sponsors watching the TSA clock.
Trigger moments: A deal closes and the systems have to separate on schedule. A carve-out where the disentanglement plan assumed talent that doesn’t exist yet.
What senior-only means here: Carve-outs punish first-timers. We staff people who have lived through a separation before — disentangling SAP landscapes, standing up standalone data environments, working against a transition-services deadline.
What it is: A standing practice for Workday integrations and HCM programs. Senior consultants, same vetting bar.
Who it’s for: HRIS directors and HRIT leaders running Workday rollouts or integration-heavy programs.
Trigger moments: A Workday rollout where the integration workstream is understaffed. An HCM program that needs senior hands, not a body shop.
What senior-only means here: The same bar as every other lane — production Workday experience, no junior fillers. We’ll be direct about where this sits: Workday is a practice we maintain, not the practice that leads the firm. Our center of gravity is SAP, data, and forward-deployed engineering.
We scope the role against what your program needs to survive — the modules, the timeline, the failure modes — before we look at a single resume.
We recruit across a targeted senior network, not a database blast. For SAP, the plant-floor modules most firms staff last. For data and FDE, production experience on your exact stack.
Every candidate is screened for real production experience on your problem. No keyword matching — we verify what they’ve actually carried.
Average time from job order to vetted shortlist. And we stay in the loop through the placement — a delivery partner doesn’t disappear after the invoice.
Not a resume marketplace. We don’t blast profiles and hope one sticks.
Not a keyword matcher. A resume that says “Databricks” isn’t a Databricks engineer.
Not a junior pipeline dressed up as senior. 82% of our bench is senior, and we’d rather tell you we can’t fill a role than fill it wrong.
Tell us where your project stands, what’s at risk, and what you need to stabilize or accelerate. We’ll map the right consultant profile and timeline.
Tell us about the program — the timeline, the platform, what’s at stake. We’ll scope the role against the risk and get you a vetted shortlist in under 59 hours.
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