Most staffing partners start searching when you call.
We started three years ago.
SAP staffing and resource augmentation — consultants, testers, automation engineers and leadership — for enterprises, system integrators and capability centres. Shortlist in three working days, because the searching is already done.
Three kinds of buyer. Three different problems.
You are running an SAP programme and are short of a skill your own hiring cannot reach quickly — a senior test lead, an automation engineer, someone who owns test data. Contract, contract-to-hire or permanent, screened by consultants who have done the role.
You have won the work and need people on it. Repeat requirements, tight start dates, and a partner who understands that a shortlist of three you can actually place beats twenty CVs. We work as a subcontracting partner and we do not approach your client.
You are standing up or scaling a GCC in India and need the quality function built, not just the seats filled. How we build GCC capability →
This is why we answer quickly.
Every one of these is a live segment we have already searched and segmented. When you send a requirement, we are shortlisting — not starting.
Plus MM · TM · Oil & Gas · CTRM · TRM · test architects, managers and leads
— and sixteen further skill areas.
Not just how many. Who, where, and how soon.
Pick a skill area to see the depth behind it. These are live segments of our mapped network, not a brochure figure.
A number on its own proves nothing. What matters to you is whether the people in it are the right seniority, in a city you can hire from, and actually in the market right now.
Active on the market in the last 30 days
Recency of market activity — the closest reliable proxy for who is open to a move.
Weighted to delivery-experienced consultants rather than entry level.
Depth at every level — including the leadership bracket most staffing firms cannot reach.
Aggregate market-mapping data · as at August 2026 · refreshed quarterly
Ask us for a live cut by skill, city or seniority
The person you are describing is rarer than you think.
Every filter you add to a requirement cuts the population hard. This is what happens to a hundred and fifty thousand people when you ask for a real role.
This is why senior automation roles stay open for months — not because a team is searching badly, but because the population really is this small.
Worked example — SAP test automation lead,
process depth plus Tosca, senior, in the market now
Working delivery people, not a CV pile.
The people we put in front of you are currently delivering SAP programmes — not between roles and not padding a database. That is the difference between a shortlist and a search result.
Consultants delivering large SAP transformation programmes at scale.
Specialists from SAP-focused consultancies and product organisations.
People running SAP inside the business, who understand it as an operation.
Contractors and boutique specialists, often the fastest to mobilise.
Aggregate market-mapping data. We do not publish, share or target individual employers.
Everyone can reach the same market.
Almost nobody has already searched it.
The raw market is not a secret. The same sources are open to every staffing firm in India. What takes three years is what you do with them — reading profiles instead of matching keywords, splitting them into twenty-five skill segments, deduplicating across those segments, and speaking to enough people to know which SAP EWM consultants have actually delivered a go-live and which Tosca engineers have worked on SAP rather than on web applications.
That work is done before your requirement arrives, not after it. It is why a role most firms need three weeks to answer properly takes us days.
And we know these people because we are them. The consultants who screen your shortlist have spent twenty years in SAP delivery. They can tell in one conversation whether someone has actually run an SIT cycle or has only listed it.
That is simply easier when the person screening has done the job themselves.
If it touches SAP, we can find it.
Functional
- Sourcing & Procurement (MM)
- Sales & Distribution (SD)
- Finance & Controlling (FICO)
- Extended Warehouse Management
- Transportation Management
- CTRM & TRM
- SuccessFactors
Quality & technical
- Test managers and test leads
- Test architects
- Functional and SIT testers
- Tricentis Tosca automation engineers
- SAP Cloud ALM specialists
- ABAP and technical consultants
- Integration and interface specialists
Leadership & programme
- SAP programme directors
- Practice and delivery heads
- Solution architects
- Project and cutover managers
- IT and digital leadership
- GCC and capability-centre leads
- Interim and fractional CXO
Send the role. Get people, not noise.
You send the role
A job description, or just a conversation. Either works — we would usually rather talk, because the description is rarely the requirement.
We search what we already have
The mapped network first, our own placed network second, open market third. Most roles are answered from the first.
A consultant screens them
Not a recruiter reading keywords. Someone who has done the job assesses whether the candidate actually has.
You get a short shortlist
Few names, each with a reason. If we do not have the right person we will say so rather than fill the list.
However you need to hold them.
Individual consultants on your programme, on your terms, for as long as the phase runs.
Work with them before you commit. Convert when you are sure.
Direct placement into your own team, screened by people who understand the role.
A managed team with an outcome attached, run by us and delivered remotely.
The answers you actually need before you send us a role.
Most staffing pages stop at “we have great people”. These are the things that decide whether it is worth trying us, so they are on the page rather than in a follow-up call.
Shortlist in three working days
From a clear requirement. Not a promise to start looking — a shortlist, because for most roles the searching and the screening are already done.
Nothing to pay to ask
No retainer, no exclusivity, and no charge for a search that does not produce the right person.
A consultant screens before you see anyone
Someone who has spent twenty years in SAP delivery, not a recruiter matching keywords. They can tell in one conversation whether a candidate has actually run an SIT cycle or has only listed it.
Replacement terms are agreed before anyone starts
Notice, extension and what happens if a consultant turns out to be the wrong fit — all settled in writing at the start. Nobody should be negotiating that while a programme is short-handed.
One contract, one invoice
On contract engagements the contracting and invoicing sit with Rufouss. You deal with us, not with each consultant.
Checks before you commit
References and background verification on request — before you interview, or before joining, whichever you prefer.
We tell you when we do not have them
A shortlist padded out to look busy costs you more time than an honest no. If the person you are describing is barely in the market, we would rather show you why.
If you are an SI, we stay behind you
We work as a subcontracting partner. We do not approach your client, and we do not put your consultant forward elsewhere while they are on your programme.
Tell us the role. We will tell you what we have.
A job description is welcome but not needed — the role, the skill and the city are enough to start. We come back with what is actually in the network, including when the honest answer is “not many”.
Three working days to a shortlist. No retainer, no exclusivity.
Prefer email? contact@rufouss.com
Our go-live assessment usually ends with a short list of things a programme cannot do with the people it currently has — no automation capability, no senior test lead, nobody who owns test data.
You can close those gaps with your own hiring, with your SI, or with us. Where clients ask us, we supply the testers, the automation engineers or the whole quality team — the same people we would have put on our own delivery.
One conversation, not a handover between two firms.
One role, or a whole quality team.
No retainer to ask. If we do not have the right people, we will say so.