Most staffing partners start searching when you call.
We started three years ago.
SAP consultants, testers, automation engineers and leadership — sourced from a talent network we have been mapping continuously, not a job board we visit when a role lands.
This is why we answer quickly.
Every one of these is a live segment we have already mapped. 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 We do not publish, share or target individual employers.
A mapped network, not a database you buy access to.
Anyone can run a keyword search on a job portal. What takes years is the mapping — knowing which SAP EWM consultants have actually delivered a go-live, which Tosca engineers have worked on SAP rather than web applications, and which of them will genuinely move.
We have been building and deduplicating that map continuously across every SAP skill area we work in. It is why a requirement that takes most firms three weeks to respond to 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.
Building your own SAP quality function in India.
If you are standing up a capability centre, the hard part is not the seats — it is the first fifteen people, and getting the quality function right before it calcifies.
We help design the function, hire into it, set the testing standards and the automation foundation, and then hand it to your own leadership. You end up owning the capability rather than renting it.
And if you would rather rent it, we can do that too. Both are honest answers depending on where you are.
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.
Tell us the role. We will tell you what we have.
No retainer to ask. If we do not have the right people, we will say so.