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Implementation

Overcoming API Integration Challenges During Digital Transformation

Organizations are introducing cloud platforms and modernizing ERP systems. They’re also deploying AI and creating new digital experiences. Each technology must interact with an existing ecosystem of applications and data, often through APIs. KEY TAKEAWAYS Waiting until individual projects require connections can create fragmented architectures and technical debt. Reusable APIs and common integration patterns

Implementation

The Value of Human-Led OCM for an AI-Enabled ERP Implementation

Implementation

Transformation Risks Across Industries: Why Every Sector Needs a Different Strategy

Implementation

Benefits & Restraints of Implementing Agentic AI

Implementation

The Importance of Knowledge Transfer for an ERP Implementation

SAP transformation risk in life sciences

Implementation

How Life Sciences Companies Can Reduce SAP Transformation Risk

Implementation

Why You Need Data Governance and OCM for Successful Data System Implementations

Implementation

How to Detect Early ERP Project Risks

Implementation

How to Manage SAP Transformation Fatigue

Implementation

Why SAP Leaders Expect More Than Execution from Their Partners

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IT Staffing and Consulting

We help expert companies connect with global expert talent.

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Your source for IT staffing needs

We provide global IT staffing and consulting for the systems, functions, and technologies with the greatest impact to your business.

Our IT staffing solutions serve enterprise clients by connecting them with the most in-demand technical experts and consultants in the industry, both in the U.S. and offshore. Whether temporary or permanent, we design talent solutions that fit your business, function, or project.

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BCTG: Your IT Staffing Partner

Our team at BCTG has decades of experience partnering with enterprise clients to help them find the right technology resources to support their business. Given today's cost-conscious business climate, we staff resources in the U.S. and offshore. We were founded in Durham, NC and support clients nationwide. We pride ourselves on understanding your business needs and our ability to offer personal attention for every client.

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IT Staffing with BCTG

We focus on finding the right talent for your team, your project, or your business without undue overhead or drawn out contracts. In today's job market, the ability to act quickly is paramount. As your IT staffing partner, our business is built to connect expert resources with companies just like yours.[/vc_column_text][mvc_advanced_button btn_animation="button--aylen" btn_text="CONTACT US" btn_clr="#ffffff" btn_bg="#AABDBE" btn_hvrclr="#0a0a0a" btn_hvrbg="#ffffff" btn_url="url:https%3A%2F%2Fwww.bullcitytalent.com%2Fcontact-us%2F|title:Contact%20Us|target:%20_blank|" caption_url="" caption_urls="" caption_urlss=""][/vc_column_inner][vc_column_inner el_class="smaller" width="1/2" offset="vc_col-lg-offset-0 vc_col-lg-5 vc_col-md-offset-0 vc_col-md-5 vc_col-sm-offset-1 vc_col-xs-offset-1 vc_col-xs-10"][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row full_width="stretch_row_content_no_spaces" el_class="section light" css=".vc_custom_1551883135771{padding-top: 20px !important;padding-bottom: 40px !important;}"][vc_column][vc_column_text]

Trusted by amazing companies like

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Get Started With BCTG

Our team of staffing experts is ready to assist you to get your project started.

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Our Company

BCTG Brings Great Talent to Great Companies

Our team of IT staffing experts brings decades of experience to each engagement. We value true partnership and think of ourselves as an extension of your team to ensure that each interaction serves not just your immediate needs but your long-term business objectives.

BCTG is born from a legacy of brilliant client service. We believe our person-first, relationship-focused approach can help organizations of any size or shape meet and overcome their talent challenges.

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Based in the heart of Research Triangle Park, we help clients across the globe confront their talent crunch.

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Careers at Bull City

At Bull City Talent Group, we are always looking for talented and motivated individuals to join our team. BCTG is an equal opportunity employer with a competitive benefits and salary package.

Take a look at

Our Current Openings

If you are interested in learning more about career opportunities at Bull City Talent Group, please forward your resume to jobs@bullcitytalent.com. We look forward to hearing from you!

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Enterprise Sales Manager

[/vc_column_text][/vc_column_inner][vc_column_inner width="1/12"][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row full_width="stretch_row_content_no_spaces" el_class="section light"][vc_column][vc_column_text css=".vc_custom_1556651528415{padding-top: 20px !important;padding-bottom: 10px !important;}"]SUMMARY: Bull City Talent Group seeks entrepreneurial-minded leaders to join our growing enterprise staffing and consulting team focused on people and revenue growth. You will be part of a new hire class of 6 Enterprise Sales Management Trainees. Whether you have experience in enterprise sales or seeking to build a career in this area, we want to talk to you! We offer a competitive base salary of $50,000 after training and unlimited uncapped commission. Join a start class of 6 new Enterprise Sales Management Trainees. You will partner with BCTG’s leadership, recruiters, and sales team to increase our market share as well as service our current clients. Bull City is based in Durham, NC and partners with clients across the US.[/vc_column_text][vc_row_inner][vc_column_inner width="1/2"][vc_column_text]DUTIES AND RESPONSIBILITIES

Identify market opportunities and accelerate growth in enterprise staffing and consulting (SAP and Workday) and related talent acquisition services targeting decision makers and business managers
Develop top target accounts within a geographic and/or industry vertical focus and work sales process to WIN new logo business
Leverage personal relationships to drive targeted sales activity to meet personal and company goals
Set and meet aggressive sales goals with full ownership of outcomes. This role is 100% hunting and the expectation is to generate your own new business with new clients at the direction and with the help of leadership

[/vc_column_text][/vc_column_inner][vc_column_inner width="1/2"][vc_column_text] QUALIFICATIONS

Ability to display a positive attitude and overcome adversity native to a sales career
Self-motivated winner with a consistent, results-oriented work ethic
Proven ability to receive coaching and take action to improve performance
4-year college degree required
Must be open to local/national travel on an as-needed basis

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For businesses seeking to grow their workforce quickly or supplement permanent personnel, contract workers can fill in the gaps. Especially in the IT field, contractors often fill key positions, where experts are urgently needed now. Here we'll look at some of the trends and tendencies favoring contract workers - and how to use these trends to better fill out your workforce as you plan for 2018. Millennial Trends Means More Aspiring IT Contractors To start, two key trends among the millennial generation are driving the availability of IT contractors: independence and tech savvy. Trends show that millennials tend to value work where they can set their own hours, work from home, and pursue personal career growth. Where millennials do favor steady jobs as well, they are far more comfortable with shifting jobs and even careers. As such, contracting presents an attractive possibility to many millennial workers. When it comes to switching jobs, more millennials turn to IT than any other job sector. As such, the market for talented IT workers is flooded with those either in IT looking for new positions or looking to crack the market and make a career change. Demand for IT Also Means More Available Positions At the same time that more workers than ever before are seeking flexible IT jobs, the demand for IT workers is also on the rise. Startups and other small businesses need talented IT staff in order to help set up their business and to stay competitive. Large companies and government offices often bring in contracted staff to deal with upgrades, security, and other limited-term projects. As such, talented IT contractors generally have more work available than they can handle. In the current IT landscape, things are constantly changing, always moving. Contractors - especially contractors knowledgeable in specialized areas - continue to be in high demand. How to Attract the Right IT Contract Workers The modern IT landscape looks like a vast and complex machine with many moving parts working together. Experts move to and fro to fill needed roles. Businesses send out requests for assistance and wait for available resources. The key to finding the right workers for a job is to understand how this machine functions and how to get the parts you need when you need them.

Understand how to clearly state your needs. Have tech-savvy business partners on hand, able to translate needs into jargon and relevant expertise. IT contractors are often looking for key words, such as coding languages, database names, and server types together with skill levels and areas of experience. It really helps to understand these technical details, because recruiting the right person for the job in a cluttered advertising market is a marketing effort in and of itself.
Put together the right benefits package for the job. Some jobs may lead to permanent positions. Others positions may be short-term jobs where you want someone willing to come in, do the work, and go. Even if you're not sure where this position is headed, try to tailor benefits - if any - toward individuals who will fill the role as you see it developing.
Check qualifications against needs. Make sure that you have tech-savvy interviewers who can check backgrounds to make sure potential hires have the skills needed to get the job done. Check references, confirm backgrounds, or interview potential hires to confirm knowledge of relevant skills and professional ability. Consider incorporating code challenges, design thinking exercises, or other activities into your traditional screens to make the process interesting and challenging.

Remember, the IT landscape is a busy one. More than ever, talented individuals are looking for IT jobs, and more than ever, businesses need people to perform necessary tasks. Make the most of this opportunity by attracting and screening the right candidates. Knowing how to survey the field will help you to put skill sets in their proper categories and make sound choices as a result.

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Contact Us

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We'd Like to Hear From You

Whether you are a company looking for talent or a consultant looking for your next gig, we'd like to hear from you.

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2655 Meridian Parkway, Durham, NC 27713

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919.578.4940

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Info@BullCityTalent.com

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By providing your phone number, you agree to receive text messages from Bull City Talent Group. Message and data rates may apply. Message frequency varies.

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[submit "Send Message"]

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Our Solutions

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Our Solutions

Our team of expert recruiters at BCTG are available to help you address all of your staffing needs. If you have a need for temporary or permanent support on your IT team in the U.S. or offshore, we stand ready to connect you with our community of experts.

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SAP Staffing

We can connect you with top tier SAP talent to address any business need. Our community of experts include technical SAP experts as well as project managers, change management, and training consultants.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/4"][mvc_infobox link="link_box" title_color="#000000" image_size="150" btn_url="url:https%3A%2F%2Fwww.bullcitytalent.com%2Fit-staffing%2F|title:Workday||"]

IT Staffing

Whether you are looking to supplement your IT support team or considering how to expand your data and analytics team, our recruiters can help find the right person for you.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/4"][mvc_infobox link="link_box" title_color="#000000" image_size="190" btn_url="url:https%3A%2F%2Fwww.bullcitytalent.com%2Fai-staffing%2F|title:AI%20Staffing||"]

AI Staffing

You can't just staff anyone on an AI project - you need to find people with business and technical knowledge. We understand your needs and are here to help.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/4"][mvc_infobox link="link_box" title_color="#000000" image_size="190" btn_url="url:https%3A%2F%2Fwww.bullcitytalent.com%2Fai-staffing%2F|title:AI%20Staffing||"]

Contingent Staffing

Consulting firms leverage the BCTG network of experts enable high-quality results across the core technologies and functions with the greatest impact to your business.[/mvc_infobox][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height="yes"][vc_column_inner width="1/4" css=".vc_custom_1552410397883{padding-top: 20px !important;}"][vc_column_text]

Learn More >

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Learn More >

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Learn More >

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Learn More >

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Get Started With Bull City Talent

You are ready to win. Step up to the starting line and get ready for the best project of your life. It all starts here.

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For Consultants

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Join the Best of the Best

Bull City Talent Group is honored to rep consultants with proven track records in their areas of expertise, and clients willing to stand up and vouch for them. We’re always excited to welcome new consultants to our community, and match them with challenging, rewarding projects. We’re a tight group, we take care of our own, and we respect our brain trust.

Our current openings are listed on our LinkedIn page here.

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Our team of staffing experts is ready to assist you to get your project started.

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MS Dynamics

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Get With the Times, Stay With the Times

The Dynamics platform is always evolving. Bull City Talent helps you evolve with it. Whether you are implementing for Finance & Operations (D365F0), CRM, or NAV, or preparing to upgrade before legacy AX applications are retired, our consultants will help you iterate. We tackle projects of all sizes and complexity, nationwide.

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It's Time!

Our BCTG experts are ready to help you stay current.

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Workday

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We Make Workday Feel Like Friday

Workday takes care of people and finances, but Bull City helps you take care of your Workday. Our specialty is finding your perfect consultant, whether for HCM, Financials, or both. No project is too large or small, and our community is nationwide.

[/vc_column_text][vc_row_inner][vc_column_inner width="1/3"][mvc_infobox image_id="1906" image_size="70" info_title="Project Management" title_size="20"]Expert-level guidance to deliver on-time, on-budget projects aligned to your business objectives[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3" css=".vc_custom_1551911040522{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}"][mvc_infobox image_id="1824" image_size="70" info_title="Implementation and Optimization" title_size="20"]Data conversion, Configuration, Reporting, Integration, Training and Change Management, Testing, Support[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3"][mvc_infobox image_id="1908" image_size="60" info_title="HCM" title_size="20"]Core HR, Payroll, Time & Absence, Success Planning, Performance, Talent, Compensation, Recruiting, Onboarding, Learning, Benefits, Security[/mvc_infobox][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner width="1/3"][mvc_infobox image_id="1675" image_size="62" info_title="Financial Management" title_size="20"]Accounting & Finance, Grants Management, Expenses, Management Recruiting, Revenue Management, Projects, Procurement[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3" css=".vc_custom_1551911040522{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}"][mvc_infobox image_id="1667" image_size="50" info_title="Integration" title_size="20"]EIB, PICOF/PECI, Workday Studio, Core Connector[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3"][mvc_infobox image_id="1822" image_size="60" info_title="Reporting" title_size="20"]Dashboard, Composite, Report Writer[/mvc_infobox][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row full_width="stretch_row_content_no_spaces" full_height="yes" el_class="hero footer-hero" css=".vc_custom_1555433582619{background-color: #22323f !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}"][vc_column][vc_column_text]

Let's Get Started!

At Bull City, even Mondays feel pretty great. Give us a call and see why!

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Learn More

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Get some Help

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For Consultants

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SAP Staffing and Recruiting

The talented SAP Staffing and Recruiting team at BCTG is the best partner to help you find the most talented SAP resources to supplement your project. We'll make sure your SAP initiative has the right team at the right time.

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A Strong Platform Needs a Good Foundation

SAP projects are only as good as the people who run them and our SAP staffing and recruiting team will find you the right resources to suit your needs. Our global SAP experts come front-loaded with skills in functional, technical, and integration solutions, so we’ve got you covered.

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For companies looking for a partner to help them identify and staff hard-to-find SAP talent, BCTG offers full-service, global staffing solutions tailor-made for you.

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What Our Experts Say

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At BCTG, we believe in offering more than just staffing solutions. We excel in integrating our knowledge with specialized SAP expertise, ensuring our clients receive comprehensive and unmatched services that are customized to their distinct requirements on-time and within budget.

Sue Linder

Senior Client Engagement Manager

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Representative Experience from our SAP Resources

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Almost 20 years of experience in SAP S4HANA 1709, ECC & R/3 implementation in solution design. Involved in BPR, Design, Process Mapping, configuration, testing, analysis, go-live, user training, and post-implementation support.

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Worked as a Solution Architect & Subject Matter Expert in SAP SD (OTC/ QTC), MM (PTP), Logistics Execution (LE), and Aftermarket/ Service Management (SM/ CS). Additional Experience in SAP S4 HANA 1709, Vistex, Hybris, SCM, 3PL, IM, TM, PP, FI, WM, GTS and Data Migration.

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Experience with 8 full life cycle implementations, 1 up-gradation, and 4 production support projects.

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Worked in various Multiple Global Deployment projects. Has multi-dimensional SAP product skills and functional expertise, including the role of Lead Configurator.

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Let Our SAP Staffing Team Work For You!

Our SAP staffing team will connect you with experts who can help you will all aspects of your SAP implementation or upgrade.

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[text* your-name akismet:author placeholder "Full Name"]

[email* your-email akismet:author_email placeholder "Email"]

[tel* Phone placeholder "Phone"]

[text* Company placeholder "Company Name"]

[text* Title placeholder "Job Title"]

Enterprise Technology

[checkbox EnterpriseTechnology "MS Dynamics365" "SAP" "Workday"]

Quality | Regulatory

[checkbox QualityRegulatory "Document Management" "LIMS" "Quality Management" "Validation Services"]

[text OtherQR placeholder "Other"]

What kind of help do you need?

[checkbox WhatHelp "We are planning a strategic project" "We are in the middle of a project and need specific expertise" "We have a gap on our team" "Our consulting partner needs help" "We need an advocate to represent our interests with our service and software partners"]

Tell us more, we’d like to help!

[textarea message placeholder "Tell us more"]

[recaptcha]

[submit "Send Message"]

1 Thank you for contacting BCTG - "Book a Project" marketing@bullcitytalent.com, info@bullcitytalent.com, [your-email] Thank you for contacting us at Bull City Talent Group. The following information was shared with our team and we will follow up with you accordingly. From: [your-name] Subject: Book a Project Message Body: Name: [your-name] Email: [your-email] Phone: [Phone] Company: [Company] Title: [Title] Enterprise Technology: [EnterpriseTechnology] Quality/Regulatory: [QualityRegulatory] Other Quality/Regulatory: [OtherQR] What Help is needed: [WhatHelp] More Information: [message] -- This e-mail was sent from a Book a Project form on Bull City Website Bull City "[your-subject]" Bull City [your-email] Message Body: [your-message] -- This e-mail was sent from a contact form on Bull City (https://www.bullcitytalent.com/) Reply-To: melindacooper@outlook.com Thank you for your message. It has been sent. There was an error trying to send your message. Please try again later. One or more fields have an error. Please check and try again. There was an error trying to send your message. Please try again later. You must accept the terms and conditions before sending your message. The field is required. The field is too long. The field is too short. There was an unknown error uploading the file. You are not allowed to upload files of this type. The file is too big. There was an error uploading the file. The date format is incorrect. The date is before the earliest one allowed. The date is after the latest one allowed. The number format is invalid. The number is smaller than the minimum allowed. The number is larger than the maximum allowed. The answer to the quiz is incorrect. The e-mail address entered is invalid. The URL is invalid. The telephone number is invalid. Could not verify the reCaptcha response. Please verify that you are not a robot.

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Book A Project

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Hire Higher

Fill out the form below and we’ll book your expert, ensuring you the highest quality consulting.

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2655 Meridian Parkway, Durham, NC 27713

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919.484.4494

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Info@BullCityTalent.com

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[text* your-name akismet:author placeholder "Full Name"]

[email* your-email akismet:author_email placeholder "Email"]

[tel* Phone placeholder "Phone"]

By providing your phone number, you agree to receive text messages from Bull City Talent Group. Message and data rates may apply. Message frequency varies.

What are your goals?

[checkbox Goals "Land my next gig in an exciting company" "Plan ahead for when I roll off my current assignment" "Further develop a new skill" "Build a network of other consultants in my field" "All of the above"]

[text OtherGoal placeholder "Other"]

What are your skills?

Primary technology

[textarea ptech placeholder "Example - SAP, Workday, MS Dynamics365, quality systems"]

Functional focus

[textarea focus placeholder "Example - Finance, Order-to-Cash, Procure-to-Pay, SD, MM, PP, etc."]

Technical focus

[textarea techfocus placeholder "Example - ABAP, NetWeaver, Basis, UI5, etc."]

What are your interests?

[checkbox interests "Building my career as an independent consultant" "Travel" "Finding more time for my family" "Learning new business and technical skills"]

[text otherint placeholder "You name it"]

Tell us more, we’d like to get to know you!

[textarea message placeholder "Tell us more"]

[recaptcha]

[submit "Send Message"]

1 Thank you for contacting BCTG - "Join Our Community" marketing@bullcitytalent.com, info@bullcitytalent.com, [your-email] Thank you for contacting us at Bull City Talent Group. The following information was shared with our team and we will follow up with you accordingly. From: [your-name] Subject: Join Our Community Message Body: Name: [your-name] Email: [your-email] Phone: [Phone] Goals: [Goals] Other Goal: [OtherGoal] Primary Technology: [ptech] Focus: [focus] Technology Focus: [techfocus] Interests: [interests] Other Interest: [otherint] Tell Us More: [message] -- This e-mail was sent from a Join Our Community form on Bull City Website Bull City "[your-subject]" Bull City [your-email] Message Body: [your-message] -- This e-mail was sent from a contact form on Bull City (https://www.bullcitytalent.com/) Reply-To: melindacooper@outlook.com Thank you for your message. It has been sent. There was an error trying to send your message. Please try again later. One or more fields have an error. Please check and try again. There was an error trying to send your message. Please try again later. You must accept the terms and conditions before sending your message. The field is required. The field is too long. The field is too short. There was an unknown error uploading the file. You are not allowed to upload files of this type. The file is too big. There was an error uploading the file. The date format is incorrect. The date is before the earliest one allowed. The date is after the latest one allowed. The number format is invalid. The number is smaller than the minimum allowed. The number is larger than the maximum allowed. The answer to the quiz is incorrect. The e-mail address entered is invalid. The URL is invalid. The telephone number is invalid. Could not verify the reCaptcha response. Please verify that you are not a robot.

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Join Our Community

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Privacy Policy

[/vc_column_text][vc_column_text]Updated: March 7, 2019 At Bull City Talent Group, we understand that privacy is important. We are strongly committed to protecting the privacy of our clients, consultants and visitors to our website. The following information is designed to help you better understand the information we gather from our website and through our services, how we protect the information once we gather it, and whether and how we disclose it to anyone. We may, from time to time, make changes to this policy. By visiting this website, you are accepting the practices described in the current version of this Privacy Policy. If you do not agree to the terms of this Privacy Policy, do not use the website. Please note that this Privacy Policy applies only to this website and not to other companies’ or organizations’ websites, including any websites to which we link. You are advised to consult the privacy policies of other websites that you visit. Information Collection and Use Our primary goals in collecting personal information are to provide you with a smooth, efficient, and customized experience, to send you information upon your request, and, if appropriate, to collaborate with you as a client or independent contractor. We collect company-specific information in order to customize our service offerings. Aggregate Data In general, we automatically gather certain usage information, such as the number and frequency of visitors to this website and what features of the website are most popular to our visitors. This information may include which URL you just came from, which URL you next go to, what browser you are using, what features you click on and read (in whole or in part), and your IP address. We use such data only in the aggregate. This collective data helps us to determine how much our visitors use parts of the website, and to do internal research on our users’ demographics, interests, and behavior, so as to better understand and serve you. We do not disclose aggregate information to advertisers or other third parties for any purpose, unless required by law. Personally Identifiable Information If you complete the ‘Contact Us’, ‘Book A Project’ or ‘Join Our Community’ forms on the website, we will request personally identifiable information about you, such as your name, phone number, and email address. We seek such information primarily to communicate with you about our service offerings. In addition, we may use such information to improve our marketing and promotional efforts, analyze website usage, improve our content and product offerings, and customize our website’s content, layout and services. If you opt in to communications from Bull City Talent Group when prompted, we may use personal information to contact you and send you information, such as through e-mail updates. We may use outside service providers to facilitate Bull City Talent Group’s website and overall operation, and to perform functions on our behalf, such as sending postal mail and email, removing repetitive information from contact lists, analyzing data, and providing customer service. These third parties may have access to your personal information as needed to perform their functions, but they may not use it for any other purpose. Social Networking Sites Bull City Talent Group operates and maintains social networking pages and venues on websites such as Twitter, Facebook, and LinkedIn. Bull City Talent Group will, from time to time, import comments and posts from these third-party websites to this website. If you post to any of Bull City Talent Group’s social networking pages on third-party websites, you are providing information to the public and do so at your own risk. Further, Bull City Talent Group may use these postings on its website without further notice or compensation to you. Please visit the privacy policies of any third party websites before posting to Bull City Talent Group’s pages there. Cookies “Cookies” are small files placed on your hard drive; each website can send its own cookie to your browser if your browser preferences allow it. You can configure your browser to accept all cookies, reject all cookies, or notify you when a cookie is set. (Each browser is different, so check the “Help” menu of your browser to learn how to change your cookie preferences.) You are always free to decline our cookies if your browser permits, although in that case you may not be able to interact with certain features on our website, and you may be required to re-enter your password more frequently during a session. In addition, a number of companies offer utilities designed to help you visit websites anonymously. Cookies help us to provide customized services and information that is targeted to your interests. We use cookies to tell us how and when pages in our website are visited, what our users’ technology preferences are (such as what type of video player they use) and whether our website is functioning properly. We also use cookies to temporarily retain the information you enter into a form. Additionally, you may encounter cookies or other similar devices on our website that are placed by third parties. We do not control the use of cookies by third parties. Security We care about the security of your information. We employ several different security techniques to protect your personally identifiable information from unauthorized access or use. You should be aware, however, that “perfect security” does not exist on the Internet, and that third parties may be able to intercept private communications and/or access your personally identifiable information. Sharing Information In general, we will not sell, share or rent information about you in ways different from what is disclosed in this statement. However, we may be forced to disclose information to the government or third parties under certain circumstances. We cooperate with governments and private parties to enforce laws such as those regarding intellectual property rights, fraud, data privacy and security. We can (and you authorize us to) disclose any information about you to government officials and private parties as we, in our sole discretion, believe necessary or appropriate in connection with an investigation of fraud, intellectual property infringement or other activity connected to this website that is illegal or may expose us or you to liability. Policy Towards Children We are concerned about the safety and privacy of children who use the Internet. We encourage the viewing of our website by children to be done with parental supervision. Consistent with the Children's Online Privacy Protection Act of 1998 (“COPPA”), we will never knowingly request personally identifiable information from anyone under the age of 13 without prior verifiable parental consent. If we become aware that a child under 13 has provided us with personally identifiable information without verifiable parental consent, we will use our best efforts to remove such information from our files. If a parent or guardian becomes aware that his or her child has provided us with personally identifiable information without verifiable parental consent, he or she should contact us at info@bullcitytalent.com. Accessing Your Information We work to process and maintain accurately the information that you share with us. If you have provided information to us, you are invited to let us know of any errors you may become aware of. Please contact us at info@bullcitytalent.com. Governing Law You agree that your use of this website, our products, this Privacy Policy and any disputes relating thereto shall be governed in all respects by the laws of the State of North Carolina. Any dispute relating to this Privacy Policy shall be resolved solely in the state or federal courts located in Raleigh, North Carolina. Thank you for visiting our website. 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Enterprise Recruiter

Identify market opportunities and accelerate growth in enterprise staffing and consulting (SAP and Workday) and related talent acquisition services targeting decision makers and business managers
Develop top target accounts within a geographic and/or industry vertical focus and work sales process to WIN new logo business
Leverage personal relationships to drive targeted sales activity to meet personal and company goals
Set and meet aggressive sales goals with full ownership of outcomes. This role is 100% hunting and the expectation is to generate your own new business with new clients at the direction and with the help of leadership

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Ability to display a positive attitude and overcome adversity native to a sales career
Self-motivated winner with a consistent, results-oriented work ethic
Proven ability to receive coaching and take action to improve performance
4-year college degree required
Must be open to local/national travel on an as-needed basis

RDU 'DisruptHR' Event - 'I Am Talent.' (video) Presentation by Kyle Montgomery, Bull City Talent Group

SAP systems run security risks: whether you’re fending off hackers, viruses, or just your run-of-the mill flying monkey spies, BCTG’s professional SAP Fiori consultants will help you keep data private and vulnerabilities low. When you need a dedicated expert to oversee security implementation, BCTG is here to help but you can start by following these simple practices:

Monitor access: Keep an eye on users, both privileged and regular. Hold everyone accountable. Weed out dead accounts. Suspect folks are sharing passwords? Not okay.
Protect yourself: Defend your dispatcher and backend servers: a firewall is your friend!
Find your weaknesses: Acknowledge all your vulnerabilities, including phones or other company devices running outside your firewall.
Know your enemies: Stay up to date with the latest threats and how they might affect SAP.
Lock it down: Get familiar with SAP security settings and use them, as well as Security Assertion Markup Language (SAML), proxies, and a Secure Socket Layer (SSL). Encrypt your data!
Set security policies: SAP infrastructure protection should be a company-wide, ironclad standard.

BCTG’s experts are the best of the best – consultants with excellent track records in their areas of expertise. Visit our website and see how we can help you fight whatever threats you’re facing. Sources: https://www.sap.com/about/trust-center/security.html https://symmetrycorp.com/blog/security-best-practices-for-sap-fiori-implementation/

Anyone still riding high from the motivating Workday Rising conference may still be humming “My Shot” while rolling up their sleeves to integrate the popular software with their SAP. While more and more people disregard their SAP’s native HCM solutions in favor of Workday, BCTG’s expert consultants are on call to help with the transition. How do we best implement Workday while preserving your core SAP? Behold, the tools of the trade: Workday® Integration Services give us tools for both business users and integration devs. Fortunately, Bull City consultants know how to use them all. Workday® Studio creates Web Services integrations and is customizable with Java, Spring, or third-party interfaces. Connectors and Toolkits are pre-configured for payroll vendors, benefits providers, financial systems, procurement, and your Bull City expert will walk you through the integration. The Enterprise Interface Builder makes it easy to pull data from Excel and create pretty graphics. Infrastructure Services track your progress so you can see how Workday is processing your data, and how fast. BCTG’s consultants may not all be “young, scrappy, (or) hungry,” but they do have skills. Give us a call and let’s see how we can help guide you through your integration. Sources: https://www.workday.com/ https://blog.pixentia.com/workday-tools-for-sap-integration

When you sit back and reflect, the connections between where we live, work, and play are blending together, almost to the point of becoming too difficult to separate. In this post, we want to explain to recruiters and job seekers alike how jobs tie us to the community and vice versa. The Starbucks Anecdote Just about anywhere you go, it's hard to escape references to big brands like Starbucks. While we apologize in advance, we must absolutely consider this local hub belonging to a global brand as an example of where people live, work, and play. Go to Starbucks and sit there for several hours of people-watching. You'll see the following insights at work. People Can Work From Anywhere If we're being honest, our blog writer sits in Starbucks for the sake of research. You see the business owners, the public employees, the private sector workers, the unemployed, the elderly, the youngsters, the college students, and the freelancers all moving through this cafe. You see tons of people passing through the drive-through. Together, Starbucks people are a metaphor for what people crave. We want to go to where the baristas remember our face and our favorite drink. We want to turn around and recognize familiar faces (people from the gym, people from work, and people from church). Starbucks also helps us to wake up when we have to be at an early work meeting and to help us stay awake on a long drive home from a rock concert. With enough caffeine, we can get through anything, or we tell ourselves that to justify the coffee purchase. People Form Business Contacts Anywhere The coffee shop culture also illustrates how people form important business and personal contacts everywhere and then stay connected on social media. This leads to a blurring of lines that people have in social relationships. For example, you have a co-worker as a Facebook friend if you trust her, and you feel that you should wish her a happy birthday even on the weekend. If she invites you to the party, you will probably go, but it depends on how many other friends will be there. In the past, people used to maintain greater separation between their work lives and their home lives, but now their co-workers are integrated into most aspects of their lives. People Spend Time With Like-Minded People and Then Form New Interests For employers, this is a big one! When coffee lovers go to Starbucks, they're surrounded by other coffee lovers. While their shared interests may be the impetus that brings them in, they begin to form other kinds of social relationships. For example, you see a gym friend, Judy, at Starbucks and she introduces you to her friend Tom with an adorable Pug. You talk about the irritable stomach of your chihuahua. It just so happens that Tom is a dog groomer. He gives you his card. Meanwhile, Judy says that her mother just lost her job, and you encourage Judy's mother to apply for the customer service opening at your company. When you speak to people in social situations, you learn about job opportunities that directly or indirectly relate to your skills, but you can also share opportunities with those in your network. If you want to follow up on a job lead, you can get a person's Facebook or LinkedIn information and get in contact again soon. The Takeaway What we love about live, work, and play concepts is that job seekers will choose a community where they can do all three. If they associate their employer's culture with strong ties to their community, they will be likely to stay for a longer tenure. If employees have a hard time finding a sense of belonging in the community where they live, then they will need to move somewhere else to find it. In the end, employers lose when they cannot keep employees tied to the workplace culture or to local opportunities to play. Some employers address this by offering good employees the opportunity to move away and telecommute, but they will eventually separate after they find stronger social connections in their new community.

Much has been made recently over Deloitte's decision to move their diversity efforts to a colorblind approach. What colorblind diversity efforts mean in practice is a move away from specific group and demographic initiatives towards a general inclusion effort. In the case of Deloitte, they decided to do away with their Employee Resource Groups (ERGs) because they felt that these groups alienated people. They also realize that the growing millennial workforce doesn't want to be identified by demographic categories. However, colorblind diversity policies are not the answer to the complicated issue of diversity in the workplace. The state of diversity in the workplace is still far from ideal. In fact, researchers have found that in a lot of cases diversity and inclusion efforts do not actually help women or minorities in any real or tangible way, and it makes a lot of men feel like they are being treated unfairly and alienated. This does not help diversity and inclusion efforts. The only way that diversity can succeed is if everybody is on board with it and everybody is included. Clearly, many current diversity programs are failing everybody. Interestingly enough, pro-diversity messages put forth by businesses do little to actually convince minorities that they will be treated more fairly. In a recent study, minority participants said they view companies with pro-diversity messages and initiatives as no less-likely to discriminate against them, no more inclusive, and ultimately no better to work for than a company that doesn't say a single thing about diversity or have a clear pro-diversity program. The fact that everyone, men, minorities, and women, all see diversity programs as a non-factor or even an outright negative goes to show how difficult it is to establish true diversity and how poor most businesses efforts at diversity really are. So, what can we do to be more inclusive and to be sure that we are striving towards diversity? How can we craft pro-diversity messages without turning people away? Craft Your Message. We must appreciate the effect that pro-diversity messages will have on people. For one, you need to make sure you are crafting messages that emphasize inclusion and foster feelings of confidence in women and minorities. At this moment, a lot of pro-diversity programs and messages do more to protect businesses from litigation than they do to actually promote diversity and inclusion in the workplace. If you want your diversity efforts to be successful, you need to get everyone involved. Be Accountable. Importantly, any diversity program needs to include accountability. If you want to work towards inclusion and diversity your diversity programs need to do more than just talk the talk. People need to be held accountable for their actions and words. Value Differences. Our differences all deserve their own space. We need to celebrate our differences rather than draw lines in the sand. Understanding and conversation are very important to diversity efforts and should not be shied away from. Everyone needs to be a part of diversity efforts and conversations if they are ever going to be successful.

SAP Data Analytics and Insights Trends

Businesses constantly use data to gain efficiencies and deliver new customer and trading partner insights. Our sister company, Clarkston Consulting, published an Analytics Trends Report to help you identify opportunities for employing analytics in your business. Below is a quick summary of the themes explored in the report. Visit our Book A Project page to get more information for your SAP data analytics and insights project needs.

Key data analytics themes are emerging in 2020:

Demand for advanced analytics drives growth in the influence and scale of analytics teams and COEs.
Automated workflows are enhanced by rapid adoption of new analytics tools.
Organizations are compelled to drive explainability and auditability of analytics models.
Areas of untapped potential gain greater focus: machine learning (ML), time series forecasting, organizational analytics, and RPA (robotic process automation).

Explainability and Auditability of Data Analytics Models:

Thorough documentation needs to accompany greater adoption of automated decisions. As such, analytics teams should be prepared to explain how decisions were made. This comes down to two factors: explainability and documentation. Explainability refers to the ability to trace through an algorithm to determine exactly where a prediction came from. For example, certain algorithms act as “black boxes” and it can be nearly impossible to interpret how a decision was made. As for documentation, those in regulated industries will need a higher level of documented validation. However, it is best practice in any industry to have processes in place to conduct a technical review on models before they go live and to document workflows and predictions for reference.

Data Analytics COE Influence:

Establishing a SAP data analytics and insights COE is critical. Once a COE is established and generating value, the next step is getting the right tools in the hands of the right people. This sometimes means setting up the processes or front-end user interfaces so that certain roles don't need to know the underlying tool. Educational sessions will also be critical and most effective when delivering contextual use cases. Analytics roll-out will thrive if everyone can see the benefit to their own day-to-day. Focus on delivering value and the rest will come.

Data Analytics Workflow Automation:

Automation, once adopted, quickly becomes indispensable. Data engineering teams will be responsible for automating data pipelines to get data from the source, integrated across systems, and ready for processing by analysts. Tools and components found in commonly used platforms can help:

automatically provide histograms of your data distributions,
let you know the number of missing values, and
provide other helpful flags that let you initially analyze your data.

Similarly, on the modeling side, you can select a handful of algorithms to test on the data to quickly prototype. These automation tools save time and allow your data scientists to focus on value-add activities. Bull City Talent connects you with analytics experts to assess needs, implement solutions, or provide some of the heavy lifting in realizing your analytics goals. Consultants in our Talent Communities offer insights and solutions from relevant, referenceable experience in technology and business projects. Contact us for more information and to explore how our resources can become an extension of your IT and analytics departments.

SAP Enterprise Transformation with Organizational Change Management

Companies implement Organizational Change Management for many reasons: expansion, restructuring, merger & acquisition, regulatory compliance, SAP and ERP transformation – anything that requires an organization to adopt new processes and mindsets. To effectively implement OCM, companies need to understand how they are currently managing change, what are their challenges and opportunities, and how are they planning on integrating change management and training. Bull City Talent can provide the right resource to help you strategize on how to best implement Organizational Change. Visit our Book A Project page to learn more for your specific change needs, SAP or otherwise.

SAP and ERP Transformation OCM Approaches

Consultants among our Talent Community have various approaches for helping you navigate change. The following example depicts Clarkston Consulting’s approach, as featured in a recent case study here.

Assess needs and build strategy for change management Align change management efforts with the company’s larger strategic goals. Interview key stakeholders to gain complete understanding of company strategy; define qualitative and quantitative feedback parameters.
Engage leaders and finalize strategy Foster early support by engaging and evaluating the strategy with key business sponsors. Refine and adjust the initial change management and communication strategies based on leadership input.
Engage employee base Launch change management and communication campaign through employee education and feedback events. Host events supported by targeted communications, including peer-to-peer communications and collaboration. Collect feedback along the way; refine and adjust the strategy based on the data collected.
Assess readiness Conduct a quantitative readiness assessment survey to ensure everyone is aware of the change and its impacts. Adjust messaging and logistics accordingly.
Support transition Facilitate activities to ensure and support behavior change (e.g., workshops, communications, activities). Assess change effectiveness via post-move quantitative survey.

Bull City Talent connects you with Organization and Change Management experts to assess needs, implement solutions, or provide some of the heavy lifting in realizing your change management needs. Consultants in our Talent Communities offer insights and solutions from relevant, referenceable experience in technology and business projects. Whether you have SAP and ERP transformation OCM or other change needs, contact us for more information and to explore how our resources can become an extension of your IT and change management departments.

You don’t have to look far to read an article or see an advertisement touting the benefits of an SAP implementation or deployment of S/4 HANA, SAP RPA, SAP Leonardo, or another buzzworthy SAP solution. But when is the last time you read an article highlighting the importance of SAP continuous improvement through Business Process Optimization (BPO)? Our friends at ASUG hosted a webinar on BPO and this article will familiarize you with the nomenclature of BPO and explain why it is such an important foundational pillar in any SAP continuous improvement strategy.

What is SAP business process optimization (BPO)?

SAP BPO is the art of maximizing the value of technology investments by streamlining workflows and business processes to improve workforce efficiency and organizational agility. So great, now you know what BPO is, but you are probably asking: what does BPO look like in a real-world environment and how do I achieve this? Great question! BPO can be broken down into three fundamental pillars: sustainment, optimization, and strategy. Each of these categories will be discussed in the following paragraphs.

Sustainment

At a macro level, there isn’t a single organizational task more important than sustainment (i.e. keeping the lights on). Sustainment shapes the very framework for the ways in which business is conducted and serves as the engine that propels revenue generation – the primary factor in all other organizational initiatives. From an SAP perspective, it is important to note that sustainment is a multi-pronged approach that requires careful consideration surrounding a number of different topics. As it relates to sustainment, here are some things to think about:

What is the size and scope of your SAP super-user network?
How do you approach and manage processes and associated documentation?
Have you established health metrics for processes and operations?
What is your strategy for managing upgrades/outages in a post-implementation environment?
What strategic partnerships do you have in place for SAP consulting/staffing of key skillsets?

Optimization

While predicated on the adoption of an appropriate mechanism for sustainment, optimization is an equally important counterpart in the overarching approach to SAP continuous improvement. The optimization component focuses primarily on the identification of unnecessary complexities and process inefficiencies to develop solutions that more appropriately address the needs of the business, all within the confines of technological capabilities. As you well know, SAP provides solutions with a great deal of out-of-the-box value, but that most of the time require additional customization to align with legacy business processes. As such, here are some things to think about as it relates to optimization:

How aligned are current business/SAP processes (i.e. how much customization is needed)?
Are there any unnecessary complexities/redundancies in business processes?
What opportunities are there for minor technical enhancements that provide major ROI?
What large scale capabilities are lacking?
As it relates to business processes and SAP upgrades, what mechanisms are in place to tackle SAP OCM?

Strategy

At its core, the objective of BPO is to enable the realization of business strategy through agility. At times, it may seem that BPO and agility are conflicting ideologies. However, as processes are evaluated, optimized, and redeployed, it becomes evident that the opposite holds true. Well thought out and properly architected BPO initiatives result in increased efficiency, higher productivity, and drastically improve the time it takes to get from strategy inception to realization. All the while, increasing opportunities for organizational growth and acting as a catalyst of stabilization during times of market turbulence.

4 key ingredients of successful SAP Continuous Improvement BPO initiatives

People - The importance of the SAP super-user network can’t be understated. Good talent is hard to find, so when you do find it, make sure you’re keeping it. Furthermore, make sure that there is a channel for knowledge transfer throughout the organization. The goal should be to continually grow the network through the transfer of knowledge. (Hint: finding great talent is our specialty at Bull City Talent!) Process - Process is equally important in this equation, as process-discipline improves cross-functional business alignment and in turn, leads to faster decision making and organizational agility. SAP continuous improvement through BPO encompasses more than IT. For the overarching initiative to be successful, it is important to understand that BPO is truly a partnership between IT and the business. To be successful, all parties must have a seat at the table. Data – How many times have you heard “you’re only as good as your data?”. Well, it’s true. Accurate data is imperative to the success of your SAP continuous improvement journey. Data is the primary driver that navigates discussion and initiates the analysis and alteration of business processes to bring them into closer alignment with business strategy. By that same token, business strategy realization can then be linked back to the accuracy of empirical data to support BPO. Technology – In terms of technology, it’s important to understand the out-of-the-box functionality of your SAP environment and the pre-configured processes that govern this functionality. While some amount of customization is inevitable, the closer in alignment you can bring business processes to pre-configured SAP processes will help to minimize technological bottlenecks and time spent dealing with break/fixes. Ultimately, ensuring that you are strong in the people and process categories will help to minimize technological challenges.

Why SAP Continuous Improvement BPO?

Continuous Improvement – BPO provides a framework and support system for SAP continuous improvement and allows maximum value to be drawn from business processes. Performance – Process-discipline and metrics-centered business actions, both by-products of BPO, promote organizational performance, as well as provide additional capacity for external integration and internal business alignment. Competitive Advantage - As process becomes more aligned with business strategy, the cycle of executing that strategy is shortened, thus providing better products, service, and support to the customer. All of which create a quantifiable competitive advantage. Regardless of where you are in your SAP continuous improvement journey, we want you to know that Bull City Talent Group is here to help. Whether through leveraging our network of technical and functional SAP consultants, or through simply having a human conversation, we welcome the opportunity to get to know you better. Learn more in the ASUG webinar on BPO here.

With bankruptcies looming, retail is among the industries dominating the headlines in today's uncertain environment. COVID-19 is, temporarily, at least, threatening all traditional models, forcing consumers to experience retail almost entirely from their homes. Even before the pandemic, other trends were transforming the way retailers go to market. The influence of millennials and Gen-Z shoppers, demand for seamless integration between in-store, online, and mobile experiences, and intelligent use of mass amounts of data all drive disruption and innovation. To explore new retail trends, we turn to our sister company, Clarkston Consulting, and their recent industry insight, summarized below. Bull City Talent can provide the right resource to help you implement and deploy solutions to keep up with today’s retail trends. Visit our Book A Project page to learn more for your specific change needs, SAP or otherwise.

NEW RETAIL TRENDS DRIVE INNOVATION IN CONVENIENCE

Today’s consumers demand convenience. During the 2019 Holiday season, services like buy online/pick up in store (BOPIS) were big hits with shoppers, especially for those merchants offering same-day service. These same services are going to be vital for retailers who seek to bounce back quickly from the impacts of COVID-19. Unfortunately, we are uncertain when things will return to normal, and when we do, will shoppers be hesitant to return to the stores? Retailers who offer services like BOPIS will be ahead of their competition. Frictionless return or exchange processes will be vital for consumers who avoid non-essential trips to shipping locations for returns. Simple “drop and go” return policies with major national carriers like UPS or FedEx are being offered to entice shoppers to buy. While these options offer merchants much needed near-term resiliency, their benefits will extend well into a post-Coronavirus future.

EVER-EVOLVING STORE FORMATS

Retail stores are not dying; however, their roles are evolving with the times. Traditional malls may be struggling, but new small-format stores are thriving. Forward-thinking retailers are introducing more small-format stores focused on creating new and convenient experiences for their customers. Even digital leaders continue to innovate and explore different store types, focusing on smaller online formats with very specific product offerings. Now more than ever, retailers must continue to innovate store formats, creating relevant experiences for their customers that seamlessly integrate with their online channel.

DIGITAL EVOLUTION ALL AROUND

New retail trends are forcing retailers to reevaluate how technology can be advancing each area of their business – whether it’s channel specific (online, in-store) or behind the scenes in different functional areas (supply chain, customer service). Innovations in wireless data speeds, new payments technologies, AR/VR technologies, visual searches in digital channels, and customer service are all areas where digital innovations promise to enhance the shopper experience. Retailers that can seize the opportunity, particularly under threat of COVID-19 will win the day.

NEW TRENDS IN RETAIL DATA AND ANALYTICS

Analytics remains a hot topic among retailers as they look to get even closer to their customers by better understanding their wants, needs and behaviors. Amid the pandemic, this is more important than ever as retailers may only be able to reach customers via digital and social channels. Beyond customer intimacy, data continues to deliver meaningful returns in optimizing store operations, fraud detection, robot process automation, and merchandise planning.

SUSTAINABILITY CRITICAL IN RETAIL TRENDS

Sustainable practices for retailers continue to driver consumer engagement and are ever more important as core business practices. Younger shoppers, Gen Z and Millennials in particular, re willing to spend an incremental 10% or more on sustainable products, according to reports. "Circular economies" where goods complete a full lifecycle of consumption and reuse (or recycling or upcycling) are likely to replace today's linear economy within 10 years, says Gartner. These younger shoppers already are outpacing spending of legacy generations and retailers must learn to adapt operating models and sustainability practices to meet their demands.

FOSTERING DIVERSITY & INCLUSION

Retailers must integrate diversity and inclusion in their business to protect and spur long-term brand growth. As mentioned above, younger, more diverse generations have become increasingly powerful in spending, which drives influence. Practices such as fashion size diversity and natural, ethnic-tailored beauty and fashion strive to foster inclusive brands and shopping experiences. Among their own employees, retailers need to foster a diverse and inclusive organization so they can attract and retain talent. This new retail trend dictates that diversity and inclusion is no longer a 'nice-to-have, rather a strategic imperative.

IN SUMMARY

The COVID 19 pandemic continues to create uncertainty and disruption throughout the retail industry. In order to survive, retailers need to embrace digital technology and gain a firm understanding of consumer ideals and values. Retailers must continue to invest in efforts and resources that help them understand, engage, and relate to ever changing consumers. For more details on Retail Trends, please see the full article written by our our sister company, Clarkston Consulting. Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team. Please call us to help you implement industry best practices with today’s evolving retail trends.

Are you thinking of migrating to S/4? Are you concerned about S/4HANA implementation challenges ahead? Don't we have enough to worry about today, with Covid-19 imposing real threats to our supply chain, stock market dips, and store closings? The good news is companies are looking at better ways to prepare for the future. Business will spike again, and businesses should be prepared for that surge. Hopefully you are taking advantage of the free access to SAP tools right now and are thinking about the opportunities that could be available to your company if S/4HANA is implemented when we are all able to collaborate in-person again. SAP S/4HANA can not only help your business and supply chain run smoothly during a “normal” season, but also when a company is thrust into uncertainty. To read more about S/4HANA implementation challenges, we turn to our sister company, Clarkston Consulting, and their recent industry insight, summarized below. Some of the key benefits that SAP S/4HANA provides are: simplification and centralization to management and administration, ease of use, cost effectiveness, innovation, improved performance and speed, and an overall simple transition from on-premise to cloud. But not all are aware of and ready to approach the potential challenges. Experts in the Bull City Talent community recognize that there are many business benefits, but there are also challenges to be addressed. By leveraging our network of experts in the SAP community, many challenges can be overcome quickly. While every transition presents unique risks and challenges for each company, some broad SAP S/4HANA implementation challenges to be considered include:

SAP S/4HANA Implementation Challenges with Data  

As with any implementation, data will be a key challenge. While the details vary depending on the size of the company, product line, quality of data in the legacy system will remain in the front and center of an S/4 implementation.

SAP S/4HANA Implementation Challenges with Architecture

As you move to a new digital platform with S/4, there are several considerations/questions around the overall architecture: cloud or on prem? Single tenant (renamed S/4 Essentials) OR multi-tenant (renamed S/4 Extended)? Host it ourselves or look for a 3rd party hosting provider? Employee access (laptops, iPads, mobile phones) Security?

SAP S/4HANA Challenges with Training and Change Management

While this as an opportunity to move to a best practices based approach, this will be a change and you will need to overcome the quintessential response of ‘we are different’, ‘this is the way we have been doing it forever’.

SAP S/4HANA Implementation with resources

Most companies aren’t familiar enough to internally head up a migration to SAP S/4HANA and must search externally. Therefore, finding partners like Clarkston Consulting and Bull City Talent Group that are knowledgeable and can provide expertise, experience, support, toolkits, and client references is crucial. We realize a move to SAP S/4HANA is a significant decision considering the implications to your business. Clarkston and Bull City Talent Group want to help you unlock new business value with SAP’s Intelligent ERP, realize new benefits, and overcome challenges with ease. If you want to understand our client success stories, start a free trial with SAP S/4HANA, or have a conversation about implementing S/4HANA for your business, please contact us today to learn more. Clarkston and Bull City Talent can provide the right resources to help you implement and deploy S/4HANA successfully. Visit our Book A Project page to learn more for your specific needs, SAP or otherwise. For more details on Implementation Challenges with SAP S/4 HANA, please see the full article written by our sister company, Clarkston Consulting Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team. Please call us to help you implement industry best practices.

Whether you are operating in an ECC environment or have already made the move to S/4 HANA, it matters not, SAP Intelligent Robotic Process Automation (RPA) is a platform that can bring immense value to your organization. Our friends over at ASUG recently put out a great article highlighting the key components of SAP’s Intelligent RPA and the value it brings to the table. We have summarized our key takeaways from that article below: SAP Intelligent RPA Explained SAP Intelligent RPA is a platform that allows organizations to create intelligent bots to automate sets of tasks and processes that are deemed as mundane, highly repetitive, and of low value. By doing so, organizations can reallocate human resources and align them to higher priority tasks which in turn improve operational throughput. How it's different from traditional RPA

Not as code heavy, resulting in less bot breakdowns
Ability to integrate at the API level, reducing bot break risk
SAP Intelligent RPA has built-in machine learning
Ability to connect to on-premise and cloud environments

Key Elements:

SAP Conversational AI – chatbot like functionality that enables human and non-human interaction
Built-in machine learning - provides reduced UI fragility, accelerated process adaptability, intelligent exception handling, unstructured content analysis, and self-learning
API integration - improves overall bot performance and reduces bot down time and maintenance

Tools:

Desktop Studio – Garage for creation and customization of bots
Desktop Agent – Used for automation execution, typically housed locally within a workstation or server to allow for end-user interaction with the bot
Cloud Factory – Cloud hosted component where bots can be orchestrated and monitored across organizational landscape

SAP’s Intelligent RPA is a very powerful strategic tool that delivers to organizations what SAP calls the “intelligent enterprise”. To learn more about SAP’s Intelligent RPA and how it can help your organization become more competitive in the digital economy, I highly recommend reading the full ASUG article via the link provided below: https://www.asug.com/insights/asug-asks-the-authors-what-is-intelligent-rpa-and-what-can-i-do-with-it Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that Bull City Talent Group is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to get to know you better.

SAP S/4HANA could be a highly impactful strategic integration for biotech companies struggling to adjust to new challenges resulting from the COVID-19 outbreak. The Covid-19 pandemic has drastically changed demand for certain products, placing high expectations on the supply chain and logistics. Whether a company is trying to develop a vaccine or producing vital life supporting drugs and equipment, this impact can be enormous. Leading experts recommend even in uncertain times to invest in tools like SAP S/4HANA to help your organization be more flexible, better equipped to handle challenges, and guarded from further negative impacts in the future. The biotech businesses that were best prepared for the during the COVID-19 pandemic already had systems and processes in place that made them capable of adjusting efficiently. Our sister company Clarkston Consulting has written a comprehensive article which can be found on their recent industry insight. We have summarized this article below. Contact us to engage with an SME to help optimize your system to be better equipped to handle today's uncertain times. Visit our Book A Project page to learn more for your specific needs, SAP or otherwise.

Implementing Improved Organizational Agility with SAP S/4HANA Benefits

By now, everyone is aware that SAP S/4HANA is a robust ERP system and platform, where formal risk management methodology is part of the operating model. It provides supply chain visibility and uses an in-memory database to provide major advantages, such as flexible queries and predictive modeling. SAP Integrated Business Planning solution (SAP IBP) enables fast responses to the market using real-time information, allowing business analysts to respond quickly to key metrics like stock levels and sales. S/4HANA is powered by in-memory computing technology, which gives analysts the ability to specify more granular level information (e.g. geographic regions, by month, etc.) without having to run a separate report. With the Embedded Analytics and Machine Learning features, your sales teams don’t need to spend hours each week comparing forecasts against actual performance. The system can forecast and predict the probability that the targets can be met, as well as proposing follow-up actions if not met. Other benefits of SAP S/4HANA include administrative and management centralization, cost effectiveness, and improved performance. With ease of use through an intuitive front-end along with the ability to report and analyze “live data,” S/4HANA can help resolve many issues faced by biotech companies. For more details on S/4 HANA Benefits: What Biotech Companies Can Learn from the COVID-19 Pandemic, please see the full article written by our sister company, Clarkston Consulting at https://clarkstonconsulting.com/insights/s-4hana-benefits-what-biotech-companies-can-learn-from-the-covid-19-pandemic/?utm_content=129031341&utm_medium=social&utm_source=linkedin&hss_channel=lcp-8756 Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team. Please call us to help with your S/4 Hana staffing needs.

SAP MDG is a hot topic in the SAP community and our friends over at Clarkston Consulting recently put out a great insight highlighting the many benefits of this powerful solution. We have summarized the key takeaways from that article below, but encourage you to check out the full article here when you have time.

SAP MDG – what is it?

SAP MDG is a solution designed to fit seamlessly into your SAP environment to tackle challenges with data management. This powerful tool allows you to address needs across the full lifecycle of data governance, all in a centralized location. The SAP MDG solution is compatible with legacy ECC environments, as well as optimized for S/4 HANA. Additionally, it can be used as an add-on tool in non-SAP environments and can be deployed on-premise or in the cloud, whichever platform best suites the needs of your organization.

Capabilities & Benefits:

One of the greatest benefits of the SAP MDG solution is its out of the box functionality. This solution provides exceptional capabilities in tackling the most common organizational master data issues relating to customers, materials, suppliers, financial objects, and asset objects to include equipment master and bill of material. Furthermore, the solution provides a scalable framework in which it is easy to add other master data objects and additional customization for your organization. This solution significantly improves data quality, integrity, workflow, and flexibility and is presented in a malleable framework that excels in both centralized and federated data governance models. In addition, SAP MDG allows for standard and customized workflows to be seamlessly integrated into the solution so that maintenance processes can be precisely controlled and workflow models can be accurately tracked. No matter what/where your pain points are, SAP MDG can help to alleviate challenges associated with data management and ensure that the organization is on a solid footing and has high quality/high integrity data to work off of. The true value in the SAP MDG solution lies in its ability to improve business outcomes through heightened data quality, integrity, and security. Enhancements in these areas allow organizations to improve decision making, accelerate opportunity identification, and more accurately address regulatory requirements. All of which significantly impact the organizations ability to provide better products and services to consumers, which in turn increases ROI and shortens the payback period. Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to get to know you better.

Achieving Growth and Optimization in today’s environment is achievable, but you must focus on both elements. This is the key to outperforming your competitors in these tumultuous times. Our sister company Clarkston Consulting has written a comprehensive article which can be found on their recent industry insight. We have summarized this article below by outlining a set of five components to help you outperform your competitors approx. 2.8x faster than your peers (Figure 1). Contact us to engage an SME to help you Balance Growth and Optimization in your organization. Visit our Book A Project page to learn more for your specific needs, SAP or otherwise. Figure 1: Out of the 380 S&P 500 companies analyzed, 22 companies outpaced their peers by 2.8x during the last recession (2007-2010). strategy consulting

Clarkston analyzed S&P 500 companies during the ’07- ‘09 recession to understand which companies were able to outperform the market, what they did, and how and why they were able to do so. Experts found that any company can rise to become a market leader in a time of crisis. Of the less than 6% of organizations who managed to grow both total enterprise value and stock price during the recession, 70% were categorized under the CPG & retail and life sciences sectors (figure 2). Figure 2: Almost 70% of the 22 companies identified as winners during the 2007-2009 recession came from the CPG/Retail and Life Sciences sectors. management consulting

The patterns Clarkston found in what made companies successful during uncertain times were for Life Sciences organizations, a combination of well-timed M&A activity, robust product launch pipelines, and the right mix of commercial capabilities enabled winners to get their therapies to patients and grow faster than their peers. In the Retail and CPG sector, brands that delivered on functional elements of the shopping experience (e.g., convenience, functional performance, and the right value equation) and connected with the customer on a deep emotional level were more successful than their peers.

Five Factors to Improve the Odds for Success of Growth and Optimization in Uncertain Times

#1: For Growth and Optimization - Invest for the future.

Balance daily operational needs with investments for the future. Do not restrict investments. 55% of the companies that outpaced the market during the recession grew their capital expenditures year-over-year at the height of the recession, while only 22% of their peers did the same (figure 2). Figure 3: 55% of the winning companies in our analysis grew their capital expenditures at the height of the recession, compared to only 22% of the laggards. investments during a recession

#2: Drive new behaviors with KPIs.

Focus on driving “new” behaviors by designating specific metrics and KPIs. Organizations must do things differently and implement new KPIs to push teams forward – I.E. moving in an entirely new direction, or heading down an expected path but in a significantly accelerated way. Leaders need to also hold themselves accountable to the new behaviors as well by modeling and promoting these newly desired behaviors.

#3: Execute as an agile organization.

Adapt to changing conditions. Create adaptive strategies, marked with visionary leadership, flexibility and transparency, and planning will help you prevail through uncertainty.

#4: Simplify the strategy.

Develop a clear, easily understandable strategy. The simplicity of the message, the consistent and transparent communication, and a well-understood direction for where your organization needs to go will allow your company to move in unison towards a shared common goal. Ensure your strategy is clear, it connects with the boardroom’s goals, and to the actions of the frontline as they interact with customers daily. This will occur through multi-year strategic imperatives that will allow your organization to “flex” capabilities depending on conditions.

#5: Articulate a common & shared purpose.

Unite your actions to serve a broader shared purpose. It is this purpose that will serve as a “north star” to help your organization navigate turbulent times while staying focused on tasks at hand.

Look to the Past to Move Into the Future for Growth and Optimization

Uncertain times test every aspect of an organizations ability to survive. Now is the time to reinforce your fundamental pillars no matter what difficulties you may face. For more details on Balancing Growth & Optimization in Today's Uncertain Times, please see the full article written by our sister company, Clarkston Consulting here. Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team. Please call us to help you Balance YOUR Growth and Optimization following industry best practices.

The Coronaviurs Pandemic is creating a new imperative for supply chain leaders to be more strategic in day-to-day management and long-term planning and optimization in order to create supply chain resiliency. Clarkston Consulting has written a comprehensive article on Supply Chain Resilience which can be found on their recent industry insight. We have summarized this article below. Please contact us to engage with an SME to help you with your Supply Chain Resiliency. Visit our Book A Project to learn more for your specific needs, SAP or otherwise. Like firefighters, supply chain managers throw themselves at each day’s crisis, finding innovative solutions, and reaping praise and recognition for saving the day. It’s ironic that the more time spent engaged in managing the day-to-day, the more time taken away from having an enduring impact on overall business success.

Clarkston's experience working with consumer products and life science companies suggests that organizations fail to achieve ambitious transformations when they get caught in an “execution trap” when execution is not sufficiently balanced by strategy. They have found that execution may outweigh strategy when time is not set aside for planning and optimization; when a healthy bias for action is not supported by facts and analysis; and when knowledge is overly concentrated in a few individuals.

3 Execution Traps to Avoid for your Supply Chain:

Make a supply chain resilience strategy, planning and optimization part of the annual planning process:
Clarkston recommends supply chain leaders set aside time in advance of volume and financial planning to reassess how the supply network aligns to evolving commercial strategy, market conditions, and the company’s preference for risk. Put it on the calendar and don’t let management of the current period crowd it out.
Develop advanced analytical capabilities:
There are 2 analytical capabilities that are relevant to supply chain risk management.
1. Optimization models (or “digital twins”) provide the quantitative ability to assess explicit tradeoffs between service, cost, and assets. Once developed, it is relatively straightforward to assess disruption scenarios and sensitivity analyses to understand your network’s tipping points.
2. Use Data Science modeling to predict future events or discover patterns. When the next disruption upends your supply chain, you would be well served to have established data science capabilities available to reduce the fog of uncertainty.
Integrate strategy into sales & operations planning (S&OP):
Businesses that have embraced S&OP have created highly productive cross-functional forums for mid to long term planning. Make strategy an agenda item in each of the product, demand, and supply reviews to ensure that each function is operating in accordance with strategy, to monitor key initiatives, and to identify when a strategy change might make sense.

As companies pursue supply chain resilience there will certainly be battles between those with a shorter-term focus and those with the foresight to look farther down the road. It is a fitting challenge for supply chain leaders who have aspired to be influential in the C-suite: garner investment in a higher cost supply network in favor of one that is more resilient and positioned to gain advantage when competitors falter. For more details on Supply Chain Resiliency, please see the full article written by our sister company, Clarkston Consulting at https://clarkstonconsulting.com/insights/supply-chain-resilience-the-new-imperative-for-the-chief-supply-chain-officer/?utm_content=130021949&utm_medium=social&utm_source=linkedin&hss_channel=lcp-8756 Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team. Please call us to help you create a resilient supply chain.

SAP S/4HANA implementations are complex and multifaceted projects that require careful planning and analysis. One tool that SAP has developed to aid in the efficiency of S/4HANA implementations is the SAP Activate methodology. Our friends over at ASUG recently hosted an “Ask the Author” session with the authors of the book entitled “SAP Activate: Project Management for SAP S/4HANA” and we have summarized our key takeaways from that conversation for your convenience below. Whats Different About SAP S/4HANA and the Value In Its Adoption Before we get into the nuts and bolts of the SAP Activate methodology, it is important to first understand some of the key differences between SAP S/4HANA and other legacy ERP platforms. One of the many values of this technology is its ability to provide real-time performance. SAP S/4HANA excels at processing transactional analytics, keeping data consistent, and eliminating latency and duplication which ultimately reduces TCO. SAP S/4HANA also provides exceptional real-time insights. This is accomplished by ensuring there is always an abundance of accurate real-time data at the fingertips of the business users which results in improved data-driven decision making. Additionally, SAP’s “smart assist” allows business users the ability to have a single portal for all applicable detailed insights. With SAP S/4HANA, automation and intelligence are two key components that the platform is built around. Another key difference in SAP S/4HANA is its ability to adapt to the customers scope through a consumption as a service model. This allows organizations the ability to scale their SAP environment and capabilities as the business grows. Additionally, through its ability to visualize business models and process descriptions, organizations are always given clarity as to where they are in the business process. Key Concepts of SAP Activate Methodology One major premise of the SAP Activate methodology is reliance on SAP Model Companies, LoB’s, and SAP Best Practices to run pre-delivered business processes. By doing this, organizations can accelerate their S/4HANA journey, validate solution fit, and employ the fit-to-standard cloud mindset. This mindset suggests that organizations are better served in the long run by adopting standard functionality as much as possible initially, while allowing for customization in critical areas where the business is differentiated from the SAP Model Company or LoB . Some of the other key components of the SAP Activate methodology that assist organizations in their journey to SAP S/4HANA are its agile nature and modular framework. SAP Activate is built to be agile so that organizations can tackle backlogged requirements in sprints that build on one another. Furthermore, this framework is modular in that it is designed to be scaled up or down based on the size, scope, and overall complexity of the implementation. How SAP Activate Methodology Assists with OCM The SAP Activate methodology assists organizations with OCM through the enrichment of end-user enablement and associated solution adoption activities. As opposed to conventional OCM workstreams, SAP Activate provides a single solution adoption workstream encompassing OCM, user enablement, adoption activities, and value management. This provides the framework needed for organizations to streamline the assessment of value and fit-to-standard at the beginning of the project, allowing for improved user adoption and accelerated business value during implementation. Whether you choose to go cloud, hybrid, or any-premise with your SAP S/4HANA implementation, the SAP Activate methodology provides significant coverage. By using this framework in conjunction with SAP best practices, you can significantly shorten your implementation lifecycle reducing the cycle time for ROI, and ultimately decreasing TCO. For more information regarding the SAP Activate Methodology, check out the full article put out by ASUG here. Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to get to know you better.

As organizations emerge from the pandemic, many initiatives that were shelved will come back to life. Coming out of 2019, many of our clients were shaping roadmaps for adopting SAP S/4 HANA, despite SAP's further extension of ECC support options. The business benefits found in the new platform continue to drive interest and commitment from many companies looking to seize new opportunities in the improved solution. If you are facing a decision of whether and when to make the leap to S/4 HANA, you will want to build a solid business case based on evolving needs arising from our new post-pandemic reality. Our friends over at ASUG recently put out a great article outlining tips to create a successful business case for an SAP S/4 HANA Implementation. We have summarized the key takeaways from that article below: SAP S/4 HANA - Building your case One of the most effective places to begin building your business case is where you are currently experiencing the most pain. As it relates determining those areas, here are some questions to think about:

What workflow processes are the most inefficient and require the most attention?
What are the key technologies/functionalities that present the most organizational upside?
What is the organizations data management strategy?
What is the status of the organization’s performance in the digital economy?

Once you have identified the pain points, you can begin to craft a business case that outlines how SAP S/4 HANA provides solutions to each of these identified areas. Effective business cases excel at linking the business-value drivers of improvements to organizational goals and vision.

Building the right team

In order to construct a compelling SAP S/4 HANA Implementation business case, it is imperative to have the right people involved in the conversation. Involving SAP super-users and key Business Process Owners will help to expedite the identification of pain points, as well as accelerate buy-in and user adoption once the initiative is approved and underway.

Addressing the cost of SAP S/4 HANA

After addressing the benefits of the S/4 HANA implementation, it is then important to calculate the associated costs of the project. Here are some key areas to include in the cost analysis:

Licensing and software
Implementation method (greenfield, brownfield, hybrid)
System integrators
SAP technical/functional consultants
Maintenance and support
Testing and training

While there are always unforeseen circumstances that arise in any project, the more accurate picture you can paint upfront, the more effectively your organization can plan and budget for contingencies. For more details on best practices as it relates to identifying costs and budgeting appropriately, be sure to check out our previous insight “Insert SAP S/4 HANA common pitfalls and how to avoid them article link”.

Managing the adoption

One of the most critical components of any SAP S/4 HANA implementation is Organizational Change Management (OCM). From the beginning, it is important to understand how everyone in the organization will be affected by this new technology and to develop a strategy to accelerate user adoption that ensures business outcomes are realized. For more information on SAP OCM and its role in the organization, be sure to check out a recent insight put out by our team entitled “Managing Change in SAP Enterprise Transformation”. Regardless of where you are in your SAP continuous improvement journey, we want you to know that BCTG is here to help. Whether through leveraging our network of technical and functional SAP consultants, or through simply having a human conversation, we welcome the opportunity to get to know you better. For the full-length article from ASUG, click here.

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Deliver outstanding projects & enterprise enhancements

Bull City Talent Group knows enterprise projects of all kinds, and we know the secret to your success depends on talented project resources. You bring amazing internal team members and we’ll bring awesome consultants from our community of business and systems experts. When you don’t need an army of overpriced, overhyped prima donnas, contact us for your project needs:

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Bull City Talent Group helps you

Save Time and Money

Whether implementing a system for the first time, upgrading to the latest version, or adopting new cloud solutions, you can leverage our community of consultants to save time and money on your project.

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How We Work

Some projects you do yourself. Some call for software vendors and strategic implementation partners. Most need specific experts to complement your internal team and/or consulting partner. That’s where Bull City Talent Group comes in. We remove the overhead of an over-leveraged consulting firm and focus on the expert skills you need to deliver outstanding project results at a greater value. [/vc_column_text][vc_btn title="Book a project" style="flat" shape="square" el_class="custom-btn blue align-left" link="url:http%3A%2F%2Fwww.bullcitytalent.com%2Fbook-project%2F|title:Book%20a%20Project||"][/vc_column_inner][vc_column_inner width="7/12" offset="vc_hidden-sm vc_hidden-xs"][vc_single_image image="1939" img_size="full" el_class="desktop"][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row full_width="stretch_row_content_no_spaces" css=".vc_custom_1551822006302{background-image: url(https://www.bullcitytalent.com//wp-content/uploads/2019/02/home2v2.jpg?id=804) !important;}" el_class="features two"][vc_column][vc_row_inner el_class="section dark"][vc_column_inner width="7/12" offset="vc_hidden-sm vc_hidden-xs"][vc_single_image image="987" img_size="700x705" style="vc_box_shadow_3d" el_class="ipadphone"][/vc_column_inner][vc_column_inner el_class="smaller" width="5/6" offset="vc_col-lg-offset-0 vc_col-lg-5 vc_col-md-offset-0 vc_col-md-5 vc_col-sm-offset-1 vc_col-xs-offset-1 vc_col-xs-10"][vc_column_text]

In the Spotlight

Our community of consultants spans the US, and includes experts in leading ERP solutions and related supply chain and quality systems - SAP, Workday, and MS Dynamics 365, among others. Above all, we work with great PEOPLE. Enjoy consultant spotlights on the people that make up our community…[/vc_column_text][vc_column_text]

Christian M.

Christian is an amazing ERP consultant, project manager, and advisor. He leads strategic implementations, working with his clients to derive the greatest value from their enterprise investments. He likes dogs, long walks on the beach, and ‘80’s hair band ballads. Read more…[/vc_column_text][vc_btn title="MORE CONSULTANT SPOTLIGHTS " style="flat" shape="square" el_class="custom-btn blue align-left" link="url:http%3A%2F%2Fwww.bullcitytalent.com%2Fteam%2F|title:Consultants||"][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row full_width="stretch_row_content_no_spaces" el_class="section light" css=".vc_custom_1551883135771{padding-top: 20px !important;padding-bottom: 40px !important;}"][vc_column][vc_column_text]

Trusted by amazing companies like

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Get Started With Bull City Talent

You are ready to win. Step up to the starting line and get ready for the best project of your life. It all starts here.

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Learn More

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Get some Help

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For Consultants

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Our friends over at ASUG put out a great three-part article on how to avoid an SAP S/4HANA Implementation disaster. While we highly encourage you to check out the articles, if you're in a pinch and don't have time, we've summarized our key takeaways for you below:

Common traits of SAP S/4HANA Implementation failures:

The project is too large
Technical complexities
Political complexities
Organizational project frequency is generational

Early decision areas to mitigate S/4HANA project risk:

Consideration of internal talent
Selection of Systems integrator (SI)
Creation of a compelling business case
Contingency budget allocation

Critical first steps to any SAP S/4HANA Implementation:

Engaging SI to identify key decisions required over first 3-6 months of project
Alignment of key decision areas with governance structure
Determining if the governance structure is adequate and includes the right people

Project milestones & decision making:

Focus on crucial path rather than critical path (i.e. staying on track with key business decisions)
Include key stakeholders in decision making process
Involve SME’s in decision making process
Introduce unbiased third party in decision making process

Components that contribute to poor decision making:

Human nature
Over emphasis on budget
Over emphasis on schedule

Setting realistic budget expectations for an S/4HANA Implementation:

Have an independent evaluation done on bids from SI’s
Conduct a fact-based contingency analysis
Analyze and develop contingency win-back tactics
Be informed, but be flexible

Key considerations in S/4HANA SI selection:

Talent (beyond the A-team)
Tool sets
Willingness to accept risk

Keeping the S/4HANA project within budget and on schedule:

Utilize independent risk assessment for checks & balances
Include key stakeholders early in the project (technical/functional managers and business process owners)
Involve superusers early in the project
Adopt a change management strategy that builds momentum and leverages ability to bridge the gap between the “as-is” and “to-be” organizational/operational states

The primary driver and common denominator of successful SAP S/4 HANA implementations lies within the organizations ability to make high-quality decisions. Despite this fact, organizations often times find themselves more focused on the critical path, rather than empowering high-quality decision making. For more on these topics be sure to check out the full-length articles via the links provided below: Learn How to Avoid an SAP S/4HANA Disaster: Part One Learn How to Avoid an SAP S/4HANA Disaster: Part Two Learn How to Avoid an SAP S/4HANA Disaster: Part Three Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team.

Retailers and B2B businesses alike are feverishly updating and revamping e-commerce platforms to meet changing online shopping requirements. And the challenges extend much further than the online experience - discerning shoppers consider a seamless digital interaction mere table stakes. Consumers and corporate shoppers demand a level of customer service and product availability that forces sellers to reimagine their supply chains and all the behind-the-scenes computing that makes pushing the 'Place Order Now' button a reliable experience. Leading management and technology consultants at Clarkston Consulting are helping retailers and CPG manufacturers climb this mountain. Clarkston recently featured a case study on successful efforts to guide a big-box retailer through enhancements of its e-commerce platforms to fit consumer demand. Summarized below, you can access the full case study here. Situation: A large big-box retailer (50,000+ employees, $10bn+ revenue) was struggling to deploy a new e-commerce platform while facing project management challenges. Objective: Improve e-commerce revenue and profitability while reducing maintenance and support costs. Approach: Unite multiple work streams under common project leadership to manage design, development and testing, and system deployment strategy. Outcomes: Improved UX, streamlined customer journey, enhanced baby registry experience, improved desktop and mobile experiences. E-commerce solutions abound and our consultants are equipped to guide you through process and technology projects, whether you leverage tools like SAP Hybris, Magento, SalesForce Commerce Cloud, Oracle ATG, Shopify, or other leading tools.

Since 1972 SAP has been at the forefront of ERP solutions allowing customers to be the best they can be, starting with mainframe-based solutions all the way through Cloud based and In-Memory solutions. Clarkston Consulting has written a comprehensive article on S/4 Streamlined which can be found on their recent industry insight. We have summarized this article below. Please contact us, Bull City Talent, to engage with a SME to help you streamline your S/4 Hana install. Visit our Book A Project page to learn more for your specific needs, SAP or otherwise. Prior to S/4 HANA, SAP R/3 and ECC solutions were delivered using “The ASAP Methodology”. This methodology became the gold standard of ERP implementation allowing flexibility and repeatability to consistently deliver maximum potential from their business. Wtih the advent of S/4 HANA, a new methodology has emerged, streamlining the implementation process to keep pace with the new streamlined technology. S/4 HANA’s ability to operate and process transactions entirely in memory gives it astounding computing speed way beyond the capabilities of disk-based solutions. S/4 HANA is now streamlined with more pre-configuration options that moves the implementation in more of a “Agile” direction for solution implementation. Accordingly, SAP rolled it out with a new project methodology name the “SAP Activate” methodology. SAP Activate helps the customer reduce project costs and implement the S/4 HANA solution with a shorter project duration as clients can use accelerators with pre-defined processes delivered up front. This approach streamlines all phases of the ERP project starting from the kickoff of a new SAP project implementation and continuing through and after Go Live. Five phases of Activate Methodology:

Prepare
Explore
Realize
Deploy
Post-Production Support

The SAP Activate Methodology Our sister company, Clarkston Consulting is taking the lead in running with this approach by rolling out pre-configured “SAP Accelerator” solutions for Life Sciences, Consumer Products, and Wholesale Distribution industries. These accelerator solutions delivered by Clarkston Consulting include pre-configured solutions, custom developments, system documentation and training materials that will change system delivery from the historic approach of “Gather Requirements-Build-Test-Test-Test-Go Live” to a model of “Gap Analysis-Solution Adjustment-Test-Go-Live”. They deliver proven solutions for these industries in a shorter time frame with less risk. Thus, helping clients unlock the value of their business faster and cheaper than ever before. As ERP solutions have evolved, it is wise to evolve the implementation approach along with them. Clarkston’s SAP S/4 HANA Accelerator Solutions for Life Sciences, Consumer Products and Wholesale Distribution keep them at the forefront of that evolution. For more details on S/4 Hana Streamlined, please see the full article written by our sister company, Clarkston Consulting at https://clarkstonconsulting.com/insights/getting-the-value-out-of-sap-erp-then-and-now/?utm_content=129168944&utm_medium=social&utm_source=linkedin&hss_channel=lcp-8756 Regardless of where you are at in your SAP and enterprise systems journey, we want you to know that BCTG is here to help. Whether that be through leveraging our network of technical and functional consultants, or through simply having a human conversation, we welcome the opportunity to become an extension of your team. Please call us to help you streamline your S/4 Hana install.

Brett Roberson brettr@bullcitytalent.com Brett Roberson

Michelle Tartalio mtartalio@clarkstonconsulting.com Michelle Tartalio

Sue Linder susanl@bullcitytalent.com Sue Linder

Kyle Montgomery kylejmont@gmail.com 9194134895 General Inquiry is this what I think it is? Looking for SAP help. 1 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 16, 2022 7:08 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kyle Montgomery kylejmont@gmail.com 9194134895 General Inquiry cany you help me pleaes? 2 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 16, 2022 7:24 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kyle Montgomery kylejmont@gmail.com 9194134895 ge gy SAP 1 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/book-project/ January 16, 2022 7:29 pm 1792 book-project Book a Project https://www.bullcitytalent.com/book-project/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kyle John kylejmont@gmail.com 9194134895 Land my next gig in an exciting company sap 1 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 16, 2022 7:34 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kyle John Montgomery kylejmont@gmail.com 9194844401 General Inquiry I am looking to see if your web administrator properly set up the email notification for the Contact Us page and if someone in Marketing receives this message. Thank you. Kyle 3 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 25, 2022 3:26 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Seth Brenner brenner.seth@gmail.com 13364717659 Join Our Community of Consultants test 4 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.99 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 25, 2022 6:38 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Seth Brenner brenner.seth@gmail.com 13364717659 Clarkston marketing MS Dynamics365 Document Management We are planning a strategic project test 2 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.99 Safari/537.36 https://www.bullcitytalent.com/book-project/ January 25, 2022 6:39 pm 1792 book-project Book a Project https://www.bullcitytalent.com/book-project/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

brenner.seth@gmail.com Seth Brenner

Michelle mtartalio@gmail.com 9179523826 General Inquiry testing testing 5 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 25, 2022 6:40 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Seth Brenner sbrenner@clarkstonconsulting.com 13364717659 test test SAP LIMS We are in the middle of a project and need specific expertise still testing 3 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.99 Safari/537.36 https://www.bullcitytalent.com/book-project/ January 25, 2022 6:40 pm 1792 book-project Book a Project https://www.bullcitytalent.com/book-project/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Seth Brenner Sbrenner@clarkstonconsulting.com Seth Brenner

Rajeev varma srajucpi@gmail.com 3048372335 General Inquiry I am interested in SAP XI/PI/PO/HCI/CPI position 6 66.69.232.176 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.99 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 25, 2022 9:25 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

srajucpi@gmail.com Rajeev varma

Kyle Montgomery kylejmont@yahoo.co 9194844401 Bull City Ceo SAP We are planning a strategic project 4 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/book-project/ January 25, 2022 9:53 pm 1792 book-project Book a Project https://www.bullcitytalent.com/book-project/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kylejmont@yahoo.co Kyle Montgomery

Kyle J Montgomery kylejmont@gmail.com 9194134895 Land my next gig in an exciting company SAP Project Manager Building my career as an independent consultant 2 108.203.4.251 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.71 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 25, 2022 9:54 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kylejmont@gmail.com Kyle Montgomery

Gloria Martinez gloria@womenled.org 7145001022 General Inquiry Hello! I’d love to put together an article for your site that will detail best practices for entrepreneurs and small business owners. May I write this article for your consideration? It will be free of charge and will include a link back to your site. Many thanks for your time today, Gloria Martinez gloria@womenled.org 7 193.148.18.78 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/97.0.4692.99 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 26, 2022 7:26 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

gloria@womenled.org Gloria Martinez

As businesses continue to adapt to the new realities of the current landscape, enterprise solutions like SAP are driving evolution and transformation to remain competitive and realize long-term growth and sustainability. As an SAP and IT staffing partner, we work closely with our clients to ensure they have the right combination of resources and expertise to realize their strategic initiatives. Below, we are outlining 5 key SAP talent trends in 2022. These are the modules, add-ons, and SAP technologies that are driving demand in 2022. 1. BI/BW/Embedded Analytics As businesses move to data-driven, analytics-backed decision-making, solutions like SAP BI, BW, and Embedded Analytics provide the infrastructure to support that decision-making with real-time data and visibility into your business. BI is a centralized suite for data reporting, visualization, and data sharing. It helps transform data into useful insights in a flexible, simplified, and personalized way to increase user autonomy. BW is a model-driven data warehousing platform that collects, modifies, and stores data. This solution manages data in a new way, with quality assurance and production. Embedded Analytics is an operational reporting platform that allows for personalized and seamless analytic integration across, providing accurate, real-time data in a timely manner. These solutions provide businesses with real-time data in an easy-to-digest manner, enabling them to make informed, strategic decisions – quickly and efficiently. 2. SAP Fiori SAP Fiori is all about cultivating the user experience. This design system is easy-to-use and customizable and is focused on a consistent and integrated user experience. SAP Fiori leads to greater user satisfaction and productivity, and users are able to become SAP experts in a flexible and seamless way. As consumers, shoppers, and business partners increasingly move toward digital channels, UX will be a significant criterion for success. 3. SAP Master Data Governance SAP Master Data Governance (MDG) works to improve data quality and consistency at the organizational level. This platform provides businesses with a cohesive and consolidated database, simplifying data management while increasing accuracy. With much of modern business strategy dependent on the power of analytics, solutions like SAP MDG provide a foundation for well-maintained, harmonized data to ensure that business are consistently making informed, data-backed decisions. 4. SAP IBP Supply chain issues have been the lion’s share of headlines over the last 18 months. To help businesses maintain resilience, SAP IBP, a cloud-based solution, can aid in managing supply chains with classic planning and predictive functions. The platform hosts several modules, like SAP IBP for Sales and Operations and SAP IBP for Inventory. As businesses seek to establish more resilient and agile supply chains – and better prepare for and predict future disruptions –tools like SAP IBP enable that flexibility with real-time visibility and harmonization. 5. SAP CRM and Customer Experience The Age of the Customer is here to stay – and businesses must be leveraging a leading CRM in order to compete in today’s environment. SAP CRM and Customer Experience work to attract and retain consumers by automating and integrating sales, marketing, customer service, and eCommerce. Unique insights from the database work to create cohesive and personalized customer profiles while increasing revenue. SAP CRM and Customer Experience evolve the capabilities of business to realize a view of the total customer experience and in turn improve customer satisfaction, loyalty, and sales performance. Conclusion In today’s ever-evolving landscape, businesses continue to leverage solutions like SAP to transform and innovate their competitive standing. These five SAP talent trends all work in unique ways to help businesses make strategic and informed decisions. BI, BW, and Embedded Analytics provide real-time insights to drive strategic practices, while SAP Fiori enhances the user experience. SAP Master Data Governance improves accuracy and consistency, SAP IBP works to manage supply chains, and SAP CRM and Customer Experience creates unified customer profiles. If businesses are seeking solutions to help with decision-making, enhancing the user experience, or becoming more resilient in today's landscape, these SAP technologies can help achieve success.

Griffin Brown gbrown@clarkstonconsulting.com Griffin Brown

Michelle Tartalio mtartalio@gmail.com 9179523826 General Inquiry testing the form! 03AGdBq243VmF4eovavevo0zCOlJcu9hNcJWmcaRydoQ-o1xJcnnXVkwzwaEzsHmnPP8Z5kbTQflr2X9FuWWllT4mkKjxF_0Lezc975eHzFMnlYVa-MED6fDVy0I_up_uI8qr3A1fqHwQYXhAldZ7J33XLom47Pw1LRhBmapGzzPo3JZSR4sm79DJQEJqXTyQ5YVvThnP9khOafwSoNGu9LHlfZIGqlLuzO7GrR3YdFMhlKr4p4yGAkkRVqzLNTAIm6ZloLv5mqSvmDkLwh9pUNso0Bf0vtxDIr_-FOUBknaLkihU-tisb5fp7jt_5jrqKUZJyumJhlC_reNWDk_0yW81FGNbrjGPMHrROGZzj1w7X4ajTXLd4YEYr1eftKsztyIXAllCouGN1aSkq8hCtfgMqrXHbQJYyzvCacPv1YvcEd0T2L5LeUOidiPvXPSznJr4RNc1ZnIE0Zn7FpsLXvave5ZhIVyXuLg 8 136.56.106.254 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/98.0.4758.102 Safari/537.36 https://www.bullcitytalent.com/contact-us/ February 25, 2022 3:07 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

mtartalio@gmail.com Michelle

Kevin Green Kevin.green@connect-group.info 804-999-2267 General Inquiry Greetings! I am contacting you to see if you are interested in acquiring database of Supply Chain and Inventory Management Professionals. Acquire your targeted list at a special price of 399 USD. Please let me know your targeted titles, Geography, Industry, or any other demographics you have. Looking forward for your response. Note: This special price applies only for the orders placed before March 15, 2022. Thanks & regards, Kevin Green Research Data Specialist Econnect World If you do not wish to receive future emails from us, please reply as “leave out” 03AGdBq24nNnEAz3lyHpfMzHOphP9EdE8hpPva07vTiVX2YwwA2QoZqkHRPw-XCZ_FlVh7T8e3uTvAyOBeDCxNkb-TQSxjA8WdP-pMWzMDiwb17YL2gycmqaPKZ0Z2hV3lB2CyWDsbYXM5jFV3vzbOBSa2W6-tQ1NotPf4FEThODLyD-pt2BHwUPNBMbMRu6JaAPZhuo0baRpR0VNh9eCz75WVr2cAeFIQxPOxaiQb7p9MxbZcnX0N1Q-Mf1tJvv4eU7Kj8YGUdHYJk1G-dGO9BUJc5dZ0T72Hr-Il--eLeGs9Mry0KNmAmVf_vJkOhd_W9b_WJQbntM9xdh-GIN93RZxJKB6i43bGRESIxuQ-w3DwFnZUKL8MgpFoIkqrp3zsRhYuZqxoH4HqFvswsgHP0J8mKRzs0jfBI7OFkuTxvxeyPu3i-vdK740A4G236juidPWA6LieTtdzArblxONsg91z9zND6B8coCQrsM76Li6DCUkYYzE_u_YoZS4g8fvKgFJDZK02GF4X_kqy5a9R-GDW1TQthmikM7ScJveZS8c0C-3BrRhqQ80 9 49.37.241.182 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/98.0.4758.102 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 1, 2022 6:57 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kevin.green@connect-group.info Kevin Green

While the future of SAP remains unpredictable, the planned path forward is to keep investing and developing SAP S/4HANA Cloud, specifically in the Business Technology Platform as the main component of the technology strategy for SAP developer experience. At the annual SAP TechEd event last year, SAP Chief Technology Officer Juergen Mueller admitted that a weakness of SAP is that it lacks an SAP developer-friendly system and contains complexities and roadblocks. Many developers have worried about their value potentially diminishing because SAP has become more structured. Mueller enthusiastically calls on the strategists and designers to enhance their experience going forward. Those responsible for these changes include various developer resources that work with different technologies and varying degrees of expertise, and ultimately are tasked with building the future of SAP for SAP developers.

SAP is Dedicated to Amplifying the SAP Developer Experience in Developer Communities:

Extensibility Easier for developers to work the same way as ECC system but in SAP S/4 HANA cloud (Enterprise Messaging). Event driven architectures including ABAP (language behind the SAP company) are still very relevant in the future development, and as a result SAP is introducing the release of 2011 SAP Cloud Platform ABAP Environment – Multitenancy. Data to Value SAP S/4 HANA cloud combines the capabilities of on premise with cloud capabilities, and therefore connects SAP and non-SAP environments. With its 2021 release, AP Cloud will be able to handle Petabyte sized data and would even enable raw data files from SQL to be imported or exported. The ability to connect different sources into SAP Analytics cloud allows customers to have access to data that can be used to create insights about the organization. This will be an essential tool in the coming years for designers, data integration and much more. Integration Full integration within SAP systems has become a possibility due to the SAP one domain model and SAP Cloud platform master data integration services. Each of these are available out the box and for free. Integration of SAP into 3rd parties is also possible for the SAP developer experience. To learn more about integration and extension needs, SAP API Business Hub is available offering a catalog with broad range selection of products, which includes SAP S/4HANA Cloud. Also visit roadmaps.sap.com/go/btp.

This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Jeremy Jarrett jarrettjj7@gmail.com 9192252404 General Inquiry Are you able to tell me how to get in the industry 03AGdBq25X5F3zRhNbColqdPl1PLzWR-9w7FQDy1Tb0cj-HW_VKNZDIIcg5jd5Emko981CuALGgsYWD4aBUKqHxGQrz7eZBXS-Kqp-28U1AoPss4YVQtLdoDHR9T4_xF2bhWnaxrHeBT-b9oIrNPhCzGiW0BpE1IGhYAkkwlfBXSHHuHUzJ-Jqm_cThaYkpYg3UgMk2KFAH9jNQBwDy8GvuyR2wr6Py-rWsd26GRvEUWren4sCdPiQphIpyyx1mJe9gsJG2jBdX2pCZX4cNRKvy2jOnLrpt9o9zjVJFSyb25PouTlouSvyYB_CtrSZxraCO35FBwbKESl08G0baVjFO7MZi9EP_5bFg1x532-Ms0Oqjjre1Gu-q-2Nas65mCMgxulLCKcP3JbL41QDKPLTd-RaQomIJvZpTx1TyUcYEWztbvr2n1tDbC0K3BxFylYJbmXkoMtvT3O2PZ8hVwiRcIVfU7xRncN_PzeoxlGxbu6aeGyMX8Zx9I8w6NHFTs_nUzXTCD2OOdl1FqCmYdrP0_UTN-LnrKVdew 10 76.182.114.232 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/98.0.4758.102 Safari/537.36 Edg/98.0.1108.62 https://www.bullcitytalent.com/contact-us/ March 5, 2022 3:49 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

jarrettjj7@gmail.com Jeremy Jarrett

Kimberly Hively khively@horizontherapeutics.com 8476442080 Horizon Therapeutics Director, Talent Acquisition Workday We are planning a strategic project Hello! I am looking to create an interview skills training for my company. I use to work for Mars and believe your company worked on the project Recruiting with Excellence. Is this something you can still do? Thank you! Kim Hively 03AGdBq25jeN2d6dSGHuzuNvrP6-cvfr_twpD35uUQpmSo-3ivDywPnIEm0mHNMbYc0JPdbbS59SbclQ7XZ01Qmkm02EXM6gsIiFczr-cH38DdZD1lviJfG99kynmcwjRAzUOGRpHW7VVaQrj75RS2OAzsOEGe2mWZVmrtTyGWsumA9WPMaZflr8GiMSmIhujipBAdUgwgSFjndV4VnYX7zXw-2Clio9Of7Hvjss3yOIu_agAsleATjBUi6_ZqvjRKrcavqoL0aztrSmCbLVGnMjcXp_vHAkdhnGal_JdIiXuiVEzDZ7mRu3iumKrdyLBm5uVDSOFI_cunTLq1vXiEuOzMLmaBgI0jTOtgBxi2kyydIw_YOtgTxtTV_5mS6wG-hQK0FBFVTE8mENR2BMiXCX4qaFAEfpOpNeMRgXbR70zCm4Juz9UTgRpRgxM4A3yACqa4-4Ls9ybCSdJ5zkPIEAJe2wYrsZAzuQ 5 12.163.207.11 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/98.0.4758.102 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1791/feedback March 7, 2022 9:50 pm 1792 book-project Book a Project https://www.bullcitytalent.com/book-project/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

khively@horizontherapeutics.com Kimberly Hively

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IT Staffing and Recruiting

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Discover our IT Staffing and Recruiting Services

Whether you are looking for a project manager for a global technology implementation or a junior software engineer, our team at BCTG can help you. Our job is to simplify your search and provide you with an IT Staffing and Recruiting solution to support your business initiatives.

[/vc_column_text][vc_row_inner][vc_column_inner width="1/3"][mvc_infobox title_color="#000000" image_id="1906" image_size="70" info_title="Project Management" title_size="20" alt="IT Staffing and Recruiting"]Our global IT project managers can provide expert-level guidance to deliver your projects on-time, on-budget, and aligned to your business needs. Our experts have experience managing risks, communicating to executive leadership, and will do what it takes to make your project a success.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3" css=".vc_custom_1551911040522{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}"][mvc_infobox title_color="#000000" image_id="1824" image_size="70" info_title="Packaged Software Implementations" title_size="20" alt="IT Staffing and Recruiting"]Regardless of the IT solution you are looking to implement, we can help you find technical talent to support all aspects of your project - including data conversion, configuration, reporting, integration, testing, training, and support.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3"][mvc_infobox title_color="#000000" image_id="1908" image_size="60" info_title="Software Development" title_size="20" alt="IT Staffing and Recruiting"]Our global IT staffing experts will quickly find you candidates with the right level of expertise to fill your software developer, mobile developer, systems analyst, and help desk roles. Our team will work to understand your specific business needs and then bring you the right talent to ensure your project is successful.[/mvc_infobox][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner width="1/3"][mvc_infobox title_color="#000000" image_id="1900" image_size="70" info_title="Data and Analytics" title_size="20" alt="IT Staffing and Recruiting"]Our team at BCTG can help you find data and analytics experts both in the U.S. and offshore. If you are looking for data analysts, data engineers, data scientists, business intelligence analysts, cloud data architects or visualization experts - BCTG can help.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3" css=".vc_custom_1551911040522{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}"][mvc_infobox title_color="#000000" image_id="1814" image_size="70" info_title="Training & Change Management" title_size="20" alt="IT Staffing and Recruiting"]You may not need someone with training or change management expertise on your team all the time, so our team at BCTG can help you find temporary support for any initiative.[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3"][mvc_infobox title_color="#000000" image_id="1667" image_size="60" info_title="Cloud Migrating and Enablement" title_size="20" alt="IT Staffing and Recruiting"]As your company explores or implements the benefits that cloud solutions can offer, our team at BCTG can connect you with the right experts across the globe to support your team.[/mvc_infobox][/vc_column_inner][/vc_row_inner][vc_btn title="Contact Us to Discuss Your IT Staffing Needs" style="custom" custom_background="#AABDBE" custom_text="#FFFFFF" shape="square" align="center" css=".vc_custom_1739209717955{background-color: #a1bfae !important;border-radius: 2px !important;}" button_block="true" link="url:https%3A%2F%2Fwww.bullcitytalent.com%2Fcontact-us%2F|||" el_class="custom-btn align-center"][/vc_column][/vc_row][vc_row css=".vc_custom_1704481387434{background-color: #f3f3f3 !important;border-radius: 35px !important;}"][vc_column width="1/4"][/vc_column][vc_column width="1/2"][vc_column_text el_class="section light"]

Representative Experience from our IT Resources

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Lead and managed the design and implementation and enhancement of the company's Customer Experience SaaS platform

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Successfully completed 24 application remediation projects in the last 2 years by leading and assisting application teams in their remediation efforts.

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Lead and managed the successful completion of 11 Oracle EBS and Siebel CRM integration projects and 2 self-service development projects.

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Re-architected analytics platforms and defined data strategy to provide a holistic view of the business in order to drive acquisition or VC funding of company; company was subsequently full acquired by majority investor

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Oversaw the management and implementation of web analytics platform on client site and over 12,000 associated eCommerce sites.

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Let's Get Started!

Let the BCTG team simplify your search for IT talent. Our IT Staffing and Recruiting team is ready to hear from you.

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As a business, determining when to hire full time vs. contingent staff can be a daunting task, especially given the current talent shortage facing the IT industry. If you need someone to solve problems long-term, consider full-time employment; But, if you need skills for a short period of time, consider a contract worker. Both full-time and contingent staffing have its pros and cons but choosing between the two ultimately boils down to the overarching business goals. Full-Time Employment The biggest advantage of hiring full-time staff is that it leads to long-term growth. When you know you have a demand for long-term work, full-time employment fills the gap and delivers stability within the business model. Not only do you have an employee and their skills at your fingertips, but they are embedded into the company and its culture. Full-time workers create security, with a qualified and reliable individual always on-deck. An employee who feels less stressed and more valued, respected, and appreciated will exhibit a greater level of loyalty and productivity compared to those with negative experiences. A full-time employee will develop company-specific skills and provide the business with stability and long-term success. Contingent Staffing In December 2017, 20% of American workers were contract workers or independent contractors. Since then, analysts estimate that contract workers make up as much as As the new normal of remote work maintains its prevalence, contract work is finding its way into the modern employment culture model. Contingent staffing opens the door for highly specialized workers who can help meet timely needs while avoiding any additional costs like training. Contract work is growing, and it is an innovative way to yield flexibility and save money. A recent study found that the cost of hiring full-time over contract workers in IT was much more expensive, from taxes to benefits. If skills are only needed for the immediate short-term, a contact worker is the ideal route to take with limited costs and risks. Making the Decision Choosing between full-time versus contingent staffing comes down to doing what’s best for your company. Full-time employment leads to long-term growth, immersing that individual into the company culture and fostering respect, loyalty, and productivity. Contingent employment is perfect for short-term projects, as it is less costly and targets in-demand skills. When making the decision, consider the overarching business goals and the companies specific needs, along with why you’re hiring. For IT Staffing and Consulting, contact us today.

Brandon Miller bmiller@sparcgroup.com 303-5211539 Finding Talent Hi, I'm reaching out on behalf of SPARC Group, we are looking for two Project Managers for the below opportunities. (1) Project Manager with Salesforce Experience • I’m looking for a PM that has Salesforce Marketing Cloud experience for projects enabling SFMC email service provider functionality. This includes migrating the ESP from the legacy system. Retail experience is a plus. • Availability – as soon as possible. (1) Loyalty Program / Project Manager • Need a PM that can program manage a loyalty program implementation, they would need to coordinate between Marketing/Digital and IT/Store operations. Having loyalty experience in retail would be ideal. • Availability – as soon as possible. Happy to hop on a call if that is helpful. Thanks, Brandon Miller 03AGdBq25nP2PhWURrBsWZr6cPMEHbuiFitA3agLYUBcBmz3xqfXsdrFCITf_qSHr2ZWli7WmAdjLS6lKWtROyb0yNwj72l_schuajxTSM0SSSWB8VWXt_pZV8-xtswo5DWF6bv4Fq-UzDpZ7V8YBZQWTClnw_Ksmtp0JkVcj-uV2itb4HDNrOFfYpvJbBuU6wdyXRyeRgNSKkQ2MuRlhUI05GZvAGIxgiGLkUCO7Osie24SIg7qNealnYh1lYyPGaO1ACiikj2w9p49DFUIHjcexo8r4E2zmT58lckocG5DuJ7t1ILy6NogQIzW6yibvFStaqawtaNDdUS2Gefcv-lUuUwFIziU0w0NVqkJcL_spIq3pCWTb0sy6JiGdCzJ37zvxUEQvKEDAqI3ifXKWOdDLnUB2oLVlJJv7jF7LqGaqG2vajhCS1_4jqKlmQiJ71rnBgAexBno9QG3c5i8Gw5lmwwX_d2i__aw 11 12.21.89.163 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/99.0.4844.51 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 18, 2022 2:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Toviho Sarah sarahdonami@gmail.com 4406906944 Other Hi, Would you be interested in acquiring the domain name northcarolinaconsultingagency.com ? You can redirect it to your current website to increase your online presence thereby making reach more prospects. We have put it up for sale at dan.com domain marketplace and are reaching out to people who may be interested. To proceed to checkout, visit; www.northcarolinaconsultingagency.com Do let me know if you have any questions. Best regards. Sarah. 03AGdBq265OulKm1SpNjTTz5AOd6sCnQJHdmYcIayqV3zPZR50ePZW5zdQXzm9UIqtmd2svusCuY2A6Jg88Sr3Oj1IFYqxtHbGb5W0WsrfcUzxZtRnY4gbqcgJdMhogV43WCBl8NUAILX-Kfj0TXqsIWGf5xuV7WTYzWsP29pOtemU6QJL2iNq_GfYuDahPnYzDSPmMvppPqqxcnRrujwkzoVRH55PZWEuVFigqJu9FF2zVa6UAIy2ma5v0vR9JUo1xXqnoi_ls55Qe57O613tcqbFAZqqaLXIdKY2-nRQcidsBfETAdJ0R0pvw0bFluO9FClcknqkQgCe6LBpOLoJacxo_a7nJLT_ChwWq8D-jCMuBDRUkzotmMFC9_Av83J1cMxijJyQqgUkCLAYp5X8gzJxYwSJ627iBY3EHJyhHs76g0FXmVpmFG8wDaIsEeEyI1t9cWly-s5xt9KR4UO-vzYZEo1nFzWhKhmvqdbEHvbxQ2PrPDCHWb0 12 105.112.22.116 Mozilla/5.0 (iPhone; CPU iPhone OS 12_5_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/12.1.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ March 21, 2022 6:52 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

sarahdonami@gmail.com Toviho Sarah

Alec Brouillette alecbrouillette@gmail.com 6197507156 Other Hello, Please provide me a copy of each of my 1099 forms I have received from Bull City LLC. Additionally, what is a direct line to HR for future reference, to provide to background check agencies? Thank you, Alec Brouillette 03AGdBq27KYVqlJ6RHjCcibBmhsxmL_wTJK74zoDX8-qS-uHyvVduOPX2h-bE4TeZPM-EQAZB6d6tS9woD7wrlaE0J7h4MbR7zfHVqvb1mCRUhmx9ebkLQ4KvFV9JkVxoWNoM8Kx6MrJ0h2wAjmXhdTFLYrmf3bDy72WQxKBGKtbNJ0yzp6FLoZKWqfUXbLAyz5Jz8hrfep7jg9cxSnTu4awA1Ev9gKUCfTgRqhxmj7d5raq17KD8pG9b23LjimN-cwlKEcJ2Gdl1SBEFzJpVnUoMG7iP1hZOWym1_I4H4J-pmRrLKhzqB2Fx38aCY5Fyg-WQsIuavufjF1yaSIhL1AD30IqTzgFkVkXKBrAbI0oNbe7qrEDX1mUHxipAjiwdRdgbCnnwMQ_4QeqkuDRuwmKHzAAzbMoum9WgfpMb5EQIVlEoj4I4VDMXxgYzHyRcnTo5fGwRNu7uLlstq04BVZ4y55XuDYIlR2g 13 24.56.255.218 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:98.0) Gecko/20100101 Firefox/98.0 https://www.bullcitytalent.com/contact-us/ March 23, 2022 3:45 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

alecbrouillette@gmail.com Alec Brouillette

Ben Diamond bendiamond03@gmail.com 9736004798 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Computer Programing specializing in "Full Stack Web Development" HTML, CSS, Javascript, jQuery, Node, MySQL, MongoDB, React Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills My name is Ben Diamond and 2 years ago I took a coding course in full stack web development. After I earned my Certificate I started looking for jobs in coding but then COVID hit and no one was hiring so now I want to get back into the game and start looking for a job with coding. If you need anything else please feel free to email me and I will get back to you as soon as I can. 03AGdBq27yY8AP2_bu4pgBFqnJ3mXMeO-iZk2WQJipN9l_n_I_4BLiYu--PduYnDsmLKE1vQq50YhXKhKMWUpGzVrllUNy9769fyAeKYjj7NEB-SjI1pexUyTBdQHiJLXFBhzHayFKgvr6HUI35AtzAzZnLeX293VC3qNmiB28-5O2Cwjl7xn2plJw8EScmhs8tIfypC-tP9YrozAdAY9FyUQEZ4nd4lSzsv_NPXGzFBZ56JjLP2o0xXhbDP9x6UVZ_Rz3fw2kRGomCiwevSFRUkVT_dMiM7C6KP8eHXuRMK_F7Cfugl6OIZkh4-FVfQp520jbb6iH9bVMr3UVWZbt__ZtPUcq_V5BI3jyFQic_ESZBKoB3u7b50sezV3JcHl1O6Fj35yDKwGO73H9ipQOcd2i-LDegY3RcsBflIDzpLB7VeW6g_p-wRqFcjvnGFUhLXHlNveRklWasJT1rmZu1MdmBKwB6f_C4cJV0ZAseshL0hEQsSZ2wmodaOZUKsO_NTIgEI2_2nP5nq03ujsiymSR63Zyz9eNPQ 3 73.248.202.2 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/99.0.4844.82 Safari/537.36 https://www.bullcitytalent.com/join-community/ March 25, 2022 5:14 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

bendiamond03@gmail.com Ben Diamond

Praneeth Kandula praneeth@computeksol.com 732-837-4649 Finding a New Position Hi Team, I'm Praneeth K from Computek Solutions Inc. We have a Consultant base of 250+ and majority of them work on SAP and ERP softwares. I've seen that you have good number of requirements. We would like to work together with you on these requirements. will be waiting for your reply 03AGdBq25sFNf1B-3tC1bLDOPZ-zbIrRXy9XrATAHbL4Y6koJIcUUmxjM4YgnsBbQ7_iPWdfxCDhLH0Mn-nmgrJaCBS-TyWIdTJLECaKEEkhP9vWpjKT4HJHDQMqVJJs9KrWIN0T5HViTNDAGmBZIQK6A5XvnD-UaspoVbga8oV7PKo5Xz2A_wxOOqDUj2j8d6SmNvV87VitKDvYl1qgYAKxk1ed16rpOGEwWVeo2CAVkLuhLukWxOi6f49oOv_fbujuvV4uv7KyX9I9ehe5qf0Shkiv2YLa3u0myKzs700umMKonfUaKETM_yxXyTm6kGEwVBCR91IRGUt4-QE1r6SnsGaAJxTfkv5B9FnpGV83uoR16NcS5gDxKJm5LDszEFbGpM3ILQQ1RgN1FTNo9NktKIIHpJNXyGBe6LPPRbOu4az_hFRfI5pnMvr06VewuJ3GqoxHqZi0Y7GlqEcrGP7jGpJFKncP6T3MXlJ7eREMLun-5HExm_K36WVApXZow7K68sNBM47toaRX6uwpEbpYdV11Hp9xIP8Q 14 49.37.147.128 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/99.0.4844.82 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 29, 2022 9:04 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

praneeth@computeksol.com Praneeth Kandula

Raul Prado prado.raul@gmail.com 8183361103 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field SAP,Robot Process Automation SAP TMS, SAP Monitoring, Automation with Selenium, Blue Prism, Power Automate, Power Apps Travel I am currently working as an IT SAP BASIS support in Nestle, specialized in TMS and monitoring. I am also involved in automation projects using Robot Process Automation. 03AGdBq25eSnPEXeUwKGxXqAsKCLTAyCFNUJ8yZzDq3bXwlwThHT7t6XEKei3Yo2EAIFo-eYoztcsXuAtJtXTyarRYguoZgulHhU92yM_O2NsM57y1bfiDuJE3N8DUOv3vLSXGKx8maqLib8qoz8e1E_ZrsYFZUnlOtJzq6JxfZdKVpRhNSIvGRUUXDsthtG0dHPzAu95KJNPnHiqe-ZaWs2m7PFKiPeq_AwrSdjxKKOQxkjRxP4ZKnIhEioL1nK0Gwrqy2fy-YgFdg_TmZk7_H1U6nadCbik24xP-ptIJ3SQ9lO60316CJDNvjWHqHaFjv5OjNU2qnnA-CNw6La242cvFy0RbriLxyRBEL4KhTrcTCkmmiTtlEbORUtk4BfNbpzuf09Oi6SojumIvOV_l9tYMe1nWIoOLiTnPY4QoEqtIEtlFgnxsMpRSLJaI9DQRv-RNBiO7-m_c 4 165.225.58.246 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/99.0.4844.51 Safari/537.36 Edg/99.0.1150.39 https://www.bullcitytalent.com/join-community/ March 31, 2022 5:27 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

prado.raul@gmail.com Raul Prado

There are many qualities that an SAP project manager (PM) must maintain and exhibit throughout a project to lead the team to success. Apart from the necessary technical skills, success for an SAP project manager will be defined by their ability to activate their team and stakeholders. Oftentimes, those who work in technical capacities are not well-versed in communication or relationship-building strategies that ultimately can make the difference.

5 SAP Project Manager Skills

To ensure success and seamless integration on any project, and with any team, these are the key skills and traits that every SAP project manager should possess. 1. Trustworthiness. The most important criterion for an SAP project manager is that they can earn trust. Trust is the foundation of any successful working or professional relationship. Being able to gain one’s trust involves taking different actions and steps, and generally can be done by following best practices. These best practices involve transparency, openness, and humility. The SAP project manager and client must be able to collaborate effectively – to do so requires mutual respect and trust that can only be earned with persistence. A foundation of trust can be built and sustained by following Clarkston Consulting’s philosophy: we make our clients’ purpose our purpose.  2. Active listening. An SAP project manager must also demonstrate active listening skills. While this skill supports trust-building, it’s also important for the PM as a way to gather valuable stakeholder perspective on how they think the project is going. An important distinction to make is in the different types of listening and their value – listening to hear is different than listening to understand. The only way to gain useful knowledge is by listening to really comprehend and inquire further if needed. While our job as consultants is to share information with the client, their wants and needs are ultimately the starting point for any project and must be referenced continuously for the entire duration of the project. 3. Relevant experience. Prior, relevant experience implementing SAP platform(s) is important for any SAP project manager. It may seem intuitive, but many project managers have to start somewhere, and it’s very difficult for a PM to be successful without previous knowledge, skills, or experience. Of course, the PM does not need to have implemented the exact scope of the proposed client project; rather, the PM should have sufficient exposure to SAP applications to understand the client implementation landscape. Without this basic knowledge, it will be difficult to communicate expertise and demonstrate efficiency. 4. Active communication. A fourth criterion for an effective SAP project manager is solid communications skills with both the client team and the consultant team. Partner PMs are highly reliant on information provided by both groups and thus must be able to both give and receive it with ease. Clients look to the PM for clear communication about various aspects of the project – progress, issues, etc. It’s imperative that the PM understand the internal consultant team’s work process and any issues in order to best represent the team to the client. While some of this information is embedded within the project structure (e.g., various documentation), it’s just as important that the PM be active in communication – spoken and written – that enhances the dialogue required for project success.  5. Resourcefulness. The most effective SAP project managers have the ability to engage with resources beyond the project team and scope when necessary. Oftentimes, an outside perspective is necessary to obtain information and perspective that can aid in client project success. This could mean reaching into resources through consulting services, SAP itself, or possibly even previous clients to find relevant solutions that meet the client’s requirements. The PM must be confident and comfortable with this outreach and able to utilize surrounding resources for the benefit of a project in any situation that arises. All in all, these criteria lay the foundation for success and problem solving within a project. Creating a safe space where both clients and fellow consultants feel understood, listened to, and valued is crucial to obtaining key input to achieve ultimate success with any SAP project. This piece was originally published by Greg Demers at Clarkston Consulting.

Bright Abu-Sakyi brightasakyi@gmail.com 6468941935 All of the above SAP BI, SAP Analytics Cloud, power BI and Tableau Finance and Marketing Travel Learning new business and technical skills I have three years Experience working in the arear of SAP as a Junior analyst. My main area of expertise is in SAP BI and Analytice cloud. I seek a position where I will get opportunity to leverage my skills as well as to learn new SAP technologies to help me advance in my career. 03AGdBq27pPY-N5iDeHldiQPJLV9gJDBshfH07VEnzHKpLD1P3XM8ExXyTei_aoLM8HAjucnRtRuHon0Ohok83hkRYqI1A8iNoF_XNsg4TzqhJpjhOcLGmzPIiaThoSdhUC1rgDz6vqbcVOr67igqhm8aC2J36x7rlP7DZOfv5nWgc_QkDwLwXntGGjRupSHCt6BFSKljwmL6titY7hf-CvstQCI8c7j73vf-1FOPsYGMbbmetio6sTzKml-tIcR__DsibxoipNZYLxWNi3QjjBeVZcCZxVD2NRVqy9s0yiuIu0p9jET7rLJVf0UGcFUESgolzkydFuYpA7JHRNhI_sUQk8yTZr9Mwlgk2in1Qa-Jil-MprQ5w3CsqJsKEMF7ZtnBsRQNT5fCeX_O-xOwxepNyKtnHyWql1nX7gJbjXcNDlSDR3Ga4sOjPuAD3Q-XzxH6Zhu-bZ3jsh_w1I24JIWjA8Tg6_fIHZutSda6nV4UxNwCjDnC2yGw 5 24.186.116.70 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/100.0.4896.127 Safari/537.36 https://www.bullcitytalent.com/join-community/ April 30, 2022 4:25 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

brightasakyi@gmail.com Bright Abu-Sakyi

As a prospective employee, leveraging a recruiter’s knowledge by asking the right questions can provide useful insights into the job position and company. A recruiter’s job is to facilitate a good match between employee and company, so they’re the perfect resource to determine if this job is the best fit for you. Their understanding of the job and company can also help you cater your resume, cover letter, and interview responses to mirror the skills desired. Most importantly, asking the right questions can make a great first impression and set you apart from other candidates. Below we outline some of the most important questions to ask your recruiter during the interview process.

Questions to Ask Your Recruiter

How long has the position been open? The answer to this question can point out red flags as a prospective employee. It can give valuable insight into the hiring process and to how many candidates have already explored this position. If the position has been open for a while, other candidates may have found a reason to decline. Or, the hiring manager may be very particular and selective. The hiring manager may not know what they are looking for and candidates may have faced challenges that led them to walk away. On the other hand, if the position just opened, the hiring process may take more time as most hiring managers will want to interview multiple candidates before making an offer. What are the most critical skills needed? Understanding what skills are most important and desired by the company is essential in accessing if this is the right job for you. It will show you whether or not you’re qualified with the desired skills or if your skillset will work well in this position. Furthermore, the needed skills can help highlight if you’re truly interested in this position. If your skills don’t line up, it may be a good time to explore a different position. But, if you feel that you have the skills desired and that this job would be a good fit for you, use the answer to this question to cater yourself to the hiring manager. Using specific keywords in your resume and cover letter or preparing skills-specific talking points and questions will give you an upper hand against other candidates. What are some reasons that other candidates weren’t selected? Similarly to the first question of “how long has this position been open,” the answer to this question can tell you a lot. On the company side, it may show you that the hiring manager is extremely selective or may not know what they want. It also highlights what qualities and skills possessed by the candidate are most important for this position. If you’re lucky enough to get a specific and detailed answer, it could underline mistakes made by other candidates that you’ll want to avoid. What's turnover like at this company? Turnover rates say a lot about a company. If the company has a high turnover rate, there must be some challenges with the business-side or employee-side – neither of which are particularly appealing. Whether it be unrealistic expectations or an undesirable work environment, the turnover rate can help you decide if this position and company are the right fit for you. What is the company culture like? Company culture is increasingly important in today’s society. You want the work environment, values, goals, and more to align with your own. If you are looking for a team-based workflow but this position focuses on independent projects, for example, you may want to look elsewhere. Or if you value diversity, equity, and inclusion (DE & I) commitments and initiatives but this company has none, there is most likely another company out there that will be a better fit for you. What’s the time frame for filling this position? Knowing the time frame for filling the position can help manage expectations. If there’s a sense of urgency, you can expect to hear back from the hiring manager rather quickly. But if the position was recently posted, the hiring time frame will most likely be extended as they will want to explore and interview an array of candidates. In case of the latter, you may want to consider other job postings if you are looking to start as soon as possible.

Wrapping Up

At the end of the day, recruiters are the best resource when exploring a new job position. The above questions to ask your recruiter can enable a more seamless experience, particularly in the onboarding process. The recruiter's insight into the company and job alike can help you decide if this position is for you, and if it is, their knowledge can help you present yourself as the ideal candidate.

Syed Shafiq Gul Shafiqgul@gmail.com 0543317764 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment SAP Fiori / ABAP SAP DMS ABAP Fiori Building my career as an independent consultant Travel Syed Shafiq Gul Having 22 years in IT with 12 years in SAP Fiori/ ABAP and workflows 03AGdBq24AQ_Lq4A_3FQuzZVpPl6IGSFPBXCm1QQLplECVYzFG73GoQUNA-J4KC2ThTo5QJtQxkKIs58WsslsmIvpVSoYDw8v66NRzLt-BrU2GvPSyxIrrM8jZlZ4aLJs-be1XAEzeUCJmtVl6pZoPiLuTdiPuW6P-ZpBeVKQgFfo303v7xjMaGcbXMbQAXzvaxoQlXDu2sZHSyZg0xkbgjdZaZSuiW_uSUp2haYaXYgHq93vOjYnMxAUKKLh5Y3gbqLTyeUKVfs33L2g5ooVkTRrfpDnvqgkf8DGcNe5Y0ZkbIw5sshSNSMXn_LYTQEQbeaaVcOvGdoZBU1VnktQxvB5wIahe4MuW1ruRxbXpcP6qCf6bmKh3ZmHTrzDScrEpISiUm5bXTYE8JjEeslRv-uREoPmRo2zIpaS-fwv8nMzYRa1H1V5Pb519XhfRypLaYgLVjJhnQE9Xb_d6d5KSJNOqj71FsFFt8A 6 51.36.48.96 Mozilla/5.0 (Linux; Android 12; SM-N986B) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/101.0.4951.41 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ May 4, 2022 4:26 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Shafiqgul@gmail.com Syed Shafiq Gul

Deejay DeejayAriel@trello.com 7184618732 Other 03AGdBq27K-hrjDagd4pw0ysaQBHeTpBP2_21OQosfp7knUE_r7lFTkPRALJ_a-zvxryl7q5RYE_3Mk1Dh0TOZtiU0QJYDlIrr8B6d2XPGwut3OU3bpCil3l_nShjACe6sNWOXeqFAY9bIXstb3dJK3wn_FHpJluB9NnsEwQsHukyuGjGQgpuGDOVH-TgOJ1UeBETXY9LdBWWbp_vaBEPJ0us_GRW3kbyhQKv0n9L8qhMWyvPX_eTIF1cYD9S1zuCPn5uQqTT-d56utJ86mGJIwtVnCVJMdsM0a6_FmeUZxT418M_4B_DYu_LYgFkCVCOi9WKeLeqwZA91JIY_RpyQUNeQnINo3KQlGZ2yfPGLDlVTTdlQacZXFXkmY9Fx_0vRKUzZ_Gnm3jockHfjZrdIuaEW0WB1DmSGTToJyq84Q4cDiIaXQXZS_23jxjxJa4TeBQ23NGovTsGK8PqubL5uvBEXtTFjmiGNi30HaPTg8nbxj0Uj2Z2bdAZZUt--g8PPdSv3OQffEI2s 15 154.30.177.2 Mozilla/5.0 (Windows NT 6.1; Win64; x64; rv:48.0) Gecko/20100101 Firefox/48.0 https://www.bullcitytalent.com/contact-us/ May 11, 2022 9:44 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

DeejayAriel@trello.com Deejay

Sukumar Packirisamy sukupsamy@gmail.com 2143106400 General Inquiry Team, I am a contractor working for Breakthru Beverages through Clarkston Consulting. I have access to submit ours using Bull City Talent Group. I want to know how enter my expenses in this portal ? Can submit an invoice with expense details. Thanks Sukumar Packirisamy 03AGdBq24Za3qvphjK0OmRKBehetErwnOI14TU0K5bJ0tLJC1r5D0ykuHjiUNsMMy9S3hh3xwyXsOHc67PRxeD-_SBBCti0WwghGiR0-KWFX_cw_r2zwwdnr8-WD-XvTQL1vEnIejDECeAid5USEnSEhKRKW59SISTp-g4d1IDoxHW6u2CzJDGMdsDSwo36n4xEd501drFNu1rTb_wsYsj2G2Vv-i0tILvd0WJd6teN78GclUkHDd-noMqt1sUs_vKyHShIi2TBWJASjnneHvBKfpEIukxUsM88jghc1XDFY1IRO8YVZyDq5VIKRB2zNL1IKwfst5via6cDzIzu-DAlYlR3dCYmv5z8pVFbCGOt5MRFsiWc3pi_jQNVP4-LAJM6vBxPF8_a8FZfPL1Nnn0URKfszs-5sa4FA3VuVnB1bl41bvqje9gdvdXm37GONVUbx-hUvy-n0Eq6Sd4kKjG53qlDvzfJN_8Y94lBqAkLL5MYASn3OgPjhYFd59FVB3TRUI-QoHnDqwpWol-oK2lRQWew0_cE7wRyA 16 104.182.99.25 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/101.0.4951.54 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 13, 2022 4:16 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

sukupsamy@gmail.com Sukumar Packirisamy

Rajanikanth Padarthi rkpadarthi@gmail.com 9047539432 Land my next gig in an exciting company SAP Finance SAP P2P, EBS, O2C S/4 HANA, Joint Venture Accounting Working knowledge of SAP ABAP Building my career as an independent consultant A SAP consultant with 16 years of SAP experience across varied industries like Hitech, Pharma, Oil&Gas, Automotives Industry. Also carry functional experience in Banking, Audit & Assurance services. Have been fortunate enough to be part of some highly skilled teams and deliver projects on time. Also have experience of managing teams across geographies and working in multi vendor arrangements 03AGdBq27rcJsySNM7-oAf2nN3B6V54HYxnhd2M5vVlS4dqEEGvz21kp6p5LyBu12kr5hV2Jl9fJb8aUPJC-WcCgZR_xYY5iYHjEhbR5ahp1DPpHYUJzksXZdsljcMgCKkHhiclXgYhlhpULB-qjvMASKDUfS83zr_6Z2nHsf3vpgaqhlrBOAbR3Dgnnkop_Uc4hQS2m2R5R7Mc6XrYYyYeD9W_qVOdL6ypHsaFnuG5uP5p08c0ht1qoIqKu9TUEsyIV_xh1F6vqCcewSUZ9vsbPCzvRZ3w4-8bHl2mbvSmcDomzkpcULmeuUWCh-a9KCh1BdZyb3rOn2EXZh3HgH_uqI1_gUFS1SPQw706E-TEeMd_mcYzmFw94VClQVTjXA9gzIRp4FtFXd8QIs5Ycdr4xgN_EU5No15DCh8O2Vnoe0M-svI9mjfylDasZAH6MSy2J_EyAOF2A1DZJAej6FWbG-l1YvDSAeVK_U3dls9vK2c7MszTd2BF_FekxtoNVvgyYPSlGe_AN9N 7 68.203.15.11 Mozilla/5.0 (iPhone; CPU iPhone OS 15_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/15.1 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ May 14, 2022 10:06 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

rkpadarthi@gmail.com Rajanikanth Padarthi

The Great Resignation has spared no one – including the life sciences industry. For an industry that traditionally experiences below-average turnover rates, recent macro talent trends have created new challenges for the life sciences industry. With previous years reflecting a turnover rate of 10%, the industry jump to nearly 20% each quarter is undoubtedly cause for concern for some. While turnover remains a threat for many businesses, the industry continues to experience record growth across a variety of metrics. In the coming year, 71% of life sciences companies plan to increase their workforce across several functions and skillsets. Below, we outline just a few of the key life sciences talent trends taking hold in 2022.

Record Demand for Lab and Biomanufacturing Space Creates Demand for Quality Resources

As the pandemic highlighted the fragility of our global supply chain, businesses in the life sciences industries recognized the long-term threat that a dispersed supply chain can pose. As pandemic-driven lockdowns disrupted the distribution of drugs, life sciences businesses are now investing in stateside facilities with a 34% increase in demand since mid-2020. Adding to this demand, the science of medicine has evolved, and with that evolution, there’s a greater need for more sophisticated manufacturing centers. As targeted cell and gene therapies rise to prominence in the industry, lab operations and manufacturing facilities are starting to blur together in next generation biomanufacturing spaces. With this rise in demand for biomanufacturing real estate, there’s been a subsequent increase in demand for personnel in the quality and laboratory functions to support the production and distribution of next-gen treatments. Energizing this demand further is the lack of a strong talent pipeline from lab and/or quality-centric academic centers. An already limited talent pool coupled with a sharp increase in demand will only serve to create an even more competitive market for resources throughout 2022.

Next Generation Treatments Require Next Generation Skills

While traditional skills remain in demand in the life sciences space, increasing reliance on data, analytics, and digital tools and capabilities has created strong demand for digital talent with capabilities in bioinformatics, artificial intelligence, quantum computing, and advanced analytics, to name a few. While this demand has been rising for several years, the circumstances of the pandemic forced businesses to double down investment in these areas as a tool for mitigating operational complications. For instance, as businesses were forced to halt traditional, in-person clinical trials during the pandemic, the use of predictive analytics and decentralized clinical trial operations is becoming increasingly common, forcing new skillsets and expertise in order to operationalize and successfully manage clinical trials effectively going forward. Unfortunately for the life sciences industry, skills in data, analytics, and digital are in near universal demand across almost every industry. In order to combat this talent gap, businesses are exploring a myriad of ways to bolster their next-gen skills, including managed services agreements with digital and analytics service providers, upskilling existing staff, and an increased focus on contingent work.

Back to Basics in Order to Address Disruption at this Scale

Regardless of the technology or functional area at hand, project management skills continue to become more and more critical for businesses in the life sciences industry. According to the Project Management Institute, the project management labor force is expected to grow by 33% by 2027. Unprecedented disruption has given way for widespread business transformation in the life sciences industry. In order to deliver on these transformation strategies, businesses are relying on project management professionals to manage complex initiatives and projects in IT, R&D, quality, sales, marketing, and more. For many businesses, addressing the new realities of the modern business landscape requires the adoption of new technologies. In this respect, a strong project manager is critical to ensure a successful implementation that creates little to no downtime for the business and its teams. Looking ahead, project management will remain a critical demand for life sciences businesses in 2022 and beyond.

Life Sciences Talent Trends – What’s Next?

These are just a few of the many trends driving life sciences talent acquisition and development strategies for businesses in 2022. Apart from those we discussed here, we’ve also seen a rapid increase in demand in areas including supply chain, SAP, and executive leadership. To learn more about how BCTG can help your business navigate your talent challenges, contact us today.

Carl Austin CAustin@palladiumassociates.com 4109199003 General Inquiry Hi, My name is Carl Austin, a partner at Palladium Associates (a NY certified MBE firm), We provide data and analytical consulting services. We noticed you had an Analyst job open that aligns with what we specialize in, would you be interested in leveraging our services rather than moving forward with an FTE. We are happy to set up a call and share our background along with how we can support your business growth and objectives. Please check out our website: https://www.palladiumassociates.com/ We look forward to hearing from you. Thanks, Carl Austin Palladium Associates President, Co-Founder Email: CAustin@palladiumassociates.com 03AGdBq27RXrXE3BQgh7VpgUzO2A3y8vJ1e3Zvs9nQ-JwXUAv1lrF9HoDQeOOdOP21uysts-b5ljueEIOSVP03sESp9aMTC5djhfRK5ozc0l6zP9mCnJGyzFcnizvynTY2vhVFU7D2DzVJ8bGBLVhPas9F_hLa4zBm5xgUMl-B5yqRMTqz5LCImSId5zwaJSFq1neo5kwPfsyh6Pfu52DI9RXFHv1iWorY7b4NAuHCDg2nngUfZ_xFj9D1JkwPBxVJAHXM6VK0pK6y7h2hI0JHoDIzpNIKn73OAYDI_5wgVNmYYB2ozD54CtOHCWIeRvJeOmPOYndy0bBlBtedzc16XYN7f2GVZZUAOFSn-01GK9_MODgwVoToATUMmicH8qy19T_HFVBkh5XA3FQ0n9j-sZvgg4YfQ87dBIVZL_Bm_YOaPS5YXeUIK5i2FWRm-HDMZQE9LDhG_mHjP6qh8wNRomyoTrqJR5iZcA 17 112.198.112.168 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/101.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 25, 2022 2:07 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Carl Austin CAustin@palladiumassociates.com 4109199003 General Inquiry Hi, My name is Carl Austin, a partner at Palladium Associates (a NY certified MBE firm), We provide data and analytical consulting services. We noticed you had an Analyst job open that aligns with what we specialize in, would you be interested in leveraging our services rather than moving forward with an FTE. We are happy to set up a call and share our background along with how we can support your business growth and objectives. Please check out our website: https://www.palladiumassociates.com/ We look forward to hearing from you. Thanks, Carl Austin Palladium Associates President, Co-Founder Email: CAustin@palladiumassociates.com 03AGdBq249HCwbE9uB6BwFz5hguZ2cGbVn8XVNbeQhWG1KuI-GEIIAlbsuH0Feb5Nupnk3NQa8HfEOd4WTy4FFRIA1djHNGaJUJs8gWGwZ-ZdZllD_CTNdS4cu1x4JDN7kspU32Eo-0Tg5tBBSL4YSzKhhahHnsryLEYXHM5qAQ-qb7oO-92fu6uvEK0M8VxKpDfyFQc8xoybQV6GNQZgCqnMQO9Lowd2YTGjlBpweno4JZAY1wNTRYqQNR9N0q7CDT0w-mnk7_bSm-8REsZOHvnZM5o9_O6a8rLq97XPaNjLu15opuxPI6Vmdj7ahSctgxFnnEvVP-i1wFstrZh4SgDs_uJbYXlNhYjZAjeKMfExDCtWYkP_LSTnPPdRfB2lFp4Aslm_VOTHprL7bXtPllmz0ZuW8H-gWs64dpCZGNKVDaPo0XB-a_o7s7-bpqNNzSpMXlpGhJypjaGnW_i-y2BX6NeQuuwMPGA 18 180.190.159.165 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/102.0.5005.62 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 30, 2022 12:13 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

CAustin@palladiumassociates.com Carl Austin

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britneybates@yahoo.com Britney Karasick

Staff augmentation is the outsourcing of temporary workers to fill short-term capacity within a company. Similarly to contingent staffing, this model helps diminish the gap between skills possessed within the company and skills needed for a project’s success. With the current talent shortage facing the IT industry, staff augmentation helps fill gaps with external talent. Tapping into an external talent pool helps augment capabilities and improve the bottom line. Companies can hire skilled workers or teams geared towards their needs for short-term or long-term projects. With a new sense of flexibility, staff augmentation boosts efficiency, quality, and success. While augmented staff typically work remote, they are still part of the team, and the same in-house rules apply. Since staff augmentation is used on an as-needed basis, it is a fast, flexible, and efficient method of outsourcing.

Debunking Myths About Staff Augmentation

Myth #1: It's expensive and offers no cost savings. The first misconception about staff augmentation is that it is expensive. Looking at the big picture, staff augmentation is less expensive over time than full-time employment. First, augmented staff is usually paid hourly. Unlike full-time employees, there are no additional costs like fixed salaries, bonuses, and employee benefits. Internal costs like hiring and training are avoided entirely, and all needed skills come with the augmented staff. Myth #2: It goes hand-in-hand with communication issues. The second misconception is that staff augmentation presents communication issues. When augmented staff live abroad or in different time zones, people assume communication barriers exist. It can be easy to assume that misinterpretation arises with remote work, but in an increasingly remote world virtual collaboration is at novel levels and these fears are diminishing. Augmented teams are designed to fit into the workflow of the project and company for which they are working, and having the right tools, resources, and processes set in place can easily overcome any communication obstacles. Myth #3: There is no control due to time and cultural differences. The next misconception is that there is a lack of control with staff augmentation. In terms of time and culture differences, expectations are set prior to beginning the project and can be easily adjusted to benefit the company and the augmented staff. Clear communication helps facilitate control, and at the end of the day, augmented staff are treated the same as full-time employees. Developers also work exclusively with the contracting company, giving the company more control over project recruitment and management. Myth #4: It's too risky and does not provide the same quality. The fourth misconception is that staff augmentation is not as efficient, lacks productivity, and lowers quality. This assumption typically ties into the remote aspect of augmented staff, when in reality, virtual work promotes the flexibility and responsibility of these workers. In terms of risk, the company is choosing candidates that have the abilities, skills, and expertise needed for the project. Recruiting top talent in this seamless cycle helps remove time wasted and enhance focus on the quality of the job that needs to get done. Myth #5: Staff augmentation offers few long-term benefits. The last misconception is that staff augmentation has few long-term benefits. Augmented staff cater towards immediate and specific company goals, while covering needs that full-time employees cannot meet. While augmented staff thrive in the short-term, in-house teams can also learn a lot from their expertise. With higher efficiency and speed, there is a sense of scalability as companies can measure success and improve services.

Final Thoughts

Staff augmentation provides companies with an easy route to project success by outsourcing needed talent. Not only is it less expensive than hiring full-time employees, but it also leans into the increasingly remote workplace. Communication issues and a lack of control are easily overcome, as expectations are set early-on to ensure project efficiency. Choosing workers or teams with the needed skills and expertise leads to greater productivity and quality, while benefiting the company in the short and long-term. Ultimately, staff augmentation fosters scalability, flexibility, and efficiency while leading to project success. For IT Staffing and Consulting, contact us today.

krish yadav krish@infigroup.com 2014491634 All of the above ServiceNow , Power BI , Data architect , Guidewire Learning new business and technical skills 03AGdBq24fQUVmSsbqMJnQ_snk-WIGTJcM69JL6lmt94k092kXKfVCvraSsTNtLucV7NEWpcYr0wMvSI21vu93vMQTTEMG0XITz_rSp7Jq0h-Q9RyHXwqvIrxhTK6Q6SlIWXiZSRZurGETGsyFsdSL4b4x56DSvirCbTZej1dLlAu0gKYs6x_kL_6ZlBoPWZ7lay-UA-Z0gxmLGPDK0pMq-Pb6qXawqkJXaCfl3V0nqaAaCKXaT8TMtcuxDJaRLnlJmPslyjRwmk46aIfuRnDGLX2yVBLF1YXBdnflxxWDywzSZjOVxNlBRKBWSeJ_Ug9vhLwetoWLAXkwjpSkM6kztxLHG_oOPHvKeWR9ychaqE-G0ziDs9u46HH56vPN8Da-jv1tPXDPxefrlD3Ed3k6m4SIpZ7lXe_RJE_UYFSzKoiztjvs0qv4LmtyAwVmtInO-nGoE-C94HzbMGdgCfy7QuP4Nifm6bL0eysZOEGDC8_w8sahqDR4FgwcGfXUy9HY30ee5uLahUbGs7bc2JwCcvl26gXJG4IuUwtlrobSoarMLd1Ps1GZl3g 8 209.205.217.126 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 23, 2022 6:49 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

AJAY GAYKWAD ajay.v.gaykwad@gmail.com +1 (848) 400-1997 Further develop a new skill Build a network of other consultants in my field All of the above SAP ABAP HANA, Adobe forms, ODATA, Fiori, BRF+ OTC, PP, MM, EWM ABAP ODATA FIORI Building my career as an independent consultant Travel Learning new business and technical skills 11 years of experience as SAP ABAP Technoical some in BTP Certified ABAP HANA Consultant. 03AGdBq26h4mwoQFkwRcsQd7wypZQ2GiKOBM_vU7L_iHnqe4M0Q3bE60rQ0rFlVrVDMXOvTRJUP4Y_QJ9nbdnIUfUtOYa3y-zfi1KFLkW7A6krhx57YD_er2ay1it7EEYgTxHTdTz9RWijk_JY3ltQnilr2JtJFsK5sDsb8tLL0fOWTk_i-c0Ie6lWCtUoKCVkDzxlaDZJEfN17k6dsyb09XOcb2Lx5J__Mq13VzOjLfkj8A5u-hmyl1Xq4sISdkiwIS1WwJfNaU-kobT5NXrF8v1DKvsceaBmLvp_GfsdQw2JQJfD6MIpZNza1M4jWdc4QtD4rNFdSTrE7duxveX26Z-3Kp9DO80cz49PTBRxw3JUcwpiHmlsXSl3Kb_5mPPt-jF_hfXuoXicWCLvhNyl59ShQYFwOC4f8fyY0m-fTCg0LDSK5KvzWUKEddR0AHLCgpegR1fny0U9JOZsk8bY5XnUy6yvKuSCcC0AwXnlpPMPbQpcwOLzaOqOFrsVjDpoG5pa1U0e2iE82EReUod_VdilDKdZADqalw 9 50.118.196.82 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:101.0) Gecko/20100101 Firefox/101.0 https://www.bullcitytalent.com/join-community/ June 23, 2022 7:23 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

ajay.v.gaykwad@gmail.com AJAY GAYKWAD

Michael Enoh michael.enoh@gmail.com 2148373205 Plan ahead for when I roll off my current assignment BI Developer, SSAS, SSIS, SSRS, MSSQL Finance Building my career as an independent consultant Finding more time for my family 03AGdBq26wkUlBIxw7BawC5oOukU0ziiAGwWlNTD7gMd1fBHZ0TOl61mkl5fWUz_HJm_yKB0lkvumiYm8yK3NmBzGUWQMkEE-TJO313ghzpvG7mU0BV8sW1VXWL0GnJsNMNrRCy6i5PQXctoHu_OnEUExIRbxa2mNKD1-EWZYFK5yQTFLZHg9jMQ4K1iWVgpIvTwTRAkSjcU48xNPJyp24aFMDQoHNN-mhdNXxA6yeNYPRujf3ukvV7MFVtLBVeIy64uSN_ImupAEqDFhUzk0PeU4WQLD7XxL1HsGxX4pczzq-p-L6a_1Mq2MFVhwjfeFI_h4MvrG83qt_iZZ7cj9O3ywnC1LkgbCH5fXZF0V0LRx-Zs8RizYt_y9-ikA7Pr0B3kb0n-9kqkmStDkS5cyJRHKNqSE9FGFb7EDj5ukNH3Yj8PtoJSuPlgJbQpBGs1BDrR5vpMOhoLDe8rZuxGpbvDgdtslYfNuCBVG8qVjuWkWD6d4bI3gygmdUTPSf_OvBoEjLNgI8eftL0LusJRuZiLiUD1pja5GCwhiWIBHoF8o574QzuVmb5cg 10 172.225.18.234 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_6) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/15.5 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ June 27, 2022 8:08 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

michael.enoh@gmail.com Michael Enoh

Brandon Miller bmiller@sparcgroup.com 303-521-1539 Finding Talent Hi, I'm reaching out as we are looking for an Allocations PM for Sparc Group, I've provided the below overview and ideal requirements. We are looking to fill this role as soon as possible. Happy to answer any follow up questions you may have. ---- Role is responsible for understanding and applying SPARC PMO project management process and framework to an allocation implementation project with the goal of meeting or exceeding the needs and expectations of all project stakeholders. This includes identifying and applying project management components including integration, scope, time, cost, quality, resource management, communication, risk management and procurement through all phases of the project. Project requires the implementation of Blue Yonder allocation software and includes managing resources from internal SPARC teams as well as multiple 3rd party consulting firms. Estimated effort will be approximately 40 hours per week over an timeframe of 9 to 11 months. Responsibilities include: • Project planning and tracking • Status reporting and facilitation of status meetings • Issue resolution • Resource coordination • Budget review • Current and future state interface and process documentation • Creation and update of project artifact documents; i.e. scope, project plan, test plan, etc • May be required to assist in project work including but not limited to design, testing or development of materials • Potential oversight and management of business analyst resource • Other responsibilities as required Requirements include: • Team player with ability to influence and drive results without direct management responsibility. • Effective communicator that can keep all stakeholders involved and keep the project moving forward with minimal supervision. • Ability to identify potential issues and work through or escalate in a timely fashion. • Experience in retail systems, specifically planning and allocation related systems highly desirable. Blue Yonder (JDA) experience a plus. • Ability to work well with all levels of management and stakeholders. • Excellent organizational skills and ability to manage multiple tasks concurrently • Detail oriented, committed to deadlines • Solid verbal and written communication skills • Experience with MS Office suite (Word, Excel, Powerpoint) 03AGdBq26EZoR1rwOjNLPw6cit0ipiXI7-RrealCwTdomxhXiMy57LuRYb1dYhZw0igIPVkzlUBhqHOT5sS5WMbk5P5bBbGQWyLGmiJQHYUKK8lAc-ETm0YBsDgbmjQXuQ1rl4iW9sKXqFS9Ed-frOJVCpa5WwgBtpsY8azlOuoDtzKm3vyNr0xbO1KI7IczFRCzXONIRzCPS36vk4O-r6dQsdpbprNIYUg8Zem9bfJoBs_h3ZWhP8MdO7lpJusuqnuRpzHTsM-ig7gLTql_frmjq3FjsCV-88Rifr1D_emGQnZOtP5doQw9B6DlotM6sfVz_ENAbOuO40DuEH56kGlC8ctGfh0Q_g98QOM3pIwwVTTDofhZpRPLJvAIUX6XQ5FbnDDwqL44ES02be6PzIXQe9h15aDeBjhFyfT1bdcRJk8HZpX6AV6hZP72h1cnPcw-HUR8J_1zLFFLMt0PukBIsaSS6K5VmvCS30TjsFQiKASRPAbSQeAvlR2lFtkxNILpaoCdDys573yWwYE99WS909NDsNoCvuQUOQMdEQo7p8SCr92M9P1do 20 70.123.122.76 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/102.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback June 28, 2022 10:44 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

bmiller@sparcgroup.com Brandon Miller

krish yadav krish@infigroup.com 2014491634 All of the above Learning new business and technical skills krish 03AGdBq24WA0H-o6LwGxgFYkqIetV0gQbN6eTgjEiQKtWYNQv2Oudv4AKuSfgOsyFRDV54g8iEhIq-H8JbRrAs_oNow8y2AUAAY5ZyDfJ6kX2Zr4BpjU71sPcilaKpgw_HkbRAtUIRxa34SqRYAWOBJ8PUsfXQ8quIOVb-S02OKwf00b6T_viQ7E8HFimwFkBAvS0JClhSta8K3cI4oEVQmXC2VcRgqmX0zNf28DvO0NVVNXvmyyYNourwu7W7_KdYgQY4OOdy2AupWrbDr56mhSjaEArBYZF7EpZaJyxtKv7VGiOP8bqUIa8XN44iv7aBCkCYtLZxLBHIelVg2LEC24Q-4DB-GedpvWajLQfnANLlYaH1958E3JGSnSmXU9-SL2SzohiRqqeoIS-s-JGwttZgvvpDQzWL9V-j2vHlB6ZEC03Lm-BV6F5JneeIm5aMJAvnJAep_pFcEbWK1zW--PVmZj5_NIEmjsOXxcKseUQuHDqeOp4uSFYdf4i-55XWhBhM-NjdfJQp 11 185.209.179.43 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 29, 2022 1:52 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

krish@infigroup.com krish yadav

Jeffrey Tung contact@brandfeatured.co 0000000000 Other Hi, I'm interested in working together with your company. Are you open to partnerships? Basically what we can do is get you featured on NBC, FOX, CBS affiliates and 100+ more media outlets. It also means you can add “As Seen On: NBC, FOX, CBS” to your website as well - which has been proven to boost conversion rates up to 48%! On top of that it has SEO benefits and drives free organic traffic to your site from the articles we publish about your brand. If you're interested in having your company featured, we can do it for just $297 (includes guaranteed publishing). You can find out more on our website: https://brandfeatured.com Or can you shoot me a quick email for a brief discussion! Cheers, Jeffrey 03AGdBq24YRb-lSwzfncOVCRLSg68Gd6Fk4mwNya4P-RbMUGNlgqVjXQ3FBKWCzj9MQuKGUPkCnaif8UnckAMu2PlBgKbja0aw_Zsi8Pw4RDYqGCdGUN-9aFEj0ta8QCaB6KraRLoplRz1Ugt9RSNwLD8h5utWsCabdv9MyPjo6UREPjm9PvqoneHhvGAJeu09xMYj--6Em_S-9C1JMf4r2WDW0H1_lokPy9VbzyENfNZy5iGC2jFEA0VTBhD9OfAlw6Sdn_ReaMyDpe4DvtDFgxS6bKcm2UD6zqT41xdayXO_d9Sv_kS85H0wmN-30aJJ-NZVq_VH-DRJcM3I7RerUBJImUu1eIlCn3FBusyCydJSr_3Q2txB8pybrZGXblw2lVXACQgBqIN2IEUjg65grHKDn5P304UQe013mF8yJwrzTDFh-thaHAd1EbqQNro-nLPg4s5urwQKp5iMl8kB0HrcD6Y2xwGavGN5QsG6WEeWq1rcRIXYzi-3DyDzWKlsNwU55zV6xUhUsiAiHkKY0yh9j7Fm9wEYTQ 21 49.149.44.31 Mozilla/5.0 (Windows NT 10.0; WOW64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 30, 2022 2:46 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jeffrey Tung contact@brandfeatured.co 0000000000 Other Hi, I'm interested in working together with your company. Are you open to partnerships? Basically what we can do is get you featured on NBC, FOX, CBS affiliates and 100+ more media outlets. It also means you can add “As Seen On: NBC, FOX, CBS” to your website as well - which has been proven to boost conversion rates up to 48%! On top of that it has SEO benefits and drives free organic traffic to your site from the articles we publish about your brand. If you're interested in having your company featured, we can do it for just $297 (includes guaranteed publishing). You can find out more on our website: https://brandfeatured.com Or can you shoot me a quick email for a brief discussion! Cheers, Jeffrey 03AGdBq26iCTGibn0NGo6-jii3RE-ha9K9doYr10LehGbtE-xiZWl-7YYrAVNKvxjmaM0ceqzbrCOL66kOW96DEpnTywIS1k9d83c-IhzYCLatquMp0hPdvThHd4-E-fgYMXNZ55YrkibjIJCgB82RYSIRdT2dGzsLgdpum5ZPIxCZzUhx637neHogfneK9Y4p58gagoMH3DT7NZlxcloWCygRu7p0Wstmolk8Cf38MX1AYEANF96zEmHc0-EYsbZO5RosHh0DwxVnWetfgugkxujqUc4pCVHH2aNTMnP99ds9en69n_jNSFrwzX0L0Ff1hu7WyHQ21-c_YjxSU16ydO7-FzpS9oBcU1hi6Xw3ycl3HvELJjG65EIadB0enFjeHBE0LjkmW2Cj3TNa_ixB5tbecIYqjQxWAev7OBU0koZKrm4BoPG1a2o6lhmYK9KkLOGViCpE1_-QH3ncJnWBuAdwZJARYHLIRWJcjNGPxYOW2aCXF0bo4L6h19XekfYGJttAOHSea7Ofm_EWiycimedqWSENDpWNWw 22 49.149.44.31 Mozilla/5.0 (Windows NT 10.0; WOW64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 30, 2022 2:46 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

One-third of hiring managers know within the first 90 seconds if they’ll hire a candidate. With remote interviews becoming the new norm, it’s more important than ever to differentiate yourself from competitors in a large applicant pool and leave a lasting impression. These remote interview tips address the new dynamics facing candidates in the new normal. There’s an ongoing labor and talent shortage in the tech industry; in January 2022, nearly 340,000 IT job openings across industries remained unfulfilled. As a result of the COVID-19 pandemic, we’re seeing more companies move toward hybrid or completely virtual working environments, presenting an opportunity for a wider pool of candidates to apply and interview for these roles. A virtual interview can either be a relief or a nightmare. Some people perform better with face-to-face interaction, while others feel more confident behind the screen, particularly with the emerging online landscape made common during the COVID-19 pandemic. There are certainly advantages and disadvantages to virtual interviews, and it’s best to understand both in order to execute the best possible interview. Since a remote interview doesn’t bind applicants by geographic location like an-in person interview might, there’s most likely a greater pool of applicants. As such, it’s important to stand out in your interview – for the good reasons, not the bad! Although this interview will be virtual, standard interview preparation tips still apply – be sure to dress professionally and arrive on time. Below we outline six key remote interview tips for a successful virtual interview. 1) Come prepared. Make sure you have done your research on the company you’re interviewing with ahead of time. Having little to no knowledge of the company is the most common mistake made during interviews. Showing a prior knowledge of the company culture and their values will help you better demonstrate what you will add to the organization. 2) Ensure your tech is ready. Consider calling a friend using the same technology and platform you will use during the interview. Be sure to get comfortable with all the tools you’ll need for the interview ahead of time. This ensures that your computer will run the software without technical difficulties or privacy settings unexpectedly restricting audio or video during the call. You’ll also want to be sure to check the strength of your internet connection to avoid lag and interruption. Additionally, this “practice round” gives you the opportunity to set up a professional background with good lighting and minimal distractions. Pro tip: Take this test run as an opportunity to rehearse your interview conversation and monitor your speaking pace. Nervous job candidates tend to speak at a faster pace and skip pauses before important points, limiting your ability to effectively communicate your qualifications. 3) Be engaged. Don’t forget about body language just because of the screen. Body language boils down to what you’re communicating without speaking. These nonverbal cues can include your posture and eye contact (or lack thereof) as well as fidgeting and moving around, all of which will be easily picked up by your camera. Looking to the side of your screen or toggling between tabs on your computer will be distracting not only to you, but to the person conducting the interview. Also be mindful to look into the webcam when speaking, rather than at your reflection. Many studies on facial behaviors during job interviews have shown that eye contact and smiling are particularly important to employers. 4) Avoid distractions. In accordance with correct body language and eye contact, be sure to avoid outside distractions. If you plan on taking notes during the interview, opt for pen and paper rather than typing on the computer. This will limit fidgeting as well as prevent the sound of typing being picked up by your computer's microphone, both things that may signal distraction to the interviewer. Have your phone set aside either completely off or on “do not disturb” to avoid your eyes diverting away from the screen. 5) Be yourself. This is perhaps the most important piece of advice in any interview, virtual or in-person. Try not to follow a script of what you think the interviewer wants to hear. Rather, engage in a meaningful, truthful conversation. Remote interviews, in particular, can make it tempting to follow a script or look at pre-written notes saved on your screen, but this could do more harm than good. Engaging in a meaningful, genuine conversation that showcases your energy and passion about the position while also demonstrating your individual skillset will leave a lasting impression. Pro tip: Think of the three best qualities about yourself or qualifications you want to convey in your interview. These three qualities should be the impression you want your recruiter to remain in their head following the interview. For example, your dependability, creative problem-solving, and proficiency with database languages. 6) Follow up after the interview. After the interview, you can't go wrong with a follow up email to thank someone for their time. A good strategy is an email directly to the interviewer, conveying your enthusiasm for the role and your appreciation for the opportunity to speak with them. Remote hiring is not going anywhere soon, so it’s essential to fully understand and prepare using these remote interview tips in order to stand out from your competition and ultimately secure your dream IT tech role. In preparation for your remote interview, research the company and interviewer, ensure your technology is functioning properly, eliminate unnecessary distractions, and don’t forget to follow up with your recruiter shortly after. With the correct amount of preparedness, you can confidently tackle your remote interview and secure the job position as a prospective IT consultant. Contact us today to join the BCTG talent community.

Vikas Ramlal Patel vpatel12463@gmail.com 8153176853 I am looking for new opportunities as my project is ending soon. SAP, SAP HANA, SAP S4 HANA, SAP ABAP, SAP BASIS. SAP, SAP HANA HANA, ABAP Building my career as an independent consultant I am looking for new opportunities as my project is ending soon. 03AGdBq25vUn8EjilF7RLpVqmBwlo6nXKTVnaRmiU8K-6k6xnuznb7O-uXu-b86cfJE6QJESygY9_3wYN68nNVl7oDfCtXgvleDecqJcf2VS2vjtZkcGzrQvphvSgBcgfPOHLXiQDrqOwY3tuaFjM_lxjVzdPkcF1T4JD7tlH2YrQdo-zOGZJTRlQ8dRp-nRIJ9OI3pgFGFB8P0hyZACULwObDndBdUPRwX4jLqzC8VtHiVi8xSAfkJOr0KOH-33c2rx-YXjwswERazpYE7o6DoeEOTzxTYWQLncTgwnK4p8KJTeuJ_BDnD7pjqAeaPnXV4r3orn65rhYJArQGsEz_Y_KwpAg74T4ErjEX0iQFPJeXC4xeV18891V5cz4qkPHRpL6zD_AqsGgbZR07xTIo7H24n96ZnXO4KVuFyp4m_O6xoKypwhtIxsWBRUCG0omY1G65PXPwptBCdV83wZAVjqquAno6D27-dQ 12 39.59.18.130 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ July 5, 2022 6:26 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Vikas Ramlal Patel vpatel12463@gmail.com 8153176853 I am looking for new opportunities as my project is ending soon. SAP, SAP HANA, SAP S4 HANA, SAP ABAP, SAP BASIS. SAP, SAP HANA HANA, ABAP Building my career as an independent consultant I am looking for new opportunities as my project is ending soon. 03AGdBq26RUbmqzbUGn832h0PEYvpQGA4W4OpXPBh-ass4bFpD11ngF59s-9pfn5JeHRRQ5kDkS5tPcYhbz2EC8wOeawOD-cf41DGfDEiONpDB-4rQIKlh201-_aKUUJeAwBVyYJCrqyL1vvb-eF_3J6n-ZRNu6W8Qkk8xeQCAP2RXo6KrA7RF9Wt2MBr9jLsGD45XNizCoISaWVojC-elKsMlXvnY6-wzo06bcaOaMSxJXxrtZA5E7Kbf8dQ1mwaxNGs8cAoK82kVyEd9dSZ0mLJB7C-t2AtFC0RAq99k_EhQt5WjVUkBDks8uQBcPa387C7P73dFIxGnDHtEbbtp98mCb5GrGagm16of8l-aCLjwU79ldFPdYv41BiYFhucCHHAz274OJYsoHn8TqBpnZyum7JLfBPxBtrljOPLdr9s35hIm8uFEmw5H5oTVav51wPiXDanWKtJwG2XsWIqUXwnW6hBSBZ5gpQ 13 39.59.18.130 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ July 5, 2022 6:27 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rachel Ruth rruth@clarkstonconsulting.com Rachel Ruth

Hiring and screening SAP candidates can be a difficult task, and we know the process can take a considerable amount of time for all involved. How do you know if you’re asking the right questions? What skills should you be looking for? What if all of the candidates are technically strong and skilled? What if I get it wrong? When it comes to hiring the right SAP candidate, hiring managers must be able to think beyond just finding someone with the right technical skills. Yes, it’s important to have a skilled SAP candidate to join your team. But you also need someone who fits in with the values of your organization, is a team player, and has the right attitude to deliver a successful SAP implementation for any project. A screening interview is the first step in the hiring process to help your company determine if the candidate has the qualifications needed for the role. With proper preparation by the hiring team or manager, your company can start the hiring process on a positive note and work toward bringing in the perfect SAP candidate. Below we’ve outlined four considerations for screening SAP candidates. 1. Ask open-ended questions that give the candidate the opportunity to describe their experiences. Many candidates have a vast knowledge of SAP, but is it the experience your company is looking for? During the screening process, it’s necessary to provide plenty of room for the candidate to talk, in detail, about their previous work, projects, and implementations. Instead of asking, “how many implementation projects have you completed?”, consider asking, “Can you tell me about your last implementation project, and how it differed from your previous ones?” By providing room for a discussion, you’re likely to learn more about the candidate’s relevant experience and expertise and if they’re the right fit for the job. 2. Think past the technical questions. While you want a candidate who is technically strong, it’s just as important that you think holistically about the candidate, too. Can your candidate explain a time when they’ve been put in a difficult situation? How did they handle it? Are they able to manage time wisely? What does teamwork or collaboration mean to them? Remember, this SAP candidate is joining your team and will be representing your organization, so you want to ensure that the soft skills – communication, time management, integrity – are identified and prioritized in the screening process, too. 3. Not every SAP candidate is the same. Be flexible! While it helps to have pre-planned questions and a script to pull from, it’s equally as important to be ready to pivot if the conversation veers another way. Take time to truly listen to your candidate and ask follow-up questions where needed. If the full 30- or 60-minute interview covers just one question, that’s perfectly fine, as long as you’re gathering the information and details you need to make an informed hiring decision. 4. It's a two-way conversation. At the end of the day, while you’re the one screening an SAP candidate for a potential hire, the candidate is also screening you to see if your company is a right fit for them. As such, it’s imperative to make sure the screening process is an overall positive experience for the candidate. Be attentive to their responses, leave time for questions, and make an effort to provide them with the information and resources necessary for them to best understand the role and its qualifications. Despite the ongoing tech talent crunch, it’s still possible for companies to recruit and hire top SAP candidates. Proper preparation for screening SAP candidates can go a long way toward ensuring that you’re hiring the right candidate for your role. If you’re looking for assistance in bringing on the right SAP talent for a project, our team can provide you with IT staffing to fit your business needs.

The job market has seen a rapid recovery post-pandemic with 95% of the lost jobs due to COVID being regained. As job growth exceeds even pre-pandemic levels, firms are struggling to evaluate all of the applicants for roles. On average, each corporate job attracts 250 resumes with only an opening for one hire. This is good for companies that receive many qualified applicants to choose from, but it can also mean extensive time needed to properly evaluate them all. Consequently, companies have made advancements with technologies like artificial intelligence (AI) in hiring processes to increase efficiency. Below we outline some of the most important considerations for both HR divisions and prospective candidates.

The Uses of AI

Artificial intelligence (AI) is a tool used across various industries to automate processes. Computers can often recognize patterns or find specified criteria much faster than humans. As a result, AI has been employed by companies that receive large numbers of applicants for job postings. In addition, a branch of AI called machine learning helps the computer system progressively become better at its task over time. For example, the system may become increasingly skilled at identifying a target applicant over thousands of trial simulations. Here are the two most common uses of AI in hiring processes: Résumé Screening: When considering that 75 – 88% of applicants for a role are unqualified, it makes even more sense to use an automated process to filter them out. AI and machine learning allow for massive shortlists of candidates to be evaluated based on predetermined criteria. This might include searching for certain keywords, past experiences, education, GPA, and titles. As a result, companies have been able to reduce their cost per screen by 75%. Hiring managers can now devote their limited time to evaluating those who do make it through the screening process, which leads to more qualified hires. Notably, companies that use AI resume screening software may also see a 35% reduction in the turnover rate. This is huge for smaller companies that need to be strategic with hiring budgets when the average cost per hire is over $4,000. Video Interviews: AI can also be trained to evaluate video interviews, in which candidates are asked the same set of predetermined questions. One of the leading companies in this space is HireVue, which provides talent acquisition departments with information about applicants that tends to transcend traditional data. Candidates will have limited time to view a question and prepare an answer before being recorded. Prep time generally falls between 30 and 60 seconds, and oftentimes candidates only have one or two attempts at the video. This means that responses will be real, for better or worse. The AI employed by HireVue evaluates a candidate’s eye contact, body movements, facial expressions, nuances of voice, and keywords used. This allows companies to eliminate or move applicants on to the next round more easily, with HireVue citing a 90% increase in speed of hiring. Some companies that employ HireVue include Bank of America, JP Morgan Chase, Goldman Sachs, and Amazon.

The Downsides of AI in Hiring Processes

Beyond the obvious fact that a computer can overlook a candidate that a human hiring manager may not, there are a host of potential pitfalls with AI in hiring processes. AI is often praised for being objective and lacking human biases that may discriminate. This, however, may not actually be the case since the software often has access to past hires and thus picks up on previous discriminatory trends. Historically white, male, and ‘ivy-league’ educated industries may see their software perpetuate these past trends by thinking that those are still the appropriate hires. HireVue can also be viewed as somewhat dystopian in the sense that a computer is evaluating humans. This may be off putting for candidates who would perform differently in an in-person interview.

Beating the AI

As a candidate, learning to surpass artificial intelligence in the hiring process is necessary with its rapid adoption by large companies. Here are a few tips to put your best foot forward in any online application: Keyword Optimization: Artificial intelligence that screens résumés is often looking for certain keywords or phrases. For example, a consulting position may look for words like “founded,” “analyzed,” or “led,” and phrases might include “created solutions” or “improved efficiency.” Reading the job posting for the key skills that the position is looking for can often be a good start for tailoring a résumé to bypass the AI screening. Recording Yourself: Video interviews can often be unnerving for those who are unfamiliar with them. Rather than responding to another person, you are faced with staring at a camera. It’s best to record yourself with practice questions before sitting down for the real deal. This lets you view yourself on screen and determine what looks and sounds best. General Tips: When participating in a video interview, it’s important to remember that staring straight at the camera rather than watching yourself will generate a better score from the AI. It’s also key to exhibit natural body language, use a tone of voice that isn’t overenthusiastic or monotone, and wear professional clothing. Finally, remember to research potential questions that the company might ask because you will only have a brief period of time to prepare an answer.

Conclusion

As a hiring manager, it’s important to remember the value in evaluating candidates by humans. Cutting costs and improving efficiency are important, but there’s no substitute for a hiring manager’s “gut decision.” A blend of AI and human observation may offer the best balance to shorten a long list while still having human insight for those who make it through. At the end of the day, companies need to hire the best candidate while using the most logical resources, and AI is one of many avenues to consider.

The first day on the job for a new employee doesn’t need to be stressful. It’s a great time to meet new people, become familiar with a new environment, and enjoy starting the next chapter of your career. There will be lots of relatively straight forward onboarding tasks and items to learn, but this doesn’t mean sitting back. Instead, it’s a chance to set the tone for the future success of your career. Below, we created a checklist in order to have a successful first day.

A Solid Plan for Your First Day on the Job

Taking a few minutes to draft a plan the day before will go a long way. Map out the commute time and be cognizant that the route may take longer during morning traffic. Plan to arrive at least 15 minutes early, but don’t enter the building until shortly before it’s time. Set out the proper attire the night before to avoid any hassle the next morning. If necessary, reach out to someone in the company to see what’s appropriate. If still unsure, siding with professional formal is always a safe bet. Finally, make sure to have any mobile devices or electronics charged and set up properly. If there’s software that is needed for your first day on the job, it’s important to already have it installed. If your first day will be remote, prepare a clean space for any video meetings. Be aware of what is directly behind you in the camera and make sure to ask anyone else in the household for silence during expected meeting times.

Banking Information

If you don’t have a mobile platform that gives ready access to banking information, make sure to bring it. Onboarding typically involves registering within the payroll system, so account and routing numbers are necessary. In addition, if there are forms to review before arriving make sure to complete them. Coming prepared for onboarding makes the process go smoother and easier.

Download the full First Day on the Job Checklist below.

[wpforms id="24736"]

As contingent staffing expands, employers must take specific steps in order to ensure efficiency across the board, from embracing digitalization and emerging technologies to clarifying expectations and values. The process of onboarding contingent staff, specifically, continues to change as the workplace becomes not only more digital but more virtual as well. Below, we have outlined some tips for onboarding contingent staff that will help you stay ahead of the competition.

Tip #1: Digitalize the onboarding and orientation process.

This step, along with the following tips for onboarding contingent staff, is essential in this day-and-age. The workforce is moving toward an increasingly virtual environment, so shifting your onboarding process to digital will not only help with convenience, but it will show candidates flexibility and understanding. More importantly, a digital onboarding process will boost efficiency by expediting background checks, paperwork, and the overall process. Digitalization also promotes organization and time management, making the onboarding process easy to manage.

Tip #2: Ensure role-specific onboarding processes exist for different positions.

First, when onboarding contingent staff, it is important to differentiate their role from all necessary angles. For example, the information and skills needed for a contract worker in one department would vary from another, which would both vary from a full-time position. The easiest way to master this step and implement it into your onboarding process is by creating numerous checklists for each and every position based on context and direction. In doing so, candidates can better understand their roles while wasting no time learning information that does not pertain to them.

Tip #3: Set clear expectations in relation to company culture and values.

While laying out what is expected from the candidate may seem obvious, sometimes this step is overlooked when it comes to contingent staff. Understanding what their role entails is only part of the goal; the candidates should understand where they fit into the company as a whole and if there is room to grow. Highlighting the company culture and structure not only provides insight and unification, but also incentive to potentially join the team long-term.

Tip #4: Promote communication throughout the entire onboarding process.

As previously mentioned, a growing number of today’s workers are remote. It can be extremely alienating to start a new job with no in-person interaction, which is why communication is so important. Brief check-ins the first few days, and later as needed, can help foster a culture of open communication and demonstrate the company’s commitment. Effective communication can help ensure contingent staff feel like a valued asset to the team, easing assimilation and enhancing collaborative and cohesive work.

Tip #5: Remember that technology and external resources exist to help you.

The fifth and final step, embracing technology, is critical in streamlining the onboarding process. Onboarding can be overwhelming for those involved, but with technology and collaborative efforts, the process is more efficient. Technology in the onboarding process works to amplify engagement, ease the transition, and improve tools and metrics. If you have any questions about staffing and the onboarding process, contact us today.

Hayford Agyekum hayfordderose@yahoo.co.uk +233244112364 All of the above VMware Products,Firewall & Proxy, Monitoring Tools, Network Management, Layer 3/4 Layer 2, Backup Management, Client Server Management,Citrix Cloud XenApp and XenDesktop, Microsoft Dynamics 365 ERP System, SharePoint, Google Apps, Amazon AWS, Office 365, and Azure, Windows Vista/7/10,Linux, Unix ,RedHat,Ubuntu,Mac OS X; Oracle; SAP, Java, HTML, C++,C,C#,Hibernate,Spring Boot, Finance, Cash Wireless,Hardware,PHP, Python, Django, Node.js,Ruby,Video Steaming Platforms,OVP,CDN & OTT Platforms, Microsoft Dynamics CRM / SalesForce.com, MS SharePoint 2007, 2010, 2013, Active Directory Management/Design, Enterprise/Tech Project Management, Hyper-V, Active Directory, GPO, SOX,GDPR and GMP. Project management software (Jira, Trello)Data analysis, Project management frameworks and methodologies (Agile, Scrum, Waterfall, Kanban) Digital marketing, Microsoft Office Suite (Word, Excel, Access and PowerPoint. Travel Self-motivated IT Manager Of Technical Services in the application of technology to business processes, with a strong background in the telecommunications industry and Project Management. Extensive background in Computer Technology, including ERP software ie, Exact Jobboss and Action Request System, BMC (Remedy) and SQL programming. Knowledgeable in Local Area Network installation and troubleshooting. Proficient in the requirements, analysis and design process. Cross- functional experience includes management of systems development and services in line with business operations. 03ANYolqsW-HjeY-sXT8D5YmIQ_g0_r25iN-F5-l1vy6GQ7Zr3oFQir7yPbQElffuJvQHU0rcg6-r3aNcaOUCgb7l5-Obxcek4rWzLZKeL2uIaVbKHfRW3lGVMROLmt47iAruqgwkrx1XVEWgSu_2jgkhEscFb7NOAiNBXKItDyyVlEypdxdzwffeYOeXSfFPXQ3ICDLyAPi1v1_Hzy9FmkhXzYUnhtwYiNqQJHDafGOaulaEkFwF5VYeaKTvLVs8qJniNEwkjBYEl9wnRITR2BQ_irPzLMPN6HBdp9E-7mLH5rJs7SRAE-OtLYQRHk3mMezgSfx7__pyXClq88BdmBIP6Ss3De9Yep1OYvWxlcyCQR1pS9y5Nls4pluNy7_4YjjcpwAsXsFvGTPuPe-RNVRzuGSzKhPq7UM00B8HyswI9UjbhVepMKHrv8D3vWvDR46CArZVnsbFciEAYynflML4DgLESXQHzmginp3FvL8m8oJ2OJR3uq6k 14 154.160.16.217 Mozilla/5.0 (iPhone; CPU iPhone OS 14_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/91.0.4472.80 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ July 15, 2022 12:55 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hayford Agyekum hayfordderose@yahoo.co.uk 00233244112364 All of the above VMware Products,Firewall & Proxy, Monitoring Tools, Network Management, Layer 3/4 Layer 2, Backup Management, Client Server Management,Citrix Cloud XenApp and XenDesktop, Microsoft Dynamics 365 ERP System, SharePoint, Google Apps, Amazon AWS, Office 365, and Azure, Windows Vista/7/10,Linux, Unix ,RedHat,Ubuntu,Mac OS X; Oracle; SAP, Java, HTML, C++,C,C#,Hibernate,Spring Boot, Finance, Cash Wireless,Hardware,PHP, Python, Django, Node.js,Ruby,Video Steaming Platforms,OVP,CDN & OTT Platforms, Microsoft Dynamics CRM / SalesForce.com, MS SharePoint 2007, 2010, 2013, Active Directory Management/Design, Enterprise/Tech Project Management, Hyper-V, Active Directory, GPO, SOX,GDPR and GMP. Project management software (Jira, Trello)Data analysis, Project management frameworks and methodologies (Agile, Scrum, Waterfall, Kanban) Digital marketing, Microsoft Office Suite (Word, Excel, Access and PowerPoint. Travel Self-motivated IT Manager Of Technical Services in the application of technology to business processes, with a strong background in the telecommunications industry and Project Management. Extensive background in Computer Technology, including ERP software ie, Exact Jobboss and Action Request System, BMC (Remedy) and SQL programming. Knowledgeable in Local Area Network installation and troubleshooting. Proficient in the requirements, analysis and design process. Cross- functional experience includes management of systems development and services in line with business operations. 03ANYolqvNpcy9e73Z29V0grEhWoli5_oXV__gPWOMnZLgggMrjQagAezUa24vf2vSz-3FYnBv-iVcpD8ftw-DgUaBVyu0NzmxXaFbubCR6E3NI8uOmbuMcNIS6q7xbvYCcWH5CMgJgFVbWZNeILzkmjv5E55yR_NcVNWSlXE2PsMFekiojSAy0vK0TQ62sdR_PBPqfaQjOi1XrjT4ofct9pb2GL9aHHs8RUJhTRTNsJx1eoJ8Rp7DnszKu3jtu5k8TxkFvTpArNiUILFlgRBRtMnKOATkj1_Uun_SH-KFFsRTz12kP5-utdujyKn3tGQa5v1mmOcZ43Z9VUUbyhhdjMd07lqQO0pMbY9vXi6U4P7lA9nD9eK882yQ55tuJcutMb-hmcisBiyrBGoiXqqCv4QzhopTwEo9fb8rQcfXXYEzBWGkrJQwmHS_OJYcRW2cLTocLexZ36Vy1mVNyF_F1iWSwv3WPoWWzebP-u55NWiqz44XMHyaBhw 15 154.160.16.217 Mozilla/5.0 (iPhone; CPU iPhone OS 14_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/91.0.4472.80 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ July 15, 2022 1:01 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hannah Moon hmoon@houseloan.com 4259515455 Other good afternoon. I attempted to reach you by phone, however, the system does not detect any # I press to leave a message or speak to someone. I am needing to get in touch with your human resources or payroll department for income/employment verification relating to a real estate transaction. Please contact me back as soon as possible. Thank you. 03ANYolquDD6EKWXScs_Re21cbAV8jayi7hsVabLFHoNWeyClwCXgV_gSSnftD1sFBWh0p1FoztzHzQjuq-MMHme5XxKzeoJwZBIzfW1DIoIUhSJU5GF41Bzhb3-fY1dk2VbuADcCHOoMwAcfrLMIZ0cfUuA1QOYj_IMcN-dHrPIp-_JWB9rourlL2-QgyBFu7iKuUkw-ww34LasPk_2zswVPRLwK7UYHkd5BxQcgwaSFjBAmmDIV0uL9XcxC-wjDcDjfxpvs-s6vEolJwArXBOOWpV-fEK_ecxAkOf-Z7c0CHHTfwdBxPAsbexnezei-BSJHJgQKwn2rNd8BPi2JeoIGVl6zjnW0Vbq90oF8fz4xA55YQbh_JV6p-3evd5MgWG5LWix4KHjfu_SrrL7LhNO8V6VAjZ-VUemCeSEhsk2g3KtG1eY4MYmjumLMYVmBnP1tzcZy3Gdtp7YZIDwXWG8BJCrrKrWd-IA 23 136.226.55.7 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 19, 2022 10:29 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hannah Moon hmoon@houseloan.com 4259515455 Other good afternoon. I attempted to reach you by phone, however, the system does not detect any # I press to leave a message or speak to someone. I am needing to get in touch with your human resources or payroll department for income/employment verification relating to a real estate transaction. Please contact me back as soon as possible. Thank you. 03ANYolqueTazR77JKTALDIJbdMNJyEStqeWTbFrByjDF-frFqDnJzrfdXAD2tbei4DdjNRvjBtzHhOlqytGAROqOCGWf1fYPKf7-b1x6xN8hV6VNlyQp0juUSPjVprkGryNYU_6JGHI_6LE1kM83QdDQicM1DK_zRHwrMNM5LyhxXs5z7YqY2o7zmWxMxco8wUr790d6s_DKN2FlfCl27FAjPv5pxv08IO3HOOef1S4YZ_WGJ99imV7-RqIPpHWBT9V637ETQlo0xlt2qIYuyM8psPnx8uF-UUYKFT_4GW1nSaP7Bc_LIvCjoA5WuSh8LR-Gtsqclpr3wjB31359f9_DXec-KG_DPZWVXre_OrRkhtnRUjxWZZzjX4ZUk5blZzan7dikwLbi3Oh9Aq0dljqFh4ksaAFltp3gZPuF-7bKjxiV7PHy8oZD8VcYcTjlON58zWUfByhRmHAlZVYFvXcbvtlTv7M06iQ 24 136.226.55.7 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 19, 2022 10:30 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

As companies continue to evolve, so does the criteria needed to be an efficient employee. Specifically, consumer product companies have had to adapt to COVID-19 and emerging digital marketplaces as well as changing consumer demands. Because of this, trends in consumer products talent are changing. Employees with extensive data analytic experience who can assess consumer behaviors will be needed. Digital strategists who understand how to navigate eCommerce, DTC spaces, and marketing will be in high demand. Individuals with knowledge of supply chain, experience in manufacturing, fluctuating supply and demand will also be essential to business success.

Digital Strategists

Digital strategists who can effectively direct the eCommerce and DTC (direct to consumer) marketplace are in high demand. The U.S. spent $431.6 billion in online sales in 2020, and it’s predicted that eCommerce sales will continue to grow at a healthy clip, reaching 23.6% of total retail sales by 2025 versus 11.0% in 2019. Consumer products continue to be sold on online sites such as Amazon, Walmart, Target, Best Buy, and countless others. Expertise in the utilization of eCommerce and online sites will be critical to companies maximizing profit margins. Amid intense competition and ever-increasing customer expectations, retailers and consumer products companies also need to evolve their delivery models—namely, in the direct-to-consumer (DTC) space—as the “at home” economy grows. The $100 billion U.S. DTC market is growing among American consumers, according to an analysis of around 21,000 brands. Per a 2022 Direct-to-Consumer Purchase Intent Index, 65% of consumers surveyed said they planned to buy from a direct-to-consumer brand in 2022, and less than 60% purchased an item from a DTC brand in 2021. Talent regarding how to get new customers and how to get the most out of current consumers will be needed to get the most out of companies' investments in DTC. Aptitude of concepts such as SEO (search engine optimization), opportunities for personalization, cross selling, upselling, and repeat purchase rates will be needed to drive revenue for consumer product companies.

Supply Chain Experience

With lingering economic effects from the COVID-19 pandemic and persisting issues with supply chain coordination, companies have had to put extra thought into how to enhance and optimize their own supply chains. Employees with considerable experience in supply chain management are a significant talent trend. It is essential for employees to properly forecast their consumer needs to make sure they have an adequate supply for their consumer demands. This is known as demand forecasting. With the lingering effects of the pandemic still present, this is especially important. Employees need to be able to look at historical sales to inform future trends and better predict demand. When considering supply chain, lead times and the time it takes for a product to go from the manufacturer to retailer or restaurant is a critical perspective to consider. Employees who understand the time it takes to place an order, the time it takes a vendor to process and ship the order, the time the materials are in transit, and the time it takes for their business to prepare the stock for sale are crucial.

Data and Analytics

Employees with robust experience in technological and analytical data will also be essential to consumer product companies. Businesses will need workers who can understand automated systems of record, survey instruments, and SAP (system applications and products in data processing). Employees who can run systems, implement code, and troubleshoot manufacturing processes are needed in consumer product businesses where millions of inventories are made per year. Assessing the data collected from analytics is an essential skill to have as well. Important information about the company itself and consumers can be found in this. A complete inventory of the tools, technologies, and systems can be acquired. Employee assessments, consumer behaviors, and anticipated demand can be efficiently predicted with the proper implementation of analytics. Knowledge of SAP (system applications and products) is also in increasing demand. SAP is essential for many businesses to control sales, production, logistics, human resources, marketing, and analytics. SAP can boost your organization's efficiency and productivity by automating repetitive tasks, making better use of your time, money and resources. Having an employee proficient in the use of SAP will be tremendously beneficial to an organization.

Moving Forward

BCTG’s team of IT staffing experts bring decades of experience to each engagement. We value true partnership and think of ourselves as an extension of your team to ensure that each interaction serves not just your immediate needs but your long-term business objectives. As the consumer product market continues to evolve, so does the talent needed to understand these current trends. Bull City can help your company identify these changes and find the talent needed to address them.

With the ongoing labor crisis and talent shortage, companies should prioritize optimizing cost-efficient and productive staff now more than ever. You may ask yourself: Why consider full-time staffing? Or, why consider contingent staffing? Optimizing staffing efforts means assessing your business needs to determine when to hire full time versus contingent staff. Contingent workers can be freelancers, independent contractors, and consultants that temporarily supplement a company's workforce. Although hiring full-time employees can be beneficial for fulfilling long-term goals, many businesses are looking for flexibility and specialized skills when solving short-term problems. One report shows that 80% of large U.S. corporations plan to increase their use of a flexible workforce in the future. Furthermore, 62% of enterprises reported that contingent staff are a vital component of their overall workforce. As businesses face new challenges every day, learning how to find the best staffing for your company’s needs can help with problem solving and productivity.

Benefits of Contingent Staffing

Flexibility and Short-Term Goals

Depending on the needs of your company, contingent staffing can provide unique perspectives to an organization. In today's labor market, many companies are finding it increasingly difficult to find workers with critical and specific skill sets. Hiring a temporary worker can help fill the gaps within those deficiencies, especially in a project-by-project working environment. For example, this can look like hiring a consultant or contractor when tech projects become too advanced for in-house skills. With today's rapidly changing economy, businesses will need to assess their progress as market conditions change and companies grow. Temporary staffing allows that flexibility to help companies as their needs change and new projects come along.

Cost Savings

A recent study found that the cost of hiring full-time over contract workers in IT was much more expensive and that it is estimated that typical mid-level employees require 6 months to reach their breakeven point. Contracting a temporary worker for a project means only paying them for as long as they are needed, and they do not receive typical full-time benefits – such as health care, paid leave, or pension contributions – which can add up to quite an expense. Your company can also save money by avoiding costs associated with internal training. If skills are only needed for the immediate short-term, a contact worker is the ideal route to take with limited costs and risks.

Quicker Hires

Contingent staffing can also streamline a seamless hiring process. Hiring full-time and contract workers can be a difficult and complicated process, from an extensive interview and recruitment process to onboarding and training. With contingent staffing, the best contractors will be credible and distinctive within their skillsets and are often readily available, cutting interview time costs by over 50%. Along with an easier hiring process, contractors can be used as a trial run for a potential full-time hire. Hiring employees on a temporary basis allows companies to see if they will be successful with the company in the long term. This can mitigate the risk of hiring a potentially poorly performing employee.

Looking Forward

Choosing between full-time versus contingent staffing comes down to doing what is best for your company. As the business world becomes increasingly fast paced, contingent staff could open a new door for your business. When looking into recruitment and hiring processes, consider the overarching needs of your company and the most cost-effective and strategic way of approaching them.

Our job at BCTG is to simplify your talent search and provide you with an IT Staffing and Recruiting solution to support your business initiatives. Contact us today to learn more.

Finding qualified talent in today’s job market remains challenging for many small and large companies alike. A recent study shows that seven in ten employers worldwide struggle to hire skilled workers in high-demand sectors, including IT, sales, marketing, manufacturing and production, and operations and logistics. One simple solution is to optimize outcomes with your staffing agency. Sourcing candidates, screening resumes, and negotiating salaries can all take time and energy away from a business owner’s existing obligations, which may end up hurting the business in the long run. Utilizing the expertise and efficiency of a staffing agency will optimize results in a job search as they handle most front-end recruiting processes, allowing in-house employees to focus on higher-return ventures for your business.

How can businesses benefit from using a staffing agency to optimize their business goals?

A staffing agency acts as a middleman between employers and workers, helping to match qualified candidates with companies that have current job openings. In 2021, recruiters laid out their five biggest priorities in the hiring process: improving quality of hire (52%), increasing retention rate (24%), improving time-to-hire (23%), growing talent pipeline (22%), and diversity hiring (22%). Using a staffing agency can help to efficiently prioritize these goals and improve outcomes over the course of the recruitment and hiring journey.

It saves money and time.

Technical staffing agencies help find qualified workers while saving employers time and money so they can focus on other business aspects. Sometimes employers looking for resumes may have projects that require a specialist, or someone with certain expertise. An agency can set an employer up with a skilled staffing expert and save them time by evaluating hundreds of resumes, checking references, and taking calls from candidates who may or may not be qualified. Training new employees can also require a significant allocation of resources. When searching for a temporary position to cover a few months’ worth of work, it may be unreasonable to invest money and time in training them. By using a temporary staffing agency an employer is provided with someone capable and ready to do the work they need.

It widens the pool of qualified candidates.

One of the greatest benefits of staffing agencies is their access to an enormous and ever-growing pool of candidates. A high-quality staffing agency spends years building up their talent network of top-tier talent through referrals, networking, and speaking with candidates daily, whereas an employer usually doesn’t have the resources to constantly engage talent at the same level.  Staffing agencies may have access to candidates who are outside of your search area or ones who sought a staffing agency to find the exact job you seek to fill. With more access to talent in your industry, you can find the right people to help your organization grow.

It matches experience and expertise.

Headhunters in a professional staffing agency have experience working with clients of various sizes and industries. After interacting with a large volume and wide variety of both clients and candidates, they have undoubtedly gained insights that can be a valuable tool for forming your hiring strategy to help you identify and achieve your strategic workforce goals.

How to optimize outcomes with your staffing agency

Provide context of your organization.

Communicate your business’s personality, culture, and brand. Give them a clear idea of what kind of employee will fit in well with your business. Provide details about the work environment, benefits package, and what makes your company unique.

Clearly define needs.

Share job descriptions, desired qualifications, preferred paid, possible short- and long-term openings as well as production/staffing statistics. 

Offer feedback.

By engaging in an ongoing and honest dialogue with the staffing agency, each of your companies will be able to form the most productive relationship. It is important to maintain an open line of communication and give prompt feedback to the recruiter on candidates and whether they are a fit for the job or missed the mark.

Understand the job market.

Discuss the employment market with your agency so you can realistically determine what kinds of candidates you can expect to find within your budget. If necessary, talk through different ways to adjust the job expectations. For example, if you require a lengthy skill set, you may want to consider including some on-the-job training instead of expecting the full package ready for hire.

Let us help

BCTG can help connect your company with the most in-demand technical experts and consultants in the industry. With decades of experience, we design talent solutions that fit your business, function, or project. Contact us today to learn more.

The tech industry continues to adjust to changes in the workplace, and the growing need for IT talent, labor shortages, and rising wages continues to create harsh competition in the industry. Despite the coronavirus pandemic, IT salaries in the United States increased 3.6% to reach over $97,000 by 2020. As a result of these conditions, businesses are struggling to adopt emerging technologies and stay on top of industry trends. Businesses need to look for new ways to source talent, while showing prospective employees how they can thrive within the company.

Ways to Attract IT Talent

Widen the Search Pool

In January 2022, nearly 340,000 IT job openings across industries remained unfulfilled. Altering job requirements or criteria and widening the search pool outside of traditional candidates with bachelor’s degrees will help to attract more diverse IT talent. Meeting the talent where they are, for example, covers more geographic areas, increases diversity, and enhances complexities for the business. Similarly, opening the position up to short-term staffing candidates and catering to remote workers by offering flexible working conditions amplifies desirability. Most notably, identifying alternative and non-traditional talent can work to alleviate some pressure due to talent shortages. STAR (Skilled Through Alternative Routes) and NEET (Not in Employment, Education or Training) candidates, for example, can give the business a competitive advantage. As opposed to solely relying on traditional college graduates, this approach provides the business with access to greater opportunities, as most of these candidates already possess much of the soft and hard skills required.

Provide Training Opportunities

Presenting candidates with opportunities for training enhances employee growth alongside the continuous innovation seen in the tech industry. Training opportunities, like coding bootcamps, work to upskill talent, broaden skill sets, and cultivate new talent. These programs can be catered toward company needs as well, guaranteeing that prospective employees are well-equipped for particular positions within the tech industry. Training opportunities are especially beneficial for STAR and NEET talent, as they are both faster and less expensive than returning to school.

Invest in Partnerships

Along with training opportunities, investing in partnerships is an effective way to expand skills and capabilities within the company. Collaborating with outside organizations, such as with coding bootcamps, presents businesses with curated and data-driven results. These partnerships can include sponsoring talent inside or outside the company through coding bootcamp courses, with the potential to hire talent after “graduation." Another way to partner with a tech training resource like a coding bootcamp is to arrange for their trainers to conduct internal professional development training for current team members. Internal training improves team capabilities to take on new projects, and has proven to increase retention among staff eager to take on more challenging roles.

Looking Past IT Talent Shortages

The increasing need for talent, in the face of growing labor shortages and rising wages, creates intense competition in the tech industry. In order to combat these challenges, businesses must expand the search pool and look outside of traditional candidates, and also partner with organizations to provide training opportunities to help current and prospective candidates develop in-demand, job-specific skills. Alternative recruiting methods are here to stay, along with an emphasis on internal mobility, and intentional collaboration with outside organizations can help build resilient workforces and upskill talent in the tech industry. To learn how BCTG can help you with your IT Talent Shortages, contact our team today.

This article was adapted from a piece originally published by Momentum on February 16, 2022.

Linda Hopkins lindahopkinsmkt@gmail.com 2012012012 Finding a New Position Hi, I just visited your website and I was wondering if you would like to see my vision of what I would suggest for your website. I would love the opportunity to show you our work. No commitment for future work, fine print or hidden anything- just an opportunity for you to see what some of our sites look like. I'll be happy to show you some of our work in your industry to give you some ideas. You'll then get to see one way in which your site might be redesigned to cater to the customers of today. That's it! Would that be ok to send? Thanks in advance! Warm Regards, Thank you Linda Hopkins 03ANYolqvpe1wQQIBNq7usde9JlVjBzmMpFOLfo__Js_WcansSQwV5w-M7C_Z627l1cj8E0K90X5pSz9igsgLu7LQX-j-hJL6yIMK6rpZMnTAbV5zQlX2fxPKgmdrqpHxUj2WGPlB4QH43d-2RWTbv8DXU3ixNcYFyn_mOa9O3ek-ORM2r75oVWuzCOm_uWFt6OgYfxnTKsWJc7thNizU-B2MyfZAgsnsZOzg0CYbwr1UVdBht4N6_LIzj0wSdmNNOo28leblN-5UD9JIF1vMoLtL-at7ffcsPhiaPN1RZQplSd5sBUOCLMd2dm286kDoRCGIG_wu3s6Ah6XPwJOrdtq9X9-DKgAfr4xrOPj1PQ92wXP-84tTFua-XKAgqk01aWw0JwdL3SaHJPodJALpPANSjoGrsxI8kraoct_tm_uqRpzQyUsFjFdl5mRDhUow_6lQIbTQwzSzVqMAbjKoVnXCgjniw4yZOBQqnRQHQ2w6sKnuAzvDuL3Lpr3_WZXTUJMcQbgNmn0YUKCHvDCdS9UYrBXFIyzj5VAAboHBLEtmgspaTM6pRISE 25 103.193.197.130 Mozilla/5.0 (Windows NT 6.3; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 28, 2022 7:02 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Linda Hopkins lindahopkinsmkt@gmail.com 2012012012 Finding a New Position Hi, I just visited your website and I was wondering if you would like to see my vision of what I would suggest for your website. I would love the opportunity to show you our work. No commitment for future work, fine print or hidden anything- just an opportunity for you to see what some of our sites look like. I'll be happy to show you some of our work in your industry to give you some ideas. You'll then get to see one way in which your site might be redesigned to cater to the customers of today. That's it! Would that be ok to send? Thanks in advance! Warm Regards, Thank you Linda Hopkins 03ANYolqsOpIt16FFTsX6Ou2pINOkQAplZP-qc6FG2qsGekGB6mLeYGblDCUH59xTmLbYck123tVn1JmSLUmv7C4fxSdrMIxStv0EG3rrY1PmiIoX0omtuagKAZwd68Qo62dA_HrYHtows9sIW1cOWvyfnzyzb6jpo-PqUrcfOo1q-aMs3yzFPYUr6aKT8w_6xZbNZhWQnudYYKhl8eoTMe6rOzoYV8gkDUl7r9GZSF5VMwNpnLdNDqr14VamQJGCM1hOwWXkvooXDGz0jDnL97hKFX0bvfEssbrag9HUIjOBDAkMQAT9BkVq525aIF-VhKSZPqyHhrGkZ3s-XgxQbUE0MlTJDZnPpBEaUdbQeSxb12pfcNkSVjyF9Ofx0z0QDQIhg5htmaWN03v7OsjHzoCZxlAZq0EvihXFvwXsq8Sb9UbSz383MdQpyBIDHYlzrEOFKnCi5dmBmeZu5UyC743-c8GFaM-mplHFO4bSr9mt4gYuz6WMSc9FVrqBy_sCLvynB8FJKBLYZKG6nHcHLX4ko3cazO-qmYGwdFGgmSnIxuWpCZqvYgd8 26 84.239.14.154 Mozilla/5.0 (Windows NT 6.3; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 28, 2022 7:17 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

JOSEPH BANKOLE oladipo.bankole@gmail.com 2103243158 Land my next gig in an exciting company Java, Salesforce Developer, Leadership Finding more time for my family 03ANYolquNbO5MRbjwIgYjBF3O7VOgxpkb2s__CzECjbNIzMllj-Tk85aYh-kKGoQBfzLLb-LnvMbxUnttCYMc2qnd_6rkhZbEkVyp5JWiEg0C32s-GrGvTj_XHWX5QCJFuspfditBJ_TUnld2DLst8GGsHxKR82UFdoP5wNqTcRlhM7h3OEtMvstyNEn_Gq-nrCW4B152xDTYnqBwpoXStdBRIQ4LCOR3LZsLPSv4RYYjoBOPB4201v9l8jiYkuvxYZ2nVDcQFiJ359J-PBs_mKxvxpZvxC6hdsCopNYQiK6Kt9nUFAPuRtzTlJiCjBTQK7emtG1HH5QuXBd05WkD4yY4GhzVe1AaHZBCifRo2wvSL9sXt4CYqCSvO6X8YpE2UJsFZ2WINNWfwWc2qWxkbpZ7l70vkQWix3Ff7ksrGr4E9aQn3nNnD4AKeq6-DNxqhGPWfdaPP88WdL8Ofl4okZZ7Mies7Y_qTmpIY77I4o8ceaikPD_RzIvi8bTq_TNDmEJXIqvj6WlioHrnR0dNH7O4H0Inpv01dKWE2H_khDNmxbjQC9BK32tObQPHlKjPWt0peUPCHXKe95eGe1plEvJBMIxcApq0gg 16 107.15.44.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ July 28, 2022 8:02 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

JOSEPH BANKOLE oladipo.bankole@gmail.com 2103243158 Land my next gig in an exciting company Java, Salesforce Developer, Leadership Information Technology Programming Finding more time for my family 03ANYolqvYFTja8wF5zkYAJgrs2bPtUrB7vg-WHFYX2v2Nuetig0iHrtGSe0w9wcqGYBVqKqgj-EzGFYiXxAjrco2xivembVKZe_TD0AOcfwnS-qpRk9XTmsFYpvM4WMzwCHgAehGcqMffBGyVJ1W9-kifYlHInUxJ_8Wxnc3jcUOi7lU5fPUeeFXymBUe4SPRiqKpwiu_02Wb2enxyU6d5ukLPJ-71TdIb63JSbTjvoi9kd3dkse29cJxT2ZZ040Nk9RZDUM8AhweXS0thEmpUgYJRgtM4-PgMjsWWXRLorYwbswuOfBok2xbm-_TQ6BbaGbS7bfR44NycyC2ceiYpB6aPgYub5_H3rwaVtF6a962sdfQpmWstSf-Jb24uw_sCXjg_pAmqHGLcUqIOx6XPDd-JqWeSh0vUZld_aYIjOZCLdb5g5D7v8kN8vyCojt_KK7tT-CRUE8hyZdl6_1YdGGTyVW-8EPlypvCVX4Ai1aCq3BIgF0l1lsTOuZBB9oWwqnKHxKvtu-9jgYi2iISM7v4UiTqHlur0YxyTRmr9Ff8D0C12shwP2rR68upjhRrjBB1hJZlj2Mmq1PX8YuHhSrdDvDyaJu2hA 17 107.15.44.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ July 28, 2022 8:04 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Linda Hopkins lindahopkinsmkt@gmail.com 201202012 General Inquiry Hi, I just visited your website and I was wondering if you would like to see my vision of what I would suggest for your website. I would love the opportunity to show you our work. No commitment for future work, fine print or hidden anything- just an opportunity for you to see what some of our sites look like. I'll be happy to show you some of our work in your industry to give you some ideas. You'll then get to see one way in which your site might be redesigned to cater to the customers of today. That's it! Would that be ok to send? Thanks in advance! Warm Regards, Thank you Linda Hopkins 03ANYolqtCH8MBtb7FKxPzTCr4w6XCgXFM7eM4Yl44AcPPlN6pDCYMI8Tnh57zfZPVm93D2e6MnnT2mHtiEwvYDWN59ymBglBnAcSmF45LqtdfDoORVhzrKt5W_h3yZcWf3ONHmgucde7OJqTw2RzGi7jmZlqqYpVSDHX11VMiCO0Hyekhh8_X0AW46Ped6UtJVGtBfgH026Xoh5x0oapOFzrGva0lWb3jGmt1XsNuxEqya3WYPFNgQrPjv8CFLnfMI234e4Vtxvswn7aEiCsjxO6A4zCdSEQSOJcfmg7GlM7N53WfbtmRP0oAO_sHqYLmVSGfcO7EMGVh5stMqXvqPQn3TpMWHFvM4F-IKOkLSKGXhRhf5MFDeq27KsWSE_7YbN1yjmyS_kXAbO7IRwUTLezpAaizr_kPHNbvhBUSbkJwsPKIQo9A_n_QZt-CVpjbzFrEtihXQb6JlQWqhKSIa2VqtxxcwwrQK0G0ngZPYgUOfTY8qmF31g9QUtT0sH7Ec9DHS6Ey7MKCznK4oZHqqsv2bA5-H1Id5WoRH54B3_azdSdWWUBhktk 27 103.193.197.130 Mozilla/5.0 (Windows NT 6.3; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 29, 2022 7:42 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Businesses across the world continue to face talent and labor shortages as a result of the COVID-19 pandemic, and companies within the tech industry are no different. These shortages, combined with changes to the “normal” workplace environment, have resulted in many companies rethinking and assessing their current and future challenges, opportunities, and priorities within their IT departments. In late 2021, Clarkston Consulting conducted a CIO Market Study, aiming to better understand the current priorities and challenges of upper or C-Suite level IT professionals (CIO/CISO/CTO/VP) at large companies ($350M+ revenue) in the retail, CPG, manufacturing, or life science industries.

Key Takeaways

SAP is here to stay.

Businesses across industries continue to utilize SAP solutions to increase effectiveness, boost competitive standing, and achieve success. Clarkston Consulting’s CIO Survey found that about half of respondents (47%) noted using SAP in their business over other ERP systems like Microsoft and Oracle. SAP maintains its position as the top ERP solution provider, therefore, understanding how to leverage SAP in your workforce is of growing importance.

Managed IT services are the most often outsourced activity.

When comparing outsourced activity, 67% of respondents noted outsourcing managed IT services the most, alongside cloud services (63%) and cybersecurity/compliance (57%). Notably, respondents also identified trust as the most important factor in choosing outsourcing partners, followed by expected value, total cost, and expertise. As businesses seek partners like BCTG for their IT services, it is in the service partner’s hands to stand out from competitors and secure the partnership.

A healthy work environment matters.

When addressing the impacts of the COVID-19 pandemic, respondents found that IT departments allowed more remote work options. Additionally, none of the respondents expect remote work opportunities to return to “normal,” referring to pre-pandemic times. This emphasis on remote work maintains its prevalence, and businesses should provide opportunities that cater to remote workers. Another large impact of the pandemic relates to mental health and well-being. Two-thirds of respondents have invested in programs to address the mental health and well-being needs of their team as well, with 80% being newly enacted programs. More importantly, almost all respondents (96%) indicated their company promotes a healthy work environment to some extent. Whether hiring full-time or contingent staff, providing remote opportunities and promoting a healthy work environment is essential in today’s workplace.

CIO Survey Results

The results of this survey provide a detailed view of many of the challenges that IT departments across the consumer products, retail, and life sciences industries continue to face, particularly as they navigate the ongoing effects of the COVID-19 pandemic in the workplace. To learn more about how BCTG can help you overcome some of these challenges, contact our team today. This piece was adapted from a piece originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Dillon Reiser dillonreiser@comcast.net 6515006070 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field SAP, Excel, Visual Basic, Power BI, Tableau, Salesforce, SQL Building my career as an independent consultant Learning new business and technical skills Hi, I'm a Business Intelligence Analyst looking to break into the consulting sector! I have expertise using SAP HANA, SQL, Excel, Power BI, tableau, and creating efficient automated ETL pipelines. My current position fulfills a project manager/analyst position where I am responsible for the reporting/analysis as well as managing stakeholder interests and timely completion of team deliverables, these are skill sets that I believe I can provide best and would like to find contracts that allow me to grow upon them. Please reach out if there are any questions or interests, I look forward to hearing back from BullCityTalent! Thanks, Dillon Reiser 03ANYolqtPgWPhywcYGbnPmz4AfDGIUM2e1moHSJ8zquM9eQ0-eyUMN97_LkH4GWQmlMOltN_dl2Uf49JLJQCPKtwmntyFFe8QW2QUXWNvSfvIwSWWNmkslPTV04uq8awk8j3XZyFS1r0W4CEgbnR-W_sli4mvFhbGsDt0M6Q97pmrNvr49Wsr_dJlb1hn-64fMmck_kcmuYsTNHCYH8AxK2DKaoYPHDoU5m0Q4UVzLIuA-Afdqvm-XgyUKi5y-UJP3h3fwIZRkrlZKgCKW1q7DHi1gDBQ1F6aqd4UJ6thS3SPVgmJ3fvNPLYEHpmNxR1NdjInk1XJR-HgcDHbqt2MQWg8bgSYps7xwSwa3hpIBGQJi0axt4ygjrj1sCNSJ7WUy29EjzD9Ij42NJXbhP07YDvQ-YCiqOFZoQ-gVP2BIlwXwquu4WASafR6rzNddmDSdoJwnSiAis2n9Js8te8bSPnznyEwnry2FiPWKMLWuUtnQLQ8nPCi1WAxN_Kxp-5rXY6COFYYrjhUG6KZHXb1A3NijrJ4UiyIDxEne-DiRZRiMYyChbRzQkV8e4-gSYK5EFV5seGgsQtmvHeOR53aflLEeCth4Ccc549DyEsGAxAN8BkmU2-7qRg 18 174.51.14.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.5060.134 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 3, 2022 4:20 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dillon Reiser dillonreiser@comcast.net 6515006070 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field SAP, Excel, Visual Basic, Power BI, Tableau, Salesforce, SQL Building my career as an independent consultant Learning new business and technical skills Hi, I'm a Business Intelligence Analyst looking to break into the consulting sector! I have expertise using SAP HANA, SQL, Excel, Power BI, tableau, and creating efficient automated ETL pipelines. My current position fulfills a project manager/analyst position where I am responsible for the reporting/analysis as well as managing stakeholder interests and timely completion of team deliverables, these are skill sets that I believe I can provide best and would like to find contracts that allow me to grow upon them. Please reach out if there are any questions or interests, I look forward to hearing back from BullCityTalent! Thanks, Dillon Reiser 03ANYolqtCJFqqGEXQVU10prNXNiYlMJ943dkZ3ez0Z3gDDDyEEL_z-bqqtcVsB8scZ8m_83DrWRhM7qPVjvk17ZvMGt29-dh8VlSm6pvwtaOC1MwjANfAtriE2CPMnBBkydV3EB2ogApYTRYSjC9BLbfMlhhngdD2S27Ruc78xixnWibT2v6kxevpOS8NCd9u_Jh5DH39vX1uYyWsxubFZ5eHmlcUEUilJsQLKmiqdUB7qj_uCNHuOz1-Kn59EOicmIj3sgtI0rDZJIBqep0SnVQsr_qgUTZXGJysunix88a1j7H_wuc60GJ8dZ6rOUucLdo0mmiONxidm2euQOeRPWoTblZxpLNogeEoHFVjKb26ynQlbNclnrEtxZP2ya0AEfb_4z6WhJOur-oDxBgav1d99FQLjBEMYGxOPud9h5pWWCEW7Aq5bmgOK90JqQ3jmOlaMpPZ4XNdpy3iEJs3BlM8SwvJyyM_8QzZP7v3cNgZdn1HKa89odEVYFcwuIFoPZ_41AcXSHbAu4I5HdvGNCUKlIy4gUtMof23BdKdG3RihodEBlYO8ZBXt-aKZVm8kICtMH53fN0h1fpSJe1b7FIcIP0b7UrtHHx6bwKUyOFNrB0vYD_L0lM 19 174.51.14.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.5060.134 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 3, 2022 4:21 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dillon Reiser dillonreiser@comcast.net 6515006070 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field SAP, Excel, Visual Basic, Power BI, Tableau, Salesforce, SQL Reporting, Analysis, Project Management Building my career as an independent consultant Learning new business and technical skills Hi, I'm a Business Intelligence Analyst looking to break into the consulting sector! I have expertise using SAP HANA, SQL, Excel, Power BI, tableau, and creating efficient automated ETL pipelines. My current position fulfills a project manager/analyst position where I am responsible for the reporting/analysis as well as managing stakeholder interests and timely completion of team deliverables, these are skill sets that I believe I can provide best and would like to find contracts that allow me to grow upon them. Please reach out if there are any questions or interests, I look forward to hearing back from BullCityTalent! Thanks, Dillon Reiser 03ANYolqtHBlyD5k05mXKAZ0fkh36_lT1SLkVkTRsGGBD_rL74gkpQ-XDYSX2gpfCYRG9tDu3gP7jH9Uo71ktB0VounBlG-E5Yu09YnjUzWcHcUG14eMw-nJh1UGFUM4CQnd7_NWDE0WC6Qp5uENqbnkGB_DAfNTvr-e37EkWQWNt-eUF1k5nFjsNq8fSvc2vUtMe0axnnHdWotBSU-i4GQtFN2i1PDyyNlp9tOlajg-JUknIJq2bIzzJf3buattNJa7XddAzOI9ufMaTPBxDt0A1d3IEnvbDMKQheitb5YfDMz6RHdf0JYMoz7Ex5ZtENs8tsNquTNN5DtgKtBex0qwFamUhdoVQYHyAgUOTB7gcPJ3ocPEFYmyZ0Z-oHPqiKeZ20ZYEusGpBhMX3CiNSQN54TZ8YYZImxHLqiEcXv33wpO16NhxldQDBj_SQ79qtai2f1rJAyJkwYcxMoC7_GlVPncgFECcErlOW5bvPOaHQKbqZoFVq4GNDie9VSjHKUDkPJ-YfmQKoG9BQXd2pilOcN7DJ7ZQieG-Ni_9-c4TvoQ-pH7OC7WJBugsGGPItY63f-W2ITfi6LdpxJeZEgWQuoDHos8TlyA 20 174.51.14.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.5060.134 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 3, 2022 4:22 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dillon Reiser dillonreiser@comcast.net 6515006070 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field SAP, Excel, Visual Basic, Power BI, Tableau, Salesforce, SQL Reporting, Analysis, Project Management Building my career as an independent consultant Learning new business and technical skills Hi, I'm a Business Intelligence Analyst looking to break into the consulting sector! I have expertise using SAP HANA, SQL, Excel, Power BI, tableau, and creating efficient automated ETL pipelines. My current position fulfills a project manager/analyst position where I am responsible for the reporting/analysis as well as managing stakeholder interests and timely completion of team deliverables, these are skill sets that I believe I can provide best and would like to find contracts that allow me to grow upon them. Please reach out if there are any questions or interests, I look forward to hearing back from BullCityTalent! Thanks, Dillon Reiser 03ANYolqvzDS4mKEr5ea2EoJiW3x-rFiR8eKf6ZgzmppBZUEzXHRxsMOEg8FE6xhhtmUEbZotF221UEVgsGVPCiMHSmJQAEueN35fDR_t5_Hx07yvQXcP-ZoGPI9XGrmBvPyhtwR6S-qJ-0AWZgEJMFxPpqP4fNL8gU_oPF-PZHYVKPuTX6XihYEAxjgS-UGpP30D6n02nDLlb-ct86I34zPAfOa2hSwGTb6YKFJ03_cSHFV2isj4iypUHBFaD7wX0csMZ1Yy4j1hG5VVvcqADX86hf5cForFwJR673Nf9QGViGHR7EROtehA3_tX5xZ0cQy1VwF0shQb5paghA9f3n82FfpNzlAvy_PI6632lV6pe75_RZGFvt-myoTQm5GttL5J6Hj9VmT9bIUPRJ9pDLtL8Eppx6eXeJ08YbSIsFShu_04Pl8uDHwQo55NJ3746vJS2-F08u1jwpNHAFtq3g5Er5orlqNKYCg2VSVDp2VpJDFl-4PnrrvYow-V_coQ4PnF0tu0RHtbVDVdykE3PtG-Srw6L3UDVcR9oksU9Z0ukBFKyJf2yJOnN83_mdb_lm2HTqmm5DwnnPetQDIe_ogRHWjIL0BnVbjMzrkI78jHcGu0xjI3Y1Bs 21 174.51.14.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.5060.134 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 3, 2022 11:31 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dillon Reiser dillonreiser@comcast.net 6515006070 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field SAP, Excel, Visual Basic, Power BI, Tableau, Salesforce, SQL Reporting, Analysis, Project Management Building my career as an independent consultant Learning new business and technical skills Hi, I'm a Business Intelligence Analyst looking to break into the consulting sector! I have expertise using SAP HANA, SQL, Excel, Power BI, tableau, and creating efficient automated ETL pipelines. My current position fulfills a project manager/analyst position where I am responsible for the reporting/analysis as well as managing stakeholder interests and timely completion of team deliverables, these are skill sets that I believe I can provide best and would like to find contracts that allow me to grow upon them. Please reach out if there are any questions or interests, I look forward to hearing back from BullCityTalent! Thanks, Dillon Reiser 03ANYolqvGVu8vQBKDm5bWSQtkvSFSTzW2KfXF9SyDZKdBN46XzmDMGuAh4YhG_x_AqqhFHMa8WhD1ftuQacokgeuFsAg1kGrHKdJ4xz9uNGTeQ-z_A2-nFq7sgUJ-Mi7I49awcp6NAN8PKzeK542n_Rfbf-LgiUdEGOEB1x5tvQrmB1LGBlxN9saBXL-Bd_paVbUL3FDxtun3-HAJP0gQ2GbFPYspGO9Gd1wy0rGCAqQSf36Y784rIHHPpcSuW5x3tR9AzOqIeYvCRuvIjxSJLJNiTK9bsvYJ1MVoBUi-Sq5U0mMaS1k5de69txF4Y4jyRD5Z8nQJaWjj3fhLm8Kf6zF0XHxidx5thZ6U7WyIEqYmklfJetp0kxkr09Jt428gvvSpJdIu7ByXtQIp65c8IICeUQZpKGwpyV6XmD_35BFHyKsAAGW6ZAb-sO9AFSvtj-aRk8EVicMsqp080wqH1Cbmo6A53kkINjpWyo8hoOtHM1m27Q1wdUvVlwOiPwy_sDEnj5482BWThh-BLkkgR1XY4aUWTeqUOf5ywJYe0lrrelGwDAnjd-E19EUJjL3jNtU3mcVPKMzYLijriss6b2BqkCCRw-jRyA 22 174.51.14.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.5060.134 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 3, 2022 11:32 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Reference checks are designed to dig deeper and help you learn more about your desired candidate. They act as a form of verification or reassurance when you are seriously considering a candidate for a selected position. In contacting a candidate’s references, you are verifying their credentials as well as their character, working style, and relevant experience. Effectively performing reference checks for candidates helps ensure that the hiring process goes smoothly and that the candidate is a good fit for the position.

What To Do When Performing Reference Checks

Let the candidates know beforehand that you are planning to perform a reference check, and then get their consent. Make it clear in the job posting that references are required when applying and give the candidates time to prepare. Typically, each candidate should provide three to four professional references that they have worked with in the past five or so years. Once you have narrowed down your candidate pool during the interviewing process, let all candidates know that you will be contacting their references before moving forward. Next, remember the purpose behind reference checks. Set a clear objective and be intentional. What do you want to find out? Ask the references job-related questions to learn more about the candidate's character, skillset, and work ethic. This not only helps you learn more about the candidate, but it also helps verify any information the candidate shared with you on their resume or during their interview. Above all, never ask about a candidate’s personal life. It is not necessary to know this information as it could create bias, and it puts the reference in an uncomfortable position. Finally, look for inconsistencies. The purpose of reference checking is to ensure the candidate is suited for the position, so make sure everything the candidate said on their resume and in their interview lines up with what their references say. Most importantly, be transparent with the reference and make sure they know what they say is confidential.

Finding The Right Fit

The main purpose behind reference checking candidates is to ensure that the candidate is well-suited for the position for which they are applying. References can help highlight a candidate's skills, work ethic, and overall character to validate whether they will be a good fit for the role. Selecting the best candidate for a position is increasingly important in today’s work environment, as each employee contributes to the overarching business goals and company culture. If you need help with your IT recruiting or staffing needs, our team at BCTG is ready to assist you.

Novel Veritas dishant.soni@novelveritas.com 8302661606 Other Hi Team, We are glad to introduce the Novel to you. The novel is SAP authorized partner with Expertise in SAP S/4 HANA implementation, support, and business and management consulting in verticals like Marble, Mining, Textile, Retail, Dairy, Pharmaceuticals, Chemicals, Auto, Cement, Diversified, Discrete and Process Industries, We are providing SAP consultant with great years of experience as a offshore resources. Can we schedule meeting to discuss this further. Looking forward to hearing from you. 03ANYolqsOZINmEgt0iBJeny5VwMDLtoOJw8fQfUHk5oLiKc0edrgt276q2RBxD0LojoBlN9XZTWAIJZO4FFh7rlBDqFYwy-39_BYUGLZiHtlQTBV_OOZ6avgfDDvHpVZxKprSWTGR9OIunJWrQHGpXg85t0-Lbbc9Qd7uJALUC-TlO8JqpTWxSFgQ8To-NRRukl-oK4Tli5oXKWPGwI6W_JUITY52zObvjLx6tBCZjFP6S8hS1-fzFwAwdFOB3IG0CPZuSUZARLmsJo_EJCbEWL_x6Cw_M7yf8znguwsUqlaLGR9M3uQIT6nbzLYLoZCx0l7kGPU1CagRxXEaDKSJz8OOn8xNad77iQaJ3bUgN2XM8Hn8QnwL0GyQqXxC_8Y6R90acwbS3N4GR23OkjoEpRMQ1RBOD8NIPo37ZpSSISSbUi3asMaouBnaYXwlBSaZpZ1icDA9mGGdUv7KjewPIoLi90fLAyMZ946vJLGXTCJ2xY-2ZYzppEVuIuvr1xtE0bD6Wf5GPbEL1B6_ZiWfAG9HHLdg5qsZssikG3fQWzASOkwXCQXRhrQ 28 103.53.75.13 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback August 5, 2022 10:11 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Novel Veritas dishant.soni@novelveritas.com 8302661606 Other Hi Team, We are glad to introduce the Novel to you. The novel is SAP authorized partner with Expertise in SAP S/4 HANA implementation, support, and business and management consulting in verticals like Marble, Mining, Textile, Retail, Dairy, Pharmaceuticals, Chemicals, Auto, Cement, Diversified, Discrete and Process Industries, We are providing SAP consultant with great years of experience as a offshore resources. Can we schedule meeting to discuss this further. Looking forward to hearing from you. 03ANYolquKuMOYY-okjN_gaUaLBF_SaPWGXv0z782job3NNPwmeUx0ua2nr3tgtDrAm-ncuuZodHbZ74qMkVwfjjnTwu1nJ97dSl68AHNZ2qSgzO76gZQtWUDSWoFx9vDAC41VfYfzSOfJJ4INS99FGJ-x4hdnavEOB3FZrwhXqCCt3YCvHx6lTYar-wQ2WQygOH4ynoxl6B4w1IpBQ-KKDKAIWKYAqJZw3ZB859VWHQryJGu0tkOoVi4-AJ_15vWw5ecHFGcJFkFrbIPSCLU4UoUjgVar4sz0AmLnBagiAIGLAMGoW0y2cJ2bRMWlmSyN-uLQi2axNa7WT96dNB59HavW3M8Ha3KfGNSHsWr7xGxFoIwEpq9pRdVnczqfbHyNdzzBYrh3EBiHE0M_534cAiufGSHs_yjzGCeNDinse48Z_roLCiuL-cZqcxoKmQcRBNyQx5QXsBuayG0696uGkgG0exm9gobvzRegml7GAtoX7D6oUWifhXHFYnn3MitUMMHNhrhhx_Cxjtiq99K0noUfexlQ0xNpSQ 29 103.53.75.13 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback August 5, 2022 10:12 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Staff augmentation is increasingly common in today's workplace, especially given the current IT talent shortage. Start-ups, in particular, need to consolidate resources, time, and money; as such, staff augmentation is an ideal option to do just that. Outsourcing IT talent is easier and stress-free than bringing on full-time employees, and it leaves more time for start-ups to focus on their business goals.

Benefits

Cost Effective and Flexible

IT staff augmentation saves businesses a hefty amount of money compared to hiring full-time staff. Start-ups typically have less money than long-running businesses, so remaining frugal with spending is important. With staff augmentation, no cost is wasted on recruiting, hiring, onboarding, training, or any other benefits traditionally offered to employees. Moreover, augmented staff is much more flexible in terms of hours and pay. While the business' involvement and control remain the same as with a full-time employee, you only pay for the services you need, when you need them.

Tailored to Specific Needs

Arguably, the most notable benefit of augmented staff is that these individuals can fill any skill gap. Staff augmentation provides direct access to the best talent with the exact expertise and experience you’re seeking. These individuals are trained and ready-to-go, specialized for the specific project you are looking to complete. Whether it is a short-term project or skill-specific task, augmented staff exists to meet these needs by widening the talent pool on a global scale.

Faster Turnaround

When augmenting staff, you are hiring specialized individuals to complete whatever task or project you brought them on to do. As experts, these individuals are productive and efficient. It is time-effective while removing any burden that comes with having to recruit, train, or upskill any current employee to complete the needed task.

Consider Staff Augmentation for Your Start-Up

As a start-up, you should avoid wasting resources, time, and money at all costs. Jumpstarting your business requires hard work and focus from all individuals involved, so outsourcing any needed IT talent to streamline growth is essential. IT staff augmentation can boost your start-up while allowing you to focus on your business goals and achieve success. To learn more about IT staff augmentation, contact our team at BCTG and we can help you find the right experts for your project.

It’s important for recruiters to holistically evaluate prospective job candidates. They need to discern personality, experience, and skills to ensure that an individual is the best fit for a role. Recruiters need to come prepared for interviews so that they can properly and fairly make judgments. This begins with the right set of questions to ask your candidate. Below, we outline six excellent questions to ask your job candidates during the interview process.

Tell me about yourself.

This question is a great starter for any interview. By being open-ended, it allows candidates to take any direction they want and tailor their response to the role. For example, a position in healthcare may lead individuals to speak about their desire to help others while a role in accounting instigates a response about technical knowledge and certifications. Regardless of the direction taken, recruiters can expect this question to get the interview rolling. It should provide an overview of a candidate’s work experience, competencies, and what is important to them.

What is your biggest accomplishment?

Asking a candidate about their biggest accomplishment allows them to provide details beyond what is on their resume. Their answer will reflect what they value most and may not even be their best achievement on paper. For example, a candidate may have brokered a million-dollar deal, but instead chooses to speak about saving their local forest. Recruiters can thus discern more about an individual’s personality and potential fit for a role. Whatever their response may be, recruiters will be able to understand the broader picture of a significant achievement. A resume may be limited to one or two lines, but a candidate can talk about the larger lessons learned from the event.

Where do you see yourself in 5 years?

This question serves to evaluate a candidate’s goals and long-term ambitions. By understanding where they hope to be, a recruiter can determine whether the candidate will be successful in the position for which they are applying. For example, if a candidate views themselves as working in a different industry, they may not be the best fit because they expect their tenure to be short. Conversely, an individual that views themselves working up to leadership roles within the same company demonstrates longevity and a desire to grow. Significantly, recruiters can also use the question to discern a candidate’s motivations. This is important in understanding how the individual may perform in the role.

Tell me about a problem you’ve encountered at work and how you solved it.

Allowing candidates to talk about failure or conflict in the workplace is an excellent gateway question. Recruiters can discern how a person handles difficulty and whether they use the situation to grow. The best responses involve an explanation detailing how they addressed and overcame the issue. Subsequently, recruiters can understand whether the candidate would appropriately respond to a problem if given the job. The open-ended nature of this question also allows candidates to choose any direction that they want. They may highlight difficulties with deadlines, coworkers, or skill deficiencies. The importance of their answer is subjective to the role. For example, a job that requires teamwork may not be the best fit for a candidate who details trouble working with colleagues.

What type of projects do you enjoy working on?

This question allows recruiters to understand factors that are important to the candidate. Based on a response, a recruiter may be able to discern whether a person prefers work that is individual or team-based, creative or straightforward, autonomous or supervised, and a host of others. This is important for roles that may require certain preferences or skill sets.

How would your friends describe you?

This question is a broad and subjective gateway to understanding the candidate’s personality and character. Their response can indicate both how they view themselves and how they aspire to be. This is important for discerning company and cultural fit. While most people wouldn’t give an answer that portrays them negatively, the traits that they provide may not be best for the role in question. For example, someone who describes themselves as careful and meticulous may not be well-served in a high pace position.

Wrapping Up

Ultimately, the type of questions that a recruiter asks are subjective to the role. They allow the best candidates to be chosen for a role’s culture, necessary technical and soft skills, and problem-solving expertise. These six questions are simply guidelines to help get an advantage on filling an open position with the perfect candidate.

Donald Lamont Wilkerson younglamont58@gmail.com 9195147341 Land my next gig in an exciting company Further develop a new skill Wearhouse and distribution AssemblyAbility Hand tools blue paint reading construction carpenter machine operations eclectic pallet jack forklift sit down and some stand up Customer service N.a Travel Learning new business and technical skills 03ANYolqv8P4d-7-8Fxguo2qTHKAZsWHXJEpyLLRKd5DQKDAxJYBZ2Glsijc67nSS8_kdqlXPZRHz-6NurCZF6A9SwEkmQjgLigDo_tFtYSBlkVzdYHEUmX_RIxIxJBdY2dssNAY5-oSWOk45f_pbrITOhHm55dpjREQ8GiWWrDTJSsPVmOckcuU_yI6RoEpTGhb4QtI3AN79Vk__fvZTrbanbnqZzbdlQc7Q4DLpekG9T_9aGUexvtV98-gZwZkSTJQxAhi84yFaqGf1lkV7USXEK6q-otmayybRSNAmtETK9kSGEVLC_TJT29P7ca2bbpV7NFq5FM3_97HNew378eWPzsz5WCrHNykaBaMbna8MSZPkgkV3rSSNejiJqfunn0A977t3vxalu8S3PjXWBhtF_2E2AdLS6kBa36wBvEpKGbQBC-s5EcqXVjr0rcqzLWV0NUCXWA2sRUuX7tntvC75gsv6AUer5YfKlrwPUoQmde-yyWX229neA-Kq7gJnyotfhcH1wOXaavdBgsGYZ-JZdJECdiID-ArF2Fl2d7hj3qOQtTxtgSyg 23 107.77.249.37 Mozilla/5.0 (Linux; Android 10; Nokia C5 Endi) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/103.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ August 15, 2022 1:38 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

When searching for candidates in today’s IT landscape, there are some must-have IT certifications to look for with your potential hires. Even with the continued talent shortage, it is important to ensure that candidates are well-qualified for the position for which they are applying. While soft skills are increasingly important, so are hard skills in a field like IT with new, advanced technologies emerging daily. Below, we list and briefly describe the top eight must-have certifications. Each of these certifications provides candidates with unique and much-needed IT skills to enter the IT industry at the entry level. Candidates who have obtained the following certifications prove to be committed to understanding the field, expanding their knowledge, and upskilling their current skillset.

Must-Have IT Certifications

Cisco Certified Network Associate (CCNA)

Becoming CCNA-certified requires passing a test that demonstrates your understanding of the following elements: network and security fundamentals, network access, IP connectivity and services, automation, and programmability. Cisco provides a CCNA course geared toward mastering the content on the exam. When receiving a CCNA certification, you can also specialize in key areas like collaboration, Internet of Things (IoT), wireless, and more. This certification is aimed at those seeking knowledge of the latest technologies and software programs or interested in an associate-level tech position.

Cisco Certified Technician (CCT)

Cisco Certified Technicians (CCT) can effectively troubleshoot, support, and maintain all Cisco network equipment onsite. A CCT-certified technician can identify and understand all models, devices, accessories, cables, and software interfaces. Within the CCT certification, there are three certification options: Cisco Certified Technician Collaboration (CLTECH), Cisco CCT Routing & Switching certification (RSTECH), and Cisco CCT Data Center certification (DCTECH); Cisco offers various courses aimed toward achieving each one of these CCT certifications. A CCT certification provides the necessary skills and knowledge needed for an entry-level networking position.

Comp TIA A+

A CompTIA A+ certification helps IT candidates understand and master the following skills: hardware, networking, mobile devices, operating systems, troubleshooting, virtualization and cloud computing, software troubleshooting, security, and operational procedures. Receiving this certification requires passing two exams, Core 1 and Core 2, focused on the aforementioned skills. A CompTIA A+ certificate is ideal for entry-level help desk technicians and specialists, network engineers, junior administrators, and more.

CompTIA Network+

CompTIA Network+ certifications cover troubleshooting, configuration, and maintenance of network systems. A Network+ certification focuses on networking fundamentals, network security, network implementations, network troubleshooting, and network operations. It is recommended that candidates receive the CompTIA A+ certification prior to achieving the Network+ certification. The ideal candidate will be a current or prospective junior network administrator, network engineer, or network technician of some sort.

CompTIA Security+

CompTIA’s Security+ certification provides the necessary skills needed for any IT security role across the globe. When obtaining a Security+ certification, individuals will master skills related to the following: attacks, threats, and vulnerabilities; operations and incident response; architecture and design; governance; risk and compliance; and implementation. The skills required for this certification help candidates, like security analysts and IT auditors, keep applications, networks, and devices secure and aligned with current regulations.

Linux Essentials Professional Development Certification (PDC)

Linux’s Professional Development Certification (PDC) covers the basics of open-source operating system systems and functions. A PDC proves the understanding of the system's hardware, software, processes, programs, security, and more. This certification is perfect for candidates looking to become IT administrators, developers, and engineers. Above all, this certification lasts a lifetime with no renewal required.

Microsoft 365 Fundamentals

The Microsoft 365 Fundamentals certification encompasses the basic knowledge needed to understand and utilize its full product and service portfolio. The certification verifies the candidate's understanding of cloud concepts, Microsoft 365 services, security, compliance, privacy, trust, security, and support.

PMI Certified Associate in Project Management (CAPM)

A Certified Associate in Project Management (CAPM) certification is aimed toward entry-level candidates looking to gain or polish project management skills through the Project Management Institute (PMI). Prerequisites include a secondary degree and 23 hours of project management education. A CAPM certificate is perfect for those looking to expand their responsibility, knowledge, and management skills within the IT field.

Finding a Qualified Candidate

When searching for a candidate to fill an open IT position, it is essential that the candidate displays mastery and an up-to-date understanding of the subject area, software, systems, products, and more. These eight IT certifications are the baseline for any qualified candidate looking to pursue an entry-level IT position. For any questions related to IT Staffing and Recruiting, please contact our team at BCTG today.

With companies starting to focus on college recruiting for the fall, it is imperative that diversity, equity, and inclusion (DE+I) embody the brand and stand at the forefront of strategy. Unconscious bias tends to exist in most companies, halting growth potential. By fighting bias and welcoming DE+I, companies will strengthen their reputation and expand their skill sets and qualities. By leveling the playing field and providing each applicant with equitable opportunities and resources, and mitigating bias, brands can focus on the individuals’ skills and the jobs’ requirements.

Understanding Your Audiences

When it comes to supporting a culture of DE+I in recruiting, numerous HR technologies have emerged to aid in the process. By reducing hiring bias at various stages – whether sourcing, marketing, interviewing, or interview debriefs – DE+I will become part of the company’s brand. Understanding and embracing DE+I requires effort at all levels of the organization, from top to bottom. DE+I technologies can not only aid in talent acquisition but also in development and retention as brands manage and track key analytics.

Creating an Effective Strategy for DE+I in Recruiting Processes

While effectively incorporating DE+I into brand culture takes time and effort, it is essential for success. As companies start thinking about enhancing DE+I in their workplace, several steps can be taken by starting with recruiting and the overall company culture. Listed below are some helpful practices:

Leverage Technology to Diminish Bias

As previously mentioned, unconscious bias plays a massive role in hindering efforts to improve DE+I in recruiting. With the help of HR technologies, such as Human Resource Information Systems and ethical artificial intelligence platforms, brands can remove bias across multiple levels of the organization to provide more candidates with fair opportunities.

Track, Measure, and Analyze

By managing and collecting DE&I-related data, companies can measure, analyze, and truly comprehend their progress. In doing so, companies can continue to improve their efforts by focusing on their concerns and increasing accountability and transparency. These metrics could include sourcing, outreach, candidate, performance evaluation, recruiting events, and location data, all of which can help provide equitable insights into your recruiting efforts and outputs.

Provide Opportunities for Growth

Sharing opportunities with employees and promoting internal recruiting is a crucial part of the DE+I process. Individuals want to join a brand that provides room for growth and development, and by allowing this possibility, DE+I will seep into all levels of the organization, and retention will see massive growth. Think about where you share new opportunities internally, leverage employee resource groups (ERGs), internal nominations, and collaboration platforms (such as Microsoft Teams, Slack, or Yammer) to share opportunities.

Maintain Diversity at All Levels

From recruiters and interviewers to decision-making and executives, nurturing diversity throughout the organization is essential. Think about both inherent traits (such as race, age, and gender) and acquired traits (like religion and geographics); consistency in DE+I efforts will help foster growth and understanding throughout the company.

Make DE+I Part of the Company Culture

The most important step to take in DE+I in recruiting is making it part of the company culture. Diversity, equity, and inclusion should not be siloed in an organization, or topics that are discussed after an incident; instead, it should be commonplace for an organization and its employees to reinforce an inclusive and equitable mindset. By providing employees with surveys, training, and an overall sense of belonging, DE+I efforts will go beyond the surface and prove to be part of the brand’s core. Creating a diverse and inclusive organization is critical for growth and success, providing companies with the upper hand against competitors. While appreciating differing perspectives, skill sets, and qualities, brands must build awareness and understanding within the organization, manage actions throughout the decision-making process, and focus on overall accountability and transparency. Whether it be through people analytics or training and talent development, experts at BCTG can help instill DE&I into your recruiting and hiring processes.

This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Bhavna Bhavna bhavna@qualtechrpo.com 7324810074 Finding Talent I wanted to know your thoughts on our recruiting services. we are providing an offshore recruiter to fill your requirements with quality resumes at the lowest rates and the least turnaround time. let me know your thoughts and we can discuss this over a short call. Thanks & Regards Bhavna (732) 481 0074 bhavna@qualtechrpo.com 03ANYolqt6lAT6h-_raeAkeqZJTI_2BMNuQlkNQtEV-hpEJOqkRBV3OOJUgtu2gK8OMY7dDq7K-WzZ5ag4t6nIi9L-yctWoSiPG5tS0rYvJsm8Z82bzgXTlZpmusER4-VegvpJ21CUQPQgAMZM30cwMgy8r7SnwkWj34Tfi08ROteDjNKjcz0DGPeL6eltxNJ9kzyD69ld1E47XvnrZfwJQomhKrScXPXwnFC14JEiP-U4VoXeDEiQeL6rDC_fo8mIXRSz3C_g5TpNnqHZHIN7GViCCuaupGNoM2WPUD3_1xmSIGojSFAmy_BaIPtj3QU8NW-Pdk2ORgc47LBMeG3jSjYU0oNQTV6wF4HMQUJ4Y3RCCud9hcDhkW7KroOWcn1mz-8hK4_eEFMRwuX7FWaqte7sIvz1G5f4aYLMrxmrhKPRsbMTj8mpXFjYiAf_ucpuiyfm0bDz1SIVMdGfYKS3XKIJlq9QCUYBr_wJI_InusJhVKSEHtKm6cRi5ZR1jFqIhLwWqwiP1P_QuKg_1JEU_kgHcHUZ-jOPXlgKBHChiJBPYVAm1w8eAJywHkz-3n9RRT95P1QwQigptWu2hhtHFuj_vvqV65wQ6Q 30 45.119.31.49 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/104.0.5112.102 Safari/537.36 Edg/104.0.1293.63 https://www.bullcitytalent.com/contact-us/ August 22, 2022 8:10 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Regardless of the industry or job title, there is an extremely high likelihood that during the interview process, you will need to know how to answer this question: “why do you want to work here?” There are a few ways to master your answer to this question, but the first step is simple: come prepared. Do your research on the company before your interview and practice some potential responses. The company is looking for a candidate that truly wants to work there, so be honest and genuine in your responses. You need to demonstrate your interest and enthusiasm for the role while also showcasing the value, experience, and expertise that you can bring to the company.

What Not to Do

It can be very easy for candidates to take the wrong approach to this question. Some may see this as a trick question, but here is one note to keep in mind: do not make your response about how the company can help you; your response should always be about how you can help the company. Responses like, “I’m desperate;” “I just need a job, and this was open;” “This seems easy;” or “I’m just looking for a job until something better comes along” are never a good answer. Your response to this question should always reflect your interest in the company or position, how your skills and experience are applicable to the role, and how you would be able to make a positive impact on or within the company.

Formulating the Best Answer

First off, do your homework. Your answer may depend on the position and company for which you are applying. Once you have a holistic understanding of the position and company, narrow down what you bring to the table that will benefit them, rather than vice versa. How can your knowledge and experience help the company succeed and grow? Use examples from previous jobs in which you sparked growth or contributed to a success of some sorts. For example, when applying for an SAP Analyst Role at a Staffing Agency, you may say, “I believe my interest in collaboration and my past experience in SAP Fiori and SAP ABAP align well with your company’s current needs and values.” This is your chance to subtly highlight your own skills and expertise to prove why you are the right person for the job and company. Hiring managers want to ensure that candidates are well-suited and excited for the position and will mesh well within the company culture.

Conclusion

At the end of the day, how to answer “why do you want to work here?” varies from candidate to candidate. You are going to be asked several questions, and your answers should be honest and reflect your past experiences and current skillset. Research the position and company, remember what you bring to the table, and be confident in your response. If you are a consultant looking to enter the staffing and recruiting space, consider your opportunities at BCTG today.

Finding the right candidate is vital for any position. But when filling a role for an SAP position, it’s essential that the candidate is qualified, as their role contributes to the holistic view of the company. The ideal candidate should have experience and expertise in the SAP system, along with programming, project management, problem-solving, and more. It can be easy to narrow down candidates based on their résumés, but that is only the tip of the iceberg. What you ask your SAP candidates during the interview process can help you, as a hiring manager, gain a deeper understanding of the candidate's hard and soft skills alike. Below, we outline a handful of questions to ask prospective SAP candidates during the interview process.

Questions to Ask

What is your background in SAP?

Any candidate applying for an SAP position should be well-versed in all things SAP. What do they know? What was their training like? Are they adaptable and eager to learn new systems? Candidates should have the skills and understanding needed for the role, and how they got there can tell you a lot too. This open-ended question also provides you with the opportunity to learn more about the kinds of SAP projects the candidates have worked on previously.

Tell me about the different SAP products and tools.

This question helps dive further into the candidate's knowledge of SAP. Do they know the difference between SAP systems like SAP Fiori and SAP CRM or SAP ABAP and SAP BI? Depending on the position for which they are applying, hiring managers may be seeking a candidate who can work in various areas. This is your chance to test their knowledge and expertise across SAP functions.

Do you have experience with machine learning and AI?

Machine learning and AI continue to be integrated into SAP and data systems. With that being said, it is important that candidates understand these systems as they are becoming increasingly sophisticated and pronounced. Working in an SAP position will require knowledge outside of SAP, so ensuring that the candidate is well-versed in different data systems is crucial.

Tell me about a successful SAP implementation that you have worked on.

Asking a candidate to describe a successful SAP implementation can provide much-needed insight into their experience, work ethic, and even character. First, have they and can they do it? This question gives the candidate the opportunity to describe a previous project that they worked on and gives you a chance to analyze their methods. How did they approach it? How did they solve it? How did they communicate with others throughout the project? This also allows candidates to boast about their greatest skills or accomplishments in a project.

How have you handled conflict with a coworker or client?

Conflict resolution is a key skill for any candidate to possess, especially in the SAP realm. Any appropriate candidate well-suited for the job should be a good problem-solver and communicator. They must be able to find a compromise, while not only fulfilling but exceeding expectations.

Final Thoughts

What you should be asking your SAP candidates may depend on the specific position for which they are applying. But, regardless, these questions are the perfect steppingstones for understanding how compatible a candidate is for the job based on their skills, experiences, work ethic, and character. To learn more about SAP staffing and recruiting, reach out to our team of expert consultants at BCTG.

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Within today’s working landscape, there are both pros and cons to being a contingent worker. From the employer point-of-view, contingent workers are cheaper, faster, and more flexible than full-time staff. Actually being a contingent worker yourself, though, provides different advantages and disadvantages. Contingent work allows for independence, but it also means constant change and little to no commitment. Below, we outline a few pros and cons of being a contingent worker.

Pros

Taking up work on a contingent basis definitely has its benefits. First and foremost, it helps fill gaps in your employment history and acts as a reliable source of income while you search for the perfect full-time job. Above all, contingent work exposes you to different experiences. These positions may be in a new field that will help expand your knowledge, skillset, portfolio, and overall network. For individuals simply looking for work here and there, contingent staffing means flexibility and low commitment. You choose when you want to work based on the projects that come in, and once the project is finished, you are free to move onto your next venture. On the other hand, if you are looking for a full-time position, most companies offer temp-to-permanent hire routes. This way, candidates can build their skills before joining the team officially and full-time.

Cons

With pros almost always come cons. Contingent work essentially means temporary, so you will rarely receive benefits from the company that hires you for the project. This also means less income than a full-time position. With a lower income and little to no benefits, there is not as much stability and security in your job as with a full-time one. As a contingent worker, your role is on a fixed and time-limited schedule, and you might not experience the traditional experience of a full-time, permanent employee. As such, you may feel isolated from the company and its culture. For employees who are looking to feel more immersed in the company and its culture, contingent work may not be able to offer the level of inclusivity or belonging that you seek.

Weighing Your Options

Deciding whether to pursue contingent work is entirely up to you. What is it that you are looking for? What do you want to get out of it? If you are looking for independence and flexibility, contingent work is for you. On the contrary, if you are looking for job security and benefits, consider a full-time position instead. Regardless of your preference, make sure you take time to consider the pros and cons of being a contingent worker vs. a full-time employee. If you are interested in pursuing or learning more about contingent work, contact BCTG today.

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Sandhya D Mishra sandy.m2089@gmail.com 2162353866 Land my next gig in an exciting company SAP Security & GRC Security & GRC 4 years experience in IT field 03ANYolqvkbToOj1menrPxyfeZCiGmRPQxpFp2rKgXthxTr7i03VSogFOBlUOZz-OS0xcftUqr578wwxHhTQay2tVpadY9h8VjekHbzq2hFx3SoKTvOx80zlzJo_II7dH3sx82XgHYhPB-JOtUz6QzV9tfgqyFZwb2rzk3-5Ptxg9rgJIEm_ZT97uwcT9WdHK_lQrqhxKZy1wVyyI937kX1ajvT1TM65ISlgKJ0IY-aRjSQoV6P2UODEFiJG49cudC3A3NMepmdWN2tRdNfLLs0RRtpRtdglwfqTiZz9qLUnoqcSCrtNPdQBiPqFAFS5iBBN5NyoxRm5pNIw6JHhSIVjEDFojghhT11jixVzfefsQWKpKybHdzgt_XVnUWuariylpGULcL4Y7P5lGIkm3PP5EFikWFroLRf9gMdwdhkrt3aVs3gNYwXbFDN_gWRovQjWiz2KRNvyHcHuf32pcQ5Vp_kIOtLc_aatfAIEFDufAhl_eNnqrLcO-ZszJ0K_jHkQxX-phbPSGpekdYt0yymFp2w-JCLprkentz-FLr1KLvXI62NGiIMLUNqg7TZRmvHaZlEZrtGAz1GW-T-czsKl22_CTj81fiKa0UHAauoPxuGRjYNTz4Af_9KZ2dmjLXxaurLLKHrPQ3 29 99.90.37.55 Mozilla/5.0 (Linux; Android 12; SM-S901U) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/104.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ August 31, 2022 2:11 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sandhya D Mishra sandy.m2089@gmail.com 2162353866 Land my next gig in an exciting company SAP Security & GRC Security & GRC 4 years experience in IT field 03ANYolqvq_jKF8Y0D6o6-JlcXJk_Zu5Db8rBV5ThYIz1Zz28nz53b6SashGTASs-ZcK_nEzC5a4o4o36Xi26xFySxvlnfQOKRr4siqt-ycGqy2_biTJw73J-ov1uYn4WbzluukxAB96SrvANRDbbFu55sydP4DpjoP7XZPHrDnJcYiVICbTHfEcgT80zTz3dzkpvXN1oGjpob-YIZ3422XIs_mvHa3tFIySjsFpWEYPBwdFqA7LKPexqbrlNGWtuolmMh3dksxLF-SKyld2V7d25wh2rSje68IKB6fGM0xi-d49Xj3aBsgEI1FsRi0qGC3XHCFnsBBCDzCrPbNTdcrOiqtTKEH7AL-Q6hbTbZ0NcQbEq8k856oDqluhH_052nRWh01iwVA1cmvDkTlA2no6zO3mBLQA9Oniz-jAat2BmSA1JfGtAsVJZyEgfMKt2T5KqGZu9nPychixotKBh0n-YD7THNs6iz12-yesQDkI_1kmRD311FHdzQMAC_hcMXbdviN3igXDwcWFlhxS3mNhoNZj5EHm7KPjLQ7EoEaLrMDgbvi5Rl2xH5E5mHBp2M0jMl4Fba5pmkEV7MY76ckOoe6p7AHGheBaISGVp9kt30tNv18nhJLfc 30 99.90.37.55 Mozilla/5.0 (Linux; Android 12; SM-S901U) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/104.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ August 31, 2022 2:11 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Rachel Ruth rruth@clarkstonconsulting.com 1234567899 General Inquiry testing testing testing 03ANYolquA8zuKiVccFODWs_kW9KpiK0BuNZa_CKLv-tpdwjw7O0OMs1JiAZrtslZPXcJnqn-t_btgjDmBNU_4KQ2wO9OOciwC8KGGXIW2HFAhdqwkn-RSvojodDa5091WvNvZZcIXhwbyOEmI-iQmwp2ABBdOQhTnGfWWBa73dQAGUrWYy1h6mWN4Lu3jmIkUtYy6ZpZUk-DjjMh3b2N2Tj_A5b6rL2F_MbrSSG6N0T3f5qYfk42Z9yi9yyTSHHzxOH6ZjM5YJlDLm4FJcMqRtui8DzVN2vUwSEznwV2ihppjeXkvvygCmTA-zS14CxWJC6eSGWjPaom1taGPp_SY9uDHN9gD3lepw8AR0gsw16x2YObDl8tO1V1Nnyg19jbWKcSa8lWRUvPDf6s7_UqiZeIXL03gAN7dAAUcP8G9vsaZ_q4gRcLLtSAUtVZeqUC4l3VHVqseb7BIR_rEzAg8HsJAKLWUPSsW_tz9cCgqwwP1VCf6aYo2OnkZ641F9l20yi6XLJnk0jU-cyoRG-woGYpv07aAS3tgqQ 32 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/104.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 31, 2022 6:33 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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A cover letter is your first chance to make a good first impression and show hiring managers why you stand out above other candidates. While this is an opportunity to show your personality and character, keep it concise. Cover letters should be short, formal, and thoughtful, and make sure your structure, grammar, and spelling are perfect. Above all, maintain focus and remember your intent; what you write will vary depending on the position, industry, or even company for which you are applying.

Showcasing Your Strengths

Hiring managers receive an influx of cover letters, so how can you make yours stand out? Draw them in fast. Start your cover letter off with a great hook and connect yourself with the reader. Next, focus on keywords. What words were used in the job description and how can you apply them to your experiences? Be intentional to not simply restate your résumé; rather, showcase your strengths, provide examples, and briefly speak to why your previous experience makes you the best candidate for the job. Most importantly, be honest and genuine – after all, this is your chance to make a good first impression before ever speaking face-to-face with the hiring manager or team.

The Process of Writing an Effective Cover Letter

A good rule of thumb is to think of cover letters in the rule of thirds – spend 1/3 of your time planning, 1/3 of your time writing, and 1/3 of your time editing. Before planning, though, a promising first step is to look at samples. Seeing how others approach their cover letters can be eye-opening and inspiring, but remember, your cover letter should be your own, reflecting your strengths, personality, skills, and experience.

Planning

The first step is to plan. Establish your audience and reason for writing. What message are you trying to convey? What skills and experiences do you want to highlight? You will want to grab the reader’s attention in the first line. In planning, you also want to analyze yourself. What are your strengths, weaknesses, and opportunities for growth? This will show the hiring manager that you are self-aware.

Writing

Next, use what you laid out in the planning stage to further develop your ideas. The strengths, weaknesses, and opportunities for growth that you found will help you identify key points you want to make. In doing so, refer to specific positions in which these skills were used. Include any special projects and accomplishments that you are most proud of that may relate to the position for which you are applying. Hammer in your main point – why you are the right fit for the position and why you want to work for them. Sum up your strengths and how you are well-suited for the role. And, of course, be sure to thank the hiring manager for their time and consideration.

Editing

Finally, edit. Check for spelling, grammar, and typos. Then, read it aloud. The best way to decipher how your cover letter comes off is by reading it aloud. Does it sound funky or disingenuous? Am I missing something? Is my main point clear? Take a step back or have a friend look before making any drastic changes. Once you feel it is ready, compare your letter to the job description (and its keywords) before sending out the final version.

Final Takeaways

When writing an effective cover letter, be positive and natural, specific and persuasive, honest and polite, and, most importantly, confident. Divide your time evenly between the planning, writing, and editing stages. Make a good first impression and draw the reader in quickly. Be personable, show character, remember your intent, and be thoughtful in your execution. A well-thought-out and well-written cover letter will help you stand out among fellow candidates and make a strong first impression on the hiring team.

When onboarding remote employees, hiring managers must alter their approach and cater to the virtual environment. Individuals who work from home lack the in-person interaction and office support that they would gain from working in an office setting, so it is vital that hiring managers take the necessary steps to ensure a seamless integration virtually. Remote employees should feel accepted and comfortable from day one and having an effective onboarding process is the first step. After all, the onboarding process is all about welcoming the candidate into their new role and the company as a whole. Below, we outline how to onboard remote employees in the most efficient and effective way.

Ensure all individuals, documents, and technologies are ready.

Before onboarding begins, it is important that all parties are prepared. On the human resources (HR) side, make sure all documents, presentations, forms, etc. are complete. Has the employee submitted all the necessary documents? Are the onboarding presentations and sessions finalized? Does the employee have all the information they need before their first day? The list goes on, but most importantly, does the employee have their technology set up and ready for use? For remote employees, technological struggles can, and do, contribute to a lot of stress. To avoid any hiccups, have IT reach out to each new hire to help set up their technology and any additional resources (applications, platforms, software, etc.) prior to their start date. Not only will this minimize stress and any technical issues, but it will increase their level of confidence and comfort as they enter their new role.

Set clear expectations.

Whether a new hire is working in-person or remotely, expectations should be clear from the start. The individual should have a solid understanding of their responsibilities and how their work will impact the overarching company goals. Onboarding is the company's chance to lay a foundation for success, regardless of how the individual’s role may evolve over time. Along with setting expectations, new employees should understand how they can manage these expectations as well. While manager and employee relationships vary, check-ins are especially important for remote employees. Taking a hands-on versus hands-off approach will depend on the individual and what management style will help them perform best. Are they independent or do they need constant check-ins for guidance and motivation? Are they traditionally independent but appreciate checkpoints for reassurance when working from home? Managing expectations ultimately boils down to what is best for each individual employee, and the sooner the expectations are set and supervised, the better.

Create a sense of belonging and provide room for growth.

One of the most important aspects of the onboarding process is laying out the company’s culture, mission, and values. Most companies pride themselves on being tight-knit and supportive, and the ways in which a company welcomes a new hire can either support or discredit this claim. Remote workers, in particular, lack the organic, in-person relationship building that comes with going into the office. To ease the transition, ask existing team members to reach out to new hires and introduce themselves or even set up a virtual welcome-to-the-team meeting. Additionally, advocate for open conversations and networking. This will help new hires meet and mesh with others in the organization. Encouraging new and existing employees alike to engage in formal and informal conversations with colleagues will increase their community involvement while building their network.

Foster internal communication and collaboration through community groups.

In any industry, organization, or position, communication is key. Communication and collaboration help create a sense of community, which is especially important to keep remote workers connected and engaged. When onboarding employees, it is best to create a cohort; onboarding a larger group at once will not only save the company time and money, but it will create a unified group of employees. Being a new hire can be overwhelming, but approaching the situation with another new hire, or several new hires, may help ease any anxieties. Furthermore, arrange different channels of communication for these individuals. Whether that be on Slack or Teams, providing new hires with an outlet for friendly conversation, questions, and more will foster a sense of community. For example, there could be a channel for all individuals that began onboarding on the same day, a channel for all remote employees on the East coast, a channel for all employees working on specific projects, and so on. Having community groups for remote hires will not only help with the transition into their new role, but it will help them feel connected to and seen by other individuals in the company.

Encourage and welcome feedback.

Hiring managers should always ask for feedback throughout the onboarding process. Everyone learns differently, especially in a virtual setting, so understanding how to cater to different learning types can take time. New discrepancies may, and most likely will, arise now that remote onboarding is becoming a staple across companies. A new hire’s experience entering their role should be memorable and exciting, but also comforting and welcoming. For any questions related to onboarding or staffing, our team at BCTG is ready to assist you.

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Bhavna Bhavna bhavna@qualtechrpo.com 17324810074 Other I wanted to know your thoughts on our recruiting services. we are providing an offshore recruiter to fill your requirements with quality resumes at the lowest rates and the least turnaround time. let me know your thoughts and we can discuss this over a short call. Thanks & Regards Bhavna (732) 481 0074 bhavna@qualtechrpo.com 03ANYolqtCjp6mVsdXC6YxJnyKGeGxqgW4PW5if-g6dTtVRj4JxVug_DOZ4teSd5jA7GXuChDxoj1pFYyUvvGyPJH4OGE0KPw1tPTfl7-BFqZC50xPEzWZnsx9aKw3ghzl8DwWjXT7gxw6lQBeFj47TiwqO2HI4p77hmutZuwQb2zAx3FI4VYsxA53ew2zeSJYUrgtNsi7ejEzJsvpnTL9OR4omm7sIKFugagj0W-JwOiiU7wNM-i1_V40mNtnzoIDzWeSKB-yPnrSSmvERdzpQSd2cgVg5ksYPHM_FMERW3iLB7zSfPJ5Cakh-fbclnskjQCVVptOn5g8pNBUGSLGJqHKGCp7yzi183EgzCmPsQP4ghdiLaidl9sdrGAb5HCm65yVxiSByF7tU_16fb9reBHvfLYOQCFuL9TcofQA0fDY9wwHCJI5et0-xIei3yOXdxS69FQq1sjWmnO4ckHU7DAXA27GW53SazpkecpCIOEF-WuKQA2sZ5Zd8naLPiAE8B_8oWb0Pgpg-Ru20nTL2UvHBuqPu_WBX4NwlTU3aBlhzQSDsitpKyB0PgiEAqMB0GuDgOkL9XaH-zfNFO8t1sFlbuLs0zi6QQ 35 132.154.98.190 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/104.0.5112.102 Safari/537.36 Edg/104.0.1293.70 https://www.bullcitytalent.com/contact-us/ September 6, 2022 3:01 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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The tech job market has made a rapid recovery post-pandemic seeing over 43,200 jobs added from March to May 2022. As job growth exceeds even pre-pandemic levels, firms are struggling to find qualified individuals to fill their IT roles. With 115,000 current job postings across the United States and a median wage of 96,667 USD in early 2022, the industry is certainly lucrative for prospective candidates. The extensive tech staffing shortage and high wages provide candidates with a unique opportunity to advance their careers by learning new IT skills.

Below we outline some of the most in-demand tech skills for 2022.

Technical Skills

A developer’s foundation lies in their knowledge of various coding languages. As technologies change, it’s important to stay up to date with the most useful and relevant language to remain a leader in the industry.

JavaScript

JavaScript is currently the most widely used coding language in the world, with 69.7% of developers in a Stack survey attesting to frequent usage. JavaScript is an extremely important language for web development and can be used to add interactive behavior like animations or buttons to web pages. It can also be used to develop games, mobile apps, or other applications. Companies like PayPal, Walmart, Facebook, and Uber use JavaScript to power their online presence and will continue to do so for the foreseeable future.

Python

Python is another popular language. Its simplicity and versatility give it a wide range of uses, including AI and machine learning, data analytics, web development, and SEO. While it is simple to add Python to a developer’s toolkit, it is not something to be overlooked, as over 50% of hiring managers are seeking candidates with these skills. Python’s easy transfer to innovative technologies makes it a hot language to know while protecting its ubiquity in our age of rapid advancements.

HTML

Standing just behind JavaScript in terms of developer usage, Hypertext Markup Language (HTML) is another coding language to have in your back pocket. HTML allows web pages to display proper formatting of text and images, helps with online navigation, and serves as an engine for game development. Due to its involvement in so many current technologies, HTML will remain a standard for the long haul and continue to evolve with the industry.

Investing time and resources into learning any of these three coding languages, JavaScript, Python, and HTML will be well worth it. They prepare individuals with much-needed skills to enter some of the most appealing sectors of IT in 2022, like cloud computing, machine learning, cybersecurity, and enterprise software. While learning a language does not necessitate expertise in specific roles like these, they certainly provide the knowledge base to train for any of them.

Soft Skills

In a post-pandemic world where many work environments are hybrid or fully remote, it is important for prospective hires to be able to connect and solve technical issues virtually. While it is obvious that an individual employed in IT should be proficient in technology, the necessity for soft skills extends beyond technical skills. Project management, delegation, and presentation abilities can make the difference in receiving a job offer, promotion, project success, or not. It is important for individuals to practice their interpersonal skills alongside their technical knowledge base. Working remotely or with someone who is miles away can be difficult, which is why these abilities are even more valuable to firms today.

Participating in a learning course that facilitates group environments, presentations, and project leadership training is vital to future success as both an individual and as a firm to upskill the talent of current employees.

Prioritizing Upskilling and Reskilling

The competition for top talent in the tech industry has been ramping up steadily post-pandemic. Firms need to recruit and retain new hires for a range of IT roles, and one of the best ways to do that is through upskilling and reskilling. Upskilling is the practice of training and developing current employees to improve their skillsets. Perhaps even more important than improving employees’ skills, upskilling increases retention rates. This is vital in a time when IT staffing is facing a shortage and replacing an employee can cost thousands of dollars. In a similar vein, reskilling is the process of learning new skills at a company to move into a different role. This can help companies fill employment gaps with existing employees while employees expand their skillsets. Firms can use corporate training services for both upskilling and reskilling to truly stay ahead of the competition in the tech sector.

Conclusion

Certain coding languages, like JavaScript, Python, and HTML, along with soft skills are hot in today’s tech market and hiring managers are willing to pay more for developers with expertise. Additionally, investing in software skills for individuals or firm initiatives will pay off and sharpen the edge against the competition. Our team at BCTG is dedicated to helping experts find experts. Join our community today and learn how to best leverage your skills.

This piece was originally published by a partner in our business ecosystem, Momentum. Learn more about Momentum here.

In a rapidly changing job market, optimizing your résumé to best demonstrate your skillset is important to capitalize on the SAP position you have been wanting. Since 58% of IT executives reported a plan to increase emerging technology investments, IT leaders will be searching for a growing team and the best tech talent. So, how can you upgrade your résumé to make yourself the perfect candidate for that open SAP position?

Accomplishments and Experience

Work experience is arguably one of the most important parts of your résumé. Highlighting your past experience shows the hiring manager that you possess the skills that are necessary to successfully fill this role. Showcasing your former prestigious achievements in SAP roles will distinguish you from your competitors as well. Especially with SAP, there are tons of projects and opportunities that allow you to gain familiarity with the systems, even if it’s not a foolproof implementation project, a little SAP exposure can take you a long way. Of course, applicants won’t always need experience that covers the exact scope of the job they are applying for; however, verification of prior SAP exposure and characteristics that will translate well into a new job will be a huge boost to the résumé. Be sure to include real metrics throughout your resume when speaking about previous projects or work – this will provide concrete evidence of what you have contributed – and can contribute – to a team.

Skills and Certifications

Although companies do value having soft skills, when applying for an SAP position, you are going to need technical experience and expertise. As such, it is important to include your analytical, computer, and project management skills. Certifications serve as real-time evidence and proof that you are trained in certain softwares or applications and demonstrate your knowledge and credibility. There are more than 150 types of SAP certifications that can highlight your specific skillset. To those who do not have those certifications yet or are unsure where to find them, there are a multitude of resources from SAP with access to training and more – a great way to build your résumé for an SAP position. If you do not have the exact experience that allows you to achieve those specific skills, do not panic. Interestingly enough, 40% of recruiters reported hiring technology candidates who don’t have formal qualifications in technology and programming. Instead, consider exposing yourself to supporting programs like Salesforce, Excel, Microsoft Office, and Oracle. This not only shows your ability to learn a new program, but it demonstrates your commitment to expanding your knowledge and skillset.

Achieving Beyond the Résumé

Ultimately, having all the certifications and experience in the world is not going to guarantee you’ll get the job. Hiring managers consider the candidate holistically, meaning, other traits like interpersonal communication skills and time management will matter. Employers want to know how you will react when thrown into a difficult situation or a quick change of plans. As an SAP candidate, you will be joining their team and representing their whole organization. As such, it is important to demonstrate your integrity to the employers through the interview process. To supplement that, add points to your résumé that speak to your character strengths, like other internal involvement or community engagement.

Conclusion

Learning how to enhance your résumé will be integral to achieving your ideal SAP position. As the tech job market grows exponentially with the adoption of innovative software and programs, companies will be looking for candidates familiar with the qualification for receiving a tech job. Making sure your résumé catches the eye of an SAP recruiter will ensure your success in reaching your tech career goals and open your options in the SAP world. For any questions related to SAP Staffing and Recruiting, reach out to our team of experts at BCTG.

RISE with SAP is a comprehensive solution designed to help companies with their digital transformation. This holistic approach is geared towards companies looking for a one-and-done solution; RISE with SAP provides customers with multiple solutions all in one subscription package. The solutions provided support business needs across industries. RISE with SAP solutions include cloud ERP with SAP S/4HANA, a Business Process Intelligence (BPI) and transformation starter pack, business platform and analytics with Business Technology Platform (BTP), a business networks starter pack, and services and tools provided by SAP partners.

RISE with SAP Solutions

First, the SAP S/4HANA Cloud is an ERP system featuring artificial intelligence (AI) and analytics. As a technology platform with AI, S/4HANA has an in-memory database, cybersecurity and compliance, user interface, and extensibility. SAP S/4HANA provides top-line growth to create new business models, bottom-line growth to transform business operations, and green-line growth to promote sustainability. The Business Process Intelligence (BPI) and transformation starter pack is designed to help recognize and improve processes. Not only does it help understand how your businesses perform, but it identifies issues to resolve. This solution reduces costs while enhancing processes and agility. Next, the SAP Business Technology Platform (BTP) uses data and analytics to drive innovation by going beyond the cloud. It provides a seamless integration of the cloud with other applications, with insights in real-time. Ultimately, BTP allows businesses to make data-driven decisions with full confidence. The business networks start pack connects your systems to the SAP Business Network and leverages SAP partners for support. This network helps with collaboration processes and integrations while providing best practices, guidance, and training from experts. Finally, RISE with SAP provides outcome-driven resources from partners within the SAP ecosystem. This includes global and strategic partners, cloud infrastructure partners, like Google Cloud and Microsoft, and value-added reseller (VAR) partners, like Crescense.

Conclusion

Understanding what RISE with SAP is all about is essential when deciding whether it is the right fit for your business. This inclusive solution is aimed at promoting digital transformation in one singular package. For any questions related to SAP solutions like RISE with SAP, contact our team of experts at BCTG.

Julija Peleva Stojkovska julija.peleva@magmabyte.com +38978300809 General Inquiry Hey there, You published a job advertisement that you are looking for a QA tester. Have you found one yet? If not, you can look into our website, check the services that we are offering, or have a quick call with us to see if we match your requirements. Just as a highlight, we are a team of QA professionals, working in the B2B industry, focused towards satisfying customer needs in the area of QA, software testing, UI automation, API automation, quality and testing. Partnering with Magmabyte will let you focus on the growth of your business, while we are the one responsible for making sure that QA is done and your tech solution is bugless and perfectly functional at any period in time. So, isn’t this the perfect solution for you? If you agree, don’t hesitate to contact me about further details.. Have a great day! Julija Peleva Stojkovska Marketing and sales specialist Magmabyte www.magmabyte.com 03AIIukzheVqzqd-zccCa6JKXl7zsyv4sP7mjZdcevpx7cH6VNVorMQYeIhQh_Ozv-a6MCu7b4bWY5pG8rYqKqTG4dTQnyog8HGM69TQSFxYRwPDBoKXfYL15oWn_EIm5BsHvvFPS4xJLmR6BNzNeoM-ZC73C-HxE7HZKU3JZvW-Y3eAvynxd-vX8_kzXor9-9kfMAJf_IQEi-adeKYdLCQt_9Gef1ruv7V_ZWSyXUhXoESHEq4LkO2v_X3BT0oqoU7Yt8FwlZ-IT07u9qh7cqzcZUIOkwX03QnOmn1fvPLzwNMpOhtKvMPCdMNmblGA3H4tOgrez5XV_RAfX2BJvxwu9p0lTTKp7e5UhTbjBogXEpdAqGZxjXe0HzRVWRcrng2a5DgHdcvqo7sxViO1u7JlQ0xwoCEY1LKtlx3-3F76a6RFf-gqGoNekP3MHZK5YEjFw5wfBt-h3ugBd6X1KX6lq-GbLPZPdN4VmYTIj5z6HWZI_djJNL2Yeq6TdAGyfibZ6y1t4ZTVKw 37 77.28.86.156 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 Edg/105.0.1343.27 https://www.bullcitytalent.com/contact-us/ September 19, 2022 8:40 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Julija Peleva Stojkovska julija.peleva@magmabyte.com +38978300809 General Inquiry Hey there, You published a job advertisement that you are looking for a QA tester. Have you found one yet? If not, you can look into our website, check the services that we are offering, or have a quick call with us to see if we match your requirements. Just as a highlight, we are a team of QA professionals, working in the B2B industry, focused towards satisfying customer needs in the area of QA, software testing, UI automation, API automation, quality and testing. Partnering with Magmabyte will let you focus on the growth of your business, while we are the one responsible for making sure that QA is done and your tech solution is bugless and perfectly functional at any period in time. So, isn’t this the perfect solution for you? If you agree, don’t hesitate to contact me about further details.. Have a great day! Julija Peleva Stojkovska Marketing and sales specialist Magmabyte www.magmabyte.com 03AIIukzhxX1KMIaE4K-WFRXNt_WdlvqIU-4Eg9Y0nniXcgh6cZll5Bv9FTqMKyq53G2ncnIHiQp-GGXFnFr7CTYWvC83bUaJxaJGcpLQ4HpXoaKXVul99IcPBbY_Iv4IfALE5wXUfpZeYeGegKMcYrLKKvcLUzTaiyRQs4UY2MHTudHZmmm2vpPfHOZ904sEP49-UM15Sr97AQPPDrBk7UPaunBQ2Ti_-zJZ4wQbom_lu8ddHdcx-rObyR_xeiXeX64HNk3l03dXNrukEcLW_ZDXcxJ0u2Nf0TDrcaWnlVzpDt3tGCWxW2e9T5saB0CwV4oJSwhO8D4i8t__kx6fRCtGTriTTgK4saYQXEljjmQLorgs6WOOdKjMMeW3hqfViuttzOQtccWt0wMqhm8-JP5tfChbgYdi3_da_06mKvR67hhAIJpwk8XHCndGxZw-gdvb8d114ReZluH7G4jtVQVLrNFj92P7D-Gb5xHnDJciOJoizoJdu_5k4AR9hYJp1jKGJOlBsO-zv 38 77.28.86.156 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 Edg/105.0.1343.27 https://www.bullcitytalent.com/contact-us/ September 19, 2022 8:41 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maryam Bahmani masina32980@AHMN48.com 09304222314 General Inquiry ForohseBTC 03AIIukzjcJWALH8O3ejKtytXQ0TceR-Npk-t5w_A3kVfiGih4y-eA1gIl_N_MKFpGNBHHJBvxKtgYn1hQU1TNtznkt_KeXvxcAm465T5JsZfcuy2v0u3HuKEdI7ZjYFE_n0vxqA7JtHMtYs3_YPIVsH8CUFL6IKJ8t8EQGGHRJyoKhgxlqRBqk__CdATwmNzfpBSqIAoUcd03vzujKDb1Qrzyz7kHV8B_vPQMAy0r4fLIDQd9INjGVS3bP3f17nxyKhZq62sUM3qmdm_OPMCgEL4B2ZP9A2hb7CI4JZfkqvYQHzImn9PjKFPMin20CsLz-eMOKCI8wr6JUtCt57idx1o32a06PrQEyt8HZCQrQ766rlCTq9LBD2-EsM0So-3ttxFP9kSh7IlqRWlenX5fCd9lerUVTp3UEV1D-sN9oF8Pxy2Sh4cCMTyEb4K-_sfm4pscB24llGDEOfn8fO_MUHf0Gvk1GvCMgYxu9sAZXTLu4iKikH1LVOSl6oVF0Jh64JTrd13fmi4f3ynd3NnLMrIjA34oGxsY8A 39 5.117.235.145 Mozilla/5.0 (iPhone; CPU iPhone OS 12_5_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/12.1.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ September 20, 2022 1:50 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maryam Bahmani masina32980@AHMN48.com 09304222314 General Inquiry ForohseBTC 03AIIukzg1vlcvcU1O1vXup9Z1fhSfybZsQmNfBoj7Cm_28BVgwYTJSCyuKTtTrWfFFMpJzbyfzFamyo7gzczrttUMQU4Onp0cwyKwYHDOmW9okXkVxlveKjFw2kkCViCTCNQHwRHh5--eFGu6EhhhfxdUqwuuEvHgX7gtOggT33CIZ-8IiSdkCAXxuZyBZmvd4a0yabcDIy0n5cA6A9A8f_taVTRAHMnyZ8yUb00gerpqpiACL_X7nz8M3GsCPSC9iWlTPoJHy5_TuP3pm5XV5mDwZqb6WJLusZQanE-bxzPRI8CcmjQ8uvWLTIjzWBVj7jfhcWUWX7xzwIDR527s85awzCQBuZttUpx6KE5mcktTtTTfT2m6FfmpEFivvXYEq8U4_unoO4aoB8fM4SIY8scMq713657kZwIZwCb7YswWPhvfd1wmLUyrsyy0ICAcLnwRleICDYwxb7ib9cY-EYHL1o00G85owg7AfMZWduP76fAqTsM978zzZCaAZ1d9IsLv_U8vTzJfHNS3eF-6t0Wn3r9txeJylw 40 5.117.235.145 Mozilla/5.0 (iPhone; CPU iPhone OS 12_5_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/12.1.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ September 20, 2022 1:50 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

With the industry’s increasing demand for tech talent coupled with the labor shortage, making your company an attractive option for potential candidates is key. To achieve the technical dream team, companies will need to evaluate and optimize their internal practices and culture in order to stand out from their competitors. This includes understanding and prioritizing what candidates are looking for in today's job market and then implementing them into your recruitment strategy. Remember, a showy salary and prestigious name can only go so far, and a healthy work environment matters to candidates.

Remote/Hybrid Work Environment

Since the 2020 pandemic, the culture of physically coming into the office everyday has changed significantly. Candidates are now searching for flexibility and convenience when considering job opportunities. With remote working, employees can more easily balance their work, family, and recreational activity while also cutting out a potentially expensive and time-consuming commute. In fact, 83% of global respondents reported that the ability to work remotely was the deciding factor between two similar job offers. Offering remote work can also improve your candidate pool by considering talent in a much larger area, while simultaneously giving employees the freedom to live where they want.

Opportunities For Growth

While bringing in new impressive talent is major, showing those candidates that they value and promote the employee they already have is equally important. Internal mobility is not only a great retention tool but also an attractive recruitment strategy, as 87% of professionals reported career growth and developmental opportunities as important to them in a job. An effective internal mobility strategy shows that you value your employees’ professional career goals through concrete systems of internal growth and opportunity. This could look like a solid process of upskilling and reskilling your current employees. Furthermore, recruiting superstar talent is one challenge, but so is keeping them. Internal mobility can not only attract top talent but also is a great retention tool for keeping them long-term within your organization.

Social Responsibility and DEI (Diversity, Equity, and Inclusion)

Candidates are looking to work for ethical brands that are actively involved in improving the environment and society as a whole. As a matter of fact, according to research, 55% of professionals reported they would choose to work for a socially responsible company, even if the salary was less. With an increasing demand for companies' role in social and economic injustice, candidates are becoming more socially selective when considering a job opportunity, meaning improving internal DE&I structures and evaluating your company's environmental footprint is key. Candidates want to feel accepted, purpose-driven, and meaningful in their job positions, and a company with a commitment to social initiatives will provide that.

Remembering the Typical Competitive Benefits

One of your most important steps in creating an ideal position for candidates is having a competitive salary and benefits. While other company characteristics can persuade candidates when there are minimal salary differences, a competitive compensation is necessary to attract top talent. According to research by Glassdoor, 67% of candidates reported salary as the most important factor when considering a job opportunity. Additionally, 46% said health insurance was a positive influencing factor when choosing their job. However, remember that recruitment strategies, like the ones above, may be the tipping point in a candidate choosing your organization. So, when searching for candidates don’t underestimate the power of a solid company advantage.

Moving Forward

Although compensation plays a significant role in a candidate's decision-making, consider recruitment techniques that go beyond the numbers. Attracting top talent goes further than a prestigious name and flashy salary; it requires a healthy internal culture and an external mission for the betterment of our communities. Offering candidates benefits other than just financial will make your company stand out from competitors. To improve your recruitment strategy, make sure your company is implementing the values that candidates are looking for. For any questions related to attracting and retaining talent, contact our team of experts at BCTG.

Aram Panasenco panasenco@ucla.edu (626)382-8403 Land my next gig in an exciting company Python, dbt, Kafka, Snowflake Data engineering and architecture - Data model deployment automation (DevOps). - Custom development of data infrastructure and pipelines in Python. Building my career as an independent consultant Learning new business and technical skills Hello BCTG team, I just applied for your Snowflake Architect job posting on Indeed. I'm reaching out to let you know that I'm open to a wide variety of remote work in the data space. I'll send my resume to your email Info@BullCityTalent.com since I don't see an option to attach it here. I have Python, dbt, DevOps, Kafka, and Snowflake experience. My contracting rate is $80/hr. Thanks in advance for keeping me in mind! Aram Panasenco 03AIIukzgneZd3Ol94FyeHusGuUdSRn2unfwdOdELoCJ-sdABUuAVM9rgzs6cMB6HhPp6vIm_JY3AEZ3znB1lgnAFtd26bsi8cMKcKNw_lYBIN_TSU3YV6BFkFrnKYpeA9loD1SaMnqU7JCW68WeZNNDYYo_s1XlTLHrFRWLLxaCPpsQJ_Mu7uqXJj-IkSQNHV_A_5JbXP4R876wp7YeOGvhyghbWEP4Xyme-hqbXUGbzDMJ0cp4sj2DwSdRVdLXKNgC8hC5yxg3NZg5XhvP_RD6xatJziQCELE35T523FHDmp-3uYctaH25KDSRNy-HsznUEDG0f6ZywV_at9XkaXagrdwByCDpI75Crt1TgygkzOSGqE9tEjKpjKzZ4Y8UR_2NMu8AKDBJ73pa8GOKX5KGfZvwOlzjcHA_CKgPiFp1MznA-pYrXmz2Ddz4gBTzRUrtJMBFFfhdv0JyWLHfsIk3Y0s2QiT3KOwtUFOMJs2oPPromzJHEcAxUoGSG2GhfuLsUbSMifrPLRq7JslcPRcm-xueD7FBXuAA 32 97.121.159.31 Mozilla/5.0 (X11; Ubuntu; Linux x86_64; rv:104.0) Gecko/20100101 Firefox/104.0 https://www.bullcitytalent.com/join-community/ September 21, 2022 8:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Aram Panasenco panasenco@ucla.edu (626)382-8403 Land my next gig in an exciting company Python, dbt, Kafka, Snowflake Data engineering and architecture - Data model deployment automation (DevOps). - Custom development of data infrastructure and pipelines in Python. Building my career as an independent consultant Learning new business and technical skills Hello BCTG team, I just applied for your Snowflake Architect job posting on Indeed. I'm reaching out to let you know that I'm open to a wide variety of remote work in the data space. I'll send my resume to your email Info@BullCityTalent.com since I don't see an option to attach it here. I have Python, dbt, DevOps, Kafka, and Snowflake experience. My contracting rate is $80/hr. Thanks in advance for keeping me in mind! Aram Panasenco 03AIIukziDnaWra6tV7UjT2V_RAd5mb2IGWNZSiXyp7nkGl5i9gxMbwINDDjKf9EJAJjkvoVR06kuYc-jypvVkcMDS5QraTViiKyMVgRr5Kgemy6Lg2JL7EjqsxxRlmSxwF6d6lLsntYcs6FHnacAupE4EChhPP3F74zV8qXJXq2EGaY-224iwmhvOLgyXXblScG9gp1uNSU6UNCy-IIFXzUcyXYzkWhC0BGYWdIyddwcJD9W5qbXn3eLvzqdjIxJ2c4nYmpQj3yirHMe5ggxeY8nIOXNNu08WmXIMqvOVR0rUpj1X12YinsspeJTnLMi8jJR9NFFt8z0R2J2qnSTqKeUy8JhiUxlC-znGoEbaysWLB5ndwEMBrXSFRd26yDae5l_Vf8aBExAoqMUTJGS8v-Tma5ViCyXJX3ThhdYWKTUBJkVWtEXGXDmXR6IGofi43gjJelV2qD0V2zl1YvvE7WK-213ka0JFfYTDoDnbfjnaSoxtXefoO1HnFWP8KGFGFNhgjitlqN9jlOxwVSMg5_1hJK3RFkuRxA 33 97.121.159.31 Mozilla/5.0 (X11; Ubuntu; Linux x86_64; rv:104.0) Gecko/20100101 Firefox/104.0 https://www.bullcitytalent.com/join-community/ September 21, 2022 8:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Choosing to hire a contingent worker over a full-time worker usually boils down to two main factors: flexibility and cost-efficiency. While your need is both temporary and immediate, it is good practice to look at this candidate as if they are applying for a full-time position. It is best to position your company as an industry trailblazer and highlight your company and workplace culture to draw in candidates. You will also want to prove to the candidates why your company is the best choice for them, before deciding whether they are the best choice for your company.

Outline the Company’s Needs

Hiring a temporary SAP resource as an employer first starts with understanding why you are hiring and what exactly you are looking for. In order to find the best fit for the position, you need to understand what qualities and qualifications the candidate needs to succeed. What skills are required? What characteristics should the candidate display? What are the demands and expectations of this role? When putting together the job posting, make sure these details are clear. A clear job description will help weed out unqualified applicants and encourage those who are well-suited for the role.

Look for Soft and Hard Skills

The purpose of hiring a temporary resource means no time wasted on training; the ideal candidate should come equipped with the soft and hard skills needed. This means understanding the industry with the background knowledge and skills required for this role. The best candidate should be able to fill the demands of the role immediately with the needed skills and personal attributes. Prioritizing technical skills is a given, but it is also important to consider the candidate’s personality. Is the candidate a strong communicator? Does the candidate work well with others? Some key qualities of a good temporary SAP resource include independence, agility, self-sufficiency, confidence, passion, and integrity.

Consider Consulting a Staffing Agency

Although it differs from hiring full-time candidates, hiring a temporary SAP resource as an employer still takes time and effort. Staffing agencies like BCTG can help streamline the process by assessing your company's needs, searching for the ideal candidate, and completing initial screening processes. For more information, contact our team of expert recruiters today.

Sanjiv Verma sanjiv207.k@gmail.com 7039725654 Land my next gig in an exciting company Snowflake, Azure 03AIIukziNIPH-yHkP2Mf48ha6PsO43H0WXdQvAEXM1DVtQv6zBc3jlVN4b3vmwhNljnqhqZQyGXU_Hd9Pu23k3IbFbI86CBqbeqpRS6V5cVyvpoatV0LBddvEw4yyl9xStiycz8V8LNtlfxxO-9zvkKMWi2Zt5cYkJzskC9jhEUidYXqoI6Pd65vNszv4bBmkFj3mv0A7KGOi5JCMi_yMgENFff-etvqbHvU4gAkNvLUSa_-VucaAny7VOsiaeWXzeFlfNnixNNBTHvw-7z_2lc_wQ10taIRW9ZLLXoh3MQbSIyAmtFpXl9QOrt9o1ThhvQb-fdAiMvAb4ZNAIp1-DRfYukT6uVi76CD-7y11tUU8WoZ5RuNRElhJpfuw3zex3m9H3s0ZK0kGnae-C27n8WxR2xBqp_HMD_vPdM-PxJAA0Q6kzRBTD4icHK9oS0-at2sZWcXddYXoCthetTVh7P32WDSdFozy-AUhH3UeC_CzbEzLg59Efpnxj0mep95k2STXarwZBrh2oQgsYsKY3DVMlUCwakO7xJbSd4Mbx-slHJN5vEVRmbAVxrnbQR_pGEC-M50ZwPg8xY2Pm9n3frIoYbMO5Vhs0g 34 49.205.115.200 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ September 26, 2022 2:47 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

When interviewing junior-level hires, there are a few must-have factors to look for in order to ensure you are hiring the best candidate. First, look for curiosity and genuine interest in the role and company; you want a candidate who is eager to learn and excited to work for your organization. Next, look for problem-solving, teamwork, and communication skills. A candidate who works well with others and asks good questions will have much more success in a junior developer role than those who do not. Finally, look for a candidate who is self-sufficient. While teamwork is important, so are independence and confidence. Along with these qualities, hiring managers should always look for attitude, aptitude, and ability in their candidates. So, how can companies ensure they are hiring junior developers that possess those must-have factors? Below we outline some of the most common hiring practices as well as recommendations for ensuring you are hiring the best-fit candidates for a junior developer role:

Most Common Hiring Practices

Real-time Response

Real-time response is when a hiring panel or manager asks technical questions in real-time through a series of interviews. Whiteboard interviews fall into this category, which is when a candidate is given a problem to solve and must then explain their solution. This method tests a candidate's technical, problem-solving, and communication skills. Generally, the industry is moving away from this practice, as it is often an inaccurate measure of how the candidate will perform on the actual job.

Timed Assessment

A timed assessment is typically a third-party assessment– like “Hacker Rank,” “Code Signal,” or “Coderpad” – that measures a candidate’s ability to solve problems in a timely and efficient manner. This hiring practice is helpful when hiring at scale and works well for a certain kind of candidate - those that are good test takers. However, timed assessments can be seen as impersonal and can miss key candidate qualities. We see our graduates gravitate more to companies that provide a company-relevant experiential code assessment in their interview process as opposed to off-the-shelf assessments.

Code Review

Code review is when a candidate is given a real problem to solve in a defined period of time. It is most often a take-home assessment or paired programming exercise. This hiring practice allows for better alignment to the tasks required on the job while putting problem-solving skills on display and developing relationships amongst candidates. We appreciate this interview method as we feel it’s most aligned with the reality of what a junior candidate will do on the job once hired and provides them with a personalized experience to get to know their future manager, team, and company.

Recommendations

When comparing the three aforementioned hiring practices, the efficiency of code reviews shines above real-time responses and timed assessments. While code reviews are proven to provide the most accurate representation of a candidate's ability, there are a few best practices to keep in mind. First, use practical business problems for your example to ensure this process is as closely aligned with day-to-day duties as possible. As such, ensure an existing junior developer on the team can solve this problem in an hour or so. Next, allow candidates to solve the problem using a coding language of their choice and provide access to an API, if relevant, for their code sample. Consider pair programming through part of the given problem, and give candidates an opportunity to show their management skills. For example, provide candidates with three sample tickets to solve and have them explain the order in which they solved them. This can demonstrate their ability to analyze the code’s design, functionality, and consistency. If you successfully implement the previously mentioned practices, you will be giving your candidates the best chance to highlight their skills and abilities. If you have any questions related to developing an effective and efficient interview process, reach out to our team at BCTG today. We are ready to help you master how to hire junior developers. This piece was originally published by a company in our business ecosystem, Momentum. Learn more about Momentum here.

When companies hire a temporary SAP resource on their own, they typically only have time to scan résumés, conduct brief interviews, and possibly run a few reference checks. This lack of depth available is exactly why staffing agencies, like BCTG, exist. Staffing agencies have vast networks that allow them to take a deep dive into potential candidates and ensure you are hiring the best fit. Typically, companies consult staffing agencies for their recruiting needs when they are looking to save time and money and streamline the hiring process. As a recruiter, it is your responsibility to understand the employer's goals and what the ideal candidate will look like to achieve those goals. After all, recruiting is all about building relationships and finding the best candidates in a specialized and proactive manner.

Understand the Company’s Needs

The first step when recruiting a temporary SAP resource is to meet with the employer to truly understand their unique needs for the role. Once you get an idea of what it is they are looking for, it is your job to find the best possible candidate. What qualities and qualifications does the candidate need to succeed? What personality characteristics should the candidate display? When working with the employer to put together the job posting, make sure these details are clear to weed out unqualified applicants. While looking for a temporary resource specifically, the ideal candidate will come equipped with the expertise and skillset necessary to succeed in the role. Remember, as a recruiter, you know what is best for the company from a staffing perspective and you should always leverage that knowledge.

Find Qualified Candidates

Once you gain a thorough understanding of the company’s needs, use your resources and connections to find qualified potential candidates. Not only should these candidates have the experience and skills required, but they should also fit well into the company culture. Do the wants of the company line up with the wants of the candidate? At the end of the day, the ideal candidate should be able to fill the demands of the role immediately and be a good fit for your organization with the expertise and personal attributes desired.

Stay Involved

After thoroughly screening and finalizing qualified candidates, present your findings to the employer. Did you meet their needs? Are these candidates right for them? Even after you share the pre-selected candidates with the company, you should stay involved. Offer your expertise and assistance throughout the temporary resource's employment to understand how the candidate you selected performed. For any questions related to recruiting a temporary resource, contact our SAP Staffing and Recruiting team at BCTG.

Whether a company is recruiting and hiring from within or outsourcing through a staffing agency, searching for an open position as a temporary SAP resource can be overwhelming. As a temporary resource, you are not only filling an immediate need, but you are expected to have all the necessary skills – and if you do not, you must be a quick learner. Contingent workers are typically sought out when a company is looking to save time and money, so be mindful of that and only apply to positions for which you qualify. After all, the company is looking for the best fit for the positions, and it is on you to ensure that you are that candidate.

Fulfill The Company’s Needs

As you explore open positions for temporary SAP resources, consider the skills, characteristics, and experiences needed. The company is searching for a candidate that will fulfill its needs both efficiently and immediately. Are you well-equipped with the skills required? Do you have experience in the necessary SAP programs? Are you able to work on a team or lead a project? Compare your skillset and abilities to the job description, demands, and expectations. If you feel this role is a good fit for you, your résumé and references should reflect that. On the other hand, if you are not aligned with what is required, do not waste your time and the time of those recruiting or hiring, and instead, search for another open position better suited for your skillset.

Assess Suitability

After you have decided that you are well-suited for the open position based on skills and experience, take a dive into researching the company itself. Do your goals and beliefs line up with those of the company? For example, if you are passionate about diversity, equity, and inclusion, has this company made commitments toward improving its efforts? While you are only being sought out to fulfill a short-term need, your suitability with the company depends on more than just your skillset.

Exceed Expectations

The recruiting and hiring process of a temporary SAP resource may appear similar to that of a full-time candidate, although the requirements are much more detailed. A full-time candidate will often have access to benefits and training that a temporary employee will not, so it is important that you are equipped with the skills needed for the position from the start. Along with the hard and soft skills expected for this position, consider how well you would mesh with the company and its culture. At the end of the day, remain realistic and mindful when applying for a temporary SAP position. For any questions related to the recruiting and hiring process for a temporary SAP resource, contact BCTG’s team of Staffing and Recruiting experts.

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Now more than ever, consumers not only want accessibility, convenience, and customization – they expect it. As such, they want a seamless user experience when shopping both online and in-store. Payment issues or shipping and delivery delays can lead to a bad user experience and decrease overall customer satisfaction. Luckily, solutions like SAP exist to ensure that any potential issues, like delays, will be avoided at all costs.

Benefits

SAP for Retail is customer-focused and customizable, providing insight into shoppers’ purchasing history and buying habits. With the increasing digitalization of the retail industry, considering a robust solution like SAP is becoming a necessity. SAP solutions help identify continuously changing trends so your business can capitalize on consumer behavior at the right time, helping to meet digital demands, attract new customers, and build shopper loyalty. Above all, SAP is a sophisticated and efficient end-to-end solution that can streamline business operations by gaining real-time information. With this influx of information and data, you can improve company management and business models with digital-focused processes, either standardized or automated.

Consider SAP for Your Retail Business

Consumer expectations will continue to change as the world becomes increasingly digital, which is why considering solutions like SAP is essential for your retail business. SAP is well-equipped with all the resources needed to maintain a competitive advantage, whether it be managing the supply chain to analyzing consumer behavior, and can help your company better respond and adapt to challenges in a fast-paced industry. To learn more about whether SAP for Retail is right for your business, reach out to our experts at BCTG.

Swapnil kharche kharcheswapnild@gmail.com 2345250007 Land my next gig in an exciting company C, CUDA C, Java, J2EE. Microservices (Eureka, Hysterix, Resilience4j), Kafka, Restful Web services, Maven, Spring-boot, JPA, Hibernate, HTML, CSS, GIT, SVN and JSON. Software developer Cloud AWS -EC2, S3, SES, IAM, Lambda, CloudFront, CloudWatch, SQS, SNS Building my career as an independent consultant 03AIIukzgzgVqF7nKWGf34IGtcD_Wsdp42dwXqh8Hz1KWcCrGiV2rHcE2xw0NFuOq24ym3NyvWoNCikpY0wsOBO8dx4vFLZK2EqrFscsC1Y3PcZaEeDn5Fozdf8UGcfHVTdg25rVq7Jx5EcqtAWOq8sDT8ZWs5oorKobSNfFV1GDr8Sv0_0pCqSsvZ2ApDl1zQb4Cxh0lH5fuksK360CepjqI37uo_3OMPISJnJ1ITTLEr4ewcg3Pq6_YUWblif0vS8feU_FSXZQqIOp6LqZW-Twhji7FAzJxCJPnoXpv4EDTpwmShCkuTn4n473gE3bMQIYTLhiqXVuVRLcVlZ8bL_7lkexnH4dxdnsZ0jf1rhNWPYE5GN8ImhREUuPN9nTRPoKuoAV1YCj3ZiR1ujSGV1zS6jKHXr6OefW9BorYqvLtH5cGWVuW1Y2cQ2GMvceB8abvAxMaD9hp6yqr2UbkNeOModA1B_KCKBjFiXbeS0nhVLlFJG36mWmThXkkeegvxGE8b643vHg9DrvGCxnhRA5MoPdWJ-HwR6DQvtV4haPNBmdCEy1NbC18Ty52w7E0SEKtrKHknp1-k 38 49.37.159.65 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 Edg/106.0.1370.34 https://www.bullcitytalent.com/join-community/ October 6, 2022 9:25 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sirisha Reddy sirisha.sapait@gmail.com 9805000959 Further develop a new skill SAP ABAP, SD, FI/CO, MM. SAP R/3 4.X, ECC 5.0, ECC 6.0, Order to Cash BAPI, EDI/ALE/IDocs, RFC, Workflow Building my career as an independent consultant 03AIIukzgQea2Rz6ptvu6tFqzI81Mo1iZr_PUImF8O1ECHK7G-tPwAuDlU3Q-0ELTDD_nxbTKYQ8jcvFM2obXcUXFbnE9-h78aipC5hVVARS0lqfLDRE4R2tqXi0CjtSUmAQlPpVSh09-fftqu5oD0WXDwicdLJvFDPR6j9bI-pp8umjebKFmemac9ZQfgZd2vATKyVOHhykoPM0VmZ9WUJAP5b93obBn3uy7nqWk5aSyFxheUXHJZLQi8FS8j2LtHvP4XZyUrwInh4fo80JeY13Zq2H5QhE74fywzj7GPMRJYN1CxuOVPM0L7DE2d7lSnvt6nmFV5BlEqVttQ9i3LIlNkn_gXEI6bYNnI6AKIeVmkXtRKHr6NbieOyS3Ebd7Um-lQ_7rgDuctID_CeL2TsqgADmrTNjPANKGJyySSigYE6zLIOwVtW2aTLktB66anwEuFEje1BRMEhSg_pQlGLdGo0Z3cUfO1hGQmvytpGkAclsdM-tWjQc-2zdZi-SpP1QFaBxhyU1609BKSOXSIBqF20GcZFkcdWg 39 183.82.117.175 Mozilla/5.0 (Windows NT 6.1; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ October 7, 2022 5:31 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sirisha Reddy sirisha.sapait@gmail.com 9805000959 Further develop a new skill SAP ABAP, SD, FI/CO, MM. SAP R/3 4.X, ECC 5.0, ECC 6.0, Order to Cash BAPI, EDI/ALE/IDocs, RFC, Workflow Building my career as an independent consultant 03AIIukzgAaq-Ma3pNNUjRDQIGoVWik0H3ql4lD6beK6O1zLuDXoKZumpkX7qhz641ldLJZc7hHKEjqTeJ1B4uqt1a6BFQPngMvTRaFjl2yct5ndjJwbLTw8k6bopPzyG0wgNQ-DkisajbUueJyo6KWZhJCEqTtLY9f50ZxcS0Pp1KFWwqI3HjcnUDRSAUbxqlHqktELM7VQxNGdV1jRnoZk_gNDPGHoENjjUHciJ1VR5VLtvw9v19WBbFhbnVzwGofnp_F5NB-JLfw6sCw9jSvoQ1TgxYXVophNc8UlI781LzvTKsgqxRdUWtAlLYAJ9TMMNqNmlrRwidYLDVLJxy9Ydrp-kUxaxgOpkwcKgIzaasKoKE_-K7ArbbEP_MbxK4_qo0u_iiLKlxpYmDuJ4WeDFggF8-NG7-2HZKC61n8UBZUFjO5Nkesf2yTlalj32rc9vc0tED2-XSUeX-sjTdndHqGB_c6QbGbJ1yLWxwSjj5625s5VGKmU040R8VaXldzCFvLaQ3eD2y2yiyL7LzDMtHohw7FMXRoA 40 183.82.117.175 Mozilla/5.0 (Windows NT 6.1; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ October 7, 2022 5:31 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thakre Deepali thakredeepali02@gmail.com 2345250007 Further develop a new skill Informatica PowerCenter 10.2,Cognos 10, SQL, Oracle 12c, MySQL, TOAD,Control M, Rally 6+ years of IT experience in Data Warehousing technology and all phases of Software Development Life Cycle (SDLC) including Business Requirement Analysis, Application designing, Development, Implementations and Testing of Data warehousing and Database business systems for Banking, Financial and Insurance domains. Informatica PowerCenter 9.6.1, SQL Server 2016, ORACLE 11g, SQL, UNIX, Toad, SQL Developer, Cognos 9, Autosys, JIRA Building my career as an independent consultant I have 6+ years of experience in ETL informatica developer 03AIIukzjSCGcWkLDlRb5jhXFzmX7Paq-pZrONG3l9kwzWAkZCuItLPOjk9dXvA-OERD18sdLzWixG_Ppudj5Lb8QNhf4r_DUalSRbPJo-0iqbMyJA3Zr6NFKnyPl23gW55U8gs1EQVNCe3Cpm1UdC_U6U9WNfJWdBhbtMj6ZRENjXrvF7ZeZgfibgPf52x_5YDshnJsw-7i4AqVYWISTUR7uAqBfaE4Xtik_vI1btIpBePR3oNvdaF_JIqSEbcplqRlaNJ2LdOdUt12ZKFUcPTNsUJ5pAKR7RVIeIS88A7y97BedBmR62jyLzBulBPZyCLJoCqLdS2ESZfjy2PlvNACPD-mAIZB-_BF4nwEVj1zcjMNT3e-5MybOURA-pcap7X1nZMeksBL4mD80OQ_DmfHhiO2WehVkXUC2BUIjgW8U_kDdiwZsvGF4QUqpE-wY_3WEintK6A0vpoYLGKmDVeZpP8GWRRAksT5LCAdtApjoicMMC9qgyeaWqobAomtynk0aD2vIOEWYGv0vgxzbWbppTsZaVFSI55ZCBIizxfFxeykxvX3du0kxdjXl4bXnkfq5kq1yAb4BELRtKo6btGFZANP7Y93OEow 41 49.37.156.153 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 Edg/106.0.1370.37 https://www.bullcitytalent.com/join-community/ October 10, 2022 7:59 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

As job candidates, there's nothing more important than finding an organization that aligns with your personal and professional goals. With the ongoing labor shortage, companies will be strongly pursuing top talent. So, considering characteristics outside of just compensation when weighing your job opportunities is important. Interestingly enough, 74% of employees reported that company culture is one of the biggest contributing factors to job satisfaction. Researching company culture, understanding the organization’s values, and asking the right questions are all key factors in evaluating if a company is the right fit for you.

Research Their Culture

Companies are going to look clean and pristine on their website. But when you are seriously considering a job opportunity, it's important to examine the nitty gritty of the organization. Find any information online about the company, whether it’s news about the building of a new software, their latest blog post, or a philanthropic project they’re pursuing. Research employee reviews through Glassdoor and take time to evaluate if that company values factors such as career mobility or work flexibility and if they demonstrate genuine care for their employees. The last thing you want is to be blindsided by a toxic company culture, so, take steps in researching what happens behind the scenes of the organization you are interested in before (or during) the interview and hiring process.

Prioritize Your Values

Finding a company that supports your values is going to be particularly important in your job search as it provides a greater sense of purpose. After all, 70% of employees who feel that their values match their organizations are far more likely to recommend their employer as a great place to work. This may be a company that plays a role in corporate social responsibility (CSR), whether it's through promoting sustainability or fighting social and economic injustice. Furthermore, when values align, the organization benefits through strengthening employee engagement and maintaining loyalty. Keep in mind the values that the organization prioritizes and how those values may align with your own.

Interview Them Back

The interview process can be a key indicator if a company is right for you. Although you might think the main purpose of an interview is to vet you, finding out if you’re a good fit yourself is just as important. Ask questions about the day-to-day duties and work environment. Consider what you want in a workplace, then compile a list of questions to ask the interviewer. There will undoubtedly be a period for you to explore the role and company further. For example, if you enjoy teamwork and value collaboration, ask about how employers might deal with interpersonal conflict or how they approach a team project. This will provide insight into organizational dynamics as well as supervisors' communication strategies.

Find The Right Fit

When exploring an open position, you might think the role and company are perfect for you. However, it's easy to be oblivious to what happens behind the scenes of an organization. Making your values a priority is going to be especially important when looking to develop a long-term career with a company. By practicing the strategies above, finding a role and company that works best for you should be an informative and easy process. To better understand if a company is the right fit for you, contact BCTG today.

Sree Vidya sri.vidyapy@gmail.com 9805000959 All of the above Python Developer Python, Snowflake, Django, Pandas Python Building my career as an independent consultant 03AIIukzj30lcgTy1ieqiEfSZ1Y_IevhVxW9yLHYv1qrskYLY9lLVuTtABMEksEHm-6QCBrB5yOhINTks86qiNt_cBvIrJFYV48oKlgSeyca8tRd7mSsK7Q9yjYR8XOB0eS0WmlMvv9qZnxoubx-zcIt2PH2y2xkyWS6CzQB4thv11kouZleGusW-IldQ0Hv5iL_XDPzVdkQv2AGgjc1gFrbnntm2tDGAfPZc2mRdjNh0lYyMks5M4NpM7__cS5r78BeaIKSIcw8YiEqc9hlqmXs3Nqq-UWPqPtb85Mu2Gcgd0AevxbuelIARx5jqeR4CK2274EKtrl-pEt7ttYNsPHzS95KNel0CBoXbsYyVvRBSlLO6Ev7jWQ4r0GPbI1Hzuj_2vGLLzPGMvUPQRuxGrYf2TnVwUfvFSFp2PGssfMi6TWNzujuP9QH3APpvcpDEvjL7c3ZnHkS5VDq_zN1TlfSHZ3IBaZJBqOjZJg9ZwzgMi50gq2NVIm3Bv5CfS1HvRLUybfdGvJgowEkHv60j-37CvF2eMejJVOg 42 183.82.117.175 Mozilla/5.0 (Windows NT 6.1; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ October 12, 2022 6:06 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sree Vidya sri.vidyapy@gmail.com 9805000959 All of the above Python Developer Python, Snowflake, Django, Pandas Python Building my career as an independent consultant 03AIIukziKJ2PFefDgeSDv6d1kSnvruFTtfTDEFdRsacgE_r2E4FbfrChUO_7UQpi1WhXco83CcHtsXuaRKz5BgKjbyGK_B3r4lQLbScJAZriohNvta5TapeshERNbbDSTcIqO0w5xxqe5vGEaZ2gPW87tbnqXAuyiq9wQo54nXzEEbFxQU4mocyuxtgsY4B_fszlv2MyRPx0VlVpLFoDCC6HziVvRPUPsbbi3sf5kS-Gd4wpw5bM7UefXj_LGScMUWM4Qk9GeVI15OK8RTpj5CVDIjhAC8_pNMsrtnmkW2h1zql4wTQKziAczaC6U8FU8_KTxQvXI7X3c2efHvk-r1ootpen94xgw7MI4vmZuPVufpJ-cVeQQPZeOtjkzfUOoKTUVG0NSM11L1dtWDTRoehVT4v5F2_ebwwuI86ocnANzqqjtFtFllk08e0baTOycMrCM2XbnfRYz3KgLpZCjIy6bgkcPwkvumEjrpCm9DAwVQRyF0aWE53quwQhPfQO2ciG-4Npe3zJR 43 183.82.117.175 Mozilla/5.0 (Windows NT 6.1; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ October 12, 2022 6:06 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Swapnil Kharche kharcheswapnild@gmail.com 2345250007 Land my next gig in an exciting company C, CUDA C, Java, J2EE. Microservices (Eureka, Hysterix, Resilience4j), Kafka, Restful Web services, Maven, Spring-boot, JPA, Hibernate, HTML, CSS, GIT, SVN and JSON. Cucumber testing, Junit, Mockito, Power Mockito, JMeter. Log4j, Slf4j, ZipKin (Distributed Logging) Windows family, RedHat Linux. Web Sphere, Tomcat. AWS -EC2, S3, SES, IAM, Lambda, CloudFront, CloudWatch, SQS, SNS Building my career as an independent consultant 03AIIukzjkx0b7v1Li7BN0a2bJ8DFhiAy8wXIVYX8ZeirLGGT1JIS2qBetI_gmyEwP-kgS_EqhWpq0P7Vvt1xvphKq2CG3dUDgdYUSwb95mjxpu6NppCQNanWEnsjS55pFHTeF19q0M6NYno26-RZg8yvRBM0wRMRRCsMU8o3bWH-oVAyRjlmKXL5v4qND5PJruqCCdnDMbC--uwHqb5OdPlUnw_Gxdz7JS_ktYuoPgsRhZ9dgEgeth648eOoa9ksLnjcWetwgPjmKqTF5A1YNtgYzjDqGKygPJoghmkPFt6d3EOP4akbL1RSfgs6rEnCJqETC32gvrn65hzR2st9cPYXoqU-ceI8Bksp4C360oPrscLevgZO2v4QyscebofpEjui6EqQVYjdVscOH3WvxtWwBR4ttMd2mCwBpZRqCuprwnYieqvmn7ADx6BKi6ffJOsCb0BrVoBIL38EOye3ploN-EdRx0Ln6vO2VdqcoQ0cOODtytuTIFM15g-69W9k0iwvPRn_9bvojWKSLxWaM-aVGzJjShb3SoSEHQwnTmq0y_NQtc-P6dBg_KWkTMTFuQshsLVIWhfYU7De8vHTcRah3Pa77h2iPMQ 44 49.37.156.28 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 Edg/106.0.1370.42 https://www.bullcitytalent.com/join-community/ October 12, 2022 9:10 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Swapnil Kharche kharcheswapnild@gmail.com 2345250007 Land my next gig in an exciting company C, CUDA C, Java, J2EE. Microservices (Eureka, Hysterix, Resilience4j), Kafka, Restful Web services, Maven, Spring-boot, JPA, Hibernate, HTML, CSS, GIT, SVN and JSON. Cucumber testing, Junit, Mockito, Power Mockito, JMeter. Log4j, Slf4j, ZipKin (Distributed Logging) Windows family, RedHat Linux. Web Sphere, Tomcat. AWS -EC2, S3, SES, IAM, Lambda, CloudFront, CloudWatch, SQS, SNS Building my career as an independent consultant 03AIIukziAjdbMaJbh7mr7O8spNfTP4Do7jXmhCkWB8BFl8fJpvd6sAQjg92ey35BNvW-k99xjpkfea4DVPAKvR3pXcLlvMNPY4l8Emhyv2bLcq1zp3heQrV8a5k7EFNe1evKLvY5XsNF3L-IgGFAhDvIx1VErBIRODAFDj1QGOkSV1xTIkWxCgvPZfSdOR28agb8mvRUaaQr_IJrt-ZSdozNCCRatDjBqp1gk0V3T19piOnTtBLe0TI9myipC-qQGFkc40i9oEaMN-xaG5WlV_iL1VlZlG2RmYKKXLFC2FBGtYxXnGt3Zetd1RTmaXYUYLdkAr7Dl_D4cXH3auISwOSZCW4gxOjkGkNDrIjCApH7uHHLeeUDkpbE2ueC-htNKuNaLx-jC0acLT7GC1qfVajCYf04XlUXd8pIpnaVpn3RVmcCAcTqd5Sl5phqxt4lTRvX7WxAA1KQgvcUPxui27Vl0B_5tY9h921Z77OS7lKOU6OQX5eIEYY-T2zy0OBLLo88l_XGiiUQpr5f6wCm4e5LEfTvpLU6RNV5YKZEh8QSQWTcS9kglLO1oc8p7vmYsTa7rAzcfnafM 45 49.37.156.28 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 Edg/106.0.1370.42 https://www.bullcitytalent.com/join-community/ October 12, 2022 9:10 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

I’d like to address a starting point for the all-important professional development topic for companies with too many open tech positions to count, and an outflow of tech employees in the sellers’ market created by the Great Resignation. This piece focuses on how companies can identify employee training and development needs. Companies that seek to identify employee training and development needs to develop in-house talent – and cultivate talent in the surrounding community - recognize talent cultivation as an opportunity to support company growth with a forward-thinking, logically evolving skills foundation, and decrease turnover costs and increase retention by improving engagement. It’s been proven time and time again that professional development adds value. Harvard Business Review explains that “when employees are offered and encouraged to take advantage of upskilling opportunities for their personal or professional growth, people metrics, such as employee engagement and retention, also go up.”

Identifying wanted and needed Skills

The key question to cracking open the value that professional development can bring is, “How do we identify the skills our people want and need?” Well-meaning professional development efforts that skip the identification step, or training needs analysis, can fail, with far-reaching impact to learning and development budgets as well as decreased employee morale. A piece in elearningindustry.com calls identifying training needs “the foundation on which your entire training is built,” and said that a training needs analysis helps company leadership plan goals, objectives, and activities - and the resources needed to achieve them. Foregoing the analysis, the author warns, is “like setting your employees adrift on a raft in the middle of the ocean with no land in sight. They won’t know which way to paddle, and eventually, they will all get tired and give up.”

Starting the process

Now that we understand this starting point is critical to the success of your training effort, how do you actually start the process? The primary step to identify employee training and development needs is to measure the current capabilities of your individual employees. Once you have established your baseline, that data can be used for a host of activities. Team leads can measure employee capabilities against current and future business priorities, employee personal goals and objectives (identified in their 360-degree reviews), and profitability and retention targets. Following that benchmarking step to identify employee training and development needs, the Society for Human Resource Management recommends following up with a series of steps to:

Identify business needs and confirm that training will help the company progress toward addressing the need. Training isn’t always the go-to answer; there may be other avenues to address the organizational issue at hand, such as clarifying goals, restructuring a department, or incorporating new efforts to boost employee morale.
Perform a gap analysis to identify and assess areas of need or improvement, whether for an entire department or an individual employee. By leveraging HR records, individual interviews, questionnaires, or focus groups, leaders can better understand the current state of the department and/or individual employee’s performance and identify ways to work toward improvement.
Seek out new opportunities for training, either internally or through longstanding or new partnerships. For example, training resource partners for a tech team can be a local coding bootcamp that can bring in cutting-edge upskilling training in new technologies and frameworks.

Being actionable

Other follow-up steps include developing an actionable training plan with objectives, tactics, resources, dependencies, and budgets clearly outlined. The key word is actionable. Your training plan cannot sit on a shelf collecting dust. Like your employees, your training and development plan is a living, breathing document to use as a daily guide, with regular performance measurement and periodic iteration. Last and not least, an integral component of plans to identify employee training and development needs should include outreach to the surrounding community to cultivate future new employee hires. Identifying talented people who may currently be under-employed, lack traditional education, or are simply ready to explore new pathways for their futures - and sponsoring them for training and professional development - can help to fill company pipelines with a vital source of talent.

wrapping up

In closing, identifying employee training and development opportunities includes assessing current capabilities, establishing training objectives by consulting stakeholders, building a logical, actionable plan, and measuring performance against your plan. A thoughtful, organized approach will help you capitalize on training opportunities, for the benefit of your current and future employees, and in support of company growth objectives. For any questions related to identifying employee training and development needs, contact our team of experts at BCTG today. This piece was originally published by a partner in our business ecosystem, Momentum. Learn more about Momentum here.

Taylor Nash TNash@sparcgroup.com 7322849951 Finding Talent Hello! I am sourcing for a temp for a position at SPARC Group at 125 Lyndhurst NJ. I believe we have had an agreement in the past and would like to see if it is still active. I am attaching the job description below to see if this might be something you can help us with! Thank you, Taylor 03AIIukziYUV0XAgA_oi3GW9YrFewE3Oa1_SnymBnwhkkIKsPZczr30ZNdHGaccXK-X4uxmNRgf3TKnEJ9Q9g2x-2T6IH_2JMPlewKASeCMyUzH9MqmleFX-wDA8gGtxAB2lJjaPpt2ab5odMh7v2IMlJGqlblWHq5lunTqBReMFxPBd6a3qc_hDzP6nCKA_ZGq8BA0KnEwUK-8LusXrkMgSFyX1x1XJM_MCKEBauD5E1n2eewNgbN4KrYAedqebFaO8k3q2WRM0_IcbB3k1iTkYyWYKF-sp4ftmw9pqWf_6ddNUPjLta_pPns_wRJyekpB9x54BK7AmUIPbQ1aE9qrtUpWKgvbnFxSoGV2hJqLj-Nj1D5rgE8m-0-Q7rsKGtuDN4X1aRrT5xagU7O3nhmbvauX_oV54kNN3_RAWeOdQJy0_v69zZ3F2lH-ZfcTjBYgXY6vFsL_dVUBu8HC9Wdw8qut0gnlQvMRwVaCayUCwXucx37cpujzTRAsyKfmUNkPvV2syneVJFPeJe92052c9kB6CTEbCILdw 41 160.72.183.226 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback October 18, 2022 6:37 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Taylor Nash TNash@sparcgroup.com 7322849951 Finding Talent Hello! I am sourcing for a temp for a position at SPARC Group at 125 Lyndhurst NJ. I believe we have had an agreement in the past and would like to see if it is still active. I am attaching the job description below to see if this might be something you can help us with! Thank you, Taylor 03AIIukzia7xBSEhKENLXs8qC2yoFDzAyllL2PPyz6SsNTKcwEB14OUXqTrAGbUCi1PTP9ZPVt4tgTm8OKS4MfP-lK-DxaTk54G98xKe2YNq4FlUGeOYO6pBeR6bx40T3bL5r6oX8luagcTF05zXY0dILPRF3mwvEhfeNUTaUQLCekplu52dZYvpAYtmiFgJ51F2JqvMFQZY7aSOlYUbMI5LdyJpk2snxKg7UdbTg8rtNHoN7AQsUqsRPY5KaAVNLVpJtia6woxrX-6Bpc0iekMouITZgRcecGMIGMyhiKq-TbpW3ktKB38MWeFYdZW3HHb-XG6ns1hqYh52lwaYvlJktVRSsJ-jMcY5zYF2_0luBQyaUgWgghBQNavvazgCqtthv8iixuyELP73K57jZ5qO9w0324T-bJWpT0xKxzEbQsLxTi5IlOQYOnW9H5dUw-ShywjQUQq0TyuFItHDEnORVh7cd1xqrJ2jP-1tNUs0MvdlaUpzLvWvKX6OcjlxlEcS7Ko7-l1XgkInes9U5G0gzZNm142Z1qHg 42 160.72.183.226 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback October 18, 2022 6:37 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Going into an interview for a prestigious tech company can be nerve-racking. Questions will be specific, and precise technical knowledge is required for these rigorous jobs. While many worry about the content of the interview and what may be asked, asking the interviewer valuable questions in return is just as important. As such, it is beneficial to prepare good follow-up questions to ask during your tech interview to make sure this job is the right fit for you. Below, we have outlined some sample questions to ask during your tech interview.

What specific sort of software will be used in this job?

Many companies use different forms of software to complete their basic tasks, so it is important to have a good understanding of each one and how they function. According to the latest statistics, for 61% of software developers, Windows is the leading development environment. Linux ranks second on the list, with 47% of developers using it, and macOS is third. Having a basic understanding of all three of these systems is essential, and letting the interviewer know you are familiar with all of them can help demonstrate your ability to adapt to the company's changing needs.

What programming language does the company use most often, and why?

There are countless programming languages developed by software engineers that are commonly implemented by top tech companies. According to Stack Overflow, JavaScript currently stands as the most used language in the world (69.7%), followed by HTML/CSS (62.4%), SQL (56.9%), Python (41.6%), and Java (38.4%). Having a basic knowledge of these languages can make yourself more marketable. It also gives you a chance to brush up on any languages you are unfamiliar with before starting your job if the interviewer mentions a language with which you are not as familiar. Including “why” in the question also shows the interviewer you are curious about the company's methods of programming and are willing to thrive in the existing tech culture.

How will the company adapt to the rapidly changing landscape of technology?

Technology continues to innovate with software and programs becoming more unique and efficient every day. New concepts such as artificial intelligence (AI) and automated processes are flying into the picture. A recent survey found that over one-third of high-revenue companies are spending between $51 million to $100 million on AI. Asking this question shows you are ready to adjust to shifting perspectives in technology and have an innovative mindset for the future. It also gives you insight into the company’s growth mindset and how they may be anticipating future change.

What is one thing this tech company can offer me that others cannot?

This question is an intuitive one that can really get the interviewer thinking while also giving them a chance to highlight why their company is the best choice. Interviewers love to talk about their company’s strengths and how they distinguish themselves from their competitors. It also gives you a glimpse inside the company culture, enabling you to learn more about the company’s values and priorities beyond just the role itself. You can structure this question to address any perspective you want. It may be technical related, diversity-driven, benefit-orientated, or anything you care about most.

Technical capabilities aside, what soft skills would make someone successful in this role?

Getting a tech job is not just about being a whiz in software and engineering. Every job requires soft skills, whether it be leadership, communication, teamwork, or problem-solving. According to a study, 93% of employer's term soft skills as either “very important” or “essential.” It is important to possess these skills and be able to sharpen them in the scenario you get the job. Asking this question also lets the interviewer know you are aware of what soft skills are and the relevance of these skills in performing your job most effectively.

Can you give me an example of a recent project your team worked on and the experience?

This last question is specific and allows the interviewer to talk about themselves and any important projects they have been working on. It also allows you to get a feel for the company's group dynamics, and what a normal work week would look like for you in this role.

Conclusion

Asking the right questions is essential to having a good interview. Walking into a tech interview without a set of follow-up questions prepared is a disaster waiting to happen. Having meaningful, thought-provoking questions will demonstrate that you genuinely care about the company’s culture and dynamic, which is extremely important to hiring managers and can leave a lasting impression. To learn more about what questions to ask during a technical based interview, reach out to the experts at Bull City Talent Group.

Satya mounika mounikama673@gmail.com 2345250006 Land my next gig in an exciting company Visual Force (Pages, Component & Controllers), Triggers, Apex Classes and Test Classes, SOQL, SOSL, S Controls, Lightning, Validation Rules, Workflows, Approval process, Dashboards, Reports, Custom Report Types, Batch and Scheduled Apex, Custom Settings, Anonymous Apex, Change Sets deployment Journey Builder, Content Builder, Eclipse IDE Plug-in, Force.com Explorer, Force.com Data Loader, Excel Connector, Platform (Sandbox and Production), Apex Explorer, App Exchange, JitterBit, Data Loader, REST, Force.com Ant migration Tool, SOAP API HP Quality Center/ ALM, JIRA, Microsoft Test Manager, Quick Time Professional (QTP), Load Runner, Selenium IDE, Selenium Web driver 2.0, Test Director, TOAD, SYNON, Turnover Oracle, SQL, MySQL, MS Access, RDBMS/DB2 Building my career as an independent consultant 03AIIukzi9QPrpbZhaNsyRZqcZoHPwBPG4pvTyPTOC21WbqK9tWepYVH0D8EEnABDK3JoB2S340ubZ2dbYxNK81vlWN3b_uXeb5CnWE-UqAo860TRuv9FCWuAgfb9hOdBakdvFlXmfNzqb26LYbIMTvkuzFg6yhK9flrmErGtmGsuajXMJQeD0Ol5-7l0mYusbzBlx6TnVWdwGjNchvBhqgIHImomiO4kn3Mg_HlnaP0DxXvg-5AjHbJTtI4C7Hx4CvIxEkSSqsN_Izz1tcA_6NJVqKyquoAu8eLqLlRAb5YNkqbOBCjvaYLTAHRzcq6pa7K0wvAQ9zlFfpMIIKMqNQhthjPZWpZigyTw9oBK4vS4XEgJgFoFgdEJmbzAIGNZ6LgVy9khzp4EVVseTBgpId7apygS-JHlKOlYoYT_RBvATbXoYPSpTK3MWKYC5N7MAKmyFrOyHFrRV7dM4lDLsWdcj7Du4hxxSUH82McY10GuOCZlS9y5zinHrEiBWP4r4U-IPEaGfnVSk-2cGKg0DNPau3SJNGU48GQ 46 223.230.79.15 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/106.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ October 20, 2022 7:50 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

At Bull City, we work with a variety of clients to fulfill any staffing and recruiting needs that may arise. Fulfilling our clients' goals is not only an expectation but a requirement at our company. Over the years, we have had the opportunity to work with a handful of clients across various industries. One of these clients is Clarkston Consulting, a leading management consulting firm serving companies in the global life sciences, consumer products, and retail industries. Together, we were able to focus on Clarkston's talent pool to streamline the company’s growth and success.

The team at BCTG worked with Clarkston stewards to pull together a Clarkston Consulting client testimonial of our time working together below.

Seeking BCTG’s Help

Not too long ago, Clarkston Consulting was experiencing unprecedented growth and required supplemental skills for their project teams. The company was looking for a lot of talent, particularly SAP talent, whose values aligned with Clarkston and who could excel in their role. To help streamline this process, Clarkston reached out to BCTG for their insight and support.

Why Choose BCTG?

When asked why Clarkston chose BCTG, three key reasonings stood at the forefront: the people, the expertise, and the history. Clarkston noted the relationship-focused, honest, and authentic nature of Bull City’s consultants. The team was equipped with the expertise needed and ready to help fulfill specific, targeted needs. As such, Clarkston noted that the industry knowledge of BCTG consultants was paramount. Not only does BCTG have experts in staffing and recruiting, but also in quality systems, training, change management, and more. With such proficiency, Bull City has a proven strong track record of delivering great candidates in a reduced period of time.

“When we contacted BCTG, we were looking for an individual with a highly in-demand skillset. The BCTG team was not only able to find us that resource, but they exceeded our expectations. They brought in multiple candidates that were a great fit for our team and aligned in the skillset needed; they brought depth and breadth to our capabilities to help make the project successful!” - Brajinder Singh, Partner at Clarkston Consulting

Clarkston Consulting Client Testimonial

Clarkston described BCTG in these three words: experienced, skilled, and dedicated. Why these three words? First, Clarkston explained that consultants like Dani Phillips truly understand the business and nature of consulting. As such, Dani and other consultants at Bull City are equipped with a deep and rich network full of preexisting relationships. When working with BCTG, Clarkston noted that Dani helped coordinate the company’s needs and then match them up to BCTG’s robust talent pool. This helped support Clarkston and its clients by narrowing in on their talent strategy on a case-by-case basis while filling critical roles in a permanent and temporary capacity.

“Working with BCTG was an absolute pleasure. The BCTG team embedded themselves in the business to truly understand our objectives and to align a talent strategy that would provide demonstrable returns.” - David Treadaway, Partner at Clarkston Consulting

Our team of experts at BCTG is eager to help clients meet their project needs. At Bull City, our consultants truly become members of your team. We are not only great at finding talent in a tough labor market, but we leverage our resource pool and recruiters to fill roles quickly and with very little effort on our client’s part. If your business is in need of expert Staffing and Recruiting services, choose BCTG and contact us today.

Rekha kondrakunta rkondrakunta@gmail.com 9197240257 Looking for a challenging role SAP ABAP, SolMan, FocusBuild, Certified Scrum Master, Project Manager SD, Purchasing, Security, SolMan, Finance ABAP, UI5,s/4 HANA Building my career as an independent consultant I have been working for a company for last 12+ years and experienced in several modules of SAP. Currently role is to manage ABAP team and to support business needs. 03AIIukzg_lhc79yFcnUzXXOfw74GDlcFuBLXOfgBvhSzG-da4Hqifzr4Ho7Wx-EutT9Hx_W0hNDn1PpNsd-nxih0-JDUsok_AFa6fj-3Wlq9nkJA3qVwoYZ_UU22DqmVXh3fE4vvZB05Uz35wXlCgPWM2p6hWc5fIBYWQ3M-xHGE-HfI7frL8rO8un6LAKNcHTtkSBwEA_HB6vHcbrFCK1uo3ZOo_AqK0TrXuRYh7raS7t6y1iXs59V3xKLTVZ1ETzgGMOKUdlUXxu5IUxes94msJBezd89WignHO3nvkaXN_nQFiLpd-wtZAG2BByE-SksOVFuTaTp-xR9ZuAxSsWobkj8HKuUwDhROHKYL3CRy61BCoWdU3H1jB1Cf_e90PIuOf683ZN9NGp3nEcvtfewRl1nd_1mZmbd6XMKH9l0wgLgvyqR3OEIEaTLUghZs-qhLXHIDpKQ9SreDSVXMZZv7sDzpVtRbnvLvkARAKGUAHu1k6Q_2AYZTomaq9GPye7mwlASZws4EP_X-K7nYsmh22jgeiooQEZ2wlDN6JxX43mUEoZkKaSJcsu81o25WB_xhehXIHHXsc 47 142.196.248.60 Mozilla/5.0 (iPhone; CPU iPhone OS 15_6_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/15.6.1 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ October 26, 2022 4:25 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rekha kondrakunta rkondrakunta@gmail.com 9197240257 Looking for a challenging role SAP ABAP, SolMan, FocusBuild, Certified Scrum Master, Project Manager SD, Purchasing, Security, SolMan, Finance ABAP, UI5,s/4 HANA Building my career as an independent consultant I have been working for a company for last 12+ years and experienced in several modules of SAP. Currently role is to manage ABAP team and to support business needs. 03AIIukzgz0ktROxiwfeCImlOMQrz_enDT6Zg_w3LE_4UvwCa9jlZJbg1tSFxG8cQRrL01qISOZU6-SThVcW8kfMDxizbBoQDkdDi4qp03PUM5EtN7Qi8Xe1_wo36L9evGTMU7xqTnaD2mCPRaEHLtm-HmqMM6HTAFMMrFzqbv3VD8NBduDat4hQAi_6n3pukXCjzec_KPhOcYxc4f9ia_O2Mel79rlv2WBXXb6gQWxX4kFxU9Se02SquWTS33IL7VvPk_fKjx-jvlYW7nq-iXliUqnJ8VqQed_9fmE1AT9UajBG4wDOC1uM6ltu3UN7KT1vN42Wj5Cs7u2Ob2UjvhV6prRp4YCIKOqsacXS9CHm1bYR9skNl8WsDomwV1dZdVEt8_syk8CosvnNDUIEwCg_E4t8Fp27IgzbKtQ2eMF8gYXHHJCtN9ewc1Jo5Bxja389kRWUrW8RK5vkaD1tCQOAMaxEP0ZhYKdMUDhbAOiS8hhB036EqBoTsdBUhDZWPqjfLBD2EQQyQHyMLMc6JZS8VMhRW_nnAYJoDkLzsCNxSxC_RL2e_YD_VAxQyNeifS31GxA5A-WUsh 48 142.196.248.60 Mozilla/5.0 (iPhone; CPU iPhone OS 15_6_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/15.6.1 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ October 26, 2022 4:25 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rekha kondrakunta rkondrakunta@gmail.com 9197240257 Land my next gig in an exciting company Looking for a challenging role SAP ABAP, SolMan, FocusBuild, Certified Scrum Master, Project Manager SD, Purchasing, Security, SolMan, Finance ABAP, UI5,s/4 HANA Building my career as an independent consultant I have been working for a company for last 12+ years and experienced in several modules of SAP. Currently role is to manage ABAP team and to support business needs. 03AIIukzjsDuOUswv8byRX2K7j2HP9vhAk3vo129rhqzYt0FWlHFRSDA8blKU0pFOg-Rh9Atjo8E0eKqZH--Ua3fBX-uaB0nNJxGSJ5lcggtvoUGjPq9R8oxEJtEjmZtKfG1DgIxlzYRFjPA-EUcVRyBlVj74c8lO2nCy326lZFpoHYaT4LijcPmCgFtjIOqujSpe1a9MymsrvAx8ZTJZyuvlmbWjpbIUqExBxYsMt-Ahawz9UKPhcTKxWYEpQkxuZmLC2aoZv08iAYE35gVeD_lzmG4W99TQwyod3sMOXlZVYmWOQk2RqRxVcITo3x5yu2aSuGdySlTxgFPNXix1cqULq0ALsCBGmvvWaVv8JEW0Mo4VdOfC4fClTRpZihWyST7Mf4l3_R8Cv9zQXB3PIHczPCelQE-Bp4HGF_xm31ZGEgpCReHYfQSupYJlGCxh_Nbk3Ija2T9OTUgbkEdgs_twpJT9ecokEnkmn8MvL4o_alsOggQTBr2AwUGwtOR3yZgWaT7Q68_GxUTP7z7hIYXK0iS1twwvt4torl4P4K7uGJv2_jW_rbbYrxXv_bQ6soIAGVU-78vrgL43kjP5cCBV07RF1wXCoQQ 49 142.196.248.60 Mozilla/5.0 (iPhone; CPU iPhone OS 15_6_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/15.6.1 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ October 26, 2022 4:26 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle Montgomery kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today’s world, everything is digital - from job applications to restaurant menus, and now, even recommendations for future employment. The power of a reference or recommendation has always been proven to be a driving force in hiring, and many of us are familiar with gaining a written reference to share. But how do we go about obtaining a LinkedIn recommendation for our digital profile?

Four Steps to Gaining LinkedIn Recommendations

Before beginning the process of obtaining a public reference, you want to ensure that you are being strategic about who you ask. Remember, your LinkedIn profile is now one of the first things employers look at when deciding about who they want to interview, it is the best place to make a first impression for employers, so the people you publicly associate with are important.

First, develop your plan.

Prioritization is key. Look over your experiences and consider those whom you worked with on big projects. Once you have a rough idea of individuals to ask, go through and decipher between colleagues and executives. While personal references can have an influence in some respects, employers are really looking for executives, managers, or other high-level, well-known people in the industry. Consider those who have titles such as Director, SVP, or Founder, not consultant, lead, or analyst. Also, try to stick with one recommendation per project, as this keeps your profile clean and concise. There is a lot of value in seeking recommendations from those whom you’ve closely worked with as it ensures an honest and meaningful recommendation.

Next, ask for a LinkedIn recommendation.

Once you decide whom you would like to ask for a recommendation, build an honest relationship. Your first communication with them, outside of the project, should not be when you send them the request. You are more likely to get a recommendation from someone once an initial conversation or relationship has been built. Email them first, and in your request, it is advisable to allude to key words that you may want them to use in their recommendation. For example, you may say, “the projects you assigned me allowed me to step into my leadership skills.” While you want your recommendation to address skills related to the jobs you have completed or would want to transition into, you also want to remain authentic. Do not have your recommendation address skills you do not possess.

Then, send the request.

You did the hard part! You asked for a recommendation, and they excitedly agreed. Now, it is time to send the request via LinkedIn. While LinkedIn allows you to send up to three requests at a time, it is best to keep it to one. When you send a one recommendation request, it gives you the opportunity to send a note, which allows you to personalize each request you send. This is also an opportunity for you to include a draft of what you would like your recommendation to look like.

Finally, send a thank you note.

Once you have received your LinkedIn recommendation, do not want to stop there. It is extremely important to express gratitude to the person giving you the recommendation. You can say thank you in many ways – some suggestions include sending a handwritten thank you note, gift card, e-card, or another small token of appreciation.

Conclusion

At the end of the day, requesting recommendations or references is always an intense process. But getting the right recommendations from the right people can put you that much closer to getting the job of your dreams. And above all, posting them publicly on your digital profile could be the deciding factor between you and another candidate. For more information on requesting LinkedIn recommendations, contact our team at BCTG.

skylarr@bullcitytalent.com SkylarR

Kyle Montgomery kylem@bullcitytalent.com Kyle Montgomery

When applying for an open position, your résumé is one of the first things hiring managers look at during the hiring process. However, you do not have long to make a lasting first impression. Almost 24% of hiring managers spend less than 30 seconds looking at a résumé, meaning you need to be mindful and purposeful in the content you choose to include. While there are several tips and tricks as to what you should include in your résumé, we have outlined some words to avoid on your résumé below.

Words and Phrases to Avoid on Your Résumé

1) Overused descriptors

Hiring managers are constantly looking at résumés, and as a result, they often see the same words over and over again. You want to stand out, so do not use the same cliché descriptors that others may include in their résumé. For example, avoid using words like “hard-working,” “detail-oriented,” and “problem-solver.” Instead, one may say, “led a complex SAP implementation that included over a dozen workstreams.” Try to provide examples of how you contributed to a project or initiative that will showcase those attributes in action.

2) Vague titles

You never want to be vague on your résumé. While you do have limited space, you still must be detailed. Non-descriptive titles like “Manager” or “Director” do not provide much insight into the role or responsibility. Try to be more specific, like “Director of a Sales Engineering Team” or “Manager of a Quality Assurance (QA) Team.”

3) General claims

Similar to overused descriptors like hard-working and detail-oriented, candidates tend to include non-specific claims on their résumé. Using phrases like “Helped lead the team,” “Responsible for sales,” or “Experience in consulting,” are often too general. One tip to avoid making such claims is by using quantifiable data. Rather than saying, “Experience in consulting,” try saying something like, “consulted for five projects across three different companies in the quality and compliance sector.”

4) Self-assessed qualities

When describing yourself, it is best to avoid any self-assessments. Using words like “expert” and “leader” may seem over-zealous, even if true. Err on the side of modesty, and let your skills, experiences, and references speak for themselves. Once again, provide examples that highlight how you contributed to a project or initiative rather than simply stating unbacked qualities.

5) Company-specific terminology

It is not uncommon nowadays for companies to create their own jargon. As such, avoid including any company-specific terminology in your résumé as hiring managers may not understand. An example of this is if you worked for Meta, you likely referred to yourself as a “Metamate.” Most hiring managers will not understand the terminology right away, so keep it simple.

6) “References available upon request”

It can be extremely easy to unintentionally add fluff to your résumé. Including “references available upon request” is usually obvious, and therefore, a waste of space. Instead, provide the hiring manager with a separate list of individuals who have agreed to give a reference once and if requested.

Be Intentional with Your Word Choice

When it comes to résumés, not only do you have limited time to make a good impression, but you have limited space, too. Most résumés should only be one page, so be intentional and specific with your word choice. Avoiding non-descriptive words, vague titles, and generalized statements will help set you apart from other candidates. For any questions about résumé writing, contact our team of Staffing and Recruiting Experts at BCTG.

Sri Tirumani sri.tirumani@gmail.com 9807665152 Land my next gig in an exciting company Further develop a new skill SAP SAP FICO and other finance applications SAP Modules Building my career as an independent consultant 03AIIukzhiWvHg50DJ8TKA_n2wmhgMNzhB8sD2bzJRmrrDFFlT6HUOqQGoj_UgG1f6SXWjmZ1IBzh0Wwe_J7bhQlb0s_WENunZo0REBpyelzJcYpJPlYJ5nMHREKgGHFZoKAPhyEnBBVIpy8jVevY9xWo-U9xjcR2t0a0LK71nUi0Yb3mVzWqcPM0WZRA2iCaXFLkP1Bi775FRw_mFV7SB70bgW0UfpCF1wbVWIEb87YgZ4gfpp0_spw217FwIoj_INglkiE-kh8JGjFXdIvAkr3ava_a31FWrcrf8hngW8q7j7lCKiGyYB5S5ReNimLw9jKc9C3zgxFB0Xu0j-EDZ9wWvKcZuuUY_nENHUwemIcwjnJtaz-aIqjoIrDk6r5vixqfnjvfq9424Swz3zhaItxl8yzfATtaWvXvku3JvH3QFY-gFh5sqNpbr_sYlwImoC4lyaq_-OTCZeD6aoF6ezry0oN_iSYG1_gc0dQKmJtyUPVNnmAUaG7BqWU2f5gj7R9D2xurHkK_cSmD2QEU482y6V3VUhI3CWoUFvtW6sVYHaureCPQUd_I 50 99.127.26.167 Mozilla/5.0 (iPad; CPU OS 14_8 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/106.0.5249.92 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ November 3, 2022 2:55 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

When recruiting and hiring an SAP resource for your organization, it is essential to ensure that you are selecting a well-suited candidate. The first step of the recruiting process is establishing your organization’s needs and goals. Once that is done, consider what qualities will help fulfill those needs and goals. The ideal candidate will be equipped with the hard and soft skills required to succeed in the role – and be willing to continue to learn in order to meet evolving project complexities. While the skills required may vary from role to role, there are a few key qualities to look out for during the hiring process. Below, we’ve outlined qualities of a good SAP resource to consider when searching for the ideal candidate.

Knowledge of SAP and Business Processes

The SAP product portfolio is extensive. If a candidate is applying for an SAP position, it is expected that they will have a deep knowledge of SAP and business processes. Having little to no experience in SAP would not only make the individual unsuited for the position, but it would take significant time and money to train them. Once you’ve narrowed down the talent pool to candidates with the required knowledge, consider their specialties. Most SAP resources focus on specific solutions or industries, so cross reference their expertise with your needs. Providing an organization with the best SAP solution requires functional, technical, and analytical skills from the resource in order to ensure the best product is recommended and then implemented.

Communication, Dedication, and Focus

Written and verbal communication is an ideal quality for any position, but with the nature of SAP implementations, good communication is vital. SAP projects typically have a lot of moving parts with several team members, so keeping each other accountable, up-to-date, and unified is important. Along with communication, dedication and focus are required. With particularly complex SAP projects, the ideal candidate will need to have solid time-management and prioritization skills to ensure a seamless and efficient implementation when under pressure or trying to adhere to a strict deadline.

A Learning Mindset

At the end of the day, SAP resources must maintain a learning mindset. As previously mentioned, the SAP portfolio is vast, and candidates may not be well-versed in every single product or solution. With an adaptable attitude, the best candidates will go into projects with an open mind and a willingness to learn from others, no matter how long they have been in the business. For any questions related to SAP Staffing and Recruiting, contact our team of experts at BCTG.

When going into a technical interview, it is not uncommon to be filled with stress and nerves. Not only are you expected to have behavioral knowledge, but you must use your quick-thinking and problem-solving skills to answer technical and specific questions. However, with proper preparation and extensive background knowledge, this process can become quite simple. Below, we’ve provided examples of common tech interview questions and answers to help ease some of the stress and uncertainty.

Questions and Answers

What sort of programming languages are you most experienced with?

This is an extremely common question that tech companies will likely ask. . Most applicants list the languages they are adept with on their resume, but it is beneficial to explain your familiarity with each. In a developer survey done by Stack Overflow, JavaScript is the most common programming language in the world (69.7%), followed by HTML/CSS (62.4%), Python (41.6%), and Java (38.4%). Doing research on the company you are applying to beforehand is essential, as every tech company utilizes a combination of various programming languages. You will want to speak to your respective skills in each area, where applicable. For example, IBM uses Java most predominantly, while Dell utilizes JavaScript, and HP focuses primarily on C++. It is important to consider the type of job you are applying for too, as different languages are best suited for unique tasks like front-end or back-end development. While it is best to have general knowledge of every major language, make sure to talk about your experience and expertise with the language that best first the job’s duties.

How have past coding projects helped mold your experience?

This is a question that can be shifted into a technical response by talking about past coding projects that you have exceeded in. This can either be a project with a previous company, or a personal project you have been working on in your free time. It is most beneficial to talk about an experience that relates to the goals of the company, and this is a fantastic opportunity to demonstrate your skillset. A great hub to use for storing and displaying past projects is Git. One study shows that 92% of developers say distributed version control systems (Git repositories) help with managing and keeping track of their projects, which can be helpful to refer to during an interview. You can demonstrate your capability of being organized, creative, and efficient while also explaining your skills in the coding project.

How would you solve this coding problem?

Every interview pertaining to programming or software engineering will have some sort of specific question that relates to a code. This will test your critical thinking and problem-solving skills, while also letting you display your knowledge. It is important to be thorough and direct with your answers, but don’t rush through the process, as a proper balance of quantity and quality are needed. In a large survey, it was found that coding interviews that led to job offers were around 2,045 characters long, while unsuccessful ones averaged out to about 1,760 characters. This means that interviews that had more lines of total code were much more successful than those that had less depth. Make sure you are answering the prompt in its entirety while also being mindful of time to truly demonstrate your skillset. Websites such as Udemy, LeetCode, and Educative are common examples of good places to start practicing common coding questions asked by tech companies.

Tell me about some of your strengths and weaknesses.

This question is seen in every interview for any job where candidates are asked to talk about not only their hard skills, but their soft skills, too. It is vital to highlight your certifications and awards while also demonstrating your strengths in areas such as teamwork, leadership, communication, adaptability, and time management. Companies will want an employee who is not only well-versed in technical knowledge, but also has the basic soft skills that translate to further success within the company. When referring to weaknesses, it is a clever idea to explain how you are willing to grow or answer the question in a way that does not sound negative or self-deprecating. For example, saying “I tend to overthink things and spend a longer amount of time on certain projects, but I am working on being mindful of that in my daily work” shows you are self-aware and already thinking of ways to improve.

How do you stay up to date with emerging trends and technology?

As technology continues to evolve, demonstrating that you recognize change and will keep up with the changing times will help you look appealing to employers. Common technologies being rapidly innovated by major tech companies include artificial intelligence, smart devices, virtual reality, blockchain, cybersecurity, and computing power. Explaining that you are continuously familiarizing yourself with these changes will not only make you more marketable but will help your success in the future as these processes continue to evolve. Speak about some of the current trends you have seen, and how your understanding gives you an edge over other potential candidates.

BCTG Can Help

While there is no way to be certain what will be asked in a technical interview, keeping these five frequent tech interview questions and answers in mind can help better prepare you for your next interview. Read trends online, keep practicing your coding skills, and do extensive background research on the job and company you are applying to. With these ideas in mind, your next technical interview should be easy and stress-free. To learn more about tech interview questions and answers, reach out to the experts at Bull City Talent Group.

Satya Mounika mounikams673@gmail.com 678-310-4439 Land my next gig in an exciting company Experience in SFDC Development implementing the APEX classes, Triggers, S-Controls, Components, Reports, Visual Force, Force.com IDE, Eclipse with SOQL, SOSL and Force.com plug-ins. Journey Builder, Content Builder, Eclipse IDE Plug-in, Force.com Explorer, Force.com Data Loader, Excel Connector, Platform (Sandbox and Production), Apex Explorer, App Exchange, Jitter Bit, Data Loader, REST, Force.com Ant migration Tool, SOAP API HP Quality Center/ ALM, JIRA, Microsoft Test Manager, Quick Time Professional (QTP), Load Runner, Selenium IDE, Selenium Web driver 2.0, Test Director, TOAD, SYNON, Turnover Building my career as an independent consultant I have an 7+ years of professional experience as a Software Salesforce Developer/Administrator. 03AEkXODDNQ-EEd1nC6TO9q2B3WYqY4PNCk0fAvH7b3e89vWFXxt17yx7qmi0ah_-qSmyQaA621ncr6s-4SOYJl8RFZ2n6QrDgRoZ1UTPhzzAp6wn3ElMm0XCGx-XaKqIqBITr5x0f8IYuTutRLY-a45jY3D64Dw-iRWYpYhU2LYrK5ZtlT7_gAhQwPSyFgFyC57kg38tN4mzO-bcjrMb9TjCf0xI6Y_d3hDdito48umNF8tU-HMf-BZUrSGFwumDRe9sPld6VMcU42N2gjd3SNCjR4rHSjIajoFZp8bcdW-69kwl3lJPimW5WrcootJF2YmZcUByAHiphXs-zGSWh6Mh5Jrj38z3xGdTnh_5g5pYcb9Q3lqyZeT9xWQCN2RXbedkiSOPTe2xensgP12FyGa8Zf3LRwv9QAdzfSDrwKMOQ5ou-q2O2agagm8sK9Ox2f2eKPRN8m4TM62fxFWBnjPxjDsAkJsmw7iIqYfusrGZwYFgsII0ZM67svXC67iLCq1PQoZVggJ_9fVIHuAHkmRWIme0xEBikgA 51 122.175.20.112 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ November 9, 2022 8:49 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today’s increasingly digital world, it is vital that consumer packaged goods (CPG) companies alter their strategies to remain competitive. The push for change was exponentially accelerated due to the COVID-19 pandemic as consumers shifted towards online and omnichannel shopping. As a result, those who have yet to implement new solutions are falling further behind. After all, 95% of CPG companies transitioned their business model to pursue direct-to-consumer channels during the pandemic. With the right SAP solutions, CPG companies can embrace the digital era while improving internal processes, speed, and scalability.

Benefits of SAP Solutions for CPG Companies

SAP for CPG companies can provide an array of benefits, from product innovation and goods manufacturing to supply chain resilience and consumer experience. With the impacts of the pandemic still lingering, disruptions and shortages continue to impact the supply chain. But, with solutions like blockchain and IoT sensors, your business will have more visibility to combat these challenges. This unique insight also lends a hand in improving manufacturing processes, as your business can better access supply and demand. In addition to supporting the supply chain and manufacturing, SAP solutions can help fine-tune the omnichannel experience by turning consumer data into real-time insights. This not only helps companies gain a deeper understanding of consumer wants and needs or habits and behavior, but it also allows them to leverage this information for improved decision-marking in their eCommerce strategy, product development, marketing, and more.

3 Key Solutions to Consider

Responsible Design and Production

In line with supply chain management, Responsible Design and Production helps promote sustainability in a circular economy. This solution compares data and regulations to determine obligations in the market, leveraging cloud deployment, live connectivity, and more. It enables companies to more easily manage and track their environmental responsibilities, -- leading to reduced exposure, fulfilled commitments, and empowered consumers.

Logistics Business Network

SAP’s Business Network for Logistics promotes collaboration and unity throughout the entire company's pipeline in a centralized location. It creates an open network with agile and resilient processes and enables improved communication among all trade partners. With this solution, companies can improve product tracking and general transparency, material traceability, supply chain resilience, and more.

S/4HANA

SAP S/4HANA is a ready-to-run cloud ERP solution, providing companies with a best practices resource that enables faster time to value with fewer technical issues. For CPG companies, SAP S/4HANA optimizes processes, improves product and service quality, and promotes continuous innovation.

Implementation Awaits

While the wants, desires, and expectations of consumers evolve day-to-day, CPG companies are expected to keep up. New challenges and roadblocks will continue to arise, but with the implementation of SAP solutions, CPG companies can remain resilient, agile, and competitive. Regardless of where you are in your SAP journey, our experts at BCTG are here to help. Whether that be for guidance on implementation processes or a conversation about what solutions are best for your CPG company, we are equipped with the knowledge needed to help jump-start your journey with SAP today.

Gautham Konthum gkonthum@gmail.com 3126008486 Land my next gig in an exciting company SAP and EDI techno-functional Integration related to Order-to-Cash, Procure-to-Pay and Finance ABAP, Idocs, Sterling Integrator, Cloud Platform Building my career as an independent consultant Finding more time for my family Learning new business and technical skills I believe in people connections more than systems or organizations. When teams get together and are in sync no business problem can remain unresolved ( easier said than done). With my vast experience in SAP and EDI world, keeping clients happy while being honest has been my modus operandi. I take pride in the work I do and the cherish relationships I build along the way. 03AEkXODBRcXr_yOka9sgHIrZZIAXueMc7x3xn97yRSYo924qvIelomZ4ItzDbq_ZIx-p7e0aiAr5vpUObpMgyNMZ4BesMkErBymK-RrX4I6q81VljjYERKlEiIGMvK8KHMZ8DEleiis8W20xYds2IjGiqdzJeGZ18xMXnaqsa_IkQc14lyptQaPHyHn2U_xdhYh3WxZHrgzyoVDg5TQzhSTY2FWzFZ-zIchORJVKh0ylDZErq2TB7Ib07lW-Rl7wEC8FufgdtQSFMPLkhiIByt12dXhHJ5x3T0nnFAIZgNswC-MtwNxg4F4r23WRM5DG7Yz4ZXr-7B_gMdv-YxqhywKZiZqRgPqEE902g1TpZvDsdmKz0Qr7WX2FFhG3On7rVMhRF-xiutkc2cblUorHkxDnLVK22ELeL8A7geEfJmV6iP5sKZ7O4psnw6QU52mHSOdLDfMJdD2UInHRTTbceAoIt8ez-lA7VM69M1zXo0TuLqY6cq9g1V_Myiv_WGtjBkAxROJe_f9cC35LRNBcG-DyeODV_R0K54EwTT_TGL2pnjrneYnqRTzmbfpxwW1bkccCix3IqqS4pBn6frPH8U1V_ys980FB7HA 52 73.168.5.195 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ November 11, 2022 3:48 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP offers diverse solutions for challenges like improving sustainability efforts and the platform’s customizability for firms in any industry is a significant advantage. Any firm can thus utilize SAP to streamline and expand their initiatives, especially given the modern importance of ESG. Below, we discuss how SAP supports sustainability, notable solutions and offerings, and a few challenges for firms to be aware of with implementation and maintenance.

Supporting SAP Sustainability

Almost 80% of consumers take sustainability into consideration when choosing products or brands. Consequently, firms should constantly be searching for means to make their own Environmental, Social, and Governance (ESG) practices better, more efficient, and more manageable. With 92% of the Fortune Global 2000 Companies list already using SAP in some form, it can be the catalyst for many firms that won’t need to transition to new systems. Instead, employees can simply access new SAP modules and dashboards utilizing the same skillset that they already possess. This can save time, training costs, and implementation fees.

Key SAP Solutions

Tracking

The creation of circular economies is paramount to ESG initiatives. This means that resources, products, and manufacturing byproducts can oftentimes be reused to lower a company’s footprint. Creating circular economies relies on a few key pillars. First, firms need to optimize product lifecycles from start to end with sustainability in mind. This means initially designing products that create the least waste and the best chance of reusability. SAP offers a module specifically targeting this called SAP Responsible Design and Production. It essentially helps firms quickly calculate important ESG figures and provide analytical insights that help better decisions be implemented. Another key solution that SAP offers to build circular economies is Product Lifecycle Management. Accurately understanding a product’s lifecycle and potential barriers can help firms mitigate challenges that reduce a product’s lifespan. Consequently, firms can lengthen the time that a product survives which creates less waste and manufacturing byproducts. Finally, firms must effectively handle returns of products so that excess waste is not generated. Both the Returnable Packaging Management and Intelligent Returns Management modules are tools which can be used to optimize returns. Ultimately, returns should not be the end of a product’s life. Instead, firms with circular economies can reuse and reinvigorate items that otherwise would have gone to waste.

Alignment

Understanding exactly where a firm stands on ESG metrics is extremely important to properly evaluate whether more action needs to be taken. Firms should have real time access to data that accurately updates progress on goals. Firms can use the SAP Sustainability Control Tower to view all performance metrics, data, insights, and ongoing goals in one place. This is crucial to avoid silos on various aspects of sustainability initiatives. Instead, firms can holistically understand exactly where they are and what they should do going forward. The Sustainability Control Tower also allows firms to build models in order to view trends and patterns that may have been missed initially. This can be the difference between meeting a firm’s goals on sustainability or not. Finally, a holistic understanding of all data and metrics for a firm’s goals makes reporting and governance much easier. Internal or external audits are more streamlined and easily complied with due to the efficient presentation of data by this SAP solution.

Impact Management

Last but certainly not least, firms must be able to track the full environmental impact of products and services so that more informed decisions can be made in the future. Consequently, SAP offers the Product Footprint Management module which performs a host of important functions. This solution utilizes existing firm data to accurately calculate the environmental impact of products. Firms can use this to fully understand their emissions and thus recognize decisions that can lead to severe increases in output. Ultimately, understanding exactly how a firm contributes to global emissions and waste is the first step to reevaluating decisions that can be made more sustainable.

SAP and Sustainability

The primary challenge that firms will face in utilizing SAP offerings for sustainability is the cost of modules and potential implementation. Additional modules, like those listed above, may add to a firm’s recurring operating costs; however, it’s important to first evaluate other financial impacts. Consistently having access to a firm’s data about sustainability means that tasks can be optimized. As a result, costs may fall as processes become more efficient. Additionally, lengthy recurring undertakings such as audits, goal mapping, and progress monitoring are essentially done instantaneously whenever a firm needs. This means that time and labor costs are reduced or eliminated entirely. At the end of the day, sustainability and ESG are core components to modern businesses. Firms can use SAP as a catalyst for understanding and improving their own initiatives. Companies, however, should take the time to properly evaluate whether the additional modules are worthwhile for what they hope to accomplish. Firms may also be served best by industry leading SAP implementation partners who can ensure systems are fully optimized.

Rahul Sharma rahul.sharma@markivis.com 8700378949 Other Hi, How satisfied are you with the outcomes of your social media marketing efforts? Social media is an important element that can be leveraged to educate buyers and help them better understand the factors playing a role in their decisions. Our experienced team can help you achieve just that. We specialize in assisting small and medium-sized companies, gaining visibility among the millions of brands that exist today. Looking forward to your reply! 03AEkXODCAf1IXF5GPrnIBW9Y2e3hdW_NLhYRjD8JoyTABPIjBzW-jUzdFgc_VsjrrbdVJcDIch9WrbMa8Ypaxw-ttVpvxYY9cEF8nWEDZapkdC-23uIOtltocMhLKJaoji4muSd3o1sihDEQGS3LJE0wjMn1cCWieH5hrxlKgiPoOD8yZk5Rfaup2-HRXTj0LQzniwpmC-95IC8d-YHET2L8sAX7T8-kDe84Ef1FLnZfFjAYyVhgXObeanfVxq9GcuuUgwaGhZ9Ev8wM97jx-rM67aiyc3sk33MuKsMwIDnaUxtdICP1njeZ2CyfKHLdwWtyvXV9xbZOQ10Hme66PbP46JePskKFmG-KiOD6yACsMnbMg8KpJyRN7Z5isWstg4LIdeuivZuyI_MRxiUjjFo8LmM0diPj4M46AZnTK9MIF5LJy7TslmceNZYCTr121CWQDc1nNB0UPX0kh37BiyAnnu3FHolg0y61ieoK0MFgSTw-Uosqg42Wf_lJOsQIhPjPN-iffQRuiDxhbDqbhjCB10LSf6aubN4ySsB9IVCJFfRAxjq3rAwnqz2rjg6JUpBwt30rqLs83td7dfD16Bq2hjbd9R3Ub7Q 43 106.215.92.176 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 16, 2022 10:58 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rahul Sharma rahul.sharma@markivis.com 8700378949 Other Hi, How satisfied are you with the outcomes of your social media marketing efforts? Social media is an important element that can be leveraged to educate buyers and help them better understand the factors playing a role in their decisions. Our experienced team can help you achieve just that. We specialize in assisting small and medium-sized companies, gaining visibility among the millions of brands that exist today. Looking forward to your reply! 03AEkXODDcOPuG5kWqW6we-9nLXuIttEqR2uELVp3TAymzmD9mnoSBF1kpij4M7Jv-y6uMjjFw9CIqPwt_osq4gRsgYRvSM6wvQHP3jK4cw0jlXYkNTzRSSFqHEct4e64zLNecIYdLMrNKb76D3t6-u7w7MPK0mfiHiQohKmeOAfshedD62HaoMsD_GcPmzii2BbSO8f4dt4DX9RISGHTyZo93TaMLuQ8DoQrrLqEwYdksf8nuOOgonyMcn2-0cU3EeMe0soJkg68yLGHzq9-no4UNfRqeipS2szLqFWFaE5xTYLiYv4q4AOzuUu1wz6Iw0eJEveVvRzx9rBYQnRPNl3zGU1MIEmni1w5nDlO1Z4mZ9JD5nN0PuNZK_Dw6su4Q1ZApSIAxbJy-B9vILQ6szxNBI8VUq7T_j_DgNyf2qZ0Tmv4l4vJHg9YpgWGlsQ5E_7mWK8cl9d7zcQR00R-IRFkNB2SVWKpQu60ukXWMv3_w6vV40MPNDOXBueXUhzv0w6gkyPXQVTB1BoQ6umXHWsTZ00JPuWKIW8hdtc66ollwSsfruWjDrdhRLeRIRhCx8XkgCdeRAKvDxHYVvj3L3K6gHX94HBlU9g 44 106.215.92.176 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 16, 2022 10:58 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rahul Sharma rahul.sharma@markivis.com 8700378949 Other Hi, How satisfied are you with the outcomes of your social media marketing efforts? Social media is an important element that can be leveraged to educate buyers and help them better understand the factors playing a role in their decisions. Our experienced team can help you achieve just that. We specialize in assisting small and medium-sized companies, gaining visibility among the millions of brands that exist today. Looking forward to your reply! 03AEkXODCOm64Qb7zV9KRHFoh1myOS-MqdlxxaljaHM55-88lo8wD0KSE_VOv9L3rmPZKzuO59GLbF2wJtBmclhpNqFdSVARc4gR9qGtq2VdyPIyR23L8O55vWe1H-VetPGXR5tffbRyC1WfXzqQocKMHkUfJlz6HZRe9j8mOTSmbHszZb3T5HFFC4FfwEDvgrSVy1387ocLmZSkaPqXPuu-7F-BjFHT1McSmi-j06crhOtnM93NYOWyaKBJXrBjDZaeJbaDxuY0VLjOk-4BdWENN8ALsY6DEJ15u8Fz0wZ9SwmDcMctersWa05a32lijoawtjlLsQIlbrY6HJ1LvjBzAaPwHqWqAFPF6h4xWCms6MbfYtsxmM-amr4TVkIiVE0Pdw-oeb2o4_nmqOwsQIoQDHz_5c-AYQgAzvXsZal2DPfltZNRmkcZeS7fsmfGMqXYbCuSJfTe5fUnBnsxutczahGvHSqITAWzPqqtm9ZEdIPcepPTBk5_n3sRMgHQTAXWV5T20ckz22Soj6TUtyhAkYRO5d8-uP3D8UfvcWitscEM39Uiidg-QSr-xvqJ6WVSbGEc7DzSJ-yJFNOl9MgEVEyTKmL7R5vw 45 106.215.92.176 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 16, 2022 10:58 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Furkan Arif Arif387526@outlook.com 9496518850 Land my next gig in an exciting company Further develop a new skill All of the above Cloud and Security GRC Web Applications, Security Building my career as an independent consultant Learning new business and technical skills 03AEkXODANJ0jS0X-ofyPGYE0yNMxyfOuR79nDs-6JqhIwOIm_4X1jvSNSBq7K3-mPTUiI24GAMVAwiZHxw1cEp03FuUzw5PIaNj5fpUFQo-ij8i9tbjt5WsFatXy-3JCTA8OwrF-I7ONdF9EhvOF3_FqYGEEmAT0wXlJi3KzMlNNub1Eagaan9KGVaqLhTDkezIXsPhRY0CZRuoll71be9Ix8L1lHfqIv1UmpLk-O0u6wOgitYyZFS5e6XXo7abDEXjoZl2IBCYQPiuCsv98En0_FT-vzOslsRY166fKJLV70j7j9890BPt0pmQF4gF9B_EuItsVMb94tE9I1LARvQccJr4ateKxGgh3l44TgUxaogsOwv5aq0c3P1_b5PxbmBKZmOZxs1ZJBHYc2omIA5S5Hf78Q3ng4Oa0ZsWTwhdmmuzpyqK6dhpLE1j-_YHlaskeBmL8VWuZjnAGHXoaCtECHMoWlGz0fJZpKGBhauuKQVKSvqmSDC01QCgCGGfkLTGSpA12_vGnh_pI5BlN5ddKDk6fI9UjllQ 53 72.255.51.149 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 Edg/107.0.1418.42 https://www.bullcitytalent.com/join-community/ November 17, 2022 4:38 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Furkan Arif arif387526@outlook.com 9496518850 All of the above cloud and Security GRC Web application and security Building my career as an independent consultant Learning new business and technical skills 03AEkXODAIRGjN_MrHO7MESlULzMEt2Zaxe7ltwg9ycOWTMwwzv5ELIJ0EndO2_ghkBBxnduEWfMvp-R16TtIjMsWdB_bkvcIa_d8KOciz-nhDVWHNNoayFfRERwfDHj8gzV1YcfOyzAp1y-1KYKnujNbDnTpMS7SYiWUT1WOR8krpk14agv0ofbEN4X2MI3ga3wHgwRJu5DrtW4PCYbEvbwuRcNM6LpB67lMW2W7O5tM8ZhilpZB8dZ6IkUU2RSyz4gMqwYfFhyfMNwtHvgVZjkabpVX9edARNzdf2HmeXoW3Z7YAPlHOV1lgb_lYC48y_PVaecQJFIylC0ZMTlH0CsHoNr71yGMV885VS3vsmMiLmRdVCnjoBqzuldDzfcfR8ymZPWFd68BB7VKzHTcfKh8otVzkPHJdOxsuCHsfAziA1N8tPy4mtch4u_MKoC6-hbwZBVoiyg2WJ3jrQ9a15bDT4YFS4LbgfSBJqV1nLP-2lb5QN3-jDmDUcSl0E16tk2rHuM8qrw-eVMdHo4b1mkFsF_OFKvvM4A 54 72.255.51.149 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 Edg/107.0.1418.42 https://www.bullcitytalent.com/join-community/ November 17, 2022 4:42 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Darnesha Adams adamsdarnesha@gmail.com 9192087558 Land my next gig in an exciting company Further develop a new skill Yardi, Workday, ADP, CDK, Confluence, Sage, Quickbooks, Microsoft Suite, Google Suite Analysis, Data Integrity, Data Cleaning, Finance, Accounting, Business Intelligence SQL, Python, R Finding more time for my family Learning new business and technical skills 03AEkXODByC92g84TK2ALvjKMCNXFivl3ilIxgQwL80eWEW2WfjF1DdIDsr6oSOwwNEpNkZc6325daBsMv61yRWn4fE4VwLIvcqLCDfvOqdLnN60IUrbCjSztwLfvBDm7JqWU1a95NvLUX7lnCnAFS9yRm7tUAYdCIeIYXk_9mBjN6tEslgW5dgM14_63rua7GBZmunxglLbvLXE9yREbwRloNResLhXhpcFGIgGPQvURNjX3Z2HaeKm0IlTWVpLcxGOMW9DjXPpHen4UvW6o3V6qnOV5ColGVGjUmR_HlLEfIu0mFyRo6yAspGwiDvMDav-e1ohXRUJrffj9_yK3PDLNvTd_Rd0WC32RqqBRmHMMCaBRPMFGEbbC1h6BMfZ2pqMqPY15B-eyKridAaEANyHSr0BN8ILnYKIi9kqLjE8ufJddr3aBj5mS04XEXUA6WUMV5Yx7SjhWbGxTkHXPg2sdGlndDJbLRfCeKPQNEuD-L6zcCk18HLscUH6hNYKmT-B21nZMXVH9q5dwL50-xDdURmjYt1HE7A0p5LeTpYXtA_1Yx5HcVNY8PeN12npdUpaHUBobbazqPNlVa3mDEkhjx-8oihaGDfg 55 107.15.150.227 Mozilla/5.0 (iPhone; CPU iPhone OS 16_0 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.25.434 https://www.bullcitytalent.com/join-community/ November 17, 2022 12:09 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Darnesha Adams adamsdarnesha@gmail.com 9192087558 Land my next gig in an exciting company Further develop a new skill Yardi, Workday, ADP, CDK, Confluence, Sage, Quickbooks, Microsoft Suite, Google Suite Analysis, Data Integrity, Data Cleaning, Finance, Accounting, Business Intelligence SQL, Python, R Finding more time for my family Learning new business and technical skills 03AEkXODA_N-pJN25flm-zngZ721AlYHgpONxSBQwpGJFgp8rDCSdbxKhImlayLU3D5gIc01w7kpn8WgS8wcry-ub3kjARoRuMpSFMW9b8hjGgqDnQUEuaDqFtKhQbQk8epvEMZ8TZ24q-JDpcIrqvMluqJTvr28Qepv9VYk8l1tVp5K3wgUBy3LY6DfVhq93v3oyrvYvdAsvXX-wXAsApuAP6SVQ2aWkGo7gEPC3JL2Op6LdnMfyOGuggu0LZOWmb7A3_FaHwIpjOLi5wpe0zSRNKux9YBn0oU78ugH0ivXG_RP0J9Rr6lJ-cURzj4FhaBBybEDSEoCVTtiu5uWRR-8YoscMmJ8nz_4t6ukGgscBZvi7msAFwC8zlOZQIOATIyxtPf_0deigUK_jSzchtNbfweFXYswjyUNQB8stgqZhQ39eUkDlxOo01nuK2GGicaRmuvWvdHHCupR-yiVTSvEQDsl8LThbQni0BXzZCRDhkWMqmX2E5bnQ2dSvsDOScIRwlkE9wz_ZtBmqMXbjStnBYHYw552CSgPwn1TBxTEgqQCSNhCIPqnxU-1ixrAPKgn3UsnIzPPRJCVNvC1G2KXy1Kf47nyXX7g 56 107.15.150.227 Mozilla/5.0 (iPhone; CPU iPhone OS 16_0 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.25.434 https://www.bullcitytalent.com/join-community/ November 17, 2022 12:09 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Recruiting metrics are used to track hiring success and optimize the way your company reaches its goals. These metrics are usually shown by key performance indicators (KPIs) that can effectively track hiring processes. It is important to understand which KPIs and metrics are most worth looking at for your business. Doing so can improve your return on investment (ROI) and help you hire the best candidates that fit most with the company. Following metrics and KPIs can also help your business save money and time, as well as improve the efficiency of the recruiting and hiring process.

Top KPIs and Metrics

Time to Hire

One of the most common metrics used to look at hiring processes is the time to hire for a candidate. This specifically refers to the number of days it takes to hire a particular candidate. Talented candidates are usually in high demand, so keeping your time to hire as low as possible is a good indicator that more gifted candidates are applying for and showing interest in the job. Time to hire can also signify that your company is moving these qualified candidates more quickly through the hiring process. It also allows managers to see how long it will take to find a replacement for empty positions.

Offer Acceptance Rate

The offer acceptance rate is the rate at which potential candidates accept the number of offers your company extends. This is a good indicator of your company's reputation and the benefits you may offer. It can also be an indicator of the amount of compensation you are offering and if it is a competitive salary. Working with the finance team to find good salaries to offer while also letting candidates know the compensation is competitive can help increase your acceptance rate and fill positions more consistently.

Quality of Hire

This metric takes more time and can be measured in many ways, but it is important to measure the quality of the people you are hiring. Quality of hire can most commonly be measured by the success ratio, which is the number of candidates you consider to be satisfactory, divided by the total number of candidates hired. A higher ratio means more talented candidates are being hired. Conducting audits to measure employee productivity at different benchmarks can help you see whether you are hiring fully qualified people. Low first-year performance indicators are signs of poor-quality hires and can result in thousands of dollars lost. If this is happening, it is important to look at the criteria you are using to hire candidates, and more strict qualifications may need to be put into place to prevent poor candidates from being considered.

Selection Ratio

The selection ratio of your company correlates to the number of candidates hired divided by the total number of applicants. A lower ratio means there are a lot of people interested in the job, and you are most likely to get a range of higher skilled candidates. While recruiting large numbers of applicants can be time-consuming, these processes can be optimized by using AI screening processes, predictive hiring assessments, and video interviews to make sure the processes are not taking too much time. On the contrary, if the selection ratio is high, it is likely you are not getting diverse enough candidate pools and need to improve your recruitment strategies. This can usually be done through marketing and increased engagement such as career fairs, social events, and more. It is important to optimize your selection ratio to a small number to make sure you are recruiting the best talent.

DE&I

Diversity, equity, and inclusion is a huge metric that can help boost company performance and lead to more applicants applying. Companies with diverse candidates hired have a cash flow that is 2.3 times higher than those that do not, and they also have a 70% greater chance of capturing new markets. It is important to note that a dwindling number of applicants could signal that your company is not welcoming to distinct cultures or backgrounds. Make sure when recruiting to explain diversity programs or groups your company may offer and boast about potential diversity statistics that make your company stand out. Skilled and diverse candidates are more likely to apply for open positions if they feel comfortable with the company values and culture.

Cost Per Hire

The cost per hire metric is the total number of internal and external costs divided by the number of candidates hired. These costs can include advertising, agency, and new hire training expenses. This is extremely important to your company's financial wealth and making sure you are not going out of budget to hire candidates. If it is too expensive, then strategies need to be changed to lower your price point to get new employees. On the contrary, not spending enough money on recruiting can be a sign of poor processes and can lead to lower quality of hire.

Recruiting the Best Candidates

There are several key metrics and KPIs worth following to improve your business efficiency and improve the quality of your hires. While there are many more out there, the previous metrics mentioned are the ones that will lead your company to success. Understanding these metrics can also save your company money eventually by hiring more talented workers who conduct work efficiently. To learn more about recruiting key metrics and KPIs, reach out to the experts at Bull City Talent Group.

Philip Hoover philip.hoov@gmail.com 9193584859 Finding a New Position Hello I am moving (back) to the Durham area from Colorado soon, and I am currently enrolled in a Cybersecurity course with CU-Boulder. I am looking for entry-level cybersecurity jobs in the area, in particular SOC Analyst or Cybersecurity Analyst roles. I would love to hear more about what types of services you offer and what kinds of organizations you work with. In addition, I noticed some of the links on your careers page seem to be broken/pointing to your blog instead, I will send you an e-mail with screenshots of that. Best, Philip Hoover 03AEkXODBNMjwRkC2j8rYSQjFTnS7goB9PcEWvVoG5GyMXe3axP5L4N1AgGqhnGgRB0keBRb-Ceg8VKD-EdnfWw4zNNumpjjGlGJtPOcC3HXn-cFmKnJZTSS6tKIc_bu-M_aM1MNf2yMl_OwSVguDHvc593JAq-Gu_5rk2QZ5ZKTrcPRu831x4RW2NxyrNQdcdyXpip1fjeU5EvJ2MfMCw9hs4aGhRQgKo0fs0yX8isU2uALeBW6aF2q2xGCFBNLx2X0VhIoB8zPq4E-WrfsMVFWJ-LyydR5ehmxave6m5jbEOi0RjKIpXEhEsBvUuheJs9VvxHY4p9ou3YCgziNE73VhuNjgMx_qEg2_1bH14C6RYJRsEpLhPsZI9sikI2P_uCLdYUIeX176PQSEmz5x2IrGDmEPY7C3RwaKNZdA_gNbKsXWqeBA1fR5N4vsCs1OYCie8nYeyZo5Rp8F_4SRTT0oiWaOE-gsm9VzVscH-0XJpuEfSgOMZc405Z1LfCLaf3WRLfqhFdN8ijR8UVax9eYOpkETrSMvasg 46 64.44.84.65 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 17, 2022 10:00 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Philip Hoover philip.hoov@gmail.com 9193584859 Finding a New Position Hello I am moving (back) to the Durham area from Colorado soon, and I am currently enrolled in a Cybersecurity course with CU-Boulder. I am looking for entry-level cybersecurity jobs in the area, in particular SOC Analyst or Cybersecurity Analyst roles. I would love to hear more about what types of services you offer and what kinds of organizations you work with. In addition, I noticed some of the links on your careers page seem to be broken/pointing to your blog instead, I will send you an e-mail with screenshots of that. Best, Philip Hoover 03AEkXODA0V-FYJDJoqHhFiFPNZNZTU4170D0fs8-Bt619_T_MlEtCyvz6h_UHlxMJO_uY2F5mHiZC0t_tu5ME9EuXUcsTXhRmlknMWgHL0gLaUeBmOmtS41FnbZtrd2yj3G7xGKhXpDJzvmZcHhHSgGpYu6AHVfJj8zf9nDv6qEflVXBHeit9UWNXFYHEX5Tg_KhpKG6VcD53MssCnBqTqV-_ThFnfug_oB38oibGzy2HVrK2B3e-Idhwe0VU8ydjC7SeDAqwUpiKHfenhTEZrdAEBv67kN2koYb2K89G7P1qkjb8xKcqLbjlxGALmrsUoLsWlj3SNivFIA-vniBzo8i79sA43kPEj7YJAdOZIOuZtVqLTk625LwuNUZKeNIfAsCG15SWP7c8P2lejSFvlCqI07mEWGXCajdnQ-h0bcgaCxgWKMAbizm2OUTQenirwOo6mkZ5dQvDwhvIyVmoR5QWrzCYN6u7VxW3mf9NfydwKkd4SRpiB0CuIXeUQ8IS9hdXxjOLBYfhXNtKVcFzSm6kJIqhiDCJ9g 47 64.44.84.65 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 17, 2022 10:00 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Philip Hoover philip.hoov@gmail.com 9193584859 Finding a New Position Hello I am moving (back) to the Durham area from Colorado soon, and I am currently enrolled in a Cybersecurity course with CU-Boulder. I am looking for entry-level cybersecurity jobs in the area, in particular SOC Analyst or Cybersecurity Analyst roles. I would love to hear more about what types of services you offer and what kinds of organizations you work with. In addition, I noticed some of the links on your careers page seem to be broken/pointing to your blog instead, I will send you an e-mail with screenshots of that. Best, Philip Hoover 03AEkXODCajfn-DWMpvN911G7eJK_OJKOpqXMlbci-OiJ96uAxwa7uRLNFhSGqiIYt_f7r_j-xJ5FZtxvegQ-X_cikfEktAXuYA6doomXq9JH0LHK7AH7yZgQvvE0ufu8SpSD2uH2hv87jk4VW73x3EQsWKcM2cxaNK5Z9_SO_9-7fSSkTJgpPevWlzYw8nNS1yC9hecxkeZiMQ_IdUGX3sXTj_VBKOHJjbGCW-TC7_eDMHSblFMwHOF3BWowuhfK-N-9fVDBl3yTfZYs1xUuqsQjKEXpSbl0Qx2dEuSkIWwZYK4RREU-pSmKIGKdaga8-HuCE692EZ5z_FZRmTqNgzdk2AGjvXwhK-badEh9EttLtpJWqPF3nr6kJWFDwIIpVsYkEauk45ncaGbSsFnD7TRgetUcMkEKgaIqj6sTIF11N57y5398tqGrWARpzHwcLAZ8bEwyTDN4bVVzdgrsDPFD9WM5m7NT3foaBKWIA3IYLc9tBYbyyKj_c22oD7zrS6xP1uttTo-TQzHU8zEqrAaF9Tb7WnOe1HA 48 64.44.84.65 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 17, 2022 10:01 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

The Great Resignation has made a significant impact on the workforce, leaving more than 10 million job openings in America. As individuals’ preferences and career goals change with the popularization of remote working and post-pandemic attitudes, it's important to consider the good, the bad, and the ugly when thinking about leaving your current role. With an increased emphasis on technical skills and a shifting labor market, knowing industry and job trends is going to be crucial. So, what should you know when considering a change in roles?

The Good

Right now is a perfect time to make a career switch. Why? There are quite literally millions of job openings and high demand for talent in many industries, specifically in growing fields like technology and computer science. The pandemic triggered The Great Resignation, with a total of 48 million employees quitting their job in 2021, showing us the highest rates we’ve seen in history. Following this, companies dealt with labor shortages which has forced them to improve benefits, salaries, and growth opportunities in order to compete in a struggling labor market. As of now, workers have the upper hand in the job market with two job openings for every unemployed worker and layoff rates at a low. With this pro-worker dynamic, individuals looking for jobs are generally given more opportunities and choices as well as increased negotiating power. So, if you're interested in pursuing a tech career, now is the time to capitalize on it.

The Bad

When considering making that career switch, specifically in tech, having the right knowledge and in-demand technical skills is going to be important. This means being up to date with modern technology and platforms. Moving to a new company or industry may mean having to learn new systems and processes, so proficiency in SAP at one company could still mean needing to learn new skills or re-train at the next. This can be intimidating if you’ve been out of the technology game for a while or have been settled in with your current platforms – not to mention the investment that learning a new skill can require. Certain certifications, skills, and software may certainly demand additional money, time, and resources on your part. While these factors and barriers may be daunting, they are no more important than being satisfied with your position. Adapting to a new role and organization is no easy task, but it may be the right choice. Don’t let the upfront investment keep you from expanding your horizons into new technologies and industries.

The Ugly

Additionally, people build up credibility and reputation at companies. Leaving your current role and switching paths can be a scary thought; You’re losing that stature, friends, connections, and network – not to mention the overall life changes associated with switching jobs or careers like the possibility of relocation or limited flexibility. Also, the onboarding process for a new role can be overwhelming, particularly if it is in a virtual environment. The stress of relocation, learning a new schedule, and starting over often deter people from making a career switch. However, these factors, while not ideal, may be the push you need in your career goals.

Conclusion

There are many factors to account for when considering a job change. While the thought of leaving your current role can be a scary one, it is important to prioritize your values and overall satisfaction in your role. Knowing the trends within different industries and the labor market will be vital when making your decision. Now is the time to capitalize on new and exciting potential career opportunities and truly think about whether making that switch will be the right choice for you. For more information and guidance related to staffing, contact our team of experts at BCTG.

Sandy Granadino sandyvgranadino@gmail.com 7048427677 Land my next gig in an exciting company Further develop a new skill Tableau, Python, R, JMP, Excel, SQL Compliance, analytics, QA, Data Governance, Finance, Investigative skills, research skills Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills 03AEkXODCI3wVDC8RO6-E8f78lrkJh4rAWTlR4zDOGrxI1kAVundsGlZI9_JZBW6BEsBiMeQ8wSpC4tENDSwWoUaYYa4b1s6XvwMSA7uCG1IV6AodM76mi16A5Bj4DNJ423BwhaAb_9cS-Bzf5Q5uDc7vuq3Ygh1n_bLJ-Gk4irxj_v04TjeH4OqtM3dGSNH74JOKulmpNZNg8YkTfc876VDb3Spjt2c5OXS5J0G6eTRLWKJ9qr6ZGE17puECrCJparpufE_MvHMdd5N8TDsAOF--dDMqwma2cvocyRr8oRYGhcxslaW5RzQstp4tYedky0DOJUNqWaJFRV78zILJnBxD_2tkpL0TMU4cUT03giEEuZoewwhBDRHXIQkZcaLVQUmT9t3yAjHoCkacjGw5tcxXPhEL-1YhuHMYE-yGB5GYLixnqMMDVx8qzg85iphPUrt-fQkXoSouOsNdXujXraW4qmRvlRzMa89mUh3RrXiLqTcvfDLw5NB38CgZaThA0n5eaZ5TdixfxM5iIhwOqyDeU2ulygBYTVQ 57 174.106.64.24 Mozilla/5.0 (iPhone; CPU iPhone OS 16_0 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.25.434 https://www.bullcitytalent.com/join-community/ November 22, 2022 7:57 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sandy Granadino sandyvgranadino@gmail.com 7048427677 Land my next gig in an exciting company Further develop a new skill Tableau, Python, R, JMP, Excel, SQL Compliance, analytics, QA, Data Governance, Finance, Investigative skills, research skills Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills I am actively looking for my next career opportunity, preferably remote. 03AEkXODC3wmyW3A1r4N4-QF4hkhU0RafRo62IrS51auDrfJ6SQm2BBB4sHGY_3tk-Pz5t6aWLDD41Y731grQd_7k2xIblHbPna5NxkgTDCHBYZGDaE9EUQgLMhRROic8cueZTg_iYNXobKktsK-JX_rHEWn-igCDb8jLagsguw5BD1T-Rbc3IdOxlgfyRa1S57uk9ZdLszKU_Xbb3JL0YEC82kTnL4huaAVlvWca9cpD4fj4_-KBfI7bsD2mJu6ygi-l8v9xp0SPVb1NJTEHtGIN3NpXo6l7Kvqx4LKiBSQIvwc3olMqgEolMDYu7VDmLfdnV4x2YMyGL_doiDKmZyEbJA1YinmCEKOgrY2YE7ky2kF1D4XNE-fNfPEHAvRIC8Ar23IV2C3vsz-_dp3WT4NE_Gwu379httopDO9b-fndrmMa31LFWlKF__UKFkoo0O1XzRbmjUML5LUkXYPxMtvl1n38JuTtn1IJVqYw1iohONTQ5t5SAFEQVWdwrLad0qbyluidJzP320ZwD9eXd4RAohDL48-2Wfg 58 174.106.64.24 Mozilla/5.0 (iPhone; CPU iPhone OS 16_0 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.25.434 https://www.bullcitytalent.com/join-community/ November 22, 2022 7:58 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sandy Granadino sandyvgranadino@gmail.com 7048427677 Land my next gig in an exciting company Further develop a new skill Tableau, Python, R, JMP, Excel, SQL Compliance, analytics, QA, Data Governance, Finance, Investigative skills, research skills Building my career as an independent consultant Travel Finding more time for my family I am actively looking for my next career opportunity, preferably remote. 03AEkXODBAtOVHGQyK_CJRRRSSEW8Ux2EakrRnQA8NDhfJnwyw6mwhsChNsVdatP0DhIjNSzWJuhqJZzoTniDfcevE653Yrg0kgVqHSLYNPdWVI8m0uT3BoE6srGDVYZdrGR18gUXqA212wb4z9Sde1mFT307MSQEoGujYtpz4xfkCmDSWvnDb5pOkcSpgOYqE1BEeSZSGGU2uIIFWpXpQeGHb8f_Lt792QtolmHP2erO9-xiLYjDhYF9_RHdJL9_dtTuYzLanPJlRIrOgh8S_VFpAAgdcClD4oeIE59slGYwwMHeCVOnZ82pWHUPakSDeqtHK0etEaXcwiLD6NwnYwSIGYhoiVMItVb7AP5PXjYGsfjqRltXQ7Mb7BKt0rozAkV5WjHnPgO23mD_cuZkmh--YJbIMqHGagEcnZECQKggKCFPKiHqKfqCKkSZK_J5otT44xTH0h4s_HP1JTJa932h0qaXle078cZTcGIRlv5eVlf4Xelw7JOG7KC13iS0MA3GZHxkS7dFv4dZBxdKIY9NYKQ-j98VQLA 59 174.106.64.24 Mozilla/5.0 (iPhone; CPU iPhone OS 16_0 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.25.434 https://www.bullcitytalent.com/join-community/ November 22, 2022 7:58 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kurt Grotenhuis kurt.grotenhuis@gmail.com 6125902531 Finding a New Position Following up on a message from Nicole Restivo regarding SAP Treasury opportunity - please have her call me at 612.590.2531 -Kurt Grotenhuis 03AEkXODAh_LrAG33TK4blNANRNMNRzDo9ltmCh9OgJmSuybDrLYss2xsW93SPo1gSMCTmCGId74V3-wqGOjLGeUr92zYSL4L6w1StEwI9zVwk4SQaFY0mwIepaiLQO-ZiNlJwqMi0fN3QlQyl54LFBn5rnFiuUn5GUqzsBTE55rJSmySc8YBDKhSyWVyet_hvD0l5t4zrnBwpsNdyU3ReLaEIynh7KQE2a8krDyOYF3Hti1LdXeYUL7bnPGnP15KO8Mnfj-Fm4Py3bi2c8ahr2ClUu-zqm57HBCKEupyqojqP7RU2aCE9bZD-JA47gYLxzaLnck9S3IR_bK-umO2W94nzCb1Z0aowebrx0cqelyPDPFpfN3kUTFxhAWHfC_zcLVewUoz3MwmGMacJFZofyg7m4Ji5PPE4wz2aKJ0See1k96drS_MSE4NyCQAh8AUz8KoBIV976RxCmgjd1eKCVAHsinj4ZnZx9A-yRcRh_fr0-UTsXCxdICYt_oZfPdxUvx1UTjGRMAcA0vdNj-2L6h5pWOI3K-4ARQ 49 173.18.184.252 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 28, 2022 4:14 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kurt Grotenhuis kurt.grotenhuis@gmail.com 6125902531 Finding a New Position Following up on a message from Nicole Restivo regarding SAP Treasury opportunity - please have her call me at 612.590.2531 -Kurt Grotenhuis 03AEkXODD5bHVMYQoNx-q5XFPBXaRWw4l2W0yZ7LE-SAeHocplroBBBV_vOzmcOHiKjT6ARbvOWPjjAWDYTrLlWFOtXBJuK8K_GzMlMap6vnMVrgn9o2U2oixwhMO8z5cuZYxKwMmUeqhnd55KTdcaiyL9PSAHnOMrMGCUeeF_EAfM2bhXLnl4btn8yh1Bzg_fn5mdFCNfTVscMetUhV8nQAo00RigV66_Yfnr7I93PD5Ra6o6ArEdpxufFmWc6hNwjn1o8eKvUBkxGKuDitEV49KW96v-PHSjQMwA_-uEppguY1E7XJ65I_GOBdMQIveV2dMejT14Vlk0xkVdD9GrmYVz3Bp-MMaH8O_pB_C5rvXnc2f09m0DSdC16X2h-Rgnr8-Y8CC_fE5R9-7vOpfL62zFoNjUWEhCT-rev4E_xBui_LN0oris5KQYHtCP98bADmwkEeycbofi4MdKO9KJuCkCW8oRhz2JU5R9JbBiHe0i1FYXX9625QyklSZsEITY84jalN47rsGFOOAPB07esOn9s-PkmhzeDA 50 173.18.184.252 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 28, 2022 4:15 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sally Quain sally.quain@votecconsulting.com 6586796684 General Inquiry Greetings, We are urgently looking out for Oracle, SAP and IT service Partnership to support your team with our "LOW COST SERVICE MODEL". please contact for more information. Kind Regards, Sally 03AEkXODAJ4BN1AzR-k-GrjR1pGmltVx8JDi95TIhRmsw0wypkuQXsmDMELOA4DH-ELJpzoTHyjTJrnhIiSmliPQo97uQ68ohCDSO4TQQajPTGcbmqxtiXZ8Pe7KvvOwn5Kec8max4FFwZ78G3DZkpq08rg3hSIetA2MPNK4-s2XjLo656H7JeNPkyjeW-5ZxPvqa14MEEweFj6ZSLSVSUqXObl5lg42SWH_PbuRGFlOm_VukAccWPBhiIB114BZx9YdIlyRbwc-kG95POUMfpO5KbZxr8TawVbEtG-v-IH4aZkt4kLqUJxG4l1LGO0UfEstobmBbEfmTfHp3RqT1mGRXllQfOcsnNCb9WuDMjgXLbQOw-fQ9iGeE6dLo_0lRU4PyS2NCfxr7q3sBQOF-0PBAYTmLZ3tOU2VyR9CY3C_-CIfupwwRdeYvGwLPjZ0AQEpK_nc53a3wQGovLQF3e5wzBp1BRL14yhftYPxr2NVYngYtI8w8sj5pM_aVrnXWY2iTXgBqbVnGuic5z3125oDGiRGAbFxZm445zTOa2ZxGe4BlPlubDjwU 51 103.152.199.2 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 28, 2022 8:21 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sally Quain sally.quain@votecconsulting.com 6586796684 General Inquiry Greetings, We are urgently looking out for Oracle, SAP and IT service Partnership to support your team with our "LOW COST SERVICE MODEL". please contact for more information. Kind Regards, Sally 03AEkXODDuwS1q0au_hzxQQZISZ0Ku9tKyCvlXIYJbIKzF5dXWIH203M_0jpZRNvIQqBAP5vCVSltTn44GSXWMuVf9IWfwkyYTGe9hXrD1bCNVTWcye-Nr6ebw0LbVbLUwfF9h9L9ORbuqpK-t0YwIP8aH3AICRsrxBKe_6ge1qFgU0UnG-bGJtzjdx0XBPEQwzNDX8W07AdS06oaZupuZwFL9V7w7_nKJp3ZTLNSOADdYbN6oWH5RHWtV31_rfEx0_0J2n-jytH8L9rIo7wPiZ0znr1SMu3vFmPHlCxjbJ-hSFYdrM7chBFogSpKa1dSiOknsI-vAVYaOgIgcuxzs72ukNddrjvAFlIHzHP-wJwr4UFnrgPoOuuGrKgfx0HXP4lXcnzbToL-HcL6QvVNNvgjQjIvA0ia9HxgHBMmZzJq8qPo-mDYSMd5AqximcIXlpQsJWTP5o5BbSPuYeXoymKa9pN1r6H1G7HKY_foJ4wzuugFO6UOlA57hPweeum4xCL1iA9_-O20B89aiwoN6y4ZZyr6d9qZFxQ 52 103.152.199.2 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 28, 2022 8:22 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Finding a new job can be a stressful process, and this can be exacerbated in the tech industry with its robust competition. Additionally, the looming possibility of a recession means that being unemployed during economic uncertainty is a big concern. However, in this period of unpredictability, many opportunities are still present in the labor market. There are several tips and tricks one can follow to make the search for a job much easier, but maximum effort needs to be put into this process to secure your desired role in 2023.

Begin Your Job Search Early

First, understanding when the best time to start looking for a job for 2023 is extremely important. While there are still a handful of weeks until the new year starts, many tech jobs are in high demand and may require weeks of preparation and search. It is essential to recognize that some companies might be posting open positions at the end of the year. Since companies begin to assess their budgets for the coming year around this time, more roles may be opened. Additionally, the recruiting and hiring process can take time, particularly if companies also need to conduct reference checks, so open positions will need to be posted well before the new year starts. It is best to start looking for open positions now to reduce the stress that accompanies the holiday season and finding a new job. By starting your job search early, you can beat the rest of the crowd and feel content by securing a job before 2023 begins.

Understand That Numerous Tech Jobs are Available

Lingering effects of the Great Resignation still preside, as a great number of people left their job in 2021 to find a higher-paying one, one that was better aligned with their values, or one that offered more benefits. Currently, there are an abundant number of tech jobs in the U.S. – analysis from the U.S. Bureau of Labor Statistics found that there are over 600,000 tech jobs currently available. The labor shortage coupled with the ongoing demand for tech developers presents candidates looking for a role in tech with a very optimistic outlook.

Network as Much as Possible

Networking is one of the biggest keys to finding a new job. Usually, in bigger cities and near universities, companies will come to showcase their job openings. They provide you with a chance to network with recruiters at their organization, which is an ideal opportunity to learn more about a potential role and if the company might be a good fit for you. Establishing a good relationship with these people is key to building a good reputation and can put you at an advantage for finding a job. It also gives you a chance to see a wide range of offerings and select the one that looks best to you. In addition, these recruiters can give you any tips or tricks to finding a job. LinkedIn is another great place to connect with people, just in a virtual format. You can message and meet people on the platform and even set up in-person meetings or phone calls to help in the search for a job. Networking with these people can increase your odds of finding a job while also establishing yourself as a talented worker. Recruiters love to see job seekers who are initiating conversation as opposed to those who just submit an application.

Use the Internet to Your Advantage

Part of searching for a tech job includes finding a job that best fits your computational skills. Some job offerings may not align with what you have learned, and you may need to sharpen up your tech skills. The Internet is a great resource to acquire new skills and fill any possible gaps in your résumé. There are countless free courses, bootcamps, and coding exercises, it just requires research and effort from yourself to find them. One example of an online courses is Momentum, which offers tailored coding programs for individuals looking to learn code or receive further programming training. Utilizing these online resources to improve your skillset shows your commitment to continuous learning and training and could put you one step ahead of another candidate.

Prioritize Flexibility in Your Work Environment

As a result of COVID-19, many companies were forced to move virtual for business operations. As we move into 2023, virtual work options remain a key factor for certain jobs. In fact, the American Opportunity Survey found that in spring 2022, more than 58% of Americans had the option to work either virtually or in-person at some point throughout their week. This indicates that many companies will be prioritizing their employees' needs with flexible work formats. However, it is important to keep in mind when searching for an opening that some roles may require you to be flexible with your work situation moving into 2023.

Finding a New Job in 2023

While finding a job may seem like a long process that is filled with nerves and anticipation, these feelings can be reduced by planning ahead and beginning your search early. For help with finding the right job for you in 2023, reach out to the experts at Bull City Talent Group.

Kasi Viswanath Kasi7cy@gmail.com 9784944550 03AEkXODA-SslQmrb3uolMSVh4Dk-NBCD8tqVj8_9P8jOD_ryWelcfWTSZdkMQDCpTh3HqBVttjKHbkOaYjrnzLgEflOMBX11LEBb1t79rzWpFCLb5qAJ9gkweforIZA61FHaL-iVOtT1lD1KRbNqiCnhg1Q2Aacn31MIKYo_FNUduifb4Lj2KFEhgZthLWQ7TbMMjRyDhtIqpSqId2MqomlOTKG6qNG-2umxCLxoyPAW3LGjX6ZipA4qeSrAH04nwT0RXBlqL_WkO4Q16hmge0IqUH1XSSWxLcCLUvshPWiG5OacWhusA79ZeVSeuUimiyQe9UQkHZzbHBXvDf652mHQdz-vHJwY0izsmtBtIykGCtyAaSFf6RNz-aDrPD5tYVAOLQCNgjsGreE8oX_F-K_EIlQ-GONBMWDvxek2B1F8WfmGPRJVn-iQVzUv8QsurC9i2uF8lhrNgzH9bkejjiZ-KqZk03VQIadz95PPY-58aZqb6Q5ACvGM73QAlwXtiM5ceuXBDUTkL0rWnv-VeTFMfIfEXXxeBgA 60 103.248.208.3 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ November 30, 2022 9:14 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kasi Viswanath Kasi7cy@gmail.com 9784944550 03AEkXODBGNz9oy5zLMQinPjZoxqfeh3R96YJC4wgHpt1icbe9ueNo_lBGVVS32_AoZ-OvVZZpBUJYxvNepfCkbDDnNeuE37NG6Ee1lC_6rkwMeP9ihYaYMtK7Sl-8NJT104t7kQBR-OYz-0mJt4sZ9s1OCXesPfae5P81CXZdUByFC1lij-uKSDDntUsn8gDfiGdTVmAHXM9wLCi0Ea5oVZo-Ftlw9C5brC3jV-j2EhCEjVh3KjSKSpmPLA7HjrF_dTLhI28qGHYVgGZj0bSt5TOMjUPtIT-kBhxnER6SohkGp4475dlFeg-Xv-HHslYUhkd2rTvc3uXEkKEfJfLKXMGk9qniP-I-MYL-ZgDkLST9awEOkViDFLVJOvf200SZoWCulZAIOHhobiis96RhSNcLta5yUpUz4IcsT84R4SBj6c4YJu8_AjR5NmMEehSURs2F2-UfltkJ5QUxU4DmVG8PlQ8MaAgnl8Kg_eXfmEO-65o_3IHFhYOKNpeywESnZRzxltK3zUyxSMcpk2NPa86lW9wBKT6c1-mmJbu16AKHuEfm96Sb9kk 61 103.248.208.3 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ November 30, 2022 9:25 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Alternative sources of labor are becoming more vital in an economy that faces major shortages. In 2021 alone, approximately 47 million workers quit their jobs, which has contributed to understaffing and unfilled roles. Staff augmentation, or the practice of hiring temporary workers to augment a firm’s workforce, is one solution to address the need for more labor. Another is utilizing managed services, which is essentially outsourcing the work to a third party. The decision to utilize staff augmentation or managed services has many nuances that ultimately depend on the goals of the firm. Below, we discuss the pros and cons of each model and other key considerations to help firms make the best decision for securing additional labor.

Pros and Cons of Staff Augmentation

The staff augmentation model is appealing for a number of reasons. Firms that need to scale up their operations find that hiring temporary workers can be done quickly. Conversely, if a firm is scaling down, it is far easier to do so without a full contingent of permanent workers. Whether skilled or unskilled labor is needed, firms can rapidly access these workers to mitigate unforeseen events. Staff augmentation also allows firms to cushion financial headaches from permanently hiring or laying off workers. In times of uncertainty, this can be a crucial advantage because firms do not have to perfectly predict the size of the labor force that is needed. Finally, the staff augmentation cost model is simple as temporary workers are typically paid on a fixed rate basis for the duration of a contract. The danger of staff augmentation, however, is when firms begin to rely on temporary workers for long-term operations. First, temporary workers are typically paid more than permanent employees. Thus, neglecting to hire individuals on a permanent basis for projects that become permanent fixtures in a firm’s operations can create greater overhead. Additionally, temporary workers who work in roles for long periods of time possess knowledge and skills that are vital to the company, but it is easy for them to leave. Becoming dependent on temporary employees is dangerous since firms have little leverage over individuals without actual commitment.

Pros and Cons of Managed Services

The primary difference between staff augmentation and managed services is the guarantee of a result. While staff augmentation allows firms to potentially accomplish a goal by providing a key input, managed services guarantee that the outsourced task is completed for a fixed price. This is significant as it shifts the risk to the third-party and frees up capacity at the firm to focus on other tasks. It also allows a firm to fully understand the costs needed for a project. The cost of hiring temporary workers can increase with unforeseen delays or challenges as they are kept on the payroll for longer. In contrast, the fixed cost of a contract for outsourced work means that the firm knows exactly how much they are spending. If a firm needs a task done for a long period of time or in great volume, there may also be bulk incentives that are provided which can lower cost. Finally, the third party may have greater capabilities, efficiency, and knowledge than the firm because the task is one of their key operations. Firms, however, may dislike managed services because they have less direct control over the outsourced tasks. The tradeoff for letting another firm assume control of a project’s risk is that it is more difficult to exercise oversight of every aspect. For firms that prioritize scrutinizing every detail of a process, outsourcing work may not be the best decision. Additionally, if a firm ever decides to begin accomplishing the task in-house, it is difficult to build the necessary foundations without an existing division. Thus, firms that are uncertain whether they want to continue outsourcing a task forever should plan for the difficulties of creating their own teams.

Staff Augmentation or Managed Services

There are three key components to deciding to use staff augmentation versus managed services. First, firms need to fully understand the length of the project. If they expect it to be relatively short term, staff augmentation may be better because it is easier to quickly adjust the size of their work force. If it may be longer, then considering a contract to outsource the work to a more efficient third party is important. Second, the urgency of the project may determine the direction that a firm chooses. Staff augmentation is valuable for how rapidly firms can scale their labor. If a project faces unanticipated challenges, staff augmentation can be a vital tool to pick up the slack. If the time horizon, however, extends well into the future, then firms may want to consider not having temporary workers on their payroll for such long periods. Instead, they can optimize other tasks that their firm focuses on by letting another party assume the risk for a set timeline. Finally, the confidentiality of the task is an especially nuanced aspect. Firms may not want temporary workers to have access to trade secrets for extended periods of time, regardless of legal confidentiality guarantees. They may also not want to create dependence for vital tasks on workers that may not have as much loyalty to the firm as permanent employees. Firms, however, may also not want to utilize managed services for many of the same reasons.

Conclusion

Ultimately, the decision between staff augmentation and managed services will be different for each firm. Companies should develop short and long-term plans to make the most informed decisions about what their goals require. Fully understanding the mission of various projects can be a great step toward addressing labor challenges. Reach out to our experts at Bull City Talent Group for further guidance on staff augmentation or managed services.

Rachel Ruth rruth@clarkstonconsulting.com 9194844494 TEST 03AEkXODAhDmOy_8CiJ-uyBzafJHpx_shKumu0HlnUziGraK88GsO6d7NEIgMwrbWnlr54C9Il5HEgFtC4Szqj_B_8GLpU3K3-uwY7wKn-1wdcIymzbUUguqIsZGwGRhWU4aTG80myWKxF00DvKBA6a8ISp0IuyPHoaUF9Pl4dsM51HEBTfelqv--uJW6Pprmk3uGUgRH-VvrVXh_li46aY771ruJ_j5igno871OQB9PmhewPbCq9Xw_RkprT-EMQDy9W9B2vsbEGRM6nfkyAiAFSuxIOlkMUPuJ8eqZuEN6t502Ypig10s-vEahhxYN4yAsoAVfhdv9N3lKsj9pQLmG9XF4QDUOXOnT41uP59QeFfR2JRW1amBMGM-o3NObZss9MRVplS3K8Vp7H0cF_Ah_N6-60WBJGw9iy1Lg3JR18gC6nIBrn6J5b5rRfxKUZWQqjjx6lvtTt2Vbq2ZeRXp18_2Savja7SaYxdcfz7FLBE-fUB_T7yZ810PNXwiLItz1DXSHouzeIvMJBkLl4WA5SJHfT4MPMeTw 63 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ December 1, 2022 4:14 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rachel Ruth rruth@clarkstonconsulting.com 9194844494 General Inquiry Test 03AEkXODCzjS-DKQHW16YpqzWYMv_SrZ0ihJk5mg5H0P89IyZgJj8WNGLLFcE9dYPZOAJGjGOhPDZxA_N0Z2MkMUTDo5CvVzsthgrcUU3ZnZHXrnlFjUuTsMDDjkIhg67FsyooBq317f_ULBhYQ-x-oU_vxAQN1k7S_ExJ2br3hHkFYvbC2M_JlsWT_J3utaO8reEbkw1fzpY-Rsqykbgy4jv5F4z7DGKQcJS10pubyhq_c_1RI32aNXn1WM5Q3nnIbOUTvkkXUezNlErA7vqGWwkmeWTF9BkZu7zhY_vxzyBvnwkp1_zEbwaIuLd8qVU3bLdXUARA15eRiFq69GeCvNxNMNy7cOdBwTlruAOGh2jaATcWKDNSnyONdveJ13IaPgABWHWxz4q1iqTHRTfT8vStTzKdpJGW2CCulIxSBBGgbHF_NZJFciyr5_QGeGJmuoew8mPLiA2bY74DcpgZOXUew6iO0AG-68LN-FZWL1XmVAG48Y56Yro36HRsvCxWhAUnpHlZyn0UOCZTFAhLXcDkAjQiJmaRBw 53 207.250.179.42 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ December 1, 2022 4:16 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Jennise Davy Herver jdavyherver@dhimortgage.com 9367776727 Other Hi There, would any of you mind directing me with HR or payroll department please? We are in urge to obtain a written verification of previous employment for Mr. Louis Brian Gambrell in order for him to be approved to buy a home for his family. We have emailed the VOE request to the email on your website without any response. Please help me to help out Mr. Gambrell on buyer his home. Thank you. 03AEkXODDcmJtvULJGK2lUjDepncZqg9Jab60nC8lx3sO8Mtxhdoom9J_R6ujNGTTprHAF6jkkEx9GdfBh8QPAvktyv9WCuKwl0TeA9iICWq90nWQLTGvIfDpMSIFYhIl6RhmZ3XMP0s1xSKZb5NcIo6xUqapgl9onAos6N9nwmHqWbVnV_kRlxMX4eZLFC1HdBLbDP5ReSgFfjd76Oon9fpktcewihk3Wvi_6Hzs-Ul6u6FxWBwjrLuKfPozsWvrwK2sLVYkg-dK8uhz1_bmNZQ5QaDobzHtM8cD6zI9_F1VYtUq0cIGCYWHKd8NVvUJMSCc2_lENj5D17e6Rah6oNrAyDaQOloiEWZUSrEaklka6JjhHRM9Tj4suFHvBGF9HH7u01l82eJW9dtA7cgcEV5jBDRY8-Z97m8x0Ai9zjFjmQfbUbI8zEryIFZyqqU7hPelWTShYeHEu35-kpNW7i5PV7HReyBVCsAZsGH1ACO7SOWGHhixU5K1kmtArQ35TKZh4-bnj6qAe 56 136.226.3.85 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.42 https://www.bullcitytalent.com/contact-us/ December 7, 2022 4:12 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jennise Davy Herver jdavyherver@dhimortgage.com 9367776727 Other Hi There, would any of you mind directing me with HR or payroll department please? We are in urge to obtain a written verification of previous employment for Mr. Louis Brian Gambrell in order for him to be approved to buy a home for his family. We have emailed the VOE request to the email on your website without any response. Please help me to help out Mr. Gambrell on buyer his home. Thank you. 03AEkXODAKfJuLH9JNIhThkLrOPKRrlJ3byn8bUoyW4i3HkMG2UY_7Cz6m_nmODqxRPOFMHgVOeTRQKZA0_JYMraTYB2SDO6l8EvqZv59oBIdcPatoPgCCQdCXTYT1jTImRD0YPm5OgDoI1hxooVKHf8CbmuRevOU6nZ8drjlhyOc4iZL72WCo4e8oZIad7rvzVnTMYoOzA4SIOWrLjn8czCTM87QTomjEypdNmCnb6HyGqnr7Rqa4-ia-0Wpf7SOCENHMszLJUbM8kI3i7vAX3DkEWcK7Od87QVf3kMIEfsOY8y0WMV8nsqb7Xa9HgVosYZg2gc_eGqHp0LxPG-JvbU552j1kejeTVtdJPYcWjVByuw-J8DdkBlJKFxKkgVZ6gwuUi4XNjvngyCNr7khogF7tSybslFI8S3xUL-G_oPv4BiT1X5JwxGRV4nN7HPjYV_FH1Zul6Ag4mxavsWRBWT9qvpK3nh3vkL5GTRQ2mvSxiJhcXlICeelduRdVt_feeW5NMG9ROk16 57 136.226.3.85 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.42 https://www.bullcitytalent.com/contact-us/ December 7, 2022 4:12 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jennise Davy Herver jdavyherver@dhimortgage.com 9367776727 Other May I have HR or payroll direct contact information please? 03AEkXODDvRtRnKtYN4MH9-PnkG3XzFYe3F5EQWzPue_f11PqGEV2Fq3mPtrhk9RJ1b_XG8ComSR4ymxP2P5OzXp1fZCV38x_BV7pLcCDlIO2pZ74elCG3AdTvWGxjWl1QFv_9QMh1T6iFfi7UkpH53gFPgU_WFDRQG8sDvR1-FYCLRRzrcwdiX26jj9vjGs6KMS-PC9okyXCsQBOD3YEsd4bE56TP639qeMYJoEuHzA0Ky3YtMrV-d-_PA2KyTn-24Y_rfGe3MfLFAGE29wKvDUeki74XjPcemWBib4keJE02dmHDs3Tod_NNoAhwpEGd9dMEBT7b-L6NvsSiJRDvbhWD_OPEtLVrtyFzIRXwuYENSonLKB3B6i-TbEQxvPy7hGh6J5Gfn5msz2nEznj02wkMHcZ9C1Ja0to6Upr_Beedxa7hlkBEY56Y9mLsQHW7LO8Dja-ZBUtPHeze--xF83pR6RWDwaTw7Eg8ZKGONvbNr6LBKIlZ_gcD45ceE5u6b0yZgTlh4DPM 58 136.226.3.85 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.42 https://www.bullcitytalent.com/contact-us/ December 7, 2022 4:15 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Katherine Gill kgillemail@gmail.com 843-441-1780 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Agency- and client-side PMO PM, PMO, Agile, Waterfall, SDLC, Scrum, Process Improvement, Process Documentation Technology and creative/marketing PMO functions (14 years experience) Building my career as an independent consultant I’ve worked as an agency- and client-side PM for more than 13 years in the tech, retail, B2B, medical, non-profit, and aerospace sectors. Prior to that, I worked in PR/Marcomm for 20+ years. I’ve project managed a slew of technical and creative initiatives including website migrations, hardware/software rollouts and integrations, software and mobile application development projects, trafficked digital and printed assets, and guided digital marketing campaign programs (Demand Gen). I am competent in running all aspects of technical PM projects from start to finish. I regularly lead scrums and am trained in Water and Agile methods. I have completed PMI’s Disciplined Agile Scrum Manager course; I’m about to take the PSM 1 exam through Scrum.org. I have Yellow and White belt Six Sigma certifications. I can perform end-to-end Project Management including complex, multiyear projects. My references can speak to advanced proficiencies in continuous improvement, quality assurance, and project documentation, as well as training, and development of procedural standards. I have directly participated in shaping PMO standards at two companies from scratch. 03AEkXODCi_8nR7BFI6g4lwpDWi8YO1UBqgonlXxJ8tjmr1M6ds5mm0G-wV6gCp9KW0pvGGOZ675V-v0PIkgvs1L4qB2kMHisS1QPn4rED9YtbpCzw-7U3G9hUQ0C8omP7IxZlLsiEIxXi9EwKoS-ki8AqD67egEyiw6Fl7YvufRB9wXihnoqG_Smh0LSjsbOHsrFoNJi7loRBjCtK_0EUDWVzIvtz0mJFbe7iwKLoWVzqXAgkcXmEaiITKRkELpEepLK9OTllovZNOknPhasJzVsp7h-UzxwN80waCQpnDv0yS8p1Wqueb60mzJZ5lczdp3qBxxLL_Eg5GDev2_ZHjx4Q6SbeQmePbkZ_hjlL2CGSMvMj2CMbGek7dNFyaJYLgl5glYp9qOHDNtWuAHgwFdymYs3OAHydk-U2L1dX3O79mRrHmD1mfWi59WUQ5rIU9J9J5sBIBYD0kBV82D-NKJsNJl8KTXlUZ9BvAvqD9GyU1VigLoiEu2dX7eShKOfBQjWzJSkdA5wxQkpkOCz72q_VL5RME-J00A 64 64.203.209.128 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ December 7, 2022 9:40 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Katherine Gill kgillemail@gmail.com 843-441-1780 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Agency- and client-side PMO PM, PMO, Agile, Waterfall, SDLC, Scrum, Process Improvement, Process Documentation Technology and creative/marketing PMO functions (14 years experience) Building my career as an independent consultant I’ve worked as an agency- and client-side PM for more than 13 years in the tech, retail, B2B, medical, non-profit, and aerospace sectors. Prior to that, I worked in PR/Marcomm for 20+ years. I’ve project managed a slew of technical and creative initiatives including website migrations, hardware/software rollouts and integrations, software and mobile application development projects, trafficked digital and printed assets, and guided digital marketing campaign programs (Demand Gen). I am competent in running all aspects of technical PM projects from start to finish. I regularly lead scrums and am trained in Water and Agile methods. I have completed PMI’s Disciplined Agile Scrum Manager course; I’m about to take the PSM 1 exam through Scrum.org. I have Yellow and White belt Six Sigma certifications. I can perform end-to-end Project Management including complex, multiyear projects. My references can speak to advanced proficiencies in continuous improvement, quality assurance, and project documentation, as well as training, and development of procedural standards. I have directly participated in shaping PMO standards at two companies from scratch. 03AEkXODD338FMzX1bR5P3SDlAOvap0mA6RfybzHkvLy8LJgtkFA3yu3F-nxwbREhyzoPKl0nl7FOnnWnky2Bc5hTTwvshjlZb85pD6CoiWL0bvST5YLEPHmGO0e0e28RE29omFFYfB7ehpZlQeipO0Viu-JjvQ36k8_1bxMxUtjTb_j1fJ_q6NsJoBsDx6eYla3Jrnkezg8azQZPS2ZIC_RSlHIkHnyQmjYoWZaTnTL1KG6FaC2EdNrVw37HNO6kQBHgjZldhqhf7DExQjkpi-EvjYmR28T-dpZo_3yuKXpMSGCJqP6FL-pL6B2kUa3ua45kfx9VcsLySGwgUM00ef9cssHoUEuB6P1ugVsgXuEoNjwo8OJxL2nfYSX1CPzE5NLCnUFD5sq1IedBLMEurY2NzNuF-hZ3sD_QfjQCVrFI9QdVn_o6qf8gR7xnmdtpLqY-pkbJSZCBbzB7xTnijSSphKQKrZE98g2haW_VTLbC7GyCq67a027zFdpR8pLs6TwZrk8GRcV10iRhqbTsBXmzNfrvbUi4XQA 65 64.203.209.128 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ December 7, 2022 9:42 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sally Quain sally.quain@votecgroup.com +6586796684 General Inquiry Greetings, We are urgently looking out for Oracle, SAP and IT service Partnership to support your team with our "LOW COST SERVICE MODEL". please contact for more information. Whats app +6586796684 Kind Regards, Sally 03AEkXODAgyJ4Pog0WwpzP_HjLnupMKdzRYJnZyfZk9WXcJdjTWyq3hcmQ-9nFbKIbzRj53Ff5ngxnlwCC05Uwt8_nP7Z-m1lWoqqd59H9vkPg5_aDyAtP9HpFTl0-wpa5dagGcrIQpGJZgzOCy39xOZmcOEc8YLMGGSb62x00q6H0aqY5f6xmVBUjCnkfSRle73gWc-LSh7ZSQwZ_SOt2-Bul57DuWI2bKZqA2IurboQ3O6bf3QV4RNIWpkXTbUfj-z7udIzlZxbYUU0o1h0IuTMKhuZ15JO6AGzCZblCxjwsHk9GpWyGD5PSpbGdbPy0txbvqrB6JobrIxNtYsAxVkAJqgjvYLfWC2zZvA_gVjNQilOOFIzxkVkaqyqmduPsr75PYE8YmgMIt11slVc2kxcLzNEUIOw6Mbgef4QNLz2njXBpgLeEnYSyNPiSjVEsz_IKL27EdCPfJn0yxHgBXyN-oD_gRWm2BKPL_QXrGCS5EtdqSgKmUV9IQhg2iN8SXTH4DcxVstxdQcHDRbzgzWOZjuCuea74zbYVQ-AY7gd1gPWWREFW4_A7atoghl6jDy3wIzsIvcN9ARxInNJ3nVYVZZZXA4duia88lpvpWQKZsk5CvYlS8S4 59 157.33.52.211 Mozilla/5.0 (Windows NT 10.0; WOW64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ December 8, 2022 2:56 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sally Quain sally.quain@votecgroup.com 6586796684 General Inquiry Greetings, We are urgently looking out for Oracle, SAP and IT service Partnership to support your team with our "LOW COST SERVICE MODEL". please contact for more information. Whats app +6586796684 Kind Regards, Sally 03AEkXODCJfwbyl0G1JjcuEK2N2fqbVZsedtSlUtXkn-X61ldcdI5bhLIly07-lGKAYTKhUDAqw_t1itgiVnDlXJtbBloMohQHurrF4gxWVJP-5sd5K-sh02HYzaPpmDVHITlVsCF21rg7r0xMrcj1ZzRlW9tCJ0wjIapiZzMEof0JTQJM26hnLucyGn5R5Yx1vnrJH6AqslwXZmGK2rMcSjZhZhb-1Uvx5zD9s5knyUuSg_tmgTQaVgexroucW5SIGu3zlEEz-lYh6xLnQuvihNtK2g-R19z9U2msIA3wwPkPhmzoQ42zj1V4FkxaTyV4e6Ax1jPwAeroLOSWo66ZgCaTEDRofE6OgDSoOf4hb4Rjv8-ktDqeDVOyZxmUMTWIpuYgOCSZZimvXHaQd93Cy0jZil25X750OSaO3fKW8cxmb9P0SOodI3t0yemUsqPZj3MWvqEK_n-2m5muwhUcq6_rAbpMofE8YOgS77DmBC3vYuehxQWpVadai9h6ypeaMj0_sDlBBqd9bICQfMgFIdZK_9wxjasPru8AqBcObWc-hkpSd0YLAx3Nr91vfdiGnrB5qU3EV3JhLcUT4VCLdLnFO_a12rh69Q 60 157.33.52.211 Mozilla/5.0 (Windows NT 10.0; WOW64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ December 8, 2022 2:57 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kyle Myers Kyle.J.Myers@Outlook.com 2146686241 Land my next gig in an exciting company CMMS/EAM Technologies in the facilities/real estate industry. Implementation, migration, and administration. Building my career as an independent consultant Travel Learning new business and technical skills Currently a cmms administrator and data analyst part time while operating as a facility manager. Interested in taken on a full time role managing CMMS/.EAM databases. 03AEkXODAESvUTARoCvKF5qoMvyfzNJogsffHgzba1lquZo2MxpG0jHGwx84IjQAop8d_Cn1YU2YvvrpcduuxJd60dTAvdu32MToxDw8gGP3TipbNer_-Ns-WM2jWNxgdjL2ILCTu2uANwGTXlXIRPcWpprbWLW84wVxX1aobPwUPm9R8HvXRXjC5M4TGncw0aDckF5-BGPQBjnbx-1zjzmKEuTAOibkSO416zE3r2c1bDFTJQ8TRdOZNR4N7fvZoUMC89TZu3Zjer2XKWblrPKIBu5S5yipDJVBRz5lJePiYQWbrgwyn8kepk5_dqqSFtIfhr_N5OF-3TEDhjQILHWQk7wQ1SGO58kNJxhNX9Z8OsYBHRFiajHu9RP_awrgMsIsG4V1Qm9aQsrzbWoK6tQpmYH9oqtTmLQQmH7oV0nXt1xZSWpYKu5bucujm8CVmMFgyhNziTzqbuJTxYUdzmd1KDr3PKK1t8hp_o5RaPJKtndgBO3Xi0ZAg57Vr2LLMlFXmsembOOmRbDqYV4_dHd_d3P-lZY12Sag 66 12.51.237.114 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ December 13, 2022 1:35 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP provides an array of resources to aid in supply chain management, two of which are SAP Manufacturing Execution (MES) and SAP Manufacturing Integration and Intelligence (MII.) SAP Manufacturing Execution (MES) works to digitize manufacturing processes while integrating business systems with advanced technology. SAP MES can help simplify integration, improve operational visibility, create flexibility in production, and increase reliability and traceability with real-time data. On the other hand, SAP Manufacturing Integration and Intelligence (MII) leverages the Industrial Internet of Things (IIoT) to connect man, material, method, and machine to your extended supply chain. SAP MII integrates manufacturing processes and business operations with Big Data analysis, on-premise and private cloud deployment, and more. Below, we provide insight into SAP MES and MII in order to understand which application is best suited for your business needs.

SAP Manufacturing Execution (MES)

SAP MES has three key capabilities to keep in mind: centralized operations, automated data collection, and tracking and resolution. First, centralized operations provide employees with interfaces to support workflows, adapt routing materials, and manage production. Next, automated data collection records all relevant production data, like traceability and quality, monitors adherence to specifications and regulations, integrates the master data process, and more. Finally, this application detects tracking and resolution by creating device history records, tracking and tracing visibility, and analyzing data to improve efficiency and reliability. With these capabilities, some key benefits include improved visibility, adaptability, and efficiency.

SAP Manufacturing Integrations and Intelligence (MII)

SAP MII has two main aspects: integration and intelligence. The integration aspect links SAP ERP with plant floor applications, while the intelligence aspect provides real-time insight into manufacturing operations. This application works to optimize supply chain management with key features like IIoT and machine-to-machine. Its plant information catalog maintains master data, while its Overall Equipment Effectiveness (OEE) Management analyses plant performance and its business process integrations to help improve business processes. Some key benefits include increased OEE, streamlined process orchestrations, and platform universality.

Which Is Right for Your Business?

When choosing between these two applications, it is important to first understand your business's needs and goals. SAP Manufacturing Execution is more appropriate for discrete manufacturing industries and companies as it allows businesses to design their own customizable MES software with a variety of options and features. SAP Manufacturing Integrations and Intelligence, on the other hand, is better suited for those with niche routing processes, as it is much more complex and requires more development. For more information on SAP applications like MES and MII, contact our team of experts at BCTG today.

Hiring and recruiting in 2023 will continue to be shaped by the lasting effects of COVID-19. As some companies emerge from remote work environments and others retain their virtual or hybrid setup, staffing looks different than in years past. Additionally, the ‘Great Resignation’ will force recruiters to be especially proactive in anticipating their staffing needs. Below, we discuss a variety of trends that are expected to influence staffing in 2023.

2023 Staffing Trends

Alternative Sources of Labor

In an economy struggling to find employees, companies are often turning to alternative sources of labor like staff augmentation and managed services. Staff augmentation is when firms hire temporary workers to bolster a firm’s workforce. In contrast, managed services is outsourcing the work to a third party. While both have their pros and cons, they ultimately allow companies to hire the employees that they need either short- or long-term.

Internal Mobility

The practice of upskilling, or retraining current employees with new skills, will continue to help relieve hiring needs for firms. Rather than seeking new employees, a company can retrain current employees and transition them to new roles. This can also increase employee retention rates and loyalty.

Automation

Artificial intelligence (AI) is a powerful tool that recruiters will continue to use to parse job applicants. Computers can quickly search for ideal candidate qualities in both résumés and video interviews. As a result, AI recruiting companies cite a 90% increase in firms’ speed of hiring. This can be especially important for large firms that need to efficiently sort through huge quantities of applicants. It’s even estimated that 50% of firms currently use AI to find and evaluate candidates.

Gen Z

Generation Z, those born between 1997 and 2012, will continue to become a larger segment of the workforce in 2023. This young pool of talent may be a boon for recruiters struggling to fill IT roles because of their familiarity with technology. Additionally, it’s estimated that Gen Z will compose 27% of the workforce by 2025.

Data and Analytics

Firms have demonstrated that they value HR analytics to make the best recruitment decisions. Key quantitative metrics about candidates enable companies to increase the quality of hires, reduce recruiting costs, and create benchmarks. This data can also be used to discover internal skill gaps so that recruiters can proactively seek new employees. Ultimately, firms will certainly utilize more analytics in their staffing processes as talent-management software continues to evolve.

Social Media

Social media platforms continue to bolster recruiting efforts. Business-focused platforms like LinkedIn will continue to serve as a marketing tool and for direct application to job boards. In 2022, it’s been found that 87% of recruiters regularly use LinkedIn and 300,000 remote job postings were made in the U.S. alone. The power of online marketing, especially for a digital Generation Z, is tremendous and is expected to grow in 2023.

Conclusion

Ultimately, staffing trends are influenced by many factors outside of recruiters’ control. HR departments, however, should still be proactive in their search for new hires, especially as large numbers of employees continue to resign. Anticipating the trends that affect every business function can help mitigate the risks of unexpectedly being short-staffed. At Bull City, we are prepared to help your business meet 2023 staffing trends with our recruiting and hiring expertise. Contact our team today to learn more.

Asmita asmitadeshmukh24@gmail.com 339 227 7696 Finding a New Position Looking for a new opportunity . Having 7+ years of exxperiance in SAP ABAP . 03AD1IbLChCpwH658oZeKNzXXt_hm_vs4JeP-gCs8TlDY2hQb4OP6BZoGW814QD9ujOQR6nSjyDmMTqFNgyGLOUY3oLwm_QM5mek0owkE7md2euctTBiBJt9HlqVjTZH3GWJAkmDxzwrklf8H0ETOHhHfPbDj_AlbyeFwToDlA5Z5s0jXFVvJdDL7zi08X6S7YkvJhLl1lGPMCUe5xntLsrb93z7zdS0HQe_5B8tiM9UDyDbLldHsWpl3s37VXeGjwd3TOhkVtU-5hhZkSH_rsKSp50a-Xm6RsRZLjIhw4qIjz3UNUKFxk1pyzckslVdAASOcFwigagUj3gPHrEYOqSP5EHIzF3cVPiTSaW8OqCxzXz-4c4AAuUSIpoxKLJBKHpcFNqsp7hDh2swd-Jl_txXqskVY2PwJmIc8isnZzDg504JK4Hk6gsA253YTsBor9YA4k9PeuqCU7qPIpzbFQ9GduOg4PFggIp3U6yk062OsntLMR0xaKeqglA_tnLf8qsT8Hb8rq1vswp80B6G2QAQTPjWrJiVFB9w 61 143.244.47.84 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback December 16, 2022 7:11 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Asmita asmitadeshmukh24@gmail.com 339 227 7696 Finding a New Position Looking for a new opportunity . Having 7+ years of exxperiance in SAP ABAP . 03AD1IbLCAbD7XKXE4Bpfh-P0ILhCmfuH7uboMZLiTqlcjiLIyLJTndoMXNkTH7MylOMgkHHUIDyYovZCKsLsyuYUh6dan-MklmhgpeRFsLF54goJnbxqc_0MfAu8aYcLYAZc53Z_heC7WX1zdZBr5xZfFUijrP0dsbl1JloW5V_pkk-MKYPgg9tAmNnhm-SIRJtQLBSJU70r_LNz37Ar0GKLyaG60_FoH4OTsxGyiFs4S71UDKjEPU5I9ZF82uXVBWhDDgv5lV8s-uPDEniSqrWiL5qlcVPdgo-a0B7EmUwgK-e5Dkaabgv17mpm7wZalQBfuBZmn-T9P3n1AaDlu9HrPohTNaZY7TvElIkVVG3AFTeEoxv8z8tm69NUAZmGMipKrwo30JbxKDA3WPMkTbaxR7IA3CKqMtJwMOL6sNUTWx5lAIgjugHofMjI0j0EDhQW0w-ANAGCAyqs9-mN45X6k9jrAVPp1Dz1TzdfC2Q_fQtYy8A8y7meai1JCpYTGiNk-TJVYX2dvgTA6e_qQPbZ91XXAVXok7A 62 143.244.47.84 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback December 16, 2022 7:11 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Asmita asmitadeshmukh24@gmail.com 339 227 7696 Finding a New Position Looking for a new opportunity . Having 7+ years of exxperiance in SAP ABAP . 03AD1IbLDZbyCZeJkcnUYyqk2aWXgnWKWJI-m56Rh88lXPezJDG0H-UGNjJ09qT9p8efs2elwVIZhiW-JwXhyrGmzBVUzQGfEpQffuPU5jRkNM2Ffo2hWmP84VKuxtsEPXvahY-BrPMiLaWA-qIWkJSA_LWVwTjxJeeKmDg8G6Sr-k6EktZWh0xfLJ2VoQWWFNzYKsGLFdGefb-htfHlf2W_K7OXZxvjeh_cEKiHeMAKjBP3xXuTKFu4OkcJ2XHJ6bUXc7gNpEGRo2t4oprMiIEBDp65j13hfUZ__qlwafHefOlXxxqj_a0lkrFS-KmFRgbMZ0bSB9L1diq1POUy758Afs9bEVczX_JmbN_YcFkfJaKwkn5OU77HGNNJsCCqgAFgYumJqESHzqfLh8zungCDvlLj3kiGrpw46KbrDXCOhMjnaMC_Uv0BHHkZ7zd6fHkRMOcDfmtQjVgyEhQumRp2NTHuVYB3svP6livQJ3YN3CHqIAOHaPCGFJ2TVhZgTK2ZmMM6HcyfvWr00OPPdDKR9NKmpfKUgulg 63 143.244.47.84 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/107.0.0.0 Safari/537.36 https://www.bullcitytalent.com/wp-json/contact-form-7/v1/contact-forms/1074/feedback December 16, 2022 7:22 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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At Bull City, we work with a variety of clients to fulfill any staffing and recruiting needs that may arise. We pride ourselves in locating, representing, and placing the highest quality IT talent. We have worked with many different consultants both in contract and full-time employment opportunities. One of those consultants is Delroy Lewis.

Seeking BCTG's Help

Delroy was sourced by one of our recruiters via Dice.com. He has a concentrated analysis/development and project management experience in cross-platform environments consisting of web, client-server, and IBM mainframe environments. Prior to joining the BCTG community, Delroy spent over two decades working as a Programming Analyst and Lead Software Engineer for Broadridge.

Placement

Based on Delroy’s qualifications, Bull City qualified and represented Delroy to our direct-end retail client. Delroy then participated in a few rounds of interviews before ultimately being selected for a contract HighJump Developer position. HighJump is a supply chain management software that streamlines the flow of inventory and information from supplier to shelf. In a retail environment, a HighJump Developer will typically work with omni-channel and in-store fulfillment, along with POS management.

Developer Testimonial

Delroy has now been contracted via BCTG for the past 2 years. Prior to working through BCTG, Delroy hadn’t interacted with staffing agencies before. Here's what he said about interacting with his recruiter,

"He was genuine and gave me the sense that he was dealing with me honestly and with no agenda.”

Our team at BCTG is eager to help consultants find the best employment opportunities for their needs. If you are looking for your next opportunity, choose BCTG and contact one of our recruiters today.

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sally quain sally.quain@votecconsulting.com +6586796684 Other Greetings, Tried to reach your desk number, We are urgently looking out for SAP & IT services Partnership to expand and support your existing service team with our LOW COST IT SERVICE MODEL. please contact us below for more information. Kind Regards, Sally Quain Whats app +65 86796684 VOTEC Group Singapore 03AD1IbLC2TQPgEdgXwCtP6ravdGL52ZzLL7AH5qe_7ZaGkrEwtzLW-LRPbx8X7SZycgQu4SdAFRZACJ1pTCkkTl7pyyVJT2MTSVBKs5WbWcOfaC4Fb9zDcy-WbThK92rbQo_SfpIJcykR151lfIziw2dy4Zkw3hBERKrlcWW84ewjOfAOQfTbmjhGu1ymLial6PttQBM5i_uB3hArUirdtj9ClgbAfL-9ePeiIAq5qtZxn-NBFj91z_60AcWIFQWWfpjWuq2X-rTq84Csp2UbvX648cFp3OGQWr67hPCGUW7RH8QuFLyLo7-JeMCBcgXMYK_s4E4g8tYAvvG5Y_XbhdVm3AMSrMZ-JQD6Nb4FYuURnPikZ9m6CgPkVdhYBnIsHKw4saqPwZgpug8GfCvptgSz2Oxw-NU8Ak7PIpnxaeQQ1qIONcbk4k2gLvAaCVy2NvUQyZx1Ic79SqctdXmaQv74WLU4WqMi-Y2kcK9BqOU5jTgg2lUd7Mk3REKXqo948vxyp1P0Gwdrae3J4L6TmRiFHRSV8Ge8yg 67 103.183.91.234 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ December 21, 2022 11:51 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

As we approach the end of 2022, we would like to reflect on the candidate-focused content we have published this past year. Below, we have highlighted some of our most relevant candidate insights from 2022.

#1: Tips for Finding a New Job in 2023

Finding a new job can be a stressful process, and this can be exacerbated in the tech industry with its robust competition. However, in this period of unpredictability, many opportunities are still present in the tech labor market. There are several tips and tricks one can follow to make the search for a job much easier, which you can read more about in this piece.

#2: The Good, The Bad, and The Ugly: Leaving Your Current Role

As individuals’ preferences and career goals change with the popularization of remote working and post-pandemic attitudes, it is important to consider the good, the bad, and the ugly when thinking about leaving your current role. In this piece, we explore what you should know when considering a change in roles or a career change entirely.

#3: Words to Avoid on Your Résumé

When applying for an open position, your résumé is one of the first things hiring managers look at during the hiring process. However, you do not have long to make a lasting first impression, meaning you need to be mindful and purposeful in the content you choose to include. While there are several factors that you should include in your résumé, we have outlined some words to avoid on your résumé in this piece.

#4: A Consultant’s Guide to LinkedIn Recommendations

In today’s world, everything is digital – from job applications to restaurant menus, and now, even recommendations for future employment. The power of a reference or recommendation has always been proven to be a driving force in hiring, and many of us are familiar with gaining a written reference to share. In this piece, we share how to best go about obtaining a LinkedIn recommendation for your digital profile.

#5: Questions to Ask During Your Tech Interview

Going into an interview for a prestigious tech company can be nerve-racking. Questions will be specific, and precise technical knowledge is required for these jobs. While many worry about the content of the interview and what may be asked, asking the interviewer valuable questions in return is just as important. It is beneficial to prepare good follow-up questions to ask during your tech interview, which we have outlined in this piece.

#6: How to Evaluate if a Company Is the Right Fit for You

As a job candidate, there is nothing more important than finding an organization that aligns with your personal and professional goals. Researching company culture, understanding the organization’s values, and asking the right questions are all key factors in evaluating if a company is the right fit for you. We have provided some key tips to keep in mind when evaluating a prospective job opportunity in this piece.

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As we enter 2023, most companies are looking at their talent strategy for the year and beginning to implement the first steps. For some, this means finding a staffing partner that will help them meet their goals for the year. When it comes to selecting an SAP staffing partner, there are a few areas of consideration in order to ensure you are partnering with the best-suited agency. Below, we provide some insight into how to select an SAP staffing partner for your business.

Define Your Needs

First and foremost, before searching for a staffing agency, you must ask yourself one question: what exactly are we looking for? Staffing partners will do a lot of the heavy lifting when it comes to finding and placing candidates, but in order to do so, they need to thoroughly understand your specific needs and goals. Are you looking for a full-time or contingent worker? Is this an on-site or remote opportunity? All parties involved should be able to describe the responsibilities of the role as well as the qualifications and characteristics of the ideal candidate. As such, your SAP staffing partner will be able to effectively recruit, vet, interview, and place top-notch candidates.

Research Your Agency

When partnering with a staffing agency, it is essential to find a good fit. Do they have expertise and experience in SAP? What are their qualifications? What industries have they worked with in the past? What does their portfolio look like? What does their recruitment and placement process look like? Do your research, ask questions, and consider requesting data and metrics. Looking into the agency’s prior work, whether that be through client testimonials or candidate satisfaction stories, can highlight whether you can trust and rely on these individuals. Does this team only care about making money and filling a position, or do they truly care about helping your business meet its goals? The answers to these questions can help guide you in the right direction.

Selecting an SAP Staffing Partner

At Bull City, we work with clients of all sorts to source, vet, and place candidates that not only meet your needs but create value for your business. We pride ourselves in helping find experts, and we are dedicated to SAP and IT Staffing Solutions. To learn more about whether BCTG is the right SAP staffing partner for your business, contact our team for a consultation today.

In 2023, the Great Resignation persists, with 44% of workers looking for a new job. As such, from a business and staffing perspective, it is important to understand what exactly candidates are looking for in a new role, whether that be remote work or better benefits, in order to both attract and retain top tech talent. Additionally, from a candidate perspective, it is essential that companies make it clear as to what exactly they are looking for in today’s market – it is not only about a candidate’s technical skills, but soft skills as well. Below, we outline the top four trends facing the talent community in 2023 for both employers and prospective candidates.

2023 Talent Trends

Job market conditions are favorable

The labor shortage coupled with increasing demand to meet technical goals has created a favorable job market for candidates. The labor shortage has led to an influx of open positions, and as a result, there are more unfulfilled jobs than there are qualified workers to fill them. After all, there are nearly two job openings for every unemployed person. As such, organizations are now much more willing to invest in training and development programs to help upskill and reskill their current employees. The focus is slowly shifting from recruiting to retention and internal mobility. Finally, these conditions have given candidates the opportunity to negotiate higher salaries and better benefits.

Use economic uncertainty to your advantage

With the current economic uncertainty, bonuses and alternative perks will increase in popularity to draw in talent. Several companies cannot keep up with inflation, so flexibility in work opportunities will not only attract but also retain candidates. Consider what candidates are looking for in a job and organization, and cater your benefits to these desires. For example, more and more candidates are rejecting the hybrid work environment and instead searching for fully remote roles or even those with a four-day workweek. Candidates are not afraid to prioritize their needs, and providing your employees with the right benefits during these uncertain times will improve your organization’s retention rates immensely.

DOWNLOAD THE FULL 2023 TALENT TRENDS BELOW.

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Monika monikareddyuideveloper@gmail.com 5207896521 Land my next gig in an exciting company React js, Angular and Node Js, HTML5, CSS, Javascript Any domain Waterfall, Agile, jQuery, Visual Studio, Building my career as an independent consultant I am a UI frontend developer and looking for new contract opportunities here in USA. 03AD1IbLCMBLyxJsL95Sh4cOR1oua7iV23kT7QJMkmi7X7s38PcaAgUqN-PaisebnvPx3hYPmTxSnpDLXUjXzNxQiKqhnl-nrY22sTyKfxnXm_4y5Orjkamoz8YJa23pTqC8nB47gkA-TRxPGh1lJLKLablyB_kgMYUgtyol_DlivU0ngDCWBK0tocg_NxypL2C1rikDWqIvTSXzjdnNIatJZLe1FfS615nVBJYbpNem5lEPV-466tPweWThyjz2k_f-3Hg81r7kMiHynqsj19ZHGE9qLuRqeV21d_8KDPHNV8euwNVBjvpaMa0VCBM0lVcMQvk-DgdeJBGakhXxDIiPCxACAKPz9iOu-GE8IRPGkz1LVv3PB9UxDnqWSYK2gLK7QwFKueiVlbiDVrHbhMVc7GPJra-vE_0xBNDpcHMcZGYzhU8uZq8khwegVbgWUPFfWGt6MT8toE3UCCY9s4Ix39Cwx-E_JP_4ULhmWI7I7VVrW5TmpIiceTw_3HcSUxRDOf6p9bM3o7vz6DdS7b8fhcAJQLQvXIWA 67 14.98.177.242 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 10, 2023 2:45 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Monika monikareddyuideveloper@gmail.com 5207896521 Land my next gig in an exciting company React js, Angular and Node Js, HTML5, CSS, Javascript Any domain Waterfall, Agile, jQuery, Visual Studio, Building my career as an independent consultant I am a UI frontend developer and looking for new contract opportunities here in USA. 03AD1IbLBuqLFTOQ0HoSY0XF8BnsPjoefNTxgbf0ub2SUkAGnUETsiiJ2X3Murwb53hSEKlGqSTRbJLQ5rEV11_mgxCPRMdFXOsJ9i_B_ogOxQgsVeW12Tzp4l466mSV9_fLG1OWRMBjbUNSB4KYXU0C1xI-OmRT8KnKB7r1JiRFC1albTfgdqv62mIRNzOFAUYM_K7cDDQPN2By3tS3Sf4P6rXLg-TiKASu7k-S67mjNYmGv-VZxiWwAM179d5TuzIhKe9SK1sxDA_5P0m2dV_EhcOilRUW8pBVTbHEu8DV091XYctNG9iU6fv0AvxtPKnwqR2PzEB9smXFlaErSH-fVg6-4NF33k6adOsHXsD5YIyimlwz9eWTXBuTJqW0j5QcQy25XtbBLHSIFc_z2dIZE2KyCw5VsEcxkbZ6gMWFi4MZSpEWyTTyOigT7YmPcOO-pCJoDNdTnq8pYARJcOql0SZW-NjNmT4pwExs_-Tdm6jHY46Q-0cJW3dyUdmnEf3D-JR-VR7ZcovEfrkN26DELN9rZ2FTp9SA 68 14.98.177.242 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 10, 2023 2:45 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Monika monikareddyuideveloper@gmail.com 5207896521 Land my next gig in an exciting company React js, Angular and Node Js, HTML5, CSS, Javascript Any domain Waterfall, Agile, jQuery, Visual Studio, Building my career as an independent consultant I am a UI frontend developer and looking for new contract opportunities here in USA. 03AD1IbLB60A3wiYwQ7xAdsT0VUkDQrkINM-IyWfSWav5QsfUNcH28mr2JgAmWsu2JZ6xwVVpS7S9KwHjiO6NhN-iCEnSvSldI02V9Ty_F-cZQP8RpeuLmILtou7uJUg8w1zR-wIm5DpKlPCDu_dUsAxIUDkgdbGKG-Kgix00E8HDljG5gav-MYpbyv_sJE6yI9Q_gHDuQFEt_aFV5NEwqA7YGcwN4YUFtrmjqTmUkE1q-TY-eq96Ku-ZLF4qI44A_e1Q00zJqVbGr1wHfETqFHHUs1CDgdHMzItzS0-P6TYck8XIfXsIyG5DN8sbeEJk10abQo8K5idOY3E2QQiHUjOJCEam5G5TkwAVMIZo_leP6Z5ZcyCvL6U7WRmxeZ6bPy66iY-EPX3WpEzXPpkHXnyk8gFF3qgK7-a9raU64vonomXVp0_kJ4hCRgTfnN1MnNrhtdYZ_X7Ow-HWrvQNkRVgmq43PlJwv59eotzQ1cCqCp-9Ct31S5V6COshSm_offaoZppaMdLPdVt68n9ljv2Iw0bKB0zzKIg 69 14.98.177.242 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 10, 2023 2:45 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jean Nesian spencer_jean@hotmail.com 5197221973 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Build a network of other consultants in my field SAP PTP and OTC (SD) Procure to Pay and Order to cash modules Fiori Apps Building my career as an independent consultant Travel Finding more time for my family 03AD1IbLB7JGJwN-GM__0Jaa_-nNwDx6TVsHT3T4PsZzlHz7YmrfZMzMudmw62OKSc7_kPVppVLYlqMbs1h3lFAJz_b5PcUcE4VMMGQTwo-fpqz5mt8dVsZTh7BabmcaMiAh4Znep-fBQ1bbZazsv3iziQc_C2MANKx5YXD77PApRPuK5T4vGiYB3ChxpJh6RAI4PDGtaXyFyRKn_ynab2tQxdapvvuJ1Hk0foke-8bCp70Os7uxDyrqpgCYU-zZTtF3d0NaoiYEneMo6o48KPj6k7esiH07y_rXY1eYOwq0H10FeyQww4AFMFzmjxl2GlCEoAaJXo3rqpCYWbpKfIhKIaim325ZX34Ry93B4OaBi2n9AxELYEUmV-JhYUBgVGv7ZaAj_IS0Du1O34F0lI5AqDvF48OBntSNEjwEw__WBQbLDrrj545yd61IAfFCHgITYv6z43r6dvTkpqXiLZ24tABvSfEpVW0jWeCTfHw3V3YIX1a9o7tPZc08nPy4WszqrGU0Ytn2Ei 70 72.53.234.169 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.76 https://www.bullcitytalent.com/join-community/ January 11, 2023 7:56 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In the current work environment, the amount of project-based work continues to grow. As project management is fundamental to business transformation and IT innovation, the need for strong project managers has only grown in recent years as the broad business landscape has been disrupted again and again. In the face of this disruption, businesses are pursuing innovative technologies and strategies to realize new organizational capabilities. Project managers can not only save your organization time and money, but they can improve internal communications and business decisions, and help promote strategic alignment and quality control. At BCTG, we work with clients and candidates of all sorts to fulfill any and all staffing needs. We have worked with a number of candidates in both part-time and full-time employment opportunities, including project management. One of those candidates is Laurie Rubin.

Assessing The Candidate's Skills

Laurie was sourced directly by one of our expert recruiters. She is a creative, hands-on, solutions-oriented, PMP-certified senior manager and client liaison for leaders in highly regulated industries. With over 10 years of experience leading large, cross-departmental programs and projects, Laurie thrives in planning strategic, business-focused initiatives. She has a knack for motivating and empowering matrixed, cross-functional project teams to work cooperatively toward the successful completion of complex projects. Laurie’s specialties include Program Management and Project Management of strategic, transformational corporate initiatives for highly regulated industry leaders in Dental Insurance, Pharmacy Benefits Management, Medical Devices, Healthcare, and Pharma, Resource Management and Functional Team Leadership, Process Management, Vendor Management, and Customer Relationship Management.

Placement

Taking into account Laurie’s qualifications, BCTG connected Laurie with our direct-end pharmaceutical client. Laurie then participated in a few rounds of interviews before ultimately being selected for a contract Senior Project Manager position in June of 2022. As a Senior Project Manager, job duties typically involve leading and overseeing a team, organizing resources, coordinating issues, and so on. In her current role, Lauren focuses mainly on Software as a Service (SaaS) and Agile methodologies.

Project Manager Testimonial

Laurie has now been contracted via BCTG for over 6 months. During her time working with BCTG, Laurie said,

“They offered a highly competitive rate, quick interview cycle with a large company, and weekly payment.”

Our team at BCTG is here to provide candidates with employment opportunities best-suited for their needs. Contact one of our recruiters at BCTG today and let us help you find your next opportunity.

PALLAVI RANGISETTY pallavi.rangisetty@maricisolutions.com 9940222011 Finding Talent We are glad to connect with you Virtually. Maharishi Tech Solutions LLC provides SAP services in the following modules: SAP Hybris, eCommerce, S4/HANA, SAP Hybris, SAP SuccessFactors and SAP BI across Retail, Logistics/Transportation, Chemical and Manufacturing industries. We require consultants for these projects for Contratual/ Permanent or Contract-Hire basis for USA locations Please let us know if you could you support us and do share your pricing policy and agreement details for the same. 03AD1IbLCipucYnorzUkA6wXvlJQoJk3BZzSSS1t_aoVBFDiofT88gLvD6sk_K-cBYEZSyOzRqDYkxq3q__j_Zl-jw1-EhWqjsrNHCckwj18xkA6XEGDe6AcSW2PYJ-U3IECa-MuyuYRmFBK1jZKHIh6Z0IofuafWx1iRy7JVxkHRnaCMDMWIATQGXQNNYz9enGBZ0qNyD3EeJ4AmD7M_17uApeRRWh6X9QqmFcdj-vUd33QiOD0-Id9P3qIQomNXSPsbYg_dAOri6XTDYpbBXcHcnuxwknzqIHTtTI0IMVZsU4qsI-WqtwShsrWQwnx58TKi7QCc--PxHl-S6JXIrE4J2_RQHHPO8kosoRxMXpLSRPFmxlaz7aQP37j5mihKBYnHUE9EnfhGBJbwdHvnc3gyiVAsGC13W3UcritS5Q3FUqWQTb5F-F7l52Q1sCEC1z5TssuC2iLLPweJxJmFTPYi12zdNOAh6sNgP5WQ0qHLstIwVwPe4a2m762R-NKYtGrNypOpd2is30f0azRKvA4nTDA5ejtcNpESpFl4ubnCFpsxkfqa9SzEqu0NkvTzAfiJP7Mj_b66b1R4Rzhms7DfEFlgT4Sdn1g 71 49.37.152.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.76 https://www.bullcitytalent.com/contact-us/ January 13, 2023 4:47 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

PALLAVI RANGISETTY pallavi.rangisetty@maricisolutions.com 9940222011 Finding Talent We are glad to connect with you Virtually. Maharishi Tech Solutions LLC provides SAP services in the following modules: SAP Hybris, eCommerce, S4/HANA, SAP Hybris, SAP SuccessFactors and SAP BI across Retail, Logistics/Transportation, Chemical and Manufacturing industries. We require consultants for these projects for Contractual/ Permanent or Contract-Hire basis for USA locations Please let us know if you could you support us and do share your pricing policy and agreement details for the same. 03AD1IbLAkwh6I3jgjDYaYOI2O1Vljr2X3rFtKshN02MxIYDUw7HLpfChjkT8PEEpL7Fvr7RBVO1T-bgM94yfjqzsff4VO4FLkOMCQLUkCr1wh4ww-_ADIhuap9Mfgxqll7GCQSo7WP45HZNv9-UqTKt02Fm5B9TFnPG633ADwkE-rioShd9rDu2Usd8rq5kYGm72Sy1JS-EV2QujaPhfI2B-6awuFL4GKjhQPnYnT3GZiH-Ynv9NYatQhmqrIfr48Uf02sccylgUBoQF1gt3uppruhehAW5o6NQVqG0sl96vd51mRDTlkxoYx2-A1sx-BnyBUiXa39JzhpWH1GgMBE0i57AL9I_KBjEHtlPkNim11d1wHa7lp_1ygwI4AMBfQ6Q0QSzhyTk_UBmVpIgCqBGiPtFZDJEcWoyyl8Zhp04YFUYi_FciyL49aySAU8fbCRQI4_2cmAQKRYnA6DD1tC5os0ivkEjJZZnygddIWC8J8YzcRWbyoB7UShGobRdrYGkm6iG3oCMRKiZG7LOb70PeSBHh-74RFUeRUZp5omurkjIhxE2jzGulJri7ksfVVVbAsCjEMjDy5bUywkAXHwvyyMhhNFIH0MQ 72 49.37.152.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.76 https://www.bullcitytalent.com/contact-us/ January 13, 2023 4:48 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

PALLAVI RANGISETTY pallavi.rangisetty@maricisolutions.com 9940222011 Finding Talent We are glad to connect with you Virtually. Maharishi Tech Solutions LLC provides SAP services in the following modules: SAP Hybris, eCommerce, S4/HANA, SAP Hybris, SAP SuccessFactors and SAP BI across Retail, Logistics/Transportation, Chemical and Manufacturing industries. We require consultants for these projects for Contractual/ Permanent or Contract-Hire basis for USA locations Please let us know if you could you support us and do share your pricing policy and agreement details for the same. 03AD1IbLALsWjJ-qLyHnX4lNAsr-XwLlruaFPap31EzEX8dvbMUG2gxxkzM5uuKktQRVtnZYilBRTNEwaZfKk3GGIUvZ4LcVlS_Hex_IK0On9thq7zy39tUtxt_HiRo2vV5svLauKA1-ONU8GxxZQOgG5BgcQRVNPiNENf_yiE2U4wnp1Y6sm1Z-di1zU6iPjgy6o1cTTwVWnpWA2redn54vCn24XSr7_YzEubB76zZbasyQPLqwL3atdWPNt8hKNBq_vSU6NQyS3bcmizzjJLz3eq7aE_HUYHX7ZbzekXH5YAtmlFAxplQTK6bsPWUw85_klkZatzo3B_Isi_XQvd_vQV2GsJBqtzl3hf3One5b_57ImUvLAJv-jpccn4zVWK0yvWXlJJGGQyQYz5a6FB_3Hy8RpDbMS9b47PJWq9fobQHAOopoLZTPaq_F-VVxoasMofOyt9CcFRs34xQpaJ2FlIUDYicp6TGakCP3S6C8j2D47uqM5kQFwFQvlhsWYGgPZQEMS9UgTVCcRlwS7fEsZ950R6VnSduQL9zdVrlt3IDeKVqlXONVCF4FdKfFMS0SpNiDRrF_Mhc9tGgCCuFc7VfmtoiANejg 73 49.37.152.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.76 https://www.bullcitytalent.com/contact-us/ January 13, 2023 4:48 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

PALLAVI RANGISETTY pallavi.rangisetty@maricisolutions.com 9940222011 Finding Talent We are glad to connect with you Virtually. Maharishi Tech Solutions LLC provides SAP services in the following modules: SAP Hybris, eCommerce, S4/HANA, SAP Hybris, SAP SuccessFactors and SAP BI across Retail, Logistics/Transportation, Chemical and Manufacturing industries. We require consultants for these projects for Contractual/ Permanent or Contract-Hire basis for USA locations Please let us know if you could you support us and do share your pricing policy and agreement details for the same. 03AD1IbLCohUhIQmptGwuat1FQZeRPegPh6_ePc-SCPz3eunyuCrjoKKbngWvBl8IkXRu2S2E-H7GjMwNx0pT64RApaNUjKC-5E2T-6h0nl_Ec-TD-FdtEqooamag1z_mhunYZaPlC0Vd33CRCssDrmVFyLbRVeWdb5Vv31i3G2ChqE2PR4Go2pVVaRfoq_pJ_k7J_KzV-OwNPin07iCuTrmtJODaIHEk4lbhHSiSnXEda9ZvAm2k4PDuzNQwzZv0vAOK_tnHc1i3eKUhcDPnzDE6xpvMIWE5kZq4-euCIIT2sbUNyiq7Yg2cxjKIZS9RLMIMO4e5si4MwsrNe43cqyoJKvicdEZTCwMvDxYVAzOqH8K3quPuqD000xEF66iglj_oPAhvUXd8PSdOCGdgAq3kOL5mpa_seC8nuvwZt0eLTCWw5Hxc-yFMKHVcWT_9jHh765Gjs_dUnaMVWKXoEIw-bNx8xzolSdhkSXGt12Ngogr8rOeXvuRAwLiDTISHzNzeK9Rb1kbfVL3JNXjQJMnaYB_m_mx3U0agFYa9tm29ALCyIBNtZ0oeBfB9rNGeNAdmklBm2h4lZqLHACtLIV2zIvJsY8UiTUA 74 49.37.152.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Safari/537.36 Edg/108.0.1462.76 https://www.bullcitytalent.com/contact-us/ January 13, 2023 6:05 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Wayde Burchfield waydeburchfield@yahoo.com 972-838-6586 get back into staffing Have placed people in many technologies to include, Oracle, SAP, Most development languages, not all. Sold projects, performed staff augmentation, software, services, early on in my career even hardware. You stated pay is low for me, but we might can work something out as I am unemployed and ready to get back to work. I will bring you guys business opportunities without a doubt. Question is, are we a match in philosophy etc. (My question, your may include that and others) Wayde Burchfield Not an expert in any of the SAP application, nor Oracle Applications from a developer perspective, but understand technology and have a knack to submit qualified candidates that others, and references can prove this out, that others just cannot bring. IT overall, and some Engineering placements as well as accounting roles. I did not do any of this until I did it. For example CRM-Siebel and Cloud roles. Travel Finding more time for my family Salary and Benefits to 150K+ long term role See accomplishments on the firs page of my resume. Basically, IBM, Kronos, Self employed twice in staffing, IT and Civil Engineering most recently during my parents health decline and passing. Thus the "re-start" in my focus which is IT. Family first. Wayde 03AD1IbLDS2ZYdrVoZXqNFoSvx5woZbavxHCvb4QW5y_P5Bgp0TsTt2WZAyh1tpIa4kMMPAoJfaCam9a8hTh9FepwT6-40qa0BnN3x7epaC6VmITj11jGQyvP6GZiLFgjT1Eez04FXlJiO-2o9VU1bDqgS9jmBqVrj_Yfs3BijAoyV35hcJii7rvieHTLKdLpI3ElKv7ybcDy2oVg6K5y1EUBipRDRVx-8wVUjLq9P3flmVKMD8REhjbBZHfUkBTyEvGekY31777ViTcRsb7wGqN_rRiPcQZi0sfQLcm9kAHoQnzb-iQ7v1eRcr08RRVYrV3piVEdSmADvtIrPUO-TlVYZmryAzzY0qD0NLj6CMWvsK4g1-BHZ6AEhGF8zdSW-z4SH675ssTbEAdiW1sPW6KbEYdnwwma0WQsOGTIc16dmlsMUORm6gbZzuHeHdJVVp1ie7JqGWS7LE4HK21P5tPTcIe_cgfU9eAu0uS01n2IeUCkpjbEwAiCBNvkxAVUMyJoSEkpD1JZLyETH47BItW0hmk7l6Iryiu6SmlAu1u0ftU23OggYLxmoNYBQOfPscws0FCK98Ha2VRYvi4sWHHEe8MOo0EZ3YEdfXuiRa5cZeFbIRIStlM4 71 75.46.135.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 16, 2023 7:56 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Wayde Burchfield waydeburchfield@yahoo.com 972-838-6586 get back into staffing Have placed people in many technologies to include, Oracle, SAP, Most development languages, not all. Sold projects, performed staff augmentation, software, services, early on in my career even hardware. You stated pay is low for me, but we might can work something out as I am unemployed and ready to get back to work. I will bring you guys business opportunities without a doubt. Question is, are we a match in philosophy etc. (My question, your may include that and others) Wayde Burchfield Not an expert in any of the SAP application, nor Oracle Applications from a developer perspective, but understand technology and have a knack to submit qualified candidates that others, and references can prove this out, that others just cannot bring. IT overall, and some Engineering placements as well as accounting roles. I did not do any of this until I did it. For example CRM-Siebel and Cloud roles. Travel Finding more time for my family Salary and Benefits to 150K+ long term role See accomplishments on the firs page of my resume. Basically, IBM, Kronos, Self employed twice in staffing, IT and Civil Engineering most recently during my parents health decline and passing. Thus the "re-start" in my focus which is IT. Family first. Wayde 03AD1IbLA90mqH7IygKdkObio6n3KrvD98wPUL_K5pU_vvehlxhZS2fRl7-iiqIlaN25zj2dIH0ywT3VtMmBaPzN_wKl1iP94owOCU0wFBFiR_hJ1BPdwBoaq-CUKO04oC1dg3yqfyhGdGAS8M2M5pVfa7GBYojLR-5t6DLMhI1nioflcY58br0CtJorvE6aBIgmMMMVYNeojq8wtPXO2tWTpUbC1A62-2OCBmAxVdCA2MyT3wOfu8KsySBpAyiO4-fTGxqJy5wB276tGiGB0D342boWNUWsHmoXbZEUXbQSVvMD7T3NsZgsKgTF8570Ho82mjA1K2wsGOndGLU3_jxnpzZ6Gf4u5_QwoSaRMXKQFgCCO6wgCCdPGb__rX9_YUlxlv4uxL5LFJMldyFVtiK6o2LH3psjMxHksE91HPeyZWq8HR2oh-ax-eHuogaQ5koB9EEvAuNK3LASE9h3Kb9iuk8wGIqamrgThQmYiyqXxTgvIHnBED8T1adQ0YMesYwfNB_DwZEqOgLJuBXNE9JAsYcE9fyVtN1tk7hd01fSrWRB41aLIgpxp22wbnzAK-Q0MVv3omerXkNKKrG7NSDpxM1et2gJTdegTIMPrEUhxPqLwhdkEpyPI 72 75.46.135.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 16, 2023 7:57 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Wayde Burchfield waydeburchfield@yahoo.com 972-838-6586 get back into staffing Have placed people in many technologies to include, Oracle, SAP, Most development languages, not all. Sold projects, performed staff augmentation, software, services, early on in my career even hardware. You stated pay is low for me, but we might can work something out as I am unemployed and ready to get back to work. I will bring you guys business opportunities without a doubt. Question is, are we a match in philosophy etc. (My question, your may include that and others) Wayde Burchfield Not an expert in any of the SAP application, nor Oracle Applications from a developer perspective, but understand technology and have a knack to submit qualified candidates that others, and references can prove this out, that others just cannot bring. IT overall, and some Engineering placements as well as accounting roles. I did not do any of this until I did it. For example CRM-Siebel and Cloud roles. Travel Finding more time for my family Salary and Benefits to 150K+ long term role See accomplishments on the firs page of my resume. Basically, IBM, Kronos, Self employed twice in staffing, IT and Civil Engineering most recently during my parents health decline and passing. Thus the "re-start" in my focus which is IT. Family first. Wayde 03AD1IbLAx2GVVaVcDwztskXY31p261bgb-QuVRvxPdUPtpRsBfhIsKynjGVuTc5tiiwRyc0xHPUCxeLx_X43AoLYqZ5gh9cbgL-3OXcrVSgZbHyOKh2m5FHc3fP_CFGxqBdgyUsVFzOYaxC3whmLVx1WOJXxeJ-BdZwAmzkD4qYu6eZfvgkh74pXTfNE4iBGghb8_W7gyKKXqMHbbsYV2LWVlZPxCxuc6uF2FOTmDLLtnx1gkYK5I_ZZQBsSn2g-XSFz8zR-RpaFPcz12u1y38uSmdwh80m_ZRqDGqbmZxKFp-dvtH5nITS27Mw6TJ49QsFKCrHPqjnoPSdmtOuTOzYWV9VEeWdgVMFavrScqp3xNjBJcC_6P87YuYqqMG-TCrFhP_C2WQZ3UI6-PIrRSzORb0Nvf41jhZi4divacMR0RhV9GOxkq6HO5Q3i4tdXTn1ttaae9DXC6xsEAW752NcJYllNAC2XN1aT02jgZ_xrICxEo9fXM8ernkfbY3G6yi23RFN4S3qIeEXhG0lhQuBz4i89ziQPiccuvkgZbsKmiK1UlHXDUcwpPJ9h6Db5DdXKA63w1Kiwl3IAOq-yg64TSVAgLwnlI-zDmPIC1lVXJOdq1KV_XEaI 73 75.46.135.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 16, 2023 7:58 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

When it comes to hiring, regardless of industry or position, the ideal candidate is based on your business’s needs and goals, and this is no different when hiring a project manager. Before beginning the hiring process, you need to prepare, research, and outline exactly what the position entails and what kind of individual would be best suited for the role. Project managers are typically brought on to ensure project success and to unify the team. As such, hiring the right project manager is crucial to ensuring said success.

Tips on Hiring the Right Project Manager

Be clear and specific when searching for candidates

For any position, the job description should be detailed. A decent job description will set expectations on daily duties, list required skills and certifications, and ultimately weed out unfit candidates. For project management positions, there are typically a few must-have skills and traits to possess, like excellent communication skills or a proactive mindset. But when searching for a project manager for your implementation, you want to be more specific about what industry the project is in, what experience is preferred, what certifications are required, and so on. Say you are a retail organization trying to hire a project manager for an SAP implementation. The job summary should accurately describe the day-to-day duties; for example, it may say: “serve as the central point of contact for all assigned IT projects across the 10-person team,” or “oversee day-to-day project management activities for various active integration projects.” Job requirements may be something like, “Bachelor’s degree in Information Technology or a related field,” “experience with SAP and similar ERP systems,” or “5+ years retail project management experience.” Being as specific as possible throughout the entire recruiting and hiring process is essential in finding the best candidate for your implementation.

Be prepared to pay more, whether hiring a contract or full-time project manager

Top-notch and high-performing candidates typically come with years of experience. To receive a project management title, this individual would have spent years building their career. As such, they will expect accurate compensation. If your organization has not appropriately set aside funds, consider looking into contract or freelance project managers. Sometimes looking elsewhere can turn out to be more cost-effective. Nonetheless, a project manager position is a more senior position, so pay should and will reflect that.

Be open to working with a staffing agency

The easiest way to ensure you are hiring the right project manager for your implementation is by consulting a staffing agency. Recruiters exist to take away the stress and time associated with hiring for new positions. It is important to fill positions with premier talent, especially for positions as important and impactful as project managers. Here at BCTG, we work with our clients to find the right resources to suit their needs. To learn more about our staffing and recruiting capabilities, contact our team today.

Justin Kuta justin@blueridge.cx 2483452294 Finding a New Position Good Morning, I saw your LinkedIn post for a Jira Administrator here: https://www.linkedin.com/jobs/view/3440732921 My company, Blue Ridge Consultants, does contract work for the Atlassian suite and we would be interested in chatting about the position. We like to focus on Atlassian product ownership over just pure administration work. We believe approaching the tool suite from this angle allows for better control and end-user experience overall. If you would like to learn more about Blue Ridge you can see our website here: https://blueridge.cx You can reach me at 248-345-2294 or email me at justin@blueridge.cx. I also happen to be a Durham local (live across the street from the baseball field) if you would like to meet in person to chat more. Thanks, Justin Kuta 03AD1IbLA4SqCLA-m58H2UL666BYvSLhxm-RGB2RAsSVSKZd7zLmzMu0HFBfl_O3V1BSRXUndYyd1xkh_ZMkyl9yLSCw3X5YkG967qri9eE6GRXI1LTtYSPlBgaPQvFg_ImDKf2-kA-bSUrqAwmAV7vAouLDaeZlXnC_cRGcnhPGKx1kH0yrmeWrmkR98DS_aXwlQI1RVx8iL4IrQpt7mnncfTe4tXvzQTbvGGYj7YSC7ou4DWresNWKlBGwaCok8GnXoE1PvpTqwsQb5xyk96OiRI9tddMbdXb3d2k6qEKDjCcHZoRFhDFhJKgXATYr4t1OeZc6versOTgPb-l41PJuoDVLzfK0AZz6434_Cs2Eqj5fBGtmsLnRg0dKu1PJ0H7TnKLDb95pJXONCha9UWW5VTrgtAp9r46uQvCXcTyi3mOno69o1zGy_948BhDjQneWAoPK2T_4YtPmvEQPuU8jpnApT_hp04QpRsJU8yJ-MPZM1GWzrgM7TesDjLBc0re68tp-BOU-srWM8FB2u41GMDZjwdJK0BeCx8nsNefNVgaATg6rN1bt7oH_cE-YnVHDx-_LQQasIdRfn4jiBngXGJc0ADVNrtpwkOa0sJhmLxJArhZaezNNA 75 136.54.43.139 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:108.0) Gecko/20100101 Firefox/108.0 https://www.bullcitytalent.com/contact-us/ January 18, 2023 2:27 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Justin Kuta justin@blueridge.cx 2483452294 Finding a New Position Good Morning, I saw your LinkedIn post for a Jira Administrator here: https://www.linkedin.com/jobs/view/3440732921 My company, Blue Ridge Consultants, does contract work for the Atlassian suite and we would be interested in chatting about the position. We like to focus on Atlassian product ownership over just pure administration work. We believe approaching the tool suite from this angle allows for better control and end-user experience overall. If you would like to learn more about Blue Ridge you can see our website here: https://blueridge.cx You can reach me at 248-345-2294 or email me at justin@blueridge.cx. I also happen to be a Durham local (live across the street from the baseball field) if you would like to meet in person to chat more. Thanks, Justin Kuta 03AD1IbLCi3oXDUYY6WEkz3WWWPN-IEAdFkHR5FzL16zNUx4xyj5GycP1v5l-I4lgrsgNnD4qSD7WZ9_T-yfWiWeGn2qnP4xBP3Ow97jtIrR7A96tj5h_HDlY1nGQ27Uin1GXz3QwJvjzGbggzn0LcWTMiZ5I4LEMxRopmePAjICvubDp2KNmPyPl5Xu2JQ8ioBf9pdSKiL16cvoESFd5x-c21sEnoaN2bEVM-PSUhPfQUib5JlamQdMHiHvKKdw28xW_qiKjP3FbywKBQOpFVFF_XEbZlH6-lbwwfUk5I9w2seK950WOuMXzACHyAhnETMvXPXt2aWJyyz81jvYMV6HIjw-d722DZjAA3MYnl9PRswjBw6c_u_8DF1AlQWY7c9kBJHz6-EV_kzGf_RraX6GwaRpThsUAmbpUEcJuFRyT9lr8sf1NUJeyAJj9tBiry6x4IgqICr2bBSQVXqLN0ZkASjcXh5Qwpr6chBFJiTD4FOOCTpfQ6aRr_uCjZeQKaBnEA1RNpmSaHo_q1laHbZzV_LawpYlC8eGjkvGuXy67uLH8hOdCy8WZYhZvs5TxjNf5TGKzUAd-gSv9_GJXEJTwEzL5d-dQUSA 76 136.54.43.139 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:108.0) Gecko/20100101 Firefox/108.0 https://www.bullcitytalent.com/contact-us/ January 18, 2023 2:27 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Justin Kuta justin@blueridge.cx 2483452294 Finding a New Position Good Morning, I saw your LinkedIn post for a Jira Administrator here: https://www.linkedin.com/jobs/view/3440732921 My company, Blue Ridge Consultants, does contract work for the Atlassian suite and we would be interested in chatting about the position. We like to focus on Atlassian product ownership over just pure administration work. We believe approaching the tool suite from this angle allows for better control and end-user experience overall. If you would like to learn more about Blue Ridge you can see our website here: https://blueridge.cx You can reach me at 248-345-2294 or email me at justin@blueridge.cx. I also happen to be a Durham local (live across the street from the baseball field) if you would like to meet in person to chat more. Thanks, Justin Kuta 03AD1IbLBm6Ppt8Jt2aaZ777LLDELpXI2gJSyWqpYeBx0inMO0JGJBwbzbV0RrA0m4JUDVsksjV7x29ZVKoiFSQIRetyFaZFv8Piy1FPYj2tXi4GxkEg05uZLP3lG05SiUTtfLAyboJJbQuQA3geeLFewopxKgYu_veo2a_kj5NwvKLhSKEpUWI0Csu8R_uAUR-uFJv1iU7JKHl83XTTKNDxWRFn3ccL7NUhs3PK8G-yL-3jbvijCJ5sP8znFSPtDlcL4FGOEC-ivEF_5Jm4LlBLJcdgtlKQer2k-NR46_6NGboY53khI8NjXfFA1q_UR1mK4muKB_qBd6nt_xmmKEXl6Ibk5hT1b59_6jVmsCdHEKHB50V-77T7Z07xZSsbyRTHVxPy4uUzLKlaiW8HVON1QjRIRQEynOJm3LgLIzL6CFetAvLUrKZXW4TRgVUojj_c_im26jEAXBO1sfIhUPT66LuCxSOuLAFu1utuvkxESIcpFmrUhGO-ErCBGc_16lVJLXawy_vB9zuOH2a3Ic-d6GB8nNqOqvs8oUz0Zu3Y-gexeCvLND7VwTVqZzFbCRoPalrsAdx0A3xfCrKIwJFZdi9cLPCfhhiA 77 136.54.43.139 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:108.0) Gecko/20100101 Firefox/108.0 https://www.bullcitytalent.com/contact-us/ January 18, 2023 2:28 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

It is no secret that your résumé can make or break your ability to land a job. After all, it is your first chance to make a good impression on a potential employer. While hiring managers are increasingly focusing on candidates’ LinkedIn profiles as the first step in recruiting and screening, your résumé is still a key factor in the process. Résumés provide candidates with a unique opportunity to cater their skills and experience to the job for which they are applying. Below, we outline the top 5 skills to put on a résumé as we enter 2023.

Best Skills to Put on a Résumé

Cloud Computing & Management

The demand for cloud computing and management skills continues to grow, with total global cloud spending expected to reach over $590 billion this year. As organizations take the next steps in their digital transformation, they are looking for more efficient ways to manage their data as they grow and modernize. Therefore, a candidate who is trained in cloud platforms like Amazon Web Services (AWS) or Microsoft Azure would be preferred to one who is not.

Cybersecurity

Understanding cybersecurity is simply a must-have skill for any role – from IT to marketing. With the coronavirus pandemic altering the workplace dynamic to a remote or hybrid setting, cybersecurity is of increasing importance for any organization regardless of industry. In 2023 alone, it is predicted that 10 million cybersecurity jobs will be needed. In the tech industry specifically, working with sensitive information requires an extra level of precaution. As such, training in areas like cloud security or network security control is extremely attractive.

Data Analysis

The ability to understand and communicate data is increasingly necessary as it becomes central to most businesses and their strategy. By 2025, 70% of jobs are expected to work directly with data, and therefore, any skills related to data and analytics are extremely valuable. Skills related to data analysis may vary, but the importance lies in the ability to gather and interpret data. Additional experience in coding, programming, writing, presenting, and more may help set you apart as a data analyst.

Artificial Intelligence (AI) & Machine Learning (ML)

While technologies emerge and evolve, the presence of artificial intelligence has grown. In 2023 alone, global spending on AI is estimated to exceed $500 billion. As such, there is a growing market for those equipped with AI- and ML-specific skills. Knowledge of programming languages like Python and Java can especially help in their area.

Software & Programming Proficiency

Regardless of industry or position, base-level knowledge of software like Microsoft Office is expected for day-to-day functions. Technology roles, however, will require a much deeper understanding of software and programming. Skills that may fall under this umbrella include training in ERP systems like Oracle and SAP or in coding languages like CSS and HTML.

Conclusion

At the end of the day, the skills that you put on your résumé will vary based on the position or industry. However, when searching for a role in the tech industry, it will serve you well to be versed in the five previously mentioned areas - cloud computing and management, cybersecurity, data analysis, AI and ML, and software and programming proficiency. For any questions related to your résumé and skillsets, contact our team of staffing and recruiting experts at BCTG.

Whether working in-house or through a staffing agency, recruiters play a critical role in sourcing top talent. In order to set your recruiters up for success, you need to ensure that the team is able to deliver the best of the best. Locating, screening, and vetting candidates is not a quick process, and implementing a sense of consistency along the way can help streamline and strengthen the process. For any recruiter, providing top-notch candidates and reliable results is the end goal. Below, we outline some best practices in order to set your recruiters up for success.

Set Goals and Track Your Efforts

For any team, setting goals is expected. In this case, let’s say the goal is to bring in one new hire each month. Based on past data, it typically takes finding 20 qualified candidates and conducting eight interviews to land a well-suited hire. Therefore, in order to achieve the goal of one new hire per month, your team may set an additional goal to identify at least six qualified candidates each week. However, setting smaller goals should not be used to measure a recruiter's ability but rather to act as stepping stones in reaching the greater goal. Tracking your efforts through metrics and KPIs, then, will simply be a means to highlight the team's progress and achievements. With set goals, the team can stay on track and hold each other accountable while working towards a common objective.

Enact a Full-Proof Process

Most recruiting teams consist of several individuals working in tandem, and having an organized and unified process can help create consistency and reliability. For example, the process may go as follows: First, understand the needs of the client, or your business, and then create an accurate, detailed job description. Post the job description online while formulating a list of prospective candidates in your existing talent pool. At the same time, begin searching for additional qualified candidates. Next, begin screening and shortlisting candidates. Finally, put the candidates through a few rounds of interviews before selecting the best of the best. While recruiters must remain agile and versatile to changing considerations, having a structured timeline to follow is extremely helpful.

Promote a Supportive Environment

Above all, one of the best ways to set your recruiters up for success is by providing a supportive environment. Ensuring that you are available for your team to answer questions or provide guidance at any and all times is not only good practice, but it also proves how dedicated you are to their success. At BCTG, our team of recruiters is committed to finding the right resource for our client's needs. If you are interested in joining our recruitment team, contact us today.

Douglas Shaffer douglas.shaffer@churchdwight.com 6098061435 Finding Talent Would like to schedule a discussion with the rep for Church & Dwight to discuss a staff aug opportunity. Thanks - Doug 03AFY_a8XqCmX7AlgQcg0qCisB_AUVFhGnrdi2-F1Z3pS7FjAJCqbbFiIIBhd5PbshwIn8L-Aq_xdvO3CRGAYFfZbtR2VByBEtqNKwCck4meHLFp72scJq_WzposxqWZfVaWf44j_rkpnR7Cw2hxMhWya9CQPq6xzfighOkzA59_5u1_UcIYRGv9yCrr0g5fCDkHV1SBYvA0g_hO9oZyJ3BjJhG67OA_bKg76uZ30Q5YDn9uUAa5nXyB8NtSpLdMfBLiLvNfT2Q0WjQYsiZThw_yC-mj351O7zelsRfxRSvyI6ZKasLir7zq-jbb-SLsu6R9QiCA3UeG2r8VL0x0r5GIvHGxdBS8uJU5w3PlXNmwGDs_K-Y5gzg5PDr1a0rRd3jjJchqWMejND3wezpPwqC-wWHGbcm8ZJTfy95PLj2LEFppsdPHidxMcp2TqKtWmmSaVfIPzGW39lDVs7TgaR7vTOLP2OF4m_cwzi7TKm0h4-7ykZmxIh3EWsYohUGgyLe3DjU4PERBm3a7fS7mVfbN5O7eiFe2K6L8sPlkpM8TwMX_XjiMjMAjo 78 98.221.240.56 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 Edg/109.0.1518.61 https://www.bullcitytalent.com/contact-us/ January 26, 2023 7:08 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Douglas Shaffer douglas.shaffer@churchdwight.com 6098061435 Finding Talent Would like to schedule a discussion with the rep for Church & Dwight to discuss a staff aug opportunity. Thanks - Doug 03AFY_a8VBS5ANOos2EjNNP1FY-wnSE3j2a9aCv-YJU2MRoLLX_HgDR66aYAARyTKUz37Ktz1WkrV6KvtoVJOG2nYvWRdBZngfiZfcmXN8sYL2dtsow8LX80gwMjw_dpKlmNwNBUJpJ47hkRtm5CyfpJKDTCGFGSBKxe-3pGyehPgvKLEYxKFjXXu5Iu6lrR5f1PCA8bdtz_lYgow4hvwS8T4Z_ID1ChHAw6g4WAQM169YG_QzT6CqYhOrxmaMCOGXUpu2lLArIBXZQkDhdztiy9Tv9xQ3evl7GECx_uYi771LYKJdPROvXSkwzykWYTUjP3TiEc2LWGY3TMJmkMjrJStvzjOi2kVw67namLQqRtpo78DZ6aKSVPIi3rUdOPD6qHq1bXQivcfFynowrx23yAEuBTPq-B39mtRD3cd0rlUKl9uSGj_q5yOwilp5aGoc3-ojPYNu9rmh_qUYXQN3ZRdK_BvUo3wUlxXA6ghNmU25XwCToDkfpmmH4JJ2v7jqYulilLvNOxC5E5U_JCOumEFdq43_MxH4sw 79 98.221.240.56 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 Edg/109.0.1518.61 https://www.bullcitytalent.com/contact-us/ January 26, 2023 7:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Douglas Shaffer douglas.shaffer@churchdwight.com 6098061435 Finding Talent Would like to schedule a discussion with the rep for Church & Dwight to discuss a staff aug opportunity. Thanks. 03AFY_a8V62iQxsqODI00MAs1qLG783JFu2jEjPA4vF9Qb9JxC1p1wVOWK14sYgmdqCXzppfigBYzk-Vp3sVKEERkmmSaLazNIwP2WMqNIHuV4DL92FsCkQyrYpvOms6RC2tPf4hAZ2LRKvytyYXin9GFoBh0H5JCvj_Sr9OfF9oOo7Pg11dqNhEdPNiTRQIciPeqAmq5DcOVug64rldiN1VG1HvlGPrRkTk9N5ucCsS-pKC78D8D6rbgOFKN2Wgz34aV2iQjknvz0UJPmiITLPe8zBSRC-oLSZeQhlXA9yWu5zpcwJhoQCbN7OJy-HGjjZAZ_ZvzogTH2QRYw8ux0Z92SRPYGSOUQE-cMecjkvwVgV2AOgrI4nBp_NKttbHwslvvyLFjI9vqvg8mHfnljA4Bx0RC69iLuI_1Gk-Kl_OnZYEQBM9qviX0DPFWHS1OwB8Dx3LenUYqPqqwwpTarDljhGltj_N2ywOmlsBzFHOwRu9YIpaTHxX2Ho5MnLS-uW_HKmgZWBhC-pwv_Ikmkcpl3ElPQpFgUGw 80 98.221.240.56 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 Edg/109.0.1518.61 https://www.bullcitytalent.com/contact-us/ January 26, 2023 7:13 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Considering alternative sources of labor and staffing is increasingly common given the current talent market. As the economy continues to face major talent shortages, businesses must be strategic in their talent acquisition. One of many solutions to address the need for talent is staff augmentation. Rather than waste time and money on recruiting talent, using a staff augmentation model allows you to attain flexible and scalable resources for your project(s) on a temporary basis. With augmented staffing, businesses can bring on tailor-made individuals with the skills required to meet their needs.

Understanding the Staff Augmentation Model

A staff augmentation model may be beneficial to your business for several reasons. First, businesses that need to scale their operations find that hiring temporary workers can be done quickly. With augmented staff, businesses can rapidly access these workers to mitigate unforeseen events. Staff augmentation also allows firms to prevent potential financial headaches from hiring or laying off permanent workers. And in times of uncertainty, this can be a crucial advantage.

Exploring Alternative Staffing Options

An additional staffing option that some businesses consider is managed services. With managed services, businesses outsource their talent through a third party and, as a result, they are guaranteed that the goal will be met, or the project will be completed, for a fixed price. With this model, the business will fully understand how much they are spending and have access to the right resources for the job. While augmented staff and managed services provide unique staffing opportunities, some businesses may prefer to stick to traditional hiring. While these alternatives provide an array of benefits, hiring full-time staff also has its rewards. With full-time employees, these individuals begin to learn the ins-and-outs of your organization, its culture, its values, and so on. For some, the business knowledge and loyalty that comes with full-time staff are unmatched.

Choosing What’s Right for Your Business

When it comes to deciding if the staff augmentation model is right for you, you may want to ask yourself a few questions. Is this a short-term project? How much money are we looking to put toward staffing for this project? Is this an urgent project? Does this project contain classified or confidential information? Although staff augmentation provides companies with an easy route to project success, whether you choose to pursue staff augmentation or not will depend on your business's specific needs. Reach out to our team at Bull City Talent Group for further guidance on the staff augmentation model.

Rajesh Tokala rajesh.stacks19@gmail.com 9082743407 All of the above 03AFY_a8VXKIlJ-tetbCTTC-xvsR3nFG1JFGfUof_4pRZrVd3-nitiWS1ZEOoAwEy9G9y_wwb7hOwZkYCP4VLRS0UlBJEfDaKhybE0UoB8W1j5K24CYYai3Mk_QjnHI9nHHfRtQsopjqH1uoOIUuiX2ROmAAUezPDJ0y3MDu8p8H87mDtGz9tWTTu4lOwJCECImMgu7h1cMGCC09Hcf3RVkOTYL57PsBIMTgb9ZmittJCJ5IpPW_PDoPUjQVSPZoZpOytGaghVapHPeD9aPphsXaZ0oxXwAPyR2onYyYY3UUOGzCzVb24gLLDFE51Wn_ACzeP015TVDlRZ-Rjm6NDkX9huyVvZovhFPlPr4u1Y-MqQ1WAxNxmrjrilCBZQ40GNBXWxt1xE94TYctnCPqU7k4nqrFW_n13fmpnM8PU2auMrYetcOpmGKbfcfaZ-e50Vqo4Sv43lpd3J8gUR7eUBo_MDa-pd4s1BqERA5-XoWdcH5UoDkdvHO4VinjuQliTNQ0mvgQ-NEKIg5aagDdcXTyxgVinMHH9PbA 74 115.245.208.171 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 31, 2023 2:49 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rajesh Tokala rajesh.stacks19@gmail.com 9082743407 All of the above sr, java full stack developer java developer java Finding more time for my family Learning new business and technical skills please reach me for more details 03AFY_a8Ur6fBMZGCJddJLln2ObY6L7QGKxg-ujRYwaQTx7ltocRNTqnD-9HB2MXuqwJh8nqCHHb62ZSKJE-slSN0xkXRnfgYsQzSCzdRYSlffU9m5LQgRfdR3q3J9XfjnIZiopfgBP-LaCKIUKm7SJlulOdrkaEb2i9yGiKoOrECK-XRzu0m6GalzvFMrdYHsPbwEPY6myjacWZAIj-_XvsqgYvddCpD8V9xkCWQcVGwdI9O36gSrFFvG4WkDlxUup-mOQCN12KD5ylsnJk6tPSn8-KHw5zIjZ8ii3FUrUeD4FcK3WfOsgT4xbLlk1qqcyeym8t6anyWuCJ4ZjU5XXlbK6HAA4zNGKDEIRT22ymOzInHwVp6cSULt2q7GgM0NIxlbPJa8CR7jcLHFeb8hbIy1yczpv6662Hsrtpz5wlDg8OE_q-kJ_no3UOCvdjlFmBwjw_28wwLMSJmvOuH84FyAkbh-GWXQ7nGLcwlBJ_Wa-bVs_BbTPlPLqMXcm0ABknRV_lsHGjZE_G1BmrSGE1nIyEYcCUiJ0De1lMXUGLdpv1lY2p4Pm8zigksP_nhk_gLSXGVo9KHb 75 115.245.208.171 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ January 31, 2023 2:50 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

With the effects of the tech talent shortage and the Great Resignation still lingering throughout the industry, it is increasingly important for businesses to prioritize the career advancement of their employees. Ensuring the growth and success of your employees is key to an ideal work environment and something that candidates continue to seek out in their employers. As such, employees' expectations have shifted over time and businesses must stay on top of these demands. In supporting the career goals of your employees, you are not only showing them that you truly care, but you are also helping them stay motivated on the job. Below, we outline three ways your organization can support career advancement.

How to Best Support Career Advancement

Take interest in your employees’ career goals, passions, and interests.

The first step to supporting your employees' career advancement is by taking interest in their goals. The easiest way to ensure this is through reoccurring check-ins between managers and their team members from day one. With this time set aside, you can help them define a clear path and plan as they work towards their goal(s). After all, self-awareness is key to growth. These check-ins can also serve as progress points to manage milestones or measure achievements. Ultimately, it is nearly impossible to support your employees' career growth without first understanding their goals, passions, and interests and keeping an open line of communication.

Create an always-learning culture.

An always-learning culture is crucial in order to support career growth. Whether it be through training and development or upskilling and reskilling, employees should have access to opportunities to expand their skillsets and knowledge. After all, 87% of professionals reported career growth and developmental opportunities as important to them in a job. An effective internal mobility and career growth strategy shows that you value your employees’ professional goals with a concrete system, promoting overall loyalty and retention within your organization.

Promote work-life balance.

Above all, supporting career advancement means supporting your employees and their needs. Hard work is required to advance your career, but work-life balance is more important. Especially after the pandemic shifted work to a remote environment, the line between work and home life began to blur for many. Consequently, recent data found that 72% of job seekers find work-life balance an important factor to consider when on the job hunt while 57% believe a poor work-life balance is a dealbreaker altogether. Encourage your team to work hard and efficiently, but also support much-needed time off and prioritize mental health.

Conclusion

The importance of supporting your employees' career growth and internal mobility cannot be discounted as the benefits are plenty; it improves retention, increases engagement and loyalty, and even acts as a recruiting tool. Taking an interest in your employee’s career goals, creating an always-learning culture, and promoting work-life balance are only three of the many ways you can support career advancement. To learn more about managing the new demands for career advancement, reach out to the BCTG team.

Sampson Chuku sampson.chuku@gmail.com 4323086696 Land my next gig in an exciting company Microsoft SSMS Microsoft SSIS Microsoft Azure Microsoft Projects Microsoft 365 (Word, Excel, PowerPoint, OneNote, Outlook, Exchange, Teams, SharePoint, Forms, Visio) Amazon Web Services Salesforce Jira Confluence Azure DevOps Business Analyst Product Owner Product Manager Business and Data Analytics Cloud Computing Agile Methodology Risk Management Change Management Product Management and Ownership Building my career as an independent consultant Learning new business and technical skills A product owner, manager and business analyst with several years’ experience working with cross-functional and cross-cultural stakeholders to guide products from conception to launch by connecting the technical and business worlds. Very motivated and passionate in facilitating digital product development from planning through to operations and maintenance within the SDLC framework with major domain expertise in Healthcare and Banking & Finance. Now looking for the next exciting opportunity to continue my professional growth and development while bringing value to the workplace. 03AFY_a8UaWTsbkm-UqFyoiiR4GMxf9z1xLmK3I4dU64v6-1TUefI0a4GdP4t_o13HckfoucAgfhFoiMNRAJmFQ9hJHHl8gOcUrw1goVBkLre8DntFbC9bV4_GKXEE9aVFfh3WnurtgmSocp1sx_Xm3kRZqbMY-mxFZgaF3CJia78tz4-HRnijqNd9NE-qKYiBOBJFVj8QXB0YHz5vx3ews_09RQKXcZyLBZi5QKrMufBlNRao_LZ9HNBJrBvDulsbpslz2PCKMSdt9Rjivjdi7ZZHiDmjaLI1uSa1kNNkSHGvmxO51nAxNOn30DgHpLukjnvEiL8sNxizEFRia2pTJKSYsT3mH5INVHp0w7gCCN9ncyjEJSBCLQ9pSA4mz4np_0VV3rp66XdqxaO1SsAn4y5kUmZqF1BAKn2I2DkAomTMrcSGhYD6ibSH3EH7yn6kZlH_OgkPqqjkvPMXiAyep0bKHdBIeLNa1SUch7hxn5AlD3Ze911f30jSLyv3VxKq-ht2dEjaEq3SEh5MUOsw4muN0nTE3of1Fg 76 76.186.113.190 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 1, 2023 5:02 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sampson Chuku sampson.chuku@gmail.com 4323086696 Land my next gig in an exciting company Microsoft SSMS Microsoft SSIS Microsoft Azure Microsoft Projects Microsoft 365 (Word, Excel, PowerPoint, OneNote, Outlook, Exchange, Teams, SharePoint, Forms, Visio) Amazon Web Services Salesforce Jira Confluence Azure DevOps Business Analyst Product Owner Product Manager Business and Data Analytics Cloud Computing Agile Methodology Risk Management Change Management Product Management and Ownership Building my career as an independent consultant Learning new business and technical skills A product owner, manager and business analyst with several years’ experience working with cross-functional and cross-cultural stakeholders to guide products from conception to launch by connecting the technical and business worlds. Very motivated and passionate in facilitating digital product development from planning through to operations and maintenance within the SDLC framework with major domain expertise in Healthcare and Banking & Finance. Now looking for the next exciting opportunity to continue my professional growth and development while bringing value to the workplace. 03AFY_a8UW9xZnX3PuxZPAWIX7tXM6G_pLFDQ7wYulTf5obf2gtEsZEJR-6dtktzmmhDD9EdmDe1bZBrBEF5SC228_Ng6ar4PqwaJ_2lH0TkyD3MbNLOuJ66Q3_DS69DcG_j4zFeVLkHSSSqh_GuyLkJVXVTbOJTdqHUpl4Wz_QsOm3bPRD73cOgGCnjOojeaQw1qhfwWEBpb45HQLKrst5V-tsQ1tRTuiO5-fqdEyo1bZZL5687EW3CeL-QFLLFW3sSW_WQX9dX3w62j_sQoqmGlhg2V5s0nWCnXXIVc7KiPu4_VdhlQEG8Xtr5oWoZpRJ68r1lCtehLT9hU-XI2C5rSJ9wqdsnTRlHvwsfW1mmGrzrBtQ1jMjjT8OReLkKFQs3Gvfg4_g_8qrz_Q83w4Jb9FTWtt6JNrkHtVN9CFkyQROwrwz-Yyo7e-jG0VWTwOZ93up-BSksIE4veycUU3kGG13F-xRhKoxBR9LQjrI94xj8G4bQSQ6331aTWaCvFo1PST7eErqcvdYh4CTpD9C-K8TUq-oKV6AA 77 76.186.113.190 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 1, 2023 5:03 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sampson Chuku sampson.chuku@gmail.com 4323086696 Land my next gig in an exciting company Microsoft SSMS Microsoft SSIS Microsoft Azure Microsoft Projects Microsoft 365 (Word, Excel, PowerPoint, OneNote, Outlook, Exchange, Teams, SharePoint, Forms, Visio) Amazon Web Services Salesforce Jira Confluence Azure DevOps Business Analyst Product Owner Product Manager Business and Data Analytics Cloud Computing Agile Methodology Risk Management Change Management Product Management and Ownership Building my career as an independent consultant Learning new business and technical skills A product owner, manager and business analyst with several years’ experience working with cross-functional and cross-cultural stakeholders to guide products from conception to launch by connecting the technical and business worlds. Very motivated and passionate in facilitating digital product development from planning through to operations and maintenance within the SDLC framework with major domain expertise in Healthcare and Banking & Finance. Now looking for the next exciting opportunity to continue my professional growth and development while bringing value to the workplace. 03AFY_a8Vcytc0fkkFXt4EqzEqzN6KZVHxvuqFWbcSXVq3dh2eCRtdj7PQyCeFIC4GL6e_FFXOwBiMOhPPExg1U4oWj__JAsJ3wqZY99QpiQG7Ei10rCRe2hLqnHTkK4Pt_3mL9-KAWN-_6nw9_dzyAlFS5Yq9mU6G2nVkbBOJjjcQNO4kIw2xov0hmWJVKpdU2lmq5jjMGMyph8pMGg7hOEkErBH43BKC6Lupz-SyULuTVTcVNYQqEB46ruA-3TnhsbGlKuKjWz5mfFBD_N8nYwB7HEce8ADa8t0F-sgWSn1hNS6_c54zLvCmhUj_7aJ_mzyRH_lP-OPLQ5IOUGmZtrhtVIgjahCayw3vS2BJrmUeePgDtw5xq3rxt_Q5ycKjQGRsCCkpWXZ073MA_srNmu70zq4urQyMmasCikwWcTTRUhanJaoCsh_12Dv3k1G_TF9PrNcv0s7PU3yKquSag6Dpj-s1lCCfIrHmV8D4K-S1OjVk05cE9T3lWmCp7Gs4xPFi7sM0RP5EFSwCPO2kGL4iZN2KMdShzA 78 76.186.113.190 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 1, 2023 5:05 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 Land my next gig in an exciting company Global SAP implementations and operational integration initiatives Finance, OTC, SD, MM, WM and BI N/A Building my career as an independent consultant Just completed a two year and 9 month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply- Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8X1lzykSnb5Bmhdl5peuizCXSjczoFeFV-5FISZ4Fddzom8GXA8y0CSZAmHg-1pmTzT4AKR2ni5bOTrStDvElcN2UCmnIsh-VskGCmqYomJispS7vmlV7dQAXF9cByxMRZnxPibaYqne3IVw2YoWik8gpzwJGe4sQ7kUW_L4T2GHVe9iOEpwu2sNpfekLTgmSdTuPRi_BOEua8uDq0GgocEMxuSQt5U1PIYUL3L_J92x_61JTBjsrBx-4brYo6dA5z4EraeBVT-Axr9Yom23GnZqRTt5JPpPXYOkXouNq501AZ_VXAHnKhrHm1QOb4EDlUc5mz0V9tktGf3ejfIPjb5YmxhOwjT_ZAjAarPDQOsYWuNFqkc7AB_QM5o04ZykdP4DA4s9cZxIioWWa870QZe8nPalaOxr1MF4ojy-Ujq1lLH-14utUF6BrxXkDBY3rl6F-JE35T60klmVokKorB7vBG1yNKilh-jLGC71tjhRslnIlEk4rW7tVzCEcSiwUwNZs4MexXSvlkVK-0qjHcsuBAsYUrN435ao9biccwKXOPV6zBFyiCyRu_q3Kq3uFKv7iscq_LiqxfyyXk6KxCXw86nrpCNKrwM3a9XZ4Fl1UAMbX0 79 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:05 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 Land my next gig in an exciting company Global SAP implementations and operational integration initiatives Finance, OTC, SD, MM, WM and BI N/A Building my career as an independent consultant Just completed a two year and 9 month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply- Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8XoFrY94kAKJFw47-JtMsPalaQ1EmuQO4q6e7huqhnJdLCrHfbDr7qjUMOngoC6jbstKEMO7oAt-bMK1fof_vYa_JIK17TNaIER1lfwSyxtslr8esCVMCNtizF9BCL6irHTJopCQZt4n-zutJrOaidM3pNMIb4Jx1ViASjcpXDN5UuIxGx23GRMwzWmLmaU4G2hRCuzHlS4mHCwz6-qfdrJ7J8lz93hmgqGqWLJ7TOZn7F8SsFHpN35GtXAmc1JYVCnszg9tX-ju9zS8VQxrN45g3ajpR-2Kap3NFDAkP0pIeZhM6CFsIelTP4hP0vJdKlvF0SMJCu4fnDg9WluQvhyB66qDVQNKuk30ZXs3ZYPCdGI5pyTOvgXGHnCuMw3vJhFTxqCSKFpKDPm3s9EYvbGYnw97PYnj8kdTAL28xXeoHoK8mzskFHNKpPMX8gClnamz7jKb18uzyh10dys8HuTF9r25VH7mF_5Js3PTTf0D1oDraCXFwT3J88OriShvF5r6PshUxHAmC8XKDrWTjYd57LM0pczm9GSpKLv_reRMqi0goT7SuGDFdVm6gmmC0Qb8qz_-i90da4Yygrge96uHYCluolC_bs27xK0vH7EkwkT_WA 80 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:07 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 Land my next gig in an exciting company Global SAP implementations and operational integration initiatives Finance, OTC, SD, MM, WM and BI N/A Building my career as an independent consultant Just completed a two year and 9 month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply- Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8Vjoab6a4bs10HkodpYKxLDYOaqYbgvqvjK5-Y1SvMK25Pbc5Zrf2ZtIHkhbWpJ581RYkfQxPMMu_xo56j8-NumUd29ttDeBuMUCjHaOmqq9BJPIpVL2UM6fZSOaBEOhEXKpyBPLg8sYZmtRexMKpFgXxTtrFqcMrPqS3o_2im95D0k6wixBe_2Y2RW9C_1PgMnG3TruB-f2f0-8zkVpXgcelrfCWvqYfSHOYEy8NnAlwdg3QBBpl6y8OTimHPW0DxvA8EEUPSqQa2Djuqow7HMdPWimJ_anUMEhnYtGYRHm8bIzhO_OC0LVYayZ_mQK9EJ3pkcO8cd1gayk-Nfb184ATVXzF1oDYRSVwD5B6H6VXjD_o1EXekrS2D6ZyIC4eN_Pox4hM60gUsKUVPyKXnnNk8s7ogY5Nq2vum4hXA7xmJz-2I3P-aiN4k3P1xMHmxaLiohgeLZvKsTnXTtmq93ktZDF7iLe1oDkahWshZO4ErLaIwkpf5ebS12YSewEbOpts8ZWFI2WRhJYxLqNqVWYW2jk_3mLoibm2VoyRE6aK9hsgFvi4Xd80utyOoqJ9g-4vPKZcyyBrWu-I6bLJ45sTE3kA 81 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:07 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply- Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8X9yZBkLtK1AhDStpR21K-YsgOdtkGHyz_3uniZw59YyZv2mAbeGqzYEQGcSpXFvutthIh34tCa4iV1CnpRCi03NnWVg1zbQPXrVRpaRC__TG7wNq37Fk_gjUwRS9Smpn8l44065ds8qHXpycak_ZXwsK5zgv4AFKZQ7Fg9vhx1FbXusyYGMWwDEEHdtkmuKu00aeda1ykv8XXpmL4uEiOXc3SUIRZHaAHA8hiGcmP5kXHMzcdbHpuT-GVjNHiEdyFH6TnFb57p-wosxJc2qCu7Nrx342jYnptbAFgJdRX_vGBZjehPd1XOkPl4nZLiaazVDT6ehUdnHBvrDzqY_PkfqWBG38CfbtwhXHOualiywAuirQdrgkmMvuGRmUCs-eZstkh1F_LD_4a112-OV8GusuhLieUczJJyyQ9JnIEcN33_nUMIYAeHFIt-o9XXJiCafzqDByNaAMXKdg-x0pLHlrQkSgr9PHR878QSiFCwR5sqmGcs6EqGGmD8RO-YmexmmElS1uh910LgvAfdY6YHVNH47eELE7-8d6zSMuqlnPLodzz2o93AhBi6Ux13czKXzN2etrwFd8ZIy7EAgQOVICZISw 82 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:10 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply- Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8UKJ26LfKTfQ_QkgILr8cMxwCjJqFFJDheYQ5dBEMkXUOWU9_NDCtcYvT0Gdg8weKs1NtBVY7EEMZlBITHWp-96oFHhhnS_ck_qkVR5vlOdV4jS1z4UKJ91wk5_MDp1xdP5Iw4lrmJqF8LaSc9bMJyrbVodh-wntT_qTe0cCycK8sn_8cCRqu4csAMzGE89tHsPP1AizrZ9Fs-Xydu003egLsm4Z_qOrnToi7pe-GciH0US1j7_SrcTS0c9Mf7zUB-V1R8EhOcobs3TSqiV_jBy1MY76MIH-dyzWZC2WiUS9KpYQ7vJFRco5ubtOH7AT-MTXXGy9Z54WG7OPdOhF3yw-IrtaYAOQzsKI4pSjdGXfNnAjcLE4ohfQT1jrA1mSqlasqhaP1bEB4prRakhd_4DNNhzWodyojfnwEajKRnKJi7krLZSoUh0yW1Qe2UiZrxIMhbvcF8Pdxarm4yQNHCFaIX4T64WtXoqFDm9cFWDHrzBQ6sRx-P3B_LuBURfNqVjA7nDAJaj3VrsfeGR3hKLRk_nl5l7dKQsOaDzmEk0AhGBZBVEUoUSdVTGXGRx7bj7c0B-zPKHm4Qt7wmrisqwCprw7g 83 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:10 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply- Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8U_1aRd6-5kg6OzybK0VTwXVSXhYX4nQb2O_vvjs2bJ3G6IOa-EET9X2y95f5Srlh_DtKT-12cP5K3aFDMKjppORtKThvcvsyZckPU0xQQpHZzaeCBnVoJndO0HX6mokTtc5Lm1KYTcjUx-sL2ndSw0oQUJxTrA2mKOtGEDVl2JB90hEOZGoiSoIUinz7V1qwPmaBSW7HZDdSoeaTyAs9vvDFSp5ly2Ninpd7zZ3ADG3oF3OQodP3dIncNmAiVbZDUQpR5MhwG_E0URUb_7ZlVnoCVJlAOBQ57DSjqwrvtha8pTtfVnkGu-2bSomKKVuWrSKDtDTF-qjBcq23e3RS6IaNRD7pwdGsq_FsCSbXZSZo4Ax4F-_EuGPl5wCMbh7TsFi1I0cq-JlN6EJ6KQNe1NrSuFFKVPZA_s-MvsdUx2Lw1XdJG_eOsJE9NPHOb4c06FWnRQ3dITY-PX2rhkTzBPwcZ_h5uRupQp_VAqa7LGx_kMpJzexW2I3fR5E_oDGBoyufuFwpoguLaZQP5w9xIClyK2tQK4BEPTSCn4EyqWs8z1Qcj00Jb3PAKViUZQYnOjFzHsSDPhbQAo43NKWSfK401wVA 84 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:11 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8UW3ItFx8N0tv-8yR_UCGESXXVmk3MChhQc3IBEEDXvnjLOgHhdg058yVJI5Y_iKhT3iR7dLYhcv3FuYIbrA8yw5yctQHPNp-5rsglzV1YaaRW3JQXXyKx8y7SDEGewvAmGRc3cUUbaDS7LwTUAmmiD10rzkbDcL-dtIpHttTWX7o7UIDH_Y9IHkr09IEmwuANwNQcP50-UqJRXs4KZCEMjgpaKBpT8RX0H7x3vI8vqCfvFYbDuDYA5Qo1lj9MqM6xKcyrl0i86FXe3eGwgXUeaaL95G7FwAQ7lzv7llx15hw1mgw_GgGzOC6tCWg4skmvmsu8jv6c6VYzY-odrLD1-NIq7bG7cNa20gWd26ae1R3Fa0FgN6_gUXIPVmKNP0YGntk1euzkZrDVR9x4y26Sr5gyyYmJLgdvzFGOruKscMMgKh5sr46w19g25zo1JqP_dq-vwOXW071TTTzQ_MLWECaqBH4-aXGgAgRqHSOFOVFOp5axqEOHgsozwi-6pFByLy8CQ9oVKKUqO5bbgIV9lq05eLcZLWrqs5-1EBDqk7mTg6no2nGlH9n3EOoViFwYNq2qeMz70xoi20xVqG-H1XIwrEQ 85 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:12 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 2158729932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8X-Kf8f2CR3ktIQsTrhE2Cy8An30Nfwc8JZ4UKKLEHkKHuRnZW1cHZKPlFM8OfAGPB6rej_x5YdT_mgulLUT7HUZAaP-us0-kw2p935Vxi14y1P4nTZAJ1joVQdgu-sDE9-exoR5RcfXTcrtJz_W3BjC98uHepE7QOKZpNKOIApKoQ4UGAsPQUyrGu7Z-sX3VdNFRosc_fIwgQnkrj7vFEhceR3GXPQimE5Gbjde4QXKu3v27ebO2VqA9xyJ0deQjt5340Y4vBrf4F_JCyG_qOc3CuLHz2UtjVOXkJrs1ZeOsJNKZIxMOxm0jeNkHOodw1pz6Als34tx6pn7Ac4-GDnhmVR2Qwu2TiZSfebelIJG9zb0VKDIRQT0qKbJz-jSZ59dXfsTGbRAUxBcsXyuSl0nlbLTWatWAhwHaNsM51Nskh0CxA-KJDh_E7T4Qr16_oFdhw3veTa5uTr_CxAslxoz_iYeb9dbnjj68lIBxEyr8-AMQywUIitjDdPOCyjwsJbcmi54vmQP_oDCAIW0HzXdr6Ne1tpvgpnG740eYSiv09KnQjqQVO63szxLfUVGXktx7JSXhkMcMvgjqJV17h_UPKSEQ 86 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:15 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 215-872-9932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: - Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities - Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities - Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings - Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8VZKUbw9oN1sWWXtlqH8s9kUO_BCwfkL9DUyj8Re2KhgpBA9SRcN6pAZbk6bamszbKh-ybndKAbZAvLLrlj2Sdpx9xqMsd4dd0shbAaPlh8LDwr0XNcVMamZnVjCUmxUbMgRfcMtHxuzva4Y-HDO-6NLd23hpvMglYEkiCJdqzLCshsrs-0D7qQlPHPftahiqxgG6nGeE1HwDzOT-fZu6bZPizQKfYQJGDPEkibOGl-E53IJcMYB3EjxCf2XSXHd_7fqpNLJN43XxI8ItXbL9xQ-P_G5ZXKT0GJT9TGN22bHFzbqwbSNk1xUWuCW2xTF5HDAms5wv1uENu7JgJ0BbH46m_VTn4zm-WAeaRSzJHLYKIH10KkBSfae51Hst5Grl2elnBoai9DNkpUKKYXwW59yPWniizefkvPLAgfcuqJPoWl91pHXjc7kOoUpd9xewIPp7-5UpFOAVwnG2gqqkhUSbuB86X8_1OSuM-iYpgWzMOwUnLTcZtJqGcZKle7lnAzbqefdADor32NGCpD0CNVPCselt8j7MdHhXagPtwtvP9azPaqwj6ihZIN5DEqjVS9OzctsK14XG6LukHnXerNqLXBcw 87 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:16 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Michael T. Makaila mmakaila@comcast.net 215-872-9932 All of the above SAP SAP Finance, OTC, SD, MM, IM, WM and BI N/A Building my career as an independent consultant As of Jan 31st, I completed a two year and nine month engagement focused on: Life Sciences Project and Program Management for Global Pharmaceutical Company focused on Global Supply Chain Integration activities, Global Supply Chain PMO/PM Integration Lead for Warehouse and Distribution optimization and 3PL SAP integration to leverage synergies and cost savings opportunities, Facilitated Global Supply Chain Leadership, Project and PMO Team Meetings and Managed risk mitigation initiatives to ensure consistent supply 03AFY_a8WHajU8slYlMRlU4DcGrVJ1zG90dAmiCkh6rM-2gyF7XiVT6EsNNo2Tt2BRmrp0ZeMtR2aTKj_kFbTIDQIPUwJQ9yh616nZwDTl6GEoQw5cGKSk5aW7A5IKKe71loO3LF4xWf7KqVLpyAD_XwKK_vDKUD1dZwMiwyWtmnWoowdt3rlO8ZKSP6KWYCmOfnWuHqO-0qI1NetqoUagKTUQWaOjXsyq-3IYRqxg9Jc8Yz_G6pmDmXVHmqHFR06okHws33tg6wutVTvKhNMWk9ComQ6e5Nay-D7PaYT-vQPtImj1yzkFlJs99Q4cRj_Y4DDk_nXmhAxrs0aiP1kC0cUImgZiSdqV0xa6CdQXewZYjrJ4OOk12UNizUZN_RkuXK0FeRoFLpFMGLPqxwirQsgM54JyZrY20zMpnqwhJu1Rp0F9IIHmmlwZaPaW3tkWi61fik4ICRgF9re_4FLKN5RPmjNedSxrfl-EAX-8zOCuDEj59Rvys6oz87kWNUhxwQXIDOFfVy4U5v_sYVFEyYgU_UAy1gtkR4sFtD3OUlSHaCeSsUNfbbfINllsQpBTly8MD1UuOsOSsnJE7aJSd2WUSm0PRzyF01h5S0JAYIQGqyXspTxXJ34 88 69.253.64.196 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ February 7, 2023 9:18 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

While few job applications nowadays require a cover letter, understanding how to end a cover letter is still a valuable skill to have. Like your résumé or LinkedIn page, your cover letter acts as a first impression. As such, a great cover letter can make a lasting impression and help you land your dream job. The purpose of a cover letter is simple: you want to sell yourself in a way that is honest yet catered to the interests and needs of the hiring manager. The closing of your cover letter is arguably just as important as the body. Below, we outline what to include in your closing, along with some examples.

Writing a Killer Closing

Throughout your cover letter, you should be touting your features (hard skills) and your benefits (soft skills). So, by the time you get to the closing, you need to make sure to sum up your strengths and experiences to emphasize how you are a good fit. Connect your assets to the specific role for which you are applying and remind the employer of the strengths you can bring to the job. Then, most importantly, thank them for their time and consideration, and include an action item. Once you have written your killer conclusion, the process does not end there. Go back and review and proofread the entire letter. Some common pitfalls of a bad cover letter are a lack of focus, desperation, poor structure, bad grammar, and misspelt words, so you do not want to miss this step! Reading the letter aloud can also help you avoid these mistakes. Above all, pay close attention to detail and be confident, polite, and professional.

Examples of Closings

Software Developer

“I strongly believe my experience in React, JavaScript, and Python over the past seven years can contribute to ABC’s success. I would love the opportunity to discuss this developer position further in the coming weeks. Thank you for your consideration.”

Project Manager

“I am eager to apply my extensive experience in project management to this opportunity to ensure its success. Thank you for your consideration, and I look forward to speaking with you about my experience over the past decade.”

SAP Consultant

“My experience leading the implementation of SAP S/4HANA, SAP Fiori, and RISE with SAP over the past six years can help contribute to the success of ABC Agency. I’d love to discuss this opportunity and my SAP experience with you at [phone number and/or email address]. Thank you for your consideration.”

How to End a Cover Letter like a Pro

Ending a cover letter as a tech professional really boils down to remembering these three can’t-miss factors: be confident and polite, summarize and connect your skills to the specific role, and express gratitude. As long as you check these three boxes, you are headed in the right direction. The closing of your cover letter is your chance to seal the deal, so remember to be your authentic self while keeping these tips in mind. For any additional questions related to cover letters, contact our team of expert recruiters at BCTG today.

Over the past year, we have seen businesses across every industry find new ways to adapt and respond to ongoing global challenges – supply chain disruptions, talent and labor shortages, rising inflation, geopolitical instability, and more. At the core of many of these strategic planning sessions and discussions is the role and relevance of their IT departments. After almost three years of disruption and uncertainty, how are companies prioritizing their IT operations? In late 2022, Clarkston Consulting conducted its annual CIO Market Study to better understand the current priorities and challenges of upper or C-Suite level IT professionals (CIO/CISO/CTO/VP) at large companies ($350M+ revenue) in the retail, consumer products, manufacturing, or life science industries. Below, we have included four key takeaways from the 2023 CIO Survey.

Key Takeaways

CIOs are most likely to invest in artificial intelligence in 2023.

The survey found that CIOs are most likely to invest in artificial intelligence (AI) at 35%, followed by robotic processes at 25% and data governance at 20%. Surely the investment in AI comes as no surprise as the topic has swarmed recent tech news especially regarding ChatGPT. AI and robotic processes both act as a means to streamline processes and increase efficiency in IT departments, while data governance is an area that all IT departments should prioritize for accurate data that enables better decision-making.

Respondents consider their IT department collaborative with other departments.

It is no wonder that over half of respondents reported their IT department as collaborative. Although there is often a misconception that the tech industry is full of highly independent work, that is far from the truth. Projects that run in and out of the IT department often require a lot of moving parts and individuals. Good communication is one of the most sought-after soft skills for tech talent today, and the ability to communicate across your organization is crucial.

CIOs are most likely to prioritize IT Operations and Management in 2023.

In 2023, CIOs are most likely to prioritize IT Operations and Management at 60%, followed by the implementation of new technologies. Additionally, respondents are most likely to allocate training resources to project management, programming/coding, and methodologies this year.

When choosing outsourcing partners, demonstrated success, industry expertise, and trust ranked as most important.

Survey results found demonstrated success, industry and technical expertise, and trust as the most important factors when choosing outsourcing or managed services partners. Demonstrated success, price, and trust ranked as most important when choosing a professional services partner. In addition, two-thirds of respondents are outsourcing cloud services and half are outsourcing data backup/recovery.

Consider the Survey Results

The results of this survey provide a detailed view of many of the challenges that IT departments across industries continue to face, particularly as they navigate the ongoing effects of the pandemic in the workplace. To learn more about how BCTG can help you overcome some of these challenges, contact our team today. This piece was adapted from this piece originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

It has been nearly three years since the coronavirus pandemic swept our nation, and as a result, the workplace as we knew it has changed forever. Individuals now work and interact in new ways – most of which are here to stay. For some, the pandemic and remote work has made them eager to return to a sense of normalcy, but others are wary of the health and social implications after being isolated for so long. Recent data found that only 56% of remote workers feel comfortable returning to the office. However, an additional survey found that 90% of companies plan to require employees to return to the office to some extent in 2023. Therefore, it is up to management to help ease the transition to in-person work and ensure that their employees are comfortable in their “new normal.”

Remember to Respect Boundaries

The pandemic has forever shifted the way individuals interact with each other, and typical office etiquette has changed as well. Individuals on your team may feel uncomfortable shaking hands or standing and working closer than six feet to each other – and that is okay. To avoid any awkwardness, ask before overstepping any boundaries. “Would you like to shake hands?” or "Would you prefer to stand further apart?” are two ways to do so. In addition, depending on company policy, respect individuals’ decision to wear or not wear a mask. Ultimately, the easiest way to ensure you and your team are respecting each other's boundaries is to ensure an open line of communication and trust while validating their feelings.

Provide Accommodations and Flexibility in Work Schedules

Depending on your company’s guidelines, some workers may need a flexible work schedule or environment. Provide accommodation for those who need it in their schedules, whether that be a hybrid work setup or extra time for those with a further commute or children, and be conscious that employees’ preferences for working have changed.

Be Willing to Adapt Your Office Etiquette

As you return to the office, remember that the situation is subject to change. Consistently check in with your team to gauge their comfort levels and be ready to pivot if necessary. At the end of the day, the future of work is uncertain, but the importance of prioritizing your employees will last forever. For more information on understanding changing office etiquette, reach out to our team at BCTG.

As the world’s leading integrated enterprise resource planning (ERP) platform, SAP has been widely adopted by small, midsized, and large enterprises as the digital backbone of their organization. With a robust set of base functionalities across finance, supply chain, procurement, manufacturing, sales, human resources, quality management, warehouse management, etc., it’s no surprise that 99 of the 100 largest companies in the world run on SAP. For companies across industries and of various sizes, the need for digitalization and streamlined processes is apparent. From improving operational efficiency to accelerating workflows to centralizing data management processes, implementing SAP helps companies run more profitably, efficiently, and sustainably. Implementing SAP, however, can be a considerable investment in time, money, and resources. Whether you’re going to implement SAP this year or in the near future, it’s important to start the budgeting conversation sooner rather than later. Below, we outline some considerations to account for when thinking through ways to budget for SAP.

Considerations for How to Budget for SAP

Look at licensing options.

With the rapid growth of the cloud, most technology companies have or are moving to a Software as a Service (SaaS) model, and SAP is no different. While perpetual licenses are still available, most new SAP clients have moved to a subscription-based model. To put it in simpler terms, SAP’s licensing options are like getting a new car. A perpetual license would be the equivalent of buying the car outright, where you pay a one-time fee to purchase the licenses. With perpetual licenses, your organization owns and is responsible for any ongoing maintenance – you also have more control over your system and can carry the licenses as an asset on your books. However, in the long-term, you can expect higher maintenance to upkeep the system. Subscription-based licenses would be the equivalent of leasing the car. With subscription-based licenses, your organization is paying for the rights to use SAP but doesn’t own the software. This option tends to be a cheaper option for most organizations with an annual cost, as it requires less infrastructure and has lower maintenance costs because SAP is responsible for the maintenance and upkeep.

Look at deployment options.

In addition to the different licensing options, SAP offers different ways to deploy its solution. There are three ways SAP can be deployed: on-premise, multi-tenant (public) cloud, and single-tenant (private) cloud. On-premise deployments are largely only for perpetual licensing. With this type of deployment, you would deploy SAP on data centers owned by your organization. This option requires a large amount of infrastructure and up-front cost and effort to just start the implementation. As such, we’re seeing many new SAP clients move to the cloud. The other option includes both variations of a cloud deployment. Public cloud is the closest to a traditional SaaS model, where your instance of SAP is hosted on infrastructure that is shared with multiple SAP clients and not just your organization. Public cloud is traditionally the most cost-effective option, but system upgrades and patches are automatically pushed out quarterly, and for companies that are required to have validated systems, this would mean dedicating time, money, and resources to quarterly validation efforts. Private cloud lands somewhere between the middle of public cloud and on-premise, where you have the benefits of a cloud solution with some of the control of on-premise. With a private-cloud/single-tenant deployment, SAP is hosted in the cloud, but the infrastructure isn’t shared with any other organizations. This allows your organization to have more control over when patches and updates are deployed to your instance.

Talk to your finance team about OPEX vs. CAPEX.

It’s important to consider how SAP will affect your overall expenses for tax and reporting purposes. Whether or not you can consider your SAP project under OPEX or CAPEX expenses heavily relies on the type of licensing you purchase. As stated earlier, if you go with a perpetual license, your organization will be able to treat those licenses as an asset. With a subscription-based model, you will be paying an annual fee which will be an operating expense.

Consider implementation expenses as well as ongoing maintenance costs.

While some organizations may elect to implement SAP on their own, most do so with help of an SAP system integrator. When determining the total cost of ownership (TCO) and return on investment (ROI), it’s important to include the costs associated with implementing the system. In addition to the costs associated with the implementation, long-term support and maintenance should also be included in TCO and ROI calculation. These costs, like many aspects of SAP, are largely determined by the type of licensing and hosting you buy. For example, in SAP RISE, SAP and Hyperscalers will cover the technical side of maintenance, but an Application Managed Services (AMS) provider will be needed for functional- or project-based needs. If you have perpetual licenses, the hosting and maintenance costs are consumed by the client instead of being included in RISE. When budgeting for an SAP project, companies must remember to account for both the upfront costs of implementation and any potential future costs of system maintenance to get a holistic and more accurate view of your TCO and ROI.

Determine if you’ll add new roles or reallocate resources to backfill them.

As you consider your overall costs, don’t forget about the people involved. With perpetual licensing, you’ll need more resources (people, time, money) to manage services after implementation. If this is the route you’re taking, will you need to add new roles to your team, or can you reallocate resources to backfill them? If so, it’s essential to have strong organizational change management strategies in place to mitigate any resistance and ensure seamless integration. With the subscription license, certain maintenance services are part of your package, resulting in fewer overhead costs, but you will still need to understand the impacts to your organization and if personnel need to be added or if third-party support is required.

Begin conversations with SAP partners.

As you begin to budget for an SAP implementation, it’s vital that you include an SAP partner in your initial planning discussions, sooner rather than later. An effective SAP partner can help guide you through the process and expected costs, including those implementation costs and any potential longer-term costs. You’ll absolutely need this information to better estimate the total cost of ownership, which will be helpful to present to your board or C-suite for budget approval. For more information on ways to budget for SAP, contact our team at Bull City Talent today. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

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When it comes to initiatives shaping the corporate realm, workplace wellness trends fall at the top of the list. As we continue to navigate the post-Covid landscape, businesses’ and candidates’ priorities have shifted, and the physical and mental wellness of employees is paramount. From feelings of stress and burnout to trouble with work-life balance, individuals are advocating for help from their higher-ups. Ultimately, workplace wellness is more than just a physical consideration; making it part of your organization’s core values can increase productivity, happiness, performance, and more. As you continue to explore your organization's wellness program, consider the following workplace wellness trends for 2023.

Workplace Wellness Trends to Consider in 2023

Mental Health

It is apparent that the mental health of the general population has declined since the start of the pandemic. From feelings of anxiety and stress to loneliness and isolation, many Americans have and continue to struggle with their mental health. Based on a survey from the summer of 2021, 41% of respondents reported experiencing anxiety in the past year alone. As a result, businesses continue to invest in mental health and well-being programs. Clarkston Consulting’s 2023 CIO Survey found that 96% of respondents have invested in the mental health space, up from 67% last year. While the presence of anxiety and stress is slowly dropping after the peak of the pandemic, organizations should continue to invest in the mental health of their employees.

Stress Management

Stress management has been common in corporate programs for years. However, whether it be the lasting impacts of the pandemic, the labor shortage, or never-ending pay cuts, Americans’ stress levels continue to rise. No matter what is causing the stress, providing your employees with avenues to manage their stress levels, such as through an employee resource group or instituting quiet days, can help ensure a healthy workplace environment.

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Job candidates often shy away from negotiating their salaries and raises. In fact, 18% of people have never negotiated their salaries and 44% haven’t asked for a raise. This is even worse for women who rarely attempt to negotiate their first salary relative to men. The current job market and economy, however, make IT labor extremely valuable. This gives candidates a leg up in raising their wages. Below, we highlight key considerations and strategies for job candidates when negotiating their salaries.

Negotiation Strategies

Know the Facts

Candidates should come prepared with current salary ranges for their role. If the industry has shown tremendous wage growth since first being hired, employees can make a case that they are being underpaid. For new hires, understanding what similar firms are paying provides a solid foundation for expectations.

Present Yourself

It is far more likely for a boss to agree on a raise for those who are good at their job and well-liked amongst the team. More generally, being kind in any negotiation may help the other party be more receptive to demands. Additionally, projecting confidence through tone and body language can be vital to starting dialogue positively. Ultimately, the image that a candidate presents can reinforce a positive narrative and help win the case for negotiating a higher salary.

Practice

Running through your pitch at least once before the meeting can go a long way. This may mean preparing answers for follow-up questions, knowing exactly what you’re hoping to accomplish, and being able to explain why you deserve it. Just like candidates practice for the interview, they should also practice for the salary negotiation.

Prepare Questions

Negotiations in any context often involve a bit of psychology. A large aspect of this comes into play with asking the right questions. When first presented with a salary, candidates can ask, “how did you calculate this number?” If their reasoning is shaky, a follow-up question may involve the salary range which was found during pre-meeting research. Candidates should do their research and be prepared for any potential follow-up questions during the negotiation.

Know When Enough is Enough

There comes a point when pushing harder can be risky or even result in an offer being withdrawn. Never negotiate so hard that the other party loses respect for you. A marginal difference may not be worth upsetting a hiring manager. Ultimately, there is a fine line between being firm and pushing too hard. It may be smart to practice negotiating with a friend or colleague who is willing to give honest feedback.

Conclusion

Lastly, candidates should absolutely ask if an offer is even negotiable. It would not be good to begin negotiating by assumption. Additionally, everything that is agreed upon in a meeting should be finalized in writing to ensure that the change occurs. Negotiating a salary can be scary, but with the proper strategies and practice it can also be very rewarding. For any questions related to negotiating your salary, reach out to our team of recruiters at BCTG. Contributions from Jake Park-Walters

In today's fast-paced and changing technological world, having technical skills and knowledge is no longer enough to attract organizations to your résumé. In recent years, soft skills have also become increasingly important. A LinkedIn study showed that out of talent acquisition professionals, 92% reported that soft skills are more or equally important when hiring than hard skills. Soft skills highlight the importance of effective communication, teamwork, and problem solving in virtual and in-person environments. Additionally, the emergence of technological advancements and introduction into new industries require individuals to possess unique talent. Candidates need to go into the job market knowing what companies are looking for and showcasing more than just their technical talent. Here are some of the most sought-after soft skills in the workplace going into 2023.

Soft Skills in the Workplace

Adaptability

Organizations value adaptability as it ensures that their employees will be resilient and versatile through changing market, economic, and workplace conditions. These employees are confident that their organization will remain competitive and adaptable when challenged. Following the COVID-19 pandemic, projects tend to be unpredictable and often change from remote to in-person, so companies value employees that are equipped to work in both environments and comfortable when plans change. In an IT specific environment, employers want candidates that can adapt when programs lack compatibility or there are technical issues in their original strategy. Adaptability allows companies to overcome obstacles and remain productive even in unideal circumstances.

Emotional Intelligence (EI)

Individuals with high EI are valuable to employers because they can empathize with others and respond to their specific needs in a professional and appropriate manner. EI is essential for leadership, conflict management and resolution, and teamwork. In fact, companies value emotional intelligence over IQ, with a study reporting that 71% of employers value emotional intelligence in an employee over IQ. IT professionals, like in any other industry, may deal with issues in the office space, so having EI to approach these conflicts and help employees will be valuable. EI is a crucial characteristic for group projects as team members are likely to interact and disagree; therefore, EI will help facilitate communication more smoothly and problem solve within a team setting.

Creative Problem-Solving

Creative problem-solving is a sought-after skill specifically with today's unforeseen economic challenges and innovative technologies. Critical thinking has always been important in a business environment, but creative problem-solving furthers typical brainstorming by enabling individuals to think outside the box and produce unique solutions. According to an Outlook survey, more than 60% of employers reported they are seeking evidence of their abilities to solve problems when vetting a candidate. Undoubtedly, there will be a tech error of some sort during an important business moment, like presenting to a client or pitching to your boss. It’s crucial to have out-of-the-box thinkers when these issues arise. Creative problem solving can help overcome unpredictable obstacles and lead to improved outcomes. Having a creative mindset while critically thinking can make you extremely valuable to an organization.

Time Management and Multitasking

The skills above are great to have and valuable to organizations; however, time-management and multitasking drives productivity. You can be great at creative problem solving or adaptability but without the ability to organize your time effectively it renders your other skills useless. These skills allow you to prioritize tasks while staying within deadlines, along with creating a healthy, balanced relationship between the workplace and home life. Specifically in IT positions, employees will push their advanced coding or technical issues on to you, so being able to work through them in a timely manner is critical. Timely and productive individuals thrive in the workplace and contribute to the organization's overall accomplishments.

Conclusion

As we enter 2023, candidates should expect employers to not only look for their technical talent and experience but also to their ability to communicate, manage time, be flexible, and work in teams. In fact, not having soft skills can be a deal breaker with 89% of talent recruiters reporting it usually is due to a lack of soft skills when a hire doesn’t work out. Through developing and highlighting your specific soft talents, individuals can become successful and accomplished in their organization. For more information on leveraging these must-have soft skills in the workplace or landing your dream tech job, contact our team at BCTG. Contributions from Leah Harding

Bhuvan Chadha bhuvanchadha3@gmail.com 6073041868 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field All of the above SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Business Analysis, Data Analysis, Problem Solving, Requirements Gathering. SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills A Data Analytics Consultant and an MS-CS from the State University of New York, Binghamton. My current domain experience is in data management and analytics. With a total experience of nearly 4 years, specifically in data warehousing, ETL, EPM, Master Data Management (MDM), core analytics I have always been driven by the advancements in technology, specifically in the field of Space Sciences and how Information Technology (Big Data) is being used to make new discoveries. While working with Capgemini North America and Capgemini India, I have had an opportunity to gain hands on experience on tools like- Snowflake, Matillion ETL, Redshift, Power BI, Reltio MDM, Kobie, MS-Excel, SQL Server and Oracle Apps. 03AFY_a8Uf7YRVjXQBRmoL04LXEpY7x9ogUTY5tQW2xVCcQlLf9CpDx4r2yP3Hm5Iy4oYjjAWivTWYmB5gCV96JeosJ7x76f6LeygBWSwplxIam3AnKKhs6e7-uVTXvUVT360Slzt-hMmJF16vH0WHi3X78eM9Z05iYREb95yGphBhSifzCsHchWdug76rfoRqAufdKcwO8vE8Ciz96O1bqN0nlu1MVC9pkSPEbAeV3nah1zVgcrpYrNAGBOmcFzaRy0mwhWlX0ELiqNMErEG3MH2R6eriWWT1wUhdtIuYsmoQLkDmfAw3RIaVhc8pzUpmp7Hwl73_cTojx3KGnN7gTA_jCV8wr5DQVvL8FsbZOEarZVIMAwIqD3RBBN5n6GNnIxSLkjDwdVDIRXFO2WjZgv1drboRhiNLLQCVhNPhZCWKHOwvVXAR-1HQ7VjqpH1JqihOTlXFQ128XFNTcoqEQ_8i8JanXF0u8-N5cD0L_RrosPph_Mzfumiwdzh-omo4e8WVB_dC1iXG 89 67.21.186.226 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Safari/537.36 Edg/110.0.1587.57 https://www.bullcitytalent.com/join-community/ March 1, 2023 8:29 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Bhuvan Chadha bhuvanchadha3@gmail.com 6073041868 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field All of the above SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Business Analysis, Data Analysis, Problem Solving, Requirements Gathering. SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills A Data Analytics Consultant and an MS-CS from the State University of New York, Binghamton. My current domain experience is in data management and analytics. With a total experience of nearly 4 years, specifically in data warehousing, ETL, EPM, Master Data Management (MDM), core analytics I have always been driven by the advancements in technology, specifically in the field of Space Sciences and how Information Technology (Big Data) is being used to make new discoveries. While working with Capgemini North America and Capgemini India, I have had an opportunity to gain hands on experience on tools like- Snowflake, Matillion ETL, Redshift, Power BI, Reltio MDM, Kobie, MS-Excel, SQL Server and Oracle Apps. 03AFY_a8UpzGc1L6SZiThy11s_aBh3vxrLo1cyMxYK30eKTWstYf5H8UGsbX63dydYC-UupM9KK4DDTcFqhoCHKpyxNnw7a6K5HtWSGZNhDWLEJWFF4MhGvywn50YUIq26laW4YWVgDzVTrgPh-qWVt721TJ3OHxu-7M7Eta_oUSlGQzsVJCqyIjvjfPEgDYRuc3VXbuOb7hDi5JIJHMQyorJ3t4IvfXUO4wjMC1trwf9px5PTNmF400lHxwQmXBQefcA5gEWJEF1efgGqeCjbpNMpHC3pu5yqPAmoIOLqURmqFZY7xkBekCT2TiDXfMclWaP5tNNzZ0JvAcRpy9MLreP1Tsnhbm8bu5s5G6trzfJzXPv6gZ9gvv5JPPXeqHPuZqUeSyE_M5ANRk3jYJ_CxRJ8gd47QmIHvPcbWdyFVpfyGfcllq6u6d2bA8Nk6BcfGvEXso8IDuoVKZyeNH8wvelANytStAz-pT5v7NNxBepLrwGBqy7pmhF02Y14rAK1HCYL0ISKU2U8GVFaJf_GZuU5tkhNd4pfhg 90 67.21.186.226 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Safari/537.36 Edg/110.0.1587.57 https://www.bullcitytalent.com/join-community/ March 1, 2023 8:30 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Bhuvan Chadha bhuvanchadha3@gmail.com 6073041868 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Business Analysis, Data Analysis, Problem Solving, Requirements Gathering. SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills A Data Analytics Consultant and an MS-CS from the State University of New York, Binghamton. My current domain experience is in data management and analytics. With a total experience of nearly 4 years, specifically in data warehousing, ETL, EPM, Master Data Management (MDM), core analytics I have always been driven by the advancements in technology, specifically in the field of Space Sciences and how Information Technology (Big Data) is being used to make new discoveries. While working with Capgemini North America and Capgemini India, I have had an opportunity to gain hands on experience on tools like- Snowflake, Matillion ETL, Redshift, Power BI, Reltio MDM, Kobie, MS-Excel, SQL Server and Oracle Apps. 03AFY_a8UidpWlUgOdkuL-Vvissq9_noIQR2ulVwtRBCUJCP9brz42V8Jfw8Fs86L-M1rZWv9VtihenUCl8fAaBvgAL4dc8p0LZ5ioNFNi6Yw5ArCs5eFocGpQ-Pt2Zz-XcogMTUC9121tzECvQSubk5cHZg8lZfGstgGyodSGbDgX-tOKDiLcU29lDQm3sWzG5iXi2Dys-bmmyKT0ynmheUr4MKC2v3976STDKhYRiVK-AAjxjkRfvrT2ptQ_OgKwiEZP_qk1jLI6syiwv8YTUMzbTF1YKUp_UDijnnpZN65xh2xdsW43Gknq-vvgzQdKi648dkV1c67m2En7P-KoRF6VaVmcJZkRQ8P1UqHGTqVb4-JPPFt8T8QmNttuaSUd5YclE3n490a0DVm_VqIz8HGAQLfLYwsUpDzXjWpgOF7fmskV2K5MTiDffEyW_0HtE3GW2gkX1F2C4U8sfdaw6j7OsVMg_Gxuw6kzLT65AzZoFrZddSmaIhQHGKL4OFgMAr0BD9-EqVWNcXLjA337Oqj9OEwOZNPb-g 91 67.21.186.226 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Safari/537.36 Edg/110.0.1587.57 https://www.bullcitytalent.com/join-community/ March 1, 2023 8:30 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Bhuvan Chadha bhuvanchadha3@gmail.com 6073041868 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel Business Analysis, Data Analysis, Problem Solving, Requirements Gathering. SQL, MS-PowerBI, Marketing Analytics, Oracle Analytics Cloud, Google Data Studio, Tableau, MS-Excel, Regression, Statistical Learning Snowflake, AWS Redshift, Data Warehousing, Reltio MDM, Matillion ETL Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills A Data Analytics Consultant and an MS-CS from the State University of New York, Binghamton. My current domain experience is in data management and analytics. With a total experience of nearly 4 years, specifically in data warehousing, ETL, EPM, Master Data Management (MDM), core analytics I have always been driven by the advancements in technology, specifically in the field of Space Sciences and how Information Technology (Big Data) is being used to make new discoveries. While working with Capgemini North America and Capgemini India, I have had an opportunity to gain hands on experience on tools like- Snowflake, Matillion ETL, Redshift, Power BI, Reltio MDM, Kobie, MS-Excel, SQL Server and Oracle Apps. 03AFY_a8UpGi021sxoTy5Ew1BMDEDWnfb6lLPYqpD0_viJuY1N-FhAM_wD_TB4NE_6shFkoVs27V6jg27vpERX8WzZ1bCB3y_pT4Ph2WtJk3t4fp61mfThojPUsN6wbs-y70dH778T8VG2FoXdzUpFD5B92XupbqlAozGTJarsZPN5nr7Fn2hDG05QxMv1ai7MeQZ8vIFK1ZanW5NiNKucsCuH_swGFYxhGN0Dxx45ilZeZsAU7TylivkY2RAO59jmUWYEN5GfyIhPk62OnhAju9F8Eow22zkgg7Hqo6H6LiWnpZwgx27CEHeb2_HPwTHQZoq0wPb4fvjbcULSPTS-hRDEq7yZFbh_IFbGHsNvAEOu_Wii9X__QN5M14Ocg5qRtMIih7wQwYu1G9wxAJ0CjaIIItbrPv7AjWo-DQhaD7PsgQd0-CR2HFPLjRsq252MxAN7N9nL8fyRO4WSi6br1ZIRus5tVMfru1QRenJ_yOWkBJxl6v_AtwK0E3cA8LRWvA0PglouqGYNwI6qEtnTkpOnkXLPWGVWOg 92 67.21.186.226 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Safari/537.36 Edg/110.0.1587.57 https://www.bullcitytalent.com/join-community/ March 1, 2023 8:32 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Veena Ramaswamy veena.sapdev90@gmail.com 9082305075 All of the above SAP S/4HANA Sales and Distribution (SD) Sales Order Management Pricing SAP S/4HANA Sales and Distribution (SD) Sales Order Management Pricing OTC Building my career as an independent consultant 03AFY_a8UlEmDfus4nR9ouTV4i20AeQD-AlK-m2G3dwKQqevSScCSaGLpbYbM5eU3fo4LqO52NGIYebS3r1KIYAef4NSrkipnBAoO-GzyWfaWsFiJNsa2pfDCz1qvubl4T5fgoi-7zjia6I0f4M5goGD-tKYnc0SYb7eVxWw0u1qkxHxGbBsBFLgZ45mTieNaiiJlqRU54CD3i_UMrwWSzbIzTc3KyuvJqKimHEFDor4sci5HIr67fdrTw-hlIVJsHgywbq3i2aNE8PWIYB7farkMkrP_Aj3M07Bh3Mt-JtOyXg4HRYpKjWlACW9pg2uwQoGcQ_Ea5JeVjRBUcjwI6rLTa7o24gHcV7sO7ALhJaqm6T8QLuSUu0-d2vhWLGIXF9hVnSKjRHdYBUsWzlwpNWLFO4QU7clzkSfrVW4GshbyyLPbeLHbwNgOIANCSDMEqmHBiLdbv71GXpHbuR82JsoaVfQ9YFnnlviTtZ_36edfbBQDuOFadMFb3CuG32I00swFbi8jfAIWX2Qhmol9gcNye3mieH3QJ47kacZ5G-ZqD6tVJBLUONw_S4GoNCkxUxUL1r61o8A3Dej9nlbBmtIBhB0wWsX23qcDgw8nG5uzQ6lj8rlsmFJM 93 49.37.128.44 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ March 6, 2023 4:49 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

As an enterprise resource planning (ERP) software, SAP’s most basic function is to assist businesses with various daily processes in one integrated system. Much of its appeal resides in the customizability by industry, subindustry, and specific company tasks. With 92% of the Fortune Global 2000 Companies list utilizing SAP and 77% of global transaction revenue coming into contact with it, it’s clearly omnipresent in industries. This widespread application means that the true capabilities of the software surpass what most companies need. Consequently, understanding SAP can be a challenge.

An Overview of SAP Offerings

To begin to understand SAP, we must start with the broadest lens. There are different SAP core offerings, or architectures, which provide the foundation for what the software can do. These include SAP ECC (which is synonymous with SAP ERP), HANA, and S/4 HANA, and each has their own capabilities. A simple way to view them may be as successive software updates similar to how a phone upgrades with iOS 14, 15, and 16. SAP ECC or ERP is the longest standing SAP architecture. Its primary distinction from other SAP offerings is that it functions on a third-party database. SAP HANA was a more recent addition to the architecture lineup. In contrast to ECC, it itself is an in-memory database which is typically paired with S/4 HANA to help run business applications much faster than ECC. While HANA can be used to run business applications by itself to limit disruption during migration to S/4 HANA, it’s typically a transitive platform. S/4 HANA is the most recent architecture. It’s essentially an overhauled version of ECC that runs on HANA or the HANA Cloud Platform, which stores data virtually. This means that businesses utilizing S/4 HANA can expect fewer technical issues, speedier run times, and a host of new features. SAP S/4 HANA can also be displayed on a new web-based interface called Fiori.

Diving Deeper into SAP

Now that we understand these, we can become more specific when saying that architectures run business applications. SAP offers a Business Suite composed of various modular applications that perform different business processes. For example, there are modules for financial accounting, manufacturing, procurement, sales, human resources, marketing, and plenty more. It’s important to understand that each architecture may not possess each module, especially for legacy systems like ECC. SAP modules can become more manageable by being divided into submodules. For example, the Financial Accounting module (FI) can be subdivided into General Ledger, Accounts Receivable and Payable, Travel Management, and so on. Companies can pick and choose what is important for them and thus manage end-to-end business processes all in one place. To gain a deeper understanding of SAP offerings across industries, reach out to the BCTG team. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Anna Cecília annacroncalio@gmail.com +554799155 Finding Talent Hello, I would like to know what is the hourly rate for a HighJump developer. 03AFY_a8UFDVPHeuTqwCHjDzwgfLePFhPfQuD1kMcxcg337TDRWUVwwdXQr6yIdN4lqtTkEoawFacPXaA4lOsAXXzpGjegIrE1zGZytcBHHKpL2xOhfRXblrRDTBiF-hB4X3oXy11R9FsWX0eBMDnKub3_78qVzO6_yABsZ34r4boItgfxqOTGvn_7iJT7TaI5WLV4pHkO4PSPjNZLj8u1bvzBz5ou2aFAqW6SolLT1A1oOY34UjpkdQEt8seotWqRqTE-1CU8BXJvJeyITm2hMXy-16ZDwETQ40G-q45cexh7abl4R3aQ_KP4tqXv2Xw34dDM9Ta_8NbMj5wKDottNlWqpu8yMQVpofJD1-lOf5qT-8AAX-eS7MjlqWp2sXDjX3ycYzIoSidqf_G2_fKM8t5wT2OBfYPJOPwBjBQzBvdSJaGpWwPLCvsoECBWQtdYCoPuusIM9KalAff3y3VycNYxVTOCyRREFQaMEdgg2hyhWZpTAGzVtYVUzH23rRpS2Zto7gB-dp8mOvXTPTzRxlA7pfJ5caOZ3kGXMgo4pGTFamFYD9L7ylv1eblzao5cDhqN3NZB6m7FHKYl78rhvJ9BDVQfz2ktZ54f8oJhE75nDzgAT7Zd588 84 187.23.108.31 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 9, 2023 1:17 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anna Cecília annacroncalio@gmail.com +554799155 Finding Talent Hello, I would like to know what is the hourly rate for a HighJump developer. 03AFY_a8Xgz3AALpUP7hcH9jGnCQySOjvitN0e_8ipRsrYYrzzlVvoIqmC41ws0O7y69nzOX7MW64RbEI_GBkrvZrnypo7Em6mAE8yIMWkG4h9RQicTr9Gkx5YomS2ANOTaeKVMUE1j7QXX9lKOBltDP2TzERr_5W6_N7uxxOREnL80jo1X6_oDC4T1QJWHRA06pGBNbZHgTrl2IFx_fVtqVx-J7jAs-u_EX6rr4ZTw3-po7SN3n6n21iQsST8QHuSU_G1nQqJZgD5j-G0o2rXYdRPOPPYfkQt3TI658Rp7WnsFbDs8_wkDgwlLRUZo5hIirsY6S6tTCi53xjKeAIRMLzMZACkh2Jkvo_E9LLdKhdPpW0ekntkAXCtSsTFCGgopp1sZMzRpRS7JEWueyvlYlhJKQK2MutghAUIGhld-D37WIwA94PEgtooTJCj5P3dfoNjCtyOWDzQyF15_jH_txybdnKSx5H8JtztbfelMTFIN4btqnG8V9lPhHCn6YhaS4J3Ea74Ty4HrdPKTPeGIe3jvNh_uJVuu8KSthPcCcXtRfmpULRooc5ids9eWOhBruPBUUq8EVXj22FvDJ3o4eTfv3B-C5ueJIPRGhTEzAE6hBPi3zDsOa0 85 187.23.108.31 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 9, 2023 1:18 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In the current candidate-favoring job market, it is not uncommon for candidates to apply for multiple positions while on the job search. As such, remembering that you are not always a candidate's number one pick is key throughout the hiring and interviewing process – and as a result, you might get “ghosted.” Ghosting is the act of unexpectedly cutting communication without any clarification. This can be time-consuming and wasteful to hiring managers because they spent unreciprocated time and resources on a candidate. There are many reasons a recruiting or hiring team can be ghosted, such as the candidate being disinterred in moving forward; however, it is important to make sure a candidate’s ghosting is handled professionally and with minimal disruption to the current candidate search process. Hiring managers need to prioritize communication and transparency to minimize their risk of getting ghosted and be trained on what to do when it happens.

Why Are You Being Ghosted?

First, it is important to examine why you might be ghosted. Of course, the candidate may ghost you because they have accepted another offer or lost interest in the role at hand. While these factors are not always preventable, there are ways to minimize the risk of ghosting. Some reasons why employers are ghosted are because of poor communication or a poor interviewing process, or the candidate feeling misled or receiving unexpected news. In fact, 29% of candidates report they ghosted an organization because the recruiter or hiring manager took too long to get back to them and 23% say the job wasn’t what they expected. Being ghosted results in a loss of resources, so employers need to focus on communication and transparency during the hiring process to decrease their risk of being ghosted.

What to Do if it Happens

Unfortunately, companies might be ghosted if a candidate decides to accept another offer and does not provide any type of warning or communication. However, how do you know you are being ghosted – is the candidate missing your emails, or have they simply lost interest? Below, we outline a few best practices and considerations for hiring mangers when it comes to dealing with a candidate who may or may not have ghosted you:

Communicate Well and in a Timely Manner

Making sure you respond to candidates within an appropriate time frame is important, as a lack of timely responses is a very good reason for a candidate to ghost you. It is also important to craft a message that will require a clear response from the candidate. For example, “I’m free to chat at 2 o'clock on Tuesday, does that work for you?” If you still haven't received an answer, consider sending them a text. With today's pool of younger candidates, sometimes email is not the best method of contact. Emails can get lost in a sea of junk and spam messages, so if you feel your candidate has taken too long to respond, shooting them a text can get that message through much faster.

Prioritize Your Qualified Applicants

Wasting time and resources is never good for an organization, so it's important to prioritize certain applicants, and focus on the candidates best fit for the job. This is especially true as there is a risk of candidates ghosting you. Continually reaching out to a candidate that didn’t seem like an amazing fit for the position or didn’t seem eager for the role is not worth the effort. As such, if a candidate has ghosted the organization in the past, it is key to keep a record of no-shows for the future. If they didn’t value your time the first time around, chances are that they will do it again. Save your future time and resources, and record occurrences of ghosting.

Cut your Losses

If the candidate still ignores you after reaching out again and constructing a message that requires a response, it's best to cut your losses. First, accept that they are simply not responding and not that they haven't gotten your messages. After coming to that conclusion, it's important to move on in the process, cut your losses, and invest your time and resources into finding the next candidate.

Conclusion

Ghosting can be an inconvenient and annoying experience for hiring managers and talent recruiters. However, it's important to handle it professionally and move on. By minimizing your risk of being ghosted through improving your hiring process, and following the steps above, ghosting should be only a slight hiccup in your recruitment strategy. Finding the right candidate is crucial to organizations, and ghosting is often a part of that process – as such, it is best to be prepared and know how to handle it when it happens. For more hiring best practices or guidance, contact our team at BCTG today. Contributions from Leah Harding

The consumer products industry includes subindustries such as fast-moving consumer goods, food and beverage, health and beauty, wholesale, and more. Many of the solutions offered by SAP, however, apply to all industries.  Below, we touch on some of the specific solutions that SAP can provide consumer products companies. 

SAP Solutions for Consumer Products

SAP Responsible Design and Production

This application provides tools for designing and implementing more sustainable goods. Specific uses include easy calculations for extended producer responsibility (EPR) fees, plastic taxes, and corporate commitments in addition to a lifecycle view of costs. With the rise of sustainability as an important factor in the consumer mindset, companies must prioritize their own sustainable initiatives. As such, SAP enables companies to easily manage and track their environmental responsibilities.  

SAP Logistics Business Network

SAP's Logistics Business Network connects trade partners for managing logistics transactions, document exchanges, and general transparency. Crucially, it centralizes all trade partners in one central and unified place. The growing separation of business partners as supporting technologies like 5G arise means that companies must centralize and streamline business networks. SAP allows firms to maintain and improve communication with important partners.  

SAP Financial Planning and Analysis (FP&A)

This financial application centralizes financial planning, budgeting, and forecasting. Additionally, interactive visualizations can be created for ease of understanding and presentation. In the midst of severe economic uncertainty following the coronavirus pandemic, businesses must be more prepared to deal with unexpected financial strains than ever. SAP’s software consolidates one of a business’s most important internal tasks and can enable better decisions to be made in case of tumultuous events like recessions.   To learn more about SAP solutions for consumer products companies, contact us today at Bull City. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8VmjGCm0IezYrmzrtEFeAAV8rRuEbVJ1j5JnuDWxQxMq34XcoS4eIKXwV4I8ZDJdA-hyGxlcLsqXeFE8_4hNKj1J3Nc0HwtsB552oHZUvT8n77TNQJN-yKQubOoc6U1nJjVoT4UBBxxxf537cTSgp0PyUS4KNAa0qwMEbSn3Dl8EuntEgC3UtgHNJgAb8FoC6ZGHB7OIO0XlI9opEZe0ZaM8uvIpX6yT-u_mF0zlOeePxqtyC86MNcEBVe5dg4fzbD2XlZr6Q5UJWbDNaN0bWv85D-lYI-fBfGSSzfnf1NwUSiJUZus6UoOyIALb3KveA5PBprVx0qd4zCVaxIhz69q2PxFqFZoEIZzzV51lZsfJTG6luhECXUfRb4IOdqzVUEIdbMcIYlHbkK8PnS7psXSKFP1Qbh2ZNbEmgsOPCPMW-WDQHJThR7R09lGUcj2uVzLvCpZCKV-IPNjUnsXiq1w-r-uuUrbA1AvHyxhqVKFXjP6NV-gjOBjuKPGhgKqxXmcWnDSrTEzR7aGzQt23vt6mNpWAD-Ggz_eOEzifTBMb2PVgGKyeqtY-92t3qpQNXe-Igv-bWO2XIcMxPqArgKH-mo1Gvn8F3YMRoDYVHcEecrdFxU 94 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:32 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8W1rVJ_yQFieZLuR7FTyOIrCs33fHDOVpRKYDO6mD33T11BbVN1SacEdmUSGoKM5kRkI8csLNiAygSsk9ZI8dUppL2eqjHR3SDuwV7zrTyCE1V1ZIm12JnFdTIkj5iS5oxda0-PKtACdwHwK9_ZtQMmta-D719LG5D1xRav9QkmL4I5Xa3lEZyO5k1rh0EO_ZWqWyM7ugBSupAYPEsl4aYtKRV8N63eQOIcUODbjUrowZQtsLl265sgkS3PxVy4aT-lPjKJwTfKIQxzahJkjzodvuSGE9u3eCEKhY8WvEsdeOP4s3pyqx1uhJpuadAGpIFaTnd_ed03b_XpV9B04q1YTz_Hz81sFWMbPlbbg2--nzAvzalu8dU6lgmofZdXNFWF7jYcGPwGHJhqs1oigyq-q_bYPvNQc6QFP3l80NTVdG3-ehvv83szWgmtWWByA2jcvuyOFgLzMvuSd33yALterFF_M6riJacQFX0cMEnqYhG2jJp16J7hOw01_tTM9M6dixBAQxrsoMD7fsI0W8OuTEEY6AIvtk97fCgN-RMDdVR9UirSPw0a6AiN-QZzFHfDLRFuBL_q73WLqfEvlQYiHv7AhHqFDgWhm0kohxYIlDdk9Ak 95 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:33 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8XI96vDwajjVkL0_lgtHgOT7Jh81KAdam2VuDB8_eLPxZWwA0c6RH8Uc_rceCLPhSjZI_tWa79ejZtYcvSf5w6JfCMwx8bXoFeE2-5U2BLcbDPi5EsVH19_Rr5BNgk121AZBYTa15ow8TuG5fg3dfBCFP8LsWK9lpO7Hqvjtpqqq2KMZPSnINf--jn-kErF_T7kQVKsxfsXW0SYkNLH9Oq6c5Qsq5xG2Sgbb7OaFA9NmtSdua19bzJsXbw-iMc8AfX3gumQg6APZlbleuk7o4_pkjAz7Tbkh2HFGRPFLQkki1_ySBjLU8a4lzhKJ_7o2zEX8W-4gd2XElQ_VfbD3pXDpmRM_NZnZ9h1MWNdt0HCflLfSw4iVvjd8MIwO8AFsngUfjwNyyK0DowyRKrF78GUiy9BBuC1hAf_e0rGXqCaKmlij79-15NHiiItJPBsD5AXttWEZ87OP9MxXA6Z_l9lK6O55tmKih4jwQ0p3925uzz5wtdYirMZKUCkVNj0uoBbt0WLXMjocioTpS7eS5hC9EMZ5c5J2Bkk-Qre893rW15Z3Zcg5Zc-xpR3aZO89v2H-PTrH-gp9scpMJvnxJ6oX3dS9C99S4M0cGuT4GNUSFGrjsc 96 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:34 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8WFQ-kZGi7Pa2MmdsldXYr7huZmmg-fS0GMX7XZ76YYu6LlEq72TT7clov0oCYIl__lIWOAUTGdg9gJyJ9L_L0qHwA5b0hBP37NzqFn1CiLxRyA-E_xHFcI20-iF7BrEdFPaZ44AnjWm8aem86k_T6L6wOJn1EcBeKP_gF8mx6WsqKY9ph2x_pNrruQU5u7Q-3mGP2H5lMQYnCmAlsZzmoAfgY82yLMqSfFUj-0HK1itgQgo_lGtiFesj_vBiIals-PVQOaqO2VNlfrMHLaeBMWmEzYiqjJXTXScakOQSYQp_XoMRFdegV1QvdE9Fta9RgiivSGzGa39IVKmrt4OTAxRo0Hd4dP1GXTBDkHUdjtXaOmdXXgiU1fxg9f9rttPZz5g415AU5VZnyyfzcIWDoWWEIZg3blnMxPaPnNuDjTBvkN7b4J44D9JgaHx-mEH_3MtrujHoPbju00-7Rdtf66NkKSeUEou1OolFOxHce5xJZ3dCOb-WhlPWCavvLUpDW-wwsiwEHEYxwk_uaCxUeLXt2HKZ6_SotkMfUsAc54BS_X68RjysEkROqVO2rBphLr-vlQB0g7QnEBOsR7DKR6YQKmyEhMqgWf5hc85Fo4o7r6tu0 97 152.58.0.243 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:35 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8W7x3rkm25cxn0JlhdQYDXG2SPzMz9GYqh6KhqiBDi3AwgKnr2SSY1qBrQRX30mzPX-SoqZ5ec9XQ_2l5sYDExClbjPZzwuH-XfYM5b4fEfnI0CgjmercJf3St4462Zy1LGIJ77ogqzpcSyC-y8fMgyMWZZ6ndpg1kQzFPshe2CDb_hhiKZmQ4Ut1CIdUAFARfgEUxrs744GotmTHucqpdaTpM3bxI-mrm1YDbBijYgmIwcZs8hM3CuuMZk52hkCUPOp37PD7mcZfnQhP9qHzeU958SH37GyQfvie4k5q7vcVq9LBQ99VgYxc3x-NIwq4SLcIwfU43swCf1Ufte-Zb2BJ_CrFN4mRa0JBcGcjCant3CeFM48670ZLXCJhOAyVYnTwtfKOVawHLi142n5sGjRxeFQpZsL7-q1O3ydqE9P82upDWnf8uAjpsuYbgqkEBj3_xHuLhdyLSPm03KYp3ro1A_2jsIyrhNdToT6xfcDxig3IC2riGHZIXYETDTXlywuvjZUX9N1ejqKyO6SzPjsFBvRDHR8zlOfQTMZRPF12sHMnLtRT9jeEHo27jyGY-9n6vp9D10eZZD680MWEWdIVJmpMEUQgyD2Oo_wS-DTLQDjU0 98 152.58.0.243 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:36 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8Xb6FOMZfBYs019z6X6aSsEfQHAWRo3yNLYN8wickA2yFuv8j0__cvf0-aqREwiOjJqjxE7970U5TdIlmZMsUqon8KpyOk9tQwvyvD3PJW-AklQebpZQ7XnOuYkwIdvhIjnHOTjffETOAUmVdSRc40ycaMwRQOP0ul8FRqoBK1WZIWZzu_B_1fmcQZqLyCiLGZ0LD96-Gp4NiZyiQm5rlr0bVs_xqncvBR9RAdWavGN0x-BJWFaO9hqeQjXOOZvWlcPfiWywaIKVPlhegbgAf7Ucpa7rrpbtoVvCE-V9sN5WiO3MY6LcnS24G-gJe_FdnGjfHqRM3g53j6DYThJ6lV-ONJnjfNJiMoSOal-yMBfK8zCU1FKIB5j89XyU-xX_E_j-MEF2LjVG4UQMr6JCRKxwo9h6yRVNGfWBmrE5SK4W1zUDUeWuRmboM1Hw7sMMDgK-UF2Bhmn4dVWtMR4qfI5Gmfxs93ldMmEGE0ulnaRhfAMk6wdeRpEszprqFaEsGJYeCROaV5UJssAATXVUTXVi5oEYbQN6VexZkLSHowmdV1w-CEFzzt8OhOT58saey2zo_RDFcnrKVNTpx8SkT34m-CMwPhbKuRalXVX_yK781tqwDg 99 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:38 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8UtueGVzOr6ctDxFeBb3bLdaK1VzReG2qK3haFIJ_tuEtFWvcrj6tt-bdjIKlTsB4Gpa3i9S4C6v_48epZD3Y9fo5hJX8QXsfc5pxHGquOYnYY_F94LM_koVW-hiYTgDbhSZEjUg_yROnA1BdsUuoaeX1CLKpzFAzapwnERiLfcWerc8uReXYOmZ3hx7Q0i84TvN04VJh1GV5uXGMP5DhsZO9XDKF5hRIHK9UMfqrDvXl5ARL_qdOf2ZCQ4oYCWBkbHzuy7Rg7-vazpadMijUrKnRW76uhE4DxvqfcBrSiHKqmfstn8xD4qw0VpGtpKH4HadLVTwvtWPn6pzXwI89iBkr8X1J1VT0Z9VWtt2KosHt6RghEjPiwmSQfR5RRpKBPnPDJYOXp5msqzTbegESaeuu-mUlnBwnmgo_UZq__KggXWZIpmpw0NMEwvG27gsN3HmgV7q_FcD_aRC26FAceOLRhqza3F2baPAQcKAlGCc0aW3zyGnEJopv1kX1uTf5gR0_vfoZDZhZKQZqTTRvEf6-l0ghrtv2Fby7B4i9U7fbbMo1T4XtA6NzWKK4d4wX6-lZ8MVlqgK52ZA61U_MzWgnDGmja7EYmUfdOaQ5T-biCKIYU 100 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:58 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8WNgEvI8hzB0QXcS3QUsVSyz_Gbzc9zP09jdKnu2rgHXsHYec7Md_fnX9KTGnXAvZftZoZ4eieKIEjubzHwI5fv1A7IKH7gKll5fRwdMcgFI_1-Ik21lKQSzW2Z6GdSriU95yNRXJ4OkC5kAB-D66Uk4pMMXCK_NMXaD9D-jbRuhanTuh4hJjL2KaBROgVLeI76LmVAk82pgrYHtGHDqcRirG41MSB_i-jFoFPTfEhw4JIldjstBPtGxBZm5GjC7681__grldSJ8n5fF0moYnVAiOb2K1ck-4PIeM5wUmBs3fjCYMFPw8kf3HeGUe4ZUj4q1olvmgpn168jfWgz6gdq07tfkayqN0ZfhqA3pKhlgLtI08nmxD3_21213yLT_O2jd07zkTY6ZaVzZSeVrjH2b3eZ7FZimewFi53wd0bJ19LgZAtuup4eUNRU3MPBxMZYqhqm0f4xMK7WW_F3p2ZzoYRY2cHmIPEWZwxSqD_mTAj3H7drUxqrIAVrVL1NCovdk1YIRWIkbSz_shucTaS6B4HpmJsUnVeRVyMazNlttS4kWbro-Mr8RjgMfl6AMkLvCC7bnzlGxoWQoyIYmDxshco43yK5gHcuLR06qnNSmHvd8zo 101 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 9:47 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP SOLMAN, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8U4lGw9zfLY284HdfD97800Q5_8XXIxzVrq6m_GZSIvpbyqfCzJkohwWYEEHX4Z-EuTaqQIWBhJXVDjsg2r_JBNhXtNDq0ASrSXm-Vzx8dGFshIsnc6PwGwSuE3m7DFXwBAvt36VSKCU_CzcDA5PWURUqvFgDhMIl2Uo3EkjTiA9-huKfq_rAsD227QqiLFRyhmLLZ2bHcyS1W1piYv8GkSvMttvMCOH2wZUvIZB6qz0U4epVdvcbeBB_sFK2Y3QprhU0ofu9-njYHtyG6RlCt9ixVRVK6S4lruq_jj0XeTHYu1Gv281QIMIBmLnlz8fxh3FcK3LUiDDgbehWH6G31VJY6CJvKOE_y7c9AlAYvTCs3zdcH2sJIwkmAjcD4pgFyFFzdQ6OkAn8uaeTksfQzyQ9IYzwh9zbc98PmvDi7LjsECADG6gR71fQXhwingj_5w8BGrWt88zXNrRd4xqPc9QQI4Mb44-voSPeSYtLcRdcf1ty0vBVUmwC9SjFza3G1g1omeGgtEFOtrtcO7ux5bY_nYH5xg6duGpV8AeXmgk8G771kQdD6a2dNRIn9B32XW-wOKuf44bvlON2CjANvoRuOOquNeBqLKa_g4RCYby41uln4 102 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 11:39 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP SOLMAN, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8Uc4hXZ6_11quZ4yQul-SRpuIIFYMb732y_EyztVfutQ-YPXtV4M-aDh7xeVIKe7NOcCaO1H1kV9Yu9F_cireGRi4QfZe9b_4zre3pduB8Hc_oFBhfMKkN0QA-Pocklzp6IyBdH1_k2-mz3pWXlMSzuntIDVFFPW1RDNYS6xakd65_KFaiecuXMwT-3s_15wA8EDsysXb5JltqYaIV70KqnWP0YkY_IPxtKRwn5VWzPLnyDRwRWXEIFpsNdGNe7N8Ze9TF6xDpb4WRLxaSVTljJFnfE8P23c7HWT9PiMruquWICEExegACPeS0onrXWI3Q2yzNfBP32phSSsQpVm8XVuvRIVq9kBv-b2eEHD40TB59yvfrqobTFuVgbFmFYTELou6j95leMMvNwC6meruaXoCK2bZcgG1ZAY-BUCnmMdY-xYm1vaELHcEVr5PHMu7dXdtX62ULbiLOqcVB16G2TU64uq6AjFRsUwfaJ3klm9o0qXOKc4fdFTayrJZPWBn8ic3R506RvpzJwSHFrm5SK55ItrbSvOmG6yB0SPs1JxeT9w-TECUhF3GtI1QFmPa_Q02ugJxD-4tpzHPzhdIB2DSe0WPGDYh2tY_3ZZA9n3JaCG9I 103 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 1:31 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP SOLMAN, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8Xl7btB9G_olpssy6mnrlUKUazcLh-ctI-00hnHsDRBclYuC8gWAqN_obBMzj7U6Tr2fbEerifzrnHlQ_Ek94R8qA6RKQYbz4A9jXsjAvsBJynSyLBhHqfm8AhwLed120XD_rxJdPKAd_LXME2uHYm87eKVXotCvaPYUJT5SaIg24sGRrg0jVIzDg285x62TGTYNBte_XPzPLoBM57gJP7a8ggKYBaPfhdXSEdWALtjr9wsC-SbhpxL4Q4B9wukK7M0dldjh63_6aEr8L_3cpQaBf2lyTXxss3uO9F9tamAM7SXRsq_Be57ZXX3mpsJhApEmrYD56H6Drpnpbi9hpqwQaVvmwv-vpJXyTGZWBCbMv-gOcfMcUX-nKP8rojcLD77wdst8Rz2vTBS5LDsiiZPdRDpXDHESKGNhZbAzxs0iYFhiHI3HpYUo_zPVGI-DNsjLZA9qNTX1NFbZ3x2u2qQ-9-_wTpGKlz327nrzKq8dpFu6vjL6j67BKi-tAux7x-rAc3ZLCXs-Wmk4FG0PKzIxrxUQz3TiQg18K1saPE1eZTVDECpHzKa40JbuOu2NkuML94GCoFwUs-uo9rELm-QRZfJBj0diLXu_DAlr1sazejHm28 104 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 1:32 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag B Rane raneparag@outlook.com 9820192015 Land my next gig in an exciting company Settling in Southern USA (NC, TX, FL, LA, TN states) SAP Finance FICO Configuration, Implementation or Support. Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP SOLMAN, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile 👇 https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8WG7KWhwuuTDC9Xb6MtYyEsxfXHWb6M4u9bQAekytwzhIo-p8Xw1aVtpe1ZZVpsiqeaghp5PRlPwE7y_-n_mbZEyfxaMd_J6Ge6I3NswS7pC4E5cI8bRHhi3DLS-o9uICb2mGezeOJ5b9DrXPtY_a1nZRUMNCfscMn7UHBpFfmnnP89G0AFWz8mvjJuBYGl7-BjQPFQuf6cyyH0YaFkw9AZM7PjB3P64rHmfF2kQpd3ovblBXBDqsCWjI9osHhoo4ZVfZujPfH-zm2dEDlKCAOBdzTGzV7ioTQ9JzoE9K96Fx2C3tG7j8AqIJNO1CrKj-oYXMRrrqr0u4hzem_9QGWIhZAixbHDuR7G1_D4UZArey41t9wni7Jrji1685e1slCVANIlllXBfIvi1Hls07zdS7-F_58xd4NcI5WfJtRlEjqxkT6Aw8vw_29fibEIL0MVLGM63uwVK-ph2piWqr108VGp_uy9-F64y49ptbp0-EmuNUTwZL0ore79KPlzEXqqns8NPlwQLKeyLDVnXclvp0DHs0_r_jRmciVr3tXPeNzzLawX7LpkEQ_SnvIVI34ZKfINUbxfOP52kl-3B5T1Xn22SUz-6aA3ofzXxtpFxbBK-HE 105 49.36.115.168 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ March 15, 2023 1:33 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Mark H Mosbacher chefmmoss@gmail.com 6787787497 Land my next gig in an exciting company Qlik, Alteryx, SQL, Power BI, Jira, Kanban, Excel I am pursuing a position utilizing my data analytics skills working with internal and external clients as an advocate specializing in data mining, reporting, data manipulation and data visualization. My focus is on Improving the quality, consistency and richness of consumer and client data to drive business decisions, reduce costs, and maximize profits. Learning new business and technical skills I am an accomplished Data Analyst who partners with the sales team to win business and retain accounts. Lead complex projects and work directly with internal and external customers to gather and enrich various data sources. Create compelling data visualization and use technology such as advanced Excel, SQL, QlikView, and Alteryx to ensure data governance. Broad base of industry experience in technology, SaaS software, supply chain, healthcare, financial services, food and beverage. Develop strategy for procurement spending, compliance tracking, client acquisition, and healthcare pricing. 03AFY_a8V9hRPYFF0Un_9P5CHqAiYELOEeKGK5_ZdGTP-qhsEgv1BbMFLZPwZQmY5ZtrwGW4vvZJWuYqKrHOzJcbBZf2aLz_kZGatpWxb_fw1B9lbP1fq91AUaSVT3lnN7et5ZI25oNHbT156tLdbxdjALU8ViA-N_VK2jjLvplyK7m284-RUkKjnLfdjTyZfoA-rtzd2jKe6zQXdLc4ADjrcyfDniwlb2g-iNTqKA-KVHSsSbO3u0D4FkXhf0jW-9DwJQI-3D6MmZNl8HGfhPkVowIlK28vGR8m20tgIGbziBXLCfrfbMnmhEwBCgv52UTZTLsSMMHz1Q76exmGjY3kI9YtP7JD8CHJmXHn8T4WKIMeuGm-lPxQ8C9VYx-gO3qQeBXBUzxy8n5vO_CjDkfU0Kz9v1Q22Hrn1mWzCW0KzIPNT8huQHQvAonzhhGrpYQRtUZNVfufP5ZAFTh1nM2c2V9TIeeKEYEzKpAeNK2x-ttYAfy5UyQxA-2uvAl_jDdC7BoSGFo0eGKdDB9KO3888Sfvmz4yJZUvEN5Jy5I9kG9t8zUuYhSR8 106 108.77.166.177 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:36 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Mark H Mosbacher chefmmoss@gmail.com 6787787497 Land my next gig in an exciting company Qlik, Alteryx, SQL, Power BI, Jira, Kanban, Excel I am pursuing a position utilizing my data analytics skills working with internal and external clients as an advocate specializing in data mining, reporting, data manipulation and data visualization. My focus is on Improving the quality, consistency and richness of consumer and client data to drive business decisions, reduce costs, and maximize profits. Learning new business and technical skills Remote or staying in Atlanta I am an accomplished Data Analyst who partners with the sales team to win business and retain accounts. Lead complex projects and work directly with internal and external customers to gather and enrich various data sources. Create compelling data visualization and use technology such as advanced Excel, SQL, QlikView, and Alteryx to ensure data governance. Broad base of industry experience in technology, SaaS software, supply chain, healthcare, financial services, food and beverage. Develop strategy for procurement spending, compliance tracking, client acquisition, and healthcare pricing. 03AFY_a8Xq8FUruyNNkw9bdYbxeaIOapDBZh6LCoDk52ARAXi6cJeASi_PhMc3aG9piaJF9WmxEa5iXCJjjYlTaNbSxQmYi5COUvSF9yW4rkd5jZaccM_cn-C7rOk-o_yDc8T-XFVnx9RkFzOWOcT06k6GBx-KRysVHd5sUG2mcQxyAVTqI_xVyYU2sHboOYrEYMtEp4cyk0c1FOmKEuzgZJ4netGztu5ybvk4ePOil3k_Yn95C1IDzfwC-_Jhyt1gdQ8ixO2M9gQZ9v75KYcxY9Xv9pYWE_zpFASZ3RWf_3NXA65_24eV5G1PrhLzNhh7T21qmLUOkcmgmQysgdtOvJXyMsl6v6flC6inP8B7zgl6Po4QrazUNlywyuHF7pXJeFz6W8JyO4lPif8-BKzf-uBCZSgm8swGyy3xJ2DSXX6n11OOwwIDeca8QjQHZ9k4NQBhBxRZJIuBeSebczTkkTGPoIX25U9cSTDsRz4bI9W0lbaA6LiUWLyCuWgveL28jvxxTGVEaa7bPyNN0ih45Sllfc1xT83A7g 107 108.77.166.177 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ March 15, 2023 5:37 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Mark H Mosbacher chefmmoss@gmail.com 6787787497 Finding a New Position Hi, I tried filling out your form online but I am getting an error. I am a data analyst pursuing a position utilizing my data analytics skills working with internal and external clients as an advocate specializing in data mining, reporting, data manipulation and data visualization. My focus is on Improving the quality, consistency and richness of consumer and client data to drive business decisions, reduce costs, and maximize profits. I live in Atlanta but I am open to remote positions as well. I would love to get on your bench for available positions. Thanks! Mark Mosbacher 678-778-7497 03AFY_a8WYZo2h3AXy9BhqF_Zl5Rd1dKYZ03MOHHhfc-XTlNvRYqFPZCWvuj-txt2m1-Pmv_bOKPcrJc0BLT_bnBu54vFcgQn45Ov1kIw_E7NU3YBo1Iqb1gEcYJTBL5Z36EEEXyYTKGdu8yYqvEMzjhycTilC4j50splOw6MybTc2Waw0M8yBPKvFq3mrQW0oUGJytH3VqyPawQ-Hznfs_eqayZCysIa5RzyBTxZE1RtmKH26X_vc2IjJqPXn052DOsT2wm6hpKnDxA6kpKO0SwhFEZRqew59WElVuGgqlIcqxW9vuCx1a9wd3mwkSaySMotubRGowo9COTNmyc8KNm5YgIh5B943sdk1pUIqG9glPUSzxq_6e0K5t4WkOvDeV6XwHitFzW-n9cbppku0r8v6r6PPt1E76Q6A0dlF9FeRtmYi_-1oyjE2S4-3N9MqSjeVv8FBa4eY2Xh2lAnqZQipEYGKLisddYLK3hkYGAhu1-1a7T1gDgJaceid3bG8zmlD_iz5cJxzGwXuqBox_r2KFkEmgy55Uw 86 108.77.166.177 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 15, 2023 5:40 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag Rane raneparag@outlook.com +91-9820192015 Land my next gig in an exciting company Further develop a new skill SAP Finance SAP S/4 HANA Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile: https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8VQhC6uIHkIhMcbEMntUSIjguNuPbfEG0EUIgLz_rycoSsBFMEuQ4-D0jhLRmOi41WrovfO8qn04-VwHf802l_E33nYH5wr60-mg9LNgsvNt72-jjdT7K6rqG1YioDRB000oIkxApuqdWbyVGuVZd5UvJguoWyl2lNBgIKvkDI_wG0KJ-YBnLUgNax5T4cFky2DbVJrWz86iNSNnsp5_BDjCLBxJE6OCXcrmJ5ng-3Ndi7AiI1g6k5NkXk7O5hgNm5svDOm6fzfHZMscW07e_rJTHoZUCUkn9OY4F2-w_LzntWND48vzrZZgQn977LEIaSJWQTTNRWS9u2N_KIX_928LaBRer_9fKg49XlQyup3x_RMBeke-CcJH0otDowpB4Hm5a6Y4GSlAUGJ3ricuGFOQqlRqRwUnFURG6i6880W6VTqDYFta3SbSQuthi7wFmZvkZzQJD4GaDWIGcK7TNgh7GJqQTiYeCgsOGUthPz0YKe1Sepi2fGxMCcXqx0sce-WqpbKhIJKYm5D98yDPxOdWIOoil9-5EM0_HEDGyxcN7tWfk-Pj0xayytuDprc24rfV4gSxajreNAhqWcQ32eLm2QARQao0rXvbUYxjdtty54UKHk 108 49.36.115.168 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ March 16, 2023 8:06 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag Rane raneparag@outlook.com +91-9820192015 Land my next gig in an exciting company Further develop a new skill SAP Finance SAP S/4 HANA Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile: https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8WCiQzcV8zGau7uRKh8m9L-rlNk-WIjheUtd2x4T45ZGXbY7PstXkwhE87GL7u1emn3Pu_dbBzcRGKRVPDX6tDyZ98KOm8uwp6i34eiuiIrfuLLH8YBs2rEa-WioZnQixfuXZMlcnXade76rYUTofdIPr9UICv2TtzF9vWAV7KLOFdYqZNIenZ6-XmyL5aKCDIJNTfXoSemrTyeLcWoWlgULQfK3st0qhoOS6v0NSwfVdfuc84GBUUTQ38C8aCpgzr8BNdXWSzNr8TcYwWxQ8FSATnqxfZdW1m0OYrdbUmGfC2Z89lGRmZptJbicGluXS_CQ3XkbqAOHENmSPveEXRzNbI950e8PaVdv-olyejV0-sUvVUY_Li8yjeHCCSdmyjbaoNNP1tu9HCo44tZ92sqYzHRzuwQ9HEXQByNlLEAZg-FH3JtGxM3nIPe3EB-gj5K-CAuH2wEXyFOI1evJe15OgDf8aXAis8Zx_ZrLAxRDTp2OyAWalldq2ORQlukIaU4udMUUgudauZmpd4siilXfJCQaCukxNcFUPcOfMIxsPHDW2MwzuqTmaTLZphRdFlq5J1YHfd3FCaVGAec9WgdmPivrw 109 49.36.115.168 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ March 16, 2023 8:06 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Parag Rane raneparag@outlook.com +91-9820192015 Land my next gig in an exciting company Further develop a new skill SAP Finance SAP S/4 HANA Building my career as an independent consultant Learning new business and technical skills SAP Analytics Cloud, SAP BTP I am an experienced SAP FICO Consultant and have worked with global clients. I was in USA on-site (San Antonio, Texas) for one year in 2015. I have a Cap Exempt H1 of that time. I would like to know if that can be transferred or if any company can apply for a new H1 visa for me before March 17 deadline for the same. My LinkedIn profile: https://www.linkedin.com/in/36182880 Best Regards, Parag Rane +91-9820192015 03AFY_a8U9GM7Zw5w6kW434qVMvp7NDFkk2_Q-dUdRnjwpfmA9Uq1-J9pODsShCnFR2417F3g2Mk0Pv45SjioAGCrdM_JzoOd-kET2KRR64YtPRkhqsgQfmnQ-zrdBDrlhSlXqFHKxfMnl-KRFHzpwFtYM1upLJJ2lytlSFrrVs22Nf5K7cp9N6evT5bFd4KBTZoKkiGP3zutq9Gnx9PCfeMIyJmvKyFCSEuqLl_D3vKQpPRghPVCzI_4F4jG6x1arwGEhAgHYyaHL_R8FSpDVihQlfzJi00CEyCsg5s8YoqRrZUE4CJA6Z0sylLQ9y4C32p2ojy8as0Q46qDjm9nPyIQuAUpXsAIxt6u2w-c66Hv4EhFCa-OTy7CU8igCwhzFkhlLLAa0vqMMTEOIVbkjWVLmNA6XgGvcmyb4LgmBPIgQUxWaOt_8FIwBvUyaF6w2XCWNJgMbaykIEdM_qSnf4qp2UTQYeSG5pfRd7nmgAnCpDbZktvHm_B8Mt3X-ayjkGqd5VKoLNdIN-3ivFp-rUnfcVUJ1Aahsui60fpQ_McQxOOmAL_MWMYn20xET8GP8b8SZRU7OwQ4_8D46UmVHIlxxjBzVaoCV5A 110 49.36.115.168 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.3 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ March 16, 2023 8:07 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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While the life sciences industry may encompass a broad range of subindustries from pharmaceuticals to biomedical engineering, many of the applicable modules are similar.  Below, we touch on some of the specific solutions that SAP can provide life science companies. 

SAP Solutions for Life Sciences

RISE with SAP

RISE with SAP provides customers with complete business transformation as a service (BTaaS) in a single package. At its core are SAP S/4HANA Cloud, business process intelligence, technology credits, and more. With RISE with SAP, SAP is responsible for the holistic service-level agreement, cloud operations, and technical support.

SAP Process Control & SAP Risk Management

These offerings automate compliance, control, and risk analysis to assist with global regulatory compliance. This includes processes like international trade management, controls and compliance management, automated monitoring and screening, audit management, and enterprise risk management. As an automated management software, SAP helps companies mitigate logistics challenges, like those that stemmed from the COVID-19 pandemic. 

SAP Enterprise Portfolio and Project Management

SAP Enterprise Portfolio and Project Management allows businesses to manage commercial projects, portfolios, and project resources in the same place. The increasing complexity of modern business tasks, especially as technologies like 5G allow distinct business functions to be housed separately, means that there needs to be centralized software for managing all projects. SAP makes it easy for firms to unite all ongoing tasks within one virtual platform.

SAP Clinical Trial Supply Chian Management

This application automates clinical supplies processes as well as global supplies statuses for increased efficiency, real-time visibility, and flexibility. Global supply chain issues are affecting the life sciences industry as a result of COVID-19. Increased visibility and efficiency on clinical supplies logistics via SAP’s platform allow for companies to gain an edge over competitors. 

SAP SuccessFactors

This application streamlines human resource processes. It can be used to manage compensation, learning and training, employee satisfaction, performance and goals, hiring, and talent retention. Talent shortages across the life sciences industry prove the need for capable HR software. SAP allows companies to hire and retain the employees needed for operational success. 

Clarkston’s Cellular Therapy Orchestration (CTOP)

This application, built atop SAP’s digital core technology, and owned by Clarkston Consulting, can be used for patient scheduling for apheresis, manufacturing, and infusion. It tracks the full life cycle of the process, from patient scheduling to collection, transit to clinic and infusion.

SAP’s Batch Release Hub

This solution enables life sciences companies to make data-based batch release decisions with lean, efficient, and streamlined processes, leading to reduced effort and risk in complying with life sciences regulations. For more information on SAP solutions for life sciences companies, reach out to our team at BCTG. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Enterprise Resource Planning (ERP) systems are software solutions that help organizations of all sizes manage and automate their core business processes. ERP systems, like SAP, offer a wide range of advantages that can help organizations improve their efficiency, productivity, and profitability through financial management, supply chain management, customer relationship management, and more. Below, we discuss some of the key advantages of ERP systems as you explore whether an implementation is right for your business.

6 Advantages of ERP Systems

Improved efficiency and productivity

One of the primary advantages of ERP systems is that they can streamline business processes and significantly improve the efficiency and productivity of an organization. ERP systems automate many of the routine and repetitive tasks that are part of everyday operations, such as data entry, record-keeping, and report generation. As ERP systems integrate various functions into a single system, they eliminate the need for multiple systems and reduce data duplication. This automation also frees up employees' time to focus on more value-added activities that can drive business growth and profitability.

Increased visibility and control

ERP systems provide organizations with increased visibility and control over their business operations, as they integrate data from various departments and provide a centralized platform for managing and analyzing this data. This allows decision-makers to make informed decisions based on accurate, real-time information.

Enhanced collaboration and communication

Most ERP systems facilitate collaboration, teamwork, and communication amongst an organization as individuals can share data more effectively. With a centralized database, employees can access the same data, which eliminates the need for multiple versions of documents and reduces the risk of errors. ERP systems also provide a platform for seamlessly communicating and sharing information across departments and locations, which helps to streamline processes and improve overall efficiency.

Reduced costs

Next, ERP systems can help organizations save money. By automating routine tasks, organizations can reduce the need for manual labor, which can result in lower labor costs. Additionally, ERP systems can help manage inventory levels, reduce waste, and optimize supply chain processes, which can lead to lower inventory costs and improved cash flow. ERP systems can also help businesses reduce the number of errors made in their daily processes, preventing costly and time-consuming mistakes.

Fine-tuned customer service

By integrating customer data into the ERP system, organizations can track customer interactions and history, which can be used to personalize customer interactions and improve the customer experience. With accurate data, customer service representatives can consider user preferences to address concerns promptly. Additionally, ERP systems can help organizations manage inventory levels and supply chain processes, ensuring that products are delivered on time and in good condition.

Refined data management & strengthened decision-making

The centralized database provided by ERP systems allows organizations to store, manage, and access their data from a single location. This ensures that all the data is up-to-date and accurate, which is essential for making informed business decisions. As such, organizations can easily track their inventory, orders, and financial transactions. With real-time access to data and analytics, organizations can make informed, data-driven decisions, quickly identifying problems, and access ongoing and future risks.

Final Thoughts

ERP systems offer a wide range of advantages that can help organizations of all sizes improve their efficiency, productivity, and profitability. By providing real-time access to data, automating business processes, and enhancing collaboration and communication, ERP systems can help organizations stay competitive and achieve their overarching business goals. To learn more about the advantages of ERP systems, reach out to our team at BCTG today.

Sarah Holobaugh sholobaugh@dialmycalls.com 937-405-1931 Other Hi, I'm Sarah Holobaugh from DialMyCalls, offering a powerful communication platform that helps staffing agencies quickly notify hundreds or thousands of candidates through automated texts, calls, and emails. Our affordable service saves money while keeping candidates informed of job openings, role changes, and important updates. To help you try it out, I'm offering a complimentary package of credits. If interested, please let me know. Thank you, Sarah Holobaugh 03AKH6MREmN5zf_za_qHqVW-VPOlwhhbrE_KbEIVF6YDKhTxZH_Q6i-Qv3ZDN6W0El1cRHax6XeJToXEYiWHAO6zGrNk_D_j8FfS3FlbwaWcoOvUSJvoIY5ZkDq4Rq6nNUy2n7XFEFoiWbrd7Tka7Bm4KyZNc63voYOF3Pw4-dwu6Y-zUKx0-sEydTDQsXfvRyLH-werMdsd3pd-3T8go0cPbKpjCgxMC4Oo8Bk_FArBi7cjFhuxXIGwbQ05vfWerQ5tjYFmBPXRXt7lAeqWdragToDUsHLU5vzOErN0ZZZZdfS1DbJaF62cIIIfOiGSfrExk35y2TNHiAuk_zVg6YL6KetdLPJuNU7qJfGDkTO0CLYWT1s3zCfYC88fmmtS1Yw1WBxSxnzfTRvLuVGSJOjxporob-JnN_6FnzO9bXoRpiis9ODOUOnSKf7wdngfZMsZ5etN_6Gvp3T0D55t16s0fXs0Hh691ME8Vtyik5IiPVoRFZY_4_nBSZBpjAXc-ciPvKK24DK8Ak9W5giPdg6pw_Npc9p9bF_r-5sFsaF1J0a9KhkUHyoe4 87 112.206.252.228 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 24, 2023 2:11 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sarah Holobaugh sholobaugh@dialmycalls.com 937-405-1931 Other Hi, I'm Sarah Holobaugh from DialMyCalls, offering a powerful communication platform that helps staffing agencies quickly notify hundreds or thousands of candidates through automated texts, calls, and emails. Our affordable service saves money while keeping candidates informed of job openings, role changes, and important updates. To help you try it out, I'm offering a complimentary package of credits. If interested, please let me know. Thank you, Sarah Holobaugh 03AKH6MRGoRJGz7onN36qavvrtNs0KGVqTvXZkwPP1DvTtrwDMmA2yGHOBQyEY5g0bc5PCt-6rQY21loJD-FE2C7ImxIQoobQWEKsRY9Mqf6pC85aRuZje-nCbJ1iNgwyRVs_Esr4w72y7mzjD0N-aGcuBXWkrdcSvmFqB09JseDsp-ky8bQDC7QMbMvJxjtSGsuyQ5k20JlKx9WN7H6WHhfBoMj-0KJtUNftvlGC0PzLUGVnLEgkiaD9CyDcYs8ZbWS-bI3escBXdvq_AFF9am1SA3hQbVzXROw8Gt5MUDbBJ0qHUNqRO7vICb1uaknew4SDoHsYK8yUG95kalSu7q7ucb_89HO00x9ZycC4WtIbAMYKmslVcRK4mM4sl6JbvZJJQlNjRlMOrJg0wp4a73xdA0EmlQgFJlP6KHqQVt-JGxg92aat0-HADaQ13beob5UX7qnvpq_SOGVdp7Q5UVEF5ZgzqKPTyYyHDdB_mTdNy8tjqzby7Fq_spvkmipKucnH_N-YCFEiJ7tInq8s3mB9D7CB68gBLUg 88 112.206.252.228 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 24, 2023 2:11 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Ashok Tunikipati ashokt3059@gmail.com 9728223059 Plan ahead for when I roll off my current assignment SAP PP/QM PP & QM Hi I am a SAP PP consultant, lookin for contract positions. 03AKH6MRGN7dBPqlC88q_wsfYe1Ca7lVNNKSwZEDQ2FhiQUeoWSTj4yM_f4fjGck7EgS_Z5xg6aFYfGMl-gJuo9Shr4HujJJaatFAu_JJx2allYw5v-RFSX6H6CaB7Tf1eAIHQDvMdnCSIhGCVR7XNNOci6beylxoMLYOVJdtlDQe7YJppOJ9xxwbKyc7T1NCZswoOvzMI08g-L4ngRKzkEJboK040m_WZPw2gAO96TFywpIHBOvrKPjIcrIn74rZVO8hphDU5IrVTT42DV-vQC6EK4A0AA0uQLiuZ9l8KGVOjhEoj_dHid9MGslXoqaKac88hl2jK2NGgv-t9xJ1GHZOQTCIraGiVBTXqdYsvSfAHuyP9VN13PGEblflvt8mfmS3oqqKS15VuldIUJ8zHAayYgXLfHJH7HyJYY2_4SQDytb1plK_plr2aFZfTcCnOyZUTRzIaAJXFf2xaJCrty0LocOAWW0Vgfch3ux2Ndk6npOc3gGNChvlj83xR3PC352fsuTXXBBhseUTq2S5I34D4hgE_5NnciLSXxdGEfsNGD8sYynNg8Fzgc5QcigJIzal0d8_7UwG7OQlikWEwjShXxdRTxJrYhw 112 70.120.152.57 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.27.275 https://www.bullcitytalent.com/join-community/ March 27, 2023 3:01 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Ashok Tunikipati ashokt3059@gmail.com 9728223059 Finding a New Position Hi, I am looking for SAP PP positions. Let me know if you have any Contract positions. I’ll share my resume. 03AKH6MRHIPJc-ksJiECn0Tk6zBKPDy44aVcoAd1plRV46UiBbV-EluoMgHJVvso01DAKmAaLVcXw5Q1apuI7hvv8p8Vg94oWJdsgqQHLM-NdCGF4zPIrptzXUA63rmAtdbVeAwhBnwzcrEVJsQdbXiVTrl3ZBHoQNUiZwhXqef6fFuVR5gmqyIk0Rz9MRzHgu1snZ8hQM-00cQTypTDIH-NiRMviYrjEXwdIhQN_ucKItglH_my7MqqKSku_GUJtGWxa5sVOrMrAKiDqB0Y_ScnOdExpjaZOlcyf5ItOslM1qHvrjtO9_M0sRjhbXGS_My5-XbjGaC2W4Vpj_GZsQMT3y6v4hEvXlFKd2dAbVTtBF5VJRrgoDXtKvXaG8dF_7iJsZJ9moo7jydI-eBdznfZzXZUe5XUxzTsF6CNaCzqAtWzLQpKmWh_ejmOW1bOGjKTAfrxloHos1s9uQ5mzAeAAP706NTWUhbyDaUFHJZy0Jt_ihVKcGf1on0ir5-XmyrGxc5I9au_8thtBCWCHox10hZy3OuNCjXVyfiCKt-TAhJOvuBxjlAWDndelYCjWIOsI5RO3sslh7-jbYg701nkbFKJtvw2FBeA 90 70.120.152.57 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.27.275 https://www.bullcitytalent.com/contact-us/ March 27, 2023 3:03 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Ashok Tunikipati ashokt3059@gmail.com 9728223059 Finding a New Position Hi, I am looking for SAP PP positions. Let me know if you have any Contract positions. I’ll share my resume. 03AKH6MRGlVaJNVIaV8k9605pXwUGZfm8P4r5X1Xp9j-gURbelCh9HDi_jmjLw6kyg_tgDYYuz8EXPX2FnNe2CG_4z4kwdQZbh6dD5Yy8Fl5sBrfuyFsslTjAowMzqUb4-yWhu7kd7sM82SAruyP1Qt1lFlP8WW84D9CizPl-cGQiSzV4UEXlVXlW25GXtFjpbQ_Bo3TmgoILRyKrUG2k8jhZZ5HUhP-0NlDxWoGKSnmoeA4LBXOd4zkv4nSV5aLsjFg7qv86HthLgEJ9iUygZnz_9LYZby8jQ72phLVsNRl0mZL1pC3w1FFY2hnAnjLxcwDTuUZ-R9ft8X2sE9Nqg0I9CiPbcgsWHncGVxkP_eu8faXrQxoOT2QV-VwbDrZdA2HmNmcbclJu0uuv1sy-j2mnq6csqmLfWRVoBuu4TNtQ461zovoC8EhZVly_1dYnlZTiL-AvQdIT_lPHMbRas54TTluockRgDhWSlpPDykXb_Jim_5U0Pjb958_0UyakJzm69BwytULW5bcg7YcSzejkdCiCt61lMpD9TEG-KkwnNyasiBRZvXWL38aV3gtUUhrFSwgkqcU0YgveSB5UGx7LkErQmC9saFA 91 70.120.152.57 Mozilla/5.0 (iPhone; CPU iPhone OS 16_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.27.275 https://www.bullcitytalent.com/contact-us/ March 27, 2023 3:03 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Mid-sized companies often face unique challenges when it comes to managing their business operations. They may not have the resources or infrastructure of larger companies, but they still need to be agile and responsive to changing market demands to stay competitive. This is where GROW with SAP can help.

What is GROW with SAP?

In 2021, SAP announced RISE with SAP, a solution to help businesses with their digital transformation. SAP has now announced the launch of GROW with SAP, a new offering utilizing their core cloud-ERP platform tailored for mid-sized companies. GROW with SAP leverages SAP S/4HANA public edition embedded with industry best practices to provide a more cost-effective growth platform for mid-sized organizations. While we are certain to learn more in the coming days, we have outlined some key benefits organizations can expect to see with GROW with SAP below.

What are the Key Benefits of GROW with SAP for Mid-Sized Organizations?

Streamlined operations

GROW with SAP offers an integrated suite of cloud-based applications that can help mid-sized companies streamline their operations. The solution provides end-to-end visibility into all aspects of the business, from supply chain management to customer service. This allows companies to identify inefficiencies and bottlenecks in their operations and take corrective action to improve their overall performance.

Improved decision-making

GROW with SAP leverages SAP S/4HANA public edition, which has embedded advanced analytics and machine learning algorithms to provide mid-sized companies with insights into their business operations. This allows companies to make informed decisions based on data-driven insights, enabling them to drive growth and profitability.

Enhanced customer experience

GROW with SAP offers a range of features designed to enhance the customer experience. This includes personalized recommendations and advanced analytics that can help mid-sized companies understand their customers' needs and preferences. With this information, companies can tailor their products and services to meet the specific needs of their customers, improving customer satisfaction and loyalty.

Increased efficiency

GROW with SAP can help mid-sized companies improve their efficiency by automating routine tasks and optimizing their business processes. This frees up resources and allows companies to focus on strategic initiatives that can drive growth and profitability.

Scalability

GROW with SAP is designed to grow with mid-sized companies. The solution can be customized to meet the unique needs of each company and can scale as the company grows. This allows mid-sized companies to take advantage of the latest technologies and innovations without having to invest in expensive infrastructure.

Cost savings

GROW with SAP is a cloud-based solution, which means that mid-sized companies don’t have to invest in expensive hardware or software. This can lead to significant cost savings, allowing companies to invest in other areas of the business that can drive growth and profitability. Additionally, GROW with SAP utilizes a low-code SAP solution called SAP Build that allows for customization, app development, and automation without needing to invest heavily in additional tech talent.

SAP's Solution for Mid-Size Companies

GROW with SAP presents a significant opportunity for mid-sized companies to invest in their enterprise technology and further demonstrates SAP’s continued growth in the mid-market space. GROW with SAP makes one of the top ERP platforms in the world more accessible to mid-sized organizations and provides a solution to help keep up in the fast-paced environment of today’s world and changing market demands. If you’re interested in learning more about GROW with SAP and if it’s the right solution for you, our team is here to help. Contact the BCTG team here. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Typically, many companies will reach out to candidates who look good on paper for a phone interview to determine if those applicants should advance to more in-depth interviews. This phone call may be with a recruiter, HR manager, or hiring manager—and sometimes, all three. With the right preparation and approach, phone interviews can be seen as an advantage to interviewees. Since phone interviews are where most job opportunities begin, follow our tips below on how to ace a phone interview, showcase your qualifications, and advance to the next step of the interview process.

Tips on How to Ace a Phone Interview

Prepare and do your research

This interview is the company’s first impression of you, and it will be evident if you don’t know key facts about their company. Be sure to prepare as you would for a formal, in-person interview. Look on their company website, social media, LinkedIn, and current news for information on the company culture, the specific position you are interviewing for, as well as the person who will be conducting the interview. Preparation will greatly differentiate you as a strong candidate compared to an unprepared one. Be sure to review common interview questions as well as conduct research on this company’s specific interview process. Having answers prepared to common questions you may be asked will help you in the moment to sound confident and competent. Additionally, prepare three to four good questions to ask your interviewer about the company culture, position, or challenges to help convey your interest in the opportunity and provide you with more insight on whether or not you want the job. Side note: Before the call, be sure to confirm all the details including the date, time (and time zone!) and who you will be talking to. Be sure you know whether the interviewer is calling you or if you need to make the call, and have an email address of the interviewer in case the call drops.

Make a cheat sheet

The biggest advantage of a phone interview is that you can use notes rather than relying solely on memory. This eliminates the risk of freezing up or fumbling words during the interview due to nerves. Print out a copy of your resume as well as notes on the company, a list of your qualifications and job-specific skills, and questions you may have for the interviewer. It is crucial to practice with these notes before and only use them as necessary rather than read them like a script.

Practice

Calling with peers can help to manage tone and volume, check connection, and rehearse how you want to execute the interview. During your practices, pay attention to the pace you’re speaking at and how clearly you are articulating your words. During the interview itself, pace can quicken and make you harder to understand. You also want to be overly cognizant of cutting the interviewer off or rambling too much. Keep your stories concise and professional.

Set up a professional environment

Use a quiet, comfortable space. Eliminate distractions and any chance of loud noises (dog barking, people talking, car honking, etc.) Make sure you have a strong connection, and that the phone call likely won’t drop or break up (even if the interviewer is calling from far away). Have a glass of water nearby if you need it, and avoid gum chewing or eating as it will distract both you and the interviewer. Have a notepad and pen handy to take notes of details the interviewer mentions during the interview about the position, process, and company overview. If you are moving forward, this will be valuable information to create questions later in the interview process or even at the conclusion of the phone call.

Remember that body language still matters

If you are comfortable standing while talking, you can fill your lungs better and project your voice (which makes you sound confident). Avoid pacing if you can to eliminate distractions. One of the biggest mistakes you can make on a phone interview call is to not sound enthusiastic. Without an in-person first impression, you want to give a strong first impression over the phone and let them know you’re excited about this opportunity. Remember to smile during the call even though they cannot see you. Smiling and good posture will project a positive image to the listener and will noticeably change the tone of your voice.

Follow up

Be sure to send a follow up thanking the interviewer for their time and asking about next steps. This shows that you are passionate about the position and attentive. It also gives you the opportunity to remind them why you’re most qualified for the position. If you are unsure of how to word your follow-up professionally, there are many templates and examples available online to help you.

Join The BCTG Community

With the correct amount of preparation, you can confidently tackle your phone interview and secure the job position as a prospective IT consultant. Contact us today to learn more about joining the BCTG community. Contributions from Julia Hoffman

Kelly kelly.clarkson@ust.com 19495939767 Finding Talent Please reach out to discuss partnership with UST for staffing services 03AKH6MREM5OsXxBPbUdQMGi9j4Gijf6xe58cEfkEhl3bmVl4AUi-MoQF_BBoWur2_cR3thNS3C5xUO-QS4tvl5DH3DPSM9IWtZ9LdDLdpZHgMednFfLAlnI2FTpxt5zlqwwxKLbCB1ZNRrbtAFeId4xbDf8Btwpweue30xtABzzYovWNAYpAB3ke6hd5Q-rAulx6vdBXQTiUBSpXH89tTyQhVFAvLAQpJbAHtSm8IBb12wzqkBXnX6HCI_gKgNpWBIQUFmWQV7FeVGiaJTQIW0eFwUKYLqMQNuF86goXMDs4oc3q2wMahaxuUaAoWNHf8GCh7kuAWe1dmzYppF0rlJgsL3OJHIH6DNAhkDXo5KwyRVVuZkWSgalUaiSBz2K4MXibqq2cCQlGvyaKdXyuJJF3i0rIOhn4o35C0aO0mrFTipO6cnaMzdGYU6wZJ8qeOlrbt4GqWOaf37tXNyeozw9MmlSqCNXaa9do0MUTaH8fVdFueUDr55igD0KIE85sVAG0cSLOGI_LQU3NuQI2ByEX02qVTQe8Za8veCyH_b0XFpnhrOdG9bus 92 104.129.198.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 Edg/111.0.1661.43 https://www.bullcitytalent.com/contact-us/ March 30, 2023 5:49 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Kelly kelly.clarkson@ust.com 19495939767 Finding Talent Please reach out to discuss partnership with UST for staffing services 03AKH6MRFTvKG1bwxgbLMNCGci4pKmN8GbXfg_sFRf4I6u8GfXsF7w3xJSu_BqyY_DyzeMkHVPstRS_L0oc8rbDuDwwI7TJfnWFHpUoWmOby8tAmjXVpFDgzIjd4A5V9mruuU3_y9gB0MgkzWxZc_tHzC8NQXN7U1Nx8GM1cuVGV14cGknT_UUzS44OKQ9mzvJ5EAIQpQUD4rcbOqASco-P23gBhfyzMQxxS4w32fBOZh25mMwr4UIM_NxLXkMmmBSn_dR6nuQI8BFapCWtxiwxQLES7WyOGP2LGrjcwESqrAz_FBvdiBhy7eI7N114xIAbX6A54Gwz0QxSADuk8tT0gxdXCwDoMf2qGr94Fai60nmdhkL-ey2JvyN7ce_5Jn9SjQfJRsrRfce-43bfFMYPtKCBpgIyNBEPxzaKyA0p2O02EukvgHdsYlfnlGQJNbD22kpZ0_1R6RgFsp2fMPkFsb3WlM2GlzIWyeFSwLgGXHNkmryqQFxlfdDyJySHcOSioa3e-vUGJ0OQV7GaMwuczfv4YK5jeQR9Q 93 104.129.198.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 Edg/111.0.1661.43 https://www.bullcitytalent.com/contact-us/ March 30, 2023 5:50 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Zoe zerp2022@gmail.com +33665754099 Land my next gig in an exciting company 15 YEARS ERP SAP SPECIALIZATION AND CONCEPTION: SAP OTC-SD | SUPPLY CHAIN| MES | MM | OTC -Sales (SD) and Distribution, Inventory Control-Procurement Purchasing on Material Management MM-IM-Retail-inventory-stock optimization-MRP, EWM PPDS-Supply Chain for industrial management SAP ME (Manufacturing Execution). SAP Order to Cash, IDOC interface. SAP Procure to Pay Process. GATP (Global Available to Promise). Balance the supply chain and improvement with the latest planning technologies: DDMRP. SAP IBP, SAP APO-SNP. SAP TM. SAP Business Suite in SAP Hybris Billing. https://sway.office.com/fzmdhISqoMhKFZeI 03AKH6MREfMxXOOKmY3X2WdyLmTmawyRNNSm3-WkmHbxnUBN8aqm0MVIgVTmcdrOxM-2gITczlAjJ6BYa3gWUCqUbyTOrG_PH4bgtycYLrXkc3hHQPE8ulHLJOsfVnPMMw4kmTN8F65qzv-ahGdnkMwbJ8Vp-DyJOu95cjlVfQtWIoN-ACYYCPevYkiH7yN521YNwsJ6EzxBCsEz7PIPe_vcgEX9O0sR4QM7ayWMTX7uXRnbRkbfrUJTM3J9mPQkQBNZZMkngxJo2KXrawY6yApfSpU1NqyQ5zu6-k_v3JWYitbtjkgoth87o5Z4-izPIUcuNeagD6PkcAmqy44fYmjXgNxkScjs0jzezmMqL3mVykrG7UCFMFni2DcZ2rKCo86dqbVE_WQTXk0zcRmnuuz5VbTAH58Y9MHQ1guPuzDGd3iCwg0IDSbNNJoUo9pRxa5XT-WNkSQuJ6_HrPv_pRF_YRt4_RDsyd03mtqfh0qsv6q99cOTFv5WbvJu-fYd0RYM91RZqRUB5kq33kCJX9Oi38mLhDDnfFlCymEb6XYXsFmS1pIB7mQ9gjj34nE-_JWg2SsOme15F00hBHY0LF-ISsE0lETfNe_g 113 82.121.236.111 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 Edg/111.0.1661.54 https://www.bullcitytalent.com/join-community/ March 30, 2023 8:35 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anubhav Darisi anubhav.darisi@gmail.com 6037189414 Finding a New Position Hello! I am Anubhav Darisi, a recent graduate of Rutgers University, with a Bachelor's degree in Statistics with a minor in Computer Science. In addition, I also have a 6-month certification specifically focused on Data Analytics, tools, and technologies. I am looking for a data analyst opening at your company. I know that the economic conditions and the job market are not the brightest. However, I believe that this is the best time for organizations like yours to invest in good talent that can be productive, learn quickly, and contribute meaningfully. Please find my resume for your consideration. I believe that I can demonstrate competency, hard work, and the attitude to be a good fit for your company. I hope and look forward to an opportunity to speak to you. Thank you. Sincerely, Anubhav Darisi https://docs.google.com/document/d/11gDOLGJALQ5Fd9oW6uEHWUfQ3m-E4bPhLtEQZsem8Dk/edit?usp=sharing 03AKH6MRHNn012WmPUrz4_kjJRP4MR7sT_j8dZONrFlOyW6eV2jHj6vR0-sukonNQ_Zv49ktdYaiwWLGeEInlFbOBFkTLi-dM0kyMLOO3s7uIi3a0VEdTvmBtC5mJqwu5dyMaxF7AclVNGnwRQovPK5fHKWKKCDsPhrbe5W4HY2D1bhQXlAEBJiv704EgZ9NmknUWe5V_jjDqVggvqysrXATOxtteZ32qbiYeV8rXr7_Ri9lt2dRYxxikRWNQGFejmKRSlaG1_Sv9GGdbCuMqnAkZEYiM_CMcm1PndVPUZnHlzXqFphOvY_aDIPw6olBrFBMX07vmdI0e9dzbuq1Tcbs3s3LjArKsNCF9J7mlasRdnpglKeZMEmtmxtHei9cZR2rLBG3mQvTxvhZRugFsGfGyVR5Im9p-T52eDzZkTO2qkFcBDVTp50yZfk-tp5aMGgsx-uuFKvtUWS31Ensj5Ady8OBuvpEAGdzqBDwTRN8oo_TfR4NCLw0NLjhaArMwI0eCR1kjUwd-i5thOuTWo0d8G74PmjNjndg 94 24.34.50.38 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 2, 2023 5:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anubhav Darisi anubhav.darisi@gmail.com 6037189414 Finding a New Position Hello! I am Anubhav Darisi, a recent graduate of Rutgers University, with a Bachelor's degree in Statistics with a minor in Computer Science. In addition, I also have a 6-month certification specifically focused on Data Analytics, tools, and technologies. I am looking for a data analyst opening at your company. I know that the economic conditions and the job market are not the brightest. However, I believe that this is the best time for organizations like yours to invest in good talent that can be productive, learn quickly, and contribute meaningfully. Please find my resume for your consideration. I believe that I can demonstrate competency, hard work, and the attitude to be a good fit for your company. I hope and look forward to an opportunity to speak to you. Thank you. Sincerely, Anubhav Darisi https://docs.google.com/document/d/11gDOLGJALQ5Fd9oW6uEHWUfQ3m-E4bPhLtEQZsem8Dk/edit?usp=sharing 03AKH6MRG5zTDEFX650xjfjV5lPKeVtjIddTlJa8cpp4PKCT7R8vQ1mc3QSw7ApiR_TY4aXvb8iqTlz-9hJEjz7CgUcaaaAw2IA463l9qdkq_UbMvgYRWog09uDCCsQlbcfqMhvrlmOhM6F5YizNFJYRvFmUvjDKcPBxGf3e5cP3M_l3lN_VD1gJ_3dXpbR5KlVabcQqPpt5GUwtxZi2Q-gJsT-blOi9FgAecWVCnhrWLvQIq44XOOPWYiedD18djkZwnxPw5qAjymbIjuKgrQZGjqzWbHbe37X1Dv4eQRz-mAUtgerk1PdraGFwsE0AldWO90cNF5bJH2txcdyG_hdqkbPLUrj6mehCB0lqBLjXiUG43qayPDsAY_nauQB1kZiGsJo4ehQoFzcMpYJsbYAP5yMJMpWJmTm5rn4mhJl7C03l7uBhhqFWcjvauTCdRMYxQxcwJxn8gFX5XKjUUwbYF0fbNEIN8dMEr-5LPuwjY-sgdlAh16JTlFAZUBxDAI87mQMeJzXQeqCY53EvvKnZRp5lfSwC8IBA 95 24.34.50.38 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 2, 2023 5:10 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Our Team

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Meet the BCTG Team

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Arthur Drummond-Bey

Sr. Technical Recruiter

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Courtney Greer

Technical Recruiter

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Chris Karaces

Sr. Technical Recruiter

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Paul Kimball

Sr. Enterprise Services Manager

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Sue Linder

Director of Enterprise Services and Strategic Accounts

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Kyle Montgomery

Chief Executive Officer

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Nicole Restivo

Sr. Key Account Recruiting Manager

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Peter Riley

Enterprise Services Manager

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Makayla Roscoe

Business Development Specialist

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Dave Smith

Sr. Enterprise Services Manager

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Nicholas Volpe

Director of Consultant Delivery and Strategic Accounts

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Based in the heart of Research Triangle Park, we help clients across the globe confront their talent crunch.

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There is certainly a diversity of companies within the retail industry including grocery, eCommerce, apparel and footwear, and luxury.  Below, we touch on some of the specific solutions that SAP can provide retail companies. 

SAP for Retail

SAP S/4HANA Retail for Merchandise Management

SAP’s flagship solution for retail can help retailers operating in any sub-sector of the industry solve their business challenges. Some key capabilities include providing real-time analytics to improve in-store operations and supply chain optimization. As shoppers have learned to expect a true omnichannel experience, it’s key for companies to maximize efficiency in their operations to meet that expectation. SAP enables companies to optimize in-person shopping experiences in order to encourage consumers to return.  

SAP Commerce Cloud

This solution enables businesses to bolster eCommerce processes. AI-assisted recommendations and promotions create more personalized online shopping experiences for customers. ECommerce is an ever-growing segment of the retail industry. With the help of SAPs recommendations, companies can create distinct offerings that separate them from competitors. 

SAP Intelligent Returns Management

This solution helps retailers improve efficiency and the overall customer experience with product returns leveraging AI assistance. Some of the potential benefits include maximizing margins on returns and increasing sustainability through reduced carbon emissions. The retail space is becoming even more saturated with returns as eCommerce grows. Managing these returns efficiently and sustainably with SAP can be an effective way to mitigate revenue loss from ailing brick-and-mortar locations.   Contact the BCTG team to learn more about SAP solutions for retail companies. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

SAP is the most widely used enterprise software system that helps businesses manage their operations and processes in one overarching system. As companies increasingly rely on SAP to streamline their business operations, the demand for experienced and knowledgeable SAP consultants has grown significantly. Below, we outline some best practices for recruiting SAP consultants.

Best Practices

Understand the Role of SAP Consultants

SAP consultants play a vital role in ensuring the successful implementation and maintenance of SAP systems. They are typically responsible for designing, configuring, testing, and implementing SAP systems based on the business requirements of their clients. Additionally, SAP consultants may specialize in different focus areas, such as supply chain management or human resources.

Identify the Skills and Experience Needed

When recruiting SAP consultants, it is essential to identify the skills and qualifications required to succeed in the role. In addition to having technical skills, such as experience with the software and programming languages, SAP consultants should also possess soft skills like problem-solving, communication, and teamwork. It is important to assess technical and soft skills during the recruitment process to find the most qualified candidates.

Source Candidates

There are numerous ways to source consultants, including job boards, social media, referrals, and staffing agencies. Each method has its pros and cons, and it can be useful to use a combination of methods to build a strong talent pipeline. The best recruiters focus on building relationships with various consultants to ensure a steady supply of candidates.

Interview Qualified Candidates

As aforementioned, it is crucial to assess the candidate's technical and soft skills during the interview process. SAP consultants should have experience in designing and implementing SAP systems, as well as excellent problem-solving and communication skills, for example. Recruiters must also evaluate the candidate's ability to work in a team and their adaptability to changing environments - especially for contract or contingent positions.

Assess Cultural Fit

Considering cultural fit is key in hiring SAP consultants, as they will be working closely with the client's team. It is important to evaluate whether the candidate's values and work style align with the client's culture. As such, recruiters must make note of the candidate's ability to adapt to different work cultures and environments.

Make the Offer

Once the recruiter has identified the right candidate, the next step is to make a compelling offer. A competitive compensation package is crucial in attracting and retaining top talent. Additionally, recruiters should clearly communicate the job responsibilities, benefits, and opportunities for growth during this stage of the process.

Conclusion

Recruiting SAP consultants is a critical process that requires careful planning and execution, and by following these best practices, recruiters can identify and attract the best SAP talent for their clients. With our extensive network and vast talent pool, the BCTG team focuses on finding the best talent for your needs. We are equipped with the skills and resources needed to meet your needs, ensuring that the consultants we bring forward become an extension of your team with the soft and hard skills required to succeed. For any questions or assistance related to recruiting SAP consultants, contact us today.

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LaSherra Edmonds lve1031@hotmail.com 803-466-1236 Land my next gig in an exciting company Workday, MS Officesuites 365 Management Consultant, Project manager, Operations, and Strategy Building my career as an independent consultant Travel Learning new business and technical skills I have some consulting and project management experience. I have general, operational, and strategy consulting experience in different industries. I have also gained some project management experience different industries as well. I'm looking to expand my experiences in the consulting field. I have plenty of other skill sets that I can apply to any position. 03AKH6MRGID25ZvL9M8DHhxkFLQSeICbrFGN_BIE-m9oXW3FjFMT8q351NbJQ_rJbizLeKZakeAZ6pB7eMmQLfwVfenP92vCHlKtuZ-zx8FAvbYc0BJ5wML0IF-BJ_F1BeYvcKIPSpB7n2F-ZaaGslSPzXk9YxbtrbRw3r8CQR9NiDZElDEf_fGasLICA7W0kIs45uEvW2G7m5538erE7oAT8UMglBaLtYHijjiOWRrZ-VbepeMaxa60ttGrq7CuZziAqqxmNj0G2t8uwkwTTW4EA3XIfVZHLiuEgAl217h3q4fjtxHsI8Y_Orbewbyjle5lY0s9UAe-mu5tQggDHVjPSaX00XWMMCtHXFq7bhtIaVzJZAtx0FhEZEfqvsRccGSGE7k6zuVVypkAWohheHfeebkvY0PFNeZk2BaaSVzeVUJxwF1ageeRAkbqnfc2HtLJzcTCD52I8izxvzxkFnEy49A6FlowlqLF-GmMrWaGysdo_-Tz22oq4hKfp-gPzIMBnMfuoRlKZC51nHj04QTYF5XrJDS3UPJV_qfhtLnWzs55KjCve4RIcoMhT1TRgBC7VM0Vvcp52X 114 75.176.96.226 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.1 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ April 10, 2023 2:42 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

LaSherra Edmonds lve1031@hotmail.com 803-466-1236 Land my next gig in an exciting company Workday, MS Officesuites 365 Management Consultant, Project manager, Operations, and Strategy Building my career as an independent consultant Travel Learning new business and technical skills I have some consulting and project management experience. I have general, operational, and strategy consulting experience in different industries. I have also gained some project management experience different industries as well. I'm looking to expand my experiences in the consulting field. I have plenty of other skill sets that I can apply to any position. 03AKH6MRHThwpo6pYKx3zhJYTOCO2fuNU61y6jn6zAwQ4RUtfouBJ__XQ8Vnp-4TLIWur7U6dLH3rVGsXWfX5mCs9l7HvldfXbzMrzL7UkPLlRMPE7xt96qRblTmvvVqGENI-sSYWO0HyeJGQ5aDe5gsFDZ-b5RbD1sdT6N_mOjX2EJwWq1V13qeTLM_a4P4nTtod_Cjqh9U_rxT8D7qKjcUXuSY5RhIV69RYqH44_ZpPQKUSCdGDEa2VHtaTa1B9gTu8oUucPXV1ypcikSTSsZQyrIjm7XTPbJLFWPWKace9mUsfAOukOEhd8INtxgFaobUfzAqFiGxxLc-XO5T5yiuA9hcvQXzm0e_hkpfhowYUMlPA86bGem0VFNU5OZJ9Hm-xlTIbSnHxmJ6paaU-c2Z09tJbx4xfYwTPWl_-a0XxsVme9f1PGvoc5KAE-IsMp1IyVlX3tQzlKAzrzz6F-9Ao1RevwxoWm8Uk5TrSPCvZHGPKreeAM6RKfiEgq0JeyWCRaaZynS1i9lguXAHJOAJWVUTmQ9L5MvzkODXCsPpVHvPjGo4fq67tOewdKtrdrreSRxUE6hmyI1goL07jzw__9RXRvTdjGeg 115 75.176.96.226 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.1 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ April 10, 2023 2:42 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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SAP is one of the most widely used enterprise resource planning (ERP) software suites in the world, with millions of businesses relying on it daily to manage their operations. However, finding the right talent to manage implementations and upgrades can be a challenge, especially for smaller organizations that may not have the resources to build an in-house team. This is where SAP staffing partners like BCTG can help.

What is an SAP Staffing Partner?

An SAP staffing partner is a company that specializes in providing consultants, developers, and other professionals will high-level SAP knowledge on a temporary or permanent basis. They work closely with businesses to understand their needs and then provide them with the resources they need to succeed. This can include sourcing and screening candidates to managing payroll and benefits.

Benefits to Consider

Access to Top Talent

SAP staffing partners can help you access top talent from all over the world. They can tap into a vast network of SAP professionals with a wide range of skills and experience levels so you can ensure you are getting the best candidate for your needs.

Cost-Effective

Building an in-house SAP team can be expensive, and a staffing partner can help you save money by providing you with the talent you need without the overhead costs associated with hiring full-time employees.

Faster Time-to-Hire

Hiring professionals can take a long time, especially when attempting to execute the process entirely in-house. A staffing partner can help streamline the process and provide you with the talent you need quickly so you can start working on your projects sooner and reap the benefits of SAP solutions.

Flexibility and Scalability

Whether you need someone for a short-term project or a long-term engagement, a staffing partner can help fulfil your needs. They can provide you with talent on a contract, contract-to-hire, direct-hire basis, and more. With solutions that are tailored to your specific needs, whether it be a single consultant or a team of developers, you can scale your SAP project up or down as needed.

Reduced Risk

Bringing in the wrong SAP professional can be a costly mistake, and luckily, an SAP staffing partner can help mitigate this risk by providing pre-screened and well-suited candidates.

Consider an SAP Staffing Partner like BCTG

When it comes time to consider an SAP staffing partner for your needs, do your due diligence and research potential partners before signing on. The best way to access suitability is to look for reviews, testimonials, and case studies to gauge what working with them may look like. SAP staffing partners typically have a team of consultants and developers with a deep understanding of the software that are ready to provide expert guidance and support. As such, it is important to ensure that there is a strong quality assurance process in place so the consultants and developers they provide are of high quality and meet your organization's needs. Additionally, make sure you have a clear understanding of the firm's communication process and that they are responsive to your needs. At the end of the day, considering an SAP staffing partner boils down to your specific needs. To learn more about whether an SAP staffing partner like BCTG is right for you, contact us today.

Vikesh Singh Vikesh.s@appianinfotech.com 276-910-0145 Finding a New Position Hi , I wanted to submit my candidate for the open position Sr. SAP Project Manager (202432) 03AKH6MRFlHqEfpffAzSYd0H1WrYIJBqb1JKJqdok37asKnaYl8SpZfBCN4RwoTEI4aeAp8btaGgZp9RcR2R3b-eZFold8bo4eAuJU2nNwRqXWLWewWgNIrrxFa_S69WZklUmUvyESx79rG2aFGKL8QTV1ncwJzjXsKABzxpChsWev-KKDQMuHGlBQMdko8boQFO023lCUK4U-snPlgAS933PhFhsg9ZYlUbCWS_aOLHlhXIHTjfguXIeXTQYzVicZUS0QWVv6iJHnNgTtsIx9qMgl16t2p8hQP1Huq7Wk_vkn8RUmVj3OKWDP9qw5G_h_SPBUEY_mlr4HDNKesBWPmbRNMlsc79Viekf_uupB2KNFjfOsW91BhIrPDI6wTxeA5r1ExIO0HU0rUGTzjDKWFVvp6KdH-WiQaYlj_rtZzSQJppHkqZvzpYeku6qk4aRkFZmymPsgszoNNpg_f1cEpRkJMKhPOC6qc7njRusOeQNDTnycJcOM38c2Kwsetzj2mx5R4MsjktB8uz0N20uHGGJfUBqBo32YW0mhtq40yi5n-2tK2waVwgE 96 103.75.33.20 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 11, 2023 7:13 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Vikesh Singh Vikesh.s@appianinfotech.com 276-910-0145 Finding a New Position Hi , I wanted to submit my candidate for the open position Sr. SAP Project Manager (202432) 03AKH6MRE1h9x4A5k2IiV6xOIC3XF388zgyevZy0wbiuLNokptWk9Ou454_fTMXFwtWq-45JCDLaGWZ4sdndMD-xy5A7_kjlePAC7-H_oSMZRewjyuRhla7sspvJlVhLEgxxF6i2k-9BvJ-4pf3J0OV4gaJoEsFLTrEan1pnFanMbeXj9rb_9Ctop1mTVylkQdgzA51LAfBnefbAWPd7C2hvbLaWSVdbX72hIgEyl9bxUjoMbsUHujn1GB7a_4dnOTT1Ttb4i9ymBnbqK8aCL0aWa5emsjm2Lau8LyEpU1ZAiRdoOrR7eWesgsuQ3VHNdS-h3gRf7py19X6oRJPeKugYXSdtgs4TQHQtqF-UbH0Aw2kMx4AsM9Z35XsYRUpCYLyhG1lyliNYZno6CcDhr76BHgcInogCW097NuLuvX8ZxiBa97AlFDU7CMvNvsJzi_ch20GpErXgIV2fFhEU4ZB8Vw96p9Fglw-ApDS4-Qs1KYqp4gqrDFaPXeVj3TX9Z8z9FgJmUcCu57Wj4-v-UI7OBTOaR4_t8hUd9h6UZiKAI2A65PGmYvr2w 97 103.75.33.20 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/105.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 11, 2023 7:13 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jessica Wilson jessicawilsondigimkt@gmail.com 2102102101 Other Hello, I'm Jessica Wilson and I work for a Digital Marketing Agency based in the United States. I've been researching your industry and found your website. I noticed a few issues that may be hindering your potential ranking on Google and your ability to generate online inquiries and sales. I've compiled a multi-page analysis of your website addressing all of these errors. Would you like my Director of Digital Marketing to send you a report? Either way, it is free of cost. It is my hope that he can discuss some of these findings in greater detail. Is there a good time for you to talk next week? Thanks and best regards, Jessica Wilson Website Analyst 03AKH6MRF_QDryJbclwayOfhxkpBFio8yBVx7OswhJPOKxk1VHB_XGjtFFSKiZFLTa0P2o5GK1XL8J9C4f-AqSIO0ICmq_MhosO7KhGVYCgzj8mlpu72csINAbozcPnAkh83GapF2Y-c0hw5JycMBL0KF8lQJ-5nN1Xvt5ZV02EDogPMo7OCZrpCfrlShr2XHqNgKXpSAhl4KoVYHK-xVj-tXo9AjjyQU9qGGAjVHTzlCMgoDAQiIkxq5I-82mEFxLPBGsTjPQG-BfXy41QNbpQwSffRnMXtp9NZ9fwnWnDsJQA3j2luVElRNlDAVV_LEnpkUvQ6AcieKA-5P0cmIzWsUJUVqDPZPIUW4pcBqGD0fHuPBv-pj4UTID6dEoqocbsWBKprN6Cm8aWYaEPtlGVDri3yH1Z96AdaiEQrutt83ot1_mcdJ_mOZoHdmsy1Kd1JdAxafnv7RyNUUAmmrmpDrv_R6_-IJfHY-rRjhbAziyDSBD-uTosxPecI44RVY35L6yypls6pKLL0OgQDB9Y0qYVBt4bHunSw 98 45.251.49.9 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 13, 2023 6:28 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jessica Wilson jessicawilsondigimkt@gmail.com 2102102101 Other Hello, I'm Jessica Wilson and I work for a Digital Marketing Agency based in the United States. I've been researching your industry and found your website. I noticed a few issues that may be hindering your potential ranking on Google and your ability to generate online inquiries and sales. I've compiled a multi-page analysis of your website addressing all of these errors. Would you like my Director of Digital Marketing to send you a report? Either way, it is free of cost. It is my hope that he can discuss some of these findings in greater detail. Is there a good time for you to talk next week? Thanks and best regards, Jessica Wilson Website Analyst 03AKH6MRHmBl2g69lF2RLSi06AT5W4VkatFNOxN6V29MHTztG0aB3arsJXFQ-DO8OIe4Smiuhz3XO0Td3OWRXhBXHgWynkAz7dMz6cZZVRx6rtiECl2DNYMQSQJFpE7unTnRc6MfPkMQdC3FyErCRyKrKjGeSLPjdZg7nNuANDvX8nLZh2I6ANlX3lgMgStQIAlcOA5j5Nq8HvQNUBDRu1a908bbFq61fKyUSRr2azfIWVeS4n9r4UOm0d-CDEsidP1zHPR0O8wIAaxjJhze_n9xRWG_DN_b54TdhZJPM8E7XF9Et3IZsEjUc37YStBPSz50qK3UMUL7_ySlFWFHpHFMhVMo8Wkf7D0ilrlPhe2VzYCGrmJ2zdHQi-WXj0HsqVaAy0mKcHMRPkSKB9_ybUiWxrX_jzYE0BpvyDJ1N-1r79lt-2K4ecbx-RzSs_fL8qs2dVmXgcvDsfH_16v9AtO8ZNER8DEggkMxB3j_iOyCgJ-qsN7X7Ts2PUO_v9ryLcq2vXfFWsG-IWm1ydc49nV0M2bMjrM7HHpA 99 45.251.49.9 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 13, 2023 6:29 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP SuccessFactors is a human resource management tool that allows businesses to store and manage their data on employees, recruitment, performance, compensation, learning, and development all in one system. As an HR representative, understanding SAP SuccessFactors can help you leverage the system to the best of your ability to streamline hiring and recruiting processes, increase organizational efficiencies, and make informed decisions to keep employees engaged.

Key Features

The SuccessFactors system is designed to help HR professionals manage and track employee data across the entire organization from the recruiting and hiring process to retirement. Below we outline some of the key features of SAP SuccessFactors.

Recruiting Management

SAP SuccessFactors allows you to create job postings, manage candidate applications, and more to keep up with the progress of recruitment and hiring. This feature helps HR representatives save time by automating tasks such as scheduling interviews and sending out job offers.

Performance Management

With this system, HR representatives can manage employee performance and goals by tracking progress and providing feedback regularly. This feature helps to promote a culture of continuous improvement and encourages employees to develop their skills and competencies.

Compensation Management

SuccessFactors allows HR representatives to regulate employee compensation by creating uniform salary and bonus plans, managing employee benefits, and more. This feature helps to ensure that employee compensation is fair and equitable.

Learning and Development

On the learning and development front, HR representatives can not only oversee employee progress but can curate training opportunities or programs as well. This feature helps to ensure that employees are equipped with the skills they need to succeed, and it promotes a sense of learning and growth within the organization.

Getting Started

To begin the process of integrating SAP SuccessFactors for your human resources management, representatives should take the following steps:

1. Learn the Terminology.

SAP SuccessFactors has its own terminology, so it is important to learn the terms that are used in the system. Some common terms include "objectives" for performance management, "job requisitions" for recruiting, and "learning assignments" for learning and development.

2. Get Familiar with the Navigation.

While the system has a user-friendly interface, it may take some time to get acquainted with the navigation. Take some time to explore the system and get comfortable with the different screens and functions.

3. Set Up Your Profile.

To get the most out of SAP SuccessFactors, you will need to set up your user profile. This includes uploading a headshot, adding your personal information, setting your preferences, and selecting the modules that you will be using.

4. Customize the System & Train Your Employees.

SuccessFactors can be customized to meet the specific needs of your organization, so organizations should work with their IT department to customize the system to their needs. Once the system is up and running, train your employees in how to use the system effectively and efficiently.

Taking the Next Steps

At the end of the day, understanding SAP SuccessFactors is essential as it is an invaluable tool for human resources management. By understanding the system and its features, HR representatives can focus on what matters most - their employees. If you are interested in implementing SAP SuccessFactors for your HR management, contact our SAP Staffing and Recruiting team for guidance.

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Violet Mithia violet.m@votecgroup.com +6586796684 Other Greetings, Tried to reach your desk number, We are urgently looking out SAP, Oracle & IT services Partnership to expand and support your existing service team with our LOW COST IT SERVICE MODEL. please contact us below for more information. Kind Regards, Violet M Whats app +6586796684 03AKH6MREAYDZSXMOpkX8T5I638nGh5z_zcYT_9Cjh6dAlY6lpGaXUCJbBJ3plgSwxdCZ0DFGWhBiKhxtZ59eulB33Z_Ix0ErEHqrF3GJSr3q4jhKKi_MtvstOhMy185jyZ_gqXTMjQgwLL3LAyWYEDuvJGYHbyy8EE5-S16jyNu9wcnu3fk2NzaEw6asqrBpGOtipxh6ytn7DoN-Xsa78eLl6mS-bjRv_1z-Dc3vYWQJjddvyvm1s55PLWTDpmjXIuO7vO5kPAppizwtQA222O59uF7fQ-TD80O5FTN8gxKOABdSA3cKT5Hr2ggC1X28me5AKGnTI_lelVwX-uWn9SCZjU72ncN0iaKt3bbQML6QC20wnlIIseTX2ccGC8ONj73JOMQBXy2hvqEN7wXcvINCYuLcJHKUq9DF541vTCQeC9pswbbha0GVDFbYOAgJnRlVXc1BaOvSg6yw2Px_eHOTfRDqTVn8sviM9aSdHOZSgRObqSLh0sAqLCEsbsApacTW0JJf0Zudsm0ZbpjsYHmPcptcLUIjlqfjdPKkJ_M2NUwuna2M9MyrW464JYfbRYQl-lBwlvziu5RELCWOY5V_72yKKpkmTzQ 101 152.58.18.130 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 17, 2023 10:35 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Violet Mithia violet.m@votecgroup.com +6586796684 Other Greetings, Tried to reach your desk number, We are urgently looking out SAP, Oracle & IT services Partnership to expand and support your existing service team with our LOW COST IT SERVICE MODEL. please contact us below for more information. Kind Regards, Violet M Whats app +6586796684 03AKH6MRHAFy8jdO3e8WMgzq7t75X91HnRCoR7ERSjiMGKXS5CQgwAlnI9xVga6DMX5KqulDpPKw1wy-axtuMy_XN5wAwZO_aaOoOTvsOlOqNUcUdSE6RNGk4CB1JRx9kuRuYJj_Im7xjVin75S8mpGdc7hdHdvsQppaJjYHaQ2Aise2ijmqR5tGlxLMxRNtZP_J3gl_y9yR0UeB2i-uB01qDBqLSSBa3WR5U0YrFXa4CJBwY4maBPvMBVNQMak1jjxBbhkN_8N3HE3n97COUAExm4ZfPCu0d024akwHvpCaDJtrUIgdIzP55Jh5r_4unkqkohVhJ5HsFAWia2DnX6PP0m5o_gWC_9c-8DbMzbHuTaGrfKZiAoGAJxuOC-iOgRfKyxArpb1DA1rRI5s7GBiJTRCtO4k3ACUxSlZ4cLknNk7mGNFtTRTGzr_FLjCMqwK1xntMPg-CRuvcdcny3emnTzTe4DAbEFufztSC7p4qqQ33wAq48eGK0cWpXVV4OjsJWGbkeaLW7O_EkVKZ0I-SGoEB2Nv1fkzjdxHoe6_rtzftfqktNCSL35YqZ2ggeA14uEgKnF8CNyeG7IThLXaw10A6b7MvNPgg 102 152.58.18.130 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 17, 2023 10:38 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

LaSherra Edmonds lve1031@hotmail.com 8034661236 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field Workday, MS Dynamics365, CRM, Saleforce Operations, Sales & Marketing, Project Management, Consulting Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills I have worked within the industry of Sales & Marketing, Medical and Pharmaceutical, and Medical transportation. These positions have given me experience in development, consulting, managing projects, and management. I'm looking to advance my career by utilizing my skillset to be an asset to a corporation while learning from the best in an organization. 03AKH6MREisZC7idAB42fJpDtuZ78HMbA5JSkyzNeXTPl3Ul6YXta4mGsFCOtwls9TwsSRvtM_0l4bbSNfMw3jOH7oibg3xLATuoaw6Zx8mVcsDYkiCIcmxzXmW4ATiPRX-3YSSEfgMrybVnoSK7OXh3F0eZxusVbI_AgN5kTgNbb9cruD5-RMRJJuIKEfqOpvL9VeD1DKLBrceNYagy6drC4CtjHAbOvyCL0D1YL29oY_UVHAAigiXykT9lECLpFA_x2FO3Qo3l7zLZBTI_brJrPpkXVfsyCyFZ3rOaehJ0K7G5pCyvau4BvSdx8Z-wX4lKTiLcg89RljrlVAs0VKDEaXtna00j15jSqXbXoCk-cIT8QIc5e_47ZbQjmRTTUzVCipy4qcRLrHKSGkaTDP0zAvs7sce97mQPW_zB6Gs99MdJ0DJItGA4gm511eYEBhgPbPdLBCqWpsiLW_RkZkankRjW5WaOVuhmn7d4QCZbaQtPDS7tEIYPCFqL8NJRuIz5ydTjvHO0_0Rx44y_NfmaWeS6QTfAantAakxR-gTvlXGlFIhcXDBRaDD5rvsXLl08SWr9riSUiTau9HkAOi9nSqilMew_XoOwjusRDM7VSgmMVdqn8AQJLLOYFq8tKJkpu1m5LGcOOn 119 75.176.96.226 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.1 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ April 17, 2023 4:36 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

LaSherra Edmonds lve1031@hotmail.com 8034661236 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field Workday, MS Dynamics365, CRM, Saleforce Operations, Sales & Marketing, Project Management, Consulting Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills I have worked within the industry of Sales & Marketing, Medical and Pharmaceutical, and Medical transportation. These positions have given me experience in development, consulting, managing projects, and management. I'm looking to advance my career by utilizing my skillset to be an asset to a corporation while learning from the best in an organization. 03AKH6MRE7atJERwbmhMTeWakYcTnfeeufjfLvS8V0cyQQ7gfalU7nnPtppReuJdvnyhJicioXJRbFu4BzUuxvvRooKjHsw5FOiJ1VBbo96pK8DwbAPhbKQ-3DNAIjw0aYO5G7QdHt9_swjAk5NIm8UOh2e8SmcdV0j6AjRxpzBtb1AUcqhqLRPWmn1nXrHqHiC4Dzt4FaYnOk4RmKSuMPwrKrn9bw4mk72YFYfrQgZY0KBn3stFpwj_aLksV4lRBojC2KF1G9g6Tta_3M5VeiYWS-DEQUNEckU8FL3UiZzXT3klMiZJuNnTylWlxQrO7R8Trq5g6q-7tsrzwh2QcPrPrY0KvWvbbxb7V8-FTlnJV4SoJWpCLV-wk0LUGiO3ACi_U4u_JuuUQvYnfgh_0izL5P0QJ7VMJoNyL4PSqIB-KREtlaPR98jFYUgLzUXe6YGXNu9JWEn84R9bKEVBu2gX6o8Z16wDhbjQRQllJ3WnNN25Vse5Pf1Uu__iFqODzt5X4t0FGklMtDn4PGjR-sV7ZNl2ELlmdNrLWWKsSn-oXbTElx07Xc2Lj2kcR1l50YieqLO4PdokAJgRQDAi9w5OYIgWriEq5O3SzpbK5Sg6s8IKXPdWQOA1Y 120 75.176.96.226 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.1 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ April 17, 2023 4:37 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

LaSherra Edmonds lve1031@hotmail.com 8034661236 Land my next gig in an exciting company Further develop a new skill Build a network of other consultants in my field Workday, MS Dynamics365, CRM, Saleforce Operations, Sales & Marketing, Project Management, Consulting Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills I have worked within the industry of Sales & Marketing, Medical and Pharmaceutical, and Medical transportation. These positions have given me experience in development, consulting, managing projects, and management. I'm looking to advance my career by utilizing my skillset to be an asset to a corporation while learning from the best in an organization. 03AKH6MRHkE05NkawjeydAoqHLyA6v9hjUB50r-h3yd_7pexHA3LAOXNQHI8Qb3ZYDEETyhKXbUth3Am5EIM4eqO1FXsO4n9zSoCrqtEzXhTc-vyH8UvmH8Oq-q9qdC7qumwagA6EyzL_DozB3pIJ0uUCepKaEu3gKEt5x68rn9fDBFTdmeKlfTVuvyFLKS4p9HJvCxYooxHi_oYD-wQyyHk3RpWUo18QPJrhhUYkJaNbCPjgsbauvtx5WHTmp4RIAA3jHr2-bJpti3Je4Vvxf-wj11lgYcfc16FffWCZ5YUlxAdmE7c4oih9fE9l1Bip4pvQykQIg2gZZ04yHChFsfJrA9P2ik2FOgncvVAQtmKdk7hYDmmMyI3dKJB2a6CzuJNY-2ZSnmQfc8aoGciRUrSCsxQOLohAC3vf1jAa6RyE9tfGhrVsG73_ofm-rLWyR_l8LnAACDoxb7j6ac4U6NwckYz3AO5EAkNWuQeb49fU8pUz7R6qDvZBWNMja1T_egayiA_FYZJnICdZboApXO8C8lX7OBkPR-ItefdLYnttXXuA2TSd9wfJ4xD_3TWZ1-ythYwy44F7jqZ5zqEf0s8Jvx29Fjm3pd-8dmcCODwveX0X1lB2fOkk 121 75.176.96.226 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.1 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ April 17, 2023 4:38 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

nishanth roy patibandla pnroy@yahoo.com 7636705371 Plan ahead for when I roll off my current assignment Successful and solutions-driven Business Applications Leader with 21 years of experience in successfully leading software development, business transformation projects and initiatives focused on complex applications with a global user base; a history of leadership in project and program development that includes the oversight of teams implementing and supporting ERP, SAP Data migration and Data Analytics that include applications and databases like SAP S/4 HANA, SAP ECC, SAP Business Objects Data Services (BODS), SLT, AIF, SAP Business Objects, Information Steward, S/4 HANA, HANA Modelling, LTMC, LTMOM(Object Modeler), LSMW, BDC, ADM(Syniti), DSP, Cransoft, PL/SQL, Hybris, Informatica, IDQ, Snowflake(beginner) oracle and SQL serve Finance, P2P, SD, MM SAP Data migration, S4/HANA, SAP BODS, LTMC Building my career as an independent consultant Learning new business and technical skills Successful and solutions-driven Business Applications Leader with 21 years of experience in successfully leading software development, business transformation projects and initiatives focused on complex applications with a global user base; a history of leadership in project and program development that includes the oversight of teams implementing and supporting ERP, SAP Data migration and Data Analytics that include applications and databases like SAP S/4 HANA, SAP ECC, SAP Business Objects Data Services (BODS), SLT, AIF, SAP Business Objects, Information Steward, S/4 HANA, HANA Modelling, LTMC, LTMOM(Object Modeler), LSMW, BDC, ADM(Syniti), DSP, Cransoft, PL/SQL, Hybris, Informatica, IDQ, Snowflake(beginner) oracle and SQL serve 03AKH6MRHYpQrSb7g97zSN7-dnbV2k1JgHCUKpfkgllkJMp1v-ZjZI6Sr9O1uXPLr3yIHAhWc3I9Pn73CgN3V63wqBG839m4oXpmH4WOWdhQ4HWnwkCJx81rAR2kYe20Rv7NNlGALX3laIo7Rws_U2LbQMIzFDNrqGEmnbDrhy-dh4PXyehOay8rZM323RyMd8xi7bKA-2Zv0hIYzn11ibvtDXQey-QqKCfvKVYzMPSj_jXuw27b6OKZBPNx69ED962v62c89GSJljRhuuswl0nM8-rVIIq1DFlpEyKqOybCWA_F67TLiUdUEFLUekTKFcC0hWR0fsBajbjlReg8Vy6Md7yjBE3donYFTjG2CKvLYJWmyduebOm1B4XqAMzYl1E7cFeGznEpy977_BhklXBXXPhQHiHTihAnT74OvXz1_XgoRURx-YoIn3GLMRvbcnob4UwdWQEtZoCmGqSflFswhOz0RolmLsXOSB98SSqhsgJ50LUhZ1o69nvFOt7xSdqL2VXjaqM0nN8E7eoeyry5oncwWEmaBAmw 122 136.226.2.103 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ April 17, 2023 9:16 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

nishanth roy patibandla pnroy@yahoo.com 7636705371 Plan ahead for when I roll off my current assignment Successful and solutions-driven Business Applications Leader with 21 years of experience in successfully leading software development, business transformation projects and initiatives focused on complex applications with a global user base; a history of leadership in project and program development that includes the oversight of teams implementing and supporting ERP, SAP Data migration and Data Analytics that include applications and databases like SAP S/4 HANA, SAP ECC, SAP Business Objects Data Services (BODS), SLT, AIF, SAP Business Objects, Information Steward, S/4 HANA, HANA Modelling, LTMC, LTMOM(Object Modeler), LSMW, BDC, ADM(Syniti), DSP, Cransoft, PL/SQL, Hybris, Informatica, IDQ, Snowflake(beginner) oracle and SQL serve Finance, P2P, SD, MM SAP Data migration, S4/HANA, SAP BODS, LTMC Building my career as an independent consultant Learning new business and technical skills Successful and solutions-driven Business Applications Leader with 21 years of experience in successfully leading software development, business transformation projects and initiatives focused on complex applications with a global user base; a history of leadership in project and program development that includes the oversight of teams implementing and supporting ERP, SAP Data migration and Data Analytics that include applications and databases like SAP S/4 HANA, SAP ECC, SAP Business Objects Data Services (BODS), SLT, AIF, SAP Business Objects, Information Steward, S/4 HANA, HANA Modelling, LTMC, LTMOM(Object Modeler), LSMW, BDC, ADM(Syniti), DSP, Cransoft, PL/SQL, Hybris, Informatica, IDQ, Snowflake(beginner) oracle and SQL serve 03AKH6MREpluUTWnPYcC1BxZZBVFLrXagE-NZ9GSGjN-u9Ghd3YaX9c4s65vs-0GMeevNsaJgCD8hGwzDDUL-ColJV7v_fL7wwxx4K7ZpfNlaKd9k7z8erU_LzCu-ddEo94OJhjWTUIDp_aHWrI1OVlgWA-B-woLaAFxuhwDtbuavqWBvM7mZH23rjHJI0CT1CHGBpmEt_WnJTNidzKtLdPLiq_A_8XvrUd8-Hb56wGLKVG26tA1amfUYjy6dbxejP3v3ow6_-AqfJyXWhBcCrCmlCYnO1C5AxvpPIAd_prjB8ihCSAGHpf9MSi6eSg3LWBTzcMBdGlzetC7j65ozPeoGCi9pqsjHOzU9KId6itwyq65bWWzniZrsItYffbBfcKS_d1vXXtbxPXQtio5ePkdgUtl9-6T4IGS9Otg_6J984QxsLjiZlce2yO2Rt2znLvv3iZm4wmay_h2RBywwepwIj4b-MRiFbGZMPyfYQL5h6zQDVaGJjlA4AIY7hbw-LTbTp0l-j17Hgl-47WmKrsqsG6s_ECWInzw 123 136.226.2.103 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ April 17, 2023 9:22 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP Advanced Business Application Programming (SAP ABAP) has been the programming language for SAP applications for decades and is a vital tool for developing custom applications, reports, and interfaces on top of the SAP system. Developers praise the language for its simplicity and ease of learning as well as its ability to run ERP applications. However, as technology continues to evolve, the future of SAP ABAP is becoming a hot topic of discussion within the SAP community.

Modernizing SAP's Technology Stack

The first thing to note is that SAP has been investing in modernizing its technology stack for a while. It has been pushing its cloud offerings like SAP Cloud Platform and SAP S/4HANA Cloud, and these platforms have different programming models that require different skill sets. SAP is also investing in open-source technologies such as Node.js and Python, suggesting that SAP is moving away from its traditional ABAP-centric approach. However, ABAP is not going away anytime soon. The core of the SAP system is still written in ABAP, and it will continue to be the foundation of the system. Many businesses have invested heavily in ABAP and have custom applications that depend on it, so it is not feasible for SAP to abandon the language and force businesses to rewrite all of their custom applications.

Upgrading SAP ABAP Features

SAP has been actively developing new features and functionalities for ABAP, ensuring that it remains relevant in the current technology landscape. ABAP has been modernized to support modern programming paradigms like object-oriented programming (OOP), and SAP has been investing in ABAP tools like the ABAP Test Cockpit (ATC) to improve the productivity of developers. SAP has also been making efforts to integrate ABAP with other technologies. For example, SAP has integrated ABAP with SAP HANA, enabling developers to leverage the in-memory capabilities so they can write faster and more efficient code.

Using Low-Code or No-Code Platforms

Another trend in recent history is the use of low-code/no-code platforms, which are platforms that allow users to develop custom applications without the need for programming skills. SAP has also been investing in this space, as seen with the SAP Fiori solution, which allows users to develop custom applications using a drag-and-drop interface. This trend is not a threat to ABAP, but it does mean that businesses can develop custom applications without having to rely solely on ABAP developers.

Preparing for the Future of SAP ABAP

While it is impossible to predict, the future of SAP ABAP does not appear at risk, although it will continue to evolve. While SAP is investing in modernizing its technology stack or in low/no-code platforms, ABAP will continue to be the foundation of the SAP system, and its developers need to keep up with the changes. As ABAP skills will continue to be in demand, especially for businesses that have invested heavily in custom applications, developers need to be versatile and adapt to new technologies while continuing to enhance their skills. To learn more, reach out to the BCTG team today.

Sales planning is an essential part of running a successful business, and SAP Analytics Cloud (SAC) is a vital tool in streamlining that process. By creating sales forecasts, for example, sales planning can help organizations set achievable targets and allocate resources effectively. While SAP’s Sales and Distribution (SD) module has been the go-to solution for sales planning for many years, SAP SAC offers a modern and more efficient approach.

Understanding SAP SAC

SAP Analytics Cloud (SAC) is a cloud-based analytics solution that integrates data from various sources and presents a unified view of an organization's data. SAC offers a comprehensive suite of tools for planning, reporting, and predictive analytics, making it easy for sales planners to create and manage their plans.

The Sales Planning Process with SAP SAC

Curate the Plan

Sales planning with SAP SAC begins with curating a sales plan model that will be the foundation of the process with all the data needed. The sales plan model can be created by importing data from various sources, such as SAP ERP or Salesforce. Once the data is imported, the user can organize it into categories, such as product lines or sales channels.

Create the Forecast

The next step is to create a sales forecast, and luckily, SAC provides various forecasting methods like exponential smoothing, moving averages, linear regression, and more. Users can choose the forecasting method that best suits their business needs or adjust the forecast manually.

Set Targets

Once the forecast is created, the sales planner can use it to set sales targets at assorted levels, such as product lines or sales regions. SAC provides a simple interface to set targets and allows users to adjust targets based on market conditions or business priorities.

Develop Strategies

The next step is to develop sales strategies to meet the previously set targets, and SAC is equipped with analytical tools to help users identify the key drivers of sales performance. Users also have the ability to slice and dice data in several ways, like by sales channel or product line, allowing users to identify the areas that need improvement and develop strategies to address those areas.

Additional SAP SAC Features

Another key feature of SAP SAC is the ability to create what-if scenarios. This possibility allows users to test different strategies and assess the impact on performance. Additionally, SAC provides a comprehensive variety of reports and dashboards with real-time insights and high-level data to monitor performance and identify the areas that need improvement. This helps sales planners make informed decisions and develop strategies that are most likely to achieve the targets.

Leveraging SAP SAC for Your Sales Planning

Ultimately, SAP SAC gives users a unique and proactive approach to sales planning. With its intuitive interface, sales planners can tackle their tasks with ease and efficiency. From creating the plan and forecast to developing targets and strategies, sales planning with SAP SAC is a process tailor-made for sales planners. To learn more about SAP SAC and other SAP solutions, contact the BCTG team.

As more companies continue to adopt SAP S/4HANA as their choice for an ERP system, the demand for experienced consultants who can help implement, customize, optimize, and manage the software has skyrocketed. But what exactly should you expect from your SAP S/4HANA consultant? Below, we will explore the key responsibilities and skills of an SAP S/4HANA consultant, as well as some tips for choosing the right candidate for your organization.

Skills to Look for in Your SAP S/4HANA Consultant

First and foremost, an ideal candidate will have a deep understanding of the software. They should be able to navigate the various modules and functions of SAP S/4HANA, including finance, logistics, production planning, and more. They should also be able to configure the software to meet your organization’s unique requirements, whether that involves customizing fields, creating new reports, or integrating with other systems. In addition to technical expertise, an SAP S/4HANA consultant should have strong project management skills. They should be able to lead your implementation project from start to finish, including creating a project plan, defining project scope, managing resources, and ensuring that milestones are met on time and on budget. They should also be able to communicate effectively with stakeholders at all levels of the organization, from end users to senior executives. A well-suited consultant will also train your employees in how to use the software effectively, not only providing hands-on training, but also developing user guides and other documentation. This ensures that your employees have the resources they need to get the most out of the solution. Ongoing support and troubleshooting as needed is also expected from the consultant.

Choosing an SAP S/4HANA Consultant

When selecting an SAP S/4HANA consultant, in addition to the aforementioned skills, it is important to look for someone who has experience working with organizations like yours. This can include companies in your industry or of the same size, as well as those with similar business processes or challenges. As such, candidates should provide references from previous clients or employers who can attest to their expertise and professionalism. It is also important to consider the consultant’s approach to working with your organization as well. Some consultants may take a more hands-off approach, simply providing guidance and recommendations for your in-house team to implement. Others may take a more hands-on approach, working closely with your team to configure the software with ongoing support. Which approach is right for your organization will depend on your specific needs and preferences. Finally, it is important to assess the consultant’s fees and billing structure. Some consultants may charge a flat fee for their services, while others may bill by the hour or on a retainer basis. Be sure to clarify the billing structure up front to avoid any surprises later down the road.

BCTG Can Help

Your SAP S/4HANA consultant should bring a combination of technical expertise, project management skills, training and support capabilities to your organization, and their past experience should reflect that of organizations similar to your own. It is also important to take note of the consultant’s approach to working, as well as their fees and billing structure, before taking the next steps. By carefully selecting an SAP S/4HANA consultant who meets these criteria, you can ensure a successful implementation. Our team of expert staffing and recruiting professionals can help make the process easy for you, just contact us and we can find a consultant that is right for you.

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For businesses, choosing to hire a temporary SAP resource over a full-time worker usually boils down to two main factors: flexibility and cost efficiency. While your need is both temporary and immediate, it is good practice to look at this candidate as if they are applying for a full-time position. It is best to position your company as an industry trailblazer and highlight your company and workplace culture to draw in candidates. You will also want to prove to the candidates why your company is the best choice for them, before deciding whether they are the best choice for your company. When recruiting a temporary SAP resource on your own, you typically only have time to scan résumés, conduct brief interviews, and possibly run a few reference checks. This lack of depth available is exactly why staffing agencies, like BCTG, exist. Staffing agencies have vast networks that allow them to take a deep dive into potential candidates and ensure they are hiring the best fit. Typically, companies consult staffing agencies for their recruiting needs when they are looking to save time and money and streamline the hiring process. As a recruiter, it is your responsibility to understand the employer’s goals and what the ideal candidate will look like to achieve those goals. After all, recruiting is all about building relationships and finding the best candidates in a specialized and proactive manner. As a temporary SAP resource, you are not only filling an immediate need, but you are expected to have all the necessary skills – and if you do not, you must be a quick learner. Contingent workers are typically sought out when a company is looking to save time and money, so be mindful of that and only apply to positions for which you qualify. After all, the company is looking for the best fit for the positions, and it is on you to ensure that you are that candidate. Whether you are a business considering recruiting and hiring a temporary SAP resource or are a candidate yourself, download the full piece below. For any questions related to the hiring process for a temporary SAP resource from these three perspectives, contact BCTG’s team of Staffing and Recruiting experts today.

DOWNLOAD HIRING A TEMPORARY SAP RESOURCE FROM THREE PERSPECTIVES BELOW.

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Bryan Zorn bryanzorn@gmail.com 8285451866 Land my next gig in an exciting company Further develop a new skill Bioinformatics, data science Data, finance Programming and analytics Building my career as an independent consultant Finding more time for my family Learning new business and technical skills Getting a job I left bioinformatics to found my consultancy in data science, which has been great, but I want something more stable/regular hours. It's hard getting back into the job market with a 'resume gap' and I think a recruiting agency could help me plug back in to the job market. 03AL8dmw-CZWIqX6s4jIhSeWd-1h0RuS0SgD89KmTRDzYapdyJqRVKGb7dzVBMiM8tzsCRosExCMEUHxsZeMgyxamOWK3dTSB5ACR5tdd7_Ev_6OiVo-AubDvsPy_xLRQCq2c_sPyKTUrUr4zVaBpiypQIwK3Uwv5KPaTBbT_l_SNbOE7_Vh7KcoinK91-QHsaYi2er3CnAt4uJHeYjY7pctiDY6g1I1R7DecRO6Z1XJHuoLxiNt60eEyfYhqVg_fRLOabhmtOJN37kInPeW6oGN6fr0ZjOsxSulndtO6Pliif4wb5oFInjJIzgEGM3hTg3o1n4pB9eO2BaXXOBOgk3b8jzX0aVraEGqkQ60sET8_JH6NUyN4e9gbHhpWRCIdJFLGtDejVQniMSfcINs90Hm2An7cpQ4cZT2k2Y3XDXCwyAwi2rUsR1DV5VCfykq62lgS8qIYHInY_g5ePUhXG6dvNhHtOGc-DwGelYDHMgfTKNYwoKgeq41XB0_H9MhMUEd-oP6XWPcwkAniUnX0ch2SGit53_xcU6jYb9Zr3PKLMpDpo5K_yEohoc1W0vAXaa5sBzFPdGem5 124 136.56.174.211 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ April 27, 2023 11:26 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Bryan Zorn bryanzorn@gmail.com 8285451866 Land my next gig in an exciting company Further develop a new skill Bioinformatics, data science Data, finance Programming and analytics Building my career as an independent consultant Finding more time for my family Learning new business and technical skills Getting a job I left bioinformatics to found my consultancy in data science, which has been great, but I want something more stable/regular hours. It's hard getting back into the job market with a 'resume gap' and I think a recruiting agency could help me plug back in to the job market. 03AL8dmw-PDXy0cFpExrfCR9EI3kE-GQR0aKz75z9MWCRqoOsDbQb98KitPJIXpJgBsxn280ulDV4OGGjt82r8KxKRcIRjJvGHnzo7zNoEJTFetgU-_jpYkToxP5i5bR-VRrtCCEz6lTKdky0FplXTUCKfqAWKzPU6NFcz3TuDEEuUhJggPaYqd4RpM-vKZwaYG5TJJV8V_sWPsk3IXkfvyN1tm_ezpY0iyjUZOade8DMiyeRoKQ9Kiyya3bmUGF0-nAlAXc-rU4QgmnS-EsBPO2gVYnubaWqBym3bMcFxMGXrzkPIZi-ampkkOdmWLwDBN6gC1ytEq7uUzckVTUPoTSYnKKMTumyxSz3LRrKGAWXaExqxbDSMbdJb2A4FuE3xfxX2d1-eruHPmyiXRK19Zhs1wuDz-YrUTWwNmAJlxpdb4b7ttyGklc4c50a3ZXuEMZE0WjqwFjTplBo21zqSYwl2DVaWPAMwf3qyXhTveO_DAHh7pA1AXSyVdYVLH5rcOHYGtnHyLv27Yrq3ylaKrUiNnG0_e5qvRngL6J3Ev1DKAZLea2pWiGYGGGxYdBexuUKIUi3bhRq7 125 136.56.174.211 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ April 27, 2023 11:26 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Bryan Zorn bryanzorn@gmail.com 8285451866 Land my next gig in an exciting company Further develop a new skill Bioinformatics, data science Data, finance Programming and analytics Building my career as an independent consultant Finding more time for my family Learning new business and technical skills Getting a job I left bioinformatics to found my consultancy in data science, which has been great, but I want something more stable/regular hours. It's hard getting back into the job market with a 'resume gap' and I think a recruiting agency could help me plug back in to the job market. 03AL8dmw_56DVpxjeSnuTOR4OpHPR5D-cgfiOitKlZ4jSPQVhYpJuiA8pRtlyho7vM9T9p2HyUZF1wmBRF7bEO8bM4UzFOnA6JzVomzRTB5m94f1RRFgg8GlSno8nF9x2V6eB02DaIL-BKkYzYoULzsrUa5s7AuCBj43ItCjYaYhgSHJOeHu5A-UJIOdmkSISI0tc8kyIVXvJzmySsgaZ4ShkOmUF_JAdQhJ3cJIERRXZrLMYQOdXH4BsYJ5W_VgAKDLlBIsv2Ip4kRoWHmFe_m9PPWv1lec1OcFaQaPf7bfxgRk0N8SUrhK12j98EFyf-7R25qPn2kyeMfkUJ0KuFtL-rqoJeK5I0zOjNFsTagWZoX4kSdZqYMhs5a0ccKqJHiou2bB5LR5HgCSvj9lnf9yqhZRenh7gTLPxJ_tEJogiHp9oX9AzYy020BqQ8CojcEPXhRkJyYvZNuwqpi-1Wf1j6lOlqyRxr-uLpKFhgIhfWIZ7Y2W5YE2PnsUM7m_UbLZTbAx4LQ70EMQ13PYy8AsYkp5PiI1GbeXLlc09OpyYcNujBX0c6m7UULylX-_e7fRtvyRn1mHaF 126 136.56.174.211 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ April 27, 2023 11:27 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Devin Johnson jdevin745@gmail.com 9014858861 Finding a New Position This past Wednesday via LinkedIn I was messaged for a IT Security Analyst position and was told to email my resume to Nicole Restivo, but haven’t received any response back and when calling in this morning to Bull City Talent the number from google it goes straight to voicemail. Wanted to know if there was someone I could contact me sometime. Thanks 03AL8dmw9Go-PIj149YmRBMXnms3PZGz5rBy2CxlsJfTlnGewh3jZH5fEQpHr-FqbeGUhAfJ9Lg-HseaBJjxPZTSXvykdnEP-Xdcng1A0-fUa6CMoe5U43mCvGHdUuaq-44hATmH-K8bKqs1nOsoF5csjym34jGQbPm5dahyOHFPnwBCDFlmvbrAD_z-2k0o0yE5MguhJd_KdJAsCvobrk5hItamgacCYalBBYLlxNOS5n9qsEBo6f1tnUX3W_ipFWqXmjMUe9NUKvFsWc1LgxDxk1eRr4NR5lAfO7hauX-6PYtLJBYIEBi2iobvUETnwWJ3pxU5VZPpoj_QquzPrtfEwmPqHDjxSpOb5Fsvzn-jwu8wJD6G_QsNH4UmTKtappqt2DqrBAGNBSgN41wY2UNMgje-alfzra7stBKH6KMBDeKqSJgJYpCa2XVDMxEGg4d6Ol4G2iFEhE1iTJh0qIQkwE9w1uxOwv_daQVBIProYpwg1xtNFCWheJ66KxMx4eKmVkv2el5UK5Ja8BxdDZhYr_P2DlQpc56aG4_9Xins8UE-4xgrs0v_3lev23WJzwfJxWJjICSEshJQMtduKuRraTrfPKoUYSQ9gzaaSPvpuJRDHNN_JryWc 103 104.28.50.90 Mozilla/5.0 (iPhone; CPU iPhone OS 16_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.4 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ May 1, 2023 1:05 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Devin Johnson jdevin745@gmail.com 9014858861 Finding a New Position This past Wednesday via LinkedIn I was messaged for a IT Security Analyst position and was told to email my resume to Nicole Restivo, but haven’t received any response back and when calling in this morning to Bull City Talent the number from google it goes straight to voicemail. Wanted to know if there was someone I could contact me sometime. Thanks 03AL8dmw9nuaQAbbMRyL1b6LWdBjRmAeBqKaqTbeAI8IyHNK-dq-KyrPT-Onj8hRS3CtSA7X6Jovi1Zy-uhmAY67d5ev0uv4qnxp5tujodt-A4V2fznfEUnuKwb6moEb5khTine5d37suOrp0w8omRdi5xQ3i68GzQBcTjh9PqECX8M-fhWW-dv5YTYjek4wBeI_hKLgOYurUhDzMN9GsfID_n8emqyagdxY0EV7S3cp22AnlfBzyF2jn5gFFAUY5wND6k_mKUWiz2ERnIbKTxWTJZvqIFpZDLtnszI38EK_Wjy0DjsZvZ6BMh75uL8LeFHwKdsChS3ZwFnxCn2lrNWJmwq5bKG8AXb2weUH0sSKxYSy2mRCnUe3vv9vtVphE4b4gnT4wChMDAbwT0ZT7__QFUck8T7P8v6gen-r0-D81SBux1_RIlz38PO0pN4B7MqNWdiBOzj-7B3uaMvmF3XwuYwlU70h3fUWB2haky6XgYDjD4Cojnh2Phzo1XE2hHukxvoE3IdHQ4LYhyw9ykqd3F6Mjl-Rz_EeJ0OwVkX53TcHsMPPzqeY08xmG-9cRlkHwLRbzOW11Nyx6iFaOhtmym72DIVRY5Jyu33pAiJjSWMSaTj_OOqMo 104 104.28.50.90 Mozilla/5.0 (iPhone; CPU iPhone OS 16_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.4 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ May 1, 2023 1:05 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Devin Johnson jdevin745@gmail.com 9014858861 Finding a New Position This past Wednesday via LinkedIn I was messaged for a IT Security Analyst position and was told to email my resume to Nicole Restivo, but haven’t received any response back and when calling in this morning to Bull City Talent the number from google it goes straight to voicemail. Wanted to know if there was someone I could contact me sometime. Thanks 03AL8dmw-GFdgFjk67uW6D1TcfpToPz8xOv-03MJRd5SU_9zZcLeQTjsRTS5xk0w_FpuQ4GLDM2nvnb5g3lwm_GpAGWgHXRNLXsri530KLhVjs2qZIJ-3B-bmsITQFQ5qC68Gq5-DzasJnzSBkXNlNDNJSAarWkR4x3wGKLuATBsYRcxwX9dtx_7cADheqfHkIRf6Aq4BTL5GEEoj3qyQREGpxuo4S1PUcleaI8rMy2Uot0VQtYEy0RLqAFdlRsjzPAX8kl6qeliTdpjUQxdLPEA0jxSZXlK7GQh8BT38gAIcjcFb9AnV_gH02yagYeMLD06soMNH9ZKPR_esSRrIBc1qtkhwGdYenVxCeomXfiAPAZ-dHvRTTUqPQJ68jmS-eTzeg_f6KN4e6hyi6Hcl3rXXf5F5coSFkqf1c1GpbEri1cnm-77o34HKOxIrJ6051D9AC97yUVlMPbMdyFHEgnWorhD_x73nDS707MREZv97t0m-T-QIdVki_-TNlHOLBx1p_GS9OYav-WCtV6bWvotD90MDn2bxvxam7zI38gHX_obNXak0Qr62OjP26OfoPLX9Z761Wtx_eWGOCXE790eloXKhVKppJ6w 105 104.28.50.90 Mozilla/5.0 (iPhone; CPU iPhone OS 16_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.4 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ May 1, 2023 1:07 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kazim kazim@adroitco.com 3312124521 Finding a New Position Hello, Hope my message finds you well , I have some excellent resources with below skills set in Texas Area and open for both Remote /Onsite opportunities . Please email the job description and I will share their resume for your consideration , Hoping to hear back from you, Thank you 1. SAP BTP Consultant /Architect 2. SAP UX Fullstack Developer / Solution Architect 3. SAP Project Manager_S4Hana 4. SAP ABAP Consultant 5. Oracle EBS Technical Consultant 6. IOS Developer 03AL8dmw_f5TIxrTXtzKmuiibuhzsqXKR_G4QkL7zjHbqONblkKRh5ojjRjU9mF7NYPjWQonmfzhnuomagHq7Pj4xLhoGDSKEXlkEZGjZ2jRfxUelJ6ybT_05MyVEl-Mc5UXRuUR1zhWg7NeVGcYhumPHZLqIRxSxw0DYVs_r_Y1Q9K7v_xyOS15Y7q7DnLyZRpDLv_57cDdu8sZwxtX3Z3v5sa5nLa_YzMpYqHK29p3DqfFRKcx_AjuIS7vEsn-aDT3fqP7MGeFDtgfph7v0sFH_1QvTDJC-G932nTZ2y8ltMFZaZfM-eHlJ4ovUwy-x3BXyA_57h1rdyc6AFdaxMGUqytBn1hFUdREWnN1OxGrwQTDdK9796zTtCVTRqq8ZAqdsmR_F8NcDQaIMFTB5fZPe-yR4MUtPzjF4BxBageBN7SOz31uGq3Mvnl1XxXC2KjWlAw8wkOhTJO9vzn-QBPTNvSwi4TXP0poFpRkLAcg62d3JsvRaUcYxPKZK_ioQEH2O7xjWmvUOmmAQPz830BfcEZr64Fo0QdTkoqkkekryhxr5I2QbJEVzl8YnWiYncHP-WbQTDtpdc 106 122.175.36.214 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 1, 2023 7:23 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP Analytics Cloud (SAC) is a cloud-based analytics tool that helps different organizations to combine, analyze, and visualize their data. In today's market, SAP enables its clients to connect to various sources of data, including SAP and non-SAP data sources, and it is an all-in-one software-as-a-service (SaaS)-based product that allows companies to perform advanced analysis, data modeling, and predictive analysis. When looking at the current retail, consumer products, and manufacturing industries, you will quickly notice that there has been a growing need for data-driven solutions. When it comes to an increasing demand for data-driven decision making, SAP Analytics Cloud consultants can help implement SAC and utilize its features to gain important insights through data. As businesses continue to grow and expand, there has been an increased need to digitalize their operations and that is where SAP SAC consultants come in. An SAP Analytics Cloud consultant can help to implement, customize, and optimize SAP’s cloud analytics to provide powerful data visualization allowing businesses to gain deeper insights into their data and make more informed decisions. Below, we discuss the ideal background and experience of an SAP Analytics Cloud consultant as you consider recruiting one for your needs.

The Ideal Background and Experience of an SAP SAC Consultant

Technical Skills

Technical expertise is an integral requirement for an SAP Analytics Cloud consultant. The consultant must have in-depth knowledge of the SAC platform while being proficient in working with different environments like SAP S/4HANA and SAP BW (Business Warehouse), as these are some of the primary sources of data for SAC. The consultant should also be familiar with data warehousing and have some knowledge around other non-SAP data sources such as Excel, CSV, and SQL databases. Having experience and a strong understand of SQL, as well as different scripting languages like Python, is crucial for data modeling, data transformation, and automation of workflows in SAC. Background and experience in BI (Business Intelligence) tools such as Tableau or Power BI can also help when it comes to designing and developing reports and dashboards that provide detailed insights through data.

Project Management Skills

An SAP Analytics Cloud consultant should have experience in managing projects in different environments, including planning, design, development, testing, and deployment. Additionally, they should have excellent communication skills that can easily tie into becoming a successful candidate. This can include experience communicating with clients, cross-functional teams, and management. They should be able to clarify and clearly articulate requirements for the project, along with goals and risks. Identifying potential risks before they occur is a vital skill to have, and ensuring that all project changes are communicated, documented, and managed is an important part of analysis as a cloud consultant.

Industry Experience

If a company is looking for industry specific expertise in a cloud consultant, they should focus on finding someone who is familiar with challenges and opportunities in the industry they are working in. For example, a retail consultant should have experience in analyzing sales data, inventory data, and customer data to drive sales. This specific retail industry experience can help to develop solution-driven results for clients. Companies should focus on hiring an SAP SAC consultant with expertise related to their industry, business operations, and unique needs. Candidates with multiple industry and domain backgrounds such as finance, manufacturing, retail, or healthcare can be applied to developing analytics solutions across sectors that can provide actionable insights for your business.

Finding an SAP SAC Consultant That Is Right for You

An ideal SAP Analytics Cloud consultant candidate should have industry expertise with a combination of technical, business intelligence, project management, and communication skills. With such skills, the consultant can help the organization reach data-driven solutions within SAP Analytics Cloud, achieve their targeted goals, and provide valuable insights to their clients. If you want to learn more about the future of SAP SAC and its impact on your business, please visit our website at Bull City Talent Group or contact the team directly. Contributions from Prapti Roy

Harika Manne harikamanne1@gmail.com 4094666957 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment All of the above EDI, SAP Order To Cash, Procure To Pay, Supply Chain, Retail domains EDI, GEntran, Sterling Integrator, SAP EDI Building my career as an independent consultant Learning new business and technical skills 03AL8dmw8H4DAxAvWJKjfaUvwdchAByNdyxHqGLimbrBLJ6WeIVO-CYyd7LX1CC1zllD4rqlT7vPrLgV_ZREmaD_JRwPqf6mtu9z8JkxdR0GLm43HR7FrnKL8wbB0WudSkXuLDKhNlEaBKa4RELf_m9dVCsF4-fQSOVWjcBBzQSwjTa460Kopqni5PbKWhCy_xub7qMgAQqx2wlRsMDV6SQlv56SLLdsIr-8dBPyxYD-JSmlddbd2yMYAxRf2GglmTvmqbspR1nvmvCs8arwOWc9EHYezGvLw6-mDkbYOfgMTyQy-AMV3A_u7DQjLmM2EiQvDCQL7jLu9z_TuZrgdZzz1Ush9-Rs1-9SaeG_IPSuBAw2wKhtI6pzVrDaQ4fgw1SFDQzfojURgS5bp-iDuF2NmIHzInQ-1Eq8Iw8vorq57xcpPJhK3oxcFk2ZwCZkmSgyJgwKPy1rLUAPoCCvfr5c4YlSdJWZgR1UhZ3oiHjgZirQqBu6B_lKn8okpTafceJF8QMvmgZVG053_47BU7RAvmQXUywKsUA-NrvN3PLvn0-2qlmJlnn7B_VDwYX5hSQ0iZTH2lfTkf 127 174.70.47.159 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/112.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ May 2, 2023 1:40 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

As companies increasingly rely on SAP software to manage their operations, the demand for skilled SAP ABAP developers has skyrocketed. While The Bureau of Labor Statistics does not have specific data for SAP ABAP developers, the outlook for all software developers is at an increase of 21% from 2018 to 2028, and in the United States alone, there are currently over 1,000 open SAP ABAP developer positions via LinkedIn. These professionals are responsible for developing, testing, and maintaining custom applications within SAP systems, making them a critical part of any organization's IT team. But with so many candidates to choose from, how do you find the right SAP ABAP developer for your needs?

What to Look for During the Recruiting Process

Hard & Soft Skills

First and foremost, an SAP ABAP developer must have technical knowledge of SAP ABAP, the programming language used to develop applications within SAP systems. They should also have experience with other programming languages like Java, C++, HTML, or Python, as well as an understanding of SAP modules like MM and FICO. In addition to these technical skills, strong communication and teamwork skills are essential, as SAP ABAP developers often collaborate with other IT professionals, business analysts, and end users to develop solutions that meet the organization's needs. Software development also requires a sense of natural curiosity, exploration, and problem-solving in order to successfully get the job done.

Experience & Education

When it comes to experience, most employers require at least 3-5 years of SAP ABAP development experience. However, some organizations may prefer candidates with more extensive experience, depending on the complexity of the projects they are working on. Formal education in computer science or a related field is also highly valued, although some employers may be willing to consider candidates with relevant work experience or training programs in lieu of a degree. Finally, a certification in SAP ABAP, whether it be SAP Certified Development Specialist - ABAP for SAP HANA 2.0 or SAP Certified Development Associate - ABAP with SAP NetWeaver 7.50, can demonstrate that the candidate has a deep understanding of the programming language and its use within SAP systems. Additionally, having an ABAP developer that has an understanding and nuance of a specific industry can ensure outcomes that are more sustainable as they're designed with the environment and industry context in mind.

Assessing Suitability During the Hiring Process & Beyond

Interview Questions

During the interview process, it is important to ask candidates technical questions to gauge their knowledge of SAP ABAP as well as questions about their soft skills. Examples of technical questions might include asking them to explain how they would solve a specific programming challenge or asking them to describe a particularly complex project they have worked on in the past. Behavioral questions can help you understand their work style and approach to problem-solving, like asking them to describe a time when they had to work with a difficult team member or how they handle conflicting priorities.

Hiring Options

When it comes to hiring SAP ABAP developers, there are several options to consider. You can hire in-house, which provides more control and oversight over the development process but can also be more expensive. Alternatively, you can outsource the work to a third-party vendor, which can be cost-effective but may result in less control over the final product. Another option is to hire a freelance developer, which can provide flexibility and cost savings but may be more challenging to manage. Finally, working with a staffing agency is an extremely effective way to gain access to a larger pool of candidates and streamline the hiring process but may come with additional fees.

Retention Efforts

Once you have found the right SAP ABAP developer for your organization, it is important to retain them. Competitive compensation packages are essential for any candidate, but especially in this case as skilled SAP ABAP developers are in high demand. For reference, as of April 2023, the average SAP ABAP developer salary ranged between $79,000 and $137,000 in the U.S. Providing opportunities for professional development and advancement can also help keep your developers engaged and motivated, and creating a positive work culture that fosters collaboration and innovation can help ensure that your developers feel valued and invested in the organization's success.

Finding the Right SAP ABAP Developer for Your Needs

Finding the right SAP ABAP developer for your organization requires careful consideration, from skills, experience, and education to asking the right interview questions and exploring different hiring options. As you begin the search for an SAP ABAP developer for your team, consider reaching out to our team of expert recruiters to help you along the way. Our proven history may be exactly what you need to find your dream candidate. Click here to contact the team directly.

Lida Ghazanfari lida.ghazanfari@gmail.com 8503201554 Land my next gig in an exciting company 03AL8dmw9V3MYii7_zSQ29CqbpWfnjM0P6MpYngV96i5wJLT0ZilUL9jmPZiJPxLnSw-1320x1GtiHqU-tPe3kxMXHwjy0WQggcbLYdO95ZrzBOf_XHaSP3xXCgkNob-HaKVdP4E4URFusbCwXEkN0b-CW4P5KpE2i-nybT_0S7cN8ms-qmxfE_eUnuxtGUvjxBZwTCj028RKo0amLOJEsQlti-IeTOI0tk4fY_DIY0egp_IGCUywiC3Bjy9vIughqqSaTqXz1pbs3pfguCWeD949sv_5B_npmy5PxrGDrU6_v61q-HP8Cu0rZtHaPsSTvNJI004XQkByIRm7nauAps4DdrNrrbXJ6wL_dnandLHWsKcxx17p9JNESSX65wikTJLX5RpBkRe7nHKfS2n2taC9oF2aXYT94UdpfOTWIpkWAJfYKwpsYlwgaH7k4ZPZncJyC-piIP_IT_6aJeCkkYEz6lKDcpbRo3OxG07TjC0C76EC1UWm-t12HRnTEbfGNLmCMAVxUFMv8SQX9R0EY8wI5PzAHglltQPOiYv2w-l3-B_KB7NhGt-D97SVNMb-GR_JhSHpn_fBLvK8JJE9MJKebIoG2wCITD-6jpgVxYJlLDG-cVvaYKQt9gmRcSiOrAZjgq7_gxyfP 128 45.37.206.59 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/112.0 https://www.bullcitytalent.com/join-community/ May 7, 2023 6:23 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP S/4HANA Cloud is an enterprise resource planning (ERP) software that helps businesses of all sizes manage their operations and processes, and specialized consultants can help businesses not only implement this software but optimize their use of it as well. As more and more companies begin the implementation process, the demand for a skilled SAP S/4HANA consultant continues to rise. As you begin your SAP S/4HANA implementation, scoping the roles and responsibilities of your SAP S/4HANA consultants is essential to better ensure project success and efficiency. Scoping roles means defining and assigning the range of duties of each individual on the team is expected and required to perform. When everyone on a team knows what their role is and what is expected of them, they are more likely to work better together and achieve project goals. Simultaneously, with clearly defined roles, individuals can focus on their own tasks to ensure the project stays on track and avoids delays. Additionally, well-defined roles can improve communication iso that everyone knows who is responsible for what, and it is easier to communicate project updates, changes, and issues, as well as prevent misunderstandings or conflicts, which can be common in projects where roles aren't clearly defined. In this piece, we outline how to scope roles and responsibilities for your SAP S/4HANA consultant to ensure your company achieves its desired goals and objectives in a streamlined and efficient manner.

How to Scope Roles and Responsibilities for an SAP S/4HANA Consultant

Step 1: Identify project goals and objectives.

The first step in most plans starts the same: What is it that you are looking to achieve? In outlining the project goals and objectives, you will have an understanding of what resources are needed to achieve said goals. Tips include reviewing project documents and meeting with key stakeholders or conducting research on similar projects.

Step 2: Narrow down skills and experience.

Once the project goals and objectives are identified, the next step is to determine who needs to be involved in the project and what roles they should play. What skills will the ideal SAP consultant candidate have? What experience is required? This is done mainly when conducting interviews or reviewing resumes.

Step 3: Develop a project plan.

The next step is to create a project plan that outlines the project goals, objectives, timeline, budget, and scope. This plan should also identify the key roles and responsibilities for the project. Some best practices include creating a project charter, conducting a risk assessment, and using project management software.

Step 4: Define and assign responsibilities to your SAP S/4HANA consultant.

Once the project plan is complete, the next step is to delegate the roles and responsibilities for each team member in a clear and concise manner to avoid confusion. This step is key, as who gets which role should be based on each person's skills and experience, along with their availability. Considering team members’ preferences and strengths or conducting a skills assessment are two ways to effectively approach this step.

Step 5: Monitor progress.

Once the project begins, it is important to monitor progress and make adjustments as needed. Holding regular team meetings and tracking statuses can help to ensure responsibilities are being fulfilled so the goals can be met.

Step 6: Evaluate and adjust, if needed.

Once the project is completed, it should be thoroughly evaluated with a post-project review to identify any necessary adjustments for future projects. By completing this step – with the help of team members and stakeholders – project managers can improve the scope of roles and responsibilities for your SAP S/4HANA consultant in the future.

Final Thoughts

By following the recommended steps outlined above, businesses can ensure that everyone on the team knows what is expected of them and can work together effectively to achieve project goals. With the increasing demand for SAP S/4HANA consultants, it is more important than ever to have a solid understanding of how to scope roles and responsibilities for these consultants in order to help clients succeed and build your organization’s reputation in the industry. To further discuss scoping the roles and responsibilities of your SAP S/4HANA consultant, reach out to our team of SAP Staffing & Recruiting experts.

As companies worldwide continue to digitally transform their operations with SAP solutions, there's a growing demand for well-trained professionals. Unfortunately, finding and attracting top-tier talent is becoming increasingly difficult as demand outweighs supply. This is where SAP Staffing & Recruiting firms like BCTG come in to help. As you explore bringing in SAP talent for your implementation, we have outlined some pros and cons of working with an SAP recruiting firm for your consideration.

Pros of Working with an SAP Recruiting Firm

Access to a specialized talent pool

With a global shortage of SAP talent, it can be challenging to find the right candidate for your company's needs. SAP recruiting firms, like BCTG, have access to a vast database of specialized candidates. This means that the firm can quickly identify candidates with the necessary skills and experience, saving you time and money on recruitment efforts.

Expertise in SAP recruitment

SAP is a complex and evolving field, which can make it challenging to keep up with the latest trends and updates. SAP recruiting firms have extensive experience in recruiting SAP professionals, meaning they understand the skills and qualifications to look for in an ideal candidate. They also have deep insights into the nuances of the SAP market, which can be challenging for internal recruiters to match.

Time and cost savings

Recruiting SAP talent can be a time-consuming and costly process, and partnering with a recruiting firm can significantly reduce the hiring timeline, leading to substantial cost savings. Additionally, staffing and recruiting firms can offer a more efficient recruiting process by handling all candidate screening and communication, freeing up your internal HR resources.

Cons of Working with an SAP Recruiting Firm

Financial considerations

Working with an SAP recruiting firm comes with costs that need to be considered. The specific rates will depend on the complexity of the role and market conditions, and while this can add up, it' is essential to consider the long-term value of securing top-tier talent.

Potential misalignment with company culture and values

One potential risk of working with a recruiting firm is that they may not fully understand your company's culture and values, and this misalignment can lead to a poor fit between the candidate and your organization. At BCTG, we take great care to understand the client's culture and values, and we become an extension of your team to ensure that the candidate we place is the right fit for the company.

Limited control over the hiring process

Another potential downside of working with a recruiting firm is the loss of some control over the hiring process. Companies partnering with firms may have to relinquish some screening and selection responsibilities. However, BCTG's team works closely with clients to ensure that the hiring process aligns with their requirements and expectations. Additionally, it is essential to establish a clear line of communication and regular updates to ensure that the process stays on track, and we pride ourselves on our transparent and collaborative approach to client relationships.

Partnering with BCTG

Working with an SAP recruiting firm like BCTG can provide significant benefits for companies looking to secure top SAP talent. Our access to a specialized talent pool and expertise in SAP recruitment makes us an ideal staffing and recruiting partner. When outsourcing your recruiting efforts, it is important to consider benefits and drawbacks for each individual company depending on your specific goals and needs. We encourage our prospective clients to make informed decisions when choosing to work with an SAP recruiting firm. To learn more about working with an SAP recruiting firm like BCTG, contact the team here.

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SAP SuccessFactors is a cloud-based human capital management (HCM) system that helps streamline HR processes and enhance employee engagement. Implementing or optimizing this powerful software requires expertise and experience, which is why hiring an SAP SuccessFactors consultant is a must. Below, we lay out the qualities, certifications, experiences, and more to look for in an SAP SuccessFactors consultant to ensure a successful implementation.

Qualifications and Certifications

When considering an SAP SuccessFactors consultant, it is crucial to assess their qualifications and certifications. Look for consultants who possess relevant certifications such as SAP SuccessFactors Professional Certification, SAP SuccessFactors Associate Certification, and SAP SuccessFactors Learning Certification. These certifications demonstrate a consultant’s deep understanding of the software and its features, their ability to troubleshoot and optimize the system, and the skill set to anticipate potential issues before they arise.

Communication and Collaboration Skills

Effective communication and collaboration skills are essential for an SAP SuccessFactors consultant. They must be able to communicate technical information in a clear and concise manner to non-technical stakeholders, ensuring everyone understands the benefits and requirements of the system. Additionally, consultants need to work collaboratively with cross-functional teams, aligning project goals and managing expectations. By fostering open and effective communication, consultants can better understand client requirements and address concerns promptly. This open line of communication leads to improved alignment between HR and IT teams, increased user adoption, and ultimately, greater project success. After all, a good team player is results-driven, and those are two qualities in one that you should look for in your SAP SuccessFactors consultant.

Problem-Solving and Analytical Skills

In addition to communication and collaboration skills, a good SAP SuccessFactors consultant must possess strong problem-solving and analytical skills as well. With an eye for detail, a good SAP consultant truly understands the value of a methodological approach. As such, they should be adept at analyzing complex data, identifying root causes of data migration issues, developing effective solutions, and improving system performance. Whether it is troubleshooting technical glitches or optimizing the system to meet specific business needs, problem-solving skills are crucial for a consultant's success. These skills allow consultants to identify and resolve challenges, develop custom reports tailored to the organization's requirements, and more. With the ability to think critically and strategically, consultants can ensure that SAP SuccessFactors delivers maximum value to the business.

Experience and Industry Knowledge

Experience plays a vital role in selecting a candidate, but especially for an SAP SuccessFactors consultant, as they require a specific set of skills. Look for consultants who have extensive experience with end-to-end implementations, data migration, integration, customization, and user training. Additionally, SAP SuccessFactors consultants should have around 5-10 years of experience in consulting, HR, or related fields. This level of experience in the field ensures that they have encountered a variety of scenarios and challenges, equipping them with the expertise needed to deliver successful outcomes. Considering industry knowledge is important as well, as consultants who understand the unique needs and challenges of specific industries can tailor the software to meet industry-specific requirements and compliance standards. Whether it is healthcare, manufacturing, or retail, consultants with industry expertise can provide valuable insights and ensure the system aligns with industry best practices.

References and Testimonials

When evaluating SAP SuccessFactors consultants, do not underestimate the importance of references and testimonials. Request references from previous clients and take the time to reach out and inquire about their experience with the consultant. Additionally, check online reviews and ratings, if applicable, for valuable insights into a consultant's track record and client satisfaction. Looking at an SAP SuccessFactors consultant’s success in similar projects can guide you in your decision to gauge their expertise and professionalism and to ensure you are pursuing a qualified candidate.

Conclusion

Remember, the right SAP SuccessFactors consultant should not only possess technical expertise but also be a reliable partner who understands your unique business requirements. With their guidance, you can leverage the full potential of SAP SuccessFactors to transform your HR processes and drive organizational success. Choose wisely, and your SAP SuccessFactors implementation or optimization journey will be smooth and efficient and ultimately yield substantial benefits for your organization. Learn more about working with BCTG for your SAP Staffing & Recruiting needs here.

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For businesses that use SAP software, bringing on an SAP ABAP developer to help customize and extend your SAP solution can be extremely beneficial as ABAP is the primary programming language used to develop applications within the SAP environment. However, hiring an SAP ABAP developer can be a challenging task, especially if you are not familiar with the intricacies of the SAP software. With the right guidance, you can streamline the hiring process and ensure that you find an SAP ABAP developer who is knowledgeable, skilled, and experienced, and is the right fit for your organization to guarantee project success.

Guide to Hiring an SAP ABAP Developer

Step 1: Identify development needs.

The first step in hiring an SAP ABAP developer is to determine development needs. This includes identifying the specific SAP modules that are being used and the areas of the SAP software that need to be customized or extended. Common areas where businesses require ABAP development include:

Developing custom reports and interfaces
Enhancing SAP workflows and functionality

Integrating SAP with other applications
Customizing SAP screens and transactions
Creating SAP add-ons and extensions

Step 2: Choose an SAP Staffing & Recruiting partner.

Next, try to find the right SAP Staffing & Recruiting partner to help hire an SAP ABAP developer. While there are many staffing firms out there, not all of them specialize in SAP staffing, so be sure to look for a firm that has experience working with SAP clients. Additionally, the right partner will have a good understanding of the SAP solution and ABAP development. Key factors to consider when choosing an SAP Staffing & Recruiting firm include:

Experience and track record in SAP staffing
Ability to understand your specific requirements
Depth of candidate pool and ability to find suitable candidates quickly
Proven recruitment methodology and process
Good reputation in the industry

Step 3: Outline the job description and qualifications needed.

After selecting an SAP Staffing & Recruiting partner, outline the job description and qualifications for the SAP ABAP developer position. The description of responsibilities and duties should be clearly laid out, along with the required qualifications, skills, experience, and so on. Some key qualifications to look for in an SAP ABAP developer include:

Strong understanding of the SAP solution and ABAP development
Experience developing custom reports, interfaces, and workflows

Knowledge of SAP modules and integration with other applications
Analytical and problem-solving skills
Excellent communication and teamwork skills
Ability to work independently and meet deadlines

Step 4: Screen and interview the top candidates.

The fourth step is when the SAP Staffing & Recruiting firm will begin screening and interviewing candidates on your organization’s behalf. They will recruit and identify suitable candidates, weeding out any candidates who do not meet the requirements outlined in Step Three by conducting initial screenings. The firm will then provide a shortlist of candidates that they believe are a good fit for the position and organization. Once your organization has received the list of vetted candidates, interview top candidates and evaluate their suitability in more detail. This is an important step in the process, as it allows your organization to assess the candidate's technical skills, communication and problem-solving skills, teamwork and project management abilities, and so on. This is the perfect opportunity to ask candidates about their experience on similar SAP projects, as well.

Step 5: Evaluate candidates and make an offer.

After interviewing the candidates, evaluate each finalist and make a decision on who to hire. Once you have selected a candidate, make an offer and finalize the terms of the employment agreement. The SAP Staffing & Recruiting partner can provide your organization with guidance on compensation packages and any other contractual terms that may be necessary, along with ensuring that all necessary paperwork is completed and that the candidate has a smooth onboarding experience.

Working with BCTG for Your SAP Staffing & Recruiting Needs

Hiring an SAP ABAP developer can be a complex process, but by following these steps and working with an experienced SAP Staffing & Recruiting firm like BCTG, you can streamline the process and find a developer that is the right fit for your organization. With these steps in mind, you will be well on your way to finding an SAP ABAP developer who can help you achieve your business goals with SAP. Learn more about partnering with BCTG for your SAP Staffing & Recruiting needs here.

JEAN NESIAN spencer_jean@hotmail.com 15197221973 Plan ahead for when I roll off my current assignment Further develop a new skill SAP MM and SD Building my career as an independent consultant Travel I will be rolling off soon from the existing client and i am looking for new projects. My expertise is both manufacture and IS Retail. 03AL8dmw-I7_HwpvOVZWuugwbqbbsiGavXNpvp0E-C5La5JyTIurTMCdBo91L9esUK4ac1deoh09yUr7vhtfWfuRmViWVBFJvyioM9s-7gmCJN2LELdu-Fjn4U6swYPQxfz_HGJYd20X0aap7O_Hrmq0uFzcRImmk7YaikM2iPfSro4IAI4_pzEDfsjInT7qEbybgYB3Nsw4EqxGnh0eesfbmh6U9a7xRmrz_Gs3DHb9Fm0nqTS4TcPmOVgI9tKiP6FQziZHE4lcoEkho8CVd7WuhH8R3HkIogEn80QWcxbT0vgL7gBUfacudukflwCXlaD0VDTHm8L4FF0RDDDcA77P62w1dqRT9-IUwljkY-msxuzRtcH-alQ6LZj9Mdv0AaMLJMycPi5yya49JyUsfKupE0MbfaJMGf6dO0YtjCg9QGDUPyOTN2I1PkcbK5nf0nPW0v2EuOE52_gpcgaFl_nPzBWWIj3pVUD_RXioyU3W6-7TKpEWW22DGUFeftCjTVCbTs-sXyTuKzfLUXG8J-PMFnwKmDgM_m55MgETCmr5M3VzFfI0hS-u0OPTHRlfKVLHSKZejNNK7apDzaFco5bsbPQgJtBunizNVTKDxZxzMVUJk4AkDo5TH72l3_uBF_VhZYaDs-lQB6 134 99.251.128.40 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/113.0.0.0 Safari/537.36 Edg/113.0.1774.42 https://www.bullcitytalent.com/join-community/ May 19, 2023 4:47 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rakshit Kumar rkumar@hrteksoulutions.com 4144334846 General Inquiry Hello Recruiting team, Hope you guys are doing well!, I just want to let you know that I do have a couple of BA, DA, QA, and Testers available on my bench. Please let me know of any C2C requirements. You can also send me the requirements for JAVA Developers. Regards!! 03AL8dmw9bo0PpUa38RaloIMD6H_Vc8Qq-sQ46LvsvW1txNEG8CFoMsBI65aJPfVG7JzDkrmVCfxaJNry0e7NmyL1kYPlp6eTwAQcYPPW-1vmNDZZZ2gZF6a-5rGIPsTeSzPdoIJ8OjksznNt7vketqXZA1b-bcEZ2snUuob-N6vpoWDnpsbPbnPh6hsQo0ncoQfStl22m9ufRGS4ylb_HQIhX91D6Dp2G5jMZRX0yHemW5mQqsBHVq4w2Roo9HRG-Z_T24HotJczZ0eLX4ElLSD6WzIS3lj-9o-8LZTU5hwVXt25p9PszHMaa3pOd98J8f3FUXyb9_ReSMFuMz3cDoWDDwfIFi6uXwhv1yzr4IyafCEm8D6OS2YATHuyBpVF102yL6Nv437EoJu_nM5YwB3zK1kxOwlrp9N6rqlmkfKpbIEWTctAXqKYx-qzmrGMsASDwHh807p8MPgnj6XRc5Ke6IS1TOy12QpxieGOGAn8aS-jIelXEVrQWXdKtTk99KkNGVRh_IrWqRPShlKchqhx-0p1_fFv27HMGntg-7pnJbj68CmC2m_iuIcAvnNrYhQpcxrbEuw0sR1rp-LLUERqsGMN-n0oD-qM1HAz2LuId_GyCZLMa4LMWQkVQd5agJcd51VEOpgOD 107 49.36.187.144 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/113.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 22, 2023 5:27 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Rakshit Kumar rkumar@hrteksoulutions.com 4144334846 General Inquiry Hello Recruiting team, Hope you guys are doing well!, I just want to let you know that I do have a couple of BA, DA, QA, and Testers available on my bench. Please let me know of any C2C requirements. You can also send me the requirements for JAVA Developers. Regards!! 03AL8dmw916cxkt3HMDsru-Pn09JIikGdaSlP7Qy_bsXPruccbYELn0oE62dokemj42tkjza46Yn9aQi6g_RJyaCZz6G1bpE8T86E5WqjjX8274KI7_gwfdkIT4O4woAmsWybmdUNYtxGpSUV-8_w964Mi_sxT7D86bJJ1wudBLPW9eqdThE7bxaVedntVcZC8z9fLgn2xzPqqeQqrdZBXZxNhUgS8gr15eIg3kx9VMBO8ZaH7-Z3-qco7DIDIAyKHHlyPLgBvaKkkCwVccC2HLWsP9-4JSMFgPFHt3C-qyqMu38mYCHLCd_kKwficPVoyFMxI-FmcbzQmyfmCF6th83BtgtDf-6jf8tucCvluP2mPijld2E_Jw8g46Ie-4-a54YUCuY4SvVUXVn2Hhzk7XhxPZOXrdOekjX0iDYiPLrbUbxAl4FuzUwrMkadUlRiXN7e07RmrqIjw_IeACC9w8Ybt-awojsIT__dqjIjheRzNCH3vKkFVZ8VKJmOQ_klmKhLqmV5vs-69owxW6bytJP4UpaPaUn8wY3ykasXiD00HrnaViOgHUnsgXZ_d7D7YeiwLbQKRydcAnK4rWlVPUx3zj_4GC9ErEAQHvr14pxMYCvZVizOdIbA 108 49.36.187.144 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/113.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 22, 2023 5:27 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

If your business is considering bringing on an SAP SuccessFactors consultant, there are several factors to take into account before making a decision. While the prospect of improving your human resources processes with SAP SuccessFactors is extremely appealing, finding and hiring a qualified consultant to implement the system can be challenging. This is where an SAP Staffing & Recruiting firm like BCTG can help. By contracting an SAP SuccessFactors consultant, you can gain access to a wider talent pool, reduce costs, and mitigate risks associated with hiring full-time employees.

Benefits of Contracting an SAP SuccessFactors Consultant

Access to a Wider Talent Pool

One of the primary advantages of bringing on a contract worker through a staffing firm is that it provides access to a wide pool of qualified and experienced SAP SuccessFactors candidates. Staffing & Recruiting firms typically maintain a database of pre-screened and vetted consultants, enabling you to quickly find the right consultant with the skills and experience that match your project requirements. Moreover, you can tap into the staffing firm’s extensive network of contacts and industry knowledge, which can be invaluable in identifying and hiring the best talent for your organization.

Cost Savings

Another key benefit of partnering with an SAP Staffing & Recruiting firm is cost savings. By partnering with a firm, you can avoid the expenses associated with recruiting, interviewing, hiring, onboarding, and training full-time employees entirely in-house. You can also optimize project costs by accessing the right mix of on-site and off-site resources based on your specific project needs, ultimately saving your time and money in both the short and long term.

Flexibility and Scalability

Working with an SAP Staffing & Recruiting partner to contract talent can also provide you with the flexibility and scalability you need to successfully complete your project. You can easily adjust the size and composition of your project team as your needs evolve - whether you are looking to add resources to support a critical project or scale back your team due to budgetary constraints, an experienced partner can help meet your staffing needs without incurring any penalties or fines.

Reduced Risk

Hiring an SAP consultant through a staffing firm can also allow you to mitigate the risks associated with hiring full-time employees. For instance, if the consultant does not meet your expectations or if the project requirements change, you can easily terminate the contract without incurring any legal or financial liabilities. Additionally, because the consultant is not a full-time employee, you are not responsible for providing benefits such as health insurance and paid time off.

More Time to Focus on Goals and Initiatives

Finally, outsourcing your SAP SuccessFactors consulting needs allows you to focus on your core business activities, initiatives, or goals. By delegating the time-consuming and complex process of finding and hiring a suitable SAP SuccessFactors consultant to a team of experts, you can free up your internal resources to focus on other critical business activities, such as product development or customer support.

Outsource Your SAP SuccessFactors Talent Needs with BCTG

Partnering with an SAP Staffing & Recruiting firm like BCTG to contract an SAP SuccessFactors consultant can be a smart and strategic decision for your business. If you are considering bringing on an SAP SuccessFactors consultant, be sure to partner with a reputable partner with a proven track record of success, deep industry knowledge, and above all, a commitment to delivering high-quality consulting services. To learn more about partnering with BCTG for your needs, contact us here.

Donal Sugrue donal.sugrue@outlook.com 604 351 9819 Finding a New Position Hi everyone, I'm an experienced Modern Workplace and M365 leader and I'd like to connect with someone on your team to discuss any opportunities (big or small) you might have that I could be a good candidate for. Would it be possible to chat with one of your recruiters? Dónal Sugrue 03AL8dmw_guVhCly2zTr7S15wS1VBt6gcBandbFI0HQKDnBZv3KanET82hb0zVjulHVUQYQjRvOYN2GZ_m_YD2R1nBWhbiH8wsE3N4TuQPDjtTVs6ZcpJwaE69_hSzNxiv1FlPYkyeVkc0W3KV_mDQB6iQJUgUzrfFEWtY7soNV0VCl3sPaThzq6kZvtrm4o2qWs2e3ieetpalVR-W7_pq8yfzg7KhEWz2hZKI-5WO1GS_UNHmWYN7lMENjSQ958wcqAAS0nVhxnRXf-LMVcnQug2dtf8KXrgdfjN1-lSY6g1mhOv7Zrhcw0LqtOgt8okKIlpxFmAK6-7gdYAIp_bWAYKLsEGWTp_g0lYgiKD_Ax8Zg2f66EhhV9xurrq2AHoPYoTtr4w2zIBiNGGVYP1AddvUM5C9dIf06zFNpnLNRAXr1XC97UC45Mnq5Rqz3xLoq_ZT64Fj7pwngGhga_ZRSmXAXpuLBOYsI9qM1VaWH8V_EH8X97KAGDA-Hb1AMvudCmfvNPPdxl39bOU_RNp4ZGhMoA8rz9GZAKg1Ain3Sj2SciC-VXYXAUKXEdmO116zAYzL_znFH4mKwrLA42oZyUmTjnDd3XnOU7ZzN-hV0TFNemBp3hFEPi-TaMgvW761rOUCuaqS4_Bv 109 207.6.206.4 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/113.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 23, 2023 9:26 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today's competitive business landscape, organizations must leverage the latest technologies to remain competitive and drive growth. One of the most essential tools for achieving this objective is SAP S/4HANA, an enterprise resource planning (ERP) software that provides real-time insights into business processes, enhances operational efficiency, and simplifies decision-making. However, many organizations face challenges when implementing and maintaining SAP S/4HANA, as it requires specialized knowledge and expertise. Therefore, as you begin to explore SAP S/4HANA, it is essential to know when it is time to hire an SAP S/4HANA consultant to ensure your business can make the most out of this innovative technology. Below, we lay out some situations in which hiring an SAP S/4HANA consultant may be necessary.

It Is Time to Hire an SAP Consultant

When implementing SAP S/4HANA:

Implementing SAP S/4HANA is a complex process that requires specialized knowledge and experience. The implementation process involves several steps, including planning, configuration, data migration, testing, and training. To ensure a successful implementation, it is crucial to hire an SAP S/4HANA consultant who can guide you through the entire process and ensure the software meets your business needs. An SAP consultant can also provide insights into best practices and help you avoid common pitfalls that can delay the implementation process.

When upgrading from SAP ECC to SAP S/4HANA:

If your organization is currently using SAP ECC (ERP Central Component), it may be time to upgrade to SAP S/4HANA to remain competitive. But upgrading to SAP S/4HANA is not a straightforward process and it requires careful planning and execution. Therefore, it is important to hire an SAP S/4HANA consultant who can assist you in upgrading from SAP ECC to SAP S/4HANA, as they can help you determine the best upgrade approach, identify potential risks and challenges, and ultimately guide you through the entire upgrade process.

When customizing SAP S/4HANA:

Every business is unique, and SAP S/4HANA may not meet all of your business requirements out of the box. Therefore, customizing SAP S/4HANA to meet your specific business needs is a step most organizations take, and a consultant can help you customize S/4HANA to ensure the software works seamlessly with other applications and minimize the risk of errors and downtime while meeting your business needs.

When integrating SAP S/4HANA with other applications:

SAP S/4HANA integrates with other applications, such as CRM and supply chain management, so integrating the solution with other applications is crucial to streamline business processes, reduce errors, and increase overall operational efficiency. In working with an SAP consultant, you can ensure data consistency and accuracy and optimize business processes.

When optimizing SAP S/4HANA performance:

SAP S/4HANA is a powerful software, however, its performance can be affected by several factors like network latency or application settings. As such, SAP consultants can help you optimize SAP S/4HANA performance, identify and fix performance bottlenecks, and improve system availability and reliability so that your organization’s needs are being met.

When troubleshooting SAP S/4HANA issues:

SAP S/4HANA can experience issues, such as system downtime, errors, and data inconsistencies, and having an SAP consultant on deck to help you troubleshoot these issues is important. Experienced consultants will identify the root cause of the problem and develop a plan to resolve it quickly and effectively, while providing guidance on how to avoid similar issues in the future and implement best practices to ensure the stability and reliability of your SAP system.

Final Thoughts

When hiring an SAP S/4HANA consultant, it is important above all to choose a consultant with the right skills, knowledge, experience, and expertise. SAP S/4HANA can help your business drive growth across the board, but implementing and maintaining the complex solution requires specialized knowledge and expertise. Therefore, it is also important to know when it is time to hire a consultant to ensure your business can make the most out of this technology. To work with an esteemed SAP Staffing & Recruiting firm like BCTG that specializes in SAP S/4HANA consulting and has a proven track record of delivering successful projects, contact us today.

Miltan Victor miltan@votecgroup.com 06586796684 Other Greetings, Tried to reach your desk number, We are urgently looking out for Oracle & IT services Partnership to expand and support your existing service team with our LOW COST IT SERVICE MODEL. please contact us below for more information. Kind Regards, Miltan M 03AL8dmw-mAzEJhVyUZMjQCQm_DJbfR--qTk6UIE-EZPgS-emPrmXkPyZZIh8mA3VeVMG4ONkR0y40LgtyGzWydInAZ-s9OeGXGDDoOWOmD4TBqtfRAM1p0oZIlhhyXWLcNag6iKAOvM7no9aZI2y6VgMe6yHq25lV5kN9o4Q1SDIqAPUYKl6_jI1gVb6hoJtNzo824ME3iVBsIYDsDKU-YAVMwpFMDmgApnjcaJuGIXYoVdYOx3q26ADSeUMq0YDhsHQZrBeOqd_8Xy1_buDYux5GE6K2gQ67sWhw2eQnjNBtJ5KxgbBgjVVEs6mqAlnAvJ1-44-G3H1PO5G3Wn47PpsDc2q-xSzE54Bhxh3knz9ocQpjb0H1JmORg_8vmdK9jE0FcctZovVJE9reT1ri99pC-OPjR1NvzzpObftqmUdSiH2RjrgV-AUBvydClwmoSO5h2V7TpEuvU-d7E2nNtp_1oCnH-HfOBclKPz5fvJY3si7HfKN6mAwtAz0IZMugb-ry9amXqcE6XoG-irpFQ3nw2HwXuNta6mNd_j6mzGq0Viltgt1Vq0T0fe9naGfeTDt7WDLNy9Lsr7lSh_vnYUJwQ-OuP_1t4_fouxufnGhCCZCbZDPwSiP0a098yH7BoAIKhzH5m-74 110 152.58.16.46 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/113.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ May 26, 2023 7:09 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today’s fast-changing and increasingly digital workplace, the IT industry is experiencing substantial growth with the industry expected to grow 5.4% in 2023 alone. Factors such as the movement towards remote work, advancements in generative AI and other innovative solutions, and a greater prioritization of cyber security, among other things, have sparked opportunity and a need for labor in this field. In fact, there were 264,500 tech industry jobs added to the market in 2022. For those looking to get into the IT field, there is certainly ample opportunity, but what do those entry-level jobs entail? In this piece, we outline top entry-level IT jobs to consider.

Best Entry-Level IT Jobs

Technical Support Analyst

This position might also be known as a Help Desk Technician, and their main responsibility is to help customers or other employees with fixing their technological challenges. They can solve various IT issues among several software platforms like computer systems, applications, databases, and hardware devices. They are typically available on request or if you have a specific question. Some of their duties include troubleshooting and diagnostics, hardware setup, training, and conflict resolution. They typically have expertise in hard and soft skills, as they are well-versed in computer systems, but also excel in problem-solving and communicating.

Cybersecurity Technician

Cybersecurity is a growing industry with many companies and consumers worried about their personal information being protected. As a cybersecurity technician, you will be focused on monitoring potential attacks from cybercriminals and preventing security breaches. In this position, you should be familiar with antivirus software, various programming languages, testing different party data, and cookies. This is also one of the highest paying positions for entry-level IT jobs, with a median salary of over $100,000.

Web Developer

There are two aspects to the web developer position, including front-end developers and back-end developers. Front-end developers focus on what visitors see and interact with on the website, and back-end developers run and code behind the scenes of the website. The skills for this position include knowing relevant coding languages and having design experience. Some web developers work with graphic design specialists to bring the website's brand image to life with certain coding tools.

Database Administrator

This position creates, retrieves, deletes, and test databases old and new for the larger software system. They are responsible for migrating data from old to new systems, running security on their current systems, performing backup and recovery of data, and much more. They also select the correct database system a company might need if it’s mass storage systems or payment processing systems. This position requires prior knowledge of SLQ language, and other coding platforms.

Conclusion

If you are searching for an IT job, now is a perfect time to capitalize on the opportunity, as information technology is becoming a priority in many businesses' strategic initiatives. This sector produces abundant opportunities and a demand for skilled professionals, specifically for those looking for entry level positions. Companies will continue to invest in technology, cybersecurity, data and analytics, innovative software programs, and more. If you are looking for more information on how to get your foot in the door with one of these entry-level IT jobs, BCTG can help. Contributions from Leah Harding

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LinkedIn is a powerful tool for consultants to build their professional networks, showcase their skills and experience, and, above all, attract potential clients. However, building a strong LinkedIn profile can be a daunting task, especially if you are new to the platform. In this guide, we will walk you through the steps you need to take to build a winning LinkedIn profile that will help you stand out in your industry.

How to Build Your LinkedIn Profile

Step 1: Choose a professional profile picture.

Choosing a professional profile picture is crucial, as it is the first thing people will see when they visit your profile. As such, it is important to choose a professional, high-quality headshot and make a good first impression. Avoid using casual or blurry photos, and make sure your clothing is appropriate and your face is clearly visible. You do not need to spend a fortune on a professional photographer, but it is worth investing in a good-quality headshot that reflects your professional image and makes you stand out.

Step 2: Craft a compelling headline.

Your personalized headline appears directly below your name on your LinkedIn profile, and it is the second most important element on your LinkedIn profile after your profile picture. It is a key element in attracting attention from potential clients or employers, so use your headline to communicate your unique value proposition and showcase your expertise. For example, instead of simply listing your job title, try something like "Expert SAP consultant with a proven track record in driving business growth." Your headline should be short but compelling, and it should give people a clear idea of what you do and what makes you unique.

Step 3: Write a concise but attention-grabbing summary.

Next, your summary is your opportunity to tell your professional story and highlight your skills and experience. Keep your summary focused and use it to showcase your unique value proposition. It should give people a clear idea of who you are and what you have to offer, so be sure to include specific examples of your achievements and results from previous projects. Your summary should be engaging, informative, and compelling, encouraging people to connect with you and learn more about your work.

DOWNLOAD THE FULL 10-STEP GUIDE BELOW.

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Tolulope Taiwo gbemitaiwo87@gmail.com 2348179560050 Land my next gig in an exciting company Power Bi, SQL, Data Analysis, Business intelligence POSTGRESQL, MSSQL Building my career as an independent consultant Travel Learning new business and technical skills I am a Data Analyst 03AL8dmw-VXjoCc9_0Bf60nuVaXzyE4GNBizbDt_kx4a19lUIqrJEYOwtBnDp90sk8GlGB_LJk0FrXmDjWjGasWd0kn2ILoDtStzIz9Mk0PdTZKDBdDdGuyyymKjhRAHxNzrFDHwsYnR9i91z52ZXMYsz8afLYSSMWcQ0IKW57nHiE8sViL1gYkWdnwbfxQ8QnuV1Mc-yZ_oiuDnvyhB9EeON3wrH0Nw4J3IcP0v9J8bUf39I5joBp4ayweaUIvph9hMK2irKVFXUowyUKxjtr5-FUpe8tmPqldS652MfunxCt-6eJaRPMqSXDepUHI5AMBAndFTWHNJ5UvNmY3RHaSkoikfzrjGH3szMbrKjCTE2_wf25KtzuYfAQ52ozHtcS2eSzZbxAv_oTG89fpNMgshyrYx9y8jPki2sUseqhA2rui64g1t1Ne8Hu5NF289YVhrCYJLNBMBpplb4WUaTEKPwRhoBmz9xqE7nfl3Wp1zRSRcnkzrt2-5cHVwDDGQLN-RsZnNB48KUsOMfZAPTyjHzmiVKDPGmdnXlmxfLaZI8wZE0MLMgOTlZ1ImWGdpJD18VJy9QMKDhF 135 105.113.13.150 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ June 4, 2023 2:59 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tolulope Taiwo gbemitaiwo87@gmail.com 2348179560050 Land my next gig in an exciting company Power Bi, SQL, Data Analysis, Business intelligence POSTGRESQL, MSSQL Building my career as an independent consultant Travel Learning new business and technical skills I am a Data Analyst 03AL8dmw933pMb5q2Cn1Cq2H08N2Mfta0xopaY7dI49VCM0klVG1bLjTkVgfDhXfXhTUDXB9Wsl5NeqoIj0A0X_9otet86w3Be5HcN3UNRZ9IWlwmcvkDQk05Us2DWzVsJ1K1PFiXZLSEZawMuX7zk_clo8yf5iT70aUvsFNEnxyyUA2H1PNpg9dvqYy-hasWgfwykGG0zLWkBy7mrdUvNFqtugQ1F8u1AlSs5opdGCQgaq5nPyi-UBU5D2PB-PC8RUPxoTBOCwtxjg4RAfcOQsw81Z_P_HxMjxUSO0wgP0DH0wDIZ7eBwYvaMkC_xSsKrQzZZXowS1JxtlWpfyeheOOhLU1WTIV5CJsZcM_s1PM-nDxFz4wEGJgmyk1MXXayDlo2GL1KaayYRCLO2kWnMDWMWpnIsI5f4r4JzsbBi_yiAlaJmPZaXYVQQ7_-YTwh1uDdl2timS1W7IMGRdqoOTpz1PhuMPr2TzvrLgEF_sXXGdS6Fn3L7hYLnIKtb5w-s03CqqSvjCB3HMdidLZxlGQo_8kpNhTQMdohqOy9ACmzsSAD7PAQBAGHMMdkKJ7s-ipNwnUzzQipp 136 105.113.13.150 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ June 4, 2023 2:59 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tolulope Taiwo gbemitaiwo87@gmail.com 2348179560050 Land my next gig in an exciting company Power Bi, SQL, Data Analysis, Business intelligence POSTGRESQL, MSSQL Building my career as an independent consultant Travel Learning new business and technical skills Become the best in my field I am a Data Analyst 03AL8dmw8re068kSUsWo3NJjm3xhV65zls_E8UrKO4ainyXDtdvl3eR8_LZmMHenyj-UpHcKNj0Tw5qVEG5coThOcWqPabrzv-wxE_98R8c3tXk4LHXRm7Fz10FHGgLdFH3BKMTczZWfqxlp543Wfm4rAIkEsAtCOyRqKlpoIS28NUSgc8GUNfhCFtj74nl0SYc95HVz3ACEuNSOG21f4AIA9yMBE_xL9yN1yDabnW7T3vxS_mfn_5r9pfDzY_5MpsqqnGUbLeHyAPPFzj29LzZcC_iI5Xo5Onut1qgxATGGuFPuEbr5VkBJZy3V2kl_PoWqwMlxfxwOy9c1Q2VzDViMPjPBpMCNZqF4AxrPMlJIau1LgPRW4oY4XsQQEtzVJFcnNejRRjeQfIIFb58FjECNOiHP3otwJ-QOHhQw_QwiWCMZjd5mxFGSnPNSrxn-0oja9X8ZDL60r4VneQU-4r4nAmxpmgllT4LvcSI_1q4sTOiAajIsDZ5JVAutlKjcqrq_gPlluF6ZtmEsKsgfC5Vc3jR3I5_8_UE_vFCNgsysuNQXED-Pcb5FUHpCgeaOUsYc9rOgFx5jfu 137 105.113.13.150 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/111.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ June 4, 2023 3:00 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Ndibwami Bruno ndibwamibruno@gmail.com +256773525949 Build a network of other consultants in my field Financial modelling and valuation analyst Learning new business and technical skills 03AL8dmw-vpzBH0AIt5Wfi8RDMnrPxuMEPhCTFgKJz4QkwSDBKptUtlpD57qKaV5elW-giWa-9TbToCc42qzUYO1_TMu5Y-HTA3X2qaVKGlW_EEKECYa4FqDOOXIxmJvT5BLReX3HQe9-e15IwomSmRShJZfP7oEB9omnnO0cJxsOSJ_SDPzUfo7ihB_aDlYIsSVswl9rnF6sb4YM9swiZ58wBtzErawvOPlVhwiEqMy56IAPs0vzYXs9VwHWCl4VTGo6eGYNx4_mxRijddYxutG030c0qdRHqNW_EDyqkFqXZP1qW4E5axBKv6_ofHmQo-aQfRGOROztpayr1ldgcNABoOtS52Gk1EvB4073ykDeRH2U-4E7ZgVDsTdoBh-e4PkP3RZh9lRtNGqQ8gIM6kbTd2bVlG3I2KxhD2Eb8sUatR3lCCA2MaShqc0NkD-ol2wY0Mh4rdvHHSgsJSNkFCmuD11mO6s0t8jWwH8Eo3pKTcDi_bwb5TlAVksC_xWv2QSXvu1lYRDPB6DLpn2_3fQ8wXHte3ioDg-Qe6QKbcA6MtkmfXXwY47VNLpdmdoJ_Jz8Yk-9J-WVz 138 41.210.143.14 Mozilla/5.0 (Linux; Android 8.0.0; Infinix X608) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/98.0.4758.87 Mobile Safari/537.36 https://www.bullcitytalent.com/join-community/ June 6, 2023 8:19 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Last month, SAP and Microsoft announced a new collaboration to develop a generative artificial intelligence (AI) solution to help businesses across a variety of functions, including increasing the productivity of end users, changing how they interact with SAP, and even helping to address the talent gap across industries. The partnership will integrate SAP Solutions, including SAP Signavio Process Manager business process software, with Microsoft 365 Copilot, Copilot in Viva Learning, and Azure OpenAI Service to leverage language models that analyze and generate natural language, helping organizations in several areas from human capital management to finance operations to the customer experience. This announcement comes on the heels of similar developments in artificial intelligence by both tech giants – developments that have ramped up in recent months. Earlier this year, Microsoft began rolling out the aforementioned Microsoft 365 Copilot, which aims to improve day-to-day productivity across the broad set of Microsoft 365 applications. Meanwhile, SAP has been layering AI capabilities throughout its powerful ecosystem of products. In early May, SAP announced a new partnership to embed IBM Watson into SAP solutions in order to improve automation and accelerate innovation via its digital assistant SAP Start. On the backend, SAP also announced a partnership with Google Cloud aimed at helping businesses improve their data ecosystem in order to optimize the value of AI capabilities. As data rests at the center of AI value, this new partnership will allow businesses to combine the robust business data from SAP with essentially any other data set, as managed by Google Cloud, to effectively eliminate issues with data silos and low/no-context data.

Generative AI Solutions at Work

The 15 new business AI capabilities announced at SAP Sapphire will aim to develop innovative methodologies for businesses to engage end users in new ways with the software, with business process transformation leading the way. Some of these capabilities include:

Strengthening Human Capital Management: Helping organizations recruit, retain, train, and develop their employees, leveraging SAP SuccessFactors.
Growing Supply Chain Resilience: Helping businesses predict, prepare, and respond rapidly to changes in supply and demand, leveraging SAP Transportation Management and SAP Extended Warehouse Management.
Increasing Efficiency and Compliance in Procurement: Enabling end users to better contain costs and increase compliance across markets, leveraging SAP Business Network and SAP Ariba Buying.
Reducing Risks and Controlling Costs in Finance: Helping companies transform finance operations with meaningful insights, recommendations, and automation, leveraging SAP S/4HANA.
Improving Employee & Customer Experience: Helping end users improve productivity and enhance the customer experience, leveraging SAP Digital Assistant.

Addressing the Talent Gap

The news of this collaboration is especially well-received by businesses that have been facing unprecedented challenges and disruptions due to global socioeconomic and political events over the past three or four years and need innovative solutions to address these emerging problems. In today’s landscape, where even the most resilient organizations are still struggling to address the challenges presented by the “Great Resignation” and “Quiet Quitting,” the need for innovative and effective solutions to engage and retain top talent while helping your business operate in new and more efficient ways is significant.

Prioritizing Data and Analytics

While this is an exciting advancement in generative AI that has the potential to change the future of talent development and business transformation, businesses must prioritize their strategies to realize true potential in their digital transformation journey. Our SAP experts will continue to monitor this announcement from SAP and Microsoft. If you’d like to chat with one of our team members about staffing an SAP project, reach out to us today. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Thad Standley tstandley@att.net 9522506304 Land my next gig in an exciting company Workday, SAP Change management Finding more time for my family Learning new business and technical skills I have over 25 years of experience with change management, organizational development and talent management. I have worked with large, global companies such as Cargill, 3M, ATK, Honeywell. For the last 3 years I have worked on change management contract work with technology implementations. Most recently I spent the last 18 months leading change management for Denver Health with their Workday implementation 03AL8dmw8xp9Lj6rbVRJRQ7EAvKfeUejhA5-_xIRJKovOUMG6aNoVZU5DMdjh9wnQI7xr3FkizKqmCG0zsDjJ1JJz0eJCaU0aa-NoCl7H3d5PVjF3PxiAbU17dGNXk1ecLWXMDeLFyCUdvF-K1UUNwMlab6tpHL8KwqLyT7-wMr3HsMOTLeKe8vI_L5u9maP86A3Qn6Zl3V0wt0YhmSF0OGc0FaAiYOGxGxjPVDHn2Myj3ZsDi3r4ANsSEd9T04-7SklExxzZgxKP41kyoDeDixSr3aQCp2Nrt-5tsUXaDNSDMfbd3Y-AZXxJVMoftqAnDE6h57T-BpcR8PLA5esTTmhsAj1BOlj9LLgynN0G-boxP_ZJf0-0vGL0_o5D5a2yssWj3npA8x0x_A9WWN4Pz9A9zI_4VuhXRShFtNvQlRKlt5kgk8lbULm4KQf_FT6yn4yD3YBIuggtCPMbOTvT1uDyGSmYgdgvmjIs0Q3qIwCAfmEJjD8xJbVjZIWjpkr35GsLU_3MXyqMyaZCTy7__fNWIkJ_QsfSK8BXsO3j7UEhgK_NKIyYV99hm8Mj1N4BDYLlev7BI1dzwkeY4GzhydQNz-VdH8r2a8DQty5mDhcfgroJRZgShRTCq-Hqbci9ucYpdjwYuM-6u 139 71.195.34.5 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 7, 2023 8:40 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thad Standley tstandley@att.net 9522506304 Land my next gig in an exciting company Workday, SAP Change management Finding more time for my family Learning new business and technical skills I have over 25 years of experience with change management, organizational development and talent management. I have worked with large, global companies such as Cargill, 3M, ATK, Honeywell. For the last 3 years I have worked on change management contract work with technology implementations. Most recently I spent the last 18 months leading change management for Denver Health with their Workday implementation 03AL8dmw9R0tQV1yK7YZwrgD9TK55R2xIDs8uw7ePUFUuje7lNmhkxYlvMb6bjVUsNqC-S1FI_Tc60qYy0McZD_XT5a38dlgIiTxEkDGbGhzOmL5NpTcipOkjvjzvQKgqNZVLmJEI8S3jHn1LBBNVwBOhzmdpBdjCZpYP0vFrCl1kHKz1WbSi4fhYPgyPvrKnMNUL_Jgr_EgtiJGfD_il1wxqMRHwTnUkkdrvcYfDUWJHrJmvOa2rIeHQTaasI-HM3F-UJI49NaeKu1d3YbPe9a4J9id9V9UXGbpU-luGi-Rx9WCNIrMUULfmF88VKNPorhy_VCU-1f4MczJ9XBU_wP2K2148O9X8SdsHEr1_f1VW8dNqKa3znMKfoQUazUEVdlghLGxnWZY7849PcDtZMKjqVxRtF7IafAz0CboBpu-UTHz4-LbavGTRLzAyin3HrDTgWlr_gNHT5YCwKcwhBoMetoz34zku8G8f2R3UiXVuB4lIzJm8qBg_kG_jONTC_PT8lai47BBGx7_0TXTsl8udicri8v-lFGaZvJn8KOMvmZ4DRbXW1il_yRGFVoB4zU79zOnjrQUbdQ_S4HQ5ss-tF8L4hXEalabVa2I4wqzLjA2njS2vCahebVRXT36kngzPAiS3wGM4s 140 71.195.34.5 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 7, 2023 8:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Vaishnavi Baireddy vaishnavibaireddy1022@gmail.com 4809169635 General Inquiry I'm contacting you directly regarding from job request. Please goes through my resume and contaact me. 03AL8dmw8SJtuzSTyw5DBb_-_XnhCxYtBUQJHrXZbOK0BkEI7Tr_vrYLY8hjPhMoEkoxX1J3wqNyWAfRYaQnVvRXTI1bmc6I8-NF_hw9ldBRdRuIXwsdR26Hnkg12MrZpX4-wVBlN9Ze4eK4QA6ZwRw0kvYZ05RaXTYNkMRvS8olbvYTtoB3RnSLMfdW2aoooiQH60D4rWcpgn4h8hEXHYuSHYlJlXNeGJj027OaNv4sVX4ofXeyoQWCJWBzGvodlHhwFbTxcRH7nHDuRS8Y7j5u_FJuV8M99lxAXTKuqKZ9tDg5vAxVCfwZZC-s5dCjNKThmFcmPKMWUAqKROSr9hSIqd8ar7tLUkN-WlMtvXBQLc0F4Dx4Cu_iHeWR5y-NZCtYm9Grq9zEqlbPSxl8K0jyyuJx0ybahU9-l5_JTymypDaTiAqnQTkoOec7MfTEYC9WyoSImzU-oDIQ0QMCvnZj-sVFVJFAVcMjo_KaNmnNuwSPQo7b4Qw4XyF1T-KH7gAe3WKfx7YoaQ6SgABSv1G8yMsCticmx-fiJVIAjpO75wtDOrptrDsJK_QN7onWdbrKrXd6hIeFKh 112 103.211.39.77 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 12, 2023 2:52 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Vaishnavi Baireddy vaishnavibaireddy1022@gmail.com 4809169635 General Inquiry I'm contacting you directly regarding from job request. Please goes through my resume and contaact me. 03AL8dmw8joOawgGGcAdT_JmCkGpU9b6kgyK3BuDfe_SbUyG3j5U572HY_jcrB9x1ZPXMeNMA24J8p52Ym9pfEczQLvaQ5lrtqM6_uwyRSRYyRpNe-kZxRatFlo2tmnrzxCQDEWyc0x2K6iLoqLZbdrRkaIAnn9wkj9bOqKgQKRNMFf44QG3QYBFQN5YS7igl1scXphK4ekrd5gDyt-HiZHhnGHbpAJF9KylxG08z2gM6hma_VuF9thachSqEDZi63tdorDnlFyNzttfZTwKmnZbeCq73kGO4IrPK2dVSR1zUcV9LUqWFc2KUr16XV0bcy6swQp5J6eclgvgaEGBIDojOjwgK8ba_ZC2I_tZfVAt3_RPBTPQG6yzrcOGCO_hIwPoUZ9KVP69Z_ykaTqsYgZSSBA7FP5kUPkFvvhSGC7XTguLrZ6pbORmOTaUwvc9Ex520c7SSx4lHzxe7IP3EGVUsm2hfhfMBoumJ3EgrhUMTkN_BhzQZxeDbQj4LaF1ayEM0yAfswf5FV2nHBjcY7dT-SRxP_O1R9bE2cvP7jpKkj98gybfgV0LsYEHSbiBdk-Sw4o3twHStofV0jlEJlhjdJSPNNGDvEbw 113 103.211.39.77 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 12, 2023 2:53 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Shellie Slettebak shellies19@gmail.com 4252469906 All of the above Infrastructure PM #202486 Infrastructure Project Manager, experienced in: * Data center builds, moves, uplifts/changes * Call center builds, moves, uplifts/changes * Mobility network uplifts, all levels of OSI Model * Voice & Data network (administrative NW/ private cloud) builds & uplifts/changes * RFP management for cloud services migration * Windows platforms upgrades (Active Directory, Exchange, Windows desktop, SCOM, SCCM) * Security program audit & compliance * Build managed services practice * Build and manage PMOs * Build hosting practice * Operations Readiness planning for each project * Technical and User documentation creation Contracts: RFP, SOW, MSA, license agreements Managing projects from ideation through operations acceptance in a 99.999% availability model Managing and coordinating with construction trades for new builds: General Contractor, Electrician, Cabling, Audio/Visual, Furniture vendors Organizational efficiency and process improvements analysis and design Cross-functional team building for efficiency and morale Adept at flexing project management skills across many different flavors and preferences of client PMO practices (each company runs theirs differently, flexibility adjusting my skills to their processes) Cisco, Juniper , Avaya, RedHat OSI, Security, 99.999% availability Documentation, communications, operations readiness Building my career as an independent consultant Learning new business and technical skills Feeding my family As an experienced project manager, i have enjoyed and built my reputation on taking on many new (to me) and different types of projects and programs, which has given me a wide breadth of experience. As someone who is committed to excellence, continuous learning, trying new things, and tram-building for project success and morale, i enjoy bringing a team together and providing the structure and management processes that create a successful team and project. In my free-time, I am working to share my knowledge of client engagement management with small business owners so they can create operational success. I also run a small hobby farm. I saw this position, and believe my skills and experience align well, and hope you perceive it too. I am available immediately as needed. I’m what you might call a ‘project mercenary’, as i have a large tool belt and I am a quick learner. I have a commitment to success and continuous quality improvement. Thank you for your consideration. 03AL8dmw9duaS3JEpY9JHurlI4W47pMENXPgpu0weTyyjT5XUW1iwkimLTpU7qm-X24e-YZxc8SZD9dqz0g1EEiKs6zZDXEQS6ddLDuzua4FPQJ5JesFwxQLda3Zom86tuEsJwvWeYx3WbjS36dK-HOeTlV5zluwwIux-fkOTj9PoxxBBZiGlhJgtbVRm3MaGQ44Sp55OZybsNT80kK-PCmmMT0A7AChdNLMv4hnfFTVWClGhWIMV3unt8kDDHIIx8ZQCfJq6ZeRAWkSa_KjuruZdsQmxr8HdSxnzpXh_FN9dx97lDQniUhTLYysOuleueOiABFyh3PCwZY_zbktmmZm_Sp-5zJskLLXUqpcotYO_zGqxZvLkbO1PZTiJoKERD5M1JjcjtrtqezTis-Crlkq-eu3VnkF5gvAZ0KkFByEZKyuh-d8dMwW306TdSkjtCt2nMXSXHTLguV4SvyR9uZG9Di8hW78gG8vYTv-GmZNxLWNprzs2D73cZkovCVtIHXRxDoXEi008F5ZY1x9OSMrVfYZ6Vzbw-8MW5MqsAQYsMy1oe8k4qC5o2iE979rlCvy0m_lufiq3KOi4TOPNrhoLfcJQuL4I6XFkh18wCx_jP5_Pp9EC5YGg 141 98.225.45.197 Mozilla/5.0 (iPhone; CPU iPhone OS 16_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) GSA/267.0.537056344 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ June 15, 2023 2:43 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Shellie Slettebak shellies19@gmail.com 4252469906 All of the above Infrastructure PM #202486 Infrastructure Project Manager, experienced in: * Data center builds, moves, uplifts/changes * Call center builds, moves, uplifts/changes * Mobility network uplifts, all levels of OSI Model * Voice & Data network (administrative NW/ private cloud) builds & uplifts/changes * RFP management for cloud services migration * Windows platforms upgrades (Active Directory, Exchange, Windows desktop, SCOM, SCCM) * Security program audit & compliance * Build managed services practice * Build and manage PMOs * Build hosting practice * Operations Readiness planning for each project * Technical and User documentation creation Contracts: RFP, SOW, MSA, license agreements Managing projects from ideation through operations acceptance in a 99.999% availability model Managing and coordinating with construction trades for new builds: General Contractor, Electrician, Cabling, Audio/Visual, Furniture vendors Organizational efficiency and process improvements analysis and design Cross-functional team building for efficiency and morale Adept at flexing project management skills across many different flavors and preferences of client PMO practices (each company runs theirs differently, flexibility adjusting my skills to their processes) Cisco, Juniper , Avaya, RedHat OSI, Security, 99.999% availability Documentation, communications, operations readiness Building my career as an independent consultant Learning new business and technical skills Feeding my family As an experienced project manager, i have enjoyed and built my reputation on taking on many new (to me) and different types of projects and programs, which has given me a wide breadth of experience. As someone who is committed to excellence, continuous learning, trying new things, and tram-building for project success and morale, i enjoy bringing a team together and providing the structure and management processes that create a successful team and project. In my free-time, I am working to share my knowledge of client engagement management with small business owners so they can create operational success. I also run a small hobby farm. I saw this position, and believe my skills and experience align well, and hope you perceive it too. I am available immediately as needed. I’m what you might call a ‘project mercenary’, as i have a large tool belt and I am a quick learner. I have a commitment to success and continuous quality improvement. Thank you for your consideration. 03AL8dmw-3IOyRRVNPiXhbmR1qT8or5y0HNVJsh13vSLosrzcmrFWXj44hwUcZGbblUIcm0DBfmhWisqm8zlDCKulmCnfdVVDXTYCf3wOcXZ6bfFrM-jQH9K3T3HBKElssJzneL4v0qifkpjy6WcbIzniNUTqaHmbmlLvM2vJ1uejEm0er6ROhfSBredups_6ALcEjlQe6y-sjVGQr_P8u807yKfm1mz9_XyScp4Yedh-lcQT--0N1vNEUoJdU1Ccli28bMKHlH92ayyEBV0SmlGET3xd47BHq5ulgHZ9Wwdy39gw2byLmvlycxyemWJGxha-q7fv4FY3sC-QxHh7lq3RGFhn0BNgEZubHbfm_x0h5JjyEeTsT65eUo09y0EriUjFtqVNC0d-reUBPS9X3iaFcr9FBCeybzmxvyBVl5SAmyaiaWZx8ZwiIxKLBmdXYop5wxiha0WJAlBxIp7sjvGLfqQjwetbflUI6Mkd9Pz37CgkicA5F4fJjkcBReHpay2rggqVtUAsF_OXZ5w9e_P9n0rUKfOhYLWQrHZ5tu7ayEbOWRwwlvtJxMx7h_3UMhmCEbMEjr6mbDXpWIZk387yR4mj7AREGFJM2VF5mZX_-6Fav02xcMkkiwh6qOBIZRBoJUcEaWIKr 142 98.225.45.197 Mozilla/5.0 (iPhone; CPU iPhone OS 16_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) GSA/267.0.537056344 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/join-community/ June 15, 2023 3:20 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw87Uqs0zR2ZY_jycEZK3mVW9xDG3s7N0v6ljg-G75C2yRu478V7TxiHtox0qb-MzZlGiXRn-248BHi0fLm_lwykFhIoYiiq63o0G2aUAU8nh-kdQ6DzSRB2F0VkCmhVkKGBV8Zk4tXk0XvGZOlPA0bisAeoCWYtVR6IytA-se6QsaWFt831TzzCyr0jVEDvGqyzwSVGpbt3fXmn8qhGHX4vxrTdPHCsZ6ptBeswjv-5OQzZJyajlSDrOeOGAQLnQwdmRl-uHcTPh0mVh5b_ymkejnHE6hg4mqjRaI0beWXet9lQwV3u38Xz8-55Sg9efajx9fBmbJXJhdShYINdlY-6nMdyzdSbq46HnM_5IgW2FGOcaCKBZkLov9tY50dCt7CRFjaxYw3FhNeo69jZYk5o-C7nvEvaSdEb_ahiFIzxWl8wJfIvYZ4fK5TLgaL9G90C6x1X4uvX_mW20KitwS3uyqEewJ61H1lII8J7VancYULQdDyIj1WmBLNH8i3jlgTLk6rCwwCs730xenh-Y4aR8lvsjC4mVAKbfj3PmWq5bSIeeoRdyKj1Qs5rU4sId8-SL569 143 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 10:40 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw97-vKF4xyf9o1Db2ACywB0B9ZV2Dsyf2uMhuFuwiJ6gyOzpMFTZUNipkIM5oe_HY_Au2zquqeizu4Bi9inHfWidsEgL7zPOFkLC4JpmADnrChpSKony54bplAiz7jijeRNqyAWu0db5xqM469z0RwcuNynjoYQYfB1Yf6YW84sp9NFmiGG2jmgBCVkRQY8NHeZyDBFIMsIVHjLWeJREAul4XNo9Bw2kWHxXWX3SZi-U7D8TrRe4Rj-Jl3qZHvL4WBKjL4TRtSM4DE4tSNtpyPiv-URLypy-9uzmpa8HuAtcPjYnm29tLX2Bz-iMdPjjR_GouJ760Mqu4YMH_Z9MYomfb0yrmdA-29K8JTTlpvSNwrs8H2jHCttVTZFHPRabSUFPFMqLEGk8mkwG94sEycZcacuZrgpHtNvqch45aEoUB5cDG_cdLJxYW2mAfPiuydRP7QRv23yPuaWwdUoOzu6G0SEDuqlxHiGKB5uSw-enUFXGWRn_9qh-nWAK7uNr-lK8ppqygrNKpw_f6d1I5NnaMKHAyqWlX79Hsn9rsULT_iOVbgY2KxhlUQ8L_7EIfUDsQA4 144 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 10:40 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw8lUTjANsx3aN-uWOsPE6FncLxBf6kDJGluMBObxERh_TELnU18QdDdmZf_ftZYzooq5T0eKVaj5jMgoOGNrnoDNftYEILlGRRLobsNMyzOXNK8HQbJCDsjJpfnWewxl3uCNKtxpaoXFvAbLlBE7PvOd_h7rjslGu2QYkC6QNLxgGrDW_ELCQbIeGajxghtJouR2nwLxUZJR0sRp1k6yJ_v0Pi--REKGDLq4l5WnbHbCxZgE3WQLrnyH8aCPhW5o0MxjcYAR2cEd6dw6lKl8RaORIOsEVFcXJn8SrzzZQSxlPzfQwRc172JoMgwRf00NeXBBiDM1ii70KrbmZy1W4mPWORwJ4gRN9WPFVJGudJLvK1kXj5xbkcE7--4hbwPXMRcpxee_2o7fULLrGjMluYLxh1-wa2xvRf34XOCYhEQRdI57BNmqrpyGOsbn1-N6pAcmt8gYBQre0mwBUge09jg2kxjaamt0nTnO_QhbGA_eX3YebDA78qiUu08t0Qdoiy85W0JrE4w4D0HsJSCsZ9nemt8GAGIWzelH-wstsGJJQe-nT5TzpaFh8QWvih2uqDSPTna 145 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 10:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw82vuV0-l0Bjfgozovb0iQmmX7NZVG026QInONPCgt6V2j7bL4w33G1wnchDmhIbM7gtpyq5WxWN2OHf362qEj0DVs9c8QiZNNhtsTVfYcp2cVks1h5iZpdGwafCpqk4gBcKd_1BjueIOzOy2bi0UGr-4JhKXJBbj7mWOincvYJl9Vlyw1l1H_XmBBkZThNdCzu0AONoY_6zO_8fIXdS95PMwPAXYN5KosP2-3eLL5thGYnzojAfPrpuemdJOvfueHlcMr9I-CztMGmjTgSOnv2MlVuH0uxws2LEUIvrQG7eGXxAgecEwOhOFNrOjy_zfR6hOlAipJZxzmAx2E7hGR5yAPSs4Oo6LmBuyM25z6mfa3qvVw9KnxeSmLcWm6jjrt75zQIgit3cKKmynRDUX81Xq1vcMft5jOfq5kOzxPugaHgwbk-ym-I9y6a-imPwwjdvQ78gICx4cJUrsM4Yo0VycfmF3UqqPVApJosdKDsQfI5nSXc9uoJmIkBJnFSoV7CJy6bIyIcFZZtl55g8wib6lgWn2PvmU93_ypmMKlz0RbArrjU5ZbEe0ctRWoQNqNAmlqWbr5L7jRp9K5QbW3gW1aBOQ 146 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 10:44 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw9oemnk6H6-lc5zkEeOKImCeWE7xuHcMT5LMm6uCOBDMnwLaSo3zv1awPoaufIK-aK-4fWEqMdxy-j6cAeKCJVmSQZp31Qds2XNvxMbEjGlGvSJ7wg6cZYkB2EFAFqd3fxNhnDJT-eSJXxe1punOd_N06D8-nBRyxXp4uVCsQO4JnhbGl1P69QHPt40QDQvtRZTw7-8GRsXAjji9V9x51p-pmTfHiDuuT-HzbntloccB3_EwMn7XW6DVR6zlzLSo4Xx4poJl_IyL_yWIjaQUYwQ-Vr8cJxN29yOrxhFgWm-A_2fOQh9ZBEmI3pp04W8coIR-4R5fgmY5M4y3_2puVw-K5oqqb5-SMeDen9hiur4bE6Z0NbtdVAwoQ7GnjSA7T6kF3vhwDuaZM1UGuNQu9FMlXy2jb52H0iE3xQel6z_pq32PylS04XUb22JSIDpSkfHf31_2KRZACC8qb7Q1YcPRJkCkBBi9dPhMNFkG9mO9kZ8QgpSZoX-L7JzSiMpARpvjAsq8zPH8cG5aus6sRkxVrGnzW-PRItVZJI4I8tlSk9jRzA0EKoR8DrwOO7kYKSuvydG 147 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 10:48 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw9I2PfKaPBzqAM98DgZcTeW0dM_DSmx2vpChPj1gK2Pfo_pYKLIqFpjrgBA-QjvHZxUoCItwnLiBdMRiqRzxxG0EUNOVVAlNAP4op1yyMBFqKdIJ7ewpbNddrgAhI9MHDMXyvDasT8Ax2etWWDv749yPYMFD5rtdjJdYmt9FZHYJNS0DRp-sVhzf3NdSLesTKv0qChCHBU4Zv-zgOywH23LUmmeGyle9oGdyNDwSSN-8IPvIHNBYj-UB1sN2MAMn4L0V-OJrWG1uvzPFRvY_MmnlV5sKTEjA4mt_SmPlfwClcXLuVg1F9-2i2mjikbXBCWZATaAE4xiVfm4nR3Bl1MKzKqYz-eSzGTAm-wcBNeNf8DrCTC-TLDsp-zmYhvUt2Yb7YYONNdwE_HYW0tCOkulrXqqpbmr4WTzk9Ya0OBJzvmEjMHwrLtvUi7tMJnfWyOJy4tlzWvxZCeXqDWMM5OEYAxsdJtcrT-afC47x1fV1rG_C8TyTfsdezc7QGz61Ek2nx5QYVU4oEP4ld6Wx5yCwOx-Mxq1sNCmcq8T0qniH8vR8vcJNdws8o2umxo8Jf2piOXG 148 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 10:57 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw_SGHnHH6VvuLmkT1HTdmKbK7UT0_xb2oelG85UEvnX8vFbkhlfkZ1ZMnkYV9yQvgqz-SF0vs_hAYIWBcWyO35TvmeHQeLY_alMiUuE6MBmVq1zG2cbGKEArsPTC0tiAcYQQ09jpPdq_tmMUXaCFtHOJ91YNdwlqq_PYgGewc_DG49OkC7akqYiIScnEl4c19ca-iTE9HN7nErddfTEJ5IaG8g6BlU8vixf4076otD2v7bQkywBF581SQm8OQl4NJ8i7JbfXpmyoTFEu_pPkg76BP9SX8LbFjuoPbZfOlkAvfXf_OnplSUyMGsP1gD_fmtEnoFHuASQrZAQb3p0KeRQHBAK-G0b6K_fxey4dLN7FTYggKkmYtQ6CxgMHql9dRd0mIpEZCgFBJ9-jWplozWjwqvZd43caVhYWaM0dVvnbX4SHSXSsr6KuyGRR-8Yuj0SzxBGK9VyIrGMkIeIzCrzG3U7caQjb05nEXrI1hsDIyBgZO9-jKXuCipl22rgn0zGpsBjJl0vuECvhBD4fkzHYsPuuSKum-q_2K2V6rQbrogeybF1sC7cTLQMP9xGb4e5APfC 149 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 15, 2023 11:08 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tricia Zupnick rubber2203@gmail.com 9085310865 Land my next gig in an exciting company Medidata Clinical Trial Clinical data Management CRO DM Vendor over sight Clinical team DM contact eCOA clinical trial database design documentation User Acceptance Testing Prepare Case Report Forms (CRFs) and CRF completion Guidelines (CCGs), Building my career as an independent consultant I am looking for a contract Data Management position I have a8 years of experience most with Johnson and Johnson and Astellas Pharmaceutical I have great interpersonal skills and multitasking and communication experience 03AL8dmw8L_auUucGq8Ksj7LhjkPbRQITH-ZOnpuuk9MAlmuG66imN2qfNvfp9rTSjueVnO7adNp4VEQQRqwPXK61Q6K682x1dFZHD0BZVJXiHqKS3ujvufk0e19p8aTROc2GjET94RoyGD4RhnmvER_MDx-pCR012MBEz_VvO2rjdjPyVWadm8kWuRGbL54ZENRMy_B1bAPyFJH5nd8uFBt-UT-Ptp7_iiyjDroUBFLB86oexSziJBThjzgGBve-Wk8WG0YyK0LtE89ubNDiObgcglZhAvCfyvoxsVHOvDHuLJPrqvgaqbGyJKqw8I2CBMCwr1i25foriQW1Rvir-pWFvCWCmdJEm6tLMuNUouofWSAtCJCAsOEhj8bkQvPsj6pySKy9TVRUy1dnSy_N2g2DDRICrowu9k3-ZjjTu-kSIm60GD2DqGxBadRTCXQ4MciEg4cwrepiDaw4Lmm0AT8_blD4_vSRwVgEGBJgZf649xTILH3DlHjJqUMhjg1namQ_yjTXb3VXp7imMn19w0XfMMflXz4Y8WZAtNtchf7tv3hXpV6cZ4LRO4nEppFXkdTrY3BmT5r8d 150 24.102.194.147 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/114.0 https://www.bullcitytalent.com/join-community/ June 16, 2023 12:05 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In the midst of a candidate-favoring job market, applying for your dream position is perhaps now more achievable than ever. However, having a professional résumé plays a huge role for employers when considering a candidate. In fact, over 80% of résumés don’t continue through the first screening. Although you may have all the skills and qualifications for your dream job, your résumé is often a first impression for hiring managers, so presenting yourself adequately will be key in achieving your career goals. Below we explore five common mistakes and red flags found on candidates’ résumés.

5 Résumé Red Flags

Typos and Mistakes

While grammar, spelling, and typos might be nitpicky issues, they are some of the most important considerations for a résumé. It is crucial for candidates to put their best foot forward, meaning résumés need to be well-written, spell checked, and polished. A poorly written résumé can signify that a candidate does not value the job opportunity and has not put in much time or effort. In fact, 77% of employers disqualify résumés because of grammatical mistakes, so rereading your resume is a simple but important step.

Poor Formatting

When employers evaluate a résumé, aesthetics play a small role; however, the bulk of their consideration is on job-specific skills and qualifications. As such, résumés need to be formatted to highlight these skills, with relevant sections pertaining to the position, such as education, work experience, and skills presented in an organized manner. Often, good résumés will have short paragraphs or bullet points to make them easy to read. Pro tip: Be sure to avoid using hard-to-read fonts or cramming too much information into a section, which might cause the hiring manager to stop reviewing the document altogether.

Unprofessional Social Networks

With an increasingly digitally interconnected world, your social media presence is very important. Employers are checking what social media you offer on your résumé and cover letter and are likely searching further, as many employers can find applicants on social media with a simple search. While having a professional LinkedIn is one part of the equation (and can, in fact, help you land a job), keeping a clean Instagram and Twitter is also just as important if you are choosing to keep it public. Any derogatory comments on personal profiles could reflect poorly on the companies' values as a whole.

Lack of Career Growth, Employment Gaps or Unrelated Experience

When considering a candidate, employers pay specific attention to relevant work experience and past employment. A lot of times, they will look for career progression and the timeline of past jobs. They will consider how long a candidate has been there, the prestige of the position, the type of organization, etc. A green flag is to see changing job titles and increasing responsibility as their career progresses over time, whereas employers may be skeptical when an applicant has not advanced in their career or seems to be stuck in a cycle of jobs with limited mobility. As this does happen, candidates should be able to explain a possible employment gap or lull in their résumé during the interview process. Additionally, including relevant experience while omitting past and unrelated roles will help.

Inconsistencies and Inaccuracies

While it might seem quite obvious, being completely transparent with skills and experience on a résumé is critical, as employers will likely ask candidates to complete tasks that pertain to the qualifications listed. However, lying and overexaggerating skills occur often, with 75% of human resources managers catching a lie on a résumé. Being honest and including accurate information about job titles, certifications, education, and more will boost credibility and let employers know that the applicant is truly good for their word and the best candidate for the role in which they are applying. Pro tip: Tweak your résumé to highlight the skills you do have rather than lying about ones that you do not.

BCTG Can Help

As a candidate searching for a new position, remembering these tips will upgrade your résumé and improve your number of job callbacks. Although résumés are not the sole factor in candidate consideration, they can definitely be a dealbreaker if hiring managers see some of these red flags. If you are looking to improve your résumé, make yourself look more appealing as a candidate, and get your foot in the door with employers, BCTG is here to help you land your dream job. Contributions from Leah Harding

Laura Okkonen laurao@michmortgage.com 2317668039 General Inquiry Good morning, Could you please provide the name, email address or fax number for the person that does verification of employment for Bull City Talent Group? We have a client in the mortgage process with our company and we need to verify his employment when he worked for your company. Thank you! Regards, Laura Okkonen Michigan Mortgage 03AL8dmw_b3dddDTpPqlPybiK2HuzfmWsT8vgTw7XrUhfbBJLVh52s3AA4mTqwyjQNuWu2BGraiojUivjYYTb-MIRBL97Rp3tEsDbEFyfrqcNoExhG6797OtJ6-OdVvJhnfeQgeiJ-CX9qnKCFPiVFVKLpwu1hRxRlcwVZTinVzLtr3Lc7nl8PEamdBmVhsLWZdf7Fk4__Jl4P7SE0oZPNQFt7fUAUbEOXOQ7l2jBggnSnPKjA8wCm8jCKJzeZq-_A7XKSUK-3LADzqkFSJa6fm1YSrZkHsG_dhXjP1lEx4Ir-6ZIy3_KAw-GVIVWlVsXS5GNwrIY3FZa443xs0UmaJioPVdOvcMdsqiebvSlUEhkuhTtQjUFAmLijogL2oNdVMSbB-_CdTyfX4g0yntb-dcuwTbNuuw17GqyFJMaiLRfU-78ot5CdOzehfCBj82MN8ZPcE6jg1H1NFJ7TQeq2tYrMJxOkMtQb_mJN3mJtYrO1HMxspNGksAFEtOgg_pfxpGHbPKkcNqFO2dVUKkOXAgrLvAFzFKxUGXUnx_D9X-ru_Zd6IIngh7QHwpkcr5C42X96EXYIfNsy 114 50.197.97.249 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 21, 2023 1:51 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Janardhan Pulla janardhan.pulla@gmail.com 7275600289 All of the above SAP S/4 HANA ABAP, PI/PO SD, MM, FI, PS, PP, QM, CS, WM, QM, IM, FSCD, Debit Management, Treasury Management SAP S/4 HANA ABAP Building my career as an independent consultant 03AL8dmw8LgM-XKVIxLR6AevYftmObUzlKGps76O-fI3GAhqwcflwNFiLnYvn4-Picxzpfb-iLYm8UMkBKSP105OpXfKSmplhh9W11Hvcxh1iTG4ExlEIHHg8ph7jDID1WmGkead1u52yH6WJaooraFfHzBPYNSCPX87g_gO8M-_vEgAHw8cO7cE7n3OhMhFivOBDubypAFjyk3_reMQ29vQ2qQrIgCy8AfG6jNEJzjzy6jIikO3D5VvTkkbH7Lz0ZubCEv2yB1STCju67ZB3tyVLYb-i5e2bQtlFt8VuDsKjh7srJJk4zujrtHevQxcJ8DJlezZwgJVPjb2SC4UAA4uxjeNo8AL0SCmVPLzJmlRU7u5TgNDXQL2JdywHW44V8_m5CtOODUz57lHoS1LBjI5EtAeU9OrKMWFk9CqxLWSiXSmis6nZ5T2DnlB2q116PXwVnEAyyBnBXoLi8MAZqJkANRs2uyvaqbpejLyD02FcBmU_UaZwufY_jGaqE-PJmWpMFApNAeyuHlNSSjX63cUEV1wdzDFpSTmabMd_JqpJTkTcSiNchLDc 151 73.194.98.22 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 21, 2023 5:16 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Janardhan Pulla janardhan.pulla@gmail.com 7275600289 All of the above SAP S/4 HANA ABAP, PI/PO SD, MM, FI, PS, PP, QM, CS, WM, QM, IM, FSCD, Debit Management, Treasury Management SAP S/4 HANA ABAP Building my career as an independent consultant • 18+ years of extensive ABAP/4 Programming, PI/PO Inegration, SAP S4 HANA experience in FI/CO, Supply Chain Management, Project Systems, Order to Cash, Warehouse Management, Quality Management, Inventory Management, Plant Maintenance, HR and Cross Applications in the various SAP R/3 environments releases, 4.5B through ECC 6.0. • Extensive experience as a technical consultant with strong background in Object-Oriented techniques (OOABAP), design patterns, development, Validation, Trouble shooting, Debugging Programs and reports, and testing of software. • Extensive experience in Implementation, Application Maintenance (AMS), Roll-Out, Data migration and upgrade projects with excellent customer facing skills in United States, Finland, Germany, Italy, France and India. • Extensive experience in Pharmaceuticals, Automotive, Retail, Hi-tech, Media/Publish, Automotive, IS-Oil, IS Utilities, Manufacturing industries. • Extensive experience working in agile framework, Waterfall methodology-based implementations. • Extensive experience in Production Planning, Supply Chain, Order to Cash, FI, HTR and P2P functional areas. • Extensive experience in ABAP Reporting, BDC Conversions, Forms(Scripts, Smart forms and Adobe), Enhancements(User exits, BADIs, Implicit, Explicit Enhancements),Substitutions, Validations, Module Pool Programming, Functions, RFCs, BAPIs, BTEs, Requirement routines, Authorization objects, Object Oriented techniques, LSMW, EDI, ALE, IDOCs, SFTP, EDI, Process code configurations, Partner profile configurations, Screen Variants, Transaction Variants in design, development, implementation, Testing and System Administration. • Worked with SAP HANA database, APAP Proxies and good knowledge in SAP S/4 HANA, SOA, SAP Business Objects Data Services, Web Services, SAP Net Weaver Gateway ODATA services, CDS Views, AMDPs, SAP PI, WSDL, SAP AFO, and SOAP. • WebDynpro ABAP: Extensive development experience in developing WebDynpro applications and have complete understanding of MVC Architecture with WD understanding, Search Help, Knowledge of working with Interactive Adobe Forms with WebDynpro, ALV Reports, Handling of Controllers, Hook Methods and Custom methods, Calling One WebDynpro Component from another. Handling of UI Elements in View, Knowledge of Connectors/ Plugs, Implementing Service calls Methods, Floor Plan Manager (FPM), POWL. • Strong Integration experience in connecting SAP systems with Legacy systems with ALE and EDI techniques using EAI tools SAP PI/PO, TIBCO, BIZ Talk, Business connectors. Good working knowledge in SAP Process Integration (PI) which covers ABAP proxies, SOAP Adapter, IDOC adapter, integration builder/integration repository, runtime workbench, adapter engine, integration engine and SLD. • Good experience in developing RF Transactions/Labels, Workflow design/developments, raising OSS messages to SAP, searching OSS notes, and implementing notes as per the business needs. • Expertise in identifying test scenarios, preparing test plans/test cases, creating/simulating test data and executing test scenarios as per the business needs. • Good working experience in SAP S/4 HANA: Data modeling, Creating Information views like Attribute Views, Analytical view, Calculation view, HANA Architecture, Data provisioning methods like SAP Data Services, FIORI and SLT, Cloud connector, NetWeaver Gateway, SAP Business Hub APIs, AMDP, CDS Views. • Good understanding of SAP Cloud platform, DevOps, Business Rule Framework, Fiori and SAP UI5. • Experience in Gap Analysis, Design Analysis, Blue-printing, Prototyping, Testing, Cutover, Effort estimations, Resource planning, mentoring team, Capacity planning, Identifying potential issues in project execution, Staffing, Task assignment, Team management, Strategic planning, Project planning and budgeting. • Good working experience in SAP Customer Relationship Management – Sales, Service, Marketing, e-commerce, Mobile Client Application, BDOCs, SAP Transport Management, SAP S/4 HANA suite. 03AL8dmw8__vmas7cNQ1w0xxon2yv-2NOegCcL9EtiPNlxdg64vG7bdVGyzsZA2lK56qia3yPcmF7gV-7_v2mj8aMBV4fXq4j-7V8Yck4zVWPxLxs8DqE7VZAwEb9Bn93xqJe1iSz9SjB_vHrVTICGckaQKOSudE7eAsBnupl7JE2yY8Cm-NhGaczaXgJ9p4MlvvEZr8WC8T8q5gs1iXDE61zKDBUIrcKJRhxyl2LayD8qrdf47z3pJeGPBkalDKz4f1QP6Zjk2VTV4Ou43JUg3H5wN4xTy4NkBQAzJC2q5XZp6RSbE_UD5TxIA6fCNzIiaT5SI_DfzwHpCbopzL0dXQrjjcX6aOzxLOZ70ytwKXhWn1PJdt9Ui6JkeMkZtzadhWhh3m-S22Qwn0eSlSoirIUWVPnWWwvIN5YQJEYMJNFTV7uBfz5ic81IXkipvMnu_wO3FmEy9hcRoxoK-iWKAkT5iBzfDkXyknt_odrkBmyNAFaCCAKxpDZX5ThE9736wALcQaSkOC9sAJ9LQesefK_B0Qes5smKFtKzDcl0LhBVCua4F9ZImvA 152 73.194.98.22 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 21, 2023 5:16 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Janardhan Pulla janardhan.pulla@gmail.com 7275600289 All of the above SAP S/4 HANA ABAP, PI/PO SD, MM, FI, PS, PP, QM, CS, WM, QM, IM, FSCD, Debit Management, Treasury Management SAP S/4 HANA ABAP Building my career as an independent consultant • 18+ years of extensive ABAP/4 Programming, PI/PO Inegration, SAP S4 HANA experience in FI/CO, Supply Chain Management, Project Systems, Order to Cash, Warehouse Management, Quality Management, Inventory Management, Plant Maintenance, HR and Cross Applications in the various SAP R/3 environments releases, 4.5B through ECC 6.0. • Extensive experience as a technical consultant with strong background in Object-Oriented techniques (OOABAP), design patterns, development, Validation, Trouble shooting, Debugging Programs and reports, and testing of software. • Extensive experience in Implementation, Application Maintenance (AMS), Roll-Out, Data migration and upgrade projects with excellent customer facing skills in United States, Finland, Germany, Italy, France and India. • Extensive experience in Pharmaceuticals, Automotive, Retail, Hi-tech, Media/Publish, Automotive, IS-Oil, IS Utilities, Manufacturing industries. • Extensive experience working in agile framework, Waterfall methodology-based implementations. • Extensive experience in Production Planning, Supply Chain, Order to Cash, FI, HTR and P2P functional areas. • Extensive experience in ABAP Reporting, BDC Conversions, Forms(Scripts, Smart forms and Adobe), Enhancements(User exits, BADIs, Implicit, Explicit Enhancements),Substitutions, Validations, Module Pool Programming, Functions, RFCs, BAPIs, BTEs, Requirement routines, Authorization objects, Object Oriented techniques, LSMW, EDI, ALE, IDOCs, SFTP, EDI, Process code configurations, Partner profile configurations, Screen Variants, Transaction Variants in design, development, implementation, Testing and System Administration. • Worked with SAP HANA database, APAP Proxies and good knowledge in SAP S/4 HANA, SOA, SAP Business Objects Data Services, Web Services, SAP Net Weaver Gateway ODATA services, CDS Views, AMDPs, SAP PI, WSDL, SAP AFO, and SOAP. • WebDynpro ABAP: Extensive development experience in developing WebDynpro applications and have complete understanding of MVC Architecture with WD understanding, Search Help, Knowledge of working with Interactive Adobe Forms with WebDynpro, ALV Reports, Handling of Controllers, Hook Methods and Custom methods, Calling One WebDynpro Component from another. Handling of UI Elements in View, Knowledge of Connectors/ Plugs, Implementing Service calls Methods, Floor Plan Manager (FPM), POWL. • Strong Integration experience in connecting SAP systems with Legacy systems with ALE and EDI techniques using EAI tools SAP PI/PO, TIBCO, BIZ Talk, Business connectors. Good working knowledge in SAP Process Integration (PI) which covers ABAP proxies, SOAP Adapter, IDOC adapter, integration builder/integration repository, runtime workbench, adapter engine, integration engine and SLD. • Good experience in developing RF Transactions/Labels, Workflow design/developments, raising OSS messages to SAP, searching OSS notes, and implementing notes as per the business needs. • Expertise in identifying test scenarios, preparing test plans/test cases, creating/simulating test data and executing test scenarios as per the business needs. • Good working experience in SAP S/4 HANA: Data modeling, Creating Information views like Attribute Views, Analytical view, Calculation view, HANA Architecture, Data provisioning methods like SAP Data Services, FIORI and SLT, Cloud connector, NetWeaver Gateway, SAP Business Hub APIs, AMDP, CDS Views. • Good understanding of SAP Cloud platform, DevOps, Business Rule Framework, Fiori and SAP UI5. • Experience in Gap Analysis, Design Analysis, Blue-printing, Prototyping, Testing, Cutover, Effort estimations, Resource planning, mentoring team, Capacity planning, Identifying potential issues in project execution, Staffing, Task assignment, Team management, Strategic planning, Project planning and budgeting. • Good working experience in SAP Customer Relationship Management – Sales, Service, Marketing, e-commerce, Mobile Client Application, BDOCs, SAP Transport Management, SAP S/4 HANA suite. 03AL8dmw9yGie7xBArt_mrUOPdRnWFKDtQ1P5mYwbL99MkD6xtQKaWb6IfEFPl7fkdMXfc3UPoUojR_T0O8oDIIwE-EoOF__dAYsYou7OovGvi0RCas5vFFMAKkkJsMvfRJePbXhoYrfhwIXILEtURs1hjO2WECYHkUTu1ht6-YoClkuQe3aODuJJl88I1_JICIOofDFMa3SGjYUdegqC0-LIJIRUsnDAS_kQ7wcQhRuYYfa0E-u7SrjOozOGPYQZn6yk3Q87IWjzNyz0nkUcHCC8FJyNGkyEoBysFjgpnnQsxw8qDMxKci2yEBGK5RG_kcO-2Is1zRHwmYq7_4irAk66I7nQdXzJSUAAqozGJmZ5ced2N8615dWvQwNBNAVI8b5CLOAzEUWzQX1ebFGmbBQtzejVlSl0I684hmojoWmIH7ogO-9NxdwzEue3YrogHXexkWp3gZoHtpiNDRF0DyXaTUqdd6xHeDe3QJZx7gMWXtNGmlj944r2WBy7xiPNiZb5WoyLr121F3cE0WR9TxE5nM0wCcB1vTkzl_t2MQmLJt82PWHmF5yEPOBSviOTpbDNWmHaI6-QV 153 73.194.98.22 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 21, 2023 5:20 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

While it’s true SAP projects come in different shapes and sizes, a high degree of success can be attributed to being aware of and controlling issues and risks, both external and internal, as well as foreseen and unforeseen. Any SAP project requires quality resources – be it the right personnel, adequate IT or systems, a solid budget, appropriate onboarding materials, etc. A seasoned SAP project manager is one who recognizes these resource needs and sets the process in place for finding and addressing them. Planning is an essential task for any project, hence the adage, “If you fail to plan, you will plan to fail” holds true. An SAP project manager is someone who notably has an overall view and knowledge of the project on hand and understands the project goals, the business value, the ROI, and the reasons it was approved. They should visualize the end-to-end execution and should be skilled and capable of foreseeing pitfalls and hurdles even before they occur, mitigating them so that they don’t hinder the progress of the project or become barriers to success.

PROJECT MANAGER ROLES AND RESPONSIBILITIES

Below, we outline a few of the roles and responsibilities of a seasoned SAP project manager:

ENSURES COMPLIANCE

Ensures the team’s compliance with all accounting, human resources, training, and safety goals, as outlined by the Statement of Work (SOW) and other policies and procedures that exist at the company. Companies require adherence to their internal guidelines for business conduct, ethics, information security, and general safety in demanding work environments. Ensuring all SAP project team members comply with and adhere to the client’s working environment becomes the responsibility of the project manager, lest key resources are asked to leave simply because they haven’t complied with the training requirements in a timely manner and thereby put the project (and client) at risk.
Manages the timely submission of time and expenses to the client, consistently, to stay on schedule and on or under budget.

FACILITATES SUCCESS

Keeps upper management and stakeholders informed about the progress of the project as well as any risks or deviations from the plan. Communication and transparency are keys to the success of a project. As such, the PM should have a process in place to inform management and stakeholders on the progress of the project, risks, and issues, if any, and steps considered to mitigate or resolve them. These could be through status meetings and collaborative tools.

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Junaid Ahmed junaid@codeanalytiqa.com 315 675 4290 Other Dear Sir, Hope you are doing well... Greetings from Code Analytiqa…. We'd like to collaborate and assist you to fulfill your requirements. We'd be happy to schedule call with you to discuss how we can help your organization. Code Analytiqa is a consulting, solution and staffing providing organization for next generation business collaborates throughout the world. With comprehensive intelligence system across diverse industries and domains, we dedicatedly work over the client’s project to turn them into some most successful and high-performance organizations. We provide a wide range of tailored workforce solutions and service delivery models to equip you with the people, skills and competencies required to reach your technology and business goals. These solutions are available individually, or as a combination of onsite, offsite, offshore, and near shore delivery channels. Our services: 1. Staffing/Consulting/RPO/IT/ Engineering 2. Corporate Training 3. Project Services/Outsourcing 4. Data Analytics 5. Cyber security Countries We Cover: US, UK, Europe, Middle East, APAC, India regions. We are interested and would like to have strategic business partnership with your organization. Please share the details of your requirement, so that we can work out on the same. In case of any query, and clarification please contact us. Awaiting for your positive response. Thanks & Regards; Junaid... Code Analytiqa Global Business Head UK: +44 20 3290 0549 USA: +1 315 675 4290 India: +91 80722 29703 Email:junaid@codeanalytiqa.com www.codeanalytiqa.com UK/ Europe/ USA/APAC/ India 03AL8dmw9g4t9-G96UDglHgg23zGWAB9t95cZu0NGkEU-c-lGNhPWlQKMBSZdKkUZ5PJLVkB8w6hS8joRBlz7MLiRI8XIQXhG246oMDxI6jLVQeJqVLI6w_-HlY5CraCdXoeY5SmOhMCDdlqZDHkjUG3OVaNmVNbaJSy407A5xSE51e5audQlyW4hcpUvDXL7S8_rJbsigouu_Xci_RgMocugD8xI4ye2k-wea8xlRm3co4zV620l6G3saVVLfOGHthCY7KNhpKxObSk1RM-Eznt5aBYVFKTIoOSC1sH_qUOaDbshvsMkboO92jLk3drjQYkx5_zMPuYXRYq2LnV0sF1IpY0zBwL39fqEo2PG1jLPdVNzFLiBCmTGwXDszzzlLhzMOqywHZiPegcM2hMZiuHaZbbxY1Of695jHyw-YS1XglBrqPpW2gxU6kK93zsGf3y_U0msp3LGYBH9D2gbUOJmf6ifd8Y9E9ofkcXJTV7zWGStMYsTZOxNEImCq-rKihDt5QZYeZUX_Tkkl-A0lDr4k4ezsJDPLYxYgjgSgXAYD8WVmKkK5-sufGqea1oo1SK4POUK4LwvjDrHcCoQ5pXsezPcipwuSmwqoBdx0ZN7D4BtRCuSbD-I 115 157.51.7.110 Mozilla/5.0 (Linux; Android 13; moto e13) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 22, 2023 5:45 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Junaid Ahmed junaid@codeanalytiqa.com 315 675 4290 Other Dear Sir, Hope you are doing well... Greetings from Code Analytiqa…. We'd like to collaborate and assist you to fulfill your requirements. We'd be happy to schedule call with you to discuss how we can help your organization. Code Analytiqa is a consulting, solution and staffing providing organization for next generation business collaborates throughout the world. With comprehensive intelligence system across diverse industries and domains, we dedicatedly work over the client’s project to turn them into some most successful and high-performance organizations. We provide a wide range of tailored workforce solutions and service delivery models to equip you with the people, skills and competencies required to reach your technology and business goals. These solutions are available individually, or as a combination of onsite, offsite, offshore, and near shore delivery channels. Our services: 1. Staffing/Consulting/RPO/IT/ Engineering 2. Corporate Training 3. Project Services/Outsourcing 4. Data Analytics 5. Cyber security Countries We Cover: US, UK, Europe, Middle East, APAC, India regions. We are interested and would like to have strategic business partnership with your organization. Please share the details of your requirement, so that we can work out on the same. In case of any query, and clarification please contact us. Awaiting for your positive response. Thanks & Regards; Junaid... Code Analytiqa Global Business Head UK: +44 20 3290 0549 USA: +1 315 675 4290 India: +91 80722 29703 Email:junaid@codeanalytiqa.com www.codeanalytiqa.com UK/ Europe/ USA/APAC/ India 03AL8dmw9JelRZKw5g41xfwCCdmffOWiD621gARSIWqHtz6iAt0Ks2P1tMpSgnyUj84jjVFhvQXm6Azxa3WDLdPXvy-i161kxlPP191PhkIoPA3KwXu1bjvRD0Ddx9PdaTKHuVlbWoekTsJexaakIJIoQQdYVsPWeFf7b2GndIbFw-UeNWtZXOEXBXPleivbtcuvkMFW7C_vCdwsl0UwhPtqPHysYKqQRgNI3Cas4V_ZXkiq0kFjIju7donkagiV2AaxDGNK5AMjPNILIdSVr0X535mGDuHnW4_7TfJIm0AgC_DNSACgH09ZT-pLj3JURU5w3YvUFudZ26PAFoULKcpO7gYjQwMcm3CIRBl5_spmXQPHnmkqNyqcZAswUGRAkw5wFkSIon5kmkOKXASzu6TYApIcBvTqPBDw2PyC3jf0LiOfOiivHjAnEUwmJJaC34uzvtuguOnz5aATuBEsR5OAAHz2N88IfK96ZD2otYVe31diLTF0JsvVHrSW_-hfCDyghWA5CKlWE1y9gM-dGe0zNjFSNHS4_B5NWnavI6-lKWGZRUqxEWw1Q0phbzJd0TDCCVi9BuNzcjg_OZ9qXjtIUu1jOSAnod4Z77IuZiPSUlJGczm2CQPq8 116 157.51.7.110 Mozilla/5.0 (Linux; Android 13; moto e13) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/108.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/contact-us/ June 22, 2023 5:45 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Mbu Charles Agbor agbormbucharles100@gmail.com +237675275201 All of the above Microsoft Excel, PowerBi, Accounting, Finance, Business Analyst, Market Research Learning new business and technical skills I am a Cameroonian, 32 years of age, an enthusiastic, loves to learn new skills to help me gain more experience in the job market and can even work for free to gain industrial experience in my field of study for the future. I have work Doctors Without Borders and a Health Data Analyst, BJ complex as Chief Operations Officer, Accountant and Business Analyst 03AL8dmw8K0fE-Kc-j2Dq-YebIjJItvTwhai0SlxerKZ-hw0HId7Ku32LnpvQ_BpS9PyeA5OM88O_WqbFRYLhxVnGg9yj0UjvBWxGQyaOaGGNL9kmT-3uR7NQNnIlSsPRpMjDSci6R5HIaB4EUMK7xfZA_brTyHKjEynY7034LFr5ihBiz942ChS7Rzt2xNlJDBdDMLF94KKcSQkWE6rMBMXjWcYUQt_2MWfgigPRrpTxhoSNxenuPOOH2gWSv3E9JsBaRMk7P0niRWhrmMf4_SMstdocNiwm94Ip10rzMK8bS4p4FB54dbX8LKIVX592mw5FVwbGhqXO1xG0yK4A5j6QzZhOVDnpHLCcEipPlQQ7hm1wspw6tSlkvUWnu96PqXucpCIHOAnMJ46Ekn9iREMeYpmvM9lt_iaZRCKpmQhEPqkpcSzXONAdP5NuSrrrFxHf2OBqWVqnWuykz94h7Xht841AJL2gIB6RjzFPf7FhxA3j6x6n3yLCa-TMBzJchvErEcXpX7s7vP_GfAG517-cnq1t0y9MzOXNeULKI7GeE_I5PCrY6znp3b8JrpI1LU4-NBKf91poTxYNVJLhZesxJ06AReWh9iw 154 41.202.207.157 Mozilla/5.0 (Macintosh; Intel Mac OS X 10.15; rv:109.0) Gecko/20100101 Firefox/113.0 https://www.bullcitytalent.com/join-community/ June 26, 2023 3:57 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Mbu Charles Agbor agbormbucharles100@gmail.com +237675275201 All of the above Microsoft Excel, PowerBi, Accounting, Finance, Business Analyst, Market Research Learning new business and technical skills I am a Cameroonian, 32 years of age, an enthusiastic, loves to learn new skills to help me gain more experience in the job market and can even work for free to gain industrial experience in my field of study for the future. I have work Doctors Without Borders and a Health Data Analyst, BJ complex as Chief Operations Officer, Accountant and Business Analyst 03AL8dmw_qbyws194GF8NRBmDMeuFe7q1Sw0WdMlM4_Bg3CHkrU4KTKpnBBJwk7nQBzS4j3yzyo3X38xjZMtj95vV5V-BRF5th1MPBKKtPIIHCPyrLhkbOva7DXWr96lP6z3KWolGDfL2aEnT9oIZQZ_LqVSfFXcKTUGLjAnZvuGpdfDOFra1PpApnnEVg18clPrR0ZJNvxNhnFO6QuZc27LnwtRGRifH020O78yI-ZkKOQsSf0i_qjpYr7A07TpLh4A2Fix2pjZVjYPsOw1Z1VyIvvGKZ_RPrtgtiwIoD3u7044pwheQnBVe1jz9ziJVsn8YdOthNacrS_q_AheEst6IgtHrY-p1m9FxgqmrPk0oM7lYuvPm6xCHkKqR2TGN6AR2wADRleHhmMkxfsXhyadhHeqfQZDzQnTplCRrLdLt7QzgbJAgNQAWCkS2bB9xLKbd8k6H6VRE3oLpPHBvVSs0ysh9P7KRVxPEvu278luqGUOwjYQQOMf9qSMKrxjQ1sx5yNE26alRqJbBYqHMNJZZqhbXk2-imcH25mmwNdqDOa0v3isHl7cgBh5IhFHw33ROPoXcWiXlLiddOwK041zH44VnSbuARJQ 155 41.202.207.157 Mozilla/5.0 (Macintosh; Intel Mac OS X 10.15; rv:109.0) Gecko/20100101 Firefox/113.0 https://www.bullcitytalent.com/join-community/ June 26, 2023 4:13 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas van Haastrecht thomas.hjvh@gmail.com 3863778899 Land my next gig in an exciting company Python, C, C++, Machine Learning, Power BI Data Sciene Learning new business and technical skills I am a recent Master's graduate in Computer Science from Florida Tech, and am looking to gain professional experience as a programmer. My main interest at the moment is Data Science as I have had a great time at my internship in Brau Union Austria's Data Science department. As a Teaching Assistant throughout my post-graduate education, I have had to teach concepts and help students with their assignments while keeping up with my own studies, which required the ability to balance multiple obligations at once, which I hope will be an important skill in the professional world. Working with students and my fellow teaching assistants has given me ample time to hone my teamwork skills. On a slightly less practical note, I am also very fascinated by esoteric programming languages, and have spent some time working with those too. I look forward to hearing from you soon. Thank you for your time and consideration. 03AL8dmw_C9pdStzBUH-GUI5C-yWKgFWxLtrrNYbYWDXRzr3l0zQzr21WD-VHMo-cXwB4VH3D8tzC8j7eLZjvyMesDlAk8t-16kQaNohJf5eum0vKntAtn9-GlZAPfODLPLOtW5ava9EoIzLrv5OlybbJS0AH_eOacDzLpVxkQVzHylc5QOc3D1bBAjq3ABm-wZRG8TpsAF2_rH452cbe9B4XSUrguEfuXoaKKp1vTsdWpTHx78kOib7PlSD6sDOdbP5NMp53bPNd2K3NxtfR96ZRVlaVhi3nGvNoJmi0gx2FCcGwMFU9x4VeJKFNyW_0I5fVR7x3hZYalsA5Jbl59hWGEqayFs1-JtG63D6zxaNrDMhL_1nZOYbreqIhFjKHU-wIC0S8n_Y18WJGNiQRk6MmRtk6vOOzU6K-5U08-U0_heQcz8jL-1DbKn00UP0EeFwZKaoXBDXq654AVIg5Sv5mzGQXtrRbHk4QSTOHLW2ZD4OIgDcrYmicKutopy3VVquY54oeQgxM8pqw8xbZDe1wUmvtahARCDb79j4y5m88ZUAFJQIjago-45Z25ocW5I54_sMnlvMLg 156 68.205.25.195 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 26, 2023 6:59 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas van Haastrecht thomas.hjvh@gmail.com 3863778899 Land my next gig in an exciting company Python, C, C++, Machine Learning, Power BI Data Science PySpark Learning new business and technical skills I am a recent Master's graduate in Computer Science from Florida Tech, and am looking to gain professional experience as a programmer. My main interest at the moment is Data Science as I have had a great time at my internship in Brau Union Austria's Data Science department. As a Teaching Assistant throughout my post-graduate education, I have had to teach concepts and help students with their assignments while keeping up with my own studies, which required the ability to balance multiple obligations at once, which I hope will be an important skill in the professional world. Working with students and my fellow teaching assistants has given me ample time to hone my teamwork skills. On a slightly less practical note, I am also very fascinated by esoteric programming languages, and have spent some time working with those too. I look forward to hearing from you soon. Thank you for your time and consideration. 03AL8dmw9H3BT6bNTun5vjS4z_w1r8XTqqOIjVTVb7Zc0axvZdEvI8VGz2jzLDXG0gvhq4MKexHGmMyaxzRWpk6v1YSKo3QqP5vu0nxS-9mUdG6UzQ9RmPTn9tvvFAjkYWT7Rqe0Oer7TR8c_ATQR2hxey_-3WT-_QBzDjSvi6mXvoSQMNVyw7VAkH8cTD8MJs0rKVfXvKd1Qgfm9f9FIudLRbfVXcU6RznGs8xMmRpNqK_i5w8RUzmwEMDIyHaOK7F4BlPQEzmsuQZaakK0xfc5eMGKGXXf3Tmx24c_mgV-vsxzpcIGtG-kxD8NB3g5GDfu2FuT92XiHjDRhqQno-Yp77BSOo-ASOYSljB4wPQ8780cx0jUpOrsWr3UXAXi0Kq51Nur6-k1K4oPRsc7_bsMAZUOBiZxnHKeBwewxb7d62rgVi-xNfRMpjw6Ms8DMOn6ChNUxMbpM1Hci4mjU7uxqXK90ZzMOV0KEPPNNOw2BtQj_5h4NAkiLyCLLo5FhOMCjBZWFwt6Ab_Rc7fNnyZJOkmLPk_pEfDSHKn7_CLohEP4COm-iiV9msHoT4ov7GWjaIUzuMamSJ 157 68.205.25.195 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 26, 2023 7:00 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas van Haastrecht thomas.hjvh@gmail.com 3863778899 Land my next gig in an exciting company Python, C, C++, Machine Learning, Power BI Data Science PySpark Learning new business and technical skills I am a recent Master's graduate in Computer Science from Florida Tech, and am looking to gain professional experience as a programmer. My main interest at the moment is Data Science as I have had a great time at my internship in Brau Union Austria's Data Science department. As a Teaching Assistant throughout my post-graduate education, I have had to teach concepts and help students with their assignments while keeping up with my own studies, which required the ability to balance multiple obligations at once, which I hope will be an important skill in the professional world. Working with students and my fellow teaching assistants has given me ample time to hone my teamwork skills. On a slightly less practical note, I am also very fascinated by esoteric programming languages, and have spent some time working with those too. I look forward to hearing from you soon. Thank you for your time and consideration. 03AL8dmw_QEZd24SBc1QSSYkdM401l5Fd_uZ9wcdF_QIHNx7RmOlwkSzqy609Un5DmRUDkepODPp0P9SF5wWzXMYpKmBba57YqX76koUihFIgJcBBmC1DHEYl66PmdMuEEWSdRnSKyywUTBA4APqHqyUVYOT-pFcQk45VmT7Dd-wmykBgUdaQY9_-F04Q2df67KqpQIoUQKMOxle8mB3pm6yIRqdFqp3-OxxtrbD8TNMO2qYptKdp5x15Bu2vrUAcRJsKsakLPdXXrAn7rd0NXnzxBXWx_PATiUN-5QGLJSaP8mhClrOzoQ6yONN9E_Zo4-nmjZGHPmOuHwWMCvOuDRLHuz-Hgkn7UEdPd1msZnW92kifkfR6Wc8b2SDoCIaPMXW20C1oclzokIg_Vu4bq7bY4l2jO7uKBzL_T9wu3JH80b76n9ALNmL7hvXw6x6MNC24tqkUKsYyLjKFlhueI4cDTVlDJbJzBjvM0kSpjcAuRZDhN-WlkXQBxI2OcrVu2iesw617bUdW5X0GjQVJT5mUq6-rbdx0l75y2mjT_jNHQGees2dhozZRLumqQH-JdJ16QFRJ2IfrV 158 68.205.25.195 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 26, 2023 7:28 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas van Haastrecht thomas.hjvh@gmail.com 3863778899 Land my next gig in an exciting company Python, C, C++, Machine Learning, Power BI Data Science PySpark Learning new business and technical skills I am a recent Master's graduate in Computer Science from Florida Tech, and am looking to gain professional experience as a programmer. My main interest at the moment is Data Science as I have had a great time at my internship in Brau Union Austria's Data Science department. As a Teaching Assistant throughout my post-graduate education, I have had to teach concepts and help students with their assignments while keeping up with my own studies, which required the ability to balance multiple obligations at once, which I hope will be an important skill in the professional world. Working with students and my fellow teaching assistants has given me ample time to hone my teamwork skills. On a slightly less practical note, I am also very fascinated by esoteric programming languages, and have spent some time working with those too. I look forward to hearing from you soon. Thank you for your time and consideration. 03AL8dmw8VMrVD1Gurn9S96JeCL4PHWIbdilfZ5SLOiwDHdTLtCpBv2ckOpoLD4ERoVsESsnW44pAb7P4b_dtCRFUecd5fxXzZjZA4CchjOqRCrcbsfVqk9DrW1lSAHIK21EvCU-N46OMYW6wRCw5QlDXykOz7fZWuYtzuqodhQete3uFKnaeEsgmGN-GjeJw7Jm4IEObwX7jyYLZEJ3jZnAdDiya0-BfMkmxkcQ5LFCXg0noaEAwz6FlpzGEAq8uTsAZu3fXZX1gNVGqKEdtgVHyNSG5bfMTWR12ERkrU5q8hv3YMiKmoarZL2mtXHGtRa2LNCcq6iKIYdpEQ5qHjjJ3wswb-Lmp9VQyzvp_FEXOLQuoGO8uh_lWqz0nJ1qGGxwVjZQYxHrLJKWfm3krjnXXHjkAYuXKVHQeZAVd8zijTaYaKQQBYm17y6JJytVi1Bj_kcNxBtJDZRIw2vMeuh3LzUNjN6Zo4jfiDnSkBCfCL-BZqwAIlG3R7VhmRQ9Dv6mwI3pvjRxm0Lp41K_7JrIBrAafeH_6yr-R2Kpod_1JmzHsFzDvFbZD262zbzbxDo67GJVUbMxV7 159 68.205.25.195 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 26, 2023 7:14 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas van Haastrecht thomas.hjvh@gmail.com 3863778899 Land my next gig in an exciting company Python, C, C++, Machine Learning, Power BI Data Science PySpark Learning new business and technical skills I am a recent Master's graduate in Computer Science from Florida Tech, and am looking to gain professional experience as a programmer. My main interest at the moment is Data Science as I have had a great time at my internship in Brau Union Austria's Data Science department. As a Teaching Assistant throughout my post-graduate education, I have had to teach concepts and help students with their assignments while keeping up with my own studies, which required the ability to balance multiple obligations at once, which I hope will be an important skill in the professional world. Working with students and my fellow teaching assistants has given me ample time to hone my teamwork skills. On a slightly less practical note, I am also very fascinated by esoteric programming languages, and have spent some time working with those too. I look forward to hearing from you soon. Thank you for your time and consideration. 03AL8dmw-klHIo1nubG2qQVQJGgpVbKy1KoXeepNWOI6103qj-3rEtmghkT5FsRq21sjE2YBW-SztAqBA3Gd5XwFDE2NOxFim_tif8p3fti0gIWCvIhJyae22QtFuFmEoxa-CWkKjc-MzWOyDsUmcv_7Zlv8WOYOERdMIjm8d3JFA0qrwmHL3Au7MncCwl9Y_u23L74do5jxwIVLdB6vY8lZwayL_C8-GyAlP87QTx0kE3dys9dgG3zDn-k7J2AUm6gW_IehsQUqp-7F9qjfhswXIkIlzS0rDgMNfpJdWlG66wIk-5see39qQm51vyiboBZoO4Hut9oOY8zpUabs4N1kuClVQvvqt6zzP7EGrfdYKQazbeJ6UO4y087OxS_Cc_ei-eK0PtazUpHkDjOmIEcYHkfz7CSSa9hatOOTAEPHFldHt4f1wf2Nka5v71H__2aM6ZsC9kS3_Lg0XXmqbqrtfV0Oe--oEE8Ea4sn3cpLYAmxfd2zuDowOsu6BtPGZ_N0VYLFWzMhm58mkH1NWhF_Q0rsuJljxKYZQLwILZ1l4Doyj_1ZQh0T430rIDUGsP7M-tX9kRfnHt 160 68.205.25.195 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 27, 2023 12:08 am 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Job interviews can be nerve-wracking, regardless of your experience level. The pressure to make a good first impression and think on your feet can make it challenging to stay composed. However, with in-the-moment adjustments, you can salvage an interview that’s heading south. Follow our tips and tricks below for how to repair a bad interview in the moment, as well as how to prepare pre-interview to prevent mistakes.

Before the Interview

Tip 1: Research the company and position ahead of time.

Spend some time before the interview perusing the company website and other sources of information. Also, ensure that you have familiarized yourself with the position you are interviewing for to understand the expectations of the role. This is great practice to avoid the mistake of asking questions that could have been answered independently. Prior research can also be a great supplement to your interview responses, allowing you to fully connect your personal experience and qualities to the needs of the position and the company. As a bonus, it will be apparent that you are engaged and enthusiastic about the opportunity to join the company.

Tip 2: Practice interview questions, especially the most often asked ones.

Most questions asked by an interviewer can be anticipated ahead of time. Prepare by researching potential topics they may bring up and then practice your responses individually or with a partner/group that can provide feedback. Practicing ahead of time can ensure you feel prepared when answering questions, relieving anxiety and eliciting more coherent answers.

During the Interview

Tip 1: Pause before responding to questions and remain poised.

Allow yourself to take a breath before answering a question if you begin to feel flustered. When you take a second to compose yourself, you can make your answers more thoughtful and focused for the question. Keeping your responses on track is important for communicating clearly with the interviewer. Don’t panic or let nerves overwhelm you as it is much easier to save a bad interview when you maintain a level head.

Tip 2: If you are going off topic, admit that you need a minute to gather your thoughts.

When experiencing interview jitters, your responses might stray from answering the original question. Take a minute to refocus your answer while also displaying a positive demeanor. Make a note to ensure your body language is professional and engaged. Maintaining eye contact, practicing active listening, and sitting with strong posture are a few nonverbal cues you should use to demonstrate engagement in the interview. Using a positive tone of voice can also show enthusiasm about the company and the position, and displaying positive energy can help recover an interview at any point.

Tip 3: Don’t get flustered by one poor answer. Take time to center your next answers around the role and the company.

While interviewers want to get to know you, your responses should relate to what you can uniquely bring to the company. Interview questions, such as “Why do you want to work here?” should be personal but connected to the company and specific position. Doing so will demonstrate pre-interview preparation and an interest in what the job offers. It also allows you to demonstrate why you are a stand-out candidate that will bring unparalleled skills to the position.

Tip 4: Conclude the interview with relevant, thoughtful questions.

At the conclusion of the conversation, you will have the opportunity to ask the interviewer questions. Asking questions is a great opportunity to solidify your engagement in the interview and your enthusiasm for the position. However, it is best to avoid questions that can be answered through independent research, such as the company’s services. The interviewer may think you are not well versed in the company or position, which can indicate a lack of interest. Instead, focus on asking questions that can best be answered by someone actively in the company.

Tip 5: Express your gratitude.

It also is important to acknowledge the time that the interviewer has spent reviewing your application as well as conducting the interview. Enthusiastically thanking them for their time shows appreciation and respect.

Conclusion

While you can’t always avoid an awkward moment or redo a less-than-ideal answer, you can take actions to prepare prior to an interview to reduce the chances of these moments happening. After all, job interviews can be intimidating, but with the right strategies, you can turn a bad interview into a triumph. Interviews are learning experiences, and mistakes offer the chance to improve as a candidate. Don’t be afraid to take a moment to clear your head to present the best version of yourself. With these tips at your disposal, you should be equipped to have a stress-free interview and adjust to a challenge. To learn more about mastering the interview process as a tech candidate, reach out to the experts at Bull City Talent Group. Contributions from Sam Weitzel

Nick Accordino Nhaccordino@gmail.com 6107395529 Land my next gig in an exciting company Further develop a new skill ServiceNow, SAP, Smartsheet, Google Workspaces Operations, Finance, Process Excellence, Service Management Building my career as an independent consultant Learning new business and technical skills Hey Bull City Talent Group! My name is Nick and I'm looking for my next challenge. I have a passion for connecting people with ideas to accelerate change initiatives, improve processes and deliver a more rewarding experience for all involved. I have worked on global teams within large multi-national companies in the agriculture and software industries, leading programs to realize operational efficiency and enable growth at scale. My strengths are rooted in my ability to connect with others, organize ideas into cohesive, strategic initiatives, and my willingness to communicate openly and with tact among senior leadership and team members across cultures and time zones. In my next career adventure, I look forward to taking on a new challenge that combines my interest in creating value through connecting people with ideas to develop sustainable, lasting solutions. I'm open to hybrid roles based in the Durham area, or fully remote roles as well. I'm eager to learn more about the opportunities that may align with my interests and skill set. Regards, Nick 03AL8dmw-0RJChgb_l6573SArMSvmO23bywQxQi796-J4OasCwrYLDshxHh7h78i9O_hmeP4KgEfGLwrxuxHzSQx-3MG1GKJrX9zh_IAHkctporcUQGof6ePWIYCoFojZ_bV1zJ6oQk5rumrbtZhMMdqSZANslvLgnsTMDnHwp_Hew_SqIMGhRb85-5M9O9ZQUonwMXAxam1ieyIqWBFi9LBR3FsOdmt7SdVAs6ycQmp5WBAdRRI289nBgopO3lMZUnnVZltv715lSMwyzANj7g2cdDpq6KQE29ba5lH_rkeLrzIdvAXjJjT18LMIez8o0hHi03pg_GB_Ts1QpxBvLHm7Xilt46Ffortjal5Z2cT-gN8bjbvfG7n342vOgz8V5X1HENZS1p_62_0ZyzUcU7aGPkcxzGCQAXO_hZ-TVzb2g1f4gFqucnUpQ_BU8koIX_01rvoJjKtLVvVoOmNOMwQFjPxRCFUObCgixm5V3nOb8uCMzTEKwhY3czxdrawGmURiiHnmHwPDEp5qekPSjZ6HEIvPNc0zB2kbqTG7YOlJUgS5G9j6jcewShmvuzcwX-FPkWEtoAe-a 161 99.46.154.90 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 28, 2023 1:17 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Nick Accordino Nhaccordino@gmail.com 6107395529 Land my next gig in an exciting company Further develop a new skill ServiceNow, SAP, Smartsheet, Google Workspaces Operations, Finance, Process Excellence, Service Management Building my career as an independent consultant Learning new business and technical skills Hey Bull City Talent Group! My name is Nick and I'm looking for my next challenge. I have a passion for connecting people with ideas to accelerate change initiatives, improve processes and deliver a more rewarding experience for all involved. I have worked on global teams within large multi-national companies in the agriculture and software industries, leading programs to realize operational efficiency and enable growth at scale. My strengths are rooted in my ability to connect with others, organize ideas into cohesive, strategic initiatives, and my willingness to communicate openly and with tact among senior leadership and team members across cultures and time zones. In my next career adventure, I look forward to taking on a new challenge that combines my interest in creating value through connecting people with ideas to develop sustainable, lasting solutions. I'm open to hybrid roles based in the Durham area, or fully remote roles as well. I'm eager to learn more about the opportunities that may align with my interests and skill set. Regards, Nick 03AL8dmw-aYYT1XwAdTAlGXhyWW6X24eOieMO817XlrSJancL-9lVdI1woTZQwne1TPrt1N7MehV2COX1_VoVlxJUKUgHCdWVLcpIVQ-EpnMn-9AZFA16bPA0rJY7uIAT_kXsovpLqYgGO38cFmWHUzhNuzu4smzM93DuFrT8vsQDL7iTMs3wZe49Hqki9Z7GNX_b9YIQ1KF4Y2JXbPToj_DcbgLd0n60fP0CC7JsHRuEyulzXQKJWht06UMC7uSxAzoVG_Ayq7iIBXcgpJp2iz-DsEVxLI3lpkmCgDBZa2h2YZ0L9m2nFswmzUbtXVYTe9iNjPm7C5Elhi4Zlb2ZGzL7iFBYYPUZyJ3nfpiHafDvUQF7QzCNOTUiDiAKBJhxQlaVM98X_Fbej2EORZRJapcWJjCnt0Pv4myLLaw2wOHbF8gm9w5SalftNMv2465s2QxjlFkFvDTLTpFctGzWOCc0ihlnoUNkHH4E0SYU_oa6eTN0cKudTtAG27Dheuzj6_aVkgDrl1ZhciIToitMN5b7eK-QhJfEx69u-0muh7BapVFUqS6o4Jq0 162 99.46.154.90 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 28, 2023 1:17 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Nick Accordino Nhaccordino@gmail.com 6107395529 Land my next gig in an exciting company Further develop a new skill ServiceNow, SAP, Smartsheet, Google Workspaces Operations, Finance, Process Excellence, Service Management Building my career as an independent consultant Learning new business and technical skills Hey Bull City Talent Group! My name is Nick and I'm looking for my next challenge. I have a passion for connecting people with ideas to accelerate change initiatives, improve processes and deliver a more rewarding experience for all involved. I have worked on global teams within large multi-national companies in the agriculture and software industries, leading programs to realize operational efficiency and enable growth at scale. My strengths are rooted in my ability to connect with others, organize ideas into cohesive, strategic initiatives, and my willingness to communicate openly and with tact among senior leadership and team members across cultures and time zones. In my next career adventure, I look forward to taking on a new challenge that combines my interest in creating value through connecting people with ideas to develop sustainable, lasting solutions. I'm open to hybrid roles based in the Durham area, or fully remote roles as well. I'm eager to learn more about the opportunities that may align with my interests and skill set. Regards, Nick 03AL8dmw_z4z-LDBrSzmznF9fUQ9Qeq6CJxUbA1N--5E8SDxOnVMa7rQpyQKS2SrCYI-eNYTZMbXo-SopzJ00iRNi-vxg2ZwKT6TNl6UdyKLVH7prRiVPJVcDLJApANpvhvbv4eiNMCw_JJc73g6b_e40FWYlEdUMwK_HqdLAJLbDqllXt8lG0oC2TI0id0xSJ3isQCYnhWUEYBXv5Jhj3beOW_lJ-pzAbaM2i_4UHNp6M2nw7BmrQss_aoqolnG68d36OFQaHIds1Yky1bx9tAi-t9ZfI_-ngqEc2hUWybOsjL0aWnzSZYwJM_BwHotZ9O4iu3ShdBoktXfHGInE31wIoJC7bUvRJi14yvYkoEFkfuff94bXMA_Ev5X_sSzM0PNSDbcL83WqlPQvUkDdJjqY9u5BxjVzfEvG6fRzNQRR1Epw7dBAyBMvUEBLjBT3ZZrMRV22SdL-TKkC1kd3RFDyfaZMtQo-p0sNvVVVNhjbBnXQ__eY9brmELwKuUFCFAfwBps2dPt8fui0dE83S-l0aRXMJOeMiZcQBXy7d9eYZ9T-NaMQeBf0 163 99.46.154.90 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 28, 2023 1:18 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Nick Accordino Nhaccordino@gmail.com 6107395529 Land my next gig in an exciting company Further develop a new skill ServiceNow, SAP, Smartsheet, Google Workspaces Operations, Finance, Process Excellence, Service Management Building my career as an independent consultant Learning new business and technical skills Hey Bull City Talent Group! My name is Nick and I'm looking for my next challenge. I have a passion for connecting people with ideas to accelerate change initiatives, improve processes and deliver a more rewarding experience for all involved. I have worked on global teams within large multi-national companies in the agriculture and software industries, leading programs to realize operational efficiency and enable growth at scale. My strengths are rooted in my ability to connect with others, organize ideas into cohesive, strategic initiatives, and my willingness to communicate openly and with tact among senior leadership and team members across cultures and time zones. In my next career adventure, I look forward to taking on a new challenge that combines my interest in creating value through connecting people with ideas to develop sustainable, lasting solutions. I'm open to hybrid roles based in the Durham area, or fully remote roles as well. I'm eager to learn more about the opportunities that may align with my interests and skill set. Regards, Nick 03AL8dmw9JpzA3p2yCeVqKYxtM7N0-_JZcKPtpreKjheJj_9KRzYld3rbNUOgRZ17nNbgROZBBEvEyhXC27igfSz82g2AWseULKHgljjBU9nqZYSW7ftWmQrEqiDhSbMC2Eo3aLjTTJy40opjN2Fikx538gmpXln5MaXDT5TeJTHn21DFsvje3U5O7B2dEDB0pzv1X_LJ_2cHx466IbKl7hWZiSi3BjftMhmeHODt5pSCFaQ-gtgQfh-KB4jhXHRG45Nevsc4tYEIx_gRgruye-KPwPymM46xPzzExpfnrXOBhUttEKSI2flWWcgFxy15dLiKybQiwztvhI5gB4lJ5G-fb_92gRbkJXJT2H-iV1OgDrNqWOA4LcsW5zokJ_q05BpRPSoMpar5GDGtN0cz8Yi2LHu1ojpNA6OmIe9m8qzvyMtwMfFLvFQIbHjcAhnCkt3hJegnar4mn3iJpKD4dY3S3lYgK__5bsY79A7NHs8Ds4QKa4txAcJYzqdJMtghmmrPcrMqdbQCbwx8U8lDzk2A_9y_zxNdVXY8KbUzAqrxvbo1bTr2fvMKsPmte6F3wlJu0X7WjMocN 164 99.46.154.90 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ June 28, 2023 1:21 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In the world of enterprise resource planning (ERP) systems, business transformations often come with complex challenges and significant risks. However, SAP Bluefield enables organizations to embark on system transformations with unprecedented speed, simplicity, and agility. A happy medium between the greenfield and brownfield approaches, this innovative approach has gained considerable attention in recent years for its ability to minimize disruption and maximize efficiency during the migration process. We will explore the concept of SAP Bluefield, its benefits, and how it is revolutionizing system transformations below.

Understanding SAP Bluefield

SAP Bluefield is an innovative framework introduced by SAP to facilitate system transformations, specifically for SAP S/4HANA migrations. The name "bluefield" symbolizes a combination of "greenfield" and "brownfield" methodologies. While "greenfield" represents building a new system from scratch, and "brownfield" denotes modifying an existing system, SAP Bluefield strikes a balance between the two. This approach focuses on a selective migration strategy that enables organizations to preserve their valuable existing processes and configurations while integrating new and improved functionalities offered by SAP S/4HANA. It combines the best aspects of both greenfield and brownfield methodologies, allowing businesses to leverage the benefits of a modern ERP system while minimizing disruption and risks associated with large-scale transformations.

Benefits of SAP Bluefield

Reduced Risk and Disruption

A Bluefield implementation strategy helps mitigate the risks typically associated with system transformations by allowing businesses to retain their current processes, configurations, and data. This approach ensures continuity and reduces disruption during the migration process, resulting in smoother operations and business continuity.

Increased Speed and Efficiency

By leveraging the existing system landscape, a Bluefield approach enables organizations to accelerate the migration process significantly. This eliminates the need for time-consuming and error-prone data replication, testing, and re-implementation, thereby reducing the overall project timeline.

Flexibility and Selective Adoption

Bluefield implementations provide organizations with the flexibility to adopt new functionalities selectively. Businesses can choose which areas or processes they want to transform and upgrade, allowing for a customized migration plan that aligns with their specific needs and priorities.

Innovation and Optimization

SAP S/4HANA brings a host of advanced features and capabilities to the table. With SAP Bluefield, organizations can tap into these innovations while retaining their current processes, ensuring they don't miss out on the advantages of a modern system.

Components of SAP Bluefield

SAP Bluefield consists of several key components that work together to enable a successful system transformation. Some of these components are outlined below.

Transformation Navigator

This tool provides businesses with an overview of the entire transformation process, offering guidance on which components to select for migration and determining the optimal path to SAP S/4HANA adoption.

Landscape Transformation

This component focuses on data migration, ensuring a seamless transfer of data from the legacy system to SAP S/4HANA. It includes functionalities such as data cleansing, data validation, and mapping.

Business Process Repository

This repository houses a collection of preconfigured business processes and best practices, enabling organizations to leverage standardized processes while tailoring them to their specific requirements.

SAP Activate

SAP Bluefield aligns with the SAP Activate methodology, a framework that provides a structured approach to project management, system implementation, and continuous improvement.

Final Thoughts

SAP Bluefield represents a significant step forward in system transformations, offering organizations the ability to migrate to SAP S/4HANA with a novel approach. By combining the advantages of both greenfield and brownfield, Bluefield enables businesses to preserve their existing processes while embracing the innovation and efficiency offered by SAP's modern ERP system. With reduced disruption, increased speed, and selective adoption options, Bluefield empowers organizations to embark on system transformations confidently, paving the way for digital transformation and sustainable growth. To further discuss SAP Bluefield, reach out to our team of experts at BCTG.

In today's job market, finding the right specialized staffing project is crucial for tech consultants. As a tech professional, you possess valuable skills and expertise that are in high demand across various industries. However, with so many project opportunities available, it can be overwhelming to navigate the vast landscape of specialized staffing. Below, we provide a comprehensive guide to help consultants like yourself find the perfect project that aligns with your skills, qualifications, interests, and overall career goals.

Assess Your Skills and Expertise

The first step in finding the right specialized staffing project is to assess your skills and expertise. Identify your core competencies, certifications, and knowledge areas. For IT professionals, this could involve programming languages, database management, cybersecurity, or cloud computing, whereas tech consultants may have expertise in web development, UI/UX design, or artificial intelligence. SAP consultants, on the other hand, specialize in enterprise resource planning (ERP) systems and may have vast experience with SAP S/4HANA, SAP Fiori, and so on. Assessing and recognizing your particular strengths and skills will help you better identify projects that require your specific expertise.

Determine Your Interests

Apart from your technical skills, it is essential to consider your personal interests when choosing a staffing project. Determine the industries or sectors that intrigue you the most. Whether it is healthcare, finance, e-commerce, or manufacturing, focusing on projects aligned with your interests will enhance your job satisfaction and motivation. Being passionate about the project's domain will also enable you to bring added value to the client.

Research the Market Demand

To ensure the availability of specialized staffing projects in your field, conduct thorough market research. Stay updated with industry trends and emerging technologies. Understanding the current market demand will help you identify the most sought-after skills, enabling you to position yourself for projects with high growth potential. Stay connected with professional networks, attend industry conferences, and leverage online resources to gather valuable insights.

Engage with Staffing Agencies and Online Platforms

Staffing agencies and online platforms specializing in tech projects can be invaluable resources for finding the right opportunities. These platforms connect consultants with potential clients, offering a range of project options. Register with reputable agencies and create detailed profiles that highlight your skills, experience, project preferences, and more. Remember to regularly update your profile and actively engage with the community to increase your visibility and chances of landing the ideal project.

Leverage Professional Networks

Building and nurturing professional networks is crucial to landing any job or position. Reach out to colleagues, mentors, peers, and industry experts who can provide guidance and referrals. Attend industry events, meetups, webinars, and conferences to expand your network. Online communities and forums dedicated to tech consulting can also serve as valuable platforms for networking, sharing knowledge, and exploring new opportunities.

Seek Feedback and Recommendations

Feedback and recommendations play a vital role in establishing credibility and trustworthiness. Request recommendations from previous clients, supervisors, or colleagues who can vouch for your skills and professionalism. These testimonials can enhance your profile and increase your chances of securing desirable projects.

Continuously Enhance Your Skills

In the rapidly evolving tech landscape, staying updated with the latest technologies and methodologies is key. Invest time in continuous learning and skill enhancement, acquire new certifications, attend training programs, and participate in relevant workshops. Demonstrating a commitment to professional growth will make you a highly attractive candidate for specialized staffing projects.

Final Thoughts

Finding the right specialized staffing project requires a strategic approach. By following these steps, you will be on your way to finding the perfect specialized staffing project for you. To learn more about joining the BCTG community, click here.

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Businesses are in an unprecedented situation of flux and complexity, still navigating the ongoing effects of the pandemic. They are constantly challenged by changing demands of industries, technological and generative AI advancements, and the evolving behaviors of suppliers, customers, and employees. For almost any business in any industry, the pace of change is relentless, and the challenge remains, “How do we keep up?” Are businesses ready and equipped to remedy their processes in response to the challenges? Do they have the wherewithal, insights, and intelligence to mine and tune their intricate business processes, not once, but periodically? With fragmented operations, data silos, disconnected teams, and lack of tools, businesses often struggle to bring about meaningful change and make effective decisions in a timely and cost-effective manner.

What is SAP Signavio?

SAP Signavio is a cloud-based Business Process Management (BPM) solution that helps organizations to model, analyze, optimize, and execute their business processes. If your organization is looking for a sure-fire tool to help with determining your business processes and helping adapt and govern changes quickly and at scale, SAP Signavio could be the answer. It provides a collaborative platform for teams to work together on process design and improvement and includes features for modeling, analyzing, improving, executing, and monitoring processes. The solution has been catching a lot of buzz recently, too. At the recent SAPPHIRE conference, SAP announced “plug and gain” as part of Signavio. The plug and gain approach is part of the SAP Signavio Transformation Suite that allows SAP ERP users to shorten project preparation time, reduce deployment time, and simplify ongoing optimization of transformation projects. With the innovative “plug and gain” approach, data from the SAP Signavio Process Insights solution seamlessly populates the SAP Signavio Process Intelligence solution, enabling rapid access to robust process mining capabilities, including process variance. It also allows customers to effortlessly generate a model of existing processes with a single click. With this foundation, customers can leverage the comprehensive end-to-capabilities for continuous improvement and value creation.

Why Use SAP Signavio?

With SAP Signavio, organizations can gain greater visibility into their processes, identify inefficiencies and bottlenecks, and optimize workflows to improve efficiency and productivity. SAP Signavio supports a wide range of process modeling notations, including Business Process Model and Notation (BPMN), Decision Model and Notation (DMN), and Case Management Model and Notation (CMMN), and can integrate with SAP ECC and SAP S/4HANA. It also provides tools for documentation, auditing, and reporting of processes, as well as tracking of process-related KPIs. SAP Signavio could be the Business Process Management tool of choice for several reasons:

Leader in Process Mining Tools: It is a leader per the Gartner® Magic Quadrant for Process Mining.
BPM For All: It has an intuitive and user-friendly interface that makes it easy for users of all skill levels to collaborate and manage business processes.
Collaboration and Teamwork: Ito is a cloud-based platform, which means that users can access it from anywhere with an internet connection. This promotes flexibility and collaboration among team members in real-time, allowing for greater efficiency and productivity.
Process Modeling Capabilities: It has powerful process modeling capabilities that allow users to create, analyze, and optimize business processes quickly and easily. It’s the only BPM provider that combines sophisticated modeling, effective workflow management, and powerful analytics in a single innovative, easy-to-use package.
Single Source of Truth for Process Knowledge: It helps to centrally host all business processes that can be accessed by everyone in the organization. Participants can offer direct feedback at an individual task and a process level.
Process Governance: It turns your business process models into standardized workflows that can be rolled out across your organization to help ensure collaborative process governance.

Where to Start?

SAP Signavio is a comprehensive BPM solution that helps organizations to streamline their operations, optimize their processes, gain greater visibility, and improve their overall business performance. The solution rests on the data that you’ve already collected and integrates it with other external sources. As such, ensuring solid data management and integration is critical to get started. If you’re interested in learning more about SAP Signavio and how to get started, our SAP consultants can help. This piece was originally published by our sister company Clarkston Consulting. Learn more about Clarkston here.

Joseph Knoblauch joeknob1@bellsouth.net 19545203045 Land my next gig in an exciting company SAP WMS WM , Order to Cash, Purchase to Pay Configuration, Training, Implementation Impactful and goal-oriented senior technology leader with deep industry expertise in optimizing warehousing and distribution through proven operations leadership, and implementation of cutting-edge technologies, including SAP Warehouse Management System (WMS) and SAP Sales and Distribution (SD). Elevate emerging and established organizations within wholesale distribution industry by leading process development, new system design, and infrastructure enhancements. 03AAYGu2SFcwNq4ocC4t78wvp2XvlBTmnqp_NKgiEhM17XEyYDtdiwKlkOVO25qSkSvJ7_9b8n2kdZXwdjLCRBMxiAy_yvYxznBrlCLyZ00LJtr5h9pONC6COfizMZYG0_y97mP0h8vHyp_oJNihIy2_YU51If4rwT4Y28nTVwZocfSDmIXyokzlInwHQ4wRAGHcIsd9Ok5qSbUXJup6ovto5vQuFOw5KYbhU5G2Bd13pz-m4O18TTtol9nfmYzFkgZjGiqUGTiSO5mYkcAnrUvSpbhzm7GQ1lMUUuRYooZqtXptY5JkopzvWLk26KsoXbS1s5nAUC7Q27NlBhwkbCOae5zcvGY8bnhP60TfeRNFq0chbh3csIx1Rm_iDHlGOmTlNCMBhFRD10z_YlvrsF1oheXM2rxkSWAIhEVOrM-dF_XJzFpfKKgm5TAZISRKBmiixx9q4EvQykL6SfHC9rameiEyPg8WpQZEM5a61Duk-JdQAOdav0Ip4wMe1SXRDTm8_qA_eOtPj4a-76nRd6EPpuAzdB_UXLiV-DHK0QZCze7b-E1FJyBUU 165 47.198.233.93 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 Edg/114.0.1823.67 https://www.bullcitytalent.com/join-community/ July 9, 2023 9:54 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

When it comes to SAP implementation and management for a project, partnering with an experienced SAP Staffing & Recruiting firm like BCTG can make all the difference. We specialize in identifying, attracting, and selecting top SAP professionals, ensuring that your company has the skilled resources it needs to drive success. With numerous options available, selecting the right firm can be overwhelming. Below, we provide valuable guidance to help your company make an informed decision when choosing a recruiting partner.

Lay Out Your SAP Needs

Before embarking on the journey of selecting an SAP recruiting firm, it is essential to have a clear understanding of your organization's SAP requirements and needs. Consider the specific modules and technologies needed for your projects, which will enable you to find a firm that can help you find candidates who operate in these specific areas and ensure they have the expertise and knowledge to identify the right talent.

Areas to Consider When Selecting an SAP Recruiting Firm

Industry Experience

When evaluating potential SAP recruiting partners, look for firms that have a proven track record of working with clients in your industry. This experience ensures they understand your unique challenges and can provide tailored solutions. Moreover, an experienced firm will have a network of SAP professionals with domain expertise, enabling them to identify candidates who are well-versed in your industry's requirements.

Reputation, References, and Testimonials

The reputation of a recruiting firm speaks volumes about its capabilities. Take the time to research its reputation by reading client testimonials, reviews, case studies, and so on. Additionally, ask for references from previous clients who have similar SAP needs to yours, and don’t hesitate to contact these references for insight into the firm’s performance, professionalism, and ability to deliver results.

Talent Pool and Sourcing Strategy

An effective staffing and recruiting firm should have access to a vast talent pool of qualified professionals. Inquire about their sourcing strategy, including their methods for attracting and screening candidates, and look for firms that employ comprehensive screening processes, including technical assessments, to ensure they present you with candidates who possess the necessary skills and experience. It is also important to consider whether the firm has a robust network and can tap into passive candidates who may not be actively seeking job opportunities but could potentially be a good fit for your specific project/need/etc.

Partner Support and Collaboration

Successful partnerships are built on effective communication and collaboration, so remember to evaluate how the firm approaches client collaboration. Do they take the time to understand your organization's needs, as well as culture, values, and team dynamics? A good firm will work closely with you to develop a deep understanding of your needs and align their efforts accordingly. They should act as an extension of your team, providing ongoing support and guidance throughout the hiring process.

Flexibility and Scalability

As your organization grows and evolves, your SAP staffing and recruiting needs may change. As such, it is essential to select an SAP partner that can adapt to these changes and provide scalable solutions. Assess the firm's ability to handle both short-term and long-term staffing requirements, along with its ability to quickly ramp up or down resources based on your project demands. Flexibility is key in ensuring a seamless hiring process and minimizing disruptions to your business operations.

Transparent Pricing and Contracts

Finally, it is crucial for a good SAP staffing and recruiting partner to establish transparent pricing and contract terms upfront. Ensure you have a clear understanding of the firm's fee structure, including any additional costs or hidden charges. Ask for a detailed breakdown of their pricing model, such as placement fees, contract-to-hire rates, or hourly rates for temporary staffing. This transparency will help you compare different firms and select the one that offers the best value for your investment.

Partnering with BCTG

Partnering with the right recruiting firm can significantly impact your organization's success in SAP implementation and project management. By following the guidance outlined above, you can make an informed decision when selecting an SAP recruiting firm that aligns with your specific needs. With the right partner by your side, you can access top SAP talent and achieve your business objectives efficiently. Contact us to learn more about partnering with BCTG for your SAP recruiting needs.

In today's world, the concept of sustainability and a circular economy has gained immense importance. Businesses are increasingly recognizing the need to adopt practices that focus on reducing waste and minimizing environmental impact while maximizing resource utilization. As such, SAP recently announced SAP Recommerce, a powerful solution that enables organizations to embrace sustainable business practices while generating value. Learn more about SAP Recommerce, its benefits, functionalities, and role in fostering a circular economy below.

What is SAP Recommerce?

SAP Recommerce is a comprehensive software suite developed by SAP, designed to facilitate recommerce processes, which involve the buying, selling, and refurbishing of used products, thereby extending their lifecycle. This solution helps organizations optimize their reverse logistics operations, streamline recommerce workflows, and enhance the customer experience.

Benefits of SAP Recommerce

Sustainable and Scalable Business Practices

By embracing this solution and approach, organizations actively contribute to sustainability efforts by reducing waste and conserving resources. Recommerce empowers businesses to extend the lifecycle of existing products, minimizing the need for raw materials and energy consumption associated with manufacturing new products.

Increased Revenue and Profitability

By reselling used products, companies can tap into new markets, target cost-conscious customers, and unlock additional value from their existing assets. Recommerce presents a unique revenue stream for businesses, providing advanced pricing and valuation algorithms and ensuring optimal pricing strategies that maximize profitability.

Enhanced Customer Experience

In the era of conscious consumerism, customers value sustainable practices and responsible brands. As such, this solution enables businesses to offer transparent, traceable, and reliable recommerce processes, building customer trust and loyalty. Customers can easily sell or exchange their used products, enjoy personalized experiences, and access information on product origins, quality, and refurbishment history.

Efficient Reverse Logistics

Reverse logistics can be complex and time-consuming, involving processes such as product collection, sorting, refurbishment, and inventory management. Recommerce streamlines these operations through automation, intelligent routing, and real-time visibility, reducing costs, minimizing errors, and accelerating the time-to-market for refurbished items.

Data-Driven Decision Making

Recommerce provides comprehensive analytics and reporting capabilities, allowing organizations to gain valuable insights into their recommerce operations. By leveraging these insights, businesses can optimize their processes, identify trends, forecast demand, and make informed decisions that drive operational efficiency and revenue growth.

Key Features of SAP Recommerce

Recommerce Portal

SAP Recommerce offers a user-friendly online portal where customers can sell or exchange their used products. This portal provides seamless integration with eCommerce platforms, enabling businesses to reach a wider audience and enhance the customer experience.

Refurbishment Management

This solution includes robust tools for managing the refurbishment process, supporting activities like quality inspection, component replacement, repairs, and testing. Real-time visibility into refurbishment operations ensures transparency and facilitates efficient collaboration among stakeholders.

Pricing and Valuation

SAP Recommerce incorporates intelligent algorithms to determine accurate pricing and valuation of used products. It considers factors like market demand, condition, age, and historical sales data to ensure competitive pricing and maximize profitability.

Inventory and Warehouse Management

Efficient inventory and warehouse management are both critical to successful recommerce operations. Recommerce provides capabilities for inventory tracking, product classification, stock optimization, and fulfillment management, ensuring product availability and fast order processing.

Analytics and Reporting

This solution offers powerful analytics and reporting tools that provide deep insights into recommerce performance. Key metrics such as sales trends, refurbishment costs, customer behavior, and quality control can be analyzed to identify areas for improvement and drive business growth.

Unlocking Value with SAP Recommerce

With its comprehensive set of features and integration capabilities, SAP Recommerce empowers businesses to tap into the growing market of conscious consumers, foster a circular economy, and thrive in an era where sustainability is a key driver of success. Embracing SAP Recommerce is not just a business decision; it is a commitment to creating a better future for our planet, one where resources are conserved, waste is minimized, and economic growth goes hand in hand with environmental responsibility. To talk more about SAP solutions like SAP Recommerce, contact the BCTG team.

Jordie Kern JK@7Eagle.com 914-469-9875 Other Hi Kyle! Any interest in teaming up to earn more placements and revenue for Bull City Talent Group and to help our country's heroes? Please check out www.7Eagle.com/recruiting-network to see if it makes sense for your agency to join our Military Veteran Split Recruiting Network. When you're in a jam and can't quickly fill your client's position, we can provide free access to hundreds of talented military Veterans in the IT industry. Veterans make outstanding civilian employees -- they have extensive leadership experience, applicable skill sets, and a goal-oriented attitude that can help any company reach new heights. We can even arrange for the government to cover the initial three months' salary for your clients' new hires! Would it make sense to schedule a casual 15-min call to discuss? 03AAYGu2Rym1_eZ3wp27BbeUxslprmy5lODRJZTT3GbgDGbPehQAa20z30Mdc6717mZ42yKy2AKSdvI_WoM0dG9S0cSx5yydvZzEIM2x1VlcVSSjF-r2uvsGVj3R6QL_TkhOywYBRxS6f6JV5sD5-JGm5S9Ah4gfGV8rWDdB6dM2X6X1Wgnpg1DpI7sFBfVJCozbZKxSJYcIvhCkuyKQVjH-I74zThueHK0DjvHziNi3Wi4pB4C44sUd1oT7xHCak4MjS6xBTBt-IwAGcLCB-uKg6-LvwH4u7W1kRsmB3AW5s-K_t214U6tbuJVYybc1Xig9bTDcaK2xQHYwXHsMSP9iBE8JcwNocQ6eDDwR4qRWhKJiH4_9s1Zxk30HJcy6UdS3irQxXrrcnt5a22qfgHzLiLLp6TLS6hAnJY6L8q8kuqjUI2RtvJsK_5-nHjMXLqJ1ZsvEXi_2War6E8GuLVCaoHeuw6ILyfFVf-yKM6TyR54-X6l6VeppqitGoePvgjsSG4MQ3-79ljHcZx1c7rSJSD1M0d--NTTEy9WMJ9nOYgMmLp9w876V49Qge0_MZnmQZb2X2gsNIF 120 112.210.185.116 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 14, 2023 8:50 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jordie Kern JK@7Eagle.com 914-469-9875 Other Hi Kyle! Any interest in teaming up to earn more placements and revenue for Bull City Talent Group and to help our country's heroes? Please check out www.7Eagle.com/recruiting-network to see if it makes sense for your agency to join our Military Veteran Split Recruiting Network. When you're in a jam and can't quickly fill your client's position, we can provide free access to hundreds of talented military Veterans in the IT industry. Veterans make outstanding civilian employees -- they have extensive leadership experience, applicable skill sets, and a goal-oriented attitude that can help any company reach new heights. We can even arrange for the government to cover the initial three months' salary for your clients' new hires! Would it make sense to schedule a casual 15-min call to discuss? 03AAYGu2TrnZnxX73BGBbkDbKnPrilwatUotGOcZ5FUz4usKo1mtJ72nNH1irIdtbKnEV4kMgu1smsWp8LY1WG7AhgJ2UxNpyTsy1AdrlVcYM2VTj7SIIG3Ur5szIKnEqAvaqxEz87xAYvqHrYW55ElL3zFgle_k09kc5OVWSZkamOry9uGNOK4g-23IJtNTnvIKc-eiLnLMGA7ac1CB_TYzXbfHN9HetaFRet0KkCsziwP3m_4o_-jleOI6-3iV4i6Qvkg1osm-cmOUExTaKKMGGxvmGx2K5dbf6ps5G9UnVLfQrMxohkgk1Yi6duosVta4-ZYK_OyW9S4ba8U0roQ0Qyn9qG1TUfk-8m2HWnH0PfrtcaEDMx8uNlW0TnixXaZ02Y5WET9dKfaDnLUZlhOL3VUwz22OC90qpu8tcNamFgO7i9HEiyYSxlInYKjquFb4eTJTbfelLQQO7ro76KCYgxH0KykXlpeRJ7Ytue1N1YjB6ZXudrh5YwWUdGzmjzC_YSIUi-p2UyyjcKDLMvTxNsAw7Biijp4mQypVVUS6G1I-aRC7Yx3nak2CdqHNfGB54cRIre_3yu 121 112.210.185.116 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 14, 2023 8:51 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

A well-crafted job description is the foundation of a successful hiring process, as it serves as a crucial tool for attracting qualified candidates and setting clear expectations. In an industry where talent is highly sought after, creating an effective and compelling tech job description becomes even more important. Below, we provide HR managers, recruiters, and others involved in the hiring process with a guide to writing a good tech job description that attracts top talent.

Understand the Job Requirements

Before writing a job description, it is important to have a comprehensive understanding of the role you are trying to fill. Engage in discussions with the hiring manager and team members to gain insights into the skills, experience, and qualifications needed for the position. This understanding will help you create a targeted job description that resonates with potential candidates.

Start with a Compelling Title

The job title is the first thing that catches the attention of candidates. Ensure that the title accurately reflects the position and its level of seniority. It should be concise and specific, and use familiar terms to avoid confusion. For example, “SAP ABAP Developer” would be an accurate, descriptive title for a role that is looking for a candidate to “assist with building interfaces to a 3rd party Transportation Management System” with ABAP. For tech positions, consider incorporating relevant keywords and industry-specific terms to attract candidates with the desired skills.

Write a Clear and Engaging Job Summary

The job summary is a brief overview of the role and its primary objectives. It should capture the attention of candidates and provide a glimpse into the key roles and responsibilities associated with the position. Clearly state the purpose of the role and the impact it has on the organization, and highlight any unique selling points, such as access to cutting-edge technologies or working in a collaborative work environment, that make the job more enticing.

Outline Key Responsibilities

Next, outline the primary responsibilities associated with the role, broken down into concise bullet points or short paragraphs to make it easier for candidates to scan and understand. Be specific and highlight the expected deliverables or outcomes. This clarity will help candidates assess their suitability for the position and allow you to attract those with the necessary experience.

Specify Required Skills and Qualifications

Clearly state the required skills, qualifications, and experience required for the role. In doing so, distinguish between the must-haves and the nice-to-haves to ensure candidates understand the minimum requirements. Be mindful of including both technical skills, such as programming languages or software proficiency, and soft skills, like communication or problem-solving abilities. Providing a well-rounded list will help attract candidates with the right blend of technical expertise and interpersonal capabilities.

Describe the Company Culture and Values

Professionals often prioritize company culture and values when considering job opportunities, so remember to briefly describe the organization's culture, values, and any unique perks or benefits. Emphasize elements that align with the values and interests of the tech community, such as flexible work arrangements, continuous learning or professional development opportunities, or a commitment to diversity and inclusion.

Highlight Growth and Development Opportunities

Tech talent can be highly motivated by opportunities for professional growth and development. Mention any career advancement paths, training programs, mentorship opportunities, or access to trailblazing projects that the role offers. Demonstrating a commitment to employee development will attract ambitious candidates looking to enhance their skills and advance their careers.

Incorporate a Competitive Compensation Package

While it may not be possible to provide specific salary figures in the job description, it is beneficial to mention that the company offers a competitive compensation package. Candidates in today’s job market are enticed by more than just a number, so be sure to highlight any additional benefits, such as stock options, bonuses, health insurance, or retirement plans. This information reassures candidates that their skills and expertise will be appropriately rewarded.

Use Inclusive Language

To attract a diverse pool of candidates, remember to use inclusive language throughout the job description. Avoid gender-biased language and be mindful of any jargon or acronyms that may alienate certain groups. Focus on qualifications and experience rather than making assumptions about the gender or background of the ideal candidate.

Proofread and Refine

Before publishing the job description, proofread it carefully for grammatical errors, typos, or inconsistencies. Ensure the content flows logically and is free of any ambiguous statements. Seek feedback from the hiring manager or colleagues to gain additional perspectives and make necessary refinements.

Final Thoughts

Writing a good job description for tech positions requires a strategic approach, but by understanding the role, using engaging language, and providing clear expectations, you can attract top talent to your organization. With a well-crafted job description, you will be on your way to building a strong and talented tech team. For more on recruiting tech talent, reach out to the BCTG team.

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For decades, enterprise resource planning (ERP) systems have played a vital role in streamlining business operations and enhancing efficiency. However, like any other technology, ERP is subject to continuous evolution. Continue reading to learn more about the ways in which ERP is evolving and paving the way for a more efficient and competitive future.

6 Ways ERP is Evolving

1. Cloud-Based ERP Solutions: The Shift Towards Flexibility and Scalability

The emergence of cloud computing has revolutionized the ERP landscape. Traditional on-premise ERP systems necessitated substantial upfront investments in hardware and software, along with ongoing maintenance costs. However, cloud-based ERP solutions offer a more flexible and cost-effective alternative. By migrating to the cloud, businesses can access their ERP systems and data from anywhere, using any device with an internet connection. This flexibility not only enables enhanced collaboration but also facilitates real-time decision-making, empowering businesses to respond swiftly to changing market dynamics.

2. Integration with Advanced Technologies: Harnessing the Power of AI, ML, and IoT

ERP systems are increasingly integrating with advanced technologies, such as artificial intelligence (AI), machine learning (ML), and the Internet of Things (IoT). These technologies hold immense potential for automating routine tasks, improving data analysis, enhancing decision-making capabilities, and more. AI and ML algorithms can process vast amounts of data to identify patterns and provide valuable insights to help businesses optimize their operations. Additionally, IoT devices capture real-time data from various sources, enabling ERP systems to make proactive and data-driven decisions.

3. Mobile Accessibility and User Experience: Empowering Users on the Go

In an era dominated by mobile devices, most ERP systems now offer seamless mobile accessibility. Modern ERP solutions provide dedicated mobile apps or responsive web interfaces, allowing users to access critical business information and perform tasks on the go. Mobile ERP empowers employees to stay productive and informed, even when they are away from their desks.

Download the full eBook below.

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The IT field is a rapidly growing industry, and many are taking advantage of the accelerated expansion and seeking IT positions. In such a crowded market, it can be daunting to find ways to stand out in the applicant pool. Certifications in specific IT skills and programs can help candidates make a strong impression. IT certifications can demonstrate skill and dedication for a specific technological platform, which can set you apart from other applicants. The external validation of a skillset holds significant value and can prove you have the skills that might be mentioned in your application. With such a wide variety of certifications available, it can be tricky to narrow down which might be the best to pursue. Below, we have compiled a list of the most beneficial IT certifications to consider in 2023, both for widely used platforms as well as more specific fields.

General IT certifications

Microsoft Fundamentals

A Microsoft Fundamentals certification is a great entry-level certification that provides professional development with Microsoft products. Over 1.3 million businesses in the United States utilize Microsoft services as of 2023, so understanding how to use the platform can be key to succeeding in IT positions. You can demonstrate foundational-level knowledge of a variety of technological skills and specialize in offerings such as cloud training.

IBM IT Support Professional

IBM is a widely known IT company that offers a three-month certificate curriculum in an impressive variety of technological skills. Some of these topics include networking, cybersecurity, customer support, and cloud technologies. Included exercises are interactive and hands-on, which translates well to on-the-job tasks.

CompTIA A+

The CompTIA A+ certification is a great introduction to the IT world and provides a solid gateway to later specialization. Holding this certificate emphasizes your skills in security, mobile devices, and operating systems – all topics critical to success in the IT field.

Certified Data Professional (CDP)

The CDP certification focuses on business analytics and data governance, using scenario questions to gauge professional expertise on the job. There is a growing demand for applicants in the data management industry, so this certification can help open doors for data-driven projects and demonstrate your commitment to staying up to date on industry trends.

IT Infrastructure Library (ITIL)

The ITIL certification provides great exposure to the field of IT service management. You will be able to demonstrate your skills in team and organizational efficiency as well as effective management. Not only is this certification great for entry-level positions, but it also can help with opportunities for promotion because of the opportunity to highlight expertise in management.

Increasing demand for cloud and security-based certifications

Additional foundational and general certifications are also a great way to emphasize your ability to succeed with a variety of different platforms and skill sets. As the IT field continues to grow, fields such as cloud computing and digital security are some of the fastest-developing segments of IT. The cloud computing market size was valued at $545.8 billion as of 2022 and is projected to grow an impressive amount to $1240.9 billion by 2027. This makes it a very promising field for entry as well as job progression. The cybersecurity market is experiencing similar accelerated growth, as it is valued at $153.65 billion as of 2023 and projected to grow to $424.97 billion by 2030. Pursuing certifications in cloud technology and cybersecurity can make the entrance or transition to these fields much smoother and further differentiate you from other job candidates. Below, we outline a few of the top IT certifications in these fields:

Cloud-specific certifications

Microsoft Azure

The Microsoft Azure certification is an expansion of the Microsoft Fundamentals certification. It is a concise certification that empowers a relatively quick understanding of Azure, Microsoft’s cloud platform. Specializing in cloud-based skills can demonstrate a following of current industry trends, as well as open more IT positions such as cloud developer or architect.

Amazon Web Services (AWS) Cloud Practitioner

The AWS certification offers numerous levels of training for cloud computing. There is a foundational level to the certificate, but many companies ask for the associate-level certification, giving you a chance to showcase your skills with the cloud. You will learn how to navigate the AWS cloud platform as well as its architecture and security features. There are also very few eligibility requirements, providing great opportunities for entrance to the IT field.

CompTIA Cloud+

The CompTIA Cloud+ certificate is a widely applicable certification that extends to a variety of cloud environments. Holding this certificate proves your technical skills in cloud-based infrastructure, applicable to most IT systems. It is a great opportunity to stay up to date with trending technology skills, and it combines cloud and network administration.

Security-specific certifications

CompTIA Security+

CompTIA Security+ certification is a great introduction to the cybersecurity world. It teaches and tests you on basic security functions, such as encryption, physical security, and wireless security. It is also a great opportunity to enter the rapidly expanding cybersecurity field, so there is a significant amount of job potential.

Certified Information Security Manager (CISM)

The CISM certificate focuses on developing your ability to create and manage a company’s security system. You will also be able to troubleshoot errors and threats within company systems to repair broken systems. Further, it is very applicable to businesses, not just technology, giving you job opportunities from both standpoints.

Certified Information Systems Security Professional (CISSP)

The CISSP certification is incredibly beneficial for those seeking to reach cybersecurity leadership positions in the IT industry. The certification covers topics such as network security, security testing, and risk management, helping you to effectively protect information. It also gives hiring teams greater confidence in your ability to independently navigate security issues.

Achieving Success in the IT world

With such a wide variety of IT certifications available, it can be challenging to determine which would be the best options to pursue. Certifications offer the opportunity to officially demonstrate your IT skills, specialize in growing fields, and stand out amongst job candidates. Whether you are considering entering the IT field or are a long-tenured tech employee, staying up to date on these IT certifications can aid in developing a successful career. To learn more about how certifications can benefit your IT career, reach out to the experts at Bull City Talent Group. Contributions from Sam Weitzel

With the rise of social media, LinkedIn has become a way to scout new talent and establish a first impression with recruiters. A report by LinkedIn stated that over 77% of recruiters use the platform for their recruitment purposes. LinkedIn not only allows a look into your professional past, but it creates a personal brand for employers to judge and assess. Similar to businesses, marketing your brand is the key to people buying your goods and services. An outstanding LinkedIn profile grows your brand, attracting employers and improving your opportunity to land your dream IT role. Here are five suggestions to help establish your brand and make your LinkedIn profile stand out:

Highlight your Experience

Work experience is arguably one of the most important sections of your résumé because it provides insights into how you performed in other roles and the skills you have gained along the way. As such, emphasizing your work experience on your LinkedIn page will also allow you to showcase your career progression and future potential in a new role to potential employers or recruiters. This demonstrates your capabilities of engagement and growth because your success in past roles often translates to potential in new roles, which is valued by employers. In fact, 82% of recruiters say that prior experience is the most important factor in the hiring process. So, if you have the relevant experience to share, it's important to showcase it on your LinkedIn page.

List your Relevant Skills and Certifications

Similar to the 2-page resume rule, LinkedIn profiles should not be overloaded with irrelevant information. Identify your most relevant professional skills and certifications and showcase them on your profile. Employers looking for specific skills will quickly be able to match their open job positions to the skills you bring to the table. This is especially true for those working in IT, as some employers are looking for specific code certifications and software experience. Doing so will check off the boxes that recruiters are looking for in candidates.

Use Keywords Correctly

Keywords are extremely important on LinkedIn because employers will often search for specific job titles and responsibilities, and you want to make sure you are on the other end of that search. Making yourself more visible to recruiters begins with a strong LinkedIn profile and the right keywords. This includes avoiding cliché, vague, and overused phrases such as innovation, strategic, and specialized. While these words are not necessarily bad to use, finding words that more specifically and effectively describe your role will carry more weight. Instead, choose words that directly coincide with open positions that interest you. For example, if you are looking for a coding position, use words like programmer or engineer.

Keep your Profile Active

Your LinkedIn page is essentially your public résumé, which means keeping it updated is very important in the eyes of employers. Recruiters want to see current updates in your career, and a lack thereof can be interpreted as employment gaps or general disinterest. LinkedIn serves as a networking platform, and not participating can make you quickly fall out of the game. Post and interact with relevant content to connect with new people and emphasize your expertise on a topic. This will expand your network and make you appear engaged and interested to recruiters.

Utilize your Endorsements

An important but often overlooked section of LinkedIn is endorsements, which allow other professionals to validate your talents. Endorsements from credible sources and professionals can be impactful to recruiters because they see that others highly regard your skills. To elevate your endorsements, search through your connections and endorse other professionals who you feel deserve it and they may endorse you back. Or, write a polite note asking your colleges to endorse you. Having many endorsements will communicate your strengths and networking abilities to employers.

Conclusion

LinkedIn is becoming an increasingly important recruiting and scouting platform. Optimizing your profile can provide many professional opportunities for you. Through using these suggestions and working with staffing experts such as BCTG, connecting with other professionals, improving your network and personal brand, and making yourself visible to recruiters should be easy. Contact the BCTG team to learn more. Contributions from Leah Harding

Manisha Reddy manisha67a@gmail.com 5516661188 Finding a New Position Hi , How are you ? I am actively looking for "Business Analyst Role", if anything comes up, do let me know !! Thanks, Manisha Reddy. 03AAYGu2RQJaes70hdJG-Fnt5WpJJA0PFjNVOFsu4AacrLK7Z8KW5bH7wYPo3QZfIjqXGdW84PQQB31KczD1YtXp_bDgw9nIgAsv0QBWwpaFd26vCt5DO6k1dGeVWLeu5xnbhk_Z394SC46Ipw9N0CSAJ4rVgvc3_asFx9_XYIhyJESHOQcSDv8pjjBw7KjsNKOKv7a-ij990jQNJDmDfkyUKsFJf2ITTxVW6GKth37pQ4trGPFx8MJUgQRQwg1aDJByIbjZ1wI7fbhZIZT2Zfi05BVHbB7nE3h1o60Mq-X2_D60pwYXXaSYCWwn2HV1K0HEny2ZW9gAL8dAbtavEpdRU2CQP3diAET3FAfhoNfplOC9YREemSOUnZ8WRy9XtsAK3F4fW5RvOpD0vP5nJjkuKZvF9d7h51f3l69xf-eX2fVI84isMqa5ij_nlnpzIb1829ntEbfP30-8sGtdYjASBhLCMroaNvBIBpOYbdjFHE1hleRTon3SUIwEWL6iwVyHbIT2w3ls7Hzz5OKKItzLFdet3z2Wngkyv9ZVH5oYsw2OsdE33VaW4DMLioHZHvIKmGHcEh2CGM 122 103.211.39.163 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 26, 2023 3:28 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Manisha Reddy manisha67a@gmail.com 5516661188 Finding a New Position Hi , How are you ? I am actively looking for "Business Analyst Role", if anything comes up, do let me know !! Thanks, Manisha Reddy. 03AAYGu2Tdw3whR1XTMJAsWmN0i5QfgbpxdmwCbq0Ad_SY7rx2S0RLU7OjFM1QRW7PgyPNRA96R90IV9Ll2b7k5d9ARk-k6kTwO5OwhFHMgmY-xJQY96mysc8KeCxgPGYNfLF_zYBdPQJSu_VIfeGYX1h6r7-B087-_ex8vX-_UMkEUq51mYWadTFYdAHSIgiqCthf2_W8ikXJv7RLbD-gciX0c8QdlEwwFm-n-IhH2rJKtr4sPkZrjX-oi_t5FO3Nig-0WEwcrSqXzVwmjQe0Xb-08CG7EnLH9ibtE1MP3xIpnjz46OAKDbcnOu_HPLvk5p7VuttGKqGxf5lnuUAxY95-9xm_ek49J2xrTPGRQ9ok1jDlcwYdqgbXaK1ztG-DLYDZ7GxgNp6yCRLLzjH_BcjoLSZVLcRHkXst-88uQrpAGQM5iL5_dzlnv_lZGgMF1w9lSjujOg_KNJQR1N8yTxA2KO6qikA3AcYLfR8aRFRYtjA2I396zVPBUYUuDsRwP3wJPH8SIJIEJPwmXz2cNgNd459-kL2aN3ZIfx2M4WcKX6C_3bf7QARogcHO26_P2Ag_3oVmTV8b 123 103.211.39.163 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ July 26, 2023 3:28 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anish Neelakantan anish@octagonits.com 19728918766 Other Hi BCTG, I am Anish with Octagon IT, LLC a staffing augmentation and IT recruitment organization looking for partnering in supplying the IT Talent POOL irrespective to the technology requirements. Please do consider our request add us to your preferred vendor list so that we can fulfill the IT Requirements. Thanks Anish 03AAYGu2SP69fMwSw-kBC_-UvGv7Ho1ZfZrbDOgSNLyxbLEPOEOxz7RL9tQwEfjzZjFVcKmNMH0nezfrg9WO98wDAuyc7VSDWG6Pn6AJkApu6whybjbFamxajDFGeuVFU0Z1Tjf4_KWM0CCGmrXJ5C_IQmDKmn0XCDCjyocM8oF-MjXrvg9WVjs0XVGnG1Ska32zjaHgtT2iB1N0QzVhBmk2x8U-jhfWLmckHB8npyf_2Xp4sxMad5nG4DyWPHFgPkEpwfwxBZ54rBkmdUf39AHhy8A3hCMPcqcNea_ZRrjshMsC0zl98qxYvw-29DBcYctQ151BIJ9vvRf9CIfTCXjfVWwwK3qzl-P-Wm6eIj8Y88-L7MQ_DvEG8jcngtPg4AFofobmj6KaQ60L5jQRaioA9G8vsduwuCwwTdIX7fVwD4N5ZHACHI25ybGMlQuHTW5UVvHvwVui2DXrqQ9JBzR63zH4j08drRcycg3zBfsHfx-hHTcJwgKuoa-vhf0peOe59yp4gHQS7CVNLCVCryaHM3clGaydMlbZa7DiOZ939AZz3k3XUPBfTHmUr_6yxcH_18R1BmrRg5ZKALft8pGQSsLrmjVqOIo0nJFvqp4TKZ5nDoq2XXZ4c 124 49.43.217.82 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 Edg/114.0.1823.82 https://www.bullcitytalent.com/contact-us/ July 26, 2023 6:45 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anish Neelakantan anish@octagonits.com 9728918766 Other Hi BCTG, I am Anish with Octagon IT, LLC a staffing augmentation and IT recruitment organization looking for partnering in supplying the IT Talent POOL irrespective to the technology requirements. Please do consider our request add us to your preferred vendor list so that we can fulfill the IT Requirements. Thanks Anish 03AAYGu2R4PAAPiFhT_wUzSMxC69WMC6DtaibXIGUQ1NZq6qkBUhY3fAvuz6Ixbz36bhcmkrKMSXDZXw2B_2IOtL1vOjNWzF9NZj03nF2c1KeVjI95A8YEQHaKUinSxyGfU_349Aldvfz_TcQcMaMuSLVj4vBg65i3sLEdHnFd8_2FPSlXKwcygOnLs4mIVnaNu95sjyA2FtiLiDOd9iq4-uofMdiOy40JNONYnEdqaBjpFeZHaBUw4glye6gigac9-OhN7tpMASNciUWONKPvHsmKIf3ab3JYIjvctVG65u4JjRq_ELyhDWQoAKaqXX_zFuMahXPE4EShvdcRH44k-lO3I4q8DGgosrpjvxbTEbfUxO7LfohzNVnsP5Dg224z4WuCaAuXmyvJoCc56_AkXhaxN0argjLINTw4YrjRednEKOTcZibvOb4wf2i4tbh4NmkL30zcNrMq9afgd0fGWD9xnwj_RlhTmgk7SR9i9VcZMzNBJz7lP7D1nj0XzhL6OVXRP0ODNeJhneuHLl0mQGVfVZdyGNS4OCBTUrn8KybZsuAbGOzEcpOxT-_S6hzOJA0w1Ps3YZscQHGFzuC2ZNs9r2614-Fw9zg2-fxFb87KhCfXbdrQ9XU 125 49.43.217.82 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 Edg/114.0.1823.82 https://www.bullcitytalent.com/contact-us/ July 26, 2023 6:45 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anish Neelakantan anish@octagonits.com 9728918766 General Inquiry Hi BCTG, I am Anish with Octagon IT, LLC a staffing augmentation and IT recruitment organization looking for partnering in supplying the IT Talent POOL irrespective to the technology requirements. Please do consider our request add us to your preferred vendor list so that we can fulfill the IT Requirements. Thanks Anish 03AAYGu2Qau-xAW0ig2Ffj6SQIpu5boVtieyO_n-OMPIvuOrn6Yd7BqS27yhIoRAwnfGPZRxT_OIKS9vG4jcxDygEvFsyDNjOLmohMommjtQtVZEAmi9veI5MmY3IqY7WhYigm9IA-Xn5ccV8gGtsewQ0iLevv0nKS9nrgqfcSwn3R-w30dZJRVT9rGUIlBWxvvXsuo6iQrCD-_x1Q8D3fu2P103N3lOnFqafH7ChrtqB3XSfdNI-oj5FyYrRJ1EqzRJj0hrzGXucHbExLx1LIOjGg0kMr8lPmTV9DZ13uqRNbe4YzsJfldm6iE7IhOHkAenvkfUySq4gI3QEkIHydQeS_fdG5DLcOlgRTnnQiwwtSuDICxp0DvpAce8BqUf9BZhGNa4eapyQJHqO_KYjLQX1guExj5VpmEwtinNQ-bwF5jSSX5IGHUxCDf89oI1IvhfYKC2C6rpBRIE08xd58ZVDGHvoguGSC5XGoGHFBouKfXWa-gPi7Y9od_0sMpZo4KPbEjKCUj60spJBwBhbNKPiYax0ik6h2yV-uKbtTus1PTSIw_beBZFUIo5V5Ac951lLOfIcF_pH2V7kDBOkwshS0x3GHZZGKi84tVFwMHj8Ws2SqMWgTk9E 126 49.43.217.82 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 Edg/114.0.1823.82 https://www.bullcitytalent.com/contact-us/ July 26, 2023 6:46 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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With the growing demand for SAP solutions like SAP Analytics Cloud (SAC), businesses are often faced with the question of whether to hire full-time or contract consultants. Comparing the two, a full-time SAP SAC consultant is an employee of the company and someone who is responsible for managing the SAP SAC implementation, customization, maintenance, and support. A contract SAP SAC consultant, on the other hand, is a temporary employee who is hired to work on a specific SAP SAC project or for a specific period of time. Below, we explore the factors that businesses should consider when deciding whether to hire a full-time or contract SAP SAC consultant.

Pros & Cons of Hiring a Full-time or Contract SAP SAC Consultant

Full-Time Consultant

The primary advantage of hiring a full-time SAP SAC consultant is that they are dedicated to the organization, along with its processes and culture. As full-time employees, they have a long-term commitment to the organization that allows them to focus on developing a deep understanding of the business and providing long-term solutions. Full-time SAP SAC consultants are also likely to have more relevant skills and expertise, as they have had the time and resources to learn and develop new skills within the organization. However, hiring a full-time SAP SAC consultant can be expensive, as it requires a long-term salary and benefits package. Additionally, full-time consultants may not always be the best option for businesses with fluctuating demand for SAP SAC expertise as projects come and go.

Contract Consultant

Contract SAP SAC consultants are often hired for short-term projects, such as system upgrades, migrations, or implementations. As such, the primary advantage of hiring contract SAP SAC consultants is that they can be hired quickly, easily, and as needed, without the long-term commitment of a full-time employee. This allows businesses to scale their SAP SAC expertise up or down depending on their needs. Another advantage of contracting SAP SAC consultants is that they bring specific skills and expertise to the project. As a contract worker, they have likely worked on similar projects in the past and know the best practices, tools, and methodologies needed to ensure project success. Contract SAP SAC consultants are also often more flexible in terms of working hours and location, as they are not tied to a specific company or office. However, there are some disadvantages to hiring contract SAP SAC consultants. For example, it is unlikely that they will immerse themselves in the company’s processes and culture, which can lead to communication and collaboration challenges, or they may not have the same level of commitment to the project as a full-time employee, which can impact project success.

Factors to Consider

When making the decision to hire a full-time or contract SAP SAC consultant, businesses should consider the following factors:

Budget: Hiring a full-time SAP SAC consultant is typically more expensive than hiring a contract consultant, as it requires a long-term salary and benefits package.

Project Scope: If the project is a short-term project, such as a system upgrade or implementation, it may be more cost-effective to hire a contract SAP SAC consultant.

Availability: If the business needs SAP SAC expertise quickly, a contract consultant may be a better option, as they can typically be hired more quickly than a full-time employee.

Skills and Expertise: Businesses should consider the specific skills and expertise needed for the project when deciding whether to hire a full-time or contract SAP SAC consultant. Deciding between a full-time or contract employee based on skills and expertise will likely boil down to the specific candidate and the particular project.

Commitment: Businesses should consider whether they need a consultant who will be fully dedicated to the project, or whether they can work with a consultant who may have other clients or projects at the same time.

SAP Staffing & Recruiting Firms Can Help

Businesses should also consider working with an SAP staffing and recruiting firm to find the right consultant for their needs. Finding a partner with extensive experience in SAP staffing and recruitment can help businesses find the right talent to meet their needs, whether it be a full-time or contract SAP consultant. As an expert SAP staffing and recruiting firm, BCTG has a wide pool of pre-screened candidates with the necessary skills and experience to meet the demands of businesses. With BCTG's rigorous selection process that includes screening, testing, and background checks, we ensure that businesses get only the most qualified and skilled SAP SAC consultants for their needs, whether full-time or temporary.

Partner with BCTG

When it comes to hiring a full-time or contract SAP SAC consultant, the decision ultimately depends on the specific needs and requirements of the project, as well as the business's budget, availability, and commitment. However, working with an SAP staffing and recruiting firm like BCTG can make the process of finding and hiring the right talent easier and more efficient, while ensuring that businesses get the most qualified and skilled SAP talent available. Learn more about partnering with BCTG here.

Employee retention is essential in overcoming recruitment challenges in the highly competitive IT industry, where finding and attracting skilled professionals can be a difficult task. Recruitment and hiring practices are evolving as companies seek to fill roles in data, cybersecurity, cloud, the metaverse, and other disciplines with highly capable candidates with both technical ability and durable skills. IT departments in particular have been ramping up efforts to retain valuable employees in the face of ongoing talent gap issues, and exit interviews are a vital source of feedback to consider to be successful in such efforts. A thoughtful exit-interview process can create a constant flow of feedback on why employees stay, why they leave, and how the organization may need to change. This process can only implement change if the feedback is collected, analyzed, and the data is then shared and followed up with action.

Importance of Exit Interviews

A study on exit interviews found that what you ask and how questions are phrased help to determine the quality of feedback. Therefore, you’ll want to be intentional with the wording and delivery of your exit interview questions so they yield information you can use.

Questions to Ask

Here are some must-ask exit interview questions to gain valuable insight and understand potential areas for improvement for your organization:

What prompted you to start looking for another job?

According to a turnover report from LinkedIn, the tech industry has the highest turnover rate at 13.2%. Career growth, professional development, and compensation turned out to be the most important factors when switching or quitting a tech job. Identifying the specific triggers that led the employee to consider leaving can help the company take proactive measures to retain other valuable employees who might be facing similar concerns.

What were the best and worst aspects of your job?

This question helps you identify what future candidates may enjoy or dislike about the role, as well as how to set the right expectations for the position. The employee may not want to be 100% honest with this answer at risk of leaving a bad impression on the interviewer or employer, so make sure their answers will not have any repercussions moving forward and that the interview is conducted by a neutral third party, rather than a direct supervisor.

How has your job changed since you were hired?

Technology and IT roles are often dynamic and can evolve rapidly due to advancements in technology, changes in company priorities, or shifts in the market. A significant limitation of the current state of technological change is that it is difficult to predict future advancements, effects on job design, and labor market responses. Understanding how the employee’s job changed over time can help identify if they were given opportunities to grow and adapt to new challenges or if their role became stagnant.

Do you think management adequately recognized your contributions? If not, how do you think recognition could be improved?

The exit interview is the best opportunity to reveal discrepancies between management’s perception of recognition and the employees’. As 83% of tech employees leave due to dissatisfaction with the job role today, addressing recognition gaps can lead to better alignment and employee satisfaction and retention moving forward.

Did you feel you had the tools, resources, and technical training to be successful in your role? If not, which areas could be improved, and how?

Seeking feedback on training effectiveness and if employees felt they lacked essential resources provides an opportunity to improve training initiatives to align with industry standards and technological advancements. This can help a company understand gaps in its training programs, materials, or delivery methods to better equip future employees. Solutions for enabling communication, managing workflows, and gaining insight into team performance and behavior can help reduce friction both inter-team and intra-team.

How do you feel the work-life balance of this job impacted your decision to leave?

There has been a large employee mindset shift when it comes to life-work integration. The tech industry is taking the lead in shaping modern, remote and hybrid workplaces among many other industries. This question’s answer can also help businesses decide to keep or change their work model, whether it’s based on employee choice or something more restrictive, as the tech industry takes massive shifts toward remote work models. As we’ve already seen in “The Great Resignation,” a lack of remote work options will push tech candidates to seek more flexible employers in the years to come.

Did you feel comfortable providing feedback or expressing concerns during your time here? If not, why?

This question helps to gauge the level of psychological safety within the organization, and how to improve communication channels between management and employees moving forward. This is increasingly important to reduce turnover in the tech industry, as 65% of employees want improved feedback, and companies that invest in regular employee feedback have 14.9% lower turnover rates than organizations where employees do not receive feedback.

Would you recommend working at our company to a friend, and why or why not?

Although they ultimately decided to leave your company, former employees can be excellent job candidate referral sources. Ideally, every departing employee would answer “yes” to this question, but there may be some who are unsatisfied enough with their experience that they wouldn’t recommend your company to their peers, and this question may uncover underlying reasons that weren’t stated outright in previous interview questions.

Conducting Effective Exit Interviews

Exit interviews provide a valuable opportunity for employers to gather insights and feedback from departing employees about their experiences within the company if executed properly. They provide a unique opportunity to gather candid feedback from departing employees about their experiences within the company, including what influenced their decision to leave, areas where the company can improve, and potential issues affecting employee satisfaction and retention. Not only should exit interviews provide a safe place for open communication about company practices and areas for improvement, but the questions should also be positively framed to give the employee the ability to voice their opinions without repercussion. The feedback should then be analyzed to identify patterns, address organizational shortcomings, and make data-driven decisions to improve the overall work environment. Conducting exit interviews allows IT companies to learn from departing employees and take proactive measures to retain and attract top talent, leading to a more successful and sustainable organization. To learn more about mastering the exit-interview process, reach out to the experts at BCTG.   Contributions from Julia Hoffman

Following the COVID-19 pandemic, the traditional office workspace changed permanently. After the transition to remote teams and employees, many companies saw increased productivity and convenience. While navigating a digital working environment has its challenges, it also provides many benefits, including staffing costs, convenience, and satisfaction. Remote work has become a preference among candidates as well as businesses, so considering the switch could be a breakthrough for your business. In this piece, we outline five benefits of hiring remote employees and embracing a digital tech workspace.

Benefits of Hiring Remote Employees

Wider Candidate Selection Pool

Before the pandemic, many in-person workplaces only hired individuals geographically close to the office, or people who were willing to relocate for their job. For companies not located in big cities, this can seriously limit recruiting abilities. With remote employees, companies are not restricted by geographical boundaries, meaning that tech candidates all over the country, and perhaps even outside of the country, can now be considered to fill positions. This ensures that recruiters are hiring the best candidate possible, instead of just the closest candidate available. This can also improve inclusivity and accessibility for a firm as individuals with disabilities and minority groups, who may often face physical or emotional barriers in a typical office environment, now have access to these positions.

Cost-Effective

Hiring remote employees is often cheaper because you do not need to provide a workspace. Office leases, utilities, food, and more can become costly, whereas remote employees do not have any physical requirements such as a cubicle, catered lunches, or an administrative staff to help run the day-to-day operations. In fact, IBM saved $50 million, and Sun Microsystems saved $68 million, in real estate costs by transitioning to remote work. Also take into account that working remote takes out any relocation costs you may have to cover for long-distance new hires. Overall, remote hiring can seriously cut down on extra expenses making it more cost-effective.

Increased Engagement and Productivity

Although there has been stigma about how working remotely can decrease productivity, a lot of companies report seeing the opposite. Despite the quick transition, 61% of workers reported their productivity rose when working remotely. Remote tech workers have fewer distractions, more comfortable workspaces, and the ability to take more breaks, meaning time spent working is often more productive. Furthermore, remote employees are also less likely to take sick days as being at home is often a better place to deal with a cold than the office.

Cutting Out Commute Times

Statistics state that the average remote worker saves between 2 and 5.5 hours a day from not commuting to work. The time workers save from not commuting they can instead spend on work, therefore, increasing productivity or time spent on actual work tasks. This is also an appealing aspect for IT workers, as they often have an easier time balancing their work and personal life by cutting out commute time. It may allow them to be more flexible with working and managing kids, exercising, etc., which overall leads to happier employees. According to a study, workers who were remote reported being happy 22% more then workers who always go into the office. Another external plus to cutting out commuting is its positive effects on the environment. Carbon emissions are reduced when every employee is not driving to the office daily.

Increased Retention Rates

Lastly, remote work is a more attractive option for employees. In fact, 1 in 2 people won't return to jobs that don't offer remote work. It is an option that allows for more flexibility than a traditional work environment. Employees can take breaks to exercise, go outside, play with their dogs or kids, and do more therapeutic activities. Working from home has been shown to lower stress levels, and happier employees are employees that are more likely to be satisfied with their company and role. Not only is it good for current employees, but it is often a big selling point for potential candidates. Overall, many working professionals are looking for the flexibility that working remote can offer.

BCTG Can Help

The decision to transition to remote working is one that depends on your company's specific needs. Hiring remote tech workers has many benefits to consider when assessing your company's future in a growing digital world. Through evaluating the downsides and benefits of remote employees and consulting with staffing experts from BCTG, you can decipher if remote work is right for your business. Contact us to learn more.

The job of an SAP consultant is to provide advice and expertise on software integrations and implementations, develop and integrate technical specifications, and assess existing SAP solutions systems and software to meet the needs of the client. They ensure that the workflows for the computer system are optimized and work well for the end-users. To become a successful SAP consultant, you need a combination of technical, functional, and interpersonal skills. The specific skills required may vary depending on the SAP module you specialize in (e.g., SAP Finance, SAP HR, SAP Supply Chain, etc.), but in this piece, we outline some essential skills that are generally needed and growing in demand for any SAP consultant.

SAP Application Knowledge

To get a job in this field, you will need extensive technical knowledge about SAP’s solutions and services. A skilled SAP consultant should be familiar with the software’s features to set up and alter configurations to meet the company’s needs. Below are a few of the most in-demand:

SAP ABAP

ABAP is by far the most important SAP programming skill – followed by SAP Fiori and SAPUI5. Basic ABAP skills include using basic ABAP statements, analyzing programs with the ABAP debugger, or calling function modules. As companies increasingly rely on SAP software to manage their operations, the demand for skilled SAP ABAP developers has skyrocketed.

SAP Business Technology Platform (BTP)

SAP Business Technology Platform (SAP BTP) brings together data and analytics, artificial intelligence, application development, automation, and integration in one, unified cloud environment. As more companies aim to pursue digital transformation while preserving their core system, finding an SAP consultant with knowledge in or experience with this solution is a must.

SAP S/4HANA

SAP S/4HANA is a newer version of SAP’s ERP system, and it is in high demand due to its ability to handle complex business processes and real-time data analytics. Organizations use SAP S/4HANA to integrate and manage business functions – such as finance, human resources, procurement, sales, manufacturing and service – in real time. S/4HANA can help your business drive growth across the board, but implementing and maintaining the complex solution requires specialized knowledge and expertise.

SAP Financial Accounting (FI) and SAP Controlling (CO)

SAP FICO is a core functional module used for external and internal financial reporting, enabling businesses to record and manage their transactional financial data more efficiently. As companies grow and need better resources to monitor and manage their financial data, this SAP skill is increasingly growing in demand.

SAP Analytics Cloud (SAC)

SAC is a cloud visualization tool that combines Business Intelligence (BI), predictive analysis, and planning functionalities into one intuitive, accessible user interface to enable faster, better decision-making for businesses. Knowledge in this particular solution is an increasingly important skill for SAP consultants to have as data and analytics are critical to help companies put their data to work, enabling them to realize new opportunities and build business models.

SAP Sales and Distribution (SD)

SAP SD is a core functional module that allows organizations to store and manage customer- or product-related data – such as sales orders, deliveries, pricing, shipping, billing, invoicing, and more – to streamline sales processes and provide a seamless customer experience. A consultant must support the implementation of SAP SD with an analysis of the requirements of the business, including workshops and mapping to develop SAP SD and ensure it meets the needs of the organization.

Business Process Knowledge

A strong understanding of business processes and the ability to map these processes into SAP functionality is a highly needed skill in SAP consulting. The ability to configure SAP systems according to client needs and customize functionalities to meet specific requirements is crucial to provide effective solutions to clients' changing business needs.

Problem-Solving Skills

SAP consultants often face complex issues that require analytical and problem-solving abilities to identify and resolve problems efficiently. As the market changes and innovations continue to emerge, SAP products and solutions will also keep evolving, requiring constant learning and adaptation to change. Former systems and products will become obsolete, and new ones will take over, so it is essential to stay on top of innovations and open to learning these new processes.

Technical Communication

Excellent communication skills are essential for SAP consultants to understand client requirements, explain technical concepts, and collaborate effectively with team members and stakeholders. The ability to thoroughly understand and break down technical concepts for different audiences is a crucial skill in this industry. Articulating your SAP consulting knowledge to others and providing beginner training will help your team gain knowledge and potentially earn you a pay raise.

Finding the Right SAP Job

These are only a few examples of SAP skills that are in high demand with an increasing number of companies seeking employees with the necessary skills. By improving your portfolio of SAP skills, you can increase your earning potential and employability with some of the world's leading companies. Additionally, obtaining relevant SAP certifications can validate your skills and boost your credibility as an SAP consultant. When it comes to finding an SAP consultant for your team, the decision depends on the specific needs and requirements of the project, as well as the business’s budget, availability, and commitment. Obtaining the necessary skills will ensure your success in reaching your tech career goals and open your options in the SAP world. For any questions related to SAP Staffing and Recruiting, reach out to our team of experts at BCTG. Contact us to learn more about partnering with BCTG here. Contributions from Julia Hoffman

Venkat Kodi venkat_kodi@hotmail.com 469-583-8669 General Inquiry Hi, I am trying to reach the recruiter Nicole Restive on SAP BW Consultant (202527) position, but it seems your office number 919-484.4494 is NOT working number. Could you please share her contact number to discuss on this contract remote job. Regards, Venkat. 03ADUVZwBs3ZKKxaQqH5KzZd_mXbAK9OydFUBUsETrP7UKpUwRmhSfMLokEP25NX_-511OWFX2aXXGWPkYxiW66hZlHFFMTdHCvU7uHPjwbD8w1LoK5TcEUx_HHxXuIN8aOkKQ6g2KI6TC3drgspEPUY9KHcPq3VZzNlfv5VXtpnwnOvelMbEBg9n6WMNp4A4ACiUTmYAkgO02TQQVQMKVINZ5NZtUqsHJ_fPPj1rzNkz6C0YwnyFdCAU9yHL56_WRqfLzqcjbqN9EKuavb4UVXVIL1j8-kFDcbIfpSQAwPU-4ZvAN7bKs9ABaPJ-oee08UYoEhGsszVP8girNuotFQ_SszY1cAjpbDyrBUAmeO5q6D-Vrfj7VzPuADLCgsKPU_N8WFi5vaz2qgh3AxebLP7TSOJWPdrTookipqU8m8oq0_CrRoUmtkb1lA8hdQorPLehMmo9VgX_qN7sHxqXvaDMRywbMPXdG9G2_d-bIXwd13sVeqEGZvHQF-ynncCBCMFi-GCxuk4CB3KZb3g2Taq0viTFGOn-WQzr9Cp95a5hwD91eIyn80i2n75kYLw3Zf71EMtG8szhj 128 108.85.130.245 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/116.0 https://www.bullcitytalent.com/contact-us/ August 15, 2023 4:46 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Venkat Kodi venkat_kodi@hotmail.com 469-583-8669 General Inquiry Hi, I am trying to reach the recruiter Nicole Restive on SAP BW Consultant (202527) position, but it seems your office number 919-484.4494 is NOT working number. Could you please share her contact number to discuss on this contract remote job. Regards, Venkat. 03ADUVZwCiGQ8lQTBDaQn_ppMHChLoB3YpMvhgxfD8omh6xlT0Rwp5-WnocuaU8HqE100T-8YiqlhVSP2Hj4K1EzHKhC-PC7qO2U6rD7wH7Kh2s0bZUFX2_8vkYlS5m7t__oNfJNwOaSX5PQZjtE43U1Hr5cmhhWcm5v10wbM1lb8zB2v_9Sp62DbzkGWboe6GtAi2x26j4MvPEAkX0BXaE5-m8EI7ZU2DleCg8E-ncTbhvSeZND2X60pM9dzptgN-P0t_Ux_xd8fEIWF0lmp-gGd0tPuWFYDIUo92LGJilvJgR6wpsE3f-7i5f74NqFbjS2phlQKcrRPx49sYl-FyM151zpWoqIWkXUq1eZ5xzpTaNgOUf3ib2KQdqwEy6G4xi83mx64xOm2eTXoxd3OmLEr20qcUFQ1p7MrgjhdaYNr80_oKDKs3v-KXv0gHuV-MyapL9B_3Ed4SMP6avy48MFLFQyZ2OFSGvHJ3ThGQacSumcM3o3cyWauKUX_HfDny3aYraWRuhIlCjlc3nzT59hcj3IumustRVtn3BzQTTqwOaWxt_3rfSAX5uhI-uH4A_-fidSw_quB7 129 108.85.130.245 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/116.0 https://www.bullcitytalent.com/contact-us/ August 15, 2023 4:48 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Venkat Kodi venkat_kodi@hotmail.com 469-583-8669 General Inquiry Hi, I am trying to reach the recruiter Nicole Restive on SAP BW Consultant (202527) position, but it seems your office number 919-484.4494 is NOT working number. Could you please share her contact number to discuss on this contract remote job. Regards, Venkat. 03ADUVZwA_GSkZqVmhqpaRGo0Cxt1__VRaAwlvN6ya5zqDiB7LGNX6PYA9Fc7lTNr6hqsYxkDFP9wPyCyLDSTJaYqHExz7q8M8HsA4xaKc7Utw1rHHz2v-9AzDcBav1od-2TMlyFTPUAfuc5D0JW7gwp6LSXMa8VBUMO8ZSoNFUppMgVrpL7DTex0k3ViEzv52XLBVr4rFILgD4rtLCyCHU3lTIPwS6f4bYV1SsT5hPlqlhaYTc9oM6zLJhZrDLmd-d7UPsfAlosQfhUJ5FrH_ApwHGB-DrK5wrpKq_ht27xhKK1XGk-bfl4LO4J5F1m9WJMAkBozrK8EWmAoX23m2x2ObjWS7Ma-PEex2ZpT_sK-TeRwQJxeitKKpvY9U4fZsf5notJNafru4fB8UUu4v-SarTfT9kOqLNv4JUfbqjMVvvwvldNSwOWhCiRexCyKbSlkE4MYVJHRtG8gf7rP2zWrlicmXHPC28A6hIpMff887lOSl7h4_NFlJtx7ua5Szqsh-JY3LPp8Fa2CzLmB5U9kB270AS_VKrT2VxT7zsZj0iG7x640wwZ5u-aQvDycR9MibsvR6lZK2 130 108.85.130.245 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:109.0) Gecko/20100101 Firefox/116.0 https://www.bullcitytalent.com/contact-us/ August 15, 2023 4:48 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Conducting an interview is one of the important aspects of recruiting, as it can be one of the first impressions the candidate has of the company. When conducted poorly, it can end up being awkward, unsuccessful, and time-consuming – both for the candidate and the recruiter. However, knowing the tips and tricks for conducting and ending an interview well can demonstrate a good first impression of the company and of the representative who's conducting the interview. Ending an interview effectively can set the tone for the rest of the recruiting process and ensure all the right questions are being answered. In this piece, we provide a few tips on how to end an interview.

Tips for the Interviewer

Allow Them to Ask Questions

Allowing the candidate to ask questions at the end of any interview can be a crucial part in evaluating the individual. The questions that candidates ask can be a key indicator of if they are the right fit for a position. Not only does this allow candidates to get answers to questions you may not have covered during the interview, but it can also provide insight into if the candidate shows a genuine interest in the role and has researched the company and the position. If they focus on irrelevant questions or ask no questions at all, that may be a red flag. Instead, expect quality questions such as the challenges and qualifications for this role and how they may fulfill them. Thoughtful questions demonstrate that they understand the role for which they are applying and have completed their research beforehand.

Don’t Lead Them On

Unless you feel like you have met the perfect candidate and want to hire them on the spot, keep your language impartial. The candidate you are interviewing is likely not your last. As such, using polarizing language suggesting they did or did not receive the position could rub the candidate the wrong way, especially if it might be bad news. Even if your candidate is checking all the boxes, there are more people you may talk to along the way who could be an even better fit. As such, it is best to remain impartial, even in conversations about benefits or company culture. Allow an open window of time for negotiation and don’t be too definitive as it could scare candidates away.

Promote Transparency

There is nothing worse than expecting to hear from a company and getting ghosted. In fact, job seekers reported not knowing where they stand as their number one annoyance within the recruitment process. Whether they received a position or not, telling them how and when the next steps look like will reflect positively on your organization. Candidates want to know if they will be receiving an email or call and what the appropriate timeline for receiving that communication is. Not giving a timeline or communication method just leaves candidates unsure, and they may be more likely to move on to another organization.

Thank Them for Their Time

An obvious, but often overlooked, part of an interview is thanking the candidate for their application. While they may or may not be the ideal candidate, you want them to remember their interview process as pleasant. Even if the candidate is not receiving that specific role, you never know when their skills could come in handy in the future. So, thanking them and being considerate will leave a positive impression on them when making their evaluation of your organization.

Looking Forward

When ending an interview, it is important to be mindful of your approach and execution, as it ultimately reflects on your organization as a whole. Remaining professional while also being considerate and attentive will ensure a positive hiring and recruitment process. By implementing these strategies and working with experts at BCTG, you can ensure that you will be conducting and executing an interview in the most efficient and effective way possible. Contributions from Leah Harding

Hameed Khaja hkhaja779@gmail.com 6822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwA5NHX_sMI2mlScohlfDOBOK_cwGCgGnQRKM3NL95d5fFcwUuju5Jtx0YSH1hB4mx3p5V_NeiR5ezHhGqiTODKrgTyZP2A9zuBpThcI-KInid_nt79gfxsm3F0hN2uVk5uOPEXNK8l-XnreoBPYhX1tghm0oDQ11uAPfv6R35eGw_AN2JU56eyC1xG5UVLEyAxQtJPtZb0zIFnxzN8mRrMb1rawdbc-ZTLBURaFMqzPpYBOvoX4Kz7oJAZiFJsiKXRKUFS4iyrCCHvQr7alXNkYmY0S4RzwXbvyxdy_hmNkg3hU2nzc7yCwHk3JoSSF7VQDNqet6rZUMGKKr0v5uURn-l4sQ_QxhME1NNdjyV-cq1PDQSI3WiDhpeKXMcNwlqGwSHSez3fouMdJA5n0yse7iPQLEdc4gYKZ6SGCkETo7bALjlctNMSbtBbsf9UftGeORUeqaFuQKZsJU2FxuYiu370HjvBotPCyB057McJ-g6KPctJ6UMC3naXhgU9BrqF077xLwT_SfjRA9PAd4GgR2TuIudimt_uO9T6WPOGmEkQucoMw9jU6FlDzlZCw6ISoa0v5Xi5QO-kzbwqAFCPD4tmjhF3T9vcjxDs5dFRc-Gyr3N8xOPo_A1Is0yN8MU_wCRp2 166 188.215.95.34 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:39 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 6822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwDdOvinOk5HVGVHMP__sSINBE5Z2HrL1ZUL1TDnJn1G33ZiBXpzbPH2jOdEV8uuAhWUe8cbG1TZo5VisfzYO9sI71b85EmoX48bE7_Gz1YjgxuSNmI0j-8C2jM7wA5UKNsWmOSuAtz8OnkqhwROJLeo3oGUuaBPt6QFXbRg6AkfR9RONgGHYdiUJcEtJVIELeIlY-Je-tZJ2NDk9f-BuwWjMWQkfRJ0f8kUn54xySy7awx65lfL7cMjnAKndgFE09wXPmq7Csl2B3JoLLWWfE0AWFoisinIWycUij8kcqFB2whY1ZIzG3ds63m_IV8y9UbtS8VczxTgy1OKHjrauZ4JSuJDEo8nb1ljWOPkvtIx_S6dDDB7QGYQi3YazVCbiUMzaANbD-_BTkjoO__PAIwYPZUecZtDxcPPoqmVEPQsH7vL-xyjkkoGVxEdTf3XQ1_ZMs21YQn-gjzTWHF6WxLl9otgVGso-ursSgpyU8XXDgGrBuVb51k3r6DdKqyVWCVyCrf_4yHlN4dvIOgAJZUsj_FtWzU6EwSru8JcLP-f0s2G7XWOFOnk0kvpucPmuKQDET5PxPWf4qBXGLYfB71U0a4gWzYU9ez-ZPjA1dluuL2ygYPgUKSo59eYWHQnh_ZGcwyV 167 188.215.95.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:40 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 6822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwDaWW9B26uT1B4tlI91VYpS6OO1zxE7xIN1EI7mNkGLIT_lZNC-YJ1dI-m5SW-2cae_LH8iNhyeSGmg-1C-VOXN4wljNDyVOlwZ_6xGGMnTnANi8bZEMTBGrFb49_BVWAJ6PrpCK8h6oSyHSoKu0YwK1XB9qOFB5IGnqtnQBdzEhGj7ZlwUQ9kxL5PpO8LPae0B71qZFfPv9vy_QI7siInFhQ-ks1wevo4z8eWIq7Ioga7la6MxuT-Jno2-Y53M4jtCMGrfJ00J6PrWeA2M3OAFzTbAjql7_WBvKC_ebteANeMQn67p2rs2WZqNMVqlbCMLefX-7tpVTJ-Q321-hGJw1RAomFXuBXQxvfYa6rG0DqqzvLEMN9hOtqmpW9K0r-tQgbFjgt5PngiiPmrhy82K7tio4lmq4J6wpD4oXiZ7FHKXHjkUcnwwHqMEX8JrWM5-0BlYqjF3rPw83ZIte5ZpxlrwmzGB58bsaJng9GQOXnDhd3eRMUdbjjyPjwzKEL7T_4YTDCC1vvhbxjrDQ6GYUs2HXzGEIcrPVmWlUdnMqVcLSapQivaJrdjymyUCHo5EPCAKPdru9BPvhiyGDl9Y2TRaGvEE3TrIKX4B0j8IchI6whIn0ExMmC29wPYrGIvyBHag 168 188.215.95.17 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 6822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwDWP5dwNOXTgM8gzH7CKb3BrcOknqVq3spqAHIDppvDtgvnZv0IXB4ypmy1GQZ5PSSYXs73QX2HvAtybLipufUhSEEboDvbaL4tHWL5i_OrwVHhHnC8emlIgTq7MWIiAQ_nlTfnMRLsdoEr8fCaP7sNBoGwqT7-CKmlnyQyUz4ih0SxP-TOVlsuunlvEcQYyMSwz3GcX3hUimTHfykB0cJLrQfkLxjnfVILSLOiZCrd5Nyl9PFhDGTFXj25-3qwNibt_jth63839oM905hzlOg0CzochcLMtRKVR6Qcu5wu3e_tTuIL7woRRmHQl2CFQC6BLAJfnhNid14pxtfFI1GyCanqYi1dA-W9oVpLe2GPd5QS1QrlWwxclyuL6JLXDn1JfipBbtWIh-1SJhUUpGnOk_6I9J07WOc5xamytzVKIOOmA2z5jr-nrW6sxNKS-b08T1z_lYy6SXsqn_CEyI8-b_jX4xOvZLVIlDYzUF1g_0yFQplqNv5uVpQP1YnPkVuWK051sgkpoAKHQfsjZVtRY4Om5KZTO460RJSyL8CvfE3HP7bBLgqHAcFuWjoTbpuNc5wco8yAnFIxsN-4KGcvhkbezShgzfFJEldc0EMW3G2y8k58JaAzPAWI7_R87aBn_e-c 169 188.215.95.6 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 6822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwB0DZ_whhpdk1m7FK4cKRnqHyT7CVkoizwdeqysOUdstMZPQmvPDXgG7BFNw-PPr9YACWIiTDEiJtbTxfk2kYCjLDbrD_Z3XXV8pVKtPYh-cdWfJ4cz4qvVQoXT6Mf6rzraA4zZTq0xIBVhgitQAlp0C87BxwBvv0g6S8_ZwVkOHH68HUs43aQPfRLvA3RXTg8XAw_UC6s6bf161OUM1ITXX_tSxHINR1hXNyRRHhsrz7MZ9fBFYZOAmkSn0V9DIqQLZPTbRFa8xAvuNHmmBPNswqTLVyPG-LdMVdaJoLq2rRUKdXgx_HVMzJJunYnhWDJNkETwmdLnACfuoB2a0tBUeZmCicQa0cEOdjDLZYMWVAY0ZfxVoY9gQOfTxdgq_9N09JOsQzjXM9G2hMCtNEJo8dtDb7pEVnoSMBXvpek56-ciEFbOWDGlh7O6FOM3likc6NLb8hE9fueY96JckxlFoouR--CUPkGI3qrCncAnTbUJ211l-JG8NN-xSfRy_HS_3_uaP0UJqVFw3VrsvyIrKc8AR91Th-5Avtlt89YiNA8jdK_BwLo3np_DiZk2xr7N9mzKti4rT3jRaHYsal7UgbyI9B_991zOZjAzplwFtd0QL4XWySTn8YZShj7n7XtjRuBF 170 188.215.95.39 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 16822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwD8RtBRglT3KgJm-W_6FLeCSU7PCK-Rrwn0qPT4atP7TbgDTT83JQ_02TZz7HJLLxAwW3JHfbgHn66kmAmV9iZm0sX1oM1lx5uxr-8Lt3UWwZWytcaYvBFwhdYd2Pzq2YdpsgCUkaS2YMCbzLhY03OhqzX7Rfs_p9BcjGieFzmFKkdANQd5-ZQLfBqoVtRWWABbLgAM0AXoAIKhJvIOVl_jZC9Uve3CaMZTfDsZvOmN6jj1ShIubrDXfLZXFYOf7dy3cndToZ31SvBCgP3y2CSmY623_KuS-Pjr2pc1lEKCoyjAQpOI4Y0GjxwVpPfm6Db8BH3VNQ_GTYeOPJ2J7JaOz3EvljZXSbSFv-1HXcbECuOZjJdVQAsavLi72TwkjipHN2VYRcmZCJnhgvJx7elrfRhXHJKjvXu_c0F8zOILnZuaMoVzyamDAhJV2j7nX7qaZLGLCoUB2ENP1__SR-w40b-66jJdBCFtoknir3JLqzcBzwOCeyLwytfmq1hwhpF2XirnEMmZ4lJhW_7ZjKI2qxWbrQj0qAI3r4SMH4RwGHBH4s4DmSJ6VpVZXr6ijVeRjzyGMBg0GYrEAzPOTwlLdyeN9440krCfy1GYIjqm3PWwQZL3ANypW5YZjzM0eaWNV_TV 171 188.215.95.14 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:42 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 16822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwAXGPz3jo2ZwAO5sZus65T_plCpvcOY-Bwt0guQ5WOq3WWFl1xKcVR3RyYVBs8RFVUKYXdgdEuweJtYBGdgheZG-rXXzR4wxAVNHy6HMxLoQNMy4w2H9YJgijaJEPhK8oZJj29PPVwjZNBeSiMUnKySnc-i9MnJHZ-2vonMtwjVCvtTIqbT_af7Iejc7RRJgDOM-G_X4qNrsOiSvJ_IziRP3liKMOEjzJNux8EjmDhTw1RMyMji1mcLrIePm2lCTHYtIRE6Jop8IYK-os_nvPFd9r04bKOn4f8jxxVY4HxOSPuXa0Z--tKv4cCW6D9mMKkURPDKgtZWxLsl60AgsnxlHsgYhXASA834RE8YJ2zkNnWj3REDtbNZ-M-4LYG15BeR61vevTJjuprPfQeln_QnNL5HPC1-MA2TG2vh0bCUROVU471IDpPVVjN2LCWlWlXlEJR3dOfpdZuw6NPqpVnmZi6IzlIU1dznIDaoqgvcPjRe-z4tDZ8oY1_5v8cQcqwptDnSm35GwFeN0JTL4c91e2RnWNlie3rEx55JA7bztvIleM_uxDPdQ8faZUcpN9cbmVLmriZlFfeJDzXK0SHYMuSuBRxJXLpp0GtCayoX8y3AXaAqeG2IBFTr57-YWJiwqQDPVWUp1e7oYQ10UWX-0k2SoA 172 188.215.95.52 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:43 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 16822899908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Travel Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwCfqC7RTyBTjQz5pyXl7UEOmqI-md9L5nNHrcwuIzTIfOfxqplfpsRgH82bpNajqVWmlSf_ZselffEeUezhI3AKT4Tlzyzzm87roLCAXGO1JCkvmJs6nViWjemvVBUr_jBY7EzXw-1oP20W7FKXbfpXMdwxLL2Ei12J4VODUf95sfF-5A68IH9yBBSNt_zBYKV2607p0sN1bejwqpKY3eA0Axhnh99jAAgSQI8ipzzcmx0AwHG-JidGxOMWB561kpuycTEjUi0HNWq7I0T7Mmk8n1emvna3GXizhE9jyDgyvdEXytY9VSMULf_Ka5Jkoyp_sQvRI8JDoE3S2kjohZhgH2_oW4oo7-jPdque7utGdp60Z4oyO1CIvBeEOgW3__sF0aiVrmf6hkF_6Ngp2DIuZWackKfvM9eGd5UkU5JQIqXqlstTJElNxfrSLzCc8OTg3R6bhd6sCTSyXEqngZED7NtUzhR3vevo5F0Ec_Bbc_Jfm72sRXQOR74F45wsVZGEKzOWV4MEHom0v-dJDy4L3HHw2cFYNMcxWcHUlKw4RFXE0eyTEUG3wf9wqcXGh9wpYHGJUDW4dnwI02ThUBiqKS7hK8uHTXqaju10rwxZZB8kpnqGOrErhgvA2e8efDISxPCZ 173 188.215.95.34 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:43 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 1682-289-9908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python IBM WebSphere Application Server, Apache Tomcat, Pivotal Cloud Foundry Building my career as an independent consultant Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwCdwn01Fn7bBfteTVSPSN5XcUvrNrB70jd_F17Iv90lowePoTBELAXQo0d_2Pgm1IL0lIscBMbGS1BMlyH6du0gxyP15jeZ4LWGzt5VgXHIG2Au_hrGazx6f08k5-VQEsiJCa21d-53CB2w69wu3kp-uM00DPQcDB9XeAgQVu42qNI39bEM1Z0w7BEPouA6mrF5ICCIKQa4CNgWPK_h3KP7oUm7Au9vocaaQ9gF_tNs8fxzdWtEwf0fGVM4_Vqa0IiS7mWEDlfKT1g54duoQoq5IMILJ3tkpq7OLTXp4XGOUiIXyxghGd2OBB4TL_wW989XYGUJ0fSgM9NQOjRS3yIXrYjbwi7zvu4RTec3hJRwY7gap62ICgQLWnh6oAfbLT3K746kxG1agnyB5hHbsftCR1_0JNf2ftXP0DwyfEI3d6WkClesfjdSiM7lsGiheUE4v7MaiSfOAojj_ARZEI7HlML3Z-KKYbDnwIzsoin3gK9H6fzauAUvlukvlfPWlGQorYTjH-vK2OTJIX2sbzjsDV_gxN9xU88I2cuwoFwxdhH-YuLF6XiJIT3Bea0RtLmLvlgelk4JBjun5LoCT-epiB8cLyVyOFYuKeS7ypNFkFReadqSv5Tvhsa8eJuAh-hYoLINScBwxECQC6w5PCQ_ROsfdg 174 188.215.95.48 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:46 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 1682-289-9908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python IBM WebSphere Application Server, Apache Tomcat, Pivotal Cloud Foundry Building my career as an independent consultant Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwDzihs8XR7bEaZYHUZBzmwxDZo5Zg0rq_FAYEFgcCiUve-eMUSwWeslVaw1-tD01JNXxNk3BOFtpBXfszobYzn2HM0fHKHy9HlbK65pBbx5tMdladfIS4x53AWh-1NVmduVndj9Obs_733L_UrpNOkvAVPo_geyyABm4j0zXhYamMVhi3zg7fWn_Q7aAGg3dGBcAtmPCz6W4xXbGIXgHc-9fjyWBctoIPB6UUYPOLzcLtQeH5w5sbftFtkvPMOoINVA0fh1t3IJXB_rTOCSuWILTEkiVWKFgUiSA3oJ2Bj-QDtOF5ahJrFYG3UAgi1Ye2SfZxxbkZ7cjv-3p-jiHim7ZecDjyjjYN1KbC9E2C4IHbcZS4DG8D9TvX2jWkc6-JG9MOhl2uyQVVckhBYivUAShL1TdljIOrTvWck2JAIHJZRdwhTma9ij4bC2OM7fvZonLq25E4Vi-AexymPI88lDt0OmcdMi99bre5LnJtX2moaldCMyHrAvVHUhwA6R0xM25upIciL6M25KHvbfR1ADoH5rW0uiBiypRhsWEr2doCgJgbLYqmmaGJtvUMKrfrASRf4S86cbdyNEqXdQDxKWCUz0sZb8wHL-rTLrl0rGrXA-Ra4lXtk9pUIsbcfWCRyQptAg 175 188.215.95.9 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:48 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 1682-289-9908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python IBM WebSphere Application Server, Apache Tomcat, Pivotal Cloud Foundry Building my career as an independent consultant Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwCxgbFPxZ5fN6y46iF20H9NCvxO4QuVoQ7rbULXEM7FgPYs8CKfh37cy8XJYjEe27mgBXHrMoT2z0QJeCCH5IVveMjyy-NFZCkkAbE8ay-3JLCz5aDrX10ZCIyWY0mh0KNPZpoxrZcP1zK6valsJpG_8buEHvJmnYTC7OeH9D-Fm21lluYPK3e7KbfJu2Tf6ogGgOwXRX_2X8v4FALvgHYBwfO-7PuQMlhRs3zKw1d4QFJZsYFsTPMqkDP09cDWzWqVVOlTCz8WZFRafFgcnGIovK-zlP8HLxMR1IqdPiR33fAd_5-IBMDoUuMnB862c2cSIwc515IWP4pd375vlxpzAWNTMDGKj9sCQ3HO7mEdic5C4fo4Rmxnrhr_SScTMwrZxF4ObYYkDms18IM-IPP6Ce0HntekryCFF--kg5ub4gLl4UK64lcR47xCOgL1Jq40dg-AyA0SlJrAjLhkcgzJLgN7XPsOtLcHxQNQ0rO8QxEH2XJ1arm9BL1ba19WWl8iYz3IOZKOfXlgVBMct-FcSfNfmqexbz1hFVuw-Nvz5fAvZDQuAHD530mysT8ckKeRZcKneHlTPlLFgkwtkkE0-umPxTOT_Pqr2Q8VtAFWkfyOs5JS3KORHgbxCuFusaLVJ3v6 176 188.215.95.29 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:49 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hameed Khaja hkhaja779@gmail.com 1682-289-9908 Further develop a new skill Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python Spring Tool Suite, Nexus, SonarQube, Angular, Elasticsearch (ELK) Stack, CloudWatch, OWASP ZAP, JMeter, Puppet, Docker, AWS ECS S3, Scripting Bash, Perl, Ruby, Python IBM WebSphere Application Server, Apache Tomcat, Pivotal Cloud Foundry Building my career as an independent consultant Learning new business and technical skills  Over 8+ years of experience in DevOps in Continuous Integration and Continuous Delivery (CI, CD), Linux administration, Cloud Engineer, Site Reliability engineer (SRE), Build, Automation, and Release management, Cloud Infrastructure like Amazon Web Services (AWS), Google Cloud Platform (GCP), Microsoft Azure and OpenStack.  Worked on DevOps essential tools like Terraform, Docker, Kubernetes, Vagrant, OpenStack, Open Shift, Git, GitHub, SVN, Ant, Maven, JUnit, Selenium, Nunit, Jenkins, Hudson, Chef, Ansible, Puppet, Nagios, Sensu, New Relic, Splunk, and ELK 03ADUVZwAmOc13BUgxZcDkg136MHz475GCyOc1jKlrEpfMvstbZCVEWs8eT47jU9Vl7PR8c1WTJVmqHMmGtg2i97XjkddB2Wvw-t9zAjmSybMrZshaJunoqtcdI6nBYbocZ3mkL9KzCMN6u5HLwxXqdLbiR_39ugG9ITNJeJD9sjbZYE1fO_ev3DWIpQeYPgjlsWuZ7yTBqJAsuzea4eUqaHHt-QyayL5_TDk27u92OZ-oHZe6ux21SUibGwvNvzFnkllBAxiwglNAJXYTbkamSWocZRXQKp8Fm-63vF5P9C2bPV-AH5F7dHO4buD9BM18vJlfxjIlsVR8W5YY0iN6arDHZwMh-opbP7-ULqEgClprXI-fH_7ORRV8QbyDPhrij6RGMaM4S8dp4YU-dC8xsd8fvHn6CIst4j5w_89SL7NLQmpIEyC55DlfSaS1iazms4nR9j52dZTmxTdpQNyl8N0saGR_85QwT-xASY-3zqx2yIN-zHup8Uts3DY7eS64QdjI27vKkavxhPjy487IhnWByZOrb0dSCJM2crMSBQwBUo79wilq19HPhN1Iu4O42Io18IoZ29XTla9FO_HIMLP0G2J8RJWiHOsJmkKPwhbNJqzRjH1RthcnDnGqyY7ctI_jA81yaNfpVBKlYyiL6nv3UjJRUOVkjQ 177 188.215.95.11 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ August 16, 2023 3:50 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Reference checks are often one of the final points in the recruiting and interview process to ensure that a potential candidate will be a good fit for the role. As such, it’s important to plan and conduct these checks intentionally to ensure you gather a complete understanding of their work history and how it relates to the position you are looking to fill.  Getting the most out of well-executed reference checks in the tech industry is crucial for making informed hiring decisions. By ensuring a good fit, both for the company and the employee, you can also improve retention rates, as employee turnover can be costly and time-consuming for a business. This is especially important in the tech industry, a sector with one of the highest turnover rates at 13.2% according to LinkedIn. Below, we’ve outlined some considerations to help you get the most out of a reference check for a potential tech candidate.

What to Do When Checking References

Plan Ahead

Establish a clear process for checking references before you even start interviewing candidates. Determine who will be responsible for reaching out to references, what questions will be asked, and how the information will be documented. Once your plan is in place, begin by soliciting feedback from all the people in your organization who interviewed the candidate. Ask them about their concerns, what they would like to follow up on, and what they wish they knew more about. This will help to form the basis for your questions and to close any gaps in the candidate’s profile.

Request Relevant References

Let candidates know you will be speaking with references and ask them to provide references who have direct knowledge of their work in the industry. These references could be supervisors, colleagues, or even clients they worked closely with on technical projects. You should also ask them to let you know if any references listed should not be contacted for confidentiality purposes. Further, it can be helpful to request references from different stages of the candidate's career, as this will give you a comprehensive view of their growth and performance over time.

Prepare Specific Questions

Prepare your questions ahead of time so you know how much time you need and so that you don't miss any important points. Avoid asking yes or no questions, as these will not provide much insight into the candidate’s abilities or work style. Craft open-ended questions that allow the reference to provide detailed and specific information about the candidate that speaks specifically to the candidate's role and responsibilities within the tech industry. For example:

How did the candidate contribute to technical projects or problem-solving efforts?
Can you provide examples of the candidate's coding, problem-solving, or troubleshooting skills?
How did the candidate handle tight deadlines or challenging technical issues?
How well did the candidate collaborate with cross-functional teams or clients? Can you provide any examples?

Verify Technical Competence

In the tech industry, technical skills are crucial. Ask references to assess the candidate's proficiency in relevant programming languages, tools, frameworks, and technologies. You can also inquire about their ability to learn new technologies quickly, as this is an extremely desirable characteristic. External observers can provide a valuable outside perspective of the candidate's strengths and limitations in the workplace, and can provide context to technical skills listed on a resume.

Behavioral Insights

In addition to technical skills, reference checks are a good opportunity to assess the candidate's soft skills, such as communication, teamwork, time management, and adaptability. Ask references for examples of how the candidate has demonstrated these skills in a tech environment, and look for patterns and consistency in the feedback you receive from multiple references. Find out how the candidate handled difficult situations, technical setbacks, or conflicts within the team. Understanding their problem-solving and conflict-resolution skills can provide valuable insights into how they will contribute to their new team.

Cultural Fit

Cultural fit is important for team cohesion and long-term success, as well as to know if the candidate will be happy in their new position. Inquire about how well the candidate integrated into the team's culture and whether they contributed positively to the work environment. Take into consideration the fact that the previous company they worked for may have had a different culture, so try not to compare the two against one another, but rather focus on the impact made by the candidate and use it to decipher how they may adapt to a new culture.

Best Practices

Be sure to let the reference know why you are calling, what company you work for, and describe the position that the candidate is applying for at the beginning of the call. Phrase questions in a positive way, looking for more factual evidence of what makes them a good candidate for the role rather than skepticism of their abilities. This can provide you with open and honest feedback on how the reference believes the candidate will fit in with the company or how they will adjust to the specific position. Put the reference at ease by assuring them your conversation will remain confidential and will not be revealed to the former employee. This will help you obtain the best factual and honest feedback possible. When listening to the reference’s responses, keep the discussion grounded in the facts rather than focusing on opinions.

BCTG Can Help

Remember that reference checks are an important part of the hiring process, providing valuable insights into a candidate's technical competence, work ethic, and interpersonal skills. Document feedback and use the information you gather to make an informed hiring decision that aligns with your team's needs and goals. Well-executed reference checks can be truly beneficial to ensure you hire the right candidate for your tech role, and improve your retention rates. For help with your tech staffing and recruiting needs, contact BCTG. Contributions from Julia Hoffman

Amey Kumthekar amey.k@cube84.com 202-935-7366 General Inquiry I would like to connect with you to see if you’re interested in discussing our offerings and if it will be worth our time to pursue them. We are a Salesforce consulting company, that provides a Salesforce implementation roadmap to integrate it with existing technologies, infrastructure, and databases on time and within budget. I’d like to hear about your experience and your struggles. What do you hope to achieve? What have you been wanting to overcome but just haven’t been able to yet? Can we take this opportunity to schedule 20 minutes of a call to discuss possible business synergies? 03ADUVZwB7RXJLBplQABijfdTzcKQ8Hg8eemWslKIx8L1Nfl3OULH8h-nj7G3oR7Kod75UMgC8OzM91n8rZ67v3QHdmx4-pIl4NHJxVlMyOaRNQWpkVBsjlO3CbBLUywZaM0tlImIRh5QvOqyi0sTy0t1ImvWqvMLMnz3tuMXkY1prJ-aogd1pbNBU_LPuq4F61Ih6TXu-uBekJ7mss9b3EH_OEQDBfTkO4Xd_T4eFKFX1koyhI-qMTn4BaxAIigb1gprpbNIqsFxRgtblt60kvAeOBjxNq22vaJ-jDYygWuStgSUijb5upIHkQwnk72pfCLxFmmdKG-ZwahnFEa5TrS3h3lXGTVJ1NESGS1XJFiGlp53KIXKXXvGZTuMtPuu0nb87R2JSahRTdajV9IGUPfJGcZ14mkOyUb1rfP5oQV6Ye6Lil395JMPrYYZ0RBD4ffUb7yIOwUbEBRC3G9XIK3Ji_gVefT5A1D7H3QP4ipKV2p7EHZGk-rgJH6tJ4tWhLbntISDpGz5qfdyrf8Kz1Mt2b0DhTPUpjLPb49YhAM-NkYT2qp1ryxEbK9Zk_VTkqMGqvcAnrT91DEd8VH14ynblNsCQg1_GjrEDDlXIPtDDndh0q6nCcS_HuoeHFbHo64cc-vDDFezj 131 58.84.62.200 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 23, 2023 1:56 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jessica M. Jessica@simplyintel.com 8666737347 General Inquiry Hi, I am trying to get in touch with Sophia Andary but the email I sent didn't go through. Can you please forward this email so we can connect? My email is Jessica@simplyintel.com Regards, Jessica M. 03ADUVZwDZbyb06MMRrl5xSbsImGPZ6kHvAbm0OJqCD_7FmkiDGq5HeQ0gV_TBMXT9DCag8VtAT5ei68SWqNfVqePujfzDhTF_6vWPMffdlhHydkSjwfImaiNuQ91PA_7Akbrq-hUK7ch9B-TVeW5UZ-8oCnY6Bx1TP_WmcXkG3pBg_WevWYZW12hBhnbTiPEcm5mMYaHpJLs0w_Fgj3njg5BzD8ySo89L1DJR90sWKugdPxmHjkTcZ2GhGpId9fkBqRG-p0Zq_PiP_6VKg9z12faNxw9K_t-SMqnnuSxqg2bOppMNeu6E15nn7UkGTrHlIXbCfxvupMoRNidHP05w__Rk6fN44WF32gnKNTru1R6J0wFzzLRRtDp24KIMHhMMOcTMRN4q5Iv7bHh3AkC1W48nCZTvCAmZxaxWZNHUFSdq8790lXJvBYDTBpl3foEJeOZYAEFecskkL7T6gHkAnCtsvuBivmeOHw6BIdCULeGKseJUp0zDgVO27O1RBRkZZ_858ONh8MCVoM41ADbAM3WeV7tDRfOWdkjxB4qjkTb3Bt_63PDhKpy0SDv6UAbLl3sj5n2cs1Yy 132 180.190.170.208 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 23, 2023 2:34 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jessica M. jessica@simplyintel.com 8666737347 Other Hi, I am trying to get in touch with Sophia Andary but the email I sent didn't go through. Can you please forward this email so we can connect? My email is Jessica@simplyintel.com Regards, Jessica M. 03ADUVZwDJpCd3aqERQG1j2EsNNJVwbejj8pndXIcpwHR1Uubkw1HTFDbI4ecb_2UYMwBYn4gbV_YjBeJDuHwU2udQ83HJ39vsn216kYGKBOUGT-xQolDZJx04EuZMuji3RYG8poOdJiCigm07jnaiDfeIzAmoHGeE8WdcQpsMIuRbmPSns399IY9kUaBJ9udEFAN5kFyG0RTrLpoh0evcK_4hpS5AjFtEJz5tCbYKksu5zIt9hDpKjtJHUBRrYUAhazS7yoUyTHYpb0SDh9Ql73C4XJ_xl2EF0R4jOk5NSA3uIKuI_d9Ww3XddnXLHJRrTg0BIoJBHeeHiDuIOn4SeulUM456Aetm5J9bO5nhngd44dCb7fX3mNgrOu2WwVuRGrLhsBzgpXN7UmOLvF1PabDFG-gilHyKpRt6BRUTPTVpMm9qzXWVa45ZfPChO_bDVhp2MgGlakibnJSex2_r9vfOX8nBDvvVi6otHBYZaPos3FU-PCyB4Asq8jTX1toeSnzxFSpysrBOJ6XdznS0gZrM7oqVtg9AgzfiFUcHIT8mx-_-04nStho 132 180.190.139.90 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 23, 2023 2:34 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jessica M. Jessica@simplyintel.com 8666737347 General Inquiry Hi, I am trying to get in touch with Sophia Andary but the email I sent didn't go through. Can you please forward this email so we can connect? My email is Jessica@simplyintel.com Regards, Jessica M. 03ADUVZwCYHqhmpYWmrII_brrnNKyhuI0kgbfeKRKevNaYUHuWgvq3HJbvaIlk1qelxsDcBBmp-UR9u2bx3IleqiL9Q7P41GRs-r57IIekXmd_RCgqhnsYVAhoFEbnSMu2bxGFwXZPyAwHECf6qDkrAHRDnenGNvBc-ILL3_MbHm0zN2k6LIcR9Vj9T5tCEanTstFGNu9_0zTS38QT59EBVS5duUdOkQ8mqo-HY_Q5MfQnRt09s13hfmy4w78Wbcxet2tDf2eRylSul12ojWrQMdJBKFPAG4P7lZgmfI1KO1e4Ds3h7KHMHYzTh2H-sAQXRX2BHR1FImK9sQWUAPYiaN9DRTKH-1_PpGp9oaS4BHff16Oi52SbEMr79F7FS0Rg_Myy4hYivHACq_9qMjlSo36Pak2Gk7VBvRA2TwiezL_vIj5KMNp36QY0Bm25SPSW183KztYotgmJjRmnqDfXNeM1czhsWPWf-vO1grwJBuoYLCaaawpeJ6bLOZbUQmRTfLcYi9VJcDNGV4ADkvpJ72HRnJ3hu3-h1hrpf7ZqJweclXNgdmsXmyInDRNlvt-nBkUOTJhldA87SIwl4EU099Dnp_pa0gFTkg 134 180.190.170.208 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 23, 2023 2:34 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Jessica Miller jessica@simplyintel.com 8666737347 Other Hi, I am trying to get in touch with Sophia Andary but the email I sent didn't go through. Can you please forward this email so we can connect? My email is Jessica@simplyintel.com Regards, Jessica M. 03ADUVZwAxAwsk1wuJJy8y1dusrPYm1cz_mpmsB54iyVriVufhm5aah0EGqM8DY24mnFwAVQn8FukQNx3-o4E2hCfx-zoASwcMFYTWiOa1aXYGOTYllCGIiSL4ANIoQNiBluBO3xvVXUF8zxR3JMN1I6I0Bxr7s8XimEdFOKfJshPcIJHcLWodC2OGOcQS8O0nBzUa9M3eSQBladC7Eo7tFLdft1Jhy1NIKYGnZ-BkJRFq4BOkw8q4nzGS92WCqWDwiIGu8Tsst8N3ZqdtAvloRHstl6CHkUl8mSXcl4bnU4Nn-NaQ4Kx1w89jyuHIG92TRqQpC0K6Ee0PgLBfZbZwE0jxFznqdW1Wws9p2YruDod5UL9syRi2xt0t5L9h0s4OMetdR7un55-gR8invi2DfBRQKPMEVSioROKfSzMfXUChPyeJNlbJHczKxTfMn-1Ctf3yoyGZDZhI216m9BowA1m3_4m5-tf5q2gOLXjbtU6fqYTBNW_5OUZvVSlzW-dTtxmBGOuMAdyJzLJozDKW-EdL6ZfX-RN6vaBxuU0VICs5Fn9CzAh-GA8tXyI3j-ZOFJrRYySIXy81 135 180.190.139.90 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 23, 2023 2:34 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

The tech industry, along with several other fields, has been trying to better its systems to incorporate DE&I for years with 80% of employers having DEI initiatives underway. Although there is a strong business case for enhancing diversity and inclusion in the workforce – with tech talent and job candidates increasingly wanting to support and work for ethical companies – being inclusive is also an inherently good practice to pursue. The tech industry is driven by innovation and creativity, meaning overcoming challenges will require diversity of thought and a wide range of perspectives. To improve your company's overall strategy, consider the following best practices for enhancing diversity and inclusion in the workforce.

Best Practices for Diversity and Inclusion

Upskill and Reskill Your Teams

Upskilling and reskilling occur when companies train employees in new skills while advancing their already existing skills. While training is important in any role, upskilling and reskilling can promote a more equitable workforce along with refreshing your employees’ knowledge. The increasing use of automation such as AI, coding software and languages, and remote environments can have disproportionate effects on women and minority groups. This means training can allow employees to have equitable opportunities regardless of their tech background while catering to people's prior experience with technology, socioeconomic status, and more. Ultimately, upskilling and reskilling your teams will promote equity and inclusion in growth.

Consider Remote Work

Remote work has several benefits, among them is increasing diversity in the hiring and recruitment processes. When hiring employees to work remotely, managers are not limited to a geographical area to pool from. They can explore applicants from all over the country and even all over the world. This means tapping into populations outside of your area or outside of cities with a high cost-of-living. Studies show that when companies expanded their workforce outside traditional hubs, such as New York and Washington, D.C., they saw increases in minority hires. Additionally, offering remote work can be more inclusive toward working parents or people with physical disabilities, as working from home is overall more convenient and flexible.

Evaluate Unconscious Biases

Part of improving your DE+I and overall company culture is admitting where you have issues. Make sure you are practicing self-awareness by teaching about unconscious bias and where it can happen in a business environment. Often potential bias can occur in the hiring process, so make sure you include diverse hiring panels and inclusive job descriptions when implementing recruitment policies. Tech leaders need to promote an inclusive culture that matches their target demographic.

Set Measurable DE&I Goals and Metrics

In order to stop unconscious biases and promote an inclusive environment, tech leaders should implement bias assessment metrics and make decisions from the analytics of the data. Metrics you can assess include numbers regarding representation throughout the organization and at the leadership level, ERG engagement, employee satisfaction, and more. Looking at these analytics can help you identify places where your firm might fall short. Additionally, set goals so there is incentive to grow your DE&I strategy. Following metrics and setting goals will allow organizations to see where they are struggling and set a structured plan on how to improve them.

Moving Forward

Fostering a culture of diversity, equity and inclusion is important to growing your business and attracting tech talent as candidates are looking to work for ethical and diverse organizations. It is also important to remember DE&I is not a checklist but instead a strategic initiative that should be embedded in your organization's practices and culture. As the tech world continues to evolve, integrating DE&I goals and systems should be a top priority. Contact BCTG to talk with experts about structuring future DE&I goals and initiatives through staffing and recruiting. Contributions from Leah Harding

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Our Client is a multi-brand holding company owning some of the most popular fashion and clothing brands across the retail industry. As a conglomeration of various established brands and retailers, the holding company quickly realized the lack of data accessibility and use as a key obstacle to their strategic goals for the company as a whole, as well as the individual brands. Realizing the need for an experienced data engineer resource capable of managing the complex requirements of multiple data types, formats, locations, and more, our Client contacted BCTG for help identifying the right-fit resource.

Business Challenges

Our Client's growth and the acquisitions under our Client’s umbrella over recent years has created an unsustainable data environment with various data architectures disjointed and misaligned across the business. As such, the lack of a consolidated data warehouse left executive leadership lacking a global, holistic, and data-backed view of the business across the various brands. Data trust was at an all-time low in the business as no centralized data mart provided the robust reporting and analytics needs of the business.

Contracting an Experienced Data Engineer with BCTG

Taking into account these specific challenges, coupled with the unique nature of our Client’s multi-brand, multi-national business, BCTG tapped its robust network of fit-for-purpose consultants to identify multiple potential candidates with the necessary technical skills, project management expertise, and experience to delight our Client beyond the job description. Following individual interviews with our Client, one of BCTG’s candidates was selected and quickly embedded himself as a valuable resource on our Client’s team, providing weekly updates to stakeholders and incorporating feedback continuously to ultimately realize an enhanced data warehouse with advanced capabilities leveraging DBT and Snowflake as the technical assets.

Download the case study below.

[wpforms id="25109"]

Cameron Ward cameron.ward@bizwealthbuilder.com 9194362319 General Inquiry Hi there, The BRRRR (Buy, Rehab, Rent, Refinance, Repeat) investment strategy can be a great way to get into real estate investing, but finding the right property for this approach can be daunting, especially for beginners. That's where I come in. I’d love the opportunity to share my tips and tricks for identifying the ideal property for a BRRRR investment and creating a plan for maximizing profits. By writing a guest blog post for your site, I hope to provide a useful starting point for anyone seeking financial independence through BRRRR. All the best, Cameron Ward Founder, BizWealthBuilder.com P.S. If you’re interested in receiving an article but have a different topic preference, that’s no problem! Please send your idea over, and we can move forward from there. However, if you don’t want me to contact you again, please let me know. 03ADUVZwDrSQ63aX0xQTrCdfS2WztoGY16wZMXRdnSV-EUYI9KMxqbe5L9VKLuDpRgHP-fafG8YYzbUo9GQk1Rk1ksGRnXIwDwot4Iezvhq3TFPCxaMStV4gVBQlGzGvpzm_a9MXCqLA-MgBhC099ty2I6BZEMXQNliXzvflHebzQAR6Ol1YJrvwm3BgOxEl_T2J94KmpauTb75moCWttqv3UOz6IoY5D8VB3X8_TU5QF2XN2XyjTDty2ZsS0_QDcVFn9US3PCref7asI7TJdAUfMNvqloiI0TJZ6Rqwl1lKsawl2OUYWainwfV9WI4tD2s3_yEbjDQn8TJIH8zzKGcLpUo-kFT0fnq24eGJcso9YUgdDz5Nnvlp4LDY0IQLvmllbJSrOM0szdFmH08p5maTtQZID3d_qQ5MJZBIZSUDA0BvZayyez--aXrsh2gyl0BHcRjMIc3YULnC6t3F4i0iphyHAujOq7OoQp8A4Z3sdCc37XyDmLx39DmmfduMnHeG7Li0qvONnJQRufXU2FV320bg2hVi7esl0mWYMuA3A1YQHmfgrc01yHezfZjaQcjdK1mqIAKW5w6zhPRAYjJNqN7WjgFORWyw 136 185.236.200.245 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 29, 2023 12:26 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Cameron Ward cameron.ward@bizwealthbuilder.com 9194362319 General Inquiry Hi there, The BRRRR (Buy, Rehab, Rent, Refinance, Repeat) investment strategy can be a great way to get into real estate investing, but finding the right property for this approach can be daunting, especially for beginners. That's where I come in. I’d love the opportunity to share my tips and tricks for identifying the ideal property for a BRRRR investment and creating a plan for maximizing profits. By writing a guest blog post for your site, I hope to provide a useful starting point for anyone seeking financial independence through BRRRR. All the best, Cameron Ward Founder, BizWealthBuilder.com P.S. If you’re interested in receiving an article but have a different topic preference, that’s no problem! Please send your idea over, and we can move forward from there. However, if you don’t want me to contact you again, please let me know. 03ADUVZwDFRyL6TladVBkMP6f5N_ilrrTLYsjDBeP5NZdkQuQoh6rHYKeVCLyOOk1bsrfPCgQHjzhY1on-56drXLmbcbDSup6BfB_D3RBNQf75hQK4fL24Vt97jOx7kQ9Vb2wbKdQ8qaFVnHgd-tJfl5lOpzBjVRJ0E02vqPJLqxvYQ87mQrDKX29efE5hWumTLo28h7gjZ7qtHpKhfuQThVQ_-ifo96FkkcNNutteCVb2njimOFTBUDFMiH7MU0f7dX77YjzSZsCCOvoLntwAbFHXCyO_fxWzDwvLfnktAlb1trLNdjGg_iNQE0nFVkFV8F1S6J4iKfZnGzqd1JDs4Z_Jo5RY6FJBGeqEGjI8nKN-OWlhmf-gBiPtgAGTWIFiMWwLSLXVGbxLf9TJOvDd4pxBDT1K0k67SLTUKeT-x7uUzoMLQjQrqzeH2LBTKbvR36NH0ir1_wMix_pDFsrjVl0zLaF9HmnzafP6UAH-yp9wdk-xJwEasNOUCf9msXoLGxJCWAJOHvrcwI254UFM2mlP22FrWUho4KkN4MfHrxQA0b69Bb1OrO7PMH1caUrHxP4sWLIsWY-kO_ACduDtUHJ8IUuHMt7JJQ 137 143.244.44.165 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 29, 2023 12:31 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hiring a temporary employee can be extremely effective, especially in a fast-changing and flexible workplace. Businesses are looking to optimize their workforce while minimizing risk, maximizing cost-effectiveness, and using a temp-to-hire strategy can be a great tool as it introduces many benefits that the traditional full-time hiring approach cannot offer. By incorporating this recruitment tool, employers can improve their hiring success and create a more productive and promising workplace for their employees. Below are three benefits that you should consider when using a temp-to-hire recruitment strategy.

Benefits of a Temp-to-Hire Strategy

Employee Test-Run and Retention

Similar to the "try before you buy” ideology, a temp-to-hire employee allows you to see how an employee will perform within your organization without making a significant investment. While temporary employees are typically used for short-term projects and specific tasks, seeing how they work in real-time may help you fill an open full-time position down the line, as you have seen their strengths and qualifications. This strategy allows for a trial period to determine if they are the right candidate for your organization before making an official decision. Furthermore, because you know that you are hiring a candidate that fits in well within your business, you can improve employee satisfaction in your organization. Hiring managers can feel confident they’re making the right choice, as sometimes it's hard to predict whether a candidate will fit in well based on just the interview process, and candidates know they like the culture and environment of the business because they have already got to experience it.

Easy Transitions and Flexibility

When using temp-to-hire employees, these employees can be particularly useful when needing extra help. Oftentimes business can go in cycles of busy and off seasons. During these busy periods, bringing in temporary employees can take some of the workload off your full-time and overworked employees, and eventually be a new addition to the team permanently. Additionally, temporary employees are overall more flexible than traditional hires. If your organization decides to make them permanent employees, the transition is often uncomplicated and smooth. For example, onboarding can be fast and easy when the employee already has an email, access to company programs and software, and has completed the basic paperwork. Overall, a temp-to-hire strategy can foster smoother transitions within your organization and can relieve stress off your teams and recruitment process.

Cost and Time-Effectiveness

The hiring and recruiting process can be long and expensive. Temp-to-hire allows you to fill positions generally faster because you know employees have basic requirements fulfilled, as they have already been screened by a staffing agency. This removes the initial selection process like background checks and basic information done by in-house recruiters. Also, temporary employees can bypass some tedious and expensive tasks usually completed by recruiters, such as advertising positions, arranging interviews, etc. These tasks can be costly and take time, which can also draw out expenses. Additionally, they do not require an extensive training process because they typically are already familiar with the programs and software your company uses. In fact, 70% of hiring managers prefer to train their current employees for different roles instead of hiring someone new, demonstrating that temp-to-hire is favored even when considering dissimilar roles.

Temp-to-Hire with BCTG

The temp-to-hire recruitment strategy can have tons of benefits for your business, especially if you are looking for flexibility and quick turnaround. Through adopting this approach, recruiters can cut down on costs while ensuring seamless transitions, less turnover, and a low stress hiring process. If you are considering utilizing a temp-to-hire plan, connect with experts at BCTG to navigate your hiring and recruitment strategy. Contributions from Leah Harding

Maryam Bahmani mmaryambahmani12133@gmail.com 09304222314 Finding Talent 03ADUVZwCKs__Ddyxh_9otwA2JFOfl0hUuWaKItETiSs3xjqwhZ0x8A7do5nQbFpFy-Lkuq7-e_wfNAOCghE0wItasIY8Xsfq0CjuyYkJOK-T68HAw8G3F1lF1gsHe0-V4tP5zCNAwf5tZO_2ZUBv_DLm-IgDNKF_59l3BbhH35Iy0h0pg-O1XhofIgmtaMrm6_JFkVC5wBkYGN_PZ-iUAWYMoaudz21NvaV0ryilVY1-Tynb5ChmAHwvNwi1O2nw0picsBNUuiAoc8-ANblibdm_P7Riq_0Kk-X7vJhtaiD-n2nW0XVHI9lmXQ_5x8GyKuk7A3ts9XTgDOO9MTDt2-Rbh6D7R2C7pTFs9C69mWsJvV2a07b4v4lKzv-U8W6t7iPReqpqoe5xPHnGwh9YF7c4SRALs5rY0x4W7cVXbYg22zVHzWu8qBBX5_MvQDLrlPpgsAhVTxvfnYDLowCniPTVXNELCaLb45J6_IIge1HGHzx1E01vjeUAwmsMUKEswh7q2DxOYry7B-6NGcGV50NhjzrLb3gyCw24bdLHJQuDmJmsc_gVEXys 138 5.115.58.218 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ August 30, 2023 5:49 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In an increasingly complex and competitive landscape, IT companies today need to be in tune with the latest and greatest when it comes to new tools for recruiting and onboarding. Traditional recruiting and onboarding methods may not be as effective in the fast-paced IT industry. This is where new technologies come into play, transforming the way companies identify, attract, and integrate IT professionals into their teams. In this eBook, we outline some of those emerging and innovative technologies that have the potential to change the IT recruiting and onboarding landscape.

New Technologies and Approaches

AI-Powered Candidate Screening

Artificial Intelligence (AI) has made significant strides in recent years, particularly in the realm of candidate screening. Traditional methods of manually sifting through stacks of résumés can be time-consuming and prone to errors. AI-powered tools can swiftly analyze résumés and job applications, identifying the best-fit candidates based on specific keywords, skills, experiences, and qualifications. These tools not only save valuable time but also help recruiters focus their efforts on candidates who closely match the required criteria. Utilizing AI-powered screening tools allows companies to streamline their recruiting process and ensure they are only considering candidates who meet their specific needs. Moreover, AI can go beyond simple keyword matching. Machine learning algorithms can learn from past hiring decisions and continuously refine their selection criteria, leading to more accurate and effective candidate recommendations. This technology empowers recruiters to make data-driven decisions and identify candidates who possess the potential to excel in complex IT roles.

Video Interviews and AI Assessment

In-person interviews have long been the cornerstone of the recruiting process, but with the rise of remote work and global talent pools, video interviews have gained prominence. Video interviews enable recruiters to connect with candidates from anywhere in the world, expanding the talent search beyond geographic limitations. Additionally, new AI-driven video interview platforms can assess candidates' facial expressions and tone of voice to determine their suitability and enthusiasm for the role. This technology adds a new layer of objectivity and efficiency to the interview process, helping recruiters make more informed decisions.

Download the full eBook below.

[wpforms id="25115"]

A major eCommerce retailer rapidly disrupting the vitamin, nutrition, and supplement space was facing considerable operational challenges as a result of its rapid growth. Sprawling data siloes, mismanaged data, and ill-informed reporting highlighted a dire need for a resource with the experience and expertise to help the company avoid the data and technical pitfalls that face many digitally-native start-ups. Our Client engaged BCTG to help diagnose the challenges facing the organization and identify the right-fit resource to manage the mounting data obstacles and provide a foundation for future growth leveraging a data-backed, analytical organizational approach.

Business Challenges

Fragmented, siloed marketing data existed in both third-party vendor systems and unstructured environments, and sales data was divided across two separate third-party vendor systems, making it ineffective and unable to be leveraged for decision-making or planning. Financial and customer data was also disparate across three separate systems, preventing the organization from gaining a holistic and clear understanding of the business and customers. These unstructured, fragmented data siloes led to inaccurate or outdated reporting, creating distrust in the data and preventing informed, data-backed decision-making. Data processing costs in Snowflake were already high and the team lacked recourse in monitoring or mitigating undue costs and unnecessary spend. Finally, the company lacked a singular data extraction tool to allow for more agility and flexibility in leveraging the data.

Overcoming Mounting Data Challenges with BCTG

With these challenges in mind, BCTG leveraged its robust network of fit-for-purpose consultants and comprehensive, proprietary screening process to identify 3 potential candidates with 5+ years’ experience in the technologies making up our Client’s technology ecosystem. Each candidate had experience addressing similar challenges across a valuable mix of eCommerce brands, digital natives, and retailers. Following individual interviews with our Client, one of BCTG’s candidates was selected as a one-year, remote resource tasked with identifying and addressing the underlying technical, operational, and strategic issues underlying the above challenges.

DOWNLOAD THE CASE STUDY BELOW.

[wpforms id="25112"]

kriti Amardeep kritiamardeep300@gmail.com 6096581995 Finding a New Position If you have any ServiceNow developer or admin role please send it to me. My first choice is 100%remote of not remote hybrid in Jersey City or New York City. My first choice is full-time. If no full-time contract works. I am attaching my resume. Please take a look. looking for a job ASAP. 03ADUVZwBDdvnEcqAv204zP0zWjn0DcDrhqBqI_FJpCb6nhCTC62EHD6V2eR5yZkqbNVsojmSBEhHgkwyYgWk2f2vRi40kpfIUAhsMkrb4KyfYmywMPtIeTe_yEumuBA5PCSR5fxO4DouPGPuZj7Vv-Wm0ELiRzEflI-xoyD-ySpzD0eHcNoW_zZJ9j3ZeOcZUM3Gmm-lmlvfhkhgmZHsKKXEjdUwkboIyc9AP8RndE5NFwXnkWQ9W2mJ1jjaXynqSaptgYhoUo6ezBbbFs9TGLz9jRcGhpoAPDISV3U-yqlClU8SWuExhmsBxFgnhM7gRWYxukfx4d6THA_-BndaQZEo2Tur9YTY-iqjIrmt6ozdHYdDAgIHvRyk06XtFieP2LhAIK1aKiuiEaWaMuv_QTE34S6fHDi8TGr5CwsJYqlw9uN0aTPDnNkpWsGC4lk_sdGxO3EVCcezSJJIuOGkz3hSTBd_OhDrFkc9MVOiya2ZKgR3nLCzaocLlus3rVem1jqFpgh2btGLu5Gp8fEkmBCtGdXrJZnoQMH1vBynsmCD8cRnRPCXo1v5FKQVLbg9ZpbhLJT6PKTjlrAPc_QFqqo7FPlC9x1QRjq-ekLZAIvpUF49WCes5qyQ 139 76.116.28.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 7, 2023 1:23 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

The tech job market is constantly evolving, demanding professionals to stay ahead of the curve. A successful job search in these industries requires a strategic approach, and one of the most valuable tools at your disposal is a skilled recruiter. Recruiters play a pivotal role in connecting job seekers with the right opportunities, and they can be a powerful asset to jumpstart your job search.

Understanding the Role of Recruiters

Recruiters are intermediaries between job seekers and employers. They specialize in identifying potential candidates who match specific job requirements and cultural fits for the companies they represent. In the tech space, recruiters possess deep industry knowledge and insights that can provide candidates with a competitive edge as they look for a new role.

Benefits of Working with a Recruiter

As a candidate in the tech industry, there are a number of benefits of working with a recruiter:

Access to Hidden Opportunities

Not all opportunities are advertised publicly; many companies prefer to engage recruiting and staffing agencies to find suitable candidates, especially for specialized roles. By working with a recruiter, you gain access to a broader range of job openings that might not be accessible through traditional job boards.

Tailored Job Matching

Recruiters excel in finding the perfect fit between a candidate's skills, experience, and career goals as well as a company's requirements. In tech, where specific skills and certifications are often essential, a recruiter's expertise can help match you with roles that align precisely with your capabilities.

Industry Insights and Trends

Recruiters are well-versed in emerging industry trends and can provide valuable insights into what skills are in high demand. This information can guide you in upskilling or obtaining certifications that will make you more appealing to potential employers.

Résumé and Profile Enhancement

A strong résumé and online professional profile are crucial to landing a job, and recruiters can provide guidance on optimizing your résumé and profile to highlight your relevant skills and experience effectively. They know what employers are looking for and can help you craft a compelling narrative that aligns with the industry's expectations and needs.

Interview Preparation

Technical interviews can be challenging, often involving coding tests, whiteboard sessions, and in-depth discussions. Luckily, recruiters can help you prepare for these interviews by providing insights into the interview process, sharing common questions, and even conducting mock interviews to boost your confidence – ensuring you are ready for the interview process from the start.

Negotiation Support

Negotiating job offers can be intimidating, especially when it comes to discussing salary, benefits, and other compensation-related matters. Recruiters have experience in these negotiations and can offer valuable guidance to ensure you secure a favorable package without leaving money on the table.

Time Efficient

Job searching is a time-consuming endeavor. From researching companies to submitting applications and preparing for interviews, the process can quickly become overwhelming. When you work with a recruiter, you can offload a significant portion of the legwork, allowing you to focus on other aspects of your career development like obtaining a new certification.

Networking Opportunities

Recruiters often have extensive networks in the industry. By building a strong relationship with a recruiter, you can tap into their connections, which might lead to referrals and introductions to decision-makers within organizations. Networking is a potent tool in the tech industry, and recruiters can help you expand your professional circle.

Long-Term Partnership

Working with a recruiter can be the start of a long-term professional relationship. Even if you land a job quickly, staying connected with your recruiter can be beneficial for future career moves. As your career progresses, they can continue to provide guidance and insight based on their in-depth understanding of your skills and long-term career goals and aspirations.

Working with BCTG

Recruiters can serve as your compass in the job search process, guiding you toward the best opportunities that align with your skills and ambitions. From uncovering hidden job openings to preparing for technical interviews and negotiation, recruiters offer a comprehensive suite of services to jumpstart your job search. Leveraging their industry insights and connections, you can navigate the competitive landscape with confidence, knowing that you have a dedicated partner by your side. Join the BCTG community today and let our expert recruiters help you find your dream position.

Daniel Kathii danielkathii00@gmail.com 9037425455 All of the above SAP Plant Maintenance, EAM Building my career as an independent consultant Finding more time for my family As a SAP PM/EAM functional consultant with 13 years of experience in the industry, I have a wealth of knowledge and expertise in the field. My extensive experience with SAP PM and EAM modules has given me a deep understanding of the intricacies of these systems and how to best utilize them to meet the needs of my clients. My ability to analyze business processes and requirements, design and configure solutions, and provide ongoing support and maintenance makes me a valuable asset to any organization. My expertise in the industry, combined with my strong communication and problem-solving skills, make me a great fit for the position. I have a proven track record of delivering successful projects and driving business value for my clients. With my experience and expertise, I would be an excellent addition to any team. 03ADUVZwA8HpvQa6YvUGRI44RtQGJCadEs-vpZ6KB1FIFhHU3MoUOnZ7JnLE7qFrFkbTvCTDselxDT4Ra308WgmopxuUhAtj4eM4s9OoukpX6sawZCpHisWUj1E9vb8c2OiIwIsHMQ2TYAC9ermRlaPn92lKsxSOkGQ984FJha__TnlA4sAJWLzhJKfxv5Sxyw3pdFdk0Jaa4zvy_M3ycLZBGmjKNCye18FUqVsbS1MZpnSeAXb0VR5FcD_Cj2HAhtIb5jzYJ5YTY08RNxCZm6i2wiwTTBIFaz3Dlf1CzibF3TblpAGoPG8-lAeenMvnhgG6ka7EONXbPWsQLqYQViP3rlHYZVA-ZC314HL60IOMV_1XkDkEOdlHHbDHD4Vu1MC_EfdK26CV6XHXoJt07vDi5BrUZCEdsWwYAvjbflCuCmaZu_DErLgXPKexXBuEH5abVRQueAX4M1r-TxBTpyVCj7t6zXJe2fCbG_lVade16WaY6Y0gYjK_JFhT03dsghXZkGG8x8BPPzwVzQO0dussqG27PSllNRLGzsJXZK4DaPcxhTALr_bAQ1RD8ewAL3cNdD7jWSxTSd 178 149.40.56.9 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ September 8, 2023 6:14 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Daniel Kathii danielkathii00@gmail.com 9037425455 All of the above SAP Plant Maintenance, EAM Building my career as an independent consultant Finding more time for my family As a SAP PM/EAM functional consultant with 13 years of experience in the industry, I have a wealth of knowledge and expertise in the field. My extensive experience with SAP PM and EAM modules has given me a deep understanding of the intricacies of these systems and how to best utilize them to meet the needs of my clients. My ability to analyze business processes and requirements, design and configure solutions, and provide ongoing support and maintenance makes me a valuable asset to any organization. My expertise in the industry, combined with my strong communication and problem-solving skills, make me a great fit for the position. I have a proven track record of delivering successful projects and driving business value for my clients. With my experience and expertise, I would be an excellent addition to any team. 03AFcWeA515S7Y-mOo2BqLhCTB5trp0aNTaktVUiLLiRvPnAWQsjAY0aow2rpnL_uuenKbi6fULCiqg35NIvG8hhmpfHzv82PgKI6pzSD2NNgQSAGQrkLDgNJDkdxmKrWX-6dChczXCLMj-iPq82GkWdzi_QRWzf5CYXoatb11QruSlD3lxS3MmjRuRPeU_5UdDq1-5hPDzxVtMKW6HyyNhnnAm2bQRxLt0kuL9WKuwoStlJjZMcQlihD7FHJKrmUqsG0a17sRDhV0a1XJkUqUsd3YiQWUdQY6S3CffQ2SUClj5V-E1shIBwk2oxfTjDrWJ_NEOvZvsZ3c2sANkJ6cyIphSTo-Vc5iKTYo9NOXH-jQi6H0QvP_o8j3DfXWcBGMpaDwJNqfRMpDlU1UMe9N8XBimCAfjXTcDFtn8v6c1IuvARSt4ekWZYijw1XNqKuqZWQdWG6jDwC3gEA37HpsSzAAAQa14YkvDjepqWViuD75mi9Ptxo6vBSiplL15eaYh7kGECsPwtM-SIQNVanX2_LS5XwJaZC0Y3wzsP_KS19VDyFFnyFXNfJzOP8JFBRQMz9Kcqdw4GH3 179 149.40.56.9 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ September 8, 2023 6:15 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maryam Bahmani mmryambahmani12133@gmail.com 09304222314 Finding Talent 03ADUVZwDCQEPd2icu79FtRk3s8Oukhn0tg-E3oYcg6kW7Qjx2fdtDMIfhlqIRSN5qeiAcfApdLIQb4YMVw-zrs-KotUtkv9XlvKBPSItfPCtoMRa_QLEUEf-6sU7LIbz9UaYLu0YjBXbuWzsQhv-Eug7bXmOwOizh6Z7CUZQfNdXhkUFWzzxelXPdc3-Y-E4s-gxOsP1xJG5zvE5cqmwU_B4OUJn9bQd3WFoHBDzsiO2B8ctdlKoXN8eYS8bxMdzyjJ9X9yY6KwpibUVJ9fK_Yr7rriKt7s8Tv63l0CyAKE4j_t7X8EHu0WeijkGyinXsg4_WfiZloY7f1WMEy-HhP1BFlzyO3fR3RnhxPsToLntQrwBlARIcCAm8RkokSQin246c6xTmfFku1cxlGcQZ2yrpy8wsF3qSeQP0SeFIlssov145OXt0LQieYy0X1BOObQVIs_S7FfgJqkxdCcsvG9Tdqqfagx_ekm4T9IdDsL2xNzwAayFV4g4E5SQtIBY6B974ThNWUJKEXe80ZYFmg6Lv_m6_2p-rXvHuM5iI_MHek147Iznx860XqTL2SGRPqbIg_ltCae0Q 140 5.117.169.16 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 8, 2023 11:29 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maryam Bahmani mmryambahmani12133@gmail.com 09304222314 Finding Talent 03ADUVZwDf6d2CAFQx-4lAgPWEAZ_uwbeUwrTsBhsr3eyUvPJcKhTqp0CmwBkcEEw7KMcKTB4s7rmy1RjMBWG_X2WvYYQN_Z-52-UnH2tp7r_e7NpRGZwoaljdoKD44EuyFTylQxzkQ-L-wf2TC1Bf3WkIwJSLqrFzSBlVs-x0OmqI4PMHeGoCvxGkZ_GpyFXLdzk-vdb-JfTLLvh2Hy5LO-Z2KSqay3ilh1Xmc0yHgPgkL4ksAbg2pDW8sNKPYou8QIMwVPKpE0BodkmoxHUJ9DIZvLh6oEOEnbg1TOcv5U2eE9J2s6Cbh2FZzTFZrejW5QzDkqTPKEzkahXOLtdYgvqXhUaxyv0RdyNA8W81HshVCWlnTkvISMnViIcNk9TzUx1IB45PPywVAJJQKO0mA3d6BNrYlrABF7RTlqWY740D2-cixahhIwS6wvcGMeDLRxJ223tBXnF_E0_udmIBDUgn7dTtTjiAvc_DX1GSio14n1Tr7eD-ABKkoFYQkP61-JKpnFjDZlD8YdcXqEz6_zu5DNw7XaASCYNLkwSacIzwjfl8B4gjnvTJky_hnLtMzCFZn19jO4bC 141 5.117.169.16 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 8, 2023 11:29 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maryam Bahmani mmryambahmani12133@gmail.com 09304222314 Finding Talent 03ADUVZwA4HqeHOD29y0xGU2r61liBMeup3F-DBSMOTVSYP59c9fyVWjMLYM9WcsYV4L2jIuyIuiqlscMdUsD6GfeMOE4UfVam29yJZe4OBAaok3xNidXaTChhu4QEmhwIWv1BKBo-9ie3XQt1xrFWKH2u2K_5O37imESz6-dqfglt6gDdhVuYt8QYxEI0l7iy6bX939X8lytYbfiVOVKUlm_hA8lwWhIuCjTxQ59MhDrtrP1LmcZjgEEsxuxDRFF4HV9lauzxETKWXB1ZgHh5n5PUKj0D-seYZzbo8iMYxxZiSUCuwk3C3HjiaSjOZOdCDuQciypLVAnAhftdOo9tLwq3emmlKqcqDDbBKV9assKByG96MBspIcZgOOfgZz018hdEUK2l9DKdZRxadw1-2p9WZK5Gbibd8rpqC557N5twrwOL628XQybVQQjwxDqZlI4UBMbamhBz-cXrJRj9vCsVsosB4moYDQn7LHfTUNNWyY297OLJiOA08709962IGNUPttRDX33Xp5T4-NL3Kfm9rWf1EyVH86WqcJSaWjRATFGx4ogZYtObHp7pPkFRY-z1vi0msjCV 142 5.117.169.16 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/110.0.0.0 Mobile Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 8, 2023 11:30 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Finding the right talent for your organization involves sifting through countless résumés, conducting interviews, and evaluating candidates' suitability for your company's unique needs. However, this can often be a time- and resource-intensive process. With the help of a staffing and recruiting firm, though, your organization can streamline and enhance the hiring process, helping you to find the ideal candidate.

Benefits of Industry-Specific Staffing Firms

Specialized Knowledge and Expertise

One of the primary reasons industry-specific staffing and recruiting firms stand out is their specialized knowledge and expertise in a particular sector. These firms focus exclusively on specific industries, such as healthcare, IT, finance, engineering, and more. This specialization allows them to gain a deep understanding of the industry's nuances, trends, technologies, and skill requirements. Consequently, they possess the ability to identify candidates with the precise qualifications and experience needed for success in that industry. For example, a healthcare-specific staffing firm would be well-versed in the unique certifications, licensing requirements, and regulatory knowledge that tech healthcare professionals need. This knowledge ensures that the candidates they recommend are not only skilled but also aware of the complexity and criticality of complying with industry regulations.

Access to Niche Networks

Staffing firms have cultivated extensive networks within their respective sectors. They often have established relationships with top professionals, both active and passive job seekers, who are looking to make a change in their careers. This gives them access to a pool of candidates that general staffing firms might not be aware of. Furthermore, these niche networks enable recruiters to tap into referrals from industry insiders. Professionals within a specific sector are more likely to recommend individuals who are a perfect fit for the industry's unique demands. This referral network can lead to quicker and more effective placements.

Understanding Complex Skill Sets

Many industries require highly specialized skill sets that might not be immediately comprehensible to someone outside the field. Industry-specific staffing firms understand the intricacies of these skill sets, ensuring that candidates possess the specific abilities required for success. For instance, in the technology sector, different programming languages, frameworks, and tools are constantly evolving. A technology-focused staffing firm can accurately evaluate a candidate's proficiency in these technologies and match them with positions that demand those exact skills.

Tailored Screening and Assessment

Industry-specific staffing firms can tailor their screening methods to identify the qualities and skills that matter most in their respective industries, resulting in more efficient evaluations and higher-quality candidates being presented to clients. Consider the engineering sector, where projects often demand a deep understanding of intricate design principles and calculations. An engineering-specific staffing firm can assess candidates' technical abilities and ensure they possess the critical problem-solving skills required for the job.

Cultural Alignment

While technical skills are essential, cultural fit is equally important for long-term success within an organization. Industry-specific staffing firms are attuned to the unique cultural nuances of their industries, helping them match candidates not only based on skills but also on their compatibility with the company's values and work environment. A finance-specific staffing firm, for instance, understands the fast-paced and results-driven nature of the financial industry. They can identify candidates who fit well within the organization’s culture and thrive in such an environment, leading to better employee retention and satisfaction.

Faster Time-to-Fill

Time is of the essence when it comes to recruitment. Staffing firms can significantly reduce the time-to-fill metric due to their targeted approach, as they already have a deep understanding of the industry's talent landscape, which means they can quickly identify potential candidates who meet the criteria and spend time focusing on other value-added tasks.

Final Thoughts

Industry-specific staffing and recruiting firms bring a wealth of benefits to the table. When you partner with an industry-specific staffing firm, you're not just getting a recruitment service – you're gaining a strategic ally that comprehends the intricacies of your field and can help you secure the right talent to drive your organization forward. At BCTG, we possess knowledge in an array of industries, from pharmaceuticals to fashion and retail. Contact us today and learn how we can help fulfill your company's staffing and recruiting needs.

The role of diversity, equity, and inclusion (DE&I) in an organization goes far beyond being a mere buzzword or checklist item. Companies that understand the importance of diversity in the workplace and prioritize DE&I are reaping tangible benefits, and the staffing and recruiting sector is no exception. Beyond its moral and ethical implications, DE&I has emerged as a powerful driver of business efficiency, leading to enhanced productivity, innovation, and sustainable growth. Efficiency in business isn't just about optimizing internal processes; it's also about expanding your reach and penetrating new markets effectively. DE&I can help you achieve this by ensuring your teams are equipped with the cultural competence needed to connect with diverse customer bases. In this piece, we explore the importance of diversity in the workplace and how DE&I efforts can improve your business efficiency.

The Importance of Diversity in the Workplace

Enhanced Talent Acquisition and Retention

A diverse workforce offers a wealth of perspectives, experiences, knowledge, and skillsets, resulting in a more robust talent pool. When your organization prioritizes DE&I in the staffing and recruiting process, you naturally attract candidates from various backgrounds and demographics. This diversity in the candidate pool allows you to tap into a wider range of skill sets and experiences, ultimately leading to more effective and strategic placements. Furthermore, diverse talent is more likely to stay with an organization that values and respects their unique contributions. Reduced turnover leads to increased efficiency in terms of time, resources, and knowledge retention. By fostering an inclusive work environment through your staffing and recruiting efforts, you can create a positive cycle of attracting and retaining top talent.

Innovation and Problem-Solving

A homogeneous workforce tends to generate similar ideas, limiting the range of creative solutions, while a diverse team brings together individuals with distinct perspectives, leading to a broader spectrum of ideas and innovative problem-solving approaches. When your staffing and recruiting strategy focuses on DE&I, you assemble teams that think outside of the box and challenge conventional norms. This diversity-driven innovation can give your business a competitive edge by helping you adapt quickly to changes and provide a unique value proposition to clients. DE&I can drive your business efficiency by ensuring that you're not just solving problems but solving them in the most innovative and effective ways possible.

Improved Decision-Making

Diverse teams offer a wider range of perspectives and insights, which can lead to more comprehensive analyses and smarter decisions. When you prioritize DE&I, you build teams that approach problems from multiple angles and consider a variety of potential outcomes. This diverse decision-making process helps prevent groupthink and ensures that decisions are based on a holistic view of the situation. As a result, your business can make faster, more accurate decisions, avoiding costly mistakes in the long run.

Access to Broader Markets

Businesses today are operating in a global marketplace, and understanding the nuances of various markets and cultures is essential. A diverse workforce can provide you with valuable insights into different demographic groups and their preferences, behaviors, and needs. Hiring individuals who reflect the demographics of your target markets can open up new opportunities and avenues for growth.

Enhanced Employee Performance

A work environment that prioritizes DE&I fosters a sense of belonging and inclusivity. When employees feel valued and respected, they are more likely to be engaged, motivated, productive, and loyal. This translates to better job performance, higher job satisfaction, and increased overall efficiency. Inclusive workplaces also encourage employees to share their ideas, ask questions, and seek help when needed, creating a culture of continuous learning and improvement and accelerating problem-solving.

Making Diversity a Priority

From a staffing and recruiting perspective, the benefits of DE&I initiatives extend far beyond social responsibility. It's about recognizing that a diverse workforce isn't just the right thing to do—it's the smart thing to do. By weaving DE&I principles into your strategies, you can position your business for sustainable growth and a future where efficiency and inclusivity go hand in hand. For help with your staffing and recruiting needs, contact BCTG today.

kriti Amardeep kritiamardeep300@gmail.com 6096581995 Finding a New Position I am looking for a ServiceNow developer or administrator role. My first choice would be 100% remote. If not remote hybrid in Jersey City or New York City. My first choice would be full-time if not a contract. 03AFcWeA4cV5f-8GUZzWHrcvR8YQ07CBIuMs71blpNgjm6OlN0FbRUadA5PpfJH5uM1X3GL0Ynbk-A6Q3g_2La9kItfi_Xzb7lztF9jLSvgp2sCbreyohG_obbr78HkEoO6Z-q8gZMY_w-RvAyYbULa5yLBYVfn6qZSt3yDj6fhhDoGMJW1k1pVJzyCgKqQnnK8WJiYKwgU3Da69YM5n-ceWeQClWFO3dfkq8bCpdMsDMyOyBh1pKYCqP7rX1H85N79__cnuv_82ZkbDHYR7cvFCln2r7Vc1z9Rs3ZeuDr-NnRNwYwZ1x78I1exrPTKPtNPou45mFW8u3G2EMVXPeqf9UrHkRnJLvvxm4N_uW5aVAaBuV7JoVpqV6L-fke3ETY2vd5QEDC4CBF7Rf4FqJziSru1Uag0OFFQe-N8_MdzT1BYE_8snotcPoLHX2hNEJqgXh9nosQ3M29cDL6YQvUdteUR15CI_2hggZutaqarAOG8-msJoyB6VOE3hSvu5ilfk3GCNa2iSMC8945GBtz5hEeDQ-63XMmS7kI2RGj74p-xfRJM40ehrfGsi62uZkNGP43AVDdpKWo9gnTUyeebrfEqavDo1civYouUzU4iZtELgq9wUUVPpOAVwYLGracCwe-X6vjqDzY 143 76.116.28.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 13, 2023 2:53 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kriti Amardeep kritiamardeep300@gmail.com 6096581995 Finding a New Position I am looking for a ServiceNow developer or administrator role. My first choice would be 100% remote. If not remote hybrid in Jersey City or New York City. My first choice would be full-time if not a contract. 03AFcWeA4AAHTJp7Hra4mUBKbyf2jmco5oTSIftPZJvyypUMBvBThYbVIAgZpLQWRh3W2NN2QGsC9N_rJD2qP6jS4Kocb_jcglQar2NNaR6iPf0UBWEhjucXm-B7A3Fq-0_Iq0vJq4-LnqMtBEMrBlHh2Bah0lQNFtUvfSByz1ncRnAzQzDaiAWbv--pLyFlAxprqJn4Ynqd8L3vNsiNBtyDKDIdD6X7vRBWua44S2t78AOEreKK_apCasGjFh3os0JT_ONLSOkdFXnUyd8MIycPtfDtXJD3_EItA52q4v7Vb3aBce2GGuwm9jisQcfyPkzGPMAfd3eKAMqpHWpQyp0b6KsraXQzIwzCe3r3BTAqY_NO4aovVD4a9PsmnlvtxbeaGVxEMrAIacfrZEhwXmMbkJHOZZc8pa48SfvSYjr4bzWjaHudxRz1e12ADCHmDRCRAdmNG7_FuQacJpz1sduNNvHLbBWWS01oo90IzHZbk1mkq1xBW8tyQjR6bSMkkCfdLHIlWbbJbQjIZXntpraFCL-WDqucB1L4fxr6-8TpLr_fDE-H7bg0QJTntZhN5DwfTWl0UbusQYw_FBpW4G2mTkNmc0JUc1NV1X5pAHyklzwK_IljLet6JbUXFYGAeyhQbOAMfiSbKX 144 76.116.28.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 13, 2023 2:54 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kriti Amardeep kritiamardeep300@gmail.com 6096581995 Finding a New Position I am looking for a ServiceNow developer or administrator role. My first choice would be 100% remote. If not remote hybrid in Jersey City or New York City. My first choice would be full-time if not a contract. 03AFcWeA4AAHTJp7Hra4mUBKbyf2jmco5oTSIftPZJvyypUMBvBThYbVIAgZpLQWRh3W2NN2QGsC9N_rJD2qP6jS4Kocb_jcglQar2NNaR6iPf0UBWEhjucXm-B7A3Fq-0_Iq0vJq4-LnqMtBEMrBlHh2Bah0lQNFtUvfSByz1ncRnAzQzDaiAWbv--pLyFlAxprqJn4Ynqd8L3vNsiNBtyDKDIdD6X7vRBWua44S2t78AOEreKK_apCasGjFh3os0JT_ONLSOkdFXnUyd8MIycPtfDtXJD3_EItA52q4v7Vb3aBce2GGuwm9jisQcfyPkzGPMAfd3eKAMqpHWpQyp0b6KsraXQzIwzCe3r3BTAqY_NO4aovVD4a9PsmnlvtxbeaGVxEMrAIacfrZEhwXmMbkJHOZZc8pa48SfvSYjr4bzWjaHudxRz1e12ADCHmDRCRAdmNG7_FuQacJpz1sduNNvHLbBWWS01oo90IzHZbk1mkq1xBW8tyQjR6bSMkkCfdLHIlWbbJbQjIZXntpraFCL-WDqucB1L4fxr6-8TpLr_fDE-H7bg0QJTntZhN5DwfTWl0UbusQYw_FBpW4G2mTkNmc0JUc1NV1X5pAHyklzwK_IljLet6JbUXFYGAeyhQbOAMfiSbKX 145 76.116.28.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 13, 2023 2:54 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Daniel Kathii Danielkathii00@gmail.com 9037425455 Finding a New Position As a seasoned SAP Plant Maintenance (PM) functional consultant, I hold over 13 years of comprehensive experience, coupled with SAP certification, in designing functional specifications for cross-technology SAP PM architecture. My expertise encompasses a wide range of skills, including Fit Gap Analysis, Strategic Reviews, Requirement Analysis, and Technology Evaluation, with proficiency in resolving tickets and leveraging tools such as ServiceNow, Remedy, RICEFW, ASAP Methodologies, and Smart Plant. I've successfully managed 4+ greenfield implementations and 10+ brownfield customizations, enhancements, configurations, and migrations for prominent clients like ExxonMobil, Motiva Enterprises, Murphy Oil, Hess Corporation, and BNSF Railway. My global impact extends to teams in India, Israel, and Portugal, and I have efficiently developed functional specifications, conducted gap analyses, and configured essential SAP PM objects, demonstrating my commitment to optimizing plant maintenance operations. My educational background includes a Bachelor of Science degree in Information Technology, and I am equipped with relevant certifications to excel in this dynamic field. 03AFcWeA7NLQRnKt6Xk5P0MorpN-XS4PiJE3TEMAJXNa8PnGlWw6KQhpxZEKPTQCm495PE0QvH22Uqbzmc4BjfPTBwU3lyJvdQI38wCKzkab8wDknveBS89L4N6vr3W5ZU-tWeE-BW4WuO-g_vfVQ5Scq8LUxPSbRHo1I-S6FGSz89J2dKVugmaIGC8Dz2nWBBgWExZ3xY9y0yo4L93rA1cmPaia6Zsz8oBvexZOccSBH1LS5o2VUUjZ4agTEkIo0IiBFnGfbMdC3r1b7sKzRPYV4UEGi2wf22Hg70id8kH4G1uz3fQdAhQcGkI8GzYXUFJlYESGff7Fp9qqcQk7wWiTkwuu5TO1D_kmaViySQ1YO-9o1PZbVnX7icsSl_9IoUe2zJVANQFEXFf4Nj9fpbbtex6adl5cVT0vjfmTiCyLLImg463zHklRwOp7dZvwYYWZnznwgeIdpK1OiUev1NvYOy1yLRGv_6u_lDMV_OniSmFFTWR56p8vm_RvvcffJ0SAWmejO5vgTmLPZRlHfCrvCi_2cvm1NBAavDryKxrllOHlWo8lwCXkuJOP-myT4kV9a01dZOQdmH 146 37.19.221.85 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 14, 2023 5:43 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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JULIET GITAU julietwathigo@yahoo.com 4076167009 All of the above echnical Depth: Proven experience as a Project or Program Manager leading enhancements, migrations, or integrations with delivery teams and platforms. I have great understanding of SAP ECC 6.O and SAP S/4HANA Agile Delivery: 8+ years’ experience working with Agile (SCRUM) methodologies and continuous integrations and delivery; with solid experience using agile delivery tools. JIRA, Microsoft Project Plans Financial Management: Proven experience managing a technology project financials greater than $50M USD (budget, forecast, labor forecasting, reconciliation, cause of change). Currently with the understanding of how to manage the budget resources and capacity planning. My experience in 7-Eleven 2017 to 2021 Merger and Acquisition $25M Project - Migration of Hyperion/Oracle to S/4 HANA Cloud. Mitigation and planning of over 5,000 plus employees - Security Redesign to eliminate duplicate roles and streamline Accounting Processes. Communications: Proven experience with C-suite/executive level and up presentations. Recent experience in Disney working Deck presentations for executives to update project milestones. Vendor Management: Proven experience leading technology projects with multiple vendor partners/system integrators. In Disney partnering with EY Stakeholders on Change Control Management communication and project alignment. In 7-Eleven working with SAP, CONCUR, OPENTEXT and VERTEX Sales Tax Software on various upgrade, implementation and enhancement processes. In Management Sciences for Health working with Logistics partners or Pharma Companies to ensure that medical supplies and medication are delivered to various parts of the world on time for USAID healthcare campaigns IT Program Management: 10+ years of technology program management experience managing integrations, large financial transformational programs, and projects in a large-scale matrix organization. In Disney the project I was assigned to specific to OTC (Order to Cash) therefore I was exposed to various aspects such as Sales Audit, Booking Interfaces, Payment and Refund Processes, Cash Management both in Disneyland Paris and WDW Financial Systems. SAP ORDER TO CASH PROCURE TO PAY FICO SD Learning new business and technical skills 03AFcWeA6iyuiOi5RepYc8ET11V3OK8SdnmZciVoEZYxViFMlbpGCh9ctX-7ytlGOFWzpbJLt8Ld2qORBisgpHP1QLdz13J2MYXBviBpDwXGXneUcUCc6YMQoD6vc0VQgd1_Zh8czh5UVB4iXvR_cT5uBwxPuBEQ-SO_mLHLBY9SUaZB7SxIc0Sr-_dQ-q0225ECk4x-w7ogZv7by9312WbuRESr6IjNXDBr64KNBFLrl70QOiF-WAv31DDIdeL6on0kX5ipYkuCl3G2dfZLTIoDuxbBySPazJJF-3iame11lYGPdYYU457Baa9ijz5lvwt8law0MBZL2de9_f5k5B_mw8OtTDTrqK3lMxF59-dug3N0GR8romcj3Zcy0OF3ALgqNuub0gDFnnzPWdOXStIdsLXkan5eWXYV_qS5xKizLi6CcT-zFe8ghUq39A51JVllQp9zoJ4iIoV5UJwUwGDXWNh8Ezda0cF-A50NsKQH-tknZK62cfw5QQpfn0r_iuCLkSirGk6apLNqKtmDW579KVKL7IxPf8BcnGc-WvcC6dE6qMBWYQf_M 180 68.204.68.114 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ September 15, 2023 8:41 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sreenivas Amasa amasas@gmail.com 210-865-0924 All of the above SAP EAM/PM SAP EAM/PM N/A Finding more time for my family US Citizen with own LLC S Corp 03AFcWeA48f3GA0qnNaLWI4DTUOrBoNDRtEz6ULIQtELkENyPkhRmDZSPn0c6TwWm2s0Kwl8K-IfvD_kr7Ig_hxtPIyomdhCJDTwtNf_CTPxMUDH1lPBMYUl6yZY1_bVZ29eB-KAEUbTPmsRRFqfB7Q6uKPy5wyBSB6wr-w2D-Bp_1D6i8buPc_h2H6AqquKvWj9JCuXkI7fR1RdCjw4KWEyTM7rr2MmcLq4FXjydX4myoJ8xErb_6uipee39s8xxUYwmg8ysl0prOePwUhENv5S5xwOt_d0YgizOfpe0SfADevTle0JNgdAScw0HjMZeTQRv3-gpyGDtu0GHsc6iwiPF8BOUtpUvZhqXLlp3E3-4Dx1Ia1nTpbcKrZrQIgZEzHHdap8pKLHXlwXqA0mFfUxanAH-sZI9othv3DXX0NvKrVEKEP-nV3_oShvjohlH6jhUNKmrNamAIYcb7NGJ6T-m4dVPUo6j7YV5B6rt2CWl7qcOXtcP3DU-M4hQUCGJTMkxRK4fZQXOkPgBL4KtijuApBD2yfKu6YmpwdygdgUR_HPKJ3aA0Em7mnEsjSNzQ_QHEQ9VUwY1VMrH3-9LHAZ74vF_KaNspYP_cAwo8H4LCz-DZsGL-Yxk 181 68.201.244.224 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.6 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ September 20, 2023 4:50 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sreenivas Amasa amasas@gmail.com 210-865-0924 All of the above SAP EAM/PM SAP EAM/PM N/A Finding more time for my family US Citizen with own LLC S Corp 03AFcWeA6X5zyX8zI_OT7tVqiQhvvYKtU310kqy8nYAlJ412cFoqwSa2f63T8XMzARwyijY7Ix0uTg4ZiyHZB4Hb4tihhEodvJsB6Fys8S4-O-b4aALCukQ4eafmT9mqnwW_51HGekkZlkh1kJH05JBQ8WnL0dt7QjVg_0EqAHYN-6xs0DlZzCXOVfTH0vnOtGprJW4hHVN05ziWwGNJhVEdc7dZHtaSlHeYskuDRORNNIiF53in430CIWwUl3ITrkEanc9wYgpouypdIUorhLMi-n1iWZTqswpV9vJH4bmEcLhkaZe7N0yxKx8WTfyZNijsWtLmX36bIIq3qr3xtMh4IVijKeoT0n46LrlcjVMykzyQPC-UNryfh6WrozQmhyA-L1-8TFZczqujmboayzx5PYgx8wFNcQ5shM8UrsTq9zKG36g2Mr2n3fhQvC5fL3KA065T90jnKPhenGllVfo3P_Q2-fWlX1xUzz5j4FMQ8N7Ih-Nbv6rRbIPeEyxc11nh95N_6toJcsTJdYClLpO62aVW_6uQAU5azMLpr0jaIhCfSs8jLTANWGoK3tEt5BI-e31LyEY3wkewpandjw_rinGcLe1NweoD0Zh5eZWGmIGrjMjeYED7o 182 68.201.244.224 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.6 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ September 20, 2023 4:51 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sreenivas Amasa amasas@gmail.com 210-865-0924 All of the above SAP EAM/PM SAP EAM/PM with 23 yrs of US Experience N/A Finding more time for my family US Citizen with own LLC S Corp 03AFcWeA7o1rvTA63KQ9s5M3rOMEtpiRqWAZPlzDZ0WRb3Malpq84D8gulETfSru4UFGxfspchWCM1k6vXYbjXe0-fS-TbtnLFAzPVQ7_eNNoUDr_J425ElY2GUVdDRhvZiDePngBpQhAg6sRypsVqN7r5ImJU1ynjX3le60NYKPgeCv3MQDsiYu49pNU76jptRZw1nTKP8HX58Oh0dCA1-MiiaV44DnxqiQwaJlSbJB5hQJDpn5Ny2t5DO4yJit386vhEysN405fw9aHTZRz7l0hNGqT7tGOAp_N8gkTk71eibgu-URinq1sZTGueaQHIg6OJuj_gVuvrpK2MrmXhVQLBGHG-vwH4j4uGFbg9ug3yCGHWBkO7wzNGhz4Za8ZsLrZwlieRca-Er9jYaDzZenlOcnEttvECteEj4XNL7YjdsbLlQPhhJ5dSAA13CaWpHnsye2X9lW8tuQUgvidVWCnr1OP3dMJOyrBfJFu275lYlv4j4-IHvweX5f3lMf43FFZsEcNF7TxqZJ1zOA8EjL1Hnz468pB_rykppt5I3_zkwfcXBBexxqlyavX3zPn95SamBMbl45br-DKfvBYLdsGgvXFtHmmB1qz3CfygKKUU86tejXqRpUc 183 68.201.244.224 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/16.6 Safari/605.1.15 https://www.bullcitytalent.com/join-community/ September 20, 2023 4:52 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dipali Singh Rathore dipali@dmsvisions.com 972-961-2895 Other Hi Bull City Talent Group, Hope you are doing great!! Is the role SAP PP/ APO-DP Consultant (202548)?is open for C2C or C2H ? Please let me know Thank you, Dipali singh 03AFcWeA5ydu4pm8jneRBg8j7q3N3fb_vXRcvrffClPxRLuCsFu8-3M9bwTXfxftVUU32vzWN9y4A29xQIxt_nvLsDKLSmD6sn7QzEqhzPnn-_Bnzb-DZwGDd_Z3aVbz72MDJZgtMLzNtbeVp3VA8pEG_u9LwdfYYVjMhqfowScL-dpcOIviMaUaQGxFCcrPQKkTgQvIfgfa-uiaFNxMZN3rMgxNpSmKNB8Gp7t-MImTepsocoYl7JH4P_szdvKYUug9K1qaXy0sg5y09avZoxRe01ITOGima_vI3enWJB97j_33cbBOH9qoLn0GVBn-rNH9n-YAy28mAzOV51wtbAqKB7hptrEsIb3Q7GHcHSKupBGzvckWeR6C15hF_rzWKOpXU0lHAUtIvxMoYhiXOYf1EiCc3t_b-PLuoqjGLICokNkbznCHBPyfKCfP3TrpjF0NeltOZQBdbCpZnSGjUUu40fvd_Ncofq_Z2p6a0v8Am7Wq00IKyiMWJe3ApYfxBrWA9G9E0C7tNMD4_kiZI8o-4jMkxn652dqyFnA_eDd90i8zCtkH7fJpej4H3JTEZriiKEBEfczlBapcX5UYVZUngZXvV7JeRNYD9jAZNGrD1dAh7k2iKct4ZHOELPtd04DZYyAaOwRF1y 148 122.161.76.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 20, 2023 7:57 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dipali Singh Rathore dipali@dmsvisions.com 972-961-2895 Other Hi Bull City Talent Group, Hope you are doing great!! Is the role SAP PP/ APO-DP Consultant (202548)?is open for C2C or C2H ? Please let me know Thank you, Dipali singh 03AFcWeA4XaiurYRzGSgjL0UAC6JkGfAbRnKO85Tw6rhAZ2x6xgfA-6PF4SXEm2BpD-toglWRuKwl9AVYvtG4zMb5TS_uHcz84scc9QZaTMYNZCd8KKVSZdBRKU1UcKYPZOSCQdyowGk2goYd_hehf9LhYCRIBN9Y5JAv0CJG3oHmySY2fsXGDXag3EeGsox8TMZoLEqqOQmYfhvLrzh2EgaNGYlT6h287YFEvWRBBgyn2zvgFuxvvF7vJ6xvRESKEe34rTThL-ZJ78B_w-ZMVWlb9todNB_mpRMUugYSo4Pjfcf7-leVCGHQdSlLQUV-3a_nALOJecEAEylRFa2QoOhJU5y2eG-BW0VtrIdE_Fe9zQbjH1NUhQySYHEUthhyYc_VMedeXRelIi95RBV66JyPNwFUFBT9KEXLCrAjgtRY2tXv_fpP0Tmwukt-MYN5VOYs95epUAhiiJD0lAoJR0dObDqFjX01Nut8dj9Lwgh4AjfrXSmqe-sCQHT__fKGVXKDRsr_KKpTA3KyXJywNi2DrY7VOoy4B_fFmxsdypHzcS6pIqdmhN8QHDxtOsNYeyX-UPpzFp-kRTJyFRa-WFnBvVwJ2_dooHPsrI_W6H1jFKv5kPGb77n9fbRF-WiIENX4RedhUXDwg 149 122.161.76.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 20, 2023 7:57 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dipali Singh Rathore dipali@dmsvisions.com 972-961-2895 Other Hi Bull City Talent Group, Hope you are doing great!! Is the role SAP PP/ APO-DP Consultant (202548)?is open for C2C or C2H ? Please let me know Thank you, Dipali Singh 03AFcWeA7m8ZRmzh8-Lqu9lDII4zvIDIx40hSm-SUt7zU2pNIxUAA84mAEr5YmCvxT_MVHWC6n0d0CbfXRQkaAjjEK6ge73RsCe0UbChaNnkAn9aEfv0hF7L93dxaidMGcqJwu8A8lqPoWQiQttcLsOBKwWRN13tjQxov4fYHlOY7GsiOLTVM3-1ScY30lsoLpOC-jg-yg0GEMoQwze0z2lS0lQ5mCEkMOxAsx8SLdTlBFndxTzA8yOZnzg-Z_dYUR3J1gaRMRobswK0C-R4qKERid5aF5O6dhJNTe_N8R_6yNaJVI4J_iIayag9DGewsaXoSiY-NCQSsLd_rdKO_QbPVtBvhJ7e-EOiGjaUut1qANPGkAiSeI6F5d3D17uYGI5BHfNbi180HJAfrH4ndEqkJsRSU7-IsIdI_d832LdAgUQUFz2WUbGe2IVR6Wylt8EbPro2rJYchqoctdSEy5NwmFGLelEwuOXei3IFeC5trsQ8-EkXvQSeO-OgSQ_RUrxicCj6Q8dCRMeSv61NVaHN5xCW5Nlnhxj8mhTNQxXjcgnZMut1NIvgEOGtU3mFi5CAa7FFt9-jYvwMVUp6J765ERJJJRv1ufSXYdtkRPHmRuGeb6bdIyBH2fC3dD1slvyBxRItH0jf_l 150 122.161.76.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 20, 2023 7:58 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

A significant shift on the horizon for many businesses is the imminent end-of-life of SAP ECC (Enterprise Central Component), a cornerstone ERP system for countless businesses. By the end of 2027, SAP will cease mainstream maintenance for SAP ECC, and this pivotal event holds substantial implications for businesses entrenched in this platform. Not sure what SAP ECC’s end-of-life means for your business? Continue reading as we dive into the implications of SAP ECC's end-of-life, with a particular focus on transitioning to its successor, SAP S/4HANA.

A Look into SAP ECC

SAP ECC has been the bedrock of many organizations, connecting and streamlining business functions like finance, procurement, manufacturing, sales, and more into an integrated framework. Below, we outline some of the ripples that will come with SAP ECC’s end-of-like.

Security and Compliance

With mainstream maintenance ending, SAP will discontinue regular security patches and updates. This exposes businesses to potential security vulnerabilities, heightening the risk of cyber threats and data breaches. Upholding compliance with industry regulations may become arduous without up-to-date security measures.

Support

The cessation of SAP's official support translates to businesses navigating technical issues and glitches without professional assistance. This could lead to extended downtimes, affecting operations and customer service quality.

Integration

Many businesses have woven their processes around SAP ECC, often integrating it with various applications and systems. Migrating from SAP ECC might entail intricate integration challenges, potentially disrupting the smooth flow of data across the organization.

Transitioning from SAP ECC to SAP S/4HANA

There are steps that organizations can take to prepare for the transition from SAP ECC to SAP S/4HANA. It is important to first initiate your SAP S/4HANA journey by conducting an exhaustive assessment of your current systems and workflows. You also need to have a solid understanding of how SAP ECC is interwoven into your business landscape, identifying potential bottlenecks and opportunities, and then develop a comprehensive migration strategy aligned with your overarching business objectives. SAP S/4HANA offers a plethora of benefits, including enhanced user experiences and compatibility with emerging technologies, so evaluate how SAP S/4HANA aligns with your business requirements and objectives, too. Once your strategy is set and you are ready to begin the migration, migrating data from SAP ECC to SAP S/4HANA necessitates precision and strategy, so remember to prioritize data accuracy and integrity throughout the transition. A successful transition also hinges on effective change management, so acknowledge that employees accustomed to SAP ECC will need training and support to adapt to SAP S/4HANA. If SAP ECC was tailored to suit your specific needs, analyze how these customizations translate to SAP S/4HANA. Moreover, address integration demands with other systems to maintain uninterrupted data flow. To ensure a seamless transition, consider partnering with ERP consultants or implementation experts to smoothen your migration path as well. Above all, remember to test the new system before full-scale deployment. This entails assessing various scenarios, workflows, and integrations to identify and rectify potential issues in advance.

Looking Ahead

While the end-of-life of SAP ECC introduces complexities, it simultaneously presents an opportunity to modernize operations and embrace cutting-edge technologies.

SAP S/4HANA introduces advanced automation, AI-powered insights, streamlined workflows, and more, amplifying operational efficiency.
Modern ERP systems empower businesses with real-time analytics and reporting, facilitating data-driven decision-making.
As your business expands, SAP S/4HANA scales effortlessly, ensuring a seamless growth trajectory.
Many contemporary ERP systems are cloud-compatible, delivering flexibility and accessibility while reducing IT infrastructure costs.
SAP S/4HANA is primed to accommodate emerging technologies, fortifying your business's adaptability and competitiveness.

By meticulously assessing your needs, crafting a robust strategy, and enlisting adept partners, you can navigate this transformation with success. To learn more about partnering with BCTG for your SAP S/4HANA migration, contact us today.

Dipali Singh Rathore dipali@dmsvisions.com 972-961-2895 Other Hi Bull City Talent Group, Hope you are doing great!! Is the role SAP PP/ APO-DP Consultant (202548)?is open for C2C or C2H ? Please let me know Thank you, Dipali Singh 03AFcWeA4OE4ZLfPyNtNt0W4zEPfh2uYiUf56tRJ5gY2wxYT-0Ebf7xQlYrDi_l1y8r7xnBCMFATwq7wuq8CsWHOpI-fMQvNuPh-H9ixpygngY4JUeg3DeYwCU5WUc3CaunmOPi2NPYAbxnhYdSIDYrsbrqPkq5_bAakqyV6c_03nAoc6SGy6FZGPi22QhmOpfGgGz-yCbUqIseSPZ93NKT6Kehq2bVjvMSN_vQrD7lCJY_X6kgPVZyRdoZPHiqGqs5mOOxfREw5FHGdpPBbDgk4SNaYVaNnoH5tpGayTfmgFMF_TK_vmY6iE7JimDVo-3D04WeFcR7uXlikdZxl9jlg8SJBqrq4DOGzUuoKYVUazRLLwzh_tZcjsNmeYuJ5sgtpfolMEBJXIau5EGXL5u3e78yM8tNl-p2D3HSqR0ifYKvOAnE6K3lpo2y_DBoP81BT7t6qhcEH_3k0Lw3MjEJYJgJyzWXEkR81ROcdpF70POb-27hizkR7RPwymum0eCAD0x192jTNTme-chN3TH7Z0GtAblNAJImE_q1i5BURKVl6kFqijT_3-ounOoqCfRC9xGSkX0_EeZwSo-ZT_IncaB5dXUfUOhMA6fqUXFp0xBZRz2QlCjh7RIv5QsLq8BCPrvgMRAFMdN 151 122.161.76.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 20, 2023 8:24 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Dipali Singh Rathore dipali@dmsvisions.com 972-961-2895 General Inquiry Hi Bull City Talent Group, Hope you are doing great!! Is the role SAP PP/ APO-DP Consultant (202548)?is open for C2C or C2H ? Please let me know Thank you, Dipali Singh 03AFcWeA4BxZyD8-S7XkG93A3x_JXIs_wAacgH3dy7jslxhy6P2_N0cIjyBNtVNSAB_FSjll_vl-eX-q56iQlRApdWc-eMcwUlE1Oyl7P2WEcccbFnrrIY9thPGFpo0_DhOaJgeHwAB32XlVv1YQQWD6xdpDJ1RXmuCszXv_kbamMVxIXmbytdk4_WHZ_G08PIu7LN21OmwIpr8-hTktfI4YIIVUKnwtuRE5WTxcRjWhTAEI8y3FemEDwyQfmxQLc1GWbTWSoSfjAMQTlC84uaK8sPkRlktiDKvq_qp9NO8Cxx2GiYWMhUTuwMeqzP1z3D1Jt92cHXgHws4x6Uq8vC0nUBtfN0SgI1A0whD-RbFvT2KLvoq7FyDfL__vn_akNdZGrXnT_1M-_v9MdNs4j_0Edr1yjj4lLj-DbfBZruZx_T-IUZUgKGFvHI--PdLhU2VyNDuVXK3T14sj-7FSRn-MZ7qGQ7Vn0gvkfGzrMQ7gnTP_vl3UYmO_okxc0tESYkdsmfk_kWteZpr9cKlbQm5yj4SR0fGwX_tgYDBNITKzpjABurtD6z-TuZthwbN6t1Q2jhfeJKpe1q9kM3JzivV0PC2BWjIZm4lLYLQC7JBEZrhZZiE15zM_8GbU6vp4tEfhTZ5f18zALz 152 122.161.76.83 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 20, 2023 8:24 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Social media has become an indispensable tool for various aspects of business operations, including candidate recruitment. Leveraging the power of social media platforms can significantly enhance your recruitment strategy by widening your reach, targeting specific demographics, and showcasing your company culture. However, as with any strategy, there are pitfalls that can hinder your success. In this eBook, we outline some common mistakes to avoid when recruiting candidates on social media and provide insights on how to maximize your social media recruitment efforts.

Mistakes to Avoid

Neglecting Strategy and Planning

One of the gravest mistakes when recruiting candidates on social media is diving in without a well-defined strategy. Failing to plan can lead to haphazard efforts and inconsistent messaging. Before you start posting job openings, take the time to outline your objectives, target audience, content themes, and key performance indicators (KPIs). A comprehensive strategy will ensure your recruitment efforts align with your overall business goals and help you measure the effectiveness of your campaigns.

Ignoring the Importance of Employer Branding

Your company's online presence goes well beyond just job listings; it also reflects your brand's identity, values, goals, and culture. Neglecting your employer branding on social media can deter potential candidates who are seeking a workplace aligned with their personal values and beliefs. Share authentic stories and testimonials along with behind-the-scenes content to give candidates a glimpse into your company culture. Highlight your unique selling points and create a compelling narrative that resonates with your target audience.

Overlooking Platform Selection

Different social media platforms cater to distinct demographics and industries. Failing to consider which platforms are most relevant to your target candidates can lead to a waste of resources and missed opportunities. Research where your ideal candidates are most active and tailor your content accordingly. LinkedIn is a go-to platform for professional networking, while platforms like Instagram and TikTok can be effective for reaching a younger, more creative audience.

Download the full eBook below.

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Martin Videla martinvidelad95@gmail.com +5493517573615 Other Hello, I'm reaching out because I've noticed that you have open positions for building a SAP team. At Dam Squad BPO, we can assemble a team to meet this need. We offer highly competitive price rates for full-time positions with a availability of 160 hours per week. I'd like to propose a meeting to provide you with more details. I am available at your convenience to schedule this meeting. Thank you in advance for your response. 03AFcWeA7TuozxNkMoBerVkZnIXQGsOMsRrYq0_42qIndFoJr0vQtRrYNSbPao0yVNl3F8BPKgbe3e4rzr3nTJNA1Y-tdVBuDrFCtxwLK8exPSFm8qxCV5lLOcVQQQapCmZxFwlB9e5nDRrdvp0agrWMlNk7YjiMoGq7QmenpkqQtCyyXQjEWGX1q3l6qDG0J7adU7nk7u08-JrGkiNazFPyqwx370S6UKGO_Fq2fj2dZNNVothhIRCgxx8MJcI33Dd_-1HPYk0cwKwcq_CXW9vc0_xxDtqLh4CZ1c78zeSrnStVofulMW_AYIJHSdxedYd4n5lJ34PSXIqqeoQngZuLG1-BWgzetoIpnxEKgAAqIEHUHRsbZ4h9AHj68ZDKYc53D2J_7KNhNF3tRsHCqgvbuidXx7O_dljk5CBN2Sq4RAKjmKYdflJ5Im022wESC0lHAGUpBv2e-PBUZce1RrQlgtf4U0yVgIBr5QfqytmowF07SBXBnIDUMn5DxVhwtfY6wfOKdM5FpnEkOkqnG-WDfaoZYv3FVgWTOb39Nn075QeK6jtd23RhyUWBHhYIZ6Odd2Ztfprrgb 153 201.212.58.21 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/115.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 25, 2023 2:45 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Martin Videla martinvidelad95@gmail.com +5493517573615 Other Hello, I'm reaching out because I've noticed that you have open positions for building a SAP team. At Dam Squad BPO, we can assemble a team to meet this need. We offer highly competitive price rates for full-time positions with a availability of 160 hours per week. I'd like to propose a meeting to provide you with more details. I am available at your convenience to schedule this meeting. Thank you in advance for your response. 03AFcWeA4rDdBBKFVW4ONuLVkkrmQHZ7ysYOdqHYUgvPjJtrnBJciO9Ap4w9FXmClm3vkhWZAh6fMqnmmHyx-YpBz2plAI03z2G2yvx0teVRSv90ny_AAgemdDp3hNV2gdIJD89EDAs9Jn2tCSGx5kH93UW2X_YByWf_pBHv3r7XrvdjNZnrkZ9WNWh7JoD2dqMBkNcQ7KtJhSABicYLiO80bEnsiv9747liw_4BUlIP1oviz5qoWmmiNp2AQ_vWTCBYmW73AjaSRvYDyEECxzFDkdWtLCIYWaMO9iUxy4snV9nv-eZTri8IbPaBs14k_5hadGSXhdP49uCtErgkZUXm7kCq-5twkYyRkfLWogtAdH9Ha2pdlzLHwwckq1GfJz4UV1qU-stHQig_TKijGApeueDug9I3A3TVHYwTAaJfzdfwwxMf-rzpW5nxZRPYK0HIIizOJCOF3ZW8006UUTqdR8FttZccMHPsde_zgvCDXEPnfN0rcSa5kwjOIr0rqzQ49da9LrtG_39889y1jWcFLPwnBvMT99iIr15056LwjWkUrjBvl6-9c4i9UG5bSDTzNzqUmCcjNL 154 201.212.58.21 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/115.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 25, 2023 2:49 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Martin Videla martinvidelad95@gmail.com +5493517573615 Other Hello, I'm reaching out because I've noticed that you have open positions for building a SAP team. At Dam Squad BPO, we can assemble a team to meet this need. We offer highly competitive price rates for full-time positions with a availability of 160 hours per week. I'd like to propose a meeting to provide you with more details. I am available at your convenience to schedule this meeting. Thank you in advance for your response. 03AFcWeA6m4ELerffWiKGk5me7o8X_ZUKEz1XIgemAPKJGc6ORoC02yAnyG_trEfKa02U4CdkmnW4pGmF_v3VJ4_zjyUum2IHoKf9TCVjFlgyUsk1ug2tX3p5DXnbPAgpO6f9mIygr6i5kqO9Va-pMiob6wB2RUkj0RJTWdfjGHWaGvExM_NwwIEVN28KOq5mDrPQdrA88KlVaj1DAxCJKN8x3H8Etmi3LetBy0FRyD25IF4EGg61oEquMCynHnff_j0M_04mCAdT_Pbc4waUsVscwI9-H7BipBqXnRnvCRrGBRw9lpvxaYod3dyuczSWjLksZrnekevZnArnbUkpEHDtH5SNO3i2Jl_1jGCpHJyo9R5MP2fSnEs1ZyIjTrUcqMpi5spt8JS6DY_j3z4BW07VM5jE9RRf__GcuZ2EbT_9PKNrRRE2k8-Xo1lft9Yp_6EfbWV9CwNi1qnvcES0YA-_hfLQw5b8zJJpzYtiUfziGzr79pStuYZDZo-cqSL3H5l2ypzxYmjXrtQon-fT9ZElkAYpts7JJk1M4A_rELROzd_e6gNuWhqsJBJr6UePOyLlCNHCDza0k 155 201.212.58.21 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/115.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 25, 2023 2:49 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

nagendra lakkireddy slvreddy@gmail.com 7044213314 General Inquiry 03AFcWeA4lnBfN3Gqy1T2lhb5Sp9t49ePo2BsoO-nLkyfNHjW_shcLFxHRLxsdeCJbZla9B4ZVuqXvS4GLcqom90gPuMQZBGLYu9gPrn4_6F8eJshAa9Vet0AnC58g2XCvLyRidq0UWy2sC4Jo8PBOs6p3YBKhWI1C0LvGGWDddyV5o2QfFCzBweLpQVvduGpogfc5YBGenR_Yoaepynns7GnX6zjuz2R1N9ENAgpGlwtbvRl7bPRm6J3sjGG5nz78EgJEmFzxrd9SuQa6pXYdfqV9kK7K0FWq-c4C1KpEMOEloUdY7SV9i9pe7N85ZgoWscvhRNjUImPnnmJE_nqNaHM6KP_J4rB65zwpZsTdevWJYZrVhYDB8w8oPjqRl1BrXYyGnX91p26OuHFpMhJSURE1B29zf3wBPVcX6TcGmHoezQfYc5GvkEA5Glov5vUeDwwvdcpeM9iDEWIodm-v8jNPKX-f2EQCysc8NCZuz0srNnYrVu0DHxhkR4At7pKolYPoCtCGoPcHMJuKFxaGrDsCS1opiVUB5p30QqfSVzT4E_fnbdhTmjsjlWJcZkHy-Z8xawPCBkXn 156 206.54.195.117 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 25, 2023 4:40 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

nagendra lakkireddy slvreddy@gmail.com 7044213314 General Inquiry 03AFcWeA4CW8LJ2MYpaFtpTHnMH8VfUa04Zfj8jNG3YxM2EMEsDcr1dp-fR7s-GKADPqFbL111Ky_o06fpNanhFLhZsCslRFwR87qbVMJErVTZF1NnrtV_okTaNwEMX2CgSydo1tYPhLCSStLnoIDBxLXSmnIYRtj3O-xgsyxOWUYo8QUpIZJpOoWflFnIG_WX03jJ92eZFY8D6AUblHxiRR-yQjsH7KeHcOqoSsDzxL4G8KMIQImlbjl_n5Toh9gNulqeNvVUkKv7d1rLUUaCxh9wqrtk0GUjTTqX4y6ZZha3XTPT5hVwRKAhQ19NI5No8eBtJ7V0J0xFAVG2ih6aSJbYWg1R1CtYdvr3SwfTmda7iKa23enLmghsqK848PG7ZyvhgbXgUuIrAi4L66J2goXGwm3QpA1MuMQEEiBRkYFq1J5paUuWNzD7KtBzvcJ2kUYdLX3RpYQiT-rpFEaTNv1WteHnqE1zsTHg-LjbpRV_dS1JmTZ08Xevcy34vsfdtkUpzLxmPV4QNMRdLaFD4OtftNyU81Xzzx5AOIceraykTgRKAjxlkqpRVihox2omlqkfuW63haUl 157 206.54.195.117 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/116.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 25, 2023 4:40 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

edomnisch@clarkstonconsulting.com Emma D

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AI Staffing and Recruiting

We understand the transformative power of AI and are dedicated to connecting forward-thinking companies with top AI talent.

[/vc_column_text][/vc_column_inner][vc_column_inner width="1/12"][/vc_column_inner][/vc_row_inner][vc_row_inner el_class="section"][vc_column_inner width="1/12"][/vc_column_inner][vc_column_inner width="10/12"][vc_btn title="Contact Us" style="custom" custom_background="" custom_text="" shape="square" align="center" link="url:http%3A%2F%2Fwww.bullcitytalent.com%2Fcontact-us%2F|title:Contact%20Us||" el_class="custom-btn dblue align-center"][/vc_column_inner][vc_column_inner width="1/12"][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row el_class="section light" css=".vc_custom_1552407680255{margin-bottom: 30px !important;}"][vc_column][vc_column_text]

Let Us Find Your AI Experts

Whether you’re seeking to build AI-driven products and services or enhance your business processes, we’re here to help. Our AI Staffing and Recruiting team at BCTG specializes in sourcing artificial intelligence (AI) advisors, consultants, and data engineers in the U.S. and offshore. Our AI experts provide discovery, strategy, design, and implementation services to help your organization deploy AI tools from the ground up. Our AI experts can also help you leverage and integrate existing datasets and tools with the help of AI to drive your business forward. Our consultants will tackle projects of all sizes, urgency, and complexity, nationwide.

Contact BCTG today to get started.

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Connect with AI and data engineering experts to map out your strategy for deploying AI solutions.

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Enlist data engineering experts to solve data integration and analytics challenges that come with AI using leading tools like Snowflake.

[/mvc_infobox][/vc_column_inner][vc_column_inner width="1/3"][mvc_infobox title_color="#000000" image_id="25190" image_size="60" info_title="Design and Architecture" title_size="20" alt="AI Staffing"]

Engage consultants with experience designing comprehensive AI data structures and assets.

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We know how hard it can be for companies to find the right balance of technical skills and expertise to staff an AI project. Our global experts have industry, technical, project management, and AI expertise to help see your projects to fruition.

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Give Us a Try!

Our AI staffing team specializes in finding talent with the right expertise to help your organization implement, improve or maintain AI projects. Our AI consultants will help you build solutions to meet your long-term objectives.

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The strain of living through a global pandemic, social turmoil, and economic uncertainty in the past few years has left people feeling mentally drained and burnt out. The last thing employees need is a workplace that further worsens their mental well-being. Despite this, a 2022 survey found that 39% of workers report that their workplace environment has negatively impacted their mental health, explaining the recently high percentage of job departures due to mental health reasons. It is in the best interest of both the employees and the business that employers commit to the continuous effort of improving their mental health support and accommodations. Ultimately, investing in mental wellness shows candidates that their individual needs are valued and respected, and if companies are unable to demonstrate this, they will struggle to recruit and retain talent. Below, we elaborate on the value of mental health accommodations in the workplace.

Accommodation Practices

Mental health accommodations can be divided into two main groups: things to adjust and things to implement. Things to adjust are assessments for employers to make about the current state of their workplace, considering elements that could negatively impact employee mental health. A Harvard Business Review survey reported that 84% of employees could identify at least one workplace factor that hurts their mental wellness, with the leading factors being emotionally draining work and poor work-life balance. To advance workplace culture around mental health, employers need to honestly evaluate their current practices for areas of improvement. There are several growing mental health initiatives that companies can implement to further support their employees. The most common are offering flexible schedules and modified breaks, providing employees with more time to breathe throughout their day. Companies are also offering extra paid time off and company-wide mental health days to continue this trend. Implementing mental health benefits and accommodations such as these leave 64% of employees feeling very well supported and makes them far less likely to leave the company. Today’s companies are utilizing these practices to create a more open culture around mental health, with the goal of encouraging conversation about challenges. However, less than half of employees said they had a positive experience when talking about mental health at work. Mental health training has grown in popularity, and there are a number of third-party services that specialize in training employers and employees, creating a more supportive, accommodating workplace culture.

Benefits of Mental Health in the Workplace

Improving mental health support in the workplace provides widespread benefits for both employees and employers. For employees, feeling supported by an employer and other colleagues enhances feelings of acceptance and belonging, two vital contributors to mental wellness and the mitigation of mental health related issues. Diversity, equity, and inclusion (DE+I) is also seen as a contributor to workplace mental health, and by improving mental wellness accommodations, employees will feel seen and valued for who they are and the unique perspective they bring. Employees that feel supported have also been found to be more productive and perform consistently well. A study conducted by Google found that teams with high psychological safety surpassed their targets by an average of 17%, and those with low psychological safety failed to meet their targets by a similar percentage. Employers also see improvements in employee retention from successful mental health practices, as workers feel valued within the workplace culture.

Moving Forward

Mental health is a serious subject in the workplace, and employers need to treat it as one. Mental health accommodations are becoming a huge differentiator between the companies that can attract and retain top talent and those that cannot. As your company continues its journey to foster a supportive and inclusive culture around mental health, BCTG is here to help. For any questions, contact us today. This piece was originally published by a partner in our business ecosystem, Momentum. Learn more about Momentum here.

Seeking ways to improve core operations and processes, today’s businesses are turning to ERP systems as the solution for advanced productivity and deeper insights, all at lower risk. Especially as the workplace has adapted to hybrid work environments, an ERP system can keep businesses functioning seamlessly from the cloud. When integrated properly, an ERP solution can grant your company improvements in collaboration, agility, and speed in every department within the system’s reach.

With the potential for these benefits and many others, the number of businesses implementing ERP systems will continue to increase with an anticipated CAGR of 10.2% from 2019 to 2026. The challenge that lies ahead of many of these businesses is choosing the optimal ERP system for their unique challenges and goals.

Below, we compare ERP systems Microsoft, Oracle, and SAP, analyzing the strengths and weaknesses of each to help your company determine the ideal solution to achieve your business objectives.

ERP System Breakdown

Microsoft

The Microsoft Dynamics 365 ERP suite can be broken down into two main offerings: Business Central and Finance and Operations (F&O). Business Central is Microsoft’s ERP software for small and mid-size businesses, and for larger businesses, F&O has capabilities to be integrated across a larger, broader platform. Through these systems, Microsoft is able to cater to businesses of all sizes. One advantage of the D365 ERP system is that it carries the Microsoft name and interface. Companies that already employ Microsoft products such as SharePoint appreciate the consistency of keeping their systems brand-aligned. Another allure of the Microsoft D365 system is its ease of integration. Being a .net platform makes the system more open and available to third-party add-ons.

Oracle

Oracle has a few available ERP systems such as Oracle Fusion Cloud and NetSuite. Fusion Cloud is a modern, flexible option for businesses. AI and ML are vital functions of this system, automating and organizing solutions and predicting and detecting problems. NetSuite, on the other hand, is Oracle’s version of a more traditional ERP system. Featuring capabilities similar to Microsoft and SAP, one differentiator of NetSuite is its role-based dashboard, with specialized components offered in niche industries such as footwear or education. Whether it’s Fusion Cloud or NetSuite, Oracle’s ERP systems are modular, meaning their applications can be configured to the specific needs of the company.

SAP

Founded in 1972, SAP has the most well-established, reputable ERP system on the market. SAP has multiple system offerings, including S/4HANA, Business One, and Business ByDesign. Each system has been refined over time to deliver its customers the best system experience possible, and together, SAP customers generate 87% of total global commerce. SAP Business One is a highly tailored ERP system equipped with industry-specific features and iOS mobile applications. Business ByDesign is the leading SAP solution for small and mid-sized businesses, as 80% of its customer base is SMBs. This is because the system is built to grow as your company grows, making it an invaluable tool for change. Lastly, S/4HANA is a modular cloud-based software system that uses AI and analytics to provide accelerated, accurate solutions. Whether it’s enhanced supply chain visibility, a seamless customer experience, or deeper insights, SAP can help meet the industry-specific needs of your business.

Next Steps with SAP

If your organization is interested in implementing an ERP system, SAP is the one to choose as it knits together many of the benefits featured in the other two offerings. The extensive customizability and availability of add-ons in Microsoft and Oracle often lead to crowded, unfiltered ecosystems that ultimately hinder the system’s productivity. Requiring less customization yet still delivering personal experiences, SAP brings speed and standardization to any business, regardless of size or industry.

To help your business maximize the impacts of SAP implementation, BCTG has an extensive network to support your company’s needs throughout the process. Research has shown the average time it takes for SAP customers to see ROI is nine months. If your company is interested in seeing ROI and growth with SAP, reach out to our team today.

This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Ramya rvservicenow@gmail.com 2143075274 Finding a New Position Hope you are doing great! I am Ramya working as a ServiceNow Developer/Admin. I have come to know you have a ServiceNow position available. I am interested in this position and I would like to know more about it. Please feel free to reach me anytime at 2143075274. Looking forward to hearing from you. Thanks, Ramya 03AFcWeA4WNwXftlRM1p3UGR_DO6QGrW3PFTAbCJRH8yLSQ3UQsamKrnkIrlltxYcVxs0zFu2A4r0tmimi4sg9HjfJPUpWAPlXOUhuI6siZ_1WXgtALmCnldgkgQLz2-TZUrlDm454Ls04brS7lI-CytG-Sz5jAtPmEX7eMpmsN-sp9hjBdoSM46Trq5Bwz-9771GkLcLf0zWcQgmsMC44xnhq1JaL4Fkb03ej4JRiBr54aGkw8IIZwlsC5g1jQzxyH2blBlOsaVwhAHCggK8zTnWz_5fXKbwyZHQH03Wy3dVZO4n9QPu0A5-XA6wiowK9mMLsvKo4NRaf5BC540aRcRR9baPFs8_9LF67MQbKDy73f23wxAaCLkFL8sKnrWUjUyo-aXMvoRiJz4lna_c0WvFw22sbI6qUbPWvdtD72qhjLirjOjghLBqTWNW6vhAIP1-AqnukBg4u3h7U1-xzc6MAOe3mLv8fc4C32qpryTCz2a6BQarethXXNc_-pm65rpw9w3frbI6sphltCx8JS0ruO29TqfALpmHgTclN6UTzHAgvrB71KiaLukENKuSalD6fcxPbJHrU 158 47.209.81.108 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 28, 2023 3:38 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Ramya rvservicenow@gmail.com 2143075274 Finding a New Position Hope you are doing great! I am Ramya working as a ServiceNow Developer/Admin. I have come to know you have a ServiceNow position available. I am interested in this position and I would like to know more about it. Please feel free to reach me anytime at 2143075274. Looking forward to hearing from you. Thanks, Ramya 03AFcWeA7deATLc8rtfGS_698eK3lZ8NVCdMPRYiyBbxWleOkYl20uKoLT3ODyOC5rTwaWGusG_nMMXDGEaSW1tgM-3suw0A5gFtN0fVfF_q0IEfzEi6GllF0WjW0_ZyxOHq7M1BkyQNWCciL4wc5ILVAzBsRupGV6axAprBURHWzft-41DpBytctPelvFk0Hounn1MCqVfP02OqlSU_wd5QqoY6mnvman7Xhblph0qV9-JMCc9XzLd9B2PHSNMZbw1PIoU4rc0vGnHWlNBgllUni5V4EOAV1qdW2uH4jof9j-8xX_NOuSMG-xKp9wxc_wTn3788N4te7tNZUmxwoI1r0B5xah2XU7biSerMeHkD56AcgdzFU3VlhMZU07tdWJ0wvIqAIlDbKdrP5N55EgZLPrJon5XT-fBlqF2bSr220sFmWG7S5O3vta52eNoZDsjc8_IeyZIQjlig6daW_w1_uluUroL3VHT3UQqoe4CNYWPGYtHif_DFgZoLgZ7Aw7pC4sCulIdo4g9WqjZdNCnxw8kBJWYEBdRXcZj22WkpP1pedE_SoKrI5AnPR67Dg2_-we9_O0jGcd 159 47.209.81.108 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 28, 2023 3:39 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Ramya rvservicenow@gmail.com 2143075274 Finding a New Position Hope you are doing great! I am Ramya working as a ServiceNow Developer/Admin. I have come to know you have a ServiceNow position available. I am interested in this position and I would like to know more about it. Please feel free to reach me anytime at 2143075274. Looking forward to hearing from you. Thanks, Ramya 03AFcWeA4v7EKcZebmwmQMVWTT0ZoozySro1zK1_HKDxpr1u5ne_AYfCs8U1PVA8mO4YyfyN14bV94nlFn3HIrudVr4ronj_FGAFHywrXudFPBUbgGXpzSLqz5pwiaP-AFYmTdd8nLZcIs-f-E4_nagEYl2bkQQxVUUYyEcDnxwGMZR50uZfvtWne-ckc5iPSOZe_Lfyp4VNkzyn-kFg5SzUrIRLKWOOnbXHsujqxpoVI4L4c5bYRezoh_IL32AstjKp12mLkKrmedbxY8h2CS7M-8FMX0dyiapekTrpiTzDbsL7OGEeLFPyxF4rcYJ5MCJXU9raD9XJYZY0yFtApIsn-SDD0r7yjuF_G554LjIZwjGn4KnDgWyUORdH1THDe6PJXGVFDjilgycZJCtDtMq0Nl9Zzk_Tx1hwC9yNqhQ6WuKVwcaIMJu9E_zS5RPpJzwvWX1W16pFY0X8FmhGch7VDapx9BRFu7Ds5OVCUAPlKm_BQw39toB1a_-LRWrDZ0VKb0erm8gFmYJuT2HukapQJHRH01qL2VKVGTwuWx9roQ5Cx2Jq-JTNscQMPLKcsqj7Qax_C78Sqm 160 47.209.81.108 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ September 28, 2023 4:07 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Steve Kay stevekay06@outlook.com 19294830762 Finding a New Position Hi, I am a comedian based in Raleigh. Never thought about seeking an agent, always thought it was "above my pay grade" On a whim I gogled talent agent. First plasce I e mailed by mistake, I believe they are a Children's agency in Raleigh. You folks seem to represent a wider range of talent as I derive from your business name. Regardless, Please advise me, if you are seeking comedians for your pool of talent, and what a person would need to do to be considered to be placed in the pool. Thank you for providing this contact form and for the website. Steve 03AFcWeA6HYxShGmazYGsE-unum6qxa1tsxJ4UrQIPYXOrwdE-lpkSZDWmaiDxgxiNEXIRcWYUbm4cIiTb3Co0xMegOJDAmCXBv9w-EdEyagwA-m3ztiiWaDFy3EXlFcJ3PQKnXRes4uX1lBIK84NlHtpMp3egDQZgXSz6ueGmwODe4Y8NbPyDBMA6DKCykOOMBvdk5KUtQBZPqsOsrHxjtGvtbZIwFfutMBa_NJZF1mglPDf4bnlr3A1XKsDNMkDe_ba4NAMwvJvAac5N8ijSrCRa-CFWG1zwMb_2UJ2ZrY_Hp076p3ULeCH8ZeuckJDAgrOGFH0dooAielaBpr8ZKWaYp52jrR2Vtt1b_36eG4NgtoDFpHy2CjVtsshZJSJM_19Lo73DFTCrZB_VHvKyyPneUKwj6FN_eMF_W34EghIgQDT70YpBqMcqv8FQYgm6oFnI3yxmflmMCZOeKSqqo2s9GOSEhUmoAVkjF_k6MR1nhyDy6qW2vL8ghyJfPonD5cE6vO93JDVULTB91dlsA-tl5Nyt2MvCFZq6ejAake62EzqwNZOhneR-eY5cIzKGxmttTYhOEVCmqMvNixbTmXEWrL0OAM3_YVqu7KERBhDOW0EbqaLiZwc 162 99.148.18.246 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 Edg/117.0.2045.43 https://www.bullcitytalent.com/contact-us/ October 1, 2023 2:53 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Steve Kay stevekay06@outlook.com 19294830762 Finding a New Position Hi, I am a comedian based in Raleigh. Never thought about seeking an agent, always thought it was "above my pay grade" On a whim I googled talent agent. First place I e mailed by mistake, I believe they are a Children's agency in Raleigh. You folks seem to represent a wider range of talent as I derive from your business name. Regardless, Please advise me, if you are seeking comedians for your pool of talent, and what a person would need to do to be considered to be placed in the pool. Thank you for providing this contact form and for the website. Steve 03AFcWeA7QZQQT_1MATWhdJA7tT8FBK9QAsnFDCptKiTLP4sLr5oHkV3oDaAg0HIIkhRYA9-cPNvy2UZW_y5CwXr7cIHHqZPk7zxdD68D9_rnhDBEgfHi1uWInsf0ZgXo4_l7YxEQiQctmsYQODNu__KvdISdL1T82PvAlKbNdCgyjZ-0wztPPK2-NWdtq2MmfXh0Aw-4yWqOhWkEGIJKKVBkxUbRbVDyX0-nM0527VNRS_oYACL9s41ASJnoRAUeUuoM5ux8wHmntUslnkYnS6qb_I7aVZRGQJ-gdsZI_ewFEyp6v8b1-UOggPtf9TuxO9lILsz1owwqUeuv3YRgCgV0MqSCXEQopQOYktU_nhg6UYJGvJIfrSXmNplYJz3KQ1mUiR1hfIjmZF_xCisjB4E-ukAep54b-Uf4KH8VCtlP-6rn7XBuJa-oI_UXRxFQ2mlHQ2hn78CEmNHbBLRwKbyF9GTkUFuVB1utSaUJgc7R32JVUx-cx_6qzwPCYepiLFZ2gXTFhxZsq6qIGTw5q-Q8lveMtLkqcnZX4hXS1pqMjchXwATMw5fJLPMHePlovL0jhY7wSjhX6rGVXyOkHYKJk5qx0FIamjgcPdjnobFArP7N3wo26iHc 163 99.148.18.246 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 Edg/117.0.2045.43 https://www.bullcitytalent.com/contact-us/ October 1, 2023 2:54 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Syed Rayyanuddin rayyanuddin.syed23@gmail.com 440-650-2155 Finding a New Position Hi Dear Hiring Manager, I’m writing this letter to show my interest in the Network Engineer position that is now available within your company. I’m certain that if given the opportunity I could become a valued member of your team. I have the skills and training that match the job description perfectly and a real desire to advance my career in this profession. . Please contact me at 440-650-2155 For an interview. Sincerely, Syed. 03AFcWeA63VW4bqiBxxT23mvpRGDcU6zEbRCaSqtWzbwbFgA619Gr6OMDxMrzXHb1f7_UUxSEmpoKLepu_BoLnZcAZAQTbMeF8N5w1U-ScAOvAa4pB13RJ4ImL2c36MH30sX-wO4scvVL3r3nnOQ9tEp6BFpvxZ69m6LnMweQOnm9WfxhTw2rtg8DTAMqlIjlNsJx4Xhx1B-i3Eao8kmrHmxFRVQuUz9d1gLR4rMRgm02XM0QQmhhrMO-mOvYbgoY_tYlC64opK-8xKYojSgNG59DvFLAkX23kTv2q2-CZq-eKEp3AnNpxjNPcqTtofx9EI8zGEa6HpOBF501RtxWIi5zrAj1h88Qc8sP5WTcM8R12GLoQuaFIFyGm2vXAQhGbaRY7NmsJMTHU5Ba1jWJhOczrXroIaAs86PnqzFbejUxIhNuG-wKGofD7-HaDNKhC2KpgXCYKK4Dzqrk9N-jOgZD0JBGjGBMvl6zsMGg-JJhmAc7PaJQWtI11RxDtEPxI8gaHjf5bDOUf4Hn8nyYuvRp0Zfi_Z0lpWxWwBGNvO-Vxm-0zaT7OA61ON1SlNNWwB0gvgxrilrjYHtapiBxrCtAIkvrxRUPZWQ 164 103.77.26.213 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ October 2, 2023 5:19 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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In the rapidly evolving tech landscape, artificial intelligence (AI) has emerged as a game-changer for businesses across industries – transforming the way companies operate, make decisions, and engage with customers. From enhancing operational efficiency to personalizing customer experiences, AI is proving to be a pivotal tool in driving value for modern businesses.

Understanding AI

Artificial Intelligence refers to the simulation of human intelligence processes by machines, mainly computer systems. It encompasses various technologies like machine learning, natural language processing, computer vision, and more. The core idea behind AI is to enable machines to perform tasks that typically require human intelligence, such as understanding language, recognizing patterns, making decisions, and learning from experience. It is important to remember, however, that generative AI enables speed, and in turn, scale in your existing workflows. It will not open new workflow capabilities for your organization. AI can be applied to a wide range of business functions, including:

Data Analysis and Insights: AI can analyze large volumes of data with speed and accuracy, better than one single human, uncovering valuable insights that can guide strategic decisions.
Customer Experience: AI uses algorithms to collect insights that enable it to personalize customer interactions, enhance support services, and predict customer preferences and behaviors.
Process Automation: Repetitive and rule-based tasks can be automated using AI, leading to improved operational efficiency and enabling businesses to spend more time on value-added tasks.
Risk Management: AI algorithms can assess risks, detect fraudulent activities, enhance security measures, and so on, ensuring your business’s data and information remain protected/secured/etc.
Product Development: AI-powered simulations and prototypes can accelerate the product development cycle and lead to innovative ideas or solutions, helping your business bring product to market faster and more efficiently.
Supply Chain Optimization: AI can optimize inventory management and logistics to streamline the supply chain, helping you avoid overstock, cut costs, and better prepare to meet future customer demand.
Market Insights: AI can analyze social media and market data to provide real-time insights into consumer sentiment and industry trends, allowing businesses to better target their sales and marketing strategy to meet the needs of the market.

Download the full eBook below.

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Artificial intelligence (AI) has emerged as a transformative force that has the potential to reshape industries. However, the road to implementing AI successfully is not without its challenges. Crafting an effective AI strategy is crucial for organizations seeking to harness the power of AI while navigating the complexities it presents. An AI strategy serves as a roadmap that outlines how an organization plans to leverage the technology and its capabilities to achieve its goals and stay competitive in today's rapidly evolving landscape.

The Foundation: Cross-Functional People and Resources

Before delving into the pillars of an effective AI strategy, it is essential to underscore the significance of having a cross-functional team with the right skill sets and resources. AI implementation is not solely an IT endeavor; it requires collaboration between departments such as data science, business development, marketing, legal, and operations. This interdisciplinary approach ensures that all aspects of the organization are aligned with the AI strategy, leading to more holistic and successful implementation. Moreover, having executive input is pivotal. Leadership support not only provides the necessary resources but also sends a message throughout the organization that AI is a strategic priority. Adequate funding, hiring the right talent, and fostering a culture of innovation are foundational elements that empower an organization to execute its AI strategy effectively.

The Pillars of an Effective AI Strategy

Data Governance

Data is the lifeblood of AI, making data governance a fundamental pillar of any organization’s AI strategy. Effective data governance involves establishing policies, procedures, and controls to ensure that data is accurate, consistent, secure, and compliant with regulations. A comprehensive data governance framework facilitates data quality, accessibility, and usability, ultimately enhancing the accuracy and reliability of AI models as well as ensuring data integrity. Organizations need to define data ownership, establish data quality standards, and implement data classification to ensure sensitive information is handled appropriately. Regular audits and monitoring mechanisms are essential to guarantee data integrity, and a robust data governance strategy enables organizations to make informed decisions based on trustworthy data.

Advanced Platforms

The success of AI initiatives heavily relies on the availability of robust data platforms that enable data storage, processing, and analysis. These platforms serve as the foundation for building AI models and conducting advanced analytics. Cloud-based solutions, such as AWS, Microsoft Azure, and Google Cloud, offer scalable infrastructure and services that facilitate the handling of large datasets and the deployment of AI applications. Choosing the right data platform involves evaluating factors such as scalability, security, flexibility, and integration capabilities. A well-chosen data platform empowers data scientists and analysts to work efficiently, accelerating the effective development and deployment of AI solutions.

Integration

Integrating AI into existing business processes and systems is a crucial aspect of a successful AI strategy. AI should not be a standalone entity but rather one that is seamlessly integrated into an organization's workflows to drive meaningful outcomes. Integration enables real-time decision-making by leveraging AI insights from various inputs to optimize processes and drive innovation in the most efficient way possible. Application programming interfaces (APIs) and middleware solutions facilitate the connection between AI models and existing systems, enabling data flow and information exchange. Effective integration minimizes disruption, maximizes efficiency gains, and ensures that AI aligns with organizational objectives.

Legal Strategy

As AI becomes more pervasive, legal considerations surrounding AI strategy are paramount. Organizations must navigate complex regulatory landscapes, data privacy laws, and intellectual property rights. Developing a robust legal strategy ensures compliance with regulations and safeguards against potential legal challenges. Data usage agreements, privacy policies, intellectual property protections, and so on should be established to clarify ownership of AI-generated outputs and data rights. Collaborating with legal experts is necessary before pursuing any AI endeavor to ensure that the AI strategy adheres to the legal framework and mitigates any legal risks both now and in the future.

Communications Strategy

Transparent and effective communication is vital when implementing AI initiatives. Both internal and external stakeholders need to understand the value proposition of AI, its potential impact on processes and job roles, and how it aligns with the organization's mission. An AI communications strategy should address concerns, highlight benefits, and foster a positive outlook on future AI adoption. Regular communication channels, such as meetings, newsletters, and training sessions, can also help promote a culture of openness and understanding. Involving employees in the AI journey and addressing their questions and apprehensions cultivates a sense of ownership and enthusiasm while leading to more seamless user adoption.

Change Management

AI implementation often brings about changes in workflows and processes. An effective change management strategy ensures a smooth transition and minimizes resistance from employees. Change management involves identifying potential challenges, designing training programs, and providing the necessary support to help employees adapt to the new AI-driven environment. Involving employees from various departments in the design and testing phases of AI initiatives fosters a sense of inclusion and makes them more receptive to changes, as well. Transparent communication about AI and how it aligns with the organization's goals helps build buy-in and enthusiasm for the transformation and fosters a sense of trust within the organization.

Cost Considerations

While the potential benefits of AI are vast, organizations must also consider the costs associated with AI strategy implementation, such as costs associated with the technology investment itself, talent acquisition, employee training, and ongoing maintenance, to name a few. A comprehensive cost-benefit analysis helps organizations allocate resources efficiently and assess the return on investment from AI initiatives. Organizations should also consider the long-term sustainability of AI implementation. This involves evaluating not only initial costs, but also ongoing expenses related to maintenance, upgrades, and staying up to date with evolving AI technologies.

Next Steps

Crafting an effective AI strategy is a multifaceted endeavor that requires careful consideration of various pillars to ensure successful implementation. By addressing these pillars comprehensively, organizations can navigate the challenges posed by AI implementation while capitalizing on its potential to drive innovation. As AI continues to evolve, a well-structured AI strategy positions organizations to thrive and lead in the era of digital transformation. To take the first step towards building a solid foundation with the right AI resources in place, contact BCTG today for your staffing and recruiting needs.

Phyllis Walton LDTalents319@outlook.com 8888049614 Finding Talent Greetings, My name is Dr. Cathy Howard CEO of POCKO Channel. I'm in search for my new Television Headline Talents POCKO & Poochie. I would like to know if your agency can help me find them. SEEKING KIDS AGE 6 - 9 Payment: Flat $25,000 plus Contract Save the Date: We are casting for the main characters. Bring Headshot & Resume Email: LDTalents319@outlook.com On November 18, MEET me THERE... 9am- 5pm Gas South Convention Center 6800 Sugarloaf Pkwy Duluth, Ga. 30097 888-804-9614 Pockochannel.com POCKO & Panda Ride LOGLINE: Once upon a time a panda bear lived alone in a bamboo rainforest. The Panda 🐼 became sad because he was tired of being alone. So, he started imagining having friends to enjoy the beautiful rainforest. A voice came from out of the sky and said, your name is POCKO, and this is your planet, go and make good use of it. The Panda 🐼 got excited and start singing & dancing. POCKO is looking for friends to enjoy his new television network. We are looking for Headline Character POCKO POOCHIE AUDITION on NOVEMBER 18. 03AFcWeA7xOqRv5EFMsxwTBSmE3Wndwp8K6J1exldMO9uZKKhr7dGVzJ1S7nePz_tj0DQ4IZdSYoaT0GRbWXoZViQaDslz30I4o_xLMl5trqToQSAuLCCmqRnmvuNlvWnRGkHfHfSvaSHJUPwP-KhIX6CUYeA_RjYACpdNgJFNObSOe4WyaeaEASBmzIzV9n3ea-3nX3NxKpWa04DiCiqFjKJo_qx13BBFytxQtOnsKmRxtXVd5uLQT5vOYxzA7P7awFEZNpNfB9cU_ZibzAzHwDY6St3llwZzg8gS8Lb1rS-dbRGJIjfKEXM4DJ5YYAbgQztH7K4sozBVGQTKL7htfCxXzJEfPE-xbYZLefr5dE-liMJ6P9iU3wJyOcVk47E5fWem0P2MYWQ3k2Q7RKXQrLUOSLhZfwX0nsX56ZJ6E2OCw-HRFGu17EbN4Ea6JLMGaEWfIXB2QAqaz5UJKqvVFDOqzTC1T8z250wWnDAiDLrPest6VP9fIitWqq7PYInY5CzgMxesDl7eb10oqHZ4H-27f5s5C1yllmDdxHvoa70nZ0u-oZGx5UdRuUzStVt5Iz5trIQm3ONNlmRhQ3TFXxZsPJR9MhYApaMW4tPo2lwmveYmj2JLCq0 165 96.32.174.204 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 Edg/117.0.2045.31 https://www.bullcitytalent.com/contact-us/ October 5, 2023 9:33 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Cathy Howard LDTalents319@outlook.com (888)8049614 Finding Talent Greetings, My name is Dr. Cathy Howard CEO of POCKO Channel. I'm in search for my new Television Headline Talents POCKO & Poochie. I would like to know if your agency can help me find them. SEEKING KIDS AGE 6 - 9 Payment: Flat $25,000 plus Contract Save the Date: We are casting for the main characters. Bring Headshot & Resume Email: LDTalents319@outlook.com On November 18, MEET me THERE... 9am- 5pm Gas South Convention Center 6800 Sugarloaf Pkwy Duluth, Ga. 30097 888-804-9614 Pockochannel.com POCKO & Panda Ride LOGLINE: Once upon a time a panda bear lived alone in a bamboo rainforest. The Panda 🐼 became sad because he was tired of being alone. So, he started imagining having friends to enjoy the beautiful rainforest. A voice came from out of the sky and said, your name is POCKO, and this is your planet, go and make good use of it. The Panda 🐼 got excited and start singing & dancing. POCKO is looking for friends to enjoy his new television network. We are looking for Headline Character POCKO POOCHIE AUDITION on NOVEMBER 18. 03AFcWeA4mn4knr1aHZsp1DNq4vhU4zZM_4Pp3m9JObQYzs8rSUW15igVXB6S7lrBNAUCm_P7ZBzTeHJ1FepovAVUk0-BMtxOP5HgO0ZnzvTobdDGatlbqLQCt3r31HQzDvqrcuLorRcn0AOlQq46Cm8_KzJDYANwCtNIlIeCIAxmb7ksj61_MRaHFXojaJV2nfZw91klxUAzFVR79X7e2n1AEmTpA4T7k7v3FFDf3uVjCA13RAIbpMAtGmqFBUrX3fJw9_OWS_MiOKr70pHMwNoNCfSfreQfVKnkeFDo-BdthSSZT1D60CoMXnKLwhoG_31M8G6bRLmf1Zqg8e-yRV1HHDYDBkFFO8TaiDVX9mKMraTfac6bGeyr6KjXLqqCGK7iWWbJdGamiZvs05VW9zHnnF3BnP1Q4moyruN76dZde-9h699Yb4DQnJ04oC4v7G6I-V2Dwn1d-lLkUKNCxBXH4Cv9iJrPj1iwgoG6dDYiSPZSOuWyow3dBEbFlDsnGxNvQCyXcRAO01-Os0bQxRwDgI_fcozIWionZscjdz8YAge1xLpnsHFXprNrBMZe7O0ejgHSQRQoBtTjBsnHCE9MbgDztyRmUtoprnnsqgUrl_IE3W87Kgl0 168 96.32.174.204 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/117.0.0.0 Safari/537.36 Edg/117.0.2045.31 https://www.bullcitytalent.com/contact-us/ October 5, 2023 9:35 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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From predictive analytics to natural language processing, AI technologies have the potential to drive innovation for any organization. However, to successfully deploy AI, you cannot just let the algorithms run; its success also requires a holistic approach with effective data management, secure infrastructure, well-trained resources, and the right skillsets.

AI Deployment Challenges & Cloud Computing

Deploying AI involves more than just creating and training models. It requires a robust ecosystem that can handle data ingestion, processing, storage, model training, inference, and monitoring. Organizations must address these challenges related to scalability, security, and performance to truly harness the power of AI. While the common assumption is that the first step would be to bring in data scientists, the first step actually focuses on the cloud. Cloud computing provides on-demand access to a variety of computing resources, such as storage, processing power, and networking. Cloud platforms, like Microsoft Azure, offer a suite of services that can be leveraged to build, deploy, and manage AI applications efficiently. As such, in order to overcome AI deployment challenges, organizations need to first look towards cloud engineers and architects.

Skills Needed to Deploy AI

Cloud architects and engineers play a pivotal role in bridging the gap between AI capabilities and operational realities as they specialize in designing, implementing, and managing cloud-based solutions. Below are a few reasons why their skillsets are crucial for to successfully deploy AI:

Change Management

Your organizational ability to adapt to change is pivotal to the seamless integration of AI systems. This includes effective communication among employees and with stakeholders, as you explain the benefits and mitigate any potential resistance to change. Solid change management is also key to monitoring and adapting AI deployments in real-time to ensure option performance and scalability as business needs evolve.

Infrastructure Design

Deploying AI models requires a scalable and reliable infrastructure. Cloud architects are skilled in designing infrastructure that can dynamically adjust to varying workloads, ensuring optimal performance during peak demand. They consider factors like virtual machines, containers, serverless computing, and storage solutions to create an environment that supports AI workloads.

Resource Allocation

AI applications often require significant computational resources, especially during training phases. Cloud architects can optimize resource allocation to ensure that AI tasks are executed efficiently without wasting resources. This ensures cost-effectiveness and minimizes downtime.

Scalability

Cloud architects design solutions that can seamlessly scale up or down based on demand. This is essential for AI applications, which can experience fluctuations in workload intensity. Scaling resources in response to demand ensures consistent performance and user experience.

Data Management

AI thrives on data and managing data at scale is a complex task. Cloud engineers can design data pipelines that efficiently collect, store, and preprocess data for AI training and inference. They ensure data integrity, security, and accessibility throughout the AI lifecycle.

Security and Compliance

Cloud architects and engineers are well-versed in implementing security measures to protect AI systems and data. They ensure compliance with industry regulations and best practices, safeguarding sensitive information from potential breaches.

Integration and Deployment

Cloud architects facilitate the integration of AI models into existing systems or applications. They ensure that AI seamlessly interfaces with other software components, enhancing its usability and impact.

Maintenance

AI deployment is an ongoing process that requires continuous monitoring and maintenance. Cloud engineers set up monitoring tools that track system performance, identify anomalies, and facilitate timely interventions.

Building a Strong AI Team

Deploying AI is a complex endeavor that requires the convergence of various disciplines and skillsets. Organizations need to build a multidisciplinary team that includes skilled cloud engineers/architects, along with data scientists, machine learning engineers, software developers, and domain experts too. As organizations continue to embrace AI-driven solutions, the presence of skilled professionals becomes increasingly critical for unlocking the full potential of AI. For help staffing the right resources for your AI initiative, contact BCTG today.

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As businesses seek to leverage the power of AI to drive innovation and efficiency, consultants are finding themselves at the forefront of this transformation. Yet, to thrive in AI consultancy and navigate the intricate realm of AI development, consultants must not only be adept at strategic thinking but also equip themselves with a robust set of technical skills. Consultants must understand the high-level implications of AI as well as be able to dive deep into the intricacies of development. From programming prowess to critical thinking, we outline the key skills that contribute to the holistic expertise needed for successful AI consultancy below.

Hard Skills Needed to Thrive in AI Consultancy

Programming Proficiency

At the core of AI development lies proficiency in programming languages, and consultants developing AI models and integrating them into existing systems will benefit from proficiency in languages commonly used in AI and software development. When choosing a programming language, it's important to consider the requirements of the project, the existing technology stack, the availability of relevant libraries and frameworks, and the expertise of the development team. Python, with its simplicity, versatility, and rich ecosystem of libraries and frameworks, is the de facto language for AI development. Consultants should invest time in mastering Python to effectively prototype, develop, and deploy AI solutions. Additionally, familiarity with languages like R, Java, and C++ can be advantageous in certain contexts.

Data Structures and Algorithms

A solid foundation in data structures and algorithms is indispensable for AI development. This knowledge enables consultants to efficiently process and manipulate large datasets, a crucial aspect of AI applications. It also aids in optimizing algorithms for performance, which is especially critical in real-time or resource-constrained AI environments.

Statistics and Probability

AI heavily relies on statistical models and probability theory. Understanding concepts like regression, hypothesis testing, and Bayesian inference is vital for building accurate and reliable AI models. Consultants must be adept at interpreting and drawing insights from statistical results in order to make informed decisions when it comes to AI applications.

Machine Learning Fundamentals

A consultant venturing into AI should have a comprehensive understanding of machine learning concepts. This includes supervised and unsupervised learning, reinforcement learning, and various algorithms, like decision trees and support vector machines. Additionally, knowledge of model evaluation metrics such as accuracy, precision, recall, and F1-score are crucial for assessing the performance of AI models.

Download the full eBook below.

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As we stand on the brink of an AI revolution, it is crucial to get people invested early in the AI journey. By fostering engagement, understanding, and collaboration, we can ensure that the benefits of AI are both understood by and accessible to all and also that the potential challenges are addressed collectively.

The Promise and Potential of AI

AI is not merely a technological advancement; it represents a fundamental shift in the way we approach problem-solving and decision-making. From healthcare and finance to manufacturing and entertainment, AI is poised to revolutionize every sector. It can amplify human capabilities, automate routine tasks, and unearth insights from massive datasets that were previously inconceivable. The promise of increased efficiency, innovation, and progress is tantalizing. However, realizing this promise requires more than just technological expertise. It necessitates the involvement of a diverse range of stakeholders who can contribute their unique perspectives and concerns. As such, it is vital that the individuals involved in this journey understand how AI will affect them and the organization as a whole from the start.

The Importance of Investing in AI Early-On

Understand

People tend to be skeptical or resistant to changes they do not understand. By involving individuals from various backgrounds early in the AI journey, organizations can demystify the technology and its implications. Education and awareness play a pivotal role here. Workshops and training sessions can equip employees, customers, communities, and key stakeholders with the knowledge they need to comprehend AI's potential benefits and challenges. When people grasp the value AI brings and how it will affect their day-to-day, they are more likely to take ownership of its integration.

Innovate

Innovation flourishes when different minds come together, and the AI revolution is no exception. Encouraging cross-functional collaboration amongst technologists, domain experts, creatives, and ethicists can lead to groundbreaking ideas. For instance, healthcare professionals working alongside AI engineers can design tools that enhance medical diagnosis and treatment. By getting people invested early in AI projects, organizations tap into the rich tapestry of human ingenuity, creating solutions that are comprehensive and inclusive.

Consider

AI is not just about technology; it is about ethics, too. Questions surrounding bias, privacy, and accountability are crucial and demand diverse perspectives. When people from various walks of life are engaged in AI development, they can help identify potential pitfalls and ensure that these considerations are central to the decision-making process. This prevents the development of biased algorithms or technologies that inadvertently discriminate. Inclusion at the early stages ensures that AI benefits everyone, irrespective of their background or identity. An AI strategy or journey that addresses these concerns proactively is more likely to earn trust and acceptance, as well.

Transition

Change can be disruptive, but early involvement makes transitions smoother. When employees, customers, and stakeholders are part of the AI integration process, they can voice their concerns and provide valuable feedback. This not only helps in refining AI applications but also minimizes resistance to change. When individuals are active participants rather than passive recipients, they're more likely to embrace change. The feeling of being heard and valued can make individuals more receptive to adapting to new technologies.

Anticipate Challenges

It is essential to anticipate any challenges that may come with your AI journey and devise strategies to address them. By involving individuals across the board, organizations can tap into collective wisdom to foresee potential roadblocks. Whether it is data security or an impact on innovation, a diverse array of perspectives can help in formulating holistic solutions.

Why You Need to Get People Invested Now

The future of AI holds immense promise, but its realization depends on widespread early investment. By involving people from all levels of your organization, you can harness the power of AI to create a more inclusive and innovative path ahead. The journey towards AI integration is about both technology and people collaborating to shape the course of progress. Change management is a key pillar of any organization’s success. As your business begins its AI journey, talk with BCTG about how we can help get your people invested early on for a promise of success.

The rise of AI has ushered in a new era of technological innovation, and as AI adaptation gains momentum, it becomes paramount to engage people throughout your organization early in the process. By employing strategic tactics to pique curiosity, foster understanding, and ignite enthusiasm, organizations can pave the way for broad-based involvement in this transformative journey.

Why It Matters

AI is a game-changing technology with the potential to revolutionize how we live and work on a daily basis. From predictive analytics to personal assistants, AI's reach is vast and transformative. However, to unleash its full potential, early engagement is essential.

Tactics to Consider

Generate Curiosity and Interest

Creating anticipation about AI requires more than just lofty promises. People need to see AI in action and understand how it impacts their work and day-to-day tasks. Hosting AI demonstrations, for example, can provide tangible examples of AI's capabilities, and seeing how AI can solve everyday problems or enhance productivity can spark interest and curiosity.

Offer Learning Experiences

The AI landscape can be intimidating, especially for those unfamiliar with the technical aspects. Offer tailored learning experiences to bridge this gap. AI workshops, webinars, training sessions, and tutorials catered to different skill levels throughout your organization can make AI concepts accessible and relatable. With hands-on or interactive learning experiences, you can break down complex ideas into digestible information to help individuals grasp the significance of AI innovations and how they can contribute to its overall success.

Engage Thought Leaders

Thought leaders and experts in AI can lend credibility and excitement. Organize talks or panel discussions featuring experts – even those within your organization - to inspire individuals and provide insights into cutting–edge developments. Their enthusiasm can rub off on participants, motivating them to get involved as well.

Open Innovation Platforms

Launching open innovation platforms where individuals can contribute ideas and solutions related to AI can foster a sense of ownership. Crowdsourcing AI-related challenges allows diverse perspectives to converge, generating solutions that might not have been possible within closed circles. It is also vital to establish mechanisms for regular feedback from employees and stakeholders and use their insights to refine AI initiatives and make them more aligned with real-world needs.

Provide Inclusive Communication

Inclusive and transparent communication is key to any organization, and when it comes to implementing a new technology or solution, this type of open dialogue is even more critical to success and adoption. Consider forming cross-functional teams that bring together experts from different disciplines and encourage open dialogue to generate ideas that account for a variety of perspectives. Above all, maintaining transparency about AI initiatives with clear and inclusive communication is key to getting people invested. Share AI developments, breakthroughs, setbacks, and other considerations through newsletters, recurring meetings, or regular updates to keep individuals informed and engaged. Open communication builds trust and makes them feel like valued contributors to the AI journey.

Deploying These Tactics

Engaging people early in the AI journey requires a dynamic approach that taps into their curiosity and desire to be part of something transformative. By employing a combination of hands-on experiences and collaborative platforms, organizations can ensure that their AI journey becomes a collective effort from top to bottom. For help getting started, reach out to experts at BCTG.

Innovation has always been at the forefront of human progress, driving societies and industries forward. Over the past few decades, we've witnessed the transformative power of technology, with artificial intelligence (AI) emerging as a key catalyst. The integration of AI into various aspects of business and everyday life has opened up opportunities that were previously unimaginable. Democratizing innovation with AI is now possible, and businesses need to form a strong foundation that allows employees to leverage their understanding of the business with AI to drive innovation.

The Rise of Democratized Innovation

The cloud has become the backbone of modern innovation. It provides a scalable, flexible, reliable, and cost-effective platform for hosting applications, storing and processing data, and running complex computations. Cloud services eliminate the need for significant upfront investments in hardware and infrastructure, enabling startups, businesses, and even individuals to experiment with and deploy innovative solutions like AI. The convergence of AI and cloud computing empowers individuals and organizations to harness the power of AI without requiring specialized hardware or extensive coding expertise, which is especially seamless for those with pre-existing cloud knowledge. Pre-built AI models and services offered through the cloud make it possible to integrate AI functionalities into applications and services with relative ease.

The Imperative of Clean Data

While the cloud and AI offer unprecedented opportunities for innovation, they are dependent on a critical foundation: clean data. The quality of data directly impacts the efficacy and ethical use of AI-powered solutions. As with any technology implementation, clean data is of paramount importance. Here’s why:

Accurate Insights: AI systems learn patterns from data. If the data is noisy, inaccurate, or biased, the insights derived from it will be flawed. Clean data ensures that AI models produce accurate and reliable results.
Ethical Considerations: Biases present in data can be perpetuated by AI systems, leading to discriminatory outcomes. Clean data that is diverse and representative helps mitigate biases and ensures fairness in AI applications.
Effective Decision-Making: Businesses rely on data-driven insights for strategic decisions. Unclean data can result in misguided decisions, hindering growth and innovation.
Optimized AI Models: Training AI models requires significant computational resources. Clean data accelerates the training process, reducing the time and energy required to develop effective models.

Strengthening the Foundation for AI Adoption

To truly democratize innovation, businesses must pave the way for their employees to leverage their understanding of the company with advanced AI. The cloud acts as a catalyst for the clean data movement, providing the infrastructure and tools necessary for data collection, storage, processing, and analysis. Clean data, in turn, ensures that the AI-driven innovations are accurate, ethical, and effective. To harness the full potential of AI and the cloud for democratized innovation, organizations should:

Embrace Cloud-Native Development: Leverage cloud services for rapid development, testing, and deployment of AI-powered applications. This approach reduces time-to-market and optimizes resource utilization, ensuring that innovation can occur swiftly and efficiently.

Prioritize Data Quality: Invest in robust data collection, validation, and cleaning processes. Collaborate across teams to ensure that datasets are accurate, representative, and bias-free. This allows employees to extract meaningful insights that drive innovation.
Educate and Upskill: Democratization of innovation requires a workforce that understands AI and cloud technologies. Invest in training and upskilling employees to maximize the benefits of these technologies. Creating a bridge between expertise and innovation will empower employees at all levels of your organization.
Highlight Ethical AI: When integrating AI into solutions, prioritize ethical considerations. Regularly audit and assess AI models for biases and fairness and iterate on the models to improve their ethical implications.

To continue the discussion, contact experts at BCTG.

John Mann john.mann.cpa1@gmail.com 8329225753 Finding a New Position I am a CPA who worked with a global corporation on a team that supported its SAP ECC 6.0 environment. The modules I worked on were mostly finance related - FICO, Special Purpose Ledger etc., but I worked with teams too that supported Plant Maintenance, Procurement and the Material Master. How can I become a member of Bull City's talent pool? 03AFcWeA4HICsIWzSJ3KmiQTkHmWwItIcpvBKviUPqlK8AKDER5HUdB5M_L-xp-_-rorjmOJ8O2bIDFszFyf4-R1iyNgdiHJDeyMNpsMBE38wy7sPkWSGGnRba1caZ9pdILhBYd1jwbmW7sV5Yg5AipJ_oRLHrko4iCtlZP9Skaoc6TM4xxW3F-d0ocM61M1WBg0rLMcg5dhsUaDeUqTm1BxYdLBZ8JKQh0PqPz1OnwqLabacTTkR4QfZzAbaaTBp96lekiY9jN456Da48-LOPMCjMhGfEgvJ1165BRLAK55zqqB3fUF9b6-d_DUlYs4dPhj3aWvOyIvg31mKdIbXFX_QvSvmlJmDghRVfl4QVatIbMeFJ0cQIzFiA0eXoEcmW5Wic3S7M045pyliaPEQBW4qsdC6Pt6jOwgL0UaN5xUt7oqe1QZS-kU87KRU8nhfWDRjCubP3jOiMZSSswZ261AEnxX9qAQVjnuKT2Z-8YofSBxbrk8J4bYT3jraSXQ9uMRIRZq2Cj_Mhu4yt0D8jiyx_PU4DeTEuYwvBY1nq-7oTIOPImQr3JdHnIy388lgIt4_ydUu4i4Hq5JDF2EuYxnweRCrvvTH8KjNwX0L5j6MHaUev-rQ13gCvId54qTxvRYrEXnEJLK2S5M51f3fCU8X86mlxirlD3Q 172 104.188.118.57 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/118.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ October 24, 2023 3:32 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

John Mann john.mann.cpa1@gmail.com 8329225753 Finding a New Position I am a CPA who worked with a global corporation on a team that supported its SAP ECC 6.0 environment. The modules I worked on were mostly finance related - FICO, Special Purpose Ledger etc., but I worked with teams too that supported Plant Maintenance, Procurement and the Material Master. How can I become a member of Bull City's talent pool? 03AFcWeA6IRmtYVQ5wO7dcW_aZP994SS-xEpHqmvhEiaPU12DJ6c0CQuGMhTT30C8C0MKY3RgtPJE4Z0zyRbbuIodO_DkuRir3NoWyzeBvKlhZ2ezG5XjsUGykeizODAW6CdvkCwNl4x19Dc6kDYdL6z2lCgIeAk8Kn5qYEe5eCbgPL-QzyHfPd0GHKcjgQunx7mC4GkK6u7qtbgU5FIvz4e9cRyRpcNLqxdGbf0Hfhwqv31mtt7vO9d7oVBu6xG-rxFOSuXUJww2A0_irpYVd7yabHwKNQyr_g4EeEZsHhDpRwonXaNmEkwLJAFHljJNjFj8ii6k3VXcg_Ew_JPPrZ4kFr-ILlpi9zXu9zWqE5bkechFKMKzb6zr3hUVCmXfUQteSPtZ_J261DeHQxL3ZOa5YLuvpaPJd-jl1GpLecR8cH4owBbpFlhGYjNkUFWkAyO5EiOwmuYRjVjxpCYBVIJmJZoRQv9S4Tdrt2KmW3s8Cz9IrgJ8FZkkJhob-NbbOZdoA8Izh6K_3hv203AGgUHTpWS0aC2AXCv2wjpKtR3VEIm0ixZKaMKsa8yv5b06VgjqwYTdbFDChGFsgM-WExB90U5A047PuHigc2mjYtJWVI76G2zhKdPyodRQdgITfsZu6ifPlf4ua 173 104.188.118.57 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/118.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ October 24, 2023 3:35 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

John Mann john.mann.cpa1@gmail.com 8329225753 All of the above SAP ECC 6.0 with EHP 8 while working for a global corporation in the energy sector. Finance (FICO, SPL), also to a degree Procurement, Material Master and Plant Maintenance. Building my career as an independent consultant Learning new business and technical skills I am also a CPA in Texas with experience performing accounting roles., then moving to IT to support SAP. 03AFcWeA437ElwQaOk4teZTr8rn5FErYe-ZF32oHL9jUtOAqPQ1bCJanifiMjd5M-rXqrlYGKURrmWhdPSf81vKHJhr8adSSOsc4M71SANzNcFbxHmZ7ISGcMh11TWnzTxzgHt1kz3nNyc27w-MDSyR_AmNnD39DHIxGmIgPweu7iyrcPGYMeBn22FgEBNu81ZpOVOV8XHgr5LLmJZIH3llRCAEk_eUNDHuxHtwtnnNT6yNz0AhE-CNxOcQ3da7D6ggDsBRoabqB3Q-bAYpfFCUmnSpqJqBIUxrBrHv-Nmscmt6lx0NMO2ZMJ6vaAgvgUca0fM6v8Lcge0JhxIcu-h0qiQ5ae1AsZAza9tDAsF7i5Doev5yIkk7f3LgeoSElkLeD_rsV9V7aIejCR4FqhkSoCHWJXVhQu3NMbObsEAzU5raPsCnJoUy-6NsB9uHxhXhG7bUOWAn8E_SOL3LYkZ6vr36b_jHco46-I7-07dDc7JbdpOQ8dYYQ77X7nLIRb_HjEiVtHkJoLx0IpexoZmOJ0uMgFM8GgUQDKIKsRRxbl-DM1FmO0TWDmlp7an-siQDwCN6flTP5h39cQdlatoDP--OL2htMsYvgR-4_W4kyuNoesyXyZ0GdBs1WlICRfOlmKzQaagcO1N 184 104.188.118.57 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/118.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ October 24, 2023 4:05 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Artificial intelligence (AI) is shaping the tech industry in many ways – among them, it is making a significant impact on the staffing and recruitment processes. In a business environment, cost cutting and time efficiency are two critical keys to success. When it comes to the recruiting and hiring process, AI can improve many aspects in the historically lengthy process by cutting out some of hiring managers’ mundane and tedious tasks. Additionally, it can reduce recruitment bias and make the overall experience better for candidates. In fact, 89% of HR professionals believe that AI will improve the application process. As candidates continue to flood organizations with applications, consider how AI could impact your staffing and recruiting processes.

AI for Recruiting and Staffing

Increasing Time and Cost Efficiency

The recruitment process can often be drawn-out through various HR requirements and monotonous protocol. However, AI-powered software can cut down on these tasks with its generated capabilities for applicant screening, scheduling interviews, asking basic questions, and more. AI can also seek out information about candidates, making predictions and suggestions based on candidates’ LinkedIn profiles or other public data. These AI capabilities can reduce time spent on necessary but simple tasks that often overwhelm hiring managers which, in turn, can save money and resources needed to fulfill those tasks. With AI, recruiters can cut time spent on writing initial emails, scheduling interviews, and surfing LinkedIn, for example, and focus their attention on more crucial tasks, such as conducting interviews and job advertising.

Reducing Bias

Since AI is a non-human tool, it can eliminate the unconscious bias that often occurs in the recruitment process. Oftentimes, employees evaluating and seeking out candidates may have an intended or unintended bias about who they want to fill the position, and this bias could be based on gender, race, age, etc. However, subconscious judgments are harmful to the recruitment process and can undermine quality talent from one individual's bias. AI does not make decisions based on preference or emotion. This can mitigate issues arising from prejudice hiring managers or interviewers, making the entire process more inclusive and fair. In fact, 68% of recruiters believe that AI will eliminate unintended bias during staffing. As such, implementing AI can help achieve some of your inclusion efforts in the staffing process.

Improving the Candidate Experience

AI eliminates the margin of human error, meaning it won't accidentally forget to call back a candidate or wrongfully schedule an interview. In many ways, AI can make the staffing process smoother through facilitating communication in a timely manner while avoiding the risks of forgetting a potential candidate. Additionally, companies have used AI chatbots for years to help with customer service issues; however, they can be used for staffing too, as it can answer simple questions a candidate may have. On the employer side, AI can also be helpful when identifying if an employer is being ghosted so that they can stop reaching out. Overall, AI-powered software has many capabilities that reduce chances of error and improve candidate-employer communication.

AI Drawbacks

As with any computer or technology system, there will be flaws and cautions to consider. AI can be great at predicting patterns, answering basic questions, and sending simple emails. However, oftentimes human judgment is necessary for more complex questions. While AI might have picked out the perfect on-paper candidate, human decision should also be a part of the equation. Al can't answer all our questions. For example, does this candidate work well with others? Also, AI tends to sound impersonal to candidates. Candidates want to feel as if they are communicating with a real person, and AI can make the candidate feel unheard or not important. It is also important to note all technology can glitch. AI’s algorithm can malfunction, and computer mistakes can be made. Overall, AI has immense capabilities, but keep in mind the need for human staffing resources as well.

Incorporating AI in the Future

The decision to implement AI in your staffing processes depends on your firm's needs and goals. If you are feeling overwhelmed by applicants, considering AI might be the right choice. AI can advance organizations methods of identifying and engaging with candidates and can revolutionize how you conduct your staffing. Contact BCTG and connect with experts for guidance on if AI is the right next step for you. Contributions from Leah Harding

Artificial intelligence (AI) has the potential to revolutionize various facets of the retail industry, from inventory management to personalized customer experiences. To effectively leverage AI's power in the coming years, retailers must cultivate a mix of technical and strategic skillsets within their workforce to enhance customer experiences, optimize operations, and remain competitive in the retail landscape. Below, we outline ten essential AI skills for retail that big box retailers will need to implement and maximize the benefits of AI technologies.

Skills Big Box Retailers Need to Invest In

1. Data Analysis and Interpretation

A foundational skill for AI implementation in retail is the ability to work with vast datasets. Retailers will need professionals who can proficiently collect, cleanse, and analyze large volumes of data from sales transactions, customer interactions, and so on to extract meaningful insights and trends. Data analysts who are adept in tools like Python and SQL will be indispensable for retailers to make informed decisions based on AI-generated recommendations. Furthermore, the ability to interpret these insights and translate them into actionable strategies is equally vital. Employees who can transform data into actionable insights will play a pivotal role in shaping business strategies powered by AI.

2. Machine Learning and AI Development

To fully harness AI's potential, retailers will require individuals skilled in machine learning and AI development. These experts will be responsible for creating algorithms and fine-tuning systems to cater to the specific needs of the retail environment. Proficiency in programming languages will be essential. Additionally, an understanding of advanced AI techniques like neural networks and reinforcement learning will be invaluable for developing retail solutions that can keep up with evolving customer demands and a dynamic retail landscape.

3. UX/UI Design for AI-Driven Interfaces

As AI becomes increasingly integrated into retail operations, there will be a growing demand for user experience (UX) and user interface (UI) designers. These designers will be tasked with crafting intuitive and user-friendly interfaces for AI-powered applications, ensuring seamless interactions between humans and machines. Skills in design tools like Adobe XD, Sketch, or Figma, combined with a deep understanding of AI capabilities, will be critical for creating interfaces that elevate the customer experience.

4. Cybersecurity and Ethical AI

With the heightened reliance on AI, cybersecurity will be of paramount importance. Retailers will need professionals with expertise in safeguarding AI systems from cyber threats while ensuring the privacy and security of customer data across channels. Moreover, ethical considerations in AI deployment will be crucial. Experts in ethical AI will be essential to guarantee that AI systems operate with fairness, transparency, responsibility, and accountability, avoiding biases and discriminatory practices.

5. Customer-Centric Mindset

While AI can enhance operational efficiency, it should never replace the human touch in customer interactions. Retailers will need associates who grasp the significance of a customer-centric approach and can employ AI to augment, not replace, the customer experience. Training staff to utilize AI technologies to enhance personalized interactions, recommend products, and address customer concerns will be essential for maintaining customer loyalty and satisfaction. For example, retailers can use AI to segment customers based on behavior, preferences, and demographics for targeted marketing and personalized shopping experiences. Home Depot introduced an AI-powered visual search feature in its mobile app. Customers can take pictures of items they want to purchase or find similar products using the app, improving the shopping experience and ease of product discovery. Similarly, Target implemented AI-driven personalized recommendations in its online and app shopping experiences. By analyzing customer purchase history and browsing behavior, the retailer tailors product suggestions and promotional offers to individual shoppers, enhancing engagement and sales.

6. Predictive Analytics

Retailers must nurture skillsets that enable them to forecast consumer behavior, demand trends, and inventory needs accurately. Professionals adept at predictive modeling and analytics tools will help retailers optimize their supply chains and inventory management. Retailers can also use AI to adjust prices dynamically based on factors such as demand, competitor pricing, and market trends to maximize revenue and competitiveness, or to monitor and analyze competitor pricing strategies and product offerings. This is especially vital in an industry where supply chains have been challenged over the past few years and continue to search for ways to be more resilient.

7. Natural Language Processing (NLP)

For retailers looking to enhance customer support and engagement, expertise in Natural Language Processing (NLP) will be a game-changer. NLP specialists can develop chatbots and virtual assistants that can understand and respond to customer inquiries and feedback in a conversational manner, improving customer satisfaction and support efficiency.

8. Supply Chain Optimization

Efficient supply chain management is crucial for retailers, and AI can play a significant role in this domain. Skillsets related to AI-driven supply chain optimization, including demand forecasting, inventory optimization, and route optimization, will be in high demand to ensure streamlined operations and cost savings. Big box retailers can leverage AI for accurate demand forecasting to optimize inventory levels, reduce stockouts, and improve overall supply chain efficiency, or for inventory management to ensure the right products are available at the right locations and times. Amazon, for example, utilizes AI-powered robots in its fulfillment centers. These robots navigate the warehouses, retrieving and transporting items to human workers, enhancing order fulfillment efficiency and accuracy. Retailers can leverage AI to help overcome some of the many supply chain challenges they have been facing in recent years.

9. Communication and Change Management

Implementing AI technologies in a big box retail environment necessitates effective communication and change management skills. Employees at all levels must comprehend the benefits and implications of AI adoption. Communication specialists who can convey intricate AI concepts in an accessible manner will be invaluable. Change management experts will also play a pivotal role in guiding teams through the transition as well, aiding them in adapting to new workflows and maximizing the benefits of these technologies while fostering a culture of innovation.

10. Continuous Learning and Adaptation

The retail industry is evolving rapidly, and AI is continually advancing. Retail employees must be open to acquiring new skills, staying updated on trends, and adapting to changes in technology and consumer behavior. As the AI landscape is still very much an unprecedented territory, staying ahead of the game is key to finding continued long-term success in this space.

Implementing AI Skills for Retail

The adoption of AI technologies offers big box retailers a potent toolbox for optimizing operations and remaining competitive in the ever-changing market. Big box retailers should actively invest in AI training and collaboration across departments to effectively integrate AI technologies into their operations, elevate customer experiences, and drive business growth. From data analysis to continuous learning, a diverse range of skills will be necessary for successful AI implementation, but by nurturing these skillsets, retailers can position themselves for sustained success in the digital age. To continue the discussion on AI skills for retail, reach out to BCTG today.

The integration of artificial intelligence (AI) technologies has become crucial for life sciences companies looking to advance research, drive innovation, streamline operations, and enhance patient care – all while adhering to strict regulations. From drug discovery to personalized medicine, AI has the potential to revolutionize various facets of the life sciences, but to effectively harness the power of AI, companies must first cultivate specific skills, both technical and domain-specific, within their workforce. Below, we explore essential skillsets of individuals in the life sciences in order to successfully implement and maximize the benefits of AI technologies.

AI Skills for Life Sciences Companies

Data Analysis and Interpretation

A foundational skillset for AI implementations in the life sciences is the ability to work with extensive datasets. Professionals who can proficiently collect, cleanse, and analyze large volumes of biological and clinical data will be indispensable. Data analysts with expertise in tools like Python, R, and SQL will be pivotal for companies to make informed decisions based on AI-generated insights, and the ability to interpret these insights and translate them into actionable strategies is equally vital. Employees who can transform data into insights will play a pivotal role in shaping research strategies powered by AI.

Machine Learning and AI Development

To leverage AI, companies will require individuals skilled in machine learning and AI development. These experts will be responsible for creating algorithms, training models, and fine-tuning systems to cater to the specific needs of the industry, such as drug discovery or genomics research. Understanding various machine learning algorithms and techniques for predictive modeling can aid in drug discovery, personalized medicine, patient outcome prediction, and more. Proficiency in programming languages will also be essential, along with an understanding of advanced AI techniques like deep learning and reinforcement learning for developing cutting-edge solutions. In one case, Exscientia, an AI-driven drug discovery company, utilized AI algorithms to design novel drug compounds. They employed machine learning models to predict the properties of potential drug candidates, significantly reducing the time required for lead optimization and preclinical testing.

Bioinformatics and Computational Biology

Incorporating AI into life sciences necessitates a deep understanding of bioinformatics and computational biology. Professionals who are adept in these domains will be critical for tasks such as genomic data analysis, to identify genetic variations and mutations along with potential drug targets; protein structure prediction, to aid in understanding drug interactions and designing new drugs; and molecular modeling, where AI can significantly accelerate research efforts.

Regulatory Compliance and Ethics in AI

Given the highly regulated nature of the life sciences industry, expertise in regulatory compliance and ethical considerations in AI deployment will be paramount. Professionals who understand the ethical implications of AI in healthcare, along with the importance of transparency, and who can navigate the complex regulatory landscape will be indispensable. Other areas to consider include:

Pharmacovigilance: AI can assist in monitoring adverse events and safety signals related to drugs, enhancing regulatory compliance and patient safety.

Bias Mitigation: Ensuring AI models are trained on diverse and representative data to mitigate biases in drug discovery and clinical decision-making.

UX/UI Design for AI-Driven Healthcare Interfaces

As AI becomes increasingly integrated into healthcare operations, there will be a growing demand for user experience (UX) and user interface (UI) designers specializing in AI-driven interfaces. These designers will be tasked with crafting intuitive and user-friendly interfaces for AI-powered applications, ensuring seamless interactions between healthcare professionals and AI systems.

Clinical Expertise and Medical Knowledge

Incorporating AI into healthcare and life sciences requires professionals with a strong foundation in clinical expertise and medical knowledge. This skillset is vital for understanding the context and nuances of medical data, as well as ensuring that AI-driven solutions align with best clinical practices. While medical knowledge is key, AI can help streamline clinical trial processes. For example, Saama Technologies, a clinical analytics solutions provider, used AI to optimize its clinical trials. By analyzing historical clinical trial data, the company identified patterns that could predict patient recruitment bottlenecks and helped pharmaceutical companies make data-driven decisions to improve trial efficiency. Similarly, Pfizer collaborated with Concerto HealthAI to develop an AI platform that matches eligible patients with clinical trials. Analyzing patient electronic health records, the platform identified suitable candidates for specific trials, accelerating patient recruitment and improving trial success rates.

Predictive Analytics in Healthcare

In life sciences, predictive analytics is critical for tasks like patient outcome prediction, treatment optimization, and clinical trial planning. Predicting clinical trial outcomes with AI, for example, can help optimize trial design and resource allocation. Professionals who are skilled in predictive modeling and analytics tools will be pivotal for leveraging AI to improve patient care and treatment strategies.

Natural Language Processing (NLP) for Healthcare

For life sciences companies looking to enhance healthcare communication and data analysis, expertise in Natural Language Processing (NLP) will be transformative. NLP specialists can develop applications that extract valuable information from medical records, scientific literature, patient feedback, and more, enabling more informed decision-making and ultimately leading to enhanced patient care.

Pharmacovigilance and Drug Safety

In the pharmaceutical sector specifically, pharmacovigilance and drug safety are of utmost importance. When it comes to quality assurance, AI can aid in analyzing production data to detect deviations and ensure consistent product quality. It can also work to understand and implement data privacy regulations to protect patient health information used in AI models. Professionals with expertise in AI-driven pharmacovigilance will be crucial for monitoring the safety and efficacy of drugs, identifying adverse events, protecting sensitive patient data, and ensuring compliance with regulatory reporting requirements. In one case, Amgen, a biotechnology company, used AI to optimize its biomanufacturing processes. AI can optimize drug manufacturing processes and improve production efficiency. By integrating real-time data from sensors and monitoring equipment, the company could ensure consistent product quality and reduce the risk of deviations.

Final Thoughts

Lastly, a culture of continuous learning and adaptation will be key for life sciences companies embracing AI technologies. The industry is advancing rapidly, and AI is continually evolving, too, so employees must be open to acquiring new skills and staying updated on AI trends while adapting to changes in technology and healthcare practices. The integration of AI technologies offers life sciences companies a powerful toolset for advancing research, improving patient care, and remaining at the forefront of the industry. However, companies must invest in cultivating these skillsets within their workforce. From data analysis to clinical expertise, a diverse range of skills will be necessary for successful AI implementation in the life sciences industry. For help finding the talent you need for your AI implementation, click here.

Max max@talosgrowth.nl 0346-4204170 Other Hey! Coming across your LinkedIn company page on linkedin.com/company/bull-city-talent-group I was surprised about how good your content is and why you don't have more followers on the page. Your page should at least grow with 250 - 500 followers per month right? If not, you might currently not be reaching the right audience. With Talos Growth we grow your company page on LinkedIn by liking posts from other companies and individuals that are interested in your business on behalf of your company page. This way, you're generating exposure and genuine followers, who are interested in your business. Of course, you define the keywords, location, and other parameters yourself. Followers eventually turn into customers, clients, or even employees. Would you like to use our two-week free trial to experience Talos Growth? You can directly signup at https://talosgrowth.com. Since I really see some potential for your page, you can use your personal code ‘bull-city-talent-group-10’ to get a 10% discount for the first 3 months. Thank you, and please let me know if you’ve questions or check out https://talosgrowth.com. Max 03AFcWeA50fk5ibTHOcrS0NFZGLVI5n2jMi6icCzgXE4Bg9ntIQXqxpZ0ncTMdRcuo-MmQGQMgoaXmamQ9CjW5b-EbaXFb0sB9_qA4dnXt5VgZP-7r_fXcM-3cJYGF7AzjNQD1aD6pO5Hz6CqlbNT5WebM8280QVqfPEC0hzToOx0VxWdMgIuYOOl8p3e3SyBYXvqcFge3cuP3hJ_dZOZcHSwb26K7SWVuCrtgZj7tVKVuDyzJloxvbSC0PN63YIEIemWdYt3eXwy0qk4wKmVHJUjjEHaKCNbINYv2XhHRXbgaJ0dR0mkYs8i70SMN6Bydj_9VcoAz2B420_EzxkPifXySz_dO17uURr66jKr5AvqJk-OdYvag9C4GSzmo_etUmpfV_zT4DUGe1JmUoI5gTcaWBFQkvp3PG-Jrzb5HyP4dxXmfWoIc1nwWB89xv2Ql6u1_9X68JfjYRUtwuMgEaHQPQZqmRq7UC5LCYaertGfqH-0BqWcYc7f1ye_Plyhcnow6ESYwmMursv_rZuA_qArTTJ3H9LFtHxPZwtBJ8Ab-nGfAmBjZ8rD4Kb2kxFxgRSwyYrGqhbbFAoGcO6NeeQ30B_ttI1CCU0owAv_QYjKVR8C4c_onoRhozak2S_DXZwnJ79J_7nuMG9OLLyZ9RzjxxUscwIyG7A 174 143.244.42.85 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 6, 2023 3:46 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In the dynamic realm of the consumer products industry, the integration of artificial intelligence (AI) technologies is reshaping the way businesses operate. AI has offered unprecedented opportunities for CPG companies to enhance customer experiences and personalization, optimize supply chains, refine marketing strategies, and more. However, professionals in the consumer products sector need to cultivate specific skills tailored to the industry's unique challenges and opportunities in order to thrive in the realm of AI.

AI Skills for CPG Professionals

Consumer-Centric Data Expertise

At the heart of AI's impact on the CPG industry lies a goldmine of consumer data, and understanding and interpreting this data is a cornerstone skill for success. CPG professionals should be adept at not only gathering and organizing data but also extracting meaningful insights from it. This includes analyzing consumer behavior patterns, preferences, and purchase histories. Additionally, a nuanced understanding of market research methodologies and consumer surveys is invaluable. These tools empower CPG companies to fine-tune their AI models, ensuring they accurately reflect the dynamic preferences of their target audiences.

AI-Driven Personalization and Segmentation

AI empowers CPG companies to create highly personalized customer experiences. Professionals in this industry should focus on skills related to segmentation and personalization strategies which involve the ability to use AI algorithms to categorize customers based on behavior, demographics, preferences, and so on. The goal is to tailor product offerings and promotions that resonate with specific customer segments, ensuring the right product gets to the right person at the right time. Furthermore, proficiency in tools and platforms that enable automated, AI-driven personalization is crucial. This might include familiarity with Customer Relationship Management (CRM) systems and marketing automation platforms that leverage AI for hyper-targeted campaigns. In one case, L'Oréal used AI algorithms to personalize its eCommerce experience. The brand used AI to analyze customer preferences and purchasing behavior, offering tailored product recommendations and content, enhancing the online shopping journey.

Supply Chain Optimization Through AI

For CPG professionals, an in-depth understanding of supply chain dynamics and how AI can be applied is paramount. AI-driven supply chain solutions can optimize inventory management, demand forecasting, and distribution processes. Kimberly-Clark, for example, implemented AI for demand forecasting. By analyzing historical sales data and external factors like weather and economic trends, the company improved its ability to predict product demand and optimize inventory levels. However, this level of optimization still requires skilled individuals. As such, professionals should seek to acquire skills in implementing AI-powered tools and platforms that enhance the efficiency and agility of supply chain operations. Moreover, the ability to interpret AI-generated insights to make strategic supply chain decisions is also key. This involves understanding how to translate data-driven recommendations into actionable steps that streamline operations and reduce costs and waste.

Compliance and Regulatory Knowledge

The CPG industry operates in a highly regulated environment, with strict compliance standards and quality control requirements, so professionals must be well-versed in the legal and regulatory frameworks. This includes knowledge of industry-specific standards like labeling or traceability requirements. Understanding how AI technologies intersect with compliance issues is also important. This involves staying updated on the legal implications of AI applications in areas such as product labeling and consumer safety to ensure your AI-driven practices or processes remain in compliance with regulatory standards.

Brand Management and Reputation

In the CPG industry, brand equity is paramount. Professionals should be skilled in leveraging AI to enhance brand management and reputation - from monitoring social media sentiment and tracking online reviews to using AI-powered sentiment analysis tools to gain insights into consumer perceptions. Furthermore, the ability to respond effectively to consumer feedback using AI-driven strategies is a valuable skill. This proactive approach to brand management can help companies build and protect their brand image in a competitive market. Unilever, for example, partnered with AI analytics companies to analyze social media conversations and sentiment related to their products. They were able to break down consumer opinions and preferences, gaining insight into consumer sentiment and identifying opportunities for product improvements.

Finding the AI Talent You Need

As the consumer products industry continues to embrace the potential of AI, professionals must hone a specialized skillset tailored to the unique demands of the sector. From consumer-centric data expertise to supply chain optimization, mastering these skills will position CPG professionals at the forefront of innovation and growth. By staying attuned to industry-specific applications of AI, professionals can lead their companies into a future where technology and consumer-centric strategies converge for success. For help finding the talent you need to get your AI project off the ground, contact BCTG today.

In a competitive job market, finding the right talent for your organization can be a challenging task, and outsourcing your talent hunt to a staffing and recruiting firm may be just what you need. These firms specialize in identifying, sourcing, vetting, and connecting companies with the best candidates available. However, to make the most out of this partnership, it's essential to employ effective talent matching strategies before you begin to ensure you maximize the benefits of working with a staffing and recruiting firm.

Talent Matching Strategies to Consider

Clearly Define Your Requirements

Before engaging with a staffing and recruiting firm, it's crucial to have a clear understanding of the skills, experience, and qualifications you're looking for in a candidate. This includes both technical and soft skills, as well as any specific industry or domain expertise required. Providing detailed job descriptions and outlining the desired qualifications will enable the firm to narrow down its search and present you with candidates who closely match your criteria.

Establish Strong Communication Channels

Effective communication is the cornerstone of any successful partnership. Maintain open and transparent lines of communication with your staffing partner. Regular check-ins and updates on the progress of the search process will help align expectations and ensure that both parties are on the same page throughout the hiring process, resulting in a more seamless experience for the candidate and the recruiter.

Provide Insights into Company Culture

Company culture is a significant factor in attracting and retaining top talent. Sharing information about your organization's values and missions along with work environment and team dynamics during the recruiting process will help the firm identify candidates who not only possess the necessary skills but also fit well within your company culture. This alignment can lead to long-term success and higher employee satisfaction.

Embrace Technology and Data-Driven Approaches

Technology plays a crucial role in modern recruitment. Consider leveraging applicant tracking systems (ATS) and data analytics to streamline the hiring process, as these technologies can help in identifying suitable candidates more efficiently, assessing their qualifications objectively and making data-driven decisions. Ultimately, a firm with a tech-savvy approach can significantly enhance the effectiveness of your talent matching efforts.

Trust the Expertise of the Firm

Staffing and recruiting firms have in-depth knowledge of the industry, market trends, and best practices for identifying and securing top talent. Be open to their suggestions and value their input in the decision-making process. Remember, you're partnering with a staffing and recruiting firm because of their specialized expertise in talent acquisition, so trust their recommendations and insights.

Prioritize Candidate Experience

A positive candidate experience is crucial for attracting top talent. Ensure that the recruitment process is smooth, transparent, and respectful of the candidate's time and efforts. Prompt feedback, clear communication, and a well-defined interview process all contribute to a positive candidate experience. A staffing and recruiting partner can play a pivotal role in facilitating this streamlined process.

Evaluate and Adjust Your Approach

As time passes, be sure to regularly evaluate the effectiveness of your talent matching strategies. Assess metrics such as time-to-fill and quality of hires. Seek feedback from both the staffing firm and the candidates themselves to identify any areas for improvement and use this information to refine your approach and make necessary adjustments for future hires.

Final Thoughts

At the end of the day, partnering with a staffing and recruiting firm can be a game-changer in your quest for top talent. By employing these talent matching strategies, you can maximize the benefits of this collaboration and significantly improve your chances of finding the right candidates for your organization. To learn more about partnering with a staffing and recruiting firm for your talent needs, contact our team of experts at BCTG.

In today's fast-paced business environment, staying ahead of the curve requires a combination of cutting-edge technology and top-tier talent. For organizations reliant on SAP, having skilled professionals who can navigate the intricacies of this robust enterprise resource planning (ERP) system is paramount. However, the scarcity of SAP talent in the job market has become a prevalent challenge.

Understanding the SAP Talent Gap

SAP serves as the backbone for numerous organizations, providing a comprehensive suite of applications that streamline business processes, enhance productivity, and drive growth. Spanning across functions such as finance, human resources, supply chain, sales, customer relationship management, and more, SAP covers a wide spectrum of critical operations. As businesses expand and integrate new technologies, the demand for SAP professionals continues to surge. Yet, recruiting and retaining highly skilled SAP experts can be a complex and time-consuming endeavor, and many organizations face difficulties in finding the right fit for their specific needs. Ultimately, the SAP talent gap arises from a disconnect between the demand for SAP skills and the availability of qualified professionals.

The Benefits of Working with a Staffing Firm

One way to combat the SAP talent gap is by partnering with a trusted advisor who can help identify qualified candidates for a role. Below, we outline some of the key benefits of working with an SAP staffing firm.

Specialized Expertise

SAP staffing and recruiting firms are armed with specialized knowledge in identifying and connecting businesses with the right talent for their unique needs. They possess a deep understanding of the SAP ecosystem, encompassing various modules and systems, industry applications, and technical intricacies. This expertise enables them to efficiently align your organization's requirements with the skillsets of suitable SAP professionals.

Access to an Extensive Network

Staffing firms maintain vast networks of candidates, including both active job seekers and passive candidates who may not be actively seeking new opportunities. This network allows recruiters to tap into a broader pool of talent, significantly enhancing the probability of finding the perfect match for your organization.

Accelerated Time-to-Fill

Recruiting for SAP positions can often be a protracted process, especially when searching for candidates with specialized skillsets. Staffing and recruiting firms possess the resources and experience to expedite the hiring process so they can swiftly identify potential candidates, conduct preliminary screenings and interviews, and present you with a curated shortlist of qualified individuals, substantially reducing the time required to fill crucial SAP roles.

Flexibility in Staffing Solutions

Whether your organization requires a permanent hire, a temporary contractor, or a contract-to-hire arrangement, SAP staffing firms offer adaptable solutions tailored to your specific needs. This flexibility proves invaluable in dynamic business environments where resource needs may fluctuate over time or on a project-by-project basis.

Mitigating Hiring Risks

Engaging a staffing firm aids in mitigating the risks associated with hiring as they conduct thorough screenings, including in-depth interviews, rigorous reference checks, and comprehensive skills assessments to ensure that SAP candidates align with your requirements. This rigorous vetting process also serves to minimize the likelihood of a mismatch between the candidate and the role.

Focus on Core Business Activities

By outsourcing the recruitment process, your organization can concentrate on its core competencies and strategic initiatives. This is extremely beneficial as it allows for a more efficient allocation of resources, facilitating business growth while entrusting the specialized task of SAP talent acquisition to experts in the field.

Fill Your SAP Talent Gap with BCTG

At the end of the day, partnering with a staffing and recruiting firm with expertise in SAP can provide a strategic advantage by streamlining the hiring process and ensuring qualified candidates. By harnessing their specialized knowledge and expansive networks, businesses can navigate the complexities of SAP talent acquisition with confidence. If you’re interested in partnering with BCTG to bridge your SAP talent gap, contact us today.

Bradley Davis info@disasterweb.net (657) 901-1277 Other Hello, The importance of prototyping for eco-friendly transportation startups cannot be overstated. Prototyping is an essential step in the development process as it allows startups to test and refine their ideas, identify potential flaws, and iterate their solutions before bringing them to market. Can I write for your website on this topic? In my article, I’ll present the key aspects of prototyping that these startups should prioritize. This will include topics such as selecting sustainable materials, leveraging emerging technologies like 3D printing and IoT, and incorporating user-centered design principles. By sharing this information, I aim to empower eco-friendly transportation startups to accelerate their progress and create innovative solutions that contribute to a greener future. I would be honored to contribute this article to your website. If you're interested, please let me know and I can provide a detailed outline for your review. All the best, Bradley Davis https://disasterweb.net/ P.S. If you’re interested, but prefer a different topic, I’d love to hear from you. However, if you do not wish to receive any further emails, I understand. Please respond and let me know. 03AFcWeA43pqOmqhM2AdexS0c-mD2RwFNu5F7oWQCqYoI2iK41cDFgN-qkrFFmAwLoUeB0KdqlQCvBcJjNK8yOrToIMxjgfiRtmxoejl-nwxy4u5WgA6WFI3GEQKhJ_jUDkkHb0_4IaNVPa7hCCXPWCjXZr5xPydFPVNCeUjNRakihZlEpwbwSDhd0StQQqpQXsJcx_iBCLmIsWdEYWXkcpqDhyTnjElwx7LytdZPwE7kWP1HXarJHci5WO3unfbc8frTAiMMHhLHr-CsE2hDkOu2p7-Ls4ECIforWBd4I30_KJuYm7TjqDEgACXntfffKAvrtLZFf-gNhl7Ymue7MM3oMHTb93KEV-uqUe2u5tsnROZrddcU9kKU8XuRenBHygGD23vt_is_uWjI1UoBExWFHdrTk1GW9UCNcRFBlVwAtd0hYuGk5QtNlT8Qlb3OtqFXntUmW-Esc9g-HyUZOs1YWAP4UtJd8ebJRtGhcJEbj71ZlMQT-crDy9dejo8GRTCDISw-_CoCxc6SF28syMSnIaU5-9e7N0ssNX8UmIt0IaP_1Z-QtQ34UG_424wC4-OB6jpM5hu28Zndia4bg3aSlB4WKSi9vPCrJkTO0kIJvxVEJ4JXc7GVRfPaFjcIbYnoG_pu1bWo-jrsQuzlGVHsIOKtCJVYIww 175 138.197.47.24 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_4) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/81.0.4044.138 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 15, 2023 8:37 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Whether you're a recent graduate looking for your first job or a seasoned professional seeking new opportunities, building meaningful connections can open doors and lead to exciting career prospects. One group of professionals who can be particularly instrumental in this process is staffing professionals. Staffing professionals, also known as recruiters or talent acquisition specialists, play a vital role in connecting job seekers with potential employers. They have a deep understanding of the job market and often have access to a wide range of job openings. As a potential candidate, mastering the art of networking with staffing professionals can significantly enhance your job search efforts. In this eBook, we explore 10 different networking strategies for consultants looking to connect with staffing professionals and maximize the benefits of these relationships.

Networking Strategies for Consultants

Research and Identify Relevant Staffing Professionals

Before reaching out to staffing professionals, it's crucial to understand their specific areas of expertise. Take the time to explore their LinkedIn profiles, learn more about their organization and specialty, read articles they've shared, and look for any recent successes they've celebrated. This information will help you tailor your approach and demonstrate that you've done your homework. Additionally, consider seeking recommendations or referrals from colleagues or peers who may have interacted with the staffing professional in question. A personal endorsement can go a long way in establishing a meaningful connection. When you've identified a specific staffing professional you'd like to connect with, don't hesitate to send them a personalized message expressing your interest. Highlight specific aspects of their career or recent achievements that resonate with you. This shows that you've taken the time to genuinely engage with their profile, rather than sending a generic, one-size-fits-all message. Remember, personalized outreach can more effectively demonstrate your commitment to building a genuine connection.

Craft a Compelling Elevator Pitch

In addition to being concise and engaging, your elevator pitch should also highlight your unique strengths and accomplishments. It should be no more than roughly 45 seconds, and it shouldn’t just be a recap of your résumé. Share specific examples of projects or initiatives you've led, and be sure to quantify your successes whenever possible. This not only provides concrete evidence of your capabilities but also showcases your value to potential employers. Moreover, consider incorporating a touch of your personality into your pitch. Whether you’re sharing your passion for problem-solving or your dedication to teamwork, giving your elevator pitch a personal touch can make you more memorable.

DOWNLOAD THE FULL EBOOK BELOW.

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Tyrone Griffin tyronegriffin221@gmail.com 6786546856 Finding a New Position Hello - my name is Tyrone Griffin and I have a few consultants who fit a role in NJ as a SAP S/4 Production Planning PP Lead (202567). Would love to speak with someone regarding this role. Tyrone Griffin 03AFcWeA6Wz9npyY8rShVtgSdpjZDxg2ELWcKB_5h2TY1crRU4LR8HnpHJCnfk9778ncVpAwdt1DPV5eQTnhtw0Ra0gjtx2prkNYS_pRUnFI0gL2vDb5NxRm-BJmySVI68h__JYAof_HU_BDMEWn74sIsP4yP0dUUgddWbZ4N0eBW3SECcOsVnGOYVAKNf1rDGrV7e5BuH3sBgulMLS3pkZG-N7JSKyVIVjmeftpwvxMK0dEACWbxphrQ3_j4qcKpe8GaXBtYheFqcBmJ0Hy88JKtzpugBLLGROMZZIq8MgIB-UArRhJQL-Agj92HYVRWYRuYVO_hMiBC6H2Vd7qNnXGN7NqpmSw6mN-6hpmDK0P9m4u_0MSIL-FLzgnPPkEjMw4YZc57tKH3A-gLs134P1sBWKIQ_H5wn1Ueroq_GLF_MohwRpNdH3IdxhImtAnI3eSndgudCYfcq_UB5jkNISci5Cla-ratW9D40ZyB8U07guCz0X1MCMfyVGjhzj67mChJxxWzN39HB8jfyOL0t8p8iH3Yhpcx6kDrbsOVo86MdenK-EOgvNGxzTWhLTFI8psn47IZcncPV 176 165.85.46.243 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/119.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 18, 2023 3:29 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tyrone Griffin tyronegriffin221@gmail.com 6786546856 Finding a New Position Hello - my name is Tyrone Griffin and I have a few consultants who fit a role in NJ as a SAP S/4 Production Planning PP Lead (202567). Would love to speak with someone regarding this role. Tyrone Griffin 03AFcWeA67Sld8iMgrSPKAlCaLFsTqwvYzO28ax_ztaXCTMRq4ThR3kHbX5fVEPyfu4tU_xaZFk99S40t-7dAovVrxPh2KjiVN42xLbUGKQClVR2FQgrhVur67ZbfXzurbaOEDz_r-PuROin8vpQForFfhthkidRMD4I4bicM0W-qs78UeGKnUUGJqitBn8uHs6RgQUT2v_hmbt9g1DAPkfhw0jVYlQpOBXN9CEqk6PB1f2o1p8EsZ12Tor-mpf-gTAWUmxr5O7w7RJkeJwznZ6PZK8SKdMD5BBJbNkUeeHcgAfZ-C0d9IRpc5qLEHley0OtVxVLgLaWkH-JQSnMZncTfa6OTLYkCckjXoGJbo917hDnEs2Ngl1oOggzDrluj8u3SwRtjsnoJj9KaaAITprqqDB056oqNrVVfyoWnR3nup2SRZAmIAfo9qK2KXf_KftKckv5qeSbjRbT_RMJEMPDGAxKe30eZiri7HM_VF5mBH4R1MxA-lV-Ps1tUb8-PK8ATPEW0vQDqIRiaHtT8l5u3KXWRQLAkuaMiLH_e3rTNmNwwhXRmv9qey3HbZTaVyqfj5Wc33m8aP 177 165.85.46.243 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/119.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 18, 2023 3:29 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Tyrone Griffin tyronegriffin221@gmail.com 6786546856 Finding a New Position Hello - my name is Tyrone Griffin and I have a few consultants who fit a role in NJ as a SAP S/4 Production Planning PP Lead. Would love to speak with someone regarding this role. Tyrone Griffin 03AFcWeA6zlGEmOuGeLfb_0Dj_6FSpFkWveUPeCA-cjkOUSHy9mjn3fCwFcP6Z4mDlyEHaaRbnXpPwtxxW2vGjovPc6vq7UnXAzsnQqFZ4rSq8il5v8RWyXwd5Q2b_swi2cwLYO5xeqH0ZCdISQkQSphBfUT9PljXjtHb1hGq6Pz2msk-qqFAK1gqA3kcaV4BFt_GyqSxa_SICu-6RC7CK8qIfRIoGIrVFheqHwQy6hpLe4ySZFgVv5t23kIFv-RuTJsIp_M5qfZqAZh-yhKol__TXWxuISSsAQVBaQdL5N6P-IGKpDx6J4CNoDX03w6P-IRiujj3m29afgJWqXTuUA8NQ-FGRqKUwm6YVgPTHOaUZ12mWu95chAp5udMticKQxCFEhimwqaoFZkckkJdaCz2qA-GU6CUcY0B2p3c0z3ql5JeX-gexfDQEQRntHU9oSsBsDoz86JQLJOOs3CVEsdVQBIyNwbT2EUcOgraE38a1eKhHuhpCHZEJdR-Mc9zo-U4bZyYlG7lRfX_86OKW68VEqWWQ1QxoLFkmjtJB3cqr1w6KOCYHJRE 178 165.85.46.243 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/119.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 18, 2023 3:30 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today's job market, talent shortages have become a pervasive challenge for organizations across various industries. The demand for skilled professionals often outweighs the available supply, creating a competitive landscape for employers seeking top-notch candidates. This phenomenon has led many organizations across industries to consider partnering with a staffing and recruiting firm, as they can help businesses find the right talent amidst the scarcity.

Understanding Talent Shortages

One of the primary drivers of talent shortages is the rapid technological evolution that has reshaped industries and job requirements. As new technologies emerge, the demand for professionals with specialized skills in areas such as artificial intelligence (AI), data analytics, and cybersecurity has skyrocketed. Additionally, demographic shifts, such as an aging workforce and declining birth rates in certain regions, have contributed to the talent gap.

The Role of Staffing and Recruiting Firms

Staffing and recruiting firms act as intermediaries between employers and job seekers, using their expertise to identify, screen, vet, and match candidates with the specific needs of organizations. In the face of talent shortages, these firms have become invaluable partners for businesses looking to navigate the competitive hiring landscape.

How Firms Help Navigate Talent Shortages

Specialized Industry Knowledge

Staffing and recruiting firms often specialize in specific industries or niches. This specialization provides them with a deep understanding of the unique skills, qualifications, and certifications required for various roles within that particular industry. By leveraging this specialized knowledge, these firms can source candidates who possess the exact skillsets that organizations are seeking.

Extensive Networks

Established staffing and recruiting firms have extensive networks that include both active job seekers and passive candidates who may not be actively looking for a new position but are open to the right opportunity. These networks allow firms to tap into a broader pool of talent, increasing the likelihood of finding the perfect match for a job opening.

Proactive Talent Sourcing

In a talent-short market, waiting for qualified candidates to come to you is not always an option. Staffing and recruiting firms take a proactive approach to talent sourcing, actively seeking out potential candidates through various channels, including job boards, social media platforms, industry events, and professional associations.

Comprehensive Screening and Assessment

To save employers time and ensure they receive only the most qualified candidates, staffing firms conduct thorough screening and assessment processes, from evaluating candidates' technical skills to cultural fit and overall suitability for the role. This rigorous vetting process helps ensure that only top-tier candidates are presented to the hiring organization.

Flexibility and Adaptability

Staffing and recruiting partners understand that the job market is constantly evolving. As such, they are agile and able to adapt quickly to changing industry demands and candidate preferences. This flexibility allows them to stay ahead of the curve and continue providing value to their clients in the face of talent shortages.

Data-Driven Insights

As with any process or practice, data is key. Leading staffing and recruiting firms leverage data analytics to gain insights into hiring trends, salary benchmarks, and candidate preferences, enabling them to make informed recommendations to clients and helping them stay competitive in attracting and retaining top talent.

Employer Branding and Candidate Experience

Staffing and recruiting firms understand the importance of a strong employer brand, so they work closely with their client organizations to showcase their unique company culture, values, and opportunities for career growth. By highlighting these aspects, firms help clients stand out in a competitive job market, making them more appealing to potential candidates.

Diversity and Inclusion Initiatives

Diversity and inclusion have become essential components of a thriving workplace. Staffing firms recognize the value of diverse teams in driving innovation and enhancing overall business performance, so they actively seek out candidates from diverse backgrounds, including those with varying gender identities, ethnicities, abilities, and experiences.

Continuous Learning and Professional Development

Recognizing that the skills needed in the job market are constantly evolving, staffing and recruiting firms often advocate for a culture of continuous learning and professional development within client organizations. They encourage employers to invest in training programs, workshops, and certifications that can help existing employees upskill and adapt to changing industry demands.

Final Thoughts

The specialized industry knowledge of these firms plays a pivotal role in helping businesses thrive in the face of talent shortages. Incorporating these strategies into their approach as well, staffing and recruiting firms further enhance their ability to address talent shortages and provide maximum value to their client organizations. To learn more about partnering with a staffing and recruiting firm to navigate talent shortages, contact BCTG today.

During labor shortages or periods of abnormal demand, companies may resort to subcontracting workers. Subcontractors can be tremendously valuable and provide benefits that traditional employees don’t. They provide cheaper labor in the short term than fully hiring new employees if it’s unclear whether they will be needed in the future. Additionally, subcontractors may have specialized skillsets that may only be needed for a definite initiative. Below, we discuss key considerations and benefits of hiring your SAP subcontractor full-time.

Considerations

Oftentimes the largest risk with hiring a subcontractor is the timing. Bringing them on full-time means losing the ability to quickly offload costly labor in the case of a recession or drop in demand. Additionally, severance packages may come into play whereas they are often absent for subcontractors. This risk may be worth it, however, if a firm knows an SAP project will continue for an extended period and retaining talent is necessary. If it’s clear that additional full-time employees are needed, firms must then determine who to extend offers to. While subcontractors do provide a host of benefits, this does not always mean that every subcontractor on a team will be a good fit. Companies should evaluate whether a good subcontractor would make a good employee because the demands of the roles are different. Finally, firms must consider whether a subcontractor with a niche skillset has the ability to develop alongside the company. For example, an SAP subcontractor may excel at software implementation but may not easily learn other important aspects like taking client meetings or team management. While this is manageable if the company can afford siloed skillsets, many mid-market or smaller firms require an ability to adapt to changing needs.

Benefits

The advantages of hiring a subcontractor are numerous. From a cost standpoint, it’s more expensive to recruit, interview, and onboard external candidates. It also takes valuable time in which the hired subcontractor could already be providing services to the company. Additionally, a subcontractor is already familiar with company culture. This is especially true for a tenured individual who has been with the firm for an extended period. Consequently, they understand what is expected of them individually and as a member of a broader culture. A proven track record of meshing with the firm’s culture may far outweigh any impressions made during short interviews with external candidates. Subcontractors also have experience with the firm’s clients and project types. For example, an SAP subcontractor who is brought on full-time may understand company specific project flow that would take new members time to learn. Thus, this allows them to transition into the role much faster and potentially provide better results. Finally, SAP subcontractors can prove their skills and expertise beyond basic certifications. Whether the subcontractor is with the firm for one project or an extended period, they are able to demonstrate proficiency in ways that technical interviews or résumés may not encapsulate. This may also extend to soft skills which are not as easily shown in the hiring process.

Hiring Your SAP Subcontractor Full-Time

Ultimately, firms can choose to think of subcontracting as an extended interview in which individuals have the chance to prove themselves on the job. It’s crucial, however, to keep macro factors in mind when choosing to transition subcontractors to full-time. Firms may utilize an industry-leading talent acquisition partner like Bull City Talent Group for staffing expertise and to ensure hiring is done right. Contributions from Jake Park-Walters

Thomas Forbes tforbes@softassoc.com 704-519-8336 Finding a New Position Looking for C2C/1099, 100% remote (or local to Charlotte area) roles which match my skillset. Primarily ORACLE Development, ETL Developer in Finance, Medical, Manufacturing or Utility domains. Can supply resume (cannot attach to this form) on request. Thanks in advance, Tom Forbes Fort Mill, SC 03AFcWeA7l-hLFZu6NHPMws8NH8WYUmZcbKJPAw9xaynzE6gdrwlAYdGcQ71lG2T6eTalK_B7KpY7bc5ZIhUm7Hozpgqy_KZtVaFcWugDXBMYbN6a5NzlQ4oLn-fv08eyjpw453IucAr5v4WRWCODQEo1Qm7c8NU5XEBLgGCe4LOcUhs6rx7inyj6S5XTcb5zJDav6S1HztTCvpzp-e7AGoZiRRlzQDhkN4deIIK-o1cc9VHzlEThoJVqXeIPldDMN5wFnvBa73c1UalCa8t-zf6meoAcny8RAhg1WuHtxdZoNNA5pivfBZWqkYyp7shZnPtJkw49c_BblVDf9ZQXiB6YuaFmRlaxgsHCS1KSl_pimMZ45kv50IbLp9G0a1na7YdTjR0_6cERh8fRnAmvBUKDQdE4AaKBDaJQW7udbdFjPZoLtWRjnR1XWeKukySZray3naIhgT_6yTRrCueqKpv_niuwxFvuOg2sqCCm-akSuNiPe1gvrquMKyVGNgR_-WwmzojZnVqLu1NUMkrxc942W53gskBU6Vi-iMfOL4XXT2h7jEvr4isNG-lbZNe7NwAmTXztzPTDfeFqvI7gdE1L__NVsbYFk0gEGsDPabmBlXwCJpgd4Yvf6hWKYPsYcPqsiskz-KrZG 179 71.71.157.168 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/119.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 27, 2023 2:22 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas Forbes tforbes@softassoc.com 704-519-8336 Finding a New Position Looking for C2C/1099, 100% remote (or local to Charlotte area) roles which match my skillset. Primarily ORACLE Development, ETL Developer in Finance, Medical, Manufacturing or Utility domains. Can supply resume (cannot attach to this form) on request. Thanks in advance, Tom Forbes Fort Mill, SC 03AFcWeA5PimYLdPVy-ewLDqG67PuDb1IuEgtjBjAEepqtxTnzn4KUZnPmRVGQ78aJ8ups32iCSQOlC07wRHg65tWLOT_M2ckoFuupkKqZr29qiOSpa-LO5f6OrUwxGtrvYJxIEpv2hu1Josm1QPTh8m66sPQ7tsxXHfs0qu5-olziXszXFP_W4zfAxBHZ8rcJ-etYTXrwmqhSedCOqluirxYZP7dRmMndMl9uHZbl3kocBwSKFm0ehv4HVUy5r80JydfzdKd3WlL1BiSC43Ie95Oy1m22P1kQkUAw2emCSLFboI1dHTiM7YPkqpxy5AZoUz5kfI4q-5ArfoH2HyaznE3j4SfJNczOvFnizP_RjJBrA-iu3HZJPpz7M75iu9XsYyToP2Tpw5lQZgM7aoG4BmOvi1S6W-No6MTBYPKnE8wmNxeP7_xRFj7oepmouluJFNRN45X4w5jxWzUFkTor8sTvbsjgM0dHRQF2fWAn6rEpB2RJ7KM_kr1OS-Z2FzMVPrA7ZMfKkfMoKlNlwM1POldlJkkmRmMZ94LfDzsp0SkDAwow0XRkybJXrKIIaeOb93IV8uqpLE4uMwv5Z372iJki3uet1NVwCsHyRMqvf2pA8GgaQIZMxiI 179 71.71.157.168 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/119.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 27, 2023 2:22 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Thomas Forbes tforbes@softassoc.com 704-519-8336 Finding a New Position Looking for C2C/1099, 100% remote (or local to Charlotte area) roles which match my skillset. Primarily ORACLE Development, ETL Developer in Finance, Medical, Manufacturing or Utility domains. Can supply resume (cannot attach to this form) on request. Thanks in advance, Tom Forbes Fort Mill, SC 03AFcWeA7lxeBIu4QUllJ-b8FRyDDWkxMXfk90vdOKAnK-ALscfTa0f6gq0VLbOWDVRg0j1SVDTrfAEMe5HuMBVa5f5kIh4eO7_4wXfu7LEf3VWAgMfqo1KKP3UURzHCi_LJj0DNJC7HBi03eYOpKBliKLtVHvLjMsKo4pj2NL96-3F5OW-4HUGyBWAToegyZX5A9CoMBICnMNYmNK5iZKTM5Zy9-3v0rGMzWL1cL0HNGNDS2ZpCI2sMBNTmacxipVgqiC8vLnORF-_WfZNnC_gMQIm0di-2u99L7hzcc6Qa2eUyHfCaM_oHogf3yvpv4UuYEeMmsvj42gArMJKBILKSD332gZZEa2x4PWalHo7RZqd8sQGQwVb6I4cYx3BwnKA2_p9w5rhoE7fLILtii4nha2RTsqZHSsbrniti9fkK7LLjzn9c-P3tnaNI36WBcPzjdlOCACbCdRc-nMyaac-fWdy8PBF4CYKd0Axi8EtVCgGODFmPqEVWuls0DOquR4ECpqfYytARvKn-g2WSThJ5Bd7WeK67tjq_QLIFzUy7qjgh6eSWE7r5CBDYyxK98s1ft9NMeRA57mJsfjkH-RVoYwWrEztA41mKqiIkxxMC5aO4OGDHa8doY 181 71.71.157.168 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/119.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ November 27, 2023 2:22 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Becoming a certified SAP consultant is a significant achievement in the world of enterprise resource planning (ERP) systems. It not only showcases your proficiency in SAP technologies but also opens doors to exciting career opportunities. In this comprehensive guide, we walk you through the step-by-step process of obtaining an SAP certification, providing invaluable insights and tips for success.

Unpacking the SAP Certification Process

SAP certification is a globally recognized validation of one's expertise in SAP software solutions. It’s awarded by SAP AG, the market leader in ERP systems, and demonstrates your proficiency in specific SAP modules. As such, here are just three reasons why obtaining an SAP certification is important: First, it proves your competency in SAP technologies and enhances your credibility in the industry. Second, having a certification can provide career advancement opportunities, as SAP-certified professionals are highly sought after and often receive higher salaries. And finally, certified SAP consultants gain access to specialized resources and communities.

Types of SAP Certifications

There are two main types of SAP certifications:

Intermediate level:

- Associate certification - Covers fundamental knowledge requirements of broad SAP solution knowledge and skills.

- Specialist certification - Offered in addition to an associate certification, this certification level focuses on a specific role or integration component.

Advanced level:

- Professional certification - Advanced certification, requiring proven project experience, business process knowledge, and a more detailed understanding of SAP solutions.

When it comes to choosing the right certification, you first must evaluate your skills, assessing your current knowledge and identifying areas for improvement. From there, choose a certification that complements your career aspirations, and consider certifications in high-demand areas for better job prospects.

Preparing for SAP Certification

As you prepare for your SAP certification, evaluate your existing skills in SAP technologies, identifying your strengths and weaknesses. After that, you can focus on areas that need improvement to ensure thorough preparation. You can acquire the necessary training either at an SAP training center or through an online platform. Official SAP training centers offer structured courses led by experienced instructors, whereas e-learning platforms, like SAP Learning Hub, offer a more flexible training option. Whether you're participating in guided learning or self-paced, SAP Learning Hub provides access to a vast library of training materials, including e-books, simulations, and guided exercises, and hands-on labs allow you to apply theoretical knowledge in real-world scenarios.

DOWNLOAD THE FULL EBOOK BELOW.

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Launching a tech start-up is an exciting venture, but the success of your start-up largely depends on the talent and expertise of your team. The pace and demands of technology require a different approach to building a team, and the team you assemble will not only execute the day-to-day tasks but will be instrumental in shaping the company's culture and trajectory. Below, we outline some tech start-up staffing solutions for you to consider that can help you build a strong and capable team.

Tech Start-Up Staffing Solutions

Networking and Referrals

One of the most effective ways to find top talent for your tech start-up is through networking and referrals. By attending industry events, meetups, and conferences, you can connect with potential team members. You should also engage with your professional network and ask for referrals from peers and mentors, along with industry contacts. This approach can lead you to highly qualified candidates who come recommended by trusted sources. In addition, encourage your existing team members to refer potential candidates. By offering incentives, such as bonuses or other rewards, you can motivate employees to actively participate in the recruitment process. Furthermore, your current employees understand the company and are likely to recommend individuals who best align with the company culture and have the skills needed for success.

Contractor Workers

Hiring freelancers and contractors can be a flexible and cost-effective way for start-ups to get specialized skills for projects. Platforms like Freelancer provide access to a global pool of talented professionals, allowing you to scale your team up or down based on project requirements and giving you the agility needed in the early stages of a start-up.

Internship Programs

Internship programs are a great way to identify and nurture young talent. You should consider partnering with local universities and colleges to offer internships to students in relevant fields. This not only provides you with a cost-effective start-up staffing solution but also allows you to assess potential future employees based on their performance during the internship period.

Online Job Platforms

Another way to identify candidates for your tech start-up is by utilizing popular job platforms like LinkedIn or Indeed to post job listings and reach a wide audience of job seekers. In doing so, make sure to craft compelling job descriptions that highlight the unique aspects of working for your tech start-up. These platforms typically also offer tools for screening and interviewing candidates, making the hiring process more streamlined for a smaller team. For tech start-ups, industry-specific job boards like Stack Overflow and GitHub Jobs are also important to explore. These can be invaluable resources as they are tailored to the needs of the tech community and can help you target candidates with the specific skills and experiences you are looking for to fill a particular role.

Recruitment and Staffing Agencies

One surefire way to land exceptional talent for your tech start-up is by working with a staffing and recruiting firm. Partnering with a firm can save you time and effort in the hiring process as these professionals have extensive networks and expertise in finding qualified candidates. They can help you identify and attract top talent, especially for specialized or industry-specific roles that may be harder to fill on your own.

Partnering with BCTG for Your Staffing Solutions

Building a strong team is a critical component of a successful tech start-up. By utilizing a combination of these staffing solutions, you can identify and attract the best talent for your specific needs. Remember to not only focus on technical skills but also consider cultural fit and the ability to adapt to the dynamic environment of a start-up. With the right team in place, your tech start-up will be well-positioned for growth and success in the tech industry. To learn more about partnering with BCTG for your staffing and recruiting needs, contact the team here.

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Contingent Staffing for Consulting Firms

Born out of an industry-leading consulting firm, BCTG provides contingent staffing for consulting firms to enable a talent approach with flexibility, adaptability, and profitability.

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Consulting firms leverage the BCTG network of global experts to compete more effectively with Big 4 peers, enter new markets, and innovate their service offerings.

Contingent staffing is often the most efficient way to quickly supplement your organization’s talent base and augment your capabilities. Our cost-effective approach to contingent staffing ensures protection for your bottom-line while enabling the necessary flexibility to be an effective consulting partner for your clients.

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Our network of experts enable high-quality results across the core technologies and functions with the greatest impact to your business, including:

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Our job is to connect your business’ needs with best-in-class resources across the globe with speed, quality, and costs at the forefront. Each resource acts as an extension of your team, quickly delivering value and helping to elevate the impact your consultants are already bringing to your clients.

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What Our Clients Say

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We’ve trusted Bull City for years to support our projects with high-caliber resources when needed. Their commitment to quality and speed is unwavering. They have consistently gone above and beyond to ensure we have the expertise we need, precisely when needed, enabling us to tackle challenges and deliver excellence to our clients.

Mike Hackett President, Clarkston Consulting[/vc_column_text][/vc_column][/vc_row][vc_row el_class="section light" css=".vc_custom_1552407680255{margin-bottom: 30px !important;}"][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row full_width="stretch_row_content_no_spaces" full_height="yes" el_class="hero footer-hero" css=".vc_custom_1704476635469{background-color: #22323f !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}"][vc_column][vc_column_text]

Let's Talk!

If resource constraints have impacted your business, contact us today to learn how we can quickly alleviate any talent issues facing your immediate projects, strategic priorities, or forward outlook for growth.

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In today's rapidly evolving business landscape, organizations often turn to SAP consultants to lead the way through the world of enterprise resource planning. Whether the goal is to implement a new SAP system, optimize existing processes, or tackle intricate system challenges, SAP consultants bring invaluable expertise to the table. However, the key to unlocking the full potential of consulting is in the strength of the relationships with SAP consultants that you build. Building strong relationships with SAP consultants takes time and effort, but it is well worth it in order to achieve successful outcomes with your consultants. Strategic partnerships can make the difference between SAP projects that simply meet objectives and those that drive transformative, long-term change for your company. Here are some necessary actions and processes organizations should take and establish to create and maintain sustainable relationships with SAP consultants.

How to Build Relationships with SAP Consultants

Clear Communication

Effective communication is the foundation for any successful relationship in and out of the workplace. Engage your consultants in upfront, honest communication to ensure the parties have the same understanding of the project’s objectives, scope, and expectations. By clearly articulating your needs, consultants can allocate their time and skills more efficiently, optimizing resource utilization and maintaining a reasonable project timeline. It’s also necessary to stick to the intended timeline and draft a contract for the project. A formal arrangement ensures that consultants are paid on time and your organization receives the promised benefits of the project. It also leaves no room for assumptions or misinterpretations for either group. If communication is messy, it can be challenging for both groups to establish synergy and meet objectives, especially if your company’s goals are unclear to the consultant. SAP consultants will best be able to develop and/or integrate personalized SAP systems for your company if they understand your goals, values, and the current state of your IT infrastructure. Transparent and open communication sets up a partnership based on trust and collaboration, ensuring successful SAP projects and potentially a long-term relationship that could be beneficial in the future.

Trust and Respect

Establishing trust and respect with SAP consultants is essential for establishing a productive and successful working relationship. Building these creates an environment where consultants are motivated to perform at their best, collaborate with your team, and heavily contribute to the success of your SAP projects. SAP consultants are hired for their specialized expertise and skills, so it’s critical to recognize their abilities and trust their judgment. Collaboration with SAP consultants should be a synergistic process, and micromanaging their work can take time out of their and also your busy schedule. Demonstrating your trust in their work will boost their confidence and commitment to the project. You should also take advantage of their invaluable input and involve them in SAP implementation decision-making when appropriate. Involving consultants shows respect for their insights and can also lead to the development of innovative ideas with access to their skills.

Set Realistic Expectations

As an SAP client, being realistic in your goals and expectations from the start aligns both parties’ understanding of the project. Setting these upfront provides clarity of the project’s goals, scope, and timeline which can be critical for avoiding misunderstandings and setbacks. It’s important to leave no room for assumptions and ambiguities, as this can even lead to potential conflicts down the road. Realistic expectations also set your project up for measurable objectives and performance indicators that can help to identify completed project goals. Unrealistic expectations can often be impossible to meet, leading to inefficiencies and frustration at the incompletion of SAP projects and straining of relationships when tasks aren’t completed in the desired timeframe. Realistic expectations ensure that project goals are feasible and won’t strain your consultant relationship.

Celebrate Success

When project milestones are achieved, take time to celebrate these successes together. Recognizing and appreciating the contributions of the SAP consultants reinforces the positive aspects of your relationship, such as the trust in and respect for their specialized skills and expertise. It can also boost morale for the entire team, creating more engaged participants and maintaining project momentum. Publicly recognize the achievements of the consultants regarding their design and implementation of the SAP systems for your company and go out of your way to express gratitude for their specific contributions. Celebrating together and demonstrating appreciation for their work creates a close project relationship, establishing a foundation for a more long-term working relationship. Consultants who feel valued and appreciated will be more likely to stay engaged and continue working with your organization.

Getting Started

From the initial meeting to discuss company expectations and consultant needs, to the satisfaction of project objectives, organizations should take steps to ensure that their relationship with their SAP consultants is growing and thriving. You’ll see an increase in efficiency and benefits through greater collaboration, increased motivation, and improved innovation and SAP progress. Establishing a long-term partnership can provide opportunities for working together again on SAP management, repairs, and enhancements, creating a continuous loop that puts long-term value in your SAP systems. To kickstart these relationship-building practices effectively, contact BCTG’s team of SAP Staffing and Recruiting experts today. Contributions from Sam Weitzel

In the life sciences industry, regulatory compliance stands as a critical cornerstone for ensuring product safety, quality, and efficacy. The industry is subject to a myriad of stringent regulations and standards set by global health authorities, making compliance a complex and multifaceted challenge. In this realm, leveraging advanced technological solutions becomes imperative for organizations to streamline operations and meet regulatory requirements effectively. Among the array of tools available, SAP is a robust and versatile platform that empowers life sciences companies to manage regulatory demands while fostering growth.

Understanding Regulatory Challenges in Life Sciences

The life sciences industry faces an intricate web of regulations spanning across various aspects such as drug development, manufacturing, distribution, and post-market surveillance. Agencies like the Food and Drug Administration (FDA) impose strict guidelines encompassing Good Manufacturing Practices (GMP), Good Clinical Practices (GCP), Good Laboratory Practices (GLP), and others. Navigating through these regulations demands meticulous adherence, documentation, and reporting, imposing substantial complexities and operational burdens on companies in this sector.

The Role of SAP in Regulatory Compliance

SAP, a leading provider of enterprise software solutions, offers a comprehensive suite of applications specifically tailored to address the intricate regulatory landscape in life sciences. The platform’s functionalities span diverse areas crucial for compliance. We outlined five of these areas below:

Quality Management: SAP’s Quality Management (QM) module enables organizations to maintain stringent quality standards throughout the product lifecycle. It facilitates adherence to GMP by managing quality inspections, audits, deviations, and non-conformances.
Regulatory Reporting: SAP helps in generating and managing reports required by regulatory bodies seamlessly. The platform’s capabilities in data aggregation, analysis, and visualization aid in compiling accurate and compliant reports.
Track and Trace: Ensuring product safety and integrity is paramount in the life sciences. SAP’s Track and Trace functionality enables companies to track products throughout the supply chain, ensuring compliance with serialization and traceability requirements, and ultimately helping to protect the patient receiving the product.
Document Management: The SAP platform offers several document management capabilities, allowing organizations to securely store, manage, and retrieve critical documents like Standard Operating Procedures (SOPs), batch records, regulatory submissions, and more. Having your compliance documents readily available and accessible is particularly helpful for FDA audits, too.
Risk Management: SAP’s risk management tools assist in identifying, assessing, and mitigating risks across operations, aligning with risk-based approaches mandated by regulatory bodies.

Streamlining Operations for Compliance and Efficiency

Implementing SAP in life sciences organizations plays a pivotal role in enhancing operational efficiency and ensuring compliance with stringent regulatory requirements. One of the significant advantages lies in the platform's capability for centralized data management. SAP's robust data repository serves as a centralized hub, ensuring the consistency, accuracy, and accessibility of critical information while eradicating silos and redundancies that often impede compliance efforts.

Moreover, the ability to automate key processes within the SAP ecosystem significantly reduces the margin for manual errors, ensuring strict adherence to standardized procedures across various operational facets and eliminating inconsistencies inherent in manual tasks. Real-time monitoring and reporting capabilities further distinguish SAP as an indispensable tool, as the platform's ability to provide real-time insights and analytics empowers decision-makers to closely monitor operations and generate accurate reports required for regulatory compliance. By centralizing data, automating processes, enabling real-time monitoring, and adapting to regulatory changes seamlessly, just to name a few, SAP helps organizations achieve and maintain compliance in a highly regulated industry.

Success Stories in Regulatory Compliance with SAP

Numerous life sciences firms have experienced substantial improvements in compliance and operational efficiency through SAP implementations. For example, a pharmaceutical company was looking to digitalize its operations to save time and meet new demand from an increased number of customers while simultaneously streamlining compliance with the requirements of the current Good Manufacturing Practices (cGMP). As a result, the company embarked on a business transformation journey using SAP S/4HANA, seeing a 40% higher system uptime compared to the legacy on-premise system and a 30% lower maintenance costs for breakdown.

Managing Regulatory Compliance with SAP in Life Sciences

In the intricate landscape of regulatory compliance, SAP helps organizations striving to navigate complexities while maintaining operational efficiency and innovation. The platform's comprehensive suite of tools equips companies to adhere to stringent regulations, streamline processes, mitigate risks, and foster a culture of compliance and excellence. As the industry continues to evolve, embracing advanced technological solutions like SAP remains pivotal for achieving and sustaining regulatory compliance in life sciences, and having the right SAP talent in place is the first step. For help staffing your SAP project, contact BCTG today.

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In the expansive realm of enterprise resource planning (ERP), SAP offers a comprehensive suite of software solutions designed to streamline and optimize business operations. Yet, the success and efficacy of an SAP implementation hinge significantly on the proficiency and synergy of the team responsible for its management and maintenance. Building a high-performing SAP team requires a strategic approach and a robust set of strategies to ensure seamless operations and maximal utilization of this potent software. In this eBook, we delve deeper into the fundamental strategies crucial for nurturing and sustaining a high-performing SAP team.

Strategies for Building a High-Performing SAP Team

Recruitment and Talent Acquisition

Building a high-performing SAP team commences with a meticulous recruitment process. Recruiters should actively seek talent with a strong foundation in SAP technology, encompassing various modules such as Finance (FI) and Controlling (CO), Materials Management (MM), Sales and Distribution (SD), and beyond. Technical prowess coupled with domain-specific knowledge lays the groundwork for a proficient SAP team. Additionally, focusing on cultural fit within the organization and assessing soft skills, such as problem-solving abilities, communication, teamwork, and adaptability, is essential to ensure a cohesive team dynamic.

Continuous Training and Skill Development

The SAP landscape is dynamic, subject to continuous evolution and advancements. Consequently, investing in continuous training and skill development is imperative to keep the team abreast of the latest SAP tools and methodologies. Employers should facilitate regular training sessions and access to certification opportunities to ensure that team members are equipped with the most up-to-date knowledge and skills required to excel in their roles. Furthermore, encouraging team members to engage in self-directed learning and providing resources, such as online courses and access to knowledge-sharing platforms like SAP Community Network, can significantly augment their expertise.

Effective Team Collaboration and Communication

A high-performing SAP team thrives on effective collaboration and communication. Encouraging open dialogue, fostering a culture of transparency, conducting regular meetings, and utilizing collaboration tools can streamline workflows and ensure everyone is aligned toward common objectives. Implementing communication channels and platforms that facilitate easy information exchange and collaboration, such as Slack or Microsoft Teams, can also enhance teamwork and problem-solving capabilities within the team.

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Mid-size consulting firms often face multifaceted challenges when it comes to hiring top-tier talent. These organizations operate in a highly competitive environment, constantly striving to deliver exceptional services while balancing limited resources. To navigate these complexities and secure a competitive edge, partnering with a staffing and recruiting firm can be a strategic move that offers a plethora of benefits. We explore the benefits of working with a staffing firm as a mid-size consultancy below.

Benefits of Working with a Staffing Firm as a Mid-Size Consultancy

Access to Specialized Expertise

Staffing and recruiting firms specialize in talent acquisition across various industries and possess a deep understanding of the skills and expertise required for specific roles. For mid-size consulting firms operating in niche sectors, tapping into this specialized knowledge is invaluable. These firms have access to a broad network of qualified professionals, allowing them to swiftly identify candidates with the precise skillsets and experiences needed to drive business growth.

Time and Cost Efficiency

Recruiting can be a time-consuming and resource-intensive process, especially for mid-size consulting firms with limited HR capacities. Engaging with a staffing agency streamlines the hiring process, saving valuable time and reducing administrative burdens. By leveraging the staffing agency's expertise in candidate sourcing, screening, and interviewing, consulting firms can expedite the hiring cycle while minimizing costs associated with prolonged vacancies.

Scalability and Flexibility

The consulting industry often experiences fluctuations in project demands. Staffing firms offer scalability by providing access to temporary, contract-based, or project-specific talent. This flexibility enables mid-size consulting firms to swiftly adjust their workforce size according to project needs without the long-term commitment of hiring full-time employees, enhancing business efficiency and ensuring optimal resource utilization for the short and long term.

Enhanced Candidate Quality

Staffing agencies employ rigorous screening processes to assess candidates thoroughly. They conduct in-depth interviews, skill assessments, and background checks to ensure candidates meet the desired qualifications and cultural fit for the consulting firm. Partnering with these staffing firms guarantees access to a pool of pre-vetted, high-caliber candidates, significantly raising the likelihood of bringing on top-notch talent.

Industry Insights and Expertise

Staffing and recruiting firms possess extensive knowledge of market trends, salary benchmarks, industry insights, and so on, and this information is invaluable for mid-size consulting firms seeking to remain competitive and attract top talent. By leveraging the agency's expertise, consulting firms gain a competitive edge in understanding the evolving landscape, which allows them to make informed decisions regarding talent acquisition strategies and compensation packages.

Focus on Core Business Functions

Outsourcing the recruitment process to a staffing firm allows mid-size consultancies to redirect their focus and resources towards core business functions. Instead of allocating substantial time and effort to the recruitment and hiring process, the consulting firm can concentrate on delivering exceptional client services, booking new projects, refining strategies, and expanding their market reach, ultimately fostering business growth.

Mitigation of Hiring Risks

Recruiting is not without risks. A poor hire can lead to decreased productivity, cultural disruptions, financial losses, and more for a mid-size consulting firm. Staffing agencies mitigate these risks by leveraging their expertise in candidate assessment and selection. Their comprehensive evaluation processes minimize the chances of a mismatch between a candidate and the consulting firm, thus reducing potential hiring risks.

Long-Term Partnerships

Establishing a relationship with a reputable staffing and recruiting firm can foster a successful long-term partnership. As the staffing agency gains a deep understanding of the consulting firm's culture and talent requirements, they become better equipped to provide tailored solutions for ongoing and future hiring needs. A collaborative partnership strengthens over time, and in turn, can create a relationship that consistently delivers top talent.

Partnering with BCTG

From accessing specialized expertise to streamlining hiring processes, the partnership between a staffing firm and a mid-size consultancy offers a strategic advantage in navigating the challenges of talent acquisition. By harnessing the resources and expertise of staffing agencies, mid-size consulting firms can optimize their workforce and achieve sustained success in a competitive market. To learn more about building a lasting relationship with BCTG, click here.

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The world of consulting is an evolving landscape that offers an array of opportunities for individuals with a knack for problem-solving and strategic thinking. Careers in tech consulting are sought after for their dynamic nature and diverse challenges, as oftentimes consultants are given the chance to work across industries and disciplines. However, breaking into and thriving in this field requires a blend of skills and knowledge. Whether you're an aspiring tech consultant or a tech professional looking to enhance your consulting career, this comprehensive guide will help you navigate the path toward building a successful career in tech consulting.

Understanding the Consulting Landscape

Consulting is a profession that involves providing expert advice to businesses and organizations or individuals in order to help them solve problems, improve performance, achieve objectives, and so on. This field encompasses various areas such as management, strategy, IT, and human resources. As such, consultants often engage with clients from diverse sectors, including life sciences, consumer products, retail, and beyond.

Essential Skills for a Tech Consultant

Before diving into how to launch a career in tech consulting, consultants must ensure they have these essential skills.

Analytical Thinking: Consultants must possess strong analytical skills to dissect complex problems, interpret data, and develop innovative solutions. This involves critical thinking, logical reasoning, and the ability to see patterns within information.
Communication Skills: Consultants need to articulate ideas clearly, whether it’s presenting findings to clients or collaborating within a team. Active listening skills are equally vital for understanding client needs and concerns.
Adaptability and Flexibility: Being adaptable to new environments and client cultures and shifting project scopes is crucial as a tech consultant. Additionally, projects don’t go exactly as planned, so flexibility allows consultants to pivot strategies swiftly when faced with unexpected challenges.
Project Management Expertise: Strong project management skills help in handling multiple tasks, meeting deadlines, allocating resources efficiently, and so on, including planning, organizing, managing, and overseeing project workflows to ensure successful outcomes.
Industry Knowledge and Expertise: Consultants often specialize in specific industries or domains. In the tech realm, having in-depth knowledge of industry trends and best practices enables consultants to provide tailored solutions that address industry-specific challenges.
Problem-Solving Abilities: Not every project takes a “one size fits all” approach. As such, consultants must possess the ability to approach problems creatively and propose viable solutions that meet client objectives.
Team Collaboration: Although some projects require independent work, collaborative skills help consultants leverage diverse perspectives and collectively tackle complex issues to deliver comprehensive solutions.

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Building a capable and successful SAP team requires a thoughtful recruitment process. This includes knowing where to source potential candidates and how to evaluate them fairly and meticulously to be a part of your team. Through implementing practices that allow employers to seek out top-tier candidates, your team will have access to the best and brightest SAP candidates in the industry. Additionally, optimizing your interviewing and screening will further validate that you have made the best pick for your firm. Below are five solutions to effectively source and screen SAP candidates.

Ways to Source and Screen SAP Candidates

Professional Networks and Conferences

Expanding in-person and online networks is one of the most effective ways to connect with experienced SAP professionals. One way of doing this is utilizing platforms such as LinkedIn or Indeed that engage with SAP networks and experts. These social media and recruiting platforms allow you to join a community and share experiences, insights, and opportunities in the industry. Connecting through social media will also allow you to reach potential candidates who are not in your immediate geographical area. Furthermore, attending SAP networking events and conferences will allow you to meet other professionals in the field, making in-person connections and sharing potential opportunities.

Interactive Interviews

Recruiting a strong SAP team means conducting in-depth and thoughtful interviews. You want to know the candidates you are recruiting have skills in problem-solving and SAP but also have soft skills such as effective communication and teamwork. Asking behavioral-based questions in the interview will allow you to evaluate how candidates interact in a real business setting. The answers to these questions will give insight into how the candidate will respond to challenges and the skills they can bring to the team.

Technical Evaluations

SAP roles often require a complex understanding of specific software, solutions, and coding languages. As such, designing technical assignments for your potential candidates to complete will put their technical abilities to the test. This evaluation will also verify that your potential employees are proficient in the platforms that your organization uses, while showcasing their technical ability and problem-solving skills. Ultimately, conducting these assessments will help to see if candidates have the necessary skills and talents for the role.

Certifications and Background

One of the most important aspects of screening your SAP candidates is knowing your candidate’s past accomplishments, experiences, opportunities, and certifications. Employees will be required to work with complex technologies, meaning getting to know the candidate's educational background and knowledge of SAP systems and solutions will be critical. Additionally, connecting with candidate’ past employers and exploring their professional background will give you insights into their potential performance at your firm.

Cultural Fit

Finding candidates that align with the goals and mission of your firm is also important when building a SAP team. Employees need to integrate within the organization, which means being able to mesh well with other departments or teams and contribute to the overall companies' vision and culture. Failing to do so may cause friction, as SAP projects often deal with challenges that involve conflict resolution and cross-department collaboration.

Building Your SAP Team

When looking to build a strong and proficient SAP team, it's critical to implement recruitment practices that reach talented SAP professionals and fairly evaluate candidates to gauge their suitability within the firm. Through implementing the solutions above, organizations can source capable SAP experts across the country and evaluate candidates that align with their mission and vision. Contact BCTG today for assistance in building your SAP dream team. Contributions from Leah Harding

As 2023 wraps up, we’ve taken the time to reflect on all of the candidate-focused content we have published this year. From salary negotiations to networking, we’ve covered topics for candidates across the board. Below, we highlighted some of our most relevant candidate insights from 2023.

Top 10 Candidate Insights from 2023

Skills and Advice for a Successful Career in Tech Consulting

Whether you’re an aspiring tech consultant or a tech professional looking to enhance your consulting career, this comprehensive guide will help you navigate the path toward building a successful career in tech consulting.

Consultants Need These Must-Have Dev Skills to Thrive in AI

As a tech consultant, you’re at the forefront of the AI revolution. From programming to critical thinking, consider equipping yourself with the key skills outlined here to better prepare for a successful career in AI consultancy.

How to Build Your LinkedIn Profile: A 10-Step Guide for Consultants

LinkedIn is arguably the most important social networking tool out there. As such, consultants need to make sure their profile can stand out in an overcrowded market. Follow our guide on how to build a winning LinkedIn profile here.

What’s the Future of SAP ABAP?

We know that as technology continues to evolve, the future of SAP ABAP has become a hot topic throughout the SAP community. While the future is never certain, explore our thoughts on the topic in this blog.

How to Ace a Phone Interview

As a tech candidate preparing for the interview process, most opportunities begin with phone interviews. Check out these tips and tricks on how to ace a phone interview, move forward in the interview process, and land your dream job.

Mastering the Art of Networking: Strategies for Connecting with Staffing Professionals

Whether you’re a recent graduate looking for your first job or a seasoned professional seeking new opportunities, building meaningful connections can open doors and lead to exciting career prospects. One group of professionals who can be particularly instrumental in this process is staffing professionals. Learn how to network with staffing professionals here.

How to Negotiate Your Salary

Candidates often shy away from negotiating their salary and raises. But, with the current job market and economy, talent is extremely valuable, and candidates have the upper hand. As you prepare to negotiate your salary, consider the strategies outlined in this post.

Top In-Demand Skills for SAP Consultants

As an SAP consultant, you always want to stay up to date with the latest and greatest. Check out some of the most in-demand SAP skills at the moment in this article.

Finding The Right Specialized Staffing Project

It can be overwhelming to navigate the specialized staffing landscape. Check out this post where we outline how consultants can find the perfect project that aligns with their skills, qualifications, interests, and career goals.

Understanding the SAP Certification Process: A Step-by-Step Guide

Becoming a certified SAP consultant is a significant achievement, showcasing your proficiency in SAP technologies and opening doors to exciting career opportunities. In this guide, we walk you through the step-by-step process of obtaining an SAP certification.

As 2023 ends, we would like to reflect on our staffing and recruiting content from this year. From DE&I to AI, we have shared our knowledge and perspectives on the latest trends and opportunities in the staffing industry. Below, we’ve compiled a list of some of our top staffing insights from 2023.

Top 10 Staffing Insights from 2023

The Impact of AI on Recruiting and Staffing

Artificial Intelligence (AI) in transforming the workforce, recruiting included. It automates tasks, saves resources, and eliminates human bias while ensuring a fairer and smoother process for candidates. Click here to explore the topic further.

Best Practices for Enhancing Diversity and Inclusion in the Workforce

Tech companies are increasingly prioritizing DE&I, driven by both ethical and business reasons. To improve your DE&I strategy, consider the best practices outlined in this post, and remember, DE&I is a journey, not a destination.

New Technologies for IT Recruiting and Onboarding

IT companies today need to be in tune with the latest and greatest when it comes to new tools for recruiting and onboarding as traditional methods may not be as effective in the fast-paced industry. In this eBook, we explore some emerging and innovative technologies that have the potential to change the landscape.

How Staffing & Recruiting Firms Navigate Talent Shortages

Talent shortages grip job markets worldwide, driven by rapid tech advancements and demographic shifts. Staffing firms bridge the gap, using expert knowledge and extensive networks to proactively source qualified candidates with ideal skillsets and cultural fit. Read more on how staffing and recruiting firms can ease the talent hunt here.

Benefits of Working with a Staffing Firm as a Mid-Size Consultancy

Mid-size consulting firms face a tough hiring landscape, and partnering with a staffing agency offers numerous advantages, from efficient recruitment to flexibility in scale their workforce. Click here to explore the benefits of working with a staffing firm as a mid-size consultancy.

Is a Staff Augmentation Model Right for My Business?

Staff augmentation offers a flexible solution, providing temporary, skilled workers for specific projects without the burden of full-time hiring. While managed services and traditional hiring offer their own advantages, staff augmentation can quickly scale your team. Learn more about whether a staff augmentation model is right for your business here.

Key Strategies for Building a High-Performing SAP Team

This eBook dives into how strategies like strategic recruitment and continuous training can build a collaborative and adaptable SAP team. From cultivating innovation to fostering work-life balance, these tactics can empower your team to excel in the SAP landscape.

Hiring the Right Project Manager for Your Implementation

When it comes to hiring, regardless of industry or position, the ideal candidate is based on your business’s needs and goals, and this is no different when hiring a project manager. Project managers are typically brought on to ensure project success and to unify the team, and therefore, hiring the right project manager is crucial to ensuring said success. Learn more here.

Should I Consider an SAP Staffing Partner?

Struggling to find skilled SAP professionals for your company's implementations or upgrades? Whether you need consultants, developers, or project managers, read how an SAP staffing partner can help you find expert talent in this post.

Maneesh Kacharla Mike@icsglobalsoft.com 405-470-9713 Finding a New Position I have gone through ServiceNow Roles at Bull City Talent Group, for that role i have an active certication of ServiceNow Admin . Please reach out to me for immediate response. Thanks! Maneesh Kacharla 03AFcWeA6_Qtog4HZl2obCK52Xq_Ol5aFGZGNDzCJ1Obb9219luvErS0iGCMNpimw8tiszIqr6NiQBVRUaJkKm0DIWtN3y6hkEd5EWYr6L-Q3lcQMqk22_3yrL49YE1nvAH0N-s4r4InH1azPO_aSq9Uf2V-1PLcXCuYoUFZ-dDV2ooTkfX5nYrNBFEDW9fitx82udhTtP-w-jbFfFEpif7DqbMoYB4G0juncv-dg9PwQLZaopjPi0wwDcq2OQdULwadAUHmTEX0nFubPIhoVUMQo2X0oHbQK2UjCuD6c6Q8mPWHMKs8fbP5h5jODPGesLGDcti4XID1F_bCZX5OuNSRKw34ED9IFzgwbwtNA_AOlhRXd55yEToX0R4BMa1kQfk7uhRkBikVxTbkE1cB3ibVVPH4AgFXGUrkHAENPpCEH16qyew3VZax6mIBbHXSkAOp5Pm44dGtShlm1HlIkJD3Zr6zX6vzYM4QmLn97UPLxy1U56PObEt-U4SDRjtvtnMGbA9CwpNLRfiy1AZIuUzA44vngOH6Oo21oGJ8Sq0JIqkrhADw80_JT9_gLFeDPMKfh9boALVpHzvt95s59i2fPmcehz35Lrlw8PE7R7NMTfSj68ZHOuxhnpxOVaXBBd1qev3EfSKOaiTziOFl25LWw8RwAbya7MHg 182 152.58.233.99 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 3, 2024 4:08 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maneesh Kacharla Mike@icsglobalsoft.com 405-470-9713 Finding a New Position I have gone through ServiceNow Roles at Bull City Talent Group, for that role i have an active certication of ServiceNow Admin . Please reach out to me for immediate response. Thanks! Maneesh Kacharla 03AFcWeA5GJm_VdIl7khqJox5ZyAp833IAJ61tma_qYuF9Ye7fNpy-EcQ8RRL5Co4jeyC_1XuEYyGLWQhmXwpOGyoRFTuWm85zNUhOnY1glMMCOOD23e6p0ZiO37FAGKbD9Di_mD7gHHhp-Gx9iSUxp3gNN0WuM6zKeOTrg2HxXILxnpd2VGXmWX5jhCMeCh3bETRnDK991rknvZUiyNb6EjkIuFU27rvYHRWWpRt7JYN676bNMGVJpyFWV3XBlS77svNTHdz_fk64x5KZ2FqcieDeK1CTCFNjnCc9FCmwvwhvtlgQWcax9AYoRdp4BwIiWBLxUXV8N2krEqPKnhGeV27m6mnCdWaeSNXtWqV-vmpbTzpxrKp38mbfZiPzLkeM_4HGGQka-nbv8nVhyrrDzLYpF-R5m7MGB13BnPV3PCS4axyg0qyrstanQDOlXwwfuyCkbB9IEKlNtEFdXHXzSYvT6Q_JcARC0UyNtZomvY9RoV5FKvO06Q1itAVDbhoq7J2V_JSwLvnTbmfj4bz3-VSQPlYFBo1qTSFi-x1WAo31QGjbo6mnoK4QIsBGhX7jpLl4xRkR1W8uvooSpY58OzxiuweZpEN0j9EvBQFd7IqYSOxA7Lknpi_E4eD46E3Cyd4JXOxvF7f7bWNy9afd9wQ_dwox6_A-5Q 183 152.58.233.99 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 3, 2024 4:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maneesh Kacharla Mike@icsglobalsoft.com +1 405-470-9713 Finding a New Position I have gone through ServiceNow Roles at Bull City Talent Group, for that role i have an active certication of ServiceNow Admin . Please reach out to me for immediate response. Thanks! Maneesh Kacharla 03AFcWeA51v9fsfHv3MaIup2814yYal24U6biFFMygE6YE80sVB4LJiliHCZ8e8oFwZN4NCdC8F_lcN0gXu5GZrdAiiQZkrxHH_acmNLZ6k9aZr-wSCvMXiPAUkAapY860Rr9u_qNSy9kNr-GdYWQadHC4qPIgyp0qVv3uPL2o3UNkBzAWfVQmumRfV_rXzANmiJP_h2RWNSccNn6X_BKj7NQqwRrnQ9R76VIIpECBJfEA8xLD6fIBOjsdxoDqKMOcpVr4NlJ0nysdesk-RRb7_Qr69QGlf5Zs2e4NvJPUGDV8pzSgh9Nm7Ekuu_aTm253PGSOIxeYgOdp_VQdOOWUYC6PUDrAlNcMOLah3Nv1r9VMJPVdsF_yGgPE3uZ8OOT8lqEcCdiM4wD2awHvcc9kXyDKmDxN2mRfPq6TiIAAuxpEKJkLlWFXfQ55kxVLwAt_yCGSd2sISH0khmorqPjO_TcsdE74yXSrRHVSH2UUbF6HPJ-JEIdLawnD7ZV8zpXFSCm4RBcnFwPKFLdJQYALQsVC0KUMwo8PFMT4mko3yPyWMDhZvq43RBBMyXGTdeMh6yN8D0V87NPx_sSBkSEkNXlVHllGNlj4u9xrP-giY1gsEFvbULtaRSzdsvspxzNc71U2-A8ErbqbZ91MhsjM9MpgBHhmcGBd5g 184 152.58.233.99 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 3, 2024 4:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sravani raghupathia@vertogic.com 5103583478 Finding a New Position 03AFcWeA4mXRfO_61wdbjVrYIeD3kuqoKVb4egPB1IRNBqamczq6h1gAGIqKgNo8XCR1u_YEcyqHUHIA4h6p0kTHngUiqW5eCyJ2JcB0qav2BVKsn45GRcXARsQL71nlH2l--NrZU5BK4ugiNutvH-1J3sDa0gy0WSj7kAoms8GoGgxSQ77sa25k2YRjtMzoy0KeubQerVookMW5CftpP_39K_rtNbCgiUNGEjO4pVqcrjxiszd-Eihr1GpHEXR2nvOtbCxfICTCx68I7JAr1VYQT4U7R8fBikPsgnIBhokyanL0Dq6kgxB7OsoEBP2sSXAikGoWdjJnSgOROkTgB7QBReZboreaZovHSRfnCa8LpkhI9IT2eZWRpmmnRP69yxbMM_ccBDUqjwaWcxlUWZTAgRSkglGEzE-OVcbIaN5pbmz4E1VqXqICdXIeoBJXa_i1ahQ6V2DKT8Netg1Av9eMJJz9apoFgSiWUAQ7LGt9H9jmVE1wTfyCnZ4kN0p1QnrRp4lIsqP5ckCo0hI-Aa6hV6tpoTXOu13swcWL0GsXFfLpUBFferR0Q9eIPYCTDGm1mAVtzEKtQmnwcmK7rLcTT4K-1ymX65npr3spiHa_KllDwQc0rAR3jxzOQCG8WjjsIaceYa0KsTQGBlY37cK6XUzjDgRYs9ew 185 49.43.232.54 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 4, 2024 2:07 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sravani raghupathia@vertogic.com 5103583478 Finding a New Position 03AFcWeA67uD-bTURTzYXLymsWF0lhH9XHOl7y_RcyTSPyWVVrvi3ZZIoIVKvayjA2fuXfjcgrzQO-chVJ0_vjBlhh34y4OWIcoykJFUI2T28sPXLg1If2CdW0FqAuwjMXFxNEAakuTUqjVla72VsKWfAzsbyB548yB0ZI1OtRfc-rFwAkYDYO__Op7BjgepTFuUMYvqCGtPVnNF43k7taQSXIOAvCkv2FG6PkHgS4NGH5WkMEITK_Uq40Th1RiEE6zBXrXJXI1BtkQkuX40eQ9L85ar1hGmjgRoxa-Liw0ZEoDU5yTrjVIgkUeuF_Yo5-BJ0U175sXc6SpULG8_iqdk3pLHjehK9L9-sePOY87xE6j8SAsHTly-YzFWqCKKDa9euinzpjLngtDaWW92YxaTrcalcAzG2BJcg7o1b7lNGjM4GqqwvUvxk9fYbzMt7t9Fv7YYci3TN03akRrPM4XjDlsbvKxC_lcx3I7u6IacDaSmPKtAlYTby-U9hxl_4xGvXiJK4_7BsEd_xAQ4Kf340JFWUEFE0P08OtNbZkLbjsd1nVFGmigSt4AEdAt-HvoVLAq2gPj58XoPjGcWaJQyjrnoMxgI8o0FprwNxybsVIFc1FQG2nGkK5jt1Q-c15wu5QZBTQlDNH14ws_tJDKJhzKb1OpmcwSGEINktefSOGol4tV-V_oQE 186 49.43.232.54 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 4, 2024 2:16 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Cathy Butler cathy.butler@catalent.com 919-624-2902 Finding Talent Hi All, I am looking for a senior SAP CSV Manager that can assist me with a SAP deployment to our Catalent Morrisville location. Thank you, Cathy Butler VP of Global CSV and IT Compliance 03AFcWeA7gB3sx2C8DXRlkkXjYjeQgQEbTbl_nsn2DTdfduImkwegfCyMSNpwp3wFuIOU4kO3wx_9MJJjlmr2wtOwZMiOt9UiPUE7ZO7nwOwkF19De8xZN83ZjrJ8UWIaooP2dYds_FpvwKJfHSRFJ1WJ1MlqxdvSLyYKqUhgkj6p1ALYhnKLimu065_d2YyBsj07J9G7RSvkGlDtLnCE1OANSSgxd5z5zVkHvQPiJwvuWv0kyUoq1JbLUWjgOPPHCLHbvavH12cksbLawf-_DgXFr-qs4abqreK_mYeRlxnLJRpln0e9UCM3-LOLYl28x-Kg_yw-9OR-TvS1BB5KJ6BbxBGx201oNJRlTYsXasYu6_FyhbZW_S2P-PENpXFMXlPpTI5Y8jEenUTM4JQIhvWHWpSR2IvIxzYPyDAsfIhfmeQ2jKXqbDMEanWZE8EQEPjhN5nUmJX0ETaKUFjzT5kJcqXoBhI6n-VZmoT3GfcP9viGfRKXQ6LbaQ8dnMvr2A4pZDmR1Zl6S_jIQ2ZD3rYa2JH0JVYj__YKhDeE02cPlkO7_esGjEIvUXPFkWVrBppsfosPAdwXJQDfGpet86ENM2d90ElhA2w 187 50.220.146.114 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 Edg/120.0.0.0 https://www.bullcitytalent.com/contact-us/ January 4, 2024 1:35 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Cathy Butler cathy.butler@catalent.com 919-624-2902 Finding Talent Hi All, I am looking for a senior SAP CSV Manager that can assist me with a SAP deployment to our Catalent Morrisville location. Thank you, Cathy Butler VP of Global CSV and IT Compliance 03AFcWeA6qhdBw61o2b7JjrXB24TJVGExRfatiL3kh-OvIshIZoQ0tetuOFNNSYCjSJzByrFwvIFj5YXCdfFcBkc9_VcRD_cZZfhxC7KEsFWhBsXrhtKQNP0GoEIYQoyopwPtfwRgk3miKFc31N9YWVtLYgcqeYwT4TSrT2dJVoAiBUSWjqhI9At8plxQitYV_EO5MByJkjS0g-0Ko5mO6H7jXxo5OyuS1se6Kp8m_Qh4YDM5CMGBzesY_HqXTi0E7gV9JN6AqXrgEMnDXnRo-C5xL2AJ00VzvkIKmg55d5u9CvtNdnFnoKFPTW_6LUDST_aoMFRZ1rnoGXgQJUnbBh0ih1KiADNBP89xrnmqKYWrEGjKCO0FroHNAUxs4IJsuh8DaW36BedYlHykOIf-fBKQYMwlSWIVO2d7IJR0T1CJiLLp_Hb_oDbdPMk_tzkyAMQYGwW2Qd_pCKK-iCjmydExaoB2wOXdy1lVsNPLa-s3-cMb7crVsQJXynLpqND9iAXX3Gp01sYcZNwsSaOFj3xWHMs6G6rJ2fDPnYjrHgbbDyFyQte5KTm_hiDLBTIKY4zDixBGet3nyAvBsnQI8s8R5-EtNXJqq1kO5rTvaNyq_RvZYrX0rh6Y 188 50.220.146.114 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 Edg/120.0.0.0 https://www.bullcitytalent.com/contact-us/ January 4, 2024 1:36 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Snowflake's innovative cloud-based data warehousing platform has redefined the landscape of data management. Founded in 2012, Snowflake introduced a novel approach to data warehousing by leveraging the cloud and separating storage from computing resources. It operates as a Software-as-a-Service (SaaS) offering, providing a unified and scalable platform for storing, processing, and analyzing data. However, what truly sets Snowflake apart is its architecture which enables organizations to handle vast amounts of data while maintaining performance and cost-effectiveness. Below, we explore how organizations drive business intelligence and analytics with Snowflake, along with its key features and impact on modern data-driven decision-making.

Key Features and Capabilities

Architecture

Snowflake's architecture is built on three core layers—storage, compute, and services. The separation of these layers allows users to independently scale each component based on their specific requirements. Data is stored in a highly efficient, columnar format, ensuring rapid access and query processing.

Scalability and Flexibility

One of Snowflake's most significant advantages is its ability to scale effortlessly. It allows businesses to scale compute resources up or down based on demand to ensure optimal performance without overprovisioning. Additionally, its compatibility with various data formats and integrations with popular BI and analytics tools make it highly flexible.

Performance

Snowflake's architecture supports high levels of concurrency, allowing multiple users to run complex queries simultaneously without compromising performance. Its innovative approach to handling compute resources ensures efficient utilization, resulting in faster query execution and reduced latency.

Security and Data Governance

Security is a top priority for Snowflake, so the platform offers robust built-in security features like encryption at rest and in transit and role-based access control. Moreover, it complies with various industry standards and regulations to enhance data governance and regulatory compliance.

Impact

Accelerated Decision-Making

Snowflake empowers organizations to access and analyze data in real-time, ultimately accelerating the decision-making process. Its high-performance analytics capabilities also enable users to derive insights quickly which in turn facilitates data-driven decisions that drive business growth.

Enhanced Data Collaboration

With Snowflake's ability to support numerous concurrent users and workloads, it fosters collaboration among teams working on BI and analytics projects. Users across departments can seamlessly access and analyze shared data sets, promoting a collaborative approach to data-driven insights.

Cost-Efficiency

Snowflake's pay-as-you-go pricing model coupled with its scalability ensures cost-efficiency. Organizations can optimize their spending by scaling resources based on actual usage, avoiding upfront infrastructure investments and reducing operational costs.

Advanced Analytics Capabilities

Snowflake's integration with various analytics and machine learning tools allows businesses to unlock advanced analytics capabilities. Whether it's predictive modeling, AI-driven insights, or real-time analytics, Snowflake's platform facilitates the integration of these technologies and allows organizations to derive deeper insights from their data.

Driving Business Intelligence and Analytics with Snowflake

Snowflake's role in driving business intelligence and analytics cannot be overstated. By empowering organizations to efficiently store, process, and analyze vast amounts of data, Snowflake enables data-driven decision-making in today's fast-paced business environment. As data continues to grow in complexity and volume, Snowflake remains a critical enabler for businesses striving to extract meaningful insights and drive success through analytics and business intelligence. Looking for Snowflake talent? We can help.

SAP systems house a vast array of critical data across various modules such as finance, sales, production, and more. However, migrating data from these systems is a complex yet pivotal process for companies looking to enhance operational efficiency and embrace modern data analytics practices. Data migration from SAP systems involves managing large volumes of both structured and unstructured data, each with its own unique formats and relationships. This complexity often poses significant challenges, including maintaining data integrity, ensuring seamless integration, and transforming data effectively throughout the migration process. Leveraging a powerful data platform like Snowflake can play a transformative role in optimizing the SAP data migration process. Snowflake, renowned for its cloud-based architecture, offers scalability, performance, and user-friendliness, all of which prove instrumental in addressing the challenges encountered during an SAP data migration.

Understanding the Complexities of an SAP Data Migration

The complexities inherent in an SAP data migration arise from the diverse nature of data types across different modules. For instance, financial data might be structured differently than sales data, making seamless integration a considerable challenge. Moreover, ensuring data quality and integrity throughout the migration process is crucial, as discrepancies or errors could have profound implications for business operations and decision-making.

The Role of Snowflake in the SAP Data Migration Process

Snowflake's architecture is built to address the intricacies of an SAP data migration. Its separation of storage allows for unlimited scalability, and it can handle large data volumes from SAP systems while maintaining high performance during migration processes. Snowflake's robust security measures also ensure the confidentiality, integrity, and compliance of data, adhering to industry standards. Snowflake's compatibility with various data formats and integration tools simplifies the integration and transformation of SAP data, allowing for a seamless transition across different data types as well. Since the platform supports semi-structured and unstructured data, organizations are able to migrate data without constraints based on format or structure. Furthermore, its multi-cluster architecture supports concurrent workloads, promising smooth operations and optimizing performance without compromising speed or accuracy.

Best Practices for Optimizing the SAP Data Migration Process with Snowflake

Implementing best practices is crucial for a successful SAP data migration process with Snowflake. We outline the top five best practices below:

1. Comprehensive Assessment and Planning

A robust migration plan begins with a thorough understanding of the existing SAP data landscape. Conducting a comprehensive assessment involves identifying data types and dependencies and evaluating the data's quality and relevance. This assessment phase helps in understanding the data's structure and relationships, along with potential issues that might arise during a data migration. Furthermore, devising a plan is crucial, and it should encompass timelines, resource allocation, key milestones, and a contingency plan for unforeseen challenges. Collaboration between the SAP and Snowflake experts is essential at this stage to align the technical aspects with business objectives.

2. Data Cleansing and Transformation

Data quality is the cornerstone of successful data migration, and Snowflake's capabilities in data profiling and transformation play a pivotal role in ensuring data accuracy and consistency. Before migrating data to Snowflake, it is imperative to cleanse the data, which involves identifying and rectifying inconsistencies, duplicates, and errors within the data. Utilizing Snowflake's functionalities for data standardization and enrichment enhances data quality. Additionally, data transformation should align with the target schema in Snowflake to ensure seamless integration and accessibility.

3. Parallel Processing and Incremental Loading

Leveraging Snowflake's capability for parallel processing and incremental loading significantly optimizes migration performance. Breaking down the migration tasks into smaller, parallelizable units helps in distributing workloads across Snowflake clusters, thereby accelerating the process. Incremental loading, where only the changed or updated data is migrated, reduces overall migration time. Snowflake's ability to perform delta loads ensures that only the new or modified data is transferred, minimizing redundancy and enhancing efficiency.

4. Monitoring, Validation, and Iterative Approach

Implementing monitoring mechanisms within Snowflake is key for tracking migration progress, identifying anomalies, and ensuring the accuracy and completeness of migrated data. Monitoring tools provide insights into migration performance and allow for timely adjustments or interventions in case of issues. Additionally, validating migrated data against the source is imperative to ensure data integrity. Verification processes, including data reconciliation and comparison, validate the accuracy and consistency of data migrated to Snowflake. Finally, taking an iterative approach to data migration allows for continuous monitoring and refinement throughout the process. Regular checkpoints and updates ensure that the migration stays aligned with the defined objectives and minimizes potential risks or disruptions.

5. Knowledge Transfer and Continuous Improvement

Investing in training and knowledge transfer sessions for the teams involved in migration is an effective utilization of Snowflake's capabilities, as it empowers teams to leverage the platform's full potential. Encouraging collaboration between SAP and Snowflake experts as well fosters a deeper understanding of both systems, enabling the identification of optimization opportunities and facilitating continuous improvement.

Finding Talent for Your Data Migration

By leveraging Snowflake's scalability and flexibility, organizations can overcome challenges associated with an SAP data migration. Implementing best practices further can pave the way for a seamless and efficient migration process, empowering businesses to thrive in a data-driven era. For help finding the right talent for your SAP data migration process with Snowflake, contact BCTG.

Nikhil Bansal nikhil@adventatech.com 5713471131 Other Hello, I am reaching you out to know if you have any IT requirement on which I can assist you. We do have 200+ consultants available on my bench. Kindly add my email nikhil@adventatech.com in your distribution list for C2C / C2H requirements. Thanks 03AFcWeA6x_JI6T_5ud5gOWMqYpCm4naZaJlCOwPgd40SnMRZh_6UmghGwono6JBUANc5XfeqSkB1Mq4WU8LYvSKQy68XHvhLG_fP9TSDCHDiOIfPR-SUkhZU4xOx6xIHT_uV4nvIQ_Hs2V-2mDMTRmeqaACz36cjOOzkOVCXIYiu7uMXYQm3EOjLmVC_IqslxKXNxPf7gRO8riFL8JwBMlMVoLKFreJAPS28--XckZhd334hi26MYq0TsnPGf5ZAMVGULwvVfcuiuMMWZHcldvnN9WMs61a4h0qs2A2W8lBxD85V4maxxOhEOvKNMgNVE2MEtU_e5sLVtqurXCzrSNOBbZOSqImkpGUoBkWF9Bz33QTUwYKB0nlZKGp5s1NmyEgvxtZaDDauVXpvzS0Gk0buGy_FGTVE5YRUIEsoROd7fcA-ZSHTBkobjACiC3QdkNzf1ghE_UB0HyK03QWq8jWXyaK60q78d9qLxIwc36iwVj8albi1435fYfhJFFpve7F0uw09ah0SyREsstB9eCt4DbOQDkHbFfSQ0GbOw0_4HQvfPrvvwMfmT-r8ao7wGrSdjt1QQdtIhBHZLBCsa7jivElx_f7Wqfw 189 14.194.70.158 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 10, 2024 1:57 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Nikhil Bansal nikhil@adventatech.com 5713471131 Other Hello, I am reaching you out to know if you have any IT requirement on which I can assist you. We do have 200+ consultants available on my bench. Kindly add my email nikhil@adventatech.com in your distribution list for C2C / C2H requirements. Thanks 03AFcWeA4uoVM2ItHudIxM-BA9koHIsOpAKZiinX4l3LB2NJg4K23Hls5tYz2UtcLGNs8kqMBHFhFBT2gGi0VOY6Rja5_vm7pU-JstZUjqSLNgfPD1yTfwveUN7Q9k781ku6PieINn2sGK_pMiwvQ9uhRgo0_MSDNgpEQcsJsfZFRVYShbf5s5SdUnPXXUEfJ9B8ElmDZm3kQhDzPWT3XKgBsU7Cir5l_RO6UioOqrsJOzsRk8j9o5zrh_qyQxao0kmiaMKuPELXZKumzWOAjlC4njXZeZP5MtzFm6tOhwZXRSaIQOgNyng3IkjVjRu-ZW64_RaMKRe98ysmA6O2o28RShMQy-XEPvvcLd6mTU_71-tWsPAM6XXtLqrlzkP2NuPYn9bSOj8YKq_Aus4ICefpQ9b3niycPt836ht4vpUtulVDJrB6KgFMduIzw5EFf_0OtiKX8mllfklC_f6_auxNNTTtcaMJLyylQtYm6zSZt9lIDJmNmx4nsM21S069_9n6SYbktz62Q2ywyH4to434rHsRwxSQRM9MXbPdUtPKv4dbRXdc1Yjn1KBwObYpakj-plMRCyKms2 190 14.194.70.158 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 10, 2024 1:57 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

As a mid-size consulting firm, the effective management of your SAP talent pipeline is a pivotal element that determines success in delivering top-notch services to clients. As the demand for SAP expertise surges, so does the need for a robust talent pipeline management strategy. Mid-size consulting firms, in particular, face unique challenges in sourcing, vetting, nurturing, and retaining skilled SAP professionals, necessitating a focused approach to managing their talent pool effectively. Below, we will explore the dynamics of an SAP talent pipeline for mid-size consulting firms, along with strategies for effective talent management.

Understanding the Dynamics of SAP Talent Pipeline for Mid-Size Consulting Firms

Mid-size consulting firms often operate in a competitive market where access to a proficient SAP talent pool can be limited. The intricacies of managing SAP talent involve various aspects, including the following:

Identifying Skill Gaps: Recognizing the specific skillsets needed within your SAP team is vital. Analyzing current projects and future business objectives can help pinpoint the skill gaps that need to be filled.
Recruitment Challenges: Attracting and hiring skilled SAP professionals can be a daunting task, and mid-size firms might face budget constraints and limited resources compared to larger competitors.
Retention Strategies: Retaining SAP talent is as critical as hiring them. As such, offering career growth opportunities, training programs, competitive compensation, and benefits packages is imperative to prevent attrition.
Upskilling and Development: Continuous learning and development are a must-have to keep SAP professionals updated with the latest technologies and methodologies in the SAP landscape.

Strategies for Effective SAP Talent Pipeline Management

While successfully managing your SAP talent pipeline may seem overwhelming, it can be made easier when approached with thought and intention. Here are some key strategies to keep in mind:

Cultivate a Strong Employer Brand

Mid-size consulting firms can establish themselves as attractive employers by highlighting their unique company culture, growth opportunities, challenging projects, and so on. In doing so, the firm can significantly enhance its appeal to SAP professionals.

Develop Growth Initiatives

Investing in continuous learning programs, certifications, training sessions, and workshops for existing SAP talent not only enhances their skillset and ensures their knowledge is up to date, but it can also boost employee satisfaction and retention rates.

Create Structured Succession Planning

Identifying and preparing internal talent for leadership roles is crucial. Developing a succession plan ensures a smooth transition of responsibilities and prevents knowledge gaps when senior professionals leave the organization.

Remember Agile Talent Management

Flexibility in managing SAP talent is essential, including utilizing a mix of full-time employees, part-time workers, freelancers, and consultants to adapt to varying project needs while optimizing costs.

Consider Strategic Recruitment Partnerships

Collaborating with an SAP staffing and recruiting firm can be a game-changer for mid-size consulting firms. These specialized agencies have a vast network and expertise in sourcing SAP talent, making the recruitment process more efficient and cost-effective while taking the burden off your back.

Why Work with an Staffing and Recruiting Firm?

Partnering with an SAP staffing and recruiting firm brings several benefits that align perfectly with the challenges faced by mid-size consulting firms in managing their SAP talent pipeline. These specialized firms have extensive networks and databases of skilled SAP professionals, providing access to a wider and more diverse talent pool that may not be reachable through conventional hiring channels. SAP staffing firms also possess specialized knowledge and experience in recruiting SAP talent, enabling them to identify the right candidates efficiently and effectively. Along with their extensive networks and industry expertise, outsourcing recruitment to an SAP staffing firm can significantly reduce the time and resources spent on the hiring process, allowing mid-size firms to focus on core business activities. Above all, partnering with a firm offers flexibility in scaling up or down your SAP workforce as project demands change, ensuring optimal resource allocation. At the end of the day, managing an SAP talent pipeline is an important aspect for mid-size consulting firms striving for success in the competitive market. While various strategies can be employed internally, partnering with an SAP staffing and recruiting firm may be the strategic move your organization needs. To learn more about partnering with experts at BCTG, contact us today.

William Schwartz willard047@icloud.com 7404052248 Finding a New Position Hello. I am looking for a new IT position around the Benson, NC area. I am willing to drive up to 40 miles each way, or entertain a permanent WFH position. I currently am located in the Greater Orlando, FL area, but will be moving to the Benson area in the middle of July. If you and your team would be able to assist me in finding a great position, it would be appreciated! Positions interested in: Jr. Systems Administrator, Entry-Level IT Security Analyst, IT Helpdesk T3+. I have nearly 4 years of IT experience overall , and a little over 1 year of IT Security experience. I am more interested in a role related to IT Security, or a role that would be able to lead into a Security role. Smaller team preferred if possible. Thank you for your time and assistance. Will 03AFcWeA4Zk1VikETErvna-z8KRdzh36mPn6V0a8P059bKmkckP1e7bki19GjMP8NCdiku7BMBYrMF1YacWwvHjM4y3DXo6XS1vbU11ybt266UyU4B98T1QvTREAdEViZucGe6LbCXfBtz0VxcHm9PoMz7SNOIQzCs2y5EMErD48ItOayhc6AKuUEwJg0oCNchw5eWwq9iLV2_5fIflY0O2xAu2Z1qq9Hf-yc5_b4u6RWiwxRNEdJYlvXlwMlOBUN5T5gD6eqZQWQlQew7tIv2FGEyfLDK-0fB4M2Tox_CALlwVlk4wKLaBxCw0DPG63w4ysKwIV9TMSCeTXaC_WXLFuYSa2pj30G2NMSa1xCd-Z0VwUXbvfeWFHAKnQtsFq11y4MLnnhw4aC5bA2BT7pJhHfk0Ri_QELnFsgEAdq6ub_t5YxOOYb-mdxUMmy8e57-crhMWY09cWc9nEK82gRhjrp6X5z7eWT1ptIhvo8tDAsSq64UECgRl_8PTnop3V7yLCkboJTO_76BVaf1NwiEqK7WS-7_NzIlLcUUGcUdxAwJchRImMJugxCbjxX-hxERWBfg8PKmVk6i 191 97.100.33.183 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 16, 2024 5:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

William Schwartz willard047@icloud.com 7404052248 Finding a New Position Hello. I am looking for a new IT position around the Benson, NC area. I am willing to drive up to 40 miles each way, or entertain a permanent WFH position. I currently am located in the Greater Orlando, FL area, but will be moving to the Benson area in the middle of July. If you and your team would be able to assist me in finding a great position, it would be appreciated! Positions interested in: Jr. Systems Administrator, Entry-Level IT Security Analyst, IT Helpdesk T3+. I have nearly 4 years of IT experience overall , and a little over 1 year of IT Security experience. I am more interested in a role related to IT Security, or a role that would be able to lead into a Security role. Smaller team preferred if possible. Thank you for your time and assistance. Will 03AFcWeA5kmkG7eBqjwbDhTQrJC88jDXb9SV3lkEEkysv8S9ZC7bFQHqQDwpTCPoN2jMJFXZ9M7ZAdPzgEmiY4AImI4xQJVXdN7n8UkIl2_0HOiq7EkO5mAmn0J48srRSlBFVg793u8CkKW4oajd7scnCZvVTNjrl0FupCjbj0iPhz6YoWBK1LN1pIZdtTpiZeh_f6xGDVGW-zyxppLLr9OGCu1Sn2LhigofCqHoSd7WgOM116KVat1PLvhJUWaRP9Zbk8ykqzMk9VsJOOw0yhwlpd3YJ_xrrPuv2AmB7bUWv15s_Ncq8nMKeU3341M_sjRnkhkMBrrPOB9jcQAou23soz9UoZSncMggGL-Drop2VE-PObCpSuihmoTTlHRsLhpce65O4JndUOnXSqkzI3EmNadQ95pvwd-VnLY4h120ha7OHtF2FzftsgfkUoWX4XteLDAJxJ9pKcted674bbdQ4Lh4Wch0ipFKnVE9AIkVOkbQEwlk010wWy3T1AnxwOXI39HGDvMh8cLrOQiVQVpFwSPHIyBaucfZ9CHJFtY4KSDRjvnAVSiK9wfDbfDXJdQ3f-hnTpCyVP 192 97.100.33.183 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 16, 2024 5:10 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kazim kazim@adroitco.com 3312124521 Finding a New Position Please share your SAP roles to me at kazim@adroitco.com 03AFcWeA5vjxmG_4FcbA_bnkaXSXV5y_HWqJRcb3eXNfuctjINzXTVRIdu0VgdoPCcqztONrf1ykiKH4Sucereiv-WrXuGo61ftzxU-D4wlM9GW3djjDFWavqUyjRSnNOC-Z5rl-NTlsWdjeApTlaCDKpx0IMY5pOqs9a00FaooyWdE_j03KmC5qKI74xBF5pJkjZOK7rZaO67vIKeMso05xYXdttRphEglcvG-zdzlMGuqCySG5xa3ks_XNr6NX3JQmHo5Cv9GV9yE5VIwrBvyFdXA7C5_F0DLCRGeM12fFcKB2IA1cLifspdW9C9y_RMrBewtF3V3JnvvR-DEzyQzhCKjYpB165WBfE3uZ53RV5Gu-tOux80n_JqhijH5n7P0xVstR2h3_SZ8eBOMutUbMfUyAH0iY4Eso--93JiNeU-I7Oi7G48C4INjMpEHINyt_qYfnIElF8hDtL4kgBONdzdFfzwQm1sO117PQsuw50RHfgeY4kCiBhOyj5JzQxJxnEE5GzpyU3xTF39U4SST2jlj9Htc5sPNcMf5iAWKspEmesuzPF1n86YkEKDTmiwMZ9SOe3aEeX4 193 43.249.225.98 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 16, 2024 7:43 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

kazim kazim@adroitco.com 3312124521 Finding a New Position Please share your SAP roles to me at kazim@adroitco.com 03AFcWeA4TLJ-oKaGRS9jdK17xD1PJqF4VotEVnKxwsTolGYjYIzo-dnIjzpQNVwZoyPESILWlaDQ1qQ32Be4R0qn3R8qJcBiHgtH4ZY270Z3L0Jq3pRKYLoC3mod8xdTNdLjGvocWQkzJms4ZpV3D_xlSutc5R__Gso4h3XsxZnVLnW4g1hD14H_D1wVTGyYfJ6BWzR2bh4U2qPQhBwblAEBtwLRk3QmLyXkrKMbW6dAO_GVfucRSvDQqkH52BiNCYih28ds__xVZxgxJcfUCWcsJ8ldxE8jiDhprx7KeEsiyW5hcUBMTONEnKt_Vzd67StPpYsTiygf4xvxIUXdlUVZI9fo1EQVEZTQdr_tkFddzcn94Fqa8PKX-y_YtHCI5QIFOeKv7qNAhZjKFIhrwDoqanZ4iO_09sEFCz7ZNieJnJeFbPSiEdKPaFjGZcGwZS4kxminXSFZe4_hkItr9wLXiQIftWSgt-6KtN4tnSYyl0cinWsbklxTnz_cpbMJdd_BYqnsch5ymj70bnHVnwW-5bDf7sIYJ_5B9JZ6wVPIq1DVnow4rW-r6FDhY1D_aku067U6xbik1 194 43.249.225.98 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 16, 2024 7:44 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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The evolution of SAP solutions and the digital transformation imperative have catalyzed a profound shift in the way businesses approach their operational systems. As organizations strive to stay competitive in a rapidly changing landscape, the demand for skilled SAP professionals has surged. This demand is fueled not just by the need for technological expertise but also by a strategic vision to leverage SAP solutions for enhancing productivity and progress as well as delivering unparalleled value to customers.

Understanding these nuanced trends in SAP staffing along with the continuance and/or emergence of specific SAP project demands becomes pivotal for businesses aiming to thrive in today's dynamic market environment.

Below, we outline our top SAP staffing trends from 2024.

Key SAP Projects and Solutions in Demand

SAP S/4HANA Migrations and Implementations

The migration to SAP S/4HANA is a strategic move for businesses looking to modernize their ERP systems. However, the migration process involves complexities that demand expertise in various aspects. As such, consultants proficient in S/4HANA migration strategies, system configuration, data migration tools, and post-implementation support are essential for ensuring a seamless transition. These professionals play a crucial role in analyzing existing systems, devising migration strategies, mapping business processes, and addressing any challenges that arise during the migration journey. SAP consultants’ expertise also extends to optimizing the new environment post-migration, ensuring it aligns with the organization's objectives and maximizing the benefits of the upgraded platform. These experts also often play advisory roles, providing insights into industry best practices and helping businesses tailor S/4HANA functionalities to their unique requirements. The demand for S/4HANA migration experts is poised to rise further in 2024 as more organizations recognize the necessity of this migration to remain competitive. The expertise and experience of consultants in handling various migration scenarios – dealing with complexities, mitigating risks associated with data migration and system configuration, and so on – will continue to be highly sought-after attributes in the SAP staffing landscape.

SAP Extended Warehouse Management (EWM)

SAP Extended Warehouse Management (EWM) is a critical solution for organizations grappling with complex warehouse operations, particularly in helping create efficient inventory management and logistics operations that meet customer demands while optimizing costs. Experts specializing in EWM offer a spectrum of skills encompassing implementation, customization, and optimization of the system. With a rise in SAP EWM projects, SAP EWM professionals also must be adept at integrating EWM with other SAP modules or third-party systems to ensure seamless data flow across the supply chain network. Moreover, their role extends beyond implementation; they continuously need to assess system performance and provide recommendations for optimizing warehouse processes to adapt to evolving business needs and market trends. The demand for EWM specialists is burgeoning thanks to the strategic advantage of efficient warehouse management. Experts capable of leveraging the robust capabilities of EWM to meet unique business demands and orchestrate agile and responsive supply chains are pivotal assets and will continue to be in high demand as we move into 2024.

Download the full 2024 SAP Staffing Trends below.

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Sravan Katta skatta692@gmail.com 2038224442 Finding a New Position Hi, I am in the market for a new position Interested in SAP EWM Projects please give me a call at 2038224442 03AFcWeA6LMFo5x18vIObamowv4ybnMN3QU3KfDmJR8_MQ0OC7Js5-ujI81SPmtWDxPt6ESo_6LpoDJI8cxHukwzVMjGNOfAIY4g9GfgtQH9RxZ0FWmYGJUZHWjBL9IiSVDjaoNFKpu1UQMnK8G7yuL_HmCT2ZwzTrLD2geIiAFbFDsCe01eBsXeT2XBJ1C4hs9YKLQVbFRwA6BG4QEdPr70phlb6vpkEkVoYopHybvlLQxqixW35R2rwwALF2hb4oSF6QGfHQMVbUmrh_FRFDxnkqrbK5smcL8Jcc-v40ER6vjORxQXkt9E0o1NoOuAlusz3UyD9mAg-bpyt-d7U2th8-519l-xxeqMTMqJIdaDxYZcInRCABiveLgkMzHlTpsH6EeLjRpnp_GXAE7amJ7R3yx5RST8QG63Eav5nPDOWqz09FMErWMn0h05jbjTV7uVMUzQZH3c0cmLgLe4xXEkEsabWc6REejDSaZFJOfWI1_epMJUAHkglm_sP4ayel9qVzUTfSOlEq-E6G74eduqtR6g3g-olWBAwokg0zvDEMGjlPEp68pGHbxBDcwZDN0oKF8Nnmqf8e 195 66.241.32.168 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/120.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ January 18, 2024 10:13 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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In the realm of modern data management, Snowflake has emerged as a leading cloud-based data warehousing platform, revolutionizing the way organizations manage and analyze their data. As companies increasingly adopt Snowflake for its scalability, performance, and ease of use, the demand for skilled Snowflake consultants has surged. These consultants play a pivotal role in assisting businesses to leverage Snowflake's capabilities effectively. To thrive in this dynamic field, consultants need a comprehensive skill set that goes beyond technical expertise. Becoming a proficient Snowflake consultant demands a comprehensive skillset that marries the intricacies of SAP systems with the functionalities of Snowflake. Below, we delve into the top must-have skills for Snowflake consultants.

Must-Have Hard Skills for Snowflake Consultants

Snowflake Proficiency

Understanding Snowflake's architecture, including its unique features like virtual warehouses, data sharing, and structured data storage, and how it differs from traditional databases is fundamental. Consultants should also possess in-depth knowledge of Snowflake's functionalities, such as data loading, querying, optimization, and security measures. In turn, Snowflake consultants should have knowledge with SnowSQL or Snowpipe, to improve data loading efficiency, and SQL, to better manipulate and query data. Expert Snowflake consultants should maintain proficiency in managing Snowflake objects like databases, warehouses, schemas, tables, and views to deliver efficient solutions to clients.

Data Modeling and Warehousing

Strong data modeling skills are necessary for consultants designing efficient data warehouses within Snowflake that align with business requirements and integrate seamlessly with systems like SAP. Consultants should understand dimensional modeling concepts like star schemas and snowflake schemas as well as design data models optimized for analytics and reporting purposes. As such, this knowledge of optimizing data models and warehouse structures for query performance is vital, including indexing strategies, partitioning, and optimizing storage configurations.

SQL and Scripting Skills

Proficiency in SQL is an essential skill needed for querying and manipulating data within Snowflake, as it forms the backbone of data operations. A deep understanding of SQL allows consultants to write optimized queries (which helps with data retrieval and manipulation), design efficient data models, and extract valuable insights from complex datasets. Additionally, knowledge of languages like Python and JavaScript further enhances consultants' capabilities for automating tasks and performing complex data transformations, ultimately streamlining workflows. After all, in 2023, Python accounted for nearly 88% of all jobs run on Snowpark.

ETL (Extract, Transform, Load) Processes

A comprehensive understanding of ETL (Extract, Transform, Load) processes is vital for consultants to efficiently manage data pipelines within Snowflake. Expertise in tools and methodologies for data extraction, transformation, and loading ensures smooth data flow and integrity throughout the system. Data extraction refers to knowledge in extracting data from systems like SAP using various tools or methods while ensuring data consistency and integrity. Data transformation requires skills in transforming data according to business requirements, and performing cleansing, aggregation, and enrichment processes before loading it into Snowflake. From there, data loading skills refer to the knowledge of efficient data loading strategies into Snowflake warehouses, ensuring optimized performance and minimal latency.

Must-Have Soft Skills for Snowflake Consultants

Problem-Solving and Analytical Thinking

No matter the focus area, effective consultants must possess strong problem-solving abilities. With these skills, Snowflake consultants can better analyze complex data challenges, identify bottlenecks, and devise innovative solutions to optimize Snowflake implementations. Analytical thinking also helps in interpreting data patterns, deriving meaningful conclusions, and recommending actionable insights to clients.

Client Management and Communication Skills

Successful consultants excel in client interactions, possessing exceptional communication and interpersonal skills. They can comprehend client requirements, translate technical jargon into understandable language, keep stakeholders up to date with progress reports, and effectively convey solutions or recommendations. Building and maintaining strong client relationships is crucial for long-term success as a Snowflake consultant.

Project Management and Time Management Skills

Managing multiple projects, meeting deadlines, and allocating resources efficiently are critical skills for Snowflake consultants, and any consultant for that matter. Strong project management abilities enable consultants to handle complex projects effectively, ensuring timely delivery and meeting client expectations.

Final Thoughts

Consultants play a pivotal role in enabling organizations to leverage Snowflake for robust data management and analytics, and they demand a multifaceted skillset. With the right skills in place, individuals can ensure a rewarding career as Snowflake consultants, facilitating data-driven decisions and innovation in businesses across diverse sectors. Whether you’re a Snowflake consultant looking for your next project or an organization seeking talent for your Snowflake implementation, we can help.

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Today, organizations rely heavily on data analytics and storage solutions to derive insights, make informed decisions, drive business growth, and more. Snowflake, a cloud-based data warehousing platform, has emerged as a leader in this area, offering a range of opportunities and specializations in Snowflake for professionals and businesses alike. Snowflake revolutionizes the traditional data warehousing model by operating entirely in the cloud, providing a scalable and efficient platform for storing, processing, and analyzing data. Its architecture separates compute, storage, and services, allowing users to scale resources independently as needed. This flexibility and agility make Snowflake a highly sought-after solution in the industry. Below, we explore opportunities and specializations in Snowflake for professionals in the tech industry to consider.

Opportunities for Tech Professionals

Snowflake's rise as a leading cloud-based data warehousing platform has created a plethora of opportunities for professionals across various domains. Some key tech roles include:

Data Engineers and Architects: Snowflake's architecture demands specialized skills in data modeling, ETL (Extract, Transform, Load) processes, schema design, and so on. As such, professionals proficient in these areas find ample opportunities to architect and implement robust data pipelines within Snowflake.
Data Analysts and Scientists: With its powerful querying capabilities and support for diverse data types, Snowflake enables data analysts and scientists to explore, analyze, and derive insights from vast datasets. Proficiency in SQL and data visualization tools paired with Snowflake expertise is highly valued in this role.
Business Intelligence (BI) Specialists: Snowflake's compatibility with various BI tools such as Tableau and Power BI opens doors for specialists skilled in connecting these tools to Snowflake, creating dashboards, generating actionable insights for stakeholders, and more.
Cloud Architects and Administrators: Understanding Snowflake's integration with cloud providers like AWS and Azure is crucial for cloud architects and administrators, and optimizing Snowflake's performance and security within these environments requires specialized knowledge and expertise.
Machine Learning and AI Engineers: Snowflake's ability to seamlessly integrate with machine learning libraries and frameworks facilitates the development and deployment of AI models. Professionals proficient in both machine learning techniques and Snowflake can explore innovative solutions, especially as AI continues to grow.

Specializations in Snowflake

Specializations in Snowflake, coupled with the platform's versatility, offer a wide spectrum of career paths and growth prospects. Below are a few key focus areas critical to Snowflake:

Performance Tuning and Optimization: Experts focusing on performance tuning can dive into query optimization, resource utilization, and fine-tuning Snowflake's configurations to enhance overall system performance.
Security and Compliance: Specializing in security involves implementing robust security measures, encryption protocols, and ensuring compliance with industry standards like GDPR and HIPAA within Snowflake.
Data Governance and Quality Management: Professionals specializing in data governance oversee data policies, manage access controls, and ensure data quality, consistency, transparency, and reliability across the Snowflake platform.
Advanced Analytics and AI Integration: This specialization involves leveraging Snowflake's capabilities to build advanced analytical models, predictive algorithms, AI-driven solutions, and more for businesses.

Certifications and Training

Snowflake offers certifications like the SnowPro Certifications for Snowflake Platform and Data Engineering, validating professionals' expertise in using Snowflake effectively. Additionally, various online platforms and educational institutes provide courses and training programs tailored to Snowflake, enabling individuals to acquire specialized skills in their desired area.

Future Outlook

The demand for Snowflake specialists is expected to grow as more businesses migrate to cloud-based data solutions. Snowflake's continuous innovations and enhancements in areas like data sharing and data marketplace further increase its relevance in the industry. As organizations continue to prioritize data-driven decision-making, expertise in Snowflake is becoming increasingly valuable, making it an exciting field to explore for those passionate about data management and analytics. To learn more about opportunities and specializations in Snowflake, talk to our team of experts at BCTG.

Snowflake is a leading cloud-based data warehousing platform that has changed how organizations manage and analyze their data. Leveraging cloud computing power, Snowflake provides scalability and powerful analytics capabilities for organizations of all sizes. While this platform offers impressive performance abilities, understanding its nuances and implementing best practices can ensure organizations optimize its usage, enhancing efficiency and reducing costs for businesses – both in the short- and long-term. No matter where you are on your journey, consider the Snowflake best practices below.

Understanding Snowflake's Architecture

To optimize Snowflake's performance, it's crucial to first comprehend its unique architecture. Snowflake employs a multi-cluster, shared data architecture, separating storage and compute resources. This separation allows users to scale compute independently, facilitating parallel processing and preventing resource contention.

Storage vs. Compute Resources

Storage: Snowflake uses the cloud for data storage, allowing virtually limitless scalability. Organizing data efficiently and leveraging clustering keys are fundamental for optimizing storage.
Compute: Snowflake employs virtual warehouses (compute resources) to execute queries. Choosing the right size and scaling options for these warehouses significantly impacts performance.

Snowflake Best Practices

Utilize Proper Data Modeling Techniques

Employing star or snowflake schemas, minimizing joins, and de-normalizing data can significantly enhance Snowflake’s query performance. Moreover, efficiently organizing data using clustering keys improves query performance, as clustering keys determine how data is physically stored, minimizing the amount of data scanned during queries. To enable more efficient data retrieval, consider creating appropriate clustering keys on tables to help organize data physically as well.

Optimize Data Loading and Unloading

Efficient data loading and unloading procedures are vital for Snowflake's performance. As such, organizations should utilize Snowflake's bulk loading features like Snowpipe for continuous data ingestion or COPY INTO for high-speed batch loading, along with proper file formats (e.g., Parquet, ORC) for optimized storage and query performance.

Implement Efficient Querying Strategies

Snowflake provides automatic caching for repeated queries, so understanding caching behavior and optimizing query patterns to leverage caching can significantly reduce query times. It is also important to utilize appropriate filtering conditions, avoid unnecessary joins, and leverage materialized views, profiling tools, or result caching to identify bottlenecks and expedite query execution.

Scale Compute Resources Wisely

Snowflake's elasticity allows users to scale compute resources dynamically, and organizations should opt for the appropriate warehouse size based on workload demands. Users should consider workload patterns and adjust warehouse sizes accordingly. Alternatively, they can implement auto-scaling to automatically adjust warehouse sizes based on workload fluctuations to ensure optimal performance and cost efficiency.

Leverage Snowflake Partner Integrations and Tools

Snowflake's rich ecosystem of partner integrations and tools serves as a vital resource to streamline workflows and enhance performance. Integration with ETL tools, BI platforms, and data management solutions can also optimize data pipelines and analytical processes and improve overall system performance.

Consider Data Compression and Data Retention Policies

To minimize storage footprint and improve query performance, consider utilizing Snowflake's data compression capabilities or partitioning large tables into smaller, manageable partitions. Implementing efficient data retention policies to archive or delete unnecessary data can significantly reduce the amount of data scanned and storage costs while enhancing execution speed.

Monitor and Fine-Tune Performance

Organizations using Snowflake’s platform should regularly monitor performance, as well as workloads, query patterns, and data access patterns, using Snowflake's performance views and query history. This can help to identify bottlenecks, inefficient queries, or resource-intensive processes. For optimal performance, users should regularly re-evaluate and fine-tune Snowflake configurations to adapt to changing business needs and ensure the platform is continuing to serve its purpose.

Implementing Snowflake Best Practices

Snowflake's performance optimization is a continuous process that involves understanding its architecture and a proactive approach towards implementation. By following these best practices, businesses can achieve enhanced performance, cost-effectiveness, and agility in their data operations with Snowflake. For help finding Snowflake talent, contact BCTG today.

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In the retail landscape, adaptability and scalability have become imperative for sustainable success. SAP for Retail is not merely a singular product, but an array of solutions offered by SAP, often anchored by the robust S/4 HANA as the central ERP solution. This comprehensive suite of tools empowers retailers to harness agility and scalability like never before. SAP for Retail encompasses an array of functionalities, from streamlining supply chain management to optimizing customer experiences, presenting a dynamic platform tailored to meet the diverse needs of the retail industry. With its amalgamation of real-time data insights and intuitive tools, SAP for Retail enables businesses to pivot strategies swiftly and adapt to evolving consumer behaviors, all while driving operational efficiency. Below, we outline some of the ways SAP for Retail can drive agility and scalability.

Ways to Drive Agility and Scalability with SAP for Retail

Integrated Omnichannel Experience

SAP for Retail enables retailers to deliver a seamless omnichannel experience to their customers. Specifically, SAP Commerce Cloud integrates various sales channels online and offline, such as brick-and-mortar stores, eCommerce platforms, mobile apps, and social media, into a centralized system. This integration allows retailers to quickly adapt to changing customer preferences and market trends, ensuring a unified yet personalized shopping experience.

Real-Time Analytics and Insights

SAP for Retail also provides powerful analytics and reporting capabilities, enabling retailers to gather real-time data from various sources, such as sales transactions, inventory levels, and customer behavior. By leveraging this data, retailers can gain valuable insights into consumer patterns and preferences, demand forecasting, and inventory optimization. These will help retailers make data-driven decisions, respond quickly to market changes, and improve operational efficiency.

Flexible and Optimized Supply Chain Management

When it comes to supply chain management functionalities, SAP for Retail allows retailers to optimize supply chain operations by automating processes, streamlining inventory management, and improving supplier collaboration. SAP S/4HANA, for example, helps retailers synchronize inventory across channels to ensure customers have access to accurate stock information and to enable functionalities like ship-from-store. Similarly, SAP Extended Warehouse Management (EWM) enables retailers to effectively manage inventory across warehouses and fulfillment centers to facilitate faster order processing and accurate deliveries. With a flexible and efficient supply chain, retailers can respond rapidly to changes in demand, manage inventory effectively across channels (by optimizing inventory utilization and reducing stockouts), and reduce costs. This agility further enables retailers to scale their operations according to the market.

Enhanced Customer Relationships

Building solid relationships with customers is arguably one of the most important aspects for retailers to consider, and SAP for Retail capabilities cater directly to this need. For example, SAP Customer Data Platform allows retailers to capture and analyze customer data and track purchase history to gain 360-degree understanding of consumer behavior. By understanding customer preferences and behavior, retailers can offer targeted promotions, campaigns, and loyalty programs, along with personalized recommendations. This personalized approach boosts customer satisfaction, and in turn, customer loyalty, to improve overall business agility.

Scalable Architecture

SAP S/4HANA sits at the core of SAP’s architecture, and for the retail industry, this is no different. SAP for Retail is built on a scalable architecture that can handle large volumes of data to accommodate business growth, supporting modular expansion and allowing retailers to add new functionalities or scale their operations without disrupting existing processes. This scalability ensures that retailers can adapt their systems to accommodate increased transaction volumes, open new sales channels, and expand product offerings anytime.

Cloud Deployment

SAP for Retail offers cloud-based deployment options, such as SAP IBP and SAP Analytics Cloud (SAC), that provide additional agility and scalability benefits. Cloud deployment eliminates the need for retailers to manage their own infrastructure, reducing IT costs and complexity. It also fosters rapid deployment, easy upgrades, and scalability on demand, allowing retailers to adapt quickly to changing business needs.

Looking Ahead

Overall, SAP for Retail encompasses an array of SAP solutions that empower retailers with agile and scalable capabilities, enabling them to respond swiftly to market dynamics, optimize operations, and deliver stellar customer experience. To learn more about SAP for Retail and if it’s right for your small- to mid-sized business, contact BCTG. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about value-added SAP reseller Crescense here.

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Beyond creating a buzz across nearly every industry, diversity, equity, and inclusion (DE&I) is recognized for creating innovative and resilient workplaces. While corporations strive to create environments that celebrate diversity, recruiters can serve as instrumental characters in shaping the culture and composition of the workforce. As such, recruiters must understand and actively support organizations’ specific DE&I priorities. By doing so, they can foster a partnership that goes beyond traditional hiring practices, actively contributing to the establishment of an inclusive workplace culture. Below, we explore strategies to ensure your recruiter reflects the organization’s overarching goals for DE&I in recruiting.

Strategies to Ensure DE&I in Recruiting

Diving into DE&I Initiatives

Before recruiters engage with potential candidates, they must have a deep understanding of the company's DE&I initiatives. This involves delving into the organization's mission statement, values, and specific programs or policies aimed at promoting diversity and inclusion. Recruiters should be well-versed in how these initiatives align with the business's overall strategy, contributing not only to compliance but also to the company's long-term success. To ensure recruiters are equipped with the necessary knowledge, businesses can organize periodic training sessions and updates on DE&I initiatives. This continuous education empowers recruiters to navigate conversations with candidates and internal stakeholders more effectively. Moreover, recruiters should actively seek updates on the company's recent achievements or recognitions in the realm of DE&I. Awards, certifications, or rankings can serve as indicators of the company's commitment and progress in fostering an inclusive workplace.

Integrating DE&I in Recruitment Practices

Recruiters play a pivotal role in the talent acquisition process, and it’s crucial that they integrate DE&I considerations seamlessly into their practices. This encompasses crafting job descriptions that use inclusive language, aiming to avoid biases that might deter diverse candidates from applying. Recruiters should actively participate in the creation of diverse interview panels, ensuring that the assessment process is unbiased and reflective of the organization's commitment to DE&I as well. To reinforce these practices, businesses can implement regular audits of recruitment materials and processes, providing feedback to recruiters and ensuring continuous improvement. This iterative approach further enhances the organization's ability to attract a diverse pool of candidates. By aligning recruitment practices with DE&I priorities, recruiters contribute to building a workforce that mirrors the diversity of the broader community. This, in turn, enhances the organization's ability to innovate and adapt to the evolving demands of a diverse market.

Amplifying Your DE&I Message

Recruiters are ambassadors of the organization's culture and values, so it’s key that they effectively communicate the business's commitment to DE&I to prospective candidates. This involves articulating specific examples of how the company has implemented DE&I initiatives and addressing challenges related to diversity and inclusion. Businesses can leverage multiple channels, including social media, webinars, and industry events, to share their DE&I journey. By showcasing their commitment, businesses not only attract like-minded candidates but also contribute to industry conversations on the topic and demonstrate transparency. In effectively conveying the company's DE&I message, recruiters attract candidates who not only possess the required skills but also resonate with the organization's values, fostering a more sustainable and aligned workforce.

Collaborating with External Partners

External recruitment partners and agencies often play a crucial role in talent acquisition. However, establishing clear expectations and evaluating the partners' strategies for promoting diversity and inclusion in their recruitment efforts is essential for maintaining consistency. Regular forums for communication between these external recruiters and internal leaders and stakeholders can facilitate knowledge sharing and alignment of practices. By fostering strong partnerships, businesses extend their commitment beyond internal boundaries, creating a more interconnected and inclusive hiring ecosystem. Ultimately, effective partnerships with external recruiters contribute to a holistic approach to DE&I, extending the organization's commitment beyond internal practices to the broader industry.

Looking Ahead

In the end, the journey toward inclusive recruitment is a collaborative effort between recruiters, businesses, and external partners. The strategies outlined above serve as a compass, guiding recruiters to align with and actively promote a business's DE&I priorities. Looking ahead, continuous education for recruiters, coupled with robust collaboration, will be essential. The transformation is about more than just filling positions; it's about shaping workplaces where every voice is heard and valued. Recruiters hold the key to not only attracting diverse talent but also to driving industry-wide change. As businesses invest in their recruiting efforts, we anticipate a future where DE&I isn't just a goal on paper but an integral part of the fabric of thriving workplaces. If you’re looking for a firm to help with your recruiting needs, contact BCTG today.

Embarking on a journey to implement new technologies or systems can be a daunting task for any organization. The right implementation partner can make all the difference in ensuring a smooth transition and successful integration. However, finding the perfect fit for your unique needs requires careful consideration and strategic planning. Below, we explore the key steps and considerations to help you find the ideal implementation partner for your needs.

Steps to Finding an Implementation Partner

Understand Your Unique Needs

Before you start searching for an implementation partner, it's crucial to have a deep understanding of your organization's needs. This involves conducting a thorough assessment of your current processes, identifying pain points, and outlining specific goals for the implementation. Whether you’re integrating a new software solution, adopting a cloud-based platform, or implementing a complex system overhaul, clarity on your objectives is the foundation for finding the right partner.

Define Your Project Scope

Clearly defining the scope of your project is the next step in the process. Outline the specific requirements, functionalities, and deliverables you expect from the implementation. This will not only help you communicate effectively with potential partners but also enable them to provide accurate assessments and proposals. A well-defined project scope sets the stage for a successful partnership by aligning expectations from the start.

Evaluate Relevant Expertise

Different implementation partners specialize in various technologies and industries. As such, it's essential to evaluate their expertise and experience in the specific area relevant to your project. Look for partners who have a proven track record of successful implementations in your industry or with similar technologies. Request case studies, testimonials, references, and so on to gauge their capabilities and ensure they have the expertise to meet your unique business goals.

Assess Technical Proficiency

A critical aspect of finding the right implementation partner is assessing their technical proficiency. The partner should not only understand the technology involved but also have a team of skilled professionals capable of handling the intricacies of your project. Inquire about the certifications and ongoing training initiatives that demonstrate their commitment to staying abreast of the latest advancements in the field.

Cultural Alignment

Beyond technical expertise, cultural alignment is often overlooked but plays a pivotal role in the success of an implementation partnership. Consider the values, mission, work culture, and communication style of potential partners. A strong cultural fit ensures a collaborative and harmonious working relationship in the long term, fostering better understanding and cooperation throughout the implementation process.

Evaluate Project Management Methodology

Efficient project management is a cornerstone of a successful implementation, so inquire about the partner's project management methodology and processes. A transparent and well-defined project management approach helps in setting milestones, managing timelines, and mitigating risks effectively, so it’s critical to identify partners who prioritize clear communication and flexibility to adapt to unforeseen challenges.

Considerations for Finding an Implementation Partner

While the above steps are helpful in determining the type of implementation partner you’re looking for, it’s also helpful to keep these considerations in mind to ensure a long-lasting and successful partnership:

Scalability and Future Growth

Your organization may evolve, and as such, your technology needs may grow over time. A forward-thinking partner will consider your long-term objectives and provide solutions that can scale with your business. Discuss future-proofing strategies, ongoing support, and the partner's ability to adapt to emerging technologies to ensure a lasting and sustainable partnership.

Budget and Cost Considerations

While cost is a significant factor, it should not be the sole determining factor in choosing an implementation partner. Rather, evaluate the overall value and return on investment that a partner can deliver by requesting detailed cost breakdowns, including initial implementation costs, ongoing support, and any potential hidden expenses. A transparent discussion about budgetary constraints and expectations will help avoid misunderstandings down the line.

Request Proposals and Conduct Interviews

Once you have shortlisted potential implementation partners, request detailed proposals that outline their approach, timelines, costs, and team structure. Conduct interviews with key team members to assess their communication skills, problem-solving abilities, and overall compatibility with your organization's culture as well. This step is crucial in gaining deeper insights into the partner's commitment and understanding of your unique needs.

Partnering with BCTG

Finding the right implementation partner is a strategic decision that can significantly impact the success of your project. By thoroughly understanding your unique needs and evaluating potential partners, you can make an informed choice. Remember that a successful implementation is about building a lasting partnership that supports your organization's growth and success in the long run. Contact us today to learn more about partnering with BCTG for your implementation needs.

Joel Lebo jlebo2529@cs.com 6102070380 Finding a New Position Hello, I am looking for a new contract position. I have 25 years of Basis and leadership experience. I most recently was a Basis consultant at Harry’s Inc. after Harry’s I took some time off and I have been having issues finding contract positions. I can’t take a full time position because I raised my hand to accept a package from Pfizer which includes 3 years of health care at the employee rate which I would lose if I accepted a FT position offering benefits even if I turned down the health care. I would be happy to send my resume and I can provide excellent references. 03AFcWeA5wW_EUSEFpJFkLYUuXuDB-RhYFkPciD_YoFa--hfG4wBeJ-xtR4qGRbDiPLUCkxa6-B8OIWDZeSJXnAJLLZg194-VFvzS_RUXOhw5mwNNxoit7NZxGHYquBL6-AWRpWgtFFv36x8jS8h3HiEoTQ-6MjvOE0aaK8-LTqtR2iccmF75X93HxrsKd_GwwUcDMWz5m7rwTy_ahqY2-jM5sWnwnhI4FchoxgggZ9rE7TfiUtspUNEsVjCfjTf7RiCjp9rSc5e5qy5kDs-kMpMZ73-yFon62in379z2BwW39oHVykpjwXrBWjQPMl1OOodYhGHtn5iowmmnlISpWNNjrWcJ8gWnXBqPJjlyjgT65paq8tgcbVjpMTsXyn_gJXZ5g-7mYK4i9bdA8XWqkJwl1WR2HlVc2H2I2npJteyDjgYvzbKxPIeuiqFoBOL7MA1JBil-YeSxNszI-B4mLhhPMw4WbYsTFd5gkbs2hlziVvZRNBpopBFpCJzD5kor2YrFcgg1RXX25NLxnMBsc7fqh5ShknSNar7tx6WG6-scHU8MqfWs1Hj_NgZwWsv3i7vKTD-61a-DVKMVT5O0WK6eAzsrgJx970X6gCvLTDAZLo6QuW4m0Y4v87pGhsz2_o7WFRZK3_rvv6qx1i2qIH2HCzpTU5y9aC_i9xQACri5YMZV3cTMZbYYv77MqpyvGNCwwnDJfejhB 202 73.230.138.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ February 7, 2024 10:16 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Joel Lebo jlebo2529@cs.com 6102070380 Finding a New Position Hello, I am looking for a new contract position. I have 25 years of Basis and leadership experience. I most recently was a Basis consultant at Harry’s Inc. after Harry’s I took some time off and I have been having issues finding contract positions. I can’t take a full time position because I raised my hand to accept a package from Pfizer which includes 3 years of health care at the employee rate which I would lose if I accepted a FT position offering benefits even if I turned down the health care. I would be happy to send my resume and I can provide excellent references. 03AFcWeA6LACo1hrWSBOjeD0q2OxMTD49hN5CBIZp5GIQtvKTyWMluof5FdNEjkVItd5LcRS3ZOmoQ69LEJ-cII1pwOKrZObdwOjOjmsC5dnh9oW83aU3oqkU3gzrYoWERqmKiBnzwE0_gjs6tGkhkS0vntx7kRsaJIfQZ0DOrK-Kw8bv2KSqMq0PmRYc-clzhh_brdT4M368eoZIu14axUjtVHw3BlNj6HKXaUof4jQn0NFwPP6k3dUhUtfi_BKSnoRGCdL9PpvB7V4ElItNpT0zWxvylr_DMME3iGwpA5KtyArBelcQF8feIPapGzoOr8951geS-qXGNnjlVomgdAWyc-TGXQoWFLypakw66jyoNzOfCpkZMMKHc2SqV44QQ2YpJB8jLrLmlc2VxNKzdlU26RCXf_qWgVS4DbkH8TlUa3Lxu4PNE0rCkgvJ-aN4YDYUoIb4jGHQ_rtS_S0UKaUDYF3uQ-gKDUoePwyGKMKpoUyAUOmgXuYOfsypvDjHoBrgf8qgeYIlGlL8VNVeslRFTCFwO6N3mVfBsGP1SfLqwpLcup96tGtUbzUy8emx4eq5ihHxY2CNaC2jKyHlYsKjt_zg-jrrNZ2Goe1397fLNOrpZoPezp7B4MNxq7amIiqCDAkzKZsGfCMWqHwpEP7N6gdme_IVk-be9ZwF_m73VeAnUbODmZ8J-S03N0ho6pAd4eT2TQoVk 203 73.230.138.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ February 7, 2024 10:17 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Joel Lebo jlebo2529@cs.com 6102070380 Finding a New Position Hello, I am looking for a new contract position. I have 25 years of Basis and leadership experience. I most recently was a Basis consultant at Harry’s Inc. after Harry’s I took some time off and I have been having issues finding contract positions. I can’t take a full time position because I raised my hand to accept a package from Pfizer which includes 3 years of health care at the employee rate which I would lose if I accepted a FT position offering benefits even if I turned down the health care. I would be happy to send my resume and I can provide excellent references. 03AFcWeA6kjQ9Yhd0gL0Q1YosMdLwIsEgOMdypPGS-jqNI0ANfvv9zOHCQ_kj6ZONeSVBPZxED8tHPcfeSgtu5rUwhjNA3LoM2fDY2lJCI3seotZiS4F39cVt894kg9K-Qbzgc3EG6GKYM9ZRSdlhdD9oktlXTr4qzrRUeELYefTON4naI8_ywJH5mbn9M70URih4tLz4meZ0KNNZlGnNqX9Rlw92G5xL4LFSCY-Fl9nVg3zzpPjjuTkcUwywcS84eknWbCshJ2varXKxTt4F7Hlc0fHxhRuFukRWHOW0ArwLz95nnkdbAoXvkWV4tek7dMimJKzAxGFZMCc9L_KmGH200VBYiajY0PT-V73DQ_W6Dykh_yTNNr1gvVovbsLa7sYtre7uRuz2EsdBhNz1Ur-8OxNqjPmzrIVwtXe8sg2geY8NI1u3EoNRCqlFdaSLPs2qENn0wfLvUEIJnbvYzDRBjuYiR_A-3Zw8lwf7DZNbf2rrWhV5bBo2UGe2Kb3xZO95NnMsPc-9e512sNh0dXYzaXZHTOAnvLaB0kvXoLaRAdaF3AwOw-5U6h7Wtp_GMeS1pw7F92IOloBfzAVJYvmIshzBhFkpEeNZUN1Kdq4yewGB5CP5ovQoSfyx_CpGEcSZ_vYYJ1390NJ7yYxkArYGB4CQMCc4Ulw 204 73.230.138.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ February 8, 2024 2:41 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today's job market, transparency in the hiring process is a crucial aspect that can significantly impact an organization's reputation and the satisfaction of potential candidates. Job seekers are increasingly valuing transparency as they navigate through the hiring process, seeking clarity on company culture, expectations, and the overall recruitment journey. Below, we explore the importance of transparency in hiring and provide practical tips for employers to ensure a transparent and positive experience for both candidates and the organization.

Why Transparency Matters

Transparency fosters trust and builds a positive employer brand. When candidates have a clear understanding of the company's values and goals, expectations of the role, and the overall recruitment timeline, they are more likely to engage enthusiastically in the process. Moreover, a transparent hiring process enhances the candidate experience, creating a positive impression even if the candidate is not ultimately selected. This positive perception can lead to word-of-mouth recommendations and a pool of potential candidates who may be interested in future open opportunities.

Key Elements of Transparency in the Hiring Process

Detailed and Accurate Job Descriptions

Organizations should begin the transparency journey right from the start by crafting detailed and accurate job descriptions. This means clearly outlining the responsibilities, qualifications, and expectations for the role, which can help candidates assess their fit for the position and ensure that only those genuinely interested and qualified apply.

Open Communication Channels

To ensure transparency, establish open lines of communication between the hiring team and candidates. It may be helpful to provide a designated contact person or recruiter who can address questions and provide updates, as timely and clear communication sets the tone for transparency and demonstrates respect for candidates' time and efforts.

Clear Recruitment Timelines

Throughout the hiring process, it is crucial to communicate the expected timelines for each stage. This includes when candidates can expect initial responses, interview invitations, and final decisions. In doing this, the hiring team can manage expectations from the beginning, reducing anxiety and keeping candidates engaged throughout the process.

Honesty about Compensation and Benefits

Another key element of transparency in hiring is being upfront about the compensation package and benefits associated with the position. Transparency about salary ranges and other perks ensures that candidates have realistic expectations. It also helps in aligning the organization with candidates who share similar values.

Insight into Company Culture

Company culture is a top factor that job seekers consider nowadays, so recruiters should aim to provide candidates with a glimpse into the company culture through various means, such as employee testimonials or videos. Sharing information about the work environment, team dynamics, and core values can help candidates assess cultural fit and make an informed decision about the position.

Practical Tips for Ensuring Transparency

As your organization looks to prioritize transparency in the hiring process, consider these practical tips:

Leverage technology like Applicant Tracking Systems (ATS) to streamline and enhance transparency by providing real-time updates and ensuring consistency in the application and interview process.
Establish a feedback mechanism for candidates who are not selected, as constructive feedback – even in rejection – can contribute to a positive candidate experience and help them understand areas for improvement moving forward.
Train hiring managers and interviewers on the importance of transparency and the impact it has on candidate perception. Be sure to equip them with the skills to effectively communicate with candidates throughout interviews and other recruiting processes.
Keep job postings updated with accurate information, and if there are changes in job requirements or expectations, make sure that the postings reflect these updates promptly.
Actively encourage candidates to ask questions at various stages of the recruitment process. This not only demonstrates transparency but also indicates a commitment to addressing candidates' concerns and ensuring a mutual understanding.

Transparency in the Hiring Process

In an era where job seekers prioritize transparency, organizations that stress clear communication and openness in the hiring process stand to gain a competitive advantage. By incorporating the key elements and practical tips outlined above, organizations can create a hiring process that is not only efficient but also fosters trust and positive relationships with candidates. Ultimately, transparency in hiring is a win-win for both employers and job seekers alike. To continue the discussion on transparency in the hiring process, contact BCTG today.

Organizations are constantly seeking innovative solutions to enhance efficiency and streamline operations, whether it’s improving their hiring processes or finding ways to remove bottlenecks in communication streams. SAP continues to stand at the forefront as a robust platform that offers a suite of enterprise applications to address various business needs. However, implementing SAP solutions requires more than just technology; it demands the right expertise and staffing support to fully unlock its potential. SAP’s cloud solutions encompass a range of applications and services provided by SAP. These solutions are designed to help organizations of all sizes and across industries manage and optimize their business processes efficiently. Whether it's Enterprise Resource Planning (ERP), Customer Relationship Management (CRM), or Supply Chain Management (SCM), SAP Cloud solutions offer a comprehensive suite that caters to diverse business needs. Below, we explore how organizations can unlock the benefits of SAP cloud solutions with staffing support.

Why Seek Staffing Support

While SAP cloud solutions provide a powerful technological foundation, organizations often face challenges in implementing and managing these solutions effectively. The complexity of SAP applications requires skilled professionals who not only understand the technology but also possess domain-specific knowledge to align the solutions with the organization's unique requirements. Here are a few ways staffing firms can help:

Expertise in SAP Modules

SAP cloud solutions consist of various modules, each serving a specific business function. To harness the full potential of these solutions, organizations need experts proficient in SAP modules like SAP CAR depending on what is most relevant to their operations. Staffing support ensures access to professionals with specialized knowledge in areas such as human resources and logistics, allowing for a tailored implementation that aligns with organizational goals.

Seamless Integration with Existing Systems

One of the key advantages of SAP cloud solutions is the ability to integrate seamlessly with existing systems. However, achieving this integration requires a deep understanding of both the SAP platform and the organization's current infrastructure. Partnering with a staffing firm can facilitate the identification of integration points, ensuring a smooth transition and minimizing disruptions to ongoing operations.

Customization for Unique Business Requirements

Every organization is unique, with specific processes and workflows that set them apart from others. External staffing support provides the expertise needed to customize SAP cloud solutions to meet these unique business requirements. Whether it's creating custom reports, configuring workflows, or developing specialized functionalities, skilled professionals ensure that the SAP implementation aligns perfectly with the organization's unique needs.

Continuous Support and Maintenance

Implementing SAP is not a one-time endeavor; it requires ongoing support and maintenance to keep the system running smoothly. Outsourcing your staffing needs to a staffing firm ensures that organizations have a dedicated team of professionals who can address issues promptly, perform regular updates, provide training to end-users, and so on. This proactive approach minimizes downtime and optimizes the performance of SAP applications.

Maximizing the Benefits

With the right staffing support in place, organizations can maximize the benefits of SAP cloud solutions across various dimensions, including:

Operational Efficiency: Organizations can optimize their business processes and automate routine tasks, resulting in cost savings, quicker decision-making, and a more agile business environment.
Data Security and Compliance: Data security is a top priority for businesses, especially in the era of increasing cyber threats and regulatory requirements. SAP cloud solutions come with robust security features, and staffing support ensures that these features are implemented effectively. Professionals with expertise in data security and compliance play a crucial role in safeguarding sensitive information and ensuring adherence to industry regulations.

Faster ROI: Investing in SAP cloud solutions is a strategic decision that comes with a substantial upfront cost. However, with the right support, organizations can expedite the implementation process, reducing the learning curve for end-users and realizing a faster return on investment (ROI).
Scalability: SAP cloud solutions offer scalability to accommodate future growth, but this scalability must be managed effectively. Staffing support ensures that the SAP implementation can adapt to changing business landscapes and meet the needs of your business both now and in the future.

Unlock the Benefits of SAP Cloud Solutions with BCTG

SAP’s cloud solutions provide a powerful toolkit for organizations aiming to optimize their business processes. However, these solutions demand the right expertise and staffing support. By partnering with a staffing firm and investing in skilled professionals who understand the intricacies of SAP modules, integration, customization, and ongoing support, organizations can harness the true benefits of SAP solutions. Contact us today to learn how BCTG can help your organization unlock the benefits of SAP cloud solutions.

Joel Lebo jlebo2529@cs.com 6102070380 Finding a New Position Hello, I am looking for a new contract position. I have 25 years of Basis and leadership experience. I most recently was a Basis consultant at Harry’s Inc. after Harry’s I took some time off and I have been having issues finding contract positions. I can’t take a full time position because I raised my hand to accept a package from Pfizer which includes 3 years of health care at the employee rate which I would lose if I accepted a FT position offering benefits even if I turned down the health care. I would be happy to send my resume and I can provide excellent references. 03AFcWeA7L8reOdnV7ZsQDFNU72RfJxnf7APoTWKDZQdZKMtENR4dUIVGawjELxuldTvcXJ_WDfJsganpqi7UJXWrFGxhWgaQkshwWHh9MdECpougwFN2tFAkgLh9kjoenzPi-gj2JeWyFEt9XDpag0TWv_fCKGrTQAHT5qFdBCzZXLA5WUYFCXNyIEC8xdaLrkcM7Yn1rNcUTWKtV2fV7cbTgKg3PeF2b0Sr93WImETtzzXuZzLJfeGilPLXSRPWZCPKjbIGFBREtPtz9dnUhdiCrpE8fFy292L8hfzY7lfL-o45njwuHevpMrVdvFcqgcqSqKXQq8dffZ3mB8u1cc4quDS0GumY8Tgf4lpYzpHrL4eWo_PlsZJsnwbbVrYdku-nfwmy7PfZRDW5kHnHMLaSxt4vuHvSykicjAA50W7zrpnE0BmvcUyZKoPVd2ApFdVOhkS-8a-LtIcWR4czipTRSi1ay_SmeaiJYwiiZhitAQcsNP0s3FFefOQGaFVPvzRYTNmnCBaTw4w5L7DJYe5702Awy2GjQKvhHPiILrbtG8li6ifmWvhUR_cLBqty6XHxzNRLagZgdLWdZp6cxL73y9G-frewCLkcm1uNml1dXex6z_TNSmRTOcBCBR_VrNb_iIK1e2FHisqeyE9Ubi0e1qM3c2EkjMVmAUSDnrCCb6ZZIWBalIcWEXtHJfYlluMLV8AkEnzuv 205 73.230.138.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ February 13, 2024 1:40 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Joel Lebo jlebo2529@cs.com 6102070380 Finding a New Position Hello, I am looking for a new contract position. I have 25 years of Basis and leadership experience. I most recently was a Basis consultant at Harry’s Inc. after Harry’s I took some time off and I have been having issues finding contract positions. I can’t take a full time position because I raised my hand to accept a package from Pfizer which includes 3 years of health care at the employee rate which I would lose if I accepted a FT position offering benefits even if I turned down the health care. I would be happy to send my resume and I can provide excellent references. 03AFcWeA5sk12uBWjhYg0O5uib-FKa1curaRn_YqR_qUqGOH3ZB-CKoBZqTxrxHuSHnPLSCzezHRKJ_Dyw5Gy14w5a84WRdyHZitdzXwjl1uQ3C3GvxxxqFoU_XrYNu4kWdOukPSL1cFS4yUbJcjy9Bc3KkEiHTigEk5SLS7F74yHdI21wEaCIF_GTQk7hI50WKmSijHLag5nlq37OyBOGAA6dR1trtEpuZoJVO08bokep-wB2JxLJ-bYmnWY3Ccsiejuu57p3xtwUPUJOD6NnltvWJZHhoN8x_taCHtgq5rChI_r-3XHksBFg8QrmM7m-h2EiY16wme6h7jNlwc-cIvcfPPAB-2dWp88WoC2aiepKJAOrvbztQT-LRblRJh5q7HFKBlWMf0Kjm_lqLC0Ih_5JurecbhXLqkB2jHXQajP4LAUo0OIBNrEkxQnU-of5UBRlAJG_XWBR6BVUNWJoJeq3KuJszYHqTanYwkUBlcsU227iTLXg2Y90UrlabL2-seVRPNNAP0XVsYHzFPUiv06dF6J-JQbNtGEyB7zWBxlvl96OxhNilSJz6WDfBJVjGpmkY_VDidhWXdHmUOKVMPcge4adfMqRnd3-giUWWhRintTDk8D49o6g-RVlgBfmx_-rN0f-bf-H4q7XM078BUtSgbYGSLbb864KjwmPpxGarPx2bS4XtJumQ7sSpsdtma57_I_NMD5n 206 73.230.138.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.2 Mobile/15E148 Safari/604.1 https://www.bullcitytalent.com/contact-us/ February 13, 2024 1:43 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Artificial intelligence (AI) and machine learning (ML) are often intertwined. AI is a broad field that is essentially about making programs or machines more capable of human-like tasks. This may mean creating recommendations, sifting through large sets of data for desired characteristics, or operating in the absence of human intervention. Machine learning (ML) is an application of AI. It revolves around increasing the intelligence or capabilities of software on its own. For example, a program that screens job candidates may not be accurate in its first few tries, but it learns and becomes more successful over time. A machine learning career can be exciting because of the industry’s rapid pace of development. Those who want to pursue a career in this field, however, should certainly plan ahead of time. Whether you’re just starting out or looking for a career change, this article breaks down how to plan for a machine learning career.

Types of Machine Learning Careers

A machine learning career can mean many things as the field is so broad. Some applications include personalized shopping recommendations, pharmaceutical research, and even traffic alerts. ML can be applied in almost every industry because it’s simply a tool to help process data more accurately and efficiently. Machine learning’s applicability means that those with the right skillset can have diverse options to choose from. Individuals should weigh the specifics of career paths in each sector, even if the work appears similar. For example, working on an app for a tech company may have a very different work-life balance than doing the same for a non-profit. Ultimately, choose what is aligned with your needs and interests rather than assuming the work will be similar in different industries.

Kickstarting Your Machine Learning Career

Preparing for Interviews

Those who want to pursue a machine learning career should expect to need a technical background. While not every job requires the same skillset, this often means experience with coding or engineering. ML does not, however, necessitate a college degree in these subject areas. Oftentimes individuals can be self-taught or utilize a software training program to become proficient. It's vital for those pursuing ML to also practice technical interview questions. This means learning to solve technical challenges quickly and efficiently. For example, an interviewee may be asked to resolve an issue in code. The best way to prepare for these types of questions is to practice common scenarios for the industry of interest. Finally, don’t forget to practice behavioral questions. While an ML job is inherently technical, this does not mean that soft skills are not needed. Individuals should practice answering common questions about their background to be prepared for any non-technical interview questions.

Succeeding in the Job

Machine learning is a field that rapidly evolves as new developments are made. Thus, those who work within it must constantly learn so that their skillsets remain proficient. However this is done, it’s vital to stay at the forefront of knowledge. A career in ML will also be filled with teamwork. This means that soft skills are important to succeeding and receiving positive reviews. Finally, practice leadership so that you can tackle more responsibility as your career progresses.

Final Thoughts

Ultimately, a machine learning career can be tremendously rewarding in terms of expertise and compensation. Ready to get started? Join BCTG’s network today. Contributions from Jake Park-Walters

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Imposter syndrome is a psychological phenomenon where professionals experience self-doubt and inadequacy in their current role. Although tech experts may have all the skills and qualifications to flourish in their position, imposter syndrome can make professionals feel like a fraud. This phenomenon is prevalent in the tech industry as professionals strive to keep up with the latest advancements and deal with grand expectations in an increasingly competitive field. In fact, approximately 58% of tech professionals experience imposter syndrome. If you are someone who is facing feelings of self-doubt in your tech role, consider the following tips on how to deal with imposter syndrome in the tech industry.

How to Deal with Imposter Syndrome

Reflect on your Accomplishments

Professionals suffering from imposter syndrome often feel insecure in their role no matter how extensive their past training and educational experiences are. As such, taking time to reflect on your achievements, certifications, and degrees is important when feeling doubtful. Acknowledging these accomplishments will reassure you that you belong in your role. Additionally, celebrate successes - whether large or small - as they will promote confidence in yourself and your work. Furthermore, 98% report they perform better when they feel confident.

Consider Mentorship and Support

When experiencing feelings of doubt, it’s important to remember that you are not alone. Imposter syndrome has been a challenge in the tech industry for some time and is also prevalent in many other industries. In fact, the term was first coined in 1978. Connecting with others who have similar experiences may help you form a support system when feeling down. Joining a support group can also introduce you to new coping techniques for future challenges. Furthermore, having a mentor at work may help you articulate your progress and lay out your career goals. This will allow you to see your professional growth, boosting your confidence at work.

Practice Stress Management and Positive Self-Talk

One aspect of managing your performance anxiety at work is creating an overall positive headspace. Mental health can heavily affect your productivity and job satisfaction, and imposter syndrome is often associated with negative self-talk and insecurities. Stopping these thoughts at the root and replacing them with positive self-reinforcement can improve your attitude towards your work. The tech industry can also be stressful with rapidly changing technology, tedious tasks, and high expectations. As such, make sure you aren't wearing yourself thin. Doing so may increase negative thoughts that are affecting your mental health at work.

Accept Imperfections

The reality is that professionals, no matter how accomplished, are going to make mistakes. Mess-ups are inevitable in the workplace, especially when learning and growing. Instead of obsessing about them, learn to accept that they are a normal occurrence in every role and industry. The more you focus on the wins over the losses, the more satisfied you will be with your performance. When you do make a mistake, focus on how to improve rather than dreading it might happen again. These techniques will keep you confident in your capabilities and happy at work.

Looking Ahead

Don’t waste time anxious and insecure about your work capabilities and performance – instead, try to look for opportunities to practice positive thinking and establish solid support networks. Imposter syndrome is a common occurrence in all workplaces, not just in tech. If you are struggling, it's important to know you aren't alone and to reach out for help combating these challenges. Whether you're currently in a tech role or looking to enter the tech field, imposter syndrome may impact you. Interested in joining the BCTG network? Click here. Contributions from Leah Harding

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Customer experience has become a key differentiator for companies aiming to stand out in their respective industries – it’s not just about remaining profitable, but rather it’s equally as important to ensure you’re meeting the ever-changing needs of your customers. While technology continues to advance, Artificial Intelligence (AI) can revolutionize the way businesses interact with their customers, and as businesses navigate the transformative possibilities that AI presents, it becomes increasingly evident that the success of AI initiatives is not solely dependent on the sophistication of the technology but also on the right talent. Below, we explore how organizations can leverage AI to improve the customer experience with the right talent in place.

The Rise of AI for Customer Experience

AI, which encompasses machine learning, natural language processing, and data analytics, has become a game-changer for businesses seeking to enhance customer interactions. From chatbots that provide instant support to predictive analytics that anticipate customer needs, AI has the potential to streamline and personalize the customer journey.

Ways to Use AI to Improve the Customer Experience

Personalized Interactions

AI algorithms can analyze vast amounts of customer data to understand individual preferences, behaviors, and purchase history. This enables businesses to create highly personalized interactions, delivering tailored recommendations and anticipating customer needs. A positive shopping experience can go a long way with 60% of consumers saying that they’ll become repeat customers after a personalized experience. Ultimately, personalization not only enhances customer satisfaction but also fosters customer loyalty.

Efficient Support

The integration of AI-powered chatbots allows businesses to provide instant and efficient customer support. These bots can handle routine queries, troubleshoot issues, and even escalate complex problems to human agents when necessary. This not only reduces response times but also frees up human resources to focus on more complex tasks or requests to best serve customers.

Predictive Analytics for Anticipating Needs

AI-driven predictive analytics can analyze historical data to forecast customer behavior and preferences. This enables businesses to proactively address customer needs, offering targeted promotions or suggesting relevant products or services. By staying one step ahead, companies can create a seamless and anticipatory customer experience.

The Role of Talent in AI Implementations

While the potential benefits of AI in customer experience are clear, the successful implementation of AI initiatives relies heavily on having the right talent in place. Here's why talent acquisition is a critical aspect of harnessing the power of AI:

AI Experts: Skilled AI professionals are essential for successfully implementing AI solutions. From data scientists to machine learning engineers, having a team with expertise in AI technologies is crucial. A staffing and recruiting firm can play a pivotal role in identifying and placing this specialized talent within an organization.
Cross-Functional Collaboration: Implementing AI for improved customer experience requires collaboration across various departments, including IT, marketing, customer support, and more. Hiring individuals with a deep understanding of both AI and the specific industry ensures effective communication and collaboration between these teams, leading to a more cohesive AI strategy.
Continuous Learning and Adaptation: The field of AI is dynamic, with constant advancements and evolving technologies. Recruiting professionals who are not only skilled but also committed to continuous learning is essential, ensuring that businesses can adapt to the latest AI trends and technologies.
Ethical Considerations: AI implementation comes with ethical considerations, especially in handling customer data and ensuring transparency. Hiring professionals who are well-versed in AI ethics and data privacy is key to building customer trust and maintaining ethical standards.

Final Thoughts

Leveraging AI to improve the customer experience is a strategic move, but ultimately, its success hinges on having the right talent in place. A staffing and recruiting firm like BCTG can play a pivotal role in identifying, attracting, and placing skilled professionals who can drive the effective implementation of AI solutions. As businesses embark on their AI journey, they need to recognize the relationship between technology and talent. By investing in the right people, companies can create a seamless and personalized customer experience with AI that sets them apart in the marketplace. For help finding AI talent for your unique needs, contact BCTG here.

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For mid-size consulting firms, the search for scalable growth in their talent requires a meticulous understanding of how strategic partnerships can translate into tangible and industry-specific metrics. These metrics serve as the benchmarks against which the effectiveness and success of such collaborations are measured. Staffing agencies deploy talent across practically every industry imaginable, with just over 20% working in the professional-managerial sector. Partnering with a staffing and recruiting firm can be a surefire way to scale your mid-size consultancy with access to top-tier talent hand-picked by expert recruiters based on your unique business or project needs. In this piece, we outline how to scale your mid-size consultancy’s talent with the help of a staffing firm.

How to Scale Your Mid-Size Consultancy

Quality Talent Acquisition

In the consulting industry, securing access to specialized talent is pivotal, and staffing firms excel in providing a diverse and niche talent pool. By partnering with staffing agencies, mid-size consulting firms can witness a notable increase in the expansion of their talent roster within critical niche areas, fostering a broader range of expertise available for client-facing projects. When our clients are seeking experienced data analysts to join their team, for example, we know we have over 250 candidates with an average of 12 years of experience in data and analytics that we can pull from. As such, this heightened access to specialized skill sets directly influences the consultancy's ability to take on more diverse and complex assignments, ultimately driving revenue growth.

Cost Efficiency

When analyzing metrics, mid-size consulting businesses that outsource their staffing needs can see a reduction of up to 70% in hiring and recruitment expenses compared to conventional methods. This substantial decrease in hiring costs significantly impacts project profitability, often leading to an increase in profit margins. The reduced overhead expenses and minimized training costs associated with staffing firm engagements directly contribute to improved financial performance as well.

Project Mobilization

With a persistent talent shortage, 75% of companies are underutilizing their growth potential. However, the agility facilitated by staffing firms can translate into tangible improvements in project mobilization speed. For example, we’ve filled data-related positions in under two weeks, while the industry time-to-fill average sits at 62 days for similar positions. With help from staffing firms, mid-size consulting firms can experience a reduction in the time taken to mobilize resources for new projects, and this accelerated timeline empowers firms to swiftly respond to client needs and market demands.

Resource Optimization

Efficient utilization of resources is critical for mid-size consulting firms to drive growth, and through partnerships with staffing firms, these businesses witness a substantial increase in consultant utilization rates. This optimization allows the firm to channel resources more effectively toward core competencies and client-centric activities. As a result, there would be a rise in the time dedicated to delivering high-quality services to clients, directly influencing satisfaction levels and fostering repeat business opportunities.

Diverse Perspectives and Creative Solutions

The infusion of diverse talent facilitated by staffing firms serves as a catalyst for innovation within mid-size consulting firms and such collaborations with staffing agencies can yield a significant increase in the development of innovative solutions tailored for clients. The World Economic Forum shared a recent study which found that companies with a more diverse management team see 19% higher revenues. The diverse perspectives and skill sets introduced through these partnerships between staffing and consulting firms can contribute to a rise in the implementation of methodologies and approaches as well, which further enhances the firm's ability to differentiate itself in the market and offer unique value propositions to clients.

Partnering with BCTG

A strategic partnership between a mid-size consulting firm and a staffing firm can significantly impact various industry-specific metrics, from talent acquisition efficiency to cost savings. These metrics serve as tangible indicators of the transformative influence of staffing firms on the growth trajectory of mid-size consulting businesses. By leveraging these partnerships and measuring their impact, mid-size consulting firms can make informed decisions to drive scalable growth and outperform industry benchmarks. At BCTG, we have a long history of partnering with mid-size consulting firms across industries. Contact us today to learn more.

Hana Siddiq hsksiddiq@gmail.com 8162848930 Finding a New Position Looking for my next role! 03AFcWeA5ubZ24FMVn9xndqfeL2XZGBiMX_mQAwEu8rg8-nIsxNbNmdARcDCM7oXX9yWDbQw5J6xTwvsc7grjL3_U3kAju3qwnK6mbPVj214BvTqR3dqc9_1zSx68VRLzmk4AW4NhSndMvTdtP-SOywJK063SCZCD7sACH6qSgA3W9umGDtCS60QmBUNM73qkVWbuy1oXR5nrpcviwabCCQagufUyYBpBTfmXF_0lmRkyqKm9cEr9DJCwtBpBQ3QVl15VEDj9Y6XE4gKBx7TPC5rFc7exWSeFL-7BppCaczKAxhgUrS8RAoRbj7dTjXjqA8_GuKnrqoOm3v0oDSMs38wBHjbrhE_9s0iTabeCLGhRS_mB6J2yL-apAp71dxrFQHjSQjsFAO5WkIzzJHEMmmRQNh4O5NgGhUpx1Hfr5OI5HOpLJbP8P-KDn_O2zA4vmbXNLib2p9wuI7zMV87pymUU5E6iRPwdSK1VlF41IY-NEMQGIkH12gT1ZPBdAwGwaRm1nhhEjMQsfzWXMIsSU4AWbMMsv8dQDjiCF2P3Eth1tPwmUU6MXOZngRdvEHMJB5BIw0_msIpq4YslE60KtKSvgWrOhycREk0bzyH6TNNOoXPT1TFBqbl0k_Vo7I9VQmz5ycwnXdyVuZOfTHZA_ZlK2OGG-R16Qdp7qDXvWEVMF7s33NLRqz-d0MtcJCWQZqW_6Yl5UeW6jrboWb8j4NzkQbQWbOPj1qvUcqWE9AohIE7wwLuOwfJE 212 172.58.56.11 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.29.2260.2 https://www.bullcitytalent.com/contact-us/ February 26, 2024 4:58 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Hana Siddiq hsksiddiq@gmail.com 8162848930 Finding a New Position Looking for my next role! 03AFcWeA73fUrvgkUud5Dq2PCkKqHa0zkrQRpHde-_Escf5_O1q5sMwtEcjWyaS_xlhaFrMXssmkJTwaalXGu1bSC8NUOMLiYNg_nBsPLH7_cZw55PNRrOD657P2bQeYWuef-CaW1DkI9IPawMiknnMN-kS7xKN1aqnCy-HP0cbjEOHQCieGE84cWP-e5ng6PiERtRe7fVRqdd8PyOI8OJHiIVcrHD5vSMSko5naabvt45eAbXS8XUutehk4CAuEd0wOSHE8pDaee59kEcJg5SVVe0FeGTfxGpe5lcVOBWUVTfHeMTFsCHYJ24tYBTc7nlQ-z9E6SVJ2xCwqQc-r2Pp3FGXpVpH5yZ4l-edYp1rgQof7j421iOxDRh5oq9jgZ8A-j-njCTTy-3F0MRgt987cnXQ62uzCuyTw-VWNTc3aGLdpkf4H6hUpF0j0BAzyRuE6pNdTDgXyz9RODJ6SfiSAWduzdzEKfHaPL8E8vyrVYgAPl54CddGOLnQPlKmtJhDtNN4B_8ZkHplkuccmc6I45LHyAx0Yb2G-qh91YlumNOtpMrpMsbJYdgGt6lz1Levtzj6J-bpYHHP9T-B1v8GfwZQSn3XwTAUmMprrg5JGJlSFaSRpOdpZDtVpe5K-9-ii8r8-DNgeeTwzCIQB2ZTjDc1PsqbNvuBu1SJzRs-ZWIReZgopf2ymV5kal0TBw93fpzqnnxJpDK3MSfgGmfFXGZEngeZNC8DqdJWEC0khumv2kD3oE4xVI 213 172.58.56.11 Mozilla/5.0 (iPhone; CPU iPhone OS 17_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.29.2260.2 https://www.bullcitytalent.com/contact-us/ February 26, 2024 4:58 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Gayathri Sap gayathrisap53@gmail.com 9254000323 Finding a New Position Career Highlights ● Experience of 10 years in a range of SAP Projects and implementation. ● Experience across multiple domains like Manufacturing, Pharmaceuticals, Storage and Logistics. ● Experience across different IT roles as Functional Specialist, System Analyst and Functional consultant & SAP Functional Tester. ● Excellent Functional Knowledge and Hands-On Expertise across various SAP modules like SAP MM, SAP LE, SAP WM, SAP EWM, SAP Ariba. 03AFcWeA7BbKLkAkD5ffcdli5drUa6r9DNZyhhXns2RHoseRPhwRljfwJECkOxOeawigWFLwlVrL5uwK1vQfAe4raiy5MZYHbIaCwa9alvjAbRoSQ_xyw8I0-iQEAkAmWcscZc_8V5oG3Vm-LDA4646HF8WNip9zEUGUkHZSUs2gA0GEgEFkKOjHpR5ATwn4VG8lPMBR4ITTuIunqGTAiyQp0MoxX2F_9FSP_16AnAWGwc99Kd_rlA1H_ocnXMgVt3OAttq3i68jHsKW9KUun9X4E3b_A4WZAMMN-c_cU6X_LEmJrH7gpfHCr-ylneEYONvr9TYkiZRHeY6e7FBCeGPodAHylqYq1_bFoxM1t7GZgytsOg0Bae74sNWwr6-H_bU4CA0MrA9gMc-CxDccuWhzStzbWdlmeWBxyxRJ3MYOQwG2Ko0WhQYtKzDrqCDn5Mo7bULywoRxKNpiBPCSy18LuqZPptE4Fo5pLAhbhu0xntIlqlXfEljD09piKNieyZbbNOFaSyE90WbxYqzVJHpukK2fPartj7SWaz32gj-nfYGC_dGeGe80ph_BdFK43xhO27iVi2ocqUMi5I1AQwwYQ0TgL-mwg7tpyVY_mXHOl1ZmOKsaiu-HlSHF5LYf-385pplqIrCEqmtiLyQDFAWqdeUEx8KgbeThKqAFf7uF23FTKyEzPU98qVEoM53KP-72I8neHPpAGu 214 24.12.96.97 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/121.0.0.0 Safari/537.36 Edg/121.0.0.0 https://www.bullcitytalent.com/contact-us/ February 28, 2024 6:02 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Working in the tech industry allows you to make real-world impacts by identifying and evaluating problems and creating solutions. The industry is constantly evolving with new innovations and technologies, forging new roles and creating immense growth potential for anyone, regardless of their starting point. If you’re interested in learning how to jumpstart your tech career, continue reading. According to the U.S. Bureau of Labor Statistics, the overall employment in tech roles is projected to grow 15% in the next decade, much faster than the average for all occupations. As the demand for tech workers continues to increase, companies are changing their job descriptions to focus more on skills and less on degrees. Fortunately, there are lots of avenues into technology regardless of your background or prior experience. If you're interested in advancing your career path and increasing your earning potential, there is no better time to jump into the tech industry.

Tips on How to Jumpstart Your Tech Career

Do your research.

The tech industry is a very broad field. Before jumping right into coding, for example, be sure to look into the different areas like web development, data science, artificial intelligence, cybersecurity, or mobile app development to identify what interests you the most and focus your learning in that area. Once you’ve picked a sector that appeals to you, you’ll want to identify and work on developing the technical skills necessary to excel in this role. Consider researching different programs and websites to learn about the certifications, degrees, and immersive training courses that can best support your career development.

Remember that self-motivation is a must.

Working in the tech industry often requires a continuous learning mindset as new technologies continue to emerge. Whether it be through online training or independent learning and practice, you can excel in understanding niche technical areas, like data warehousing or software development. This knowledge does not require a college degree, and the information is accessible through various resources online. YouTube also is a free resource that has thousands of videos on anything you might be interested in or to help with a difficult topic you’re struggling with.

Earn industry certifications.

Getting certified may be the quickest entry point into the technology industry. While a tech degree can take 1 to 4 years to complete, some certifications can be earned in just a few weeks. There are many comparisons between getting a degree or earning certifications, but it's important to note that a degree is not mandatory for entering the tech workforce. In fact, 59% of senior IT leaders (Director titles and higher) say they're experiencing difficulties hiring qualified IT talent. By getting certified, you'll show potential employers that you have the skills they need and therefore open the door to more job opportunities.

Create a customized résumé that sticks out.

When applying for jobs in the tech industry, review the descriptions of the open positions that interest you. This helps you understand the requirements and important aspects of the role, enabling you to customize your résumé for a targeted appeal to hiring managers. Each company, job, and hiring process is unique, and adjusting your résumé for each role can help differentiate you from other candidates, so include specific skills, tools, languages, software, and programs you are familiar with. Relevant keywords can also enhance the likelihood of your résumé being chosen for further evaluation, especially if a company utilizes résumé-scanning software.

Have a continuous learning mindset.

Technology is constantly evolving, with new tools, frameworks, and methodologies emerging regularly. If you're interested in advancing your career path and increasing your earning potential, you will need a constant learning mindset. You’ll want to take advantage of online resources and opportunities to stay updated with the latest trends and technologies, as well as relevant tech skills that employers are looking for. There are a plethora of training courses online for any specific skills or topics you are interested in, so there is limitless opportunity when it comes to your own upskilling and reskilling initiatives.

Network, network, network!

To get a good idea of what a career in tech looks like, make sure to connect and have conversations with people in the industry. This can be through online platforms, as well as attending tech meetups, conferences, and seminars. Talk to people about their own career path and experiences, and how it relates to the wider tech sector. Networking allows professionals to share knowledge, build meaningful relationships, enhance visibility, and build repor. There are many online communities dedicated to various aspects of the tech industry. You could join communities on Reddit, like LearnRust , as well as sites like StackOverflow that offer assistance with those on a coding journey. Before pursuing a tech career, you want to be sure you know which area you want to go into and find people in it to talk to. By forming new connections and cultivating relationships, you can enhance your professional network and increase your opportunities to engage with potential employers.

How to Jumpstart Your Tech Career Today

It’s important to see a career as a journey, with persistence and continuous learning being key in the tech industry. Stay curious, keep learning, and don't be afraid to take on challenges. To put yourself in the best competitive position against other job candidates, make sure to do your research, put yourself out there and attend networking events, fine tune your résumé to specific positions, and take advantage of training opportunities and certifications. If you’re already on your tech journey and looking for your next opportunity, click here. Contributions from Julia Hoffman

SAP data migrations, a crucial aspect of any SAP implementation or upgrade, require a specialized skill set to ensure seamless transition and optimal performance. When it comes to hiring talent for SAP data migration, organizations often face the dilemma of choosing between permanent hires, temporary staff, or a combination of both. In this post, we explore the various staffing options available and shed light on how working with a staffing firm to find temporary or contract talent can be the most beneficial for SAP data migrations.

The Landscape of SAP Data Migrations

Before delving into the staffing options, it's essential to understand the complexity of SAP data migrations. This process involves transferring data from legacy systems to SAP systems, ensuring data accuracy, integrity, and compliance with regulatory standards. Given the intricate nature of SAP data migration, having a skilled and experienced team is paramount for success.

Staffing Options for an SAP Data Migration

Permanent Hires

Permanent employees are considered a traditional choice for organizations looking to build an in-house team for an SAP data migration. While permanent hires bring stability and long-term commitment, they may also come with challenges such as higher costs and longer recruitment cycles. Additionally, once the project is completed, maintaining a full-time SAP data migration team might not be cost-effective.

Consulting Firms

Many organizations opt for consulting firms that specialize in SAP services. These firms provide access to a pool of experts with diverse skill sets. However, their services often come at a premium cost. Further, consulting firms may not always align with the organization's culture and may lack a deep understanding of the specific challenges unique to the company.

Temporary or Contract Talent

Hiring temporary or contract talent for SAP data migration offers a flexible and strategic approach. This option allows organizations to bring in specialized professionals for the duration of the project, ensuring that they have the expertise required without committing to long-term employment. Temporary staff can seamlessly integrate into the existing team, bringing fresh perspectives and skills tailored to the project's needs. Whether selecting permanent hires, working with a consulting firm, or bringing in temporary talent, organizations should keep these considerations in mind as they determine what talent to hire for their SAP data migration.

Advantages of Temporary Talent in an SAP Data Migration

Cost-Effective Solutions

One of the primary benefits of hiring temporary talent is cost-effectiveness. Organizations can avoid the long-term financial commitments associated with permanent hires, such as salaries, benefits, and training costs. With temporary staff, businesses only pay for the specific duration of the project, making it a more budget-friendly option.

Flexibility and Scalability

Temporary talent provides unparalleled flexibility, allowing organizations to scale their teams according to project requirements. SAP data migration projects often have fluctuating workloads, and temporary staff can be easily onboarded or released based on the project's progress. This adaptability ensures that the team size aligns with the workload, optimizing resource utilization.

Access to Specialized Skills

SAP data migrations demand a specialized skill set that may not be readily available within the existing workforce. Temporary talent brings in professionals with niche expertise, ensuring that the project is handled by individuals who understand the intricacies of SAP systems. This targeted knowledge can significantly contribute to the success of the data migration.

Efficient Project Execution

Temporary staff, often hired for their specific project-related skills, can hit the ground running. Unlike permanent hires who may require time for onboarding and training, temporary talent is focused on immediate project needs. This efficiency translates to faster project execution, meeting deadlines and minimizing disruptions to regular business operations.

Risk Mitigation

SAP data migration projects come with inherent risks, including data inconsistencies, system downtimes, potential disruptions to business processes, and so on. Temporary talent, often accustomed to working on diverse projects, brings a level of risk mitigation through their experience and ability to navigate challenges effectively. Their temporary status also means that they are accountable for the project's success and demonstrating their value during their tenure.

How to Hire Talent for an SAP Data Migration

While permanent hires and consulting firms have their merits, the flexibility, cost-effectiveness, and specialized skills offered by temporary talent make them a compelling choice for many organizations. By strategically leveraging temporary staff for SAP data migrations, businesses can build a dynamic and adaptable team that aligns with project requirements. This approach not only ensures successful project execution but also allows organizations to optimize costs and maintain a competitive edge in the ever-evolving business technology landscape. For help finding talent for your SAP data migration, contact BCTG today.

Garima Verma garima.verma@largeton.com 571-463-9089 Finding a New Position 𝑩𝒖𝒔𝒊𝒏𝒆𝒔𝒔 𝑫𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 𝑴𝒂𝒏𝒂𝒈𝒆𝒓 𝒂𝒕 𝑳𝒂𝒓𝒈𝒆𝒕𝒐𝒏 𝑰𝒏𝒄: “Igniting growth and building bridges at Largeton Inc., a trailblazer in the US staffing industry. Committed to our mission of connecting talent with opportunity, I bring a unique blend of strategic vision and innovative thinking to our dynamic team. Let’s shape the future of staffing together. #Business Development #Staffing #Innovation” 03AFcWeA5Z0JdduJGiLjnMZqOWHkj3DvTvZJNpR6i8BtpWonBMDwrZ4h4QLY0yk26eVSQnUNVqgb7LEz4GMzzr6jpLfRCaLyJb7Bc1n8OREkH48WldwO_OEwCvG2WSVC0nuEQFnqXzB9811hNHbsV9U0AORd4C013d_yQ0lnb0NBQ-TtmmJTEUGXj9FXeRF-pkcmlhhosXyjPHGNsdCH6Zye2_NophCkcNl-UAzBNdq7wkmdpS1pvy5XaHc2VluGVJvNAVxfwzvxzQXKf5WdxjeVmsxyHpvGI6T6iRLb8_QOQWyjttsfueISmGvLZPouk-UwdBLgqMzjsFMu8xaX51UEd2x2BuBq9uS_n6LwjjcvHwIG5MJ9aozz6BBUpbPASAGg3yd7jUcUydGULhL3rXSAH-lYHZat_0avrYjT5j072gY_wZoZzz_EEe86UNYD0svai3Wfk2iGhvKvVmneNl2mlp8KYxolLgzPWe5KwdBRGoNv34av1phokoDo6iQpkpq60her-NbkOGrURwaJd6Nrth6qL3P-XNo7SGHDx_0bs9DmLjLcYGB3hX3jFqM89tIqmGoGHLuvf6uxYa-4O18svlDrzDwHATaaDVsxvyIBCLkIkI5mwQn5PPZldXbY10RWZRRhVCDC82Qaq6a71qnyObtj0Fpu1oHw 215 103.225.186.150 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 4, 2024 7:35 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Garima Verma garima.verma@largeton.com 571-463-9089 Finding a New Position 𝑩𝒖𝒔𝒊𝒏𝒆𝒔𝒔 𝑫𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 𝑴𝒂𝒏𝒂𝒈𝒆𝒓 𝒂𝒕 𝑳𝒂𝒓𝒈𝒆𝒕𝒐𝒏 𝑰𝒏𝒄: “Igniting growth and building bridges at Largeton Inc., a trailblazer in the US staffing industry. Committed to our mission of connecting talent with opportunity, I bring a unique blend of strategic vision and innovative thinking to our dynamic team. Let’s shape the future of staffing together. #Business Development #Staffing #Innovation” 03AFcWeA6IomtFQ5-shF-ZqrsTqVG_TwAD5ZoG2VcxbQ7TCe-hm3bfDzpFTCpHZ7vKlF_j2dpDSWR-NOWPfUSR0K8WPpQ-5Eq76BQGTSZZjW1YGhwSrvhOz8ClH1Dfg-cQjc2pKNXU7HYw6Tco1U87tQyphfTbxGekqPZQOMb6-GQ67Osj-SUbuDmOKaF_CfX7RMlamWiRgKv1dzMhR0j9JkHkfgHIon0AECRIokGF5cbNafNsgo4-5DtqosHtQ9893r8H7wYeDOLqPOTJjRY0KY7PnEcZ3hZTAEiOMc4LcoKOv8ZZj8OSqNAL_szpnsLkaEJqa6D9ddv8rRIqzv-d3XtSVc_Ksd1Y1F7jw1aMz49pxUQG-GUr7zB6unH7_Yk9VPYM5Uij5e2ywf0D3tYZJfnOH_Vq9I-gVTlquH84Ttz_7JjyatRTK3Nshv83F1ag1Vs7k6LEZ5QKEryKfoNNds0FgMA50YI_ex3n-qY-ODGHEqNKSSGFikvDv44IZ1HxZghpaF4I2vNtL498Gos27qX8_PMbmSMw6PsKKmgevm7KJaQItiku-vuoyuxcyXznOra9eAG-0LDqFmv--pnoNdrvrriSc0tdtcLPC0BWhsLdpbO-zCcmmyfXQsfx60RfThFjYgB8FDzQ0oEThvV1D4TVtU3FdUKM8A 216 103.225.186.150 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 4, 2024 7:35 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Garima Verma garima.verma@largeton.com 571-463-9089 Other I'm reaching out to introduce our Interview-as-a-Service platform, which is designed to streamline the interviewing aspect of the hiring process. I would love the opportunity to discuss how our platform can be tailored to meet your hiring needs. I would appreciate the chance to share an introduction/demo with you. Looking forward to connecting further. 03AFcWeA6EAzmfoLWhFSW7_mNwKmoFdn9oqI7Btykxf0hSz_qGO6u--0dkl3PP8sYpLJwLQiLbVqk_ZdwechTpMrK_vh5n5ue8mKhQfgkwUuWaRKxudyKTjFUx2hqJAHffKJL8DxabIf_9CW0JnAi5QsEGoyD2GqAZQVJMeU_N9PpHpnoftzq5pIJQVM44zugPqOwzV-OrNFqL0xuNb7zAyRhGqgopXQpxNPWP9gyPVI2N9p3zgHlvj8cIJ1Moq1iwUu0pRps5LiWe-SzQiwHqpOI9JmJSwcyW_qd2vF9nuFCoj_6jRS8WgYaj8rrmazdyw1kdIx_yksxHlK5G5tzLFEh8sTOBgeZJmc5wXSqbSrs7unQojhJ-sa6az4FW1_loe5vKm2s8TIXTLdCL0EWEWBEE9ElQDQ5y8RcJxEIahL_7AmaK5ICZzVcQ_KXwLIqnA4y2qOnlhSBxPu6aRpWHsHkLQ7bya-oUr3wWZFLlyzOfs-OacXupvn5mIwPZz1KDqs9rpdAJCN9FfWzGvx5FdWrxvk_WJDXKFXdDVH9RcSvIEzEOQyElTQPRx7QXYztxBJpArnygi3Yj5ZpGIyrZ6OfEJHgBDTf5hAI1YEX4zBD0BhO1sf7nOlZUMvB8pr-_cSboVyXsT8WyUcdu75cZMPz8TpDHsFswO2m5iiBnR3Z1AJJAi7AW-pz8cuCfIZlHaxUhdLjl17Gf 217 103.225.186.150 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 4, 2024 7:37 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

The staffing process encompassing the recruitment, selection, and management of a company’s employees is a constant commitment. Many companies aren’t equipped to handle this process and don’t have the resources to effectively hire top talent. As such, outsourcing your staffing needs to a third party has become a modern solution to this problem, as partnerships with staffing and recruiting experts can provide a competitive edge in the job market while also offering other benefits. With these advantages, there are also drawbacks that firms need to consider carefully before making a decision. Below, we delve into the pros and cons of outsourcing your staffing need.

Pros of outsourcing your staffing needs

Time and Cost Savings

The associated time and money saved is often the most discussed benefit of outsourcing staffing. Staffing firms are well-versed in the hiring industry and have perfected their processes to maximize efficiency and minimize costs. In some cases, companies looking to hire may pay as much as seven times what they could pay for an external service to handle it. In addition, staffing companies can oversee compliance, payroll, and HR processes that will cut additional administrative costs. By leveraging their curated processes, staffing agencies can reduce the time and effort required for hiring processes while also bringing top talent to your firm.

Access to a Larger Talent Pool and Specialized Expertise

Staffing firms possess a deep understanding of the necessary skills required for specific roles and have access to a vast network of professionals. This combination allows these agencies to identify the most qualified candidates with skills that will add to your company and values that align with yours. Staffing companies also leverage their specialized expertise through a rigorous screening processes, which enhances the quality of candidates being brought in.

Ability to Focus on Core Competencies

Hiring processes have associated time, costs, and resources that can be better used to serve a company’s founding mission. With time and money saved and confidence that the staffing firm will bring in the most qualified professionals, companies can confidently redirect their focus and resources towards their core competencies. Through this, companies can concentrate on their key business objectives, often attaining increased efficiency and productivity levels.

Cons of outsourcing your staffing needs

Less Immediate Control

When a business process that was previously executed by an in-house team gets outsourced to a staffing agency, there is less immediate control in the hands of the company. If this transition is mismanaged by either party, the quality of the operation can go downhill. This could result in unforeseen costs, lower quality hires, and lost efficiency. To mitigate these impacts, it is suggested that the firm clearly explains its unique objectives, needs, and expectations for the partnership.

Communication Challenges

On a similar note, outsourcing staffing needs opens the door for miscommunications to occur. Especially if the staffing agency isn’t in close proximity, in-person check-ins and other communications become more difficult. These challenges can be easily addressed by setting core business hours for the partnership, standardizing strong channels for communication, and organizing set communication points with regularity.

Privacy and Security Concerns

Depending on what key functions a staffing firm is hired to perform, elements of your business assets and information will be exposed to outsiders. The chances are rather low that this inside information will be used with malintent, but outsourcing staffing needs puts company information outside of your direct walls. Careful management and oversight of privacy, intellectual property, and data protection are imperative throughout an outsourcing partnership.

Partnering with BCTG

Strategic partnerships with the right staffing firm can help a company achieve a more efficient and specialized hiring process, bringing in the top talent they desire. Before making any final decisions on a staffing agency, the potential risks need to be discussed and a deliberate plan needs to be laid out. With proper planning and execution, your company can optimize its talent acquisition process and develop the competitive advantage it seeks. To learn more about outsourcing your staffing needs with BCTG, click here. Contributions from Aaron Messer

In the tech world, staying relevant and competitive requires continuous learning and skill enhancement. One of the most effective ways for IT professionals to demonstrate their expertise and advance their careers is by obtaining industry-recognized certifications. However, with the ever-evolving landscape of technology, it can be challenging to determine which certifications will provide the most value in 2024 and beyond. To help navigate this complex terrain, we've compiled a list of the top IT certifications to pursue in 2024. These certifications are not only in high demand but also offer promising career prospects and opportunities for professional growth.

IT Certifications to Pursue in 2024

AWS Certified Solutions Architect – Associate (AWS CSA-A)

With the increasing adoption of cloud computing, particularly Amazon Web Services (AWS), the demand for skilled professionals who can design and deploy scalable and secure cloud solutions is soaring. The AWS Certified Solutions Architect – Associate (AWS CSA-A) certification validates expertise in architecting and deploying AWS solutions, making it an essential credential for cloud architects, system engineers, and developers alike.

Certified Information Systems Security Professional (CISSP)

In an era of rampant cyber threats and data breaches, organizations are prioritizing cybersecurity more than ever, and the CISSP certification is widely regarded as the gold standard for information security professionals. It covers a broad range of security topics, including risk management, cryptography, and network security, making it ideal for cybersecurity analysts, engineers, managers, and more.

Certified ScrumMaster (CSM)

Agile methodologies have revolutionized the software development process, leading to increased demand for professionals with expertise in Agile practices. The Certified ScrumMaster (CSM) certification equips individuals with the knowledge and skills to effectively facilitate Agile teams and drive project success. As Agile continues to gain traction across industries, the CSM certification remains highly sought after.

Certified Ethical Hacker (CEH)

With cyberattacks becoming more sophisticated and prevalent, organizations are proactively seeking professionals who can identify and mitigate security vulnerabilities. The CEH certification trains individuals in the latest hacking techniques and tools, enabling them to assess and strengthen an organization's security posture. Ethical hackers and security analysts and testers can benefit greatly from holding this certification.

Google Certified Professional Cloud Architect

Google Cloud Platform (GCP) is rapidly gaining market share in the cloud computing industry, making expertise in these services increasingly valuable. The Google Certified Professional Cloud Architect certification solidifies skills in designing and implementing GCP solutions that meet organizational requirements for performance, scalability, efficiency, and reliability. As more businesses migrate to GCP, professionals with this certification will be in high demand.

Project Management Professional (PMP)

Effective project management is critical for the successful execution of IT initiatives, from software development to infrastructure upgrades. The PMP certification is globally recognized and demonstrates proficiency in project management methodologies, processes, and best practices. Project managers, business analysts, and consultants across the board can enhance their career prospects by earning this certification.

Microsoft Certified: Azure Solutions Architect Expert

Microsoft Azure is a leading cloud platform, and organizations worldwide are leveraging its services for digital transformation and innovation. The Azure Solutions Architect Expert certification validates expertise in designing and implementing Azure solutions that meet unique business needs. As Azure adoption continues to grow, professionals with this certification will be in high demand across industries.

Cisco Certified Network Professional (CCNP)

Networking forms the backbone of IT infrastructure, and Cisco remains a dominant player in the networking industry. The CCNP certification ensures advanced skills in designing, implementing, managing, and troubleshooting Cisco networks, making it essential for network engineers, administrators, and architects. With the rise of technologies like the Internet of Things (IoT), the demand for Cisco-certified professionals is expected to remain strong.

Certified Data Management Professional (CDMP)

In the age of big data and analytics, and with the continued rise of AI, organizations are increasingly relying on data-driven insights to inform decision-making and gain a competitive edge. The Certified Data Management Professional (CDMP) certification confirms expertise in data management and analytics, making it valuable for data scientists and analysts, along with business intelligence professionals. As the demand for data-driven solutions continues to grow, professionals will benefit greatly from achieving this certification.

CompTIA Security+

As cybersecurity threats continue to evolve, the need for entry-level security professionals is on the rise. The CompTIA Security+ certification provides a solid foundation in cybersecurity principles and practices, making it ideal for individuals entering the field or transitioning from other IT roles. Security analysts, system administrators, and network engineers can benefit from holding this certification.

Becoming an IT Consultant

Investing in obtaining IT certifications is a strategic move for IT professionals looking to future-proof their careers. The certifications mentioned above represent some of the most valuable credentials in 2024, offering opportunities for career advancement and increased earning potential. By acquiring these certifications, individuals can position themselves as indispensable assets to their organizations and unlock exciting career opportunities. Looking for your next gig? Join the BCTG community of consultants.

Deepak Jha deepak@troobell.com 678 212 9342 Other I’m looking new contract & contract to hire openings on C2C for my candidates. Let me know your open roles and I’ll send you our available resources. Specialities: Network Engineer, Database Administrator, Software Developer, Business Analyst, QA, Systems Engineer, Data Center Manager, Web Engineer, Systems Administrator, QA Analyst, Solutions Developer, Front End Developer, Security Architect, IT Programmer, Data Analyst, WAN Engineer, and many more… 03AFcWeA4OFMdepdVuPxHopds5JN0GijN3g-5bgWTN8rRoqLDvIWHyzBvZT8clS5ReDnTlnJDlVzGc7MMzM_Xl9OeG7wx9qBS6o8EbJgjFJM051hjhv517JbbAirEw6g1WcwP4YT4gMMn5cBL72oNIhOHFv8xaHttxJfSBI4I8QM_DpPeP8wVRibo1EY-1C8x1_OmyKK6fbBYZDJH40IqGsHu13tdKoEHmG-FdKc7Klln_nW3NDAVK1jTCx4edkDepqRy46iG7WmE_VeyzJndbhy7LASgchyMtCJSvfPB3R2e5srGqv8nknZisr9fAn34PpHIORsPxAA7fIBPrhE07gBePMaLSE-9tJPkCsDX4E3KoGUaZBqKu-bcqV-b7PdiO87JLDEUIiR247y7-7bAq20GWKxzcQXDzNQHuFWPa8Ti2T_O8q2QMWIJolxkImq2xNhkS4Wbx-gTUpzHpMd-I1XK1r7pOutnn2c0HYL2eqDtusZNqjAvlDNGbXEiA795t6WfSvxrfYFPq1dej4QsUkxBIZwY6pA0auCnvGQjKG9QV5US7vafmOERLV9xrFTVUDFGXPN3EvK9U3Uxife66kbBHOJFYBEmyHSfxSPprY2WiUOkN2jqvB5oXXkY3oXlJWGleT4nPyD2W73bYmiuXkU587zU1Gtomr_snRNYTpJC4-AFc2yOgWbEY0cc5ExDXZRoYu4s0ym5nPpUtZsyEBP92sNdSm78vpg 218 49.36.136.1 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 7, 2024 7:20 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Deepak Jha deepak@troobell.com 678 212 9342 Other I’m looking new contract & contract to hire openings on C2C for my candidates. Let me know your open roles and I’ll send you our available resources. Specialities: Network Engineer, Database Administrator, Software Developer, Business Analyst, QA, Systems Engineer, Data Center Manager, Web Engineer, Systems Administrator, QA Analyst, Solutions Developer, Front End Developer, Security Architect, IT Programmer, Data Analyst, WAN Engineer, and many more… 03AFcWeA6zy_QpZ5ibrNEZvxj4pNlutnldUIUk-HThUmXnaDZb_7NEmwR5ljFNeAtxz-5x-Gb-ymbcjIjgyjyH6rPkflELRq-xxO0TM5BmoewobOT1m4sLRr9dW5pj9XFYSB70QTvf_qy3yq9kTeQhGoLiqK7XFBij3w_2M5QWPR91TkUjiYTe4uhQfgHR6DXpxTw95D58l85Oe4Ij6he6BAyATpdt1YCG4AH-qsi9gC33JzNOKobiJu3Lj8TYBVJpMh08QpyJGL2s7ykrQCQfrK1EbqKFYoeRwYaA4yiMGwU7XMAo83J6RcXkVHfomRtf3WpURjHupB30LsHyrAMG-7vpsOI_iqBQWMnHvyvokm7s3jej0EMPdYeXWWkVCpV0Ki1f6CXn-MPX3VD9egy_qcmURehIsj7JmgVuaQiQBmoBfe_f5nCe6flVvV8htpMFOMvOEBdE05cmNOM8i4TXwgCjE2Ks0XfK_PislK_mLVTZ9wQLdgPFy_9ffSlyklAqXF-ecVGkEYXkHwCKwv34PNVgE8rTcQEm-H78hyhL6WqNkZSBAqD5Wj7b34wZW-elCzJC3Qfsmcf8Pnqhm432JlhM-YV3eJyjRZ0jq1n0v8vMtKRK4pEaxcPNmiBUH7n5J9rQrU0oWhkMELzTfCAalkTYHkOxvQnyb-rAH-XPxuBLLeDb9QJQq9d3QOLSXefNq8XbgxEDe4Mz5iXgvVWi7bAC0VD8YotOOZECV6nW-pSs5ifQmiFv0Ac 219 49.36.136.1 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 7, 2024 7:20 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

The technology industry continues to flourish in the United States with a CAGR of 8.2% predicted through 2032, and it can be difficult to determine which position will be the best fit for someone transitioning to the industry or looking to switch roles. The location of a position can be a key factor in determining if a position will be the best choice for enhancing or jumpstarting your tech career. While many tech positions are transitioning to a remote style, many companies still have the option to work in person, and choosing a location that is a tech hotspot can boost your opportunities for critical professional elements, such as career development and networking. We’ve outlined some of the top high-tech cities for you to explore when determining what position is your best fit for an in-person role below.

Top High-Tech Cities

Austin, Texas

Austin has become a technology hotspot, rooted particularly in innovative software startups. The significant presence of big-name companies, such as IBM, as well as numerous venture capital firms fosters a growth-focused tech culture. Many companies in Austin have a specific focus on life sciences and medical technologies, but the busy city continues to attract business from all industries. With a lower cost of living, working in tech in Austin is very lucrative and can make lifestyle expenses more affordable.

Raleigh-Durham, North Carolina

Often referred to as the research triangle, the Raleigh-Durham area is projected to be one of the strongest tech hubs on the east coast by 2025. There are numerous startups present in the triangle, and the proximity to prominent research universities like Duke and UNC-Chapel Hill fosters a culture of consistent learning and professional development. The Raleigh-Durham area is home to Research Triangle Park, which is the largest US research park. This presents incredible opportunities to find a position in any desired industry.

Seattle, Washington

Seattle, in moderate proximity to Silicon Valley, is another city that features more affordable living and a robust tech ecosystem. Tech entrepreneurs can find venture capital and a culture of innovation, as Seattle is home to established companies, like Google, as well as numerous modern startups. Seattle has honed in on novel technologies, such as cloud security and artificial intelligence, and there’s a strong offering of executive and entry-level jobs that have space for any level of tech professionals.

Silicon Valley, California

Silicon Valley is widely acknowledged to be one of the best cities for tech workers due to its history of housing numerous entrepreneurs as well as huge-name companies, such as Google, Meta, and Apple. This well-established tech environment promotes the establishment and sustenance of new tech companies, allowing the Silicon Valley tech community to continuously expand.

Washington, D.C.

Washington, D.C. offers a unique range of tech positions and opportunities, especially for those interested in the public sector. Investments are plentiful in this city due to the stability and talent attraction that the federal government and local groups provide. If you are interested in technology policy, cybersecurity, or government contracting work, there are a plethora of positions available that are entirely unique to the nation’s capital. D.C. is also a primary gathering location for conferences and conventions, making networking and professional development much more attainable.

Starting Your Journey in a High-Tech City

Each city that we’ve outlined is a growing and flourishing tech hub that offers a multitude of opportunities to find your dream job in the tech world, and there are even more cities out there to consider. If you’re looking to start or advance your tech career, take advantage of the innovative cultures and professional development experiences that the city you choose will provide. Even with the growing opportunities for remote work, there are individuals who still want an option to go into the office and live in a city with professional opportunities. This list of tech hubs is not exhaustive, but each of these cities is worth considering when searching for a new or in-person tech role. Contact BCTG here to learn more about finding a position in one of these high-tech cities. Contributions from Sam Weitzel

In recent years, businesses have faced significant changes, adapting to global challenges like supply chain disruptions, talent shortages, inflationary pressures, and geopolitical instability. During this time, the importance of IT departments has become more evident in strategic planning discussions. As we approach four years since widespread disruption began, it's essential to understand how companies are prioritizing their IT operations amidst these ongoing changes. Clarkston Consulting conducted its inaugural CIO Survey in late 2021 to delve into the current and future priorities and challenges of senior IT professionals (CIO/CISO/CTO/VP) at large companies with revenues exceeding $350 million in retail, consumer products, manufacturing, or life sciences. Since then, they've conducted annual surveys to gain deeper insights into the IT landscape. In December, Clarkston conducted its most recent CIO Survey. We have included five key takeaways from the 2024 CIO Survey below.

2024 CIO Survey Key Takeaways

Companies are shifting from using one ERP system to multiple/hybrid systems.

Of those surveyed, just over one-third (35%) of respondents use multiple or hybrid systems, up from 20% last year. The remaining respondents are split relatively equally between SAP, Oracle, and Microsoft. Of those who use a multiple/hybrid system, 9 in 10 respondents plan to keep their current setup. With more organizations moving toward a multiple/hybrid system, it is important to note that managing multiple systems can introduce complexities into business processes, as data may need to be transferred or synchronized between systems, which can lead to challenges in integration and maintenance. This often means that organizations will need to invest in a boarder range of expertise to manage and maintain these systems effectively.

IT budgets are expected to increase in 2024.

Slightly more than half of respondents indicated that their IT budgets are set to increase this year, up from one-third last year. Generative AI or AI-related tools are at the top of the list of technologies these organizations will be investing in at 33%, followed by Internet of Things (IoT), cloud technology and solutions, and machine learning. While an increasing IT budget can have several implications, let’s focus on the fact that one-third of respondents expect to put this toward generative AI or AI-related tools. Most importantly, with more spending being put toward AI, organizations must invest in talent and infrastructure while considering the ethical and regulatory implications of AI – ensuring transparency and accountability while complying with data privacy and security regulations.

Training resources will be focused on platform-specific training.

In 2024, six in 10 respondents plan to allocate training resources toward platform-specific training, up from 36% last year. On the other hand, fewer firms (23%) plan to provide training for communication or soft skills in the coming year. This data could have a few interpretations, but we see it as the following: individuals have cemented their soft skills, and organizations are now helping these individuals hone their skills in niche areas (i.e. specific platforms). This is incredibly promising as more individuals in IT will have the opportunity to become experts in platforms like SAP or Snowflake.

AI is being increasingly leveraged for data analysis.

When asked about AI usage, 81% of organizations said they are leveraging AI for data analysis. As usage rises, companies are ensuring the ethical use of AI through training, regular monitoring, and more. It comes as no surprise that AI is being increasingly leveraged for data analysis, as AI is known for handling large volumes of data and identifying trends and insights from said data. However, as organizations continue to leverage AI for data analysis, they must have the right resources and infrastructure in place to ensure ethical use.

Managed services are the most outsourced IT activity.

Nearly three-fourths (72%) of respondents are outsourcing managed IT services, with expertise, trust, and resource availability being the most important criteria for an outsourced partner to have. The ability to demonstrate success (via case studies or other methods) is also important. The trend toward outsourcing managed services presents a unique opportunity for firms like BCTG, pushing us further to ensure we have the right talent in place and ready to help our clients.

Final Thoughts

The results of this 2024 CIO Survey provide a detailed view of IT departments across industries. To learn more about how BCTG can help your organization moving forward, contact our team today. This piece was adapted and updated from this piece originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Manish Tomar tameva91@gmail.com 510 956 5008 Finding a New Position This is Manish from Talentbridge IT having a bench of excellent USC, GC and H1b consultants ( SAP HANA, BTP, Procurement, S4, FICO etc ) on bench actively looking for open jobs in market. we are comfortable to deliver resources on w2/perm/fulltime/contract/contract to hire basis. 03AFcWeA6biFaSmd1k4f_jsObyUZ09iVwPBzq2t1oAVhQYGIHgusgd9ncLViBOa2cvpmNHUbj8qlevusyoxllmB9UBJZSc64-xMmpKoLTBKR9XYcRQ5r5RuIT2b7mkD2PtNvdREwBcd48MU3FPHwj1Ky1LR__FT99ANwJGb0etXIn08LsLxygeVOUzARaB7L6CetH8Aa4vCPRmw_e_i0VaUmc7zMINFqzLJbXZMi5581sgCF36hBK4rFgFdCOpypfPbWEbxszPDveU89IGWK1jsBbQKJhaA9hf79qs2OuqaQrjUNTnuZsTKH_rNFqWF4EJlOh4RDnZGn98bVHuJaZ5rkIPDQDt8qlwU28ahUayZJBjM8s09A-ZJ1IXGsitI75PwNULdJ41RHe4cTcrWy3C5njRehvRYJNAI7Yn3UR4eW6oIwsHmyyxcd4aGl3b-3vCPts8QfllxQmYd1JBgwk6yEKhNDP8nK6V80pETcUwU8jhkgLGBqDQ0kdCBDdpqyci8hkr5ioMKLmnYbro-cCvu3E2ThaKLkDcI6zQiCR1sdmqtz_4kKOzV6ivNQ2nlkzcH3_ES33Vg4SkPEFd6wngLzlTj1Dp4RnXT8wQm1XkExC1QjcG1OxUXtkbKuKojkWsA6urGtu12nxtlAt-2ACTViF2puTLB7tHqu6i4LVEU8INgUpm2BCmPk0 220 103.55.91.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 18, 2024 5:44 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Manish Tomar tameva91@gmail.com 510 956 5008 Finding a New Position This is Manish from Talentbridge IT having a bench of excellent USC, GC and H1b consultants ( SAP HANA, BTP, Procurement, S4, FICO etc ) on bench actively looking for open jobs in market. we are comfortable to deliver resources on w2/perm/fulltime/contract/contract to hire basis. 03AFcWeA7jfQSlkjcRi64gJK7po9XQ9_3KeOwVmHVad-N1HImzIsL7r7oONbov_aarSliBeUPHye2QAnfdVpcODvkrhy6yjJYzmTL6NHlGcGXScD2yOVp4T0E4vfqMCH5sE7XLRYe26x4Bt8tsJPNRAEAd5VlLiPotkN1Oyj40m6S1cBpewGWtXVGxpdHsoRSH3D3SYDU5MD5TDxognPtD9OlCygbyqTZSr_xkHT0QQs0BJLGCs4X202VTFQWsDsLxQW0uay9wkyvRGkz_PXKh-4KDygjxSrnyWDD_HpE_jC7gK-ykL13DXq006VL5r86lN9UVvkn8HkVLf0kWXb8wmZOz9RjOGk3FtUYsLM0_wW_TaWm_bT6K05SqttQXlVZv-UClQ9EMQtcMCiynWC-TcUfxWscVpus6-DfOL7vJoLheIS_m6oQMSBBufptOfxwo6Dy-K7QCBXdBa_iezNIMiRqfk-Pr4Uicn9YXjo1xjbgzD3gy8ZnEMCWwWMgaKT485027M_Z5R-JN2Qvu9IPBaUVLqkueHWHYOur05teopafqxDlnSntJHAfRNw698dh_YiC1b3rBqsMj5Z-PYV-qSadaA50NgZBw2b-uU8aMtCnaukHrm3maQn282Rkr-_1iqhb5wqVKIl8YwFyFIhzQd3lv-21icUfj5fBnjOgfYDFeDY3QWiBRrE0 221 103.55.91.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 18, 2024 5:46 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Manish Tomar tameva91@gmail.com 510 956 5008 Finding a New Position This is Manish from Talentbridge IT having a bench of excellent USC, GC and H1b consultants ( SAP HANA, BTP, Procurement, S4, FICO etc ) on bench actively looking for open jobs in market. we are comfortable to deliver resources on w2/perm/fulltime/contract/contract to hire basis. 03AFcWeA40l9SXVDm13GPF_IoCwG2GXcDijvX4Y5ztxj0SOGsAMsbQVrRR8lgPm1OXAGy96-0U0ogwIarWoIITeNRyjH3IjIrT-v_Yj8KTh4rFRVbguBF_dCNqCoyH-qELGFAaPV0xcnlo_qp3WGb5Oq-BBzAB3AylXKqIaiD0v-jrcHNiqmR8ToYjiJx0Ja4Mt079crt0bk-xZrz2Qc4Mw1HCHXAmhiUmD1lnv_BZfgeXdKKlG-6fwLcGIVR6QiAlyImvIcaSNqSv62vkLCYQjYNw2cFn1VUegcThW3kvpczKQi7itLML1hnHMkiB6R4zaxAW9uSxJpdStm13U1uuXxMjJsqsNPhefZVOqs9xLXtjAavL5QC2HoEapIDPVxTnt7JnrnnZ14AuTnzrLBWKrItIhLlyyRrnSq6doN04vG9jUgU6f6so23gijZTXEhNVRxpPvGogLkLN1rvV2bi3pZBagpxHLMNmJJYswnu-FfTwSFHWDJpbmybcfUt1-8fPTCOF45gAMS2xglY598o4SgtFAoBOroboP_ZPvqGZisHVwAtVVnNnRAqsT2cqsK9TrIwA1M-7q3PWYglZhW6kNlQXVAhs46UfTJ0twBmn_OEqsQ3EimkR5z1BuXOwbF6FtVWkMLGGgnwe7R7cfTsWWH1bGBTPgniyD5OAqVkClausIdxVehMs7R0 222 103.55.91.145 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/122.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 18, 2024 5:46 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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As businesses increasingly rely on SAP solutions, the demand for skilled SAP professionals has surged. However, with this demand comes the need for careful consideration of compliance and contractual aspects when it comes to staffing. SAP staffing involves the recruitment and deployment of professionals with expertise in SAP technologies, and these experts play a pivotal role in implementing, customizing, and maintaining SAP solutions to meet organizational objectives. While SAP staffing offers numerous benefits, it also poses inherent risks, especially in the realms of compliance and contractual agreements, that organizations must take into consideration. Below, we outline some of those key compliance and contractual considerations firms should consider when mitigating risk in SAP staffing.

Compliance Considerations in SAP Staffing

Legal

Adherence to legal requirements is paramount in staffing. Employment laws, both at the local and international levels, can significantly impact staffing decisions. As such, it is crucial for organizations to stay informed about labor regulations, work permits, and visa requirements when engaging SAP professionals, especially if they are from different geographic locations. Failure to comply with these regulations can lead to legal consequences, such as fines or penalties. Organizations outsourcing their staffing needs must work with experts who can ensure their SAP staffing practices align with the applicable laws in the regions where they operate.

Certification Requirements

SAP professionals are often required to possess specific certifications to demonstrate their proficiency in handling SAP applications. Employers should verify that their SAP staff members hold the necessary certifications, as failing to do so can impact the quality of work and expose the organization to compliance risks. By including certification verification as part of the recruitment process and periodically auditing the qualifications of existing SAP professionals, staffing firms can help organizations ensure that their staff remains compliant with industry standards.

Contractual Considerations in SAP Staffing

Clear Scope of Work

Defining a clear and comprehensive scope of work is fundamental to a successful staffing initiative, as ambiguities in job descriptions and responsibilities can lead to misunderstandings and disputes between employers and professionals. To mitigate this risk, organizations should develop detailed job profiles that outline specific tasks, project deliverables, and performance expectations.

Download the full Mitigating Risk in SAP Staffing eBook below.

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Mark Henninger mdhenninger@gmail.com 8645051979 Finding a New Position Hello, I recently applied for the position of 'IT Project Manager (202641)'. I would like to discuss that position, as well as any others my skillset would fit. Thank you, Mark Henninger 03AFcWeA7b7zOMn0Nky7WEssLZc6r8oShFU82TnbMgzaHCDUcYtVTsu4HnyuEigWc9IViS6iEBm6oMD3sNrnyqDmHQGicARQHwLzZnin0JOr7EsyLP3l6VjG6ab57fgTgTcI5TCXf2r5ywNnWj3H8LMY0zmhc6cmhPPYZYoeJ97HvTa-E20h7ZesqmgQxg0V8_52jr52v5A9dDTuU7SNcEA8ermiUSSTUDli3I_8tgnwpADnJfwBtROskQqCDg0pz4cyYRwhqRRS10ANpPPxj_-p_3a1ZQqXNO0tQwRaGcFJINmbRg6NY-Tx9-nhHjADaZa_uXcSILY3kxoGqpHOpvOzY36sdgED71WMmpy6a_QHFGW2Sm8WnZiMb371ZilhbERissPP1_WvoqR8HIprVQkbTE4TZ5FL_Xb8zzCaSzFVNplg8KQBmqv69ypkTeHLzZpxznffJRMtjmDKTYLvZEB3sfugWnbcdaLI56JqmV4d4bpbP1mB0iu9UvhthaMZSqvUQD4Su5qD0SqZo9dQlLhe6fkqz0V9qpJOosDEUgWmV15YGXJCOrNUCcYqIC41dMXFss4PHP0jbZVoG_64ngvhLW8uLvaZd12r2rkA_7tAV3B4mgUWb1Wsp68v-seX5xxVawSXIBj1HIzMBN-7n5TOfFZRxFmg3Vry-MX4WSIUS7OvvUlAO5R7S2JFPnrZ-oXzWK1Kpl2Rbv7Hpyf52_xvXPSPp6w5b-YQ 223 97.81.197.215 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.4 Safari/605.1.15 https://www.bullcitytalent.com/contact-us/ March 20, 2024 2:38 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Mark Henninger mdhenninger@gmail.com 8645051979 Finding a New Position Hello, I recently applied for the position of 'IT Project Manager (202641)'. I would like to discuss that position, as well as any others my skillset would fit. Thank you, Mark Henninger 03AFcWeA56Ypbt8Rrc-QhkZ2XUc-OobMQKzJUz-1P_8SeXocIBrF3Ixd2xZTS5B3g9AJVFthqdFcUV6-tKc_w5BqI6C1AV5w_rUrp4RCN8AYklj6G_yR8pDvlRDxpqdRq85ERgxb6Rj_pe-qjDY2jYD4IbkEQhDbwmXCpzomKnzqpH4lerO2XG_46vfghN6fpQDvFbZehXe_D7tGIvL8aDw-U6nUO_SOV6sZU5WkGXp03rGq-pDtnh7P9_gavrZ0hh3WfmzlW34wt3BgUJVbJXqZhyOfQFHNVyfC27BKDfiOcvZOymNVKyBhmiJMqBdyPly8Y-UAxtrBAvR8m4aOOHa-OWr-k47nGvaYrr-a6Rc5h74Z9TCirzAsxTjtSNfL913S9M9R1iyqBnkQtNQm0tjN5PjcVxWTTK_t0lxMu0Tv7uSJmq-i2T5c9nhv2zTLM0OfLVvqy2nGMpw6H9r2ZOX6aOV4GDwmNA9609Cs8kwrlT6AuIf-xIadss3qv35zVXTGNoxZLbKA1R6kyUiKVVPy_PG0AQ0PGXjp0ZJlSqnaPzFCnl8XglG2kchBAVjfeUXtjYa2Tgb9471Qg5yw-p9cv04viSXuf4hLjNSJfsQMPzmcGlH0msMA9AZLk-Pmnd5SOR_LhIpDUqa96Mhfkthg604ixebQvAi8lZNy-Ftqhh3cPHVOudkF_O8-yoqkKkaRNJD-GlcLjbXAN_PgP4drQd_vK1ByPZtmXjviAZAK5OAvtF9mH9ZEk 224 97.81.197.215 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.4 Safari/605.1.15 https://www.bullcitytalent.com/contact-us/ March 20, 2024 2:39 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

GULAM MOHIUDDIN MOHAMMED mohammedmohiuddingulam@gmail.com 7817084897 Land my next gig in an exciting company . . . . Building my career as an independent consultant mohammedmohiuddingulam . 03AFcWeA7B_FWWHTdwgbziEl0fSHa8pKVgmEiQaLRKjYbz_w_6S-tXH-yu-uhng4CWEHU21QZSTjFAxUsvR-wueBzdvdJkR6067MwnJX4R3BKvHvSqbYz4yg-_FYTOA5ecaPmHOujmno5Pw4Ey2clhfX8HbNYVnLWKksAlaHfN8XbGUKSUS-vfJ52dps1KfD_bw1w5IAg5YjUYdY38WSpH1586FbH2upqo6Kr2YMjWwfjRVNL4mw_JRVobJMIB2-Lt3-XCIf6k5RxUc6IXB-rDOszLFAT7FoDBUYu4fqFqm0lollyC_mXb30SEtR4aFCX6SFNqdKfNQ_t2iX406h--wBSVVwxZFqz0AbLkWjNkEo86r0Z64kneImyDAKaV5qMDu153Qy2sHVfxpNGqDhCfGgPaW4evGWFWkwkHwoSohxgawSsq0uI7XhpBbuytS3UN9M8GWM6KU-giQop4f61MczXJAvE_zm6fTKwYwNvzz-eXMcNEt0vV9kaBkqg4scybOB3Aq1957bOwFyfVjq7zs4inLPohwtFsf7VRrx97USMpXY1PhKpGPMbtQixphofGKF81zEWrxABPrGfLZNfMXktWpnSSZuFpNmbY7H0yuPi1G9SOJ9XOkDpKoQaKZGaySUb4T_ZRctY0dNpuA09AeH43ZazS5ybxeKFiNmg0SKyGGwhJ7HiKoiplLtr3w0WrCn02iZTASOhqa_-2stlOeMouvCpAFjQLZRgobDFMzznn1sPalNUheYwsIkoDJzOjAKCpFcdsRf6q 185 106.213.10.80 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/109.0.0.0 Safari/537.36 https://www.bullcitytalent.com/join-community/ March 21, 2024 12:59 pm 1810 join-community Join Our Community https://www.bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP Business Technology Platform (BTP) is cloud-based platform offered by SAP that comprises of four technology collections: Database and Data Management, Application Development and Integration, Analytics, and Intelligent Technologies. As a part of Database and Data Management technology, SAP introduced SAP Datasphere as the next-generation SAP Data Warehouse Cloud. In this piece, we explore the key benefits of SAP Datasphere and how it can help organizations enhance internal data sets with external data to gain more meaningful insights and boost data connectivity and integration.

WHAT IS SAP DATASPHERE?

SAP Datasphere is a complete data service offered under SAP BTP, which permits all data experts to present unified and accessible admittance to enterprise analytical business data. SAP Datasphere, with built-in capabilities to create an open data ecosystem, allows organizations to create a data fabric architecture that can include SAP and non-SAP data no matter where the data resides. As such, data across the cloud or hybrid environment can be brought into SAP Datasphere and integrated with other open data platforms.

CAPABILITIES OF SAP DATASPHERE

SAP Datasphere has several capabilities that allow organizations to integrate and harness data, leveraging organizational wisdom to link data and metadata from SAP and non-SAP applications; this is crucial to ensuring that key decision-makers have access to the most current data. It also has a built-in analytical model with complex aggregations, business KPIs, business hierarchies, and more, making business modeling effortless. SAP Datasphere also has key capabilities in data governance – its catalog ensures data discovery, data management, and data governance through the lifecycle of the data. These features, and more, make SAP Datasphere an appealing platform for businesses looking to enhance their data connectivity and integration efforts.

KEY BENEFITS OF SAP DATASPHERE

With a powerful suite of capabilities, SAP Datasphere also offers several benefits like:

Universal connectivity: This solution offers a universal connector framework, ensuring seamless connectivity across a wide array of data sources and formats. Whether structured or unstructured data, on-premise or cloud-based, it provides a unified gateway to access and extract valuable information.
Scalability and flexibility: It seamlessly adapts to the evolving needs of organizations, handling large volumes of data without compromising efficiency or performance. Its flexible architecture also caters to various data integration requirements, making it an invaluable asset for growing enterprises.
Improved decision-making: By providing a consolidated and real-time view of data, this solution empowers organizations to make informed, data-backed decisions swiftly that can significantly impact a company's ability to respond to market changes and emerging trends effectively.
Enhanced operational efficiency: Streamlined data connectivity and integration reduce complexities within workflows. By automating processes and eliminating manual data handling, this solution enhances operational efficiency, allowing teams to focus on value-add activities.
Accelerated innovation: Access to integrated and comprehensive data fuels innovation, and with this solution, businesses gain the necessary foundation to explore new ideas and create innovative solutions.

FINAL THOUGHTS

SAP Datasphere serves as an all-encompassing solution facilitating robust data connectivity and integration. It's a powerful platform meticulously crafted to unify and harmonize data from disparate sources, enabling businesses to derive meaningful insights and propel innovation. To learn more about SAP Datasphere, contact BCTG today. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

With the advent of artificial intelligence (AI), recruitment processes have undergone a significant transformation. This technology has not only streamlined the hiring process but has also revolutionized the way organizations identify, attract, manage, and retain top talent. In this piece, we dive into the impact of AI on talent acquisition, including its benefits and potential challenges, as well as best practices for implementing AI for talent acquisition strategies.

The Role of AI in Talent Acquisition

One of the most significant advantages of integrating AI into talent acquisition is its ability to sift through vast pools of candidates quickly and efficiently. AI-powered algorithms can analyze résumés, cover letters, social media profiles, and online professional platforms to identify potential candidates whose skills and experiences match the job requirements. This not only saves time but also ensures that recruiters are presented with a diverse and relevant pool of candidates who are well-suited for the position. Along with enhanced candidate sourcing, AI leverages big data to make informed decisions in the hiring process. By analyzing historical data on successful hires, AI algorithms can identify patterns and traits that are indicative of a candidate's potential success in a role, minimizing the risk of biased decision-making and increasing the likelihood of selecting a good fit for the team.

Benefits of AI-Driven Talent Acquisition

Organizations can leverage AI for recruiting to realize a number of benefits, including:

Increased Efficiency and Productivity: By automating tasks such as résumé screening and initial candidate engagement, hiring managers can focus on more strategic aspects of talent acquisition like personal interaction.
Reduced Bias in Hiring: AI algorithms are designed to be impartial and objective as they evaluate candidates based on their qualifications and skills, rather than factors like gender, race, or age.
Cost-Effective Recruitment: Organizations can reduce the time-to-fill positions and minimize recruitment costs associated with sourcing and vetting candidates traditionally.
More Aligned Hires: AI can identify candidates with the highest likelihood of success in a particular role, ensuring that the candidate meets the business objectives that the role was intended to support.

Potential Challenges and Considerations

While the benefits of AI in talent acquisition are substantial, there are important considerations and potential challenges that organizations should be mindful of as they begin implementing new AI-enabled practices or processes.

It's crucial to ensure that AI-driven recruitment practices are used ethically and responsibly. This includes avoiding biases in algorithms, protecting candidate privacy, and being transparent about the use of AI in the hiring process.
AI algorithms require regular updates and fine-tuning to remain effective. Organizations must invest in ongoing training and development to ensure that their AI-driven recruitment processes stay up-to-date and aligned with their evolving needs.
While AI can streamline many aspects of talent acquisition, it's important not to lose the human element in the process. Building relationships with candidates, understanding their motivations, and evaluating cultural fit are all areas where human intuition and judgment remain invaluable.

Exploring AI for Talent Acquisition

The use of AI for talent acquisition represents a transformative shift in the way organizations can identify and hire top talent. By leveraging AI’s abilities, organizations can streamline recruitment and hiring processes, reduce biases, and ultimately build stronger, more diverse teams. However, it's essential to approach AI implementation with careful consideration, ensuring that it aligns with ethical standards and complements the skills and expertise of your hiring team. To continue the discussion, reach out to the BCTG team here.

Akhil Sai akhilsai.arvapalli410@gmail.com 9133265341 Finding a New Position SAP MDG 03AFcWeA4C5w9zCmnGbWnLzl46H46W9XMC5st9sJDIGY6Q3IxBQ6zypzoxC1pGmpOSEVi8KPygzjLAWahAdwYnGAHMQ5g_y-h5XEL88HjvJvrM6nvenKh94HdTtgzbq2KCasSwWtDx91qx7-mG7a3HUJ39z0DPbMKymKysxZIJ6GglJD7QRH4s_-KS12R1Ym31dj1A7tBfb3EzfDKLee7quE1LliYjnU5dqFYIbnuoCCwcniS_SN2eM5YtYzBzs_l4V2RgFAyL9ECHiM8iDsT19TFXYhqq4PLYMvkhcsc3CBQ3XEAu731Uxv0KJ56qJUlopphKpfwgO7rI9DCyig0XKXOlHvf266HcVBC-QtdPLcz5cedBkF4TvB5kPUZdKkBuJiZ4o4Aj-ry9-ncBHr540SPsKd9cyjf6j8xCoL9Fwi7lsU_Dl1YcgP9KYMey_PhcfgemmfsfldggsHVLuGdcwgREpeL7H1lCUNV_RvnONm2j_vEHaaHKZM1ha-hD7Q76-wShYNiBMv-VQF3Mu45yeODsLkNLLidH67_mZqhmWHbA5VIXNFbUyCudQlWmdqYwKgoGtM_NbQ-Wv5iEDCjVx7F2Gj4o8Sl5tOS2psXhOrshlt3hGd1g_S1goPQ6EoV0u89lhb7zPc3kQsGTgBMChfVDYGI-nWQVej0_FGyrTQmywVAWnfsPKy6vX7RvQq_tlw-UVeW4yxHaI57eUci9GFLHiDAowsNf3A 225 75.87.130.211 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ March 26, 2024 4:00 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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Among leading companies, staff augmentation serves as a common strategy for overcoming gaps on the IT team. These gaps could be driven by missing skills, limited capacity to complete mission-critical projects, or simply by lack of qualified resources to fill urgent full-time hiring needs. Today’s rapidly evolving digital landscape is creating a greater sense of urgency to leverage subject matter experts to help propel an organization’s IT transformation. As we continue into 2024, IT hiring managers are facing unique challenges and opportunities in sourcing, hiring, managing, and retaining top talent. At a recent ASUG (Americas’ SAP User Group) Carolinas Chapter meeting held at NC State University in Raleigh, NC, attendees discussed this very problem in a lively panel debate on the ‘war for talent.’ This article discusses the most pressing trends addressed by the panel and highlights examples and strategies for leveraging staff augmentation to win the war. As you transition into Q2 and navigate the challenges in finding resources for your project and support needs, consider these trends and ways to meet your needs with flexible staffing arrangements.

2024 Trends

#1: Remote Work & a Global Talent Pool

IT teams, like most, have witnessed a significant shift towards remote work, driven by technological advancements and changing workforce preferences. In 2024, remote work will still be the norm, enabling organizations to access a global talent pool and overcome geographical limitations in talent acquisition. In fact, data has found that remote jobs attract a 125% larger inbound candidate pool than non-remote jobs. Prior to the widespread adoption of cloud solutions and the pandemic era, staff augmentation was primarily delivered onsite – whether by local resources, or, more commonly, by traveling consultants. Now, most IT resources typically expect to work 100% remote or with limited travel to project sites. How do you resolve the need for firsthand, in-person exposure to business and functional challenges solved by IT solutions? This is not a new challenge and companies have invested heavily in technologies and business practices to overcome the challenges inherent to the remote working model. With a remote workplace, hiring managers are leveraging collaboration tools such as Slack and Microsoft Teams to facilitate seamless communication and collaboration among distributed teams, and cloud computing platforms like AWS and Google Cloud have further facilitated remote work by providing scalable infrastructure and access to critical resources. As a result, hiring managers can source augmented talent from anywhere in the world, leading to greater diversity and access to specialized skills.

#2: Soft Skills Over Degrees

In 2024, traditional qualifications are no longer the sole determinant of a tech candidate's suitability for a role. Instead, hiring managers are prioritizing candidates with relevant skills, practical (contextual) experience, and certifications over formal degrees. The number of job postings in the US that didn’t mention qualifications such as academic degrees or certifications has increased steadily over the past few years, and in September, the percentage reached 41.6%, up from 37% in November 2022. This increasing focus on skills-based hiring also allows organizations to tap into new candidate markets while simultaneously giving way to more opportunities for the “hidden workforce,” which represents 14-17% of U.S. workers, and includes retirees who want to work, caregivers who have increasing obligations at home, neurodiverse individuals, people with long-term health problems, ex-inmates, and people without degrees.

DOWNLOAD THE FULL 2024 STAFF AUGMENTATION TRENDS BELOW.

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Maharshi Padamatinti maharshipadamatinti@gmail.com +91 9491495812 Finding a New Position Hi Team, I am looking for Remote Position for Skill SAP MDG. Current Role: SAP MDG TECHNICAL LEAD CONSULTANT Professional Summary: Dynamic and results-oriented SAP MDG Consultant with around 5 years of experience specializing in SAP Master Data Governance (MDG). Demonstrated expertise in SAP MDG MM, BP, Finance, FI-AA, TDGA and WBS modules, with extensive exposure to 7 SAP MDG Implementation, Upgrade and Support projects. With extensive experience in SAP MDG spanning across diverse industries such as Chemical, Tobacco, Oil & Gas, Packaging, and Steel, I have successfully contributed to 8 MDG Greenfield Implementations, 2 Master Data Consolidation Implementations and 1 MDG Support. Additionally, I played a key role in upgrading MDG from version 1909 to 2023. Proficient in MDG data modeling, UI modeling, process modeling, and data replication, I have a track record of delivering practical solutions to complex business requirements. Skilled in leadership, requirement gathering, training, code review, and performance tuning, I collaborate effectively with crossfunctional teams to ensure the timely delivery of high-quality outcomes. I successfully integrated SAP MDG with Non-SAP System Cloudflow, further enhancing system capabilities and organizational efficiency. 03AFcWeA7wqkEZN-blasMUyrUjD9fGHvKuejQv2yJ1DVz3LOm2uhqJc1L8VOw8RdavKjBMtW-64HfXWAX_KTYcl8Jo-QAGfyaJvcGYZFE114WFrWqT0PPFEKECr3uYJEped66PDqWWWlB-5bzBgMmIi3N63DZDWHAjtqBIh6i_mYItpGUNlaxq-4d59EGt6gPSpvb7l2YPbjBCPJfivVZKNOzl9xABJOU7Y-KpJgzyNJkiZl28jIQm7ERa2JjysfoTdboA9_2vLhGTVEJkfsuzcEp1OXVBa5XWaahDKbS_pIPNrmbFk8ng7Jqd0DaY-IEqUOImIR7eAHrCU95TdTSMzVkFVOLIJP6Lwr8o-h83ZGp_ru3LHAqePjYhv4vow2wOa-AAmEjJRL8zyK9R5AGaN2U_y7odI6ULsc9YE-J7m3VfV9UrZ7tRo3zNF45raFdapBGreulpxtQb4TbnWn8m-AzCDsRwKDSQFre6ekjjYvX6gXVh3JSVhxuI3zpv0qOS08uOaJrgA1BpbJ7zJorqqA_0L9MCl5iyr8PA8-4_bxLohqnuo6x-pHBXbBckSu9kPd3L_WqHlz-HwTbv1zZtnsjKrFD1SyW6fkKm-_yKuxq8yma_qUUYpC3tI4hsAF2qpfXa03SwWMQjBq-Slg9pqVUMHiRKxhZ7BA47TEv2PmJG3IqCuhlSDkzJLbcO9kA99GEXATskBMp6LKFjQmU7GMv1tKqPjbYJNjqDtjMPCDSUCDNf3FuY0yQ 226 223.182.14.138 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 2, 2024 1:59 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Maharshi Padamatinti maharshipadamatinti@gmail.com +91 9491495812 Finding a New Position Hi Team, I am looking for Remote Position for Skill SAP MDG. Current Role: SAP MDG TECHNICAL LEAD CONSULTANT Professional Summary: Dynamic and results-oriented SAP MDG Consultant with around 5 years of experience specializing in SAP Master Data Governance (MDG). Demonstrated expertise in SAP MDG MM, BP, Finance, FI-AA, TDGA and WBS modules, with extensive exposure to 7 SAP MDG Implementation, Upgrade and Support projects. With extensive experience in SAP MDG spanning across diverse industries such as Chemical, Tobacco, Oil & Gas, Packaging, and Steel, I have successfully contributed to 8 MDG Greenfield Implementations, 2 Master Data Consolidation Implementations and 1 MDG Support. Additionally, I played a key role in upgrading MDG from version 1909 to 2023. Proficient in MDG data modeling, UI modeling, process modeling, and data replication, I have a track record of delivering practical solutions to complex business requirements. Skilled in leadership, requirement gathering, training, code review, and performance tuning, I collaborate effectively with crossfunctional teams to ensure the timely delivery of high-quality outcomes. I successfully integrated SAP MDG with Non-SAP System Cloudflow, further enhancing system capabilities and organizational efficiency. 03AFcWeA5a_uj7GuATOa-AwQSpdTT_7KdwR2nu29V89MxXe9o7A6XDltzUBI0yhFnfXyC16cVw9oTSpd9u5spm9P74ZF09abMNqivdHIUMfbL48ZfQpbrS3Nt3pz-IOF47qNLBu9mRjz7HlG27kEJt1bz8UkfuPWTleHCPy29OFZqeBqynk20YsOWQyX7d_hiJ96pW4YHoLtGpfaVUazcwsFycrt_kfJgbacmRuoAGnADwKx5P0_Fp1klWGNWZ50AgW83CXfDqW6cDfppA2JBQIYTaVTDajM8-xbhcA5VfNwcC4bIk_3AN81j6tNb7iOi3fEJ9zy5MKiXhwbWm_HHibRcNtblt47pkdMdQaSxdENoioNnhesu8Qfa9manr95J21yWD4_-Pe1PYo1oYw8ItAGyhaMRLGX9BWtYQcW0MkpvaotJW_la9OmhxL6mCuYbEPUgfMKDSO11ZJDyPxSvVADwDKuM9F6NUqLYrnxZs5FHLMIvSxX8l3i4i-PwiYD6Q_yTw0t0coOgxaIX9DpO_JEGxbK3Njty7Sy5EqBcNyj4ShrVotrPBxd55lakAvVuVrW3qEOSlHviJKAbraD6dsJIoFpo5G2jqhPfBydkiHbo9Arqur5-v_DbBlFNGysrF-N7Y2mOFYgpMSgKGC8vO-G9g-k4OHySyEpJ-cvI4DuE5f253hYp5MM6vyxoAZ0Oc3aUXp_vfVrNZMuSeZOoKtBf5L9Ak_gMtuBcrBXgTxtqTMn7E2ySsaRU-DAuCtWoY1ZtUuM_3-jyl 227 223.182.14.138 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 2, 2024 1:59 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Sumanth Nandeti sumanth.nandeti@gwu.edu 5714572041 Finding a New Position Hello Team, I am interested in SAP Fiori Consultant roles. Considering my 3+ years of experience in SAP Fiori development, I am enthusiastic about the opportunity to contribute to your team. I believe my background aligns well with the requirements of the position, particularly in terms of my expertise in SAP UI5/Fiori development and my passion for delivering high-quality software solutions. In my recent role as a Software Development Intern at AsInt, Inc. I had the privilege of working on a range of projects focused on SAP Fiori development. During my tenure, I collaborated with cross-functional teams to improve user experience by enhancing UI components with clean code practices and adhering to SAP Fiori design principles. Through my efforts, I successfully improved the user experience of multiple UI components, ensuring alignment with best practices in MVC application architecture. which provides detailed insights into my professional journey, technical skills, and accomplishments in the field of SAP Fiori development. Notably, I have: - Developed SAPUI5 applications following Fiori design principles and integrated SAP Gateway OData services, showcasing proficiency in technologies such as Fiori, OData, UI5, and S/4 HANA. - Deployed Multi-Target Application (MTA) applications to SAP BTP cockpit in a Cloud Foundry environment, ensuring seamless deployment and management of cloud-based applications. - Published technical blogs on the SAP Community platform, contributing insights and expertise to the broader SAP community. - I've been a member of two teams at my previous companies that were honored with SAP Innovation Awards. - Crafted SAP Fiori Launchpad using Theme Designer, creating a customized and branded user experience tailored specifically to client preferences and branding guidelines. My educational background includes a Master of Science in Computer Science from The George Washington University, where I maintained a GPA of 3.78/4.0. Furthermore, my work experience, including my current role as a Software Development Intern at AsInt, Inc., has provided me with hands-on experience in enhancing user experiences, developing RESTful APIs, developing UI5 apps, and deploying scalable microservices. Including my master's, I have 5 years of experience in SAP Fiori. I believe that I can bring 5+ years of experience to the role. I am particularly interested in this opportunity because it offers the chance to leverage my skills in SAP Fiori development while contributing to the innovative projects within your organization. I am confident that my technical expertise and passion for SAP technologies make me a strong candidate for this role. I would be extremely grateful if you could consider me for this position. Should you have any questions or require further information, please feel free to reach out to me at +1 (571)-457-2041 or via email at sumanth.nandeti@gwu.edu. Thank you for considering my application. I appreciate your time and assistance. Warm regards, Sumanth Nandeti +1 (571)-457-2041 sumanth.nandeti@gwu.edu LinkedIn: linkedin.com/in/sumanthnandeti Website: https://sumanthnandeti.vercel.app/ 03AFcWeA6SBxhqupH2Hu2UOt4QPJNklklESVH0ZRvIORCNjlWRGzatyzpP5VJ4NrCEbjYTB3O1iADgT4tEidGVUb4lmcDOuDbHATZqjreneb3dGv8XWwRvvfrySliK7ZLTnqoEFDe3M6faC2_0b0BoxSIpt7iU5w3TtiIiWTCCVB1vMDNHI1qrcVdZJcEWfUtHxstthD13Y4onnvpc8q8UOqOrIvz1VvO-1EfDfuTDyE7L1PemNHbBJRxZ8XX7jVrgPjOq7GL4tQ-Rd7F6fmvGvjGzWr38mSSoG3vLarc1cDUyPylBdx9mF-GUay9dVGcLY73shfnYwPhLStWz7CXfHN2A2_dc2u4zUoUhdKU_wMeRD3GceEQZXTtwZ9pFeSWek-0zIQsoNMFGet65aG7TSpRRkJB8PgF9VzE_oVIe5Myq6_VgeCJv_5R_7lNyx5eQIloD-5h9WDsg0MlAWrfArgedkT2goFJf5X3npw1ZPt6AoWrmlIAs5KPzQ7Y_05pA8UplkG2ICJDZoUOQ18uVdpLQK3SHLqgiukLWQxXLby5QZ4sjkHEOsNJbVnp0mhLhzEtX3-n3AwCHAYW3q8RN7UAjUaebTZnrvq2g-T3iSIU40fVS8GgYKaurCEp-jhphrFQUANzIpzgNyr_q2qwGvu89AYfOxe7LWd8CcT3Idai1pCjSOxrXpJt1ZU0f56EGCVcNEzeuN4nY 228 128.164.171.27 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 3, 2024 5:09 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Organizations continue to face ever-changing demands and challenges that require a flexible and agile workforce. Whether it's adapting to technological advancements, responding to market fluctuations, or navigating the complexities of a globalized economy, the need for a skilled and adaptable workforce has never been more critical. For businesses seeking assistance building a workforce that supports evolving needs, partnering with a staffing and recruiting firm may be the way to go. Below, we explore how staffing firms can help you find talent that can support your evolving needs.

The Changing Face of Work

The traditional 9-to-5 job model is gradually giving way to a more diverse and fluid work environment. With the rise of remote and hybrid work, gig economy, and project-based engagements, businesses are rethinking their staffing strategies. This shift demands a workforce that can swiftly adapt to new roles and project requirements. Staffing and recruiting firms excel in understanding these shifting dynamics. They specialize in identifying and connecting organizations with the right talent, equipped with the skills and mindset required to thrive in this changing landscape. Whether you need in-person or remote talent or a full-time or contract worker, these firms act as strategic partners, helping businesses build a workforce that aligns with their goals and can swiftly respond to emerging challenges.

How Staffing Firms Can Help

Specialized Expertise

One of the key advantages of partnering with staffing and recruiting firms is their specialized expertise. These firms invest time and resources in understanding industry trends, emerging technologies, and the specific qualifications, certifications, and skill sets required for various roles. This in-depth industry knowledge allows them to source and present candidates who not only have the necessary qualifications but also possess a nuanced understanding of the industry. For businesses with evolving needs, tapping into this specialized expertise can be a game-changer. Whether it's navigating regulatory changes or identifying talent for niche roles, staffing and recruiting firms have the network and insights to streamline the hiring process.

Rapid Response to Market Changes

Market dynamics are unpredictable, and businesses need to be agile to stay ahead of the curve. A recent survey found that nearly three-fourths (72%) of respondents are outsourcing managed IT services, and staffing and recruiting firms are a valuable resource for organizations looking to scale up or down quickly in response to market changes. Whether it's a sudden surge in demand or a need to downsize, these firms offer a pool of pre-vetted candidates ready to step into roles at short notice. This rapid response capability is particularly crucial in industries where time-to-market is a competitive advantage. Staffing firms can significantly reduce the time and effort spent on recruitment, allowing businesses to seize opportunities and navigate challenges more swiftly and efficiently.

Access to a Diverse Talent Pool

Diversity and inclusion are essential components of a successful and innovative workforce. Staffing and recruiting firms actively work towards building diverse talent pools, ensuring that organizations have access to a wide range of candidates from different backgrounds and perspectives. In an era where diversity is increasingly recognized as a driver of creativity, leveraging the expertise of staffing firms becomes invaluable. These firms can help organizations build teams that reflect the diversity of their customer base and bring a variety of skills, lived experiences, and insights to the table.

Cost-Effective Solutions

Managing the entire recruitment process in-house can be resource-intensive, especially for small- and mid-sized enterprises. Staffing and recruiting firms offer a cost-effective alternative by taking on various aspects of the hiring process, from initial candidate sourcing to onboarding. By outsourcing certain recruitment functions, businesses can focus their internal resources on core operations and strategic initiatives. This not only reduces costs but also allows organizations to tap into the expertise and efficiency of dedicated recruitment professionals.

Mitigating Talent Shortages

Certain industries face acute talent shortages, whether due to rapid technological advancements or demographic shifts. Staffing and recruiting firms actively address these challenges by proactively identifying and engaging with potential candidates. They also play a crucial role in talent pipelining, helping businesses build relationships with high-potential candidates even before a position becomes vacant. For organizations grappling with skill shortages or looking to future-proof their workforce, partnering with staffing firms provides a strategic advantage. These firms can assist in developing talent acquisition strategies that align with industry trends and ensure a steady pipeline of qualified candidates no matter the landscape. No matter the current talent landscape, staffing firms ensure that your business has its necessary roles filled.

Navigating the Gig Economy

The gig economy has transformed the way people work, and businesses are increasingly incorporating contractors and temporary workers into their workforce. Staffing and recruiting firms are well-equipped to navigate the complexities of the gig economy, matching organizations with skilled professionals seeking flexible arrangements. Whether it's short-term projects, seasonal demands, or specialized skills for specific tasks, staffing firms streamline the process of recruiting and hiring these gig workers. This flexibility allows businesses to scale their workforce up or down based on project requirements without the long-term commitments associated with traditional hiring.

Building Long-Term Partnerships

Beyond immediate hiring needs, staffing and recruiting firms focus on building long-term partnerships with their clients. By understanding the unique culture, values, goals, and evolving needs of an organization, these firms can contribute to building a workforce that aligns with the company's vision. Long-term partnerships with staffing firms enable businesses to adapt to evolving market conditions with agility. The firms become an extension of the organization's HR department, providing strategic insights and ongoing support to ensure the workforce remains aligned with the company's overarching objectives.

Final Thoughts

In a landscape marked by uncertainty and rapid change, staffing and recruiting firms play a vital role in supporting organizations' evolving needs. From providing specialized expertise and rapid response capabilities to addressing talent shortages and navigating the gig economy, these firms offer comprehensive solutions to the challenges of workforce management. As businesses continue to evolve, staffing and recruiting firms will remain an instrumental resource. Set your workforce up for success and get in touch with our staffing and recruiting experts here.

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Surya suryasekareie@gmail.com 919500287361 Finding a New Position I am looking for SAP MDM/MDG remote jobs from India 03AFcWeA6yh_ESOEqgr0aEZKiFW8GpzF6qqvrncPZYOQpl7cyXaha_PIO0xqs43-MEN3E3NWmhJMvGTFC1qjRWrnluyqLn9WmyT8jgz1r02yXYBI5c12IAR5jndipxaN7kinUsYAVkln16XHKE6vQVkhVfjW3RxKJu9Yamyst-gxP6yAqbb8vpqrF6_6uyjGWGeYkrUa4PNkIGXbAecLrEQKmN2h8Ibu0KhRnBZ3pupCHqXEEZuwqeTdWNW2l7Tza1rLFuTdxp43PZxeBiOymYe06aCLQ66tsN3ndTrUwygfaFW99L5zhrGnNmKYvaiANwGdNJSL45WjmKC6qXZXcglDvVP-RoB1QLGJdRxZg1tDV_0s0OlvnW0jS29RkKa0A8TXHZfDU-VujZ4FjTrjbxXTeil5F6LppepJnGP8vOWO2V7YppD9cycNVXDxBYvEfBAPidnlOXTNPGU1CARaZ0m2TOFFfsUnFzeaqRd6XsFqaNBqBIJjEI5o03G24qLn6mTYQakBJOTkUPIxqbGnEhQvTd37p1k8SMKt0TPwO1peUkuovJAX8b5KsqENcFCHKfrL17ZUqzRykwUuXE9oGA0AR3WR_2WkOEu-xHDUx6XxnCA14JgPKm1nPcDMbg-TP-DQvBi7_Qt0c41AZvel8ogMxkUwXm9tqKTtI2U5x7_FRJUkPX1icjBD2nOoftFdF9_51ceTKYvyLg3qtQWtXjmwO57TIis8qMxw 229 49.43.242.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.29.3933 https://www.bullcitytalent.com/contact-us/ April 5, 2024 4:59 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Surya suryasekareie@gmail.com 919500287361 Finding a New Position I am looking for SAP MDM/MDG remote jobs from India 03AFcWeA4P7t53I7V8BqtgmgEUG66tbMWgnbvyhZRv-pWzwTDpIYQ0yJ4Bu5pK14SqtwME0AqxxCXEhlQUNEVKiWk4SONJFi2mYc1zB-NOV_BbYYRyYWY6yxU07leRc5zGUxfCWwOIZh8SaRXmElJM36QUkS4MMMe61DTgbzKLFBRL4cWl9oqlkKMPV3xgBhtkz0XeV-PB_pvRgQoxjzj-DJelS7RunBjpeC-cHEdN5mMAG4ggBN_RIFKluE7i4ERt4S8lrAjeG4vMDdkXLJldl-bwsaLfI7otvh_mR_IclcCpFBs3L9rCaI6TjhwIzM4H1tu6QpLyQAMwHbaRPPxlGrU2ZDMImxW2-hLALP1urCGs3cohXQuvXS4oTqizOmarAdL7nwFs-qXdj-lTvy82sReT9IYfUHMSWritmjjEyskJ2CFC8qvH4RczETdlxx13GEVeNBQ-UKekQF4nMYHFOyUfG717mk3f9XgtuVv5YZaU6c79-v8RyIcT8eGaTf8CLuqeMYseC_hfB1GnKcNGYNrL05I-pqb1Ffpa1lxJpi7u9_NPwv8Z3wFadIFQO1CT-kzBJ4rnCE_eTMa1rTKVk2PlGq27JBCdscR8xGIWoyBsh7y-xN1RMdgUAxBUeqlVtImdNPdCD4D3_dnTTUTIrrfpPciKWKMTZ4OqHEOtrkGActgTbdjMhNXHsbV0kk_82krw_7sr9zUQgDm28l1g8BdWGbwO0g7PtqZkstYXnMPIKGrlSWopgZc 230 49.43.242.24 Mozilla/5.0 (iPhone; CPU iPhone OS 17_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.29.3933 https://www.bullcitytalent.com/contact-us/ April 5, 2024 4:59 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

The IT industry faced various economic pressures throughout 2023. Uncertainty with regards to market conditions has led many companies to change hiring strategies, product lineups, and other capital projects. As a result, hiring managers and those looking to start a career in IT have dealt with difficulty and may not be out of the tunnel yet. 2023 also saw a boom in AI technologies and services, which has had trickle-down effects on AI subsectors like machine learning, natural language processing, and robotics. Whether this will lead to a bloated tech bubble is yet to be seen, but for now, many companies are entering the space. In this eBook, we explore an overview of the 2024 IT industry as well as key trends to be aware of.

Industry Overview

A recent survey found that more than 50% of CIOs expect IT budgets to increase in 2024, as opposed to 33% in 2023. With a smaller labor supply, however, it’s more difficult for firms to fill IT jobs. Consequently, less complex IT roles like data processing and forecasting are becoming more automated. The rise in generative AI and machine learning has especially contributed to firms building out significant automated systems. Internal IT divisions are also shifting their priority to modernization. This means a buildout of new enterprise resource planning (ERP) and customer relationship management (CRM) software. Organizations are finding it vital to keep pace with competition through digital transformations. High inflation in 2023 does, however, put a dent in spending on non-critical areas of the industry this year. Spending on new devices, for example, is expected to decline as companies wait longer to update. This may be indicative of a change in mindset from pandemic device spending in which firms splurged to bolster remote work. Finally, labor supply continues to clash with demand as hiring managers struggle to fill roles. Positions with the most growth include cybersecurity, web developers, and cloud engineers. Emerging sectors like AI are also eager for talent as the market is projected to reach a valuation of over $400 billion by 2027. Firms may be forced to offer additional incentives like increased remote work to capture the best talent.

DOWNLOAD THE FULL 2024 IT INDUSTRY SNAPSHOT BELOW.

[wpforms id="26519"] Contributions from Jake Park-Walters

As we move further into 2024, the world of technology continues to evolve at an unprecedented pace. To stay competitive, companies need to invest not only in cutting-edge technology but also in skilled professionals who can harness its potential. Below, we detail how strategic tech staffing and training initiatives can be the key to unlocking your company's full potential in 2024.

The Tech Talent Gap

The demand for skilled tech professionals has never been higher. From software developers to data scientists, companies across industries are vying for the same pool of talent. This intense competition can lead to challenges in recruiting and retaining top-notch tech talent. However, this shouldn't be viewed as a deterrent, but rather as an opportunity to invest in strategic staffing and training solutions.

Finding the Right Fit

The first step is identifying and hiring the right talent. This involves more than just matching skills to job descriptions; it requires a deep understanding of your company's unique culture, values, and long-term objectives.

Define Clear Job Roles and Expectations

Clearly outline the roles and responsibilities for each tech position to ensure that both the hiring team and potential candidates have a comprehensive understanding of what is expected for the specific position.

Leverage Technology for Recruitment

Implement AI-powered tools and platforms to streamline the recruitment process. These technologies can help identify top candidates and assess their skills in a more efficient manner, saving time and money along the way.

Emphasize Soft Skills

While technical proficiency is crucial, don't underestimate the importance of soft skills, such as communication and teamwork. These qualities contribute to a positive work environment and can ultimately foster greater innovation among the team.

Promote Diversity and Inclusion

A diverse workforce brings a wide range of perspectives and ideas, which can be invaluable in problem-solving and creativity. Make diversity a priority in your hiring process, particularly as more and more candidates are seeking out employers who value diversity, equity, and inclusion within their organizations.

Cultivating Continuous Growth

Once you’ve assembled your team, the next critical step is to invest in their ongoing development. The technology landscape is ever-changing, and ensuring your team has the latest skills and knowledge is imperative. It can also serve as a retention tool, demonstrating to your employees that you value their growth and development.

Tailor Learning Paths

Recognize that each member of your team has unique strengths and areas for improvement. Develop personalized learning paths that align with individual goals as well as the company's overall objectives.

Utilize Blended Learning Approaches

Combine traditional classroom-style training with online courses and hands-on projects. This multi-faceted approach ensures that employees receive well-rounded training and have the skills and experience necessary to tackle any future challenge or project.

Stay On Top of Industry Trends

The IT industry is constantly evolving. As such, ensure that your training and professional development curriculums are regularly updated to reflect the latest industry trends and emerging technologies to keep your team on the cutting edge of innovation.

Encourage Certifications and Specializations

Certifications from reputable organizations validate the expertise of your team members and can be a valuable asset when competing for projects and contracts. As such, incentivize training, if possible, or provide flexible arrangements for employees seeking additional certifications or specializations.

Foster a Culture of Learning

Encourage a mindset of continuous learning and improvement within your organization, and provide resources and opportunities for employees to explore new technologies. This not only helps employees expand their skillsets, but it also encourages them to stay engaged as well.

Measuring Success

To gauge the effectiveness of your tech staffing and training initiatives, it's essential to establish and track key performance indicators (KPIs). These metrics will provide valuable insights into the impact on your company's overall performance and growth. Some relevant KPIs include:

Time-to-Hire: Measure the time it takes to fill vacant tech positions. A shorter time-to-hire indicates an efficient recruitment process.
Employee Retention Rate: Monitor how long tech professionals stay with your company. A high retention rate signifies job satisfaction and a positive work environment.
Project Success Rate: Evaluate the success rate of projects completed by your technical team. This reflects the impact of your training efforts on the company's overall performance.

Tech Staffing with BCTG

In 2024, the path to success in the tech industry lies in strategic tech staffing and training. By investing in the right talent and providing continuous learning opportunities, you can unlock the full potential of your team and position your company for sustained growth and innovation. As your trusted staffing and recruiting firm, BCTG is here to support you on this journey. To learn more about working with BCTG for your staffing needs, get in touch here.

Mid-size consulting firms often find themselves in a delicate balancing act as they strive to grow their client base and expand service offerings while maintaining operational efficiency and managing costs effectively. Staffing partnerships, when strategically chosen and managed, can be a valuable asset for mid-size consulting firms as they offer flexible and scalable access to specialized talent, enabling firms to meet client demands and navigate market fluctuations. However, assessing the value of these partnerships requires a comprehensive understanding of the firm's needs and goals and the potential benefits and drawbacks of such collaborations. Below, we explore how your organization can best assess the value of staffing partnerships for mid-size consulting firms.

Understanding the Needs and Goals of Your Firm

Before diving into assessing staffing partnerships, it's essential to have a clear understanding of your consulting firm's needs and goals. Consider the following questions:

What are the firm’s current and future project requirements?

Understanding the types of projects your firm undertakes and their scope will help determine the skills and expertise you need from staffing partners.

Is the firm looking to expand into new markets or service areas?

If so, partnering with firms that have experience or expertise in those areas can accelerate your growth, and even if not, it is still extremely beneficial to partner with a firm to build out talent in your firm’s current area of expertise.

What are the budgetary constraints?

Balancing cost-effectiveness with quality is crucial, especially for mid-size firms with limited resources in today’s economic landscape.

Does the firm have any specific timelines or deadlines to meet?

Flexibility and responsiveness from staffing partners can be critical in meeting project deadlines.

Are there any regulatory or compliance requirements in our industry?

Ensuring that your staffing partners adhere to these regulations is essential to avoid legal issues. Asking these questions before moving forward with a staffing partnership can help provide insight into the exact needs of your firm and help give you a clearer picture of what you need from a partner.

Identifying Potential Staffing Partners

Once you have a clear understanding of your firm's needs and goals, the next step is to identify potential staffing partners. Here are some key factors to consider:

Reputation and Track Record

Thoroughly evaluate the reputation and track record of staffing firms under consideration. In fact, a recent CIO survey found that 79% of respondents view case studies and demonstrated success as important criteria when selecting an outsourcing or managed services partner. As such, it is best to seek out those with a proven history of success within your industry or niche. Valuable insights can be gleaned from client testimonials and case studies, offering a glimpse into their past performances and capabilities.

Specialization and Expertise

Prioritize firms that exhibit a specialization or possess expertise relevant to your industry or the specific services you require. After all, the same CIO survey found that 79% of respondents also view technology and industry expertise as important considerations. Considering a firm's specialization and expertise ensures that they possess the requisite skills and knowledge necessary to effectively contribute to your projects, enhancing the likelihood of successful outcomes.

Flexibility and Scalability

With 81% of survey respondents acknowledging resource availability as a key criterion, opt for partners capable of adapting and scaling their services in accordance with your fluctuating needs. Whether you require a modest augmentation of resources or the assembly of a sizable team for a particular project, partnering with firms capable of accommodating such variations ensures seamless collaboration and project execution.

Cost-Effectiveness

While cost remains a significant consideration - with over 70% of respondents noting total cost and pricing as important - it should not overshadow other crucial factors, so seek out partners who offer competitive rates without compromising on quality. Striking the right balance between cost-effectiveness and service excellence is paramount for long-term partnership viability.

Compatibility

As 70% of CIO survey respondents highlighted cultural alignment as important, remember to evaluate the compatibility between your firm and potential staffing partners by assessing their cultural alignment, including factors such as working styles and communication preferences. A partnership built on shared values and effective communication lays the groundwork for mutual success.

Evaluating the Benefits of Staffing Partnerships

Staffing partnerships can offer several benefits to mid-size consulting firms, including:

Partnering with firms that specialize in niche areas allows you to access specialized talent that may not be available in-house.
Staffing partners can help you scale your team up or down quickly in response to project demands, enabling you to maintain operational efficiency.
Outsourcing certain tasks to staffing partners can be more cost-effective than hiring full-time employees, especially for short-term projects.
By offloading certain tasks to staffing partners, your firm can focus on its core competencies, driving growth and innovation.
Staffing partnerships can help mitigate risks associated with hiring, such as employee turnover or skill gaps.

Assessing the Drawbacks and Risks

While staffing partnerships present various advantages, they also entail certain drawbacks and risks that warrant consideration. For example, excessive reliance on staffing partners may result in dependency issues which could potentially undermine autonomy and flexibility. Additionally, sharing sensitive information with staffing partners carries inherent security risks, necessitating stringent confidentiality agreements and safeguards. Maintaining the desired level of work quality from staffing partners can also prove challenging, particularly when their practices and standards diverge from those of your firm. Disparities in work culture and communication styles between your firm and staffing partners may also give rise to misunderstandings and operational inefficiencies, further highlighting the importance of effective collaboration and alignment.

Implementing a Successful Staffing Partnership Strategy

To maximize the value of staffing partnerships, implementing several key strategies is essential. Firstly, establish clear and open communication channels with your staffing partners to ensure alignment with project goals and expectations. From there, maintain regular performance monitoring against predefined metrics to uphold quality and efficiency, and cultivate a feedback loop where constructive criticism aids in their improvement and better alignment with your needs. Additionally, fostering a culture of continuous improvement within both your firm and the staffing partners can drive innovation and efficiency. Assessing the value of staffing partnerships for mid-size consulting firms requires a holistic approach. By carefully evaluating the factors outlined above and implementing a strategic partnership strategy, mid-size consulting firms can leverage staffing partnerships to drive growth and operational excellence. To learn about working with BCTG for your staffing needs, contact the team here.

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Anjani Patel anjanipatel2206@gmail.com 0404777944 Finding a New Position Hi, I am Anjani Patel and I have 6.5 Years of experience in SAP ABAP. I am looking for a job in Melbourne Australia or remote work. Let me know if you have any opportunities. Thanks. 03AFcWeA7SCci2-MwVks0I2aHxmuDjiCe0ywumf7wUJdJhQ8rlTpKGJ27dmjTIxgq-WuuKiDnOz-F5dT6iGtk0UsKDsv2WxLRp6IMH1Mwebc_WrR_nu0ew08HvCPj1ggi0nq8GCgfvZV7rYLkRHk8weEoA_WU5QVfrATxCyMBjwEPl7BM5kZsnlW4ihoUucSIFaSe1nYN4vSlGtWq9Hjg7arWQ2LYzJJEoXGJpc6rVit9n_J7201SJwISh6MxBP3_BtbEZ3dboJ0rOLoVZpINNleFswrBAu9Nk72gcLWSoXOpeRxzSDhVukYgk0_7i18cnHLxcoJxnrjNtH4LU6IyhtbsHJp3sc6sbKJpWP-vzDLP-pS_89GNJd1awYQNLpRzdnbhSQajNG2DSM7hXt-0VU-Yjggv7yqMMUinFyM30zT8F_pDJgXIA90S4shqEJmoTLdbeP3juhQvcj9gGlyjPMx_03VEhJxHFMRe0NEd1WYErqvXnG7DHErG0Y98Xw7JxDvYzCv5D3v1q4WFFNxuY4Pk88x7zqhbh55HaVPdSUezIcDACgiKBnpTCTd_M48LZH95nuhU44TAIPCA5isuy-hy4t71V19Zgjbyncz2RGyuBzeUM3sbnzF6HsdFdrDoKu7YkZzPkHU3I3k7rq9wfupBCo7UQbKPMZeCgTl0YXdu4TZXGricfRao 232 61.68.95.79 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 10, 2024 2:50 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Anjani Patel anjanipatel2206@gmail.com 0404777944 Finding a New Position Hi, I am Anjani Patel and I have 6.5 Years of experience in SAP ABAP. I am looking for a job in Melbourne Australia or remote work. Let me know if you have any opportunities. Thanks. 03AFcWeA5q2QoaIjPFEsnPNib7QoA430pwiNtWQv0EpUWQzY7NwL0xLYAbL0AlbFt3Yev1bj1lQ8psH0kwvFFVIneDn-tCbz23_eEIeiBy_rpicCEp1dTXuucwh83nVmLwAwEpNN4QoVUNopiL1J10QslVctxe2sfpx2sCPvuxrzE_50KDyASuJ0HZwMVjw2kcgTRkW7FH_mb2VCvr8FK82H6IXiPtkNC_bihggyT4Vj5RUKEgDCsgv2_QW9R711zpKrO6ExJuRnM_PT77msL9m07e8X2aAXQR7IiCH8ZGWnIJkNKmuuEaaTzB44tr3yYlopU8hkJA0zgh8tMHHwxD1V13lkXeZ2hB7jX6NvaCJdz-8Mj-BPfopdyVnW2Yv5mQbP3eoyjbsNXNVEAUznb5GHpF2u5epPp8IBovNlnAtb9ni1R6ETTe4UCQKvz7PMgBNBwYMTLfadmnKXj9u_VXfFSs6nKhpzCOu0A7zsq5FnBwndlT0hsxgndakonjkvnDu2HZlgRe1C46ihdReNDo3ZBote9tsQyovzybo5gypDD2FdOtqcdY1urTwYJDS4lG1jQ7848QCeKAWHB3rMUU8XB6xuzh8cRyhdJgKaq8W3D2aDE6Gk9gcUjApDZIGJaiyWZwOniXzSM59c4Rj0ULovDa06mG6ipAT6OcqiUsO6O9Ga5Z2vq-1Xk 233 61.68.95.79 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 10, 2024 3:01 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

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DeMorio Melvin demorio.melvin@gmail.com 9196857889 Other Looking for an opportunity to connect with other consultants and like minded creatives in the industry. I am a Durham native, currently working with a few orgs including Human Relations commission on Durham Council, would love to connect with someone and share! Thanks! 03AFcWeA6mkaKjgxL-7d-6oingz7DGsON0HKsoPTic-6aG8Yc1CqHWM44k-pnCCYj8xK_s1BAWq0zowd6JGFiQXBxDgcXA2APylL2i-0GFFlEgojcfzd_y0r5yNMsrnhNpjN-ejoM6bgaSOUemz27eC91p4bY_wJA56ftjIQAT6d2eMIjpw8M6NQ2EEfksIYM-bsH9hzKXbkfmy-0DD6cpAanvWWmymHwL6NexWYKoeqqROjmBtjcu-1frnq3_Fb2zz2aiapuyMcmRQYFOmMp5XODjgi-CGFsItclgFej-vg-HGYssgx2cL9wtZLch_b-uM_UBOfeIOTN0PFAWhYneCrKwfs9RS0cMJlgnq9EJJqyMkfKRyZKmQSMQmPFOFJpXW_aE0-58SX3o30IeAmJGg0ZnnDNMZclzQ8Ef_6YWmC8oQRJ2I5Tw8qGh77_-S1rtV7Fv-X1Aec_0cQNHTbEUfhQ-Ek1dpkmDkypg9yO0u63EV24InN7R41NvKGV5Ge5oZw6FK2ifI6egdVJpizsZIB5tlrbD1JRO2kYs26KBvXmqNHEghbPBOhR8gYsTMEMT2dkHnbJQEs__WWn1qDn79n6yFAsQm9FnivpE10DM9y6jWGMkHMyf4CARzwh0m3jG2JwQJNPjLeuxSLqXJmi8SZvtpXhYwFyDT6h3ctinA7yu1KH3q4NJCJI 237 76.49.77.68 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 14, 2024 10:56 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

DeMorio Melvin demorio.melvin@gmail.com 9196857889 Other Looking for an opportunity to connect with other consultants and like minded creatives in the industry. I am a Durham native, currently working with a few orgs including Human Relations commission on Durham Council, would love to connect with someone and share! Thanks! 03AFcWeA7aeX401rx-zAm22YiAFgBgoD-Gd3UBneVfwr7HzTP_wneYD1DEKnHKKUlMHwPFpormtu66jAJtcZ-yehn7a9-wqnyZEkvi2J81el_IoqaVhJ9G2AAmK64Q87HMVl7cqFP26mXZa9adr0GyGFO5ZQOKUAeonSielY8HpLg-PJxk-9kkvmFKy7IopB5i1w-zA8o9SKijPVoJzI8etBgqF7fhJ2-1T2SnWyGqN6c5EPydXbAKxQAY490ftNUqB8FEEi_fKhdxvW6U-1yWi2H2sD0vsriQAW7uLFY3Qe4TzLLq-6VaX3HoXGWF3qVVvYB9fpc8W8uPfLrVjeTNo3gIwQ2O2stELFM0MQgKTZnW-Tz_fprp7_RaURtyUlxYUnhnmjxmO-aFc82GMnSDF6YEDLCHV-qAIk8ix3I2RrXemmwLe_-fdQspmSZZcCQj5NuKvhB1XtoyXQqGMDDbpd6CZ7UMFabfuxDzhk-g7wQNKS_qlXflnrE5SUpZi-mM1WE1D-2taJtm4mNdqtCMOPYtNfyaZcJYKgvbOAyQ1dfGtVM2MczffVQRQ76QRtjqcpS73D7dDSW7QOvlIcci8s9cPd98YA6KHx_UD09BDqfip6u6R9T0aQNgh_9I9Z0uBzHTk3QrwGZ5ky7SSnJrANr3VGbBDFsExS5sHzb126ixZRlqkjcUWJ8oMH4eTIk4TfOfRQdjHIgr 238 76.49.77.68 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/123.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 14, 2024 10:58 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

In today's competitive landscape, where every candidate interaction and touchpoint counts, businesses are constantly seeking ways to enhance their brand reputation. One often overlooked yet powerful strategy is leveraging staffing agencies. These agencies play a pivotal role in not only filling immediate hiring needs but also in shaping a business’s image and reputation in the long term. In this piece, we dive into how staffing agencies can help in building a strong employer brand.

Ways Staffing Firms Can Help in Building a Strong Employer Brand

Access to Top Talent

Staffing agencies specialize in connecting businesses with top-tier talent. By partnering with a reputable agency, your business gains access to a pool of qualified candidates who have been thoroughly vetted and assessed for their skills, experience, and expertise, as well as cultural fit. This ensures that every individual brought on board possesses the capabilities to contribute positively to your business’ success and overall brand reputation.

Streamlined Recruitment Processes

Recruitment can be time-consuming and resource intensive. Staffing agencies streamline this process by handling everything from sourcing and screening candidates to conducting interviews and facilitating the hiring process. This efficiency not only saves your business valuable time and resources, allowing you to strengthen your reputation as a brand who fills vacancies promptly and minimizes disruptions to operations.

Expertise in Employer Branding

Staffing agencies understand the importance of employer branding in attracting top talent. They work closely with your business to highlight its unique value proposition and company culture, effectively positioning it as an employer of choice within the industry. This helps attract high-caliber candidates who are not only qualified but also aligned with your brand's values and vision.

Flexibility and Scalability

Staffing agencies offer flexibility by providing access to temporary, contract, or permanent staff based on your business’s evolving needs. Whether you require additional support during peak seasons or specialized expertise for specific projects, staffing agencies ensure that your workforce remains scalable and adaptable to changing demands.

Mitigation of Risks and Liabilities

Employment laws and regulations are constantly evolving, posing significant risks and liabilities for businesses. Staffing agencies assume much of this burden by ensuring compliance with legal requirements, including payroll taxes and benefits. This mitigates the risk of potential legal issues or financial penalties, safeguarding your brand reputation and financial stability.

Enhanced Candidate Experience

The candidate experience can significantly impact your business’s reputation, regardless of whether individuals are ultimately hired or not. Staffing agencies prioritize delivering a positive candidate experience by providing timely communication, valuable feedback, transparency, and professional support throughout the recruitment process. Even unsuccessful candidates are left with a favorable impression of your business and brand, contributing to a positive reputation within the talent pool.

Quality Assurance and Continuous Improvement

Reputable staffing agencies are committed to delivering excellence in service. They continuously monitor and evaluate their performance, seeking feedback from both clients and candidates to identify areas for improvement. By partnering with such agencies, your brand benefits from a culture of quality assurance and continuous improvement, ensuring that recruitment processes are refined and optimized over time.

Strategic Partnerships

Successful branding is not just about the present moment but also about building sustainable relationships for long-term success. Staffing agencies serve as strategic partners in this endeavor, aligning their efforts with your business objectives and growth trajectory. By fostering a collaborative partnership, both parties work towards achieving mutual success, further enhancing your brand's reputation in the market.

Partnering with BCTG

In a competitive business landscape where reputation is paramount, leveraging staffing agencies can significantly enhance your business’ standing and success. From accessing top talent and streamlining recruitment processes to mitigating risks and fostering positive candidate experiences, the benefits are manifold. By forging strategic partnerships with reputable agencies, your business can effectively position itself as an employer of choice, attracting and retaining top talent while bolstering its brand and reputation within the industry. To learn more about how BCTG can help build your employer brand, get in touch with our staffing experts.

In today’s ever evolving technology landscape, the demand for experts, such as tech consultants, will continue to grow. Tech consultants work for clients on various systems or projects to improve the client’s technological setup. However, clients are always looking for tech consultants with new, topical skills that can navigate present-day changes and expectations. We’ve outlined some of the most in-demand skills for tech consultants in 2024 below.

6 Must-Have & In-Demand Tech Skills

Artificial Intelligence (AI)

One of the skills at the top of the tech consulting market is the ability to understand and leverage AI to improve efficiency and boost automation. Consultants looking to stand out in this field should understand algorithms and data structures and have sufficient knowledge of programming languages like Python or R. AI technology can be a key differentiator for the competitive advantage of a company, so being able to provide and explain tailored, automated solutions to clients will stand out in the tech market.

Cloud Computing

Cloud computing has boomed in popularity due to the cost efficiency, accessibility, and convenience that it provides to businesses. Having experience with various cloud platforms, such as Amazon Web Services, can be an incredibly valuable skill in today’s tech consultant field. Consultants with the ability to make a client’s digital cloud transformation possible will be in high demand.

Cybersecurity

Companies are often at risk of a cyberattack in today’s digital landscape, so there is a growing demand for tech professionals who can safeguard business information. Having experience with cybersecurity can open numerous job opportunities as companies push to improve their safety and information security. Obtaining a certificate in cybersecurity can be an effective way to illustrate your grasp of the field and provide a credential boost when searching for positions or projects.

Robotic Process Automation (RPA)

RPA is technology that makes automated software robots that can emulate human actions. Companies that are looking to boost their efficiency and free up staff for more complex tasks are increasingly utilizing RPA to automate their workflow. Tech consultants that are skilled in RPA and can make automation a reality for a client will stand out in the job market.

Data Science and Analytics

In our digital world, companies are establishing more methods to easily gather customer and product information. The increasing amount of collected data translates to a growing demand for tech consultants who can interpret this data into results. Having the ability to manage and analyze data allows companies to make better, data-driven decisions which can translate to greater profits and customer satisfaction.

User Experience (UX)

UX design is the process of making software more accessible and user-friendly. As companies incorporate technology into their structures in tandem with the evolving digital landscape, there is a growing demand for tech consultants that can make the operation understandable. Mastering UX will improve software functions and create an easier experience for the client, making your services more appealing.

Final Thoughts

In the dynamic world of technology, tech consultants must adapt and learn new skills to stay at the forefront of the job market. From understanding AI to being able to create user-friendly platforms, staying on top of the in-demand skills for 2024 can provide you with a significant advantage. These skills are only some of the examples of expertise that tech consultants will be pushing towards. To learn more about these in-demand tech skills, speak with our team at BCTG today. Contributions from Sam Weitzel

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In today's fast-paced and increasingly digital business landscape, SAP talent has become a cornerstone for organizations striving to drive growth. As businesses across industries embrace SAP solutions to manage their operations, the demand for skilled SAP professionals has surged. In this competitive environment, securing the right talent isn't just advantageous—it's essential for maintaining a competitive edge and achieving long-term success. In this eBook, we walk you through how to create a winning SAP talent acquisition strategy.

Understanding the SAP Talent Landscape

The SAP talent market is multifaceted, encompassing a diverse array of roles, skills, and specializations. From consultants and developers to project managers and solution architects, the talent pool is rich with professionals who possess the expertise needed to implement and maintain SAP solutions. Moreover, SAP talent spans various modules and technologies, including SAP ECC and SAP S/4HANA, SAP Ariba, SAP BTP, SAP Signavio, and more. Understanding the nuances of the SAP talent landscape is critical for businesses seeking to build high-performing SAP teams that can effectively support their strategic objectives.

The Importance of Talent Quality

In the realm of SAP, quality talent is imperative. The success of SAP projects hinges on the expertise and proficiency of the individuals driving them. Whether it's configuring SAP systems, developing custom solutions, or troubleshooting complex issues, having skilled SAP professionals can significantly impact project outcomes. Businesses that invest in attracting, recruiting, hiring, and retaining top-tier SAP talent are better positioned to maximize the value of their SAP investments and achieve their organizational goals.

Types of SAP Talent

The diversity of the SAP talent market means that businesses have access to a wide range of professionals with specialized skills and expertise, including:

Functional Consultants, who specialize in specific SAP modules and are adept at understanding business requirements, configuring SAP systems, and providing guidance on best practices.
Technical Consultants, who focus on the technical aspects of SAP implementations, including system integration and development, and have expertise in programming languages, database management, SAP technologies, and more.
Project Managers, who play a crucial role in overseeing SAP implementations, ensuring projects are delivered on time, within budget, and according to specifications, all while coordinating resources and mitigating risks throughout the project lifecycle.
Solution Architects, who are responsible for designing and architecting SAP solutions that align with business goals and requirements and who possess a deep understanding of SAP products and technologies.
Business Analysts, who bridge the gap between business and IT, translating business requirements into technical solutions by conducting analysis and recommending process improvements to optimize SAP implementations.

Download the full ebook below.

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Interviews pose an opportunity to make a great first impression on an organization, and the most basic questions can carry a surprisingly heavy weight especially when they are the first questions asked and recruiters are just beginning to form their impressions. While you may assume talking about yourself is a softball answer in an interview, perfecting your answer to this question can make you stand out as a candidate. Employers want to hear about your experience, relevant skills, and how well you might fit in with the organization, and this question shows how effectively you can communicate your abilities. Below are suggestions for how to craft a thought-out response for how to answer "Tell Me About Yourself" in an interview .

3 Tips on How to Answer "Tell Me About Yourself"

#1: Keep it Professional

The question "Tell Me About Yourself" may lead you to believe you can answer nonchalantly because of its casual connotations; however, staying professional and focused is still important. When answering this question, rambling or going into details about a not-so-relevant part of your résumé can take away value from the important and aligned portions of your résumé and experience. Remember that while this is a casual and conversational question, you are in an interview, not talking to a friend or a peer. To stay on the safe side, avoid talking a lot about hobbies or family unless it is applicable to the position you are interviewing for. Hobbies can be important for employers to explore when evaluating soft skills; however, don't go astray. For example, say: “Of course, my name is [your name], and my background is in [your industry or area of expertise].” Then provide a snapshot about your relevant experience and education, and how they connect to the organization. Avoid saying, “I’m here because I heard you were hiring. In my free time, I like to [irrelevant hobbies or interests].”

#2: Stay Conversational

One of the worst mistakes you can make in an interview is being too robotic and calculated. Employers want to see that you can answer questions on-the-spot not just recall memorized answers from your notes. Practicing your answer to this question is important to stay on track, but don't over think. Keeping your answer conversational while appropriate for an interview demonstrates an elevated level of emotional intelligence and communication skills. Work on managing the balance of being professional while also remaining relaxed and not too premeditated. Having a rough list of points you may want to cover in the interview can be an effective way to manage this balance. For example, add a personal touch to your answer, smile, and remain engaging with the interviewer. In fact, 39% of candidates create a bad first impression from their lack of smile, voice quality, and overall confidence. Avoid following a tight script, excluding voice inflection, and avoiding eye contact with the interviewer.

#3: Tailor to the Organization

Employers are looking for candidates who can seamlessly transition and fit into an organization in terms of skills, experience and expertise, and even character and personality. You can make yourself a more attractive candidate by highlighting your experience or skills that align most with the demands of the role and the company as a whole. Start by researching the role's requirements and then match those qualifications to your experiences, skills, and certifications. Researching the company beforehand is key, in fact, 47% of candidates are rejected for knowing little to none about the organization. Talking about how your existing skills translate to this position showcases you as an experienced and outstanding candidate. Additionally, including your passions and how they align with the organization's mission and values can demonstrate that you are a good fit for the company even apart from the job's requirements. For example, say: “In my previous role as an [role], I facilitated projects and goals that align with the requirements of this position. [Elaborate]. I am also deeply committed and passionate about [a value or overall mission that aligns with the organization].” Avoid talking about past jobs that have no relevancy or highlight skills that do not relate to the position for which you are interviewing.

Moving Forward

Going into an interview can be a nerve-racking experience, but preparing for questions like these can make you a more confident and well-spoken candidate. Using these tactics, you can master a seemingly simple question and help yourself stand out as a prepared and memorable candidate. If you are looking to improve your interview skills and make yourself a more impressionable and attractive candidate to employers, contact BCTG experts for help. Contributions from Leah Harding

Violet Mithia violet.m@votecgroup.com +6586796684 Other Greetings, My team tried to call your desk number multiple times We are urgently looking out for IT,SAP,Oracle and Microsoft services Partnership to expand and support your existing service team with our LOW COST IT/SAP/Oracle/Microsoft SERVICE OUTSOURCING MODEL. please contact us below for more details Let me know when can we do a quick talk. Kindly reply with date and time zone as we operate from Singapore + India Whats App us at +6586796684 for more details 03AFcWeA4sp4nP8lo8tDW6MbI-1HUAdCOcIRCmqBi3YEtT8RB6gjJ7mmODD0Rc_rfNdioWqe6VvvXmf8v4o8ztnlYxwS6pFsNaqjGWczA1JADOsKvZoEgLYK2cRVdvWlbyTQmIeIhPRQXIrIN3QO6bbugDsYlbaWArH5OBvEFwWpFNcL2-KLZJzlLFGYWtMnF-5eq-g7r3-8aoPZbROMdFG3uXoeY5rtAlF9TDzi7iyjEiIMgOd45qxnCA72B0zeOj8fVvFeX601EYsNRyWMXZsxh3_XgtPjJJnWuGZzf6BOGcZO3HC8UmUpXH2lEuRY1COd9A9aBdto1MQRLYjJhjQcygXeoUk7BTg67CXpomnk3aukvuWUIrzdmVcvaL1Yf0n50Mmh5eFOjpx2jGx21HtIULWsc3cxLGIL-3d4gd6th3QhFmvzelWbmg-27_NWhiLn-d0vKWwcof2OdVS2kKWxuX6kzivUCbUVT6JZwzXZ_4GNnMc7w0v51W7UxNBfiSOydbXclzX2Kznki-7xJf_j9uU3mnCbQjXx08EhfEPdtzgWr27YNeqoTkaIdlHs9UBXXX9EpiV2Tjg3ir5yR5JN9Y5StrthZe85iRQb-dGqZSSzTHKDZpZsMETPWz6OB5RsIY7qz_wAF8SmJEnRRmq88udrfnEybUa7ZpJ4IlCS7OGpR9DmMD6y2Xh6anafc_aj5IQzQ1ShpuAMEGcv5JDalwMOfOITgs6IJ7-E-FkpS_AcnmtHNlVkLxiogF7HwV0Gra5U3Pd2vWs8QMbGIRyJYd-Rkh84tj-EnKXdqgjmjGLQZdjR67nrA 241 152.58.33.10 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/124.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 26, 2024 11:23 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Violet Mithia violet.m@votecgroup.com +6586796684 Other Greetings, My team tried to call your desk number multiple times We are urgently looking out for IT,SAP,Oracle and Microsoft services Partnership to expand and support your existing service team with our LOW COST IT/SAP/Oracle/Microsoft SERVICE OUTSOURCING MODEL. please contact us below for more details Let me know when can we do a quick talk. Kindly reply with date and time zone as we operate from Singapore + India Whats App us at +6586796684 for more details 03AFcWeA5rNkF6dT7-ZSelHNgLYkZhTUBGBU7AsSJ32q8TDDr2YAW_PtlBsIlHAk3mLflg9xCq4nYjBlxIeNs3HNNFHcFevIzPXJdBxlpU7DvG7HUJX85JWf5M6D9mRyi7gMwt5jMVPjAM1NunyJad-VW4E4paDhWoe4ZSpMGYNTMQClsZCxPz6aBIZHlQf1O8jInZjosJqhKz63cyiKBsB_zJiYQwVcp1nJ-gg-OyZtG8iQOxogHESfqYZNAbBAWZZ4Jp1hP4atfj-wtVDW_siBRZQf066TNxdh-nJexbiu4LAFsjR7JVqadx5GXXqm3OBTzjw02a925y4XrZufRkF3eAvIi8XKuiWz0u_7xq1b1dhzBsSS1EyFtRocVKA-I3PS9b6FKsP0SLqrEsvK_bJm8qAPjOhjpL2ArqQjDuq-Ax6RfjMoSvl3cI9eVhLffmk-GuZ6yXzjO0voTmi5fs3RXGzIk6fpXpteRCr2ZK1VZ9a7Ykioatytu01RuiYirVQX9f7sTYpnacvdERUJ4ou8o5uHeq4oF1OazxYREXhjOgTRkaLWvbPbPik6YYdRuhMzfZ1GEoe0wTXds3iGS3JReub6iBiijOnfs6uxUI1MA5il01gunEYhjIHhzNXL3-ZL13rGu4qZfNMEPUtu19GNytxuFglGI14mlkvArsnEM3zGRHhg2w-o56I0GqwgMrP96VPGsPdsa-SdVSgRggeIDQrEGFmLCx-ze_xK6PngXYPKzYmmz8abNJfw89AyLJsa1Ol2-huj4aNplURdZnTpErudfXek97eJ2b5EcqlCWaeVZOSnP8mF8 242 152.58.16.241 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/124.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 26, 2024 11:23 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Violet Mithia violet.m@votecgroup.com +6586796684 Other Greetings, My team tried to call your desk number multiple times We are urgently looking out for IT,SAP,Oracle and Microsoft services Partnership to expand and support your existing service team with our LOW COST IT/SAP/Oracle/Microsoft SERVICE OUTSOURCING MODEL. please contact us below for more details Let me know when can we do a quick talk. Kindly reply with date and time zone as we operate from Singapore + India Whats App us at +6586796684 for more details 03AFcWeA4PCRTUw1DlafW3VllVGj1VMBagMsxD7aJqEg5H5A_oxJOiALUiRsui5ogA96pJq-3W2S7ZPif9-SVT7_z4HA6gKnsoTdsME0pPHwh9jLu-ooumznCpXlF6bKjt2jDmYwvNTw7nl0ZI6lAN4W74nvR0Go0EvsTJk7zrW3jVCbLga6E2PHb0nZxUwqhrpgEcuXvgQESVg9hJo29TBssBCBohDkQelDZNhtXJYyuOJjzJtS3phhg2PHV8Pjz2UcetzRcaqGZTy9S5p_VF3pqkxhoVs2I69n4ioWDPQhvmxcTJFDODJLJt9xk_r65S-9dafO7HYIN9jjY_tVN9Roz_aSfQjQ1pZOYg3jHJKqI3rfb0N9DnJsMpZUoI3qLjQU-pW-m0FbSfzQg8B7qllijcGHQXc_2Rk7LveLS_Hs-hTd86ic9C5H_GHRQ_lIJ3Gu7Wp6VnsYi6nG0yYHo92xtdZSXWHpSjpJua1dmUSlB-iC3UZWt11FEvheNZ46S-uxJ2gqwN0o21uHxgaiDasg9jy6UxPMJO4fkaTq-58h4Zgapq7ffqlEgaFwu5iSUxlbkkEmtRFvK05e7kTjMmwGftyL9Vs0g3cH1zKK1m9GFMbqgU4kd10MfAhmuIjNDfWNz9gfe8jQtlNYHej64KrY4bK4bTyiJRgEIR8cTN30Wm121QR3ShZmx7TB8zV9XFJmTFvXrjZ5dZjWFB6JXAl9a_h9k3WbccNRb5jLhazf_ZEaTeAadQ9H6dcoCHyYMos-XkS77S2d471fshbeXEJBFADtAEH9iAb7-0f8J1NfwC0_-IXIpnhek 243 152.58.33.10 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/124.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 26, 2024 11:23 am 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

Drew Juarez juarez.drew@gmail.com 5175674917 1. Copy/Paste your script or any add any website, blog or article link. 2. With 1 click our A.I. turns it into an engaging video with slides, images, videos, music & even voiceover. 3. Upload the video, get ranked on Page #1 and start getting real traffic & sales! https://www.youtube.com/watch?v=xzxgniI6GSkbullcitytalent.com 03AFcWeA7OiNg_0fYduKV2DkJO_RNBC0PNBFpNf2kU7IFGm0RO2Y_Paci_AHrLaK13g2jWhKx_sQovleYMfLpAS1XAQ01aJMNTQP_2KA2wbk-NpuRN7H5HK_FiKpw4mH9m45gSAP2bvi1b9r5KqexE57v2xOEQNh2_S7VgufnrcjtkrLuzMb0qYob_GghuMPVfmitnBkPAAmRK8A6bzBod1HLPtUcUdwzfchsfluItdLoduktrMics9M4Ysu2v1u_PnVEcvGE2UY_DB9efFfA83DxjRRPYqYxSbCAneDCwDEHLj2NOyXqfeYOwazJeJl-9wuD-Z1qFjst3TW1K7PZHumqZzXvtje0Adt-MqwD1TZpe4XIlIiWRtjdoDUHuqvtl25_N9O7Rv2q-YNGpVaDiWsCnNpXqL8ZQ3Ch90REeUC7MzmaTFY4lmhnxmIgxdTqBvwHke9YkFjoMvYeFlFqu73mvup_BPpeXPy4XefjitZcKEjdedzdIPYnQxV2ZpQCEVcRlTovPwaVLU_ifZHMactEvNkThJ-8HME9nMtdHNlQ1wrvxILSewuSNaDMuHZX6K3PPejDsQiukyLNE_YOuWiGhJ1Aun1gLVcWlfJuoFWUv0p0179uUjjrYXx1sfCvjqCsI66XChuF1Bok7Qzsi4e7nLc-0I2FwUT0ZlkxUf_8AKgXgPacjfv55-5hFCZRzfrDN0Zz-jiAbMbUzWhu0Zsd9rHZZKOzShhxRp1iSHsfJpS1hRH43i88iZsdCHkLUZO2rEJ72msH8ENiA00gOpFgfIB-QnuZm39T96SEdwruov1A4_XmiUmBJfgeU7ZZTBNZzxVBzG_7s 244 122.3.41.154 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://www.bullcitytalent.com/contact-us/ April 27, 2024 11:43 pm 1065 contact-us Contact Us https://www.bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://www.bullcitytalent.com kylem@bullcitytalent.com

SAP Ariba is a cloud-based spend management suite that helps businesses of all sizes streamline and automate their procurement processes, offering a wide range of features, including sourcing, contracting, purchasing, invoicing, and supplier management. More importantly, it serves as a supplier collaboration tool, allowing buyers and suppliers to connect digitally, removing manual steps, and enhancing the procurement experience. Below, we outline what to consider before implementing SAP Ariba.

Implementing SAP Ariba

Implementing SAP Ariba can be a complex undertaking, but it can also deliver significant benefits for businesses, including:

Reduced costs: SAP Ariba can help businesses save money by automating their procurement and invoicing processes, eliminating manual tasks, and improving visibility into their spend.
Increased efficiency: SAP Ariba can help businesses streamline their procurement processes, reducing the time it takes to source, contract, and order goods and services.
Improved compliance: SAP Ariba can help businesses comply with their procurement policies and procedures, reducing the risk of errors and fraud.
Enhanced supplier relationships: SAP Ariba can help businesses improve their relationships with suppliers by providing a collaborative platform for managing transactions and sharing information.

Key Considerations for Implementing SAP Ariba

It’s important to understand the full functionality of SAP Ariba and the interaction that you as a buyer will have with the tool and your suppliers. From strategic to operational procurement, and specific direct procurement collaboration, SAP Ariba is a dynamic tool. However, it can also be complex. Here are some key factors for consideration before implementation:

Cost: SAP Ariba is a subscription-based service, and the cost can vary depending on the features and functionality required. It’s a complex and powerful platform, so it can be expensive to implement and maintain. Organizations need to carefully consider their budget and ROI expectations before making a decision.
Complexity: SAP Ariba has a wide range of features and functionality, which can be daunting for organizations with limited experience in spend management. It’s important to have a clear understanding of the organization’s needs and goals before implementing SAP Ariba.
Supplier network: SAP Ariba is only as strong as the suppliers who opt into the network. Before implementing, it’s important to understand how many of your top suppliers belong or are willing to subscribe to the network for ultimate collaboration. If you have suppliers who are outside the network, this will create added complexity.
Change management: Implementing SAP Ariba will require changes to existing procurement processes and procedures. It might also require a change to the procurement organization. As such, you need to develop a comprehensive change management plan to ensure a smooth transition.
Integration: In order to take full advantage of it’s true functionality, SAP Ariba needs to be integrated with other business systems, such as ERP and/or CRM systems. Businesses should carefully plan and execute the integration process to ensure that all systems work together seamlessly.
Data: SAP Ariba offers strong analytics, for deeper supplier analysis and spend visibility. However, the old adage of garbage in, garbage out could never be more true. Investing in data cleansing as part of your SAP Ariba implementation will pay huge dividends.
Training: Businesses need to train their employees and suppliers on how to use SAP Ariba. SAP Ariba offers a variety of training options, but businesses should also consider developing their own training materials to align with their specific needs.

Here are some additional tips for businesses considering implementing SAP Ariba:

Start by developing a clear business case for the implementation. This will help you to justify the investment and get buy-in from senior leadership.
Conduct a thorough assessment of your existing sourcing and procurement processes, data, and systems. This will help you to identify the areas where SAP Ariba can deliver the most value.
Ensure the scope for your implementation is defined, including differentiation on direct and/or indirect procurement. SAP Ariba brings a full suite of supply chain collaboration tools for direct spend.
Create a roadmap for implementation, prioritizing those areas that are most needed by your business and perhaps starting with the Strategic Sourcing suite for sourcing proposals and events before moving into core procurement.
Work with an experienced SAP staffing partner. This will help you to avoid common pitfalls and ensure a successful implementation with the right talent in place.
Develop a comprehensive change management plan, with considerations for any necessary organizational change. This will help your employees to adapt to the new system and processes and minimize disruption to your business.
Provide adequate training to your team and your suppliers. This will help them to use SAP Ariba effectively and efficiently.

Maximizing the Benefits of SAP Ariba

SAP Ariba can be a valuable asset for businesses of all sizes and help them reach their procurement goals. However, it’s critical to carefully consider the business considerations involved before deciding to implement it. By following the tips above, businesses can increase their chances of a successful implementation and maximize the benefits of SAP Ariba. To learn more about SAP Ariba or for help finding SAP Ariba talent, contact our experts today. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

SAP certifications validate an individual’s skills within a particular function of SAP software at three levels of mastery–associate, specialist, and professional. These certifications typically require certain pre-requisite knowledge, the completion of a course, and a passing score on a proctored exam. Candidates should also remember that their certifications require periodic renewal with the obligation for higher levels of mastery being more regular. SAP certifications are recognized across the industry as important markers of proficiency, and candidates that achieve certifications may have a better chance of being hired. Current employees, however, should also consider receiving certifications to improve their skill set and stay up to date with SAP’s latest offerings and solutions. We break down the top SAP certifications in 2024 below.

5 SAP Certifications to Pursue in 2024

SAP BW/4HANA 2.x

The SAP Certified Associate - Reporting, Modeling and Data Acquisition with SAP BW/4HANA certification certifies a candidates’ data abilities within SAP BW/4HANA. This encompasses modeling, data acquisition, and query design within the software. Because SAP BW/4HANA is commonly used by firms worldwide, it’s excellent for beginners to validate an applicable skillset. Additionally, it will generally deepen data skills that are increasingly valuable in today’s job market.

SAP Certified Associate - SAP Activate Project Manager

This certification is vital for successful SAP project management. The training touches on consulting skills, real project experience, business acumen, and the skills needed to manage various stakeholders, and certified project managers will be proficient in applying the SAP Activate Methodology. Ultimately, a tangible validation of project management skills can be vital for employers searching for new leaders in SAP projects.

SAP Certified Product Support Specialist - SAP Commerce

This certification demonstrates a candidate’s proficiency in SAP Commerce Cloud product support. As SAP Commerce Cloud becomes an increasingly prevalent tool for businesses managing eCommerce platforms, those with this certification may be more valuable. The core knowledge of this training includes building skills to provide technical and product support, manage SAP Commerce Cloud, and guide implementations. Candidates should keep in mind that this is a specialist-level certification, which means they should already have completed the SAP Certified Development Professional - SAP Commerce Cloud 2105 Developer certification.

SAP Technology Consultant

This professional-level certification is one of the best ways to demonstrate mastery in an SAP consulting career. Some of the certificate’s topics include skills in business analysis, performing a digital transformation, intelligent enterprise development, and solution implementation. Most importantly, this certification teaches and solidifies both technical and soft skills related to completing a successful SAP project.

SAP S/4HANA Sales

This certification teaches candidates the foundation and skills necessary to operate the SAP S/4HANA Sales profile. Considering it’s an associate-level certificate, it also improves candidates’ soft skills like the ability to work well on an SAP team. Certificate holders will also be able to explain the SAP S/4HANA Sales process proficiently both to team members and stakeholders.

Looking Ahead

Ultimately, while SAP certifications can improve job or promotion prospects, they are also vital to remain sharp. Professionals who hope to stay at the front of their field can utilize these certifications to continuously update their knowledge base and soft skills. Although this list is not comprehensive of SAP certifications in 2024, they are a great place to begin regardless of pre-requisite skill level. To learn more, contact our team here. Contributions from Jake Park-Walters

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In a rapidly growing and evolving working environment, the decision between hiring a full-time or contract worker can be difficult as various challenges arise across all industries. Knowing the specific needs of your mid-size consulting firm is key in making these decisions, as different challenges require unique solutions. Choosing whether to bring in temporary expertise or go with the full-time hire ultimately depends on your business's goals and constraints. Full-time workers oftentimes display a higher level of loyalty and commitment to your firm, whereas contractors may be more cost-effective when searching for quick and temporary solutions. Overall, when looking to source candidates to fill roles partnering with a staffing firm can be a simple way to efficiently and seamlessly staff employees for your mid-size consulting firm. For those seeking talent for a mid-size consulting firm, we compare contact workers versus full-time employees below.

Choosing Talent for a Mid-Size Consulting Firm

Contract Workers

Pros

Hiring a contract worker can have many benefits, especially when it comes to unique circumstances like implementing recent technologies. While the simple answer to needing more bandwidth to support an organization would be just to bring on more full-time employees, it is not always that straightforward. Freelancers, consultants, and contractors have more flexibility and are often more cost-effective in the short term. Say you need an SAP expert for an implementation project, hiring a contract worker would be much easier and cheaper than training a team of full-time hires for a potentially short-term project. These experts are often quick and easy to source, especially when using a staffing agency to assist.

Cons

On the other hand, contract workers are not as useful when creating a team your company is utilizing for the long term. For example, when growing or upskilling your marketing or sales enablement department you may want to consider full-time employees as they have more of a sense of loyalty and commitment to the organization. A solid long-term hire could be more dependable and cheaper than paying a premium for a consultant on some projects.

Full-Time Employees

Pros

Hiring a full-time employee means making an investment. However, oftentimes investments can be extremely lucrative, providing a source of long-term dependability and revenue, as full-time employees require more up-front costs compared to contract workers. However, in most cases, they make up for this investment as they advance within their role and the company. When looking to grow a sector of the company or bring on more long-term assistance in an existing sector, full-time hires are likely the avenue to take.

Cons

As mentioned earlier, full-time employees are an investment, not a quick fix. In busy seasons, companies are often overloaded, and may not have the bandwidth or time to source, screen, and select the perfect candidate for their team. In times of stress, bringing on a contract worker may be the right decision because they don't require extensive training and are already experts in their field. They are especially useful in temporary projects where a quick solution is easier than scouting out-house talent or upskilling your current employees. Using a staffing agency to find experts can help find the niche talents your organization may be searching for short-term projects.

Looking Forward

When making the decision between full-time and contract employees for your mid-size consulting firm, it's important to know the needs and goals of your organizations. Both types of employees are beneficial in their own way; however, knowing your budget, time-constraints, and overall capabilities will tell you more about how to effectively staff your projects. For more information about contract workers and overall staffing challenges and solutions for mid-size consulting firms, contact BCTG. Contributions from Leah Harding

In an increasingly intricate business landscape, enterprise solutions like SAP play a crucial role in helping organizations across industries conquer complexity and stay agile in the face of change. By providing holistic visibility across disparate systems, facilitating seamless integrations, standardizing core processes, and empowering data-driven decision-making, these solutions can help organizations stay ahead of the game. SAP’s generative AI assistant Joule is one transformative, unified solution helping organizations do just that.

WHAT IS JOULE?

Joule is a cutting-edge generative AI assistant designed to transform how users interact with SAP's extensive cloud portfolio. It “builds on and enhances existing SAP Business AI offerings.” With its natural language interface, Joule acts as a personal co-pilot, streamlining tasks and providing intelligent insights across various applications, helping organizations across industries eliminate siloed data, repetitive tasks, and information overload.

Similar to how ChatGPT functions, Joule will enable users to query an SAP solution in simple sentences and receive a response in a conversational format. Below, we dive into the key benefits of Joule and how it can bring value to your organization.

KEY BENEFITS OF JOULE

Joule is a tool that is continuously learning and adapting to personalize the user experience over time. Its three conversational patterns are navigational, transactional, and informational, enabling users to gain easier access to information and automate routine business processes. Its benefits include the ability to:

Simplify workflows and enhance productivity by guiding users through tasks within SAP applications, eliminating the need to search for information manually and reducing time spent on manual, repetitive tasks such as data entry, form completions, scheduling, and more.
Offer proactive and tailored insights and recommendations based on data analysis from multiple sources, including various SAP solutions and third-party platforms, improving decision-making.
Facilitate natural language conversations, allowing users to ask questions and receive immediate answers in a user-friendly interface. It can also provide contextualized answers to questions, understanding the specific needs and roles of different users, in a conversational format.

THE FUTURE WITH SAP'S GENERATIVE AI ASSISTANT JOULE

Joule represents a significant leap forward in the evolution of enterprise software. By seamlessly integrating AI within the existing SAP cloud ecosystem, Joule empowers employees, fosters data-driven decision-making, and ultimately paves the way for a more efficient and intelligent future of work. As companies continue to embrace AI solutions, Joule can help organizations take their take their business to the next level. To chat more about the transformative potential of SAP's new generative AI assistant Joule or other SAP solutions, contact BCTG today. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

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In recent months, we’ve seen Artificial intelligence (AI) make a significant impact on talent management. Traditionally, talent management has been a manual and time-consuming process, but with the advent of AI, organizations are now able to leverage advanced algorithms and data analytics to streamline and enhance their talent management processes and practices. In this eBook, we explore the role of AI in talent management and how it is revolutionizing the way organizations attract, develop, and retain their most valuable asset - their people.

AI IN TALENT MANAGEMENT

Optimizing Recruitment Processes

Recruitment is the cornerstone of building a high-performing team. With traditional methods, HR professionals spend countless hours sifting through résumés to identify potential candidates. AI-powered tools can revolutionize this process. AI algorithms use natural language processing (NLP) to scan résumés and extract relevant information. This goes beyond keyword matching and takes into account contextual understanding. For example, it can recognize synonyms or related terms for specific skills or experiences, meaning that recruiters can quickly identify candidates who possess the skills and experience required for a particular role, significantly reducing manual effort and expediting the shortlisting process. AI can also analyze vast amounts of data on successful hires, considering factors such as educational background, work experience, performance metrics, and even cultural fit. By leveraging this historical data, AI can generate predictions about which candidates are likely to thrive in a given role. This not only helps in identifying suitable candidates but also aligns them with roles where they are more likely to excel and contribute meaningfully to the organization.

Enhancing Employee Onboarding

A seamless onboarding process sets the tone for a positive employee experience and contributes to long-term retention. AI can play a pivotal role in personalizing and streamlining this phase. By utilizing AI-driven assessments, for example, organizations can gain insight into the individual learning styles, strengths, and areas for improvement of new hires to then create customized onboarding plans. If a new employee shows a preference for visual learning, the onboarding plan may incorporate more visual materials and interactive resources, ensuring that each employee receives the specific support and training they need to quickly integrate into their new role.

DOWNLOAD THE FULL EBOOK BELOW.

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In today's data-driven business landscape, the role of SAP specialists in business intelligence and reporting is critical for organizations aiming to leverage their data effectively. For context, SAP explains business intelligence (BI) as, “the processes and tools used to analyze business data, turn it into actionable insights, and help everyone in an organization make better-informed decisions.” Ultimately, SAP BI, “analyzes current and historical data and presents findings in easy-to-digest reports, dashboards, graphs, charts, and maps that can be shared across the company.” With an extensive array of capabilities, recruiting skilled SAP specialists in business intelligence and reporting is pivotal for companies looking to optimize their SAP solutions and maximize their data-driven decision-making capabilities.

The Importance of SAP Specialists in Business Intelligence and Reporting

SAP BI and reporting specialists play a fundamental role in unlocking the potential of an organization's data. They possess specialized skills in SAP tools like SAP BusinessObjects, SAP Business Warehouse (BW), SAP HANA, and SAP Analytics Cloud (SAC), among others. These experts have a comprehensive understanding of data modeling, data visualization, report generation, and performance optimization within the SAP ecosystem. With the right SAP talent in place, businesses can see a plethora of benefits. For example, SAP specialists proficient in BI and reporting can ensure smooth data integration from various sources into SAP systems, overseeing data governance and quality as well to ensure that information is accurate and accessible for analysis. After ensuring a smooth integration, specialists can extract actionable insights from complex datasets to create meaningful reports, charts, dashboards, and visualizations that enable stakeholders to make informed decisions swiftly. Through optimization techniques and best practices, these specialists can also enhance the performance of SAP BI solutions for faster query execution and system responsiveness. Above all, the right talent will have a pulse on the latest SAP updates and technological advancements, providing innovative solutions for your organization.

Key Skills and Qualifications to Look For

Recruiting top-notch SAP business intelligence and reporting specialists requires a keen eye for specific skills and qualifications, some of which include:

SAP Expertise: A strong foundation in SAP tools like SAP SAC is essential. Candidates should have hands-on experience in designing, implementing, maintaining, and optimizing SAP BI solutions.
Data Proficiency: Deep understanding of data modeling, ETL processes, data warehousing concepts, and SQL proficiency is crucial for effective data manipulation and analysis within SAP environments.
Analytical Skills: Candidates should possess strong analytical skills to interpret complex data sets and generate actionable insights. They should also be adept at creating intuitive visualizations and reports that cater to diverse business needs.
Communication and Collaboration: Effective communication skills are key for collaborating with cross-functional teams, understanding business requirements, translating technical concepts into layman's terms, and so on.
Certifications and Continuous Learning: While not mandatory, SAP certifications can validate a candidate's expertise. After all, a commitment to continuous learning and staying updated with SAP's evolving landscape is a definite asset.

Effective Strategies for Recruiting SAP Specialists

When recruiting SAP specialists, consider the following strategies:

Develop detailed job descriptions outlining specific SAP tools, skills, qualifications, and experience required for the role.
Leverage platforms dedicated to SAP talent acquisition like specialized job boards and professional networking sites like LinkedIn.
Attend SAP-related conferences and industry events to connect with potential candidates as engaging with SAP communities and user groups can yield valuable leads.
Offer competitive salary packages and benefits and highlight opportunities for career growth and development within the organization.
Employ behavioral and technical assessments in the interview process to evaluate candidates' problem-solving and communication skills, technical proficiency, expertise, and cultural fit within the organization.
Emphasize the company's culture and vision to attract candidates who align with the organizational ethos.

Looking Ahead

Recruiting SAP specialists in business intelligence and reporting is a strategic investment for companies aiming to harness the full potential of their data with SAP. These professionals play a pivotal role in translating raw data into actionable insights, empowering businesses to make informed decisions in today's dynamic and competitive market. By recognizing the importance of specific skills and qualifications, and employing effective recruitment strategies, organizations can successfully recruit and retain talented SAP specialists. For help finding SAP specialists in business intelligence and reporting for an upcoming project, get in touch with the team at BCTG.

Greg Bishop ggb667@gmail.com 3212768588 General Inquiry Looking for something interesting. Your phone number is not working by the way. 03AFcWeA7HMFVojvmjPQ8Xk0UiqH_hUdMCrrdLd66DManf84XBhMa79ZCl5ymAgBfF3dtwUjaOO3vud1bLP9cAMfPaTRPdmiQiD0AoJWR-N6P9yNZCZF1eqwJOrYdGNX-JviwV_f52xpJf65r8x7KF2HpCW4UL4VMspNJ1IjIzeWIy17svg1C_DHUgh9sZ1M5BdAIp4I7myNWKxXHH9SSvM7mEGYOBnyWfy-ZIoCdqksVJLWHLKrbtrUB_vt5um5k53WP3V_h7bhkRw5mgLFBBsG3sAKP0GnzSCKwg0d-8TeB8F3_8_jP49M9l3ib_0qTmGnUJ4m-r9CIzsiqjCXiSkkiFTkiTiHJsVR7rXMhWpzf0VnOYwaGq4WdQ8umwXzwMsI-xf94pmtbjZg5efWzDEaCdmEYtADS78lVGK9VsRvgZBF9fG3UK_yGWSaU47wFVZ07YnBWNz1q4Iv8ym6QhCU3NPlxXPzz_lcgAWKSAEGqClufNMQbgxPjN71p_ss4PwEp2y4u7uAEOTWPxSJIytLZiBaKkXdBv_QlFz4EIKOVtWlkgeg2tcst3XwZAxIrSaX-V3ESj5XVC-6JnvzOTfvJ1LbJFm4JtlFXPD7oNSXR3U0BoPSa8c9CRf6G-0b8qEsK6Tjn5NyQcm5cbEur8KB9frgO5ygS7iw5kbMCkH3xomo3tgMphpfbUKK5KC622qK2gb7jat7QQ9xzzKH4nPXa4sA7K-emdHA 250 184.88.231.243 Mozilla/5.0 (iPhone; CPU iPhone OS 17_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.4.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ May 20, 2024 9:16 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Your company has decided to implement SAP S/4HANA. One of the first steps in implementing S/4HANA is to identify whether it will be a system conversion, new implementation, or selective data transition. Irrespective of the type of implementation one decides to do, you want to be sure that you have a full data conversion plan in place as part of the project. Data conversion is a major part of a successful SAP project. If you don’t start working on data cleaning and conversion early and continue that work throughout the project, it can sneak up on you and become a last-minute crisis. A well-designed and executed system will not provide the value that your company is looking for if the data loaded into it isn’t clean and accurate. Follow these five best practices for SAP S/4HANA data conversion to ensure that your data strategy is thorough and robust.

5 BEST PRACTICES FOR AN SAP S/4HANA DATA CONVERSION

1. Identify Critical Master Data Objects

The first step in data conversion is to identify the critical master data objects, the sources of that data, and current and future system(s) of record for these objects. Master data includes all the data that is required to do business – customers, vendors, employees, locations, parts, products, etc. Not only does the master data need to be identified, but it needs to be clean and accurate. We recommend using data profiling tools to analyze the quality of data and start the cleansing process. Data profiling tools will allow you to find duplication of data, missing data elements, data format consistency, wrong data, and outdated data.

2. Determine What Transaction Data to Migrate

Next, determine what transaction data needs to be migrated. It’s critical to reduce the amount of historical data that will be moved to the new system. Migration of transactional data creates additional complexities when moving to a new system that leverages more streamlined processes. We typically recommend only migrating master data, open transactions, and G/L balances for new implementations.

3. Create Data Archiving Strategy

You will want to find a place and process for holding and referencing your historical data. Before you migrate data to your new system, create a data archiving strategy and archive systems, message, and change logs before migration. Historical data can be archived to file systems, document management systems, or into a data warehouse while documents and attachments should be archived to a document management system. Make sure that your archiving strategy follows the audit requirements of your company and industry.

4. Define a Data Governance Strategy

Identify key business stakeholders for each data object. These individuals will own the data object(s) and be responsible for making critical data-related decisions about those objects. You need to create a process flow for creating, maintaining, and approving master data and harmonizing data across systems. You should also explore technological options to automate and enhance the data creation, maintenance, and integration. In many cases, your business’s data migration project is the catalyst for creating a data governance strategy.

5. Prepare a Data Migration Strategy

Data migration is a three-part process. The first part includes extracting data from the current system(s), and the second part is cleaning and transforming that data into the new SAP format. The third part involves determining the load and data validation process. It’s important to identify suitable tools for extraction, data cleansing, transformation, loading, and reconciliation for different data objects. Create a detailed plan for migration, data validation, reconciliation, load simulations, testing, and test cycles and incorporate the converted data into integration test cycles.

ENSURING A SUCCESSFUL SAP S/4HANA DATA CONVERSION

According to one study, 66% of SAP users said data management is the major challenge when moving from SAP ECC to SAP S/4HANA. Data is the critical cog for an intelligent enterprise, and it starts with successfully extracting, transforming, and loading clean data. These five steps to data migration listed above will provide your organization with an effective strategy to manage data migration projects efficiently and successfully. For more help finding the right talent for your SAP S/4HANA data conversion, our team can help. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

SAP is a complex internal business software that helps organizations manage business operations and foster consumer relations. Being a highly sought-after software, more and more organizations are seeking experienced SAP talent, with 75% of organizations considering SAP skills vital for digital transformation initiatives. With specialized and capable SAP technology, having the right team to support it is necessary. Ultimately, building a successful team involves finding candidates who have the technical and soft skills to develop a deep understanding of the software. For SAP to reach its full potential for your specific business, finding the right talent surrounding it is the first step. Below are considerations that may help your organization in finding talent to navigate your SAP modules:

Key Considerations

Leverage Effective Recruitment Channels

Finding quality candidates means having a thorough recruitment process starting from the get-go. To attract top SAP talent, organizations must utilize a variety of networks both in-person and digitally to seek out quality candidates. This could include using websites and professional networks such as LinkedIn or Indeed to advertise the business and open roles. Additionally, it involves using industry specific groups to reach the SAP community. This could be done through LinkedIn groups and specialized forums, as well as through social networks, referrals, and references. Lastly, the best SAP talent can be accessed through recruitment agencies who specialize in IT and SAP talent.

Use Multifaceted Screening Methods

After reaching your target SAP candidates, interviewing, and screening is the next key step to finding the right fit. SAP is complex software that requires many technical skills. As such, including a technical assessment in the interviewing process will allow candidates to showcase their advanced programming knowledge. Screening candidates for certifications and experience is also key to evaluating their capabilities. Aside from that, utilizing behavioral interviews and assessing the cultural fit of the candidate is equally important. Characteristics like adaptability, teamwork, conflict resolution, problem-solving, and more are important as you want members of your team to fit seamlessly into the organization and its dynamics.

Invest In Continuous Learning

SAP, like many other technologies and software, is rapidly evolving, facing updates and establishing new modules. Ignoring these updates can result in outdated processes or a slowdown of development. The last thing organizations want is a team with obsolete skills, so investing in the continuous learning of SAP is necessary. To ensure that your team is up to date with the latest advancements, encourage employees to attend industry workshops or conferences and to obtain and maintain the latest SAP certifications. Additionally, utilizing in-house programs and professionals is key to keeping your team current and agile.

Finding Talent to Navigate Your SAP modules

Finding the right SAP talent can be challenging as the software is complex and innovative; however, using the considerations above, building your team and navigating your modules can be manageable and effective. Finding the right hire includes a full cycle process from reaching the right networks to conducting a thorough interview process to managing skills as technology and platforms evolve. Working with experts at a specialized recruitment agency like BCTG can help facilitate an easy and constructive hiring process. For support with your current SAP hiring needs, contact BCTG today. Contributions from Leah Harding

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Employees are increasingly prioritizing opportunities for growth and development in their careers. As more employees look to grow and progress in their professional journey, organizations must invest in strategies that support their employees' professional aspirations. After all, a 2023 report found that 75% of employees prefer to advance within their current organization. However, less than half (40%) see a clear career path and only 46% report feeling supported in their career development. By prioritizing employee career development and advancement, businesses can foster a culture of continuous learning while increasing employee engagement, satisfaction, and retention. In this eBook, we list just eight of the many ways organizations can support employee career development and advancement – from establishing clear career paths to recognizing and rewarding achievements.

WAYS TO SUPPORT EMPLOYEE CAREER DEVELOPMENT

Here are eight effective ways to support and empower employees on their career journeys:

1. Establish Clear Career Paths

Employees crave clarity and direction regarding their career trajectories. As such, establishing clear career paths within an organization not only provides employees with a sense of purpose and direction but also aligns their individual goals with the company's objectives. Organizations can start by mapping out various career options available within the organization, highlighting the skills, experience, qualifications, and milestones required to progress along each path. Creating visual representations or career frameworks that illustrate potential advancement routes can also make it easier for employees to visualize their growth opportunities. Furthermore, organizations must ensure that these career paths are communicated transparently to all employees, emphasizing the opportunities for advancement and the criteria for progression. In offering clear career paths, employees can take ownership of their professional development and strive for advancement within the organization.

2. Offer Training and Development Programs

Investing in employee training and development is crucial for maintaining a skilled and adaptable workforce. Whether it's technical training to enhance job-specific skills or leadership development programs to cultivate future leaders, organizations should provide a diverse range of training programs tailored to meet the evolving needs of their employees and the demands of the industry. Leveraging a combination of in-house training sessions, external workshops, online courses, and coaching programs is another great way to cater to different learning styles and preferences. Additionally, organizations should encourage employees to pursue certifications or advanced degrees relevant to their roles, and provide support, such as study leave, to facilitate their educational pursuits. By offering comprehensive training and development programs, organizations demonstrate their commitment to nurturing talent and fostering a culture of continuous improvement.

DOWNLOAD THE FULL EBOOK BELOW.

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Since the pandemic, the popularity of remote work has grown immensely, along with hybrid work. Computer and IT positions are the most likely to engage in remote work as of 2023 due to the virtual nature of these positions. Employees in these fields are learning to adapt to the differing demands of working online, as workplace culture is historically suited for in-person collaboration. It can be challenging to work productively and cooperatively in an online setting. Without in-person communication, it’s critical for employees and companies to set up new lines of communication and embrace the potential for reliable virtual interactions. Below, we’ve outlined the best practices that all remote tech workplaces should put into place to maximize collaboration and productivity without having to come into the office.

BEST PRACTICES FOR REMOTE TECH COMPANIES

Set clear goals and expectations

Communicating entirely online can lead to miscommunications especially if said communication is simply sent through a message. In-person communication leaves room for asking for clarification, analyzing tone of voice and body language, and oftentimes promotes active listening. When working remotely in tech, take the extra time to have full-length conversations about goals and expectations to ensure nothing is left misunderstood or forgotten. It can be helpful to write expectations out for later reference, like by email, so it can be visited again in the future. Clear communication ensures that employees can function as a team, alleviating pressures from confusing or challenging project objectives or other workplace difficulties. Leaving room for misinterpretation can result in a detraction from team productivity, so ensure you’re communicating clearly to avoid confusion and slowdowns.

Embrace flexibility

In today’s remote tech world, variations in team member schedules and work styles have created a need to embrace flexibility and adapt to employee differences. A benefit to remote tech work is that teams can now be comprised of employees from different locales and time zones. While this does open the door to bringing in more qualified engineers and programmers, it can create challenges in setting up meetings and handling time-sensitive matters. It’s critical to be flexible so that teams can collaborate effectively from different geographic locations. As a result, you’ll be more likely to access an increasingly diverse talent pool and create more innovative project teams. Flexibility is also necessary for handling unexpected challenges. Having an adaptable schedule can allow for team members to respond to complications and confusions in a timely manner. If team members have authority over their schedules, they will be able to take time and collaboratively establish solutions and keep projects moving along the set timeline. Providing employees with authority over their own schedules also promotes engagement in the work materials and greater accountability for project responsibilities. Basing successes off the quantity and quality of work completed rather than merely the hours spent online can create more creative, motivated employees who take ownership of their work even away from the workplace.

Utilize user-friendly software

A key component of improving virtual communication is utilizing communication software that is optimized for the goals and needs of a team. Platforms like Slack, GitHub, and Microsoft Teams encourage real-time communication and create easy ways to quickly bounce ideas back and forth or hop on a short call. Employees will be able to collaborate more effectively when communication is streamlined through a singular, user-friendly platform. There are a greater number of ways to provide feedback and project updates quickly, keeping project status current and all necessary project information readily available for team members.

Engage in virtual interaction

Establishing and maintaining strong workplace relationships can be challenging without in-person conversations. Take the time to set up opportunities for virtual interaction to ensure you can clearly communicate without misunderstandings and still get to know coworkers, managers, and other members of your team. Take advantage of online communication platforms that allow real-time, face-to-face conversations. Conversing with video encourages active listening, which can lead to increased employee engagement and stronger team relationships. In addition, try to introduce casual conversation that goes beyond work updates and information. Taking the time to communicate about interests, family life, or other more personal topics can help you feel more connected to your team. This will boost team morale and strengthen relationships to create a more cohesive team dynamic. Groups can also incorporate virtual team building activities, such as online happy hours or competitive games, to create a more relaxed, friendly environment that extends beyond work-related conversation.

Implement Mentorship Programs

In remote tech jobs, employees don’t have immediate access to information and solutions in the same way as in the physical workplace. Establishing a mentorship program can help all team members get up to speed by providing an opportunity for faster information transfer in the case of questions or unsolved challenges. For new employees, acclimating to the company culture online can also be difficult without in-person interactions. Having a mentor within the team can help to communicate company norms and expectations and can also provide personalized feedback on necessary skills and project goals. Remote work can be challenging, but the creation of a mentorship program helps to connect all employees to the entire team and can encourage long term professional development and career growth.

Maintain collaborative documentation

Working as a team to meet project goals can be especially challenging online due to challenges with documentation and project reports. With multiple employees working together on code or other deliverables online, it’s critical to promote collaborative documentation so work is not lost. Practice strict version control so all employees are handling updated information and can collaborate on joint assignments. Version control software allows teammates to work asynchronously and make changes to code and files simultaneously, discouraging project slowdowns.

LOOKING AHEAD

Working remotely can open the door for a more flexible, individualized lifestyle for employees, but it doesn’t come without unique challenges in communication and collaboration. By implementing the suggestions above, you can maintain an active team role and maintain your engagement in project objectives without having to physically be in the workplace. Contact BCTG today to continue the discussion. Contributions from Sam Weitzel

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SAP is a complex system that helps organizations manage internal operations and maintain solid consumer relationships, and implementing the software can be difficult to navigate without a dedicated and talented team. Staffing agencies that focus on IT and SAP are equipped to support these implementations by seamlessly gathering talent and specialized skills for the project. These agencies are designed for efficiency, flexibility, and cost savings, helping seek out top-tier talent when it comes to building implementation teams. Below are some capabilities of staffing agencies in SAP implementations and upgrades.

Capabilities of staffing agencies in SAP implementations and upgrades

Industry Knowledge

SAP staffing agencies know the ins and outs of the SAP talent pool and market. They are knowledgeable about topics such as the availability of talent, where to look for talent, salary benchmarks, and more. Being familiar with these aspects of the market can help firms tremendously as they can make more accurate and informed hiring and budget planning decisions. If you are implementing SAP as an entirely new software in your business, partnering with a staffing expert may be the right decision as the needs of the technology are likely foreign to you. Having a staffing agency guide you through the process can expedite the project and teach you more about the industry.

Efficiency and Productivity

Staffing experts' sole responsibility is to support your firm by helping efficiently and accurately with your staffing needs. By hiring outside experts, their professionals can remove the hassle and cost of building a new team in-house. The sourcing, screening, and interview process can be time-consuming and expensive, especially if you are new to the industry. In fact, in the SAP industry, the cost of a new hire is estimated at $4,700. Your organization may struggle with knowing where to look for SAP candidates and how to correctly assess them on SAP knowledge and skills as well. These professionals know top SAP talent and their job is to seamlessly assimilate them into your organization, cutting costs and cutting out any inefficiencies in the recruitment process.

Flexibility and Adaptability

The goal of staffing agencies is to meet the demand of your staffing needs - whatever that may entail. In some cases, implementing SAP software may only require the assistance of temporary employees, while in other cases, it may require bringing on a full-time hire to manage and update the system. Either way, staffing agencies have the capabilities for on-demand talent, meaning the needs of the project requirements are readily met. This also allows for adaptability, as needs can often change mid-project or staffing could be contingent on current needs. Staffing firms are adaptable and ready for any challenge, which makes them a great option when preparing your business for an SAP implementation.

Looking Ahead

If your organization has plans to implement or upgrade SAP software, consider contacting SAP staffing experts to help build your team. SAP software is complex and can be difficult to navigate, so having the right team to ease into a new transition is vital. Staffing agencies are adaptable and determined to meet your firm's needs efficiently. As such, if your organization is curious about implementing or upgrading SAP, contacting a staffing agency could be a cost- and time-effective strategy. For more information and guidance from staffing agencies in SAP implementations and upgrades, reach out to experts at BCTG for support. Contributions from Leah Harding

Although being asked why you want to work at a company appears straightforward, there are often specific points that can set a candidate apart. The best responses will demonstrate knowledge, research, and highlight yourself in unique ways. While this question isn’t likely to make or break an interview, it can be a great distinguishing factor. In this piece, we highlight strategies on how to answer “Why Do You Want to Work Here?”

STRATEGIES ON HOW TO ANSWER “WHY DO YOU WANT TO WORK HERE?”

Research the Company

It's crucial for candidates to be familiar with both general and niche information about the company they’re interviewing for. While candidates don’t need to know every minute detail, they should generally understand its industries, mission, values, and recent news, and this should go beyond scrolling through the company’s website. This can include reading recent media coverage of the company as well, so as to be familiar with policy and direction, or skimming recent press releases. Research can also include speaking with current or past employees to gain deeper knowledge of day-to-day life.

Craft Anecdotes

With knowledge of the company in mind, candidates can think of times when they demonstrated ‘alignment.’ For example, if a company highly values integrity, candidates can mention this and include a story about a time they acted with integrity. By aligning oneself with company values or knowledge, candidates can appear to be a better fit for the role. Doing so anecdotally creates memorable answers which are far more likely to stick with an interviewer.

Avoid Generic Responses

Candidates should avoid clichés that may be given by other interviewees. For example, a response which simply details the company’s pay or prestige is likely unoriginal and inauthentic. Instead, tie deeper reasonings to yourself either anecdotally, as mentioned above, or by sharing personal motivations for why the company’s attributes matter. This may look like explaining how you care about the philanthropic work that a company does and why you would like to be a part of it. By crafting a highly personalized response, you differentiate yourself from other candidates and become more memorable.

Don’t Spell Out Your Résumé

There are likely other interview questions like, “Tell me about yourself” or “Share a time when…” that serve the purpose of touting your accomplishments. As such, this question serves instead for you to demonstrate your commitment to joining the company through prior research and how you would fit in well. While past experiences may come up as you connect yourself to the company anecdotally, this should not be your purpose in answering the question. It’s important to note, however, that candidates should not shy away from sharing what makes them special. Any answer that includes a past accomplishment shouldn’t diminish it, but instead explain why it’s relevant and helpful to you joining the company.

Be Specific

While this blends into the aforementioned strategies, it’s important enough to be stated explicitly. Specificity distinguishes your research, values, and reasonings from other candidates. Most interviewers would be bored by every candidate talking about the same values and initiatives. Consequently, find niche projects, teams, or aspects of the company that especially appeal to you. Bringing these up, and how you’re a great fit for them, is more interesting and demonstrates true dedication to learning about the company.

PREPARING FOR YOUR NEXT INTERVIEW

Candidates should remember that one behavioral question isn’t the decisive factor in an interview. Instead, it’s the broader narrative that’s crafted around yourself. Regardless, strategically answering "Why do you want to work here?" can be a great distinguishing factor. A good answer requires a combination of research, authenticity, and strategic storytelling in which you connect yourself to the company. As an exercise, try to place yourself in the shoes of the interviewer and think about what would leave a memorable and positive impression. For help preparing for or landing your next interview, contact BCTG here. Contributions from Jake Park-Walters

Violet Mithia violet.m@votecgroup.com +6586796684 Other (Kind attention Sr Management & Partnership Team) Greetings, My team tried to call your desk number multiple times We are urgently looking out for IT,SAP,Oracle and Microsoft services Partnership to expand and support your existing service team with our LOW COST IT/SAP/Oracle/Microsoft SERVICE OUTSOURCING MODEL. please contact us below for more details Let me know when can we do a quick talk. Kindly reply with date and time zone as we operate from USA and Asia Whats App us at +6586796684 for more details 03AFcWeA7WKh124KxXropKnNYHqqlDwmGSfDFyt2aGoINtBjG75cHZJtGbfPiyQcsDgU_j-Zdv0Flypxs6W_s5cVFzWDIXswwzsZuxTgQ5KoZ5j2Fz7RhCeMzTaq-JrLEmhDeChVo46OBnTowQQNVUKudwEaJ20CH-FDvoI_6Psb-IkeM_msj7LURFA7EF0g53iPy1DNx4r81GCqK2_Kc_edtUl36Q73izqk1H6AzlXbY0iTGwhSGL0lScoiE4tyXec__2qFDoLAfjWOVpIBaXNEvc224hq10lycV8wsDOXTylN6qyI2FkUPN1QRUz-wy_Hugt6F8pEMUpTOwY3S3mlYhvugjoZ6cTeWVxQhI5mPQ2kUIk2WYxvI4aD9BFq2ahcFn-mjfoLpOuM4gRTgp3tX4OVCc0CrLqCCg6TPalwux5N4oCxFeqe-L0zbLv95LSKl5uk640YLzQxBAIauAVxQOlkGYiqosMbi4YGv0Ut7pggpjRDFFqb4cD2e81GUzsp-efQnRqqYwJI0BnLRsZRTP4L74fJEGVm-VMxEW4-bOL4pPBLvO2fSo2WUdA5a6P2j9e9ZMcGYkK-1vfsHAoGw8kyzCrQYP13jZIhil1SZXvyo6MglI-2Y6NsTg33nNN7dUq8lJhEq2RsKIThvlOwBwYKBQReghI1MSDqybSMONMJqow5FdBIAZcsfuEpVPW2Dv5LUdWLgLbC5hx5f3bi3TOcrCNdCFu9tJ0mDnbfeiHQBnW1qPqHwY0jjYGdK0UEAB-RP8OvQWG 251 152.58.18.15 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 6, 2024 2:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Violet Mithia violet.m@votecgroup.com +6586796684 Other (Kind attention Sr Management & Partnership Team) Greetings, My team tried to call your desk number multiple times We are urgently looking out for IT,SAP,Oracle and Microsoft services Partnership to expand and support your existing service team with our LOW COST IT/SAP/Oracle/Microsoft SERVICE OUTSOURCING MODEL. Please contact us below for more details Let me know when can we do a quick talk. Kindly reply with date and time zone as we operate from USA and Asia Whats App us at +6586796684 for more details 03AFcWeA50ix3jUFQ1zGlRaYaspZWVq2vfJm7f2Ny3LLYQ1K2ItuO8MqX50EnCK9MotM78Gf5vePURKf1NvdcWP90MFqEvfYA5KIMRF52E82zu0DW65FwdYJtjBOBQduT1E-vVi-Cd4O7bfn0CAIZbDfpJJ2vQarwlcZ294SrXcv32aGK5T6Nd8eWa7mWlmOTqDXXgJhU-AaAqiZ-v6aIIsaHp2vTNET1Vw3fssaw7_Dkt7MuoawwX4KXDbzak0SyX0JRUkD-hghHbh0RPYjtiKk2LVZwcWYCt7cFzvn-ypDBSD0_ZejUbH9n0l8UXqOOJ1VRvYupVe5izYQFF-MTfwRBD9KeITCvnSZwPypkE25G5R-EHAi98HqdpP7AiOwBVCaVINeYeEzHh9v8TlNhErNMs9Rp2U9Wiwi9TR6kxIB33peSX3rPULMiidDsUnapEiK59uKN7bPY5jJOT66Lol5Mq0_2TbrCO5_M5rvDw-IGvrLim14HemQoUwy0f0u6q9W4OTfEfusYaLT71yXw46vUYIpK2w70E5z9I8dIcRScqyqLrH-nKUogYqdeWptypxWnrc9zJEtZPdnuc2zBcXiCa2JOKXe84VkoynpOPSuDc3RbZcXhIuSMQu-YFHJv7L13Bd-Yqq2qQ__9PKwzpO50n2RFm5Y6B6bFGdU5zfAOICq7qPg5XYwENLs5oSKUYUdZPKCEPkG0LPM19JfKeuaYv_u3lVRthpaF9Zoflbu_zs3NwcSuGEhq_Xy-pnNRKpBtAUHY5twjD 252 152.58.18.15 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 6, 2024 2:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Violet Mithia violet.m@votecgroup.com 6586796684 Other (Kind attention Sr Management & Partnership Team) Greetings, My team tried to call your desk number multiple times We are urgently looking out for IT,SAP,Oracle and Microsoft services Partnership to expand and support your existing service team with our LOW COST IT/SAP/Oracle/Microsoft SERVICE OUTSOURCING MODEL. Please contact us below for more details Let me know when can we do a quick talk. Kindly reply with date and time zone as we operate from USA and Asia Whats App us at +6586796684 for more details 03AFcWeA4Q1hQPad8ehihcX-Kaai1LduryokIOVM3wrMH3pqbmIZJ7NPGy4cjbmIYsP8CqQsz9exHf6Qq4BIRTAlb1fAzVTvKDGxgicRLWwGCbCdwE1oPf3hTOfVglxyM_FONGAvYTTcDT5ozkXi5F141lnq-6mZYHr0rH2AJ1klrdchH4nNCL7gd6EQZrf0fcs-Dw_Eowg-GhxsvXcSejqDinC-kgiZJ9uO40ifF7jpbmQIy5DSkrjTondSgNyaIraHwrUSLA9WFg9jPzd1j_A5AjIyp5SA-SGbxlgekiC_Qr-8EonwJX3Vl0YnRJnmaW3c7kaUtTxC7LTztnRy0NbUON734zM2rYHGc9BjjM0fHD3LAsHHEgupoLrLxcrDDglcSxVED0BJdaJRCsadwKiQQgWqqj8HzZ6EoZMA5BfCRs7N1a2oy1teUA8sl7mmiIwJNVqpaWImqgCdrb5z8Fpa7YMot-U2_2aup1UdXZgURcyY01c_0Iz3ksp_nQzZ3X557wKeww_moMaWUcACrykIjdN_39SRB5wq6_po7hRLCmYk2yJxCo86wnTWOEsD58OMHJFyl14dNno-RFYMmjhIc1DvDoGHOxQlv8Vwi9X3lPyYQlpN-IqlHmncHg_iYtdF64k7-tcDUPHRT2l7AaRDyWSIm7WM7Z29QJXSgni9qEZPufWL5JrTIkCgOMmKfYPES5pixYQuYi42aqtoUDQlOC1WZaWDU9pBpOF8XfDmDWIa7Tw2WUBJqHEMikjDl7yjqOceChJvYx 253 152.58.18.15 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 6, 2024 2:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

With the help of technology, retailers now have more readily available access to a wealth of data about their customers that they can leverage to make informed decisions and drive business growth. One revolutionary solution that is helping retailers do just that is SAP Customer Activity Repository (CAR). SAP Customer Activity Repository (CAR) is a component of the SAP HANA platform that enables retailers to capture, process, and analyze customer transaction data in real time. At its core, SAP CAR serves as a centralized repository for all customer-related data and activities, consolidating information from various touchpoints such as point-of-sale (POS) systems, online channels, mobile devices, and social media platforms. However, to truly unlock the potential of SAP CAR, retailers must have the right SAP CAR talent in place.

THE IMPORTANCE OF TALENT

While SAP CAR offers powerful capabilities, its successful implementation and utilization require more than just the software. Having the right talent with the necessary skills and expertise is critical. First and foremost, SAP CAR is a complex platform that requires technical expertise for implementation and maintenance. At its core, SAP CAR is all about data analytics. As such, retailers need skilled professionals with knowledge of SAP technologies, data integration, database management, data analysis, statistical modeling, and interpretation to ensure the smooth functioning of SAP CAR. Data analysts are also essential in deriving meaningful insights from the vast amount of data generated by SAP CAR, as these insights drive strategic decisions related to inventory management, pricing, promotions, customer engagement, and more. Remember, while this technology can help to sort and analyze vast amounts of data, skilled professionals are needed to help execute and act on those insights. While technical skills are important, understanding the retail business landscape is equally crucial. Professionals with a deep understanding of retail operations, industry trends, customer behavior, and so on can effectively translate data insights into actionable strategies. These professionals are also essential for smooth adoption and integration of SAP CAR as they can communicate the benefits and address any potential resistance to change, particularly as they stay mindful and aware of the dynamic retail landscape.

KEY ROLES IN AN SAP CAR IMPLEMENTATION

To leverage SAP CAR effectively, retailers need to have the right talent in key roles. These roles include:

SAP CAR Consultant

An SAP CAR consultant typically helps in configuring and customizing the solution according to the specific requirements of the retailer. As such, these consultants should have a deep understanding of SAP technologies, specifically those in the retail industry, along with industry best practices and data integration techniques.

Data Analyst/Data Scientist

Data analysts and data scientists play a crucial role in extracting insights from the data collected by SAP CAR. They are responsible for data cleansing, analysis, visualization, and interpretation to identify trends, patterns, bottlenecks, or opportunities for optimization.

Business Analyst

Business analysts bridge the gap between technical and business teams, translating business requirements into technical specifications for an SAP CAR implementation. They also work closely with stakeholders to understand their needs and ensure that SAP CAR aligns with business objectives.

Change Management Specialist

Change management specialists focus on ensuring smooth adoption and integration of SAP CAR within the organization. They develop communication plans, relay business benefits, conduct training sessions, and address any resistance to change to facilitate a successful implementation.

BUILDING THE RIGHT TALENT PIPELINE

Building a team with the right talent for SAP CAR implementation requires a strategic approach. Below, we outline four steps to take when building your SAP CAR talent pipeline: 1. Assess Current Skill Gaps: Start by assessing the existing skill sets within your organization and identifying any gaps that need to be filled. This could involve conducting skills assessments or seeking input from team members and stakeholders. 2. Invest in Training and Development: Provide training and development opportunities to existing staff to enhance their skills in SAP CAR. This could include formal training programs, workshops, webinars, or certifications. 3. Recruit Specialized Talent: Depending on the specific needs of your organization, consider recruiting specialized talent with experience in SAP CAR implementation. Look for candidates with a proven track record of success in similar roles. 4. Foster Collaboration: Encourage collaboration and cross-functional teamwork between technical, business, and operational teams involved in the SAP CAR implementation. This helps ensure alignment of goals and shared ownership of project success.

FINDING SAP CAR TALENT WITH BCTG

SAP CAR holds immense potential for retailers seeking to gain deeper insights into customer behavior through data. However, realizing this potential requires more than just deploying the software. It requires the right talent with a combination of technical skills, expertise, business acumen, and change management know-how. By investing in building and nurturing a team with the right talent, retailers can maximize the benefits of an SAP CAR implementation. For help finding your SAP CAR talent, contact BCTG today.

In a job market where talent acquisition is both an art and a science, staffing and recruiting firms have become indispensable partners for businesses seeking to attract top talent. These firms bring a plethora of benefits to the table, one of the most significant being their extensive networks. Below, we explore the advantages that stem from leveraging the expansive staffing and recruiting firm networks.

UNDERSTANDING STAFFING AND RECRUITING FIRM NETWORKS

Staffing and recruiting firms cast wide nets to identify and engage with diverse talent across various industries and job roles. Their networks encompass candidates with a broad range of skills, experiences, expertise, and backgrounds. This diversity enriches the talent pool available to businesses, enabling them to find candidates who not only possess the required qualifications but also bring unique perspectives and insights to the table. This passive talent, often referred to as the "hidden job market," can be a goldmine for organizations looking to fill key positions with exceptional candidates who aren't readily accessible through traditional recruitment channels. Furthermore, many staffing and recruiting firms specialize in specific industries, like SAP and IT, or job functions. As a result, they develop deep expertise and insights into their respective domains, including knowledge of market trends and in-demand skills. These firms can effectively identify candidates with the skills and experience required to thrive in niche roles, ensuring a better fit between candidates and positions. Whether it's technology, healthcare, finance, or any other industry, specialized staffing firms can offer invaluable guidance and support.

BENEFITS OF THESE EXTENSIVE NETWORKS

Faster Time-to-Hire

Time is of the essence when it comes to hiring top talent, and instead of starting from scratch with each new job opening, staffing and recruiting firms can quickly tap into their existing talent pools and network connections to identify qualified candidates. They can leverage pre-existing connections to reach out to potential, suitable candidates and facilitate the interview and selection process swiftly. As a result, businesses can reduce their time-to-hire, ensuring that critical positions are filled promptly without sacrificing quality.

Scalability and Flexibility

Organizations often need to adapt quickly to changing market conditions, which may necessitate scaling their workforce up or down rapidly. With extensive networks, staffing firms can source temporary, contract, contingent, or project-based professionals to meet short-term staffing needs. Whether it's filling gaps during peak seasons or covering for extended employee absences, businesses can rely on staffing firms to deliver qualified candidates on demand. Additionally, staffing firms can assist with long-term workforce planning by identifying candidates for permanent positions who possess the skills and attributes needed to drive organizational growth and success.

Mitigating Risks

Hiring the wrong candidate can be a costly mistake for businesses. Luckily, staffing and recruiting firms help mitigate these risks by leveraging their networks to identify candidates who are not only qualified from a technical or skill perspective but who also align well with the company's culture and values. Through comprehensive screening processes, including interviews and reference checks, staffing firms ensure that candidates meet the employer's criteria and possess the necessary qualifications and cultural attributes. This thorough vetting process minimizes the likelihood of mismatches and increases the probability of long-term employee retention.

Geographic Reach

For businesses with multiple locations or those seeking to expand into new markets, staffing and recruiting firms with extensive networks offer a valuable advantage. These firms often have a presence in various regions, allowing them to tap into local talent pools and provide insights into regional labor markets. Staffing firms can also help businesses navigate cultural nuances, regulatory requirements, and other factors that may impact recruitment and hiring processes in different locations. This ensures that organizations can build diverse and effective teams across their operations, regardless of geographical boundaries.

Industry Connections and Insights

Staffing and recruiting firms are deeply embedded within their respective industries, forging relationships with both employers and candidates over time. This connectivity provides access to valuable industry insights, including emerging trends, competitive intelligence, best practices in talent acquisition and retention, and more. By partnering with staffing firms that specialize in their industry, businesses can gain a competitive edge by staying informed about market developments and benchmarking their recruitment strategies against industry peers. Additionally, staffing firms can serve as trusted advisors, offering strategic guidance on relevant initiatives tailored to the specific needs of the industry and, ultimately, helping to ensure businesses get the best fit candidate for that role.

Brand Enhancement

Employer branding plays a crucial role in attracting and retaining top talent, and staffing and recruiting firms can help enhance their clients' employer brand by representing them positively to candidates in the market. Through effective communication and relationship-building, staffing firms convey the unique value proposition of their clients as employers of choice. They can highlight factors such as career development opportunities (which are extremely sought after in today’s candidate market) and employee benefits to attract candidates who align with the organization's values and aspirations. Moreover, by providing a positive candidate experience throughout the recruitment process, staffing firms contribute to building a favorable reputation for their clients, which can have long-term benefits in terms of talent acquisition and retention.

PARTNERING WITH BCTG

From accessing diverse talent pools and accelerating the hiring process to gaining industry insights and enhancing employer branding, partnering with staffing firms can yield tangible advantages for businesses seeking to optimize their workforce. By leveraging the power of these staffing and recruiting firm networks and forging collaborative partnerships, organizations can position themselves for sustained growth. Contact our experts to learn more about working with BCTG for your SAP, IT, or AI staffing and recruiting needs.

Last week, our peers attended the SAP Sapphire & ASUG Annual Conference in Orlando, Florida, where they gathered with industry leaders to discuss the latest SAP developments. They reported on conversations about the industry's growing investment in software and the necessity for strong change management practices. Attendees were also among the first to hear exciting announcements from SAP, including new integration capabilities for its copilot Joule and the acquisition of the digital adoption platform WalkMe. Below, we outline three key takeaways from SAP Sapphire 2024.

KEY TAKEAWAYS

1. INVESTMENTS IN ARTIFICIAL INTELLIGENCE: JOULE

SAP announced highly anticipated news around expanded integration capabilities for Joule, its “natural-language, generative AI copilot.” Currently, Joule is integrated in both cloud editions of S/4HANA, but it’s planned to be available in SAP Ariba, SAP Analytics Cloud (SAC), and multiple supply chain management solutions from SAP in the second half of this year. There are a few particularly impactful use cases for Joule. For finance teams, SAP Fiori applications now benefit from Joule-enabled insights, with the copilot able to summarize available data and produce visual data narratives in a quick, efficient manner. Further, for human resources teams, employees can use Joule to get answers to natural-language questions about their organization’s HR policy documents in SAP SuccessFactors. As with any new technology – and especially AI – we advise businesses to remember that the tools here will only be as good as the data upon which they rely. As these AI copilots are adopted, firms should work to ensure they approach AI with strategic intent and also have a mature data governance strategy in place.

2. TOOLS TO SUPPORT THE CLEAN CORE STRATEGY

SAP's "clean core strategy" is an approach that emphasizes keeping the core enterprise resource planning (ERP) system as close to the standard, out-of-the-box version as possible, while minimizing customizations and modifications. At Sapphire, SAP announced a few new tools to support this clean core strategy.

New capabilities in SAP Build low-code and pro-code tools as well as in ABAP Cloud will offer a major advancement in SAP’s clean core strategy for ERP customers.
ABAP Developer capabilities in Joule will let software developers write ABAP code using generative AI. The first features here will be available later this year and allow developers to create ABAP business objects using generative AI in SAP BTP’s ABAP environment.
Guided experiences in SAP Build Work Zone will let developers create step-by-step line-of-business workflows, simplifying complex business processes through automation without custom code.

As firms begin their S/4HANA journey, leveraging these tools can play a role in helping reduce time value on the transformation.

3. LEVERAGING BTP TO SUPPORT THE CLEAN CORE STRATEGY

SAP unveiled new diagrams and reference architectures for solutions developed using SAP Business Technology Platform (SAP BTP). The updates are designed to accelerate implementation project timelines, help customers optimize operations, and streamline integration processes for businesses using SAP applications. SAP BTP is integral to the clean core strategy, allowing customizations to be made as extensions rather than modifications to the core ERP system. This approach facilitates continuous updates and innovation without disrupting core functionalities. Ultimately, leveraging BTP and adhering to the clean core strategy can reduce the complexity of the support landscape and better position the solution for future updates.

LOOKING AHEAD

SAP, like many enterprise software providers, is choosing to emphasize the power of AI when partnered with its platform. Whether this bet pays off for SAP will ultimately be decided by the utility that its customers see in these new tools and the innovative ways that customers opt to take advantage of them. To chat more about these takeaways, connect with our team today. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Mary David mary.david@votecgroup.com 86796684 Other (Kind Attention to IT Dept / Sr Management) Agenda : Partnership Proposal : IT Services + Staffing services Greetings, We tried to reach your desk number MULTIPLE TIMES BUT NO REPLY…… We saw many postings of your organisation on linked in …We are urgently looking out for IT services Partnership to expand and support your existing service team with our LOW COST IT project Service+ Staffing service MODEL. please contact us below for more information. Kind Regards, Mary David Partner Account Manager may.david@votecgroup.com +6586796684 03AFcWeA5s-7cfn6kKwL3zhsR2sKtDZFjMMnZshiW-49Qq_nHg7mHghRE9ZtiZ08SkLaPVjPUlXou411pFocKMw5Q5ZGLdF8SgVptSlL_ik8Ot6A-X3xZkAHO-NAKC-oGoaeELNmO7BQC0bmdTKra9zQhGV63UUMJstXewvG8hvPg7yL_FnycihrpAJ5z-KF6TcZZ_MyE_4ot9ybglZyqTc098SnOs80iP-VXrHXOtPs_F4W4Dp-m_5ReNDot4tOw7Ub_x20pOxrGr1Pwfw1qQVwVP9FXhOZMudAh_5LyKdBoiAeYpxwob3gJzDF6ClXlzIJiy-8aCpCP74Upf0QrTNmALWAPWoAZSKHqdwC5aUhcO_QfvdKGsAO1Vg02AVGwXMb3XVxedHtsF2PnGrApujQby-NuFUqZTgh9TZhTao3rMCf44sEhIteaT0ch6u9ABqQvViqr_KqoZI70lCTqonAQRqoreg9vtNpMxrAcLj7VpFcA1k2xngF0peCXCKNLAridAFl4qPSu8g5tvuLcc3KO9-Y-H9e_K5bM8jNVw5Xq3yjYkAuRg7exN7lL25KtzeXvRu2r3gIop8piL0wiY3pwum_dtLo6F0m693DNh7yWlTEgTIdgJK1WSKqMkXi8X3oaRStyuiM0CSn7rzQxm6QpUiz8VhwSDnD2qwZl-ku54r295MIJ9Uf8 254 103.76.11.7 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 18, 2024 7:18 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In a growing digital world, the demand for cybersecurity has increased substantially, expecting to continue its growth by nearly 35% by 2031. This growth stems from organizations increasingly seeking solutions to protect delicate and sensitive information. This is especially true as individuals worry more and more about technology breaching their privacy and personal information. Although demand is high in the cybersecurity industry, ensuring it fits your goals, skills, and future aspirations will be vital to succeeding. Individuals interested in pursuing a career in cybersecurity must understand the nuances of the evolving and fast-growing industry and what it requires. If cybersecurity may be your ideal professional path, consider the career aspects outlined below.

What to Know About a Career in Cybersecurity

Education and Skills

To start a career in cybersecurity, individuals will need specific skills, education, and certifications. Particular skills and programming languages may vary depending on the organization and its needs, but regardless, entering a profession in cybersecurity includes having a certain level of education and skills. There are many education pathways for learning programming and cybersecurity; however, two of the most popular include (1) attending university and getting a bachelor's degree in computer science or a related field or (2) taking an online course or bootcamp that provides relevant coursework. The skills required to enter the cybersecurity field include proficiency in a programming language such as Java, Python, etc., analytical and problem-solving skills, and an ability to stay up to date with evolving technology and its implications in the field. Typically, bootcamps and different educational pathways will teach you these necessary skills and provide relevant certifications that accompany them. Certifications in this field include CISSP, Security+, CISA, and many more. Your specific goals will also depend on what certifications are needed.

Industry Awareness

Understanding the industry and market demands of cybersecurity is crucial in finding your niche and achieving success. Cybersecurity is a fast-growing field, and as technology becomes more sophisticated, cyber security threats become more of an issue, specifically for organizations that value keeping information private.

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[wpforms id="26670"] Contributions from Leah Harding

Raymond Russell raymondrussellofficial@gmail.com 2528016471 Finding a New Position Hello, I came across your ad for the Enterprise Recruiter position, which led me to your LinkedIn page. Is there a direct link where I can apply for this job? Thank you. Raymond Russell 03AFcWeA7ZjjKBocuAZJvR-D4e-d4qRA0dL-ErCMdM9oI4uPR-7KeCJx9E1aEKzQA1b41JYKx7qdXy0jNHbU1fgvxVgaO2HIaovrWqIFKFN1aPODYTJtuZT5E-G1DR0yyc98MxJnipG3Ky2kovG2XmRKvWlS9DpfKSzizxfcstH6yE5gUOTru1PMlt4mDLDEMCOn9crkUstqUtkyonS-d1fRG7007RDZDO6vyNZLYOtzzZNfvB_RF37hOQa8lp7lmGbCLOTxaMwvmd_7GKFBBf02gno-hT2IhGRxufGhr5clC65JsqUoaYApq0MQMrM9MZg5MAFuF362I5JsijYvcECrQno4CuHx_sK1EhYn8sd3MUpuHhSpHExwimD7CLvRlK0vt6pOULS3WDt9OH_0PdlZ_jG-X4ZW-wKSMsTgT7w9pt-UxRMswBijHue5BjtKjl1PkU32MJQtMOcvoxpXHh3os1QEjD56aiZ5MlF69kvT24ZGdupzUoTw3ejvKqEJ1UCo9t6BEBUGtBfLilxGIzjMtpuDQSER3tQ8y7QStFsc0PR0SOLFTX2BJ5N0iqiTSBkvHZpm3IoKlvDf8TsvP0jbcKmgUgQjrbxf1LLdSE9evD5OhzSlo6Gwhp9X4WP1kvLiGPgQ5qQU1FZdE04Kkbzt5vzu3n2O_EBnqxo1PCrYyWTH2XNxo1LRMjAu-zRuoPieeB63w2L5ws 255 47.216.147.176 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 18, 2024 11:59 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Raymond Russell raymondrussellofficial@gmail.com 2528016471 Finding a New Position Hello, I came across your ad for the Enterprise Recruiter position, which led me to your LinkedIn page. Is there a direct link where I can apply for this job? Thank you. Raymond Russell 03AFcWeA4IWlXpxMP0NviICVmb22CCnNBIrLq-QyaQ6K5AiNcL-VmUt4Mxpp0ZiHFXzsBZ8jnDqDybb7IoeDAItXxfRQdz70dzxEt99WTZbLmMiAOvRXQu7GeGrW33NAdCSC7W49ddpF_2I9AbL3UHbcyILPtTz0DUAkKKHRgQoe_OpXXe3qNpLC_8TwTExZSCUvuW2jy4LhA8RcGb0-dJq7tV5x1psBk4bpvuAgUi_7_1h0ghmlCD8t9JNtCa7KJagrS30Ap1pZDSn0eGb8GYiO3VVkRRadDwI6VDRPVMIE8_b7GFRkwfozzU5qDAt2QteHlsh9mk2pTApT6yED1RIi5uGLHYMpfGSKF4ha2ouNopXn6YjTRFMSRb63kmR6ZuRIPKGuA7MNflEIiGNAMwNAejOOlU1uihNCJ6Jl0-Rv2XkbvfGoXxjU-cVALgt-d3HlQHFWuRJ3MBGtTvMBuwdzIcckE_E8UPA8griGoUWAuiV-Eng_vZatd8BnO2gdX9kBgFXUA2Mk9ziqM3MB1Yt-PQNpfikEHn8kBSmAzp7M4nfb3emsXDGsu9DhAB-YQZT7yr4Juck05MxESECellUqoI0VK03TgHBBPycLeNsZv2utAgs-MrgnY3zAHyMuzZd81ezFUuN4uefp5cYz2NqXJNf8GkOzFDNoJN1BJu0_-f8ji6uknE2uk 256 47.216.147.176 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 18, 2024 12:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Mid-size consulting firms serve as indispensable guides, offering specialized services and strategic counsel to organizations across diverse industries – from retail to wholesale distribution. Amidst their pursuit of excellence and innovation, these firms must recognize the profound significance of diversity and inclusion in shaping their trajectory. When taking steps towards improving diversity and inclusion within your firm, you must begin at the heart: your people. Below, we explore the multifaceted role of diversity and inclusion in staffing for mid-size consulting firms and how it ultimately can lead to organizational success.

THE ROLE OF DIVERSITY AND INCLUSION IN STAFFING

Innovation and Creativity

Diversity in staffing brings together individuals with a rich tapestry of backgrounds, experiences, beliefs, values, and perspectives, and this mosaic of thought cultivates an environment primed for innovation and creativity within consulting teams. When employees are empowered to voice their ideas freely, they contribute fresh insights and novel approaches to problem-solving, thereby fortifying the firm's capacity to deliver robust solutions to clients. Inclusion ensures that these diverse voices are not only acknowledged but cherished, fostering an atmosphere where every team member feels inspired.

Client Relationships

Clients entrust consulting firms with understanding their intricate and varied needs. By assembling teams that mirror the diversity of their clientele, mid-size consulting firms can forge deeper connections on personal and cultural levels. This alignment fosters trust and rapport, ultimately bolstering client relationships and elevating satisfaction levels. Inclusive teams can better navigate nuanced cultural landscapes, facilitating more effective communication and collaboration with clients from diverse backgrounds.

Top Talent

In a competitive talent landscape, exceptional candidates seek employers who champion diversity and inclusion. Mid-size consulting firms that prioritize these values not only attract a wider pool of applicants but also cultivate stronger employee retention rates. After all, employees gravitate towards organizations where they feel valued, respected, and supported, with a CNBC survey finding that 80% of respondents want to work for a company that values diversity, equity, and inclusion (DE&I) efforts. A commitment to DEI signals to potential hires that they will encounter equal opportunities for growth and advancement, irrespective of their background.

Fairness

Unchecked biases can taint decision-making processes, perpetuating unfair treatment and impeding progress. Through the implementation of inclusive hiring practices and the promotion of diversity at all echelons, mid-size consulting firms can mitigate bias and promote fairness in their staffing endeavors. This fosters an environment of equal opportunity and nurtures a workplace culture where meritocracy flourishes.

Brand Reputation

A commitment to diversity and inclusion not only enriches internal dynamics but also enhances the external perception of organizations. Clients, partners, employees, and stakeholders increasingly scrutinize organizations' diversity initiatives, holding them accountable for their actions. Firms that prioritize diversity and inclusion underscore their values and dedication to social responsibility, thereby fortifying their brand reputation and positioning themselves as progressive leaders within their industry.

PARTNERING WITH BCTG

Diversity and inclusion in staffing serves as a foundational pillar of success for mid-size consulting firms. After all, research consistently underscores the relationship between diversity and performance. Companies with highly diverse teams see a 2.5x higher cash flow per employee, while companies in the top quartile for ethnic diversity on executive teams are 27% more likely to outperform competitors. For firms looking for help with their staffing processes, leveraging partnerships with staffing firms can significantly bolster diversity and inclusion efforts. These collaborations offer access to expansive talent networks and specialized expertise in diversity recruitment. By working closely with a staffing partner, consulting firms can not only attract diverse talent but also promote inclusive work environments through tailored guidance and support. Learn more about working with BCTG for your talent needs here.

AARON LEMON aaronl@mtgpros.com 2483271719 General Inquiry Hello, I was trying to get in touch with someone in HR or payroll who i could send a verification of employment to. Are you able to help me with this? Best regards, 03AFcWeA4ch2sPEozjz96RnmJGXCFSfrG7LUez1F5DYNl4aLs1hRvBorebEOGzTSgC7hoRIv10ZwEHEfp7U-d7yTCPIAfPymP86revrE4U7-DgJ9AcxUwnPUf-F9T_9Qmy8sglJRMcprPmW-Y8F0bNxzaIGHEm-y2XJ-ssNv1px0BlVftoD_KeiTRCU9cmQBKbIDJV1EzQT73Vrenl7t5t7cYR66LN2sty-aTwUMRMEtUmAwkR1HQ0pkc_kpCHwt17ztZyi8KNFmIkwSVGoM7KEFqk26lOJeP-Zft2j2kjVHzhcQ-l8uBHpkSs_394wQko303YbuTvVhnVJGm87tkMP8dcyr3xVACLhTkxDMqozOqxIMhneBTGpX4YXzcyQhywNBWRAfpWUyFpLWBjWPcUdFqzHdcHN4WMVvgM6nVCCBwSpbNe9Mz8YrqSIh7twm9KXfFKHGskheo7GhlNEStNrAbZLkI3tUPb7YCt7N4iHIJ32zwuWZX0PKiK3QldVZMfgG2wW7ISUyJnQjWwxHVL1bQNb_j46C8kIMM_0fcBLgrbQDD1CNnDYN_hO_ii__mLk8PA8gF5txh9Y0o1e-ek2Tkx0rp4g1tyCwNHJChI9c77R_Es1n1Mno6hNbQIIny099y60L1IFvZCF9BK-kWyfRWXMBXiffnjiKB7bEM-lwkp-rBShH2quI8 257 50.173.164.26 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 Edg/126.0.0.0 https://bullcitytalent.com/contact-us/ June 20, 2024 6:10 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

AARON LEMON aaronl@mtgpros.com 2483271719 General Inquiry Hello, I was trying to get in touch with someone in HR or payroll who i could send a verification of employment to. Are you able to help me with this? Best regards, 03AFcWeA5fnGVEdOanwYawysQKzg6idWN1bCU2RWeyRGja-onalFHE-CB4mBjebwS5JhGmnrRrau3MobQh3lJyEUQEEyXzRyvb26Qvau-Gu5MUE2oIJtf9yeHCr_fSw_onm7uRtp59nLJpFfKbi02NJB4pcB9oLZHD0blcIVonkZlDzPqWzzWtjzVIqIWHUpOyT1B-f9VMgQc7KZNBKB17y6aCYrD3oQPI1mNIUkeWlLH7FtczNJYEmuIpMWzEqPCBJ87FSuDGms_78yZf87UQNGCJw_7RNfeDflaZDnZ4sxzNh9Jm1vuppi1ffSzW2W60UWeqRhbsUPi0v2jc_ZhOvpiF5of3q9ov-uR7wE5WTQ40QQzqMNJ41is2TcG3DezLeTATkZICLTEqgqQEVMvAAj02rwsfLs8Vh_uAPFMrKz_aacPDyi4HeS20102WPzF92Ne_cuwXyq7tt5p4Nd5OelFTDbPbtGHFmGqvzlqFgQRgDKO4_b32mjhcOJN2atp8L1nxGQPalDCERSe5Lm_YK5p1YbG4cgdGBRRp4d91cs5K33H1E-ePD1uC2l7hqetSX4eGGz_SNokhNbOSOc2MRXDWEgZBVqYHmiVEoQHXFjboBV5cQZbk0ebohdC2QgIhKGSjoaT91bc_-3kO6eIqBtEUuzD779Yitl63jBJA6VZwx7SAaqsxyFkJwvRXIQScMwgZ4yrdLlso 258 50.173.164.26 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 Edg/126.0.0.0 https://bullcitytalent.com/contact-us/ June 20, 2024 6:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

AARON LEMON aaronl@mtgpros.com 2483271719 General Inquiry Hello, I was trying to get in touch with someone in HR or payroll who i could send a verification of employment to. Are you able to help me with this? Best regards, 03AFcWeA5PeKg2t4zuQP-pdVJIo736mZOrfoSeOUMQyeW_IxJ3Yi6M8tEVzpjx01BcpPW64za-tQqVbw4FoWexPbLHGW2OTCLGUnf9-PKJHEiteJQ2qmfFBjfP2YEkI6rRfguY81dlnp70vktrWYtcR36aPhpubYaO6AbBTyW388PtCXPDGRykAfVRBJXdzHZmRACTx62yboEg787wRA4mF4W8PuJzzfhOnH1HYlLls5JLaehsLoG2PyAZk7O-KUO6dKNoY9QDJ18HHmo3I-lzPPFNYXS_F1FQvkvqTsve5POeITaIMGkJRQiNsjBSQWxKgIRdCYcLiGYufNCGDato-20DQwKivhrjuZo2QxA4JljEN8G2KneCuG-BDvnua59WfTU_P3mI7xDcaERdk46WVFqTXIYiA9zwTOe1_1BMMS3TbmAn5VR0hjv05p8iwoMgSBN7ffDI2VP6kShacrwew5xPWm8fsuMjCMBF5oibb3bnP8_Np_H3-xCxX0Eq8D0Rf_om0TkSna6i8hYbM3aSMKmwDQ4jHdjz_M273y4Gtap-kpnVUYfN6MbKHgg5PnWSmqApOuLzYe8VPGZ36KnhwsZZsJsjwTUg1uHLXtmcY3HndA0ulOsAbmB53Le7MMty5RCddQUAGgI5whhOBAMsEW5AxsBzwxvtfIs9Ur99aaEDKOrfrEzoVUM 259 50.173.164.26 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 Edg/126.0.0.0 https://bullcitytalent.com/contact-us/ June 20, 2024 6:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Paul Lindsey paultlindsey@gmail.com 9045182499 Finding a New Position Looking to speak with Chris Karaces or another person in talent recruitment about a possible BA role. 03AFcWeA6bg2Nj2Armc8oBgEKKtJo8VhKLFfWCDpLg4yTiSp9S8xt54HBob3iaBtsT9Jo_BpatVJUGz84w70zalUH6bQK7juSyI5TADwWZ4ldC-VoLn-5DjV9xoaDNmgQuLz8FLckYfiNMTXGFaVSg0l0OK80eaGN17v2zXxmH8PLR3cEIHYpD7hN5lH0N1W3crAnITZqFmhgiQJQrlB0IJNAzSfUFQXW1T0JD93OncH7V47uxCr-Gm7ZE12LbX5e9DBGkbhEheGsvPzaSFJADZxVaKjBNYkAeIbou_tcWY7Yg_euvRGtHuHPaM5ExhwlicKjyHgddJDXOwK-D_-O7HxU3WkRkGJsChnM94YDHNkUQg9Typt6kdwbEL_Dx7bdyuALtdvRFbF1fhMuuTjdrsJ98u1vnfInv6DLerqWuXoru4HRZ1-GIN4j5ylfgTW8Y7Al3aTvuzza8KYP5aE0bxygeKGEBkEy8L92migf7b3MwnDBoGms2ai_BPPASKKJukRYvs5E1z-6J-x-jn4TnX1BpKeVMs7L5gKDs_9WyfoD8nUWOuiSQL69z782Ow6cY2BvmJoqn8II-xXtw_gFApcKmT8m2VFCirhpn8xl7DDCkfR3fIm_DGetXX3nmUIYwGlx-FCMfeNFaZk06f1SspqrbY0jc3VeVaJ5UeJ_PuDwGxsDnsfH3s0x-u6h_5kNRDx2AIkdlu4CssW5nD8LFPxg-5GILu-VSG3HhqkQkmtEobKfYdeCvXV4 260 174.225.95.130 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/126.0.6478.54 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ June 20, 2024 7:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Paul Lindsey paultlindsey@gmail.com 9045182499 Finding a New Position Looking to speak with Chris Karaces or another person in talent recruitment about a possible BA role. 03AFcWeA4DyPLcZeSnlGi5rI7Ra7hsDguMGX3SrrWS9axRqZDDltiw6d0hO-X_PuXYFWYyFyR46wQjOjwzCXnxkSfqKmLl9Nta5hGfAvddxhSCguOvYDru4YggzWpTmDQTreMJgzgcdUxwx9jUzFSKDTROX-aSTnHGfUGmLo9D5SI8PtZIM1e4m27aPW9I0rMeOejlJHGNVrbXYpxba4kVSf0_Cdnv5hZ9HXuvKz4PMWHqyqqP9JXbFIXjA-LZuv5v_jRGzf8XslmLx-4bZ_YxBVoT9FGgNUhY2fySGpWI61l-z_-nIPgbPzxKaSjl7n4G1tak5AqFQvM0hDV_1NtiVFYd1VxBNRCpX5vx9rhgzWHTPLFiOkAGm2qupEEfh2xy9xWCZnT1HBv6TNh5IIcV2bR0OmS6mt4SqvMc8qJQfFK5E3VuswypWDfPl4-6kXHM2Hr1sPG-UnyF5txxIq8VC73lTd_swgbQmtGsaxJ9Tw2y9_yivQ519CHHF2ehJbBIXNXwu4BlvHR85s6dBb86wIGnqlH2DTYvM1Z3isGGNeN3TsJ_DlhAIkwyF31cfnCxucvcBdwV0PEMw88SfXKQPvzO1kzoQEyYlpbLsaN98DEApI5lbVMfrGO0jCCqJeWjKF5Rq41JNtq-sjQG-y8yIIExuaV9oTvnQFS-QxElr6lcZs1JWo3J151CCSi2dEagKyN53lmAStuy5AIB_HAVhFMW6hjpyE6MaDPToIetlFgcdiAuWxOavx4 261 174.225.95.130 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/126.0.6478.54 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ June 20, 2024 7:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In today’s increasingly digital world, there is a continually growing demand for SAP consultants who can manage SAP solutions and successfully integrate and maintain them within different businesses. Navigating an interview for an SAP consultant position requires more than just technical expertise. Stand out candidates will be able to showcase their technical knowledge alongside their interpersonal skills to show how they would be an asset to the company. We’ve outlined some of the most common interview questions for SAP consultants below.

Common Interview Questions

1. Can you tell me about your last implementation project?

In an SAP consultant interview, companies will often opt for more open-ended questions, giving you space to talk about your recent projects and have an open discussion. Be prepared to explain your implementation strategies and their associated challenges and compare your project experiences. You might want to dive into how you customized SAP solutions for a particular client, and it can be useful to highlight challenges you faced and the creative solutions you developed to address them. Showcasing your ability to adapt to individual project needs and complete a successful implementation can set you apart from other candidates. For example, you may respond: "In my last project, I collaborated with my team to implement SAP solutions like SAP EWM for a manufacturing company looking to streamline their internal operations. Our strategy involved identifying weak points in their business process, so we created solutions that could address them and integrate cohesively with existing systems. We faced challenges with data migration between systems, but after establishing a data standardization process, we were able to successfully implement SAP solutions personalized to our client’s needs.”

2. What strategic advantages do ERP systems provide and how do you utilize them to encourage organizational transformation?

Enterprise Resource Planning (ERP) systems help to manage company resources, and expertise in these systems are essential for a stand-out SAP consultant to have. Pursuing an SAP certification can be an effective way to certifiably demonstrate your expertise with the ERP systems, and if you do not have an SAP certification, still being able to identify and navigate ERP systems and other big picture items of the SAP world can still set you apart as an SAP consultant. For example, you may respond: “ERP systems present strategic advantages such as enhancing data analytics and encouraging interdepartmental collaboration. I leverage ERP systems as an SAP consultant to optimize a client’s operational processes and encourage more efficient management, helping companies adapt more effectively to market changes. I have earned a certificate in SAP S/4HANA specifically and have expertise in customizing this solution for each client.”

3. What experience do you have with different SAP solutions and services?

To stand out as an experienced SAP consultant, you should be familiar with the different SAP solutions and bring a variety of technical skills to the interview table. Be prepared to discuss your knowledge and work with in-demand SAP solutions, such as SAP S/4HANA and SAP Analytics Cloud (SAC). Demonstrating your technical knowledge of these different platforms – especially those that are niche - will show you have the experience to be a well-rounded, valuable SAP consultant. For example, you may respond: “I’ve had the opportunity to work with a variety of SAP solutions and have gained expertise in identifying the right solutions for each client’s needs and goals. I’ve completed projects with S/4HANA, CRM, and SCM helping to streamline client processes and improve customer relationships. These experiences have given me a solid understanding of how each SAP solution can enhance different companies.”

4. Could you provide an example of how you’ve contributed positively to the culture of a previous workplace?

Outside of technical knowledge, assessing your cultural fit within a company is essential for the hiring team to determine if you should fill the open position. Recruiters will look to see if you can adapt to a new workplace environment and culture. As such, clearly communicating your values and priorities is essential for determining if the position you’re interviewing for is right for you. For example, you may respond: “In my last position, I understood the importance of continuous skill development for success in the SAP field and I organized monthly workshops where team members could share knowledge and brainstorm new ways to improve the implementation process for individual clients. This created an open, collaborative culture for our team and helped all members to stay on top of new skills and developments in the SAP landscape.”

5. How do you evaluate the needs of your client to ensure a smooth, accurate SAP transition?

Recruiters need to know how you handle client interactions in the role of SAP consultant. Not only does this show technical knowledge of how you adapt solutions for individual client needs, but it also can showcase your communication and team-management skills. Expert consultants will understand that each client has different needs based on their size, industry, and other differing factors. By also prioritizing soft skills in your interview, recruiters will get a sense of how you would represent the company if you were to take on the position. It’s critical to provide a specific example of a client evaluation you have completed in the past to fully illustrate your experience with solution personalization. For example, you may respond: “In my previous position, I worked to individually customize SAP implementation plans for each client’s needs and goals. For example, one of my recent projects was with a multinational company, and understanding their need for solutions that work in a variety of regions was essential for creating a tailored SAP implementation plan leveraging SAP BTP.”

Final Thoughts

In the growing world of SAP solutions, SAP consultants must be prepared to handle technical and behavioral interview questions to be standout candidates in the job market. From answering about previous project experience to how you navigate client interactions, being prepared for any type of interview question can present you with a significant hiring advantage. These questions are only some examples of what you may see in your SAP consultant interview. To learn more about how to prepare for SAP consultant interviews, speak with our team at BCTG today. Contributions from Sam Weitzel

Gilberto Borrero g_borrero@yahoo.com 8284175968 Finding a New Position I am a Business Analyst/Scrum Master with over 20 years of experience. I can interview and start immediately and respectfully request an opportunity to speak with your organization. I can be contacted at the number listed above. Please give me an opportunity. Thank you. 03AFcWeA7o_TSBEtm2uM_ESMJUyMnS8N76lpP6xR-mwiIdvJqw1B__-bhr_DLaKUXYYqrk7ehb_knhbGqn9OJdZvGHRgsurAPCwmmXeovCBrTzeNy38f7go20rVFGxS7ILFltPWwjtXFYNApwVVBqSnN4frTJ0GQlz69n8alBireuJ4xEG_KsAFf6A97DLCOr024pDNke-YSUSCr9BpKohYPQPdaMmq4gCNxPYK5gvtpKTrIu31xn53yO19wFJupq-RGvTJze6jbD17XO4ur764KDOoFcLHlop3i4r_3A7tzkmBIa0gaa52L4PrNIZ46XQE-M-0VROKVop5dOX6I9umk-p3T8h8kGtjff8FfCInHPsFJheCPEUF9oU2-JpklIMtmR0Got-aj7mTXWEBX25noSWOhC8Gwrcs67IfUPmYj1YNomoO58ichhYNTlwT0-D25h-lefQu9z8G8thjFjmz89iOGHlXdkS9cmUFcLubK5bjsokEahzMlu8lTJ7dzaiJg5B1KFMV9ibY73mT3_lrtE5fyYcc9xa9Zb8K403HaniELyqD3h5aqutp9FwslV-qo99759IfKFb-34vS8ap0zMs94J_N5w9GvNjXsCdlD4XziOSCDrExBIX3lAlEXQZSy3VYKuKkamSh0ltppMzQj66AxSQvmk6nKMgHc03DBfkqq_YYS6VDOGnQuHDtFYNy-ndYd7Jxw5VLdU_I-QMYYab7IZfcKkBj5c0TCJQ-a3WNzSW_akvZA8 262 23.115.85.115 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 27, 2024 3:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Gilberto Borrero g_borrero@yahoo.com 8284175968 Finding a New Position I am a Business Analyst/Scrum Master with over 20 years of experience. I can interview and start immediately and respectfully request an opportunity to speak with your organization. I can be contacted at the number listed above. Please give me an opportunity. Thank you. 03AFcWeA5TxDCzHo_7rkvPg-IYzwlhgG2dTbL2qqDquj963ulo831bk5DaEmqgbkZzzMr3cYgUhAJOJa8ygMsEGWyp2ifScl2eIPOrDixC5CgZ6C23RCEuhTNtIxmE4Mk7RXnHvdCljBaeqVryawdYB7DfhKOsd6mOy05h7-7lE0jk9Zk1aaxK5JpQw3hoNvYO_Wd3plY4AFoMyKO16wgznvc4-43ZY2TDSreVwkmwmE4GzQW8IpPStn8m7sJPY9u3zVhyyqvE2erIvemtGKc2KkDmCHz_WH146IcCjFwBM6xnznpSaCDq2Bb4m2r51iXZi_CP7qaSIxUAgaBbelB23IaKPwCmjstzeyVxhr304W9ze3Fx7_jGaftn-kWDF_9IyotbuSsEY3bujD9aBCTLckIBqV54ECvybhLuVO5QVueiKMqiWcaLGxccvIhLyVfxcc0VKcAUWC11sVbzmmKpQIuttaUARj85FQPjSfrtrIXnTa0zgr7RYA2fPVRokhotMp3PjjGP8qsRQuUe1uACBrBsrrv7i4CB8FTRD1iKl46RtKAtHRh5zu2pFc4XdLtyY6V4pLTYUOcokUCVizxm5yEk89kBJs_6iiOMKpPykxD7fsFgmc2KJdXtY6MybGrQKD-CaKBngPD-CWLGh-BlkY9jIej3lbR5BvC_in-8lJ5CETTHpY3qu1XCIepigtVGODeSu6ancdJABpBnlCDnf48Ca_qLnq9zZNHizpH6quPXt_CAukPbyRg 263 23.115.85.115 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 27, 2024 3:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Gilberto Borrero g_borrero@yahoo.com 8284175968 Finding a New Position I am a Business Analyst/Scrum Master with over 20 years of experience. I can interview and start immediately and respectfully request an opportunity to speak with your organization. I can be contacted at the number listed above. Please give me an opportunity. Thank you. 03AFcWeA4v9wyvoHXlVQTArvZww1ftkPSWDTm6yEWtCJ102yN2aa4HKiQR_P1RnC_W1J8ot9PVbYDYUKF9_ZEfsHBzm7X1uS1mAvSv6sAahjMlVOg2ZgBI_L640Q1XohxPqCZntCBttH_zLVgwsG-GA3lwn9CAHdZg6qwtjJ6JA5jIhtzvlz4iJmz8hW89DbVlRNRbSoUqv2OCYUrUaKtpcdU6jps_5U62narxzouITqU2AcgWsLuIRDsobafsK9DT5EyLyl9gKa1h-swTYqlJgcXix93pgT6Fr3nJRECs9Lyak-BEq2nLboVqWiHNTgaWuk53NCit6ufTjeFWaKy-hSrGN0Wa0v4lAkHdw1YQY-2ffkt6tOTo86yArOWgGfAEj4HzH2xT2gpI7QEdmaSYnKSYycQv3V7CaSiuHnNdn1vgKpi1ucP5BCbkk5USnOh-rXf2juDHyPi1sn_SuZwyE8S6X_FjST7m_yVqTYJtR5BTLlw6cWwGDUiCXqEH72ya3CMlVIcSDTZ0Zyu_2B0EiuuuFMR-5Zil6uQYrV2uKL5N3VNKs5ZLanfTLfXoswFzpFAGvhzgDa9ptG4ijs68ZsagECPdN5E8-O9mm6Wn7Pd_f8JNqFpcq0EF1aAjqGAU0J5a1YaWSG1RBOsMqFVELyRA5-Jbq5meeYZMxdmQ9VDzy4QlbrPo2yO8s6AC26BJUpusO_m3Cc_9AKKyURhd9CifMaDR0dpdUoyfzSXDI2PqOyQEyzo6sJc 264 23.115.85.115 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/125.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 27, 2024 3:50 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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In the modern business landscape, the value of inclusivity in staffing and recruiting cannot be overstated, and companies across the globe are increasingly realizing its importance. In fact, global spending on diversity, equity, and inclusion (DEI)-related efforts is projected to reach $15.4 billion by 2026, while US companies alone spend roughly $8 billion each year on DEI training. Inclusivity in staffing is not merely about meeting diversity quotas or checking boxes; it's about building stronger teams, fostering innovation and diversity of thought, and creating a workplace culture that thrives on the unique perspectives and experiences of every individual. In this eBook, we dive into why organizations need to focus on inclusivity in staffing and recruiting, exploring its benefits for both organizations and employees alike.

UNDERSTANDING WHY INCLUSIVITY IN STAFFING AND RECRUITING MATTERS

Inclusivity is a strategic imperative for businesses seeking sustainable growth and success. Research consistently shows that diverse teams outperform homogeneous ones in terms of creativity, problem-solving, innovation, and overall performance. Companies with highly diverse teams see a 2.5x higher cash flow per employee, while companies in the top quartile for ethnic diversity on executive teams are 27% more likely to outperform competitors. When individuals from different backgrounds, demographics, cultures, and experiences come together, they bring a range of perspectives and insights that lead to more robust decision-making and innovation. Moreover, inclusivity is crucial for attracting and retaining top talent. In today's competitive job market, employees are increasingly drawn to organizations that prioritize diversity and inclusion, with a CNBC survey finding that 80% of respondents want to work for a company that values DEI efforts. A company's commitment to fostering a welcoming and equitable environment not only enhances its employer brand but also serves as a magnet for skilled professionals seeking opportunities for growth and advancement.

DOWNLOAD THE FULL EBOOK BELOW.

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Scott Arle scottarle@gmail.com 6362883025 Other Hello, I received notice that my application for Business Analyst role number 202698 was reviewed and rejected. Since you are headhunters, I was wondering why my qualifications were insufficient for this role. I would sincerely appreciate any insight and feedback. Thank you. 03AFcWeA4GOHHIe4sEGtWWLE10cXQkoFAceDjTewuEwAGI-mAautLIJZtgHRqqIIHf2usUsJizfrgRwVRVvIm8I5r303v9IgfMRpjKei0exEA3ce77d6-VM5RAFQ5YeDNio_OCougGvR2jl3YCHR9mIluH6MTuh41noCSvXZKYpsr2lpxOivHfQoQo1w9pzu_yO1x9DJwvH9n6wPaIgUqmOglhUpuwAZgtZlepAVwtQKB4m1X_iX8B8lF2x8g2-U46T-0e9VcVm_gTqjY9Ii1dwOaZLamHT9gv_s_Kgbmd4xBOW4vaJuPsuHfl-QMyKB72ZiKyvMwR4mi_2WqXv_DvY7ZDQAV5aAkCbR90WzblFImgn-XLYODW8Ie9m7lvGFLrQi8nhiw0JGDNEsWGu8PDXJYw7QdFvjh1vVVp9SiUmHZjYTLIYidIZClbBMdS6vfvnzmYWgIgQVlshBaP_tUha0OjysJ1GIZ0sLBDxcWO19A9QwjhALODMPvHeTwK52EHri_HaqEdvXzOXpaTHF4VUed97a82mvMJgkTf0zpq9BXUaQSnEQaqHWSCBzk0E2uaTYMv6agDj_qxFJSRCAz46Xi9rZDscVMpfZigG5R7tZ1o-GV-phdI-zORtuGejAgzGtrKgim8iPEO3mNJ55xFUi3VoYSOW1fw_rbOv4ZBHSpPJUIAUTYlwwL8rG80SJGJ7LpX5jtdJcrMIl5hhVOMLnlcAdkA7ghlSQ 265 104.28.104.51 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ June 30, 2024 6:09 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Scott Arle scottarle@gmail.com 6362883025 Other Hello, I received notice that my application for Business Analyst role number 202698 was reviewed and rejected. Since you are headhunters, I was wondering why my qualifications were insufficient for this role. I would sincerely appreciate any insight and feedback. Thank you. 03AFcWeA5U7CDVa-ct16kO-lN_3tTPgCEUdBEaZjV2LvO8tZ8AQ1g_TuuKnUNxmf7WZJy0Ql7ITsSfiysgNTUyQx3zvzFuThaoaw2E9F0iJyE-dVTiD6HYq34G_OTHEfo0xTyTE388NrGFq9mn--xbONCKf6__t2ckcENlRFVuCIOX8hLnMmMEGBZHcLTB7Rw-3fM1LeNOjhycw-eh7PMoK7UO42B8dWmuV5m9fx-n-VlXrEOFjZfimQER8KaX1ZyhZ6RPRYyBC_qIe4FNFYVUoKbF1u_NCgmAGoDSkFo-SmNaJF0aPjHIaLYWOdPZx_JTk_z0OhNHMGBQ3aizN1nvi0OYSzCfskrpBgL23G611wfG6e8OeAG6k8G9XFh_NPOyo5yPPVhp-U95L84RCu4mxxJo98HdmSiDdZTNS4T1NtYUfnWSnRqLmNA8GiDSc7eA9B_8oNUM3Tfc6L2xrxi35C4JkVCqLaTIslkIeEPueetZhz9q_w9tbINHxlQNMBOjRYdP23WQ674OOq2ntJ9Y3nkTPilvjMV3Q9GMvN9u80KND5BMsZ7ZF1K8JiaeefVvMkWbW8IE5jFgsKavfwC3HRXu0Kru_fAEtOVqdijq4z7BaH5-rNLj70VEQQpvKBhOwYRJ4Z0OG_0oxOE66HDWU1rihPhJ_XTjSN1dpHRrVW8dGbP9UpM2QehpQ9UlmbROKNx7ZN6AB2iqw7-v90mTVZJMXh6Ol5cdWYnyKL8GUtkX9zlB5n8zAlc 266 104.28.103.50 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ June 30, 2024 6:09 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Scott Arle scottarle@gmail.com 6362883025 Other Hello, I received notice that my application for Business Analyst role number 202698 was reviewed and rejected. Since you are headhunters, I was wondering why my qualifications were insufficient for this role. I would sincerely appreciate any insight and feedback. Thank you. 03AFcWeA7krc_GLT9mKaPC-TZz8xHrEKo-IA49Xb19QfRtY-C-9f98GHHJF9lmVg23y6p57MP7WECxrMwaOzy-n2d1P3-yk9O-GkWfoOB0FEq0OjsZ7ba62gdGgV9LuyuqNwi1Bazd41Q5OXafoV9s70gbkoDTNix6fiRneCVfykzdvY-o4OANyEUh6wMAg609VLGmBMz4SPEcQFWhv18wzOYKafCv-TK7ZqNTA-czXjF7aMb4X9SGxuRlBgy-SZc1SpdQxWTF5euMZA0HcDWWAP2aQ5063uAzDSANnq8MhjI5eWgNQNNUmCuek8WVFfrxEpqRHEqLyrvq87HTUkvBoj5rp5A-O-Dio_sShd9hsw3o8HbVmnkUzddVDuLEVxynx6qHTYd6OX-Ljnm_sb_ZL84ztLUrbybQhQ-8dNxckYw_U7_zzXl4aZ2Z_TpEQix-72QGKsTX_A-rDm0KdVE9OLU3GQT10RCsp_biQ-1e_2SJotYxSElBvYdcVVmIyaz2m8uyHsKahNcPtQGH4HFchnIxz-QInTbZuDwjfTo3OZc-oXAa9HLlQiXKxvYD2jVUpTk-Mdoj8fgSy6aVdFhjNVuqH92_pHZ8ng059YFvlsbnrv8TTi1GwE9cfroj8qVdYIu71GB5KmpBAXjE6yyOHXMivUWJHzNMnIN-S0gHpmlQfJIh1_JRwnf2fxFxq3EkiT_9v0LHRxGmzpJ1ZdxMzE-7o1dtAZDyLg 267 104.28.103.51 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ June 30, 2024 6:09 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As the world gradually emerges from the grips of the pandemic and its impacts, many professionals are being called back for a return to the office after an extended period of remote work. This transition comes with its own set of challenges, particularly in navigating office etiquette in this new landscape. Regardless of whether someone is returning as a seasoned employee or a new hire in the workplace, understanding and respecting office etiquette is essential for fostering a healthy work environment. Below, we highlight some useful tips for office etiquette to ensure you return to the office in a positive and productive manner.

Tips for Office Etiquette

Remain Flexible and Adaptable

Navigating the transition back to the office will surely present unique challenges, some the same as before Covid and others yet to be revealed. The most important part of this transition is to remain flexible and adaptable, being a problem-solver when needed. Though things may not be exactly how they were before, the focus should be on embracing change with a positive attitude and being open to new ways of working and collaborating with your colleagues.

Be Punctual

Being punctual is a fundamental aspect of office etiquette. This comes in the form of arriving on time for meetings, especially when in person, hitting deadlines, and fulfilling other daily tasks. Completing these tasks punctually and consistently sets a positive tone and demonstrates respect for your colleagues’ time. Lastly, it’s valuable to account for the added time spent commuting to work from home, striving to arrive early whenever possible for optimal impression.

Respect Personal Space and Noise Level

A return to the physical office means the reintroduction of shared workspaces. It’s essential to respect the personal space of other employees and to maintain appropriate physical distance, especially during more focused, working hours. Another part of returning to a physical office space is that noise can quickly become a distraction. Even back in person, virtual meetings and phone calls can and will remain common occurrences in daily work. If taking a meeting or call, be mindful of your volume level, minimize disruptions around you, and look for a designated quiet space to join. With this, be sure to understand and respect the boundaries set forth by your company on both personal space and noise level. Abiding by these recommendations will show consideration for the office space and other employees.

Maintain Professional Communication

Effective team communication is key to success in any workplace. When interacting with colleagues, whether in person or via digital channels, maintain a professional tone and choice of language. Whether it’s online communication like emails or an in-person weekly team check-in, remain concise and to the point, respecting the time of your colleagues and demonstrating a level of reliability and accountability.

Show Appreciation

Lastly, an important part of a strong office culture is the ability to show appreciation for the effort and contributions of your colleagues. A simple expression of gratitude goes a long way in fostering a positive and supportive work environment, and these acts will surely be reciprocated. In a similar light, be open to honesty and willing to lend a helping hand – doing so will foster an inclusive workplace that encourages diverse perspectives. As a final thought, be mindful of the fact that returning to the office will be an adjustment for everyone, so take each day as it comes, giving yourself and others grace where needed.

Final Remarks

Conscious attention to office etiquette is essential for success in the modern workplace, especially as companies nationwide return to the office after a prolonged period away. By following the recommended guidelines, office spaces will be filled with employees displaying professionalism, respect, and consideration, creating a more collaborative, positive, and productive work environment. If you’re looking for on-site talent for your transition back to the office, contact BCTG today. Contributions from Aaron Messer

It’s no longer enough for IT teams to rely on technical skills alone. To stay ahead of competitors, IT teams need to find competitive advantages even if rivals are leveraging the same technology. This is where soft skills come in. A recent survey even indicated that 89% of hiring managers attributed the failure of a new hire to a lack critical soft skills. In this piece, we break down how soft skills can enhance your IT team’s performance and which skills are the most important.

How Can Soft Skills Enhance Your IT Team?

Soft skills act as the cement holding together individual technical skills within a team. The productivity of a team, especially in IT, often depends upon collaboration. Consequently, a team that is technically capable but lacks soft skills may be more liable for delays, frustrations, and roadblocks. For example, a team member who is unable to effectively communicate an idea can significantly impede progress, even if they themselves fully understand it. As a result, effective communication is one of the most vital soft skills for individuals in a technical field as the ability to clearly and concisely communicate allows teams to function more efficiently. Additionally, IT professionals often work with clients or coworkers that lack deep knowledge of their field, and thus, must be able to articulate complicated concepts in layman's terms or risk a potential disconnect. Soft skills can also bridge gaps for those with a smaller or less-funded IT team. For firms that lack the resources of their larger competitors, the ability to communicate, work together, and be creative can make strides that even larger firms cannot. This also goes hand-in-hand with the need for adaptability in today’s competitive landscape; Smaller firms may not be able to constantly reinvest or update technology and so they often require IT teams with a strong aptitude to adapt. Essentially, the ability to quickly learn new tools and methodologies can create a first-mover advantage regardless of firm resources. Additionally, adaptable IT teams are often more resilient to challenges and setbacks. This means that in the event of a disruption, deadlines are more likely to be met and the team can effectively learn from its mistakes. Finally, conflict resolution is essential for IT teams because it enables productive adjustment. Disagreements are inherently a part of technical work, but the best teams are able to address divergent viewpoints constructively and improve as a result. Positive conflict resolution within an IT team also bolsters collaboration and productivity as team members witness supportive reception to ideas. Perhaps more importantly, mistakes are more likely to get caught as team members feel safer sharing their perspectives.

Conclusion

Ultimately, soft skills within IT teams are not simply advantageous, but are essential for success in today's competitive landscape. Effective communication, adaptability, and conflict resolution are just some of the soft skills which are vital to an efficient and positive work environment. It’s important, however, to remember that soft skills can always be improved on the job, especially if it’s encouraged and prioritized by leadership. Looking to enhance your IT team with top talent? Contact BCTG today. Contributions from Jake Park-Walters

Jetti Mattaiah jettimattaiah.integration@gmail.com 6362213655 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field All of the above EDI Software: IBM Sterling B2B Integration, EDI HQ - Managed EDI Support and Application Development projects based on priority for 3 years. - Provided production support and resolved production issues effectively. - Proficient in handling EDI Communication Protocols such as HTTP, HTTPS, SFTP, FTPS, FTP, and AS2. - Executed various EDI ANSI X12 Transactions like 810, 860, 850, 855, 856, 997, ORDERS, ORDRSP, INVOIC and DESADV. - Set up TPs, mailboxes, configured EDI, and conducted end-to-end testing - Prepared comprehensive technical mapping specifications for EDI transactions. - Developed new maps to convert EDI ANSI X12 into client-specific formats for diverse transactions. - Provided technical support, troubleshooting, and effectively resolved customer problem tickets. - Proficient in monitoring Outbound and Inbound Messages in the Production Environment. - Demonstrated expertise in EDI Business Analysis, including creating Mapping Specs, and comprehensive knowledge of ANSI X12 and EDIFACT EDI Guidelines. - Skilled in creating BPs. - Managed EDI Support and Application Development projects based on priority for 3 years. - Provided production support and resolved production issues effectively. - Proficient in handling EDI Communication Protocols such as HTTP, HTTPS, SFTP, FTPS, FTP, and AS2. - Executed various EDI ANSI X12 Transactions like 810, 860, 850, 855, 856, 997, ORDERS, ORDRSP, INVOIC and DESADV. - Set up TPs, mailboxes, configured EDI, and conducted end-to-end testing - Prepared comprehensive technical mapping specifications for EDI transactions. - Developed new maps to convert EDI ANSI X12 into client-specific formats for diverse transactions. - Provided technical support, troubleshooting, and effectively resolved customer problem tickets. - Proficient in monitoring Outbound and Inbound Messages in the Production Environment. - Demonstrated expertise in EDI Business Analysis, including creating Mapping Specs, and comprehensive knowledge of ANSI X12 and EDIFACT EDI Guidelines. - Skilled in creating BPs. - Managed EDI Support and Application Development projects based on priority for 3 years. - Provided production support and resolved production issues effectively. - Proficient in handling EDI Communication Protocols such as HTTP, HTTPS, SFTP, FTPS, FTP, and AS2. - Executed various EDI ANSI X12 Transactions like 810, 860, 850, 855, 856, 997, ORDERS, ORDRSP, INVOIC and DESADV. - Set up TPs, mailboxes, configured EDI, and conducted end-to-end testing - Prepared comprehensive technical mapping specifications for EDI transactions. - Developed new maps to convert EDI ANSI X12 into client-specific formats for diverse transactions. - Provided technical support, troubleshooting, and effectively resolved customer problem tickets. - Proficient in monitoring Outbound and Inbound Messages in the Production Environment. - Demonstrated expertise in EDI Business Analysis, including creating Mapping Specs, and comprehensive knowledge of ANSI X12 and EDIFACT EDI Guidelines. - Skilled in creating BPs. Building my career as an independent consultant Learning new business and technical skills - Managed EDI Support and Application Development projects based on priority for 3 years. - Provided production support and resolved production issues effectively. - Proficient in handling EDI Communication Protocols such as HTTP, HTTPS, SFTP, FTPS, FTP, and AS2. - Executed various EDI ANSI X12 Transactions like 810, 860, 850, 855, 856, 997, ORDERS, ORDRSP, INVOIC and DESADV. - Set up TPs, mailboxes, configured EDI, and conducted end-to-end testing - Prepared comprehensive technical mapping specifications for EDI transactions. - Developed new maps to convert EDI ANSI X12 into client-specific formats for diverse transactions. - Provided technical support, troubleshooting, and effectively resolved customer problem tickets. - Proficient in monitoring Outbound and Inbound Messages in the Production Environment. - Demonstrated expertise in EDI Business Analysis, including creating Mapping Specs, and comprehensive knowledge of ANSI X12 and EDIFACT EDI Guidelines. - Skilled in creating BPs. 03AFcWeA7b7Z7SauiDaFVOBmCYQIkB0DlRO0KBjssP0xYOxvVcalAS_ai8bqry0LtDRfq72TG8lekO9wfUeWcjnaOE9n2a6rZIexmiA0DR6uVl9FmQZKfQrMUUbnRulO5fLZv-dLSq7kdXE3zW1s0cx-Xd2PFt0tp_QsvFvUnZPDHYxjgLNTRM2D-tZ6-tkZe2pRrrGmcrESx33ZzKP8NJC08gjyARdJbgBe7EsSQIFRllih9vPu6O0ZlHGLguylfIVXZR10GQeUNkYKPqM5RRONSrGmSRh0-4FVI1qjF6MqBENis-6brS31JYUiWnAAARu_DKtuP-UH26FgJY-64iHMrwIRJ6fg1M9ynv4WAq0qIuPuSRV7XN4pNA6nn3Ku1ghZu7bD3qrCI-pK7dkc-kMuKvGGYsfazoKH3md8dBBuhXIw2IROHSkA5X1Kt9Ga3nXhOttj1emBnY7P7T9hjHEj5G8H0uPKyNmQxRTvcrs4kwIvQm9S4Ioy1KCWwBShWvnyDUSLQhiPCbRhVR9gN8KXa0_jxjSxL6KmE6OHSYQRLdlGk_Wr4cCz5Jz7_HQfBUIUAZgAUyrRTg5hhDIQ_jbXMdJhTrnt9-Vfk4PN08FUOAAnPlw2sbONTJxtQ3eZZoF-hBgUe2CFs3h2qwGe0NYnHEd_sDmSu-vcOiaNtALxJWToT9ScCJ0lnCCmcKknG93kZ_POkqL5AnPOrudVVQxW45w4xEoGtFSrbZDbkS16DJCWMmy1Uv_3Y 186 27.59.52.162 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 Edg/126.0.0.0 https://bullcitytalent.com/join-community/ July 9, 2024 5:04 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jetti Mattaiah jettimattaiah.integration@gmail.com 6362213655 Finding a New Position - Managed EDI Support and Application Development projects based on priority for 3 years. - Provided production support and resolved production issues effectively. - Proficient in handling EDI Communication Protocols such as HTTP, HTTPS, SFTP, FTPS, FTP, and AS2. - Executed various EDI ANSI X12 Transactions like 810, 860, 850, 855, 856, 997, ORDERS, ORDRSP, INVOIC and DESADV. - Set up TPs, mailboxes, configured EDI, and conducted end-to-end testing - Prepared comprehensive technical mapping specifications for EDI transactions. - Developed new maps to convert EDI ANSI X12 into client-specific formats for diverse transactions. - Provided technical support, troubleshooting, and effectively resolved customer problem tickets. - Proficient in monitoring Outbound and Inbound Messages in the Production Environment. - Demonstrated expertise in EDI Business Analysis, including creating Mapping Specs, and comprehensive knowledge of ANSI X12 and EDIFACT EDI Guidelines. - Skilled in creating BPs. 03AFcWeA7_v7y6ELEx5iQRPf9It0sDcQla9MFuvf6lhaEk9a0mqTRA4VGHtNI7OwmatAPJARYGCj_AFMfUz53ugAW9pDvSA37gaxw9dzC79Jp_uCFXAhz1Ui5u5DzwZebKdDGT7SJsQ4y4ad55jiqUhyECGWM6vj8e7mQu4YbZG8B_sLwnM0Myq1CBb1YeSKf4vmEqq9wkW3wq_yk6eMNgYNRkHsSYqBBSMi9HmHhScR2jm1apuSNy1qdXf2XhdoLGuIRk2SMGhquwpTYfgQ80_GV2Zst-waQBsAzb9x4xaVvMlM3-dunb-as3vo8pb8JROZvTPiKIDJAehczgLuM3rOupUZwYcBevkbWLxtCQUea-9FLhaCwZdTQFGonZz8rJxqQu-6eZsQJm4CRwCJVO_f5O-Q_maUllXT1D_KkgBU5_F5sub23u1UsFQm7u9Pm43aWofo36O-TLNNZMXhCQL_Udth-MfPfUNnUKtQBJMYF3a7E7W9fGeaE273sXv0PtdbK0Qzlbg7BNe6Xua1KUtlx34s6f8beRSSQX15NLyL5h0SrSyp-VWl9VackeMJs_znbNN3dR_jWR-Hwfd4iezZtPcG1_4xy-NbkkTIZELcNuBJ7lG1AhBEwJW65trli_wQwbunwfjYhUDCFi3CuxxT3KTdnZQFpFrX1-hZHFjeSNQfaSw3AHZxCDheAHd4ZKi4wa8RJr48PqvA9TP-VrC7Clb3Qhr4cWVvPLFV3J3SfNC5l-5kQNP18 268 27.59.52.162 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 Edg/126.0.0.0 https://bullcitytalent.com/contact-us/ July 9, 2024 5:05 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jetti Mattaiah jettimattaiah.integration@gmail.com 6362213655 Finding a New Position - Managed EDI Support and Application Development projects based on priority for 3 years. - Provided production support and resolved production issues effectively. - Proficient in handling EDI Communication Protocols such as HTTP, HTTPS, SFTP, FTPS, FTP, and AS2. - Executed various EDI ANSI X12 Transactions like 810, 860, 850, 855, 856, 997, ORDERS, ORDRSP, INVOIC and DESADV. - Set up TPs, mailboxes, configured EDI, and conducted end-to-end testing - Prepared comprehensive technical mapping specifications for EDI transactions. - Developed new maps to convert EDI ANSI X12 into client-specific formats for diverse transactions. - Provided technical support, troubleshooting, and effectively resolved customer problem tickets. - Proficient in monitoring Outbound and Inbound Messages in the Production Environment. - Demonstrated expertise in EDI Business Analysis, including creating Mapping Specs, and comprehensive knowledge of ANSI X12 and EDIFACT EDI Guidelines. - Skilled in creating BPs. 03AFcWeA67yz1CEjQk0b1br6ZER0IIT5rdnD7hswKUz_2SAIezRpz37lx6-TfdLEd1U9Q6lZvtf5iNHB3w8ktkgya9SlzppUrtxu4nmPWj5pfR0sAbDZKExUj62bgIkxusaYg4LYEgu-ECQXgZfShnuanCNw80O1LjHRxC67b1yyVBoT-_Vw-lXzfaDi6hEyvOqpRChHs3QYAv0yUxuuSHvFqLdoCJG5KqyP39oF9wdGxAUf-OJYk3qjR9Kt1lJ2winBw9l0HGUsi975R8LbWSelHpx5y1K2llHOnyt9Ta4IoxvG1KRTZOHVF40cLJtjOGGuOZ4aKCx6lYtqIty_cpz73UUXJ-jY_h4sC6I9kDJA3eOZrVC6Hg4c_5WOblOQPGMJJhLUB6pV_TnXUFWHsiEoffy8R5SKl_fhsdRDJxRii8UtbwbW-akIS5tMm07fLrIcYVkStFCkrBf9E26wKeRaTvzzh7yhlgCRLbuOcpj_PoYCyRo3SNF3bABlJDLbhZDPPoLBd86MhCHAMn-k8tP0PmRZQjXUCmrvjYlniJtlGmTpMJJUhkDFDJl5QdIgTXV6vhug2c3Fl7MJhcWkUajzOyy-RMJJdVcWQJC1F8ZaxobuscnyaKqSKDTSGuCmfftM3gOS0TdhGjDAsDbF4xwXiR_w-0Cuv3qCxiH0NNEao1R1yMwuwKhjNbN5IWhK45QKfe_C1NMqqZ6w9GBwnNlkqBGmiPNRMcsVNB1vjn17QZkCPkPQlqtEY 269 27.59.52.162 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 Edg/126.0.0.0 https://bullcitytalent.com/contact-us/ July 9, 2024 5:10 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The timeline for learning how to code online hinges on many aspects. Your level of prior knowledge in programming, what specialization you are considering, and what your specific talents and learning goals are can all be significant factors when mapping out your timeline. There are also several pathways for learning to code; You can learn to code while earning your traditional bachelor's degree, by enrolling in a coding bootcamp, or by just investing the time to learn on your own. It is important to consider that learning to code online relies heavily on your schedule and individualized pace of learning. However, there is a rough outline you can follow as to when to expect to finish certain training. If you are considering a career in programming or learning to code online, here is a tentative plan of what to expect:

STARTING A CAREER IN PROGRAMMING

Step 1: Beginner Level

Being new to programming means mastering the fundamentals. Learning to write simple code allows you to build more complex code in the future. Expect the timeline for familiarizing yourself with basic software and simple languages to be about two to six months. During this level of training, you may work with languages such as Python, HTML, or JavaScript. However, the time it takes to learn to program may vary depending on the language you choose to focus on. For example, HTML is typically easier to learn than Java. If you are learning to code through a bootcamp, the program will likely articulate goals and timelines making beginner's steps easy to process and visualize.

Step 2: Intermediate and Advanced Level

Complete proficiency of software takes time and consistent practice in overcoming programming challenges. Programming is often done independently, so working alone while managing and mitigating potential conflicts is critical to success. Doing so requires a deep understanding of the software and how it functions. This familiarity is gained from experience, and continuous practice with learning to code online may take up to a year. However, some people choose to take a university route, earning a bachelor's in computer science (four years) or participating in a master's program (two years).

Step 3: Continuous Learning

Technically, you never quite finish learning how to program. Programming, along with any other tech career, relies on staying up to date with the newest technologies and tools. It is a field that is constantly evolving. So, even if you finish with your bootcamp in 4 months, expect to continue to learn new methods, languages, and software throughout your career. Staying up to date is critical in tech for career growth, knowing relevant industry skills and trends, and standing out as an excellent candidate and employee.

REMEMBER: LEARNING IS SUBJECTIVE

The process of learning to program online is going to be unique to everyone. Some people may like computers and technology, making learning to program easier and faster. It also all depends on what specialization of languages and software platforms a programmer might want to learn. It’s also important to consider what path of education to take as they all have vastly different timelines, as going to university typically takes more time than taking an online programming course. The goals, skills, and time management of the student shape the timeline of learning to program.

LOOKING AHEAD

If you are considering a career in programming, it is important to know what options are available and what those expectations are. Learning to code online can be a quick, accessible, and affordable way to jumpstart your programming career. If you’re ready to get started with your career in programming, join BCTG’s network of expert tech consultants today. Contributions from Leah Harding

Diversity, equity, and inclusion has been gaining a lot of traction both socially and politically. Many industries are now focusing on DE+I initiatives to keep up with these trends. The consumer healthcare industry is no exception. Recently, consumer healthcare companies have made small steps towards improving their DE+I culture. For example, Band-Aid aimed to increase racial diversity in their product by launching bandages that ranged in skin tone. However, this is just the first step. To continue the effort and make meaningful change, consumer healthcare companies will need to think deeper. Below, we explore how your organization can support DE+I in consumer healthcare with the help of technological advancements.

Concerns Regarding DE+I in Consumer Healthcare

There are many disparities that exist in the consumer healthcare space. These disparities range across many different areas. Below we list a few:

Workforce

Within the consumer healthcare industry, all minority populations combined make up less than 40% of the workforce. Additionally, 64% of minority and 47% of white respondents stated that they do not believe their own management teams reflect the diversity of the patients they serve. The number of minority workers are likely to continue declining, especially as consumer healthcare companies are hyper focusing on automation. According to The Brookings Institution, Black and Latino workers are employed at jobs that are at high risk of being automated. The lack of representation in the workforce is harmful down the line as there are less people considering and advocating for the needs of minority groups, which impacts research and development.

Research

Medical and market research done by consumer healthcare companies is needed to understand potential customers. However, within this research, there is not equitable representation. According to the Coalition to Eliminate Disparities and to Research Inclusion in Clinical Trials, African Americans represent 12% of the U.S. population and Hispanics represent 16% of the population, but they only represent 5% and 1% of clinical trial populations, respectively. People respond to medicine differently depending on age, sex, race, disability, neurodiversity, and other factors. Therefore, research must be representative of entire populations so scientists can understand the potential effects of the medicine or product for all types of patients.

Treatment

Diverse groups of people may experience different symptoms or conditions when they have the same illness or disease. As a result of non-representative sample groups in research, minorities may rely on diagnoses and recommendations made for predominantly white patients. For example, they may benefit from taking a higher or lower dose than the recommended amount. Overall, this means that minorities may have less treatment options or worse – invalid treatment options.

How Technological Advancements Can Help

While the DE+I concerns listed above may seem daunting to tackle, the consumer healthcare industry may be able to rely on technological innovation to help.

Analytics

During the quarantine period of the pandemic, people got more comfortable sharing personal information online. This is especially true in healthcare as people searched for ways to address their health needs outside of hospitals and doctor’s offices. Additionally, many consumer healthcare companies are releasing wearables and medical devices, which collect real time data about their users. Consumer healthcare companies can take advantage of this new pool of data to perform analytics. Using the data supplied by a wide range of consumers themselves can help companies use analytics in new product development. The end goal is to create new products that better address the needs of a larger, more representative group of people.

Artificial Intelligence

Artificial intelligence is being applied to many different industries, and in the consumer healthcare industry, companies may be able to use this tool to provide more personalized care. AI can use a customer’s personal profile to help identify specific treatment options that may work best for their personal history. For example, AI can be used to create a tool that can help people determine the right dosage of OTC medicine based on information that aligns with their personal profile (race, age, gender, medical history, etc.).

Talent Acquisition

DE+I technology providers are extremely focused on helping human resource departments with talent acquisition. In fact, according to RedThread research, 43% of the DE+I technology providers were focusing on talent and acquisition. These technologies help employers access a more diverse pool of candidates not only in terms of background, but also talent. They also reduce bias in the decision-making process by matching candidates to job descriptions and developing blind resumes, profiles, and assessments.

Acquiring Diverse Talent with BCTG

When it comes to supporting DE+I in consumer healthcare, BCTG is prepared to help you get the right talent in place. Contact our team of staffing and recruiting experts to learn more. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Blake Hicks blakenhicks2286@gmail.com 7655132903 Finding a New Position I was looking into the business analyst position online curious about some more information may apply to position. 03AFcWeA6lhprEN7eHbb7kbP0Ng_pEhLSqSQ61WFx7_t81hUfm-yUsWG-qwvKay2QK_1pC_j2EUB3V5sURAmL04Sx5n6i3L7rThYmUH9i6vLewk4I-mHNGJlp7MI5mc6ZDm2OGgsLqLOxN69IMcw8OjEyu7D_8ryy_8p9TEX_VssGMgcZX5Emut1M0HSVGfiCome3A5ODeO5BFBr_eVnVr1cLFIf9-IpT8RvOWfvXvwHfi0iAu6b_yrbvHbwzmbgncVLTcwg2h0wrSTspzgF-E-qYxaapGQKm2RueSYU-5Imw1Jqe-Rn7ibPQEcJr5ghv79gXJXW1idC4bXAhw61caH2isLr8IAoWFvLufP3dxsfneYILtemXHV2d3VEsKBmI7pvVKT0gnQ3VuE0FomO6WUhgofKoaFjfxPYgUOsVzwQqDQANHFKlYgxQvr64RV2xeKDCLoINO6fDbKwpAw6M_zPdicUU-K-WArophUyz6K57qzuNVzHCmoLZDk-I9y2EPT5jsMYrCXkPk7q3EMw-ObQ3sn5OZZmumnIaoK53wrf203XA8lAcQ_mQTD2JORlEp2Cv7q8hJm8SgYj1RJqH-6JfqkQ7bnvG7P6OhfIfJtl0pZYZc4NPJ8JGv3wsI18w52C1JV_6f6aq3fpqnQOP5ramdFmQPWvbjx4hcU5GXo-a8cBQJp2dk0DtmT5z6x1TuzQC_KMxqFBq3irWOHoKNN5lmJIQEiOzv2Q 270 146.75.222.1 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ July 16, 2024 11:03 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Blake Hicks blakenhicks2286@gmail.com 7655132903 Finding a New Position I was looking into the business analyst position online curious about some more information may apply. 03AFcWeA4DC4SmIQaukpbNVsIkz8ybvM24zd7j6MNkBsGqI4GaaI_40-510_5MI6dvcirjrLxrIkGXiJHV9oNFAwlB7fUn3b4bJHWKr6NYjQppXMyVUcZv6NAX7GgTVWUYemXRGQZ2WfJpNU75NeV_UP977zbypm_wC08fd_yjiC41AtIxCBHIZm40FimuokOxeUtCkgIO3DMEzTtGetk07Pp5DbRDLZhSi3GfIn0z94KWRS79zgRU7p0BHSGfCW_R0XWUH1_5avuCHt-QLqwDjpBomPE7nQdq4WEmuN4coFbr1-5zV7y0uk3q_BLZ8VxGh6js-dlEt5jl73L6qgKcKQnOzYH5w-UyEu7y439GKjUhPqtKd4ev_cfwmCDbcI-d2huIUBgpPKYc4JCYeY-IX-ZBn3GesfumGM3gLHvRcgmIpG1gVyQLwwEBVPkL6OBfkuF_Gj1g4wrnDwkLiAXb_EwO1rpD9z5tb_1TsSiE9yaw2BLHqlavvWhFTMt2baAShrENDKtRUbpZ7KqpOUE3c75KCOVXJisyeFIL36ogCUn4B1KK-jGwPVqQk_waobspMHbQ1qgjI8WOjF9h9cM4zmeHA1s9M7Fv99SxLnVfpp6sNB3wNIte6riq8pecvm9RH9hpliBQIa58CDQfVoPsMw8-LmI6pwa-sTCIXZRg85beIPA_4EPX_Wnukrl8WXR_P8XK7EBEZbOnRYpxsTVd7rf7DlsbhFE3ZAqxcjl6oNHeY6jcSUbeAzWCci305TcCsj6g5zJ4KgfUFD5mc5ri3i6pL5cMAnuArn5y8XoFtukbVSoDP7PUJi8Z3zC6bbkol7-JvpIqGCrEswqyGyfHbJ61M3s2tHgk1k80PjZBF9cko1hobXnLcZ201_cnisNu9D2VM9KsO5o1 271 146.75.222.1 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ July 16, 2024 11:03 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In the IT staffing and recruiting industry, the process of interviewing SAP candidates is a critical part of sourcing and screening the talent needed to fill roles for SAP implementations, customization, and oversight. Curating effective interview techniques and asking the right questions not only plays a key role in identifying top talent in this specialized field, but it also ensures the best opportunity to match the right candidate for the role, along with your firm and culture. Below, we include recommended techniques and questions for interviewing SAP candidates.

Interview Techniques

Ask Open-Ended Questions

By asking open-ended questions, candidates are encouraged to provide a detailed response how they see fit. This allows the candidate to demonstrate the depths of their knowledge and experience with SAP. In a similar light, it provides an opportunity for the candidate to express their thought process and allow their true personality to come through. When asking these questions, provide ample time for the candidate to respond without rushing them to finish answering or immediately presenting a follow-up question.

Provide a Positive Experience

Throughout the interview process, it’s important to remember that the candidate is evaluating your firm as much as you are evaluating them. That is why it’s imperative to create a welcoming and positive environment for SAP candidates. Providing an interview experience that is respectful, engaging, transparent, and informative is a key to attracting top talent.

Approach Each Candidate Differently

Because each candidate comes with different experiences and backgrounds, they also bring a unique perspective and skillset to the table. To best understand what the candidate has to offer, each interview should be tailored to match each candidate. This will allow for a more meaningful and insightful interview, likely leading also to a more well-informed hiring decision.

Interview Questions

Can you walk me through your experience with an SAP implementation?

This question provides candidates with an opportunity to discuss their hands-on involvement and experience with SAP projects. It will also give them a chance to showcase their versatility in the types of projects they’ve worked on, from implementation to customization to maintenance, as well as the solutions they’ve worked with, from SAP SuccessFactors to SAP Datasphere.

Can you discuss a challenging SAP project you have worked on and how you overcame the obstacles?

By asking about past challenges and how they were solved, insight can be gained into a candidate’s problem-solving and adaptability skills and ability to function in complex environments. In the case of SAP, the environments are often dually difficult due to the complex nature of the technology and the challenges of working in a team. As such, top SAP candidates need to be able to work effectively in this environment, and this question provides them with an opportunity to display their relevant soft and hard skills.

Do you have any experience with machine learning (ML) and artificial intelligence (AI) applications?

As the technology landscape continues to evolve, the integration of ML and AI in SAP systems has become increasingly relevant. Now more than ever, candidates should have a familiarity with these technological advancements that shows their adaptability and readiness for future trends and changes in SAP.

Final Recommendations on Techniques and Questions for Interviewing SAP Candidates

While SAP jobs require a certain level of technical proficiency, it’s important not to overlook the significance of soft skills like teamwork, communication, adaptability, and problem-solving in the interview process. Throughout the process, provide feedback and communicate thoroughly to leave all candidates with a positive impression of your organization, regardless of whether they get hired. Incorporating these techniques and questions into your hiring process can help to effectively evaluate SAP candidates and make the best hiring decisions for your company. To learn more about techniques and questions for interviewing SAP candidates, reach out to our team of experts at BCTG. Contributions from Aaron Messer

Small and mid-size enterprises face unique challenges that require robust, scalable, flexible, adaptable, and industry-specific solutions, and SAP offers a vast suite of tools tailored to meet the diverse needs of SMEs across various industries. Below, we explore SAP for small and mid-size businesses, focusing on a few SAP solutions for the life sciences, consumer products, wholesale distribution, and retail industries.

LIFE SCIENCES INDUSTRY

The life sciences industry, encompassing sectors such as pharmaceuticals, biotechnology, and medical devices, demands strict regulatory compliance, precise supply chain management, and rigorous quality control. For small to mid-size businesses in these sectors, SAP provides comprehensive solutions that ensure these critical needs are met. In particular, two of those standout solutions are SAP S/4HANA for Life Sciences and SAP Intelligent Asset Management.

SAP S/4HANA for Life Sciences

SAP S/4HANA supports stringent regulatory compliance by offering detailed traceability of raw materials and finished products, which is crucial for meeting FDA and other global regulations.

Integrated quality management processes within SAP S/4HANA ensure that products meet the highest standards, and automated inspections and quality checks reduce the risk of defects and non-compliance.

SAP S/4HANA’s real-time visibility into supply chain operations allows companies to manage inventory effectively, minimize waste, reduce costs, and respond swiftly to disruptions.

SAP Intelligent Asset Management

For medical device manufacturers, ensuring the reliability of equipment is paramount, and this solution uses IoT and machine learning to predict and prevent equipment failures.

SAP Intelligent Asset Management’s detailed analytics and performance tracking help in optimizing the lifespan and efficiency of critical assets.

CONSUMER PRODUCTS INDUSTRY

The consumer products industry is characterized by fast-changing consumer preferences and intense competition. As such, SMEs in this sector need solutions that can adapt quickly and provide superior customer experiences. With SAP Customer Experience (CX) and SAP Integrated Business Planning (IBP), consumer products companies can do just that.

SAP Customer Experience (SAP CX)

This suite helps SMEs deliver personalized marketing campaigns by leveraging customer data and analytics. After all, tailored promotions and product recommendations enhance customer engagement.

SAP CX supports seamless shopping experiences across multiple channels, ensuring customers can interact with the brand across all channels - online, on mobile, or in-store.

SAP Integrated Business Planning (IBP)

SAP IBP’s accurate demand forecasting tools help SMEs anticipate consumer needs and adjust production schedules accordingly, which minimizes stockouts and overproduction.

By balancing supply and demand, SAP IBP helps maintain optimal inventory levels, reducing carrying costs and improving cash flow.

WHOLESALE DISTRIBUTION INDUSTRY

Wholesale distribution involves managing vast amounts of inventory, multiple supplier relationships, unforeseen supply chain disruptions, and complex logistics. SAP provides solutions that streamline these operations and enhance visibility for SMEs. Two of these solutions are SAP Business Technology Platform (BTP) and SAP Extended Warehouse Management (EWM).

SAP Business Technology Platform (BTP)

SAP BTP enables wholesale distributors to integrate and manage vast amounts of data from various sources. This provides comprehensive analytics and real-time insights, allowing distributors to optimize inventory levels and improve demand forecasting.

This platform supports the automation of key business processes, such as order management and logistics, and helps to reduce manual errors, enabling distributors to respond quickly to market changes and customer demands.

SAP Extended Warehouse Management (EWM)

SAP EWM optimizes warehouse operations with advanced picking, processing, packing, and shipping processes. It also supports efficient use of warehouse space and resources.

Real-time tracking of warehouse activities and inventory levels with SAP EWM helps SMEs respond quickly to changes in demand and supply chain disruptions.

RETAIL INDUSTRY

The retail industry requires agile solutions to manage point-of-sale (POS) systems, inventory, customer data, and marketing. Similar to the consumer products industry, SAP’s offerings for SMEs in retail focus on enhancing customer experiences and operational efficiency. We explore two of these solutions, SAP S/4HANA Retail for Merchandise Management (MM) and SAP Customer Activity Repository (CAR), below.

SAP S/4HANA Retail for Merchandise Management

This solution integrates all retail operations from procurement to sales, ensuring consistent pricing, inventory accuracy, and seamless customer experiences across all channels.

Advanced analytics and planning tools with this solution help retailers optimize their product assortments and ensure that the right products are available at the right time.

SAP Customer Activity Repository (CAR)

SAP CAR collects and analyzes data from various sales channels, providing deep insights into customer behavior and preferences, which in turn helps retailers tailor their offerings and marketing strategies.

This solution enables retailers to efficiently manage and analyze the impact of promotions, ensuring they drive desired sales and customer engagement outcomes.

SAP FOR SMALL AND MID-SIZE BUSINESSES

SAP’s industry-specific solutions empower small and mid-size businesses to navigate their unique challenges with precision and agility. For the life sciences industry, SAP ensures compliance and quality; for consumer products, it enhances customer engagement and efficiency; for wholesale distribution, it streamlines operations; and for retail, it drives sales and customer loyalty. By leveraging these tailored solutions, SMEs can achieve sustainable growth and operational excellence in their respective industries. Ready to implement SAP for small and mid-size businesses? We can help you find the talent you need.

Yashwanth yashwanth.esb@gmail.com (704) 904-5244 Finding a New Position I am writing to apply for the MuleSoft Architect position in NYC-NJ, as advertised. With over 12 years of experience in IT, including 9.5 years specializing in MuleSoft development, I am confident in my ability to design and implement effective integration solutions. I hold a Bachelor's degree in Computer Science and have extensive experience with the MuleSoft Anypoint Platform, API design and development, and integration architecture. I am skilled in cloud integration, Java, and both SOAP and REST APIs. Please find my resume attached for your review. I look forward to the opportunity to discuss how my background, skills, and certifications align with the needs of your team. Best regards, Yashwanth. 03AFcWeA7s8l760qIKF1JjH6mcz9Qg4PiIl1AR4ZKGbayPFRl0Y8z4oj3kUu0t9jDf5_k13ryXqoP6bxN9YttWkSYN8Lva6rVyNE1SrOWeYMn_I1vIkXgZh3BDpwXudqBgHweleOxtwmIb8_QRseRy2wD4qK-tPjpSDhyqaFnzrsx0gpZu6WUrPDRPyltcoS5kZFNBqjlSLj3c24WuYE6Df5lwpAby3Lfy_DDeHurFVqTiv5dMNukh7RcYebckWxThbgV-BjkI1QQlxqQZnlgGNUwEwjYFndfZQ1X9vLZ48x1E8Ov8nRVkDP6ziycK0m_kr9E3PQpFFam6Rd21gTnVBM-yj1qQWyAYyXsosclKlxwi795A1Q-j6XxDR6rNxbrOMbv0N72UrL5DeeqR1uKEVH8RDqF_Ys4802R2l4YhrrIdrT6Bubj_AAmS6SRhn8r3Gr-auDl6qrB9kHOOBSfuOsIJjQAltUnGV8nJz8n2y82pBXAWxiQcMa2gc3aZ3b-gvnor4TPTxh2vOmu_qpUrwFFvdpfYjCIvtjnHz80oQwBC1YCxaCRlMtPNQT6paWZz7ryzg0m2tQmSCGhTG-7U6hkgRvhaD4UR0d6Lent3M6isBr2eYYSsP7dMPv2HiD0Zv_vmAZKyD88AESfNi7awVZQ6vdg9yj9H8pcwouWHA1Uefi9e0W4H2wjBsJ36iAE0h5Y-W5IkC-D7ixM5a_-zxFy3qj1McD2djgSEp94NJZJkgMAq2mQYFWmH13jmTJOcR9Cdf_TqUZqrBPJWZ0d4uOutIwSa9x4shAHvT0PWeJXrECPOGwmBj87DrMbO-JPm9Zst6866OisyV8swdlkmGWU2qJgBMpkZmg 272 45.127.57.45 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 18, 2024 2:31 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Yashwanth yashwanth.esb@gmail.com (704) 904-5244 Finding a New Position I am writing to apply for the MuleSoft Architect position in NYC-NJ, as advertised. With over 12 years of experience in IT, including 9.5 years specializing in MuleSoft development, I am confident in my ability to design and implement effective integration solutions. I hold a Bachelor's degree in Computer Science and have extensive experience with the MuleSoft Anypoint Platform, API design and development, and integration architecture. I am skilled in cloud integration, Java, and both SOAP and REST APIs. Please find my resume attached for your review. I look forward to the opportunity to discuss how my background, skills, and certifications align with the needs of your team. Best regards, Yashwanth. 03AFcWeA6t9C33DikUyzxkpPd0lyZA39liFi4VNBCdHBxnKrZkoTtsc-vsV2NKUUuT50RYFvJzsuNOKj7OwyLRYD0Z3TKup9aAqjQ3j1R2E7Vam0Mmj26ti2SHHVZZbmu_9RdIBHkWGW314Jr-5kgly0vmJdgy3LwTIFzmWNbbV9Wzvgi3rnF6xcgiW7gHDMszOcrjEHq9J4ZRrkGP2U-5LYJHm3nXIRjFhDbYMqWFt5h3CiPngJmoC4vobpUdr3clx2vMolDmlxJ_azDHth6cKpDjFWv0IgjAMwB_RMFot7X8GQyNW5BVMkE2TaHmr4rhxgU9X-WgyiNoI8e-FffMFu_9BT6_DJVT9p0q23PYUj8zby5XDdKJaGhdeqTaD_Mf4yJgul13I8gvAhEIxbJgkR3dtslPk01TwVxgYUQnd3YDhuQLXTvWw7jIA98rm8LhINmeOPBM3upJVoLA0znZVa44VZ_epNIUWPgo4CFDb_QRJ-DJ0BKRDwFFiYd3ZUN_KjJev5GUIk5rk5oMD0gRX-5iFvLLQHyYO4U-wsi2wnez96YBpHALO14xq3A2oznEB4lH1ni-KyPg0mPBLL3_axK3BjFDlPLap6jqN9eWxPLMtIf89DFselopfVsRKspFw32Oz_W155AmovieKJ6Wrm_O5SPi07qyu8eRWzRbdF8coats2jcMLErdHi-2Dwm0F8FXfhptKjjJN17KkzRuGFB3xOt2pwSi7UYnwjMTv106_tm-b5OM4dXa5tId_ZBROdFzW20jI_0IodTyG4E2uzzv1FEgVaVOYtlARXo8986NdZiLr_SddrxnULWIldizeFlJmn1blS7rDjOZZqBgABso62AauU8d0Q 273 45.127.57.45 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 18, 2024 2:32 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Yashwanth yashwanth.esb@gmail.com (704) 904-5244 Finding a New Position I am writing to apply for the MuleSoft Architect position in NYC-NJ, as advertised. With over 12 years of experience in IT, including 9.5 years specializing in MuleSoft development, I am confident in my ability to design and implement effective integration solutions. I hold a Bachelor's degree in Computer Science and have extensive experience with the MuleSoft Anypoint Platform, API design and development, and integration architecture. I am skilled in cloud integration, Java, and both SOAP and REST APIs. 03AFcWeA7ooWN_m4-7sLw3g07niR4j_ZV8LNb_v0_IQtcJA3szfaps0M101EtDdTyMi4EmgHKJ11bmB8qB857aHUwgHjAqbLPcLd4a6niGpXsA_Me19xDtuHZratg_9mRELbirIFStFSZAFoOxkAIZ4TinlUa1rRAAzp1EU3Hbm4U2rZTeOZyMk3UBxdHr_UzV4eqmCUqhlk_U-JiKpHCrN4hV9sUo_fvmlFt07I2sTyX5nsjZR4KtIJUzPYTTxSryV3vntkmQHv5UwyRPFh6SauGyG_2sZxuE-I8cKdWIZEljiJ-RI7n1uHbzDD58drOA_-DgxrfP30yYMV6mkWueUc3EG83le9BSmqoZuMg5LIWARfMmU_8zOpyQG-P_xYvAxMGWqXmXwUZQAoHfQlJb-kMTuGkcfWstT1DAdD47ggM1HXnK0syrmYKHqJXGDNgWYPuuEj23Fg8sJyx6fu8uaYLTVxg5mmS-_ZeFu28cXNFZZs2vziuyXThprMZfdYVa2dODPr5303SwFWiTRLzWPxWMlDt2i5aLKDmYXiZw4n4WqWep8C0yKITh90NjbdRJIcePChBAqryoFaGv_sZx9_6r60bZOftaxEWbvJ4cQK4Ehusil_UicahfdXh6YuE02w2o9SB3fzlHCScnIac28Rq8GHqHJLK-PlSmG9ihhA2CNtbtt-dS7eT-zh_fXAIcRaecGtrCkF9ihxO9bUdERnLh2X4Zyg3wTsNuOVGp2MUcOpeufo392dKaBZGH1JWRvsncHrwdcW4aFZTHWqScHhu1znZ-ZqR7359pNJHuLa0bz1DkL4SbUdWPPwjBhOy7s9ViQoT9C-YjmZlKgVw0c4ZE0f7KBywjug 274 45.127.57.45 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 18, 2024 2:32 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

While finding the right candidate for your organization is an ideal business decision, increasing productivity and capabilities, hiring a bad fit can waste time, money, and resources for the company. A bad hire can be costly in many aspects including costs of training, severance pay, and productivity loss. However, there are many ways to avoid this by choosing the right candidate from the get-go. Doing so requires a thoughtful interview and hiring process, which includes more than just a technical evaluation but also a cultural and organizational assessment. In this post, we break down the cost of a bad hire and how finding the right hire can bring long-term success and growth to your company.

The Cost of a Bad Hire

According to a survey, 75% of employers said they have hired the wrong person for a position. Oftentimes, mistakes made throughout the hiring process result in organizations choosing the wrong candidates, and while this is avoidable by tweaking your hiring processes, mistakes can be costly. In fact, the average cost of hiring the wrong employee is $17,000. Overall, choosing the right hire is key to being cost- and time-effective, which can be done through facilitating a thoughtful hiring process.

How to Choose the Right Hire

There are many boxes to check before sending an offer letter to a candidate, and a poor assessment of a candidate can turn out disastrous in the long run. To avoid this, consider implementing these methods prior to committing to a candidate:

Assess Technical Skills

Your interview process needs to be catered to the job's responsibilities. For example, if you are hiring for an SAP implementation role, passing a technical assessment would be a fitting requirement to see your candidates' skills in-action. Making sure your candidate possesses the right technical or soft skills is a key component in knowing if the candidate will succeed in their role.

Check References

Knowing the relevant background of the candidate you are planning to hire is always a promising indicator of success. Getting a snapshot of a candidate's past performance will provide insight into their potential at your organization. Interviewers can ask past employers specific questions about the candidates' strengths and weaknesses, work ethic, and team dynamics to get answers to questions that interviewees may not have communicated.

Evaluate Cultural Fit

Of course, having the right technical skills is an important aspect when looking for the right hire; however, fitting in culturally and socially is equally important. Being a cultural fit contributes to overall job satisfaction and creates an environment that nurtures productivity and engagement. As such, a candidate's values should align with the mission of the organization to ensure that they will fit well within the teams.

Looking Ahead

When assessing candidates for an open role, making sure you have a full picture of the person you are planning to hire is key. Easily stated, hiring the wrong fit is a common but very avoidable mistake that many organizations make. To mitigate this costly and timely mistake, implementing thoughtful and relevant interview procedures can make your hiring process smooth and efficient. Contact BCTG’s staffing and recruiting experts today for guidance on your recruitment and hiring processes. Contributions from Leah Harding

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Managing staffing resources effectively is crucial for the success of mid-size consulting projects. The unique challenges of these projects, which often fall between the highly structured environment of large projects and the flexibility of smaller ones, require a balanced approach to resource management. In this eBook, we explore nine tips for managing staffing resources in mid-size consulting projects to help you optimize staffing resources and ensure your project runs smoothly.

9 TIPS FOR MANAGING STAFFING RESOURCES

1. Define Clear Roles and Responsibilities

One of the first steps in managing staffing resources is to clearly define roles and responsibilities. This ensures that every team member knows their specific duties and helps to avoid overlaps or gaps in the workflow. Firms should create a detailed project plan that outlines each role, including the tasks and responsibilities associated with it and the expectations for performance. Action steps include:

Developing a roles and responsibilities matrix.

Communicating these roles clearly to all team members.

Regularly reviewing and adjusting roles as the project progresses.

2. Leverage Skill Mapping

Understanding the skills and competencies of your team is essential for effective resource allocation. Skill mapping involves identifying the specific skills each team member possesses and matching them to the project requirements. This helps in assigning the right people to the right tasks, ensuring optimal performance. Action steps include:

Conducting a skills assessment of your team.

Creating a skill matrix that matches project tasks to team skills and using this matrix to assign tasks and identify any skill gaps.

DOWNLOAD THE FULL EBOOK BELOW.

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Maintaining project continuity is a critical challenge faced by many organizations, especially in dynamic industries such as IT and SAP, where contractor turnover is often present. When contractors leave, it can disrupt workflows and team dynamics or cause delays and roadblocks, which can all affect the quality of the project. As such, it's essential to implement strategies that ensure seamless transitions and maintain the momentum of the project. Below, we outline five effective strategies for maintaining project continuity in IT.

Strategies for Maintaining Project Continuity

1. Develop a Comprehensive Onboarding Process

A robust onboarding process is crucial for bringing new contractors up to speed quickly and ensuring they can contribute effectively from the start. This process should be comprehensive and meticulously planned to cover all essential aspects. It's vital to ensure that all project details – including goals, timelines, roles, responsibilities, and processes – are thoroughly documented and easily accessible. This documentation serves as a reference point for new contractors, helping them understand the scope and expectations of their work. Additionally, providing necessary training and resources is essential. This includes not only formal training sessions but also access to tools and materials that can help new hires grasp the project's requirements and standards. Mentorship programs also play a significant role, as pairing new contractors with experienced team members can facilitate a smoother transition. These mentors can offer guidance and support, helping newcomers navigate the initial phases of their work more effectively. In fact, data has shown that companies with mentorship programs can increase profit – in some cases 2x more than their peers - and improve resiliency.

2. Implement a Project Management System

A project management system can also help maintain continuity by providing a structured framework for managing tasks, timelines, teams, and resources. Implementing such a system ensures that all aspects of a project are organized and monitored, facilitating smooth operations and efficient workflow. Task management, for example, allows project managers to track and prioritize tasks, ensuring all team members are clear about their responsibilities and deadlines, which contributes to a cohesive team effort where everyone understands their role and how it fits into the larger project. This may also involve monitoring project timelines and milestones to ensure deadlines are met and the project stays on schedule.

3. Foster a Collaborative Team Environment

Encouraging a collaborative team environment can significantly contribute to project continuity. After all, 50% of employees would stay longer at their company if they had a better, more collaborative work environment. With this in mind, here are a few ways to foster a collaborative environment:

Holding regular meetings to discuss project progress and challenges and address questions provides a platform for team members to voice their concerns, share ideas and opinions, stay informed about the project's status, and more.

Using collaborative tools like Slack can help facilitate seamless communication and enable team members to track progress and stay organized. As a centralized location for teamwork and information sharing information, it enhances transparency and accountability within the team.

Organizing team-building activities can help build trust and camaraderie among team members. Activities that encourage interaction and bonding, for example, make it easier for team members to support each other during transitions, fostering a supportive and cohesive work environment.

Note: It’s important to remain flexible and adaptable, as one in five contractors cite schedule flexibility as a reason for choosing contract work.

4. Leverage Technology for Remote Work

With the rise of remote work, leveraging technology is essential to ensure project continuity regardless of contractor location. Cloud-based tools, for instance, allow team members to access and update project details in real time, ensuring everyone stays informed and coordinated. This accessibility is especially crucial for maintaining productivity and coherence in a remote work environment. Conducting virtual meetings using platforms like Zoom or Microsoft Teams also helps keep everyone connected, regardless of their physical location. Additionally, providing secure remote access to critical tools and databases enables contractors to perform their tasks just as they would in a traditional office setting.

5. Develop a Retention Strategy for Contractors

While it's inevitable that some contractors will leave, a strong retention strategy can significantly reduce turnover rates and help to maintain project continuity. One of the most effective strategies for retaining contractors is offering competitive compensation, which includes salary and benefits. Recognizing and rewarding contractors for their contributions can enhance their loyalty and motivation to remain with the organization. In fact, 70% of employees consider recognition and reward programs critical in their work environment. Other ways to increase retention include pay transparency, professional development, workplace culture, career growth trajectory, and more.

Looking Ahead

Regardless of the industry or the project, these strategies can help your organization find success and ensure continuity. As you begin implementing these strategies for maintaining project continuity in IT, consider consulting with our team of staffing experts for additional guidance.

Nanda K 6nanda@gmail.com 201 912 6166 Finding a New Position Hi , I have 20 years EHS experience and expert in SAP EHS and Sustainability. Can you please reach out to me if this position is still open. SAP Product Compliance/EHS Consultant (202714) Thanks, Nanda K 201 912 6166 03AFcWeA5Vp3dAF78fj_cNVE-a_FqQld-yCHl1CZfEMMf7RyGjpojdzOEZy3U8NJIkSWV8FxopE9mFo81tUF6ODRCngckTHKIR-uPUEXk0vqYHMr0IDVD6UmD52giU4bXAB56cOUc-mg5sKkGIsprj9Md_zjzHrlgUcWll4u4barEdH58UB81sUQeSOB9I0VEu5w3M0W-Mfejsh9MpcrDl8ksQ39al9FHTX0S5eLdTsCG8nDnq0DRy1puRqWpogt8CsZgvLqqkkaOqg-wZf35-ks1X09ncgfn84fIcOt0Jt-n913xTY5ND8JkdtoZOoxjBDUYRl6W2KcAIyIlwZ9uGjGA_NAOoDtrMMIZWO2V3Z9vA3bL1UBKqieQ6euIyXrw8HOVy_wmEKXcnFawhUE6g4bi-PnbHRClK9lJ4PPMlk9CAHYCcgTzuSp-tHejF03m_iNA1Xqwxy4tyzSb9IlK2Ov0qeT0-_DJWksihd978p-oP0jOK8o8UTPK-D9DYIg6wQTS62-TlydTDlx_dDqAFDx3RqoBTncgY4LHJAuHBNE7a2h65iY2tA9UZ-Grz8xnePgtXdoD6lKBVuxc3x9J7Q8e4CZnHBXmbIeVXnfTPedmvviBmPagB5SslAZkHnnQe5euh-eCmRCEVODvaYz2KQTxG-zdGcX9E5T4nyu65nOWVPOnUu9hcSdQM43BUledl1Fs6CXlqDzqYuKryxjzAv95xc8wCwLSAU9tRzSijE0m4kNglaSSQgwsEhIjUDmeDoogBl44H2fVJ543xRvfaGaD3Kti2Mz7coiaX0aeDDLrWD9XyR8RA4AW0CBxDPsXEut2SOKoaJZX6FImZk2hfj16kooPWQokDWwi9RIWaaH1hJW4KkMFS0YSGc5__b2V5ub85kqa7wb06anlpYOPb-PpF-QaPHAapiYr76yrFt0jj7t_HItpfzrQ 275 75.40.201.65 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 31, 2024 2:26 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Nanda K 6nanda@gmail.com 201 912 6166 Finding a New Position Hi , I have 20 years EHS experience and expert in SAP EHS and Sustainability. Can you please reach out to me if this position is still open. SAP Product Compliance/EHS Consultant (202714) Thanks, Nanda K 201 912 6166 03AFcWeA4ck2S2SJnB7U82Pmo2jXIFEvQvpEdhu7poJiub68S450cC2CKTjV4ncTjiHqALwZ_eh-MmnA9NG9uQJKp0iFmK1ZuW1qcOBCGHQRas26Wm6fGUJwkmP6E8gfieeyaaGg4JHCE8eyRnY_ibhgIKq7mA-ChJAjBosi4Ou5PEpvCmBWBkEyC5V-KAVWRH-F-b0e-LxghPSygR77mo4BS3niFll9ZxZbU6uodhe6pXPJlNIArzV4UzDW1tNpPTOc2o-K0MFG9P0GUhI5mMrse3hqRLaPl4j7cnealOOaNf8je7ieLCbr0A5ILDDzTIt3SMP_rKhEeYefBWpxv77RGZ8P0gr6j_athh18QXywY7azSzF_uYGQf7Lbp16bBNdUohmeN441gkEcMKvpaiMU5xRwYE6pAi5TGkd4hgWYq68c74NezCS88Wrb5sEn-WYE4gs0I9xEEkySIjom0g_gsqEPo4c5bwzqW3QvFN15qHBU6C_2V97eFPAS5IHe_bFTlRVkz6LRTJNLCJ84C8FiX9NhHn3r6Y0ckegzIbLuaMseGiz-agei9FP5QP_44HNP1EgY1mV_Fz3U1M3b7vNYTvXP4WEUgmXzyghE_9pChW489vvAgjRnbXnu18jfjBMYU9nK_inLFxmwcCgADN_LTGeKhlX0UdzVTuaiCq78Sm5O86ciHdarq18CMzN7uI4yEnhjGUppNGT8SZZ0CnbYAtcjptbg5HqrXfrlY9gOxvcmPv25PKpNQMCI1b1SaRjwPAq-e2nETKQH8KMnWWA-OEwPGYX4dQ3cmhU0D-dnkcV7a4RD4m24B4gec3-MZCp9H4aF_esIoS3QUXeaYpwY4NNJloojGvrXGkEJ0xXbuoKdj5yF07VxVb6vlDldla-3tTaiNKCdX7zjy_kOUZHTpONY6FbNBwNos-Z8G66myTNm4zAysOL2M 276 75.40.201.65 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 31, 2024 2:26 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Nanda K 6nanda@gmail.com 2019126166 Finding a New Position Hi , I have 20 years EHS experience and expert in SAP EHS and Sustainability. Can you please reach out to me if this position is still open. SAP Product Compliance/EHS Consultant (202714) Thanks, Nanda K 201 912 6166 03AFcWeA69RLUu-Hzk2T_yjMvu5RjybeVkpRLYAZi3BewzAwzET6wRBtHutaizhjDuHyG4LMmn4Lo8BeXIjdAP6deDjxehYnwPnjlDXGlnrlBp9SD39c0JlrKeStJo2gk8oCPF6zbG_Kb-eNacK17umDCvovn4pUdloAYHiF6Kl5T4UIcLnYOEK7LvlMc3YYf0o5dhPT2_HP9YwS7gkFcV0Xc_qBHTloUyNeTpVdw7gRX8BYSYudBYMPIYJTTsgzzk4PWzrv52GHxNOlpwzNpL2-hxVg66MUoo_00mFa3hlzHrSAtGcl3Lfn6Ou6kVBZ6OSb71JLIjL8_yDGz45GiuW-WH9qTZkYAp15paiGI1oOgvGVMHd3KAMdEp_95SvI0mJ3L1ucJjH2kw_n13UsbPoKAFsrfbTpLQ306U1CXjduDzeJ-DEvVXX0NFQ2QO-bx8-C1Z3kmjcCEryTkKRpcEjom8pyLn1bBMBmQtlSBMv5V4isllYo7UO7fUXj8gqFodZgmRD-YObSSqdUrMrxjUWveIWklrwdZXXsqEl1Zlb3f3H7TqKADCWIEauBF9YMQII8Ijl2yKSNsYln5TE5kbq1o8hq9ZwDR41LPf3X5rNY2LcdBuQKOqLVG_kKprgIOUHL6cEVvqigz_xnLrRF-rw1CLpQ4kkl-ynw7WWDX5TOOB8ran2TjiioVHZ5qLuXlHVJoIQ4xYZ247BPxC8XoqG3gQpmUvZ0qTAXQuh8LGxE4DG2iKc2vtfWDmrC62Snuzui25YB0X8CtlhcN4Hvs3waHNjRAXZ3nUUv3lCtvRljTOQanlUPg-u48_Wb4aKcZ8aSGyWbNhUmocaUUH6k-OOqBJi68dvkV2NeB7Jbjy2Dn4PXbvwhuClNDUd8Q-oiqwZViMC6sRNPootRK_bw1ij1TXze7jA7nBaevQDcLOXgIkCymNry477KA 277 75.40.201.65 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/126.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 31, 2024 2:27 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Onboarding is a critical process for any organization, and when it comes to onboarding SAP professionals, it requires a specialized approach due to the complexity and technicality of their roles. No matter what area of SAP the professional specializes in, effective onboarding strategies can help them integrate smoothly into the organization and ensure they are aligned with expectations. Below are seven key strategies for onboarding SAP professionals.

Strategies for Onboarding SAP Professionals

1. Preparation

Before an SAP professional officially starts onboarding for their new position, it’s essential to communicate all necessary information regarding the role and its requirements, including the team they will be working with and the projects they will be handling. It’s also helpful to provide an overview of the company's SAP environment so they can best prepare mentally and technically. On the back end, organizations must ensure that all administrative tasks are completed before the professional’s start date. This includes setting up their workspace (if they are working in person), arranging necessary hardware and software, creating user accounts, and providing access to relevant systems and documentation. After all, a smooth setup helps the new hire to start their work without any delays. Note: For those working in a remote or hybrid setting, remember to plan out a virtual onboarding strategy. This includes online training modules and virtual collaboration platforms so that the new hire receives a comprehensive experience, regardless of location.

2. Orientation

On their first day, introduce the new professional to the company’s mission, vision, values, and culture. The introduction should include information about the organizational structure as well, highlighting key departments and leadership. This can help them understand the broader context of their work and how it contributes to the company (and its goals). In addition to introducing the broader company, orientation should provide an in-depth overview of the company’s SAP landscape, including the modules that are currently in use, customizations, and any past, ongoing, or upcoming projects, along with governance and change management procedures. This is an especially important step that should not be overlooked when onboarding SAP professionals.

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Contractor turnover is a persistent challenge in many industries, and the costs associated with recruitment and training can significantly impact a company's bottom line. Beyond financial implications, high turnover rates can also disrupt project timelines, influence team dynamics, damage client relationships, and hinder overall business growth. By understanding the factors contributing to turnover and implementing effective retention tactics, businesses can build a more stable and productive contractor workforce. Below, we explore three ways to manage contractor turnover.

Factors Influencing Turnover

Contractor turnover is a silent yet potent threat to business success. The constant cycle of recruiting, hiring, training, and onboarding new contractors can drain resources, disrupt projects, and erode overall productivity and project success. To effectively address this challenge, it's essential to understand the underlying causes. Common factors include:

Inadequate pay, lack of benefits, minimal training resources, and limited growth opportunities can push contractors to seek employment elsewhere.

Poor project planning, unclear expectations, disorganization, and ineffective communication can lead to job dissatisfaction and burnout.

Demanding project schedules and a lack of flexibility can negatively impact contractors' personal lives.

Contractors often seek stability and long-term opportunities, which can be lacking in certain industries or companies.

Once you've identified the primary factors driving contractor turnover in your company specifically, you can implement targeted strategies to improve retention and project continuity. However, as turnover is inevitable, we outline some ways to manage contract turnover to the best of your ability.

Ways to Manage Contractor Turnover

1. Build a Talent Pipeline

Having a pool of pre-vetted contractors is essential for swiftly addressing gaps that arise due to turnover. When key positions become vacant, having immediate access to a roster of qualified candidates can significantly reduce downtime and ensure you’re meeting the client’s needs for that particular project. One effective way to do this is by networking. By attending industry events and engaging with professionals in your field, you can establish connections with potential contractors. At these events, you will likely meet individuals who are not actively seeking new opportunities but could be interested in contract work one day. Another option is to form a partnership with a staffing agency. These agencies often have extensive databases of pre-screened candidates, allowing you to quickly find the right fit for your needs. BCTG, for example, has a vast network of pre-vetted candidates ready to serve our clients across the IT sector. We also have a referral program in place, encouraging current contractors to recommend qualified candidates. This ensures a continuous influx of skilled professionals, ready to step in whenever and wherever needed.

2. Create a Knowledge Transfer Plan

If a contractor does decide to leave, a knowledge transfer plan can ensure that critical information is passed on to the incoming contractor or existing team members. A key element of this plan is the documentation of work, meaning contractors should be diligent in maintaining detailed records of their contributions, including code, designs, customizations, and any modifications made. This helps the incoming contractor or existing team members understand the current state of the project and any specific nuances. Transition meetings between outgoing and incoming contractors can also provide an opportunity to discuss ongoing tasks and future plans for a seamless handover. With a solid plan in place, organizations can maintain productivity and project momentum even during periods of transition.

3. Conduct Exit Interviews

Finally, an often-overlooked way to manage contractor turnover is by conducting exit interviews. Many companies are missing out on precious feedback and opportunities for growth, with a Harvard Business Review study finding that when executives were asked about programs that resulted from their company exit interviews, fewer than one-third could cite an example. These interviews provide insight into why contractors are leaving and how your organization can minimize turnover, so, during these interviews, it's essential to focus on understanding the primary reasons for the contractor’s departure. This could range from personal reasons to job dissatisfaction or better opportunities elsewhere. By pinpointing these reasons, organizations can identify patterns or common issues that may be affecting contractor retention. Contractors often have unique insights into the day-to-day operations and can offer practical recommendations for improving communication and fostering a more collaborative atmosphere. Don’t let this opportunity go to waste; these suggestions from exit interviews can lead to meaningful changes that enhance the overall work experience for both current and future contractors.

Looking Ahead

Managing contractor turnover is a complex issue that requires a multifaceted approach. By intentionally managing it from the beginning and carefully analyzing the reasons behind turnover, businesses can significantly improve project outcomes and build stronger partnerships with contractors. Remember, investing in your contractor workforce is an investment in the long-term success of your business. To continue the discussion, connect with experts at BCTG.

Individuals may want to transition into a software engineering career for a variety of reasons. Aside from increased salary and benefits, software engineers are often at the forefront of solving digital challenges. It may be difficult, however, for individuals already on a different career path to know where to begin. In this article, we break down key considerations and steps to transition to a software engineering career.

Key Considerations

Before anyone jumps into software engineering, they should confirm that it’s the right change for them. Software engineering is unique in many aspects and is accompanied by its own set of challenges. Below, we cover a few aspects of software engineering to consider before switching careers.

Constant Learning: A software engineering career often means constantly learning new techniques and methodologies. Because technology is rapidly evolving, those who manage it must often keep pace with important updates. Software engineers should thus be individuals who are comfortable with continually updating their skillset.

Tech Inclination: Software engineers work with technology on a daily basis. While it’s certainly not a requirement to have always been good with tech, it is helpful to feel comfortable around it. Individuals can always develop this comfortability alongside their skillset, so don’t worry if software engineering currently sounds daunting.

Problem Solving: Much of a software engineer’s time may be spent trying to figure out unique challenges. This often means approaching problems from new angles to fix errors in code or a piece of technology. If you’re looking for a career which challenges your problem-solving skills, software engineering could be for you.

How to Transition to a Software Engineering Career

Unlike many career shifts, a transition to software engineering does not require a college degree. Often, it simply requires learning the field and an adeptness at coding. Here are a few actionable steps to facilitate the transition to software engineering:

1. Learn the Material

The first step to becoming a software engineer is to learn the field. This often means learning important coding languages and how to use them with regard to specific tasks. For example, learning HTML, CSS, and JavaScript will be tremendously important for landing a job in web development. Other coding languages serve different purposes so actively research which language would be best to learn for a specific field. While individuals can learn on their own, we recommend that they utilize a training partner or online resources to gain the right skills and search for a job.

2. Practice Coding

It’s one thing to learn a coding language and another to know how to use it in various scenarios. While learning the language and before any interview, practice dealing with various challenges. This will ensure that you can tackle any sort of practical interview and hit the ground running on your first day. It also bolsters an ability to deal with coding challenges, even if the specific issue is new.

3. Enhance Your Soft Skills

A software engineering career is not entirely individualistic. Software engineers often collaborate and work in teams to tackle larger problems. This means that individuals need to possess certain soft skills like teamwork, leadership, and communication to succeed at most companies. Be aware that those with soft skills are able to differentiate themselves from other candidates with just technical skills.

Looking Ahead

Ultimately, software engineering can be a rewarding career path. Be sure, however, that it’s right for you before switching because it requires a high level of effort and interest to become successful. When you’re ready to find your next software engineering role, consider joining BCTG’s network of IT professionals here. Contributions from Jake Park-Walters

Mr Tomos Evans evanstomos@gmail.com 07738206059 Finding a New Position Good Afternoon, I am looking for SAP EPM roles in BW, BPC & SAC and was interested in roles you may currently have on your books or in the future, Kind Regards, Tomos Evans 03AFcWeA4vxQ5ktrOOyI36ZwjT4lw8LdBN_AhM_ZjQNNQgwi_ZORHX_Z6L3X1J2BWXOebB94-_PY0TiRzxGKoFzoIgsnJoLa4sFlqRq6zzhqXiqeMKPULQK9YYelzXgNM1xKwkcQhWWheeuX3ZQgAJvpI_QJJVjwB5zKCSmiqdnOH-bBeHZkQBOrt_daN_0CxLm15EqNt5oExUDyL-qMA1VRf6RrWZgwu_Z_Fz3VIOI-Syulq2d-uYV16tthHnd3XObbLD4sJ0z1pQCNxcB_syzNyNs05ixPYta7QJCosgMwU1UIic-dqeybs4bqcFFGHz6J500-6761yGyOoiqhMlg-5J5xGjqxfBd4lzWf14hWtR0YLRZql77PG4qZizczhRdHoByp4uKxTYo1qTyY8ze8mDwp7u3M7DLt7SzrQ4dXrjC-UB-yGuL2HxOyPcU79F64Ld-K3G5PdZpu13vBetsKOujdkcq-dfcrX1vEbBdPFnn69akPH2ts3ppRkwEkg1ptAgKPgZNs3ZiM7HmxW3nRLUKBujKg7KDfJZlopVknl1f3QXWJdqtXdFudZClRWqk3UQI-RMxoBIJh9xVEGP8dackauKyaCaYG9jeyBMN3OPveHSLbhEZjfdQLfYoN-6aQxHNAvdT2lu-Xb-iytA1K9Ei871jJORVOxbeDq42LgAMpXySs0R_Nn0gjB0GxD7IsU2AjuFHPLG53s3CqOGF5Db08vZbtnJ25rLqqzsHxMmODeauugtQ7d-RaJ3Ju_d-zU8LCCP0BcO892rQtXyq_TQBdUGPTv5UZWa-loo19saEGJrv_p2s64-Vyylk9o0l1sLAxT5Mx_GvKoINN22gKN088UDPbywMLSfeE8vxY8N7tZkkbhpRcilaYa-kCdB-ItR0oXzZ5UT 278 104.28.86.100 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ August 5, 2024 4:06 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Mr Tomos Evans evanstomos@gmail.com 07738206059 Finding a New Position Good Afternoon, I am looking for SAP EPM roles in BW, BPC & SAC and was interested in roles you may currently have on your books or in the future, Kind Regards, Tomos Evans 03AFcWeA5yGyj_c9ZPud6kBrD6sSJaGmsEYmdopeuqb1JDC4EcBzmC4rJ7Z2DokvauysV7-jzIQ6xsLttqCsjiOF3Txv15Xcv0x0uJA2DH-SfF0utLA7ESwt0b-zNl88OzJYwJOoYlNQi0qq2IpB_9FslT7QHF0UFnwiizGglOyKy7-SjM0_KAbn2okMSLbfGcPCe0G_euOOy30jpcDyouqi6UAOJYhGzGuS44UrBVq27vhKJq2mbpK6tY1PCXSTEvtUHcpH_1cS1LMubxSHaoSmwO7PETSRzAmeuHvhKGP0_JKFh7Eaj6oX5yDxkZIugPRJP6iSWFT_8fGKanw9c-9vq8AKbAbsnprQkoDD-_ONleY_U0Ubd5Jp_vgANGu_gND5Bqua_RPKkcKQK-V1lNqW9rV0-xU9wRh8VhfOBxOYtJwem83tk5NCMXjpmj70y6o9_v5M75QoL_Y7ud8AH2JVlqYsZBbSQS9wwHp_EdS7r31W9tWcDtfJQvU4bNO_GGjBw4m3C4Ys8g0TNhMlbIPC72Kk1SiMm4ttK9n7nsK_NxWGxpYKW6ow6miPo4r-koR1dY24QIABxkehLeSG7ICwrE2l9-_tseIMwLx1G0Ge7DcLN_uhjYhtaSoIktmFRxVz8qXccxUMlw4GPATiF096Ixk9FMA5kZrNg70WrdnyKtLKL2UeHp_sU21-kLKSLUwi0jf2I4dP-MG1GthaNC7y3c78uKyueEtjSEdaoIA1tvlIN73VqdNCV6NoG9TeO2ongJDjvuqk7TgDxXWWH9gHBM4WuZzryY3WGhyB2Duqpx4k1KmIObME-zsfxbcoYcUbv-xpGwmljcGthQS2HwiIHIwADegTc8Dr5jDFUfUBdneLkLmS41oC4QsuDG_1B5cOOYepSUHHGm 279 104.28.86.100 Mozilla/5.0 (iPhone; CPU iPhone OS 17_5_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ August 5, 2024 4:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Finding the right talent for an SAP retail project is no easy task. The market for skilled SAP professionals is highly competitive, and the demand often outstrips supply. More than 20,000 retailers leverage SAP, and when looking at the SAP ERP customer base by industry, retail alone holds nearly 10% of the market share. Additionally, the specific requirements for an SAP retail implementation—such as expertise in modules like SAP S/4HANA Retail, SAP Customer Activity Repository (CAR), SAP Merchandise Management (MM), and SAP Forecasting and Replenishment (F&R)—mean that the talent pool is even more specialized. Retailers need individuals who not only have technical proficiency in SAP but also understand retail operations, supply chain management, inventory control, and customer engagement. The ideal candidates are those who can bridge the gap between technology and business, ensuring that the SAP solutions implemented are aligned with the retailer's strategic goals.

Working with a Trusted Partner

With this in mind, partnering with a staffing firm can provide significant advantages when sourcing talent for an SAP retail project. Below, we outline just three key benefits:

1. Access to a Larger Talent Pool

Staffing firms have extensive networks and databases of qualified candidates. They invest time and resources into building relationships with professionals in various fields, such as SAP, and across industries. This means that they can quickly identify and reach out to potential candidates who may not be actively seeking new opportunities but would be a perfect fit for your particular project.

2. Expertise in Talent Matching

Staffing firms specialize in understanding the specific needs of their clients and matching them with candidates who have the right skills and experience. A firm that has a deep understanding of both the SAP ecosystem and the retail industry can screen candidates effectively to ensure they meet the necessary technical and business requirements – and have adequate industry experience – for your needs.

3. Flexibility and Scalability Based on Project Needs

Staffing firms offer flexible staffing solutions, whether you need a single expert for a short-term project or an entire team for a long-term implementation. They can scale their services up or down based on your needs, ensuring that you have the right resources at the right time without the overhead of permanent hires.

Choosing the Right Partner

Selecting the right partner is crucial to the success of your SAP retail project. Here are some factors to consider when choosing a staffing firm:

Look for a staffing firm with a proven track record in the retail industry and specific experience in SAP.

Choose a firm that offers a full range of staffing solutions, from contract and temporary placements to permanent hires.

A good staffing firm should have a robust pipeline of candidates and a proactive approach to talent acquisition, so ask about their sourcing strategies, candidate screening processes, how they maintain relationships with top talent, and so on.

Consider the cultural fit between your organization and the staffing firm – they should align with your company values and work collaboratively with your team to achieve your project goals.

Partnering with BCTG

Implementing an SAP retail solution is a strategic investment; however, its success is entirely reliant on the talent in place. By partnering with a specialized staffing firm, you can ensure you get the talent you need, at the right time and price. Whether you’re looking for temporary talent for an on-site project or contract talent for a large-scale, remote SAP implementation, we can help. Learn more about working with our SAP Staffing and Recruiting experts here.

Technology used for training and organizational change management plays a pivotal role in determining its effectiveness in transitioning end-users to a new system. One powerful option currently available for SAP and non-SAP systems is SAP Enable Now, a comprehensive platform for training and content authoring, sharing, and management. This tool, developed by SAP, is versatile, sustainable, and able to deliver personalized learning experiences to a range of end users. Below, we explore some of the key features of SAP Enable Now.

Features of SAP Enable Now

Versatile at its Core

SAP Enable Now is packed with features that make it an incredibly versatile tool. Its versatility is in its ability to accommodate various learning styles and preferences, offering modes such as Demo, Practice, and Test Mode, alongside quizzes and downloadable guides. In Demo Mode, users are guided through the steps and clicks necessary to complete a specific SAP transaction via a video demonstration. Practice Mode and Test Mode walk users through the same series of steps and clicks, but with users actively performing the actions rather than passively watching a demo. Various downloadable user guides and job aids can be generated from the same simulation recording. These can be shared easily with users for quick reference, and quizzes can be generated using the simulation content for users to check their understanding. The multiple outputs that can be produced from a single simulation recording make it easy to cater to the learning styles of different users. There are options available for those who learn better by doing and those who prefer learning visually. For example, running through a demo is beneficial to show in a live training session; meanwhile, the PDF guides are useful for sharing out after the session. Plus, SAP Enable Now isn’t limited to demonstrating SAP transactions alone; it can also record training simulations for other platforms like Excel, broadening its utility across different training contexts and supporting end-to-end business process training

Tailored to Your Needs

Customization can be used to tailor the user experience in SAP Enable Now. Training content can match not only the brand’s physical appearance and brand guidelines but also utilize formats that cater to the preferred learning styles of end users. Leveraging SAP Enable Now’s features to align with a brand’s logos, colors, and fonts can increase buy-in from end users. The use of templates and book pages (landing pages or tables of contents for a course) also maintains consistency across the different training materials. SAP Enable Now allows the ability to customize the settings to match the organization’s industry’s needs and the culture of the company using it. For example, retail and consumer product brands may favor a demo and practice mode that guides users through SAP transactions in a casual manner with helpful hints and themed demos tailored to their brand to enhance user engagement. Alternatively, life sciences brands may prioritize the Test mode, featuring a stringent scoring system that ensures the understanding of end users with straightforward assessments. SAP Enable Now can be personalized in various ways to maximize its effectiveness toward end users across any industry.

Built for Long-term Sustainability

SAP Enable Now is useful during the crucial stages of a new system implementation; but it’s a tool designed for long-term sustainability. During initial training phases, training content can be sent to business users who are testing the system before a Go-Live, enabling them to accurately follow test scripts and become familiar with the system. Additionally, SAP Enable Now’s use extends far beyond the initial implementation phase as it continues to provide end-users training content long after a system has gone live. “Learner View” is a type of SAP Enable Now account for an end user that allows them access to a library of all the published training content to be referenced at any time. In scenarios where an end user may not need to perform a specific transaction in SAP until months after the initial training, we’ve seen there’s value in encouraging these users to revisit the recordings and PDF guides to ensure that the knowledge is retained by end users.

Getting Started with SAP Enable Now

We recognize the importance of highlighting the advantages and key features of SAP Enable Now. Our experience has been that this tool is underutilized because people are not aware of its potential to significantly enhance the learning process of SAP users. SAP Enable Now empowers trainers to develop tailored experiences through its ability to cater to diverse learning styles, offer various visual preferences and settings, and facilitate long-term content retention among end users. If you’re interested in learning more about the features of SAP Enable Now or how to get started, connect with our experts today. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

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Inclusive recruitment is an essential aspect of modern hiring practices that aims to create a diverse and equitable workforce. Among various underrepresented groups, neurodivergent individuals—those with neurological differences such as autism, ADHD, dyslexia, Tourette’s Syndrome, and other conditions—often face unique challenges in the job market. In fact, one in five American adults is neurodiverse, yet studies estimate that the unemployment rate for neurodiverse adults runs as high as 30-40%. By implementing inclusive recruitment strategies for neurodivergent candidates, employers can tap into the valuable skills and perspectives that these individuals bring to the table.

UNDERSTANDING NEURODIVERSITY

Neurodiversity refers to the natural variations in human brain function and behavior. Neurodivergent individuals may think, learn, process, and handle information differently from neurotypical individuals. This diversity can be a significant asset in the workplace, as it often translates into unique problem-solving abilities, creativity, innovation, and attention to detail. However, traditional recruitment processes can inadvertently exclude neurodivergent candidates due to biases and inflexible practices.

THE IMPORTANCE OF INCLUSIVE RECRUITMENT

Diverse teams are known to be more innovative and productive, with inclusive teams making better business decisions up to 87% of the time. By fostering an inclusive environment, companies can not only benefit from a wider, more creative talent pool, but they can also improve their employee retention and satisfaction as employees feel more seen and heard. Moreover, inclusive recruitment practices align with corporate social responsibility and enhance an organization’s reputation.

BARRIERS TO EMPLOYMENT FOR NEURODIVERGENT CANDIDATES

Many neurodivergent individuals find conventional hiring practices challenging. Open-ended and semi-unpredictable interview questions, ambiguous social cues, and the pressure to perform in a timed setting or in a certain manner can often be significant barriers. Misconceptions about neurodivergence can also lead to biased hiring decisions. Employers might mistakenly believe that neurodivergent individuals are less capable or adaptable. Without appropriate accommodations, neurodivergent candidates may struggle to demonstrate their true capabilities. Simple adjustments, such as flexible work hours or modified communication methods, are often overlooked.

5 RECRUITMENT STRATEGIES FOR NEURODIVERGENT CANDIDATES

1. Educate and Train Hiring Teams

Providing training to hiring managers and HR personnel on neurodiversity is a crucial step toward creating a more inclusive and effective workplace. This training should encompass an understanding of the strengths and challenges associated with various neurodiverse conditions. With this knowledge, hiring managers and HR professionals can better appreciate the unique perspectives and capabilities that neurodiverse individuals bring to the table.

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In today’s ever-changing digital landscape, finding talented SAP staff has become critical for technological success. The demand for skilled SAP professionals has grown significantly, and many positions are now remote, including an entirely online hiring process for most organizations. However, remote hiring and work can present challenges in getting to know a candidate and developing a strong company culture. We’ve outlined key tips to follow when seeking to hire and manage remote SAP talent below.

4 Tips for Hiring and Managing Remote SAP Talent

1. Ensure that candidates have essential skills beyond technical knowledge

A strong remote SAP candidate will have strong communication skills and time management abilities, and they will be eager to actively participate in conversations and brainstorming even in an online setting. Technical expertise in SAP solutions is critical, but standout talent will also be able to effectively share their knowledge and have a positive impact on the company even virtually. Without a strong ability to communicate , an SAP professional will be unable to mesh well with the existing technological systems and the company's culture.

2. Set explicit expectations and communicate clearly

When hiring for a remote position, it can be a challenge to ensure that the candidate fully comprehends what the position entails. As such, make sure that during the hiring process, expectations for the role are clearly stated to minimize misunderstandings and shortcomings down the road. Clear and active communication can not only ensure a mutual understanding of company goals but can also foster strong morale and increase team satisfaction. Consider implementing technologies that facilitate good communication between team members, and host meetings when necessary to promote face-to-face conversation. Creating a friendly company culture can be difficult when employees are not physically together, but celebrating successes and sharing praise with team members can make everyone feel heard even in an entirely online setting.

3. Foster a collaborative culture

Remote SAP professionals will be better able to adapt to a new company if they engage with peers in an educational and social manner. Encourage team video calls, project collaboration, and social engagement to establish a team that can work well together and present their best selves in every project. A collaborative culture will ultimately help newly-hired SAP talent grasp company norms and expectations faster as they learn from other team members, and it will also lead to greater work satisfaction as employees are able to build stronger social connections and boost their morale.

4. Provide adequate training and resources

When starting a remote position, it can be difficult to truly feel up for the task if there are not enough resources available to help you get started and no one you can ask questions to face-to-face like in an office setting. When hiring and managing remote SAP talent, ensure that there is a plethora of resources available to help these professionals grow accustomed to the company, the position’s expectations, and the specific projects. Designated training is also imperative for understanding unfamiliar company systems and how SAP is integrated into the internal business operations.

Looking Ahead

Hiring and managing remote SAP talent can be challenging without the opportunity for face-to-face introductions and communication. To maximize SAP talent productivity and satisfaction, ensure that there is clear communication and expectations, a positive company culture, and adequate training and resources. These standards will encourage the smooth integration of a new SAP professional into the company. To learn more about effective hiring and management practices for SAP professionals, contact our team at Bull City Talent Group today. Contributions from Sam Weitzel

There are several advantages to various staffing models for mid-size consulting firms. Strategizing workforce dynamics is important to ensure that each firm’s skills and needs are adequately satisfied. Additionally, the staffing priorities of a firm - such as the tradeoff between flexibility and stability - are vital to consider based on industry, target markets, and specialty. In this piece, we break down the differences between three alternative staffing models for mid-size consulting firms: project-based, retained, and contingent.

ALTERNATIVE STAFFING MODELS FOR MID-SIZE CONSULTING FIRMS

Project-Based Staffing

A consulting firm that utilizes a project-based staffing model essentially organizes teams to address specific client projects. Oftentimes, these teams are comprised of individuals with specific skillsets that are uniquely suited to the client. For example, an SAP retail project will likely be assigned a team of SAP consultants with tailored industry knowledge in solutions such as SAP CAR. One of the primary advantages to a project-based staffing model is that firms can rapidly deploy teams as projects arise. Additionally, firms that typically handle large projects for clients would likely prefer project-based staffing as it creates collaborative problem-solving units. One disadvantage, however, is that teams can be reliant on the abilities and soft skills of the team leader. Thus, it’s crucial for mid-size consulting firms leveraging a project-based staffing model to hire and promote their best candidates into leadership roles.

Retained Staffing

A retained staffing model involves entering into long-term agreements with clients to provide continuous support and expertise. Unlike project-based staffing, there may not be a concretely defined timeline or project scope. Instead, consultants are retained on an extended basis to address whatever ongoing challenge the client has. Typically, these engagements are long- term and involve deeper immersion within a client’s organization. An advantage of a retained staffing model is that consulting firms often develop long-term partnerships with clients. This generates consistent revenue that firms focused solely on project-based assignments may not always experience. Additionally, consultants often deepen their skills throughout the engagement and bring these unique skills back to the firm. This staffing model, however, may also present challenges such as inflexibility with new client demands. If a majority of a firm’s consultants are set into long-term contracts with clients, the firm is less able to respond to new inquiries and prospective clients. Additionally, hiring retained consultants often requires more investment in development to ensure that they possess the necessary expertise needed for deep industry immersion.

Contingent Staffing

Finally, a contingent staffing model is similar to retained staffing, albeit on a more flexible, as-needed basis. Contingent consultants are deployed to address short-term or temporary staffing gaps within client organizations. For example, a client may contract a contingent consulting firm when experiencing periods of high growth and urgently require extra professional labor. The consulting firm thus maintains a pool of skilled professionals who can be deployed either in teams or individually. One of the key advantages of a contingent staffing model is flexibility. Consulting firms that leverage a contingent staffing model can quickly respond to fluctuations in client demand or project scope because their consultants are typically not tied down for relatively long periods of time. Additionally, some clients prefer contingent staffing because it enables support on an as-needed basis, which is cheaper than full-time or long-term contracts. Conversely, a reliance on contingent staffing also provides less stability in periods of high demand. For example, if there is industry-wide demand for labor, firms may regret not signing longer-term consultants when they had the chance.

PARTNERING WITH BCTG FOR YOUR STAFFING NEEDS

Ultimately, a firm’s staffing model is dependent upon client type and project specialty. Many of the disadvantages associated with these staffing models can be easily avoided by firms with clients that are aware of flexibility and labor demand dynamics. Regardless, firms should choose their staffing model based on finding the right balance between flexibility and stability in meeting client demand and achieving consistent revenue. Whether you’re a mid-size consulting firm looking for project-based, retained, or contingent talent, we can help. Contact BCTG to learn more. Contributions from Jake Park-Walters

ZAMEERUDDIN MOHAMMED zameerm.sap@gmail.com +1(972)8017967 Finding a New Position Hi, Team Bullcitytalent, Greetings. I'm an experienced SAP cloud (Analytics, Planning) Datasphere consultant, looking for a new opportunity. I'm available to join ASAP with remote/hybrid/relocation options with C2C . Looking forward to connecting and discussing the opportunities on +1(972)801 7967 Regards, Zameeruddin 03AFcWeA7D_vharVKbj4sMe9So_X6Q10dd9OTOtIcDbzE8hASonCXqx2icWoxKhmNSlZdBuS-aR-1_BHpOYLZIU6AZdxZpSF9zAoveQNAErbk_P4SnwF1LoEgEYstrElH83WRzlc6kqd4evhENAH2bNfsyNqbNSy5q4jw9MIWndh1L20c3E924Zn65YLbytUQYIxuxsvM1OfKIsl9Jz6xsjSpTT9-uWCBfXvzY-y1qBlvMesLPPHFV4KZo6fXIFQskUMkrRNXHlmNSt1pI5wbQ2XVh7nBN08XSyGX3yeq6ke5fF20iyFhsLD-ZaBPYeIr078xrzaWnV45v6VDU_dmZ4moUgGjCHXYDOJ1cVxfNRgpzA7qHpbNjGckLvbe2l3I6EY26Qq-RVz_nm9MwDoQzV4Ii8iNcn4Np16YQy6P88Ih-_vdljjmHxjCe4FFqEVU5JMOrjZICpbNA8i1yBqP_YZ93HmdRMUKV91vpMnveBGQgwxWHpeVv6t0StuhkTApXVlPIdVdYlp-WjC5Ydjvc-vMufEo6_pqKc8gnhVumIo7QYwJTdPbw10ztO3b_uF6gJPNRwOnSK8FgtHVzF3LSURAz2aMuRbLNxdzIzNAd0rOOwTHvhB0y9A8zGfEpuQUxMTdmTxPR4nOmnjic5FyqMmSIEvqrLeqtqmrY3H0NrFxEu30fg3aSCqQfpsrHAAqIfiyvPJ61BaTrUlScvcZfxCHOWv5Zp9xiMcoQDfcxix3MNAcQmwDBu-Sc1jdJVH5T0VSoxcsnZVVoo_AcgVncuZdakyfaozVjYkw-ARzjN_KraLnQoou5WwhA9UyqNZk13XNG5hjrmtfaUowozidVZ1zQ0LJYT9BbVBuCYlZt2vMx2OYYTmK_Wgk 280 45.25.34.202 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/127.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 21, 2024 7:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

ZAMEERUDDIN MOHAMMED zameerm.sap@gmail.com +1(972)8017967 Finding a New Position Hi, Team Bullcitytalent, Greetings. I'm an experienced SAP cloud (Analytics, Planning) Datasphere consultant, looking for a new opportunity. I'm available to join ASAP with remote/hybrid/relocation options with C2C . Looking forward to connecting and discussing the opportunities on +1(972)801 7967 Regards, Zameeruddin 03AFcWeA4wV1CUFZbx7rEqwG5tyS8sEUFLj7Myp54ZkE1YSsyloJ7Hp8fWFN9lIHtmNTPMNJqilnsJDZSNqgIJYVBaRO3BU29XVj7jjxC9BFE5nCQBgGQkKUZnCwXhI0zDEsI_NSE09Arkh-n8XVIMfeJzT8Yu0GX9pf_h3-KMe8j6nLmEtHEaBQWGUXXO0YTyjDMgtWbf5yFnVpAKaahNwlxXRtHdgdh5TgIuk5VyMCZIEiTziwVafVdW2HYv1wd-MT8JRumc_w-a61Idt9oXuZ4MGihdMXcqOMMxy824T3AOC2xEuPar5XIGYLCjnLPIHKbM62fx2eaGSUf1sntRwmfl0IroICfgA29onIs_XaitXxEvsI0KSQQKwsDa07Ml_5gWGip02bpgLffXB53Vc2c873-8WeOpMfLHbj1YHPBkfvfIh4DDc8GIX6KHBM-0hq7R6mr64X13gzg8v5rut7VDBx1QcjWMmwn1l6f1Hn_dIfxx88Ze3GhO_jwheliZeLQ8TC1fmMPRrITphx6FVXZLmMeRbE3vVvc6SlPjhUxlNc2X4LzIlUBZ6TQCynLN338A0KFlmiAAwO3gdCMnZpfxIslVWE8enA1KoZAlxS35G6TGYbtGMqlqz1lborrcPM9JikuE_5vC3OgE-79lArBA9q-L5f2u3eEPrrts4fuw4sQeF7HdfEbhVto-HcxHmYwHLSO89-02LJrIRXzaYnpvc73twHH2nj7BDlgfwZQXk23BHJao07X_UeESi-JGJzxZGydFwOEOObd7v6TFiIMc3BNGcYe9bkINP8Z2dmDZRcU6CwzrFBmUeYugKsgqUzRuqt5vLYUlq1ts36B9fuyUb05erdMpLA 281 45.25.34.202 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/127.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 21, 2024 8:28 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Configuration: Adjusting the settings of existing modules to align with business processes.
Enhancement: Adding new functionalities or enhancing existing ones through user exits, BADIs (Business Add-Ins), enhancement points, and more.
Development: Creating new programs or interfaces using SAP ABAP.

With this in mind, customizing SAP for industry-specific needs is an especially complex task that requires careful planning and execution. Below, we break down key challenges and considerations when approaching an industry-specific SAP customization.

Common Challenges

One of the biggest challenges in SAP customization is the complexity and cost involved. Customizations can require significant time and resources, so it's important to carefully prioritize requirements and develop a detailed strategy. As such a complex undertaking, the process often involves integrating the solution with other systems and applications, which can create integration issues and compatibility problems as well. To mitigate this, it's important to conduct thorough integration testing and use standard integration tools and protocols. Finally, stakeholders may have high expectations for the customization that may not always be feasible. As such, remember to have an open and clear channel of communication with stakeholders so you can share the scope and limitations of the customization(s) and provide regular updates.

Industry-Specific Challenges

SAP customizations, while necessary for aligning with specific business needs, introduce complexities unique to each industry. These industry-specific challenges necessitate tailored customizations, often requiring deep industry expertise and careful planning to achieve desired outcomes. For example, one hurdle for an SAP retail customization relates to managing vast and complex product catalogs. With many products, maintaining accurate and up-to-date information within SAP can be daunting, and retailers often deal with rapid product lifecycles, necessitating frequent updates and changes to the system as well. The healthcare industry, on the other hand, presents a different set of challenges for SAP customizations. For instance, with stringent regulations like HIPAA, protecting sensitive patient information is paramount. This requires robust security measures and compliance with complex data handling requirements within the SAP system.

5 Considerations for an SAP Customization

1. Involve Key Stakeholders

As previously mentioned, stakeholder involvement is crucial for the success of an SAP customization. Whether it be business leaders or end users, their input and feedback are essential for defining requirements and ensuring the customizations meet the needs of the business.

2. Follow a Structured Methodology

Following a structured methodology, such as SAP Activate or Agile, can help ensure the customization project is well-organized and efficient. These methodologies provide best practices, templates, resources, and tools for managing the SAP customization process.

3. Maintain Documentation

Maintaining clear and comprehensive documentation on business requirements, technical specifications, test cases, and user manuals helps ensure all stakeholders have a shared understanding of the project and can facilitate future maintenance and upgrades.

4. Focus on Change Management

Customizing SAP often involves significant changes to business processes and workflows. As such, an effective change management strategy should be in place to make sure these changes are smoothly implemented and accepted by end users. This includes providing training and support on the customizations and addressing any resistance to change.

5. Leverage SAP Best Practices

SAP provides a wealth of best practices and pre-configured solutions for different industries, from SAP Best Practices Explorer to SAP Solution Manager. Leveraging these best practices can help reduce the complexity and risk of customizations.

Getting Started on an Industry-Specific SAP Customization

Customizing SAP for industry-specific needs is a complex but rewarding process. By following a structured approach and leveraging the best practices outlined above, organizations can develop solutions that meet their unique project needs. Whether you’re a healthcare manufacturer looking to maintain compliance or a retailer looking to enhance customer service, SAP customizations are possible with the right talent in place. Looking for talent for your SAP project? Contact us today.

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As companies increasingly rely on technology to drive their operations, the demand for skilled IT consultants has skyrocketed. These professionals are expected to possess a deep understanding of their field, coupled with the ability to solve complex problems efficiently and effectively. As such, a technical interview is designed to evaluate these exact capabilities, testing not only the consultant’s knowledge but also their problem-solving abilities and how well they can apply theoretical concepts to practical scenarios. Technical interviews can be daunting, given their rigorous nature and the high stakes involved. They often include a mix of coding challenges, system design questions, behavioral assessments, and more. As a tech consultant, your ability to navigate these components successfully can make or break your chances of landing the job. However, with the right preparation and mindset, you can turn this challenge into an opportunity to showcase your expertise and stand out from the competition. In this eBook, we provide essential tips and strategies to master the technical interview. Whether you're an IT consultant specializing in software development or an SAP consultant focused on enterprise solutions, these tips will help you demonstrate your technical prowess and secure your dream role.

TECHNICAL INTERVIEW TIPS

Before the Interview

1. Understand the Basics

Before diving into advanced concepts, make sure you have a strong understanding of the fundamentals. Review key concepts related to your field, such as data structures, algorithms, system design, and core principles of software engineering. For SAP consultants, focus on essential modules, solutions, systems, configurations, and integration points.

2. Practice Coding and Problem-Solving

Coding is a critical component of many technical interviews, and regular practice can help you become proficient in writing clean, efficient code. We recommend you use online platforms to practice a variety of coding problems, focusing on different problem types, including arrays, linked lists, trees, graphs, and dynamic programming. Aim to solve problems within a set time frame to simulate the interview environment, as these assessments are typically timed.

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The hiring process can be long and drawn out from the moment you submit your application to the final signing of an offer letter. This process can make candidates antsy, wanting to reach out to an organization to check on their application status, especially if it's an organization they are particularly excited about. The question of whether you should be following up on your application depends on the company you are applying to. However, there are some tips and tricks to follow when deciding if you should follow up and how you should do so. If you are contemplating following up on a job application, here are some considerations:

When To Follow Up

Knowing when to follow-up is key to ensuring your message will be most impactful to the hiring manager. Most experts recommend following up on your application after two weeks. Following up too closely after your submission could be ineffective as the hiring manager may have not even looked at your, or any, applications yet. But after 2 weeks, the hiring manager will have likely reviewed the applications and is close to releasing information about moving forward in the hiring process. For post-interview follow-ups, typically a thank you note the day after is considered polite and shows your interest and commitment to the organization. It is also important to note that some applications request no follow-ups, so paying attention to that request is important to remain respectful toward hiring managers.

Call or Email?

When the timing is right and you are ready to follow-up, deciding whether to call or email is a key decision. Emailing the hiring manager is typically a safer route to take when following up. However, calling can be very impactful, especially if it’s a job where they are considering few candidates or if you are late in the interview process and they have already narrowed down their selection. On the contrary, imagine if 50 candidates applied and they all called to follow up – that would be overwhelming to the hiring team. So, it is important to remain respectful and not overbearing. If you are to call, it is recommended to avoid calling on Mondays and Fridays and to avoid morning time calls because they are typically the busiest and more meeting heavy. If you choose to write an email, remember to confirm your interest in the role and personalize the email, but also keep it concise since employers already have your resume and information.

Continue Your Search

As stated earlier, before following up, make sure you reread the content of the job listing as some listings specifically request that applicants do not follow up. If the coast in clear and you do follow up, make sure you give employers time to process your application and follow up email as it may take several days for them to get back to you. Being overly persistent could hurt your chances of securing the job. Asking about the hiring timeline could also be helpful as you know the estimated time you should hear back. If an appropriate time has passed, it may be beneficial to follow up again; however, also remember it's important to keep applying elsewhere. Sometimes the job is not meant to be, and you need to search for different opportunities, so remember to stay positive and keep your perspective.

Following Up on a Job Application

The job search can be a drawn out and stressful process, and waiting to hear back from an employer can add to that stress. It’s important to remember that hiring managers are busy too and reviewing hundreds of applications can be lengthy. Following-up is a great method to remind the hiring manager you are still interested and passionate about this role and can potentially turn your waiting time into an interview. For more guidance on interviewing and the hiring process, contact BCTG for expert advice. Contributions from Leah Harding

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While the SAP talent pool is vast, finding candidates with the right credentials and expertise for a project can be challenging. As such, thorough verification is essential to ensure you're hiring the best fit for your organization. A thorough verification process not only protects your organization from bad hires or misrepresentation but also helps ensure that new hires possess the necessary skills to contribute effectively from day one. Below, we break down key strategies your organization can leverage to verify SAP candidate credentials and expertise.

5 Steps to Verify SAP Candidate Credentials

To build a robust verification process, consider the following five steps:

1. Background Checks

A comprehensive background check is the cornerstone of candidate verification. This includes verifying employment history, education, and criminal records. It’s helpful to partner with a reputable background check provider to ensure accuracy and compliance with relevant regulations.

2. Reference Checks

Contacting previous employers is also essential to validate a candidate's work experience and performance. Organizations should develop a structured reference check process that focuses on specific job responsibilities, skills, achievements, characteristics, and work style.

3. Assessments

To evaluate a candidate's technical proficiency, consider conducting a skills assessment. These can be in the form of coding challenges or practical exercises, providing concrete evidence of a candidate's abilities. It may be useful to present real-world SAP-related challenges to assess a candidate's problem-solving abilities and decision-making skills. Similarly, consider conducting in-depth technical interviews to evaluate a candidate's knowledge of specific SAP modules, systems, functionalities, and best practices.

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With the constantly advancing world of tech, project deadlines and new product launches can throw tech companies into an extremely busy season. With urgent deadlines pending, tech teams may feel stretched thin to reach their targets. As such, seasonal employees can remedy this challenge, joining teams when they most need it and hopping off when the project is complete. In fact, in 2023, a survey estimated 65% of global company leaders said they would increase their use of contingent workers in the upcoming two years, demonstrating this strategy is popular and in demand. Hiring a full-time employee is often a long vetting process and possibly not the right financial or cultural decision for the organization. If your tech team feels like they are lacking bandwidth or needing additional support, consider the benefits of seasonal employees below.

3 Benefits of Seasonal Employees

New Perspective and Talent

Bringing on a new team member temporarily has a lot of benefits, including gaining a fresh perspective on a challenge or problem. Often when trying to crack the code to a tech problem, your focus can be narrowed or you may overlook certain ideas. With a pair of new eyes on the project, the seasonal hire can offer some ideas you have never considered before. Adding individuals with diverse perspectives and experiences can boost creativity as well, allowing your team to think out of the box, and diversifying your workforce while remaining cost and time efficient will foster productivity across the organization.

Specialized Skills

The need for contingent workers typically revolves around the current needs of the team, meaning a seasonal employee typically is someone with advanced technical skills in areas you may need assistance in. With a full-time hire, you may be looking for a well-rounded individual who checks every box, which can be time-consuming if your current needs are urgent and specialized. Seasonal employees, on the other hand, are typically faster-to-hire, as they are equipped with the technical skills that your organizations need at that exact moment, which makes them very valuable if your organization is in a tight squeeze. For example, a seasonal employee may be ideal if an organization needs guidance navigating their SAP modules or using a certain kind of coding language to overcome a singular software challenge. In addition to that, seasonal employees be cost-effective as they surpass some of the red-tape associated will full-time hires, such as pay-roll and benefits. Ultimately, seasonal employees provide quick and specialized guidance for businesses under pressure.

Flexibility and Adaptability

The tech industry is constantly changing with new advancements and evolving demands from consumers, and tech companies must remain competitive with pressing deadlines and new product launches. With this in mind, seasonal employees allow for quick solutions without the drawn-out processes associated with recruitment and onboarding. They are a quick-fix solution when you need flexibility and specialized skills at the drop of a hat, like for an SAP implementation. Additionally, bringing someone on as a seasonal employee can be a great way to test run for a full-time opportunity. Say your organization only needs seasonal help at the moment, but the temporary employee felt like a good fit for a full-time roll, there's always the option of offering to bring them on to the team permanently.

Looking Ahead

The benefits of seasonal employees for your tech company are vast - from a new perspective to increased flexibility - all of which depend on your current needs. In a time where tech companies are facing pressure from competitors and constantly evolving needs of consumers, these fast-acting employees can make a positive difference on your organization’s overall productivity while remaining cost and time effective. If your business is considering hiring seasonal employees during your busy season, contact experts at BCTG for guidance. Contributions from Leah Harding

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In most industries, even the best ERP systems become rigid and inflexible over time. An ERP upgrade is often set aside in lieu of higher priority initiatives. Instead of realizing the functionality available within the upgrade, companies make customizations and small enhancements until so much time elapses and your ERP system is no longer supported. The core system doesn’t function as well as it once did. Below, we break down how you can identify when it’s time for an ERP upgrade in wholesale distribution.

ERP Upgrade in Wholesale Distribution

For many distributors, the decision about whether to proceed with an ERP upgrade is even more complex. Existing processes are already customized to align with significant business strategy decisions, including horizontal growth into additional services offerings. Many times, legacy technologies can get in the way of such advancements. As new go-to-market strategies are put into place, an increasing amount of new customized processes are introduced. Proliferation of acquisitions and integration efforts continue to occur as part of the growth initiative in the wholesale industry, requiring further customization to support differentiating processes, integrate disparate systems, and enable the requirement for a scalable solution. Within wholesale distribution, serialized and tracking data will be coming into and out of your system. The inordinate amount of data will need to be reportable and searchable as part of standard business processes. As pharmaceutical, biotech, and medical device manufacturers, for example, continue to expand into new products, including those requiring environmentally-controlled distribution, wholesalers must control the cold chain distribution capability while tracking the product through the supply chain and logistic channels. Big data based on the digital revolution requires distributors to be capable of conducting big data analytics and supporting the data volumes required to remain relevant. The ability to integrate and process large amounts data, as well as share and track those data elements across business processes, will become critical. The cost associated with maintaining your outdated legacy IT infrastructure and operating systems, responding to defects and process irregularities, and addressing compliance failures provides a strong offset to exploring the implementation of a new, stable, and scalable solution - especially one that supports the current and future technology vision along with the aspirations set by the corporate strategy. With that in mind, it’s essential to include an ERP upgrade on your IT roadmap and begin the systems evaluation and business case preparation now.

How do you know when it’s time for an ERP upgrade?

As your business continues to grow and expand through new services or via acquisition, new business requirements are introduced. For instance, McKesson Pharmacy Systems (MPS) announced the integration of medication synchronization and mobile delivery into its pharmacy management systems. These types of business offerings require systems to support the introduction of new solutions without creating impacts, or worse, downtime, for upstream or downstream processes. Additionally, in the pharma space, SAP S/4HANA now includes advanced PLM capabilities that help manage complex product lifecycles, from drug discovery to commercialization, ensuring better control over research, development, and product introduction.

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Olivia Walkowski jrwojw@gmail.com 8326032823 Finding a New Position Hello, I am looking for a new sales position. I have worked with Juniper and Relay in Raleigh, NC. I am available now for a new role in Raleigh or remote. Let me know if you can help! Thanks, Olivia 03AFcWeA5hwr_4gwuVB2Iyhd5kZvjGumI383_eSGkbejj6QZVI2jAF2vWjUqquowvrotZzHXtvHNVNmpA856jkQcqrT4TamsP6f9pD7kgJzOwgoCaneQ31_ychDIogML4Hz2pSw2Wp5_RR6T6sRWO8jfL8l74zAPELNpGAFL39wYDPIENwRkoEoLXy91DpzzQJ7Q0Y15giIIJyqkAWuRhMkysDf5tECfg9o1s3slVLa-T5CnPU5LURZorOktVEmOriHDNyqR_IgvaQ85O1AV8sZFkDZCqQC3KRfvbznmrUO9eKLdv43xFAYmb17xBISIhNGyvGHoO1B4_VVINCSlZdtyonXs877u4PBGqfX9XLdTBc7zmJ7PYjsGQM4U8lkuifB9GlR8YyY6Zc7CyNvVfxnhecDcc1rdF-Y4zziouUynaaJQ3wAwaOGMNmztvPa4Msf4dftBVnd-MiW4-e5Zbn5P0Vl1AR5wAgTiB-rL8UqHKH_akDOjQa5Hq0diJ5hr3mRjXCR79woB7NljuzbxMuv8hwK6PStNk7gBpoh9yDGvtToFe_Mtjz5dTi3gl18jKAWoTofzVue_eKbHgqFVd-Eqnr_YWR62XixeduugVXjxfENWeFw6mHo9mKK56OQ-O9bywcVHP_QzugzWqHOdBe3c05wWfkGP3ZWqHzwCLObOjG0HKlABz2jQPpEQpib8V7a4KocvlauChN25fRN5G3U3HLWbyF7agLQgMQzggMoKsLa3z8QQAzpmeX3aTmRT-AZFbgCfnqp9GaJZvlZ4HsRgNduVTqxkXXCETsWkQLBGP8eaPbTIsk_gRqFvDG-0VfBMV9tf3cRJc9UXH5xXL_Oviro-W2gfyqU2hqVAouFqD_sSrdm4zAOBJPSQsZBy1LmbE3_KO3ToBxOTqCCgeHfCzPzwpVWmaUrXCwExGZG27N4KncUgUZYpc 282 108.197.10.72 Mozilla/5.0 (iPad; CPU OS 17_6 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/128.0.6613.98 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ September 12, 2024 4:33 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

You've nailed the interview. Now, all that's left is the dreaded reference check. While it might seem like an afterthought, reference checks are actually a crucial part of the hiring process – and they benefit candidates just as much as employers. While often viewed as a formality for job seekers, reference checks are a powerful tool that can significantly impact your career trajectory. Beyond serving as a mere verification of your resume, they offer a multitude of benefits that can propel you forward in your job search. Below, we break down why reference checks matter from a candidate perspective.

Why Reference Checks Matter

Building Trust and Credibility

First and foremost, reference checks help to solidify your professional reputation. When a potential employer contacts your references, they're essentially conducting a character investigation. Positive feedback from former employers and colleagues can significantly boost your credibility and make you a more attractive candidate. Standing out in the job market is crucial, and a strong reference can differentiate you from other candidates and make you a more compelling choice for potential employers.

Validating Your Skills and Experience

Resumes and cover letters are great for showcasing your skills and accomplishments, but they can only tell so much of the story. Reference checks provide an opportunity for your previous employers to corroborate the information you've provided and offer additional insights into your work ethic, performance, character, and potential. When a potential employer hears firsthand accounts of your accomplishments and contributions, it reinforces your qualifications and builds trust. This can also help to prevent any discrepancies or exaggerations from coming back to haunt you later.

Identifying Areas for Growth

Believe it or not, reference checks can also work in your favor by uncovering potential red flags. If a reference mentions any concerns about your performance or behavior, it's better to know about them upfront. This gives you a chance to address the issue and explain your side of the story. It's also an opportunity for self-reflection and improvement. After all, constructive criticism is essential for personal and professional development. While it might be uncomfortable to hear negative feedback, it can be invaluable for identifying areas of growth. Reference checks provide an opportunity to gain insights into your strengths and weaknesses, enabling you to focus on targeted skill development.

Improving the Hiring Process & Demonstrating Preparedness

While reference checks primarily benefit employers, they can also improve the overall hiring process for candidates. By providing accurate and honest information about your references, you can help expedite the process. It’s extremely important to also remember to give the reference a heads up. Providing a reference upfront that is prepared to speak about you shows potential employers that you are organized, proactive, and serious about the position. By going the extra mile to prepare for reference checks, you create a positive impression and increase your chances of landing the job.

Gaining a Competitive Edge

In a tight job market, every advantage counts. Reference checks can give you a competitive edge by providing concrete evidence of your qualifications and character. But remember, reference checks are a two-way street. By understanding their importance and taking proactive steps to prepare, you can leverage them to your advantage and build a successful career. While reference checks might seem like a formality, they play a vital role in the hiring process. So, the next time you're asked to provide references, remember that they're not just a box to check – they're an opportunity to highlight yourself as the ideal candidate. To continue the discussion, contact the BCTG team today.

With Generation Z entering the workplace and exploring entry level roles in organizations, learning how to attract and retain talent in this age group is key to growing your business. It is estimated by 2030, Gen Z will make up a third of the workforce making this issue pressing. Gen Z is a unique generation as they place greater emphasis on finding an employer that prioritizes mental health, diversity, and social responsibilities than previous generations. As such, understanding the wants and needs of your Gen Z employees is necessary to foster collaboration and growth for your company.

Who is Gen Z?

Gen Z refers to people born between 1997 and 2012, making the oldest of the bunch in their mid 20s and the youngest newly teenagers. This generation grew up in the digital age using technology, mobile phones, computers, and more from an early age. They also experienced the COVID pandemic during some of their most formative years, making them adaptable and flexible while also already having experience with remote work. Additionally, Gen Z is the most diverse generation yet, which explains their passion for DEI and social initiatives. That said, Gen Z is entering the workplace, looking for organizations to align with their wants and values.

What are they looking for in an employer?

As mentioned earlier, Gen Z has been highly integrated in remote work with most individuals completing school or college online. As such, this makes remote work and flexibility a priority, with the World Economic Forum research estimating 73% of Gen Z employees requesting permanent flexible work alternatives. Additionally, similar to the retail trends we see with Gen Z shoppers, Gen Z candidates want to work for an organization that aligns with their values. In fact, 77% of Gen Z stated this was vital for their career choice, and for many of Gen Z, this means an organization that values sustainability, along with social awareness and impact. Forgoing these mission-based aspects of your business can impact your popularity to Gen Z candidates. As such, knowing the demands of the growing Gen Z candidate pool is so important to attracting young top talent.

How to Manage Gen Z Employees

With such a diverse and eager generation entering the workforce, businesses need to find solutions to effectively manage this generation. Below are considerations on how to do so:

Prioritize Workplace Wellness

As we know, Gen Z values well-being, culture, and mental health in the workplace more so than past generations have. As such, implementing a rigid and traditional culture may not land well with your Gen Z employees. Employee wellness programs such as fitness activities or stress management programs are a great way to facilitate a positive and employee-first culture in your organization. Demonstrating that you support your staff personally and professionally will also go a long way with this generation of employees.

Allow Flexibility and Autonomy

Gen Z is the generation with the most exposure to the remote work style, meaning many of them are hesitant to sacrifice the flexibility that comes along with it. That said, not every job can be done remotely; however, with jobs that can, offering the ability to work remotely a couple days a week or even a month can provide that flexibility this generation is demanding. Additionally, micromanagement does not work well with this generation of employees. As we saw from the Great Resignation, this generation of employees has no problem leaving organizations they feel aren't meeting their criteria. Gen Z employees want to feel in control of their work providing results that make real change. Allowing autonomy for Gen Z workers and delegating can boost their creativity and drive innovation as it gives them a sense purpose.

Emphasize Value-Based Work

Gen Z is the most diverse generation yet and they want to make a difference in the work through their employment. Investing in socially responsible efforts will attract Gen Z talent as this generation wants to work at an organization that aligns with its values. Putting emphasis on the societal impact your organization is making will make the role rewarding for Gen Z employees. For example, integrating social initiatives into your core values and mission which can be done by investing in sustainable practices or employee resource groups to support a more diverse workforce.

Looking Ahead

As your organization grows and you need to look for young Gen Z talent, understanding the values of this upcoming generation of workers is necessary. Adapting your organization to better collaborate with this new generations of workers will foster productivity and growth. If your organization wants to better understand the newest generation of hires and implement ways to seamlessly transition them into your workforce, contact experts at BCTG for support and guidance. Contributions from Leah Harding

Companies are handling larger quantities of information than ever, especially in their recruitment and staffing processes. To keep up, businesses are continuously searching for the best candidates to ensure their company works efficiently and effectively while navigating current staffing challenges like talent shortages. As companies look towards staffing firms for quality talent, predictive analytics has proven to be an invaluable tool.

What data are companies looking at when it comes to staffing?

When it comes to staffing, there are several key performance indicators (KPIs) that can be useful to keep in mind. These include time-to-hire, offer acceptance rate, quality of hire, selection ratio, DEI initiatives, and cost-per-hire, all of which are helpful to analyze to improve your return on investment (ROI). Beyond factors that companies should monitor to optimize staffing and recruiting, improved human resources technologies, such as applicant tracking systems and HR information systems, are collecting more information about candidates than ever before. From former experience to demographic data, companies are given a considerable amount of detail about each potential candidate. Particularly in IT staffing, companies tend to sift through this data and look for specific skills and traits to pull the ideal candidate. For instance, an SAP specialist would be vetted with SAP experience, data proficiency, and analytical skills, among others, to best assist an organization’s ability to integrate SAP. With so much information to keep in mind when seeking the ideal candidate, parsing through this data is where technology like predictive analytics comes into play.

How can companies use predictive analytics to understand this data?

Predictive analytics is the use of data to predict, analyze, and provide future scenarios that can drive strategic decisions in business. Leveraging predictive analytics, companies can use past successful recruitment data to predict what candidates will be the best fit for the job. By automatically sorting through data to ensure candidates meet pre-determined sets of criteria, companies will be able to have access to the top-quality candidates. For instance, data visualization tools that incorporate predictive analytics like SAP Analytics Cloud can match candidate backgrounds and job roles. With the power of AL and ML, this provides automated reports of high potential in real-time. In such a competitive candidate market, this can make a huge difference by shortening the time to hire and improving the quality of hires.

Why do predictive analytics in staffing matter?

Predictive analytics is the future of efficiently and effectively understanding staffing and recruiting data. By utilizing predictive analytics, companies can beat the statistic that only 7% of businesses are using HR data efficiently. By building the list of ideal traits and experience through a data-based approach available with predictive analytics, companies can save up to 23 hours of labor each week, making staffing more time and cost efficient. In a world of talent shortages and competitive labor markets, Bull City Talent Group is here for your staffing needs. Contact BCTG today to find out how you can optimize predictive analytics in staffing. Contributions from Natasha Shrestha

Mid-size consulting firms often find themselves caught in a unique position—needing to compete with larger, more established players while maintaining the agility and personalized service that sets them apart. One of the most significant challenges these firms face is staffing. Whether it's finding the right talent with specialized skills or managing fluctuating project demands, staffing can make or break a consulting firm’s success. Below, we explore four strategies organizations can implement to overcome staffing challenges as a mid-size consulting firm, ensuring they remain competitive and continue to deliver exceptional value to their clients.

Common Challenges

First and foremost, it’s crucial to understand the specific challenges mid-size consulting firms encounter as it relates to staffing. Here are just a few:

Competing with larger firms for top talent, while often having smaller budgets

Quickly adjusting staffing levels to meet fluctuating project demands

Retaining key employees in a competitive market

Balancing the need for top talent with budgetary constraints

Managing a distributed workforce effectively

Ways to Overcome Staffing Challenges as a Mid-Size Consulting Firm

1. Build a Strong Employer Brand

Building a strong employer brand is essential for attracting and retaining top talent in a competitive market. One way to start is by clearly defining the company culture, articulating the firm’s values, goals, mission, and vision. A well-defined culture not only draws in like-minded candidates but also fosters a sense of belonging and purpose among employees. In addition to culture, highlighting career growth opportunities within the firm and emphasizing the potential for internal promotions and professional development programs can boost brand image. When prospective employees see that the firm is committed to their long-term growth, they are more likely to join - and remain with - the company.

2. Optimize Talent Acquisition

Another way to overcome staffing challenges as a mid-size consulting firm is by optimizing the firm’s talent acquisition strategy. Firms can do so by focusing recruitment efforts on specific skill sets and industries that are most relevant to their consulting services, helping attract candidates who are best suited to the firm's needs. Social media can also significantly streamline the recruitment process, allowing firms to efficiently manage job postings, sort applications, track applicants, and engage with potential hires. On the other hand, firms may consider using freelance platforms for short-term projects or to fill specialized roles on a temporary basis. This can be a flexible and cost-effective solution for meeting immediate staffing needs without the long-term commitment of a full-time hire. Remember to also incentivize employees to refer qualified candidates. A well-structured referral program not only expands your talent pool but also encourages employee involvement, which can lead to a more cohesive team.

3. Leverage Strategic Partnerships

Strategic partnerships can play a crucial role in overcoming staffing challenges, especially for firms that may not have the resources or reach of larger competitors. Specialized staffing agencies, for example, have access to extensive networks of candidates with specific skill sets, making them invaluable when firms need to quickly fill positions or meet project-based needs. Regardless of the niche, there are agencies that can provide firms with a curated list of qualified candidates in a fraction of the time it would take to recruit independently.

4. Focus on Employee Retention

Retaining top talent is as important as attracting it, and a well-rounded employee retention strategy can significantly reduce turnover while enhancing overall productivity. A crucial aspect of retention is offering competitive compensation that not only meets financial needs but also demonstrates that firms value employees’ contributions, making them less likely to leave for opportunities elsewhere. Ensuring that salary and benefits packages are in line with or above market standards is essential for keeping the best employees. Similarly, implementing a robust recognition and rewards program can greatly boost employee morale. Regularly acknowledging and rewarding contributions fosters a positive work environment and reinforces a culture of appreciation. After all, when employees feel recognized and valued, they are more inclined to stay committed to the firm’s success and continue delivering high-quality work.

BCTG Can Help

Being able to overcome staffing challenges as a mid-side consulting firm is key to growth and success. By implementing the above strategies, tailored as needed to the firm's unique needs, firms can overcome these obstacles and build a resilient, high-performing team. In an industry where agility and expertise are paramount, addressing staffing challenges proactively can set your firm apart from the competition. Need help staffing your next project? Learn more about our services or contact us here.

Saidushyanth Balguri Dushyanth.msbi22@gmail.com 346-980-9932 Finding a New Position Hello, I'm a local to Minneapolis, MN and recently came across this job post in LinkedIn that caught my eye. The role seems like a perfect match for my expertise as a Senior Microsoft BI Developer. My experience includes utilizing Microsoft BI Stack Tools (SSIS/SSAS/SSRS), Azure BI Cloud Tools (Azure Data Factories and Azure Data Bricks) with Azure Cloud Ecosystem, Power BI for data visualization and analysis & Power Platform (Power Apps, Power Automate). I am keen to connect with the recruiter to delve deeper into this opportunity and check if C2C and H1-B Visa are feasible for this position. Your assistance in connecting me with the recruiter would be greatly appreciated. Looking forward to your response! Best regards, Saidushyanth Balguri, Senior Microsoft BI Developer / Azure BI Engineer, Contact: 346-980-9932 03AFcWeA7xGC7WXqabqlIIA6-GNOHOaRYGK2kC3R4QUkYMD1qpbWbDBC9cTCvrLojp3f7i4ivxUMkiEpOzlsRhZMiva-XiE_mZm1awTsACN6zCQCVQ8d6vBzhV2d-Y82gjva3los89nMDhRZkzUq-Eiu1Cv9MBGVjblrxUwZttvMqYskSfmRRWwXmSxBlWkcWlST9SRh18HSL-61QWXEGmYarIMsY_SLK-L7Qnvcgeu94Ds0OR6P5cH500nSPhF-nflIiELTkO4qsoN7gfuONCHjsorDreh2Z42T7XvCOyFqByBiNBx_Rt1ptU4njba0LNBlQAsLzcu9opbj6aw8Gqn7MsGYgqQxHL6CHk9aWUBqmzTHaFQo_h2XR9rG2sx9c5ySZewVyoIL5S9nMSTSySqGqnMpYuNe8U1GHu9PS9sELLE8eSh9IJ9TGpPV3Mjq-6VFbYE2anGQApmnS8X3oFy55KPBeI2Vl7d1S329eqHS0Z8FpkFOk-dvC_NY58YffBkAKHDx_WEmofPXhu_UruxJCk8KhvnkxLbtD-YKx--p26LVIyPeD5KzM1iVe8I-fWBbOM-qR5QSbo82bCYBAA-PSTY9WeOynQMfOax1O6pym9VHFgCc0IAEL8GNGFQAZnE_r4YYauYde8oueuI15i8hZt9XSFTMU3_HLp3tZmO7WoAFSE5Q9f6m0vREFGiYFLI0n3ZK-nbeVDhk6IjOAcg3pR362vRoTXYSPAWFDo3ghBpJKTPO2udq2fqySL8qylQo1KvdtsmDYAQqe_CTXq4atV2ao0YBy4FaELQuIIuRCPqTyUnKaVd4a1FgXRyWeoINM-4lr7YyuIHmnindIMZKqPIPR-EO6GgIkvLoTacmz76pqIoB8Xzs4rxrDoMwQmE1HQR0qAeeNDEpel7txHFkEY5vd5AVGYNJVieItqrJJpKPFa2su00rU 283 98.233.182.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/128.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 23, 2024 2:22 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Saidushyanth Balguri Dushyanth.msbi22@gmail.com 346-980-9932 Finding a New Position Hello, I'm a local to Minneapolis, MN and recently came across this job post in LinkedIn that caught my eye. The role seems like a perfect match for my expertise as a Senior Microsoft BI Developer. My experience includes utilizing Microsoft BI Stack Tools (SSIS/SSAS/SSRS), Azure BI Cloud Tools (Azure Data Factories and Azure Data Bricks) with Azure Cloud Ecosystem, Power BI for data visualization and analysis & Power Platform (Power Apps, Power Automate). I am keen to connect with the recruiter to delve deeper into this opportunity and check if C2C and H1-B Visa are feasible for this position. Your assistance in connecting me with the recruiter would be greatly appreciated. Looking forward to your response! Best regards, Saidushyanth Balguri, Senior Microsoft BI Developer / Azure BI Engineer, Contact: 346-980-9932 03AFcWeA7AVpGD9QUQ1kVqOUFjOOJ2U2IM2D_fCNhprXM4qc0qMcdDN_yycA-Zcuyevelw2zWAkV1f37hvEcJDS17KEUofdpf1i6TYoBCToEem7IpUtJU1vd4YGJYneyIitq5W7vgGuMMfGGj2UhwvHswhhZnO7Imt_t8_OFT0NdVQ8H1QvVu5l2UDzmYxmUF6nrwj0OrJLU-uadaWfYkTsqp2EA5Lo4DXvya0JGXKA7fB0CcTuTUj0hhtdAnriInD6Ma369RUjoNpZAaK95uMeDpzXsI4ok2uzeOQXK70UgUdZpl1O5_XopzgerDZiZXFWTeRjWVheYqAANx_WcyK5bolGv4XRXQpGwTSlZsbHtCt9JCHgitntlgMB59x2hl909N4a0FC9s3kwuuS2RoYog3oiSBMX0AEVt124yPtA4yzB1PEoLoyWokvEOZbCsiVCzZo_tDN-L7OqceQFdZEPI_21b29KF63hX3JeLkukl-1mBH1AsGQhcUsmIk5OT9qdPdJwO_R_8ZNeF6nh6XPrmdlUzsApiVk_oedtRqBznMu-5M2oJoMWIaGb5epADkfg8otMtvKuHEyzTfrDZrc_qza6JgAtrIubT-IaC51fyqZlHZ1uX80CnNTbcjVf59nva_aHQsFjv9dJ16J4cBNUkjxLFEIWKh0Xzph1gR_YtyrMeQJCp-1XFZcPkN_-OvCIyTVjh5gJKQR6VVkAlVFYDgC_b9DHEnWVgyfadtrQ0dzk2SxcGFR9VXxYrq3KYzO2yyGVNr8kcSyGrMqml_9D_CiA3RCuI8g5tLZzWO5Ht_sq9SGjWJBdVIHOfrsUBfkLHknYPh2kOOISWDQGT-Lu1BY2tvMfT0FzhCszelwZKToxYVYYpem8bmMPrNwnK_Uc1Fo9732F5mPx8zJb02IZWu7GkaXlGHtYQ 284 98.233.182.51 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/128.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 23, 2024 2:22 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sudheer sudheer.v865@gmail.com 3165165836 Finding a New Position Iam senior sap security and grc experience and looking for a position 03AFcWeA6OjgULDZfqorYHCJSsoGVcoFwKLIrA-Y2rozcQkoKZAIsjsZdQ3SwQYKgILSrhtB5B36X50dS6iD09B4x8ZI1b8C4xJhpNx-mk-mL-kUchv7h2gMxF64f8mX6shx8fbJNjy6J08OyMRS_OOj5HNvKlyVJNoyYy4Fiy36oY6-6bIjxmMLWcWYyPm6qiT-pIC_eNfTmG0rjp1FpVUu2wlSHEjRTW3EmMfRtYG9Q9RKb2aLtR354cMNXxETchk6mD3-RRpiwGtfT3ZUfzbAm-kN92F7UEihCJGhhc1nzW2AH1i3RkRfde31H_SXVNmoljUPBB3KzXqwZcsocMEFpef5YjRA-xAkIAAZXTiAtr0sjfcDodc_DPG7eshUudoJ9qxd4jO3zZkVDwGFNuTLhruODPCVD-YUTZEWimauzKewQlw76dqf7tZaBAbhTGQS5bomJj_jpDUHo0Uo1VqryzQcXvoggErhQTDW9a4wKfa3GxnWWs_JxpQic2fsg9zpNV6RkUWhlsiUrlkVKqn_OPzfnnZ7HzI_Kuz4dmCmK5DISXGi_ybcw8SSFm3fE-n2z-_sy5PfketzfIxez_oysNscHBm6nv77Zr2zqyiiFxMhvmA7bR1LqADc9IZBWb1quL0MMD-7ACWkzhXzh5NTNngVGRUoWifVMlQmQaZR-kN0FH9g5LthiFTx-ozKxBmve4uJP8DXfyiTVe8EbG7btOOHcAVVyBhC4-xW8rQ23H3WA1XgZB10912cYYAe3R4IvIBvNgzNi41YqCasXt_W-jLqbHEwXlgEB5fwMiBoXV1HRhaJ-FSM20EQhlK4ini_hZouNUyUOlJaXqm6zPRrb2_ibYgvWEif4us3oQUqozdSwUb35E2KAMJ2nABXhdEX3vWSQWj9Fyguq_cILt7qzVRfilnJvJGA 285 99.26.131.37 Mozilla/5.0 (iPhone; CPU iPhone OS 17_6_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.30.1753 https://bullcitytalent.com/contact-us/ September 24, 2024 9:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sudheer sudheer.v865@gmail.com 3165165836 Finding a New Position Iam senior sap security and grc experience and looking for a position 03AFcWeA6WorhBflgpUyFtJzC7LGjkGOREUnNmb700PrBKn2WObBSQhJLqM_YniGj0lO51ifW_t0r8PXpxEQ6qN_Xm1WX1ix52MqG69F6famsT04fUxwWv2x9Z53_hQmOLvNFT1u9LgNhsV38l3ekKJTc8ZdZZOhmEgoHJKPjELqzntfC03I7WEqWojsJG5EUAlknnyLl4LE5OVuHrjqHZBKwxo0li7z3Tq2q6SI11wbQPhM9aE6un__xdEmKAQgQW-MbjStSOaxbfzDUWSa4t4o3SvmxNNygR0YekrfA9l18fAKU-n1CxrBHQB35-kYZn0uJbZxCod_MEyn5D_rljav43u_ekafBOcT5-8lj8fXiH6fLjT8CPERSl8l9JlZ5qJxIWSEsXdIE5n6MgnkEyxzGSIwmk0QxoZTjt0qbGqZu1CyPC8Rc_1bFqItYbY5uu6Yy7Xu4aBrGCIi4wWEWU7HdN_nJIi6Oa5uS214ZF2iyPAwEk9X0XIFTP0kfy8e4cw2W-WQ6XtTaNQt48r0myyh2mv5kx88TGnYHBsWNLeiu4lshCbs2ev07-w2oTH4N2o84cyJYHNofcrvhVTF6HoOp2BAoT7zjnwlh_zw_MDcsa9OIhuHPkN2BtOdo4Ouy4XdemrL9_i4y54JzDVDL_cqu7SFDPwQIpnkseSN1ZCFuwY22SEJw-cQqc9bNaxE5zNbdVPg9SGezck4ADVlqjQrX73U_jkgNlis_fOw6zF8K3T3vxwItd6JyoVYhyiFwR9vOk9GFc8N1uOfNveaBO23dMFkNSVmTXvfj2Al0plMwKwi0GVaLn1KQ8km8kuYrU1c6UWlGHFh2jgzrad30t5QytlVqau2w-LdgvfTI6WhZHXfNYcgM8-VmI_35NN1Y6ZOtp3mm5OFD2mcLuT3CRWrX0F0eIc8lYjg 286 99.26.131.37 Mozilla/5.0 (iPhone; CPU iPhone OS 17_6_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.30.1753 https://bullcitytalent.com/contact-us/ September 24, 2024 9:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sudheer sudheer.v865@gmail.com 3165165836 Finding a New Position Iam senior sap security and grc experience and looking for a position 03AFcWeA4P9iUd2LRBd02z1RIjLMUx5nXf4oB1pFzBAK4Cm9Yk8pb-bEaGCBBU__EzE4Qwt17fMUrC7anGCSz73IyQdsjiBAMrfjq5g8a-L0D1R6JyY__qcEXX9AThL0R1nGz3nP6x91VRCu-7X4h9a4b7FOif2-izuQ8BumKgvsxHkubFXY_Hel0BPiW43DcuCom2WLMwWdEGgCHUKTiZH0YF2ul0LJqY-ni0CgtbRc3fvN2PXcz99YK0aLcJhlY8NdPLgHpKRa8TbOXJf5-7ApYW5U_E39qltn1kWaGD2NFxlOorENgIXQfYOwfNaECUOiA9VbKK5HQpbbpDsPxrzIhkfl1Esz8N5zkmIJtGn8zw12HL7Iybq_rUbFIGSQyl-rhfNqXSsc3v8pX1wTojh6KGdwzibniO_GLv8hRKHNzdcGx-Poq2KTKDwYuTkt86PXKBJlsTtlmpkkfcGf-LixFb5BNbU9I47PRjfL-cV2pXHCsxgY_qLv2714z8dezXRIdwLB1ZtaTGVaElDCIpXkZrAO-nRW0DYIJU96UfTEZg1-6cm0mfhrU2IF1MhVvZJ79f8EaBZneMt6N-wmCXa0_gr2ctZPhqMcyHWkSn7xVbM8aHtUrulf9GFz6qDHXVjPgWbHigCvaNxTORT4RLCJxRhnPdCAN-mHaCMIgF8OrLDF6dDLBc7aTO7fHHv-yKdoL5ZOGZYc8G3RiyKTjOntQBt6pW6B5GX7YPUPY4b8sTnatQA6Wqy6n-QMMGomStYWAHoylu12GxTKEXaxQZAFascbZ0eAiwF2VtftBHyvmSPk4DTeiQIX8rENvk_T6Sr0EERsV_mP58_1IiS56t_wLbKuJN8iStBzxqfDlcVD5mhvgzWe70EyUQbUUh3WqodCmYpGJMKdHsEvEBf93lZ47UCYllzVzoKA 287 99.26.131.37 Mozilla/5.0 (iPhone; CPU iPhone OS 17_6_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.30.1753 https://bullcitytalent.com/contact-us/ September 24, 2024 9:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Roche Alejandro roche.alejandro@scoutlogicscreening.com 2246621344 Other Good Day, I am verifying employment for a previous/current employee, PEI, BRIAN. I would like to inquire about how to submit my request. Please let me know if you have any questions. Thank you. 03AFcWeA75EGvF7yr_xkotMfI06bonbvwYeHJhv-45aD9LyaKTt6yDuGQNHKCog8COesEhu7XZPwBZL-5LlcqVjQeSMQmPpl6PnMdg5B1FOZ8u3h47PrfDgeGAXEpMnJ1ifsI4XrN6fZaLBpWI9rvZ8F2S5cjYlCUwj3cdrbGGASHbFyF5GSTNyYJpCBq5EjLfwNXnSPb6IFxucq0Wt5I63sciMmB8S2F1uFEge8cKRjuYs7eNyuGRfe9MhW0TQYRZJqM7mWf9habttaj3RiCTEuqZ34CKeKsC9Uyqgb2-88M6-w16P3Hq62WQ1zfe1ATNKqJNv0XebxKrgvDm6W_5zmK6uLYDCMBrxthmFr80NV80YhSAEGRxQOKROT84RuGhN3ik93mK40y0I35Z0oHWvTVlvlGDfNhz2A_7vI0qb594-nQ6SAj0-uZlBrlrDYBDta0tNocUvg7x0apI6XDGR0M9Ub8Yf8FUe92WW7FRct9W0yPzHZNNBPcoXpmxj2wHsxBD2Mvb0bMIR6M4PnQ_8xnwgXdQuUzXZ_dPf5v6Q-D-sekIKsIAS7wD5U6kAdfEzr3xmMYsY5mlQYHjx0GJSN4FIecrxwCP-w-YT0lGVV2hUtXNvFaSPlz_881Cl8-K79S6fjiKbOCqLAp72H0BAeqp9kHPnmoIX-TQXCWKAsIu4gGIkKMSm4sKMyP40_KK8uAswg2gxXEvVBZL4puen4R7KPNSYLsv3mH-unomrN0HJvVopZQsrn86DeXnVQzhX8bPfoh4n50AMr_qoRFseuUcdVWD8TCWiegRUrzZYs8Ts-x1U7R2lhWwqVYk6fUxdI5gs86XFjus2nT5G9eWmRGfTdw-K29S3BQVX5hiQLXh4K6OkFhrL3D9JyZFt9cJ9nSKv4VqanBP 288 131.226.33.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 25, 2024 3:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Roche Alejandro roche.alejandro@scoutlogicscreening.com 2246621344 Other Good Day, I am verifying employment for a previous/current employee, PEI, BRIAN. I would like to inquire about how to submit my request. Please let me know if you have any questions. Thank you. 03AFcWeA50yaRDs9YS7MthxhrNerxTY4INNkDH3_tbXR2VZkGZgIiy49h0TsQQfEIFgSbKkG8t0L8lx7lxj0vb7ilfOIRRr2HWyJw2cxY6H6sCp8k0w0rsRUPNuKYLPsXeGi_OXs7yC-ztuqgvYd1j3J3PU2u_YVknGhatXHzQf5XTqGZqLH8SnbVkrBlI_rKFbmr5U-KgPQEdDxEUQUraUyUKCQLBhnbGULaykKxe_gjuk_0XaefQGl7h0RntI1OSKP_CPBhvd0Kip9T5GQoTL7dWHowZe6vBG6Iqsp-N6NXphvDZ27XZR9Nh2MXFbRCLHRKuVdeKMIOoj3EVsizuc6f6doH2qKNv14gxJXgZp2tHwaqid-9pPfOdM6HC_U6Ud6xwbVVPbw651hMgW6IEA2stPecsjA5dF0uvwnnzTFMOoMjDHU0BgV86zXFEb8BRM2_0sYYBTolQi_JqJOMIfmBjzCP9NN_Bps6MhYuTI2jdwUoWPBEmXUIGTX-4i2tik5dMS4K1DBgVzoVZbPJXz30z7tmHnyug7LFilRPjvF3A_fnn86GvoBAGC5ieSn6cgOThfC4KNXJxrIOSa_ssoGeMmyLthnHL1qpI-1soLljDNN4ciIgu3P7J37cm58d5FUsVAV84sxyvbWAkxR5HJunyyliKONEoeNJ6aWgmajlQRQiYJh9TqaI3fBOY9X1D8-oBgWIQosbSnQQQPfMWr8wfqSS7bpickh_OnpQA6wsiQsWDKt7beZHp8ie__Zbtn88h5PFLJYWdO_vZ1jlKJ0VfyYU9LPxcV-uduJ2nDaXNMCy4W8RqRu79BnwMlLtjBifduujn7CdXkLwM-B-6T95dKydbbrWXSlPurIlVMayR4_FyCzV50SM 289 131.226.33.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 25, 2024 3:53 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Roche Alejandro roche.alejandro@scoutlogicscreening.com 2246621344 Other Good Day, I am verifying employment for a previous/current employee, PEI, BRIAN. I would like to inquire about how to submit my request. Please let me know if you have any questions. Thank you. 03AFcWeA4AESakzO4wFI5q8kwgydbATU8WngcXQO7Q3ZETgBZf4BuJXF1oDmqwqiD63iEtKSlhLEbCmqz-b7NtGQEk3zXP1zW-185FindGlncTL1Jx31yvKIJJZSw5OsHB8CT8uC8QfHHuGxdJEc_Fz2bE4BHLNu0FlGBKIK5e7ZOCW49f63n1gNlIHsV9rntwiIA7SA8J3lh7G6xUp4bsAVYWldOohYKQ5CahozkoVFwQ7BHPhRqtnvc4EVSmVXvADzB5Fv_Av7T7F0VcfhgbNIbvSwgtU0HcLjJN78KBaeDHNPbPzq6XbTrlaR1419dABD5qwaj2dpb3bL2SKp5vxloaFFk4YENGOC_bPS0sPBgjF39UdeI9USTuO7C8KhiV6AnGUYCdLLnH8AOjJoU8BgKVmkpFSqBFO8wt63Knq3TG2gD6ujuPikTCX4e4dTEtz1zfk6-SAbq41YnT0ztJHrf5NF_ePDFfF6G8ox6hL7EakyS7k__SJZdkTJRvGaL1Pxm_nRGR552tVKbUZDxFvBSkZ4ZKEV5bfMWToEgqpN5e-1RcW1l45D0TbrbQTNwp3JazmeFK_z229h_QiHVzEZOZvuh7o_2ptQwdq3s9cclxlHLn4-2vn298TzONb_K5ckQfP5iOLwbFtpMahCZISk7EpcVlbxwSh3-6UdpPQ407IDD_Ob8ODYUl3HXX-LBQA1GIi9MjK_PVVI03PS8tS3qYJDABY4z6zuTq0XtlV3ePqn4Zy8Rn1wrb19I5nFpN0KKSEBqqLv3TlaiatXYdiSn5p-x6yCG1ZVIlKMDsyMYaH2b-QXanQjDOyo99Z-Urp7b718VwJWds5Q4v3mt2GMGQn8Weg9OBHSDbmICOee4Ve2cqD6d1Hq4 290 131.226.33.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 25, 2024 3:54 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The nature of working in IT has changed a lot post-COVID. With an increase in cybersecurity attacks and the rise of AI technology, IT employees are vital to businesses, with almost 70% of hiring managers increasing their IT staff in 2023. This also means that tech-savvy employees are seeing an increase in workloads, and in a remote environment, there is pressure to stay online and available to help past typical work hours. With this in mind, maintaining a clear work-life balance is important to prevent stress and improve productivity in a demanding job. It’s reported that every two in five tech workers show a high risk for burnout, so it’s especially important for IT professionals to consciously adjust their lifestyle to balance work and home better. This piece will explore a few tips for employees looking to maintain a work-life balance in IT.

Taking advantage of flexibility

When employees are made to follow a strict 9-5 work schedule, they often feel a lack of control over their workday, and taking time off can feel like a huge burden. One advantage of a hybrid or remote work environment is the ability to be flexible, a feat that was previously unheard of in the IT sector. Embracing a flexible workplace structure encourages you to complete work at your own pace, without the stress of a looming clock-out time, and from where you feel most comfortable. Avoiding the rush-hour commute is enough to reduce stress on its own, but simply put, being able to work from home on your own time has been proven to increase overall productivity levels throughout the day. Taking advantage of the flexibility of being remote or hybrid allows you to feel more confident and supported to put out your best work, instead of feeling pressured to race against the clock. Setting your own schedule can help you combat common symptoms of burnout and stress that result from having an unmanageable workload and lack of control, and is the first step toward a healthy work-life balance in IT.

Managing Your Time (and Stress Levels)

The IT sector is a stressful and competitive work environment, and because of that, over 60% of employees in the IT sector report feeling physically and emotionally drained from the workload. Learning to manage your time can help you prevent feeling overworked and reduce overall stress levels, which encourages a healthy work-life balance. Consider time blocking your workday and designate specific times to take breaks throughout the day. Organizing time for work and time for play helps you stay on-task while managing heavy workloads, and lets your brain know when it’s okay to restart and reboot. Also, practicing stress reduction and management techniques can be effective in preventing burnout. Avoid multi-tasking when you can, create a comfortable work environment for yourself, and proactively organize are all ways in which you can better mitigate stress-related incidents that are common in industries like IT. Although easier said than done, making the conscious effort to manage your time can have tremendous impacts on your stress levels and productivity. When you learn how to effectively organize your time and stress around your expectations, you are working to build a healthy routine that finds the perfect harmony between work and life.

Separating your work and home mindset

Remote and hybrid workplaces are the new norm for IT, and while it has many benefits, it can also blur the boundary between home and work, leaving you feeling like your brain is working on-the-clock 24/7. So, while it's important to take advantage of WFH capabilities, it’s equally as important to create a clear distinction between your work mindset and your at-home mindset. Working in bed might seem like a dream, but associating work with where you sleep could decline your productivity or even impact how well you sleep. Dedicating a quiet area for work is enough to prevent it from interfering with your personal life. Also, with the frequency of cyberattacks and software issues, 56% of IT workers today feel stressed even after the workday is over. So, setting clear boundaries of when you will be on and offline ensures that everyone, including yourself, will respect your designated time at home. Before, it was easy to associate one distinct location for work and the other for home. Now, as the two overlap, it's important to create a healthy work-life balance to not only help you feel more relaxed at home, but also help you feel more productive and engaged at work.

Wrapping it up

Navigating the IT landscape post-COVID, we are presented with both opportunities and challenges. While the freedom of remote and hybrid work has plenty of benefits, it has caused a further overlap between home life and work life, which can put a strain on both mental and physical health. In a demanding and dynamic sector like IT, it's important to strive for a healthy work-life balance to reduce the risk of burning out. Achieving that balance, especially in a remote or hybrid environment, requires you to be more intentional behind your actions and behaviors. Develop a strategy that helps you sustain that balance, and you’ll see how it not only improves your performance at work, but it helps you enjoy your free time at home even more. Looking for your next remote or hybrid IT position? Get in touch with our team today. Contributions from Bella Gordon

Mia Garcia mia@superstarvas.com +447537101317 Finding a New Position Hey there, I'm reaching out to help streamline your operations and conserve your time. Our Virtual Assistants are skilled in supporting Business Owners globally by handling tasks such as prospecting, administrative duties, cold calling, database management, social media management, content creation, accounting, and more. I'd love to discuss how we can tailor our services to meet your specific needs. Are you currently seeking any assistance? 03AFcWeA7S6H_OwtG5d-Y4XLJwwn9IEwTpMuhKuaAkuJHHLFzEs4NDFN4eWJnU_WZPqMxQ36oaGkBY0Eq9K9hmEu1C-dSEZKPo5cEihnZLJ1Tb2OAuQfp_tEw13mSlYZ6pDM6BiTWfTiO4XgzkIDaK4-xmKmcOYQGnuxyDffkKAnuDuXoRhcXBb4dZqqnMuStkS6qGzkR9Hl0CnZBxypWNEtXlvx_d_EI-Wf8WvltpG9cDCnF4Cdz_NTCS1A4VsuoocmdpFusIyxptvfySO6gy9N_6l46W-Lne4zM3AIfBuVW4gh484k9vIkH1de12XNzK1-zt6yH-OljE_9DSQKx3uX2qiyo8Zpj8pZ4P7PLav2g307icsLDSAeR04Qye56GGqsXWKTO07l1kVUduwtfCkmo9JRCyoLZ9teVY0ujW76gDA0mNbC4D1JdGjjVPnpai1chTTaalKYfcHBMKcnaZgqJJFLiaOCuRQqdIsQQp2FJ4PAdWISQNiyTB4eTlCR4fGtvEgRxiWGel7LhHjSe7r_g1pIYNwLkila_W9OYQ4IsgYvn44glany4bAM6ABgiwm68tdR8d85vb8byOE2ycQdOhtFtStbp6yHOgStWx762p17Q3kRoaiEEe-qIUV2hkv1UfrIl35LsPchX9ANvRqi5B0_F9bavhhABsjNAWwKHl2TwM9awnei5Ms5E10ZNi2mx82o5C7yOsHAC1um9Dk0I4Xtkn5-GXNtdl9_VGwJ6DovHJW7JuwYPwnn_km6sbQ3SvCy94oWjcJpvixHBeDJTNWymVfMNqrlb5uXp-xJafr3j9RVHRj8gOeyHMRzvTVRPpeQJT1lqJX0yhHQ-aLVjY6r5foHh7NlFHU2jmfn9-QZ9vsD0mp94bxfDGt-Im1vK0xmGXQ5-E47oJpDxo9r_3lLa0d3Oo4Q5hW2GSOqA8G4UmKQKG6Jk 291 94.131.86.103 Mozilla/5.0 (X11; Linux i686) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 Vivaldi/5.3.2679.68 https://bullcitytalent.com/contact-us/ September 29, 2024 2:33 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In the ever-evolving digital landscape, the ability to effectively store and use data has become paramount for all businesses. SAP’s array of software solutions have immense data organization and analysis capabilities, allowing businesses to streamline their workflow and make more informed business decisions. When it comes to data utilization and analysis, SAP BusinessObjects (BO) and SAP Business Intelligence (BI) are two solutions that are essential for businesses to make the most of their data. Businesses looking to encourage growth backed by data-driven decisions should understand both SAP BO and SAP BI to effectively harness their own data. Below, we compare the two SAP business intelligence platforms, pointing out differences and similarities that make up each platform.

WHAT IS SAP BUSINESSOBJECTS?

SAP BusinessObjects (BO) is a collection of business intelligence tools that assist with data organization and visualization within a company. Its main purpose is to streamline data processing while also hiding the more structural qualities of the data and its implementation. Real business objects, like staff or capital, can be represented as business objects in the SAP system. They hold the data specifics that are useful for numerous analytical software platforms. SAP BO is established with layers to present only the most usable aspects of the data for visualization and analytical purposes. The business logic and data of the recorded business objects is engrained more centrally in the platform, while the top layers designate how the object presents to the world and what software can gain access. Businesses can record data and, with the suite’s enhanced visualization and analytical capabilities, make more data-driven and beneficial company decisions.

WHAT IS SAP BUSINESS INTELLIGENCE?

SAP Business Intelligence (BI) encompasses all the tools and systems used to analyze any data a business collects and serves as more of a conceptual framework for how to use data to make informed decisions. SAP refers to BI as “descriptive analytics,” illustrating its capabilities to generate insights from a business’s past and present data. The BI suite is flexible, allowing for seamless integration of all business operations and SAP platforms, such as SAP S/4HANA. It also holds a very general perspective, taking a broad look at the current and historical state of company operations and using that information to generate data illustrations. Businesses utilizing BI can make stronger decisions supported by present and past data, creating more opportunities for future growth and innovation.

Comparing SAP Business Intelligence Platforms

Each SAP suite serves a different purpose, from more specific data analysis to a conceptual framework. While SAP BO offers an expansive suite of applications to address analytical needs, SAP BI encompasses a wider range of methodologies and technologies aimed at enabling data-driven decision-making across the entire organizational landscape. One of the primary advantages of SAP BO is the ease with which it pairs with other SAP solutions, allowing the entire SAP ecosystem to have extensive analytical capabilities. However, it can be difficult to integrate SAP BO with non-SAP systems. Businesses must account for their existing data platforms to determine how effective SAP BO will be if implemented. On the other hand, the versatility of SAP BI allows organizations to work directly with their existing data infrastructure and requirements. Businesses that implement SAP BI can achieve higher levels of flexibility in their data analytic capabilities and can also experience a more seamless integration into already-established systems. However, maintaining a robust data storage and analysis system can be a significant investment. Businesses must determine the extent to which the conclusions generated from SAP BI will assist in their operations and goals of innovation. Ultimately, SAP BO focuses on the data specifics, understanding their inherent qualities such as access, implementation, and integrity, while SAP BI takes a broader look at a company’s data to generate overarching conclusions about strengths and weaknesses in the present and the past. Both serve a unique purpose in a business’s operations, helping to establish specific data analysis and a more general conceptual framework.

LOOKING AHEAD

Each suite offers the opportunity to make stronger, data-driven decisions that can increase a company’s efficiency and general growth. Understanding each platform’s unique traits will allow informed choices of what will be most effective if integrated into existing workflows. We can help you harness the power of SAP solutions. Contact the BCTG team today. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Satish Patel satishtpatel@outlook.com 8482233053 Plan ahead for when I roll off my current assignment Supply Chain IT Professional and Project Manager with 24+ years of accomplished record in solutioning, planning, managing, implementing, deploying, and supporting robust, flexible & scalable Supply Chain solutions using SAP ERP Technology PP, MM, WM, EWM, OTC, Logistics Building my career as an independent consultant 03AFcWeA4TQ1BRUSsykh-tSlbfq1U4tDJ0uKHcbBdLEhj0BJ5TmAMP3rQUyarSe1k_wUpFO9hgUCfSDRQguZFMqUPXyr8ALp4QQMf5paZIM8_ZCb6j4O3VSDGi0vRpGIhdCxlyyE4U32shG9-4rjYmYFdSn6ujbAb372trRx3PhEQcNUd8oM6yg9Vz06w_P2t8UaClESwhxOinUJSKDME0zY-QM2oSDKL63kv_2-kNVTUEXZSvjmAgUmWdWztwwUId0CgvPT8zL7bMbm5130DPB5dJkD5lBtc_5TsA2XibMqSvc8r-ZsPm061ygK7WsqnajRWXOW6G6hc5IvZ8GqAOJvsWpGzuj7c-gcNSmvMsk52B48DH4vdbjYFVdIa6cZdlAtvER5G1yU2habjwijJy0iI2WPLNPyHhHnR5VCG3b_z0ASAHzu5MtKliyumA9WbnCkVrfhaCjkMnNQKqfoYdFng8aYiUNVPIVkfTbnb9DxWq8FhZaRwxjxQ5_tFkyW1Wp8aNKQyN8SzdrY4WglU2hWQNjBvCOoCO4B87YujrwJbG2qn0yykRVdWEbEygW38_iT7pObvlTbjy2QmWwljsDRanEz_ZXw8LTilIyHNoQ0tjY7vzG38W1uax3Q86nV2SpnrsekLrjKyCHw9cHgM7Qt0w-dxnQLHoBuacVCDE9hGJL0K3pogYbFl-Qb0iMwteOwgjfWZIAwGuqkfZRY57BiXap3TaPkmcq5IhEQ8m0jU1ZHTUFUGgLiq5n34-5HfEmv0NVjJEnDYPJc608fj8ZkmsoWynU2QmcZ4gaQECKvKT6n-8iEtEjZLqQNKJiYYe-gE_l3NK5WOYHVSMkHmqI-0VijZXPTOotw 187 172.59.208.106 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 Edg/129.0.0.0 https://bullcitytalent.com/join-community/ October 2, 2024 2:35 am 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Satish Patel satishtpatel@outlook.com 8482233053 Plan ahead for when I roll off my current assignment Supply Chain IT Professional and Project Manager with 24+ years of accomplished record in solutioning, planning, managing, implementing, deploying, and supporting robust, flexible & scalable Supply Chain solutions using SAP ERP Technology PP, MM, WM, EWM, OTC, Logistics Building my career as an independent consultant I am currently a full time employee at JNJ and like to transition to an independent consultant. I will be available from early 2025. Appreciate the opportunity to speak to someone at BCTG! Thanks 03AFcWeA50yxt2rTtOq1jRgPozvW3DJQ7feDG7MSsGzhVMVTza-HlLnZJyGTCMTHTDxo4PEI4KOYDCPqiBihtj7WpLKK3_jzY9yX_o8oGjD2lZiluwT2CX1OQUlwDCJ1ci3dlb0Q4VhnBhdnReOCrtxAEyeJu5mVnTeK4Z2ecqqSgkykkBfU1RqMn4N6_VbC-vudxWq5mF8moj2ZKDkazcpZKNVZg2GocsPJfcidbbBUeQaJvK07peKAjcipLMCQUWsDb8Bs4pAh9e5_T0QKUQQoHKuSLvFsztw4cvAeIApzhvYlQgnibuaLl_n8bYduaA02eD6br4r84r2Rbqzxem3YltnNxcajK0lxqRJAy_G23KihkuStrc8k0opzmBjy7ZOfzZdUUFHFHJGu8HtSngTEjBahv7bvTU0GgplrpRCkKjHyctqoQm-Ggx80kuQd33rx_iPk9rkF-9Bbaeokz_NWo6SajrXZT8R2axAMrbWtfwQ5c--QQD5vexc-tAscpoc2w5pnat11GCjvnuOfBlXOg4R_7MB6k43hp43u7K3G10I_ugLDGL-t9mHnwR5zzKQwluOZLIPbsbMLzBZvVgbtr-azr3LCWq5bcOlDbEjAtvvOxiuHGZznuqt47JdfqF6x5ov2sWOcwRl8SgkJlcTW360ogxovWJIpIAEGO6UJk9uMQC74yHrfH21tz5w2qEaHFhcBJdaT7VOdjCjGwIgl7M0nFV4hxbGmvvEvT7k9AeW4VzdYpJlBM42KmGQ7tLf3tZMvzGaozIeirx1K1iEKWLOc-plGf0yI3_1QczUAkb2WrJgV3lMMUPWRrXTAdwIFbFjbmoZ3yuWIqm2tjJkPNVrDrtm9wz4g2g9dOD9xVmry3Y1BhCZ64 188 172.59.208.106 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 Edg/129.0.0.0 https://bullcitytalent.com/join-community/ October 2, 2024 2:38 am 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Artificial intelligence (AI) is changing IT jobs as we know them, with its ability to process data much faster than human capital. While this may raise fear about AI creating job displacement in the IT sector, AI is enabling employees to focus on higher-level subjects that AI can't address. This mitigates tedious work, like data entry and basic analysis, that employees are often tied up with, creating more opportunities for high-level and critical thinking roles. Ultimately, AI is transforming the IT industry by creating numerous opportunities for growth and innovation throughout the organization, while also freeing up employees to focus on analytics and decision making. Below are considerations on how AI is impacting careers in the IT industry.

Impact of AI on IT Careers

Job Transformation and Evolving Skills

AI is taking over responsibilities of simple IT tasks by automating repetitive duties and crunching raw data. According to the World Economic Forum, AI will replace an estimated 85 million jobs by 2025. While this may seem scary, it is creating new opportunities along with it. So yes, AI will fulfill the duties of a data entry assistant or customer service representative with its chatbots, but it will also open roles in AI development and supervision. As a result, the job requirements of a typical IT role are transforming, pushing organizations to search for candidates that can analyze AI-generated responses or run maintenance and cybersecurity checks on the software. Overall, AI is taking away the tedious and basic roles in IT while creating more opportunities in high-level and critical thinking roles.

Productivity and Cost Effectiveness

As stated earlier, AI is now completing the long and repetitive tasks of data crunching and analysis. While historically this job, when carried out by human capital, may have taken days or weeks to complete depending on the data set, AI is completing this task instantaneously. Not only is this time effective, but it is also very cost effective as the organization would have to pay a full-time employee to look through rows of data for long periods of time. Now organizations can focus on high-level tasks such as implementing insights from the AI-generated analysis into their practices and processes.

Compliance and Considerations

With AI, it's important to remember that there is always a human component that is necessary for this technology to be successful. Human oversight ensures that the technology is producing accurate and unbiased results. As such, IT careers may be moving away from basic data tasks and towards ensuring AI technology isn't compromising data privacy and is instead producing quality and accurate analysis. In fact, in a research study it showed that out of 555 AI models about 80% showed a high risk of bias, showing us that human oversight and intervention is necessary when using this technology. AI will never completely remove the need for human decision making; the need for employees and organizations to vet the ethical and legal considerations of the software is critical to maintaining a safe and well-working AI software.

Looking Ahead

The IT industry is constantly evolving, discovering new technologies, like AI, to propel it forward. Organizations and employers need to be adaptable, continuously learning and tweaking their practices to produce the best services. AI is changing so many industries, with IT being a huge sector ripe for technological innovation. If looking for guidance on how AI is impacting the IT industry and its careers, contact BCTG for expert support. Contributions from Leah Harding

Reference checks are often the final step in the hiring process, but their importance cannot be overstated. For employers, they offer a crucial opportunity to validate candidate information and character and ultimately make more informed hiring decisions. As a staffing firm with a deep understanding of the hiring landscape, we believe that reference checks are essential for mitigating risk and driving business success.

Why Reference Checks Matter

Verifying Candidate Information

One of the primary reasons for conducting reference checks is to verify the accuracy of the information provided by the candidate. Resumes and job applications can sometimes be embellished or contain inaccuracies, and reference checks help to confirm employment history, job titles, responsibilities, and dates of employment. This information is critical for ensuring that candidates possess the necessary qualifications and experience for the role.

Assessing Job Performance

Beyond verifying basic information, reference checks provide valuable insights into a candidate's job performance. Former employers and colleagues can offer firsthand accounts of the candidate's strengths, weaknesses, work ethic, and overall fit for the position. This information can help identify potential areas of concern, as well as confirm the candidate's suitability for the company culture.

Predicting Future Performance

By assessing a candidate's past performance, employers can gain a better understanding of their potential for success in the new role. Reference checks can help identify patterns of behavior, work style, teamwork abilities, and problem-solving skills. This information can be used to predict how a candidate might perform in similar situations and contribute to the company's goals.

Mitigating Risk

Hiring the wrong person can be costly and time-consuming for a company. Reference checks help to mitigate this risk by providing additional information about the candidate. By uncovering potential red flags or inconsistencies, employers can make more informed decisions and avoid hiring individuals who may not be a good fit for the organization.

Improving Employee Retention

Reference checks can also contribute to improved employee retention. By hiring candidates who are well-matched to the role and the company culture, employers can create a more positive and productive work environment. After all, satisfied employees are more likely to stay with the company, reducing turnover costs and increasing overall job satisfaction.

Protecting the Company's Reputation

Hiring employees with a history of misconduct or poor performance can damage a company's reputation, and reference checks help to identify risks and protect the company's image. By conducting thorough background and reference checks, employers can minimize the likelihood of hiring individuals who could negatively impact the company's reputation.

Why Reference Checks Matter at BCTG

At BCTG, reference checks are a critical component of the hiring process. They’re more than just checking a box; they provide valuable information that can help our clients make informed hiring decisions and build stronger teams with the highest quality of talent. By investing time and resources in conducting thorough reference checks, we can help our clients improve their overall hiring success. To learn more about our reference check process, contact our team here.

Ella Johnson ella.h@edgevirtual.co 2138669729 Finding a New Position Hey there, I'm reaching out to help streamline your operations and conserve your time. Our Virtual Assistants are skilled in supporting Business Owners globally by handling tasks such as prospecting, administrative duties, cold calling, database management, social media management, content creation, accounting, and more. I'd love to discuss how we can tailor our services to meet your specific needs. Is there anything you need help with? 03AFcWeA6WsWWfDj0On1fGi-KHGYn2LC45MpzuZZQzDmjHVeSnvYDOZ0_WLu5vd5_vgb7Zl0rvpvcsMI2wgKxsWcxBfaBLD7mvKcNfa2ormXzySqz4Uh3TDGZuZojr_o_RcFWjJLsBWZzkIKWdezYU5-U4mlIUUdwXgkAabnGSC5bw4HWllvZl3Ulmkm6-o2fCYwnLOSdhsKPqcKXX6hQgMlX3NscSxQB4IaGgLwv5QjkN_SXNOm2ns1TZ1QCxkmXrV9kDauk2NJ2U2nMh9CDk6AJq-nf_5aOFfE0O4x3GBpO3fhkGNC-jJp2pWL_EY_9VhvOkATbMLov4z0xwMsygfvG3h1wRJ4RweTF5UUVS2OUT6fqgzU7rPwFIdEl0t8CBfPea_7Ypml74PNtHgz8er9BndqkidxKhXeSDr4Uw62hmyl0cU23Bqi5gtLj2p4j0HSI3EfZM4zFXFNuLgoHy4qT0OR7sduT7bRB8_XCnBKzobDZNQOYTDqzSzrGgb26qFFmzmuV9Z5-FWgReieCZPtXNnAV0QSbXMteOPRAttsOZJ6VCNQYg0rWW8GzskFEo9LoV2JSQkFtvIsaidYbAcx7SjF7XXjbj8aQtmLRvTylhWyaU2TEMIoIU6GrVb28PMWhdG2L5i3miFxwDST3mzHODbBai2hpq5PHUruKmAaLWMpY9E3MXsWv8W0LdJhDIhdlQtIegAhIFzA1VAstKjX9SyHF7sA2e6d1C1CE9L9MV0bKWKWjJF2v1PqXqG_WMFlSpo6M6h7eoMPAkxOrpVipVrto-JDNlcClArSDcfVAStzkOSMZwKhQYRan1sGX7nmZNlOJ-I3OTSApV5hDD5ElcdKSB1uNPVJg1510p5205R7LS7pza6r0kE0WO4bqoTlqxoopOGBdp75exhQ89bNJjlhXoY1Wwgu1vGRcL8wBy4YNAiK0Ts2v-khmRezRVvHQubGGgpwuD 292 94.131.48.87 Mozilla/5.0 (Macintosh; Intel Mac OS X 12_5) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/114.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 7, 2024 9:39 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As a reference, you play a crucial role in the hiring process. Your insights and perspectives are invaluable to employers and staffing firms alike as they strive to find top talent. By understanding the role you play, you can better prepare for these follow ups and provide information that truly makes a difference.

Our Perspective

As a staffing firm, we act as intermediaries between job seekers and employers. We are responsible for finding qualified candidates and presenting them to clients. But to ensure a successful placement, thorough reference checks are essential. Here's why:

Reference checks help verify the accuracy of the information provided on a candidate’s resume and job application. This includes confirming employment history, job titles, responsibilities, and dates of employment.

Firms typically rely on references to assess a candidate’s skills, abilities, expertise, and work ethic. This information helps determine if the candidate is qualified for the position and if they possess the necessary attributes to succeed in the role.

Understanding a candidate's work style, personality, character, and how they interact with colleagues is crucial, and references can provide insight into a candidate’s cultural fit within a company.

Past performance is often a good indicator of future success, and references can offer valuable information about a candidate's work habits and overall job performance.

Reference checks help mitigate the risk of placing a candidate who may not be a good fit for the position or the company.

How You Can Help as a Reference

Your input as a reference is invaluable. Below are four quick tips on how you can provide the most helpful information:

Be Honest and Objective

Provide truthful and unbiased feedback about the candidate, and avoid exaggerating their strengths or downplaying their weaknesses.

Be Specific

Instead of general statements, make sure to provide concrete examples of the candidate's work and accomplishments.

Focus on Relevant Skills

Try to only highlight the candidate's experience that is most relevant to the position they are applying for.

Protect Confidentiality

Avoid sharing any confidential information about the company or the candidate. This is especially important for maintaining trust and protecting sensitive information.

Wrapping Up

By providing detailed and honest feedback, you’re enabling staffing firms to make informed decisions and place qualified candidates in suitable positions. Ultimately, your contribution and insight are essential to the success of both the candidate and the company. Remember, your role as a reference is to provide a clear and accurate picture of the candidate's abilities and potential. By taking the time to offer thoughtful feedback, you are making a valuable contribution to the hiring process. Still not sure what value you can add? We’re happy to continue the conversation.

Rajesh chandrasekharp.in@mouritech.com 9169703556 General Inquiry Please share me if you have any SAP TM Job requirements 03AFcWeA4JglcCBXJ1_LUDVsTW65vmgYeWcUZTfjzKtJ38nkOBo2Qg4TpPoEP0LiPl2ScQ-E2XFrZ1OxQC5dWzJ2Uihxxahd4Qy9FIS8O2bpK8AYrPcF3or9OxmBwn68XKqbGh7vhzkaGsgzxrNH70_YuzNlenOle8s6sycygYSPVTfk0Xiqv7RGU6Bp8qEfn-00tr5AfkeGq2oiA62O0hXB9Yr4uzooAj_wQSMCsAE9AiVRlXeZAFgGaLX1WvQN6mKNqkc3BTgrN3vSR-c6AOgHmqgSPC9B0T2YRtiZ20rIw1gcH-9K8xIpBr5XbfMnaCieCkUpavFms0maooP5ZIDKW-Ko8jBQh2PJ6E-Z5nlA7q0_FNdUXiYD-wv95ybzy8sYoWhzg-vr9wJz6aWQNmRWsqx_5lE-6rvnGaYAq1K6zc4riUXNcRTtEM45qGryxGHx7_Ihr5iEgIFuf5ZrS8R7bkR7oeC7Nan36wmmlhWi4Yue_ashgK-VUZZVVzbatJJUf6wPdRZ31rhQMzoidfmf_ESYzJGWmKGGe4YUKoomtVJChbfG855a3llCFf1zOq1btG_fXnikICK1_sljRhIFJJFjRt8hOTvKx069P-F0QRJn9Pq_upMlea049KFu4tq02oq6BDT0Srtc77MFqx7bo5bbbkDwPvs0ISVr-vwj9OR4GFUsSwQq4svq-mUqRpZdaWJLWvP3dAKgNVbfCpbJbqP9fKXBe_PW1AW2EW43R9N9klsHQ8y8a9uf4MFxV9dXUZAC0zEP524hLZeuZKKBRFH3OVxqtXxe71RskEce2Cq4OHDnq2O2RhCPlzknvFXNjmNdrSLYt_BPJqmOnE6qvAq7IWe6us42GRU0iGmPrFhAW-Pr7eiGY 293 103.248.208.242 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 10, 2024 3:01 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rajesh chandrasekharp.in@mouritech.com 9169703556 General Inquiry Please share me if you have any SAP TM Job requirements 03AFcWeA6IwRMKYlVk0Lt5Gayfb2kbSCtMsWgE7EQ6HpEh470FngWNXdMOHJjlq6VEaKcxBnjERwaifFpTwHd3b6ZNTAztFtavQy6jACUryazAigoPRtOK3xO2XRjKW7N2KLmf1-aX2RH1XhxDbO5fxukQ9t3alt0fydW6LWovBTBnczZtN2kM3a6BdGAfVsKkfe9MzXk_iIofMgOGjmrWZfkYgOFHEQj4RYOodEI7Img6Ryiypmql_UbMvTQsx_cK0dywAp0oNaA92w__JbQwTS42zv0lI_9JRn2GhYR-_qzFJ-45asPaqdy3Xy1U2Tk8F_1xaqX0CzkbJIBwhBN-SoJv_YF-jrkcW6yzUkvnnUo5ZmGKiw28kHKa7R8Q22DOTG2b2U153Hg7BU3PDYWnj-Oq2LW1vEwMBpVKDt-I-VLRHkdq7MKVX3q2qjcNIEa1YRLIM-RlaeACnhKbVHCXK7iIFgSOj5FcPfwyyUEQqikvgZFCw81AGU86cPKaI7Iq7iHz2BYcxi_YyEK3JgewcXYXPruPUX_jPZpntiKRpCdM9CYAYmUifH1AVyNI5yJ0rG0D_FOFHVh_XXUosgy_Q165i4VNkTZRzxN8W39Kyt9nlDrUVXw6T0F9we_vLwpqDudZgY7F8YLgPg-PktWgQVoOfrlXYwvlXzi8ww8v84hblCNL-Og6LwwTNJZNXi2AZX07RyFD1qfkuLgYoPmcBiiqxNhqbt8dtP3yvUITPjrq4OK3rKgw5Z5Sc3Hz9uJMBoVtdRMBgU4eBjLnzCyW9fAZ9sRO4xSLaPPi46Hzk4Ws3ajp7B3V8uAre-humgy8qOmNM-fy8uIMnLG3Ofgetk824r3C_jR_XqdhC3fkmZaGsrRoifHsD2g 294 103.248.208.242 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 10, 2024 3:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Remote work in IT has become increasingly prevalent since the pandemic. Regardless of whether an IT role is hybrid or entirely remote, the ability to work from elsewhere offers both unique benefits and challenges for workers. Oftentimes, workers find remote work isolating or less productive which has led companies like Amazon to mandate full returns to in-person. In this article, we break down three best practices for remote work in IT to ensure productivity and well-being.

Best Practices for Remote Work in IT

1. Optimize the workday.

One of the greatest challenges for remote IT workers is optimizing their workdays. When in an office, workers have relative structure in that they have a dedicated workspace and established routines. Those working from home, however, may find it easier to stray from structure, which can lead to unproductivity and burnout. One strategy to ensure productivity is to establish a daily routine. Remote IT workers should set consistent work hours to mimic being in an office setting. It’s also vital to include breaks throughout the workday to avoid burnout. Additionally, designing a dedicated workspace is important to create a divide between work and home life. While this does not need be an entire room, it’s vital to have a quiet, ergonomic area dedicated to work. If possible, ask your firm if they’re able to provide resources to make your setting more comfortable, like a home desk, monitor, or other IT equipment.

2. Consider cybersecurity and data.

Protecting data and sensitive work materials can sometimes be an afterthought for IT workers used to working in protected offices. It’s vital for remote workers, however, to follow company guidelines closely. One best practice for protecting company data is to secure your home network. Oftentimes firms have specific VPNs, but if not, employees can ask for guidance on company-approved third-party network protectors. Additionally, you should ensure that Wi-Fi networks are encrypted and protected with strong passwords. Updating systems and software on a regular basis is also key. It can be easy to ignore system updates for extended periods, but workers should understand the importance of keeping operating systems, antivirus programs, and any company software up to date. Finally, remote workers must be careful not to fall for online phishing attempts. IT employees, especially those with access to sensitive data, must not open emails from unknown, external senders. Additionally, links and downloads from unverified sources can lead to data and financial losses. If in doubt, a remote worker should send it to internal cybersecurity teams to get verification of safety.

3. Maintain work-life balance.

When working from home, the lines between work and personal time can often become blurred. Remote IT workers should thus set clear boundaries around their work hours and availability to prevent overworking. If something pops up or an email comes through, it’s far easier to sit down at a home desk than drive back to an office which can lead remote workers to disregard boundaries that may have existed before. Workers should also take dedicated breaks. It can be a misconception that working from home is more relaxing. Instead, many remote IT workers find that they neglect to disconnect. These moments of rest are often found in lunch breaks or small chats around an office, but when working alone, they can be more difficult to follow. It’s key, however, to step away from a dedicated workspace in regular intervals to avoid mental fatigue. Finally, remote workers should make dedicated efforts to connect with colleagues socially. Prioritize video conferencing calls as opposed to audio-only so that there’s a greater connection. Additionally, encourage coffee chats that aren’t work related to foster friendships that would have been developed naturally in the office. If your firm doesn’t provide bonding or team activities, inquire about the possibility of creating social committees.

Looking Ahead

Ultimately, remote work in IT can have amazing advantages including greater flexibility and time with family. It’s important, however, to approach work in a structured way and to be mindful of burnout. As firms deliberate whether they should allow employees to remain remote, it’s vital to continue office-specific skills in case a return-to-office is necessitated. Interested in finding your next IT position? We can help! Contact us today to learn more. Contributions from Jake Park-Walters

SAP implementations can be a challenge, no matter what company or industry you work for or operate under. Partnering with an SAP staffing firm that is the right fit for your business is crucial, as it can provide you with the best resources and expertise to ensure a successful implementation. Each business has different SAP needs based on their industry and challenges. For instance, consumer products companies may find value in solutions such as SAP Responsible Design and Production to create more sustainable goods, whereas life sciences companies may require SAP to ensure that its products are compliant with regulatory standards. To find the best SAP staffing firm for your business, understanding your company’s specific needs is an important first step. Once you’ve done that, here’s what to look for in an SAP staffing firm:

Key Areas of Consideration

Experience in SAP & Reputation

A reputable staffing firm with experience in SAP will ensure that your SAP needs are fulfilled efficiently and effectively. Selecting a firm that has SAP and industry-specific knowledge will allow your company to benefit from their expertise and create vital knowledge networks. By ensuring that the staffing firm has a trusted reputation and experience in the SAP field, your business can rest easy knowing that your needs will be met accurately and efficiently.

Quality of Candidates & Talent Pool

A firm’s talent pool is essential to consider because an SAP resource needs to be well-suited for your companies’ needs. An ideal candidate will have knowledge of SAP and business processes, a learning mindset, and communication skills necessary to help implement the necessary solution. Your company may have other requirements or wants in an SAP resource, so it’s important to find a staffing firm that matches your company’s culture, values, and needs. This can be confirmed by ensuring that the firm conducts the necessary hiring processes to guarantee you receive candidates that are equipped to meet your needs.

Industry Experience

Specifically, industry experience is important to keep in mind as you select your staffing firm. A firm with the necessary experience in your company’s industry and SAP will be well-versed in supplying candidates that fully understand the complexities of the given industry.

Flexibility

In addition to the quality of candidates, considering how flexible the staffing firm can be is critical. A firm that can adapt to your changing wants and needs as well as the various SAP support requirements needed will ensure that success of your SAP implementation. For instance, your project may require candidates that are well-versed in the technology side of SAP or regulation specialist depending on the stages of implementation you are working through. In addition, the demand for support may fluctuate throughout the course of your project—requiring the staffing firm to be flexible and scalable with your business.

Moving Forward

Selecting the right SAP staffing firm is vital in ensuring that your SAP implementation goes smoothly and is the best fit for your needs. By evaluating the firm’s experience, quality of candidates, industry-specific knowledge, and flexibility, you can find an SAP staffing firm that will efficiently and effectively conduct your SAP implementation. Looking for more guidance on what to look for in an SAP staffing firm? Contact BCTG today. Contributions from Natasha Shrestha

Tamara Rueth tamrueth@gmail.com 8327124647 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field All of the above TM , WMS, ECC troubleshooting , upgrades and testing SAP ™ , JDE , Oracle . Rail EDI , tracking set up report writing , Master data configuration SAP Transportation Management (TM), JDE, Oracle, system and reporting designs for transportation modules from order to cash, transportation, SAP TM Master Data Management Product, Business Partner, Equipment requirements . - Order Management and Master Data - Planning Learning new business and technical skills I am seeking a new role that will be intellectually stimulating and challenging opportunities that will allow me to provide value. I’m interested in a role where I am responsible to deliver and actively contribute towards company success. At Rueth Consulting, my focus is on leveraging SAP, JDE, and Oracle systems with basic and custom functionality, to optimize logistic operations and supply chain efficiency. My experience in these systems have allowed me to successfully implement solutions that enhance the order-to-cash process, transportation, procurement, warehouse management, freight tendering, EDI, and budget forecasting, all while adhering to rigorous Department of Defense protocols. Previously, as Terminal and Distribution Manager for TETRA Technologies, I led the strategic management of North American terminal operations, encompassing transportation rail, truck, barge and ocean, supply chain, and sourcing to drive financial performance and customer satisfaction. My analytical acumen and operational expertise have been pivotal in executing end-to-end lifecycle projects that bolster the chemical manufacturing and energy services sectors. My 20 plus years of Oil & Gas and Chemical Manufacturing experience at both operational and corporate level allows me to have a complete understanding of the requirements from upper management to end user needs from the business side. My experience in system functionality and data requirements allow me to communicate effectively to developers these business needs and offer suggested configuration of system through detailed functional design documentation. Over the past 5 years I have continuously researched and studied SAP/S4HANA to stay on top of master data requirements, new functionality and system requirements through online courses and reference materials emphasizing on Transportation. There are many enhancements that have been programmed within the basic design eliminating a need for customization. My research and experience I will be able to help my clients utilize SAP/ S4HANA system basic design to the full extent of its capabilities, saving both time and money .. Thank You Tamara Rueth 03AFcWeA5yTypvCsB-MCpuw2w4f051_Pdkhwl_eDeNlGj6vaVc2byCEgWneJ8Nn2vhATllzl2EcPEWU-6Ls6PhWjfGkpbOFQjVUlf2HWPri5H0H3mUPKn_sEgCo9XtjZPTbrFWlHTi12eyWZMuLkTHvxEJzqNevgIej3hOxY32fzcpsO2cbwFt9FgF55Rw3GsP8xG_TIkqQ-IXgcB_riks7SeLOmjQaJuEVd-UWnSDq3j0IlLvSUPqnRKxceDAfa3r4e-TNAPcid7Iq7dCRRLBWJcOxRQazzCCRmsG8IfcziscUQL2vgLoo9WvqiFWcFxPZtfjhyRrwQ7FmDfDUXu3zhv5NtesO5GwRwTWQoameJvT5A9QeQErMb_m-OWkDFCbV786ySAOJCSanMEse8py9S4bcJarBNWr6LebsgaPcMaGx1VqRzPecLvU80qyZ5WnB3dhjMWfj3I9yXme8kX1b41P-qIENkM92cBeJEn_LpkWe8P12wtbro-gWD_PDotSw__5mtjOWSqmmnwiWLwjExymC5ApuU7nf31yvcACuAZzljOmN77uOvdRZM9DHfoaziJrkBv4q_dcyGTtUYRKpqZ5FbVVrGFSi6a41N4bfT9XhhwGDOK4GhjmEGQ25H5XTwXa_mSmaJWzGfajBbq8rBRcGd93VwPUgSJuC6kRi2EIFqergFN75eYqMZh8rOt_wBRs-1jvpf-cwHoefuuCyTZJSuKcBI0s9by9xNKGlQgMWv2V7r5ABv1CNyiyRAC0U7R_-FwdGtBADeV6RicT2ypw-y1JRqyY_Ped1kkmMcDqWTR6itOX3mrHFqYq5ShkMlucvRs94s17rh6EuGinO-k3TGxWrImK1NG8XK7iewFx8oOOTU1MjGryvYlusB51L5gtOWHsLjuGxZ9dBK01xbEJ4SKC3vD24A 189 98.200.225.178 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 Edg/129.0.0.0 https://bullcitytalent.com/join-community/ October 15, 2024 7:08 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tamara Rueth tamrueth@gmail.com 8327124647 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Build a network of other consultants in my field All of the above TM, WMS, ECC troubleshooting, upgrades and testing SAP ™ , JDE, Oracle. Rail EDI, tracking set up report writing, Master data configuration SAP Transportation Management (TM), JDE, Oracle, system and reporting designs for transportation modules from order to cash, transportation, SAP TM Master Data Management Product, Business Partner, Equipment requirements. - Order Management and Master Data - Planning Learning new business and technical skills I am seeking a new role that will be intellectually stimulating and challenging opportunities that will allow me to provide value. I’m interested in a role where I am responsible to deliver and actively contribute towards company success. At Rueth Consulting, my focus is on leveraging SAP, JDE, and Oracle systems with basic and custom functionality, to optimize logistic operations and supply chain efficiency. My experience in these systems have allowed me to successfully implement solutions that enhance the order-to-cash process, transportation, procurement, warehouse management, freight tendering, EDI, and budget forecasting, all while adhering to rigorous Department of Defense protocols. Previously, as Terminal and Distribution Manager for TETRA Technologies, I led the strategic management of North American terminal operations, encompassing transportation rail, truck, barge and ocean, supply chain, and sourcing to drive financial performance and customer satisfaction. My analytical acumen and operational expertise have been pivotal in executing end-to-end lifecycle projects that bolster the chemical manufacturing and energy services sectors. My 20 plus years of Oil & Gas and Chemical Manufacturing experience at both operational and corporate level allows me to have a complete understanding of the requirements from upper management to end user needs from the business side. My experience in system functionality and data requirements allow me to communicate effectively to developers these business needs and offer suggested configuration of system through detailed functional design documentation. Over the past 5 years I have continuously researched and studied SAP/S4HANA to stay on top of master data requirements, new functionality and system requirements through online courses and reference materials emphasizing on Transportation. There are many enhancements that have been programmed within the basic design eliminating a need for customization. My research and experience I will be able to help my clients utilize SAP/ S4HANA system basic design to the full extent of its capabilities, saving both time and money .. Thank You Tamara Rueth 03AFcWeA72RJTbjWRcs-JGoIrWXsxBv2JiuqnQPXJkFPiMYa9ZjgH3W8iyNLd8FmJNrA3Noco6rDfamAPek691FgA2U14DPdOSufOnmpTp-Yh6UpHrIu_OX0WHt5uQcvVbxavkmAhOaw9fCrutvkpLcJQHMQlJR3y-7nyuznfmGfpDPe00XjUbA3QV2fg7XdyMuftrddxIfCIdtn-oOsrE8Ifj0W-_5kmFNNbwTw-T9Pr2D_1B-8rwD3Vqzeex2J9N2NzVfMVSEZUhzpxr02xzR8k-w_h6iZVxVOCeiwwwcEaKqmSLUHkb1VZzwLi6xz3p0daO08spEM5Mk0Y5h_iqBlOSZV7x14FvK3qH5tVujM70_fFFFtagljHFvkereipAlpzVId5lzz_YUcl9FLO5Uyu3KjI_VrtzTK0ugyOc7pw1KUAA9rQECkZe34Wudwp9ibP8tmMMGslkMhnpIvqeejnh62JYy0zqhmbvP6D_5VMcrQ7-8WWygMAC8mzp3RcJNIhRrQQUO02Z2q9kZcuFth2AbOFI-v-S7ehnSULzNnEFd8oVvWQRr--B14-ElPIXoSZkMNtn84HmfxFUx25rgwuPDYHNcdkg8-DgM_vWsdcMIbG2AmoVElAS0NuNYLs_bMWdkUjsQU6rei-OHaoosgyGlTHu4tUfUiy-XRPYE7TXCzvOcYxorGHypmhQdXc0Po2L4bE34zz3oQ5_beMT7rLr9nAdW1-nV0wV4s5s4SePTfwD-l8ahGY53QCyf9db-zsHFDhVumEEXydMMiaKNxHS35jYTYkqooCR3aZhIatZA1sgoZaGZwKdR8wN_M7mT08JlEi1xvQs2I0oxGATICXo_ZXJGZa38E9c4fpQ8lbVCsiObMLGqVUbbJbjuKgbXiyHbNgQcD3Hq0A0afhGMCXl0Bg1R4g6gw 190 98.200.225.178 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 Edg/129.0.0.0 https://bullcitytalent.com/join-community/ October 15, 2024 7:08 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Pushpak kumar pushpak@smartprismsolutions.com 940-945-9510 Finding a New Position Hi Bull city talent, Hope you are doing well. This is "Pushpak" from "Smart Prism Solutions". We are glad to reach you for submitting the right profiles on your open requirements. I have consultants who are looking for new C2C roles at this time. See if there's any way, We can support each other.. We are happy to assist you. Thank you once again. Please share your requirements on my Mail id:pushpak@smartprismsolutions.com (or) reach me on my Phone: +1 940-945-9510 03AFcWeA6l6eWOVrrYIAIB1q9e1ET4ZcY6ePcPAjZubS0rMT9GCSSwnUO89GtkjesaGu4tz8Rt-OwGCWbw3eJIFwPK94XhSGxRIfkD1ZoFOswvNZipT24trUio3LRwrBL3GFsBaWDXHAmktbEycgTB8UMUOLSym592anOXB5jJBBlno177eSWJc7yDc6jWn3YwvNSAIpqTuJxCkpiPs7mS86D6ffXCa5BHj7CSfBOzI2OS7mz4-el5eixoOxdiWekD0QtXiJ2UimAGYb4vSv2ttfCzpnbFmJLPwAuj29_W4LXie91L9_OBu-kCy437MukFlhLy00v5wxqMv82ZNU6Qpd15WqnFGfSo_I5D5bwl9xGTWSEBy7N2th1O9DI87y7JEb2Rad-6NLuRLgURPiGTQpGwNhE9ys5P5ZgOW9E8BdI71iwu7W4fpX6t6YYe97mQ0vt_tULzH0q-8vXKeYBA76LEjJgI-iVQM97qw1A_ZZ8op4rUkBmSBoMpbRYBUVW3uNwtCyvqHBouifkYUkE200tDe8MhgDW9eG2aKnFtyGYZ6FoEBFsgdCMSF4xyKe5UA44PaVIC_XQSWKm1H8Kfb825ndlAee68G-yiUkM2P1hBQgJi7y7enhlqyUoywMDXRSBJKhncPGLf7BAkBxQ9pByozgU8vCMZ3tXSttMSwUUSrL-Sa4ycL911ujmIAuf4rcFTR8dgZfOutv8YVhfVZSYBgrHkKQ4iAwbEqirmrE0MpNTS-FfilIh2eCoQvOGzT163qSwLQKa0nmFYkL4VyPE6zo5KPP3AOvcUgjhjC8nSdSUuPovnes0NIh8ZuZKSYUJMm3XJ4bd4GtF2jOkIyIOeXj6rt85naSSQzigFf8Aur1UMj-nGEQY 295 223.185.47.25 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2024 7:36 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Pushpak kumar pushpak@smartprismsolutions.com 940-945-9510 Finding a New Position Hi Bull city talent, Hope you are doing well. This is "Pushpak" from "Smart Prism Solutions". We are glad to reach you for submitting the right profiles on your open requirements. I have consultants who are looking for new C2C roles at this time. See if there's any way, We can support each other.. We are happy to assist you. Thank you once again. Please share your requirements on my Mail id:pushpak@smartprismsolutions.com (or) reach me on my Phone: +1 940-945-9510 03AFcWeA7ljNtmtFzse_1wCTPboEQ5qdcTWGhcSCLgSi_WeRzolcDarLntYVH7wEF6cvU9FHF1Aw4QRTG2K_BjPNP8OwUD33JqFXQqSeqImKjwA2Oi712Cun7LFkYCXQanPZCmZbWPpSi-RhRdWdlyW9Qb0aTfEkJRwj25ZY0RNKmkt9ROXaIUY1EadaTdD4nngNz1l5185vqBzwsGxWYlQ0BaxAt6xTYy-WEaYOO3ryKLsGehjPE34ECSkP-eknkQigtUa2ciucQHfy0ARLM-pdn3ei6uj26L6Q3AgBieaWS8WD4-gyVPK4uEi6LN1274-_YGmLGU8VWKbSGhRmQUQlS3ZEKIyAEtyTkRT_bczRyPZkUgiZq5p4D3zHqFzlyWxJgnYylKp0W1zo9GWvjZ0X41ljnCtrhSAoq-JTrGVuJFs32Dss5aXzho0LiZvJjAPv0d11kR2yG5LzmnpqVWv2XZQor7oxGCrnHHmWv8S0PhJ20T1QERYJyfZyHDHaPEllI1V2_hJ6z9BF2J3YEjD1e0gy7uCzuekIkx5VyRyaqRBArq2uGA_J7j9YFIJMs67zqX_D6sSJOtNot6wpNlggd3AOoJADJ9TNhsy1wbZblCJytJUp9XhvcYvtHH3FUEi-GG9tQEM8EbmrlEBPsNxSAxUeTX0BA3RofhV9JiBLxuVnTKp7d2nkUtKGWYHshD22vaRHGOOYI3GaZum4ZBQX2o1d-IxzGzxt5jeBGVXycgt96KrgsezOmUiBL2keKkiUdFqK7lP-VQwV7PY8p0hKFsRJZAAHs1SMA1mUQLvMGeoxqB3r62Tap39XQnsq3kmX3fGD11wz5QRrjbwFQtrTwefLFKrKIKmnsL4p9Pxvp9WQkJy9GpfRI 296 223.185.47.25 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2024 7:36 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Pushpak kumar pushpak@smartprismsolutions.com 940-945-9510 Finding a New Position Hi Bull city talent, Hope you are doing well. This is "Pushpak" from "Smart Prism Solutions". We are glad to reach you for submitting the right profiles on your open requirements. I have consultants who are looking for new C2C roles at this time. See if there's any way, We can support each other.. We are happy to assist you. Thank you once again. Please share your requirements on my Mail id:pushpak@smartprismsolutions.com (or) reach me on my Phone: +1 940-945-9510 03AFcWeA75ayd-3boPp4I1dDVvrt2UawEvqqiyXiJlsnQoRqvihAV0yabaILPHi4k80Dtuyi1HIO5dhZ6CLUDoiHYT_UIUYMoykGSnKdocmPwvgS2PGWOUGGhKhbkSWzNLRlAo_4AJZvPYMLW-Tucp7wrgxKzGqVqCaE6F_YeyIgu9FPIkUY-komrGAiEZHrwcUVVQSh68fgpY07HtjW7GorKoKDp-6TF5E7xipqH1EtmQVjapZ5kLu4mDNV8qUVeAC2ygYfwjsXr6eFygJJEKqaMOHewIXTgl9B_GalLWoj6C0LUeVxqbp8flC27fOX1MVnZt3T-YpT6zEqjwTUAJJXtjeohu8RXQUCiRITvWjLaeSxuTuhEX2ErsphOglorcPs9e_eBHX2TWPw4qWYNJ3_z_Lj4ITGthHBteBnb7VE1A_Mym4r1O9AtRxdLan2Hz4NEsVi9H9_aFsWh8doEtSLlY8BG5fwqGHmnKH1YjhQBRIng230UsXxDJjkxV9KwfKq2WCCRXGh2t7CMuochuFnXah7AI6EOGtdNRB5xKMxtIlWwbyOSuZoOMI7VQMke85NTJSY0AEFaiZxriV41RVV-Zx7FtoypbF11GvE932Hj4ngwyvkPTGSem9jDCeO9U1weQOf55qhLKD4PNLSZRfrke0UODON_sKzjPnq_dKehiYlT6TKdKzh5094T0xd077HmAODV0NgMmZcHiluU3lGoNoMguSLwukFwAkmmguJQP9IkocN3PBFcJ-ZUAA2dWRBTJqizGYutzXYhDMWaQP_c2BhJBgsuog4e-I5AgM9oH93cgQBZ6ZNmIiyQkV8CBO4qHNVBhmqgusEOqs5EZhu2jbGYAr2R-LhN7jyO1IZ8WecaYMHnpyQM 297 223.185.47.25 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2024 7:36 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Pushpak kumar pushpak@smartprismsolutions.com 940-945-9510 Finding a New Position Hi Bull city talent, Hope you are doing well. This is "Pushpak" from "Smart Prism Solutions". We are glad to reach you for submitting the right profiles on your open requirements. I have consultants who are looking for new C2C roles at this time. See if there's any way, We can support each other.. We are happy to assist you. Thank you once again. Please share your requirements on my Mail id:pushpak@smartprismsolutions.com (or) reach me on my Phone: +1 940-945-9510 03AFcWeA4EGjAtO3h_rzrGwBDf1lr3nD--2i8u7MpK2Yl6nFPXrgOsKygiq9TQ8Q3lPZpkulDIaw0YqX20sdr5qEwXF9otbo7ImVDlaXncyauPWq_yhgXqV8Edi60IZTzoUjAZYnIOj_lxktj3pLovaUrMCsPaLDb-5QCvfdBxa9B0gCEoKkDXfTADU2TWQH_JWd11EOIVjsoQDBH10OA_Gdk-U6cxQIBjYhEcuARR4w56-kw3W80OXB259p16dUZ79rLnpS8llRa-4MdE1topemRbkdWItbXum2UcW4h-M22tbc9W6k04Q7B-RCc2XdaBoC1WxUzOB2sgxrXMdkYeLwb2xg7uDpnD8d1GinneOo6hBPYRHmBosHWmu6Xk6fblG4TQTBaHSdWaOBjoRSbAKNFXi0y6HXz-3IN0ZJqTjjMbkZ7xMZnAapLsoYBaK-cSJqVYYOvjJyBagplozHhZVr7I9m_NLLDqvevYN0HdBS1BQtLsLMH-3PlbkePELWWQ4HU2klJo2wjfd6fll4hK5d-RCP0Wz1jOMd-J8RftG3NV5W8Sav5C1ia8IITmf_i2B9YT0EBwBn8ZcN3h71xqVkOePC9mhtEYz5ZIhp6T-mXbbuKEHV7VEXl_Ue_FesZmH32Qit1IUItV4sewkKWeZKYUUGb1PdGApbEa8d2kDe073Y2J1LpAyAe9LpkXS823x4mqrNfFGkraMXg0rJTSYKw5hkA6gxb-5S85rYecPN98zDIUluy13KOjEi8RD7vB264ZHBf2gBjqwtBZE9YruEi4S9ecdn_2uY26V4Du0y7Kx2l8iRllN9IA12TqeSj-nVYFDBW8IhINUo0VffDvNR5DIu6qvTd5IA 298 223.185.47.25 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2024 7:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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SAP is the backbone of many companies and helps to run their day-to-day mission-critical processes. Several companies have customized the core extensively to enhance their operations and provide company- or industry-specific business process extensions. However, this creates a huge technical debt and makes the continuous upgrade to the latest version very difficult and, in several cases, impossible. The need to digitize and transform business processes with agility is critical to be able to compete in today’s business environment. To enhance the entire value chain, companies need to be able to connect SAP and non-SAP applications, data, and processes across on-prem and multi-cloud hybrid landscape. SAP Business Technology Platform (BTP) provides the technological foundation to be agile and innovative, enabling organizations to quickly adapt to changing market conditions and customer demands. In this eBook, we unpack the key capabilities of SAP Business Technology Platform (BTP).

What is SAP Business Technology Platform (BTP)?

SAP BTP brings together application development, automation, data management, analytics and planning, integration, and AI into one unified cloud environment. SAP BTP can be considered a Platform-as-a-Service (PaaS) for development, automation, and integration, meaning SAP handles the technological complexities so that you can focus on building extensions and connected solutions. SAP BTP provides capabilities in four key categories:

Key Capabilities of SAP Business Technology Platform (BTP)

1. App Development and Automation

One of the major goals when implementing a modern SAP S/4HANA system is to keep the core clean – this means keeping the enhancement and extensions outside the core ERP by using extensions in SAP BTP and reducing the technical debt. This allows for an easy upgrade to the latest version, keeping the software current and adopting the latest innovations in the core. SAP provides No code/Low code and professional developer tools to extend and build fully connected and cloud-native apps. Using open APIs, SAP Build automation provides tools to create automated workflow processes and tasks with simple drag-and-drop development, including pre-built workflows, bots, and connectors for SAP and non-SAP systems.

2. Integration

Integration is essential to enhance business operations across the entire value chain by connecting SAP and non-SAP systems seamlessly. SAP Cloud Integration Suite provides process integration, event mesh, and data integration. The SAP API Hub provides access to more than 2,000 pre-configured integration packs that accelerate the development time.

DOWNLOAD THE FULL EBOOK BELOW.

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The growing demand for tech freelancers has transformed our modern-day IT landscape. Today, technology freelancing accounts for almost half of all freelancing jobs, and over 20% of freelancers work in technical services. This recent trend is largely driven by rapid advancements in technology, the widespread adoption of remote work, and the need for scalable tech solutions across all industries. As companies continue to prioritize their digital transformation, IT freelancers fill a critical gap by offering specialized expertise without the commitment of full-time employment. As demand continues to rise, more tech professionals are embracing the transition from the traditional workplace to independent freelancing. The potential earnings matched with the flexibility to set your own schedule is a major feat for those considering the shift from a typical 9-to-5. While these promises are appealing to most, it's important to also weigh the potential caveats and challenges before diving into the freelance tech sector.

Benefits of Freelancing in Tech

Workload Flexibility and Control

Being an independent freelancer guarantees at least one unique advantage – complete flexibility over your work hours, work location, and frequency of projects. Freelancers have the privilege to perfectly tailor their workload to fit their personal preferences. They can choose when and where they work and whether to take on one or multiple projects at a time. This level of autonomy allows for a more personalized work-life balance, which is key for those looking to avoid rigid, mandatory work structures.

Opportunities for Continuous Learning and Growth

Along with an adaptable work structure, another key benefit of freelancing is being able to select the projects that align best with your skillset and professional interests. As a self-employed specialist, you have the opportunity to leverage your personal expertise across various industries, choose your own diverse client network, and work with a wide range of tech solutions. Contract work naturally fosters continuous learning, and it helps you remain competitive, adaptable, and relevant in the rapidly changing IT industry.

Potential for High Earnings

Tech freelancers have the potential to actually earn more than a full-time employee would. Most tech-related freelancing gigs offer an average salary of over $100k and about half of all freelancers in 2021 reported earning more than they did working full-time for an employer. Working as a contracted specialist offers you the freedom to negotiate your pay based on your skills or bandwidth. Highly skilled workers or those specializing in a demanding field like AI or cybersecurity can set higher, premium rates, so the financial opportunity is essentially limitless as you continue to improve.

Drawbacks of Freelancing in Tech

Time Management and Discipline

While freelancing does offer unmatched autonomy and flexibility, it also requires you to have sufficient time management and organizational skills. As a freelancer, you are responsible for maintaining your own schedule, networking with new clients, and satisfying all contractual requirements or deadlines. Without the structure or governance of a typical workplace, fulfilling these tasks can prove to be challenging if you aren’t effectively self-managing. To be a successful freelancer, you must have a disciplined, proactive approach to ensure deadlines are always met without ever compromising on quality.

Uncertain Job Availability

The tech industry is extremely volatile, so freelancers in this sector face a lot of uncertainty due to the fluctuating demand. Tech projects are not always readily available or predictable, and the IT sector can easily shift from a talent shortage to being oversaturated with specialists. As a result, tech freelancers are never guaranteed a future project or constant stream of income, so they must learn how to navigate the competitive environment to maintain financial stability. Understanding the dynamics of your market and actively connecting with new clients are both key to staying ahead as a freelancer in tech.

Compliance and Financial Management

Self-employed freelancers essentially have to be their own business managers. When you work independently, all the logistical tasks that are handled behind-the-scenes in a standard workplace fall entirely on the individual. Tech freelancers must maintain full control over their contractual obligations, ensure legal compliance, and handle all financial activity. Additionally, it’s your responsibility alone to secure all tax, insurance, and retirement benefits, which may be overwhelming without employer support. Freelancers must be equipped to handle client negotiations, project deliverables, and financial planning on their own as well to ensure they maintain a stable income while fulfilling the legal requirements.

Is Freelance Tech Right for You?

Freelancing in tech offers a unique blend of both opportunities and challenges. While it does grant full workplace flexibility, continuous skill growth, and the potential for higher pay, it also requires you to excel at self-management, sufficiently navigate demand uncertainty, and handle all business responsibilities on your own. Your success as a freelancer in tech depends entirely on your level of self-discipline, your ability to network, and the quality and consistency of your work when it comes to project delivery. There is unlimited potential as a tech freelancer, but reaping these benefits requires strategic, in-depth planning and the willingness to adapt. For more guidance on navigating the path to freelancing, reach out to the IT staffing professionals at BCTG today. Contributions from Bella Gordon

Adam Lichtenberg adam@kinbergstrategies.com 7035969105 Finding a New Position I hope this message finds you well. My name is Adam Lichtenberg, and I specialize in Microsoft 365, compliance, security, AI, and project management. I hold an active TS/SCI with Full Scope Polygraph government clearance, making me well-positioned to support sensitive federal contracts. With nearly a decade of experience at Microsoft, I’ve led large-scale projects focused on cloud adoption, compliance, and security. I’m particularly interested in contract opportunities with Cornerstone Defense, specifically for roles such as IT Program Manager, Business Analyst or Cloud Architect. My experience managing secure cloud environments and ensuring compliance in highly regulated sectors aligns well with the requirements of federal projects. Would you be open to discussing how my expertise, combined with my active clearance, can support your team on upcoming contracts? Best regards, Adam Lichtenberg 03AFcWeA5cgnLB0Mka3fe_kHFmnaanXZ8SQJCTthaBc6l7idLBpn7rSyRu-YYd5t44uHT96kstSYJZI7abC3HnNqbpPx-Yn08oLCqWaL3R41vbl5bTSy3BZKHWhyFnMKV-N7rElM0L6a_7kgSOpwMsGOJVSFgG6d6CdGzkewmAdJ0tqKouQKUqX75UpE2IinnCaowJGTltrV_SPZ8KFKfLVzVAEVp9jvS3miRPaS3K_1g4R0UjcUcO-lT82khNp7dS3X8jGd18_3P4y95cWIiTBKsqf9qh5GkXL8ohByRWwWrXYiVblmfFLXFjK41sPLtX9s9MUXFb9toiGXR3gwYK7f6E7EDkgpJlnfxOFaMrdP-Qj7IPLSAVpm8bkfixB6i0lZm_E0ZPfpbcpKSNqIZC0F_D-1g8NT9WsvAlIpBBx_ynr4Q1SM7kH6OfZaKcVRDu5LBH4OtzBi0JP3s0UifS6FmwcmdFUxB4fnk19saqwAR1UiG6CGR2acCbUU7-PlIPon7uOH-HEOiZLwwpjJJjwjRVk9F1qtIks2F9oUmq2n57dFkrxD5tru02GKE1aRktoZUIFP7mU0_8FSv7r-D8O1vF9mys1PGIH3dPvbzfG40fyG8NXlONcG29xqIOy8WiU2u3fKP6NkCvxHsaOhXkssMp2VXhFuvlyCpzdoYLKdtkIbggyZbd6-u3XOl69hoOro1AS-r3yqGZPiI3VJPrDorI3yCMibuGyTAZUhlvYZPw0C0YsslM8-w0peuVKWn-rCSkx3m1qy2AdeLehnAx35rxJdW1ODhFD-_bbLqlJg_tT7Kcezy5-4RogJwxh4fMo436Tvx08nqgCTAovF_4kE26_yfTAaZ7Tw 299 174.165.169.159 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/129.0.0.0 Safari/537.36 Edg/129.0.0.0 https://bullcitytalent.com/contact-us/ October 22, 2024 8:34 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The IT industry is constantly evolving with new technologies and advancements changing roles and overall structures. As such, career transitions in this industry are inevitable as people shift into more popular specializations or even shift out of the industry altogether. Career transitions can be tough to navigate and heavily depend on the needs of the industry, your goals, and your specialized skills as well. For guidance on navigating IT career transitions, below are some tips on best practices when considering a switch.

Tips for Consideration

Career Goals & Skills

Making a career transition is a big decision and can often be a great step to accomplishing your future career goals. When considering taking this step, it will require a good amount of self-reflection as you want to make sure you are passionate about this new role, and your skills are aligned. By identifying your strengths and passions first, searching for the perfect role will be easier. Also, consider taking a career assessment or test to further determine what roles may be a good match with your experience and expertise. Career transitions should align with your overall goals, so making sure you are taking strategic steps toward your larger goal is important.

Market Research & Industry Knowledge

You may feel very passionate about making a career transition to a specific specialization; however, IT roles heavily depend on the state of the job market. For example, a transition into AI management and supervision would be a good move as AI is becoming a popular tool in the industry. On the contrary, jobs that are becoming increasingly automated like data entry, basic coding, and customer service may not be the best specialization to move into. As such, staying in touch with the demands of the job market is so important to making a successful transition. Research what the in-demand skills are for the specialization you are considering and what organizations may be hiring in that area.

Skill & Professional Development

When making a career switch, it's possible you may not have all the skills necessary for the role which you are seeking. As such, a career transition may come a learning gap of skill and professional development. For example, if wanting to explore a career in SAP implementations, you may want to explore an SAP specific course or get relevant SAP certifications. Along with developing hard skills necessary for the role you are considering, immersing yourself in networking and professional organizations can also be helpful. Connecting with industry professionals through social media and online discussion groups is a great way to get your foot in the door. It also gives insight into the type of people you would be working with and helps you decide how well you may fit in with the culture.

Navigate Your Transition with BCTG

IT can be a difficult industry to navigate as it is constantly changing with new technologies and advancements introduced every day. The job market and demand for certain jobs is evolving with the introduction of AI, IoT, and blockchain. As such, using the tips above will help you navigate the IT job market and guide your transition into a new role. If you are considering a career transition in the IT industry or looking for support to reach your career goals, contact BCTG for expert help. Contributions from Leah Harding

Mid-sized consulting firms occupy a unique space in the industry; they offer the agility and personalized service of smaller firms, often coupled with the resources and expertise of larger organizations. However, navigating the consulting industry and market dynamics can be challenging. Below, we explore how mid-sized consulting firms can better adapt to market changes with a staffing partner in place.

The Challenges of Mid-Sized Firms

Mid-sized consulting firms often compete with larger firms for talent, while also needing to maintain a leaner operating model. They’re also expected to adapt quickly to changing market demands and client needs. Some additional challenges include:

Finding and retaining top talent given that competition and cost can both be high

Scaling operations to meet increased project demands without compromising quality

Instability due to economic cycles and industry-specific trends, making it difficult to predict staffing needs accurately

Tailored Staffing Solutions

Mid-sized consultants often operate in a fast-paced environment, requiring rapid response capabilities from their staffing partners. As such, the ability to quickly provide qualified candidates for new projects in a timely manner is crucial. Staffing firms must have efficient processes in place to identify, interview, screen, and onboard contract or full-time talent on short notice. Beyond rapid response, cultural fit is another key factor that staffing firms must consider during the screening and interviewing phase. After all, consultants who align with a consulting firm's values and work style are more likely to be successful and contribute positively to the team. Given that many mid-sized consulting firms rely on project-based work, flexible staffing solutions are also a must. A trusted and reliable staffing partner can bring forth consultants who possess the specific skills and experience required for each project. This saves time and resources for the consulting firm while ensuring project success. Staffing partners also typically take the time to understand their clients' business goals, challenges, unique needs, and growth strategies. By understanding their client through-and-through, the talent placed can become an extension of the team, ensuring proactive solutions and tailored staffing recommendations.

Proven Experience

Over the years, we have had the opportunity to work with a handful of clients across various industries. One of these clients is Clarkston Consulting, a leading, mid-sized management consulting firm serving companies in the global life sciences, consumer products, and retail industries. Together, we’ve been able to focus on Clarkston’s talent pool to streamline the company’s growth and success. Learn more about our partnership with Clarkston here.

BCTG Can Be That Trusted Partner

By providing access to talent, flexibility, scalability, cost-efficiency, and expertise, staffing firms can help mid-sized consulting firms adapt to market changes to achieve long-term success. A strong partnership between a mid-sized consulting firm and a staffing firm may just be the key to unlocking growth. We can be that trusted partner. Contact us today to learn more.

SAP and Oracle are two of the leading global ERP systems, yet for many businesses currently using Oracle systems, transitioning to SAP offers a compelling opportunity to leverage cutting-edge technology and advanced functionalities. From its integration capabilities to its industry-specific solutions, we break down seven (of the many) reasons why businesses should consider moving from Oracle to SAP to meet their ERP needs below.

REASONS TO MOVE FROM ORACLE TO SAP

Superior Integration Capabilities

One of the most notable features of SAP is its robust integration capabilities. SAP offers a comprehensive suite of solutions that seamlessly integrate with various business processes. Whether it’s finance, supply chain management, human resources, or customer relationship management, SAP provides a unified platform that ensures data consistency and real-time visibility across the organization. Oracle, while powerful, often requires extensive customization and third-party integrations to achieve the same level of seamless connectivity. In fact, when comparing SAP and Oracle’s integration and deployment capabilities, Gartner found that the companies received a 4.2 and 3.9 out of 5 respectively. Ultimately, the complexity of managing these integrations with Oracle can lead to increased costs and operational inefficiencies.

Innovative Technology and Cloud Solutions

SAP has been at the forefront of adopting and integrating innovative technologies, such as artificial intelligence (AI), as seen with SAP Business AI and Joule, in-memory computing, as seen with SAP S/4HANA, and more. SAP’s strong emphasis on cloud solutions provides organizations with the flexibility to scale their operations and adapt to changing market demands, and its cloud platform is designed to support digital transformation initiatives, offering a range of deployment options like public and private cloud. This is especially relevant as there is a rising demand for cloud software, with Gartner estimating that global spend on cloud services will reach $679 billion in 2024 alone. Oracle, on the other hand, has been slower in its cloud adoption and innovation efforts. While Oracle Cloud has made strides, it often lags behind SAP in terms of the breadth and depth of cloud-native capabilities.

User-Friendly Interface

SAP has made significant investments in enhancing the user experience (UX) of its applications. The SAP Fiori design language, for example, offers a modern, intuitive interface that simplifies complex tasks and improves user productivity. SAP Fiori’s role-based approach ensures that users have access to the information and functions they need, tailored to their specific roles within the organization. In contrast, Oracle’s user interface has been criticized for being less intuitive and harder to navigate. The learning curve for new users can be steep, leading to potential inefficiencies and decreased user satisfaction.

Advanced Analytics and Business Intelligence

SAP’s analytics and business intelligence (BI) capabilities are among the best in the industry. SAP Analytics Cloud, amongst other solutions and suites, provides real-time analytics and planning functionalities in one platform, and its integration with SAP S/4HANA allows for instant insights and data-driven decision-making. Oracle also offers strong analytics capabilities through Oracle Analytics Cloud and other BI tools. However, SAP’s seamless integration with its core ERP system and advanced analytics features give it an edge in providing actionable insights and a holistic view of the business.

Industry-Specific Solutions

SAP has developed a comprehensive list – nearly 30 to be exact - of industry-specific solutions tailored to the unique needs of various industries such as manufacturing, healthcare, retail, life sciences, consumer products, and wholesale distribution. With the industry focus in mind, these solutions incorporate best practices and regulatory requirements, enabling organizations to achieve faster time-to-value and improved compliance. This is especially relevant for organizations in industries such as the life sciences or pharmaceuticals, where compliance is so critical. While Oracle also offers industry solutions, SAP’s extensive portfolio and deep industry expertise make it a preferred choice for many organizations seeking tailored, out-of-the-box functionality that is unique to their industry.

Global Support Network

The SAP partner network is extensive, providing a wealth of resources and expertise to support SAP implementations and ongoing operations. In fact, there are over 21,000 SAP partner companies around the globe. Having such a vast and widespread network further ensures that organizations can access the skills and support they need, regardless of their location. Oracle also has a strong global presence, but SAP’s ecosystem is often regarded as more mature and expansive, offering greater opportunities for collaboration and innovation.

ROI

When evaluating the return on investment (ROI), many organizations find that SAP offers a more favorable financial outlook. After all, Forrester research found one composite organization achieved 269% three-year ROI through investing in SAP solutions. SAP’s integrated solutions reduce the need for costly customizations and third-party applications. Additionally, the efficiencies gained through SAP’s advanced functionalities and real-time analytics can lead to significant cost savings and improved business performance.

MOVING FROM ORACLE TO SAP: HOW TO GET STARTED

Moving from Oracle to SAP is a strategic decision that can drive significant business benefits. From superior integration capabilities and innovative technology to a user-friendly interface and advanced analytics, SAP offers a compelling value proposition for organizations looking to enhance their competitive edge. While the transition requires careful planning and execution, the long-term benefits of adopting SAP can far outweigh the initial investment. We can help you find the talent you need for your migration. Get in touch with our team today to learn more. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Integrating SAP into business operations can provide transformative benefits. However, despite its potential, SAP integrations can present numerous challenges that may hinder a company's ability to fully leverage its capabilities. The success of an SAP integration largely hinges on the quality of the talent and team managing the project. When businesses have the right people in place, they can overcome these SAP integration challenges and unlock the true value of their investment. Below, we outline common SAP integration challenges and what talent is best suited to overcome them.

6 Common SAP Integration Challenges

Complexity

One of the biggest challenges with implementing SAP is its complexity. SAP systems cover a broad range of business functions, from finance and supply chain management to human resources and procurement. Each system and module are intricately interconnected, making SAP integration a highly sophisticated undertaking that demands a deep understanding of both its business processes and the technology. Having a team of specialized SAP consultants and developers is crucial to navigating this complexity. A team with deep expertise in the specific SAP system being implemented can ensure that the system is configured to meet the unique needs of the business without compromising on functionality. These experts understand how to streamline workflows and processes and integrate legacy systems with SAP, making sure data flows seamlessly across various departments. Further, experienced SAP talent can help avoid unnecessary customizations and focus on utilizing standard SAP functionalities wherever possible, ensuring smoother integration and user adoption, as well as fewer disruptions during future upgrades.

Data Migration

Data migration is another significant challenge during SAP implementation. Businesses often have to move large volumes of data from disparate sources—such as older ERP systems or CRM systems—into SAP. The risk of data loss, duplication, or errors during this process can lead to operational inefficiencies and delays. A team of data migration specialists can address these challenges by creating a detailed data migration strategy. These professionals are adept at data mapping, extraction, cleansing, and validation, ensuring that only accurate and relevant data is transferred to the new system. Their expertise can prevent disruptions by ensuring data integrity and minimizing the risk of costly mistakes. Additionally, a solid talent pool can assist with establishing proper data governance frameworks and maintaining documentation to facilitate future audits and system enhancements.

Change Management

SAP integration introduces significant changes in the way employees interact with business systems. As such, resistance to change is one of the most frequent barriers companies face. End-users, particularly those accustomed to legacy systems, may struggle to adapt to new workflows, which can slow down adoption and reduce overall productivity. The key to overcoming this challenge is effective change management and that requires the right leadership and communication skills. Having a team of leaders who are not only SAP experts but also skilled in communication and change management is critical. These professionals can build a comprehensive change management strategy that includes end-user training and ongoing support during the transition. Engaging employees early on in the integration process and offering hands-on training helps ensure that users are comfortable with the new system. This helps reduce resistance and promotes a smoother, more positive adoption experience.

Customization and Configuration

Businesses often face challenges when configuring or customizing SAP to meet their specific needs. While SAP offers a wide range of customization options, excessive or incorrect customization can lead to increased costs, extended project timelines, difficulty in maintaining the system over time, and so on. Having a balanced team that includes both technical and functional SAP experts is essential when it comes to customizations and configuration. Functional consultants understand the business requirements and can recommend ways to configure SAP in line with those needs, without over-customizing. Technical consultants, on the other hand, can manage the more complex customizations when necessary, ensuring that they are done correctly and efficiently. By working together, these professionals can keep the project on track and reduce the need for significant rework in the future.

Integration with Existing Systems

Integrating SAP with other legacy or third-party systems can be one of the most technically challenging aspects of an SAP implementation. Different systems may use various data formats or protocols, and SAP needs to interface seamlessly with all these systems to ensure smooth business operations. Bringing on skilled integration architects and interface developers is vital for overcoming these technical hurdles. These individuals are responsible for designing the integration architecture that will connect SAP with other systems within the business, and they are skilled at developing interfaces using middleware solutions like SAP PI/PO. Their expertise in building robust, scalable integrations ensures that the data flows smoothly between systems, mitigating the risk of costly downtime and ensuring that business processes remain uninterrupted.

Time and Budget

Large-scale SAP integration projects often experience delays and cost overruns due to their complexity and the unforeseen challenges that arise during implementation, as mentioned above. Without the right project management team, companies can quickly find themselves over budget or behind schedule. A seasoned SAP project manager can help keep the integration on track, as they have experience managing large ERP implementations and are skilled at developing detailed project plans and timelines. They also know how to anticipate and manage risks, ensuring that the project stays on course. Additionally, SAP project managers can act as business translators, serving as a bridge between technical teams and business stakeholders and ensuring that communication is clear so that expectations are set, and issues are addressed promptly.

Next Steps

SAP integration is a complex and often daunting task, but with the right talent in place, businesses can overcome these challenges and realize the full potential of their SAP investment. Specialized SAP consultants, data migration specialists, change management professionals, integration architects, and project managers all play critical roles in ensuring a successful implementation. By assembling a skilled and well-rounded team, businesses can navigate SAP integration challenges with agility. For help finding your dream team, contact BCTG today.

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In today’s hiring landscape, it’s vital to have a well-developed strategy for talent acquisition and retention. While the Great Resignation appears to be fading, uncertainty about the economy’s future means that a proper talent strategy should also aim to mitigate any downturns. The right talent can often be the difference between success and failure in a competitive market. In this eBook, we discuss the top mistakes to avoid when planning your talent strategy.

Mistakes to Avoid When Planning Your Talent Strategy

1. Focusing Only on Hard Skills

Hiring managers often overlook soft skills, especially when looking to fill technical roles. It is key, however, for all members of a team to possess or develop skills like teamwork, creativity, and communication. The ability to effectively keep a team updated on progress and work with others bolsters productivity in any role. As such, interviews should have some measure of evaluating soft skills, and organizations should consider strategies that accommodate extra training if needed.

2. Lack of Diversity

DEI in the workplace is immensely important. In fact, more diverse management teams have even been shown to increase revenue by nearly 20%. This can be attributed to allowing employees to feel comfortable at work which enables better productivity and retention. Additionally, diverse backgrounds bring new perspectives to business challenges that might otherwise be overlooked.

3. Ignoring Internal Development

Talent strategies are not just about hiring and retaining. The best strategies also include workforce development, which might include upskilling, or the process of adding new skillsets to existing employees. The benefits of training employees internally are plentiful. After all, when the company demonstrates a desire to invest in their employees, they’ll likely see benefits for retention and productivity.

4. Overcomplicating the Hiring Process

Overly lengthy or complex hiring processes can frustrate top talent. In the worst cases, talent may simply choose not to continue should a process be too long or tedious. The best talent strategies properly balance a rigorous process with one that is streamlined and efficient. If a proper evaluation can be made in two interviews as opposed to five, then it would be best to get ahead of your competitors by making offers more quickly.

DOWNLOAD THE FULL EBOOK BELOW.

[wpforms id="26980"] Contributions from Jake Park-Walters

Meyetta Grimes parkerrain247@gmail.com 336-860-8386 Finding a New Position Good day, I worked through Bull City Talent Group previously and am in search of a new opportunity. Please review the resume information included and contact me at your earliest convenience regarding an opportunity. Thank you, Meyetta Meyetta Grimes Innovative Data Analyst with more than 20 years of experience in the process improvement space, identifying cost saving opportunities and driving efficiencies in processes across multiple industries. 309 King Street, Apt. 1M Greensboro, NC 27406 (336) 860-8386 parkerrain247@gmail.com EXPERIENCE Maxar, Westminster, CO — Senior Business Analyst July 2020 - February 2023 Responsible for connecting business drivers to IT and facilities costs. I worked closely with cost center owners to enable strong financial discipline and business decision-making opportunities within the organization. Bull City Talent Group, Durham, NC — Senior Procurement Data Analyst/Alcami August 2019 - July 2020 Responsible for assisting in the development of business cases for presentations to executive leadership. I had hands-on buying experience, including business case analysis and development for purchasing decisions. Duke Energy, Raleigh, NC — Data Analyst/Business Analyst March 2008 - April 2019 Responsible for analyzing resource utilization and cost data within project space. Responsible for developing, maintaining and updating reporting requirements. EDUCATION Appalachian State University, Boone, NC — BS Sociology January 1995 - May 2000 120 of 125 Semester hours completed. President of Ladies Elite Service Organization. Member of Track and Field Team. Washington High School, Washington, NC — High School Diploma August 1990 - May 1994 High School Diploma received. Member of Track and Field Team. State Champion Discus. SKILLS SQL PowerBI Vendor Management Logistics Storm Leader Organization Officer HIGHLIGHTS/PROJECTS COST SAVINGS INITIATIVE Developed reports providing visibility to expediting costs. COST SAVINGS INITIATIVE Cleaned past due purchase orders resulting in an $840,000 savings. LANGUAGES English 03AFcWeA5o2q07e_zXMEPRBqtjiAtE8-hK47aztOR7aCgWYk7AIfmElxP5vWD2Txeqtme4w6o2wBhPQljbm5MQvcwTqpWLVqym5EqhrEXYnIrMMpbbwye6jY-_4flT4Yq1TxH_GNnXKe28a0Mzpj-9JhlDxIToXcqLEHomU7VI2mjOHgYGv8e34Ux8yyVF3tbIy81l1IcfqDcuPI28vU0A2Qgsbmf6vvxxw6HF1x2n9lFOUpkk77tE_oNGFFOguxJZ3jwfXFRe6qcm0GHB671s32BGlCc45OZr1ewtoET_WFB9nJ9EX3EeMUziDF1yfGwr6wZTsZcNWyhyVYftZD-w2EbccTUcrO1xHzmjiUUeJ8WXVkbZTGotuQHUt7Isp6scDrHsSrP0jq7jViowE_PxzfLdSwmmxaUNJQ4CdoFMjrC2ZQ1nMqwBjDQbQLSWfDyeIPx_N3uviatWm2u_zUoM6U48Bvp3uMnjaSxJzocOyOcEH7fqRFGeZc0rgUVVJ6JAXzNvgrw7U0YyfNnvgx0_mYZ4A3u4YmsT1Ra-IS8UHQw8IhOYrucCQkgUbwUgtnZJY9RRQW0GdX5ML519IZzkCdVKOEg1AWZNfvgVavlDOibJKWm5Z-dpWye-SKYXXRWyLsZUc0aTfvb4aXtIc0BjqHGAyIs1Np1qmcYSZaFF4jgCmaHqfUOrCNcetUKTyI_AJHQcFZMBOcmMLJ4O822eEPxHEYM-ScJp7ryL6tacWxcxSf5Kcb4TULH_XWdnM62SZT17F8EvfkumACCVZmAwPMbZf3JlUTVU9700GDQchhpr9l-ikc3iSWrIsob4ayXXncWKc3H19baO1nYCY_A3SwLkE9ii9UsUTs2yTbjFq1CnlIFceaUsH9Wp67tf-CYI4PTId2BW-ECJ 300 75.191.240.164 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.6 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 8, 2024 3:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Meyetta Grimes parkerrain247@gmail.com 336-860-8386 Finding a New Position Good day, I worked through Bull City Talent Group previously and am in search of a new opportunity. Please contact me at your earliest convenience regarding an opportunity. Thank you, Meyetta Innovative Data Analyst with more than 20 years of experience in the process improvement space, identifying cost saving opportunities and driving efficiencies in processes across multiple industries. 03AFcWeA6u6u3jykbQ__b4k65rStKaOCIBwaO75rQMbaUirD3u7sC2mMhFq3isIZ8rYIFklGv9pgQMm7jpBy9uH0b9xE_lkdaoS0ZWl8wPXduou5bkWOlMnLqtjDvEXYWX1HyjMJ8US5MbEZFvhOhlXfWeZvpNHmlEq49nko709CKgBAt1PPD6mjwTMTjYb4GFsMzHzCezfcKJZ8sfjr1-ef7NzV9QjgiTUcBlCzzBtq69LdEpPwm7v45Ivt1UkHm4sufA6EIspeKR4If7QwDd2793D3aU7cfC_7tbIwisCAtN1Bq99OJcJCmKhQpCMQze6nIbJ6y-I187HdEMF6KEn4G4xWqapr5xFTHd1H8XLVyJEkkCN2Uq5_ZfrwXnAp4oqwYp8uhUIb0SGbIEWu6sDPMdXXLoFxsmDemStwavnxj_ikz1JAJrw6_NRWQGH4r7fTS-w1e4ZcOBVRSFJFGjPaSadLt2jg4xDfPx7ueLedTZezQv7b8SjNH5K8XbPmIzOFEq6XBa8mE6AMuA5TL-6FWDJB9pr3l6wu3-_YLJyR6VWpHIBoj--uV1DYdEuufhVMxDlT1tAcN43h_9i7kXde89NRgtXfq3RXoIG7E31wL95aka46Lwxwxk7FhJwQyJ48cmV8q0rk7dYIxHJWTt6S3Nn5WjalnTZBJ3CIw7JNV3EsH3y9KYetB6eur6o6NsXbRn8v1DjrXRmItisiRRXYMtJhYsyKGRsaIi2k2VQ5b6qmV5zRhFsPRgIAzY4ktcAXgNwGtFbPI0r8YiYgEY6TUIKoZ4HJlVFokOqz1JgvHosrP0zLqyrp9Cbw8FTg8ZUWsFSI3ZShRCEo8-f7h6iD1tsdmXcSqIs9VJcPcJDq-OuH19EF12iGqlBaJsQmAfpACNTibRfC6-VD_fw449fSnAadjhtqKS-w 301 75.191.240.164 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.6 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 8, 2024 3:53 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The job market is becoming increasingly selective, and candidates are facing more rejections than ever despite the employment rate being relatively low. Experts are calling this “The Great Mismatch” where there is a discrepancy between what candidates report of the market and the economic number behind it. Regardless, job rejection is something that almost every job seeker experiences, and while it can be hard to face, there are ways to benefit from rejection. Below are a few considerations for how to handle job rejections as a job seeker:

Reflect Constructively

After dealing with a rejection, it's easy to be reactionary and hurt. While these reactions are totally normal, it's important to keep perspective and try to take the rejection as a learning opportunity. Asking for feedback can be a great way to do this, so consider reaching out to jobs to decipher why you weren't the best candidate for them. This will give you insights on how to perform better during your next opportunity. Whether your interview skills were not the strongest or your experience wasn't aligned with what they were looking for, feedback is a great tool for improvement.

Audit Your Search Process

Often when searching for a job, candidates look for a broad range of opportunities across various organizations – regardless of how well-suited they are for each position. Some candidates, on the other hand, can be a bit narrow-minded, only wanting to apply for positions within one specific organization. Both processes can be harmful when trying to find your perfect opportunity. For instance, candidates may have thought they would be a great fit for one role, but at second glance, their background doesn't really align with the demands of the role. Candidates could also limit themselves by putting all their time and energy into one organization. These job search methods may be influencing these rejections, which is why it’s important to consider all options that fit your background best. As such, auditing your search process could improve your chances of getting more quality and fitting opportunities, making those rejection emails less common.

Stay Persistent

Job rejections can be difficult to manage, and they can even make you want to give up finding a job altogether. In the US alone, 7.2% of the unemployed population is made up of discouraged workers, or workers who feel as if they can't find a job, so they give up trying. When dealing with rejection, it’s important to remember there are hundreds of thousands of different organizations and opportunities. One job rejection is not reflective of your abilities, it’s just an opportunity to improve before your next interview. After receiving a job rejection, remember it's okay to feel upset; however, don't let it stop you from finding your dream job.

Looking Ahead

Looking for a job can be a long, tough, and tedious process; however, it comes with great reward when you do find the right opportunity. As such, learning how to persevere through job rejections and the ups and downs of the job market is so important to the process. When searching for a job, rejection is inevitable, but learning how to work through it will be worth it in the end. For more guidance on the current job market and candidate outlooks, contact BCTG for expert opinions. Contributions from Leah Harding

Jon Jared Crawford jonjcrawf@gmail.com 3122827667 General Inquiry Good morning! I am looking for full time remote, hybrid, KY THANKS, Jon Jared 03AFcWeA43H5bF1VrLoIeEeXVEDmfcmOSpCjFU3IU0FcFH3uOqLvVx961innoJNL28S2rJN3AkjiosZpW7LtjmqnYRNVzNpzo0gQ5VFdcLNCLRoeQSUwNico1M1DTRpQCyLaVo8YNdSQ3unLwLT6HMsVloYpqyESDI15dRp0YOnQzagGNRqbk6fqoeCYvOhsYRLoBE7SFPZSlVUjmrlUKU_3d1DBUIQGVEF56OOq9DkwnLUR_eKWU-kcZcE5fwjTfjr96KW3UMFpxNtHbBJT7yOH-bz63As9VXADOaw-86Xn_xWk1JujhKlo1UV01S1YjJYab4_XdjJ1PfVuQlBZNUnW4g5t-0Y8RaVqbbB5j429shYdCCp_x25EzvpqqtdVzOp2EQRGKHBpxVEZrQBRN0GcMxT1zdwjjP_gzeNDe68tdQke51PHMBb93AJ472qOkrA88dfLpu0mDypDSW3AeQeyoS2kKnCbphUdxLE2O-OMVhZavp_q3NxaoANiyBjL3lgmTebbStdaIgHAQuRN3s5BoyYrbNgUSPPyC9GI-oubb-UksLicfE3GSKZGK6COFO8Cj4K30smpJt3UScYgLQ4iE5MGMIDaEODhHMSGkfYqWdgAsXuCapYtBAIxgx5wfD02JXp0tya1DhARoo6gFJKMR7wNyYcdGt1fgSlJ19KiIdOWg9eGNOXG1EzXaTkoIaxNMMVhXBfWrxbArkN-h5-KOJkAfYbEfNZ5XjfH6iDpZpuKfd9lx5TBRrgBESdCjpwFWLdIjhfLGjGUWXW5qkRHaBNM6YWcK73h7Kc6lyxDI0AgY_sTueWQOB3j4cZ9DyjEUVFznJklZrgE_s0QEqFTzFtnhr0Zhlfw 302 69.23.32.254 Mozilla/5.0 (iPhone; CPU iPhone OS 17_6 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/130.0.6723.90 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ November 9, 2024 12:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jon Jared Crawford jonjcrawf@gmail.com 3122827667 General Inquiry Good morning! I am looking for full time remote, hybrid, KY THANKS, Jon Jared 03AFcWeA5nE26mGl-vi5P7KHywUzMU36_4uws5ZLcMrCavvRYcEovdQIXcuZDv9W25nqrkGowOMPZXvNk5clDMAfeRi0ZvvydaiDQM_sFQYRX4PPCBNfVGrmNz8g-Txp-RHhgs-lBjOzR_VQ4mWCWrlh06l4yS4g1rSDD9xxU_JLASlLmbBUaRCBHWo4hPLXgjW4m3xDgY-CaAYMaltb8dfX5xQG5MXp5aNhFWbojSgbLoFUGn4mjsm7yY2rC6gjfvf5IjLHuslbbwu9jsI1rXyqb4dr4VsBroMjbxtukrx-QeNImlrjMguM4V8IBlCE98umkSlsfUHH4RysWUlYcjZ4zxa9IdLT57DIOEmZP5-QSK7PfiicU_1l48TQxNct9rd0p5f4lqW6Pru19-ra8Msn8IHd3vBjpydbkeTQgLUt7MmcvStM2C5NXmv8PwPRQCt4tE5cVzNMxZmfW9abgoJ9SYEMueOEFzf0ojamn32HttANBiU0coiKjfe9iBCCFbQgrkH3T-6oxx1N5LH89tCNZ5Kxy6WZ3sPm8HfQ-n9frfvwmP2_NdM55kME1lXs7wU9zj4TrSWw4smRQJPdIxVBIKoZkOawhUT4EmdEwmGmcZ0p3jBAK0lQjq7RjsU4vXO8bkPFRg7EdJvgmivAiURZHmGoJhBCg_2QB1BzflfbjyUE5YF93doUlZYZAeEyVpWZdWmB6yiVnszr4dFJMJLdfuKP6T3gztc5JAghyVFPb5obHDd3ccjuo4n_eGF6gFicqXWnhXgGmUKevlwkcPMWRk6agC_-EYy5unmqJq-oeCxKadYCksJyVh7RrQ8rLOl8jlHguUyJgTZa2Fy-IMQ_u8gUjACEp3tw 303 69.23.32.254 Mozilla/5.0 (iPhone; CPU iPhone OS 17_6 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) CriOS/130.0.6723.90 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ November 9, 2024 12:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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When it comes to temporary staffing, onboarding temp talent can be a unique process. Temporary staffing can be a great option for businesses as it allows flexibility and support when teams need it most. Oftentimes companies use temporary staff in their busy seasons when they are feeling overwhelmed, meaning they need support quickly. As such, seamlessly and efficiently onboarding your temporary staff is critical to boost productivity and make the most out of your temporary hires. Below are a few considerations for best practices when gearing up to onboard your temporary hires:

Best Practices for Onboarding Temp Talent

Preparation & Instruction

Preparation is a key part of onboarding as you need to make sure the existing team is receptive and ready for the temporary employees to take on their roles. As such, making sure you have specified roles and expectations for each team member will make the transition smooth. For example, if temporary staff is joining to help with an SAP implementation, managers should designate each team member with a task in the project such as coding or change management, etc. Don’t forget to make sure that the new team members have all the resources they need for the project at hand. Arrange for password and system access so that information can be readily accessed to the new members.

Job-Specific Training & Orientation Materials

Temporary employees typically have a specific goal to accomplish during their time, like helping build a new c-suite team or implementing a new ERP system. Therefore, creating trainings that apply specifically to that role is the best way for them to get their information quickly. As these employees are often brought on to complete a specific project, informing them of the inner workings of every department may not be the most time effective onboarding process. Although debriefing permanent hires on the full picture of the organization is standard and necessary, it's important to remember that some details could be irrelevant to temporary workers. Training temporary workers on the software, tools, policies, and team members that they will be directly working with instead will inform them of the most critical information relevant to their job.

Team Integration

Team integration is so important, not only for permanent hires but also for temporary employees, as good team dynamics are critical when trying to meet a deadline. Organizing a mentorship program or assigning team members to help temporary employees integrate into the team could be extremely helpful. While temporary employees may feel like outsiders to team members that have been a part of an organization for years, the whole team, including the temporary employees, are all working towards a common goal and searching for ways to better the organization. Make sure you emphasize the importance of communication and reiterate each team member's unique roles and responsibilities to ensure the transition will be smooth and effective. This can be initiated through introductions and team bonding exercises and carried out with regular check-in and consistent feedback.

Looking Ahead

Temporary employees can bring great benefits to your organization with specialized skills and flexibility. However, ensuring that you are getting your full value from temporary staff starts with the onboarding process. It is essential that your current team members and the temporary staff you are bringing on are well-equipped and prepared for the transition. For more guidance and information on how to onboard your temporary employees, contact experts at BCTG for help. Contributions from Leah Harding

Mid-size consulting firms often find themselves wedged between larger, well-established players and smaller, more niche competitors. While large firms have the resources and brand recognition, and boutique firms can focus on specialized and niche markets, mid-size firms must carve out a unique position between the two. The best way to do this? Talent management. By taking a three-phased approach and prioritizing the right strategies for (1) attracting, (2) developing, and (3) retaining top talent, mid-size consulting firms can not only stand out but also deliver exceptional value to clients. We break down this three-phased approach to talent management for mid-size consulting firms below.

Phase 1: Attract Talent

The ability to attract high-quality talent is foundational to any firm’s success. For mid-size consulting firms, this starts with positioning themselves as a career destination where employees can grow and advance in their careers, develop new skills, make lasting connections, and take on meaningful work. Here are just two examples of how to achieve this:

Company Culture

While the consulting industry is notorious for long hours and a high-pressure environment, mid-size firms can differentiate themselves by fostering a more supportive work culture. Emphasizing work-life balance and employee well-being in recruitment messaging can be a powerful tool for attracting talent. Millennials and Gen Z professionals, in particular, value employers who prioritize flexibility and a positive work environment. Firms that emphasize corporate social responsibility, DEI, as well as community involvement, can also appeal to socially conscious candidates.

Innovation

Investing in cutting-edge tools and technologies can also give mid-size consulting firms an edge when attracting talent. Tech-savvy professionals, especially in IT and SAP, are looking for firms that are ahead of the curve in using innovative technologies. By integrating advanced analytics, AI, ML, and cloud-based solutions, firms can demonstrate a forward-thinking approach that appeals to top-tier, tech-driven consultants.

Phase 2: Develop Talent

Once top talent is onboard, the next step is investing in their development. Mid-size consulting firms can stand out by providing opportunities for employees to grow and develop in ways that are often overlooked by larger firms. For instance:

Training

While large firms may offer extensive training, these programs are often standardized across large cohorts. Mid-size firms, on the other hand, can create tailored training programs that meet the specific needs and career goals of individual employees. For example, instead of offering generic leadership training, a mid-size firm can design leadership workshops that align directly with the firm’s culture and strategy.

Mentorship

Mid-size consulting firms can further develop their talent by focusing on mentorship and mentorship and coaching. Pairing junior consultants with senior leaders not only helps accelerate skill development but also fosters stronger relationships within the firm. These relationships can create a sense of belonging, ensuring that employees feel valued and supported throughout their careers. These programs can also help employees navigate the challenges of client work or personal career development. The one-on-one attention that a mid-size firm can offer is a significant advantage compared to the impersonal development systems often found in larger firms.

Cross-Functional and Cross-Industry Experience

Leveraging their size, mid-size firms can offer consultants more cross-functional and cross-industry experience. Unlike large firms, where consultants might become siloed within a single practice area, mid-size firms often operate with greater fluidity. This diversity in work helps employees develop a broad skill set and build strong problem-solving capabilities, making them more valuable to clients and more satisfied in their roles.

Phase 3: Retain Talent

Attracting and developing talent is only half the battle—mid-size consulting firms must also focus on retention to avoid losing their best people to competitors. Employee turnover can be costly, not only in terms of recruitment expenses but also in the potential loss of client relationships and institutional knowledge. Consider these two factors to help with retention:

Career Growth

One of the most common reasons consultants leave their firms is the lack of a clear career path. Firms can counter this by implementing well-defined promotion criteria and offering frequent opportunities for upward mobility. Transparent communication regarding career progression can keep employees motivated and invested in the firm’s future. Moreover, providing options for moves into different practice areas or geographic regions can keep employees engaged, especially if they feel stagnant in their current roles. Giving consultants the opportunity to explore different paths within the firm can reduce burnout and increase retention.

Flexibility

The rise of remote work has changed the consulting landscape, and firms can stand out by offering flexible work arrangements. By allowing consultants to work remotely or offering flexible schedules, firms can cater to employees’ personal preferences while maintaining high productivity levels. This can significantly improve work-life balance and boost employee satisfaction.

Manage Your Talent with BCTG

Talent management for mid-size consulting firms is more than just an HR function. By maintaining this three-phased approach—attracting high-caliber talent, investing in employee development, and retaining top performers—these firms can build a reputation that rivals even the largest industry players. Ready to tackle phase 1? We can help.

vijaya svijayaku90@gmail.com 4697900273 Finding a New Position Hello Team, I would like to apply for a new position in SAP EWM module. I do have like 8 years of experience as SAP Consultant in multiple modules. 03AFcWeA5IfN4uSu_DLOYlcCdsxfRyNkrD84dmBgeSt4oty767BNILeSSNP_hgpJzTPPcEVC0kSCliG2raIjrdhckBTzEnCePX1FM0xgsRmfFHGZoj0QvlPYX0CZtzUp-_RQkrTmKo-bWZgz5cyX0Cuh9qgQ7_fwEf24gBvHHyiiXBp1GfBESULH-7XDHuSHPmsnmK6neqGUlCTEwXkiIbKyb44YfDsdoZbBtbcWaKdsgQEcSBlYHrQWMtX-CIzm9hcuYqek1lM-dWBpsrHErBjLex_usfO5QmaNu_WTP2qF8WcHbtO07GkVGXKIJUqOGC7qEOcYaMlR0sN9v8jhRdFiJB5V87p5BFCNvVMxaHC6IL1QWKh8c7fRS02ui6YgahDl9iiRTx_ymsL4SCzxr8_sd0LspjBoc7U4ouQJps6jlvW3Nm-FJEYflYOalZGqrVacb8pOHsOBlX2s29iXjLSXDWIVUheQFNWojkKyTfOiYRb-x5bfbFZAESY4TKmnNWea1-oNwzwEVFbf1oOsD_9hq6FDOp5_dF9yx3rT-Si9l4LX6vaqdSmeNB8yWuz0ET7okLKggM6SUJgz59uwAhh_2C8ZYFWhyWnfEh4S0E2j1XFve9rR0chSWtigqWu2fqhW16aYYMXx5XXqrqFFpCJZnjN-FWRhWJVntoxifHraIVJD53MwRn3TAOoRTNkeZnPsNdHGOxUSCJ33p2J5YxQmAIuQKzhPPjL2RvMSAJlDJLuyU8CDsS4uvHeQbUHiwGwersEKajbc3O_EBxCdyHjTLXWLnn58zlD7mxg-O9Wogg6mGi8D_QcaEsPWYCuUSQuRFQYmxXXAn09MtbbSi0OHuSwMwWm8mG44Tt_cQ4ckW7sxYovsNCQ3DAp5WPX6B7oZTkxhZmD0xivRLa3j8q6HsI4UO_jw4FdgBJNA9ak8vlsum3Po5Hg8g 305 98.197.19.11 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/130.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 18, 2024 4:30 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

vijaya svijayaku90@gmail.com 4697900273 Finding a New Position Hello Team, I would like to apply for a new position in SAP EWM module. I do have like 8 years of experience as SAP Consultant in multiple modules. 03AFcWeA7pSeHsqzRKYkFgNzg6pl-DDCF_cavIjB2LAiZbr3t8wWV-pri3GPe1kB2wiywDTrwn2T6qt6RPRKZXXhY0hAQY2Da9gmcRqvsBD9lhcVCvrVfIeflsQDPUDtHxWM9k063Xo6OMeSxCrRGRiPLLIulAo74Dcn3U4SaXip4BpzxOG1oMUQX5JG7zHqnOLBbi_D3_hJ6dqcPvgwj-i5tTA9megNGnqaC6FgQ37NnDJUXg7aUYJVG-XjaNIUGNLLOeqasq3uy3rlJsU02i3VlVAJjs6UoF6Gtwyr7rMtSD2fMEaQ3RidJy4ls7OccmgDUMkYjyWYGuvZGKiXqtEJx_vIl-9D9p7mWaHcUIswWFl7lc4hQpyW9VoEvfbu7uMhRvOi2VRYEhAzZ-sBrSbDEX7-A0AaIAMtDJu7m7K3_hpoUrHKEtFiKGW-LVuVhXtYHQ5qhRGTU01Uaak0lZmGItSabuDCul3sXFNSbStagyrhtnhN6-aDXWjwE6jZ4sK1YBuWTPpwDfufCx3QlNHPodhVbpQ_U-NCtykP-Wyf6Dl2j0m7expkH2TnPEbC3sUag_Sq7h2EMilRRiQvnGOJKdoWZqJZI7DrcAMnpGYHX5ppJfOmKva44u_kYtZGiyxBQsmiNZ-fnB6BBg6Qp1tPq3yo3eQ6gr__I7kNT9FEhEgsmyZFGdkJLFPEv8zKbcuuBOO21R_DjhMOBUZFNKnv7IC09bs_xV7SUTE2p3WWQXS8eKUPYHyz4_ViDYvqMABAy1pgJKPA4tuyAU_7i4nQWF3v8zG7kIyTBNs0VT0qX_2T2r94MBSRAUmtTz6Ud36v-d945JNYaurVTE2bBaALrp7aYsPAwDxCGaUWib4uxIEtqsIdtdavlDWc44IGUqBSjaA4mDGRUSUmAp9LIwfh-1N89rN6hzfzMs-Q3zqkGU8XYZ-vZ5Kl8 306 98.197.19.11 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/130.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 18, 2024 4:33 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Many organizations face significant challenges in managing the recruitment process in-house. The rapid evolution of technology, growing talent shortages in specific industries, increasing complexity of workforce needs, and more have made recruitment an intricate and time-consuming process. To overcome these hurdles, many companies are turning to Recruitment Process Outsourcing (RPO). RPO is a form of business process outsourcing where an organization transfers all or part of its recruitment processes to an external provider, such as a staffing and recruiting firm. RPO providers take on the responsibility of managing the recruitment process, from talent sourcing and screening to interviewing and onboarding. By leveraging the expertise of RPO providers, companies can streamline their recruitment efforts while shifting focus onto other core business functions. Outsourcing your recruiting needs is not only scalable but it also provides access to new, untapped talent. Below are five key benefits of RPO and why it has become a go-to solution for companies looking to build a stellar recruitment strategy.

Benefits of RPO

Cost Efficiency

Managing recruitment in-house can be expensive due to the costs associated with advertising job openings, investing in recruitment technologies, and maintaining a dedicated team. RPO providers, with their specialized expertise and resources, can reduce these costs. RPO providers can also negotiate better deals on job boards and assessments thanks to their buying power. Additionally, the pricing model for RPO is typically transparent, meaning that companies know exactly what they are paying for, eliminating unexpected expenses.

Time-to-Hire

Time-to-hire is a crucial metric for any business; prolonged vacancy periods can negatively impact productivity and revenue. RPO providers are laser-focused on recruitment, and they’re equipped with the resources and processes needed to fill positions quickly without sacrificing quality. An RPO provider can source and vet candidates quickly and efficiently, which drastically reduces the time-to-hire and helps businesses maintain productivity.

Candidate Experience

Candidates now have higher expectations when it comes to their job search and recruitment experience. A poor recruitment process can tarnish a company's employer brand, making it more difficult to attract talent in the future. RPO providers are well-versed in delivering a seamless and positive candidate experience, from initial contact to final onboarding. This helps to ensure that candidates feel valued and engaged throughout the process, helping to secure top candidates.

Continuous Improvement

By monitoring key recruitment metrics such as time-to-fill and cost-per-hire, RPO providers can identify areas for improvement and make data-driven decisions to enhance recruitment outcomes. Additionally, RPO providers often implement continuous improvement strategies, such as refining job descriptions and adjusting interview techniques based on performance data so that recruitment efforts are always evolving to meet changing business needs and market conditions.

Compliance and Risk Mitigation

Recruitment in any industry is subject to various legal and regulatory requirements that can be challenging for internal teams to navigate. RPO providers, especially those that are industry-specific, have a deep understanding of labor laws, regulations, and compliance standards. With this knowledge, they’re able to verify that all recruitment processes are compliant with relevant legislation, reducing the risk of legal disputes or penalties. RPO providers can also manage the complexities of global recruitment, including visa processes and background checks, making them an invaluable resource for companies expanding into international markets.

Final Thoughts

Recruitment Process Outsourcing (RPO) offers a range of benefits that go beyond cost savings. From access to specialized talent and improved time-to-hire to enhanced scalability and compliance, RPO providers bring expertise and efficiency to the recruitment process. As companies face increasing pressure to attract and retain top talent, partnering with an RPO provider, like BCTG, can be game-changing. Contact us today to get started.

Manoj Reddy Thadakapally thad6308@gmail.com 6168027210 General Inquiry Looking for new opportunities 03AFcWeA6RqDSqzjYPiRad-_VqE6Iqrr2ANp1Utu7_zVQkD99pEque5tBzDN2nh4-uvMt_T1joW_iijdUOi98TPNGoN_RDWvhgZEJwNWYhyrAJdgTrHYY7UcWrH3m-t9_XhomVVd1Um-M8WcVNYTFEqJi9mpmOsLZ3l8eNtClKdwF9eUYB8vSo_qHMalAtIqzQTq_bHB1nLR5Nq5niNnJiZXZG9oaUmRVXvTPHaVYo-HdjbVZJEVNnRnXvPp2HmkOL1byo1hHMmO9GECLb_-zaS-NBskIz87UGkeqhUp8Pbz2-wNUOL3v2a8dgZtIcz9kuErXbQbynG4ZFI2jrzEVyZUp50csfNDeikppIeaMnhGwbeMOidgT-b3Ye6WP1JLrNE027RrBKKr0jq2EtpRQvPSGuczeb8seKB51KCrq5siUsC91EUvwc7sZ6dKxgfScM7lDnmkSJKOlB3KrDenop3WZ0WjUJxLLABMwL9zMzDchfC2kltT7d3RNcrKQhsNWq1QT3TfjJBWJJ_h6Q6x-_EB0zAXW2kpfpMwAMjJTW6mrQ64WVuLQjglVkIDc-BNO65aXO0HbD7SpLdVWzXfHl_PKlG2M2ubICMZzdpaN61trx_ogqGTw61lsiCOP_4Ll_Wsq5RI_94xaR-LRbOtttCyNeDmvs6d7VNpBYFj4k3zREtYFvr9jyLAV1JROx940FKwlTnZHBhlardCxXIV4rYFKh65Tx_K2pWHoHbJpr3Fym8NoaMSHIO7UcQU5VjNpnRiEFjG-LdnjeU2T8nEUo4E8APuQfTGCR4hcWWzvaCPcQdpUDyukFcKkmPvfMp0mLl8S7pQg3miqCJiz-NEH11hB0Cqvl_Ysv4OE22HuPbVkAp7RDEMSlFmajiSoFuUoa30lWWyDNdlWDwQXK7KUfKjv08LUHcvH-Pjn1GIOKGiApMqcWiEd3Peo 307 99.92.223.155 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/128.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 19, 2024 4:42 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

With companies increasingly adopting SAP systems to manage their business processes, the demand for SAP-certified professionals is on the rise. Whether you’re an IT professional looking to specialize or a seasoned consultant aiming to boost your credentials, choosing the right SAP certification is key to advancing your career. Below, we walk through how to select the best SAP certification for your career path based on your experience level, career-focus, professional goals, and the industry demand for specific SAP skills.

Knowing Where to Start

SAP certifications are offered in several different categories, corresponding to different modules, systems, specializations, and experience levels. Broadly, they are classified into three levels: Associate, Specialist, and Professional. The first step is understanding where you currently stand. Your level of experience and job role will heavily influence this.

For Beginners

If you’re new to the SAP ecosystem, start with an associate-level certification. These are ideal for beginners or those with little or no SAP experience. These certifications demonstrate a basic understanding of SAP concepts and are a steppingstone toward deeper knowledge. The SAP Certified Application Associate certification is a solid foundation in specific SAP modules like SAP HANA.

For Mid-Level Professionals

If you have a few years of experience in the SAP environment, a specialist-level certification might be more appropriate. This level focuses on specific areas within SAP, offering expertise in niche roles or modules, which is often a good option for professionals looking to specialize in certain SAP areas. You can narrow your focus to areas such as SAP S/4HANA Cloud or specific industries like retail.

For Senior Professionals

If you have significant experience in SAP implementations and are aiming for leadership roles, a professional-level certification is your best bet. These are targeted at experienced SAP professionals and demonstrate advanced knowledge and practical experience in implementing SAP solutions. Certifications such as SAP Certified Technology Professional or SAP Certified Development Specialist are two such examples. Remember: SAP certifications, while highly valuable, are not cheap. Associate-level certifications typically cost around $500, while Specialist and Professional certifications can range between $600 and $1,000. However, these costs are often worth it due to the high return on investment.

Choosing a Certification Based on Industry Demand

To maximize your return on investment, we recommend selecting a certification that aligns with industry trends and high-demand areas. Here are a few hot topics and certifications with consistent and/or growing relevance:

SAP S/4HANA

As SAP transitions its customer base from SAP ECC to SAP S/4HANA, S/4 certifications are becoming increasingly popular. S/4HANA focuses on real-time analytics and in-memory computing, making it a hot skillset to have. Specific certifications include:

SAP Certified Associate

SAP Certified Specialist

SAP S/4HANA Conversion and SAP System Upgrade

SAP SuccessFactors

SAP SuccessFactors is a human resources solution that focuses on core HR functions like payroll and employee performance. Certifications in SAP SuccessFactors demonstrate expertise in managing HR processes within the SAP ecosystem, which is particularly valuable in large organizations. Certifications include:

SAP Certified Associate

SAP Business Technology Platform (BTP)

As SAP accelerates its shift to cloud-based solutions, SAP Business Technology Platform (BTP) certifications are gaining traction among professionals. SAP BTP is a platform that emphasizes seamless integration, data management, advanced analytics, and more, all within the cloud environment. It also has new AI-integrated features, making it even more valuable. Some SAP BTP certifications include:

SAP Certified Professional

Solution Architect - SAP BTP

SAP Ariba

For professionals working in procurement and supply chain, SAP Ariba certifications can significantly boost career prospects. SAP Ariba focuses on optimizing procurement processes, helping companies streamline supplier collaboration and reduce costs. SAP Ariba-related certifications to consider include:

SAP Certified Associate

Considering Future Career Goals

Choosing the right SAP certification can be a career-defining decision. It’s important to align your certification choice with your current experience level and career goals, as well as industry demand. Ask yourself: Do I want to specialize or stay broad? Am I aiming for a leadership role? Do I plan to shift industries? How you answer these questions will impact the certification you choose to pursue. By making the right choice, you can increase your earning potential and ensure a successful career in the SAP ecosystem. If you’re an SAP consultant looking for your next role, check out our open positions here!

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Reference checks are often the final yet critical step in the hiring process. But what do they really mean? Why do they matter so much? And how can they be leveraged effectively? This eBook unpacks the answers to these questions, offering a holistic view of why reference checks matter from three key perspectives: the candidate, the employer, and the reference. For employers, reference checks are an opportunity to validate skills, confirm culture fit, and reduce the risk of costly hiring mistakes. For candidates, they are a chance to reinforce their personal brand and ensure their professional reputation speaks volumes even when they’re not in the room. And for references, this process provides a platform to support and advocate for someone while offering valuable insights to prospective employers. Each of these roles is integral to the process, and understanding their interplay can transform a standard reference check into a powerful tool for informed decision-making. Whether you’re an HR professional, a job seeker, or someone offering a reference, this eBook will equip you with the knowledge to navigate this often-overlooked step with confidence and purpose.

The Candidate's Perspective

Building Trust and Credibility

Download the full eBook below.

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A competitive business rarely stays stagnant. Rather, your company should be constantly seeking new ways to optimize performance, seize opportunities, and adapt to changes. Equally important to adapting to change is having sound, established business processes. However, transformation initiatives, especially an ERP implementation, can put these concepts at distinct odds. How do we establish robust business processes and also remain agile? How do we get everyone onboard with the systems and processes so they don’t naturally revert back to more comfortable old habits? If an organization values flexibility, will they resist new processes altogether? We believe you can do both – adopt solid business processes and manage them in a way that ensures scalability well into the future to maximize the ROI of your ERP investment.

Business Process Maintenance for Long-Term Value

During the process of an ERP implementation, the project team will rightfully be focused on the plan and deliverables to achieve a successful go-live and post-production support. We see beautiful go-live count-down clocks and go-live celebrations that all imply the work is over when the system turns on. When it comes to maximizing the ROI on your ERP investment, however, we believe you should be thinking well past your go-live. Thinking through business process ownership after go-live will truly transform your business and take post-production support to a whole new level. Business processes are the backbone of any ERP implementation. They should be properly documented, trained, and reinforced with business users. These processes also require consistent maintenance, governance, and improvement over time. That enhancement log that was growing through the implementation will drive some of the need for process change; as will system upgrades and evolving business needs. This ongoing attention to business processes is the only way to drive sustained success – and to truly get the value from your organization’s investment in ERP.

Have the Right People in Place to Lead

The key to driving consistent maintenance and improvement is establishing strong ownership and governance of business processes. Long after your post-production support has ended, the system and processes will continue to adapt and evolve, with cross-functional impact. It’s important to create a governance team with a focus on business process ownership who can:

Be a liaison to the business to understand improvements that are needed to evolve the system and processes over time.

Ensure interdependencies across functions are considered and understood, so that processes and data remain intact as changes are implemented.

Perform cost/benefit assessment and have the right to challenge changes that are perhaps not right for your business.

Bridge the gap between siloed functions by building cross-functional, end-to-end process knowledge.

Update documentation, policies, and training materials as needed.

Manage elements of change management with readiness assessments, knowledge building, communication, and resource identification.

When a governance team is cross-functionally represented, they can properly execute improvements to the system, processes, or data according to business needs. The team should also have executive sponsors who can help adjust business priorities, seek buy-in, and pull in additional resources when required. The team will establish the priorities and requirements to drive continuous improvement and ensure your ERP system grows with your business. Business process ownership is also a vital asset to M&A integration efforts. When the company acquires a new business, this team can help to assess the gap to bringing any new business onto the system and efforts around change management and training.  An ERP implementation is not “one size fits all” and will look different across organizations. Different businesses with different needs and maturity will have to adapt their own individual strategy using this framework. Effective business process ownership and governance requires clear, consistent messaging, access to information, and supporting resources. It also requires two-way communication structures for sharing feedback regarding what is or isn’t working. Good change management will deepen and quicken adoption, therefore enabling a better return on investment.

Best Practices to Maximize the ROI on Your ERP Investment

Below we outline three best practices for business process ownership with your ERP investment:

Flexibility

Ensure your strategy offers enough flexibility so that it can be adjusted as your business needs to change and grow. Governance is a long-term journey, and the team will find they need to adjust their ways of working to fit new situations and adjust to new variables.

Transparency

Transparent communication is key to success. Provide all levels of the organization clear visibility into the priorities, changes, and improvements being assessed. Ensure the change management process is well-defined and embedded in your strategy. Clearly communicate goals, progress, and expectations to the business.

Cross-functional Collaboration

On-going cross-functional documentation and education will help to bridge learning gaps, increase efficiency, and grow expertise across all business operations. It’s important to plan and allocate adequate resources to manage change requests, address systemic issues, and provide necessary changes to all core functional areas.

Final Thoughts

Business owners must keep in mind that the organization’s needs change with time, as do customer demands. The software you choose to implement must be adaptable and flexible to change, in addition to having an organized approach to maintain and improve these systems as your business grows. Implementing a new ERP is a major undertaking regardless of the size of your organization, but with proper planning and the right investment in business process ownership, your company can get the most out of your ERP system for years to come.  Reach out to BCTG today. We’re ready to partner with you on your unique ERP talent needs! This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Jerry Ariola jerry.ariola@scoutlogicscreening.com (224) 662-1483 General Inquiry Good day! I am verifying employment for a previous employee named PHIFER, MATTHEW JOSHUA. I would like to inquire on how to submit my request to your company. I wanted to confirm the position title, start date and end dates. ` Please let me know if you have any questions. Thank you 03AFcWeA6mZ1drKwAzZOTTOgKVE-eO2huvUTQn57v-o4jZ6NrIPyT-sSwMzlWyrjibBr1FffU5-jPWCXVCs53D11ciIKc4K_xQwQVPY0CZtWtJku4cmOBC6Gz_Xh9t5mGDv2be-GELRWVk0W9J_fHDPSPb4a85RWHSmukSaz9A11XThO1sJjRbMQneZ_UyEz6-nWq3vcA6PP1suiO1BTeamis43KaOZ3aSLVCTfffiVNvDuV_aCBlINcl3Mi9nuhAfZLZqkcyEUAmpiWnmw_iPDBemUBAmUsui7DjX8x1Peh4Vu36FLWizPLIFMElZA2Tsm58LkEOPiRgWUBQRvW0ZyG6XWgyd9NGBr_HQULxlUyxgqNRkekyM3ML3dFrpIYdmZqCcH3_Jd9iRPqcN1tLydz4w4NnYN_cp-1r2aHIIaaVPjd4xpUAC3toVc2tbRWE2UfVEXYvNHiliYbOXHNj3g8cUdDpbhHiahF2Pl-lDKqQE1xrOtgZDIchuGrJsDIBkrahaYPEcX2ZJcGqn_lpzH8gTnNEgWI0umsw7ierOr1T3UdvauPfx7YlNeujxkOqbTmoJwQ0cttBl-ttxp8OfPXLcnrJUkclRW3ptd1wlpFyNJQD68ts4BbNdTQorOxdu3_Xlp7zGZZTpPswwXxaIgOpNxyPNuvwraQ7dYcF0ZuN8MeoqIU3LlZfSsCQAkS4jjoYWaaoVM4Te9OnG9gW4Udw6mEyYaLIbtF0EYLEeQVpmSupf2K3kMgmoj5wksNWh71t5TQH1m7r8cA13IYmjGwYpYVqiESKlJMcZ3yDIz7KcjzJ7KnHkkbosn0XBFeW_z97GaxwleKh8sRGo2klyAzAZUlbfglMJBY5m9vb_iu12sD9mwAc83wk 308 131.226.33.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 26, 2024 7:35 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jerry Ariola jerry.ariola@scoutlogicscreening.com (224) 662-1483 General Inquiry Good day! I am verifying employment for a previous employee named PHIFER, MATTHEW JOSHUA. I would like to inquire on how to submit my request to your company. I wanted to confirm the position title, start date and end dates. ` Please let me know if you have any questions. Thank you 03AFcWeA7ahvWm0IqwQDTv_xOnpFWw0fSArAvWhOjz7SzeqtzSKsbS5l09xoRJvgeniCaYSNC_cgrOhJQlB4iPgbp4a39ML7fkQt3X5US4GojbIMYOhdg0eemfT_vuptRXYyUVuxUtRYB2sLmcC9cOi6kJhLF4juZ0BJRUGI_TdcOVhR6j_lZN6x0WSMqYGy7U0-9urwzJgssahBSyOSTXZpZOPVay-czwq19BWC6Y7fDNXoDRmounYpGvaB7eaqaGUKJOAXwBbSa0x63Leg522RzRqVNxksoT4_SBrt6NGiiRfQYMe_MX9rkCnXv0SoAqGqlTmrBO5bIcsSYBlHCMHabWHBppFEpEtKFbqNu6a71kDpkoNWtmPwJCXQRMQCqc9p2Rae05-3qdC7ACLdQJBeKvAEfdXAvgFGBoLV6GJxltGPSRgjPZ5JvNdkBEBnp4GcrJI4j3EttBIFNQE--C_rNre40ccQxpViaf08ZPHJ08o5DPBs991G7tj3KiCyuxM2c7LCXw1r8slkCv4ztuCPdFrUNYxnp_iXDbU3gwU6piwSLkWWqWeF4xdFtpJv0D1zVkq3lAWfAnncaBdM4fJl5BI11g2xBWuZNUMAiT6XQkGr8a5OjkYfZqcg_LJd8b42ttiojdZ0c_PXJ5mE2Sf55WAGHNKHY1vvkXXySKUnkq7-O-0hvmu80K6McIbq2aAlkbqMVNmYOVmpStCnmKZL2mea8Zl-PDoHklK4VdoxQb7Qzzfe6q_IQi5e3124iojFO2li3TMdJw9Gw2_6I9RuzYOHxXrVOHVnUNbSfkY_430aCIgM5IPggQ-jYjXCgzHZaD8hZ1LwMLMu409mv8k3bDkk71RHfPCmKosLx0NBJEKlVYPBn0phI 309 131.226.33.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 26, 2024 7:35 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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As businesses continue to embrace digital transformation, cloud adoption has become a critical component for achieving agility and scalability. SAP offers robust cloud services designed to streamline business operations and drive innovation – from SAP Customer Experience (CX) to SAP Customer Activity Repository (CAR). However, transitioning to the cloud with SAP involves several key considerations to ensure a smooth and successful adoption. We explore some key considerations for successful SAP cloud adoption in the retail industry below.

CONSIDERATIONS FOR SAP CLOUD ADOPTION

Objectives and Strategy

Before embarking on your SAP cloud adoption journey, it's essential to define your objectives clearly. What are the primary goals you aim to achieve? Whether it's reducing costs, enhancing flexibility, improving performance, or enabling innovation, having a clear vision will guide your strategy and decision-making process. Your strategy should align with your overall business goals and include a phased approach to manage risk and complexity as well.

SAP Cloud Solutions

SAP offers a range of cloud solutions, including SAP S/4HANA, RISE with SAP, GROW with SAP, SAP Ariba, and SAP Analytics Cloud (SAC). Evaluating which solutions align best with your business needs is crucial. Consider factors such as scalability, functionality, integration, and compliance. Can the solution scale with your business growth? Does it meet your specific business requirements? How well does it integrate with your existing systems? Does it adhere to industry standards? Choosing the right solutions as a retailer will significantly impact the success of your cloud adoption.

Your Current IT Landscape

A thorough assessment of your current IT landscape is vital. This includes evaluating your existing infrastructure, applications, data, and processes. Understanding your starting point helps in identifying potential challenges and areas that require special attention during migration. Consider creating an inventory of your existing systems and determine which ones need to be migrated, updated, or retired. This assessment will also help in planning resource allocation and ensuring that critical business functions are not disrupted during the transition.

Data Management and Security

Data is the lifeblood of any business and managing it effectively during cloud adoption with SAP is critical. As such, organizations must develop a comprehensive data management strategy that addresses data migration, data security, data governance, and compliance. Organizations should:

Plan for data extraction, transformation, and loading (ETL) processes, ensuring data integrity and minimal disruption

Implement robust security measures to protect sensitive data, including encryption and access controls

Ensure compliance with data protection regulations such as HIPAA or industry-specific standards

A strong focus on data management and security will safeguard your retail business against potential risks.

Change Management and Training

Adopting cloud solutions involves significant changes in how your organization operates. Effective change management is key in ensuring a smooth transition and acceptance among your employees. This requires retailers to clearly communicate the benefits and changes to all stakeholders and provide comprehensive training to employees to ensure they are comfortable and proficient with the new systems. Establishing a support system to address any issues or concerns that arise during and after the transition has also proven to be effective, as engaging your workforce and addressing their concerns proactively will foster a positive attitude towards the change.

Experienced SAP Consultants

Partnering with experienced SAP consultants can significantly ease the cloud adoption process. These experts bring valuable insights, industry and technical expertise, and best practices to the table, ensuring a smoother and more efficient transition. They can assist with strategy development, managing the technical aspects of migration and integration, and providing ongoing support and optimization services post-adoption. Choosing the right partner can make a substantial difference in the success of your cloud adoption journey.

Continuous Monitoring and Optimization

Cloud adoption is not a one-time project but an ongoing process. Continuous monitoring and optimization are necessary to ensure that your SAP cloud solutions deliver maximum value. Once solutions have been implemented, remember to regularly track and analyze system performance to identify and address any issues and monitor usage and costs to optimize resource allocation and reduce expenses. Above all, stay updated with the latest features and enhancements from SAP to continuously improve your system. An experienced SAP partner can help with this as well.

GETTING STARTED

The considerations for SAP cloud adoption include careful planning, strategic decision-making, and ongoing management. By defining clear objectives, choosing the right solutions, assessing your IT landscape, focusing on data management, implementing effective change management, partnering with experienced consultants, and committing to continuous optimization, you can unlock the full potential of SAP's cloud offerings and drive your retail business forward. Ready to get started? Contact BCTG for your SAP talent needs. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

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Eryal M Szyszko Eryalszyszko@gmail.com 2156019700 Finding a New Position Hi, My name is Eryal Szyszko and I am currently looking into entry-level consulting positions in the Boston area. 03AFcWeA4k7s2QI3IdNQ_YFiKXFPCiIiVChm1diqCGFbKqEwR9hl3RTKLU4d_MOurOogk31B5bqO0bGhcZUyXnTSj9QeROAwN62o0lvqqd4dV0qns2Fh9J2ULq5Hq_0MAWm7bIYUsALyEbW-Ivtm5V52pxF4ZUcs4gCfNMQusLfJkws9KvVIVyOPouL_JMGFlctyFPtnSK3N1uv8hGaAsFDUfBAAKgLbsAQXHUqr9ti6RAyyiqYhkXwMskBZUMU5V2062rlQ8ClUH1QwS3OT1ZVR__3-aJFuLQ3tQQFgH-MDt9xb3e--bzByyT8gYAeoa3L8lBjg-fiZFPGOcRdjk2vDxSX6prZjYf7jyO30YfZrxMOGcTgRjPCGxMgL8B7Y5GjXKlzK_tOUtEh8r0a5wpA-d59hfL-XCrFifooB2Tar9rdJ_rA8nDOxynu8_b-qmoobYuGVMEZ25YPdXRStEkVxnEFTi1i4fUxb__V5ZkVueWyGiqZODg-QJQFXSKmZmbnQQir2pYhwi4OyREhmyVti_Z9BqYIu2D8z7jfeTHMDbCV7QJaAN78t-sHvgtUILxMkEohbQG-L9IClIld4ZKQoT8wW_KCu7FB1TuDLVMjNYWZgQGJWg1F1M3_Wis8Jy4ulUdcOttQ5bX-7OAXjkVm0_QebNSHVl8eYgUrX5u0vA8sMsDiXuc8Kjh-AMKi-vNJ94KW9_gRvt8WLexg-Ypw0K7V8feaQr-lgqcfaooD9Ake3WeEPyyZHnhnFIUUSmf4rtZNVlfCdFkDfFnbU-_4FfjUeUqx7f-ndzIUcISvvzitrN_iBeJrMuZtfmTIeF_q3EVMLbgEOzMxG_3skyP5GYLVgwHX5A5xdJsejdCEgT7QvQNeynBRB9w9Ssfp6iUVmPgX-N28phjXJXl9DJa4LpuHLukTT0TX2qvoxr9MT6kLgZJcMmLQI8 311 24.9.134.173 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 4:19 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Eryal M Szyszko Eryalszyszko@gmail.com 2156019700 Finding a New Position Hi, My name is Eryal Szyszko and I am currently looking into entry-level consulting positions in the Boston area. 03AFcWeA6xWNRIHPY908yNwiWyH-Pm94K0ds8q5wzHHFFknGjf9K18vi4x8cHaKJk0sPzimZujWNPWJyw36RpnC0Mtd2mZgfRFbBX0tvP2pwfTTVA82SELtp9ais6HpFU_esYwrQ94qtVKS9sls7CfU6GPXmAPS5lEwwL4XCh_KZOiZc3e_wWAu0EBORqgKUrNzX1bNlzvFRehYfbw5-u5Pux_CthxinjoiZupZTs9YNR5Jhqv4SwLrvBMOIrKSMcXtdageiCANfD51vWchLqavF7IjppU_ijXanVhLTDu1OD-vM721Ap1U-xZARhunsGVEOC5bzyn42S9gNfJXnjTHZ4c0uLo6jWex4Agrio_niJyazwRuKwgwgvbdrK9tw9I3qupvlntGVRdEDsfIhVa4rtjYShi913D1sy2JmaOvUWSoivZ7W6XO64fqs5ErKihs4FnINlrWpmpvT1djRmCsBTfcUFNVUv7qYQTucNYW__z2kAIEMsPOrIfI4JlBWzy5tYuU8-w3H6jVNF61Nto2Tly1Kh4PwgbIcHP3uw30YDo0GHhvlSnd3WkqBdg6Qc287KjBHXwaoFhAXCp_VH44uF2rtCQ9STZA1nQF3LCTYD5AsBVWl3nRP-sT1sSF1GmMPfo5sr6UpoIvalF7rNyQ5-KyMVSapkIf2e_9Cy-JdlQ24J11cxqGWuAtaviilgyhJ1HGPUsQVnw6GIRdvVdy-vjA6gDwBb8sypAKkkvKvn0KwZ_WfPnhxMSic_-BWAAcKXDUjHDcyi6pMVB2tlZ4L399gSdpqfO9Q2ThMUVIzPR0-IoZ3b9hvFA045qt5udhzhtS5p7zWoqli14XWmFnMPSplCHGhes8wQMVPhfT346HRm2YKXKYC6_OaoVhGa4gZTlT8OpU3eFM79bESE7mHff-4me-Y_sGxinc8ru6JkBUsdMuwGDoUolaH9_p-7oK30wIhqXqsNb 312 24.9.134.173 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 4:19 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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eryal szyszko eryalszyszko@gmail.com 2156019700 Finding a New Position Hi, My name is Eryal Szyszko and I am currently looking into entry-level consulting positions in the Boston area. 03AFcWeA4ub_DWzz5N8uwKmF9V70UgXTRslSulU-nQ7Oqk07VsT4uDsTwMSqL3EpmusPPnMVCrvz4j0BVIJ6BaE64RhKLIImNSUj1LnBliU1uFGc3aDMXEoD0S0mu9V1uzNeFRRV1M_79dePdlX57YB7--aekJKhkk_2driRQETfFBh6_MGICcNz0Nux685gYjro53syO8q59GZ19UMYoxJTBJadKCrroyUbhjc2XuZK10TeQskjgwBAvcUbK9s9UeSdt3T5o8HacPky987jHSDMVg1voJDbQDSc9EiThC7USYlIFONhlXRDhjGUH9QLVB1wlKNQCO7urmQwL9atjvELBIOGNUXQsqTjIF_kbzLFxopIbAuxxo33OoR2Geps4w2VsfYnNrWzDKgvYmmebsG-slrPArK0_aKqaj_YbdPi9DIav_LyrghDow3RYHVGifD1DJqi7Te_QBdLYtv9n7c_x2Cqmp2PbY_dUBdfixI8g3hESX--0TfLObZOeXtW17vpbFHXBHZJxmwzcVkTxxVINX-CMqyY3wKQIITsd5HWQQN84fKk6enuJmIQ1P67OGX0bwUJm7-ElrXwYe5SzlDiqUFbtihekpVYl_uRqog6Yp_Ei9wkg3tqZ2WodcfXVYNx4vwe_8T3SQuFT8G9e7VTq1WS4qfBY9tGz5O1xY-nBSY6Ss0aZKvVb0Gtr1sHHwr3bwIUYZuCCeNBXolKWzOrqYftQOjsRsfGQuSEevevJe0qejQ47UEX31LwQpsoI8op2i5QkatLizP4X7Bc4VCGd_m2wR3oRG0kyUDlMGZNSdV62saTgOD1Ek_KofTtrT4jagLtRbfQpPqIJ7b2gUOJD6QukJZDRfR8IHEtrKQaNRpD58Zluz1W5ELTGnl7xqzptkvvsKPUWUrvTveYlgdk-Mv9HgvIxeQphQ6B1HB9ETjqFAYcGHLbqBCy1wD6IgUnOmvztHlj5U 315 24.9.134.173 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 4:24 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The consulting industry is undergoing significant shifts in staffing. As client needs become more specialized, especially in the realm of technology, firms must adapt their staffing models to keep pace. Understanding these trends is crucial for firms aiming to stay competitive in this demanding environment. In this eBook, we break down 2025 staffing trends in consulting in response to changes in industry dynamics, the availability of work, and the types of projects that are in high demand.

2025 STAFFING TRENDS IN CONSULTING

Specializations

In recent years, consulting has seen a shift towards a greater demand for specialized skills. Clients are searching for consultants who offer deep expertise in emerging fields like cybersecurity and sustainability. Sustainability consulting, for example, is expected to grow at a 27% CAGR. This may be an indication that the industry is moving away from its traditional generalist model and toward one of specialists with niche knowledge. Consequently, consulting firms may respond by hiring candidates with specific, highly sought-after skills to meet these evolving demands.

Technological Development

Another major influence on staffing in the consulting industry is technological development. The rapid advancement of artificial intelligence (AI), machine learning, data analytics, and automation is changing the needs of many businesses. As a result, candidates who have technical expertise or experience with these tools are in high demand. In fact, 92% of CIOs anticipate AI being integrated into their organizations by 2025. Where previous engagements may have been general or open-ended, there is a growing shift toward heavily technical cases–especially for technology implementations.

Economic Uncertainty

Recent economic uncertainty, given the election and fears of recession, has also played a significant role in the type of work that clients request. Firms must be both cautious and strategic in how they allocate resources for consulting services as the Federal Reserve balances interest rates. Periods of financial uncertainty such as this often generate higher demand for services in cost management, financial restructuring, and operational efficiency.

Sustainability

Regardless of the economy, firms will continue to face stakeholder pressure about their ESG efforts. With that in mind, sustainability-focused consulting is rapidly expanding. Firms are hiring consultants with backgrounds in environmental sciences and policy as well as corporate sustainability to advise on how to integrate sustainable practices without sacrificing profitability. After all, consumers are willing to pay nearly a 10% premium for more sustainable goods and services. This ESG work and demand for talent can only be expected to grow as climate pressures increase.

DOWNLOAD THE FULL REPORT BELOW.

[wpforms id="27037"] Contributions from Jake Park-Walters

Santhosh santhosh.g@aplombtek.com (609) 945-7433 Finding a New Position 03AFcWeA4fqZFAeoJOn2cIVi_26tHL2Rw5S_5BneJrC-RIdsD3SQaQQG5q4RNEYYr1pKJl9wO5P_y9CHSfbJvtFI9SSDm3QqP0gLXIQ4Bc8vzHY3WwUmu0wvq2vnaFFImLFz3k7ChOwfCDF8FsfxbYVJ_hUdkLYASZNX8sed28OFig_Iz18ukh1FKUAlhNxB5q1UwmVftJij4fag3yxuUo_F8Plp7YNU1GgWstdpKQ3_XBP4hTZTEIcvvCN7PThylzk3qfYQSl5_vwG6HWPDEhjC6p8jGBSF3zmaU42doXf-A8_zAZhMhy6TeVfx_W_YkL_17Q9OuXufCd1cBxOqaOdwUQ4dVXLoW8i1FTafG5oeWxBSHQh-pfSBVW62Cp6vJerQz3fUsslFl4xD95ZHRH8lh9y_iUHilflThF7JII3gZuCzMHxMD_cQ3zJYuCzAxdeaO8E8op_xHUvuneiTxLSvErjIv-3vPlZigwdd7VYGVee44rrstSo1VsbVN1oGPzNO4BOscHd-qG0sTT-WbduO_eFvbVrxnPTS90T9NBwl7CgYorj2mPLbwbUoHsG3C3IbT43vZ6FKdcBSxFmrgyXn0dxigA9NosEoSxKD4kSZPtnfTVydDRD1CuJIL-iVqc1XLL7Bwjt9C7IIZXB0Rh2JspcQl3ebefm1zsrzcMOJGbQiC3DVj2CS_XstJXAaSi-Nqd-bjFnQEwuxORRGpZu05wC-X_wyVjRzACZoy0dyKuMAO9jAAmgtc7QW39e3tuBYrAB0Mi3JjqMfZZaPoWAu_IOMjeYjwGUGF5UAwEUuRel9nYDj4oYaoboityQwwIzYfdYnkDVn4rQf2z1g_ZGVFVL8GkS-xyxtE7bT8_CUkQ-TGiHOQrowM 316 183.82.5.151 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 3:57 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Santhosh santhosh.g@aplombtek.com (609) 945-7433 Finding a New Position 03AFcWeA4TuICHmxffXgDQfCL4dbfDJP1N0cFyVHLMTMpEZ8VYgs1Ni5b2Fu1oqC-P_9aiIrfJcbp-NcF0HRPxOwUZa7HiybEHQOfUS2zpAerf6B-ioie6J6iorlYxlSPNF3YpXUk4eqmC5iwA2navD9kcsZpVCJMpUlD1wk8kJ7XZOUqnOi69rN2gux9F0NTDt7EunHjDPfsccBr-NIfOA-y7bBdXw8KI9RIZs6LWUYs6t2gie1ARWFwMTUNt7qv9ZbYcgyUedQxtNJBq6Ub-CVwjBsInVXA4lzANoeYttJzKFVrXVBHkjmk9xL1DmkZWvXZlZvCQC9dy50MZyJ8GM7bPG22AygJg_9Wot1rPHBORKsF5umJjYvUPWtDPwIkCYnbddYGwlRDu0mRXY1YknfLu6pXg2C1kqtjAbC2W_Rq5CzCC73WglOZRQtHdqPy8sGRAayvPHzxwhTTXKPTnEM1WnBDCgf9jth5VIGx6NO-ooWXWRTdnZvt7d4N0bDPyTXW8bwqIvb56znTmeLnazgwMbjttvI7dh0mvaizlc9Y34fp5lu7lSVt940zzmvAbmWvkJXhotUu3ru5pQ4BpyAF2AmeWPU2emSWGh_27OQ2_wPHNdELB-1_J6--lP0vZZ_NjvuhqY1GHCfKgyXcOX5aXTGqdrEZ-63AVcCWnXe-nOt95VwvsH5J-OWLZQxHjbBlkTdK1pzfhVFSBwjXAsOxodz8p1tM0D5I_Aet1e1AfU4VGjZn1HbT3_mIH7E7wP2ANbi4rrPgJwkSXL7kVlFXilDX0z6gHj6-Zay95yfyfUwNGROTY8kYGXpDkVWF90wt55UR9uHhlQdeRtZFiUDFcmegLzBjC07V3dSaHvdP-LC0I5H2Bf3A 317 183.82.5.151 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 3:57 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

eryal szyszko eryalszyszko@gmail.com 2156019700 Finding a New Position Hi, My name is Eryal Szyszko and I am currently looking into entry-level consulting positions in the Boston area. 03AFcWeA5i4hooCE7Mn-qSYvCtqNR1i-dmZHzLBnk2v-KuHUWaChJgOXO8h6GdWro6mDF3yQdfy61lIoz79_oQWQvqqq0S2yZ98EdrX94Dz3ZKV4P3IKIjR_7lWYoidLXhtgZ2gBHrdrMEKQwy5bwAgnRMNFnWoHx9KKKPeAx0yzyGIMsbd78riUC6RwZKSOg2ohAvDVsWSpavhXtiFnmSN8u6pVsTTomwsf12_DKJKoHfAcrm_T7-K8D5mG7809J0buAkjfmCb-GmJvDb7L10xgTLc-ipIWW4_U0o53q4flCaOL_UbqZUqYb8OzVQ5W84c8tBTKCrsikCMsf5pvRaAboDkfDr7Z6i9o6L59SFfEuQ3avlM-SlpqnwQC0rplPIV-YipA_E6f0_gErd5rpNxWWkaIb4xcuWfVqPjBQLP30twwnLvPRvP8rfL_l5MduBY0-kVrw3NTyYdO5lQwx7i1IBDRH6aJmTVUpADUFUnBinAjsCnSA6_Th4l90baNp_AJrHUWWFvPNDcg6CRRsA1biGRaQCMgUIvUZyIaU0s7NUr1ypENt0d1gQkkmE-hv9H36xaOB_-6pCneZEacE79_U8eV64zQzICbqJFup9PHoiHWi2vOn7BqQco3xrHTjqjRCS08Bh5b7LroxvsDNJUM9JeWltfLV-vSnjUGp5MuYEIz7lQBNJJkkhzWeYK3Ar-Mp6Drjs_fZNYZ6baXbjJtRFNYWJksUlyA8zQvVgFIGxcM88N3kFt6nV7a6P7TPKHFYvIZXM8xcY7dKwDE-sYVW2hFfdqlW0NpKf_bJWDWb0Sahz1qCL8TiciCVIpkJst7Q2UZY0en6KwNzdp9Px9QhRaXDokuQDM_aNvbLsfyvRHPMGqaZxi5vMt3aJ1vgHxElrES_zadpC3cLuqvs5TAQ-ahboCM05Iz8AfoJTbE5Wu31zrHzx00k 318 209.215.92.104 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 11:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

eryal szyszko eryalszyszko@gmail.com 2156019700 Finding a New Position Hi, My name is Eryal Szyszko and I am currently looking into entry-level consulting positions in the Boston area. 03AFcWeA728OmMO1RJ635GyV--_Z7e5IuaJxsjVTzpmwrre_24UOS7X6N0XpIbEf5ur5kdQBp1K3KBz11GYuh6uZCdydF-qpXVEWDb5e8t53lY5d7ao4mCP3OMo2x-4ogOd3-HRWZC8YF50m6vvyx5CLI0s4s0QqBwiraunUeBCUhIoWm4N8M6j-Idz5ElF0SZandQTtdgyEhPll8iHDDannzTdes3GRCxeWKLyO565j0cQ3JrlFlTeNPaGIIBjSPSSWUEjE_Bg3KdI8Go8BHHoTSY_bOVBh7od0bteq-YkDqR2LNs1t8Jb7Lesoi_bjEMYy4P9meFehVh51jF-BijtypX-695rt57tl1WdkcVOC4B6DkIb8-Z10QueFQAb1I6gr7GP-8r7LeQj26TWZ2XeIyV5DypKAa9ACzSza35nf8kV7qcsSDAu0aYXjAHG-SN76sDPuoUQvA0ob3e0ND-iBp0-Ca7KLK18EO3sJGoVJvneo0sIein7ID_mDnCn8Y2esNXNT3BlJZMEtW2f7L4odONArwulZsjJJF01vkccN3nMGcTp2kLiCB6SEYbbMhRgcUsTTLGTFqEyKTFj5V31hgUES6AAsBM7XNcbVkfmnPq6zML1Wxd_T_j_F8S4TFN_aaOQpr_JznG7hbUivZxLpFhtp_n3H6tIuwfw9aEuaus0Xyw4aipeYzBjgArSwEswYMfUwdeWpC77yR9yvv42EUPv55u20TbJLS6z93obxCSoiz1SP80d_y93WkW09-SGJ-y_eqKzQV0FsdtkVhpyhH8E1V6Drert1joaU72uCkpCDF44h2v8ue8FW1b6CGI5hkVj4akj8Nez73dymLAB7t52ux8Td-9AfCaFYy-GTFWV4wcomRW0dlTocUaAHJu5NpKDY2lk4r2 319 209.215.92.104 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2024 11:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As 2024 wraps up, we’ve taken the time to reflect on all of the SAP content we have published this year. From choosing an SAP certification to approaching an SAP customization, we’ve covered topics for candidates and clients across the board. We’ve highlighted some of our most relevant SAP insights from 2024 below.

SAP INSIGHTS FROM 2024

Choosing the Right SAP Certification for Your Career Path

With companies increasingly adopting SAP systems to manage their business processes, the demand for SAP-certified professionals is on the rise. Whether you’re an IT professional looking to specialize or a seasoned consultant aiming to boost your credentials, choosing the right SAP certification is key to advancing your career. In this post, we walk through how to select the best SAP certification for your career path based on your experience level, career focus, professional goals, and the industry demand for specific SAP skills. Learn more about choosing the right SAP certification >

SAP Integration Challenges: Why You Need the Right Talent in Place

Integrating SAP into business operations can provide transformative benefits. However, despite its potential, SAP integrations can present numerous challenges that may hinder a company’s ability to fully leverage its capabilities. When businesses have the right people in place, they can overcome these SAP integration challenges and unlock the true value of their investment. In this article, we outline common SAP integration challenges and what talent is best suited to overcome them. Read more about why you need the right talent in place to overcome SAP integration challenges >

How to Verify SAP Candidate Credentials

While the SAP talent pool is vast, finding candidates with the right credentials and expertise for a project can be challenging. As such, thorough verification is essential to ensure you’re hiring the best fit for your organization. A thorough verification process not only protects your organization from bad hires or misrepresentation but also helps ensure that new hires possess the necessary skills to contribute effectively from day one. This article breaks down key strategies your organization can leverage to verify SAP candidate credentials and expertise. Dive deeper into how to verify SAP candidate credentials >

Tips for Hiring and Managing Remote SAP Talent

In today’s ever-changing digital landscape, finding talented SAP staff has become critical for technological success. The demand for skilled SAP professionals has grown significantly, and many positions are now remote, including an entirely online hiring process for most organizations. However, remote hiring and work can present challenges in getting to know a candidate and developing a strong company culture. We outlined key tips to follow when seeking to hire and manage remote SAP talent in this post. Explore four tips for hiring and managing remote SAP talent >

The Role of Staffing Agencies in SAP Implementations and Upgrades

SAP is a complex system that helps organizations manage internal operations and maintain solid consumer relationships, and implementing the software can be difficult to navigate without a dedicated and talented team. Staffing agencies that focus on SAP are equipped to support these implementations by seamlessly gathering talent and specialized skills for the project. These agencies are designed for efficiency, flexibility, and cost-savings, helping seek out top-tier talent when it comes to building implementation teams. This article highlights some key capabilities of staffing agencies in SAP implementations and upgrades. Read more about the role of staffing agencies in SAP implementations and upgrades >

How to Approach an Industry-Specific SAP Customization

An SAP customization involves modifying the standard SAP software to meet the specific needs of a business. This can include altering existing functionalities, changing the behavior of the application, integrating new modules, or developing entirely new applications. That said, customizing SAP for industry-specific needs is an especially complex task that requires careful planning and execution. In this post, we break down key challenges and considerations when approaching an industry-specific SAP customization. Learn more about how to approach an industry-specific SAP customization >

SAP for Small and Mid-Size Businesses: Industry-Specific Solutions

Small and mid-size enterprises face unique challenges that require robust, scalable, flexible, adaptable, and industry-specific solutions, and SAP offers a vast suite of tools tailored to meet the diverse needs of SMEs across various industries. This article explores SAP for small and mid-size businesses, focusing on a few SAP solutions for the life sciences, consumer products, wholesale distribution, and retail industries. Take a closer look at SAP for small and mid-size businesses >

Key Techniques and Questions for Interviewing SAP Candidates

The process of interviewing SAP candidates is a critical part of sourcing and screening the talent needed to fill roles for SAP implementations, customizations, and oversight. Curating effective interview techniques and asking the right questions not only plays a key role in identifying top talent in this specialized field, but it also ensures you match the right candidate for the role, along with your firm and culture. We include recommended techniques and questions for interviewing SAP candidates in this post. Check out key techniques and questions for interviewing SAP candidates >

Learn more about our SAP Staffing and Recruiting services.

As we approach 2025, we would like to reflect on our IT-focused content from the year. From life as a remote worker to the impact of AI on IT careers, we have shared our unique perspective and offered our industry expertise to ensure candidates can best navigate the IT landscape. Below, we’ve compiled a list of some of our top IT insights from 2024.

IT INSIGHTS FROM 2024

3 Best Practices for Remote Work in IT

Remote work in IT has become increasingly prevalent since the pandemic. Regardless of whether an IT role is hybrid or entirely remote, the ability to work from anywhere offers both unique benefits and challenges for workers. Oftentimes, workers find remote work isolating or less productive, which has led companies like Amazon to mandate full returns to in-person. In this post, we break down three best practices for remote work in IT to ensure productivity and the well-being of remote workers. Learn more about remote work in IT >

Advice for Consultants Navigating IT Career Transitions

The IT industry is constantly evolving with new technologies and advancements changing roles and overall structures. As such, career transitions in this industry are inevitable as people shift into more popular specializations or even shift out of the industry altogether. Career transitions can be tough to navigate and heavily depend on the needs of the industry, your goals, and your specialized skills. For guidance on navigating IT career transitions, this article provides some tips on best practices when considering a switch. Read more advice for consultants navigating IT career transitions>

The Benefits and Drawbacks of Freelancing in Tech

As the demand for freelance tech talent continues to rise, more professionals are embracing the transition from the traditional workplace to independent freelancing. The potential earnings matched with the flexibility to set your own schedule is a major feat for those considering the shift from a typical 9-to-5. While these promises are appealing to most, it’s important to also weigh the potential caveats and challenges before diving into the freelance tech sector. In this article, we explore the benefits and drawbacks of freelancing in tech. Explore the benefits and drawbacks of a career freelancing in tech >

12 Technical Interview Tips for Tech Consultants

Breaking Down the Impact of AI on IT Careers

Artificial intelligence (AI) is changing IT jobs as we know them with its ability to process data much faster than human capital. While this may raise fear about AI creating job displacement in the IT sector, AI is actually enabling employees to focus on higher-level subjects that AI can’t address. This mitigates tedious work that employees are often tied up with, like data entry and basic analysis, creating more opportunities for high-level and critical thinking roles. Check out some considerations on how AI is impacting careers in the IT industry in this post. Learn more about the impact of AI on IT careers >

Tips for Maintaining Work-Life Balance in IT

The nature of working in IT has changed a lot post-COVID. With an increase in cybersecurity attacks and the rise of AI technology, IT employees are vital to businesses. This also means that tech-savvy employees are seeing an increase in workloads, and in a remote environment, there is pressure to stay online and available past typical work hours. With this in mind, maintaining a clear work-life balance is important to prevent stress and improve productivity in a demanding job. This piece explores a few tips for employees looking to maintain a work-life balance in IT. Explore how you can maintain work-life balance in IT >

Learn more about our IT Staffing and Recruiting services.

With 2025 quickly approaching, we've revisited our plethora of recruiting content from this past year. From the importance of DE&I and reference checks to the benefits of RPO, our experts have shared their knowledge and insight into the latest trends and opportunities impacting employers as they navigate the recruiting space. We highlight some of our top recruiting insights from 2024 below.

RECRUITING INSIGHTS FROM 2024

Why Organizations Need to Focus on Inclusivity in Staffing and Recruiting

In the modern business landscape, the value of inclusivity in staffing and recruiting cannot be overstated, and companies across the globe are continuing to realize its importance. In fact, global spending on diversity, equity, and inclusion (DEI)-related efforts is projected to reach $15.4 billion by 2026, while US companies alone spend roughly $8 billion each year on DEI training. We dive into why organizations need to focus on inclusivity in staffing and recruiting, exploring its benefits for both organizations and employees alike in this eBook. Read more on the importance of inclusivity in staffing and recruiting >

5 Benefits of Recruitment Process Outsourcing (RPO)

Inclusive Recruitment Strategies for Neurodivergent Candidates

Inclusive recruitment is an essential aspect of modern hiring that aims to create a diverse and equitable workforce. Among various underrepresented groups, neurodivergent individuals—those with neurological differences such as autism, ADHD, dyslexia, Tourette’s Syndrome, and other conditions—often face unique challenges in the job market. In fact, one in five American adults is neurodiverse, yet studies estimate that the unemployment rate for neurodiverse adults runs as high as 30-40%. By implementing inclusive recruitment strategies for neurodivergent candidates, employers can tap into the valuable skills and perspectives that these individuals bring to the table. Learn more about inclusive recruitment strategies for neurodivergent candidates >

Why Reference Checks Matter: Employer Perspective

Reference checks are often the final step in the hiring process, but their importance cannot be overstated. For employers, they offer a crucial opportunity to validate candidate information and character and, ultimately, make more informed hiring decisions. As a staffing firm with a deep understanding of the hiring landscape, we believe that reference checks are essential for mitigating risk and driving business success. In this piece, we explore why reference checks matter from the employer's perspective. Dive deeper into why reference checks matter >

The Benefits of Staffing and Recruiting Firm Networks

In a job market where talent acquisition is both an art and a science, staffing and recruiting firms have become indispensable partners for businesses seeking to attract top talent. These firms bring a plethora of benefits to the table, one of the most significant being their extensive networks. In this post, we explore the advantages that stem from leveraging the expansive staffing and recruiting firm networks. Read more about the benefits of a staffing and recruiting firm’s network >

Learn more about our recruiting services.

As the new year approaches, we’ve been reflecting on our DEI content from 2024. This time of reflection is especially critical as we think about what more can be done when it comes to diversity, equity, and inclusion in both staffing and recruiting. You can read some of our top DEI insights from 2024 below.

DEI INSIGHTS FROM 2024

Why Organizations Need to Focus on Inclusivity in Staffing and Recruiting

Inclusive Recruitment Strategies for Neurodivergent Candidates

Inclusive recruitment is an essential aspect of modern hiring that aims to create a diverse and equitable workforce. Among various underrepresented groups, neurodivergent individuals—those with neurological differences such as autism, ADHD, dyslexia, Tourette’s Syndrome, and other conditions—often face unique challenges in the job market. In fact, one in five American adults is neurodiverse, yet studies estimate that the unemployment rate for neurodiverse adults runs as high as 30-40%. By implementing inclusive recruitment strategies for neurodivergent candidates, employers can tap into the valuable skills and perspectives that these individuals bring to the table. Explore inclusive recruitment strategies for neurodivergent candidates >

Diversity and Inclusion in Staffing for Mid-Size Consulting Firms

Mid-size consulting firms serve as indispensable guides, offering specialized services and strategic counsel to organizations across diverse industries – from retail to wholesale distribution. Amidst their pursuit of excellence and innovation, these firms must recognize the profound significance of diversity and inclusion in shaping their trajectory. When taking steps towards improving diversity and inclusion within your firm, you must begin at the heart: your people. In this post, we explore the multifaceted role of diversity and inclusion in staffing for mid-size consulting firms and how it ultimately can lead to organizational success. Learn more about diversity and inclusive in staffing for mid-size consulting firms >

How to Ensure Your Recruiter Understands Your DE&I Priorities

Beyond creating a buzz across nearly every industry, diversity, equity, and inclusion (DE&I) is recognized for creating innovative and resilient workplaces. While corporations strive to create environments that celebrate diversity, recruiters can serve as instrumental characters in shaping the composition of the workforce. As such, recruiters must understand and actively support organizations’ specific DE&I priorities. By doing so, they can foster a partnership that goes beyond traditional hiring practices, actively contributing to the establishment of an inclusive workplace culture. This article explores strategies to ensure your recruiter reflects the organization’s overarching goals for DE&I. Read more about the role of DE&I in recruiting >

Learn more about our Staffing & Recruiting Solutions.

As we prepare for 2025, we’ve been revisiting one of 2024’s hottest topics: artificial intelligence (AI). From the impact of AI on talent management to the growing opportunities within AI-focused positions, we’ve covered topics that resonate with both candidates and clients. Check out some of our most impactful AI insights from 2024 below.

AI INSIGHTS FROM 2024

How AI is Transforming Talent Management

Breaking Down the Impact of AI on IT Careers

Artificial intelligence (AI) is changing IT jobs as we know them, with its ability to process data much faster than human capital. While this may raise fear about AI creating job displacement in the IT sector, AI is enabling actually employees to focus on higher-level subjects that AI can’t address. This mitigates tedious work that employees are often tied up with, like data entry and basic analysis, creating more opportunities for high-level and critical thinking roles. Check out some considerations on how AI is impacting careers in the IT industry in this post. Learn more about the impact of AI on IT careers >

How to Use Talent and AI to Improve Customer Experience

Customer experience has become a key differentiator for companies aiming to stand out in their respective industries – it’s not just about remaining profitable, but rather it’s equally as important to ensure you’re meeting the ever-changing needs of your customers. While technology continues to advance, Artificial Intelligence (AI) can revolutionize the way businesses interact with their customers, and as businesses navigate the transformative possibilities that AI presents, it becomes increasingly evident that the success of AI initiatives is not solely dependent on the sophistication of the technology but also on the right talent. This article looks into how organizations can leverage AI to improve the customer experience with the right talent in place. Explore how you can use AI to improve the customer experience>

Talent Acquisition in the Age of AI

How to Kickstart Your Machine Learning Career

A machine learning career can be exciting because of the industry’s rapid pace of development. Those who want to pursue a career in this field, however, should certainly plan ahead of time. Whether you’re just starting out or looking for a career change, this article breaks down how to plan for a machine learning career. Read more on kickstarting your machine learning career >

Learn more about our AI Staffing & Recruiting services.

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The COVID-19 pandemic brought a fundamental shift in workplace culture, with many companies moving toward a hybrid work model that blends in-office and remote work. Over four years later, we’re still seeing the lasting effects. The shift in workplace culture also heightened the emphasis on holistic wellness, mental health, and work-life balance, as businesses recognized the importance of supporting employees beyond normal productivity metrics. In this report, we’ve highlighted some of the key 2025 workplace wellness trends.

2025 Workplace Wellness Trends

The Sustained Hybrid Work Environment

The hybrid work model quickly became popular as the means to adapt to the pandemic. However, over 95% of employees prefer to work at home at least part of the time even now as the pandemic restrictions have long been lifted. Throughout 2025, the hybrid work model is expected to remain a popular choice, with many companies and employees citing higher workplace satisfaction and morale as a result. But businesses will likely be looking for more ways to still promote a positive company culture without returning to the office entirely. In-person meetings, enhanced online communication platforms, and virtual bonding opportunities will likely continue to be utilized as tools to bring a hybrid workplace together.

Employee-Centric Wellness Programs

The pandemic highlighted the importance of physical, mental, and emotional wellbeing, causing business to invest more in employee wellness initiatives to promote holistic health. As a result, employers are continuing to offer more individualized wellness programs, mental health days off, and proactive health management solutions. This increased focus on tailored support and workplace wellness is not only fostering healthier employees but also boosting morale and overall workplace satisfaction.

DOWNLOAD THE FULL EBOOK BELOW.

[wpforms id="27079"] Contributions from Sam Weitzel

As 2024 draws to a close, we would like to look back at all of the staffing content we’ve shared this year. Our staffing content, often geared towards recruiters and employers, covers the latest and greatest happenings of the industry – from predictive analytics to seasonal talent. Read some of our most relevant staffing insights from 2024 below.

STAFFING INSIGHTS FROM 2024

The Role of Predictive Analytics in Staffing

How Staffing Firms Can Help in Building a Strong Employee Brand

In today’s competitive landscape, where every candidate interaction and touchpoint counts, businesses are constantly seeking ways to enhance their brand reputation. One often overlooked yet powerful strategy is leveraging staffing agencies. These agencies play a pivotal role in not only filling immediate hiring needs but also in shaping a business’s image and reputation in the long term. In this piece, we dive into how staffing agencies can help in building a strong employer brand. Read more about building a strong employer brand >

Finding Talent That Can Support Your Evolving Needs

Organizations continue to face ever-changing demands and challenges that require a flexible and agile workforce. Whether it’s adapting to technological advancements, responding to market fluctuations, or navigating the complexities of a globalized economy, the need for a skilled and adaptable workforce has never been more critical. For businesses seeking assistance building a workforce that supports evolving needs, partnering with a staffing firm may be the way to go. Explore how staffing firms can help you find talent that supports your evolving needs in this article. Learn how to find talent that can support your evolving needs >

Pros and Cons of Outsourcing Your Staffing Needs

The staffing process - encompassing the recruitment, selection, and management of a company’s employees - is a constant commitment. Many companies aren’t equipped to handle this process and don’t have the resources to effectively hire top talent. As such, outsourcing your staffing needs to a third party has become a modern solution to this problem, as partnerships with staffing and recruiting experts can provide a competitive edge in the job market while also offering other benefits. With these advantages, there are also drawbacks that firms need to consider carefully before making a decision. This post delves into both the pros and cons of outsourcing your staffing need. Read more about outsourcing your staffing needs>

Mitigating Risk in SAP Staffing: Compliance and Contractual Considerations

As businesses increasingly rely on SAP solutions, the demand for skilled SAP professionals has surged. However, with this demand comes the need for careful consideration of compliance and contractual aspects when it comes to staffing. In this post, we outline some of those key compliance and contractual considerations firms should consider when mitigating risk in SAP staffing. Learn more about mitigating risk in SAP staffing >

3 Benefits of Seasonal Employees in Tech

Hiring a full-time employee is often a long vetting process and possibly not the right financial or cultural decision for the organization. If your tech team feels like they are lacking bandwidth or needing additional support, consider the benefits of seasonal employees outlined in this article. Explore the benefits of seasonal employees >

What to Look for in an SAP Staffing Firm

Each business has different SAP needs based on their industry and challenges. To find the best SAP staffing firm for your business, understanding your company’s specific needs is an important first step. Once you’ve done that, this article breaks down what to look for in an SAP staffing firm. Explore what to look for in an SAP staffing firm>

4 Ways to Overcome Staffing Challenges as a Mid-Size Consulting Firm

Mid-size consulting firms often find themselves caught in a unique position—needing to compete with larger, more established players while maintaining the agility and personalized service that sets them apart. One of the most significant challenges these firms face is staffing. Whether it’s finding the right talent with specialized skills or managing fluctuating project demands, staffing can make or break a consulting firm’s success. In this article, we explore four strategies organizations can implement to overcome staffing challenges as a mid-size consulting firm, ensuring they remain competitive and continue to deliver exceptional value to their clients. Take a closer look into how you can overcome staffing challenges as a mid-size consulting firm >

Learn more about our staffing services.

Charanbeer Kaur ckaur25@gmail.com 2672210870 Finding a New Position Hello, I was working as a Product Integration Engineer at Boeing. However, due to the union strike - I got laid off. I am looking for a new role in Princeton or Philadelphia area. If you have any openings, please let me know. 03AFcWeA7GP_4lOTMvRRvOqjBNgusEhCY8nTCVmPZh1cZ24X9wDMH9gq5aJRVSDF_rknWpJSl7z5h78g9YOIfvozIrd0M0biL5SVSuNPbWsyye8G0n7UEPVOS6gN2faxgv9SnEH-Ig_M7zpr674gZ58CqXoOqwv9GfhkZofLdkQnF9y8YSYz1kfLFeBvSOjwPYban1_cjTuofvwhoeH4F_2KIRjLSqbgoNSl8Qh4R_S7vPpvjj7tM6E72Z6wklIglhbWAaJraIYr0E-lpucOTYQi9Als9XjjxXHsD6mGJJKpxYSoLskv7wAYLlUzFTQu11-lBpuh54XAyDagJO7_0H43aUaeLrWAF3MfLTfJVf1M7VJtLq4CT_sWQVs4kHLcRkQAQyKPF2SpyZzhVjD46zlh65-v1213Jscz59DfCDGpUWGaseunQAMXasA14Z3GZ7hZmHh6YKYkafEsZJu51jCDIQ8WVF9CMy3K9Vqj4JBvGlwrKxUlGcBDVVBlXBS9IwS0vCsmNpC0ZqvTfkRgNUOek03io7cZR8PM-G39ie7eCRfOoQYwK4cMS4lTjbzoiWluvNNU_ySEmht6Sw2ueAq_2S7kE6H7i6wFarJ2BqbohDZFHnMboyrA8tNJLRgdcKMlTJwDdtUtKGU7VlDzv6nKvCkmrGONTwbs29Uxl1ltxPwkQBGJUWH9CXcL5hKLHQiCifAPmbB7651J9NEEJ9Y1XkrWJYpMsf0FNbEAJnZtUHzuqkbVe8nbeqlib9xz_d0fMuzyxnm-a3SHDYKrOZwhtYLXod3eb3oY0x5hMEfcBaFDqDkL6AvH_PguVGNxl168yzVoRbRMCzk4-Mfv1kZ7N8_p1ng1edZkco4Cryixq5Ltge2tMx3vBhtH9PkdjT19sUvK-vxocEAXTIjC-btwLjxLW1KjSle8R-0lLuGFp5V7okXIp_QsY 320 68.84.112.253 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 Edg/131.0.0.0 https://bullcitytalent.com/contact-us/ January 2, 2025 7:43 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Charanbeer Kaur ckaur25@gmail.com 2672210870 Finding a New Position Hello, I was working as a Product Integration Engineer at Boeing. However, due to the union strike - I got laid off. I am looking for a new role in Princeton or Philadelphia area. If you have any openings, please let me know. 03AFcWeA6syn-yXlNVY4vrfV2ENSPwsJ1P6lQ9B_8ZtkcB71CjD-whAAl3sYWxiNBJ08O8_oksS0uTl1pmlywLKnbsAU-R-z6ZB6GxPB4E-CsPdbGOt9k8C6BZrv3cmU0CJL9-TKm-7B0KIyhK7TvGgVd2UbtBvYFyKbHYn1pKCzV53Onsxg2Q_-oewZAmmpQvfKnUvP4736FLIrDOcIaNY5Ot3FMXaC1jhH6_vP6GiGoJj_BR8oFPTyi-9q6T9okVRQBsZYvya4q2CgcpnB7yBuw3CvnniWZnCIdPGeSJtQ4QTyyZ_SLUSk369r86fKrCklqUv9yYx_mRx5Sj2wDzm5YcOoD82nEqvHomtuAu0HfqDMlwJ2ZjzGjCwlcrCjRqG4E6XXPjIJ2XYOpDCgm8BhmlcSpmU-ajWpe2UUJLXZfjCHmujmq8jiCtpNE1aWRMFqOvpy0kJOO8LPG7zZFeWUPXIpnuzd-geJs8WwNs38ETMx5ydHza40URQLaQpWKWdYM0TjHcIREU0zyJqmydgzNBFJfgpIaIvpOdWc_mIuBkViNHGhKQiNsJ6WhW74XypJLr-HVhImixewlbU6yj5ahQv9W4sS1U7uC2Cw0zWPqyj9GvkhGTD2JX7PR9MqOiWiiR9uaipQfRu6678Im1x61IoWzbvz5UWFMtq7dFoEuwfM1ir5Y7Joe5lYTbJ5rHsHv8CU0XAGP5lN1SC7gVdymyKYDtMjAazGVEn-apVa_-J7KxbrHaEUOJc5inosvZxmcae82jf-_CYgsA2zp7-S4emtxNoxRphe0mNH345lUi3YGHCRdED2WyNir_RQbvQSaizG2XekRbtD2ewOOcTUjm0MkvpSMplw5m1k23eufHbf4MGOKkFSCo8Gsa7lNruECX3WHTfIsGQphq3hXAp1mDtyXbtlrF8JjYpBinurRgPCFZ29yu1v4 321 68.84.112.253 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 Edg/131.0.0.0 https://bullcitytalent.com/contact-us/ January 2, 2025 7:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Staffing needs have grown increasingly complex. As businesses enter 2025, staff augmentation continues to play a pivotal role in enabling organizations to address their talent gaps and meet project deadlines, all while maintaining a competitive edge. This flexible workforce strategy—designed to bring in external expertise to complement internal teams—has become a cornerstone of IT and SAP project success. In this article, we explore the key trends shaping staff augmentation in 2025 and how businesses can leverage this model to stay ahead this year and beyond.

Why Staff Augmentation is Essential in 2025

The modern tech landscape is characterized by rapid digital transformation. The demand for specialized skills—such as expertise in SAP S/4HANA, artificial intelligence, machine learning, and cybersecurity—often outpaces the availability of qualified professionals. That said, staff augmentation allows businesses to access specialized expertise, scale teams flexibly, accelerate project timelines, and reduce overall costs.

Key Trends in Staff Augmentation in 2025

1. Increased Demand for Hybrid and Remote Staffing Models

The shift to hybrid and remote work has become a permanent fixture in the workplace. In 2025, organizations continue to be increasingly open to leveraging remote talent pools through staff augmentation. IT and SAP professionals who can work remotely offer companies access to a global talent network, reducing geographical limitations and widening the scope for finding top-tier candidates.

2. Focus on Emerging Technologies

Staff augmentation in 2025 will be heavily influenced by the rise of emerging technologies such as AI and the Internet of Things (IoT). As more companies adopt these technologies, the demand for specialists who can design, implement, and maintain related solutions is skyrocketing. Staff augmentation providers who specialize in sourcing talent with expertise in these cutting-edge areas are becoming invaluable partners for organizations.

3. Compliance and Data Security Challenges

As organizations integrate external talent into their operations, compliance and data security remain top concerns. In 2025, companies will place greater emphasis on vetting staff augmentation providers for their adherence to regulatory standards and data protection protocols. Ensuring that external staff aligns with internal security policies is crucial to safeguarding sensitive information.

4. A Shift Toward Strategic Partnerships

Rather than viewing staff augmentation as a transactional solution, businesses in 2025 will approach it as a strategic partnership. Organizations are increasingly working with staffing firms that understand their long-term goals and industry-specific challenges. This trend is driving greater trust and collaboration, resulting in better outcomes for both parties.

5. Emphasis on Soft Skills

While technical expertise remains a priority, soft skills such as adaptability and problem-solving are gaining importance. Augmented staff who can seamlessly integrate into existing teams, collaborating effectively and aligning with organizational values, are highly sought after. In 2025, staffing firms will continue prioritizing candidates who bring both technical and interpersonal strengths to the table.

Best Practices for Leveraging Staff Augmentation in 2025

To maximize the benefits of staff augmentation, organizations should consider the following best practices:

Define Clear Objectives: Outline the specific skills and expertise needed for your project, along with the expected deliverables and timelines. This clarity ensures that augmented staff can hit the ground running.
Choose the Right Partner: Partnering with a staffing firm that specializes in IT—and understands the unique needs of your industry—is critical. Look for providers with a proven track record and a robust talent network.
Invest in Onboarding: Proper onboarding helps augmented staff understand your company’s culture and processes, as well as key responsibilities and expectations. This investment pays off in terms of productivity and team cohesion.
Leverage Collaboration Tools: Ensure that external and internal teams can collaborate seamlessly by implementing the right technology. Tools that enable real-time communication and project management, like Microsoft Teams, are especially valuable.
Monitor Performance: Establish metrics to track the performance of augmented staff and gather feedback from internal teams. Regular check-ins and performance reviews can also help identify areas for improvement and celebrate successes.

The Future of Staff Augmentation

As we move into 2025, staff augmentation will continue to evolve in response to changing workforce dynamics and technological advancements. It’s a strategic enabler for organizations navigating the complexities of digital transformation in 2025, and by embracing this model and adapting to emerging trends, businesses can achieve greater agility and success in the new year. To continue the conversation, connect with our staffing & recruiting experts today.

The tech consulting industry continues to evolve at a breakneck pace, driven by rapid advancements in technology, changing client needs, a global talent market, and more. As we move into 2025, companies are seeking tech consultants with not only specialized expertise but also a holistic set of skills that enable them to navigate complex projects and deliver value. If you’re an aspiring or experienced tech consultant, here are the top in-demand tech skills in 2025 you should focus on developing:

In-Demand Tech Skills in 2025

1. Cloud Computing

Cloud technology remains a cornerstone of digital transformation efforts, and companies are increasingly adopting multi-cloud strategies. Tech consultants with expertise in cloud platforms such as AWS, Microsoft Azure, and Google Cloud will continue to be in high demand. Beyond certifications, practical experience in cloud migration and cloud-native application development will set you apart. Understanding hybrid cloud solutions and multi-cloud orchestration tools is an added advantage, as businesses strive to integrate diverse cloud environments seamlessly.

2. Artificial Intelligence and Machine Learning

AI and ML are no longer just emerging technologies; they’re integral to how businesses operate, manage and analyze data, and make decisions. Consultants who can design and implement AI-driven solutions—such as predictive analytics or generative AI tools—are highly sought after. Knowledge of common frameworks coupled with strong problem-solving skills is essential. Furthermore, consultants who understand the ethical implications and governance of AI will be better positioned to guide clients through responsible AI adoption.

3. Cybersecurity

As businesses digitize their operations, the possibility for threat continues to expand. Cybersecurity is a core concern for tech consultants across disciplines. Proficiency in cybersecurity as well as risk assessment methodologies and tools for threat detection and response is crucial. Skills in incident response planning and regulatory compliance (such as GDPR or CCPA) will also enhance your marketability.

4. SAP

ERP systems like SAP remain critical to enterprise operations. With many organizations transitioning to SAP S/4HANA, consultants with expertise in SAP implementation, migration, maintenance, customizations, and optimization are in high demand. Familiarity with integration tools and industry-specific ERP modules (e.g., for consumer products or life sciences) is particularly valuable. Additionally, having a strong grasp of how SAP systems integrate with emerging technologies like IoT and AI can make you a standout candidate.

5. Data Management and Analytics

In the era of big data, organizations are looking for consultants who can help them turn data into actionable insights. Skills in data engineering, data visualization, data management, and advanced analytics are crucial. Proficiency in tools like Tableau, Power BI, and Snowflake, as well as programming languages such as Python and ABAP, will give you an edge. Moreover, understanding data governance and data privacy regulations is important in order to provide comprehensive solutions.

6. Soft Skills

Technical expertise alone won’t make you a successful tech consultant. Clients value consultants who can communicate intricate ideas clearly, foster collaboration among diverse teams, solve complex problems, and provide strategic guidance. Strong interpersonal skills and the ability to manage stakeholder expectations are crucial. As hybrid and remote work continue to shape the workplace, consultants who excel at virtual collaboration and team management will stand out.

7. Industry Expertise

Companies increasingly value consultants with deep domain expertise. Whether it’s healthcare, finance, retail, or manufacturing, understanding the unique challenges and opportunities within a specific industry can give you a competitive edge. For example, knowledge of regulatory compliance in life sciences or supply chain optimization in consumer products can make you a sought-after consultant.

8. Adaptability

The only constant in tech consulting is change. As new technologies emerge and business priorities shift, the ability to adapt and continuously learn is perhaps the most critical skill of all. Stay curious and invest in your own professional development to remain relevant!

Final Thoughts

The consulting landscape in 2025 will reward those who combine deep technical expertise with strategic thinking and adaptability. By focusing on the skills outlined above, you can position yourself as a valuable, strategic asset to clients navigating the complexities of digital transformation. Whether you’re looking to advance your career or pivot into a new area, now is the time to invest in your growth and ensure you’re ready for the opportunities ahead. Looking for your next opportunity? Check out our open positions here!

Eryal Szyszko eryalszyszko@gmail.com 2156019700 Finding a New Position Hello, I’m looking for entry-level jobs in either in sales or consulting in the Boston area. 03AFcWeA7Dlsga-ndbrdq6x1vsise_5S_MNIYaKOwhBbNTn65cwgWi97XwZULI5WnNgXYsUA64hp9Tb_In1OZ-RXTb_LBYxA2fKef8TTr9YmJjtkYxylS_Kd2QakduA-c1rp45NYOjrPA03j0eBn5pLQLuo-Yes_DqZg1s6BgdmYAfb93jmtmaZn70TIEHsR3bFHAsNTaeqGPQROMzi1fUv4aadskd38fonooevvy2C1WKg5fXbZrpuEIobyRdE9V1q6j60uI_fAzo82pLMYxoerzWisR7kzrBdf_CN9vuLKIfGdqVUg5iGTuYu8kp9VnAxUVp-KFQ1QA2YBz-Ka_NKwsuQp7uScT4ibgb4Gool_cB6fFesHbKDWqjOR0CC2XM9Wx2GZHBLwegQ8xIb1DpWukxHvC8yFDHxYLT45ct0zVIJ0NkseBUQQW-eAnBrU4eosbdtY_SoGmZK58w7rkvUJb916SfhqLLOceCPRAYk4Y2lX_LZtKQtBsbx1swnjALP5u9UifZ8hYBWTYK0ZqMQaUWu0h-q8Jk1oxCardBr-DtS0LfJkjzSV6P-7eCSSsoNu-6smWgpuDP9x0BaEMrfn5B839AEvGkqezfb8iSQGNkBeG9by82__deL_sxh87GOF0H8RNLWvVIJaaGgX86apIfJCo7Xs1XhTJWoQZChW3HBWvEfCUvky9phFmXgqeoSHrKSndzgXpkM5dVUj5ikPTXB_yfAN_KHny_w4zPvka3_CA4tyvTJLbGqbLzvaoD5lleZ-Qmz1zpH_PPt1SBXxj5nV2__twptTpzMcy3Uiz3ui972Y06DQDLFHB6IIg-qea7CPEXvjM6dNFXStYdxHINJggz8FK9QFwdWF2ADCN-mw6pd5fm9_QjU4RfIqCGg5q0TvMdNQWiYeb0Jvz9tApNGOTJos22hg 322 107.115.17.80 Mozilla/5.0 (iPhone; CPU iPhone OS 17_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.4.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ January 5, 2025 6:53 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Eryal Szyszko eryalszyszko@gmail.com 2156019700 Finding a New Position Hello, I’m looking for entry-level jobs in either in sales or consulting in the Boston area. 03AFcWeA4MG6X87Q4FvsEuEOHcXyl2NB2CWKME3QZojHe8GgnOOOPnTX4V5QrEYd-nWBJIZB2qKfeBXqjs0KgEKDRsIt6r-LkjCi3N32ESjVCVv84WQOpKGmvNG9-TFbzJwOAn7Wj373Ga6pxMLqQSlVwnOSdWk8EpcmswMvb27DgvnuP7czoeczLMDbrcZhdRMOSHIl-wadrUUDfrf-6wP7NG1luZP0idVc53-Tzvo0PkxxPUT4yc5cvo-ltE4u2gKrzOm-xnITO_ItRAp8NlIWnwZvOxuoMy4wDapI7fg7_VRzWyxVHWeU8rF-uE0EKnmxlLF7jk2-vgrh7ey9DXNThnNWJpbhtSCOMvFXlVhsK3lYiHAq5vmTLqXaPh7JoX7U-Iw2uHxf8V9Vl-HGxt0Kt-2mDYvzD8RRkc_jhSp3On_O45R7uj4FIdYfdtZs7c3QEobju0xCg_5QEDEGRJOG3MXvYd03Eig_t12MiXWB8TGAzg5PIXyVl5PSuGyPcaaLCfERdU14Mrky0SyPfsBaxggYkhJqRJzxvvisF7Zru8Ky_iK6dgF8iVzw8FZjd0e3vlBa1SfAIRXGNI_-HJOdTISoQPxF8Y5CYcXeGac0vcFfG7hzp2ZfAsaNPBh26jun8E3_P4YHmJx8miIx4ZLxSOZgnNLUNAmwju5LmHHLuQz-n90pOjmfzfn9njhlPnFMNhxdWipuRGH4UBpLYuedkw7PqtKIU1lMan77TriB_TNv-1G72HH_PeSBar4Ss1O7KA-012hHc0t6Ne-mFsZKP2WFFJsfvSemJI9KWFvVsRqwiz0reBf42OeMZRjzuxl0QVrRsXLj6Ik6hbj7cUI7VM6KsJIsYUGc9IdIk_sgI1eU6JO8_31KCZtwWHhLLk9rfhKXpIEBVd7wGMPGZmwX_TZT_9oWI6CA 323 107.115.17.80 Mozilla/5.0 (iPhone; CPU iPhone OS 17_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.4.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ January 5, 2025 6:54 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Managing workforce capacity during peak demand periods is one of the biggest challenges businesses face. Whether it’s a seasonal surge or a new product launch, ensuring you have the right talent at the right time is critical to maintaining productivity and meeting customer and client expectations. However, scaling your workforce efficiently can be complex without the right strategy. As an IT staffing and recruiting firm, we’ve seen first-hand how organizations successfully address these challenges. In this post, we outline practical steps to help you scale your workforce for peak demand periods.

Scale Your Workforce for Peak Demand with these 6 steps

Anticipate and Plan for Peaks

Preparation is key. Begin by analyzing historical data to identify trends in workload spikes. Use tools such as workforce analytics to forecast upcoming demand, taking into account market trends and internal capacity. For IT projects, consider critical factors such as system upgrades, end-user training, and implementation deadlines that might coincide with peak periods. By having a clear understanding of when and where demand will surge, you can proactively create a plan to scale up rather than reacting at the last minute.

Leverage Flexible Staffing Models

A flexible staffing model is essential for navigating peak periods. Instead of relying solely on full-time employees, consider incorporating a mix of contract talent and remote talent pools. Contract workers are ideal for short-term projects and temporary surges in workload, and remote talent pools can help expand your reach to access skilled workers outside your local area. This approach ensures you can quickly onboard skilled professionals while avoiding the long-term overhead costs associated with permanent hires.

Partner with a Specialized Staffing Firm

Scaling your workforce efficiently often requires access to deep networks of qualified talent. Partnering with a specialized staffing firm offers several advantages, such as quick access to talent and industry-specific expertise. Our experience as an IT and SAP staffing firm, for instance, has shown that partnering with a trusted provider saves organizations valuable time and resources, allowing them to focus on core business objectives during peak periods.

Embrace Technology

Technology plays a vital role in scaling your workforce. Tools like AI-driven recruitment platforms can streamline the hiring process. Additionally, for SAP-based businesses, leveraging SAP SuccessFactors or other HR solutions can help manage workforce scheduling, time tracking, compliance, and more during peak periods. By automating repetitive tasks, you can focus on strategic activities like onboarding and employee engagement.

Upskill Your Existing Workforce

Don’t overlook the potential of your current employees. Training programs can equip your existing team with the skills needed to take on additional responsibilities during peak times. For example, provide cross-training for employees to handle roles outside their usual scope, or invest in certifications for IT or SAP-related skills to enable staff to handle more technical workloads. After all, upskilling creates a more versatile workforce while boosting employee morale and retention.

Monitor and Adjust

Scaling your workforce isn’t a one-and-done effort. Regularly monitor performance metrics to ensure your team is meeting demand efficiently and solicit feedback from both managers and employees to identify areas for improvement. If certain strategies aren’t yielding results, be prepared to adjust your approach. For example, if you’re relying heavily on remote contractors but notice communication bottlenecks, consider investing in collaboration tools or adjusting workflows to optimize efficiency.

Final Thoughts

Scaling your workforce for peak demand periods doesn’t have to be a daunting task. By anticipating demand, leveraging flexible staffing models, working with a strategic partner, and embracing technology, you can build a scalable, agile workforce capable of handling any challenge. As an IT staffing and recruiting firm, we’re here to help you navigate these challenges. With our deep expertise and extensive network, we can provide tailored staffing solutions that align with your unique needs. Contact us today to learn how we can support your business—during peak demand periods and beyond.

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The IT industry is expected to undergo several major developments in 2025. Despite lingering geopolitical and economic uncertainties, the sector continues to expand thanks to breakthroughs in AI, cybersecurity, and sustainable technology. Hiring managers and job seekers in IT are navigating an increasingly competitive landscape while businesses adapt to rapid technological advancements and global market shifts. In this eBook, we break down 2025 IT industry trends to watch this year.

2025 IT Industry Trends

IT Spending Growth

Global IT spending is projected to reach $5.44 trillion in 2025, which is a nearly 10% increase from 2024. This surge can be attributed to strong investments in technology despite economic uncertainty. The growth is driven primarily by key areas like AI, cybersecurity advancements, and digital transformation initiatives. Notably, 70% of total IT spending will be directed toward partner-delivered services. This highlights a continued reliance on IT channel partners to implement new technologies. AI and digital transformations are particularly central to this spending growth. As firms seek to modernize their infrastructure to maintain a competitive edge, the demand for the latest solutions from trusted IT service providers grows significantly. These investments reflect a broader trend of aligning IT growth alongside evolving business needs.

Generative AI Expansion

Generative AI is revolutionizing industries by automating both creative and operational tasks. From content creation to product design, businesses are leveraging AI tools to boost employees’ productivity. This widespread adoption is fostering an unprecedented demand for AI specialists who can design, deploy, and manage these systems. As AI-powered solutions become mainstream, they’re also reshaping internal and external processes. For example, companies are embedding generative AI into customer-facing functions like chatbots and optimized search features. The impact of generative AI is particularly pronounced in areas like marketing, where automated content production accelerates go-to-market timelines, or within R&D, where AI simulations can optimize and shorten innovation cycles.

DOWNLOAD THE FULL REPORT BELOW.

[wpforms id="27121"] Contributions from Jake Park-Walters

Managing change is a complex process for any business, but especially so for smaller businesses where every team member’s role is that much more critical to success. Implementing change effectively requires a well thought-out, structured approach with clearly defined goals, open communication, and ongoing support. When strategically executed, change management can drive growth and improve operational efficiencies. In this piece, we go over five change management tips for small businesses to consider as they guide their teams through change.

Change Management Tips for Small Businesses

1. Clarify the Reason for Change

First, small business leaders should clearly define why change is needed, how it will optimize operational performance, who will be affected, and the expected, long-term impact. A well-articulated vision can help employees better understand the value behind the change and connect their contributed efforts to the long-term strategy. If the reason for change isn’t clearly understood, employees may hesitate to adopt it. This lack of organizational alignment can actually hinder progress before it begins. Explaining the "why" can reduce team resistance and, in some cases, even drive team engagement and commitment toward the new direction.

2. Establish Clear Communication and Define Expectations

Open, ongoing communication from the start is essential for a smooth transition. Leaders should establish communication channels for progress checks and to address any concerns. Consistent communication reassures employees and encourages collaboration, making the team active participants rather than passive observers. It’s also important to define expectations upfront. Outline how responsibilities may shift, how the business will be re-organized, and the desired outcomes. Without clearly communicated expectations, employees may feel blindsided by unexpected demands, creating anxiety. Managing expectations throughout the transition strengthens trust between employees and leadership and helps build a more supportive environment.

3. Set Measurable Goals

Short-term, measurable tactics can help small businesses organize their long-term strategy in a more structured and achievable way. Clear progress milestones and key performance indicators (KPIs) can help employees better visualize their deliverables and the tangible results, building their confidence as change is implemented. Measurable goals also make it easier to track your success and identify areas needing adjustment. Without defined metrics, it can be difficult to truly gauge the effectiveness of the change, potentially causing misalignment. Measurable goals provide a roadmap to guide employees through adjustments and reward them when progress is made.

4. Offer Training and Ongoing Support

After clearly communicating your strategic goals, equip employees with the training they need to adapt to new changes. For small businesses, where resources already may be limited, putting effort in to train your employees is key to maximizing efficiency while minimizing costs. Ongoing support during and after the transition is equally important as employees may need additional guidance while adjusting to the change. This support empowers employees to ask questions and seek out help when needed, reducing overall stress and encouraging a culture of growth and learning.

5. Evaluate Performance and Remain Flexible

After implementation, monitor the impact on your organization and apply feedback from employees. Regular check-ins can provide valuable information on how well the transition is being received and highlight any areas needing adjustment. Being flexible and adaptable at this stage is key. Leaders must respond to issues proactively and make real-time adjustments. Failing to adapt when challenges arise can jeopardize the success of the transition. By remaining responsive, leaders can ensure the change meets its intended goals and runs smoothly across the organization.

Final Thoughts

Successfully navigating organizational change requires strategic planning, consistent communication, and a commitment to supporting employees every step of the way. Following these change management tips for small businesses will ensure not only a seamless transition but also that you reach your desired outcome without expending your resources. At BCTG, we can help your business navigate organizational changes to achieve the desired results. Contact our experts to learn more about finding the talent you need to manage change effectively for your small business. Contributions from Bella Gordon

Srishti Verma vermasrishti1998@gmail.com (508)4969556 Finding a New Position Hello Team, I hope this message finds you well. My name is Srishti Verma, and I am currently pursuing a master's degree in data science from the University of Massachusetts Dartmouth. I would like to inquire if there is any upcoming internship opportunity in your organization that alings with my skills and career aspirations. With over 5 years of professional experience as an SAP ABAP consultant at organizations such as Wipro, and Bristlecone back in India. I bring extensive expertise in SAP production support, Claims Management Module, and strong knowledge of RICEF Concepts. I am highly motivated to learn and eager to explore opportunities where I can grow and contribute to cutting-edge projects in SAP Data Analytics Cloud, utilizing both my prior SAP experience and the analytical skills I am honing through my coursework. Warm regards, Srishti Verma Graduate Student | Data Science University of Massachusetts Dartmouth Phone: (508)4969556 E-mail: vermasrishti1998@gmail.com 03AFcWeA6KQaau4ClbMjT2Iq4G139ICkk-q_DGoTarHBVdGyvmObkcf8Y90AygJpGul5tBN2ZtQsrgC31zjsX33V4lVAgvJiu3vDPbet9S2AF2ry3DTcPiP0sOwgaPNsVIDOJ8hjfK-58oEAhtDBALpTaVinq8M7xNonBRcQnKtaHwBg-aiMuiLpXL4JMrfO3s0tgXQcoeJCMLM2oovoMsqOJsBLyqR2JwoA-SjgUmlIn9YnkWzg76GukzBizzgokazIb6SrX8vDkBCn_uqXHd0LPhkdTINs2E0UQSnGbYKZ20sm8BS9gIuVS2cJP3OhiFPAAEXWF3MhBNpOJvqMu1ox2cE80Vf1PUbSl2Ln2KVvLSDFby-SUR2z-08peXaLZ4k-QQOC9K9c2ja77Gar2fum5ISPu6_hEhSqhNtZ32qrf_wTqHCEDNFokkEhkSiE4Vb_pOxr3PyCktoqSuZUy0xRolyNNiZqm92kZZDf1LKe5YgDnDIW8P7A23P4AzEs0mblP1iWyWvcJgpD59auo5lktAH5palJVfG7CPZ8MizuteufSNVZarEMKCSMN3-5BBo1MZLEM7imN6IWMmIN_ZSPhAr03N3v6Pi8RPaJbNEJ8Yj5e_FQqVkQ5GwxWYPcOl_n7S5H9b3xoaxgoLRA-FxqcIY5VUxf4HY0UfNVW_5sIQ8CIOfdl1yR8xm8BdUE87mhLkyuoWVtMEhecx97yrjc-xfU-JABh7NB2skDWoqcp0OYOFvIsfV5blrB6jXKvy0l4tUbIuudhk4h5zAXcBRIPJV3-TED71QSTsUwjzUlhzqpId_62qOQiSKZjz_uqqRwnPtU6Y94Z2L8HiAR1z62tBdOzHyFOKXSX4PBSfge2hPSA7TP9BdnxCL6BZYcVmDnyj6KXao33y8xcD1iju-GKJwagKCs2CyGR79HKdP2pf1ihKHmj2WLA 324 73.126.155.64 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Safari/605.1.15 https://bullcitytalent.com/contact-us/ January 14, 2025 4:18 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Srishti Verma vermasrishti1998@gmail.com 5084969556 Finding a New Position Hello Team, I hope this message finds you well. My name is Srishti Verma, and I am currently pursuing a master's degree in data science from the University of Massachusetts Dartmouth. I would like to inquire if there is any upcoming internship opportunity in your organization that alings with my skills and career aspirations. With over 5 years of professional experience as an SAP ABAP consultant at organizations such as Wipro, and Bristlecone back in India. I bring extensive expertise in SAP production support, Claims Management Module, and strong knowledge of RICEF Concepts. I am highly motivated to learn and eager to explore opportunities where I can grow and contribute to cutting-edge projects in SAP Data Analytics Cloud, utilizing both my prior SAP experience and the analytical skills I am honing through my coursework. Warm regards, Srishti Verma Graduate Student | Data Science University of Massachusetts Dartmouth Phone: (508)4969556 E-mail: vermasrishti1998@gmail.com 03AFcWeA7ey0H5WN1fvBLacYoUoWotHH7FwYPSBbBFQQcRscCJbzotjkJrlLD7U5ooUXLsUDSHC5FkTp0doD9dCGyAE6jCRzSjZLw0MfTR5OAOuj4fnHWwxS2nibdyrzGkFfbHxhk9qMwpQ7HdloZSTheqJGcsavXuFvpQJfG60YpOCceatfmv7WvfweBLqw96jT6qJBU7t8hysTarxzFBb78-OCEKmKj1RhMVNPNTgHgtIn3CfXEikVWaxsDcGiSgSx7VYi2gr3GU8LRmSz0HmtAEFbdSqP_BKhszcinwdvnhpHe0S5XLDVBPI4lhi7lR0l6ZbVn9OgKzZnM_1-9l1ageCId8ns6Qrecayq6YTSAV69prdUueva3XBWuWCRveErS5oKHOP0T-JBjCayyz1YcIYNniOJg06NSRSyjfq-uGxR-JFbhsgiA_B8pDhOzLza8H0H6TM8xb47Z3yQX3iWWSk7fxF4UkS0PiWXTDsIzsaWL7pcDiNRZSXKBjADxKhJdJCpL-cLT5Jt4INfdO3bkfeVPWlnGVjxQ5LoCZhCWXDndAGKz0zjTAVb46KjfzwLAsks7ycA1kBvPolgL4nyfFr2h1wxuSJ4Oi95g608deBgpkAbUEC2pYn-pe1-_a5GtQS2d2sPUE3GkOgjo6ZKiLgt7f3f5qLEolpQY3MAG675rDOcZyKcNozugF1sHvY1l93p5VDrNcoLrHs5Ta0pVgJ9ibo2mABWMCqyBuIgRDmbyzhdRRVeeLBZeK5K9NpObLw23np-u-xLpXjgiMWk8sYlH6ppvn93SnBe9n1IRsGiJn9cc3rPWLRMKOn5QqCV5sqxrL80cdpgUZXQl01sOpf_6Tmqm50O1f6YXrH2lTTCnKccZiwaWTQXwMpftv3jPeQ7heu0_k9ntS3PVtfA-pedn2DmDaE26pvhBwDgm4QQPD6aqHPS_dNJn1VSIf6bXs_FY7kf9_ 325 73.126.155.64 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Safari/605.1.15 https://bullcitytalent.com/contact-us/ January 14, 2025 4:19 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Srishti Verma vermasrishti1998@gmail.com 5084969556 Other Hello Team, I hope this message finds you well. My name is Srishti Verma, and I am currently pursuing a master's degree in data science from the University of Massachusetts Dartmouth. I would like to inquire if there is any upcoming internship opportunity in your organization that alings with my skills and career aspirations. With over 5 years of professional experience as an SAP ABAP consultant at organizations such as Wipro, and Bristlecone back in India. I bring extensive expertise in SAP production support, Claims Management Module, and strong knowledge of RICEF Concepts. I am highly motivated to learn and eager to explore opportunities where I can grow and contribute to cutting-edge projects in SAP Data Analytics Cloud, utilizing both my prior SAP experience and the analytical skills I am honing through my coursework. Warm regards, Srishti Verma Graduate Student | Data Science University of Massachusetts Dartmouth Phone: (508)4969556 E-mail: vermasrishti1998@gmail.com 03AFcWeA7onHp6Ox99AVbkYHJlnYIWfz70MuDF1LevQRjagK8y6k5Eh_GLKdLJ8s_q8_bHdyXBZvkGwn2pnR4vPdaxAuEITbMa3IsGmdK3Em45OJSjDuYLAYTsAH4yoKR3v-F6rTdOu_ZCNe8BQxRysfkRYbIF5M8QnWY39fvwyuySvoTbX19djSq-XYg3Hr-LdCNYHy9M5sG4LrCymw8imj7KjiG3F81E6FMGFKWoRDr2fv4ZaDSYpzVBPt1W5ADbM-3JEmQKudRYp94KsPvd8aHXSeoEZNuisfanobGju7Z1bh0Ec1KERaAN6xGc9xBwoWJKen919exB978ZhKeiN-VluIgnLKTDPLCidC1ECpQrLStRax_OOuQmxFEGAHKI7zuf1nQFzdSoMNVc7B7S0FRXIrNJWFVvW3eLymQxiYxnLYoKQrRJURZI8RcmKOaAxaKYAUGGkJ0w9pHbmCN5wn0USJcf1qj4tIEUU--4r-fXYqxprNXtVzJz0iuhjfV4PRvnl8zlpdbYBERrS2SdJKDs0tVtjktKRahBYgOJE_IDTaYlDB0V9isOG4tHWItqatcPQ4yOFfl0YgxELgVDWTpinPsCr3n06X5jE1gIzW_JX7CADnH3q_R5ds8Ca6m7mX0WulqJr5H9UOksHkWIXerwWF5yRvciE4kILzC5W3URSD9pC3nAhA87lxnpoDXacB4gzrHyi7SOw5-tgTTsc4XKjFkUN7kXPA3407rgGyoq52kEmmy4WZDoGRmz01vA145Bmkp7frxpg3HYrNg3I-nREBlxHh0umbmjbSsnysACI5Wyx1PkAcp8osrsGPXvPOT19JsfxAZmJZDONnZYV-UY5FU48Yc8qMWHrWPK4H3_W_WEYZnBoYsydM6wCGw4AGgqqXyBvNx1g00XmgCuCiBB8l_AaW5csMWIQ1YxLK7d8u-FRV8-E1WhLU6pMj_dTb9yLVA4cvaz 326 73.126.155.64 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.5 Safari/605.1.15 https://bullcitytalent.com/contact-us/ January 14, 2025 4:19 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The IT industry evolves rapidly and staying relevant requires continuous learning and skill enhancement. For both IT professionals and newcomers aiming to break into the industry, certifications provide a structured path to acquiring in-demand skills and showcasing expertise to employers. As businesses continue to prioritize IT in 2025, certain certifications can help differentiate yourself from other candidates. Below is a snapshot of the top 18 IT certifications candidates should pursue in 2025, broken up into six main focus areas.

IT Certifications in 2025

Cloud Computing Certifications

Cloud computing continues to dominate the IT landscape as firms increasingly shift their operations to the cloud. Certifications in this domain validate skills in managing, deploying, and securing cloud infrastructure. The first of three key certifications in cloud computing we would like to call out is the AWS Certified Solutions Architect – Professional certification. This professional certification is for advanced individuals learning to design scalable systems on Amazon Web Services (AWS). It remains a gold standard for cloud architects who are already familiar with AWS products. The second certification is Microsoft Certified: Azure Solutions Architect Expert, which focuses on building cloud solutions using Microsoft’s Azure platform. IT professionals with an intermediate background can utilize this certification to demonstrate proficiency in managing a network or storage platform, as well as security. Finally, the Google Cloud Professional Cloud Architect certification demonstrates an individual’s expertise in designing and managing robust solutions in Google Cloud. Like the prior two, this certification focuses on mastering a particular firm’s cloud offerings. With Google Cloud’s prominence, it may be particularly appealing for candidates looking to be hired or promoted.

Cybersecurity Certifications

Cybersecurity is becoming more critical as threats evolve with AI and machine learning. Certifications in this field validate a professional’s ability to protect networks, systems, and data. The first noteworthy option is the Certified Information Systems Security Professional (CISSP) certification. This advanced certification covers a wide range of topics, including risk management and security operations, and is ideal for already experienced IT professionals. Next is the Certified Ethical Hacker (CEH) certification, which is targeted at intermediate professionals specializing in penetration testing, or the exercise of finding a system’s vulnerabilities. A CEH certification effectively equips candidates with skills to find and fix vulnerabilities in IT systems. Finally, the CompTIA Security+ certification is perfect for entry-level IT professionals beginning their career in cybersecurity. By covering foundational skills such as threat analysis and incident response, this certification offers a digestible foundation to build upon.

Data and AI Certifications

Data science and AI are reshaping the IT world. Thus, certifications in these areas can help professionals remain appealing to current and prospective employers. The first leading certification for 2025 is the Google Professional Machine Learning Engineer certification, which validates expertise in designing and implementing machine learning models on Google Cloud. Machine learning engineers are crucial for processing large datasets and this certification provides an excellent continuation of education. Next is Microsoft Certified: Azure AI Engineer Associate certification. With a focus on AI solutions using Microsoft Azure, this certification is tailored for intermediate professionals working on cognitive services and machine learning. Engineers looking to gain this certification should already be familiar with Python and C#. Finally, the Certified Analytics Professional (CAP) certification demonstrates proficiency in analytics, data mining, and machine learning techniques. Perfect for beginner to intermediate engineers, this certificate introduces skills that are necessary for the future of machine learning.

Networking and Infrastructure Certifications

Even with the rise of cloud computing, networking remains essential for IT infrastructure. Certifications in this area ensure professionals can design, deploy, and manage efficient networks. The Cisco Certified Network Professional (CCNP) certification builds on other foundational Cisco certifications. CCNP also offers specialization options, including enterprise networking and security, which can be perfect for an advanced engineer looking to dive deeper into a particular skillset. At an intermediate level, the Juniper Networks Certified Specialist (JNCS) certification specializes in Juniper networks and teaches advanced routing and switching technologies. This certificate is tailored for engineers with a solid foundation looking to improve skill efficiency. Finally, the CompTIA Network+ certification is ideal for entry-level individuals looking to demonstrate their networking fundamentals knowledge. The certificate provides core skills like establishing, maintaining, and troubleshooting networks.

DevOps and Agile Certifications

As firms increasingly prioritize agility and soft skills in their IT departments, certifications in DevOps and Agile methodologies are also in high demand. These certifications highlight expertise in automation, software development, and project management. A top choice for 2025 includes the AWS Certified DevOps Engineer – Professional certification. Tailored for DevOps professionals working with AWS, this emphasizes mastery of automation and continuous delivery. Engineers who expect to work with AWS can utilize this as a skill validation for DevOps. Next is the Certified ScrumMaster (CSM) certification which is for professionals focusing on Agile methodologies and Scrum principles. ScrumMasters are people-oriented IT leaders in the workplace. Finally, Microsoft Certified: DevOps Engineer Expert certification validates an IT professional’s skills in combining development and operations to deliver services more efficiently. Intermediate level engineers who already have a basis for DevOps but want to move into the Microsoft platform should seek this out.

Emerging Technologies Certifications

The IT industry is continually shaped by emerging technologies, and certifications in blockchain, the IoT, and edge computing are gaining traction. The NVIDIA Deep Learning Institute Certifications are focused on AI and deep learning. IT professionals of all backgrounds can utilize NVIDIA’s learning platform to explore or deepen new skills across IT and advanced computing. Next, the IoT Practitioner Certification spotlights skills in implementing IoT solutions across industries. Designed to apply to a broad range of fields, this certification can be perfect for IT professionals with varying levels of prior experience. Finally, the Certified Blockchain Professional (CBP) certification provides professionals with a pathway to explore blockchain technology including the design, implementation, and management of blockchain networks. This certification is designed for entry-level blockchain professionals looking to begin their learning.

Next Steps

The IT certification landscape in 2025 offers a wealth of opportunities for professionals at all levels. Whether you're aiming to break into the field, advance your career, or specialize in a niche domain, pursuing a relevant certification can be a strategic move. By aligning your certifications with industry trends, you can future-proof your skills and unlock new opportunities in the constantly evolving world of IT. Contributions from Jake Park-Walters

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Swati shah swati@1pointsys.com +1 803-574- 8066 General Inquiry Hi Team, Hope you are doing great. I would like to check with you if you are working on any new Contract, Contract to Hire roles open on Corp. to Corp. Please feel free to share the JD at: swati@1pointsys.com or you can this email to your job distribution list. Also, share any role that is open wide and needs immediate assistance. I look forward to working with you. Have a wonderful day😊 03AFcWeA6cWBf240PeOiusuqV54LSgbdZIk6lKRmifgpoDy34504LwCtLGHRGJThotwl_XXjlD-PU0rudeZLLhT4GFERxBBzI5u49B4FQ1cQLV2TXqPD4-Z2Xbo39wi4MQXfR-aZ-2KkFGv8oIW5grQfr_UHFB0hF25djG5LNRASnFBLOxFZczes81rsZht6g8Ow3xf-2-9d4qBsJxjPAricvrZl2Q2Tm9-DeXAsQtenGrGPatPvfi9FbXtBH8__BiH4bbiEZxCWq1uUSANE6tJwGeQIT7y6X_YurwDXnzk34u1ybU0b6d41uQiORB9aysuiHC6Bj6fbSGnM-F2bj8phzr1QsU00m5hSqASWIEA5bd2zGdWV3ikwv0W_hEdc8qph0VeuRihLoo0_toY1iww_8kLR3VU_xKjE6sTdk4hoBDmfV1xKubuQWBNYCuPenyeUDrNYKXphHdfhk6ZIa0xB-Jl1jOMjatfS5uhV5qnLGXMksMrA4ZozTDu2AgWH1VOu6Imxq23aoZg6CA58sJ3FSLdNt22DANM8tGAv3PktlD3DaRVuGRLTOeYOz6n0hYZ-Q-gJf7GKXW9w22nKH3MZMlHhsRN7bNdC29z3e1kQ9UC0fsn5Nj870VAdWWszn3ygKOtMesZFwszHzlzMcoOPPQ9WBYQVU86CfNAlVp0Sru0WZASgqSWfKreDoaCXVuy57dWtwkFi4z_Ni_fpKCy9mgqnTP39egdQiMtJtzsn8q5lOg77jvWx0Gk9-wCbGsD91ZlSSVur5MzvSVNbqRAs8-hr5s3xPnCF_scmbg6JUTavEBUOG5p_DB_GjMDfEH3YYWgWPB_4oHthNTdPxega20vpiSpnq_NJ-ICNV0b8eWU6aXhp-D8ZM 327 103.117.14.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 Edg/131.0.0.0 https://bullcitytalent.com/contact-us/ January 14, 2025 7:53 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Swati shah swati@1pointsys.com +1 803-574- 8066 General Inquiry Hi Team, Hope you are doing great. I would like to check with you if you are working on any new Contract, Contract to Hire roles open on Corp. to Corp. Please feel free to share the JD at: swati@1pointsys.com or you can this email to your job distribution list. Also, share any role that is open wide and needs immediate assistance. I look forward to working with you. Have a wonderful day😊 03AFcWeA4-NtZGDkBhyqm64u54PUFT1qJVq_FvAoilxa0HKGDcvdRaDHlNyu5MBSCgg1VTjIV17i2g9C6n9vCQfuqdJM098heQLkDAWM1ohLwWLOxauPGe0HsfY9tQmKCsQbWVqCRzODstjVFPcw4EZpcwkgBdKl6KotRu0it8JQJZQBMfCGdHGMRZeK1uftNfQWMiBqA7KAhiFYyKI8F3JCN20Cgmr-NIMf7NFCxkCgsq0NQK4l2Fdz79awnNhkrLVKaPpbugS-KQGwoxYNiXXs_6ZhfNs-ZbDH2uqTsL2xaOeq_n_YqpW88g1af9cNsoOBfbg3ADVX6y207K1MqaS4JDxABkWhThLp0siDmsshKbFSdqMP01dSK9pouacWJ6B9-dRzzruyLvmh62TGETpMz5QaUpegMbiIPbxw5LFyGWpVOFum25ZNgNEBOzit0zqQkAJm0L9_NKLU_qcE9i0DqjkSTOQEDZALPgqjdbBWs4DUFr5J4HYyxHJwl3O3yVEPeb32h8ruIStRzlT4PC9YLgKszGNt8PjSuYrXewNEqsFlXE3jIe1pQVQIlSi8uOJBgxWdL27Gep9ltVYWG_jJ0EwyO2LnSuTAvmBsWP1k-bKHlW00KqSMC-S7A_0XwIedqTZ0A8QRU8BexbF-KYucC_LmhsUC1bAsO0jsv4NPgFuYeDCWC0KTY4V8BEK5saHmK0wRXKlIr-YODqJrM6BBCWg6vsaV1p5gPYPsHFvX8IFJUR64CMTtYitKzQ9aVCzvKuxg2U_y-T8Vf5C6mO2NdpMCARHI_ss4kAabn_friEDedQgLk8YLBUBAqVNNNkaqCd57fVpCJNp5mIcXb5NtCScOpn0Yp8sqcPHBYsuHnWFpTerb3_Nk8 329 103.117.14.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 Edg/131.0.0.0 https://bullcitytalent.com/contact-us/ January 14, 2025 10:16 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The staffing industry is entering a period of change, driven by technological advancements and changing workforce priorities. Positive staffing experiences will be essential as workers increasingly demand work-life balance, diversity, and authentic professional connections. To do this, staffing professionals must balance technological innovation with human-focused strategies, ensuring they meet both organizational goals and employee needs in a competitive landscape. In this report, we’ve highlighted the top 2025 staffing industry trends to expect this year.

2025 Staffing Industry Trends

Integration of AI Technology

As AI technology continues to grow, the staffing industry will likely turn towards increased AI implementation to boost efficiency. In fact, it’s estimated that 70% of companies will engage with AI at some point in their hiring processes in 2025. Automation tools can manage repetitive and often time-consuming tasks, such as resume screenings, which allows recruiting and hiring managers to focus on other value-add activities. Predictive analytics are also becoming a powerful tool for anticipating a company’s hiring needs and evaluating each candidate’s fit, which improves decision-making. However, there is simultaneously a growing concern about preserving the personalization of the hiring and staffing process, as 40% of survey respondents are concerned that AI technology may compromise the personalization and humanization of hiring. While these automated and predictive processes can contribute towards efficiency, it risks establishing an impersonal staffing experience. Successful AI integration in hiring will strike a balance between efficiency and personalization, and human involvement in the staffing process remains critical to forming strong connections with candidates and evaluating applicants holistically.

Demand for Workplace Flexibility

While fully remote work has gained traction over the past few years, there are many advocates for some level of in-person interaction, and 2025 is expected to show a shift towards an increasingly in-person work environment. In 2025, 90% of companies are predicted to return to their offices in some capacity, whether that is fully in-person or in a hybrid style. This underscores the importance of face-to-face interaction and team cohesion in the IT industry especially.

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[wpforms id="27142"] Contributions from Sam Weitzel

As you consider starting your SAP S/4HANA upgrade, you face a critical decision that will shape your digital transformation journey. This migration represents more than a technical upgrade; it's a strategic move to position your business for future success. SAP S/4HANA offers significant advantages that can drive productivity and innovation across your enterprise. However, the transition to S/4HANA also presents challenges that require careful planning and execution. Below, we explore the key benefits of upgrading to SAP S/4HANA and examine essential considerations to ensure a smooth transition. By understanding the opportunities and potential hurdles, you'll be better equipped to navigate the process of starting your SAP S/4HANA upgrade.

Understanding SAP S/4HANA

SAP S/HANA represents a significant leap forward in ERP technology. As the next-generation business suite, it offers a simplified data model and a powerful in-memory database that can process vast amounts of information in real-time. Key features and capabilities include:

A user-friendly interface, SAP Fiori, that provides a consistent experience across devices. This intuitive design enhances user productivity and adoption rates, with embedded analytics capabilities that allow for real-time insights to enable faster decision-making processes.

A single, unified platform that consolidates multiple systems and streamlines IT infrastructure. This reduces maintenance costs and improves system stability, while allowing your IT team to focus on innovation rather than maintaining legacy systems.

An in-memory database, dramatically accelerating data processing speeds. This enables businesses to run complex queries and generate reports in seconds rather than hours or days.

Incentives from SAP

SAP offers several incentives to encourage organizations to transition from SAP ECC to SAP S/4HANA. These incentives are designed to ease the transition and reduce the overall cost and complexity of the migration process. Here are some key incentives and programs SAP provides:

SAP S/4HANA Movement Program

Financial Incentives and Credits

Conversion Credits

SAP S/4HANA Adoption Starter Engagement

Extended Maintenance and Support

Tools and Accelerators

Potential Challenges to Consider

As with any migration, there are significant considerations and challenges that may arise. We break some of these down below:

Technical Complexity

Migrating from SAP ECC to S/HANA is a complex undertaking. The transition involves significant changes to data structures, business processes, and system architecture. To determine the scope of the migration, you'll need to assess your current ECC landscape, including custom code and integrations. This process can be time-consuming and may require specialized expertise to navigate successfully.

Resource Allocation

The migration process demands substantial resources, both personnel and budget. You'll need to allocate dedicated teams to manage the project, potentially diverting them from other business-critical tasks. Staff training on the new S/4HANA system is also essential, which can be costly and time-consuming. Resource planning and management are also crucial to ensure a smooth transition without disrupting ongoing operations.

Data Migration and Cleansing

One of the most challenging aspects of migration is data transfer and cleansing. SAP S/4HANA's simplified data model means your existing ECC data may need significant restructuring and cleaning before migration. This process can be complex, especially for organizations with large volumes of historical data or multiple ECC instances. Data integrity and consistency throughout the migration is critical to avoid disruptions in business processes post-implementation.

Keys to a Successful Upgrade

Once you’ve assessed your business needs and considered all potential challenges, take these four steps to ensure a successful upgrade:

Plan Meticulously

Upgrading to SAP S/4HANA requires careful planning and execution. Start by thoroughly assessing your current ECC system, identifying customizations, and determining which processes need to be redesigned. From there, develop a comprehensive roadmap that outlines the migration steps and timeline, as well as resource requirements and responsibilities. Remember to engage stakeholders early and often to ensure buy-in, and address concerns proactively.

Prepare Your Data

Data cleansing and harmonization are crucial for a smooth migration, so analyze existing data to identify redundancies and eliminate obsolete information. Simultaneously, implement data governance practices to maintain data quality throughout the transition. It may be helpful to use SAP's data migration tools to streamline the process and further ensure data integrity.

Invest in Training and Change Management

The shift to SAP S/4HANA introduces new interfaces and functionalities. As such, organizations must invest in comprehensive training programs for IT teams and end-users to maximize adoption and productivity. Develop a robust change management strategy to address resistance and ensure a smooth cultural transition and communicate the benefits of S/4HANA clearly to all stakeholders to foster enthusiasm and support for the new system.

Leverage Expert Support

Finally, consider partnering with experienced SAP consultants or system integrators to guide you through the migration process. Their expertise can help you avoid common pitfalls, optimize your new system configuration, and ensure a successful go-live.

Starting Your SAP S/4HANA Upgrade

When starting your SAP S/4HANA upgrade, weigh the substantial benefits against the challenges carefully before making the jump. While the challenges may seem daunting, taking the recommended steps outlined above and working with an experienced SAP partner can make all the difference. We’ve helped clients across industries manage their upgrade from SAP ECC to SAP S/4HANA, and we know what it takes. Contact our SAP experts today to learn how we can help. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Emerging technologies such as artificial intelligence (AI), blockchain, cloud computing, and advanced analytics are transforming industries at an unprecedented pace. However, the rapid evolution of these technologies has created a pressing challenge for businesses: the talent gap. With demand for specialized skills outpacing the availability of qualified professionals, organizations must adopt innovative strategies to attract, develop, and retain talent in emerging tech markets. Below, we explore key factors contributing to the talent gap in emerging tech markets and actionable strategies to bridge it.

Why the Talent Gap Exists

Rapid Technological Advancement

The pace of innovation in emerging tech markets often outstrips the ability of educational institutions and training programs to produce qualified candidates. This leaves businesses scrambling to find talent with the expertise needed.

High Demand, Limited Supply

Emerging tech roles such as AI engineers and architects are in high demand, but the talent pool remains limited, leading to intense competition among employers.

Skills Mismatch

Many candidates possess foundational knowledge but lack the specialized skills or certifications required for roles in emerging tech markets.

Geographical Disparities

In some regions, the infrastructure for tech education and training is underdeveloped, further exacerbating the talent gap.

Ways to Bridge the Talent Gap in Emerging Tech Markets

1. Upskilling and Reskilling Programs

One of the most effective ways to bridge the talent gap is to invest in the development of your existing workforce. Upskilling and reskilling initiatives can transform employees with adjacent skills into specialists in emerging tech. Consider offering in-house training sessions or reimbursement for external certifications. Mentorship opportunities focused on emerging technologies can also be beneficial. For example, reskilling IT professionals with experience in legacy systems to work with SAP S/4HANA or cloud-based platforms can help close skill gaps.

2. Flexible Talent Solutions

The traditional hiring model may not always be sufficient for addressing talent shortages in emerging tech. Flexible talent solutions, such as engaging contractors or freelancers, can provide immediate access to specialized skills. Exploring platforms for freelancers and gig workers can allow you to tap into a global pool of experts, or partnering with staffing firms that specialize in IT and emerging tech can ensure you can quickly find the right talent for short- and long-term needs.

3. Remote Work

Remote work has become a game-changer in bridging the talent gap. By expanding your search beyond local talent pools, you can access skilled professionals worldwide. What’s the best way to do this? Build relationships with talent hubs in regions with strong emerging tech expertise and adopt a hybrid work environment that balances on-site collaboration with remote flexibility to attract top-tier talent.

4. Employer Branding

Attracting top talent in emerging tech markets requires more than competitive salaries. Your organization’s reputation as an employer can significantly impact your ability to recruit. To attract the best talent, highlight your commitment to cutting-edge projects and technologies. Also, offer growth opportunities, and communicate clear career paths and learning opportunities.

5. Retention

Bridging the talent gap isn’t just about hiring net new talent—it’s also about retaining the talent you have! Emerging tech professionals often seek organizations that offer meaningful work, work-life balance, professional growth, and a supportive culture. Here are a few examples to consider:

Stay ahead of market trends to offer competitive pay and benefits.

Provide ongoing opportunities for skill development and career advancement.

Foster a positive work environment that values innovation and recognition.

Prioritize work-life balance and the wellness of your employees.

Next Steps

The talent gap in emerging tech markets presents a significant challenge, but it also offers an opportunity for organizations to innovate and adapt. By investing in upskilling and embracing flexibility, you can build a resilient and agile workforce capable of driving success. At BCTG, we specialize in connecting businesses with top talent in IT and emerging tech. Whether you need skilled professionals for SAP projects or experts in AI and cloud technologies, our tailored staffing solutions can help you bridge the talent gap. Contact us today to learn how we can support your talent strategy.

Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your [SAP SAC Developer] Hi [Bull City Talent Group], I saw your LinkedIn job post for an SAP [SAP SAC Developer] and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, [Fahad Sikander] Director Strategic Partnerships 03AFcWeA4oYP1ypw0prw_36damMU-o1lF-dRsdHXz4oe1lK8_gu9FACNMSRbpvXe8DeQEyc44lT9O8LgQOvBaw3gDOvVjojJ9QHubeMSw3GJzHrRf9WZnCvQv1MN5UyKMMJox7vh4D77zPCqkXQCcqvMSCOo6zo20r-vkpx7XapP7KWjwenlYxwPqo-Gu1B6wC0Uu2M1dFArg2MDuOrqcundtPKzWYvvH1Xlj0eMWABGbdXswk9yMPbMGQxL9ch5Ol-tkJy1jVQD2BOuRRUutQPduIEDjtvkpao-nJSSHCTpJLaZ4G4UrXv97i_w9H8u-74nIZpcm7G7L1mXNDjnt4kIBMP4tAkB6-xsJXPqb8Yx_3VBqXHSITS4HlYFNx8wwSDhpDjMFxftUheIIoAAeOH5LBFARKJelAyrwmwQ23rnRy70nQNIEzFtBEwVDzP4NnMFzFQ6dYi30AwDiR04PQe_OLCwFiT6ULFh4f3dcPEbmtZDTck1edaOtXooA0eO9ISJ0NqqRr10pYXRMR4Ap7H9SUxd0tjwOuMmu9uHo54396DSc6Evl0ax-par4K-tYoOv01mRuxIjSiak78JXNWUW4tDdgAXIREh0WDgIOv9126UVeokt7NJi2b6zd2DiWAsDgUoNitZWNPaCDNFFJTLP6xPc7GZxCJPtY2I7O8wQ0vs6zXiXz2y4jHVOoRTaiWaodaobPt4jQPey2Is5hB5kFKQsYUhgYCqG6z3efDhdFoGL9E1wWFO8hGt584UMifYPP0CgcFDZoGk63Fgt-9K2lH_5KLHAvhkuvRmhh2u6kuBUMJnII3kl4500nNt_275kuyeSoFGW7baFVMKuamcr6o8v2je9ki_oHSqqYdLMfsBOaOf32iTE41mWfZ1Bz_yZjXHPEABUBc-bf12D90VkgNga0GQMgB1mx3sEUmDsbvDCFdwZ7u2DUFJteWtJxTT4AtidI7GhAu 330 47.15.4.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 23, 2025 5:28 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your [SAP SAC Developer] Hi [Bull City Talent Group], I saw your LinkedIn job post for an SAP [SAP SAC Developer] and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, [Fahad Sikander] Director Strategic Partnerships 03AFcWeA7UqjRiN3XOANglt0mepbeSJUSHv4PI7eQCiA6RiPvbjiiaUfEmzSQ4ZXhFIRWIE3hr6LFHRa3esxRRIsj2fU1iTOsSYwTbuNBA_hcciwcakcqgm6J3F-3DXuVR_jE4mtx58M8KD_SYCVgxQg1-z3Df9URDkMQGAGDF0WOPJUSYfVtclcO1juuOQ9MlY3584-EvB4LUcq5nGC-hbyWC4hg9iNbQ2yDNoxSoFJeHhipMsSs-d_0wmOdkvhLIt6JkIe2B8Zn29lvfM_EVp7OpWCZ3Mnlww-HP8SRyx5xZruZ6-vnMh6X1UMB-MTfXsL2fa2I_5AZ_NvIhS-y2Wox97zmkfCqYf3xYSSHyNu9TaaYzDl6XIMCSCbPzeVDtk_KQ503Is2KN_UnDV8oFQi5F79RLiFOxcSOvF5IDXxQFDcpFyayzBCJG6LkNjYd-P47XVwI4oufq9BTNXnyKpXW6VsZACL4o0AAdP6lDixnKBjPTeVbnw_hEe8T6fRm1DS17wt33fm5KyUAvj3hmigS32RX169Ru7mlHMmUJNCQxXMBqy5W4TTt_19EDrDPm3ze2I1bx5kUnl2c4-CzMAMMevVpBKyUODXrvU5cXdENTbtdhq0H5bgg_Wz9QrqeUm1ZPkRitvKZ7TmlwN9wEmwZ1oPIkp8feQQ8QbVsoD-79zNMJC57L2oNO-kWy8AyQrjdoaAje9eRCD4aDpy8_bCeAGIvB7AG2pm81JD_91zHF5-GGX2KFiI7CGujxPwf_XvyWd4z5yywB9CSfNuFyJit0rgeLI2CQKLX6SJ9rvgE9nMOrdV5D4Tz6eVa2o2y_qcP_yLyuOdo2FqzIME4OXtDgtOdkW0rg8s-f89hxr4O_OUpWClL-XTWnBF2nchTiZNl5R4Qojjdzqc7JICiXb52RW6dOkgfEDXfLBq898RYhOr4WBYTB_QIYP4jsMoylrEaAbZhus1T3 331 47.15.4.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 23, 2025 5:28 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your SAP SAC Developer Hi Bull City Talent Group, I saw your LinkedIn job post for an SAP SAC Developer and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, Fahad Sikander Director Strategic Partnerships 03AFcWeA46wX8R0dMDXTycI6wV5fvI8wKwP2g_qL0fR6nzUes2XNYKT_DUbcrFkuw2KEwR2AidqrhkEc_Glh3uMSLBgyniweYcQVcpupXasljkGFlJWpVCgwPLee_5yJjjACyuqBtEM-JUvTcfJb_K-oFy8gaCmL8KZtklsDqiM9rfYmLWejmh-5Xqnzfv16q3ZwoiPJNuFDTaKRDHzymaj8ANEiAN1ONgGBn8uAa2o0hl55ZYACpUcamjJA-Efu-MrpEHDmuW3iIIfv3Nu5dDsvY78SitdZiiz08udaEi1ftfVeC5TVm_kGSvdAwISD0BsboQG2FMeQ87P96upTNNonzlFNZl-jLgHSpYu_bdBScn-3MCV4-GSKE7UnZJZ9S6i5oooE2mVpVrHHLMbeREvNrJ-BT-utLQmF1vFGyvrmHwKBVO7cxTxy5ZSQTeD3ud1Tu6XRlTYAc2WPmCoPlqG4oIDcX_kA-qjp1gTMRA8ASGoHTk9-zHEzroyUZ0ApVzsHyePcyrUNtNMrKrzmawoYHb4cvQ39-XZQCVUbQudx0gRmZjrzGeRbptpwNVbA42CIn78bJkMB_jJzTUu5dSazZP8pTiBSMih4iFlVGkbSn7SF3Ew4EYJx0GH-L6DZpgcqvhI9GU6LG5_Glz4RsrO7Xmqk2TkIffxXrNodPfhsL-Mj5TEQi8sTb-Lu05JhrEFaEgH0gkStNow4KNlOPzKbBNeXs9lkmmAXBBeLJFoSz_1lxmMvAtfvs5XXcd2G9UuXWfN2F-A3cqLrDkjJ7f5DlhXpvDnLjB4IPsaNfVFlfzruCTibnObLR6l-gj4hQ2bNOM5fg_V5kLEtAGUAHRDOdavO-1xxVUpilxRpnA2Bv1LcpRad4ou2IgcWRMDjJCggnaPyuu_-aRSax6j0EtvP_aSLV6fUgUUHOpOrUBeeaI7QK-ADRflqKQe1XHtKqvrcvIjoHIrryF4L-NcwjLDaMIsn2sY5P1pQ 332 47.15.4.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 23, 2025 5:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your SAP SAC Developer Hi Bull City Talent Group, I saw your LinkedIn job post for an SAP SAC Developer and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, Fahad Sikander Director Strategic Partnerships 03AFcWeA6-_t1pq8FSO44bSGfL2srQKmCoKu5rhfSOjHFPAdj0q0SVt3HMB6ePnmZ4dNOfaZq6k8fFG46IfwAZ7Wsgm9QZAcQ1p849U15uZIyfK_zaD7BPvQT3J17cHAoP2Nxd6aAuMeWntg53eZqW37gqXvD88gmidOQ_bEmWIddk44FjYddzsooCt8TNScP3DAstY94LlZhOMbuFKE3p7H0sSd8vAw4OMMoV3nQqvT6QP7DBebuzRpNOV-8s1BdP6q8QiI3i9G5jeINIrOQFxudwTjgx7TDwEJS8yTuXH72YbB3xPzsVNwBrPse_Q-h_YPm8OH1CCfpXeV_5rTVYgNP7Ibm1Zk-vJ0X7znpNmXTTrS_vIdtj7MlgO3UfxPITyeqQrdB7mdKBMQgrT2RP2GxKR_2otwt3rZb-0Y-q753Yx28k2HPMpL1yttTymFTTDx4D_FqAO6Z-EzREPDSls3paaZqcC4tjVnKAXTprKR9Joz9DC75MtJKGNR_-W77HJsHtiln-oZLWuHTreNhDTDPXwPWqQnlxytQO_MWMm6l4PCv1tHtmz6b_Xc46N3AEfYSgZ1tMwdDpFZf52qm30IwldpLwqq9WzIt_MjUNn7Bs6KlbANOCFe75WTdBPkT5J8_pbujmDVVgNURkOgumueWe_tBlnqD9mxFz031NWFjCumGR34svvYgB3AsuYXvmCvE4WGSw06Lm8S0LRhVWoIrcHHL0ZLqhacIf_FYv1Kx7_1vVdTgjc__87QcKTkIKon9N0p0jcd4HdPpipdxLHyoG3EbbLH-V10IikC1iFjaQEbNe57goYWCiGvFfAn7Pw_jlnywPemAw5VPcdvQXyAkNOY1LaF1gEz5SW_0Nk2PlHyoSxTakcNStwCiyCEwsw4r-LoF-weB6J1UJ3E5qcrvxiJbZcwYwPyNgHDYHH8_Yq-HCGI708WAcsbENgYfhD2pcXBuEDnqqUXMtcoPCsDItIpuEcxnSNg 333 47.15.4.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 23, 2025 5:30 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Leelakrishna gottipatileelakrishna2@gmail.com +1 786-627-2879 Finding a New Position Hi , I hope you're doing well. I am reaching out as I am currently exploring new opportunities, as my current project is nearing its completion. With around 9 years of experience as a Data Engineer, I have built scalable data solutions and optimized data workflows in multi-cloud environments.(AWS,AZURE & GCP). I have managed the full ETL lifecycle from data ingestion through transformation and loading to ensure that data from diverse sources is efficiently processed and accessible for analysis. My expertise includes but is not limited to PYTHON,JAVA,SPARK,PYSPARK,DATA BRICKS,HDFS,AIRFLOW, SQL,SNOWFLAKE, APIs and NoSQL databases. If you come across any suitable positions, I would appreciate it if you could let me know. Thank you for your time, and I look forward to hearing from you. Thanks & Regards, Leelakrishna G, +1 786-627-2879 03AFcWeA52AfVV7SKlC2ya--uF0mu_QqRHbd9EJOAewt49mvRrWgbI8O_bYX7bGcIePMilBBubrIPmBcS4VsE2lXTGQfdG1s2S1lZOPOm4Dc_temNpu72UxV7xqEcUAKqFw4xChrPNKWsl9aVakREAd2TCYkzgaEPWz_g1_LILRWuFc44emUP4jv4euAvFyHxdJ9djuE5BEvidN6AO-2LJ_X1YAUsHfhJT8ppT7PFgrdYP-HEKbpkNKkJB94gzUZDnFN0kt9E_AQ3hy-KqpLcG2O4ZjmMFte-0jKvSZT60pXa9nL2gzHbudGtu-HzPb51USFUyL7pPxNHVVe6hC0Azbws81uCZk94IXn6aUBcZGn22nbqvnoobPSswy45jEpQav5KiguqCTQdJRfgssoSkTXKwEFuwP5D2wOo8fJImOAQkWtS-2mLrTBABH7gMWWn_RhAUlb0U4rV1y0tVYVpclhZg8GCXaM0abOq55NEHa0029Vo8sUVC_dJyC_qRbCKGwhV9jAYoRKaNYkSIHEpnuBnhk3IiyGInoY3kBoVpi8Cb87Pxf1XJAIV3o2r-sctEjZxv_MSE3hSIz2p8ySeiQoq_qfDAx3tFazht2R7Dl-J2lgNrQI4_RefIgKyHGMPKMRkEb5spNQjG-T692jiwM7J57FHwtT0zCa9--_cFQIFSpLXChkGsON2Ef_n9dWbfj1mp3xnsr4IT7echPW3Tnk9ATQGirCLx6T8VMtcB_M2Y3b9u8dkc5d5C0wZl7QHszqTP4Eoj25-V4jd6bM9Op50YtC9BR2uv0Donx_poIlyQ5B0xlggoOARCDXHjo-XOVFnvRb0BPoD7ryf_8TMlyGEMUistMCBgMZGAk9H7OxjEDvz88NQM2TraH_R4c_HJRiFnEDFHlnTxWhHL3QcHy2Stofn1OHWGSQ 334 68.228.106.93 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 Edg/132.0.0.0 https://bullcitytalent.com/contact-us/ January 24, 2025 6:31 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Leelakrishna gottipatileelakrishna2@gmail.com +1 786-627-2879 Finding a New Position Hi , I hope you're doing well. I am reaching out as I am currently exploring new opportunities, as my current project is nearing its completion. With around 9 years of experience as a Data Engineer, I have built scalable data solutions and optimized data workflows in multi-cloud environments.(AWS,AZURE & GCP). I have managed the full ETL lifecycle from data ingestion through transformation and loading to ensure that data from diverse sources is efficiently processed and accessible for analysis. My expertise includes but is not limited to PYTHON,JAVA,SPARK,PYSPARK,DATA BRICKS,HDFS,AIRFLOW, SQL,SNOWFLAKE, APIs and NoSQL databases. If you come across any suitable positions, I would appreciate it if you could let me know. Thank you for your time, and I look forward to hearing from you. Thanks & Regards, Leelakrishna G, +1 786-627-2879 03AFcWeA6UcRqDkUo0bWX6CYVseLWD3jVi4H6TScqEil-Ska4IOpYjpvxutpenth2t08e0rnVVhmBq01uf91nh76bZOzlKnVjeitERCxGzaGHeRTXCD2PK8y_854QqOPJUpEHAemkvG21GFzYpBe1jRIlfELKcspw_NB91H8Rmbvce8tSXBnnYTWVsoYmxoMhoY6-YdFzOEaOcr-9pR085-UXu7sd10fBhSQHy8u6__bybzH1Lgh8lV6ocpZXCqfkRC8FkW8-pKR2dS-wWW6hWvhMB4Ss3xHaRviuUbYRIRQEJEToG7QzF9r48UOTqGJL5jvzW6bFD0D9ccCm9di65ZNQb021uEoOvzc7VhOjKG2GCSxf0SHWcg1aKavHQq9CjAo4eaZSC_qja2jwhBUSqMbrpfgLNx47U0bTF2VTCla7F-Q2HZfts4PAPWg79LmTpkmJsPovUuYKzEFAlETr6FuOnotwcFc9IVbrfpdZdyoOy4aDw3MUpIj72cY_b38UvkeB3vLgkjNty4qBcGcJt8GMKPqMJ_-RuUQcwiEeK0H2B82gSVJsoGXC6IRVKTXj4y1_OpMokWGEDtNqiCJ1XceZ25jOw5BY0ZFNKQv8bXVrr2aXmryz0_h3ppoem_whk6ABg8LwOx-tqGKEg8QOBW_7zb9CP6EEHUYYmUmxRZPgKPO87dFKHTRiPvf2vxIib-qolNo9BenzelcG0YdMFxBGRk9S9he65qtnpKWiK6FjMZSPQZtWQ80MPch3wLSCJFr7CGob69vddRB1-tmm_dqN6r8WyW0kb-21UXtfwRbmaNpvn4pP1ALEPp5vzaNmoXSSTL1uq0KHiPENjHiTuZ-_ItoUlcIRP153Ykpg-eQtgvHwQfxHrhCmx_R76xWYbiVhzB-tvsh6cv_93zGCvElmg3J3r6Cbdhg 335 68.228.106.93 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 Edg/132.0.0.0 https://bullcitytalent.com/contact-us/ January 24, 2025 6:40 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Samar Parikh S.Parikh@cogentinfo.com 3473229083 Other Exceptional Talent On-Demand – Let’s Talk Staffing Solutions! Hi Bull City Talent Group, I hope this message finds you well. I’m Samar Parikh from Cogent Infotech, a leading staffing and recruiting firm specializing in finding top talent efficiently. If you’re currently hiring for IT Project Manager roles, we’d love to assist you in streamlining the process and connecting you with exceptional candidates. With our proven expertise and industry-leading practices, we ensure the best-fit hires for your team. Let’s discuss how we can partner to meet your hiring needs seamlessly during this hiring surge. You can reach us at S.Parikh@cogentinfo.com or visit https://www.cogentinfo.com/ Looking forward to hearing from you! Best regards, Samar Parikh Sr Director - Cogent Infotech 347-322-9083 03AFcWeA7qrBYtMQKXuwnFiz5vb8X9_t8RvSwqXAZnBfbP7Gvo87zASWjzNDwFhrcU9CyZQE1h9nOLUk4HvvHnQC9ocUoZQHIf0IIzmlAdXORqEpWtOOPxoQRdlIyZNm0ujzWHMkQmGGb7IsRibirqS5a6z9DlBeShEQVUIkxfqCQ1BTERx7yLnXsMFgv2rhVF914xTDm3ijdyeJ__LaH5QR_gD6Zzp1bKNO9PnGsZHy34PbLv6jUlk5RTunm39cjIK6iUfNdSskoFIkhC3TmX4ZnK070PQahXJUW4x9uMTDrn80tATVfcqIdiZmKiHQF0dMMxM0lldHuQPKgAdpUccTKA2o3ASkyfUVyGOSUIFqsvrKrOvmY6pkyN4d7xs_tGsTK-CIBqGThlBRVFHjSrLqvW1e2nOL5CS1_sVEl5OCX95Y0lAWK2MenujP1XAJ1cln-y45ePjmTyUeKgOTGlAeBVDuEiGtpVPv8dqSM005dt-lXy821WsXf8y6wREL6pU5-2nDB9DQO6OidjmJNgTri2T_5PSXPBOIQS5eEz7h6xxOVCXLEu_7buqpDtYnq2xT2I_Cuo26IA8VzyeWPXrW3T5uElsBqjUVJlgt1MdYDNqX7vJ6IfaSZxgR2bL1YGiI8vgsw-v85I5ajt0CJJCIeYqhNmz6vIibFOChvSMYAyg_6xnxw2xJAQhj1sRmYyBb-lZs2gPg5Dg_5xas8ZC32b4sGOIYfLGFSPTOUyoeNmK6dDRlth7RJ0lVG4UiabuEFpAKIZKghLXfvdzfNzcm2YBsFhYS2vc7jho-Fw8fveDp6H7e1V8hSufJM-nbolGqZQaWDYBIEzvSw_1jGb764dX5fcV7zJMyHCDNTd7UdX-FGVvGh5Zyp_jK7_Npfe9uJMM1iOCtqqh9kpYa1mNmfJt4TtwXntel1obU0hzkP67sTbINMfnD_ZRzr3YBAm2XNdLhfpw91nG1XTX8r8U7OmbCSyXn7Gxw 336 106.219.149.26 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 24, 2025 7:22 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As the demand for SAP expertise continues to grow, contract work remains a desirable option for professionals looking for flexibility and variety in projects. With 80% of enterprises predicted to transition entirely to cloud-based solutions by 2025, this calls for more experts to navigate these changes. However, understanding the world of contract work requires knowledge of evolving industry trends, employment dynamics, and market expectations. Here, we’ll discuss the most important trends that consultants should be aware of when planning for SAP contract work in 2025.

SAP Contract Work in 2025

Specializations

The SAP ecosystem is becoming increasingly specialized, with demand surging for consultants experienced in advanced modules like SAP S/4HANA, SAP Analytics Cloud, and other industry-specific solutions. Contract workers looking to stand out in this competitive market should develop niche expertise. Focusing on obtaining certifications in these high-demand areas and mastering advanced functionalities of SAP’s latest offerings is critical for success in this field.

Hybrid Work Environments

While remote work has become increasingly normalized since the COVID-19 pandemic, hybrid arrangements are continuing to gain momentum in 2025. Many organizations are reverting to old ways and now expect contract workers to work on-site for key project milestones or team collaborations, even if tasks could be accomplished remotely. SAP consultants should be prepared for flexible working arrangements and understand the importance of being adaptable to client preferences.

Networking

Contract work often relies heavily on connections and reputation in order to find available projects. In 2025, networking through platforms like LinkedIn, attending SAP user group events, and participating in webinars or conferences is essential. SAP events, such as SAP Sapphire and TechEd, offer unique opportunities to learn from peers and stay up to date with the latest SAP developments. User groups, such as ASUG, can connect contract workers to SAP customers and professionals, leading to valuable connections and potential project recruitment. Establishing a strong network through these platforms and groups can lead to numerous opportunities for SAP consultants seeking contractual positions.

Rate Negotiation and Demonstration of Value

In a competitive market, SAP consultants must balance competitive prices with the need to demonstrate individual value. Consultants should be prepared to showcase a clear return on client investment to justify higher rates. A negotiation strategy is also important for preparing for rate discussions. Understanding market trends, such as current price ranges for specific skillsets, will be critical for establishing a defendable position in these discussions. Pointing out your niche skills and specializations can also add to your professional value. Consultants should also account for factors like inflation and the market value of their specialization when negotiating contractual rates in 2025.

Long-Term Client Relationships

While contract work is inherently project-based, building lasting relationships with clients and staffing partners can lead to repeat engagement and referrals. Going above and beyond to engage with projects and the client, such as offering post-implementation support or suggesting improvements beyond the project’s timeline, can demonstrate commitment and reliability. Consistently delivering high-quality work and maintaining professionalism ensures a steady flow of project opportunities. Staying in contact for check-ins and sharing relevant industry trends can also help a client keep you in mind for future engagements. In 2025, a growing number of clients will value contractors who not only resolve immediate problems but also serve as trusted advisors for SAP needs.

Looking Ahead

As we begin 2025, contract work offers lucrative opportunities for SAP consultants with specializations and adaptability in their expertise and work style. By staying up to date with SAP developments, prioritizing client and industry relationships, and acting confidently, SAP consultants can position themselves for success in the dynamic contract work landscape. To continue the conversation, connect with our SAP staffing experts today. Contributions from Sam Weitzel

Semaj Zachary semajzachary252@gmail.com 9842080000 Finding a New Position Hello, I’m seeking a new role. Project Manager, IT Business Analyst, Salesforce, or any other variation of similar titles. I can work on all statuses. 1099, W2, C2C for contract, contract to hire, direct hire, etc. 03AFcWeA4MX5H8ER4e3ZiLfJBjfPm2S0o8A8jJvAUKwdiNY33eIExQPsh-sjnGrvt6Z_2Xw_vpCX_ZtCccTmM94P_cD3EihdXILxXsKYr8IjtgDjwmzTT0KkiwsmFe8LlcGYjQBTtuVlpnq5kniPwb5wG2pMM52LpWmyPf5CkWW5xcpH_cUQ38-OH8lCzVy1ZxPZWiG8GmKiWzeczPisZuVjdpEjry4xfKprblRHaYxgdzoNuqGr1gabCbwbZ8dsBSW_awTHYi9h0nUXGJV3v3mIUV45IV8MW9iYKIjIp3t6HKVZFC5InKQQvJT82JELz6eVsFEAwYz4GK5eXJCrRu4mg_1XKC2jxEwUttvmNuUCvyBKB_Fpbi1lqMuXdqBs1SORJcteX7C_EyYphJl6LglsaQfFtAZyeWfP_L24H051PLaOwXlpoD6ZoRM_ibBMsjTfXBFCLcOT6MfUOGvEw9poYl0yg2zH4nL900z_4IpTUUqUU1iJ8HeHWvvbkvEWv4RbrYLdIiKPK4um5umgx-o86IPJ-cNz3qpqkDdWQ-YP1Q8YRAsEG_aTz2mD5rIYpHXY-KBhe_WF5SK66rDFYPZqIHqLVxofr1MMwCEqE6ci5aEdfzTZ2-4GXKx8ql5AsZ7yWnw5lEJDpv7MhcvidEGdWc87Gd4mjYTsgTpCv-prp6OLSdHpk22ZMtm5OHRE34xcDfMAfJwJ2P2uPHCd24_JQWlVdQzkT-1sO124F0rtRhjLj6pG3PeCaJQqmxP0CJS3J8TzPAPDYSk3R4VKtFBA83xUDNPNS01Z2HWJBNoLGAXETOfEOIz7AwEMx5YjzcxS5u-2ExPnk9cNpG677xzU2qTvkv679R0TPzbbATw87sCrGPB3bQ9u1KJQAUQPJ8WhSwO7I-ULF-nbjb1M1T9Ge_lbPgmSlRFg 337 104.167.157.164 Mozilla/5.0 (iPhone; CPU iPhone OS 18_3 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.30.6524 https://bullcitytalent.com/contact-us/ January 25, 2025 2:24 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Semaj Zachary semajzachary252@gmail.com 9842080000 Finding a New Position Hello, I’m seeking a new role. Project Manager, IT Business Analyst, Salesforce, or any other variation of similar titles. I can work on all statuses. 1099, W2, C2C for contract, contract to hire, direct hire, etc. 03AFcWeA6uXJ35DAfE2G7FrHn50vQDRaEVoc5vwOCnSpzXLfbfWPSk5ghiM09aykEvzGoIqrINMTYL_SoXrMIOFhs5EsUSnWt1lK6gd8cZArUjnjMlsltgaDelD4CYu1OaIZbRYbw-B7Ia6TiQ-TiJRifYVHfOBmnGxbqUp9tMnpzrBlcZvaRhOvm24uff00SRJg9nMvvv2OB29rGRkTMg33U0RMLA9AURZFoNRkSdsRpa434EjYYHgyfWvJEMiW9bzx06rsv8qp1_1ERa0ru6APpPPtXwl9qRXCnuPG-R7WEWtCl_jsXD_3mFdvAL-rMo5Y1i045MXenjyh-Z73Xbb1dGZhqJ2mY9kXnGrWS2k1wX62UJZ1uqqcxNXAnSZT7MI-DqKUoWAPJXeFylGteuqhtUCQutlZHJkGa3jU7Y1KQIsulZ_FZWzx_c_Vk0XrzbpGNRtSUALsW30O5rk6yim-7XOhuCuuNRt3YY5Tm05liR5c1WQ9BHRQVvBSeFzgR8o6wjy4DyPNFYlnLzNkbyzCpcC4PGP6vpRT1ug7Q7Tu8Rw7nesZZjGZhLFQ_RmIdTaBT3Xf98GC6QEhscvC-MjVqdZMFiQUQCEWTQ0W9LqAD589enZs0UAtGIIeu9-htMB8g3wfOPuYSSin6d2r61HVGQF6S19R23w5HTIkKLmy8rnIwgyWxINRhRjQxgxHWos2siybkWQvnZGtjC6s7u0KuvhJWhhSK952IXffKumvntoJr4-Ts7NuAuxywoC-VEdOKHjIsRxCJY-etbh1XacfIguSegRN4tcTxjxL7Q_J03cQf1ZMuMquyeZYE4JTU1k9PJxN_fdPdHncrH7MeT90RCLWSwLNGdJHfk3PoGHkPJQX2RYxhMoXoiGOo6mVfohJ_LpHOSrWiFMnNyawC2nHsCabOSFGs-Fw 338 104.167.157.164 Mozilla/5.0 (iPhone; CPU iPhone OS 18_3 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.30.6524 https://bullcitytalent.com/contact-us/ January 25, 2025 2:24 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The specialized nature of SAP systems requires a unique skill set, which can make the hiring process challenging. Mistakes in hiring can lead to inefficiencies, increased costs, and missed opportunities. By understanding common pitfalls and implementing strategic hiring practices, organizations can secure the right talent and maximize their SAP investments. In this article, we break down several common SAP talent hiring mistakes and how to avoid them.

7 SAP Talent Hiring Mistakes

Unclear Job Descriptions

One of the most frequent mistakes companies make when hiring SAP talent is publishing vague or overly broad job descriptions. SAP encompasses a multitude of modules, such as Customer Activity Repository (CAR) and S/4HANA. Each module requires unique expertise, so a generic job description might discourage highly specialized SAP professionals from applying. Firms may also end up with a higher volume of applicants who are unqualified if the role seems low- or entry-level. After all, the average job posting receives over 100 applications, and if unfit candidates are applying, it can waste valuable time for recruiters. To avoid this mistake, firms should clearly define the role in the online job posting and in initial candidate screenings. This means including the specific SAP modules involved, the level of experience required, and any additional skills needed, like project management or industry-specific knowledge. Firms should also work with current SAP employees to understand any internal needs.

Overemphasizing Certifications

While SAP certifications are valuable, they’re not the sole indicator of a candidate's ability to perform effectively. Some companies place undue emphasis on certifications while overlooking practical experience and problem-solving capabilities. This can result in hiring individuals who excel in theory but struggle with real-world challenges. Consequently, firms should seek to balance the importance of certifications with hands-on experience. Although difficult, firms can initially screen for practical skills within resumes. Demonstrated problem solving outside of a past role’s scope is often an indication of a candidate’s agility. During interviews, hiring managers should then focus on assessing candidates’ ability to resolve common SAP-related issues and adapt to unique business scenarios. Firms can also utilize technical assessments to gauge practical skills.

Ignoring Cultural Fit

SAP professionals often work cross-functionally and collaborate with various departments to implement and optimize the system. This is becoming increasingly common as SAP manages more of companies’ internal plumbing. Thus, ignoring the importance of cultural fit can lead to conflicts, miscommunication, and a lack of cohesion amongst teams. Simply put, an SAP professional must be able to communicate and work with non-SAP professionals. As such, firms should evaluate candidates’ interpersonal skills and their approach to teamwork. Soft skills can be screened for with behavioral interview questions. This helps hiring managers better understand how candidates handle cross-departmental collaboration and deal with potential conflict.

Focusing Only on Short-Term Needs

Hiring SAP talent based on immediate project requirements, without considering long-term business goals, is another common misstep. This short-sighted approach can result in increased turnover and additional training and recruiting costs. The firm may also gain a poor reputation for employee retention, which could hurt hiring in other areas. Firms should thus develop a strategic hiring plan that aligns with the organization’s long-term objectives. The plan should consider how the role may evolve and whether the candidate has the potential to grow with the company. Sometimes, it may even be easier to hire contractors and consultants or partner with a third-party service if an SAP professional will not be needed long-term.

Relying Too Heavily on External Recruiters

While external recruiters can streamline the hiring process, relying on them without proper oversight can lead to mismatches. Recruiters may not fully understand the nuances of SAP roles, which can result in unsuitable candidates being recommended. Similarly, external recruiters may not fully understand a company’s internal culture, which may lead to further poor candidate recommendations. Internal HR and hiring managers should thus work closely with external recruiters to ensure they understand the company’s SAP needs, culture, and long-term goals. They should be provided with detailed job descriptions and involve internal SAP experts in the final stages of the hiring process. The team members who ultimately will work with the new candidates can often provide excellent insight.

Failing to Offer Competitive Compensation

The demand for skilled SAP professionals often exceeds supply, making it a highly competitive job market. Offering below-market compensation can deter top talent and increase time-to-hire. This presents the risk of greater long-term costs due to system inefficiencies, as opposed to simply offering a competitive wage. To combat this, firms should research industry standards for SAP salaries and benefits to offer competitive packages. Compensation ranges can also be included on online job postings to attract better talent. Finally, companies should consider highlighting opportunities for growth and career advancement as a means of non-traditional incentives for potential candidates.

Neglecting Onboarding and Training

Companies must remember that hiring doesn’t end with a signed contract. Firms often neglect to provide adequate onboarding and training, which leaves new hires to navigate complex systems and processes on their own. This can hinder productivity and increase turnover. HR or internal teams should thus develop a structured onboarding program tailored to SAP roles. This can provide better access to training resources and mentorship opportunities, along with a clear roadmap for professional development, to ensure new hires feel supported and empowered.

Final Thoughts

Hiring SAP talent is a complex process that requires careful planning, clear communication, and a strategic approach. By avoiding common SAP talent hiring mistakes like those listed above, companies can build a strong team of SAP professionals who drive efficiency and innovation. For help building your team of SAP professionals, connect with our SAP Staffing and Recruiting experts today. Contributions from Jake Park-Walters

Sanjeeva Rao sanjeeva.workday@gmail.com 6033189060 Finding a New Position Hello, This has reference to the Workday requirement you posted on Linkedin. I am interested in this remote opportunity and I have the requisite experience. I am available on a C2C basis. If this is okay, please let me know. Thanks. 03AFcWeA475X4SwNOnvhmBqXqS9T_iFskZEm6My6h2xICFsfCc5CZ2fYXEMVfn62hv_klCKxrFrthxGpLO3AW5Y3AeZH1lPR3V09vvo-kd3a8E9MswET_Fjfm34ZdwSoKQJftDTUSF267S6D99K24Je119TKzpl_hnBB5YPrkHssA6BvCG44N-ZNHjs9DSBpgWJ4qtMc6sgPmRhcVFxQlpRyklBJMJADoFv5Gw_lFK6sG-_vpvrQO4LJ-t-h9zv2WFFDMnXgS2Oa4fmSG6oVimBKownHuYtLlWDQiSKPuj0PhqpyahlTM3-HCou_l2Rs0Uk7r8FgI2NuNZRv2Rf5TwvCDemZol0cH2aFXOEhdyVkKkNYfUYQFZYZh-Z8JMYBVQrg91LxocDVqYEdDyLZhK5d_VJhyjT8rIlygCMlw7-QKxZKh_4lYHuLHnpY4LMMW3ZJwpBwHrf0QmuIT3cOR14q1orl_f2whVfSlij9UBDiQDDoMko03K5f95Vuf7HrEw-zlduP265qSx00HmvBin38rU-ThsGnsjTGUh4ZPXTo0nwPK1_OD48jRDocVstYBUlJzlhqQI_lqvfcbv63C7OxR_sWiurBSPA7yzV0UFLBrz2DoCHcLMwDG9SvjX7bxH5-ab2DjrW9dpYo_kHWcEk8vLVuyXenQIRuFkDtNoc_DRPR97qy8Z1eVjbkdP0yLda_e0m-RKHxiyG-JGBJpnThQ0CcR9l45sOs5r3NKxZH0oNb6rrqBFdnWF18bU4Kxsn_9ChG2h-AlwqXwUgNoSQD_t8sDPumre9P4AanEeqpMwKWCrahI3TS7JBwzZRgSPifPa_1IwfjUrkHTYk2iXG4x9pu4HUWCIEWllxghZ6zyXCueVjmSYmXkBinmIHpuR9KPL0jjxVgZFsaC7C7I1Bi5SSr1fGz1m6eICuCyrULMa1X5BUgoWKNg 339 12.74.93.92 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/131.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 29, 2025 1:09 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP Business Technology Platform (BTP) is a cutting-edge Enterprise Resource Planning (ERP) solution that allows businesses to automate processes and increase efficiency using an industry-agnostic, tried-and-true software system. With the digital transformations businesses are undergoing and the growth of generative AI, it becomes even more apparent just how integral artificial intelligence (AI) and machine learning (ML) are to business growth and development. The use cases for generative AI in business are extensive, and this piece explores just a few ways leveraging SAP BTP’s AI capabilities can revolutionize the way your business operates.

Benefits of AI SAP BTP’s AI Capabilities

Microsoft and SAP’s Joint Venture

SAP and Microsoft are launching their joint venture into generative AI, integrating Joule and Copilot for Microsoft 365. Microsoft and SAP’s generative AI, seamlessly integrated into SAP BTP, will allow business to move forward into the digital age without data silos and inefficient operations, driving business growth and enhancing productivity. The integration of Joule and Copilot accomplishes a wide range of tasks, from accessing information stored in SAP SuccessFactors or SAP S/4HANA Cloud to automatically blocking off time in a user's calendar for flights, activities, and meetings. This generative AI solution will interact intuitively within the unified environment and pull information from one platform into another, allowing for businesses to easily access information without switching back and forth between systems. Customers of Microsoft and SAP alike will be able to access information cross-platforms, allowing for greater efficiency and data access. This joint venture demonstrates SAP BTP’s dedication to creating a data management system that drives business growth and excellence.

Advanced Analytics with Connect Earth Sample Banking App

The integrated ecosystem of SAP BTP allows for data to be accessed cross-platform, building the industry-tailored, business-specific database from which AI can generate comprehensive analysis. SAP BTP’s AI feature combines industry-specific data with company data to perform intelligent analytics, and it goes so far as to be able to parse social media posts. It can also recognize complaints, reviews, and feedback, analyzing the incident and reporting it to the company. SAP BTP AI connects information, linking data where it would usually be separate, so that businesses and consumers can make educated decisions. One prime example of this is the banking app built off SAP BTP. The app, a sample product of Connect Earth, allows banking customers to track their carbon footprint through purchases, based on a compilation of bank data, sustainability data, financial tracking, and generative AI. SAP BTP also allows developers to link their products to any Large Language Model (LLM), further unlocking the capability of SAP BTP.

Scalability and Efficiency with SAP Business AI

Additionally, SAP BTP is designed to support scalability and efficiency, delivering seamless integration of a fully customizable, user-friendly platform. The SAP BTP platform and AI extension are both tailored according to industry, business, and consumer needs. AI reduces the human input required for data management and analysis, and SAP BTP does this without sacrificing quality. From improved data-driven decision-making capabilities and automated processes to the far-reaching hands of AI, SAP BTP’s AI features can increase sales, impact marketing, and optimize supply chain management, leading to a projected 90% reduction in time devoted to root cause analysis. Currently, SAP is working on the SAP Business AI functionality, so that in the future, customers can describe the functionality of the app they want to build and SAP Business AI can build it for them. This extensive, intelligent capability will reduce the roadblocks organizations encounter in building applications and allow organizations to engage in rapid growth and development. Ultimately, businesses set on growing – or even maintaining – their competitive advantage are increasingly turning to AI for its ability to conduct intelligent analysis, automate processes, and integrate systems.

Looking Ahead

SAP BTP's AI capabilities has the ability to propel businesses forward with AI that can be tailored to any industry and business. As companies transition into an increasingly digital landscape and undergo their technological revolutions, it is becoming easier to fall behind. With SAP BTP, you can digitalize your business and keep your competitive advantage in the age of technology. Connect with BCTG today and find the talent you need to leverage SAP BTP’s AI capabilities. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Venkat Saragadam venk.freeze@gmail.com 7865213333 All of the above Scrum Master, Building my career as an independent consultant Travel Finding more time for my family Learning new business and technical skills 03AFcWeA5-Q9eUa17N1fbmxE130HTKHTShWM4MMLt9wt459Qx8mQOivdSzRewAcsBoao93jxqTT316272zQiS6-SXMTu3x_t6EwmiQ5ny-egA99mxfWnTz5RVpIyAe0iaLXR__ZnlYKHkr-c6vW-uMwE_ofVj9DoGqsLgXu-D7uMpGKst2vaZuu7MMwMwPfZgkugk0Q5u8iK9on78_OryI7plwyQ3csi1fmNajjNNZKxekOz7KjTqZT7j2CRTwUpKokoSiITGWbXJDRW3PdUFHjz0o3Cq4zTI9Rb-H1SeKOoAQLZDSJrOGFdD_x_q_AI-T9SoDb_DWes4WMi1KpOwHnzajJr7druvsyFgxVE85bINNsohNJyOdqQs881Gg9gpxFOjpRvWJL5rIpGs4-QAVFuAYsIFWy9XnAGt5IkRSmS1pCQufC4QopNjoCTg5Bo6HXUQNEFkEHLAIvzlIniufXtxHcBoxhkVflJG1WEpdmmuDojQXjSEeBnp5VIlvecL9OaDsO2aoLjqkbPIzEN7r1nE60w9AGV9LACx0Ly0BVqKfSQWHNLPKcjIjG05q7t_NbDL4PzVj8TIlB88nYlyUaxguTF_2q3U2zwVwdwJ-saizJJDGkIfuQYhAY6x8HjHX7MgQRNcczSFG-K0FzHkTxn6UuTBCWuXF-GuSmpO1oaDD6_6TtM3644wTpfGZiwSTz0_eTxpdsOBIFlXgXbaTf2poXA9DHUnAn1wrGxDEeL98_Zl1Ip8vYiQ_Aj_VHbQ-evrZVsJ8IlzqisOK3Br3AmPIlJY7rMPHxDiWsWSiQK_EfsK4kEvp07y6yld6CkkwYmh8N1DWQzhfPN88ZE_R2I-MOPJizU1kUVrnKdgzUqBCTyu5_niUThoH4g3_3BUV0Rz7w6Ng7NuIyJmEcW9WvT1AuEQ2B1PS261q_5mdqqnTGlkU1HNsmLeqD8IKwpZkS5Qt4OIl2Jhs 191 47.20.104.173 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/join-community/ February 3, 2025 5:41 am 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The clock is ticking for organizations still running SAP ECC. SAP’s announcement to end mainstream maintenance for ECC by 2027 (with extended maintenance options only available through 2030) signals a critical turning point. While the move to SAP S/4HANA represents an opportunity for modernization, the path forward requires careful planning. If your organization is still running ECC, now is the time to prepare. If you’re not sure where to start, we explore the implications of the SAP ECC end-of-maintenance deadline and the key steps companies need to take to ensure a successful transition below.

Why is SAP Ending ECC Maintenance?

SAP’s decision to end maintenance for ECC aligns with its broader strategy to focus on SAP S/4HANA, the next-generation ERP solution. Unlike ECC, which relies on a traditional relational database, S/4HANA is built on SAP’s in-memory HANA database. This architecture enables advanced capabilities and better support for emerging technologies such as artificial intelligence (AI). The shift also reflects changing market demands. Businesses today need systems that are agile, scalable, and equipped to handle the complexities of modern operations. S/4HANA provides these capabilities, while ECC’s aging framework limits its ability to adapt to current and future business needs.

Risks of Delaying the Transition

Delaying the migration from SAP ECC to S/4HANA carries significant risks, such as:

Lack of Support

Once mainstream maintenance ends, your organization will face higher costs for extended maintenance or risk running unsupported software. Unsupported systems increase exposure to security vulnerabilities and compliance issues.

Operational Inefficiencies

ECC may struggle to integrate with newer technologies, leading to inefficiencies and missed opportunities for innovation.

Competitive Disadvantage

Competitors that have already adopted S/4HANA may gain a strategic edge through better data insights and automation.

Resource Constraints

As the deadline approaches, the demand for skilled SAP professionals to support migrations will increase, leading to potential delays and higher costs.

Steps to Prepare for the Transition

To navigate the transition effectively, organizations need a structured approach. Here are six key steps to ensure success:

1. Assess Your Current Landscape

Begin by conducting a comprehensive assessment of your existing SAP ECC environment. Consider asking yourself the following questions to identify customizations, modifications, integration points, and usage patterns: What are the critical custom developments that need to be migrated or re-evaluated? Which third-party systems and interfaces will be impacted? Are there underutilized or redundant modules that can be streamlined? This evaluation provides a clear picture of your starting point and informs your migration strategy.

2. Define Business Objectives

Migration is an opportunity to align your ERP system with broader business goals. That said, engage key stakeholders to identify priorities, such as improving operational efficiency or enabling real-time decision-making. By defining clear objectives, you can prioritize functionality and avoid scope creep during the transition.

3. Evaluate Deployment Options

SAP S/4HANA offers flexible deployment models: on-premise, cloud, or hybrid. Each option has its advantages. On-premises offers greater control over data and customization but requires significant infrastructure investment; cloud typically allows for a faster implementation, greater scalability, and reduced IT overhead, but may raise security concerns, especially for organizations in highly regulated industries like pharmaceuticals; and hybrid is a combination of both, allowing organizations to balance control with flexibity. When it comes to choosing a deployment model, the best choice is the model that best aligns with your organization’s needs and long-term IT strategy.

4. Build a Roadmap

Next, a well-defined roadmap is essential for a smooth migration. Key elements include timelines and milestones; budget, regarding licensing, infrastructure, training, or staffing services; resource allocation; and approach, whether that be phased or not.

5. Engage the Right Partners

Even with a structured roadmap in place, upgrading to S/4HANA is a complex process that often requires external expertise. Partnering with experienced SAP consultants or systems integrators can accelerate the transition and minimize disruptions. So, consider looking for partners with a proven track record in your industry and the ability to provide end-to-end support, from planning to post-go-live optimization.

6. Invest in Change Management

Finally, technology is only part of the equation. Successful migration also requires buy-in from employees and stakeholders. Don’t neglect implementing a robust change management program to communicate the benefits of the migration and provide training on new tools and processes. This also helps to address resistance to change proactively.

Leveraging the Benefits of S/4HANA

Preparing for the SAP ECC end-of-maintenance deadline is a strategic imperative for any organization relying on SAP’s ERP solutions. While the transition may seem daunting, the benefits of moving to S/4HANA are substantial, and organizations can expect enhanced performance and outcomes with future-ready capabilities. By taking proactive steps now, you can avoid costly disruptions and unlock new opportunities. With proper planning and the right partners, the transition can become a catalyst for transformation. Don’t wait until the last minute—start preparing today to ensure a smooth and successful migration. Ready to get started but need help planning your team? We can help.

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Barbara Conley barbara@ajdataminesinc.com 48045457878 General Inquiry Dear Member, Would you be interested in acquiring TechServe Alliance 2025 Email and Contact list is Available now. Data Field Includes: - Company Name, Web Address, Contact Name, Job Title, Mailing Address, Phone Number, Industry, SIC Code and Email Address. Interested.? Please let me know So that I can send you Counts & Cost of the lists. I’m assuming you’re the best person for this – If not, who would you recommend I speak with? 03AFcWeA7s9nxjAbbbxtXdBWPcosAig6aKV4cfF9iopmFlb1q10vR7rTJOZzcDKJI-GlAOfSsa1ZyXtX21YFgS73xLIU8IbrlWQglp_TDKQR7XWHnT8_vXLuiWLWfNDTSel3auhyMR7uMJmTIruEd6NiMyKN-UkABS7Yo28cbzPVKmtIlLeSLTun8N-1Ok3hrsRX-GZ3T1gHo8Bvn2dg6Ccka7Cv7NFbzAvhxb6HxFDa-mPnV80PiM09oQVqEx02JjyVi5Gc5zWC7iXq9mrTWDiPI8TZtdqmUkt5j54iSHQJ4oStx1ftuuAnEdhzUo_IZ8ymO3QybkaHyqqqK7rf-HLqZOdtv63DaT18W40AU_5WQgbC23WT2uKuhkRVy3E3mtHvGte9E8dhVUulGNGJP5ROW7sqr9TM3ZAmmVh1WVET3auVhjhrY1ylqIDUSR3PQKHmNJrLzspWyiHDgHwtMnpWgljeiHT3Za7VfuNbG-Diuy3pB7Qm8Ryn1u9gFIheoKmjGzJ25zZSqCviB337iAivgqpZB4vC4AkDfXBRs20a6ZvVvLOXJ-JYPP1RSxCk05c5yjdPOKN3iVq5Rk21q76IQf8HIFXb2Fb4jP-uWn-emSykOvkB4QDi0mfsoYqUXVv32w3-MjWyZc9ghrbhPa7nPlyYH-Z0vaLl3LJu9Mj3DpPR8kuVmMhjAmE_mucHFVLqWmygsJ1Q1gq9NuFrnTMh3edpquvLPTtTrkBEnPOqraKhMYTm7-cd6EnHNfAiPRJZHVWTs9dVqf1m3LbzNQg0ADY01otjnofwErCI9-BwDJ9F6On4gJcNuGKCoH2rMWAu1OsIPbrwJ-gdP1fFClwNbgjIgMIzvM3RHfeGEzKOvxKhW2KGBDjDolDWxpigCO2LzJUsCgo8fbIjJwwc9uXeee5lVGDofo8KQpfIc9QMHcq4GJggTGnHs 341 115.97.156.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 5, 2025 4:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Barbara Conley barbara@ajdataminesinc.com 4804545787 General Inquiry Dear Member, Would you be interested in acquiring TechServe Alliance 2025 Email and Contact list is Available now. Data Field Includes: - Company Name, Web Address, Contact Name, Job Title, Mailing Address, Phone Number, Industry, SIC Code and Email Address. Interested.? Please let me know So that I can send you Counts & Cost of the lists. I’m assuming you’re the best person for this – If not, who would you recommend I speak with? 03AFcWeA6ZJ88VIRIBLWeqTLhACf2pQfXcczLGaRGlncrxBQmhxs6Mg9rCgFx92e_kqxJ5Rs_lQftpjKvpmDFtwkHduN5jzifIThGqSHjQbRWa-UekmaYePlhnY1wojaK1L7RWVqvnDQc2Rch5psV4Ld96rUsM1_-nVBKC65d263VV1m1c9H1oq1X2INK31smcWba9E6U2J4oPZZssEmygfUs8ON5_xP3xC1-Gije5phDo5-ui4nRTHNJVRsrVE-C4snOmmZ5Vzk764reot69F5PVhS4JeuU0sCCL91w5OwfFWr9PwZkwUEdQX-kbWHbXc0vrqWO9er-o105Ju3HmtW4X46tUgIEO2V5o0XO4q4l_yj70BKrMSFmT5Vh6koWGtzHvKw1iEfgJhi7x9isxANv7XPFiZROJayMTh3K-pnyF3n-qW2a26iRo_qxBKJGj0Gm-RQxbjvcDG_djjGwoXL2_-Gzssc6uOGG7jmIQLLUBFuUjw0abgXxi7j8g5kyRO0ynGRkTTdq9dxaulwWnx7KiN7OPEytik57dgWwbBIvc4xLixajuA1On-2Wfus7egGJi2pQs7F45kkZv4d5l-f7jLcfckC-oXPdf9irmAYf4CSc_C_GLIDGBLRR7a-IDeAlB-u6wjqwztJquzGHkTcbSV8cM8FyfGg29lioaDyMwI_oL4m4KtOK90lk_Q-mN-eh0ybsGNovGEykPy31M0izbzqwfPgoQzhrdxKgRFCNI5hcGxXqRFsmafpxJL9v70hLJFweUczbVlLgRgoT5cpy2w5qPFy6UFxfv7AAo4mPMoGuz_NgbMbmwqQfSEiPOs2GEP88eR_858m7Zn1UwudJrhV7FRH2ZKq8Pmc1PLxxzLB3Qgzm1AL2Fw_O8SshlPrGQpurzYxFvt6s4spM4aWYVkXvga8M6i10I2LndvRaf-sNdYlf_2xdE 342 115.97.156.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 5, 2025 4:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Barbara Conley barbara@ajdataminesinc.com 48045457878 Other Dear Member, Would you be interested in acquiring TechServe Alliance 2025 Email and Contact list is Available now. Data Field Includes: - Company Name, Web Address, Contact Name, Job Title, Mailing Address, Phone Number, Industry, SIC Code and Email Address. Interested.? Please let me know So that I can send you Counts & Cost of the lists. I’m assuming you’re the best person for this – If not, who would you recommend I speak with? 03AFcWeA4eICSGfWeYBoje2w4eZwAugh6q2KIfBUS1Az1Q218xtl3VY-EAxK6i_8Ks_GsfH-Y0kOFpnKC1TUtPfeV-qPafHUe_DtegW3SRuRaPAaErmRgP68J4EVCP1PsteG5buV9Y_cmx601A2kktVf2zG5c6cIciCXeXlcGrg7ew84465De3sNuvM2oEm-ZB0yhkB_Q8BLPs5OnChG1Ko_khHqI_W16kAUQG-S8Y_eOKxkwgSpn1SQsbDdi3z_upbKjVyYNpEo3Y1GDsPV5WQbpR58yjAnDKPLVsKXSedeb1250CkDRDAGyVTZlAhGKFVGXqZJ_yHYy2VPSAedUnoNE4dhe_I7XmXdNR7n3NSF-Yd6vE4ICuWqAb8kJrhzZqUDgLoH_3V-c3jbai_Ri_63P-KThECzz-xB7uaGm131mc2FlPkOo_kdGbDmUp4Q3lDhFdxgJjJRCeoDKWEn1YG9gadtRYFoxfNtYVMH4ZkUfFcwSXBtHp9wAXG8ELS5674EHGgei3Q78n8kqzvWC7DXFo1cxjtB7VaLQHAeD-oAZGGDGiz65EBHfN4yjA3kiust-_CDwiLfQdStHaGEKduDG41LF8pc4YRETOhV2SB-3iVEnUYzl0I24JhUvKudZaP5MAIcLFX1gp-cTpzRum8BWASW_Y3EnpgNNm5jE_LVoZLIjZKMCS_s_Djuc_OvloC8cmlCbYT-J5z0icWoyTs-Hvzj99JfXaCN9e4rl1Pa9rY12F-dGmE3ntwqoB101oqB0dRdYSJrdcR9Uv0opA5-H_E5GIt6TIRzFpTYVsEPuoL7SvSAyohnQu_UEKQTVq3k387dhYtPO5ewNRYmyDBnF73yrgKmtSbH03lfJJV_F_hkfPPFuaPLDYN2CL2b7vyB9JGbDt5YIuI2IXte1QBjAVnqHxLHS02Oom9JGr612Mf2aXIchSeMyzfxiRdwzxLyiKHXWzjMcO 343 115.97.156.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 5, 2025 4:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Barbara Conley barbara@ajdataminesinc.com +1 (480)454-57878 General Inquiry Dear Member, Would you be interested in acquiring TechServe Alliance 2025 Email and Contact list is Available now. Data Field Includes: - Company Name, Web Address, Contact Name, Job Title, Mailing Address, Phone Number, Industry, SIC Code and Email Address. Interested.? Please let me know So that I can send you Counts & Cost of the lists. I’m assuming you’re the best person for this – If not, who would you recommend I speak with? 03AFcWeA5tRtBn9sSEpphYsnw6CISyKGIKyn1H0cueazykJkGMi6Jj5ZupdKcyvBYg1mTnBD6T00EnSGQjno4Uy95rfFOz47IbCdBj-pPLNsJOm6rrYNAuT51ProJGXrDqUr50sPXTfg-M2RGO9YpUYxIH9Zdz2gr8_GGJMA0YDriKngzra8-GcjK1nB_jox9ztQ1Oj9qLWC_DDwkryLbjzx-O8FsaQAw4mVrnC90xPiXQ_pNxIiQwH7TpF7LVS5J8k7u1rxpWvZQfV7Hg5HMRVQlhI0Qui1TFJjUdsRatNLxOJqq2DrkhKOKdvUB61s1Wg9KhOpFtpDhmW8sySr4EAjDOsGjeaI_MY50aRuHYiZZnxaVKG_7gMHkiVvcuAVrFU8IQeWQS_WFNdgfPFL5gIRy6R4p40lTBXr0G80EJJswCa6DQTsm0TAHQ5jYpF33EFE1S8nzEAG3pwlt_UeHUvABb7N__RXF7jUItWV60ctVw021UOqnL4w2T-X_Sy9aPEFgZF476IrKUyofADpRj6uLcR8Xl4E13esWu4RNkRk9sX3IiXYXDdfx2finIE7fLaYF1pUdPN50ghIzaxybm5-pdCea0yihgZBpNT-upIRp2r2CbSilP3y0lRTkdfkO3HDlMl0-limE-Mn0nhvrslrlUhW74u8E6i6VrrioZNNCyjf1EuC_zNWUE3BgvpZP1Uf8vZY3WtLxleGKptdBam2q_0Q8vCA1pxoZ80qaegfw8r7GTbx5T10C-2Pg79W75T9rh8PwsjKkhlbgG5PtI-YS9A2LL_0pMNsMGRemNGpFQPXxftsp9p86VeKsh0Gjf_wU_f-OaZRnPqgtqpglGBrhTh1BQobwemyE0AkcvyKVuH56kHJyfL1iI2G0IHHaZZFR0ymLm_0kYjGeBg-deCnH7ZacWLSV7zokXpuzkeOv5G0-v6CznW2A 344 115.97.156.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 5, 2025 4:21 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Barbara Conley barbara@ajdataminesinc.com 48045457878 Other Dear Member, Would you be interested in acquiring TechServe Alliance 2025 Email and Contact list is Available now. Data Field Includes: - Company Name, Web Address, Contact Name, Job Title, Mailing Address, Phone Number, Industry, SIC Code and Email Address. Interested.? Please let me know So that I can send you Counts & Cost of the lists. I’m assuming you’re the best person for this – If not, who would you recommend I speak with? 03AFcWeA4lZurPGQNLZQ7eqqRMToqn58ohN5B2eth9jS_WrG6xP2XRZ7jSRO7ZrpPYH9cL0SCTrAUlSph2mZtr3lgTUuqJpWk8TeKrzdqNy8QuCJl6XPRafgCwIQsQhIvc2jfJlkstZoqCBYFabdHY2N11E_k-rbGrQw_S68Sbk0doYRDpIrP4FZAbEfTWtn3NjMWM-u_IF5m2EYq3NrPy4fAwvrPbvO793tYpQvvJI2SjBLwlnom4PA048NZFlwjnhoDBy3O-c3DWLiBl4tyAUYIdXr2pwUaCbf5j4eD7ULjq5EnZ7X6O-sRAXlBQ_oGGt7qED8SyKrSi2DoPgsUUqEB7wJk4MwZELk1_4biYfTUuZmV2WBErfO8QikxlHlnNCC0cXQUQno8weYZxMEUtGSECngT0WGg7Sn1LmNueqqXl-OnjNMgviXUQPYNlJxcIURPAznNvKfAv8IpzIdR7orQEZm4bYjI20QgU_cv5E3wTLNp6lE0Y49g32jeW3n1FGSS8Dcfz_NYRp6azNFzb7ugCAVLbI6qOc5DCFq8iFRJ1UaggZ8IMEFHVR7Es14ee0GYArk8E4Y-_OoxKYjaK-i4DQZ8zlK2aUYgQ9ZUDIX5V2ddeUzZU9wEbaTuARIxtxv4TctJhgGr4-IybQxvurCChr71dYU0iIN_TR0kn6XxR5taWwo90vmvF1Xo2eDICRZ_CGe5kM0x7zyiHcgOi6eZ51NM0VyJOquJkIW7VJh39WKfivbCVkdhB2E2BT8rL8tXdSep-w7HheElBRDxc43Mx_PKFEYWYLUMaVY7IeJlSsP0_afk8uDOYkAEtL-PZCp_2asq_NfBYqLaMS6m2WiRDHovg8T_6KW6JLzGhXT5nJ94OezF5CGt56tMXNAUMLy3-zfxXlLCy4G682on80tz8NFgMDNJxJ2nGC_vnQdlwNWgTB7NMedQ 345 115.97.156.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 5, 2025 4:22 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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While technical SAP roles often involve deep expertise in areas like ABAP programming or development, functional roles focus on configuring SAP modules to meet specific business requirements. For many consultants, transitioning from a technical to functional SAP role can be a strategic career move, offering the chance to develop a broader understanding of business processes and build stronger relationships with stakeholders. If you’re considering making this transition, you’re not alone. In fact, functional consultant demand is projected to grow 9% from 2018 to 2028. This career shift is also increasingly common as organizations seek consultants who can bridge the gap between technology and business. In this guide, we break down what the transition entails, why you might want to make it, and how to successfully navigate the journey from a technical to functional SAP role.

Why Transition from a Technical to Functional SAP Role?

Broader Career Opportunities

Functional SAP consultants often work closely with business leaders and project managers, as well as end users. This exposure can open doors to roles in project management, business process consulting, or even leadership positions. Functional expertise is also highly valued because it aligns directly with business goals.

Increased Client Interaction

Technical roles often require working behind the scenes, focusing on system performance or development tasks. Functional roles, however, put you at the forefront of client interactions. You’ll be responsible for gathering requirements, mapping business processes, maintaining a clear line of communication, and ensuring the SAP system meets the needs of the organization.

Strategic Impact

In a functional role, your work is more directly tied to business outcomes. Whether you’re implementing SAP’s IBP or SCM modules, for instance, your contributions can have a tangible impact on organizational efficiency and success.

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Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your [SAP Project Manager (202767)] Hi [Bull City Talent Group], I saw your LinkedIn job post for an SAP [SAP Project Manager (202767)] and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, [Fahad Sikander] Director Strategic Partnerships 03AFcWeA725VdgXOYYYGqqeaRoU5wqLbD8_Lj_wfID0cUMnf6aRtwqrjrm_n3wtTV3B6TSf_hv0Akenbblhbd1u0-n0RfMo0cRQGHrTcbMSfqf8Hf0XYYnbQCLA54Wkn4Sph2ePA2bYaWuAp26alNb0A-ccONxcTRjYqj-IJP2_3wF7NHgjVKd-aEe6nkW49iuCAzRngXnSc25MBME58NXpkpsVa-jyXwPominm6X9ZXO_d8CURsIhQtXlHWmI59oMmb6E1RMnfYHePL3C5Bqu3VIqb3OTXvSibOU7fGlS4fcY9efoxtuDxCyw6f7RUbh0Fmv-lH1HhKNeeBZiIdH-3y7yW4_UWIWWKP7l8D6SzvpkMkurvRtmmy39dJLLI3fDhyIDBJVgwQ-jzpycfyJf_crNQ7dS0fTtsrO2IUVkh8_5X49aY1M0sHer3x6lH8dpxgrzJwu7wJ0CwV_pXuE5ZUMPXtMCVmyGpW-6WDqBzA822bcp-GjmdXkZ4cDCHRKZy5OlTpRrB6TTw9FJruf0TKQOJM2Of9MJgriIYZeumzTQWxN-H-hds8_rZ3sODP2vc2qWShJxyAyatb6jfb4tIavrFKda0Z-rlFPkDBZAhd29N_1RdI3uHglYowTFnRaCaARUpUw8XxVjyt8YevKhlRv3xM7ye8CS2cncz_qrFFA35sqARyURUeVF6d6A2Jb_soFktJsg1p7-VUOmNBke7l6pzBl5PyO8TFTxfW-WzGFDbgAFs_CqogGEUY36xpP1E3d-Nijjz6KuBjDMjQZnnoZEu43JohXC_a9srmfQaH7tpKIqut4OhYQDl5j4euaWMkFSizQrvSHhHEESH9L2vdN53Fv0JJjwqhLiSfjQtIRnRlykyGfK53xDRhxi8S8r_YRJKVIO7pKsa0Vrz1M_wCy1W62g0HxlAVzgGvDF7YgK8vvxHICax8N48qgjEXFIhHI-G-7eNRyrn8YJap79uz_61LAvvoUUcIhjUEsit9-RGWsUd2l4qREVls1ZFjK61xx_ie-tUlzB5ojt1PkqPt8rMgbpTJA63Q 346 157.42.18.14 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 6, 2025 4:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your [SAP Project Manager (202767)] Hi [Bull City Talent Group], I saw your LinkedIn job post for an SAP [SAP Project Manager (202767)] and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, [Fahad Sikander] Director Strategic Partnerships 03AFcWeA55WMdlGv7ji9wTAg9Zei4940_dr8oDzKdXzuXm_IQ9JDaFQByUPdnPg6RqFqCv-raALep3E4WXURgecfkvNa-RmvfbK83SN0DyxL3dOfs4hgpPJ1jpUGULN1JO5xWvx78RoQXzJ-ZH_0HzrVky6ucdMp7KRD6g7_T3gEB_e-4BwyRcfpVQWC7ePQm3wyRjLiMKGCAbCA6Y0qzqAVvhJkYoodktjShUdj-KnDrIEe1HIIdC2SF3UqILnS4G6UuAU7pD07yzFddNqGQDyJYysmmt7zXT7Nl_1_jVYcxa1Azs6srQX3ZLg4ZUwbb_SiJ7KgHdIUbn6IL2XSpGoY7ru_Zx7iHrSS8iLJJC7nz_5JkYCkqACBbtx6J5EE2PSP7l7y2g05wLb9lllGviYvrBylWDkzkCE_3euGqQqrBauoV4RKXvpmTM4ZlTL6VwEVmrMscwR1V2nLhy6cHfP13fiMPZlu5F0Z4prOsQC4EYRzNvqliww47-TsPa6RC8A0s2rLQ7O6nTFz6mibkFi0tNDflXAFgK9z8VHqcO5NYoz08dlGUZ4kKVGquTnuufWngq41HQlvPlnC5B6hlm0Ln2EPc9Q1erg0Ogub8SH99kyb_belmqXBHH41xPs4_RXoOQjDIK33zCRwHRMFUC0-Z_Gj3F6h4isqnG0PhFanlhHFKkPMKBV1ld7a-Eg0CIVL8vVGDLtf6b_k3WwqoVlMRJ48lIsBYbTkRs4VbydDcvKT-gd4YfxBpLvof3uNNDNl3FSPKWjjLasljUNn6Ofa2tiUbL0D1Md3vhVVPVJrPWC4r0DZSWxvKkdnwgEbELiAgPcIyr3_Hi69B4pDBffls8SsgWfit3kjjaLArSfXXzIL6Gnmu_BE1C1OdOHYDzbHc8Ak46D4yo4mD6qKSxP3jI0h6CL-S2rsosjgGQhcKl1gaQS_6oSQA1hdAkn2L-1whFww-M5zbsPU9V6Qxz_jtbzhKodA2rX3rAeW_RTA72ktfCxaGk_XhZiI-1g9JXsd7X_s-wj9fyvpqEx6zmutZFk7C0POeKxw 347 157.42.18.14 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 6, 2025 4:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fahad Sikander F.Sikander@cogentinfo.com 4128502008 General Inquiry Subject: Need SAP Talent for Your [SAP Project Manager (202767)] Hi [Bull City Talent Group], I saw your LinkedIn job post for an SAP [SAP Project Manager (202767)] and wanted to connect. With our robust network of SAP professionals, we can help you find the right fit quickly and efficiently. Can we set up a brief call to discuss how we can help? Looking forward to your response, [Fahad Sikander] Director Strategic Partnerships 03AFcWeA4o7tng0duj3yXEu68BA1KHKd8iuUxL5PYP0MWxVH72S8YpiGiG1--5ln_cgfFXZBJr5UuJmStHseR7Z7kTG71BlTY6rKFUDXFd8J8ItyidG6MahZ0RYCNeli8i5jgoVSCXR5HdlxPCv1TZJu8gJS4gp_vEZ8gBgy-ocNYZQ8Dz6BYO1pn7jsiB5ENcP5cWMWACtBLQwr5v01kXPzayGtbUMlYFlJA1eqnvoTfCltFk9tp_fafp6WCsAjjIPEKrBBk0vY7zMysz-u1MpguUccN3yldjMhDe4567Zyent-jCjpBEh_iEqgQ_y7XYvdjicEQUm7CMtpdPd6ZQE88-rhIgZLC7ZsLD6AO61NVe0-8L83RW8RlwflZYueQradOgzQfLGk0wYpf9Ru8z__1DUt5sgvQG65gfqZerJ4kyMWVKI-dfPGmR9kyX-uQCsI-8oZ_hRKxhpeuLDwvIIw1GoBhm2EZPB2PBj-hyEkrhw1FOKJKfjoPGG8hRS7QGvjrhwuas5mdslJLfAaNWPCeClDWqjxjw0Q6940PFIatlKVsvGEfLxFdUXvsGlZyQzFCnYkDaWVnhn4Z1IsK7y1Noq7YDYIvzHo_aRN070Uj3askvSsZk7bSbJwBj5r0ZpsNYTWsRWiBKiZNrppV14pfS7knno_DhDFnHjaGTX-0N68ZaM4_PBJJ-ANi_GoHklP7Q92t1Q1YEIcAd6W7P6KAYp8XU_kUe5Q4bn3s0N63xtyaruoNR3LDZXC1E2oknYslFs07RZZvd2_GkBmdwIJO4cZPsUZZDtQfzY--2MErE7eTmV2aJMOJkGYFPy2bOwpF5bSj2LzVA2FzHS5f3t11r7FQUdqaDwLzxUoI76BGcITthhLeppYak2hQyX-jQ0t4wo9j57eQ0C7giyFtJp_TwzMG5duJwI1JQuFYh5k98VkF1lNOXFqW7pRIZhspQn8m5CbbYbeO4ycF_-LGgkXx2iWsG2TH7XxSxErUioCJstC00RLt_Oc62ZrAGcau6BbsGF_YWANwnjuw5-d_Vy7xFWA6fzSBb-Q 348 157.42.18.14 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 6, 2025 4:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In today’s unpredictable workforce, contract placements have become a vital staffing solution. They provide firms with the flexibility to address short-term needs which may require a specialized skillset. Unlike permanent hires, these temporary arrangements are focused on achieving well-defined outcomes within a set timeframe. Thus, measuring the success of contract placements is crucial to ensure that firm resources are being maximized. Below, we dive into the key factors that measure the success of a contract placement.

Measuring the success of a contract placement

Were the objectives met?

Primarily, the success of a contract placement is based on whether or not the pre-defined objectives of a role were completed. For example, an IT contractor hired to develop a new software feature is expected to deliver a functional, user-friendly module within the stipulated timeframe.

Were the deliverables of high quality?

The completion of a task or project, however, is only the first barometer of contractor success; organizations must also look at quality, as the quality of work produced is telling of a contractor’s effort. Quality assessments often involve reviewing the contractor’s deliverables against industry standards or internal benchmarks to see where their work falls. For example, a firm may collect peer evaluations, feedback from supervisors, or satisfaction surveys from end-users or clients regarding the contractors' work in order to gauge whether they underdelivered, met, or exceeded expectations. Within IT especially, the robustness, efficiency, and user experience of a product are key quality indicators.

Was the project cost-effective?

Cost-effectiveness is the next measure of success for a contract placement. Organizations often turn to contract workers as a way to manage costs associated with permanent employees such as benefits and long-term commitments. In turn, a contract worker’s upfront cost may be significantly higher, meaning a contractor must deliver outsized value during their shortened time at the firm. This involves analyzing the return on investment (ROI) by comparing the costs incurred during the contract period with the tangible benefits delivered. It must be noted that sometimes contractors have intangible benefits which cannot be calculated like adding to firm culture or supporting peers. These intangibles should still be evaluated qualitatively by managers. The adaptability and integration of a contractor into an organizational environment, for instance, is vital to their impact on existing workflows, as contractors who quickly acclimate are likely to be more productive and collaborative. That said, managers should focus on a contractor’s ability to communicate effectively, collaborate on projects, and work with peers.

Was there a positive long-term impact?

Finally, the long-term impact of the contractor's work should be considered. For example, if a contractor’s work leads to process improvements, their contribution to the firm can be weighed more heavily. Long-term benefits reflect not just the contractor’s skills but also their ability to provide sustainable improvements to the organization.

Looking Ahead

Measuring the success of a contract placement involves several benchmarks. These may include evaluating the completion of objectives, the quality of work produced, cost-effectiveness, adaptability within the organization, and the long-term impact of the contractor’s contributions. By considering these factors, firms can better assess the success of the placement, and if a contractor demonstrates success across the aforementioned benchmarks, a firm may even consider hiring them full-time. Contact our experts today to learn how we can help with your staffing needs. Contributions from Jake Park-Walters

As organizations increasingly rely on SAP systems to manage their business-critical processes, the need to safeguard sensitive data and ensure regulatory compliance has never been greater. In turn, with the rise of cyber threats and data privacy regulations, the demand for specialized roles in SAP security and compliance is growing. For SAP consultants, this presents an opportunity to expand your expertise and pivot into high-demand areas. Below, we explore some of the emerging roles in SAP security and compliance and how you can prepare to excel in these roles.

Why Security and Compliance Are Critical

SAP systems often serve as the backbone of an organization’s operations, housing sensitive data such as financial records and customer information. A breach or non-compliance issue can result in significant financial losses, reputational damage, and legal penalties. With evolving threats like ransomware attacks and stricter data protection regulations such as GDPR and CCPA, organizations are investing heavily in robust SAP security and compliance frameworks. The adoption of SAP S/4HANA and broader SAP cloud solutions has also introduced new security challenges. These include managing cloud-specific compliance requirements and protecting data as it moves across systems. As a result, new roles are emerging to address these complexities.

Emerging Roles in SAP Security and Compliance

SAP Security Architect

An SAP Security Architect designs and implements comprehensive security frameworks for SAP environments. This role focuses on ensuring that the SAP system architecture is resilient against internal and external threats. Key responsibilities typically include designing and implementing SAP security strategies; identifying vulnerabilities in SAP landscapes and recommending solutions; collaborating with IT and business teams to align security measures with organizational goals; and ensuring secure integration of SAP systems with third-party applications. If you’re interested in perusing an SAP Security Architect role, consider building your expertise in SAP S/4HANA security and knowledge of authentication mechanisms (e.g., SAML, OAuth, SSO). It is also helpful to gain experience with SAP Identity and Access Management (IAM) to ensure you have a strong understanding of network security and encryption protocols.

SAP Governance, Risk, and Compliance (GRC) Specialist

SAP GRC Specialists focus on ensuring that SAP systems comply with regulatory requirements and internal governance policies. They leverage tools like SAP GRC Access Control and Process Control to manage risks and enforce compliance. Key responsibilities typically include configuring and maintaining SAP GRC modules; performing risk assessments and monitoring user access; automating compliance reporting and audit processes; and educating stakeholders on compliance policies and procedures. In addition to proficiency in SAP GRC modules like Access Control and Risk Management, these specialists are typically expected to have strong analytical and problem-solving skills, knowledge of industry regulations, and experience in segregation of duties (SoD) analysis.

SAP Data Privacy Officer

With data privacy laws becoming more stringent, organizations need experts who can ensure their SAP systems adhere to data protection regulations. An SAP Data Privacy Officer ensures compliance with laws like GDPR and CCPA while safeguarding sensitive data. Key responsibilities typically include implementing data masking and anonymization in SAP systems; conducting privacy impact assessments (PIAs); ensuring compliance with global and industry-specific data privacy laws; and educating employees on data privacy best practices. To excel in this role, look towards building a deep understanding of data privacy regulations. Knowledge of data anonymization and encryption techniques is also helpful, along with strong communication and stakeholder management skills.

SAP Cloud Security Specialist

As organizations increasingly migrate to cloud solutions like SAP S/4HANA Cloud, the need for specialized cloud security expertise is growing. SAP Cloud Security Specialists focus on securing SAP systems in cloud environments and are responsible for: configuring and managing security settings for SAP cloud solutions; monitoring and responding to cloud-based security threats; ensuring compliance with cloud security frameworks; and collaborating with cloud service providers to address security concerns. SAP Cloud Security Specialists are expected to have extensive knowledge of SAP Cloud Platform security, as well as an understanding of hybrid cloud environments. Experience with cloud-specific security tools and practices is also a must.

SAP Security Operations Analyst

This role focuses on the day-to-day management of SAP security. SAP Security Operations Analysts also monitor systems for vulnerabilities and respond to security incidents to ensure that security protocols are consistently applied. That said, key responsibilities often include conducting regular security audits and vulnerability scans; managing user roles and authorizations; monitoring security logs and responding to incidents; and implementing and maintaining security patches. Experience with SAP Security Administration and knowledge of security monitoring tools, like SIEM systems, can help you stand out in this role. Strong troubleshooting and incident management skills and familiarity with SAP EarlyWatch and other diagnostic tools are also helpful.

How to Prepare for These Roles

1. Invest in Training and Certifications

First and foremost, consider obtaining SAP certifications like SAP Certified Technology Professional – System Security Architect or SAP S/4HANA Security to broaden your skillset and highlight your expertise in the area. You can also broaden your expertise with security certifications like CISSP or Certified Ethical Hacker (CEH).

2. Gain Hands-On Experience

Next, seek opportunities to work on SAP security and compliance projects. Volunteering for tasks like configuring SAP roles or conducting security audits can provide valuable experience.

3. Stay Updated on Industry Trends

We also recommend staying up to date on SAP industry trends by following SAP blogs or joining SAP user groups to stay informed about the latest security challenges and solutions. Being proactive about learning will position you as an expert in this evolving field!

4. Develop Soft Skills

Finally, roles in security and compliance require excellent communication and problem-solving skills. You’ll need to explain technical concepts to non-technical stakeholders and work collaboratively across teams. So, in addition to obtaining technical certifications, work on building out your soft skills in communication and collaboration.

The Future of SAP Security and Compliance

As organizations continue to digitize their operations and move to the cloud, roles in SAP security and compliance will become even more critical. Emerging trends like automation in compliance and advanced threat detection will shape the future of this field. For SAP consultants, specializing in security and compliance offers a chance to work on cutting-edge challenges while making a meaningful impact on organizational resilience. With the right skills and mindset, you can position yourself as a valuable asset in this growing field. Looking for your next role? Click here!

Fiorella Caligaris f-caligaris@humanitas-it.com +39 3663038549 General Inquiry I’m Fiorella Caligaris, founder of Humanitas IT. I’m interested in exploring potential ways we might collaborate. IT Headhunting: We specialize in identifying top talent for IT and generalist roles tailored to your specific needs. - Our success-based fee structure means there are no upfront costs, and we offer a free replacement guarantee if a placement resigns or is dismissed. - By working on a non-exclusive basis, we demonstrate our expertise and commitment to earning your trust. We specialize in recruitment across the USA, LATAM, and Europe. In case one of our candidates is hired, our fee is only equal to the candidate's first month's salary. If you have any active job openings or positions, I would love for you to try our service! Thank you so much! Best regards, Fiorella Caligaris 03AFcWeA5lWnwQt0yKTN-OUcU1FiksseNaDcvPlcKPoG_D-8d37RnIv_WVzdimzEKpT-eUPZ6zJE0QRZxqMRErCqqEM9fmVgWmtGxiy-c7B1WnVLg4HL-EF5xRYH9onrBBqWLQecnpMa-zKeKVofYE_WyfbS8ykUumZsdV0_pnBXFUG-3Ato-xEZn94jJLFuZRCBcCix5AMXY2T3rD-Y-Ls0APKw5xFyjZ5POapegsU-wXSrVObfl6xAA_Y0UFaBLfeCNT-_ajqA2UFHYF37Y7znF_01Nvbs9k9xCejcak_G2meEswCdaWeqlUrVP7nYEkvzAYRYxdPzzZOvAkNsU5_l8t5WICc-LFyx-yStg7sHkb-PGPQUJQbQOT7MmyXjtrCLFE6o_2AjhvIF8g_bsG3296ThM0cqeHhPCqLXAn3QpRCk2WLXzzwBrv6QKsrt3nLp6wI1VsOIx8phvbwdVwhFre9dVKxLma2ud5Fs6F6qZTe4cmKZXjB02MdkaYXbfg_goAxSqmMCZJyurK2Tx_OWH1wIRc8Y3n4ucaEvo5WV1JSMx_OSHOY19z7fYFG7TRy51er1uzGmJuRCnk5ARk6OYuux159WbHX6OATOl1gHd8Xi_5Bt1pgbBEQPXh9ferZfpa7RyVvC8-01hgTxohS07tdTIgW7VEkvPpf8HieRA2YE5VX-HhKGDHChXsat60lpq6PjznLLa-hiu69vANifn--By6RWF8BQgqSs8gHDeXvCLFql7mGmzINUxI2IyOe-iBGM7uiiYHZs_CIXNuQWPr49dJOvT82CHH0jL9BDN77P-RuVdsPXd4A5tJatj4W9PlnrAwBH-HNP9TUihLcRSq8tA9U_fa1GbQFaSgEG6UKssYab1yklA1p3SAx15eQrKq_S_c6V7IiBMPwQKgOxz0VY3Cm66DUFPjj5qDLlO79Zcsxsd9r4YKXwbXTDa6oHpPcAF_MejSBdJY8vmSuFFrmUNzPUTHugrrCBMDSDTONKFvp_TceO0h2WhnuxjVbEJNClYC2S_G 349 181.45.85.86 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 13, 2025 10:57 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fiorella Caligaris f-caligaris@humanitas-it.com +39 3663038549 General Inquiry I’m Fiorella Caligaris, founder of Humanitas IT. I’m interested in exploring potential ways we might collaborate. IT Headhunting: We specialize in identifying top talent for IT and generalist roles tailored to your specific needs. - Our success-based fee structure means there are no upfront costs, and we offer a free replacement guarantee if a placement resigns or is dismissed. - By working on a non-exclusive basis, we demonstrate our expertise and commitment to earning your trust. We specialize in recruitment across the USA, LATAM, and Europe. In case one of our candidates is hired, our fee is only equal to the candidate's first month's salary. If you have any active job openings or positions, I would love for you to try our service! Thank you so much! Best regards, Fiorella Caligaris 03AFcWeA5Gi9I4d74ucnZQFpue8mtbHZaZH78tMqTUK4oAGj5PJvWIBgupOKDQKgKkpOEzP0rTI9Wsku4cj1aNn0Eh7UX9l6ZgwGOnOM77ZTxGUxg4qcfJg3H31yoKQ_elgjm0f77k6hJTQji9AkwlvuQn4Rwg1SZlLRLLOX8qO0T2TXsdq1he5vxZP2YQ2NLrYjLWnq2dq8S1EhgzGABoe5dD4I9maM8Qv0YlXJ_YA_ETL_kM0gEO0KyC7_WylzPa3ZNUf_DdIuYkFl7KVJvcWT_FKmjLhBVLOoocPRiVvWIlfSqb5oKLUYeztRa1B8x5xZlmqCHz4d-lALXA0qk80sv3WgHVxAi3mnUrEZfJFePwbxuBiqDyD6JHxBwYOOSW40gbgDJ5cWEmfZR_sohyh1rD7UHFk_kNJB-2larFrz5nAY9jPEcRoaYi4VcfW8_2UTeqUunXqY7xSn2sSocIL0F9zlvHy_HENSpbSD_IMLNXlSKYTpMtS-DgPJVuC_WY-8LXalh7-JuKtwZHi4t_Drf0OdqFaH9TQ30QscJf9pDDVVe9ca8rFIN0FLwrH4fBcShwegelWCDxtPXU4oFrRDSFLx-17eRps7FXMEYcuGHkiLVTWUOCnUrFKY3N8NCx1y2mT5URm-Kivg9oP9QsOUeDvO6P-s2D_OYYRZ51THOVes0-EWzZbj3H3FuLsgWmzTxrD6R5IeubpvDYtmmGwuEB0EBZDdIOO7us_1JUWfUvc4--l81Msk6qn60ZCWwpVGu2YcGSXP6CZ1mebVoBPf7h-QnvguDmZBHDRNB8FVrJ4lm5Gn7tNfFBM1ACSlaZ_3L-KMOizFCZaLD5_3G24Kdp-y_PUeQO8FY5-TmYlzUgVyG9qSVlCdK3QY3fgdpOFwmRsowlV3HE1kBFOZtz428_yN-iB07ZxwKZJBnCP8_p6LZtnnGogw75ekWJYw4WdY0Bx5QUeHHhFC8-Ggh1_as2DKtBqtGa71Zvzd9nuMHvQmW6R4Sto6VLjXTv48K12Fx5YNUl00JM 350 181.45.85.86 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 13, 2025 10:58 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fiorella Caligaris f-caligaris@humanitas-it.com +39 3663038549 General Inquiry I’m Fiorella Caligaris, founder of Humanitas IT. I’m interested in exploring potential ways we might collaborate. IT Headhunting: We specialize in identifying top talent for IT and generalist roles tailored to your specific needs. - Our success-based fee structure means there are no upfront costs, and we offer a free replacement guarantee if a placement resigns or is dismissed. - By working on a non-exclusive basis, we demonstrate our expertise and commitment to earning your trust. We specialize in recruitment across the USA, LATAM, and Europe. In case one of our candidates is hired, our fee is only equal to the candidate's first month's salary. If you have any active job openings or positions, I would love for you to try our service! Thank you so much! Best regards, Fiorella Caligaris 03AFcWeA6DtDkTE3qad8H-ZRC4EpOtRUb2SUEF7sHHA_xXkXFaKA6GjhnbRNDmxARRThAFfq8aufYgdBcb24jLk54r9E3FiCb_WUHGewZJVpVmcnL0Yt4h_xAsyfOPkla3euSGHQe8YKWynu9mTl2MfaL31p_gqqOYPzW8bPWTH7Q9Ndy4lAet9pe-nTjZwmqK5v9ebR82pCM84vd3Hmf9pOqrFh-SZfkN0VnypKWXhxQ9W0ygtHzX88uH8HvKGFbiwFPkkYcq58JXLyNQVlcW2djY7a7_0ehJcyuC5kGPeTKV8cvPjdYpnXKILZMuJeIExDvfVkhC1ywVG1FjjFPtitXWrUO0RG4a50AueVi_a8smTt1N852GP6m3ifEuhbswN9WG6XtvX96inqtjKU05XtWiwONaFyowZjPlQYH3ZKdFg_AbM0d3C12kR1npntBGAFI3Lm7dD0xdPA_qpVc2pfxB-QGLMkMNIaoew7qOGscmDZHeSFMxNKEYQ-m1Ir2JO0D4sJoU77knzDBcq8ErNM6YWliIIGJxXeW4zaIrYi0WwetZfeWwHPrO2I29lTYoCWHbxLM32zeJ8iU9TR-FTihjULx_3WUol72cF61gLWFx2MTw01ccHCvAFeU11tRNplbklEzyAxVpO-ezuKsC9A8NoSCOLjH2E4K9yvquJYbpLIHNR8m64tUgcPx7MMI8rhK-_hau04Zs5hkb2wypTQG0d_KJpzqUcOYZhlvrzxlKZQ7KR8Y0eXhTEZfPBIPnbI_gZP4fZAWSCn2ziXSBnKYOxAXAU5zasFR100eb7U-LWzz3UZ_GfNEFaA3IV_dv-d5XWIwS4AZXb1fsj4Q_ABMgaduFhOTRYwZ8rkFMQl1hOdrkBPMCu5g1ZNGicKjuYzXL16Ao5lfG7vqjA12M0ncxk6OgycHnab2Ewi7I-8COVAKrMWRzEaYwcYShc46gIjn_-tv7PFqSxmgd7LR7fjeVy-wwOr70iL-96H97-ppZ2GYwKlm8zCbkuhJdtdI2xh2dlaMmLbnDf2uEaV9taxnkk1mG49c_cA 351 181.45.85.86 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 13, 2025 11:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Whether it’s implementing a new technology platform or launching a product, projects require specialized skills and expertise that may not always be available within the existing workforce. That said, organizations are increasingly turning to contract staffing for project-based work. By leveraging contract professionals, organizations can quickly scale their teams, access niche expertise, and maintain the flexibility needed to deliver successful outcomes. This article explores the role of contract staffing in project-based work, highlighting its benefits and key considerations for maximizing its impact.

How Contract Staffing Can Help

Access to Specialized Skills

Projects often require highly specialized skills that may not be part of your organization’s core competencies. For example, implementing an ERP system like SAP S/4HANA might necessitate expertise in SAP, system configuration, data migration, and change management. Contract staffing allows you to bring in professionals with deep experience in these areas, ensuring your project is executed with precision and expertise. Contract professionals often have a track record of working on similar projects across multiple industries. This breadth of experience enables them to provide valuable insights and avoid common pitfalls.

Scalability and Flexibility

One of the biggest advantages of contract staffing is the ability to scale your workforce up or down based on project needs. Unlike permanent hires, contract professionals can be engaged for the duration of the project, helping you manage costs and avoid long-term commitments. This flexibility is particularly valuable for businesses with fluctuating workloads. For instance, a retail company preparing for peak holiday sales may require additional IT support to optimize its eCommerce platform. Contract staffing provides the agility to meet such short-term demands without straining internal resources.

Faster Time-to-Hire

Traditional hiring can take weeks or even months, delaying critical project timelines. Staffing firms specializing in contract placements maintain a network of pre-vetted professionals, allowing you to fill roles quickly and efficiently.

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Fusion Vibe info@fusionvibeagency.com 324840304 General Inquiry SUBJECT: CAN YOU HANDLE THIS PROJECT CUSTOMER SUPPORT? Dear BCTG, Please check if you can handle this project of customer support for one of our clients. Following are the project details in writing, meanwhile I would also like to take it as an opportunity to discuss in a meeting that how we can establish long term business relationship: PROJECT 1: Estimated Start Date: 04/01/2025 Term: 1 year with like renewals Type: Omnichannel Language: English/Spanish Can the Agents work at home: Yes Hours: 8am - 8pm EST Monday - Friday (1 Agent to start at 8am EST and the 2nd Agent to start at 12pm EST) FTE’s: 2 (320 hours a month) Scope: Omnichannel support includes calls, emails, chats, and social media monitoring. Agents should have basic technical knowledge, primarily troubleshooting awareness. The client will provide training on their storage devices, such as USB drives and memory cards. Work volume is low, averaging 200-400 calls per month, with fewer emails and chats. Throughout the year, the Client experiences increased activity, particularly in Q1 (January) and Q3 (September). To accommodate this, they would like to have an additional FTE for these short-term periods. The Client would like to train 4 Agents in case of call outs. Could you also confirm if a Team Lead or Supervisor is required for this campaign? If yes, please specify how many are needed and the applicable rate. PROJECT 2: Estimated Start Date: 02/07/2025 Term: Unknown as we have not talked to the Client yet Type: Omni - Email and chat support. Calls will be added at a later time. Language: Initially they need native language speakers for Italian, French, Spanish and Turkish. In the future, they may also need English, Arabic, Hindi/Hinglish, Bengali, Portuguese, and German. Can the Agents work at home: Yes Hours: 24/7/365 FTE’s: 4 per language ( Italian, French, Spanish and Turkish) so 16 to start. (2,560 hours a month) Scope: The agent will handle incoming chat inquiries from customers in 03AFcWeA4sTmAUmGlkX1_NaW6C0YbFK1N39ItJkqeX1OkzIkqehsG7ZT53ubZM5EHTkdXsBHTS8Wxr4H0Fk0xB-y5xupaQ5CXwNU_AQ-5kf91fh3vGBAxbvZmv8FrIUyILOu9XpjSwKT44egoQBwoIwzoMKwy2QK97VBME73xW_9uRPYQj0x7wQ84ofY_ARpGD7oJaYv27UXKClIPeJdSvRZId-TANFPGKT9eTz5Rzwq2rwPpqwK7DpSZh-f-HeB9WDv0ewQztRoN3ZOxmooPOnTGymmj6zT-mDwvSISAgjcKnDgoNemGjG785r0fZDN9kx1_6verRGa11j0JFGtQvPstUFmg8CVk5805nNAIVjedTlnvfYK3L-rvgfz5ykMVP3eZhPZlOHsr2AWMSKtRkNB4c4ZhW_d5J97mocoowWCd5ul_UP8Y9bwFznGHObVd5qKs6XdjVc9sfNQxtRSTLgnn_ZNN8dHexmi1nW15IXhC0mu8-JMdlErXBxzND4JHNzOCbmUTphutOeLMOXTDy5zXGyPxnDy1iXwbeK5xHG76AIUNGo0a9IRrAVpZwgTYgY3KrhCJ1O43ThMFhtMg8ZndrWCavo5NGcz_oCsqDkCrceaxOVd4NMYVNmCrrqnThiI93tdUkaBEMa4yS_hIydp9iEm-u6zvRxFEHPgXt_Cr5ZjWDoH7NGGwoN_K1G3dsoiqoR55QJPOIHRidrtCuqXW0mjsQ4W7qomHRLZsirGGbQ6G5DTDBcTVmlWhqrInbJOc7nU1RQ3RI9BZH_gJ4HaJLOuhrAHxnifOL1oHGhYfVsqGUCamUIOUT0TahIrS12rCAhWgyMciOo4q9FyHuJvdLdSVwapTbPt5TCN1yT5qP7UuGIzvZFHGOxbbXuwH7FskTgcUXR3l1Bihk019NKZZOvrlrzAxKLg 352 154.208.43.37 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 17, 2025 6:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fusion Vibe info@fusionvibeagency.com 324840304 General Inquiry SUBJECT: CAN YOU HANDLE THIS PROJECT CUSTOMER SUPPORT? Dear BCTG, Please check if you can handle this project of customer support for one of our clients. Following are the project details in writing, meanwhile I would also like to take it as an opportunity to discuss in a meeting that how we can establish long term business relationship: PROJECT 1: Estimated Start Date: 04/01/2025 Term: 1 year with like renewals Type: Omnichannel Language: English/Spanish Can the Agents work at home: Yes Hours: 8am - 8pm EST Monday - Friday (1 Agent to start at 8am EST and the 2nd Agent to start at 12pm EST) FTE’s: 2 (320 hours a month) Scope: Omnichannel support includes calls, emails, chats, and social media monitoring. Agents should have basic technical knowledge, primarily troubleshooting awareness. The client will provide training on their storage devices, such as USB drives and memory cards. Work volume is low, averaging 200-400 calls per month, with fewer emails and chats. Throughout the year, the Client experiences increased activity, particularly in Q1 (January) and Q3 (September). To accommodate this, they would like to have an additional FTE for these short-term periods. The Client would like to train 4 Agents in case of call outs. Could you also confirm if a Team Lead or Supervisor is required for this campaign? If yes, please specify how many are needed and the applicable rate. PROJECT 2: Estimated Start Date: 02/07/2025 Term: Unknown as we have not talked to the Client yet Type: Omni - Email and chat support. Calls will be added at a later time. Language: Initially they need native language speakers for Italian, French, Spanish and Turkish. In the future, they may also need English, Arabic, Hindi/Hinglish, Bengali, Portuguese, and German. Can the Agents work at home: Yes Hours: 24/7/365 FTE’s: 4 per language ( Italian, French, Spanish and Turkish) so 16 to start. (2,560 hours a month) Scope: The agent will handle incoming chat inquiries from customers in 03AFcWeA6WEFcwznWJNqPl5AW2S_T5NFdEzHAQcZj6WDsgD4unVs2c1Ht-7Sn3cte_fyrvwDEHyD02zWiE9XiHCb50G7tgoUu4I47QI1j4NmKS7IbDeELu7G0Yxs119Qhm-tC_iCMYYpChCh9iRju4Nzko4JgdDywlEKvnRI4EY5ViuP8FFYOnnbuuURluWl_tBzg_8nQPIeWfG0fbZSiKVCBbVjyDQic4b2pYQb1abUuACH1OAc6HP5_DkYcJZuyFkWMyI4bJWiFUGzGX3eQ2I1yggjHTo0z1kpnd-K3fCGGw__BN81Hz9Eiv7zxdyO9u2AY9h_gETc3SagnXzTviqkNuVf0PWA09XFt7Wp9edJNSgPvwLj87PBZl1EBlDKdbpUnsBiDECVuw1eOGPAhL6002MiM2qwNIsFYi0i_GYh1H8aop13cJBNidNWv8XFjDMntdqdAmKx4kfY1z1dEVA4-o0oegxgs_t_JkynFJ_3i4Dhs-Djftl966TtvXWuqhXr01fxfoGMdcMYMnJa09svQLqZUbPnLelb5zLRNXEN06Duk_muVX7STa7_Ch0aOqGj4xE9YiyKbnAQr1k2wSy7tnrOKYx7EhXiO1dZEhBwD7pkbW0jhLKDBJ-IybcR9RHFOqEUDb5aD9MYK8SdlGmFMc4iYCIv4vJ3ojWZ1k4ey2FlpRdBVGqQODC1bLOHcX3o_VETkEbTxJ8RBYYTSBFOi69ls0rdA4fSfDgA9XIii0vzstjKYch875HR8uuYMO1m24coTZknqKQXjvfpTKlKgl4ORUQGlGwgmYRDfye6RwlcDkumOdKLlVH0i1BS_7wwTPkqVoioIduNTRr8bcs-fBaquIVXJpErTRPlOLWxyULiWSPzhRIYof9ghjwGaqwjbrl7_maW3nidk-c6pfdXMZmqs52EI0p6Z1SL1oLNwIOBHBhX66G00 353 154.208.43.37 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 17, 2025 6:26 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fusion Vibe info@fusionvibeagency.com 324840304 General Inquiry SUBJECT: CAN YOU HANDLE THIS PROJECT CUSTOMER SUPPORT? Dear BCTG, Please check if you can handle this project of customer support for one of our clients. Following are the project details in writing, meanwhile I would also like to take it as an opportunity to discuss in a meeting that how we can establish long term business relationship: PROJECT 1: Estimated Start Date: 04/01/2025 Term: 1 year with like renewals Type: Omnichannel Language: English/Spanish Can the Agents work at home: Yes Hours: 8am - 8pm EST Monday - Friday (1 Agent to start at 8am EST and the 2nd Agent to start at 12pm EST) FTE’s: 2 (320 hours a month) Scope: Omnichannel support includes calls, emails, chats, and social media monitoring. Agents should have basic technical knowledge, primarily troubleshooting awareness. The client will provide training on their storage devices, such as USB drives and memory cards. Work volume is low, averaging 200-400 calls per month, with fewer emails and chats. Throughout the year, the Client experiences increased activity, particularly in Q1 (January) and Q3 (September). To accommodate this, they would like to have an additional FTE for these short-term periods. The Client would like to train 4 Agents in case of call outs. Could you also confirm if a Team Lead or Supervisor is required for this campaign? If yes, please specify how many are needed and the applicable rate. PROJECT 2: Estimated Start Date: 02/07/2025 Term: Unknown as we have not talked to the Client yet Type: Omni - Email and chat support. Calls will be added at a later time. Language: Initially they need native language speakers for Italian, French, Spanish and Turkish. In the future, they may also need English, Arabic, Hindi/Hinglish, Bengali, Portuguese, and German. Can the Agents work at home: Yes Hours: 24/7/365 FTE’s: 4 per language ( Italian, French, Spanish and Turkish) so 16 to start. (2,560 hours a month) Scope: The agent will handle incoming chat inquiries from customers in 03AFcWeA46ER7eG5lljvUTVewgpNV4gmvHkpVFsdv-wFdTbJu175QbS3OF34OtJgfAD-SJpjI1VDgAxoNxhU1jm4_kuBwklKPCJN6-7kxGMOGv-JYUENRUjSUiPBav7KaVTtAykdO2geJrrczF0EroQFQjz4OACrnCGXQqfEc9oFznTJvvQHznth_lwCa4vI-y471_oVVV33wQ846eD5K7djt_KmviV0qkjFfb_Drd7PxMq1N69g_K3j7IfkScBT3J0yHinTG4fti4ZZz05v7lHJK0IS59FPQ3eswt_fW9lRtd4TMXBb2YAXZfuW7auEpa8loK8k2vhDYzsdSo5hkutLwUtylbrKiBWe50Pc2GWV_lH_nYNPONM25qtsN83t7Iuro-_0pllULb1lWmMe_2EqjcZOn6xsgARgpAJkstQPKHX9aNXw0i876jqsyxGChjrxCRSwEyWKMakkQK0CqwEYPmirEMyEyLlw4LacM0TA1KUoNjREd21Q1zuUXvtLN8sv2vhCLFPNEtuBz4KZIqjKrYUMJYEyQrgtQEJk72MrdhdQLEb2DEX4aq-35UzByfwYz-zd4itMMI-GyC5N7d1CJSR8dSwZT3HnftpXGRcymrpsEykXx4jHmZ63jsN6zk95tsM9TKymHIleQFVm0S0R2Sf1GkGXh9jnIuEvliUaPynMB0GWJEwW2EngYdZcsoLHDXd867Gf9sSq9eJyAxFaSvNPnZgIXDGoXiZd7DIM4x1i3zSotsp8jOzWYLveboLkhRz7EAzRj30Hn2G6t8zuAU4i-F4yrTGDwOVlsI2SYAh4uUi-VRaOnymypxhS2aiXsYXPgJuCqZYzOoMKXpc9STW3FhOfNnTemiKhVzlW9MvHGBGBjlWl3r87AJ0PjEUkaYej37-MOEMnOi1YXIFPmRq3fXtrIpVWVH9CNA8dQLtnPQYuKOTgw 354 154.208.43.37 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 17, 2025 6:27 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fusion Vibe info@fusionvibeagency.com 324840304 Other SUBJECT: CAN YOU HANDLE THIS PROJECT CUSTOMER SUPPORT? Dear BCTG, Please check if you can handle this project of customer support for one of our clients. Following are the project details in writing, meanwhile I would also like to take it as an opportunity to discuss in a meeting that how we can establish long term business relationship: PROJECT 1: Estimated Start Date: 04/01/2025 Term: 1 year with like renewals Type: Omnichannel Language: English/Spanish Can the Agents work at home: Yes Hours: 8am - 8pm EST Monday - Friday (1 Agent to start at 8am EST and the 2nd Agent to start at 12pm EST) FTE’s: 2 (320 hours a month) Scope: Omnichannel support includes calls, emails, chats, and social media monitoring. Agents should have basic technical knowledge, primarily troubleshooting awareness. The client will provide training on their storage devices, such as USB drives and memory cards. Work volume is low, averaging 200-400 calls per month, with fewer emails and chats. Throughout the year, the Client experiences increased activity, particularly in Q1 (January) and Q3 (September). To accommodate this, they would like to have an additional FTE for these short-term periods. The Client would like to train 4 Agents in case of call outs. Could you also confirm if a Team Lead or Supervisor is required for this campaign? If yes, please specify how many are needed and the applicable rate. PROJECT 2: Estimated Start Date: 02/07/2025 Term: Unknown as we have not talked to the Client yet Type: Omni - Email and chat support. Calls will be added at a later time. Language: Initially they need native language speakers for Italian, French, Spanish and Turkish. In the future, they may also need English, Arabic, Hindi/Hinglish, Bengali, Portuguese, and German. Can the Agents work at home: Yes Hours: 24/7/365 FTE’s: 4 per language ( Italian, French, Spanish and Turkish) so 16 to start. (2,560 hours a month) Scope: The agent will handle incoming chat inquiries from customers in 03AFcWeA7klHIpTd4CVxZDIcTUtP2k5UmeFkb5Xin3e7SOh0lo8WMDeByyQ8CTOP05I1fLVPk3ZDvd1kouPMPEkr8uUfDhCPPptdFcTvMkCBgfrWf1dMz3HGRrjCfLcCDDcNY5rlsjQXM-N_DAwyWY4vpp_nV9AgemJ1FlLCiX-vnJO0VqNumo4BjupbLbqV9bkIdzQO-rG-EuXLcW8emV40GWnNLJ6-HJ2kZZE78TfwWT5dsf2GxrjpM5O9vAe-aZrwEXoXEnoiuve3XQQpGIX4cWMw3yg7vfbJOWtC5vCPrO7Af9yRkZLUQmJov18Z5fFjtiERb5_rOUMri2-Ovc91UPBUS8PQER1OKjVdqCe3UxeT2HMihyf9PblAQ4Hd9F_LMiB8qHB6BEllFYKW3cLpyMw386PP_NfkarGR3HiPh4YkHyp45-AotvkxlmdcSMaK31Q_XAO6beX8Aso3cgWIeqdwIruP6ut2Nw_Q0DnvhsGxbz4hzpRWvApohUJpzG-aqCRAFQDrq5yjdENy9X-onz8o8fX7S-L8m8elgQ7tGdKtC8EKNv1z2o5BKDA8ow79lqyQwJM-nOf3EzcgTn7wNn2XGQ0yiWANPwdYoFrc07PryqZ_Ji45QVyAbwcpltYtCiXvjUORhdV1WrGhtZs2VhOPY-O-4-T47nHa_hDl6uhHE7j6FjmwQWREYF07XnqluRlFUmCo6CbKUs0W0HOgiN014bOeiWhZLw1C41PpPn-Qrn9f2S2nr0w7gLyEGBASlLwF3xnLve_PxZEf4mHF-4pMWuIe55N-1OKpTANF3LTOTd_SyegqeQjgOMuvN48VLZN5s-MJ2T1WuzgBKA1oy1IX3z-I8i39gQrFkCmPAKeQydq8W-NOQ_X96a_A2CBxg2rqxi9260J-sLxvZLe_qgCNdtfTiWtkrqeQpmsqq59zF2-6cDTAQ 355 154.208.43.37 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 17, 2025 6:28 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP consultants are hired to help clients with the design, implementation, and maintenance of SAP solutions. They get to know the company and its inner workings, making recommendations for which solutions are best tailored to the client’s success. In 2025, SAP consultants will need both industry expertise and interpersonal skills to stand out in the job market. In this piece, we have outlined some of these essential 2025 SAP skills.

2025 SAP SKILLS

Expertise in SAP Integration

SAP integration experience and knowledge are crucial for consultants as businesses increasingly prioritize interconnected digital ecosystems. Companies are no longer adopting SAP solutions in isolation but integrating them with other platforms like Salesforce and Microsoft. This integration enables real-time data flow and process automation. Being able to ensure seamless connections between systems will keep you competitive as an SAP consultant. Another challenge with the increasingly interconnected digital world relates to privacy and security. With data transfers occurring across platforms, consultants can play a large role in managing data encryption and meeting regulatory requirements. This skillset is indispensable for maintaining a competitive edge in this digital, connected world.

Understanding of Multi-Cloud Systems and Cloud Migration

As a growing number of companies transition to SAP S/4HANA, the demand for consultants that can help is increasing. Many of these companies are already utilizing other cloud platforms, so they will need help establishing a flexible, multi-cloud connection. In 2025, SAP is enhancing their support of these platform partnerships to make client transitions easier and establish a hybrid cloud network. SAP consultants that can navigate cloud set up, integration, and security practices will find the most success.

Ability to Collaborate and Communicate

Successful SAP implementation and maintenance requires interpersonal skills, such as being able to work on diverse teams and translate technical jargon into understandable language. SAP consultants are tasked with project management and must be able to communicate effectively with clients to make sure expectations and goals are clear every step of the way. In addition, SAP integration and maintenance requires being able to connect both technical and business insights, bridging the gap between project stakeholders from different roles and backgrounds. Strong communication and collaboration skills will assist with the project’s cohesiveness and ensure that the relationship with the client is solid.

Competency with SAP Business Technology Platform (BTP)

Being able to navigate SAP BTP is increasingly vital for consultants in 2025 as organizations look to expand and innovate their SAP cloud networks. Consultants proficient in this platform can leverage its capabilities to customize SAP solutions, streamline workflows, and enable advanced analytics powered by AI and machine learning. This can help businesses achieve greater scalability and innovation while ensuring seamlessness across hybrid and multi-cloud environments. As a consultant, you should tap into this platform and its capabilities, building your skills to help clients improve decision-making and establish a competitive edge.

Effective Client and Project Management

Strong client and project management skills are essential for SAP consultants to deliver impactful results and build long-lasting client relationships. Understanding your client’s goals, expectations, and industry dynamics allows you to tailor solutions to their strategy and vision. Building trust through providing consistent updates and involving the client in the decision-making process ensures the client stays engaged and informed throughout the entire process. It is also easier to address concerns and complaints more proactively, ensuring the project stays on track throughout all steps. Disciplined project management can also give you an advantage as a consultant. Setting realistic timelines, clearly outlining goals, and monitoring progress and risks are all essential components of strong project management. Staying on top of client connections and all project steps will help you stand out as a trustworthy, efficient consultant.

LOOKING AHEAD

The role of an SAP consultant requires a mix of technical expertise and interpersonal skills to address evolving business needs. From mastering SAP integration to being able to effectively manage projects, these in-demand 2025 SAP skills are critical for success and standing out in the job market. By honing these capabilities, SAP consultants can deliver tailored solutions and form long-lasting client relationships, helping to maintain a competitive edge. If you’re an SAP consultant looking for your next position, check out our job board here! Contributions from Sam Weitzel

Rich Gainer richardgainerjr@gmail.com 8134044155 Finding a New Position Good Morning, My name is Rich Gainer and I am friends with Jesse Scotto. He told me to reach out regarding a position with Bull City Talent. We worked together at BGSF and I am interested in joining your team. I’d like to discuss the opportunity with Kyle further when he has a moment. I sent him a LinkedIn message. Please give me a call at (813) 404-4155. Thanks so much and I look forward to speaking with you all soon. Best, Rich Gainer 03AFcWeA42euRXMJ7C2d4rdQM3YMSzX1bg55YywMAkwTFrSwGjiJIcOU48EFtoJYz_T079XFHbJ54gG4lrBY4urTEbnmFvm3CLzhv95cPWcteEv-VXMU2hcTFiTPfWV_4aMlrIFUDSAQl2znsFwPsYI_GFaU7yJyt2SSMjMx8U4854kKcVyBhQlO3vCTntrD5giKRAYdpectxpUz6iSSLh2ajelCdgAczmNyzZJ8PO1tzvhDU-J1JY3jj01Kc46bd64tPydH_2lAvGohCnq3-ZX_ZftJtsX3z8ZLMuJezqNU14_poBLfRg_7pMC4x_IcozZz4cA5rXZ81DAyx_taEayRE4vkeTtcwRLG5sapU5HBVSFVmJI78PQ2D5diGjItXd1as75UeJMOUl4lFmmd9CtqF4ouUdkxUejU485ckzURzjm0fVguhhaa8B0Wmfu92rAx4yG1Wau-ms6mU7fPxqfLxKa8s4KtsIOvV3kDJPGj0RTezRQjMygaTRFMW6BiOyUBLsaBHKg8KQVfoEdv4cb4lNBwkpfh001a8WzO4wBr31yRxjvB5lr1GsdMyVnMxljQX-cZPNgJnL2yvYoCHsj8rWKXrX2g7TRtZFm5YB31vWRNA-Jxj6xRmSh_GEheTaN49Dd686IZ5s2ZUf8ueSAqgftLP2FdZIPy8JFx4DW39jCVlhQCNKW22JXfESnuKF5pZp5eCsZXcUIZkMyEtlPM-No4eSuipU2jTs_7UJF4DsO6ihiLE-m00tvcVL7zek7pwylEBdZNcHSZniMLEPhvvpkR3Io2F_1LRKLcx_uxj5MCi8AdiskTiGFQJohY-FZ2POHIVg33u17i4l7kWL0LrPMBRz6SvuuABTlH3eE36eKDzwuKNSibLUG6agfQqaFxAbLf6g7mWJ45TURRnw4bca_WX5QkD9m0ShHGdCO8tMDMcRtqMT3YMjynKkcGHvz9toPf3qC8EmFDZ7umTEANes2VhTP-YxIRn1eoXa2wprdPhVmClUsgN7nwpj2ShOIs6LWahabSZU 356 47.198.13.135 Mozilla/5.0 (iPhone; CPU iPhone OS 18_1_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.1.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ February 18, 2025 4:11 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rich Gainer richardgainerjr@gmail.com 8134044155 Finding a New Position Good Morning, My name is Rich Gainer and I am friends with Jesse Scotto. He told me to reach out regarding a position with Bull City Talent. We worked together at BGSF and I am interested in joining your team. I’d like to discuss the opportunity with Kyle further when he has a moment. I sent him a LinkedIn message. Please give me a call at (813) 404-4155. Thanks so much and I look forward to speaking with you all soon. Best, Rich Gainer 03AFcWeA4AiK-8idiCOljG8L_LKhBvSd6-T4ROCYSdCR8Jws1hsvRRXt4ZuowwEI8VT9iimQLXPrOjZRFZ3pSo5I6_bS1KavO4wtR9yihoFmORiudePxkTNzBA-LCVnuxNUqTcOGYdRU14p_iqeAcgOR-cgXgWRuKckbb4opNc8mdCECHLz8f9rS1beDYs4ICAkfnqtxZIBpZlxeUotbqdfFsgZ6mZt2IDBtvGHm7WjgWKOfinp3WsroQYLuC1GTyDK0wpChB-0_DAeXhGxEspfMgkrRbK2kNWpaucUFfo6kWLFWDBfuDEdA-PRPnG9Qh3nC66qxzW1bxSFNji23mTDlQ2-2Y0h0Gr4gvr53WAeSfWfdAtmqLdUN5dvp_fd6B8awFOjjjP7_zcP9f1osLskCLLGwbvMVCxwaGsqyUvcGJzDL7Oc8Skf6aDQp0LNMdN75v3kUmmzJmDJDfiKMfUaCpebymL2GITGLdb5kOCOmxWzCeLA8U_dT-cx2s1hGaRsIwep9JOvxcA0qDBAatB6U3msUPLcIOXWQNvi3nu24K5g3eEtX-HiT1187_XrEmAcTcXaydvBaDBBnkq08j-vg8pGH8dePIViTuK5dET186Owmmr3NGAFLYTqRLSmEfMYdAZFNwKAOfA3FH0jo17aHmHpfIoCU-wQ6pAg3EMAvj1F2g7BYwpk0VXV-LzVommZMUG9YlU3W3aqp1d6GlSC_fnnnxM41RU8LXDTOhtL4QaKxxZS0QhvWqUgeY9lphovssPUvgsmXIvRMT6UwPw0K21v0D2U5sE0yiSzLLW73Pnqjx5acHK6jtLCySMPBoFg1FocJl9H5CXjM-bzoCqxtaEjCQmq2Q7BzqHdjZaj_SMC0s9mZPnOVTrNK5izDXXGekUbYyncDUhE_vd6xR38vJrOM3HoDiBo3mbo8PmxYm4HHDB0Ls8A5if6PD8LSl93dwH4c-lTkQevYXKxuzLTLkBsqw3ZC-rNyGFX7KsdQPWcYORfgOMHQQ 357 47.198.13.135 Mozilla/5.0 (iPhone; CPU iPhone OS 18_1_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.1.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ February 18, 2025 4:12 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rich Gainer richardgainerjr@gmail.com 8134044155 Finding a New Position Good Morning, My name is Rich Gainer and I am friends with Jesse Scotto. He told me to reach out regarding a position with Bull City Talent. We worked together at BGSF and I am interested in joining your team. I’d like to discuss the opportunity with Kyle further when he has a moment. I sent him a LinkedIn message. Please give me a call at (813) 404-4155. Thanks so much and I look forward to speaking with you all soon. Best, Rich Gainer 03AFcWeA6M1q_nc0leAuELNq8lVn0Kh5b-nqHyWYROpx9Cj6lmshb5lTiQLU2CrE4K9TZwuZFdqMcGFpQqcbZgGNVcCRn8Xkb5CSiZE-PoR6TVKUqXI1aBOR3znXbXjfVqyzb1RWLCFxeEq6bqvVCRIA17QsBioMFtGsCby-SmzhszrH_Da3m7Wnxdm0CuqLmGyAYPJy5fdJikzM1kH83V0cHwNYjdM0P_puCOhc4fnMY2XRRgWJ0_3psQj6KREklWkYYzFTiFxheIarY9YIJ8VtdvMihQRlH-e1l8uFTZF6ecBOO9whi8yD5MOce_64lP_JGg2cqO8mEtz8fME2KqiyI8gjtYDKG8SEAgzSrge-UZNJokAIKprNssFQcpZZBsjKZhTXqLckauui8GmXXjZwQ41JYQvyDM02v8f5RumSDAhxDKYqVJpNYo9i85ZnL3X1eJdJ2RlaAAAI9SChsdTzrkwm1GMPqEyM7XLDfJcopcOH6tEkS86xcw6Kx031T7LHHlj0BHT_rgRMuJ2v6PnmyqXqVh_q978WMI-L57C6sm4fk3mKnYpif1pBYZ0jefIBc__BESvzqdfHXBTxr75JKq6-oPkCR5kIQ7mI1qycyHS1vJMpSXOetm8YvgMUyRLGVK8mHwIUO8ZHkIWoSqnkKdyRgRjDavobmILceOpk0b6VYpC_Yj-RTGvHVTuYgvPAELy5hRCxLXKrp99z66s4KZIN3ifJvGkcilp50ndqxhrTOuF_eYxVPOj5HqZJnd6s7OZy7S5EdYtngJfxEsdLIUb-ORc2co6CoWxdpuWG1yrsw2YPU_ofUifpeBcCXnHPkdpAzZxBXUlnZcuZ2s4WtDXF8s65YPDT2sHvgBrfr54FAc0HttlkOYv0UIxGk6S8kCJelHbweFpDv09VToZzSHWnT6B0eLuND4WRaLXWikket7JQpgg2r5K3Qf36vUwW-Xf4INAy_7SJWP69QKlBajOUzKE4TdsYA_nw98nvUP1PsamuYMKZRIt1czTbOX4wsUraGZJ3tT 358 47.198.13.135 Mozilla/5.0 (iPhone; CPU iPhone OS 18_1_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.1.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ February 18, 2025 4:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Lisa Walter lisa.walter@promailmarkets.com 9142156003 Other Hi, I’m reaching out to discuss how we can assist in generating BANT (Budget, Authority, Need, Timing) qualified leads. We can generate leads from users of various technology platforms such as Microsoft Dynamics 365, Oracle ERP Cloud, NetSuite ERP, SAP Hana, SAP Business One, SAP Ariba, Epicor ERP, Sage Business Cloud, Salesforce, Infor CloudSuite, Sage, JD Edward, and more. We also offer support in Webinar and Event Audience Generation, Content Syndication, List Services, and more. Interested in learning more? Let me know your availability, and we can schedule a quick 15-minute discovery call. Looking forward to hearing from you. Regards, Lisa Walter Marketing Specialist www.pixelperfectleads.com 03AFcWeA6Pyo8TbRAkZ0v1jfkmCZ0uUoBkgB6SAGki5h2IhOtpxifR41-in17PwJX8fpZD9ZWIDL9fr-Snl4LV-dyaOOsIXNedOfF81zgHit-jSvfOe_pxHGwRn4adcweey10kkr1Qjf1kcRSTWxehX6Ni2UHla2Rp0ukuKr79JAMwyg80v201yg3iuPNak1pDOo96-6nF5nTXzBlMjxmOf__4miZF4HWebtsKgc_5-IQ8sZ_COajfp-wBbhwlyC86wexlhqmtI0gg0smZqBf_scJkjAR4nDCtLh0BxNHoQIh6NBbqFFkkWOhWevlvd_OjSH41HRopKxGw5ZZgKCaVCFh-T9GLAzCc2srmOByqa4flz8CFqZvbuWx0-lRJX7M4VZGaYiLKaMjS4ofHm1aOlnHi5CEplV5OfFbzMSoE8__qP09E4IpW95Pob2Z2FJe91dMNPx39ClrXoFGwqeNb-la8hLkYFXVkwAhyW44M5jctsfbUJHdF1rjy1eyst4bFi6bjQrCJe8tsgLuEamE0xsHwaF937F-uxZOhwY_hIIwyD9NLMM0VmKi6MV5iy2A80QIMDqvUtylzECwruSFLFpCYWTrrFWXmL7xCim7TD1HFUn4xXrE3P-KVYnM1oG3LlvEs5Ts2pvpDxtX51tN1E9brIaM3gr3gvWoHyGH0SVn84EcOF0EWMqIXEdkR1qhOlT3uJU00QsJcIvGpx9qhp_gzalSYOWACHDeAr6vfT8tPbDlRXqW4M8RsNhPTwEFSPZDdDG3kwvxHCjcZpwUJo7VNPYAM1FlYtPWjGLqeaSbaWXJ76-5LeftTXfdgMEmmaPMHXqvoOKI-uv5-o1w0sVXyV9DCDXPdriO9lk9KJjJE6rvi_q6atMukd-YL0fgzF7wM_NH_oN6R 359 83.147.39.105 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 18, 2025 6:11 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tyler Blankenbiller TylerBlankenbiller@gmail.com 6104271908 Finding a New Position I hope you’re doing well. Please find attached my resume for consideration. I am a Data Analyst with a strong software development background, experienced in SQL, Python, and API integrations. My expertise lies in processing and analyzing complex datasets, automating data workflows, and developing API solutions to improve efficiency and accuracy. I am seeking opportunities where I can leverage my technical skills in data analytics, software development, and machine learning to contribute to impactful projects. I would love to discuss potential roles that align with my experience. Please let me know if you need any additional information. Looking forward to hearing from you. Best Regards, Tyler Blankenbiller TylerBlankenbiller@gmail.com 03AFcWeA6pVDei-W87mWHylnVKFxxxTdtU8Em13MwWWtwBm0F8nbTQzUhZHG9jlB-OqzHvytEHJjlApdtsLtrP5hLfSwJ2RvHNi8Bi1VvqAS9bHXnCDhXrGaLDpiC7GqYO8Z_UexPVb14FCYFlLm73npndOdRNKE_v6NXbVRKdmh1dZK0KDcf7rjdSPGnkirZPFvblW8sfbbIR_KSsEAv53iQhEvzk5anYIf6wykLoU_WM494P-vuG5C8avoSupu-29D67-6mqB82-IUH-JztA8H973x3u9fuYBT3LO6EOUDTAMt2Ou8r0dNp65jTlb5XM8QWRDE8jfgVBmmQdLxq7uXdLBhK-z1klvA8Hr6waFROzglcCj6tJdowCriI1SYz9e7wj7H4yvSehTJ1W3YGQnrt4B2bOa3oCTwEXm7pA5BZpUKXbfrxp-fMEfaxLFd1XIg_EMQiFh4w0ifwSy9uSHTjW-0eOKNDpYn4ws79n8KzOHVoR-DadAPJiP6i8FSyLK89tQy8Dogqh5of1gRZlet_4DDcRB0QKtHSaoXtKyLcSqFIvSHoja3jFnAOTZyFkUmX9c8XsvZtMrdi8yIE3C0kntH7HUaJTlh2hAHP28M87ciHfg2zPl3EP40yX2oLdVfGEuWZQkVzqtSRGewvyRSmHYU6qcpsdQ1XXiR5y_biyhw_CVjbWPN065aOMtFoLibfl5lMu-ncGH2e0-fd4MNLkSFxOCXfjbt7tkQu91-D5ei27M2yd9nv60yxoAUquLT1SXm0hQcbOp3Pyj2WHgnCjJdM0ln9VSCRMzMwoFzjIG6XmcAxmf2Dex_5Bp345NySHvfE90yuTC9IG5kE5KbCCOmXbj-J8crYTqNaEtLmCsTiJpTULJ1dqFMi_tH15pJBeCyCsToyVxY1zKRrBM25a03oTQfbmU6PyqjrO84_EujOOYIT8ApM 360 71.224.110.138 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 OPR/117.0.0.0 https://bullcitytalent.com/contact-us/ February 19, 2025 5:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tyler Blankenbiller TylerBlankenbiller@gmail.com 6104271908 Finding a New Position I hope you’re doing well. Please find attached my resume for consideration. I am a Data Analyst with a strong software development background, experienced in SQL, Python, and API integrations. My expertise lies in processing and analyzing complex datasets, automating data workflows, and developing API solutions to improve efficiency and accuracy. I am seeking opportunities where I can leverage my technical skills in data analytics, software development, and machine learning to contribute to impactful projects. I would love to discuss potential roles that align with my experience. Please let me know if you need any additional information. Looking forward to hearing from you. Best Regards, Tyler Blankenbiller TylerBlankenbiller@gmail.com 03AFcWeA4FmFbECUkLEZEc2jqPumFWvlqnHQQYnXzZQbWS9CRn2a2cMCytDU0CXu8yQSYC1AShMFAHw2ejmH9xLgoAJb5bfBEuZCQ66GcEgL8NXwtr-tpqC2t2VYZNI7Iz-uGnQjiVd2R8Ai6Ej1yvoG-o8AjPmsO2kVYANp-aZ01nxRHjC4qNOCk5OMuzUHn6qqRwEMDXllobLkVJmDwEzCp52EmNaYrYUzO8fCuRP2duzA3nnExQXdDaZYkbOXl4h1qG8klcfZy2olCKVhnqFeKdIhONMoqHusmmhCAqu41p7USKUdycUJEVpfec5sZoYr8I2z7hI9SP76leQ3hsTSwIVr2oGGR490gTljaxgoPeUegc6Zoq1zGlprtt5e3sw6lMYZqj7J_Igpiao9lWK24dhG7LDsvdeJ5X_uM6SCghoFIVFmwDLVQRIizZw3tzRAc_VJFgIt15mHJPL0a4UNPmUNXGQnEwyU-NV2mC7jOEpV2_NP5_rdd2x-uubjTMQNEeuskjk7NYU3KoIeO6ZzneXyDDBfH0Covel3Yw9YSQ_bFUgyTm9aeH3wBQWxo-_JxGzUHBgOPHadoc6o3nlFWK-alkO1A_wrpSiLdqf9m4oDDFmSBBipuKFdE2MKECRCF5WC6bO3vrGvKw5ilncTc5TuZGmZMp1Q5UUEWORHqzbPiVyV3-IftbnjNumJ2tBzFCl1DxMCklS_Y-jUpsA2F_IBeGbj8wgFRchObi7rCSIZLQgPz0EA0GJpywfFkDxzUhLAfliSLHkxW9CbblFFJtumFi-1DGhvTOWzF0dNC2aYZ-o1JO2o7kvHu0hGiZKXKQmo6gV8uj_Qn-nnwLTftzBnTykIinft1Sym5yavlN-3KjOuzOIowljpsQ7Ch7QqZ3oOGM-T8yktei54YtSoGG4r2Tkq9F_vSSzAvWavIp4C2HHCcfbgw 361 71.224.110.138 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 OPR/117.0.0.0 https://bullcitytalent.com/contact-us/ February 19, 2025 5:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tyler Blankenbiller TylerBlankenbiller@gmail.com 6104271908 Finding a New Position I hope you’re doing well. Please find attached my resume for consideration. I am a Data Analyst with a strong software development background, experienced in SQL, Python, and API integrations. My expertise lies in processing and analyzing complex datasets, automating data workflows, and developing API solutions to improve efficiency and accuracy. I am seeking opportunities where I can leverage my technical skills in data analytics, software development, and machine learning to contribute to impactful projects. I would love to discuss potential roles that align with my experience. Please let me know if you need any additional information. Looking forward to hearing from you. Best Regards, Tyler Blankenbiller TylerBlankenbiller@gmail.com 610-427-1908 03AFcWeA4kKhNsgk9X-yyRAWnIAdaz3kDRpW0o8HYvkPfkwjG88_fZl0oHSo2ipVKp1tSEJJMX9TyyFfTZCbQpLlYJCn4yJogj2DZVA1jCdMyG97dgKsLaauicG5T1HXo8SRT7xQdWJ2_knw4f-XVUhvYn7QOsxamqNdtpzTcIMr5q8W1iuxjrPdhPlcsh6EPRFgGEQyOkFhCunvdsdOokR0cGi5hR2Mnby8mYfGjhSNUm7RnrAm4go3u3bix5CI0dQ_vKaPdomOAUc4c43T3eOy8QQuovrSdVVh18ivD-9vojk7PIPeXnj8ceWuo9LcEQyb3nRsVKqxDwDVgUOna_RnbHGvoDphgMVJVwgCY45LCG1wWp65yH83hvBGUFUbxddZvP3If5YiUDN5aazIFzFKSsEI02gwzHlhUNLQanS6Jl0h3iCl0Rv9a3CKm3rLd1hQ_oFFYtZU2xhtD-FlGMCJGVw-KZVzJTA7SFKKgfBiI5C8FMmOJaCH-48QSOHZL7XD_IxrGdiDvBf7qI7i3UStIKsiGhPbQ-J26NCkZVNc4P0AHQp10fr0jHDIpmKNczVx_LhoDIndXhRli1oYyCRzuX-rOO53U0Dwt27409Mqb_oHdq61d3fzZ7bxoyCxk-SJDQiwCQlsDn8tV69Fb1JCUNQWWVJ-b1sQasY4DEpmtmowJDYMlJVLu86cItUhUOTcb7R86I_KTZXzq7bpItAv8sDVUDupUJgSOG9fYsnTnYxIH7bcGHeo_2UPFl2YQC-6gOtq4w6Sz3M2laR3xGRug7KuQg5EEMZovcLnjcVR_uav5NvlZqlEIgJNr0L3EjS4PDNwFEa9oHwv7K20wSoQrb5VtQO23UnwtDcn2RTQHJQhe_vKsArcAUjGkqkqQr0_XIRER7uir40Zald5FGf0mfg1-YSxVoHsci5lAiGbRB4c7BfOxCGMM 362 71.224.110.138 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 OPR/117.0.0.0 https://bullcitytalent.com/contact-us/ February 19, 2025 5:50 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Implementing an SAP system is one of the most significant undertakings for any organization, often involving extensive time and resources. While large-scale SAP implementations are transformative and help to drive business growth, these projects are also complex and fraught with challenges—one of the most critical being staffing. The success of an SAP implementation hinges on assembling the right team of skilled professionals who can navigate the intricacies of the system and align it with the organization’s strategic objectives. Below, we explore eight common challenges in staffing large-scale SAP implementations and provide insights into overcoming them.

8 Common Challenges

Staffing Large-Scale SAP Implementations with BCTG

Staffing large-scale SAP implementations is a complex and multifaceted challenge that requires careful planning and a focus on both technical and organizational needs. By addressing key challenges such as skill identification, scalability, cultural fit, and retention and working with a trusted staffing partner, organizations can assemble a high-performing team capable of delivering successful outcomes. Whether you’re embarking on your first SAP implementation or managing a global rollout, the right staffing strategy can make all the difference. Click here to learn more about working with BCTG on your next SAP project.

Environmental, Social, and Governance (ESG) initiatives are becoming increasingly central to corporate strategy as organizations recognize their importance in fostering sustainable growth and building trust with stakeholders. As companies face growing pressure to integrate ESG principles into their operations, many are turning to SAP to enable ESG success. Below, we dive deeper into how SAP supports ESG initiatives and empowers businesses to align with sustainability goals.

5 Ways SAP Supports ESG Initiatives

Driving Sustainability

SAP offers a range of solutions designed to help organizations achieve their environmental goals. For instance, SAP Sustainability Control Tower provides a comprehensive view of sustainability metrics, enabling companies to track their carbon footprint, energy consumption, resource efficiency, and more. By integrating these metrics into their overall business strategy, organizations can make data-driven decisions that reduce their environmental impact. Another key solution is SAP Sustainability Footprint Management, which allows companies to calculate the environmental impact of their products across the value chain. This tool also helps businesses identify opportunities to minimize emissions and design sustainable products. SAP also supports the circular economy by offering tools that promote resource reuse and waste reduction. With SAP Responsible Design and Production, organizations can reduce exposure, track the lifecycle of materials, deliver on commitments, ensure compliance with packaging regulations, empower consumers, and transition toward more sustainable production models.

Enhancing Social Impact

SAP’s solutions extend beyond environmental sustainability to address social challenges. The SAP SuccessFactors suite, for example, enables organizations to foster diversity, equity, and inclusion (DEI) within their workforce. By leveraging advanced analytics, companies can identify gaps and implement targeted initiatives to create a more inclusive workplace. Social responsibility also extends to supply chain operations. SAP Ariba, for instance, provides enhanced visibility into supplier practices, helping companies ensure ethical sourcing and labor practices. By identifying and addressing risks within the supply chain, businesses can uphold their social commitments and mitigate reputational risks.

Strengthening Governance

Governance is another critical component of ESG, encompassing transparency, accountability, and regulatory compliance. SAP’s Governance, Risk, and Compliance (CRC) software enables organizations to manage risks, identities, cyberthreats, and compliance effectively. From monitoring financial controls to tracking cybersecurity risks, SAP GRC tools provide a holistic approach to governance. Accurate reporting is also essential for demonstrating ESG performance to stakeholders. SAP’s solutions simplify ESG reporting by integrating sustainability metrics into financial reports and dashboards. For example, SAP S/4HANA’s analytics capabilities allow organizations to generate real-time ESG insights, ensuring they meet disclosure requirements and communicate progress transparently.

Leveraging Data and Technology

One of SAP’s core strengths is its ability to integrate data across the enterprise, providing real-time insights into ESG performance. By connecting systems, processes, and data sources, SAP enables organizations to identify trends and measure progress to their goals, allowing them to then make informed decisions that drive sustainability outcomes. Further, SAP leverages advanced technologies like artificial intelligence (AI) and machine learning (ML) to enhance ESG initiatives. AI-driven predictive analytics, for example, can help organizations anticipate resource shortages or forecast the impact of regulatory changes. These capabilities enable proactive strategies that align with ESG goals.

Supporting Industry-Specific ESG Goals

Finally, SAP’s solutions are adaptable to the unique ESG challenges faced by different industries. For the retail industry, businesses can leverage SAP to track sustainable sourcing practices and ensure transparency in product labeling. On the other hand, SAP supports life sciences companies in achieving compliance with environmental and safety regulations while advancing social goals like equitable access to healthcare.

Getting Started with SAP for Your ESG Initiatives

As ESG initiatives become a business imperative, organizations must leverage the right tools and technologies to meet their goals, and SAP solutions empower businesses to address ESG challenges effectively. From real-time data integration to industry-specific tools, SAP provides the capabilities needed to drive sustainability, enhance social impact, and strengthen governance. Whether you’re just starting your ESG journey or looking to enhance existing initiatives, we can help you find the talent you need. Contact us today to get started.

Master data management can have a big impact on streamlining data for large programs, like SAP implementations. Many companies may have multiple instances of the same system across different locations or different systems running in different locations. Often, the data created and maintained in one of the systems may have different meanings or uses in the other systems. This makes it difficult to pull insights out of the data, which then hinders the ability to use the data to determine actions – which increases the difficulty of tasks within global financial consolidation and global reporting. It also makes it much harder to ensure that you have the right data for good decision making. It can take anywhere from days to weeks to gather the data across the different systems, make any necessary translations, and finally consolidate the data into meaningful information. With all the manual processes typically required to complete these steps to gather insights, there are many areas at high-risk for mistakes to be made. However, with master data management and a set master data migration strategy, data has the same meaning from one system to the next, allowing it to be more easily compiled, and therefore ensuring that it can be more trusted. When it comes to migrating to SAP S/4HANA specifically, a comprehensive master data migration strategy is important because there is no single path to data success, particularly given the emerging nature of the technology and the relatively limited number of qualified resources who have significant S/4HANA data migration experience.

The Data Migration Process

Data migration in an S/4HANA transformation needs to be treated and planned differently than data migration for ERP implementations. The data migration process is different from any previous SAP ECC data migration projects. Also, the data migration strategies do vary drastically between the cloud and on-premises editions for S/4HANA because of implementation requirements. Leveraging SAP best practices will be a very useful way to improve your chances of a successful implementation.

Important Elements of a Master Data Migration Strategy

To have a clear path to migrate your master data into S/4HANA, there are a few important things to consider, including:

Determining how to fit your data migration plan to an agile approach with the new SAP’s Activate Methodology.

Identifying how to effectively use the SAP accelerators in the new Activate Methodology which replaces Business Requirement Documents (BRDs) and Technical Requirements Documents (TRDs).

Selecting and identifying migration tools for different business objects from the list of SAP’s best practices for on-premises and cloud implementations.

Identifying the best course of migration simulation loads or practice loads, if you have only a single non-production client on cloud implementations.

Designing and building the process for data extraction and transformation from SAP and non-SAP legacy system, before loading via the migration templates using migration cockpit.

Planning and executing the customer/vendor integration, if your version needs customers and vendors to be converted into business partners.

Qualifying the data to be migrated and the data reconciliation process.

Establishing a good data governance process, especially if there is not a current process in place, will also be a key going forward.

Three Examples

Data Migration Strategy for S/4HANA in a New Implementation

The data migration strategy for a new S/4HANA implementation (greenfield) can be relatively complex. Clients who are migrating from a non-SAP ERP system or from an SAP ECC system can implement a fresh, new S/4HANA system and migrate the master and transactional data from the legacy system using S/4HANA’s standard migration tools and practices.

Data Migration Strategy for S/4HANA in a System Conversion

Often called the “lift and shift” method, determining the data migration strategy for a system conversion into S/4HANA (Brownfield) is critically important. Generally, companies who want to change from their current SAP ERP system to S/4HANA can use the Software Update Manager (SUM). If the legacy ERP system is not on a HANA database, the company could use the Database Migration Option (DMO).

Data Migration Strategy for Landscape Transformation (SAP LT)

Companies who want to consolidate their multiple regional SAP ERP landscapes into one global S/4HANA system, or who want to carve out selected entities or processes into an existing S/4HANA system (Bluefield), should use the SAP Landscape Transformation (SAP LT) as the path to S/4HANA migration.

Final Thoughts

Designing a master data migration strategy and solution for S/4HANA can vary a lot from one company to the next. There is no one-size-fits-all approach for this, and it must be planned and executed carefully. If used effectively, Migration Cockpit, Migration Object Modeler, and Rapid Data Migration are some of the best practices and accelerators available to speed up your data migration process. However, additional planning and design work will be required across implementation types and objects. More due diligence will be required to design the full solution for your data migration needs, based on the company’s requirements and processes. Contact us for more information and best practices on master data migration for SAP S/4HANA. This piece is an adaptation of this piece published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Linda Wastack linda.wastack@gmail.com 215-630-4018 Finding a New Position Hi My name is Linda Wastack and I was a former client of yours while I worked in IT at Kenvue as the Director of Customer Experience Supply Chain. I recently left Kenvue and am exploring other consulting opportunities. I'd like to connect with someone at BullCity as appropriate. Feel free to contact me either via email or cell. Thank you. Linda 03AFcWeA4NC69jLy_ZfxMncH_zYgRZGszTOExBaNHP2QBkRPl9Nrp91qobrQjsPRUxfCjO7zh2wYQ83f7iHSRbvL6ofh91jpfTyLx3lXwK3BoB573NHNCcb9wOVpCuowzWkzjQVtF3XBgfAcWt3jQucnesqgBCVLSA_Ts3dekvFWKMYUxYHiyZF7P7ej66mNG8SuaUnGk7QTmIIRT95GG4xnFkV8yL99Wx5nchf3lPHdpZf49Yy62Fx4ElLvMTe0o5QsvfpI3Vh5g20Nq8XtJhB3qIoquXFfupA37jFOWsakQXNbABWvRPOVQYIm3eYcLCmsWWeuC95csDUTEFikmCdEoKwaH-pyO3VVzuDfbVplBCCnR2CruC7CDVdfkOX5MytQwDM1MLvU0HAWp1GU-_6xYBJ6vljx1RJVINjytY6CGbWbvDQt6G5S0gJXoo9F3l_uZU7XgF1Vgj0331dUB3r7_CYaZtaQuQ4BQEzKfuguxSitXm4t_zBZFgMah8hxiTwpjM7Bs9GHnqDOe2jT07xWCEfvKypOKfrKBn6xAKNPOoGtZa_64lRHwPuFZBIfozJZAxz-JobL8Z-qEcMCimTvQKJGLM_A0OcDNvIvasMz4AXerLovRPo3CcVKdRrFv5UOUOr_q806A9rX-Gg_8t_-lNjW__GeCKrEfNfAi8810jI60QUPKKR8kiK74AnmbeDH8jYAWnGIAYKsDwo-qyVwWde2l-N9PqzHWQ1HUbkRQU4aTtmMnSkuLMa8mH4C4gtR87tURVRPOZtsYDEvh2YbQasa6L-XBJE1jRZ__DxReRFrDdCREKmJHVl-FRRvfDx3ilr7FJINTJOekTqvS5Oq9w9v9T3l08xQzhXKOdQVU2M4vJZv9WHinD6TgHfvD2eAdSmizzi1n-omFuMopO4imMqb5hNXcns09lzD-UoICQhENTHUNdnwUadZXEZmQgvRVzul_bOSQg1F13sUjt_1XOpJn6qfTlwE9RN6EfzIfFejihqXfQmxfGUOZ-cU3cy1ajvPiBFmMb 363 67.87.136.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 26, 2025 2:21 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Linda Wastack linda.wastack@gmail.com 215-630-4018 Finding a New Position Hi My name is Linda Wastack and I was a former client of yours while I worked in IT at Kenvue as the Director of Customer Experience Supply Chain. I recently left Kenvue and am exploring other consulting opportunities. I'd like to connect with someone at BullCity as appropriate. Feel free to contact me either via email or cell. Thank you. Linda 03AFcWeA5Whj1GJaN_9n0wKFJnckWo209i-0OKmxbRiVbdq18GP7rqW_a-i6tETttC30n-TM4DSBuZISZg0HYUyrjY0Ux1OOrszfdJsjaUSqWDk8hdTLKHD4GB5ZWu8bvsY53M-ScPPjRaL0UUr-IeYBL7ekq3yXgHdszOOmtOM8iYOnH_ye8-tF1c9Pt9RYsneHsTgH3TiXrW2dP6e0yb2wQkub7F7UpVEL_x0cCZKWK4JzmCm-zUCY39QetrdrLxz4o7DtfgvrZJrjxLIgO6aRFHrGFt2DbZsK3g2ysvQaqNYHpZeMx1kCcrcbIjw0bi-4Qg_DImxYIDv9X4loXDIUgAakNdddGOKZ8DB4s1ylZsLEGCZ0lerxLF4PIk6cjPA6cegQk04B75CnoAML113cVgxJXcNraISH-FQj8vukk7GHoModqvsZhdANnGAmLLJrrtCeJHPcmadpK062liZJqCnKmzkq8R0bEkjdX_fDLCaDZgvyaXzJ6Ksr5700hN5Hn2TgpF4elCHF_tAYLCXWEm2gAg2arve6QCwAxEyp95VYID1T-wSJkQk8E02TzGjsHijJjxweKSRoVCB1IgCfgBd93HoAWqdDHFCHCohW9pFw3uW25U_afRZEMMT-4nOM02o51AZZV1_Cr64AXiGk3IePBR7CM79X4U8TiND1avlO_2KjRZGqN1C-GusEsNB5IO8DNDaMkIJNM44G5IXmhJNigSk5im2GeA6ve6EHj3HFRf8SsR5iHNQ9xylAX25AF0FM7CPAhAheW3tmfMVOhivk9Ffx_fBnn6t8VGcx1WK-lBoOLwu0QfPMyV-5-SC49hpPRslq1wY3phDIlMFPYJmqoDQ-_gjsy6NzB-7zvvHAGj69Z0yWU_faI0AmRArxhCLuBboUVJxBR3gAaIJdcdvm-giQDyebQEUp39k5an4d96Fu8K-F-KTPUsnERob-0ZgBDA0VffK8bSK1u9o1sgl26xC6V1lXAdEGu5eRJxYjIkLdsinn21SrHOR9MBhZNDQkRhBoMUDKaG4fvLfqNnEG5hEEpoyw 364 67.87.136.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 26, 2025 2:21 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Linda Wastack linda.wastack@gmail.com 215-630-4018 Finding a New Position Hi My name is Linda Wastack and I was a former client of yours while I worked in IT at Kenvue as the Director of Customer Experience Supply Chain. I recently left Kenvue and am exploring other consulting opportunities. I'd like to connect with someone at BullCity as appropriate. Feel free to contact me either via email or cell. Thank you. Linda 03AFcWeA7JhKE-HW-D625uleCS6urOOAeoBHoYBDcmntA3RDW4KtuCOe3UMhFelHDAm9hjNgnpCVa6ARjy3syMF_l8iOagItBRggO88o_hE6lgEQkee9VyCh_9OnwrWGMCUn1n78BkxyZvTolUoEloQ5wUHYmtW4uW3VYWTlDSWgAOgqjmxEvRKTx4kFvkUONcf0UAndpZEDWuvfsng9UPNHu51tkjhfo0g8Mo_0eTCzkL8wj5LfxFitv_3x-4l6rQ4D2wk9GkS3upLLiV7uobMkSqHxrsS-TsAHYEJS1IhthK8e8zwphGNiM-a6bziaRRqTVXMZhiqLckaywxyHU8dbFYLt_YMeJRhzhC-YzlPtXuA4kmjd2OXIReeakiRGYqGbYzKpWrxahzwvsGAAsniAD57oMQDulOhpWj_t0AO-kh0TpgGuL-ELamyqZvO4ZqUtJ79DdgX7j2QuLwJkqOkbbPI_7KuqQV2V1LdCVbJVarqJ4WOQROZ2PotYNx14pDYdcuogZIbg7xRk2XiCz7FM0UQHcLOg6-tQgvyDtlyhDm8yIxdkoqXdTabPrr8qLJy5qDrxSEp_axlk0e7JgCrg9qCB7HTDZkdg7br9Dfh6_-ITVg-u0VLS76z8VdhtpLrxO1ze9uO_k5e3DaO3S4mqr4l_cBIbCrsTzZBJf0jjsYIFaEJURp0s6ZiXBbQOGxcK5fk1xRWjEdZ0YplzbgOKidpX7k2hFB8BDroeKGslmUZKNxc9zbBYAHLIuUa7k5NfTrUVk8YhN1KbB0V9Vu-eyhu0pu2iioSxAtmEOGqp_CzAA5mP1cJdPSAZWQFVdp-l42d1uFsjhm_3Vl0DQV6Zm7h04hHmb3eICA93ZVJJ1DWLRawTFDf7hwGJzkJC4mtvDc3CSwZqvvQTYOm8QXWvXo9LoP3pDOZYwdMoUk6rGetOyc2zVu9VWwwtpAWzM4av0yW1q7n94RCQEVDgh3x8wKXSC3qXuQDz8h7tpTeKpMpA3DOJC6fGqSoYpMi1whBQDQu6qZth4NnK_hgyZSPCB3v2riyEeR9A 365 67.87.136.152 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/132.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 26, 2025 3:51 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Career growth in IT often requires taking strategic steps outside traditional pathways, and for many professionals, contract employment can act as a powerful steppingstone to their dream career. While some may perceive contract roles as short-term fixes, they offer significant advantages for consultants looking to enhance their skills, gain experience and exposure, expand their networks, and ultimately land long-term positions. Here’s why contract employment is worth considering and how it can accelerate your journey toward your dream IT career:

6 Ways Contract Employment Can Boost Your Career

Exposure to Technologies and Projects

One of the most compelling reasons to consider contract roles is the opportunity to work with cutting-edge technologies and participate in high-impact projects. IT departments often hire contractors for specialized projects—whether it's migrating to the cloud or deploying AI solutions. These roles place you at the forefront of innovation, allowing you to gain hands-on experience with new tools and platforms and learn industry best practices in real-world scenarios. They also enable you to build your portfolio of successful projects and showcase your expertise. For example, a consultant hired to assist with a cloud migration project might gain expertise in Amazon Web Services (AWS) or Microsoft Azure, making them highly marketable for future roles that require cloud proficiency.

Skill Development

Contract roles often demand a high level of specialization, pushing consultants to quickly develop and refine their skills. Unlike full-time roles, which may involve a mix of responsibilities, contract positions tend to focus on specific tasks or deliverables. This concentrated experience enables you to sharpen your technical skills in niche areas like cybersecurity, AI, data analytics, or DevOps and master new methodologies such as Agile or ITIL. Contract work also ensures you can adapt to diverse IT environments, from startups to large enterprises. Over time, this rapid skill development can position you as an expert in your chosen field, making you an attractive candidate for senior-level or permanent positions.

Expanding Your Professional Network

In the IT industry, who you know can be just as important as what you know. Contract roles expose you to a broad range of companies, colleagues, managers, and stakeholders, giving you the chance to build relationships with industry leaders and decision-makers. This can help you gain referrals and recommendations for future opportunities and collaborate with diverse teams, expanding your professional visibility. Networking is particularly beneficial for consultants aiming to transition into permanent roles. For instance, impressing a client during a contract stint can lead to an offer for a full-time position within the same organization.

Flexibility and Freedom to Explore

Unlike traditional employment, contract roles offer greater flexibility in choosing the projects and industries you want to explore. This freedom allows you to experiment with different sectors, such as healthcare, financial services, supply chain, or retail technology. Furthermore, you can take on roles that align with your long-term career goals, such as becoming an SAP functional consultant or a cloud architect. Most notably, contractors are able to avoid being tied to a single employer, giving you the option to pivot your career as needed. For IT professionals still figuring out their niche, contract roles provide a low-risk way to explore various career paths while gaining valuable experience.

Higher Earning Potential

Contract roles often come with higher hourly rates compared to full-time positions. While they may not include traditional benefits like health insurance or retirement plans, the increased pay can offset these costs. Additionally, contractors have the potential to work multiple contracts in a year, further boosting income, or negotiate rates based on their specialized skills or certifications. This financial flexibility can empower consultants to fund their career aspirations, such as pursuing advanced training or certifications in areas like SAP.

Pathways to Permanent Roles

Many IT professionals worry that contract roles lack stability, but they often serve as gateways to permanent employment. Known as "temp-to-hire" opportunities, these roles allow employers to evaluate your performance before extending a full-time offer. In fact, temporary jobs in the US rose by over 5,000 in December 2024. As a contractor, you can therefore prove your value to the organization by exceeding expectations and position yourself as the ideal candidate when a full-time role becomes available. After all, a percentage of contractors transition into permanent roles within the same organization, making contract work an effective strategy for securing long-term employment. Microsoft, for instance, is estimated to have a 10-20% conversion rate from contractor to full-time employee.

FINAL THOUGHTS

Contract roles are far more than temporary stops on your career journey. They can serve as valuable opportunities to grow and make meaningful connections. Whether you’re just looking to gain expertise or transition into a permanent position, contract employment can help you land your dream role in the long-run. As you consider your next steps, embrace the possibilities that contract roles offer. With the right mindset and a strategic approach, you can turn these opportunities into lasting success and fulfillment. Click here to find your next position.

The job market is a dynamic space, and candidates are often put in situations that demand tough decisions. One of the most common challenges in the hiring process is handling counteroffers—a situation where a candidate receives a new job offer but their current employer presents an enticing counteroffer to retain them. This hesitation can derail the hiring process, and it’s an area where staffing firms play a critical role in navigating the complexities to ensure successful outcomes for both the candidate and the client alike. Here’s a closer look at how firms approach counteroffers in staffing and support candidates who find themselves hesitant about making a career move:

6 Ways to Handle Counteroffers in Staffing

Understand the Candidate’s Motivation

One of the first steps staffing firms take when a counteroffer arises is to understand the candidate’s motivations. Why did the candidate decide to look for a new opportunity in the first place? This is often discussed during initial conversations, but counteroffers are a moment to revisit these motivations. Common reasons candidates seek new opportunities include career growth and development opportunities, a desire for better work-life balance, higher compensation or better benefits, and frustration with workplace culture or management. In fact, according to a recent study, “pay dissatisfaction is the number one reason employees consider leaving, followed closely by the need for better benefits and flexibility.” If a counteroffer surfaces, staffing firms can remind candidates of their original motivations and help them weigh whether the counteroffer truly resolves the underlying issue(s). Often, accepting a counteroffer means staying in the same environment that prompted their job search in the first place.

Educate Candidates About Counteroffer Risks

Counteroffers might seem like a quick win for candidates, but they come with significant risks. Staffing firms can provide a balanced perspective, helping candidates understand the potential downsides of accepting a counteroffer. For instance, when an employee expresses the intent to leave, their loyalty may come into question. Even after accepting a counteroffer, the relationship with their current employer can be strained. Or candidates who accept counteroffers might find themselves sidelined for promotions or critical projects since they’ve signaled their willingness to leave. By equipping candidates with this knowledge of “what-if” scenarios, staffing firms empower them to make more informed decisions about whether to stay with their current company or try something new.

Foster Open Communication

When hesitation arises, staffing firms focus on maintaining open lines of communication with candidates. Instead of pressuring them into a decision, recruiters can create a safe space for candidates to express their concerns and uncertainties. Recruiters can therefore address specific worries and clarify misconceptions about the new role or employer. For example, a candidate might worry about transitioning into a new company culture or meeting performance expectations in a more demanding role. Staffing firms can act as the middleman, providing insight into the new employer’s environment and expectations to ease these concerns.

Collaborate with Clients

Counteroffers don’t just impact candidates; they also affect clients who are eager to fill key roles. Staffing firms work closely with their clients to keep them informed about the situation and explore potential solutions. This might involve highlighting the candidate’s concerns and addressing them through additional benefits or reassuring the client about the candidate’s suitability and commitment, provided they accept the offer. Worst case, this could also involve strategizing a backup plan if the candidate ultimately declines. This approach ensures staffing firms maintain trust with their clients while navigating the complexities of counteroffers and candidate uncertainty.

Provide Perspective and Long-Term Guidance

Staffing firms serve as career advisors for candidates, offering perspective that extends beyond the immediate decision at hand. Recruiters help candidates see the bigger picture and evaluate how each option aligns with their long-term career goals. This guidance often involves revisiting career aspirations and how the new role supports them. In the case of a counteroffer, this may also involve assessing the sustainability of the counteroffer and whether it aligns with the candidate’s values and priorities or offering examples of past candidates who faced similar dilemmas and how they navigated the situation.

Leverage Emotional Intelligence

Counteroffers can be emotionally charged, with candidates often feeling conflicted, flattered, or even guilty about leaving their current employer. Staffing firms often use emotional intelligence to navigate these emotions, offering empathy and understanding while steering candidates toward objective decision-making. For instance, recruiters might acknowledge the difficulty of leaving a familiar environment and reassure candidates that seeking new opportunities is a normal and positive step in their career, or help candidates separate emotional reactions from logical considerations, ensuring they make decisions based on facts rather than guilt or pressure.

How We Handle Counteroffers at BCTG

Counteroffers are a common but complex part of the hiring process, requiring firms to balance the interests of candidates and clients while managing the emotional and practical challenges involved. By understanding candidate motivations, educating them about counteroffer risks, fostering open communication, and providing long-term guidance, we ensure that our candidates make informed decisions that align with their career goals. For our clients, we offer the transparency and collaboration needed to mitigate the impact of counteroffers, ensuring their hiring needs are met even in challenging situations. In the end, how your staffing partner handles counteroffers is a testament to their value as a strategic partner. To learn more about what that means at BCTG, contact us today.

Many retailers grapple with the decision of choosing an on-premises vs. cloud solution for their retail ERP needs, and SAP is a leading provider that offers robust options for both deployment models. When choosing between an on-premises or cloud solution with SAP, keep these considerations in mind to help you make an informed decision that aligns with your business goals and operational needs. For retail businesses, the integration of various business processes into one, single ERP platform is vital for managing inventory, sales, supply chain, finance, human resources, and customer relationships efficiently. Whether on-premises or in the cloud, SAP's ERP solutions are designed to cater to the unique needs of the retail sector, among other industries, offering modules and features that support everything from point-of-sale (POS) operations to eCommerce.

COMPARING ON-PREMISEs AND CLOUD SOLUTIONS

SAP’s On-Premises Solutions

Selecting an on-premises ERP system, as with most decisions, comes with its pros and cons. As on-premises ERP systems are hosted on the businesses’ own servers, they have complete control over the software and data. This level of control is particularly beneficial for businesses with specific regulatory requirements or security concerns. On the flip side, managing an on-premises system requires a dedicated team of IT resources for ongoing maintenance, security updates, upgrades, and so on, which can be resource-intensive and costly over time. Furthermore, the upfront investment for hardware, software licenses, and implementation can be also substantial. This includes the initial purchase and the maintenance of the infrastructure over time. However, retailers can extensively customize on-premises solutions to fit their unique business processes and workflows, which can be especially crucial for companies with complex or highly specialized operations. Performance is also typically stable and predictable, as it does not rely on internet connectivity, which can be advantageous for businesses in areas with unreliable internet access.

SAP’s Cloud Solutions

When comparing cloud solutions to on-premises solutions, there are a few notable differences. First and foremost, cloud solutions are typically subscription-based, reducing the need for significant upfront capital investment. This pay-as-you-go model can be more manageable (and scalable) for small- to mid-sized retail businesses. It is worth noting that the service provider also handles maintenance, security, and updates, ensuring the system is always up to date with the latest features and compliance standards without additional effort from the retailer's IT team. Cloud systems can also be accessed from anywhere with an internet connection, enabling real-time data access and collaboration across multiple locations, which is particularly beneficial for retailers with geographically dispersed operations. However, this means that cloud ERP performance is contingent on reliable internet access, so downtime or poor connectivity can disrupt operations, especially in regions with unstable internet. While cloud ERP solutions do offer configurability, they may not support the same level of deep customization as on-premises systems, so retailers with highly specialized requirements might find this limiting. Some retailers may also have concerns about data privacy and control when storing sensitive information off-site, although SAP heavily invests in security for this exact reason.

SAP S/4HANA: ON-PREMISEs VS. CLOUD

SAP offers a range of solutions tailored to the retail industry, providing both on-premises and cloud deployment options. SAP S/4HANA, for instance, is a next-generation ERP suite that supports real-time analytics, advanced AI capabilities, seamless integration, and more across all business functions. We break down some of the notable differences between SAP S/4HANA On-Premises and SAP S/4HANA Cloud below:

On-Premises:

Provides comprehensive control and customization options

Suitable for large retailers with complex and highly specialized operations

Requires significant IT infrastructure and resources for maintenance and upgrades

Cloud:

Offers the benefits of cloud computing, including lower upfront costs and automatic updates

Ideal for retailers seeking scalability, flexibility, and reduced IT burden

Ensures quick deployment and continuous innovation through regular updates

CHOOSING AN SAP SYSTEM FOR YOUR RETAIL ERP NEEDS

When deciding between on-premises and cloud ERP solutions, retail businesses should consider the following factors:

Business Size and Complexity: Larger, more complex businesses may benefit from the control and customization of on-premises solutions, while smaller or rapidly growing retailers might prefer the flexibility and lower costs of cloud ERP.
IT Resources: Assess the availability of in-house IT resources to manage and maintain the ERP system, as limited resources might favor a cloud-based solution.
Budget Constraints: Evaluate the financial implications, such as initial costs and ongoing maintenance.
Scalability Needs: Consider future growth and the need for scalability, as cloud solutions often provide greater ease and flexibility in scaling operations.
Security Requirements: Review data security and compliance requirements specific to the retail industry and your business and ensure the chosen ERP solution aligns with these needs.
Geographic Distribution: For retailers with multiple locations or remote teams, cloud ERP offers the advantage of real-time access and collaboration across different regions.

At the end of the day, choosing the right ERP solution is a critical decision for retail businesses. Both on-premises and cloud ERP solutions from SAP offer distinct advantages, and the best choice depends on your specific business needs, resources, and long-term goals. By carefully evaluating your unique needs and considering the factors above, you can make an informed decision that positions your retail business for success. Whether you opt for the control and customization of an on-premises solution or the flexibility and cost-effectiveness of cloud solutions, SAP provides solutions to support you and your retail ERP needs. Contact us today to find the talent you need for your SAP initiatives. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Akshay Surendra Pagare akshaypagare028@gmail.com 8576750570 Finding a New Position I recently came across SAP S4 Supply Chain Business Analyst (202828) role and am very much interested. My experience directly aligns with the requirement and would like to discuss further. 03AFcWeA7rC9yN5unosmSddAtmd45yAM0Q8Al2N1kQSKz8vi1aeB7AsAcfdq1Pe2jrRicw2CQMVzSAPLJTcQrjYAY-a9AdoR09RMVFbdjgLnhXC3au1Cl-UB2uDJp9XrPo4vhw0vJtsExLbqHdsTpUW6DLHmvTDzHOR0ACEZS0R1TphtUcDCbb_SPFflIeokOW07OeKtc5Uh1FqVQivOm-mqXi64Yvqloi3uRUdUbvleP6to55pcble3OzZHpT3nWNOhUE-1OIEetR6eE0DsZ-mPAlxtpTedfbUAnuai-G_WwVwEUxUc8rCXc-zkz3iq61p7d2L_mN8rXFCuylKI-MbD1f-l80oNGnHE523gR8gOVa5ZRQfB1HdLOq1BP9P_GpFc1vrMf3hIKJuohgWSzgk88a65zKHHWHa_bakl0tabBHwV9F3sFVoTZbAqkY1r2jy6Zg6Y72TUk3uDeuZ1Uk8sHi2ssbVK8u6yoTKxYi1WjahXeoutEv-PzI1dpMePy71NMjJq4NtA8oxBc5dH5Ugo4iIEV_Sj9JnAZs-IK6M9JrE_BkYtItxAVgp8glpJTUGocRx_mimr6bU95JTFjEJBrR6_GppxgZR4KjBiTrRkNpRQdKqzGJ7Yqx9qBkz79_vFHcHlj7Ny5JMQAE-s7EZAU2MguqDqKS__SghSkTE12v177b3sQ80WzIeKv2uKfsKqpwkW0qOOST6ruOMYnsNw-hrA9SfbwM7fASXSvdF30SjbjAOF0A_4CGYgNxZSHqyw0qP6_yzvVj9cci0MRZ6UbFMiXjNecFrEYBOL-rrBPaqXuY5cdY4Cwz-o2y1SmTMLOlzwy4ztr9QrFo9lpiwPZKzMJtoAwZYHvTcC98AwWHbnRhmgmz1NAsEtTVzX8SD8aMAWclOZBj1B6mA3P-fH2WcDKVOn4zHiWY7THiTtUTw4mn5RmIwTLP2P2J-75XCRPHseRkvKhMgTkEQ-yFRiqQrmDm2OOAlc2BN2mDxtdi6si8wy7zQKaJwv4kovPHSpEzJDs2WLP6qlj-BrCcI3qlEJPdV7UM_Q 366 73.234.122.48 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 6, 2025 8:17 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Akshay Surendra Pagare akshaypagare028@gmail.com 8576750570 Finding a New Position I recently came across SAP S4 Supply Chain Business Analyst (202828) role and am very much interested. My experience directly aligns with the requirements and would like to discuss further. 03AFcWeA5lj13o-iy5o9gx1FFGyzAF9JHcvZ_UHiiEF42YDjDh29nFiOx40yx-GHnIaQJws8o1pEqJzNV8o3FT-8TSuWkfQbl9X3j3QoQZvCDaZc7wSXUA8Yv2UOhanibuq8AdOlXcjpbaE5qZfCKpMyvMpL-JXqPgrUVAZH-rp3qdP5MZLTL2P7yHZkzmzKYMPkl5nMt7F38C0RhYVjjm9vYe5DppoVZ6ZBGKRrVi0fTypKqrDG0141W32lqT96us6iM1TYxEhHN2xy5I0Cd3xJKCVbIyiuf4H3YXoby2m1suSpyiun9wnb7YfU4kqZTnr9OeLDoj2ilA5lTXAEEU44ZoAH7UJKmHDtYtD-ZL2YtHV3t1rmqaQcusLq2MnIEf1LZ7BocxV0LOdilUXRncrLZ8bnZF2ADpTYKXgrDFEfM_dK5BWJArt_1cj4d6_zstLM7C8iEic5sQ7C_BGxekWKqoB003FsABMcB0yUEJUHQZWc9fC9kXuBMxM4n6WEYYekfo-2bspi1YkojAGImSsKvpPyJ_qV_arC0ASks4ICg7IqA30_ZJV-03jy1NNHg7OelcktpKZdf1zjQ2s3novvYJqY2Nu7LU2lO0DX3Ray9dQFDbKwXxFYAETmv-XoswEGLjjjSzMxLpmx1CSoHEWpUVsn140ZvyVr5dXrSuC9u0aeg6w9cvdFUqsHigzVP233-BkmnrEI5Rzk8LOhREaD4oHtjVdDPU3-tjyDa7ewY0n0_1mGd8h6fQ5Vc2fHRV5xUrwRhdBPh4KOu5d-cHJTS56H4mS8I-EEvtTY6f9AE_c8GWQgBgDHgX7JBjb45C0256yTSzsehicFWCR4WQJ9BzYbMgcQ0NLjytYGN4YlvSHodeutH-C9GsYEna5puVnJG1p6qeyvSByL-XsK1tCjGTH3rF8Uy0sxBKC5S3RpaIKBas7-xQFw1PRfSAztpEc2a0o45hWCvapoMpIV3QxP7-OhVrVLgMK220hHVoqvXeRbMO2EtsqGupIq68SBBSVjxEHkDtSH0u 367 73.234.122.48 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 6, 2025 8:17 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Akshay Surendra Pagare akshaypagare028@gmail.com 8576750570 Finding a New Position I recently came across SAP S4 Supply Chain Business Analyst (202828) role and am very much interested. My experience directly aligns with the requirements and would like to discuss further. 03AFcWeA65dIwzgpUIlN9XTI0p9BsGP4yp-SOcKN7lzs7len57vYh6wPP8w14V0Y1p5YjHMZU0wQM_MsNCyObK2FygkAfbJYVuHviZKuRqofMbtSZqxW3IlDNG1EXiTU487Crxkkj16OtvKKIRFknZSGqrJc33a5PFaKNzvypYKM2RmAd1-TVr7k3UvnO5R3b99Bc8vHjWoH-fNwmorZfcOA7s1lW2xmtRz6f4PsGmlWdNIydINBcKTJuMjQAGvfyR69bo7UKDrhC_29mn9I_VhcxOZCKNULkwIWJU103MPOudTgp9w55nw6TAQ_4DxFheTDyysh6trV9MBJvZW3eqWWhO7DXnu4HIAnYpV81RAZkYaDH6xKsRP7r2cTx38NzrYX4v0Ik5QkwcU8wgTwMUKkB1vXn81h0czTm3qtihxw81yjhZyzs1AlyrEj9Tx9yYDxMEbmCOfNtuNjVM93u53jfubM-EaU_SAqQ5fY6yTIXRBKcbyFsClEW0qWaP2SUD5pFGsCbp55OfaKaw1WS5inlTX3HjmIhqeFNwRDsh0Gvr7lc5N1OSc-pT5vhpOsp0JJiaI5MkmHaGOjp4aFRUJ58uHH3UmMpn3kJ96BCDrDwoyKEZg7UjViasPye7Y6C0Aj-wk2rjR0OaOAsM2AD616FQYrMo2XRJUiwa4IEymGn0stOTY3ZkopnGlSUpZIwhxkaKbMmJWVXSDSOynrHXkdxGXcj1o2dKGk5E0jqyzLSPgcRq7P3EWzW-avaGYGENpY_-cbawHaJupRE4_N4rBIyzu0fapXqVZeZwWU0FfjXgfgtYT6aMMbIPC6IAQaKumZTAZg201RyVMXM0HDqMLtu97nsoAtK60rWkT_s-sxEm0_OWT5dbKaOUzy0vXpdm04_mluIBKoihnBTcbbTIR8TSiTVBJsAmtywhy-H-xKqEAjeYsojRdT0BUwNd4Y2tITO7z-Bp3Bur6NZ7INqP4ocpXIx5HP03PgqM_r1DlBLD3GnLIJO8SxhuYf_I05_OGqvLqRDtOyHJF-w5su4ETC5KGY-LgD7O-w 368 73.234.122.48 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 6, 2025 8:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Akshay Surendra Pagare akshaypagare028@gmail.com 8576750570 Finding a New Position I recently came across SAP S4 Supply Chain Business Analyst (202828) role and am very much interested. My experience directly aligns with the requirements and would like to discuss further. 03AFcWeA7rFxZmgJtUDqqpa-xi5C6156BoGf4MASH-tAqNMoKgH_CHaGC8AGjDpJsmYPQ7EHvAokmxFelNmeCmRabP9IruOHX6HRYY7y1xCI8fee6uUf97KfwtlM6jtoKr2VO4yfFaE1nNjXR4pXb0R3_G1ywu4mhJF0M3fdVswZddC2TC0sOiNSaacLRvWwpHo7cmP3z60zjgXF5Z6J7wujW9w3wyO6cUZD37M47RrUBLNbFQEa0iEAht76aHu4PMKgsQQKUdVsrmuDscckTLn7fHKgwFQNzT_VuJpz37tCH7UfztH881mrDDGIewGywgo3gftotDheE2EmZaR-4xbJyHOLR-1YOSAGVEbyzpXaxBp5MG5Fuxbqzc7uI3LjWjs8wSrF8wfaS5KtbrGOxGZSdMH2eQpJIQrqOMYd-RFZLoGFkSJCWEnOEZg8RcUskAkCldVONZJC_IBye12F52R7rQ8Du3FFGKJqGJuTOEfrycrW9OPWYoD4oB5d41-PSKLPpfja2csnm2RnYLyXwKYz7uQC5Re_eiErWYvIoObiVuGygt395JvXOVmnzLFWvr_uUyeHjhfvRRS8VEuPW8vnsAp1u5kQV1nT7NT5S1fPhO81gM74oO1IcAZrApVbUz4yZ-KSDsX6LvHR998RhSs6DO0ud5bnW7pucQEXdwlMRw5RQy2dD5ICq4uiCIGZEpo0Imz5eW8vdIl6qTOqye963uUR5x-85mr65BvOUQgWe-6Pzx-U1ldBXXz4OdWG9vxQ-mFZFsp6kGcvPmdLMFID1tZSfuZC98TLd7o0iW5r0H51oXXsYWMB9nq46QoQG44R4MYbYn8Bi8vU-Ss5RXf-Av3YRkboZg-ZLujodmWAApSEyGBZAyzJxoQreUWLE9_PxRCYYFvZGm0Fdfv8dlIVtEh69w5tJGNPea49Fhpy7uPh6kEXdxCXhDz6fNM2fDa4J7Q9HSYXQSuAKQ8TfwZlFaIbGM7ZZLK4xd2BFn3L-_kgD2ybDrvrjBbqmzIU8F3E_okSb58_Z7cG3mlnDlD0-baGjyZcWNIw 369 73.234.122.48 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 6, 2025 8:22 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Akshay Surendra Pagare akshaypagare028@gmail.com 8576750570 Finding a New Position I recently came across SAP S4 Supply Chain Business Analyst (202828) role and am very much interested. My experience directly aligns with the requirements and would like to discuss further. 03AFcWeA4I856LdapiLY15HZutQIWBRnW7tD_MFhFiYyPQKEyXXG8aR7Ef8UrplCHbep4CEI-RhMdFSO0WQPVnIvQy9aVDp1fDbbpK2OoFgFCiAWG_sebfV--zeCtZ3cP0-o4fEtQPW6HS75Ow9Va2EEuB66gDzpuz1OP7sOw5RQX_eJM08_WabrgpG7DjN9Rq3mWDI4cyc5kW0TliRf65ytFKoNj1_SU03SxXZiXWhK-q29XLm7Oe7DMQbz1PC0hz_Soir0SIgefcvzpY-QmHz69ldSwiD6WDW5BGK8IeF9hokTKBg4eSXX5rW9hJYhrcWvr5ulAioxfQfB6BUaEHr69jP1DUA7JbjiIqfRY81Q0KbUmA01c6psY0d9p0Vc0AVSMANJ8LiYOyZLUCFDEJqVYlqYKfwkuKkxk87ZJcQzMj5uaEc-yhmNN6Phe__GbdJyCXTVZYwy4H6HveK2tC-DFoWbJ0WBggMA-rPjJqLFEctv97ZYkknUUnysyIFRMlq2PQw4pT_1IExT6dHSYJ9ruwTXWyLWOqCys9L4QcxJCklPr3oMf4hKHtAcxpGfHHoNxKcUDQaWB82VpUZl--sY7aPbSyYvbu-j21lFoBh3E5Ak84Kvp1Jv6Ns3amSt3ErwJvdNQnaD7TVKaCBcgYuhspzTKKSayiIDLW4397hXWp1h_6Y5NEztc-LO29dBzjXu58p5i_wfvjrrdGziMa9n2JOXIUSPOb_2XXwmG8aDfaiZkGnuNTUKbzPFDo499VfyDiicH9mqak7XKcGacSqZaRb2XISE0mljSVwSxyrlhVexOHl6QGcJ7dV_VuDK-j5kZ0W_yXP9BeLR1L4Refo-t3bnoFtDeyNzo9daUs4Om74ls6BZGSKJItKo7cUcugiAWsCCHxvaqRcHG5dnNryHiEdrTK5rpaPEo_ydvN25Ijk0Z-42QeMM80tQdP8NlQdvUhkbn83vWfCXI_xuGTTrx_9E8RstKhsVHH0FPjLhZaL3JC4nHMEj_lw_hGHu7PZKwWSKY6hof0okSHKQw3_bOFvmQ-PYl9_w 370 73.234.122.48 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 6, 2025 8:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP Business Technology Platform (BTP) functionality is based around four pillars: Analytics; Application, Development, and Integration; Database and Data Management; and Intelligent Technologies. SAP BTP, an ERP technology, is a cutting-edge suite designed to improve business efficiency and scalability. Products include SAP Business AI, SAP Cloud Platform, SAP Conversational AI, and SAP Internet of Things (IoT), among others. Leveraging SAP BTP in business operations leads to a better, more efficient product launches, an astounding competitive edge, and a personalized, enhanced customer experience. The suite integrates with both SAP and non-SAP platforms, maximizing the return on investment by eliminating data silos and efficiently managing data cross-platform. To get the most out of your investment, it’s important that your business is prepared to implement SAP BTP and utilize it to its maximum effect. Learn more about preparing for an SAP BTP implementation below.

PREPARING FOR IMPLEMENTATION

The first step in preparing for an SAP BTP implementation is to assess your business needs and decide which platform would be most useful for business growth. Next, you need to identify the areas where SAP BTP’s functionality is most needed for growth and predict how the technology will push these growing areas into the digitized future. After you know your business' needs and areas where the business would benefit from growth, it’s time to identify the solution or suite of solutions that best fit your business’ needs. Do you need data silos eliminated? Generative AI functionalities? Business analytics? Once you know where SAP BTP will fit into your business, you are ready to scale your business. Once you implement SAP BTP, watch as it integrates your systems and data, pulling information and developing cross-platform solutions to make your business run smoothly.

POST-IMPLEMENTATION

Post-implementation, your business is adaptable and agile, capable of anticipating obstacles and responding to unexpected challenges. Sales can skyrocket with SAP BTP’s ability to integrate multiple solutions and perform its key functionalities. From SAP Analytics Cloud for advanced business analytics to SAP Data Intelligence for data management, you can discover your own application of SAP BTP’s services, uniquely tailored to your business needs. SAP BTP interfaces many solutions, for a variety of business needs, allowing for customization and industry-agnostic functionality, further enhancing the usability of SAP BTP to suit your business needs.

LOOKING FORWARD

Once you have assessed your business needs and growth areas, you are ready to implement SAP BTP. SAP BTP implementation will propel your business into the future, increasing efficiency, revolutionizing operations, and eliminating data silos. The customizable interface allows businesses to get exactly what they need out of the suite. If you’re preparing for an SAP BTP implementation but struggling to find the resources you need, we can help. This piece was originally published by a partner in our business ecosystem, Crescense, with contributions from Grace Leitner. Learn more about Crescense here.

David Gilley dgilley478@msn.com 7576464728 General Inquiry The article with contribution made by Sam Weitzel has some very good observations about the market. I didn’t agree with the content that consultants should be flexible about hybrid, on-site or remote work. Prior to 2020 when most consulting was onsite the consultant was being paid a higher hourly rate because they had to travel. Since we have gotten past Covid the corporations are waiting consultants to travel but they have not brought back the hourly rate to pre 2020 levels. It is a huge sacrifice for a consultant to live out of a hotel and certainly not a good quality of life. I know the market is very tight right now because we have had so many layoffs from companies like Google, Amazon, Facebook etc. There also should be an understanding from corporations that they must seek out top tier consultants for their S/4 Hana implementation and avoid hiring lower priced consultants just to have a body on the project with a pulse. These implementations are incredibly complex and companies need to hire the best of the best or they will end up with horror stories like National Grid or Revlon. So in other to hire the best they need to be flexible about working remotely because in this day of technology the same level of quality services can be provided remotely as onsite. Companies need to consider the human elements and not only the bottom dollar. 03AFcWeA6kqBYl4UXeq4QJYr_5v-8aLzIgr5tGB9XEmD3ymbH-3m1YXFrHOG3INWBpcAQWPNQuXh-aqcavydhWtAKPwbw3weD2CGGAKqHvFGFLd6SGBmM4Pm-LY-4_cdTL0batGb0s7T1PGMF-FmKUa-HqT7YP8XhBkfhxuqJElbCYOau-qOLZxBAiTUG3q25_pcSYaUrzIn3v4kdX6s_BMdsojpTULBaDhUXcCvO3RPnBxxBp54PGTvx-rPJqGG8eweMLYDWwBxO9BU1a6RnUIp03VrmtmNyAfXg1PA2RtMu5CYN_NUEv9F5IAtem2K6bRIDqu7ydDJrRpfUJHJgm8qGRU2NmOUwATOhZuiGpmBaWYJelrADtG5JTIzYUzGFhvBNbOpmKmN5AGiup9jT3YxtMvqVThFaWkgBP4-vYp4m2DPvzTpSFi8Psax8rv__6eVTim5Ih37PqIo79qXB7nqfEMh2jqSi76TIlmd-_-UUEmwS-eQFo0mWvIGaCtCRCOkZep9tF4jknQrAeJI1G6b0HeYVcRldx5wt2jM-sVIPkYIdFs0e4wmdJHw4HVgAekoTNQZ_bDoW6na8rQ27oUHT5_Li3J4qe1Tp_uIo28prIpHGqbuECTREEdkMMhbwnf9uQN7dGfYKAhu74Qx0xP3znk7t3fPmH8H9H2Cx0gY6_xEtPOBEDInJZnJDnrd2rIeEu0FlSrSzx0wGGnYBu4uG1Kf6XodrG5niN_7lGMxYjgQXpjMiteEPdI7w0R59C2vdmrqtkhGCrtWjV1tQSMwKFuMaqtu_evAGsHA24Gll56kDV3OSoe4y5LT3bSvyamkJKq2ONh8FzadSl3gv69-KsrwBXJHsqtZnDzdNtXoiD90M9_fTtODKiV-PA5z98D_Ni6YakA-l8rReMPu5lJGvOLprWhCHYpVMjJROBvolCsdpDof_kFyM 371 70.104.180.143 Mozilla/5.0 (iPhone; CPU iPhone OS 18_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.3 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 9, 2025 6:57 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

David Gilley dgilley478@msn.com 7576464728 General Inquiry The article with contribution made by Sam Weitzel has some very good observations about the market. I didn’t agree with the content that consultants should be flexible about hybrid, on-site or remote work. Prior to 2020 when most consulting was onsite the consultant was being paid a higher hourly rate because they had to travel. Since we have gotten past Covid the corporations are waiting consultants to travel but they have not brought back the hourly rate to pre 2020 levels. It is a huge sacrifice for a consultant to live out of a hotel and certainly not a good quality of life. I know the market is very tight right now because we have had so many layoffs from companies like Google, Amazon, Facebook etc. There also should be an understanding from corporations that they must seek out top tier consultants for their S/4 Hana implementation and avoid hiring lower priced consultants just to have a body on the project with a pulse. These implementations are incredibly complex and companies need to hire the best of the best or they will end up with horror stories like National Grid or Revlon. So in other to hire the best they need to be flexible about working remotely because in this day of technology the same level of quality services can be provided remotely as onsite. Companies need to consider the human elements and not only the bottom dollar. 03AFcWeA4yD3uatzF_lJsLm3cbixmYjknUuBeJlI1BgNVRETsuM7HO1O6qre-1dcGYlA8eoQv5QzbZpdON2N870K4XoR8JOqMvsA7LsVmqAwsmEDBDRvf7weCCHWLgRzz_pIjtO8A3Yl6InVHSVU88EqdpW2-tTItdwMAf8IxyiUc16aAvyFjj1C-bNzoaJZ0y3txCgInrUVvkV7zIdAGCKvY-R3Kl8oHY3E2kKzqVu7PDQ63cLIUrVGgWiKNjQ03g1XKx_OlU43p_ZAgoHxpdTcKcb7BWq1gcSrec2PGYTCCBVObIc-qg3_Zji7Oke3OddJJzvuziCJxKD4AvzH6eR0M_qHJNED8EXXU6ADh-QxDYlMXWz6JbQI3CzZUh-pEv-L0K0jGWDLKW2-zo9OtTwJ6qL-K4urA2hzACJ6mfcy9MnGOI0itH42riTeQzyk-Ktr21OxLABmkXT4T2bSJZmEhR8WGFC5zj0JWVca5H_48Io6KVxfs0IScf7dATs1Lrdh3QvksiPJRJR35PPw_t5hVDEqzymMlhyZZRojA-nXipPW_4-QChKBTWsTTN1VqRYomeUdAKw90Xbap8xfmoK7fNnINAwpSuiyYJtjxbccNBmoQ39QpOS_BCaDIeM-W-NgOlMajeh7N4cseA6IsMMjlIYYMBa87foidX3NU8qPqVcIMpB5crwTaSDOWpmetPs0jnW25DwT1IxIf3Siwj72jLCLrC9QQRrI5goNiJdaaZOhIsnbw--aEwRB4fP-zAkVtXVVozrCP-VMy_1b4-SONRs0BBaKMJWQeCPblyaTFY4aom_tkmlzrHRBjoR3wFDBmZ8ehQK_U95C1ZumuedgQZpcDouyZWlz9Vdrsv3GOqjvoMNrI_3TRVfc9FF8GsthMr8ILgeiYAgEHf_VAWrpILR_5Z9sQsaJruYrJe-KnfjNCR9WIUm7Y 372 70.104.180.143 Mozilla/5.0 (iPhone; CPU iPhone OS 18_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.3 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 9, 2025 6:57 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

David Gilley dgilley478@msn.com 7576464728 General Inquiry The article with contribution made by Sam Weitzel has some very good observations about the market. I didn’t agree with the content that consultants should be flexible about hybrid, on-site or remote work. Prior to 2020 when most consulting was onsite the consultant was being paid a higher hourly rate because they had to travel. Since we have gotten past Covid the corporations are waiting consultants to travel but they have not brought back the hourly rate to pre 2020 levels. It is a huge sacrifice for a consultant to live out of a hotel and certainly not a good quality of life. I know the market is very tight right now because we have had so many layoffs from companies like Google, Amazon, Facebook etc. There also should be an understanding from corporations that they must seek out top tier consultants for their S/4 Hana implementation and avoid hiring lower priced consultants just to have a body on the project with a pulse. These implementations are incredibly complex and companies need to hire the best of the best or they will end up with horror stories like National Grid or Revlon. So in other to hire the best they need to be flexible about working remotely because in this day of technology the same level of quality services can be provided remotely as onsite. Companies need to consider the human elements and not only the bottom dollar. 03AFcWeA5AUmZuLjuavHCvyIPDc81Rqjx3VkICLZaKJHbKf_kZn1qitvoh9vuJr1i1KJOH24r0eW3pREOzU8xroJKKjN0LL5hvOL6c6pnm4KQJWH7BrE7LzBadHFAW6oYE6njolKITfdXPFMVREsmyZ6gJXV5huUbBMtSu_O1t2MXM2T3y4qLc9EzHF47Zc5W3_A6e6ysfjyvPelHs7tbD0PV8cGv9Jwd7DfQQfIYUGofhrioBl4eNn2UDuOSBzkp3y07xpq4xv5QlKENxLBhOjCL0AY1fQnRUo1ijPYFq2Oi6VxpI7eyCWyjj-faM9JHUQwehY7qbmdP8kVCSnNiC3Ej0eap3ZX0SNob0ZpOa0Sgvd4Tnd8tYkq8ExqHipYfwWvc5xoqyZHTfprq9cqW7NEkE6IrYJCWzlG22HCfQa6yIcclbNDZh1br5irX7cyJL-5yRe0yWs-YxpOaDwXf9byJRLAxPiVJXDprHpAIzkzLlPu2XprSlCA2_qnSDpFYAgfiMZ1BVotZlhdeHPhtKw_9EeOSUSMNhg8XscOGtITjUBjiyGwQHLHBb80AKeT7toaw6_9UErWTf8iIQKdGN-ILv9BBnTrIVkdosBmhkqGRJgPT5oRr5T5KwQMGBa1Zps43tEXr2XeMVk-Dun-drxE6_UGrP52pD0xOYTCEnjvDegYztR3ErswCBsMpOZTnlRX1rl41DaedA9s2zK80yiNGdA9ewHul21pWFh4n17exugDy_7MfVFvBFac94qIQYLDhccTa29FO0jrMWerR9dIl9CmdVJJ0iSGfRfrGzCUl7k1U3-rQyQXAJ5YPJTOHhHPdOjhFtzDK02GBs22nbQ2a5CgFoViDopdCjPvHADQY0R9bWJ-lKC34EQT6aUvIIdJnT7PpYP6RSgKnNger5jAueZ39FuwwaZ5N5E6_Px9AU0A3U9aBUNmg 373 70.104.180.143 Mozilla/5.0 (iPhone; CPU iPhone OS 18_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.3 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 9, 2025 7:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

David Gilley dgilley478@msn.com 7576464728 General Inquiry The article with contribution made by Sam Weitzel has some very good observations about the market. I didn’t agree with the content that consultants should be flexible about hybrid, on-site or remote work. Prior to 2020 when most consulting was onsite the consultant was being paid a higher hourly rate because they had to travel. Since we have gotten past Covid the corporations are waiting consultants to travel but they have not brought back the hourly rate to pre 2020 levels. It is a huge sacrifice for a consultant to live out of a hotel and certainly not a good quality of life. I know the market is very tight right now because we have had so many layoffs from companies like Google, Amazon, Facebook etc. There also should be an understanding from corporations that they must seek out top tier consultants for their S/4 Hana implementation and avoid hiring lower priced consultants just to have a body on the project with a pulse. These implementations are incredibly complex and companies need to hire the best of the best or they will end up with horror stories like National Grid or Revlon. So in other to hire the best they need to be flexible about working remotely because in this day of technology the same level of quality services can be provided remotely as onsite. Companies need to consider the human elements and not only the bottom dollar. 03AFcWeA6tB86Wfhwrc5BtwEEHhW9lmjbRQLty6oTe2bSgB9x_s3eHXJDppP4oTFS9XDqRX_I2vGGs5M0sxtwq6UDgbt7e59uk3o0-j5TvWpzd5D573voGT_PgfO-nlb58GctcGLXiAvmy3VNyG4lMuRd3d-WqOruX2xMlYn4VNyeX-l_eESh4JsKZ7lLA0aJdSGkC1aulgJeOt5qshxpFYBdZDPvNuBkEkgsD-9vqS6DfCWa6hctgncahEdLX8IUNuj1u3Oc6Scg5qpT11lNw6rV_TP9Awgq0DEdgf1V4WsivWn2tPA4XwTV8CQFUCevkdw89vxOVCNCDyoMFuKgY5EetdoWCb5lvyAStIE5Pejxmw-GsuUf-nOWqWWThLRWRKE9dQPXZ6M0dbffVBP9MLlr4qtNpv3z0hWY0cg6RK3YWBJL9Gmv-ZaOu8-dwZnZARhIiXfTODRxgNCI5lz-fpSjc_5zSEUvudPq5GbVIvlQGUqA9zO1hZKabwIa-5-JVVlRxbLIMR7xCVgFYrU4fHsDRUFGJKshcw_ze4sZIzBYORHrMhoM98ozhFlEiT5gG678dOI1ltOwZ_ZGz9z5el521IEwAocifn4SVNh8TAoy1H74QwJar66DrCs-DYhGX6HjsftKS2TIXzfImqbg9XaQUUbj6MHD1CZWL46Xh1gIDHdyg0QsN-x9eEO1vm9C8H1-35nrpDrNd76j-fFWxlBmF17Vy288btDKaefA-N2Nj1VDT48JCLY1-6aO2y8Np_Q-8OboC_ZGZvcluvZK9KLvZzf6mJ47vwlIjNXbxvVCAN_6HCo0BYtXzx4jOG0eCTnteB_FnQSvczUQfQm3gXP2_ejjw4TimCA9pA_2d6gsob1ZIj-5j2VHTGoh4al-00z0xhCFsVkAg09shZN-amNhMjWc2LJaN2k3tXLthujfv3vRSW0SQL-o 374 70.104.180.143 Mozilla/5.0 (iPhone; CPU iPhone OS 18_3_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.3 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 9, 2025 7:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

David Gilley dgilley478@msn.com 7576464728 Other The article with contribution made by Sam Weitzel has some very good observations about the market. I didn’t agree with the content that consultants should be flexible about hybrid, on-site or remote work. Prior to 2020 when most consulting was onsite the consultant was being paid a higher hourly rate because they had to travel. Since we have gotten past Covid the corporations are wanting consultants to travel but they have not brought back the hourly rate to pre 2020 levels. It is a huge sacrifice for a consultant to live out of a hotel and certainly not a good quality of life. I know the market is very tight right now because we have had so many layoffs from companies like Google, Amazon, Facebook etc. There also should be an understanding from corporations that they must seek out top tier consultants for their S/4 Hana implementation and avoid hiring lower priced consultants just to have a body on the project with a pulse. These implementations are incredibly complex and companies need to hire the best of the best or they will end up with horror stories like National Grid or Revlon. So in order to hire the best they need to be flexible about working remotely because in this day of technology the same level of quality services can be provided remotely as onsite. Companies need to consider the human elements and not just the bottom dollar. It is a fallacy that that quality communication and interaction can only be performed when there is face to face interaction between the corporate leadership and the consultant. I have worked remotely for years and always made sure I am responsive at moments notice to the requirements of the client. With the availability of Microsoft Teams a consultant is constantly reachable. I can understand the desire for the consultant to be onsite during go live but during the normal implementation period it’s an old mentality believing the consultant should be in a cubicle with management watching his/her every move. 03AFcWeA4ZZ0nTxD3gzy0Z--2XMfX5bcf3nV0n5FKpBCP2ca-ZGj9-HP9p9QFkbCv4xnPMFMYeJK30NYtzgI24fzW0QjSYujuPF2JgPkBp4VIbBFLS4472Uf-EtpAbBjr-g81zUR1pITEZf2zmi-vjKT0NndMMdz57lPPfim_6GbacTOm2Yz24nNH5emAiaM6evG4rS5cFkHRJt9zjAFYDlx6azfIZhQaD-Choo3PS9ZyzvOsuCJsAIcM53OoH7wLRx8AamcKW5v9gByCTBn9546lI-YsVq94Gg1F0N2lBcETw55HRb8MtNRuUAphiHik-tLor-pQInphRU3YCrewPg47ECD0V9iiloTjs5oWMxJK3wOOJkiGe6KVkzXVwUncI91mQj4zNompW_B4v7Kx8yz9PHchxleY479mQ3RTkoAN9zBpcPGywzFDRY0g8ENQiFeOFXWQxuVoWBgxEwUprodsp9hZiylICgQHhAEHUEpcKzgDoWXp1C0glSEc2dhc2MTqR7mzzI_kmiIqLv90OY9lIwVQYko_0GFflNWiV1dHj68QwVXQ3h1ET_SgizF717Q02E8PoplCnQViAxVOI3RDXKXBU_-iGdNd82yK_jbvy40JyLfJnDh--jLxidaXyw2m3wM-Lo-uhMPAU2s1UVqKiJrH3LUWs_HQ48ZUHQhRPYKqxSFn26hNmJXK4StNQBswtJkN8cFUaKKwSNLN5Pru1jJ0yBsoSsobjQCSrOWzhdNvwX5ByFsiBfRvHZbAL3ZDvONONht4l_3A9cZgwECGMtlZK_PmNfSHJjHOhLoKFHANf85jy-1H2H93TiW7z0qfX9HsqVmDU3nsXnHjzZGff-QuO_8r7nCfmq3ZowXJaDVHrsnazybiJ83DCzJvS9_Lc6hPMWIvKy1QwsACBUhsdjiPMaIENRyP_umyIxCweuOEMpJ4QyqA 375 70.104.180.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/133.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 9, 2025 8:41 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As SAP’s 2027 deadline for mainstream maintenance of SAP ECC approaches, organizations still running on legacy ERP systems must prepare for their transition to SAP S/4HANA. This transition is a business transformation that impacts processes, data, and user experiences, so to ensure a successful migration, organizations must take a structured approach. Below, we outline eight essential steps to prepare for a smooth SAP ECC to S/4HANA transition.

Steps to Prepare for Your Transition

1. Define Your Business Case and Objectives

Before embarking on your SAP S/4HANA journey, it is crucial to establish a clear business case. Consider the key drivers for your transition, and ask yourself the following questions: Are you looking to improve process efficiencies? Do you want to leverage real-time analytics? Are you interested in exploring AI-driven insights or ML capabilities? Are regulatory compliance and system security top priorities? Asking these questions will help ensure you align your transition with business objectives, helping to secure executive buy-in and allocate the necessary budget and resources.

2. Assess Your Current SAP Landscape

Next, conduct a thorough assessment of your existing SAP ECC system, including custom developments, third-party integrations, and business processes. Key areas to evaluate include:

System Usage: Identify which modules and functionalities are actively used.

Custom Code: Analyze custom ABAP developments to determine what needs to be modified, optimized, or retired.

Data Quality: Assess data consistency and eliminate obsolete or redundant data.

Integrations: Map out all system interfaces and assess compatibility with S/4HANA.

3. Choose Your Deployment Strategy

Once you have defined your objectives and assessed your current SAP landscape, the next step is to select your deployment approach. There are three primary approaches to migrating to S/4HANA. The first is a Greenfield Implementation, which involves a complete system overhaul and is ideal for organizations looking for a fresh start. The second is a Brownfield Implementation, or system conversion, which is technical upgrade that preserves existing configurations and data. This is most suitable for businesses wanting minimal disruption. Finally, organizations may choose a Bluefield Implementation, which is a hybrid approach that allows organizations to retain selected historical data while redesigning certain processes. Choosing the right approach depends on your goals, existing system complexity, resource capabilities, and budget constraints.

4. Plan for Data Migration and Cleanup

Data is the backbone of any ERP system, and migrating from ECC to S/4HANA presents an opportunity to clean and optimize your data. Steps to consider include removing duplicate or outdated records, standardizing data formats to align with S/4HANA’s data structures, identifying master data inconsistencies and correcting them, and developing a master data migration strategy, including ETL processes. Ensuring high data quality before migration will reduce errors and system inefficiencies in the new environment.

5. Develop a Strong Change Management Plan

Organizational Change Management (OCM) is critical to ensuring user adoption and minimizing resistance when migrating to a new system. This includes prioritizing communication and transparency by engaging with leadership and end-users early in the process, as well as training programs to equip users with the knowledge needed to manage and maintain the new system. A well-structured change management strategy will help employees transition smoothly to the new S/4HANA platform.

6. Test, Test, Test

Testing is a vital phase in the migration process. Your strategy should include validating individual system components, ensuring end-to-end process continuity across all modules and external systems, and engaging business users to confirm that the system meets functional and operational needs. After all, comprehensive testing minimizes risks and ensures a seamless transition.

7. Plan Your Cutover and Go-Live Strategy

A detailed cutover plan is also essential to manage the final migration steps. It should outline data migration and validation procedures, system downtime expectations, contingency plans, and support mechanisms for post-go-live stabilization. Consider a phased go-live approach, such as deploying S/4HANA in a single business unit before rolling it out enterprise-wide. This makes the transition much more manageable.

8. Monitor and Optimize Post-Go-Live

After going live, continuous monitoring and optimization are necessary to ensure smooth operations and ROI. Resources should be established to monitor and maintain the system, providing post-go live support and gathering user feedback and resolving issues promptly. By proactively addressing post-migration challenges, you can maximize the value of your S/4HANA investment.

Final Thoughts

Transitioning from SAP ECC to S/4HANA is a complex but rewarding journey. By following a structured approach, organizations can unlock the full potential of SAP’s next-generation ERP. By starting your preparation today, you can ensure a smooth and successful migration to and secure your business for long-term success. For help staffing your migration team, contact our SAP experts today!

Acquiring top SAP talent is a critical challenge for firms seeking to implement or maintain their systems. With the pace of SAP’s advancements and a high demand for skilled professionals, companies often struggle to attract and retain the right candidates. Below, we outline 6 key challenges in SAP talent acquisition and provide strategies to overcome them.

6 Common Challenges and Strategies

Shortage of Qualified SAP Professionals

The demand for SAP professionals often outstrips supply which leads to bidding wars for talent. With SAP's evolving technology stack, including S/4HANA, Fiori, BTP, IBP, and other cloud solutions, finding experts with the right blend of experience, certifications, and soft skills is increasingly difficult. Firms can mitigate their time searching the talent market by investing in existing employees. Upskilling, for example, can elevate high-performing individuals without incurring the costs of a new hire. Firms can also partner with leading staffing firms and leverage remote work pools to access skilled professionals beyond local markets.

High Competition Amongst Employers

Given the limited amount of talent, companies often face uncertainty with how to attract top candidates. Large corporations often rely on high compensation packages, which are difficult for smaller organizations to compete with. Beyond compensation, firms can enhance their employer branding and highlight unique work culture benefits. For example, non-monetary perks like remote work flexibility, work-life balance, career development opportunities, and project diversity may mean more to a candidate than a higher salary. Additionally, engaging in proactive networking through LinkedIn, industry conferences, online events and webinars, and SAP user groups, like ASUG, can help build relationships with potential candidates before they enter the job market. Finally, offering referral bonuses to current employees can also be an effective strategy to bring in high-quality talent.

Long Hiring Cycles

SAP hiring processes can be lengthy due to extensive skill evaluations and multiple interview rounds. This delay can result in losing candidates to competitors with quicker and less frustrating hiring processes. Firms should thus seek to streamline their recruitment processes. Automating parts of the hiring process, such as resume screening and initial technical assessments, can expedite the process. Additionally, companies should ensure that hiring managers and HR teams are aligned on to prevent unnecessary delays. Finally, referrals can supplement the need for extra interview rounds if trusted employees are able to vouch for the technical or soft skills of a candidate.

Technical Skills Assessment

requires a deep understanding of both technical and functional expertise from the interviewer. Consequently, traditional interview methods may not be sufficient to gauge an applicant’s ability to handle complex SAP situations. Organizations should thus seek alternative SAP assessment methodologies. Some solutions may include standardized technical assessments or involving experienced SAP professionals in the interview process to ensure an accurate evaluation of candidates. Practical coding tests, real-world SAP problem-solving scenarios, and hands-on assignments can also provide an accurate view of a candidate’s abilities.

Retention of SAP Talent

Even after securing top SAP talent, firms must still face the challenge of retaining them. SAP professionals are often headhunted and presented with lucrative offers from competing firms. As such, firms must remain attractive to a candidate even as they gain tenure. Updating competitive compensation, maintaining a positive and supportive workplace culture, providing continuous learning opportunities, and outlining a clear career progression can enhance retention. Softer elements of an employee’s experience are also critical, so firms should seek to create an engaging work environment and recognize employees' contributions to ensure they feel valued. Additionally, mentorship programs and team building activities can help individuals feel more connected to the firm.

Keeping Pace

The rapid evolution of SAP solutions alongside AI and cloud-based platforms requires professionals to constantly update their skills. Companies may thus struggle to find candidates proficient in the latest technologies. Firms can overcome this by encouraging continuous learning and fostering a culture of innovation. This might include sponsoring employees for SAP certifications, hosting internal knowledge-sharing sessions, or paying SAP training providers to keep the workforce up to date. Additionally, hiring processes should give weight to candidates with transferable skills and demonstrated ability to learn.

Overcoming Challenges in SAP Talent Acquisition

The challenges in SAP talent acquisition are vast, but with proactive strategies in place, organizations can successfully attract, hire, and retain skilled professionals. Upskilling your workforce, optimizing hiring processes, offering non-monetary benefits, and investing in continuous learning are some of the many strategies companies can leverage to build a robust SAP workforce. Connect with BCTG today for help finding the SAP talent you need. Contributions from Jake Park-Walters  

In today’s increasingly competitive job market, it is incredibly important to showcase your experience and qualifications in SAP roles. A strong portfolio is critical for professionals looking to demonstrate project expertise and leadership skills, as it highlights your capabilities and the tangible outcomes that you’ve made possible. We’ve outlined some key considerations for building your SAP project portfolio below.

SAP Project Portfolio Considerations

Highlight Relevant SAP Modules and Skills

The first step to creating an impactful SAP project portfolio is identifying which modules and skills align with your target role(s). SAP encompasses a wide variety of modules, each with distinct capabilities. Ensure that you tailor your portfolio to demonstrate expertise in the modules most relevant to the positions you’re pursuing. If you’re applying for a cloud-based role, for example, expertise in modules like SAP S/4HANA or BTP can better prepare you for tackling future client projects. You should also highlight non-technical skills that enhance your value as an SAP professional. By clearly aligning your skills with current industry demand and tailoring your portfolio to the roles you’re pursuing, you can easily signal to potential employers that you understand their needs and have the expertise to address them.

Emphasize Real-World Projects

A strong portfolio shouldn’t be solely a laundry list of skills; it should tell a story about your experience and your accomplishments. Consider including detailed case studies of past, impactful projects to demonstrate what you can bring to this new position. Start each case study by describing the project’s context and the specific challenges you were seeking to address. Next, highlight your unique role and the approach you took to the challenge, as well as the SAP solution(s) you implemented to solve said challenge. Make sure to specify the tools, modules, customizations, and configurations that you used to further show what you have experience with. Finally, place a large emphasis on measurable outcomes. Concrete, quantitative results not only demonstrate effectiveness but also provide compelling evidence of your professional value.

Showcase Soft Skills and Collaboration

The ability to effectively communicate and collaborate is essential in project-based positions. SAP implementations often involve working with cross-functional teams, where members span a variety of roles across all different levels and functions of a company. This requires an interdisciplinary understanding of different expectations and priorities. To stand out in the job market, your portfolio should highlight your ability to navigate these team dynamics effectively. Adding testimonials or references from supervisors or clients can further validate your team skills. Including a brief quote from a project manager stating that you had strong problem-solving skills, or from a client remarking on your ability to adapt to a new role, can provide evidence to a hiring team that you’re ready to tackle future projects. It can be difficult to quantify soft skills, so taking the chance to add validation can take your portfolio to the next level.

Maintain Organization and Professionalism

Your portfolio will lose its shine if it’s not presented in an organized and professional way. Recruiters and hiring managers often review numerous applications every day, so your portfolio must be easy to follow. Organize your content into logical sections, such as technical skills, project experience, education and certifications, and contact information. Ensure that you maintain consistency in elements like font, formatting, and color schemes across your portfolio, and pare down your content to reflect only the most important points relative to the position for which you are applying. Utilizing platforms like LinkedIn, Adobe Portfolio, and WordPress can help you achieve a more polished, user-friendly look. You can also consider building a simple, personal website to reflect your personal style and experiences. A clean, professional portfolio can make a strong first impression on a hiring team.

Next Steps

Building a portfolio for project-based SAP roles requires emphasizing technical expertise, real world experiences, and relevant soft skills. Your portfolio is not just a display of past achievements, it’s a tool to demonstrate that you’re the ideal candidate for the roles you’re applying for. With a comprehensive and well-crafted portfolio, you can stand out in the competitive SAP job market. To learn more about how to strengthen your portfolio, contact our SAP experts today. Contributions from Sam Weitzel

Vinitha C vinithac0518@gmail.com 8325890103 Finding a New Position Looking for Salesforce positions 03AFcWeA6B8tw8oF7F75ruBrTucNWGNJ3lgo2nWIgpHbId8i52u4y3pgTteZEcWc9Tfq5IkPbF66bAoBTSnHK0O08BwQp67092plUXpQKUXUioBd41u2ptjNh-FOVvyaYQbVohViHo5fVKjHTuqSSUabwpDtGh-T6Fp9a9GUgKmJMCGJCCB2VoM3rX1-NddREWzlrX180ptZLSBszL8PDtPnkNoS8vykPvtikPLYyhkpI55Qhqp0_krhcnydhhe5QxNbk9ODA00zEzsmTjDmVRI46feckbBktFLHlScDLAToW1SQLFrH3FcUjeAPVInFUYwml4b3HB01lT9uyvyGlzHbhssiMZ49dY4nfG8Wj62UEoVTk_4Imn8pTQoE5oPrDhedx2taBIQ-Q_MxID0AS2uOS9oTT-WaX3KRoevjpnhbHOey_ZCaGXsx9VRcysl510G5wfdzyPH7f3Pxy4jSqjwlV2MHfhMt5nPUmTrjjeQqFPfbaSb-hKrMyUDyMbK_TRy2u_rzaGNnyJVzZFznG__AfDQZPykm2_b0Q55R1uNr6xmAlg98z44o5Q7zjWeFwLFtUEz0l5i6TU8ujb9hX5FIk4urzJrLAL3jjcRrXqLLkUI9nukTGAGNX-NLwwawW7eZ48I6rTHzA2XbaIv_1Z0KIFsM0kKgKFt1KeBNqPosTwcMeJfPRBs2URLolnKiMHE6y2s0VZQxfrcOAYbPfcLIx78G8g8TqhoM0QQtO-3ap_ZD619FEUZVwQKJaKx9qqZL9yss1PWvEPKZd_Wuv-ibxyUwiSEKIGgI1MBR6Q4uRHU9h__9KgeaTUOtTy5cxjSULs7aK9qc8GNyHF_ZjdBFwmP39xWca6cy9vtp6FT17cKtb-xUJTg4hGtw65YF4sGggtbKv79-6CtfA1Wzh0tLc-JQK5Vq_8jtlCGIhevAu_50DNzHMiJv2bjcrBEv5vZMMkAiqczfEU 376 49.206.47.210 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 17, 2025 4:55 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Vinitha C vinithac0518@gmail.com 8325890103 Finding a New Position 03AFcWeA7rjLXOxTP1Gfbr0Ua9eFpCfVchlvm-Xh-rRaxjY6lAHOaCj1Gadk13saw0xRt6JvXMqP4z2A7_0Rt66QFOuqlg_HjgojqjDd4pL0oAxqyLKao3GZd5qMahgdAbqJ6W9EkXYyGA6VZFy8ADuSWd9w-C-Qt_dPa8tcAA71zGpvbBtDO6w-yU72AfJ0tgXqqq8nN9w2WaSzXVbgJImv695-Djluov0wr4R_f8TvEJsabH5lwu6mNRmXB0vg_6L2Bb4PNCDzjt1S7h4vIdrn2aLO33eKCNEXa1-6YRQNDkWWDrZLSPVORjxGS6FugTOS7DMqVxmNag1KJ1qqPbKCvr2lS2WycB6QrJUjkd9yPM0Qtw1gWMEJ5Xs2q3LYLvaftUIQ2_6TKumkCbmUd4NR-8CaGMOPOWm1Ee42lDTbDzUEYa2L6CF0K8gAUesCdgCoje92x1Mr7ulMfo8Mxm_IWso1QTr2PTJf7Aa7sUFDp-xx5IOi-sDgnRXZ1dn8ebQOubJlKn4tIeEU_VPzAQ1c0iW47LIq_9lvYeoqEIgpCKmsQq9kHM__R0jmqS0qtueTK6wV_IUhO6Nybdb_LPUl7VeXiClLsd47ygLw4tniLr-TOVubIv3RO_YtLSbCOvJ5TeA_Zsc706ZzXMjcfLHi5aI3gDW-CEpxlcaoS7G8tuiO7NgqJEQEcr7t6GuNN4NMVlijt61CVkjvruBU3_vLYvsGRwS4yHlw84uRzThU6tW2BMzHkme2lQau8lOIpaYJ9Kwja6Cymn0DhoExlYQ8cfNI-dxhRfkIm8ENNqb4wpXBQTfxEh6FnFQTFjMI_I1u6_3Lyzr8G5V5O7emz_0ickxRHf7O_OWBUF7k9m9Sxl0hSNAeEiM1cXsr5hdw1WKmZQUaAICqnDkT7uX1XAc2hJ7A_nnRgfXEFL1aaG_IARIyi7Q_Ij7pIg3A2jdi0gzJXZ4lDUKXn7 377 49.206.47.210 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 17, 2025 4:56 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

DeAnna Barker deannapi.mart@gmail.com 4324259101 Finding a New Position I am seeking a Power BI Developer or Power Platform Consultant role where I can leverage my expertise in Power BI, PowerApps, Power Automate, SQL, and data visualization to drive data-driven decision-making. I am passionate about building interactive dashboards, optimizing data models, and automating workflows to streamline business processes. With a strong background in DAX, data integration, and report automation, I thrive in environments where I can collaborate with stakeholders to transform raw data into actionable insights. I am eager to join a dynamic team where I can apply my problem-solving skills, business intelligence expertise, and Power Platform knowledge to enhance reporting, efficiency, and strategic planning 03AFcWeA5RK9lDKnYtmdgQTk4QCghXmmVTZF7MWnJLUgGXcrMuqd8PZzbMnoX9rc2Mn0MhTGi__g486R9td3by-c6jceVuXNEWSIKIRgVOoX4jkvuvicZwNnUDIxn6dyMUAY6GMJmEvrSRJ1-w9IIL7U-fnOOiW--8cJzRQp6c8slACcGuIMdwkRClCsC7zdDzsL4MrdmVaOI8pZ_hAak8uogdo0AyVkLUjayrzCINKMC0cchWzvhPk3jA0jvBPcM9TQR7kP6YCVX1jZEI5mLf6P-_5lJSmzblcC3UZESrtbscBq2rkXH3LAYWVb8o229wYyIzsvgov8hM7EZDyv-ECoPSDEb_etygE_qQI4gHPOMCd958Th654i-DdBswy2oWFBu451ZRaG2RFK_Rcj9sOuCAC_QSODI_t3GtQ5-qXHhNGZhwO4hZaelf-qRn15ltMnA8t0OAVAQMDB7KUml1mlJRNdm3cp0cFiBTdGkQ-JFGcz5KM00mxOeCGCk-s3u5-YV1jd9lUIOf2szWVR3vsMO4eM-Ti0DJLcE0Qw7BlrIvgjRkyay75jo51PTTbwmbfhA3iF1eGIj13---ZelyRIH9O-kNrPs2L_ytMFXOxm-JgAIv6khTFm5Gu1zQDtr1DiHwAZ_HJYwK6cj1Lkrrn3xKGdyKbULZDBZSqIO71HzoNP_FbU6Xzvf_-FEPzp712rMd-smpDxlix5Iz7qjvhb0nDW8Dz3SNoYCqx0_jTKwQnF-h8rZvJRuo-kbiLXrXgJa8xk-7ApF4a4kEPvGnx58nu3lOjxBWcEnlg2bTU5j08Z8w6GGTL4yULF0_RIZVSt7AAM0nC00Wu3kgwlG7VOA7SX-9Bo8Vui69Q6wvvCYb5P4yOY97xCInaMaV-ZhlmOQH5o5sv_k7SWnIg7xFD-ITHkXdC5X2BBUMCgwZpdL9P56tP5bb01s 378 66.196.27.163 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 18, 2025 4:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

DeAnna Barker deannapi.mart@gmail.com 4324259101 Finding a New Position I am seeking a Power BI Developer or Power Platform Consultant role where I can leverage my expertise in Power BI, PowerApps, Power Automate, SQL, and data visualization to drive data-driven decision-making. I am passionate about building interactive dashboards, optimizing data models, and automating workflows to streamline business processes. I am eager to join a dynamic team where I can apply my problem-solving skills, business intelligence expertise, and Power Platform knowledge to enhance reporting, efficiency, and strategic planning 03AFcWeA7UI8sLHKTyDl8ATs0X0UlrvZHIkLialo0Zi6M5oAHAgOKcoeKHg8zxKoTfHfktAxp0Qt5Y8ScSOOe4buDazkzXnFpKB2xHvrfsEiyCOXCiKLvKxxXa4RiwToqUSotuFpCrAlQtfk__2FXbmn-yaiNHXPMUwyLVK6QkN0i2Usfnk6siUD6GNGVUDWuhO4_b5l5ooQpdzrCKv0ATUDAHnWT-BJP9IzXtSBY46QzAKn0YvtXxrPBXjhURAdFQdHfVk73jucv35Qnr61QxVPGTQePJ02mhZCm3Xgl6g5uV09lzBVG6ZXdilUDUY1rLr8XN3olro5NDYEzlaxLkRFf-KShgea4p4xKzFZejwEAITDplqlv9tfbz-_8HjmR2p4dRL7AR78v13x884MxWSG7JJFQPztEDw1O5VstGBAsGUIAwJMA7oLVgJ-e44BHFJCMhv3QyQAR4qbcF-dZ4B1uITEYI8-w5OUvfRFqftWGlAr6FapMBrJZcSdfDpojHxvawMcbujLRnAw2TpTkW3BBNBo68mUhGoi2cXgnqCeFXzqGmQ50c4bEYIU9JlYkhU6iF24CqqdIeLCLgPxqHX8zgrAtjmNtvyR5D_sSlGjKcAtYGFvJq6352-K3GStBZlUbazh7DoBJY8ZcBFail6Myh3t3xILgZP9MddwEkhTt8w6rZ0eH86CrCFmsbmGvfCvUQVCXqdeKFulhO1AKpmOLtSOmfL-OPLYt3JC9yplrc5BC4C-rbbexNwNvAAs8UyU6rWfQqst8lfIRFalv_w5Ir5Z1EutTMEh5y4YcVyY9oICmK_sxF0QzHcof2tRpofaxRut38VWvzcCrJiEmY9TYV2j9SsjyqbOEPudU-81oKVyuU9PoM6HJ75NARi-aRmWPfq0Ku7T2gw-_KO9d0UuJYfIl--uebYhWVf-WdFSh37HYDkFvns3o 379 66.196.27.163 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 18, 2025 5:50 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As companies strive to stay competitive, securing top IT talent remains a priority. However, traditional hiring processes can lead to extended time-to-fill or mismatched skillsets, ultimately affecting business continuity and project success. One approach gaining traction among forward-thinking organizations is the use of pre-vetted IT talent pools, a curated selection of thoroughly screened and qualified candidates ready to be deployed. This approach is revolutionizing the hiring process, offering efficiency and agility in IT industry workforce planning.

What Is a Pre-Vetted Talent Pool?

A pre-vetted talent pool is a database of IT professionals who have been rigorously screened and assessed based on technical skills, experience, certifications, and cultural fit. Unlike conventional recruitment, which begins when a position becomes vacant, pre-vetted talent pools provide an on-demand hiring model where businesses can quickly tap into a network of pre-qualified candidates. These talent pools are often maintained by staffing or recruiting firms or internal HR departments, ensuring a steady supply of job-ready professionals who can be seamlessly integrated into projects.

5 Benefits of Pre-Vetted IT Talent

Faster Hiring and Reduced Time-to-Fill

In the IT industry, where projects often operate on tight deadlines, extended hiring cycles can be costly. A pre-vetted talent pool eliminates the need for time-consuming resume screening, initial interviews, and background checks, allowing hiring managers to fill positions in days instead of weeks. This rapid turnaround ensures minimal disruption to ongoing projects and improves overall efficiency.

Access to High-Quality Candidates

Traditional hiring methods often rely on passive applicants or cold outreach, leading to variable candidate quality. Pre-vetted talent pools consist of top IT professionals who have already been assessed for their expertise in programming languages, cybersecurity, cloud computing, DevOps, AI/ML, and other specialized domains like SAP. Companies can be confident they are selecting from the best available talent rather than taking a gamble on untested candidates.

Reduced Hiring Costs

Recruitment is an expensive endeavor, from job postings and sourcing fees to screening tools and lost productivity. By leveraging a pre-vetted talent pool, organizations reduce overall hiring expenses by streamlining the process and eliminating redundant steps. Moreover, because these candidates have been thoroughly evaluated, the risk of costly mis-hires is significantly reduced.

Improved Workforce Flexibility

The IT industry frequently experiences fluctuating demand for skills, particularly in areas such as software development and cloud infrastructure. Pre-vetted talent pools enable organizations to scale their workforce up or down with ease, ensuring they always have the right talent available for both short-term projects and long-term initiatives.

Better Cultural and Organizational Fit

Beyond technical proficiency, pre-vetted candidates are also assessed for soft skills, work ethic, character, and alignment with company culture. This additional screening step reduces the likelihood of employee turnover and fosters better team cohesion.

Leveraging Pre-Vetted IT Talent Pools

For organizations with frequent hiring needs, one option is to develop an internal talent database that captures information on promising candidates who have previously applied, completed contract work, or expressed interest in future opportunities. This requires a larger lift internally, ensuring there are resources dedicated to maintaining the database and candidate relationships. Another option is to partner with a specialized staffing or recruiting firm. These firms often maintain extensive networks of pre-vetted professionals across various domains, enabling businesses to quickly source top talent without investing heavily in recruitment infrastructure. That said, partnering with an experienced firm can give companies a competitive edge in accessing high-quality talent on demand. If your organization is looking to enhance its IT talent strategy, click here to learn more about partnering with BCTG and how you can gain access to our extensive network of pre-vetted candidates!

Whether you’re an IT consultant or SAP expert, partnering with a staffing firm can be a strategic move when looking for your next career opportunity. Staffing firms help connect qualified candidates with companies in need of specific or niche expertise, making the job search process more efficient and targeted to your unique skillset. But what exactly should you expect when working with a staffing firm? Understanding the process can help you maximize your opportunities and land the right role faster. We break down what to expect when working with a staffing firm below, from initial contact to ongoing support.

What to Expect When Working with a Staffing Firm

A Seamless Application Process

Unlike traditional job searches that require sending out dozens of applications and waiting for responses, working with a staffing firm allows you to enter a centralized process. Typically, you’ll start by submitting your resume online or speaking directly with a recruiter. They will assess your experience, skillset, expertise, and career goals to match you with relevant opportunities. Many staffing firms specialize in particular industries, such as IT or SAP, so their recruiters have deep expertise in understanding the specific qualifications needed for various roles. This targeted approach reduces the time you spend searching for jobs and increases the likelihood of finding the right fit.

A Personalized Interview and Skill Assessment

Once you’ve connected with a staffing firm, expect an in-depth interview process. Unlike a standard employer interview, the goal here is to understand your background and long-term career goals. This conversation may include a review of your technical and soft skills, as well as discussion of past project experiences, your preferred work environment (remote, hybrid, on-site), your preferred role type (contract vs. full-time), and your compensation expectations. Some firms may also require skill assessments, especially for technical roles. These assessments ensure that your qualifications align with client expectations and help recruiters advocate for you confidently.

Access to Exclusive Job Opportunities

One of the biggest advantages of working with a staffing firm is access to job openings that aren’t advertised publicly. Many companies rely on staffing agencies to fill critical positions quickly, meaning these roles are only available to candidates within the firm’s network. For consultants and contract professionals, this means access to projects with top-tier companies that you might not have been able to secure on your own. Whether it’s a short-term engagement, a long-term contract, or even a contract-to-hire opportunity, working with a staffing firm expands your job market reach.

Negotiation Assistance and Market Insights

One challenge many job seekers face is negotiating salary and contract terms. Staffing firms provide valuable market insights into salary trends, helping you understand your worth in the industry. Recruiters can also handle salary negotiations on your behalf, ensuring you receive a competitive offer that aligns with industry standards. For contract roles, they will clarify details such as contract duration, project scope, bill rates, and benefits, so you have full transparency before accepting an assignment.

Ongoing Support

A common misconception is that staffing firms disappear after placing candidates in roles. However, a reputable staffing agency maintains regular communication with consultants throughout their assignments. Expect periodic check-ins to address any concerns and discuss potential extensions or future opportunities. For independent contractors, staffing firms can also assist with administrative tasks such as timesheet submissions and invoicing. This support allows you to focus on delivering value in your role without worrying about administrative hassles.

Long-Term Partnerships

Many professionals form long-term relationships with staffing firms, using them as career partners rather than one-time job placement services. By maintaining an ongoing connection, you can continue to receive job alerts and get assistance in navigating career transitions. For consultants who work on multiple projects per year, a staffing firm can provide a steady pipeline of opportunities, helping you transition seamlessly from one project to the next. Note: A good staffing firm will always be upfront about job opportunities and the hiring process. If a position isn’t the right fit, a trustworthy recruiter will let you know and continue searching for better matches. In return, being honest about your experience and preferences will help the recruiter place you in roles where you can thrive.

Starting the Conversation with BCTG

Working with a staffing firm can be a game-changer for candidates and consultants looking to advance their careers. From gaining access to exclusive opportunities to receiving ongoing support throughout assignments, a staffing firm can help position you for long-term success. If you’re considering partnering with a staffing firm, choose one that specializes in your industry and prioritizes candidate success. By doing so, you’ll maximize your chances of landing the right role and growing your career with confidence. If you’re an IT or SAP consultant interested in learning more about partnering with BCTG, click here!

Belene Metaferia belene2000@yahoo.com 404-519-8598 General Inquiry Dear Sir/Madam, I hope you’re doing well. I recently applied for the HR PMO – Process position through LinkedIn and wanted to follow up to reaffirm my strong interest in the opportunity. The role aligns closely with my experience as an HR Project Manager, where I have successfully led process improvement and optimization initiatives to drive efficiency and operational excellence. I would appreciate any updates you can share regarding my application status. I welcome the opportunity to discuss how my skills align with your team’s needs. Thank you for your time and consideration. I look forward to hearing from you. Regards, Belene Metaferia 03AFcWeA4wT8WXvtGBbFiO4xRcilCEsaWaemgTES3JZTQvdYJUrwHlDXGLep2VYhwoyU0LbdPUm6Gkg_ruIWkieCrXWbXBX8t5DWHL7utpGPMJ4jd_-mm94kyGEjNPxK6mxtBe_xVIz0KaNzXWAH9XTNoehfCNLLRqodAJ0v4L7FzG_EjHHBcagkEApBbg29JuROFZYfMzBXueIb0bGgvzJSV7M-93ve-uCyJZnEcCozaTU80FduBC-jwzICK37FbSGFcBnMpqE5d0KKqNMk9QHFF857K4WFuKBrH_bzBZykZQLpFFnnBOHZpICLieh97XiZkL6ypY8AxOCfTATOlBnZKAbyILC9fx3BSyakfNbfjuvbBYnVyNOeSBR-7FkwYDVssi40lhBdinj8cJo65dcP9rtfkYyPhncGeqzOLgyZhmde4oRm4RXwT3JjXb3WSbkp0HqYQ-bU3H1aUZ3K_tZYpzi2NvBpIzJwuYi8uT-bn_fQNQo1X9MJ7_8M1POJ_64uiVpIzLLmLJn7oY6GmhYNeUEcRBW3fkaFNSmu3EqJyAvghL0_g9UWMEiyyJgIwNfgxlZl3KD7shmAA4iXYFTBx8AKJMbPyrcKRo6dRg46vAlPHvQRqkNokNOd97mC3cmenipvLgn00kTUEyPaVhP1teyqqo726CBV37-YlWp4v2Jo5L0A-ZXGdVTt_j3BjQF4fzAxKpvf_iUmJFQc6vpcqc17j7rqjALNGFcFRvMskKdJlvzKgVJ7uT8GCG9kysNqYIZIeo0MCmTJINIXiuiBsSpO0M2lEWduTQX3h7uHldmMoC4oxVqkQXK6Owray7NDhaG7s-n0LAiBNofduoCKm7E5-vDutUkXfjzkzU--182k_0TenLGWv38wZHJgPyRfKSsRJtVL2EIm60YULDpHThtvwglxoyPs-DK5oyMgZIR1kKTgJo0JP3R1tkrBql3A60hmLn2jPhw5lskpNkXeMuh-03VsKDFsnqLh1PVCmYt_VRnpn4SWyCfVyIT8vpiSWxoiQKTk_TZZFw5uODSDicPLOPQQ2xFA 380 76.216.18.205 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 24, 2025 5:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Belene Metaferia belene2000@yahoo.com 404-519-8598 General Inquiry Dear Sir/Madam, I hope you’re doing well. I recently applied for the HR PMO – Process position through LinkedIn and wanted to follow up to reaffirm my strong interest in the opportunity. The role aligns closely with my experience as an HR Project Manager, where I have successfully led process improvement and optimization initiatives to drive efficiency and operational excellence. I would appreciate any updates you can share regarding my application status. I welcome the opportunity to discuss how my skills align with your team’s needs. Thank you for your time and consideration. I look forward to hearing from you. Regards, Belene Metaferia 03AFcWeA5eW_a-3CtzI5bhybiAnaA2aKIX1u_-H44FhH2NPbX7kXJm_XGsvoux4aJxRc3TqX5qTNcwicICJrVNBymuXqVTT0w-PG0zm0qB-RivBYhHTGGmNf2l56WyeMjvFOSzQNRSFRH0EaAC61Dt9lMtD1mawBt81YpKUMXhDZf5RNkMDzDxLYXQVUA6FTcS3VXsHm1t7wBg-kE1M5mm13uHVBzRYDMkOxXGcVx3zD5_aSyB_TmwETPBDegYDc5-s1Q40C7nASmuD3YhvYOHrG3dNWXRZtp7MbTjpYiYfBHCCLLrjYgFmQ1P6knofT4UkiYVI5ifZ8W_pwY1TnPczQEmDrG6i8wB0V7cW8TPmaoWSecPRFclGEhPstgkJf9I2fPG0JJ0VBZhyYhCN8gA2EEpvL08cWrsB9Q0G8loVXJBpwV-ZdVZkj4jDuA7wnu3x-voCu4HYYzShUgGRanbN7om_EUvvg9MAQ-YOJInQG0iWG1Z9XKcQir_qe-JK4ReV6JW0rtxeD7a2PTZkltzeb7s-nizMmuPa2_U6H94Z_tjHid60npeb8xJ5-fO_-xDLbVL7gK1ysXb2v3quojHtRMRIdbfSlJflYbvqP3BoPJxLwzt0NapgQpGOxsJHaqjLs8tDbwNtqGAKuoLFBa55YGSiq2FULO3nJf8rUSurTe3k3wnWxsk0b6cmkWgvX8OwXFf4OVQF5UisCEQ_9lwKac4iZpBEf9emI2jZG53op8RQCqLXjAsjJX7HAZOrK82wEPL7Du-8niP-ZClscgCte63hzM0-JsJ-JZpM3h6Zeo3CVYJ6aC-dI1LHakV4B0QWKmW8YqM39u04_Kna9CYaafcqy5u2L6GS5GXYXHI_Y7xFJeCJktvIwMuiqL_dvEkRqO2xZ4VeafTArJ2P48jsK1OynwMWTwOQF3BZjXuTIly83UVVjOQysN6Y1qBu54_23rHDSPnAmYPTQg9QHAhSkeqcq0TzrBeH9ZEs_GSD0RODZD6pMyGazu4McOZ6Iu8ixLx1RI4KEvuPj45Lk-R4HzSky6bhX6mHwMSN41_JS3ZpxafTHESOS0 381 76.216.18.205 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 24, 2025 5:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Belene Metaferia belene2000@yahoo.com 404-519-8598 General Inquiry Dear Sir/Madam, I hope you’re doing well. I recently applied for the HR PMO – Process position through LinkedIn and wanted to follow up to reaffirm my strong interest in the opportunity. The role aligns closely with my experience as an HR Project Manager, where I have successfully led process improvement and optimization initiatives to drive efficiency and operational excellence. I would appreciate any updates you can share regarding my application status. I welcome the opportunity to discuss how my skills align with your team’s needs. Thank you for your time and consideration. I look forward to hearing from you. Regards, Belene Metaferia 404-519-8598 03AFcWeA4m8glcU3RbYJOVf2y9Xbcyemf7jeX8fhEBw13IEDbIirOsQTNCSQHSHIWZbHi4Ze3NfHpoUGTqaX-HqpUtGZkJzREgnLj_Sf3x_lroDXT7n7P16I4etS9V2YVROZnuOXqZtcR0MxLI5e2W_Zd777OIzUpFWQ47b0OaRiSFwsxaqZ7Cic3sCf25hj__UheQJjcYLaKieK4EyZXqqt1dcVWY5YE2DUkn5q0Cc9fPBb2m3QSkJ8vKoWJ_dRVBJwyZd7civmLiyWYPn7Z9K66a1JtDxyain3GxHnH3dbdGtRdR9PWadaDo32uJJu9D8CIP6OtM15sM2E-YQdmy2TC2Jy50b5pBC1jVzGYJ73z6-BNoQSwq7lf3TKOWUx2XkiETwtgf9uz3nJ9qbQFtynu1blnsXHdjKpxtaf68gKAqqbY_yPhCXoSiuDQw03VwmIcmv4xfLgi8WXNKJRagJL_Uanee3wiJaNqiaxYZ7nPFpLhIZ3FQq2TBlQ6qfxx2LlGW-7baVRXbbnQKXK5N15cJUnJIH7eDO3HsbWvFtyAbovEOWE6eYfUWLoCZsYeKA7nHv68e9-CT04hYAAIvN4noD0I6heGkQFJwGUiv7Uk5U4ywxCfOJPd1J4WuaER3CDC0w_e31aLNjv4qULGb5COnFBzLl0z6g3lXHKm74FL-eMA6G_NasawmUHznTvgQbvat1NZJPUSDJRqBOst-oKjtR5yh6i_XreM6QRY_a5Wi_6f5yVZF8a34-VvrzVlu_fwOlxrPfkAidzaV3AwBhXYHkSQqxKB8R2wYfbfqszB9EX6mzxHnnMsI4e3uVt2Bq9_XYtPXCZJ1TN8yH5b_Ean0hnA14RvnSe0ksIJQE66hE5h4xDnT3sEhFD3vLHrfqh_uh-H7QhyVmWSPYj2JD5AaZhkHFCs_8YQSB74BQduUpoYFHmi7EQFAThxt4uErJsAuD4_ZtJC7W4BWP1dwVLOoVZGzogTj8o7V16q8MKhd0XP5bGLMu8U1uUh2sPr0bQL74VWNgf2sEak1UTslnhfgc8jzr5doSwgjgZqvtzePgeZqkgbrhrM 382 76.216.18.205 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 24, 2025 5:05 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Belene Metaferia belene2000@yahoo.com 404-519-8598 Finding a New Position Dear Sir/Madam, I hope you’re doing well. I recently applied for the HR PMO – Process position through LinkedIn and wanted to follow up to reaffirm my strong interest in the opportunity. The role aligns closely with my experience as an HR Project Manager, where I have successfully led process improvement and optimization initiatives to drive efficiency and operational excellence. I would appreciate any updates you can share regarding my application status. I welcome the opportunity to discuss how my skills align with your team’s needs. Thank you for your time and consideration. I look forward to hearing from you. Regards, Belene Metaferia 404-519-8598 03AFcWeA5XIRpGzWUuOXh1xirq71DT7ku4ikEPpaNKjtvsLN0AYZ8_FeIRdpVoLM1BeQzpUS_aMlOWNM0aS1N0XcfQuu01Ac_tndox9cHEAlNAuYzu4WFJ8l4ck7EwPOmkBX-9oZFtUvovw5xBmZVYUSXHjQ-fXcG4z4_d04I5DnsVldSr3mOoQRTL_9xFDbtvxhDjpvRoknM_ebrobkrVqtxtophzJhVLLpeXLxigjjGDKIhnrhOlVpW5sIKtSTXjpaptyjNT4IezzbPdeTxe1XqpSgQ5JBICSVmhifhdLQfMqQzOknSAQ2flrDBT7JNPG2fs7bsP49QTzKN0OWt1zvaKUpakClUgwnwUWvW3rQuFcKi4anfC0UoGKtx90tceyxiCUkhKRQbTF38OpUaz_hV8Mu8U6skCgdYR1f286PnmlXCCmMGOoVoYj2P_Q1wz0yNkPTk_ehBpDxr8Q9wh7jiRCbvhhmg8gP84dPC5puUZY68VgVYR_Bj-INDnxIhk1VmriXqg53SEUcCRAOpYh3BVCpE3RgMYBWIfTI0m8XW00Wm9HkZOkz4-Y9BO5GSTeaWjbZOScnHijhMZJXwO2c51pXnh91UhEcaO6QG4OhkDbq8xrzfn4yf9f0vUKiWdkoeBAR4bHvsFEQkqDLQMCFh_syUVt9Mcw8MNPz9vMkDJKn485d05Luo_6S3_nIsD1CF3hi4RIQEnCazEPratyWAHMRYHN4AlPJ97KQarJkte29Kp_mALJBH0y5Fv3yZU1JSFlieXChddIKnQ67529aAOJjBr6viRRP0vCxSVCCTGILQszHmv3RbTlR7U3VfNEeQEXtPcQ6VT7Qcp7rFXwwz7Q6VrSycXtNWTpGLBaSKxXOKvJEY1x4uaFLXcdv2Nf4L4nwjHT2_AaCMJhJX7NmfMfG7giR0n0mdD1zDvc_jQ8Z8-sH4WGReVQzl0Nqgmp-hkGCvvmZUMIYSorSOQuV3P0ATmMmhu-z1rIhTJNpVxxD_TrpfihKDehMTHsx1GfPRTutNP0hSqlm-qnwrqKCk7x15ND7KTV8KuvyZdVdhxarFwKgrCOlY 383 76.216.18.205 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 24, 2025 5:05 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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The IT contract workforce has always been a dynamic space, evolving alongside technology itself. In 2025, IT contractors will continue to navigate a landscape marked by rapid technological advancements and changing business priorities. Organizations are leveraging contract talent to remain agile and cost-effective, while IT professionals are adapting to new demands and opportunities. Here are the major trends shaping 2025 IT contract work:

2025 IT Contract Work Trends

1. AI

Artificial Intelligence (AI) is increasingly becoming embedded across industries and organizations, driving everything from customer service to software development. As companies expand their AI initiatives, the demand for IT contractors with AI-related skills has skyrocketed. Organizations are looking for professionals who can support AI model development, machine learning operations (MLOps), data engineering, and AI governance. Interestingly, AI is also reshaping the way IT contractors work. Tools powered by generative AI help contract developers, analysts, and architects automate repetitive tasks and accelerate project delivery. That said, contractors who embrace AI as part of their own toolset are increasingly competitive in the market. The sweet spot for 2025 is no longer just “knowing AI,” but being able to both implement and integrate AI-driven solutions into business workflows.

2. Cybersecurity

With cyber threats becoming more sophisticated, cybersecurity has become one of the fastest-growing areas for IT contract work. In 2025, businesses are hyper-focused on securing cloud environments and protecting sensitive customer data. The rise of AI has also led organizations to place increasing focus on safeguarding AI models from manipulation. Contractors with skills in ethical hacking, penetration testing, incident response, and cloud security are in particularly high demand. Additionally, regulatory compliance standards continue to evolve, creating more work for contractors who specialize in risk assessment and governance. The ability to quickly onboard cybersecurity talent on a contract basis helps organizations address urgent threats and stay compliant without overcommitting long-term headcount.

3. Cloud and Multi-Cloud Environments

Many organizations in 2025 are deepening their investments in cloud platforms or shifting from single-cloud to multi-cloud architectures to avoid vendor lock-in and improve system resilience. This trend is creating significant demand for cloud engineers and solutions architects on a contract basis.

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Shannon L Schritter Slschritter@yahoo.com 4358403046 Finding a New Position Hello, I wanted to introduce myself and see if there was an opportunity to see if I am a good fit for any open positions. I was impressed by the position I saw posted on LinkedIn for a Process. Mapper. I am seeking this type of position or one similar where it involves human resources, change management. I have a master 's degree in change management through Penn State University. I have been doing process mapping for 20 years using resources in Lucid Charts and Visio. I have made good resolutions in companies to build processes and resolve breakdowns in process. I have lead sessions to help uncover where there are resources needed and find growth opportunities. I want If you would like to chat further, my phone number and email are here and I would welcome the opportunity. 03AFcWeA4FHdeS9px7yXewR0MlCBscCZNccPPa3bX5WqA53z2PBcIyraI7ktzNSc62YvbR3NMd1rwkTs3ifmOlR7711jxxHgqI9H47ZOubCDZGTvW3FjzLLVGZ46_YuVydC5Ij-EaInNmqkpK5v0rEj6dzr_k90Ch74ez9VEBh23ISY8q--zo1J7o3f3LxVS-Z7_WxCdlKnb7iHSHrppBSzP9QFjDf-2mt5LYCiuuNxUjIK_PnbEkSghPVq5t05Ig3HgFVTKe8017YYRL5qtkGjjikAABQR45uiLh3eVRuSsOCq0OFj8QCNw-CegI4op-FS6NUxd2Sta152evFaoijMHRHo1D1jGZV-992Uigcaqeron3RsZsAC4rl91MI5Vs_jVihaqKYz62PrL2LGv54opQjICRAhfZ8DopbEbTAI0ymM2HBrgEUv9kViyTy2CmUhp6CutBOGC5NpyUh_4ndGxetT0KC8kr5qhGXL99s38ah0A0XapXwSXFtAMr_AaCeBX27tNpINLb-L55gC9hp_xFBm2YgID6HwjWhZttjqK5OSuY9GFjbR2chOI1KPHiDRlc_KfSbXu_TmS83Hv5iVJR1b9mSOv4LASzgyyGWGHAvBV3kMvWLXhBJI3t1Y5xuEnzTY6vE1U2LPG9ljBCleJ6GccTpaihoD5jHdr_brEEIxW4inQJCDpe7tA1EmuuRA0MBrRdTbxaEYpbWajlAmnEG_6LV1nuZ6o93JRzRfwHDZGgfGKQ83d79a2Iuh1_BgzsV2PSQEilusYALvY7r650mdrgElMuAC95QcS8B_AqvtmWkCCTWe39oCD_EloDqn1UV1rBYThnmnolAjAJ02PlNt4Ed6Wr_AcUhSusWS1-Ox0SYjV78kniZpC-zCigIF07NIcAbf1wpTNHJPPWeMF8LjwcQiVZiR4WVuAQ3JFJW83R1vxsgbGJ_GX26jly5s-RzPUnoTjiD4nhf6VgMxUQ1kTw5VSe1vXZXsaTz62l-Sr23ZOGrDIu8VlecfN92ZrTgu4jy6t7-QxKXhMcli7YdZcz9hCYO4A 384 72.211.184.113 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Mobile Safari/537.36 https://bullcitytalent.com/contact-us/ March 26, 2025 1:38 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shannon Schritter shanschritter@gmail.com 4358403046 Finding a New Position Hello, I wanted to introduce myself and see if there was an opportunity to see if I am a good fit for any open positions. I was impressed by the position I saw posted on LinkedIn for a Process. Mapper. I am seeking this type of position or one similar where it involves human resources, change management. I have a master 's degree in change management through Penn State University. I have been doing process mapping for 20 years using resources in Lucid Charts and Visio. I have made good resolutions in companies to build processes and resolve breakdowns in process. I have lead sessions to help uncover where there are resources needed and find growth opportunities. I want If you would like to chat further, my phone number and email are here and I would welcome the opportunity. 03AFcWeA46-irFmu62ccSGOk8d-GGKK_dfQ-7B_q3Rp8hDZDZxoCiT8tC_1vmBxYZnOtgRMv8giuQFb4ZlobKwLBno7VwS17EPuku_3XeC8xT1Pe_xxOLumLUBBi5BiveHeo3hy0KlE7hBgG7F5M7L3yRjCJ5j94F95xM_WLKh4z1jB1hGp1DUbC2nZ8m9HYIw2DdXUX1FyBmCu06OZnze8_sqEPVF_6QhCWSvhcIPCPjrDrriUtYfbKeXTACPR4uprz5pH3hfPFZBGKafB2ZwvuSYWVlHPMwC3vIuTm6V1LqXAcgvwyjrgLCiNmBn0UNp1HltSlKIjR3R27Pxx5Lakj_dtt9Rbq9xhV-1LdvLYQi-neYe7lsPEhRp4suh7v0aw2JmvUc4-P7MSusiN1HQUQGAjmA-PlluW5NXldImp8WHjFpEu30T0rC9ulgJS81Ktpv7397dwu2bBeNBFQiruOc9JmpEIcs6FksbK6e9fA80hlfhLvXDEJ63zzG9wujlBgtBraUd5-8LpjdW3NmXqkmtQQfVUBjN7lvKJPr4Y3Tr8CpGy8GVPF4NztoxLEoAn2TPIBeyE3n6ClcbHshd368f5e4AJOgQKeZZPlu9q45Tl40wSZBJeGi0SeusGORLUwDYF8aU8I4SK1aAxf5zpjv5x8QM8T3HP4K8IaZXP_2GeXV1k1KrG34v82ATrSVwKtJwqsO2veLtY6rVWgDZusdhCK0Eu9qMHv94aLpxIKoLJrX1Kx7YZ-pQIEP9qFWIdk-A4fBHWn5MeyXCUZs3zyY6P99u6pg7lvPgrrEcCAUumc1Pq37dPymTYVsjJ9JM5uT0f1fbpYj4UIUMl-neI8LKjtFTj-PiKagdFQAbzFiEhtFRA6HfYuiUSNzmRzqy-y4fAPIKlpF0IetjI-MltHlqTToNlTJkEt_Za-X2UEjOWwA_58VJEhrwSM1wIGeYEHZw8fWXPhy9VgzttcWkPvU0puZAnwBfoAOtYzkxHCmMgjypLYj-oUMiKazRcoaYnm6tKQdbV9FJHa2j_WKtUjQTYzFBd6tUw7u-eUcilBVmffi6BVk1L5g 385 72.211.184.113 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/134.0.0.0 Mobile Safari/537.36 https://bullcitytalent.com/contact-us/ March 26, 2025 1:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jennifer Acheampong 1jenniferach@gmail.com 5713405004 Finding a New Position I’m looking for opportunities that align with my experience in operations, program management, and logistics, ideally within mission-driven organizations. I’m open to roles that allow me to leverage my skills in project coordination, stakeholder management, and process improvement. Excited to connect and explore potential opportunities! 03AFcWeA6QineQghrnoEMYTBJCGpyphp0TPMAycVQAdaqS3myt60LwhL_lO8s5pHY6EW7TB4QO7uxq5FebFtKQ0A61x6KcUIJXGg1whRzZr-LzHkaJALk7h-AU180iyn4qrWwEmd2fcSNEGW9Ufy3_3cH06FSRFF9yMmqrdEyL5ybShdRX-hB5jMwmqYmoUirG9GqMMxWJMUV26HGJOYrmg986kufvdaYvlUynDxc9eHeqKDQaTayuiepB_rQsJ__vRygOikadoQ1FxEIDUbqsB92SDjTh-jbNJ-QdTSkuJkgpIaSL-78G2rt43DDeloSV2Q40w_FMZtTpGYYig2oMlrx5USAO2lmWGb7WNRTH5hRSwDrcxUN8Y_hHtPgSQlNL-8T2ju_NbMSuGpSlpg4YIT5ohlZoW8Qg9arNSoy9x_LbdDMadr_RrWi1YPXpg8zgJZ-t2E2OC8i18CzSHnLWTEWnpYPuZp8rJ9XW6BiVVNqlRf6F3TQYfFjIBXR2PkepQcfAKj7p2OqaiJBbGvnCTiJLdJtYULmUOd4Et0ZrtuPJL4MCZ7bLEAGSrzMrm3QpdEUixDP32zSJ2e5vXa6iYCz8WJ_MbXjwTkY1aIs1hY2dMNrJhFH7qPWpm1NJUgAd19R2jl707TMWYUnB3NsMcSIUdaHzFWQvjxTwSux9XWO4uAGEPIXpqXakGI6KdVPIEkzydRJeW55r6Y_GgU0gDSzd4MPFb4OOBpiDtYnI03GYcGbVJIjtOXUfm2O-ADxrasMK1IqrmupWHpx9yWZGdy9r5kCg5ic9DiU9b32Zt611yi01q4iRpkySnl_D8Tm1BekAhmJSJCuM6MJA8rnUVc6RjRbd6mPlK28cmUwnDGpGQiUenT9HzyvMYKBOQymNLAzto4HhnZBvBa6dbKPJz4w5LH-l1VyR_w9wl4Oi42SIM2Ll1a8M0ZF0pAu6L7MFPd1LnlxQXQ3MDc7vx2txGF-ZdqiKpCrGPs0ndFAM5KuhWPRZiwczoi5eFAttp03qffNfuYZyeI1Dv-tCFkkuRbpd8tlu_1_K_w 386 71.178.168.132 Mozilla/5.0 (iPhone; CPU iPhone OS 18_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.2 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 26, 2025 8:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jennifer Acheampong 1jenniferach@gmail.com 5713405004 Finding a New Position I’m looking for opportunities that align with my experience in operations, program management, and logistics, ideally within mission-driven organizations. I’m open to roles that allow me to leverage my skills in project coordination, stakeholder management, and process improvement. Excited to connect and explore potential opportunities! 03AFcWeA7kF1eMoIc_YOIvfHZBvyGepHpDLQjVnxXu0md4qA9Ww1KC4NvLuDIQDJBMHc19kgQxADTNSOurF466HuQEfiOzVVpAv_LQgUIOcaBqDrPjWpmMlS_uxfxLKYuN68CuAKwJruUSl_zjk35RbnY5mK9xcJaM626wH-CmaJtaWnJp3TBQwfbtpG8z-Vf-I6ZMgky-EQE43mfm_MPqwl0S0SdiAXza5bOJtEIQH6lPvGPjXvzpZmGgvTkgtCSv6AtLi4uOoMxNAl-EC79b6P4MR2I2MOxBTy5mAiclbP-kmbG9xe2MtDENAEGlLDiN-SZCIr_o9siluVYF0XDiRVmx3xsLY5URaHDkCxOdasCHG7V7-MVQx013lnRUBs6p5ZsE0HSxHFJdl-2l4FjTqzPT4alg715UHWPCikUfG0kL1rksBgi3KdbdOyuL6pDwTfGfeTsFu2u08xZNYi3DwrsTMNshiSsPRlEtgeol1eNvSwOww7kFjZeVgQuO1vVLUZAsQ9bScMbar_YH6AcUO1GKzuGjo9YvrpgPrxdtILC25B09DHeV8bnUHaNAteyitaDkPwlN5Fnz40kDLbA00rvFKut6jkwqegvwj5yVkeTR8p3UEQHDX0oP6pwS1qT5xrs1k6RmE2YQ2bP1swKO8wkh6ejsAG9olKyx-M2QIGRoj96pJAo3e9zBY47aw7Td9Kj3sAcIMhCTnI6LDQldnzFMiB36bEoCMKShp8yvNsFMuJuFAt56fmEZp3iq2IdYOtWoPu4b9MyREgD6w4KR1oMJCKl-yhPzxEs0abs0aimEJoS0H6VV2e6OnhKHvKT5GHUQ7FedriebcXqWzOvMqvJ9cX7YV62x_1g5x9RoxtD-mx4WOZoBZnaR3UIrzqw9q6SFzXiw__-m2y8-RW_h2uyJ5OuXJnzGaW9m6NqU6W1GbvASfgEDFIE05dtvlUmESshE0QVXosYylpxp_2NVaw7sOMSrVLA6T4n-yoi9S1gi8vWWeH1DI0w9bV8sEGKEmyMjYIJwjrVb 387 71.178.168.132 Mozilla/5.0 (iPhone; CPU iPhone OS 18_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.2 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 26, 2025 8:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jennifer Acheampong 1jenniferach@gmail.com 5713405004 Finding a New Position I’m looking for opportunities that align with my experience in operations, program management, and logistics, ideally within mission-driven organizations. I’m open to roles that allow me to leverage my skills in project coordination, stakeholder management, and process improvement. Excited to connect and explore potential opportunities! 03AFcWeA5ZnyyIUfpa3vtpsZPzw2ZXHzdxC3mE6ZBOEssuoZTi3qtzhxXJDSwW3_3dBo4fi1m9KidMWz8Qzt9QuFd5hFTX-Xv23zfre2-P9_kwgDUZBChTvs14lMRoKaK-ZzaTn4YaQtgfhRIgDDXeOeKvYBIn5vJq3Y5GU6Izxx27ioC8v-yg98dv3I1YiY_0dHsPO76aU4yCPMqOME1trebTRHjVVOL9XtxbTYmm9YO_CBHUB2lgZDfrp5MglyuyYHAXPhRWfEMf4mcFmqwFz6JSOab9yz8j-i6MIQmLLhP6Mzog_1JvEtdoWQLBzmgkfl70lTHm2XzDEtBlcGb4MIXXO4J3_Me2VqlqJxg-9iKkmtnT0q7NubA8xCY5fxzWYIqG5-0PEif2aM5DhO1IS55nilzF6qp5rV95F5OHnUhgsO2cWFQj2CWkRShEzGKrxgQIJoT-fqgb_CjGHGUAt2SVbDREEf_rZ2v5U0KuhlVsoP6IqW9Bcicpvd_td2bfpIRm5itGb34e5OYaDNiZ5VXqOd2FukAhx9GJ-2ybW0itl64J5J3MMNRTt8ON-rLrAGUJvDXYGn6HJiiAatv7uVoGEYHdftL5RdppP1p18NJ6fqMQXY_ieMsC3AqlpliFgJrcQjQ9TTw7XSSAsSGmv-ww953S0G8lBEsYXRSmCRW8ky2xXFmuKpmJoWInZjPNK_gtCyaRaJ1kqvUfgxaiiW2vf6VQcL1SlK_W91m3ffYiD1xX18vVc2Ru920jyQ47ULRMoUdrPtmI76yhDTgNryBtJI0qfsAZGFqXdkgJqWWBzY-LafgdBPRmg0EcrdQTPF6REAOTXMkh8yZoMnQgOafLXIZgbVhIdw4ewbRcDFsf1lE0d7BkYj0U1lMiij8TW-5Y8Ktz8opHSeylXYCzg2TMZEcJJNZS4PPWAmOvKMpyKElQHgbogVcyZBB-V9seEeznI34oyjWXtn-0ePSMEzKXsH5JMVbdz_h5VEYbn8EZMwQHESemvm0v0SuKaHLf-dYkENtIPELw 388 71.178.168.132 Mozilla/5.0 (iPhone; CPU iPhone OS 18_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.2 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ March 26, 2025 8:01 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jennifer Acheampong 1jenniferach@gmail.com 5713405004 Finding a New Position 03AFcWeA4fHnbm1uXMHvl63FoDdJu81mfA3vPOdpVI8bu1zxlRB4NCTJMpfotMWLsVW1hxUbPqLAr-b91TDYGoG-LUk4CmyMF6y-K5LHnfroDGR-6xObbVVuYG-wcWECFfAXrtjUBqYc-4RM7WfkHGarZZVFZmVQfZzqMAP8qrt-cR7bSRFgHpyHR6DPSAP1miU0Gwbqf4gQsjh_y42xfSmqbSDTjmckjv3LkgKErnYoIS-BhdTx6gAoa7U9-hoaLck_hn8fvQdzomcYS0zvgd9pUeJaXftOIGaMS1CF0Q7B6NoyAy3X-u-px2PQ59V92bCoSa03ptkZ_qdu7M4ahXssPYJZXebWOPcjLeI2PnOxuYRtZ5m_ftt8YvwAcQDHPlXpnrSpb93TRx1rXdILI2kF3qstDyWkiLI4Alt6J6x1PnMvOf2a3VfffUh51xO_z_zNwejOkutwU_AfR83ZMliv2mW7QHzAO9J5dd7jhY5xJ1mN_p2XBh_uAUcaHRnt_YI6YByY4X_HIiwmwR-ZLuru_WxBhU2nz_ykJGS69wVl3ZPwySz7HV3P76Gmd2BAAPDHkM8BkeF7zz2hDjaDjWk-bVnyjcD0T0EKZ7rrUXu_V5qrlqc8-mmkI4-Q9-8U0LQkw6vDSBjkc9IuYbz1A3SXm5LzsXF9ZPAuJ199ph33W8duQoMstbx-3FZ-ACrYFnt5DH4zqwHog3JExhHpalZuC937FtaCW9qFTJzVWqU8XAEzPzab1CvmFeFf7VksxWGP7Ov4Lk5l_rrh1D2Y2QA6edpu0dbcuzAixcZNX4-u9mkhmUUKLZe8EiE9goxzluQpqQ1BL6XRAmUMOpAWw5-17aEDb3wX6T6AmJWN_2uAl9aXJkfIopukRcKlZzRQYJkjZzrAuXqYlcvK6fEVyJLDrad0YRSkcjja2A1nB6aoRzOjT5NECoB8al7d94jXkTdNqbxG67cHWj23o9CTeyAXl5vDVhOo2-aKnX2pBoSL3z0CJEU3fYBEqDFAtu3RVlM7hJT598BvcI 389 71.178.168.132 Mozilla/5.0 (iPhone; CPU iPhone OS 18_2_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.30.6524 https://bullcitytalent.com/contact-us/ March 27, 2025 4:51 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Hiring and retaining tech talent is a challenge for all industries, however, in high turnover industries—such as retail, healthcare, hospitality, and customer service—this challenge is even more pronounced. Whether it's IT services, SaaS, cybersecurity, or gaming, the demand for specialized technical skills continues to outpace supply. With the constant need to fill positions while maintaining productivity and driving innovation, businesses must develop a strategic approach to attracting and retaining top talent. So how do organizations attract and retain tech talent in this environment? Below are proven talent strategies for high turnover industries, along with real-world examples, that can help mitigate turnover and build a resilient, engaged tech workforce.

Why Might Turnover Be High?

High turnover is often driven by a variety of factors, such as:

Low job satisfaction: Employees may feel undervalued, overlooked, overworked, or unsupported.

Limited career growth opportunities: Lack of clear pathways for advancement often leads employees to seek better opportunities elsewhere.

Competitive job market: Skilled tech professionals are in high demand, and companies with better perks and compensation packages can lure them away.

Burnout and workload issues: Poor work-life balance, long hours, limited flexibility, and unrealistic expectations can contribute to employee dissatisfaction.

According to a Gallup survey from July 2024, one in two US employees are open to leaving their organization. What’s even more startling? Of the employees who voluntarily left, nearly half (42%) reported that their manager or organization could have prevented it. So, understanding these common challenges is a necessary first step in developing an effective strategy to reduce and even prevent turnover.

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The job market is extremely competitive, and businesses face the challenge of filling positions quickly while ensuring they hire the right talent. A slow hiring process can lead to lost productivity and increased costs, but rushing to hire without due diligence can result in poor-fit employees who don’t meet performance expectations. Striking the right balance is key. Below are 10 strategies for accelerating hiring without sacrificing quality.

Accelerating Hiring Without Sacrificing Quality

1. Optimize Your Job Descriptions and Requirements

Accelerating hiring without sacrificing quality requires a strategic approach that balances speed with precision. One of the biggest delays in hiring comes from unclear or overly demanding job descriptions. To attract the right candidates quickly, focus on essential qualifications and avoid long lists of “nice-to-haves.” Use clear, engaging language that accurately describes the role, while also ensuring that job postings reflect your company’s culture and mission.

2. Leverage Technology for Efficiency

Technology plays a crucial role in streamlining hiring processes. Automation can significantly reduce hiring time without sacrificing quality through tools like Applicant Tracking Systems (ATS), which help with resume screening and candidate tracking. AI-powered hiring processes can also quickly filter applications based on relevant experience and skills, while chatbots and automated scheduling tools reduce the back-and-forth of interview coordination. Additionally, video interviewing tools allow for asynchronous screenings, accelerating the early stages of hiring.

3. Build a Strong Talent Pipeline

Building a strong talent pipeline is another way to reduce time-to-hire by ensuring a pool of qualified candidates is always available. This can be done by maintaining a database of past applicants who were strong but not selected, engaging passive candidates through networking, events, and social media, and creating an employee referral program to leverage existing networks. Developing relationships with universities and industry groups can also help sustain a steady flow of qualified talent.

4. Streamline the Interview Process

The interview process itself can be a major bottleneck, and long, drawn-out interviews can slow down hiring significantly. To make them more efficient, use structured interviews with pre-determined questions to compare candidates fairly and limit interview rounds to no more than three, unless the role is highly specialized. Panel interviews can gather multiple perspectives at once, and incorporating skills assessments can supplement interview insights to ensure a well-rounded evaluation of candidates.

5. Enhance Collaboration Between Hiring Managers and Recruiters

Collaboration between hiring managers and recruiters is essential to prevent misalignment that can cause delays. Clearly defining hiring needs and expectations upfront can help, along with holding regular check-ins to ensure alignment on candidate evaluation. Using shared hiring dashboards or software keeps everyone informed, while training hiring managers on efficient and effective interviewing techniques can further enhance the process.

6. Implement Pre-Employment Assessments

As previously mentioned, pre-employment assessments can also play a vital role in expediting hiring without sacrificing quality. Behavioral and personality assessments help determine cultural fit, while technical skill tests evaluate job-specific abilities, both of which help to reduce time spent on interviews with unqualified applicants.

7. Offer Competitive Compensation and Benefits

Offering competitive compensation and benefits is another key factor in reducing hiring time. A strong offer increases the likelihood that a candidate will accept promptly, preventing prolonged negotiations or the risk of a candidate accepting a counteroffer. Researching industry benchmarks to ensure competitive salaries and benefits, highlighting perks such as remote work flexibility and career growth opportunities, and being transparent about compensation and benefits early in the process can all help streamline decision-making.

8. Improve Employer Branding and Candidate Experience

A company’s employer brand and candidate experience also influence hiring speed and success. Candidates are more likely to accept an offer from a company with a strong reputation and a positive hiring process. Showcasing workplace culture on platforms like LinkedIn, ensuring a transparent and communicative hiring experience, providing constructive feedback to all candidates, and conducting exit interviews with those who leave can all contribute to an improved employer brand.

9. Use Contingent Workforce Solutions

For urgent hiring needs, contingent workforce solutions can provide temporary relief while you search for permanent hires. Options include hiring freelancers or consultants for short-term projects and implementing a contract-to-hire approach to assess fit before making a long-term commitment. Working with a staffing partner can also ensure you quickly source and onboard temporary talent.

10. Ensure a Smooth Onboarding Process

Finally, a fast hiring process is meaningless if new hires experience poor onboarding. Ensuring a smooth transition starts with preparing onboarding materials and schedules in advance. Assigning mentors or buddies can help new employees acclimate quickly, while setting clear expectations and providing structured training can enhance their early experience. Collecting feedback from new hires and refining the onboarding process over time also ensures continuous improvement, ultimately leading to higher retention and long-term success.

Next Steps

Speeding up hiring without sacrificing quality requires a well-thought-out strategy. By proactively building your talent pipeline, leveraging automation, streamlining interview processes, and enhancing collaboration and transparency, organizations can reduce time-to-hire while still ensuring they bring in top talent. Investing in these strategies will not only fill roles faster but also lead to better long-term hires and improved business performance. For help getting started, contact our staffing experts at BCTG today.

As organizations across industries continue to embrace their digital transformation journey, the demand for SAP consultants is rising drastically. Whether it's upgrading from SAP ECC to S/4HANA or managing complex ERP environments, SAP expertise has never been more critical. Below, we explore the factors driving the surge in demand for SAP consultants and what this means for your organization’s hiring strategy.

Why Demand for SAP Consultants is Rising

Digital Transformation

Digital transformation remains a top priority for organizations looking to maintain a competitive edge, and SAP is at the heart of many of these transformations. As businesses upgrade their systems to improve automation and data-driven decision-making, the need for skilled SAP professionals has risen sharply. As companies move to the cloud or hybrid environments, they require experts who understand the intricacies of SAP’s latest technologies. The transition to S/4HANA requires technical expertise alongside deep knowledge of business processes and how they align with SAP's capabilities. Consequently, organizations need consultants who not only possess technical expertise but also understand the strategic goals of the business.

Complexity of SAP Systems

SAP systems are often highly customized to meet the unique needs of each business. This complexity means that planning, implementing, maintaining, and optimizing SAP solutions requires a specific set of skills. Whether a company is integrating SAP with other enterprise applications or developing bespoke solutions for niche business needs, it demands professionals who are well-versed in the SAP ecosystem. Furthermore, with the rise of cloud adoption and AI technologies, businesses are seeking SAP consultants who can bridge the gap between traditional on-premises systems and newer, more agile cloud-based solutions. The complexity involved in managing and migrating data to the cloud while ensuring a seamless integration is creating an urgent need for skilled consultants who can navigate this landscape.

SAP Talent Shortage

While SAP remains a dominant force, the shortage of qualified SAP consultants is real. The demand for skilled SAP professionals continues to outpace supply, leading to a competitive talent market. The skill sets required to manage SAP systems, particularly the newer versions like S/4HANA, BTP, IBP, and now BDC, have contributed to the scarcity of qualified professionals. In particular, the talent shortage is exacerbated by the fact that the pool of experienced SAP consultants is aging. Much of the younger generation is attracted to other areas of technology like AI and cybersecurity, which creates a gap in the market that organizations must address if they are to keep up.

What Does This Mean for Your Hiring Strategy?

The demand for specialized SAP skills has made the hiring process even more competitive. Companies looking for SAP talent must cast a wide net and be prepared to offer attractive compensation packages and growth opportunities to secure top talent. Given the soaring demand for SAP consultants, it’s crucial for your organization to adjust its hiring strategy to ensure you can attract the talent you need. Here are a few key strategies to consider:

Broaden Your Talent Pool: With the shortage of experienced SAP consultants, it’s important to look beyond traditional sources of talent. Consider partnering with staffing firms or expanding your search to global markets.
Offer Competitive Compensation: To attract top talent, your organization must be prepared to offer competitive salaries and benefits. Be sure to research industry standards for SAP consultant compensation in your region and align your offers accordingly.
Invest in Continuous Learning and Development: By offering ongoing training and development opportunities, you can not only retain your existing talent but also cultivate the next generation of SAP experts within your organization.
Leverage SAP’s Certification Programs: Encourage your team to pursue SAP certifications so that they remain up-to-date with the latest developments in SAP software.
Consider Contract or Freelance Professionals: If full-time hires are difficult to secure, consider leveraging contract or freelance SAP consultants to fill short-term gaps.

The demand for SAP consultants is not only rising but accelerating as businesses around the world invest in digital transformation. The complexity of SAP systems, combined with the rapid adoption of cloud platforms, means that organizations must be proactive in their hiring strategies. By understanding the factors driving the demand for SAP consultants and adjusting your hiring strategy accordingly, you can ensure your organization has the SAP expertise necessary to thrive. For help getting started, click here!

For a growing business, one disruption can adversely impact the entire supply chain. With little room for error, it’s important to prepare for risks or uncertainties, and effective supply chain management is vital to growth and success. SAP Integrated Business Planning (IBP) provides the necessary resources to innovate and optimize a growing supply chain for resilience and agility.

WHAT IS SAP IBP?

SAP IBP is an advanced, industry-agnostic, cloud-based supply chain planning solution. This complex but user-friendly system allows for complete visibility of the supply chain, aligning sales, operations, finances, and inventory into one centralized solution. It combines machine learning (ML) analytics with accurate forecasting tools to predict changes in the market. Small- to mid-size businesses can use these tools to plan inventory management procedures based on real-time demand insights and situational simulations, thus making them more receptive to handling change and risks. This article will cover five key features of SAP IBP that help optimize the entire supply chain.

KEY FEATURES OF SAP IBP

Sales & Operations Planning

Sales and Operations Planning (S&OP) is a core functionality of SAP IBP, helping to create a centralized supply chain plan. The focus of S&OP is to review and balance supply and demand levels to ensure alignment with long-term strategic goals. With SAP IBP, the advanced ML technology analyzes consumer and market data to update supply and demand levels daily so that allocation of inventory is balanced in real time with demand expectations. Then, supply chain planners can run “what-if” situational analyses of common supply and demand disruptions, factoring in supply chain constraints, to prepare a personalized response plan. S&OP within SAP IBP optimizes supply chain planning and encourages end-to-end operational consistency to help cut back on typical costs while still meeting customer demands, giving the business a positive profit margin and return on investment (ROI). Integrating S&OP with precise forecasting technology, SAP IBP becomes a helpful tool to identify changes in the market, make proactive adjustments, and better mitigate typical disruptions.

Forecasting Demand

SAP IBP evolves standard forecasting methods with advanced ML and industry expertise to create an accurate demand plan. One available forecasting tool is demand sensing, which analyzes past order patterns and automates re-orders based on forecasted demand. This prevents common but detrimental demand planning mistakes that make it difficult to meet customer expectations. The forecasting software also encourages cross-functional, multi-level collaboration to apply company-wide expertise on the forecast and demand plan. Using modern ML forecasting tools can heavily impact the success of the supply chain. When demand planning is precise, it allows the supply chain to be resilient to changing expectations and easily adjust inventory levels to achieve customer satisfaction.

Inventory Optimization

Along with demand planning, SAP IBP offers sophisticated inventory planning and optimization tools. Creating an effective inventory plan helps small- to mid-size businesses mitigate foreseeable risks at a lower cost, making the supply chain more financially and structurally sound. This feature further drives the balance between investment in inventory supply and meeting customer demand expectations, which is only made possible through the advanced use of analytics. SAP IBP’s data analysis technology can record delivery frequency data to create targeted inventory plans for high-demand locations. It also offers multi-level planning to standardize and optimize inventory levels from raw materials all the way to finished goods. Through strategic inventory planning based on accurate market insights, supply chain managers can easily adjust supply to match current and future demand, which allows full control and scalability over inventory levels. Effective inventory management improves flexibility to market changes and enhances the entire supply chain.

Response Management

Supply chain managers can use SAP IBP’s innovative technology to model strategic response plans for common disruptions and changing demand levels. SAP IBP implements a flexible but long-term tactical plan that maintains sufficient inventory levels for easy adjustment to demand spikes or sudden risks. Supply chain managers can even simulate typical scenarios that account for supply and demand constraints to help with accurate response planning. SAP IBP is equipped with the resources and technology needed to modify inventory allocation and respond to abrupt changes while avoiding scarcity, encouraging a more resilient supply chain. Created alongside long-term operational plans, SAP IBP further drives consistency throughout the supply chain to set clear organizational expectations for risk response and aversion.

End-to-End Supply Chain Visibility

To encourage end-to-end supply chain control, SAP IBP utilizes intelligent visibility and the supply chain control tower to improve transparency and responsiveness. The supply chain control tower measures key performance indicators (KPIs) to provide a visual overview of the entire process and identify areas of improvement. Then, the intelligent visibility technology can alert you of any disputes and either recommend a solution or clarify the impact otherwise. This system also collaborates with suppliers and manufacturers to monitor the supply chain through the control tower and assist with risk-aversion. The supply chain control tower gives a clear understanding and prioritization of issues to ensure supply chain managers are effectively mitigating high-priority risks. Ultimately, SAP IBP provides accurate, end-to-end visibility of the supply chain, which can help prevent errors and make for a more agile system.

GETTING STARTED WITH SAP IBP

The unique features of SAP IBP provide a proactive, holistic approach to supply chain planning and management and encourage alignment with long-term strategic goals of the organization. Implementing SAP IBP into your business can help streamline operational processes and ensure scalability and flexibility of the supply chain as your business grows. To learn more about what SAP IBP can do for your supply chain, contact experts at BCTG today. This article was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

SAP implementations and upgrades are complex, resource-intensive initiatives that require rigorous planning and strategic execution. While organizations often focus on budget control and cost-saving measures, one of the most detrimental yet overlooked mistakes is understaffing SAP projects. While it may seem like a cost-effective approach initially, understaffing can lead to significant hidden costs that far outweigh the perceived savings. Below, we break down the cost of understaffing your SAP project.

The Illusion of Cost Savings

At first glance, reducing headcount on an SAP project appears to lower expenses. Fewer employees mean lower payroll costs, and executives may believe that cross-functional team members can pick up the slack. However, the reality is that understaffing creates inefficiencies, delays, missed skillsets, and increased risks, all of which ultimately drive up project costs. The financial impact of insufficient staffing manifests in extended project timelines, expensive rework, increased reliance on consultants, and, in some cases, outright project failure.

The Cost of Understaffing

Project Delays

One of the most immediate consequences of understaffing is project delays. SAP projects involve a multitude of interconnected tasks, requiring coordination across multiple business units, IT teams, and external consultants. When there aren’t enough skilled professionals to handle the workload, bottlenecks emerge, slowing down critical phases such as system design, testing, training, and deployment. Every day a project extends beyond its scheduled completion date results in additional costs, such as prolonged consulting or staffing fees. These delays can also impact business operations, preventing organizations from realizing the expected benefits of their SAP investment in a timely manner.

Errors and Rework

A well-staffed SAP project includes experts who can ensure quality execution at each phase. Understaffing, however, forces teams to multitask beyond their capacity, increasing the likelihood of mistakes. Data migration issues and inadequate testing, for example, are common in projects with insufficient personnel, leading to costly rework and operational disruptions. For instance, if a system goes live with unresolved defects due to rushed testing, companies may experience data inconsistencies and reporting inaccuracies, and correcting these issues post-implementation is far more expensive than addressing them proactively during the project lifecycle.

Employee Burnout

Understaffed projects put excessive pressure on the available team members, leading to stress, burnout, and overall dissatisfaction. Employees who are constantly overworked are more likely to experience reduced productivity and lower morale, which can even lead to resignations. High turnover in SAP projects is particularly damaging, as new hires or replacements require time to get up to speed, further extending timelines and increasing costs. Additionally, losing key SAP resources can have long-term consequences, as institutional knowledge and expertise are difficult to replace. Organizations may find themselves in a cycle of perpetual staffing challenges, further impacting their ability to execute SAP initiatives efficiently.

Poor Change Management and User Adoption Challenges

A successful SAP implementation requires effective change management and user adoption. Understaffed projects often lack dedicated change management professionals who can ensure that employees are properly trained and prepared for new processes. Without adequate training and communication, end users struggle to adapt to the new system, leading to resistance and productivity losses. Organizations may then have to invest additional resources into retraining and support services, further compounding the financial impact of understaffing.

Security and Compliance Risks

SAP systems manage critical business processes and sensitive data, making security and compliance paramount. Understaffing can lead to shortcuts in security protocols, including incomplete compliance documentation or inadequate monitoring, exposing businesses to cybersecurity threats and regulatory penalties. For instance, an overburdened team might overlook proper access controls, leading to unauthorized system access or data breaches. Regulatory non-compliance, whether due to neglected audits or improper system configurations, can result in costly fines and reputational damage.

Investing in the Right Talent

Rather than viewing staffing as an area to cut costs, organizations should see it as a strategic investment. The right mix of in-house and external SAP experts, project managers, business analysts, and change management professionals is essential for a successful implementation. Some best practices to avoid the hidden costs of understaffing include:

Workforce Planning: Assess the required skills and resource levels before project initiation.

Balanced Staffing Model: Maintain a healthy mix of internal staff and external consultants to control costs while ensuring knowledge transfer.

Proactive Hiring: Recruit SAP professionals early rather than scrambling to fill gaps mid-project.

Training and Retention: Invest in employee development to minimize resistance and turnover.

Change Management: Ensure adequate support for end-user adoption to maximize business value.

Understaffing SAP projects is a costly mistake that can lead to delays, errors, burnout, security risks, and even project failure. While cutting headcount may seem like a cost-saving measure in the short term, the hidden costs far outweigh any initial savings. Organizations that invest in the right talent and resources from the outset will ultimately achieve smoother implementations and long-term success with their SAP systems. By prioritizing proper staffing, businesses can avoid costly pitfalls and ensure that their SAP projects deliver the desired business outcomes efficiently and effectively. For help finding the talent you need, contact our SAP staffing experts today.

The rise of remote work and globalization has expanded the talent pool of IT professionals, allowing companies to hire the best talent from around the world. However, managing compliance for international remote contract workers presents unique challenges. Businesses must navigate complex labor laws, tax regulations, data security requirements, and contractual obligations to ensure a smooth and compliant engagement. Below, we explore the key areas of compliance when hiring and managing remote and international contract workers, as well as best practices to mitigate risk.

6 Considerations to Keep in Mind

Employment Classifications

One of the biggest compliance risks in hiring remote contract workers is misclassification. Governments worldwide are cracking down on companies that misclassify employees as independent contractors to avoid paying taxes and benefits. Each country has its own criteria for distinguishing employees from independent contractors. Common factors include:

Degree of control over work hours and deliverables

Whether the worker uses their own tools or company-provided resources

Exclusivity of the engagement

Level of integration into the company’s operations

Incorrect classification can result in hefty fines and legal disputes. To avoid this, companies should consult local employment laws or work with an employer of record (EOR) to ensure proper classification.

Tax and Payroll Regulations

Taxation varies based on the worker’s location, the company’s headquarters, and the nature of the work arrangement. For independent contractors, companies typically don’t withhold taxes, but the worker must report earnings and pay their own taxes. However, some countries require companies to withhold certain taxes even for contractors. For remote employees, businesses may need to register for tax purposes in the worker’s country and comply with local payroll and social security contributions. To simplify tax compliance, businesses can leverage payroll and compliance services such as:

Employer of Record (EOR): Handles payroll, benefits, and tax compliance for employees in foreign countries.

Global Payroll Providers: Automate tax filings and ensure compliance with local labor laws.

Local Labor Laws

Different countries have varying labor laws regarding working hours, benefits, termination policies, and workers’ rights. For instance, when it comes to minimum wages, even contractors may be subject to minimum wage laws in some countries. As it relates to overtime, some jurisdictions have strict rules on overtime pay, even for contract workers. Also, laws on notice periods, severance pay, and just cause for termination can vary widely. Ignoring these regulations can lead to lawsuits and reputational damage, so companies should consult with local legal experts to structure contracts accordingly.

Data Security and Privacy

IT professionals often work with sensitive data, making cybersecurity and data privacy compliance critical. While this is applicable to US-based contractors, regulation differs from country to country. For example, Europe’s General Data Protection Regulation (GDPR) governs how companies collect, store, and process personal data, while other countries have specific laws such as India’s data protection laws. To ensure data security and privacy, consider some of the following best practices:

Implement secure access protocols such as VPNs and multi-factor authentication (MFA).

Restrict access to sensitive data based on job roles.

Use contractual agreements (e.g., NDAs, data processing agreements) to ensure compliance with data protection laws.

Regularly train remote international workers on data security best practices to mitigate risks.

Clear and Legally Sound Contracts

A well-drafted contract is the foundation of a compliant remote working relationship. That said, contracts must include scope of work and deliverables to define expectations; payment terms and currency to avoid payment delays or foreign exchange complications; intellectual property (IP) rights to ensure ownership of work products; confidentiality agreements to protect sensitive company information; and dispute resolution clauses specifying governing laws and arbitration procedures. By ensuring contracts align with both company policies and local regulations, businesses can protect themselves from legal disputes.

Benefits and Work Conditions

Unlike traditional employees, international remote contract workers may not receive standard employee benefits. However, offering competitive perks can improve retention and productivity. Options that are applicable to global employees include health insurance stipends or access to global health plans, paid time off policies tailored to contractor agreements, equipment stipends for laptops and software, and professional development allowances for certifications and training. Providing such benefits can enhance a company’s reputation while attracting and retaining top talent globally.

Maintaining Compliance for International Remote Contract Workers

Handling compliance for international remote contract workers requires a proactive approach to areas such as tax laws, labor regulations, data security, and contractual obligations. Businesses that fail to comply risk legal consequences, financial penalties, and reputational damage. By keeping these considerations in mind, companies can successfully navigate the complexities of global hiring while reaping the benefits of a diverse and skilled remote workforce. For companies expanding their global remote IT workforce, staying informed on evolving regulations and partnering with specialists is key to long-term success. Contact us today to learn more.

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Data privacy regulations have evolved into a critical driver of IT security policies worldwide. With the expansion of digital ecosystems, businesses are under increasing pressure to safeguard sensitive data while complying with stringent legal requirements. Regulations such as the General Data Protection Regulation (GDPR) and industry-specific mandates like HIPAA have reshaped how organizations approach cybersecurity. These laws not only establish the boundaries for data collection and processing but also demand robust security measures to prevent breaches and unauthorized access. Consequently, IT security policies must evolve to align with the growing complexity of regulatory landscapes.

Understanding the Regulatory Landscape

Data privacy regulations differ across regions and sectors, yet they typically share common principles centered on protecting personal data. GDPR, for instance, enforces strict consent requirements, mandates data minimization, requires the reporting of data breaches within 72 hours of discovery, and grants individuals' rights over their data, such as the right to erasure. Similarly, CCPA provides California residents with greater transparency and control over their personal information, and "imposes requirements and restrictions on the collection, use, disclosure, and processing of personal information of CA residents.” Meanwhile, the US FTC monitors for unfair or deceptive trade practices and HIPAA ensures that healthcare entities maintain stringent controls over patient data. Each of these regulations forces businesses to reassess their IT security frameworks, often necessitating updates in data practices and encryption standards.

The Shift from Compliance to Security-First Strategies

Historically, organizations viewed regulatory compliance as a checkbox exercise, so that they met minimum legal requirements to avoid penalties. However, the increasing sophistication of cyber threats and the financial and reputational consequences of data breaches have prompted a shift toward a security-first mindset. IT security policies now focus on proactive risk management, integrating compliance as a foundational element rather than a standalone obligation. This approach emphasizes the importance of continuous monitoring, threat intelligence, incident response planning, and a zero-trust architecture to protect sensitive information. Companies are also investing in technologies such as advanced firewalls, endpoint detection systems, Data Loss Prevention (DLP) solutions, cloud security posture management (CSPM), and AI-driven threat detection to strengthen their security processes in alignment with regulation.

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Peter Luciani pluciani@resourcemgts.com 2054162867 General Inquiry Resource Management Service LLC is seeking vendors and resellers to assist with the procurement of laptops. If your company is able to support this need, we would welcome the opportunity to discuss potential collaboration. 03AFcWeA6ONP0wUpCaP134jk2byp_6GI4MZ8T-Tiljarh2cpEgvx3zaWti8Y6MwL0BaotUY-wzQOzsnIL1oT1ui8BHZvE1IQu3-s5VSzue-SCHeYA_Y7MNhWC83Jn-CzdkPP9pW1Dtr_fuOj0PipBb2BrEsRiATKY7r3srWdg8ttRSoIpZjJx8HkmAARVcFVqm_RgfH8IAnhMHl8S8aL3ilAPyY59jAKn0gCnVaGTBDu4MFMG9g-JpfZ_Owb8jH0LHzZJJmtbO7YUQYftWbnhNaKR4w0S6UinI4KG2VmgOgjkinlgg7heEk8uPeoTwtig1H2xLvzi_gGXhJJPr8dYYAo-pdX3AA38aMXFXrLIFKhMrhy-5yKaaXrn1euViROhBoI-8nOm7BkE8g2Ki3ErHPfKNHAcDURUp9ABra0Uo_aR1uGK-kp9rT0NZnbmNR67AtbQ6eekxucPTDonwtTq1ILycJI7Ok5xT86grQzUPVlvRIwvdNn6bJONU4XYjcBRX2T3gW7xIBraUrXiEsAXXRd2R_mQ42QSPBnDbHQZ4-6P9kwpED6ISRZJfgBRNthA4_ksBjh11OwirIkO_GhvAX2i6ZAuulmxYil6rFJz6so6VGeyogF-B3CIDl_j7Aznv_-lcGvMLjWSPZ_YPlpsePNAdAYuG_rfXg_ntrgul-9ccLXl1ef5_-X4Xy-eoijdMW2Q7Z7rSO0c6F1daM_-nh0uSCqBy6QDLnwDqA7Ya_l40mIJrV_Y89xKROdsPgyLR1zny0nSQNQr_AZ2ROFCGh_0AeKJiETetvBABrtm3eWN0zemi2EThRN6IsMbfF-CJaQVETj32UqKWyIJYcdcg_p27oxcDEBbJ4zhs0Nkiy781cQWoo2aTqsEigD0F_NchTB56Xhr7rTYiFGZG9LRCO6UD6ssEj4V3B6o5MZ8TZO9ItQ_bldHyGsT5goVkFtkWuBdxChgTLedSJL7XIxfLjtLCyNfSjEnDHDS-L4_Q_0r1rC0cqEy1s4-yu-49eTZOaYCnWXtm1PIpHNeKyApZYwKekGrw3RcBwfcqjJs1rl-SuxpCQmufC4w 390 185.172.53.118 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 16, 2025 12:39 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Peter Luciani pluciani@resourcemgts.com 2054162867 General Inquiry Resource Management Service LLC is seeking vendors and resellers to assist with the procurement of laptops. If your company is able to support this need, we would welcome the opportunity to discuss potential collaboration. 03AFcWeA4tEoUGdhjRRLepBOmjHcwrjtthvhKMcTs52mBqHs0FaO7FnzvTZACSsXeyKOnALYFqXOH27hTUdSlv47qZvRhcNEBFqJe9K4bJU3OwHSEP7Yi5iqn7QPTJAL5zTv_umZcQWJSuxf4L_2j61V6hgjmQ6PoxkwpuseEuwAWQKMkuznlh9uj0mSmRjweueaGdV5CTs7Przu1kbhafVwHHk2GLqlqohY4MQyw8pjJvIsNLKwoWCXtAXnWhFfY-qXLCgBP9F4nTgRtnPtbjfGuQWHyfjROuiYzVhw6d7ypAomFgxQlPrDDN1-BNpLUvmVHM47SsqAkryFOZ45OpgqOBbYPnfD7p72g8yZA2i78ftNUMh9S1AqxfncFROBXmVRAylx0mfiiY799ezmQvEhSNhDlMOFQsQ5OskFD6t8gfLon6nk3RyefZXFCsOA3N7mVxieJ44Nj7JYkqP2T48xEgnkKZYqMlfBcbH7SPamKGQVR-qyaMwItrj6nHH_-szJqPNZ251GFJxQwzwQQMU3r2nnEm_cvrZfy5AWJeDU3FU71ueTcmlN5FlwATyNctx-7Z-_ePbTt1UA0aS7knt07CMfc4aK4aMnmRSK2odOgnYvxVmhvuK4vlq7L-6IwMwaAJXqI42DRKbh9-Z2uF4qsbL2M5IpsFlhO4N7V8RqxefmE-Mrv3maU_p3qE24NLv5dLOUWqdirUQ5vGYvGZS3ZrDlBEFec2lGvA813Qd4aOpgH0aI2jdEfLF8yndBR-DoKR4ijovsAl7JIFMJiJF2erj4SsdjsTK2tG5fr9cBxCXPJ5ML0IZvlxqfTPrkGhBpnBYHmlyeci79pRfA4wx-6cK68Z_4g3ZCiSal2HEqDlBW0zr4HBqGR8O42-yPStHIc0Opk5ZDl5CuqSqU8J33SYl6KNFv1kiRiVmq640EmjQ0uJICGeV8RO-SZxO1NAntQKvndsPEyj8rbi5V3KMTVFiXak_PsMZ4vxs8TAmJXk-tCjtlxnbOjQh5dxmYkW0UG4544qtHBGKfxBQY4KbjjJGFbqIN4YGxUQ6XvyBjuaTYeU3H8tNQg 391 185.172.53.118 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 16, 2025 12:40 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The 2025 SAP Sapphire & ASUG Annual Conference Orlando is right around the corner! Are you attending this year? If so, let us know – we’d love to see you there. If you’re unable to attend, our team will be there from May 19-21 to tune in to the latest discussions and trends impacting the SAP landscape. Keep your eyes peeled for live updates on social and a recap post with key takeaways after the event wraps up! As our team prepares for next month’s gathering, we wanted to highlight some of the top SAP Sapphire 2025 hot topics:

SAP SAPPHIRE 2025 HOT TOPICS

Business AI

SAP Business AI is redefining how enterprises work, embedding intelligence into core processes and operations. Whether it’s automating routine tasks or predicting customer needs, SAP’s AI capabilities are tailored to deliver real business outcomes. At this year’s conference, expect deep dives into real-world applications of how SAP is infusing AI across its portfolio to help organizations work smarter and faster. Some Business AI-focused sessions include:

AI and Agents: Reshaping the Future of Business Operations

AI-Driven Efficiency: Transforming Business with Joule Agents

AI In 2025: Thrive With SAP Business AI

AI Tomorrow: Uncover What’s Next with SAP Business AI

Business Data Cloud

Business Data Cloud, SAP’s latest platform in partnership with Databricks, empowers organizations to bring together siloed data across SAP and non-SAP systems into a single, trusted layer. This year’s conference will explore how companies can use Business Data Cloud to simplify data landscapes and prepare their data for scalable innovation. A few sessions on the topic are linked below:

Introduction to SAP Business Data Cloud

Accelerate Insights Across Your Organization with SAP Business Data Cloud

A Recipe for Success: The Hershey Company’s Business Data Fabric Blueprint

SAP Databricks: Simplify Analytics and AI For Your SAP Software Data

An Architect’s Guide: SAP Business Data Cloud and SAP Databricks Solutions

Business Technology Platform

SAP Business Technology Platform (BTP) is driving transformation across the SAP ecosystem, combining data management, analytics, application development, automation, and integration into one unified platform. At Sapphire, you’ll hear how companies are leveraging BTP to drive innovation and future-proof their digital core. Three of the many sessions on this topic include:

Adopt a Clean Core with SAP Cloud ALM and Extensions Built on SAP BTP

ASUG Community Conversation: How SAP BTP and SAP BDC Drive Innovation

BMS: Adoption, Transformation, and Innovation Journey with SAP BTP

Business Transformation Management

True transformation goes beyond technology and requires alignment across people and processes. Business Transformation Management focuses on orchestrating that change, from strategy through execution. If your organization is navigating an S/4HANA migration or implementing new operating models, sessions on this topic can help you unpack best practices, tools, resources, and frameworks to manage complexity, mitigate risk, maximize ROI, and lead enterprise-wide change with confidence. See several sessions on the topic below:

Creating a People-First Transformation with a Digital Adoption Platform

ASUG Community Conversation: Advancing Business Transformation Management

Mastering The Art of Organizational Change Management

Cloud ERP

Cloud ERP offers the scalability and flexibility that so many organizations now seek to stay ahead. With solutions like SAP S/4HANA Cloud, organizations can tap into real-time insights and adapt rapidly to market shifts. Expect insight from top companies on how they are embracing Cloud ERP to modernize their digital core and lay the groundwork for future growth. Consider attending the following Cloud ERP sessions:

Better Business Cases for Cloud: Bridging The IT/Business Gap

Boost Your Productivity with AI in SAP S/4HANA Cloud Private Edition

Discover New and Planned Innovations in SAP S/4HANA Cloud Private Edition

Gain Insights from SAP Customers on Their Journey from SAP ECC to the Cloud

Let's Talk Cybersecurity and RISE with SAP: Interactive Q&A Session

Customer Experience

As we all well know, today’s customers expect seamless, personalized experiences across every touchpoint. With SAP’s Customer Experience (CX) solutions, brands can deliver just that. From commerce and marketing to sales and service, learn how SAP helps leading brands build deeper relationships and drive loyalty at scale, wining hearts and wallets. Some sessions include:

Advance Next-Gen Commerce with Intelligence, Innovation, and Connectivity

Connected ERP and CX: Delivering Exceptional Experiences

CX Innovation: Transforming Experiences with AI

Delivering Unified Commerce on SAP Commerce Cloud

Industries

No two industries are the same, and SAP’s industry solutions are built to meet the unique needs of various industries, from Retail to Wholesale Distribution. Whether it’s navigating supply chain complexity in Consumer Products to accelerating time-to-market in Life Sciences, SAP delivers verticalized capabilities that drive outcomes. At this year’s conference, expect customer success stories and insight into how SAP’s industry-first approach is helping organizations solve their most pressing challenges with precision and speed. Some industry-specific session options include:

Dealing with the Uncertainty and Business Impact of Tariffs

Deliver Profitable Growth with SAP Solutions for Revenue Growth Management

How To Choose an SAP Software Deployment Model That’s Right for You

From Omnichannel to Channel-less Commerce in Retail and Consumer Products

Improving Patient Safety and Strengthening Supply Chains Using AI

Optimizing Manufacturing Performance and Connecting the Shop and Top Floor

Spend Management

In an unpredictable economy, organizations need smarter ways to manage spend. SAP’s Spend Management solutions—including SAP Ariba, SAP Fieldglass, and SAP Concur—give businesses the visibility and control to make strategic, data-driven decisions. Learn how companies are optimizing supplier relationships, increasing compliance, enhancing operations, effectively managing inventory, and driving savings—all while staying agile and resilient in the face of disruption. Below are three spend management sessions:

Achieve Bold Spend Goals with Agentic AI and Harmonized Data from SAP

A Strategic Approach to Managing Contingent Workers and Risks

SAP Ariba Procurement: Innovating for The Future

Supply Chain Management

Supply chains must do more than move goods; they must remain agile and adapt to disruption and changes in demand. Effective supply chain management helps businesses achieve just that, with end-to-end visibility, intelligent planning and maintenance, and tightly integrated execution. At SAP Sapphire, discover how organizations are using SAP to build smarter, more resilient supply chains—from demand sensing and inventory optimization to sustainable logistics and advanced manufacturing. Consider attending some of these supply chain management sessions:

AI for Manufacturing: Real and Ready to Guide and Support Operations

Delivering for Domino's Pizza: A Journey with SAP EWM

AI in SAP Transportation Management and SAP Business Network for Logistics

Explore Supply Chain Planning Solutions from SAP

Trends and Insights

The pace of innovation is accelerating, and staying ahead of the curve means understanding emerging trends and leveraging insights to shape strategy. From the impact of AI and automation on business models to the growing focus on sustainability and data-driven decision-making, this track will explore the latest shifts across industries and technologies. Learn more in these sessions:

Leveraging SAP Insights: Research, Trends, and Future Strategies

Managing Growth in a High-Velocity Economy

What’s All the Hype with AI Agents?

READY FOR SAP SAPPHIRE 2025?

We look forward to hearing more about these SAP Sapphire 2025 hot topics! Stay tuned for our recap post to learn more about key insights and takeaways from this year’s conference!

Organizations are constantly looking for professionals who possess the right skills and qualities to succeed in their role and within the company’s culture. That said, the process of shortlisting candidates becomes a crucial step. However, shortlisting is more than just looking at resumes and picking candidates based on surface-level qualifications. It involves a strategic approach that combines behavioral analysis and a deep understanding of both the role and the organization's needs. Let’s break down the science behind shortlisting tech candidates and how employers can use a structured approach to identify the best candidates for the job:

Strategies for Shortlisting Tech Candidates

Role Requirements

The first step in any hiring process is to gain a deep understanding of the job requirements. While this may seem like common sense, too often, employers end up with a vague job description, making it harder to identify the most suitable candidates. A detailed job description should include not just the technical skills required but also the level of experience, necessary certifications, soft skills, and any other attributes essential for success in the role. For tech positions, this could mean listing specific programming languages (Java, Python, ABAP, etc.), familiarity with certain frameworks or modules, and knowledge of key tools and platforms like Git or SAP. Equally important are the softer skills such as problem-solving, communication, time management, and collaboration. By having a well-defined role in mind, employers can tailor their candidate search and ensure they select individuals who meet these criteria.

Data and AI

In recent years, emerging technologies like artificial intelligence (AI) and machine learning (ML) have played an increasingly significant role in recruitment. AI-powered tools can scan resumes and analyze them for keywords and patterns, helping hiring managers sift through large numbers of applications quickly. However, AI doesn’t simply look for a list of skills and qualifications; it also analyzes more subtle data, like the context in which the skills were applied and the longevity of certain roles or achievements. For instance, AI can assess the success of a candidate’s previous projects, identifying candidates who have consistently worked with certain technologies or have a history of successfully solving complex problems. AI-driven recruitment tools can also predict candidate success by analyzing past hiring decisions and correlating them with the traits of top-performing employees. However, while AI offers valuable insights, human intuition is still required. It’s vital to strike a balance between technology and human judgment to avoid overlooking candidates with hidden potential who might not be easily spotted by algorithms.

Cognitive and Behavioral Assessments

Shortlisting candidates for tech positions often involves testing not just their technical proficiency but also their cognitive and behavioral traits. A candidate might be proficient in coding but lack the critical thinking skills necessary to solve complex problems under pressure. This is where cognitive ability assessments come into play. These tests gauge the candidate's logical reasoning, problem-solving skills, ability to learn new information quickly, and so on. Moreover, behavioral assessments provide insight into how candidates are likely to behave in real-world situations. For instance, some candidates may be highly analytical and able to work independently, while others might thrive in collaborative, fast-paced environments. Additionally, a structured interview process with pre-determined questions based on specific competencies ensures that the evaluation of candidates is consistent, objective, and aligned with the role requirements. Structured interviews eliminate biases that may influence hiring decisions and focus on examples that demonstrate the candidate’s skills and behavior.

Cultural Fit

One of the often-overlooked factors in shortlisting candidates is cultural fit. While technical skills are essential, ensuring that a candidate aligns with the organization's culture can be just as important. A candidate who excels technically but does not fit the culture may struggle to adapt or integrate with the team, leading to disengagement and, ultimately, turnover. Assessing cultural fit involves looking beyond technical qualifications and considering aspects such as the candidate’s communication style and work ethic. Employers should ask themselves whether the candidate will work well with existing teams and thrive in the environment and values the organization fosters.

Continuous Feedback

Shortlisting tech candidates is not a one-time event. It requires ongoing refinement based on feedback from hiring managers, recruiters, and even candidates themselves. A scientific approach to shortlisting involves measuring the effectiveness of the process and making iterative improvements. For example, after each hiring cycle, employers should assess how well the shortlisted candidates performed and whether they met the expectations set out in the initial role requirements. Feedback from team members who worked closely with the new hires can also offer valuable insight into whether the shortlisting process accurately predicted success.

Updating Your Hiring Strategy

Shortlisting tech candidates involves far more than simply sifting through resumes and picking those who seem most qualified on paper. It’s a sophisticated process that blends data, AI, cognitive assessments, and an understanding of both technical and cultural fit. By embracing a more scientific approach to shortlisting tech candidates, companies can identify candidates who are not only technically proficient but also align with the organization’s long-term success. Need help finding tech candidates for your next project? Contact our staffing experts at BCTG today.

SAP continues to refine and standardize its product offerings to accommodate businesses of all sizes seeking to implement its solutions. These offerings vary in complexity, investment requirements, and the resources needed for implementation and maintenance. At the same time, they provide essential capabilities that support business growth, scalability, and modernization with the latest tools. In recent years, SAP has introduced RISE with SAP and GROW with SAP as key strategic approaches, alongside various SAP S/4HANA deployment options. While both share the overarching goal of helping businesses leverage SAP’s tools and services, they differ in key ways designed to offer flexibility based on a company’s specific needs. This article will break down the distinctions between RISE and GROW, providing a clear comparison to help you determine the best fit for your organization.

What is RISE with SAP? What is GROW with SAP?

RISE with SAP

RISE with SAP is a comprehensive offering designed to help businesses transition from on-premises SAP ERP systems to a modern, cloud-based environment. It combines business process modernization with enhanced agility, making it particularly suited for large and upper mid-market companies seeking to go beyond traditional technology solutions. With a focus on seamless transformation, RISE with SAP provides access to the latest tools while minimizing operational disruptions. The offering includes a bundled set of products and services under a single contract, simplifying pricing and management.

GROW with SAP

GROW with SAP is a tailored client offering built on the foundation of RISE with SAP, designed specifically for small- and mid-sized businesses looking to accelerate their growth. It helps organizations unlock new opportunities, drive innovation, and enhance customer experiences by aligning technology with strategic objectives. With a focus on scalability and different deployment models, GROW with SAP enables small- to mid-size organizations scale their operations effectively while maintaining flexibility through multi-tiered pricing options.

RISE with SAP vs. GROW with SAP

Why RISE with SAP? Why GROW with SAP?

RISE with SAP

Result #1: Designed for mid-large size and large organizations in mind

Result #2: Adaptable and intended for transformational process that allows organizations to control the pace of the implementation with greater flexibility to transform or customize end-to-end processes and functionalities

Result #3: Promotes enhanced AI capabilities that will translate in time and cost savings

Result #4: Greater pricing offerings that allow to choose from multiple predefined options to fulfill specific needs

GROW with SAP

Result #1: Designed specifically for small and mid-size organizations with pre-configured option

Result #2: Intended for speed, predictability, standardization, and constant innovation as per best practices of the core functionalities

Result #3: Promotes speed and scalability

Result #4: Great level of cost stability by incorporation the subscription-based pricing

Making the Right Decision

Whether your organization is a mid-sized business seeking a streamlined ERP solution or a larger enterprise requiring a more comprehensive cloud transformation, GROW with SAP and RISE with SAP offer distinct paths to modernization. GROW with SAP is tailored for small to mid-sized companies looking for a ready-to-run cloud ERP with rapid deployment, while RISE with SAP is designed for larger enterprises needing a more customizable, end-to-end cloud transformation solution. Choosing between these offerings is not a one-size-fits-all decision, as each caters to different business needs and levels of complexity. It is crucial for organizations to understand the differences and align their choice with their strategic goals and their budget. By leveraging the right SAP solution, companies can drive operational efficiency, enhance scalability, and support long-term growth. As you evaluate your organization’s priorities, carefully assessing RISE with SAP vs. GROW with SAP and understanding the capabilities and benefits of each will help ensure a successful digital transformation aligned with your business objectives. Connect with our SAP experts to learn more about making the right decision for your business. This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

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Given the past-faced nature of the business landscape, organizations need to stay agile and ensure that their workforce is well-equipped to meet both current and future challenges. One of the best ways to do this is by aligning hiring goals and business objectives. When done effectively, this alignment guarantees that your recruitment efforts not only fill immediate gaps but also contribute to the long-term success of the organization. Here’s a step-by-step guide on how to align hiring goals and business objectives:

5 Steps to Align Hiring Goals and Business Objectives

1. Understand Your Business Objectives

The first step in aligning hiring goals with business objectives is to clearly understand what those objectives are. Every business has its own unique set of goals based on its size, stage of growth, industry, and overall strategy. These could include increasing revenue, improving operational efficiency, launching new products, expanding into new markets, or enhancing customer satisfaction. Before you start recruiting, take the time to sit down with leadership and key stakeholders across departments to gain clarity on the company’s strategic goals. Ask questions like: What are the key business goals for this quarter or year? Where are the biggest areas of growth? What challenges do we anticipate in the near future? How do we measure success within each department or functional area? This will help you create a framework for understanding the types of talent your company needs and how hiring can play a role in driving those goals.

2. Identify Skills Needed

Once you have a clear picture of your company’s goals, the next step is to identify the skillsets and roles that will be needed to achieve them. This involves taking a closer look at the existing workforce and identifying any gaps that might hinder progress toward those objectives. For instance, if one of your company’s strategic goals is to expand into new markets, you may need to recruit individuals with expertise in market research or sales strategy. Alternatively, if your business is focusing on product development, hiring for technical roles like engineers or designers may be more critical. Start by conducting a skills audit and analyzing the current capabilities of your existing team. Are there any skills missing or underrepresented? From there, speak with managers and team leaders to better understand the specific roles and skills needed for team success. Once you have a better understanding of the gaps, you’ll be able to define clear hiring goals that are aligned with the needs of your business.

3. Develop a Workforce Plan that Supports Business Goals

A workforce plan is a strategic document that outlines how the organization will meet its current and future talent needs. This plan should be developed in collaboration with key stakeholders and should incorporate elements of the company’s business objectives.

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Implementing SAP Ariba is a major step for procurement teams looking to streamline sourcing, contract management, supplier collaboration, and spend visibility. However, a successful implementation hinges on having the right team in place. Many organizations underestimate the level of expertise and coordination required, leading to insufficient planning, project delays, increased costs, and suboptimal system adoption. Below, we outline key roles needed when staffing for SAP Ariba implementations and best practices to ensure a smooth deployment.

Key Roles for an SAP Ariba Implementation

An effective SAP Ariba implementation team should include a mix of strategic leadership, functional experts, technical professionals, and change management specialists. Here are a few of these key roles:

A Project Sponsor to secure buy-in from stakeholders and ensure alignment with business objectives.

A Project Manager to oversee the implementation timeline, budget, communication between teams and stakeholders, and team coordination.

Functional Consultant(s) to configure SAP Ariba modules according to business requirements and provide guidance on best practices for sourcing, contracts, supplier management, and procurement processes.

Technical Consultant(s) to make sure SAP Ariba integrates smoothly with existing ERP systems.

Procurement Process Owner(s) to align Ariba with current and future procurement processes and validate configurations and user workflows.

A Supplier Enablement Lead to manage supplier onboarding and training on the new system, working closely with suppliers to address adoption challenges as well.

A Change Management & Training Specialist to develop training materials and facilitate user adoption.

A Data Analyst to maintain data integrity during migration and set up spend analytics and reporting dashboards.

A Testing & Quality Assurance (QA) Team to validate configurations and test workflows before go-live, identifying and resolving system bugs.

Best Practices for Success

Start with an Assessment

The size and complexity of your SAP Ariba implementation will determine the depth of expertise required. A simple deployment focusing on a few modules (e.g., sourcing and contracts) may need a smaller team, whereas a full-suite implementation (e.g., including supplier risk and spend analytics) demands a more extensive, cross-functional team. Before launching the project, assess internal capabilities and identify where external support is needed. Some organizations may only need functional consultants, while others require full-scale implementation support.

Ensure Strong Communication Across Teams

Since SAP Ariba touches multiple business functions—including procurement, finance, IT, and supplier management—it’s crucial to staff for effective cross-team collaboration. Assigning business champions and IT leads ensures that requirements are met without technical roadblocks. Weekly alignment meetings and clear reporting structures also help keep everyone on the same page.

Engage Internal and External SAP Experts

While some organizations may have in-house SAP specialists, most will require external consultants or staffing firms specializing in SAP implementations. Not all SAP consultants have deep expertise in Ariba, so work with professionals certified in SAP Ariba to ensure smooth implementation and compliance with best practices. External experts are typically ideal for this. Furthermore, many organizations opt for a blended approach—hiring full-time team members for long-term procurement transformation while leveraging contractors or consultants for the initial implementation phase.

Prioritize User Adoption and Training

A successful SAP Ariba implementation is not just about technology but also about people. Invest in training and change management early to ensure users understand how to navigate the system and leverage its full potential.

Plan for Post-Go-Live Support

Go-live is just the beginning. Ensure you have a support plan in place, including a help desk and troubleshooting resources for continued success.

Staffing for SAP Ariba Implementations

Staffing for SAP Ariba implementations requires a strategic mix of expertise, from technical consultants to change management experts. By assembling a well-balanced team, procurement teams can maximize their investment in SAP Ariba and drive long-term procurement efficiency. Need help staffing your SAP Ariba implementation? Partner with an experienced SAP staffing firm to ensure you have the right talent at every stage of your project.

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Dawson Ibarra dmibarra@memphis.edu 5706178574 General Inquiry Hello, I am trying to apply to an internal role and the button to apply now takes me to a random linked in page this isn't yours. 03AFcWeA7KqFqRO70RHgW5jJPtMdciZg2hzPE44Vbe56mGek-uBMX4-ISiD3-eLDnfVKiA4PeM3KwBCRi-1mEJVFhg8s7eYfwiws95hkWg61uTEPB9BqADS6J1BZKutHyUEbKuLebP9TS33kjRKdXhr7FMZgBJFhCJ8rrvgXQzzmU5NTzw3o8dPFPD9VI-fatHbQHaQuAbPN2rD9__SkHuXyzP6h0YJ5V6nwTyRzTZzG09OlZIUCNnaZJRZGe4lCOqfv2SiQVBSFmtM8KE28_ptHV8AUA8ukOJpyQEAj2AlPcfe8XnXonqIwDTJWpg-_updGbSuakwA2feddXoLxaqt5ps6FZHWTAEnXnsA_5cVKhWt0zZ9D5UCqB1XQArQHQUtMt5g1gUzUtnNIF4UXMzjg2dv4HngUV9EKuBHdi2XynCDGMGUDIDbUtBwWSAoDsRHYWMM2KjyhxYsR7Pu_NDyqdEPoy11v1M1tAP_i7VdXycJEidXlTkjAWGDuxsH9mDzlGfoPTnbylpajNQi-kJqZ-7fOLKsWQLB20GDkxdoByed41ft-S5--QzF_c2CsO2c1HUO0nxvn2mj6FlCLwEsfA1glFZifjkV52xz8mLao7lvLDdl_7dBrrwMh78X-HCAFHlaREYPL1wQSx79ZkhU40PI7tpFHn-ofnkaUKeM6GKXApHwnSFG1k2McCJou6rXbJv8u8HflVTBkcwz6ZVtGuOPPK5kd5VPF2T4YzIykTh_DUGu580UMuXeCeMhTsCUzHKqdw3NbGChhPY2LMsJa6QQdtpcC96-Ec8CBntu6HDnpV8ad_7BQENwGOicTnkqIQIB68nchuTKV2hEFvrHzECQRNIYDLAuiiAzRwv2pThyny65IwBdFIEDEdkzg4naLGIOh7YrZL7ll0QNbZFMec2Tj3P_csOxptu6P63Kru1jczSg6xlp7megkzkf3UN_Uh9fqqMF_NhKquNimF5x8c5mxnwTkZlZg 395 72.21.196.66 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 29, 2025 8:55 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Bhavin TechExpert bhavinthakkar81400@gmail.com +918401378096 Other Dear Client, I came across your company’s recent job posting on LinkedIn and wanted to reach out. We have a highly experienced technical expert who is well-suited for this role. We're happy to offer you a dedicated senior resource at the cost of a junior freelancer and ensuring both quality and value. I’d be glad to discuss this further and explore how we can support your project. Please feel free to schedule a meeting or contact me directly at bhavinthakkar81400@gmail.com Looking forward to the opportunity to collaborate. Thank You ! 03AFcWeA47bwMM0yxqeWwKwMar_ZvJ-QzJ5BprGwB_xZvLBZYiwhboRnLi9szk8_rOK3nKGQlOuWjPNlwp8phGWkptkcP3wEtnsK6CN6uoZXXWT31hmtVsLV-qz2U7Bti3AfNE2ScxFc00R1McrM-Sr6mgDPOlm8nXwji--B3v0iRRPnIEQZ5bVTjZuAH5tTqNWqSYx4a40GK0FETqrdSS2VQPLrCi9OKpYjKDmDDt8n72c3dMCmYRuDl8lHEXUX1In4jues75c4L2QALVeVG3a0OPP5vjEbs3rHBujgUHltc0XjPgInns_XnVEHw3JcYl-DpqAG738R2dKVNzcR2jYuSpbMU0LunvbS4LwPf2wQJPhCO5G_0c1nw17ZBm8mlRGqlVdUfY0lDY1dHOrrwiUvM_nkOVn7W3eTc1ah5ZFR7WNhe_6uR1M1PeM6pYnMJ22itgQb2JL6DbYBYjtc67kGJK746YQcBzhe8xiMIZmpCDVEA1dTYI8KdFxxf8YjFVRX9Dw-PTuLZQwB9ErsI351r_94tALOzbor9wD_jZFG9kqnRq6v8O3wUKT8s3kBrG4kO0flCqL_Q673BZr-O_izSDtTu455bHe1xkAFpWtmQrmzfa9s4EcnG-j_llpwKV74vchQ8NWoFUTUIJnEv_bWwHde3hUEKc1LjDhwkfmtvpZ21NmmAyc51LPttPzlphUS2HcE8NqL7ba4_cRUQHubC9rpdlYa1rnS-2SWjtAQyc_6ZVruC8vlF2Xlpgm2eNJXz2CMjI2KoYJtI9fKvwwTKmxRgMSyayYf7xJHuw2soH6cWqvKSAVCzQpWgqOF_RfxdyCPl8hQv2HRLAIqBIw9Yqu-_cImO88XPy56cEiHZDwW5kbWWO9Xd7smRhXtjbcRbylvdKZoUTX4Ye3b624kQz7JYoamWETnJbdw7hdKCUHyXPu-TRb8s 397 150.107.232.29 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 30, 2025 12:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

For companies relying on SAP for their ERP needs, keeping up with the next generation of SAP is a necessity. With SAP S/4HANA leading the way as the next-gen ERP solution, businesses must not only upgrade their systems but also prepare their teams for the inevitable changes and opportunities it brings. SAP S/4HANA is designed to provide an intelligent, integrated solution for businesses to run their operations seamlessly. Whether you’re transitioning from SAP ECC or adopting SAP S/4HANA for the first time, ensuring your team is ready is critical to the success of your implementation. Below, we explore the key steps for preparing your team for the next generation of SAP, focusing on training, upskilling, fostering a culture of continuous learning, and change management.

How to Prepare Your Team

1. Understand the Evolution of SAP

Before diving into the specifics of preparation, it’s important to understand what makes SAP S/4HANA different from its predecessors. Unlike SAP ECC, S/4HANA is built on the in-memory SAP HANA database, which significantly speeds up data processing. It offers modern, user-friendly interfaces and features like AI and integrated analytics. To get the most out of this transition, your team needs to understand these differences and how they will impact their day-to-day tasks.

2. Invest in Training Programs

The foundation of preparing your team for the next generation of SAP starts with training. While the core functionality of SAP may remain the same, the user interface, underlying architecture, and integrated technologies in S/4HANA are different from previous versions. To make this transition as smooth as possible, offering comprehensive training is essential. Training should not only be limited to technical users or IT teams. Everyone who interacts with the system—whether they are in finance, supply chain, HR, or operations—should have access to training that’s tailored to their role. Some key components to include in your training programs are:

Foundational Knowledge: Ensure that all team members understand the basic concepts behind SAP S/4HANA and how it differs from previous versions.

Role-Specific Training: Tailor training to specific job roles so that employees learn exactly how SAP S/4HANA will impact their tasks and workflows.

Hands-On Experience: Provide opportunities for team members to interact with the new system in a sandbox environment. This will help them become comfortable navigating the system before it’s fully implemented.

Ongoing Support: Create a support structure for questions and troubleshooting during the early days of using the new system. This could include a help desk or internal documentation.

3. Upskill for New Roles and Opportunities

As SAP S/4HANA integrates new technologies such as AI, your team will need to evolve beyond their current skills. Upskilling can ensure that your workforce can harness the full potential of the new system, which might mean encouraging your team to acquire new certifications or knowledge. For instance, with the power of SAP HANA’s in-memory database, data analysis becomes faster and more insightful, so your team will need to learn how to interpret and act on data-driven insights to make smarter business decisions. Additionally, SAP S/4HANA is designed to automate many routine processes and offer predictive analytics, meaning teams should understand how to leverage this automation. In many cases, businesses are moving to cloud-based versions of SAP S/4HANA. As such, teams may need to familiarize themselves with cloud technologies and how SAP integrates with the cloud. Furthermore. SAP S/4HANA connects seamlessly with other business systems, so having team members skilled in system integration and APIs will be key to maintaining a cohesive environment.

4. Foster a Culture of Continuous Learning

SAP S/4HANA is not a one-and-done implementation. As your team becomes familiar with the new system, they will need to stay up to date with regular updates and new features. To ensure long-term success, it’s essential to foster a culture of continuous learning within your organization. Here are some ways in which you can promote this mindset:

Offer access to ongoing training programs, webinars, events, and industry conferences, and encourage employees to continue their education in SAP-related technologies

Recognize and reward employees who contribute innovative ideas on how to maximize the value of SAP S/4HANA in their respective departments

Break down silos by encouraging teams to collaborate on SAP-related projects

Regularly solicit feedback from users about their experiences with SAP S/4HANA

Use feedback to refine training and adjust your system implementation to better suit your team’s needs

5. Create a Change Management Strategy

Finally, introducing a new ERP system can be challenging, and effective change management is key to ensuring that the transition goes smoothly. A successful change management strategy includes clear communication, stakeholder involvement, end-user engagement, and ongoing support. First, communicate the reasons behind the transition to SAP S/4HANA and how it will benefit both the organization and individual team members. From there, involve your team and key stakeholders early in the process, gathering their input on how the new system will affect their roles. Finally, create resources like FAQs and user guides where employees can access support and information during and after the transition.

Are You Ready for the Next Generation of SAP?

Preparing your team for the next generation of SAP is about empowering them with the knowledge, skills, training, and mindset needed to thrive. By investing in these strategies, you can ensure that your team is ready to make the most of SAP S/4HANA’s capabilities. To continue the discussion, contact our team of SAP experts directly.

When SAP first introduced RISE with SAP in 2021, it marked a fundamental shift in how organizations would approach their S/4HANA journeys. Positioned as a “business transformation as a service” offering, RISE with SAP bundles cloud infrastructure, tools, services, and software into a single offering. While this model simplifies the pathway to S/4HANA from an operational and licensing perspective, it doesn’t eliminate the need for the right people. In fact, it’s reshaping the type of talent you’ll need to plan, implement, and operate your SAP environment successfully. Below, we explore key considerations for businesses to keep in mind as they begin their SAP S/4HANA transformation with RISE with SAP.

Shifting Responsibilities with RISE with SAP

Traditionally, an S/4HANA implementation required organizations to manage a complex network of vendors and internal teams—covering everything from infrastructure and hosting to application management and customization. RISE with SAP consolidates many of those responsibilities under SAP itself, particularly in cloud-hosted environments, which creates a notable shift in staffing focus. For instance:

Less infrastructure, more integration: With cloud infrastructure handled by SAP or hyperscalers like AWS, the demand for internal Basis and infrastructure experts has diminished.

More focus on process and data roles: Organizations now need business analysts, integration specialists, and data governance professionals who can bridge the gap between standardized SAP processes and specific business needs.

Greater need for change management and training: RISE promotes a faster, more templated S/4HANA deployment. That requires a workforce that can quickly adapt and support organizational change both culturally and technically.

Key Roles Being Reshaped

While many traditional SAP roles still exist, they are being redefined by the realities of the RISE model.

Technical Consultants

In a RISE context, many Basis activities (system monitoring, patching, performance tuning, etc.) are handled by SAP. However, this doesn't eliminate the need for Basis knowledge. Technical consultants now often function as liaisons between internal teams and SAP, ensuring compliance and managing escalations.

Functional Consultants

With SAP pushing more customers toward standardized best practices and Fit-to-Standard workshops, functional consultants must now be fluent not only in SAP modules but also in guiding business stakeholders through trade-offs between customization and standardization. Simply put: they’re becoming strategic advisors rather than pure configurators.

Data Experts

S/4HANA and RISE go hand-in-hand with data transformation. From data migration to master data governance, clean data is key to a successful go-live. That said, the need for skilled data analysts, data specialists, data architects, and data governance leads has surged.

Integration Architects

As cloud landscapes become more modular, integrations are more critical than ever. Whether it's connecting SAP to legacy systems or integrating with third-party SaaS platforms, middleware experts with experience in solutions like SAP Business Technology Platform (BTP) are in high demand.

Project Managers & Change Leads

RISE introduces a more accelerated implementation cycle. As a result, experienced SAP project managers and seasoned change management professionals are central to successful rollouts.

What This Means for Staffing Models

The move to RISE with SAP is nudging companies toward more strategic, flexible staffing models. Here are three ways staffing is evolving:

More Hybrid Teams

Because SAP manages part of the tech stack directly, companies are opting for smaller core teams supported by niche external experts. This hybrid model enables access to specialists without inflating internal headcount. With this extended support from SAP, organizations should build a smaller internal SAP team focused on business alignment and augment it with contract-based specialists for high-impact phases like data migration, testing, implementation, or go-live support.

Shorter, Project-Based Engagements

Many organizations are adopting agile or phased implementation approaches under RISE. This increases demand for contract-based consultants who can join at critical junctures—such as during migration or testing—and then roll off.

Focus on Business Transformation Talent

With RISE emphasizing business transformation, there’s increased demand for talent that blends SAP know-how with industry expertise and soft skills. This means that the shift to RISE also requires a shift in mindset, requiring organizations to look for people who understand areas like AI and automation as opposed to just legacy SAP skills.

Beginning Your S/4HANA Transformation with RISE with SAP

RISE with SAP simplifies infrastructure and accelerates S/4HANA migration timelines, but it doesn’t replace the need for smart, strategic talent. In fact, the success of your S/4HANA system still hinges on having the right mix of business, technical, and transformation-focused talent. If you’re planning your S/4HANA transformation with RISE with SAP, start thinking now about the roles and skills that will matter most. Focus on capabilities like data readiness and change enablement, and work with partners who understand the nuances of SAP’s evolving delivery model. For help getting started, contact our SAP Staffing team today.

Ghanath Vootukuru ghanath26@gmail.com 8566243122 Finding a New Position I am seeking opportunities as a Full Stack Web Developer Role--Contract--Remote. Could you assist me in connecting with recruiters who have relevant job openings? 03AFcWeA5K6H1fLJWIqsmC8Z6xR1gXGbEtVIepN3LCqY0N3fJ3yTS41eG6487aWocgEy2po5S7lVTk_SZnyor6DVnrdqYCdePUUgTEge4fvthZkXMtVB_na6rfLJmYewtAvzWlAJyCM172GB12GNlLXgNtnSscMqhjpzLHoKjx5CSBAa1h8aPpkvGqPF2f5aorxOfYjHpqbdYGG6Sxz-KASphqOVelVYB2J2mO8O6haJ_VHR3v2IUiB5di6mn_ThM0reqRG0VadkRbKVWEazt4Kpi72EOA_k8DBzxw2cPWC_PCh1V0yYeR_dnW62Ntc3fMkm6n13LArZb6-XLCYiPl8vgq96ruv87XpPw1BHZR0anDogRNAquSKy01Xugo1bjFaQ3o68hIuYH-6xPYGf0qEuBXa4_vHWpkjy0FH3hS2WDn94gC3p5504BHVDyW5YSLpGElYQPmQtJzQD7HawIH6U1s_Vjd2kjKJefukgthHqYrKOyvxxYhkSFIYs0j176Zl4XQcSWHnksV9QQ5S9k2ftF3VTeqUDGnXuqRVN2LKf7K-SZaAhH9gi7FBGW6r2mFnPjoX78lxfG-RfCoD73OKDzRmFwSFKehJ-U3G3SXmltR0Uq09vKV0lXgoHta2CyvsftKg2SGqVKDhXIc8tTWvnvW9hX9vJ8bsfbIV_Eyu1lTC0tHZfS4sm6LNetQ9izPd5RpTjqQeLupBW06HtgD8oYqlyu7vzb8kpjzzf3ylk18GR7mkxSzQaRnpcfW6VckET-4UZNPix2AsXeEl2KRcrvilZEHzjgKZEi_omx_N39mFCNKnGMarUZvG1u4MZxJuPw-pGxIhQTuJXIbXtvpBT7zlSQxN9I3M9szrVTkx38c_FNUXE3jajxHzbyAGd1s3dksZms0BhgV5ZSMHNFLRCiT8zvcuUmG16u3dDEH9k7DvfKpuoxnfAVj8cckEHt2GwAHcdxHlZqd 398 183.82.119.236 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 2, 2025 7:14 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Ghanath Vootukuru ghanath26@gmail.com 8566243122 Finding a New Position I am seeking opportunities as a Full Stack Web Developer Role--Contract--Remote. Could you assist me in connecting with recruiters who have relevant job openings? 03AFcWeA7ZOXYdBjR2sWv9GF_0f0EDUBxAWjgxaMsGDg0AdbuRUA-LYwAED3JTJ-vo2CYr1iVRjXLqtvJLeTGEvEklFdI_yh1GHwlmtV6beLVHtnh7cucHzx8GBm1ZgkDA5BTPmBc-av16PCg2X0r8HzHWbndp9lVJwIrU8O93iJHxWWY0kyitoJ2Vs1ibGAJxgJ6bI8pbCaQajxnKmwC_6opBlm9G2wztWOoF9ArPDL2j5AZURS3kS_cxtjIeMeW2LHbYAYzyyqgBL76Bd0whspLuKXkNzH6IvXixvbZrz4Gtc9S4RERcfiYCeVBiskKNlE378DsVAs9aiIwYfzwP7f_aT1sqR8uumPXXJ0B8fAOzckhBI0GwLXMvinxFnsdPJJCp8_B2QjXI9--l8_NIWoOJ_-SCNZPtZOQGpGmKOIM9GjieMZxx4n9QBd1SWcp8h5OiAYDlAVZomY1Dhf_VojGXgVTWqHYpr78qmFvRh2vH5HOHUULcMMugCuIoyXr5imxFdlz48MmwRlp1XcevvVF57QflR36lFjr4JxeDo2BLAInoxlKghj3k3RT1ulPL4zYK5Bf2fsCLkI9qntntAyboK_m5Ow-wCKJC45xCx7_HtbrbO5k3HBFDAHycvY5-Ta--aBhmURW1wU4YgEUDgZMcoLy5S0MgvvfVsfScFOhhY6Sw9EOhrW1acUu45rHTcxCqLA5yiZR-DMuMKnZWB2UTUhD6t8OVJF7pMJGavb43vFZn0uWrOnrMSIk8IJTMlGzbu1ihHvu70naWD8T0iKyRs0rKAa7GoNjQyAB-qDCS3hBuc4-yf_Dyriq-jdHsE7N-ivWxFDmH5zjHOs0QQ4_war4YNddtDt9AUFMYFU5tTaw4oP7HHN43K1mriQDOn-iqEig3OpC7KSlF8grUhavZ5zI4Iavwcz76zVIAZxo9i4uC-8m4dEAKjc3TL_W1FDWlP_JAqND9 399 183.82.119.236 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 2, 2025 7:14 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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SAP master data migration projects are high-stakes endeavors that can make or break your digital transformation initiative. Whether you're implementing SAP S/4HANA or consolidating disparate systems, the accuracy and quality of your master data migration is critical. And while tools and methodologies matter, your project’s success will ultimately hinge on one thing: the people. In this eBook, we break down the essential roles and skills needed to staff a successful SAP master data migration project as well as explore staffing strategies that can help minimize risk while maximizing business value.

Why Staffing Matters in SAP Master Data Migration Projects

A master data migration project involves extracting, cleansing, transforming, and loading foundational business data—customers, materials, vendors, finance objects—into your new SAP environment. Errors in this process can lead to delays in go-live, post-launch issues like incorrect pricing or fulfillment failures, and compliance risks. Staffing appropriately ensures you have the expertise to:

Understand business rules and data dependencies.

Translate legacy structures into the SAP data model.

Implement robust data governance.

Test and validate data to meet quality benchmarks.

Maintain accountability and ownership throughout the process.

Key Roles

1. Data Migration Lead

A data migration lead serves as the cornerstone of the migration initiative. This individual is responsible for the end-to-end data migration strategy and execution plan. Acting as a liaison between business stakeholders, IT, end users, and external partners, the data migration lead ensures alignment across teams, manages timelines, mitigates risks, and oversees quality standards. They develop the overall approach, create and manage project plans and timelines, and track data readiness and migration status across waves. They are also responsible for setting the cadence for reconciliation and testing and serving as the central point of communication for leadership on all things data migration.

2. Master Data Business Owners

Master data business owners bring critical domain expertise to the project. These individuals, often coming from departments like finance or supply chain, define the business rules that govern master data and validate that the migrated data supports day-to-day operations. They establish the requirements for how data should be structured and maintained, approve data mappings and transformation logic, review mock loads to confirm usability, and more. Business owners are also essential for resolving cross-functional issues and stewarding data quality beyond go-live by taking accountability for ongoing governance in their domain.

DOWNLOAD THE FULL EBOOK BELOW.

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Deciding whether to use full-time employees or contractors for IT projects depends on your company’s budget and needs. Full-time employees offer long-term stability and integration, while contractors can offer unique expertise, speed, flexibility, and assistance during particularly busy seasons. Below, we’ve broken down some common circumstances in which it makes more sense to hire IT contractors instead of full-time employees.

WHEN TO USE IT CONTRACTORS INSTEAD OF FULL-TIME EMPLOYEES

You should use IT contractors instead of full-time employees if your business:

Has Specialized Short-Term Projects

If your company is taking on a new, unique project, such as conducting an audit or migrating to a new cloud infrastructure, you may need skills that your team can’t provide. These are typically one-time initiatives that don’t justify bringing on a new, full-time hire but do require additional support. IT contractors can be ideal for these situations because of their experience with a variety of these projects across organizations. Hiring a contractor for a specialized project ensures you get the necessary expertise without shifting your full-time team’s attention away from existing responsibilities. Contractors are used to working within defined project scopes and short timelines, which will ensure your deliverables are completed on schedule. Once the project is complete, your company benefits from a successful implementation/project delivery without the ongoing costs or commitment of a full-time hire.

Needs Speed and Flexibility

One of the biggest advantages of hiring IT contractors is the ability to begin quickly. Whether you’re facing a fast-approaching deadline, quickly scaling up an initiative, or dealing with an unexpected issue, contractors can often be onboarded and get started in a matter of days. They’re used to jumping into unfamiliar environments, quickly assessing needs, and delivering results without a long ramp-up period that full-time hires often need. Contractors also give you the ability to scale your staff up or down as your needs change. This agility is particularly valuable in periods of rapid growth or uncertainty. Instead of committing to more fixed costs with longer-term contracts, you can bring in the talent you need only when necessary.

Requires Access to Niche Expertise

Many IT projects require specific sets of skills, such as specific knowledge of cybersecurity or system integration. Hiring full-time employees with these specialized skills can be expensive and unnecessary if these skills are not needed in the long run. Bringing in a contractor with the skills you need can accelerate project timelines and improve outcomes. Instead of spending a significant amount of time onboarding a full-time employee with those skills, contracting gives you immediate access to someone with experience. This also allows your internal, full-time team to learn alongside them, boosting their skills simultaneously.

Experiences Seasonal Demand Spikes

Many companies experience cycles where demand for IT talent spikes, such as when planning for a product roll-out or during seasonal periods like the holidays. In these cases, bringing on additional full-time employees doesn’t make strategic or financial sense, as the workload tends to drop soon after. IT contractors offer a way to meet these short-term needs without compromising your budget or other resources. As mentioned above, contractors can begin work with minimal onboarding and are very used to flexible, fast-paced environments. They are a great fit for temporary surges in demand as they can deliver results quickly and then move to their next role once their assignment is complete. By relying on IT contractors during these periods of high demand, companies can meet deadlines and service needs without inflating their staffing count or straining existing teams and resources.

When to Use Full Time Employees

Full-time IT employees are the best choice when the work is ongoing or central to your business’s operations. Roles like product development specialist, for instance, require deep knowledge of the company and its goals, which you will better receive from a tenured employee. Ultimately, investing in full-time talent allows you to develop a team that’s embedded in your organization’s missions and values. They can grow with your company, understand its unique set-up, and contribute to long-term goals and projects. When the work demands close collaboration across teams, full-time employees can deliver more consistent results and a stronger ROI in the long run.

Making Your Decision

Choosing between contractors and full-time employees for your IT talent needs is not a one-size-fits-all decision - the choice depends on the scope and urgency of the work and the needs of your business. By weighing the tradeoffs of each employee type and aligning your talent strategy with your goals, you can build a more efficient IT team. To learn more about how to align your staffing choices with your business goals, contact our team today. Contributions from Sam Weitzel

As the capabilities of SAP Business AI continue to expand, many organizations are eyeing the technology not just as an add-on, but as a strategic enabler. Whether you're using SAP S/4HANA, SAP BTP, or integrated SAP applications like SuccessFactors or Ariba, AI is embedded in the fabric of the platform, and the companies poised to extract value from it will be those with the right talent in place. But there's a growing gap between the potential of SAP’s AI-driven solutions and the availability of professionals who can harness them. Finding and deploying the right talent to turn those AI opportunities into real business results is now a priority for companies looking to stay competitive. So, how do you find the SAP Business AI talent you need?

5 SAP Business AI Talent Considerations

Understand the Talent Landscape

It starts with understanding the types of roles that are critical. SAP Business AI blends traditional SAP architecture with automation and intelligent analytics. This calls for a blend of legacy SAP expertise and newer, AI-focused capabilities. Here are some of the most in-demand roles:

SAP AI Solution Architects – Professionals who understand both SAP’s AI capabilities and how to integrate them into business processes.

Data Engineers and Data Scientists – Especially those familiar with SAP BTP or external integrations, who can organize, cleanse, manage, and model the data feeding your AI.

SAP Developers with AI Experience – Developers working who can embed AI into custom applications.

Functional Consultants – Individuals who can identify high-value business use cases and work with technical teams to operationalize them.

Change Management and Training Experts – Because if you’re introducing AI into workflows, adoption matters as much as functionality.

The right team won’t necessarily include all these roles at once, but you will need cross-functional collaboration to get AI initiatives off the ground.

Focus on Building Agile Teams

One common trap many organizations fall into is seeking a “unicorn”—that one magical candidate who knows SAP inside and out, has experience deploying machine learning models, understands your specific industry, and can lead change management. They don’t exist. Or at least, they’re rare and extremely expensive. Instead, focus on building agile teams that blend complementary skill sets. Pair a veteran SAP S/4HANA functional consultant with a data scientist who’s comfortable on SAP BTP or match an AI-savvy developer with a business process lead who knows where the biggest efficiency gaps exist. These teams can co-create value faster than trying to shoehorn everything into a single role.

Don’t Ignore the Talent You Already Have

SAP itself is investing heavily in making its AI capabilities accessible, through low-code tools, embedded intelligence, guided machine learning features, and more. That means the bar to entry for AI fluency is lower than it used to be. If you have an internal SAP Center of Excellence (COE), consider investing in training that expands their capabilities into AI. SAP’s Learning Hub and certifications like the “SAP Certified Development Associate - Business AI” can accelerate upskilling without needing to recruit externally. Likewise, upskilling developers or business users, especially those using SAP Analytics Cloud or S/4HANA embedded analytics, can empower business functions to self-serve insights without leaning heavily on IT.

Partner with a Staffing or Consulting Firm

The SAP ecosystem is tight-knit, and working with partners who live and breathe SAP talent can be a major advantage, especially if you don’t have internal capacity to source and vet specialized talent quickly. Look for staffing firms that:

Specialize in SAP and have a proven track record placing niche roles (not just generic IT talent)

Understand the nuances of SAP Business AI and adjacent technologies

Offer flexible models (contract, contract-to-hire, or permanent placement) so you can scale teams based on project needs

Can advise on skills roadmaps, not just resumes

The right partner can help you not only fill gaps but also shape your talent strategy to align with your long-term SAP roadmap.

Prioritize Talent That Thinks Business-First

Technical skills matter. But just as important—sometimes more so—is the ability to apply those skills to real-world business outcomes. The best SAP Business AI talent will know how to train a model or write a script, reduce days sales outstanding, improve forecasting accuracy, and automate invoice matching. In interviews, look for candidates who can talk in terms of impact. How did their last project improve process efficiency? What KPIs were they targeting? How did users respond to the change? That kind of mindset will deliver value faster than someone with certifications alone.

Final Thoughts

Rather than chasing talent reactively, start by identifying your highest-priority AI use cases within SAP. Do you want to improve demand forecasting? Optimize inventory? Reduce manual tasks in finance? Build a smarter chatbot for employee services? Once you know your goal, you can reverse-engineer the team you’ll need to make it real. With the right approach, you can secure the talent you need and unlock the full value of intelligent enterprise. Contact us today to learn more.

Tom Starck starck.tom@usesalesstar.com (561) 873-2161 Finding Talent Hi Team, I'm Tom Starck with SalesStar - nice to meet you. I came across your staffing solutions for IT companies and thought I'd reach out directly. We partner with staffing firms that are typically frustrated by inconsistent sales performance. Our approach helps salespeople and sales leaders build the mindset, skills, and structure they need to perform consistently. It's a proven method we've refined over 20 years where our clients average 37% year-over-year growth in the first 12 months, and we guarantee results. I'd welcome the chance to connect briefly and explore whether there's a mutual fit for improving your sales team's performance. Would you be open to scheduling a quick call or video chat? All the best, Tom 03AFcWeA6wGY5k2s886aI7pDPQT8hRwYU4U2M-IuTZuABxgoThQ-i_-j9Avy5BXUFkJxQ5i3tozVSEa2wjAo8mXnA0SPqRLVuRgR5rsCwJBShDbXKR5TL0lTiFDdhv4AdvPPH4rD7wd_9P5TaYLgiRaJJa0DgaP0dJJVTHjC_Pt_TQyY1lUta-X9mw6iGSco1CxeRGBYGbE-sf2oGGhK-5DDshGy_Iih0WlcvIoW-EGoVKfSBW0ZPMLKYRtrtdW0eQ2fG7TAyOE1QsKOI9Ic3Mc-sCKeNiHPFVdrPNtu2OhdY-u0iIngBpxAfkTaKg3d4yki7stDjziWSfCSMvuDIxV0QXf-Z6258870QvxZS-9SUAmZeln9Ez_MHsb7oAeXvRExNGiBLRZkkqyIrYJOBSqVG-z5HQubvG3Y1ISuzZf3gCrCzG-nxxDdLZv4ZuWbE9NzSqikYunEuNMfI4z94EosWMHdfC6f86NBvOR2Uxj3yHjLtW_AuMcqdah4k6u3hZXkKa0Uly1ZUMW-OsXjw4nR0ZrSmkqrnNisVyQ6spAel1D5tOTCD143UqIP24JN3OlMztxJ2UX7TG71zfwuk0Fil5VZrDUkTNAtTpKftQ6dHtlrWvqbw63ZBGuGt7WCWoUu-mxaSTUg__eLbEx_Ta3s4mxd1k1Ncqhsl3ewE22Vvmh0r8Dn53JmkXCaDdxnbkIUZCkFrB6XYr0D_KxIPDSlz6gmZqMGIQMeIa2k8mH4LwpA4isXX-mYb64YdU-KkpmNEgkfL2ZqeT3rJC6tj3vlO-DDQSdX75M67ZoqKSd_WIICMlAdcLcnLbDPFR7ryQjzsjdllaxJAvQgSsR0t_12xUzdXTXhJ_nznoRyYSM-AHU1czjHGtWKAN2w9KjUAg_4TGQMByb5FutyU9I4oLJbh-Lu8KXvtrfSzwpNZ7APUz7lSmka3Td6R6rA3jj1HWn9mbeU-9FoSWmZzGJVVgZnASf4iCwzcRQw 400 73.159.107.107 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/130.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 12, 2025 7:55 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tom Starck starck.tom@usesalesstar.com (561) 873-2161 Finding Talent Hi Team, I'm Tom Starck with SalesStar - nice to meet you. I came across your staffing solutions for IT companies and thought I'd reach out directly. We partner with staffing firms that are typically frustrated by inconsistent sales performance. Our approach helps salespeople and sales leaders build the mindset, skills, and structure they need to perform consistently. It's a proven method we've refined over 20 years where our clients average 37% year-over-year growth in the first 12 months, and we guarantee results. I'd welcome the chance to connect briefly and explore whether there's a mutual fit for improving your sales team's performance. Would you be open to scheduling a quick call or video chat? All the best, Tom 03AFcWeA6llpvkBWdJr1ke5CMM8h3tXN_qCILE0QMZqB4Dn3jHLgKrngIL-630B9DEA3vmCyOR_-RWMa2O0W0oCKhGLH1PocXZaHewHMoo6znEsxmSVSKe5LT0mvmwI1XAeIJEwux7V8EIRpnRUlvmmVNkwRJiFpeUNJi9joRzTytwKll5Hn0EkF1zuyJ0WzULYuZM2k4h21ySBzsPlwK9uZX32g4LtRki-ewOO1gqLO6-5Bd9mCI34OWOqtH4JmWEMhHKLMmEvBu7TzSPNTuGtydAYo4GRT_SsWXDyBorOq1dZmnvVc8gTeBDoEbW3wpAHp2dPpQXIL5IgX30rltRJ_Kexz8T_dakURVNK_pjYleOtU90VozdstdSJcziLmvOp6KE0wrH3ZdHViKx2cIhn74ic572_suClwVJP5iZinqs2vlYDcumUPCvAb0K5gqGaW7t1i1Eio9Tbn7ggVCxnWFA9g9xgIfDMrFX3ALaO4rn1GJ8HyxRHKGRsPmgOS32cdCWTk97dVw96VSBgn0BxZ0lrf9WmkNjn6q6J3xt9EWOuwZyod8Zpj1eQ90l5hj6v026ersiPPzf6FNSXarxZxuM5hMPoTdtWskdj9rdQMHwBUrhAeN1x5jxkaQvXKE7AwChe4U_PYAFXDKHuunajXBorP2H8Tt8KNfmsQtQwxuwxjRkR5PEShE_-Gzlotd65znhgpxO1uoQdD4kWnyDUZi-kx-6rR0Mec2G4gaHvP7C6K3K_eL8FJrohJ1WY-1K0fBMWq6-Gk2f0U1e7O_HxKwE1PL8xIH94sBpcxyTR_83HoJbCpf_ymYNa_OfwBdqeuLb3G7yz8DAXaEbatzNXU36vrVZCIFPW6L1B_nM187rvBr_RdnVgOJAgAKK6_VXSzLWYPMMCFTDTXhir0mIFfPGMfg_EGEWAuK_ZNnFNc3DIXsc0tQO0cLg6s-VB9LdvSSadNj-wHtnDyzvafxLAcSQlwI1BN9Vzg 401 73.159.107.107 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/130.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 12, 2025 7:58 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tom Starck starck.tom@usesalesstar.com (561) 873-2161 General Inquiry Hi Team, I'm Tom Starck with SalesStar - nice to meet you. I came across your staffing solutions for IT companies and thought I'd reach out directly. We partner with staffing firms that are typically frustrated by inconsistent sales performance. Our approach helps salespeople and sales leaders build the mindset, skills, and structure they need to perform consistently. It's a proven method we've refined over 20 years where our clients average 37% year-over-year growth in the first 12 months, and we guarantee results. I'd welcome the chance to connect briefly and explore whether there's a mutual fit for improving your sales team's performance. Would you be open to scheduling a quick call or video chat? All the best, Tom 03AFcWeA76yBRolaGoZEfUHtbbGOvgZsIP0DuhUYMLTlu-5Rv85WrGSqN-e7FZDuWQWQCaRHhxxONe2lvLMcnF2UcsIDzp-mRFROWVVJGb1fchPmp8gVEc4Ah1ic0zbmaM7aTgUIApwqRWXM-U672XGl3NuGOQYQ0AZMb4j4sq1wJy92s3GGerKO2FWaSY5RzOtrfplWXzWoaBwRRx-1Wnj91yINMQW2CLiLaxwgrG9FcNhb3mvvuf0JZiikkkC8KjU54Os8tpWdK2cMJiR4BSC4sW_hQjMaMFm2iefAzd1ilxkCK0f7JCqidPUuQ9YnlSyWONbjL8dC9-kVS7AAhLS1xUkW7trhxGEySzAAC7y1_HT_QA2I7J7ctGbjcRkcfeApMh_LxTGFOC27f4sMjt-6Y713EmPdBz8vNhjHODhu2PZQAuHZrVuux92qKhQOfL7VUUqlmw8khbQMkP56OD-MQ9tbRg1p152V7iZi_ZbSZXmncfCAyEHToM048NxY_Qj8TnlVPm2kGLAiBqupwWDyO-67I-ht1LXgREtB14X2fry3KEL2_oJqZCkEJ_pQTZkmqrXAAUwbzzWYuSK6LJTT-rcbjdWIi-OGkzg0wBejtVu7mbTWtz97ZfYGgwXGKSqzWt_B1pNcoXaEJC1-LI_N1HEPXCYLKV-CenMoIPTxHGJzhpaVlvODIr8uReyxrZgEVlxF03CC6FqN-xehdpklZlaku_AX7h4FXDpmPNnxjCf10VKg94EmK4xm0uG5OltifTviUgrkUX08aVdgKRubbne5vg68iuwS9EjHxegf2SNzmV8x-hoYsYkwMECsmJWmT79ZdXgY8hiBbhx4ECqvx0qZS6bwePDpCNpmxtGdnVsO0Hs7zZGhs6bcLe1HsOQlVOL5SCOLW4cW_82Uk9aKBXnpqXt_9L7LKCZdPII3n0f0q_Lq-n9Sld0NNWqd6CEzJAShRNiYR9cTTRWnk-IRYvDzBy6srhNg 402 98.183.251.199 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/130.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 12, 2025 10:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tom Starck starck.tom@usesalesstar.com (561) 873-2161 General Inquiry Hi Team, I'm Tom Starck with SalesStar - nice to meet you. I came across your staffing solutions for IT companies and thought I'd reach out directly. We partner with staffing firms that are typically frustrated by inconsistent sales performance. Our approach helps salespeople and sales leaders build the mindset, skills, and structure they need to perform consistently. It's a proven method we've refined over 20 years where our clients average 37% year-over-year growth in the first 12 months, and we guarantee results. I'd welcome the chance to connect briefly and explore whether there's a mutual fit for improving your sales team's performance. Would you be open to scheduling a quick call or video chat? All the best, Tom 03AFcWeA7Ex1J7-rjtmcoI6lswzBPIILxIDXW128l5ndntCf4vrGR4MKZrZzPT0oLnywOuvrRS8Q_mU3M-o3m7hSrTgCCqmV5_qxEZcr_tShAExjZl6bSq97ODkYDhbTGiAnCzrLOKt0tx28VDpvcwUWnfLxHDWc2T1ePzHHWu0k5V4vmq3wfCeIDifk1supiaj1eYU-avQaD9UqN3SGnI4-Lhj4qAd83e9P8Ht-Lda7BQyVey8IHXBzxTIZ9wuCMzcszMtF-ZvaaZNrBvGIKM3AiEoJbPJ2CCj8nrnoS1GMT49dsz6PowJuRZygDUfd0pxLlbBkg0RTmuMOQEGUKkQEXCGZaiL_l_SuYEZeX27hPqiCrWqiBHODydbEONmWx_CjNTKd7dlJCstxfigVsJplprPlB8eaGQWKrWXdf8098oL0R5W_yE8g07Tk9c3HZFF6CqSf2RjXKzIjxu_y6yIM3KPPnVaKqnvbTeeKYfGqyzIyBYQNyMDAlBztGY-C3hmUxZq8W869TlWvGvULbfSTprTjHmUrq1PUh6BsBoraWwc7BsuXBEeQeVYHNR-JMdrwW_-aZ5YjivxN0IemY0vICdcj1ugeOY3PnTe9GRO8FDVyt4cFMGQnerXU2jkXmTApSFwCBGC4aLEOQ2s1w6-JbSVGltMY7y-Pkk_i8mTfKH4dPJ7DoD9TKHPunGdDpDv1kWwOcBrJB_Kgh-WeaPcHdTTq_UIcZNr4ut5j5uZvNCpAYFK1uTx69OA8G5AI3yZPLXiXkpfeGzvrKa72J7uzRjbpIben-vwBdndZTN2Yn15mVDP2dHtKzBSvHenEI_C-weVSo0k9OXbbU65-odz7B--4RPFnPkAOX2FnuqEtV9pxl99nmH8R2IUJi-rE5x67p3DfUqe7NjZidjXqBcKfcYq5aPlXmwwJr3-8PlLfDCvmpVuGYj04Twr5-xWJroEIwHmOhTdhje5hzKjprrz1kfLJe_lojy0Q 403 98.183.251.199 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/130.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 12, 2025 10:31 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP implementations are complex undertakings, often spanning months or even years. While most teams begin with a well-defined project scope and right-sized team, it’s common for that scope to evolve over time, especially in response to shifting business needs or the integration of additional business units or geographies. When this happens, project leaders face a critical challenge: scaling the SAP project team effectively to support the broader vision without compromising delivery timelines, quality, or team cohesion. That said, here are some key steps you can take to scale your SAP project team for the best results:

7 Steps to Scale Your SAP Project Team

Revisit the Project Roadmap and Priorities

Before expanding your team, take a step back to reassess the project roadmap in light of the new scope. Scope changes are not just about adding more tasks, and they often signal a broader strategic pivot or acceleration. Determine whether the changes involve additional SAP modules or new business processes and then examine how these changes affect the original timeline, budget, and deliverables. Understanding the nature of the shift allows you to redefine project priorities and allocate resources more effectively, ensuring that your scaled team is aligned with the new vision.

Conduct a Gap Analysis

Once you’ve clarified the expanded scope, the next step is to perform a thorough gap analysis. This helps you understand where your current team falls short, whether in terms of skills or capacity. Are you missing expertise in modules like SAP EWM or Ariba? Are your existing team members already stretched too thin to absorb additional responsibilities? Do you need to introduce new workstream leads or program managers to handle the growing complexity? Answering these questions will help you pinpoint exactly what roles need to be added and what competencies are required to support the updated project goals.

Create Role Clarity and Avoid Overlap

As you bring new team members on board, it becomes increasingly important to establish clear roles and responsibilities. Without well-defined duties and ownership, it’s easy for teams to fall into duplicated efforts or miscommunication. Take time to clearly document each role’s responsibilities and expectations and communicate these expectations to both new and existing team members to ensure alignment. Also consider assigning team leads or mentors to help integrate new hires smoothly and to serve as points of contact for issue resolution. Clear accountability and structured integration can make the difference between a team that scales and one that fragments.

Leverage a Flexible Staffing Model

SAP projects rarely follow a linear path, so your staffing strategy shouldn’t either. A flexible staffing model allows you to adapt to evolving demands without overcommitting long-term resources. Consider using a combination of internal team members for strategic or leadership roles and specialized contractors who understand SAP-specific project demands for niche needs. This approach allows you to scale your team responsively—adding expertise in areas like S/4HANA or specific industry solutions when and where they’re needed most—without unnecessary overhead once that need passes.

Invest in Knowledge Transfer

Bringing in new team members is only half the battle; helping them ramp up quickly and contribute meaningfully is where the real work begins. So, invest in a structured onboarding process that gets new hires up to speed on the project’s history, current state, and future direction. Give them access to documentation and facilitate introductions with key stakeholders and peer mentors to guide them through the early weeks. The faster your new team members understand the landscape, the sooner they can begin making valuable contributions.

Protect the Culture and Morale of the Original Team

As your project team grows, don’t lose sight of the people who have been there from the beginning. The original team members have institutional knowledge, momentum, and a deep connection to the project. It’s essential to maintain their engagement and morale. Involve them in the onboarding of new hires and acknowledge their contributions. A thriving team culture creates a more collaborative and resilient project environment, especially when new dynamics are introduced.

Track Progress and Adapt as Needed

Scaling your team is not a set-it-and-forget-it move. As the team grows and the project evolves, make time to evaluate how well the scale-up is supporting delivery. Are new team members contributing as expected? Is the quality of work consistent across new and old workstreams? Are deadlines still being met? Use project metrics and stakeholder feedback to evaluate performance and make course corrections. The ability to adapt quickly ensures that your project remains on track even as its complexity increases.

Final Thoughts

In order to scale your SAP project team as scope grows, you need to consider more than just additional headcount—it demands strategic alignment and thoughtful integration. By revisiting your roadmap, filling skill and capacity gaps, clarifying roles, and tracking progress, you can ensure that your team not only grows in size but also in capability. With the right approach, scaling becomes an opportunity to strengthen your project delivery and drive even greater business value. Need help scaling your SAP project team? Let’s talk.

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As we move into 2025, SAP continues to evolve in response to shifting business models, rising expectations for a superior user experience, an accelerated push toward AI-driven innovation, and a need to keep up with an increasingly complex and digital landscape. Clients are expecting SAP to not just act as a software provider, but also a strategic partner capable of delivering agility, compliance, resilience, and insight through its solutions. With all that is going on in the world today, SAP is responding with some bold changes – reimagining its business model, embedding AI across its portfolio, and enhancing its suite of tools to meet the growing demand for smarter, more connected enterprises. In the report below, our team of SAP experts highlights five trends in the SAP world that reflect that larger transformation. From advancements in Business AI to improvements in user adoption and experience, SAP is doubling down on solutions that help businesses future-proof their operations and enable long-term success. Here are five key SAP trends in 2025:

SAP Trends in 2025

1. Transitioning from ECC to S/4HANA: The Time is Now

SAP will continue to put focus on shifting customers to the cloud and incentivizing mid-market customers to transition from ECC to S/4HANA. The SAP Private Cloud ERP Package (new RISE offering) and GROW offerings are becoming the primary path to the cloud and S/4HANA for those still maintaining on-premise ECC solutions. The GROW path allows a clean start for companies that can move to a complete SaaS ERP solution with a “Clean Core” option that significantly reduces customizations and code maintenance We saw in 2024 that SAP is pushing a shift toward a clean core, whether it’s Public (GROW with SAP) or Private Cloud (RISE with SAP). This helps reduce costs and speeds up companies’ ability to innovate and adapt. Perhaps the largest drivers for moving to S/4 and the Cloud is the upcoming support cliff, when SAP Business Suite 7.0 mainstream maintenance ends in 2027. 2025 is the year to understand and plan for maintenance changes or migration options for an older SAP solution. If you haven’t already started your upgrade, please reach out to our team sooner rather than later, so that we can help evaluate your options and prepare you for the transition.

2. Enabling Intelligent Workflows with Business AI

In 2025, SAP is taking a more practical approach to SAP Business AI: delivering tangible value across business functions. SAP is embedding intelligence directly into the tools and workflows that customers already use. There’s a greater emphasis on domain-specific AI that supports real business tasks and distinct business needs instead of general-purpose models. At the center of SAP’s AI strategy is Joule, an AI assistant integrated across SAP applications that continues to expand in functionality and reach. Joule enables natural language interaction, allowing users to ask questions and pull insights from data without switching tools. Its capabilities are being extended to work across a broader range of industries and roles in 2025, leveraging Joule agents that can be embedded within different platforms and solutions to help users get more done with less effort. SAP is also integrating acquired technologies like LeanIX and Signavio to strengthen its AI-driven transformation capabilities. LeanIX strengthens enterprise architecture management, helping organizations manage complex IT landscapes and aligning decisions with their business goals. Similarly, Signavio delivers powerful process intelligence that helps identify and act on areas for improvement. Both LeanIX and Signavio represent a more connected, insight-driven approach to AI-enabled enterprise transformation. Another key enabler is SAP Business Data Cloud, which provides Joule with a consistent, trusted data foundation across both SAP and non-SAP systems. This unified data layer allows AI agents to access more complete and contextual information to improve the relevancy and accuracy of any recommendations provided. SAP shifting toward more autonomous, “agentic AI” is enabling more intelligent workflows that proactively identify and solve business challenges. While agentic AI is in early stages, it has potential to revolutionize business process automation in finance (automated AP and AR processing), supply chain (forecasting, inventory planning, and route optimization), lead-to-cash (customer-specific sales and pricing strategies and automated customer support), and more. SAP Business AI is transforming how companies access and act on data by delivering real-time insights in a more consumable manner, making it faster and easier to move from information gathering to decision making. For business leaders tired of “waiting for data,” this shift unlocks a new level of agility and clarity.

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From customer interactions and supply chain logistics to financial transactions and employee performance, data is being generated at an unprecedented rate. However, simply having data isn't enough. To truly thrive, organizations need a way to effectively manage, understand, and leverage this ocean of information. With SAP Business Data Cloud (BDC), businesses can take a powerful and unified approach to navigating the complexities of modern business data. But what is SAP Business Data Cloud? We break down SAP’s latest solution below.

What is SAP Business Data Cloud?

SAP Business Data Cloud is a comprehensive SaaS solution designed to help businesses unlock the full potential of their data. Think of it as a central nervous system for your organization's information landscape, providing the tools and infrastructure needed to integrate, govern, analyze, and ultimately derive valuable insights from data, regardless of its origin or format.

Key Pillars of SAP Business Data Cloud

Breaks Down Data Silos

At its core, SAP BDC aims to break down data silos that often plague organizations. These silos, where data resides in isolated systems and departments, hinder collaboration and make it difficult to gain a holistic view of the business. SAP BDC tackles this challenge by offering robust integration capabilities, seamlessly connecting SAP data with third-party data. It allows businesses to connect disparate data sources, whether they are on-premise systems, cloud applications, or even external data feeds. This unified view empowers organizations to see the bigger picture, identifying trends and making more informed decisions.

Data Governance

Beyond integration, data governance is a critical pillar of SAP BDC. In an era of increasing regulatory scrutiny and growing concerns about data privacy, ensuring the quality, security, and compliance of data is paramount. SAP BDC provides tools and frameworks to establish clear data ownership, define data policies, enforce data quality standards, and manage data access and security. This not only mitigates risks but also builds trust in the data being used for analysis and decision-making.

Analytics and Business Intelligence

Of course, the true value of data lies in its ability to generate actionable insights. SAP BDC offers a rich suite of analytics and business intelligence tools that enable users to explore, visualize, and understand their data. From interactive dashboards and self-service analytics to advanced predictive modeling and machine learning capabilities, the platform empowers business users at all levels to uncover hidden patterns and make data-driven decisions that drive business outcomes. Furthermore, SAP BDC embraces the power of the Intelligent Enterprise. It leverages cutting-edge technologies like artificial intelligence (AI) and machine learning (ML) to automate data management tasks and provide more intelligent insights. For example, AI-powered data cleansing can automatically identify and correct errors, while ML algorithms can uncover complex relationships in the data that might be missed by traditional analysis.

Business Functions Supported by SAP Business Data Cloud

Key business functions supported by SAP BDC capabilities are outlined below.

Finance can improve forecasting accuracy, shorten reporting cycles, enhance risk and compliance management, accelerate insights, reduce operational costs, and guide corporate resilience and profitable growth.

Supply chain can gain complete visibility into data, enhance planning and execution, enable more accurate forecasting, effectively manage variability and risk, and address sustainability, compliance, updates, and operational changes.

Procurement can achieve 360-degree visibility into spend, support more strategic sourcing decisions, enable proactive risk mitigation, minimize manual workload, and generate meaningful cost savings across the organization.

HR can centralize people data in a single solution, continuously monitor skills by predicting gaps and retention risks, uncover hidden workforce patterns, align key decisions, such as headcount planning, with overarching business goals.

Sales and service can consolidate and enrich customer data to deliver personalized experiences, segment audiences and execute omnichannel marketing campaigns, accelerate deal progression and lower acquisition costs, enhance the quality of customer interactions, and empower the CRO to optimize the sales pipeline and lead sustainable growth.

IT can access high-quality data products and prebuilt analytical applications, eliminate the hidden costs of data extraction and replication, maximize the value of current and future data and AI investments, and easily integrate SAP Business Data Cloud with preferred data and analytics tools.

Benefits of Leveraging SAP Business Data Cloud

SAP BDC offers a holistic approach to data management, moving beyond simply storing information to actively leveraging it for strategic advantage. It empowers organizations to:

Gain a 360-degree view of their business by breaking down data silos and integrating information from across the enterprise.

Improve decision-making by providing timely, accurate, and insightful data for analysis.

Enhance operational efficiency by automating data management tasks and identifying areas for improvement.

Drive innovation by uncovering new patterns and trends that can lead to new products, services, and business models.

Mitigate risks and ensure compliance by implementing robust data governance and security measures.

Navigating the Future with Clarity

Now, if someone asks you “What is SAP Business Data Cloud?” You can say: It is SAP’s latest solution that allows businesses to tailor their data management strategy to their specific needs and industry requirements. Whether a company is looking to modernize its data warehouse or implement advanced analytics, SAP Business Data Cloud provides the building blocks for success. For help finding the talent you need to get started with SAP Business Data Cloud, click here.

As organizations strive to operate more intelligently and efficiently, artificial intelligence (AI) has become a critical enabler. Joule, SAP’s generative AI assistant, brings the power of natural language processing and intelligent recommendations directly into the SAP ecosystem. It helps business users across functions—from HR to supply chain to sales—drive faster decisions and reduce manual work. But what does this look like in practice? Below, we explore how different business functions can leverage Joule for increased productivity to solve real-world challenges and maximize value from their SAP investment.

What is Joule?

Joule is a generative AI assistant embedded across SAP applications, including SAP S/4HANA, SAP SuccessFactors, SAP Ariba, and SAP Customer Experience (CX). Unlike standalone AI tools, Joule is deeply integrated into business processes and data models, allowing it to quickly digest business data, provide contextually relevant insights, automate tasks, and interact with users in natural language. The result: business users can ask questions, initiate actions, and receive recommendations without switching systems.

Joule’s Role Across Business Functions

Human Resources

HR departments are tasked with managing current and potential employees. With Joule, HR leaders can enhance their responsibilities by rethinking talent acquisition and providing employees with personalized self-service. For instance, employees can ask Joule questions like “How many vacation days do I have left?” or “What training do I need for promotion?” and get personalized responses instantly. This helps improve employee productivity by streamlining requests, questions, feedback, and answers on HR policy. On the talent acquisition front, Joule can help HR hire talent faster with automated job description recommendations based on existing roles, suggest interview questions aligned with competencies, match candidates to roles using skills-based algorithms, or provide rapid job offer approvals. These AI capabilities enable HR teams to shift from administrative tasks to strategic initiatives, such as workforce planning and talent development.

Procurement & Supply Chain

Procurement and supply chain leaders are navigating global supply chain disruptions and inflation while managing areas like demand planning and inventory optimization. SAP Joule supports procurement and supply chain teams respond faster to dynamic conditions by:

Generating requests for quotations based on data like historical purchases and supplier performance.

Flagging supplier risks, such as financial instability or ESG concerns, by combining internal metrics with external data sources.

Providing intelligent breakdowns of spend by category, region, or vendor, and suggesting consolidation opportunities.

Pulling in signals from sales data and market trends to adjust forecasts in real time.

Offering recommendations to reduce excess stock or avoid stockouts based on predictive analytics.

Identifying alternative sources and simulating the impact on delivery timelines in case of a supplier delay.

Ultimately, Joule makes it easier for procurement and supply chain professionals to move from reactive to proactive planning.

Sales & Customer Experience

In a competitive market, sales and customer service teams need fast, accurate insights to win and retain customers. Joule boosts performance by not only offering 360° customer views, but also intelligent service insights. For example, Joule can compile data from multiple SAP systems to summarize a customer’s order history, support tickets, and account status in one conversation, helping sales and customer service teams elevate customer interactions. Furthermore, sales reps can ask Joule to generate customized quotes based on pricing rules and promotions, cutting down time to value, while customer service reps can get suggested resolutions to service tickets or access knowledge articles, reducing handling times and improving satisfaction. These capabilities help front-line teams deliver personalized, responsive service without digging through multiple systems.

Leveraging Joule for Increased Productivity

Joule isn’t a one-size-fits-all tool. It adapts to the needs of your business users. To maximize value, start with pain points or high-impact areas where automation and insights can deliver fast ROI. From there, you can equip your teams with training and communication to embrace AI as a co-pilot, not a replacement. Rather than replacing jobs, Joule frees up time for people to focus on what they do best: building relationships and steering the business forward. Now is the time to explore how your organization can leverage Joule for increased productivity and unlock a new level of enterprise intelligence. Ready to get started? Get in touch with our team today for help finding the talent you need.

Giovanni Wright giowright480@gmail.com 9196728198 Finding a New Position I have the experience and certifications to get the job done 03AFcWeA69XKwmeKLikmLrJxdbO-GuX9x42bQX2_uvuJnJHhyeVNvLHZbYaq78Y5TXmmKT0mImLq7kxErfyLhiQ42EVpNYe2SFGcVbNfuISZ0H8isSwScqxiBUTWAckz2hCTFel5LCWc5-njH3n-lkWwaiYx_rXDJ57__XVex6mSpbfCJ6c8f7k34dVORBP8n90PFQ8DPuSX4m2dpkmO5slJoEaM3b46_2OIQaOoi6K5dabBzfNWpKc_esqC9I_RY-ddZY8nNzbAwUdVjiQiNt3KYwN270iw943f_s_ubo2hjT1TfCWsnqPpPxbBVbRH29-tPfCDUmdQoCRC9sLbCYoal39g92Y6qgZY6XkNXAI0CQjo6rAMViTmF_TrsFOZUBhSKCbPpV1plSfCvyyMbx_1TFIBx5wnhwSue_4fnAACy5YvzS-NkpSu3EBo8s9_eqllnb8bfhUcQd1TalfbMUPojclGTVrvMnJ8AKB2jXTCFMrOYJ-q3bRJHBV0Bu2hxKJN-VUJqr3apBnso3Wnh3lrWGtXQgWThkrEAmwOxaW_jKSj8gzFcwZlIPt8XpJWxkuGG7MgnBZgRSgjagjNS4u6JxZ6PqA7Zi3j3X1WJeEy7fmxcP8Oa58Pc8bsNCbV8unfmou75nu5FxmsZq0YsnQ_a-Ae8WwYJq-xHJfIFD4UMrMULo_Xp9w068BPLhYKmsb7zfvB134zN2h9pFzuLvX67R1PljvHez08KThwD6dSex-IF1CvKQDav3_TBfwun-23aGiQk7C0yJgoGvVKXEjy20Y7ZqBSmhV6plkz-ZyJmUWRW48OHsdIUIW2aKQmPIZFhqwVQKVrdDc-22FDzAbbAl3pJJBVsCVjfh-u8J34O8bsKGj8G50hr1ULIXLX4oO3lGr5P2sQyqBQ776SiO_WjQdQlR8eZDshEz1HKZAfK51L6SlWOVtshuE1P6ps7lb2by2MAdfZEtSRaTAtIGAf-wRC7bYvl-CpdXW3ZNbbUtGDkXIByBlyXx3WXuJSKLnk69SVN44KhB 404 174.245.80.51 Mozilla/5.0 (iPhone; CPU iPhone OS 18_4_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.4 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ May 22, 2025 5:17 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Last week, our team of SAP experts attended the 2025 SAP Sapphire & ASUG Annual Conference in Orlando, Florida. This year’s conference was once again a fantastic opportunity to hear more about the latest trends, challenges, and opportunities in the SAP landscape. We heard from business leaders across industries about how they’re using SAP solutions for better decision-making and keeping up with today’s pace of innovation. At this year’s event, SAP announced the integration of over 130 out-of-the-box AI capabilities across its cloud portfolio, including the embedding of Joule and generative AI into the SAP Business Suite. During the keynote, it was shared that SAP’s transformation prep services and tools can cut project cost by 30%, and that 40% of the world’s GDP is now influenced by companies utilizing RISE with SAP. SAP also announced it’s shifting the lens of RISE and GROW. Until recently, RISE was offered as a bundle centered around SAP S/4HANA Private Cloud, but now, it’s no longer tied to a single solution. Within the context of the SAP Business Suite, RISE has evolved into a broader framework focused on guiding customers through their transformation journey, serving as the default path for existing on-premise SAP ERP customers moving to SAP Business Suite, which encompasses SAP’s full cloud portfolio, including both public and private cloud ERP. Likewise, GROW has been repositioned to support new customers, including best practices, accelerated adoption services, a supportive community, and educational resources aimed at helping organizations begin and advance their journey with the SAP Business Suite. Below, we share some of our key themes and takeaways:

Takeaways from SAP Sapphire 2025

1. Unlocking Enterprise-Wide Value with Artificial Intelligence & Joule

Artificial Intelligence (AI) was again a hot topic this year, particularly as we heard more about its generative AI copilot, Joule. SAP has embedded Joule across all its major applications, referring to it as being “everywhere, everything, and everyone.” SAP expects every user to become 30% more productive as a result. Joule already has over 1,600 skills built in, and SAP plans to deliver 400 AI use cases by the end of 2025. SAP has released new developer tools to enable custom AI use via SAP Business Technology Platform (BTP) and also announced new and evolving AI partnerships (NVIDIA, Google, Perplexity, and Palantir). We heard about demonstrated use cases for AI to automate and streamline common tasks across business functions, including report generation, workflow suggestions, queries, and HR interactions. Discussions highlighted a shift from “insight to action” to “reason and act,” encouraging teams to leverage AI to make data-driven decisions and put them into action. SAP CEO Christian Klein also presented what they call the “flywheel effect,” leveraging data, applications and AI. Deeply integrated business applications within SAP’s Business Suite share a high-quality, context-rich data layer, which combined with AI embedded throughout end-to-end processes, provide momentum to the flywheel to continuously unlock more value. We also heard more about “prompt optimizer” as part of SAP Business AI’s new AI Foundation to help developers create prompts more efficiently and reduce the need for prompt engineering.

2. Value-Focused Journey to S/4 with RISE and SAP Toolchain

There’s been a major mindset shift from major S/4 implementation projects to a more modular S/4 transformation journey, simplifying the path with RISE but highlighting the importance of ROI/lifetime value and change management considerations. Leveraging SAP’s Toolchain (Signavio, LeanIX, Walk Me, Joule, etc.), organizations can focus 1 on 1) reduced cost of transformation; 2) faster time to business value and increased business agility; and 3) faster continuous innovation. SAP BTP acts as a connective layer to enable clean core strategies, extensions, AI, and workflows across the suite of business applications, and Signavio is a key enabler to accelerate and de-risk S/4 journeys (discovery, benchmarking, transformation tracking).

3. AI-Infused Supply Chain Focused on Resilience & Intelligence

Resiliency and adaptability are key in today’s landscape of supply chain uncertainty – and SAP is keeping up. SAP provided demos on AI-infused supply chain scenarios that can detect disruptions, automate actions, and simulate cost/benefit tradeoffs (i.e., cost, time, and emissions). Language was largely focused on building an adaptable, intelligent supply chain to drive resilience in uncertainty and quickly react to disruptions. With their announcement of new AI agents for supply chain management, such as Production Supervisor agent, Shopfloor Supervisor agent, and Maintenance Planner agents, organizations can take a proactive approach to monitoring and recommending actions. Additionally, integration with Palantir Ontology and Foundry platforms enables real-time visibility and advanced analytics in manufacturing and ops. With these embedded AI tools, organizations gain greater insights into their predictive analytics across logistics, inventory, and supplier risk.

4. Holistic Sustainability with SAP’s Green Ledger

Sustainability continues to be a hot topic for businesses across every industry. SAP has been committed to ways to enable more sustainable, cost- and resource-effective processes, and they talked about a few ways they do this. One is through SAP Green Ledger, an app on SAP BTP, that brings carbon tracking into the financial ledger so companies can manage emissions. Another is through its enhanced Sustainability Control Tower, which allows cross-functional ESG tracking with global frameworks. SAP has also pushed “green by default” reporting integrated into ERP and the supply chain. As a result, we anticipate seeing more companies shift from manual ESG compliance to incorporating automated sustainability with AI.

Looking Ahead

The 2025 SAP Sapphire Conference provided another valuable opportunity for us to learn, connect, and grow alongside so many passionate, innovative SAP peers. It also shed light on what we anticipate to see in the SAP space in the near future. Businesses will need to move beyond implementation to maximize the value of their SAP investment. This means leveraging the full suite of applications and tools to drive value and quality (think Signavio, LeanIX, Walk Me, Joule, testing automation, etc.) and prioritizing a clean core strategy to more easily take advantage of new features and capabilities that are being quickly released. Understanding where there are pain points and manual processes today will be key areas of focus to further drive ROI. They’ll also need to shift to a more modular mindset – instead of infrequent, large-scale implementations, leaders will need to prepare the organization and teams for a higher volume of smaller, value-driven transformations. The ability to navigate complex S/4 transformations will start with strategy, process design, change management, and implementation. A common theme we heard from customer success stories was the attention given to the preparation and planning phase ahead of migrating to S/4 – not only laying out the plan for what your organization will do, but how it will do it and defining what success looks like. It’s essential to assess the readiness of your people, leadership, data, and technology to craft a holistic strategy for navigating the transformation. Further, partnering with a trusted SAP advisor will enable businesses to make the most out of their S/4 journey and better align their transformation to overall business goals. If you’re looking for guidance, our team can help. To chat more about these key takeaways from the 2025 SAP Sapphire Conference – or other trends and themes shaping the SAP landscape today – reach out to us today. This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

As organizations embark on digital transformation journeys with SAP, integration becomes a mission-critical factor for success. Whether transitioning to a new SAP system or adopting cloud solutions for the first time, ensuring seamless data flow across your application landscape is essential. SAP BTP provides a robust foundation for application development, data management, analytics, and, perhaps most crucially, integration. But leveraging BTP effectively requires specialized expertise. An SAP BTP integration consultant serves as the architect and facilitator of connected systems, ensuring that business processes run smoothly across on-premise, cloud, and third-party applications. In this post, we unpack the role of an SAP BTP integration consultant, how they drive implementation success, what to look for, and when to add this role to your project team.

Why Integration Is Make-or-Break

No system operates in isolation. SAP systems must exchange data with CRMs, eCommerce platforms, supplier networks, financial systems, IoT platforms, and a host of other applications. Without seamless integration, companies risk creating data silos that hinder visibility and efficiency. Poor integration can lead to broken processes, delays in customer service, compliance risks, and the need for manual workarounds that introduce errors and reduce productivity. It can also slow down your ability to realize value from SAP investments. Remember: integration is a key enabler of process optimization and business agility. With SAP BTP in particular, users gain access to a centralized platform to tackle these integration challenges, and with tools like SAP Integration Suite, organizations can build and manage connections between disparate systems using APIs, events, and prebuilt content. However, to architect and deploy these integrations effectively, and ensure they support both current needs and future growth, you need a consultant with specialized knowledge of BTP.

Key Responsibilities of an SAP BTP Integration Consultant

Below, we break down five key responsibilities of an SAP BTP integration consultant:

Designing the Integration Architecture

One of the core responsibilities of an integration consultant is designing the integration architecture that supports your organization's transformation goals. This means assessing your current IT landscape, understanding your business processes, defining an integration approach that will best support your objectives, and selecting the right integration tools. For instance, they help your organization evaluate whether to use point-to-point connections or hub-and-spoke models and choose the right BTP tools, such as API Management or Event Mesh. Simply put: their role is to make sure your integration strategy is both scalable and secure.

Developing Integration Flows and APIs

Once the architecture is defined, the consultant takes on the task of building and implementing integration scenarios. They use tools like SAP Cloud Integration to develop integration flows that manage the movement of data between systems. They may also create APIs to expose business functions or configure prebuilt connectors to speed up integration with common third-party applications like Salesforce or Microsoft platforms. These integrations ensure that data flows automatically and accurately across your landscape.

Enabling Real-Time and Event-Driven Integrations

Another growing area of responsibility is enabling real-time and event-driven integrations. Many companies want to move away from batch processing toward more agile, responsive systems that can react to business events as they happen. SAP BTP supports this approach, and a qualified consultant will identify which business events, such as order creation or shipment status updates, should trigger downstream processes. They then configure those event-based flows so that systems communicate in real time, improving both internal operations and customer experience.

Securing and Monitoring Integrations

Security and monitoring are critical in any integration scenario, and an integration consultant helps configure secure authentication and authorization protocols to protect your data and systems. They also implement monitoring tools available within SAP BTP to track the performance of integrations, diagnose errors, create alerts, and so on. These capabilities support organizations in responding quickly to issues and maintaining uptime and compliance with governance standards.

Collaborating Across Stakeholders

Perhaps most importantly, integration consultants serve as liaisons between the technical and business sides of the project. They collaborate with business process owners to understand functional needs, work alongside functional consultants to align integration with configuration, communicate with enterprise architects to ensure their work fits into the broader IT strategy, and coordinate with external partners or development teams to manage cross-system dependencies for smooth end-to-end processes.

What Makes a Great SAP BTP Integration Consultant?

Not every technical consultant is suited for the complexities of SAP BTP integration. A great SAP BTP integration consultant possesses deep technical knowledge of SAP BTP tools; but just as importantly, they bring experience working across diverse technology stacks, including non-SAP systems and legacy applications. They understand how cloud-based architectures function and are skilled at designing secure, scalable integrations in hybrid environments. Soft skills, like analytical and problem-solving skills, are also critical, as integration projects often require troubleshooting issues that span multiple systems. The best consultants are also well-versed in business processes, such as order-to-cash or procure-to-pay, and can translate functional requirements into efficient technical solutions. While certifications in SAP BTP are valuable, hands-on experience building and managing complex integrations is the real differentiator.

When to Engage an SAP BTP Integration Consultant

If your organization is planning an SAP S/4HANA implementation, undergoing a cloud migration, or facing growing complexity in your system landscape, it’s likely time to bring an SAP BTP integration consultant on board. The earlier you engage this expertise, the better. Waiting until development or go-live can lead to rushed decisions, incomplete integrations, poor data management, and costly delays. Ideally, you’ll involve an integration consultant during the planning and discovery phase of your project. This allows them to help shape the integration roadmap and ensure that architectural decisions support your strategic goals. They should remain active throughout the solution design and build phases to develop and test integration flows. Even after go-live, their expertise can be instrumental in optimizing performance and scaling integrations.

Final Thoughts

Integration has become one of the most important, and most complex, factors in a successful SAP implementation. As more companies adopt cloud solutions and hybrid system landscapes, the need for seamless, agile, secure, and real-time connectivity only grows, and an SAP BTP integration consultant ensures that your systems communicate, your data flows reliably, and your business processes remain uninterrupted. If you’re looking to unlock the full value of your SAP implementation, don’t overlook the role of integration. And don’t delay bringing in the expert who can make it all work. For help getting started, contact our team of SAP Staffing experts today.

Organizations are under increasing pressure to stay nimble while maintaining a steady foundation for growth. Nowhere is this tension more evident than in workforce strategy. Leaders need the flexibility to ramp up or scale down their teams quickly in response to shifting demands or market disruptions, but they also need the stability that comes from retaining and developing long-term talent. So how can companies strike the right balance between these two critical but sometimes conflicting goals? The answer lies in building a strategic staffing model: one that combines the right mix of talent and proactive planning. In this post, we explore why balancing flexibility and stability in staffing is so important and how to build a strategy that supports both agility and long-term value.

Flexibility and Stability in Staffing

Flexibility

Business cycles today are shorter and less predictable. From seasonal spikes in demand to sudden changes in customer behavior or economic conditions, organizations must be ready to adapt quickly. Flexibility in staffing allows companies to bring in the right skills at the right time without committing to long-term overhead. This is especially important in industries like IT, healthcare, logistics, retail, and professional services, where project-based work and fluctuating workloads are common. By leveraging contract or temporary talent, companies can fill skill gaps for specialized projects, support product launches or peak seasons, manage uncertainty during organizational changes, and avoid overburdening their core teams. A flexible workforce enables organizations to respond faster to opportunities, stay cost-effective, and experiment with new initiatives without long-term risk; but too much reliance on contingent labor can create instability, and that brings its own set of problems.

Stability

While flexibility helps organizations react to the present, stability helps them build for the future. A stable workforce brings deep institutional knowledge and loyalty, and the cultural cohesion needed to both drive innovation and maintain customer trust. Employees who stay long term are more likely to understand your internal systems and processes and align with strategic goals. They also help preserve business continuity and mentor new team members. Stability is especially important for core roles that support mission-critical functions or require a long onboarding period. The key is finding a balance, where your organization can be agile when needed without sacrificing long-term capabilities or culture.

Building a Balanced Strategy

Striking this balance isn’t a one-size-fits-all equation. It requires thoughtful analysis of your workforce needs and business goals. A good place to start is categorizing your staffing needs based on function and strategic value. Ask yourself: Which roles are core to our business and require long-term investment? Where do we face cyclical demand or short-term project needs? What skills are hard to hire or only needed occasionally? Where are we seeing high turnover or burnout? From there, you can align your workforce strategy accordingly. Stable, full-time roles should be prioritized for leadership, customer-facing functions, operations, and areas tied to innovation or compliance. Flexible resources can support IT rollouts, marketing campaigns, product development, seasonal demand, or transformation initiatives. This approach allows you to protect what’s core while remaining agile on the edges. It also gives your full-time team the breathing room they need to focus on strategic work rather than being stretched too thin by shifting demands.

Working with a Staffing Firm

Working with the right staffing partner can make all the difference in achieving this balance. A strong partner can help you anticipate workforce needs and build a scalable staffing model tailored to your business. Look for a staffing provider that understands your industry and operating environment; can provide a mix of temporary, contract-to-hire, and direct placement services; offers workforce planning support and insight into talent market trends; and prioritizes quality and cultural fit—not just speed. When a staffing partner acts as an extension of your internal team, they can help you flex your workforce as needed without compromising stability or performance.

Getting Started

Balancing flexibility and stability in staffing is about building a resilient, high-performing workforce that can support both today’s challenges and tomorrow’s growth. By being deliberate in how you invest in talent, you can create a workforce model that is both dynamic and dependable. In the end, the organizations that thrive will be those that can pivot quickly without losing their footing and who can scale up or shift gears without sacrificing quality. With the right staffing strategy in place, you don’t have to choose between flexibility and stability: you can have both. To continue the conversation, click here.

In the world of retail, businesses must continuously adapt to changing consumer behaviors and technological advancements. While there is certainly no shortage of tools available, one powerful option that can help retailers stay ahead is SAP Commerce Cloud. This platform offers comprehensive solutions to streamline operations, enhance customer experiences, deliver a unique customer journey, drive sales, and more. We explore this solution and how retailers can leverage SAP Commerce Cloud with real-world examples below.

WHAT IS SAP COMMERCE CLOUD?

SAP Commerce Cloud is a comprehensive eCommerce platform designed to help businesses manage all aspects of their online and offline commerce. It provides a suite of tools and services to support product content management, customer experience management, order management, and omnichannel commerce. SAP Commerce Cloud integrates seamlessly with other SAP solutions, offering a unified approach to enterprise resource planning (ERP) and customer relationship management (CRM).

KEY FEATURES OF SAP COMMERCE CLOUD

From online to offline, SAP Commerce Cloud has you covered. Here are some of its key features:

Omnichannel Commerce: Supports consistent and personalized experiences across all channels, including online, mobile, in-store, and social media.

Product Content Management: Manage product information efficiently, ensuring accuracy and consistency across all touchpoints.

Customer Experience Management: Enables personalized marketing and merchandising, tailoring content to individual customer preferences.

Order Management: Streamlines order processing and fulfillment, improving efficiency and customer satisfaction.

Scalability and Flexibility: Allows retailers to scale operations according to demand, thanks to its cloud-based nature, without the need for significant infrastructure investments.

BENEFITS FOR RETAILERS

Customer Experience

Delivering personalized and engaging customer experiences is crucial, and SAP Commerce Cloud's robust customer experience management tools enable retailers to tailor content, offers, promotions, and product recommendations to individual customers. This personalization drives higher customer satisfaction and loyalty.

Omnichannel Integration

Consumers expect a seamless shopping experience across all channels, whether they are browsing online or shopping in-store. SAP Commerce Cloud ensures consistent and integrated experiences, allowing customers to transition effortlessly between channels. This omnichannel approach not only enhances customer satisfaction but also boosts sales by capturing customers wherever they choose to shop.

Order Management

Efficient order processing and fulfillment are key to maintaining customer satisfaction. SAP Commerce Cloud's order management capabilities streamline these processes, reducing errors and delivery times. Retailers can also manage orders from multiple channels in one centralized system, improving operational efficiency and ensuring timely delivery.

Data-Driven Decision Making

Integrating SAP Commerce Cloud with other SAP solutions, such as SAP S/4HANA, provides retailers with a comprehensive view of their operations. This enables data-driven decision-making, allowing retailers to analyze customer behavior, sales trends, demand, and operational performance. These insights ultimately inform better strategic decisions and drive business growth.

SAP COMMERCE CLOUD IN ACTION: ADIDAS

Adidas, for example, is a long-standing SAP partner that leveraged the SAP Commerce Cloud platform to transform its digital commerce strategy. The company aimed to provide a seamless shopping experience across multiple channels and regions. By implementing SAP Commerce Cloud, Adidas was able to drive significant growth. Adidas utilized the platform's customer experience management tools to deliver personalized product recommendations and content, which resulted in higher customer engagement and increased conversion rates. With its order management capabilities, Adidas was able to streamline its order processing, reducing delivery times and improving customer satisfaction. The platform's scalability also allowed Adidas to expand its digital presence to new markets quickly, supporting multiple languages and currencies.

LOOKING AHEAD

SAP Commerce Cloud offers a powerful and versatile platform for retailers to enhance their digital commerce operations. By leveraging its robust features and capabilities, retailers can deliver personalized customer experiences, streamline order management, drive growth and efficiency, and achieve seamless omnichannel integration. As the retail landscape continues to evolve, adopting advanced solutions like SAP Commerce Cloud will be essential for retailers looking to stay competitive. Contact our team and learn more about how you can leverage SAP Commerce Cloud for your retail needs. This article was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Jamal Lyons Jamal.lyons20@gmail.com 4708272445 Finding a New Position Hello, My name is Jamal and I found your company after searching for an Ai Consulting position. I have 4 years of consulting experience as well as a 2 years of Generative AI experience and would love to speak to someone that can help me land a position that fits my skillset. Thank you gor taking the time to consider my message and I hope to hear from you soon! 03AFcWeA7Ltzo4fycKl4llI4BCbsipxc1KuKIu7G7QR1cldhl5TefQrmRF8Eqy8NLm6JW5hz85GZwVF3GCJ2lfb_468kOvxvrFTC1PHpx2immso7_8ncDGwxvNXLEM7a-ePgOTqWZeNkWPJyVH8BRgLXHSP4QYWnVW0XiNrsuL_TfwkCne3ailby5fiSiSUmZuzG7xkvU-5Qm2pVj2E1c7H5KXBGsqw0vkesFEdXlOXSLtbakw8dHygbWPmtRSI5C84Vfj-qaRjgLGegbrUqRkPiNEZT4QF8ggXTTAp0jxEcMOtktyTSH-wmx0afChGDPgOSANn5jiG9iRi45M3VIPq5tuHXILyEWCq-RiZ1Gfu-9v3Hvp_r7fojBcdFx_PfNZT1BaBejKlLXwP2xp8OSZtgEHKTTe0NZXdYC0-HVfNqG_Dc5X2wBa_p_RaiI61tx4s4FgDsz4LIX0Jmns6c-dZvKQ1MNyf7wQherena3bjt2WQdp9H2svSVE2uzBreDbnNCRC7PZbPZ1qCRMnnL4cEoR5YqeAsL0z1mQNqVqbgDz7aFLrAQEzIbMqmpuhRA8bEBZtDZY3Z0ofivfApJB1b6rSGhYkQeVFVi0YFDH353EMW6iORb6DEMpwKXoP0ZYbvashxuzNkS6juAvmGsMFwzXaXLYyxZJv0UcItorGuonomxdgyPNaHHfxzq8oHjuP7H0NWvgO7Gh-L9cvrayJew7H1tnjtWmgnyk54gNhkDgRfXZYuTYwNGfbU4lNrNCT6YB8p8tg0GUCa2OLrPkkS9ng7H1yP6WXo-88BdDIxtVKfY4pzwnj53CYofz3X8wPbcpMtzpf-MFHaXT5eZirfMoTdhzA1VZrXjFpI3o7GDddx7TVdDAOsowcaajUk2XS7hceTHm0TK4BuZLAhCaM5TbzRHEjaMXPVagh7GBHNyO_2WWyxA-0yHBmM_pYbgHm5Ljqy7OJqlzfdPK6a5O4-4Zz_X2niDxHTn86Xg1I_SojYbLtnUXhkVA 405 107.119.65.116 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/136.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 4, 2025 9:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jamal Lyons Jamal.lyons20@gmail.com 4708272445 Finding a New Position Hello, My name is Jamal and I found your company after searching for an Ai Consulting position. I have 4 years of consulting experience as well as a 2 years of Generative AI experience and would love to speak to someone that can help me land a position that fits my skillset. Thank you gor taking the time to consider my message and I hope to hear from you soon! 03AFcWeA4wVUx98rzGuUr0V6XC36p67nIWDyh3Cl3Lqe-wGBMVwV2iz0G-8jZ_QldmePlije6UE3YGDa2FSbvP0JirpQkgR-20NdKlZtCFOYtgTPJwqpAIcz1_wwS-jsuwjRefvGTylOnbuZ58nKvqudSLS1TOT0X1YUrAzQ-3QnETDF6oaNQJGSzGt2uQ_eP0RI4epxPLMLAL3xCJaeo2wThHAyyQQ9z7PaiElJYplrLuB5cHXtQNZoKfNOTp3A_ImgHRnkC1g9gvHtJUdtcvSPAA1-NygiXQnRhLzLpWLyzdrvi83bwyn1jgeTFw_ygVYGsYw-teQ5JN__UEX1DtxNRhU1iSmzwGONsqNyPEMIfomfRL9n9LMiKgiHfHoBe7AFA7zJJabTFid56ESj4LGMXngkEA8YSGaYBGtR2lZ7bIQiYwc-x8zE5d54scEDrcTkN9j1Jp9epZLMySAYtUaZooNaXKg_m_phTcieBIDYC0bdUg6zqJ2Ht5eM_JNpN6NW0dBkAJQtytC4r_OYYmZG1nMNboL3owUvRKNwhaVhrUQqQxGZdx-sTcOWCAQoKHixtFcdvhQXKE0a5ENKW4LTgENDOdVOSZ4CRRUYj8uZfsewP_7TM-G-d40DkpoaJFdBAu8EhY-Xj6ircmOiPBUlqP7JR1y_QNgBxtGVKzCNxzvb0dVWmELB-NwGbcynMTggBSlNtUdDagQH1GXoPBTFrf9JOUcrEvitgyrqR6yw5twZ_tckvx5rDsadDOISFHZHSEQXNpBXov2ZIHknqy5LHzwxJ9Pgc_MfMDXjyg7ENLnfKTtVOwO1efGDeCkPc_N4bgKXhcYVSqyMcDuQc3t2Mmq_F20MdqC_PsaPtjuzU_BD-xXnX7WeLzqqENsLQF9kaaaX1wcDVK0fHgwSsnSFLgHwDZ2jV-_WM6D8XLlzoSDDp8yN8KKTtNAf8sN_z9RXxAlkcWSXjdqjFUQ8kaVIwMVuoQUdqwgmezViM6Idc3wHuJrXCe8qI 406 107.119.65.116 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/136.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 4, 2025 9:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jamal Lyons theartofedeninc@gmail.com 4708272445 Finding a New Position Hello, My name is Jamal Lyons and I found your company after searching for an Ai Consulting position. I have 4 years of consulting experience as well as a 2 years of Generative AI experience and would love to speak to someone that can help me land a position that fits my skillset. Thank you for taking the time to consider my message and I hope to hear from you soon! 03AFcWeA6v3tAfcDv_ok0rONCWw02NJ2NKbpQ9Z9q5kJyV0A0Q8Ydvu0d2JEtom8SX0VtlS32OEdgvmC0DsrvmKUK7fnotav0q7UtaQq-DKbznVzK86xyRX1Hxn7ngW1joATDB7z5QXg7ojFz8BK6egGNb-jucXd5ZUeTyKaPr8Tv7JntQBnbSn5tG-8rF4u3miZj571_gbBO-Z4JSy7AXvefa-ARkAQjxATi3RSqD5ft5hAqiVVY_dyfLT6zUjIuck29Z-P8X8hmp6ajdRx5QaSkWDoeHLwv63mC6ubgzpJmefYeJilpE8U-EpRlvjAjH3P3WDP1TPat7HmKv5EXeBsW9Q2kb2yiwf-omjBX_cI2b2mU1PSDm3_P5Up9QKlSA2YbTMLsvsYS2U4r7DResJgl8rWCO9LcGgEsRjeRTZiwTvNGr_breiCoQj2qROavE0n_84wtaUsCZk72h7HOOHdhEUuIOJcytBroIu1bOd2VMRbbhPatCy9Ma5pc58lvBr5WT736unVd4TszHx3C7W2Cjhp3DNpMumWalTsmX6y8C-4h28LlgdwfLK10hUYifOa6phzTV5qY9X0p9-TbUb4Bl_OjmS2kEZCs4EgLNhkc-as0zWfBXWKHQtDEJo3BqN6HWMO12eLdXpeiC1DUyzuU59zjYbx0VkVD-0BO2AgXeiWgUpNEyLQzncifmVTAU-nb1C--yzu4j2w96sn0pMRR_Ir2k7WNm_-6JmdmGiCZVj5JLCDUjp2MIhxSdaorC8FA4uDxKKNIqd89rWSqsMQs5m3z_J8uI5s_KCoCqkfLocZk98dJkRWxE3QlUujnmKlxzlUlfsn2Or0XEQX9LKsEGw4U-3ZGmuZVCOlQjs7yh_vQ31Wg5Uy4GYLivuieOOJzJ52ypS8rlHZpzeTbjGyh_ul6Y-bRA1lAris54lDhU-N6EfSP_s8g-4X9vd2hQCFBJoaY4HulTKIlPMD76hkODtZ3e5MnNTl7F-X0KpOTnLBHvkrrnjuA 407 107.119.65.116 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/136.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 4, 2025 9:21 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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IT departments are under immense pressure to deliver innovation, maintain cybersecurity, support hybrid work, and modernize core systems, all while staying lean and cost-effective. For many organizations, the challenge is finding top-tier IT talent in a way that scales with the business without ballooning overhead costs. Hiring a full bench of permanent IT staff might feel like the safest route, but it often leads to bloated budgets and expenses, underutilized resources, and inefficiency, especially when demand fluctuates across projects and seasons. That’s why more organizations are rethinking how they go about scaling their IT workforce. The key lies in building a flexible, strategic workforce model—one that allows you to meet project demands and accelerate innovation without the long-term fixed costs of traditional hiring.

The Current IT Talent Landscape

Technology leaders today are stuck in a balancing act. On one hand, they need to support business-critical initiatives like cloud migration, cybersecurity upgrades, ERP transformations, and data integration. On the other hand, they’re being asked to do more with less, keep costs down, increase agility, and avoid the fixed expenses that come with full-time headcount. At the same time, the IT labor market is more competitive than ever. Specialized roles like cloud engineers, DevOps architects, cybersecurity analysts, and SAP consultants are in high demand. Hiring these roles full-time takes time, money, and long-term commitment. And once they’re onboarded, you may not always have enough consistent work to justify their presence.

This leads to three common problems:

1. Overstaffing – Hiring full-time IT talent based on peak workloads can lead to unnecessary costs during lulls. 2. Understaffing – Trying to keep overhead low often means IT teams are stretched too thin, leading to burnout and delays. 3. Skill Gaps – Emerging projects in areas like AI or infrastructure upgrades often require niche skills your in-house team likely doesn’t have or doesn’t need full-time.

Why Traditional Hiring Models Fall Short

The standard approach of recruiting full-time employees for every need simply doesn’t reflect the pace of modern IT. In most organizations, tech needs ebb and flow. One month, you might need a team of developers to build an internal app; the next, you might need a cybersecurity expert to respond to a compliance audit. These short-term spikes don’t always justify a full-time hire. Plus, the costs of traditional hiring go far beyond salary. Consider payroll taxes, benefits, onboarding and training, management overhead, lost productivity during ramp-up time, and the risk of turnover and replacement costs. Scaling your IT workforce through traditional means is often slow and costly, which is where alternative workforce models come in.

Building a Flexible IT Workforce

A more modern and sustainable approach to IT staffing is to build a flexible workforce strategy that blends full-time staff and project-based or contract professionals. This allows organizations to:

Scale up quickly for new initiatives without long-term commitments.

Access specialized skills only when needed.

Reduce fixed costs and keep budgets lean.

Accelerate timelines by deploying experienced talent fast.

Minimize risk by piloting new technologies or roles before investing.

A flexible model doesn’t mean compromising on quality or control. It means being strategic about which roles you staff permanently and which you supplement through trusted partners or freelancers.

DOWNLOAD THE FULL EBOOK BELOW.

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Implementing SAP S/4HANA is a major undertaking, and one of the most critical elements to get right is staffing. Whether your organization is pursuing a Greenfield or Brownfield approach, your project team will significantly influence the success of your initiative. While the ultimate goal of transforming your business processes and modernizing your ERP is the same, the staffing needs and skillsets differ between the two paths. Below, we break down the unique staffing requirements for SAP S/4HANA Greenfield vs. Brownfield implementations and outline the key considerations for building an effective team for both.

Understanding an S/4HANA Greenfield vs. Brownfield Approach

Greenfield Implementation

A Greenfield implementation is a net-new deployment of SAP S/4HANA. It’s typically chosen by organizations looking to reimagine and redesign their processes from the ground up. This approach allows for clean-slate architecture with modernized and standardized business processes and the removal of legacy customizations and inefficiencies. However, this level of transformation also means significant change management and process design from scratch. It’s a strategic choice that opens the door to innovation but also increases complexity.

Brownfield Implementation

A Brownfield approach is a technical migration from an existing SAP ECC system to S/4HANA. It retains much of the legacy configuration and custom code, with selective redesign where necessary. Organizations often choose this path to minimize disruption to their core business processes and preserve historical data. While there is less opportunity for end-to-end redesign, the focus shifts to careful system conversion and ensuring continuity of operations.

Key Staffing Considerations

Project Leadership and Governance

Greenfield implementations require strong leadership with experience in transformation programs. Because you’re building a new system from the ground up, your project manager and leadership must be capable of handling end-to-end implementation cycles, overseeing large-scale process redesign, maintaining communication across end-users and stakeholders, and managing enterprise-level change. In contrast, Brownfield projects require project managers who are deeply familiar with SAP’s technical landscape and system conversion intricacies. The emphasis is on minimizing business disruption and navigating the complexity of migrating to the new system. Governance in Brownfield implementations is more technically focused, involving frequent checkpoints to manage risk and continuous testing.

Functional Consultants

In a Greenfield project, functional consultants are instrumental in designing and building new business processes using S/4HANA capabilities. They work closely with business stakeholders to understand future-state requirements and align system functionality with strategic goals. That said, these consultants need a deep understanding of both SAP modules and industry-specific best practices to ensure the new solution supports innovation and growth. For Brownfield, the role of functional consultants shifts. Rather than designing from scratch, they focus on assessing current-state processes and identifying gaps or conflicts with S/4HANA functionality to validate what can be retained. Their expertise lies in translating existing configurations into the S/4HANA landscape while identifying opportunities for improvement with minimal disruption.

Technical Experts and Developers

A Greenfield implementation relies heavily on technical experts who can architect new systems and build custom developments while ensuring seamless integration with other enterprise platforms. Developers experienced in SAP Fiori, ABAP, and BTP are essential to deliver a modern, extensible solution, and integration architects are key to designing efficient connections between S/4HANA and third-party systems. In Brownfield scenarios, the need for technical specialists centers around system conversion. These team members ensure the technical readiness of the system, resolve code conflicts, maintain data quality, and help move custom developments to the new environment.

Data Migration and Data Governance

Greenfield projects involve a full data migration effort. Legacy data must be extracted, cleansed, transformed, and loaded into the new S/4HANA system. This process is typically more complex and requires a well-staffed data migration team, along with business data owners who can validate and map information to the new data models. Strong data governance is also vital to ensure long-term quality and usability. In Brownfield, data migration is often more streamlined, as much of the data is retained in place. However, technical teams must still conduct careful validation to ensure that the data aligns with the S/4HANA structure, and that obsolete or redundant data is addressed. The focus is more on data compatibility and integrity than redesign.

Change Management and Training

Because Greenfield projects introduce new processes and interfaces, a robust change management and training program is essential. Organizational Change Management (OCM) leads and communications experts play a central role in preparing users for the shift. Training is more extensive, often involving workshops and role-based learning. While Brownfield implementations bring less process disruption, change management remains important. Users must still be informed of updates to the user interface (such as Fiori adoption), any changed workflows, and new reporting tools. The training effort may be lighter, but it must be targeted and clear to avoid confusion post-go-live.

Cutover and Hypercare Support

Both approaches require detailed planning for cutover and post-go-live support, but the focus differs. In a Greenfield project, the cutover often includes moving data, enabling new integrations, and activating processes for the first time. System readiness and user preparedness are critical, so post-go-live support must include a broad network of experts to assist users and fine-tune processes. In a Brownfield migration, the cutover must be highly orchestrated, as it involves converting the production system in a short downtime window. Hypercare support focuses more on technical troubleshooting, ensuring that converted programs run as expected and addressing regressions. Testing, especially regression testing, is crucial to a smooth transition.

S/4HANA Greenfield vs. Brownfield: Matching Talent to Strategy

Greenfield implementations demand creative thinkers and problem-solvers who thrive in ambiguous, transformative environments, whereas Brownfield implementations require methodical professionals who can manage complexity and technical precision without disrupting the business. Regardless of the approach, working with a staffing partner that understands SAP ecosystems can dramatically improve your hiring success. With access to specialized SAP talent, you can build a high-performing team tailored to your project’s unique needs. Need help staffing your S/4HANA project? Whether you're going Greenfield or Brownfield, we can connect you with the experienced professionals you need to succeed. Reach out to learn more about our SAP Staffing solutions.

Industry 4.0, or the fourth industrial revolution, is not new news, but it’s continuing to transform the way manufacturers operate, integrating cyber-physical systems, the Internet of Things (IoT), advanced analytics, and intelligent automation into every facet of production and supply chain management. With the increasing presence of AI, more organizations are navigating this shift, and they need a digital backbone that can enable rapid innovation. For many, SAP plays that foundational role. SAP’s suite of solutions, particularly SAP S/4HANA and its Industry 4.0-aligned extensions, empower organizations to make smarter decisions and adapt to constant change in our (now) AI-driven world. Below, we explore SAP Industry 4.0-supported solutions across key pillars such as intelligent operations, data-driven insights, integration, and innovation.

What Is Industry 4.0?

Industry 4.0 marks the convergence of digital and physical technologies in manufacturing. It brings together nine key technology pillars - big data and AI analytics; vertical and horizontal integration; cloud computing; augmented reality (AR); Industrial Internet of Things (IoT); additive manufacturing (3D printing); autonomous robots; simulation or digital twins; and cybersecurity - to create more responsive and intelligent production environments. At its core, Industry 4.0 aims to drive connected operations across machines, systems, and people, data transparency and real-time decision-making, automation that both improves efficiency and reduces human error, predictive capabilities that minimize downtime and optimize output, and agility in adapting to shifting demand and supply conditions. To achieve this, organizations need an ERP and digital architecture that can support both operational excellence and digital transformation.

SAP’s Industry 4.0-Aligned Solutions

SAP S/4HANA

SAP S/4HANA provides the real-time processing power and simplified data model needed to run smart factories. It consolidates data across functions, like finance, procurement, production, logistics, and asset management, into a single source of truth. This enables manufacturers to shift from reactive to proactive operations. By eliminating batch processing and enabling in-memory analytics, S/4HANA allows operations managers to make real-time decisions on production schedules, resource allocation, and inventory optimization. It also provides embedded AI and predictive analytics to anticipate issues before they occur, such as maintenance needs or supply chain disruptions. SAP S/4HANA also integrates natively with SAP’s Digital Manufacturing solutions, giving manufacturers the tools to execute shop-floor processes with high precision and visibility.

SAP Business Technology Platform (BTP)

SAP’s Business Technology Platform (BTP) provides a flexible foundation for building, extending, and integrating intelligent applications. Using SAP BTP, manufacturers can develop custom applications that integrate seamlessly with S/4HANA and digital manufacturing tools, apply AI/ML models to production data for advanced automation, deploy digital twins and simulation models to test changes before implementing them in physical operations, and connect to IoT devices and ingest high-volume sensor data for real-time monitoring and control. This allows organizations to tailor SAP’s capabilities to their unique manufacturing environments, ensuring that Industry 4.0 isn’t a one-size-fits-all solution, but one aligned to their strategy and growth.

SAP’s Industry 4.0-Aligned Capabilities

Connectivity

One of SAP’s strengths in supporting Industry 4.0 is its ability to connect all layers of the manufacturing stack, from machine sensors to enterprise planning systems. This includes SAP Digital Manufacturing Cloud (DMC), for instance, which captures real-time data from tools and operators on the shop floor and feeds it directly into planning and analytics systems. These capabilities enable live production tracking and quality management alongside performance analysis across plants. By connecting physical equipment and production systems to SAP’s digital core, companies gain full transparency into operations and can automate decisions based on real-time conditions.

Data-Driven Manufacturing

A major tenet of Industry 4.0 is harnessing the power of data. SAP supports data-driven manufacturing through advanced analytics and machine learning capabilities built into its platforms. With solutions like SAP BTP, organizations can aggregate and analyze data from across their value chain—machines, sensors, ERP, CRM, and beyond. They can build dashboards to monitor KPIs, such as cycle times and throughput, and use predictive models to anticipate failures or optimize supply chain planning. SAP’s predictive quality management tools, for example, use historical defect data and sensor input to detect anomalies in production early, reducing scrap and rework. Similarly, predictive maintenance tools leverage condition-based monitoring to schedule maintenance activities only when needed, extending asset life and reducing unplanned downtime.

Supply Chain Resilience

In a globalized and often volatile supply environment, SAP also plays a critical role in enabling end-to-end visibility and collaboration. Tools like SAP Integrated Business Planning (IBP) and SAP Business Network empower companies to forecast demand more accurately and respond quickly to disruptions. Supply chains are increasingly digital and interconnected, and SAP helps organizations move toward autonomous supply chain models, where decision-making is supported by real-time insights and intelligent automation across suppliers, logistics partners, and internal operations.

Sustainability

For most, sustainability is now a central pillar of supply chain operations, and SAP offers solutions for manufacturers to measure, monitor, analyze, and reduce their environmental footprint, from tracking carbon emissions at the product and process levels to managing energy consumption. SAP also supports circular economy initiatives, enabling better tracking of raw materials and waste reduction strategies and integrating sustainability into the very fabric of intelligent manufacturing.

SAP as a Strategic Enabler

Whether you’re exploring predictive maintenance or building a more agile supply chain, SAP provides the tools to bridge vision and execution. Organizations that leverage SAP Industry 4.0 capabilities today are better positioned to compete and thrive tomorrow. Looking to align your SAP Industry 4.0 goals? Our team can help assess your current landscape and staff the right SAP experts to bring your vision to life.

From accelerating innovation to ensuring cybersecurity to meeting the growing demands of data and AI governance, organizations continue to face complex challenges in the IT landscape. Against this backdrop, the role of IT teams and IT leadership has only grown more integral to enterprise strategy and execution, ensuring that organizations are continually adapting their technologies and infrastructure to meet business needs. Now in its fourth year, Clarkston Consulting’s annual CIO Survey continues to capture insights to better understand the current and future priorities and challenges of upper or C-Suite level IT professionals (CIO/CISO/CTO/VP) at large companies ($350M+ revenue) in the retail, consumer products, life sciences, and wholesale distribution industries. We leverage this information to gain greater insights today and for the immediate years to come. We have included our key 2025 CIO Survey takeaways below.

2025 CIO Survey Takeaways

IT budgets are increasing.

For a second consecutive year, most respondents expect budgets to increase (56%) or stay the same (31%). Only 4% expect a decrease. Distribution of budgets is spread somewhat evenly across areas, with the highest percentage going to security management and data analysis (15% each). This data signals the continued and growing investment in key IT and data priorities. With 87% of respondents expecting budgets to either increase or hold steady—and only 4% anticipating cuts—it’s clear that organizations are maintaining or accelerating their digital and data strategies. Notably, the highest budget allocations are going toward security management and data analysis, highlighting clients’ dual focus on protecting assets and extracting actionable insights. This trend underscores the need for clients to ensure they have the right resources and strategy in place to capitalize on data while managing risk.

The shift toward multiple or hybrid ERP systems continues.

The shift toward using multiple or hybrid systems rather than just one ERP has continued in 2025. Hybrid systems usage has risen from 20% in 2023 to 44% in 2025. The sharp rise in hybrid ERP system adoption reflects a significant shift toward more flexible, modular technology strategies. Rather than relying on a single ERP solution, organizations are increasingly integrating multiple systems to meet evolving business needs, whether for scalability or specialized functionality. This trend suggests that clients should prepare for more complex IT landscapes and focus on data integration and governance to ensure these hybrid environments deliver value without adding unnecessary risk or fragmentation.

Security concerns are shifting from a focus on external threats to internal protocol.

Concerns related to external threats have decreased since last year (27% vs. 39% in 2024); this is more in line with results from 2023 (22%). At the same time, concern about implementing security protocols across the organization has increased (now 48%, up from 36% in 2024). There is a notable shift in security focus: while concern about external threats is declining, worries about internal implementation of security protocols are rising sharply, now affecting nearly half of respondents. This suggests that while organizations may feel more confident in their defenses against outside attacks, they are increasingly challenged by the complexity of enforcing consistent, organization-wide security measures. Clients should prioritize strengthening internal processes and cross-functional security governance to ensure their security investments translate into effective protection.

AI remains a top priority in 2025.

Just over half of respondents say they are investing in AI platforms in the next year; only public cloud is identified as an investment more often (59%). When asked to rank their top uses for AI, two options were identified most frequently: 1) enhancing the customer experience and 2) automating routine tasks. About 7 in 10 ranked enhancing customer experience as one of their top three uses. Automating routine tasks ranked in the top three slightly less often but was identified most often as their top use case. It comes as no surprise that AI remains a priority, with just over half of organizations planning to invest in AI platforms in the coming year—second only to public cloud. The leading motivations for this investment are clear: enhancing the customer experience and automating routine tasks. Notably, about 70% of respondents ranked customer experience in their top three use cases, while automation was the most frequently cited top priority overall. This signals a strong business case for AI that balances front-end innovation with back-end efficiency, and clients should consider how AI can drive both engagement and operational scale in their own environments.

Respondents continue to face AI implementation challenges.

Despite the increased usage of AI, challenges to implementation are widespread. More than half identified each of the following as a challenge they had faced: AI compliance/governance, uncertainty where to start, difficulty integrating with existing systems, high cost of implementation, lack of understanding, and data privacy concerns. While AI adoption is accelerating, this data makes it clear that significant hurdles remain. More than half of organizations report struggling with key challenges such as compliance and governance, unclear starting points, integration difficulties, high costs, limited understanding, and data privacy concerns. These widespread barriers highlight the importance of having a clear, strategic approach to AI implementation—one that includes cross-functional planning, strong data foundations, knowledgeable resources, and experienced partners to guide the journey. Without this, clients risk stalling progress or failing to realize AI’s full potential.

OUTSOURCING PARTNER CRITERIA REMAINS CONSISTENT.

Resource availability, case studies/demonstrated success, and breadth of services are the most important criteria for an outsourced partner to have. However, all nine criteria listed on the survey were identified as important by somewhere between 71% and 81% of respondents. In general, all criteria are similarly important. For companies evaluating outsourced partners, this data underscores the importance of a well-rounded value proposition. While resource availability, proven success through case studies, and breadth of services top the list, the narrow margin across all nine criteria shows that clients are looking for comprehensive, balanced capabilities. No single factor stands out far above the rest, suggesting that to earn client trust and business, partners must demonstrate strength across the board, from expertise and scalability to strategic alignment.

Final Thoughts

The results of this 2025 CIO Survey provide a detailed view of IT departments across industries. To learn more about how BCTG can help your organization moving forward, contact our team today. This piece was adapted and updated from this piece originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

David Phillip Gilley dgilley478@msn.com 7576464728 Finding a New Position I believe a company like yours has a great deal of visibility as it pertains to the SAP Consulting market, The market in extremely slow at the moment currently in June 2025. Are you seeing any signs that the market might pick up and there will be greater demand for SAP Talent in the near future? Best Regards 03AFcWeA5hygrBX--0-TAWthpulpMZsE-sP8_feyv7XALGmVEtUm6BxdguJ2QXjzhXlBLgHOgxS9XO1uQmCfoym-NATMSucOYg7sQf4UuxhTrcWnnlVj1xLsPetRcd7Fhf8NWgJjsSOd5YdpehHy0X8KMe3FFdXmW_3bimR4vaayqF6u-LnnRvCh3hBHCQbYA6OKBIvWRx115LRSuk1Zd3CDv0sBLN4AP_LlTYLeUeLodjY81k9a2GQEMKZ85jHMAQvNWxlKon3o2JWsADeNC4U9CdSWobuhfQJyBdFj47YWwRS_td62zY-gFW2BtSDQy7JrLn6SWyjKc5E7Ax3c0JYw9E7v75yLZmmnZBigD3DsI2-42XOBSxA6PDkJsiRKPDmMHnYUOedLPGvBqGE7RW_hU4aK4MQV5Nfrip5OxXfFZfokB1LyF39cqmEfmXcP_WqRsqbnN1O6LZ_YfPCZTAQEuUlafcTLj6XlxORYVH1jX8sOwUGoKjFZx3e5cxU3jQePtk6BSWnd_qsNpdZVYxwt_D6x0a7nbWCUSdYR40lRwviHWdghFpQE13SdlNDrRD5Y68ROPegDzLy_WAI7dqFrkdu1svdSvPBDEPJhnLEDikaRxNVmTHOAQd_Ppc4i8kBbB72fQjcb5InFFUWFy8cxXE36xhgXZyz898l4qPdT6qzp9J6EUME4Q5C8xAjtNguU3iwAvDxvhR5vVSQrcBK5mtR41PK2O5xibS1VnqLTLxHgh0Wu2Rv5-7kyaiCZsj9R1lVy4FxhP3mKjXeQuWk4xUkTKzjB_fUE76dC0JTw7Q5647T8ucUk--gEp1mEJ7ct0LkuffM8PNSlOfGHeUIivwEvGjYVXEu86j0288vQhOBK06LhJHdSiqyeoKmCsL04xAYhhw3oodPOAGoz6_xIWcBHeid_oy6Rd4wN_mfgZ7thk2MU7jj6iR7CAbamawzgSjY5QoPs4FdEz_kJ7pYgOli5YHmYf2Gw 408 70.104.180.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/137.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 13, 2025 2:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

David Phillip Gilley dgilley478@msn.com 7576464728 Finding a New Position I believe a company like yours has a great deal of visibility as it pertains to the SAP Consulting market, The market in extremely slow at the moment currently in June 2025. Are you seeing any signs that the market might pick up and there will be greater demand for SAP Talent in the near future? Best Regards 03AFcWeA5cENaEmwFCxxLYmepMoTs3v_R1m90fqbavC-eyN9NWf1fr6Mn2sTCFNTwyD1UbaTHpI4jqwN4T1hXLi74tqo-CjVFMobXIxSh4LxOrUWNmzIEI3HAm3K699j4UG90EWD91hHeb9PilJp8vxUPWoUcEHnH15ZVfljM8Vidkk_GK6E_Cu_MoEvkAqEFwyUJqNqPAJ7XQSVqohRANiJCEn3HlBQQRFtutEzEeoElJ9_td2niC9tHwdH5gerS2vk-62RRXg0Fu3LDD8aUcQGlDq_kAOilIZUIgIIjmn9yRMIv1cA8k3k3_p98o1_fsAYrWxa5b_yor6Xh9LNwLdvKx_RR9OyihUd26Od_8l6XWY1kjhVkij19oN0OaLmwR9XQvkDfDSZSMg70KyW6q4E6GcnsF7vXCEOWGl1jnbEZrzaBfECwWxmKweenQIwCZXDkOaBzNZPj-ME9OgnTqb2QbfBw5aooWyKC5Wegr2OrwBc9ft_UpHyT0tA5DDbsfABajUE9qZvayM7E42Up0KPlHLBNgc4RtmEK7vCMI0gYKH3hxT2zSQEEyWjFVBvOY_-2riTGrfF7XQ3ozcgescJ1DCHqDYigZpX3jMZyaFy9toGYoq-YiFVh0vE52gc2bFgGtCxNtYcVkjWqRxPNf53plv82xxw1L37Gurl9q-_YS-027rjGVY7XOIocPF3y3zW8A0fGsckG-8Qj8gl3GPx3qp4OqstLdV6_fdu-8d9YpxiLUTo3LNVDbPQtxbhzEoxbvGMYja4nL-jqrfbA7_HkLLSMRKNS6Ww22qWbOS-YpNvHPJ4J4mjV4C1kXBJ07TISCrCo_bsevmR6nXjpWSVeD237YpZsHm36JJhVZD5pL3RB_w06dJb5xNGYBr9m6-7QNvpKc8K5Beb7lDrffWBdZyPjAcAbY63l3vZzrtCfdHp7hKtVRM5GUk0QwMOd8w02Ub0rdLYywn-41p3PMEu9JjIzEAekp3Q 409 70.104.180.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/137.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 13, 2025 2:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Bobby Babrer bobby@clientbringer.com (727) 434-2236 General Inquiry We can bring you development projects 03AFcWeA51iyQhqg7cq_1D-H-5IvkHpHZH2i4kmRJD8tW427m-s72J8NJ2XkfSkWxNVgGH-jBFKa32JGgWQ4_53mKWfEOOSSsgGEZToZD1xHedYDnOS9d-iIZUbyak7h75GmABxoDWDX-ajYWdjfBJg2acQm8BJwE9lRONIg50x4SaZFPxJbrrDbRambrrH6BiL3pOYLA-D0cJ2afy66uB-U5fnmLO4qxifZhQyRiHAXBWArliFZ5NksmHRiMb3yXQyp0bNhRRh9roZVgebfYjL8n3b9Lfh7RBrBws47wIRXjafoCAEfHrqMEuctJ1c8sPi8yy-1YuqHqfcFVpz6brZl-Pm4m7EsbgDbAO-Vv6GKsN441RhBDoLNkIxu-rvmvINzenzJXeKX51xlXobMomEXUWFdLxfANfl4eE5ZWhm722y1UW0u-sl8wPPT6YJSuA-YzaBRaBUqqXUvodZOLwpxl6TlZzdcxVlDnvcH0hDOB_4YL3v3v4MCxLxEZ8IcSNkFaJXv57pwxA5RG2H2JmnZR_Rh49EXoTcq4GGSL0N_Yquz41Vchm57XpQkGpirO7yCigO5lGf53YBkHG5ta9LL8GZBAEZ6k4WSDq0PlRF6ViDopfa6N6KTpdSSxWGMzn2TjuR7oMbMJjxpdqkkVRjalmXbqgAL1P6irJ8vIUxhPdKx-c5w7yq1WHQp9OYhfoV_s_3I7wuIUzMVURev84R2EXLXrLvTAQyp6ppSSdm5nwzxZGaP_t_5A-vKAXwv1Qmr3scBI8eZ8TwNJmSsIFDIIxcVybguIMzuJgiUYCPzFLJv2dG4bFh1nrVCtG7ycpRorJGc3OPp1689atUPYe-Ed-5oyUYWZWHfxNdptgfOK1nQOeqtUoroPbp5p5jjyK3R9n-1W0atfWi7u70Nko_7Hsp8-9Jr2Meivufu8VzTuxNHw8WTYSS7hU2L8P2MTJWHBBocEXKDYU-nTmWnw2ohqi92egWqqlO6NsWyTVcOiH9W23hhkCsKB1k_GNz_rahFpvqKiewk-X8qZaHDzOrzzhcbrY27SJCOxNa52n55QXDNjLmFGvcT0 410 45.146.55.179 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/137.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 13, 2025 4:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Small business owners know more than anyone that a reliable IT team is necessary for long-term success. Minor tech issues can cause major threats to operational efficiency, pulling the firm's focus away from sustainable business growth and more toward constant risk aversion. In fact, small- to mid-size businesses (SMBs) that lack IT support can spend almost 6 to 8 hours a week mitigating technology problems, but with the help of IT professionals, those resources could be redirected toward expanding your firm through other value-add activities. A skilled IT team can resolve tech problems quickly, ensuring your existing systems and processes run smoothly to minimize costly downtime. They also play a central role in cybersecurity, conducting frequent audits to identify system vulnerabilities and reinforce data protection. As your company expands, having a team of IT experts can help you scale software accordingly and ensure your firm is equipped with the necessary tools for strategic growth. While there is a clear need for IT support, recruiting top tech talent can prove to be capital-intensive and difficult to scale for a growing firm with limited resources. Below, we explore four common IT staffing strategies for SMBs.

What benefit does a clear IT staffing strategy provide?

SMBs often struggle to differentiate themselves in competitive hiring markets, where larger companies dominate the candidate pool, making it difficult for them to attract prospective hires. A targeted staffing approach can help these firms focus on leveraging what makes their tight-knit employee culture so unique and compete more effectively for the best candidates. Even with a personalized strategy, internal constraints can still hinder the staffing process. With fewer resources and human capital, SMBs often lack the agility needed to support large-scale, internal hiring and onboarding efforts. That said, outsourcing can be seen as a strategic advantage for smaller firms looking to hire the best-fit candidates in a cost-efficient way. Rather than commit extensive resources to build an in-house IT team, firms can outsource tech specialists to quickly fill short-term needs or contribute to skill-specific projects. SMBs can access a broader network of qualified professionals through outsourcing without having to deal with the long recruitment cycles or costly overhead of onboarding.

4 IT Staffing Strategies for SMBs to Consider

Whether your team is hiring internally or looking to outsource talent, these IT staffing strategies for SMBs are essential to attract and retain the best candidates:

Create a consistent employer brand identity and embody it

When your firm enters the hiring pool, prospective candidates are likely to conduct some baseline research on your company. They typically want to learn more about your work culture, how your team collaborates, and the internal opportunities you offer for growth and development. This is especially true for early-career candidates who seek out employers that reflect their personal values and encourage their professional growth. Even when outsourcing, specialists want to know they’re joining a well-organized, collaborative team where they can be trusted to drive impactful results for the firm. Small- to mid-size businesses have a unique advantage here. With a smaller team, mutual trust can develop more naturally, and employees often form stronger relationships than they would working at a larger firm. This close-knit, authentic work environment should be highlighted to prospective candidates so that they can feel more aligned with those they work alongside and the broader mission they’re all working toward. Regardless of whether you’re bringing on full-time employees or temporary talent, you need to emphasize that new hires can find a sense of belonging and further their professional growth in your workplace.

Leverage flexibility to personalize the hiring process

Small- to mid-size firms can also benefit from an adaptable hiring process. Smaller firms don’t need to follow a rigid corporate template; they have full freedom and flexibility to personalize the entire interview process from start to finish for each candidate. Recruiters at smaller firms should take the time to consider what matters most to each applicant and emphasize how your firm differs from other employers, such as your workplace dynamics or the individual impact a new hire can have for your firm. When filling IT roles in particular, firms can clearly outline the necessary skills or capabilities each candidate should possess or emphasize that those willing to learn would have access to valuable development opportunities. A personalized approach can make each candidate feel more valued from the start, and in a competitive job market, the experience each candidate has with your hiring process can be the deciding factor between you and another, larger employer.

Utilize different channels to reach a wider candidate pool

With a wide variety of tools available today to connect you with prospective candidates, small businesses must consider which channels best support their unique hiring needs. Traditional job boards are always useful, but in a digital-native job market, you can reach a wider audience if you take your hiring needs to social media platforms like LinkedIn. Even more personal platforms like Facebook allow employers to foster deeper connections with potential candidates before they even begin the hiring process. That said, it’s important not to stretch your resources thin, especially as a small- to mid-size business. Managing multiple postings across various platforms can quickly become unorganized and inefficient. To avoid this, prioritize the channels that are manageable for your team and connect you with the best fit candidates. In some cases, too, smaller firms can benefit from asking internal employees for referrals before beginning a broad external search. After all, they know your firm's dynamics better than anyone else, so they can probably identify a few peers in their personal network that would make a strong fit.

Use staffing technology for efficient management

Implementing technology and software to simplify the hiring process can be a game-changer for small- to mid-size firms looking to hire the best IT talent. A centralized hiring platform can provide more oversight and control over the entire recruitment cycle, so smaller firms can easily manage the overwhelming amount of information they’ll receive for each prospective candidate. From there, your firm can devote more time to tailoring the hiring process to fit each candidate’s unique preferences.

Final Thoughts on IT Staffing Strategies for SMBs

For small- to mid-size businesses owners, it can be hard to compete for top candidates against larger firms that have a resource and scale advantage. But smaller firms can still set themselves apart by being intentional and strategic in their recruitment efforts. Our staffing experts at BCTG understand the unique challenges small- to mid-size businesses can face when building an IT team, and we can help you leverage your available resources to find that talent. Whatever your specific hiring needs may be, our team is ready to connect you with our network of pre-vetted, high-quality IT specialists. Click here to learn more. Contributions from Bella Gordon

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SAP Cloud ERP, which encompasses the capabilities of SAP S/4HANA Public Cloud, is a modern, software-as-a-service (SaaS) designed to help organizations simplify operations with a trusted solution built on industry best practices. It represents SAP’s vision for cloud-first, modular ERP built for agility and scalability. While the term "SAP Cloud ERP" may be used interchangeably with "SAP S/4HANA," it’s important to understand that SAP S/4HANA is a core ERP suite offered in multiple deployment options (private cloud and public cloud). SAP Cloud ERP refers to the public cloud edition, which is built with multi-tenant SaaS in mind, prioritizing rapid deployment, standardization, best practices, and lower total cost of ownership. If your organization is considering getting started, here are some of the most important SAP Cloud ERP considerations to keep in mind:

6 SAP Cloud ERP Considerations

1. Understand the Deployment Model: Public Cloud vs. Private Cloud

SAP Cloud ERP (S/4HANA Public Cloud) is fundamentally different from the private cloud versions of S/4HANA. It is a multi-tenant public cloud solution, which means SAP manages the system infrastructure, upgrades, and security. This also means that updates and innovations are delivered on a fixed schedule, but that the solution is based on a standard core with limited customization options. That said, this solution is ideal for organizations that are ready to embrace standardization and prioritize speed and simplicity over deep customization. However, if your business relies heavily on complex, custom-built processes or legacy integrations, you may want to consider whether the private cloud option is a better fit.

2. Evaluate Business Process Fit and Flexibility

One of the biggest shifts for companies moving to SAP Cloud ERP is the need to align with SAP’s best practices. The public cloud version of S/4HANA comes with preconfigured business processes that reflect decades of industry expertise. Before implementation, ask yourself: How well will our current processes map to SAP’s standardized best practices? Which processes are unique to our business? Can they be modified? Where are we willing to adopt SAP’s model? Where will exceptions require rethinking? Tools like SAP Signavio and SAP Readiness Check can help you benchmark your current processes and determine where changes will be required. In many cases, embracing these standardized processes leads to faster deployments and easier long-term maintenance, but it requires buy-in across departments and functions.

DOWNLOAD THE FULL EBOOK BELOW.

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Michael Stork mfstork1978@gmail.com 6102916109 Finding a New Position Hi. My name is Michael Stork, and I recently applied for the Business Analyst position with your organization. I am writing to gain more details about the role and to share what I can offer to the position. My number is 6102916109. Thank you. 03AFcWeA5qtLkeZ-NY9UM03UgPWRVO2lNngpbpII3LR6nuJY57ygTrZd2zD0WQBGBU_5IETadf0hqmHQhI-dmFMPlhTBKawOBD8s--6c13zeUBmbaqCFnSRjIbA5rJy_cLPSNUsSCM1R2-aGs4L5S8H2nuktHlVrzcVObuh5pfUN4h_AmPXmkw8JGxmTaA4aiLLzzmIH6wIjvHRr7pjqM_CekhRxxXvKYnuZii8uH7inn11n5-CNNhluZn4Zvq7aeRnNOgtBDZkbOCXSNlNKdhkdwMtLrFIeWBq9sbpsJ4JlOuLK6FdJsufU24TmucBbMJ5OZd6hpir_A5H29QVZaCn4uC2kFPqymd5ztokY_SJ5T-3MQznzPzZHKjyR5FInxx_uaGqYJz8nAvi6OFerZQw6zxmpkojYY1km_2XeRzMUAZWzWx3gROWtgiBrnwMZKHFVZ5nBANFslRw6O8HNCZEWcfT4v_rE5NL0H2JSaf9YBosBY-1VVMy7ycKSAsJ0Gm9iTwYkl8rmimgv2yFNr2KLK04ChOV4knHg7UV3t1PPkMiaUWrMyRuLwKFdv3P2ND98dKIv7qLFzoUrzr7xHYz8-g1afjF1o2R9pmaauGherAuEDH41-6criH2-IusmLPFW0y3lVGKsGTNzrubaxVRKOde1Pa3olaXzGAS16XVObdvPYeNMT8cee7pqDmdJ0JSEuY0WAoVw1LnDUKrwfGt2e-fmUGZhAlZSnDeh9Y17PxQgtvJvRvoK7JEOjJ464R1L0gMUsnIbJ7VP2EjVx7MhVCqwwxR7o-NlQr-aFIn4SzIhG_zLmE4JDslFNxwkIlmPuAwTj1yneNX_THG7YTMo0gPlJzzWI3FDgqSY643NDJTRevlznyWaPLQ3Ldq8b3jJL9YWb5GAxkmLJ7ecf98RKRncmOT1mIoTc5Q5taRJbnL-5-RGmshrGH93Vcgawse_NU-9Pj1FU46aouXJilE6qiiBTlsnvFasqxvVXYmZ0Ar2Q7E-rWjbc09LkBOWcrdtAmOFvH0551XSUpcS71Rr5-Pfhnrzq2XA 411 73.13.98.27 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/137.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 20, 2025 12:50 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Michael Stork mfstork1978@gmail.com 6102916109 Finding a New Position Hi. My name is Michael Stork, and I recently applied for the Business Analyst position with your organization. I am writing to gain more details about the role and to share what I can offer to the position. My number is 6102916109. Thank you. 03AFcWeA6uV4c3IKfcJFre0LFYj4U2MdlgETTs6U5I30OX2XaH7rhME_INBZGSK6N5f71LoUhZOCl1gRrB3NHUbNoeLQrvuRSCWuGQX0GkEuQMkSRa2R3tSfn-eUepBiCassaNn0iNPxn8GQVW5qhRm5nTmET5iV8OC4cXFIof15LyszYOa3Is4AY7L9ZMqH_L5TVEP5RMzIYi6XYeUTFbz--sJgtCh1MeMctvER4BKHJeSv3LBM04dsgUjurmPSt_Qi88g7u_gGmNirk9wQs-ejyTB6kxD8WmYVXjtVFDF-_BXEPoWObbZb27AueRWS6yc4EMm2j7_mCYJrt3w8HZAx2VnvZEu9-KxFk8dP0EPS--x2yNXGkf9g0oVrm4XFYt0l0-JNSILy13VhD112QhGIlYwS5CjnugF966biRo0eLNVZCPMrg4dnD36DyZzpREvGVHM3aRs0ctWVDP9D7A36GwryQ7_7YiZ0z2zvlC8JHNoCFFJSya6YQSeTmKIW21c4OdJDdI_TK2puHBjgmLeYEeFQPbSXKqnO5q2FrLoKesuh6fJ_cfEK_7TPdDwLx7x6QZcROLkKxv776YAzwReFr6aMAFx2rdPYG-4z4ntGoRPtfrADWUTcnbuTL-MTQFa8haFFMFh74Y2g5hWVuchklMzdeIFTD3vOmBw-5TbGmCyrJYHyM4QHrlPYPT5VVe9owFWH2ySNM_5CHzQyprNRGoN0XHGgVTZFXcprzXmSVqXqrKG2dkkaCtZyM2mBeZr5kMY_9Xw6AjCHHhVRhjQKtAfTdl69HMa4NTqBem3DEjdAolThSOBot6VIhJjUPRetqAINwVLEQz0pCu2MAl7m5iGkkrkSDosGtbx9lhNZ4oUsirr8ytSItF4UHYkfBV3EHGzrJQ9bBuAvs9YOb9qBW2HrPbjdbshmKMi5eIMg0Tjalgq3W9W8kGTg9MYq6QPY54w5VAmfAwWdpNhpLWXnmbI83wnWA2lZOu2k9OmfZ6l9sxlQAgQdQOctsStvqcru80y7hBoEh_OHer-Nhnol0ay5XyyJgqh4D0BJcrTveEfQuIwzN6IJA 412 73.13.98.27 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/137.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 20, 2025 12:54 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Hiring the right SAP contractor can be the difference between a smooth ERP implementation and a project distressed with delays and budget overruns. As organizations increasingly invest in SAP capabilities, hiring managers must be able to identify the characteristics that define top-tier SAP talent. In this article, we break down what makes a great SAP contractor.

What Makes a Great SAP Contractor

Real-World Experience

One of the most important qualities in an SAP contractor is real-world experience. Contractors should not only understand SAP modules inside and out, but they must also have hands-on experience implementing or optimizing them in business environments. Unless they’ve been brought in for a single task, their technical expertise should extend across system configuration, data migration, integration with other systems, and post-implementation support. More importantly, the best contractors are those who can apply this knowledge to solve new business problems, not just those they’ve seen.

Business and Industry Expertise

Equally important is an understanding of business processes and industry-specific requirements. A standout SAP contractor knows that ERP systems should align with how a business actually operates. They take time to understand the company’s objectives and nuances. This business-first mindset enables them to design and configure solutions that are practical given the company’s goals. Furthermore, contractors who bring prior experience in a client’s industry may have an edge because they’re already familiar with common pain points and compliance requirements.

Adaptability

The next key trait is adaptability. SAP environments are complex and constantly evolving which requires rapid adjustment. Great SAP contractors remain calm under pressure and quickly adapt to new tools, regulations, and project requirements. Their ability to pivot while maintaining high standards of quality and efficiency helps minimize disruption and keep projects on track.

Communication

Communication skills are also paramount. A great SAP contractor is an effective communicator who can explain technical concepts to non-technical members of the firm. They’re skilled at translating complex SAP jargon into actionable insights and decisions for leadership teams. Strong communication also extends to documenting processes and providing training to end-users. A contractor who can bridge the communication gap between technical and functional teams adds immense value.

Cultural Fit

Though further soft skills are often overlooked, they are equally essential. Traits such as patience, empathy, and humility go a long way in building trust with internal teams and ensuring a right fit. A contractor who listens actively and shows a genuine interest in the success of the broader team will foster a more collaborative and productive working environment. They must also be culturally aware and able to navigate diverse work environments. This is increasingly important in global implementations where communication styles and expectations may vary.

References

Finally, hiring managers should look for a strong record of references and project outcomes. A contractor’s past performance is often the best indicator of future success, and feedback from previous clients can offer valuable insight into how well the contractor integrates with teams and delivers results. Portfolios that include high-impact projects and measurable business improvements are also strong signals of top-tier SAP talent.

Finding an SAP Contractor for Your Needs

A great SAP contractor combines technical expertise with business experience and soft skills. Hiring managers who assess candidates holistically–not just by certifications or resumes but by their ability to drive real value–will be better equipped to build effective teams. By focusing on these critical attributes, firms can ensure that their SAP initiatives are supported by the right professionals. Need help finding tech candidates for your next project? Contact our staffing experts at BCTG today. 

SAP Business AI is transforming the way organizations operate by enabling smarter automation across the enterprise. From finance to supply chain to customer service, SAP’s embedded AI capabilities promise tangible value. However, one of the most underestimated factors in the success of an SAP Business AI implementation is finding the right talent to lead and support the initiative.

Why Talent Matters in Business AI Projects

Technology alone doesn't create business value—people do. Implementing SAP Business AI is a strategic transformation that impacts how people work, how decisions are made, and how processes are executed. The right talent is critical to:

Interpret business needs and align them with AI opportunities

Architect scalable, sustainable solutions within the SAP landscape

Ensure AI models are ethical and compliant

Manage change and adoption across functions

But, despite the buzz around AI, many companies face a skills gap. According to a recent report, only “13% of companies globally are ready to leverage AI and AI-powered technologies to their full potential.” Often, the challenge isn’t about the technology itself, but about lacking the people who understand how to apply it within the SAP ecosystem. Traditional SAP teams may not yet be equipped with the AI-specific skills needed to fully leverage SAP Business AI. At the same time, data scientists and AI engineers often lack context around SAP’s business processes and data models. So, what kind of SAP Business AI implementation talent do you need to close this gap?

SAP Business AI Implementation Talent

To execute a successful SAP Business AI initiative, organizations need more than just one or two new hires. They need a thoughtfully constructed team that blends deep SAP knowledge with data and AI capabilities. Below are some of the roles you should consider, along with the skills and experience each one brings to the table.

AI-Savvy SAP Solution Architect

An AI-savvy SAP solution architect is responsible for designing and integrating AI-driven solutions within your SAP landscape. This individual must have a deep understanding of core SAP modules such as SD, MM, FI, or EWM, and be able to map AI opportunities to specific business processes. Experience with SAP Business Technology Platform (BTP) and SAP AI Core is essential for leveraging pre-built capabilities and creating extensible architectures. They should be fluent in the structure and behavior of S/4HANA and be capable of designing scalable, cloud-ready solutions. Strong API integration knowledge is also required, ensuring that AI services can communicate seamlessly with SAP applications. This architect serves as the bridge between technical development and enterprise strategy, ensuring alignment with both IT and business objectives.

Data Engineer / Specialist

Data is the foundation of every AI initiative, and a skilled data engineer ensures that this foundation is clean, structured, and accessible. This role requires hands-on expertise with SAP’s data tools, such as SAP Datasphere, to extract and transform enterprise data for use in AI models. They must be well-versed in data pipeline development, ensuring efficient and secure movement of data from SAP systems to AI platforms. Data governance is another critical skill, as these specialists must understand and enforce policies around data privacy and quality. Experience in master data management is also key, particularly in organizations where fragmented or siloed data can hinder AI effectiveness. Their ability to orchestrate complex datasets makes them crucial to AI model training, testing, deployment, and management.

AI/ML Engineer or Data Scientist

At the heart of the AI initiative is the AI/ML engineer or data scientist, responsible for developing, training, and refining the machine learning models that power intelligent business processes. This role demands proficiency in languages and frameworks such as Python and a solid grasp of statistical modeling and algorithm design. What sets them apart in an SAP context is their ability to align data science models with SAP business logic and processes, ensuring real-world relevance. Familiarity with SAP BTP and AI Core allows them to deploy models natively or through extensions. Additionally, the ideal candidate brings a strong sense of business acumen and is able to partner with stakeholders and translate complex insights into actionable recommendations.

OCM Specialist

Implementing AI is as much about people as it is about technology. An Organizational Change Management (OCM) specialist plays a vital role in ensuring that end-users are prepared for, and receptive to, the new ways of working introduced by AI. This role requires experience with SAP-enabled transformations, including major ERP rollouts or upgrades where large-scale behavioral change was necessary. Strong stakeholder engagement and communication skills are critical, and they must tailor messaging to different business functions and create training materials that resonate with frontline users and leadership alike. The ability to measure adoption and reinforce change over time through KPIs and feedback loops is also important. Familiarity with tools like SAP Enable Now or similar platforms can further support successful user training and onboarding.

How to Source and Build the Right Team

Finding this mix of talent isn’t always easy, especially if you’re a midsize company or just beginning your SAP Business AI journey. For emerging use cases or pilot projects, consider bringing in freelance or contract-based consultants with SAP Business AI experience. They can provide a quick start while your internal teams ramp up. At the same time, look for staffing partners who understand the intersection of SAP and AI. They can help you find these consultants to build blended teams that bring AI fluency into your SAP environment. In addition to bringing in external talent, don’t neglect the talent you already have. Depending on budget and bandwidth, consider leveraging SAP’s learning resources (like the SAP Learning Hub) and encourage certifications in areas like AI Ethics. Upskilling your internal SAP team is often faster and more cost-effective than hiring from scratch.

Finding Your SAP Business AI Implementation Talent

Implementing SAP Business AI can give your organization a powerful edge, but only if you have the right people to bring the vision to life. As SAP continues to embed AI deeper into its product suite, the companies that succeed will be those who invest in the right talent strategy early, intentionally, and holistically. If you're looking to find or develop the right SAP Business AI implementation talent, let's talk.

Supply chain management in life sciences is critical, as the dynamic and volatile nature of the industry does not leave any room for error. Poor supply chain planning can make it difficult to meet expectations for patient safety, compliance, end-to-end transparency, and resilience. However, life sciences companies may also encounter complex challenges with supply chain management that inhibit the ability to meet these requirements and demands, hindering research and development (R&D) efforts and harming overall profits. These challenges, whether it’s standardizing strict regulations or adapting to demand volatility, can negatively impact supply chain agility if the technology in place is not equipped to handle these processes. It’s important for life sciences companies, especially those moving to commercialization, to build an operational foundation that can withstand these supply chain complexities; otherwise, it can have an adverse effect on the entire business. One way to combat these challenges is with SAP Integrated Business Planning (IBP). Integrating SAP IBP in life sciences provides the advanced technical framework needed to plan and optimize the supply chain for resilience and flexibility. With SAP IBP, life sciences companies can effectively mitigate risks, automate standardized processes, and streamline operations from R&D to market commercialization.

Common Supply Chain Challenges

Challenge #1: Meeting compliance and regulation standards

There are many rules and regulations that life sciences companies must comply with, otherwise they could put their patients, profits, and company at risk. Today, it's standard protocol to comply with all government regulations, record data for traceability, monitor laboratory procedures, and control temperature of inventory, among several other operational requirements. It can be difficult to standardize compliance throughout the supply chain and building that framework manually is not always a priority, especially for pre-commercial companies. Automating compliance planning and data documentation with SAP IBP can be impactful to a company's success, especially when moving from pre-commercial to commercialization. With advanced analytical capabilities, SAP IBP automates quality control and record-keeping procedures, which improves traceability and end-to-end visibility throughout the supply chain. Integrating the various features of SAP IBP - such as demand forecasting, inventory optimization, and the supply chain control tower - helps build a consistent and scalable framework that facilitates the growth and success of the supply chain.

Challenge #2: Monitoring Production and Inventory

Compliance standards place unique inventory constraints on clinical supply chains. Different therapies require specific conditions, like a temperature-controlled environment, to guarantee safety and quality when delivered to the patient. Due to these restrictions, inventory facilities must constantly monitor their availability and ensure they can meet and maintain each unique requirement. Without a precise and flexible inventory plan, supply could expire and waste in storage, making it difficult to satisfy high demand expectations. Inventory optimization tools within SAP IBP help plan and monitor inventory allocation, from raw materials to finished goods, to ensure quality control at all storage and distribution facilities. Its data analysis technology allows planning executives to mitigate foreseeable risks and re-allocate inventory as needed, accounting for facility constraints and compliance requirements. SAP IBP helps life sciences companies optimize their inventory planning and management to better prepare for sudden changes or spikes in demand, encouraging a more resilient supply chain.

Challenge #3: Demand Surges

Life sciences companies arguably face the most uncertainty when it comes to demand. As we saw with the COVID-19 pandemic, outbreaks are rapid, unpredictable, and cause demand to exponentially increase on a whim. If ill-prepared to meet growing patient demands, businesses in this sector can quickly fall behind in production. It’s crucial for life sciences companies to quickly identify and proactively respond to changes in demand to protect their patients and their supply chain. SAP IBP uses advanced analytics to streamline demand planning, making it easier for supply chain planners to recognize shifts in demand, determine the best-fit solution, and adapt the supply plan in response. With machine learning (ML) technology, SAP IBP’s accurate demand forecasting tools predict sudden changes in demand and recommend a solution based on available resources. Planning executives can also run what-if demand simulations, accounting for any supplier constraints, to consider how they need to adjust production and inventory in that situation. The advanced demand planning capabilities of SAP IBP help adapt and optimize the supply chain to handle any demand situation without overcommitting resources.

Challenge #4: Transparency

Supply chain disruptions occur across all industries but tend to have a more critical impact on clinical supply chains if not controlled. Situations like supplier disruptions, delivery delays, and weather disasters impact inventory levels, which can be damaging to patients and organizations alike. It can be difficult to effectively manage inventory in response to disruptions without having full transparency over the entire supply chain. The supply chain control tower within SAP IBP grants full visibility of the end-to-end supply chain process, from outsourced suppliers to internal inventory locations to external delivery points, which improves traceability and helps visualize supply allocation. The control tower uses intelligent visibility to alert users to any disruptions throughout the supply chain network, allowing for a more robust risk management plan. The holistic framework provided by SAP IBP encourages consistency and allows full control of the clinical supply chain amidst disruptions.

Learning more about SAP IBP in Life Sciences

There are a wide range of challenges associated with maintaining a clinical supply chain, which can be tricky to navigate without the proper resources and technology to do so. SAP IBP offers advanced features that can plan and optimize the supply chain to better handle risks and uncertainties. Life sciences companies realize the benefit of implementing SAP IBP as both a supply chain planning solution and a robust framework for data automation and regulation. If your business is looking to get started with SAP IBP in life sciences, we can help you find the talent you need. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Mergers and acquisitions (M&As) can cause major structural shifts within an IT organization, and it’s essential to thoroughly prepare to support employees during these changes. Financial and operational aspects often take priority over people-related challenges, but employee fulfillment is the backbone of a company’s productivity and collaboration. With up to 70% of M&A deals falling short of expected synergies, tech organizations must be intentional about implementing workforce integration strategies early on. Employee uncertainty is natural during organizational changes, but open dialogue with leadership and cultural alignment can keep IT talent engaged and committed to the company’s values. Below, we explore key areas of considerations when preparing your M&A workforce.

Preparing Your M&A Workforce

Plan for Workforce Integration Early

Pre-merger planning typically centers around financial factors, but it’s equally important to prioritize successful workforce integration. An ideal timeline for this is to begin planning before the deal and continue monitoring program efforts 12-24 months after the deal closes. Preparation involves clearly assigning roles and responsibilities for all individuals involved and establishing metrics to track progress. Logistics like payroll and HR infrastructure also need to be in place for a smooth transition on day one. Another key step is to form an integration team comprised of both IT and HR leaders, which helps companies plan for technical integration and cultural alignment. Keeping employees engaged throughout the process allows them to build systems thinking and cross-platform problem-solving skills early-on. To make data-driven decisions, tech companies must look through employee records and performance assessments to inform restructuring and growth plans. Leveraging skills data enables them to scale their IT workforce with strategic composition.

Communicate with Clarity and Continuity

Communication is a crucial aspect of meeting employee needs during M&A – people often fear uncertainty more than the change itself. When the future direction of a company is unclear, particularly how existing staff will fit post-deal, they are more likely to begin pursuing other roles. Retention of top performers is key for tech organizations to realize their goals, so they must be intentional about communicating information as it arises. Specific strategies for ensuring open dialogue can include “ask me anything” sessions, town halls, and coffee chats. Leaders need to take initiative and sit with employees to set realistic expectations about when they can expect complete answers to their questions. In terms of ideal communication platforms to announce a merger or acquisition, in-person delivery of the message is preferable, though video conferences can be more practical for firms with multiple office locations or remote workers. On the other hand, brief emails or social media announcements are viewed as less thoughtful for major announcements and are better suited for follow-ups. IT organizations should also consider tailoring their communication style by department based on relevance of information to engineering, product, IT operations, and support teams.

Align Culture and Structure

Roughly 34% of employees leave in the first year of an acquisition, so tech companies must prioritize accumulating feedback on cultural integration and structural adjustments in order to avoid high turnover. Sentiment dashboards can help monitor employee feedback, and analytics from both companies can identify workforce trends that support a balance between flexibility and stability. These analytics help tech organizations create a complementary culture defined around the value of work, where all IT professionals are clear on their purpose in contributing to the larger business goals. Even seemingly minor clarifications about new procedures or turnaround times can help employees adjust more smoothly to the transition. For new IT staff members, onboarding is critical to strengthen cultural alignment between product, engineering, security, and data teams and to set expectations about career development. Companies can also support workers by creating employee resource groups (ERGs) to build a sense of community and belonging with others of a shared identity. These efforts demonstrate that the organization cares about its people beyond expanding market share and acquiring intellectual property.

Getting Started

Workforce integration isn’t a one-time task – it’s an essential process that begins before the deal closes and continues as tech companies begin new operations. Focusing on continuous improvement allows a company to actively support its employees with clear communication strategies and a shared culture. For IT companies, prioritizing the alignment of technical systems over M&A workforce integration significantly hinders retention efforts for top performers. Organizations need to instead be intentional about executing specific staffing and training initiatives to reduce uncertainty and promote employee engagement. For this reason, IT staffing firms often have a pre-vetting pool of candidates that they assess for not only skills but also cultural fit. Our experts at BCTG excel at ensuring a solid fit from both perspectives, so your company can thrive during mergers and acquisitions. Contact us today to get started. Contributions from Hannah Yang

Building your SAP ERP project team can be a consuming endeavor for any organization. The success of the team hinges on creating a well-structured process to assemble the necessary expertise and soft skills, and a strong team ensures smooth implementation processes and allocates resources in the most optimal way. Below, we break down the key steps to building an efficient and effective SAP ERP project team.

Building Your SAP ERP Project Team

Gain Executive Sponsorship

The first step in building your SAP ERP project team is securing executive sponsorship. ERP implementations impact multiple facets of an organization, which makes leadership support crucial. Executive sponsors provide the necessary authority and strategic direction to ensure that the project aligns with the firm’s objectives. Perhaps more importantly, executive sponsors can help to secure buy-in from key stakeholders across departments.

Define Roles and Responsibilities

Once executive sponsorship is in place, firms should define clear roles and responsibilities for the project team. A successful SAP ERP implementation requires a mix of technical and functional expertise. The core team should include a project manager, functional leads, technical consultants, business process owners, and end-user representatives. The project manager oversees the entire implementation and ensures that objectives are met within budget. Functional leads and technical consultants both specialize in different business areas like finance, supply chain, or system integration. Business process owners manage operational workflows so that they’re accurately reflected in the new system. Finally, end-user representatives provide important feedback on usability and training requirements to secure a smooth implementation and user adoption.

Select The Team

Selecting the right individuals for these roles is next. Firstly, team members should have prior SAP ERP experience and work well in teams. This means that they must be effective communicators who can bridge the gap between IT teams and business units. Organizations often supplement their internal team with external SAP consultants as well to bring specialized expertise and best practices over the course of the project, as these consultants can offer valuable insights from previous implementations and help to avoid common pitfalls.

Establish Awareness of Workflows

Collaboration and communication are essential within the new project team. Establishing a clear governance structure and reporting mechanisms will help strengthen alignment between team members. The best SAP ERP project team members will possess soft skills that foster collaboration. These team members should also be comfortable holding regular check-ins with stakeholders to address challenges before they escalate.

Prioritize Change Management

Another critical component of a successful project team is change management. A new SAP system may fundamentally shift how employees perform their daily tasks, and resistance to change is a common challenge faced during implementation, so the project team should be able to proactively strategize user adoption. Team members may thus be those with a background in providing training sessions, user guides, ongoing support, and resistance mitigation plans.

Prepare for Post-Implementation

Finally, the new project team must consist of members who are prepared to handle post-implementation support. Even after the SAP ERP system is deployed, users will require assistance as they transition to the new system. The new SAP ERP project team should be able to handle technical issues and provide ongoing training. Continuous monitoring and performance evaluation will also help identify areas for improvement to ensure long-term success.

FINAL THOUGHTS

Building an effective SAP ERP project team requires careful planning, the right mix of expertise, and a strong emphasis on communication and change management. By securing executive sponsorship and selecting the right members, your team is more likely to integrate successfully. After all, a strong SAP ERP project team can be vital to resource management and having a competitive edge. Contact our team to learn more about strategically building your SAP project teams.

Daryl Donovan Smith dds56027@gmail.com 9196004354 General Inquiry I am interested in becoming an extra in commercials. I am not interested in a degree in the arts. I am 72 years old, but still attractive. Where can I study in the Triangle to develop the skills to have potential? 03AFcWeA6BMD3trm1XevzU99FsftY_mAizv5AKvIXhmJr-llxd5pTFM_Q5XaWeoisyxrmmj53eotGvFroEUJC0IPgVtPFdKltFbTYX8l6o_Dc7ztscHCn13zmrUWorPcXu7cwbc05WfFEukUs-3Znx1ytYKq5hQ0NJPvaeJHt0A5T6EHdTyTY8kA-FwPBRIbznmI6jZwpNNkogCDNsyQfmowwrjScs_ksJbARLc13LIu_nT2IyZ3lzNJy0rQiyqssbHjCigFbbzYYP-wFVnH3p2cEGjxvYCnU8GBhPa-HOkpDF4I2mMtzvxwZ3oGoY7Sl8Sqo_S1k_CW22_88DZrc9WgiD6k-_IwjP76-YFzIW1wLcs3vdXiYQe9idQ2xEFx1XTAgm27vjYBM1Mfg_yMBDPaXjHOr9w8Ru1j7kIwPO3Ex2MMJsBXwopK9gCMSIMr8of2IFlkgoHRCewHoyYitFE_ybCYRJiUiaK3onmJC44_qPY-RuN2XuVVtS_ZKeu-24clD43xP02eiAcoA12YtjwU0S6u1NbFinJFwEA_35vLABHa5MwucEqLBq7LL5XjDMFO3en9CXqnDYzAMHtjSGa5L6mu04phedM1Zp61QPSLstocxe9imdztw8rvka8TZ5fVL2S0yTy3x2FrWUthuXW7G2F6_KDkkzstVyRuO3eV9VRZmcaCgBzgxCp0oDFR4IEy_3Pgd1OsdkKmBQGxMQK9kndSWQxk6NIETdqiqgfz0x2-6GTxjU9bd-VFL6H4Rgb6rq0iwV5ozPeR_kYXdBezhgIFf67IQgt8iBtvB8qY61zJwpgqi-NEG5_owNXZKE1EnbxYO5CC3TNOA0uCicgV2pz4zVfhJmMHXJ_8aWf3ZH-zAHnjhy5gyK29BSEv79ddQsgPchAXcDn1vfBArPbVvvAk-obp5lmH7hxg_fdoSYec6xo0sh72-VrT8ih_f9M8Jp3aehKkpQfdfsrP25C3ftTfwuNM1fJlyvKr46tV9qTkHzxt_OQbga_55YjVkUwC_PGoUwn65bzF6gvGnrVh2KEOGlOy6myw 413 174.99.36.0 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.5 Safari/605.1.15 https://bullcitytalent.com/contact-us/ July 3, 2025 2:01 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Daryl Donovan Smith dds56027@gmail.com 9196004354 General Inquiry I am interested in becoming an extra in commercials. I am not interested in a degree in the arts. I am 72 years old, but still attractive. Where can I study in the Triangle to develop the skills to have potential? 03AFcWeA4yaN7A_A2gMFRC9x4_RuZGH1rMaxyhq3uWmJrNO6hLAn2uTXzi0hkQji-urmtKhHVKb-Ndmfx1elXk6bUtkTGbh9t0SJc91xrdW1_scwjAnzYt38YAdt3kGBDwvHmkPE1A7sgd2HXyE7x7-OYvOMOO5ieZs5y2DojMuyA6jPkZiFDjYTFejBgy8zZMn_lH00Wz2qKCLazTmkS_E8LrANR8HGUx2soDy8Ia84ayN2pgYTVrD2oMHmd7e5vIO_vqpD7sSTNAjCTSdzfHfsjTcnHTJI-924ekudZ_Y4ZSawyJuAFM-H3qHJj82XExbWaXF5xnVUtIA3G-WF6Yb2hZfQenxxrgsjduLP_0BndrVYEYVt5pDjSahDEUvedYzHb8LRXxeWgARxQSZdiszjjRDbthjZCLuMrwSMIVsuv18LPs9pZu6EqFG1y8KojCDS3EGjR6WcBpxzNcUPqdIU-kKW02vsplqCHl2ORFb48-D5M7C5Svwot-fdJLo2IrIPA3Tt3vel8dGa_xHlwiSTPi9TOTtPBhURyTLnrAesuCFj_sLqEvwiHDTQd01Q-HK13VLCKCRF657EcabX1Zp_NwQcdJhzA7fZLxOuoVnhdz2Gae8X3_kou2If9mw0mwIAm40XWhdi1mvh1xwCbSmxJxko7dDzprXOtQ8cvIwP6rDC-NM-z8EOX_Q4xkaiH0_4AzqZKekJmBQ0QajjetjGft41RcBsU3Agivt1K70BDXdEjmQxvlNHiMex6ah95FPwMf_YfI_9vj0RslPteKSQvId62BUMg9xpcGFvIhsS21KyoYlRCi5F_HbQ_z6GvDouw6KIPieeqjTUU8O0V5IMtBGI-5gCWDsRNUmuX9TbWaxKIWnjGUBDW8xLORbEclkIeV8X_MJngxQV13FnxXhi8SIYrRT5bkm8NT9IqnivW2ZXA_IXS-sJpKG1_6u4LGQeYoX40BjWaRSUgcRPXxaHmHahmgfAaRCdkXsUT1RBOHtYOpKGr5k84TVTPvBnvbcUvr_q7XaAjERDkxN8wYhaOVk1FIzl3tSg 414 174.99.36.0 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.5 Safari/605.1.15 https://bullcitytalent.com/contact-us/ July 3, 2025 2:01 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Supply chain challenges, like demand spikes or inventory constraints, can impact any business regardless of scope or size. However, where a large corporation has the budget to cover extra costs, a growing company can’t afford to make mistakes. Without the technical framework needed for intelligent resource management, small businesses are ill-equipped to respond to disruptions, hindering supply chain scalability and organizational growth. SAP Integrated Business Planning (IBP) offers the advancements small businesses need to manage their supply chain in a way that optimizes their constraints and minimizes the risk of disruptions. By assisting business leaders with data-driven decision making and strategic planning, SAP IBP improves flexibility and transparency to better mitigate challenges and optimize the end-to-end supply chain.

What is SAP IBP?

SAP IBP is an advanced, cloud-based solution for supply chain planning and management. The technology offers a user-friendly planning solution that satisfies long-term strategic goals by streamlining supply chain operations. Here are some features of SAP IBP and how they benefit small businesses:

Sales & Operations Planning (S&OP)

S&OP aligns supply and demand levels with long-term strategic goals to centralize inventory, financial, and operational planning. Small businesses must be mindful of their budget when managing limited resources, otherwise they risk profit loss. S&OP will optimize business operations to exceed demand expectations while staying within financial limits.

Demand Forecasting and Inventory Optimization

SAP IBP can forecast demand levels and create a strategic inventory plan in response. Managing demand volatility is difficult for a small company because they either 1) don’t have the technology to recognize demand spikes, or 2) they have inventory constraints. To help combat this, SAP IBP integrates tools for inventory and demand planning based on real-time market data and operational restrictions.

Supply Chain Control Tower

SAP IBP’s supply chain control tower offers complete transparency and visualization of the supply chain. It also constantly monitors the supply chain network to alert for disruptions. A small business will struggle to mitigate risks and achieve full supply chain visibility without advanced technology and network-wide collaboration, but that is automatically integrated with the SAP IBP control tower.

What does this mean for small businesses?

While SAP IBP is typically used as a solution for larger companies managing intricate supply chains, small- to mid-size businesses can see the same success for their supply chain if they leverage SAP IBP technology. With less money, resources, and expertise to handle supply chain challenges, SAP IBP technology can ease decision making for small businesses to better mitigate these risks, encouraging a more resilient supply chain. With its precise and scalable framework, supply chains can grow with the business instead of restricting it further.

Is it worth the investment?

For a developing business, we recognize that implementing these technologies is not always a priority because the more advanced the solution is, the pricier the investment will be. However, investing in SAP IBP as a supply chain planning solution will prove to be beneficial for your business in the long run. Before, analysts and planners would have to spend hours manually analyzing data and strategizing plans that would frequently change according to their market. Now, SAP IBP can automatically produce daily data insights and align them with long-term plans, so the supply chain is constantly evolving. The forecasting technology with S&OP adapts supply levels to meet real-time demand, maintenance and error detection is automated with the supply chain control tower, and response plans are suggested based on analytics and data. In the end, SAP IBP minimizes total operational costs and improves supply chain efficiency, so not only is the supply chain more resilient, but it's more profitable as well.

Recommending SAP IBP for Small Businesses

Realizing the benefit of leveraging SAP IBP for small businesses can help you gain a competitive edge in supply chain management. This scalable framework will help you work around your constraints and mitigate supply chain challenges to consistently deliver high-quality products to your customers. Now, instead of tiptoeing around your supply chain to avoid making a mistake, you can let SAP IBP handle the complexities while you focus on expanding your business. If you are considering SAP IBP for your supply chain needs, contact experts at BCTG for more information. This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

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Organizations across industries are prioritizing agility and resilience in their supply chains to navigate today’s uncertainty, and SAP Integrated Business Planning (IBP) offers a powerful platform to support that goal, providing real-time planning capabilities across demand, supply, inventory, and sales and operations planning (S&OP). While SAP IBP promises transformative benefits, successful implementation, however, requires careful planning and coordination. Rushing into the project without clear objectives and the right foundation can lead to delayed timelines, misaligned expectations, unclean data, and underwhelming results. Here are seven key SAP IBP implementation considerations to keep in mind before starting your journey:

SAP IBP Implementation Considerations

1. Define Your Strategic Objectives

Before making any system decisions, clearly define what you want to achieve with IBP. Are you aiming for more accurate demand forecasting? Better scenario planning? Faster S&OP cycles? Reduced inventory? Your goals will shape the scope, timeline, budget, and resources required. If the goal is end-to-end digital transformation of supply planning, for example, you may need a broader implementation approach than if you're starting with a single IBP module like Demand Planning. A clear strategic intent helps align stakeholders and serves as the north star when navigating inevitable implementation trade-offs. Tip: Prioritize business outcomes over technical features. Think: “How will this capability improve decision-making or drive measurable results?”

2. Choose the Right Starting Point and Scope

SAP IBP is modular, which allows for a phased implementation approach. For many companies, it makes sense to start small, implementing one or two modules at a time, such as Demand, Supply, Inventory, or Control Tower / Response and Supply Planning. Starting with a pilot allows your organization to gain experience with the platform and validate data models before scaling.

3. Align Stakeholders Early and Often

As with any implementation, implementing IBP is a business-wide transformation initiative. That means engaging stakeholders across functions, from supply chain, finance, IT, sales, and operations. Key areas to consider include executive sponsorship to drive alignment and funding, change champions within each function, cross-functional workshops to define planning processes and KPIs, and frequent communications on project progress and goals. Organizations that fail to align stakeholders early often encounter challenges with adoption and trust in the new system.

4. Prepare Your Data in Advance

Data is the foundation of any planning tool, and SAP IBP is no exception. Inaccurate or incomplete data can derail even the most well-designed solution. Start data preparation well in advance by mapping current data sources and flows, cleaning master and transactional data (e.g. historical demand), identifying gaps in data required for IBP algorithms and analytics, and aligning units of measure, calendars, lead times, etc. across regions or business units. IBP uses a time-series based planning model, so it’s essential that your historical data is complete and structured consistently.

5. Understand Integration Requirements

SAP IBP is designed to integrate with other SAP systems, like S/4HANA, and non-SAP systems. That said, there are a few key integration considerations to keep in mind:

Real-time vs. batch integration for data synchronization

Frequency of updates for master and transactional data

Governance over external data (e.g., market trends, customer forecasts)

Data ownership and handoffs between systems (e.g., APO, legacy tools)

Above all, plan for robust testing cycles to ensure integration works smoothly, especially for time-sensitive planning scenarios!

6. Don’t Underestimate Change Management

IBP introduces new processes and interfaces, and without a strong change management approach, users may resist adoption, or worse, continue planning offline in spreadsheets. To ensure maximum adoption, offer role-based training aligned with planning responsibilities and hands-on workshops to demonstrate real-world use cases. Post go-live, maintain ongoing support and knowledge sharing alongside governance processes to handle exceptions and escalations. You’re not just implementing a tool; you’re changing how people plan. That shift requires trust, engagement, communication, and continuous support.

7. Consider the Use of Advanced Capabilities (But Don’t Start There)

SAP IBP offers cutting-edge functionality like machine learning forecasting and real-time simulations. While these are exciting, most organizations should build a solid foundation first. Start with core functionality and planning processes before introducing advanced features. Ensure your data quality, data governance, process maturity, and user adoption are strong enough to support more complex capabilities. Once the basics are in place, you can gradually layer on enhancements like:

ML-based forecast models

Supply propagation and prioritization

Inventory optimization across multiple echelons

What-if simulations in the Control Tower

Final Thoughts

SAP IBP offers the potential to transform your supply chain, but to unlock its full value, implementation must be grounded in strategic clarity, cross-functional alignment, strong data practices, and a commitment to change. Whether you're exploring your first IBP module or scaling an existing footprint, our team of SAP experts can help you on your journey.

Priyanshi Gupta priyanshi@convextech.com 281-326-6049 Finding a New Position Hi I am Priyanshi from Convextech,we have many candidates on our bench on various IT roles. I would be happy to assist you on any IT roles that require third party assistance 03AFcWeA5mt-XGmm_YIc7PqyGy-3sEyrULBVaZp13If8EACsOtJbY0jNLu6z2KsMnj7VYkkhZWCl2BRgT0CSlkZbYpfXXfjj33a-EQvGAqzZcbo8jyEMWODJD75qazGHeAXfaBa6UKU9x6sbLOwOpd_buKKI272qPTHGz_zARnWOwnqTOdfAQWMW3MgJOok-n5jlgd-rLA34ZJ5KaEed08RtZfnjlvxOT24LnBczSJd00uuP_rlZ57RL9hkUVHBJKHeiD3Zqt7LMljFtkczvcLP9D0-t35cewj3yzWcgeixJUKth7ATCrFDAiPz3uujd6rjc2wfdPUPjOgddgCnYEndkH2xb2kWcG5-OJbBRBT_8PDK3YZVzMXGoBSSrXzCkUVALFvM1sbo5wQE_wrlXP9_J7vBw5SCn7RhYAm9wtGPD4Y4rMap39h8zE81BvVCzgw3szp3z065g3NF6VplcHFSVCJ8ehfnYuow9pMFcp-usqf7BuIld7ver2XpUyUyCm9KfrRlt4bPRWAFDXFpc_dxh-RX133lDBZky3mVRIoLp-c40UgGVfz6u-Cs0Ie18CDfLsx641Ea2KYlBqFpU8-yBTD8Td74enLOK6DZXajfJeymrUhKLyDsG-hpeEJXjKFLDu5xxbWj_5AgV_1l5Wn6zR6x8dzssP6ditUUqEG0tib-fUBpF6oXsGnU1FhvK12CFlEffo-vJFgu3cSjO-YEbTtfI897Thk_HIic4njL2j9yX4PVmePeOsJr83B08fZuo_Y7m3D28sjzt4ZIKq0mqWVPDXwUQ_epQfnJEYyVlUyqZaCFp21toaQNmTTLpl9L8NJUuWfFBBJ4POZe7hM9F2W_y87cb8Vg8gpcAdGVmydZr5gu6enidDqKhXyBvmojjLE6uO_3y9fCThdz1swH2pyufmHEwPAcxrH0_zYLKeuJQgD_aL-LhzkjciS7yUpnA-Va888a-6QuQusyUQOQ_nGoQmSfYioPw 415 49.43.168.191 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Mobile Safari/537.36 https://bullcitytalent.com/contact-us/ July 9, 2025 3:41 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Priyanshi Gupta priyanshi@convextech.com 281-326-6049 Finding a New Position Hi I am Priyanshi from Convextech,we have many candidates on our bench on various IT roles. I would be happy to assist you on any IT roles that require third party assistance 03AFcWeA5GkKUXzLv-jMojY_UZxw-0yPYJ7NCVbHVuiJ14zZxhQCS1UVVCf0kEHOf3wgspiER9iTyFnJe2Yug3CmV-hbfZoEnXrPq7szxKyeju2MdQgufZwsASjnhgclsK-7aTkwxOfJaRAQZt0ct82tE74XDGAaLDZZWpVcsUTYiwjBI4wpqwthRTILSoUR02rfLxEfR5oM4Gt3QbsL7htTpSLm8NZ_G4wL-3jGC_i-j0fjhWcnpwcsaAXQsOu8uru07X-XDn76DKALbOf_MlrUKQ9s4o8KrvMhiLzMlhsIVGhb4gAVwfs9eKtWpsLYu1v_0hMicMuJ17_uQwYpy1RaZvpy70xpN4BWYiPWmG401KpYAi1QLQ9ATSA9o0zv7piIB_I4dMoyCZ5ktPTLdHYLss-_WnDdc9TFQIvwbiFJFuwsWJNABYpurXV6UfxSO2yAn7Bnwm1CrpPgRRxmhnXBpaT27RmQX8BVEgM9qYHWCO31JkxSf4tVwTB--Po2THwHCxuYPq4L2Q-_JFXGulBrdXebfYmDVu2weQBcYWAInAbfFgVi5ZLuHwKR_DrbcHZooMvGs-OtVic7S0gphE2o4RpErDGNR68_ZfQ5i6So1kilkFX9NNCwpxU2nLIgKOpjJLab8TDJLq5k-nElxATLJA8Her2n2NF_ion2Jui9MypqZ1nzN_WEw-w0kkm6qTGHcBIjPl_nDt85Nnw_LAkB-SUU1Orb7lH9hDRj5ZEn-8AsaiJ8o8Ul-qWHnEe1Na3i605LYPOp8nq3AJFwwV2VxCf9Klz_73u0ZqDuZQz9IHrCGsONUNLWTkbQT5jQ8sqB7gKgodGG2seTJtQHc2WsxeJzXTthTAz7eIm6KKZdFj3gLwJRoDZMgnpFHPv9EJI3kaOLxyd_iXja1srQNLwzRGIfLFB6IH2SkeQJbgAbONST77u1rjd6MHu0IWv1xhHj5DoAGFhlc4_0rBSscqgsR-OUFS9vPG0w 416 49.43.168.191 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Mobile Safari/537.36 https://bullcitytalent.com/contact-us/ July 9, 2025 3:41 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In the IT industry, having the right team in place is just as critical as having the right technology. Whether you're implementing a new system or scaling infrastructure, your staffing model can make or break your success. With a wide array of staffing approaches available, it’s essential for IT leaders to understand the core models and how each aligns with business priorities, long-term goals, resource needs, and budget realities. Here are 5 common staffing models for IT leaders to consider:

Staffing Models for IT

Full-Time, In-House Staffing

The most traditional model is full-time, in-house staffing, where organizations employ permanent IT professionals who are embedded within the organization. Given that in-house teams are often more aligned with business goals and bring stability and loyalty to the organization, this approach is ideal for long-term strategic initiatives, maintaining proprietary systems, or managing core platforms that require deep institutional knowledge. However, full-time resources come with high fixed costs, like salaries and benefits, and can be slower to scale in response to changing demands. For organizations focused on continuity and long-term planning, this model remains foundational, though it often needs to be supplemented by more flexible approaches.

Staff Augmentation

For IT leaders looking to quickly fill skill gaps or respond to project-based needs, staff augmentation offers a powerful solution. This model involves bringing in external consultants or contractors, usually through a staffing partner, to work alongside your internal team for a defined period. Staff augmentation is particularly effective for specialized projects like a system upgrade or ERP implementation, as it provides flexibility and access to hard-to-find skills without the long-term financial commitment of a full-time hire. While there’s typically a brief ramp-up period and the need to manage a blended team, the ability to quickly scale your workforce in a cost-efficient way makes this model a go-to for many IT organizations.

Project-Based Consulting

Sometimes organizations need a laser-focused burst of expertise, which is where project-based consulting comes in.

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With AI becoming increasingly prevalent in all areas of business operations, SAP has evolved its offerings and embedded AI into its solutions. But as businesses adopt SAP Business AI to power innovation, concerns around SAP Business AI security and compliance become central. Understanding how SAP addresses these challenges is critical for leaders aiming to adopt AI responsibly.

What Is SAP Business AI?

SAP Business AI refers to the suite of embedded and generative AI capabilities available across SAP’s portfolio of applications, including SAP S/4HANA, SAP Business Data Cloud, SAP Ariba, and others. These AI tools are designed to enhance business processes such as forecasting, procurement, workforce planning, and customer engagement. The goal is to make AI relevant, reliable, and responsible for enterprise use, delivering value while maintaining trust. But as AI becomes integral to enterprise software, it raises new questions about data protection, algorithmic integrity, bias mitigation, and regulatory alignment.

4 Aspects of SAP Business AI Security and Compliance

Data Privacy and Protection

SAP adheres to privacy and data protection laws in the development, deployment, and usage of its AI systems, and it has embedded data protection and privacy features in its products and services by design and by default. SAP has also implemented a data protection management system (DPMS) in accordance with internally recognized industry standards. This means:

AI models only use the data that is strictly necessary for a given business scenario

Data is processed and stored in compliance with relevant regulations, such as the General Data Protection Regulation (GDPR)

Personal data used for training or inference is either anonymized or pseudonymized where appropriate

The design, development, testing, and usage of AI systems must comply with SAP’s Global Data Protection and Privacy Policy and SAP’s Global Development Policy and SAP Product Standards

Security Architecture

AI systems rely on massive volumes of enterprise data, which can include sensitive operational, financial, and personal information. SAP ensures that all AI components are secured by using role-based access control (RBAC) and multi-factor authentication (MFA) to protect data and services as well as encrypting data at rest and in transit using industry-standard protocols. SAP also employs continuous monitoring and intrusion detection to flag anomalies and potential security threats.

Transparency

A key challenge with AI is the “black box” nature of many models. SAP addresses this by designing systems that are interpretable and explainable, especially for critical business decisions. For embedded AI (like in S/4HANA), for example, users are shown not only the recommendation or prediction, but also the rationale behind it, such as the contributing variables. On the other hand, for use cases with regulatory implications, such as hiring decisions in SAP SuccessFactors, SAP ensures that audit trails and explanation layers are available to demonstrate fairness and consistency.

Responsible AI

SAP has established a formal AI Ethics Policy, guided by principles based on UNESCO’s Recommendation on the Ethics of Artificial Intelligence. These principles are:

Proportionality and do not harm

Safety and security

Fairness and non-discrimination

Sustainability

Right to privacy and data protection

Human oversight and determination

Transparency and explainability

Responsibility and accountability

Awareness and literacy

Multistakeholder and adaptive governance and collaboration

The company has created an AI Ethics Office, which oversees an AI Ethics Steering Committee to review approaches, processes, and product capabilities and ensure alignment with SAP’s policies and guidelines, as well as an External AI Ethics Advisor Panel to provide feedback, perspective, and strategic guidance to SAP on ethical AI. Training and awareness programs are also available for developers and data scientists to align with ethical AI practices.

What Does This Mean for SAP Customers?

For organizations using SAP Business AI, security and compliance aren’t afterthoughts. They’re foundational elements that should not be overlooked. Here’s what that means in practice:

You can trust the AI to handle sensitive business data, thanks to built-in safeguards and encryption protocols

You remain in control, with SAP’s explainable AI letting you validate recommendations and trace decisions

You stay compliant, with pre-configured settings and documentation aligned to major standards

You can innovate responsibly, without sacrificing ethical considerations or exposing your organization to unnecessary risk

However, customers still share responsibility, meaning that users must also manage their own access controls, data inputs, and compliance reporting within their own environments.

Preparing for the Future of AI Security and Compliance

As SAP continues to evolve its Business AI capabilities, security and compliance will become even more nuanced, but SAP’s commitment to a secure and ethical AI foundation means customers are well-positioned to meet these future demands. For IT leaders and business users, understanding how SAP Business AI is built and governed offers reassurance and a clear path forward. Whether you're just getting started with embedded AI in your SAP system or exploring advanced generative AI use cases with Joule, the foundation of trust matters. And SAP is investing deeply to ensure that its AI is not only smart but secure and compliant by design. Ready to get started with SAP Business AI? Click here.

SAP Warehouse Management (WM) has been an ERP functionality offered since the late 1980s. SAP WM is a solution to manage standard warehouses. Its functionalities include management of stock at storage and bin locations, picking strategies and replenishment logic, yard management, and RF technology.   It’s important to consider that warehouses in the late 80s, however, were not as complicated and sophisticated as they are now.  Warehouse operations  now are increasingly complex, and customers continue to demand more from their warehouses in terms of visibility and transparency. As a result of the more intricate operations, there had to be a management tool to meet those demands, which is where SAP Extended Warehouse Management (EWM) came into play.   SAP EWM is not new itself, but it has gone through significant development since 2005 when it was first incorporated into the SCM module.  Below, we dive deeper into understanding SAP EWM.

WHAT HAS CHANGED WITH SAP EWM?

Since 2005, there have been a number of changes to SAP EWM. It is much more robust and flexible. While WM was originally designed as part of SAP ERP working with other logistics modules, EWM was designed to do that and more, including also being able to run as a decentralized system. This means that businesses can use SAP EWM as part of the ERP landscape working with other logistics modules and as part of an independent SCM landscape. 

UNDERSTANDING SAP EWM & ITS BENEFITS

When companies are deciding whether or not to implement SAP EWM, they should consider one word: “robust.” SAP EWM has the capability to manage the simplest to most complex warehouse operations, providing additional functionalities that WM cannot. It can provide, for example: 

Visibility throughout the entire supply chain operation, from warehouses to distribution centers

Flexibility and automation to handle high-volume transactions

Cost reduction given the maximization of resources

Additional inventory accuracy enhancement capabilities

MAKING THE SWITCH

When making the switch, the first step is understanding SAP EWM. From there, SAP has provided migration tools to make the migration from SAP WM to EWM relatively easy from a technical standpoint, and the concepts are close enough to make the learning curve for the client relatively small. However, for those familiar with WM and hesitant to make the switch to EWM, here are a few considerations that might help move you toward being implementation-ready: 

EWM has the same documents, just with different names. The WM transfer request/transfer order to move stock in the warehouse is now called warehouse order/warehouse task (TO line item) in EWM.

While WM movement type determines the TO creation, EWM uses an enhanced process type that determines what task to create in the warehouse (using document types as a reference).

EWM provides much more capability once the migration is done. There’s stronger control based on process types, more robust RF options, and solid integration with SAP QM. The Warehouse Monitor is a “one-stop” cockpit to manage all activity in the warehouse.

For companies looking to get started with SAP EWM but need help getting the right talent in place, contact our team at BCTG today. This article was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Vinay G vinayg7244@gmail.com 5132207244 Finding a New Position I am a 6-year experienced Workday Consultant with experience in Integrations and modules like Payroll, HCM, Absence, and time tracking with both functional and technical expertise. 03AFcWeA4nwAb6ieVXBYUclC7SrwLPOZESj9QSG4FHyCWuSxnju9wheW9M6ubHNwgviRj8uxZt7tw3HbDh7BQK1CcDQ735EU-oqYNHsVMQrTb_Jjegil1hMyYR4A3XdVPm5QdGnd3hfWdWkorjT_WkO_hBS47-lgMoLfUIS_YJm8eVGPSiB7GQ_KORaYSxrAOvfpThxZVn2pKXgXDwaRyoZ3tsGs-eWuaiTYe43SxG7nbZCZZkEUb6juuLTUUWxvMkIG9zE3dB9M4WMLVJ387ONr-tcrNWIoZXOr-_xBm-kC0H0gqbuQ4mO85Gzxgu8UTU2iSooiNOC-CtWiSOHh1TqtVu3Ayf5CSW8O6Arqhj5p_I1Q3Y9iI2pDZgBPkk0mwtr5KERThnIe6WHwwwXqEoAyZ8uY5hnfe_DwBvCjl8Su8V98aIx2S4InXuH2Qjwf5jxecDzwPSJmh5jh7YIkTR-PaLRN6Umpc0pPzaBVZX24tGOzwrDXAe_JtFLBH5TtL22TX2lLXHHKanox8H8gGqp-lKbDCvSneI6x_LRB0_qvdUaV0KKjDnME7-07zFOAmNJQx8X6K0s7uoOLgMZmPiMGJRItk5PrWwtONdrr3i0m9mvj5fNXW6Z3sPmJkTcHZhK7DL2_Db5hP32PKuxsJgtVP1CkGVAFekPxLscaVyYjgcecsk3_yRHFbqCNMBwg3OPN55Gst_dr4gXCIhDVTIbTmZQU_zMlU77Qp2W_E-j9AqB6acKQ9kLdchl_kBGBmcyNdyprzTEDV_eWlo4CrgF_efxrXxZcHhiQQDUuCqwg4AKrV43vydnWTR41rdmMiPUvn7ETB7eTympSNNZgYTdSLP_ELF-eczgOdzD9z2VGqKvDJa-ufNVNerdPywHtJ6QDE-BYL8Jsj-AsldTgziUcWRvZtaVeAaTn1Tx1tDMxE5jLPCt8m-q0-qCH_IFNpbbC1AxEWEBwCr 417 98.103.138.227 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 17, 2025 6:42 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Vinay G vinayg7244@gmail.com 5132207244 Finding a New Position I am a 6-year experienced Workday Consultant with experience in Integrations and modules like Payroll, HCM, Absence, and time tracking with both functional and technical expertise. 03AFcWeA5zXgNlntFdm2LbCgyP0_aXqJQDxDCXyn5-xphqudUuJn-0_H_-6vr3INKXlY_j45PEKPgARLmIaUtQ3ILzdzUKRLPXKMtv2nowUNdPVDLR7hgWvSIVIXLy5o_SLTziZpRicFPw5gRonNhYL40q5f1TPMRh77L4lKDgLILD-RVEFIhdqENX6E9R2Xd94hb8sb09C-MfkFVmQNA4G7unwUqntDD9WZZ8oEXF2vOWxVzy2yPAo2XYVP0xeStYhiEBl25qNYwdHdxPolZsKgHW-hE3xl8t0iUX4wnYCqpqNeEJwiCVTmFEh9i4BPpflaVMaX5U_AJbguGmKZbwcQws9z3BgoJgaNVaXsYwB5AwHzkGfMksPX7cSX7QS4UhrMbXFxFQ-F3PWw15aSH8DuxYkPJZUADOIG5xV1ZZA5XpS2tIJyQNYfjQ9HJDk1aIQWqN9-t8jgxyUbb66i1M_blMzVOzk6y3xc-R0JAhUbk5-qhjaUPsAQWRbdLqEISHNqTYTYxJtFX632V6w2-EvJJ1rm-fdBrM5jpu9_wOxb5_AFKiprTa5F5-IdS7SPNPrRQ7pMX0-VPNRFr-9csqpiz0n9Tys1SGeHMswEp-WTcYfi7tKRIrb_wqt8HrPqFDCYGRWwrfsWU_wQw30igTETV4iHpumhDUqxNw6VYkSU01wROKZLcGEUJrhEqzE2mnBnC2lWjJSJJgMdVnFIo1ZB9S91WOgQR8Sm_RrX0Aow3z7RZw8_aABw5fmMmBUppnpoOa8pkU7eJaxVGFT-ehQX7BBkMv15FfRWk3mn1Pg2inB2oYuHU0TYzJKmraSthD4BCGCTxGbYUpaLpwXZfeb_C2mJ57QfBzPOin7ToimpJBOTRNoIRnnY3IuiEOIoO8rSsW_FlDaNe4HFtdh49ft8oIDu-_Kj1vz6Uc3UoclK6XAKJ7u114HUZ9uaqLC19Kayej9OenOby09mBkjF69fiXahEv0ct7jRw 418 98.103.138.227 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 17, 2025 6:43 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Candidate experience is an important aspect of the hiring process and covers every step that a job seeker goes through, from applying to interviewing to onboarding. The impression a company makes during this process can determine how potential employees perceive a company’s brand. Candidate experience can directly impact brand reputation, especially in the age of social media when bad reviews can quickly become widespread. If candidates share their poor experiences online, it has the potential to deter future job applicants. This can result in lower-quality candidates, as poor candidate experience not only lowers the number of applicants but can also result in higher-quality candidates accepting another job offer. On the other hand, a positive candidate experience can increase retention rates and improve employee performance. This becomes even more important when searching for the specialized skills required when hiring for tech positions. By working to nurture a positive candidate experience in IT for potential employees, companies are investing in a higher-quality team.

Best Practices to Consider

As IT companies take tech candidates through the application and interview processes, there are some steps they can take to help create a positive experience.

Develop a Consistent Brand Image

The first thing companies can do is develop a clear brand. It’s important that candidates can easily see what the company culture is like. Making sure the website and social media are up to date is a great first step towards highlighting the brand image. These platforms should feature employees, events, and aspects of what makes the company unique. Tech companies can focus on spotlighting tools the team uses, like SAP and AI, so candidates can familiarize themselves with what type of work they’d be doing. All of these things can help candidates decide if a company is the right fit for them.

Create an Easy-to-Follow Application Process

Clear job descriptions and application processes are also a critical part of the candidate experience. In fact, 33% of workers said they would abandon an application that was poorly constructed, time-consuming, or difficult to fill out. As such, companies should focus on limiting the length of their applications to only include necessary information. When hiring in IT, companies should list the skills essential for the job, like fluency in certain programming languages or knowledge of specific data analysis tools. Furthermore, 74% of candidates want pay transparency, meaning being straightforward about a position’s pay can help attract more candidates.

Maintain Clear and Timely Communication

Candidates also value clear and timely communication. Keeping candidates up to date on the status of their application can help them feel more involved in the hiring process, so companies should also make candidates aware of the next steps and give them a timeline for the hiring process. Utilizing technology like Applicant Tracking Systems (ATS) can make it easier to provide applicants with updates on the hiring process. Taking these steps can help candidates feel like their time is being respected. Being respectful of time also carries into the interview process. It’s important that companies try and keep interviews to a minimum, as too many interviews can take up a large chunk of a candidate’s time, and clear instructions should be given to the candidate on who will be interviewing them, and when and where it will take place. Interviewers should also be trained in how to provide a good experience, by being on time, personable, and allowing the candidate time for questions. To limit the need for excessive interviews, companies can use skills assessments, such as coding tests or project-based assignments as an evaluation tool.

Embrace Open Feedback

Feedback is a crucial aspect of the candidate experience. Companies should provide all candidates with clear and constructive feedback to help them through the process. At the same time, companies should ask candidates for feedback about their experience and ways the company can improve. They shouldn’t limit themselves to feedback from only the candidates they hire; asking all candidates involved in the process can provide more information and help improve the hiring process overall.

Improving Candidates’ Onboarding Experience

In addition to the application and interview process, assisting new hires through onboarding is an important part of the candidate experience. Companies can start by engaging new hires, sharing company information and updates before their first day. This can help candidates feel included and get more familiar with the company culture prior to their first day. Companies can also send employees an org chart so they can familiarize themselves with the company's structure. IT hires should also be familiarized with how to access the tools and equipment needed and provided with information on the company’s security policies. Providing a clear onboarding schedule for the first week is also essential in helping new employees know what to expect and adjust to the transition more easily. Tech companies may consider assigning new employees a point of contact they can reach out to with questions as well, as managers and supervisors may be busy. By assigning new employees to a more available peer mentor, they can adjust more easily and faster.

Creating a Positive Candidate Experience in IT

A positive candidate experience in IT is important to attract and retain high-quality employees. Following these best practices can help companies improve their hiring process for a better candidate experience. Although it requires work, it’s an investment for companies to strengthen their teams of employees. To continue the discussion, click here. Contributions from Natalie Pollock

The ability to unify data from diverse sources is no longer a luxury. Businesses are producing and consuming data at an unprecedented pace, but that data often remains fragmented across systems, business units, geographies, and clouds. Without a unified view, organizations struggle to unlock meaningful insights and make data-backed decisions in real time. Built to help organizations unify, govern, and utilize data across the enterprise, SAP Business Data Cloud is a modern data platform designed to solve this challenge head-on and enable a truly connected and intelligent enterprise. Learn more about SAP Business Data Cloud and how you can achieve data unity with SAP below.

What is SAP Business Data Cloud?

SAP Business Data Cloud (formerly referred to in the context of SAP Datasphere and SAP Data Warehouse Cloud) is a comprehensive data management and analytics platform built to bring trusted, business-ready data to every part of the organization. It allows enterprises to connect disparate data landscapes from SAP and non-SAP systems and make it available to decision-makers securely and in real time. By unifying data across SAP and non-SAP systems, SAP Business Data Cloud empowers organizations to break down silos and build a data foundation that supports AI, analytics, planning, and operational excellence.

Why Data Unification Matters

Before diving into you can unify data with SAP Business Data Cloud, it’s important to understand why it matters:

Eliminates Data Silos: Most enterprises operate with data stored in various systems, like SAP S/4HANA, Salesforce, legacy ERPs, external vendors, and/or spreadsheets. Data unification helps prevent duplication, poor data quality, inconsistency, and decision-making delays
Enables Trusted Insights: Data inconsistencies lead to conflicting reports and erode stakeholder trust, and unification ensures that business users access consistent, governed data.
Supports AI and Predictive Analytics: AI and machine learning models require clean, connected datasets, which is enabled by data unification.
Drives Agility: Unified data enables business and IT teams to collaborate on new use cases, test hypotheses, adapt rapidly to changing market conditions, and more.

DOWNLOAD THE FULL EBOOK BELOW.

[wpforms id="28246"]

Nilay Vyas nilaymagento@gmail.com 2145507769 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Technical Skills • Programming Languages: PHP, JQuery, KnockoutJs • CMS Platforms: Magento 1.x & 2.x, Shopify • Frontend & Backend Development: PWA, Theme Development, HYVA Theme, Extension Development • Search Engines: Elasticsearch, OpenSearch, SOLR • Databases: MySQL, MongoDB • Logging: Kibana, Datadog • PIM: Pimcore Akeneno • Inventory Integration: WMS (Warehouse Management System) • Version Control Tools: Git, Bitbucket, GitHub, GitLab, SVN • Web Technologies: HTML, HTML5, CSS, CSS3, Tailwind CSS, LESS, Bootstrap, JavaScript, JQuery, Alpine JS, Knockout JS, AJAX, JSON • DevOps Tools: Jenkins, Docker, Kibana • Integrating Magento 2: 3rd party APIs and Web Services, REST, SOAP, GraphQL • Caching Tools: Redis, Varnish • Operating Systems: Linux, Ubuntu, Windows, MacOS Product Management Add, edit, and organize products Manage product attributes, categories, and inventory Support for configurable, bundled, virtual, and downloadable products Catalog Management Layered navigation and filtering SEO-friendly URLs, meta tags, and sitemaps Price rules and discounts Customer Management Customer segmentation and groups Custom attributes and detailed customer profiles Address book, order history, and communication tracking Order & Checkout Management Multi-step and one-page checkout options Cart management, order tracking, reordering Shipping methods and payment gateway integrations Marketing & Promotions Coupon and discount code management Email marketing integration Cross-sell, upsell, and related product setup Reporting & Analytics Sales, customer, and product reports Abandoned cart tracking Integration with Google Analytics Content & CMS Manage static pages, banners, and blocks Visual editor for page building (Magento Page Builder in Commerce Edition) Multi-Store & Localization Manage multiple stores from a single backend Multi-language and multi-currency support Security & Access Control Role-based access control Admin activity logs Data encryption and PCI compliance Integration Capabilities REST/SOAP APIs for third-party integration ERP, CRM, and PIM system integrations Extension marketplace support Architecture & Framework Built on PHP with MVC (Model-View-Controller) architecture Uses Zend Framework, Symfony components, and Composer for dependency management Highly modular: supports custom modules and plugins without altering core code 2. Custom Module Development Creating reusable custom modules for business-specific features Event-observer pattern and plugin system for extending core functionality Dependency Injection (DI) and Service Contracts 3. Database & ORM Uses MySQL (or MariaDB) EAV (Entity-Attribute-Value) model for product and customer data Doctrine-style ORM patterns with direct SQL query support 4. API & Integration REST and SOAP APIs for third-party system integration Token-based authentication (OAuth, JWT) GraphQL support (Magento 2.3+) for headless architecture 5. Frontend Development Luma & Blank themes (Magento 2 default) Custom theme development using XML layout, .phtml files, and LESS/SASS Magento UI components (Knockout.js-based for dynamic rendering) Hyvä and PWA Studio (for performance and headless solutions) 6. Performance Optimization Full-page caching with Varnish Static content deployment and code minification Redis/Memcached for session and cache storage CDN support and optimized image loading 7. Security CSRF, XSS, SQL injection protection Two-factor authentication (2FA) Secure coding practices and regular patching Role-Based Access Control (RBAC) for admin users 8. DevOps & Deployment Composer-based deployment Git version control and CI/CD integration Docker, Kubernetes, or Magento Cloud CLI for cloud-based environments Configuration via env.php and config.php for environment separation 9. Testing & QA Unit testing (PHPUnit), Integration Testing, Functional Testing Magento Functional Testing Framework (MFTF) Static code analysis tools (e.g., PHPStan, PHPCS) 10. Magento Commerce/Cloud (Optional for Enterprise) Enhanced scalability and infrastructure via Magento Commerce Cloud Cloud-native tools for Learning new business and technical skills Nilay Vyas 0cAFcWeA5Lh-oZstEE13FdqL2hdIz3QXk_Hqaj1Dygdg6EKglL3Y80xvpQaiDOfWGb8hENN3CCF3ucWq3JHUGcZizjKg-zjoJdEHUrv6qxDfheNntSzZm86ZKTj-8I7H7ItouBYnxzvGyblgKoA3aVAHva0pEKiY4nrNaMUFHzymbVE56EZXuhNrYgK-YcS68JLn0bHmijorusSEPoMLpF6bpNY6e9ApKlNhubTs1c7R6CfHP5xjmqnm3eFixyYxVhSElTwaGuLiaMTn0zGkDQUq2vdQiF9OvXormynAGdK5l4R8J1fqZvTMyULjUcDNM-U4GXyCN7RXwR0j3FAsjFli8qbfd-HdIqUg8F3gLQgt0Peu9SLs4qmDanQEhlHA5V6khH7M6MRY32OaorpFBSECQar77hpld-rvp5Zkx9LDBL7UhqBqKjRuow8cIQ2xxmYjE4n2iEvqzJvUBwX4uE0wNSXfLFxzOO-u_7HOI7U4Pg2fv6ENDpM4vlBdRoG_I08bIsskRJINBuZSg83dcL2BwzQNrhlNYFcihx1gXOmU711eie1Dvn-tly0j0qQqiKl6iUnG3gYtRXQDQIXERhohjvlZRnVmWBMwTUJMF5Vo5Ilx7F9YMrCfU3A68YMZmAiNN16dGP6rjjJpHzzGfZY4m9OaGEtWGhYsUgMku2rp860W8zYy_n4qsHnWePiOLl6CYSf2x50SUxn-WQxKR-YYBR41ElbkcOgmJVgasbhjj502BsXx4p8yxoUs3P9t0ni1a1ZkhkH1aC 192 122.176.155.44 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/join-community/ July 24, 2025 4:05 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Nilay Vyas nilaymagento@gmail.com 2145507769 Land my next gig in an exciting company Plan ahead for when I roll off my current assignment Further develop a new skill Technical Skills • Programming Languages: PHP, JQuery, KnockoutJs • CMS Platforms: Magento 1.x & 2.x, Shopify • Frontend & Backend Development: PWA, Theme Development, HYVA Theme, Extension Development • Search Engines: Elasticsearch, OpenSearch, SOLR • Databases: MySQL, MongoDB • Logging: Kibana, Datadog • PIM: Pimcore Akeneno • Inventory Integration: WMS (Warehouse Management System) • Version Control Tools: Git, Bitbucket, GitHub, GitLab, SVN • Web Technologies: HTML, HTML5, CSS, CSS3, Tailwind CSS, LESS, Bootstrap, JavaScript, JQuery, Alpine JS, Knockout JS, AJAX, JSON • DevOps Tools: Jenkins, Docker, Kibana • Integrating Magento 2: 3rd party APIs and Web Services, REST, SOAP, GraphQL • Caching Tools: Redis, Varnish • Operating Systems: Linux, Ubuntu, Windows, MacOS Product Management Add, edit, and organize products Manage product attributes, categories, and inventory Support for configurable, bundled, virtual, and downloadable products Catalog Management Layered navigation and filtering SEO-friendly URLs, meta tags, and sitemaps Price rules and discounts Customer Management Customer segmentation and groups Custom attributes and detailed customer profiles Address book, order history, and communication tracking Order & Checkout Management Multi-step and one-page checkout options Cart management, order tracking, reordering Shipping methods and payment gateway integrations Marketing & Promotions Coupon and discount code management Email marketing integration Cross-sell, upsell, and related product setup Reporting & Analytics Sales, customer, and product reports Abandoned cart tracking Integration with Google Analytics Content & CMS Manage static pages, banners, and blocks Visual editor for page building (Magento Page Builder in Commerce Edition) Multi-Store & Localization Manage multiple stores from a single backend Multi-language and multi-currency support Security & Access Control Role-based access control Admin activity logs Data encryption and PCI compliance Integration Capabilities REST/SOAP APIs for third-party integration ERP, CRM, and PIM system integrations Extension marketplace support Architecture & Framework Built on PHP with MVC (Model-View-Controller) architecture Uses Zend Framework, Symfony components, and Composer for dependency management Highly modular: supports custom modules and plugins without altering core code 2. Custom Module Development Creating reusable custom modules for business-specific features Event-observer pattern and plugin system for extending core functionality Dependency Injection (DI) and Service Contracts 3. Database & ORM Uses MySQL (or MariaDB) EAV (Entity-Attribute-Value) model for product and customer data Doctrine-style ORM patterns with direct SQL query support 4. API & Integration REST and SOAP APIs for third-party system integration Token-based authentication (OAuth, JWT) GraphQL support (Magento 2.3+) for headless architecture 5. Frontend Development Luma & Blank themes (Magento 2 default) Custom theme development using XML layout, .phtml files, and LESS/SASS Magento UI components (Knockout.js-based for dynamic rendering) Hyvä and PWA Studio (for performance and headless solutions) 6. Performance Optimization Full-page caching with Varnish Static content deployment and code minification Redis/Memcached for session and cache storage CDN support and optimized image loading 7. Security CSRF, XSS, SQL injection protection Two-factor authentication (2FA) Secure coding practices and regular patching Role-Based Access Control (RBAC) for admin users 8. DevOps & Deployment Composer-based deployment Git version control and CI/CD integration Docker, Kubernetes, or Magento Cloud CLI for cloud-based environments Configuration via env.php and config.php for environment separation 9. Testing & QA Unit testing (PHPUnit), Integration Testing, Functional Testing Magento Functional Testing Framework (MFTF) Static code analysis tools (e.g., PHPStan, PHPCS) 10. Magento Commerce/Cloud (Optional for Enterprise) Enhanced scalability and infrastructure via Magento Commerce Cloud Cloud-native tools for Learning new business and technical skills Nilay Vyas 03AFcWeA4Wo96dMigJXakTt2W5B6uD7zR5m19_Zl3Q7AFcmsmWwA7t8dMLhe14ReAkzuwFLekG-yD8EPDYqc5xEMi0Ganvuw6Kd4P6QgCFn9b53u2QbjWlj85IXkwF1f8MLrgsjZ8qHEWsfJMkdGHxHggCLB3WVnK4uZMumOUL3_mvBl-P3RgqP_dCXbwqOe_ZWj1r1NyNBN1zbY-pDywEL-FEC3v31sIQP00B-zuQDl9MGyRweia_l2eh9iW8LYYwrsRIU8t776_KNOoXonLYMN3H8p-lzXLP2la0Jk9eZvrRRjDaeRDsDt1gPosMt7PUPmvmtcqtPvnd9vVpJjLR0kB2MoUsPtXhbtH-YJwhxTC3UKu0dTHFeR7FxSypfdz64kz5_yU6f3X6E9QFE-Q_IU1c_H3zbFUycGgUfgX6i_5oAA6_qXVFA7HzMi-JGpz-I9scLDR19NqtzwKVV5Yc1AncNJ4XvfVv45Urck_7rjarTfWJlKLmp-cVnw_LdsnG0BZ0aIXK79I84Xjeu6E8PKjq5L2HXSXAO8bhiS9vu_Uf-tzKldXWWzAif9_6VhBiFxY0OK3Fa0SbxKAchyIu1D_QptDKYWpAmu5sY9o8QnWQ7Ob-iqrmvCPNq1FW4XSfTJ8Vs8KzwtLPYoB5PUl2v8GxFOeqqqfxR93F-FnVXK49OY_AasF6WpsSZXn2pBNhS0n7RSc3DOy5h2GHYn2TdnTC5ATkA3nxwFDqFuGN7Ab1T8TwNhpGlSMYJkr57m-G4qm70MSXW1SUJd7_pEUjucHyBqXkde9LsOskgDtgeXm35ANXHNqDorKAQjWxRSPpE-ntJftxuikG9jE15BigqOzZ09NJclf-_ebTJPK3e9DvqSdm2pttTPMuB4Nq6ISVeQ2Tl0uARi9NiT0u59YZyly-pNS01vwAwSPaoP0Qpg0dTL98ulU5Ncbg2FhcNXz8V8k9u6rnwhMB 193 122.176.155.44 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/join-community/ July 24, 2025 4:05 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In today’s evolving workforce, contract workers are becoming increasingly important for organizations to remain competitive. While traditional employees often benefit from robust HR support and clear development paths, contract workers are frequently left on the periphery of company culture. Notably, however, the quality of their experience can impact productivity, engagement, and outcomes. As businesses compete for top talent, investing in the experience of contract workers is no longer optional. In this article, we break down the importance of the employee experience for contract workers.

Employee experience for contract workers

Contract workers often contribute niche skillsets to high-stakes projects alongside full-time staff. Despite this, many receive little onboarding and limited access to company resources and culture. This divide can hinder collaboration and engagement. Essentially, when contract workers feel like outsiders, the risk of turnover rises and the quality of their output may suffer. Conversely, when companies prioritize an inclusive and thoughtful experience, contractors become more invested in the company’s success. This may look like welcoming contractors into team meetings and recognizing their work in the same way as for full-time employees. Greater buy-in from contractors often leads to higher-quality results. In addition, employee experience for contractors has an influence on brand reputation. Contractors share their experiences just like full-time employees on employer review sites and within their professional networks. A reputation for treating all workers well, regardless of employment type, helps a company stand out in a crowded talent market. It signals that the organization values people and not just payroll status. This is particularly important in industries that rely heavily on specialized freelance or contract labor like tech and healthcare. A positive employer reputation can be the deciding factor for attracting high-performing contractors. Moreover, improving the contractor experience contributes to operational efficiency. Poor onboarding or unclear workflows can lead to wasted time and misaligned expectations. Providing contract workers with tools and training from day one helps to streamline ramp-up time and alignment. Just as onboarding processes for full-time staff improve retention and performance, similar support for contract workers enhances productivity and reduces rework. Treating contractors as integral team members supports better project outcomes. There’s also a compliance and legal dimension to consider. While businesses must distinguish between employees and independent contractors for tax and legal purposes, this doesn’t mean a subpar experience is required. A thoughtful contract worker experience can be designed to respect legal boundaries while still offering a supportive and engaging environment. For example, companies can offer professional development opportunities without crossing into territory that would reclassify a contractor as an employee. In effect, being intentional about this boundary can actually reduce legal risks by clarifying roles and relationships upfront. Ultimately, the employee experience is about creating a work environment that enables people to do their best work. With the rise of project-based work and remote collaboration, the lines between employment types are blurrier than ever. Companies that embrace this shift and provide a positive, consistent experience to all employees will be better positioned to build trust and attract talent.

Final Thoughts

As the contract workforce continues to expand, organizations must rethink how they define and deliver employee experience. Prioritizing contract workers’ inclusion and experience is now a business imperative. Whether temporary or long-term, all contributors shape company performance and culture. By investing in the experience of contract workers, companies can bolster project work and brand reputation. Reach out to Bull City Talent Group today for all your contract staffing needs.

Siddharth Tripathi Siddharth@infosatits.com (972) 734-5244 Finding a New Position Good morning, I hope this message finds you well. We currently have a strong bench of consultants with diverse skill sets who are actively working on-site across the U.S. Our consultants are open to relocation nationwide and are available on C2C, CTH, or W2 referral at highly competitive rates. Our core expertise includes: • Development: C++, Java, .NET, Python • Systems Engineering: Linux, VMware, DevOps, Citrix • ERP & SAP • Business Analysis & Quality Assurance • Business Intelligence: SQL, Oracle, ETL In addition, we also have offshore candidates available from India who are ready to support remote or hybrid engagements. Please let us know if there are any current or upcoming opportunities where we can assist. We look forward to the possibility of working together. Thanks & regards, Siddharth Tripathi Business Development Manager Phone: +1-972-734-5244 Email: Siddharth@infosatits.com LinkedIn: linkedin.com/in/siddharth-t-b19a1b1a2 Web: https://infosatits.com/ 03AFcWeA7uq2fRwjwgo5gvXhO1wMrD6xtnqz3SNZwHE1GwB3s2FE-Io77Gal2rr5sLbl-0hP-ordOrhieQ48SmDqugXU2EOrhrMHCsjfc_h_j0wEzwm1AQi5opoR-mREuvwb_DreMDCsFbqyW7qUknbyXweIn3dhBRs8drL8JznDUULOPS-8tc1HbyYmX2on_Dsn7Gn8rTjmVkdF3W2J3cloI7M-IveZbuo76VV44Pq1q49bzD3TujMfhrGFLEe8uvsa44-ZFFkFBXt7w9fCpqLaQdj7X5Dem8owQILPooGMlgmMSfGfqO22hx7ggtIrHgkdvqGJTiIvCG2BLHOExYGlxLTe0cwl0kBt5FPH4UH-ZRtTR4WHvP9NQRnR63lwUk2jvAFW15SMVK2ICpZqwbXOZGL-zZeUR8KVdUKCuaiyRGHMdGB33WuEx2nL8p7iCM7ftjx3YnQ7TjiYJo1Da9p99j4qbNpLDq_ZqwBVapdqZXUGShcEeDJzLUq28l6oMeW5PAl4Ykm3WbE7jdWLwwa03-bZLHmAjC69Lxp3NkgQlBHkvTiVPmSQgGnidG3Z2dR-ETPhkM_SBZK5-OypSBKCWe1kQUZV_ngumqPW94pGLKnuc9tqyImjrMZMGL7fWwAbOnHTThEb7ws9ps5IThHHi_u30xOA2aBxNXEbJLlUE_jHI75Z7ewWGGgZsFu-f7q_GT6MgG4ElWHHXY68XBvYkWuYfH3S7WVqP2V_7jgmwD0J4zCNhdNdk3VVB1q3BGoKD7I4YaopT9IdiS-z6EbtVHLYl5FbmXtPpPWDJmpNsDsJxGy2Vwt1XMAKz4RDEtq0qAfU7gBaI6dVs5L9gDNCVxjYxA6Fbz5OreVd_1B7f4JTclku0Gw_vEabtr1nuL4Y9r1TzCEvEtDHTUlLYM8_KM693tvnQOMpkjLWfTc1f4nBJhdbfeWwFAeBCPJffC80v0jF8k9dtqX2SzWToEM0TSGE9NUheKJdXWRMtfHbgh5SQ2pyUWRy8ZfW_6Yrv9jXdhC55KLC705bKmwklITg5wbZ3zXZEoz0LtapMU2PpDoihZJc7esSA 419 106.219.167.198 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 29, 2025 1:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Siddharth Tripathi Siddharth@infosatits.com (972) 734-5244 Finding a New Position Good morning, I hope this message finds you well. We currently have a strong bench of consultants with diverse skill sets who are actively working on-site across the U.S. Our consultants are open to relocation nationwide and are available on C2C, CTH, or W2 referral at highly competitive rates. Our core expertise includes: • Development: C++, Java, .NET, Python • Systems Engineering: Linux, VMware, DevOps, Citrix • ERP & SAP • Business Analysis & Quality Assurance • Business Intelligence: SQL, Oracle, ETL In addition, we also have offshore candidates available from India who are ready to support remote or hybrid engagements. Please let us know if there are any current or upcoming opportunities where we can assist. We look forward to the possibility of working together. Thanks & regards, Siddharth Tripathi Business Development Manager Phone: +1-972-734-5244 Email: Siddharth@infosatits.com LinkedIn: linkedin.com/in/siddharth-t-b19a1b1a2 Web: https://infosatits.com/ 03AFcWeA5peF1WV8F7RVBcDT4i6Bj5DDSADIFo46aEX8lw5RFw5fuckgMbSId1W-mdnj50RYvD1p8SdlhyBhcWjCcQENYV91B5YaAKJSedg5qJqKirxyTq2zYqQH9lWD4Iu-rxXymlTp9l1naTEb1belCfU0EvDGX4j6IaCtgo4lCsdwHDt82-DqgUD5oNgLrDAjgU6uCxhaS9oWDQrKQD6-e0UPhNrvE2SV5MOcF712nUMsukuD-6Ibwt0bPjHy4ZJ89DX6Z5MIaCI5BWDtrp1ELQuv64Cz2J3V5yzv62sMBvZc382TZKviEDmvnLj7W2brC3BAajfg5IbLQCx9mccZhAQgTM56ofA48NsV3M6mHdoS0PnOgH5aDDIJpYSwfEMk0IW78UUnGlWHUXS92BnIoROz306_WOOpMfuPQgg8g0RIEtuFioBZ0wzZvoyhasgk2gQtvnXauhLZ1eXFmQhuuhBAgL7ucRDJJQETth5R7I_5evvcpnd8IATGp031I0IA_yuuJGzViqNaLfkO2j5THY_nIabUOtjLHsoDrG8dODm3mPRpXm65FFeWWJztParAEmL6wwW14jqDegFjoiifq05OCl0quXxbWN-EcWFm0j6T74s-GhBqkOIvnVcnAclPb1Mah-9Uz_91mgqnoKLOpGvZ5B5P7gB_bPuzWP42-2guSHAS_1Q85vuUisTGl7ZHWVmusSCbAonn8MEJMCBTlZSegTowNFQKtHXz22doXBlY7cwNIzyaD4Sv2PIev8EncQ5agDxWdu95u4XFlaDkjASMfmcrznCP7GZ3G6ZODzp-18FwJpbyeqgK2tbqiFCUO61DjyZ_ESkcsOyEFcafrzHl7Aynxvn3G7sgPVKJAwSo6cZCRzdW5WwpK7AaYmdTCsktYBJFSQ9moiFodaLWK9Sxd3MWUrcd7gWSccWm6RHKe7zZRbI5_oxX0K2BuyxlftKrqIg9fGusFjxRlG3pXzMtz-mxjyZTEXArGqYGodo54Se4jVvqyJg9pbb0CLPxVy8JVz95tQoA9U5ZkRpaWfMv1a09KfztpkJGEJJneS6PpWjf1ghHA 420 106.219.167.198 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 29, 2025 1:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Siddharth Tripathi Siddharth@infosatits.com (972) 734-5244 Finding a New Position Good morning, I hope this message finds you well. We currently have a strong bench of consultants with diverse skill sets who are actively working on-site across the U.S. Our consultants are open to relocation nationwide and are available on C2C, CTH, or W2 referral at highly competitive rates. Our core expertise includes: • Development: C++, Java, .NET, Python • Systems Engineering: Linux, VMware, DevOps, Citrix • ERP & SAP • Business Analysis & Quality Assurance • Business Intelligence: SQL, Oracle, ETL In addition, we also have offshore candidates available from India who are ready to support remote or hybrid engagements. Please let us know if there are any current or upcoming opportunities where we can assist. We look forward to the possibility of working together. Thanks & regards, Siddharth Tripathi Business Development Manager Phone: +1-972-734-5244 Email: Siddharth@infosatits.com LinkedIn: linkedin.com/in/siddharth-t-b19a1b1a2 Web: https://infosatits.com/ 0cAFcWeA5_nCTO-8wVRLVLs-NOlW6XtJkwuvTp_L0guXInd7yeeyLJA2wvrcuXFzSJvpoWIN0adoq42z6jUx08u4_2OpxuKTPMYaO5LIhBCT9wLIQLZdIh0JaaAXoIcMU0OejWY5lkJHHk7SrP3q-O8r7dLMZbSrQym0F1aD6Kv3ufEgCWlp129OkERNfx1hSoj3JUVL5w4pmDGOQT0_KaMVmflXeqKpaALjeCMV_fbbq7zJVjfAZv4XGgYBqN2kL-6f5diFIq3E4WWcJrguDyMJL0al8-8gR_wEtlLCccbC33dxttd75upnPYPUaFlKVL5WvrkukSGHnCs47Aan-MfVBxeIM1yeChtGwN3T39_8Z8C2Qw3jxVTt8MyqPrpkxRNfmZm-Toy9M5V9CdFHMN9N7a-T09aBLuZuQ6oVJVzR1YC7KMq1YK6LWCn2gVtqUOcWlXVLAoyfpe4oIBLxx_Xeet6IBJVh427W3Mdz4pMfEkvIFPAUCOEcy51ZUrm3_ErgR6LHP558fE7pIWpDjDmglcn9B3jf9mFBZCu8hBYmAsYvK_rV1RL5ht052ZrER-KhG8D_l57k56mI44gdCliky-DG2fBhk1sUOZBrbcjLzZ7z2j9VAvwJ8ardisRq350o1cslOhmhXtOQX-AQGUvk18OdStIRttVfi10GpyYUsVXQ2foSwKsc12LNJ10y3b3E6k5Sx-Ntcj-22far2RCBz-DV4A1JmXmVinsijApdpR-awZyOI35ES84PAX1IvIRitVExaHjrGlo2Z9ex85uwuTfnxrJcBVPvTDFTzBX8zA0NM-uo4QRgoMHELXkC2tWOOJBwelv78TCLHkoWZ0jawYH8jzikodrtwbr0_HbWD6kkds48MiGGI 421 106.219.167.198 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 29, 2025 1:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Implementing SAP Business Technology Platform (BTP) can unlock enormous potential, from integrating and extending SAP and non-SAP systems and enabling real-time analytics to embedding AI and ML and building cloud-native applications. But navigating a BTP implementation is complex, requiring a blend of technical and strategic roles across the lifecycle. For IT and business leaders looking to make the most of their investment, assembling the right team is just as important as choosing the right architecture or use cases. Here’s a detailed SAP BTP implementation roadmap that breaks down key phases and outlines who to hire at each stage of the implementation to ensure success:

SAP BTP IMPLEMENTATION ROADMAP & TALENT

Stage 1: Strategy & Planning

Before any technical work begins, organizations need to define a strategic foundation for BTP. This includes identifying business goals, evaluating current capabilities, prioritizing use cases, and designing the overall architecture. Key roles include:

An Enterprise Architect who ensures your BTP strategy aligns with enterprise-wide digital transformation objectives. Look for someone experienced in hybrid SAP landscapes and cloud architectures.

A BTP Solution Architect who helps define which BTP products (e.g., SAP Integration Suite, SAP Build, SAP Business Data Cloud, SAP Business AI) are needed to support your goals. They’ll lay out the high-level design and integration points.

A Business Analyst who bridges business needs with technical planning, identifying high-value use cases and documenting functional requirements.

A Project Manager who, while not deeply technical, will align stakeholders, maintain expectations, establish governance, and help create a realistic roadmap for execution.

Stage 2: Use Case Prioritization & Pilot Design

This phase is about validating feasibility before going wide. It typically involves selecting one or two pilot use cases (often in areas like analytics or automation) and testing them within the BTP environment. Key roles include:

A BTP Developer who prototypes applications or extensions using SAP BTP services like SAP Build Apps or SAP Business Application Studio.

An Integration Developer who handles interfaces and data flow across platforms, especially if the pilot involves connecting disparate systems (SAP and non-SAP).

A Data Modeler / Data Engineer who models and structures data for analytics and app development (for use cases involving SAP HANA Cloud or SAP Datasphere).

A UX Designer who can ensure usability and consistency, especially if you're building user-facing apps.

Stage 3: Setup & Governance

As the pilot use case is validated, it’s then time to formalize the BTP landscape. This includes setting up global accounts, subaccounts, environments, entitlements, roles, and security protocols. Key roles include:

A BTP Administrator / Cloud Platform Engineer who configures the BTP cockpit, manages global accounts, and sets up entitlements and subscriptions across services.

A Security Specialist who implements identity and access management (IAM), ensuring roles and permissions are appropriately mapped using Identity Authentication and Authorization services.

A DevOps Engineer who sets up automation pipelines using SAP’s DevOps capabilities or integrates with external tools like GitHub Actions, Jenkins, etc.

Stage 4: Development & Extension

With your pilot lessons in hand and your environment secure, the focus now shifts to building and scaling BTP use cases. This includes custom app development, SAP S/4HANA extensions, workflow automation, and embedding AI/ML. Key roles include:

Application Developers who, depending on the tools you use, will be skilled in relevant frameworks for app creation and API consumption.

A Workflow & Automation Specialist who handles orchestration and rules logic for business process automation and workflows using SAP Build Process Automation.

An AI/ML Engineer who helps train, deploy, and manage models using SAP's AI capabilities or integrate with external AI engines.

An Extension Suite Developer who is experienced in SAP Extension Suite and helps build side-by-side extensions that don’t disrupt the SAP core.

Stage 5: Testing & Change Management

As with any system implementation, rigorous testing and change management are essential before go-live to ensure your BTP applications and integrations work smoothly in production. Key roles include:

A QA Engineer who is responsible for testing everything from APIs to UI and ensures performance, security, and usability across BTP applications.

A Change Management Specialist who prepares users for new tools and processes, develops training programs, manages user communication plans, and maintains feedback mechanisms.

A Training Specialist who builds documentation and onboarding materials and may deliver in-person or virtual training sessions, which is particularly important for user-facing apps.

Stage 6: Monitoring & Support

After launch, your focus shifts to maintaining quality and optimizing performance. SAP BTP’s built-in observability tools and dashboards play a key role here. Key roles to hire include:

A Platform Support Engineer who acts as first-line support for application and platform-related issues, managing incidents and service requests.

An Analytics Specialist who tracks KPIs, user engagement, adoption, and system performance to help the business assess ROI and inform future enhancements.

Final Thoughts

SAP BTP is a foundation for agile innovation across your SAP and non-SAP landscape. But its modular nature and need for cross-functional collaboration mean it’s essential to hire the right talent at each stage. From strategic architects and integration pros to developers and change leaders, your BTP implementation team should evolve as your roadmap matures. By aligning skill sets with each implementation phase, you'll build the muscle to deploy BTP successfully. Contact our team of SAP Staffing experts to get started on your SAP BTP implementation roadmap.

The warehouse has evolved far beyond a storage facility; it's now a critical node in delivering exceptional customer experiences. To support this evolution, organizations are investing heavily in Warehouse Management Systems (WMS) that offer real-time inventory visibility and integration with broader enterprise systems. Choosing the right WMS can be daunting given the array of options available, each with varying levels of functionality, industry focus, add-ons, and deployment models. In this piece, we compare three major warehouse management systems—Blue Yonder, o9 Solutions, and SAP Extended Warehouse Management (EWM)—and briefly touch on a few others, to help you determine which solution aligns best with your organization’s needs.

COMPARING WAREHOUSE MANAGEMENT SYSTEMS

Blue Yonder

Formerly known as JDA, Blue Yonder is a widely adopted WMS platform recognized for its robust optimization capabilities and ability to scale across large, complex operations. What sets Blue Yonder apart is its advanced use of AI and ML that power its predictive analytics engine. This allows companies to anticipate demand patterns, optimize replenishment, enhance forecasting capabilities, and manage labor resources more effectively. Blue Yonder also provides a comprehensive suite of workforce planning tools that are particularly useful in high-volume distribution environments where labor efficiency directly impacts performance. The platform also has a strong reputation for reliability and is used by many of the world’s largest retailers and consumer products manufacturers. However, implementation can be complex and may require specialized expertise, especially for enterprises pursuing an on-premise deployment. While the company has made significant strides in SaaS offerings, some of the more mature functionalities are still strongest in traditional installations. Overall, Blue Yonder is best suited for large-scale operations with high SKU complexity or seasonal fluctuations, such as in retail and grocery.

o9 Solutions

While o9 Solutions is not a traditional WMS, it has become increasingly relevant for supply chain leaders thanks to its unique approach to integrated business planning and real-time execution visibility. It positions itself as a “Digital Brain” for enterprises, offering a platform that connects all aspects of the supply chain in a unified environment. o9 leverages AI and scenario modeling to enable companies to proactively respond to supply chain constraints, such as limited warehouse capacity or shifting customer demand, before they cause disruptions. Unlike most WMS platforms, o9 does not provide granular warehouse execution capabilities like picking or packing. Instead, it complements traditional WMS platforms by overlaying planning and simulation tools that give decision-makers real-time insights into how strategic changes impact operations across the network. The unified data model and simulation capabilities make o9 an excellent fit for organizations looking to integrate supply chain planning and execution, especially across global, multi-tiered networks. Enterprises in high-tech and life sciences industries, for instance, are particularly drawn to o9 for its ability to bridge long-range forecasting with near-term fulfillment decisions. While it won’t replace a dedicated WMS, o9 brings a powerful layer of intelligence to the broader supply chain tech stack.

SAP Extended Warehouse Management (EWM)

SAP Extended Warehouse Management (EWM) is SAP’s flagship warehouse solution and offers some of the most comprehensive functionality available in the market today. Built to support complex warehousing and logistics processes, EWM is deeply integrated into the SAP ERP ecosystem, including S/4HANA. This native integration is one of its greatest strengths, as it allows for seamless coordination between warehouse operations, production, transportation, and finance. EWM supports a wide range of deployment scenarios, including embedded deployment within S/4HANA or as a decentralized system, giving companies flexibility based on their landscape and complexity. The platform also provides extensive support for automation and material handling systems through its Material Flow System (MFS) module, making it ideal for businesses looking to digitize and scale their warehouse operations with robotics, AGVs, conveyor systems, and so on. However, the system can be resource-intensive and may not be the right fit for smaller operations or companies without existing SAP infrastructure. It also requires specialized SAP expertise for implementation and support, which can drive up cost and complexity. Despite these considerations, EWM remains the preferred solution for SAP-centric enterprises that need end-to-end visibility and control over warehousing processes in complex or regulated environments.

OTHER NOTABLE WMS PLATFORMS

While Blue Yonder, o9, and SAP EWM are often top contenders in large enterprise evaluations, several other platforms are worth considering depending on your needs, size, industry, and technology landscape. Manhattan Active Warehouse Management is known for deep capabilities in labor, distribution, transportation, and yard management. It’s widely used in retail, wholesale, consumer products, and 3PL environments and offers a proven cloud architecture that scales with global operations. Infor WMS is a modern, cloud-based system with strong industry-specific functionality in food & beverage, fashion, healthcare, and chemicals. It integrates well with Infor’s broader ERP suite and is known for its intuitive user experience. Oracle Warehouse Management Cloud is a lighter, more flexible cloud-based solution suited for companies already invested in Oracle’s ecosystem. While not as deep in functionality as EWM or Blue Yonder, it’s a strong choice for mid-size to large organizations with moderate complexity.

FINAL THOUGHTS

Choosing the right WMS is a strategic decision that impacts more than just your warehouse operations. It impacts your customer experience, labor efficiency, productivity, and ability to scale. When considering the above warehouse management systems, Blue Yonder, o9 Solutions, and SAP EWM, all offer compelling capabilities, but they serve different needs:

Consider Blue Yonder if you’re operating in a high-volume distribution environment and looking for predictive capabilities.

Consider o9 if you're looking to enhance planning-to-execution orchestration, especially alongside another WMS.

Consider SAP EWM if you’re an existing SAP user looking for deep ERP integration and automation support in complex environments.

Before making your decision, remember to assess your operational maturity, priorities, existing tech stack, and future growth plans and needs. After all, a well-matched WMS does more than just manage inventory! Ready to get started? Click here to learn how we can help.

Building a PMO tailored specifically for IT is essential for organizational success in today's rapidly evolving landscape, establishing a structured framework that standardizes processes and enhances governance across all technology initiatives. A well-designed IT PMO doesn’t just manage projects – it can drive strategic value, foster collaboration across departments, improve time and efficiency management, and ultimately allow for predictable, high-quality outcomes that support growth in an organization. By establishing a foundation for long-term success through a PMO, processes can be standardized, visibility can be improved, projects can be aligned with business needs, and risks can be reduced.

What is a PMO?

A Project Management Office (PMO) is a unit that provides and maintains project management standards across an organization. In IT specifically, it provides structure on how projects are planned, executed, monitored, and closed.   There are several types of PMOs, each with various levels of involvement. Some serve in an advisory role by providing tools and guidance, while others enforce project governance and ensure standards are met and followed. In other cases, a PMO can take direct control of projects from planning to completion.   By centralizing project oversight, the PMO can improve consistency and ensure lessons are learned from previous projects and are applied to future projects. 

Why is an IT PMO important?

Research has shown that organizations using PMOs have a higher success rate in completing project objectives. In fact, according to a study, organizations that have engaged in project management practices have a 92% success rate. Furthermore, organizations using project management practices or offices are more likely to complete projects on time and on budget.   For IT departments in particular, the benefits are especially significant. With the necessity of coordination, platforms, budgets, and skills in more technical/technology-based projects, a PMO can support IT teams by providing management and structure, helping teams avoid issues with communication and deadlines.   Another incredibly important aspect of a PMO is how it can serve as a bridge between IT teams and business leaders, especially if there isn’t another resource acting as a communication bridge. This ensures project objectives align with broader business goals and enforces timely updates on project status, while maintaining continuity throughout the project.

5 Steps to Building Your IT PMO

The key steps to building an effective IT PMO can be broken down into 5 steps: 

Clarify the Purpose

First, initially stating the purpose, whether it be to reduce costs, enhance visibility, increase accountability, improve project delivery as a whole, or a mix of these reasons, is key to the success of a PMO.  

Secure Leadership Support

Executive support is also essential for the PMO, ensuring there is both authority and adequate access to resources. Developing and presenting a business case that explains how the PMO will deliver value can help ensure leadership support.  

Evaluate Capabilities and Choose Tools

Next, it’s critical to assess current project management capabilities and tools, as it can help in identifying strengths, weaknesses, and areas to target for improvement. After evaluation, your organization should then choose supporting systems, like management software, that fit the organization’s needs. Similarly, these systems and tools should support integration and collaboration with systems already in place.  

Develop Standards and Processes

It’s also critical to develop standardized procedures for how projects are managed. From reporting schedules to defining the approval process of new projects, creating a standardized approach to project management can help roll out any inefficiencies by providing clear steps and guidelines. 

Hire Skilled Talent

In order for the PMO to run most efficiently, skilled and experienced talent who understand project management principles, as well as the technical landscape of the organization, are crucial. The ability to communicate clearly with both the technical side as well as the business side should be present in all PMOs and key to ensuring favorable outcomes. 

Final Thoughts

Establishing an IT PMO within your company could prove to be extremely beneficial, delivering more than just project oversight. It can create a centralized framework that promotes consistency, communication between teams, and ensures each project is strategically aligned with broader business objectives. Maintaining or developing a structured approach to project management through a PMO drives long-term success and competitive advantage. Contact us today to learn more about building your IT PMO.   Contributions from Ishank Shekhar

Rishabh Pratap Singh rishabh.singh@jobvritta.com 2482665007 General Inquiry Subject : Strong candidate available for IT Systems Support Analyst (202902)in same domain Hi Recruiting Team, Hope you are doing well! I just came to know through Linkedin that you are hiring for IT Systems Support Analyst (202902) role. I do have some strong candidates available. Please let me know if you consider them on C2C. Looking forward to your response! 03AFcWeA4Wd4JkKzASEtYxElavZ_H8LouYCSJoGs0SLXRCSOlRRL_21-FbQL4ec96qyUnzo7Tn9AorNeG5-AWxzJ-H50vY6sWpMeA3F5yMBInJQFb212fS4pOGO54NAu9aVUqaA5lCALRSixDdSVuoVNmhVq3pPbAbzivAlXoyyLZ8oSOpY40dVIBVZB16uX8QtxKDNFF_p4_Sv2n95Y6Z39azdEQqTlnKMnvfTiqg-snPwwhJmSLGPXxG_b33NJ2iGKsVbrYly4Wsg0PEMyihCNJtv47a4oygE5mcOM1Q8XTnIi9I5s80ab_ACo6WPf7fBfYBHjF0RMQUCVE-bILgEEejGwuC2Lj3PYgtZNVE3NPpAu1DXO9JF1n91EwwyrzwFHs-zOm1OHYwYtNMO2Z7XIJIJtBmHiZAx2PCTpgQJB3rb-lsoctnnVODM6DP3w_9kAiFgS2Ou72VZ7Fye6heBd67cJlK2ya9qgGI4uNI2090lpmzX1VKykmgtwIkXgoWlx7LxRtmkbvU2aKT8ln02CZlj9p0XVHjfPXVW43QwgGelfVEGr7CSRgwfRmC5rdvA6xpucbomQ3D5R8761C9tBhxenvNtAj8aFJBkFPplW6M2qa1pB2q2a3cbw6dO5dAFr_nwzPS95llXCIU3MJYh03z4-XiCZqE6lmuLxAF7cdTYzX4I2LWlppCI3_tCjEOmGcQJPVGwpUwI-gtz5CpZixzOx5fANwHPuxr2_iBY2pai5OXMepcW7pxJ6QHQwc_HO7f5tPbmK5IKMOF_jJ9b7DmOICGdyR3CFxRuh5newgsqdGkNclWdmvjZUW-JBOtyxa_vML4acquyUuoV1KJbpGZbfckfGO6kf0CgzGawuvFWTMbGPXZw6YZ5BT2-cjbReMnWUaDXwf8xTnYIZBCJLvLi0yTG9W0-1dIZ9V9i-C6HA862n4xqtiWZw3vZMoWzFpkymF3rC6A39-gS_4QNWJ1MLFB_uKXeQ 422 14.195.186.218 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 6, 2025 1:46 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Hiring the right SAP consultant can make or break your project. Regardless of the project you’re recruiting for, the consultant you bring in should offer both technical acumen and a deep understanding of your business. Unfortunately, not all SAP consultants are created equal, and some may cause more harm than good. In this post, we break down the biggest red flags to watch for when hiring SAP talent, based on years of industry insight. Whether you’re a CIO, a project lead, or an HR manager building a team, this guide will help you spot warning signs early and avoid costly SAP consultants’ red flags.

SAP CONSULTANTS’ RED FLAGS

1. Generic Experience Claims Without Specifics

A major red flag is when consultants use vague language on their résumés or in interviews, with statements like: “led an SAP implementation,” but won’t explain the phases or outcomes, or “supported an ECC to S/4HANA migration,” but can’t explain what readiness steps were involved. What should you look for instead? Clear, concise examples! A good SAP consultant should be able to walk you through a project timeline, their role in it, challenges faced, and how they resolved them. They should also be able to speak to specific modules, like BTP or EWM, and describe business outcomes achieved.

2. Too Many Short-Term Engagements Without Explanation

SAP projects often last several months or even years. If a consultant’s résumé is packed with three- to six-month stints across multiple clients with no clear reason for the short durations, it may indicate performance issues or inability to integrate with teams. While short contracts aren’t always a bad sign—some roles are clearly scoped with short durations—pattern recognition matters. If every project ends quickly and abruptly, you should ask why. During interviews, ask about the reasons for transitions and whether engagements were completed as planned. A strong consultant will give clear, professional answers, while evasive or defensive responses should raise eyebrows.

3. Overpromising Capabilities

Watch for consultants who claim to have expertise across every SAP module or platform. No one is a master of everything, and if someone says they’re equally proficient in SAP BTP, IBP, Ariba, SuccessFactors, and Commerce Cloud, they’re likely overstating. Why does this matter? Overpromising can set the stage for mismatched expectations. So, ask questions like: Can you give me a recent example of how you configured SAP S/4HANA? When did you last work hands-on with SAP BTP? What challenges have you encountered with SAP Business AI? You’ll quickly find out whether their experience is genuine or inflated.

DOWNLOAD THE FULL EBOOK BELOW.

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Erwan Mahoudo e.mahoudo@gmail.com 2023868131 Finding a New Position To whom it may concern, I hope this message finds you well. My name is Erwan Mahoudo, and I’m a cybersecurity professional with over 4 years of experience in GRC, third-party risk management, and client advisory. I’m reaching out to explore potential opportunities where I can apply my background in cybersecurity frameworks (NIST, ISO, HIPAA, GDPR, CMMC) and help organizations strengthen their security posture. Most recently, I worked as a Cyber Analyst II at Arrow International, where I led secure development training and helped implement security controls across the SDLC. Before that, I managed cybersecurity programs for over 100 clients at SensCy, conducting risk assessments, pentests, third-party evaluations, and leading policy development. I’ve attached my resume for your consideration. I’d welcome the opportunity to connect and learn more about any roles you may be hiring for, or simply to stay in touch for future openings. Thank you for your time, and I look forward to hearing from you. Best regards, Erwan Mahoudo 📧 e.mahoudo@gmail.com 📞 202-386-8131 03AFcWeA6YiT5V_D1YWcYyKX64ZnIpwjJhYoAKQcDqK9JpEnxEIddUDOsuR9XPk6v-y4emoW8dpNvlu16PSZya6wvGCEt-x892LiXLLA1ezeITnzIkZnqkWLWe4kqGy-HDqrouuJ0u3JGP9VdrHJOZD3A4VoCZxfEe3_nwLIEjfmp5b2lwoggTiQMu26upJVPkYyIQpo6SKbpO1EkdIhZay2teAiAkd-Uonc269BZv-_UwbKgFB90jziPdMd-T9wgqB4qFxtpLdpKDVh6dd9IrGA4GtghL3pRBTxHM2eNdLd8sv4D_xfO9V_TrKtDRDklhOOomi60qxQ71EKK0ENYt60gAZn3htOwz4sNhCZLHcwYTCJcyN6uGTdqInHgEJkgcBZE949Q8aZeKvfUX1lrSoaqIxOv0oYx-vb9fVdfhLAKaYFAmAmP07lxvw0jihrITlMQI9wSc3RHV2w0ecw9cbN-K03NUAIOD1_WXZvXiS-f0pWOLUhiIqqqjrX1ATAU0SnVsGf2pbNAV8QkGYstlrCyp1r8SMRN5RGODqU9FAnAHLOA_dZEBYs9dJ3zgwfwz6WjuBOdtThcdNgqiEAOpdggywapTUpEdBNPzOgBK5aL_FqfBNFoBHlhE7fiCXQrZenNpjtbTWyPzLxQHjHKXss6UnSf86K1cDO5bqBa-4wSFxT3o-oy1IX61NTSEDtCPmxZTPAImsVCRiTExWOL2hvu2XFH2qjgY9djTZ45INZX74orIITO45taFn4wrAC6HrVDRTnzYdQeLlZ7P-MK5DZPaY9sdSj7jTvSeIv4qJDCjOQvO5gq1PYWRa_R5RApAy_6aMTYSr31sgPM3ScIJ_pkak5rE6VZAHR5ZvvwCStYatYk0XGsd5DqR8HY4saKhOeN8RnawR2Gy9whLG9Rmf0gN0169iWDTrvARdZi5vkybSKZsa3zvot-u2YB2vo6eBXwXytMcsRonWGUNbOx52EaNSnhKB_ztW2DVTK_QJ6QIEs8ETCy7VEcKNJUphrF55kmQZ5914dGAiYkO0zWxl6QocNjPAvU-Cmg9T5OgpvIbGvlGA9eOaviOU_Na0qKd2oDbziBWk4M0 423 162.239.95.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 9, 2025 12:43 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Erwan Mahoudo e.mahoudo@gmail.com 2023868131 Finding a New Position To whom it may concern, I hope this message finds you well. My name is Erwan Mahoudo, and I’m a cybersecurity professional with over 4 years of experience in GRC, third-party risk management, and client advisory. I’m reaching out to explore potential opportunities where I can apply my background in cybersecurity frameworks (NIST, ISO, HIPAA, GDPR, CMMC) and help organizations strengthen their security posture. Most recently, I worked as a Cyber Analyst II at Arrow International, where I led secure development training and helped implement security controls across the SDLC. Before that, I managed cybersecurity programs for over 100 clients at SensCy, conducting risk assessments, pentests, third-party evaluations, and leading policy development. I’ve attached my resume for your consideration. I’d welcome the opportunity to connect and learn more about any roles you may be hiring for, or simply to stay in touch for future openings. Thank you for your time, and I look forward to hearing from you. Best regards, Erwan Mahoudo 📧 e.mahoudo@gmail.com 📞 202-386-8131 03AFcWeA49-vT59GUPM37zFvQQinrUz-WKmmF6Oz4uLW4mH_PHl-n347Oms-UN8caX0vkfFewpp3cv27qnk4tXIO-eLVdmxwYFW4265_qDAP0V84mHUKUYwfyeTEmQvJNvFzthgfu_4yEwrM5HZzl489MiWu95ThBkHuy2jjA203WR9At1RGUNcsjJcR80aRTVzw6p2iLMIAhDuVtz7ChQ0zEoKMZDXKfLakdyiyy8jBugruHCQ8iHdaEDJQMAnJcS9Ly8KRR8jbX3FvaYV7-1jCLOqENWC3EdWyV7fO3BjhiApJZh5_IlkKSTrsUdiQDd9SxSzlImcohiwvPrLIdWJsmh71jM_1Nycri-GRt6QN8xca1n8TsCVVcLn8kzlPxDwwM5lnJl56yumdT3s1ieKZg0UhVxPlFpU5phvP3aOLjxgdRgSCo7GpHT3eoqkPr5BUs6mkXaK2PbT-j-NFWxuBYYz1BUsJfcxGuh1wLz19fBE85CY7Hsr1CuKw6i3VfpUYCTqmOgaRlq297WXXLZVyGM98HDDYPiPj443jAoyFHpMMxoKJuSPB4dzvkWUPPI3Elul1ewjoGzzUDz8ypCw4jIAj4lAKMx1mPPE78V0OjmlsNdZUKHl2z6lhf5yHrc4KTBD6PgJI7yFQfFmSIjQL7qMA3at6f2M17Bv93jPpKBLS4Ay8oSI-xmxCwjYvGl9_ENbL6W6JFLXUyWtgHRkDB07l0NdAa6MRR9RW5SSScJoGGH73s9qFX3E-DpNZHMMufdudHap7yuUMNErnb1MCtM0j1rFywvBlXtisYAps5J_UcWnqPaRNtSU33dE_9nog_aRjaF6lLGDTVsC1X_Fol2aI3Jp6L1z2Gkv5te2KcrdA66VRBGqOtO-WaWgt2Yzq0zxpA7OnhUIN3h4fXjBrUa7FoqtHMSudXgCR0pN5xOuYQh05ZiZdCaZaytGjD-3cSH9qpvlQ2F2d2dUWtbtiXjTkR8_lVs_SsTHXVzsy5JCoAdg0KBrr5cU_9ORvTF0GqJrjxU_C8B4-WjlUQnYD2razDuibjgy2OUGdA825LWs-XgfDei6yr37-4DjgCPYwotG3w9QUJA 424 162.239.95.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 9, 2025 12:43 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Erwan Mahoudo e.mahoudo@gmail.com +1 2023868131 Finding a New Position To whom it may concern, I hope this message finds you well. My name is Erwan Mahoudo, and I’m a cybersecurity professional with over 4 years of experience in GRC, third-party risk management, and client advisory. I’m reaching out to explore potential opportunities where I can apply my background in cybersecurity frameworks (NIST, ISO, HIPAA, GDPR, CMMC) and help organizations strengthen their security posture. Most recently, I worked as a Cyber Analyst II at Arrow International, where I led secure development training and helped implement security controls across the SDLC. Before that, I managed cybersecurity programs for over 100 clients at SensCy, conducting risk assessments, pentests, third-party evaluations, and leading policy development. I’ve attached my resume for your consideration. I’d welcome the opportunity to connect and learn more about any roles you may be hiring for, or simply to stay in touch for future openings. Thank you for your time, and I look forward to hearing from you. Best regards, Erwan Mahoudo e.mahoudo@gmail.com 202-386-8131 03AFcWeA7KQajFjKvA_MJlWwPs0iaCykAm2h7ogg9MKBEGVNC1LwCewa7ufSN9F6ShY5PlsFQgIHxWoDCu3PbesgkCeItuiLiec-STw77DnzdbgiphO1YAPvFvaoKumT-gGbJkMt-zslnNt152xMrQ7wsFvN63z9pIeeG8JxoB9iRxlKmBUJ5b0KS6BVGjgclnPyCWQWQ3Vt5tZMZbaMydNtde7Xn4hFMFRIYbW2i8fTs0Kt1zPrZkRJ58hPXcewHRHj7ujdx6gEuvUa6Yt5zwgpqf85atkayYFJnZwg5OEzblUr0DRMJ7i9JGF4WngpNZEvjAHDU6w3IipzystusS-MGw-elH-fnD0LDIX_waNz_T3xrJRksexeRFd3PMay_IKJVl26zr-RGqrLPHDMlMUP50cLXn0HTTcUPXFki1BveUy5997N6_MhB9H7HJ5dDJ5t5VJ6jM4OzCl2wEobSaG1KLfGerp0WQ6nSv-Oq2UcbCUIqbm1tSawVGlTENlDP67kNBixYpenWRJ9kE18s_aJ2Ma2Zf5jSyt6iDfHhaWCU0bfZGbZczsldW446tMV8llymeqYIGRUg585GqjTQpULqozM6_ire6-t4PQxSJxvKTD3Ka1wXs4EVjpT3y7Ek6AB3Xj8MBe8HT-CjMom9Ul_CHKvyI8xRCgGkCq1oxhSYplIi7UmgjYaign1SDcweXwY98hPLq4aBrHXCU-20-zRuVYuZnVewa5VbD9SFQHGZrpVq30VNwzfJqvW14pR2Rv18PinOeHExZsilpa8oSlr_jc82ncEUo3nYwK9NrTMeEWzsjC2hEKvErcTag_uXScRB2O1keEH6G1wV_1JjVSHn4WoKGk_DjvxjU_dX2OL6KSB-YIb7Y0M_RpDksRoX69ZRbrkg9mgaexAhIg3uJgf7WDhWoS58h3GE7QQJx_SLDix5kSUk2TqOvSWtYAqO9wvFgq2kN5licMvh4pzR9_bGT430ahsVee1ZSw3F61cU2jUSc6Y3HdsaRTLGlDY1bDTTP7x1jd9dPGlfvTeU9y5tJCVaKNt9kdhINl67XuvCtHWw4OJOyhB_My67lZ3-uTXCitCaScT9z 425 162.239.95.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/138.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 9, 2025 12:44 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP Extended Warehouse Management (EWM) continues to evolve in response to increasingly complex supply chains and rising customer expectations. As warehouse operations become a critical pillar of digital transformation, SAP is enhancing EWM to deliver smarter, faster, higher-quality, and more connected capabilities. Whether you’re already leveraging EWM or exploring it as part of a broader SAP S/4HANA strategy, understanding what’s new in the solution can help you drive more efficient and responsive warehouse operations. Below, we explore some of the latest SAP EWM innovations and updates.

SAP EWM INNOVATIONS & UPDATES

Embedded EWM in SAP S/4HANA

One of the biggest shifts in recent years is how SAP EWM is embedded within SAP S/4HANA. SAP offers multiple deployment models as well, allowing organizations to implement EWM in ways that match their business size, industry, complexity, and long-term goals. Businesses can run EWM in a decentralized architecture, or use the embedded version within S/4HANA, which now comes in both Basic and Advanced options. This flexibility allows companies to standardize their core ERP and logistics systems while scaling warehouse capabilities as needed. Recent releases have made the embedded version easier to activate with preconfigured processes and streamlined implementation tools. SAP has also invested in enhancing the user experience for embedded deployments, reducing the total cost of ownership and accelerating time-to-value.

Smarter Warehousing with AI and Automation

In line with SAP’s broader push into AI and automation, recent EWM updates bring intelligent features into warehouse execution processes. Machine learning models are now applied to labor and workload planning, for example, helping warehouse managers forecast resource demand more accurately. Exception handling is another area where AI is making a difference, as EWM can now detect anomalies such as delayed shipments or inventory discrepancies and automatically suggest actions based on historical data. Integration with SAP’s Task and Resource Management (TRM) solution further improves how work is allocated within large, complex facilities. These advancements support more predictive, agile, and autonomous warehouse environments.

A Modern User Experience with SAP Fiori

SAP has significantly expanded its Fiori app portfolio for EWM, making the solution easier and more intuitive to use. These mobile-first, task-oriented applications allow warehouse staff to perform inbound and outbound tasks on tablets or handheld devices with minimal training. New or enhanced Fiori apps support critical workflows such as delivery monitoring, picking, packing, and warehouse order management. SAP is also embedding intelligent recommendations into these apps, enabling users to make faster, better-informed decisions in real time. This modern user experience increases efficiency on the warehouse floor and empowers teams to act proactively.

Supporting Sustainability and Compliance

As logistics leaders face increased pressure to reduce emissions and meet regulatory requirements, SAP EWM is introducing features that support more sustainable and compliant warehouse operations. The solution now supports carbon-aware slotting strategies to minimize unnecessary movement and energy use, while packaging workflows are being optimized to reduce waste and serialization tools are improving traceability across the product lifecycle. Recent enhancements also make it easier to manage compliance with regulations for hazardous materials, controlled substances, global trade, and more. These capabilities work together to help companies balance operational efficiency with environmental responsibility and regulatory standards.

Advancements in Cloud Deployment

The transition to cloud-based ERP is reshaping how businesses deploy SAP EWM. With the expansion of S/4HANA Cloud, including both private and public editions, companies now have access to powerful warehouse management functionality without the overhead of traditional infrastructure. Built with an API-first approach, cloud-based EWM integrates easily with IoT devices, automation systems, and third-party logistics (3PL) providers. SAP has also improved the cloud deployment experience with guided configuration and regular release updates. This approach supports agile operations and makes it easier to adopt new technologies as they emerge.

WHAT TO EXPECT NEXT

SAP is continuing to invest in innovations across its supply chain solutions, and EWM is no exception, from more advanced AI models for inventory and resource optimization to expanded capabilities for real-time tracking and digital twins. Future enhancements may also include greater use of robotics-as-a-service models, energy usage analytics, predictive modeling tools, and more. As these innovations roll out, SAP will continue to help businesses further transform warehouse operations into a strategic advantage.

FINAL THOUGHTS

SAP EWM has matured from a functional logistics tool into a core enabler of intelligent supply chains. With these recent SAP EWM innovations in mind, this solution offers the flexibility and scalability that modern warehouses require. For companies still running SAP WM, now is the right time to evaluate how these enhancements can support their future growth. And for organizations planning an S/4HANA transformation, understanding EWM’s evolving role will be critical to delivering value across the supply chain. If you’re exploring how to get the most out of SAP EWM or planning your next upgrade, our team is here to help you along the way.

Rajesh krajesh@visceralsystemsinc.com 708-888-1707 Other Good Morning, I'm reaching out to introduce Visceral Systems Inc.—we position ourselves not just as a vendor, but as your dedicated marketing partner for: ✅ Intern (OPT) Sourcing We connect companies with highly skilled international students from top STEM programs across the U.S. Our focus is on pre-screened, work-authorized OPT candidates ready for real-world challenges in development, QA, data, and DevOps roles. ✅ Bench Sales Need fast turnarounds? Our bench is stacked with pre-vetted consultants across Java, .NET, Python, Cloud, QA, and more. Our internal sales/marketing team works actively with implementation partners and direct clients to quickly place candidates. ✅ Technical Recruiting We specialize in backend, cloud, data engineering, and enterprise architecture roles. Our recruitment team delivers candidates aligned to complex tech environments like those at Bank of America, healthcare systems, and fintech firms. Why Visceral Systems Inc.? 🔹 Domain expertise in BFSI, healthcare, SaaS 🔹 Agile talent pipeline and quick turnaround 🔹 100% compliant, transparent operations 🔹 We create opportunities, not wait for them Let’s connect to explore how we can help scale your team or support urgent project needs. Looking forward to hearing from you! 0cAFcWeA73AFuZJ4J5oC44tou0vBT0hUa7UjNM--Dslt3loia0uFU5AZ5rmFoTKq-hkSUHUpNV5mBvFLtyw-Q5_BK5hOUO1GH1Dv3WcKqQ-m49y_sCBrC3ySy1CcAEzxpQ6nH2_hKDS7Ih1b8fVMn1wLlCU---G4AYsLFoAtj95B0f7kDcqgB-tZvoMWbncmdmrRmdDfYWZTtNXh6vAN7w4k1Y2x0u4tBYkV3VClNV5d1l2BVmwUTsBqApVrVHnTAdhr89sEc_bYEcAGi7XmxHov-pOqhkZ-jjQKEuELRBzZkkotqZbBmpVTIoUEgDihu4b7KzDyDqPL0YApqLRQQoB8DxFW1SlSZOhAOo66ZcCiEUSTgdttPrpCZDSpfqlwTAOg8MkTwkq7bNCnaBEKpvMR9VFwY3LB412fasZC6PkoOn2V2RsZzkhM9CMUg13NI9hSDKUhF-zvOUXF2KYOso1fn8TTqqP2YDytYqOZ0j59oMjjvWqn6cUqPp8wmOGdc6vTva207tAGL9eHyZdBBZefxY0ot8_rHck0Qohw2BaCNCcyWA_EX4KVRfL4HWQbmrezCny4fuBDZfnLrvORxcuqDNGoqUK6H1oJoUhem-qbCO6LwSLTrdJIiqvT9amEth2FAGpjOlOYNmJOqyR8OxSJ3P7H_SSK1py0ILwxZ-4E95MQ38AnVX1kWzW4ONGOOgv8KsOzp-En6AveITiBJia8vHYpEYWC7H71yUkQudfVEvg3h70GQjHGaipV3Cq_JiR3yCqnp1F6CosQUXE7hntGop6DIZu24IlOZXTIc1L1DR1vkQoDusqbkGC0hiWvCpo5JX3usM4RIL2xELoy5RnVBTBAehu7y5vQ 426 73.45.194.208 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 13, 2025 2:15 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rajesh krajesh@visceralsystemsinc.com 7088881707 Other Good Morning, I'm reaching out to introduce Visceral Systems Inc.—we position ourselves not just as a vendor, but as your dedicated marketing partner for: ✅ Intern (OPT) Sourcing We connect companies with highly skilled international students from top STEM programs across the U.S. Our focus is on pre-screened, work-authorized OPT candidates ready for real-world challenges in development, QA, data, and DevOps roles. ✅ Bench Sales Need fast turnarounds? Our bench is stacked with pre-vetted consultants across Java, .NET, Python, Cloud, QA, and more. Our internal sales/marketing team works actively with implementation partners and direct clients to quickly place candidates. ✅ Technical Recruiting We specialize in backend, cloud, data engineering, and enterprise architecture roles. Our recruitment team delivers candidates aligned to complex tech environments like those at Bank of America, healthcare systems, and fintech firms. Why Visceral Systems Inc.? 🔹 Domain expertise in BFSI, healthcare, SaaS 🔹 Agile talent pipeline and quick turnaround 🔹 100% compliant, transparent operations 🔹 We create opportunities, not wait for them Let’s connect to explore how we can help scale your team or support urgent project needs. Looking forward to hearing from you! 0cAFcWeA5058iC3DaY3DQftSONxCiR3m20JFtN_NJa-999AQlKrmHutDAsawcu-T05Zp4z2GYCD54y0qzeffYkI1RWGcMMlH9AYsEUZpAdCK6yHK6WtoDH-7Go0FITNApjDcgsccqGl6TRBxVa8w0ug880ObDqR7E87BSxqJL77Vl-NKLVwDeG4f02NDmCDY7WJrmhstJBoJUlOAKHYK20PJhRti8EYRIZlnrw17WlB3CTcS6yOoopouau4wS21h0hWRvs8kS-4V7weJrMSQmrIkxYQe4sj6WlQJisHpIm6NrTyaS0gpfHdNTaSgqYrEotMiEUr8bKp1SsQzKGYFkoyENoNpB3IJ4E3uKDr3bqxhTFmpJ5Xrk8eqadg0XsSlMaBZmT0ZuTuykg5Tptvlq23yO7jeXIL5qNzzoMwV3l8SP_xr7bPiN-LmB8Fw66sM-Sj-QptIJ98oaBbY0VRCsj6hy-_ae4BGjVhm7xg5bKKBMiyOSC_U9StnixNpJEUkyc_j_Lv-L9c42lcBtVg9ai-cXuibeLUW3aHeKZRav_Q_6l6bLs3x-WxkuzYhlB47K5kve9bbQHNiDHec55TjbWxj6QvoHZusvUCuqBw9M1ExS3FN74jhblA3ygKz7C4wIzYmkDL4_oZgVaJFwklLpVQ0N76QetrXs-e6qNHBsDR0RFHjTiyFQffhbjJupbc_bQ5O1HiOOvbTRZ4tlvJsmb1VCnbon4FYz5MY3obfCw9cx0Q6FDFIDsc6UytOvFDAnpb2-7HIuotW7QPTjB8GLUTEypPqnifpc7M_ZEyJZgR8-otKQs5MvJFvn1x4N1uiptOqNt88hp0BapRHRJdBYfflhQl87_GqtX5Q 427 73.45.194.208 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 13, 2025 2:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Hiring the right IT talent has never been more critical or more difficult. As technology evolves at breakneck speed, companies are racing to find skilled professionals who can build, secure, maintain, and scale their digital infrastructure. But finding the right résumé isn’t the same as hiring the right person. That’s where skills assessment comes into play. Staffing firms and hiring managers alike are turning to skills assessments to identify top IT candidates and ensure project success. From coding tests to scenario-based simulations and behavioral assessments, these tools provide valuable data that goes beyond resumes, certifications, references, or interviews alone. In this post, we break down the current IT hiring landscape, why skills assessments matter, how they’re being used effectively in IT staffing, and what both clients and candidates should know about leveraging them to their advantage.

THE IT HIRING CHALLENGE

IT roles are notoriously difficult to fill - not just because of a shortage of skilled professionals, but because skills are constantly evolving. A developer proficient in a specific language or framework today might need to pivot in a year, or an SAP consultant who has 10 years of experience might lack exposure to the latest S/4HANA modules. And then there’s the challenge of assessing soft skills. Can the candidate collaborate with cross-functional teams? Can they communicate clearly with non-technical stakeholders? Will they thrive in a remote environment? Can they adapt quickly to a high-pressure project? These questions are just as important as whether a person can configure or troubleshoot. Traditional hiring methods don’t always uncover these nuances, which is why forward-thinking IT staffing firms are embedding structured skills assessments into their process to improve candidate quality and enhance placement outcomes.

TYPES OF SKILLS ASSESSMENTS IN IT

Skills assessments aren’t one-size-fits-all. The best firms use a mix of assessment types to get a complete picture of a candidate’s capabilities and fit. Here are the most common types used in IT staffing today:

Technical Skills Tests

Technical skills tests are hands-on evaluations designed to test job-specific knowledge and execution. Examples include:

Coding assessments in languages like Python, Java, JavaScript, or C#

SQL or database querying tasks

Systems architecture design problems

Networking or cybersecurity simulations

SAP configuration exercises (e.g., pricing procedures in SD or material ledger setup in FI/CO)

Real-World Scenario Simulations

Scenario-based tests ask candidates to walk through a problem or challenge they might encounter on the job. These simulations reveal how well someone understands complex systems and makes decisions under pressure. For example, a DevOps engineer might be asked to diagnose a CI/CD pipeline failure, or a Salesforce developer could be given a business requirement and asked to design a solution using flows and Apex triggers.

Behavioral Assessments

Soft skills are often the differentiator between a good hire and a great one. Behavioral assessments evaluate verbal and written communication, conflict resolution and teamwork, time management and prioritization, and emotional intelligence and adaptability. Tools like Vervoe or Traitify can help measure these attributes in an unbiased way.

Remote Work Readiness Tests

With remote and hybrid work environments now standard across many IT organizations, assessing a candidate’s comfort with digital collaboration and asynchronous workflows is critical. Some assessments include questions or tasks that gauge comfort with virtual communication platforms like Teams, Slack, or Zoom, as well as digital organization, task management proficiency, time zone flexibility, and self-direction.

Role-Specific Certification or Knowledge Checks

For roles that require expertise in a specific platform (e.g., SAP, AWS, ServiceNow), it’s often useful to validate certifications or quiz candidates on relevant concepts. These might be multiple choice or short-answer, open-book or closed-book, and designed to verify whether the candidate actually understands the material they claim to have mastered.

WHAT SKILLS ASSESSMENTS MEAN FOR EMPLOYERS AND CANDIDATES

Employers

For employers, skills assessments offer a faster and more objective way to identify top talent. Rather than relying solely on résumés or interviews, assessments verify whether a candidate can actually perform the work required. This reduces the risk of bad hires and ensures better project outcomes. Plus, by using standardized criteria, assessments create a fairer, more inclusive hiring process that surfaces candidates who might otherwise be overlooked. Assessments also help hiring managers make faster decisions with greater confidence. Instead of debating gut feelings, they can rely on tangible data, which is especially important when building large project teams or managing high-stakes implementations.

Candidates

For candidates, skills assessments are a chance to prove your capabilities beyond what’s on your résumé. They level the playing field for those from non-traditional backgrounds or with unconventional career paths, offering an opportunity to stand out based on actual performance. If you’re strong at what you do, a skills-based process can move you to the top of the list faster without needing to “sell” yourself as hard in interviews. It’s also a great way to find the right fit. A well-designed assessment helps both parties understand whether the role matches the candidate’s strengths, working style, values, and goals. And even if you don’t get the job, the process often provides feedback that can guide your development and open doors to future opportunities.

FINAL THOUGHTS

In IT staffing, success is about placing the right person in the right role at the right time, and skills assessments help make that possible by providing real, measurable insight into a candidate’s capabilities. When done well, skills assessments elevate the entire hiring experience for employers and candidates alike. Want to incorporate skills assessments into your IT staffing strategy? Let’s start the conversation.

As we move deeper into 2025, organizations across every industry are facing a complex set of technological, regulatory, and operational challenges, and the importance of IT governance has never been more critical. From managing cybersecurity risks and ensuring data privacy to aligning IT investments with business outcomes and navigating evolving compliance landscapes, IT governance serves as the foundation for making transparent, value-driven decisions. Below, we explore the importance of IT governance in 2025 and how organizations can build a strong governance framework that supports agility and accountability.

WHAT IS IT GOVERNANCE?

IT governance refers to the system by which an organization directs and controls its IT resources, policies, processes, and performance to ensure they support and extend the organization’s overall strategy and objectives. It ensures that the IT department delivers value to the business, mitigates and manages risk, operates efficiently and transparently, and complies with regulations and standards. Frameworks such as COBIT, ITIL, ISO/IEC 38500, and NIST have long served as the backbone for IT governance practices, offering structure and consistency. But in 2025, the application of these frameworks must evolve to meet the demands of increasingly complex, fast-paced digital ecosystems.

WHY IT GOVERNANCE IS MORE IMPORTANT THAN EVER

AI and Automation

With generative AI, machine learning, and intelligent automation becoming core parts of business operations, organizations must ensure that their use of these technologies is ethical and secure. IT governance is critical in setting policies for responsible AI use, managing AI model risk and transparency, auditing data sources and training data, and defining accountability and oversight structures. After all, a well-governed AI strategy helps organizations scale innovation without exposing themselves to unmanageable risks.

Cybersecurity Threats

Cybersecurity has moved from being an IT issue to a board-level concern. In 2025, threat actors are using AI to conduct more targeted and scalable attacks, and IT governance provides a structured approach to identifying critical assets and vulnerabilities, aligning cybersecurity initiatives with business impact, setting clear roles for incident response and recovery, and ensuring compliance with cybersecurity regulations. Without governance, cybersecurity strategies become reactive rather than proactive, which leaves the business exposed.

Data Governance and Digital Trust

The value of data depends on how well it is governed, and in 2025, consumers and regulators expect even greater transparency around how organizations collect, use, store, and share data. IT governance intersects with data governance to ensure data integrity and accuracy, privacy compliance (e.g., CCPA, GDPR), clear ownership and stewardship, and the responsible use of customer and operational data. IT governance also helps organizations demonstrate digital trust, which is an increasingly important differentiator for brand reputation and competitive advantage.

New Oversight Models

As organizations increasingly adopt cloud-native architectures and rely on multi-cloud, hybrid environments, the traditional lines of accountability blur. IT governance helps ensure clarity around cloud vendor responsibilities and integration and interoperability standards. With a strong governance model, organizations can enable agility without sacrificing control.

COMPONENTS OF A MODERN IT GOVERNANCE FRAMEWORK

To be effective in 2025, IT governance must evolve from static checklists to dynamic, value-focused systems. Here are some of the key components of a modern IT governance framework:

Strategic alignment: Ensure IT priorities align with business goals and maintain close collaboration between CIOs, business unit leaders, key stakeholders, and end users.
Value delivery: Measure the value of IT not just in cost savings, but in terms of innovation, productivity, collaboration, and user experience.
Risk management: Identify and mitigate risks associated with technology, cybersecurity, compliance, and third-party relationships.
Resource management: Ensure effective and sustainable use of IT resources, from human capital to infrastructure and digital assets.
Performance measurement: Establish metrics and reporting systems to track performance and use dashboards to communicate progress to stakeholders.
Compliance: Stay ahead of regulatory changes and embed ethical standards into all IT operations, especially in areas like AI and data privacy.

GETTING STARTED

Good IT governance requires a culture of accountability, transparency, and continuous improvement. As organizations continue to navigate digital transformation, and an increasingly uncertain global landscape, IT governance is about more than compliance. In 2025, the organizations that will lead their industries are not just those that adopt new technologies, but those that govern them wisely. By investing in IT governance now, companies can build the trust and agility needed to thrive in the years ahead. To continue the conversation, click here.

Kathy kathleenarepass@gmail.com 9199619611 Land my next gig in an exciting company  Software as a Service (SaaS) Unified Communications Cloud Collaboration (Webex, Zoom) Security Cloud Security On-Premises (On-Prem) Collaboration On Premises (On-Prem) Security Routing and Switching Software Hardware Artificial Intelligence International Mobility Embedded Subscriber Identity Module (eSIM) Microsoft 365 (MS365) Software as a Service (SaaS)  Management Communications Internal Marketing Sales Sales Engineering Marketing Crisis Communications Change Management Marketing Product Marketing New Products Marketing Business Communications Trainer SEEKING NEW CAREER OPPORTUNITITIES in Technical Communications and Marketing Leadership. https://linkedin.com/in/kathyrepass 0cAFcWeA5EF8jcvTAleALsbYPzKmz2ECM0xWxutrMRm8Eve8w4zTppWha7Edb0_HnYSqLS45OCEkxqk21_LOk9AoBId1gTyEV-XZFM2H6DZ1jMGFQE6oZwRXcEQIyr_aE07vgTlHmTnG-MzbSuTFTt-Kb_enkrzmwwOpPMfMr-rBuBPEKQYGIeHRruWkq2UWFChDIvqRHO8JdtsN2HRv8GuAArN-tT7ZzGdXvIOVi9vXZltMu25s0eXvjlcIZ8NTn5g6wzFRau2QeJ-yqggVoMnSb8osoJQhZq9nyhDNCQyQLyhrflXCeeiFo9QUeLFIF8r4ZbPNDirH0wh2UXMjYdlT452tUge9l0QqIT3OVmXY3HEqspFRIgISLyMoA3H5xvDZOA8fyV3hNL5vHFiH6bao3f6q1TpNcVPo5VkjBaquZwWT2RkATCvv7T2q-xlOPkCvPVMgWM8VAY3swRSuzuul9_acglpd64lSg4xJMItf0fflQjYzAT2Fhv8JdsiL2cPnNnE6sWmo_1vmTki4TesQmy8gAM9iPdbpX5qtGlJThAtm5BLQLEEbe3J3TACy7sJjhclShn65kGHIQS98cL4hBDT6LvxGzJSV39OMGrcXXrz9j0vhyQKO5fjjmGhjzNMJ5XdSbulJIGtNvpiddLNoqqY2pNGBRtjzEIFk9nWs4qkug70buDomOnDAkqxfFnfjqCYvML3yvj1V-0gnYKOUyy5RVzsXDVEC3akevEsO9GfUznklHBxOjVVq_ksjKF_oEjmtibHV0L_NPTlBa3cJlFC0OcOghGKg 194 24.199.164.174 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/join-community/ August 19, 2025 7:39 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Kathy kathleenarepass@gmail.com 919-961-9611 Land my next gig in an exciting company  Software as a Service (SaaS) Unified Communications Cloud Collaboration (Webex, Zoom) Security Cloud Security On-Premises (On-Prem) Collaboration On Premises (On-Prem) Security Routing and Switching Software Hardware Artificial Intelligence International Mobility Embedded Subscriber Identity Module (eSIM) Microsoft 365 (MS365) Software as a Service (SaaS)  Management Communications Internal Marketing Sales Sales Engineering Marketing Crisis Communications Change Management Marketing Product Marketing New Products Marketing Business Communications Trainer SEEKING NEW CAREER OPPORTUNITITIES in Technical Communications and Marketing Leadership. https://linkedin.com/in/kathyrepass 0cAFcWeA6poZg56EdoIgjdU544b8yJBZE-udFh06AXc3akgdP-xmjzrAE-QAJI3LTOD-_OtEsvuVDkh8_ViKQDZB5xFPxBs-hhDU_VCe5rCFaCALIXXSXzgEI-bwVvdTwHTyZ3ve6ZGF9QRNftoC99HeuDZbSLmbnKrABAgJs7LBGXdk2v8i5oAtYhI9aVjY7auTjfnaaPq36cFVbGp9nHD4eeCxP-pr4nWo3K92jCn62-oCZg853DQ9CgUXTpNofckgU3dHqrOlS8GAjL_HNmrepCEP13B9kYFlvO1YNqliUJqdT3krP6PsCNTvlH0pNn-Pv8DEyvml_jSxmh-rpqRBT-9uH5yhCDV2HDOKRVcy4P454uHy0QmE5TMQOtP-WnTLG9vDYh3wO1J2XP_x35JXAnUNUF1XRpHyzWfymGd0KQ5sRmjvmkXtz4a_dZwytx0OVdMGy2APcyUEB2w3tulChGmImG872EioEWdwVCnVgitOFTJuO9j4sYXr88inghCOT4SBGlf9tLEaTiXrnRDV2EEXXA8yCjSGdvdnIqJ6M474Heq0t2ItP8BHwx-rAhQpIm0hSFBbiBctH8kMiDFN-5TUI2_i5wOmBaMIFIbMOvry_5PIJeUfDOMlr3HAZuX1NtCnA5w166nByHA1u33NGVT4H0Z6xxunnEgmLlH5VJQCO8sTB5I06ef2Tc6edyYcTQ-ASQh_nRWJFuRQwo_4LalJQzV_r0-Gb2Uclhg1E_4XyPB5rt21q641tm8fwMryd4t5XKiIW_UxcMIdx4lqaysJ-AUmKEPg 195 97.129.145.96 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/join-community/ August 19, 2025 7:40 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Kathy kathleenarepass@gmail.com 919-961-9611 Land my next gig in an exciting company Software as a Service (SaaS) Unified Communications Cloud Collaboration (Webex, Zoom) Security Cloud Security On-Premises (On-Prem) Collaboration On Premises (On-Prem) Security Routing and Switching Software Hardware Artificial Intelligence International Mobility Embedded Subscriber Identity Module (eSIM) Microsoft 365 (MS365)  Management Communications Internal Marketing Sales Sales Engineering Marketing Crisis Communications Change Management Marketing Product Marketing New Products Marketing Business Communications Trainer SEEKING NEW CAREER OPPORTUNITITIES in Technical Communications and Marketing Leadership. https://linkedin.com/in/kathyrepass 0cAFcWeA7HAR85AO2LrzLCnd_uKw6buEVNlIrFdDCanLURYI-6I2DTi5Nt5Hc4Hzl-nLSE1LOcYqTNl-YvPbyvRe1wzd0OXWefPB44P6XlVS2iiuS1bYAbbOr8bAPgoA1GRna5muWCWykSpb0mlD7OAI1c5Cr5JySN4dvi1Tnjvnjkr8GQkQz-PNh8LGOjNgfspBYmaGET8caI6X61EcfwF-eQjMdnUIwyzHeS1DKDXVsh4vud0xgjsE5VmjQ24tYA1Knnd9eIUgb2l35rXuNdipvCeuHKl2fqbpHaTv_TjdqzCWFdE_RGgO0IEtZAgLxeGB6l5luwBFqMsXVoKy3_1Uib3hCtbjVGy1Xg32IyGXTMyzEwL4mlmt5B_mfO-rY_vn3xyjboOST10LPdUax17ODEUqOjTmxJ9Z-tFZvDNJz9AmFRIlxnmyWhKTscvGSeb-Y83OZoxmzkPw7sjhrRZgrgMCDY3vYvZ38DVugE0ChEvVijC73W47nvwAB29uqK2WRYtiia9TfVJiF6af1Clyv3joiTQWv9ocG0ghFwyZrfPOk223GGyBd5wexSvW95jROhjMR0tPkw-p1Btk00i7y74czcVp0_jE9EvH-1I8N18af43haK5m_kFpx4MpjGKhwVHnc1BAtugTm--h4YqoFw4uyNTUCmMwgmxwMraatLrxH22r0NCBRGulzIAf1N2cNJVRXtuPFPXTVhvfocfeZK-zjOEKT-OkgTOP4xdfmhHdf2M9GezkxJCSI_lkPjYzR6jztcbqHvDKlGWdyd0P3yuwyuHg-fi_sIR8Gjs97icvsR-1NPMi0 196 97.129.145.96 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/join-community/ August 19, 2025 7:40 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Kathy kathleenarepass@gmail.com 919-961-9611 Land my next gig in an exciting company Software as a Service (SaaS) Unified Communications Cloud Collaboration (Webex, Zoom) Security Cloud Security On-Premises (On-Prem) Collaboration On Premises (On-Prem) Security Routing and Switching Software Hardware Artificial Intelligence International Mobility Embedded Subscriber Identity Module (eSIM) Microsoft 365 (MS365)  Management Communications Internal Marketing Sales Sales Engineering Marketing Crisis Communications Change Management Marketing Product Marketing New Products Marketing Business Communications Trainer SEEKING NEW CAREER OPPORTUNITITIES in Technical Communications and Marketing Leadership. https://linkedin.com/in/kathyrepass 0cAFcWeA41-3yfebACqOolQcrQ-gywsIfDW4ZiOB-0m_V6828DD0y3IIHeWSjaMLojTiyeiPVTp1uImSg14T_NrEpo8Uqq2N-OhxeSqobc7AD1yok5J6DbhWLKo5KLKzSsH4HKYPARznsFtAEiHFYqXsP4Le6Hi4nipcWPvPol7qSIF57RalQYHN4jva2Bn-MsBHSD-HRVFEZ0F6Jo8CKrXXNHCTKXeeJLsF6UVUztmbytonCHctOlO9lKIrYOm7yNA3mLunDxtRskTfFFlkl0IaYKBltFEg53OdONYBj0YzkG5unDgWd_oY2vwcGLryEMd6JfG7JLbkUskn9YZYQ6Bp4pQ-5oi3QgoKZueUvY3xZc9G0NJfeEi86rYdMqeLY0KTdVFAKBuK6aamQen35GxBItJhlKbao7rdelarBASIw_BlKrJyMo1eIVQWANoDi8LUsTfGATIzdJZSfA1G3tbJxxhLG6de3lHO538xMuTg07_MqNTYjMDHp_8dYbEOIBhzeKbcGXyKsycOFbkDltacl8oVE7-MG-nfD8YVAYkwbbMUd8DnaKjbDghTlQn1B9Zn49P8X_jwAA7Vywa5lMJ9wseAZjKnjPfWUomws6DaXTkF782cYjycTS9jYaVvSq8BiE0kWETUEZRHGPueIR60VHa3zV0fQRfukFjRUJpk0yVK7FDFn02fFIEgcL1VjtdPgY2gXdathTKDohXsHJI45Q84DgL2EuhxDFWWaDoNc1keGNHXLbZMTaZ861Xss6cJclQSkMo0Pa 197 97.129.145.96 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/join-community/ August 19, 2025 7:46 pm 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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For organizations running SAP, the stakes are high when it comes to staffing. With licensing costs, implementation timelines, and business-critical functionality on the line, getting the right people in the right roles can make or break success. But in an era of tight budgets and increasing demand for specialized expertise, knowing where to invest and where to cut costs in your SAP staffing strategy is essential. This eBook outlines a practical approach to optimizing your SAP staffing budget, helping you prioritize the roles and services that drive long-term value while identifying common areas of overspend.

SAP STAFFING LANDSCAPE

SAP projects often involve a mix of permanent employees, consultants, offshore teams, and SI partners. From a greenfield S/4HANA implementation to a complex ECC-to-S/4HANA migration to ongoing enhancements and support, you’ll face a familiar set of staffing decisions:

Do we need a full-time specialist or temporary talent?

Where can we leverage remote or offshore talent to reduce cost?

Which roles are critical to business continuity or project delivery?

Where do we need platinum-level expertise versus solid mid-level talent?

By answering these questions strategically, you can stretch your SAP staffing budget further without sacrificing quality or delivery timelines.

WHERE TO INVEST YOUR SAP STAFFING BUDGET

Solution Architects and Functional Leads

Invest in experienced SAP solution architects and functional leads who understand both your industry and your business processes. These are not roles where you want to compromise or chase short-term savings. A strong architect can save hundreds of thousands of dollars by designing an efficient, scalable solution that avoids costly rework down the line. They also serve as translators between business and IT, helping stakeholders articulate their needs and ensuring those needs are met with standard SAP functionality where possible, avoiding unnecessary custom development. Pro Tip: Prioritize SAP consultants with deep industry expertise. In life sciences, for example, knowing the nuances of batch traceability can make a measurable difference.

Project Managers and PMO Resources

Project management is another area where quality pays for itself. Your SAP project manager is responsible for orchestrating resources, tracking deliverables, managing risk, and keeping the project on time and on budget. An inexperienced PM can misallocate resources or allow scope creep – both of which add unnecessary costs. Support roles in the PMO, such as communication leads, also deserve investment. They’re critical to aligning stakeholders and ensuring the business is ready to adopt new processes and tools, which can make or break post-go-live success.

DOWNLOAD THE FULL EBOOK BELOW.

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SAP solutions are important for improving a business’s operational efficiency, but proper staffing is needed to ensure SAP runs smoothly. Without the right talent in place, the system won’t be able to reach its full potential, which is especially important for small- to mid-sized businesses (SMBs) with limited resources and tighter budgets. Proper staffing not only ensures efficient system use but also lays the foundation for long-term scalability and growth. Below, we explore four SAP staffing strategies for SMBs.

Common Challenges in SAP Staffing

One of the main challenges SMBs face when staffing for SAP is a limited budget. SMBs typically have less funding than larger businesses and cannot always afford to staff a full-time SAP team. This can make the hiring process difficult as companies attempt to prioritize roles and preserve funding. Additionally, SMBs may have more trouble attracting talent when compared to large organizations. In some cases, SAP talent may be more drawn to working at large corporations with bigger budgets that are willing to offer higher pay and more benefits. Recruiting full-time employees for every project can be extremely costly and unnecessary, especially for SMBs. Luckily, full-time employees are not required for every project, and in these instances, hiring temporary external talent can be a better option. However, it’s also important for SMBs to avoid an overreliance on external talent. Overuse of external talent is not always sustainable in the long term, and companies must emphasize the importance of knowledge transfer when they do choose to bring in external talent.

Four SAP Staffing Strategies for SMBs

Assess Your Business’s Needs

The first step any business should take when hiring for SAP is to assess their needs. By examining their current SAP environment and defining their future business goals, businesses can begin to understand which SAP solutions they need to best reach these goals. During this assessment, businesses can then use these goals to help determine which SAP roles are needed, as well as which of these are best kept in-house versus which ones need to be acquired externally. This is especially important for SMBs as they often need to balance costs with efficiency and long-term scalability.

Internally Hire Cross-Functional Roles

Hiring SAP talent with a range of skills that can cover multiple responsibilities is another useful strategy for SMBs. For example, an employee who can contribute to multiple areas, such as project management, system configuration, and security, can help fulfill a broader range of needs for a small business without the added costs of hiring multiple SAP specialists. By hiring cross-functionally, SMBs can cover more business needs with a more limited budget. When hiring cross-functionally, businesses should prioritize roles that support daily operations, such as system monitoring, troubleshooting, and support. This helps ensure that the business can run its SAP system smoothly on a day-to-day basis. Additionally, internal hiring, particularly cross-functionally, can help build internal knowledge for long-term support, laying the foundation for a smaller business to scale up in the future.

Determine When You Need to Hire External Talent

External talent includes SAP consultants and temporary or contract workers. This type of talent can be especially beneficial for SMBs taking on specific SAP projects. For example, a small retail business may bring in an external functional SAP consultant to help select and implement a new SAP solution like SAP Customer Activity Repository (CAR). External talent can also help increase flexibility, allowing companies to scale up or down based on their current project demands and budget. This helps businesses avoid committing to the overhead costs associated with permanent hires, which can put a strain on smaller businesses. While external workers are a cost-effective solution for short-term problems, hiring internal employees is still useful and saves money related to long-term challenges.

Mix Internal and External Workers to Fulfill SAP Project Needs

Creating a workforce that combines both internal and external workers is a great solution for SMBs. It allows for a flexible workforce that can scale up when needed and down to cut strenuous costs. External workers can be brought in for new implementations or major upgrades that only occur once and won’t require specialized support in the future, while full-time talent can be brought on to maintain the system. Mixing internal and external workers can also facilitate knowledge transfer. This is extremely beneficial for SMBs as it can help the company grow and become less dependent on contractors.

Implementing SAP Staffing Strategies for SMBs

SMBs don’t need large SAP teams to be successful. When hiring SAP talent, companies should prioritize strategic planning, flexibility, budget-consciousness, and cross-functional roles to support long-term sustainability. If your business is looking for help implementing these SAP staffing strategies for SMBs, our team can help connect you with our network of high-quality SAP talent. Click here to learn more.   Contributions from Natalie Pollock

Satish Patel SatishTPatel@Outlook.com 848-223-3053 Finding a New Position Hi Sue, Per our LinkedIn communication, I am looking for a contracting opportunity (prefer C2C). Hope we can have a quick call today so I can share my background, why I am interested in the contracting opportunity and which role. I will share my resume via Info@BullCityTalent.com. Thank you for your time! Thanks Satish 0cAFcWeA4iY68yPKVmq_IFjaCYT8ym5ZQ4YkrabZThbtOSN007tdFOQTpiLbRIOqJcL41yx5LLf1kW0vRf0V3Ln5sq9xlONh_OfX5HUkyi-1HBIkpKnd5DCDRRExkI1pGFxLmjnGzdEhzvkQupVLcxNQ5_24qr0msOVU6KOWni3t1Y1-Hnv1DpPzJMzF75h5FmyrZn_fg_OfPVkoDbYjQf7xigLOjAuBah-JkAZ3zvhIjru9YhfM0Nk4bhUmONNulZo_EihGARfU4g12OMSFZ3yr0OUJ8MW7cyZAOb2ato0cWjoVCpHoWyjZi_lSHjI8iMHxgM9axSJ1Ky2IehMktGvHlQNckW_5Nqo2SDObguMZOAWI3PkeFgkWzdYB-9ViyDZdrUsMSlSGyPMDckQnHuyQfwyv2gw4CfwXhs8eQ5XhA3LKNI8P-Qbg5CyfKkTRjulBvK6YNHIv2SrGkRB9DTKtPn4dtBCWnX1olwPuMB0tw72u73ucbyUd9sXmRR5pl0QEHhh30fw-kWznnJS1Nuc08R3XxhirzM0U7cwIMRO4cXo2Y3yD6adrYXrrJjadt1qpEh65bOcvRHryMROBsGk14QkOth_LPhfuNGW84U_s5Ob7gi35n8lNcG2fw_OICm_gOPNhZe9TcBjlT6rFruywP1-ccTA48SEBqPooI0UD-ILcBfst0G14VBs7AaDLJm5uB78D9Oo0t0ZIhQJTrKOH0sqimDanLeMKlDeDDeIkVMTI2T-e3wY9LjJuwBG158wK31ozZ4HCijAfqy79PhaWLxj9zkpsCCfQ 428 172.59.210.132 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/contact-us/ August 25, 2025 3:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Satish Patel SatishTPatel@Outlook.com 848-223-3053 Finding a New Position Hi Sue, Per our LinkedIn communication, I am looking for a contracting opportunity (prefer C2C). Hope we can have a quick call today so I can share my background, why I am interested in the contracting opportunity and which role. I will share my resume via Info@BullCityTalent.com. Thank you for your time! Thanks Satish 0cAFcWeA4oneV5WSqn9W-XYvTupUYBQdCt6P7JpS5u_zYhkz1F6lDlb6QkYB06Mr5Zpeq2pIXnhoI72LpV_ZGyJxFyreJn2MN-h54nKqzerZDAIdI7PJMFgJMNeoeQMfLLX7cp2nLqNtKdj4uLi7f4QbN32_gOv6oOz6Q5C55e5d5XcKWvWHfOUbu_ETjalIG0fXYWhwFWiP_8HBq5mn9hlnLbecXxpYdnRhTIB5EFe2xpLxbFsbRVE8mrQY2DkVo7oDmUzEPwVRqaNR4GmKki51AdERTRjakmhhovV6ylnn6YE9SmhjqihQvhHw0nIujqAco-lQBhkz-Km-IzG8Vwpv6QZ0rFo1Y_sdj8fakYoLwNHQ_QLcoT76S_--rSrZBueAG5tosHA9bCGIFxSBXIVYEL8h0wD1ZRdRHI-AZUlstDHEsqCJbrRwmmzIXvKbLZwD2hA7Z3jqgvUMVz_eabJtUQqKjtiU2_f8r0Eo1JnXD4sRue72jlfakVcrxnuB2FF2YVd5FwbQdZOmjnPAoXJqoBUgvCEc940GhLihcxlSpJG7NXuC1p0wBRT7fdFYB7-AHQ0mtKChqm-QtrZFNnNofXHtRqMezuxvOVnQ-N0YzNejU3IckKR_BxtUHy_dOVrrSOopAbLgsYetuvpsFCg2Icu71cEO24Pm9h-NpfbWvA-tggOvNkUcVceKDYsVnPiPkLobfssveSpA4zajw1Ww6ROykGOVueJD6Jz1_j6RtP_4Z4z06I9Iw8yZnCBRsHj9-C44IFQsUDisYlKpoN6FpOceEWwWIDa4Tuk3XjleGjF2maxncfRMw 429 172.59.210.132 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/contact-us/ August 25, 2025 3:50 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Accurate demand predictions enable retailers to prevent stockouts and reduce overstock while enhancing overall supply chain efficiency, and SAP offers a suite of advanced tools to help retailers refine their demand forecasting approach. Whether leveraging SAP Integrated Business Planning (IBP) or SAP S/4HANA, businesses can use AI-driven insights, historical data, and real-time analytics to create a robust forecasting strategy. Below, we explore six key strategies for approaching retail demand forecasting with SAP solutions.

APPROACHING RETAIL DEMAND FORECASTING

Step 1: Collect and Consolidate Data

Demand forecasting begins with gathering accurate data from multiple sources. SAP provides centralized data integration tools that ensure consistency and accessibility. Key data sources include historical sales data, which helps predict future demand; point-of-sale (POS) data that offers insights into customer purchasing behavior; seasonality and trends that improve forecast accuracy; supply chain data such as supplier lead times and logistics performance; and external factors like macroeconomic indicators or weather conditions. SAP S/4HANA and SAP IBP both enable seamless data consolidation, ensuring all relevant information is available in a single, structured format.

Step 2: Leverage Advanced Forecasting Models

Traditional demand forecasting methods rely on historical data and basic statistical models, but SAP takes this a step further with AI and machine learning capabilities. Forecasting models include time-series analysis to identify patterns based on historical data; regression analysis to evaluate relationships between different variables like promotions and sales volume; machine learning algorithms that refine forecasts by identifying patterns and anomalies; and predictive analytics that enhance forecasting accuracy by analyzing demand drivers and external market conditions. Retailers can configure these models in SAP IBP to align with their specific business needs, ensuring highly accurate demand forecasts.

Step 3: Incorporate Real-Time Market Signals

Static forecasts often fail to adapt to sudden market changes. SAP solutions allow retailers to incorporate real-time market signals, ensuring that forecasts remain dynamic and responsive. These signals include live sales data integrating POS data to detect demand spikes or dips; customer sentiment analysis using SAP AI tools to analyze reviews and customer feedback alongside social media; competitor pricing and promotions monitoring to anticipate shifts in demand; and external market indicators such as economic trends and geopolitical factors that influence demand. With SAP S/4HANA, retailers have access to real-time forecasting adjustments, helping them stay ahead of fluctuations.

Step 4: Enhance Collaboration Across the Supply Chain

Demand forecasting requires coordination between various departments, from merchandising to supply chain to finance. SAP solutions promote collaboration by providing a single source of truth through SAP IBP’s integrated dashboards; aligning forecasts with supply chain planning to ensure procurement and logistics teams have real-time demand insights; enabling scenario planning to model different demand scenarios; and setting up automated alerts to notify teams of demand fluctuations to prevent stockouts or overstock situations. A collaborative approach ensures that all departments align their strategies with accurate demand predictions.

Step 5: Optimize Inventory and Replenishment Strategies

Accurate demand forecasts directly impact inventory optimization. SAP S/4HANA helps retailers implement smart replenishment strategies by automating replenishment orders using the platform’s predictive models to trigger restocking at the right time. It also minimizes excess inventory to ensure inventory levels align with demand and reduce carrying costs. With SAP IBP, retailers can enhance supplier coordination for better communication with suppliers and enable omnichannel fulfillment planning to distribute inventory efficiently across brick-and-mortar stores, online channels, and distribution centers. By integrating demand forecasting with inventory management, whether it be through SAP S/4HANA or IBP, retailers can ensure that products are available where and when customers need them.

Step 6: Improve Forecast Accuracy with AI and Analytics

Demand forecasting is an ongoing process that requires continuous refinement. SAP’s AI-driven analytics can help retailers fine-tune their forecasts by tracking forecast accuracy metrics to analyze forecast errors and identify improvement areas. Utilizing machine learning adaptation, SAP’s AI models can also learn from past mistakes and refine predictions over time. It also has the ability to conduct post-event analysis to assess how promotions, market trends, and external factors impacted actual demand. By leveraging AI and analytics, retailers can ensure that their demand forecasts remain precise and relevant.

LOOKING AHEAD

Retail demand forecasting is about enabling smarter decision-making across the entire retail value chain. With SAP’s advanced tools, retailers can integrate real-time data and create highly accurate, AI-driven demand models. By following a structured approach that includes data consolidation, AI-powered forecasting, real-time market signals, collaboration, inventory optimization, and continuous improvement, retailers can maximize profitability Whether you’re just starting or looking to enhance your existing forecasting strategy, SAP provides the tools retailers need to navigate the complexities of modern retail demand planning successfully. Contact us today for help getting started. This article was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

SAP Business Technology Platform (BTP) is a comprehensive, industry-agnostic, and highly developed Platform as a Service (PaaS), cornering the market for its ability to drive automation, enhance business analytics, incorporate AI, and build data management systems. SAP BTP is a backbone of business functionality, providing a base framework companies can build off of. From here, businesses can focus on their core operations, as opposed to devoting extensive resources to development and systems processes. SAP BTP gives businesses a competitive advantage, pulling them into a new age of analytics and platform management, managing workflows and business analytics that were previously inefficient and overcoming major obstacles for intelligent business operations. In this piece, we explore the cross-functionality of SAP BTP and how it can propel businesses into the future.

CROSS-FUNCTIONALITY OF SAP BTP

Integrated, Unified Environment

SAP BTP is the premier platform for business growth technologies. From business analytics to application development and extension, SAP BTP is comprehensive, well-developed, and customizable. It’s built to be compatible with both SAP and non-SAP business solutions, providing those who deploy SAP BTP with the ability to integrate all their information into one platform. This unique feature enables expansion and efficient data access without disrupting pre-existing solutions and platforms, driving business growth as a core functionality. SAP BTP does not act as replacement software – instead, it seamlessly integrates with any previously used software, acting as a web of software, that connects everything into one unified environment. This integrated, unified environment makes the transition to SAP BTP smooth, reducing the downtime often associated with transitioning business software.

Eliminated Data Silos

The benefits of integrating systems through SAP BTP are numerous – it is, without doubt, a revolutionary tool. The pay-as-you-go model allows for customizability and cost-effectiveness, and post-SAP BTP implementation, reduces the impact of downtime to ease business operations. For example, an oil company using the predictive analysis functionality of SAP BTP increased its ability to predict downtime by 77%, allowing customers 120 to 20 hours of advance notice. One of the benefits of implementing SAP BTP and integrating data sets is the elimination of data silos. Artificial intelligence (AI) cannot make analytical decisions without access to data, but when data is separated along different platforms into data silos, data analytics and AI integration become very difficult. AI and automation conjure images of growing, digitalized businesses with enormous competitive advantage – but without the data systems to support analytics, they are simply buzz words. Data silos are enormous barriers to automation and AI use, as well as efficient business growth. To create an environment where AI and analytics are supported and feasible, one must eliminate data silos and combine the data into one environment from which AI and machine learning (ML) can pull information and generate accurate analyses in return. Because SAP BTP can integrate SAP and non-SAP systems, it can pull data from each system, compile it into one environment, and support the use of AI and ML. The ability to eliminate data silos is revolutionary for businesses who wish to maintain a competitive advantage and continue their revenue growth and expansion, moving into the increasingly digital future.

GETTING STARTED WITH SAP BTP

SAP BTP is a uniquely capable platform for business process management and data integration. The unified environment SAP BTP creates, across all avenues of business development, allows businesses to create extensive data reservoirs and enables the use of AI for data analytics and predictive analysis. This platform enables businesses to increase their efficiency, automate their processes, and free up time and resources to pursue their core operations. The extensive, pay-as-you-go interface allows SAP BTP to be an industry-agnostic solution, decreasing inefficiency and increasing the suite’s ability to respond to a multitude of problems across industries. Need help finding SAP BTP talent? We can help. Reach out to BCTG today. This article was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

With the end of the fiscal year quickly approaching, many organizations find themselves confronting a recurring challenge of unspent budget that has to be allocated or else you risk losing it. In corporate environments with annual budget cycles, this is often framed as a “use it or lose it” budget situation, prompting hurried spending decisions intended to spend remaining funds and protect future allocations. While the instinct to preserve next year’s budgetary baseline is understandable, the rush to spend funds before the deadline can lead to suboptimal outcomes. Last-minute expenditures like software licenses or one-off marketing campaigns, may deliver little measurable value beyond satisfying the requirement to spend. This year-end scramble, however, doesn’t have to be a missed opportunity. With a deliberate, forward-looking approach, surplus budget can be transformed into a strategic advantage. One of the most effective, yet often overlooked, ways to achieve this is through targeted staffing investments.

PITFALLS OF THE "USE IT OR LOSE IT” MINDSET

The “use it or lose it” budget cycle creates an environment where decision-making is driven by speed rather than strategic alignment. Common end-of-year spending patterns include adding licenses without a clear implementation or adoption plan, or funding initiatives with limited connection to core business objectives. While these expenditures may temporarily satisfy budget utilization goals, they often fail to address the organization’s most pressing needs or long-term goals. In some cases, they may even add complexity, requiring additional resources to maintain or manage.

REFRAMING THE BUDGET CHALLENGE

Rather than approaching unspent budget as a problem to solve, leaders can view it as a rare opportunity. Whether through short-term project consultants or contract-to-hire roles, allocating year-end budget to people, rather than products, can deliver both immediate and enduring returns.

WHY STAFFING IS A STRATEGIC USE OF “USE IT OR LOSE IT” BUDGET

Immediate Acceleration of Critical Initiatives

Many organizations enter Q4 with projects in flight that are at risk of slipping into the next year due to capacity constraints. Supplemental staffing can resolve these bottlenecks and increase velocity and delivery. How? By bringing in subject matter experts to address specialized tasks or complex issues, and providing additional bandwidth for development, testing, implementation, or maintenance. This enables project teams to meet year-end deadlines without overextending internal staff.

Early Execution on Next Year’s Priorities

Surplus funds can also be used to initiate work on strategic initiatives slated for the coming year, allowing organizations to begin with momentum rather than delay until new budgets are approved. Examples include onboarding a data engineer to build foundational datasets for upcoming AI initiatives, or contracting a change management consultant to develop stakeholder engagement strategies in advance of a transformation program. These early moves create a head start that can significantly shorten delivery timelines and improve the likelihood of achieving next year’s objectives.

Flexibility and Risk Mitigation

Short-term or contract-to-hire staffing models also offer agility in uncertain conditions. Leaders can scale teams up or down as priorities shift, while evaluating potential long-term hires in a low-risk environment. This flexibility is especially valuable in volatile markets where committing to a full-time headcount too early could be risky.

Lasting Impact

While capital expenditures depreciate and technologies require ongoing investment, experienced professionals can leave behind process improvements, documentation, and knowledge that can strengthen the organization beyond their engagement period. The benefits of these contributions often extend well past go-live or roll-offs.

HIGH-VALUE APPLICATIONS FOR YEAR-END STAFFING

To ensure the highest ROI, surplus budget allocated to staffing should be tied to well-defined, strategically relevant initiatives. Potential applications include:

Quickly addressing areas where the organization lacks critical expertise, such as cybersecurity, artificial intelligence (AI), supply chain analytics, or regulatory compliance.

Bringing in specialized talent to trial emerging technologies or innovative processes before committing to a full-scale rollout.

Building temporary teams in anticipation of high-demand periods or major launches / system go-lives.

Engaging seasoned consultants to mentor internal staff and establish best practices for long-term adoption of improvements.

FINAL THOUGHTS

"Use it or lose it” budget decisions are often approached with a narrow focus: ensure funds are spent to preserve allocations. But reframing the challenge as an investment opportunity can turn a reactive exercise into a proactive driver of organizational performance. When viewed through this lens, leftover budget is not a liability to be managed, but rather, an asset to be leveraged. With the right approach, the “use it or lose it” funds become an opportunity to sharpen execution and position the organization for success. Need help getting started? Contact BCTG for your staffing needs today.

Edward Zumstein ed@finlifter.com 7274342236 General Inquiry I see Bull City Talent Group connects businesses with top IT talent for staffing and consulting. We can bring you more US-based enterprise clients in need of a specialized talent provider this quarter. Let's have a quick chat :) 0cAFcWeA5xc7lN4B8j5QA9thmSpLB_t-2maivrOQfONgGmNOPyUuOMtXxjqg9_KvzOyfzku49ya0O88vskeIwYPD5RhTbmjpoDBTjuyU5n3xLH-CSFMmcvQKvDIiAvxJPJj9n46wH6R0nZdwV2fyeI917ohkhYIvFIyPYyyzNdyW2k_b5rZkEk7FZ22KqqRmcN3Ffs0rFEYh1paFQIIjtjtKLYtpqjBxC99DWAWKhHPWK7UMU-HWKelYj0dQGek5iwFkeK-2DIhnykqEoxtMNQeS9tvhsNsnhT3VUsIyJX0T_wJZtOSa7xAIycfp8ScQWsy4rSpuxaQfPc3Gpqrc493ajYLmskHkFSpxSymr2--2Ka6FQybBeHQjIkN4T10sTYlw_E9g-XACUOWqxTmPkQgyOQjJ4DT3PxYOdY9Tz4qqmhmp2LsH8EalXJ6Jl0Uuxpq0xcGPPtpeElpwmeQbVlYhvWwxJMfBNyUEpDfAce2Pn52klCbYE1wtAvAaTjqUaRKI3RMNnV16Q12nBumIZIQuUbo4mpga6Rl_hQleeCUwRgRhxECra1-_Pxs8tuON_jYV49g1YrFNhCXP5sjBQxh2Egx9N1Y4STJToC_brImQjdpqGtSMJ0-EsYq11FmaopoePAdumvVk09rurq8n5ceBPtfdBVUVC8NsaPYZHMFcGXpY4DON7NjHYxKbflFxoDCZix5EMJ59MEstJlBwhTs4Ta00ck56eaPCKQBPr6a5vwLU_G7sluEjzbSlUSQMzVZmL1OE3-RkSMSmH9oMr5hNQ8FdBeowTiBgWuUmDcgLdbeoz05Ns3DGgZiUyDZkMZbVg6ZMx_ptYAo7ZbleIqMMQdFQCisbzNewI09YgeDkSIsO4wFI3BtjM 430 188.213.202.73 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 1, 2025 4:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Edward Zumstein ed@finlifter.com 7274342236 General Inquiry I see Bull City Talent Group connects businesses with top IT talent for staffing and consulting. We can bring you more US-based enterprise clients in need of a specialized talent provider this quarter. Let's have a quick chat :) 0cAFcWeA6p_PikcY2jn4EecPGKNUDDGDPPJZC66H8sxeB7W2dXlZJEHd6LSoIjCUbV24cfvv6PRQF3wKZOJtMF6jOmxnt_ZrHFaOY4AM8yF4K292QixmqpgYSskf1Y10mqUACJ52-7FAcv6gdzlMxs4n1GUxKzmmrbldmRXPYuBSWSa4H7igW8Rgo5z1PreoPrPQr7BQKOnQlp1enYw1ebz2ttWyOxIMeb13_a3Op1FgAWS6raDmMLdWDZ7BKkzsH3RZRiWkQ-ptLpOoU1x3n7A1ZMK1leE0E2v1wDnQt9nAbG7F174Xgr0CXcIH4gT7VqdwD3l7V03obaHtCXlet01EP_cFsZxO8Fcu0TCKCPAg9UtVaF_MV_MAGuK2zvwWnh-kC8b5ycSyVy6FKUrFew3JVI6AOALwdZXhxaMzwBXHlXseUkxXV3oqpykAVmiNRbtPtV5jQ6350GKU3D2ON_rnSF7y6FS4EcCx2GjiMEDsqre2TAmMPMN4GU4I6WTkka2HEb8MbZn9jXIprh9JhyvWr2BAah6WofKoA3VAblRqheqnXRJgGrFr9_cYI5xZ069G5iu8AN1ajUMGL_jaP2n7P1UqP1bU_cmhtyapgUAOXmabdLkeVCNd6OIqwU90kwggDHrO6wIYQHdT30JCBLs-YZ6xj8PrclqYOPGbBFOpeA67qZqCtKwPmliP9ikfi-goQoHLy3IWtLnYQ44UbdYmUe1xYD3oyEw_kO0eqZHel5S5HVvCMiBQtgO3Z_tTDJclvWL3TrPu7PVkrh2OMNP4KTt8ZvlMjp2qelMUiu0cPYuae3v11j-8XzZh9M5w51iZCaar_XrgixOBisCJCPP3IFpiCnxCom6A 431 188.213.202.59 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 1, 2025 4:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Edward Zumstein ed@finlifter.com 7274342236 General Inquiry We can bring you more US-based enterprise clients in need of a specialized talent provider this quarter. 0cAFcWeA628W0weUyZ2KxXYpAPNs0mhFNEMs5xxtxC3a18gXGRGEiABUcGH0hELqz9ehWISzY01B1k9X6AxWZDrcGAs0xVikX4YGnQYDsL7-jj9py85iJv6vrP_HEvxrn8YD5Bj1kMXy426Z776ZTmDmgWS5QoQfOWPTjD1s8UwBSvIdWBLBFGQpCq5e09Ejw5_q22oMjbxr1YttIPLwlgjEMW_ubvRkklp3bD6T4BkeJPpfYF3n63SHENzzFidqx4s9nd93uLGMM9JNfa_k78vkB7irvMg8_dAyr1EgFN-H2iMboLImOsuneaJTAOhf-fwgy-gpy8jia4DnrrfVaV9E_0ZneDnGAfiAQAUCqAvAdMtuMDMqSY9Qn7u62-gCjfweYwyyzYmokSotsgCP4ph4cI8oE_R5TMQPkJVAys33ccK7HMNXWh7ErF3qmyFPvvbP1CzGunas8zMAAWe94k_y0EQPBM7jboF3xGzOt03Kc5Huf0jM3eYjs81e9zAVPW6FY5qbQr7j3vtnc0qf-tyE_wqlFyPmseEALk2oGPyBQ-r4vwfE3W1zcwm7XD7OZO8ShW9Vw4JqJBUkF7BifScK6tLRFs4YgX6seuJDcu916GMPYPxLgNI1B_se4Ln9Ihcm9gBwtzS6U6_C3AdMM_kbGuMnhBdgDB-bDojjSf3-GFF3Iu5CaqyCXsrezBYjAy-Mar1T_ObuNVJPIQIfSeLuM6EEriM8vsErkQ3sNpvQONjKgehAhhAX0LG7Qdao5hsJRRxi2cM4fL-yuecoa7NpuT5CYBfv4amHMa7YoaLpHrx1o7gb_Ss2GDcd8wquFGYwVVOaVaD3yApESyX9Pu5ZEU5_C9_xDKkdO8PnN9D4jHiCSVBHQMd8w 432 188.213.202.69 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 1, 2025 4:08 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Edward Zumstein ed@finlifter.com 7274342236 General Inquiry I see Bull City Talent Group connects businesses with top IT talent for staffing and consulting. We can bring you more US-based enterprise clients in need of a specialized talent provider this quarter. Let's have a quick chat :) 0cAFcWeA7gRNatNcznK922HL05lvXYj7C94FwRsJHJKLNkVPCrbB7tyx5_xqpQ7WmlD1JAUIWALxLZp1uAs4-yWE5_tRoQ2QaYUl3fb4ntxQi7VBi46KRLGa6t5SjCVbyQ4i8JFO25I304mbaJqULg9jneozrD2ywRJyyrhUjteDOGaGtBGriz1HAPNp8_qV3c3aWQ7d9yof7X9WNdd8ETlcikkH4DxNXt6u3bTTLjBiDtGHu1wnrje3ToFqk3kb26nxx1SSWb3l8Iuf0qnD2lf5TZAaKNUbo0HkUa9rhpzYmQBmdyoeigC9bsnHmEWZ5aBjqvUeFidRQvD_wFGz1vYf5GPzaDUZFFYJOlACDEpn511xDo8nP2bRbjkoZlQjxFScERVujulA5Moipt-dWZbFLZIXrkQVUNLsLlqEhs-BslHfPZI1_t86M_LY0xSpwatdMDbCyFG9iVbww6aHw9DOXgR7ANH6GYWFJW-0mvv13LigWe7nzJoY6yNlFscXMycsNApc5Fi2hLz-QGXUjfdZ9ms9FMZH9rqub1ddgF_2VCwM4Kpn0u3CRuK7aVxFFBll2HEpIOs5wcL3vcssO4bZMPGqv0cWHqbkwqcbEF0xYHdI7z1KAz37pECFsULFzUOHwgekrgntuS4vJ7TZUaTSxCO5iVODpzwIHfmyndapHsoTAlKzDK1vHM00pDTWSVx6jnRS-Er1up7VT4aHncgqzw1RSRBcS5-sreUDoN-EEA3p3E634K3SahPyjvQIAwpOIP50RQfGhrLuyoSZDIb_UF5r4p2Cj13g 433 223.123.4.180 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 1, 2025 4:16 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Edward Zumstein ed@finlifter.com 7274342236 General Inquiry We can bring you more US-based enterprise clients in need of a specialized talent provider this quarter. 0cAFcWeA5xqgy5HMuLbIBMCCuAnu4TdDFcvE9YaRwFdUF2QALzxzOJTeWc7pg8ugpxeAamwh1JQ8CNxApbSjpYCnBmCv9jLAja6wQOYwCxTUveC8IKdMt1oES9zzKWhPb2T2AoflpJTP1O-2RrFR5DYzwCcV0Ht0gl_K-pR-bFYpqGQ4xkEjswpFhoQR7LDajHI2qu8Q_V84MXzYC12nyN6GSwIY7xSxCn4K9DtF5NfB6JR6V6YWSY1RO072R05iBjy4nRuZa7aEyFQmRUK2lEIYBY-dFJU_XLn45uwc_whBDtroX8ZRSEh6KdvRv2JzBMal2c06aAiw223Ve1l5zF9r_bBfpNHYr_j2NpAQjJcQeZa4CpT12IIBOQU0U7IN4aryWxaTiNSfehG9WgYs26AR2s-47uYTE0_iWBT0w-wVZIZv3B2IR0gKocTaWL1y5cgWPJVYLbJMs6QUkEE6obTu6eQxcgZzW02wH8h6aQhAB1woyQ6WKRuCHQTmK3eAEIqdLyDysVnlydXaeXwHbeR0U7kCRplKhQRFgilpkzjKM4RQOC7pY6QMtSO5ANi0StymwMIsIuV_p-1jR0zoxUL-l70O--Jn_bCVzNbEJpFlpI8CicuBAE2pzGAQ-o8grQ1WoY_oARe_dGedtYCt36jGZJ31YF7ehDTlgkyImhSCtukf7zpGacSaorpOtIcwoxnu16M-HyebzUsOKy4mDsT0yaaaZMw9kgVGA7c7dv5PJveEgJZ74kP2lT6Gb7ksp7fpzs2f_Oi2BwAPBx49J-2RcjkJ-2dBXWdQ 434 223.123.4.180 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 1, 2025 4:16 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP Integrated Business Planning (IBP) has become a cornerstone for organizations seeking to improve forecasting, demand planning, inventory optimization, and visibility across the value chain. However, IBP rarely operates in isolation. To deliver its full value, it must be tightly connected with other SAP modules, such as S/4HANA, as well as external systems like MES, WMS, CRM, and third-party planning solutions. This is where the real challenge lies: building seamless, reliable integrations that not only move data between systems but also ensure that the right information is available to the right people at the right time. Achieving this requires more than just knowing which connectors to use. It demands a combination of technical expertise and functional supply chain knowledge coupled with strong problem-solving skills. Below, we break down the skills needed to successfully execute and maintain SAP IBP integrations.

UNDERSTANDING SAP IBP ARCHITECTURE

The starting point for all SAP IBP integrations is a solid understanding of IBP’s architecture. This goes beyond familiarity with the solution’s modules; it requires a clear picture of all aspects, from how the data model is structured to how planning areas are configured. Professionals must understand how master data types like products and resources work in tandem with key figures such as forecast quantities and inventory levels. They also need to grasp how these elements interact during planning runs. A deep appreciation for IBP’s integration framework—particularly the role of SAP Cloud Integration for Data Services (CI-DS) and SAP Integration Suite—ensures integration designs are built on a strong foundation.

SKILLS NEEDED FOR SAP IBP INTEGRATIONS

Technical Proficiency with CI-DS and SAP Integration Suite

Technical skills in CI-DS are non-negotiable for IBP integration specialists. This tool serves as the backbone for most IBP data movements, enabling the extraction, transformation, and loading of data into IBP’s planning areas. In many scenarios, SAP Integration Suite is also critical, especially for real-time or near-real-time integrations. Expertise here includes knowing how to design efficient data flows, map fields between systems, implement transformation logic, and monitor processes for both accuracy and performance. When issues occur, the ability to diagnose and resolve them quickly is essential, as planning cycles cannot afford delays caused by integration breakdowns.

Data Management and Quality Assurance

Even the most technically sound integration can fail if the underlying data is flawed. Data management and data quality assurance are therefore central to successful IBP integrations. This means cleansing, standardizing, and validating master data before integration begins. Establishing governance rules and validation processes ensures that data remains reliable over time, preventing inaccurate forecasts and avoiding disruptions in planning.

Functional Knowledge of Connected Systems

Integrations are about business process continuity. A successful IBP integration professional also understands the systems that feed into and draw from IBP, like S/4HANA for transactional data and WMS for inventory information. Without this functional awareness, integrations can end up being technically correct but operationally ineffective. Knowing where the data originates, how it is used in each system, and its role in planning cycles helps deliver genuine business value.

Supply Chain Planning Expertise

Because IBP is fundamentally a planning platform, integration specialists must have a working knowledge of supply chain planning processes. This ranges from understanding statistical forecasting, to balancing supply and capacity constraints against demand, to the execution of Sales and Operations Planning (S&OP) cycles. Inventory optimization is another important aspect, since knowing how stock and service levels are calculated and maintained ensures that integrations supply data in a way that supports the organization’s performance objectives.

Advanced SQL and Scripting Skills

While SAP provides out-of-the-box templates for integrations, most projects require some level of customization. As such, proficiency in SQL is essential for extracting, merging, and transforming data. Additionally, scripting languages such as JavaScript or Python are often used in CPI-DS or the Integration Suite to implement advanced business logic or reformat data before loading. Given the large data volumes in planning environments, performance optimization is equally important. Poorly written queries or inefficient scripts can slow integration jobs and impact planning performance.

Problem-Solving and Troubleshooting

No integration project runs without challenges. Whether it’s mismatched data between systems or time zone differences in planning calendars, issues will arise. The ability to quickly isolate the root cause and resolve it, without disrupting critical planning cycles, is a hallmark of a skilled integration professional. Problem-solving often extends beyond technical investigation as well. It involves working with business stakeholders to confirm intended data flows and ensuring that the integration aligns with operational goals.

Testing and Validation

Thorough testing and validation safeguards against costly mistakes. Strong testing practices include unit testing for individual scenarios, regression testing, end-to-end testing across systems, and user acceptance testing. Proper documentation, from mapping logic to troubleshooting steps, is also key in supporting long-term stability and maintenance.

Project Management and Communication

Because IBP integrations often span multiple teams and functions, soft skills like project management and communication are just as critical as technical expertise. Integration professionals must be able to clearly explain technical issues in business-friendly terms, managing timelines and documenting processes for future reference.

FINAL THOUGHTS

SAP IBP integrations require a well-rounded blend of system expertise, supply chain knowledge, data management skills, and collaborative problem-solving. The most effective professionals in this space are those who can translate complex technical requirements into practical business outcomes, ensuring that integrated systems deliver the accurate, timely information needed for better decision-making. By building capabilities across these areas, organizations and consultants alike can ensure SAP IBP integrations are scalable and impactful. Ready to get started? Click here to learn more about our SAP Staffing solutions.

Sambhrant Kumar sambhrant.kumar@gmail.com 5095928244 Finding a New Position Hi There, My name is Sambhrant and I am looking for a Product Manager/Product Owner/Program manager role. I have 15 years of tech experience and 7+ years Product experience at Amazon after my MBA. Looking forward to hearing back from you. Sam 0cAFcWeA4kcsh2EchdkHiJUslO8BTr76t5LH9G9HrgpcGU1U9Xe26bWEvbTU62It53FpQJDWOmO_UsbjIx6VSpcNStX0l0gGv7ykcsOEVtuxmGmTHpSFv_V2Wfbx8vX1eKdJkyn2dJRY3p3tO6miUVTcfme1Jw4ddJy7Q4A8TCS4s8O3wtyS_xO0mTnODteVCXOQxo2glU64En-FwcL-eNsEhrcirnpGgMwdp8s_ZZIGASFt_jFGEWpDOhq7QuzhZdpVHpZbq2xvmkaY_ARtivi43sHuEcNVxeypv06rTFdBZob9BBTBeOW4Byy0KcDE2kKn-N9ytwznY5_aVrZxl85yjMSJaHH8XdljQ4MGC66pdy_AQMN_58MDJNUymDg4nx7DkFH8jzRVGNU_8OBgxhsCwoPeLJR9Uspy3fWQELVNOpjutFmnsaaLRqM0wHkKXkLqLna8GxN0nHtjhdyhdP5BU6W0VLNNZDyejouOxa7ZuFVfIiwWAPXzII5yK6IbGy3EZ5ORX6bmZrrovWd16dqYXEFJHvO9q_RBpIKd7FtMFntCo-uHtVhPNMJjnTdP7f5uB6BCYkxfv3myVGbVluKWagGt4AopuMsJwH5wNbihfgrxNyXM5l71xFr3cneZ4epvSnxvecLBDPW0Na6HvmW-w9JV_6cbdTwgu1JKgt8kfFPENeXTX3GGpH5Apbr11qi_ErcGObTUL6dZsMQU_zSjtf2uXfEsrprkqfN959yMDdVC6xN_dTEJUnC9eonDxrskZFBsq_VCXN 435 15.248.6.172 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:140.0) Gecko/20100101 Firefox/140.0 https://bullcitytalent.com/contact-us/ September 3, 2025 2:06 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sambhrant Kumar sambhrant.kumar@gmail.com 5095928244 Finding a New Position Hi There, My name is Sambhrant and I am looking for a Product Manager/Product Owner/Program manager role. I have 15 years of tech experience and 7+ years Product experience at Amazon after my MBA. Looking forward to hearing back from you. Sam 0cAFcWeA7obm_ywdXDtJjCiKY3Yjy62JygXcEyr1WKwOAEBuAvYfAdvJVbfVq5gCO2_REiY5-1MjgKaxGk24OA2j4FAnkSkVWEApQvJBNYBtEgG8XcVeZqXTlhEOq3d8xXBpwsWwtlyF_JQgW76ImHhVXlWFTwzy8iwu4mSPifyV-R0-gmTVuAtF7qIfmylam_IXLybLqiPROKLvw-8HM7U37U33SpPK04ZRDMurWlQccsqFAsqQgzr3p6D7DBpE_xyfBNg5GX9Q6O-XQd8EgmISxj_S41qZK635eK7IImmsg6RbvgbA3iXVmIHaXfPKuyVK8iMwbkVIUrb0GCz7LY2OQasWamaznFwJ3o1ybMFlvPGCzV7_Es92XnuEvSxKVckvMr5bdKPs7yJLsfcSZxCto6LBkXBjBICcrXbZZJqyZvU4itcKKEu9EYhewkU2wxlYeb-fMmA_g5Duj8_zKuzlwhNbYCoJ2Yv-5DeW4Kcul-Vyal2VJiWljH89rp8E852LVCOUOfmSvs7V7SNmuAg4Wd-TSHxmcggF682Nyy4rCCOHZZZNE0xGq-D1YOBW2FvzeWPhoU5rAIxmBZ3OUMYP4Gh8sHYM6siQNJWufl4kqdc9dhvG3e-p6kOHzOFRBQOBD2urri0P2LL01rvRlDOyO6tcnmo1ifGSXGnYeFTKUUU5xOuqYJIBRZRJKiMqjhnnF8CQLNP6dnhdvU71XIEZ2V6Iz9KoINyyeA4Td0REFCcUw1UJoWQhNxgcZpAz-kwPGFaGJv9jOvKgZOausV_wa16xXhGYyGSQ 436 15.248.6.172 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:140.0) Gecko/20100101 Firefox/140.0 https://bullcitytalent.com/contact-us/ September 3, 2025 2:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sambhrant Kumar sambhrant.kumar@gmail.com 5095928244 Finding a New Position Hi There, My name is Sambhrant and I am looking for a Product Manager/Product Owner/Program manager role. I have 15 years of tech experience and 7+ years Product experience at Amazon after my MBA. Looking forward to hearing back from you. Sam 0cAFcWeA6hHTNxep4TZ_F9XUFUOCy1197z4_1huwQ7q7U9F6YEgLzArFM3-nQ1wZ-Cmh1W03GjrVfWaW7XLxcYX1CLaLe1G6bvc-efiITxX7vMxTRHOp8uJSh3FWIIwvw-zbe1WWblqGjTujvuxctkjNBfb9-a78lVNtSq3skfES-uXrJzkcxq1ea_GhdiXxE_20zHlHBSzttYbWgV5qguJkSfLi-IyVul8R-8WYRKGvtvMvLTr9UAP8tluZq0mifh1nT9KhS0V_ay-hesR2GHubBS9oBarn7pUEGWu_mCEfrV2R2RvA_kh9jV2bDPGJnVyF9Vu7gVybXrH7bmr2GMr-xX-DpLJS1sJUkrXAbnfx5oeDVME40axeq4YnEOLg6B8zMJZKzTPDGwoo0iwyrAViJf0QbSdt2WJvXnb5KfahEMxLf-gTkJqUI-LZUtRclj_TGNqfW9lLo2AJRHyiYLVZtuh06qOlnxdZlBtAOpL7H3dexQ80lJ3qu0tJBZSrgD_fmsL6d7ChlacjZLy3a_yCYfwwCE6uVpZLyPnTXIo144lqAeY5-zFM1aaQUiMhKF-fzWOD0ber8nv44dbPXV60VNYUw3Ihr6XNvQ-xgHW2EX63m9IiLla5AuDyLT4zYtBeKufwCdNzmLlXbdMv3CfE9sDUtQmdwp5I1-y7CyDj91HC6iejq-7eX1w51K1X4NL5UJExwXVxb_JPpZhEmGyv0VlwGvZkUwe7qVWN3_KXzbqzFQCOalDApZBvoVAFz7izCV-12v8JUAtafPCYpEHSo7V52kpldQ5DNi45IWyqEvbnCbBYVnuM4 437 15.248.6.172 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:140.0) Gecko/20100101 Firefox/140.0 https://bullcitytalent.com/contact-us/ September 3, 2025 2:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Implementing Artificial Intelligence (AI), Machine Learning (ML), or other innovative technologies remains at the top of many CIOs’ priority lists, as these modern technologies allow for advancements in multiple business sectors such as IT, talent and recruiting, marketing, and more. However, along with many other strategic initiatives, making sure your employees are on board and ready for adoption is a major part of the equation. In this piece, we discuss how you can prepare your team for change and outline a few key strategies for overcoming AI adoption challenges.

Overcoming AI Adoption Challenges

Oftentimes, as with any technology, a lack or misuse of information can create barriers to successful implementation and adoption. Employees often fear the possibility of downsizing, being left behind, and/or not understanding how technology will be used. These issues can be mitigated through certain methods that will successfully inform your employees about the future of AI in your organization. To help alleviate these concerns, here are some tips that will help build trust and make your transformation a success:

Find a practical solution: Address a well-known issue, that often requires significant manual effort, to promote the perception of AI/ML as a tool and asset rather than a rival.
Be transparent: Ensure users understand the inner workings of AI/ML and their capabilities, emphasizing transparency along the way. Develop user training programs, enabling them to tweak algorithms and help understand the outcomes of the technology fully.
Further enable existing skillsets: Find methods to empower your teams to improve their job performance. Leveraging existing talent and skills upskills employees and the organization entirely.

Establishing an AI/ML Implementation Roadmap for Success

Below we outline a few considerations for a successful AI/ML implementation when it comes to ensuring employee engagement and successful user adoption.

Practicality

Demonstrating the efficiency and practicality of AI and ML is one way to show your organization that implementing modern technology is beneficial. Without the help of AI, employees can be tasked with tedious labor, such as surfing through thousands of pieces of data or other mundane “red tape” types of labor. A recent study showed that 81% of employees feel AI improves their job performance, and these tools can improve worker productivity by as much as 14%. For organizations, it’s important to find ways to help employees with technical and time-consuming tasks, making it easier for them to spend more time focusing on critical thinking, problem-solving, and other high-level activities.

Transparency

Often, resistance to change comes from a fear of the unknown or misinformation in general. If employees understand how AI and ML will be used in their position and familiarize themselves with these new platforms, they may not feel as overwhelming or daunting to face. As such, educate employees on the algorithms AI and ML are using so employees feel comfortable and confident that the software is performing correctly and efficiently. Also, delegate an employee or provide a method for users to set parameters on the new software so your employees are, or feel, in control. Additionally, showing employees their success and increased productivity is a wonderful way for them to embrace this modern technology. Leading by example can help facilitate comfort in a potentially uncomfortable time.

Enablement

A big implication of adopting AI is the fear that automated technologies will make positions obsolete. Showing employees that AI can improve their job instead of replacing it is key in facilitating positive change management. In our recommendation, one of the greatest benefits of AI and ML will be to augment roles in order to improve the skillset of your current organization. For example, for sales and marketing teams, AI can help generate potential leads and clients as it can sift through loads of data and produce potential prospects. AI can enable your teams to perform better, and as a manager, demonstrating the value of this can help to gain the trust and buy-in of your employees. As such, allow your teams to see “what-if” analyses. Doing so can help employees visualize the practicality of AI and ML and how it will impact day-to-day operations, not just question the theoretical outcome.

Looking Ahead

Are you looking to embark on an implementation of a new AI or ML technology? Reach out to BCTG today to ensure you have the talent you need. This post was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

SAP systems are often customized and complex, which is why many organizations bring on SAP consultants to help meet unique business or project needs – whether it be an SAP BTP solution architect to assist in building a custom BTP application, or an SAP change management lead to help ensure end-user adoption across an organization. To ensure an SAP project’s success, however, businesses must hire consultants accordingly, matching the talent to their specific needs at that specific time. Most often, this revolves around balancing functional vs. technical SAP consultants at different stages of your project.

What is the Difference?

Functional SAP consultants focus on business processes, while technical SAP consultants focus on customizing and developing the SAP system. For businesses starting fresh with SAP, they will often utilize both types of consultants — functional consultants for help choosing the system and technical consultants for help implementing it. However, for more early-stage challenges with planning, businesses may only require a functional consultant, and for more back-end, system-related challenges, businesses may only require a technical consultant. For example, a functional consultant brought on to support the Head of Supply Chain may suggest SAP IBP or SAP EWM, depending on the company's needs, and work on developing the project plan that the technical consultant will help then see through. Here’s how to best determine when to leverage a functional vs. technical SAP consultant:

WHEN TO LEVERAGE A FUNCTIONAL VS. TECHNICAL SAP CONSULTANT

Needs Fulfilled by a Functional SAP Consultant

Functional SAP consultants are hired to help with the business processes. These types of consultants work in specific business areas, such as production planning or sales, helping clients find the best-fit solution for their company and needs, configuring the solution to their existing business processes, and supporting the change management process.

Solution Selection

Functional consultants understand how to optimize different areas of an organization, such as finance or customer experience, using SAP solutions, and they use this understanding to suggest which solutions are needed to best solve specific business problems. For instance, if a retailer is experiencing difficulty tracking sales opportunities or providing personalized customer service, a functional consultant may suggest SAP Customer Relationship Management.

Configuration

Functional consultants can also help with configuration, helping to arrange and set up the selected SAP solution to match their client’s business needs and goals. Unlike technical consultants who write the code for customization, functional consultants utilize the SAP systems’ built-in settings and tools for any customizations. They also work to define workflows and set parameters to ensure the system runs smoothly.

Change Management

Change management is also an important aspect that functional consultants cover. They do so by helping to analyze the structure, processes, and culture an organization already has in place to determine the best strategy for transitioning to a new SAP solution. Functional consultants also offer training and support to help ensure employees know how to use the new system.

Needs Fulfilled by a Technical SAP Consultant

On the other hand, technical SAP consultants focus on implementing, customizing, developing, and maintaining the SAP system. While functional consultants can help design the implementation plan for, it’s the technical consultants who work to carry out the implementation and ensure lasting success.

Integration & Customization

Integration, which occurs as the SAP implementation begins, is a complex process that can present many challenges, and technical consultants can help address these challenges that businesses may fac. For instance, many businesses have trouble connecting SAP systems with their third-party applications, and technical consultants have the skills to leverage SAP BTP to enable this connection.

Upgrades & Migration

Technical consultants also help with upgrades and migrations. As SAP continues to make the push towards SAP S/4HANA, for example, technical consultants are critical to managing the upgrade from ECC. This includes analyzing how the upgrade could impact the existing system and rewriting customized codes to allow for compatibility with S/4. They also have skills for data migration and can assist with transferring data from a client’s legacy system to the new system.

Security & Compliance

Security and compliance are also areas covered by technical consultants. With cybersecurity skills, they can suggest pathways to protect a business’s data and assets, which is especially important for highly regulated industries like healthcare and finance. Through implementing security policies and managing user authentication, technical consultants can help these businesses meet regulatory compliance standards and protect sensitive data.

Finding the Right Fit For Your Business

In order to find the right consultant for your business, you need to first define and establish your business needs. Functional SAP consultants can help solve issues related to business functions and processes, while technical SAP consultants can help with more specific issues related to how the SAP system is running. Furthermore, technical SAP consultants can be great to solve quick problems with already established SAP software, but for long-term projects, like choosing to implement new SAP software, businesses may want to bring in a functional SAP consultant as well. By understanding when to bring on a functional vs. technical SAP consultant, businesses can ensure that their operations run smoothly. If your business is gearing up for an SAP project and needs help finding an SAP consultant for the job, click here.  Contributions from Natalie Pollock

Lara Rohr lrohrbusinessanalyst@gmail.com 5123181909 Finding a New Position Senior Business Analyst | SAFe 6 Trained | Certified ScrumMaster (CSM) Hello! I’m a Senior Business Analyst with experience across both private and public sectors, helping teams bring ideas to life through cloud transformation, human-centered design, and agile delivery. I love partnering with stakeholders to bridge business goals and technology solutions, driving efficiency, innovation, and measurable impact. With a Master’s and Bachelor’s in IT, I specialize in SDLC, vendor management, and global UAT delivery. I thrive on helping teams adapt, deliver smarter, and create scalable solutions that make a difference. I’m excited to explore opportunities where I can contribute my experience and passion for helping organizations succeed. Please consider me for employment as I am seeking immediate opportunity. Thank you, Lara Rohr 0cAFcWeA5RWkxwvSqTIc8ijDTC8VOMp_TWoNl4k1KJTblipFwtmcrysRtocsJsZh71MW_txnkTwLFmIdL1xxrJfX4PVp_ACR33WvYIeJro-WhzcZTaKyneg6VbNFYZOfMDMXQvVrFPgTQ0B3zRpGxiT0S0yCfRwTB4wN3DQHlL8kW-wJpAlVkiRSLVRHoVveHH9Ix2PfuvxOHzV9lGx0Cn8mRsIm2eSzZrNU4IS-mKgNTEEz-yNmxKB2NJXZ8B5FQ7yHBwlvP7NVh_ErueIti7PLw9X13Fu-UnSINVeE0SIUIUGdpE8X5EeDz9ahDKWku--agMyZQ0V__DL01yVshvG0PH5yTuayI2Z5l0M2Uz4Ybeo5amM7eW9pD91vEYKHcqqaC4EoeYXL2YXdnPLroXBnV3fLPLBGpix9ueHlvXR-ad4n7V1PGtL9mYLiEJBOuv4n5_wbtegMsVOZ2BeQ2Msjvc4u4gfCAghIwPmxqNy-SYTQ1BKcnjoOZHQkhPQ6Cd1hyzu0oEbYaKSlEiEQMgV_um_LD4kjFKJc_U5vv5R2SNXz6LPiU5zvEwl0iICHHf3x2p-dwiyz3493iNG4HWpBT1zLsDZR0n7l3YMEO_m7ExZjJvKVn5ITUcux5rfEaq3BN8UG4jCoZj-vEFZXzmRwd2QbJEsTa2Q-XOvyXPHB5ZaFl2OSrY6K3j_iPAckoj7M6NrhRKQpxt6kOI1Shs-R2NITUQ70N3iE64VXlg7Nww7WxrvURyDkGTkBkcyoDtVYsUXIW6fAdgr4dwtPJpQ2YHNk5T1fBMU5EBxdq-22yCtOM_LoTZUAtxJOypjyLAlZGEiGxTi5NqRSC8-bHV9GfRWGlSFjAz7sH05qIuEY_cp5Ac0apmhxo 438 35.147.116.122 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 Edg/139.0.0.0 https://bullcitytalent.com/contact-us/ September 7, 2025 10:37 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Within wholesale distribution, efficient inventory fulfillment can make or break a business. Small- to mid-size distributors often face unique challenges in keeping up with demand while maintaining optimal inventory levels and fulfilling orders accurately and swiftly. SAP Extended Warehouse Management (EWM) counteracts these challenges, offering a robust solution tailored to the needs of businesses of varying sizes. In this post, we explore considerations for optimizing SAP EWM for inventory fulfillment.

UNDERSTANDING THE CHALLENGES

Before delving into the solutions, it's crucial to grasp the challenges that small- to mid-size wholesale distributors commonly encounter, including:

Limited visibility into inventory across multiple warehouses or locations, which can lead to stockouts or overstocking and inefficient space utilization.

Manual processes and disparate systems increase the risk of errors in order processing, resulting in delays, customer dissatisfaction, potential revenue loss, and more.

Fulfilling orders accurately and on time while managing various order types, including wholesale, retail, eCommerce, and so on, can be challenging without a centralized system.

As businesses grow, their inventory management systems must scale accordingly to accommodate increased demand and evolving operational needs.

SAP EWM FOR INVENTORY FULFILLMENT

SAP EWM offers a comprehensive suite of tools and features designed to address the unique requirements and challenges of small- to mid-size businesses.

Real-time Inventory Visibility

SAP EWM provides real-time visibility into inventory levels across warehouses, enabling distributors to make informed decisions regarding stock allocation, replenishment, and demand forecasting. With features such as bin-level tracking and RFID integration, businesses can accurately monitor inventory movements and optimize warehouse space utilization.

Order Accuracy and Processing

By automating order processing workflows and integrating with other SAP modules such as Sales and Distribution (SD) and Materials Management (MM), SAP EWM ensures order accuracy from receipt to fulfillment. Advanced picking strategies, including wave picking and batch picking, optimize picking routes and minimize fulfillment time, leading to faster order processing and improved customer satisfaction.

Efficient Fulfillment

SAP EWM streamlines order fulfillment processes by providing configurable workflows for various order types, like retail and eCommerce. Distributors can prioritize orders based on customer SLAs, allocate inventory dynamically, and manage cross-docking and drop-shipping scenarios seamlessly. Additionally, integration with transportation management systems (TMS) enables end-to-end visibility and optimization of inbound and outbound logistics.

Scalability and Flexibility

As businesses expand, SAP EWM offers scalability and flexibility to adapt to evolving operational needs. Whether opening new warehouses, introducing new product lines, or expanding into new markets, SAP EWM can scale alongside the business.

GETTING STARTED WITH SAP EWM

In today's competitive landscape, small- to mid-size wholesale distributors must leverage technology to streamline their operations and deliver exceptional customer experiences – if not, they risk falling behind. SAP EWM offers a comprehensive solution tailored to the unique needs of wholesale distribution, providing real-time inventory visibility, order accuracy, efficient fulfillment, scalability, and more. By embracing SAP EWM and following best practices in optimization, wholesale distributors can unlock new levels of operational excellence and stay ahead of the competition in an increasingly digital world. With the right technology partner and strategic approach, the journey to efficient inventory management and order fulfillment has never been more attainable for small- to mid-size distributors. To learn more about getting started with SAP EWM for inventory fulfillment, contact BCTG today. This post was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Sujeeth Pentapadu sujeeth891@gmail.com 7065866466 Land my next gig in an exciting company Selenium, Cypress, RestAssured, SOAP UI, ReadyAPI, SpecFlow, JMeter, GTUI, Playwright, Appium, Java, JavaScript, TypeScript, VB Script, Ruby, Python, Groovy, C, C++,TestNG, Cucumber, Jasmine, Karate, Pytest, Robot Framework, Continuous Integration Continuous Delivery CICD, Devops, Azure, BowserStack, Maven, Gherkin, Linux, Node.js, Swagger, Redis, POM, Nodejs, Grafana, Kibana, GitHub, Bash, Docker, PowerShell, Guidewire, Azure, Software Testing Methodologies, API Testing, Performance Testing, Integration Testing, User Acceptance Testing, WebSecurity testing, Test Driven development, Analytical Skills, Microservices, K6, Gatlin, Microsoft Office- Word, Excel, Presentation, Project Management Office, Espresso, XCTest, UiAutomator2, STLC, SDLC, SFTP, SSH, RESTful API, log4j, Allure, Junit, XPATH, JSON, HTML, CSS, XML, EOM, ATG, Retail, Banking, Insurance, SaaS, CRM, NewRelic, Kafka, AWS- S3, SQS, Cloudwatch, EC2, JIRA, Zypher, TestRail, Mingle, ALM, SQL Server, Oracle, Snowflake, MongoDB, PostgreSQL, Agile - Scrum, Waterfall. Building my career as an independent consultant Learning new business and technical skills I am a QA Software Testing with 12 years of experience as Automation and Manual tester. My major area of expertise lies in UI and API automation using different tools and frameworks. Over the years, I have demonstrated proficiency in designing Automation Frameworks and meticulously executing test cases to ensure product quality. Moreover, having served as a QA SDET, I have gained my leadership skills and am passionate about driving teams towards success, while prioritizing client satisfaction through the delivery of high-quality products. Currently seeking new challenges, I am eager to bring my diverse skill set and make meaningful contributions to your projects. I am confident that my background aligns well with the requirements of the role. If you need any further details, I am pleased to furnish the same. 0cAFcWeA4lrZ2X1-Mp61QEcg-DUuQGPjf1nHki___g1ayznw2ZMIM0sNhRoFg7sC_4H04MlHiOVYcGbdL60GTWbwqGTIxIm-p2xNQTtNHo_7rBGxLjxi8lzCfHlWCMWkoJpwJszAgyrX2Wp_P4cDkQ4-0pBx5kKh_VFLIKcP9o3Xfznt1RG_LhEvn6913rOF8ltlbQz25lJTNdM1H-Et6YbwRfWjcRpPMDUgc5uBl9J802lLfDrWJMsL4QVcGFdJeHpz1J_6uxrSt9-NKYCmR0RPCUnHOWJ9kBTN6cQs5PogVFgxuqDJtnCqfJlufqm5hOhVrs3ziNn0EGmPZTKBXpiX8U3ur3HGrge8f2YyTeoSTeXfaYF4x5telnjV1e-g5JL6sMCE68AoKVV_ViLf1-lqn98AxGM1_R_ulc0iLPxOrxmknUdvd_zMBWXG6Lm7M125TGjS3acIyVKA0DBtVO5AEynTgIqZGriq3iVMNv2VCQGOkGDKk_UUOMVWprZwf-eLvd2Mq85sIKgA2tEsEGnHbB_NFDUIESgNRfc3Rzr92iJb5zZlHUNW__UNb7uyXHHAg524Tivyhpn0M_hRdpTgKwmYqeo6oa1vGK_0Bxh_3cnp2HgWWDhrvwTW3iBKnPCcIsNqVolpsCK9bGqO_AUx5te18X5O_uKRN5Y6O65vMgkWQVIMmzt8ckAem6DsEseI0FZ5H9-vnbPt7aQwgm1r20IV_7-4sTcEQFENdfY7UEFaYDtv6kk-wDgG578GZi0FrLIlfrzrugG2-v8lIwyNXyYvzWqHB_tSEYF36Q7w6q4Y64HbbsRzzV-_UwkIEtFtxU2II3f6F4m-RdtNSc7axbDr_IXJNVSg 198 67.11.136.248 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/join-community/ September 10, 2025 12:41 am 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sujeeth Pentapadu sujeeth891@gmail.com 7065866466 Land my next gig in an exciting company Selenium, Cypress, RestAssured, SOAP UI, ReadyAPI, SpecFlow, JMeter, GTUI, Playwright, Appium, Java, JavaScript, TypeScript, VB Script, Ruby, Python, Groovy, C, C++,TestNG, Cucumber, Jasmine, Karate, Pytest, Robot Framework, Continuous Integration Continuous Delivery CICD, Devops, Azure, BowserStack, Maven, Gherkin, Linux, Node.js, Swagger, Redis, POM, Nodejs, Grafana, Kibana, GitHub, Bash, Docker, PowerShell, Guidewire, Azure, Software Testing Methodologies, API Testing, Performance Testing, Integration Testing, User Acceptance Testing, WebSecurity testing, Test Driven development, Analytical Skills, Microservices, K6, Gatlin, Microsoft Office- Word, Excel, Presentation, Project Management Office, Espresso, XCTest, UiAutomator2, STLC, SDLC, SFTP, SSH, RESTful API, log4j, Allure, Junit, XPATH, JSON, HTML, CSS, XML, EOM, ATG, Retail, Banking, Insurance, SaaS, CRM, NewRelic, Kafka, AWS- S3, SQS, Cloudwatch, EC2, JIRA, Zypher, TestRail, Mingle, ALM, SQL Server, Oracle, Snowflake, MongoDB, PostgreSQL, Agile - Scrum, Waterfall. Building my career as an independent consultant Learning new business and technical skills I am a QA Software Testing with 12 years of experience as Automation and Manual tester. My major area of expertise lies in UI and API automation using different tools and frameworks. Over the years, I have demonstrated proficiency in designing Automation Frameworks and meticulously executing test cases to ensure product quality. Moreover, having served as a QA SDET, I have gained my leadership skills and am passionate about driving teams towards success, while prioritizing client satisfaction through the delivery of high-quality products. Currently seeking new challenges, I am eager to bring my diverse skill set and make meaningful contributions to your projects. I am confident that my background aligns well with the requirements of the role. If you need any further details, I am pleased to furnish the same. 0cAFcWeA5c3IKWjfYKsxh1X33_GtJF8yzIjkmZ7WPjp6SPeuY5zwSFhPxzSQxBcLirk_0jhb6nvXkTSsT2EZNP8Zor0uyEiv5WnWvyDSpCM1jM1r20jIOucyCJh_QPimL_dO-h_YeuS9XhubAGupOrOwEVuG6KwggrwBPKlIniKyxuvSscMZJBHB1kkgaHViFPFSXnJfGW5Roz4uBTEvwEbN_2IJRUTOowavNdAqCdy0ANg4nUAyy5XjKHyA7pxitdPe63ly9KQ97taRFdb6xVlvPmy0fex2qsDlfcD9iHBuiQ5pclLCVnSxRC4XYzQ9FXWLWxO7S5mBQuPWl1zruU4NQATPLsDN3UinNNnP-IVgLNalXr9Qnbtw-pTy8lGkqjMp_x95fQqIHpJderwPacVKDT_SYcxBqCiFFzMGs8PB2EZp-K1pDI3ncakCuHAiEGHE2FFPQi21q9_BEV04IZeA8TzsVdQw6dFPNq2oObYBIRu45hSXTJ2WU74Ub-sUhKXwJutiirSASqFhi6xksz00uzZDl0pFkIRE2lMyHOG5STSxxvbdZTrbJUuwbGFfPKhyHuRhtypPFag3mCPG1U9IeQ7n8I4eFaLfaa_qs1NRbjwH1vrLRqpzw_r-fYJz7mz5dIhxEVAbOX2IiY_YQN7opQCvMVdsUuJ5xh0g0udFPsSlmqUgpLbMtvwaXmvwb-ne94giYE1Nu1nq_y44GD6M4FbWb4jBuGmCFD3k3hK36_jLT3t3OGgLECsvhZ093Bj9AvviIXaWrVKynHOLXOd20Dtgr90M8vlcXQTyu_d1mjiXuYg97tVWKJ1SxLhDoneK70K--E61EM 199 67.11.136.248 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/139.0.0.0 Safari/537.36 https://bullcitytalent.com/join-community/ September 10, 2025 12:41 am 1810 join-community Join Our Community https://bullcitytalent.com/join-community/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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As companies increasingly embrace digital transformation, the decision to migrate ERP systems to the cloud, particularly through SAP, has become a pivotal strategic move. SAP offers a variety of cloud deployment models, and among these options is SAP Cloud ERP Private, a cloud deployment that combines the flexibility of the cloud with enhanced control and security. But why should your company choose SAP Cloud ERP Private? This eBook explores what SAP Cloud ERP Private is and key factors to consider when deciding if it is the right fit for your business.

SAP ERP DEPLOYMENT OPTIONS

Before diving into the specifics of SAP Cloud ERP Private, it's essential to understand the broader context of SAP’s cloud ERP offerings. SAP provides three main deployment options:

Public Cloud: Shared infrastructure hosted by SAP or a cloud provider, offering standardized, multi-tenant solutions. Ideal for companies prioritizing speed, cost-efficiency, and standard best practices.
Private Cloud: Dedicated infrastructure hosted either on-premises or by SAP. Ideal for companies seeking customization, control, compliance, and flexibility.
Hybrid Cloud: A combination of on-premises and cloud-based systems, enabling selective migration and phased digital transformation.

SAP Cloud ERP Private falls under the private cloud category, designed for businesses that need cloud benefits without sacrificing control or compliance.

WHAT IS SAP CLOUD ERP PRIVATE?

SAP Cloud ERP Private is a cloud deployment model where your ERP environment is provisioned on a dedicated, single-tenant infrastructure. This infrastructure can be hosted by SAP, meaning SAP manages the private cloud infrastructure and software updates, or, in some cases, on-premises, meaning the setup is maintained on a customer-controlled data center or through a specialized hosting partner. The most common reason businesses choose SAP Cloud ERP Private is because it offers a blend of cloud advantages, such as scalability and managed services, with the level of control, customization, and security traditionally associated with on-premises ERP systems.

DOWNLOAD THE FULL EBOOK BELOW.

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Non-profits have always faced the challenge of doing more with less. Limited budgets and lean teams coupled with rising demands from the communities they serve require constant creativity and efficiency. AI is becoming a powerful tool for non-profits, helping them stretch limited resources and maximize impact. Earlier this year, BCTG's Kyle Montgomery sat down with AI consultant Brian Stitt to discuss the impact of AI for non-profit organizations (NPOs).

UNDERSTANDING THE USE OF AI FOR NPOS

AI won’t replace the heart of nonprofit work—the people and passion driving it forward—but it can be a force multiplier. For instance, AI can streamline routine tasks like donor database management and volunteer scheduling, freeing up staff to focus on mission-driven work. It also supports more advanced capabilities such as predictive analytics to identify potential donors and chatbots to enhance supporter engagement.

Watch the From the Bull’s Eye episode below.

[embed]https://youtu.be/A8xAdv5bHdo[/embed]

FINAL THOUGHTS

While challenges such as data privacy, cost, and responsible use remain, non-profits that thoughtfully adopt AI stand to amplify their social impact. To continue the conversation, click here.

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For CIOs and IT leaders, the concept of an IT roadmap isn’t new. You already understand its purpose as a strategic tool. The challenge isn’t in defining what a roadmap is, but rather, it’s in crafting one that balances long-term vision with the agility to adapt and delivers measurable business value under constantly changing market conditions. In today’s environment, where technology decisions can make or break competitive advantage, an IT roadmap must function as more than a timeline of projects. It needs to be a strategic operating model that’s continuously tested and refined. This IT roadmap guide for CIOs takes a deeper look at how to build and execute a roadmap, addressing the complexities IT leaders face in translating strategy into action.

IT ROADMAP GUIDE FOR CIOS

Link the Roadmap to Strategy

Every roadmap starts with business strategy, but the process is less about identifying general alignment and more about translating strategic objectives into actionable technology investments. CIOs should start by working with the executive team to unpack the specific capabilities the business will need to achieve its goals, whether that’s faster product launches or scalable digital operations. The roadmap should then be framed in terms of these capabilities. This creates a direct line from technology investments to enterprise value. It also forces conversations about sequencing, determining which capabilities must be built first to enable others. Without this link, the roadmap risks becoming a wish list of initiatives rather than a cohesive plan. Scenario planning is equally important. By envisioning multiple potential business futures, such as new market entries or acquisitions, you can stress-test your roadmap to ensure it holds up under different conditions. This makes the plan resilient without locking it into a single path.

Go Beyond the Basic IT Assessment

A standard current-state IT assessment looks at infrastructure, applications, processes, and skills. For a more advanced roadmap, the assessment needs to dig deeper into factors that influence not just readiness but sustainability. One critical dimension is understanding not just where technical debt exists but how quickly it’s growing and where it’s concentrated. This informs both investment priorities and risk management. Another is organizational readiness, understanding whether the organization can absorb the pace of change you’re targeting. Data maturity is another essential area. Many transformation efforts struggle because they assume the organization can move immediately to advanced analytics or AI and automation. Without a clear picture of data quality, integrity, governance, and accessibility, these initiatives are at risk before they even start. Finally, consider ecosystem dependencies. This includes the health and stability of your technology vendors and integration points, as roadmaps built on shaky supplier relationships or fragile integrations invite disruption later.

DOWNLOAD THE FULL EBOOK BELOW.

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Maintaining consumer goods sustainability is an increasingly important goal for businesses worldwide, particularly in industries where environmental concerns are driving shifts in production and supply chain strategies. In today’s world, sustainability isn't just about reducing waste or using eco-friendly materials; it's about creating resilient supply chains, reducing carbon footprints, optimizing resource use, and being transparent in business practices. It's also a consumer imperative. SAP provides robust tools for consumer products companies to achieve these sustainability goals through intelligent technology and integrated processes. Continue reading to learn more about leveraging SAP for consumer goods sustainability.

THE IMPORTANCE OF SUSTAINABILITY IN CONSUMER GOODS

Sustainability in the consumer products industry has evolved beyond a buzzword into a critical competitive differentiator. Companies in this space are under mounting pressure from consumers, regulators, and stakeholders to demonstrate environmental responsibility. From sourcing raw materials ethically to reducing waste in manufacturing processes, the challenge for consumer products organizations is not just how to meet these expectations but how to make sustainable practices scalable and profitable.

SAP FOR CONSUMER GOODS SUSTAINABILITY

ERP

One of the key ways SAP aids companies in meeting these challenges is through its ERP platforms, such as SAP S/4HANA, which offers a wide array of tools designed to support sustainability across the entire value chain. SAP’s comprehensive platforms help businesses track, measure, and reduce their environmental impact while also optimizing operations for efficiency. This enables companies to create products that are both sustainable and aligned with consumer expectations for social and environmental responsibility.

Supply Chain

The journey to sustainable consumer goods begins with supply chain transparency. With SAP, companies can gain real-time visibility into every stage of their supply chain. This transparency enables better decision-making, allowing businesses to source materials from responsible suppliers and minimize waste through better demand forecasting and resource allocation. SAP Ariba, for example, connects businesses with a global network of suppliers who are committed to sustainability. By leveraging SAP, businesses can make more informed purchasing decisions that reduce their environmental footprint and support ethical suppliers.

Production Processes

In addition to transparent sourcing, companies can use SAP’s digital tools to optimize production processes for sustainability. SAP’s Manufacturing Execution System (MES) allows businesses to closely monitor and optimize their manufacturing processes to reduce waste and enhance product quality. This is critical in CPG production, where the pressure to reduce costs often conflicts with the desire to adopt environmentally friendly practices. With the right digital tools, however, it’s possible to strike a balance between cost savings and sustainability. By monitoring consumption in real-time and tracking material waste, companies can make adjustments that lead to significant reductions in their environmental impact.

Product Lifecycles

Another area where SAP technology supports sustainability is in the management of product lifecycle data. As consumers become more informed about the origins of the products they purchase, companies need to ensure that they can trace the environmental impact of their products from the raw materials stage to the end of their lifecycle. SAP’s Product Lifecycle Management (PLM) solutions offer tools for tracking products through every stage of their lifecycle. This includes everything from design and material sourcing to production and eventual disposal or recycling. This data can be invaluable when businesses are developing new products or improving existing ones, as it allows them to evaluate the environmental impact of various decisions and find ways to reduce that impact.

Distribution Networks

Optimizing the distribution of products is another area where SAP’s solutions can make a significant difference in sustainability efforts. Efficient logistics are essential for reducing carbon emissions and improving the overall efficiency of supply chains. SAP’s Integrated Business Planning (IBP) and Transportation Management solutions provide businesses with powerful tools for planning and optimizing their distribution networks. By leveraging real-time data on transportation routes and vehicle capacities, companies can reduce their carbon emissions by selecting the most efficient transportation options. SAP’s logistics tools also enable businesses to improve their overall supply chain performance, helping them to minimize waste and reduce costs, enhancing sustainability in the process.

ACHIEVING LONG-TERM SUSTAINABILITY

As sustainability continues to become a defining factor in consumer goods, companies must adopt technology that supports long-term, impactful change. SAP offers a comprehensive suite of solutions that help businesses optimize their operations for sustainability while also driving innovation and growth. By leveraging these tools, companies can create more sustainable products, reduce waste, optimize resources, and maintain transparency across their supply chains. The result is a more resilient and sustainable consumer goods business—one that can thrive in a rapidly changing world where environmental responsibility is not just expected but demanded. At the end of the day, leveraging SAP for consumer goods sustainability is about transforming how businesses operate from the ground up. By integrating sustainability into every aspect of the business—from sourcing and manufacturing to logistics and product lifecycle management—SAP provides businesses with the tools they need to stay competitive and responsible. Looking for SAP talent to assist in your sustainability initiatives? We can help. This post was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

In IT environments, where long hours and complex projects are the norm, employee recognition is critical. Developers, engineers, analysts, and support staff are often solving problems behind the scenes. Without acknowledgment, burnout can creep in, and morale can suffer. While employee recognition in IT boosts team spirit, it also improves retention and productivity. Here are seven targeted ways to make recognition a priority in your organization:

PRIORITIZING EMPLOYEE RECOGNITION IN IT

Recognize in Real Time

Whether your team just wrapped up a system migration, recovered from a critical outage, or completed a sprint ahead of schedule, recognition should follow quickly. Timely praise reinforces that you understand and value the complexity of their work. In IT, long projects often culminate in tight deadlines or go-lives that require nights and weekends. Acknowledging that effort in real time, on Slack or at a team huddle, for example, ensures your team members feel seen before they move on to the next priority.

Tailor Recognition to the Person

A DevOps engineer and a UX designer may contribute to the same solution in very different ways. Recognition should reflect those differences. Instead of a generic “good job,” call out the specific contribution: maybe someone built an API that shaved hours off manual processing or troubleshot a production bug in record time. Beyond technical specificity, make recognition personal. Some IT professionals prefer private praise via email; others are proud to be recognized in front of the entire team or organization. Take note of what resonates with each individual.

Promote Peer-to-Peer Recognition

Your QA testers know when a developer goes above and beyond to help test before deployment, and your infrastructure team sees when the network engineer saves the day during a major outage. That’s why peer recognition is so powerful; it often comes from people who truly understand the challenges of the work. So, encourage your teams to give kudos to their peers! After all, peer recognition helps build camaraderie while breaking down silos between functions.

Align Recognition with Business Impact

It’s easy to get caught in the cycle of putting out fires in IT. But meaningful recognition highlights not just what was done, but why it matters. Tie praise back to business impact. For example, “Your automation script reduced deployment time by 40%, which helped us roll out updates faster to our enterprise customers.” Recognition like this helps IT professionals connect their work to the company’s broader goals, which is especially valuable for backend or infrastructure teams that rarely interact with end users.

Track and Improve How You Recognize

Recognition in IT should be as data-informed as the work itself. Are you recognizing your infrastructure and support teams as often as your app dev teams? Do your remote employees feel equally seen? Are women and underrepresented groups being recognized at the same rate as others? Gather feedback to understand what’s working and what’s not. If certain roles or groups are being left out, adjust your strategy. The goal is to create a culture where every contributor knows their efforts are appreciated.

FINAL THOUGHTS

In IT, great work keeps systems running, customers happy, and innovation moving forward. That’s why consistent and thoughtful recognition is so important. It ensures your team knows their efforts aren’t just functional — they’re valued. When you make recognition part of your culture, you build a team that’s motivated and proud to be part of your mission. Contact our team to continue the conversation.

IT recruiting has become increasingly competitive as organizations face a high demand for specialized candidates with up-to-date technical skills, yet a limited supply of qualified talent. Companies of all sizes are competing for professionals who not only possess strong technical expertise but also relevant industry experience. In response, social media has transformed talent acquisition strategies. By offering a platform for organizations to increase their visibility and expand their networks, social media is playing a crucial role in IT recruitment. Below, we explore how organizations can best use social media for IT recruiting.

The Role of Social Media for IT Recruiting

IT recruitment faces ongoing challenges in hiring, with talent shortages and demand that exceeds the available supply of talent. This situation is prompting organizations to adopt more innovative strategies to expand their reach and attract candidates. Social media has become an effective tool in this effort, offering speed, broader reach, and access to passive candidates who may not be actively seeking new opportunities. Today, 91% of employers leverage social media as part of their hiring process, tapping into platforms like LinkedIn, X, Facebook, GitHub, and even niche communities on Reddit. This shift aligns with changing candidate behavior, with 86% of job seekers using social media during their job search, and 73% of millennials reporting their most recent job being found through social media platforms. With millennials already making up a large portion of the workforce – and expected to dominate it entirely in the coming years – organizations cannot ignore these channels. Additionally, 81% of job seekers say they want to see career-related posts on Facebook, underscoring the value of the platform. Recruiters have also embraced social media to aid in employer branding, with 94% of recruiters reporting the use of social media for branding. Unlike traditional job boards or listings, social media enables real-time engagement and the ability to target passive job seekers. In fact, 82% of employers use social media to specifically target passive talent pools, a crucial strategy given that 73% of job seekers fall into this category.

Choosing the Right Platforms for IT Roles

Social media enables organizations to connect with the top candidates in the industry. LinkedIn, the leading professional networking site, is used by over 52 million people each week to search for jobs, making it an essential tool for employers to post openings and cast a wider net in the talent pool. On the other hand, platforms like GitHub and Stack Overflow allow recruiters to evaluate potential candidates through projects and activities posted on the platforms. Other platforms can expand recruitment beyond traditional job boards. Platforms like X and Reddit, for example, host niche discussions across various tech communities where recruiters can directly engage with potential candidates. Meanwhile, Facebook and Instagram are powerful tools for employer branding, helping organizations promote their culture and opportunities through targeted ads and posts. This is particularly important as 78.7% of worldwide Instagram users are Gen Z or Millennials, who are expected to represent the majority of the global workforce in the coming years.

Recruiting Strategies

Build a Strong Employer Brand: Consistently share content that highlights company culture, employee stories, career growth opportunities, and other aspects of your brand that could attract talent. Use Targeted, Engaging Ads: Create visually-appealing and concise postings tailored to the specific audience and platform, with clear calls to action. Leverage Keywords, Hashtags, and Paid Ads: Leveraging keywords, hashtags, and paid ads ensures your posts are reaching both active and passive job seekers. Tap into Professional Communities: Actively participate in discussions on LinkedIn, GitHub, Reddit, and other tech forums to connect with candidates. Encourage Employee Advocacy: Motivate current employees to share openings and company content to further extend their organization’s reach and credibility. Utilize Social Listening and Analytics: Monitor engagement and track trends to adjust recruitment efforts based on data insights and analytics to maximize results.

Challenges and Best Practices

A key aspect of social media recruiting is ensuring your organization avoids any spammy outreach. Overly frequent, generic messages can harm an employer’s reputation and deter top candidates from engaging. Most candidates will ignore non-personalized, repetitive emails, labeling them as spam in their heads. Additionally, with most recruitment strategies relying on analytics and targeting candidates online, adherence to data privacy laws is critical. Mishandling candidate data can lead to legal and reputational issues, resulting in loss of trust across candidates. Balancing between automation and personalization is another key practice in ensuring a smooth, memorable candidate experience. Overuse of automation tools can make communication feel robotic. Best practice involves finding the balance between automation and human touch to build genuine relationships with candidates. Lastly, maintaining brand consistency across platforms and channels can help build credibility for an organization. Inconsistent messaging or unprofessional posts can harm not only credibility but the employer brand as a whole. A clear, unified brand voice ensures candidates have a positive experience and impression, regardless of the channel.

Next Steps

IT recruitment can become a challenging task due to the high demand but low supply of qualified, experienced IT professionals. Social media for IT recruiting is becoming a standard and is essential in maintaining a foothold in the highly competitive IT recruitment process. Talk to an expert from our team today to learn more. Contributions from Ishank Shekhar

Rishabh Barmecha barmecha.rishabh93@gmail.com 8722427487 Finding a New Position Hi, I hope you’re doing well. I’m currently seeking opportunities in the field of Data Analytics and Data Engineering and am available to join immediately. I would greatly appreciate it if you could kindly consider my profile for any relevant openings within your organization or with your clients. As I am on H1-B and working with strict timelines, your support and consideration during this time would mean a lot to me. Looking forward to hearing from you. Warm regards, Rishabh Barmecha linkedin: https://www.linkedin.com/in/rishabhbarmecha Phone : +1 872 242 7487 0cAFcWeA4_6tNlMI-GhJKE0CkUvgxw0_9tCm7ZxixI8fYTsvJQGCy3nT8jchNCzLXqRexQ-9jJpYETzexySJO25MKanLviqRK0vBJ--lLfE8EekOwnBN07JKZYvIGSIvvVBR_YZ7WfMqj0VkpH_j84s_ytsBFpUggn-Pe2NhoO3ac2PVgEKkhTBnNOO4y_YlTCcwD6rq87VFkkMCE-i-ufPJXBXb6tSmTOrhr94_Ak0248A0H4gi8OesG2bxBt067epq6ciwrqK0d_WyZz9EiSkevXToLCQ2IbkZSEj_uOtPt7VKhIgIsrh83QWDCDilqhLgsiTeV7y50psLqR8-nF2712k6BgXGJ2X4dWeh4YgXYrlUhZxnhHE4XY5uxSOv2jprc4Smzn_VwbL--emSsZI9jYEKP33S9d58On0WkkVenye3qheZMca2IXqZpwcNP6ZEfKjBJXFy_LAg0_Yej1fyzwMG6ib4J10JpObR7qFCnkrXBwQCt1fVz5ROQnF8wQlHZfFtj5VbYvc8T_HXQRUch9qHB2EWNuUyrD93U9ybewkhnCuSdnHsf8woAa6T_awUbeX-G4Ijng9SUVPtHCXpy3XvU1ax18m3oUpZsHp_QFCSrbZhVXQTCnuvtKQhbIes1msXqnAWyVc2Mf_rRiSVnLU5lHilFxD29miGY_hvCeGv35UK-OWwYliho7LKuwXWtiAQ2adB9mM0w1M4RNYnDDXjzVZXbAQp4EfQUQz2PFyvn8CWz9T5hIOkiEr6EICSbJA4E32IOc-IfSRB-XfRo7RjgjP7JML54JaXmNKw6ybfRBsURH-znnhJaY3GZ7h71p1h5t2tQF 440 168.91.236.185 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 26, 2025 2:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rishabh Barmecha barmecha.rishabh93@gmail.com 8722427487 Finding a New Position Hi, I hope you’re doing well. I’m currently seeking opportunities in the field of Data Analytics and Data Engineering and am available to join immediately. I would greatly appreciate it if you could kindly consider my profile for any relevant openings within your organization or with your clients. As I am on H1-B and working with strict timelines, your support and consideration during this time would mean a lot to me. Looking forward to hearing from you. Warm regards, Rishabh Barmecha linkedin: https://www.linkedin.com/in/rishabhbarmecha Phone : +1 872 242 7487 0cAFcWeA4DQbKLno4xtzvnpF-wvlvr9fR3q6FNGyuvAXyKqoJqklwQGW51qUyH9HQSoJsdFgQlRDtd7jNdhqLL_WKeiEpkxrn9PYdaOjIVweIALWmT90ymeTsZRvLyqLnXsiXrkogNU1Mcp395VCYOmqOjl777dtWPaa0JB9RjQPFOoipDdFVcxl_q5Gx7ZaK1SE-AlZ64yMiToD7wAfcO5CrOHAtSS63UHJi6auuBWQIykuHh0oiWEPpkSWXtyHQNQQpgLAkun1uB4EmF7EdiFPdeHGm-ycI5jB1dyayLiq5Psznq32TmWjEC6vT6gy0llkr5TPeqhpgU26tsS8t6btQb_yFJxN_EQfrTrdiciCR-2hfn8j1tiLEZhkDP3wLM16J-wjzWb2IP6aLTFT-q3lrE3lEplg_rtTaTtT6K41Ok4odtrnhJooJN8KWi00v0sKxuVeNDFXhWOdAKqK3b0EEZKim663fXzgvcRYFbGSsJqLM3pmd9ZLNKMivP0nIAYJXvBicr7gdlMKvaInrM_Fcpd4c4JXeoS67iCOYMrEtn61zFPx1yx3xgIUoQNrLthfjBERK8VOmDUS4_RHQIv8cbTcUb_exTSxuRNUok9Ai5xYBEswkTZU4gZlBTgZ9H4DsmS_sy8PeJz8qOAqKw159uzSLXrxJ1UOPXvSxpoAnQ5k2Jyl6lTegrc4Zt4PvvpT1u9H5eOiX_npB4viO_mKoU0J78MDImb1Ku_kYH8CRZB0x5bPsZaqiMDRrRxgQlS6YiHggvD0AefYVuO3eeuGIV1_gm_yVVbxPMBdOXR6JvpxRE22K5P00 441 168.91.236.185 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 26, 2025 2:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rishabh Barmecha barmecha.rishabh93@gmail.com 8722427487 Finding a New Position Hi, I hope you’re doing well. I’m currently seeking opportunities in the field of Data Analytics and Data Engineering and am available to join immediately. I would greatly appreciate it if you could kindly consider my profile for any relevant openings within your organization or with your clients. As I am on H1-B and working with strict timelines, your support and consideration during this time would mean a lot to me. Looking forward to hearing from you. Warm regards, Rishabh Barmecha linkedin: https://www.linkedin.com/in/rishabhbarmecha Phone : +1 872 242 7487 0cAFcWeA6u7A_1E8IWBmfgxiKB8l22G_VjidnGEXxPzoot655NKPzhZtSLQmZrXIgHx_Sh9vauLnrxHNGt6v3Pdnp3z4S1gydu_5PE1uG3pTCNqQ6gzHIeJ9maSbaEZl-OOJv3OMsOiGX5ioFmxZMIgjD49f7Z7e_7V3hmOj6T7TiRiwvpJpCTY5ZJdFWG1V1MSGbHq90wPNGa5gbhulnGdG_jiItHbokpyJsUwcMTwUw7HiAFG2K4BwyQI8vsQ_7OEVPnlEtC3VCqzzkhs2ZSJUme5zvnOD4CUqZsyF9y91aLgb3svuCcVjpJ0ugrh-CFlgQlo-JI7pCH1g1_CRbusmOdibfB8yGZW0pCU0QmT_fQoyn0tkLAxcb6YYeqTR-5e-Z0XcvOJqYorTV1W6uLaVZEX5BYM4E3hSowzjIG2Ux7yj5VSYvcrsRFzd4k3_SRBEzQVeN1McWiWpiY8CKx5dj54W-u7pGIxmbk6npubpQgJ-r-aaDWkEckuTusjt2en2hiUa0wgAwzicDFjGUTL7ahZHkg52LhwplGnDepn7jRHSszMUtRwDvPePzRJ3LuizNtPC9Bwp17xbqS3v3Ptf-ywu5FNkUK53ArNc5EmEa9tOm7GB3nwMH9hE9YQifcP0ox4HfUe8Ha92iNvxpoaNUlncNMcfAeo0bL_PsscNR8oQsyMxYGT7XnXb3OJ6f3UPbg1L5xPsJ8upTnHgaKotzMLq1nCRPhvO0tA3H8_HVm4kncNnNhZ0LYK9Qgzoqvxt287XxzeKUXZq-4WG7a4o5fRAn8MSEEUQ 442 168.91.236.185 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 26, 2025 2:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

We are generating enormous amounts of data—whether from smartphones, industrial sensors, connected vehicles, or smart home devices. Traditionally, this data travels across the internet to centralized data centers or the cloud, where it is stored, analyzed, and processed. While cloud computing has transformed the way organizations scale and manage data, there are times when sending information all the way to a distant server simply takes too long or consumes too much bandwidth. By moving computation and data storage closer to where it’s actually generated—“the edge” of the network—edge computing can deliver faster response times and enable more efficient data processing. But, really, what is edge computing? We provide an overview and breakdown of how edge computing works, along with key use cases, below.

WHAT IS EDGE COMPUTING?

At its core, edge computing is a distributed IT architecture that processes data near its source rather than relying solely on a centralized cloud. This could mean analyzing sensor data directly on a factory floor or processing video streams within a security camera system. Instead of routing every piece of data to a distant data center for analysis, edge computing allows some or all of that processing to happen locally on edge devices themselves or on intermediate servers (sometimes called edge nodes or edge gateways). This approach minimizes the distance data needs to travel, which directly impacts speed, reliability, and bandwidth usage.

HOW IT WORKS

While exact implementations vary, edge computing generally follows a layered approach:

Data Generation: Devices such as sensors, IoT endpoints, cameras, or machines collect data at the network edge.

Local Processing: Edge devices or gateways, equipped with computing resources, process this data locally. This may involve real-time analytics or filtering raw data into summaries.

Data Transmission: Only the most relevant or aggregated data is sent to a centralized cloud or data center for long-term storage or large-scale analysis.

Integration with Cloud and Enterprise Systems: Edge deployments often work hand-in-hand with cloud infrastructure, combining the speed and efficiency of local processing with the scalability and advanced analytics capabilities of centralized systems.

EDGE COMPUTING VS. CLOUD COMPUTING

It’s tempting to think of edge computing as a replacement for cloud computing, but that’s not accurate. Instead, the two work best in tandem. Cloud computing excels at centralized storage, large-scale data analytics, and long-term archiving, while edge computing excels at rapid, localized processing and decision-making. Most modern architectures adopt a hybrid approach, processing critical data at the edge for speed and efficiency, while leveraging the cloud for deeper insights or integrating enterprise systems.

REAL-WORLD EXAMPLES

The beauty of edge computing is that it applies across industries and use cases. For instance:

Manufacturing

On a production line, sensors detect temperature fluctuations or machine vibrations, and edge computing enables instant detection of anomalies to prevent downtime, without sending all sensor readings to a distant server.

Healthcare

Wearable health devices and hospital monitoring equipment can process patient data locally, triggering alerts for medical staff in real time while storing only relevant data in the cloud for further review.

Retail

In-store analytics systems process video feeds to monitor foot traffic and detect out-of-stock shelves instantly, without transmitting huge video files to the cloud.

Transportation and Logistics

Connected trucks and autonomous vehicles rely on edge computing for navigation and fleet management, where immediate decision-making is essential.

LOOKING AHEAD

As you ask yourself, “what is edge computing?,” remember: it is still evolving, but its trajectory is clear. Analysts predict massive growth as more organizations adopt IoT, 5G, and AI-driven applications. The edge is becoming not just an extension of the cloud, but an essential part of digital infrastructure, especially for industries that require instantaneous decisions and localized intelligence. As networks become faster and devices more powerful, we expect to see more advanced capabilities shift from the cloud to the edge, enabling a new generation of applications that are faster and smarter. It’s not a question of if it will become part of your IT strategy; it’s a question of when and how. Contact us to continue the conversation.

Suzie Wilson suzie@nexusinit.com 9142156015 General Inquiry Hi, Are you looking for a database of Workday users? We have a recently compiled list of decision-makers and senior professionals using Workday, complete with verified email and phone details. Interested? I can share samples and counts for your target market. 0cAFcWeA4cz1OXbvAo9H6gHSs05JM2E_l-ORosZk3ujzhdRR4YyYsT80g9czl_lL8ljjqp2M5Eh7Lhxl_WSZ0-2Zle2cItBHm5OoBuiA8vY-06pjPhjlBDalNIm1vUApeh3C9vvaQVeanz5SxbdCu6rhdAkZGcvzTi-ROJfu_U3mUSPeieL6716OmKBveFPUqMIUONUyIIMqU4FxNeCHEPAgDT9dFiGWyVy-N7mopXPEFrHyBcFHlqeuQXLjatqmVizjEjthW_4yByfcejJ9cKBLfzHXiCuFMZb0tcOoTgCSX1AZEdC6WaTSNf00ip_U1on4ogR3WUdcAd8vL_UNfiYNJUV7MXy5NudVoVw7bN5UymBjGKEmSeiOHOId4bA2YkH_d0aO7sZ8lXORyE-SgR6WMFjWFk_4KZ_4odq9IgADzhxw_EmdVqmtxKKCte5DjOByJGSgDoWXfZvo94AabDBCKwNC9sdewAEIc9Pwq8KIq4rzqW5Q3DjfYkyAn1o04fUwfwBuBHz3oeS1BG482YPgsvaVC3J-fy7gNz41oyMsDJPjwYobr9qJDNl5cqjfTAbcxgaIkTfcPWTXcNKOiguducc3u4mvJ-TAujVxO6jyIgOKw5sErh4L_g6xLuMKUgwXaPmnvznSRgIj1PNPdHHH8SFlsjKJbMDktBcCtmplgNauOOv2aXl6M1tEPMvxOUdol5xt0m4_0BOk7CVm7WraOErvg5E7_bYOC6OObDTlFKHcTXJ1qxOaJ5TjZ4qUulcMneE6cqlUpgQIJf32_n8O1J4PElqiiCiA-hOeAzme2VWeLwQbpbfWI 443 106.51.243.131 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 29, 2025 10:24 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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For wholesale distributors, effective warehouse management is essential for organizations striving to meet customer demands while optimizing operational efficiency, particularly as organizations look to remain lean. With technologies like SAP Extended Warehouse Management (EWM), businesses in the wholesale distribution industry have a powerful tool at their disposal to streamline and enhance their warehouse processes. Below, we explore the key benefits of an SAP EWM implementation and how it can revolutionize warehouse operations.

BENEFITS OF AN SAP EWM IMPLEMENTATION

Enhanced Visibility and Control

One of the primary advantages of SAP EWM is its ability to provide real-time visibility into warehouse operations. By integrating various data sources and utilizing advanced analytics, SAP EWM allows distributors to monitor inventory levels, track shipments, and manage resources and processes with precision. This heightened visibility allows for better decision-making from warehouses to distribution centers, as managers can quickly identify bottlenecks and risks, avoid disruptions, allocate resources efficiently, and respond promptly to changing demands.

Optimal Space Utilization

Effective space utilization is crucial for maximizing warehouse efficiency and minimizing costs. SAP EWM offers advanced features such as slotting optimization, which analyzes factors like item velocity, size, and storage requirements to determine the most suitable locations for inventory placement. By optimizing warehouse layout and storage strategies, businesses can reduce travel time, drive down costs, minimize picking errors, and ultimately increase throughput.

Streamlined Processes

SAP EWM automates many manual warehouse processes, such as receiving, picking, packing, and shipping, leading to significant time savings and operational efficiencies. Through task interleaving and resource optimization algorithms, SAP EWM ensures that tasks are sequenced logically and executed in the most efficient manner. This streamlining of processes not only reduces labor costs but also improves order accuracy and fulfillment speed, resulting in higher customer satisfaction and maximizing resources.

Seamless Integration

As part of the SAP ecosystem, EWM seamlessly integrates with other SAP modules such as SAP S/4HANA and SAP Transportation Management. This integration enables end-to-end visibility and control over supply chain processes, from order creation to final delivery. By eliminating data silos and fostering collaboration across departments, wholesale distributors can achieve greater agility and responsiveness to customer needs.

Scalability and Flexibility

Whether you're a small startup or a multinational corporation, SAP EWM is designed to scale according to your business needs. Its modular architecture allows for easy customization and configuration, ensuring that the solution can adapt to evolving requirements and industry trends. Whether you're expanding into new markets or restructuring your warehouse operations, SAP EWM provides the flexibility to accommodate change and handle high-volume transactions without disruption.

Compliance and Risk Management

In industries subject to strict regulatory requirements, such as pharmaceuticals or food and beverage, compliance with safety and quality standards is non-negotiable. SAP EWM includes features for managing hazardous materials, tracking expiration dates, and enforcing regulatory compliance throughout the warehouse process. By implementing robust quality control measures and audit trails, businesses can mitigate risks and ensure adherence to industry regulations.

Improved Customer Service

Providing exceptional customer service is essential for building brand loyalty and driving repeat business, and SAP EWM plays a crucial role in this regard by enabling faster order fulfillment and accurate inventory visibility. By meeting delivery deadlines and exceeding expectations, businesses can enhance their reputation and gain a competitive edge in the marketplace.

Real-Time Analytics and Insights

Data-driven decision-making is key to staying ahead, and SAP EWM offers advanced analytics capabilities that provide actionable insights into warehouse performance, inventory trends, operational KPIs, and more. By leveraging real-time data, businesses can identify opportunities for improvement and anticipate future demand patterns.

IMPLEMENTING SAP EWM

The benefits of an SAP EWM implementation are manifold and far-reaching. From enhanced visibility and control to streamlined processes and improved customer service, SAP EWM empowers businesses in the wholesale distribution industry to optimize their warehouse operations and drive operational excellence. If you're looking to take your warehouse operations to the next level with an SAP EWM implementation, contact BCTG here. This post was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

As businesses prepare to start hiring for long-term IT projects, there are many areas that require consideration. Long-term IT projects in are often a large undertaking and must be staffed appropriately to ensure success. The best way to do so is by hiring a balance of contract workers and full-time employees. Contract workers can offer flexibility, while full-term employees can be better for efficiency. Below, we dive deeper into the different considerations companies should think about before and during the process of hiring for long-term IT projects.

COMPARING CONTRACT VS. FULL-TIME TALENT

Contract Workers

Benefits

Hiring contract workers can offer many benefits for an organization. For starters, hiring contract workers provides organizations with access to specialized expertise that they may lack in-house. Contract workers are often experts in specific areas and can be brought in as needed to offer support on projects that may need this experience, such as software development or cloud security management. Contract workers also allow for increased flexibility, as businesses can scale up or down as needed as the project progresses. That said, contract workers are especially valuable for project-based work, helping businesses scale and save money by avoiding full-time commitments. Additionally, many contract workers control and manage their own workflow, reducing the need for oversight and management.

Drawbacks

While contract workers offer many benefits, there are drawbacks to this type of staffing that organizations should consider. For example, contract workers can result in a lack of knowledge retention, which can lead to a substantial investment for the organization later down the line. Once a contract worker finishes their employment period, all the knowledge and support they have provided often leaves the company too. Sometimes organizations can build knowledge transfer into the workers contract and ensure their organization retains this knowledge when the contractor rolls off. However, for some projects, where the skills needed may be applicable to future projects, it may be more advantageous for an organization to hire a full-time employee that can fulfill these skills in the long-term. Contract workers can also result in less team cohesion. Since contract workers come in and out of projects at various times, they may not always make the effort to fit into a team’s dynamic. Furthermore, since most contract workers are independent, they may not be as invested in your company’s goals and values.

Full-Time Employees

Benefits

Organizations can gain many advantages from having full-term employees on a project. First and foremost, hiring full-time employees builds knowledge within the business. This knowledge retention can support more effective execution of future projects, regardless of project scale and duration. Employees that are there long-term have more time to get invested in the company’s success and can strengthen the company’s workforce. This also increases company stability, avoiding turnover and keeping on employees that are familiar with the organization’s goals and needs.

Drawbacks

There are still some considerations organizations should take into account before hiring full-time employees. Full-time employees offer limited flexibility, meaning it is much harder to scale the workforce up and down if needed. Full-time employees also mean fixed costs. Organizations pay these employees a salary, including benefits that can be more expensive than contract workers, especially if full-time talent isn’t needed. Hiring full-time employees is also a longer process, and organizations looking to staff a project quickly may not have the appropriate amount of time allotted to do so.

FINDING THE RIGHT FIT

Deciding whether to hire contract workers or full-time employees is unique to each specific organization’s needs. Contract workers thrive in project-based areas like ERP implementations, while full-time employees often work in more tenure roles like software maintenance and management roles. Furthermore, contract workers can be a great option for businesses that need flexibility and specialized skills, while full-time employees are an ideal option for organizations that need knowledge retention. For most projects and initiatives, organizations can use a combination of contract workers and full-time employees to fulfill their needs. Need help hiring for long-term IT projects? Our team at Bull City Talent Group can connect you with the talent you need to get started. Click here to learn more. Contributions from Natalie Pollock

Anabelle Rose anabelle@altrevon.com 9142156015 General Inquiry Hi, Looking to expand your outreach to SAP S/4HANA users? We have an updated, validated database featuring top decision-makers such as CIOs, IT Directors, and transformation leaders. We also provide targeted contact data across SAP Business Technology Platform (BTP), SAP Supply Chain Management (EWM, TM, IBP), SAP Procurement (Ariba), and SAP Finance (Central Finance, Group Reporting), customized to your campaign needs. Additionally, we can provide data for other platforms relevant to your business, such as ServiceNow, Microsoft, Salesforce, and more. Would you like me to share a few sample records for review? 0cAFcWeA4o7MCoUZZITlAuQLtRnz9MEz5LF8NsHozpucHxn5JGMSiUxR_EBY0tzrNCzmk0Izt8gu7oyqYgNd_4TPclz65Daw_nNX6rCP6V0jRG8gR0tSX9l2qEcMLi2WFy5U6H8zxihCkBvInXezMyyU10kwVMnA5sxubg7J5244XKUq6OvuU0DLTsKvBZ-H-LrD0mB8c20uDBAsuXN_CunRmGErYF_8OZWe5V8-M4PeQtXISQ0wypDxR2DEY_C0tKF2DjzeMVG2Fiqq2oJ947463YfGWgv4jn4toEhTVjgrVYBzJ98urY7EYF8I7aEiuL3SqidDv8gyB1ogVLIG3bJehphZFVWbry93Pi_B72ecuHFNivmDK1tAgkUhN4fB9H-GlrzFq4rUUqEgu0wvQIbdWqaqHhcWrGW-CTKqK8tmkabLVe2jkoYpb2Qk96zCy7QJt1rcAaKh6-Xpn6_1qRHYof9j2_HCd386fqtvnn6MhjmMOctCGeEHLPCxpbcpy4Wjj2NhhhlWidnZ0zKPDCbYwdPSEagwpb_zCbPDD19thEv6Z_3-vrSAYrU7oMqr3VJM9j5dskXrsscQARZatsdnuI4Kcgk1AKNVpi3SqgwtvOTUyYf3X-oX9X84UZ_aaA0x_cri41zyfoBHfWKoOeAqGWFG2VyisDgZ6B4GXvXIlPw62wzX8H8gVvYTEAPmsSEyEStU7IkRlCHLkLRrfNU6pOp5eP1VhC-V3L1B6FQoJl8aBYa4dMP8Tnrd6etRwq1E4NAS_ieFP9G3v2IE-AvQNh_tYOItJDMg 445 158.173.25.100 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 6, 2025 11:30 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Anabelle Rose anabelle@altrevon.com 9142156015 General Inquiry Hi, Looking to expand your outreach to SAP S/4HANA users? We have an updated, validated database featuring top decision-makers such as CIOs, IT Directors, and transformation leaders. We also provide targeted contact data across SAP Business Technology Platform (BTP), SAP Supply Chain Management (EWM, TM, IBP), SAP Procurement (Ariba), and SAP Finance (Central Finance, Group Reporting), customized to your campaign needs. Additionally, we can provide data for other platforms relevant to your business, such as ServiceNow, Microsoft, Salesforce, and more. Would you like me to share a few sample records for review? 0cAFcWeA4rEQakOPWGCe9zTqa92j5FvbifDiDIFNTg08LVQ4VX1LpwpaeGUTYfH7eRS-UeFWoosjnpw0MJkY3ePu-pO66dFKSKaTWhjiKCW9lHmj03kZncDCBcb9xr7KNKNEzHXkH85-HXQApIXR6iXP-d-Y-oC5t9rtDOtMxnMoyJ1V4DkXiMubgjcrtyDDgetdkHVz7gYTwpdZGlVZMWB-ag1dMcJA1YS1dwgGEU7jUmUh1skXHn6Czu4olw_pMdFt_q2UDiHaQWcfJzWHZXX9fP2AZA3LZJtV62oQwHmxdYmOkHDWtnN2JUHVyeS70sOjwh4cqzpZIrYy68IxRdK8koIHnYtY2gabpuxDAo27SQiVcOcSYKY0YonkKzeypujU1HuqkOEWLPi1rSROt78vJnF0ZObiw41WlarWFdeYCap7m1PpJIIOYMIL6dhOD6jlz3en7ue6M9ZyZlut2QwShnMOUB2l1W6IOrYZpPK80IAq00k1vw3HGYmspBpEgu04-j4IPSBLdSeJ2ZcT0WkHh-uc6_sb4lT4RHu5CLeBgcYVf5STLX_p09v-LCKUD4LI3pXocEF8-i5qng1cEh3eVXm132QImh2zp0vYwOUpHjdRrXBzP8x52h4lMLeqNdkDaOoIPAK5tYwwIWgFyum7_9ZKVPaBNwkKhzxZF3biMlPjoS8QWlKsUCdVZgpqEgX-X8fqb8mb9TFIXQZ0VP-ER74400k9kdm83RYqbNCaXrYD8lx7KgHXnOrfqCp3ki7tkxkDTGJQSmgfhq1wMmLjxIGUeFNBtIOphKugu9rrXLQS5KVd2F14Y 446 158.173.25.100 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 6, 2025 11:31 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Anabelle Rose anabelle@altrevon.com 9142156015 General Inquiry Hi, Looking to expand your outreach to SAP S/4HANA users? We have an updated, validated database featuring top decision-makers such as CIOs, IT Directors, and transformation leaders. We also provide targeted contact data across SAP Business Technology Platform (BTP), SAP Supply Chain Management (EWM, TM, IBP), SAP Procurement (Ariba), and SAP Finance (Central Finance, Group Reporting), customized to your campaign needs. Additionally, we can provide data for other platforms relevant to your business, such as ServiceNow, Microsoft, Salesforce, and more. Would you like me to share a few sample records for review? 0cAFcWeA5_3I0pA2UoSzTPIb5qAoOoCORTtYEjnAdlJMO7xZS4gG33NCLW5JdhQ0RLsMoSNpQGYLU_y7vm35lWmLpoOcH-Fe6UsgTR26qsYmQm0rguAN5hBLQ6s2Nl_eIIr38ZgfhmO3i1MaOf7HqGXA1c3dOYBrpguPWwECIwtLX3hnDqYL4BzyRlc3aN3WY2Ba-kFWKdGK-fMrlpz5Xjs0BqgFbROVhZtsldH3vUwJwxiYlXvNz-5g8WVSKC73Z4rb9He5oTz50p0gxXgqzByM91Oa-OUB_XhBDRBcijExBej2qCcJ92ANJut5HTJLlVFqZLSuNrHojWDXZMzyBIYVZ_nZf2POqr9GV3qNp-zQg-JYG8TLdV2NjlF2GTGcLRu0d-MDtmDxmpoSnxlPyT6WfTVgX1Ndpanao_1K5jBWe10XmB4by66QOMuGvuEqx-4bEE9339glyCQzlB-s83s9OBpEVWcDZUZXZU8J-vhHIF4MfNeUGlJ_eySd_AmpVuekudJlWM-_ipQv-OF__vWHDPskGFc9VYyFpy2chAYMDttRddtIjr808S6OzxSL32iKkPzlCv_dPYGGCP4x9zmjpZPnw_A7myMWrfMVLG6p5CxHao1DoFi3x-0xqdiGuUOgy_DVYXZ0SSY1onBl047FEzQqo6GCe9A9Aj7jsjZ4mjUFzkxHPXu_GyM1IAp0giGMrmKcm3tNY8_xy2plia6vndsyCk5DNO_W0UXenSZMsCnJwoKyg5EIkkqM5B-uOJysJp7hb0Atm-r1fRuW2-3q3JM2-SicNROQ 447 158.173.25.100 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 6, 2025 11:31 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Companies have more options than ever when it comes to where they operate. Functions like manufacturing and IT no longer have to stay in-house or even in-country. Leaders can choose to offshore, nearshore, or onshore operations depending on their priorities, whether that’s cutting costs, improving collaboration, maintaining control, or strengthening supply chain resilience. But with so many options, the question becomes: which model is right for your business? To answer that, let’s compare offshoring vs. nearshoring vs. onshoring and break down the advantages and drawbacks of each.

OFFSHORING VS. NEARSHORING VS. ONSHORING

Offshoring

Offshoring is when a company moves certain business functions or production to a country far from its main market. For example, a US-based company might offshore software development to India or manufacturing to China. Offshoring offers several clear advantages for companies looking to optimize their operations. Lower labor and operating costs make it an attractive choice for industries where cost efficiency is critical. Beyond savings, offshore hubs also provide access to specialized talent pools in regions known for their expertise, such as India for IT and engineering or China for large-scale manufacturing. This model also allows organizations to scale up or down quickly in response to changing demand, while distributed teams across time zones enable continuous, around-the-clock productivity through a “follow-the-sun” approach. However, these benefits come with trade-offs. Communication can become a challenge when teams are separated by language differences and time zones, which may slow collaboration and decision-making. Quality control can also be more difficult to maintain when operations are far removed from headquarters, while extended supply chains increase vulnerability to delays and global disruptions. Finally, offshoring can pose a reputation risk if stakeholders perceive it as contributing to job losses or tied to questionable labor practices, creating a potential public relations challenge for businesses that lean heavily on this model.

Nearshoring

Nearshoring is when a company moves operations to a nearby country geographically and often culturally closer to its home market, like when a US company nearshores manufacturing or customer support to Mexico. Nearshoring presents several advantages for companies seeking a balance between cost savings and operational efficiency. Its geographic proximity allows for shorter shipping times and lower logistics costs, helping businesses move products to market more quickly. Teams working within similar time zones can also collaborate more effectively, avoiding the delays common in offshore models. At the same time, nearshoring enhances supply chain resilience by reducing complexity and limiting exposure to global disruptions. The closer distance to customers and production sites also enables greater agility, allowing businesses to adjust operations and respond to market needs more rapidly. Still, nearshoring comes with its own set of challenges. While generally more affordable than onshoring, it doesn’t deliver the same dramatic labor cost savings that offshore hubs can provide. Talent pools in nearshore regions may also be smaller or lack the highly specialized expertise available in global offshore markets. Infrastructure limitations can pose additional hurdles, particularly for companies that require large-scale or advanced facilities. Additionally, as more businesses turn to nearshoring to strengthen their supply chains, increased demand can drive up costs and intensify competition for resources.

Onshoring

Onshoring—sometimes called reshoring—is when a company brings operations back to its home country or chooses to keep them there in the first place. For instance, a US company might onshore advanced manufacturing or pharmaceutical production to ensure greater oversight and resilience. Onshoring offers companies several important advantages, particularly when control is a priority. By keeping operations domestic, businesses can closely manage processes and resolve issues quickly while avoiding the cultural and language barriers that sometimes complicate global models. Onshoring also tends to strengthen brand perception, as consumers often appreciate companies that support local jobs and invest in domestic production. From a supply chain perspective, shorter transportation distances reduce risk and lead times, while regulatory alignment simplifies compliance in industries with strict domestic standards. That said, these benefits come at a cost. Onshoring is typically the most expensive option, with labor and operating expenses far higher than offshore or nearshore alternatives. Domestic talent pools may also be smaller and lack the specialized expertise found in international hubs, making it harder to scale operations quickly. Even when expansion is possible, it often comes with greater expense and logistical complexity. Also, onshoring can be less flexible during economic downturns, leaving companies with higher fixed costs when reducing expenses becomes critical.

Trends Shaping These Choices

In recent years, global market shifts have significantly reshaped how companies approach offshoring, nearshoring, and onshoring. Events such as COVID-19 and geopolitical instability have exposed the vulnerabilities of long, complex supply chains, prompting organizations to reconsider their strategies. At the same time, rising consumer expectations for faster delivery are pushing businesses to move operations closer to their core markets. Sustainability pressures add another layer of influence, as shorter supply chains often mean reduced carbon emissions and better alignment with ESG commitments. In response, many companies are adopting hybrid models—offshoring large-scale IT support for cost efficiency, nearshoring manufacturing to speed delivery, and onshoring critical or high-value functions where control and oversight are most important.

How to Decide Which Model Is Right for You

When deciding which model is right for you, there’s no one-size-fits-all answer. The right model depends on your company’s priorities. Ask yourself: Am I looking to prioritize cost or control? Offshoring maximizes cost savings, while onshoring maximizes oversight and quality. Nearshoring falls somewhere in between. What are my talent needs? Offshoring offers scale, nearshoring balances access and proximity, and onshoring works well for highly specialized or regulated industries. What are our current customer expectations? If speed and brand perception matter most, nearshoring or onshoring might be worth the higher cost. What does our risk tolerance look like? Offshoring exposes companies to global risks, nearshoring reduces some of those risks, and onshoring minimizes them further. Offshoring vs. nearshoring vs. onshoring each offer unique benefits and drawbacks. Offshoring provides scale and savings, nearshoring delivers agility and better collaboration, and onshoring offers control and reputational advantages. For most businesses, the smartest strategy is building a blended model that balances efficiency, resilience, and customer trust. Whether you’re looking for offshore, nearshore, or onshore resources, we can help. Contact BCTG today to learn more.

Ariel Rose ariel@climbik.com 9142156015 General Inquiry Hi, We maintain a verified database of IT & SAP decision makers — senior professionals driving ERP, transformation, and integration initiatives — complete with direct contact details. If you'd like, I can share samples and counts for your preferred market (region, industry, or company size). Would you like me to send some over? 0cAFcWeA5oBfj1K-NVJ9PwxVpT8lRXhCobRoCKX3narkrq_85Zd8EH1tLhceHGjHylLHO9j-2L1b01tc1H3VeE2GbjwPXe-8C1c6wiW92uUMPR4xZKkX-wydUODkdKMppONJwvd49M3E4PSQ8I4S8ssKuE_f4Er2cELanN3pl0KYlX0yt69dPYNO507dHN5r8SpsSWSdyPiUrGkOUTl93dGvBnLn8CxxeR1W3lwkbDg6VrggTiYZ9DewsO-I8oSC1_Sjj4l3UF0LEqE4C1AwBfRdsCNyH1qc8if_ydH-zXXShiEudf2SenU4UthPu7Dn_g0gLOt22VvCcmOAngli8ycZYgBVKhAxFIznEOVvJ4FTZMNBBNfYyO_jBTVrWQLNyf-bUjHnnUlryFDIWPCVAhYqo2F5QfPVw78tp5bthd_NTb-SKGEUxWg3rEmUJAPvd0WqeN_KBetROIfukngPs5PqQmZM3yHez7nLRKHl-yoMRvlJfUoPFEXAHb0aipe_jDK3uZMfVreV2T95OC7-LGTQpH8edx8xI3tI--9B7EFzJtzdM8e-ena4Vff-h3Dge60PEhC7hhZHwgqyI7bqCLhg4yHCy8DnYBLzmsLCh_m0ZYK3ifOpY4K7N2Cs9cXaiih05a43m8VevDfT6j5-MouDqDxlCJHwv3QIi7NBpSAlOjE6XPpt4NYBFgJMKhFOik5DtvfEFAuKRbhMR3zDbYUHNzdHawq2ArICPeWGaVHmum3z-m4baZfuKoPbiidwOjLRlHQR-W8pvuAYZHoQ_uOVzxi4aNfeUwXw 448 106.51.243.131 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 8, 2025 3:06 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Ariel Rose ariel@climbik.com 9142156015 General Inquiry Hi, We maintain a verified database of IT & SAP decision makers — senior professionals driving ERP, transformation, and integration initiatives — complete with direct contact details. If you'd like, I can share samples and counts for your preferred market (region, industry, or company size). Would you like me to send some over? 0cAFcWeA4yveZ92v5BlMNX0DHdJaNmzyCcyTrdxwf3ndvME01x4Gpmhz8HpZTeORfiLQaZWPEXzGOp6Ps7UosJZMuAXyrL_eP39Y-tHHIN4nbA9IWFDgBJEbRZVeE5o_1tzHzYKOfOME484S5JPOqH15z1sgM9y2pChxKCDjmGk0TnDypLHqX_NzRhwwfVxTyMkIACg-l4BOg-gnLzppK0lkLCWjC1m_Lam6ERc1GriEoHWyY6cTAY4AQu2v5d8NgerjfQUmoqBCfMO5Ls2NDwTDfsA4vu-zRYksos7UikA3DJyK4gHk4yAwy_7wpif892A6VcItLdDYvtxVmYBXTM3ytYUPR2f8Db9VNzDZWDo7ZaNirMJrJXCX_saButxic7qhlOXZt63iFiVqHtZF8WQ6XACzmqOlh-pA8BMvSv0LkcLLaVhgMyC79kH7KkbAeTD46YOJ_QkOIxd5R7ZfbD1vSq5Zu-bgBkPfZ9rID_yw-YmGlk0FmWGSvvIHA240auGuHwAp1h2WdgnP8y5B5MqJZqdxnPg3TGVmNARo661RVadIHRcWhxH0q4Xez5lgDeiTNFUMVBKfZs5PFNYnHROx5ldA2XFQbKanPZYRrdfSZ2gbjKz8MQYssG7q0aZKf0fvGDR6F850qG9AlphwWY_Ojsw7jeAdBYdXFoIVFo_shvSZFLi-W-YFT0i0eWZAZtuIcRUfJL1MCiSyrOYGuwztGJizZ7rRXzXOEkTMH4vKUcRWwZjWdE6iaYwf1Mt0H5on7zJ4AzGHctnLJYqsrrpyAaNxX1hu4MlQ 449 106.51.243.131 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 8, 2025 3:06 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Hiring SAP talent has never been easy. With demand outpacing supply and companies across industries racing to modernize their ERP landscapes, organizations often find themselves in bidding wars for top talent. As SAP continues to evolve, the pressure to secure the right talent at the right price has only increased. While the competition is fierce, overpaying for SAP talent doesn’t have to be inevitable. By taking a strategic approach to workforce planning and getting creative with how you source and manage talent, organizations can fill critical SAP roles without inflating costs. In this eBook, we explore why companies overpay, the risks of doing so, and most importantly, the strategies you can adopt to avoid overpaying for SAP talent.

Why Companies Overpay for SAP Talent

Before discussing solutions, it’s worth understanding the root causes. Companies often end up overpaying because of:

Reactive hiring

When organizations wait until the last minute to hire for SAP projects, they’re forced into “panic mode.” With limited time, they’ll pay whatever it takes to get someone in the door quickly.

Lack of market intelligence

Many hiring managers don’t have access to real-time salary or contractor rate benchmarks for specific SAP roles. Without that data, they may unknowingly agree to inflated rates.

Over-specifying the role

Job descriptions that demand an unrealistic candidate limit the candidate pool, and fewer qualified applicants often means higher rates.

Misaligned partnerships

Some organizations work with too many vendors or staffing firms that don’t specialize in SAP. This can create inefficiencies and inconsistent candidate quality.

Failing to consider total cost of ownership

Overpaying doesn’t always happen at the hourly or annual salary level. It can also occur when companies overlook travel costs, training requirements, ramp-up times, or poor retention, all of which drive up total project spend.

DOWNLOAD THE FULL EBOOK BELOW.

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Today’s IT talent market remains tight, and skilled candidates are increasingly selective. To ensure that candidates have a positive experience during the hiring process, it’s crucial to manage expectations effectively. By refining strategies for communication, companies can build a high-quality team with specialized skills and understanding of business objectives. Lack of communication is often cited as a top frustration during the application and interview process, so companies must be intentional about creating systems to provide clear updates. The ability to set realistic and data-backed expectations is now a differentiator in winning candidate trust. Forming connections with candidates is not only important during the hiring process, but it also strengthens long-term brand reputation. In this piece, we outline best practices for managing candidate expectations in the IT industry.

3 TIPS FOR MANAGING CANDIDATE EXPECTATIONS IN IT

Define Roles and Compensation

Companies must set clear expectations from start to finish, beginning with job descriptions. Vague or misleading job descriptions can cause candidates to disengage or feel cautious about pursuing a role. Job postings should reflect the full scope of responsibilities candidates will assume, including the tech stack and tools that they will use. Flexibility with remote, hybrid, and onsite work environments is also an influential factor for candidate lifestyles. Clarifying these details upfront prevents uncertainty as candidates move further to the next stages. Looking forward, it’s also helpful to map out career trajectories for long-term growth at the company. These planning efforts are beneficial for all as they ensure alignment beyond short-term priorities. Additionally, compensation transparency is necessary to avoid late-stage drop-offs, and salary guides allow companies to ground discussions in data rather than negotiations. Numerous US states have adopted pay transparency laws in recent years, with a range of policies for the timing of wage rate disclosure and information regarding benefits and bonuses. These legislative actions indicate that providing a salary range early-on attracts IT talent by building credibility and reducing perceived risk during the hiring process.

Maintain Transparent Communication

To ensure that candidate expectations align with company timelines, continuous communication is crucial. Mutual understanding drives loyalty, and failure to establish clarity can damage a candidate’s perception of the company. Best practices throughout the application process include setting timelines upfront and providing timely status updates, even when unexpected delays require adjustments. Offering multiple communication channels through email, phone, text, and chatbots can cater to different candidate preferences as well. In an effort to continue utilizing technology for increased flexibility, candidate relationship management (CRM) systems are even adopting AI features to automate check-ins and keep touchpoints personalized at scale!

Align with Market Realities

Understanding that many highly-skilled candidates have multiple employment options informs how companies design offers to meet both candidate expectations and operational needs. IT companies can leverage market intelligence as a tool by actively tracking skills demand and industry trends. This information provides insight into what top talent is seeking, equipping the company to meet expectations for advancement opportunities. Highlighting paths for career progression can help a company differentiate itself without overpromising. Embracing a candidate-centric mindset is also critical to frame market realities in a way that respects the individual's decision-making process. Mapping out the recruitment experience, from advertising campaigns to onboarding, allows companies to identify areas where they can enhance candidate engagement to form long-term connections. Whether a candidate moves forward with the company or not, it’s important for them to view the recruiting and hiring team as a resource during the process of applying and interviewing.

LOOKING AHEAD

Managing candidate expectations is a strategic differentiator for IT companies, and consistent, transparent communication is not optional in a market where early-stage drop-offs are common. Companies that approach hiring thoughtfully will garner appreciation for how they respect candidates’ time and provide punctual updates. Over time, this builds a pipeline of engaged and loyal talent. By embedding these practices into the hiring process, IT companies position themselves as trusted career partners. For help getting started, contact BCTG today. Contributions from Hannah Yang

Sidharth S sidharth@webplorax.com 252-289-1915 Other Webplorax is committed to delivering the best IT talent available in the market, ensuring that our clients receive skilled, reliable, and project-ready professionals who drive results. As a trusted IT staffing and consulting firm, we specialize in identifying, vetting, and deploying candidates who meet both technical and cultural requirements with precision. Our focus is on quality over quantity—we maintain a robust network of pre-screened U.S. Citizens, Green Card holders, and GC-EAD candidates who excel in emerging technologies, including cloud computing, data engineering, cybersecurity, and software development. By combining advanced sourcing strategies with personalized engagement, Webplorax bridges the gap between top-tier talent and leading organizations nationwide. Our recruiters understand the dynamics of the IT market and work tirelessly to ensure quick turnarounds without compromising on quality. We take pride in building long-term partnerships by providing consistent performance, transparent communication, and measurable impact. At Webplorax, we don’t just fill positions—we deliver success stories. Our mission is to empower businesses with exceptional IT professionals who accelerate growth, enhance productivity, and contribute to innovation in an ever-evolving digital world. 0cAFcWeA6bQZOZjDuyGZqjgx6M-Ij_6kBqYbcD2ujDF7VozLalLHgJDCljm7B4vXUN3R5IvMwwPqX6ARBb2JCtf4pe7Eqp58fpvMmnpaKS2a6YeR8DXTpT4CSLpQ-Lfgw_XtS0VNMSexa61waq0HqFNTzfe5q9FSDw80AsAjc_U6Mf7iBf3xC40M5pxqdNisLjcwebt_PePUJQWSGe2QlbcQYz9sWXS07a5M6heBFRgr8ovFQNdxNudTT4KhRKHA4vjqzQOOlffOZy65FvlYRgCiAcU-ZpZMbcpZ-GMhETfZBVORatxLgq9szmU-kBUCTRlhMh1QHa9R0-4919i22z2v2sYraS6NBrwRI2t5-X0NLlG_e-4KQ5-Sw8Ix_bjlG3BhO-2tpZXe_iIuTBMeLIGdqDjoLiM_mBikUQ8RDvYnQacg72TIlQNtSz42MXVq1qupHIZmqm4LyO67DZZ2sdxK8iRMa2u3L0mWZnbhfRoxbTgTyqrftufzB6vAxquSTcRqqrCKAi9QCO2RU4JjHIxphfb81InxfagxeSoDh9R97fyy7YcQaGm4nzfhPVxMA8cPs6f6fkTYzlGp_lUGKKknHo0Ji6Wpw9ixtZ_gUcS8vgATp7pPWzjSBZJXUClyYRSSl_JX0CE8xUDkNoPcsMsVeM6ZSv7M0n9Ufr_8JuTPypreELIgkKEetLmfYAADJD1qlTu7-KzSWY1S8kWdVPwszGtzUnchFNMOwQpdIhSrhnNp62o1Hln3-VWmGbPQeqz5o0rml5auQ_ 450 103.82.191.127 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2025 3:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sidharth S sidharth@webplorax.com 252-289-1915 Other Webplorax is committed to delivering the best IT talent available in the market, ensuring that our clients receive skilled, reliable, and project-ready professionals who drive results. As a trusted IT staffing and consulting firm, we specialize in identifying, vetting, and deploying candidates who meet both technical and cultural requirements with precision. Our focus is on quality over quantity—we maintain a robust network of pre-screened U.S. Citizens, Green Card holders, and GC-EAD candidates who excel in emerging technologies, including cloud computing, data engineering, cybersecurity, and software development. By combining advanced sourcing strategies with personalized engagement, Webplorax bridges the gap between top-tier talent and leading organizations nationwide. Our recruiters understand the dynamics of the IT market and work tirelessly to ensure quick turnarounds without compromising on quality. We take pride in building long-term partnerships by providing consistent performance, transparent communication, and measurable impact. At Webplorax, we don’t just fill positions—we deliver success stories. Our mission is to empower businesses with exceptional IT professionals who accelerate growth, enhance productivity, and contribute to innovation in an ever-evolving digital world. 0cAFcWeA6U7fF2qK3xlowOBZAAJ1tNpfkU5tQ9hNtbdieCIx2a1q0EXMSR-tGDxgSVgszK1Ndibj1YtpF9H7YjcauJIkj25lBvX8dPDtNkqZmIip7t0JnHs4g9xqSg2fl5yZwIxePHulRk_8T4_qVvfBHtm7upt3pcQEPnAZ2pgFePxGZcNWqUA6_YgZ3p0wBgynHCbGIE9ZPF43mgDuqJMZNChb19azh6fXrGtwKyCe7IHz7qfGwqnGQscgkwsQqKvVOBIHEkG0FfXOW6G5LIk-mx0894PQ2aEwkrFBM8A8QJcgUmtVdqKCHH1PZctdozNO8uGlLPCj6th7cguEU1hm9XfUrET3jc6X8PQZFxyX2jTtj7boBAQeurg3Cta1L3R1iFU3UMcQK1a-KRVL1zpoqOf8iFxnKUYDDYHosI45v9BlK-cX7u2CHZ7I4oCG51ouGOiC7mMiIPddUEhOQS8nsJ2eb16mqHnpeLQkZzOCyNI6U4rw7T7rfWpvBQgvXZwHzTo0rqJeMU8rd32JvJoJJ4taXQAftv5OWKGboXEycHa-pv23OckxHRpR_MlPEGkCL1-uabjrlcL9phEQ4qCftg4hRPL8y_jUymsJrmOb4vTa4xFvhawUzFD8Or_oUXZrQpH0xO0uBMNsSiAS162_zCQcU66DYlecmt6MFJnMrxiI7BXL7dgRhU6gyOd7C1eg30GPh81tZ_46pAY-g61a26S3J-L_EwWnpqh6NxqWmBZSiufJpAdWtFTAtq9fmJaDvH7D28DXrRbofR6aA2fZ1ViDF0kc8BnOZAkhVuAW3t81B23mm41u8 451 103.82.191.127 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2025 3:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sidharth S sidharth@webplorax.com 252-289-1915 Other Webplorax is committed to delivering the best IT talent available in the market, ensuring that our clients receive skilled, reliable, and project-ready professionals who drive results. As a trusted IT staffing and consulting firm, we specialize in identifying, vetting, and deploying candidates who meet both technical and cultural requirements with precision. Our focus is on quality over quantity—we maintain a robust network of pre-screened U.S. Citizens, Green Card holders, and GC-EAD candidates who excel in emerging technologies, including cloud computing, data engineering, cybersecurity, and software development. By combining advanced sourcing strategies with personalized engagement, Webplorax bridges the gap between top-tier talent and leading organizations nationwide. Our recruiters understand the dynamics of the IT market and work tirelessly to ensure quick turnarounds without compromising on quality. We take pride in building long-term partnerships by providing consistent performance, transparent communication, and measurable impact. At Webplorax, we don’t just fill positions—we deliver success stories. Our mission is to empower businesses with exceptional IT professionals who accelerate growth, enhance productivity, and contribute to innovation in an ever-evolving digital world. 0cAFcWeA7dGIok7IyVSc8BJZGjlnqw8jYwGe-7ZqRXhHZp-mP-do4qOMvYYVyiA1ZW7KrBkvRm4_QjxKCEGH0v3XrAHfz12hquCYDECpcuvy4tgAnRWqDNQONnqQZLtklfo5Htvu-Cq5RJVjZNRXMVdyeFrfQqNlPhi0_Ik97eEbouklgQMHawdGA4VKYhgxn3wRlIvaHNtwPMokuht4Jxme-0wxkA1OkYctpboN3DYN7eM2x-3jIKbO17c5Y14uYzHcCoFr5XsNVV0cgl6fuxgYccWV1KUyHTT71brAjNMdfn97CaiRPQtsdmU1M3mMNmSXyWlHKmyKjaCB_NZjfDrIkQa3C-4tBHP41TQWGmdLFHPzaq6dXpnL1JfChjdlBb0iYIX_vJdqlis9oMuSAEOmoFFkDWAyDfuVdD4hd0K-W51K_sgrCkovwTcq0pqBJnQ6TT_Sv56BnkSH9V3G9pphBf0Tz_M-dPOw6x-WgdUTXO2KNUmcW43Fi1XowEbWaI_lNYj_OyoPS1SLgz6TAY5Mm59EgFesqZPaqzMHlxd4CEDJXRiNkmyq6gDHiasVAgtFX1zhwirpzBWOe3o8LMNchbRKC49fkLI_LM3PebgU_aaDkrUi3DcB4vVTq1TzgvKowTTAt8EcISGRjzdnek4Kvwgj8runZNDVpG-Egb5IVlxSHwKIObpjaHGHPh3meE37raCBhVfD9dDpEHS5K--nAPoB9DmYN5tzdpS3l3I5HMa3-FlX6A5HWf7FzujfxNF78tLUV-a0VwRQxPVCqPFpB8cVg1Qud1wULKN1DZihL2-NoRa0W8JtE 452 103.82.191.127 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 15, 2025 3:40 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tim Clayton tim.clayton@kymerainternational.com 919-272-2206 Finding Talent Hi, I'm the Director of Business Apps and hiring manager for an SAP FI/CO R2R position we are trying to fill at Kymera International, a metals manufacturing company with corporate headquarters here in RTP. I'd like to talk to you about your recruiting services. Thanks, Tim 0cAFcWeA55pMpw1dm8acZ3OlzmOZta2dtjBm475CG2jiLpFNRnS5yoBDrLQ7CtEX1etGkS8CWn4DQN_bMofRfGJfu1-gs7nHKPHl1rNbTlnRVj2QsEJPe-ViytHN_-AcA5-Nvy-vijEMPGc5cGCB330B3KHmWWUJJFtOGszvB27yzaQThaL5Fc3IjJ0MW82MidKTv0bb_NmgxKvRjYOaTRGekm-tHOYsOybivaMZk9JQUI80AAnW-kBGbsxr68fJlBy-vyfez_Tw39JBT5ZMuSsgaDD-RT_EewSWObrgrhUCLSWxlOLAFPTNKYitTwyPrSIbnJzhNS8I_1vgGEWk33iipIMdLZtxPcbLSDK1Y96xa7qMIw3Ew4LH17HjAaTuK6SQeRXug_1ten371Yb-3KsUScAI0sPewogF67OCME9gFSzk-tPkc63Wbquk3YRJ0zeitOQAYko8DSIKIw8tcrD0K8ddV31HMzwzGMOcalsql4seT0kAEsTMTTa4kXzwcp4bZcOqJj4Vn6JpWXAGKhX-rK6JUspHAMyI-pnJQl6Z-GEb4HteIAF81N3uIAVZDsvAwZeAsCvAq2ingF1mKx5QC6akQBpw9ReN7IHkSILPUfmuzbGv-C9kzAYmpP4NpRlALKa_DQTzkWyusEyefImf9rtk0FGjCFw9qZzaRgqXypXYCZNDrP3jmBIL-hk8tDCU4FKt-YEptPAdejUK0170J8UTwVdWexOhRKdjT5h-pQWRDglYzQJNK2mw8H3jznO617umNBqMRe-qT2qLcSppPxpTkiPNJ4pxIG7isa_sCXk7WITMtQmlc 453 149.20.205.238 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 Edg/141.0.0.0 https://bullcitytalent.com/contact-us/ October 15, 2025 5:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tim Clayton tim.clayton@kymerainternational.com 919-272-2206 Finding Talent Hi, I'm the Director of Business Apps and hiring manager for an SAP FI/CO R2R position we are trying to fill at Kymera International, a metals manufacturing company with corporate headquarters here in RTP. I'd like to talk to you about your recruiting services. Thanks, Tim 0cAFcWeA5AJiSjIHgwJeVDqhoUkFaBlzF8ERrOFjiKUiW5ty4eDSvtVKB6BdoMhthEKf-0evwa9wM59Uub2aFoLjlz7_6J7wYE2FpCZv2bIWBgrLxSMWCSgj1ytgiACRd7IqevGzBf53qKIe3ITHsPrdwkjNS-NwG5QPu32QO6DKCxGsVR0UZGEPt15akZCFhqXO382KtT1hfk3FUT9bvqu2XiylL_x1BvK53bhd0BHjNx42z7iKlplrCQL1t7fxz9k6XO-eSRCn5NnBScc05rn-bm5yP6YNR2l5AvvBLJ9_9KS7smzqkvv0RHyUNtbufb7cIPR5JOnibHAGL7xRAoQDFhdf2oU2gGUURcU7oQWdb2hxIbPMFfnjAqMY0TTeXp9Ft5NNbclssCsIODTUR_N8EoauRUsL4Dx1YsExlxsf1sCRBA8pvaTYo7q8RaqiQk7XfyePCHuTkWKF6RbiS3DCaOpKSYEM4_yMyDaYJTizSMjxVecsPWRR56pwNChmsKdfBGx7AtgtUgsYiFJsjFzGzazFa2e_t89Y8czJH1jVjNnivd1auNvxZchrnI1KXLlIN6a6VRr6QfYJK_B6I3BhEiDlQtUYDfC1irJ6g6d4JCY1AN33nrpObChr8em7cXjQCIjjVQSTCk_g-cGEPMUyN80u-DikOM_N1Ka5jro5uZksmpjalNqQixti_j_20zapHukF3OUm-C1ZE8YVbcLcOHO6bfZA-UCxQfuyoTG5grEPsNwYUTaKHmpHMmPElQBPjaBN8lJyqsc4J-wyeuh9HP0DCJAl44wbXTljapqXjN3cQNON9THpJr6WL02A7JNHLBQFjPCroeUjjm2WPwRfJWEiPo3hSmmw 454 149.20.205.238 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 Edg/141.0.0.0 https://bullcitytalent.com/contact-us/ October 15, 2025 5:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Joule is the hot topic when it comes to SAP. If you were at Sapphire back in May, you were inundated with AI messaging. While it's all very exciting, what is Joule in a nutshell? Let’s take a look at what this new AI assistant really means for our clients and for a critical part of our ecosphere: consultants.

What is Joule?

Learn more from Kyle Montgomery in the video below. [embed]https://youtu.be/n17lFFKqpsU?si=RcH6pypwWIaSr72k[/embed]

GETTING STARTED

While Joule is still evolving, it’s already shifting how people use SAP, and businesses and consultants alike need to engage now to stay ahead. Need help finding SAP talent to help you leverage SAP's latest AI advancements? Click here.

Prasanth Kalapala Prasanthkalapala706@gmail.com 2194000282 Finding a New Position Hi, I’m interested in the Junior SAP Functional Analyst position . I have hands-on experience with SAP Order-to-Cash processes and a strong understanding of testing and functional documentation. The role aligns well with my background and interests. Please let me know if we can discuss this opportunity further. Best regards, Prasanth Kalapala 📧 prasanthkalapala706@gmail.com 📞 +1 219-400-0282 0cAFcWeA6hSVWeLEtliPS6Iwm3737ryDuD06tBkRc-zOLfJC3wNCOJT2bTqpjYO_kS0aiCnLl7vFXKubKyt13sCP4ykZR9Iz_0ZKcHE2MPwDQ1SND8mRVMD3uMU4VmXZ47xUisMQ9HUC68eqR0kz3Hw_6fMR5o49Ky329iP4H3MM_t-H0uH6kk0sKLZQSw8KGGuuN1OWB6Jnjnzcd6xyzW5guOyDjzAqkooswbKP5pNeefiU-_H8E5Tga6eMR9MDWzY4j8iue3imFK2FxDsH0_ZZNRtIGGHOeNydp8H5sQegVwI3RZWyAE4C5gznvJwZUZVwXpwVl0uLNkBiovB20QHfDN7vzbvdi0VGOQxDe78wW1hJUI9PaRhdCOJGDDNZxsZcPIRchT6Xxh8dZ6BuVLFbz6Jnum3ecq_HxGPDbFR5SI-t3Cpw79WANx5CpS7iH8zrmpf9KRmJrPrXXD8-9tPJf-AiH6iV-rMc9K3II03jJVhn4PybEjypZpl1E-8LaGnVfCogLuuCFtB-M1LqtZQ-ecq25jnqbX5_ZVZuOG7XljEfOJk49Ep_zje9c06dmYGfacHN4OCc89xku5iMmvjGHPk9ZcXwwAnkpOuCFmSqttSJJwlPJRYGHnVyTrHgHGLn-K3MB5tMzbWC2H04rRwih7dOMI3n356Drbu5fkxITQYiQdzPvnvhTPFK7Pf1zYf6hsgMUYWLyb7fn9daqlS9OLFcXOCwZ3csQt8AEjAhzLmY4tC5KQUiXmvyppBiu9Is9vIlbJ5PGPcBT-j6jVD31QXGt3bHX2BQ4YDay1mBMXptrmihfuGawPm8NRB3vfJ9jG1aPgFkS9WN__YS0vsTK5S_GzJSvcyQ 455 98.228.64.40 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 16, 2025 2:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Prasanth Kalapala Prasanthkalapala706@gmail.com 2194000282 Finding a New Position Hi, I’m interested in the Junior SAP Functional Analyst position . I have hands-on experience with SAP Order-to-Cash processes and a strong understanding of testing and functional documentation. The role aligns well with my background and interests. Please let me know if we can discuss this opportunity further. Best regards, Prasanth Kalapala 📧 prasanthkalapala706@gmail.com 📞 +1 219-400-0282 0cAFcWeA5o8F1MTP7g3PTrIDW9qdv1-GIxPZdV6TQRBO3B3-63WNDYgP1aq9P7JTTDLU85SnDxtwvQJTwWRh47ugXFywfB91a9I51vvhLwxDHlZmmCUwuE1Q5CAX7Tr5r25BiyLZxbzwOBQBrAqAlAjzEwkLlEkwq91gSEZnKicsB4jpzB301ww0qbWy0AWHSPnO-13m9KKZOVmfpnZIOG-WigNzEpsxJVg-4LShR4szSfl0R-eu4MjQ--gUCzRV1DftIu1ExxIC3WBa9JpfO_GEx96nFzX33xm3XwRyxQcRgH_Vf2qEUZpF5jGEE6XbxiBltffG1zD2olm-KCqBRJmx_FsXVx16y1x4gw4EzXh6Q2kO3ajoR9UqIW7-TO1-EXXwBaSTypP6pxQD1kfxOjB4sYZUE4IJaIHnQaLsqWaTGhTtDVXtmu6Ly18dzxg-mmaqe-hbxalflppFSLM6P8rEpnYrHsa3l0Ivegp9f_OHGMgAKgZX62bokwI-9OrK5tRpd-wSS-BNuQCSw4IDVXHxdoQijJV2Lwnw8Fadj6C926Fc9X4lPMGM7ef3Ev3dY9__OSFwKBev87zWdotJF8wrjnV4YtWoDmMreTboaqBehsnK-bOGZ39JowWGMRqR3fBvEJuvq0215rgoW7cUgsA4zZHtY10HIC3BzwzndqB_Cj6SKsrKk3CqsPL6QN1FllUuy7IRR5SEpAtIiZ89QFxLvgtgkZaVEobI32OEcqXyqfJez8jhnbJH1zqH-nzbiG6ycRXp7S4DaEBd-B8ozTThhatln8tKs_pIXVnIyTfsMJmBe-Db1zM8LHgOrr7reixi49o8_BRICp9rdYJrT2NXbSwBQ2dma44g 456 98.228.64.40 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 16, 2025 2:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Prasanth Kalapala Prasanthkalapala706@gmail.com 2194000282 Finding a New Position Hi, I’m interested in the Junior SAP Functional Analyst position . I have hands-on experience with SAP Order-to-Cash processes and a strong understanding of testing and functional documentation. The role aligns well with my background and interests. Best regards, Prasanth Kalapala 📧 prasanthkalapala706@gmail.com 📞 +1 219-400-0282 0cAFcWeA6NTa5pPrMJzibV4WnHcZSE9AE8HzrVXl8cGgPSuRgGDPInert3Wqh4j3OxNNZwSZhaH9XyB49-HKsIlkpfjEUKB3p1jkhcP4xc6UOEjQ4DbyF6-9UQ2lVkqFsEbbos49SKK3bt9jNm_Jm3D8dgqt9EINAkPMms2lw5srSdkNWnFBODmGsLjDUTK_w433dj7Zzm0g-UlgUFpl8eoTDA_2AxGP1E342JFPfmyo1K_imVgtPAwnIW-5oIqekNci5rzXkyBB1qboxMLNF3Qja6iPXseMs4N9gbcx7a4Y9Ad_yxF_w07xWtMrP76aU_DtjRCU9GT9IV9Tla4XRZPso7VWIY-n8HelnlSczICwx4IBv5myziXXldYW9hukpJMARsvKYBc6CY__qOY1uWAJ2XfpnkcSa0inZ1N6UL7Wvzah0Lh7CnYKXMCVN7SaYZOjowqUVQTrGBmq2SUsWOkh9FZQ4o8yd3TlNO1fW7XqCe9yd9CrKDyxN1aKC9fXgTuqdOcJ7bKKLjV5TLUrZFMqCXTEFETqFw5WJXnDUaID9TrxtSgmF7awyUnJihGhDzgfsHoy7IvUiv28T0XHQKmusRWKK-d-vR7mrliioXqc3zLOpz4xWdLqZROueQ1flEn6bt3t6EUiL5EhUpzeK6EvZcOnNThQUKx7DPg8mSudpY0nzVmkZVMTXc_0jOXMz2D8vpIvZyMIMjHvw_gAnRG3P0578vRcOQfCg5o4qYW62T4FIf8XICCv7PkuOw7LMLfpyYFmagAEyDrzyPOe63907qSThNmx6yyhu9zEdsIN2gvXnJX7BoeU1tlrYn1C39L2dUkjXC6WUzE9gRuEdIccGEgzFyM1AvzQ 457 98.228.64.40 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 16, 2025 2:41 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Hiring the right people for your SAP data initiatives is one of the biggest challenges CIOs face today. The demand for data architects, governance specialists, integration experts, and analytics professionals far outstrips supply. Meanwhile, the skills required to succeed go beyond technical expertise; it also includes business acumen, change management, and the ability to connect data strategy with enterprise priorities. So how should CIOs think about hiring for SAP data initiatives? This eBook explores key strategies that can help CIOs build high-performing teams without overspending or risking delays.

Why Your Talent Matters

SAP sits at the core of many enterprises, running everything from finance and supply chain to manufacturing and HR. But the real power of SAP is in the data that flows through the system. That data, however, is only valuable if it’s structured, clean, governed, and accessible. Without the right people to manage it, even the most advanced systems fall short. Poor data quality can derail migrations, weak governance exposes the enterprise to compliance risks, and underdeveloped analytics capabilities prevent organizations from realizing business value. For CIOs, this makes talent not a supporting concern but a strategic imperative. The right talent enables SAP data initiatives to go beyond “IT projects” and deliver outcomes like cost savings, operational agility, regulatory confidence, and competitive differentiation.

Challenges in Hiring for SAP Data Initiatives

The hiring environment for SAP data talent is complex. Scarcity is the most obvious challenge. Seasoned professionals with S/4HANA and Datasphere experience are in short supply, which naturally drives costs upward. But scarcity is only part of the story. Skill requirements are also shifting. Purely technical expertise is no longer enough; CIOs increasingly need hybrid profiles that combine SAP knowledge with data strategy, cloud fluency, and industry-specific awareness. At the same time, competition isn’t limited to other SAP-heavy organizations. Data professionals are in demand across every sector, from healthcare to financial services, creating a broad and relentless talent war. Budget pressures add another layer of complexity. Rates for top contractors and salaries for senior data leaders continue to climb, making it difficult to scale initiatives without overspending. And even when CIOs secure budget, role clarity often lags. Misalignment between IT and business teams over who “owns” master data or compliance responsibilities creates confusion that undercuts the impact of new hires.

DOWNLOAD THE FULL EBOOK BELOW.

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SAP Extended Warehouse Management (EWM) is a highly advanced and complete solution for warehouse management. It has significant capabilities across a wide variety of processes, including:

In this piece, we will discuss five considerations for getting started with SAP EWM and how to realize its benefits from the following perspectives: Phasing, People, Process, Data, and Technology.

Getting Started with SAP EWM

Phasing (Right Sizing)

As a result of the level of functionality provided by EWM, it’s critical to “Right Size” the scope of your EWM implementation. This should be done using phasing and requirements prioritization. To support phase definition, a comprehensive assessment of the organization's warehouse management needs, future growth plans, and operational requirements is advised. Note that scope expands not just on the number of products but also on the total number of processes involved. The phases need to map to both the processes and functionality of the phase. “Right Sizing” each phase using the “crawl, walk, run” methodology will minimize risk and increase success.

People

Identifying the required people resources for the implementation of the EWM module, including key business stakeholders, skilled personnel, project managers, and consultants, is critical. Not doing so results in delays and rework. Allocate resources based on their expertise and availability, ensuring adequate support throughout the entire implementation process.

Process

In EWM, there is a close relationship between the physical processes and logical processes. As a result, mapping each physical step to the logical processes is essential in developing transactionally what needs to be captured in EWM. There are tradeoffs around EWM process control/verification and the amount of scanning by warehouse personnel. Identifying the critical points of verification in the warehouse management processes allows for the balancing of control and efficiency.

Data

Depending on the scope of the EWM implementation, the data requirements can be extensive. First, at the item level, both the usage of the item and its physical characteristics, such as height, length, depth, weight, storage requirements, and packaged specification, must be recorded. Note that with EWM, there are additional data that need to be enhanced beyond the standard SAP material master. So, capturing and having an ongoing process for updating these data elements as products change over time must be established as part of the EWM implementation. Second, there is the need to represent the warehouse's physical layout within EWM. Storage types, such as freezers, hazardous material areas, pallet managed, bulk, high rack, and general, are common. Segmentation of the layout by storage sections allows for the control of which materials are permitted within a section. This is a critical capability for safely storing HAZMAT materials. Often, warehouse physical restructuring occurs to increase efficiency, align the logical model and physical layout, and improve the utilization of warehouse space. Allowing time and planning for this restructuring will help ensure on-time implementation. There will also be a data capture/migration of inventory and warehouse data into EWM to represent the current inventory in the warehouse. It’s best practice to remove expired/obsolete inventory and then perform a physical inventory before this data migration. This process also may include a relabeling effort, so prior to relabeling, it’s important to make sure that all data elements required are on these labels, are mapped into the EWM-appropriate transaction, and can be scanned.

Technology

EWM integration helps you to benefit from the tight integration of SAP S/4HANA and SAP EWM, offering you powerful functionality to increase flexibility for a best-in-class warehouse. This integration requires proper alignment of data between EWM and the SAP ERP. For example, the Bill of Materials needs to have alignment of the resource and production staging areas if picking for production is in scope for the EWM implementation. Changes in quality management inspection types may be required in the material master for EWM if quality processes are within scope. Other technical elements of EWM include the selection of Radio Frequency (RF) mobile devices, labeling printers, scanners, and the potential integration of Automated Material Flow. The RF mobile device selection should be early enough so that comprehensive testing is possible; however, you should note that not all RF mobile devices have the same capabilities. Also, not all printers have the same capabilities for printing labels, so make sure that the specific make and model of the printer can print the labels required. Further, automated flow systems will have additional communication requirements and will need an additional integration effort.

Moving Forward

With any SAP EWM implementation, there are several critical considerations – from budgeting to resource management, to ensuring user adoption. At BCTG, we have the right combination of industry and functional expertise to help your organization, no matter where you are on your SAP journey. Getting started with SAP EMW or other SAP solutions and need help finding talent for your needs? Reach out to our team today. This post was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

In the world of life sciences, where precision and compliance are paramount, the role of data cannot be overstated. From drug development and clinical trials to regulatory compliance and manufacturing, the life sciences industry relies heavily on accurate and timely data. Particularly in sectors like cell and gene therapy, there is no room for error. With this in mind, SAP Advanced Data Migration and Management by Syniti is a robust solution under SAP Business Technology Platform (BTP) for life sciences companies looking to manage complex data migration processes, ensuring accuracy, efficiency, and compliance. But how exactly does SAP's data migration and management capabilities deliver ROI for life sciences companies?

WHAT IS SAP ADVANCED DATA MIGRATION AND MANAGEMENT?

SAP Advanced Data Migration and Management by Syniti is a comprehensive data migration tool designed to simplify and streamline the process of moving data from legacy systems to new environments. This solution ensures that data migration is accurate, efficient, and compliant with industry regulations. Key features include:

Automated data validation and cleansing to ensure that only high-quality, accurate data is migrated.

Scalable architecture that handles large volumes of complex data, suitable for growing life sciences companies.

Compliance and audit trails that provide detailed documentation and reporting to support regulatory compliance.

User-friendly interface that simplifies the migration process, reducing the need for extensive technical expertise.

With these capabilities, SAP Advanced Data Migration and Management by Syniti helps life sciences companies navigate the complexities of data migration while minimizing risks and costs.

BENEFITS OF SAP DATA MIGRATION AND MANAGEMENT CAPABILITIES

Data Quality and Integrity

Data integrity is critical in life sciences, as inaccuracies can lead to compliance issues and even harm to patients. SAP Advanced Data Migration and Management by Syniti ensures that data is consistently accurate and reliable by providing automated validation and cleansing tools. This reduces the risk of errors during data migration, ensuring that only high-quality data is transferred to new systems. Further, enhanced data quality translates to fewer disruptions in operations and compliance processes, ultimately saving time and reducing costs associated with data correction and regulatory fines.

Compliance and Regulatory Adherence

Life sciences companies operate under stringent regulatory requirements from bodies such as the FDA and other global health authorities. SAP Advanced Data Migration and Management by Syniti facilitates adherence to these regulations by providing a transparent and auditable data migration process. The tool's comprehensive documentation and reporting capabilities ensure that every step of the migration process is recorded and can be easily reviewed during audits. This not only simplifies compliance but also mitigates the risk of costly regulatory penalties, contributing to a positive ROI.

Accelerated Time-to-Value

In the life sciences, speed can be a competitive advantage. Whether bringing a new drug to market or integrating systems post-merger, the ability to quickly and accurately migrate data can significantly impact time-to-market. SAP Advanced Data Migration and Management by Syniti accelerates this process through its automated and user-friendly platform, reducing the time required to complete migrations from months to weeks. This rapid turnaround allows life sciences companies to realize the benefits of their new systems sooner, be it improved operational efficiency or better patient outcomes.

Cost Efficiency and Resource Optimization

Manual data migration is resource-intensive, often requiring significant human and financial investment. SAP Advanced Data Migration and Management by Syniti reduces these costs by automating much of the migration process, minimizing the need for extensive manual intervention. This automation not only cuts labor costs but also reduces the likelihood of human error, which can lead to additional expenses. Moreover, the efficiency gains from a smooth migration process allow IT and data management teams to focus on more strategic initiatives rather than being bogged down by migration-related tasks.

Scalability and Flexibility

Life sciences companies often deal with large volumes of complex data that grow and evolve over time. SAP Advanced Data Migration and Management by Syniti is designed to handle such scalability, providing a flexible solution that can adapt to varying data sizes and complexities. Whether a company is migrating data from legacy systems or moving to cloud-based solutions, this solution offers the scalability needed to handle these diverse scenarios efficiently. This adaptability ensures that as the company grows and its data needs evolve, the data migration process remains seamless and cost-effective.

Decision-Making Capabilities

Accurate and timely data is the backbone of effective decision-making. By ensuring high data quality and integrity, SAP Advanced Data Migration and Management by Syniti empowers life sciences companies with reliable data that can be used for advanced analytics and insights. Whether it’s for R&D or clinical trial management, having accurate data readily available enhances the ability to make informed decisions. This, in turn, leads to better strategic outcomes, more efficient operations, and ultimately, a better bottom line.

Collaboration and Data Accessibility

Researchers, clinicians, regulatory teams, and marketers all need access to the right data at the right time. SAP Advanced Data Migration and Management by Syniti supports this by ensuring that data is not only accurate but also accessible across various departments and functions. This enhanced accessibility promotes better collaboration and improves overall productivity, all of which contribute to a stronger ROI.

FINAL THOUGHTS

In an industry where data is as valuable as the products being developed, SAP Data Migration and Management offers a compelling value proposition by ensuring data quality, streamlining compliance, accelerating time-to-value, and reducing costs. For help with your SAP talent needs, contact BCTG today. This post was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

Few milestones in an enterprise technology journey carry as much weight as an SAP go-live. It’s the moment months—or more often, years—of planning, design, configuration, and testing finally come together in a live production environment. For business leaders, the stakes are high: the go-live represents a business transformation that can reshape how the company operates. But with high stakes comes high risk. A poorly executed go-live can lead to operational disruptions, frustrated employees, financial losses, and in worst cases, damage to customer relationships. Organizations nowadays cannot afford significant downtime or missteps. The good news is with proper planning and change management, disruptions can be minimized, and value can be realized faster. This article explores the key considerations and proven strategies to minimize SAP go-live disruptions.

Why SAP Go-Lives Are High-Risk

At its core, an SAP go-live involves migrating vast amounts of data, aligning business processes, retraining staff, and often reshaping day-to-day work. The complexity arises from multiple factors. Interdependencies across functions like finance, supply chain, HR, and sales mean that a disruption in one area can ripple throughout the enterprise. Data migration and validation present another challenge, as cleansing and transferring information from legacy systems is error-prone, and poor data can severely disrupt operations. User readiness is also critical, as employees must quickly adapt to new interfaces, workflows, and responsibilities, or productivity will suffer. Additionally, external stakeholders like customers, suppliers, and regulators may be affected if issues emerge after go-live. Recognizing these risks is the essential first step in mitigating them effectively.

Common Pitfalls

Even organizations with strong planning can fall into predictable traps during an SAP go-live. Underestimating change management is a common issue, as too much focus on technical readiness can leave employees unprepared, making disruptions inevitable. Inadequate testing, particularly when integration or user acceptance testing (UAT) is skipped or compressed, frequently results in unexpected system errors once the system is live. Poor communication compounds these challenges, leaving employees uncertain and stakeholders anxious. Unrealistic cutover planning, like attempting to migrate too much data or too many processes at once, can overwhelm both teams and systems. Finally, an insufficient support model or weak hypercare plan can allow minor issues to escalate into major disruptions. By anticipating these pitfalls, however, organizations can design proactive strategies to avoid them.

6 Strategies to Minimize SAP Go-Live Disruptions

Build a Comprehensive Go-Live Plan

A successful go-live begins with a detailed plan that includes timelines, responsibilities, escalation paths, communication touchpoints, and contingency measures. Most importantly, the plan must be realistic about the complexity of the transition. Some organizations choose a “big bang” approach, while others phase in functionality by region or business unit. The right choice depends on your risk appetite and business context.

Prioritize Rigorous Testing

Testing is the foundation of a smooth go-live. Unit testing validates individual components, but the real risk lies in integration. Business processes often span multiple modules, and integration testing ensures data flows correctly end-to-end. UAT gives employees a chance to validate the system in real-world scenarios and builds their confidence ahead of launch. Performance testing is also critical when assessing whether the system can handle peak volumes during month-end close or seasonal demand spikes. Organizations that cut corners here often pay for it later.

Execute Data Migration with Precision

Bad data is the Achilles’ heel of SAP go-lives. A single error in master data can cascade across transactions, leading to failed orders or compliance risks. To minimize disruption, start data cleansing early, ideally months before cutover, and validate data repeatedly throughout the project lifecycle. Above all, remember to establish clear ownership of data domains so issues can be resolved quickly. Some organizations run “mock migrations” in non-production environments to ensure data loads work as expected.

Prepare the Business with Robust Change Management

Change management is often the difference between success and disruption. Employees need to understand why the change is happening, how it affects their roles and daily functions, and where to get support. Effective change management includes:

Executive sponsorship and visible leadership support

Ongoing communication campaigns that provide clarity and transparency

Role-based training delivered well before go-live

Change champions embedded within business teams to provide peer support

The more prepared employees are, the less likely they are to make errors or resist the new system.

Create a Strong Hypercare Model

Even the best go-lives experience some issues. A strong hypercare model ensures that small issues don’t spiral into major disruptions. Hypercare involves providing enhanced support immediately post-go-live, with dedicated response teams and clear escalation channels. Many organizations establish “war rooms” staffed with both IT and business leaders who can triage and resolve problems quickly. Setting expectations with the business that hypercare is part of the process builds trust and confidence.

Engage the Right Talent

The best plans falter without the right people in place. CIOs and project leaders should ensure they have a mix of SAP functional experts, technical specialists, data migration professionals, and change management leads. External partners can fill critical gaps, but internal employees provide the continuity and business context needed for success. Investing in the right talent upfront pays dividends in reduced disruption later.

Lessons for CIOs and Business Leaders

For CIOs, minimizing disruptions during an SAP go-live is largely about leadership. CIOs must set the tone by emphasizing discipline and collaboration. They should also engage business leaders early to ensure accountability does not fall solely on IT. For business leaders, the key takeaway is that a go-live is not just an IT event. It touches every process, every team, and often external stakeholders as well. Active participation and advocacy are essential to success.

Final Thoughts

An SAP go-live is one of the most complex undertakings a business can face, and some disruption is almost inevitable. But with the right strategies, those disruptions can be minimized to short-term bumps rather than long-term crises. When done right, a go-live becomes a business milestone, or rather, an opportunity to not only modernize systems but also strengthen operations and set the stage for future innovation. For help getting your SAP talent in place, click here.

Tyler Sickmeyer tyler@foundershuttle.com +17274342236 General Inquiry I noticed Bull City Talent Group connects businesses with top IT talent for staffing and consulting. We can bring you enterprise clients in need of a specialized talent provider this quarter. Let's have a quick chat :) 0cAFcWeA5xn7BXZVFeBxm1Rv1uDIR48kqRRsSOIQUuYoqFhs_lbVEF9EUel5jG2tltAzOg2lnx0dssI86jXXa1y1JIrUn_VKSJl5UrG3qbggI1_BNJSuNzfg_71zBf0fyC98oiBtTYI1_Jb0rj-fFuTh5sdRnkp_9n1PWmDYMiXRT6X71tvZ76w87PAy0fJ2YLdO7auaFXQdCtud-GmH5EEBKalwicuXrsVGA9jl89YhCdlRbQIZhnVE5-dobHHykKn8sPFt7tjYh8Th0Ef4isD_bBLWVR4WYQ189vW0uE4YMqZdT7_v7mD223oCNZ9UpV9HXZKafeNHKUxkzHPIY7vGM6M5MGQycakbaIYjokd7xSwvUh3gzvQsXu7VWuV6QlfBYyDFmFtjh8rZyclvfj_tVFtfjwbJQFzCdqDTX-1vebIVogQRm8vZlJxe7ftxPduCaQUfPLvnrNJoLU-vk2nMCxQbSVhIB4S8B1ooZrL8ohVD1NudKVBlptVdTwDMpy5QThhWKIPVBe3bcvEESiJAWA8CqF5o3EsYG6Zshex-hChRQePD80REJVm8tNYkJ7SQvfvbKUYEgY2-4Y8IiOZhZdnH8pYE3TP_DYUK29jbWVrBZNdveRt5be6HudtKNO8Y5S3nwtTzA3Mz_pQHN3_4FPl2QzuRZdbcOVo4eY3k4LeDt74OgR0D1RtnV3Mli8BUh_nL3F18zBhHmq-tcYgvSPFkYPcNkUhL2i1lUBcEpiLqTaPOHSQaURgExETi69EAVGcVzxZ9Hw0kXLFMSLzYI5c_Ahjjlkzjyudm1a7xB2dzWaW3oBY8SpOhS1iBSVGhiar_B3c9Ef9fw1nZS_SL6faTE4vDjR7qSvqwpoXf1ACLlsDA-JKisiHB2oq1y5EHQZ7Pd2grri2n1AL5fa0GT0xpH_8kzkRg 458 45.131.193.124 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 29, 2025 1:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tyler Sickmeyer tyler@foundershuttle.com 7274342236 General Inquiry We can bring you enterprise clients in need of a specialized talent provider this quarter. 0cAFcWeA5jP7Jq7RLBceVEAmdBQ6zvToSL4rrDXLnS2C0hxWlqpC05UtYlpt5wofFvzITIx_DUCCZTXZfzci9Kkd3NLIFSr6HEZUPQbSOiJO1-18Jvnnq53YY19hzrnPxuDf1csLNx9Fi7oCUMwZf_fI9OdmDFSiYv_YyUXkk3IbVsY7hspau_KSpjDr9oREzl0w6Z-yN0K67CAvmjGP1ktdjjqLlJC_V9uStasGXZtwoG51bUlk5noacxy3DKI30Sj_rJZKuIbhVrHR0mGmE7mYbgziXvczzi-bHqPnyKofifXMFwLz7iT0tIjaJZJHcYnEfiOTHauNut2P-XWnoaEyXaYBffNsV-9yvxo_2zyX83buJ8j87HTuNkfwZhWvHtUBCYAD_JOUR1nPVg-M6n01ims8-75u8RloQrA8VMEJeWBsrQLswh3Otz593AGdifrRjjSuaskbzR1CIMElyVnJE3HXCWZ5v4I5cAiGkFHYmNKfWStW9yC3dgpaTjMmt96WYnmAGLPluzi3s2sgsRLOjOWrS4bxX_3S7HUlSJVfHlzmaKIhdiMoTLg3Hmyx5gwXzQvtVb0NmuIpe0nu8kkkZtISGcYmjamuL_xPZ1933e-4bYG8H4mQK0QWWYATOv5tsVhHvu1CjoELgUuJ9TCUeJ_L7BGwXWvppkmwBxrNjoF0SG9E7tshyac9rXAPktdDk2tuwJ0mZObFcsIY8nNFq2KGP7r9geqR4woMuMXNPgU2-bX27cQh0gVLkMV2Pz9WfEZUbvIw1lFdA7OvgMxNn5MYSrKIgTc_MKXTS3-crYNs_KoeAIfPmT96snRZcYhjZkThDQ0k6Yk9CX92fPVRezYN8ekHf3dEYsDC7imTDLgR708EdpCTg 459 45.131.193.126 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/141.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ October 29, 2025 1:53 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Contract-to-hire roles in IT allow companies to hire an industry professional for a shorter period of time with the goal of converting them into a permanent, full-time employee by the end of their contract period. These roles are growing in popularity, with approximately 40% of the U.S. workforce is contingent workers. Furthermore, this number is expected to grow to 50% by 2050. Contract-to-hires are designed to allow both IT professionals and businesses to test the compatibility of the hire before a permanent commitment. Below, we break down the different benefits and drawbacks associated with using contract-to-hire roles in the IT industry.

CONTRACT-TO-HIRE ROLES IN IT

Benefits

Taking a contract-to-hire approach can offer many benefits for businesses, the first one being lowered risk. When utilizing contract-to-hire talent, employers can see a candidate’s performance before full-time commitment. Employers can also see how the candidate will mesh with their team and company culture. Additionally, contract-to-hire can be more cost efficient than an immediate, full-time hire, since businesses face less risk of losing money from a bad hire. Flexibility is another advantage of contract-to-hire, as businesses can choose to roll the contractor off at the end of the contract period if the candidate was not a right fit or needs changed. Contract-to-hires also result in a faster hiring process. Hiring contract workers is often shorter, and businesses can use the contract period to decide whether or not the employee is a good fit for full-time employment. On average, hiring for a full-time role takes 44 days, and difficult roles can stay open for 2-3 months. Meanwhile, contract workers can often start within days and, in some cases, as early as 24 hours. Above all, contract-to-hire roles can provide a solid middle ground between contract work and full-time hires.

Drawbacks

While contract-to-hire staffing offers many benefits, there are still some considerations businesses should take into account when making staffing and hiring decisions. For instance, when businesses sign on a candidate for contract-to-hire, they must consider the uncertainty of conversion. Candidates may leave at the end of their contract period to pursue other opportunities if the full-time offer is delayed. Furthermore, businesses should map out the costs of contract-to-hire. Contract rates are typically higher than full-time rates, so businesses should evaluate their budget before deciding between contract-to-hire or full-time talent. Preparing for knowledge retention is also important. If the contract-to-hire candidate decides to leave at the end of their contract period, businesses need to prepare for the potential gap in knowledge continuity.

BEST PRACTICES FOR SUCCESS

When businesses are considering contract-to-hire talent, there are some best practices they can implement to help the process flow smoother. For starters, clear communication is critical for success. Businesses should communicate the expectations and timeline to the candidate, and how the candidate will be evaluated during their contract period should be defined before they start. Contract-to-hires should be evaluated for their skills, performance, and cultural fit during a contract period to determine if they are a good full-time fit. Feedback and check-ins are also important throughout the contact period, so businesses should conduct regular check-ins with the candidate to discuss how the candidate is performing and how they fit into the company culture. By putting these practices in place, businesses can make the contract-to-hire process more seamless and increase the likelihood of a successful full-time hire.

FINAL THOUGHTS

Contract-to-hire roles in IT can be a great option for businesses to mitigate risk before staffing full-time employees and can benefit both the organization and the candidate. However, contract-to-hire roles must be managed with clear communication to ensure effectiveness. When businesses utilize the best practices mentioned above, a contract-to-hire approach can be leveraged to build sustainable IT teams. If your business is considering contract-to-hire and needs more information on how to get started, contact our team of staffing and recruiting experts today. Contributions from Natalie Pollock

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For organizations running SAP, the introduction of Joule, and Joule agents, marks an important inflection point. CIOs and business leaders now have the opportunity to align advanced AI capabilities with long-term digital strategies. But unlocking Joule’s potential requires more than flipping a switch. Companies need to understand how this AI solution fits into their existing SAP landscape, broader technology ecosystem, and—most importantly—their strategic objectives. Here’s how you can approach SAP AI business process transformation:

UNDERSTANDING JOULE’S ROLE IN BUSINESS PROCESS TRANSFORMATION

Joule is designed to sit across business processes within SAP applications, providing real-time, contextual insights that make workflows smarter. Unlike traditional automation, Joule connects data across departments and interprets and responds to business questions leveraging this insight. For example, a supply chain manager could ask Joule, “Where are my biggest bottlenecks right now, and what actions can reduce risk?” Instead of needing multiple reports and systems, Joule leverages AI and SAP data to deliver an immediate, actionable answer. This capability represents a shift from process execution to process intelligence and orchestration. Rather than just enabling tasks, SAP is embedding AI to guide decisions and anticipate outcomes. That shift is at the heart of business process transformation and why alignment with strategy is critical.

STEPS TO STARTING YOUR SAP AI BUSINESS PROCESS TRANSFORMATION

Step 1: Revisit Your Digital Strategy Through an AI Lens

Before implementing Joule, business leaders should take a step back and review their digital strategy. Ask yourself questions like: “Which business outcomes are we prioritizing—efficiency, cost savings, innovation, or growth?” “Where does AI naturally fit into these priorities?” “What metrics define success for us in adopting AI within SAP?” Asking these questions ensures that Joule isn’t adopted as a standalone experiment but as part of a roadmap that connects AI to enterprise goals. For example, a consumer products company focused on supply chain agility might frame Joule as a way to enhance demand forecasting and supplier collaboration. Meanwhile, a life sciences organization could prioritize Joule for regulatory compliance and clinical trial data management. The key here is making sure your business strategy drives the AI use cases, not the other way around.

Step 2: Identify High-Value Use Cases

While Joule can eventually be applied across functions, most organizations benefit from starting with a few high-value, measurable use cases. These typically fall into categories like finance, supply chain, HR, and customer experience. Each use case should map to a strategic business outcome, such as improving customer satisfaction or accelerating time-to-market. By demonstrating quick wins, business leaders can build organizational confidence in Joule and secure buy-in for scaling AI further.

Step 3: Ensure Data Readiness and Integration

No AI solution can deliver results without high-quality, well-structured data. For business leaders, this means placing data readiness and governance at the center of the alignment process. Does your organization have a clear governance framework for SAP and non-SAP data? How clean, standardized, and accessible is your data? These are critical considerations before getting started. In addition to having clean data, ensuring integration with existing systems is essential since Joule operates across SAP applications. Companies that invest early in harmonizing their data landscape will find Joule adoption smoother and more impactful.

Step 4: Build Change Management into the Plan

AI-driven transformation is as much about people as it is about technology. Employees must understand how Joule will change their daily workflows and decision-making responsibilities. Without proper communication and training, even the best AI tool risks underutilization. By embedding change management from the beginning, organizations can overcome resistance and foster adoption across teams.

Step 5: Create a Scalable AI Governance Model

Joule introduces new governance considerations. Beyond data, companies must define how AI outputs are monitored, validated, and acted upon. Key aspects of governance include accuracy, trust, security, and ethical AI. Having a clear AI governance framework not only supports compliance but also builds trust with employees and stakeholders.

Step 6: Measure, Iterate, and Expand

Aligning Joule with digital strategy is not a one-time exercise. As such, business leaders should define clear KPIs for each use case and monitor progress. For instance, some KPIs could include cost savings achieved from automation, reduction in process cycle time, increase in forecast accuracy, or employee productivity improvements. By measuring outcomes, organizations can validate the business impact of Joule and expand adoption into other areas. Importantly, this iterative approach allows leaders to refine strategy as AI capabilities evolve.

SAP AI BUSINESS PROCESS TRANSFORMATION NEXT STEPS

As SAP continues to embed Joule more deeply across its ecosystem, organizations that align early will gain a competitive edge. The challenge, however, is to guide this transformation in a way that strengthens, not fragments, digital strategy. Those who succeed will position their organizations to unlock the full potential of SAP AI business process transformation. Ready to get started with your SAP AI business process transformation but need help finding the right SAP or AI talent? Click here.

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Leslie Miller LQMiller@yahoo.com 203-451-7191 Finding a New Position Seeking remote contract opportunities and saw your position for an IT Program Manager - Legal & HR (202936). I've implemented Workday and a contract management system and would be interested in hearing about this opportunity. 0cAFcWeA79SsXSqAJ5P4lpSMHs24iYeyGzBsqjYxwWn5MKXqpxi3CuFSOwa_XFMb8XkYtgCoxYMhZNl4d7DTJX1OtzE-_O4pPQGTpIKB6g0hviKNiMTWnmDE89mHMEEfQrntrun_r6SZrc6JZFi2Ttu74AymL0XSQrng4a6T7XHXoz0IAPcgW9ofDBy1LBrseiiFGCw2zw-T6SLTAjiuTS1BBLRuAL-voM_FjGLtZPY6chRbdrvxmP56JonHSGXv2FVphJ-GTMTb6AvoMIX3vkw8AswDZqBjvZ-LG0_i_ibxPOCDMm6A3wno5zuW4uO_loVr9GbgnX2mOKG81UKZtLLUT3yoKLxehVoT8vuPm1RTUUrEWqJv9_No31q8MrVS4pa130xs4bkp8WVXTA3N6UFUP-Hg_aC041hGrKziEbrO__rtkdcL9wHalreOw8aCgbWKBPGCEf4AvhoWyXNWEPxBBqfA3eFNXVNGvppsnXg57mMSjjZXvW2qo4lI5KLvEDc3aNQz_sVMS3PeMUq-vbZYxdCQervc5akzdAAuLxN8iZ-yu9gRbisVKzdO4ErrHUZuS5hHYi5sSkWMYjRdSSl6gJuceEU-yGUFJajB129MRyyYFqO4IukztCdDOQ3PEYyW77jZJWkaWgD_t3hgYhREOZIXNZMdzzys21Ovn8rPJL-VVnF2KbrpcUnz_NZtvmutCtQe4SwIJ8IwmPtnS_-kGxmw-ElfNSfnPYgPq6f8umwkwy15AkVeKFWvT06BJXwE3nJhGzhCkkgFF8QkXAhybujFbn78Dq-oilZwagP-TOD8mZH4lirMV6f1KjL4SPcYhQL2R0Saz--A4ZXp4JamQYI2oNAzeP1zsYRYRP0TTsK6reOd2nRMEVFG4vTXpP3K0PCxxxOcZOKLbxM-SzuegJdU8cuUQgUrqEsudSNez2NqriSY4HOFehPpFY0Tq316L0hq8k3KMpu1XhrMv7ceZYO5KfTZ_sDpk5cK38-qoUWBgLmfJxs5DYoHHlcfZ8Mw1TqtTxJbADuc6LS7ZmmJzyiX1anTgpftxLKFEwd5RaMwfjQRkEL3_FaTI1UzRGzKjUQeZ95i1bOvtBZ8kO6bipul1R66QBR4LfZphRztjCY6UbsHM9cPh4veobL_z3TQDTr1AaqNdNrJQfZOwt-QaYG8iTg5aI_6vOfdRqG4lBaivGNaDCc5TiJTN_A7_mjBJq5T70EEWI9i9uAvIu0ynZRhXj4tWkdAFj-WHLxHJ2ycdWCNXYlrye2OWP9S-mLS4cxhf8oOsqlw_svnzuBgA7WXwpVGWn34_cUy5s3Lsc5vOATeuVbNqsiB3q4FpNEPfEqJ4zAJzlz0y8UmrjrBeIQVeFlJILUBxpNGl6acr2mite4POHbEBNfn0kLLLdu-aMkb2pT6h7omm5KEeYakAL665L-bt45naZSswLwIJjD0VqZ1Eisi15OAqbAN2RMe8VcaLzMqHgzt1cmNwYq3szLoS25xpWLwa7njolOnwJTIcLH9oA69siCwBE5_9sdw5FX1tHMGzkU4EHpOUBOmfHPc7TN8-IxgMJp3opiKg74cvO3eGEN1PmCfE3Febm_cd0kLlhtbMN4OSlwPqjpFm1XUDN3LbT6yjsp1oYTpLCfiP6MArDERS_dtUbc4Wv7ogwoYEqC9T4 467 24.184.91.190 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 Edg/140.0.0.0 https://bullcitytalent.com/contact-us/ November 4, 2025 1:35 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Leslie Miller LQMiller@yahoo.com 203-451-7191 Finding a New Position I am seeking remote contract opporuntities and would be interested in hearing about your IT Program Manager - Legal & HR (202936) position. 0cAFcWeA6Ey6fW8iqGGZXl-DCbZb16bgGgvf9p3nZyGULEZ6N71Wl7hLMp87gMmqeIjK2kWGP5iSPDd3CsgBmSDhcs0P5VZ7H9LqJVHpkpJJ35SXOIEMWM-005HZR1FUC0BdeCE-frTisqZLC_dEU5gInn8SyUIX6SAwD44xLFV4MHOrgsn3j64kNmup-fJRyaU29lbxqN3VjxrZVgcxviTaz1CQM2p_ROzyaMmG7RFfMLYF9glRVxYCH1JwYu_am-8OEUZYOTh4ah6iflHd1ZGIIY4VjFwA3biLfrAtW1zjES8l-75OVd2tN3do4kg9xP85Ib2JILjQGNp3xJH4cbYme0IOntEuBi-r8mOiuz9Br_XJU7TWiytmSyXSSaiaG-YAnMCMclcZmj7rRzAy2nhe8I3vX02UXFQ4crfiJ04N4hG3uMpYw0pZ7OtPhLBtLgPoMWGZpMWcLmJwiiAkS4x-0DWTeok5F8R85UR0sNJDS0YFcLPcYLnQ_KSWnYKiRZzWWewunQn2EnZ-G-9gRdN-m2nu6Vd2Eiq-sOMKjBMsbAXm4OFyXaefBy4TgmnmBV8Ie45kRSS71BUkcUDlzmVy4hln-6nZOxP_BCjQwPuK-GFjXio4DpsycSzLvvmmMvvTdTrfQImsEaUjw130zE1MWRz-rrR5Sucf7ScQVpf-kv_srTWmgAGoaO-MYoWcWuXzBnyC6SyI8I0dC4TMXom2ImcD4VxR3rU-98BirpnvuM7ooKOnuJkSmjfTpcRnoUktcuhu6SDGj6V87iFbSseMDFw1Jp5zGVIclg5m3tUQ1_dQvodnELPT9cYIGtrKxHLPhNO8blNLYLvZHWUv_t6UVPV87sjQMMZOm8or3PXY4gScD38Bt1huc2SabP5yJ16olvUZ0eqT9VhKL6A5vtHzraJXKUOQ42faalBWr8Ne414R3d3J9NUS_BhYEde688g14QNSXaEP2txy54Re2Ez_tEOh_SzJcKCClBAIXgkZDFsIhzveKwkXhAfdp1LcUoANfyCrnbCgtrS53bMnb6HGPhBUERsrL0eKi7MfK3jB2SGaOZCfRVh3XiM2n3len1Awlj-4Y5snu76slUyBIFcOF9H_vRBKsHycpS-v89T__7U6e3cN6WRw1v3LrOJDlwwp3UjVHcVplkuX87J7hX0UAOIqe9Gca3Fg2OtpAVGzWY3WJIK3S-nIl8W_U0mlC3ESLbL_N7Ay84ZhHlkP09G5HrDzJ28BCZ0HftEXvFLq8ETWfsMIV4RmEs9KRU2dJggf5cZeKBDhJYvGz-Ka1xYY6_LqGZMx69UwlOWL1SHe5JgmDO5Xf4qt2Fdre1doExlb4T9cXcyO9WKMmL1pCJMAzWnZ3xp3AlOtiQzbCo0nE__CJQWRRhiJZFpk_vbmf9a8iKg9SL0JHV8AFd3x8aKOpMW6PEi99lkZrB3GfYxPIBulseI538iS1Nrl6Zr_0cTTSLm9AKEafH4BxGfFSD-EgVdbpWhihGF48bTtL1QNjPokmosfYVazgeLFq4TF4QVzi9hNri7KzxBk7sPF6RhfKtKmQIqbEuT3y6R0cQnLSJVB7LtfPqmE_--A-SNgPrXKQT1p7cUwVB 468 24.184.91.190 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/140.0.0.0 Safari/537.36 Edg/140.0.0.0 https://bullcitytalent.com/contact-us/ November 4, 2025 1:37 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Organizations are under pressure to do more than just “keep the lights on.” Between migrating to SAP S/4HANA and integrating AI and analytics to navigating the shift to cloud and modular deployments, SAP programs have never been more complex or more critical to business success. Yet, many companies still approach SAP hiring with a broad brush, filling roles with generalists rather than specialists. And while that may seem cost-effective on paper, the reality is that hiring niche SAP talent delivers far greater value in both the short and long term. Here’s why hiring niche SAP talent is worth every dollar:

WHY HIRING NICHE SAP TALENT IS WORTH IT

SAP is No Longer One System

The days of a single SAP resource managing everything are long gone. Today’s SAP environments are multifaceted ecosystems spanning ERP, analytics, cloud, integrations, and industry-specific extensions. The transition to SAP S/4HANA has only deepened this complexity. Companies need experts in highly specialized domains such as:

SAP Fiori for modern user experiences

SAP Extended Warehouse Management (EWM) for advanced logistics

SAP Ariba for procurement transformation

SAP Integrated Business Planning (IBP) for demand and supply optimization

SAP Datasphere and Business Technology Platform (BTP) for data integration and innovation

Hiring a generalist to learn as they go can lead to major delays due to rework and missed opportunities for optimization. A niche expert, on the other hand, brings deep, role-specific insight that can help projects move faster and operate more smoothly to deliver measurable business outcomes.

The Cost of Getting It Wrong Is Far Greater

When it comes to SAP, mistakes are expensive, both financially and operationally. A misconfigured system can cause disruptions in supply chain planning or order fulfillment that ripple across the entire enterprise. For example, if your SAP EWM implementation isn’t set up correctly, even small errors in bin management or wave picking logic can halt warehouse operations. While niche SAP experts may command higher hourly rates, they minimize risk, which translates into cost savings and performance gains down the line. Their specialized experience across multiple projects means they can anticipate integration pitfalls, interdependencies, data modeling issues, or functional overreach that generalists often miss. By contrast, generalists may struggle to define the right KPIs or align module-level configurations to business outcomes, leading to rework or performance gaps. According to a large-scale study of public sector IT projects, 18% of projects exceed cost overruns greater than 25%. In software and data projects specifically, risk of overrun is even higher. So having someone who deeply understands a module (e.g. EWM) helps you stay in the 82% of projects that don’t wildly overshoot.

Speed to Value Matters

Every delay in your SAP project is time and money lost. According to industry research, “44% of ERP projects experience significant cost overruns, often doubling or tripling initial budgets due to hidden expenses that don’t appear in vendor quotes.” Niche SAP consultants shorten that curve. Because they’ve “been there, done that,” they know how to accelerate configuration by leveraging proven templates and best practices; troubleshoot issues faster due to their deep familiarity; optimize integrations between SAP and third-party systems; and anticipate dependencies that non-specialists often overlook. In other words, they help you reach value faster. SAP projects are notoriously prone to delay. With tight deadlines and changing business demands, having someone who can steer the technical aspects from day one helps hit go-live windows and start capturing benefits sooner.

The SAP Talent Market for is Tight

SAP talent scarcity isn’t new, but the demand for niche skills has reached a new level. As companies accelerate their S/4HANA journeys, competition for experienced consultants in areas like BTP and IBP is fierce. With that in mind, it’s no surprise that specialized SAP consultants are commanding higher rates. As reported by industry sources, consultants with rare or in-demand skills (e.g. S/4HANA, Fiori, IBP) often surpass typical salary bands. Many organizations are discovering that the hardest roles to fill are the most strategic. Niche SAP experts often have years (sometimes decades) of project experience and insight into how to translate business requirements into scalable technical solutions. Partnering with a staffing firm that specializes in SAP talent acquisition can help you access this expertise faster, without spending months searching the open market or overburdening your internal HR teams.

Niche Experts Bridge the Gap Between Business and Technology

A good SAP consultant understands the software AND the business processes behind it. Niche experts go a step further: they understand your industry’s nuances and how SAP can be configured to reflect real-world operations. For example, in consumer products, a niche SAP Sales and Distribution (SD) expert knows how to manage trade promotions and integrate with retailer systems, while in life sciences, a seasoned SAP Quality Management (QM) expert understands compliance and serialization requirements. This ability to bridge business and technology means fewer translation errors, less back-and-forth during requirements gathering, a smoother implementation that supports business outcomes, and greater ROI from your ERP investment.

FINDING AND RETAINING NICHE SAP TALENT

Given the scarcity and competition of candidates, as mentioned above, finding niche SAP talent requires strategy. The best results come from working with partners who have deep networks in the SAP ecosystem, understand module-specific and industry-specific skill sets, can quickly validate both technical and functional expertise, and offer flexible engagement models (contract, contract-to-hire). Once you’ve identified the talent you need, retaining talent is crucial. This means treating them as strategic partners, not just project resources. So, give them a seat at the table to get involved in decision-making and recognize the value of their insight.

FINAL THOUGHTS

Hiring niche SAP experts, with their depth of knowledge and ability to bridge business and technology, helps organizations avoid costly mistakes and unlock the full potential of their investment. As the SAP ecosystem continues to evolve, the organizations that win will be the ones with the right expertise in the right places. Ready to get started? Click here to get in touch with our team.

Jeff Soderquist jsoderqu@gmail.com 847-514-6095 Finding a New Position I am looking for consulting roles in biotech QA. I have deep experience in GMP and GCP and already have an LLC that I am getting ready to do some consulting under. I noticed you have an opening for a consultant role that I believe I would be well suited for. I will be officially applying for this role. Thank you for your consideration. Kind regards- Jeff 0cAFcWeA4ikuunHXLbYO-6nPQTJ1G3o0XeRz11nyP-jN-gnsdRNbifhjGqtEQR1Fy7JjFfPN1-jWgaN0H-pU5ZGh419J_Ad5TJoAuAhe-zjdfscvkd8OC64mMHO2YWkhzxY3cHK9Ogoo_z56BPX6AWWAYfwCZjc7_b5PVG6cv1vsILDdPAM8LECuMrLUa8cc3wLChCeRng2s322togsEVAf1pOl3FTFhb6HZvZFfo1pEWoxnPU8awe1VdyHdd5BntejqJAgntF6h5urGy8CYNoD2jiiewMD7yZXPwnrLmeXrE80fIjs5HpW0ViiJ-7dfmk3rPMWFIhKct1fl7ynVJSaYSfHpzrVdSikteH3lmxTf5bCgtTZKZ2GJFMR5Ku0vVKEypczPcjiYafA9xA-Qw1HiTtFnY4eIm4lDW2oJ2rT3G9kBubM6Uvs_qpzOFACdMvK52OP0eAU_h7Ktt78RzkgQBqYTpGRke32gVYl8bDNmku6mMM_iupqus-fBSQUdxKCRFwnjKfwpLVcX0dU7IsptMNAWcbp_HTuGq9my1J140DLNsQnDROm_ug9B9mjmoUVoYOJr4If7W4hZe2qUL6fI56FNSIv_Q-3q3_fw_lslgtqFxQlb3NDstupHr6hjiI11NVYYprN_Ls1uZ5iRCM8OeYTv8xhimoE55-qfizbmHBoltpBpPd6akF6o-iGNWz3m26-YeKczC-v3FcZJanR-KVwOv314g9fkiuFi7tiGOX-3VsOymVnq-BtSDIMbXTu1EvId8weHvFjnOYypZnUxtd8vDlcDzLbILCslKR3dGVI-wiJOJpACmNVDBOh2kWOeO0FP5NehcZgDOrfHsyaxGEZdPt-oa8esB05n48tcpQ3nm07zrQvyNCwLNC0jVLXn9WA_IaQddLYLINYnRfdk1FPyU-AoYvkhEtA5IlJzCnPlf51Mc4qAOOUXlLLI-nuGQsd5R-dEvjaY2i87jZs3UvHrTFSzjaUv3Rt8g-6ajn89c1h3_Js3NIIR6j4kQkLxYeqz7-mrxEq0gco-PSrsk6LSDTcbiOIhAYSrXkAXSsLaXmIv5rl9AJJW7_ueODKAoiXLVUDzPjWpjdwnO-pCaUj-ZcVK_Z3BSdVjU-AUPQDLmDO7aX6Mgim0R9GS4GGwq5_GSX-Fka8E_ZeYDFs-MCCdyB5pZiH-uaXB3cVmGYUmaa9FZ3eUnAw1oCr7o5cnZeqeYYIxHdOGXhffRAdriv1AXUKMZY-2RVbLRc9cz8kWRJrnTexGIlDZZPDYtrutmlhFrTQAu_Y_XgW3X1KB1vzmXnZjaSvlxI0mXP0c6zSH-Fa6YjudrNdzeDWS9aGgrO7km8WYyLQBhuruiugLy41OmypvQzqLnxCdum6jHNovjlxdBTjea-YGpa7JlN1-MR8UDlz66OI0XgqMO-1cTTxSKNyocrdRlEgxnAtGnLeJfgScrm_bB1eRajt-Jp5kALHKQtqyf-Wd3jv7fETUOOorBdm3onC692KQLbIi3gokqfJq57BKE1MBq8pIMmYNfam4BU9xBoBbIPww1qfYYY0hLDuVni8JBo8_w2iQEDLEWOVUp7aJWDXFhB7OTy0Ye7voR446PmM0z1GtnFxEv9vhIoHWwCZIF7FCqi7q6oHB1XvC3rBgEZkg0SbQyACG-Ggv0Xze9vvtQs64irOOxdzwgGi0yLmw 469 66.96.10.208 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.14 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 5, 2025 8:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jeff Soderquist jsoderqu@gmail.com 847-514-6095 Finding a New Position I am looking for consulting roles in biotech QA. I have deep experience in GMP and GCP and already have an LLC that I am getting ready to do some consulting under. I noticed you have an opening for a consultant role that I believe I would be well suited for. I will be officially applying for this role. Thank you for your consideration. Kind regards- Jeff 0cAFcWeA58z7I_hdIgfxEp8CApAp_3PjddUWinlQ-bfd5rWm7Odk9m9uR1aUWTT35Y507mgO5nGdyUYP2bn7XhjQEy30YsorY2nmH3FCQcyiCyFIiZSb__tmv5XQi36PZHespSV8eVn0hWkzfA--zQU4vvB6A72g0glxJ_k-30EpbfHtKgGaDbHyIKMnEUWvv0yJU4uSKc6naU1OkalAdLhuD8Lt9rQdotS_m6ciWlKKzqu5mt6A_xXeBGkSysWsueMJuAxatRuiKchsg28xj3bOHRULM9HwisPpXKa-3V35X5MTrAWkkSPTHQ33jMQlDm5ujAkCKC3UU0ln7XK-tM20lS0gXLIEgWHBiHPgBQ86wc6GNPTdg9_wSRFYItFsfPC7c6Avi0fdqFooDeAdwT0g0a4YP7CEDz12H9p9VU3G-LHKPqqooBdbdqg2O0IhWFDPhQywUCJSYuwCn7iK3R-4bt7j0KAuAXKKV_rzbQZhrUgCkHapaHRd2ROAIdukZR2tb0CApq6ysT_-Tv_h0dcfCtFOa6l8hmzrj50j1niGxDxzHHGZZf9OacUCkjgMR22QV5UqxFLPwCrMwSo_P88ROMDbMkNHMXkJ8RqVlC8tFvzbUbM7Q2UJfebZorqmTTq6z3VgD3KVm0eFNH_ojAotpKV5wQi9ZwK3QCaT3MeINmMOsFzN36x-K-9AiV9v63DGpoM9Gbwb2laUkn6u2m8F7UlD7gEKcE8C1RjTbtYw9nmkqOaXxW4AcjxKqx1bOU4Wkct9DXsvdP0z1YrCQKD2cmQGFq7LI0rUd3um8GNiAKPoNuGZ9tdyCz-PlX-yH9nlkd7K8-nu0X4bxDLRSZEeDbMaItN2Zh3hAeUrfkbFkjpBgvpmpFf3boCI1QBjC8Ev4xTfhxGtMpu0hLWCr-ZQwvJN8_cWtHim_ZQjvF04rQS_6P5YxxgiaZhLClnhUOGeOT0ztcVWaP5Rev8eBrPkXoVRBKMcvSXZM365H5vPApSO3My4PPcy0HzoOrEi3CrGUiUi4B8ANXHmQm-NE47PRO2Qw3OvVyEjVYhaKBHAUaxmT6r-jxGJx8wFoGvsdMQ-YBymiXqAwMgJ2nJ3LFpZ1lCK0XA9NB42YLmMqc0cZhNpwLsBDN4urcZNM0Ne4WV0_yWwj2ka2RLkA2WcAeFXYHEOQ8Tp045SAXjtyi6DRKjh0rDZorY64xsiEq9l4HGxDO00IMxkx0qd_sg8Ntqz1YTUz1rMgFmOMrCgX7SUNZnkYSaSjTbwONfhogPfMdIf07XMHfFBzRgfR5qlMzQs-ZXq7hxZNbZUKgB3EXycDlApao6Lu_-wUbvb5X4pKnQbrMQMBnG-hZOnEEnQI3LMAvijaJTFaRK9RP2S-nzBA_A_lK76DafTJHGahHLWfKRysyE-vlOI4_MlYFAe1Adckn4nNgtstlkjjrfK89rnCxkingWqDQqeldh290V_JdMc_iO_AOVRbXzartPiL_BW8JR_fg4ciIedHWoI3GKt3diWMHH7DW_WRA2yqvvkVfS6wnjZTFOTWNyfyj5VkHbMys7sE36WH4MRUPmhhl8EjAFBsQctXMSP4nQAE4zBlb75YaVyHlByNiuTSQmqeMMXSaLWL_cR4G2qkYTvCvXG40kw8xVUUpE5E 470 66.96.10.208 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.14 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 5, 2025 8:05 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jeff Soderquist jsoderqu@gmail.com 847-514-6095 Finding a New Position I am looking for consulting roles in biotech QA. I have deep experience in GMP and GCP and already have an LLC that I am getting ready to do some consulting under. I noticed you have an opening for a consultant role that I believe I would be well suited for. I will be officially applying for this role. Thank you for your consideration. Kind regards- Jeff 0cAFcWeA59EsgxYiMwPkX7QfCTPdzk6c4xdwNFrYEWfNLTtyeYuLR7HH9ftsBMgZKS4INGpHST-M-JDuyZr484BTCK0q9bOUdBjg80AZbOnhbqjTB4AbFb9fa6ifGWzXu_ZecnYcZs1jHcRs4dXc9uEhDPjZabtfdlpJANv124Ni5_iAUPuaxJcbQXc8NClJ4aAmkJYdweJGcvTF1ZUSXH8WZ0tfxfCjDcGz_qekDnoffsQfE0JrGCobrMLDD4t3HlTrI9IDH2Jmzd9qgjwkm1b5W6eDDOqbCJZYZJ1ubbHsu3Juu3LFTKQ8fFHek-CIWKF0WrpnGEkCwKIJozsy9__DNBDsV5VvO0XykDTXqiDD08Duj8jcGldTF_UJVTP9YqIOVdf7QmtLCk6Bfzhamg2f7plVK9NawtDmhIxXnowRFuQwg84RvpYxQg50rpU3LG1wva-jWrgc1DSuP7Vy2xaEnasExoaIL1JCE0bWcBEi3qC3P7UKdzrzHzjOIwKONffXMbTLGvee029OC7KgRkj4La5cbl4nf6zVt_9H8WDgpWHdAUajti-7RUjAo9itvnaapwtoj2w839-L-XpgjvSlDPFTZAVwK3L1oDB2-nbInA_rv1pxCQrLyNpYA1MOqVf0oz8DhB1rpZKR1-DfvGPXN19lScv3jqMgpipj5mwgyOgy5OhHd6IuNuwjKTK-moNps7hrwX3Pm-NZ7JY8EkEW75YFncRyAValyyWwO5So3t-o_7fkRNUrN4okAWroMlJtHGcMJeR5TTsNCUWmJUHv_5Tpc00-tCZ1aBOyN0JOEyht2WKI8dnvBebsU9gcY728GqAg0LF3v_Aws8_uZVaDEt-vuCLaPFbpn-rwpUcIjNMvgDws1ArBEV6sajdalasCB8jIX54zXk830AMVFVI8KFzi07FAXwVpbZW4r9yKLheN1GrJX-MNxvoC68o4NWBXCVAOs28RAag5dS-eH_8AY0A6ZTOdtCfgN38AAxMRTbDL1nzwFxsZgChtlx8PEFOGmYVKzw70p3bjbompjvdaUFf1_a5dEa3i1E8Zk2k9HDHEus1ILnl3X2kwq6p2k2cHrbX-O_pekHX6O_LRXAm_POGESIsOsanz_Mg3xuEm306hf_618JVXtIam9DfnSYORQVid9FnMYukbm5OHJvKVbTSMLa3E-5PQDvVqqgBhZjAQ3oKNH49BVTNQJ-pqHx9F2jw9dpTG3ZH5h55gMLGElVZDLwG-gCocowV-naASbzf30xgOTnbQ6GK1G7O7wDu8pWpPipLaSrB4gk3aRxJhZxIExR7Wq2W90qkEDtPfZKoqsKvQy3hNleAlfwuqu6SSQ97K2jMRf_Fwa-kEk4VCpjtgNt55-XUo4qCPyotNuzaE5mAny_tXEzR86fym5smuTOPorIWAwS4czYDjdHZEISrp1nQNviUUDjHwsLPxKBQs5xl7KCr5uPQ1Bbm-De3UvypQiFxsnah6mwQJHNRUs0r35FjLCnYcys_HV30uPrdAtkTJ5yYodGhN0Lcep4lYBwVsjUYYco6QiQ6hASmzmVU3AerAnuM-UL9oZVhRBEp1PDJ7AfQAJWnBVOTWiJwgDHfQMh18rHVTDPqv5ARZa1U9X9HXMovCm4w5vstNCpXuwe6tugGNkv0_LWybdKhH_sCRFnFAj8jyspRpVv_hjEoSHased1fr63_ZoSC5A4-cKtIBOtVlLwph-BxzqwrjQY-3Uccls2v2qSMcD5QXZz-Azd-3cuJA8mXnqctyA4hxYWp-_t_hF0o_1sw8dDylmRMYKQpyZcxJIEHNWQkxShMYGEjtE91_JdMeaQ1m_l3E8nY81-mhLsMmeQ_AeMrGAtges-JOdi 471 66.96.10.208 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/17.14 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 5, 2025 8:10 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

anita manoj amanoj3104@gmail.com 3016330876 Finding a New Position Dear Hiring Manager, I am writing to express my interest in Sr. Director Quality Assurance with your esteemed organization. With over 15 years of experience in quality management and a proven track record in overseeing cGMP quality programs for biologics and cell therapy products, I am confident in my ability to contribute effectively to your team. In my current role assisting CMC QA at Rani Therapeutics, I have developed and implemented innovative Drug-Device Combination Product CMC activities, including critical process attributes and test methods for aseptic manufacturing. I spearheaded the implementation of a Contamination Control Strategy for difficult-to-inspect sterile products and created a comprehensive Technology Transfer Plan, significantly enhancing process efficiency and product quality. My experience extends across the Cell and Gene Therapy sectors. As part of Quality Engineering at ImmunityBio, Inc., and Quality Systems Senior Manager at Dendreon, as well as in my role as Director of Operations at INTRACEL, I have driven multiple continuous improvement initiatives. My efforts have been crucial in optimizing aseptic manufacturing processes and enhancing contamination control strategies, advancing overall quality standards. At Dendreon, I developed quality management review metrics for KPIs, managed site inspection readiness programs, and oversaw the implementation of Master Control for Change Management. My role involved reviewing and approving critical documentation and driving improvements in quality management systems, further underscoring my capability to handle complex quality assurance challenges. My career has been marked by a consistent focus on regulatory compliance, process optimization, and team leadership. From my early days as a QC Specialist to my recent roles as Site Head of Quality and Director of Operations, I have demonstrated a capacity for developing and executing quality programs that meet rigorous standards and exceed expectation 0cAFcWeA5WxGd8rLD3gHEgGsN9-sXKHVNjvo_i54T7S3EjKo8mjYiysT70GOHUw7a6PXnXuiu5s-XxkOhXaXWslmerihxMDmEq6zwKUykI5XENHNRnEILgftcmJtZvt50OYoPEOAVm60VHw_I0s9pLWWsbl1-TvZDJEhyGcDOZRgMz2oomDOlAwALmkcdhf9Y0FaA9FRo0VSLOjzUfo5FPXWm8UK9DUNvgezQYlqR0OwHZFBWho-YsfygDpAR5p-nQGodV12zF6CYngcXP9w_jnsOJXYS0gNu1suMvo8bGzG5j2CjgkIE37FhynpZQ0PlckXQcUby3I7Nw0ImMmprlrWQWuoioJAUqfYtp5Sb6eTbV5Xd5u-7alAQslHTaOIW7Wfvw0Rvm3Rv4zrL0pK7SnNS4pNPAYQFu8m2MGttt7vwi0FXaw4SpfRSuRDMP8q_EZDWJtWElcp0Xw4QxCewP1yGgWSULPLhGmdIL8AyLNqq7YItWxHBJSF9KFKANxoalM4a97-2ZYsg2JDWyCWHUhPel1yznY4NM1TjmvK5k-9OpwGdUVu9hLC871iKn2jhPe6BB05mVb8JGMn0GlWNL1Dvwa3oiWiW0lULH8O3A483vkASqSuIHWHYyuWVk_phGtG5tP8PwlhQPnW-upQgW0HIH-wuq2SCHRG9mrxBY83bvUav3ZDufuyK7FkCoKbb_HkdYhbLTX8CHRwsIJRBvcF4C0bkscH_sPm1YrDiOgLNziZRDNgpKzAayoVe26BTnf0fBXxYwY3uPnrmjtR5x1GosLLb0hWGkqt-muzKJ0xC-Kg4Tq6_ZORzTy51f7JOAYLNquEF1PpYjc8EpvstnjbvWmVG_0TqiVvQhhft4DIbjmvDpSRkG1rq1HVFru-XqUOy0yO1uq2pkfTxBdxQNXpkv8tiaO80mqybEXxTii4R9hoE0IHwVcqTZzVz4o5yatN2hG5etqXAXxtcRHQ9ARodZ34mWc4ICKL9w8djha_r0F-fFNyDox113xw2fmWf9WkgXPcJxdCXY3WKpotZ9FY3y5LS9KwtYQkMICZTVetTdldkIzysnckNm_w7B0aNtdM6vQMq8YXY1i7Rzzo7admUQtnWPgJ6TGS9Cb3aB8Uo8s-QLaal_KyQPCGJ-5stX9zldbjpeXoqJ6pPtnDEXah9zkigP1L-x9GmLao3ed4cMkMs4JQ_MRqC3jDvsr6LW19Q6mEZRy1cXnmO5GAJ9OJ-UgdObg9C9t28y8evGAybcn6Rkj2OQnat-XMIJU7EPXMBRtiscFpJdPbixjh5ZL3uLnGbvf0r7l9GWSvT4UqB3r0hoTwl1zIZvP8deLgDl97FVBrT5G6cKxEubAGorvyrOjGW22PVReqCPs2vcKGbgVbEmxm3WfcmQB-rM01IICV3CWE40g8jRk-pwKbX-QLmHigxE9mmTbjgtzpi7IWe3gPk4zlgL9VjEaCxnSaCsX4Ly1hYpFGfabT-G4HZUCmVCzG-zfDA5YQO8KAyiX7axohRUU-3qUDP5_cPfO4ebEgynusw28hp8CVp-BHw25-sYRMz8LKBQlDCYl2Djh5FukMgMGieODl9gRNHWvA2PJfS9HP-O9gfG 472 143.105.119.109 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 6, 2025 12:21 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

anita manoj amanoj3104@gmail.com 3016330876 Finding a New Position Dear Hiring Manager, I am writing to express my interest in Sr. Director Quality Assurance with your esteemed organization. With over 15 years of experience in quality management and a proven track record in overseeing cGMP quality programs for biologics and cell therapy products, I am confident in my ability to contribute effectively to your team. In my current role assisting CMC QA at Rani Therapeutics, I have developed and implemented innovative Drug-Device Combination Product CMC activities, including critical process attributes and test methods for aseptic manufacturing. I spearheaded the implementation of a Contamination Control Strategy for difficult-to-inspect sterile products and created a comprehensive Technology Transfer Plan, significantly enhancing process efficiency and product quality. My experience extends across the Cell and Gene Therapy sectors. As part of Quality Engineering at ImmunityBio, Inc., and Quality Systems Senior Manager at Dendreon, as well as in my role as Director of Operations at INTRACEL, I have driven multiple continuous improvement initiatives. My efforts have been crucial in optimizing aseptic manufacturing processes and enhancing contamination control strategies, advancing overall quality standards. At Dendreon, I developed quality management review metrics for KPIs, managed site inspection readiness programs, and oversaw the implementation of Master Control for Change Management. My role involved reviewing and approving critical documentation and driving improvements in quality management systems, further underscoring my capability to handle complex quality assurance challenges. My career has been marked by a consistent focus on regulatory compliance, process optimization, and team leadership. From my early days as a QC Specialist to my recent roles as Site Head of Quality and Director of Operations, I have demonstrated a capacity for developing and executing quality programs that meet rigorous standards and exceed expectation 0cAFcWeA6-4heFpwKegziEJEiVe8g47m0oXDfo7xxvevFKaELFTvK1Z0s1lkFe45suJIBSXAinRUiGTdD4Q0hbpmxFA7A3HwY0MUJz_rXLeWx6BVC8kkEac2cJDLkK579g2fA7UIb5k7B3RcqdryiVfnGCRQtGXMPGXVCN_e8X5xYbknyjzhWk14eNztPwd0sqehn59mVD0sn8rkd0NZpQgSodzVPI1E71rsP_h97FnpA1ZNN14KhJAj9CCTnGUzmkoMIgzofOueF7Kx6dEtyr3fnl6OGbvhbSoplTjkv3yT8eVrSCEVrrT4rMH9IGiSToSNiO4RonCELlLVP2UvzkcCap6gWjKcnxQXTq8w0Vd1B51JMVMnecOsp0kKH7DwHG-VtJkZRxVJQXu6EcbuaTxUlzoCFa4oyMxGTW2NLsSmcyMKpyJCXz0qQqZIKm1FCH87p231Av-Ml0okMvUI0mKp33mx27uwr1E_2OQ9mg8ISi0jmY2_THsoitzr47DNAdtCIS4GYbv7odzm2C_ETA8I9-9J2-k1bsW3ySJxmc2mm1WO1rLHfrWDRQFpai8kzx5sjMB3fKPTH-CofaUe7U2y8aXKGYOZCs-ZpfWYDf7omGi9U_as38Ti07_Zc2XFtPRqZw2eKAb2nhBDGcnMRXAm7ccGff5KoROlNHUGzLQ75qLUVztr6PMUU-brxUZyQ7G6nph2tWI66S546z4vPH39ZOO26R_eXAn2vMkKaPhTRJpITwtVV8ZbmblGAlULCGx79SIW4ebwI1ta2BS6tnSiQhT2K4jKUkiKm21XWQNfzmpUSd1KHwt-cD1vJ5rWI1caba-hgfqVHoahU0nAE4xUBiYLxvX_TQ5Fan_KwakJ8_ptm98KD3b0JwN9SIrZDZCX7XJ0KwOLE_mp7nSO8l3vkYd20HyF3bt1TzDbZdti_rCvCraeHlXeCPJFBl8RT4ScxK4xFY-Qt1WtvOz9DSmMXxBUlEH_ZVrqUpKqV2y0bAzuwpVw1YNzydhyzhK_T-N01k5xYdPZY9GzzgZZ6p-d9cEBQ1QKRVMtDdKYQIQbHg4uhBNoAj3NvmbRu9okHRk-xJ1iibvYbw--ZEfU34siR1ZswJyeQX79EgURKAfzWbhqQzzAZACvoOfilCctOwBSuAK6pAR5lFjzMM-3heUgp422SKB5GdHgl9BvLQ6l96Bhqc1A8E9Z_OqmTdtKRudsP0C8q0Mmt48x00VdG3RFaVZxFZForbrna9cSHXv8-GUJrwywPOcRP8LnQUSFDsdmVXUnmD8DT4NGLUE8fIsNXO2-6dUUwdd_JVrMpLIPfk6r8eBYTu_3iZzKjcTob6CVA3yMOvaWpZrWvdairkGi-Br7sHPRpmM3a4DmefmGkyEFHKpu0rDppqvwjQ_qgYJz-iJE1mFRXC1G-tOb98SLjXyrtlPdG91wjvc4bwYl2zCjloCj10MfStlcilgO5RJrqerA4Wa1Cr6C_5O_J72DavpFNla5SEA3Ur8TIrIENfT3A9ezjH5KdthJiZ-1XuEVVtFtqPtl7S_p046WEHR9EcoBIdnKgZsNQk2RFsi37mlUvh6W4gy_jLFIdE7FW4X18CFXvNWyV4 473 143.105.119.109 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 6, 2025 12:22 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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For many organizations running older SAP systems like ECC, migrating to SAP’s cloud ERP offering, S/4HANA Cloud, is increasingly viewed as the path forward. In fact, more than half of organizations with ERP software leverage cloud-based solutions rather than on-premise, and this number is expected to grow. But while the benefits can be compelling, the challenges are real, and businesses will need careful planning. Below, we explore both sides for organizations considering migrating to SAP Cloud ERP.

WHY MIGRATE NOW?

Before diving into benefits and challenges, it’s worth noting the pressures pushing companies toward SAP cloud ERP. First and foremost, SAP has set the sunsetting of mainstream support for ECC by 2027. Staying on older systems means missing out on ongoing innovation and increasing maintenance risk. Furthermore, as the deadline nears, consulting rates and costs around SAP migration expertise are projected to increase significantly. In fact, waiting until 2026-2027 to begin migration could result in rates up to 50% higher.

BENEFITS OF MIGRATING TO SAP CLOUD ERP

TCO Reductions

Migrating to SAP Cloud ERP eliminates the need for expensive, upfront infrastructure investments and ongoing maintenance. Notably, a 2025 IDC study found that organizations using SAP HANA Cloud saw a 35% reduction in total cost of ownership over three years. This is largely driven by reduced hardware, maintenance, and upgrade costs. Additionally, subscription-based pricing models make it easier to scale with business needs and reallocate internal IT resources toward more strategic initiatives rather than system upkeep.

Innovation & Security

Unlike traditional on-premise systems that require major upgrades every few years, SAP Cloud ERP delivers quarterly releases. This allows organizations to adopt new features without disruptive upgrade cycles. As SAP CEO Christian Klein put it, “Many customers want a holistic, modular cloud ERP solution. All of this is delivered with one data and security model and business process intelligence to ensure your processes are fully optimized and running industry best standards.”

DOWNLOAD THE FULL EBOOK BELOW.

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Jeff Soderquist jsoderqu@gmail.com 847-514-6095 Finding a New Position To whom it may concern - Happy Friday! I submitted an application for your posted position 202948 Sr. Biotech QA Consultant role earlier this week. I believe my background makes me uniquely well qualified for this position. I would very much appreciate the opportunity to talk to you about this role. Thank you for your consideration. Kind regards- Jeff Soderquist 847-514-6095 0cAFcWeA6K7-jsahJjk34w8l01NnhzEJP_1MFmVgb6J8BNO82i2SUdqyEmiO3KWVFQ072AuMOSWDQcwtgFRph3-8Ub0uoSlQJ69l4toBDpdNBvblK2PFzkvm7rtJ_D1rdSIrXhq-fcXHXs3AwJOT3vWr8PVLEc9vx2Err2pEcUIzRZjwJkny7-7FFpp42pO9Agy7mHykhj04EsPk0OVs9Wfdr2ehNZHxtlDui8SSge_jE-fKZdUbsttls5GHbR2-gOCmq7iJOMq4-4TP4LqBHM5z_jSBWNMEW05YjzJVCTvqOQ-1a_X9fggQxnGshQ9RyLKL61EhPRhxSorkW1YzQYaNJzwAn9Fpt4qCmxVFZUNDwexQXiknCdTGkSLcwVCkgHxm6DT5vOwpHp3YndHZ8BceUe5ps2PG16rG6f4TPru_AXFLRcwe3q4VfuKeTaKBrzAlEDqS6RGkxGJfR2-lnVtOgVr5HJpvFf0YeazgfvGtv-frZRNKlswvzDe52qmK2fLllfV1bpoifX1MYa-9UtkcsBOHADE1Nb4zS1nkEt8iVBiYcCRFP_jpmfm25fBb1bEQ0GY1xXnDmwfU__DuxtQExJLl9z7_PlWsPcX5Wb539vVGiFci3Rfr4_bUC6FD2d82DU77TPNgLwjmb0B8bE8KE3VJFdPz1qee41CAc_m7HOqjjwBeTOQIR4n0RS7nmLzTvZCez0RpsMYHTLpujvGUyT7OsV7ZfILXNOSIexNYtzzzUvOtAwJjOJEBiaIryBrP4o8fobKKaIOAEq4VxgDXl7tudUWSALKf7j8Qre_Zx2nhzAq72UvAjw3uMU0-hN36A1qZprnKrxzkwSqAYPFIeWJwuSY83fxk8PghHH-DOVGixU2cTglafqKFM39VDwYUI9vQ5SBTrJdQKAmG67Wo-80iglGjspNSCwGCWZFVUL1FDJ69wP0N3ZjmrvpM9FwboxN0S4L23zmMwwbDA9fYFOrKOVlbBSqONYoVF9HXa9fXbfRUZR-fS34xw2WO4yLiq2FtLoHTC1ASADA8sZ8IoDg4T8SHHDkXKrZ4MOaPt1vEbapYMV-d6F1De-xCl4Qp_KEtHHMohWXrQACImHWagncVbBE_MllT0ZHTr0DCf9ixBznkKmc0yxGdLyT5G81w-P-5RSMRMFlppJfizAidXjPTFdDbFWhOYJJFvf1BzKiTdmJd6olk0dR7YzYEdcQOt3lCT4PKTgVN_sEeX9tT1MN5GtZBnUQBhj7wxvIueRU3KSAfCvKWSh5kNhTgFAJcCRIAkdF5KP72mVRUIGdxPuk4D8XaQYHcWcM36Imrmk-DMfXYKkHBNvCGmPdfggVT0i0SWid_5xuYZUZluWboVBetVtkDuLolpfAdDEboQrq3KBGkBOwbbG4yWRiwUEYHOp43gILyF-Ni--lluRRon3oDd51nZyNhUUxqgj6RFvPQ7C12n5EDOfEdTZNufGlvu4ykYi-5UBGvkm17dKOMxFOCnkEmkNSDBXdcSS6xk_bYf7K4_hkxQXx0JnWr0Ig1rdAJco9tfQmr3dvfneDDBgiVkZ1HE9RuXOHv_oqYmm45hYVSD1YOgihYAsJrB0WBsqn-FnRsxGjY5ASG8JHjBl8YSmE2bWsTQSQ0d2ssLcWs4A9AOuaf3o78PknG1MrpxV-d9RNW0Z 474 66.96.10.208 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.6 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 7, 2025 2:30 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jeff Soderquist jsoderqu@gmail.com 847-514-6095 Finding a New Position To whom it may concern - Happy Friday! I submitted an application for your posted position 202948 Sr. Biotech QA Consultant role earlier this week. I believe my background makes me uniquely well qualified for this position. I would very much appreciate the opportunity to talk to you about this role. Thank you for your consideration. Kind regards- Jeff Soderquist 847-514-6095 0cAFcWeA6wfJEFPip5msaOL2kGeVEEAFXYAHXoBrAMqzTTeZXGYbepO4_1VmAxL6BCGFHKOw1lyCMI9dhjfbHyfc_xEoOmqKcti8x0-0LjEYpsZbov167p-d97Y9m0cXR58qR8LwdRMx74rzJF_f8nqsKg9Adepyyf6CyIN4kVgdNPXDPcAzupoORt9ZFJV9X4qIq_BOlC6P_8XiLKcoQaMCwuke1becoiW3zZDJgeeZyq1irqtqhQS9GoH3zPtYEInr1k2P7SQG5fNPULMAvJVzmuK60OTu4NFm0S7xIuassaJxhg1ob-v8UTLoAhxc0NVk1X5Tq5T7S3dKDdOKul7SDU_GvZviY1FDkbs9-xI7egS9RcJKnWikx-53Y4tcb1HZhO5ddc7g6T6Llc1ItobeesrCDRo2r1ybhGwCQVD9Rp811ZID-C4jxGVQmtBLZ8wacH2kjnZlq7vA90waK8IRwaa3kEDEsLRqNjFNS-70bJz7crVI3LLOIvsnbFgpRQd6DkmkS_WJ9Dpqig3zcoTyW0pPDFkKr6DeXGmCxeDUFAUgg0Ny_9c83xhN3Ksn7J3hQ-5yBHB9uw7Sja-d0leWvHJHPbubiWpGCBLES5DLgH4kNrVcSAiwa0eFsEBJJm5TKcVcJ9iSTz1pWkdkoCRJ4-URtkx2WmVIXp3z_Gr3w0R512oEqQaCtRiluBOg5m_bB-u2fB92iOhllTZYslB3xqclvesvvW10d9VYLawYghQIp_fSCVHU8JQAjalkYTtjZmB4zPrLVcaeYT1VnC1CzPXSAo45Gf3vpuvUTjun-WhB0mEQwDVdG36zLWpfRzyuF6NxLDLE2Duq1KNcHRMLvbwyslv_Bqebw5HTVegW0Engx2LpzJX0szoHkUkY_3HLECvgq_Xvholg4mO9TAZf-GzcS-01XTRU26xP_chYuPmhgGJE_q99GW1jWL9sln_2a2sZiH30yVM8xUni_nw3sp-DvazijHGzJ75lAVssozFRlVsto6N8YF0KhIwZPjhHMdMS2zC7xueerDbWp9Ed4K6IIcHmi53Tv9AB0-UqMZJeU7qiyMvu5uWwpdVRj6-6E0ogKv7f-jAGYp_OttbwbRSubU9ZsSJkMEMH4DpyK1UpjC1AkAnq8KLWaYIyxTwz5kTXxvBrh7yvpOPXracRfg7Ca9RQdpI2jf2eDYN3MahZ-gH-Wf5tZg7JOKlNavwFPGA-pVutigO-Q7vAWwRExbJxzAcnMgVKadO2joUyzpgcMAEYsuF9b5k--4eMBu9fF-qq1IgIlVNQ0DpCMEzjqpx2ZZs8E0S1fWl958D2L3KSrEclHHHlIf-lUosHfnXWyGgmqchdB3o1WaBqu2SO5n8IVpkzVQq9EmOlnmxmEE3bMvhIx6LmCgp21jwYUILefRF57ADWmfnzwY-Pi-zCltngkXPvHpxL361fMX-yxN2joGpNjNwYiewmveanjVT4EG4zgRsQQY8En7IwoMcWup6ys8oNsfDxE7ErjQyydqsu35OXGXRnHy-akg8kDpcbwqflSdBhNuzPxSpkiRLh6Yuzod0yHzo-v--TsTDOn2vYzjmv8tY0pNQcNfu3RaKok2ic9HS6gByZxct1pT3Y9g6iUcyKIDnWf0e-_FFh_9SjVt43qKtHo 475 66.96.10.208 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.6 Safari/605.1.15 https://bullcitytalent.com/contact-us/ November 7, 2025 2:34 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rosalie Kent rosalie@genritual.com 9142156015 General Inquiry Hello, We specialize in curated datasets of businesses currently running SAP ECC, SAP R/3, SAP R/2, and classic SAP Business Suite applications such as CRM, SRM, and SCM. Let us know how you'd like the data segmented, and we’ll share a sample for validation. Best Regards, Rosalie Kent Demand Generation 0cAFcWeA59f36zWZ9mzS-tZE-DrzJykTKH3ExEYSRko9uBXEaTdV5FgACHpWzzU4_2wU-SjQpC5Lhg-smxoA-afdAyQFSAaIkwUbw98ztHsYBDmCHUGXQdkld7OpCiE4qTnNsBaO4F0Fza2jD0hGHo8-o_4bYWPgPxgg5beo-4AzJu-v-Ly0NlZ8J0aBpOckmbAKRYTeCck-5j8BH_3VEzDktIALgrXu2RZCnXmafP-0kUwSgIoYKPL7X7OObiewTj9xFBmFZwPJS7uStHaGBLXgBL0yb8muMsVvH5iPKR0XdGSxY6flSxT3gwU6Aj3SBJS89NYqgX0yPCvMry5NGqMQuPLGhMZC-lHJO7DR-bZ1zPIZORH9aYi_mDeCBxg7ABEyRg3R4IJf8lP7xdyd80Wc3ZxnvQCH3FwU9KQQydjhe-RIU0dHpbwMgIAF58fwXgY_D1jp-mmD0aGp5nywEDScdnhJo8QZEEATpZnTMG7u1BPnQpQmvTsSB0drsdPrHk5nUwtJd0X315ie1-F--3jjRBALJ8UNFNnUEuVf-sAEJQ6dLWWQANMTEYOiagSjoD_zjkfbN9Uww7Gwa0RUbe1rbMaV-eS9lCdzGx2HxdLZiXtjX6bFkXrcAMp-2IkMa-JmLDdbAaEySitvrWv8unEhVmaizdXxJcTrGR_e4KpqhvszhNMXjaVY2bJG0xB7MDhfFZdzOPjprZArjQjZBb2ajN6mwdV7NuflOyJgb-BQmqE8O2vTwzRAtMunvaqPxXPbMf6G4E7a1yjmVLXIGkugh7dwyad537lNzrgiPVdHoPd7az4jTr6kR_4TLTaydFEEM5rwC-SbK9NLXLshSsdNG8CyGXeMfAHU3zlR1wNRxRhI-ewNYhmHx5MpG5lt8OORXGMuuDviOdVmFr6KIUc1GKfxhjznxRac51LTsoTgSXTXaXilXdsrAwwvgSQ8jXGQ8jbGE26JRLsQ-2a8Zuw-uWtFNb0dGLC2zz-nFNP0l5crvqBQXHToxvqvpgMs5-LoOHSVTCkzROVWQpj35UsqDzGvt79GZ7eiTNgvMxds9kUqR8XBTgSULP2ULYXmbj6yHIUFPy4NVCaR5cLxTsxnE4z0dAsIvz7Yi3vCxtNBfpxHrd8zBTKIwjTaCt1r9A0yHNCSRR8i1UfWQUYSDOqvpTSGQLyhcNGKzHOzwG3BUGW5UKbSGhuUvi1uOvgLqMak2NpgkLThoY01DWhOe7WeMYqucnFu7DaT6r3fAVHaf5rlbX-qjk0mT_llz8syletTfqW7fj1QcQGAzAdbWukddpXzcuy2dY1rSFcVhSPa9CfUgyr8JmlR0tTduGZkzLv9Nk2WWwzo-kMreTn9QL6yYnAMBw0gMF9d-7pMq1MufdeWZA1KcTZabp0UA4Dms9BJvx5dDjyabdui1tmc8CyBSi5ztS4Vx7QDX7NzzlWvavkz4EbLczXwg4m6SG6FLpMRLerp1FGr_8QQ_JaCVQDdPTXjB38qquzJ_-cgM-ha9gUbSFZt6wmlTqXMcXaQAX0h-7X-WBu9u9t_KKmK3ZxJUusD-mfHuwW0QsHfAyzwBX5XJUuPxK5cN8XCV9TTHxiIm-wrWRVhiy 476 84.239.27.148 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ November 7, 2025 7:59 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

With increasing customer demands, fluctuating market dynamics, and supply chain disruptions becoming more common, companies are constantly searching for innovative solutions to improve their supply chain operations. As such, we’ve seen more and more clients turning toward SAP Extended Warehouse Management (EWM) for their supply chain needs. Below, we explore how organizations can leverage SAP EWM for supply chain optimization and stay ahead in the distribution landscape.

SUPPLY CHAIN OPTIMIZATION WITH SAP EWM

SAP EWM is a comprehensive warehouse management system that provides advanced functionalities to optimize warehouse processes, allowing organizations to improve their overall supply chain efficiency and resiliency. Some of the key benefits of SAP EWM include:

Enhanced Inventory Visibility

One of the biggest benefits of SAP EWM is its ability to provide real-time visibility into inventory levels across the supply chain network. By integrating with other SAP modules, EWM offers a centralized platform for managing inventory from procurement to distribution. This level of visibility enables businesses to track inventory levels accurately, identify stock shortages or excess, make informed decisions to optimize inventory levels, and more. With SAP EWM, businesses can also implement advanced inventory management techniques, such as cycle counting and slotting optimization. These techniques help categorize inventory based on value and demand, prioritize high-value items, and optimize warehouse layout for efficient picking and storage. By leveraging these capabilities, businesses can reduce carrying costs, minimize stockouts, and improve their inventory turnover rates.

Streamlined Warehouse Operations

Efficient warehouse operations are essential for meeting customer demands and reducing order fulfillment times. SAP EWM offers a range of features to streamline warehouse processes and operations, including advanced warehouse layout design and automated storage and retrieval systems. For example, businesses can optimize warehouse layout and storage bin allocation to minimize travel time and maximize storage capacity. The system also supports various picking methods such as batch picking and zone picking, allowing businesses to tailor their picking processes to specific operational requirements. Additionally, SAP EWM integrates with material handling equipment, such as conveyors and robotics, to automate repetitive tasks and improve throughput rates.

Improved Order Fulfillment

Timely and accurate order fulfillment is critical for customer experience and satisfaction, and SAP EWM provides advanced order management capabilities to ensure on-time delivery. The system supports multi-channel order processing, order consolidation, and cross-docking, allowing distributors to efficiently manage orders from multiple sales channels and fulfill them from the most optimal location. Businesses can implement advanced picking strategies, as mentioned above, and the system also supports packing optimization to minimize packaging materials and reduce shipping costs. By automating order fulfillment processes and leveraging real-time inventory visibility, wholesale distributors can improve order accuracy and reduce order cycle times.

Integration With Supply Chain Partners

SAP EWM offers seamless integration capabilities with third-party logistics providers (3PLs), carriers, and trading partners so that businesses can collaborate effectively. By integrating with external systems and partners, businesses can exchange real-time information on inventory levels, order status, and shipment tracking, allowing for better coordination and visibility across the entire supply chain network. This level of integration facilitates faster decision-making, reduces lead times, and improves overall supply chain responsiveness.

Real-Time Analytics and Reporting

Data-driven insights are crucial for identifying inefficiencies and driving continuous improvement in supply chain operations. SAP EWM provides robust analytics and reporting capabilities to monitor KPIs, track operational metrics, and gain actionable insights into warehouse performance. With SAP EWM, businesses can generate customized reports and dashboards to visualize warehouse performance metrics such as order fulfillment rates and labor productivity. The system also supports predictive analytics and machine learning algorithms to forecast demand and anticipate supply chain disruptions proactively.

GETTING STARTED WITH SAP EWM FOR SUPPLY CHAIN OPTIMIZATION

SAP EWM offers a comprehensive solution to streamline warehouse operations and optimize supply chain operations. By leveraging its advanced functionalities, organizations can achieve significant cost savings while improving customer satisfaction. Contact BCTG to learn more about getting started with SAP EWM for supply chain optimization. This article was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

As organizations accelerate their SAP S/4HANA projects to meet support timelines and access embedded analytics and automation capabilities, hiring managers are seeing a shift in demand. Instead of seeking classic ECC-only skills, organizations are shifting their focus toward cloud, integration, UX, and data-focused expertise. Let’s dive deeper into how the SAP skillset is evolving and practical steps your organization should take when hiring for S/4HANA projects.

ADOPTION & MARKET PRESSURE

Adoption of S/4HANA has been steadily accelerating. Research shows that roughly three in ten organizations are already live on S/4HANA, with another significant share in active implementation. Analysts estimate a sizable portion of ECC customers have yet to finish migration and face deadlines or business imperatives to move. This creates prolonged demand for implementation skills through 2027 and beyond, and in turn creates an expanding market for candidates who bring S/4HANA experience.

SKILLS TO LOOK FOR WHEN HIRING FOR S/4HANA

S/4HANA Functional Experience

Traditional module expertise, like SD and MM, for instance, is still important, but employers now want that functional knowledge applied to S/4HANA patterns, such as understanding simplified data models, embedded analytics, new master data approaches, and migration considerations. When interviewing, organizations should ask candidates to contrast ECC and S/4HANA behavior in a familiar process area and look for people who can demonstrate S/4HANA-specific project experience (greenfield, brownfield, or conversion).

SAP BTP Integration and Extension

SAP Business Technology Platform (BTP) is the preferred extension and integration layer for S/4HANA landscapes. That said, demand for BTP, API/integration, and cloud expertise has jumped, and “BTP-certified consultants are experiencing 25-35% higher placement rates compared to traditional SAP functional consultants.” In many projects, BTP is the anchor for innovation, making this a nonoptional skill set for any hire in an S/4HANA context.

UI/UX

Modern S/4HANA implementations increasingly surface Fiori apps and UI5-based custom apps, and organizations want talent that can design task-based Fiori experiences and orchestrate in-app extensibility. This is especially true where adoption and process change depend on user experience. With S/4HANA roles today increasingly demanding experience designing task-based apps, customizing Fiori launches, handling extensibility in the UI, and even doing light front-end development, organizations should seek out candidates who show a journey they improved, successful adoption metrics, UI design thinking, or even code snippets.

Modern ABAP & Cloud Development

Hiring managers are now seeking ABAP developers skilled in ABAP for HANA, Core Data Services (CDS), ABAP RESTful Application Programming (RAP) model, and cloud-ready patterns rather than only classic procedural ABAP. A candidate who still writes classic procedural ABAP without HANA or CDS awareness will struggle in complex S/4HANA projects. Instead, look for evidence of cloud-compatible development and performance optimization on HANA.

Data Migration, Master Data, Governance & Analytics

S/4HANA projects are more or less data projects. Successful hires must understand data migration strategies, data quality frameworks, ETL/ELT tooling, and embedded analytics (including CDS views/SAP Analytics Cloud). Candidates who can connect master data governance with technical migration tasks add outsized value. Furthermore, those who bridge the gap between functional design and data execution tend to succeed during migration projects.

AI & Automation Literacy

SAP is increasingly embedding AI and predictive capabilities into S/4HANA, so candidates who understand automation (RPA, ML, etc.) or who know how to apply process intelligence are becoming valuable differentiators. Even if candidates don’t claim to be AI experts, look for curiosity, exposure, side projects, or certifications that signal they are paying attention to this shifting frontier.

SAP HIRING MARKET & STRATEGIES

Job boards reflect the surge in S/4HANA talent demand: thousands of S/4HANA-related roles appear in public job listings globally. This also signals fierce competition for talent. If your hiring process is slow, you’ll lose candidates to faster-moving teams. With hundreds of active roles competing for talent, a lean interview loop and faster offers make a measurable difference in candidate conversion. In addition to speeding up your hiring flow, your organization should require proof of delivery from candidates. While certifications help, case-based evidence of S/4HANA cutover planning or data conversions shows the candidate can execute. Furthermore, blend the type of talent you leverage! Long-term S/4HANA projects benefit from stable product owners, while tactical needs often make sense to staff with experienced contractors.

HIRING FOR S/4HANA MOVING FORWARD

S/4HANA is reshaping the SAP talent market from the inside out. Hiring for S/4HANA roles demands a change in mindset. Legacy ECC experts still have value, but a resume full of ECC experience alone won’t close complex S/4HANA challenges. The rising edge is in integrators, extension builders, data strategists, and modern ABAP developers. Recruiters and hiring managers who change their hiring and development approaches to match this reality will win the talent that actually delivers business outcomes. Click here to continue the conversation.

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Your IT team is the backbone of your business performance. From cloud migrations and cybersecurity to AI-driven analytics, every strategic initiative depends on having the right people in place. But building a reliable staffing strategy - one that delivers consistent, high-performing talent when you need it - is easier said than done. The IT talent market moves fast and the skills you need today may be obsolete tomorrow. So, how do you stay ahead? Let’s break down what makes a staffing strategy reliable, how you can get started, and what pitfalls to avoid.

WHY STAFFING CAN’T BE AN AFTERTHOUGHT

The stakes for IT hiring have never been higher. According to CompTIA, “The U.S. tech occupation workforce reached slightly over 5.9 million in 2024, with a growth projection of reaching approximately 6.1 million in 2025.” When your organization doesn’t have the right IT talent in place, innovation slows and existing staff face burnout trying to cover the gaps. On the other hand, when you have a staffing strategy that aligns with business priorities and balances permanent and contingent talent you can move faster, smarter, and with far less risk.

HOW TO BUILD A RELIABLE STAFFING STRATEGY

Start With Strategic Alignment

Your staffing strategy should start long before you post your first job opening. It should begin with understanding where your business is going and how technology enables those goals. For example, if your company is rolling out a new eCommerce platform, you can anticipate a need for enterprise architects and integration specialists. Or, if AI is part of your roadmap, data scientists and machine learning experts become critical. This proactive approach to workforce planning prevents reactive hiring later. It also gives you time to source niche skills or consider upskilling existing employees instead of hiring entirely new ones.

DOWNLOAD THE FULL EBOOK BELOW.

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The retail industry is increasingly striving for innovative methods to boost efficiency and AI tools are at the forefront of these efforts. With AI suites offering end-to-end solutions suited for various industries, it’s crucial to select the right platform for retail-specific needs. Two prominent leaders in this space are SAP Business AI and Oracle AI, both boasting powerful capabilities that convert directly into business value. In this piece, we break down the key comparisons between SAP’s and Oracle’s AI solutions to help leaders determine the best fit retail AI suite for their enterprise.

OVERVIEW

SAP Business AI

SAP Business AI is a suite of SAP’s AI-embedded applications. This portfolio differentiates itself through purpose-built AI tools that currently support over 230 scenarios. A key component of these solutions is SAP’s generative AI copilot Joule, which uses natural language processing to streamline user communication and provide data-driven recommendations, and features Joule Agents that autonomously execute multi-step workflows across the SAP Business Suite and non-SAP applications. With use cases for supply chain, marketing, sales & services, procurement, and eCommerce, SAP Business AI helps retailers enhance productivity to meet shifting customer expectations.

Oracle AI

Oracle AI offers both generative AI tools and AI features embedded in existing Oracle databases and cloud services. With a host of ready-to-use services in Oracle Cloud Infrastructure (OCI), this suite helps businesses enhance their applications with prebuilt models to maximize insights. Industry-specific tools built into Oracle Fusion also make it simpler to connect AI with data while limiting risks. From fine-tuning LLMs to building a chatbot, Oracle’s AI services span a wide range of retail business needs.

COMPARING SAP BUSINESS AI VS. ORACLE AI

AI Capabilities

SAP Business AI provides optimized tools for retail use cases like personalized promotions and inventory management. These embedded solutions support merchandising strategies and omnichannel experiences, ensuring that AI works within existing retail workflows. In contrast, Oracle AI's broader toolkit enables retailers to use prebuilt analytics from OCI across merchandising, pricing, and supply chain domains. Both SAP Business AI and Oracle AI support core business functions using predictive analytics to enhance operations.

Integration

SAP embeds AI directly in platforms like SAP Commerce Cloud, S/4HANA for retail, and SAP Customer Experience (CX), seamlessly connecting processes including supply planning and price optimization. Retailers who already use SAP systems benefit greatly from AI features being built into tools they know how to use. On the other hand, Oracle integrates AI into its Fusion Cloud Applications, and its cloud-based services are accessed through OCI. This provides more flexibility for customization but could require further orchestration if the business uses both Oracle and non-Oracle systems.

Industry Focus

SAP’s tools are designed for industry-specific needs, with solutions tailored around KPIs to produce tangible value. For the retail vertical, SAP Business AI emphasizes audience segmentation, sustainable supply chains, and frictionless customer journeys. SAP and Oracle both span a wide range of additional industries, from manufacturing to healthcare to financial services. Oracle’s Retail AI Foundation is its primary retail solution, aimed at planning and inventory optimization. Overall, Oracle and SAP both offer cross-industry versatility, but SAP has more specialized capabilities in retail.

Deployment

SAP Business AI runs on SAP Business Technology Platform (BTP), combining built-in AI with customizable models through AI Core, Datasphere, and Business Data Cloud (BDC). This approach allows retailers to deploy AI models with flexibility across different environments. Oracle’s AI capabilities are available through OCI and the Retail AI Foundation, offering managed services that are easy to deploy within Oracle Cloud. Retailers already using Oracle Cloud benefit from streamlined deployment, while those with diverse systems may prefer SAP’s hybrid infrastructure.

User Experience

Within retail operations, SAP’s Joule copilot is embedded into merchandising and supply chain apps, where Joule Agents assist by automating tasks and delivering analytical insights. It provides natural-language prompts and in-context suggestions, enabling teams to access AI insights without leaving their workflows. Oracle offers conversational assistants through its Digital Assistant, and its customized chatbot and voice experiences are tied to real-time inventory data. Both SAP and Oracle employ generative AI to improve user engagement and support smart decision-making.

SELECTING A RETAIL AI SUITE FOR YOUR BUSINESS

SAP Business AI and Oracle AI both provide extremely valuable AI capabilities, but the best retail AI suite depends on your company’s current technological environment and business objectives. SAP Business AI excels at integrating its solutions within SAP’s retail applications, and its AI-powered scenarios can effectively enhance key retail processes. On the other hand, Oracle AI provides a cloud-first approach with customizable services on Oracle Cloud Infrastructure. If you’re weighing your options, understanding your current systems and retail priorities is necessary to choose a retail AI suite. For help building your AI team, contact BCTG today. This article was originally published by a partner in our business ecosystem, Crescense, with contributions from Hannah Yang. Learn more about Crescense here.

If you're embarking on an implementation journey and putting out a request for proposal (RFP), here's how you can craft your RFP to include 1. your implementation partner to run it and 2. your staffing partner to fill in the cracks:

KEY TIPS AND TRICKS

1. Clearly define roles. 2. Include your staffing partner in your strategy. 3. Focus on collaboration. 4. Remember agility, cost, and efficiency.

Learn more about how to craft your RFP in the video below.

[embed]https://youtu.be/J0Fd_P4_Uo4?si=icfjZa9kImn7bDMg[/embed]

GETTING STARTED

As you craft your RFP, don’t just think about the big picture; think about the details. Your implementation partner runs the show, but your staffing partner fills the crack. So, when looking for resources, remember that this includes your implementation AND staffing partner and how they complement each other. For help getting started, click here.

A lean staffing model is one in which an organization optimizes its workforce to be as efficient and flexible as possible. Think: doing “more with less,” reducing waste, avoiding overstaffing, and making sure that every person contributes meaningful value. In IT, this often means keeping a core team of full-time employees for stability, institutional knowledge, architecture, governance, and so on, alongside augmented staff, such as contract workers, temporary resources, consultants, and freelancers, for special projects or niche skills. This model typically includes cross‐training roles and using Lean principles in workforce planning as well. In doing so, people can shift between tasks, reducing idle time and avoiding bottlenecks, and organizations can minimize non-value-add activities, ensure that resources are aligned with demand, remove redundancies, and continuously adjust staffing levels to match business needs.

WHY ORGANIZATIONS MIGHT WANT A LEAN STAFFING MODEL

Adopting a lean staffing model in IT can bring a number of advantages. First and foremost, having fewer full-time employees, supplemented by flexible staffing, allows organizations to reduce overhead and fixed costs. For example, using nearshore or contract talent for non-core work can reduce labor costs significantly compared to maintaining large permanent teams for sporadic workloads. In fact, nearshore labor rates are on average 30-50% lower than US onshore rates. Given that IT projects are often unpredictable, lean staffing also allows organizations to more easily scale up or down their talent, bringing in specialized experts when needed and reassigning them when not. By eliminating roles or tasks that aren’t adding much value, resources can focus on more high-impact work. When less time is spent on low-value or repetitive tasks, teams can deliver more reliably. Given that lean models allow employees to work on more meaningful tasks and avoid busy work, morale can significantly improve. After all, there is evidence that highlights how removing inefficient steps and simplifying workflows can improve job satisfaction and retention. For example, with lean HR practices – an element of lean staffing – organizations can “cut their average hiring time by 30%, eliminating a major source of workplace frustration.”

RISKS OF LEAN STAFFING

While lean staffing has a lot of upsides, it also has some risks to be mindful of.

APPLYING LEAN STAFFING IN THE IT INDUSTRY

If you’re considering adopting a lean staffing model, it’s all about striking a balance between efficiency and agility. That means maintaining a core team of high-performing, cross-functional experts while strategically leveraging external partners and process discipline to stay adaptable. Below are several key components that bring this model to life:

Cross-Functional Talent

Lean staffing relies heavily on employees who can wear multiple hats. Instead of having specialists for each task, teams are composed of professionals who can bridge functions. For example, a developer who also understands DevOps or a business analyst who can configure systems and support data governance. This approach reduces dependencies and enables smaller teams to achieve the same output as much larger ones.

Scalable Resourcing

Lean staffing often integrates flexible staffing strategies, such as contract-to-hire arrangements or strategic partnerships with staffing firms. This allows organizations to scale up their resources for large projects like ERP implementations and scale down during slower periods. According to recent data, 65% of global organizations leaders intend to expand their use of contingent workers to better respond to project-based demand. This scalability ensures that teams remain right-sized without compromising productivity or project timelines.

Automation and Technology Enablement

Another hallmark of lean staffing is using automation to reduce manual effort and improve efficiency. In fact, “up to 30% of an IT operations team’s bandwidth is consumed by repetitive, low-value work.” From ITSM tools to AI-enabled ticketing and predictive analytics, technology helps minimize repetitive work so that lean teams can focus on higher-value problem-solving. Organizations that fully embrace automation in IT operations can free critical staff for innovation and optimization.

Continuous Improvement

Lean staffing thrives on iteration. Borrowing from Agile methodologies, a continuous improvement mindset helps organizations adapt quickly to changing priorities or emerging technologies. Whether it’s improving collaboration across departments or rethinking how projects are staffed, the goal is constant refinement.

Partner Ecosystem

Finally, a successful lean staffing strategy depends on building a reliable network of external partners, from managed service providers and staffing firms to offshore development centers. These relationships allow companies to augment capabilities without permanent headcount expansion. The key is to treat partners as an extension of your team, maintaining open communication and clear expectations to ensure consistent delivery and quality.

DOES LEAN STAFFING MAKES SENSE FOR YOUR ORGANIZATION?

A lean staffing model can deliver powerful benefits for IT organizations, but it isn’t just a cost-cutting move. Done well, it’s a strategic approach that demands discipline, good planning, solid forecasting, and genuine attention to how people work and how to maintain quality and morale. In most cases, the use of lean staffing is for projects or product roadmaps with predictable core workload and occasional peaks; organizations needing to stay nimble (e.g. startups); organizations facing significant cost pressures; or when there is availability of flexible talent, such as offshore, nearshore, contract, etc. On the other hand, some instances in which lean staffing may be risky or need special care are when organizations have highly regulated systems with low tolerance for mistakes or downtime (e.g. healthcare); large legacy codebases or infrastructure where knowledge transfer is costly; highly volatile and unpredictable demand (and the cost of being understaffed is very high); and/or fragile employee morale or retention.

GETTING STARTED

If you’re thinking of moving toward a lean staffing model, we recommend starting with a small pilot, measuring everything, keeping some buffer, and maintaining sight of the human side. After all, efficiency loses its meaning if productivity drops or people burn out. To continue the conversation, contact our team of staffing experts at BCTG.

SAP Business Suite is a suite of solutions encompassing SAP’s entire cloud portfolio that runs on S/4HANA, SAP’s cloud-based ERP. Under SAP Business Suite, SAP offers two ERP options: SAP Cloud ERP and SAP Cloud ERP Private. SAP Cloud ERP refers to S/4HANA’s Public Cloud capabilities, while SAP Cloud ERP Private refers to S/4HANA’s Private Cloud capabilities. While both systems can run SAP’s solutions, there are advantages and disadvantages to each. As businesses migrate to SAP for their ERP needs, they must understand their SAP Cloud ERP options. We compare the two for your consideration below.

SIMILARITIES BETWEEN SAP CLOUD ERP AND SAP CLOUD ERP PRIVATE

SAP Cloud ERP and SAP Cloud ERP Private are SAP’s cloud ERP systems that utilize SAP HANA, an in-memory database. Both provide a platform for SAP solutions to run on, the same user interface for customers, and integration capabilities with other, non-SAP software and systems. Both ERP systems also receive continuous upgrades and innovations from SAP.

DIFFERENCES BETWEEN SAP CLOUD ERP AND SAP CLOUD ERP PRIVATE

Although both systems have the same general functions, there are many differences that set these two systems apart.

Customization and Control

One difference between these two systems is that SAP Cloud ERP Private often allows for more customizations, as organizations have more control over the infrastructure and system updates. SAP Cloud ERP Private enables more modifications and customizations for add-ons so that businesses can customize and configure individual SAP solutions to meet their specific needs, while SAP Cloud ERP offers customizations within a more limited scope. Users can apply in-app extensions and utilize third-party add-ons in SAP Cloud ERP, but only to the extent of pre-defined extensions and configurations set by SAP, unlike SAP Cloud ERP Private, which allows for full flexibility. This full flexibility is especially helpful for businesses in industries with strict regulatory compliance requirements. With SAP Cloud ERP Private, users can customize aspects of data collection and storage to meet specific regulations, which may not always be possible with SAP Cloud ERP’s limited customization options. Unlike SAP Cloud ERP, which stores data in a shared infrastructure with SAP, SAP Cloud ERP Private gives businesses full control over their data. This can be beneficial for businesses in the life sciences and finance industries, where data protection and privacy are extremely important. SAP Cloud ERP Private also allows businesses to create their own innovation timeline, choosing when the system is updated, while SAP Cloud ERP receives major upgrades based on SAP’s fixed schedule.

Integration and Maintenance

While SAP Cloud ERP allows for less customization, it also means that, generally speaking, organizations aren’t required to do as much work to manage the system. Since SAP Cloud ERP is standardized, it comes ready-to-use, making the integration process much faster than with SAP Cloud ERP Private. Maintenance for SAP Cloud ERP is also simpler and faster, with scheduled upgrades from SAP and quicker access to new features and innovations. On the other hand, with SAP Cloud ERP Private, organizations must manage maintenance in-house, meaning they are responsible for planning and managing upgrades to ensure they go smoothly. Additionally, SAP Cloud ERP has many qualities that make it easier for employees to use than SAP Cloud ERP Private. Since SAP Cloud ERP comes ready-to-use, it is typically less complex, making it easier for new users to understand. This can make onboarding and integration faster and less expensive than SAP Cloud ERP Private.

Pricing and Costs

SAP Cloud ERP and SAP Cloud ERP Private also differ in their cost. While SAP product prices vary by business needs and size, SAP Cloud ERP typically has lower initial costs than SAP Cloud ERP Private. The implementation and integration of these systems include multiple costs that businesses must consider. For example, since SAP Cloud ERP Private allows for extensive customization, businesses have to maintain and integrate it on their own accord. This requires businesses utilizing SAP Cloud ERP Private to have skilled in-house IT teams and third-party consultants to maintain the system, while also setting aside time for development and testing of customizations, all of which raise expenses. From resources to time constraints, SAP Cloud ERP typically costs businesses less than SAP Cloud ERP Private, and businesses looking to migrate to a cloud ERP must consider how these costs will fit into their company’s budget.

FINDING THE RIGHT FIT FOR YOUR BUSINESS

SAP Cloud ERP and SAP Cloud ERP Private each have their benefits and downsides that are important for companies to consider before deciding which cloud ERP is right for them. SAP Cloud ERP is typically better for small- to mid-sized organizations looking for a quick implementation with standardized functionality, while SAP Cloud ERP Private is often a better fit for larger organizations that need more flexibility and control. Above all, businesses must carefully consider their budget and business needs when deciding which ERP system to implement. Is your organization looking to get started with SAP? Contact BCTG to learn how we can help. This article was originally published by a partner in our business ecosystem, Crescense, with contributions from Natalie Pollock. Learn more about Crescense here.

Implementing SAP is a complex, resource-intensive undertaking that is often mission-critical for the business, and a lot can go wrong if the right people aren’t in place. While methodology and planning are essential, the team you assemble can make or break the project. Here are six key SAP implementation roles you’ll want on your team, what they do, why they’re essential, and how to set them up for success.

MUST-HAVE SAP IMPLEMENTATION ROLES

Executive Sponsor

An executive or program sponsor is the senior executive (often C-level or VP) who champions the project from the top. They help secure funding, remove organizational roadblocks, align the initiative with overall business strategy, represent the project in leadership discussions, and ensure organizational prioritization (e.g. giving time to key users). Without strong executive sponsorship, SAP projects often stall, whether it be due to lack of resources or shifting priorities. The sponsor gives weight to the project so that other stakeholders take it seriously. After all, a study from SAP on ERP implementation emphasizes that SAP ERP projects are not just IT projects but involve the whole enterprise. When seeking an executive sponsor, look for someone with credibility and influence in the organization and someone who understands the strategic business outcomes of an SAP implementation. Your sponsor should also be comfortable making trade-offs and hard decisions. Above all, they must be willing to be visible and involved, not just in signature but in checkpoint governance as well.

Project Manager

An SAP project manager is responsible for the planning and execution of the SAP implementation. They develop the project plan, manage the timeline, scope, budget, and risk, ensure communication across teams, coordinate resources, and ensure milestones are met and issues are resolved. SAP implementations have lots of moving parts, from functional configuration, technical integration, data migration, and testing to user training and change management. Without someone who can keep all of that organized and aligned, projects get delayed or money gets overspent. In fact, 54% of businesses state that poor project management is one of the biggest roadblocks they face in ERP implementation. An ideal project manager should, first and foremost, have experience with SAP implementation projects. In addition to their technical understanding of SAP and experience working with ERP implementation teams, look for candidates with strong communication, stakeholder-management, risk management, schedule control, and resource balancing skills.

Functional Consultant

Functional SAP consultants translate business requirements into functionality, typically focused on particular modules like Finance (FI/CO) or Sales & Distribution (SD). They lead in process mapping, workshops, configuration, design decisions, requirement gathering, testing (unit/integration), and user acceptance, all while ensuring the solution meets business needs. Even though SAP has a lot of standard functionality, every company is unique, and getting functional requirements wrong can lead to expensive rework. Having functional leads who both understand the business and understand SAP modules well helps ensure the system supports real business processes. This role is central in bridging business and technical sides, and candidates should have deep domain knowledge in the module(s) relevant to your business and experience in SAP configuration, testing, and gap analysis. On top of this, functional consultants should have good communication skills, since they work with business stakeholders, and the ability to think ahead about change processes, not just replicating old ways.

Technical Consultant

Unlike the functional role, a technical SAP consultant handles the technical side of SAP, like customization, integration with other systems, data migration, system performance, basis/architecture, security settings, and infrastructure support (on-premises, cloud, or hybrid). Even the best functional design fails if the technical foundation is shaky. Integration can create problems and delay go-live, and poor infrastructure or security can create risk. You need people who can translate functional requirements into technically sound, maintainable solutions and keep the underlying systems healthy. Experience in the SAP technical stack, ABAP, system architecture, middleware, security, basis/admin, and SAP HANA is critical for technical consultants. In addition, candidates should possess an understanding of system performance, scalability, and infrastructure, strong problem-solving skills, the ability to anticipate and resolve potential integration/ data issues, and good collaboration with functional teams so configurations and custom code align.

Data Migration Specialist

Data migration specialists handle the extraction, cleansing, transformation, validation, and loading of data from legacy systems into SAP. They also design data governance, master data management, data quality, and data standards and ensure that data mapping is correct, historical data meets business needs, data ownership is clear, and validation/testing of data occurs after migration. A surprisingly large number of SAP implementation failures or delays come from data issues, whether it be missing or inaccurate data, inconsistent formats, poor mapping between old and new structures, or over-complex historical data. Data migration and validation, in particular, were the biggest challenges to ERP implementation for 22% of businesses, further emphasizing how important clean, well-governed data is for smooth operations. An ideal SAP data migration specialist should have experience in large scale data migrations, as well as a good understanding of both legacy data sources and the target SAP data model. In addition to this experience, they should contain a strong attention to detail and quality mindset and experience with data tools, ETL, validation, and testing.

Change Management Lead

A change management lead is key to ensuring people in the organization adopt the new SAP system and processes. They design training programs, manage communication, work with business process owners to align expectations, create user support / super-user networks, run workshops, and ensure that roles and responsibilities shift properly. This role also handles organizational readiness (policies, procedures, etc.) and often supports post-go-live stabilization. Even technically perfect implementations fail if the users don’t adopt them or if resistance is high. Companies often underestimate the human side, but with effective change management, resistance can be reduced and adoption can be increased. When filling this role, seek someone with solid experience in change management, ideally related to SAP or large enterprise systems. This candidate should also possess excellent communication and stakeholder management skills, with an understanding of both technical and non-technical audiences.

TIPS FOR A WINNING SAP IMPLEMENTATION TEAM

Define clear responsibilities up front. Use a RACI matrix or similar tool so everyone knows who’s “Responsible, Accountable, Consulted, Informed” for key deliverables. Ensure overlap and communication. Functional, technical, data, and security roles need to collaborate constantly. Choose the right staffing mix. You might not hire full-time for every role, like technical specialists for shorter-term project needs. Remember that training and readiness matter. Even technical roles need enablement, so functional leads should understand how users will see the system. Maintain governance & executive visibility. Regular check-ins and status updates help ensure alignment and manage risks. Plan for post-go live. Support roles, continuous improvement, user feedback loops, system maintenance, and periodic audits are all part of a successful long-term implementation.

FINAL THOUGHTS

No two SAP implementations are exactly alike, but the ones that succeed always have one thing in common: the right people in the right roles. Technology can only take you so far. It’s the expertise of your project team that determines whether the system becomes a competitive advantage or a costly headache. When you invest in these SAP implementation roles, you create the foundation for lasting success. Whether you’re planning a new implementation or optimizing an existing one, remember that a great SAP project is about people who know how to make it work for your business. Click here to find SAP talent for your next implementation.

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As 2026 approaches, business leaders are rethinking what it means to plan for talent. The past few years have tested the limits of traditional workforce models - first through economic instability, then through rapid advances in technology and automation. Talent strategy today is about building a workforce that can move at the same pace as your business goals. Organizations that once operated on annual headcount forecasts are now finding that agility (not stability) is the defining measure of workforce success. To compete, companies must connect their 2026 talent strategy directly to their strategic priorities, aligning skill development with technological advancements and embracing flexible sourcing models that allow them to scale quickly. With a “living” framework like this, organizations can grow smarter and faster.

What’s Changing?

The global workforce continues to exist in the middle of one of its biggest transitions in decades. Two forces are driving the shift: a widening skills gap and the accelerating pace of digital transformation. According to the World Economic Forum’s 2025 Future of Jobs Report, 63% of employers cite skills shortages as their top barrier to business transformation. Even more concerning, only 29% expect the talent market to improve by 2030. The same report predicts that nearly half of workers will need to learn new skills within the next five years to stay relevant. Meanwhile, another report found that while most companies engage in some form of workforce planning, only 12% are doing so strategically. In other words, most organizations still plan their workforce year to year rather than connecting their talent decisions to long-term business outcomes. This growing gap between business ambition and talent readiness has real implications. Companies that fail to align their workforce with strategic objectives risk falling behind in innovation and execution. Those that get it right, however, are creating an advantage that extends far beyond hiring, as they build adaptive, future-ready organizations.

2026 TALENT STRATEGY PILLARS

Align Talent with Business Objectives

A truly effective talent strategy starts with clarity about where the business is headed. Too often, workforce planning occurs in isolation from the broader strategic agenda, leaving organizations with skills that don’t match their future needs. In 2026, alignment will be everything. To start, leadership teams should look at their strategic priorities and identify the capabilities required to achieve them. A consumer products company focused on digital commerce, for example, might need to invest in AI-driven forecasting and customer experience management, while a life sciences firm preparing to commercialize new therapies may require expertise in regulatory strategy and data governance. By translating these strategic goals into specific capability needs, organizations can make smarter decisions about how to recruit. Every hiring decision becomes a business decision, and every learning initiative becomes an investment in growth.

DOWNLOAD THE FULL EBOOK BELOW.

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Vandana Pathania vandana.pathania240@gmail.com 2013447976 Other I’m looking for AI-related jobs, and I’m completing my Master’s in Artificial Intelligence in December 2025. How can your consulting company help me, and what is your hiring and job-placement process? 0cAFcWeA6l6mgzlUqveOdfOP43aF1aq-jx_xT88h_kRXtD8paikm9v3uHf8W5CFcuwMV3dI-fjnO-pA5D9dQBNK5w3G5n1AaVNlSXWklMAMNKsJgm3GOT4pVX-YMP3RXx5B9vqT3wEw5cpQfyRhKX724xz9x7hSrFeaITvhv306kxGDc5WcjRhVL1aAdB8nSmQ0M-fM11Tkr04YNaOMa86bs_Jea1F9OV6k9yBW74VSgH2UJ5Ep3bYEEa-8lX2IUpA5lAKCOyh313_1q-POcyzEnHEVBwAm9hz1ZijA5bqfYlRNdqUKlLuin5lXGC2-vtnGeEYZu9UrIa1PjJlSfGo3zoMijXBfKfTyymn3wV-L6vNgwuS989Ona2rk_vRgFgyVOE9c6ZBwZ1IQKBsVhskEOKklF8qOzHg_6GjAAixc0-ju6dw4fQ3AgZUSKXr5Q8lDmcY6jorE31Pco6gp8kJA_fx08GZwF2pHAGz6GiOZVU7hIrgVVCqbG-oEp39rk167afbbwaLUPeIOMBvFmr2NuoBkTJ5SdCuUhM8UydPkmMkaxNxleruxxCrBOiHmTvV7W5j0K2Bw1YSBKD4qvxWrduFXbiINCzOlcDt0bTlaRK2Ts3_zMdeXJV1bN2ViGlO6fx1QeHC0P2eOkAKeyGv9W7VsHUoyTK5g5uRJPGWEJsI5Grz_EJgm55XD4DhUEJgvwqtKwXFVXOFTQQ3W-33PBHROclamSpXEJ-N99Bczp8tMLx_V5jJN7itdsMywkVoVtlJ_dzaEFVrugCZwYe9jO9QmgY8XGc548LC1NkyyloxbLFMVRlHW_UjOK45crNyIfAwaPsLc7q5Ax9Zeu_FOSWPvO5Tq0lgApcAmbxct0BKP3o1Z-HgjDO5LXIeQLRWc6SYp3S22744pcLZkFTqP5-iK12k5UyC5JvPHj0ruGzsDfsMwSKB85BtowacpL1fq4ggfN92QGn5tBcz5NzPG3297aXE9xTRDwpw5_gDdqEwtaidVq-78MYCfSHExF6h1Gh35ynDxf0GNTj9DUlhESSaeN5Ki1VoW9P60Tu26OnKpu8nfaH1QcRIPI1fVdf2s1M5k1HSLqfbIgeZm2kVjVR7Ia81Y3XNqDoycNcZw3fkRghtkr4M94-wQQJheWtpQO37jADbYMLO5zKsINykEXYp7ZW5_jvnM2lQyHjcXyK7GkmsT5qdAw1ZzPRncr__6nwfMBBJ5QyX9RkGz68lcq0oBKJb34Mztjk94t44MQNizvyxMN3zYgnTI6RZiXoa95NARgxpRzTI54MovMBUCJQk6uxasBTtBDm3xGHNX3YH7VtuosIm_OZKgnCY6TnsWymWRB0IVC2qutsB3uoLKhgztnFuGN1l40nb5QsGdyrQoo_imXMvdLC8P8GCYNA-7_So1G-Vy-QRAhoo4tmn2VZ0JaqMHSAffSoT2j1E39zAPTgWrqx6Hmpw-Ku8SjNe4zwPHsaZXBucInFAXZoEKMHnQeJK8MKc0Yce0Gwb2IDfcuw38nDpOU2NRX-8jZfO5WwcH9qlcOwg8faTxVp4asJzu7tM-_v-0jy5uTkKiXN7rkC2MqJuh5Y1YoIdiyrepxlErRFHjw8QW3hRShiZTdnkrwgn7BmpCwOT3uZI7WqPeF3CC1X3P_Wrw1Wyhjrz4VZtdl26a6-aVdLbdmV0ubBEnC_7S2EkTiXDcvTiufb7TUEDoo7ID6SPvxft_GoIOBviHAq07JoVtqOn60TAyUTopKqfl6NdANSENNckZUfgqX0F8AWHVwcG2wGA0ku0B7RWWxT9fwp4iiLn5Q2fTnXzMhsjxuQhdg 477 73.150.4.200 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 3, 2025 2:15 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Vandana Pathania vandana.pathania240@gmail.com 2013447976 Other I’m looking for AI-related jobs, and I’m completing my Master’s in Artificial Intelligence in December 2025. How can your consulting company help me, and what is your hiring and job-placement process? 0cAFcWeA4oASPbqbzlBMdSeLxLWCnj3xYE38f-X-cvDaqx7PdYK6l0vwECGsKwIHGeqyjeyCrSr5q9yg19RJHwRCV50i6JykOLBK6XdreSzz0T9rRr761cEJYg8tn0AWaXLzlqgpwDTuomFk6Ygm2Lb9k-lht_9PCasQY5kDpowSdzxmjgjvuh-6JM47DT3cBS8SDNLNq02hPB5-jtW3471j6ho509RCWFbda7KIog_LCcYxswTi9qxbr-3Ne9fXjuMyHR5S9blQDskzPoOxHzq6pHbcthV6_F4hT_I0RSOqGgDlNVQSP9rpQzs6Aq0JyndgC07ecBAxnLTx1q-r-JV9-yum89Jqukqo4nQ8b7VnMtvhwE2JpB0mprjuWnkzijVl8Ur8Fd7H_t9hwxuuGF0XKrhLRgQRBXV-m_fIVF6MvgQVMgfhRd61SK0lf4-GDoEmvzpPiX6WdU9j96FgAE4i8Er-ltLXD8eEN6vVTCP6EOgzRMD9H_EOvAC7JiY2jSeTAkHjAmi9OmRWQRJc2tu0h06OT3A6gLwqGNQGGAcr4hOytZzTWVs081JdVFotGsfjhClY0WuxHFS2Xty7RQ7XtRY_F4yw1ZOYJSBtVQY5nA2oWHOH8ZcTgM_6p5K-whudzZuju3OktpRk9_cY2_Y4Vg5gzegt4ZCMmapqZLLr7RHragx44r95tcU2UZyGD_u88gdvm5zxMo4iuGgGNiN4kdKUcwH8H1jjZmlp4Wf2KBnXoBcuVb0Gkx_GyfbW9fILxMLSsZdJNroR0UO8W6JlyU0y9VJThmAy1qA_MsppXKdwzNaJOqYT2n2vmZBbULcPBCY9_qx2PzW605CSUqUDEjW6tJa6Spsqi-hWStD56pPQMKA5VV4cy_51Ex3zivu1RACVaDtFX8iQr01tUbWzH7lEM289CkpiYiblEcr4VU0NqtUaBDl5QTDdAKpMBeSHKzmY19jdVAFLZB86UErezcMxMu9gIDiQmfZQq1ZtZUjo7CgCiKr9IhI8qfp2vasvGnL6gLoZ2xgtq-b3idbrFZL1zOfClPYHHLywVFVuJVMQyrW5L0P1qZJSjTGZvOQsBkkOHJ3y1wgGBYp4wUEERICbnMSMVTPoSmU15F27qpnN7f76hWEEprhVwPttyYRsvvMizPGEwdz0LddnskGWxG8Gc-q_YhEm9f8BTgwsOcCQf4DFX0oGp93nNnoQ8CPsB7cSTkSyPBGp3RFgSa94ntN190pJLtEYjsxVI7vHDgdyP26edBdqiesxNctawgHMz-e1wy44xluY2zBGyDAirvK1FswUzYmYfw87kHs2vgepuIYt-TpTrKBLlMfzMuQk2RwcfBr3Av97w8UrISHQqigskg62z8HOIRHrc09GRX4_ke2qCDY8ZdMADzfdvpF5m5Pxjgi_G0_YMh7J-YPBB8qFYFsmPMt_HH29qBM7fFsq6zB--4oCVLJE-7knWnD3MS6MUdftNI2uripRVsAxGbeGjd4CGTLYJ-PJ9Bz5geKB5nJr7lgXlI2KStLqXQoliGu3XEkZFqg3RZ-LLC2wdFiZzWgV2ehHf72vto1d_PCdpea3P3OkkUlMZES8CIsk2ZdV4aGETzU8Ev4qx7A7yyy9qzkh5S1Gxq3EnVER6sTX1geMrjDeItRN-dF94Lgq3W2rD8CJPyH_Ok0m7MKmrGF5rQSyUAGV6EIwBeuzpow4A1uoqidqTqED0thy5ZkEZbRDJiByQpxFq6rX6hkwGJD-CavbFIXD6LftaKGYZjEBXS86tPAEMdYIrx5QMbyavdMtmhj3OE-Ck6w_3taFfJQvE0iW3dRavuo-gYKv2txAYAOcIJj_I 478 73.150.4.200 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 3, 2025 2:16 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Vandana Pathania vandana.pathania240@gmail.com 2013447976 Finding Talent I’m looking for AI-related jobs, and I’m completing my Master’s in Artificial Intelligence in December 2025. How can your consulting company help me, and what is your hiring and job-placement process? 0cAFcWeA4sgFlfquXrqG86HhU7lNhBFb1gyPlkcQjBFf0DGXrzfGwwp85CsryNuT1c5RbEoRL8kVSTFNoorTrnqDWmt88OkBoDT3482iug5HNYp0VFGAGe07gvQl5JVS04o0EeQgYirR6aI60Z1rgQ1E2CZvO5OY3Fko86soREGWfCneUDQnDhPUO4NYakLYmBNH3oR2Wooz0C5nWPG20lJJBqS6vwU7lW_uc3-PgIlOSrp0v6hwlH0IWJFBTfdGNtRc4EBRlZaNUvhUaR682GrdVvLV3luLEhWX8ZcjBDH7-ahizW4WyFl3Vyk7Hm0iXuIC0IrwaLP4QuduNAoeD7KxKkf9Mt8LJkkPwkvbt0ZlmUWnCFP4Rf37eAfNir8Am1tyBJcwy_UEpDB8JFIufjXs6pLMwfdhxDzMHDV-BAXkhSYhvwo2QYYFHWJKx4nOaWJNnxhP1hOV1Xy0L-UJkKuo210rcPiGzZDLEdQk3ytbF_418wHJ2HTEWJSVzWvew9SX_RVR1rBPulPc0qD8Us0hbvhdUrlU85YNgORl0VR2EnSEOcvJ1agL-tO5Xh3AZekSwIkuQsLEM7dBnnmIqhvITMB9QG0inJsQJOHTSj_yqaidhKqXZV2N19ozwho1sF0mnUiesjUMiHbT4OFx8MXsIues6RJSqVjUU_YGNSryxTdIuTPTlNvUkteb0XRQc1hsVd9slrgSwacb2pVS9FMcnZyLnnceCepL0oPbsow_ty94SBurZZXWoW6-WZggteU_Qvar8ocz0RSAE2CiBvQKK00sPUgzdto7ErjdAHWax5rCJ2cuGrY6IWHGBfD7zaaE8zBvbfnlHXHHLj7cG9qbxd4IWe1RKEpsw3wbGlNVNNqcaMLCDBd1aEygY4oXg8jVvzgD_omttV_jTq6xZimJqfIko4kCDi7lyR2wbCmbPIi-o1fVBZCsqGPFY43Ou6ysQ5PtF-hRNvUA22Z-vvRc46ass1adhriDMeO7TQovoKDBgXE6sJgPqjRtPGnHocef-l5lBtIJfI5Pt2f9Rzh8xs8sPtywBPpxf2HF7m5CaWupycv7UIJUm-KRFpsj36GQEHSeGrhClwLt-9dFrFjZ0uGEs9dRSsFehD6CllMF8qP2iW5rD0pzZ2q0xM4lp7J-B_R7zGlop4XXzfEsaOQMEZ-i722Q1Szt7GnIRcUx0EMxUcfvnxdq76OYqXeA2WNoRfz2JQU_ZU0qBy0_KgSTJDpuVYNizHm-hfo-kMD5UN43hnaDV_OCwDm4AwkSR4EQOOVqVJJ8saUwo2mOLm5IDehLQbIRVyDCxrO8jwmYJdqNpIpm25vw3OdCeDM-wdLdh1gAAL_0s8SyMsuTeAwg2f5LPiH2l5bSoq4ycO4iqbScyEwyYWHdUKrviEi24GgfPtB_-hJlhGKBtYgsrR6XnScXxpl3wxFWP2Ui2f-dB4v22nc9Tqd0LYoKpN96P99ZjLblxgjxXpT70Y4nww-oJzAegBtVItMd5DLCHsh2rgBrfXqwOGK_PgywEIRlOrWxmqNSqY9Tv_c_cauLF0v4Hfl9M5FEm2TMChUELlzImIN0keaiK2FZiwYxfa1a8CpRcF871_ERg1mUfRgxoD_Dwbpi8apEthed6-j7GpoLsG7RBy3tYMk9iI23IvbGkzR2dNawa3rOnC0uS21oUaApX5jn3dHBx-JBGyI9jAJq6NRELb_q-DlagB5xUZmZq9KcTOFF1WI2th_eT4j8FC7ruYuVHRqZE-A5Xycf18SOXGk_Oum4wZdQyTSNNtjgoCa56xuUB0wxcff4KRPT862xlTT3JJmfDCeE2MucWtXa0oPjdJcq9xwzY 479 73.150.4.200 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 3, 2025 2:17 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Athena Riley athena@gendbase.com 9142156015 General Inquiry Hi, We provide verified contact lists of ERP decision-makers—CIOs, IT Directors, ERP Managers, and Operations Leaders—across industries like IT, software, finance, retail, and logistics. Our lists can be filtered by ERP software (SAP, Oracle, NetSuite, Microsoft Dynamics), company size, location, and industry, ensuring you reach the right people for your business. Would you like to see a few sample contacts that match your target audience? Best regards, 0cAFcWeA7Rh3_5UZQsm5ryMif-j2QQDDlQX8UD4sTojLOBwhRpT1qCoGWlJCIvwItGlFNSp0IFr2iIux9i_7XR1s-1oKundfZ_pSSvJ0-tWvS1m80tMTBq3bg1CFW-v7xo9oqlTc6kuS9ji243h_kqsop7i_uY3Br3A8FVale1Js4MzPj7h8mIw17neX2rayM-yiADIx5X9L65CE01ysYhcZTDfa3QBulUCqXPnVOYSxlMqXpZuKyU3oJ9aVxk6VDnWxfiINCcAmSKGTKqa1twpzToorWPH8MCEqiMddp7FIK_FtTrX9ctdJJM0dFuLe0cETXeekR3hRzKqvfUJiRX5ANhekLx5fnqvo6-Y7oUci5-1ttn2bX6kXbcCdIpFZwQTVwKr-4yCk5aSPPKdQhryTRr-qiBEP1sPHCdNOa4UtmQiZrNtC27OKDF9m8WfWQTQY5FxTx4-BBCXCtxo984vQuf7UO9Nc8gmgcG97_NI5ViP6oYtJIw53aN_hdaU5fC9QZ37CMYK2LP2nWqQEL8dMH9e2cyAtnPRBzQe6KjNYX84Smrs1ljVbTWJz5X3Rpl4Ntcs6P4TDByZOBsf9J5tcRsCwlY90gKsr4_aYi4wX8yEzRcXi54sAKSr0A8aLG8qRy1x-f3eFSBabvsa3WfRDJamN6ibd2q6YBQ0WgdbaDun57Mt8SMa0zwdZrHT7n8XDSb6o4jhUPAzOBjPUGFLG0NkPDdZ2-tvzXT0gKFq0lUGGgFaqRTfK0zS9tXVTP8nqH6zpfFE27cZbtGvCVugA6rDCG1Ngi2xbw2oaz7WulQEReqsQDAdQrWBZoImAUOSSw1ltk7VqwnKJYkmzScFHvvbJB-U3I6Nqexry2pYLitb4T2oY_C0nPhCr9qLPOpoL2WamAc33u_QmFU1W9JFhDKs8JJbQ4mWyMXZHrNGt9aHhWduCn9KgBVy47S2M6HDYzWMAjp31dipoBOGQ1ZxfXTmtUkZj1h53BG09PYIYmWAHfyRKkjApeIwpwgafcigDss7UfzbIQOFr3eR-EI_CyUXO1WJL2TrUHRZvhszv5QztDr_HxIprEm9GIdIxd6ofcNjTcDqtYokFav_fOceNS9MR_bJerk4v6dC7p0xmCq6A6yfVwV6RD0Dfkjmod6C14LaXgOp9CkhzlWWA59um72zQevggi-6hxtCpyO6YRe6oz4oF8RawB5EO7A4WZzwwVExN0uC74Ujisb1raYhqv8j0Ifl0gmhlWo8mQsdwvAOv7Fio8s717XOx_Xc4913h_hLzqPC41KybecdTjbMa7DyGDDeiFsp80jqtoO0jWGL_jBXAd2Vj4B1W4e29ICDWjRPUR1Iq9s94E2NJKEVzLMudeU7LCaQCeXdH0EGSaWkjY2BAm7NEyRNzGC5FWhJptzPU7aRdvYplTVMQj5yq5wAhQAc6w_DPoHLremeI3jcREMxL3guJaUyVb6dplPb8VhP9J6HBAMCH0KMqNfegTa2UgCL4llw4iD0D2MuqN2mYILmCG9vYbBODLJhNztc3obAKRYR7HTBYe7wk3rKYN5oq1bECI9D57lXTEJlITDrvsKMpYu6P8Wk4fXlDXtZYtC65B7ndw9 480 84.239.10.138 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 4, 2025 10:10 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rheanel Konmil krheanel@gmail.com 79172470 Finding Talent I would like to be able to learn more on how to transit from Oracle to SAP 0cAFcWeA6qwizlC3GjwKIIYePC8K4b_aX2g1vvNWTqSb9Tg6OQ3qb5azWFX9epSAuTXNVqiWj8fEnY3Xp4lVT3_3x6i8ZxlADRRwrrhSmtScTRhS6Y0w_A1RsN1VAAKZnZ6M0KSDs2qgnGfgU5GLkcFRnFc9LMDT88Y5IS1-NZUe0Njau8J7llJb3UjppLCMP9p4qFWrZiNAdTmTw4byGgdEBA1tjOfvGu-S-0ecNSaRLcPr7xb74k-g3_xFWfyxjMlNBDaafeATiT0pjX6cav90nmB73E4LCIDVBpdfqcxHPSDc3OTe9YXB6YNIeGt9sognvXE2rwhZVW2ohEBbzAiz9EbFuJSdJu6X3sbb3pZfIY6pC7x7p5e21cTy3YDOreuL4D50AWbQz_8-8oGV0SEV1eQAmuaad8-Gf-z14vHFC055tQaMBhceWjyM4N_k0LxQzFESWxMDm9NwmAam7elgkC6GjYtmtQgr4DZS3RNuXXofSUCbQR60PT4oCokOTIB6LMPP-7RziGQ_2yrqAksdaF4arXEorKPnFBOFvjsFPnFFFPTBUkZ2nz5aHmeuQDeWqhJN56sPOlxbAsU8zNNmc73LT4QNWRmvhRJTHyDv795qU4dvH1YEAgyL5sjkR1xM740zWwLcA3M9hexEFA9uuYNCwbQghPdDKRjFXzpEsncR27LTHEon4cyRj8aINfrjAa8Jrfn5Nb0Tv7jd4wV19B1xQYZbeHH_2qX49epTnSepWJrRwLM00WtGL8lXoTBIqd19HH2NbCil-CG0nZeEaBFsSFFD5oU__4Lq65BS_AYhndPLTn_zflRvNo9R1men9ph7UYfrldNZAVeKjtG-sgm2QnPDU-8_igKUZygOq3fMD_mE3E4qefiMzQajCL4deblswKRDG2zv1sGtpU6ak7-Y9_CxVZnrgTbL2hBIxrYT-o7hSRZ3SZXdFxwdFKjdoIF6tQvIS-f0h1Q2K1zJG6FEjLhMFQPBuNPanrP_QiDWXM_p339POMwTAtUkOMOSKfKBz4QQjJUdOj7N2X8epXT88kTFx2HKt2Rg-CZSjZOtVo4AmwsVjXMGH4uI29M6RXp5ELgmjyeZ7S6OEhvAkFwhCqvNJKHFmP1JQ8NOE81zhZoGzFnstn05JBfaJbFan9DsaVpU9mXeLgWA9nQBYUaAjyT-mYENWGic7URV5m1_lQe8eBbYx30PBnWdkoir3Jyyk9QLjCqxymdZQokc4Ia8hYiyXpLZbr6HxicY9rbUA-XVSAnCO64d-s-kChUKPAuG6O83eFx_i9VPuAcZxHQdqbbOamkrf1M2uDWcpXEo99R2VWROCC6T9vgptkxrCBv4370Xb62kYlPQfAHKiZkzddDiuT2mV-yUuHyf9bX4S1G8HJVOqYKB8WLlVDtpn95rxH_Fdb9HZxLuwArs277sUobLZlMPTSQj0y6jbIjOQvRJW7tUNbvW2EBnu9baHPt6zp5ihx-JyOZCujFq5DpaIRZtxyomvVk3WXHgZgrDvsrJzAS1IxV3RIG3WIyHrjVIQAKw8S0mjbvkzwV7crQ6c3oUeyBxsO-CwtiOS7d87sF2XyDetnVBnXpO5Fj5gtW_oiXTsCXz85Zp3LIYiSNSxG_XjOvl1tkEjqtIOmJhUP76mQjAMlczNtaS5yYDTlH89j1fArQmD77BQ-I_QgSakJtQaK1rXRIQd0OCXmnddC-l8FaiqK2vz1lRzHKE1hRAzmFf24 481 202.1.241.22 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 Edg/142.0.0.0 https://bullcitytalent.com/contact-us/ December 6, 2025 4:45 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rheanel Konmil krheanel@gmail.com 79172470 General Inquiry I would like to be able to learn more on how to transit from Oracle to SAP ERP. 0cAFcWeA7xilvxenm7Pi0eHCceUOVA9JpeKAYSuxIo5RpItQRGoZTe_6uVeEpZKf_5dUd4vzVF04w3UA_NR_ptt4MMzaUDG_mVF_0DhjI1WIxeTfqSSwrMa-qs4rgt8vZHGlulfi5rpmCInTakRq55eB-Dc0jYmWtqjGVWU7Rtlfp2BBybQLtLfAO1gPtaFiHVgnetKE8YD690GYRLI68Uq4WqvgWLHsNw1Eu_auixqBoKFU3qLiNDLbdIpmvfExv6ziJto_4aY5Pi5FlqG7LPOV0iQccHyrVHc4LVUgNXaZDEscmWbhi6O3b8fX8w-ej7UK58-tqN2nnTF4ykQbTBkqXFzdupK23N-crnsQ0LeHBEZb6dHnGfx_uECScj8726r7S18WiU89wpV2IvyHv-e6dHGhxz2dsTtXSQcU_qpBtEep6-W12i3Me3Cqu2tAbsG6FwVCMCrqDg5efIh46unUFbQn9Mu-F400tuXFM2y97FAhZYzIoI3SS6MoJxfFtXh8CCgTFrKbffMSzuRhgbANYbhV-R1Oa8RUNSYwjFyeaoqJHMSINOXcIOTrHKZkhbwqh3OVcbeLOl_Gjnk5e4jW3oi5gyyZxpmLnmRvy1vOS_NmLYs40OX_Y01dlb4_dOlWmTVAfHs9o75VB6mPWmJim6SgKuYnZCuKk9Bz5h-e5qFC4SB-R8pQOwkGOhEoBu2oB5z20OYAN_JYLvmF7bq69uvsIvaQg1Dcjzec4lBdqZJ2w34NMPebf4b_k3NLGuOJM5Zj8Ls-s71qdE1X3r8Shw0SxKtEZm1b-K9ZoHxwfLXHkOI9H-UeU0FiZ1Y7ssgKidc6JWfPlfHjhJ5WqI9rGPP5IiHafW-S-uZrdPvNbA7btxVnZC5LmpdcyVLmjqV2E_peozKPDZUhTjMSSLBQaptmsY_yWDgBiPo3ndRGhhHQh-i5Iiejh6PhIKEcI7l1UfQhHUy7bb44VUuKKAckanidghMjKykKZ3jkWO0TF6Zxtvqyms_76p6M5Opok1tYfWIDyyI0yzEf83x7s9TqFFfqNw1sdnLfz1HBgl9VeayJ8azHrI-92slFP55lo1yCwnd8TbkAeUbogNW5ZHpHaxAN8QcEYCd4gNgOOScy5FTXu0iGAl02huF5Fxyz8kF-SI_MRqWfnmhAlyi-5yalT9fgLp2HXcgV4ceKwUid-d4YnAPyTp2kiu9el06DQ3SL5Z-TX0SRPm3xcuP6mwf2ueqmctas1rv7S43ChbG9ipPoGyE7l0ktLpS8ksXEeLHuajL4UCmrFwleiP-sNUGp23yQyVXTKG5usAwfTkNloIYncOvCNTS7-lZnZhMG82uQkMmUlRWgXZL7jzC2_xYV2Ceind5rGg0uAKFjVkUlEslPn9RZCpIzTwFI9wNuEleOE0G4NvjqgPqBlgWWtKWTfG7feOjZKv3nEmlv1NwQFYhXz3Z4jhitj8lYAFqbrr1i3sAVGGcgFcSVgM8M0OBKxVsnOv7-vVWxCdIQ1eSirEnAx_8svwYd3i5YT55-43qeEO7JXzpfDiDTctRbDLFny5fTmh_yLGit-DPtWBoArZq6mr0iXfAzxvPFpEGqwT8mhnXIzgSTsp4-syKv3afZJ37YBpYpN2c76_fgNDj16PoHoB3sI0Fg-mP7yfILqG5Qv8rI_GpqyAE15eiMxRM5egrdK6tL9ypy5UIVNMaes2ddyCB1qZpSX9U1odMUkYUfmR8FWvVelv 482 202.1.241.22 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 Edg/142.0.0.0 https://bullcitytalent.com/contact-us/ December 6, 2025 4:46 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As we look back on 2025, it’s clear that AI continued to shape conversations across every corner of the business and technology landscape. We covered topics that mattered to both candidates and clients this year, with a particular focus on how SAP is integrating AI into its systems and applications. We’ve rounded up some of our most relevant SAP AI insights from 2025 below.

SAP AI INSIGHTS FROM 2025

What is Joule?

Joule is the hot topic when it comes to SAP. If you were at Sapphire back in May, you were inundated with AI messaging. While it’s all very exciting, what is Joule in a nutshell? In this episode of From the Bull’s Eye, we take a look at what this new AI assistant really means for our clients and for a critical part of our ecosphere: consultants. Watch the video on “What is Joule?” >>>

Leveraging Joule for Increased Productivity Across Your Organization

As organizations strive to operate more intelligently and efficiently, artificial intelligence (AI) has become a critical enabler. Joule, SAP’s generative AI assistant, brings the power of natural language processing and intelligent recommendations directly into the SAP ecosystem. It helps business users across functions—from HR to supply chain to sales—drive faster decisions and reduce manual work. But what does this look like in practice? In this post, we explore how different business functions can leverage Joule for increased productivity to solve real-world challenges and maximize value from their SAP investment. Read more about Joule for increased productivity >>>

Finding the Right Talent for Your SAP Business AI Implementation

Understanding SAP Business AI: Security and Compliance

SAP AI Business Process Transformation: Aligning Your Digital Strategy

For organizations running SAP, the introduction of Joule, and Joule agents, marks an important inflection point. CIOs and business leaders now have the opportunity to align advanced AI capabilities with long-term digital strategies. But unlocking Joule’s potential requires more than flipping a switch. Companies need to understand how this AI solution fits into their existing SAP landscape, broader technology ecosystem, and—most importantly—their strategic objectives. Read how you can approach SAP AI business process transformation in this piece. Learn more about SAP AI Business Process Transformation >>>

As we wrap up 2025, we’ve taken a fresh look at the IT topics that sparked the most conversations with our network this year. From industry trends to project management to governance, we touched on IT topics that matter to our candidates and clients alike. Below are our top six IT insights from 2025.

IT INSIGHTS FROM 2025

2025 IT Industry Trends

At the start of the year, the IT industry was expected to undergo several major developments. Despite lingering geopolitical and economic uncertainties, the sector continued to expand thanks to breakthroughs in AI, cybersecurity, and sustainable technology. Hiring managers and job seekers in IT navigated an increasingly competitive landscape while businesses adapted to rapid technological advancements and global market shifts. In this eBook, we broke down our predictions for 2025 IT industry trends. Look back at 2025 IT industry trends >>>

Developing an IT Roadmap: A Guide for CIOs

For CIOs and IT leaders, the concept of an IT roadmap isn’t new. The challenge isn’t defining what a roadmap is, but rather, it’s crafting one that balances long-term vision with the agility to adapt and delivers measurable business value under constantly changing market conditions. This IT roadmap guide for CIOs takes a deeper look at how to build and execute a roadmap, addressing the complexities IT leaders face in translating strategy into action. Explore the IT roadmap guide for CIOs >>>

Takeaways from a 2025 CIO Survey

Now in its fourth year, Clarkston Consulting’s annual CIO Survey continues to capture insights to better understand the current and future priorities and challenges of upper or C-Suite level IT professionals (CIO/CISO/CTO/VP) at large companies ($350M+ revenue) in the retail, consumer products, life sciences, and wholesale distribution industries. We leverage this information to gain greater insights today and for the immediate years to come. In this piece, we break down our key 2025 CIO Survey takeaways. Read our 2025 CIO Survey takeaways >>>

Building Your IT PMO for Lasting Success

Building a PMO tailored specifically for IT is essential for organizational success, as a well-designed IT PMO doesn’t just manage projects – it can drive strategic value, foster collaboration across departments, improve time and efficiency management, and ultimately allow for predictable, high-quality outcomes that support growth in an organization. This article explores how you can establish a foundation for long-term success through an IT PMO. Learn how you can build your IT PMO >>>

Understanding the Importance of IT Governance in 2025

From managing cybersecurity risks and ensuring data privacy to aligning IT investments with business outcomes and navigating evolving compliance landscapes, IT governance serves as the foundation for making transparent, value-driven decisions. We explore the importance of IT governance in 2025 and how organizations can build a strong governance framework that supports agility and accountability in this post. Dive into the importance of IT governance >>>

Staffing Models Every IT Leader Should Know

In the IT industry, having the right team in place is just as critical as having the right technology. Whether you’re implementing a new system or scaling infrastructure, your staffing model can make or break your success. With a wide array of staffing approaches available, it’s essential for IT leaders to understand the core models and how each aligns with business priorities, long-term goals, resource needs, and budget realities. This eBook breaks down 5 common staffing models for IT leaders to consider. Learn more about staffing models for IT leaders here >>>

Bhawna Mathur hr@agrsofts.com 8810270447 General Inquiry Greeting, I came across your requirement for a Dynamics 365 F&O Technical Consultant. We have multiple experienced technical resources with 7+ years of experience in developing and implementing solutions using Dynamics 365 F&O and Commerce. Our experts have strong skills in X++, C#, customizations, extensions, integrations, and performance optimization, and are ready to take up projects immediately. I would be happy to share their profiles for your review and discuss how we can support your project. 0cAFcWeA7l7IoFsu6jv7TO4-140vLACO9SHJdpvKYwU4BjzBg4TtEj1rIKa1TmyW9dvOcOCx2UAb7DCCKha75TX55xoejKjX7se-NJCSNfUXO_CTDiRM1Ek2kct6O0LX6cX5Yn9M00Lj6Ke1aiQN0SyCKpzwHhGTVdaaqcZKGPTeVBBzSwe6fawF-cl00VvBYvttossonx8pp4AGWVjOqfM_bF533qgrBzcOsK-RXyuz9djSKpcia7ek1qm7BTaAeqX6RxlCpT4hnqUsLkcT3fq7lb_zxowz-3sN9erbdmOA96aPkYiEppyNrZc4HfMWCvFVu-5faF0-PbV1EFE4Vd4pl3OZXX5xCtAJpF4REHQfqiMFK18RKG01rFPSE9whbXX6znvq-4b3l_JA2ijD_TOBSkmXnkZRv5oNbH5nyhk-hWQUWzt_zPVjnxeQ6bq_rhXZty-tCrJmw7LFtbi_4UtOPUH861UwiKaxS7OfGsT0VF7RgOK8j7WwRS62DDfbZgDgUE3qVJJDRFiLecROOFkRCv3dNQ5QknPDNqdSZ9TQx5MWRBkBxa249SUqwBbXXtTE1D4kXxKLTp1ItvL0oNMfH1NxeijxPVkzDZSb7_6AXTyqmIRubsel0eA6ZkxnHkPNctDvCrtVrWDe3WIzHKEPrvpOKexTW4nASoyj_kw1dJo1YtpO8fE9ajqbBHRYhvRra8cgST8xeOKyCGs3nYFte98IK6TtQyyXtXYabq9JmdU-EQYhbq-TPeVSrUVMyISVEEcg07kAEcZWSfGL5eDMhwdLDSSToVik5Fta8IRFouLak1km7CW3xRmYloIBm4LgNAHt51jZ7AqI-5_k6qSM1fZhHhvQXtETm41_uidgiVoe2hCY4RCrlOwLuK0NanvTck3GP2MnQ_ZXqnLyBKiE0Y7G2_PWQ7-gBSgyXpofygqnprqR6u-n2DTHrSN3qO3SqlPH0bY55RMI7QiccoW71_Y7W5aFjcEsntLBCzBUZHHivSSzpznlbfNVf216ZRjrp6Z2Skv28q0AMiM45q1GsjlMbJHCswPtYsioakKuFvXPXLgsFYfajcV_XbWK9JXebVJgmSfHgeeEp9erCObislf9jG8Upaa5cB1vsJXL_TRYR9QP66jruFkqoLKb6j_amP6YdwcT8P1QqWPFC5S7plsvsSV7YyH4RFROYdk0lf6jH1tQHHXOz-d9T3aCYuhNv72dvCA-mCwmnmv6P6aVkX2QUJqq8ul-uFGURbC0P0uWbYHY4oZvxSzEWoTPsHONHdOVYYzjfNqQEjdfXJFue8wSN51waL5QlHhD0GBTYiPrCu-AzWSoksI24kLP21JM6TbjZiPdPw1SJ_8Uvlts0nIG7ima76AD1tdbyGwBuHHrnxXseEpwwOufcUIlKGKuw57u5gSOtE0a5f6iDzlUyi-i7I4kSm3B2g6ZkD3C7INyLU-prlT-a2lFQlLV-46BkxATb5bpT224GR5JZMqTvfpFLT6902Fg_H2xAMHlHH9L6VL9R9he7mux5XkSs6COHJQyZCdNV6F9gE388buyOQfvKgMVhc6VT4Bt8jKd1VUmlp-3HuLUs 483 180.151.27.45 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 10, 2025 5:47 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Bhawna Mathur hr@agrsofts.com 8810270447 General Inquiry Greeting, I came across your requirement for a Dynamics 365 F&O Technical Consultant. We have multiple experienced technical resources with 7+ years of experience in developing and implementing solutions using Dynamics 365 F&O and Commerce. Our experts have strong skills in X++, C#, customizations, extensions, integrations, and performance optimization, and are ready to take up projects immediately. I would be happy to share their profiles for your review and discuss how we can support your project. 0cAFcWeA4yMw5YMUBBSKL43OiTsnj3sxfxgxykXjJYnNX7t-QYMeqyvLanxCFMT6JhyoNSYsvp-wzP7XQO27VHbS0vFUeqImRMnrl78nQOp07_hrBJAaYMH_mSlY7WloP-uYeHX4DG9LC4tyParf_hocA-sHLSAAPYxLipSuY3st9zzIw5TGz_XvEHZ3KLLDquYbmMbfJCPlP9wqfUk3TM0Yd6bw8vbReoyhaoQMWFLPm9vZiv6ElqAQlSS3hYZ6d6cVOecFYAI-V9u1oVSsUnnS0-d9wcKPJEc9OfUyayQ_Wv_zS7kSEnoMSfxKsc2C7V6QS3J6hazZXJvZpsor8dUurs16KQMKumAm33PGxBWVvZsajeeeUdjQ9q61a93m60szHZ83nMF5-SzFBZIIhW_yHIiVAFzvCPYyvPY6UMAOn-3lT509XTDu_ZCetAKNw0o4VXmOEh_Sksg1NGcbqeHH0tqJ0uUU_umhPAdGtRoota6j_GoIyoN-8th0ALtkFn1kBOlrwyW-r6Vp0aRrsYrLWChWz0lSKSHnjMEWFdT5MyxzDMaTIT171PM_1hyXTVf1yqFzWVNvZ9yJJVZ14wbdJe-uz0gIutSSY85yJ5I0rbFH9gOy1bj7FCx0o-4GUohA0ei1CdxihjK9iWExXZ5NwKoaZOydqdg7OuiEK_1Uk3PhuUl8xd97U4MRHVd9ocuCf3mPRz0uNBZ4vJnNtYwc33SU1psU4uMHmew0AjSOPzn_S0mFxQV-fG5YZh4f8rp3_fGyLSwfHZK8DZaEfJtj_xu5XpcU5YRR0smveQbe68upai-uB4DRyfi2dCe8DaBAPa_VDZlIln8M3Ylv1HnljRgCxXr2Rq2mlZ-wk3VeEqpoa6nFV3JBywtAZ7o0Da3UzFtFaEp3cvL0C3szgrH3hA631T24iYt6ZV_7D1lY93v8NO5YDww169Hb5jEx5brnorBqvjNLt-6j3u51j9oEWIWvtAy3W3mwKwL48VYBPrL0B40YoFGSU6U8loUQPbAoSzWIQ99zbr_5Z7PyWTrQaTiZNwrfZUUKQQEfORGyHwgtG2uL8lsuN1obEpGyHD627bdD5jYDhEvD0081MB8vcvf5LKlo8R_TEjgRsR06KbPvewRfEvsqczJ1ux6bdYYjAP1S3MIiP1wvpNtayeO41cw1Gr1_9G5uzePATyr7jNCA7phaSA2l2ixVXwaKg_0IHxvH34tM1iCSDvIKKuYDdsn0GE6SF4ZiS7ZqXMsTeKfdRcvLcyOCQhlE9uQt51NR3V2Z90CWFtPe4m3vf6QN3sUeQraYboP74JBcp5ZDjkprok4QWpYQ1k6-Un_jE4B7NHqhYkqQcJfsfI9SsiIVCsyww7e4z_VblNcz2kiNoVDXTsJ8kHcYQA0of73jxnFUJ60wwkqrxH_mH8vc0DYEBQhMWicLipdmrnPfH3OLhnQQ8G7G2dLVbOrzD8QXMU77XiWnbby4JNaPI-3BSi0nqOEi2NSXOFyj0UZhkoe49A8nhhQ24IDTYHDI3DozdUYs-ssCd3En7DZ6tg8MtcKPdJ6xspbz8hsWev_s5YLeBdoixXq_Z-oZx_o7bwtc8MNNQk_5XA2mbS 484 180.151.27.45 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 10, 2025 5:47 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Bhawna Mathur hr@agrsofts.com 8810270447 General Inquiry Greeting, I came across your requirement for a Dynamics 365 F&O Technical Consultant. We have multiple experienced technical resources with 7+ years of experience in developing and implementing solutions using Dynamics 365 F&O and Commerce. Our experts have strong skills in X++, C#, customizations, extensions, integrations, and performance optimization, and are ready to take up projects immediately. I would be happy to share their profiles for your review and discuss how we can support your project. 0cAFcWeA7PdXmrY_W41FozE0rXWA4u_g0mQ3tXto5LLeMl34RaYFuOf9tWcLR97R76S9qHZnl6PyIxXX_FLCBCfX-F6ifgfkGw11jtcX2BIfJ2J5B20NOuPjPV5voAtv4zkv98lVW2rapxTJpu88XLIz6PJDhTr9IzYJKCwvJeG6UlahYBxQ5xS8OpC7p7Rs35TDK6f0IQldfNs8Bl0dyzjMM8d-0nsnuwk09G0wkHFh6Vj5gVDlabqGa1o0QjNOiKJAWACGpiVaY9rZfhtopKdwpymPesrss0v3lEUgSYZDUxUGOOE9j4xcOO3p-Dz6y-K2hgdDt5nMuCABOO3wONRmaXzw8dyc8-9E6pr2K-jzfm7z6jES5x_OJKhotOdpVY1ht1cvrV15bjnEv-uowKd0tLMjwHxfA6M2mEQDZDEYeVurqquniUwVXBhhmfgQzVUIYal209u67VcIM3WjXpj4PxGuqdISFQET5IX6YPd2eO9gCj_exnnDhqIee_d0nhYnxHSibr-nGhA8j3n3ei0wI_MImrd7hkpGhLjuIG3pOd7D2WrccBC8ZC5z5AsqnJqPXsVLR_LZrj2gwcguG5B6KnT-7Xqan6rF9NR7qS7TrgvoL3CKTDnSSnz2mVfNWYssiOZ_njghkBGzJ2uKU-yAT3T16APqinxOG8Pbn2c9hsAfi9C62jTbWMKNhFa9JNUBuzCa7TTdiA_nq9WQ158XD67lbZ4LF4Mm6GDCpOu8QDd5j7TkjVYm1j_b0CZeCbD2TyGJ5SC_R2EvXAOwDBw5Fswy1qYgrh68gYSdugXxgYlGmnzhMA8H3Xe5N-8GrLADXAGh-e0w-C-91w13A65qo9DfmKJ0lfb_rDVqoQ3L9uoqCSY-8ALGzCLCrzXI3Y6N81B1xVlDIpFd_LP-RB4WKJ4nMOVYLCYGcZH7byjTGmE1cHj7Tlt2pTHPl4vIUCQLKPGtN7psnOrncu0O4k8j3XsMIpJEMJTF6QpxmBPpBg8ZC-DPq5Cy-5MtiDEgJSGlnMXn1tqK-qyzpTE0-3kthduJZ0sWBVvaLrPSQ3GIkEbj1r43_UiUlxYmKgg_8BvIRaPiafjwEcaBg2LNNSgnl6XtK46ii9AH-XsgSshn9_QlaywxCQKyVhQAnZJ1koq8LTCf4KZB2UetuFFPU_RW_V8wBhvjZXDocgtFjJFip-h-m-Mhe35eqiQMmWDIgbBbonlTh2CLAhTgJDksN0vp-g8-UWDq23R6OrvYRMFG9-PcYCGqBIseU0faDATmyST_J_tH7d-GjPCDZkXo_p3ufKTp837SQcM9nIXhEQdqFBAJwNXtr7NUMvhg-nisaSnqtJ9ZXVDGuoXKQKOJnTgWObspAc0omxLauJtwWq_ZI-iGrYxMgGfvqBPI36Uk39kjobOPdJ9zki3hHfUqueTLkU8qi575MHfKM41IaQLI_bFKjnaZvGT-XazmEjmTLOzmhApzkXBKC_wcQK-C56_RSZDekaeY9dJLbbqoD4VWZOty5eMjb2zSCuGVOYUWIdNQrstN3fFEtDZS_eHU13VPSVZovCPHzCzifG8QCVwD5x24qYuQqhm2YKGcGaT--6nnvy5Mz2q0KgMM40-06NI0OtbTwCOtXuQl164ah2LB_Y8s02-_3oUvE 485 180.151.27.45 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/142.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ December 10, 2025 5:48 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As 2025 comes to a close, we’ve revisited some of the key talent themes that shaped the year for our clients. From workforce planning for high turnover industries to bridging the talent gap in emerging tech markets, our content focused on what it takes to compete in a tight talent landscape. Here are nine of our talent strategy insights from 2025.

TALENT STRATEGY INSIGHTS FROM 2025

How to Avoid Overpaying for SAP Talent in a Competitive Market

While the competition is fierce, overpaying for SAP talent doesn’t have to be inevitable. By taking a strategic approach to workforce planning and getting creative with how you source and manage talent, organizations can fill critical SAP roles without inflating costs. In this eBook, we explore why companies overpay, the risks of doing so, and most importantly, the strategies you can adopt to avoid overpaying for SAP talent. Learn more about how you can avoid overpaying for SAP talent >>>

Tech Talent Strategies for High Turnover Industries

Hiring and retaining tech talent is a challenge for all industries; however, in high turnover industries, such as retail, healthcare, hospitality, and customer service, this challenge is even more pronounced. So how do organizations attract and retain tech talent in this environment? This post breaks down proven talent strategies for high turnover industries, along with real-world examples, that can help mitigate turnover and build a resilient, engaged tech workforce. Explore talent strategies for high turnover industries >>>

Understanding the Value of Pre-Vetted IT Talent

As companies strive to stay competitive, securing top IT talent remains a priority. However, traditional hiring processes can lead to extended time-to-fill or mismatched skillsets, ultimately affecting business continuity and project success. One approach gaining traction among forward-thinking organizations is the use of pre-vetted IT talent pools, a curated selection of thoroughly screened and qualified candidates ready to be deployed. This article breaks down this approach and how it’s revolutionizing the hiring process. Read about the value of pre-vetting IT talent >>>

Hiring for Long-Term IT Projects: Contract vs. Full-Time

Long-term IT projects are often a large undertaking and must be staffed appropriately to ensure success, and the best way to do so is by hiring a balance of contract workers and full-time employees. In this post, we dive deeper into the different considerations companies should think about before and during the process of hiring for long-term IT projects. Take a closer look at hiring for long-term IT projects >>>

Bridging the Talent Gap in Emerging Tech Markets

Emerging technologies such as artificial intelligence (AI), blockchain, cloud computing, and advanced analytics are transforming industries at an unprecedented pace. However, the rapid evolution of these technologies has created a pressing challenge for businesses: the talent gap. We explore key factors contributing to the talent gap in emerging tech markets and actionable strategies to bridge it in this piece. Read more about bridging the talent gap in emerging tech markets >>>

10 Strategies for Accelerating Hiring Without Sacrificing Quality

The job market is extremely competitive, and businesses face the challenge of filling positions quickly while ensuring they hire the right talent. A slow hiring process can lead to lost productivity and increased costs, but rushing to hire without due diligence can result in poor-fit employees who don’t meet performance expectations. Striking the right balance is key. This post outlines some key strategies for accelerating hiring without sacrificing quality. Check out strategies for accelerating hiring with sacrificing quality >>>

Building a Reliable Staffing Strategy in a Changing Tech Landscape

Building a reliable staffing strategy – one that delivers consistent, high-performing talent when you need it – is easier said than done. The IT talent market moves fast, and the skills you need today may be obsolete tomorrow. So, how do you stay ahead? We break down what makes a staffing strategy reliable, how you can get started, and what pitfalls to avoid in this article. Learn how you can build a reliable staffing strategy >>>

Hiring for S/4HANA: How Skills Are Changing and What to Look For

As organizations accelerate their SAP S/4HANA projects to meet support timelines and access embedded analytics and automation capabilities, hiring managers are seeing a shift in demand. This post dives into how the SAP skillset is evolving and practical steps your organization should take when hiring for S/4HANA projects. Dive into how hiring for S/4HANA is changing >>>

How to Align Hiring Goals and Business Objectives

Given the past-faced nature of the business landscape, organizations need to stay agile and ensure that their workforce is well-equipped to meet both current and future challenges. One of the best ways to do this is by aligning hiring goals and business objectives, and this eBook provides a step-by-step guide on how to do so. Explore how to align hiring goals and business objectives >>>

Sophia Andary sandary@hotmail.com 8184003518 General Inquiry Having issues with Timesheet Portal, its blank. 0cAFcWeA7fU6asCTkyaakm232E29g8G6inyoosN4YtzlB5tGghjwV2KtyiHZkvmcRprwJXMUi1UJ6z1BbnDC8CBIDivlgGhjFrO41h-Ur756l4KBYH3XstKUHBVBhsbG48PqASdzO4-k9MOfslwsu-5TDAaZIedzYduMszSXjKrDiaRk91bTjyfUBn_lwOcgHs-Paxfsh1gUfS5jFiKjK2F7x3v4QgaSlFGjs4PWTouobRv77vxRVwWxeyEaJ28C1VVLf9jUNfGlxD3n7sKgLfQOsI698FPsSrIC52WALO3xLXEnJo5IVXl7vHbWysi6vxTaZ8T8v5xBtxMNyq9kSkkjpUfQsW1EywmfaHWw3AzEn5ZSWig9wi_4k_RU79nesaXgtii0TrgBlpAID-lDWZvefJDqFirLbtIYotsP9jOS2JH0DqTXnOFI6ogTLKEsU-zmjSJOeH8AMLvDBcQuFp99MM_9mUekP-Rs0lH1NBDh14nRlbpasoHPk3Y5heTEKfQh70-SGn2KcxjQlvFzKa0HOjdBVuVsJiJQG9LVdroByA7CQ3w5tJuZCRUA3UJJ4fJBN0jZ54KUpzGqmoJPLik3UfFEOi6-ySxcbxoCCFSU4UK11l7F1h8zFwHNclJHdblD4voa-5d6Ey9PZCwqo2tKjtR_BGuHTCn_hVE2VuFRdWsc3tN_7DNV0T6YXD5vNy3iGLee2pQN8XcnwxnLrH5rmlHncxuQOUu3dFOTZ8avdqGQwdmGYE1sSRajTxYwCceB7knwUwFJI9aMfvTYpzJrO4nSRaZ-gNvUnItyn--IVEyLQ8Unz1sHpOS5q-F_dxY0hwwHzY662L8G0uV5n_0rp_HPym8u29sRxp7eeaBSYrq2bZYvqYeNiD-QItjua1z1ZU-8tb1QNku0BwzGelKG_u_2Q3LXwAZaqlmx_MdGkJZWsokgukixIwUyse8UaOeUFP9pVNkrREFXl3QwzGTXftOqHjSZcA5_I4spXnUtKCdj81STuWqFawRku1rwSlEoEO7a7O1L5ByT3sxgPpUDSe8PJnDyCLb7OwAV6-AKoj2VoBVOWqp3KxQPOksSf-N6zCvhgvzlnBZuXcokWy0JdE2SG-zyqulT6ve5vmCP9bVbgg1ZpSPnqEoZ2PiUmkNta9QzGWY0XhXjLe5eLuqznr1vIZv5t8WMFsif_N2-4rbhHg1yK0L0wkq6O8hDvD3ybAIG4tApGiepv_rwrN67Z5k9OVvosv3aU2VAC4D21Ia2AWrsJthtJ5p0hXrKdaccpaLvOGY2zfM2shGZE7hH9YXM_IL2AAIV041ou_ZxgCSPuod0hDrg1Fq8H1iKpVOnI9KRvuyYghu3JaOl945UuPidvRRexXkUzuvtnbJ-WaenCwk1ZMn5qMdlKi0LDGl_MH-2XRfFGjHiDpKsbqGctVkqjhYeFdwOLUDDwb2bhYAEI-bgsbejB7rMs5c-rfOF6pC2_TGDfEoYnJBspS7kWq2ZMxc5blmKCCpiuDLwNpJO-dSNLj3ECIeVsa5jns-4tDyBD43PzLEb-DTdQiqoZKaxUifUNFImOSOSHIaGr_PRbj__QIQbZYX-JR1zSVEJ5AahWraNBMUNd_3U_iNfFuWk1dcytEb2zbrR3Qf_X8enjjnohL00DjIyOn-_bU346G19xuD3iP 486 73.223.67.46 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/143.0.0.0 Safari/537.36 Edg/143.0.0.0 https://bullcitytalent.com/contact-us/ December 11, 2025 3:21 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sophia Andary sandary@hotmail.com 8184003518 General Inquiry Having issues with Timesheet Portal, its blank. 0cAFcWeA5uTmZCuJdgIT5LW4nYoJHflmBSmnyf5xQkQH25aag62pKIMK3y6tKMb0_-LaTPX6_4gASSaWzBGTl9q0ctXSpfIHBIyuoSWCkV0iYvd0vFV-OnY5cMRDHK76QORiW1imGEl8fofsvYLR0IcnbomPIB5AOgsLWdon_D-PcIQpdXj_covqggW1gVe65qqDse4oMj4kMVVEYiLm-9gNFTuHEtEr9OW43NIHO9gWzCr0AL7K2cHiDCUzTaknWCg1Zgana7IN3iTEMjOKGkol1IfSMx29aJ8yUplqK8aoJMKTuy7IWka_HuDx7MlWwMC96Y9k20VYMUqZes_jVVnV2LcunNS2L4vtm6b_zmfhecApf-n8D2pznw7dxnZEXh4hYzi5UNAfawRNIxmVDf94fbbBbTCg5EwAvuXmD9FVDxXy8FXpul158obAkabOLEs1e8mCmksVaI5nldb11-YjsYbP7R5ws6BwIym0kDAIbc-97gQVsAhGbqU_m4JaQMv3n9MQ0HsZMFXU3kQLmcDhNhKU7AgX88xkFa6QcXmLKFI37vgKtVJro2SWiN_eiwJ5nnQzU3YFngZ1KIIjL0kEv8RyPaXGHLQOhhuboskf9mqKwaLhbZAsDP9pzZe3gC-CgeH-vJSKvuAUyyr5KyX0HEAdKR00GYimGGx9UEe6yjczA0hstxsXVujjopUsU2D_WDBIM7cRATQsOj75Eo8B1-CTCQZ2OGeTgPBAFGPCqPwvc7CMpKYkVrD6qXH_n-EHcabUu3iI0uLdFd7_T1lwfnhVvWxFg4GvUaJ1Ao_IPkNA8K5FYQLP9w_GHYNR23PQlS0FoYi04r0Gra4y9Gvk6jPCKSCE_EUR4jpJylyvPuFSU0tR7MB9jHU1IlJ68sOx-hR1rFyatwqBuJj85A7Dq6kcBDYimTG6GG5RHNVdUAfFEyl5wsP7NzXpM8TBl8pe5CnMbVUUPPHbFppZN3Yew-aaCCrCBQIrdHnv6PCV7YIeLlYg_QwednnfPILZs7mMaSA21Jto3v4kFqeNep7RhrLtOoLkStIL2ENs-aQVmf8cHp1RgGpbaP3eq-e2Xr5YJbpuj-YXWHCpUs6Vl2l7sTz1_LA3H5i5tKGo5sWPQHA9pIrxV9wFJcImRjEBlXgyfIGfwMnn_a7X9H3Mo7frmSOFXerMHKBdzW_fu7RmjKBTIaST6yDkMh9FKOJKxpqVDgk9xEaGWSu8jaImvOOU7UzlklBZRNKwOPmjDxXfR_r-5LBaFTMM-GRRLuu2G1qIj2krc2jNav3xGMzhV_KhsCQcR09k_t-a0hTRiBdzp4DrEZFWQG--L-36FoDyQQr0_vZZjGoP7bB93zz4BhtzzE8geMQMBKT9RENH42MsqgHUKA8HaVJL1YooCrFpDx-9anRtWi0obyml--j2_nKFylAB47_smEC5kUCVrKVZ3bx5Yxdycjrt9LytQ25dr1GWrgQlwNiCQl0gTOCqAhZnLBD28JynPFQ3DmI4KscsE5xrDOIOQQeuMYXhZHNb4CRCzgOJu5T1uLbqsY-W_pIIThEoS4NVV9r_DkMAH1BpQJGHNI0Ccdo61FrNOjS7ynynJ5Z7hlUqBrTAYG2Ut-b0b1_IQhiet0-wArhDtO8LS1oD61GKQTS251r-dCrgC_tFzkz39duMaRavfaWG3gBjqI3G5yKF_8rQ 487 73.223.67.46 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/143.0.0.0 Safari/537.36 Edg/143.0.0.0 https://bullcitytalent.com/contact-us/ December 11, 2025 3:21 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tatiana Bertrand ttatib73@gmail.com 6824188636 General Inquiry Hi someone found a credit card for Grayson choate in the parking lot of Dr. Sue’s chocolate & Bull Lion Ranch Winery! We have it at the winery (we’re open later than Dr. Sue’s) if someone would like to pick it up! - Tatiana 0cAFcWeA7QtAKU-aDRNSIx_qIn8UlMA8E4L8ruVsQ89tV7W1YGbbPoXzzmDeb34ie0l-0QyQ7yHpnZ7fOh8DF2PaVohksOpaS34vSJ0k3I5TK9bWAyAT5qGjrvYTUyV4E8XwxgvhQbPKfbfuIK-lVcCQLwwIARoW1Ys4l3IfTjeUXvcaN1Hz8Y9osRsO_xxBGigwOyYRDzFWSLDBvYUWf0oBnOKs9ygQCzO8zPeS88_o9rdyDLMKrN3ZNtHcnI8eLQR9POlMM6x2ReJlV-et-9pwUgltmnY2L5ai22sjoFFJYAfXupQyDNUVeWX8x8CvOYR41S8qjYFZdroFkzMfIfos88Q5Nw4Dxv--mBV_hBpaYHelK3bxkccPc1HZuNlcsGYk6K9q_mhI2nsxWlqJzHZW-Lh_uteceKdMtPlmbVV6yia9qQ1JRCqBvmLNV1sla3QyKIZFx47ervdSi6bym6t2VN1zwYIbVMF329WuuSBGn_5pinBo0P7BVhYd-WEkfWHy08ctc8o9SN9dgLYKfTkpYmMDNa6B7Ut6XTaQ3IyieA9s73xH4rveVNaVSUDGZAys0-s0dMmv_LkyPlqvzsTHC2M6X4KvxnMncuePlyPdum47yNKwmMmjK7zWetcI82-vLx9LDnjQe2no7Rwwd5I_EcCFAqPltFtp8sguzVmz1PO5HBo-N7UdcT2LAJIZIgmE04tSGRPY4ULAQzL1B_ave37XBgX4d7vGEpjX0GWdPZN98CtnEwoNx3zVrr9Vz9GygxCM6SkaOeUxaz5y3NfwEP0BjgIjY13p1e25BwbN8CocYKg8IXHXQvez0S777ODE4ZitPflK8JX1PiYuIkO4vVleYgawQ113fjTuM5gc1fbY1MwpRl8T1hbzV7-nvqJUzvK16rswrsPThrM5Onbe69W-n4DJwylN3Dvsu6xQAvk_kKuX3d9_TurLGWn_lzicFE6xLn9jgrHRqowE7xsnpCnN9I1PAuKcyG8netEHlp-r_QeJ2fZm1usD7dOl9ntqbUeOy4YwmSr9F6UbifC7b7m9D63neBF4R66Z8k4_q5RO9H6foPipFVbor22CNtw11BSTbdakKSz-z7TX1A0iQeZGGemm89YcvUCLApoYBfk8PqZbVdmUDXyzfB1RPCAMgm3zBAwZQ9SA0jGDzfjNuyTm8vv-jqGZzgTqup2XzMVK32pRGCOPKzVLjoqP-e-C0HWlLpMqILqinOpQCKHYUoU6fcrvgl3OYkxaxdnnMo8QcociEQMZcoBntcZeDNRXpk7OIw_HI9lf7lOTlTuFGFhhWHvFrdmzD8cL0S-pa93Cw6matpEKPLJvxzbECHbgQi1RFRbO-TAjyZNuGlot5j4ZQZYWwIW5yCX-WHYF7pdGbOGEg52oSbIu1pKqsaP9rhiqhRIpVRUaIMYUNG-pqv-VUf-TC2bS9pqvnrv4wnHxF3HB7WaizFg7dT1ixcIyAeLqPOKAerSDWTnBpXrW0Btc881NCu3rUA_IfTk54JNLzVNrtqxfk8MdvS2UQENlH2GdOT5gz6IfhK6VGDQDy50NctQpoLTSS5TiSQepvcZ1Z--E7_Ofh17-Az65o_1AJQ6xSrdgqiomRcLzM3CjtOHW9do6EetrmVf1Qy7Y0wokwSyN976zlq6mFhqh8oJM0pqiJ0DVaR 488 107.116.185.17 Mozilla/5.0 (iPhone; CPU iPhone OS 18_1_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.1.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ December 11, 2025 8:44 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tatiana Bertrand ttatib73@gmail.com 6824188636 General Inquiry Hi someone found a credit card for Grayson choate in the parking lot of Dr. Sue’s chocolate & Bull Lion Ranch Winery! We have it at the winery (we’re open later than Dr. Sue’s) if someone would like to pick it up! - Tatiana 0cAFcWeA5ZPh_yI-f8gfsVmCAzE4W01YHx6tPQ7h6hUpr8rlDAjCfcjNZ5-Sw-pZBlJWZRaiulwZRt1046RO2MkN5TZXBZ_s6Bpsmbk5U9UNgkp92mpJB6LVVbi09fON0jbI-F450xtwsm3ibBhx2I2sVtW8-o43MICAi7s8TWNiWjDtwr9YRUVl-TkXqwXXfvO8nbgBt8XLuH1WjRNn8SRNpZPP9hUjN4-9QZDfESub3OVe_wULfrvps3Ouov3MgyaYYDPQg1ZJRx3UVXkC3clGK0j9zX-4LtOxGF_Z9RlV_uPCC2pfyFAlS7MQ5O-mNUyeh_r_Sr4ve1YxknNbjNTBWXgLOXQJSTfSo3jbLGT3vM0g9A69M_Ug5uA0qs57izWs3ZPV2pl90klpm1THt_cZOulX2q1BbANM0nIY9dxx8BDw_diId0_uRuoc4_Ybey06g81pxXRsXIWx6m_qWF4_OHeLrT1JqeKcE9WlyrZjOdWv3P0HLMEHAU5Bx9-EiQJ3JlZOzFfWjpArRVS_JNyyjpDuDUneFxoK43VoyryCfKrfYh5NoLYLN9nlv4ednh3JSt4whCpbyz4NQUqZ84LOkrUdKd2ocgkoWSCuLR6GKhLMtJtxjx8HWEP8B8HifVUFNYlVW0LXJcVLYSc55ZQe0EZCPpGtP_Gz1PTS9jushQlI4H4s-HcX6EuQlawVMRjfGBMIUufnxRO_PJbEuNhKZ1QdSC77zPaMnfU1qKLRWgEVBha4l8qfY-KTJQi8rzD6JW5-3oFWbPQOixjE1aAn_h1WPt2kCykkEPBH1Cq9B6fBbIT0KZZ8xE8nV-IQg9NZLYSQ5XQAh-NxUf3pAdhha1jAJ3x15bfqxww_ehZqeGYE8QEOPCgbnMCVfkCFSNDKbt8kDoIvI2cDfH42mpEjb_i5ufLIdPuQje1fB8Ik70wjS0L-lCA4K5z0-GGwV2Gv0n1R2z6MTfzCaLIsjMmi3_RizOqo1RzPf_u0ghhCnvQt2MqTj4snbezaYxhnou3iAREqp8F1btYAk7CFSJgxHrC89db4jACmLJRS_TEvUvYEtNCH9h2dR1F3A8FkUoCSh0Zb7sApbFPEhEwTrbE7fIegQG-whdYsEzjc_F1PF0pMXWB4IQSWyDWlx_UCL1EPjINyfD3e6YeKf6QXZDf8ARWjrtD-18kezyB-nsJReuMeUPeJcepqBBJKShGVu6j3okYPJFMTr3vy8KEbcz_CouARhSuL2tucARQyE5oT_wkSBX7zZ6Jl-BZjXolaoL1zwzhP5WyLFWxZdHHjpUqOCpH0Kytmg2FrQ3Ly3Lrh9xh_rMkW2xGUeV1NusDI1f5sGCFDpOmLRpYtDbn2krQO2biJNmoPuLb0kfoieFw7QITYWJ_YxEv7-rPHYJIkElH9QSKGmSBzwohkOQmCL_B3Lmut7kuMZ2FLj7M83ZjgIi5EawHYMUunGmmJi6hjT6ekATdXwUVQCjDNcVakOImbhKfxWyUFJiwCbqR-CSHYehqlPt5bVpd2oJTagTApzRvEX3mPEDDTYwP7_ndsa3Jdn8TkiywrRTimBzBLu63pC_jcBNpfS7w5jogfskW-LF27CKoleDpYblyEa61UEDdOtUTmNMG-QJcA_0dfn-zwejQTyT1pMu99Iux9QZXUfD23tml67Uw9FpGX3qmbBvcrNkVLDUuvnxVQ 489 107.116.185.17 Mozilla/5.0 (iPhone; CPU iPhone OS 18_1_1 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/18.1.1 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ December 11, 2025 8:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As 2025 winds down, we’ve been reflecting on our SAP content that defined the year. From navigating S/4HANA timelines to understanding shifts in SAP talent, our content explored what organizations and candidates needed to know most. Below are some of our most impactful client-focused SAP insights from 2025.

SAP INSIGHTS FROM 2025

6 Steps to Prepare for the SAP ECC End-of-Maintenance Deadline

The clock is ticking for organizations still running SAP ECC. SAP’s announcement to end mainstream maintenance for ECC by 2027 (with extended maintenance options only available through 2030) signals a critical turning point. If you’re not sure where to start, we explore the implications of the SAP ECC end-of-maintenance deadline and the key steps companies need to take to ensure a successful transition in this piece. Learn how you can prepare for the SAP ECC end-of-maintenance deadline >>>

Maximizing Your SAP Staffing Budget: Where to Invest and Cut Costs

Preparing Your Team for the Next Generation of SAP

For companies relying on SAP for their ERP needs, keeping up with the next generation of SAP is a necessity. With SAP S/4HANA leading the way as the next-gen ERP solution, businesses must not only upgrade their systems but also prepare their teams for the inevitable changes and opportunities it brings. This article explores the key steps for preparing your team for the next generation of SAP, focusing on training, upskilling, fostering a culture of continuous learning, and change management. Dive deeper into preparing for the next generation of SAP >>>

How to Scale Your SAP Project Team as Scope Grows

SAP implementations are complex undertakings, often spanning months or even years. While most teams begin with a well-defined project scope and right-sized team, it’s common for that scope to evolve over time, especially in response to shifting business needs or the integration of additional business units or geographies. When this happens, project leaders face a critical challenge: scaling the SAP project team effectively to support the broader vision without compromising delivery timelines, quality, or team cohesion. This post breaks down some key steps you can take to scale your SAP project team for the best results. Explore how you can scale your SAP project team >>>

SAP Cloud ERP: Considerations Before Getting Started

While the term “SAP Cloud ERP” may be used interchangeably with “SAP S/4HANA,” it’s important to understand that SAP S/4HANA is a core ERP suite offered in multiple deployment options (private cloud and public cloud). SAP Cloud ERP refers to the public cloud edition, which is built with multi-tenant SaaS in mind, prioritizing rapid deployment, standardization, best practices, and lower total cost of ownership. If your organization is considering getting started, this eBook includes some of the most important SAP Cloud ERP considerations to keep in mind. Take a closer look at SAP Cloud ERP considerations >>>

The Hidden Cost of Understaffing Your SAP Project

SAP implementations and upgrades require rigorous planning and strategic execution. While organizations often focus on budget control and cost-saving measures, one of the most detrimental yet overlooked mistakes is understaffing SAP projects. While it may seem like a cost-effective approach initially, understaffing can lead to significant hidden costs that far outweigh the perceived savings. We break down the cost of understaffing your SAP project in this post. Read more about the cost of understaffing your SAP project >>>

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As we close out 2025, one theme consistently stood out across our consulting content: the talent landscape is changing fast. Whether it’s understanding why SAP consultants are in such high demand or knowing which red flags to watch out for during the hiring process, we’ve covered the topics that matter most when building strong consulting teams. Here are a few of our top consulting insights from 2025.

CONSULTING INSIGHTS FROM 2025

2025 Staffing Trends in the Consulting Industry

Why Demand for SAP Consultants Is Skyrocketing

As organizations across industries continue to embrace their digital transformation journey, the demand for SAP consultants is rising drastically. Whether it’s upgrading from SAP ECC to S/4HANA or managing complex ERP environments, SAP expertise has never been more critical. In this piece, we explore the factors driving the surge in demand for SAP consultants and what this means for your organization’s hiring strategy. Read more about the demand for SAP consultants >>>

8 Red Flags to Watch Out for When Hiring SAP Consultants

Regardless of the project you’re recruiting for, the SAP consultant you bring in should offer both technical acumen and a deep understanding of your business, but unfortunately, not all SAP consultants are created equal, and some may cause more harm than good. In this post, we break down the biggest red flags to watch for when hiring SAP talent, based on years of industry insight. Check out some SAP consultants’ red flags to avoid >>>

When to Bring in a Functional vs. Technical SAP Consultant

To ensure an SAP project’s success, businesses must hire consultants accordingly, matching the talent to their specific needs at that specific time. Most often, this revolves around balancing functional and technical SAP talent at different stages of your project. We compare when to leverage a functional vs. technical SAP consultant in this article. Learn when to bring on a functional vs. technical SAP consultant >>>

With consulting engagement growth stabilizing and clients holding consultants and firms increasingly accountable for outcomes, the consulting model must evolve. Although the U.S. consulting market has grown at a CAGR of 3.7% over the past five years, the winners in 2026 and beyond will be those that continue to blend deep technology expertise and domain-specific insight with delivery models built around measurable value. In this environment, those in the consulting realm must shift from project-centric engagements to outcome-driven partnerships, embed AI and automation into their delivery, adopt new pricing and talent models, and assume broader roles in managing platforms and ecosystems. Overall, 2026 is shaping up to be a watershed year for technology consulting, not just because of change, but because of who drives that change. For clients, the imperative will be to secure consultants who bring both deep technology expertise and cross‑functional business acumen, while for consultants, success will hinge on aligning skills to rapidly evolving demand.

A Changing Consulting Landscape

Recent market data show that while interest remains high in digital transformation, growth rates are moderating, and client expectations are shifting. The global digital transformation consulting market was projected to reach just over $380 billion in 2025, but research has also found that traditional large strategy engagements are losing ground, with Q1 2025 data showing a 38% rise in demand for “sprint-based consulting” models tied to defined outcomes. According to a recent study, demand for contract professionals, project-based consultants, and technology specialists (in AI, cloud, data, security) is also surging as companies lean on staffing firms to meet transformation needs. That said, clients can no longer rely solely on internal teams for critical transformation work — they will continue to tap external talent. In short: the market remains large, but the nature of demand is evolving. Clients are less willing to pay for long, open-ended advisory contracts. Instead, they want faster time-to-value and measurable business impact. Against that backdrop, below are seven 2026 tech consulting trends to look out for.

2026 TECH CONSULTING TRENDS

Outcome-Oriented Staffing

In 2026, the staffing landscape will increasingly pivot around impact, not just headcount. Clients expect talent whose engagements can be explicitly tied to business outcomes: faster adoption, cost savings, system ROI, or project velocity. This shift means partners must demonstrate real-world case studies where their placed consultants have driven measurable value, and clients should demand clarity around how success will be defined and measured. Rather than engaging on a pure time‑and‑materials basis, clients may prefer statement-of-work (SOW) contracts or project-based placements, which align consultant effort more directly with business KPIs.

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Throughout 2025, the IT industry faced various economic and geopolitical uncertainties. However, despite these challenges, the industry continued to expand, driven by rapid advancements in AI, increased demand for cybersecurity, and growing investment in sustainable technologies. Moving into 2026, while we expect to see expansion continue, many of these industry uncertainties remain unresolved: global supply chain disruptions continue to place pressures on technology production, while advances in technology and increasing threats to data security see no signs of slowing down. In such an unpredictable and risky landscape, businesses today are forced to adapt quickly to evolving pressures, and staffing a strong IT team will better position companies to face these challenges. Below, we outline the different rising 2026 IT trends as we enter the new year and staffing techniques companies can use to prepare their IT team.

2026 IT TRENDS

Resilient Supply Chain Sourcing

Supply chain disruptions have always been a concern for businesses, particularly in the technology sector, where production depends heavily on intertwined global sourcing networks. However, with the current AI boom, demand for the materials needed for AI technology has been rising, and supply chains have been struggling to maintain the necessary production to match this demand. Throughout 2025, AI chip shortages disrupted supply chain flows and threatened to increase electronics prices. These shortages have extended beyond just AI components, as manufacturers shift production away from standard memory chips to try and meet AI chip demands. As a result, these supply chain issues have spread and are affecting all areas of tech. We expect these chip shortages to continue to raise problems for technology companies in the coming year. As we approach 2026, AI hardware demand is only increasing and has the potential to stress supply chains further. Organizations should shift their focus from reacting to supply chain disruptions toward proactively redesigning supply chains to avoid these interferences. Additionally, the United States’ CHIPS Act is working to boost domestic chip production and research. The act includes a 25% federal income tax credit for qualified investments in facilities that manufacture semiconductors or semiconductor manufacturing equipment in the U.S. The U.S. government also agreed in late 2025 to invest $150 million in a lithography startup as an award under the CHIPS Act. These methods should help alleviate some of the supply chain pressures, but organizations can still take further steps to strengthen their resilience against uncertainties. When preparing for 2026, a diversified and reliable supply chain for tech materials becomes necessary. As such, businesses should look to strategically redesign supply chains by diversifying suppliers and investments in visibility tools. Additionally, staffing IT teams with skilled individuals who are equipped to analyze and overcome supply chain challenges can help organizations strengthen their supply chains even further. Supply chain-literate professionals who understand global sourcing and compliance are particularly beneficial for companies who are dependent on AI chips and robotics hardware.

Expanding AI Applications

In the past, AI was largely seen within assistive tools that help complete tasks. These applications helped improve individual productivity and worked alongside business’ operations, as opposed to being directly embedded within, meaning human oversight was necessary. However, this started to change in recent years, with AI taking on a more autonomous role within organizations. Unsurprisingly, AI was a major driver in the tech industry throughout 2025. Generative AI (GenAI) in particular continues to boost business productivity and efficiency, with a current market value of approximately $45 billion. A key shift during has been the rise of Native AI development programs, which offer applications with built-in AI capabilities, enabling improved workflow automation for businesses.

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[wpforms id="29102"] Contributions from Natalie Pollock

As we look toward the year ahead, CIOs continue to grapple with forces that are transforming talent strategy as fundamentally as technology itself. Digital transformation is no longer a one-off project, and it demands new capabilities across SAP, cloud, data, and artificial intelligence. But while technologies evolve rapidly, the workforce needed to deploy and sustain them has lagged. According to IDC research, more than 90% of organizations will experience significant pain from IT skills shortages, with an estimated $5.5 trillion in cost impacts globally due to revenue loss and missed opportunities if these talent gaps aren’t addressed. This stark forecast illustrates why CIO priorities in 2026 must put talent front and center.

KEY TAKEAWAYS

The transformation curve continues to rise faster than workforce capability, and conventional talent models are insufficient to keep up.

The “ideal SAP resource” in 2026 blends technical proficiency with business perspective, making strategic contributions rather than simply managing tasks.

CIOs are adopting hybrid models that balance core internal capacity with external or contingent expertise.

Organizations are reimagining workforce capabilities, shifting from traditional hiring to skills-based talent management.

Instead of building large, fixed project teams for migration, organizations are creating smaller, cross-functional teams that blend permanent employees with external expertise.

For decades, enterprise SAP teams were designed around depth rather than agility, with specialized roles built for stability and long cycle times. That paradigm is still embedded in many leadership assumptions, yet it’s increasingly mismatched with reality. Nearly half of CIOs rank a lack of skills as a top risk to digital transformation progress, and this concern is growing rapidly year over year. The consequence is widespread: research has found that a lack of skills has delayed transformation initiatives by an average of three to 10 months for more than 60% of organizations, nearly crippling momentum at crucial moments. For CIOs steering SAP S/4HANA migrations while also modernizing adjacent systems, such delays can ripple across the organization. In short, the transformation curve continues to rise faster than workforce capability, and conventional talent models are insufficient to keep up.

TOP 4 SAP TALENT-RELATED CIO PRIORITIES IN 2026

Redefining SAP Expertise

The skills that matter in 2026 extend well beyond functional mastery. Today’s SAP talent must understand how enterprise systems intersect with data, AI, integration platforms, and business outcomes. In some markets, skills related to AI and cloud have grown significantly: for example, jobs requiring AI skills increased from just over 5% to more than 9% of postings in one year’s worth of IT job market data — nearly doubling in demand. Meanwhile, broader research reveals pervasive talent shortages across critical domains. A survey of tech leaders found that 76% report gaps within their IT teams, especially in areas like AI, machine learning, cybersecurity, and cloud architecture, all of which intersect rapidly with modern SAP delivery. For CIOs, this means SAP talent can no longer be defined by deep legacy skills alone. Professionals must be fluent in data interpretation, integration with cloud and hyperscaler technologies, AI-augmented process optimization, and continuous improvement approaches that align IT outcomes with business priorities. The “ideal SAP resource” in 2026 blends technical proficiency with business perspective, making strategic contributions rather than simply managing tasks.

Leveraging Hybrid Delivery Models

Because traditional talent pipelines struggle to deliver these skills at scale, CIOs are adopting hybrid models that balance core internal capacity with external or contingent expertise. What was once a tactical staffing choice is becoming strategic by design. External workforce strategies are gaining traction not just for cost efficiency but for access to scarce specialist skills. Recent research shows that external talent already accounts for around 40% of the workforce in the US, with projections suggesting this trend could reach 50% globally by 2050 as organizations seek agility and adaptability. Hybrid delivery models improve time-to-value on key initiatives and help maintain momentum in seasonal or project-driven demand spikes. With this model, internal staff focuses on areas like governance and knowledge retention, while partners and contractors fill gaps in areas like analytics, integration, cloud engineering, and AI-related work. This approach has become a practical reality of how CIOs plan and execute their talent strategy in 2026.

Rethinking Hiring Criteria

Today’s data paints a sobering picture of digital talent dynamics. In one survey, nearly two-thirds of CIOs said that skills shortages have delayed digital transformation initiatives, and those delays often translate to competitive disadvantage. Yet CIO priorities in 2026 are not solely about plugging gaps. They are about reimagining workforce capabilities to make organizations more resilient. Putting talent planning, and skills development, on par with technology decisions is now a prerequisite for success. In many cases, organizations are shifting from traditional hiring to skills-based talent management. This means evaluating candidates for explicit competencies rather than credentials alone, investing in continuous upskilling programs, and designing internal training ecosystems that keep pace with evolving technology demands.

Planning Beyond the S/4HANA Migration

For many enterprises, the biggest SAP milestone on the horizon is the transition to S/4HANA by 2027, but the journey doesn’t end there. Post-migration needs require ongoing investment in far more than system conversion expertise, which requires a strategic shift in how CIOs think about workforce design. Instead of building large, fixed project teams for migration, organizations are creating smaller, cross-functional teams that can iterate, optimize, and innovate continuously. These teams blend permanent employees with external expertise to sustain capabilities without overwhelming internal capacity. By adopting this forward-looking talent strategy, CIOs are aligning workforce investments with broader business priorities and fundamentally redefining what it means to deliver value from the SAP platform.

WHAT THIS MEANS FOR CIOS PRIORITIES IN 2026

As CIOs refine their priorities for 2026, they must recognize that talent discussions are about capability and adaptability. Teams that can connect enterprise technology with business outcomes will be the ones that transform more effectively. With talent scarcity continuing to threaten transformation timelines and operational performance, CIO priorities in 2026 must elevate talent strategy to the same level of importance as technology decisions.

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As enterprises accelerate digital transformation across ERP, analytics, automation, and AI systems, traditional workforce models are rapidly becoming outdated. While SAP systems form the backbone of many of these transformations, demand for modern SAP skills in 2026 continues to outpace supply. This talent mismatch is not hypothetical. Research has found that by 2026, more than 90% of organizations globally are expected to feel the impact of IT skills shortages.

Key Takeaways

Organizations must rethink which SAP skills truly matter for sustainable success in 2026.

Cloud skills such as hyperscaler knowledge will be highly sought-after as enterprises continue shifting core workloads to the cloud.

As more businesses adopt embedded analytics, SAP professionals who can connect data with business context will be extremely valuable.

Skills related to embedding AI effectively and ethically into SAP processes are critical.

Professionals who understand how to architect and govern applications built on BTP will be indispensable as organizations prioritize extensions and integrations.

The professionals who can act as translators between IT execution and business needs remain key to successful adoption.

In this landscape, organizations must rethink which SAP skills truly matter for sustainable success. The skills that will define SAP teams in 2026 are those that support agility, integration, business value, and emerging technologies, not just technical mastery of a given module.

TOP SAP SKILLS IN 2026

Cloud Fluency

As enterprises continue shifting core workloads to the cloud, SAP skill requirements are evolving accordingly. It was projected that by the end of 2025, 50% of enterprise data will be managed in cloud environments, which significantly increases demand for professionals who understand cloud architecture and operations in SAP contexts. Again, the implications of this trend extend directly to SAP environments, as modern SAP implementations increasingly rely on cloud-based deployments — whether public, private, or hybrid. Professionals who lack cloud fluency often struggle to optimize these environments or troubleshoot performance and governance issues. By contrast, SAP teams with strong cloud experience can better help organizations accelerate their migrations to the cloud, while simultaneously reducing infrastructure risk. Given these dynamics, cloud skills such as hyperscaler knowledge (AWS, Azure, GCP), cloud security, and architectural governance will be among the most sought-after SAP skills in 2026.

Data Literacy and Analytics

SAP systems generate massive volumes of operational and transactional data, yet many organizations struggle to convert that data into decision-ready insight. As more businesses adopt real-time reporting and predictive planning via embedded analytics, the ability to interpret, analyze, understand, and govern SAP data is quickly becoming a core competency. This shift mirrors broader market trends: organizations that succeed in digital transformation increasingly tie analytics skills directly to competitive advantage and performance outcomes. SAP professionals who can connect data flows and visualization tools with business context — such as with SAP Analytics Cloud or Datasphere — will be significantly more valuable than those whose skills stop at configuration alone. In practical terms, data-savvy SAP practitioners are better equipped to unlock insights across key business functions, like supply chain and customer operations, directly contributing to operational resilience.

AI

Artificial intelligence is reshaping enterprise systems and expectations, and SAP has been embedding AI capabilities throughout its product suite. Furthermore, a global survey reflects near-universal recognition of AI’s importance, with as many as 99% of organizations considering AI skills essential to business success. That doesn’t mean every SAP professional must be an AI expert, but it does mean that understanding how AI can be applied within SAP use cases, whether it be for forecasting, workflow augmentation, anomaly detection, or intelligent automation, will be a strategic differentiator. AI-related talent scarcity is a broader industry challenge as well, while reports indicate that technical AI skills now appear in more than 75% of IT role descriptions. Skills related to embedding AI effectively and ethically into SAP processes, like influencing master data quality, for instance, will be a core part of the SAP skill set in 2026.

SAP Business Technology Platform (BTP) and Clean-Core

SAP’s strategic future is rooted in extensibility, not customization. Clean-core principles, which focus on avoiding heavy custom code directly in the ERP, are increasingly seen as essential to maintain upgradeability and agility. SAP Business Technology Platform (BTP) is central to this shift, serving as the hub for integrations and extensions. As organizations prioritize SAP BTP and extension frameworks, professionals who understand how to architect and govern applications built on SAP BTP will be indispensable. This skill lies at the intersection of technical knowledge and architectural judgment, recognizing where functionality belongs, how to connect systems, and how to ensure governance and maintainability.

Business Process Acumen and Change Awareness

It may seem counterintuitive, but as technology becomes more capable, the human and business aspects of SAP initiatives matter even more. Transformation stalls not because a system fails technically, but because users struggle to adopt new processes or systems. The ability to map SAP solutions to business outcomes, understand process pain points, and support change management is an increasingly important skill. In 2026 especially, the professionals who can act as translators between IT execution and business needs — articulating how a new workflow impacts performance metrics and what users need to feel confident — will be among the most sought-after.

LOOKING AHEAD

As SAP continues to evolve into a platform for intelligent, interconnected business operations, the skills that matter most are those that enable organizations to realize the full value of their investment. Technical depth will always be necessary, but strategic value will come from cloud fluency, data and AI literacy, integration mastery, and business-aligned thinking. In 2026, organizations that proactively build capabilities in the skills outlined above will be better positioned not just to implement technology, but to sustain competitive advantage well beyond 2026.

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When it comes to SAP roles, which are among the most critical and hardest to fill in enterprise IT, a poorly written job description can extend time-to-hire by months. But with a well-curated SAP job description, organizations can attract the right talent and set candidates (and the organization) up for success.

Key Takeaways

A strong SAP job description is key to attracting top talent.

Lead with business context; candidates want to know why the role exists and how it contributes to organizational priorities.

Anchor the description in purpose so that each responsibility that follows becomes contextualized.

Clearly distinguish between core (must-have) and complementary (nice-to-have) skills.

Include language that reflects the collaborative and cross-functional nature of today’s SAP work.

Highlight growth and learning opportunities, especially as it relates to working with emerging technologies (cloud, BTP, analytics, AI) or leadership pathways.

Frame requirements in terms of complexity handled and outcomes delivered.

Industry research shows that over half of IT leaders identify talent shortages as a top obstacle to digital transformation, and SAP skills are among the roles most in demand. Furthermore, a Gartner report on current CIO challenges highlighted how cloud-related and data-driven skill gaps remain two of the primary barriers to strategic technology initiatives. This makes strong role definitions and accurate expectations more essential than ever.

6 STEPS FOR CRAFTING AN SAP JOB DESCRIPTION

Start with Business Context, Not Just Technical Requirements

One of the most common mistakes in SAP job descriptions is leading with a laundry list of technologies and tools. While technical fluency is important, candidates want to know why the role exists and how it contributes to organizational priorities. Leading with business context creates a compelling narrative that positions the role as essential to organizational outcomes rather than just a checklist of daily to-dos. For example, rather than beginning with “SAP FICO experience required,” start with a statement that captures the purpose: “Drive financial process transformation by optimizing core SAP FICO capabilities to enhance reporting accuracy and decision-making across global business units.” This approach signals seriousness of intent and makes high-caliber candidates much more likely to engage.

Define Role Purpose Before Responsibilities

SAP job descriptions often lump responsibilities into long, dry sections. While details are necessary, the ordering matters. When you anchor a description in purpose, such as “this role will support efficient month-end close and strategic financial insights,” each responsibility that follows becomes contextualized. Candidates and hiring managers often see job descriptions very differently, and a lack of clarity undermines alignment early in the hiring process. One survey revealed that while 72% of hiring managers believe their job descriptions are clear, only 36% of candidates agree, illustrating a widespread disconnect when roles aren’t articulated with clear purpose and expectations. By centering purpose, you help candidates visualize the role’s strategic relevance and how their expertise will drive measurable outcomes.

Emphasize What’s Essential, Not Everything

The focus on finding candidates who meet every single criterion limits the talent pool, with research showing that 88% of employers admit qualified candidates are screened out by rigid criteria, and given that SAP environments are complex, it can be tempting to list every module, tech stack item, certification, or tool. But overly prescriptive job descriptions can discourage applicants, especially in roles involving evolving architectures like cloud and integration. Studies suggest that women and underrepresented technologists, in particular, may self-select out of opportunities when they don’t meet every listed qualification, even if they could excel in the role. By clearly distinguishing between core (must-have) and complementary (nice-to-have) skills, organizations widen the talent funnel without sacrificing quality. For example, instead of requiring “10+ years SAP experience across all modules,” be specific about what truly matters, such as “proven experience leading SAP S/4HANA integration projects” or “track record optimizing SAP financial processes for global enterprises.” This clarity shows respect for candidates’ time and underscores your organization’s search for focused expertise.

Reflect the Reality of Modern SAP Work

SAP work is increasingly collaborative and cross-functional. If your organization uses hybrid staffing models or partners with external firms, the job description should reflect this reality. Expectations around collaboration, communication, change management, and governance are often decisive factors in candidate success. Including language like “partner with business stakeholders to translate requirements into scalable SAP solutions” signals that the role is both strategic and integrated into broader initiatives. This alignment improves candidate fit and reduces churn driven by mismatched expectations.

Highlight Growth and Career Trajectory

Compensation is only one factor in candidate decision-making. Clarity around growth and learning opportunities also significantly influences applicant quality and retention. After all, “employees who feel they are growing are 2.9x more likely to stay” with an organization long-term. When your SAP job description explicitly points to opportunities to work with emerging technologies (cloud, BTP, analytics, AI) or leadership pathways, candidates see potential for long-term contribution. This is especially important in SAP, where technology platforms continue to evolve rapidly and career paths intertwine with broader digital transformation initiatives.

Avoid Rigid Experience Thresholds

Experience requirements — particularly years-based minimums — can do more harm than good. While senior roles deserve strong expectations, “a study published in Journal of Applied Psychology found that years of experience is one of the worst predictors of performance for new hires, ranking behind 22 other selection criteria.” Why? Because it disproportionately screens out capable candidates and artificially constrains the talent pool. Emphasizing demonstrated capability over seniority alone will attract stronger, more diverse applicant pools and improve hiring outcomes. For SAP roles, consider framing requirements in terms of complexity handled and outcomes delivered rather than arbitrary tenure. For instance, rather than requiring “10+ years SAP experience,” describe the types of initiatives that matter, like “led SAP integration workstreams across at least two large-scale transformation projects.” This subtle shift directs candidates to think in terms of value delivered.

FINAL THOUGHTS

Crafting a strong SAP job description is strategic work that pays dividends across recruiting and long-term performance. When written with clarity and purpose, these descriptions attract higher-quality candidates and help organizations build resilient, future-ready SAP teams.

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As organizations continue to invest in SAP, data has become the connective tissue across every transformation initiative. Yet for many enterprises, data remains fragmented and slow to access. SAP Datasphere can help with this, but too often, the discussion starts and ends with architecture. For business leaders, the real challenge is not what SAP Datasphere does, but why it matters. Building a compelling SAP Datasphere business case requires shifting the conversation away from technical consolidation and toward where value actually comes from.

Key Takeaways

An SAP Datasphere business case should be built around business enablement, not infrastructure modernization.

The most effective SAP Datasphere business cases frame it as a way to unlock value already trapped inside SAP systems.

Key value drivers include: reducing time to insight, playing a critical role in AI readiness, shifting analytics from an IT-owned activity to a business-enabled capability, minimizing data replication, and aligning analytics with SAP business semantics.

SAP Datasphere delivers the most value when it is directly tied to strategic priorities.

Data platforms have a long history of being difficult to justify. Many organizations have invested heavily in data lakes, warehouses, and analytics tools, only to find that adoption lags and value remains unclear. In fact, industry research consistently shows that a large percentage of analytics initiatives fail to deliver expected business outcomes, often because they are technology-driven rather than use-case-driven. This challenge is particularly acute in SAP environments, as SAP data is complex and deeply embedded in business processes. When data initiatives fail to respect this context, organizations end up with duplicated logic or dashboards that don’t align with how the business actually operates. SAP Datasphere can address these challenges, but only when the business case is built around business enablement, not infrastructure modernization.

6 SAP DATASPHERE BUSINESS CASE CONSIDERATIONS

Value Mindset

The most effective SAP Datasphere business cases do not position it as a replacement for existing tools or a generic data platform. Instead, they frame it as a way to unlock value already trapped inside SAP systems. For example, many organizations struggle with inconsistent reporting across finance and supply chain teams. Different groups calculate the same metrics differently, leading to confusion and rework. SAP Datasphere enables semantic consistency by preserving business context from SAP source systems, ensuring that metrics mean the same thing across the enterprise. This directly translates into value: fewer manual reconciliations, which means faster decision cycles and improved confidence in analytics. Those outcomes resonate far more with executives than discussions about data models or pipelines.

Time to Insight

One of the most tangible sources of value from SAP Datasphere is reduced time to insight. When business users can access trusted data without waiting weeks for new extracts or custom logic, decision-making accelerates. One industry study found that, “companies operating in 'real-time-ness' had more than 62% higher revenue growth and 97% higher profit margins than their slower counterparts.” In SAP environments, Datasphere shortens the path from transaction to insight by reducing data duplication and preserving relationships across SAP domains. In practical terms, this means finance teams closing faster while supply chain leaders respond more quickly to disruptions, and commercial teams adjust strategies based on current performance (not last month’s data).

Business-Led Analytics

Another key value driver behind an SAP Datasphere business case is shifting analytics from an IT-owned activity to a business-enabled capability. Many organizations rely heavily on IT teams to prepare, reconcile, and publish SAP data for reporting, which creates bottlenecks and limits scalability. SAP Datasphere supports a more federated model, where business analysts can explore and model data while IT maintains governance and data integrity. This balance reduces dependency on scarce technical resources and allows insights to scale with demand. Given ongoing IT skills shortages, enabling self-service analytics without sacrificing trust is a powerful business case component.

AI and Advanced Analytics Initiatives

AI initiatives often fail not because of algorithms, but because of poor data foundations. In SAP environments, this challenge is magnified by complex data relationships and inconsistent definitions. SAP Datasphere plays a critical role in AI readiness by ensuring data is harmonized, consistent, contextualized, and accessible across systems. When organizations position Datasphere as a prerequisite for AI-enabled automation, the value conversation becomes much clearer. Rather than selling AI as an abstract future state, Datasphere enables incremental progress, starting with better data, then layering advanced analytics and AI use cases over time.

Hidden Costs

A strong business case should also account for costs that are often invisible. These include time spent reconciling reports, building duplicate data pipelines, maintaining redundant logic, and resolving conflicting numbers across teams. While these costs rarely appear on a budget line, they accumulate quickly. SAP Datasphere, however, reduces this waste by minimizing data replication and aligning analytics with SAP business semantics. When quantified — even conservatively — these efficiency gains can significantly strengthen the ROI argument.

Business Priorities

Perhaps the most important element of the business case is alignment with broader organizational goals. SAP Datasphere delivers the most value when it is directly tied to strategic priorities such as operational resilience, faster innovation, improved forecasting, or enhanced customer insights. Rather than positioning Datasphere as a standalone initiative, successful organizations embed it within transformation roadmaps, like supporting S/4HANA optimization, supply chain resilience, commercial analytics, or finance modernization. This alignment ensures that Datasphere investments are evaluated based on business outcomes.

FINAL THOUGHTS

Building an SAP Datasphere business case requires discipline and clarity. The platform’s true value does not come from technical elegance alone, but from its ability to deliver trusted data and enable faster, better decisions across the enterprise. For organizations navigating increasingly complex SAP landscapes, that is where the value actually comes from.

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As SAP adoption accelerates, organizations are increasingly choosing between public and private cloud environments. The choice between SAP public cloud (SAP Cloud ERP) or private cloud (SAP Cloud ERP Private) has direct implications beyond the technicalities; it also has an impact on talent and business outcomes. In fact, nearly 98% of global organizations are facing a cloud skills gap, meaning consultants and clients alike must understand how SAP cloud skills differ between the two environments to ensure successful implementation – regardless of which platform is selected.

KEY TAKEAWAYS

Public and private SAP cloud environments require distinct skill sets, and the right mix is critical for project success.

Public cloud emphasizes integration, adoption, and standardized processes.

Private cloud focuses on technical depth, system administration, and customization.

Aligning talent strategy with cloud deployment model ensures higher adoption and measurable business outcomes.

Public and private SAP cloud solutions share the same goal of improving business operations; however, the skills required to deploy, operate, maintain, and optimize these platforms differ significantly. Consultants need to know where their expertise is most valuable, while clients must align their hiring strategies to the model they select.

SAP CLOUD SKILLS

Public Cloud

SAP’s public cloud solution, also known as SAP Cloud ERP, is a multi-tenant environment managed by SAP that offers standardized processes, automated updates, and minimal infrastructure overhead. Because this environment is largely pre-configured, success depends on skills related to deployment, integration, configuration, and adoption rather than customizations or system-level management. Professionals working on public cloud projects should know how to configure SAP solutions within standard templates; integrate BTP and third-party applications; guide business users through adoption of standardized processes; and ensure compliance and security in multi-tenant settings. Demand for these skills has grown rapidly, with research finding that 94% of companies use public cloud services in some way. Despite its relative accessibility, organizations still face challenges integrating public cloud with existing on-premise SAP systems and aligning business processes with standardized templates. When it comes to public cloud, organizations will benefit the most from teams that can deliver fast, reliable implementations aligned with SAP best practices. As infrastructure management is less critical in public cloud, organizations can more easily rely on their internal teams with support from contract specialists for targeted integration work.

Private Cloud

SAP’s private cloud environment, also known as SAP Cloud ERP Private, provides more control and customization. With that control comes higher complexity and more specialized skill requirements. Private cloud professionals need expertise in infrastructure provisioning, scaling, maintenance, and optimization; SAP Basis and security configuration; integration with legacy systems; and advanced analytics and automation using BTP or RPA in a customized environment. Private cloud skills are significantly harder to source, with one survey finding only 45% of organizations use private clouds. This is driving demand for contractors, as projects without the right talent in place risk delays and suboptimal outcomes. Business leaders looking to implement private cloud must balance permanent and contract resources: permanent staff anchor system governance and continuity, while contract specialists provide the rare skills needed for complex migrations or integrations or advanced analytics deployments.

COMPARING SAP CLOUD SKILLS

The distinction between SAP cloud skills can be summarized along several dimensions. Public cloud emphasizes process efficiency and adoption, while private cloud requires technical depth and customization. Talent availability also differs: public cloud expertise is more common, whereas private cloud skills are scarce and often command premium rates. Furthermore, public cloud projects can rely heavily on internal teams, augmented with contractors for integration or analytics expertise. Private cloud projects, in contrast, often require a combination of permanent staff for governance and contract specialists for scarce technical capabilities. Organizations that recognize these differences are more likely to deliver projects on time and achieve higher adoption (and better results).

FINAL THOUGHTS

Public and private SAP cloud environments require distinct skill sets that directly affect project success. Public cloud emphasizes integration and standardization, while private cloud requires deep technical knowledge, customization, and infrastructure expertise, and clients who align their talent planning by deployment type can ensure projects are delivered efficiently and effectively.

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SAP projects are complex, high-stakes initiatives. From S/4HANA migrations to analytics enablement and BTP integrations, success depends on the right combination of talent and timing. Choosing between permanent and contract SAP talent is one of the most consequential decisions business leaders face, and the answer isn’t binary.

KEY TAKEAWAYS

SAP projects often require a mix of permanent and contract talent.

Permanent employees provide stability and institutional knowledge, while contract talent offers flexibility and specialized skills.

Contract talent has become essential for meeting tight SAP project deadlines.

A hybrid approach, anchored in permanent staff and supplemented with contract talent, delivers the fastest time-to-value.

The current talent landscape adds urgency to this choice. Industry research indicates that 90% of organizations expect IT talent shortages to impact digital initiatives by 2026, with SAP skills consistently among the hardest to source. Meanwhile, the contingent workforce is growing, with some estimates suggesting it could account for up to 40% of the workforce by 2030. These dynamics make a hybrid, intentional talent strategy more important than ever.

PERMANENT SAP TALENT

Permanent hires form the foundation of any organization. They provide the stability and deep organizational knowledge that is critical for continuity. As it pertains to SAP, permanent employees excel in roles that require institutional knowledge and loyalty. For instance, permanent staff play a large role in leading adoption and embedding new processes into business culture. Continuous improvement initiatives post-implementation also rely heavily on permanent teams to champion incremental value. While permanent SAP talent delivers continuity and alignment, it comes with trade-offs. Recruiting highly skilled SAP professionals is time-consuming, with time-to-fill often exceeding 90 days, and the scarcity of specialized skills can delay projects. Organizations also carry long-term costs in salary and benefits, making it difficult to flex resourcing for short-term needs.

CONTRACT SAP TALENT

Contract professionals complement permanent hires by providing specialized skills at the drop of a hat. They are particularly effective during SAP projects when immediate expertise is needed or if project demands peak temporarily. For example, SAP contractors can fill gaps in niche skills such as BTP or provide hands-on assistance during migrations or upgrades. Furthermore, using contract talent strategically for SAP initiatives can lead to faster project delivery and higher adoption rates of new modules and functionality. Contractors also bring fresh perspectives and the ability to transfer specialized knowledge to permanent teams, amplifying long-term capability building.

DECIDING BETWEEN THE TWO

When deciding between permanent and contract resources, several factors should guide strategy:

Duration and continuity

Permanent staff excel at ongoing operations and support roles, while contractors are ideal for short-term, high-intensity projects.

Skill criticality

Rare or niche expertise may not justify permanent hiring. Contract talent provides immediate access to these capabilities.

Cost considerations

Contractors command higher hourly rates but avoid long-term overhead and retention costs. Permanent employees are more cost-effective for stable, ongoing functions.

Organizational knowledge

Permanent staff maintain relationships, and process understanding, whereas contractors supplement and inject expertise without assuming long-term accountability. All that said, the most effective approach is rarely one or the other. It’s a mix of both. Permanent staff anchor continuity and strategy, while contract talent adds flexibility, speed, and specialized skills exactly where and when needed.

WHY CONTRACT SAP TALENT?

While hybrid strategies balance both talent types, contract SAP talent is increasingly the decisive factor in SAP project success. Skills shortages are persisting, and permanent hiring alone cannot fill the gaps quickly enough to meet transformation timelines. With contract professionals, organizations receive targeted expertise for high-impact initiatives, such as S/4HANA migrations, alongside the flexibility to scale teams up or down in line with project phases and workloads, reducing risk and cost. Effectively leveraging contract talent, however, requires intentional integration with permanent staff. Clear scope and knowledge transfer are essential to maximize value. When done right, contracts can become strategic accelerators that enable organizations to meet tight deadlines and drive measurable business outcomes.

FINAL THOUGHTS

SAP transformations demand agility, expertise, and speed, and no single talent model can provide all three. Permanent employees provide continuity and long-term capability development, while contract talent brings specialized skills, rapid mobilization, and flexible resourcing for high-impact projects. The challenge leaders now face is intentionally blending permanent and contract resources to align project priorities and skill demands. When this is done effectively, SAP projects are delivered faster and enterprise value is realized sooner.

Click here to continue the conversation.

As SAP’s 2027 deadline for mainstream maintenance of SAP ECC approaches, organizations still running on legacy ERP systems must prepare for their transition to SAP S/4HANA. Before you begin, keep these seven S/4HANA migration considerations in mind:

KEY MIGRATION CONSIDERATIONS

1. Define your business case andobjectives. 2. Assess your current SAP landscape. 3. Choose your deployment strategy. 4. Arrange for data migration and data cleanup. 5. Develop a strong change management plan. 6. Test, test, test. 7. Plan your cutover and go-live strategy.

DIVE DEEPER IN THE VIDEO BELOW.

[embed]https://youtu.be/QiyS-X5fIiw?si=_ZzKUFiXcHuluaEK[/embed]

NEXT STEPS

By starting your preparation today with these considerations in mind, you can ensure a smooth and successful migration to S/4HANA.

Click here to continue the conversation.

Rachel Collins rachel@foundergiver.com 7274342236 General Inquiry I noticed Bull City Talent Group connects enterprises with expert global IT staffing for SAP and AI solutions We can bring you more enterprise companies in need of expert technology talent through our services this month. Let's have a quick chat :) 0cAFcWeA4AZMelBfVvIgJLULWRy7Eh5VajerOAT2jxEvWCXNEf11Re0yvElkW3K2oCdz6_ABimk46otRrayl4YbJKTGzhfMO2OkHxWpmaW6AaRMurEBnmoROAJ1alOeTSrkiXcx-L-P38IQrh1hQSstGOVmNCEPGy9hRA6ShJsHBUNZngap2r0bhZ5LNQrp_tb8ymFtddJ1M0uCzALNLDa70ZT_CHUsGo9xL1W0qbsZ95Fimxze6vNORtwI67NQMiI8aegzkyK_jQtXeeu-a9JNJO7y4hOFZEDD0fg7QBbUA72Qo9J1Byiiy-7MBy7RIyNEFbxH7HkF9c8UzfbPw9Wbc1xFgVl7r8gp3v9M_xlcDGWiOnWAAn21yZkC9op1jLZTh8KqrTCxALYkdRYX4OZw42gX7mDR1yYyvTohAhzA4490cgBrW-WELlZVNIpdo3guxnkUGnWFUwupNNa4qc2AlZ1OfPVLPesbGXn0VxDcSrlUWowKlnxlbraTYZlEgvIgqWhWnv2nvj5iqrcaJa5oQdMBjyxZJQhjGKig2d6v_mwIcFwwhBFbs-_igaiLon9Fyb4jpFj8bXxSSW7tnKt5li9Nt253rQhzcSi_Yj_p9ZBQZbl-Tf0uTq9cj5OcxVWzDR3nSPc67vu3TpXsYk7wr-bQWz98_XJK_tKXexb0YuFxTTGZrygR6ReD_tvX2CSmBdF4Zb-W3JQCNLpaF6M2648ZiuNng3mNZCncPgk8_8seRbSAfvHOk9uNS4eLL9PgWekEWf-qL0U1qzbI40uHGaTX-nxtbzlNpp6puhRH4uT6-0gc15Fdan3N2PBtkBbV_CDIIWFyDDCEcYj_zXS3AkV-G1q96V9Sovyz3FqSl_6i54nQxOB6u3CWSvckYc5Ah6fkWFI23xJ9v8EAPVraqn5kwEhyI47k5Br5G9VaX3_bEIPwj3tXaF37wd3t905iKqT3UoGWXE2Kh0_TDHTK7DndWt7Mgx1RseanSIMo_zlSXKSBJRpjRGEbgjnqlw8CGjKcBm-WygK5U9ZcGimNskaKwd-2erDfXxAeA2cHTcHvdz0eKZJH-_Lcw1lV1sZ0gIhcYY09ukUgvLiLY62n-2WyB1vhyW2uW6qgkWmJilEv3bwHdzHuhWD95J_n7gQVqnDbXQw6xTuP7VJxLYb5RY9nv4fgv5NFE7a11W0A6r19LyevQjD-8DRIcgR65K73tMVP6aS6IoC_HCmZkubgr4KCt8er_lWmJX7DJF3t-usGiHq07L3bxcVzFoQSP_JkAK_EzpzKOO-4sKVydavqexA_tBKH1KI6FZBeODXIhbN9KsX5rPIlM0ZLCIPaEjYoC9UZG0JHfTi776KYIlDUrxWCaw35tVnx9MYOzQBduzp7EunVHbnlqhwU00VdmDHNl7zf9e5OLKnydSx6Dncoy1JcH_bb-S6A2wIVVUwzYkUSFNinjOezFup6Utfd0XCU0WniirJ5TjAyVjgbW5WUxe4VlVG7zqTIDQ2rXkTTFLoUG23sx-HgpL8J7pTp4LxSzoMc6WkKkJxow4x4rIdFydKEpI3HnH2Z-sGSHX_SQdp3psrVSdhPWlrEHAU5XlhrY7-8HnoNqDXbRedDJAvOQXfASFhkggKS-iHa-YRX0BOlQKJXRGNfPVQIFDaNkoRJtJhle_hq5FMXvfDq-tat2N3skFLmrb6eiWPk8U45l-5EN-SRQsKeaIy8l19hxBy750-SRfgAmfci5zoMI5wz3ekYNJMChtU5-JdJ8dREP4yfz8NuoAJdlt0Ft3DBvHTumCKG1OQx0s0fT5d6Q7SNne7XMbwb-BATWzDcutM50ynaNB8O2ageIymPNUtXbGNoW6cBQCsozWvtassew8hZQe2bW_IeJC8WL6WcxNxCcSDUN-SdRNDZbnojogLzhAPWIuQltbgoCv7 490 45.131.193.248 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/143.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 21, 2026 8:14 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rachel Collins rachel@foundergiver.com 7274342236 General Inquiry I noticed Bull City Talent Group connects enterprises with expert global IT staffing for SAP and AI solutions We can bring you more enterprise companies in need of expert technology talent through our services this month. Let's have a quick chat :) 0cAFcWeA6J9nkB235vSbKnsDktKM6fHbKDxwEtRa4J2kalIbEyo9hdXUOfcuTXg39a_miQ28Adl8CwniyCaP4sETMF6n3noDhZJQrpsmDFAMgBHxbRkYlQNyUbt2z7wZG1YJ5yMVRqn7rbwqRuxgdj2N7iixOAyUZkZ7KxLB8N4Na7uVIoMOB7no6oPiLBm6Ywt46YkAgsjSM6PV08riyuX6XleGO18MzMoWou92R8eZE2Ce-ce617Gl2IrTD_zruAos1xJ5XCX2xJuTP10Kc8P6q-dRZRpk0sXdttIU5HbeGCCx3QP7VRq3MrvyLs6VziWlVcLh49hx_6LKO7IIhraVAk7cHqFvwIQw_jC5oS1Y8iVxLVf6F0Cbpf50Biro7BGfqQ0ps4PlwWp9Qf0oCVeGLEjuryZUCCuBTEOfZYmKYRtjlEV-wxWavYPx95iMc4omFPIm4dpgAdwsPrawOAsIdWHgSlCpGiQQNxH6SEEjSi9Lym9o2VS7q-Kp-d1J139H3Leuz3K9ISrTeL6zYfrubYgrKQCLSGcUPixWf9z2SSjpAqx2guwgfXF814FZROIYyJz7XrMInASqNVoKCZYihAXmYkwE_RUDvtjo1V4SKjYufbUJYUwejK_ci0_w_KmPeAikBUnpk59Hn4IF7ttcFLXqaqoba6RYSIXkrljKXbPiWewPE365v_E2Hl-GkvmagfyIbC73VNuFviJfu1DaQ-aJUXG2tfNj3Vc0l4C4djVTWmC4EeKA4aoFINJhbmdf9Bt9dgXkDcT9yDH8XfTcxltOq-6mtnfk-GvI7x5VqDLqpW-VJGcWT9v-4W5BxV0kZqPiUFdsA4NalL8hUgUUiU8If5ATJWQx7vdsau-vFmn3KKEaYzu96Ij8Cm1Q8umYgdc0B5F4F7P-nD-rRsll8NZ4ouXgTeJFct3F8o0-1qhfHn5u6Tyjuo0IyLDNQvW7Tzpm3qdpLzkuLoT2L0ZjNnrj4DwiEcQU02lIQk8qCm2iJyTGYxpUw-bLxL-cus2R8-y4cxrxEi7KJnnc8TOq5ibGVVt8PBrvATpjF3sCUnY3gdcRYa60YEbSUtxpcpCfH35GCOi9eGcmqzQaqvmNk3z1BCVYVc22uSfEkpuSZvPcUUQVzoxG4fZh_lwYzePsBRK6NLlcsGe9XJgThjh925mepu8Q069g1wJxMt7EZrbwxaCTAlGKFZyAJGWzMIAogl8YQwHiGOyB1VDeo3D6DN6jAN1KtKcp0JdoUt_vSq2hInMH7w2SLzpT7uf_xjGcGdLYmBKJeDiYLEPbn7OU2I0wlU_tpR2ozMZRyOCE2M8gfvx4SLsSl-1sndobhvKzTcYbD2DTuVPahvC_xx19LkKd6SSuZCY3jasairWnzWV97-HSQw-liAfL6zQDBl0DHMPDPjFgdFELR6TMkNFvb9yVmQybYqGG_0wB-SPeWso5a1WsYGAqhYxtD3Xgd8AKZNxCCJ2eczfRawtIljiK53NiRoiIUbNzgwf3llSeT6eyZqfDMrkKOTTk7VGjEGozuqlqbh7ZfMCXTDo7DqLKuLVOkMiSGF004SZSOfDuhWl1dnMPxTkWsYtqT3OhD_ebBdNtMc0VkN2NU02AjFyKDm86gNVWWbcJeVrCNKl-DknM_WOEFtEAGNXc0QPaBxmX7A8gUqyFr_vrO5rjMdq-Ym3AUMU2-DGveQ6HveEriHSNTVig20zhP64U_4yaE4GrxRXTOtlZlsubLBzSnCZI71h4V_twaisFcNyr5FPnstuzXf3WKC3adBleLBEVlbckPNzIr-ze5iQgneCjyEA9DKtWVT3RonLmHsRFBXZEEr9cKXcD_B-VTxdQcvCBrXkx1TImUO8HbwJvLcABcdy6SrZrDnMcuoTML9ESm-GSMsz4l9mMSBmmU 491 45.131.193.246 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/143.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 21, 2026 8:15 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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In 2026, the staffing industry must continue to balance shifts in economic conditions, technological advancements, and employee needs. Employers remain tasked with managing costs while continuing to find specialized talent, particularly across technical and IT roles, while technology continues to accelerate these changes, with AI tools becoming increasingly embedded into recruiting workflows. Skills-based hiring is also gaining momentum, challenging assumptions about credentials and future career pathways. Alongside these developments, global and hybrid workforce models are expanding as organizations look beyond domestic talent pools to maintain capacity and resilience.

KEY TAKEAWAYS

AI adoption is rising across recruiting operations, including sourcing, screening, scheduling, and communication workflows, while talent teams are increasingly leveraging AI for skills inference and predictive modeling.

Skills-first hiring is accelerating as employers seek to widen candidate pipelines and reduce constraints created by degree requirements.

Employers are redefining roles by focusing on workload expectations and collaboration norms, with the goal of reducing ambiguity and supporting sustainable performance.

Many companies are continuing to diversify their workforce strategy by adopting nearshore and offshore models.

Moving into 2026, companies must develop a strategy to address all these components and position themselves for long-term performance.

The following 2026 staffing trends outline how the industry will continue to evolve and areas of focus to develop growth strategies in the coming year.

2026 STAFFING TRENDS

Solidifying AI Integration in Recruiting

AI adoption is rising across recruiting operations, including sourcing, screening, scheduling, and communication workflows, with roughly 35-45% of companies now leveraging AI at some point in the hiring process. Though it began as experimentation around a decade ago, AI usage is now becoming an embedded infrastructure within talent acquisition, with recruiters relying on AI to manage large volumes of candidates while improving consistency across hiring stages. This shift is reinforced by cost pressures in the industry that incentivize broader AI-driven transformation. Though the initial transition to innovative AI tools requires investment, the long-term benefits are increasingly seen as essential. Organizations are turning to automation not only to improve speed, but also to manage resource constraints. Talent teams are increasingly leveraging AI for skills inference and predictive modeling as well, reducing manual review cycles and improving compatibility between candidates and roles. These tools support more informed decision making, particularly in technical positions where skill signals are complex. As the use of AI and automation becomes more common, candidates expect transparency around how these tools impact the decisions being made. This expectation raises the importance of human oversight and clear communication throughout the hiring process. In 2026, recruiters must spend more time interpreting insights as routine tasks become automated.

Growing Adoption of Skills-Based Hiring

Skills-first hiring is also accelerating as employers seek to widen candidate pipelines and reduce constraints created by degree requirements. Among employers, 83% are more likely to hire candidates without bachelor’s degrees than they were two to three years ago, and this continued shift reflects the growing recognition that credentials alone are no longer reliable indicators of job readiness, particularly in technical roles.

DOWNLOAD THE FULL TRENDS REPORT BELOW.

[wpforms id="29155"] Contributions from Hannah Yang

SAP projects are among the most resource-intensive initiatives a business undertakes. Whether implementing S/4HANA or integrating SAP’s cloud solutions, the ability to deploy the right talent at the right time is a critical factor in success. However, many organizations struggle with SAP resource management. Hiring too many permanent employees leads to inefficiency and higher costs, while relying too heavily on contract or ad hoc teams can create knowledge gaps and reduce continuity.

KEY TAKEAWAYS

Over hiring SAP talent for permanent, full-time positions “just in case” can create significant costs without delivering value.

On the flip side, under resourcing can jeopardize SAP projects; permanent teams may be stretched thin across multiple initiatives, slowing progress and increasing errors and risk.

The key to managing SAP resources effectively lies in strategic flexibility, which includes three main principles: anticipating talent demand, blending permanent and contract talent, and maintaining knowledge transfer and governance.

For leaders getting started, set yourself up for success by mapping project workstreams to specific skills, developing talent pools in advance, monitoring utilization, and planning for future skills.

Building a flexible SAP bench is about finding the optimal balance: maintaining enough internal capacity to ensure continuity while strategically leveraging contract talent to address short-term needs. As IT talent shortages persist, with just over 76% of IT employers struggling to find talent, resource flexibility becomes essential.

THE RISKS OF OVER HIRING

Over hiring SAP talent for permanent, full-time positions “just in case” can create significant costs without delivering value. Salaries, benefits, training, and retention programs add up quickly, and underutilized staff can lead to disengagement. Beyond financial implications, overstaffing can also complicate project management. Teams may lack clear ownership and accountability becomes diffused. Furthermore, in fast-moving SAP initiatives — especially cloud migrations or data-intensive rollouts — business priorities can shift quickly. Excess staff may not have the right skills for new technologies, leaving organizations carrying long-term costs for capabilities they don’t fully need.

THE CONSEQUENCES OF UNDER HIRING

On the flip side, under resourcing can jeopardize SAP projects. Permanent teams may be stretched thin across multiple initiatives, slowing progress and increasing errors and risk. Projects such as S/4HANA migrations often require specialized skills that are not always available internally, and failing to staff appropriately can lead to delays and missed business outcomes. Skill gaps in SAP have real consequences. With talent shortages expected to impact 9 out of 10 organizations’ digital initiatives, organizations could very well see delays in system upgrades, integration challenges, missed revenue goals, and longer time-to-value as common outcomes. Without flexible access to contract talent or strategic bench planning, organizations may struggle to meet deadlines or realize ROI.

BUILDING A FLEXIBLE SAP BENCH

The key to managing SAP resources effectively lies in strategic flexibility. This includes three main principles:

1. AnticipatingTalent Demand

Effective SAP bench management starts with understanding project pipelines, seasonal peaks, and skill requirements. Organizations should anticipate when/where internal staff can cover workloads vs. when/where external expertise will be necessary. For example, migration sprints or testing phases may require additional SAP consultants temporarily.

2. Blending Permanent and Contract Talent

As aforementioned, permanent staff provide continuity and institutional knowledge, while contract talent delivers specialized skills and rapid scalability. By combining both staffing approaches, organizations can maintain a lean core team while avoiding over hiring, ensuring that experts are available precisely when needed. After all, data shows that hybrid talent models are becoming standard, with “reports from the U.S. Government Accountability Office (GAO) stating that 40% of the U.S. workforce comprises contingent workers and that such workers comprise 18% of the average organization.”

3. Maintaining Knowledge Transfer and Governance

Flexible staffing only works when knowledge is captured and shared. Contract professionals should be paired with permanent employees to ensure processes, configurations, and integrations are documented. This reduces reliance on external talent over the long term and preserves institutional memory.

ADDITIONAL CONSIDERATIONS

For IT leaders and decision-makers, building a flexible SAP bench requires intentional planning. Consider the following:

Map Project Workstreams to Skills

Identify which tasks require permanent employees versus specialized contractors. For example, governance and change management may remain internal, while data migration or cloud integration leverage contractors.

Develop Talent Pools in Advance

Maintain relationships with SAP consultants and staffing firms to quickly scale up for new projects, avoiding last-minute scrambling.

Monitor Utilization

Track workloads and project progress to adjust bench size proactively. Underused staff indicate potential over hiring, while bottlenecks highlight areas where contractors or temporary resources may be needed.

Plan for Future Skills

Anticipate emerging SAP capabilities such as AI/automation and BTP development, ensuring access to both permanent staff willing to upskill and contract experts with niche experience.

FINAL THOUGHTS

When building a flexible SAP bench, the solution lies in strategic resource management: forecast demand, blend permanent and contract talent, and prioritize knowledge transfer. This approach enables organizations to scale SAP capabilities efficiently, optimize costs, ensure success across initiatives, maximize agility, and maintain continuity, all while reducing the risk of over- or under-staffing.

Click here to continue the conversation. 

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In this case study, explore how our client built internal NetSuite expertise with support from BCTG to further improve operational efficiency. A global leader in shared micromobility, this San Francisco–based company operates a fleet of electric scooters and e-bikes across more than 250 cities in over 30 countries. Founded in 2017, the organization focuses on providing sustainable, app-based urban transport for short trips and last-mile connectivity. After achieving several consecutive years of growth and recently reaching profitability, the company sought to further improve operational efficiency by optimizing its financial systems. To support its expanding presence in North America and Europe, the client implemented NetSuite as its core ERP platform and began shifting toward greater internal ownership of system management and development with support from BCTG. BCTG assembled a team of NetSuite specialists with deep expertise across Finance and Supply Chain to help the client scale and optimize its ERP environment. The team included a NetSuite Finance Architect, NetSuite Finance Developer, and NetSuite Supply Chain Developer, focused on process automation, system customization and configuration, object-oriented programming, and integration with COUPA. The engagement initially spanned a five-month contract period, but due to the success and evolving project needs, our resources were extended to six months and beyond. Finding resources that could dedicate themselves to a single client while bringing both accounting knowledge and startup/modern-tech experience presented a challenge, but our team successfully matched these requirements, enabling the client to maximize NetSuite’s capabilities and build internal NetSuite expertise for long-term growth.

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Max Kichikov max@dmhoop.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprises with global IT experts for staffing and consulting. We can increase your total number of sales per quarter by 20%+ through our services Let's have a quick chat :) 0cAFcWeA4DyD-zGfPaAlPO82NeiQicLT2Yzf9OzUxazuCR0wYcLm3b0p8vjwUxSP4N2ZKL1NTehp7P2qovBKHXoh6aoNFAMb5XTsdVCSJ_R3n8B45H-xWZMPDt6Odl2l0WytHDJQK67gRRpqx1ooLFMi_1DFlGUibAbjFQkgrqR_DXMvKzsKol8aEU0vOiWsVBIf2i1RTiOYzUU-NUCQhOuvqp5wWKYTKTE9BD8j3U4h6tKy4CMGQt_TxvR7J27GHW5QwWviZglNiaSCcTtT39NUVJP4YymZuR-mfHq01-FeVm-qY9xEZ_q9pv2J3XQLBl09a8FAeFZyZYrAl1hi0RXdmS4FXKJxHpMtnobFrIwNuaXdcmkbBh9h_1UGRSTo5zKOiIiOm5g6cnyc596u6_-HZ53UNwy47AYA2cNFg9jegYkDdmN3V41_Ae_MYCOcWNwZ38_rH_s9EkxRokKlxrFzzNVkShLIOu3j7kULSS9c4o-Gs3JZ5QtS8eVtWlpBYmLFBDjLdHni-0bn0WAap8DwvPO4XEyjRUqgq_EdpON9hqErycJZ3U1-dIoAbh2ogSCikLImz0e1jZPRxpdd7eT4WojDcz4caNHhGcoMGZD9w4Sk6r0-f5GN6Z88ydDmg-WOJXC3p5vmHLMmk7CZRUjB4AxyL1js6D88EzckR9kgjaSSHIlM8nzeCmrgXY5rTPao_BasCDzSyJ4Qe1ujY8WNhgbpumtf8dKaRDvjX-GCjnfY8PNXr_F9aV7Nq71j6nHcLu6NRqim491k1xvSdwTM7JfaakFuyO4FSAnpO1i_Slj3MNxtopgfF0MkIqN2l3xdloxJ_CnyH7qsoMkV_Lr0dS1uPEjDUQd0N3k83iJfrzs_HdO37nK-F6032k5XBmxJZ6PgVMjCx4qia2JBvGrSTtM9th09EUHOfxOo5Am_JL3E4VBXzba_tVO3Us3g7Fog15DJey3OC8skxZ9VRiE-pxNPMaXS8BGVDhQZNqueClvdlrOqYTMMiMHGFkaYx19E75U_sdDck_zWXIZOOcYIbglegx4XmEbmW9LMY0QFh2rc0ZnFxlILhelz3ayFb3un-5Rk2n4DOXDNzrxndcL1JZUDN_NwkgXzVXYLggc1RrMTncohRhE3dXEaHkO-7kc-1IVnUhQTy2cin5KG4stjrqPR-wytziekVX3MLsv7bmonAAWhff6K_EZsYD4fKfvu5CsFIJkaNR-UBTa-sa3D_E38DAtFDQD7OMA5MOG2F4L88LeipJ_3MpPhn2yciXBPltwVOtQ8QeoGo-0q_PIMD_kVJ14Vuv161_2q8J3rL0BEf9-kxq6txuLV60s7KAqGRHuL__ZXLQi3j0iNR1RbXzr_TNgcmG7uIBCZlP5oOzbC7kPN3sUUqymhFmSCirrZFY8MYi8fldE7AoE9pwmeFMg8xa3sY29QFFEWHJcr3gDlp-144TP8FGjqgnF2FEGs1fYnTvgKvpu3-UVwtQ7G4qlCXtEVSfO1qHF0F3098c97cvngVPqHSrrlEjV2Gori0YMZPwKL4r2o2cRMC7hUu8co25YdutY7AWIgIk8oOBST3qn9SV6tNCbTXCGS378jx4qn-ZQrHUhrkZpwFeQmIRt5SSWMgI5iljj33dH-SCKbPUGqOnSLqx_2hT1wOheTiojeepbWSuY8LCfTlMAGlTeGHCkJdWkHXdkdi4mbHccFgF4kJmi6aMBqltWxlMw5qmsvZRFoh7nQqfQHXaWV8z8cZGPoEGzs1rOvPzbSG0N1XpFGFdpCnFXeRu3oGdW4kAiUnxaG_j6FFNclnaXFRjgxaHHyb8Ef4zua85l-BkwakzyW_tLFlKlQ4tTM2NxrwNvhj21bYklAiaZ9qI71uNJlJJLMzOKYjETL_XyyomU63ZWS5e2caC8Z4T9kYfOWVfM5LIfp50jqkwgwECAC4zHJH329jvmw 492 142.111.152.60 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 30, 2026 2:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Max Kichikov max@dmhoop.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprises with global IT experts for staffing and consulting. We can increase your total number of sales per quarter by 20%+ through our services Let's have a quick chat :) 0cAFcWeA7z-8ml3oUsTVIBwyChYsOK4sSOjnqIaUCmCRYHN3PVEuqrrSs78vaWOE1C9GPNzxFJ7G9syDp2W7GCXCrzl_yJcEYuP-TckVleL13qOdnpzYzdusPwGhBCUG16rNNQelP00rhQmRCF-nwvZNvrywwRBzzRJNjl826EXpQ4WPdbG_VQuFy_9PK08GbBcPodFOIuXZFd3fFuc638TeTcAQTP4iqb9fyJCFin7FvlqDL7vQHpL1BxOX-1_DWti3MvP4dgGYDd31hLRo5d3h9hzLznUB6iAtYYqzTjQHPx8bqEtl0jKgjSXi1VnPaCPSP8MTUH0UtBSlBaehaR2AzxmFK_KtxkYad7IzWfH3RW8JUjhT1WfLDBYKbAFVNDeLYu8Eo8hQtJbRVDu89Ug-eaHnh0bLQIoTT7tv6BJJn0R5zAqD6Mr8cqLdq6OLdqd1KGpleTVLrav43ar7DbIgcjs1wV7CHX_F2lF8X7X-3NwmtejZvbRTlFFEhTIdEAJPqHbSZJCC4WUawXQKYnYtXx6oN8ZmeoeKj9-Lm68lJgmfmEMkgyVNWUeB9wbs-tezydZLwDrqwctpw3JIYeBhWo-ZzLPIqaSQwBW7DubkmrPepM4V5-QRDF7knWc9ou8ovTSFJbuihDVstQv0ah1TnxvSUJpWfJ3JlU1fmMxSjs5JI-K1ySUJGJI31heowVAbzaByYKDBl0dYg4VC-8RE5Av6HTTlF-fOSR5kDOYJp1LW13tYPfCRW8PeGh563Yq7c6XN2Gc2q-5ZyH77SQV3BdpHF621ml77ndU0-JNXA_4hy301ZFQWVl8Pr3ugz95EScEJ8yLSrAatsJxuIRCKDU--IHxaRPXXgInE2DS-iosL9--siZ7_d7sTfyoUTnxClKYU-jllvZvalexR5NvWO5A54qHpzLFdG4NklP7G6AQ7y1ugDYfr-ZxETsH9pRzsRlr6wN4fI9iQlpb0Iw-NfWwvm8Fs-x2k3OpK0wZgl8LcOV4Gv9fivQYa8bTBoE-6VFlJl4lgxeM7lIYjQdJqKeyvZMnChmBfwxxd2Zk0f8o6j8-4O8uGnaNqesXwpayJ-KTQciEkeQYxl2ICrsHNSU13fX195R-Ts6x3MLqZ0UnmqX5tyyTsfcGWdBp6j3DZ5lfy0GB-9JACNYoNQTOS5BTEHVf4mfhdd9I7GYgPbV2vuBPFJbZQab7LhAzH9EizZwgFFmM4ovZFPH3Cb0aCRHh-NuOAXyZ-1JIxA8y5_VYFWIknbR_lZrVDAI-QfYbKlNXptvUsXV3QYNuDSGNniCvyNGKJFODanFrVgsvxf-jKrEFVPP_f08mf7n6e2Jvvrj0Pjcz7_3jflIvDsx4qK0xyAuiMa6rLN6kd3ioVGPFic0ApObAM-Pm0gj5gqqZM4R1hdj68Sb72cOGYizjnvRWD7YB1kDNhBN3dUlkgtm_YKfW5oaV89ykQchRpTrz5obikvlo3Qhbs-c2aajb6PQDvnhYIj9TPi3nWjb1LL_GHYrSwlI8OQ9kTOmdQLkkn1sd8KXgydHtGRz1WZaqRkyD3NLOisvLLoiTpM4UDUaFLlcDoDlng2oqxak3e75Tp4YYEhQVefUMj7-pjaliX5E4or2DodX7o9-eegeOerutHXSE2U6esQ4FSZsuTR68Kj81pp5SgqgRmhNDxGKx2wmt4a9xAmKmbqKgx_8A3nMf49E9eyXBUmOd5KRJJtsCEvsLkMA0w1m9uUhXGZ7KfqE2PuWMAUUfUL8pcxD-1mdGHP_S7hoAPU4QDHyU5wHE1LKv63dmnTk2SlU--3nyilw-ju6L6V0R7FlcEBQgLJxlnT4qXRenSFSUpCAmMEa6T8v6jo1GPN2_ipgSWViAVNNyjNpoZp3BfFT0DEn8jZUFzLXJvAFsgI4hx1u3I__A2wAjDiObl7x 493 155.2.215.87 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 30, 2026 2:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Max Kichikov max@dmhoop.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprises with global IT experts for staffing and consulting. We can increase your total number of sales per quarter by 20%+ through our services Let's have a quick chat :) 0cAFcWeA68joZ_q0QfrsY-W0PcgiUBKH40kWElhUbzDT5eCqWbWiz3hV8j8LhMRvcvPvvlHfLx3XNe7XQP7YjeJi-XW49RCk1guWTeXVYVFLWt6IBLxcb1nQrNZeeG0rQ8jqomIqWMw2EliVrFU_3j8uBc4H87SwrCMvlHbcpzItboIfRTSBJiELFAuds5onJx9AujirvuZa61m1m1Y_7mdJH750L9OwUUp0NXbizq998IzUcHNSzqHZleSwHRRvIwr5CqbMFwlHVG47o0auB4aFr3wkD18Y5ia1Ydhwu_-1Ssv0VRKfUG4DWIGgICXR0UB6syxKTwJw5T8govBQ7XyAvCTHrlKOYrQUBkTjILK71iPsSzEHLhYToTpGnn2jxjRGyJnF4lhoY3p4M6IUzQSqWaTahvNGbDbxZi6RO-I4gGw-ewpHlr34VJzIIyIh2PVilOcjjHOrGx53YRGTqsQns1hWioCJCr3j18klHPJdqaQOfK-BUeRzf8v4knZkQefltf553i7X4FIcNkeNbWZe0EE4P-qWWoHMnZuRrcEmVjia-Djt-UhWza4w3haCPVcl_Q-jGuTRihRgTv7u_Cp_EjrRqqC8i3fjNt3XdXEzQJFbsZs6iB-qOgA0fCgfh_vG2SO_wvC_dElAwmKAvkqlDA1oA-wIO5SRWd_LqkWiS3ZUToCkFHsHgJJZvoPGFhy9JkDCSo2JtXwGJThYt4ohx-HFoqnSFqZufn1j_8_1ueAiUA-XviRRZD9yBxDeRwvUn6UdWwiYbKjCo99u-Gp5_FAkEEPJGNl1NdwcAnvhESJs_RdJhFHQuQnFR-NMG-2XeEDjnM8ToGOXiyipTA5ZLsaOCbsNBnc9ym2511UwBdpCaKBDJmfg00PVPtIA0VfG6Tjh4JF2bE0X_LpnhWSgSwKx1HMTObrTro6NPkzNac4sn0spkTJ-5lWhCysX8y3sSeOF_HjjAmAtuPDP_T6WPPYX8kQo6o495q6prXaxy2gXECMHCPyJ0CD8UtPUaovnm9hgZsZZsTCS8RnxqmTZglEV62g53pBSdSiYw5jSZTg8gpK6TzzH6K4OuC2Mtqp5oZQe9QGW8cM-1IeIoNb1IhjKsIpMNo5xhDoZpS-K1xheBmNu_-Kvc2J2wDtwspdpe4eUXxMrzce5t86zUHEMSM3toNugggu2bsBwpxN4W86TzXrRDkaB6NxYIxu6NGEz3O_I42_cYq-EsYZ8xBYb-K-AOFFsELrj6OHc030UvnZeF3uLopzd43uQwhUQ9B35l3Qmebvc9FwnplXMFqjkj8atVphomXLISwc6H-5TC3khtQGWzDAiYVlPbmQ8Wi6-F9-nOMDzTsrxJG2TI4zjlJSlY2vu9CfHFT-Q8DWOO0AP_OY2KBQ6ug8vCrBHfWrVhEzVhvQul3ZvwbJdI6k_pv0EJP5SxnIiFFhcVTgqHG-9gsYeMDrQU8kF8IwWFSrHJP315YJEnx5wVa6UWOMT1fdnPV1z6TdPnpho3LrVq4m2uYnY4MUf27LYQG1waP2EwDJNTbyQjts6IoHuysLN-TQNoLere51tBtV1fwqqzN08D5dnIN4yuFj6w6ZLfAPMGd_AXqVvvydvqPxMILA19h0P3DHhz9nnus91WAN7feJ4hZmXR1SuV0FYtm20wr1RVwKCYi7_RNNYxe_JNesYiF-jiWhubARxf9-84xmwO0bn0MU49pCy0 494 45.194.88.4 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ January 30, 2026 3:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

In an SAP ecosystem where cloud solutions and advanced analytics are redefining enterprise operations, some may question whether certifications still hold value. After all, practical experience is invaluable, and software platforms change quickly. Yet data and industry trends indicate that SAP certifications remain a critical benchmark of expertise, both for consultants looking to differentiate themselves and for clients seeking to staff projects with confidence.

KEY TAKEAWAYS

SAP certifications remain a critical differentiator for consultants and a benchmark of competence for clients when staffing SAP projects.

Certified professionals bring validated skills and offer a tangible signal of credibility in a competitive market.

With rapid technological evolution, certifications ensure teams are up-to-date on cloud, analytics, automation, and integration capabilities.

Certifications are also a reliable hiring and contracting filter, which is especially important when engaging external consultants or contract talent.

According to an SAP user group survey, over 70% of enterprises consider SAP certifications an important factor when evaluating potential hires or contractors, and organizations with higher levels of certified staff consistently report faster project delivery and smoother adoption of SAP innovations. With this in mind, we break down the value of SAP certifications in 2026, and a few certifications we deem particularly valuable, below:

THE VALUE OF SAP CERTIFICATIONS

Credibility

Certifications offer a tangible signal of credibility in a competitive market, demonstrating that the professional has mastered key concepts, understands the platform’s intricacies, and can apply knowledge in real-world projects. As SAP continues to expand its cloud offerings — from S/4HANA Cloud to SAP Business Technology Platform (BTP) — certifications also highlight a consultant’s ability to keep pace with new and evolving technologies. Organizations often rely on these credentials when making staffing decisions. Hiring certified professionals reduces risk, as certified team members are more likely to anticipate common pitfalls and follow best practices. In high-stakes projects like S/4HANA migrations, having certified staff can mean the difference between on-time success and costly delays.

Keeping Skills Current

SAP is constantly evolving, with frequent updates to cloud modules, analytics tools, AI services, and integration capabilities. Certifications help ensure that professionals are keeping pace with these changes. For example, a consultant certified in S/4HANA Cloud in 2026 will have demonstrated knowledge of the latest features and cloud deployment considerations, providing reassurance to clients that the team can deliver results efficiently. This dynamic landscape makes certifications particularly valuable in niche or emerging areas. Roles in SAP BTP development, automation, analytics, and AI require skills that may not yet be common in the talent market. Certified professionals in these areas not only bring verified expertise but also reduce the learning curve for internal teams, accelerating time-to-value for organizations.

Project Outcomes

Evidence shows that certified SAP teams tend to achieve better project outcomes. For instance, a study by SAP found that certified S/4HANA consultants contributed to 15% faster deployment times compared with teams without certification, largely due to their ability to configure solutions correctly and anticipate potential integration challenges. For clients, certifications are also a reliable hiring and contracting filter. They signal that a professional has passed rigorous testing and is prepared to work according to SAP best practices with deep platform knowledge. This becomes especially important when engaging external consultants or contract talent for high-stakes initiatives.

CERTIFICATIONS TO CONSIDER

For consultants, pursuing certification related to “hot” topics, like the cloud or AI, can distinguish them in a crowded market. Contract professionals, in particular, can leverage certifications to demonstrate value immediately on client projects, making them more attractive for short-term engagements.

Consultants and clients alike should keep these certifications in mind (to name a few):

SAP S/4HANA Financial Accounting (FICO): Validates expertise in modern financial operations, including real-time financial reporting, automated close processes, multi-currency ledgers, and compliance under S/4HANA.

SAP S/4HANA Sourcing & Procurement (MM/SCM): Demonstrates ability to optimize procurement and supply chain processes, from supplier management and purchase workflows to analytics-driven cost control.

SAP S/4HANA Sales & Distribution (SD): Proves skills in managing order-to-cash cycles, complex pricing, real-time ATP checks, and integration with logistics/ finance.

SAP S/4HANA Embedded Analytics: Confirms skills related to analytics and embedded reporting for real-time insights.

SAP Business Technology Platform (BTP): Showcases capability to build integrations and extensions on SAP’s cloud platform.

SAP Basis / System Administration: Proves foundational system and technical administration skills.

SAP ABAP Developer / Technical Consultant: Demonstrates development and customization skills within SAP environments.

SAP Fiori UX / Development: Validates user experience design and front-end skills to build intuitive SAP applications.

FINAL THOUGHTS

The value of SAP certifications in 2026 is apparent. For consultants, certifications expand opportunities and demonstrate your readiness to tackle complex projects, and for clients, certified professionals provide confidence that projects will be delivered efficiently and accurately, with maximum business impact. As SAP continues to innovate, certifications provide a reliable benchmark for ensuring talent aligns with organizational goals. In both hiring and staffing decisions, investing in certified SAP professionals is a strategic move that pays dividends in long-term value.

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Jay Dadhaniya jaydadhaniya@yahoo.com 7143056781 Finding a New Position Hi there, I’m responding back to Kyle’s Linked In message but he’s not responding back so I figured I’d try here. Please have him see my messages. 0cAFcWeA4LxUaf6Vls8AWYlM3HTUZWnP3QtYywcJIGCb0uuAOjt9-GqsuEtwMwzaJko3uU9PCXkKLdIHhWOdM_zw0KU8DYsW5mRrzj7MEsdpBgGS7Hrp5hHbWEmVKSrqOQmM9qYs1MDhvlxtwTCZnO4V4QkG37uJWYtzwboqhd0dqE7poxiSifev641MNulBciKK3hwxqh-urodezVhx8W8jhOfbYLE6euJhKL5zdD8NpInFzTDhKQDACQMNwUgb2L_pRfC9t9nv6AgjwrDlTjZikkRUUYq9ozY4nbF_ErAHRUzSMP_TTzAApPmdt2alNm6axJIlAzX9vFUXTKgag06owCsLXy07hm1NxdJDkhYckxlFqZ3XflwGKoSk2DVuhXaKMMERePczV-WOPe3sEdqbqwiiKVCHF5ht9PStj0jb0tUkaLlI3gIVhAkwByfqSG9rvR4sC6r1Xf6ZWvKeRSXfeBCI1Ln0Qzwz7VwGUqeF-8ahqroJ7XL_rBnWX-nIzltSRmLjQVnqN64_Q_m8-ZkAiCEbmjAQyxMwa_uI-xbsfpFjdnc_1rcJ3OcTgWv8xHngC2Z65zjGvRw2zZXO_cQf4qCv6jn_eU8UnNG10nr8A4EyjYPqrjgst58SrUs6AnRwaS2ruZFcqWQnoOQlbcu1NZ-Bv8QiG9XoMWrOYEz09fROkXmhzI69ZA3YJOjErW_D30AuBlOhTm70uMdJJRo3TMOWySmk7Uu6rs_3-_hOy4p6OifejGJzWos9ByxE0ctgy_WABR-XRC540D5gljjt17d3KkVEwJeZ9rbotJM4PGOIDHV_FFK6O0ab3VknoKl6JRJHomualNpxWBcQqxKmo4Gc9o65x3HdEQ2C-onkKLEIOfSn_uR-VE9IJAsmYReMEdtCZPD5LGlxvudqPUJO43GPbvfM0KRWIhLtXL88veN059nMmO3AajWlnNTXV788aTsCErMZX9WbClhTgW6_unCLh30D9ohDZsnKvyWkFSurdojONTeZ1QX4aWTksLwox70gAYpiZtC9KwXIRVlGKfAyRLyXupczCOVIPdE3v1lTFH1KrE9IkWI3BIcv97aXsIQqgl5p1p3vvpuB0V1hQk7C1Zv02KnXoPsNDUEZZtCytFJZ3huqwN9q_k_iMGYHk1ZXRvefrzS8m0IVUEulb3CUv6UZzh-B1fuzBgHV8mFaTEqZ04Ssbtkyp7YJbZMptryHKDW_ogBMGW0unFy9d04wscu5JTX_k59_QggKouGks6mj5dK07-9BTLkGXzbNLvthwoC7V_6XoApm3CgarNIO7dB56s5edlH7_4dXIvni_o0d7ISZxmdSAKWgUuMscrECk2KnxFLIsyY5vgYFsiRi0f_bgDAHrMrHQUyai-y8aCvWcBlZhCRqmHUzUG1dWRGXdpZQpm0BjsRkTbAg_aT6b561YHbslvKFrE34xo0SDQdkvxARnXJM_YTsVLc4-5FqsJNbLh7gxqOQtlwMdhSBdInAUplLGEePTTdjGtIWpP4cmiMorPwsy0AicnJBR2DUIIqfh--fB8jvJGfyhFLePwsShZlzqhZF22EAh8jHLe7c8Vp4pfGy6jP4Wu2XGDaWzdwIkjmyuw6oLsXv_Z3pqEg6RsPa0WwYNWrVRamAKBp9BqakQIcGh3OmS1mksdWETRDiIjBJ3jCmDVEgyhWeLXrucwi196jQRWRYvgNbczq9TPnOxhpR9zdc2E2-AnSfZkdwJtxbr_ugXsCm19CT59DUOpKgDMnTuOPI2UBNcz49Der4OtYNUN3148lrF863Zk38IX 495 23.242.34.239 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/26.2 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ February 1, 2026 11:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Jay Dadhaniya jaydadhaniya@yahoo.com 7143056781 General Inquiry Hi there, I’m responding back to Kyle’s Linked In message but he’s not responding back so I figured I’d try here. Please have him see my messages. 0cAFcWeA6NZxOz4tlOke4Ow0cuPJRnR_E3yYQn7NVRCx0KKQ0hRDN9tFetni0KTECyucL29Oc4ukNnSxtQ0LSEI9UlfA1utmSJd9WosFDSgRnqJdjgNtAcUb32pVYVE8QoyBW4CVmsFG6apuWVOZPSwZn4sRA_kKtETYLtBtPoRIqcBdt3rTbhlZwFMRLh1WPNQ9lpbde2NI0vtC9X-PcgKAdCHQsMMrKvuE7-dVZ30Zyu-Wyb8DuqqI8Puc_hOfvx88KqGpwuijQH3hc47KOXRgYQcOY_VpJmWd0sjele5x6OUeycXml-jL_-Gi1Xkc4Znp84VsOKGL3KkazxMuGp1Afwt_TLq7E-c_BfelhvjvTKTuuZ9IHusyra7hQKF5QszYPr1Uq9NDONU8vHonCJ66MXs-KWMBYg3WFGuDvx9Zbe664TKbDSvgAh2mrBU-Fozf0N34EkM8tzzBwXm54mcx6ED6XZDdTVdKPCxAri0Aov1HHQyUOimTgUlYJbAWWzF9CZQbrCp6ytQCGc3T4ikD1yUt6fmb12w6lsTXVVJUoyeQaBQ5bwU8aSDLYHP3dk_9KbwOtBzTZef-jWUnGGdX1zDb2Mp600nIs1W4IHSO1Q5FUV5OT2K19p1SKWCxKb8SljdjYn3mFVx-3IIU1WhyJAoIRyyvPmATQqplQYiB75KFRROhPpDxp1bcHrMz_1nFYJ7PgxSU2UU4uMOhD1QS51fZ84JI1r7YuJC5NIibqHw2RPreLzNQe8jnFrWFUwdgrfx4X6Rrq0WDplNr4Id6kqCzkX2_knuuivN9pt8zEf2ozyJyGTqbAe6R7M9eNCIF89n__3WhZgwqJ3I9OkwqSvwNoqHRYylge7hWJBcGtnyrE1iCmAIHEdSg37ylUM645SROmjAa-IIVF1b6UwB_nAjcfnSZOajYeq6247w-Av-MMUmZJ6tmWCGv_GT6R5h6aSzY5avcq__zbZlCcDzoNJYreqDbcJL0TytodVop4-p0LDNzjh87cirbZM14017c1uJdWA9fGCJK_4cQRjd4wKxsLj3H-k-TzniCwqoMPklAYuQNRv6Se08UMiImBEiwwb5Rg9CmQKvCXUw2x8ktzyoAEwTZs1xUFTxN-5WCDZFg22DF9BoTRMU2i3OH5-gulfeShrJQd78gE1-nG0vNQ5fJ2WMmREt-oqn4TA1gutCZZA3m-2-wGuZ99KAtmfHHCquUYxY8VecXsXj8ICSsm7e-IqokF6EiBi4qjaOS17GH9pBsSDnbSQ_gChdQBxSJHdiDPFdSj21v0QcVn9jksgsGtQ4F-yl6DgOlw_bgm4rFnnAPAo0a_IXyLWAyt0PW46nvDNvdnvoG6zca_sSJOwOQxDaT4rereFgPt4N7-Pxsyd875lseSvoBezGrSj8ZHf04HlnYFvwGpe9pGpZFJ1SBxBwWIfC3MWVIbH8vqWsNHu1Qk2IORu9KLwz3XBgs5ysuEiEgfaAeyEoLtYnABbtv7FY7s7NWXkWlqhfWAis9HOxZeIocFTXrHD9vekfABzwcUYllHRLGIEK-ADhedFoaEu7i9FCCSKUE4x1ggZ_TCsD2k8ZwlCPo_TDSiWQxqyuBE_zVzHCG9Vy8MoKcY53RVHbDRgGr2VpfQrDKE94uhY98GFg7GkKi__oCh2-t3_hk7XrVD_UO6WZEUUgneS6GnSN92gMSCTQUfaq80Lisp9asCNA1cHaQMs-enHmGuD8tu_7VuZNqaLJmVh-4RGVF0x6vQ_pPYdpp7fkKr7cEqiFIJQbDMBU6eh4xhvAgemR7WbmCWTt-JotyljGXr8eqc9FvP-k77eO_NT7Zd6YJiB2VGZh1d4B9am1mQt1fxPXFwPgu8vCFB4KSGXduFfBE0Rj_URpo8eZ-Z19riJJba_RhZZqXOsxTXCY_M7Sm2wsE6HJ2bzOePJvRswJN04_nzQ7PEf3T_KLTfLhr21ZLMO4yFnHo4t3XqO0jxHpiOgJsTbuXWgSC2FhoMICrxw6z5SKCWz3h_NqHVIIk1BUIp4s2J_D_tdTN2s1AkF6YaHE_Wjk3tIeyHFQKY4J0twYroAOZtNjetmXjcOrCiCcPJFpm6SjCUzQOTNcmraCtW1D5NC0u5GxcmeArLReoj0wqWGARafcLIBQLhcD0K486TjjJGx7ZdnZl1vlAZu0QDz0_Nn0wQHfLD0efcMD7XLFkvEPbP1KCI_NqvMZNisqURy3k_oVyt-cArXPN8kAwT-Y7knnmtoPoaibqxs3Jord0ajCv9UFWGOPTYOJx8nfQ6ddBn0PkzTSz0-nrx6EwtI2KSnyBWZsbieAlrRMrKxC4OlyHFDAw 496 23.242.34.239 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/26.2 Mobile/15E148 Safari/604.1 https://bullcitytalent.com/contact-us/ February 1, 2026 11:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Positioned as the extension layer for SAP S/4HANA and other SAP solutions, SAP Business Technology Platform (BTP) promises agility and integration, yet many organizations discover that simply “standing up” BTP does not automatically translate into value. The difference between a successful SAP BTP implementation and an underwhelming one lies in how intentionally the platform is designed and adopted.

KEY TAKEAWAYS

SAP BTP implementations should begin by anchoring BTP to a small set of strategic objectives.

SAP BTP plays a central role in enabling a clean-core strategy, but only if it is implemented with discipline.

Successful organizations define a lightweight but effective governance model before scaling BTP usage.

SAP BTP is an ongoing capability and treating it as such requires an operating model that defines how the platform is supported and continuously improved.

Organizations should start with foundational BTP capabilities before layering on advanced capabilities.

BTP is becoming a core part of modernization efforts rather than a fringe add-on, with a 2025 ASUG survey finding that around 55% of U.S. SAP customers have adopted BTP, 73% of whom are leveraging it as part of their S/4HANA transformation strategy. Effective SAP BTP implementations treat the platform not as a technical add-on, but as a strategic capability. Organizations that succeed do so by aligning BTP to business outcomes and building the right operating model to scale innovation over time. We break down five SAP BTP implementation best practices to keep in mind before getting started:

SAP BTP IMPLEMENTATION BEST PRACTICES

Start with Clear Business Outcomes

One of the most common missteps in an SAP implementation is starting with disconnected use cases rather than enterprise priorities. While BTP offers powerful services, deploying them opportunistically can quickly lead to fragmentation. Best-in-class implementations begin by anchoring BTP to a small set of strategic objectives. These might include accelerating S/4HANA clean-core adoption, improving cross-system integration, enabling faster analytics, or supporting line-of-business innovation without modifying SAP standard code. Framing BTP around outcomes ensures architectural decisions are intentional and helps stakeholders understand why the platform matters. This outcome-driven approach also simplifies prioritization. Instead of debating which service to enable first, teams can evaluate how each capability contributes to measurable business value.

Design for a Clean Core from Day One

SAP BTP plays a central role in enabling a clean-core strategy, but only if it is implemented with discipline. Organizations migrating to or already running S/4HANA often struggle with the temptation to rebuild customizations in the cloud. Without guardrails, BTP can become a new home for technical debt rather than a vehicle for modernization. A best practice is to clearly define which types of logic belong in S/4HANA vs. in BTP. Core transactional processes should remain standardized in S/4HANA, while extensions—such as user experience enhancements and side-by-side applications—are routed through BTP. Establishing these principles early prevents rework and protects the long-term upgradeability of the SAP landscape. Just as important is documenting these decisions. A shared extension and integration strategy gives development teams clarity and reduces architectural drift as BTP adoption grows.

Establish Governance Early

Successful organizations define a lightweight but effective governance model before scaling BTP usage. This includes standards for subaccount design, entitlement management, security roles, naming conventions, and lifecycle management. Cost transparency is particularly critical, as BTP’s consumption-based pricing can surprise teams that are unaccustomed to platform-as-a-service (PaaS) economics. By addressing governance early, organizations can enable teams to move faster with confidence. Developers spend less time navigating ambiguity, and leaders gain visibility into how the platform is being used and where value is being created.

Build an Operating Model

SAP BTP is an ongoing capability and treating it as such requires an operating model that defines how the platform is supported and continuously improved. High-performing organizations establish a BTP center of enablement or platform team responsible for setting standards, onboarding new use cases, and sharing reusable assets. This team does not own every development effort, but acts as a multiplier, providing guidance and expertise that accelerates delivery across the enterprise. Equally important is investing in skills. SAP BTP spans multiple disciplines, including integration, security, application development, and analytics. Training both IT and business-facing teams ensures the platform is not bottlenecked by a small group of specialists and helps unlock broader innovation.

Adopt Incrementally, but with a Scalable Vision

While it is tempting to “turn everything on,” successful SAP BTP implementations are iterative. Organizations often start with foundational capabilities—such as Integration Suite or identity and access management—before layering on extensions or advanced analytics. The key is to adopt incrementally without losing sight of the long-term architecture. Early design decisions should anticipate future growth, whether that involves additional regions or new SAP solutions. A scalable foundation avoids costly rework and allows BTP to evolve alongside the business.

TURNING BEST PRACTICES INTO LASTING ADVANTAGE

When implemented thoughtfully, SAP BTP enables cleaner cores and closer alignment between business needs and technology delivery. After all, case examples show up to 50% reductions in runtime costs and 30% shorter process times when integration workloads are migrated to BTP. Organizations that realize these benefits do so by grounding BTP in business outcomes, while investing in the people and processes required to sustain the platform’s success.

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The traditional view of staffing as a back-office administrative task is rapidly fading. Today, staffing strategy is a core component of delivery risk management itself, and organizations that fail to rethink IT talent models find themselves in a familiar and costly dilemma: projects delayed, expectations unmet, and budgets overrun. But firms that proactively design staffing models aligned with IT delivery risk tolerance and business outcomes are significantly more resilient.

KEY TAKEAWAYS

When your IT team lacks the right mix of skills or stability, it increases delivery risk in measurable ways.

Rather than viewing staffing strategy as a static headcount exercise, leading organizations now treat it as a dynamic, strategic lever.

Hybrid staffing is ideal when core teams maintain institutional knowledge, and contingent talent provides short-term capacity for peak work or specialized needs.

SOW models shift some delivery risk to the provider and align incentives around results rather than inputs.

Managed talent or staff augmentation arrangements provide an established delivery pod that integrates more smoothly with your internal teams.

The staffing choices you make — whether full-time employees, contingent contractors, managed teams, or hybrid models — fundamentally influence the speed and quality of IT product delivery.

THE STAFFING LANDSCAPE

The current staffing market reflects the high stakes around talent strategy. The U.S. IT staffing market alone is projected to reach an estimated $156.2 billion by 2032, a clear signal that enterprises are continuing to invest in flexible, delivery-ready talent structures. But, despite this growth, many organizations still struggle to fill specialized roles. When your IT team lacks the right mix of skills or stability, it increases delivery risk in measurable ways, from slower cycle times to rework and lower morale. Smart staffing models help organizations manage these risks proactively.

RETHINKING TRADITIONAL STAFFING

The legacy approach to staffing or hiring full-time employees for every eventual need may have worked in a less competitive talent environment. But in today’s climate, where digital transformations rarely slow, this model exposes enterprises to both cost and delivery risk. Time-to-hire delays can slow down critical phases of a project, creating bottlenecks that ripple through delivery timelines, while rigid workforce structures limit adaptability when priorities shift mid-project. Above all, skill gaps emerge when teams lack niche expertise for modern initiatives such as Cloud or AI. Rather than viewing staffing strategy as a static headcount exercise, leading organizations now treat it as a dynamic, strategic lever that balances long-term capability with flexible execution capacity.

SMARTER MODELS FOR REDUCING IT DELIVERY RISK

Here are three staffing models to consider and how each can reduce specific delivery risks when designed thoughtfully:

Hybrid Models (Permanent + Contingent Talent)

Hybrid staffing blends the stability of internal full-time employees with the flexibility of contract or project-based talent. This model is ideal when core teams maintain institutional knowledge, and contingent talent provides short-term capacity for peak work or specialized needs. Because the enterprise can scale up or down rapidly without the overhead of full-time hiring, delivery risk tied to workforce bottlenecks is significantly reduced. In fact, the broader gig economy is expected to be worth USD $674.13 billion in 2026, underscoring the demand for adaptable staffing strategies.

Outcome-Based and Statement-of-Work (SOW) Models

In this model, organizations engage staffing partners or external teams under an outcomes-based agreement rather than pure time-and-materials. This shifts some delivery risk to the provider and aligns incentives around results rather than inputs. Agencies and consultancies increasingly adopt this approach, bundling talent with delivery accountability. A recent market report indicates that while “temporary and contract engagements accounted for 63.15% of the IT staffing market size in 2025, Statement-of-Work deals are advancing at an 11.10% CAGR.”

Managed Talent and Staff Augmentation

Rather than placing individual contractors, this approach brings teams with embedded processes and collaboration frameworks. Managed talent or staff augmentation arrangements provide an established delivery pod that integrates more smoothly with your internal teams. This reduces onboarding time and improves knowledge transfer, mitigating the risk of misalignment between organizational expectations and contractor outputs.

RISK-AWARE STAFFING PRINCIPLES

To maximize delivery resilience, staffing decisions should be guided by risk-aware principles. Not all initiatives carry the same level of exposure; for example, core system upgrades and customer-facing digital products demand deeper bench strength and built-in risk buffers. Aligning staffing models with delivery risk profiles ensures that critical work is supported by the right mix of experience and capacity, rather than relying on uniform staffing approaches that leave high-stakes programs vulnerable. Equally important is matching skill depth to delivery complexity. Underestimating the expertise required for complex initiatives is a common source of execution risk. Project-based staffing enables targeted infusions of specialized capability precisely when and where they are needed. This reduces the risk of capability gaps while avoiding the inefficiencies of maintaining scarce skills on the bench indefinitely. Finally, as Brooks’s Law cautions, adding people too late in a project often slows it further due to onboarding friction and communication overhead. Risk-aware staffing resists reactive over-hiring and instead emphasizes flexible workforce models that can adapt. By embedding flexibility into workforce planning, organizations can accelerate delivery without sacrificing stability or team cohesion.

FINAL THOUGHTS

Managing IT delivery risk is no longer a function solely of governance frameworks or project management methodologies. It’s a people strategy deeply rooted in how organizations source, develop, organize, and integrate talent. As the staffing landscape continues to evolve, the firms that stay ahead will be the ones that not only adapt their staffing models but also own them as a competitive advantage.

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Luis Enrique Bernal Zarate lebz.sap@gmail.com +17866281810 Finding a New Position Hello Bull City Talent team, I am reaching out because I am actively pursuing my next SAP S/4HANA Finance opportunity. I am a senior SAP Finance leader with 23+ years of experience and 27+ full-cycle implementations and global rollouts across Mexico, the US, LATAM, Europe, Africa, and Asia. My core strength is SAP S/4HANA Finance end-to-end delivery under SAP Activate, from Fit-to-Standard and solution design through build, testing, cutover, and hypercare. I specialize in Record-to-Report and close transformation, FI/CO, data migration and reconciliation, cross-functional integration (SD/MM/PP), and Group Reporting consolidation design. I also bring hands-on experience in master data governance topics (Business Partner, GL structures, cost center and profit center groups), plus strong stakeholder management with CFO organizations. Work authorization: I do not require sponsorship. I can work under my TN visa eligibility when the role is structured appropriately, and I can support W2 engagement. I am Mexico-based and open to remote roles, with occasional travel if needed. If you have roles aligned to SAP S/4HANA Finance leadership, RTR, data migration/readiness, Intercompany, Group Reporting, or Product Costing, I would welcome a brief call to discuss fit and timing. Thank you, Luis Enrique Bernal Zarate Email: lebz.sap@gmail.com LinkedIn: www.linkedin.com/in/luisebernal 0cAFcWeA7Xlhoo4bWV72415Ck9kbwrg2ayxDq7TRdWuag9ANMfQnRJo3_yyJJXCzpLYdQSX9ApGXObcdKomeFaGVZv3O7FZmxbYDmpGmrTo_8-xBR6xKZntHQzMl5Vn200mt6uePKxsTQpZ_aJA7vA8gK4DSsISsxhzNLaBQHR_Nfn_dw5EsMCRiUmuOkoEsePyq9DQv3H2X52oNnt5B67X2DUd-XmI6_sV0t3fyUM2XTDcjy9_1Ts3PxfSzF8zDdU-16sfngioOm93u7r01YtWpm5Bj8WQRiBDl-6FfhuEyCg3dN6V0h02DxEsnyWO9JlmOdRKIBA8f0YB8fnu7lMA9F2QVVUb6piV9B-hrrlthVJ1m7OA5KLwXG5Rj4tc_QRTjiAPqB25M80am_jgVyai2LbSaPwV6AJ_H5iL-lIsv9XTDbuh0GP_Aj73Z4Mj22czx-kURG66aXs8vYlvPLQMY_2h-Bu2q3-O59g6PkQEmMiFr9xih-Fo1zxt9lLqk4yL3IibInchOnkBVIRszgzV0BqZRESfXn2rxuRy_IdizY0F4PtvrCIeSCmU3tCU3xzInvIMClRxwDXUn5svyr45NdWMGPjf0dBAUakZO9VeXToqESDcU5qIFx6UdsRSXxOa-8IJiYvWjWisJwVzDTtf1tKdB5CR7YFkLaA_Kxj6_dHBWTHS1foKnnkESGZNq1RL1hU0pAiY2GwOcOj4m3JFI6YKEKA0xxe-uGtyLWK2Waj3FMHxZEhvuTnWwG-61cfnM6LnLokyhpwLhcH9h6aD3f1zWdAvTqt__ZxrU5Xtqcc37foIUazlIQdNt4cX8-h0wIZwA-ykIFJywSbUSYujLiRur3pns7vlHpwUrpLAd92QHLvdqz0NYxZ91AjHp1N5J2RJ_kiz6DWSTLCp3aMe8JieE9IZWa_4xw2ZKszBGop5Ks7uX6k_UkIloZ95pbAlFuBKCSTtdXUFKElmlpXHi6vO9iPDliIK5N7eolnGtOvjEd13GyFyHT7UqqeVTFVcdoTFGMmuryvxYHCPj1Y65vgj8P3y9RNkNjGLS94bqKDges8_EpgSqiaYhuGMp0S3sthXpL7V8pk1WtlAY62a91HdPgGU5y-KIQloCb1orPZblu11G7CiksLx0wo3nPHnqD4Tp3ztHRHrkYEq3v4ZQ9TnMS1NfGDtU7cTqI7wIQN-nhUO97IxfyW9sU6zzK1FsXNmDOhQ5CfCu_KJqoCEb7coR12KVp0vFL_WST6tOVqFQQdJ8XlxEK5jruk4fc6o-VmADA243ICk5Pfj38J0IB6Md1-4yHwEKr1mJY2Ck3OVQBuVPF0UZcPZWpoNEavC4hr02jnOBgZtu1yoSNGJHwFIXue1RIgZpHfmP6UvuBNSpg6yMQBldBN-2bdxV6DAKLVMUDCu8rNnqWoNsSt4IjNkir02mMFc2fDBAyDtXN01UjsZhkkmqBqD8-Uka1jv_bKu7uC2cqZPkiVZz1BJrv-_rrfRFd05jyy-_qQSYpqpvzNYXvnV_uLUllitVsOweM4bbq-wabrA55Wm-3_F5l_uRbQ_URDknDmB3Tl5BiYV6OUkvUdEpjXVxdxvYUXdzSSBzfQbu22rQoVOZxdceybMpdYDJAPmkKW68AVMFtYGtRt5de8ZRRfTA_tCmtohVBbYkmtRqNPcSkJwzOzRTKY8-datDhm9_MpLKS4vvXXZA2TFgDtZwow8FyRaZQNNgpv1_7bQMmKtW117H2LUcp6oIoDf6XMXSTiLi1x7GZyaXU2Ghg6ZzM-4Oaj36hMHuqQVsfg4sUKr4i_HjCs95HAPxfBvRxLNDfuoTa1DPoaXG1sWOJQdB9IplIrXbuVmbclnf2kmHRz 498 192.145.119.189 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 4, 2026 4:57 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Luis Enrique Bernal Zarate lebz.sap@gmail.com +17866281810 Finding a New Position Hello Bull City Talent team, I am reaching out because I am actively pursuing my next SAP S/4HANA Finance opportunity. I am a senior SAP Finance leader with 23+ years of experience and 27+ full-cycle implementations and global rollouts across Mexico, the US, LATAM, Europe, Africa, and Asia. My core strength is SAP S/4HANA Finance end-to-end delivery under SAP Activate, from Fit-to-Standard and solution design through build, testing, cutover, and hypercare. I specialize in Record-to-Report and close transformation, FI/CO, data migration and reconciliation, cross-functional integration (SD/MM/PP), and Group Reporting consolidation design. I also bring hands-on experience in master data governance topics (Business Partner, GL structures, cost center and profit center groups), plus strong stakeholder management with CFO organizations. Work authorization: I do not require sponsorship. I can work under my TN visa eligibility when the role is structured appropriately, and I can support W2 engagement. I am Mexico-based and open to remote roles, with occasional travel if needed. If you have roles aligned to SAP S/4HANA Finance leadership, RTR, data migration/readiness, Intercompany, Group Reporting, or Product Costing, I would welcome a brief call to discuss fit and timing. Thank you, Luis Enrique Bernal Zarate Email: lebz.sap@gmail.com LinkedIn: www.linkedin.com/in/luisebernal 0cAFcWeA5Blnrb8QlLKvAVQBhDauONaUSU-8FZ-_KS4W_FvicSMLKQidHl5opD-R6lAnuqERDzKE3ElpZP8jTmC9oIS4LAWNyyh2vyEm20BqBkTlZbRsADumC0vu2qVgDmMgDDlbcRjl3tzo0aRPI_4lOlSOQTnFrpeCkypCpICbfFEDIX0LmCqTgiP3GdQSBm2u6OiYTKAVNgsqkzPXHFovBKh_bi1RsOEwpPVWM22HSU2QEIUZHAW3M5J2y7Znq5VwSHTHNavA4NoIQorRIRbAW9p3476bJImKgnehVh6RCmGcBW6OPnDR8G1vBEPTEPgHTmRSUe062X3UWe4NR7g_Qg5DkqMS2V5Ryn0nrKobjQsMrujfSu1ArbuDblz1kbGxWAj4CTq-TemrqYr6E4LaOqjfWmc1iayAGvxe1yjcKG9LmdTv5gchL37m2xKk0IyFmH9oixLN6YodAJgBeCCfXkApsC4k-B2lr8aJ6Bb__H4ellvme-a7lY8ubxiiOTQgU9C_MwnHVtF8Ehjhh9ELK99I5-y7xxrVa-xGc9-PHlStBCHLGRcPVOieVAdXrqmERNYwEvMwhP5XMiLQ8dxssCwZ8tBGE8_l7a4_A8bUNfEfWLFcjhrj024VFzxqaLLb4IlwSRsIYGC5RXvqFikBA6nMVqik1eUwM6vxw2MswOL8h-nUuqX6LbDVhCuNntm5fpVdd8G_teimKe561VfZGL9re1y5GdVV2IUmYDfrMGMrBPwBZcgcBo0TLEHtv5VLod8g_Jiodnz3L2DIebIt2hUoqk6p6U7mFb8P-E6hbDs4ON8NiPp5VYTvPESmih06jyhnKg_1njloOxlAZrBdYyNQTfmFmD0si5gsORjocKm7cvr_kydSF98fMF00NmIeWXKlZyOGoPcePzDeVMO84lojEcH9j8nGT7NeHeSu-53bP8OMXau8iUYEOpr7X8XpPL3LyXde2HzdaiFnCeIbJpwU_P70pUg9ZCHaD969lCJ3V60c3LI7l_vcWDXPdwjoghWLeqvR0h3x_-jlnlV5jqI0rb9DkdFlB9GTnzm8Hb7xZuRcy21BwZTpGyNOz2KA3H-x4MtvUk0_L52AsKtZXen7P3gKjEoYp9UDGQ4t35hE6Zw4Ybajdi5-d4MxdjsiieABO6WiD6EgQc7DkxWVGjK2iJD7NUzC8Amx3MLgacmXzGis7YXO-WCyJon2rI44QfM0oJonHsVOBoNQZ3xObAnQQNOq6jFqxWHE9h1tU5U56KHctM7T13OH6AopfcMgvcdUkx6RsUJGDI6rzBZfmpoTeGbkN3Ib9pUb3DMJvX_vDiHqjRMeNbKqfqbvnQ66Kl3L94z0mdZTLr5mY534ZetRGkrxu6viUfKJus8MWIOn0GTR3LV3ROeVPOcIlh-dN6JzWHF-qwy8jZ63DqrAsSIi6Bf_HVUFEZyOHMFZz5dhnhlh0cksRbad0cmubMkKbO5cgo0c-MBVJ1ZJvpa7r2hq7RhLhqfEVtmVoUnfRxACtS8A3oFWA8aT7qha4QW8hTlNJEC2ONiaDlc63mPw6r06Ih34UVJmvRHwptXccN0e2RuGcgWaznHwEbKbtZlESyIjDzpnTMAh-utpwJu7xG1eKZswEUivDiewwGzAo-5E_GcxguS75eF7Zu49-ilkK8dYmI8topXblZqwYuJWuHi4i06NQceVj9HesmgTR2fhjvbtm9L9I_x6PmUiUgw5sbPX-Kp-PqocKDIfoRkTxk_7Qtr3lkCXoqxpYN89176O-zQZZX1LJJUC_OgeZNZvIGhTB9Xzrogn_KTbQYkUvzPAVuxa36NPTN-eHeO0TRH6EMTsQ0eyUYoxjdj9c1f1t98t3Lc6mxqvgDIJ85pzlWEPbiGfNGVa1hUh9JA1N4i5fIM9gmea7z0NDjDglQlDMYCpPjyCoKElGBKMEhMVvcnJUL4Uh_Iu8MBWwSpkkW_4n-_5TADe0bd90WJq-squnYvheeXIuJpy19wTwaEVg1K0IjlkGZcsEoeo6OvLVhR7O-lR6VqC24kPF43MpKxXSKA-wLK_cfPm5-XOZswgSk0izf673VJYNRufQFAlZptGrnXrHjfRpfkEbnzJr1PbPut3VqfWongM7_lX5KwsoBcmdGg6aVKwFcfcTtL-gJ_HVsaqtBWz29XDeKGWVkmFvEngaUPqjGMbGYBCmE0PIQvEVvEtSb6vAtf6xdwtCKFmXhPBD_akw16Dic6TCbZklm3UVDTqVan9QZm--i1cIl2OUUjvQ1VpN3pgOQlQjmfyraSbXSyBRq2LaguaiKROYvx-sBNDuVjn9fIsi706z-wPDczX4wy1DrMDAaTwMuNqoCi2wF2Zo 499 192.145.119.189 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 4, 2026 4:57 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Luis Enrique Bernal Zarate lebz.sap@gmail.com +17866281810 Finding a New Position Hello Bull City Talent team, I am reaching out because I am actively pursuing my next SAP S/4HANA Finance opportunity. I am a senior SAP Finance leader with 23+ years of experience and 27+ full-cycle implementations and global rollouts across Mexico, the US, LATAM, Europe, Africa, and Asia. My core strength is SAP S/4HANA Finance end-to-end delivery under SAP Activate, from Fit-to-Standard and solution design through build, testing, cutover, and hypercare. I specialize in Record-to-Report and close transformation, FI/CO, data migration and reconciliation, cross-functional integration (SD/MM/PP), and Group Reporting consolidation design. I also bring hands-on experience in master data governance topics (Business Partner, GL structures, cost center and profit center groups), plus strong stakeholder management with CFO organizations. Work authorization: I do not require sponsorship. I can work under my TN visa eligibility when the role is structured appropriately, and I can support W2 engagement. I am Mexico-based and open to remote roles, with occasional travel if needed. If you have roles aligned to SAP S/4HANA Finance leadership, RTR, data migration/readiness, Intercompany, Group Reporting, or Product Costing, I would welcome a brief call to discuss fit and timing. Thank you, Luis Enrique Bernal Zarate Email: lebz.sap@gmail.com LinkedIn: www.linkedin.com/in/luisebernal 0cAFcWeA4pgrPXWNNIrxACPqqPqRvAxCAtp3UVVhQEDTVF_N2nnqBp1p0nl7x592SzdSbmpBlIWdcz6M4c22bbd_iPHiQmEZV7tz9W-qxw-lCzf_ns4XRw2ICMiyjPVITJfuMVLvzbgGM7oxuTOkh-3iXv9N5KNoJ7Rg8gW99YG_ntyCGDkQlRxLe-KnVogjSNkC1pX4s4mC9-Oyhz-6R6hrTmlYmvJUz7MrTBZVri8UneZMM6Ui_B-X6H7FqragqBLz-1PF9dzPyWbM8SweC4TdT28xnq6X9ev6LOnllFSjGqb95k52CczS99qPEfzqlDFwXNHfEwL9paI65X7bCDCHpmTiUYub3_bsr1_1Im9xLGzpWQloAk0NcToXxy4d5AzZPV2c8W5JDbkg3ufY-_TAId5l68iL-q9TUVG_GT-9ZnL6TOwlNmROuXlCVMBepXvKRpXIYt50evZcPffHqFVOS2yGLjbhmO7of3kQxy-sIMYDWyhH37cQHm2uka1XSJ9stfrIpdxZoPG1aFWt9YkQz_Rq1az6_fva6BShSCi8axtGZRtIgBpjus6sWEOpPwqcEju5h7wnT1taQ6A1wkpABomC2WQ19TEeYSIoVBELsiaBia35We5wNLZSGqpedncs5ERgLuiwotLcjROwXiLw0JcfrDUK4CUR1ocF3kmh9JRJCrzcrVqLQ9-6cm1herMwAFM5qWQtHA_c34Qd6lakFFes1fsAq0RWdOcXHJqGsLk7aiz2TkmB4A1t0kxMb-Wi5zD1JYZQFngWoj40bOYZq5a3LIxwOjHCgnFK_nDQ9U-OnMqm6Hcgas_BNyL117VCtRgYRytOkjlV1vSnyzraVxLqcQb9F4P4G09BSXHK-kzibPWkCU5V-i66Oax8w7qKvuo2INb66aSp8d1Ayts6sP4aYwsSahkOt-XGfrdzdWN2A9-Ua9-z4TijnI5Y34cBSLUfwd0W_rvVLzTzt0ervf_wMClrIrtC_vvMj75LcFyKaBtq7y_0fQUobmPxDbLYNlj7XWuyuum0KMWikIGy6fVmbfVn33OCwpRP6gdKh4dAzfVoRK8W14YvjPVuUVXisHHLushyGxqPduBt-GBruLoQcsXd-tXVb6NTkh06u44EgKI5IUv6dtAM7zU7l23Cg5LTgCMCabXBF--UDGMEf0gmT1Ox14RQt6TNjSHa4X_sO-atnl46ZHu4sns7LuKuN3r3RhC5ZQ0fvU4I1ah9ba7o6DHRUfnMqclh-mGYFOGQmY5FadjOIIgAzckYmN4DNomnw5KiFmEfADrFTtzAr8svqIITn7ldK2vVWiaR9rrmVQkbQuPu08ZoANu0ekR8uguLCJP8lbP0o4XXEC9pQ6yeadgz8uudgkTvJ5A1n962ScqDB7OWbn_G3xyauSEiz6KR-cuDdeKCtXT-i4ZN-98QBikKKU4jT0mqUd5t2zw9USyE615ue7bvQx9O2DkFnKwX-ve4eh_nOzV5PhDa4UlEi7unXPCTOuGpksJ2Zoioqrnsi9Lk2GjOJ98R01vXI3OhyTJOQATGBaoiWrloyo5cUMqnDPbL2mikVMqrnGPfKgfL2tdydxV7zRNx-nOe89tFWrTK9Tw0vha-jfAKpp2Dhvj1M-FlaofgI7PDO6zFJNZc1Li3SCf8oPAbKSFW7PVaTHgsjhYX_x5gemorqqZAaf_ADKjcnMRT5tNSaSuVy-ZRz6G8hmDZGCf-JnuRZ_CWDpPpg76DzvO3BogZizpcEQKeUZMr0GvnqWnE-utJS0Aqtsi87KItt1dQTXKCrFuwiyOoDDZDZCcM0yj2JQU7o3PJbR2Rb4jIIBbarx1QWyFM3XWEm7Nx5jNZ17xJ24IgKfxMwxKQhzDYwtQh8oup7Li1ebIu4tI0ml028CNkvUiXrU9ljyVtJngX5MIAXbUHPxVQ7lCFjHVji8UcxVTc6_05u_2h0DWe7iLGYI2Nxk0N-2rspsz7mbLXZzncvWxpDQ1CtmduJ_ov7IPZxYiKlDcBIeaEskEzEmwysTqu2_G_RdZGOiQhEG_qRxJ1T4uLws8OPo6TDBKLwS_5WxcGJgUm4_HM9T9M3r7tK9skVWZzzaMhh4tqvXVzb7B7OG7YDFavW8u3eYSqXOl9SGkxzJJPA7W6YhYsRGckM1Z1vGVwhAou9D6xtAZ-JAAdGxkH1Wk824UIsry-ueNTdA0WM6isD8FlAYY60tCv1Nf5zGBL5OLQWMhqTmc7rtHHygcnXYUKBc0HS99ycAz-D9GMoS6aqAUi1zxBaJTfwLHnsjBw8_vKfQ6TwPXVMtnhStDkrLGlzRzkpAcYpd6btmTRYnTssXFr5MUEodDnuObUEH-0cgFY6D_yXS1wEOY5QOUpE1aEHd9VIs99JbwXolNfqnq6OpPRja9qtMlNErJBBh5mIk9EY 500 192.145.119.189 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 4, 2026 4:59 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As 2025 came to an end, the demand for SAP talent was intensifying. With many organizations beginning their migration to SAP S/4HANA or launching new SAP initiatives, their need for skilled SAP professionals accelerated significantly. Candidates that could support S/4HANA migration, SAP BTP development, and AI integration in particular were in high demand. This momentum is carrying into 2026; demand for these roles is going to continue as organizations seek to benefit from digital transformations and explore pathways for further innovation.

Key Takeaways

SAP demand in 2026 is cloud-first and AI- and data-driven, with a strong focus on extensibility and integration.

The continued push to SAP S/4HANA is a major talent driver as the ECC support deadline approaches.

Clean-core principles are no longer optional, and clean core architects help preserve long-term stability.

Organizations are prioritizing SAP professionals who can combine AI knowledge with functional expertise.

BTP developers are needed to maintain scalable SAP environments.

Data engineers and data scientists are becoming key to supporting reliable data flow between SAP and non-SAP systems.

In the coming year, SAP ecosystems will continue to shift toward a cloud-first, AI-enabled, and data-driven operating model. This transition places emphasis on S/4HANA Cloud, SAP Business Technology Platform (BTP), and SAP Business Data Cloud, as well as embedded AI capabilities like Joule, all while reinforcing clean-core principles and scalable growth. As a result, SAP demand in 2026 is more about end-to-end transformation capability, requiring talent with skills related to these areas. With this in mind, here are some in-demand SAP roles in 2026:

What SAP Roles in 2026 are Standing Out?

S/4HANA Migration Specialists

As SAP’s 2027 deadline for ECC mainstream support nears, S/4HANA migration specialists remain among the most critical SAP roles in 2026. According to recent research, 40% of SAP customers have yet to move to S/4HANA, and for those planning to take the jump, these specialists are critical to ensuring a smooth transition. Furthermore, many organizations are seeking S/4HANA migration specialists with expertise related to cloud migrations (public and/or private), as well as system integration and AI-enabled process optimization experience. S/4HANA specialists who combine functional experience and UI/UX skills are especially valuable as well, as organizations look to extract measurable business value. Beyond technical conversion, this role focuses on business transformation. S/4HANA specialists with experience and insight into how to leverage this technology for improved business processes will be particularly beneficial to organizations looking to make the most out of their SAP system, especially as S/4HANA becomes the go-to platform for future SAP ERP investments.

Clean Core Architects

In addition to migration specialists, the transition to S/4HANA, often coupled with BTP, increases the need for clean core architects - during and after transition. The Clean Core, as defined by SAP, refers to “a set of guiding principles that support continuous business transformation by designing agile, innovative and efficient ERP systems.” Clean core architects enforce these principles by clearly defining when and where to incorporate standard SAP operations versus custom enhancements. These architects also know how to maximize standard capabilities and limit customizations to instances where there is clear business value, and when enhancements are necessary, clean core architects know how to build them without altering the core of the ERP. For organizations implementing SAP ERP, clean core architects help reduce upgrade risk and preserve the system’s long-term stability. In 2026, with cloud upgrades and innovation on the rise, this role is essential for keeping SAP landscapes agile and scalable.

AI-Literate Experts

With AI becoming increasingly embedded directly into SAP, it increases the need for AI-literate talent. In 2026, 50% of organizations are increasing their demand for SAP professionals with AI skills, reflecting the broader shift toward AI-driven business operations. This change, however, requires more than technical experience with AI; organizations need SAP professionals who understand both business processes and AI capabilities to bridge the gap between technical tools and business outcomes. Candidates who can effectively translate AI outputs into clear, business insights will be especially valuable for helping businesses get the most out of their investment. Moreover, AI-literate SAP professionals will be critical for developing usable insights to support faster decision-making. As a result, organizations will increasingly prioritize SAP professionals who can combine AI knowledge with functional expertise to ensure their SAP investments deliver clear business value.

BTP Developers

SAP BTP serves as the primary innovation layer on top of S/4HANA, enabling organizations to extend and customize their ERP without affecting the core. With 36% of SAP professionals prioritizing SAP BTP and AI skills in 2025, we are seeing a rising trend in demand heading into 2026. The role of BTP developers is growing rapidly as enterprises adopt cloud and hybrid SAP landscapes and look to innovate without modifying the core of the ERP system. Their primary responsibilities include building integrations, extensions, and automations that connect SAP with non-SAP systems and support business needs. Alongside clean core architects, BTP developers are central to keeping ERP systems clean while still allowing customization. With clean core principles becoming standard practice, the need for BTP expertise is growing in 2026 as organizations seek to scale and innovate their systems.

Data Engineers

Organizations are relying more heavily on real-time insights, meaning roles like data engineers and data scientists are becoming key to supporting reliable data flow between SAP and non-SAP systems. After all, the role of Data Scientist was ranked No.10 by Indeed for 2026. Data engineers leverage platforms like SAP Business Data Cloud to help centralize data, significantly improving data accessibility. Strong data foundations are a must, because without well-structured data, initiatives in growing areas like AI are unable to deliver valuable insights. As a result, organizations are placing a stronger emphasis on accurate and well-organized data. Data engineers are especially necessary for integrating SAP data with modern data platforms to enable real-time analytics and AI. With an increasing overlap between SAP expertise and advanced data skills, the role of data engineers is becoming a hybrid one. In 2026, data engineers are responsible for connecting SAP data to AI tools, laying the foundation for the development of real-time, predictive insights to support business decisions.

Looking Ahead

Entering 2026, cloud, AI, data, and SAP BTP are all priorities. For both SAP professionals and employers hiring for SAP, skills in these areas are critical for long-term success. Organizations that focus on building out their SAP teams according to these roles and skills will be best prepared in the new year.

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Contributions from Natalie Pollock

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As organizations head into 2026, many are reaching a turning point in their SAP journey. From our experience working alongside clients on their SAP initiatives, the conversation has moved away from “what’s coming” to “what needs to happen next.” The upcoming ECC end-of-maintenance deadline is forcing long-delayed decisions, while AI capabilities built directly into S/4HANA are becoming practical tools that support everyday work in meaningful ways. We’re also seeing clients rethink their data strategy, leveraging SAP Business Data Cloud (BDC) to build confidence in their analytics. SAP’s Clean Core approach is also gaining momentum as teams look to simplify their systems and avoid repeating past customization mistakes. Ongoing enhancements to SAP Integrated Business Planning (IBP) further reflect this shift to proactiveness, as planning teams push for faster, more adaptive decision-making that reflects what’s actually happening in the business.

KEY TAKEAWAYS

SAP’s commercial strategy and technology roadmap point in the same direction: moving the remaining ECC customer base forward while making S/4HANA and BTP the center of gravity for innovation.

AI is moving from something people interact with to something that quietly runs in the background of everyday operations.

SAP Business Data Cloud’s strategic partnerships are forcing businesses to rethink what their data strategy should look like moving forward.

Clean Core has become a practical guiding principle for organizations running SAP ERP, while SAP steers customers toward extension and integration patterns on BTP.

Several SAP capabilities arriving in 2026 will deliver tangible value, making planning, execution, and manufacturing more responsive and easier to manage.

From IBP Demand Sensing to AI-driven explainability features, recent updates to IBP are its reliance on traditional statistical forecasting and historical sales patterns.

From our perspective, 2026 feels less about chasing the next big SAP innovation and more about simplifying landscapes, making smarter use of existing capabilities, and realizing value from investments already made. This report outlines the 2026 SAP trends shaping the industry this year and beyond.

2026 SAP TRENDS

The ECC Deadline Nears

As SAP moves into 2026, both its commercial strategy and technology roadmap point in the same direction: moving the remaining ECC customer base forward while making S/4HANA and Business Technology Platform (BTP) the center of gravity for innovation. In 2025, many organizations were still operating large, highly customized ECC landscapes that have been stable for years but increasingly hard to evolve. We continue to see clients juggling workarounds, third-party tools, and deferred enhancements simply to keep those environments running. Even with industry estimates suggesting that roughly 60% of SAP customers remain on ECC, the tone of the conversation has changed. SAP is leaning harder into incentives, bundled offerings, and migration accelerators to address the remaining backlog and bring customers onto platforms where new capabilities (like AI-driven features and advanced analytics) are actually being delivered. Although the ECC support window has been extended, most clients recognize it as planning time rather than a true extension of the status quo. The reality is that meaningful innovation is happening almost entirely in S/4HANA and BTP, and organizations that continue to wait risk spending too much time and too many resources maintaining systems that no longer align with how SAP, or their own businesses, want to operate.

DOWNLOAD THE FULL REPORT BELOW.

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Daniel Gil Castillejo dgc@techsphereglobal.io 3019798301 Finding a New Position My Name is Daniel Gil Castillejo. I am a Fractional CIO/IT Business Partner and am interested in serving as a resource and participating as a consultant with your group. (https://www.linkedin.com/in/danielgilcastillejo ) I have previously worked on projects alongside a couple of Clarkston Consulting team members (Rick Curtis, Joe Kavka), which has been an incredible experience, and I would be interested in establishing a collaborative relationship with BCTG for current or future opportunities. Please let me know if your team is available in the coming days for an intro call to explore any collaboration opportunities. Thank you and looking forward to connecting with your team. Best regards, Daniel Gil Castillejo 0cAFcWeA4HOFIwdTrqJ24NnDCXwEt64Bv8EtQa2nrYTsIpAZSDmig3Ma4zRmGUfPN1SCee5hzZZeZVPqav2w4CnicMQh1YVkusgWvw2Qft-HjW52M7lt1eVo0AoK-dBF82XURUea8Oqk4FoC0QpLGKiQ0DxgRFAXoSQJ51pKCSiz2aSBn2LGNRd1xR57PbQdFQTeqyGNniISW4d1_DXj30o5YcmihZtp7WO5B_p-UI7gdOJSyfA92IP7Vvsf8z0rIbLc5PWtlBqLpoOtH13IL6RiInvoSyOKL2bPj5Y9wkR7nYDFMe_9CXVgFn_IuhMgj8c1FI0Gj5svggCNWExbi5rd-7Gc0T7SIiZBNNrWvHF0nIVEAt-L0GQ-SMRPyamPfBT2Z_e2fmvclN3jOEVsRsjYslgZoUsJ9s8kQefBvlR0vsNDX7fAfWlMZVSPmwa3mwweVfmQ7BF4iDemFy5AOO8MKCtM0kv0huoPGmP3I57reXW7992Q_B3Z7Uby7aYYsA_5yi8_qF-kcl4zrUbUMFclZjz6r13myPAXJ_kN4Bod0o6y3KGz2cFmDT_-kDj6vvyxJW1P59EIcYnHctEO4YoaCVpjhAwVJaWe1etyi-3knlxNnjAIo8wK3XwH3A3PfPPYnoUYkIW76qleuXRrkXa_5PbH55C5nPxcaloIWt5ZMxOoSgTgXPLLTXfcTkfeo9Xk-cNtZfgd4D6wUp1lV6Zx-YkdyAIFvjraTyvToYunLogztTAAuEzsF_jBhjRCT-jaeEaLx7UeRpF1P9Uq670fWFaKUH2vAkeDD7XSWDPxx6FTbAJw8sPCHjTn0D-tCcF_ZG2aj0Uir8oWpiZtYHeQYh2dKZehr2WqcY0UFCLpi7lRBmzUF3NB9V0AouuIS2xb3QZ1q62PfBMSAvdydqLkJG0uZAh571ty0JI7HdUtjp-x8RtEb8Fy0xLbAOfjT_hFC_enMGlcZv0vPUN3nWuyLKA5GYJAPWuhb8Z8JymiZUPFA_lOKougs3aEd2k9XWcKeiNZVlQ0VcRJaN7H7U1ZN3Z3dz1v4Ur47eX52aEHl-kh-5KXpVFY1tI9s5ODWFBqkHzAJjVZ7DvJQFYZH4k16GAsVlBipz4tNk5TkaZWX4rYekKmTQUh0HDErVg8wSpUh1BP4922e_GPKJShlygEKOahRpQTRTt4IoSFMgOzxxU_Ki0TBtQbZjP6lFMaXWJpsOHLYf4BKqV9G0wTeIXHhrAoEeSIG4Cd35KbJfeNBwvaPIa4SFTqHS7hKaeEsIy6kzO4M_ZqcvAA2k9JAxQ74TQOG7BNkhPqpiIPKBG4SUk9CuxlzITOryix6mVTAPzhTWd6T3vrS8ZumSxKdGC7JRX0C1Hn_Ia0AKIaSe8o2kcsFjRUeNQ-5q5WsL_8LYF4VUfg_dfexG1TN-WrF4EcewjR7PxCiIlL5DjW4B5xN5AZReQBfGxmNBhRpfRzkC2_mTnc-xwEnWnbiEVk2Dp0xRZFgcvRMBK8MEauoxL6ZTuW21Dwcg_mUMz10NEl7hAgu89DMuXo4PcONwsA1FzAdzb1LLXJiVSKTCb_og0M5OYkNvTjnrm-mRURqmAyNCdvjLIfD93oL3MFyyLnvEgFj-0SMmjfqTmI6JAoaECLeCBTAYx9DNQUvyKRqnIv2J3OX9-7QIr4TneFhOo-DKSfWo0ltpB1nHiuxAYO6ZANx6UCQCu5pSQ_v_HFnZ-SBAO3WqFkmgUgE5Owhhl8dsBpaY4n0-BRFiwf5RnOJjphCFjU1vZzw8b8qxmUvz3aIxFfBDEMFhm1QVd8yOs2qrsS3zuC59V3344rqFNe4-9UsYdsMAexFfn0G1IIlqtLZxGkMxLO8RqoobQ_P7lkhNgSsoUJh40dYee9jNRSWpcOsJHl69Ghkr3P8kj80CFsXUKswRyFbtDPYGcZZzj6iikYiWoNThZFyrh5R-90k4D_x4M2O1c3nJjz08qcTHbEn3q2PeBjy8WlyaKULL84P2vfYPq0PA27zAgP1iTQC3vImoRZCqVMPG5UhQQs5HfZoFr2eg5cXXgymQx1Ff91KmVcTymxrzYXrsh4kSRE2P6eJG6dKEwsa4Jngq25VUxntLttnQ3UJZyIG9 501 138.88.43.235 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 6, 2026 4:44 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Daniel Gil Castillejo dgc@techsphereglobal.io 3019798301 Finding a New Position My Name is Daniel Gil Castillejo. I am a Fractional CIO/IT Business Partner and am interested in serving as a resource and participating as a consultant with your group. (https://www.linkedin.com/in/danielgilcastillejo ) I have previously worked on projects alongside a couple of Clarkston Consulting team members (Rick Curtis, Joe Kavka), which has been an incredible experience, and I would be interested in establishing a collaborative relationship with BCTG for current or future opportunities. Please let me know if your team is available in the coming days for an intro call to explore any collaboration opportunities. Thank you and looking forward to connecting with your team. Best regards, Daniel Gil Castillejo 0cAFcWeA7bljSeXHmdEwW-E8vNXywNIHjkd4Lumut-yQs7n_a_uJIEhV3UrKjLARNEl0lQTiytZbVbdtGPJ431kSRsHWDqrshAzsAq24m12IbQEOQTxDWHaLlprWhs7_AScBCzuquxJghrNfCqSOst8lPBqhMd3ZxHhECobEmdU7CmeeUgvzol6yarr44-0xUqpPg_weedu6HRs33dvklDXKsxZQcBmRF01oSiZtNG7b-TKM00SAVpOFGTrcZVAuVxTp80Z6oGbd6fNBmKd0yCR9THm0S_Nym4hhHPdDV5TbmIN5uAuh4JMLEWUUhaC7BHhM27A4KBedUxO_XLeROI8qS-BA64BdIiRFyLTK4jkk0i1-9LYgu27XkL-8OFRH2ensyBXHdGFaUJnoTuHlKQGte-i21sov2aZn8jGvM84i-mMaZjqTIV0a93yTo-bbIh5mnDL4XJCA7Ly5MA5W65RnCcZZCJDFk1e2Wj1lC1xma3norRp7HoGAfSLbzJnBFN5DxGSaO35aKjKb1NH1VFefVNSnXlm1O-buZ2rk_lySrrkR6Wr5j7EgdTcyPxFSYmD23BxJ7J4Lus_rvfz-mM6dN4BhDjF6zKJ5VlB13z229dFVH4kf4MUxTohA41rPJC026G-4z-9vSFj-KvW3Irm7boh7hufv5Fn9cfEg07jpAlh6r47RMouvv1teSLD1Wub7_IaHQ5pQL8shDYcPuaUEqQc7EhXjp7tQ5GM6-VP2UN5Ug6XehVp6GoIuxNppFaDz4yRMMk2de0fkqDZGy99y_Wr0c4x4Fnk-uJLNzGARmvKVTIShsvLJFJOTTFfWbNU-KzgCYdL8EEJYuK3PYLme2aPgoEqmtnuwEWBUYIOzCjQxXz9aQIwjLTJJz37ojW-NrDyFTT9G2zUMYeaQyiRexAgKmft3d08up0qEuyRLXGHZKlOIg9D7ehp_oqJXQ0xDU58Jk4saK-f2YRzR47h8ck1Rkg0oDKSmnIfBuPpunhLGvZzQKwN_VQqnHTDQyVLJb8MCD4c3h0rymWSqc-jS7W0YwoKQ1gSO1OFJOjddKH8e_JCmTI7wIF3Qkg-Fc0yqwcKQGfav4CzQUd7-z7Ja0RojhzqnLGPS3NnQkwdAivuLEeeBn4PLTkd_ZM9ohimCYS0ngMcGFflu7LjzNxjBVR6r-HEXehPOf3obfZooWLg1oM-X3OTJ7o2kXxKwi4faT861A-mPDtk-YzKfDqPEoadIDQLXO6uKMUc4xCY0cemRFJY2p9LplUtknmR0CHACIawFNezaqLTO4AzkPS_lmZW0S2r9lIfskyUZxGvantaz-MrHjroDU3JXklpmALrCEMs3-0f3T3ocMcrv5E8llFOmKFJLVaFDvon2oSqMza-y2W4dU4xRlT3tWieCkb45M_DtvaNdEGsGqW258SmwAn_dlDqal_iJhbiEm_Yb1DlShx-E5p3rRlYgqNIQKkD7iksSIf77claq6oBjIGu9b06g9I07Ta-YIojK2EUUnGzgdSQK7N4VMO4_-0FGsW-9j0BPbx5Uu9myGRTaI8Q2ws0k_jd59hGzvR9aoRemnk2Iy5SSAx6NjXLP17rgsiIA1UM5Nt06OkijVz6_uza1QLDh3BGBPg8lS7TIx0PIy8-2dUjiQ8Ra20X0Vn94yKXow_9tEBdphEMQzlw-TbsdJoteG9qbXSBUblLbwh5DgXX6ZisD-tUttdeZCZVjZBoZU3ZYV4AMOx75EeScez-wzq4p9I9Mde9kGnm_ghUV-GBkxE9vSl5NLX9fvPg7Lfp5vmvTqdyX5CD06bz4CHQCmoCfFbuJJI1IjTuMy8xgefk-A919MM9cENe1IphnWK04QH2GdvEFKfrfJzuPilzH1RK3-rYLDimR4pjw45Oi57W0VVm_novDbmxuO5kM21bnD5LhgMgLfaZpnXYrFiaO-uKLxsQ2YrW0XQtfhApghyC-eYvQs20-lziRpsm65J1W9M09UG2zGx1HJqCH5sL_-F_FhEbIPujPQXDAXOFz46YvIhXTEtEi6ScfqJ-VwAu4TJTJ463wHGaqOF4HU15sNGL_5Yfj0QiMKiJ1ewL1Fuw4aPl_1vcpt1Sk46zM0fy2s-5sX71SH0Lbxa4I5_3fRRUFfTBhUSlydUzL65MeBdLMcMW9TZ4HuQ4qnDbMDqAJbdSN1jIuRUmUBIRCCf7-1a-veRheqocw 502 138.88.43.235 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 6, 2026 4:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Daniel Gil Castillejo daniel.gilcastillejo@gmail.com 3019798301 Finding a New Position My Name is Daniel Gil Castillejo. I am a Fractional CIO/IT Business Partner and am interested in serving as a resource and participating as a consultant with your group. (https://www.linkedin.com/in/danielgilcastillejo ) I have previously worked on projects alongside a couple of Clarkston Consulting team members (Rick Curtis, Joe Kavka), which has been an incredible experience, and I would be interested in establishing a collaborative relationship with BCTG for current or future opportunities. Please let me know if your team is available in the coming days for an intro call to explore any collaboration opportunities. Thank you, and looking forward to connecting with your team. Best regards, Daniel Gil Castillejo 0cAFcWeA7Xhz0kM-Tp2iZ5_9Llgvi6MY_QHP5ND3Whkz826kVgX29t-8EjixvlXh5ON5HI6cXTUMuT2ZCuaPpGHCrEuXTr58-IUBMS6-Xl5vzZcoCbAvSosBINUYhPHpGDh5Icp5ZlSD5PZGK2k4C7XgsxK4lO41VrlwZq4Rm9jqBqN7F7gbcNCiLSFErXseYyyGMbO2px6wqEDzv2QmLnPH6MCf2gp1s9HVvw0CO21BJtem-bpWAcdbLY_xpevE4zRtkt5UYwIG_A4hoIUoQtSmmAneFbhMAzDp3dh4bqXev0s58vDWY2LJw9kk-T5-d92icR9l-fUHu-nwoWElb2MSuJl2e3VjVlO8sQs_GXU3Amx7xY2icCxyIV5ERQ609vaYNzSyLmpDGJThZCgXZ52CAQy6L88I-RHlH_ohgkZPDmM2c8mucFXsnZLG9FacwAZcyNJbmEVagKJLEajiAln7QpCTOYJilEP5zx9GqrhsTMxd61lJKt8Ia1Eve8poRMnkDujK7ju8ecA-PL8ePuymqVY66YOLlwajR6OjGwwEbYNRAi7qrCxsCLJMLTcRbdk-Q_cpw5kBQpM4V78eF3bBcU5x0cKWN-_7JtCYvaZe1rYrIru9OvMszXNUXUC1nhHNWTMT6ONxP5k7fIUvlmtmX7XYxAnPrz1mkSROnRyOvb-ullJjyCIVa7T-Kyy1DN4WsWV-NH7061TzERqCK6AZhhmEJeyf0BVPE840r2GJATV7M4ZRS-JgI0AZyHppRabV0-p55SPXfsW4MVxMPCVvAVxfJZqGNrJE4KZX_XHGuZH2q7adAKQ9l93Noa-3grXv3TZ5KpihhfAyQIxxZBVyM_UEJCATFIY1ubDY5n17CVt8YCkeiHvxzQRBiDf4TyoK9z6PJYxFO_p1pu1R3NgznMcUyqg0KHH8qXW_K7LyT00JQrvG-refwOIVfvyGl1MxEIEpz7Fe93pdla9dJmzVmb58lynxeJoMzya96FN3WweraS6q3ALKVT3J4v3kLdBwOLUjzhVA88xxT52ASkqlCG78cXu9EN6wCPgoJ6nVI-8mBSxl-bF3kDHnwiMSfEVx5XKTT_NEgwfJihSWZsh_0AXCFBPIlZ1GvwM2thPRmAA3kfD0MlRjuDGWPPCneEQKDnKPm7HqpVWDifRPvL7ccgvVZVVgrLaSVCF1Vm_87Y14ECjcjIg1_K0QcT2LBgZaD_SPhi2POBim1tR5Kmv4IIZ0s0mlAd3P7rkQuopmglJe_QH9MKPWO2M253-sEB6bf0adHd22gjvF_UJxJbHqaT6vdXRCNbo650VOvAFlvCQxE99xtN8DdqPjORn6j0-IxWOuLhgcwgfskhJtMR4cO9uaFhccI4rUmMRXqXHS-b5m6Hpbj1zWlGfuCoZ71sJ4saSWdjgHNJsLCXgPGc0afv05R1qIUY6Xay5vZ_yzd7dhYsEpp0BT5sc7oHa-vx0Q8JRGUZ6vOoiGxghNa2bT0v2XKWJEGHBLSf6-Z5sVFyYz9rdFTYiRzdhQoBzU2ZrPkARwKAgrtoThQMgqYnQkN9pWGoHHjAqtpSVxNoTZS4O-M6Z6BbCLEvNIyPs_5NTC98esNlcUxRgKlfg5Q8KvXbRoyAe71tEMGFTHhvOELJ4oKaowy0rXRo9kY-sKG4a6s8YnlsxvVrQq8COgvwWZ80bACWAGO5QqI2qmv7D09tt-CTt-D35qX6YEM3HsYzPedkZb6nExuquli8-W-duM6_1jRhClGtOp0xw-L5w1ZGZzsEDi-1qOKRsgb8zMtKBNvK-UkqilnoaY8qu-FCPRELqC8QeFUSvH9j-QG0l3tsNfmg2pz_lVEMv7iNDKQNnE1Q1dBTURTEYHHIYFHOiWM4praxRinOV76aZXVDaP1uxHEXro3MW8ne4sfUImmtevEQaIvU48t4c7vyv3hGV7cuh_fJW6T8oZwFxkIYhsRRVbWK-vmXo3W9VavPkuat5PuOURF-ZOSd6_Jz7O_2da5nkAkvlb4TvM4kYnOQclm-5PnIAp_-UbFajpj3vUDsoC-d3Ov1o6hN0X2a8go4FDP7ShJmw04u5mcbrcgzBIEwSlZtuBnm4FQmgSw0SJks5O2e1l3cKcvzIRU8rEKo--LadSNHtfeeHyuEYN8cItR8ZPSc1fk-QPjsF0x3tOctSw5VDWsnZ6PKf0mNu13gGuotHSPABCM6XvpquLqZZNggM2L8n61rQpk 503 138.88.43.235 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 6, 2026 4:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Zack Davidson zack.zerogvac@hotmail.com +1(743)330-53-55 Finding Talent Hi! We’re exploring a potential collaboration to improve our website and streamline key workflows. Best, Zack Davidson 0cAFcWeA7aYXaMK5NdjDiP9yzxlOkkK2S4Tm4au4O0HrIHaQJxv9T0LkJpFe0WPTfC9n7_f4M2N0OMerYPcQ7_fbDTyg8I5CgEbdyv7FbnixrCtWfyWUZRT9UHIudc799c2AzFqIth5O79Pn-sYAYmzvt3ESIm_ioALgv3aC711ph309j5aJ8LwAXRv-PCj5ESbs_lx85PKDYqq7JLAV33e-2rz7MHy5GTgvtcu66JZIETrleIr7Nx1xz0BSv0po_L3gtjaOndc-3u1mL_XsGTAhYwzJ0Qtk1r6ac9yXu_Hsx6m1gSsn_fcOVg53FjXalRy8dHSGEaNr7ZtlU8GUESszCG6T4v7WfPTwxKUrNi1M2xcZcvuZtcczXpOKVcEt59K6K6BcdVzSTTXvQVPGTNcLGJxM_ZsG5plzLpe4DZ_TdvK46ad-zWKu1-Ej4mDCQmXx8NsJ1yDqF9caBbEO-qvYcjt23SSdEf599Acj6kFd5s6h2io7Y481Mgre5F27q8ahdgof8_PE17FOQEAQIgYTe8aBGcLsKSST1AzQ1UjUqCXNKxO-kZdi63sUaUXdcjaeEBxpbm4qNuXbudDPD001LpEG9OpmiiFxBlfOGTuUHHSo5F21JNSNxs2Dk6y80VpGkSGEYtqrhHkj38fJJPKcOEkwP5atJhf6p5Cc3qWzNF1DqvZzDHIE6yyMYiQeI087dzpG4PfCs-EcaHNxa-brUHe_SIic8qCvzYnkHf1nn0DQ-NNlRpZrVs0ciccrN2YAcVTb4NT5jGp4J8-VFqE6EGi7JBV1On2gQ8JswdAYESSgRDYRklS0sHn02onfSJKlA_v30kXTpiIQYMCJdEiF25PRoy2RlbctMvI5jNWXiw2G1MZIdpIIA0A37o_pKcDBBJ1_p_ZgH9A_pLEoT4j3mmQnEz7Pv6wR9Obc3vOv4SvYIzsGZ5S7mmS2JhRMPAsJd2XmtBXli2TuZrJXCdHvM6MVzAqV8jxZ2FnEdo2qTMrnZwduSE2SyGrohkIuWb9NU4biWk-B7Zyd7kVoZG_riAR8zrot2p9qbPqeKZy0PsF1RstOH9iR7lRjE8B4zYHEPDtPNI-0FyWey1oxDHO6c5simk2zFvZ-tZnEvH6WJKNqMUbw_a_dn-Mv2g0wxahDvOicaLXg7KW7MNWZ0iRM9G2nZ3TqfLTf-JqJ1HpeuRudZF4d7ZYP3Y5AQc4W2zkMv0Gmfobl46lreo_O8J6y0lepHCTZUtklwhl5VygbxGa-8JDP5J9X8aPs27qfo-VknY8aFVrCWECQOnVlAkjTutdR-cBwcl1gzYoMDPn9vUYqYLlsvIiS7_7TJt4ODlzy8fF_UaYtKQTuWEvA2KiXmF8_sj3Jq16DGodty-gb8ESUK1URqWrmjXECBZj3WrS3PcVn-PVG9RGtNCNtazrR05A3t1JDANf61ZNcfmdOMEUv-RWfGtsmb0DOKAFfdfv0bQNAC-LFK1xpu18xBSlEo6w1qm2Vkkx10Ex_ZiyvN-wATdaA5Tj1MtJQhWrhMojYZYFiAvaSzWBm0eeGWO_jSlJUrzR4Hivj5ocC0ZvoTKOy88y67QBSg_WiYKRvqC867gk0MAd8b6yOq7j3yXGzh9VYwfAYwasXLjplz6-pQ8Wf1urCpRCfJSWSgcYIp8B7y_bSPaF58X8FEivWTS7YHt1OyPZthomcfSLf_StqF8FCR5eCx5JWMZDqGwKzflsje8aqQ3zxUFqLsqyGYQpwJszGA0sXa5Md66GIDf4AEKce5RTqLa6iSYvjWrKyNhDPmgNS3Eoyekmc8OPT1nM7IHURc3BIidtCQA0577DTUHBxY11Ga49sijj5pyuS_xgFXoVmvl9MRESY29rvD6cE6mV7xGKFBKw4JnYvib5NPe_4qrGuRfBBEhj6xRYHS_ueb6kxbaZA9Lo6rARGTKoEOmvV_5Fy8Ru_58o9_6GWpM7g5tXO4CVdzHkKAqF7svbhDsw2IZfzNpmGljrrqnxqi5EGyifwuunNbVxkVj7h-IRqi-SMwz9E4PKMyzOH_dHavr6W3R246uHa61-_OvD8zaF7H5EABXYkwDEjFAQYNubTDiSDJsdR0Yw8BW4c4yh2NndPEfsOyKJE_Mqr41e3oLsrBVwL_CP6eVNeg4STSQ2YRonmcRNpFG-B_x6dMGns6gPZIHHGYKAFLaTaI2dYrP8-1damU_-KfhyNVYliggkiI2wxFJu_A7aSzhq2BCTTcTvgdTREfkpZYrBcZqYnWBc7zf9_tYat08MeL5aUCd3lxorWg-qE4MhGYg81LBcB8iV-Le_HoL 504 153.80.13.80 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/144.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ February 9, 2026 6:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Global operations leaders have more choices than ever before. Advances in technology coupled with shifting labor markets have forced companies to rethink where and how their work gets done. Today, organizations can offshore talent to distant markets or nearshore to closer regions, but each model brings distinct advantages and trade-offs. The right choice can influence cost structure, operational resilience, speed to market, and even how customers perceive your brand. Understanding the nuances is essential before committing to a strategy. We break down the pros and cons of offshore and nearshore resources:

COMPARING OFFSHORE AND NEARSHORE RESOURCES

Offshoring

Offshoring refers to moving certain business functions or production to a country far from a company’s primary market. Common examples include U.S. companies offshoring software development to India or manufacturing to China.

Nearshoring

Nearshoring shifts operations to a nearby country, often one that shares similar time zones or cultural characteristics. For U.S. companies, Mexico has become a popular nearshoring destination for manufacturing and customer support.

LEARN MORE “FROM THE BULL’S EYE” BELOW.

[embed]https://youtu.be/Qa1D7qepn0U?si=SeWt-LcCYl5OSv-U[/embed]

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As we move into 2026, IT teams are operating in a fundamentally different environment than even a few years ago. Advances in technology and cloud operations and evolving workforce expectations are converging at once, reshaping how teams are built and scaled. From an IT staffing perspective, these shifts are showing up daily in candidate pipelines and delivery models.

KEY TAKEAWAYS

Traditional role-based hiring is giving way to skills-based models that emphasize capabilities and outcomes over labels.

We are seeing increased demand for flexible engagement structures, such as contract and project-based, particularly in high-growth areas.

As AI tools and cloud services become deeply embedded in daily workflows, security and governance considerations rise in parallel.

Looking ahead, demand for IT talent will likely remain concentrated in several interconnected areas, like AI engineering and enablement and cloud security

While the future of IT teams remains uncertain, the organizations that succeed in this next phase will be those that treat talent strategy as an extension of technology strategy, aligning skills and structure with where the business is going, not where it has been.

3 CONSIDERATIONS FOR THE FUTURE OF IT TEAMS

A New Definition of “Qualified”

One of the most visible changes in IT is the redefinition of what it means to be qualified. Traditional role-based hiring, where a job title implied a fixed skill set, is giving way to skills-based models that emphasize capabilities and outcomes over labels. This shift is driven in part by the rapid mainstreaming of AI. Industry tracking shows that AI-related skills now appear in more than half (55%) of U.S. tech job postings, spanning roles from software engineering to IT operations and analytics. What’s notable is that these expectations often extend beyond model development to include AI-assisted coding, prompt design, evaluation, and governance. At the same time, surveys of technologists show widespread adoption of generative AI tools, alongside continued concern about accuracy and overreliance. Stack Overflow’s 2025 Developer Survey highlights this tension: 51% of professionals are using AI tools daily, but a majority still expect value critical thinking and human oversight alongside automation. For firms, this means evaluating not just whether candidates can use emerging tools, but whether they can apply them responsibly in production environments.

Staffing Models Evolve

As skill requirements shift more quickly than traditional hiring cycles can accommodate, staffing models themselves are evolving. We are seeing increased demand for flexible engagement structures, such as contract and project-based, particularly in high-growth areas such as cloud platform engineering and cybersecurity. This approach allows organizations to access specialized expertise while internal teams continue to build long-term capabilities. Industry research reinforces this trend. CompTIA’s IT Industry Outlook notes that organizations increasingly rely on a combination of strategic partners and contract talent to close skills gaps, rather than relying solely on net-new full-time hires. In practice, staffing firms are acting less as résumé providers and more as workforce advisors, helping clients identify the smallest viable set of skills needed to move initiatives forward while longer-term hiring plans mature.

Security and Governance Remain Critical

As AI tools and cloud services become deeply embedded in daily workflows, security and governance considerations rise in parallel. The integration of third-party models and shared data environments introduces new risk vectors that cannot be addressed after the fact. Skills related to cybersecurity and risk management are among the fastest-growing tech skills, according to a 2025 report. Moreover, “six of the top 10 skills—including incident management & response, threat management & modeling, and SIEM—are direct pathways to meet these needs.” In response, staffing partners are increasingly validating secure development practices and compliance experience, particularly for contractors working with sensitive systems or regulated data.

WHERE DEMAND WILL CONTINUE TO CONCENTRATE

Looking ahead, demand for IT talent will likely remain concentrated in several interconnected areas: AI engineering and enablement, MLOps and AI operations, cloud-native platform engineering, site reliability, and cloud security. From our perspective, the future of IT teams is not defined by any single technology. It is defined by adaptability, and how quickly organizations can realign skills and structures as the landscape changes. Employers that invest in governance and flexible talent models will be better equipped to navigate uncertainty and sustain growth.

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For many organizations, an enterprise data roadmap exists long before the organization has the talent required to execute it. Cloud migrations, analytics modernization, AI enablement, and governance initiatives are often approved at the strategy level without a clear plan for how the right skills will be assembled and sustained over time.

KEY TAKEAWAYS

Staffing should begin with a clear understanding of which capabilities are required at each stage of the roadmap and which of those capabilities need to be permanent versus temporary.

Many organizations rely on contract talent early in the roadmap to accelerate design decisions and reduce downstream rework.

As the roadmap progresses into build and scale phases, staffing needs shift toward execution and operationalization, and a blended model makes the most sense.

Governance expertise must be embedded alongside delivery teams from the start rather than positioned as oversight after implementation.

From a staffing perspective, enterprise data initiatives rarely struggle because of tooling alone. More often, they stall because talent models are misaligned with the maturity, pace, and risk profile of the roadmap itself. Finding the right enterprise data talent for your roadmap requires a deliberate, phased approach that balances specialized expertise with long-term capability building.

FINDING ENTERPRISE DATA TALENT

Start with the roadmap

A common misstep in data initiatives is staffing to existing job titles rather than to roadmap outcomes. An enterprise data roadmap typically spans multiple horizons, such as foundational architecture, data integration and quality, analytics enablement, and increasingly, AI-driven use cases. Each phase introduces different skill requirements and delivery risks. The scale of this challenge is well documented. According to recent research, more than 56% of leaders report skills gaps on their teams, particularly in data engineering and analytics, with many leaders noting that these gaps are widening rather than narrowing. The implication is clear: organizations cannot rely on traditional hiring patterns to support modern data programs. Instead, staffing should begin with a clear understanding of which capabilities are required at each stage of the roadmap and which of those capabilities need to be permanent versus temporary.

Phase-based staffing aligned to data maturity

Early phases of an enterprise data roadmap are typically architecture-heavy. Cloud data platforms and foundational governance models require senior-level expertise and pattern-based decision-making. These roles are often difficult to fill quickly as full-time positions - data-focused roles often take an average of 51 days to fill, which is roughly 10 days longer than the overall labor market average – particularly given sustained competition for experienced cloud and data architects. As a result, many organizations rely on contract talent early in the roadmap to accelerate design decisions and reduce downstream rework. This approach mirrors broader market behavior, as technology leaders increasingly turn to contract talent to access specialized skills while internal teams scale. As the roadmap progresses into build and scale phases, staffing needs shift toward execution and operationalization. Data engineers, analytics engineers, platform developers, and product owners become central to sustaining momentum. At this stage, a blended staffing model allows organizations to stabilize delivery while internal capability matures.

Governance and security as foundational capabilities

Governance roles are frequently underfunded or introduced too late in the roadmap, despite being critical to long-term success. Data quality, security, and compliance challenges are among the most common reasons enterprise data initiatives lose credibility with business stakeholders. The urgency of governance has only increased with AI adoption. Global workforce and skills research shows that security and privacy skills are among the fastest-growing priorities, as organizations expand their use of cloud platforms and AI-enabled analytics. This means governance expertise must be embedded alongside delivery teams rather than positioned as oversight after implementation. Whether sourced internally or externally, governance leaders should help define standards and controls early, before scale amplifies risk.

Designing a sustainable talent model

A critical question for any enterprise data roadmap is which capabilities must be owned long-term. Core platform ownership and business-facing analytics roles, for example, typically benefit from permanent staffing, as these positions anchor institutional knowledge and continuity. At the same time, specialized skills often peak and taper. Staffing partners increasingly help organizations design hybrid models that combine internal ownership with flexible external capacity, allowing teams to scale expertise without creating long-term structural risk.

FINAL THOUGHTS

Finding enterprise data talent for your roadmap is not a one-time hiring effort. It is an ongoing strategy that must evolve alongside changing decisions and timelines. The most successful data programs clearly define required capabilities, phase talent intentionally, invest in governance early, and create pathways for internal teams to grow into emerging roles. As data becomes increasingly central to enterprise decision-making, the ability to staff and sustain the right teams will be just as critical as the technology choices that support them.

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Implementing SAP Cloud ERP is a defining moment for midsize companies. It is rarely just a system replacement; more often, it is a response to growth. SAP Cloud ERP promises standardization, scalability, innovation, and real-time insight, but capturing those benefits requires disciplined execution.

KEY TAKEAWAYS

Grounding SAP Cloud ERP in business value ensures the implementation remains a strategic enabler rather than a technical exercise.

Midsize companies often maximize the value of SAP Cloud ERP by adopting clean core standards rather than replicating legacy processes through customization.

ERP implementations are organizational transformations, and they require visible executive sponsorship and clear functional accountability.

Addressing data governance early reduces downstream rework and accelerates user trust in reporting.

A phased rollout can protect continuity while delivering incremental value.

Establishing a continuous improvement roadmap allows midsize companies to leverage ongoing SAP Cloud ERP innovations.

When it comes to ERP implementation, the stakes are real, with 57% of ERP projects taking longer than expected and 64% experiencing cost overruns. Furthermore, additional research has found that large IT projects run 45% over budget on average and deliver 56% less value than predicted. The upside, however, is equally compelling, as 95% of organizations report measurable process improvements after ERP implementation and 82% cite improved cross-functional visibility. For midsize organizations operating with lean teams and finite capital, these statistics underscore the importance of getting the approach right from the outset. When executed strategically, SAP Cloud ERP for midsize companies can elevate operations without sacrificing agility. Below are best practices that consistently differentiate successful implementations from stalled or underperforming ones:

SAP CLOUD ERP IMPLEMENTATION BEST PRACTICES

Anchor the Program in Measurable Business Outcomes

ERP initiatives falter when they are framed as technology upgrades instead of business transformations. Before design workshops begin, leadership teams should align on a small set of measurable outcomes, such as reducing days' sales outstanding, improving inventory turns, accelerating financial close, or enabling multi-entity expansion. Clear targets provide decision discipline. When scope pressure arises—as it inevitably does—leaders can evaluate requests against defined outcomes rather than preferences. This focus becomes especially important when industry data shows how frequently ERP programs miss expectations. Grounding SAP Cloud ERP in business value ensures the implementation remains a strategic enabler rather than a technical exercise.

Standardize First & Customize Only When Necessary

One of the greatest advantages of SAP Cloud ERP is its embedded industry best practices. Midsize companies often maximize value by adopting clean core standards rather than replicating legacy processes through customization. Excessive customization not only increases implementation cost and timeline risk; it undermines the long-term benefits of cloud delivery, including seamless upgrades and innovation adoption. Gartner estimates that poor data quality costs organizations an average of $12.9 million per year, a reminder that complexity compounds risk when systems are overengineered. A practical discipline is to challenge every customization request. Ask yourself: Is it truly differentiating? Is it required for regulatory compliance? Can the business process evolve instead? In many cases, legacy workflows exist because older systems lacked flexibility. SAP Cloud ERP often eliminates those constraints, creating an opportunity to simplify and modernize.

Secure Executive Sponsorship and Business Ownership

ERP implementations are organizational transformations, and they require visible executive sponsorship and clear functional accountability. According to benchmarking research, projects with excellent change management are 7 times more likely to meet objectives. For midsize companies, where individuals often span multiple roles, leadership visibility is even more influential. Executive sponsors should actively communicate the strategic rationale, emphasize key benefits, reinforce priorities, and remove roadblocks, while functional leaders must own design decisions within finance, supply chain, procurement, or manufacturing. When ERP is perceived as “an IT project,” engagement drops and resistance grows. When it is framed as a business initiative, adoption strengthens.

Treat Data as a Strategic Asset from Day One

SAP Cloud ERP implementations expose the true state of organizational data. Duplicate vendor records, inconsistent customer hierarchies, and fragmented financial structures often surface during migration. Organizations typically spend significant effort addressing data and process alignment issues during ERP projects, but addressing data governance early reduces downstream rework and accelerates user trust in reporting.

Phase the Implementation Strategically

For midsize companies, a “big bang” deployment may introduce unnecessary operational risk. A phased rollout, on the other hand, can protect continuity while delivering incremental value. Given that many ERP implementations exceed planned timelines, sequencing deployments thoughtfully can reduce disruption and allow lessons learned to inform subsequent waves. However, phasing must be deliberate. Dependencies across modules should be clearly mapped to avoid fragmentation. The objective is to balance speed with operational resilience.

Plan Beyond Go-Live

Go-live is not the finish line. Stabilization, hypercare support, and performance tracking during the first 90 days are critical to sustaining confidence. The fact that only a portion of organizations realize full projected ERP benefits reinforces the importance of post-implementation optimization. Establishing a continuous improvement roadmap allows midsize companies to leverage ongoing SAP Cloud ERP innovations, such as embedded analytics and automation, without launching entirely new transformation initiatives.

GETTING STARTED WITH SAP CLOUD ERP FOR MIDSIZE COMPANIES

Industry data makes one reality clear: ERP transformations are high-risk, high-reward endeavors. With more than half of projects exceeding timelines and many exceeding budgets, disciplined execution is essential. When organizations align on outcomes, standardize processes, invest in change management, and treat data as a strategic asset, they join the majority reporting tangible operational improvements. SAP Cloud ERP for midsize companies is a growth platform that, when executed thoughtfully, enables enterprise-level performance while preserving the agility that defines midsize success.

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For years, enterprise data strategy was anchored in a single question: How do we centralize everything into one high-performance warehouse? Today, the question has evolved. Leaders are asking something far more strategic: How do we connect, govern, and activate trusted business data fast enough to power AI and real-time decision-making?

KEY TAKEAWAYS

SAP Datasphere is built around preserving business semantics, designed to reduce one of the most persistent enterprise problems: inconsistent metrics across departments.

Traditional data warehouses were built to solve a clear problem: consolidate structured data into a governed, performant environment optimized for reporting and analytics.

Enterprises are not abandoning warehousing, but rather, they are evolving it, driven largely by cloud deployments and modernization initiatives.

SAP Datasphere, particularly with its SAP Business Data Cloud connection, fits most naturally into organizations seeking to unify SAP and non-SAP data under a governed, business-first semantic layer

The organizations that thrive will not discard one for the other; they will integrate both into a coherent, governed architecture aligned to business outcomes.

That shift is where the conversation around SAP Datasphere vs. traditional data warehousing becomes critical. This is not simply a product comparison, but rather a choice about how your organization will scale analytics in the age of cloud and AI.

SAP DATASPHERE VS. TRADITIONAL DATA WAREHOUSING

SAP Datasphere

SAP Datasphere, as described by SAP, is a platform that “provides a unified experience for data integration, data cataloging, semantic modeling, data warehousing, data federation, and data virtualization.” SAP Datasphere is built around preserving business semantics. Instead of stripping data from its operational context and rebuilding definitions downstream, it emphasizes maintaining trusted definitions across environments. The integrated catalog and semantic layer are designed to reduce one of the most persistent enterprise problems: inconsistent metrics across departments. Equally important is virtualization. Rather than forcing all data to be physically replicated into a single repository, SAP Datasphere supports federated access and selective persistence. In practice, that means organizations can expose data where it lives, persist only what requires performance optimization or regulatory control, and reduce unnecessary duplication. This approach aligns with the broader industry movement toward hybrid architectures and lakehouse models, which blend warehouse performance with data lake flexibility. Furthermore, industry commentary increasingly highlights lakehouse and data fabric patterns as foundational to future analytics and machine learning strategies.

Traditional Data Warehousing

Traditional data warehouses were built to solve a clear problem: consolidate structured data into a governed, performant environment optimized for reporting and analytics. They excel at enforcing tight-performance SLAs and supporting complex SQL queries over curated fact tables, and they remain essential. Regulated industries and audit-heavy reporting environments still benefit from tightly controlled, persisted warehouse models. However, the environment surrounding those warehouses has fundamentally changed. Organizations now manage data across SaaS platforms, operational applications, streaming environments, and cloud storage layers. It would be a mistake to assume that cloud-native data fabrics replace traditional warehouses outright. Highly optimized, fully persisted warehouse environments continue to deliver unmatched performance for large-scale historical reporting. Organizations with mature BI ecosystems and stable workloads may find that a traditional warehouse remains the most predictable and controlled solution. For compliance-intensive industries, the ability to maintain complete physical control over datasets and access layers is not optional. In these contexts, the warehouse is less a performance engine and more a risk management tool.

A HYBRID FUTURE

The broader market is moving rapidly toward hybrid and cloud models, with the global data warehousing market projected to grow at a 14% CAGR through the end of the decade. This underscores that enterprises are not abandoning warehousing, but rather, they are evolving it, driven largely by cloud deployments and modernization initiatives. Growth is not happening because organizations need more storage. It is happening because they need more integration and real-time capability. Simply put, purely centralized, monolithic architectures are giving way to models that combine persistence, federation, semantic layers, and AI enablement.

DECISION FRAMEWORK

Rather than framing the decision as “SAP Datasphere vs. traditional data warehousing,” executives should consider the following: Where does the business require real-time, cross-functional insight? Operational decision-making and embedded analytics often benefit from virtualization and semantic consistency. Where does the organization require deeply audited, highly optimized historical data? Financial close processes and regulatory reporting may still favor persisted warehouse models. How prepared is the enterprise for AI and advanced analytics? Platforms that integrate governance and flexible access to diverse datasets position organizations more effectively for generative AI and machine learning initiatives. In most cases, the answer will not be binary. The future architecture will likely blend:

Persisted warehouse layers for performance and auditability

Virtualized access layers for agility

Semantic governance for business consistency

Lakehouse or data lake environments for advanced analytics

SAP Datasphere, particularly with its SAP Business Data Cloud connection, fits most naturally into organizations seeking to unify SAP and non-SAP data under a governed, business-first semantic layer, while traditional warehousing continues to anchor performance-critical workloads.

FINAL THOUGHTS

Ultimately, this conversation is about operating model modernization. Data platforms now define how quickly organizations can respond to disruption, how confidently executives can trust metrics, how much customers can trust organizations, and how effectively teams can deploy AI. The leaders who treat data architecture as a strategic capability will be positioned to move faster and with greater confidence. SAP Datasphere represents a shift toward contextual, business-aligned data management, while traditional data warehouses represent discipline and control. The organizations that thrive will not discard one for the other; they will integrate both into a coherent, governed architecture aligned to business outcomes.

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For many IT leaders, workforce agility has become a catch-all phrase, often invoked during periods of disruption, but less clearly defined when it comes time to act. Yet as technology adoption accelerates and skills continue to age faster than organizations can hire, IT workforce agility has morphed into a core leadership responsibility. In practice, workforce agility is not about having fewer people or more contractors. It is about designing IT organizations that can reconfigure capacity and capability quickly without sacrificing quality or security.

4 WAYS TO ENABLE IT WORKFORCE AGILITY

Start with how leaders define work

A primary barrier to agility is the way work itself is framed. Many organizations still organize around static roles and long-standing job families, even as the underlying work changes dramatically. Cloud platforms, automation, and AI-assisted development have blurred the lines between infrastructure, development, analytics, and operations. Research reinforces the consequences of this mismatch: 80% of HR managers report experiencing talent shortages. Furthermore, 44% of workers’ core skills will change within the next five years according to World Economic Forum analysis. This suggests the issue is not simply headcount, but alignment. Agile leaders increasingly define work in terms of capabilities and outcomes rather than roles. Instead of asking whether they have enough developers or engineers, they assess whether they have the right mix of cloud, data, security, and automation skills to deliver on near-term priorities (and how quickly that mix can change).

Prioritize fluidity

A common misconception is that workforce agility requires frequent reorganization or continuous hiring. In reality, high-performing organizations focus on talent fluidity, moving resources across IT initiatives as priorities shift. This approach depends heavily on visibility into skills. Organizations that maintain up-to-date skills inventories and invest in cross-training are better positioned to redeploy talent when demand changes. This also means complementing internal mobility with flexible external capacity. Contract and project-based talent allow IT leaders to respond quickly to spikes in demand or emerging skill requirements without permanently reshaping the organization.

Consider adaptive workforce models

The rapid integration of AI into workflows has intensified the need for agility. AI-related skills are on the rise, yet the supply of experienced practitioners remains limited, particularly those with production and governance experience. As a result, IT leaders are increasingly staffing for adaptability rather than narrow expertise. Teams are built with strong foundational skills, such as data engineering, while providing structured opportunities to develop AI capabilities over time. This reduces dependency on scarce specialists and allows organizations to evolve as tools and platforms change.

Measure beyond utilization and cost

Traditional workforce metrics such as utilization and time to fill offer limited insight into true agility. More mature organizations evaluate how quickly teams can pivot, how effectively skills are reused across initiatives, and how well knowledge is retained as work evolves. As you look ahead, this means tracking outcomes such as ramp-up time for new initiatives and/or dependency on single points of failure. These measures provide a clearer view of whether the workforce can adapt without introducing operational risk.

AGILITY AS A MINDSET

Ultimately, IT workforce agility is not a program or a reorg. It is a leadership mindset that recognizes talent as a dynamic asset rather than a fixed cost. IT leaders who adopt this mindset can better anticipate where skills will change and design organizations that can absorb disruption without losing momentum.

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In this case study, explore how our client approached their multi-phase SAP S/4HANA transformation with BCTG's flexible engagement model. The client, a global, family-owned food company, produces a wide range of bakery, dessert, appetizer, and specialty food products for both retail and foodservice customers. Headquartered in the United States, it operates in more than 100 countries and maintains a diverse portfolio of well-known brands. The company is a major player in the global food manufacturing industry and continues to grow through category expansion and strong international distribution. Its multi-brand footprint and global production network, however, require highly coordinated operations and consistent processes across regions. As the organization continues to expand into new markets and integrate additional product lines, it identified the need for a modern, standardized ERP foundation capable of supporting rapid growth and cross-regional visibility. This drove the shift from a heavily customized ECC environment to SAP S/4HANA, enabling the business to simplify operations and support future global digital initiatives. To address the client’s multi-phase SAP S/4HANA transformation challenges, BCTG deployed a flexible engagement model that supported every stage of the rollout, from the Mexico pilot to the LATAM and North America waves. The team included cross-functional SAP experts spanning Finance, Supply Chain, Data, and Testing, bringing the process knowledge and S/4HANA expertise needed to plan for a global multi-phased rollout project, develop and integrate a global testing strategy, and stabilize UAT, cutover, and hypercare activities. By acting as a bridge between the SI and business stakeholders, our resources, with Finance and Manufacturing business process experience, ensured consistent process execution and delivered high-quality, insightful documentation and testing cycles that could be leveraged as the baseline for future global rollouts. To meet the client’s complex needs, BCTG staffed nearly a dozen remote specialists. Resources focused on process validation, system configuration, testing automation, documentation, and integration across SAP modules, enabling the client to optimize S/4HANA functionality while building repeatable processes for future rollouts. The following roles were provided across the engagement:

SAP BODS SME

SAP S/4 MDG SME

SAP Data PM

SAP Finance Testing Lead

SAP FICO Consultant

SAP Finance Supply Chain Business Analyst

SAP Make-to-Stock SME

SAP S/4 EWM SME

SAP EDI Workstream Manager

SAP Order-to-Cash Manager

Tricentis SME

Given the scope and complexity of the transformation, these roles required a unique combination of skills, including functional Finance and Supply Chain process expertise, hands-on SAP Testing experience, Tricentis proficiency, bilingual English/Spanish capabilities, and strong client-facing communication. Finding consultants who could dedicate themselves to a single client while supporting both technical and business needs was challenging, but the BCTG team successfully matched these requirements, driving high-quality outcomes across the organization.

DOWNLOAD THE CASE STUDY BELOW.

[wpforms id="31190"]

As AI becomes more deeply integrated into enterprise platforms, many organizations are discovering that AI is no longer a standalone capability. Instead, it is increasingly embedded directly into core systems, workflows, and processes. From ERP platforms and analytics tools to developer environments and service management systems, embedded AI is quietly reshaping how work gets done. This shift has significant implications not only for technology architecture, but for talent strategy. When AI becomes embedded rather than centralized, the question is no longer “Who owns AI?” but “How do we build teams that can work effectively alongside it?”

KEY TAKEAWAYS

While demand for advanced AI engineering and model development remains strong, many roles are now evolving toward AI-enabled execution rather than AI creation.

Cloud architecture, data engineering, security, and systems thinking provide the context necessary to use AI effectively and safely.

When AI-driven recommendations and automation are distributed across platforms, accountability can become blurred.

Hybrid work further expands access to AI-capable talent and also raises the bar for knowledge transfer and collaboration.

The most successful organizations will not be those with the largest AI teams, but those that equip their broader workforce to use AI thoughtfully and effectively.

Early enterprise AI efforts often focused on discrete initiatives such as a pilot model or a standalone proof of concept. Embedded AI changes that model entirely, with capabilities like automated forecasting, anomaly detection, intelligent recommendations, and AI-assisted development now arriving as features within platforms teams already use. Market research shows that AI-related skills now appear in more than half of U.S. technology job postings, not only for data scientists but across engineering, analytics, and IT operations roles. This emphasizes that AI is no longer confined to specialized teams and is now becoming part of everyday technical work. As AI becomes embedded, talent strategies that rely on a small group of specialists quickly become limiting. Organizations instead need broader AI literacy across roles, paired with deeper expertise in targeted areas.

EMBEDDED AI AND TALENT STRATEGY

From “AI builders” to “AI-enabled practitioners”

One of the most important talent implications of embedded AI is the changing nature of required skills. While demand for advanced AI engineering and model development remains strong, many roles are now evolving toward AI-enabled execution rather than AI creation. Developers increasingly work with AI-assisted coding tools, while data engineers interact with automated data quality and transformation features and IT operations teams rely on predictive monitoring and intelligent alerting built into their platforms. A recent survey reflects this reality, showing widespread use of AI tools in daily workflows, alongside continued emphasis on human judgment and validation. For talent strategy, this means prioritizing candidates who can apply AI responsibly within their domain—understanding its strengths, limitations, and risks—rather than focusing exclusively on niche specialists.

Foundational skills

As AI capabilities are embedded into tools, foundational technical skills become even more valuable. Cloud architecture, data engineering, security, and systems thinking provide the context necessary to use AI effectively and safely. Industry research consistently highlights that organizations are responding to AI-driven change by investing in reskilling and contractors rather than attempting to hire all new talent. In fact, research from 2025 identified upskilling existing employees as one of the primary strategies organizations are using to address emerging AI and data skill gaps. From a staffing perspective, this reinforces a key principle: embedded AI amplifies the value of adaptable talent. Employees with strong core skills can grow into AI-enabled roles more readily than those hired for narrow expertise that may age quickly as platforms evolve.

Governance, risk, and accountability

While embedded AI can improve efficiency and decision-making, it also introduces new governance challenges. When AI-driven recommendations and automation are distributed across platforms, accountability can become blurred. Global research shows that data governance, security, and privacy capabilities are among the fastest-growing enterprise priorities, particularly as AI adoption scales. Embedded AI heightens this need by placing intelligent decision support closer to operational workflows. Talent strategies must therefore ensure that governance expertise is not isolated. Architects, engineers, analysts, and product owners all need a baseline understanding of data quality, bias, security, and compliance implications. Specialized roles still matter, but embedded AI requires shared responsibility across teams.

Workforce agility

Embedded AI also accelerates the need for IT workforce agility. As platforms evolve and AI features are updated frequently, skills must adapt continuously. This reinforces the importance of hybrid talent models that combine internal capability with flexible external expertise. With technology leaders continuing to report widening skills gaps, even as hiring remains active, contract and project-based talent play a critical role, allowing organizations to bring in targeted expertise while internal teams learn and adjust. Hybrid work further expands access to AI-capable talent and also raises the bar for knowledge transfer and collaboration.

TALENT STRATEGY FOR AN AI-EMBEDDED FUTURE

Ultimately, embedded AI shifts the focus of talent strategy from ownership to enablement. The most successful organizations will not be those with the largest AI teams, but those that equip their broader workforce to use AI thoughtfully and effectively. For business leaders, this means designing talent strategies that emphasize foundational skills, continuous learning, governance awareness, and flexibility. Embedded AI is not replacing people, but it is changing how people contribute. Organizations that recognize this shift early will be better positioned to scale innovation without introducing unnecessary risk.

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Planning tech talent has always been difficult, so planning it five years out can feel nearly impossible. Skills age faster than job descriptions, and new capabilities (AI chief among them) continue to reshape enterprise operations. Yet, despite the uncertainty, leaders cannot afford to be reactive. The organizations that perform best over time are not those that perfectly predict the future, but those that design talent strategies resilient enough to adapt as that future unfolds.

KEY TAKEAWAYS

Effective planning begins with a clear view of the enterprise technology roadmap.

Long-range planning should focus on capability clusters—groupings of skills that tend to evolve together.

Rather than committing to a single forecast, leading organizations plan for multiple workforce scenarios.

Hybrid talent models that combine internal teams with flexible external capacity provide resilience.

Multi-year planning requires different measures, such as how quickly teams can ramp up on new platforms and how often skills are refreshed.

Planning your tech talent needs is less about locking in headcount numbers and more about building optionality with the ability to pivot and scale capacity while retaining institutional knowledge as priorities change.

PLANNING YOUR TECH TALENT NEEDS

Start with technology direction

The most common mistake in multi-year talent planning is extrapolating from current hiring needs. While near-term demand provides useful signals, it rarely reflects where the organization and market are actually heading. Instead, effective planning begins with a clear view of the enterprise technology roadmap. Cloud migration timelines, data platform evolution, AI enablement, cybersecurity maturity, and modernization of legacy systems all create downstream talent implications. For example, organizations investing heavily in cloud-native platforms will see growing demand for platform engineers and security specialists, even if today’s hiring focus remains on application development. Market data reinforces this, with AI-related skills now appearing in more than half of U.S. technology job postings. This reflects not a passing trend, but a structural shift in how technology work is performed. Planning should therefore align talent strategy to where technology will be embedded, not simply which roles are hardest to fill today.

Plan around capabilities

Job titles are a poor proxy for future needs. Over the next five years, many titles will persist while the work beneath them changes significantly. Developers will increasingly rely on AI-assisted coding, while data analysts will become analytics engineers or AI-enabled decision partners. Long-range planning should instead focus on capability clusters—groupings of skills that tend to evolve together. Examples include cloud platform engineering, data engineering and governance, cybersecurity and identity, and AI-enabled development. These clusters provide a more durable planning unit than individual roles, which may evolve or disappear entirely.

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As SAP environments grow more complex — spanning S/4HANA transformations, cloud integrations, data modernization, AI enablement, and ongoing optimization — one question consistently surfaces in the executive suite: How much of this capability should we own internally, and where should we leverage external expertise? This is not simply a staffing discussion. It is a strategic operating model decision that directly impacts cost structure, transformation speed, risk exposure, innovation capacity, and long-term sustainability.

KEY TAKEAWAYS

The sustained growth of the industry suggests that enterprises are not scaling back external support — they are increasing it.

Internal SAP teams bring something external advisors cannot replicate: institutional memory and knowledge.  However, internal teams face specialization gaps and talent scarcity.

External SAP consultants deliver two powerful advantages: specialized expertise and scalability.

Co-delivery is key. When consultants augment internal capability rather than replace it, the organization benefits from both speed and sustainability.

Organizations that treat the internal-versus-external talent debate as a binary choice often find themselves oscillating between over-reliance on consultants and overburdened internal teams. The enterprises that succeed take a more deliberate approach, designing a blended model that aligns talent strategy to business ambition. Below, we explore how leaders can best approach balancing SAP talent for long-term success.

THE EXPANDING SCOPE OF SAP COMPLEXITY

Today’s SAP landscape bears little resemblance to the ERP environments of a decade ago. Organizations are navigating S/4HANA migrations, cloud-native extensibility through SAP Business Technology Platform (BTP), advanced data architectures, and integration with a rapidly growing SaaS ecosystem. At the same time, board-level expectations around transformation speed and ROI have intensified. Market signals reinforce this complexity. The global SAP consulting market is projected to grow from approximately $18 billion in 2026 to nearly $39 billion by 2035, reflecting a compound annual growth rate of roughly 9.8%. This sustained growth suggests that enterprises are not scaling back external support — they are increasing it.

INTERNAL VS. EXTERNAL SAP TALENT

Internal

Internal SAP teams bring something external advisors cannot replicate: institutional memory and knowledge. They understand the historical rationale behind customizations, the informal workarounds embedded in business processes, and the political realities that shape system decisions. They maintain continuity across system upgrades and regulatory changes, and they carry long-term accountability for system health. From a cost perspective, steady-state operations often become more economical when core support capabilities are internalized. Routine enhancements and user support are typically better managed by teams embedded in the organization. However, internal teams face two structural challenges: First, specialization gaps. Emerging SAP capabilities, such as advanced BTP extensibility, may not exist internally, especially if they are needed only temporarily. Second, talent scarcity. According to industry analysis, 41% of businesses report difficulty finding qualified SAP professionals. Competing for niche SAP talent in a tight labor market is costly and uncertain.

External

External SAP consultants deliver two powerful advantages: specialization and scalability. Specialization matters most during transformation. Consultants who have executed multiple S/4HANA migrations bring structured methodologies and exposure to common failure points. Consultants also operate across various industries and client environments, bringing benchmarks and exposure to emerging innovations that challenge internal assumptions. That experience directly affects outcomes, with ERP implementation statistics illustrating the impact. Surveys indicate that organizations engaging experienced consultants achieve success rates around 85%, while broader ERP transformation failure rates have historically been reported as high as 50-70% in some industry studies. While outcomes vary by scope and governance, the directional signal is clear: expertise influences risk mitigation. Scalability is equally important. Transformation programs often require temporary surges in functional consultants, architects, data specialists, and change management professionals. Maintaining that level of staffing permanently would be financially inefficient.

BALANCING SAP TALENT

High-performing SAP teams clearly delineate responsibilities across three layers: strategic ownership, core operations, and transformation acceleration. Strategic ownership, including enterprise architecture, data governance standards, security models, and roadmap prioritization, should remain internal. These decisions define the enterprise’s digital future and must align with long-term business strategy. Core operations, such as steady-state support and incremental enhancements, are often best anchored internally or through tightly integrated managed services models. Transformation acceleration, including major S/4HANA conversions, acquisitions, divestitures, or innovation pilots, is where external consultants create disproportionate value. The critical factor here, however, is co-delivery. Internal team members should work alongside consultants, and knowledge transfer milestones should be contractual, not optional. When consultants augment internal capability rather than replace it, the organization benefits from both speed and sustainability.

GOVERNANCE AS THE DIFFERENTIATOR

The success of a blended SAP model is less about resource mix and more about governance rigor. Clear role definitions. Transparent cost tracking. Defined escalation protocols. Formalized transition plans. Without governance, cost overruns and dependency cycles become likely, yet with governance, the hybrid model becomes a competitive advantage. The continued expansion of the SAP consulting services market, projected to grow steadily through 2033 across ERP consulting segments, suggests that enterprises increasingly rely on external expertise. The differentiator is not whether consultants are used, but how effectively they are integrated.

REFRAMING THE QUESTION

Balancing internal SAP teams with external consultants is about building a resilient capability model that aligns with business ambition. Leaders should ask questions like, Where does external expertise meaningfully accelerate outcomes? and How do we ensure knowledge compounds internally over time? SAP environments will only grow more complex, and AI integration, cloud-native extensibility, and global compliance pressures will continue to demand both depth and agility. The organizations that treat this balance as a strategic design decision, rather than a reactive staffing adjustment, will move faster and build internal capability that strengthens with each transformation cycle.

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Adam Segal Segal.adam.m@gmail.com 6107879771 Finding a New Position Hi Bull City Talent team, I hope this message finds you well. My name is Adam Segal, and I’m reaching out to share my background for consideration in performance marketing and paid media roles I’m a Paid Media Marketing Manager with 6+ years leading multi-million-dollar campaigns across programmatic, paid social, and search. I specialize in performance-driven acquisition strategy, pacing and delivery optimization, and translating campaign data into scalable growth frameworks across global markets. I’ve managed high-budget campaigns for brands including Netflix, Paramount+, and Disney, partnering with cross-functional teams to drive measurable performance and disciplined execution at scale. I’d be glad to discuss remote opportunities where my experience in cross-channel paid media, acquisition strategy, and performance marketing would be a strong fit. You can find my CV and my linkedin profile at the link below https://www.linkedin.com/in/adam-segal-70774213a/ Thank you very much for your time and consideration. Best, Adam 0cAFcWeA7-48ghS6K7AuJu4L_2GbgHtt3B76KlnygvUwqLlofqnbc5ksuFEfQTegtUqsZj5R5o44hKpa7sQklRLauZaFQBv42gBQ4voOtwKT0vf6GoMJt7DvWLcaGcz5w2376S-bcjze5m4WrWGELfB4tpMxiuvDCMTEmxkO4N4VNRrtVXhAMn565Lz8Rk6sSS3yGik6En2D98mbqjIWPeDUZfzNezsjUSG4sZakq6S24VASalzc6qADbSYa1pIzddlhs20LxKQwdMmZ12wozXt27BQ09k8dT_zTh26_Lbw0N1SAJYOMHLhBTVITk116XakDWwAylrWf8LpVl3vEJGxD24UoeRtUHrE394GfuA2WU43B6AL0Cdf557azwAvmKbdpqBkwX2IYXYzIJ05M7y8tiA-ySyd5ua15zMvOcqoHWp0pr4ShXRCNblpLaxNvRivFY7Y-NoIgdau4o-v9Ft_5chXMoUZuTjdXQt-B87LOu3jE7BxuaGjVI2jl6Z6r8q63BVW1Jm4bI7ue42-479yT3Fpa4pw7rRKsKzvKeJIvRhemyamhojYDPYFtNVdID_xUweui3QuBTj3xBxYkeH8fw6SSpUEd7uM7DMBx1v23yvyY8pegjRanxEiSzxEwyIrEazHm35oGLeQ2X98nC_sidtMNcf_-adPOcwrawdQtm6bmsvlvlrhfehvWE-n4WVOuXnxpzTr8el9PRvpwV7gK0SNsn94gdCyasTaVQKiVunT9cVKNef9NfyvSqxe72M7yR44R9wY1MrKAh9_wf2t2R1JjEfkEjh5ZUrFUsUWM5Gry7tPZ4cDSGWy1ih6k_eel39UnQ7-PJZdQ21bpv-tNZAycVkLM4T3TlDgAKaIChAi9zm--fN3dTq8Iu_hNGV5S8q2KIOdUgjDUMUFFpKi5N63UiD00TXA2N1Jmv4GzgTiWIY44F4yzXOTMjAs0mLVpNyRokPUm1fHCaoF5IepswyzWb6_4qmQUae95-SlrVuH4AybXlJvRBhTslLyIIPBWj8jhSXO6IWJ14ykjM7DlKe1nahz_AeCwemY48ydozPDmx762M--4jIKZmTitJyhOXNtgX6W5WYl0YKLn7vJUxwGAsGsF1zyr2srcrKcmj0lNsZLKn-HDj78NAlNZRMSxNDPYLAfrXD1Z42aBXd0zlBHrQhApx2cd0E964zowZUk7-2e23pe_AwoxEzmJM3KpQUxhcC8-N7s_i9lw4H5H4cufRt9LX2pKDb9vnBaCjomjL-_ipiknbDIeWeIbNn21tEFLP2kXKBPvaV06k7k4eVjoPp88nUXDfD0WD_MKHw2HfhS7S_VPagAqEQe351LkCJnVDCOqByPIgn-VvkYVBdH1rACcSSFo0cnYHw7NE0aTbYP-oOfDnsYjP6ljtoZDax2Opn0epDDCa30VZ3jUSAa0jwgfEjn7WJ1UY_cgN9wS9nVmvjkKsw6toFgx6weoL05vVVfR1nO0wlGZ2zG_RNmQ6sSIaYFK9H7ZSoYsFOTaqeWbF8WjCS-_CC5_XeSfBpcP3xi-YVgM097Qg4Ab1q-mj0zl_re1JUaRn04C4YBQskiqWhOyRrOgmpwpW1X3g18BreG1IFIZACX7fcuq0jQT47d7LZHXaNYbTH43UJOEeqcEBHBI4IePCEmwtqlgmJiVa8IikRLQsqr8iTXHRm63LlJJaqAzTgbU66ysHZVqlYwudREm9tOMBANP9qYYhQy0KHSVzT4pHi9MGLwsdgQ72A-D_0-3i4q-N-LqM2Dt-gMPPdFRzGETf9AvXwpICKB5d4wClUT6tuAsmWj6GeqIy4dZIrQVN4Sdl6R7XAbVy7JbMgNdlp_wXlWveBik6dA1MVIRnFegA4NCpO3SDSLIT3iC3TlUq-3otOS9Sp8SXZpSoROI8K_CoqZnmQXCAqXeVFlu0SN4aOvzC7Isu1OwuRQCfT-Y_pCyqM1HUcV4g4IuIaJx84WkUsZBPyI9vP1VVmLaE5xfNn3Tk3Y72NHzAL2cJSuUXiTINlPX-zEdkPpm3H42K8TVfhFKJQqtOTAjKjzXApb9atDI-_n6cufP754z6UVKykE95QeGfCSL1AMciU_vXbS3-DXdHoy7Fz2TWmlRZn80lpcNFJDjRu_TIXTZpTKljVi7BGpVP8W1XT_zp1R16BZkI1fxCFSCUlMTUr8Q1hQTmazew2R6LtRZpCE_u5gF0PWKQ3EHHfy8eabnAKefBOX01gk-wuKFDhch8a0bpyje9cvqdPR--kLeb-JvVjsN4NB4xGUE23n2yBr7_EFh6KiIQAVxkUdDqIrMGAY48FMB6rrghsROlKnmnES3P3TsnCLiV51g0kxs20E9Ypm_XePhNbJJeexVBbizb4W8Vl 508 46.183.108.172 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/145.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 2, 2026 9:27 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

When organizations embark on large-scale technology initiatives, they typically rely on a System Integrator (SI) to lead delivery. That structure makes sense. SIs are built to execute; they bring methodology, technical depth, and the resources required to move a program from design to go-live. But execution alone doesn’t guarantee alignment. Amid aggressive timelines and detailed configuration decisions, a critical perspective can get diluted: the client’s. Questions around business objectives, internal readiness, long-term scalability, and financial guardrails don’t always receive the same scrutiny as delivery milestones. So, what is a client advocate? At its core, a client advocate is an independent partner who represents the client’s interests throughout a project lifecycle. They operate as an extension of the internal team, ensuring decisions, timelines, scope, and investments remain grounded in business priorities rather than solely in delivery mechanics.

WHAT IS A CLIENT ADVOCATE RESPONSIBLE FOR?

A client advocate acts as a bridge between your organization and your SI. They do not replace the integrator. Instead, they provide balance, offering objective oversight and business-first accountability. In practice, that can include:

Validating scope and contracts

Providing independent guidance

Coordinating internal and external teams

Translating technical complexity into business insight

Tracking risk from the client’s perspective

Benchmarking against market reality

The distinction is subtle but important: An SI focuses on how to deliver, while a client advocate ensures you’re delivering the right solution, in the right way, at the right time.

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[embed]https://youtu.be/Ywiol6Ay8Wc?si=i8NzFNc9u_4siGea[/embed]

THE BOTTOM LINE

So, what is a client advocate? A client advocate is the strategic counterbalance to delivery-focused execution — the safeguard that ensures your transformation serves your business, not just your timeline. With the right client advocacy in place, organizations implement systems with control and confidence.

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In executive conversations about SAP strategy, the talent discussion typically begins with hiring. How do we recruit S/4HANA architects? Where do we find BTP developers? What will it take to compete for transformation-ready functional leads? But increasingly, the harder question is not how to hire SAP talent. It’s how to keep it.

KEY TAKEAWAYS

One of the most underestimated drivers of SAP attrition is career velocity. If roles are framed primarily as system maintenance functions rather than strategic innovation positions, retention risk rises significantly.

Workload sustainability plays an equally powerful role; without structured recovery periods or role rotation, burnout becomes likely.

There is no avoiding the reality that SAP compensation has risen alongside demand. As the consulting market expands and transformation demand increases, salary expectations adjust accordingly.

The solution is to design co-delivery models that elevate internal talent and balance workloads.

Across industries, organizations are discovering that while hiring SAP professionals is competitive and expensive, retaining SAP talent presents a deeper, more structural challenge. Compensation matters, but it is rarely the root cause of attrition. Career mobility, transformation fatigue, operating model design, and market expansion all play a role. The result is a paradox: enterprises invest heavily to attract SAP expertise, only to lose it at the moment it becomes most valuable.

A STRUCTURAL IMBALANCE

The SAP ecosystem is in the middle of one of the largest modernization cycles in its history. S/4HANA migrations, cloud extensibility through SAP Business Technology Platform (BTP), and embedded analytics and AI capabilities have reshaped what “SAP expertise” means. At the same time, the talent pipeline has not scaled proportionately. Industry research indicates that 41% of businesses report difficulty finding qualified SAP professionals, highlighting a persistent scarcity of experienced practitioners. Compounding the issue, the global SAP consulting market continues to expand significantly, with projections suggesting it will grow from approximately $18 billion in 2026 to nearly $39 billion by 2035. That growth is fueled by enterprise transformation demand, and it intensifies competition for experienced SAP professionals.

HIRING VS. RETAINING SAP TALENT

Hiring SAP talent, while challenging, follows relatively familiar patterns. Organizations benchmark compensation, engage recruiters, leverage external partners, and eventually fill open roles. Retention, however, is influenced by deeper structural forces. SAP professionals operate in a uniquely portable labor market. Skills developed in one enterprise, such as BTP integration architecture or Fiori development, are highly transferable across industries. Unlike legacy, heavily customized systems of the past, modern SAP capabilities are standardized enough to travel. Consulting firms and system integrators actively recruit experienced internal SAP talent because those individuals bring hands-on transformation credibility. The expanding consulting services market only increases that pull. Once an internal SAP professional successfully delivers a major transformation initiative, their market value often peaks. Recruiters know it. Consulting firms know it. Competitors know it. And increasingly, the employee knows it too.

KEY CONSIDERATIONS

Career Mobility

One of the most underestimated drivers of SAP attrition is career velocity. Large SAP transformations create intense, high-visibility growth periods. Professionals architect enterprise-scale solutions and lead cross-functional workstreams, but once go-live stabilizes, many organizations shift into steady-state operations. For high performers, that shift can feel like stagnation. Staffing and consulting firms, by contrast, offer project rotation. A senior functional lead in an enterprise may move to consulting not purely for compensation, but for diversity of experience and accelerated advancement. If internal SAP roles are framed primarily as system maintenance functions rather than strategic innovation positions, retention risk rises significantly.

Burnout and Transformation Fatigue

Workload sustainability plays an equally powerful role. S/4HANA migrations and large ERP transformations are multi-year efforts involving data conversion, process redesign, testing cycles, compliance alignment, and business change management. Internal SAP leaders often carry dual responsibilities: maintaining continuity while delivering transformation milestones. Extended project timelines, compressed cutover windows, and executive scrutiny create sustained pressure. Without structured recovery periods or role rotation, burnout becomes likely. Moreover, retention challenges often spike six to 12 months after major go-live events, precisely when internal knowledge is most critical. Enterprises that do not intentionally design post-transformation career pathways may unintentionally signal plateau rather than progression.

Compensation

There is no avoiding the reality that SAP compensation has risen alongside demand. As the consulting market expands and transformation demand increases, salary expectations adjust accordingly. However, across broader workforce research, compensation consistently ranks behind growth opportunities and leadership influence as long-term retention drivers. When SAP professionals are embedded in strategic discussions, they are more likely to remain engaged. When they are positioned as ticket resolvers or purely operational custodians, attrition risk increases.

FINDING BALANCE & DESIGNING FOR LONGEVITY

If internal SAP teams lack clear architectural ownership, defined advancement pathways, access to emerging technologies such as analytics or AI, and ongoing certification investment, they will look externally for those opportunities. The solution is not to eliminate external consultants, but to design co-delivery models that elevate internal talent. When consultants handle surge capacity or niche specializations while internal leaders retain architectural authority, capability compounds rather than drains. Retention improves when SAP professionals see a future that evolves alongside the technology. That means establishing SAP centers of excellence (CoEs) with defined leadership tracks, funding continuous certification in emerging SAP capabilities, rotating high performers into innovation pilots, and embedding SAP leaders into enterprise strategy forums. It also means balancing workload intensity. Hybrid delivery models — where external consultants supplement peak transformation demand — can reduce burnout while protecting institutional knowledge.

THE ADVANTAGE OF CONTINUITY

As the SAP consulting market continues its projected growth toward nearly $39 billion by 2035, demand for experienced practitioners will remain strong and mobility will remain high. In this environment, the competitive advantage shifts from the organizations that can hire fastest to those that can retain best, building institutional expertise that compounds over time and anchors long-term strategy. Hiring SAP talent may open the door to modernization, but retaining SAP talent determines whether modernization becomes sustainable.

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With the US staffing industry expected to grow by 2% in 2026, reaching an estimated market size of $183.3 billion, the role of staffing partners has evolved far beyond simply filling open requisitions. For business leaders, especially those focused on building resilient, future-ready organizations, defining staffing expectations isn’t about checkboxes and delivery timelines alone. It’s about embedding strategic insight and trusted counsel into the talent ecosystem.

KEY TAKEAWAYS

Leaders should expect staffing partners to operate not as vendors, but as strategic allies who understand the organization’s long-term goals, values, culture, and challenges.

Today’s staffing partners sit between candidate supply and employer demand, and leaders should expect their staffing partners to bring data-backed insight to the table.

Leaders should expect their partners to maintain open, honest, and frequent communication, not just during active searches but throughout the lifecycle of the relationship.

One of the most tangible staffing expectations leaders should hold is a demonstrated commitment to quality, and, with the labor market in flux, partners should also be adaptable, flexible, responsive to changing needs, and innovative in their sourcing strategies.

Finally, leaders must expect a mindset shift toward partnership and shared accountability.

The past few years have seen seismic shifts in the talent landscape. From rapid technological change to shifting worker expectations, sourcing, hiring, and retaining talent has become one of the most pressing challenges facing organizations. As a result, leaders must reassess not just who they work with, but what they expect from those relationships. Below, we unpack modern staffing expectations, covering what leaders should look for from partners, why these expectations matter, and how they translate into real organizational value.

MODERN STAFFING EXPECTATIONS

Strategic Alignment

At its core, effective staffing starts with a mutual understanding of purpose. Leaders should expect staffing partners to operate not as vendors, but as strategic allies who understand the organization’s long-term goals, values, culture, and challenges. While transactional staffing can satisfy immediate operational needs, it rarely delivers long-term value. In contrast, strategic staffing partnerships involve proactive workforce planning and alignment with future business priorities, which means that partners are equipped to anticipate talent needs before they become urgent. For example, a staffing partner aligned with your strategic vision can help you forecast demand for emerging roles and tailor pipelines accordingly.

Market Intelligence

Today’s staffing partners sit between candidate supply and employer demand, witnessing shifts in skills, compensation rates, and worker expectations in real time. Leaders should expect their staffing partners to bring this data-backed insight to the table. Moreover, staffing firms now increasingly leverage technology, including AI and predictive analytics, to improve candidate matching and generate strategic workforce insights, and adoption of these tools informs smarter hiring decisions. In fact, a 2025 report found that “fast growth” agencies differentiate themselves through technology adoption, finding that AI adoption has surged to 61% of agencies.

Understanding of Organizational Culture

Another essential aspect of modern staffing expectations is cultural alignment. Leaders want partners who don’t just deliver talent that meets technical requirements but also fits the organization’s culture and stays. A staffing partner that takes time to understand your culture and internal dynamics enables better long-term placements and contributes to stronger retention outcomes. Partners who ask insightful questions upfront about team dynamics and performance expectations can tailor their candidate screening process accordingly. This is especially relevant in today’s market where candidate experience and organizational fit are pivotal to retention. One trend shaping the staffing landscape is that candidate expectations have risen significantly, with many professionals seeking transparency and respect throughout the recruitment process.

Communication

Effective communication is a foundational element of strong staffing partnerships. Leaders should expect their partners to maintain open, honest, and frequent communication, not just during active searches but throughout the lifecycle of the relationship. This is about dialogue. When staffing partners share insights on talent supply or feedback from candidates, leaders get early signals that help them adapt workforce strategies in real time.

Performance and Quality

One of the most tangible staffing expectations leaders should hold is a demonstrated commitment to quality. This means staffing partners should apply rigorous vetting processes that go beyond generic skills assessments, validating not just experience, but competence and cultural fit as well. No staffing partner can guarantee flawless hiring every time, particularly in such a competitive market, but leaders should expect transparency about candidate readiness, strengths, and limitations. This quality focus also includes feedback loops post-placement that assess how well hires perform and integrate into teams.

Flexibility and Adaptability

The labor market is in flux, so leaders should expect staffing partners to be adaptable, flexible, responsive to changing needs, and innovative in their sourcing strategies. Emerging trends, such as skills-based hiring and hybrid work models, are reshaping how employers and staffing firms approach recruiting, while automated sourcing solutions and AI-enabled candidate screening are now becoming mainstream elements of the staffing toolkit. A partner who can adjust strategies as market conditions shift ensures your organization remains agile when competition for talent intensifies.

Shared Accountability and Growth Orientation

Finally, leaders must expect a mindset shift toward partnership and shared accountability. This includes a mutual commitment to success, not just in filling immediate roles, but in building a long-term, strategic pipeline. This means setting shared goals, establishing clear metrics, and continuously evaluating outcomes together. When staffing partners see themselves as extensions of your workforce strategy, they invest in your success on a deeper level, aligning recruiting efforts with organizational performance goals and fostering enduring value.

FINAL THOUGHTS

Traditional notions of staffing are no longer sufficient. Leaders must redefine staffing expectations to encompass strategic alignment, market intelligence, cultural insight, communication excellence, quality focus, adaptability, and partnership mindset. By doing so, staffing partners become not just providers of talent, but strategic collaborators in building resilient and capable organizations. The right partner enhances your ability to attract top talent and align workforce plans with long-term business strategies.

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SAP implementations are expensive IT investments for organizations to undertake. Despite the wide range of business improvements that ERP systems offer, 50-75% of large-scale ERP implementations fail to meet their goals. These failures rarely stem from the technology itself and are often the result of organizational and governance gaps.

Key Takeaways

SAP implementation failures are often the result of organizational, governance, and/or planning gaps.

Strong executive sponsorship and organizational readiness are critical to aligning teams and driving accountability across departments.

Inadequate change management, training, and communication can lead to low user adoption and resistance to new processes.

Poor data quality and rushed data migration efforts allow legacy issues to persist in the new SAP system.

Excessive customization increases costs, complicates upgrades, and reduces long-term system sustainability.

Unrealistic budgets and underestimated scope often lead organizations to cut critical activities like training and testing, increasing overall risk.

Successful SAP implementations prioritize clean-core principles, strong data governance, continuous change management, and realistic budgeting.

Below we’ll outline some common reasons why SAP implementations fail and discuss ways to prevent them.

Why Do SAP Implementations Fail?

Problem #1: Lack of Organizational Readiness

When businesses take on an SAP implementation, they may not realize that SAP projects require major process and mindset changes, not just system change. Organizations often underestimate how much coordination and process redesign it takes to fully implement SAP successfully. Furthermore, 40% of organizations cite insufficient executive buy-in as a significant factor in SAP failure. Without clear leadership support, SAP can act as an IT project instead of a full business transformation, significantly impacting its success. A lack of proper organizational readiness and cross-department alignment, along with leadership support, can cause teams to be unprepared for the changes that come after an SAP implementation.

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[wpforms id="31247"] Contributions from Natalie Pollock

Technology leaders are steering their organizations through unprecedented change. Between generative AI adoption, hybrid work models, digital transformation imperatives, and accelerated competition, IT leaders are becoming architects of organizational capability. In this environment, the old model of “find candidates when you have openings” no longer suffices. What’s required is a strategic approach to talent that drives resilience and future-proofs the business. This is where long-term talent partnerships in IT come into play: not as a hiring tactic, but as a foundation for sustained innovation and operational continuity.

KEY TAKEAWAYS

Historically, many organizations treated recruitment as a series of discrete events, but that approach in today’s environment undermines agility.

Long-term partnerships reframe talent strategy, embedding a sustained relationship between an organization and its external talent networks that enables proactive workforce planning and capability development.

By cultivating long-term partnerships, leaders can forecast future skill demands and align workforce investment accordingly.

Partners who deeply understand your organization can deliver candidates who fit the skill requirements of the moment as well as your long-term needs.

For many IT leaders, the supply of talent seems paradoxical. On one hand, layoffs and restructuring make headlines; on the other, skilled technologists — especially in areas like AI, cloud, and cybersecurity — remain in high demand. Analysts estimate that by 2026 over 90% of global organizations will face IT skills shortage challenges, with potential impacts including delayed product releases and stalled transformation efforts. Compounding this challenge, workforce research continues to signal high mobility among tech professionals. A recent IT talent survey found that 42% of IT professionals are actively exploring new jobs, reflecting ongoing turnover risk and evolving career expectations. At the same time, macro talent insights show that skill gaps are the primary barrier to transformation across industries. According to the World Economic Forum’s Future of Jobs Report, skills gaps are the top concern for 63% of employers looking toward 2030, and most do not expect talent availability to improve significantly in that period. These factors signal a long-term structural shift in how technology talent is cultivated and retained.

MOVING AWAY FROM TRANSACTIONAL HIRING

Historically, many organizations treated recruitment as a series of discrete events: a role opens, candidates are sourced, someone is hired, and the process ends. That transactional model made sense when talent markets were reasonably abundant, and roles were relatively stable. But in today’s dynamic environment, that approach undermines agility. A long-term talent partnership in IT, by contrast, reframes talent strategy. It embeds a sustained relationship between an organization and its external talent networks that enables proactive workforce planning and capability development. This creates a resilient pipeline of ready-now and ready-soon professionals aligned with your strategic objectives.

THE VALUE OF LONG-TERM TALENT PARTNERSHIPS IN IT

Anticipates Needs

Modern IT roadmaps are fluid. Today’s priority could be cloud modernization; tomorrow, the need may shift toward cybersecurity or analytics. By cultivating long-term partnerships, leaders can forecast future skill demands and align workforce investment accordingly. After all, proactive talent strategies shorten time-to-productivity and reduce the scrambling that occurs when critical roles go unfilled, proving that this level of anticipation is a necessity.

Builds Institutional Knowledge and Continuity

A fractured talent pipeline erodes institutional knowledge. Critical insights about systems, processes, and integration points can depart with employees, slowing innovation and increasing risk. Long-term talent partnerships help mitigate this by deepening familiarity with your organization over time. Partners who understand your technology stack, culture, values, and strategic goals can deliver candidates who fit not just the skill requirements of the moment but also the long-term needs of your enterprise.

Strengthens Adaptability

Innovation cycles are shortening. Technologies like AI and edge computing evolve rapidly, demanding skills that today’s workforce might not yet possess. Strategic talent partnerships can include upskilling and reskilling initiatives as part of the ecosystem, enabling organizations to build capability from within as well as recruit externally. This approach aligns with broader trends in workforce strategy that emphasize adaptability, continuous learning, and talent mobility, all of which are essential in a future where job roles are evolving just as fast as the technologies that power them.

FINAL THOUGHTS

Long-term talent partnerships in IT transform your hiring ecosystem from reactive to anticipatory, from isolated hires to capability pipelines, and from transactional engagements to sustained growth engines. When aligned with organizational priorities, these partnerships enhance continuity and anchor your IT strategy in the human capital needed to realize it.

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The best talent isn’t limited by geography. Our global staffing offerings, powered by IT Resonance, help you build high-performing teams wherever the need exists.

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Global Talent Solutions Built for Today's Challenges

Whether you’re expanding into new markets, plugging critical skill gaps, tackling global transformation initiatives, or operationalizing strategy at scale, we connect you with top IT talent wherever they are. Our global staffing services, powered by IT Resonance (ITR), give you access to the resources you need to deliver outcomes, worldwide.

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We deliver global SAP support across the full lifecycle, in partnership with ITR, from strategy and implementation through optimization. We provide experienced consultants with deep functional and technical expertise to help clients maximize the value of their SAP investment.

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With support from ITR, we offer offshore and hybrid delivery models designed to support global programs with efficiency and scalability. By combining onshore leadership with offshore delivery, we help clients balance cost models and deliver speed with precision and quality.

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Together with ITR, our application support and managed services offerings provide stability and continuity for global SAP environments. From ongoing operations to issue resolution across regions, we help our clients keep critical systems running smoothly.

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Everything we do is anchored in delivery and client value, and global delivery requires disciplined execution. Together with ITR, we prioritize delivery excellence and client value by aligning teams to business objectives, ensuring every engagement drives measurable outcomes.

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We source and place expert talent across diverse functions, technologies, industries, and geographies, delivering the resources you need with speed, precision, and reliability.

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Enterprise technology no longer evolves in discrete leaps and then plateaus. For SAP teams — especially those running or migrating to SAP S/4HANA — the pace of change has become constant. Quarterly updates, cloud advances, AI-driven process automation, and continuous enhancements to SAP Business Technology Platform (BTP) turn SAP landscapes into living systems.

KEY TAKEAWAYS

Today’s leaders are moving toward product-oriented team structures where accountability and business value live long after any one release.

CIOs are approaching this talent challenge along three frontiers: reskilling, blended workforce models, and evolved role mix.

Traditional metrics, like ticket velocity or milestone completion, are giving way to business-centric outcomes, like improvements in inventory accuracy and faster financial close cycles.

For CIOs, the imperative is to establish a resilient capability that can evolve with SAP and the broader digital ecosystem.

What used to be a “big bang” project is now ongoing transformation. For CIOs, this shift translates into a new operating model: build sustained capability, not transactional project execution. And that mindset has profound implications for how they staff, upskill, and retain high-value SAP talent. Below, we explore how CIOs are rising to that challenge and what this evolution to continuous SAP transformation means for organizational talent strategies.

CURRENT SAP LANDSCAPE

Recent survey data illustrate the scale and pace of the evolution of SAP from a project to a capability. In research released in late 2025 by Precisely in collaboration with the Americas’ SAP Users Group (ASUG), 59% of organizations reported they are fully or partially live on SAP S/4HANA, a significant uptick from prior years as organizations pursue modernization ahead of the SAP ECC end-of-mainstream support timeline. Additional research from ASUG shows that 45% of organizations are already live on S/4HANA or actively migrating, with another 30% planning to go live within the next 6-24 months, underscoring how widespread and sustained this transformation work is. That said, this evolution isn’t a single migration wave that crests and recedes. It’s a sustained shift in how enterprises are modernizing mission-critical systems.

TAKING A NEW APPROACH

In the past, SAP teams were organized around big bang cutovers: build a project team, execute the timeline, stabilize, then disband the team. Today’s leaders are moving toward product-oriented team structures where accountability and business value live long after any one release. These teams often include architects, business integrators, release managers, integration specialists, and subject matter experts whose roles persist across multiple quarters of delivery and optimization. This model mirrors modern engineering practices seen broadly in software-driven organizations. A product-driven approach helps internal teams absorb SAP updates and iterate process improvements rather than treating support and enhancement as separate overhead.

HOW CIOS ARE APPROACHING CONTINUOUS SAP TRANSFORMATION

If SAP transformation is continuous, talent is the constraint that determines pace and quality. Multiple industry sources point to a persistent SAP skills shortage, especially among experts who understand both legacy systems such as ECC and modern platforms like S/4HANA. Industry data show that SAP skills gaps remain a top concern for organizations navigating upgrades and evolution, while external reports note that this talent scarcity isn’t evenly distributed. Specialists in cloud migration, integration, analytics, DevOps, and security are among the hardest to find. These dynamics create a dual challenge: organizations must both staff delivery teams today and build capability for tomorrow, all while competing for a constrained pool of talent. CIOs are approaching this talent challenge along three frontiers:

1) Reskilling

Rather than relying solely on external hires, organizations are investing in formalized upskilling programs for internal teams. These include pathways for legacy SAP consultants to transition into S/4HANA, cloud architecture, integration, and automation roles. This emphasis on continuous learning signals a shift from tactical hiring to talent development as strategic investment, and it aligns with broader industry recommendations that organizations make long-term skill growth part of their transformation strategy.

2) Blended Workforce Models

Even with upskilling, gaps remain. CIOs are increasingly adopting blended workforce models that combine a core of internal experts who steward process knowledge and business alignment with flexible external specialists who augment capacity for accelerated delivery. This blended approach avoids overreliance on any one talent pool while preserving institutional context, which is an especially vital factor in a continuous SAP transformation model.

3) Evolved Role Mix

Traditional SAP program teams were heavy on functional consultants and project managers. Today’s landscape requires a broader and deeper skills mix, including:

Automation and testing engineers

DevOps specialists

Integration architects

Data governance professionals

Cloud and security experts

MEASURING WHAT MATTERS

Perhaps most crucially, CIOs are shifting the metrics that matter. Traditional metrics like ticket velocity or milestone completion are giving way to business-centric outcomes such as reduction in order-to-cash cycle time, improvements in inventory accuracy, faster financial close cycles, and cost avoidance from automation adoption. When team performance maps directly to operational value, leaders gain better visibility into the ROI of their transformation investments and teams make choices that align with business impact rather than technical throughput.

LOOKING AHEAD

Continuous SAP transformation is today’s operating reality. And the organizations best positioned to thrive are those with persistent team structures that retain knowledge across transformation cycles; adaptive talent strategies that balance internal capability and external expertise; modern engineering practices embedded in ERP delivery; and outcome-oriented metrics that align technology with business value. For CIOs, the imperative is to establish a resilient capability that can evolve with SAP and the broader digital ecosystem.

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Augmented reality (AR) and virtual reality (VR) are rapidly evolving from experimental technologies into practical enterprise tools. Worldwide AR and VR spending is projected to grow at a 50.22% compound annual growth rate through 2028, with commercial use cases driving much of that expansion. Market analysts also expect the sector to grow by $442.99 billion between 2024 and 2028, underscoring the scale of investment flowing into immersive technologies.

KEY TAKEAWAYS

Scalable AR and VR deployment requires infrastructure readiness and secure systems alignment.

AR and VR make IT operations more efficient by improving training, support workflows, and decision-making.

Workforce reskilling and leadership alignment are critical for organizational readiness.

Governance structures that support secure adoption set up businesses for long-term success as immersive technologies continue to evolve.

In the IT realm, this growth signals more than market momentum. It reflects a shift in how digital environments are built, supported, and experienced. As immersive technologies mature alongside 5G connectivity and scalable cloud infrastructure, IT leaders are increasingly evaluating how AR and VR fit into long-term infrastructure planning. Low latency networks, edge computing capabilities, and cloud platforms now provide the technical foundation necessary to support enterprise grade immersive applications. The question for IT departments is no longer whether AR and VR have potential. Instead, it is how to integrate them strategically and securely within existing enterprise ecosystems. In this piece, we explore the infrastructure considerations, operational impacts, and organizational shifts leaders must address as AR and VR in IT move from experimentation to enterprise deployment.

THE FUTURE OF AR AND VR IN IT

Enterprise Integration

Enterprise integration of AR and VR in IT begins with infrastructure readiness. Immersive applications require strong bandwidth and low latency performance, particularly when supporting remote collaboration or real-time assistance. Updated cybersecurity frameworks are necessary as immersive platforms collect spatial and biometric data, including environmental mapping and eye tracking information. These expanding data inputs introduce privacy and compliance considerations that traditional endpoint protections may not fully address. Interoperability and system integration remain persistent barriers for organizations implementing immersive technologies, particularly within complex IT environments that rely on layered cloud services and legacy infrastructure. Without deliberate architectural alignment, immersive tools risk operating as isolated solutions rather than integrated enterprise platforms. When AR and VR solutions align with established standards, they extend enterprise capabilities instead of fragmenting them.

Transforming Operations

When integrated effectively, AR and VR can materially enhance IT operations. Training is one of the most immediate applications. In fact, VR-based training programs have demonstrated up to four times faster training completion compared to traditional instruction, improving workforce readiness for technical roles. Immersive simulations allow employees to practice procedures in realistic environments without affecting live systems. AR also strengthens field support workflows. Remote assistance tools enable technicians to receive digital overlays on physical equipment, reducing maintenance time and limiting operational disruption. Instead of relying solely on documentation or verbal guidance, technicians can view contextual instructions directly within their field of vision. This capability improves accuracy and speeds resolution. Immersive data environments offer further operational value. Presenting network architecture and cybersecurity activity in spatial formats allows analysts to explore complex systems from new perspectives. Three-dimensional visualization can reveal dependencies or anomalies that may be less apparent in conventional dashboards. Digital twin initiatives add another layer of impact. Industrial digital twin use cases are contributing to enterprise AR and VR growth, particularly in infrastructure and system monitoring environments. IT teams can simulate infrastructure changes, test performance scenarios, and evaluate risk exposure before making production adjustments. This approach supports informed decision making while reducing potential disruption.

Organizational Readiness

Technology investment alone does not guarantee success, and workforce preparation plays a central role in sustainable integration. Emerging technology adoption increasingly requires workforce reskilling to align digital tools with business objectives. Immersive systems introduce new interaction models that demand updated technical and operational competencies. Leadership alignment is also critical, as immersive initiatives often stall without executive sponsorship and cross-functional coordination. Because AR and VR projects frequently span IT, operations, and business units, strong governance structures are necessary to maintain alignment and momentum. Clear policies addressing privacy, device management, and user safety must accompany deployment. Establishing governance frameworks before scaling immersive platforms reduces compliance risk and strengthens employee trust. Pilot programs focused on measurable outcomes, such as reduced onboarding time or improved service response rates, can demonstrate tangible value. Early evidence supports broader adoption decisions and reinforces stakeholder confidence.

GETTING STARTED

For IT departments beginning their immersive journey, the focus should remain on clearly defined use cases. Technical training and remote assistance often provide strong starting points because outcomes can be measured against performance metrics. Infrastructure assessments are equally important, as evaluating bandwidth capacity, cloud readiness, and cybersecurity controls helps identify gaps before full scale implementation. Early technical due diligence reduces the risk of costly redesigns later. Partnering with established platform providers and standards organizations can also improve interoperability and reduce implementation risk, while alignment with industry standards supports long-term scalability and integration. As AR and VR technologies continue to mature, early strategic planning positions IT teams to embed immersive capabilities into standard workflows.

To continue the conversation about AR and VR in IT, contact BCTG today.

Contributions from Hannah Yang

In an era defined by AI-driven sourcing and screening tools, it’s easy to assume that technology has replaced the need for traditional hiring channels. And yet, across industries, and especially in IT, one sourcing method consistently outperforms the rest: employee referrals.

KEY TAKEAWAYS

Employee referrals reduce uncertainty on both sides of the hiring equation and consistently deliver stronger hiring outcomes.

When an employee refers a former colleague or peer, they are effectively vouching for both capability and character.

Referral programs surface professionals who may not be actively applying online but are known quantities within professional networks.

Referred candidates typically move through hiring stages faster than traditional applicants, reducing recruitment costs and minimizing productivity gaps.

Multiple workforce studies have found that referred employees tend to stay longer than non-referred hires, and longer tenure translates into deeper institutional knowledge and greater long-term value.

Referral programs thrive in organizations with strong cultures. If employees are proud of where they work, they naturally become ambassadors.

For organizations seeking high-caliber talent, and for professionals navigating a competitive career landscape, employee referrals in IT remain one of the most effective and trusted ways to connect talent with opportunity.

THE DATA BEHIND REFERRAL SUCCESS

Despite the rise in online applications, employee referrals consistently deliver stronger hiring outcomes. Research has shown that while referrals typically account for a small percentage of total applications, they are hired at a rate of roughly 30%. At the same time, referred candidates tend to move through the hiring process faster and are more likely to receive and accept offers compared to applicants from job boards. Furthermore, referred candidates are significantly (5x) more likely to be hired than non-referred candidates and often experience shorter time-to-hire cycles. Why does this happen? Because referrals reduce uncertainty on both sides of the hiring equation. And in IT, where technical depth and cultural fit are critical, that reduction in uncertainty is invaluable.

WHY EMPLOYEE REFERRALS IN IT WORK SO WELL

Trust is Built into the Process

Technology roles often require collaboration and communication in addition to technical skills. When an employee refers a former colleague or peer, they are effectively vouching for both capability and character, and that endorsement carries weight. In complex IT environments — especially in DevOps teams or cloud transformation initiatives — one weak link can slow progress. Employee referrals create a built-in layer of trust because they originate from someone who understands both the technical standards and team dynamics required for success. From the candidate perspective, referrals also increase confidence. When a trusted contact shares insight into culture, leadership style, and expectations, the opportunity feels less transactional and more informed.

Higher Quality Matches

IT hiring is rarely about surface-level qualifications. Many candidates can list the same programming languages or certifications, but what differentiates top performers is how they apply those skills in real-world scenarios. Referral programs surface professionals who may not be actively applying online but are known quantities within professional networks. These are often passive candidates, or individuals performing well in their current roles but open to the right opportunity. In fact, passive candidates are widely recognized as representing a substantial portion of the global workforce, and employee referrals provide one of the most effective paths to accessing this talent pool. For employers, that means better alignment between technical expertise and business needs, and for candidates, it means being considered for roles that genuinely match their strengths rather than being filtered out by automated systems.

Faster Hiring Cycles

Time is a critical variable in IT hiring. Referred candidates typically move through hiring stages faster than traditional applicants, with research showing that referred candidates are hired 4x faster than others. Why? Because preliminary screening has already occurred informally. The referring employee has insight into both the candidate’s capabilities and the organization’s expectations. Shorter hiring cycles reduce recruitment costs and minimize productivity gaps, while for candidates, faster hiring means less time in limbo.

Stronger Retention and Engagement

One of the most compelling arguments for employee referrals in IT is retention. Multiple workforce studies have found that referred employees tend to stay longer than non-referred hires. One, for instance, found that referral hires stay 45% longer than others. The reasons are intuitive: they enter the organization with clearer expectations, they often have built-in social connections, and they’re therefore less likely to experience “culture shock.” In IT, longer tenure translates into deeper institutional knowledge and greater long-term value. For candidates, referrals can also lead to stronger engagement. Joining a company where you already know someone reduces the friction of integration and fosters early belonging, which is a key driver of job satisfaction.

Cost Efficiency Without Compromising Quality

Recruitment and prolonged vacancy costs add up quickly. Referral programs, when structured well, often deliver higher return-on-investment (ROI) than many other sourcing channels. In fact, employee referrals reduce cost-per-hire by 50% compared to other sources. While referral bonuses may represent an upfront cost, they are typically lower than external recruitment fees and are often offset by reduced turnover and faster time-to-productivity. For organizations managing IT budgets carefully, especially during periods of economic uncertainty, referrals provide a cost-effective sourcing strategy without sacrificing quality.

BUILDING A STRONG REFERRAL CULTURE

For referrals to be effective, organizations must actively cultivate them. That means encouraging employees to share open roles, offering fair and transparent referral incentives, communicating success stories internally, and, above all, creating a positive employee experience worth referring others to join! Referral programs thrive in organizations with strong cultures. If employees are proud of where they work, they naturally become ambassadors.

FINAL THOUGHTS

With AI changing the workplace as we know it, the most powerful sourcing tool remains deeply human: trust. Employee referrals combine trust, speed, quality, and cultural alignment in a way few other sourcing channels can replicate. They connect companies with high-potential talent and help candidates find environments where they can truly thrive. For organizations seeking resilient, high-performing IT teams, and for professionals looking to make meaningful career moves, employee referrals are one of the smartest, most reliable strategies available.

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Andrei Gorlitsky coachandreiwestern@gmail.com 8454904004 Finding a New Position Hi, my name is Andrei Gorlitsky, and I am currently seeking cybersecurity opportunities. I am a senior at Champlain College pursuing a B.S. in Cybersecurity and will be graduating on May 8, 2026. I currently work as an IT Engineer at the Leahy Center for Digital Forensics & Cybersecurity where I help manage and secure IT infrastructure, support cyber labs, assist with digital forensics work, automate tasks with Python, and work with virtualization and security focused system administration. I also have prior IT support experience and hands on experience with networking, system hardening, and homelab security environments. I hold CompTIA Security+ and CompTIA A+ certifications, and I am looking for entry level cybersecurity or security related IT roles where I can continue to grow and contribute. I would love to connect if your team is hiring or if you think my background could be a fit for current or upcoming opportunities. 0cAFcWeA7bun_zgb0LTFoZJUA-PORJtpczpj7AB239nzJmxp_Ssz0gD3-NDtnj0gOwdCjWup5oUBQzGCiE8srXxFL7exH3WxUcgtiNMH1Lpmni0KnZLq0RwQh1qI2mW4sgDwiFQTmNxFBdZv8Ioazm_fIomK3NsHK6iZbdmmoc9Mt4usqPnGI-U_S5cMVAzmLHt59JiLJwb4WG8jBSkDv9FDIMEUKT8wd1GinlIWFzZ42Ma1sZ09kVGSXwynKG9VDavZ8MwWLWrnc_LdvqVltHMmX_4tVgRLnK6wWKblZPc1Gsw27pCIs2EvHztsfdLI5-Vj04wTGOHjtAzIQKyUWswz02h3ckUnf-GVREgP_lx7AyPPCU1_rMAqF8UitQLOP-fzyLP7YP6jTixs3dcTqAqG9GdkdVqpHNeIyJCFKXS3oslHrB2uYie_eSpTBohn5R-MWD9wk4IQq3rufkKLhBJL0Gsyjg-CISndYiMdxbfoFMXEgOBhlx36weSJN22lGQ5gVn2LQHaOpSJmNX4T2xJVBHy_JnPHdwjUjZo3tWv6MGwa953M4fiuQ_kTmdcUW-Xmnj4xf80JzYXmC9wINgUhmw_RZ7rzysRJiTciOhodkcMtx5gOQkkLCtb5EpJYYVN4C3nTzlxVVEHPuRfAayoKDp-JcZnFntsZBQHTMkTNPIZSl5XV0vDj1E5Oyrcfm9u9lXXuL_zvs0orT-6977oJ-cbevvBf0o4EZ0TXXEsbdWzuiezLu4N5Jbj_1oUaDO3xD3AnPRbsItb1nUGJXzotpHG79NlzrLDUk-oqPEDvtYxst4n1ahMWSA8AFg59iMpJBEfjz_D4-4BISgdWstwq22-aBOkOvDp8z79dCsQ7ll5NcZUaTgq5NHszXOive3Fr8vYY5dgXjZQ-otpSGASfbBdjTbOi01Vg3fCqMEuAS4brLGT0Ku2sMdf1ZvLFMhzT1wlGLSZ3QO3n5iVNr8kCLKh1Zx27unESpIxeJecBMPPgUcubE8hB9jJFy04lj1aHw2NDRZc6z3j0rA7wBMTGXGkOv9_kczm81oJWZHkdcD0STz3BYEkpOKnXxGZWHRGtXknt8NnTJz36comWC_QswykxGUD2VIH4nSuDoIljyw70lZ5Qcrwdhg9VmoUyoVvpol5Ez_8pvBhUOpiQowR8VBlXezyYLogxHKeoxGOntfdb3iN-kvSVpukBcJMx-Id7l6o9zk-epSWhzOb9FVxeJVlWuCYwaDozG_LW5_J-FLYVr2iUW0-N39glHI1vJe8NVAnWcY954j0mV2JhTklmY4C0Jdvbpqk2BG7sdUFVkiQwO0Rjr0y5t-87nFC4l3tcO2OslinHC8u3yff2gWbGf_TI_e4LsNC3QBIKRMPARj3Yp3g3uEUgpCualQtAZ0EUKlaAeDNslmqwBonT1LIQOY7z8UCcgJFlTCgARQ8efdkuVbs45X6WJsGQ9MyysN-ehCQkFxzo2dwITBLblFwXMYOcKRgHuZUYko5ThLFr4iop2WioJkhGHTi-IDRquwSkNIncXiCZOEzQ0Jidm4bIjRzwTE_XBz6lsmF9xsMSS2tq8PkLmKXaNDKH7cMmGUA6MNTkJJ2G9jz2Un0uDsGikDuYk3_C-A24hsvzjUHshSEXOYJS-I3Sgfr1OPyfgOYvC_UMEh16MsSC99n5NFLGDdIjS6F0aSVwt-VY0cF5duW6IAJuAIsuBViOIqLJF3JImEERuMHEowUd4HSYerbI0tlFhYO1CDWghUXBPaCULg-2aW9RVKFEcxkinMPxls0Y-2B0Tp3GsZuGA-i0MLi3XKMru1hFu4Qxg5y2YIAxbZCTSf6PAyeweRNgcQLCSLlmUJmilU_eg2f-MJIjtb7LMuP8W_zGqnjvsXhNdr0BAVB3n75et1CnbdS7irDjqRYQ_JU0JwhmrZBt4Em6LO_dqZaO5Bi2jrWeF9CteGHaUOSnXiaHk_Xb5qzkZ1poO_ccjeD0vxi7U037C0Ol1RrHtW-5Q0rZ1Mwn6vaSjgdzT5-GtfM6SUC_pgsxl6Ua5J_jGhZKhsKRbOYcUdJsVHmRgnsqJzCLNI-lJhQ1Am4DjxySAwmdwndvIOyf9ZHIMHJpmZbDSNJHr97YTcHQoJDqDrhBh6uThDtRpMwkqzOe6_oRpTwwhkHdGjc4B3fMTWsbfhAtmLPjdPO_fcYjz4x_7JPJ_WM3cyZKQjKOyq_vXBZ9sxskXOUE8 509 184.171.153.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 22, 2026 9:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Andrei Gorlitsky coachandreiwestern@gmail.com 8454904004 Finding a New Position Hi, my name is Andrei Gorlitsky, and I am currently seeking cybersecurity opportunities. I am a senior at Champlain College pursuing a B.S. in Cybersecurity and will be graduating on May 8, 2026. I currently work as an IT Engineer at the Leahy Center for Digital Forensics & Cybersecurity where I help manage and secure IT infrastructure, support cyber labs, assist with digital forensics work, automate tasks with Python, and work with virtualization and security focused system administration. I also have prior IT support experience and hands on experience with networking, system hardening, and homelab security environments. I hold CompTIA Security+ and CompTIA A+ certifications, and I am looking for entry level cybersecurity or security related IT roles where I can continue to grow and contribute. I would love to connect if your team is hiring or if you think my background could be a fit for current or upcoming opportunities. 0cAFcWeA6pP_R_dKiCQ66NTErfgEL6Cak_U1WNjDeN7U7HpTkpZ8KPcsWguk9HptaeLrn9mEh-xHn3s0RYiMCidxI-VcaN7PdugUWBZSK64BRe1ZQbzVfM8OmW9JWHFZmoGUCohOghDLsJUyiAvTVJgBjRVCA6aesD2SVHbPmiklS6EktMWEiGZ6FTPivlom8sdk8ip_yhbk-p0bM18OToHfCFoi3chWVpQU2EyUJBEaMnls5_Gw2LmQ9AY8t98ZSU0WAmUYdkKRBeLcloqHgHQTkQdV5aZqIV_1wK4SpMS4QHrkSmnoRl5PWg4rNIyMnWaC99ycs0xwo4w_IQ6m8hBxqfdxL0sbcOmqfb5C0Wvydydzw9Ifa17HMgU0leQLFkSMyUUMKRkJ0YzoPP94gprOHtluPT23et5Ci9FM-LE5NTu8GSEfWJt7FYKjdbvKdwdXmgal3fIAIm6yr722OsMGxucs86EzmlYHp_Z61IjPd0FiQK1N0fGS55FNaqU9gOydnhejUZm_uTmFLybVKNrk4Jst7mlBzi0CloV7NYWyMZnfxzkEmNm3pb7KFgH9_Ufuq7ZNX2gOwdFDs2nhkIZRWURQ1SsHdsO0zLHImE48IGF5x5jN-avU2Avj4qw6ob-a-Lfvpwm195KMYuyuPHoAJ0XPM5rxwGK0QCu1O_eyJijqMlAHbPdSAYfaJFOZwpwZsQIDkYdH4exOhpjymuvobXF5YPGb4EdMYZWBu_4aTcdrBfkJSWUnKtEJpsX7aMoT00UGZjtQi_PU0fG_nM6gN50hnpDHJ0egSNNp229nziREU_WSRf3B4ZFN5w53IXT0-iynffcmosdI83gHDN_AQURDvfa0K3A5TfTAJdnYEyRwaqqiEkxZQZRSstaxOTS6I4PeWKTcA4zh3hFwdg6Cx3JSsTuRz-Rc58tzTytFLMqTH__OclQpIR_lQ8kmGhCUOP18ARbcIq9SUMDCg7iFjIrhq1u-9toObvRDNCoO0tBHXrJyN-yI314YpiiVktn2blNpUbGPjp0byI38-879sTcfMdVuvdqxLnO1mEqEGTbjN6euh8831r03L7V5yR7oLr9OQ2OOcUc-_29BTzde5iQnLoscGSs1Sgv1kyNXWrjRy9DD5ZkeSnhjG7rxKEV0OUXFpEdfb09YkCkc4h4djJtcXCKO3Ed2j1F6IvFzueTDiZU8FNzDBmKtqQxnYO-MIIc_L2JxL1dSjpRTZsR5I0tUnzX6A23EQbeU497thf3e7rTTDwFtmVK2-gES2X5rkwf1TKZw1hQ5J2m4I7I_i2nVg3RQq-by4Z6wbArxoD2bPyu9qPWMowXno7IemAYzelKXdDDGYg0108FPfUGZQCIRIX3xDsDGqdHGL4E_hv9YsPS1pLTPESaNIV81GeBu4xyh4Yo3__U95uTC_tII_61kAmq2toTS0LP5hSdcLpvKqD8DRaMbLEwdJ-U0lw4V6SN8UP89Y-q6graf1V827g0V2-WVjuVxaVm3rAVT32uHKICJ050iDGo4AGJJftSncBQ05rhnFpLYmtMiRs9oKVooyo7ATqpQLdHfwymUU1Ksg7pRKQ390DEMzqyeSziEaz9SEjHY3fVxRm98aVrizRvjpTznk03773k3Lp14GEJTKaVBf5PhBhm1YvJf-gNGy7rsnCN0OY2vAcWnVbJjvK5nhzu0066z_kcbmrp88LKPtSZR1QTPWgbp92vqQLs8VHyCM2TxjIc8JHjv0XHLNzdXur5rakQeCtPi7Za65ac9yxST8dpcuZupGcyVxdDB89dHuX_JUQsF0lYBTPm-QU6NNow79h-DurRn80GltN9YayrrxQuMwOWmwbEuu5CKEESmlnegqpiSbSKEuF6GTK__YDTKIAy0z3j7W_2qJ_r7hPCjf2xv3_A0TF8gvWAZhOM7MJn61tZIXxYvLA8Yxg0erM2j8279CcH7m4OyB-4osnHlbAKrVLgdqd6dOo3DTwCaG8MTASiSQVrqfR7d8U6PkZvBe5EwfiJOeTzXot7U9Bbf586lcpeHiwIS2YflacPwQtrtS9u0L6Poockgn1-nms1uXyx9bqacCm9QgWL0BfGGA6at06xSLwj3bCb_WxvHURitmOzvft3d9EGt7TCqALSajQu8EzL2XFvZjjbYksep4R5iXwwfxQWwXrwUZCgBfFG7Jy7Z99ViHIQCKyOmMPOIH40CmHRlQ_OVvA_zA02bJjtqzUNbwQ-joWQv0huj5jSJAp 510 184.171.153.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 22, 2026 9:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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In this case study, explore how we helped our client source an SAP Security Specialist for Private Cloud success. Founded in 1916, this U.S.-based company is a leading manufacturer of plumbing products for residential and commercial applications, offering pipe sealants, solvent cements, drains, flanges, and various installation accessories. Headquartered in Cleveland, Ohio, it operates a global manufacturing and distribution network with facilities in North America, Asia, and Europe. Known for its long-standing industry reputation, the company serves a wide range of customers through direct and distributor channels and maintains a workforce of several hundred employees across multiple locations. Following the adoption of SAP S/4HANA Cloud, Private Edition, the company needed specialized resources to support its new environment and ensure operational continuity. BCTG quickly sourced, vetted, and presented qualified SAP Security Specialists to the client. The role required a unique combination of skills, including SAP S/4HANA Cloud, Private Edition expertise, GRC/security proficiency, S/4 Fiori and high-volume ticketing experience, and the ability to work on-site in Cleveland. Challenges included a limited local talent pool, relocation considerations, and a constrained salary range. Despite these hurdles, the BCTG team successfully matched the client with a candidate who met the requirements and could immediately contribute to resolving ticket backlogs and maintaining security infrastructure.

DOWNLOAD THE CASE STUDY BELOW.

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Over the past few years, AI has moved rapidly from experimentation to expectation. Executive teams are no longer debating whether to invest in AI. Instead, they are under pressure to scale it quickly. Vendors have responded in kind, embedding AI into nearly every enterprise platform and promising immediate productivity gains.

KEY TAKEAWAYS

We continue to see a gap between AI adoption and impact, with only a minority of companies having driven meaningful enterprise-level outcomes.

Across industries, demand for AI-related skills is outpacing supply at an accelerating rate.

One of the most underappreciated dynamics in AI adoption is the speed at which skill requirements are evolving.

Another clear indicator that talent is the foundation of AI readiness is the shift toward skills-based hiring.

There is a persistent narrative that AI will reduce the need for human skill, but in reality, the opposite is happening.

Beneath this surge lies a more fundamental issue: many organizations are trying to solve a human problem with a technology purchase. And while buying AI tools is easy, becoming AI-ready is not. Below, we dive into why focusing on building AI readiness skills is one of the first pieces of the puzzle.

THE ILLUSION OF AI PROGRESS

At first glance, enterprise AI adoption looks strong. According to industry research, nearly nine out of 10 organizations now use AI in at least one function; however, most are still struggling to translate adoption into real business impact. We continue to see a gap between adoption and impact, with only a minority of companies having embedded AI deeply enough into workflows to drive meaningful enterprise-level outcomes. In fact, while 92% of companies plan to increase AI investments, only 1% consider themselves “mature” in AI deployment. This disconnect is the clearest signal that tools are not the limiting factor. If technology were the problem, more investment would solve it. But despite unprecedented spending, most organizations remain stuck in “pilot purgatory,” running experiments without scaling value.

THE REAL CONSTRAINT: TALENT AND SKILLS

The more accurate way to understand AI readiness is to look at the labor market, not the software market. Across industries, demand for AI-related skills is outpacing supply at an accelerating rate. Some analyses estimate that the global AI talent gap has reached crisis levels, with shortages approaching 50% of required talent in certain markets. At the same time, the economic value of AI skills is rising sharply, with a 2025 report finding that workers with AI skills command an average 56% wage premium, more than double what it was just a year prior. This is a strong market signal. Organizations are not paying more for tools. They are paying more for people who know how to use them. And yet, most companies are not building those capabilities internally. Research cited in recent reports shows that nearly three-quarters of workers have received no formal AI training, even as AI tools become embedded in daily work. The result is a widening gap between technological capability and human readiness.

WHY AI READINESS SKILLS MATTER

AI is changing skills faster than organizations can keep up

One of the most underappreciated dynamics in AI adoption is the speed at which skill requirements are evolving. Data shows that skills required in AI-exposed jobs are changing 66% faster than in other roles, meaning organizations are chasing a moving target. Furthermore, workforce behavior is shifting faster than formal training programs, with one survey finding that 74% of employees are already using AI at work, yet only 33% have received any formal training. In practice, this creates a risky environment where adoption outpaces understanding. Employees are experimenting with AI tools, but often without the governance or critical thinking skills needed to use them effectively.

Organizations are increasingly moving towards skills-based hiring

Another clear indicator that talent is the foundation of AI readiness is the shift toward skills-based hiring. Research analyzing millions of job postings found that demand for AI roles has surged, while degree requirements have declined by 15%. The question is no longer “Do you have the right background?” but “Can you work effectively with AI?” And increasingly, that expectation applies to everyone, not just technical specialists.

AI is raising the bar for human capability

There is a persistent narrative that AI will reduce the need for human skill. In reality, the opposite is happening. As AI automates routine tasks, the remaining work becomes more complex and more dependent on human judgment. Research shows that AI increases demand for complementary skills, such as problem-solving and digital literacy, with these skills growing up to 50% more than those being replaced. This aligns with what organizations are seeing in practice. AI does not eliminate the need for people, but it changes what they need to be good at. Employees must be able to:

frame problems effectively for AI systems

interpret probabilistic outputs

identify risks like bias or hallucination

integrate AI into real business decisions

None of these capabilities come embedded in a tool.

WHY SO MANY AI INITIATIVES FAIL TO SCALE

When organizations prioritize tools over skills and talent, the same patterns tend to emerge. Use cases are poorly defined because teams lack the experience to connect AI capabilities to business value, adoption remains inconsistent because employees are unsure how to integrate AI into their workflows, and outputs are either over trusted or dismissed entirely, depending on the user’s level of understanding. The consequences are significant, with a large number of companies seeing no measurable benefits from their AI investments. A key issue here is lack of foundational readiness, and that “foundation” is capability. Even when AI tools are technically sound, they fail to deliver value without a workforce that knows how to use them effectively.

HOMING IN ON AI READINESS SKILLS

AI adoption is already widespread. Investment is accelerating, and tools are more accessible than ever, yet most organizations are still struggling to generate meaningful value. The constraint is not access to AI, but the ability to use it. The organizations that are successfully scaling AI have internalized a different starting point. They recognize that tools do not create value—people do. Instead of asking, “What AI platform should we deploy next?” they ask, “What capabilities do we need to build across our workforce?” They invest in training, prioritize change management, redesign workflows to embed AI into daily work, and create environments where employees can experiment and learn safely. They also recognize that adoption is not automatic and must be enabled. At the end of the day, AI readiness begins with the rights skills and talent.

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Malhaar Ker malhaar.visualinfocraft@gmail.com 07567655839 Other Attention to CEO, I hope you're doing well! I'm reaching out from Visual InfoCraft, where we specialize website & mobile app development services. We often collaborate with creative agencies like yours to handle the development side for their clients. We used to charge $15 USD/hr for Fixed and Hourly based work Our Website : https://visualinfocraft.com/ If you ever need a reliable dev partner for your ongoing projects, we’d love to help. Let me know your thoughts for the same, Best regards, Malhaar Ker Visual InfoCraft 0cAFcWeA71zNfyUkLgIJ_1PQ5K6fLEiphVaFgl8Y4y8lohUrQ8egJAbQunZDVi__wq17sJqPYuANoHGpkhR6mVzFh6pyMlAd4EYNuD1SRauiurLrtPNIZ7zgd4mAKN03NUfp1TV3H652wzHy2Ha7GzykfyYR9qyyuZPz3zYsBEalB4i-HESXMJEFRqQHuUhEu5rSfxLVEZ77ORGgkmAxXbMoLucIqHyNyvuUnpnb_jqGOSUJX-nH4Iz1t-giy2R0Wz5VLygaKres-q36DN9U8egEvodq2pV9ko79U6i6NuVhOqEyek0daq6GtUZmypitGYBvddDG0O2UFEkGboYXVpyZrg-GVQvPSQZGieTVTK1HmW9Yt9Qd6BzJaRzZcaiiPwnIvgxdXnROUBqchVztdCZLIfbvc5JfVNx89LIpy5u77AupL5Mt3SglikBko3hCqg58P3yRU8C0v-Acnb8B0ddJwJGs0jVyVbkxYi3OM0KIjuskU3tnH6q_blxxdE9fOBxeo8iuHbMfuaE8f1nMgoJQVdkVf6DVP5a9q6uoW2ASG__BgJj-tWWakz_P6gvUe47xjQU4b4K7ag4tSnxIn7JgV6hpCm6jbIIRtGlwiKoReB2yLMaH_mMMkYLNcYVlfrUrPSQEvzTvy4VEYN-Ti1YrnIMWoD0jZ0bGqLwPRecDei38r98fy3GN05aomdXs_sdK9rI8Ua4ftMVvwa3KlYibBkshIgNdxkWCwaOsIOL84dzOdwyXDCqXfr-dY0sE2--OzKXSyMVU3K485cWOkMlFu4Kgj85xGvr2Huc6Lwv_YLxdXl2gEhNmkp1hhfpLDyYA4eWSNtshqGZw7V0FoyIOh-VcMAZRPWckIV5fgwWPCXrBLWcEq2ISTHzlmuhrxn_IhI2Ey4gHkULLtrVl9kBCg-HAkzLlbEbLJJ7LAZZGcqWPhYF64Ua3OmAtMTDGGGkwYZxB3pF-hl9kTIpjGgqGGK4VLNjX_gRL1ifZC2pgVMKRzLi-f3D3CQyxsfFEmIIE18Xn64MxpscMURVi2vZ___wlxjh929Mnecxd04xLzoKjDtw1hMwrG64fP7EX6Sl9HGVSGzBHkY_Fl5KKr2xl2bEuFZ-OWxXoaqAwng7MOsPGz9qjwE6yuoZ4Ew6e-mPLQHFLiX7fruzNuX-tuSiu1dVeKsDDStcPX5d8WkjfsodflRj34JDAagLXpHkDMgV-kJ9ndGTnRvAUzCBCxXmf8UCUAaHtuMH-b06PrSsaucs6nEnMfN-U1RruW-GxYbIrU9etaOXRkB0_4rdDA8JNPbcjDVPKPYcEpY4Bi5eVodru6Od89vgke74s0lGmtiTg8vQmaf92FQM9CRJjdvSqVk7yjCxu_sH2Q63VqpQ8A4_obc2E6Ct2ySjlPLIk2Zk0IQPRME-rFIKJX-ZUs9fdvoNfubXdQjbfnOel2krcw5G-BQFDZTueUFIGU1giXq5e7aaJJ1IyamErbZAJoqtgSNEF_qKVdqfBQ1kdpECza03eT172m9GOFsZQ40K8X3EPhfzNqCMTkJOjMBt3TpFkRtzABtmqa3drVYDyqyS10ek0blwNo2h212H4DbUcyJNBlJR4qK71N5tGyg8CwkBeU1NWGgQRPljJnb-X4-fqb-ZFmpBnH83Xy74QipKuhj3GnikO-X94-0ti9qY86YBKc74FesQeaKMD-QIy20vuQ6ARvQsJzTx5JOeAwFm6toSh7Kxp9d1D5Nzhh2FOjFSZXbXAWGfb-oIh3amFUZ_2xKCPMutVDQxrwgdKXOlnEwWT2vowRipgqYqprcy7ArmGEXKkuIRzEsIvJM-ghOLpDvliug_9a0zJrNDwuIhr1lgseMSRRtiTVcBly9KI-rljeWAl91BoGJKknC30qjq9fsWYylB7YDkCYbkBxK6jDxVqhlG9hKcuD9NH6FlEOx7spa0GWn8i-dXVnYcCtfLpBC6XbARqij9xBdp6Qjy1BUSiXLcFEdwG1JHFn3txJ6oUkYl2U5wU-JcFHz-FlebLi0pddYZ65bs568i6Bmr6DDvDu5-0j88ZJN5fgzKjmFyB7nds2W3rNu_zsXfTFZv72LC4iFOTSJ_rIbnVdhIOrDFwLTfSd1oFC4K8gemMYobI9z733uOaEsMA 511 122.172.241.76 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ March 26, 2026 10:32 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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SAP programs are among the most ambitious and risky transformations an organization can undertake. They promise integrated operation and measurable efficiency gains, but despite decades of maturity in ERP delivery, SAP implementations continue to struggle with delays and cost overruns. The uncomfortable truth is most SAP projects fail because of execution. And increasingly, that execution risk is tied to one critical constraint: skills.

KEY TAKEAWAYS

One of the most overlooked drivers of SAP project delays is insufficient expertise.

Change management is another primary driver of delays; when users aren’t ready, adoption lags and rework increases – both of which extend timeline.

Data migration is consistently ranked among the most difficult phases of SAP delivery, and integration challenges compound the issue.

Lack of clear business objectives and stakeholder engagement is a recurring failure pattern.

Many of these contributing factors increasingly trace back to a shortage of the right talent at the right time.

Three ways leading companies are closing skill gaps without derailing delivery include focusing on targeted expertise deployment, adopting a hybrid delivery model, and prioritizing early-phase expertise.

Across the ERP landscape, data paints a stark picture. Industry sources estimate that ERP implementation failure rates can exceed 75%, underscoring how frequently projects derail. And even when projects don’t fail outright, they often exceed expectations in cost and timeline. Recent industry analysis shows only about 30% of ERP projects are completed on time and within budget, with cost overruns approaching 189% on average. These numbers represent systemic delivery challenges, and the stakes are rising. With SAP ECC support ending in 2027 and only a fraction of organizations fully migrated to S/4HANA, demand for transformation is colliding with a constrained talent market.

WHAT ACTUALLY CAUSES SAP PROJECT DELAYS?

While delays are often attributed to “complexity,” the root causes are surprisingly consistent and preventable.

Inexperienced or Understaffed Teams

One of the most overlooked drivers of SAP project delays is insufficient expertise. Research analyzing thousands of ERP implementations found that 35% of failures are tied to inexperienced implementation teams. SAP programs require a rare combination of functional domain knowledge, technical SAP expertise, integration architecture experience, and change management capability. When even one of these is missing, bottlenecks emerge quickly, especially during testing and data migration phases.

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Despite billions invested in AI and data platforms, many organizations still struggle to realize meaningful returns, and the disconnect is often related to people. Talent strategy, when misaligned with digital ambition, becomes the silent constraint that stalls transformation.

KEY TAKEAWAYS

Digital transformations change how organizations operate and generate value, and this demands a corresponding shift in workforce capabilities.

Strategic workforce planning enables organizations to answer a deceptively simple question: What talent do we need to execute our digital strategy, not just today, but three to five years from now?

One of the most important shifts in aligning digital transformation talent is the move from role-based to skills-based workforce models.

While much of the discussion around talent focuses on skills and capabilities, leadership remains a critical determinant of success.

Another critical dimension is organizational alignment, particularly between IT, business units, operations, and customer-facing teams.

As organizations accelerate their digital efforts, there is a risk of over-indexing on technology at the expense of the human experience. Don’t forget the importance of this human-centered perspective.

Research consistently shows that organizations that treat talent as a core strategic asset, not a support function, dramatically outperform their peers, with companies excelling at “return on talent” generating up to 300% more revenue per employee than average performers. This is not a marginal gain, but rather a structural advantage. And as more and more organizations seek to implement new platforms and solutions, the alignment of your digital transformation talent with strategy becomes foundational.

DIGITAL TRANSFORMATION = TALENT TRANSFORMATION

At its core, digital transformation reshapes how value is created. It changes workflows, decision-making models, customer engagement, and even the ratio of human to machine work. AI, for instance, is changing how organizations operate and generate value, and this change demands a corresponding shift in workforce capabilities. Traditional role definitions break down, new hybrid roles emerge, and skills become more fluid and perishable. Organizations that fail to anticipate these changes often find themselves reacting too late, hiring reactively and overpaying for skills. The scale of the challenge is significant. According to IDC, nine out of ten organizations are expected to face IT skills shortages by 2026, potentially costing $5.5 trillion in delays and lost revenue. This gap underscores that digital ambition without talent readiness creates execution risk.

THE COST OF MISALIGNMENT

Misalignment between talent strategy and digital goals manifests in subtle but costly ways. Organizations may invest heavily in platforms without equipping employees to use them effectively, while leadership teams may champion transformation but lack digital fluency themselves. Furthermore, employees may feel overwhelmed by constant change without clear direction or support. The consequences are becoming more visible. Recent industry research found that while 82% of IT leaders see digital transformation as essential, 50% of employees report “transformation fatigue,” with 45% experiencing burnout and over a third considering leaving their jobs. Even at the leadership level, gaps are evident, with nearly 70% of organizations undergoing digital transformation reporting changes to their top teams, often bringing in leaders with digital expertise to steer the effort. This highlights how critical leadership capability is and how frequently it is initially lacking.

ALIGNING DIGITAL TRANSFORMATION TALENT

To bridge this gap, organizations must move beyond traditional HR practices toward strategic workforce planning that is tightly integrated with business goals. High-performing organizations treat talent with the same rigor as financial capital, forecasting needs and proactively building capabilities. Strategic workforce planning enables organizations to answer a deceptively simple question: What talent do we need to execute our digital strategy, not just today, but three to five years from now? This forward-looking approach allows companies to identify capability gaps early and address them through targeted hiring or redeployment. It also creates organizational agility. By understanding both current and future skill requirements, companies can dynamically allocate talent where it creates the most value. This is particularly critical as digital initiatives often evolve rapidly, requiring teams to pivot across priorities.

Build a Skills-Based Organization

One of the most important shifts in aligning digital transformation talent is the move from role-based to skills-based workforce models. Digital transformation is inherently cross-functional, requiring combinations of technical and functional skills, and research increasingly shows that skills, not degrees or job titles, are becoming the primary currency of work. Demand for AI-related skills, for example, has surged significantly in recent years, with measurable wage premiums attached to those capabilities. Organizations that embrace a skills-based approach gain several advantages, such as access to an expanded talent pool or reduced reliance on external hiring. However, this shift requires robust data infrastructure. Organizations must develop a clear taxonomy of skills, map them across roles, and continuously update them as technologies evolve. Without this foundation, skills-based strategies risk becoming aspirational rather than actionable.

Anchor in Leadership

While much of the discussion around talent focuses on skills and capabilities, leadership remains the most critical determinant of success. Digital transformation requires leaders who can articulate a clear vision and align cross-functional teams. Individual leaders can account for up to 50% of performance variability within teams, and in a digital context, this influence is amplified. Leaders set the tone for how technology is adopted and how change is experienced across the organization. Organizations must therefore invest deliberately in building digital leadership pipelines. This includes identifying high-potential leaders and, when necessary, bringing in external talent to accelerate progress.

Break Down Silos

Another critical dimension of alignment is organizational structure. Digital transformation cuts across traditional boundaries, requiring collaboration between IT, business units, operations, and customer-facing teams. Still, many organizations remain siloed, with fragmented ownership of digital initiatives. Aligning talent with strategy means designing teams and governance models that reflect the integrated nature of digital work. Cross-functional teams and agile methodologies, for instance, can help bridge these gaps. As Forbes notes, successful transformation requires “all functions of an organization to work together” rather than isolating digital efforts.

Balance Technology and Humanity

As organizations accelerate their digital efforts, there is a risk of over-indexing on technology at the expense of the human experience. The most successful organizations recognize that digital transformation is as much a human journey as it is a technological one. They invest in communication, ensuring employees understand not just what is changing, but why. They provide the tools and training needed to succeed, and they create feedback loops to continuously refine their approach. This human-centered perspective directly impacts business outcomes. Disengaged employees are less productive and more likely to leave, both of which undermine transformation efforts.

LOOKING AHEAD

Aligning digital transformation talent and strategy is an ongoing capability. As technologies evolve and markets shift, organizations must continuously reassess their needs and adapt accordingly. Those that succeed will move beyond reactive hiring and fragmented initiatives toward integrated, forward-looking talent strategies. They will treat talent as a core driver of value creation, not just a resource to be managed, and they will recognize that the true power of digital transformation lies in the people who bring the technology to life.

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The modern IT workforce is evolving faster than almost any other professional domain. Organizations must continuously develop talent, not just hire them. In this context, mentorship programs have shifted from a “nice-to-have” initiative to a strategic imperative.

KEY TAKEAWAYS

The IT industry is facing a dual challenge: a shortage of experienced professionals and a growing influx of early-career talent that requires rapid upskilling.

IT is a field where knowledge becomes outdated quickly, meaning continuous learning is key.

With skilled tech talent in constant demand, turnover can be both costly and disruptive, and mentorship is one of the most effective retention strategies available.

Organizations often struggle to promote strong individual contributors into effective leaders, but through mentorship relationships, experienced leaders model critical skills that are difficult to teach in isolation.

Mentorship plays a critical role in addressing this DEI imbalance, creating equitable access to resources that are often distributed unevenly through informal channels.

Many organizations rely heavily on tacit knowledge, or insights that are not documented but learned through experience, and mentorship is an effective mechanism for transferring this knowledge.

Beyond skills and retention, mentorship has a profound impact on workplace culture, fostering connection and a sense of community.

At its core, mentorship in IT is about structured knowledge transfer and career acceleration. But their true impact runs deeper, as they shape how organizations retain talent and build leadership pipelines. Increasingly, the data supports what many technology leaders have long suspected... mentorship is one of the highest-leverage investments an organization can make.

THE TALENT CRISIS IN IT

The IT industry is facing a dual challenge: a shortage of experienced professionals and a growing influx of early-career talent that requires rapid upskilling. This imbalance creates pressure on organizations to bridge knowledge gaps quickly while maintaining productivity. Mentorship directly addresses this gap. By pairing less experienced employees with seasoned professionals, organizations create an accelerated learning loop that formal training alone cannot replicate. Mentors provide invaluable insight into real-world problem-solving, which is especially critical when considering workforce expectations. Studies show that 91% of professionals prioritize career progression, and 93% view skill development as essential to advancement, yet many employees report dissatisfaction with available learning opportunities. Mentorship programs fill this void by delivering personalized, context-rich development that traditional training programs often lack.

BENEFITS OF MENTORSHIP IN IT

Accelerating Skill Development

IT is a field where knowledge becomes outdated quickly. New platforms and solutions emerge, programming languages evolve, frameworks change, and new paradigms (like AI-driven development or cloud-native architecture) constantly redefine best practices. In this environment, continuous learning is key. Mentorship accelerates this learning curve in ways that structured courses cannot. According to industry insights, mentors provide guidance across multiple dimensions, including technical expertise, problem-solving, industry trends, and leadership skills. This multidimensional support allows mentees to contextualize knowledge, rather than simply memorize it. Data reinforces this impact, as 87% of individuals in mentoring relationships feel empowered and more confident and 97% find mentorship valuable overall. In IT specifically, where confidence often determines whether someone takes on complex challenges or avoids them, this psychological boost is critical. Mentorship teaches skills and enables people to apply them.

Improving Retention

Retention is one of the most pressing concerns for IT leaders. With skilled tech talent in constant demand, turnover can be both costly and disruptive, and mentorship is one of the most effective retention strategies available. Organizations that invest in employee development consistently see stronger loyalty and engagement. In fact, 94% of employees say they would stay longer at a company that invests in their learning and development. When employees feel supported in their growth, they are less likely to seek opportunities elsewhere. Mentorship fosters this sense of support by creating meaningful relationships within the organization. Further data highlights the emotional and cultural impact, as employees with mentors are significantly more likely to feel valued. Statistically speaking, 89% report that their work is recognized, compared to 75% without mentors, and in an industry where burnout and disengagement are common, this difference is substantial. Mentorship also reduces the “early exit” problem among junior IT professionals, who often leave roles due to lack of guidance rather than lack of ability. By providing a clear developmental pathway, mentorship programs turn potential attrition into long-term retention.

Building Leadership Pipelines

One of the most overlooked benefits of mentorship programs is their role in leadership development. Organizations often struggle to promote strong individual contributors into effective leaders, as technical expertise does not automatically translate into management capability. Through mentorship relationships, experienced leaders model critical soft skills, such as communication and strategic thinking, that are difficult to teach in isolation. At the same time, mentors themselves develop leadership capabilities by coaching others, creating a virtuous cycle of growth. Additionally, mentorship creates visibility. High-potential employees gain exposure to senior leaders, increasing their chances of advancement. Some studies suggest that mentored employees are significantly more likely to be promoted, underscoring mentorship’s role as a career accelerator. For organizations facing succession challenges, this internal pipeline is invaluable.

Driving Diversity, Equity, and Inclusion

The technology sector has long struggled with diversity. Women and underrepresented groups remain significantly underrepresented in technical roles, with women comprising less than a third of the IT workforce. Mentorship plays a critical role in addressing this imbalance, creating equitable access to resources that are often distributed unevenly through informal channels. As one industry perspective notes, mentorship can “provide equitable access… regardless of location.” Beyond access, mentorship helps individuals navigate systemic challenges by providing role models and creating a sense of belonging. The impact also extends to organizational culture. When mentorship is embedded into the fabric of an organization, it fosters inclusivity and shared accountability for growth.

Enhancing Knowledge Transfer

Many organizations rely heavily on tacit knowledge, or insights that are not documented but learned through experience, and mentorship is one of the most effective mechanisms for transferring this knowledge. Unlike formal documentation, mentorship allows for real-time, adaptive learning. Mentors can explain not just what to do, but why it matters, helping mentees develop deeper understanding. This is particularly important in complex environments such as enterprise IT, where context often determines success. From an organizational perspective, this knowledge transfer reduces risk by preventing critical expertise from being siloed or lost when employees leave. It also ensures continuity across teams and projects.

Strengthening Engagement and Workplace Culture

Beyond skills and retention, mentorship has a profound impact on workplace culture. It fosters connection and a sense of community, both of which are often difficult to cultivate in fast-paced IT environments. In fact, research shows that 82% of employees believe mentorship fosters meaningful cross-team connections, while 84% report that it inspires both mentors and mentees. Mentorship also improves mental well-being, with employees with mentors reporting lower levels of anxiety and greater job satisfaction, highlighting its role in creating a healthier work environment. This is particularly important in the era of remote and hybrid work. As physical proximity decreases, intentional relationship-building becomes essential, and mentorship programs provide a structured way to maintain these human connections.

FINAL THOUGHTS

Mentorship programs in IT are foundational to the success of modern IT organizations. They accelerate skill development, improve retention, build leadership pipelines, support diversity, and ensure knowledge continuity. And they do all of this while strengthening organizational culture and delivering measurable business outcomes. In a field defined by constant change, mentorship provides continuity.

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Enterprise resource planning has always been a balancing act between standardization and customization. But in today’s SAP landscape, that balance has become a talent question: Do you build your team around SAP specialists or generalists?

KEY TAKEAWAYS

SAP specialists bring depth, and their value becomes immediately clear in high-complexity environments.

SAP generalists bring breadth, often acting as the connective tissue of SAP programs, ensuring that decisions made in one area don’t create unintended consequences in another.

Specialists are most valuable when the margin for error is small and the technical requirements are high. Generalists, by contrast, are most valuable when alignment and scalability are the primary challenges.

Simply put specialists offer precision, but less flexibility, and generalists offer adaptability, but less depth.

Demand for SAP expertise is surging, while the supply of experienced professionals struggles to keep pace. In the U.S. alone, there are more than 30,000 open SAP roles, with tens of thousands more projected over the next decade. At the same time, organizations are navigating rising salary pressure for niche skills like SAP BTP. Against that backdrop, choosing between SAP specialists vs. generalists is less about preference and more about precision. The wrong mix can delay implementations and inflate costs – both of which limit long-term value realization. The right mix, on the other hand, becomes a strategic advantage.

CURRENT SAP TALENT LANDSCAPE

ERP systems have evolved far beyond back-office recordkeeping and now integrate finance, supply chain, HR, analytics, and even AI-driven decisioning. As a result, talent requirements have changes, with many organizations expecting SAP professionals to bridge the gap between IT and business strategy, On one side, organizations need deep technical expertise to implement modules and manage integrations, but on the other, they need professionals who understand cross-functional processes and business outcomes. Complicating matters further is the ongoing S/4HANA migration wave. Roughly 60% of SAP customers are in some stage of transition, intensifying competition for experienced talent, and rising demand for SAP-specific expertise further tightens the labor market. In fact, as SAP explains, “SAP consultants are such crucial pieces of the digital transformation puzzle that the global market for SAP consulting is estimated to grow at a compound annual growth rate (CAGR) of 9.8% between 2025 and 2035 to USD 38.98 billion.” This is the context in which the SAP specialist vs. generalist decision must be made.

UNDERSTANDING THE SAP SPECIALIST

SAP specialists bring depth. They are experts in a specific technology or domain, whether that’s SAP S/4HANA, SAP Extended Warehouse Management (EWM), SAP Analytics Cloud, or SAP BTP integration. Their value becomes immediately clear in high-complexity environments. For example, as supply chains become more digitized, demand for EWM specialists has surged because of their ability to orchestrate agile and responsive supply chains. Similarly, organizations implementing advanced finance or compliance solutions increasingly rely on niche experts who understand both regulatory requirements and SAP configuration. Specialists excel in scenarios where precision matters, like:

Large-scale implementations with heavy customization

Industry-specific requirements (e.g., financial services compliance, manufacturing execution)

Performance optimization and troubleshooting

Advanced integrations with AI, analytics, data, or third-party platforms

Furthermore, their impact is often measurable: ERP implementations that involve experienced consultants see success rates as high as 85%. But specialization comes at a cost, with high-demand SAP roles commanding salaries approaching or exceeding $200,000, particularly for architects and senior consultants. And as competition intensifies, organizations may find themselves in a seller’s market for niche skills. This makes SAP specialists a high-impact, high-investment resource.

UNDERSTANDING THE SAP GENERALIST

If specialists bring depth, generalists bring breadth. SAP generalists typically have experience across multiple modules or functional areas, understanding how finance connects to the supply chain, how HR integrates with payroll, how manufacturing connects to customers, and how data flows across the enterprise. Generalists are often the connective tissue of SAP programs, ensuring that decisions made in one area don’t create unintended consequences in another. They are particularly valuable in environments where business alignment and change management are critical. After all, 60% of organizations cite communication and stakeholder alignment as the most important skills for ERP success. They are especially effective in:

Early-stage ERP planning and roadmap development

Program and project management roles

Business process design and harmonization

Post-go-live support and continuous improvement

In many ways, SAP generalists act as translators bridging technical teams and business stakeholders, and as SAP systems become more embedded in enterprise strategy, that role becomes increasingly valuable. However, generalists can struggle in highly technical or specialized scenarios. Without deep expertise, they may rely on external specialists for optimization or troubleshooting.

THE TRADEOFF: SAP SPECIALIST VS. GENERALISTS

At a surface level, the distinction between specialists and generalists is straightforward. But in practice, the decision is more nuanced. Specialists offer precision, but less flexibility. Generalists offer adaptability, but less depth. The real question is not which is better, but which is better for a given phase, project, problem, or outcome.

When to Use SAP Specialists

Specialists are most valuable when the margin for error is small and the technical requirements are high. During S/4HANA migrations, for instance, organizations often face complex data transformations and system integrations. These are not areas where broad knowledge is sufficient. Similarly, as SAP environments incorporate AI and advanced analytics, the need for specialized skills continues to grow. Specialists should be prioritized when:

Implementing new SAP modules or capabilities

Addressing performance issues or technical debt

Navigating regulatory or industry-specific requirements

Integrating SAP with emerging technologies

They are also critical in moments of risk, like when a project is over budget or facing technical roadblocks. In these scenarios, depth can be the difference between recovery and failure.

When to Use SAP Generalists

Generalists, by contrast, are most valuable when alignment and scalability are the primary challenges. ERP programs rarely fail because of a single technical issue. More often, they fail due to misalignment, and generalists help mitigate that risk. They are particularly effective in:

Defining enterprise-wide SAP strategies

Managing cross-functional implementations

Driving user adoption and change management

Ensuring continuity across project phases

They also play a critical role in cost management. Given the rising cost of specialized talent, many organizations are intentionally blending generalists with targeted specialists to optimize budgets without sacrificing quality.

HYBRID MODEL

Most organizations don’t choose between SAP specialists vs. generalists. They build a hybrid model. This reflects the complexity of modern SAP environments, where both depth and breadth are required but at different times and in different proportions. A typical pattern may include generalists for strategy and planning, specialists for implementation and configuration, and a mix for integration, testing, and post-go-live support.

FINAL THOUGHTS

The line between specialists and generalists is beginning to blur. As SAP systems become more integrated and business-driven, there is growing demand for hybrid professionals, or individuals who combine deep technical expertise with cross-functional understanding. At the same time, professionals themselves are adapting. Generalists are developing deeper expertise in high-demand areas, while specialists are expanding their understanding of business processes and strategy. The result is a new kind of SAP talent that doesn’t fit neatly into traditional categories.

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Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprise clients with expert IT staffing and consulting services. We can bring you more qualified enterprise clients in need of expert technology talent through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA58kdCBYiu3sSvwc2Ev4FNWTAezKpFkEOu0UwbdQpRlSWs9VEstteArm9t_fjaXH3gytHTyJJMJFbBIcR1mDYG3H-VcizSHQsGCiOCv6-FWUnLzT-Lr_fAHuamoUitKhD6dB0Q74QSjmqaYhZwDEtnNhd_K7Il-OvpiRbEnIelLDhnoAfy1giSyBrL8c-qqS6sBBeTaZp-WbwpaiHklFtNVZOCcxkhtiq8rUhffR1tyJaakJeJwlM631NxVAD1TBfiU31oqXBgIOxDDePwVEGXisfO6aBBAvlXUBYqr7GlmPNvklvecFZd5IjQ2eLUiNeFZ28UQzHTFqVlclQLVvbDdIfDFFcMbLwPmtUuCSYbSZ2yilP6pNty3ueVE31qft59fSS54TbG4uvsr0Hyn9nxgE-UGDr-eHNW9Dz37AiJqfE2zGp-_dq5fkKnB7VgPHU0LBsHVhGaVU0Ilo9VbG4Xgo1_sLGZFZJZ6IIkaamEe9mMmujNnCdYu_V5Nu2ykyNUawYDN5f9CkoBZUDY4uUkdElrQKfjuRLphM2vD8UBrSzNr-bBtbImjQ1j0LCUV45IsLXBfNv6NSGBOJVz52t8vOYAlkMTGCt9kgj3on7EhuKMG5EbykDqwvmoOWPz7oEwSFFyH1hiDlkyuci-SvqXvq2UpOo1KQ4xcNApR3GC80i6Jc3midOBjG9_n4RAshBA6WvB5mQMZS5_pOdnlcgbj9neCe82k6XbYRFznEyvrJuiYeYhl4IWmOH0n05rfrGSxub9hiNh1sgN04GxImmD6XHnS8ylpifew8SzfzYBLRKs0OEuyV0mz9QF5kgERL_JE-SB51gWMKU4d1n010ap2Tv55u1UAjPCeUvHAT4_SFPRYOGmt_44KHfgMpYEwg5L6LkHZuDqUR-zvxPcI7rSooHP2gT_AkwiaCrr6izrV4uumRr_vaiXGFCI1ay8NkmZbqgGYVTuFJaoTqKmczz38n0AoYRCbcYj07MsvGNB8LTKO9NL62rswdqiUr1VFBxhlCXjDtOM6NEEPO9fmK9lpFqzw0OW2g4X778jiGwPutpGt780ev3XEG_wo8UTkeRG_ulz63FDcghj3Mzo-J9I3hPamcettXrc-QVlokCzPzOiM0DHLErbmDfuSutfNZGmpmNF4nYDHuGseMWt7OdHDFOr8mkd439LLk5s6OQK0hKZgrKR46F9tCttXLGDXwzunEApG1_UsMbi96TjP-i0vEx8qOQ1dDP0YhLvv2j_9X_wVXbVK0L4aP1sYx-Am3P-LJ0d42oNinHkWbwbZNrNDjK1Bgf_q24RQFezlmgHMCvdxoTRNGS5qbDuZZ9spw3CII6YYMvIL8fsaG2sZZeRAvbmfBLjHi9Ry8Ncq7GvYrV3sYCs-Mx7AsVf0RPVh69O_eRgq4nbT12BWmVHRwKxpkKPuEc7rM3oLc5--zwGK8Yzrae5DbhE4SHbrj12wvmQwTTyxhgiemdn1c6jAd0kwQlq-ZzT-gOm2NQas4nkqPiqQRzDbdhI1sJEVkdgXjCTom9Au-4xCV9y88_QjHHCTW84mvDJdeSi1JztoiZu4kclvubVjkscMqPZXeONAUYHoAvEZztyp6rI11iolwB6YbkWof2NyyBAHuU2klFEOyHSh9yH2zq_3li6mnu-Yg42LhUgSwUqo-1FlNTT75RekEsL-0u3xfazMb6Aw-pKibmwNH0G1VIf2GwXkKU-HYRzfZLeHpvSdXj9KhLgeqmhD2JS_RQgkAGEHAvV1oLyK4fQ_Wwda5hRs-8xulcBSEjL2Cjkp8cy6XUi24foCOqn5lY8R_Z6kFfcMssvG9_GLRiI7GUqNAuCygKRbeOaPG2BgzzZeTQjfbEzv7ncwTfCfC4S0geXoRbVIEGyv0VEhzAYheGnw7utri08h5uIb7uLknDOGwIUUWsPmnht4wkKUTBRpR3d5Qn5Hpw5QNEY7Pz77DZJlKVfjp1b2Ouv-bt811m3-7bmgeTzyCtGM_AwdbSKVg5i9fO-kcTsx3Z9DDrHO2iMgO0rvVNfcJq3O18neKheYzlPEFvDYWimwR62AZpQVCfw0bL6AuE0bDAozYExgV5hrnwXVOB5TYj1OZHfh_I-MW3MO_C8M6iVpzFrM00DgejI2_bg-8DK7wOFZgVx3X9_TNIuhU9tP-LzpNeP_Ma_kPluitXs1KqPFcpu95Wv4kTBA1ivdb5yYVLhCVZQi8y1Efkmn5dtWkSrHIyut3wwvM8af2OPdHPGebKgHV9meTXyKUuN7ql2jWyn2imH2VQPT4XoR30X9aOZH7emlvqrKq_tiatPYiZVN8ByzH8RVp6t_JSlCOKckzH1fh35Je7r3GeA1SJe517s6O-xPNQ4SNfLZlVPE0fCwxhD5DHuLCw 512 172.98.33.7 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 7, 2026 7:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprise clients with expert IT staffing and consulting services. We can bring you more qualified enterprise clients in need of expert technology talent through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA4WWixQsYdIPRD61UdYuHB9hDwbVTVsdXSYWuJ5dYWdYZktcb4blLgzIMwR_2KaBd4e10YOu8kJgU9LtqL1Dxph-Qzr_5z3YdLxeZkr84ZQaOWlRHkj59I2X3lL3y5cokKmZqaAuqpQKc-dV3Wgp2M-LJs-BbVl1vYkOHxrkAfKpfxbc9hrvxHvx2xHGJFMW1Olx5WsAZtS_LNv_2x4HqqdurHS8RxZpysoQ_zrdbdhBMQajwixfxiGTFsO_gPZMcdee7Dr_ZY7VJ9E0d8OMTgkSM8qmuBhKBggtmDCnvD9oXR0kMTQS-RvFW5-b0dapqyBDPhW6GEbQY4Xwo8p5IM7Cgn47DW09arNmqnZXnQiJ_ASMvQldBdNcTBdTow9uoyukFqhQGpGTxfIYsgPaAt_cxlRDJzSlIJzax43hL5uJK8Ut61yTCi35XDQ8iSBDMBmKLLNuzC-KhouBXKU_cxbzBigTtjih7erl4GhHvIgICP_b3gfpxNLFC0gLRM-cY6DZv_w4YYxDOHg_QwBNAqs2XA3I68o8m3BwuWlpPqOIHnzaZJwd78ILIwvFv_n7_4Eicvqhe4dZvsMsETE8go5mqTRRLh0as6_-BdDBDtrNTLTDt7XoeZH6W3J8X_q0R4wJTVQFh4Mxjp5QxlSIGIS9rvcPr2LepmZfNx2q4BPVUxsqLXIJM7hLx4B7i_GRSN4ianLcYeb_FvdbYI9t3DVuY6g0-1ocNisLeGTLRVrkvhT-mpHQIL2_nih9pkGBtqmp3WkOn_bsMqE_cQ-QfeZzMTxztYEoO-KVtHSQ3GXQ-3HxZIVfXM2eWpL6DH0TXXxVgQu5VU1AobkWmIfiTiBcnOF5byW0weYgZK4fH68ZvJAM-us9XXfdDJHMlek1o8snMaY0mzdgRLMxTVGr_LDY9onvcmKKMcJ-yqzhFRanLjfy3wVIJ2uL-dX5tez71K4j9WYTZE8Zekh3etO8LxON38OR9TMQj0hjKSRAT-1SuecKW64idRNsZ_cz4voMKBvYqLnbwjzxyyZPYsT6FzuXRE83p6yPNXVYJKQSlMRCauZeHNABNN9f9IqShCkV5uhVBQ7bncGXUL6RhbGmo3TfA7hYDo5X1HaSL5L_Ggi9Ft5X6fLl91Xi4BbYEhP6wmcJP2qjt5B7MlDwNYR-E61THEEJAoyIXBoqPDQQgjD0j0wfNEb7SmCL3xxbBnmEMs-NKAVPeVJUsxOuZJljLEGUtSoTMfgOmmguwX6LS237kLufPnsTK1vVgfhABrkI_n2gEb6j0pCE5WwxNNnq8eVDtxFlB5ODcrNk3KQrt0ZQFVyZBJX_COVp3NeF4WCBIqBOsguh_DktuIzao1bN_sRYYYhlizWTTkEImrEylmYUqaP3mpJImvixmFgQRqkKd18BqVWlMsEL-w_K0AHjspC21D60SHSDsftBqWF22sCII_ZiPTLme_bHhO0NYGvq412eIgskVL5ElZ7zQ_QO2nZL0GQexP8HyI0p9x_K_XtjugaGCen0TRXfORBCX0uvkxI7-BaWOTimwO8LQ8ZrTlFTJ0lQYsZ3Wip-qZlL3P3CwesI_HFD5PdzIIkJb5PwAtH5Yj3R5k6R1cceyBnC8Fv4Ez8_V3CmFL2rrYYyecMR8awJ6Q3sqRJQAzGBE5apchaAJglNd_OtjF5qK7pCCQAZp9VzMv1n_bX0dmuHL-ykYoGjR4z0-X1IeUtT6rIRtU7GQhwq21IuS9ojz3LxbtzwSMrZ0OBe1YB__tK8FDVD0oURj6XQmglM0fLPO6e6rB2rBOFn2YqDT_VJx1Y6AXdUPKadCgGfvZKWar0-mPDnH3O1FKERmqzkUDYQIRFJjkAc8uq7aU6eCM1m05c3juQMdfWfcPor4ToAG7e4WXuA5bWoYLVgPHCx10lKxL1rggFNxBVSLngsnZfMD-w5EF8sQGB_wztu2MAkEEQxmP8-xylzxpyTq39CILCUnLGV7Ljd9iWIQfuXYDymIzqlv-EmruYX_VcYciKL6Yz4q8YwQMRX8S0lYgq_bU7A4HrkkagCwCLKvoSeiKJJLJ0uNur8Lk5wlOsAJBgE_vs7dEMhLANRvUXs5zjNJw14C5UzwNgijDZnZpK1Gpf_QSgjtBeWI2UP6bzk_tSOjohHGYby-4hTQ6lhotP0nuaHGjo4Zqzlpvc59bWIEf7zxoVICS-qOjhfoEqrMuv536wZcyM8MW60j5ep9lAvTN9TgcuZREqMdQZNk8TaHlkXy6nx3_38fgT5ZdHRnta6ihzycgHTpgMUN2iLH20Qi5lbTTSxzslSITbeEbnS2MJHfyUrxO2Fw0av018ntnXiB_RCY6-480FntUy5EM4jQFIIkmfZmMd-3aY8xRxpNeYfi9_MajZIk9lp5T-MtwH_zFbQt_UXKUMzllo-BUVlikl0CMhcz8DCSH4Kx2Di72WpUPxek_gmetuWQ 513 172.98.33.8 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 7, 2026 7:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Max Kichikov max@dmhoop.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprise clients with expert IT staffing and consulting services. We can increase your total number of sales per quarter by 20%+ through our services Let's have a quick chat :) 0cAFcWeA4YnxaQHUlzlPmVAkWJlVFrM-446wgvNd9V265t269ENJqKuV0SRUl6fhWeKB39wOiv-NsJ_kBO53-ZPh_Pkow2IPxrKHv9aQhamXYbBVabdmTHIrs4_gJSTOgyf-oDRE3AU2dxHBrPYUW-6GWOVD26yaN1r4tD7CO3pZocl-aIbPPtbK7vmn55uliRapPHsptFGYZV2d6qOGVqRH4CVOWYMlNp41raaEsocBIqtcYRBNnym_GJEg87wtv0Am-gquTYb28dVEv7vnqA_Qvqo9eQE9Nqf1WCivAcRoILhwb6RNYBQNt-Xq2xEDZlCmAMTBaS1sVq2HjObsQRDtR0uwsMxy2ML97NyCA32rHUu5Kr-zhDPPzVF8f9_Q8jp3Sy0WIMubMw2b8tp2QndqJ0M1fBRXlbIcYQ6JbbC7QRimp9cziXFZZYOjxbR_0E9sAT8clcI7wBm94ob_tRYy_0lY3eArV0WmuHOX7NK23-_yNN6ShJl_zScPmnn3FLJCe-I349vOOnfE5zfyh-bSqzBsrpxSZz0kpsaA7QZzcZFLhbaMZJnBPLgE6NPMhkqr0BRtJPilft_CxHKkgEMuKXPIgLclrXTrH_SJ1JWNapq6JQ_RxHIu7CwOqdXjUOcegxyVRJN8Knxmr-M3du-mjRckG8tMLs8NI2tsZOkeEm_BiJdEx-mx64BFpe7dttp0qykjW1dnKpFeBNWD2IoJt9y2w5yfOX4WvIMm3a9udkP7MM8mXgJv7YX8Qp7kzWP7I4sBfq5Bn0DfqYIQ7ljB-Cv2bCE1KIrJZbe5RXNiLr1CLuyJxUZwSKCM1154ehEieKtZE_twrIjy699YGVToXA8ED3QP5oTQ2Dp3c1iSGUMqh3A-_5RzeQh6EomsZFHomjsOz9zdv3TGS3aYzr-JHnMteCrZ_sfcSDVvC4aJdjiLLnsktasbq26Bz7Y5quxPjXiAa8C3MYTbglY9F-jGIA3e-24p0FNGrkUtEvFkt3cSxRp9FBvpctdEfX-p2rk92uqJhH6cdkQJLG1xh7QpuP5wTl7j9pg9jyoVVF8geVLFqxS-lguNZR2Smz8Hms46Yfy7ei1Cc3ZeyGLe2Jb9-MhEFEqow7xl1-aFNbaTWmZ1Gk8lSnazAsCDesbHTc0-Va2y6KcWyKl3NM9eCvPo1RiwmDsE-FALsc9PvNpeF0Q3ix5kqDxmxFyIkOweJ0YLYX5p8JbOaQaTSmgl6JGT_5auEZpC0hkeVEj61ptWNfoxHcNIYuq0m8CleKR519q9PXX0xwMeU6vf3Wk_Ceobchmi1k6_r74fjAfu4XTf7xXBgaQwOfkVrVMF_BEyqjimw4wCQoN-d1HQxbdLfHQ-nseH5bH5AZvNTFAGkQReWXl5HkkImnm7e5o00UbrVJyN4530nXYOuKGfSxRZsNr5OM305Fyup1eR2BRUOyiS-JeQxfT4HDj_WglwaqzGA6CP2Q6NrSrNM4xUYu9dVwLif64kINXzCFdS2-ubJ6T7_0uPOF7WkE-0vOLjrq-Yfa0SXXqH5vQB-bIbug6lQr1mEz8OIICWn_GbauNQpNv-BADrDGV9Z2zS3xoi88ph6V5nYtgeH5HfsytPLodC_bba8wqPUzJ5bSR_T2aDo9uHZbNssv04YwBnP-k_6qGuakEp7pb66R35qMF_FVa0_oIyp2Y6t1w3qRVS2MT1W0C9idhuW7hmEOoFS05todzcysS2tnCPVV6kYdA-LYbA6V7golwKHV5Chof49xmCPTYCBEbes87fyHqPtYV7d4YL7KLMOOXwvDThroXvSricvCwWFAFu-KS0DT4gqmRgjTz5OXd65g2kG-9Rr_Fhrnd0Bm8RhVnOW9MhfoQ7RCA3zx2kUI-KMY2FEJfvwmzHrKAaiNuX_hUiag02wobZzIvkVNAWBIn6Be6y9zn7xCbJtrzfMWXjkOvqA3Bl_cZnNSlOis-UIYjShl9xNnuLWdR_SyKDIScDq4Oy3fsIOy_t7PE2lrmQGcnP8QETXcUR11uCZBpaC2aCj9FBTKTCzUOuKQpQ4aebyqpYseFAJZTm9KBhJmC66Aot80uIBReCc0VzyQ2x86qY0ovucKE2Su0gKDHRoHPre0lvKTZXgrZVcYBSffO8NiJsOYH4UoFZGBvEGBWq16Tk2GZVq81dGBJ0qyRFYmbGAZc4gaBXBzps9_ZHttbLO4Mz1nQYWEuvsnrv2c8pnCRWiHnz_eO6GZ3LZR4Q_E8d9nWT5qTO5aoG7mdllfGdqMzuFB2W4KInS5ME2df9_FNdIv2pM-BE2Ub89gqY0UGOVEitZHX8j5rUUq8Xa7ll_PS1w5iKEzxU0JrHdoXehEg8_KGAEq0DFv6KzOds3A05GyG4X3 514 142.111.152.55 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 9, 2026 5:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Max Kichikov max@dmhoop.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprise clients with expert IT staffing and consulting services. We can increase your total number of sales per quarter by 20%+ through our services Let's have a quick chat :) 0cAFcWeA5asxXL-EVArQH9YKpR9fsZkinY5vWnJCdtllPd7MpzDd-f-CkjEHCb7pU2dJn87ZCuXBy-8CLmw0dOo48Qejq-1ROhWYGVdduLtF4sHxvMKRN8_Sy9_ACHrDMme6BYNuX7vwkXSHzzoTvQ8-FdpRqr6o53tTqv1BARtdgznSH71a2Nt9XIbhnqpX1cCaIE7dYDZRhaEdF3IVvpzh972dcRUOQNcpX12_Wnhm6zRqtSv3K6O7NXRckF7hZUD4Ypf0rOuvKkPJpagiHwx5WtFGjZhnXdus2xtQniW2zWmIATCenI78G6uJeXGXjU_m4H1tqD_04tzLo9WW9NJRsc3eCLZ3Rvoe_ffvVIuwagogIEXv1lnJHAUjixeQJJAUqnXsB5tS5KxI1MmA0bXKWOdjLCDkoJtMxQlGivQnopXgXmWr5Nv975oIpJnt4syTtYED6bb303BjVJWJxd55Nlz8U2ga8yEq4-TJ9DVD6ALQU3SERxpHO6AsZdODD856Gc_1XX22LGj0gkZ0zetpYUGqpe9aU1b8Opn9P_MiIwUkP5-8RS9SH2OVbZQ8IhjosQkKYkS-xXEpfXOlsK8BpPEwTSPMpj56YywO4wiuQSRt0tUzVUuHDltIlVruZcSC27BuvI_Q8aeH3bJdQyA6IPs8z_e54uj8f5nYKQd-8TmOwy_S0b1d6OOhGZkaRPdFSTNgCZEDs-q4fzI4hilQC7kP9zKMx2UdzmfGONswBwtS5V4XlPZq8hu-JEZaa9AlvhK1uVzRs6AuTnoZK2v-i6uswLqYI0G6_QnvNzzQgzNh6YqqTxZ66Dk2LjTvVAqa8eoKRv9u9QH6CyR-KxB0TW1VUipFA-bZiSAqzzHoQQjm6Sy5NbFsmssgFUjV6xJy1wtBAThcJl2iFKbQXlo15_55IGPVCBOLMO2DFG-oCwcX-a-jRdKiuyTYo4w36n7Rdif6OI3KiSznjfxPPu9Ibir_t5cFYkSyhqm8LufNeuwZ_SuD-qgyvF_IQqo-g8oVpku1QjWVZf_BBAE1MheMKdHIWRSi4oXQbfqI6PWfmJBcSEb8_bQmk4kWSeDUU4TWAEC-SkzACb_6o1YDSG8NK-ATvxdFFj2gcXXMuJ_xqyqvNowMKDfebwNgkDYMDOcl-tM0-hHFXJN_cekqUnTZC8AyvT2rRqNkmqg6Qcl1LYrq8m-pioy1pFDmIQOycQbHn8zt6WiqviEKz1JooW_K8y60tT1IEHcon3JKh68fe_gfH28ATLlTAEKnIpdXA3MeCiq9EChUdEDoJKWRoEB3NhU_wLFFaYl_uI6xaeMpr3BzUF41n8xyhiwok5KN7avHxMn3f799gg9PnGfPFOFdmgXMaNns3NKmdIzGW4Acbv8goK5TSRX6QrrYv0VkT7RE7GFDGN72XLI3tYLiD15orWaSbYG59LJBnbctHRfKLQM2FsYQH3hvx3i7lxUG40ZXi3TnLXzAZsPNRuvJxRpx9iNv2WFIsHTzzvL9wpLNhqBd3r1nhRIaRbglnxYS7GifGanMrWtaBO45mtdbJ4Y9U4F1UmXOUynS7QyKiN4bwgpKQ0SYhruBCCOcC7m54tqJ8XqiwW5D0RyWmi9HNOHQQN-WG-EgRQtictAmM-zIxUSXr_OZJNPa2uIdb_XRflfy1CKh-VVxw_1_YUd4avQFgXmb0hWQ3laaqOen7opkR0aQ2gzBFseWZkyqEDzDUfK2xehb0PeaAclkleAUx2RpdrAu4RtbvkJotCavCkTTophZmx58pDg6JJouLaFjPUs9YHPnNFxVG1DjyVfNFFSFPES4-dNYhPutcX5lRrrA9vKSTmCnCNRZ-5CBZtF9GDhjLjmdqidBiFEs5HmoYltEqZQkRD0_CiW_g5H4BOmZroqiy9Mlzi8yIYnNMiLDOeWbMP336kMIwZAKEtGeAXGcIj0bSNCB2wau-89HL2hTGpfoZDIwIPo_6jguT0M_ns3ptjcHVQR47kDre8bk1Gcs_VgzUSPqCcd2m6clivf933fsgZ3UZV9fioBRLAxMrXbUlQIlR_K2pDEEnx3SCuX6m7K-IDzvVhOXCmmgeuyQZTSav6vMPSsqsSmzhQw6dLfspXw1_Ns4aW891Gds4O9kaQZY4amAbxp5GDm81RgZjBYFdkNCutTA3wvyixrE9FAXQGdrzXIVG9QTP0myOY2n_Aaumle5IGgEeulaamoLoYISKInWsKljvUf-iIbxWnyUrgm7JIZLJrVIwebuTcUkMiPX-VXNAIr_x2NaX80POW1onndhnnCrLZp9SSJKYIePvDFfFHsTNyr42vWT4qqnIT65NLKstKH4YkzZ2d8dKniNjtWaqEAE4fMoqO3red89u0v1LWHxIu1qba_cNEyxGLOF_kl1Ko6wriTDPbanuHH05sbmE2X3ZQxEBkmoHO2JetR0cKpmlq 515 142.111.152.55 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 9, 2026 5:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Max Kichikov max@dmhoop.com 7274342236 General Inquiry I see Bull City Talent Group connects enterprise clients with expert IT staffing and consulting services. We can increase your total number of sales per quarter by 20%+ through our services Let's have a quick chat :) 0cAFcWeA5qrUT92QlwfQ_st57PmTGcIxjxxCrj4KBaSZLSeC07yXB46EHYESOk6wNZxige45_e6TJgtgp0m04HAQLxV-uj7LsjluO-BhqYg9evqNHYOBYOCUL8BewyHtsu-i1Gaes5d7r-AbwunVYLc414Xzr78z3isTBIp501J9tzZcXc8PhGcWRadirx6RLEj45nSYdSBWM5PoT_x0HTqBwgZNYv1PZGUm-AFxItWiSPrILL1BuAcGSQZf2h_FrbyJItx4M_glOeEFqp5SY6qHUJAze_7ojC4cvURsRobLYQ2lb3zVi0AJie6Iq7RFtVUEY3JVESG-uHg_AMMX7rneYVLJnNnFPMonCHg689bfSRGS16vskIqXreEZzbFyfSmZk9kjWgkjucS_Cf3ju5PK2x_3Za8iZ-xczU1JjKCiFmb1F7xgvEwLCOCkCZ6u7OkebwLFBOAfo5G6pyU40THRSZMG0R8Orn7QmIKe5Rfjd09m_TymN54pwwkRCRFy_215NzrGRsNXIjTds1hakIvT6wtYR-cqt5w9888XxqGSJ4VHqlQ2SJZz6l86eHtDVArq8wmcvumoGZQQVkNAdahqHQpMx3cvxF6USORGN40FGdmypbqDzkkqD9HlX_WOgMWzMx7mvCkGUWsON5IOodbT-cQQx2j0Pl4GWjHssc8K3fOfz0B8Tu2PY-uywZaEkCgJVSwI3QPdnXwQ_i3RJ0saWaNA6tv8SVqwxj4wgoCDuiDzYOhc-3mB-P73z1233XHEblfgmbNgtP6XDgRUAVIUUeU8Cdq_b_bij-HtMlL0f57R81APfd5cvhYlheOEhVmCL0XHEqeI5O9jFKktp6pgyRN_teSplTk3GWXziMIleAvEQ9ZUjQ3YbFhiR-BDePUjVYEb-N-Jwy24hXuTpsMNULnLjiFj3piC0jyQT6FlruMnAVzTXJ4rnD4XOE1oNPr_6QUgESmjFNMaYCuu6ZNnliKjqGaORqrqJJcjtl79XjixvTLWk-qB82vSrKmah3bnXuAc_k1zuvIsPeyxQD06Ct9SKxNWFs8UC7_DSn5Z722ZeWC2ou5Zc8Ws91mnPb8KGbqLN0_qUcwAOjP6-xn4LpVmRFFsiwc9YqUUPUAyjGvKovupNPWuQv_T3D9ybVH_czDXc8u30x8FUN-DMrmNRWVRssDW2QRUnv9TcE5SklErELVNRUZnp3-9GH2ZHSxGm7QLbe2T0946wQs_9ZSFwbsX31j0BF3_coeo5lbQO_XJSt56UhC8Gm6Ldvgmi05Su6WWH_okCWha87flBL20ZRiCwplu3PsvKXo5uV0_D_I-Sr6KvNIWRsJ7yfImt7ttaZVyDv_q-qt-tAbkIMULJ-1yqhZpTIDEO4iDDeQCEKPh3kGwFlVjuFQ760b0cFiIf8zPWaTb8bAiuyq86_VJHPhcVUMeY8BRZyQE30xC9Tie2eENdM0w_8Wu0F8HguW2n3bIECnZXUFvLD5pDyWgIkSGJtUUbFw28VyudKwxHk6iJyb39cjAWjXgAQFuWCw7pP_Dsd6NG2Js2AAeDdHIumSckBTzP6qyHO7gc4N1wekiJbYXzqNpvSdFzXoBHI7bWgsNS6nbVeMI3OerV6B433pjL2wjpvfwqa9F4KiaQENdevk_4PMYexS6tPh6QsxWIbfT7oHvjaAtZGnHN1W4jbE9Xuj69klBGQ6IIGkvPs2DVhix-oEPlD7gjQygPjCH03ZUL2rSERxnvWyTALNhVdrtAOnNnMWoPDUhw6GxQfMlJlhmkcYYJtbfOp_jnSLoWTc5cWJVKIoxV_K_BCu8s5CXvaMBJ7wZkuyQ27PgZDhm_7n_HdVPiCEtDQwf3RsMvXKV2UbnGqyUyxlIrn0MSqWN25EdRsowtp4ih7_WcfLDh0WkDm4aOaOG1RjrVExOHFfAu9LW3HhhG_4mf6ML_ug6Zndb3glpSo4ssxwvILEdAI_I2KHgoCKuIpNbPZYqDn9Z293Zl7cKjfIhgDvg7SD1PzwzMYkrBCf0CVv_m4HykTrr0JdcBHY7925dVXoxm46gP9EibjaMaWD50fofCYG3wAvc9dksrXszA-YCV12n2GFTrRgJO_rn0otTLzLZKYWWm-XdIXV9yhlXwrHDhwtqOt3Ax3F519Bxiovens8SpSMw7hau-bYSjgYpZNctjfwC7GecXkTlQh4wW6dslZlYSEgSt-Mlhm3mEIZjME6DK6kEXVLbiWaFutW9xlQKasT4YjHZMt61Cs2InXF_H29GZKZZuMepSJzRk7AMqKE8kN-yvMi4gGqpjD9GDP4NDn0_JREul2Tmd2FCjAKRzp2XIcxzMvsesclK29JcIGnFotievkZ61FtjFCNhGiE7FOi7A12PINW9mQoojKunLFMvUf-rFjTVUIW5x3jWr6kFwEfJfDQskAcuU2_i9pn7xDxF1yum4h2cTSMDdybZGVI0UTI1mKLakkyOA2RLELE50HjkzyU1w 516 155.2.215.71 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 9, 2026 5:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The continuous wave of AI enthusiasm is unmistakable, and boardrooms are saturated with talk of copilots and “agentic enterprises.” SAP itself is positioning AI as the connective tissue of the modern enterprise, embedding generative capabilities across S/4HANA and Business Technology Platform. The narrative is compelling: a future where ERP systems no longer just record transactions but actively guide decisions, predict disruptions, and automate outcomes.

KEY TAKEAWAYS

ERP is evolving from a system of record into a system of intelligence.

AI systems are only as effective as the data they consume, and if there is a single root cause behind unpreparedness, it is data.

Most SAP landscapes were not designed for AI, and without architectural alignment, AI becomes an overlay that is only useful in pockets.

AI relies on process clarify and ERP systems encode business processes, but in many organizations, those processes are far from standardized.

As SAP and others push toward autonomous enterprise models, organizations must rethink governance frameworks.

Even when technology and data are in place, organizations face a human challenge.

Above all, closing the gap between AI ERP ambitions and reality requires a shift in mindset.

But beneath the ambition lies a more stubborn reality. Most SAP landscapes are not ready to support AI at scale. The gap between aspiration and execution is widening, not shrinking, and for many organizations, AI is exposing long-standing ERP weaknesses rather than transcending them.

THE GOAL

At its best, the convergence of AI and ERP represents a fundamental shift in enterprise computing. ERP is evolving from a system of record into a system of intelligence. As Forbes notes, leading organizations now treat ERP as “a decision platform that connects operations, finance, and customer data in one intelligent system.” AI-enabled ERP systems can:

Automate labor-intensive processes like invoice matching and compliance monitoring

Improve forecasting accuracy and reduce inventory costs

Detect anomalies and risks before they materialize

Enable real-time, context-aware decision-making

Research shows that AI-augmented SAP environments significantly improve decision quality and reduce latency, while also lowering operational costs through automation and error reduction. From supply chain resilience to financial forecasting, the use cases are tangible and increasingly expected. SAP’s own roadmap, including Joule and embedded generative AI features, signals that intelligent ERP is no longer optional. Yet despite these advances, enterprise outcomes remain uneven.

THE REALITY

For all the investment and experimentation, enterprise AI is struggling to deliver measurable value at scale. It depends on structured and clean data, governed processes, and integrated workflows, all of which are supposed to be the domain of ERP, and when those foundations are weak, it amplifies the dysfunction rather than solving it.

The Data Problem

If there is a single root cause behind ERP and AI unpreparedness, it is data, and AI systems are only as effective as the data they consume. But in many SAP environments, data is distributed across multiple instances and legacy systems, inconsistent due to years of customization and manual entry, delayed or batch-processed rather than real-time, and/or poorly governed across business units. Even recent enterprise deployments highlight the scale of the challenge. Large ERP systems managing hundreds of thousands of records often struggle with data quality issues driven by decentralized, manual inputs, requiring extensive cleaning and normalization before AI can be applied effectively. This creates a paradox where organizations invest in AI to generate insights, but they must first invest heavily in data remediation just to make those insights possible.

The Architecture Problem

Most SAP landscapes were not designed for AI. They were designed for stability and control, and over time, they have accumulated layers of customization, integrations, and bolt-on solutions. The result is a highly reliable but rigid architecture. AI, by contrast, thrives in environments that are API-driven, cloud-native, capable of real-time data processing, and open to experimentation and iteration. This mismatch is a major source of friction and fragmentation, where AI tools operate outside core workflows, disconnected from the very processes they are meant to enhance. Without architectural alignment, AI becomes an overlay that is useful in pockets, but unable to transform the enterprise.

The Process Problem

ERP systems encode business processes, but in many organizations, those processes are far from standardized. Years of mergers, acquisitions, regional variations, and business unit autonomy can result in inconsistent process definitions, redundant workflows across systems, and even manual workarounds that bypass ERP entirely. AI depends on process clarity and needs to understand how work flows across the enterprise in order to optimize it. When processes are fragmented, AI models struggle to generalize. What works in one business unit fails in another; automation becomes brittle; and insights become unreliable. This is one reason why AI pilots often succeed in controlled environments but fail to scale enterprise wide.

The Skills Problem

Even when technology and data are in place, organizations face a human challenge. SAP itself has acknowledged this, launching an initiative to equip 12 million people with AI-ready skills by 2030, explicitly framing workforce readiness as a constraint on ERP and AI transformation. The issue is not just technical, though. It is organizational readiness as well. Research shows that organizational factors, such as change management and employee adaptation, are often more significant barriers than the technology itself. In many SAP environments, users are still grappling with basic system usability, and introducing AI into that context without addressing underlying adoption issues can create more confusion than value.

The Governance Problem

ERP systems are the backbone of financial and operational control. Any transformation—especially one involving AI—must preserve governance and compliance. This creates tension, as AI introduces probabilistic outputs rather than deterministic rules, and increased reliance on external data sources. For organizations operating in regulated industries, these characteristics raise legitimate concerns. As SAP and others push toward autonomous enterprise models, organizations must rethink governance frameworks to ensure that AI-driven decisions remain auditable, explainable, and compliant.

MAKING YOUR AI ERP AMBITIONS A REALITY

Closing the gap between AI ERP ambitions and reality requires a shift in mindset. First, organizations must recognize that AI is not a layer to be added on top of ERP. It is a capability that must be embedded within it. That means prioritizing ERP modernization as a business transformation. Second, data must be treated as a strategic asset. Investments in data quality, cleansing, governance, and integration are not optional. Third, architecture must evolve toward modular, cloud-based models that enable flexibility without sacrificing control. This includes leveraging platforms like SAP BTP to decouple innovation from core systems. Fourth, process standardization must precede automation. AI cannot optimize what is fundamentally inconsistent. Finally, organizations must invest in people. Skills and change management are as critical as any technology component.

THE BOTTOM LINE

AI is forcing organizations to confront the true state of their enterprise systems: fragmented data, rigid architectures, inconsistent processes, and underprepared workforces. The organizations that succeed will be those that do the hard work of transforming their ERP foundations to support them. The vision of AI-powered ERP is real and increasingly achievable. But for most SAP users, it remains just out of reach. Are you ready to make your AI ambitions a reality? We can help.

For decades, SAP development has been synonymous with stability and deeply embedded enterprise logic. It powered global operations with a level of reliability few platforms could match. But the future of SAP development is about reimagining how enterprise applications are built, deployed, and evolved in a world defined by cloud computing, AI and automation, advanced analytics, and continuous innovation.

KEY TAKEAWAYS

Traditional development revolved around tightly coupled ABAP customizations within on-premise systems, but modern landscapes are increasingly built on BTP.

SAP is embedding AI directly into its development and runtime environments, signaling a shift from AI as an add-on to AI as a foundational layer.

Historically, SAP systems required specialized ABAP developers with deep domain expertise, but today, low-code and no-code tools are expanding who can build within SAP environments.

Speed has become a competitive differentiator, meaning future developers embrace continuous delivery as a core competency.

The future SAP landscape is increasingly a system of intelligence, where data is continuously analyzed and acted upon.

As SAP systems become more interconnected and cloud-based, security must be embedded into every stage of the development lifecycle.

What makes this transformation particularly significant is not just the pace of technological change, but the scale. SAP sits at the core of thousands of global enterprises, meaning shifts in its development paradigm ripple across entire industries. Today, the SAP ecosystem is undergoing a fundamental transition from monolithic ERP customization toward modular, cloud-native development models. The result is a future where SAP developers are not just system configurators, but orchestrators of intelligent, composable business platforms.

TRENDS SHAPING THE FUTURE OF SAP DEVELOPMENT

Cloud Adoption

The most immediate and notable force shaping the future of SAP development is the migration to the cloud. The upcoming 2027 end-of-support deadline for SAP ECC has accelerated adoption of S/4HANA, particularly in cloud environments, and interest in S/4HANA has surged, reflecting urgency among enterprises to modernize legacy systems. This shift fundamentally changes how development happens. Traditional SAP development revolved around tightly coupled ABAP customizations within on-premise systems. In contrast, modern SAP landscapes are increasingly built on SAP Business Technology Platform (BTP). SAP BTP is quickly becoming the backbone of SAP innovation, enabling developers to build extensions outside the core ERP, reducing upgrade friction and enabling continuous delivery. Research from SAPinsider highlights that enterprise workloads are rapidly moving to the cloud, with organizations prioritizing integration and application development to support scalability and agility.

AI Capabilities

SAP is embedding AI directly into its development and runtime environments, signaling a shift from AI as an add-on to AI as a foundational layer. SAP itself emphasizes that platforms like BTP are now designed to “deploy AI capabilities that drive growth and innovation,” integrating intelligence into core business processes. This transformation is already visible in emerging use cases. For instance, SAP has introduced agentic AI systems capable of automating complex workflows such as pricing optimization and supply chain coordination. As CEO Christian Klein noted, these systems represent a “big next step” in enterprise AI evolution, enabling real-time, context-aware decision-making across business functions. However, adoption remains uneven. Approximately 80% of SAP customers lack the infrastructure or investment readiness to fully implement advanced AI capabilities, highlighting a significant maturity gap across the ecosystem. For developers, this creates both opportunity and complexity. SAP development increasingly involves designing AI-enabled workflows and ensuring explainability and governance of AI decisions, and even generative AI is beginning to reshape development workflows. A 2026 academic study found that advanced large language models can achieve around 75% success rates in generating functional ABAP code when iteratively refined with compiler feedback, suggesting a future where AI co-developers accelerate SAP engineering productivity.

Developer Democratization

Another defining trend is the democratization of SAP development. Historically, SAP systems required specialized ABAP developers with deep domain expertise, but today, low-code and no-code tools are expanding who can build within SAP environments. Modern SAP platforms enable business users—often referred to as “citizen developers”—to create applications using visual tools, while professional developers extend these solutions with custom logic when needed. This is reshaping team structures, and instead of siloed IT teams, organizations are forming fusion teams that combine business and technical expertise, leading to faster innovation cycles and solutions that are more closely aligned with business needs. However, this democratization introduces new governance challenges. Organizations must balance speed with control, ensuring that applications built by non-developers adhere to security, compliance, data, and architectural standards.

Continuous Delivery

Speed has become a competitive differentiator, and SAP development is aligning with broader industry trends to meet this demand. DevOps practices are now becoming standard, with modern SAP development integrating tools like GitHub to automate testing and deployment. Automation is equally critical at the process level. Organizations are increasingly embedding robotic process automation (RPA) and workflow automation into SAP systems to enhance efficiency, with industry research emphasizing that automation is now a “vital component” of digital transformation, enabling greater agility and operational speed. That said, future SAP developers must think like modern software engineers, embracing continuous delivery as a core competency.

Data as the New Core

At the heart of SAP’s evolution is a shift in how data is managed and utilized. Traditional SAP systems were transactional systems of record, whereas the future SAP landscape is increasingly a system of intelligence, where data is continuously analyzed and acted upon. Technologies like SAP Business Data Cloud, for instance, are enabling unified data layers that integrate SAP and non-SAP data sources. This unified foundation allows AI systems to generate more accurate and context-aware insights, improving decision-making across the enterprise. For SAP developers, this means that data quality, modeling, integration, and governance are becoming as important as application logic. Skills in data engineering and APIs are now essential components of the SAP development toolkit.

Security & Risk

As SAP systems become more interconnected and cloud-based, security is emerging as a critical concern. Furthermore, the move toward APIs, integrations, and external extensions increases the attack surface, requiring developers to adopt DevSecOps practices. Security must be embedded into every stage of the development lifecycle, from secure coding practices for ABAP and cloud-native services to continuous vulnerability scanning. In the future, SAP developers will need to think like security engineers as well, ensuring that innovation does not come at the expense of resilience.

WHAT THE NEXT DECADE LOOKS LIKE

The future of SAP development is not defined by a single trend, but by the convergence of multiple forces, such as cloud computing, AI, automation, and data-driven decision-making. Together, these forces are transforming SAP from a system of record into a platform for continuous innovation. In practical terms, this means:

Core ERP systems will become increasingly standardized and cloud-managed

Custom development will shift to side-by-side extensions on platforms like BTP

AI will be embedded into every layer of application logic and user experience

Development cycles will become more iterative and more collaborative

Perhaps most importantly, SAP development will become more strategic.

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Keith Tetreault keith@ferryfences.com 6096171393 General Inquiry Hi, We've reviewed your website and are interested in your services. Please let us know your availability so we can discuss our requirements and schedule a meeting. Thank you, Keith Tetreault Jr Sr Director of Operations Ferry Fence Inc 0cAFcWeA5AQ6gjZr-LHEMxMLkGwImSbOrVpoUqJgmcZYbteZjs_vlxp9Rom0L47UTGdKuhq9LQ9nE-B9Ov5Yt-llxmM2eG7e1hgoqE_T80-yWmB9JGB4U1sC5kpM_5KWtEbu_bUAcY_ZCfH8pwAqqKIguoGMBiRTP3BWp48uNmmsojltFoDKk7D7TdbZOJViRElS4QHab04zq7ZW0OhFokE6sXbVRkus3N_4LO4U1-z8nH-K-XGUlN8VR8xfK2F94Rysyfe6vwNHTb0MLa4H82O8ILKYDJJxbdM_O43bZ9beT3-vNIn2Rpvi2wKT0B0u7nZjP7uacUZPmwgZmA1Lw-Ab_R05zdwhFn8Fb_AcfgeoT6t5YW2sWtnQHX7Q8LgY0vFOu4b8WnuyGn6Q6p_Ry-91vsf4KQic1Y3f7fzVOEkSw4T09vSlArc3leFQ-We2r_YwCfithqaxiwFSkNAhS9EnU21LL4sXtAkBhVN-rbtVmaaMU2ZTFvips6g1E08KuusQXPr0pHSN1072-ZOZyd7PwkTl48lP8G8gv3j_o9fDkmX_0E1M39SafTlcebmXS3CBcboq_AKwYVpcWIaAyl-2_IryG6e7_KJloDe2eccLwc8bUIqhvQR-ZXxKbQRZhsMhNoZXCMwcx1_WB_CdWJd5VfGFl-tbKGxTjfn1tN_xJw_XQo-UUdAL2twOQb6VYARCjD-R8Ek7h9BjaqyM6QJU1qzgRMlDFdKx5ZVhum70kbUR9pGM76OMcXgv8WHvpNoCvj1S0F4MDud4Z6MFPjRqoz3xeHpZfDveu2TrIo-Ff7vkXrTM_GYRIh-SQTh3zlAA3MZqyC_gUCpUUhQQLVSjApHUM9OKUehS6OTzDrWwDxH29LHYgvtm77YAye9h812KoYciWJ_VJTLheNMMFwQLncJ4IB84dgtNNFj0cQdHOwcHvhaf82-0SZ7CE_WYJIXmZp-MSJkvkBeCKaE4W-Rv-iR5XDmzp9PMjkyUdmIEFqYTNcQ-DMRXxuz5GRDvo09F-YmS1nQKfzbQlTjlXTGv_fat9JhZw954cPskjAUrjqUtmQz-pEB02TmF6wEwaYd9I_FNgZPklIDW1JS5zbTmTx3_CKMo6qpYM66aphOWNP01Dy-9_GI_tjIqMJO3Uc9xnkhUPfmi2QL3srHcqP_bZ8u6VAOOsgKmSTOdgwi18VgXcD8vy6kPBwdOCmT4LXvKfM_6OHWfxd1_EFSehIF3OuVhYcY0Ii1yKT5TJBORXWPqhdJaV5n741gTCNcPVm4c3yDZBfwaayqq3u2Svx269MToj39FYoGr6M8d_0bOXYP14Rj8MlaZ8GNsXtIrcgYtHQbHvxQgUub7q1yr70ncxwueg5YJVFlN7gCl5a5vc6Pkp73b6INuobGE6WnDHQSp3pE_v2gE47RG1Zp58dkUkSe1uoTIV_ts84g2be3NW6RV6SngnrJ6zqYVHy_2Muoz8j9FLwv-EaI1TGhgq3k5jtJn-TTgXZqU8_eUJHKxlMfrmm2JtSqRZbMIDs9ud2LjbGR-aW8GKgjuomyd2D2CF5h84rVRZhNKYSjGjrqesXnuKpeXHvSnyOcbL6WVH-RBX2CB31IxE6DEOZ4nbZ7MP7D0mMpJ1I8Y5KO-SLHHWDAUOWFnvjLEZZKn3xv2DRJi2joJknDX_aSy2cH5QYsu2U5wAGMYXIYs85ULNh0Ff958hK7zkvCWqyYGLJcHD3McsEfZFgLWkT9hz_bu5aWYTuMe1q6AUfsX_mXliqsFWmKKokvhCKXonNz1ZgS5IMlXcNq8yesEI8R7D4DXsUpKsqo7MT80tA-7g56GE1thGKTwdq1_IWlLqxXwN7fxx1erVuQyB3NbcCcvCg3vxLv-eeg2jurGImU8ipPmKG_6_Fz9Gx0WZ11eW8TYKhwe0mG5agwHZZ5t1Y8rL7tuB_bvGlbGp9QABignHBkwIDcYfDY9lVb1exPGmnCmoKB1bVRJNYOOxroQ19WmOBfBuCBxZZulTvzpkgwcJrmRdwuxqS0MrBV_-LK7amHPCYjXhM3WCf1dsLuNfpr8xXTn_bzGZp1rM6V4oy24n84cX88D5XGk8BlsBOftZQuoPtZSUN7TRlmQDWsYIq5HQvno6zAdwDlVtDKp_uiTeaHjZ8wx5LYlZW2F6l4xg 517 51.104.61.34 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 12, 2026 3:59 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Keith Tetreault keith@ferryfences.com 6096171393 General Inquiry Hi, We've reviewed your website and are interested in your services. Please let us know your availability so we can discuss our requirements and schedule a meeting. Thank you, Keith Tetreault Jr Sr Director of Operations Ferry Fence Inc 0cAFcWeA7hwlQ8TAbV6nu-yrkMK-I6rE6D-ok-OxOyl-bsxGYP4eNu3TbtKTE3RNnjJ6v6dXttYSDexIDRHB59TQSrhn90alGltVrPypdtmXgVBWxNP-tNpYu9sI2VLYG-_P4Sh-QR_tX3Difq3VikCNqmikFWBtQygD9Z0pkUojCe5BH6fx4GHyBahY2ciOmdNL1r9CEeaIsyu7XrkPXynYRcJp_F22vsu0ClqPsxZtTsVtVePr1baWqpG3kE6jlgWeky9ezVqN1BOWMLizqAZFE50v74O9Q5tfD9qOoplodbgd33mTxIrgRyBevze8zDfPbo46uhtP_Vw3ereXtTL7Xif9dUH6fDSqdISmzxqO2VsVTBEZ8wLUWfbneV-Z9DP6iHJNuSaCgt9hFPk5r8uppiIGKne9SW6XHkrQgEa33h3ulVwS3HkReVrZHix0K96bkM4YwMOD0zeTOZP-GB84RYDSp2fqJZuCCjFS74HxtMiLnCsZY2QNVOVnGsiaL648p9P32w_ysJIwrYxNcjwjPDtKRUAkJhwctQ5AC_3m7LCbAk2IZohdh9RM071irlMUmJicytuY2T4VXiJ0cfJI75aD5_fhrPRbzZXVS2NmSO7iHA3CUBlG0SuofnI6MNeTxc2uUMmr6owpYjGK_cu5aPOOQF8UsIBQ72rln_UUuQXsgbiTwM5uichXDD3TGY7DiVFJNDC_zuN_pcFFiEe9WSZ9me55RvA3ycDSUZtys24Uj7UgGCL2t62NMESNk38nVMQ5-PxiAYr_maB8C2FDo6MD-bBYRaZQqFod7aaDrMHwltmqzeeSSl1LOYbnxYGeTjKgzu51pwOlF5dqd26KrO2P0MQ9nQ15xCrIg7Klr2umH8byHuk7ufMySeEQK2jPu86kVQOyYB_-GXqBFEO7gtnQpBYWmIVAk0KsTqOwiCkapOjD6zsTqLDSK_U__oBzyNX7cALC4knM4_BCwvmyKERbnZidjva9OVZa6LO85_FBHeupgzxrkxAu-DcqkN3rgXoK5S-EAU1dVlS7lT4Z1qoIaRy20MrRNmxR_PpDtPpd73QCC_u5ty8A-T2OL7cfraR-flFrWBaXlgRyGH0DH39FGA7ZDqHk9d6gREM3CD73gAoNoshD4BGj0R4ff4gsZR8_c3_49J5SWcFpW41TAeVrZzlhUK8pHmB5FRDTL9MWkEHmfOyamV0PAaV2issWQZn-WpOGJBTDNN05-PTIZMkns0w1iQquL7i_ZWuJM6rKjYRnwhrRRXeLp3bkw1r6gHjRf5L1NdM73RZfnt9gkVyDmcEjcHpTpf2-LnCZxfDcqY19G7SYRezn0N0QLzjDRvUeFbjY2txY9aQI2BM_8pnQAGkaR6Y4AmI0tJ1YZ5uMuoIP2YdJqvyupG1TsSkIoE-eSbsLZcHO106OTmZAQNsTZT_bTSWZMoX36HnlR2NJTFMVGnvmFmHpJ6j3zhE7OkYCAC6wqxcY6dmjlFoIzqVAT3RVfm5hg53uFBfgdMFfiX2Yu3-UsyS50vih2eLnG8l8DmrLeEAwCQadtYHOwH9jRd4TB0qIKZwUJwZkjrziFrPJKqF0f4RP4BJJS1WTwlwrqq7BefU8NzFyPGuc1uhl3tjsD2xjk1Wkl7ychI-DcgPQ-x-AL8U0lZfsVk46MnPGlHLbDdMF_TEzQT_um1aho6Un5kZC1Fs7EOhvK8mFiV3OXgNq7QEGKpqYvvc1axMdrc8oM8Xx1m2KW1vvd_lQprboZ5JfI7BpfqU4Y5UsPTtLJOp2f_nbVvz2kL1MOiwLEZfkqguflraDnIIavLaH9zRiGsV87b7aMxU350t6-RslVqqU-uSc1NOIiytB801K3EFCN0k7RB4s6uxIcXwsarhXVT-g_vMGyr6GktzR4nxm4gqzK8aXwAwx2NbKUd8C9lYXiVbapTLiicbBSQpl89GRcAefgbmVktqs0qLOrSdkjq930jhjC1kH3pRAwoXa5oRtg1dw2qKFQT7JUin4tDsE5rZXhJRHS18hIG5A3T1pudMXNtgd9hV378rpX72OsyySCHrOR494QSr6KOl5rQS8V7B0VyymjVJQfOZGCeSvhMza41Qp73TQ9Ow1CNl_jdBIzCDIBnZLY6AoRG-Z_JFd88IDBFCrg2v_VbM58fQNenLpvjQrfbr2JgeRO35xyx1uW-u2LYvZuWdJqn6R310YeK_0vDi3QJg5X1B-AOepPzj3422rn6TrNRK-XEX_lQVRRZMHQgsPYPUoMznT_sAbt-yw 518 51.104.61.34 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 12, 2026 4:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group is an IT staffing company serving enterprises with expert global tech talent. We can bring you more qualified enterprise companies in need of technical staffing solutions through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA7vRiKzNJzgwg2x2Vs16U4LLBAXxyNKpfgV5G8iPdEmGajGyx3GKbHcCOipdBLLcGZAgIlhTEFR7n6-PELES1rx3KHPXzDzny7e87JvZMDQcrTcdvGfSlIi_Z350zPlUzhaAyEFZku3GtY_NoB6GBum1q7VbLEDRMoa980PqEO8-7Yqi8ABr33AdLiAIPvcUJx11Lkvn8h09v7mXlBYG5-KQJTDkKB4ltG0ftlHKDWD8unrGFyzECWmoOLyueKWA_z64FBY-HinP3L2VmUnY2XxjDqRfr1IN5WYiF53W_m9oWtyFRkfgt12fRP7Y8ak4mgMq_tw1ydtg8uLCBUGEs4_QdkkDWN5TCSRyKBs3TP5Ygnx-Rf4TRY7cyUX52iwPKpDIX4B42ty4CRG_xsIXE2FcsmI8FVmo5xkWJO8xwvDLSHu2juqepf7MvmutHjWhwq4C_pPVuY7Ra1CvtBbU9PbdYb-NojCqjxnDJqEhC8r1jxdXLRYHmsxakMlBceIoLGC2qNFqq5tFg4lM-KfYRHR4Njr7Ss1_J3ez2-2y_j8XAU__DeBxo43rGW_el2vgrdrwU1meQjambATN3sevtmaRO2mztKFTgi77djIQQdqveAOS7khXviHzo6AYosdc1xyBhsXzsHpWSYcWTVEGObtdXQjmhCpzM1iSOX8yEFt-Gs4A5kSCK_feYxb-Y3zzbalOUELOgXTAlXOVPN0zipulSjg8t9ELsOKU4_A3mJFvCuxXBnW6M2V24Pesdy2AAU5byBL8KDWNr3G4rMwYotBxt9L1PvToQkJWsnMI1qhiOwTLzkrkKjbgWO3R8V54EmD0yqAX47GNiBusoQrc-GAPf-seOe3pDpoLX-DerneSs6K3KFbo-99dE2ZPuhxPQZsIXCaq8A5cEOYtpOv8WPp_RZ_omA9oYjPMkWl3IUz7i0uvMRW9-0EcDP8dw2qKkWaFHJsTQrbwmEVsqYn2YNFkHS4UQL1-mqtZYVOLTriTBaSORcUKlK5h79lzYL-PNKtzWBUNK2K0CewFYeTttW-Kk82oJZPrM99OX4e_R5MpShbmIt0ZGEmCPAPbuEnSQ__1IpT25aLEsqdMzcwdcWgxCY-cQtW7fniA0q70BCxHbmuq8hFXSW-0ce9aLJwf8TUA5R7dvVQhdZegUYAkZbdqz1Bp9YpUFWrdC6eX5hKkDnItJNl9mRycdJPIDsdINGxSAiyXNcXQOVHSdo3NvXrWwkKhgLC9-I7RbX_FT6fQnBvH3YIu8b78Pec-Ohs9kfInm5_a9cWaBdDAfhTmZwk3ejWXz7vGqFTcG7fOi0kgILNZiTBcdOYC8NV24PHtJn4TNCsxG5LInahnQoqwHzEHEZ7WIQgWADcempF3Kjo0o5nel3CyiSgTwM0s5yod-2uD8x1Cizfafyq0TgA32z3MZq9NeWRb95NOooEKA8109F3tybGR_-L7sZOYlP9xfw8uoopU8fyoYf4kqnkm0Yi2XbsMylTT-1rWF4a29TicD9JYZRIWMLr94QsucwL0Fuwjpz8GEkXuTeNrtfkDcV0c3LxqetafARCB8diqBiDYT1-K04e5IIuywGLljnJC_UpL0GMQ_q98PleApaxyieniQ5EnttxTaMgj-YcqHzMgSISD7e6GqRxdrMk6t2c6D9792enq66ONS2XH3w-y0Pecak2HhaZjFWeqQE3Qj2OVudubu5Mco3QqHFVZSNjvdR123pd6baXuODK49ZbM24yN4kkeiywTrdk0gjxpJln_fcTm6QW6V7cmfYeQZ9TIrDYEnaSojVhJHNIyoDRQncksO9Wldso1LBhoFPY1B7ceBZZxw3aZKa-M7vZ5CNWhgo_8AV3hIgUQSMjRLDVfKiaESI5C4CoSquBqB0gtYi5-T4PIygzpZzPOvuOpmsUqxJCAH_kR0I0sPlFKUX03SskySLjFow8Yi-pnfCToEq6Lnz4hQpyJib3571BMX56HQZr4awyw8jim3MaTL0qg1XoJCR4tWNWerzf1IKt_DOCB7sdr53pddW46-NcvboFSO0GxYMd_uvDBj-MRCTcHStHRItqzWHZy5Krg6sAwKbWFVwTt2iyRPcpp0hIACmIcVP2uyPxC27oVeYXkMZ6XQ8DfoSpcilhTIXMEnoLXeqHpyU2ZTeTT4-HC9arxn3k9N49f3-iVhaEIgHfPTyp8xqjVRd0OYswSo98wD5kFRjx_sh95VbylBcu7gNiIx0mkUNfUzGsrTwK0i9VnkiSee88Qyh1oGaeEL4dFssbcNmNOkDrTLWDO-diGJjKjgrUZD58GkhP0NpI9FAWN5KiEMSBPqSicIAUPNahQNRUMh6h_N54nGG6Ke46dbRc3gjAfz2AuciLoDAVHzF-fZYRoEoqXntBUg 519 136.144.43.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 14, 2026 5:38 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group is an IT staffing company serving enterprises with expert global tech talent. We can bring you more qualified enterprise companies in need of technical staffing solutions through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA4FMBogkBG_VV4XJXjWJkgLLIfp8J3TFzqBU_kzZiHzfJu3jeU85ZdRkpzmdmtw1x_w9kRtPrr1PwGHB_wp8jhHtkishHlJo0j47l9nN-xJJXQsjJMDb4pF6foP8kSTgncaLEP9j9_x6ANuGQC_hzUDF8LK0Covy0B3A50d_qEsL3ORbPxUZzQ5GnrvTQi7I_Whh4796x6ZqOEzLbR014aH4Kcgu7yL5E_HQmISuV2pgKjtqxJ-zxiFhp0qQOLvdyafhUaSmqiqbJTcxXAHYq9zykf4emVY8ArItsDiAzOoMp0ow0-zZMaZSPAEp0Gtze8f3Yj0VtIOJ9hiVarRSEBJCS3SgWk3bhaGAmwtjK5tytOJDxLtWatkOWeoXOGXBGKCCIX8cdAf9SZHICT4SXoff5C7YfHEC5BOB5319lL-qSqewFPkQn9ILVw5zgCwa6eidxJd4Tge3FAsguUlLLwxckCmy_NfaX4wVUFsA7Ma9p1g8zKb_Af4cN9mXPMgjiCjT0i6nGhIgvl7J9KvWKJeBaMtysbwJdLOwle4AmN33MyTtwWPlAF1dSlCDXHENedHJBb54HOmQd1NQtUFGkozZBmlofi-X3Iq8qXWfTcdNhd-whN99lY-kCEkrzne572HuF8pr2JRtVxfU4vArmCMfNjnwcZRmtM62su9xp1pZ_uOp_evBsyG3IP8sYIyAn31NRIx1AzW2fB68Ud0EiOylTCA7SSuhPWpn5T7G1_cND7fXpe-3OecvZQb3bIbuT3lll8W1XIqG4d28UiCAEdPVfOaTb3OPz8Ij1i7-MnP7yOVKTGv-i6JVMrGYOPI-bhlqxKoR8mGNRYrUSMmoXDshXn3qQ1wUhOcwfAex3da7-MgEfP_9BKOT78JpRzwHxaS4BUSvvhsj9hhMP5ORAzxPoRTu9sP4qxPq4L2kwtXb5wJWSklsNLlsiAmG78D0mp5G0Nm2j4rQjk7XA6nhqSyTWCFzdpY_rVrnsNvHvMhrV3ajmg5C8mqZ1-N3DUqD5se_IrXLQtWebbKJI0QbXhztzLkYWvKgc8cDsDr570TDfCIyVppqI8D7hXcdJhFIt_vA60IAThg9x-yGeGn24PAY2JLACy8jJKPLrxjdsTu6mWjgriKnSOZWFxzQszryIX2wzgD3UquNK_h13pSb1jNY4uJAoryoEyS1tJs946-YFEykHwVNtmAnakFP0WjQrQRL9uZFIuYiOaHk4B2zcdOhBitCl9ku4R-rbffGGDX8KdCg2Pj8o7-XSDQZTxPS5KFuCL6-KiPh_Wz2rPmJGm66qU8QIu9U5aPWL_yf8g2b0zEkuLGv2TP_ii6xOgBUsYUHY-wn16TFvpkqLzuUM1sqEHwGrnv_U6rwxGABBNjBrrPNTzJZktTC4I5hpd1g5Kd-xyKezuv0w7LWnJgwEdLwkZaWbP70bhiv-THnbylqqekV81BUoHUCo_CWx2oSZUczaNj9fTxQkE-R4iX_JZJCol1VGdKH5vZh6px4GmmLwS853zQtLgjDA9lmlMTpg_vEkJES4lDPZiBLEF42cFrgx7azFonEfbFxckQeAfkDUnjTxNZy7ghlf5UxGSSsfmpuaL39g-OLPtk-IPbN-R02YK6bSo2uQyN0-tGoK3k1Y7gxC3SFIPEZEpyDA6zvGTT9f97tY7bi3TX1p0Y-Eti22fAordOaTH74DBS3knwm27JLu0AqseEE2AcfagkPSDLZZXaZLFVEF_rwwhwZSlmCecHiiQ4znC6y-R3wYFps0b-1HqWz2C8C2T0gurKomnRExOJSgaEoCLK3B_jev0xtF7XgFJ68qzh00Xb6x_eh-rwTINYgZXIACFlGLriRhwEy6xsGWgVgdw0_JlLVbHizxTabqavWtrZ0Ns6yAx_58d1Wj5e5yW3eTQpbG8FrFqlmuFmLb6-SfvP9mmxEMitiPqdyP3ERrQd1axrthyDuDP4z7ERUwEIzBShU29Ds7JHE7O6zzQXnhXEhKDvb43Fy1MeNaSD2oqbFC9UB8EYLjIbINN8LbcRIXr6HFI-5gU1TpgcNWR_PJp2RZ3S9AGs39dBf2mwqfXKkdpfNYlmX0CtZGrqU3Gv-6XbgPX1PMNFjxvPSwd_L6hBApZk39Yy0tvd-V2lYpeJ2hjdItAfd_Sj35jK6ArtQpSXmx1iZt-m_oNRda3SOLz9mkLBJbVQpruDaZw5Ij19-N90oazgcgC8d119RTez8DYy16Lk8lMV5QkfZxoSjFWk6crg1NF1xkUSAuD0D9shPHiP5-Zt2o3r8wslstwu0wFIELOMewKlXpRqapJQ4GnQN_BaVfx7_RjV42YCaq1F_ZUbjsogDOq9Vu8fAPKfKq_VmzxZ8qmM9-Y0UtQ2BXV1nbOmPfKm9SdAOoyMr57ru4gs0rJze_dyZ_vO4x-PRuoK9QUKyELml6YI 520 136.144.43.120 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 14, 2026 5:38 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group is an IT staffing company serving enterprises with expert global tech talent. We can bring you more qualified enterprise companies in need of technical staffing solutions through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA7_C3Hvka6QR4-r_7ywMvcK4BKuWnZMrI04xHlusWqVp9Zs9GkuwFHiUuCFxppURdVa4WZdplo6RxN3bOb4-8lv-rDjwFsBAMZfdMsWRMh2RefFLCOAl_ZrL4FlWjmJoo_6_20RflHIEBwqlpTmi1ZO5H9cjerZXq-moke9qBrnu8HA1_cnixevaS0Dlc8gzvL1aK6H3tn9ngfOx8bgQN2yosHtS3E3hgyVh-W98d_4K8fBmROlXX2dW6zwUgVz6sYrTVXD5KcM4uXQdM8EQY72qEDY-BVsUwBRstgydEtk0eq_cQVVM5x43vwmskjsWTpk_gvdZ_6WimcrAvZGpt9P3HKnPKIIH5mOaevecc8IzcQdcutFGSQGVX0VpN_JpmH69Iy1UnyHd5A_USHSH4racQor1OtLDnJu7lqa6Qr5dh35LOj12Wc9R8Om-3A0FOpcJ_kyaarNieq7inQZ7C6c8ML2RQVUEv0DmOwseZKdzMUk7MQ-jq6YuPWYgy_5PiYk5Vn_CEV6BN_vgju0DCPZOTceRqbV_gyyolzmnUd0L9ADtrw0nlcFv1Td00XuYzxnIVm8AKVLkn0Uwn5Wqi5bfLeP26RL34R7-TnlcdeuPf4jizOv6jJyGfjYvpRA4lDQHLpFsFw8-fAwBw0R9-6_hcT7MoeGp-foeXkGHAUoQsdUQFWqHppYYgkZFAWzWJ0TFXlHjGdbJz0wDbkeclamYfA6zQcEIMyvmn6BLNTiTMEEgRSFGKpXwNyNRy_Gx-KnkYkqI7KpCQ4SePf8AZlXOsIunCvH2kxVahbFX194PNKHJiMrVes6VYsJ9RoMI71CJMnKD6tl3q0zpMsomeUPSgB49m3xH9cwVxuRJsrzgiyt_2JmVDw6EIB49nqNCKnP2hbuvYmaDg8ibvYVr_d0EsPSSA7_LSO5swvJobiSK9ODVsDkYR0Z9tDY2On9-6bpCVIZg4OANYpi2zTve0QpS1TTfNTXcO03WQmGvIuxqIxvQBAeN8hPWHgEujkRp_k-FzgqeGcEzSCPObMCa_SzngUFb5n2Zpf1FnLLuRJSVQHsbZPgwE4bgC_E1YLlvELJi-uwdc8MjgjiN8OA6a5gUk0x-XxLgGmu5BuTF00YnoaIcRnciR8lBVSiMqz6ACWg7c0YZEEVEHKD4e5Gn_cxkZ9EqceWELqimrDWqmZTMV_7els9baFJaCD_fT9Pf9QUnKjrpnZeNAh876WNxpPlAQ_Pt4ANmzw4ce9pbalrviC397p4UoWNurvwPIZ2eo8d3mUF0-Qfn8gSh7uzs0l1RzRQYHCMEeepCXWgELdxcEsS0Acplv_CZz-crxIm5h_0jChotB2Fkj17XL4Ayx82COOcAnKCJgIjX3yXPpeSAnoPxJLSFQlL8GcR7IPkzIzEoNBOqUjR3XrtwwImf9cSiwhpaC5hinr8I176J1Tpr6tCRB9PU-fuDJjDdjur271yChLfvmmwlFp_HkWUpF7h8VjiF8HokwfzDGgRD6EHKmL9p8KZYDCWJd_67VyVLlZ2u2Blo4gTdfc1Nt5tGPTNqOBvVuRugcjxBoWRO_fq-3cqRMJgVW6QmH_Ku1xcqDMy4BovMvyfa_kGSinvptxTQYdYKv_FEGF7yonwskT8jcSAUaxiCMe-61qHjTljEvGKYXAHlW0LF5cLROYol8HLkd3eugwXd1nxQsxBLyu7FQ6bz2iH3PbJik9B0P1J6190MrQKjNtUeN_5ZKl6myxgtFId5b54NIc2xszCdZKZi2tPBplhD40bzDSVecPLQze2dCoQpnL3mQl0m4vCl1u0B4FPgfylrQ00qtPzn8qInak0B0TF6H82ZN6hNw2d6XoWsVbyN0kjgL6yb2mSk7VgE1YK5tVVm-G7d3C8IfKuo6JKsPYfHMMObgXkfZMI6_UPap8U8V1tsfxZIyUAiBJtcANQodsC7MxuEvroBWcHX9p_j3_Klzmn85hMrLNPaodCkMsRCLUTtNjlWQjrGqvobhoI0eY2tQOhbdhyr5reafzvXfXk6Dn9c8xuCFWJTBwakEis-pE_85lWRnrTygcbiCNVKNJb8tFdDYvzUxNOUc45iV58XpSCgncCmy7fDuvtRN67c2clb1mDn2niOBWrhkBI9-Qepu-V9I2weo5H2a4B47UtGBfONAtVsL7ljyoXc4HMFiuFgTJUgYDzwz0eZQQFjp1yORx9GoKzfVru0yT5FyTx3iSndi1IH4P5c-8HcjFym_EzstTPzUtdW0DAX3APbmR7bUvbW3wGaAMLqkW6IevE4C7ODOLNaQCaB2Hemub9oXHftia2xXvkavRumBq9H8I5DpgsuWFSQJzC12sGugp4ZjZg2wBNXT3C0rOme97HS11lqDDDwmRaYikqMsqFTVcs3IW_EJ-GljqUCh81ISKIqKnlKbEcnrSMAnI0iGun5SfHZZa-jE_iL3w3EbVv-A 521 136.144.43.143 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 14, 2026 5:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

ERP strategy has traditionally been focused on the technical aspect of system implementations, such as integrations and process standardization, but that framing is increasingly outdated. ERP systems are key to enterprise-wide coordination, and at the center of that coordination is the workforce.

KEY TAKEAWAYS

Modern ERP systems allow organizations to connect data across functions and systems, creating a foundation for enterprise-wide decision-making that is both faster and more accurate.

Strategic workforce planning now aims to ensure that organizations have the right skills at the right time to execute business objectives.

The connection between ERP strategy and workforce strategy is rooted in data, enabling key capabilities such as data-driven workforce planning and real-time alignment

Organizations must integrate workforce considerations into ERP strategy from the outset, which includes aligning on skills and capabilities, organizational design, change management, and talent strategy.

Simply put, ERP strategy and workforce strategy go hand-in-hand, as ERP strategy succeeds or fails based on how well it aligns with workforce strategy. Technology can standardize processes, but people execute them; data can inform decisions, but talent interprets and acts on insights. Without alignment between ERP and workforce planning, even the most sophisticated system will fall short of its intended value.

ERP STRATEGY

At its core, ERP integrates data and processes across finance, supply chain, HR, and operations into a unified system. This integration enables organizations to operate with a single source of truth. But what makes ERP strategic is not the integration itself, but what that integration enables. Modern ERP systems allow organizations to connect data across functions and systems, creating a foundation for enterprise-wide decision-making that is both faster and more accurate. In this sense, ERP strategy is now directly tied to how the organization operates, and that inherently includes how the workforce is developed and maintained.

WORKFORCE STRATEGY

Workforce strategy has undergone its own transformation. What was once a primarily HR-driven function focused on hiring and headcount has evolved into a core component of business strategy. Strategic workforce planning now aims to ensure that organizations have “the right workforce—the right skill sets and headcount at the right time” to execute business objectives. This shift reflects broader market pressures, including talent shortages and evolving skill requirements. The scale of this challenge is significant. By 2030, global talent shortages could reach 85 million workers, intensifying competition for skilled labor, and at the same time, digitization and AI are expected to force as many as 14% of employees to transition into new roles. In this environment, workforce strategy must be predictive and data-driven, which is where ERP systems become indispensable.

WHERE ERP STRATEGY AND WORKFORCE STRATEGY CONVERGE

The connection between ERP strategy and workforce strategy is rooted in data. ERP systems consolidate information across departments, including HR, finance, supply chain, and operations. When workforce data is integrated into this ecosystem, organizations gain a comprehensive view of how talent impacts performance. This creates several critical capabilities, such as:

Data-driven Workforce Planning

Instead of relying on static headcount models, organizations can use ERP data and analytics to forecast labor needs based on demand signals or operational constraints, making workforce planning more precise and actionable.

Real-time Alignment

Traditional workforce planning often operates on annual cycles, disconnected from rapidly changing business conditions. ERP systems, by contrast, provide continuous visibility into performance, allowing organizations to adjust staffing dynamically.

Cross-functional Coordination

Workforce decisions are rarely isolated. For example, hiring more sales staff impacts revenue projections, which in turn affects production planning and supply chain operations. ERP systems make these interdependencies visible, enabling more holistic decision-making.

ALIGNING ERP IMPLEMENTATION WITH WORKFORCE STRATEGY

Despite the clear connection between ERP strategy and workforce strategy, many organizations still treat them as separate initiatives. This disconnect often leads to challenges during implementation and beyond. ERP implementations frequently focus on technical milestones while underestimating the human factors required for success. The true return on ERP investment, however, depends on how effectively employees adopt and utilize the system. To address this, organizations must integrate workforce considerations into ERP strategy from the outset. This includes aligning on:

Skills and capabilities: ERP implementations require new skills, from system navigation to data analysis. Organizations must assess current capabilities and invest in training and upskilling/reskilling to close gaps.

Organizational design: ERP systems often change how work is structured, meaning roles may need to be redefined and responsibilities redistributed.

Change management: Employees must understand not only how to use the system, but why it matters, and effective change management ensures that workforce behavior aligns with system design.

Talent strategy: Organizations may need to hire new roles, such as data analysts or ERP specialists, while reskilling existing employees.

When these elements are aligned, ERP implementations are more likely to deliver sustained value.

GETTING STRARTED

ERP strategy and workforce strategy are often discussed in parallel, but they are fundamentally intertwined. ERP defines how work flows through the organization, and workforce strategy defines who performs that work and how effectively it is executed. One cannot succeed without the other. Looking ahead, with the continued adoption of AI and advanced analytics, the integration of ERP and workforce strategy will only become more important.

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Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group is an IT staffing company serving enterprises with expert global tech talent. We can bring you more qualified enterprise companies in need of technical staffing solutions through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA6lY1pnU-mobnA6qtU4QaDay1D9VPmmcA5JJIyK7EhOEMApy6ke3l-e-Mv9ZqH-CH6gChYzrXK5BKblrVf8lgPswUEVjmbx9MrpKHwLBHsiMvWtzVxkITOFwFQvSY5dK1EFvJkWy64zGlqvKKmy5tq8jAMx8cG24RXI_77YGsZUDZ9ZDywUvnPDLFvmJsEkd_qd8tAKdeRg_sd41OkrX0APOaiPQNJ_sLqswkRL-wEG8vO9pLb2JhXwe_vnh-2hEndLC1q4h2oeghFSEFjOCmQf3mgQCMZ3_tg6rrM_mYUOwd17f2dxRFFPYdSsiKt9enMojybUIglvfJSrA22us0m2KiRaYvRsG4u7cb8HYrJe5-lDXIioSy8xvqM4pEQ-3Hi_aHdBOdYo3feJfBZ5IipzESyji8gqBbdUOx-5xSXPNyRZ_vueBvIgCAU3q58JGvxQehDJASHJlR94Od8lqGo8nCSxuCLuz6Wm6DHHLHoIRdShSuS5ABvu26ijEyXv0Rjjmt_XmcV7ghDbmaCJVx9YhgNAYAsV5fTvQczwuM8u-Dclc9ju386VlUcqTGbobzWpRoILdRx5mvsRxaKSrjsOfehsatHrZfJyU3E1GEgrvnbTTct1-FFFqW4u1t3We6OQfJXhItz4Gwo2AILAv3RduFXxywEZEQv-WZQ8EB51gPuDWFPQkVVg7e5y4hg6Ek4Rk9i9Ox0Lwfik46QjckJb6A8nc5SNGGv2t8Q2YfHHipe3MnrkEOh-3mLgftH24J_m6JTgY4-AyOfOUkLC0T4T4-iaulYzcnkWb5V1nostgXZGUJ-zAczEuapudy8A8s9qbtRkHRURRuoQ7RrC4udRqzyxfbOBR9QrNn5u5f98Vx6DjWNYyq2pZIv_R2y5eNsVCpnHGsbslwYpyYaOwH_EB34wlB9XkSTRhkYEc57KQ_vYRgn4Spe9UtPye9xINF_y5Y9HsyN-6lMp6hLqsgRys8hqmaox-6liAYnpKzZuNcsvo05cB6YbMCQWFWcPxQRN0BQVBzcxENUBOk4q_TGWNc4BKx5aL3_n62BR12XCfsdjYzLAaLZWyU6Ch6wvUdwVX1cv3BkJad7fvs2LCFvf0KY3knOlzpsmLLz6NEEi4gEGfaBVnIkLc7EgNJB7xam_Z1lCmSBcqa3aKmjxHO_FEE-LwgR23rsGWXet521I-jQQ99bXAXiQp5cXR7s7N5ArsLvX1LrmeY125TeHL3x0Fd0NhOCLlsBAKewQDmFFfJ3kXcHfHPZhk1zPCAs48QhvD0t57Y-ArsqmzVo0UJZGXGY7gA_5ZLS6BRJ3m7XpXdbWLos1sJeU563bV6OjKqY3vbAV_R-sAJy9VSxHlj1aKCdwQBM9M2xBESUdereB2amXKXKlL2tF9mYB46pniaYjw8FffJuV1Qj_FZenTjzH3_07ChhfrVjXEBwEGbK1cDwKXT9QYdQVCuunc-5ddLi4YPej7KtcfZAqn77yCFAR8sk9YTB_inzDuzK5D8fJjICfB3I3gc9MiYiHh6cJG_rT2qOnDJVws6q7t_0EX-JFawE_gB1qGFXaVrRw3a2o5HZjwVQwfZ8h8pGgTdWs1dJg9JSMsMf1OqowTmBurBswayCbVWLHuUiXwu_V-4ecv978eD9PC3qONfY749R8-x2spuV0rK0x1v82vcjKAGFm4rqRFdcX_bxXXN0E-W60bN1nHdaw4sghxUE0VX9jhdUamP2jnVmEpsBmbvVwi_1ujG-FbgtMza6iJmu6VlI-htl70EQDKNtpFozdJn1h3JOWFF44GQhh7w8hpZOAu4O0NPLA73vPDLuV7H1KVV8Qn65-FbTkZsL8yKz5u3vApp7FNqqkuTxMMKvDsfnmiavyG0GzD4b-pa_ytygVLceAkOFOStKATL8duWb0MsYf7dAv4exOy4k0vC23AvWF8ETPf82oiU_Ev1Oq-0y_5Dixfmr4S8jlfO9y3kc9uhDGRUH-IyqtuQzoMdG3mSacEmZqx8Qpq29HZPKVk_xn_CKQ7AtqNDHQ0oLM7mOccdgb19GY5FRcLYHRtZh1oePxGcqu7_7cYyl4-VXvFIXI6M_dMFuV_Gk0rEJVNElgXm_5yAPxQ7N5Ps6nYtWA0kT2pQhFVHD-rRGRFQLzbItqXKbo7l3BJYCNQcZGuu5gbH4_3f5bKUMgpMh0nXNoHkzSRrMT4x1MsORQSBQqNLqv2f3m8ZvgKct1zyFHu_uOW-FcDJw4AmyX1CEXS7svNVQEJ9UAf8DoWrKgZsdHAxk4oGWJZkW76rWy_sVU9q3Y5Pn4SNHoRV0YfOXJO-JRP8A7Ld0DMetqTnRleeWNhLAZ8Y78yBi3Wnyx0Kbd7qoClYVkng0RRWcYsS8W1V3WZ5y5h2YdprQ4M15TlScxazFj_33uaKn4-mSpDs4pywAU3CHdqE8zfWfI7A0x23ry5W8xslvxsOjbzA 522 155.2.215.26 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 14, 2026 7:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Alexis Rivas alexis@clientshuttle.com 7274342236 General Inquiry I see Bull City Talent Group is an IT staffing company serving enterprises with expert global tech talent. We can bring you more qualified enterprise companies in need of technical staffing solutions through our services this quarter. Let's have a quick chat 🙂 0cAFcWeA5V0tYM-FeIQUcerKBzAICirsSaQJSPptcyUyYXol5YYlwBcHORSkhsQCQO1ctoYyrq_uUwd7N7rQ20-ffhkt1WqpbHJrpBfA9Z3Ae8rDf8E0IBsBJIcHLWqh_Svq3sL7ujmKYYxk0Bit8a1xByBvbXnBeDmRKTEJJnw1ImRoZ05PJT-KvpyZw5SAez61RdcdcVBfiV8rlE7xP0fSQR5MimNWruqrw8kMmEZ_HOspIIQMNRuEO3biNlOJgBSD8DPusYEkVVwbDZbqtcwmfA8NKyzuMGP4h6TxmG6QZTje9A9xwZGQCzH4urIML5Q8R7peD3lnKNSOdDQlfn6St_sMRjp8ctyqEzWvvkaynGzGr-O86A5dT4s5WB49diM5x_0M23r9o-WUhg3y3shxe9RT0HItwZ6JPmKMXFuCC2ZO6Kj5fNwSreKD_Rk7gM97-3JEGbBIwZFLuh4b2jg4YBZFWGA6wvFRAn9ESpkn_fL0jLVcTuKv-KUf4fXXUwfTgIRziccElYjWjzqDwFfDIYWAbboPgtNTM5WrziqgBYqXX6yjP5WcsnujnjG3ZoRWHgWhq1PAI_-4ld-B0oT91xN_oNKd5Rih7W_-8ISZ5ux-0de1kGCaC3phxwqCH0AgzjDK9q30l9RT3GdCUTIeoVN-LRnuXjrX_-YSu27VMgZ761jz8t7xeQd_jMHItWPXj1gEkpkr1v17iW60fahIU04qUrpVfsBHkA5gux4n2-AMrpNRAhsW7YGkl_VZzQ3WGu46RlvHfQf470fPKrOW83oEmVuqDb-DoGeTPBX42UqX2zIVUhSimct2xmpFN4FQruCWLducq5ykPl5GXn0lsLZV5Je3EoBQ44QJcBYmwBS0-kq48s8j6zJP-Q8xjofdCQxiniysmHCBBWNwahwokGBtpDPuQXRx6jnYi0Qe6U56DsGSdJjJi2_6DBBWSItSMjUTEdPVQhsXfHv8c2HcX20jfpY8qm_MEWZRnRN5FG1i3_fYjFsnCOGOBAwe0mDuSphJxQm1U0nviIsGkxnErDV13YYc7IezVgNKL32SpIju2EMyILK-a1jozrrfAYo9qNBSYBSh7lZKHZgVJxOI6QzcNrsBQSMlpGmGZEet9wjeAUHxM58IpVtiizyz8hxRrNQxrZPdI-QCYJ6KR23iUjuW2YAjegyT-pSgjD-V5CHb4vC1uLsHRTvewmYw9dI8yUsiVs2KSn6IVRGm4iemsIkUNcD8h0euQ5WIx9C7opg8HGUQ90k_AoYS_L6REC3HYl0YBhqQk28jc_vJSrG1zzB670E2Tr5HEJBg_haARnxa91VmUyBRoDRBqckdmLAKOFRjDgOvTUv4D77V82D8dqdIwG50T15Vr6X2AZQCHH7Er-lG4k4aRW3oewJ60FgbDJRzjHQVg1pnUAY1zakn1jdLAiY6INiikYqM0v5QJnisYKVR4gdPjARk8i8B6PvJH-aSXQwxGiKX3ZHOF-OWTh7RPncc4RgweKhVhKNd7MXxXxFxQksYxLxpge3VNz7dROGlboeZrFuYS5IHkIAUFa5r7bFKs76NCojSVAs19SxLyKfBbJgIuFKB8eMlttEcj4iaD_vMSOTnvnsnPhKMfF3FpKjfz8aDHkgmjyqm2Uj-zbDezwIYng0XU0gtJzmTOrpLoVxtZMRkz5lQLKfshPXrG0bT2Uv7g-G1GykZeT44eQNeXskKM0zcnfLKGInsmdMOzRsji3q3oc8N93sYx_YuFPnJWVu9pWxQKOQv2_h0dSHb_92hmrCoOWNpeyJTQcU1WRbnIA7moz-q4ypt8NaKN5uIg7OyFuCRrKAAtCqcdlPy8JaJpdS2-JZbsx9LT6uqX7JygUbwbE9n3b-sJGaN4rPtSzax73FW8EQ2M1gq-yqgeta0fxWMJf_zqsKYd-crsTsKFZMoA-29CAb35JU8AHWCscoX-65ERjRt3usMitYtokFogRbwD5S4qH_rI5-NMJ4GEw5U6Q1cJBDmA4COB8mFetZ3E9lKSIMcMHGDsbJntug97OqnQ-gHGkoiYx-OaHnQeulTk5RGobO_cuSsyxYBznOQOq315mIpLGNljj0TileJW-CASauXvmN9BYuHR8jcgFvN02A2x9UL4xZ4muHlEWZVS3TU_7i1plbE3_ou-6yMsphszprrkDLS_tcOO20G1Mw4CxHPdsLbbAqCJRedZZKCVt7YN7fHqdoq743nwLGVDXnT65KYRtEu2a0-8PYcU5KrW0A6eJO5Wp6Ts6_HeH6wYmrIDTHHB0YXONV7fi6IOSXNayLOjopNOD6Jh0WA5TcjqZ6uMlcb7fStYHwKMMHUaxceilfxKf8WZrxGFiCUPdW62VxaI57Nd8WiWvG82jXmR7AM-A4LuqizUdV6WQM5e2Wbssj4ZksdF2Km7fiicGeozyeFNqCnEKIQngte3B6Qpd5qXw7cOoKUf0tRAuzU0jpRzgI6PmU38hMXlhIknBvXs0weh_DfYF6xtQnxfadZzHgaTgr5Pbkpkai_Y6AQ 523 142.111.152.108 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/146.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 14, 2026 7:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Mergers and acquisitions (M&A) are often modeled in spreadsheets and justified in boardrooms, but once the deal is signed, the outcome is driven by people. The gap between expectation and reality, however, is striking. Research consistently shows that around 70% of M&A deals fail to achieve their intended value, with only 14% of organizations reporting strategic, operational, and financial success. The reasons often tie back to execution, and execution, in M&A, is a talent problem. This is the paradox at the center of dealmaking: companies acquire capabilities, but those capabilities are embodied in people, and those people are often the first to leave. This is why M&A talent planning is so critical.

KEY TAKEAWAYS

Talent is the primary determinant of whether M&A value is realized or lost.

Leadership alignment is critical; if leaders are unclear on priorities or operating models, employees quickly lose confidence.

M&A talent strategy must move beyond hierarchy and focus on value-driving roles, regardless of title.

Building an effective talent strategy starts with a relatively simple principle: start earlier than you think you need to.

Organizations need a clear understanding of which roles drive value and which individuals are essential to those roles, and they need to do so quickly and accurately.

Effective organizations address any ambiguity early by defining the future-state operating model and prioritizing change management.

Traditional M&A metrics tell only part of the story, but tracking talent-related metrics as well provides a more complete picture.

M&A has evolved. While cost synergies and scale still matter, many deals today are driven by access to digital, analytical, operational, or market-facing capabilities. In these cases, talent is the asset. One industry source captures this tension clearly, noting that “the very talent that an acquirer needs…may not want to stay” after a deal is announced. That risk is amplified in the current labor market, where high performers are often approached by recruiters immediately following deal announcements. This dynamic fundamentally changes how organizations need to think about M&A. Talent can no longer be addressed post-close. It must be part of the plan from the beginning.

WHY M&A TALENT IS SO IMPORTANT

During M&A transactions, voluntary attrition can increase by more than 30%, and in some sectors, the impact is even more dramatic. Additional research found that employee attrition in acquired companies can jump from roughly 32% pre-deal to as high as 71% post-deal. Even more concerning is who leaves. High-performing, specialized employees, which are typically those most critical to value creation, are often the most likely to exit. Moreover, approximately 40% of critical talent leaves within the first 18-24 months after a deal closes, and by that point, much of the intended value of the acquisition may already be compromised. The financial implications are equally significant. Replacing an employee can cost up to three to four times their annual salary, and in the context of M&A, those costs compound quickly, delaying integration and eroding synergies. Taken together, the data points to a clear conclusion that talent is the primary determinant of whether M&A value is realized or lost.

THE IMPORTANCE OF LEADERSHIP ALIGNMENT

When deals underperform, the root causes are often attributed to “integration challenges.” But that phrase obscures a deeper truth that most integration challenges are people challenges. In fact, culture clashes alone account for roughly 30% of integration failures. Similarly, broader analyses show that poor leadership alignment and weak communication are among the most common drivers of underperformance. While financial models are precise, organizational realities are not. Two companies can appear complementary on paper but operate in fundamentally different ways, from how decisions are made to how performance is measured. These differences become friction points during integration, slowing decision-making and reducing effectiveness. At the same time, leadership misalignment can cascade throughout the organization. If leaders are unclear on priorities or operating models, employees quickly lose confidence, increasing the likelihood of disengagement and attrition.

THE HIDDEN COST OF TALENT MISMANAGEMENT

Many organizations focus retention efforts narrowly on senior executives. But this approach often overlooks the talent that keeps the business afloat. These individuals may not have high visibility, but they often hold critical institutional knowledge and customer/client relationships. Losing them can create disproportionate disruption. For example, the departure of a single employee with unique process knowledge can delay integration timelines or create operational bottlenecks. With this in mind, M&A talent strategy must move beyond hierarchy and focus on value-driving roles, regardless of title.

BUILDING YOUR M&A TALENT STRATEGY

Start Early

Despite the complexity of M&A, building an effective talent strategy starts with a relatively simple principle: start earlier than you think you need to. The most successful organizations integrate talent considerations into due diligence, not just integration planning. This includes identifying critical roles and evaluating cultural compatibility. Timing here matters, with research showing that 60% of companies now begin integration planning before due diligence, reflecting a growing recognition that early alignment is key.

Seek Clarity

From there, the focus turns to clarity and retention. Organizations need a clear understanding of which roles drive value and which individuals are essential to those roles, and they need to do so quickly and accurately. While financial incentives are effective, they are not sufficient on their own. Employees also need clarity on their future, their role, their growth opportunities, and their place in the new organization.

Align the Org

M&A creates immediate ambiguity, from overlapping roles and unclear decision-making authority to competing processes, and this ambiguity can slow execution and create frustration. Effective organizations address this early by defining the future-state operating model, including reporting structures and decision rights. This is particularly important given how quickly value must be realized. Research suggests that approximately 85% of M&A value is captured within the first 12 months, meaning delays in alignment can therefore have outsized impact. Change management and communication also play a central role here. Employees need consistent, transparent messaging about what is and is not changing and what is expected of them. Without this, uncertainty can drive confusion.

Measure What Matters

Traditional M&A metrics, like cost synergies and revenue growth, tell only part of the story, but talent-related metrics provide a more complete picture. Retention rates among critical roles and employee satisfaction are both leading indicators of integration success. For example, rising attrition among high performers may signal deeper issues with culture or leadership alignment. Conversely, strong engagement levels can indicate effective communication and a clear sense of direction. By tracking these metrics, organizations can identify risks early and adjust their approach before value is lost.

FINAL THOUGHTS

M&A is often described as a moment of disruption, but it’s also a moment of decision. Organizations can choose to treat talent as something to manage after the deal is done, or they can recognize it as the primary driver of value. In M&A, value isn’t created in the transaction. It’s created in what people do next.

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Denio Melo Deniomelo1973@outlook.com 5082028996 Finding Talent I am the President of MELO & SONS GENERAL SERVICES, CORP., located in 796 GROVE ST FRAMINGHAM, MA 01701. We are currently exploring options to outsource our payroll and would like to learn more about your services, pricing, and onboarding process. Thank you. 0cAFcWeA6ARjkLBYMvyrTQE6Gr-LLgZUBiw2_-KMbhSkdoMaFd8Y9FRJPRjsJtZUYhicZqZwAnrVFrIWnlu0HS1eKIAXGTKfIN-LpoPb5UHYnzDd6eR2g0O19BvbuRqDXH5wtXlDod-qzkymNEU7q4e3uYr-NXkLAYyeOoaozXgOPO7K3Zm_0KjS_EAPzF9_HEWFGvAaC5BAgqGXrHu7emaqOWN_Gh1R7rtrJl4iCajtZlpeFQmGaMujQrHz6OkU2FZT1FDybuXgydBv_cvxHD2XOkFaGTDBxZJqKu1ADJQvg0injFjjMQlpTN02E9DLYoP1e-dWDWedd8S8rkW1j_aaHHwZ5YHMlXJjAlMMXtk6ImqdYT5zNoSeBDaFd545mH3OZIDMFusJcCigMI6enGmiCAM3W6iBfL6MMLcdLbuzCPE2AIREay1u-aWMhmq0hKhRukfzapHhHR0zIfssc5xlFhXYNT5orcoaHDk0XGiT6PwdOD3Yxr55kBtkUCIUBliuvBUnsNOVIcAOgxkeuumztidAHU4jAXdzAcevvAUOa6HH1JQQDkcsWCXShXu7cpDU8nfFau1pQ_RU_IXnPxI8IztP0gpNEdKEJ9s-7L0rVipHWtIheBb4asiVIN0k_kjJBFwUQw17RQPvsxiywUJ6pJQVOctp0duWIFlkgWD4W5bEXAVGK8H7IpMcLcAbAifT14MBSgt9QM2CnCnzirSLBi-TUuwwmHoXDN5lK_GlA4wG2WQs-HyuI_a-m8LSO5dKJgrA7Bynl6XhP_KRk0bjOSyb25yaMZJM9ty5ljUvRkFqFKZp4Y8t_bDW6elFwL81pjPe6ukVJScearDWmKgBRUSoNpDUpfBUkvwkyCYXZc1H4Kj9aR0otDdEeV1ziYMzSpcsC8DZKSSYXu0c-oF7ni7sg-LcaXdSbJBXXvkV0CisJ13TcFBWegCLOJ7Arp0ynaje_m71Bf58zl5YZ0ztraPXI9ScHijssdAU9tMq9UCsKZU7dXdjx0H8zeiU5JvOoA_qchpWwXXuTSNCbKptDfXFXTP1BFc_3A__AfGnzxEgFEIZceGSJuUi5YF9OgO-EfwBtxQp8e4LxkZ0htGg-34LS7P5pZRYF7mm8OSjAsObRox3886aSWmUFbVxzlyOVtHE2SkJTvENk4rsq60TOT4OwPCkGDZABppIxaDimvxmjtNc78NURoKlxhGvOqGsWcekFAFvVzcyzzpcvRV61rw1E4-y28IhWzYF1vpac83Zaf4li9rIEgLJWce1IeDxvU8oC9caoCu7ASwnj236gEv5ejIiYhDVlFCZUc5p_Ya0OaFK6VuKX3QP9xHzxpH35sqSLi92B6npINOwCgWadncD8OGQ_84LtiT03AlQ4ajdUWNnooFHO1XK_QL9g0hEmsYEXF06iKdiB8owU0j4Iy4IpCh1hjAmkrxMXq-BNmYQcze2BvYh5rbEIE66G5QE7cvmtWyR10qijM7obpCFGSI5s8sYxH-mZMS03qTjeFEbo6JGsaWkPNocZkIvK56-mrpmPnCIF3rcctxr2XxEZ49qB94qrYe9CJ6hvYzA3U3VO0WziMPJiTpFn8kf3B-gvtmRWm-L3Syj_5b593hdJVGItV6HsXWO2j_1_-PX_h--_9q-GYuCksjCGJP3JFfXEPUnH3UhFJTG06SCQdQSEiHMnY_Vkoiw-ugCZ_tzDF58iJyO_hgMqjODvGpA316OMI1zFKWZ_1KNo2S0HDctNoNkb3GTyqotKNMbyLpp9ZM3eZRikEktuuPoJV4DCdkxVPp0I34qhYEVwJK5v9DJgD50T44yjEviGhW5DUDSTTu4Ni8rjZIiBSehn5F0vZlWW8o7xeWcv99TjWFPNrns7j49kRV4Sd78VNIGCHgUAd_U1hPMJbfholH30EI_fZrCUzJT8Zyb6HulF0OXTmzYPo-n7zpqoeoq82sW66mBXyrYNdZM0_AiWaHAGdw38izoXBDVO7_izTNJoMxe599urWp4-hvfPYyoaq6ZmMHwH6wrkrQBF909dT4kpLy7sel2HC3wgZ9XSf1vmRSvMm71FsYbWeenPvxU_8jHc6aasTZtQ5cNnLNc31KCX4L0Hi7AQcpZRO9uMIF4SKZRFGJv7ppF90Y5y1FzQbzHo5rVNynAuymsGQMUA 524 105.119.8.21 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/145.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 16, 2026 1:05 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Denio Melo Deniomelo1973@outlook.com 5082028996 Finding Talent I am the President of MELO & SONS GENERAL SERVICES, CORP., located in 796 GROVE ST FRAMINGHAM, MA 01701. We are currently exploring options to outsource our payroll and would like to learn more about your services, pricing, and onboarding process. Thank you. 0cAFcWeA6_SE1VR1I-I6SC89KKOjwzc_WwrjhUNx9elFPP_Ur_hhC_kJRzgfO_nQIZ-4a0FR7CxLK1CVkCy74_LM7FN6tC5dn8xA9N7If8kUGuzzyeHDx43qwxCk06UjfXe0IgL0iBMgkik2q-rzL7w2PE_TgGObGUDN5kdj2PbWtlgw-6f7w5gPkdqCQa2efXG4Bokm4QaHVwXyKi0jzNictk-eP6SBBTvqbbMVwKt7vmIz9irC7hpe7buW8CnQHKmbqfyqnqFsFfuaGTWcuo8Y76rXMmwIDiFRUacMD-6kLAAKbEPWaQWAKw2Jtz7qeYrq1S7R0q4Sf6DHnfBIBacgAbmHYU-BxJBhzsPkLIVRLAKgvHB6fDTfkmriyLet8i-pwJrBgdiZay0XFyAeIEPaHi28rFBrjPlT1PjYPOayAVqFSq8Cs93xN4TWMJ8Xoz0y3lZHrffyaiYxpQ6hhCaa1SZDeYl8SFlO9C18QE5_22QXx9YtURArGHR7QwhXk_6ZObCZlgbEMQKfSzGRfU97Obf2gxEkaef0gopJ955fALRKBM9sHXWZ4PZgWpUosmej0HZgfEf4RdKMrFgBzDv302_0Hxouawz_l4k9UVkBqXUqvsEQKezdtvlqtMgQ6SDPmqwE-opgTbaXqK9l18gwK-noKf7AotsmSkZqLJXue9c_j5B9PNoSVkRec_xe8NCP4p5-6De7t2I4jxM_zHZehEA6WFp9BC-qcVxiYeCvYNbmsk9ragUI8Ch64nkeqMwLzS2XBbpC7E207XxRkS8A2Zj-AgA64Fw34LOz-0cHlOmaivbuLy0OhEoWP-ikWQdrBXIX659oHT3XWO58nVL34R7MULWb-_GiZpYsrHdfOuBKyFQAZLLdpgdN6YgVSmBoO0g5T4YIJByVjzY4KF3ZWwR7PRQYZzWxRV6FQpEj-PvBHRtHIZlTPrHlS4OqqK8Kpee5xob0y-VmG59DAFiN61aIFx-pIpZsGbhRUIHx2Z4LR9vO53WdUnWI2AQXXn1h1e-McXusn8GVH7idYE5mxMcrSzzJktKZ47B0JAYt9Q_aUdGZRdn6-NfHdAnbp1T5CHR7uFYkhFz6NJVptFtXSyj8Jo5bI77IvZh9vYEZKdJDNZhTMPiwt87kN27wQLSNpG2AIB9PSDcjQ6h_x7fKYxSh5KAUucA8NOvZgZ54Dj46jnLUo1MgO7fgHR97l_EIErLab3YeSLN5e3KnF1Xch6_sbspbiueqWe7REeAEa991UHsq8UxfUvu3IzxtyOKcsrmvhH3mNWvWdH3PCEV_bkudmCz1wat7kiPx-ZrFlkD8RUBmrJDeBsioUTF0NVhYbGXYEm-Dm3zMrEj4TgcypdosiIh3-tQ-4Epzd1bBWomMNz5LH5dNA3NaLPMgR36Lx-KHhd_8Pb-vabKBw9vWZXbaJ5OD6e18Z6DImmaY2gLGmjzct-Xj0zkbsHto2nrIwEQ6K8essLV9XVHrOlIoxNygI3UZQ2VRVgiGEopLNV-DOdt0fBhzyQ2ir5bd-cWjjiB-bmfRKYOYACQqSqmDyoBvaYhatro9EpRri-0cEUFgfLypAMoLDJ5-QyOBHTEddKZ1rl4SRahMLnLqsmMvE1vAESuoOWsBDVUZXSDwb6WRFFZSglu6tOhfzgtaz3thasXr2O18vvB_t-XLvk6_UbHDUzv3hh5riLS88MdN3yPF6QjuCoh6zPBYAC29JZkN2kdhkFHfsMtU9F7AfK95saQczfxGrRlfCzL6bS3isCoG7A2fnfEqw_a9sDDscneZCUNNxLVPecBgUNPPRj8efrPdfZC8y9bxFzWgVDDX68LQbahd_Z2mfp_pmfxm8FVgzxfdRkb7Zjjk6VIqmj7tr4lUkXa7U_8H8jCldvxIAtejoLdlBE16PbopulzCjPp8U9H6xesjdWGeuw2glt5rnlg7Ja9AHmttUm3oqebSb9IvCLs6HjS96e5KTyY7zLXjbsziIwy5JEGVkU1JD5qaSe_9E_lAsw0w1mjGRu8pSbW4N1JNysbGmc7MKSHmDgrg0ZndcysusoGZ0StcYuTxYyrWMnAXsZd0i69KvzVqGQx9MVoX32-ynqPsGzPFqKRe81E-RkNuIwEK42pWF5tEaf2ASm8PywJuLCMK0GMgQWdF-2N1IFpGldx75oJOttffS0WdYy--21 525 105.119.8.21 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/145.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 16, 2026 1:06 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Legacy systems occupy a strange place in modern organizations, acting simultaneously as the most critical and most constraining assets a company owns. They run finance, supply chain, payroll, and customer operations, often reliably and at scale, yet they also slow innovation and introduce risk in ways that are difficult to quantify but impossible to ignore.

KEY TAKEAWAYS

Legacy systems still dominate enterprise IT landscapes.

The most visible challenge of managing legacy systems is cost and the restrictions that come with it.

Legacy systems are often rigid, monolithic, outdated, and difficult to modify, creating a widening gap between business ambition and technical capability.

Most organizations operating legacy systems have built layers of integrations and customizations around them, creating a fragmented ecosystem.

Many legacy platforms rely on outdated programming languages or architectures, and the pool of professionals with expertise in these systems is shrinking.

Outdated systems are inherently more vulnerable, often lacking modern security controls and patching capabilities, and as regulations evolve, legacy systems may struggle to meet new requirements.

Developers working with legacy systems often face complex, poorly documented codebases that slow development and productivity.

Many organizations today are managing legacy systems and modern systems at the same time, layering new capabilities on top of decades-old infrastructure, while trying to maintain stability in the systems that keep the business running. The result is technical complexity as well as operational and organizational strain.

CONTEXT

Despite the push towards the cloud and digital transformation, legacy systems still dominate enterprise IT landscapes. In fact, estimates suggest that up to 80% of IT budgets are spent maintaining legacy systems, leaving less than half available for innovation initiatives. This allocation reflects how deeply embedded legacy systems are in core business processes, often supporting mission-critical operations that cannot tolerate disruption. At the same time, organizations are running increasingly complex environments. The average enterprise now manages nearly 900 applications, with only 28% effectively integrated, creating significant data silos and operational friction.

CONSIDERATIONS WHEN MANAGING LEGACY SYSTEMS

Cost

The most visible challenge of managing legacy systems is cost and the restrictions that come with it. As mentioned above, organizations devote an average of 60-80% of their IT budgets to maintaining existing systems, leaving only 20-40% for new capabilities. In practical terms, this means that modernization efforts are often underfunded or deprioritized. The financial impact extends beyond direct costs. A global study found that enterprises waste approximately $370 million annually due to legacy systems and technical debt, with a significant portion tied to inefficiencies and failed transformation efforts. Technical debt, if left unaddressed, can grow by around 20% annually, increasing both the cost and complexity of future changes.

Innovation

Modern business strategies increasingly rely on speed, whether it be faster product launches or rapid adaptation to market changes. Legacy systems, by contrast, are often rigid, monolithic, outdated, and difficult to modify, creating a widening gap between business ambition and technical capability. For instance, organizations may identify innovation opportunities, like AI and advanced analytics, but find themselves unable to execute due to system limitations. This delays progress and puts companies at a competitive disadvantage, as companies with more modern architectures can move faster and experiment more freely.

Integration

Over time, most organizations operating legacy systems have built layers of integrations and customizations around them, creating a fragmented ecosystem of systems that are loosely connected but tightly coupled in practice. Moreover, according to industry benchmarks, 55% of organizations report difficulty integrating applications, highlighting the scale of the challenge. ERP systems are a prime example. Originally designed as centralized platforms, many have been heavily customized over time to meet specific business needs. These customizations make integration with modern tools more difficult, increasing both cost and risk. After all, a modification in one module may impact downstream processes, requiring extensive testing and coordination and increasing the likelihood of errors.

Talent

Many legacy platforms rely on outdated programming languages or architectures, such as COBOL or early ERP frameworks, and the pool of professionals with expertise in these systems is shrinking, creating a growing talent gap. In fact, surveys indicate that 58% of developers are considering leaving roles that rely heavily on legacy technologies, citing frustration with outdated tools and limited career growth. At the same time, knowledge of legacy systems is often concentrated in a small number of individuals. In many organizations, only one or two people fully understand how a critical system operates. This creates significant operational risk because if those individuals leave, organizations may struggle to maintain or modify key systems.

Security & Compliance

Outdated systems are inherently more vulnerable, often lacking modern security controls and patching capabilities. Research shows that legacy systems can face up to three times more cyberattacks than modern environments. The financial impact of these vulnerabilities can be severe, with data breaches involving legacy infrastructure often resulting in expenses as high as millions of dollars. As regulations evolve, legacy systems may struggle to meet new requirements, increasing the risk of fines and legal exposure. In fact, organizations using legacy systems are 40% more likely to experience compliance failures, according to Gartner research. For highly regulated industries such as healthcare, these risks are particularly acute.

Productivity

Developers working with legacy systems often face complex, poorly documented codebases that slow development and increase frustration. At the organizational level, this translates into slower delivery and reduced ability to respond to business needs. Additionally, manual processes and redundant data entry are common in these environments and accumulate over time, creating a significant drag on performance.

A REALISTIC PATH FORWARD

The reality is that most organizations will not entirely eliminate legacy systems any time soon. Instead, the focus is shifting toward managing and gradually modernizing these systems. This includes approaches such as:

Incremental modernization, replacing components over time rather than all at once

Integration layers that connect legacy systems with modern applications

Data extraction and archiving strategies to reduce system complexity

Automation to reduce manual processes and improve efficiency

When paving your path forward, instead of eliminating legacy systems overnight, understand the reality. Balance stability with change and risk with opportunity and prepare for a modern future ahead.

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Rich Rotman rich.rotman@centium.net 617-872-9859 Finding Talent Hi, I'm looking to find a contractor with NetSuite Planning and & Budgeting experience. Looking for at least 3 projects where they have configured and implemented NetSuite NSPB and are on shore in the US. If you have any candidates, let's talk. Thanks Rich 0cAFcWeA5C9cJwR2v0O9clmqrhd06zvgoqzrHrze2XTWfTlOuE4Xl3zTsmzbA0eL7Aqqb3QvDGK9at6OE3B8sevw0sk9CsPDH3ttWsTLCsE2WkWb79cX8S2hJcoKmrR7cK38mUDTtFI_c5xbIuzPpeC8NJLKC9-bI8nmKElyxor65dQzroSINJxuxKPwZ39OqUPMVN_L_pkkI_hnZ_i3pebN9zTCns9KX-SLduH57lQGhHw_3_KdjB2nWbNoz9HYv6gt2mkuwxwVwkf6NZF_EvsF_ZFmRyG-zPtg4_5F9XnrSb5RVUBbhLGRY36P4y4O9oW1YOxDKQQYcc6kPpMeo2isA8smb7K3u6B5Rjfh_JYhEZqQ2uLu5k0Nw3mZQOi31hp9QyLADVE6pTQOgUqA75Bu2s1w7YOhAQCsZoZR0fj1WLBEGOnHrqV5SC6hq9G8dpjJnyn6ohIp6hgTdQmlbZAl0BO_SjXAOMLCYu2_xY8dbQd9uETfxva-vpS_pyqgejHhL18_wGeD4qXZwBDj27Aum3PdINsse6FvFITR7VQgCvSDDD0f8wGL9_bIUFuMHd0cth5fh9dsSiaqT25rqfeFcUDKtpbjcOiYu_WzCmQAX52dsLNdfhjIsy7-uRjLCUsTFRogwjZDTksa-d4z2B7Q73WE25iWz8rBU3qR1uD9gTf0cEuWautOnfvgTQJO6n5fps6l7b7c9jP3MEvClgDTohbCKvNzRYqblXyCIqmurYLx-Mz94gI8cHGf80XlCgreytkG_Aa_tcPBCLX4_DyiWJ9MparhGPPBUtkVWZLEAW0v1conx6fC2Bf_QrCNeBqMmPVy6FIR348XButQ955lfOhZLx1Kss5ETg9hlf2RWLiKplPqg5kpH_tttCfVpSuOpYOTrX7AIEe4BvNSvm7a7gSuH5S0u77fyIaVbDWQDj2BSALV8ttOP6XI_3B_8bCHLXsqCKEvyO4v-YFVr6VG_LVojKM2e3E8HTAtXHOcAUOitMCqDjf2bdY9YGKDDLd_mj99ExY-crW9amc-IgJMaz3Qc31Y96GoY6tAecndwP4grQ5SYwDNywwKI5ptgGDMHgVHNGpSmo53_HrYrKqpPuFBzXqOiNgp0DXRnd-bpeWHbhkTDa2_NtxkWv4Aq6eTCDmAZX5ppVo2FCjhO0-W7CbDJ7dWyOIOr8LQj7gkJiuif4uUdeGZIDDu51ClO_MahZBWNFyvqp6HaO_WuBFWE8bYXv2eEV2vXlxV47iE-_IMQI8ohA50X6VEaPRq3zHrXcJ8fPhz5bemYDm3IM2UncOMBBcfhvrX-14ZXcMGkt8FziX1RfB3THFbDaL_uY8YTLK7x5X8dyEOWK_w2cpOzLYPipk-K-334_Z6O2ijOIkDGXtKOS7fxSV0iIIf7D4GmQOgfJnsuUQgmL96yZEsXjH1QvQ4Tz6jVqNpR39-xciUShFXWit8G6S_ge4U0xTCs9f8wCXNuymflV6_-OLTINLBLqbS2ZEKaOPPT2h_dwdzJ3F8HvWhZRJFkOq_3Dh_RMf8Pm8TLzNe-95slWE9YrZ0iBG3DTksOpkelupdEHKI66hjylLrye5Zyd1sZGtXaw-WBUVyLWUb3mNxAdgDDM75Mmxw82UShJS4HXlzHNbHvs93SQPBqsTGZ6u5oAXfXuuAnF3WrbVFY_EVcsmhXdNocyD89alrQsEVE0WDLnOrW-XiAAq9OCmiXKvquxuLwFi1Zu4gp-Qy1y6QAGFHGL4PMBnaFZsk5k3efLCq-wmG-W1Wk24HCeCKMA_at1UYAvo4L8QVmwQdOGT0IY7N2qYc53BRz-QgXHOI3uY_fXrXLfK6S0OZgDD23l2cgFb_KGNbxDiT4xfMnIzy6wHG9hwmTyVQx9-JGH-ZQYdsnEzYxNcGIz1hnZjZOwOY3OwXAVtuKuCdiOiZ05ufURzjU_J4cNBH4Q3uRp7vDya8_0926MAjb1xqR5tzpwIzefXwQO672JOhhcjZTbV8yF0MDMWAxq9-znaHikhGPbaAPZ2S9AcFLvmDyycrS7KZtYJUripaLOwxx1cadB4I-N51hDYDgbdLVP_9EG6UI2Xnxjw47aQuJE31OMwBRqtzsTTyxa0hHnEfXvggyUgej8-WF0_H5Fl-x34KkXT_6fMgUhPn9PuSJi_-trRLg5_VeNga4z6pryfzRr7Q7erE_Cq0tlr-DvZBoIgA 526 173.48.191.182 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ April 21, 2026 2:43 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Across industries, organizations are grappling with a familiar set of technology challenges: legacy systems, rapid digital transformation, and persistent skills gaps. But beneath these visible issues lies a quieter, more structural risk: the aging of the technology workforce itself.

KEY TAKEAWAYS

The aging workforce is not unique to technology, but its impact is particularly pronounced in IT.

The most immediate risk associated with an aging tech workforce is the loss of institutional knowledge.

Another risk is that as older workers retire, there are not enough younger professionals entering the field with the skills needed to replace them, particularly in specialized domains.

The aging tech workforce also introduces a more nuanced challenge of balancing experience with adaptability.

The aging workforce challenge can have implications for innovation and modernization if organizations over allocate resources to managing legacy systems and supporting aging workforces.

Addressing the SAP talent risks of an aging workforce requires a deliberate, multi-dimensional approach.

This is a demographic shift with long-term implications for how organizations operate and innovate their SAP systems. In many cases, the people who built and maintain core platforms are approaching retirement faster than they can be replaced. The result is a convergence of risks, from knowledge loss and capability gaps to increasing operational fragility.

A STRUCTURAL SHIFT

The aging workforce is not unique to technology, but its impact is particularly pronounced in IT. Workers aged 55 and older now make up 24% of the U.S. workforce, up from just 10% in 1994, making them the fastest-growing segment of the labor force for more than two decades. At the same time, employment among workers aged 65 and older has grown by over 100% in the past 20 years, reflecting both demographic trends and extended career timelines. Within technology, this trend intersects with a critical reality that many SAP systems are supported by professionals with decades of experience. In some domains, the concentration is even more extreme. The average COBOL programmer, for example, is around 55 years old, with roughly 10% of that workforce retiring each year. At the same time, fewer new developers are entering the field, creating a structural imbalance between supply and demand.

SAP TALENT RISKS

Knowledge

The most immediate risk associated with an aging tech workforce is the loss of institutional knowledge. Unlike modern systems, which are often documented and modular, many legacy environments rely heavily on tacit knowledge, or understanding that exists in the minds of experienced professionals rather than in formal documentation. In practice, this means that critical systems may be fully understood by only a handful of individuals. When those individuals retire or leave, organizations are left with systems that are difficult to maintain or even fully comprehend.

DOWNLOAD THE FULL EBOOK BELOW

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For many organizations, the SAP S/4HANA journey – with years of planning, countless hours of effort, and millions invested – is defined by the single moment when the system goes live and finally replaces the legacy ERP. But this milestone is not the finish line. The second wave of S/4HANA is still ahead: optimization.

KEY TAKEAWAYS

The second wave of S/4HANA, often referred to as the “value realization phase,” focuses on turning system capabilities into measurable business outcomes, beginning immediately after go-live and continuing indefinitely.

At its core, S/4HANA optimization involves two areas: process optimization and technical optimization.

Common challenges that may come with optimization efforts include organizational fatigue, loss of accountability, technical issues, and performance impacts.

Despite the scale of S/4HANA investments, many organizations struggle to translate implementation into measurable business outcomes. Research indicates that most organizations unlock less than 40% of their S/4HANA potential after go-live. Similarly, broader industry analysis shows that around 70% of companies realize only partial value from their S/4HANA transformation. This gap is often due to what happens (or doesn’t happen) after deployment. As one SAP-focused analysis puts it, “just because the project is ‘done’ doesn’t mean the benefits are locked in.” In fact, the majority of those benefits remain unrealized unless organizations actively pursue them in the post-go-live phase. This is the core insight behind the second wave. Implementation creates capability, but optimization creates value.

WHY THE FIRST WAVE FALLS SHORT

To understand the importance of post-go-live optimization, it helps to examine how most S/4HANA programs are structured. The first wave—migration or implementation—is typically project-driven. It focuses on data migration, system configuration, process standardization, and meeting go-live deadlines. All of these are critical considerations, but success is measured by delivery, and this approach has its limitations. During implementation, organizations often prioritize speed and risk reduction over transformation, where processes are lifted and shifted rather than reimagined, and users are trained on how to operate the system but not necessarily how to optimize it. The result is a system that works but has not yet delivered its full potential. This is why many organizations find themselves, months after go-live, asking: Where is the ROI?

THE SECOND WAVE: S/4HANA OPTIMIZATION

The second wave of S/4HANA is fundamentally different from the first. Often referred to as the “value realization phase,” this stage focuses on turning system capabilities into measurable business outcomes, beginning immediately after go-live and continuing indefinitely. The post-go-live period is the best time to introduce changes before new habits and inefficiencies become embedded. At its core, optimization involves two areas: process optimization and technical optimization. Organizations should start by analyzing how processes are actually performing, using tools like process mining, and identifying opportunities to eliminate inefficiencies and improve outcomes. For example, one SAP case study shows an organization achieving more than 50% faster order processing and over 99% on-time performance after optimizing processes post-implementation. From there, technical optimization, via performance tuning, infrastructure adjustments, and ongoing monitoring, works to ensure stability and responsiveness.

POST-GO-LIVE CHALLENGES

While the importance of S/4HANA optimization is clear, executing it is far from straightforward. Common challenges may arise, such as:

Organizational Fatigue

By the time go-live is achieved, teams are often exhausted. Implementation projects can last years, consuming significant resources and attention, so once the system is live, there is a natural tendency to shift focus elsewhere. But this is precisely when momentum matters most. As one analysis notes, S/4HANA transformations often falter “not because of flawed technology, but due to a lack of sustained focus after go-live.” Without continued investment, the system risks becoming an expensive replacement for legacy processes rather than a driver of transformation.

Loss of Accountability

During implementation, accountability is clear, with well-defined project teams, timelines, and deliverables. But after go-live, that structure often dissolves. Teams disband and responsibilities shift and ownership of outcomes becomes unclear. As a result, value realization can fall through the cracks. This is one of the most common and most preventable failures in the second wave.

Technical and Performance Issues

Go-live prioritizes functionality, but performance optimization often comes later. Without proactive tuning, organizations may encounter bottlenecks in key processes or a poor user experience. Technical performance optimization (TPO) is therefore critical in the second wave, ensuring that systems are not only functional but efficient and scalable.

LOOKING AHEAD

The story of S/4HANA is evolving. The first wave is about migration, moving from legacy systems to a modern digital core, while the second wave, optimization, is where the real impact lies. It is where systems become platforms and investments begin to pay off.

Ready to get started with S/4HANA optimization? Learn how we can help.

While SAP Sapphire & ASUG Annual Conference’s themes have remained relatively consistent over the past few years, the real value comes from how they show up across the individual tracks. Each one reflects a different entry point into the same broader shift: AI-enabled, cloud-first, data-driven, and platform-centric enterprise operations.

KEY TAKEAWAYS

SAP Sapphire 2026 is taking place in Orlando at the Orange County Convention Center May 11-13.

Sessions span across 17 content tracks and focus on various industries, solutions, functions, and maturity levels.

If you’re attending this year’s conference in Orlando, here’s what to expect when planning for SAP Sapphire 2026:

7 TRACKS TO EXPLORE

AI Foundation

Supporting agents and intelligent automation, the AI Foundation track is where SAP’s AI narrative becomes practical. Sessions will focus on embedding AI directly into business processes, not treating it as a standalone capability. With Joule and Joule agents at the center, the emphasis will be on how AI connects SAP and third-party models to trusted data, business context, and enterprise controls and ultimately drives measurable outcomes across functions. Noteworthy sessions:

Partner perspectives: Speed migration to SAP Cloud ERP applications with AI | FOU2665

Ace AI risk and scale to enterprise with SAP’s unified platform and toolset | FOU1829

Activating agentic AI: The 2026 guide for proven business ROI | FOU1234

Business Data Cloud

SAP Business Data Cloud centers on unifying and governing data across the enterprise so it can actually support AI and analytics at scale. Conversations for this track will move beyond access to data and toward trust, structure, and real-time usability. Sessions to prioritize:

Introduction to SAP Business Data Cloud | BDC2059

SAP Business Data Cloud: The path forward for SAP Business Warehouse | BDC2060

SAP BDC Connect: Unlocking SAP context across your data and AI landscape | BDC2547

Business Suite

The Business Suite track reflects SAP’s push to reframe how enterprises operate. Rather than a collection of applications, SAP Business Suite is positioned as a connected system of processes, data, and AI, designed to work together end-to-end. Sessions will focus less on individual solutions and more on how they integrate to drive coordinated outcomes. Sessions worth exploring:

The beginning of better decisions, made in motion | KEY2958

Scaling AI: Enterprise AI fabric built on Joule Assistants and Joule Agents | SAP2672

Business Technology Platform (BTP)

Using BTP as the foundation for innovation, this track will focus on how organizations are extending, integrating, and building on SAP. It’s where strategy becomes buildable and where differentiation starts to take shape. Sessions that stand out:

Quick wins with a unified platform: Use cases that deliver business value | BTP1313

Becoming a future-ready enterprise with SAP BTP | BTP1917

Introduction to the level concept for the clean core approach | BTP1423

Business Transformation Management

Business Transformation Management is where the conversation moves beyond technology. This track is focused on how transformation is structured, governed, and sustained over time, from enterprise architecture to change management. Some sessions under this track:

Skip the training bottleneck with WalkMe Learning Arc | BTM1578

Bridging the gap: Toolchains for Business Transformation Management | BTM2779

Build a transformation capability that delivers measurable value | BTM1286

Cloud ERP

Cloud ERP remains central, and this track focuses on modern ERP as a real-time, AI-enabled system that supports agility and scalability. Conversations will cover how ERP evolves once it’s in the cloud and continues to deliver value across finance, supply chain, procurement, sales, and more. Sessions to consider:

Start fresh with SAP: Fast-track your cloud ERP implementation | ERP1764

A trusted framework for cloud transformation success | ERP2280

SAP ECC to SAP S/4HANA: What’s new, why change, and why now? | ERP1622

Joule

The Joule track is centered on SAP’s AI copilot as an embedded layer across enterprise workflows, designed to surface insights, automate decisions, and interact with users in more intuitive ways. The emphasis will be on how Joule changes the way users engage with SAP systems altogether. Two AI-focused sessions:

Understanding Joule Assistants: Role and process context create AI impact | JOU2650

Understanding Joule Agents: Business process context for reliable actions | JOU2651

READY FOR SAP SAPPHIRE 2026?

We look forward to hearing more about these topics at SAP Sapphire 2026. Stay tuned for our recap post to learn more about key insights and takeaways from this year’s conference!

Are you attending this year’s conference? Let’s connect in person!

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A leading global supplier of automotive, industrial, and mobility-oriented lubricant solutions, with sales spanning more than 140 countries and distribution through over 80,000 locations worldwide, the company supports a diverse portfolio that includes oils, coolants, and specialty fluids for internal combustion, hybrid, and electric drivetrains. The client found itself at a critical juncture during a recent large-scale S/4HANA transformation. Despite the company's operational strength and global reach, the initiative exposed significant S/4HANA talent gaps internally that threatened to slow the program and put key deliverables at risk. The challenges were compounded by several converging pressures: internal teams lacked the bandwidth to take on expanded project responsibilities while managing their day-to-day workloads; turnover within the system integrator's team created sudden, unplanned resource voids; and with project budget constraints ruling out traditional full-time hiring, the client needed a faster, more flexible path to qualified talent — including offshore options — without sacrificing quality or fit. The client engaged BCTG, confident in the depth of its talent network and the rigor of its vetting process. BCTG moved quickly, deploying a targeted mix of contract and contract-to-hire resources to address the client’s S/4HANA talent gaps. Resources were deployed across the functional areas that needed them most: Supply Chain Management, Finance, Treasury, Project Systems, and SuccessFactors. The results validated the partnership. Resources deployed on initial six-month contracts proved their value and were extended well beyond a year, while contract-to-hire candidates successfully converted to full-time employees at the six-, nine-, and twelve-month marks. The client credited BCTG's thorough screening process as a key factor in the quality and longevity of each placement and has since identified BCTG as a preferred partner for future SAP contracting and staffing needs.

DOWNLOAD THE CASE STUDY BELOW

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For years, “Clean Core” has been discussed as a way to keep SAP S/4HANA upgradeable by avoiding excessive customization, and now, that framing is not sufficient. Clean Core for SAP systems is not an IT hygiene exercise. It is a crucial decision leaders must make related to how an organization balances control and innovation.

KEY TAKEAWAYS

Historically, SAP customers customized the core because that was where the system allowed differentiation.

Clean Core is a philosophy of architectural restraint where the core is treated as a stable, standardized system of record with business-specific logic and change living elsewhere.

SAP’s cloud strategy continues to narrow tolerance for deep core modifications.

SAP BTP, event-driven architectures, low-code tools, and composable services now offer more flexibility than core ABAP ever did.

Generative AI, embedded analytics, and automation depend on clean data models and predictable system behavior.

A clean core does not mean zero customization. It means intentional customization.

The SAP core is no longer the place where competitive advantage is built, and leaders who still treat it that way are quietly limiting their ability to evolve. Below, we dive into Clean Core and what it really means for SAP leaders.

THE SHIFT

Historically, SAP customers customized the core because that was where the system allowed differentiation. Over time, this produced deeply tailored processes and deeply embedded technical debt. What once felt like value creation has become an anchor. Each upgrade is harder. Each integration is riskier. Each new capability takes longer to deploy than the business expects. Clean Core challenges a long-held assumption: that tailoring SAP itself is the fastest path to business alignment. Now, the opposite is true. The organizations moving fastest are those that preserve the integrity of the core while building flexibility around it. SAP itself formalized a new A-to-D Clean Core extensibility model that rates extensions by compliance and risk, giving CIOs and enterprise architects a common language to assess technical debt and upgrade readiness across their ERP landscape.

UNDERSTANDING SAP CLEAN CORE

At its essence, Clean Core is a philosophy of architectural restraint. The SAP core is treated as a stable, standardized system of record with business-specific logic and change living elsewhere, in environments designed to evolve quickly. For leaders, the implication is subtle but profound. Success is no longer measured by how closely SAP mirrors today’s processes, but by how easily the organization can change tomorrow. That mindset shift reframes familiar debates. Instead of asking, “Can SAP do this?” the better question becomes, “Where should this capability live?” and the answer is increasingly NOT the core.

CLEAN CORE IS NON-NEGOTIABLE

Three forces have converged to make Clean Core for SAP unavoidable: First, SAP’s cloud strategy continues to narrow tolerance for deep core modifications. While customization is still possible, the cost of maintaining it (financially and operationally) is rising, with shorter upgrade windows and faster release cycles. Second, innovation has moved decisively to the edge. SAP Business Technology Platform (BTP), event-driven architectures, low-code tools, and composable services now offer more flexibility than core ABAP ever did. Leaders who insist on modifying the core are choosing the least agile part of the landscape for their most dynamic needs. Third, AI is changing expectations. Generative AI, embedded analytics, and automation depend on clean data models and predictable system behavior. A heavily modified core introduces friction precisely where clarity is required. Clean Core is becoming a prerequisite for intelligent enterprise ambitions, not a downstream clean-up task. In fact, research from SAPinsider highlights that organizations tying Clean Core to broader modernization goals, including AI enablement, see greater strategic payoff than those treating it as an isolated technical initiative.

WHAT “CLEAN” REALLY MEANS

A clean core does not mean zero customization. It means intentional customization. In practice, this means the standard SAP data model and processes remain intact unless there is a compelling, defensible reason to deviate. Even then, leaders understand the tradeoff they are making. Extensions are built using supported frameworks, APIs, and side-by-side patterns that protect the upgrade path and isolate risk. Equally important, Clean Core does not mean slower delivery. When implemented well, it accelerates change. Teams stop reinventing the same logic inside SAP and start reusing shared services and extensions that can evolve independently of the core.

FINAL THOUGHTS

Organizations that treat Clean Core as a living discipline gain optionality — the ability to adopt new capabilities and respond to market change without structural drag. Those that do not will still move forward, but always with more effort than necessary. At the end of the day, the core should be clean because the future depends on what you build around it.

Contact the BCTG team today to continue the conversation.

This piece was originally published by a partner in our business ecosystem, Crescense. Learn more about Crescense here.

We’re hearing about SAP Business Technology Platform (BTP) more and more in client conversations, and notably, not as a future-state concept, but as something organizations are being asked to address right now. What stands out isn’t just the increased attention, but how quickly these conversations evolve. They often begin with technology, from architecture decisions and integration patterns to platform capabilities, but they rarely stay there for long. Very quickly, the focus shifts to a more fundamental question: whether organizations are truly prepared to operationalize what BTP enables.

GROWING DEMAND FOR SAP BTP

SAP BTP has become a central layer in the SAP ecosystem, shaping how organizations approach integration, extensibility, and the broader connection of systems and processes. While it’s often associated with S/4HANA transformations, its relevance extends across both modern and legacy environments, particularly as organizations manage increasingly complex and hybrid landscapes. At the same time, enterprise systems are more interconnected than ever. SAP no longer operates in isolation, sitting within a broader network of applications and business processes that must work together seamlessly. As a result, integration now plays a direct role in business agility and efficiency and the ability to realize value from technology investments. This is where the conversation becomes more nuanced. As organizations explore what BTP makes possible, many are also recognizing a gap, not necessarily in access to technology, but in the internal capabilities required to understand, design, implement, and sustain it effectively.

LEARN MORE ABOUT THE DEMAND FOR SAP BTP IN THE VIDEO BELOW

[embed]https://youtu.be/AEjbdyMTKnI?si=zOtOcGhEE7R0YHxb[/embed]

FINAL THOUGHTS

Across clients, the conversation is clearly shifting from whether SAP BTP is relevant to how quickly organizations can move and where they should begin. What’s less frequently addressed, however, is what it actually takes to support that shift in a sustainable way. The organizations making the most progress are aligning the right capabilities early, thinking intentionally about how they resource initiatives, and planning beyond initial implementation.

If BTP is on your roadmap, it’s worth taking a closer look at how prepared your organization is to support it.

There is a persistent assumption in the SAP community that when transformation programs fall short, the root cause is technical – from complex integrations to data migration challenges to the inherent difficulty of moving from ECC to S/4HANA. But data tells a different story. According to ISG’s 2026 State of SAP Migrations study, nearly 60% of SAP transformations are behind schedule and over budget. That figure alone is striking, but what’s more telling is what sits beneath it.

KEY TAKEAWAYS

Complexity in large-scale S/4HANA transformations behaves like a system: interconnected, compounding, and highly sensitive to small misalignments.

SAP transformations fail more often because of governance breakdowns than technical execution issues.

One of the more subtle challenges in SAP transformation is not the presence of risk, but the absence of visibility.

The difference between a recoverable program and an overrun one is often the point at which risk is identified.

To avoid this, organizations need a way to evaluate their transformation programs against external benchmarks grounded in real-world data while the program is still malleable.

ISG attributes these overruns not to technology failure, but to a familiar set of structural issues: underestimated complexity, expanding scope, and constrained internal capacity. In other words, the platform is rarely the problem. The way the program is constructed almost always is. This distinction matters because if transformation risk is structural rather than technical, then most mitigation strategies are aimed at the wrong layer.

THE MISCONCEPTION AT THE CENTER OF SAP TRANSFORMATION FAILURE

SAP programs are often planned as if complexity is linear. In reality, complexity in large-scale S/4HANA transformations behaves more like a system: interconnected, compounding, and highly sensitive to small misalignments. This is particularly evident in how organizations approach resourcing and scope. A program may begin with a clearly defined migration path, only to expand as business units identify opportunities for process redesign or modernization. At the same time, internal teams—already stretched—are expected to absorb additional responsibilities while coordinating across multiple external partners. The result is not immediate failure but gradual erosion, where deadlines begin to slip, dependencies increase, and by the time these signals surface in formal reporting, they are symptoms of a system already under strain.

WHAT LEADS TO SAP TRANSFORMATION FAILURE?

Governance

If there is a single insight that consistently emerges across SAP transformation research, it’s that programs fail more often because of governance breakdowns than technical execution issues. ISG highlights that multi-vendor environments, now the norm, introduce a level of organizational complexity that many programs are not structured to manage. When systems integrators, SAP professional services, niche specialists, and internal teams operate without clearly defined decision rights, accountability becomes diffused. While SAP programs are particularly exposed given their scale and cross-functional impact, so what distinguishes successful SAP transformations is not simply better execution, but rather clearer control. Programs that define governance structures early, establishing decision ownership, escalation paths, and acceptance criteria across vendors, are better positioned to absorb complexity as it emerges. Those that do not often find themselves reacting to issues rather than managing them.

Visibility

One of the more subtle challenges in SAP transformation is not the presence of risk, but the absence of visibility. Most organizations rely on internal reporting mechanisms to track program health, such as milestones achieved or resources allocated. These metrics are necessary, but they measure performance against plan, not performance against reality. Without an external benchmark, it’s difficult to know whether a program that appears “on track” is in fact aligned with the patterns that precede overruns. ISG’s data provides that benchmark, but it’s rarely applied at the program level in a systematic way. This is where misclassification occurs. A program can meet its internal targets while simultaneously exhibiting the same structural conditions, like fragmented governance or uneven workstream coverage, that characterize high-risk transformations in the broader market.

Timing

The difference between a recoverable program and an overrun one is often the point at which risk is identified. When structural gaps are surfaced early, organizations retain flexibility. Scope can be adjusted, resources can be rebalanced, and governance models can be strengthened before issues compound. When those same gaps are identified later—after dependencies have multiplied and timelines have tightened—the cost of correction increases significantly. This dynamic is amplified by the fixed nature of the SAP ECC end-of-maintenance deadline in 2027. As timelines compress, the margin for error narrows, and programs that might have been recoverable under longer horizons become increasingly constrained. In this context, the 60% overrun statistic is an indicator of how frequently organizations discover risk too late to address it efficiently.

RETHINKING HOW RISK IS ASSESSED

If the primary drivers of SAP transformation failure are structural, and if those structures are often invisible within traditional reporting models, then the question becomes: how should risk be assessed? The answer is better diagnosis. Specifically, organizations need a way to evaluate their transformation programs against external benchmarks grounded in real-world data while the program is still malleable. This requires moving beyond internal metrics toward a more comparative view, covering how similar programs are structured, where they encounter friction, and which conditions most reliably predict overruns. That shift from internal assessment to market-based benchmarking is where meaningful insight begins.

GAIN A CLEARER VIEW OF YOUR PROGRAM

Our S/4HANA Readiness Assessment was designed to provide that external reference point. Built on benchmark data from hundreds of SAP transformation programs, it surfaces structural risk before it appears in delivery metrics. For organizations navigating the complexity of S/4HANA transformations, gain clarity on where your program stands.

Take the S/4HANA Readiness Assessment.

Sreehari Purna purna.sreehari@gmail.com 5855459284 Other With over 20 years of experience in Enterprise and SAP Technical Architecture, complemented by an MBA from the Simon Business School, I offer a unique blend of deep technical execution and strategic business alignment. I also worked with Clarkston Consulting in the year 2007 and 2008. Throughout my career, I have specialized in leading large-scale enterprise cloud migrations—notably directing global SAP transitions to SAP HANA Enterprise Cloud (HEC)—and managing complex integrations across hybrid environments. I possess deep experience architecting high-fidelity synchronization frameworks for SAP SuccessFactors, driving bi-directional integrations for SAP C4C, and managing diverse customer-facing applications on SAP BTP. A core strength of my background is rationalizing digital commerce landscapes to drive measurable ROI. By optimizing B2B eCommerce platforms through SAP Hybris and Corevist, I successfully reduced platform costs by 66% (from $600K+ to under $200K) while simultaneously enhancing system reliability and customer satisfaction. Whether guiding overarching IT strategy or architecting complex, standard-first technical integrations, I focus on building resilient, scalable systems that support long-term business growth. I would welcome the opportunity to discuss how my background in enterprise architecture and technical leadership aligns with your organization's goals. I am open to consulting or full time opportunites. 0cAFcWeA7_fE0zADdtfynFTbqwsIM_2j7qWgydu2lz29_qwF64Biq4x7FUglb1sYi42N3E6aTNbcjWctttJoV7rdd7j7juD2Eh5jPma-Vg6ax_mFhm9hkWUvOECxe89tw4UMppGALCndHgBOzTKMsnkjuFq99PDg5pOmfuErx8J0nZZrUPyeOF5jy3c6yG7PKOy4ch7AaZr-0h4Rm_ROO6AT7wPvSptcwsuoSNrjJ-jpVf-yO5SYRULdXgf2TBxXSD_CpZzz6Vfy1NFERbX6yLk7aggQuEcDzNhJVXhu1vmIz7bXg4-O-2gQKfjOEmD-tvRhfGvu5kzjUw1o6mReEVZnfDuPaZK69mfeP6Eq0ZR2aIHihu5n9Qn8mW3VhLKP0EtWDLTdBcTf5S6yRBB6VsZS_DSQEz2hT-nLQVizpnu7rZzmu_C9_WAwWvCZ4nTVU0lLQOgu0xTrm2cjMmqgZa_emHixCybCeG83almQeYTSmHeTVXZBwgQJstzOPjryhA_3DxcsQlsxuyiUtWiAkcbl54Sax4khboSw8VsCzM0vLlA1tuVpXl1oVc6gArKCp0uToNLX_6tDPhyninhFtTcHxlj49go-pV20nI9Z82x6GlvNuVcumTIjbclsXHWh7W4-HVtVOsMGibRoRNr7mC3bx3GLiwAoVC0ZCcL8uBMa0cra3TnGtbZ1tx1lgumUkr3SjkHEqH335ztLKWrMhIePOkSREJdHZSG0oB0CTIQxNuxJFb9UdeqNiJU44ZrWOHoslAaljigxfoqfDIoNRSuu4_OFhGcnhRkdaWOkZUWwhQcYdsnH2fMQ32cRIKP4-Ly3ay0Uca2P4UQ7w2tV7JPZHM6owW1n9thQP6XFDKbWX3zSJERFfoYfAPLJ9122RL8KehBUh16cGvxTRMrKuy_fNaq9Zv4mH_4d7rLIummy3duOiducvmuecxBG5NyZzZQYGpfvmX8YLGfXdOm8GevFZL5sLC_yWSJMj8WvTWc0isHlYHMrTgXhUY9PcfqV-n4yriKqhOFQt0e7GW4DpLxXpr7SI9TsuwM8n6v9pEoIHp7HKMUpo2_7Fjolzs-QXSP6L6-g5NwFHWSVkaBhzKZLymYKMUf5V6VCLAIlsfyXGUI7ZwA4fF3ZNDEBTP9jIYUbMwgeAj1k5QQPFyhrIde6zCVpYvs79vU3pP5vodInAOZgrpGJnEN6SE2iJb47tHcmGbJKYPTbnxd1z1dE0Th_fZzPCxijWTn4lwHxwSdIfUyeqeuDGENULe9MU8z12vfV4hAt0eW8y_plhVxgNHSxIsxOoTOXSQcfdQcB6ATbk0-DhGhoir96xq4I6JfEHGfwJ07x7j8Enu9glCXGsg18f5o4aMdJWEyt5xa77XPVsUCijCf9vV14yooS7WaNuk61bjOtuMVlY5JUQxMCSk5L-nswdMWp6z1o3tdxnYsQ0wK4hpJQ3P76f7fwGqc_d8OZR0kTMn6dOC2vXiTl4jmicxFvma-Rvph7bgbsR1479pkw5butSwKnl26ty87oQG5gecRppOFRmpxUK808uJpBYJbPIRlsNSiyH7LPQYrWFIU30VP2ho_vxiHJYphXGadp2IJgKVzlBWhmUZj-LzI_A7_fMtxUzNNLXUHrZBUJ796_37mJBDCAnAjJB3EBHsBOiqbg3fevcaM4S6R2Z4Q_5a-oz7f7bxHgEUSDXlYlIb-TW9d2t8JlSRzaCj1p9VUaAj5NZsAVGyszOD5Qd-3TDxKhq0KVvj5HVTkhyYSapuqveSl6AKubtL--HCIRREfE6_lFTXiSxU4isz1uKvpa1AploqQYF71bCaruxKfSV-Xv1D1MeFEW9faPGkHhmXrKDr6Zo4p7K76c2xhVzbAxs5CZR17daq1d6FDksGCwY6RPxA_Fh1R3UeAI7Sndx_fv9NRj-H46PkxfqDy7S4fiCu-2HZKNnPZTsj8G6Ioa-N0NXvfujkAss4LMZtjIrOa1ITuSfzR4CIZLc45RzLyFAcbE9XLvCzQSAn8AmG7s1T-FCOPv7VI_CrwvDB_XBQiGrepLdGsSb7iCG0pcS2D6qzeA8ecr7gVZAVBuUQipWFYu-Ig5qlhkPyxKWyJq6sy4dts1yXuU_kEaDIcOJStLYOB948oaIRSis9xFcJKbIqdUV0gXZ4ZQnPun93taFYxbqfIevaPQHR 527 74.44.195.242 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 6, 2026 12:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sreehari Purna purna.sreehari@gmail.com 5855459284 Other With over 20 years of experience in Enterprise and SAP Technical Architecture, complemented by an MBA from the Simon Business School, I offer a unique blend of deep technical execution and strategic business alignment. I also worked with Clarkston Consulting in the year 2007 and 2008. Throughout my career, I have specialized in leading large-scale enterprise cloud migrations—notably directing global SAP transitions to SAP HANA Enterprise Cloud (HEC)—and managing complex integrations across hybrid environments. I possess deep experience architecting high-fidelity synchronization frameworks for SAP SuccessFactors, driving bi-directional integrations for SAP C4C, and managing diverse customer-facing applications on SAP BTP. A core strength of my background is rationalizing digital commerce landscapes to drive measurable ROI. By optimizing B2B eCommerce platforms through SAP Hybris and Corevist, I successfully reduced platform costs by 66% (from $600K+ to under $200K) while simultaneously enhancing system reliability and customer satisfaction. Whether guiding overarching IT strategy or architecting complex, standard-first technical integrations, I focus on building resilient, scalable systems that support long-term business growth. I would welcome the opportunity to discuss how my background in enterprise architecture and technical leadership aligns with your organization's goals. I am open to consulting or full time opportunites. 0cAFcWeA5Yo_lP2WXRzF-et_hEvXtSJaFt6oi5thwGNWSLO3gdLL7KQwAlzEzrWSPlMehG9gmSd89ywz_t0cF-Fav2KrvrHh8qZ9HG3x4Zhs8WBTyJt-Th-UahK4L4valK4SdJ_Uz46O_yP8G14Mx8_-1qjePIOkMeNtxvFmWMzt9ScFEVRd1vSG8i2o4XVWdIaWhKmoF5QdBlKsS0eRXImnUIiWAEGXFWmBBvi8LesnG6P0ztjgkXQfdUkUjON4IhRL-CqdjiBqpWEPxiJy61Zfc5UahuS1xdwhTTHM7j7DafH8UZzTdvGA23xsZZMs4Bc7Sv0cwO3ZTZHiikuS7anwWRW_BVMbJuvp1AO6texaj7dewet6StzZYIexRCikbxDJa06kexUNFKxZeZkhV79-pyzlgW8kwGUBgspGROZk2bzfaeBS7ava2w6TIN48pDs4Zq6YVWXBjkLubk0m2AKAoNJN5Ev8llTPbqjwi_FTXWfOdAnmQStTWUBuepPDXuvDUBla_-dKDd9dMgs2WEtUn2-GgDjVeHTlowuvT6c9-Wfb64Sl9kuYCp0J6XoL0Y9FCgE31_eewir1Kv4ZIh6KhAtO1F7jHuBBtfhGDEb3Ct9_8oxVpITroDdhZg4FUst805ULlCLhnpRYcN_yuNMjS54s0Hgo8DTSXw6Gb7oE5bSMFS9GIgpfa8xAYflZUX9F_71dLGwrXdjw_LATiOGiROio874pPaWOKbZQ_-jqm7XV22LfI_oHxClClEXeaNAUkmQDmMuTNv_LD96L9ixR2-1dfpFrQ_qX2jUOuVkIpFYF-Z921YFbiug7kl8hj_cTyuBpKMj1jl2J5cYkbw8vdKqMiWKD6LpVuLN7ZXi5w7rBPu782mr_Xusk4qB74xeCeoOsEj9ENTiTKuY_LW1OTrSu6_EAbKNfZFYi8lqSHc2lQvCqTY__cG11RzJF7Sz-OaYt63UoxlcRGnErcyrc30lwfxTvvIqLWLwiaaAXq6cQovNkV9Pp07gmYw_iHnfcRNI8rPNpvzCeUOuwk4n9iuZuAQNpClFA_YjXNsHJCV-dsPojIlyx8q0ovrD0C51ZdRIopy88O_pKYBXg-FmrEOveZNgDkRpSsSzvWB7c627ecbticApyfhTEY_Gm6rOpcNS8Fb67ayOZ3ZAycOT9Ux6fVi8zf8SahbakPotUXt98lzxstsI3n8fI9AujAMAWXpU99_rOz7oykqM_nt63b3jy6Xs8A4dGOwBNHxRbgr30sefz8SPWZOIcadSHNbo5mJq6lcFF5cBWaUP8lm2IHF7DCITYwS0a-VgNJNUVpMfpRGPT_NUEvzEV679vK-KL035VsCpNh1_YPzCLqIOWgqc-eb3asmvI7odsxkmsiJkLbYGAAubr5A4bzBwSp0At3Q26DhJ3PZ30R6ved-c3LR6ocPHES63pA6JrWkJvQwLHPCnqCzfxABYilHzckusnFqHvcPE_UShUgmYFb6H2_tSHs-a-ZsqmKWAc93PjS6IkT13wcJn2XjzjYSsr7XAMLh5VYdmEGuUu2JSBE2FymYS8tclUaX54hiuVAVDRUwz-upfqBQJGoW_eL3BoGKS_SmD6H56RCkrw-yRzUyCDwCX_qF_QM1HHdCOEXjF3hFIVyyfw1fGBKqzzoOyO7nPs5gUWR6hazF_e2bNdo255-kIwBmGPdAf14fmdydPLUND90wR0Lq9orSYfTpoboOidIvwOxdyiJsXlaKg2WCkjV48wEI2842Y5Z7WKw2BbNtbMrXECB4o9TjgzjSskdOXZvHO6KrCagestXCnAtIngSAIyxY1Vey82KceebHYbrhTPp4MVQNPat3hbyhkIEoBl5rGdn457SUAPccvN3l1_k9q2_E_H5UC9PYjnXzc7YFeFewuH5CK3CusrglFSzk3Ny4xvOieH9X5ay2zhhA5yzEyA1PhNnBq-9DIlC3hICmWiVS0YBDeH69tHNHcfAcFcOC3broqTwXrBrxHtORjV_GyDBgAInnmgjyx97mxv2skrC1zJtBPXiNvkqgfG2TeC3_tuSIeHHUleawByWoacf4B-9nT39UbcNHkLjCVSzy-QocGf3XeO2XyHG3nGwi-mt46NwUt8u8EMqLO9IBIbLTLQinp-g7Z1fFHSQ0Qbx7sW9i3eqETgjNBOZoK0x-SlOBRoyLSqPX 528 74.44.195.242 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 6, 2026 12:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sreehari Purna purna.sreehari@gmail.com 5855459284 Other With over 20 years of experience in Enterprise and SAP Technical Architecture, complemented by an MBA from the Simon Business School, I offer a unique blend of deep technical execution and strategic business alignment. I also worked with Clarkston Consulting in the year 2007 and 2008. Throughout my career, I have specialized in leading large-scale enterprise cloud migrations—notably directing global SAP transitions to SAP HANA Enterprise Cloud (HEC)—and managing complex integrations across hybrid environments. I possess deep experience architecting high-fidelity synchronization frameworks for SAP SuccessFactors, driving bi-directional integrations for SAP C4C, and managing diverse customer-facing applications on SAP BTP. A core strength of my background is rationalizing digital commerce landscapes to drive measurable ROI. By optimizing B2B eCommerce platforms through SAP Hybris and Corevist, I successfully reduced platform costs by 66% (from $600K+ to under $200K) while simultaneously enhancing system reliability and customer satisfaction. Whether guiding overarching IT strategy or architecting complex, standard-first technical integrations, I focus on building resilient, scalable systems that support long-term business growth. I would welcome the opportunity to discuss how my background in enterprise architecture and technical leadership aligns with your organization's goals. I am open to consulting or full time opportunites. 0cAFcWeA7pFuABhOSqmVvDmfQF2b7aHgQiIyTiAaInDswvIPyRM7_ua-h30er-h2-nbM9WMdxaKfbrnHqKpb9aSmTzg3x8XJD2ocgUMaOivq_YSqfrY5jGxJaIL_fMmez1d87Nx_KyO14fOmiRhAMCsn4yj5GzX5So7tGPSluWjdj2VAgQRmttKvyZ1-vcl_7jCgO83HVL7lcbs1M6nt3YRhasZWm9gxL_FhG38WruyXTlagfeK09xr4yJHUZKR_vcKmHgAYtnhUrSrGjkr8po-1eK2zfJl3jeI73qZzF7gvxesK0WtkeaqyrM775q4mrurCc_6ota33wcdawuOym0mE66d07JeLfgCXC1I9CjC36SGv_3FXZA3WdbgR46JWZUfTFSdQ_i2k0gtveaVtBlzy22YLuUrHp1TJy3YcmZP8Mr4D-j3rUS2MCtfTKhkY164JfC-SFkkXAFQFditHysWYRgp5AEDONQCnF6RToYTpxeGn94Tt7olMvnCruHpKUP-GImh3zSS6DirbGcZ4yURCeHGjRldYqf5hhFZk67raOCH_B8M-poX85rgHObI-Ds-XKSMb92AxrtYR65FOcoytXXvewvD_ZDcXxgG89nM54lqW-tCUZmHQnEpI0lume3cAvgUFaIb8IJPy7V-PS0_P4FujeyCVGVYkJkbIbknwFrn_LEl72N9bBp374nVsQOdz1tP8myUUO6byVvnkP9L6HKf50C_xikSWzP30l2hyVhVJCVA8Q_zC7KorsZ3b9yBjVd3wCnSze_l1jGlzd_qFi_QSzaRLW5Qe9TP4r9vtYQRAOVKkyqmBTHnYRzFXEDepY-Fqmy5oziE89m8OPn20Han7sR7jjbYEzpkddBEAIJX91nQ0hbhMA4spGPM6mZqlTa0tCjlbHkkg8mN5Z7BTvqVVdh9Yeh3RtvFYn3YFODfvPLhO8iPSjp3W_FL4SrwffuSGzmfE_JKRXWj9KkjLDci1iJopY83_q9XcDi_kKGKn8rGR_g_6ctSsT3D2xcGtXGf9wGMVnISX6Q6zsBMj9y9-VDnTRJAVQGg266xi_RFUyly25OG99zl7u_wwGuZ8EKaQRbG8sEVXml8zcusLarmfT0-GWty_ov0wyWEwSexdu3-KqTLGmeTq2jtLssKcgnrn9V24En1f8mwPCci6LqHKmsVmSbw9OAC7z60QO8whqwqX0TeIIzP5wjlJtETZKSCXG556pszNLCDsdv5q2YGd5nVhs_ftpWtcJOAJSrea3pa_AdW9tm7v86DWDX8iMeBH0e0GFG6WY9HYXepyHtwMgUE0MagOAuZzgWdjsjisMG6-YZz_f7Sj1Vr6QeaF2wRJvXkLx9QftlgQw23-ancMcttVmR3Dk2ei8TwAUwO3rZ5cutMov4fg6RDq5PeP78zytzGIKSQWvbidh285NF1Dqz9Rgvkchdan5eAq7_WIfVy8WUj4d0vU5mxueFwBRIkKVS9vRZ_QR3tXeJwFixyXYQuQxMJxcmh5c3wYxwFyWIXYHfXGAHnSoH7JDbDg04_tIZ3xHQ5vDfwLBP2xKQCwt7m99QDwoRqq3jDwkyuVtCcg17v6Ek7F-xmHpQvmwky87EMvtzQyMUELOJwtoyGDTyLeGmAgA5l4gY4WaC3xjtsGKnRM8mI_tQHOpdioShRcx3NypJ_Y8Gf08tl8w0z8ENAlPrgPLkvyrCRbYRhI15wR-J84WpFpMyVt7VoPP-kv0jAkAlmZMYbTUqeOP4agfLEfaNTf2tHcYT392iJYLfutTSDIBExTo0Z4ClhrNMtQ1-QYg7-NDddHuVOeV_WaAE74LIhsALAdzdde1tjL2vYQUxkFHx5Wn5p0XI1I9QBOvAN7xQDrs25gJ6TGNykeWA-wgI_durEbXkRNSmSYw24xftn6hik7Ji9hmX-xusbqjKkFHLHZ1hvEGuB8gyz9BqTCh_aI3_3m71EHp3jLtH1hNsh_5FfPdX_T84lJMCebj6M6d6mTkV-fz8-uHfU4EnBZ-Q9f7r6FfrPmFfNCo9LFaGvyWv34mtbr_0bk4hOOCyjaf0kdvWSNxcep-7vk9rVOyKwYZmRRScxN58912eaKNp05BNgPj70oIr7mShrVNk5Rk-_9hRDc-Zl4S5kFu-bdFxn4bnRBVL0ae5-yVmVY2v69JejG4VXzV6VzZaj0Yscuq0 529 74.44.195.242 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 6, 2026 12:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rowan Hall rowan.h.1872@outlook.com 3126250131 Finding a New Position I am excited to apply for the Data Warehouse Engineer role at Bull City Talent Group. Your focus on scalable ELT/ETL architectures and enterprise BI solutions aligns closely with my background, and I appreciate your commitment to architectural standards within an enterprise environment. With over eight years of experience designing and optimizing cloud-based data warehouses, I have led the development of robust Snowflake and dbt solutions, integrated Fivetran pipelines, and supported Power BI analytics for large-scale organizations. My hands-on approach and ability to translate complex business requirements into reliable technical solutions will enable me to contribute effectively to your team. I look forward to the opportunity to bring my expertise in data integration and warehouse architecture to Bull City Talent Group. 0cAFcWeA6vnsBGcQEpv7IVkrkF8c7mg68RMvlf5CB0lwG8qpxllOLaiUx8zi0n-AnlJSu4HZIRJmG88IB9EKCo404JslP1jnGh8wtUq8JdDm3rmAk7Iolkvdk3TI2fRtDDv_zQLbtcSSC_N1H0xf2FFG2KPrO3wMIeyhKdU3lZjS203LOnfJlTPP0GxeazvBdGV-npPdNXw_Ob3KIVQVXI0l7D1zT1DA1L6DowiuLGZwXMG93ZYIOCjktsi_B1IoUwjAP7AC-DmlnoAX-lXVyEVbQd2n0OTCmO27EGh29Nt1hKLwp0ShOTFoYMUkaFJcv4UJA9L0WSLdcfeRHCaPBmyTFQ5G--xsCE8LB-a7rlaeQaPH-vPSRcOpZpX1qNujtPrUa9osBpe7OxhkcfkQfn-JGydWlS2Y7Xx4sUmKSQsKyhcp2glatgxXGmMOllKBS4RHIjXJTLwooCzAbt93XuTodg7Zfl85I9tU0G-WmMF-dvgnyWv7JRbortO8Ouh-zy689Dnw9Q7x6dJ4S_feC30hSsFN6h0CQJeM7tsAw_gD4JBM-gHONOuqa3cFw1_3IgcMDoJTolNJByemSsr5JvpE6QSjDfZGLIaJ98DZJcM1I5sWaW6odhAXDwayPWilJL2uDUXtXTmF9NCm6Zb_hRP2HlJBo4YzLWEAReym_z30x1I20E7Pz9gsGs4tEdjwafyDyXsSvHHx2DWSUHIqPlzicwt9d0BOTXBRQ6ggyvHjyUaHNaaGOK3ljTX1UX74FCipCiGiddZBKteRxxXcLUO-CywCjWVP1aBfGSj1uhnlUewbkjUShB35-ah9yy6ZXOYpUOJhFbdab9W8fSekoOr-q5If-mfxDduIVR7kQjJqZDQyXUkkDes_AtjHMaZeiEPof75Den1wDrhBhBgqWQZIBnWsJnVox6WKMEKA7y6Vj-ft23Uh3jkief-tMbZS3hOzRDUrfvt-U3YfHrynk_dbXgn2KN1aRbRe_h4ha8LI8SrZ8H5qdmTarIlMIDePAtO6upG5v6cHa6Nk4FnPYzyM-Yoz0dHjr0tESRdfI2EuInXYk8pDV5XUsdaO4XMFgFjX8z1SkUA9F8FKE-RiUOWHCmv5nLzbgTGpvqpWfqFApeMG8oXKACdR-P6xa2zfE6KPND6xN9954yhRrGecxa9KwwXI6Yum9rEvh7PKKg2Gjh17ldbvXlU7uvsB4PZB0j8mMsQKWZ6ZjyQowuInXfDHTCmIrTOXwS7JSz6EbIbrbB14x0YgUJ51MuZbj6xN21qrMrheefVRJwRbavWxcyatNHpkLAOfKrejSCIIFNzl4Kdt7tQP29wKCmhst-1hv-dMLZBrb39b-ALNSlJdEWQs2-9ZHpt5ObbYjoaGbkUxGphOenpuK2ZLqHd_xuOP9MUSPSFkRS1ya41WFsOQvRuwqDsAQ2uBgy2_Fm8uALhEynLTDDEysspsgV0HGZi5YhCq-ZIP5C3VbqxHkwLuiVkgArfFhr7g4g8bbWYbwyyFdNbs0V6LiEJNihnPzhcPt-S2AlBEoQxl0TJ5pBevqnccNJdvDN61N3JqrQUsQJugfozwGHv_S8Wt6eevxTp0veO7beUCh8U93VMQeTQ-ZEn-t2iKwa6JrgMI5hPM8cuxvr6vEnxyvFGIUNEIkWtykZ17p7VRS1T7mjXQtcURf5Mz1-_LFpCrGg4QutEWcMhfljo_zoaEQZbisGJJX0BOSxTRcrhouKx94MDYvDsldIrP-pnKZaTUrqy7WQVE5Vv11KV1M_mMBpYRr2sebMZ3zyCtmVFcCMB8QnCGRKvri0GrydzN-cWBs1tjxFF2qt57dwDwEZg-xiTSPP81NTTGv04xuyZephEF4xIH-38ytNJhtmoM-WVEf7iFlxAMyl5tMMLfV4Gmb9_4HyiJ8N9CqJKCu60FUlHQcHDz5LTZLAi9zTdOFzzl5PyqPCFU9ruCXXcwV3cuUwCwyyqvbr7uoFP2YClcQvF__Fl5l5fTPfd7RWkrPpRp_psZn8AhwTs_TdIMqtlOCrrRKtOW2uXqKPjt4cWsClJHi77gkbhV2bbbjtyAzxwfdCmNQ67ZprL8Xxb1Cu4p9BHP6oek_2ehYRZe1cI1Frr9efGQgI6VBU_M4RgV7MaWU9SiZ3yyXkapUh63X4G6UEwVRtwFBbECGO51ZhuSDhwjdX-77qPGbbJGb3NroDp82iOg 530 208.98.44.2 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 6, 2026 2:42 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rowan Hall rowan.h.1872@outlook.com 3126250131 Finding a New Position I am excited to apply for the Data Warehouse Engineer role at Bull City Talent Group. Your focus on scalable ELT/ETL architectures and enterprise BI solutions aligns closely with my background, and I appreciate your commitment to architectural standards within an enterprise environment. With over eight years of experience designing and optimizing cloud-based data warehouses, I have led the development of robust Snowflake and dbt solutions, integrated Fivetran pipelines, and supported Power BI analytics for large-scale organizations. My hands-on approach and ability to translate complex business requirements into reliable technical solutions will enable me to contribute effectively to your team. I look forward to the opportunity to bring my expertise in data integration and warehouse architecture to Bull City Talent Group. 0cAFcWeA67yTh6y6FAVR1obme84r_Rv0xreM_rTu-8jN4c6KkTLlkp_hzvw9vV6FmiJCPw4gLOxfJNX334YrJvT4e2PyLFPJA4JiaDhTbIxgGTG3VW1E-ysht87mmz3E-js8IGqh8Q0XtdC_pb_bWrJyiexILUNigx5S9lBhoQwltphmRZB-bU0OZE0LTjmO34ri9xZ7DZYBBBw-64-XfwUjvtjCmVoWjyua5RTODddNd35VXRiT_xKY4u0CghMpOeIKIU8fJ8GsietUG4DPxm8-kXeis2XbufhMQHNXZm3yhaxTLBlhHJ8tahk5rMRuV3F1-amLuscdm8HlIC_PwEMac9NwicaEwrNy1tupvLs4a3Xj0vCb-7mlHhHzAkalxGByydfx3nUrMJxfspc_CAEcuJ6NgfDRlP99rRRFIKvRKrJGZJoThyBlCHdUFkgtnOeHVulbVmv7yM8hJguVN-MkaWeCC3Npb_S74mQlaqRm1AgN3rFTZdMLWSs2iL9zREEIODz-IL5G-BylcphOiiOUqFm6kwWo5bt538uZckGP0knULAqaUtFV5dnZf-xlUc8P5gH1WGXRWBlxXh42lsyTCgRs-Fplr9_JwS1n6B4cJeUyQaXaQRSuuS9nG_qMmqjaOGIlFTMP_H5O-NPUsmCPmgIVPat84xSTgdPEvzHQorDPm4fALUhP5qPvvKS6SFYXoWhLfBupYNNAakjeOumqbJHlODcNmuUOGHmtiCqc1NFeskXlaiN1Q3WbAwoT3wTVcVmyWzum0V-G_j7QuAr8bpztFxqePmcpsKJ38EmJJoOJFv-kaX3mJw5sT-r62AMQsIiQuJvLpEiu_5z0gdCv2e5p_eWEkBMZf94c0MPVpKaVjlP-uIjqF2kCWqCE1foXhaCNaY6YVC4A61Zeo5w0zJhRq5yP3LsOPjJMMW3gzzvrYh420D8SI8TpV6i3mvI_CYl1O3iZymCOefP0JAXMDxp8sRD8q0tWqOvxd9g4Roe-XEPbbmfKeZbu-3frXvwgPNwh-J2l0A5kQhSBLJSb_rUjqLwOVbrWb8gWAkLPRnWB5dwGMNweqOw5dsoZvleW2av-7A8QYW24jUMmumSTAqfE3AbjIVUlZV6mWE3qhjJSLEHIQ5DtHCEtf_CyAPc3rrzr6Xije9TR5bNMl5AyGx9NzCKBmh-l46zCQ1lNmreEbbDtzBAXZT6sKlBJHhV9YxjYnLTBGXk-pUZA25FJDqBaNrDB1EpC5nzkmFl-YmnksoYYedgeYkCellZ7O-ElyI3PYxFzjff8AHJNuTtdmob6f-ehIUTGD3ZrlvO46A4bvFSr_XpkrZvsXcQ_QXgLCaRjLQPAo44GbaBmDtOny4Q0N9ReWoeaOkVCRIC5v184TGsnqLafGACSFBZ0a9w5oyMSHemU2GAuvYyGV0PPTRVdiOWoGMBZi3AKBdE9q9BJ-XsTVoKlH9vARPdSRN9-iE9-w8WzVcLqDhXa6l5rCoJokvE5oe2sJXeowkW-ntNKqASlPc4SeTr9kbNy6v_EWizZvMMU_xEdyGinVtnjH3vlg6y17RyDX5gqSKPQh1I9d3Diu5tmvASuWlxLJ6p85QHgmJs8BrKMrZK1aI4ryc2uOizrVsSoKUPqBEo_3SipXh40HwMHG6nYswuyIR6nFosb0P0iCY8Efcl4-y_4Qa2Cbp76vyP7uUah8ODVTDMAgdKSevSOz-CmWy9TkOtt-EtQTK3-bM50ygWshvB3pSWN81CNf_hWft6VrinP9ukWJWgFBFXR5KiDaeyJMbbQ0u8DhvXpVaqlGjkAnGQQVtPpzGkGhe74Rod-YW8uWG2IbgSxyFoMDGQNTLzCOU_z4MTcTiE50DkkKl4IHQTcWEexLL3_gu3DgowgGUQc46QuDdQ63OiBTF0iq9VpDCGKZwJnoInfpOF03Xn5MwsrK4R4cczncwYKbNjOioI041k20UmMVEKo6h122nJvn4P6L33RFYVRbF3qnJ3s14rvdD2Rg3X_rtzsPl9RJkLxO91SPQotW03KLy-3hRYSg5D8gUFF8kygvLbiyTP2FPB-NExWVoqd8-1Y1hPPZNoJj6n6Qnv-A7RGolNB9kpvf_GinRf15yFvKmQMXg_j0pXIFO8i0ZvN2pE3a13hfSqKycUkWqqSWHwEPs7YKj3emPJbsN30VbSnHcPAQhKfgZiFuw3x1HvCrh9cYk2Yn7dFOiwmTG3dnti1Y 531 208.98.44.2 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 6, 2026 2:43 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

For many organizations, the appeal of Bluefield SAP migrations is intuitive. They promise balance, as opposed to the disruption of a full Greenfield redesign or the limitations of a pure Brownfield conversion. Moreover, they offer a measured path to modernization without overcommitting.

KEY TAKEAWAYS

The duality of Bluefield migrations introduces a different kind of risk that is more difficult to coordinate.

Many Bluefield programs encounter friction when coordination across workflows is underestimated.

High-level scoping does not fully account for the operational reality of running parallel transformation tracks within a single program.

If Bluefield SAP migrations introduce complexity through parallel workstreams, they amplify risk through governance.

Because Bluefield approaches are often selected to reduce disruption, there is an implicit expectation that risk is lower. But this expectation can delay recognition when complexity begins to compound.

In many cases, Bluefield migrations are the right strategic choice, but they require a different lens of evaluation.

According to ISG’s 2026 research on SAP transformation, nearly half of organizations are pursuing Hybrid or Bluefield approaches, making it the largest segment of the market today. But what appears to be a middle ground often behaves like something else entirely.

THE MISCONCEPTION OF “MODERATE COMPLEXITY”

Bluefield strategies are frequently framed as a way to reduce risk, preserving elements of the existing system while selectively redesigning where it adds value. But in practice, they do not reduce complexity. They just redistribute it. ISG’s findings indicate that these approaches can carry equal or greater complexity than traditional Brownfield migrations, precisely because they require organizations to execute two fundamentally different motions at once: technical conversion and selective transformation. Where a Brownfield approach focuses primarily on system conversion, and a Greenfield approach on process redesign, Bluefield demands both, often within the same timeline and across overlapping workstreams. This duality introduces a different kind of risk that is more difficult to coordinate.

BLUEFIELD SAP MIGRATIONS RISK

Parallel Workstreams with Compounded Dependencies

At the program level, technical teams are managing data migration and infrastructure readiness, while business teams are redefining processes, aligning stakeholders, and implementing change management initiatives. These workstreams are tightly coupled; a delay in data readiness affects process testing, and a shift in business requirements alters technical scope. The program will begin to behave less like a sequence of activities and more like an interconnected system, where small disruptions can propagate quickly. This is where many Bluefield programs encounter friction, not because any single component is unmanageable, but because the coordination across them is underestimated.

Under-Scoped Complexity

Part of the challenge lies in how these strategies are initially evaluated. Organizations often assess migration options based on perceived trade-offs, such as speed vs. transformation depth or risk vs. disruption. Bluefield appears to offer a favorable balance across these dimensions, but this assessment typically occurs at a high level. It does not fully account for the operational reality of running parallel transformation tracks within a single program. Research from SAPinsider reinforces this point. In its SAP S/4HANA Migration Benchmark Report, organizations cited complexity and integration challenges as among the top obstacles in migration efforts, particularly in scenarios involving mixed approaches.

Ambiguity around Governance

If Bluefield SAP migrations introduce complexity through parallel workstreams, they amplify risk through governance. Decision-making becomes inherently more difficult: Which processes are redesigned, and which are preserved? Who owns integration points between legacy and new environments? How are trade-offs resolved when technical and business priorities diverge? Without clear governance structures, these questions create ambiguity, and ambiguity, over time, translates into delay. ISG identifies governance as a primary driver of SAP transformation overruns, particularly in multi-vendor environments where accountability is fragmented, and Bluefield programs, by their nature, increase the number of interfaces and decision points involved. Without a governance model designed for that complexity, coordination becomes reactive rather than controlled.

Limited Visibility

What makes this dynamic particularly challenging is that it rarely appears as a single, identifiable issue. Instead, it manifests gradually: testing cycles extend, rework increases, dependencies multiply, and decision timelines lengthen. Individually, these signals may not trigger concern, but collectively, they indicate a program operating under strain. Because Bluefield approaches are often selected to reduce disruption, there is an implicit expectation that risk is lower. But this expectation can delay recognition when complexity begins to compound. By the time it is acknowledged, the program may already be trending toward the same outcomes ISG identifies across the broader market—schedule delays, budget overruns, and constrained flexibility.

RETHINKING HOW MIGRATION IS EVALUATED

None of this suggests that Bluefield SAP migrations are inherently flawed. In many cases, they are the right strategic choice, but they require a different lens of evaluation. Businesses must think beyond which approach aligns with business objectives, considering how that approach shapes workstream interdependencies, governance requirements, resource demand, and risk exposure over time. Organizations that account for these factors early are better positioned to manage them effectively. Those that do not often find themselves addressing complexity only after it has already begun to affect delivery.

ASSESS YOUR TRANSFORMATION APPROACH

BCTG’s S/4HANA Readiness Assessment is designed to surface how your chosen migration strategy translates into real program risk. By benchmarking your approach against data from hundreds of SAP transformations, it identifies where complexity is likely to emerge, how it compares to the market, and which areas require attention early. With nearly half of organizations pursuing Hybrid or Bluefield strategies, the difference is in how clearly its implications are understood.

Take the S/4HANA Readiness Assessment.

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A family-owned global manufacturer of outdoor power equipment, including chainsaws, trimmers, blowers, hedge trimmers, and battery-powered tools, for forestry, landscaping, agriculture, and construction markets worldwide operates as a mature SAP shop largely capable of sustaining its own global instances. But when the company launched a global ERP harmonization and transformation program, the demands of the initiative quickly outpaced what internal teams and SI partners could absorb on their own. The challenges were both operational and structural. Internal resources lacked the bandwidth to manage expanding project responsibilities alongside day-to-day workloads, while domain knowledge on key systems had eroded over time, and US-based project teams were left without dedicated local support. A growing backlog of unresolved support and enhancement tickets began causing delays, and budget constraints ruled out traditional full-time hiring, demanding a smarter, more cost-conscious approach to bringing in expertise. The client engaged BCTG to fill those gaps with strategic SAP expertise deployment across several critical areas. BCTG deployed a carefully selected mix of contract resources spanning SAP HCM, SAP IBP, SAP HR ABAP, MS Azure development, MS PowerBI, and data engineering, complemented by project management to coordinate local efforts and align them with broader global program objectives. This multi-disciplinary team worked to clear the ticket backlog, introduce new analytics capabilities, and strengthen the company's data infrastructure and integration performance. The results were tangible and wide-ranging. The client's SAP environment was stabilized, and the business gained the ability to pursue on-demand enhancements as needs evolved. Furthermore, project governance improved significantly, with enhanced status reporting and tighter alignment between US operations and global program standards, positioning the client for continued transformation success without unnecessary overhead.

DOWNLOAD THE CASE STUDY BELOW

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As SAP’s 2027 deadline for ECC approaches, most organizations are still focused on a familiar set of questions: When do we migrate? How do we migrate? But those questions, while important, are no longer the most critical ones. What’s changed is SAP’s expectation of what that transition should actually look like, and those ECC to S/4HANA transition changes are reshaping how organizations need to prepare today. The move to S/4HANA is no longer being framed as a technical upgrade. It’s now positioned as a broader business transformation, and this shift is fundamentally changing how organizations should be thinking about their approach.

SAP ECC TO S/4HANA TRANSITION CHANGES

For years, many organizations approached SAP ERP transitions with a predictable mindset: treat it as a one-time project where you preserve existing processes and carry forward customizations. That model was built around stability and control with a technical conversion mindset, high tolerance for customization, a “big bang” upgrade approach, and infrastructure decisions (often on-prem) made upfront. But the latest ECC to S/4HANA transition changes reflect a very different future. Today, the emphasis is on a cloud-first posture, Clean Core principles, continuous upgrades, and fit-to-standard processes. Just as importantly, organizations are expected to rethink their operating model, not simply their system architecture. The goal is no longer to just get to S/4, but to become more adaptable, more upgradeable, and more aligned with how SAP will continue to evolve. And this is where many organizations are falling behind.

WHERE EXPECTATIONS HAVE EVOLVED

The shift behind these ECC to S/4HANA transition changes shows up clearly in a few key areas. These are also the areas where organizations can (and should) take action now.

Learn More in the Video Below

[embed]https://youtu.be/Ws1GQzj-We0?si=lDH_gsV6B_g6nynu[/embed]

NEXT STEPS

With 2027 on the horizon, timelines are tightening. But the organizations that will be most successful aren’t just the ones that move quickly. They’re the ones that respond thoughtfully to the broader changes. Those that use this moment to modernize their processes and rethink how they operate will be far better positioned, not just for S/4HANA, but for whatever comes next.

Click here to continue the conversation.

There was a time when the primary expectations of an SAP partner were straightforward: execute the plan, deliver against scope, stay within budget, and provide the resources required to move the program forward. But that model of SAP partner expectations is no longer sufficient.

KEY TAKEAWAYS

SAP delivery has matured, and the mechanics of execution are no longer the primary point of differentiation between partners.

What enterprise leaders are increasingly asking for from their partners is not just capacity, but perspective.

Many SAP delivery models are still structured around responsiveness, but this model only works when the scope itself is sound.

When partners operate strictly as executors, they inherit the assumptions embedded in the program design.

The partners that align with this shift are not necessarily larger or more resource-rich, but they are earlier in the conversation.

According to ISG’s 2026 research on SAP transformation, 77% of enterprise leaders now expect their partners to challenge their approach, not simply execute it. This is a redefinition of the role itself, and it reflects a broader realization taking hold across the market: in large-scale SAP transformations, execution is not where most programs fail.

CHANGING SAP PARTNER EXPECTATIONS

Beyond Execution

The baseline for SAP delivery has matured. Most large organizations have access to capable system integrators with established delivery methodologies, but the mechanics of execution—while still complex—are no longer the primary point of differentiation between partners. What has changed is where risk originates. As ISG’s research makes clear, nearly 60% of SAP transformations still run over budget and schedule, despite the widespread availability of experienced delivery providers. If execution capability is relatively consistent across providers, and outcomes remain inconsistent across programs, the problem sits upstream of delivery.

Added Perspective

What enterprise leaders are increasingly asking for is not just capacity, but perspective. This is where the expectation to “challenge the approach” becomes significant. It signals a move toward partners who can identify structural risk before it is embedded in the program, whether in resourcing strategies or migration approach decisions. In practical terms, this means engaging at a different level of the conversation. Rather than responding to predefined requirements, partners are expected to interrogate them, asking questions like “Is the selected migration approach aligned with organizational capacity?” or “Does the resourcing model reflect the complexity of the workstreams involved?”

Traditional Delivery Models

Many SAP delivery models are still structured around responsiveness, where the client defines scope, the partner mobilizes resources, and execution begins. But this model only works when the scope itself is sound. It’s less effective when the scope reflects incomplete assumptions about complexity or organizational readiness. Research across digital transformation reinforces this gap, with up to 70% of transformation programs failing to achieve their intended outcomes, often due to misalignment between strategy and execution rather than execution alone. In SAP programs, that misalignment is particularly consequential. Decisions made early around strategy tend to persist throughout the lifecycle of the program, and if those decisions are flawed, execution excellence cannot fully compensate.

Unchallenged Assumptions

When partners operate strictly as executors, they inherit the assumptions embedded in the program design. For instance, if those assumptions underestimate complexity, the program becomes under-resourced, or if migration strategies are misaligned, dependencies increase. While none of these issues originate during execution, they are carried into it and because they are structural, they tend to surface when timelines are compressed and options are limited. This is why the expectation to challenge is not simply about adding value, but also about preventing avoidable risk.

WHAT DIFFERENTIATED PARTNERS ARE DOING DIFFERENTLY

The partners that align with this shift are not necessarily larger or more resource-rich, but they are earlier in the conversation. They engage before scope is fully defined, using diagnostic frameworks to surface gaps in program design, and they bring external benchmarks into discussions that would otherwise rely on internal assumptions. They frame recommendations not just in terms of delivery feasibility, but in terms of how similar programs perform in the market. In doing so, they change the starting point of the engagement. Instead of beginning with “how do we execute this plan,” the conversation begins with “how sound is the plan itself.”

FROM EXECUSION TO INSIGHT

As the SAP ECC deadline approaches, the margin for error in transformation programs is narrowing. Organizations are under increasing pressure to move decisively, often while managing competing priorities across the business. In that environment, the cost of getting the structure wrong at the outset becomes more significant. BCTG’s S/4HANA Readiness Assessment is designed to bring the diagnostic layer forward before the first major delivery decision is made. Built on data from hundreds of SAP transformation programs, it evaluates not just what a program is doing, but how its structure compares to those that succeed and those that don’t. In minutes, it provides a clear view of where assumptions may need to be challenged, and where risk is most likely to emerge.

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Tessa Aldridge tessa.aldridge@newbusinesssphere.com 2127912913 General Inquiry Hi Team, Reaching out to see if you're ready to start conversations with SHRM Annual Conference 2026 attendees before the event begins—with direct access to their contact details? We have 18,000 qualified attendee records, including Contact Name, Title, Company Name, Website, Physical Address, Phone Number, SIC, Employees, Direct Email, and revenue insights. This attendee list helps you build pipeline early by connecting with high-intent HR leaders and decision-makers before the event. For pricing and additional information, please reach out to me at tessa.aldridge@newbusinesssphere.com Regards, Tessa Aldridge Business Development Executive 0cAFcWeA6GM7SOH4VV12FGPbluPS12hShdQUnTJC7NwumfVUh_e5w32_D1DGNKgTslC5xELAw_S1HZ7KLVF5GpAxcNemtb1Y57Yewyvl65xNBm97raa1dLF4bG217bAtLfQYM0uVonH1x1EL6HiOc447266Z_GqNiefmRXe1rL2U_tu3r0sQL2pAwIeTRY4ZZaM-EhT0NVM9OkKfC5F6fAltokg3R3QrEU2RktPp7J8fMGVBrTm3HKmRzbQX5QI9hIfTTIoju45FHNn7R5TPqoYkyIZ1YNtPqZslgDuXyDznbALa1d6jgHx-I604ya6IAKO076np5PpWVqur76jPavNjpgRFCTJkLkLBHhKnFcQAT7TOsNfKrEJo7dghRiLUWPvOZ6rrjP1CTWyFWeCGZCreD0jQd_Hr4IBvzxwcTQr3VrX78EgN1cqnFhFOi1Ntnub20CRjSI65ExW1yZOQBZv2o6ydrGDXMXsfpuoae3ZJNjPT-_6M_oAwTvLGMeJ4nD7I02lh7wPeoeVUQL3sfKxfba6aAtpngkljQVx1cBmMVcBkwWFpdKiu7reRIUOmJyMEc9GyuyGHzwlWQEzcILWXc73dwJYnciewwwf5aPScPHkzNvBdgbo2K6WLKZET2ZaZ1k-xHB4Q5sALLSamE139Peu28P8GOT1JY3LllC6iiCwz5cc9rN3Uii_iuday5wMSW6beLxenydy5GBXs6QLLWjz37Eki1xiJ2E98nnf4KeeR0Tuv_6d94JWBYNtgVP3f_iHfNjb9t3UbbLI2aJvW7MpNoUJLA4KvskUDrS8pxOEOBXrsjNF95H1AcZT9z-W9b2ZE2syfNxjCun58jMUzfEgr0dSoGeL8IaFw9Emx74ssyJJ7VrXEprU3WKNOJ6XEr2kaVc-yXdzTXHXCb3zzQseVHIB_Msh4pT8cdJRw2Gi7pHDU52I7oiD84wnPeGSLlHwsumvudC2CZboFZ2c_K5bTy90s-TYCXY4Vme1kZ2nwLv5O6EEzM4TdngNekuAKumMNysiHBPc6xv1jGERFl7h7tPldroxtUX3g3mdEiclVVgKcw_YYDhYYoJZC12jcxXXd4unthRDFWhYiuTMFQS6g0B2AQULRE4Hx9BgAQSufLkcMAlVQXBY2ZqY-iAb9swMaZ4NJFRnyffBLFx_MvyfJEvBilc1cVI61gWRS0HhICU6nYjUyu1lFrBvAhZiE56UhqzINv8fgICAljZvp6d2Zn7r9dit-kcb3Z7LT_bzO7KUsH8rgremqL2b6KZX8DZtZgaAMQscsszoMxb09UsTZqL5nS0-rPH4P_DFqKa4bZaccQlQXmRMiTmOK3nhY_o3hDRGxt74ngls5vq_QAzrGQnRhKgRji-LbMkK0SHXexcjtJke5GgnTuQQUo9LFucGxhW9tmR2tx4g2UzZNzj8kEtJcTgbFyAvmqeF6NhnwME7OazKbtttvwbit7QzOfPhssxSggLDk0hSKq75nZ6XbMeumeGVd1B8VByWcfD4ytvj3HQVpQnQdLV6gJTfVoHvTOMBfC5WzPEESp9yI-QprTpZGcUD-qcIJol1p5vBC185TJF2tNfzA35VqtYv3LwvmgNO5FGchHGM-7_r0i7_DuWaiJ7j9XfNmQaDSe0vGaAFzwBVmnCMDqhPBuJVT_dsX-45Plh7EFbRdn1hT0zvDCbyOxzeHMxtW32_uGGtbW9zh7ix6Ux3lYii6EsNPoGeKKh16TTjej4be44d8n0Y4h7jJ-AmejxZfKAuzfq_X5TQMazwwxu-qmRRBYN3Wcowimy_nbXcOH_odaqT3kIMPRDE_HQDpovXLSqA-mAg2CH916ytEajmnP8BjzPh_x53d6pzHtm-FXBFF5oZiQkfWZvIIkr0Ulbqxg6zDVtv835UlDEPGXnPO5cQOAks0g_T7Z0KKNNZ7KZ0-5PwPkDipwl_7xj4A6oVbgczQKbyVTLrMLRgDxH2wBvuzAFDhNV7bgkfM6pkBLPbp0iAKqQHYM0gJ-I3eB1I0fpkYZiUnaB5MqTamC3r8RzufBiFXeAFwUC2CRo3ZQnQeeLxKrcZBSrs6bCuo36uCedRBGNuCmTXQsHX5iVsSBlUfQjwSnW5zxo35m7FzaC-D2yPSsiivkJEO-Db3OUhqjgFOtLJYeM704U8TzaGz6nH27Rh1GzltIpYEXMbcKXU_AtKeDbEyF55Wt_bw 533 103.170.161.14 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 13, 2026 8:48 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Ashley Bennet ashley.bennett@audienceaxisprox.com 2155577847 General Inquiry Are you looking to connect with decision-makers attending the SHRM Annual Conference & Expo 2026? We provide access to the SHRM Annual Conference 2026 attendee database, featuring 18,000 industry professionals across HR Technology, Staffing & Recruiting, Employee Benefits If you’d like more info, feel free to reply or email me at ashley.bennett@audienceaxisprox.com, and I can share the pricing details. 0cAFcWeA5ZfaHAvwLMzX7y0q49yaRDAMBAheRoCTZ8H7wjtrQglMJroEnUph94kN1Nz-I4MM-xdm_G2GYofp-ShJRHk410ZOEPNiAEF31_fBNwyOHhQnsBloThEMND9J9LgMqbJhXfa_M7SsscfwKIRPlLpnAAtszjWm9sVAQI1g11zu91nF7cGFVNHqNkTgILTBrWuSLOwUaCTLxtO19fM5yYTuWXaiRQB_n454VO65AjQboPdbWUt2WhFqMQKwjKDaoM8GF6fagJnft3ZwpGlSuXzlcUaAKu14xVZXh0WGhg1n31pSyLnKGWxIES5MXamJjGKKue0ukzWDt8TSd3s32MC6xG-oI8xgi82PMelZnvi5U5Hr1mgpI27ugeLwsK-oJhTmEtD1cbaCKp3bbmQwk10fnAfKzU57ftvOzMfkvtiEwbmY-5_FRF2_Htanu9G2IeeG0Rra5yIlhGoHNbJa24Clyb6R6VZxBeKmilE5-huSNgwEH0JMCbjSNnfA4zaBG3fsPwBwt0QklmKihvfZeFdCk4keDpNW0oSzriZS5ibIRG3dEjUsM42x6McZQgZU6dKvQFCqtTueB4yF5Bx9ceYzbfiMl-ddsuyfjcR_Ruj1OZusLss-c3AnVf5oCFJDKqffvhIBmX8p3NL33XOlsO3vPr4-OQGX7vG0554fjkQA72lQ4W5TZ5yWbL2TwCAtMxFfJYQ2IU4SWa2Ez66TwTE8PwSmqrLEzSTt8_iLUsFBWdC1UjCXoOZ_Wa6Tp3MGHE22Lop31CPM2-GyTbawwa7kXKlFrx8pYnfpV9T37HqnqpueLCDiBTf8PfDb2s5TOJ5NoSeAKcF76hadlVLShN9jZyqsLxuTOtbZdVDKy_eHV25JAfPJgS-iJxshm_WTTucGX5PHc-q_2-vFE1MFNPEzNTLjl5aaiUC-vuEOVrkqffYwYHTcsNhUa57tprGSd5dAxw2DlXTUGmVreyQOIZDkrVAax-G6450HLkTQAtaYYXhlJjzzQ5vnzfWqQSkGVEIC2PqhoAwuX4yFYsYMio6gByFU4jYn0FXrmI-D9n7EOegU5f_fuIGQmgC3UKjQHKazwvkcRbXSd1EarZXPiBR6W_EHEYVKV3NGcbu18Dfevp-yIMi37Loz7PX95OFtGS_S3eJNUEz3L3a3F40bAnK5o4g3-CKcroTaxRUErCdocLl6PQ1wpJCJERt9X8gN5744QCIfKbjB21eF9ZRvW-IvDe6fwx6lsA0xuNrF146c96oI6tN2qXxqPlskyB3LFL993XhRFDLrUZ3owEP5RKQsuEFtim6pRsKr26NH0XPM6V5u_ct_5YXK-rXu7T0O7cR2A2KMUfsYMYCbkEjUVqWNzVhZPw8m-vH1_YwFgTk1stnMU-IxjYtcXbfqyBfqsQNFdk_BOGjIh9VqpXrJ_LS8XANgNrxjBZyvtO9-ReTwf93OkyDxbqLpyyaEkfYvM1-FW95cUMmqIJsy_xAPWmdtoAbqiu16YV3h34M7KCbQFXNc7zb32Pq53_YU1Rl8oVqKA1IdpYNaQqZtUp_9C8eb8VJ0BPyA9v2z3IuJYRrFnm_QVcGaIQ_sUxUQv1msGoZwxgoEp30TxanHUaDU11_jsGoIdZAUkeZaqtIKecwDZkTLZCCEWyAGGfjEbnMHGi7oOy5MOaYGbnerMPFlZK94x_ArPu58lgxBbj-ST7ICUxVMQuHCRm7Yt-bDdBqBekvRMYoA_e3svEbgOu6ryR6d_2t8brUV9AmOLewrMHWH-xjvmASK-nlmr0vGlw1YbJk5C7EyY7itQU6X1j7JFeQtJLbS_KLfypaXA6IrANeYGKKN08cIlNFBfUtNmdOV5_MkCGviWVdAQp9D5cOYmFkNIgpnORxYU1wj_s7aH7tL_bUO2dhuZ7yabzvpvxvFE4VRU3W6SBP6u0oNHGI1fRu6PZ5ihPBfZf-XDYDzFcMSh2HOD2FdLxn1fcYh1nYnN3OyWqh4_XoHOb7w670T5kHcwQyGUabZEJ7u1BZEAkrRv9NghchXVyfLeb1nZIMbyqziyB-c-vwDojxS58bPGDAY4fZA7tktVozjJCGR87Ibix9ObFsjMfWuWCo29Xo-D3_gypCoGoajBMPdOCgOZ0m2jGpdI0fwD4xMG7FZTfuJxorvwdF1-RLxqjpTaiWJ5sMFMiB4RCx7gQr1uYeMNoSDIPKBc3U554wIvm6csv8WoJR3SItZeY4X9UvHAHk81iz_ZwHNTO 535 103.98.192.199 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 13, 2026 10:56 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

For years, the technology labor market has operated in cycles, but the most recent one has been unusually extreme. A surge in demand, fueled by digital transformation, collided with a limited supply of skilled workers – all while companies hired aggressively, salaries spiked, and competition intensified. Then, just as quickly, the market shifted: hiring slowed, layoffs followed, and demand rebalanced, but not evenly. In some areas, roles remain unfilled for months, whereas in others, candidates face unprecedented competition.

KEY TAKEAWAYS

The IT talent bubble refers to periods of overheated demand for technology talent, where organizations aggressively compete for a limited pool of skilled professionals, driving up salaries and often leading to overhiring.

The IT talent bubble introduces structural risks, such as rising compensation, reactive hiring decisions, increased attrition, and strategic distortion.

The most intense phase of the IT talent bubble occurs when hiring demand peaks across the market simultaneously, leading to a race for talent, overhiring, and a drop in mid-level talent.

AI adds a new layer of complexity as well, changing hiring criteria and shifting hiring strategies.

This phenomenon is often described as the “IT talent bubble.” Not a bubble in the traditional financial sense, but a labor market distortion where hiring demand and compensation temporarily detach from long-term fundamentals. Understanding this dynamic is critical because when everyone is hiring at once, the consequences ripple far beyond recruiting, shaping cost structure and organizational design.

WHAT IS THE IT TALENT BUBBLE?

The IT talent bubble refers to periods of overheated demand for technology talent, where organizations aggressively compete for a limited pool of skilled professionals, driving up salaries and often leading to overhiring. Between 2019 and 2022, major tech companies alone added nearly one million employees globally, scaling rapidly to meet pandemic-driven demand for digital services. That hiring surge extended beyond Big Tech, as enterprises across industries accelerated digital transformation initiatives. At the same time, the supply of skilled talent struggled to keep pace. The U.S. is projected to face a shortage of more than 1.2 million software engineers, while globally, the shortfall of skilled workers could reach 85 million by 2030. This imbalance created the perfect conditions for a bubble: demand surged rapidly + supply remained constrained + competition intensified across industries + compensation and expectations escalated.

POTENTIAL RISKS

At first glance, a strong hiring market might seem like a positive signal. But the IT talent bubble introduces structural risks, such as:

Cost Inflation That Outlasts Demand

One of the most immediate effects of a talent bubble is rising compensation. When companies compete aggressively for the same talent, salaries increase, often beyond sustainable levels. Over time, this creates cost structures that are difficult to unwind, even when demand stabilizes. This is particularly problematic in IT, where talent costs are a major component of operating expenses. Organizations that overhire or overpay during peak periods may find themselves forced to cut costs later, often through layoffs or hiring freezes.

Misaligned Hiring Decisions

In overheated markets, hiring decisions are often made quickly and sometimes reactively. Organizations may prioritize speed over fit, hiring candidates based on availability rather than alignment with long-term needs. Roles may be created without clear scope or filled without a fully defined strategy, leading to inefficiencies that become apparent only later. In fact, market data shows that 58% of tech leaders plan to hire while 45% also anticipate layoffs, reflecting a lack of alignment between hiring intentions and organizational needs. This contradiction is a hallmark of a bubble environment.

Increased Attrition and Talent Volatility

When demand is high, employees have more options and they act on them. The IT sector already experiences relatively high turnover, but during peak hiring periods, attrition accelerates as companies actively recruit from one another. This creates a cycle of talent churn, where organizations lose employees just as quickly as they hire them.

Strategic Distortion

Perhaps the most subtle impact of the IT talent bubble is strategic distortion. When hiring becomes a competitive race, organizations may shift focus from long-term capability building to short-term talent acquisition. This approach is not sustainable. As one industry estimate notes, 60% of businesses identify the IT skills gap as a primary barrier to digital transformation, highlighting how talent constraints can directly limit strategic execution.

WHAT HAPPENS WHEN EVERYONE IS HIRING AT ONCE?

The most intense phase of the IT talent bubble occurs when hiring demand peaks across the market simultaneously. This creates a set of predictable dynamics:

The “Arms Race” for Talent

When multiple organizations pursue the same talent pool, hiring becomes an arms race. Companies increase salaries and offer larger signing bonuses, accelerating hiring timelines where candidates receive multiple offers, often within days. This creates instability, where organizations may feel pressured to make decisions quickly, sometimes without fully assessing long-term fit. Meanwhile, candidates may accept offers based on compensation rather than alignment, increasing the likelihood of future turnover.

The Hollowing Out of Mid-Level Talent

One of the less obvious effects is the impact on mid-level talent. While senior professionals are in high demand and command premium compensation, entry-level hiring declines. In fact, recent data shows that new graduate hiring in tech has dropped more than 50% compared to pre-pandemic levels, even as demand for experienced talent remains strong. With fewer junior employees entering the pipeline, a “missing middle” is created over time, leading to future shortages of experienced professionals.

Overhiring & Recalibration

When demand is high, organizations often assume it will remain so. For example, after aggressive hiring during the pandemic, companies began to recalibrate. Since 2022, over 100,000 layoffs have been announced across major tech firms, even as some areas of hiring continue to grow. At the same time, new demand—particularly in AI—has emerged, with software engineering job postings increasing by about 30% in 2026 alone. This creates a fragmented market where some roles are oversupplied and others remain critically understaffed.

THE AI EFFECT

Artificial intelligence (AI) is adding a new layer of complexity to the IT talent market. On one hand, AI is increasing demand for specialized skills. Employers are rapidly hiring for roles in machine learning and data engineering, but on the other hand, AI is changing how work is performed, leading to shifts in hiring strategies. In fact, recent data shows that nearly 48% of tech layoffs in early 2026 were attributed to AI and automation, even as companies continue hiring in other areas. This creates a paradox where AI increases demand for certain skills but reduces demand for others, and the overall effect is uneven and difficult to predict.

LOOKING AHEAD

As technology becomes more central to business strategy, the consequences of talent misalignment become more significant. Overhiring can lead to costly corrections, but underhiring can limit growth. And reactive hiring can create instability that persists long after the market stabilizes. While organizations cannot control market dynamics, they can control how they respond. The most effective strategies focus not on competing harder in the hiring market, but on changing the model altogether. For instance, many organizations are prioritizing strategic workforce planning and moving toward more flexible approaches, combining full-time employees with consultants and nearshore or offshore teams. This allows companies to scale capabilities up or down without committing to permanent cost structures while also providing access to specialized skills that may be difficult to hire directly.

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When SAP transformations begin to fall behind schedule or exceed budget, the instinct is to look at execution. Attention turns towards visible, familiar sources of risk like integration complexity or data migration challenges, but in many cases, these are symptoms rather than causes.

KEY TAKEAWAYS

Every SAP transformation operates on two levels: the technical system and the decision system.

Governance failure is rarely immediate and doesn’t present as a single point of breakdown.

Even highly capable teams cannot accelerate decisions that lack ownership or resolve conflicts without defined authority.

Governance is most valuable at the beginning of the program, when it’s least visible and before complexity has compounded.

According to ISG’s 2026 State of SAP Migrations report, the primary driver of overruns is not technical execution, but weak governance structures, particularly in multi-vendor environments where accountability is unclear. This suggests that the most consequential risks in SAP programs are not embedded in the codebase but in the way decisions are made.

THE SYSTEM BEHIND THE SYSTEM

Every SAP transformation operates on two levels: the technical system and the decision system. The technical system, with architecture, data models, integrations, and application functionality, is where most investment and attention are concentrated. The decision system, on the other hand, is the structure that determines how the program actually moves. It covers who owns key decisions, how trade-offs are evaluated, how conflicts are resolved, and how accountability is distributed across internal teams and external partners. It’s less visible and less formally defined, yet far more influential in shaping outcomes. When the decision system is clear, decisions flow and execution accelerates, but when it’s fragmented, even well-designed technical plans begin to slow under the weight of coordination. This dynamic becomes more pronounced as programs scale. Modern SAP transformations rarely involve a single delivery partner. They are ecosystems composed of systems integrators, SAP professional services, niche specialists, and cross-functional business stakeholders. Each participant introduces expertise, but also additional interfaces. With program complexity increasing exponentially with the number of stakeholders involved, governance and alignment become critical success factors.

SAP TRANSFORMATION GOVERNANCE

Failure Happens Over Time

Governance failure is rarely immediate and doesn’t present as a single point of breakdown. Instead, it accumulates through small, often rational decisions made in isolation. For example, say a workstream proceeds based on assumptions that haven’t been fully aligned across teams, or a decision is delayed while stakeholders seek consensus rather than follow a defined escalation path. Neither of these moments are inherently critical, but over time, they begin to interact. Testing cycles extend as rework increases, dependencies multiply across workstreams, priorities drift out of alignment, programs begin to rely more heavily on escalation than on structured decision-making, and what emerges is a system operating without a clear control layer.

Delivering More Than Just Strong Execution

There is a persistent belief that experienced delivery teams can compensate for structural weaknesses in an SAP program. In practice, execution operates within the constraints of governance. Even highly capable teams cannot accelerate decisions that lack ownership or resolve conflicts without defined authority. This is why the same pattern appears across the market. Despite access to experienced partners and mature delivery methodologies, a majority of SAP transformations still encounter delays and cost overruns.

Timing Matters

Governance is often addressed only after issues begin to surface. While actions like clarifying decision rights or formalizing escalation paths can stabilize a program, they are inherently reactive. By the time governance is corrected mid-program, the structure of the transformation is already in motion. Dependencies are established, timelines are compressed, budget is scarce, and options are limited. That said, governance is most valuable at the beginning of the program, when it’s least visible and before complexity has compounded.

Governance as the Primary Risk Layer

SAP transformation governance is the mechanism through which all other risks are mediated. Organizations that treat it as administrative overhead tend to discover its importance only after delivery begins to degrade. But those that treat it as a core design element from day one are better positioned to manage complexity as it emerges. While this does not eliminate risk, it does change its trajectory.

WHAT’S YOUR GOVERNANCE EXPOSURE?

BCTG’s S/4HANA Readiness Assessment evaluates governance as a central dimension of transformation risk. Using benchmark data from hundreds of SAP programs, it provides a structured view of where governance may be under-defined, how that compares to the broader market, and what impact it is likely to have as the program progresses.

Take the S/4HANA Readiness Assessment.

At this year’s Sapphire Conference, artificial intelligence (AI) was once again a major theme, but the conversation felt different than it did a year ago. In 2025, much of the discussion centered on Joule, embedded AI capabilities, AI use cases, and the move from “insight to action” toward “reason and act.” This year, SAP pushed that idea further. Rather than positioning AI primarily as a productivity layer inside individual applications, SAP introduced a broader vision for the Autonomous Enterprise, supported by SAP Business AI Platform, SAP Autonomous Suite, and Joule Work. SAP described this as a model where AI assistants, agents, business data, and governance work together across core enterprise workflows. That shift matters. For many organizations, the question is no longer whether AI will be embedded into enterprise systems. It’s how quickly those capabilities can be used safely, consistently, and in ways that deliver measurable value.

2026 Sapphire Recap

AI Is Moving Closer to Enterprise Execution

One of the clearest messages from Sapphire 2026 was that SAP is moving its AI story closer to business execution. SAP introduced the Autonomous Enterprise as a way to bring agentic AI into critical workflows across finance, supply chain, procurement, human capital management, customer experience, and industry-specific operations. The company also announced SAP Autonomous Suite, which is expected to include more than 50 domain-specific Joule Assistants that orchestrate over 200 specialized agents. This is a meaningful evolution from the AI assistant conversation of prior years. Assistants can help users find information, draft content, or complete defined tasks. Agents are designed to go further by coordinating actions across systems, workflows, and business processes. SAP’s message was not that people are removed from the equation, but that people should be able to direct outcomes while AI handles more of the coordination and execution behind the scenes. Joule Work also played a central role in this story. SAP positioned it as a new way for users to interact with enterprise software, moving away from fragmented application navigation toward an intent-driven workspace that can bring together workflows, data, and agents across SAP and non-SAP systems. SAP has noted that general availability for Joule Work and Joule agent-to-agent capabilities is planned for later in 2026, so organizations should be thoughtful about timing as they evaluate adoption roadmaps. For business leaders, the takeaway is practical: AI value will depend less on the novelty of a feature and more on whether it can be embedded into the way work actually gets done.

Business Context Is Becoming the Differentiator

SAP also spent significant time reinforcing the importance of business context. The new SAP Business AI Platform brings together SAP Business Technology Platform, SAP Business Data Cloud, and SAP Business AI in a single, governed environment. SAP also emphasized SAP Knowledge Graph, Joule Studio, SAP Domain Models, and SAP Business Data Cloud as ways to ground AI in the relationships, processes, policies, and data that shape how an organization operates. This is where the AI conversation becomes more tangible. A large language model can generate a response, but enterprise AI needs to understand which customer, product, supplier, plant, policy, or financial relationship matters in a specific business moment. Without that context, AI risks becoming another disconnected tool. SAP Business Data Cloud was positioned as a key part of that foundation. SAP described BDC as the data foundation for the Autonomous Enterprise and a business data fabric that provides trusted context for applications and agents. The company also announced that SAP HANA Cloud is now a core component of SAP Business Data Cloud, and that SAP Master Data Governance is available as a core component of BDC to support stronger governance across the business data fabric. For organizations pursuing AI at scale, this reinforces a familiar but important point: data quality, master data governance, and shared business definitions are not back-office concerns. They are AI readiness requirements.

Clean Core Is Becoming Part of the AI Readiness Conversation

Clean core has been a major SAP theme for several years, but Sapphire 2026 made the connection to AI adoption more explicit. In complex ERP environments, years of customizations can create fragmented processes, inconsistent data, and technical debt that limit an organization’s ability to adopt new capabilities quickly. SAP’s 2026 announcements around migration and modernization assistants, including capabilities tied to custom code discovery, remediation, testing, and clean core adoption, suggest that SAP is trying to make modernization more achievable for customers still navigating complex landscapes. Clarkston has seen this same tension across SAP programs. Standardized processes, stronger data quality, and a cleaner core can give organizations a stronger foundation for AI adoption, but getting there requires more than a technical migration. It requires business alignment, process discipline, and a clear view of where customization is truly differentiating. That is an important mindset shift. ERP modernization is not just about moving off legacy infrastructure. Increasingly, it is about preparing the business to take advantage of the next wave of SAP innovation.

Industry AI Feels More Grounded in Business Value

Another notable theme was SAP’s focus on industry-specific AI. Rather than relying only on broad, horizontal AI messaging, SAP highlighted Industry AI solutions that bring together process logic, business data, and sector-specific requirements. SAP announced seven autonomous industry solutions and shared examples tied to asset management and operational reliability, including work with RWE around offshore wind turbine downtime. This is where SAP’s AI strategy feels more credible for enterprise organizations. Many companies will not realize value from AI simply by adding another conversational interface. They will realize value when AI can improve a high-volume process, reduce manual handoff, strengthen decision-making, or help teams respond faster to disruption. Supply chain was a clear example. SAP discussed autonomous supply chain capabilities that help address fragmented handoffs, delayed decisions, and manual work. SAP also emphasized that people remain responsible for strategy, oversight, and judgment, while AI can support more consistent coordination across time-sensitive supply chain processes. For life sciences, consumer products, and retail organizations, that distinction matters. The strongest use cases will likely be the ones tied to specific operational outcomes, not AI experimentation for its own sake.

Governance Needs to Move at the Same Pace as AI

As SAP moves from copilots toward agents that can act inside enterprise systems, governance becomes more important. SAP’s Business AI Platform messaging repeatedly emphasized security, compliance, business context, and governed execution. The company also highlighted SAP AI Agent Hub as a way to help organizations discover, inventory, govern, and evaluate AI agents across the enterprise landscape. This is where organizations should be careful not to move too quickly without the right operating model. Once AI agents can trigger workflows, update systems, or coordinate across applications, the risk profile changes. Governance needs to include ownership, monitoring, auditability, human oversight, and clear decision rights. SAP described enterprise AI agents as needing to be safe, governable, and auditable by design, especially as they begin executing tasks and invoking tools inside business systems. For many companies, the work ahead will be less glamorous than the keynote demos but much more important. The ability to scale AI responsibly will depend on how well organizations manage data, controls, roles, policies, and change.

Looking Ahead

The 2026 SAP Sapphire Conference showed a clear evolution in SAP’s AI strategy. Last year, the conversation was heavily focused on embedded AI, Joule, and the tools that could help organizations move from insight to action. This year, SAP pushed toward a broader operating model: one where AI is connected to enterprise data, embedded in workflows, governed through the platform, and increasingly capable of supporting end-to-end execution. However, the path to the Autonomous Enterprise will not start with agents alone. For most organizations, it will start with the foundational work that makes AI usable in the first place: modernizing ERP environments, strengthening master data governance, simplifying processes, investing in change management, and aligning AI efforts to measurable business outcomes. The opportunity is real, but so is the preparation required. Companies that approach SAP’s AI roadmap as part of a broader transformation strategy will be better positioned to turn this year’s announcements into lasting value.

To continue the conversation, reach out to our SAP experts.

This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Rahul Srinivasan rahul.software@gmail.com +91-9810688007 Finding a New Position Hello, I hope you are doing well. I am exploring senior technology leadership opportunities across travel commerce and enterprise SaaS. Over the past 25 years, I have built and scaled travel commerce and enterprise SaaS platforms in the US, Canada, Europe, Middle East, Africa, India, and Asia Pacific. I have led technology and transformation initiatives for global organizations including Amadeus, Amex GBT, Databricks, Egencia, DP World, Red Bull, SOSi, Saudi Aramco, St. Regis, and Toshiba. If any relevant technology leadership opportunities come to mind within your organization or network, I would appreciate being considered. Wishing you continued success and looking forward to staying connected. Best regards, Rahul Srinivasan +91-9810688007 rahul.software@gmail.com https://www.linkedin.com/in/rahulsrinivasansoftware/ 0cAFcWeA7hGMXHDuE7v0IJUCDKjlmGurrS7Fyiy4S5VbnjIIid6fNeETDTinnQ363ysHWGO498Bc8bVfmE6HSSaFX7-5QTolIytjPs3jkboWIjqmK3kCz7agt8pFBzt7ELcch5Oh2lYfwGPWU34qD_kOlZAUlfxeGCiXKqYqu_ysLWaPuSL2A7EZ6FTzIaly5rXV70cWWceKWj0fi5I0EwprLxvTzmNJwvN67le6yGg9AuYh4ndFdP0USEHAuxAE8HlJP4dyrR22Y8GWgzrFh6fzM-h50PQQfRwCA-5xf_m0bx3DkduOmw9wR5FQ49ENbysloBS1d8q6-C0lafdNDMEj-v2VW_cviw93VMKwZMUD_0pdwpEdcw7F5w_3ilEl7Ye2O172R9mgbklaID_jCCspHQ5MrKW1PLuRk70OgCtsnFFq5pT0UXSKo9b-zc1unYIB1UBwJki734MkhoSR783EkZ196M6dweCRalVJLt6FTi-_qciK3hBHaxM1hF7G2f-MmhAVWsEIV-3egwbyxoe463AqLs89AB5Mo0Kh92EuFIWAUKpvcN072ZYGIGYgo0wXMFH4DlWgNgc2f2kPX9Cp8goOYqkRjVLFO1ULGTEkCrJ-K_CP45FYpQKxxRfHxj9nUV2YJ3-NfNO1RidMJ6W6eN5L2_qa4orFNyTIKnu87BGWZAsirjXhVwX5RDub7atgtGGOgZdD2sTyctX1_f5lJo3ATDznTRFKPKYFATVw9zmKPOJ0YnDMJQB0KtIvggCia2tmMa53rMasWXGwk8kNXrDhoSEj1cv0g23GyD6v_HjPv8VZx8iatQhuD3yKqbxeKv4nkw9Xya2Audc93_J_WaX_envZVj_mmnD4tQTlWwuZ5Ax4pWk6RfCPkrbAE68ks6fvGfgGWYStWwXuVS09Vcn0nyNcD5r5N-TGshyp6mBx3NbRmm0JvCAMrjasGwyfFFUPiE1WAMorjNvzqjslH1Y7LLbMDuQZokGtNICcEghm7UZJtvJ73NpA3W8Pg4BCK0YdepsLIQxNtP_Aop8ugWwp9Zyhopf2kONV-gpXkYJYtXHp0kDoMpGwJtoSopkkTCBs5E615rcpDg3ZfxDtwgw43iUIWgKy2GlvVrzXYNG70tjSEZePRNC2BzkOO0yDWJ_KN9XwzUJoiaOx23cCHB56TsFVr4EmkNsxleLVT7SAUuj_nYW2YtzUfWAL6szGbIGRC53Bklu8LXvuSndpyTs9SipmlUF7seTzBrsTsQg4xIw-V6061MRdax6l6GY5NUgRkUpNmrTNYywm5dkBtm7TlWtd1pKfDH3m7Mcbf0rsSXPsgsDhzV-0ZfVmmtVm4hG-cfzLIyQ6g9A0Rw2ILqyl1aQF_SeuIPS4L6BV3AkIZab6eCVEG-TaxQfz_hEA8MbM8nmNbbw64DoBdadRXvFyx6icGIGDSvNVwISWd-uLpTxWLySi-yWNvzqQ3ILLS7hq6LC0uPMW6m6WSfPq35XePAR4GRnfKqUyYaq63rvkSL7dxoUvf7hLgVfza8axUI_PFl7lp9B8G5fwvEIkYs8UjmGVr4oLbiZcifgjBPghHedKJwsZxSSVYQqDGK471e6PVSUwvxx3Xga-8KVzVDnnBR7OpcZ1mpWfPozEWox4W3zNjWNbZYMzybMwF-D3amCJvFxaAMHChq7HQPY4rna8qiiiqAGL2i4LkLg0Thz6KJAfOBMplcHrvHWEumvC3B99E29w4MDQJb2j_bL-njXfA631ME7rlwy7WuUownU_KJIBMaSgwUFlHilnsb0tSNUdBRzlLtmD1uy0R3P5Qtqzhs3YY_358qdhLvkgicwDKYUzoC6FM-AudTo3RIj55cPz1XViGtrrPKXx_i-FbNhoyAczEq21UXtqnOPhUX0c6pp7KxQ_-KybsHjjoAIcxXJ8fulm36byAc_tMW7pfHaGQwS--gLyg2frE_82YVU5rNwjXicdlqOTlPv3-Sl4V_xqm-D1LHm3lDUN3BN6nUFbn0N1-d_VKAa02VdJ6LOpQ2ULjahD_OjOD04eaViVRnWkOx6X9Xvd1hleLLzqJo6d550i_LNUvU30kvTltGb_uUNUn0g07o-N-KN1iJcZmFEh6fYBOwS2nZnGy0J07x5t-WQ0-Hir3pDFmC_zcTJ67VnpAG21ORpIqC_c9D8SQIi6c61oP-b1HsVVbN9PoqKRc_SeMrb45BJW8lTWRdR0eGQeZLRL4G9wgck9aJ6zgVwEKXtZ5x 536 159.26.115.177 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:150.0) Gecko/20100101 Firefox/150.0 https://bullcitytalent.com/contact-us/ May 21, 2026 1:01 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Rahul Srinivasan rahul.software@gmail.com +91-9810688007 Finding a New Position Hello, I hope you are doing well. I am exploring senior technology leadership opportunities across travel commerce and enterprise SaaS. Over the past 25 years, I have built and scaled travel commerce and enterprise SaaS platforms in the US, Canada, Europe, Middle East, Africa, India, and Asia Pacific. I have led technology and transformation initiatives for global organizations including Amadeus, Amex GBT, Databricks, Egencia, DP World, Red Bull, SOSi, Saudi Aramco, St. Regis, and Toshiba. If any relevant technology leadership opportunities come to mind within your organization or network, I would appreciate being considered. Wishing you continued success and looking forward to staying connected. Best regards, Rahul Srinivasan +91-9810688007 rahul.software@gmail.com https://www.linkedin.com/in/rahulsrinivasansoftware/ 0cAFcWeA63VOETFoAmOZAYgqm58nJB5Xb1NDiFMMhJCQxVYuNCTnLXoHOsnxxcuIrqnq8tJmv_8BIAv45uJHOGtF757K3r9y2TsDVE75xSbz077S0Rwe2uzVbAEDdcKZxtMKuDuAiifBZvwyNtr2SFyvr-lwDTqfq3G3s2VHxTkz8o4kLiEdG9DxwYwq3LP4_n1kEJtxDhLczMuROeXI4zw-BsVvqhYrCYLgohRDz2NeYTPbgoRC-lXSeMRa8NDkQS4plTBvf2hclnGeCjUzUj9yWFUC3cLTolPx_L2W91K5NQAfW8nffCb9hcDy9X91R8s7FuLhx3EJTSKtOtOIXx5VmCbc4mlf9dH3Z0qD5yaohbL6ZypYyGkecRXeerqcHV6F3cpJ8hkH0ZqHYj0b2h79lKoLk9Mq0niXTJiyxweU38x4UHFLBVD7WiqBJN_OQ_pbAiE7g3ZwWy9PA6ZK0nePFGM5ALMPvqEbp_zQKKskaODfYp6rVlck7Wulcdy_0kbkoqUhIL0Hia20jJ6oK0zoXAFqt29g5xzvPnjnJw-4ppGcziY9LPtSgPESSfpFB4lAVdAflfc1I2cVoRy7h8jIz3lu_jVdwN-MVSNmnGvje-AxltMhgMiPuzPYEIby5ksOXGXVY0E1w-M3gVDNCExscF5n5ZWQZwSphi-ut38QpMzj5Ca4eCKxmsLu1ogJGhH6JSus45GSjmEdmXl8lM5g0FE78vq_4WIiEYRcR-TuSnnbn8fzX7M8utO4lFr-Q3Fzv-MOEGtPoQrTQVNn_Vmpyg3m8Ueh4Rk6VtpKenhXf7G-0QltoxdpXOJiPiIsJd1GV9hHhdf8BQFS5X6cGgI0KIGxPii4vIZ2SqAjHy8SEM0PggoZdNv_RuqiGpOUfpQEFsNKnGS0lyR5grxl0e5RbMhN5yw5qaubzKBThgdebFlKmO6ReGXPuaoOj64i84yQKITTI9PpmvO7XaiD_KQHbEu9g52E3t5-Pjfc1Pk75OeI9-fDX6uWWIQNDQ-vbuinlRwJaceCfZKiFxJPtOZHua7yjiOHYSqhh0ZVDH3Zzz6ww5Ea19ht_4qYZ8IlgIQM1ahJJT5MMqfmc6VNxEXF6JiXP5x9T-gJPA9inpxJkYkJhUc-Ekqc8lMbb5nDqA1QV81RLe9JJNZayVwjWCzAQWGe8h_Dxzge2fArf92orz9Fia3NdLSv4G6N-F7_-50baSlBoqKpn3_QU18XVWxs-PeFMhf08SzuLRvy5m2vNu__ARyaf9yobZFPqAPHhUsgsKpXl3CUnzFLDNc12-UdporRS34GfSvaByv6N5hURMTup0bb0oSO1gaCz7zbe1qa8yAWEaOfKZw3F9kgA4eSNGw7tFgVljeB8gnHJfBfKsuvOrwz7dJ-3lCG9i6RUuHw7vavlBVZQryQ_yh8dKNeXrOc2iWpEDexoszq2FqSmsnGBqgVI0NuMUyC_sUj2o_t0qerwi8KabezrGCpoQ4E-ifgB3kcdLuPK3QIePSXcbs5yA6bU2WpC_tfj6ktOWBOAngstVYXbBUvau9xYJCQnKdINcOnD23-_xmS0xMDH1wmaQ8uH84KkT8zokZSNmeyNgHx5yTxmJCwoT_IupX6YqmdcNvkuilHyhckCHSsQpah65hN7wYfe2omCA499uU19fDvgtZp8zBHMzYhq_YSDvqelH1NFY6BPI6BSr1NvZegVLgeCSmmoXNObyTItb_64skIa6havDQ_blzigcq7IeFxfwe1Ck4jlZcv9U0o06sfAM8vAKMJqb5PWkJ8ZTbMKQ8wREdIzpCPsgPptBBed5so4yo0BkPS-AAOYcwc1JW29XmwPbEpX8V6kXmbLcDPdhQj0OFmjwYSHqOAnt8RGo9MLZxOJ1xayNZfjDIGfL-vvXYGdLKEUVsnAS0lzrkXJjWAJI2R9E5kjhSLPCLJxi6mnMx7GH7FeahA9tefdk9B3BlH6__HPCt50N9-4A4Kxm0mDdWanGx9EihR77uVgNtTIEji7WypKNfOq1ApQAViVfxLI8RxAlAK6IFEJo3DWiCobLoKPa0Ww9x7VFrz-G3hrn_bhBHEVFMhmJUoxK3t6SbAB8PetaImSjlaw3on237mvOc3HOU4C4m22LyHpQfcGAm3ktcs96TMzcsY2HZl7jvPBZASVWF0DFgWbt-TSxYkN9mTlpyYs_trGvEZDi8CZvnyV3_vjzhSEgddzzQfdGg5k86cb_432wtu8eua-SFH49hhm4mIHCVWeobohPt-ryBIObXrPE6L-BClzPcvzz_C-bVYI 537 159.26.115.177 Mozilla/5.0 (Windows NT 10.0; Win64; x64; rv:150.0) Gecko/20100101 Firefox/150.0 https://bullcitytalent.com/contact-us/ May 21, 2026 1:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Prabhakar Yenuga softwareengineer3066@gmail.com 732-338-8535 Finding a New Position Hi Team, Good morning. I hope you're doing well. Prabhakar Yenuga is a Senior SAP BW HANA Consultant with 14+ years of experience in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), HANA Modeling, Enterprise Data Warehousing, and SAP Analytics solutions, and is currently looking for new opportunities. He is currently working for McKesson as a Sr. SAP BW HANA Consultant in Dallas, TX. Please talk to him and let us know if you come across any suitable roles for him. Major skills: SAP Datasphere, SAP BW/4HANA, BW on HANA, Native HANA, SAP Analytics Cloud (SAC), SAP BusinessObjects (WebI, AFO), S/4HANA Embedded Analytics, CDS Views, HANA Modeling, SAP BW 7.x, SDA, SDI, SLT, SQL, BW-ABAP, AMDP, SQL Script, Python, Azure Data Factory, Tableau, Power BI, Tibco Spotfire, Data Integration, Data Modeling, ETL Processes, Data Governance, Master Data Management (MDM), Data Security, Performance Optimization, SAP ECC, SAP S/4HANA, BOBJ, BEx Queries, Cloud Platforms (AWS, Azure, GCP), Databricks, Redwood Scheduling, Rev-Trac, SAP Charm, Real-Time Data Replication, Reporting & Analytics etc., Previous clients: McKesson, CSL Behring, Seqirus, ENOC, Merck, AMD, KPMG, Roche Pharma etc., First name: Prabhakar Last name: Yenuga Contact: 732-338-8535 Location: Dallas, TX Relocate: Yes Availability: Immediately Visa: H1B Rate: $75-85/hr on C2C Exp.: 14+ years Education: • Bachelor of Technology in Electronics and Communication Engineering – JNTU University Anantapur – 2010 Certifications: • SAP Certified Application Associate - SAP Analytics Cloud • ITIL V3 Foundation Key Highlights: • 14+ years of experience in SAP Analytics, Enterprise Data Warehousing, and SAP HANA/BW implementations • Extensive expertise in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), and S/4HANA Embedded Analytics • Strong experience in data integration, ETL optimization, HANA modeling, and enterprise reporting solu 0cAFcWeA5gE5dlmiXjwL8W6ruO-IdGF49liRBFLLToU9AXdIOlu9LMUvAfGiZ_wBvsxcj3C85e3OsjtXC_kydCeQcSh_aekeCAXP8pD7UfGLhacff9AnzU1IWKMxF65GyVlcVk_cVsVUC0674liu81swUYN9XfyYCue7tDYUUalnMWPrOodGrSL3iQYlbEhv6CY2lhexliHtbIZvzdIridDO0-VDxTBoFKgVgP8Pw1t64Hkr39HmUJx1YdOFcHjFnfMXWPlfDwCQh_0CznOfmcwlKs0QAsgkijvUyjKZ-toRd0zVJ5Rl99fkuO8qrBRkCj5g-aslYlhA50_iHZQ6IzYJIke_t-yAtrCoxV1lbg_V610lnoGI0G3Kc6-D1Yr4597cs4pScPU_1MKi-LpXHnuRQOOIFJBg-u4nBAWwbDNRfHx9GSsrNUmb2Ax7JiMADTZWs8gjzupFY3u469tRPim3JJhmrYYhmygLsj1fEyJakLxuvP-9ITrCMY_oHYJH1-x0sdQdVDKZFA8YwBP4HI2UVsjNWkfXLDM8j5kFL0sOActUusVsm_ha123F89Bagzwlzj4-PClvbW530gb0i_S4T3BHDvkMXLXAJxMqYKBryHVyrVkHM8N_j5fmeXnr9xSSumbCjjy5qT30YSizrKUB3jESOS4bnLVs1Ao-dymP-HdtYVVEqwXBtT8CobRfrVe9nXFljMPk59fmwBYItgQLyZ15ABHpawYYn6eD1LoRqLvNyzWiuDnOrjwfbx-9Ub1-xCVHAgZoa2thKO6xAepJfBM7ofBM3iEMnGvDXTf6pdgm-wMgCVIXUD2VFlfuA18Ua233d6iReceHnCX1s6JoxIZcFuXwHoIaYQVstBFEc_N4G4z_t5LLQ-CIQwLpBHclSj_QYG6z968VNiMFFyLwsTqP9aQ6H3Nj7pgrzHqou3f6ZGLhCjefROgS3XeQCJB-FwTFAX4fxKfEn49CT3R6snPAom1vkqcC5Qszbzb0Q_SybH17eMqTx4bNEuCqANosjCAhrHHEp9CoA4UyuybDNPmxKNf7467dQfEdmOz5sWSZWF31nfJaSpOkTDe5OtbOQ3x_wJWeSPiY5BAOoU1PUuDf0qj99FrdBveFRk5hneGCxB4GXxPBAIxKy12UYkKZ4hX6o25q2schbR0PXp-KvNFJ-XPjOAUUS-FzmhZ-QWAoyzyCwChNEOWq7C9MQxmxn7mZt49mXCmPc_qlVBiKkgyylGv2O-M62w3GtjJrqWBGnIzLX6QCys_1t43o7dLLeono34x4hqYxAmAxZxoPWGIMDej6dNXhsim1aJ3PdvDHm6uX29ucWH-oID4XxBgGhAQmhTysZvFFTaVIcH-Ydpjc108HecS7TMfK2JnFuxEovMVWVl8O9ETWCwr8Dd5rtsc74DP-jtMas-k1KYXId1mSsV6T7NaUfbbnJOs9hO5JgjTWoGQxCXtPynBj9sc_js4fvlHHasLCpGTcdKtBolhIEfJD-pwUpfRe5uWANQyUQC0sdJL6GhcPTg-dCLSTVG2O-7RXU_2SisqcG-lPLeyu757j2Llb6jY-9QT6Py45UiuJ4MO6NyFddBlZFtI9YsqBOcpXhn7S5YQJPo4zNaZTF0sS7KZSxcoUCliTlzpvgOKYzt4HiWGjMlyII_4v1aRWWR9IyQq6xAG2LbwkYzsjGZ0P3jcp9CayiLf8OkH2HWzlW9h1I_H7zt3YBtpaVIXzHXjb4GWbD806K7vYSOwkrpPH0Kne-gQ7hXS59yPrwbkzAlvop3r5vHRu8hxdi8qiSKqvHDKB6JwrzFvp1FSNe9Iv91fHUDxrTLpAto3OabRANo74sGw1lZx2De5Nl3TvsKQRMDcUAX1muFMz2_tYh5KsIgSZ3m9TNSJTh_8jC3DNVP1H3RFGHS1bDDAGvzkUqXsyJqMkwf7l76gFjxt_Ow4OHBePHoHUwEX09mSha3DKpnqLRBli4Gdp91EErA-VAmHqWuQXTfZIMH3_R2yhjEyeZUSAnnmmhh9Sdwt19_lWIZETP0QAdvXByOQFOtk-kPpadrongT7ae3qu_GKvBI91I1Sz8iZBLUMUbuSmoMdrOvu4YpPkMhS9BC11qT7XhV0aQjXJxT_6ieDfYZgCYLvwWD5IznqQXmH5r5tSCBySBY8G_jBLTvHcWhW15UZuc1M7KynTNrTQ_8JdUPLLjdrTaHhZxwalyJ0Cyx80tdUIzvpeDUWX0SuNdx03woEDBlF773e6_YKqaitKuwF6rooZqkRZIDfgD1PxVif0DjuluembH6LBnKMxZ4QINV7kvfSJQKVeSa8OdgRI3S-XsCyICbLPzRT_7Pok1xz6Zi64oS51zYrIepdt6TcJxoC-2LIiV0WNwrWebaNnHAZQ8HLdji3eFM2Bhvex7drAtoL2jLcFY 538 169.197.142.119 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 22, 2026 2:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Prabhakar Yenuga softwareengineer3066@gmail.com 732-338-8535 Finding a New Position Hi Team, Good morning. I hope you're doing well. Prabhakar Yenuga is a Senior SAP BW HANA Consultant with 14+ years of experience in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), HANA Modeling, Enterprise Data Warehousing, and SAP Analytics solutions, and is currently looking for new opportunities. He is currently working for McKesson as a Sr. SAP BW HANA Consultant in Dallas, TX. Please talk to him and let us know if you come across any suitable roles for him. Major skills: SAP Datasphere, SAP BW/4HANA, BW on HANA, Native HANA, SAP Analytics Cloud (SAC), SAP BusinessObjects (WebI, AFO), S/4HANA Embedded Analytics, CDS Views, HANA Modeling, SAP BW 7.x, SDA, SDI, SLT, SQL, BW-ABAP, AMDP, SQL Script, Python, Azure Data Factory, Tableau, Power BI, Tibco Spotfire, Data Integration, Data Modeling, ETL Processes, Data Governance, Master Data Management (MDM), Data Security, Performance Optimization, SAP ECC, SAP S/4HANA, BOBJ, BEx Queries, Cloud Platforms (AWS, Azure, GCP), Databricks, Redwood Scheduling, Rev-Trac, SAP Charm, Real-Time Data Replication, Reporting & Analytics etc., Previous clients: McKesson, CSL Behring, Seqirus, ENOC, Merck, AMD, KPMG, Roche Pharma etc., First name: Prabhakar Last name: Yenuga Contact: 732-338-8535 Location: Dallas, TX Relocate: Yes Availability: Immediately Visa: H1B Rate: $75-85/hr on C2C Exp.: 14+ years Education: • Bachelor of Technology in Electronics and Communication Engineering – JNTU University Anantapur – 2010 Certifications: • SAP Certified Application Associate - SAP Analytics Cloud • ITIL V3 Foundation Key Highlights: • 14+ years of experience in SAP Analytics, Enterprise Data Warehousing, and SAP HANA/BW implementations • Extensive expertise in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), and S/4HANA Embedded Analytics • Strong experience in data integration, ETL optimization, HANA modeling, and enterprise reporting solu 0cAFcWeA6Cd8NLskOX7AyOqJ2YiSx2y2dFwVxixpJbNSbVMFtBsgTRV35T3LW8Lzr4G4o1aeRGBOJpY06YgGOxPlo1lO5v5pbni24QAGu9aaZCXZ0bX597ogSK8XtOuvEbjWdZ1uUzdxGkmNxAD3EfAYL6f0dGVLADeaKeaW5quNavT2br3TJwliLOxH7FyFe3wAW2PGUxiYF5fkM9I64Okoo9kpTQ3zwvwNwptW5HgEiIJf2XWlM2DSus6XkQg4ZhQc4Am2R7QYFilsBA9Y6lGtCby9hgY_tiPhOItMw0Z2ga9mSw0_5Aw5VMVuDZR99dbliSeMyyqUfBHCFBivRrlA39DnOI7htRMWbf-NlL-1SA7ufEvzQ3SLHAKht-q6IYByY9jN8CetIcPfDwZ5KKJLQqdIgCzqe0_58XIIfjBZxgmulogGvVNyHwQhGbOoxBHypVRENM2YbIvgFVmQD0l4lW5Vvksbf1z5o05iDFPT0JBWmcQ1e40eJePRhViqLhXS3fkFGRhiYmHkpjHfmx3Ut9Q2oUVV_YK1gugow93fhHYNwCAt5Bj_pOD7wJ0o6wspjOJfShuMoHdG2QLzesH9asT9wOVmvErRC8g276mbjiONXs8RsTtyuDbSSxJmfDSXJPFGCvWx7H4RJC6E9DMnQI7PJU7aDKuTvKlhcsU2zkThNY4u55WO49VqSuNYENxvJp8ntTnepXcWBhk644ulSlDziQUuL5AYDv7zKEDU2TIZQ3p1OZr004FU6SvO0lQAXF2LQQRqXc3_t8i-dz9JvQ99A9jIduUa8yQOrfFXllcx-1cXFFBmRtIVS8BPF6xJ0KsQsQcTvqGsOtFMvZW1GyKI6vBwGYmsLt8422J0IesQPg3vzF_YhP4XIgKbHv93W6mH7vKhR9XF21fklGL1HtK5CDmdPRCvF7NUtUOySpZg4DcfdFhSZN2WA2_o-rjj_QHGynVdIrEyS82Eyv4X3EhL6ggvatuWmX4DybYnrNBqbjd3sz6OQ38Oqzxn7Mrrg_2gHyUSJdMU0arKWSwVSRLM8IanI9FeIHOdG--_YomGMCMZIC7Iuurd2odmPqDEogrUsL09BINPwwoKycxpJfw_cTKYsZGw5PL8WkdB3CcTmaSl8vPn4M0TmDI18WyQvwH_LwSeImMFhwhrY8y8pTNz0X3NBgRZW744qa2IN3MS1JxYA4PWWZMXIf-qQJxeAKTbg_-ZyAJkQBobaXX__ujrhRw8a5U7Pdfb4e0ivV0_t8FLXRjfoAfUsDMpvs-wb68UXL1tGTQ8EWvX_L0NiXPfUtS1-Jc43wMFow8-9_aujqe3CkZ5SeWUom6iz9eTVrJ6VSvSdMTehThnqrK9-P-dx6sc7rm9Wgtbp7yD4-Qo0sWfS90UTIc38Wjzhzz4632jckBm-y3k38gJT2oUYbctiur8WpIzmXbZs4yu6jWtsSEvHmRD9p_yfKCO10_KSPjdNJWnIGBJmHDUnCt317LROzDHrVoYiCwQaXXAT-IaDgNkFKbGJ9jCEb2JjU2e_Vhs9sizPZ9muWen786xQMwMZy4tBS4Wwmc2CiIfWHRklBhpLaSZfahjNLzCC60v8FJBQBqIgCF0aIVQImeA3aHr6XzDOHIL3esj2J7aglDpek86AwsHRi28FFd4SasTQjNnWDGpHKlbmvYsDKd2T1mwueguvNbRp3YLf5Sw-ZIYJwAVk3Z96S8EEO1VXyA1kBCDlMvLW8MSKbKbkngbwd24WL-OhJKf19wi3AeBXXwirwFEQa-XRhLEZl2risR9O6dRJcnScWTL9azwMPSO69QUzuO7sXDZbn9P9RzL6GtJwBG0GMr7aYEIWINOhRfWt6CQptVuxAAOxvRzk6wfsaj9bJ0RuwNML0WiSq-THD_Exp-cS-UrcoQa8eSp6Atu59bP0EZaxNMKRlA8c9LKebItDvh4QeV8A7USIta_XsdGTLPd73uYM1PK_55zGcjeSJ4MOhmSMbkqvK5huLECUovrGQtIRH3OWUFDGTIHF4tr35WT_kApFYNa948aqA7RY6cPNqRQavR4MeDWHzggjjOCuAFLgfd0sgUeSUsueCcR93TzGB-EaAxMsByRWgeGVrz0RaTF5GMNRxOWUI2Lv5Cq4BHu4cZoKPab92ysyvUe2zQUnwKJv67nuiyEnbpVLQP3fXZHZA7qoMLpeD5-YHHErhV7MvB9uh-PR7Y_urRILFBT0j_loCbaqMy1WCD8BCXR2aJnLsyWh7wfCzBfSnek9tGXkt31BbZOQ1aICYvAu0CnubfBVRP1VnK748j6a2Arglqmne3F6omxe9pGqnKl5bmWK970cUeeY3hFz2bD--XHrLl8gY5DOF5KFgwNHYrwT1jxSyDgVUJaGzKAiLMi1R6tYjRXa9hv6DruDOxHEtlO6fv7efNo0fzB8FnlGiKEHld7f_ 539 169.197.142.119 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 22, 2026 2:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Prabhakar Yenuga softwareengineer3066@gmail.com 732-338-8535 Finding a New Position Hi Team, Good morning. I hope you're doing well. Prabhakar Yenuga is a Senior SAP BW HANA Consultant with 14+ years of experience in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), HANA Modeling, Enterprise Data Warehousing, and SAP Analytics solutions, and is currently looking for new opportunities. He is currently working for McKesson as a Sr. SAP BW HANA Consultant in Dallas, TX. Please talk to him and let us know if you come across any suitable roles for him. Major skills: SAP Datasphere, SAP BW/4HANA, BW on HANA, Native HANA, SAP Analytics Cloud (SAC), SAP BusinessObjects (WebI, AFO), S/4HANA Embedded Analytics, CDS Views, HANA Modeling, SAP BW 7.x, SDA, SDI, SLT, SQL, BW-ABAP, AMDP, SQL Script, Python, Azure Data Factory, Tableau, Power BI, Tibco Spotfire, Data Integration, Data Modeling, ETL Processes, Data Governance, Master Data Management (MDM), Data Security, Performance Optimization, SAP ECC, SAP S/4HANA, BOBJ, BEx Queries, Cloud Platforms (AWS, Azure, GCP), Databricks, Redwood Scheduling, Rev-Trac, SAP Charm, Real-Time Data Replication, Reporting & Analytics etc., Previous clients: McKesson, CSL Behring, Seqirus, ENOC, Merck, AMD, KPMG, Roche Pharma etc., First name: Prabhakar Last name: Yenuga Contact: 732-338-8535 Location: Dallas, TX Relocate: Yes Availability: Immediately Visa: H1B Rate: $75-85/hr on C2C Exp.: 14+ years Education: • Bachelor of Technology in Electronics and Communication Engineering – JNTU University Anantapur – 2010 Certifications: • SAP Certified Application Associate - SAP Analytics Cloud • ITIL V3 Foundation Key Highlights: • 14+ years of experience in SAP Analytics, Enterprise Data Warehousing, and SAP HANA/BW implementations • Extensive expertise in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), and S/4HANA Embedded Analytics • Strong experience in data integration, ETL optimization, HANA modeling, and enterprise reporting solu 0cAFcWeA5R3dvc_mmHQo5gD-hJTy-bY63eX4uPcQ0YcXQzUwltMAWGAMIHCXrUtX1C3cpevRJeh3S5iiDvFiX_99KXnaOPglG0NHclMgm_1hSBuwPEb6nN9HMu2x9xIy3QfEuHBlTFwPSsMDtp-gvyxp-Bem5h_8ht7L-urydEugJCJHbQc_tC6wSx8c86XscyNn8bnFiB0niyUpdoDw6plvYPxDBGG4PhO7lDpuXkOvuGnxuB5axlYy8b1yCZiJNnO4u_Oz9VsV2uC4vDKCVDguMUoT8_3b0_aCmaFjBU02l-68faBlY9WgOqWUeq4OTG2_cCjyYnESAldlKpKsNfQD1fZKL9QsghMKwx92dZ1zUOZvokcGlm5vguXW0t57V2ieltdLNf2MKHmsCj9omeUtRBFy-u86zsTkoK3B8QL4QAddM4KTRgADJJGt4O8mzSZfcADvYLnVRYBOQLvyPHs0MVEC-IE1HVviyoh2jW7440wh7Juh68BdvZonNWSx7SFsh76AEjoFEZtwP1IG9w-1ACzQpr6ze6V8PhCUKqP8-jSD-Utkei3ZNMxaGfn7ptJQGbwP5HUsFGmUYeUacKxudf6RWe6ObH44lj20o9YpG5QFYpGajDRUHF3y-WEzSgHLY0ERKrb_ywL1rz3TjpbXoPcozP1Zr1AbfA_jsxUepnHC8KvJHmUeb-uF_jd0yIGqJzkMaBkN8L7KAbxT9A4Kk7ERSDtY5QYQIgBbvxOo3mbNIh3_-0ESHRdXdT1YQp3ebfJR7gLyyIgBVAjZXS2qWOn8yfhbmJfVRusH-0RRxzsIOXuj4wmsWaUJ_07rpmMAeg3bLOe9ISBr_EmCbHBDpWc0qCgYavMgY32CH_C1vfcUXhIC6TaqOhxw7EYbLZ8yoLZ_qnLlnvCJkLPGBgmGVS-9VMv5GsN5hXpdPu8FqZJXc1OsUGJVBmMM_K6d2juA1oImA7jgWwSKvW4dAEydes5l_4Dec0Q2Esd2epgtizYelj9YAk9Jx-hHh3NVFyRzY34cGcuoKssdX__5xeFuuU-o3Vm1FqZuu-GQCW4T2gVysGN9lXFHEbQhGpc74Vwy4I3Y9M3smiyFM_Q_pS3SCDWx1VL5_xTUpoklyMKwAxMyxeuh5A-uj-mOa_C94YgQIDIicWHLrtiUgFQ4j1Z62yX7_TnBKCkNiBpYv9LACIZKUPYXb7Vmb86skdHKsdfnOvw7xpuZXGWPbBRSC5UapDuTx1tOFhlLJdCJvQ7Y7ZBBkuNpe7yJA26ENC0cQ3FnAZ6QFm_mCrK525RyxL_G0zlB4iJPqlub0QREsqin3KhGSofRUsR7o_P-uNlV51NDg4DYMKj0AY3nKIH-1Wmmj_-FPFhTK9tDTO6Nm10X8-JMXVz2lgNUtrIRbA-KSz6RXntkECUImdCPrFFsVDYdCnlWugI516tdwmUpI_94LsvbXItX94_bjG60My3OPPKKvIEdYdpQWSLlcSXc91xNlSK5zLqSCi6EiaDaVZgZPll9NqGmMvaMmzyJog4YJMWW3lQbADaFX_0KxB4doHEgEs1KqNsgLjgrV2kvRN6mD0ZS0daQV8Vj-AXFgEFSU19_5fnWFTlG0a6ORaRpAbf6dQ_tRZSurMeJ8sa9F2bNOH6dOlv4jFA2i9kXRKTKLnP5JqdkK_dm79MuA8HXQRMa72IZbzgQACr-Ntb8d27RdxDqUSce_mqTefTPE0Be2KvST5vgxPNj1JBFpWxvvfb38LpktCsos7-aG__-63xNshAFE00nvj3DE38-9PHcDsPDWo7hP0gfuMcQ_ECF5lzKUFMJWqFvbwNSCgFWvh6Ft9VimJFJvJuDTVsEMBhyJKzrDof4qpYujIpbfMq2nr5RHYtsli8pOr8S4IfBkQLsjXJ_bosRBd87hEVwrGvNN88uFgD3epY_ijRQxflv_m4a1QJhitZmV_coFwGbwaBl-Xk5fPrITm089uGrEO4d6OWvSs0CPxnPtEoWnXxUzfZBKYl6Ghln2BdUZ20RqAz9hAVLAtJwSHRJPgZU2t3K6kmIDvxuZX8CTFZUf-yv6dJSQL_8DZOlt4yPqRJPomZO_hlCqr3380AHHuPktsSc5PqHUgI0M9J0TukZlSksoxbxMDTqHPGf6gqrI6v_9wuf-6VhgdGexHRHa3F2Hdxxyroypg0Ed4-3LEdH3SggDFjBZd8eNN-qTunIUv2TQahep3rsuJF-egBNb01TXj0xQogq_XjBQRihS0W-W9jcitxHJnJ6A5O998BL88EnpHh1aBvpwdhPj254DXB-1TWeF6vgQbRnRyyIZDdYRzvUZEdmK9lyuLeQ0NeSvqldYHdJxFHri5T6sQ-qgfsUJ0XVoKU4MA10RVNqLyU1Al6aBRR01JukCTF2MXohl9PzOpiq9Nawq_bD5o9PHTGMGuYcYN14BuN0Yu6lczyTNReRq8g-dGy_jtxNhCMlQIZPIgIzIi6IwkJgJR8sE 540 169.197.142.119 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 22, 2026 2:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Prabhakar Yenuga softwareengineer3066@gmail.com 732-338-8535 Finding a New Position Hi Team, Good morning. I hope you're doing well. Prabhakar Yenuga is a Senior SAP BW HANA Consultant with 14+ years of experience in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), HANA Modeling, Enterprise Data Warehousing, and SAP Analytics solutions, and is currently looking for new opportunities. He is currently working for McKesson as a Sr. SAP BW HANA Consultant in Dallas, TX. Please talk to him and let us know if you come across any suitable roles for him. Major skills: SAP Datasphere, SAP BW/4HANA, BW on HANA, Native HANA, SAP Analytics Cloud (SAC), SAP BusinessObjects (WebI, AFO), S/4HANA Embedded Analytics, CDS Views, HANA Modeling, SAP BW 7.x, SDA, SDI, SLT, SQL, BW-ABAP, AMDP, SQL Script, Python, Azure Data Factory, Tableau, Power BI, Tibco Spotfire, Data Integration, Data Modeling, ETL Processes, Data Governance, Master Data Management (MDM), Data Security, Performance Optimization, SAP ECC, SAP S/4HANA, BOBJ, BEx Queries, Cloud Platforms (AWS, Azure, GCP), Databricks, Redwood Scheduling, Rev-Trac, SAP Charm, Real-Time Data Replication, Reporting & Analytics etc., Previous clients: McKesson, CSL Behring, Seqirus, ENOC, Merck, AMD, KPMG, Roche Pharma etc., First name: Prabhakar Last name: Yenuga Contact: 732-338-8535 Location: Dallas, TX Relocate: Yes Availability: Immediately Visa: H1B Rate: $75-85/hr on C2C Exp.: 14+ years Education: • Bachelor of Technology in Electronics and Communication Engineering – JNTU University Anantapur – 2010 Certifications: • SAP Certified Application Associate - SAP Analytics Cloud • ITIL V3 Foundation Key Highlights: • 14+ years of experience in SAP Analytics, Enterprise Data Warehousing, and SAP HANA/BW implementations • Extensive expertise in SAP Datasphere, SAP BW/4HANA, SAP Analytics Cloud (SAC), and S/4HANA Embedded Analytics • Strong experience in data integration, ETL optimization, HANA modeling, and enterprise reporting solu 0cAFcWeA4BKFx15Hwb1MeAruUTpKAxLPoTTE69ZcJm14Qoqf_lDIy9p7ROaB0MniBjvpCQFj9M6GLoND8Smr86nwIwfXzzc8VjK27tYPYEIp5SYkVAroaeBmxnLN88kWayLBACHrtYNOyIH4YGwNFova4qZrIsBJepQEXuzWz_Ut8Y_U2xSLIYtbIjMw8CPN-__yafSoFQTXmWMRJ0qhzxcWWmnyhgTDfcEg-UYn1ORPRG53-mCxFFPXJoQ28d2L-2VfzR__mmwCRO-kX1OpZWF9esYYw5JU6uWASreYP_wt8vAMuzjYfQMvbsMFB7fbuhCln6IuO1EYnaJZguOjjnGp7l0lE5mIbkeri7F9oO-cf0Z6G2f_SOYs0MOAKMen-Xt6fIl4llzqKYQCrdRyeHSk5rCF9bQ8l0oXn6vXzmzpODSj6gbshzxGA8N_hSVySXMcy-nHjIjlkPd7Gm_t4C9rLlJu1NM8U3gPL3AtiH5fwPO8YJcgEbiByiFvlvefKNyOAg4qOnnSHknOfQNlfvdPtq4KJd0RGH8K70bClK86YVeuMqFYiZeX8ozwy9pi-6h2DpJBRsqSt4V3K4F5kp3H9ncZyqCt2tFislPmo07QF1kn4LwVfDma2b4GzUxf81HMiS9Ig5R_Lh7TGE6XfkgQ67pnW2SDtaWdkhdNK5-39FgArhEBPUaI9785yOheXTMK9pY8WEYGkLCe5hE32qcRDvlw0sh3NvlDme6qcwh3uL5-9zCiKZZplvSH-WQC3kWlLapTMuCaiDEF5WrvY7GHkhxeEATWYIbMRDgo41HdiSGabkg6xJnjh3QmZ-ysk2kWTb0p-6nka3bTvlmK_ixkmosUxualxcBjDrsWhKYdh-kRgxM08nYEs0kS45ZvABKWGe3vhhgb_lzZHRFrIagsgKMconot3Eo9Yxkywqdb8JiALky9_Jf80qfiPMKeTvRo-MrY7aq5G9xF6CjNngUXe2rW-hAj-ulDj8c2KJpFuGdY-9Zw3LkSRvbtIYbKHeAnaEPod_aheyNbQMH90MR0ju_TvECFa46252igk3YW-46g0AtvpNIX1v3ucEJlXDZbh4eGpxl2rjF8XxLvoZD91tehPfTKFwotQS1nM_D6I-fD9jLX7_-YisX56sKNquVwOhQTIl_klWOK1FDl95CfxuWzCgoG49KGbQy3obJiprFW0gnFoSvaf7m4HONm429_8gu2hMBpUTO6gEgsdVWHo-J3uwrTlfz-MdO-b8eOIVGYDBhiGZpbjgXqQe_ovfQsq7mXt2v-PA1tbCNekZPfDh_Ltk3EwlzpvUfUJHfrToGNlt157qVUbLK0tmCBwHqtJECVG0YxgMnXsG09vHt_MuuflveiHVLLnCM1OtipDMHK8urgDEfAXQzyLxXxrkDCs3NjtSr9Jb_I_5OvKfho_HJbUfOhLzDo067TuEKnhqtoUaPbyxfpfOSYssJW7Av5fKLf8c3zlclsLZEnz7OmrASoeoRUsU8RGEVKnL38NcZBfeP_OUZgXK9euzAGVz58ZPr5UmoLygB1HIdS1Ongi60xBPKAOaS1PHyP9Xg0ixh3BGqZWlGRfUygAaj30iT-PVwv_iW4OZWAHut2B5NwTYj8UA4Q3udP8JyjmlU9B9fwr4n_e7qrZKzF9mQ728uV1F566ZfDWDMFZ6UgdBw13-r_2Am_LTtDrL7Jri0N8DdkWnp7QZKsaO_T97nevUGhn8DfQ8feZe1PyietSCD6JasbqdKCgWSaoeR6O4UOAIaEct1hSUAby0EhbUKTBTv5tfzZPHbm5UZxcXtdU-B8N00Xm_q_-z8jzn_LyA5V38qDNCfwvEgotr18OgNZONLIndS6xi829WI_BMW8DPNd7tnkiKScNY50ZAAEX0pttdL9BcmNuTSd2U3gaEyXS-ZFA9A79-8kSnp6mJmESPVnTpO8_YqKn_a-xquZHqpGJqkhFTpv60utyENK4HTKIxBTvK13elm6Oor4n3M9P8lFFzsnmNinD3uY91OvFuosws2fER9L11KY_7y9xsxFbmumbi5TQJ2wSq-J3XfrzsWCMXFEqpPfdJELuQgDnQEvarRJ_hrBsA_0BBaXzyCXGAwcDYmUpGmQKkclFZuHUbOKARKf6crwHFkhkBDluraWk0lxHJ-a9pC5-mgzAcyfAAgTmTRrzf7WDF-ec67jYdC6Jeh8jroldrGFf_OdvTEsnDN_-1uK5Bkn_RR-9cisiQy9DG1LQqUNxNvy2nC9hm_XrS5FfgBCRLmK55C8ewDFYIvY4FwOdRf_r-jNwdxjQW6ReUJ0PohYe4PmIrCwuG_y9SmPaf_OubmVNSAIybk7jGgMoo1ryYBKnhvCBcdawoEyyTpHTpgX9T2m6Cv6LPqxVproSHYQL-exNHhe-JUwNniFaOSbLsijL5wjFKZFJxp03gtXsOaksDeSy7KdlRBMtZ45_FlOtVB2CQLTVIC6gfmGTrpacPyCT8z8Vobs9cD6F6aWJJaUy7FfRSK0A3zA2jHVyVXdJGPBGr4rp0kkc_7ou6XC8L56VLexiVuXyZHi0Z-p09toupac4clhkRTAyuy6_mV9J4GeycF8I4gyPBg2kcd5-iPck 541 169.197.142.119 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ May 22, 2026 2:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

There is a growing expectation that SAP S/4HANA transformation will serve as a foundation for AI. It’s often framed as a sequence: migrate first, optimize later, then layer in automation and intelligence once the system is stable. In this view, AI is a downstream capability unlocked after go-live, but for most organizations, the ability to realize meaningful AI outcomes is determined during transformation.

KEY TAKEAWAYS

Organizations pursuing Brownfield or Bluefield approaches often prioritize speed and continuity, which, in the long term, can limit flexibility.

When organizations take the opportunity to rationalize processes and establish strong data governance, they create a foundation that supports a wide range of AI applications.

Focusing exclusively on near-term delivery can obscure longer-term consequences.

Rather than viewing S/4HANA migration as an endpoint, think of it as a foundational layer that determines the quality, accessibility, and usability of enterprise data and AI.

The logic behind “AI later” is understandable. SAP transformation programs are already complex and resource-intensive, and introducing AI considerations too early can feel like unnecessary scope expansion. But this sequencing can lead to structural limitations. AI systems depend on standardized processes with clean, accessible data and consistent governance frameworks. These are not layers that can be easily added after the fact. They are the result of decisions made during transformation and often embedded deeply in how processes are designed and how data is structured. ISG research highlights this connection directly, noting that organizations expecting meaningful gains from automation are more likely to realize them when data governance and process standardization are addressed as part of the transformation itself. Once those decisions are set, they become difficult to reverse.

ENSURING SAP AI READINESS

Migration Strategy

The relationship between SAP transformation and AI readiness becomes clearer when viewed through the lens of migration strategy. Organizations pursuing Brownfield or Bluefield approaches often prioritize speed and continuity, preserving existing processes and data structures to minimize disruption. In the short term, this can accelerate timelines and reduce change management overhead, but in the long term, it can limit flexibility. Legacy process fragmentation and inconsistent data definitions that are carried over create constraints on what AI models can access, analyze, interpret, and act upon. What appears to be a pragmatic decision during transformation can become a structural barrier to automation later. This dynamic is reflected in broader industry research. According to IDC, organizations that invest in data standardization and governance early in their transformation journeys are significantly more likely to scale AI initiatives successfully. Similarly, Gartner notes that poor data quality remains one of the primary barriers to AI adoption at scale, often requiring substantial remediation efforts before advanced analytics or automation can deliver value.

Data and Process Design

At the core of SAP AI readiness are two elements: data and process. Data must be structured and governed in a way that allows it to be used reliably across systems and use cases, and processes must be standardized enough to support repeatable automation, while remaining flexible enough to adapt as business needs evolve. When organizations take the opportunity to rationalize processes and establish strong data governance, they create a foundation that supports a wide range of AI applications, from predictive analytics to autonomous decision-making. When they don’t, they inherit the limitations of their legacy environment. Research underscores this point, noting that AI value is closely tied to the quality and accessibility of enterprise data, which is often determined during ERP modernization efforts.

Look Beyond the Near-Term

Despite its importance, SAP AI readiness is rarely treated as a primary objective in transformation. Instead, programs are typically evaluated based on more immediate criteria such as timeline, cost, system stability, and functional coverage. These are necessary considerations, particularly as organizations work toward the fixed SAP ECC end-of-maintenance deadline in 2027, but they aren’t sufficient. Focusing exclusively on near-term delivery can obscure longer-term consequences. Decisions that optimize for speed today may introduce constraints that limit innovation tomorrow. Conversely, decisions that incorporate data governance and process standardization may require greater upfront investment, but expand the range of capabilities available post-go-live. As AI becomes more central to enterprise strategy, the ability to leverage it effectively is becoming a differentiator. Organizations that emerge from SAP transformation with fragmented data and inconsistent processes may find themselves needing to invest again—this time to rebuild the foundation that could have been established during the initial program.

SAP TRANSFORMATION AS A FOUNDATION FOR AI

Rather than viewing S/4HANA migration as an endpoint, it becomes a foundational layer that determines the quality, accessibility, and usability of enterprise data, as well as the consistency of the processes that operate on it. Organizations that approach transformation with this perspective tend to make different decisions. They prioritize data governance alongside system design, evaluate migration strategies not only for speed, but for their impact on long-term flexibility, and consider how today’s architecture will support tomorrow’s use cases.

ASSESS YOUR SAP AI READINESS

BCTG’s S/4HANA Readiness Assessment includes AI readiness as a core dimension of transformation risk. Using benchmark data from hundreds of SAP programs, it provides a clear view of whether a transformation is building toward long-term flexibility or embedding constraints that will need to be addressed later.

Take the S/4HANA Readiness Assessment.

Whether it’s an S/4HANA migration or a multi-year ERP modernization, SAP transformations require significant organizational change. But there is a reality that often goes under-discussed: SAP transformation fatigue. By the time an SAP program reaches go-live, or even midway through implementation, teams are often stretched thin, resulting in declining engagement and the initial sense of urgency beginning to fade.

KEY TAKEAWAYS

Transformation fatigue is the gradual decline in engagement and effectiveness that occurs during prolonged change initiatives.

SAP programs are uniquely challenging, from their duration and intensity to their breadth of impact.

Transformation fatigue is often underestimated because its impact is gradual rather than immediate, but over time, the consequences become significant

In the context of SAP transformations, disengagement can translate into lower system adoption, increased errors and rework, slower realization of business benefits, and/or higher attrition among key talent.

Digital transformation initiatives, including SAP programs, are notoriously difficult to sustain over time. Research shows that 70% of transformation efforts fail to achieve their intended outcomes, often due to employee resistance and lack of sustained engagement. Gartner adds that only 48% of digital initiatives meet or exceed their business outcome targets. While these statistics are often attributed to strategy or technology challenges, a significant portion of the failure stems from fatigue. SAP transformations often span multiple years and consume countless hours of effort, requiring employees to learn new systems and processes and operate under increased pressure. Over time, even high-performing teams begin to feel the strain.

WHAT IS SAP TRANSFORMATION FATIGUE?

Transformation fatigue is the gradual decline in engagement and effectiveness that occurs during prolonged change initiatives. It manifests in subtle but impactful ways, such as:

Decreased productivity and slower decision-making

Resistance to new processes or system enhancements

Lower adoption rates for new tools and capabilities

Increased turnover among key team members

This is not simply burnout, although burnout is often part of it. Transformation fatigue is broader and reflects the cumulative effect of sustained change without sufficient recovery or visible progress.

COMMON CAUSES OF SAP TRANSFORMATION FATIGUE

In SAP environments, where transformations are both complex and continuous, the risk is particularly high. SAP programs are uniquely challenging for several reasons:

Duration and Intensity

SAP transformations often last years. From initial planning through implementation, testing, and post-go-live optimization, teams are engaged in a sustained effort that can extend well beyond typical project timelines. During this time, employees are often expected to manage both their day-to-day responsibilities and transformation-related work, creating a dual burden that increases over time.

Breadth of Impact

Unlike many IT projects, SAP transformations affect nearly every part of the organization. Each function, from supply chain and procurement to HR and finance, must adapt to new processes and systems. This creates a constant state of change, where few employees remain untouched. The result is not isolated fatigue, but organization-wide strain.

Continuous Change

Even after go-live, the work does not stop. In the “second wave” of S/4HANA, optimization and enhancements continue long after deployment, creating a sense that the transformation is never truly “finished.” Without clear milestones or periods of stability, fatigue can accumulate.

High Stakes

SAP systems are mission critical. Failures or delays can have significant operational and financial consequences. This raises the stakes for everyone involved, increasing pressure and reducing tolerance for error. Over time, this environment can contribute to stress and disengagement.

THE COST OF IGNORING FATIGUE

Transformation fatigue is often underestimated because its impact is gradual rather than immediate. But over time, the consequences become significant. Employee engagement, for example, is a leading indicator of transformation success. Yet globally, only 23% of employees report being engaged at work, with disengagement costing the global economy an estimated $8.8 trillion in lost productivity. In the context of SAP transformations, disengagement can translate into lower system adoption, increased errors and rework, slower realization of business benefits, and/or higher attrition among key talent. Attrition is particularly concerning, as losing experienced team members during or shortly after a transformation can disrupt continuity and erode institutional knowledge.

MANAGING AND OVERCOMING FATIGUE

Addressing SAP transformation fatigue requires a deliberate, sustained effort.

Reframe the Transformation Narrative

One of the most effective ways to combat fatigue is to shift how the transformation is framed. Rather than positioning it as a long, complex program, organizations can break it into smaller, more manageable phases with clear outcomes. This creates a sense of progress and achievement, even within a larger initiative.

Make Value Visible Early and Often

Employees are more likely to stay engaged when they see the impact of their work. This means identifying and communicating tangible benefits, such as faster reporting or reduced manual effort.

Align Workloads with Reality

One of the most common causes of fatigue is overload, so organizations must recognize that transformation work requires time and effort and adjust expectations accordingly. This may involve reallocating resources, reducing non-essential work, or bringing in additional support. Without these adjustments, even the most motivated teams will struggle to sustain performance.

Invest in Change Enablement

Training is necessary, but it is not sufficient. Employees need ongoing support to adapt to new systems and processes. This includes accessible resources and opportunities to ask questions and provide feedback. Organizations that invest in comprehensive change enablement are more likely to achieve higher adoption rates and lower resistance.

Strengthen Leadership Alignment and Visibility

Leadership also plays a critical role in managing transformation fatigue. Leaders must not only communicate the vision, but also model the behaviors expected of the organization. They must be visible, accessible, and consistent in their messaging. Misalignment at the leadership level can quickly undermine confidence and increase fatigue. Conversely, strong leadership can reinforce purpose and sustain momentum.

Create Space for Recovery

Perhaps the most overlooked aspect of managing fatigue is the need for recovery. Continuous change without breaks is not sustainable. That said, organizations should build in periods of stabilization, or moments where teams can reflect on progress and recharge before the next phase.

Retain and Support Key Talent

Finally, organizations must pay close attention to the individuals most critical to the transformation. These are often the people most at risk of burnout. Providing targeted support and recognition can help retain these individuals and maintain continuity.

FINAL THOUGHT

SAP transformations demand a great deal from organizations and from the people within them. While the technology may be complex, the ultimate success of these initiatives depends on human energy, and transformation fatigue is what happens when that energy is depleted faster than it is replenished. Managing SAP transformation fatigue requires intention and empathy as well as the understanding that transformation is not just about systems and processes, but about people.

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Understaffing an SAP S/4HANA upgrade is rarely framed as the central risk of transformation failure. But, beneath the more visible issues like budget overruns and failed go-lives sits a quieter, structural problem: organizations consistently underestimate the level and type of talent required to execute a transformation of this scale. The result? Inefficiency, compounding financial loss, degraded system quality, and in some cases, outright project failure. This article unpacks the true cost of understaffing S/4HANA upgrades, using industry benchmarks that show why resourcing is the make-or-break factor.

THE STAKES ARE HIGH

SAP S/4HANA upgrades are fundamentally different from legacy ERP upgrades. They are enterprise-wide transformations that touch finance, supply chain, HR, and operations simultaneously. As one industry analysis notes, these programs are often “multi-million-dollar, multi-year digital transformations that re-architect the entire business.” The scale alone introduces risk. According to CIO, projects are taking an average 30% longer than originally planned, and only 8% of companies that have completed the transition did so on schedule. This reflects systemic execution breakdowns, and while causes vary, it’s clear that organizations lack the right resources, at the right time, with the right expertise.

COST OF UNDERSTAFFING S/4HANA UPGRADES

At first glance, understaffing seems like a cost-saving measure. Fewer consultants, leaner internal teams, and tighter budgets appear fiscally responsible. In reality, it produces the opposite effect.

Budget Overruns Become the Norm

Data shows that more than 60% of companies experience deviations in budget, schedule, and quality during S/4HANA migrations. Meanwhile, nearly half of organizations report that actual costs exceed initial estimates. Why? Because understaffed teams cannot keep pace with:

Data migration complexity

Integration testing cycles

Business process redesign

Change management requirements

As a result, projects drag on, and in S/4HANA transformations, time equals money.

DOWNLOAD THE FULL EBOOK BELOW

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ERP programs rarely fail overnight. More often, they drift off course long before traditional indicators, like missed milestones or budget overruns, signal trouble. By the time those lagging metrics appear, recovery options are limited and tradeoffs become unavoidable.

KEY TAKEAWAYS

When detecting ERP project risk signals, early indicators show up while leaders can still change the outcome.

Enable earlier, lower-cost intervention to avoid missed milestones and cost overruns.

Provide clearer insights into complex programs and see risks in commitments and informal alignment.

Identify risks early to stay aligned with business goals and preserve delivery options.

"Soft” signals in culture can predict future costs.

ERP risk is something that develops quietly in the early stages of a program, surfacing first through subtle shifts in team behavior, decision-making patterns, and stakeholder alignment. These early signals are not always captured in formal reporting, but they are often the most predictive indicators of future delivery challenges. Organizations that learn to recognize and act on these ERP project risks early can reset expectations and preserve optionality before risk compounds into costly disruption.

ECHO VS. IMPACT

Leaders who rely solely on formal reporting and project calendars are often late to recognize and respond to risk during an ERP implementation. Effective organizations are those that pay attention to behavioral and structural indicators before schedules slip, integrations fail, or downstream testing degrades. ERP project risks rarely begin with missed milestones or red status reports; it develops earlier and is revealed through changes in how teams communicate, how they make commitments, and how decisions are made across business and technology stakeholders. Early signals are the echo of future failure, while missed deadlines, poor data quality, failed testing cycles, and disrupted cutovers are the impact. When early indicators are ignored, risk accumulates quietly until it surfaces in delivery metrics, often when recovery options are constrained and trade-offs become unavoidable. Detecting early ERP project risks requires understanding which signals tend to appear first and how routine ERP project behaviors reveal underlying issues. Clarkston Consulting recommends a tiered risk framework based on observed warning signs across ERP programs. The tiers reflect patterns commonly seen in ERP implementations that later experience delivery challenges, while the examples and guidance draw from practical ERP project leadership experience. Together, they provide a clear, actionable perspective on how ERP risk develops and how it can be identified early, before it appears in formal status reporting.

ERP PROJECT RISKS

Tier 1: Earliest and Most Dangerous (Act Immediately)

[caption id="attachment_35561" align="alignnone" width="600"] ERP PROJECT RISK - TIER 1

Tier 1 signals are predictive, behavioral, and quiet. They appear early, often quietly, and always cascade into later failures if left unaddressed. When Tier 1 is present, the project is already at risk, even if all formal indicators remain green. [/caption]

Tier 2: Structural Breakdown (Still Recoverable)

[caption id="attachment_35563" align="alignnone" width="600"] ERP PROJECT RISK - TIER 2

Tier 2 signals are visible but often normalized or explained away. At this stage, recovery is still possible, but only if the signals are acknowledged and addressed. Tier 2 signals indicate that the project is compensating for unresolved issues rather than addressing them directly. [/caption]

Tier 3: Lagging Confirmation (Harder to Fix)

Tier 3 signals confirm issues that have been developing for weeks or months. When these indicators appear, the project has moved from risk prevention to damage control, and recovery requires explicit tradeoffs. Tier 3 signals rarely appear in isolation; they are the visible outcome of earlier Tier 1 and Tier 2 signals that went unaddressed.

LOOKING AHEAD

Early risk detection is about recognizing the signals that appear before outcomes are locked in. Across ERP programs, we have worked to repeatedly observe these patterns and intervene early, often well before traditional metrics indicated risk, allowing teams to reset expectations, resolve constraints, and preserve delivery options. 

Click here to continue the conversation.

This piece was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Digital twins have evolved from a futuristic Industry 4.0 concept into a practical business tool for manufacturers, utilities, logistics providers, and infrastructure operators. Powered by advanced analytics, IoT data, AI, and cloud platforms, digital twins help organizations simulate operations, predict failures, optimize assets, and improve decision-making in real time.

KEY TAKEAWAYS

Operations and engineering leaders are often the starting point for digital twins because they understand the physical assets and processes being modeled.

Digital twins require enormous amounts of connected data, which places IT teams at the center of implementation.

Data scientists and analytics teams build predictive maintenance algorithms, machine learning models, simulation logic, optimization models, and forecasting engines.

Cross-functional governance is key to preventing digital twins from becoming siloed experiments.

Poor data quality remains one of the largest barriers to successful advanced analytics programs.

The market momentum reflects this shift, with the global digital twin market projected to grow from roughly $35.8 billion in 2025 to more than $328 billion by 2033. But, while the technology receives significant attention, one question is often overlooked: Who actually builds and maintains digital twins and advanced analytics ecosystems? The answer is more complex than many organizations expect. Successful digital twin initiatives are rarely owned by a single department. Instead, they require collaboration across engineering, operations, IT, data science, and business leadership.

WHAT IS A DIGITAL TWIN?

A common misconception is that a digital twin is simply a visual replica of a machine or facility. In reality, modern digital twins combine:

Real-time operational data from sensors and industrial equipment,

Advanced analytics and machine learning models,

Cloud or edge computing infrastructure,

Simulation engines,

Business process logic, and

Visualization and reporting tools.

The value comes from connecting these components into a living operational model that evolves continuously. For example, for manufacturers, this can mean predicting equipment failures before downtime occurs, whereas for supply chain organizations, it may involve simulating disruptions or testing production scenarios.

WHO BUILDS DIGITAL TWINS?

Operations and Engineering Teams

Operations and engineering leaders are often the starting point for digital twins because they understand the physical assets and processes being modeled. These teams define equipment behavior, process workflows, failure scenarios, operational KPIs, and maintenance requirements. Without operational expertise, even the most advanced analytics model lacks context. Engineers help determine what data matters, which thresholds indicate risk, and how recommendations should translate into real-world actions. In many organizations, operational technology (OT) engineers also manage the industrial control systems and IoT infrastructure feeding the twin.

IT and Enterprise Architecture Teams

Digital twins require enormous amounts of connected data, which places IT teams at the center of implementation. These teams are typically responsible for cloud infrastructure, cybersecurity, data integration, API management, enterprise architecture, and system interoperability. This becomes especially important when organizations attempt to integrate various platforms into a unified environment. As digital twin ecosystems mature, scalability becomes a major concern. The infrastructure supporting one production line often needs to scale across multiple locations or business units.

Data Scientists and Analytics Teams

Advanced analytics is what transforms a digital twin from a static model into a predictive decision-making tool. Data scientists and analytics teams build predictive maintenance algorithms, machine learning models, simulation logic, optimization models, and forecasting engines. These capabilities are becoming increasingly valuable across manufacturing environments. In fact, research shows predictive maintenance remains one of the leading AI use cases in manufacturing, with more than 30% of medium and large manufacturers actively using predictive maintenance technologies. Moreover, among those organizations, over 85% reported a significant decrease in unplanned downtime.

WHO MAINTAINS DIGITAL TWINS LONG-TERM?

Building a digital twin is only the beginning. Maintenance is where many organizations struggle. Unlike traditional software implementations, digital twins continuously evolve alongside physical operations. Equipment changes, production lines shift, sensors fail, and business priorities change. If models are not updated regularly, performance degrades quickly.

Shared Ownership Is Essential

The most successful organizations establish shared ownership models across teams. Typically, engineering teams maintain operational accuracy, IT teams maintain infrastructure and integrations, analytics teams retrain and optimize models, and business leaders prioritize use cases and ROI. This cross-functional governance prevents digital twins from becoming siloed experiments.

Data Quality Teams Play a Growing Role

Poor data quality remains one of the largest barriers to successful advanced analytics programs. After all, a digital twin is only as reliable as the data feeding it. Sensor drift, inconsistent asset naming conventions, incomplete maintenance records, and disconnected systems can all undermine outcomes. As a result, many organizations are creating dedicated industrial data governance teams focused on master data management, data standardization, IoT data validation, analytics monitoring, and more. These roles are becoming especially important as organizations scale AI and advanced analytics initiatives enterprise wide.

MOVING FORWARD

Digital twins and advanced analytics initiatives are true operational transformations. The organizations seeing the greatest value are not simply investing in visualization tools or AI platforms. They are building cross-functional ecosystems where operations, IT, analytics, and leadership collaborate continuously. As advanced analytics adoption accelerates, digital twins will increasingly become part of everyday industrial operations.

Ready to get started? We can help you build your team.

As organizations accelerate digital transformation initiatives, SAP expertise has become one of the most sought-after skill sets in the enterprise technology landscape. From S/4HANA migrations to supply chain modernization and AI-enabled automation, companies are investing heavily in SAP-driven transformation programs. But there is one growing problem slowing progress across industries: Finding skilled SAP talent is becoming increasingly difficult.

KEY TAKEAWAYS

Unlike many technology roles, SAP professionals are expected to understand how businesses actually operate.

While core ERP knowledge remains important, hiring demand is increasingly centered around modernization and innovation capabilities.

Key areas of demand include S/4HANA, EWM, IBP, BTP, and AI/analytics.

The challenge of finding skilled SAP talent extends far beyond filling technical vacancies. Organizations are competing for a shrinking pool of professionals who understand both SAP technology and the operational realities of specific industries like manufacturing, consumer products, life sciences, retail, and distribution. At the same time, SAP environments are becoming more complex. Businesses no longer need specialists who only configure modules. Instead, they need professionals who can connect ERP modernization with analytics, cloud transformation, process optimization, cybersecurity, and AI initiatives.

WHY SAP TALENT IS SO HARD TO FIND

THE SAP TALENT SHORTAGE IS GROWING

With mainstream maintenance for SAP ECC 6.0 ending in 2027, organizations are forced to accelerate modernization initiatives, and demand for SAP professionals has surged as organizations transition from ECC to S/4HANA. The deadline has also created significant urgency across industries, with companies that delayed migration planning now competing simultaneously for the same limited talent pool. Moreover, SAP-specific roles are particularly difficult to fill because they often require years of both technical and functional experience.

SAP Expertise Requires Both Technical and Business Knowledge

Unlike many technology roles, SAP professionals are expected to understand how businesses actually operate. A successful SAP consultant may need expertise in supply chain planning, procurement workflows, manufacturing operations, financial processes, warehouse management, data governance, and regulatory compliance. At the same time, they also need technical knowledge related to S/4HANA architecture, SAP Fiori, SAP BTP, integration frameworks, cloud infrastructure, and so on. This combination significantly narrows the talent pool.

S/4HANA Migration Demand Has Intensified Competition

The transition to S/4HANA has fundamentally reshaped SAP hiring demand. Companies that previously maintained stable ERP environments for years are now launching large-scale modernization programs simultaneously. That includes system conversions, Greenfield implementations, process redesign initiatives, data migration projects, and AI and automation integrations. As a result, experienced S/4HANA architects, functional consultants, developers, and program managers are in extremely high demand.

IN-DEMAND SAP SKILLS

While core ERP knowledge remains important, hiring demand is increasingly centered around modernization and innovation capabilities. Some of the most competitive SAP skill areas include:

S/4HANA

Organizations need consultants who understand both legacy ECC environments and future-state S/4HANA architectures. Experience with migration planning, process harmonization, hypercare, and system optimization is particularly valuable.

Supply Chain and Manufacturing Solutions

Manufacturers continue investing heavily in supply chain resilience and operational visibility. SAP Integrated Business Planning (IBP) and Extended Warehouse Management (EWM) integrations in particular are seeing growing demand.

Analytics and AI

As enterprise AI adoption expands, companies want SAP professionals who can connect ERP systems with analytics and AI capabilities. That includes experience with SAP-specific solutions as well as data integration platforms, predictive analytics, AI-enabled process automation, and real-time operational reporting.

Business Technology Platform (BTP)

BTP skills are becoming particularly valuable as organizations seek cleaner integrations, extensibility, and cloud-native innovation. Professionals with BTP experience often bridge the gap between ERP modernization and broader enterprise transformation initiatives.

BUILDING A SUSTAINABLE TALENT STRATEGY

There is no quick fix for the SAP talent shortage. Instead, organizations navigating the challenge most effectively are taking a long-term approach focused on workforce development and cross-functional training. After all, according to the World Economic Forum, nearly 44% of workers’ core skills are expected to change within five years due to technological transformation. These organizations are also reevaluating how they structure SAP teams. Rather than separating technical and business functions entirely, they are building more integrated transformation teams that combine IT, operations, analytics, and process expertise, with the help of strategic consulting partnerships and flexible staffing models. As S/4HANA deadlines approach and digital transformation accelerates, the ability to attract and retain skilled SAP talent may ultimately determine which organizations successfully evolve and which fall behind.

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Sharon Rajan sharonpriyanka.r@smartsoftus.com 4703014978 Finding a New Position Looking for SAP MDG remote contract opportunity 0cAFcWeA76NMuj8tBW2QUQlSqGTlArwMGxQGdtjrwbYWrSUranKQPuyWNdVFpgGmmQvstUu_drub4NiWtuUbIDQzG_CTYWYbyMPEQ_bFaPY8HZyEftd0fD-wqLDIkD8sNyqG2mHHWa96lmevj6D7rgzV4-yUfuwNYOEml1UTVIANEBVwrI39msmhZl32iFXZt7CAFTeQaaG7IYrdxuXpGCk_IEqKKfTKggDHu1wzvYVlRkm6o9jPLyco8DxQksCDIWn23XF64A9wACjmUwwb13zhN1qa4eyr6HDuRbMjBvjKcpxZW6bqtL5IZ9wE4fUF9PpEbSH5sGqXWrqJwJxMHMqKSZJPbFC7iHHF-O3KqxOmXzSN7l262nWFsbyLDaiW0zHbgJEbdtc3JxI-rpqlVO2VdUXGvZg8n4J7bBQhVOfQ_ZFeck-vYujSiR6KetiGNPfFOBmTS6CVALag4bR7c_hGvlRR-d4JNIu2xbZa12tdw8APYiRHdVKlHss6RRjWcalo58kMt05ASKO5MQUz3ed3ueL5lu0w3xkH9tIBz_3qRztsV4D0vJW8sGvpislXQwMkDnEqQXmseeXHpkX_Bk45fs6-00W_YRhE5FQC8REOW8AhXqP6EPXE6hwFYftSZ-1oENDATNpWm6M0iPU1eYWssvRs6qfUKUBermH8_LLW3M4e0Et2pKO-6wiqAZoly0KSTsGP8hEZsCOqzV4eiP1RWZK4owdO1sgjg295W3SKvuAhssCh_0BONSlCicp_XGRjz2dzdXjl1OMdU84WekfQcqeDwdPynn1k1mPPFuMZYdhn_Cku3hh10krAENvkCUXC8qu0dwJxM4nNe6vm8sw_UIBg-ZbeyjqPUeq1z-9jc9wW9qxqk7lQnh_BS6PzIs3YwDhKBvS-ElIMRjnpblBJ-N-SI225KYznv5yWt5FHgRgWbZlM0TxMwkqgBs9URDcb8nVqv7F_zEOBEIlWz-Oc5FXAx63fSdFow4MUsa_0MoaY7luPJE_ze0LFcyS2vn3gro5y3HCgXlboigpGTGhVH0e2lAJ5ma7npjcE9ICs1nOOwBPt9a8d9qoZkPBlDbKD-ljF0FM7Zl-xXaC9SMfQ615ojy1bS12n7xVEwJHrNSms6VcETrZrLB-I6VJhKzsK0cUItYtVVlYO4-pYsOpdAbgab8sYESycNetZrGcyX4zzq26WAJkaIm-Xxwh815T1mrjPme2o9w5UrMt8nWUlPCkMvYvJ0gnBsfqPzinRSek5sekj71sU7kf4whcuUP3Xo6tMR-avCrM13-nKGoiV_9G8rMJRdvZdyx5T3pjTW-bhrbEvfRfnyB3hcZHXWdElBgflbXk9eiTQ0hvOq1EGtE_48aXzgeOX6hmjKUiLMHH5pG-iiT25zq0gXoCFOu0otpyKuhCJu3lqJq3oCAd_lfXrJyE83CNbrA44rFoPPjejsEi9cgZRq8RrrSFpSzCafog8X9hikDc9gCcDJ0j7ObzgIof3qDZtVyCgzvoQc3fXeDhzlLUmKAxlxUXdd2s5Nwz0tCBXz33C9JeSBPe6TeKKf4UOVG4nW6Gi1_H502GWGesqAralID9C8IWkVlHgm1oNQLI2_Eo-7q_oFFTkFJs_fapMhWMs2VEEArz6IZEe_L1ZwOD0YyTmW3QJ6xIIzmyIIcxhrHzUMsvCn7Nyc_5LY6pEzgkWgJbzp1mbuaJWbghy-o1pZa71hjoE9QY7rgHqLMUfzWkAMzuChKsChC3Fm1q9FBSg9jDEEodUSUSxb6kFg_ad9sdtwED8eW1w0gIktVCF0qqW--GuQTnwujTonzfeCypFR0JxqXRQEZVOVAKT1u_YaFjg_JGtQ2yNfx5EfdJaj_L2dSp3N_DcFmVGFcs21tz2kivvjyqZHcwPPaCbxRR4WWZ4mLPhEXA7BunEgZ9YKVKVo5g4HEoo1TZu63GG_2Hrs7Ml8jEboldFwSrxml1OBuxTRyjxN3cRMj1lZ56KT0SqgT1uzJwiF8IHwJbhkLDQRw_0BD5NuopI2nIqhXDgnbjcf9IT4ITm6k2uN0HHm9mNzdtxgB4Lbtj40pJ6PgJg2kv1xcevo3Y4OcxvpQU-G9bzwKFFiV76Sjaysi4eckS9zGCO4I8YHSkbN24hZBxhrhMgLheEFbMl4-ZTSoH_y1CwnLUbLp1BPQ5KfQN57D 542 107.197.64.248 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 3, 2026 11:15 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sharon Rajan sharonpriyanka.r@smartsoftus.com 4703014978 Finding a New Position Looking for SAP MDG remote contract opportunity 0cAFcWeA6zxsglWUAj9MDJXWqDTerNzlvv9_DscY7mhO6vvpbMHHSfxjHWMQBmhJN7hWSbryOh5rbu7uG9_fWhbdZR3kFTgla-Ady4DctOZVzzl8ZBGL03NRpEmin4bzQL_HwZ74MxSqljTEYvppjjs-hZzJ8Y47KAM9s2Cf1QLHsMCTShfEGZEvN1SFD0GRvvP6l4sG-Zv8wVHLHoEMPGo1CI9B1FFM44sabBcs-tH5zB-yJTBf4GREE9stYQQ536e5qDKO0_UkoA-3DDUwvRcOKcYLJdvp0u6nbG5KJirMxVG4tdvVrJcGVxPa10lZQ5tJzHKMY8uHvIruOEaSXsRNzgS0Rf8hsUAVHRiD0ixkVRDjolVkhlazOPUovAVsUaE1C6ENK3vt6i_K77k0fhkdw7z-gH9zIlF1rm28jLS3B6HeK7hNbBrpynqSGFz6JEgCIvdNXK-_wFQLUGzED_lqRC_RNFbjKItpdFEV8UkO1TMu8f-Q8wVuWBlFdd1YKKiqssd11jZM_QGoYrZYpGzXPoMTHsyy6d67c20KNyO70E-aTrtw8RL7Mbez8HrL8F5cChGR8Ya3wsWH08Lzfu0xdga-AjqIY04K6poakWw8VCFytAWD-ibdOkYL05ddSowyE26suke3QdHUOpYnJj_ocopArFGK1hgSDa2nvD4Nzqxp5IhlEjdxwMvlmVcmWurPQYk7XBezmvjsu3YF2ZrIQYHAIimxWbvjs_Nx9k0-atepeEFoxq12uCkj8hbqPLGbk60ur_YL-jeH0WyXK6qGLBYrfdEfIrA4b8qp075w-f4O0IUtdDCu_hLnyAhmwBb4MNAWyDMKg7eoFgnq6D6bESNks6zJh5r1d1Zgs2-JUYZLddFThcOSaPjaBVPCUXZP2d9ujsiBQ3k0nzVQ_XEc2TyRVt5Z1L3c09M6sHqy6j5bVEEVAL2D4A8vYWpJ2AwmoliHGjZNIHcwBIj0dpM8F8tFLb1bZRtqhe6d1TUDRU8fciRqBojYcSsUK4AI4tf7Ni1crtoa_yiueilYhFEenPLBN9nTOpmYEVFwel-I-w9M21_BOt4JYDmm_LM-q3YKPuJKK99WXYCKubT13Buh5R8AyRl33j86u0VD9X96IUuY3pmgA6Jhv6411r2df6EaUbXQoi5HrIf-W4IvN_Ulun5GT6u3Ftnr95GI_2AiCj0v-kvPJ3M-VpIJeQ92KHLNxJ5HY7Txy8oZ_Ajm51Q0XXvTP_piwIix3P8vmwBBSSamN75qB4oMGeXK0bNyCmknK1d9cWZEM9H5F1nTlxcKFz1p-kjYB86Cb8b-DgwFae-6HOfF2bJjEUivXz6UHSEXBS38fXGINbwJI_LzApS5_B2lmMGFEuHdloEHAyviISRQmtEfcY0HlJzXyc43onrE0YJnffBdN56iO9OzcIQD3DorSlFXHiQ4XPlxvM9fsfznHKGwxXIYoOSr6oMC-kYe5xVps7BifBRkwdoxrNS131AQQLwraa-m1F47-WXqP6oz1WVAYobt1iHUcccth6aHlV4NDhEw4nxbC7OW4GC1QMuVB-iKrdT5dHiVyyLs5c7i9aa0xiUHQuIz43Gglg6bdr3c9808H_yY3K3GuX_wenZI1ORNzRT6ZpabZJ74OD0tQhLA1gGyC0b3CAiKk3TeqU-e3oDZW37gbUH09TQghtMXTO-whF0c7hGGss0RmYksMQRRKzD4rwAavOjQ6c2ulC67V2_4D7kEos3eOddZ6NtHXN7fUawXSmQA7lr-JjNB8hGKs3CIdLhElLYD8TTvOvAvL2zHic87Kz_RRDWkQPaeC-ikxKpaKaf1WH04r1LSk_O3geTDeyu9Oe0AnfJlMwyI7exBkFXZYLBiYVpIDOG75B5CJIAwx0d4LISu-se9YxB_X6tkbG7UhncP6pIEnOiaLkQsc9u8U3-MbAAuj3Ssg0eaAS_jUBIPDnAvSDXEdU_h9Octrn3ilIo20GyXCOu_G_6g1GUHQw2QiMjD1lcuOprLjDP-9OXrn9noJWXjQuJkqj6APZBifnSBYclx_GOckQLQlEytYhbB5KcUe0hFwUTYm6WWQ26XFfboBrtXvxcbZuEvlsDgdgKef6lz6YlbS6rzao8A9b5IoijmVFoXgI1zC20s-H7npU78DUboRHQbKf47EM7xm_xzPZ1XwfaKkNQx6G-Uk-C-nw1EcL8mV92_iotfAdSERI4oVIlRYubFqL66AoQdqhMDxDuc4NMVT2-SvWQTmXIdks_JbZsjRTkxlZbw 543 107.197.64.248 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 3, 2026 11:16 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sujal Durafe sujaldurafe91@gmail.com 9842427552 Finding a New Position Hello Hiring Team, I am reaching out to express my interest in opportunities aligned with my background in SAP MM and SAP ABAP. I have 11 years of experience in SAP MM techno-functional consulting, including procurement, master data management, configuration, ABAP development, data migration, testing, and end-user training. My experience includes successful work in implementation and support environments, with strong exposure to SAP procurement, inventory management, reporting, BDC/BAPI development, IDoc/ALE troubleshooting, and cross-functional coordination. I have also worked on projects for Pepsi Bottling Ventures, Michelin, Starbucks, and other enterprise clients. I am available to join immediately and do not require any sponsorship. I would welcome the opportunity to discuss how my background may support your team’s needs. Best regards, Sujal Durafe 0cAFcWeA6TTGHluvEua7qxjIGmJ7yJsXbPFvJTa9hRvML65eLLK24CfSEwR5H9Y1skr1OrhuNyHpu0pUlY603oMqoo93Bi5EEMTSEQPeEETmVimxDL0NbVq7qSWWUUWCvqCKSsTio3cFJshbkTdg-vuhNvzpa8-QrY2dVOJy2HiyDOE5KiUmqv8pyWa_xTGEKqfnqTPnC9kUQ2rKDoHnLeHKob_76u-Jk0rs6Qim0Gi_CcU4SxjIGIsrN6rBbZUXCpOPwQjSUKweACYVGgBu-R8GO4emSDW-_jQTRYSYOk_1lfr6GFMq9ElQ7ExQyZ9Gg4fi8fO7TeK4SaAtm3c3KGp_5wpjQDkeb2wE-6324e2IJqs4uYrgISGKifX2SDuxMz-onS9csKQSs9bz1TxWrRb8538Hg_q3ZmLdv1OcE6KfBZVym_EfP8dcS6p9sccQG2_0DtM-VTGmtVWClSDY_umPjZI1YFZ0IiAqhzoewY_mMrjn93Y014c-IF3nwlKBgLISmS9KwE9jxMnGCZaZMR5HdMjqH5DW_neLag7lEo8iZpINqIM86M8xYMvK8HGKaxt7UVSaAKtRWgFU0NElpkXqjYmXdD1wqKn58xVPU658WyQc8irInYi76m4WwwFrMp26qBCXd-cia86rUpRrQY8zieLn_G7PEXYRDJSv-pLzTSHkLszy1X_u_9CZ33LkmUupoobI6NCK7QynPCqZ6X52GkI-kR88nT5jIFzeGUOr8NfSVXh8uZxHPNIJsEI_7sZ_MGq40EG3eMDlH7LGfwJrNiMS8j_Iud2D7duZyTHJyUYz9LPCH6O2DWaDUP7VLEftY2_umLjsLq-5oa1G9MnnZbQ4S7JnzrrxtpprW4uz2effCS9bculmygN6nhSPX8w5b71TT11bkw0RW5aRA_gjcSD4zpznEFPgSmpoMiEzNWA6-67cY2moSyPwqDqYZg9TVeGALofCiUZcpYe8xXzVWgiVZR_W2OaQk5KWq-T8wlR6_4U7rd7jnZswlockuz_CtEjZmfchB9HWwNNGnZPlgal8agIeBQ1oQ6XbIy8opprjgXmld5gYcIObgLD9xlO1gaGBfpMsFb5XpgaAttY-BiVQwynshx_WICZOy0S5hbtUm9lbASlj7PCwNi5UP4zThZaTXE21uNbO-fmeYVRVl8VoHz8S781ufCw7KnjQtdqpelEbvbQMUGbAfusfVxywVRQX73haibj9QrIDiBqyimB-RNmKZPxOkIZ2i1hHZtG80570XIluc1DdsGIHuibX1Lgq7roj2Dn9hvsIuk5HJ5dLl8F13uYMTMAIgrhlaln6XDbsxD7-71RU1ioaOn-nvwDcyKr8VL08JMo0Qkh1uljZpZWxZPb9EAd6M2B19RxaKkzhuGuSILRX8qcKRe_Xxd536FRnWC_rJg214jde39iBOwAzAQBF6u-TBQMV-po-KdOlXxBCpAlOMra7HBCgfRj0wPNfFLDrKa7NwVABiFXJrvqgBTrnTboYm_GEkG1bbKxOhMU0273xbhZsdPwiI4vdrTYbH_CJRnSv7fTuzAVoVfIDYJJnw5dmzUgvDRNXpZ70EM5EUge3g7WszW59v2qh_x8YADIyx5SJtAeSg1JyptMiMsa9rfS0ZGAWWGnX_B-mjTHLY0qC05wDpyccfkBD8GTy7MsY5JYyGrIsp9imeMwAGlEmiw-7jL-3ZM3lWd5hYgXlZE2SKJzC0jcFelKZLN-5J50M_yut1lvUbb6wHV-f7MIN9AubVbwuTeabq_QjRUVZJd-kXFgBobipM0GG9WhyT_NKqT_Gb1vqiwnzzOcsGUrm-DdlsRnn81Y6j1KmFxGS5B0hxz2WcmdOr4ynt7hYpFT-uZKLf5rAsTtBvTeOswOeb9gJaoENK3POt3VQq9ORkp0Y7S3aHpk8G_QJOxsWBZ1qbGQsBFojbmyQznov9QNv5zLibGN4fE5tYk4BFtUDdvJOcyLNjdyYNy7XszeRB84c0MrPvGaB47hv9bs0t5w6UEfn7XOD-GfMKBKcX7Wf30p1PmtQ3AIvPUaIAccCSx6Oim3jqkq_AteNdnl5l8UNNrH5hvif_LLgZiYC5crcNwy1zZtfL5FRNvW5oV13nb8XkQXRmSsGtJJYm79PHKZGIVYxfmUrQYxu4gu0zLyVvBCWjespG5voFjp3ZREuU_rEH4rQCYktb591YmxeAkwAiJnNprP3iBKLNoYfJ09BRictvN6fSVp1O59jqXMbsb8NBwqxnVOlSQb4pbcU7DJcfulL6Hm2FxmySdDX0cYukRfiAbj9w_tSpQkB0tzdMUXvBYr08IyWBHBpxT6T7WGdfvHnE8n2u19ql4xAYJ4gfEOGs_VqGAMsG3TDCK-Zbyj2Y_SrS1IFcE6Rdp3GGu1I2AGesR_iLy3z5VfzNO4EH-LWTaPXX_dtn1RAsiX30-vBiGPSyfoiA0ivJYHYVXVwPAYxpaXcGqFlJ7ErOR0KMVqRq-eZ051PZGSDVQnKPu 544 24.206.89.189 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 4, 2026 8:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sujal Durafe sujaldurafe91@gmail.com 9842427552 Finding a New Position Hello Hiring Team, I am reaching out to express my interest in opportunities aligned with my background in SAP MM and SAP ABAP. I have 11 years of experience in SAP MM techno-functional consulting, including procurement, master data management, configuration, ABAP development, data migration, testing, and end-user training. My experience includes successful work in implementation and support environments, with strong exposure to SAP procurement, inventory management, reporting, BDC/BAPI development, IDoc/ALE troubleshooting, and cross-functional coordination. I have also worked on projects for Pepsi Bottling Ventures, Michelin, Starbucks, and other enterprise clients. I am available to join immediately and do not require any sponsorship. I would welcome the opportunity to discuss how my background may support your team’s needs. Best regards, Sujal Durafe 0cAFcWeA6JShMq3eLHeHX7oZ-_kOqQ6ZwUMNXh212y92rVkp2RkH1W9aAtYV14Kmtqk-gYW73vsf7VyCdwopYe5Tw7vXLtI6_kaMteqbd1V4ejzlvQoTw6T6w7rw9E_zyi404Li2pha0JT9uK3I6aGu74n9B8OvT8sBz-eM0kHHthEsuWUj6i_Ms80_LR8d3j1mR7e1nEEKXHi7kYZoNHn072ZQTLRHUVYAP6bMurlHoGu5XKEWhsoG7t1tLNNzhtZtHs38ni-geacyw7bA7r58Zg2mesws2eukQ1rqvtlLev38rHK-W2kM6-6IY3kojhfrJ_TylfcufbENDuOWqiXy8S56-JSIbtWbbkOL6XaMtYO9LzVuJp7XpqqfMrIp1f7AMteQoEU9PNVZapD9YRjyNdqOCDxzBptFRyiqj-2xAQtw4OejJY5CZ-6Egdv9Fbfi8opsTRggtnXWU8k3R6NE3i1smo5R0A7B1aXtqFHRcFFt07-6p1w3R00aJJULHWxHANSGZmnoUUfK65LQcX4mGmgsxQSURwhI_TyvcFSB9BlMMOZKWgWaZbHHtIUQVMx_04zFsipjOqPspLVr8V2QQgUwgUQdy6yM6SWiTwoMkMYepQVzzPgRHgne0EG7VLJU32lChgCvFpptH9FZhIyPLuW0JMeRp-DbB5AqnG9w6NkmggOdIlhoNI-zZTEmwbCEEUOLxWQdz7Sk5I5egWlTXZZKtdf3TsBM_8OeC4-KAx3x8HfFmgdsKNKqj4Q00SR0lWVwCO0kIh3zetinT-65xBWyN51Um65vFuxxNj-b-mgzCt353iWRcOlv5bZGJrfH13BRSmx-_MU22hTeHB1x9NUH8s1lhn4nfma4UFbOmImN4WvBUGH3bxdRA0OrbZJk3z_vstKfDwiJmcKEKt7WAEtmpzyC5ANxe5dPpZeasMNxtxRELnVe_3q-_KVUR90kdRWlnnldsEdLiUVGK-zu266nvSRt3oWK75OjbDvekbb5j-ze-3adsg16Nc9YBNSyH_rB2lQiY-pNORaHAW6bUz4xudy7zITt6Xx8J9wVoAKd6Ttx_bcAsuFBiFrdEcWKeBSPEGJlTE-DjKlUbBQonfxQrCWLo3spdDIOrrfvCIF41SDWjzAtw2s7T9xN4leIVvTHoEF3PlxvJFDpEMxCDuU6oXS5gJ6kMVK9CMPP9aN1Sxqo-oMuNfCQoAwsVrGCeW99l5Obs1xLd6WfGOQVWpiej1nFsNKPacShZ0IEYREptl2B01jdvhQGvLbw4maooMQJzdfy7rzO92UsSVeKqEss2gPJRp8Ai58RcPoShqqNLORRcLL61Q6WClu9bZfNP-RkqNMYbP9DWwjGgSNU8do7Jv8VJRXMmFs011EbmVnFZeEOcNWGqSdfWD3oRdZTIOipF_-rRYYfKefS98kxW1K677Sm2z1muShQkIIhvLx2drvkltgBv0tFsKhIjRDOCSJSnDZYugsEZIMPqlKEdrtBJ2peOm6qU4-RPz7KJG1Ottnr55Esva2plmQx6CqDBLechs2XxBioqB3hTMVcaOlXac_h1yjZePvmzY0lhSAS0uVZBDnatLLJymUdPZPcJiJ-gu9ufbfI7XwUAiFYs0hoHzfMvLkW-ATw18dYB-6JuoYHfIKtuobJpyImAg7i5t-JRA5RkZm-oKS0WX_1aYO0LJpaWol4uQuuC71pBgrzEzb52QLIVvVbE-Cmv0VTSNqueWVHYGuv12j7o1ulu25g1u8DK4umZlJB9uzfUDeUWqFwchtjhQc_VmaqetaPLHFfAbhjwvtaBI_o05dNBJwNa8AwwHWZ7M2u869sK67-ulV_MR5nPLsF32TkddtMIhUKsY75xsu7bHi7m72Tewvc2zVYwV6mLt_mmB-ZHsLqepzFHMrGnzRgGL2C3zkEaqffDwazlaGrj2xvPZrnMlcqo3D76CGusRlHr2BGhBWMDmv0DNimwUdM5lKvNEfIf62qJ2oY3MhMgsqrAlebiFp50313Uz6_881EIbUF09sx8xFaKy1lZIHxbw8yZP2IoIYm31f3ODxyO4c-4oItyFf51Of_HfgYv4SjqQjWdmkv00_mwp-GIk1HeivFRrFw-axlVDThAPjMzjMq77t2NqN6KtUMlzlpDJaym6MZ-Y5yLXr4JmrZUIC2v4-cRhbqN7WQfdh9F1sxQhRRElWoZtFUcS_UPX2PHWIH4syHEEpkeEoiWPeAOkGVi34pkhH38eVtOXimVKuM1t5ldPwcH6am5Qaco0wOkOY0MbXpUVb-KAEta7aBmnPAUQpKLuvfcjsz8jJNv1xaHf4QjxSdzdArVcQ8tbmNoJRTsE59yGrFnl-LFwAbsW3rlQbhAAogoq_C0-qOQL_3CCNcWvvGdIjG5ml0HidyYU-qIL_EOLInts_P4h-MCMwm-EuEZSlIRH3fVUuRFiMGIStcR4-Q6t7BVvII_eNq3SdPi7814tPgvoOKU7PaLJD2xMquEtpslx-9bmZuTgzaIdGT22NSByiLpEWmV7v8cy9eKVhE9R_rQ_fSk4zSYM 545 24.206.89.189 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 4, 2026 8:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sujal Durafe sujaldurafe91@gmail.com 9842427552 Finding a New Position Hello Hiring Team, I am reaching out to express my interest in opportunities aligned with my background in SAP MM and SAP ABAP. I have 11 years of experience in SAP MM techno-functional consulting, including procurement, master data management, configuration, ABAP development, data migration, testing, and end-user training. My experience includes successful work in implementation and support environments, with strong exposure to SAP procurement, inventory management, reporting, BDC/BAPI development, IDoc/ALE troubleshooting, and cross-functional coordination. I have also worked on projects for Pepsi Bottling Ventures, Michelin, Starbucks, and other enterprise clients. I am available to join immediately and do not require any sponsorship. I would welcome the opportunity to discuss how my background may support your team’s needs. Best regards, Sujal Durafe 0cAFcWeA56EOs-8xpHUtiYtWayr05H2yF7713dJfteGP3UD0A9omnbv87IoJBaxdcOo5hEGEHHtaBwhx2RYvjHyGwF7p438g10tSXq-4xAiGQUaFEMDGs82Lfwf_qEtH9Ht9KocMaKR4PFApNGPG--E6yty5pCM7o-SdIS6y56AUKJ79_t3Bh-D5K-cuT5gCqxEb04sss1dtP6tbrJeMq8CsgLwKMFZopIrsZEu602ksQD-wpJcV5tWCoK0MEL2DpQqTihOVpkZf7Z19VXpRW5VP6mD7u4pcmtTDSZ8bSWVvdQoAiYGDpoCnyxjPTug-KCQA-8wu4LVbWaw64eoodoBlX2zzVOTzpgLvPIyI5foa7s2oCdnC1RyC82seOx0exKJ47zzKtVhjq8lNmGwESVSPbg98O6jWlB6UrHiAx4aH-qEY1mcRmPwLUmeBkuF_qNC24E3ztzsapDkLdsc2tE1fC2NnEQvbkCTqCxbQjI0W3IW_YLGgxM6eK2w_DiC5s09cK6MTsjcTaJV7HWXJNOX-00IjalT4M2o7_qz4tv56qhnquKrqnVliDAbQPKDQahYwMhu9jucjOsdiwvJil1RAuyDABMzieqqDskmyc24HOM0Ae1sDaki98olQCjbYCAHkzSSlJ5DuodjPL_sUvbWp8q4fyj7DHqmQGZX6YP-tBlVJLPhycfnpLKzprD11yWm-6WsLhSSZxElAp1K_nFfcDpKJvGF3caX-HR8R2oMg7nuTc9Ri3hhmO7adEDMFLgPk7knYEOCPczO-3uTnF2o9wCZdrWZohp1UplwfeNBuD6ITxAOG_hqkaSOiKtgHfHtG98-OwGM4_MBqAMc1ysVwvYhPrUkdP_0BKdzBwZ3glWyjziGAdDpfa7-8aO0qBqvfhDaEu-v8p19nNDw5how_8cgh57l5BY7tI8jCskPrJgLuDNzzEUBOCvjdUUEcP7h3zyY6dELyIQU-Z37TkGHszliRx5GXU0VGIAQZzH3tnw6zOb2uE24OgGJJpIqgAA4dww4eeErWYj3b0lfbCO7XvWCHHvjpbGRJW1Bn8z-SLxwZoXyIFE5bhS0ANUAeNluPy2kJk3R2wyfOvuO41Zq_85RMWmshFcHBrL2aN0LGeN578aPAyue8iXtSnCVXUvhV-EtEiKPJIbIAGGfCuBQZ99K0STk9J0DdfzwNMFLtkg8robncps8shmeJ0S8_hiF46KUuqhYtaQW4Gsf7LmwNsivgyNiIv4DGoHdo3u4LFyhDE2sohDTiCqsbh8boHtpiqCvkN3b8BXKkJzb0pn4Uy3Bn6toMbpKVtSZzXU-eso6sVLewxAh6G8_tU6XJnIhgQwKqbb9qbWar30BvRdqOMv9KfIruCP-3tWlCNs5ImIgCdT-mBlYO2E03SVvJIhwxJpHn6jA1yE8mjzuTlKB2y98ITzwoFRwXmDkwK04Dt-gPkGsU-edxHJ1hXY8J6ooS9BFLm5NQCbZudma4rDsBnw8Hl9LWPfDaUZXVRZ8eXB2cR56eiA0TqZD2QxptDEMOBR4FigmgSlb46_272glu2UhgritfZIRVeG5xLtKCYMfxSgLFBW9bO9vT0oLJW_hU3dp9PlQMO1DRpphpSg5Aocu94YVXU1kesUZF87zwU2uOVwQzzX1Zt42G1UhXWPrh2p01C2fKU1lWf2Mt8C0UmObY4QSV71DnxU5rBQfBOOEMECevsQ1Ht74G3gNiI1-xf1NfdhkE2YIf1KflCqBlkL30EVQrcrxYaC0SXo5e8SDdE-Gyuhj2MNiAwarGln5s-GcxBFMEJyVE2kTlw5yAQt7Xc50VQCCY_-JrFEDTGKlyQXo-WkEGYiRzophEUc_BECeQzyKSuEcs-uPYXXAYuvDucCFN2eJSLzgzf_RsvRlAHMSiKrTFLGUWSuBWlrTzB3sUlFe_0E6r3a6SfKAF1A6UG76QNSUtLSTTqugo4sfZWR0EcaWDfHZc1X6Xp4XERBlPVNgF6OcL4uf255bSkQy-Hiy65k6-TMoOFjNIAqkEg6KlmnIP_ql83Bg4Y5L1qPWi6051BFtClr4ZFxaf_2hbgM6yTp_D2uGejzhX0CZM2_E6g3mBLVZTh2rhl6qgTRKpvIu1yjOJ52VEV4HXzV7-ADjVzyvw3tCx3qxm9hNtdMFL17tlrsA6-iiBlsKMbn9eNmFR6UfsNrWU8OQXdwYhyoiCWkMNP2711VvF1gsyyMiFXXavSYqzNnjOEFAh-uOcJQzRhnXa-zd5giTCLa6CqFNjCxZlQA8YJLkXnf0oydbrHD7Ihk45DvlmrWV_GouC9jbHPCcK_mN7N_T_kt8rby73XBGkQkIFcdg9sJYqu0gyY_iUU0TK1GJhSdBsqE4SHmGStmzWVyEDCPEXlDF7TqpHcaKQqwW98aqUCzkn08-VI4lMCFNAr5tg6iE5G7i_kR9HIhbDbecbC1Xd0QUChPVG_AWYmQXA0QHpVdrZah_sCAjTbdNj79jpgdJHi4-y47xAK-BWjceWfJmPsKbAEVqPNzh3i_vRetRS57ZPj5Qse6HB8 546 24.206.89.189 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 4, 2026 8:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

An SAP Extended Warehouse Management (EWM) implementation can truly transform warehouse operations, but for many organizations, the real test begins after go-live. While implementation teams spend months preparing for cutover, SAP EWM hypercare often receives less attention. As a result, organizations can find themselves scrambling to secure the specialized support needed to stabilize operations and maintain business continuity during the critical first weeks after launch.

KEY TAKEAWAYS

Hypercare planning should begin months before go-live. Organizations that wait until the final weeks to define support needs often struggle to secure the specialized SAP EWM resources required for stabilization.

Go-live readiness does not guarantee hypercare readiness. Successful stabilization requires dedicated support processes and defined ownership beyond system deployment.

SAP EWM expertise is often in highest demand when issues arise. Functional leads, integration specialists, warehouse process SMEs, and automation experts can play a critical role in minimizing operational disruptions during hypercare.

Support demand is frequently underestimated. Even well-tested SAP EWM implementations can experience increased issue volumes and user questions.

Organizations that proactively staff and structure hypercare are better positioned to realize value from their SAP EWM investment.

At BCTG, we've seen this challenge emerge repeatedly across SAP EWM programs. In several recent engagements, organizations reached out shortly before or immediately after go-live because they lacked the EWM resources necessary to support hypercare activities. In one case, a client needed four specialized EWM resources and was struggling to fill the roles internally. In another, the organization required eight EWM support resources to sustain round-the-clock operational coverage during stabilization. While every implementation is different, here are four steps organizations can take to set their teams up for a smoother transition:

PREPARING FOR SAP EWM HYPERCARE

Build Your SAP EWM Hypercare Team Earlier Than You Think

Many organizations focus heavily on project staffing but wait too long to define their post-go-live support structure. The skills required during hypercare are often different from those needed during design and configuration. Hypercare teams need individuals who can quickly troubleshoot warehouse execution issues and make rapid decisions under pressure. Rather than waiting until the final weeks before go-live, identify required support roles at least three to six months in advance. This gives organizations time to secure internal and external resources and establish clear responsibilities before the first production issue occurs. In one recent example, a food processing and distribution company realized the need to deploy EWM resources to each of their key warehousing and distribution facilities only days before go-live. It became apparent that the user community at each facility would need face-to-face guidance and support as they adopted new processes and transactions in the new systems. BCTG deployed four SAP EWM SMEs to travel in two-week intervals to each key facility to adopt the new system, troubleshoot typical hypercare issues, and document any required enhancements.

Identify Critical Skill Gaps Before Go-Live

Not all support resources are interchangeable. As such, organizations should assess whether they have sufficient expertise across key SAP EWM functional areas, including:

Inbound processing

Outbound processing

RF and mobile transactions

Inventory management

Labor management (if applicable)

Integration points with SAP S/4HANA

Warehouse automation and material handling systems (MHS)

A skills assessment can reveal gaps that may not become apparent until production volumes increase and real-world exceptions begin occurring. SAP EWM Hypercare Team Spotlight

Pro Tip: Organizations often discover during hypercare that their greatest need is not additional project resources, but specialists with deep SAP EWM operational experience who can quickly diagnose issues and minimize disruption to warehouse operations.

Plan for Higher Support Demand Than Expected

Many project teams underestimate the volume of support requests generated during the first several weeks after go-live. Even well-tested systems encounter unexpected issues when real users, real inventory, and real customer orders enter the equation. Transaction errors, process questions, integration failures, and user adoption challenges can create a surge of support tickets. Organizations should plan staffing levels based on peak support demand rather than average demand. Having additional coverage available is far less costly than operational disruption during a critical stabilization period. In another instance, a global specialty chemical and advanced materials manufacturer realized its need to bring eight facilities online within the same week. With locations around the globe, it proved impossible to support all facilities without SAP EWM experts at each location. By tapping a rich network of consultants, BCTG identified and deployed resources with the requisite skills and travel flexibility to visit each location in 4–6-week intervals during hypercare. To minimize cost and optimize future enhancements, the team collected and documented insights from each facility to shape future phases of functional deployments.

Establish Clear Escalation Paths

When warehouse operations are impacted, speed matters. Hypercare teams should have documented escalation procedures that define issue severity levels, response time expectations, decision-making authority, business and IT ownership, and any additional executive escalation criteria. Without clear escalation paths, issues can remain unresolved longer than necessary, increasing operational risk and user frustration.

FINAL THOUGHTS

A successful SAP EWM go-live requires more than system readiness. It requires operational readiness and access to the right expertise when issues inevitably arise. Organizations that begin planning their SAP EWM hypercare strategy early can significantly reduce risk during stabilization and accelerate their path to long-term success. As recent market demand has demonstrated, securing experienced SAP EWM resources during the final stages of an implementation can be challenging. But the organizations that prepare early are often the ones best equipped to navigate go-live with confidence.

For help with your SAP EWM resourcing needs, contact BCTG today.

Andrew OConnor andyoconnor33@gmail.ccom 2039798508 General Inquiry Dear Hiring Manager, I am excited to apply for this opportunity and bring over 20 years of experience in enterprise technology sales, business development, and strategic client partnerships. Throughout my career, I have helped organizations drive growth through AI, cloud, digital transformation, software development, and data solutions across enterprise, mid-market, and startup environments. I have a strong track record of building pipeline, developing executive-level relationships, and closing complex deals across industries including Financial Services, Healthcare, and Technology. My experience working with cross-functional teams and delivering value-driven solutions has enabled me to consistently exceed sales targets and support long-term client success. I would welcome the opportunity to discuss how my background, consultative approach, and passion for technology can contribute to your team. Thank you for your time and consideration. Best regards, Andy O’Connor linkedin.com/in/andyo101 0cAFcWeA5kFNUzHLQIhL-j6DnaH0ARoLxp6H4Irw66nh2kBY7FDco34Q65XeEsJGvqnjWBaTTKPmthlsHQb7szjQUXZuRJ5zJ_uGfkI2KZEtXh3vEZWRD-rWwnFkSDIUovhQZxfmTgJu1ZptPNwYEaQSbEFTdivOy8cPnCaxtoGI-CFUnhj9gL61DQASOGeiaGmFYA9CvCuN7zvZpSBTFRDSdJqYe0sqxvMbahkNqARjx924-B3ARhlbCwGUODyhFqrasTNgIAHGJiRrpOWnMYYl7Ot-J5UkRsOXxSa8rfK1hYtYg1rybl8i1tfG-MUb5fOjEDEcb_o-_OUQXIc9T-Ol4thBgiVsxZzMn6CIgXoL2O-Cx-EN_gP_ejrkjNidf8gl7s0V76KU901KzSOzCe7N5VqB12GZJvtsTXE3fdyOk5WlXKoQ-iDrycswl1rLN1FAbqL9G6CpzYOTL1wHRyYaMssEfXUzd4-L71nW_0O347HR4Gu-vPitB1dh-OJBdNK9ZMNELxqrc46iAW6va3B6_l4UBJtK_e66v_ByZF6HaXH-gJ0pR1qFDK1-QXZypPpoJJnFJjr84HrKMQDwb5uZqI2AoaALNtI9YkdanGSpw-hYAC6PoDShv9G_H19Anfbua9pJW4Jj-lV1AWsHBrqPOueUQpGOPgKEEij0UZbsTRuxJHrbgDxnB4kY7V39y0K-EPZpVKK6NquqAbj8uksV3gwTxuq9AFQH4W6gabQaP9cElnKaqo4nmezcrSExew25_PL5gl1K6EJ3koCLuLMmbxUx7g24mdGy2x05WEnLZN_1z33rssbzgqYkDdQ_2f9Hrp9MZ_B3yGIwD_nbQBc0GCLVpG8u48BQvKKI-MeTvLUXq2_iAAgXLKBgZXqW59mRUNFJf6cN-Sg7h5KpeC8rBxBzV9q2NgZZU0pwr_ywgRO2Z0Z79TuHGuJTjO_D6pDLO50CxFzSFm19xTA27sYQXGxClFe6Vrs4JVTlNOFPmzaZAYT2aaK_N_IsXFsRRf7txko8s5wXsuggNtbK6Pfrfl9T6zA5uLC4zjk241i0ayu-fpHIfGZzN4HKxUTJpAt5AvFvS0NKbRvqq0f7QR3O6fK89S0gz3Hlcc6rbhp_trRu3Gwqe8kAT8d5IIK-BsnvbOpB5I4zYQiHYtEtXhvfonu_ZjCuTUhsZqzVzjNKyY4Cv5N8TVWcHrX_cmdVfuySPVIN18yTGEIspqHQKahPekywBEriLv1gp6X92kC8FlzyGsC7EMvsGQOVevEvLIx1nNvHgcbY3D7_FrhOHbq4SoHzuJ0wNmLBN647h9JM8YbawaZY7ya8qXogL0yM1azVkMH-1q8587yHVSAOOw5Ci_3lctbTGICwFo-S9Xwh7r_QzwFKYsxpnjsHLr1Pf2SieFJC24z02MW2oRwELH3rvcaTnDpt4Z0AWFiuW8ah4LjZH7A-zhDRRfjX6Zh-2btTRyyog0vpu5WlnDuRroazzzJC5QviIlNtSibQE9MNuuGShDuqmEvWZA2JGl9sjjGUFIPKMNanRRUL-6jlIY8VcuSW-d2FpbVxmpWeVpoA8SB61JIAGtvp6iMMk1KWlrZ3TQmTtQH4QDHaZuA8h3ZZcKk8EB3VpPdtfXh1xQCZ1IWr7g2WtMIjDpKOd922dMgVSdAi-5f3SRL_R9YPLyvjnNyvehCaSXTW_5VxL_NONsJBGRFfF-n4Oe-jXcJwJRmICrp0LMOVRriKTtBik_dUpbhnYcA-unc9yEO-XYl8NB9zCOV0_AEY1q3NLdt3MxH2QME8QLXNMTRA6U0TAWq_UkEGVK5Uwd1ht9hAPDB77wjJfMEG3Nec3p2ptia2tNeUUagH2wXyGd02SLVrMToHsyxQNqEe7ddU1qmZvG02alBJVSNioKrvyjdrAtNm8f1EHAmuFylkLBuN4-e3hZzBnb6vNBexLR-w4lqFlJBbWhcG4rNbyPVa--oIfTqprqjobYzLl28-VQtoyCmC92autOO0wVF9jyDN5knZYIaJwcPO2ggILW3K8WinTUIagh0AZ8_WElI8V2slt58H1Anh3BC4BST48_7R71mZrtfjwAngqPLbKiQ0LV93r4GA3LfyFOYFQBtLoLiq2Kmdm2TbpNh6GD1K_VaiiHhreX4PHElMsejzN2KHqUkkl5lEYxPzdaPq3iZuqONyuZ6XTH8ZLvpjpG7A-mMA 547 148.74.206.15 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.32.1345 https://bullcitytalent.com/contact-us/ June 6, 2026 3:34 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Andrew OConnor andyoconnor33@gmail.ccom 2039798508 General Inquiry Dear Hiring Manager, I am excited to apply for this opportunity and bring over 20 years of experience in enterprise technology sales, business development, and strategic client partnerships. Throughout my career, I have helped organizations drive growth through AI, cloud, digital transformation, software development, and data solutions across enterprise, mid-market, and startup environments. I have a strong track record of building pipeline, developing executive-level relationships, and closing complex deals across industries including Financial Services, Healthcare, and Technology. My experience working with cross-functional teams and delivering value-driven solutions has enabled me to consistently exceed sales targets and support long-term client success. I would welcome the opportunity to discuss how my background, consultative approach, and passion for technology can contribute to your team. Thank you for your time and consideration. Best regards, Andy O’Connor linkedin.com/in/andyo101 0cAFcWeA5T8sVGE4mY4QYNYiTtNwDt3EEGqZD_yzv4xu7HYfDddC5_hXBISSmulReT05jsRc2G4dAkl8FMjOH53UJ3_mT_FgxSTjaQy5FP1SfyF8NrdVw0PyPiwvuwu7gWiVbQdwqyF7hhZs2ICfPbHN0lflCGyqHsaXo-U03HDzesAike_LitBEqAzGVWCOA3Eo8omMlGmtASbX0zghJ22OqB6HdmIjWcXnClSIaPOVIMC9ilO-t2qdFnfW0BTfQta_AqvFgz9Z6jfBPbiEXtxwhS_E27lMtzfJP1DnGBPEQNHCf-oxGga32-tnGpWEf8ts4SoLt9IT3uowmeSGTb_aVYeXimYP-BlXf3lPrz7dzBO6EE2IM-7ojFGN3-bfITuzlsCc9qRqvezRc9hX3y6L4LKMYF6QQLkjndt-HzluBqO990BY8mETe7XXBd0TpVcd-_PNf1slnqUdIWouANk75KchjCaXombLTGRkQZM8WM9dwVnCDjPJVePv7AftoWsO4tkwvRtNduUuBqtL916qMNRFzwfK83i55TP-TYsiDOYGi2k1el8TSzQVyNoeRAJ0E_1b5Tv2c7Ktn21g-t6Yv94ve1TaAh5Po8FxpyxjUZLWxraRKZToArEnytpoCzFTzrFEuL2LyqO0B42aM_KqjrB7oIN35vYE2rI8oIO_5IJu9rb-gepBGxyFVtB-coesDG781pVZpnGj2FJZHFSCgD4lugQ-m_Qn0Y8CC3G-wZJIvmaCfNU7Ti1k4b1wUt7SuOW0U24iLJV1mZUkP7OlQseygAhEKr1I2Nl6YTQJ0Vq0O1RNhFDhWqR-Fwe76eu998PFl30oeEiKmdC-xOz_JavTmgDHxeJzmYMqsqIDWqLwd_irO3CQ47xS_hYeZSpCLneJ5dKbsrqjCL1u2G5BbxtocECLBT-A9ECKdIByW6K-mijVh8s_sAPq-f-ZwnjRgFOqr0nZs1payxdVpFeyuuP4PCXM3ISu6gfFwAXEMrXXa45xi9xB75a_cQCn74vcU0QMRroY2yjrNqJWVs5iKK7plUEAbCjn2fmON7ww1dNkBatt5FRCmhQdO2dkT6zYCtMZmELNXBkftwCKyKnMojU7_7vXS3UpKQQG6SsnD3nJmZuBLlBXbQHONokrKhBlRJnwBm3KqGE70JedBFF1l9xYeoe9XxgA4YMqXt56GOqdBSV7bjSiATj7gHuz_hIYA4C8UlQKAhyNOxNIVy8en0tcUM6GoHQ8DNZQol3P6qPu8UO5rsBTRZgWQQydn5FKxvzj8vauZBrMRGqeFUmpb6j-S3niiWLWFjucNJWIx6Ty4kQk6tK0z2T1wjH4Fyl47EcgNoUKJ2UKE3AQE2FzPOd5c2KJZLoTfCm5G1RyqvRDvngsCqmpLs9v5Grc7d7DN5rRrdTodso6JMiEEj6ImjuGp-POrN6a1ZRIzZsng86yD55moyO2PAQ6B_94YXoXJWDM5zkvxOIkJK_yj0IUfgGxDWX7s8Pz1hnlRoOBwnbFtRrMdg3K4MvreCNUDeQ_jvnjO_x9bi1NU4ZDWiIz5kFHBCbIbvMJOjkaUMPPZwuK8BnpASJZNAUFjIEAC-YENURUMWjLYyVeR0Ha_I5FYqdOpKl0T8aWECeCC7-DJqb0UcmxHyj-K_QcelQDopXP8VjF6qv3jvHcw53zR6YYkfSML6JMpji7drf85rtNB8Em-uIU0v5tuHgaNsmnpwiGrenKX5mHRYy6omTMB_H23BuHa6a8L0p5-QckgmHdjNQj8QhL8G-dUwiuP0ybp-UkJ5r_7tAq46_KaXEfjUHPmLqRgeAbhrVkiEbBJJW1FvEMjcutWwVGfMJ6FjbFp5UYNdGwUraI9WwglbLU2N79G7Ir2NWtpKjRjBPtPsSzXcGSoYKWxmGgpKWMQoJgw9-pGmDITY_chLWJgLEM8lDi0ZzbFig9oeZWbPL-Dl8CMCQN0Hi9EdQgWSlNpueTLnmVSczmgUHPo-KfOTUXiJ3NX2DfS89-s9kTBSUXdlH08sbGMHLNZEa189d4rLmba4njRPyjL5bOOLfv2kLOL6DgJgktlykahzC3IPJAEcH1BsUSPZDDPaqBO85-kmD9n1Nh-7Mg9H_03C2Q34jIsa9vRfdfv8kaJnXIhgCE4PZS34IzGUTNF2_UWhYVBWgVmFUxkga2STMC39BtmKL4keLadzsaUd-sW4ZmYLqqajwoXvx3Nbzbn-DTt49VFSZqQMAsrSGAR-1dobDKbUpUMbd3HuUC6xp4pGjQ 548 148.74.206.15 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.32.1345 https://bullcitytalent.com/contact-us/ June 6, 2026 3:34 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP S/4HANA introduces significant improvements in the Order-to-Cash (OTC) space, which is the end-to-end business workstream that manages all steps from customer order management, through delivery, invoicing, and payment receipt. For the OTC cycle, this means moving beyond simple transactional flow to an intelligent, automated, and insightful process.

KEY TAKEAWAYS

Order-to-Cash (OTC) with SAP S/4HANA is transforming from a transactional process into a real-time, insight-driven workflow

Improved master data and credit management enhance data quality, efficiency, risk management, and customer experience

Advanced Available-to-Promise (aATP) and fulfillment visibility enable more accurate order commitments and proactive issue resolution

Simplified pricing, rebates, and revenue recognition reduce manual effort and support modern accounting standards

The OTC upgrade is a business transformation opportunity

By leveraging the power and performance of its in-memory database, Fiori user experience, simplified data model, and integration capabilities, S/4HANA allows businesses to accelerate cash flow, improve efficiency, and deliver a superior customer experience, setting the stage for success in the digital era. Keep reading for insights on the upgrade of OTC with SAP S/4HANA.

UNPACKING THE S/4HANA OTC UPGRADE

With many organizations facing end-of-life of their SAP ERP Central Component (ECC) systems, an upgrade to S/4HANA is increasingly essential. The platform’s OTC enhancements deliver tangible, daily value across enterprise operations. Below is a summary of key features and improvements that can help your organization optimize its OTC cycle:

Customer & Master Data Foundations

Customer/Vendor Integration (CVI): In S/4HANA, customer and vendor master data are unified under the Business Partner (BP) concept, establishing a single, consistent data model across the enterprise.

Unified Master Data Management: CVI eliminates the need to create multiple records and supports SAP’s “Clean Core” model, reducing master data maintenance while increasing efficiency and data quality.

Dynamic, Two-Way Link: The BP framework links each entity to its various roles (customer, vendor, employee, etc.) to ensure consistency across all business processes. CVI is mandatory for all S/4HANA conversions, serving as a foundational step to ensure the new data model can be used effectively; the centralized, clean data makes it easier to comply with regulations and maintain data integrity.

SAP Credit Management (FSCM): The FSCM solution transforms credit risk oversight into an automated, data-driven process integrated with real-time financial data.

Automated Decisions: Pre-defined business rules and workflows streamline credit assessments and decisions, saving time and increasing efficiency.

Integrated Risk Analysis: Connectivity with third-party credit rating systems enables real-time scoring, dunning, and limit-setting, reducing bad debt exposure and optimizing working capital.

Comprehensive Reporting: Detailed credit risk analytics support compliance with standards such as IFRS 9, ensuring transparency and regulatory alignment.

Sales Order Management & Fulfillment

Advanced Available to Promise (aATP): aATP in S/4HANA provides a dynamic, intelligent approach to order commitment and inventory allocation, enabling precise fulfillment decisions in real time.

Real-Time Availability Checks: Commitments are made using live inventory and capacity data, optimizing allocations for high-priority customers and products while intelligently suggesting alternatives during shortages.

Enhanced Backorder Processing: Automatically reallocates stock based on priority, revalidates confirmed orders against updated supply and demand, and enables faster, more accurate responses to changing conditions.

Supply Chain Management Integration: Integrates with complex fulfillment scenarios, including third-party and alternative-based confirmations, to safeguard inventory for key customers and sales channels during constraints.

Sales Order Fulfillment Cockpit: The Fulfillment Cockpit delivers a centralized view of all sales orders, improving visibility and control across the order-to-cash cycle.

Unified Dashboard: Built on the Smart Business framework, the cockpit combines analytical and transactional capabilities so users can identify, prioritize, and act on order issues in one place.

Operational Agility: Real-time monitoring and collaboration capabilities enable faster resolution, shorter fulfillment cycles, and improved customer satisfaction.

Faster Order-to-Cash Cycle: By consolidating tasks and reducing manual tracking, organizations lower costs while improving responsiveness and service quality.

Mass Change of Sales Documents: S/4HANA’s unique Fiori App allows users to quickly and efficiently change multiple sales documents (like sales orders, quotations, and scheduling agreements) at once.

Intuitive User Interface: A business-user-friendly interface replaces technical transactions, allowing real-time monitoring of changes and updates across both standard and custom fields.

Background Processing: Mass change jobs can be scheduled to run in the background, allowing users to initiate the changes and continue with other tasks without waiting for the process to be completed.

Pricing, Rebates, and Settlement

Condition Contract Management: Condition Contract Management in S/4HANA centralizes and standardizes the handling of customer and supplier agreements, offering a unified structure for managing incentives and rebates.

Real-Time Access to Business Volume Data: Data is pulled directly from transactional documents, eliminating periodic updates and reducing dependency on external tools.

Simplified Maintenance: A single Fiori app provides a consistent interface for creating and maintaining both customer and vendor condition contracts, standardizing functionality and reporting.

Flexible Settlement Options: Supports immediate or subsequent settlements (automated or manual) across diverse agreement types such as customer rebates, commissions, and royalties.

Settlement Management: Replacing ECC’s traditional rebate management, Settlement Management delivers a modern, automated framework for managing settlements across the OTC process.

Integrated Condition Contracts: Offers detailed control over rebate and commission agreements with centralized visibility into financial flows and cash positions.

Automated Settlement Processes: Reduces manual workload by automatically calculating and processing settlements, improving accuracy and accelerating processing time.

Streamlined Workflows: Simplified process flows allow organizations to redeploy resources from administrative tasks to strategic initiatives that drive growth.

Revenue Recognition & Financial Impacts

Event-Based Revenue Recognition: S/4HANA decouples revenue recognition from billing, offering real-time, event-based processing that aligns financial reporting with operational activity.

Real-Time Revenue and Cost Matching: Captures revenue and cost data directly from operational documents to apply the five-step model required by modern accounting standards.

Flexible Revenue Recognition Methods: Supports multiple recognition scenarios, including sales orders, service contracts, and projects, while handling complex arrangements like variable consideration and contract modifications.

Improved Compliance: Natively aligns with ASC 606 and IFRS 15 standards, automatically applying the mandated framework and maintaining detailed audit documentation to minimize compliance risk.

Returns & Intercompany Processes

Advanced Returns Management (ARM): ARM unifies the end-to-end returns process, automating follow-up activities to streamline both customer and supplier returns.

Integration: Seamless integration with Extended Warehouse Management (EWM) and Quality Management (QM) ensures coordinated handling of logistics, inspection results, and follow-up actions.

Flexible Follow Up Activities: Supports multiple resolution paths, from scrap to replacement delivery or partial credit issuance, enhancing efficiency and customer experience.

Automation: Automatically generates follow-up documents such as return deliveries and credit memo requests, reducing manual effort and errors.

Advanced Intercompany Sales (AIS): AIS simplifies complex intercompany transactions where selling and delivering entities differ, reducing the need for custom development and improving transparency.

Valuated Stock in Transit: Enables ownership visibility across company codes with event-based revenue recognition that aligns with IFRS 15.

Integrated Compliance: Built-in checks for product and trade compliance ensure adherence to safety and export regulations, supported by real-time visibility through the Monitor Value Chain app.

Automated Document Creation: Automatically generates intercompany purchase and sales orders, minimizing manual intervention and accelerating processing.

Trade & Compliance

International Trade Module: For organizations with moderate trade complexity, S/4HANA’s embedded International Trade module automates global trade processes and integrates seamlessly across core functions.

Automated Legal Controls: Manages licensing, product classification, and embargo checks to ensure adherence to international regulations while reducing compliance risk.

Data Integrity: Maintains accurate commodity codes and control classes using globally recognized standards like HS and ECCN, supporting integration with external data providers.

Embedded Integration: Tight integration with Sales and Distribution (SD) and Materials Management (MM) eliminates the need for external interfaces, lowering IT costs and reducing integration errors.

Intrastat Reporting: Facilitates compliant reporting of cross-border goods movements within regions such as the EU, simplifying statistical declarations and ensuring accurate data submission.

Reporting & Analytics Enhancements

Reporting and Analytics: S/4HANA transforms analytics from after-the-fact reporting into a real-time, embedded capability within transactional processes.

Real-Time Data Processing: The HANA in-memory database enables live data analysis, removing delays associated with batch updates or separate data warehouses.

SAP Fiori Interface: Provides a modern, role-based experience with customizable dashboards, intuitive reporting tools, and access to a wide array of prebuilt analytical apps.

Advanced Analytics Capabilities: Predictive, planning, and simulation tools leverage real-time insights to accelerate financial closes and empower faster, data-driven decision-making.

FINAL THOUGHTS

The move from SAP ECC to S/4HANA represents a fundamental transformation of business processes and an opportunity to rethink how your business operates. For the Order-to-Cash cycle, S/4HANA transforms traditional, linear workflows into intelligent, connected processes that provide real-time visibility, automation, and actionable insights. More importantly, the platform encourages businesses to reimagine their ways of working, to challenge the “this is the way we’ve always done it” mindset, and to encourage incremental progress, which when applied consistently, results into real transformation.

For an in-depth conversation on these key features and more details about how SAP S/4HANA can bring value to your organization, please get in touch with us.

This article was originally published by a partner in our business ecosystem, Clarkston Consulting. To learn more about Clarkston, click here.

Some of the biggest SAP transformation challenges emerge after implementation, when organizations must stabilize operations, support users, maintain governance, optimize processes, and continue evolving the platform over time. Without the right operating model in place, companies often experience declining adoption, inconsistent processes, growing technical debt, and stalled innovation initiatives. That is why more organizations are investing in SAP Centers of Excellence (CoEs).

KEY TAKEAWAYS

Modern CoEs act as centralized governance and transformation hubs that connect IT, business operations, analytics, process improvement, and long-term strategy.

A successful, sustainable SAP CoE establishes post-go-live operating models, maintains cross-functional ownership, prioritizes strategic talent planning and continuous learning, and balances governance with agility.

The organizations seeing the greatest success treat their SAP CoEs as long-term business enablement functions rather than support organizations.

A well-structured, sustainable SAP CoE creates long-term ownership, governance, and operational alignment that extends well beyond deployment. More importantly, it helps organizations build a model capable of adapting as business priorities and demands evolve.

UNDERSTANDING SAP CENTER OF EXCELLENCE (COES)

One of the most common misconceptions about SAP CoEs is that they function primarily as help desks or system administration groups. In reality, modern CoEs play a much broader role. They act as centralized governance and transformation hubs that connect IT, business operations, analytics, process improvement, and long-term strategy. At their best, they help organizations:

Maintain process consistency across business units

Prioritize enhancement requests and innovation initiatives

Manage governance and compliance requirements

Improve user adoption and training

Align ERP investments with business objectives

Support continuous optimization efforts

This becomes increasingly important as organizations expand into cloud ERP, AI, advanced analytics, automation, and integrated supply chain technologies.

CONSIDERATIONS WHEN BUILDING A SUSTAINABLE SAP COE

Post-Go-Live Operating Model

The period immediately following implementation is often where organizations encounter the greatest operational risk. During implementation phases, companies typically rely heavily on systems integrators, consultants, and project teams operating under dedicated budgets and executive oversight. Once go-live occurs, however, many organizations shift into a maintenance mindset too quickly, where ownership becomes fragmented and governance structures weaken. Moreover, as enhancement requests accumulate, organizations often revert to reactive decision-making instead of maintaining a structured roadmap. Why does this happen? Most often, it’s because organizations fail to establish sustainable post-go-live operating models.

Cross-Functional Ownership

Successful models bring together stakeholders across finance, supply chain, manufacturing, procurement, operations, analytics, and enterprise architecture. This cross-functional structure helps ensure the SAP environment evolves in alignment with business priorities rather than isolated technical requirements. Business process owners play a particularly important role, as they help maintain operational consistency and ensure technology decisions support real-world workflows. At the same time, IT and enterprise architecture teams provide oversight around system integrations, cybersecurity, infrastructure, scalability, and cloud strategy. As SAP ecosystems become more interconnected, analytics and data governance leaders are also becoming central CoE participants. Organizations increasingly rely on ERP data to support AI initiatives, making data quality and governance essential long-term priorities.

Talent Planning

Even organizations with strong implementation partners struggle to sustain SAP programs, and the challenge continues intensifying as companies accelerate S/4HANA migrations and cloud modernization efforts. At the same time, the skills required inside modern SAP environments are changing. Organizations no longer need teams focused solely on transactional ERP support. Instead, they increasingly require professionals who understand business process optimization, data governance, cloud architecture, analytics and AI integration, automation strategies, change management, and industry-specific operational requirements. This creates a major sustainability challenge for post-go-live support models considering that many organizations rely heavily on a small number of highly specialized individuals. So, when key employees leave, critical process knowledge often disappears with them.

Continuous Learning

SAP environments evolve continuously through system updates, new capabilities, regulatory changes, and shifting business requirements. User expectations also change as organizations adopt more digital workflows and automation technologies. With nearly 44% of workers’ core skills expected to change within five years due to technological transformation, the strongest SAP CoEs treat learning as an ongoing operational function. This means organizations need structured training programs not only for technical teams, but also for business users, process owners, and leadership stakeholders. Cross-training also becomes increasingly important, as organizations that distribute functional and technical knowledge across teams can improve long-term resilience.

Governance

One of the most difficult aspects of running an SAP CoE is balancing governance with agility. Without governance, organizations often accumulate disconnected processes and inconsistent reporting structures. Over time, technical debt grows and system complexity increases. However, overly rigid governance can also slow innovation and frustrate business stakeholders. Successful CoEs establish structured intake and prioritization processes that evaluate requests based on business impact, operational alignment, scalability, and long-term maintainability. This allows organizations to support innovation while maintaining architectural consistency and operational discipline. The most mature SAP CoEs also maintain long-term roadmaps that align ERP investments with broader business transformation goals, including AI adoption, supply chain modernization, analytics expansion, and cloud optimization initiatives.

Business Value

Ultimately, the value of a sustainable SAP CoE comes from helping organizations continuously improve operations, increase visibility, reduce complexity, and support strategic growth initiatives over time. The organizations seeing the greatest success treat their SAP CoEs as long-term business enablement functions rather than support organizations.

FINAL THOUGHTS

As SAP environments continue evolving, organizations that invest in sustainable governance models, workforce development, and cross-functional alignment will be far better positioned to adapt and scale. Go-live may mark the end of implementation, but for a successful SAP CoE, it’s the beginning of continuous transformation.

Click here to learn more finding the resources you need for your SAP CoE.

While ERP transformations promise long-term business value, they often require years of planning, implementation, testing, and change management. For the IT teams leading these efforts, the journey can be both professionally rewarding and mentally exhausting. As ERP programs increasingly evolve into multi-year transformation initiatives, organizations face a growing challenge: preventing and managing IT burnout among the teams responsible for making success possible.

KEY TAKEAWAYS

ERP transformations often span several years and multiple phases, meaning teams must balance implementation responsibilities while continuing to support daily business operations.

Teams frequently find themselves working in dual roles, maintaining legacy systems while simultaneously building the future-state environment, which often leads to transformation fatigue.

When critical ERP team members become disengaged or leave, organizations can face project delays, knowledge loss, lower adoption rates, and higher turnover costs.

Successful organizations treat burnout prevention as part of their ERP governance strategy.

Preventing and managing IT burnout requires intentional program design and leadership commitment, from creating recovery cycles to celebrating progress.

Research shows that burnout has become a widespread workforce issue, with 71% of employees reporting burnout at their current job. Within IT specifically, prolonged transformation efforts and continuous change can amplify these pressures. Explore how organizations can prevent and manage IT burnout below.

WHY ERP TRANSFORMATIONS CREATE UNIQUE BURNOUT RISKS

Unlike traditional IT projects with clearly defined timelines, ERP transformations often span several years and multiple phases, meaning teams must balance implementation responsibilities while continuing to support daily business operations.

Constant Pressure and Competing Priorities

ERP teams frequently find themselves working in dual roles, maintaining legacy systems while simultaneously building the future-state environment. This creates sustained pressure without clear recovery periods. According to industry research, 37% of employees cite overwhelming workload as the primary cause of burnout. During ERP transformations, this is often intensified by aggressive implementation timelines, resource constraints, complex integrations, regulatory and compliance requirements, frequent scope changes, and adoption challenges.

Transformation Fatigue

Beyond traditional burnout, organizations are increasingly experiencing what experts call "transformation fatigue." A 2025 survey found that 50% of employees involved in digital transformation initiatives reported transformation fatigue, while 45% reported experiencing burnout due to ongoing organizational change. Even more concerning, 36% said they would consider leaving their organization because of constant transformation pressures. For ERP programs that may last three to five years, these risks compound over time.

THE COST OF IT BURNOUT

When critical ERP team members become disengaged or leave, organizations can face:

Project Delays

Burned-out employees are more likely to experience reduced focus and lower productivity, and in ERP environments where configuration, testing, integrations, and data migration require meticulous attention, even small mistakes can create costly downstream impacts.

Knowledge Loss

ERP transformations rely heavily on institutional knowledge. When experienced resources leave mid-project, organizations often struggle to replace their expertise quickly.

Lower User Adoption

Technical teams experiencing burnout may have less capacity to support training and post-go-live stabilization efforts. This can negatively affect overall adoption and ROI.

Higher Turnover Costs

Workforce research indicates that burned-out employees are significantly more likely (2.6x) to seek new opportunities. Organizations that fail to address burnout risk losing critical talent during the most complex stages of transformation.

EARLY WARNING SIGNS

Successful organizations treat burnout prevention as part of their ERP governance strategy. Common warning signs include:

Persistent Exhaustion: Employees regularly working nights and weekends may initially appear highly committed. Over time, however, chronic overwork often leads to declining performance and engagement.

Reduced Collaboration: Burned-out team members may become withdrawn, less communicative, or resistant to new requests and changes.

Increased Errors: Configuration mistakes, missed requirements, testing defects, and documentation gaps can all signal cognitive overload.

STRATEGIES FOR MANAGING IT BURNOUT

Preventing and managing IT burnout requires intentional program design and leadership commitment:

Build Sustainable Resource Models

Many ERP programs are understaffed from the outset. Leaders should realistically assess workload demands and supplement internal teams with implementation partners, staffing partners, contractors, or managed services support where appropriate.

Create Recovery Cycles

ERP projects naturally involve intense periods around testing, cutovers, and go-lives. Organizations should plan recovery periods after major milestones rather than immediately launching the next phase. Structured downtime helps teams recharge and maintain long-term effectiveness.

Empower Managers to Monitor Well-Being

Managers play a critical role in burnout prevention. In fact, recent research found that 94% of employees believe managers should have responsibility for employee well-being, yet only 54% of managers regularly check in on how employees are doing. Moreover, employees with supportive leadership are 70% less likely to experience burnout. Regular one-on-one conversations can help identify concerns before they become retention risks.

Prioritize Change Management

Burnout often increases when employees feel overwhelmed by uncertainty. Clear communication around project goals, timelines, and expectations can reduce stress and create a stronger sense of control. Organizations should ensure teams understand not only what is changing, but why it matters.

Celebrate Progress

Multi-year ERP transformations can feel endless. Recognizing milestone achievements helps maintain momentum and reinforces the value of the work being performed. Even small wins can have a meaningful impact on team morale.

BUILDING ERP PROGRAMS THAT PROTECT PEOPLE

As organizations continue investing in large-scale modernization initiatives, preventing and managing IT burnout must become a strategic priority rather than an afterthought. By balancing ambitious transformation goals with sustainable workforce practices, leaders can improve project outcomes while strengthening retention and ensuring their teams remain engaged throughout the journey.

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Ramesh Kudira rameshkudira1@gmail.com 5135518942 Finding a New Position Dear Hiring Manager, This is Ramesh Kudira currently exploring opportunities SAP MM position in USA. With over 14 years of experience supporting procurement operations, supplier management, supply chain activities, and cross-functional business processes within highly regulated environments, I bring a combination of strategic sourcing expertise, operational excellence, and hands-on experience utilizing SAP S/4HANA to support enterprise procurement objectives. Throughout my career, I have managed procurement activities supporting global operations, ensuring the timely acquisition of materials, services, and critical supplies while maintaining compliance with organizational requirements. My experience includes vendor qualification, purchase requisition and purchase order management, contract coordination, spend tracking, inventory oversight, and supplier performance monitoring. Leveraging SAP S/4HANA, I have supported end-to-end procurement processes, including requisition-to-pay workflows, procurement planning, material tracking, reporting, and data management. In my current and previous roles, I have collaborated closely with stakeholders across operations, finance, quality assurance, supply chain, and external suppliers to align procurement strategies with business requirements. I have extensive experience managing supplier relationships, negotiating service expectations, monitoring procurement timelines, and ensuring uninterrupted availability of critical materials necessary for business continuity and project execution. Thank you for your time and consideration. I welcome the opportunity to discuss how my experience and qualifications that fits with any of the available positions within your clients. I am on green card so don’t need any sponsorship now or later. Sincerely, Ramesh Kudira 0cAFcWeA6tVt1Zj22nFwBN1iB2NyNtL-BPDvx7KKhbeOMGnIv3p6SdOhn_43Dz9D-MFLfIovWKHfMO4QqQ9t8GxYZGf5qjyH3GSoFiAfpu8UxBCmWK8S7LiO3dEMf4D4iB2LkzarD2P2wxJR7iXBR6b-0oJOP8sHvbKMhfe7l3TX6ckxfnacSHgJy9e1XQ0ciwoL5n98dJrzGgqSlSdo76Ap7u7t8UiOWsz4G8z41OCWI-njnKl4W6SSOiWXvjWZPbYm-lV-x3UfuNupJUUIoWMUs8djvuWVYuoH_dKOYzC1Egccvb7U-vYcxDJ-kuwIYJOgBblJCPN1VFxPD_AyTVFpTGA15313ZShV_oqQKkmYAc_3A3SBq_ZM2pEmZ9kPE6SWtJv6LEpjq8imysGytW7po_-vTquhiGPmXPyeD9-u3qFX8UOUwXrzf7VaKv7nSHx_VR6JLX8szHqlEEFLuESLWgYCXtOUZiSCR5Gh_6JcHcnd4D3YUltdL-KOAPdGz44dcYnizt7HQBO2oMpEKz6317PUQNI00K12mw3w-emaAgPMncM7wAqoT_SFzXOh9h_B1ZvLaN-icZiuFS34Lcq9O7jp8jeVwAzsqz3b1QSiK6lRLa5IxThPKUHzfO-f5BV2gO2HwSbOJZknvV6g2Ux7fXGWyUIrE96EpeX21mbWd9KCJrNugo99kuvIehy9oyG6bENl6S4ju8TQoajwBiirbelOTXhbVxWG92a4WJuNkFmytGlsQETLGx8xoIsluaDD9d3KAsb6l7OWIWA8lcEQbrRHd7TsSq_Cskq0dN6bbwmPqkHCQSmeADGiIhGt6eWCgpks3krY0M9BVi2buXTZGqzcoCQZT56x1NcRKFfmeI5tGjMv4x90SHfDuAIym-PeamVC2nA72a6xTUlkjA2xZuhNq7aKGWnTNkDtc7oObeMXT6aFqqEGlM8AnB_qHCD159zYaH639s5A356WdEsV15X5CDq_QXZjHJYUFH5VbDhtv-5BNYQKriYPXuiQ1uYxSurFmgkzVbF2fv7QXOnCEyd2OFcXIhTvPkaZwbkMzmIK0AJxTGKNDBNwJ-j9a_r9anp166jGK_SM3KyUKiPly2TWKJCSGkQhufPHc-vhMGCY_s9W3JRAVoN1OYV_aGvS6ASMpVOf15MjUtUDFu0ufKIk3lANVpjdv8pF9Cd-94Zp76genXhuoNO5CKLny7XfGyZq07H_86i0v-7l7R_l6-K9Mp88LhnGPdQXDFz5cXitUmFjU3bYNAMq3zQLdr0FxkkI-peTgm7JfJrB34d3Ku3zp_G_IZTXSDGFA1gZ8cDasqkXQ6ZOCYSkd9z_qbFwl3mJkIeb9JO1b_ZbrNOG13g64eIlYSnVxxZDzQlchwCD4VjziaawBPcNbxiHIbWCgLN2cYQzy4gdbxTXfNdXKgvfX_brCPE4-vqBIUe_kbi42IwoQaRmmtg47-zsE1mN9_XsBBclN-uAet91qaqFixaeXiuNH6UzjmXH0IfBcHHyoqhvxrIv9zDUwkWUk-fBNBxACxdKJjLTA6KWmHR3XH0f328TFbPGH7vZaAf7TzGZTN1T8D1McTKgFJj84GLU7zkHnGyGVph1kACzt-b1JHF8VN-k1R5ZobIhSWU4PE1lOIVVpU8Aci7pRTANMC41OKcbMryxNiY5_f6AIM9ZbyNZweAkD6_HEgsIEVF6T5JKzNoiEdGv73X98VoNxXiK_kVlwqp_wX0ttDXGt2gBaQHS-P43xS7mYrNY5G2x8SV7uhj5icH-yWMC5NEvPjKU8lqjNt3OwdYnkXuBxNz-4_-gt3SA_dV0MaYQFiDcsHAkva0crJspf2Mm6rZowuZAMvUkS_w2eXkJNLkMxCzS1VqYOyBR_wOMea6YkjSaMl81oh4siyS99_ZmywM3X4bJBHyX7sevZnnq1dVRRc1zNszBSPohc7TMrw4ScdfMno1CSYsRlWkn_VomCDIq66KM5jX-SDzID-Gsd15VwgYUJpTSbywji28rY8MtXLqooCssMmyQ2r8QJLOI5s8aqHKlapHzzw7IYPGYjBc4lSngLD6vdcFZSw_3y-GMNjzhF1D8EXosG446auct6nvdroDSSOcB7YwR54Wy69iK2g2ef_KkvDE04EvEb2qnrk791wK-UgIKwdrqlHuxvOOLayt-sI_XrFJwiqfcGV4qHn_xQNocFlvUmnqA 549 174.207.226.213 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 11, 2026 5:43 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Ramesh Kudira rameshkudira1@gmail.com 5135518942 Finding a New Position Dear Hiring Manager, This is Ramesh Kudira currently exploring opportunities SAP MM position in USA. With over 14 years of experience supporting procurement operations, supplier management, supply chain activities, and cross-functional business processes within highly regulated environments, I bring a combination of strategic sourcing expertise, operational excellence, and hands-on experience utilizing SAP S/4HANA to support enterprise procurement objectives. In my current and previous roles, I have collaborated closely with stakeholders across operations, finance, quality assurance, supply chain, and external suppliers to align procurement strategies with business requirements. I have extensive experience managing supplier relationships, negotiating service expectations, monitoring procurement timelines, and ensuring uninterrupted availability of critical materials necessary for business continuity and project execution. Thank you for your time and consideration. I welcome the opportunity to discuss how my experience and qualifications that fits with any of the available positions within your clients. I am on green card so don’t need any sponsorship now or later. Sincerely, Ramesh Kudira 0cAFcWeA7fMrNcpxPEgi66IdS3KvWe1JwNUvO-T69RkPv8JfW2zcvMFnD0tjxkaE2-iGxBtXMTIMWoFGTcoGpz55q8tOWm3DImAHttuEBtfIYV_LoRtij5HpF15M960PQu-GLkmG_MPRtXvt274LP9_4RzaxDFKOtcqor6ZOjxnA-kXzanx_CjKuePeJNOSRlyFmi8GnkaPxFL4y6nFx01IhDvOV1Tq4wBM1PmY0B-rwK_E0OXUzduMszAH-haGJsp2iaSKiQdPIX1hTzI5eP4pwyH_jJ-H8Uqc5KjAj-udq9_347U0gk7CbF9UvJcyszcEoVHSpOZwJXcXt_A3SYc6ZNQ_UyUsfr4QZikbsjFdCjHZXJl2XTJo-1tzovabUF7uK5OFSLYd0IwDRMqN88TGNWbDOMs3cHnnNW2K8-IDpJr5ynbtIRfwAM3RvRawhqrgrxrWgjPzEFqg1kpYy8YZ-XoEAE7dBPybpANcJhRHfl2rRCd6Y13GnRtwG277TudjhLpcDvQSRY8s7F1M69tUVq3O5ED_pDgM7IeCGh2OjECVJ4iMQVdKHNDQBtdhR2SqXYQmMMRoImp6cdbcaXbj5NFjL_-wXQGPzcvFtIaYqXCj1AxpNIKN4q4DMq2jqs8--zvzE2RAZZVyyG7PrFfkEIo2KQU9aQLg7kCY9kyMbEE8w89MDUI5dgOljoY-a0z3mOrzYXZHJElXqVjpw6AY32PG4gcJmUS7Fu6q5aIo8d39Xge5ixS8CidEbX48pnrRjwJk3ja5h4LGwIVz-ZL-FQ1QS--0rdFOwiTUEEOYidUDyBzqI_kMmMXwvP5Joi_0HaC3SFRdvrQjYD0b6ubDcsWJ8uL0V_hZNrFaTR8cNdZtszPrN75xYJkwZttblsObkPrBuzBJ6ETWhOUS-KCGd-jfHmBWcqLG87FxJdFN6qJ1GnCqJDQfRA2ASASj5iVV481qAbwmXzSln16eZsr-itNzoIBBuZpHOsMqtG5r8dwRqNvrL-dFfcawDSdIMnnizVXD8lX4MTPdZXkW1qzSQZNM6Hm5HREvqi2DRvEy5E0N8HgMuQuxji3KGEDVIdqFvBqGy6jpUvlI6DFd5rU52Rd39ZztRZJc03hMRO_BOgiZXi_YHV9i9F_UbTGJozkn61iDdxzCZH32Kq7qjrICDnnx5tqUTyNKIocq4ithz3Dwwwc7js8u8Ivx5sLBX67CiHsdkrrcx6ZjTw7wuwH14hJoTwY3uCA3j_smxmbtAnLii6qjbVRMFEKdI3tN0Bzlx1V86k25bWw4V-2xBD1d8HgeCp1tJrS-obTuJqQ2s-7Q1lUnxvwGWAKx0F8r6CLtpvgJovECETsl2CsZECz1RfJNEmF-PQ9mVixLgxo7IGUZRiXd9zlJH1NgYu-GdSDVxhQu7HqO8SkSLvp_AZNtkwadDbzZeuHkuWnLY2Ns7dAp2sUymZwgBzcvgThgk3tkZDlbtlxsmSIJej9zgk3BhoM-RErAuj6yhZkv5HiLqlDSExGH8QZ5nyAHkyoQk-58KdsOvZetdm05ED68cxLk59bR4RSYda2dG0StMJhOBGZ9RKUvYgI0bOKgQUtbViVreXK3Stsa7MyAWQoHdvU6vVIgGjLWo6r2yQ7iIalSS0svqf-KUMK-geZfkpZV6SiRZkgqaN6nGkiO1nKEkTzmuaONcz4gM8feyLccw7ToyDlD2w19qruMCaNN9rJXlFotVHmMHMREguhzgtCwjn1OU8LtrHQnsJnf1OOUruDsLkRDE_yiatpjCTssn6FPpN0WhhwYhRXL7zEqO5EpfLcTfP4QPnqTZJ6yBAHQYQcPieyXvhQP5DJRBfSm13puRvqYs4M1R63XiOPyv23HWADIpAZb5X20Z_hhUPFPDjiY72yf7O1GWyzOPd6hYkXC8Tkf_nE42qCXnVJUZWVnfrJHTYvJ2Lqb5tNFrvrIzB8Akh8wOpt4cFtH4_JelouJEonywf8qtKLihG_aRkQPEUFOjgGfYclV1SRN_mgXzRqdCQnCWZ7_QynrOR5vi-Wk8PQMFPayiD4U7ADHjzqwwlJXabZ_ES3-Bnr-5PqSC-otjDNjZD2MyWjFaFzchUImYCiMbCfuuRSnsrQXRSzbkDiCWQXEaoCyJFVtuaAq_evMuAFyq8bFdyMJ0J9JHB2zEwbuMwrGw2iThauBgtv0--Y2Px0-C9yzWe1KHKMJovbHfjGBTxzU-NzgefRmJSFN_MMjp1Y-4FGBPC8 550 174.207.226.213 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 11, 2026 5:44 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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For years, SAP implementations were built around extensive customization and organizations tailored ERP environments to mirror highly specific business processes. In many cases, customization was viewed as a competitive advantage — a way to preserve operational uniqueness while adapting SAP to fit the business rather than the other way around.

KEY TAKEAWAYS

A clean core strategy focuses on minimizing direct customizations within the core ERP environment in order to preserve system stability.

As customization accumulates, organizations frequently experience barriers like slower upgrade timelines, increased testing requirements, higher maintenance costs, greater cybersecurity risk, and difficulty adopting new SAP innovations.

Historically, ERP systems were often designed around unique internal processes, whereas today, many organizations recognize that excessive process variation can create inefficiencies rather than differentiation.

Successful clean core strategies typically involve clear decision-making frameworks that evaluate whether customization is truly necessary or whether standard SAP functionality can meet business needs, along with long-term maintenance implications, integration and scalability considerations, and upgrade compatibility risks.

Rather than embedding large amounts of custom code directly into the ERP core, organizations increasingly use extensibility frameworks, low-code platforms, APIs, and side-by-side applications that are easier to maintain independently.

As organizations move toward cloud-based environments and continuous innovation models, this approach has changed. Over-customization has become one of the biggest barriers to agility, scalability, and long-term maintainability. What once enabled flexibility is now frequently creating operational complexity and technical debt.

WHAT IS CLEAN CORE?

A clean core strategy focuses on minimizing direct customizations within the core ERP environment in order to preserve system stability. Rather than embedding extensive custom logic directly into SAP, organizations increasingly rely on:

Standard SAP functionality

Configurable business processes

Side-by-side extensions

APIs and integration layers

SAP Business Technology Platform (BTP) services

The goal is not to eliminate flexibility entirely. Instead, it’s to create a more sustainable architecture that allows organizations to innovate without compromising the integrity of the core system. This has become especially important as SAP accelerates cloud-first strategies and more organizations transition to S/4HANA.

THE PROBLEM WITH OVER-CUSTOMIZATION

Many organizations underestimate how costly custom ERP environments become over time. Highly customized systems often require significant effort during upgrades, migrations, testing cycles, and integration projects, and even relatively small enhancements can trigger downstream complications. As customization accumulates, organizations frequently experience barriers like slower upgrade timelines, increased testing requirements, higher maintenance costs, greater cybersecurity risk, and difficulty adopting new SAP innovations. These issues become particularly visible during S/4HANA migration initiatives, where many companies discover that years of custom development have created deeply intertwined environments that are difficult to modernize efficiently.

THE SHIFT TOWARD STANDARDIZATION

The SAP clean core era reflects a broader shift in how organizations approach enterprise technology. Historically, ERP systems were often designed around unique internal processes, whereas today, many organizations recognize that excessive process variation can create inefficiencies rather than differentiation.

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As organizations invest more heavily in AI, intelligent automation, digital twins, robotics, and predictive analytics, the conversation is beginning to shift beyond technology implementation alone. Organizations are now having to ask themselves: Who actually manages and scales autonomous environments once they are in place?

KEY TAKEAWAYS

Autonomous environments still depend heavily on skilled professionals, but instead of being focused on repetitive execution tasks, they are responsible for oversight, optimization, governance, exception management, and continuous improvement.

Organizations need professionals who can bridge operations and technology simultaneously. Moreover, organizations are increasingly building cross-functional operational teams rather than relying on isolated departments.

As automation strategies mature, entirely new job categories are beginning to emerge across traditional IT, operations, engineering, and analytics functions.

Many companies are increasingly focused on internal upskilling strategies that help operational employees adapt into more digitally enabled roles.

Without dedicated workforce planning, organizations often struggle to sustain value after initial implementation phases.

For many businesses, autonomous operations represent the next phase of digital transformation. Manufacturing facilities are adopting self-optimizing production systems. Supply chains are becoming increasingly predictive and automated. ERP platforms are integrating AI-driven workflows and decision support. Warehouses, logistics networks, and industrial assets are becoming more connected and responsive in real time. But despite growing investment in automation, many organizations are still staffing these initiatives using traditional workforce models that were not designed for highly automated environments. The reality is that autonomous operations require an entirely different talent strategy.

STAFFING FOR AUTOMATION

Different Responsibilities

In practice, autonomous environments still depend heavily on skilled professionals. The difference is that employees are no longer focused primarily on repetitive execution tasks. Instead, they are responsible for oversight, optimization, governance, exception management, and continuous improvement. As systems become more intelligent, organizations increasingly need people who can:

Interpret AI-driven recommendations

Manage automation performance

Validate data quality

Monitor operational risk

Optimize workflows across systems

Govern business rules and escalation paths

Rather than hiring strictly for transactional execution, companies are building teams centered around orchestration, analytics, systems integration, and operational intelligence.

Hybrid Talent

Organizations no longer need professionals who only understand operations or only understand technology. They increasingly require employees who can bridge both worlds simultaneously. For example, autonomous manufacturing initiatives often require professionals who understand industrial engineering, IoT systems, analytics platforms, and production workflows together. Intelligent supply chain environments demand planners who can interpret predictive models while also understanding procurement constraints and logistics operations. In ERP-driven environments, companies are looking for professionals who combine business process expertise with AI, automation, and data governance knowledge. In fact, according to the World Economic Forum’s Future of Jobs Report 2025, analytical thinking, AI literacy, systems thinking, and technology fluency are among the fastest-growing workforce capabilities globally.

Cross-Functional Teams

Historically, IT teams managed technology while operations teams managed execution. Autonomous systems blur those boundaries significantly. A predictive maintenance platform, for example, may involve data engineers managing IoT infrastructure, reliability engineers validating equipment behavior, AI specialists tuning predictive models, ERP teams integrating maintenance workflows, and operations leaders prioritizing production impacts. As a result, organizations are increasingly building cross-functional operational teams rather than relying on isolated departments. This is particularly important because autonomous environments evolve continuously; AI models require retraining, business rules change, operational conditions shift, data quality issues emerge, and integration dependencies expand over time. Sustaining these ecosystems requires ongoing collaboration between technical and operational stakeholders.

New Roles

As organizations mature their automation strategies, entirely new job categories are beginning to emerge. These positions often sit somewhere between traditional IT, operations, engineering, and analytics functions. For instance, many companies are hiring roles focused specifically on:

Autonomous operations management

AI governance

Intelligent workflow optimization

Industrial data management

Automation architecture

Digital operations strategy

Human-machine interaction oversight

The growth of digital twins provides a strong example. A digital twin environment may require operational engineers, data scientists, visualization specialists, integration architects, and business analysts all working together to maintain real-time operational intelligence.

Upskilling

Because autonomous operations rely on evolving technologies, organizations cannot depend solely on external hiring. As such, many companies are increasingly focused on internal upskilling strategies that help operational employees adapt into more digitally enabled roles. For example, manufacturing operators are learning analytics tools, and ERP professionals are expanding into automation governance and data strategy. This approach also helps reduce institutional resistance to automation by positioning employees as active participants in transformation rather than passive recipients of change.

Long-Term Workforce Planning

Autonomous environments require sustainable long-term operating models. AI systems need monitoring and governance, automation workflows require optimization, data ecosystems demand maintenance, operational processes continue to evolve, regulatory requirements change, and business priorities shift over time. Without dedicated workforce planning, organizations often struggle to sustain value after initial implementation phases. The companies building the strongest autonomous operations strategies are investing not only in platforms and infrastructure, but also in governance structures, learning programs, career pathways, and cross-functional talent development models.

THE FUTURE OF AUTONOMOUS OPERATIONS

As enterprises continue pursuing AI-driven transformation, autonomous operations will likely become increasingly common across manufacturing, supply chain, ERP, logistics, and industrial environments. But despite the growing sophistication of automation technologies, the success of these systems still depends heavily on people. That means staffing for automation requires workforce models capable of managing, governing, optimizing, and evolving intelligent systems over time.

For helping staffing your autonomous operations, contact BCTG today.

Muhammad Ehtahsam ehtashamkhan89@gmail.com +923214446764 Finding a New Position Good Day, With 10+ years of experience in data analytics, database engineering and BI development, I specialize in turning complex, multi source datasets into actionable insights that support data driven decisions. I bring strong hands-on expertise in advanced SQL, MySQL, Oracle (PL/SQL), PostgreSQL, Excel and Power BI with daily experience in writing complex queries for data extraction, cleaning, transformation and validation. I focus on building efficient data models, ensuring data integrity and optimizing performance across large scale systems. In my recent work, I managed and analyzed real-time American sports datasets (NBA, NFL, NCAA, CBB) using APIs like FantasyData and SportsMonks, handling multi-source integration, data cleaning, and anomaly detection. I maintained 95-99% data accuracy in continuously updated datasets and ensured reliable reporting for analytics and decision making. Key achievements: ● Improved SQL performance by 70% through optimization and indexing ● Reduced reporting time by 50% using automated SQL workflows ● Migrated and cleaned 1M+ records with zero downtime ● Increased data retrieval speed by 5x in large-scale systems ● Built Power BI dashboards improving decision efficiency by 25–40% I regularly collaborate with cross-functional teams to deliver KPIs, dashboards, and reports that highlight trends, anomalies, and business insights. I am highly skilled in translating raw data into clear, actionable insights while improving data quality and reporting processes. I align strongly with OpenLoop’s mission because of my experience working with complex, multi-source datasets and building reliable analytics systems. I thrive in environments where SQL is used daily for deep analysis, data cleaning, and optimization, especially in fast-paced domains like healthcare and telehealth. I look forward to contributing to OpenLoop’s data-driven growth. Best regards, M. Ehtasham 0cAFcWeA4RA7GyJpJ4frRTuxcHay3aT_Zn0_m95aAVABEbZAxN3DF74XKLnF63B3_8_HMTcBmO1Z4h0pypp_KuifbfE-w3KSlxnc6zr7-elFXDVjt5eQ3InJLPoIJ_vA8PND5fQ8kb9vMl5AZq5ui-xFFd1AKSo17YyAc-s-u1TwFsj9Bc2DJLyO40n6BI5OkIWQ5a5PBAOU1qBcZt1k3M4B0xFv3xT-1zpUlfc5NhYVPVuiKUS-UMERK1ka7ah-MvzwrqZAFHDtYzyqceu-ZnT09mdgTF5ER3Kqydsa73W4MwzGNZfOCwjLh7e41jzpjuvrWm5TBH7VT-rqImIIP-Q4pXWekGEDRzu7MsVrbS5E9sinmW6EMwQpWTreR6sXuGfAUNH2c1hjGIYLULa2Bgw4brQYFxT7PYwjliP2P_scGW4M2rE9831H88m6fsoveLy6ffHoeEwK1LIRTFKdifaDxwRCwH47NXvI1yb49EV_3pUrahaZ7g3mEKZ6SMVLNAmt0KLmFYDBzTzIwHgObpK2miLEErkASUW7dJNKaRRFvCElR08sHjww41qfxwxEhkZDqzpvTLLn_Vk3s8sLTCP0SoYezxTwJpqXkP_XY5lGcHT2hgDsWclQzfgmMuh86trXS4izw3vVz9M1bQ_pa31sdCr6fUkGRhawyv4i49RniMRCO30LV2hAF7DES3Rlw8Kr-FsBaNqhl7mkXX_VM_DCc_m6k44c_zoWHQXCNYtBCQ6PxEFYgH7atDWyADx8X8Zqqr8vXW54qWlFoalDaSpFlMR2_LxgukeGKab-WEPJ1PSoPQ_zyDQVZ-0WWE_C7cHAiJm-FOLkmfvEr1QGSDir3fAMqHjb1CjC-FOfCbEOqwQE8UrmuOcdrtplt4AnK3GanyD_rafdK-2uS0DRAvsPWGVTpiplu3u-VUo6fpCvKR8lOXJkBkJOTZLdR7M4ZZvYWsd4Oda_Z9Pa6V9HJW45GnYvWMIb-psSM7xnByUUHYupn3kl1f9OgWV_WeSlK6VlasF_TJKoYcWl5Y7MATGRd751ZIswHne3K5ZPht3wwxXy3xInSEjd460U2q_AQSwY97oqzIPladmkOYDrEYFLORwkSGqGc-c3Fnp6-038TddxpaVcEV0w67vcrOcvDiugYuqjlXTAuP-g5Nup1syT0O44l1erURQOnbEyTTe3THSo1S7BPp65a0AtlrOVRHuWaC0hnSyrXdvXlIogXhQZo59pMk3i1f7QdZ1eK9MV75610IWzdRKy1Wc1I14hBEnid6F7oKxGDfrT99KsoDzx6U_h0Mv3DDs3PQvbo8UPMijw4KQu4Lc7940WwmgoHc22rudKsXSux8wYUGH9kLY_u97tQUTFHP-6I3JUuhvU4BRmVJ1HTSdyJEd9jlwNnehE5zNZfhMcfpcY-3uIMf2Q1F42_gkTA5szCKnnpBim9eTV5-gAIRgKAqyaSgndkEwCtYuMr8RnrudmlkNQ1Q-EZ7KAQEzu_Ls-i_fRglhIMNmgfTal02f8BTxrDZGNNT3i4rXuVRnStiUlpeYjq7yABKuNRo1buAqnBlJc_hcJESVGyUpUNHPIOUxPTVZo3xpYXRwDsJyFZvbfjS5I8fJjKKWplKuvWIW12DX_JU_sM09crhQvAQr1wVcoDO3ohaH-zk9_hf8h2R7pUjX0KhB2pEIYRSswyLYbVBgalMZdQ5Z1xf4xZbUX1EGbd-KabaDmu9Gq__N3k-oixUkeDEzri0jQH_q1Nxq6VuQOuopWaFHnhMO_k0PFd3dHNxI0KdmsBxJcv8DKUYL5YCgFsOBdue-ClJQjLKuHHTdPPaIWvkPdqZ28gVZWZODD7cfpL5nYJgIiLkLN_k3UG2AiFy92dRWTUDIffPxbZitSSNJL6l-73j3uhVQGLWYfthQR9AbBI_uYIizkpDqlGWeLvvJTk53Gn6QKwoi7IcFWfCdlEzxd-noOUyhWFyvwExDMfl3kTlGRYHKiyy8kVS3p7bVXORjD2HdUtaQe4V8-NUI8SLLGWH5veAy9LB-GbyuUH7MAwfitQTAQFJ7dcbk0wR2U_P2F3z1pH84WgL8q7HwwzalwEDWDJX09RiUSGgMm-m0NVtESRJXEIepg-YfxX_Cj5QAgRyFAS_kAKq4CUKcAu7GcRO7prEhIw 551 39.46.171.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 16, 2026 4:08 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Muhammad Ehtahsam ehtashamkhan89@gmail.com +923214446764 Finding a New Position Good Day, With 10+ years of experience in data analytics, database engineering and BI development, I specialize in turning complex, multi source datasets into actionable insights that support data driven decisions. I bring strong hands-on expertise in advanced SQL, MySQL, Oracle (PL/SQL), PostgreSQL, Excel and Power BI with daily experience in writing complex queries for data extraction, cleaning, transformation and validation. I focus on building efficient data models, ensuring data integrity and optimizing performance across large scale systems. In my recent work, I managed and analyzed real-time American sports datasets (NBA, NFL, NCAA, CBB) using APIs like FantasyData and SportsMonks, handling multi-source integration, data cleaning, and anomaly detection. I maintained 95-99% data accuracy in continuously updated datasets and ensured reliable reporting for analytics and decision making. Key achievements: ● Improved SQL performance by 70% through optimization and indexing ● Reduced reporting time by 50% using automated SQL workflows ● Migrated and cleaned 1M+ records with zero downtime ● Increased data retrieval speed by 5x in large-scale systems ● Built Power BI dashboards improving decision efficiency by 25–40% I regularly collaborate with cross-functional teams to deliver KPIs, dashboards, and reports that highlight trends, anomalies, and business insights. I am highly skilled in translating raw data into clear, actionable insights while improving data quality and reporting processes. I align strongly with OpenLoop’s mission because of my experience working with complex, multi-source datasets and building reliable analytics systems. I thrive in environments where SQL is used daily for deep analysis, data cleaning, and optimization, especially in fast-paced domains like healthcare and telehealth. I look forward to contributing to OpenLoop’s data-driven growth. Best regards, M. Ehtasham 0cAFcWeA6VhxLstjvWNxw10Am4oe0-jUMovAXaKsSIHxgId0btdgJ326mZwam3jrosw_gslApbrFu2n-1giLFgzucoOFXCX97ay1CnqsiVmQCZYw24ms1ch4w5CMRGHLhmzxSmHMGfk0pw9-ppzxn4089Ome1CnHm4AWzq2b4gyWO29JZay0l-ju5bOj4aXPWjEVMHuU7kIKGtaJZ9-TApmCUmvwKZRfwNXTdK_8-9kuyo8SQL6xHzbOaQXsNqQ3f3tdU_PcUXo5Sc6XdxsAZrED3Pwue1LLfgBoihbpnYfRt375G4JBANvrezDGik4nN1UeicMeCD5SYiikgz14e4V0HLkDXyzGP5LN0MT0gIvMPD-9EJSwm-NNUBRf5lelO52_GWWvKHIwf2JNFv3A5ZEqecyHjcSUJ6fvfHcEVsnfVQG8NylINUHtvJjo7pkhxzyilrDxZwShZai9-_ayJXP9rYqk4DVd1pKcULHzUemWEAAbElvB-0JyIJZc8onT6DwyqaSQ_HmpgVLDo0Ri1p9YeRL4ojhGz65D74kFaeWRt8Jv-IufLechsEZ48M0FXjTScsaLba52jVHEudpPF85fxZMOEKYdNolWLZcKlvcI37itWXAs2Kv8Tcj0B07UDLYSx0zP-BXdWyjvkZGecsTReQHbmhnlLFMnhA5NxQDtAQFqMEpie2vqghlAIFflvap75avrLx4qMIEfx3eFCUEAebJA5k-2C_JaKuyIFlbdpkhohgAJ402WZph7BcgND-Ozbw5ZrXLGBv3AdZbnHm0SvUBMDsiswyFlEmK7NqqHmKwib-kDDl16M7Yd-1ndvQ_aVOzeEjcL6qz-9xgZpolbyVhavSlZO-FAzJzb531XkX2qK3iH2Cds89DQQhxOfOVVdwqv3GYxPdjkibxmAuI-Hoi7_Ks_2i3Adg6VmBfae3O4DDsmBCxQt0be6TjDSVtxoZZP8Cw1l0WjBg3CdeTwsSdE8RkYda5yxJ4ZiAPmeh_qlC1VxQhIqusD1w236BK-nllPkPdSwYttXZJrYAipD_tAezqcEw6ByFkAa5PSxsIhQF1q9duGqBFSPPIzKyVgdL7NeB-CzquLRZ45mrCfUn6YLXV6KP-fCC-kQK-DcQvTUow29RpID55rcLqWDxBDFuNzuJgYFhvyxEQUxCIsPu7qHdrMsW2YagardMnw3vUnqop3ZbDn46EHyAnBDF72l6y9LjhfQkSKRzK2Ar4VkVw-36aW2v2-4OWuQfZyN4T_YUKnHbtWWZRzuNzGfQLM9D71G1NvlI1V7YEVBN8wjawNac02FFG8TElCFrLtryH_pY66cLX3qUJ6MC8Edu6F7RXM4lMmREjtZNJcBbqz8MOTj2CwN9hbDzeHS3JXGYZhRQNMQz68OSBGPPBlqZzN53g2rW-ZmL6kQ7bQ_HCO64vWMPzaxeyeerShM3KwdiaZYV1c-dfyOHdb6q3zYBxwdTwtsGSmyBQaBTGeyN-IJtmHxj1Dm14bLnVIaYGUN8wUBhBk06Xs96v-N-71Fbj4urCqXEBDa61vXDxCNh7WQ5vLjcMcNwTDSgA-HcNgKPPPLV6F5_OiZWnELwfPISqC5asA6E25NfeU7TKxtflcmlBXHYe5WWffKS_ZBsrbabG8mTT642YgUMdax9oV74i5e-s2f6RZAQ2m51vkfZkUgNbPL8638iEh_EveJTcPntZqYA53vfy_blRc5KRcJdT7VBVl-MZQ0SfmSQc5mhCe_LGjcNqpfCb4gb6U4FwfhSswIi5daT9Ud68Yr1yhpxBKMCiyvE00pRFbtoDg1rTgzxhr0DBwLpr-PJhn9AJW9RgvHYxwFdhLspFUikxAYsv3fIpIKfF6jNN6C9OdIbZRaJxaUj8rU9CpbAllmBNh3qT9YeV1BUz2BTfLWB1ius563yLQiwiSA_lbj_BChBARblNjLy4wGGU9lJPBHSs2UlS3VBbKdD7B0_i3gCoy4nswZtvkCT-4mAMTYzYJdTimYqivgPAV4jyvyrp2bRFzhk2EpgEsBd1evmt0RwTDceNpdEnF9YXn-AXIXoMocBsLMdLGiF02zJlRZlMQq-ehCMy8GVgl4sOaTnaianouF0DU8WEV-5GeSojavjSu3SWAEurx8MdbnaOJvQluXDg9AjoDcpQPsMZIBfD4VOJUFuAI_JddLk-zug57odREKmKTHYABwp1vH4DA 552 39.46.171.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 16, 2026 4:09 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Muhammad Ehtahsam ehtashamkhan89@gmail.com +923214446764 Finding a New Position Good Day, With 10+ years of experience in data analytics, database engineering and BI development, I specialize in turning complex, multi source datasets into actionable insights that support data driven decisions. I bring strong hands-on expertise in advanced SQL, MySQL, Oracle (PL/SQL), PostgreSQL, Excel and Power BI with daily experience in writing complex queries for data extraction, cleaning, transformation and validation. I focus on building efficient data models, ensuring data integrity and optimizing performance across large scale systems. In my recent work, I managed and analyzed real-time American sports datasets (NBA, NFL, NCAA, CBB) using APIs like FantasyData and SportsMonks, handling multi-source integration, data cleaning, and anomaly detection. I maintained 95-99% data accuracy in continuously updated datasets and ensured reliable reporting for analytics and decision making. Key achievements: ● Improved SQL performance by 70% through optimization and indexing ● Reduced reporting time by 50% using automated SQL workflows ● Migrated and cleaned 1M+ records with zero downtime ● Increased data retrieval speed by 5x in large-scale systems ● Built Power BI dashboards improving decision efficiency by 25–40% I regularly collaborate with cross-functional teams to deliver KPIs, dashboards, and reports that highlight trends, anomalies, and business insights. I am highly skilled in translating raw data into clear, actionable insights while improving data quality and reporting processes. I align strongly with OpenLoop’s mission because of my experience working with complex, multi-source datasets and building reliable analytics systems. I thrive in environments where SQL is used daily for deep analysis, data cleaning, and optimization, especially in fast-paced domains like healthcare and telehealth. I look forward to contributing to OpenLoop’s data-driven growth. Best regards, M. Ehtasham 0cAFcWeA5iX2IwkCZ6aPpnOCVCuhHKiZmAukdu23Wnf2DPXIwSfngpykS_p24AiDmH7-KXDSNIFuWSKSziZNja5pzBvTTBfj01esrWZWJwxXPB-P82Bz3ibT-5cneuze-cBFBpp2R7Eiye2F1GKo99nTaE7wAhpEDDHkO1vEuOEiZuBau3Lb0f6rJu5zOE0mK5-iq0GZLVfG1Ytvh44VmMz6BaZGq26SjdEw0XmRJhCezXWs0gZyALVHinlAfdTtrtEQo7dKaZbvUrCJOKFZWJpETD7w5lyoo0TgNvxWspze8AIWqHJEOqMmsfPxle9XqfgUZzy3SFEYHjV4-sLMcrRNmvUwM-7aY8LCc9l9w4HwZkCbeiDXFrzDOYUZNRQPaH2J_tm-iUqwJG5l62v-SxuiO7XkayRqQELVFhrklCAIpI-NR_ZOSMIO8xMGPSxUeLyLNLHlJTqtit6llk3lqW6eTIoxG24QHkz20vh4E44p9QX8MRH50iUeypKgJRLCEBBWQ5FG2nd-haY6PbyeXaIdy6Xp86RUX0fkVnIMvVioRfATN5hRXKqz_2WkJIPY56oB6vZksLbgCTk7jMPvWSU3AmKWlc7zByqFLlMTSlqIKMXp_V5iiz0sf2NBUM2KdlVC_FhOxcZqe_QK0fP9Y2ewlxWScLqmFQPBy1Cj6osa6Rwgbmwmt9FxpLypsQQG8zpCCDeEUY0xXHKmFLwEaVPG7ydqzvMGSxAXtim_oZxwfeRVAjlEI8phSrwIiGfSF9UpY7Wj0iZRAtzUK6VOAKRwlN0flTcCcm-gw8Qe-GJVoBuWO8lxmahkuQG48b4yXcZ0kvXI_BaIHy8G11z8EwZ8MzGASHSd0NLyOPVGVE3Gw7ZjZiiFgLwHt955XCrGJXOAnuypMwILzrnV4N8uhrp-XFubv5OMmyfbvoLe74YmxE9xTUhdv5XF-3fLd0G-MsDRS1aFe58JEUzCBes6lFnrvxiEx4EFRCUlWVoiguTry5n5NcyqcI-iBUyWaaoE0zW_hx6B4U7sRIoyzj6atsKNLy7Ve9Ra1XLnMkZ1tCoXNBhXYtw4vTKhntTqaVloEgYHa0rjYDJkS6ugbFurpD8KT0qbMlC0XdP5y5XUiBV1j4xXS4LorwE5STI80vXErtR3-OV3YW__FLv93R3i3-lKUpoTnhlhAkUO7uWAAWRAKYJeZEeH7W-bdkZAs2cfuDMm1ggF2o5h-K0RlKh9BHL3FmTKnkElVsgo7GSSL3F1xaaYy7ZuMdUTlRVJbSkdg0VHhHDcldnRjSUc8LwPJ4gd3kaqIxGXwaQNp61iGVQJnz4X9VBonVp-aeVw3GrgxHBaEujpyr7mjVR8DBJTHcjqK_-Mg6FCtj980Gd0cZcD9DCk30OsrVgb3PP_Q_IfZf2omeRUzniK0OHhxUAyUQ04tSw-5jqznDMv89Sj4MIP-WX18UD_Yp2ueVTnZzBXZavh7nkJ3b3E3YOZRltl_aYaZracp8R7_ZnjOA3tHl4pgsF7Tpt-O2dwUpZfZYlS4RvrL-sniH84YvdKVPbteOko9B_rNCsPterXiLUXoIovDMEu4-_jPzabo7I5EU-LAoS_24YHavcsXOcaNaOaEMlzxCSOGLvNzXUEJJvyES0slsyR6u_ULoCTOjOzTj6WErq1bwZfXMGSj-KzjFzadVTiUVbIBhu51chew7fHeBiXBErlz01_Lptbp7_ol4-UZtSSwbhyOPY_had1fcDTfPwH9WU29TXB-lhhzK40w78-Fd_A0Rvk1TAU3KuwXan_CzUJfSJg6kAqs7UhDXtSIcR8aqiMAbpEXo_Ubv6YWpNHFsurjinW5NJzVhapCZ_ztYK1z5amkcly4vADG85LPX3Wgfx9MYo4qzHfUTgT5uW3knBiLKRJbeXfb2wcUGfEkQ3OEartsJQmDm-m2d21MznjvKQaF_G5aU2wBi0qiv7nj_S7Ldzjg200jXUtvUYxfPaHDHCBeXd2zKU6Ub6u9S1SYTs1genCBlVxmJzIll3Tk595yPTsUAKQwYO2L7RlG996JJtdgmFA0Ln5tEiQts8tGEaa89Ui1GOgTrRcGqEesSpiznNMGXvQ9lzGK4QOHcjOigavoA__jirqM7PB2DjDdwynfpai-zEs2M0rLmeqXVBn78AOdHl5iG2pBYvYwWx5zLb7sfu1oYeCAghJZ33QnEo3gw_lpFgA 553 39.46.171.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 16, 2026 4:10 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

When organizations discuss ERP modernization, the conversation often centers around platforms, timelines, or costs, while data, one of the most important transformation factors, usually receives far less attention.

KEY TAKEAWAYS

ERP data modernization involves improving how enterprise data is structured, governed, integrated, and maintained across systems.

The rise of AI has made ERP data modernization even more important because if ERP data is inconsistent or incomplete, AI models will produce unreliable recommendations.

As businesses migrate to the cloud, many are discovering that cloud ERP platforms depend on greater standardization, cleaner integrations, and more scalable data structures.

As ERP ecosystems become more connected, master data management has become critical to modernization efforts.

Successful modernization initiatives typically involve close coordination across teams, meaning data governance programs must establish clear ownership models and long-term accountability.

ERP systems power nearly every core business function, from finance, sales, and marketing to procurement, manufacturing, logistics, and inventory management. Yet many companies still operate with fragmented, inconsistent, and outdated data environments that limit visibility and slow decision-making across the enterprise. As businesses accelerate investments in AI, advanced analytics, automation, and cloud technologies, ERP data modernization has become a foundational business priority. After all, modern ERP systems cannot deliver meaningful value if the underlying data is unreliable.

UNDERSTANDING ERP DATA MODERNIZATION

ERP data modernization involves improving how enterprise data is structured, governed, integrated, and maintained across systems, but there is often a real challenge in creating a clean and connected data foundation that supports long-term business agility. For many companies, years of acquisitions, customizations, siloed departments, and legacy processes have created disconnected data ecosystems. Product names may vary between business units. Supplier records are often duplicated. Inventory classifications may differ across regions. Reporting structures can become inconsistent over time, making enterprise-wide visibility difficult. These problems lead to operational inefficiencies that extend far beyond IT. According to Gartner, poor data quality costs organizations an average of $12.9 million annually. In ERP environments, those costs often appear in the form of delayed procurement decisions, inaccurate inventory forecasts, compliance risks, and disconnected financial reporting.

AI and Advanced Analytics Depend on Modern ERP Data

The rise of AI has made ERP data modernization even more important. Organizations increasingly want to use ERP data to improve forecasting, automate workflows, optimize supply chains, and generate predictive insights. But AI systems are only as effective as the data supporting them. If ERP data is inconsistent or incomplete, AI models produce unreliable recommendations at scale. Businesses may automate flawed processes or make strategic decisions based on incomplete information. IBM estimates that poor data quality costs the U.S. economy approximately $3.1 trillion annually due to inefficiencies and poor business outcomes. That reality is forcing organizations to rethink how they approach ERP transformation. Data modernization now sits at the center of digital transformation strategies from the very beginning.

Cloud ERP Has Increased the Urgency

Cloud adoption has also accelerated the need for modern ERP data strategies. Legacy on-premise environments often allowed organizations to operate with fragmented processes and heavily customized workflows for years. Cloud ERP platforms, however, depend on greater standardization, cleaner integrations, and more scalable data structures. Gartner predicts that by 2027, more than 70% of enterprises will rely on industry cloud platforms to accelerate business initiatives and improve operational agility. But, as businesses migrate to platforms like SAP S/4HANA, many discover that outdated data environments become one of the largest barriers to modernization. Furthermore, without modernization efforts focused on governance and standardization, organizations risk recreating the same inefficiencies inside newer systems.

Master Data Management Is Becoming a Strategic Priority

As ERP ecosystems become more connected, master data management has emerged as a critical component of modernization efforts. This focuses on creating trusted, consistent versions of core business data across the enterprise, including customer records, supplier information, product hierarchies, asset data, and financial structures. When master data is inconsistent, organizations struggle to produce reliable reporting or align operational decisions across departments. For instance, finance teams may report different numbers than supply chain teams, or manufacturing systems may classify products differently than procurement systems.

ERP Data Modernization Is Also an Organizational Challenge

Data issues often reflect deep organizational challenges. Different departments frequently operate with their own processes, naming conventions, reporting standards, and priorities, and aligning those structures requires significant cross-functional collaboration. Successful modernization initiatives typically involve close coordination between IT, finance, operations, supply chain, procurement, and leadership, meaning data governance programs must establish clear ownership models and long-term accountability. Change management also plays a major role, as employees need to understand why standardized data practices matter and how they contribute to broader transformation goals. Without organizational alignment, even technically successful implementations can struggle to deliver sustainable business value.

THE BUSINESS IMPACT OF ERP DATA MODERNIZATION

Organizations that modernize ERP data effectively often see improvements across multiple areas of the business. Operational visibility improves because leadership teams can trust enterprise-wide reporting. Forecasting becomes more accurate as data consistency increases. Supply chain teams gain stronger inventory visibility. Finance organizations reduce reconciliation challenges and reporting delays.

FINAL THOUGHTS

Digital transformation strategies continue evolving rapidly, with AI, predictive analytics, intelligent operations, and connected supply chains becoming standard priorities across industries. But none of those initiatives succeed without reliable enterprise data. ERP systems remain the operational backbone of most organizations, and modernizing the data within those systems is increasingly essential for long-term growth and scalability. After all, clean and connected ERP data is the foundation that makes digital transformation possible.

Need help finding the right resources for your initiative? Let’s talk.

As organizations race to embed AI into their operations, many are discovering that the talent market isn't keeping pace. This disconnect has created what many leaders are beginning to recognize as the AI hiring paradox.

KEY TAKEAWAYS

While demand for AI skills is increasing, many employers are simultaneously raising expectations around experience. Simply put, employers want candidates with AI skills and experience, but opportunities to gain that experience may be shrinking.

The nature of work is changing, but organizations are still looking for professionals with skills that remain uniquely human and difficult to automate.

Sustainable talent strategies cannot rely solely on recruiting experienced AI professionals from an already constrained labor pool.

Employers increasingly want workers who understand AI and have the ability to work alongside AI systems and help scale AI initiatives. At the same time, many organizations are reducing the very entry-level roles that have historically served as training grounds for future talent. The result is a labor market where demand for AI-enabled talent continues to grow, while the pathways to developing that workforce are becoming less clear.

SETTING THE SCENE

The demand signals for AI talent are impossible to ignore. According to recent research, industries most exposed to AI are experiencing productivity growth rates that are nearly 4x higher than less AI-exposed industries. Moreover, employees with AI-related skills command significant wage premiums, highlighting the growing business value organizations place on AI literacy and expertise. Hiring priorities are evolving just as quickly, with a recent AI Skills Report finding that 95% of organizations now prioritize AI skills during hiring decisions, underscoring how quickly AI capabilities have moved from a specialized competency to a mainstream workforce requirement.

WHAT IS THE AI HIRING PARADOX?

While demand for AI talent is increasing, many employers are simultaneously raising expectations around experience. Research from the Strada Institute for the Future of Work found that employers increasingly expect candidates to arrive with both practical business experience and AI capabilities already in place. Meanwhile, AI tools are absorbing many of the routine tasks that have traditionally helped early-career professionals develop those skills. This phenomenon has contributed to what labor economists often call "experience creep"—the gradual expansion of qualifications required for positions that were once considered entry-level. As discussed in a recent analysis by the Wall Street Journal, AI is reshaping how organizations think about junior-level work, prompting some employers to redesign roles around higher-order problem solving rather than foundational task execution. For job seekers, particularly recent graduates, the challenge becomes obvious. Employers want candidates with AI skills and experience, but opportunities to gain that experience may be shrinking.

The Entry-Level Career Ladder Is Being Rewritten

The concern is particularly visible in knowledge-based industries. AI has the potential to fundamentally alter traditional career pathways by reducing the need for some of the entry-level tasks that have historically served as stepping stones to more advanced roles. In consulting, finance, technology, and professional services, for example, AI can now perform portions of work that were once assigned to associates and junior staff. Tasks such as drafting reports, conducting preliminary research, generating code, summarizing information, and creating first-pass analyses can increasingly be completed with AI assistance. However, this doesn't necessarily mean employment opportunities are disappearing. In fact, employment growth continues in many highly AI-exposed occupations, suggesting that AI is transforming jobs more than replacing them. What's changing, instead, is the nature of work itself. Organizations are increasingly looking for employees who can evaluate AI-generated outputs, apply business judgment, identify risks, communicate insights, and solve complex problems—skills that remain uniquely human and difficult to automate.

The Skills Gap Is Growing Faster Than Training Efforts

Compounding the challenge is a widening readiness gap between employer expectations and workforce preparedness. Recent reporting on the future of workplace skills suggests that approximately 70% of the skills used in most jobs today will change by 2030, driven largely by advancements in AI and emerging technologies. Yet many organizations are not investing enough in employee development to keep pace. A 2025 Nexthink study found that while 28% of employees use AI tools several times per week, only 16% have received formal AI training from their employer. The same study found that 38% of employees want additional AI training and support, suggesting that many workers are eager to develop these capabilities but lack structured opportunities to do so. In other words, companies want AI talent but are often underinvesting in creating it.

SOLVING THE AI HIRING PARADOX REQUIRES A DIFFERENT TALENT STRATEGY

The organizations best positioned to succeed in the AI era may be the ones that stop treating AI talent as something they can simply acquire from the market. Instead, they will focus on building it internally. That means expanding apprenticeship programs, investing in workforce upskilling, creating AI-enabled career pathways, and shifting from credential-based hiring to skills-based hiring models. Evidence suggests this shift is already underway, with a large-scale study of AI hiring trends published through arXiv finding growing signs that employers are increasingly prioritizing demonstrable skills and practical capabilities as demand for AI talent accelerates. Organizations that embrace this mindset recognize that sustainable talent strategies cannot rely solely on recruiting experienced AI professionals from an already constrained labor pool.

THE FUTURE OF HIRING

The AI hiring paradox is a reminder that technology strategy and talent strategy must evolve together. Organizations need workers who understand AI, but they also need people who can think critically, communicate effectively, collaborate across functions, and exercise sound judgment. As AI becomes increasingly capable, these uniquely human skills may become even more valuable.

To learn more about hiring for your AI needs, get in touch with BCTG today.

Madhuri madhurisapfi@gmail.com 7744868851 Finding a New Position I am an SAP FICO consultant with over 10 years of experience in SAP ECC and S/4HANA implementations, including end-to-end involvement in Finance (FI) and Controlling (CO) processes such as GL, AP, AR, Asset Accounting, Cost Center Accounting, and Product Costing. I have worked on multiple global implementation and rollout projects across manufacturing and automotive domains, supporting business requirements, configuration, testing, and production support. I am currently exploring new opportunities where I can contribute my SAP FICO expertise and experience in finance transformation and system support. I am open to W2, C2C, or full-time roles and would appreciate being considered for suitable positions. 0cAFcWeA5UkeSnrb0JKP8iGTm2PtxbinqpiAeqlEIkuKY6Xb7svLzLEwsePD9uhtbSpl3rHTSJy8aKX41G7cb55pHIy3Ovve6YGnqJPrQQCEzE2roUIgw3rvpwQO1pf37_VNEfaGjIZ0dtFcUDFCHqqKNd1njs1pzV-NbO4ZgKI1gbcHL_KzYXwmEC-R6AY_JkTZgB1f4kZzbH26hYkE_prfXojBVJoFoFikqejHQkfwcfBoxTC0YhVUEcB_WOTbnnG2guoEINsT1HHhcT49BIFsigz4Ux2SDMXyQRRZCsk59z5xBTwBShFLO0mN0DH8Y3P_TzU_t5d36mSmakEY9trDu24NKX7HXwmCn3NJsSsbEmtwiocfxIYVO71TiqrM6fgamZGyvHNKZykc6YLCNYtvzQd2J1n_tR0Q_jXtZDKAUB_A389ZPAihUttwYDOEnf2TW9_-NUsr_Jkpd9lWA_q0VARyvFdHadwVv64t0v8q80PULZEgSIWVjwf6GGMmvj-5il5AFlH5nrXrywAYo2Af6QRIOxpJS8hDaNKQn4lhqdeQB4f65q_cZb2UYs5gwEdX7-aPXQBzNCc1kXoXQd0Nl-AZ9Bd9yuF3jutoHceWmIfBtmNMeyl0o-DXjexmQzdwugv18fHJ9BdJdvE9KB4ND80Yht2pWpZ8EHvZuOLU-p32FCcw89YUnmyFiV87HVlt9_VXakbM9dVO71J29ZkUEI11H4Lka1WtttIaE6d6_YoKEqtu1ZYV4nZlA3UiaQZ7h_8ergH0nrhB3YNAJ86q1xlTNLKVugF08Rd1sQqcbbL2nqJjovtSWtV9p5H8VETjNrrRBH13_PdkHRFz1TXI8izDD_KbFGe1n_-fL6nbcFAthlk4yOnacphtqv6Ed2_EGGBAC-wFGoq8I4xegvTgh-muuoigqHYA9Viqu57XOH_zE6TojfCwggTfSOzBOVKQTc__Vq06bfK0VBLTLrZkjHIGt4BfPRVmMgMJdpqvuXlzMiKmrUTLdmE5vKwmCtvp9CRzOYYvwXV61HX_lUc3ue9BSl5rjbIVhXYCo2h1z8UpNvkpVWxsHlh322RnErzOy28veh3RpJ0PHjnl7a15jMRIFwPinLh2C-LcvFtXyJJ1221oEiuPyXf8QuDSukBNBsmlrm2nUH4tx5wKocodH0UkOg2yv9ArOHJQYhztOG88t_y-KYrGoid2kvhjp-Wzq7QDqOSPkpUpgQPIkDl0RT3PDuVCxqUNDROyxdVn3vHG4RXHHY2NbiL4rk9BpnUmc4FOp2YCY5_VbU3cXxVj7E58thS0BW4LCOa73zyBvbQ9UU4-wGMBXvI2FIOYnaivoxrBLYoMeY2JUFvAcATVGiO-GRJrz7RH305xrEmvqZERCa_ZfVWVaRKm8bcdMdnTdCEK2ipUfXFhVHwHt66p3aZd9j5JNusy3lP6Q0B1X2FetdETApwUgQaHKxnrkm858X6P7oMS39_mG5tA62blW4KY1Fkku4X0cBYyvQp8NaCvrP_1NxOIz_BJlqHRTMQkukwZzwhaWwwSlGI8t_8w2fbXds6VPqpuu8AMpd8vD3i_3UOkEBmBwv5yDld-Mtq7qB7z_uBajcG01A5rWgR_0kheZD7jvuG1FkSSJuiyZM9xeXoaWWAsGhlAiVqMPpBiNCipLiwE4OUGYkHsLGKa_pwrfeHQWv30Vc9lIrybeYwBPc6BnkYTZYOfUzdMDOs9trcFBjEUMuj8V6uvMo16xapc8xBX9in1VsnX4aZnXMzPuojCfQaz3lNFDAIfWnciDLwdQZdSIXldoAGGKWE9AQ5ehHasWHVy_hMoRp7csHWStPtlhzDGw3JoRIuBRV-cO8ymx7lirvrW_SFkPdIJhpiSIDZzImOnHixmoQDxdjZhCEkenvxbhD0gvnTm6C9Jq3sAeEc7FpDLWgY8_3sD8UqDaboJkO2K64_suixs-pyiCTWNrZDLlYxGvT9gAHmiyXfmIT1mVWl-7PNvHbnkWBiBrUs6fanffc1dB5P9XDryjvq-Yf3h5UREhDFgt2iJGqkgTWCKsFhFbMlpnlkLXX9YoIfwkNdq5vfBuNhFuOTU85iWRkY-bSUa-uOdWPRqQdXi_dryDeyjInOnOu4vc8a5nLbJU-qnZ_05waKEDa2kTkSoQIFCyu6TIi7Ioqq7BYXH7NpyRM 554 99.10.219.221 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 21, 2026 10:54 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Madhuri madhurisapfi@gmail.com 7744868851 Finding a New Position I am an SAP FICO consultant with over 10 years of experience in SAP ECC and S/4HANA implementations, including end-to-end involvement in Finance (FI) and Controlling (CO) processes such as GL, AP, AR, Asset Accounting, Cost Center Accounting, and Product Costing. I have worked on multiple global implementation and rollout projects across manufacturing and automotive domains, supporting business requirements, configuration, testing, and production support. I am currently exploring new opportunities where I can contribute my SAP FICO expertise and experience in finance transformation and system support. I am open to W2, C2C, or full-time roles and would appreciate being considered for suitable positions. 0cAFcWeA6AVpr63iLsNMzT8MShjq5Vr2Wiu7GpWcWWFd-9rDZ-OeqzYEpzkwEIl1G9YhAJBTshsVOxYsjlc96uB7BDcCO5oaMokNNkGu4MDb-0pRw-_RFcLFaEh7D8DnwX9K8Ab6b52b3fwKrQ96m6rNWSpT8-e12bFQqqaULcaUpj1k7mfKR3wBJf6cBQJf4s4PWR-C-0l3NwH4Y3ezarf30DdEPXq69hGBeNvqUAkmYm0ccJJZ6_TEb_WEEO2raIa2H67Jnz96ajbZqjhPM_ndH_cxb9KgpUMrVPX5dgrVg7F6dhLCbXEhwA4BM-FIg0CGmEWkzo2IqqMiheWegrc6UmoBIU-90M1EW0lwaoNyD3dDvvu9Om4y_FGnOhKh2DwBlPVENoFDDbIIfVNI-ELxJH5E823aUBrFfTnr9jlv80QmQiI8tjqwUaz61DmRuEP7UTq709Dpz2OEq0e0fbUdUQQ5A4q3zBQdnqAFbTpvILLID0_EFAThvSoeXQH8kgo-ZdT4xDf8nx3RNvvRbYkgRsw0XhshVgYwqRlr61TOyT9pUsMilFU0hoUD_AHrgp7GOgCXctL9svZBx9A4f3kmNns3UGd9wRPPlakyQ5-dlVb_3ffWMPmFN0pbBmqThDwVnHzYyHtxTDW3kidYgBZanlw9_UgYddr84U_nTNzmMeV1U6QLDO0E36J9iD8-CA1JmpivqdqCwclXrguUzJEmRslZRku1QiXtohK2fX8mSPvI-Iy5r4H1g_OCdpK7qwvGRIDlYiLHAnPHp6YCC8FV09kT-8xGghQN2xsf0l_ZPDZGOnYdIhgyF6edjZHIt7vLuDg6pAoUSlhCnlZ25TZi-lGCBjraD1TPVtTtDm1kA3B8OLWdCPme7yYDjS2A83lUPlzoboI_2YvVyqRaeVuXbcbW52aLx6M6Q9YHSF0P6lYZX_WapZ8EpE9SY8CxlK4EkmPkAUnOZyXynNM8z4KXg7Au7CCldWtQvAt4Mvqsod1tJwpCbo18GQ4CXGNDFZzDB28Qzl9QUMNq_bMsofEBmUS1aYpCMnptqC-9JsRrneHjF9gJqe_dH-1IZXNmI0PukG72ogzQqTkCOznXzQdwkucFVyGxF0ZNfnd16tRFwAT7lHBelt1YY6j6GZZrGggW0X54dYp27lI1PIp8_vr7nqBub2qiVLDKlg4UOrKP1NlNrIA6BYp86dnzXc_FRHaE_sfiPzfB5oQHZpE8qOXweFlEf900UZorchKVmkzbn0WvmsHPVWbECGRGeGqtHx7-1A61wmVTFJHqI4JrIS2QPXHDXiaK7bg7OTUShvExZpBPtRWtnR1no64iOOW9XI8pTMb0Tj-ER67nx5VYZ4N1ISoH5HsfshkReyfkBL_8l3VxT_Vec41NVb85lLTe0HLQYTvVsS15cqLzZE3XRDCkXex3kQayZMwHKuEB95XS5SbSv0egDTfm7xOB7d_8wKzjk-Eqeyha6vecTAHJWALVb7jrz1APi2g8XhnMYeEEgp-pmRWJTbJNIvFxJYajcomyMRPNhq6XMv3nswVH7Tqhq3lxWuTybu_OGOaZjQHsEbjk9aMZvZgNdfHWIBacZNIlHALMiAO_DWm61AmYgrhWIQzw1dCQFNK-R5E4EWPdAj92Z6kSPEy_ZYCR8ZEPh2rZrTMFGs1S_lmfnjXnbFwI66z0pQ4WCNaPCzy_vBubPr-D2tCBiywMSUfL_SyS9Noil_K-kIb_7sfXWhTyok8NkmRFLefbp0ZF3S4WSvr8gSfoHKyQ9k6A5qR00NXo93QO0amBETlfjx0peOApe9YUYbSux2-Sr4r6O9xG3v5P9Z20fx6epgRz-kcV4DVRXHhnAzFQbHhX9DrwmvVTZrpE_PTz7Iu2WeghhbcHQUQVRUIdSgFXRpiBInnEXC5V0UeBvkDiK-UiaqyGGTQNvKaxzqd_82ynesxRhiBgUwjt0prnZIKiLYnlQPILHBLC0J_wJ1aGP4izJfFyzOlxzb9h8lIRRncmld3tfEwGk220xpqY8P6vHfnW1a40KpxefBkTnSb0lW5TC6HlYMKHTGCfrRJKdlqRtcfnckm5hvCOYEjy3gruzQijFGezWbXKfY72aJwzFXcOslF0ikQZ43PLCzlTvN7Luc7sq0pIsr1zMGXMMbTFclNEYkox9PFGaWlz7JBnk_w07NA8f76eMYxB-4ZBao_4FU3_SSu6Ir_cjdy5azVyvJfVDy146kgAxREBUDwFTZa3aX 555 99.10.219.221 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 21, 2026 10:54 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Madhuri madhurisapfi@gmail.com 7744868851 Finding a New Position I am an SAP FICO consultant with over 10 years of experience in SAP ECC and S/4HANA implementations, including end-to-end involvement in Finance (FI) and Controlling (CO) processes such as GL, AP, AR, Asset Accounting, Cost Center Accounting, and Product Costing. I have worked on multiple global implementation and rollout projects across manufacturing and automotive domains, supporting business requirements, configuration, testing, and production support. I am currently exploring new opportunities where I can contribute my SAP FICO expertise and experience in finance transformation and system support. I am open to W2, C2C, or full-time roles and would appreciate being considered for suitable positions. 0cAFcWeA7PmRai10oelsamPgfrUIz43-Facrcqs83_M-IW4h-pyn-neJ39J7QJpvZZlgfufCPeLmnmzNWrJLB5Uj-MM3cq-XBe0M0I9-jlp0DYANmApIXYeCAY9SGpkSiXSk0XRt8y4gigTlkQ3zvn5lDiRuzlgW0EBzfzxLFV_wNenBpnI2ww49SnleA9W12fi705je1xXKbYmERtpqYP_A8KrRPrLHw77w4KkQsFJdoDT5eD241m46SVpm-ViZW886UYriKU1gLSFEX4a8XHN8Cxu4it5jnS__Nr6g1pJ7Lu5UVwKkFW_8uGXaXd1Ar6z6am6jm7Y3O9XaA3Mov6Nphf3Dbo_RJ5L_w-YrpGhYEY9FOEJ6xak5gJ4bw3_3GJdspyj9uOyxV0eVplSS-uPaJmFBJGa45PkklDCUvxfGlTFq0dLgNkiOVmX2zBaR6Kdh5LYveG1IyoYM5DQRckmMCQQUOefHTZrmacv5YRm7FAuksBtIQv4jP8AANyk_mHBsKFuN0HPg4hC1DSBCTCYVV9kG0WRZH7a8uDgtLWTCiAy0go5jbWA7uqAafl4BGb2CyyWJzmnxgF_1ItmlnK5xOAsk5G8s4LH5-3dTMZZ3BgdOTUCL52AGdWxhaKcQvmnZMd2n8cHjUaTUNdJrO1B0atI0e0J1s2Uctn7dhDxL8F4ew2FNXyLTb8bShIrpVuryMGS73erdV0EAJzvqxFPLSYVwPi4HnvJW9mOtX1StZDnBOzuzYQA-1LHLsg1tzODTPisN4Qm2EBi9YbAI6aT0gi8bKh-ktsy12tkWScWC-m6YKVjbEWMRD2SxdDrRwv71kYVZwhQyumICBD6-nze8OmM9MhSVJ5KiFsIsgyvGWlXU3iBmfi6CRLt7Y0D1hSEppYhcIUjYui5pXyMsT0LCdCU_yAlqFTcOeQHnbhYDD9mclxZJAvcFWgWXZ27glxoQXs14gVPgbf0iA0E1HULADk1gE1G8cs9V7DXQSby8Waz0InaOtewKmGmPdTAaLyKeL1D3c2EofNB3Y-dpgJy5P9nVoz5hLZ50R5mb_GP_IEK3ryPduiPEwjetNrGUWGbU8Wn59XgMxWtdtadzuBtJr3M8wY0ymLfSzl-Gwzt6X3ZAvhgSlTAZgEVBaOrIZOfgxa-yYa0tcLxrptPMQ0JIx3V0XQuYFQ7i9yoUtuAo3fdEyOh8Q0WMcpeQXelBpdeeqnxTTBIcDw1qsDWrApiG5WykGNgMNOC8Gyqv9wptZJKZGgeJDDF_xpIZytnouC-x0OXALES3KJjy2K0hceIcbHsJlE-Q5lTmYKDa4Y23dIsCgY5yCGE3gZyoN1kU_L2eSMkheGObCpx3dGMl0LFb1sDzZRm7p08cSFse-VlDKu6jtSXsIljGfyJ-nMN2tZCANv-eBV6F9xhb_QNm58aqSGqpUopA4fOe4aG8HRB7loKlRl3DYfhHKHRMyyjCZcZOlA3iC3hcKodkikxTeEa4AWHtTJEmHZaOCo-BQl6JbcmXy8CDYCBSOmSfXhiH2ecXqnFYnjD-uAZRBnu6soFPbWE1WgXWIPTcC9irdoRubB1t8MkXO3dLBc-QmxmvC8UqCk2XiEFcVQKnTFGpvZXpXikYn7J1X7VC0Kbqi2WnyGslnx5B1DFGiBdCH82uOFphCd48nN9oGk9rX8gj81_Q3Og8t_4Z8jWfxpGXqBSfmWm4sa5joVSEWi9OTEvxj_bVi928d2lFt3AveZnt-didWIi3fK7f7BNeKuZqb-xw8S001QqboUAuaxy-_cm4U7lES6EppZmcs0dzyW_YIoSxmDBVVbEm3-zmltIqPq21wiVpu5p4Dtt4YxRG09xeNyh8rBts5C-qo13vd2k3yvdMu3LxhbRZlQpwuP9e_n5rmybg2p81EDXyJfARezzV_ulaCnax033eEPazwG6c0dkj6lixaocTPY1jBMhyWJtVL1QIZKDzJHqTbq4GCaWS2D-KL5WAyK2egMG1vl4Mbu1MS0SRxzgyWBUWCGeHY78lAT7OOXuPrNVve45veK9zLnKn1I5EAFaeuHEWwvb1s57DfOA4_7rqAAZ6eri3ZPx0SUXyaGJ4Vvvivk0dpfql8bWBqLe77Qgfm0Wtym3gbceFEwCYGNAoFsDFpef6W5uOq0-hhhBZ82JhKsRjAjeYG3xwS_53QM_XJz96FIEJYj8l55jQEzB_yu1FnaiyR2SolT2NkdI079Xe_XhHTJ6qIOzubGjA7Rijf-TWOAlKnqkmpRLE0MIFzq8md_9wArhfdGoewvJtQ5WTM5__Q2O-X9OFxq9FFFpbb2fvPVxcbhbN5Abcbl1tRW9w 556 99.10.219.221 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 21, 2026 10:55 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Madhu Mohammed.Kazimuddin@mygoconsulting.com 331-472-4238 Finding a New Position I am reaching out to introduce an available SAP Technical Architect with 19+ years of experience in SAP PI/PO, SAP CPI, SAP BTP Integration Suite, EDI/B2B Integrations, and SAP Integration Architecture. He has successfully delivered multiple global implementations, migrations, and support projects across Retail, Manufacturing, Logistics, and Utilities domains. 0cAFcWeA6VGV5ug0_ahDr0xP7dgRqWz6UJhyn7i91YinROt9hprBFLfqx4ematV5xnGFXmPfnHEDSCp5UR4Vec5uzhphq3HFzVnqV4JUNkKuQiWfFc62b_HhGone_fGATWzZr31F3OIZIhwX5lNpXbhpqBcCrF3Z3laUswuohpkyahcmJ5Ai_-QNFeXU8JZQXuO4ya56WKlBMgKTJB5nd9fyQdRtREAZ87OTPj0ldbPmY5YdyPSrUaHyWe51afF-RKCutNjMQPX-dVYO6GeazLF-0Usz70T8bHr_LhoGHioTmofO7lENJ6G77LHK0H236Q-nVboazvTM5nOYpHrwiNujV7nLjf8CRV44_wdKbiNSlwGuB4JWsfBodXzC_E1GI7fk_HlgrJpkBZcUbGarWBbpeIguMEA6yNsWTatW8LIIuXCR9ExTrwcDWOnqTOQgQ2sIxt2KEIe9id8oUPnpwW5FX3rf8eiFARE2B36uqSaUElcCpo7b-aFahwqTAN8jq3gZNEfZSJSK9KcdTTqEkAV4daWU0Bp0wep3MAvuGoop6FvGaIIpYj5DaGBAsrOgQ99-CwBXmvP6oraVLjSuT6A-0r4x51rBMTwClrbwIWG-kxGbTL0AOL6NjglnAsYCzE7G9z3fRbLyoQVEXNmIZJAeXJtYpm6-ki0maBWWGbOYpjRwA-I3kZ0Y0tVsUdfZB1AcHSK4nmN3L48AG82yuKLgmh1g24J3QNr899hLWTFpB0TBvKZpuNl5dvu3S2YZ1BKaRiWRgb7FQs2ArJHwmtN6Tor0j8MxXxI0WEMQRZ8lthaHGZFXD60W7d2N9nmQ2JMjDn5OnXlAeILqKe3cYiPg-oM10KPa4pBk-W3s9M1dio_hM9kdO4CzgaLFxM3bnFMeS7iidO0spFvaSnPkIUwvUuLnZY1LAIvW06oCc6QId8Bq0QGDrvmoqEQmCVaDSimzDIBgYptsqmxikl1V5W13R5jIM3dqGX4kym9ytAmFGs3llZpm28KuNHr3Rfnptx-sM4MHj8ohaGX6QnPqmBSz4rEKl0YfZN5pNKOjBjcd_X2JiEL5itRpKb-Haf8SbIfWlQ6XpOOYdvx-5k0v4rKC_Mj3xNLBzd7XL9SxafeISBfYn4cytvq-HW2jt6CBf_75RqG8EcDN82uibecmcmtQ7UsnjMykE4gyEXl1iLSXwCfjmVThQTGc2AKURqwy0KRwZQfFQmBT0zwxTXB21V9As7ryZCRoQu7AtCLgR50lJ349Wa5SdR0dYYIaK2NtMG7xgKfZ5daBoVkmeHQ_U42Su33jfph5NuvyQ-Bvvgl48Zw4Er8mfcAj17UEmYso9mP5flpA9UnN8sWj3iGMBKRv0CMN3UMun_xQ8iLISQT2PBNRSX1O6RLun0x-67H0Hm7wGPzd0PXWf3_D5VxqXmZFhCd8lgxr9mxAdQqsL6jisfBMj53kNJs5S-KOxmp-fQFCeeCM8-AP94XgcBH0NZK21u52MQ_-MW77egPbmYAg0LZBhsk6QDFiD0P_QF3zSJIrr-A_7qesWVw7Ku_xifedCLHoHypoVIO8OuIANXPEV5LsLfjTW37mBQOpJkTJiYrLdjZ46t_hf0dXl5kVeojNXxvHUtxJjcS9GSTxjtlYkGMnTXm3g-5DqgdtOxOQj5njSy8coqP4fuwti5-SVNnTSoOcSQDj-PIIEq-Tm1bgGxPgwORzuSxW8pNP0-Z6A1LaMlBt5HYRC-4z2f9OLCY1y_sQy_eLeOxTP9tqfn-mDB05nApt_ClkgZKfHfDXnsPUVHHYucWQLOLUMtrI9N2dRmaxJ-OM0sXxiIGpaKJZNjqW7GthNjC5JaD4CKzlksi2DlvKBIvy8YK_OHZ0l6_SOW7so2Lcwuf8ZTl5zHnUEhNsZTtV2pEw5LLfQlJL50MbGaVk7u1BgjJ0qgLCBQQwaLgD532ggs3IrKArt8a89o1tBKaRM7Cz277u5O-ehmbF5c_u9dmcMUNp8cLJeQoY8cSrrbdP2rUJRh8-h3rnJOiYsAROJ_OmkIKnS35BP9FH_10aXWJasylY3BC11d0znU2STjCyaqC9hCM1jZvXcTWgwmiMmDKdewmZOJR3JqqIrwrmriwj3rEEUBKiH2rnuucfiNk3qCerQMTGMeGK9j9b9zs95-xUEBr96YCQWSCUAUl2xWjqbB1hERFvedrC96KyZPQReRql_NOrGx9clMmnU5APdeyL-Q8WEDhln_IPBHAQSBww3jkIN7odRUdMpgOkKZ1HAZAJAswR6g6vpqEVjjdDGPJw-HIFyd2oZzs61XrnAip--nnGQjl58PUASGQdISxnWzCw 557 103.169.83.50 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 22, 2026 4:39 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

As transformation initiatives accelerate, IT workforce planning is becoming more continuous. Organizations can no longer rely on annual workforce planning cycles and must instead develop adaptive strategies. Emerging technologies are reshaping technical skill requirements across enterprises, with AI and automation particularly influencing team structure. Customer expectations are also guiding digital investment priorities, increasing pressure on businesses to align workforce capabilities with evolving needs. Furthermore, traditional workforce planning models typically struggle to keep pace with organizational change, meaning static role forecasting may become outdated in this environment.

KEY TAKEAWAYS

Workforce visibility helps organizations identify capability gaps before they hinder transformation initiatives.

Adaptability is preferable to static role planning in modern IT environments.

Continuous learning supports long-term growth as technologies and business priorities evolve.

Internal mobility and flexible workforce models improve organizational agility.

Leveraging transformation roadmaps during IT talent planning sets up an organization for successful alignment in the future.

In this piece, we break down five key considerations for IT talent planning in an era of continuous transformation.

5 Key Considerations for IT Talent Planning

Build Visibility into Workforce Skills and Capability Gaps

Skills inventories improve visibility into existing workforce capabilities, enabling businesses to identify strengths and development opportunities across teams. Organizations are also increasingly using talent intelligence platforms to support planning efforts and anticipate future demands. Adding workforce analytics can help organizations recognize emerging skill shortages and support more proactive hiring decisions. Moreover, predictive planning often reduces hiring delays during transformation projects and improves workforce allocation.

Prioritize Adaptability Over Static Role Planning

IT roles continue to evolve alongside cloud adoption and AI initiatives, with technical responsibilities often shifting faster than traditional job descriptions. As a result, organizations are placing greater emphasis on transferable capabilities during talent recruiting. Skills-based planning creates more workforce agility, supporting faster organizational pivots when priorities shift. In this IT landscape, adaptability may become more valuable than static, narrow specialization as businesses continue navigating transformation efforts.

Embed Continuous Learning into Talent Strategy

Ongoing reskilling initiatives help organizations respond to changing technologies while strengthening workforce adaptability. Employees may need to strengthen their technical skills more frequently than in previous years, making continuous learning a crucial component of long-term workforce strategy. Internal development programs can also reduce reliance on external hiring and support retention goals, especially when employees have access to certifications and structured development pathways. Learning investments can ultimately help organizations close capability gaps before they impact transformation timelines.

Strengthen Internal Mobility and Workforce Flexibility

In light of the need for continuous learning, internal mobility programs help organizations redeploy talent efficiently during periods of change. Cross-functional experience and rotational programs can improve agility while giving employees broader operational knowledge across the organization. Exposure to different teams also contributes to future leadership development. Many organizations are adopting more flexible workforce models that include contractors or managed services providers, allowing them to adjust workforce composition based on evolving project demands and respond more quickly during transformation initiatives.

Align Talent Planning with Long-Term Transformation Goals

Workforce planning should align closely with modernization roadmaps, particularly as organizations continue investing in AI adoption and digital operations. Talent gaps can directly affect transformation timelines and execution speed, making long-term forecasting increasingly important. As workforce planning becomes more connected to enterprise decision making, organizations are integrating talent strategy into broader business discussions and focusing on systems that can evolve alongside changing priorities. Long-term resilience ultimately depends on maintaining workforce models that support continuous transformation rather than short-term staffing needs.

Getting Started

IT talent planning is becoming an ongoing business capability. Organizations are increasingly emphasizing workforce adaptability as agility becomes a more important operational objective. Today, skills visibility and workforce flexibility are viewed as long-term priorities that support resilience during periods of ongoing change. As transformation initiatives continue to accelerate, businesses must develop workforce strategies that can evolve alongside shifting technologies and operational demands.

For IT talent support, contact BCTG today.

Contributions from Hannah Yang

Consumer products supply chains are under unprecedented pressure. Organizations must navigate demand volatility, omnichannel fulfillment requirements, supply disruptions, rising costs, and increasingly complex customer expectations—all while maintaining profitability and service levels. Many companies are finding that legacy ERP environments can no longer provide the visibility and agility needed to compete in this environment. As a result, SAP S/4HANA has become a cornerstone of supply chain modernization initiatives across the consumer products industry.

KEY TAKEAWAYS

S/4HANA creates a unified digital core that connects procurement, manufacturing, inventory, logistics, sales, and finance data within a single platform.

S/4HANA enables a more balanced inventory strategy that supports both service levels and profitability.

S/4HANA enables organizations to connect omnichannel operations through a shared data environment, helping teams coordinate inventory and fulfillment decisions across channels.

S/4HANA serves as the digital core for advanced planning capabilities, enabling organizations to improve demand sensing, forecast accuracy, inventory optimization, scenario planning, and sales and operations planning.

S/4HANA helps organizations strengthen resilience by enabling real-time monitoring, faster disruption response, improved supplier visibility, enhanced scenario modeling, and better collaboration across business functions.

S/4HANA provides the digital foundation necessary to support future AI-powered supply chain capabilities.

S/4HANA represents a fundamental shift in how consumer products organizations manage inventory, forecasting, procurement, manufacturing, logistics, and decision-making. But, understanding what S/4HANA means for consumer products supply chains requires looking beyond technology features and examining the business challenges companies are trying to solve.

WHY CONSUMER PRODUCTS SUPPLY CHAINS NEED TO CHANGE

Today's consumer products supply chains are significantly more complex than they were even a decade ago. Brands must support traditional retail, eCommerce, direct-to-consumer (DTC), marketplaces, wholesale distribution, and omnichannel fulfillment models simultaneously. At the same time, supply chain disruptions have become increasingly common. Research has found that companies can expect supply chain disruptions lasting one month or longer approximately every 3.7 years, making resilience a strategic business priority rather than an operational concern. Consumer products companies are responding accordingly, with industry research showing that approximately 75% of consumer products organizations plan to increase investments in supply chain resilience initiatives, while nearly 90% identify supply chain agility as a top strategic priority. These pressures are forcing organizations to rethink the systems that support their supply chains.

THE VISIBILITY PROBLEM

One of the biggest challenges facing consumer products companies today is a lack of end-to-end visibility. Despite years of investment in supply chain technology, research compiled by Procurement Tactics found that only 6% of organizations report having full visibility across their supply chains. Without reliable visibility, organizations struggle to monitor inventory levels, respond to demand changes, identify supply disruptions, optimize production schedules, and improve customer service. This visibility gap often results in reactive decision-making and missed opportunities.

HOW S/4HANA CHANGES THE EQUATION

S/4HANA creates a unified digital core that connects procurement, manufacturing, inventory, logistics, sales, and finance data within a single platform. Rather than relying on multiple disconnected systems and batch reporting cycles, organizations gain access to real-time operational insights. According to SAP, S/4HANA's in-memory architecture enables organizations to simplify business processes and make faster decisions using current operational data. For consumer products companies, this means greater visibility into inventory, orders, production capacity, and supply chain performance.

THE REALITY OF S/4HANA CONSUMER PRODUCTS SUPPLY CHAINS

Inventory Performance

Inventory remains one of the largest working-capital investments for consumer products organizations. Unfortunately, inventory management continues to be a significant challenge across the industry. Research from estimates that inventory distortion, including stockouts and overstocks, costs retailers and consumer-facing businesses approximately $1.77 trillion annually worldwide. At the same time, another source reported that U.S. retailers carried roughly $740 billion in unsold inventory, highlighting the financial impact of inaccurate forecasting and inefficient inventory management. S/4HANA helps address these challenges by providing real-time inventory visibility, integrated replenishment processes, improved inventory allocation, faster response to demand changes, and better coordination across supply chain functions. The result is a more balanced inventory strategy that supports both service levels and profitability.

Omnichannel Operations

Omnichannel complexity continues to reshape consumer products supply chains. Research indicates that approximately 80% of leading consumer brands have adopted omnichannel supply chain strategies, while nearly 60% report that direct-to-consumer growth has significantly increased supply chain complexity. These business models, however, require inventory, fulfillment, logistics, and customer data to work together seamlessly. S/4HANA enables organizations to connect these functions through a shared data environment, helping teams coordinate inventory and fulfillment decisions across channels. This visibility is especially important as organizations attempt to meet customer expectations for faster and more flexible fulfillment options.

Forecasting and Planning

Demand volatility is one of the most difficult challenges for consumer products manufacturers. Traditional planning processes often rely heavily on historical data, making it difficult to respond quickly to changing market conditions. S/4HANA serves as the digital core for advanced planning capabilities such as SAP Integrated Business Planning (IBP), enabling organizations to improve demand sensing, forecast accuracy, inventory optimization, scenario planning, and sales and operations planning. By connecting planning processes with real-time operational data, organizations can make faster and more informed decisions.

More Resilient Supply Chains

The focus of supply chain leadership has shifted dramatically in recent years. Historically, organizations prioritized efficiency and cost reduction above all else. Today, resilience is equally important. S/4HANA helps organizations strengthen resilience by enabling real-time monitoring, faster disruption response, improved supplier visibility, enhanced scenario modeling, and better collaboration across business functions. These capabilities allow organizations to react more quickly when disruptions occur and recover faster when they do.

Foundation for AI and Automation

The future of consumer products supply chains will be increasingly driven by AI and automation. In fact, approximately 55% of consumer goods companies already use AI-driven predictive analytics. SAP continues to embed AI capabilities throughout its supply chain portfolio, helping organizations automate routine processes, improve forecasting, identify risks, and generate actionable insights. However, these technologies require connected, high-quality data, and S/4HANA provides the digital foundation necessary to support future AI-powered supply chain capabilities.

FINAL THOUGHTS

For consumer products organizations, the move to S/4HANA consumer products supply chains is a response to growing supply chain complexity, increasing customer expectations, and the need for greater operational agility. And, with only 6% of organizations reporting full supply chain visibility and nearly $1.77 trillion lost annually to inventory distortion, the case for modernization has never been stronger. By improving visibility, strengthening forecasting, supporting omnichannel fulfillment, and enabling AI-driven innovation, S/4HANA helps consumer products companies build supply chains that are better prepared for both today's disruptions and tomorrow's opportunities.

Ready to get started on your S/4HANA journey? We can help you find the talent you need.

Damien Barrett Damien@cortexsalessystems.com 07868777249 General Inquiry Hey, I hope you’re well and don't mind the direct approach! I wanted to reach out to explore the possibility of working together on a commission-only basis. I’ve spent the last 15+ years building and scaling sales functions across training, education, and commercial services businesses, with a strong track record of delivering measurable revenue growth. Some examples include: - Growing daily sales at CST Training from approximately £10k per day to £40k per day - Delivering over £30m in annual new business at GoStudent - Scaling SB Engage from around £20k per month to £100k per month My background includes sales leadership, business development, partnership growth, recruitment, team management, and building long-term client relationships that convert into sustained revenue. I’m confident I could bring the same commercial focus and growth mindset to your business under a performance-based arrangement that delivers results without increasing fixed overhead. I’d welcome the opportunity to have a quick conversation about how this could work in practice, including commercial targets, structure, and growth objectives. Please let me know a suitable time for a call, or I’m happy to work around your availability. Best regards, Damien Barrett 0cAFcWeA6Sqfq-saXuaQv1IONTBX2sbm9cAwvFFluARByDKwbgfPsi8ZtA04c7cPIsAyWISXNe6Z77vatVYRHFLvriAevuu1_iSo4iWFZxabhWTfDxySNwzmXridxzDx_R0dGh_e1eT7K-6y18nLBDqpK5F09Zbr9vAz3TOLJ7GC6BgDt4Bs8_6Oq4baup4VsD96oxCoPSRp6dU87nwaow72eaL0TR2UM1WLfzBPSI1XWe--PpMPEoriaqgbe7B45-WIdDV0vJ56l1Y4BvcC_WuWMh5Vzah1wFyJprdUNWvombYgNaSdfySqva5ag8v8nZDZMWpFvXwYSKNmkDrWFAp7eDCyqAwCGsQYPBF0uD0hvZPL-tSmaEixxjIGcI7adLmBeMYmK1gY4ULsP5wByGKwlt71tg87sRF1r_cPEHV10pHJfYTgRI6JDnTWAMrC2JJI254Vhqg5BH_i0sMEfhPn1yktK3HYWN6E4NIb0H9FOkS50YrQpJHLD1tuVqHeaRq9A3lX33SupBXeaPyzmErrqaRbwGFqZPTp5BFEr6ysdI8sDHcORJL5T9WQtvr2a9ru1mUXEQbJS9fbr3RbvtyJ5X33sTd76pYmogk-jytV-36CyzrffyUrdzM5kQw2KbbpUjAg1Ke1BBU9aaDtZWNp3sfdpH0-FpJ4UO066jO5bCfdtTnQJUEuoBepyR41KqIcB6etnI-ciu6r7sJp_phwsbTWkh0UptydtZSI3RKS_Qavhy4l-dSY8yaXhvVbU_AjB0mv07X6WLwUx-GH0tlEYepGjH1vYlmBjekOsO6Y-UoSSBwifrJ9UPT-79a3vkEm2_C9DVm8kYwnHr_wjz6CkQk-0qYM79lqcrlff-V4lvhRbV35X-wde4NT6uz_eWtAgUcGPoL6qXCgwdQ24SR3ZYUWYLKfvow3SvjJzpfoC4Ykhbn1MsqTu5p9DsBDNKDPmH0W4_3N1Fat16LoNrsb9P4tP2jfgKVkYRnheGkO4ULsNDfzn7WwQKqVlA_TxVmOyYCzfdhxcG62N6hESzH6ah8zCD8xXPDUg0OGGqACnAuckxjHeDe0CGgwm4EPgHA926YiqhItgegRYETnqxFGn-CGHywSqhcN3m6YWde8Lp3kmMRdsQcC8PWmTK51ZllMqbtECN36BSzEP3SX-WIaeNePu9UMCA46_uWRF19UxTdDLXerSBFANeFyfg_5tgE1gb7gRwe1NUlDqdVc6Z1tJwqjeDY837ullb1Erklks3DVwqrBsxOyRxdxJ1g3HTCadlE2-xsVw3E4nj3MRqql7jfcQtatmnTdBUF5cojJ_TcZLYM7_WGuzL4la94jpoNvGnUzbAW48n6DbLCey_uRQnbq-yMmDktUdGU-HOM6RsbS3o-s0vaKqXQPJgCw0CN_LB0PXUscKp_EH1BrpcQ20JTt5ikLU00olWnFYmbdiwhlm7XPuh_5r_pxOknvukmLkn9E3IcdzaM_AR-mjuCABVDrRQTJ_97URh5hVy_-dEbWC947oEtZCnzvWg8-ajtYj5qJubxswjpMLbEmooJPjoFkvHDoEG0xZEPdYr-o6ej5yl6Y3uhxA0FxjVm8_gzHamTK5Yn2lHeBBjf63hdO91I9w5xMN-bj_mOWYKOju0nRX7sY47QOCk43JI37yGkn1tqgGscfV9AYSlRNNKW8jz1T5laZEynbGDzebBeAidjkjztTfDPuFBYbJkgvI4PIHgMiAOoc8HkL_W_LO_xglebCS7-ZxP6X0_wFqTq9wcAFYU0qe6bZQm6x1BMyMyNQb1wVTpdTF0lLjFCAsUQRM7eg7XiTqqfb4hZLRDexl2HUBTkX_idcMO1562NJ7l7Py3CZUNvQozhA-1GhctITpkfylRP26wVruSAmICRnQo7v39Tl8BU1ScRzXAEqe7q3cMTnVIwzjJg8l7Z3EEcKOQoL9YumHdtsclYBhMSrj9Ckx05YICJYsdaB-SKpncJW_0kPq5aa6FxJk7vLmK9LPzacVS0cvaoqVZoAwSlKHy_zskhu_zuBtQrOOUJXQtO9cS4dvZObd_fomeDX5y5e64WVIZpoHXQPjoslb0SQRJc2mrS_ITCWKWdfRiufoVsWGxMlWzWrSHqjfGYHw6TIvJ4JkTT9roXg 558 39.35.168.218 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 23, 2026 2:46 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Brian Aube bbconstructionllc013@yahoo.com 3512300018 Other I’m looking for a reliable company to manage and process my employees payroll. 0cAFcWeA5bzG-kubxwwqzg6aa1Pg61p0-aXNo2qAcQNl13861BoMKDQAmtC7rB-WiTg33MCJu8j4teK4K3TiE0a_y7BuEmJlUo21wVFucUws1xJNf5g3hUSe0P48ejOQS7VTI40ew4OEN11b2s_mSOC4YNrsUnVVoqKzF1BvkzgqIPYkVxpKIJYf-rRczPcC8VfbY480LIBrmk0AiR35fbhBOVIBDyRMsjBKkhFu-EM8zhZkqWCfCaJVayNVHrwudGJM9ZM9jJ2mkJpT858B6ljRrm9aKFBVwmFKKRBmRQ_EWnKfTQjdt1Ss4LFaGyGsyvOO4X6eY-vFFR5_ScnWDozwx9_Jjdsns-rYJItfgDN4ykInNT_xAe-CKBqgqyBonpwzOD6TGsn6O8BQJK_OvnP5Egcle78hTpGBqsmqnLl5UiNKUD3adYlIZH25xOFRg2v5LU5QUjVrtr8SB0xAH4uVhnnI1JdirzMV2FtgGuBNy5CZYsAhR88CbL-1t9ygO515fPwUbdwb_SMqxkQdKIpHOULoWGB4C16ozCLbYUXXyM292hW1RRzpdCYZQ0CacWJGoqWpjgiq6_ipRiG_b4ToINrAfKfir5yODRD9guiB7Qq3ISQzki5rDgsWk3iQwXUgHZA7Kg3o_zHJJtGzEMHXNAULfW46fwE85e2byOA3shHDmmv_CF1UOjRtmy_j7l2BQsttJz0lhHED7gFOPvHiUcyVvboT_NgEN6kF6LE_97hS9i_5lnCq8gSqqg3khUDjJO6PaVWdoJ2wT6eSxmfytQRNiPsVDrkGKA_nYaeoTRvEbKjb1fMoUQTPo-ApzoPgehUAgrqARhbdvZdC8jdU709xb0OZTs-occy0ipuC5O4TejZO0K4mZ6zfWsttUVYepxFEnXQNFzeQRzQHBqmkhyqw1OcQNncufT7FnAgpMJuGLbBXEeqNihfbcMrKMBvorrrfCQgQfbTnAekega_dehpxGeDFMMSO2zM_mfgjvCZ7uCeqNkiYZnOgFerO78Iv0OROJrnTVQz_Zw8RRbb5jgAGO_E9voUVzjv0hYsYpNe6RASnAUUES2tX-WAYoh-L5HM8VKVmOC7yUucdbVJavme5fhp0g_5zPkzbuMPdj5lBCXN1-AU8rlQ48NHKTd1zL50MYJ2y9_CgYxnrYmWd7_TSbvNrihcnuq5rsrhcRiUWSZ8NwJIvPDVBgOpAnxZEmE2myOKJ1h44Yk0B3igOVdh12yi_HjUB0mjUpQEUOEeuf3z5stkZnRl8c0xb-5dNUiBZTV5XabQDa76Re1mdChlOXfOCGJ0a4RHVSjK8p2QMSmLuRs4q0yJdw0fZP0Kgt4cK9xlDkWncfAZnK25hDH76J4sIYD2rHLsfTDy3IDreFf9lVgO_XqtVFeMNOWgEkNTbWE01FJquO4UjZAxq9pAKmtgUexjVbFCPVZXl0nvtPAOX5OI7Juo0Pj0yRhgSKjTTvQyN9uZulFJYz89dOcSrFL8clF9MFDfbGaIiTlqdPvvZQ5Icq2GGX2uAtiIfO50vmycFSGqp0XP1lENA5pkkhrWhRLuEIuXR7N3Tfm0UysP6fx02a66Zgazm-Exjx4XrVMEP9U1VlpIquD1VTBtDaK5OvuwY94AB74bSMiY0fj1HwbgCXKYOt4ccDPR7yWt3sQfVKmKnP8wBv6XOxUvOw7FO6pFz4MlX77OD9tgoonHSqucn43auEvWLeRV0RkBw8SKqkm0yrCNk_7Q__ixwrP_1waQebPHZ7VbYVoNMWA201v7zvx1RMoWfHpmHqrTS0z1LyP9TqC5I6WafOJYkqLdoGKSe664NNU25m11byBw2zm7_5GCUcJ8Lls-3seUEsOQvKPi7qaPCfl-L7nI-1UfLqOwp_a-Slk3WNjiXDavTTlsRRQvpTClBECKVw5P0EOGQ7HcOkJHopnKvXdJnBjeytBekemX6FKoFg69d_g03d5-9Je53ptQi4G89Oe4bRaGxQwmb-c92yMRX91_gP6FoxvrjKoaZJayEsgYJYF0gq4rgVxxOv7g8Hky8uzd4SYmKY69wBMjzCeOtvOnTz-5vuqgWY_jp4x6eLP0J-Sk22YRS_vFB7y-eezwpjjsLIEZlV7zA6dcwaG6P1BqyD5oftdkOuFmY90SHhMzw1hVRCgy62TMZoNPXx12bzJurqDVtcwc6dIME_aZXtmhnVRhEOvR2y5fNteiyXY0l7IKG1QS_s 560 102.92.24.35 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/148.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ June 23, 2026 6:27 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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With the ever-growing importance of scalable data and analytics, two key aspects of successful data system implementations are data governance and organizational change management (OCM). These two elements are consistently seen together in strong, strategic transitions built for long-term effectiveness. However, when one element is ignored, either in part or entirely, organizations can be left scrambling to address issues quickly or even miss out on improvement opportunities altogether. Each element provides its own benefits – OCM methods add momentum while solid data governance offers order – but both are required for meaningful and lasting change. These unexpected teammates rely on each other and overlooking one will diminish the value of the other.  Below, we explore why organizations must prioritize data governance and OCM for successful data system implementation.

Foundational Concepts

OCM focuses on the human aspects of change to help drive adoption. By acknowledging that resistance is a natural part of change, friction can be reduced by intentionally addressing its sources. Effective expectation setting about what, when, and why the change is happening provides teams with clarity and can give a sense of ownership to the transition. Open communication with opportunities for two-way discussions can reduce ambiguity before changes are made. Defining what success after transition will look like with input from affected team members can ensure teams are aligned on both purpose and outcome. Ongoing training can help close knowledge gaps and ensure everyone feels competent under the new system. Data governance outlines standards around data acquisition, management, and quality. This provides a critical foundation for transparent and consistent data use across an organization while increasing its accuracy and value. Ensuring all team members are aligned and adhere to the same standards can protect data landscapes from losing reliability over time. Key outcomes of strong data governance programs include consistent processes, clear lineage, accountable ownership, and data definitions that are accessible at an enterprise level. This shared knowledge acts as a bridge between business and data teams, encouraging collaboration during periods of transition and building trust in data as a reliable source of truth.  

OCM without Data Governance: Momentum without Foundation

When change management principles are applied in the absence of strong data governance, it can lead to actions taken on unreliable or misunderstood data, unclear ownership and accountability, conflicting data definitions, and generally chaotic data use. Ultimately, these can all contribute to distrust in data. These effects can play out in a wide range of ways, including but not limited to:

Absence of metadata management

An R&D team makes a change to centralize their experimental data in a cloud platform, but legacy folder structure and a lack of tagging make it difficult to find and reuse data.

Lack of data integrity and reliability

A supply chain team involves users in the development of a new inventory system with streamlined categorization logic, but historical data isn’t migrated or reconciled, so trend reports are incompatible and break down.

Undefined sources and lack of data traceability

Teams are trained to use an AI-based chatbot assistant that summarizes literature for Medical Science Liaisons (MSLs), but it pulls from unreviewed preprints, creating reliability concerns and distrust in the new tool.

Inconsistent and unstandardized data

A data science team builds and socializes a demand forecasting model from product hierarchies that aren’t consistently maintained across departments, leading to a confusing rollout and eventual abandonment of the model.

Distrust in data caused by unclear data definitions

A regional affiliate shares patient journey dashboards globally, but a lack of inclusion logic documentation leads to confusion on which patient cohorts are being tracked

Data Governance without OCM: Order without Guidance

Systems with strong data governance but no cohesive push towards change can lead to governance being delivered “to” teams instead of “with” them. Without a shared vision and desire to adopt change, well-governed systems can end up being misunderstood, underutilized, or completely ignored. In practice, the outcomes of this lack of motivation to follow governance can look like:

Falling back on familiar datasets

A commercial team publishes a centralized catalog of real-world data sources, but team members continue purchasing third-party datasets independently due to familiarity and speed.

Unused training resources

A company-wide AI ethics policy is released, but product teams developing customer-facing tools aren’t trained on how to apply the new framework.

Ignored data discrepancies

An MDM system is updated to flag discrepancies in hospital affiliations for prescribers, but field teams aren’t given information on how to reconcile differences, so the data remains unused.

New roles are ignored

Data stewardship roles are formally assigned and documented, but teams continue escalating to former contacts and bypass the new structure entirely.

Inconsistent adoption of improved support tools

A commercial team has access to centrally governed retail scorecards with performance benchmarks, but with no change strategy, adoption is inconsistent and key insights remain unknown.

Where Governance Meets Change: Successful Adoption and Maintenance

It’s clear that leaving out either OCM or data governance not only misses out on its own advantages but also diminishes the benefits of the other. Active and aligned behavioral change can’t drive value without strong underlying data policies and guidance. Similarly, even the best tools in the most ordered system don’t drive value if they aren’t tied with larger business goals and used consistently across an organization. These negative outcomes can be resolved or avoided altogether by using data governance and OCM as a package deal, even boosting their impact when used together. Effective implementation of strong business strategy requires both people and organizational considerations. Organizations that have solid underlying data governance practices benefit from reliable and credible data with defined ownership, and stacking OCM on top amplifies the effect by enabling teams to feel confident when using that data. This sense of responsibility and trust unlocks more value from data-driven decisions for the organization as a whole. When teams are actively involved in change with clear purpose and guidance, having a proper data governance system boosts the stability of underlying data and reduces confusion or technical issues with the initial transition. This in turn allows for smoother changeover with less friction and enables lasting change. For example, upgrading to SAP S/4HANA from SAP ECC requires careful attention to proper data preparation, including master data governance as well as a solid training and change management plan. A strong data governance and OCM program will help ensure that your data remains clean and relevant well after go live, even years down the road. An additional consideration here is the importance of organization-wide data governance, i.e. focusing beyond SAP. An SAP data governance program is important for the relevance of that system, but an organization-wide program is important for efficiencies, accuracy, and compliance across your entire data (and systems) landscape.

Looking Ahead: Data Governance and OCM as Accelerators of AI

Anticipating the growing benefits (and risks) of new AI technologies, companies that pair robust data governance with strong change management will gain more from these systems. Advancing these technologies with poor data governance in place brings the same risks of data distrust and misuse, but these will be repeated and amplified at a much faster pace than they were in pre-AI systems. Without OCM, even custom AI tools purpose-built to expedite discovery or enable deeper insights will be poorly understood and underutilized. Organizations looking to move beyond the experimental phase of AI adoption into more mature and complex phases of stabilized and strategic AI use will not be able to support its increasing value potential without a solid underlying data and analytics foundation in partnership with championing change around AI tools. This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Ryley Fitzsimmons fitzsimmonsryley97@gmail.com 9862009569 Other Hi, I hope you're doing well. I wanted to follow up regarding the SAP Sales role I recently applied for. About three weeks ago, I reached out, left a voicemail, and sent a message expressing my interest in learning more about the opportunity, but I haven't had the chance to connect with anyone yet. I remain very interested in the position. With over a decade of experience spanning SAP, enterprise software sales, account management, and consulting, I believe my background aligns well with what you're looking for. I'd appreciate the opportunity to have a brief conversation to learn more about the role and discuss how I could contribute to your team. I'd welcome the opportunity to connect whenever it's convenient. Thank you for your time, and I look forward to hearing from you. Best, Ryley Fitzsimmons 0cAFcWeA40FR68liCnqF-qdxpNjTeMQ7Hm8iOmD6kFsMhsGI08dOJl9-DCmZPl6vjlWRrAZPPXfc9N3Gv6qWHX6cqS6uzPbJob1vwjnNkoOx_Cxl83x01LQDvpC8xjd4BIXyIDltv6rWWVrTpXHH0GGM7g9UCYxmTqKnPtzZ8ZRHq1nSFGznqNJG_F0Wz0GLaPcMQ-PyP3spgrm-1GUpO-QPwFc1sFR_SbxPrQcXuiVBu9HDk-DDOxxVJTzgo0a7-_MeaEnbfEHBTKyshQGb1mrhbMv5JHx58yb8JzrQbuwbDZuUF9Wz1SXKfzvD1nW5836bx-AvzyMG4IxUdL3ihSqLDWiIXsuflsCEmnF73px2V_-sqeURFc9GSPloqQtapAH105yqM6ZjX_UgA-JHW1Rh6M2DhdUS3d7yCr2qtQmoLbUFZ06eTzjWuscKcjtM901ILpN7LKDawm2I1vwdEBxCQ0APUM9sGjT6QZpXwvHpqAS8zm9BW7ou9WImH2NGYwAL8SJ_k8ylkpTFKKApqL_1a6Dmrp_XNiN5ei_7N24kzOaKoAtIwOo--HisMToaYV32RaGYB8ofVW3_L3SQkKrU7RImdAY405n53W6E90RGhatytJCzC_QJjsp5ePKEfzFkQp_BeY8I3yA4IwFHiatUsyVn9I2FDcFlJc6o83XGwDVxTbavzAqp1s3ez2PGvQ3qUwqG8FghW-wVyAnJ7Q-MSsTp7zJcuyjroDKYVrBN9tDYmld4-3C3ezv5NaCJjn1-6dBC-gC0ThvnVoKXraFwfEQMmA36kP6NbcbW8kbWMMtPN-vDAhANEmTS7RGB-nG79u2CVA7s_fN0qwJ8PvivyoCMbJjzG6MyAY7eyWmBTB5zP-U1Xt3_t7YImFjo_SvjvngA05LACyvvT0cC5F4WG_56O1rdHYWltk1zKRYPulfTFzNvqbIsEp8DI7P76uLtx4FKJuUF2kOaW7jfOWHRQlvX-8gIvxv5PLzQmteaVlbDgG_94_d3fr983aI8F0hyuq7yHluB1IQX5anP80tTZqytZOa3QDgdA_vddXNcRBG5AivVnquQwCEWgtGY7iC4OrYRXt7_MzCemQ7wyDvsN-5tAZZded_dG3S0_4Xz9jWKcgHqE9_-tfC-EScA1ctmwnuwIl4ozZ1fLj_NVijJhyq_8HWIsEpXZs8vhSKPaYvlWUxonYmAMSN4h3MkR2aN6Gabq_hb2LY27yVLlAyTkBJbS3fkiJpQu0usEcKFtjcv9yYC2TFw5xz70HFsccxNAGIGIhRrkH5yqlR5E_81Gc1w-9xcszq-qCKCXtnIWwq43f188aQww0NurlnLVBGCj88JXNzGz61F_XyBywxrVn9_U0hihuiVazZ2hPdcQ5QYEJkAVAhmr_-aQKpFD-DNt9E4hgIfYs3NIhR4T8qUfnlxJ8_RaTU8sK1jc9iBMW9VqkHKMZeMM90z1BJWWWF26BQAPfk_hjfsL-JbSrgsKm6rlX5OsPUNXVQFn9t6-lOSfxpY4QD53wpAeMLmq_tC-lB6TLcAHEdmQfgXbL1O5fldpyYs05Y6RewglcDp8otYyYywtpNUGHP7rnT_yRC-3l2kR7Yglf7TqrgwLhHBBQMftlAKRXGxJ4kl88Cthn4pir5IJy6Mh2yaJHymaZcn8I1M60ohnC3Dtg5vxZYxg_Gi0BZaZwncGTMiYoCkZXwtw-DLdPQA64SjqqP_E7UzcaiF5WsP92yKmF_4EJFh4SyxSotioEXhAkias40vQQ6BJso8ZTKsKq6AADiZtO8Ea35xOqMX5rxEU1sa6Ca-hbAIdyhHvsc2qX75m8rZLXstCmflKl3LJp200eKvYuo1cU80W9XkhFTG_KyuBpXvksD7SLlUDWeEvYvRuWsu_An2nuSpBastmv3MKwrq54fnQ8HB6v55bIsF3wbffb5XzmtpawnJRxklC0Tbf2S9SFSGSWLB0sOttdG6muXsI80o-Gn9I6vNZdRuBckZ3i1rE5reFWsFnJA1x0TcjPW_7TJ4K0h66XmcrqkO54zzU-tB3rBwznUnyl7a0ysQ29oHtK98qemxC6YWbqpWP3dHCDT2yhxA-O_R_Kf-A2LrZkzFBJ9tT-tLZ4374zxfjaTRc6OKH7AwygXmkzdOQRWmQ-rsclyYctmPQv1rHRAJo3cpJtVNekpbf9VQA60HLeJxk1v1FKqbvf3hCsE3Rkb1w8aKoxRD1cYiGY3fOqgpqu5KHvE3LJW7Tc 562 160.32.74.62 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.31.8338 https://bullcitytalent.com/contact-us/ June 26, 2026 10:31 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Ryley Fitzsimmons fitzsimmonsryley97@gmail.com 9862009569 Other Hi, I hope you're doing well. I wanted to follow up regarding the SAP Sales role I recently applied for. About three weeks ago, I reached out, left a voicemail, and sent a message expressing my interest in learning more about the opportunity, but I haven't had the chance to connect with anyone yet. I remain very interested in the position. With over a decade of experience spanning SAP, enterprise software sales, account management, and consulting, I believe my background aligns well with what you're looking for. I'd appreciate the opportunity to have a brief conversation to learn more about the role and discuss how I could contribute to your team. I'd welcome the opportunity to connect whenever it's convenient. Thank you for your time, and I look forward to hearing from you. Best, Ryley Fitzsimmons 0cAFcWeA7nlM14ZlZi0B73Wn5N6TxN1qvNinZkM6KuF5qt-ZBolUeADoGpNrtGMJrcaXp3UraAgZp4n2_uyzoOcft9TGXdMFrFmisemkrmLX308WLAG_losIsK2F49nxfu4i6cE3kHZjTlOfPRBmOGNf0tznPbgCXmLpAN2sNzoSNk2z4dp2KKP1h4QTDZn4VIfVM1KbSbxq1uyHygkbSha1SNNJcGyv6TK512xRPQEdbchfu8xcKZhvmKES_teeXtzSCDrusoY6dQqwEV-ZeJLwEzZlLPC-juUjHMlxazkTFoUgHYxSApeEGvrIu96q0FoUk4AOGdEXJsqvbkb0BS90HS-5Dx28-dHfeBHP3s8asSWiwPuy2F0eN4tWTQMtWfF6g5z5yEB56SvJPRemBhmF7v0BBh4XOT748idQEfNIdg1dYo1HanJtMzQ-mFkGdpZP7hsLNV0t1q_vFr-V3A9GfeIPGKNMd8Cdqhkle_klsvMDhsRGCFE-7EbPxabTgPjMA563VstRB9xLpGcINcTpTdssLaQQQeUMVNNE-1UMxu--Hmxb10MgOiWpUPdoUvPkMT_8XtLfM5mxz0Jii7DCWv4JFMKH-Q1efzCezngXaucqKf9JxJjjR50v3DLJQzdDIoXJXMBb0wbgOedOxoWrsDrZvX3nCFTatTGKIHNccKVIiDOnRBigD0LG7ODSCCb_iZQqB9bDcyRtzybFQLgWHRn7Tpxc21bV0rkn3InY703dcjbHYUMOrrWvd7Mrf-MRoGWYoemKM6SGyP1uR-k_s_IGTzEjLB6hbF9BeKYrPv-zGohTqDoGunCSE_zEApnjKl7qLs9Cr-HET5DBKluy9xR1WWTX2LoSnYn_hnFkwz8pyelJXW4mbwhMjv6TfNOrM957Yt5NhIAtIwYc3hm8xvlLRgoebdgW-qePqf_kbuYO_9ieish_I1XDGOrEZqndCEzVnhV42-a_QcvOTaB7LkIRPSvGAHK80BX1YZ5uGqnTeRSQEDv_RkuVYbMUml_V_HqR56CTGCKE0yWpG0gzuKDcFCWMBI2NgkKqkd_fYDBDTV2zlxtDcxU6VASUnCB33Kql2Y2i_fLcngBCTnoC4mYoQZ_2w0AQRh4cLFCWzG9lH2IqBMf5cVBOekveWdVBmPuvzXtBj0A7qp5fBE3VShnRrV31IMQd7OxL8Tbrco-Djkn7xSlc8YgRR0RMMSuZZlXstKuqDB3A51VWByQSFgi0QsSYsXXQxvEwYBvmXuw3e0xsilpIo4ouzAj_JOt_lHVrJuQPeYgO3TxEza3FctuOI7uRMWZOs2KxMBL3Dlhd2r0aoAzps66lcWp_J4ooIRBTOdW7J1jkg08ksiwFx4sdx2b44Ph8RtUrg0kxxezPvfYx9SVQyHhRubvKky8Vb2Y3PK53jGFe-IYezcSEFRjRGmiS740LQZr5kyd1kUSzbBPMl--Mzjv64eEPg61ji_YzSNCidpUBwu8-BWZ4wkMLeqzjk1qXWJOtodL-ZGxX74w5_HVo6ZVu_v6doGgYUBT3GvGS6v_a8EL2yYeCPCzarah8igi1riydKZabpJx9q8HK2k7x9-y6ggZ6yFLas46fFfTKhENuRJBDX_Poqok26lNGuztI42oe4nW-i_QM6mpLGYqKgb7dMOMjGDWvd0e5dBrKKal2LPQAq3_a1r8TrDXTkzExQUkeHC56z8Sf6BG-RuFydXliD2OA9UuS-LpQF4vadVs6NoHY6VBL3gX4-ZQ4O-UM2QjZBm8_KzlmWmLMLiI3DLP4ytdFSzP-4uUWLf8dZEQF1A2o5ne6zlcZH-rJMzhY-lEWQsSCfcxBwp3yfaDrf2MC_I1JpsQCyVYCNPmJdSMO9xG4GS_NSLvbTo9Y5tue9m5ZAg29iMIfsjOa53LIfxFGYi7WYr7INiHOX1SeBQ-thEo0_OqB_WxGve3yvY_6vo-bXDJL8Tl8RSZJykiN1okwddk8j4-gIUP6jjiA-Cp7urNkX2vnsUjSvSidOMne0JnydbtRIkz86Et6pQJqdWiAKEYW4KVLgiog4oSqgUNPirQpyplyUFog-CMKFOEUaF0eZS-qhaw_cS7hICC05MRi3JyDMcOA2LkZy61Aw1_P33JgZCh8s9VtMcnHgPt9SV-Lcfuh2ZKmgb7zfpCcIqzo0yBAv67VFTD8I-cyBQbZ5foQ3yLXQGCyyM6S0lpSesyBvpBvrweyU2Aa-tb8p-VDUdlR2Vvh_DIf_FLqPBSszhWrf1tgTAIundnrm0Fw 563 160.32.74.62 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.31.8338 https://bullcitytalent.com/contact-us/ June 26, 2026 10:31 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Ryley Fitzsimmons fitzsimmonsryley97@gmail.com 9862009569 General Inquiry Hi, I hope you're doing well. I wanted to follow up regarding the SAP Sales role I recently applied for. About three weeks ago, I reached out, left a voicemail, and sent a message expressing my interest in learning more about the opportunity, but I haven't had the chance to connect with anyone yet. I remain very interested in the position. With over a decade of experience spanning SAP, enterprise software sales, account management, and consulting, I believe my background aligns well with what you're looking for. I'd appreciate the opportunity to have a brief conversation to learn more about the role and discuss how I could contribute to your team. I'd welcome the opportunity to connect whenever it's convenient. Thank you for your time, and I look forward to hearing from you. Best, Ryley Fitzsimmons 0cAFcWeA7vehWDV_17kGdgVvgyt6foKvT_DphlTr6jT6Tnu8Qp0xICZ8AdcwcyUp6r-WeMyZDTAzi_YSKQPJd4M9m0U6B6FC8yoYH-lioS_ph5vS__OdjtBQBg1tRzyNsspy3fVqNUlxe0-ZKXL0JDJGKfvp1Nd921w25DLXX41_a3_b-q_ke80jtKtS23MD-LRFk92grjnef-l17RqM55JLsTw2LCg6fpapu7HhxKDbo7GehaVK6CFUFDDT3Zvn_G8qLDoJi03GX2ChySqk8f5rCgHA_qYKZKWw-ICv7utl_enj4DU_T0IVSGjdAYSbBGnGlFDxuKPvOa3uuAc7zT-jEWi-nBikOGvB43ttRTk05yh1T9ylzQgOKlLdND6gPYPcULOmtgTV_rSuA6UAH5Vox_hPGY07U8O97BODHJNV5Z8noWzz4E3UbpoCRyO6wnw35IkkEtIIQPfTBFXsEdkPUABYkINZEdNpLYikXvIL4oSc1EcLLBtJtyE7WcbcWKZDHOWQSxOc3MzlBxv-JQx-xTgApq52yM0Cm77jlpg_PwcJrIe6_pSG2w5r_UmhbiF8tE76X7QWkXaSY51ppBDBNDmjBwJ9Mjv7stmhb38y3W-1zVL6BJqQLw3h0ZJAmzUYdNg-12hyMb8sJqMK67w3mpDv7NOHfAafoNuKf-cqh-XPA7Unl5Evfl5jr1hpqufX9RzIWkFqp8X-TNJ7L_ZL6N7zPEazYPN159p1UTq4jNZqIertd0Nd330CWwmXiThBFaHQJ7tHXBiMPQpMgE1x_tKUETfYhRJxHwtQtmuBg_aO3x0Sqh0SgCvyRYeuF3bnQH9fQu6cC0xFgJR1ZmKm7XSRUgG5RGrB8OO4PYyibRDv_DOKhzdUP29gfWxmBSlTU7nhk1ybuEBbBRyacSdYaNoMbTVrj0ZpsKyyOY5Q3nL4GwFMymLZ7RWkUDQ3QDTMgazlfqlP7w71ew2R8shsr6-Z0Nn1Lvvyfi-nfCbPfjEbESkz0Bry54p8mzHLI0PSQkRK4Q9_M-Mu1UUdqOxxFMzD6UiVyF0hzTA3Cmx2n4R4jdBuFt_hOE4LQu0bvf7cNMBDXRlFrGpw0MGscJyFdoNys149Bn5BjBDcM2f4XWYGQgyt-F74Bk9L3yzkXw-_OkDtmvPk7zieMBGE06Ggm6VlhMGWnkuL7xMf2FsXGJr4zZYAtI0VeMzydP9zsKZ50ktqPE3zH07lr0Ne9OAeDuh6SGZun9soB3bka2fEvXDd17EyU9-5ilWaorxtVrfN6bXi3M6PxJGPq_F-jYUePebqhjAQierWNsD20uGyZRub-R3Sn3RuNwdoZOeXoGPZZxFjCzzUeIy5J6eSMlCMLiDPBxnC27X4Ll_TQs1PxfaWsBJUCzxhfq3gkC-opVgK1UuNZAgF2TvVjH6AJRxAUkdAtOW1SQ31FvAAlTXW7Ehb6ycZ1z2S7140hM3uzhuH4FrWRga7E4CrNQO5EM6IPXZiiXLRs3CgNLSma8tjgecNPZ2Aa02SCAMGzq2vIy4jOEV6aDog1hlRLXRmaplBaAv_aXonHzFI0y5V6RB2AjMd3cIF16qnwmyUU0Bz-CBdreb-_kShF9fA4xiHmmuJoZrE7_TAMddQ1rqAomI2k-3TYdtBlkJD1cuzLDQCGFCV18pDxsudnQ-4iBqCZMP07QMO7DF3Fg9BiNXE3QA_VmpiWrbk9aohcM7-gAbtgmw7UkURknZSGb_Q4Wvd-d1IJkS_RfA7-w2No1OIvVxSu41PiJgI5mXIwEH7lvDO6RtQBCNtVPY18t3soPvmM4dTZ_ve8OOlSru8wS_ycKn-ejZi0m8KYvN_-BrjVzLO2bitzeZAMAj_Y3uLsWTDIIeg3-9nyyB3HPZnqwPciWAwppBzatJaHpsE-pVw_dDsd_Vp8b4zxSyBGLIARAOlME1Q1Bb6CHInVig4_gcOLEsYo-YHnMsbYMRaR-6cs54qziHU1ZE1YDaHV9i_BnxBpfOTfR17e-bzkr6qR3ku-3hj0eWrCr2wKJmgworeTVDKqcV--UDjtPZLENYd9Yrk2HpLzKFOsS_Ge1WmyIDcSq6W-z2GqFf5NlIFSiTgt4qWI5tLOfChDGxnmMsAR0mbk5zxZSgjA4nEFh1tefo7AFSfMytn-gTMsvmR2u7xQ2-LEe08J4FWtdBNpjuiu_X2dM49faPzTzYcfE7K0zuus4XZGSC0aWr7NATr07ZrDE3m8dXP4ncL7jXDw9PEwF8pCA3njCmwFEqvuaBvbg4jIBn-4Vf_g2GyhbrRg 564 160.32.74.62 Mozilla/5.0 (iPhone; CPU iPhone OS 18_7 like Mac OS X) AppleWebKit/605.1.15 (KHTML, like Gecko) Mobile/15E148 [LinkedInApp]/9.31.8338 https://bullcitytalent.com/contact-us/ June 26, 2026 10:31 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

SAP programs are among the most resource-intensive initiatives organizations undertake. Whether implementing SAP S/4HANA, executing a global rollout, modernizing supply chain operations, or supporting a broader digital transformation strategy, success often depends on having the right people available at the right time. Unfortunately, resource constraints continue to be one of the leading causes of project delays and budget overruns. Project management offices (PMOs) frequently struggle to balance competing priorities while managing limited pools of SAP-functional experts, technical specialists, business stakeholders, and change management resources.

KEY TAKEAWAYS

When critical SAP resources become unavailable, organizations often experience delayed project timelines, increased costs, reduced solution quality, burnout among key team members, slower decision-making, and increased implementation risk.

Many organizations discover too late that a small number of individuals hold critical institutional knowledge, making them indispensable across multiple workstreams.

PMOs should establish centralized visibility into resource allocations, project priorities, capacity forecasts, upcoming demand, and skills availability.

PMOs should identify key roles that could create program bottlenecks if unavailable and develop contingency plans before projects reach execution phases.

Organizations that invest in workforce planning and capability development are better positioned to support large-scale transformation initiatives.

Many organizations benefit from accessing specialized expertise only when needed, particularly for complex integrations or quality assurance activities.

Effective governance helps PMOs prioritize initiatives, resolve resource conflicts, align stakeholders, manage scope changes, and protect critical resources.

Organizations that leverage data-driven workforce planning are often better equipped to navigate transformation initiatives while controlling costs and minimizing disruption.

As S/4HANA migration activity accelerates globally, competition for experienced consultants, architects, developers, and functional specialists is expected to intensify.

The challenge is becoming increasingly urgent. According to IDC, worldwide spending on digital transformation is expected to surpass $4 trillion by 2027, driving unprecedented demand for specialized technology talent across industries. As organizations launch more transformation initiatives, competition for experienced SAP resources continues to intensify. For PMOs overseeing these programs, avoiding SAP resource bottlenecks has become a strategic imperative.

SETTING THE STAGE

Landscape

Several market trends are contributing to growing resource challenges across SAP programs. Organizations are simultaneously managing SAP S/4HANA migrations, cloud transformation initiatives, data modernization projects, AI initiatives, and more. At the same time, SAP customers face mounting pressure to complete migrations before the end of mainstream support for SAP ECC. Organizations worldwide are accelerating S/4HANA transformation programs as they prepare for the transition away from legacy ERP environments, and the result is growing demand for experienced SAP talent across consulting firms, internal IT organizations, and implementation partners.

Cost

Resource shortages rarely impact only staffing plans; they tend to create ripple effects throughout the program lifecycle. When critical SAP resources become unavailable, organizations often experience delayed project timelines, increased costs, reduced solution quality, burnout among key team members, slower decision-making, and increased implementation risk. These challenges can compound quickly when multiple projects compete for the same specialists.

Key Roles

Certain roles consistently become constrained during SAP initiatives, including:

SAP functional leads

Solution architects

Data migration specialists

Integration experts

Testing resources

Business process owners

Change management leaders

Many organizations discover too late that a small number of individuals hold critical institutional knowledge, making them indispensable across multiple workstreams.

STRATEGIES FOR AVOIDING SAP RESOURCE BOTTLENECKS

Create Enterprise-Wide Resource Visibility

One of the most common causes of bottlenecks is a lack of visibility across initiatives. Many organizations manage projects independently, making it difficult to understand cumulative resource demand. In fact, only 30% of organizations reallocate resources enterprise-wide despite growing project complexity. PMOs should establish centralized visibility into resource allocations, project priorities, capacity forecasts, upcoming demand, and skills availability. This enables proactive decision-making before conflicts emerge.

Identify Critical Resource Dependencies Early

Not all resources carry equal risk, so PMOs should identify key roles that could create program bottlenecks if unavailable. These often include roles like SAP solution architects, functional leads, data migration experts, and business process owners. Mapping critical dependencies early allows organizations to develop contingency plans before projects reach execution phases.

Build Resource Capacity Before Demand Peaks

One of the most effective ways to avoid SAP resource bottlenecks is to expand capacity before major transformation activities begin. Organizations that invest in workforce planning and capability development are better positioned to support large-scale transformation initiatives and reduce execution risk. This may involve cross-training internal teams, developing SAP Centers of Excellence (CoEs), establishing partner relationships, and building succession plans for key roles. Waiting until resource shortages occur often limits available options.

Leverage Flexible Staffing Models

As SAP talent demand continues to increase, many organizations are supplementing internal teams with flexible staffing approaches. External SAP specialists can help fill temporary skill gaps without requiring long-term hiring commitments. Strategic staffing models allow PMOs to align resources with specific project milestones and demand peaks. This approach is particularly valuable during:

S/4HANA migrations

Testing phases

Data conversion efforts

Cutover planning

Post-go-live stabilization

Many organizations benefit from accessing specialized expertise only when needed, particularly for complex integrations or quality assurance activities. This reduces resource costs while maintaining access to critical skills.

Improve Governance to Reduce Resource Strain

Resource bottlenecks are often symptoms of governance challenges. When priorities are unclear, teams frequently become overloaded with competing requests. Effective governance helps PMOs prioritize initiatives, resolve resource conflicts, align stakeholders, manage scope changes, and protect critical resources. It also reduces unnecessary workload and helps teams focus on high-value activities.

Use Data to Improve Resource Planning

Leading PMOs increasingly rely on workforce analytics and portfolio management tools to improve resource forecasting. These capabilities help organizations monitor utilization rates, identify capacity gaps, predict future demand, optimize staffing decisions, and reduce project conflicts. Organizations that leverage data-driven workforce planning are often better equipped to navigate transformation initiatives while controlling costs and minimizing disruption. As SAP programs grow in scale and complexity, data-driven resource planning becomes increasingly important.

PREPARING FOR THE S/4HANA TALENT CRUNCH

As S/4HANA migration activity accelerates globally, competition for experienced consultants, architects, developers, and functional specialists is expected to intensify. Organizations that proactively develop internal capabilities and secure external partnerships early will be better positioned to avoid resource shortages. Those that delay workforce planning may face increased costs and implementation delays.

FINAL THOUGHTS

As organizations pursue S/4HANA migrations and broader digital modernization initiatives, the risk of SAP resource bottlenecks will continue to grow. By improving resource visibility, identifying critical dependencies, strengthening governance, investing in workforce development, and leveraging flexible staffing strategies, PMOs can reduce execution risk and keep transformation initiatives moving forward. In an environment where experienced SAP talent is difficult to secure, proactive resource planning is key.

Contact us today to learn how we can help.

Fredrick McDonald fam27@sbcglobal.net 4142024837 Finding a New Position Good Afternoon BCTG Team, I am available to begin a new SAP S/4 Hana EWM/WM/IM role immediately. My resume is included as an attachment. I am sincerely grateful for all your assistance. Please submit me at your convenience. Hope your day is well! Sincerely, Fredrick 0cAFcWeA4zhXF8p2kvhMv1aC9k2sT4tR_TcKVHJuO5MO12X-5hPlmwBSYr-CoAsdcKGEdcb-6mn6UZkmwO0lX_7tQ_a6k6XOWZVflgvuYYXScl5RLn_CE2Gs5kjd3VBThk7KF_A2mNoBowTCGA2mnDsfneiJkZBIr9KdkEebJkVnx_1MxYmTYJfb3Dzvx5hSGLbnb1tRK5smVNoEwUi7aIYUXXLD-BgJHCuewNRpnnkaX3xaTgpeW5TKoqDsBvhGEUYHZXhjcKsXY2WlBJU26Qk0T_eJqN7eR6-FJOxuwZyMgOofCO5Tcnp-Ci4lWQ2DZYjz1JZeXnS55ZjSA4E1Yn8ShMp-UB1kbzd5q1X7wc95RIuyC29KFC-_jq0CC-DqcxstwhaTAf-AuRFe3quBIfWSsp5WFc3MNnP0rHM5I6bYfGDkhbhFfIi2c-QMTj66KJH27JWRwtIuxvX9gAfee5e2vekVyCHJIsP7fxCJK_lPR-odtLPxaReLqNUlDkY2l_apjkz7OXg_vRzvnmMODmk6sJxvzJAEBjL53Jus3wuqQlUsN_4CZL_6QNgZUFBQoi_Brih9GTJ1Dj8Va3ODrwPWeE_zW7-akwNp7lGnU1a-P4wMk2oz9QkRZH3KOF-owgSb_Oty94a15Tbd3TM7qns5xyP1Xz3Z-ZUsuGybhnhEvt5JMRpQsR8020X6KPmUz-yT0kJJB7q6x52nzUlLVv9OAb-o1gTpoB0Bnb_PI7_aUk19YPsqvjOxyFTJ7SUvtG07WNpAh6c5itxsOmvBHV4dPKWvIzon0MknIiizTJ1NAvCOnLjIeAVi773T5keY62MIeLfDGKBseMzXx4AJdyuXZZIHBh3H_bkcrf1RoIyBXC2NyE4U-EIqwNAWLaF_lmyHASUcT8DWKK-xsIgfDappoveSE79gVvmQbRu2RstFZg6hMBNuzSb47fAaLhamsjRmicepWmlKn7EPzT-kcQkGQ6DtRXmEvb_shDGMhG1g41ex8fDi86e_ntWydI9mmSsbWLA_RqFZ5qXg7ncFJExYMKAUA1vlOBTdWSI8fVCphTc4RDN1vLkSPMib9LQeWDRJqwYB6z5C4vsarXf0Jt22KPIwLCkFmrod2nCUzauyIGmN-_wGN6qLpTo95GoOl6CwPBsAmKzFNZrE6jAPAn4HLY-VLOHTFI6ptrO2gW_9mXRH1q2HVNb-ituNhdA3PzhkJwUns6i6ZMK8d-jIw9RBjPHI3aHcXG4RhpkHmeiCKDdoRwUtdQ7TBeGSjvCxLS4TFykyotIBZ5R8g69EN0OJlzvkxH_TltPaOlmSckgDnNhFUea-rvK1CBeRzzFvQewNXE6AarOz6dCxQ3SV_mdY6rmgGPXCkDvZQH4hrFJhXaLdjZ3z3BL2Sl3tH1AWByTiWA1do4hKC_aN7o3SV03cvYTxOYAOvzVxBXSDRrRR20xoRSp9QjGMDD62_oxzBnhXjaDb9XJxvCeKmRwxCB2K_0HK2e15-akXwgUiZ5yM2NmWCc7_Motfy0LFHDTuHeFyXN3U7R36MYKCFIjXaWwjDkT7LJIPsC1CSszYLah8xb9jl-CyGdZUnDjf7mtCped5zCaSF4-wBNmGYuMqMQl08v3wfve0vISRE2Us5Ba-hQxcNkrFzvpcmMnUr66q3TKW4E5MmHDe385oyl3TzQRO359g4m6OWINeooaDzKt4ZrJfnHA6XULnq7Ao91T7zl7co-eALAy0pYVxI68Fttj2trWU15CSrOx9fPxvaTC3NLM2YhqF3YfYsXS35sqsmmnbQ6SlArmzWUekR43iKfg10OPGbwK-hSOK21Xrbt979J0N17Dri4F8OMOptJ1-1qnpv9FK4m3bTa_08CeMLGoP5YiA5gM174ZArH_FG1TA1gDIVdOrrpoijg6yywZejBUTxqvr3JrZLZDgr8sRIsEoGuXYWERyP_8ePUwFejIxlYzuC4N3nYLJa0e9Nf9bKNtkd2bZ4SWril-iKTgXXYM5nQtbWMtg3HYCusdNT8mw--kFxaQsf-FweDrfGo5RQHp4kbvSJYJpWzsQnsYYKW7GqoPEFNFHX8ACbdknbFaTJXJYo9Ir_gYOOWsA2nVsdvVGKPYlD29ZtYLhQzXno8N6K0hszlgAG5L-mS03m7WczCTcADn_bQAszqAISvb5iROcgZueJw_oDCqHogeaxY7pDb6GJMrnYT-xmfc6rzESfz81-BWgM9xNeCdXYW8pUlDer9OMG3zc07 565 97.243.24.104 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ June 29, 2026 9:03 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fredrick McDonald fam27@sbcglobal.net 4142024837 Finding a New Position Good Afternoon BCTG Team, I am available to begin a new SAP S/4 Hana EWM/WM/IM role immediately. My resume is included as an attachment. I am sincerely grateful for all your assistance. Please submit me at your convenience. Hope your day is well! Sincerely, Fredrick 0cAFcWeA4akuaXl07UruwhDKwPjjgwrOFL2kuhPg9kOznMbbZWVMAG1voowY92477rlX5J9WWRS5SjWpYikHiahj7nyIu02Be5VFz4mK07rTTGGELqyEzWzVAuXhXHIYPrNVyw70q9iZZadDerqWcOlrJ5c6Glv_093tknlffiCzPEFU42T5kYTe8MGjtYXUZIUDuqYcfKj52wBfCa1Hb-pwIPMpLq42iO2wGogs0H9cM8jQ2W4XyaUwurGVhntiPUouzs4OqP_WyyxwEVQKcCaZY0zOg5lbJBC8GP9sgNEHuiEKieZujyXSzJQyNBgJsRlF_R2N0UyAENn58AZjfXeH200XBO_UuspxtkCFMqDbRAm3vtsyu5IqrdZQ6kE438tW-agT7cg9O6r_jt1J4Hs3QhslxmxDcevT-Hbl3YnQQc-YhyB6exI1oCqxiTEsfsWdIzMdT5xTUxYI0eIvvnHCqZqlQ4EDPrNnfQcsVC_om6cgkPcSZI6IPXyOgIPEfJgr5KJl65Ph4hDH1uAgdIktTelMVPy7Uy1AP5RPULXDmMOOTZ-uVe9NNDh3lxsuKRPPMTaAn5iUgvGyiIN8Aipe65TRmVvqv0pCd_rUN3dnykjptgdVbCU_w25YeWN555LdFbTlZANOt1gV4F4m3OrQucMRIavTzaBOs0M1WNU7aCe9erOmpB3YQhcYApBU266zzi7V4UxdcNE8zmIKbb-roe_De1E4jTJa1jEqPsamBVWuZtBOgsWoYsfrurktnBU3z6ZnOsNBo67ZZqnAqEDnHERgXIf_0jRmJpbte8qLaUi4ti9UMiszamfH337NTYB9zLOLzMvsHmpIlhvf2jb2hTdFoaIyPLv37wcgKTuQrshNL6ni0F9Yzl2pPb4JVoT7UEd_bHfpRYKKC0Q7yyJPgZzbsrlGEne7XRgxcchyWukvB1EslgTv1xfoRFlz1eJDQPYvY1fs_oCxs4k7uv2wgusDEgEGExCf20GeOL5XecnqVkiyjkxGB7qhKqES0Jl3aezUE9TB77WLSFMExg9-M3_d_XQRUCdQYWivHOhsn2tvDYVPiki3jCzIdIJw7BRdI5Qig6IJgr6OjAFNqj9kVCwsxqjDhGoqmbF7q6Su1VMzQ8t304gZchROTFgSMVx8mncTzd7ERtrE5cBy7MGCxgQYY7v2i3slu5myDU9cumbXA-gHPplx-SIYS-yE4vWP6QNYdLL92J6BmlB9jOEIyeU0bmAMnH9H_1zvO1XEyTY44_9E7tnFvHR7NppD94KW91UC-64K_hKBv01qt1PmTU1k9bxrlgTdrrGztxf_ZsmG8fA-6pW4qF_FnGbD_pkVBasVTNlIatKIJTSIWSaQUiPvUheoSOZchpoTo1CEbNaG9dzS83bbxf9W-S2HNdvpW1QmTqt-j8AE7u3Ysq4FPULdX21i_5yNQsMLo5JM1o-do2YIBicTwXkFCYc4FR1wXLaYjvQc-ZA-zFv4-5WB5vm87ZTb1Uh28ZeOV_Div3rtVvB2H_XLJx5klZKxZ3XPGIf5ueft-_R3PSC4tkaZ3Qwkud22931GdkkL_GEglv8Z24YeryIvy7AMGMF2ORcUUiJBRzYNij6tzVgTBhmEyTfLf-G208GrMfGEQ4YbBvD5iv7ML2twKGBL3Bly4nUNgBXWdWwyMnDbTkwTUpeYV9VTTXLcqDtAX3Q0IlAWjvnrHTZZQAvcbLEjX3SA-YskD1DXntul_dW0XJimhD5v93yb4SjT-zu91kkKgPzo9h8WEv8HlD3GDwMPl_5yZnkQ3M3HMDD9G5TDZqd81A-fG29J9TS4fpZ9FcygyDH1T2WfG533UioCIb4fMYXuWvXQWSPreYsQlIsU9VJzhaxNpwV2JzjMeEcObgS4J6JW1RKIyHK-lKGQde4ePh7U-_bQC9Z_8izeHa4w02PDAakLYRpQVXjm-x_UCqmVCALJ-M3RpFlMRSfP4nayY45OxXLamFnYLXh3Sn8Wvh1q3q5Mjy2f8opE1ksMCoakcMLwaUg2Wo58GhwTLsjp2k2s2iVmZiFIbPjwvcGplThCSSY-fcu12NzIzH_U_71H6QpsY7yi3bfyAivOjI02fMAyceSNmMs9buO18Njy8ACO6MfBk55_g-FXO6h-d9CRCOi__yg2KEm7DuOh7_hFDgeJqsTC12Eb8VxXDUv4-SUG9VWaN5WOw7Ny1a7z_Su0EBg_a1_Rpwb1c0kub0OtR34d7sbvyeX54RUODXdtRKYpuX_9dYUZYzk5xUfcrMzF81pSDqoWWd-f9x9Bw 566 97.243.24.104 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ June 29, 2026 9:03 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fredrick McDonald fam27@sbcglobal.net 4142024837 Finding a New Position Good Afternoon BCTG Team, I am available to begin a new SAP S/4 Hana EWM/WM/IM role immediately. My resume is included as an attachment. I am sincerely grateful for all your assistance. Please submit me at your convenience. Hope your day is well! Sincerely, Fredrick 0cAFcWeA4LRhZ10YQI1JtqJSp46c4NjtnWavC1IUQKht3Jt7B7CTzL0noYjKBLVIKtQQB6YdqCTXnivoi4OuJtIYSQRHFHsg6nMlX-6L18wTH0NbfNeX8OnIwNIp8zqlh6f_lQVWAMKfl3OcE5miWmVswHQvBp3ufNoMnpLg6i0AjMoFdj48a39v_JsFIy-Qp7KTN9687bzjC038dZxlxoE_-Q7csVfX44i902uHa3tsbOiM42W4JcZIx-SZykUBX8umUSnkLeNVAN86C0ZjONWc-7Lfrn0NPFFkQr7AU_9-s41Cg6XNLzqvtpwNsQqFogrNNHyKGzA5XZH5DPm43OrrRnnwnUSf4yrW5IKCnxqbIoGLnWvbmzsBWlqHEwR4Dc8N2Do_ZT2rcvYY4ppnzKtyJHuDg_cf7bVKh7zdCiOXCW7FWXe0Ut6anuSJfqZWFWAzKuW9HQq9_sVsEggpssq2Y15kW3QQyI-sRsVib2pnEj_PrXWhX2m22SAe3ipTF2yaUCrRhq6zuWS0owXbFn1oHIl6CJhn-7ixhjMSarmuHdRR0ZHgn9GcE5YAlcuCxEv_uQyA4o2PKCKA0gsbZME-rlY2rFUfBNogTuVOs9w4T2Gu7bKwGHL1QNH3eA05EtO3kBsEgK_iqPyW2f1n2iY2nyCdgdhuKyCulmX-TUsdoKjkooR_bI2lP16-ZSDKky2SKK4jmt6UiO6SIts3QhxDjEdGQi46jvda6hcsxKo71vdelP2nhE8UtB5CyzDd1LzTs5cjLtcOq4j9rVvuAg4DyNohB_bhlS6BgsGt6QbluPIMG-m9-7sJcm5wxfgmaouK34BR0xkONgzL_buuVgVzWjC5qoVzsVBdYUJjyxH37ig9XtgqIMAFn9zHrdQkDqEkb6k08We5_zLLyJdCdTH0pDBmQj7MxDPiEZ142gt0RY9JI2LBpljljea4PFcCFtn3Q_hog94aAz9qaAZVaRlBcsfw_0Ff044t6f-zvKKz2YExX_z6zlFAkr5dkPZga5gcpiwgmZBYDpNBzHSBJ09CO1JhZDHdLtU2zmdpFVD5Jfr1SXpp0MYqNKciqTg4pej_BELlA5LIr3NvGCzWEPQO5kUHJSyIjlV4zzmBJf9Lu_wSa4XiXlbbaABExUxpjQaeUQirJPFPLMT2mKQxsfyPMwGUpzBcXFIU5jgQioB99mrK3mNBRNdJtC6lsicrSqmX88agPdixFx3xMF5jhAwuT5ukg6t45tHMspP_lVzxcI6Ii5Nnv3ZFH6GaqvTS0Uspc-o9qxbt_TaagCReNz0C-_Bc8rdEH_G1yUTLIWkGqA9vaQZwBssG6sNxP-WzwEXUQl-j4eqpLbnyhYE4XjhA3AotK8JkADHM_UxFoDxFe9KECnDlyXRsNCfVHVNWAkCc4fmehV_UX1jAJnz4eQUVMsJVLnA_Vh-_RLaAZZm_au4p1mjm03QtV5mWcVhpQVyRP9nopo-cvMmBr9AXpN3AHMpPXn0LS1oXnU2uAz090EVa_76bXmgFqT-e-ikq_7YCcSefPGfKGa9eVmfZRBMBN_K1inVlt2NsxL7QfglWSR37NTgohC9VuTva7SupSK6in84B63wV-pxtWwlTDcUlBXDz4vIzvVC5srW5GPSkTkmemc2IrEfmRkKuO4Cm9fRBXYxqRZtGZVQ5Reoe_-OJZeGOfO9zw5He990nkabNh5KxMMENe1Os166bwao202-57aTF9_pcwCIfe-O08_DZuAbEv9tJqrQA71JYuvXYawt1IhT8_6z2pFmwo8kAlLhR3kpvJtmUNZ1rCQOLSmU7jdhJL8jTPLpnHG8mOd3Rsu7kqOD0N4Ycgp9871hrCYWTeadkpJO9QOx3LQY8WvPobw3xw1XVPSjx_eskYOIIIpT4woUOF2VEb2Qg7tl0Yy-zxNqIxoEMtEFijVWDXTbPOSeTMNcDgLmAfWuqzFzIrd2jb7w7oMp95KMOy3QtOvXdpsYfs1ZHATjhpn1xL2coZB4zyBILeElCid0pGrDXWJTTM7jvFZ94W_hkN7dOJgjWnyaORZ1ZNzTywE0MvVvIo8ZJYW1c2x1e-suAVjUcCUPp_ynGqUGx_JOTw5nhOvdKjs6HoWFOQtJK3YYsvYxdh7820hZD3mPC94mPGTtUxF3gUbMW5alrS1Z0srcE6fdCS_6Dc3kztXFJYqoVD6CiFCNBRtouCbfzGGRlElFQxtAkRHQWuO7iVHGgDZgoRU41DJiU7kTbfCbbgPZj-NDtIBzsRVibjT_tMQHHMYz9tlmd7SZdHvilHAecl-979S5JERTj4IeqK5 567 97.243.24.104 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ June 29, 2026 9:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Fredrick McDonald fam27@sbcglobal.net 4142024837 Finding a New Position Good Afternoon BCTG Team, I am available to begin a new SAP S4 Hana EWM/WM/IM role immediately. My resume is included as an attachment. I am sincerely grateful for all your assistance. Please submit me at your convenience. Hope your day is well! Sincerely, Fredrick 0cAFcWeA5ZsnEy7xntPv6I7wLEndc55iFKoAlVuFJ6H4lcAdKCbOaBRC67x07O8w8x5F1oPQD_a9uiIguEqTtPj4HKZmxek5yX5xSuBKf8Yc5ktqmAgLdtxLv6bEC_UJPTUCrU6empQu9hDu0gt07SkS911VgSJZDikM9vkU2qu-PEivDWhbHmhNHjhlL6sPCTghSTnArt2QybW1qcTLs3g9g9vzEcnwdrfIHQ5CmAKoHx7dokAPXXBbF7lKXZehCYPEkUQjRdoAwoymOLGetQ0vqK0smas-F70I7H3b8dstAFrkMEIrHCVCYsHRzraaGHQDbamG5tOqGhtrpS6vJhNgB4h9bejk_YMrjfJJ2KFPFtimhDYnOg2ruvAqGpDLfYiS5Tbexz44LOJ0Q9-yk30826wcWwSj6JstA4x9pcmJd9uiJ0ERoMgj3RS48AQGT7r6S4qnxMnBE-rN8tNXhXJmFOW-yux_Qu3RGS5iTBnzItcIAxTte4akcyfzlrZad7USo6lwM_cVpamLWgHH9MpJXjERvu_Nkng1Dw3x0FiumywdCKYP25mYedPdgU-Dga7JS1Sgs3oxWlcU7gBIcA16NzjQHcOX8waqe2-HVsBwSksCWrpgSicMfD8OT0ICTvqRuGi49bu0KdYn8Q1eNthT3aViSeKE-aIEgbUoUGm46VkUXeWRJ_Z29KLj_CEZotqOUXtt3zV7lSqBgaTR1aXbrIP_O4PPGMxR7vXZXyYVZDaOQUA4eJQfofcgBI920ufoPwX4MwDEtCjCNJI7l4rUvGazoiEOieTyf-2_iZ74O_n6knP7_34rVGqP7lXvXmk7QfzjCLXK2Fk3iCl3AgzFVss0yHeHjCIs5FzGTgkVfv_8bVll7vhATi5KR7XR1c4tFfwbN5Y4Je9lcCVkkMsMYy-uhIWrhuxEyBoiOG8NTLo_MjT5oEL6PihC9TcCVAHQk6GoJL2OAZ59dzcF3MbqSbO_nVCXNEkk4yldMGABUTBVXKrLz5y_I_l-vGRIwoCnugxV10BEyaTrABvPS9QuDCvO5cb2Z_O2C8dwwpZhiExkAvEOsuYqEzNDt2r2kodPlAldskGjpO_XwCYW_Upn5N_5JrRFGNosL96YCwNgU11m_L48pbIIWicWqVLfgDoIf8oG6HytBXyNuy-w50D5dzk8gpi_lwePlm_cXm7ZShK3HNckiPxNozllRt9Q1qQcvtEZS-uFRkE2rdiDw91WzO8Q1tc-WkNbaZNX-6ybEM0BPHE9cOElYO8PytbI_lHp08pbDYhs4pDM4zXn68nHZO5G319Hs0YQSbqMFO1pJ66BoD6Ed9c0bsWtX0RzTJriHZLr6I6qENH_Bk-bSaTxP8FfiuIiZGXrEuDr0Nl0tdnt1tLMqDkHVjHO_VPC1BXNivg_WCbbutSDKxOzM5t8UwfkOWfBfhxEM7TSr26uJ96AsS3v69Y3jXgXRSvYNXE3xqV_hFsmM00Feux-Vy8drOgDG7a49x-nMNdLYBxrvJGFPFV81mhdyCoyRa8uNRJBFcopY26L-7JWLd5IOpocxLIJ9yb6E3u0vfqwJuT8B45QfTIdn8ba5wpKGkI20KKNOWgnCWPCcamyGLe2nMQW_vLp3o-yHiu-cM5TX-dEnirpAysYjdvthSRZkZpGCn8MHeeo0prp5OI9U1LSzooZF5gppNqw6mmE1_DjFKwCWUNZ3wrNA0mJORWLmkX-_D5_6O7vjaJFsMpEm9FvMAm6GvD5GFB4Mrd1VAR-5p--Ga5BsCXCGmGtJS0R1GslOOK_hVzWhGkUN_bXmHVrwjZDCi5t6N9G_OLo7qxGXy6iSMf3iY9kss13qwGmaKLehPRBwotZ1Z8mt-aIZ8Fh0_QFSsyvkmSBY4jNK23k7Wobv4G0whd8Rmpgw7J8brQVVLRgYxO6PhldlpSZghqxN1iP33hKO7Wfby0YZSeUBddtpqfXw4_vDVAWLdLE8KMSenzg0hpLU8IdJpHdMgeBWDtyCbdVvjKFeG7qHxqXTpwT4pGHMa6iZN7V0DKnmqLTm7PlT7eOZQLwXnaKzyCwHkME1G8eGYoocXcQyk0eow7KRV6b3jnJMMcU9qTsYZyMCjP23KEzjEYURYXmTIN6ymYUYZQGGB8acqhd1z6U0PreslqNqE9YPLonL3f_ZUj2Uhfl_WMzi3p4WMjGIE5ih-0S8d4rLIc6HzWpPPo1zXwfJEhl3FOO0ndSOv5zEdNJoFrRYefiEaT0ojuredgTEevfSJzwGB-Gn8KBWzkgbpEhyzSM6qguqCTVo 568 97.243.24.104 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ June 29, 2026 9:07 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The period immediately following go-live—commonly known as SAP hypercare—is where organizations stabilize operations, support users, resolve issues, and ensure the new system delivers the expected business value. While project teams spend months or even years planning and implementing SAP, many underestimate the importance of what happens after launch.

KEY TAKEAWAYS

SAP hypercare is the intensive support period immediately following deployment.

Perhaps the biggest mistake organizations make during SAP hypercare is assuming the hard work is over once the system goes live.

Many organizations allocate significant resources to implementation activities but dramatically reduce staffing levels once the system launches.

Hypercare teams often prioritize system defects while overlooking process and adoption challenges.

A common SAP hypercare mistake is treating every ticket as equally important, which can overwhelm support teams and delay resolution of high-impact issues.

One of the most damaging mistakes companies make is delaying knowledge transfer until the end of hypercare.

Some teams end hypercare before operational stability has been fully achieved, which can create significant downstream challenges.

The consequences can be significant. According to Gartner, more than 70% of ERP projects fail to fully achieve their intended objectives, often due not only to implementation challenges but also to process and operational issues that emerge after deployment. Hypercare is often where those challenges either get resolved or become long-term problems. Organizations that manage hypercare effectively improve user confidence and achieve faster returns on their SAP investment, but those that don’t may find themselves struggling with frustrated users and operational disruptions long after go-live.

WHAT IS SAP HYPERCARE?

SAP hypercare is the intensive support period immediately following deployment. During this phase, project teams closely monitor system performance, resolve issues, support end users, and stabilize business processes. Typical hypercare activities include:

Incident management

User support

System monitoring

Defect resolution

Process validation

Knowledge transfer

Performance tracking

This stage serves as a bridge between implementation and steady-state operations, helping organizations transition successfully into long-term support models. Despite its importance, many organizations make avoidable mistakes that limit the effectiveness of this critical phase.

COMMON SAP HYPERCARE MISTAKES

Mistake #1: Treating Go-Live as the Finish Line

Perhaps the biggest mistake organizations make during SAP hypercare is assuming the hard work is over once the system goes live. In reality, many of the most important indicators of success, including user adoption and operational performance, are only revealed after launch. Organizations that shift resources away immediately after go-live often leave users without the support needed to adapt to new processes and ways of working. For example, users encountering unresolved issues during the first few weeks of adoption can quickly lose confidence in the new system. Once confidence declines, adoption becomes more difficult to recover. It’s important to incorporate this into planning and change management from day one, with research finding that projects with excellent change management are 7x more likely to exceed objectives.

Mistake #2: Understaffing Hypercare Support

Many organizations allocate significant resources to implementation activities but dramatically reduce staffing levels once the system launches. This often creates bottlenecks precisely when support demand is highest. Large-scale ERP transformations frequently experience a surge in support requests immediately following deployment as users begin executing real-world business scenarios. Common hypercare resource gaps include functional support analysts, business process experts, data specialists, integration teams, and change management resources. When support teams become overwhelmed, issue resolution slows and user frustration increases. Successful organizations establish dedicated hypercare teams with clearly defined responsibilities, escalation paths, and service-level expectations before go-live occurs.

Mistake #3: Focusing Only on Technical Issues

Many hypercare teams prioritize system defects while overlooking process and adoption challenges. Not every support ticket reflects a technical problem, and in many cases, users are struggling with new business processes, role changes, training gaps, and workflow understanding. Digital transformations are far more likely to succeed when organizations focus on people and process adoption alongside technology deployment. Hypercare, as such, should address both system stability and user enablement.

Mistake #4: Failing to Prioritize Issues

One of the most common SAP hypercare mistakes is treating every ticket as equally important. This can overwhelm support teams and delay resolution of high-impact issues. According to PMI, organizations with strong prioritization processes deliver projects 2.5 times faster and waste 38% less budget than those operating without. PMOs and hypercare teams should establish clear prioritization criteria based on business and user impact, operational risk, financial implications, and regulatory requirements, if applicable. This helps ensure critical issues receive immediate attention.

Mistake #5: Poor Knowledge Transfer to Support Teams

One of the most damaging mistakes companies make is delaying knowledge transfer until the end of hypercare. This often results in lost institutional knowledge, increased support costs, longer resolution times, and operational instability. Support organizations should be engaged early and participate actively throughout the hypercare period to ensure a smooth transition, and knowledge transfer should be an ongoing process rather than a final project activity.

Mistake #6: Ending Hypercare Too Soon

Organizations often face pressure to reduce project costs quickly after go-live. As a result, some teams end hypercare before operational stability has been fully achieved, which can create significant downstream challenges. On the other hand, organizations that invest in post-deployment stabilization activities are often better positioned to realize long-term transformation value and avoid recurring operational disruptions. That said, hypercare exit decisions should be based on measurable outcomes rather than arbitrary dates. If organizations continue to experience process inconsistencies, adoption challenges, high ticket volume, and user dissatisfaction, they should consider extending hypercare. The cost of extending support is often far lower than the cost of unresolved operational issues.

WHAT SUCCESSFUL SAP HYPERCARE LOOKS LIKE

Successful SAP hypercare outcomes typically tie back to:

Hypercare planning that begins during implementation rather than after go-live

A focus on adoption where technical stability and user enablement receive equal attention

The use of data, mainly technical and business performance metrics, to drive decision-making

Strong governance with clear ownership, escalation paths, and prioritization processes that remain in place throughout the stabilization period

Long-term support, meaning knowledge transfer and operational readiness are built into the hypercare strategy from the beginning

FINAL THOUGHTS

By avoiding common SAP hypercare mistakes such as understaffing support teams, neglecting user adoption, prioritizing technology over processes, and ending hypercare prematurely, organizations can accelerate stabilization and truly maximize the value of their SAP investment. In many cases, the difference between a successful SAP transformation and a struggling one is what happens during the weeks and months that follow.

For help building your SAP hypercare team, contact BCTG today.

It’s commonly noted that 70% of change transformation efforts fail. There are several factors that contribute to this statistic, with one very big one being the propensity for companies to underestimate the importance of, and underinvest in, caring for the people side of change. Resistance to change is human nature. Yet, change is necessary for organizations to grow, adapt to new conditions, take advantage of strategic opportunities, and thrive for the long term. As companies embark upon transformational change, there are several change agent roles necessary to ensure successful implementation and sustainment. Below, we explore key change management roles to keep in mind.

KEY CHANGE MANAGEMENT ROLES

Change Professionals / Leads

Especially for large-scale, transformational change, organizations should assign change professionals who are equipped with the expertise to shepherd the company through the change. Their primary responsibility is to apply structure to the change effort and ensure mindful management of all key stakeholders from program start to completion. They provide direction and discipline for how the organization will ensure successful adoption and sustainment of the transformation. The best change leaders are credible coaches with an agile mindset who are proactive, perceptive, strategic, and resilient. Change professionals work closely with project managers to ensure strong alignment of sustainable change management processes with the programmatic deliverables and risk management processes.

Project Managers

The program and project managers responsible for planning and driving the initiative are important partners for the change professionals. Project managers have the full view of activities involved and have frequent interaction with the people responsible for implementing the initiatives. Given the cross-functional exposure that project managers have, they can serve as key connectors to ensure all teams and roles are included throughout the change process. Project managers not only play a key role in ensuring sustainable change management deliverables are included in the plan, but they also can serve as eyes and ears for the change professionals as they participate in a variety of forums for the program. Project managers typically lead the risk management and mitigation processes for the program, and any risks associated with the people side of change should be incorporated and managed with diligence.

Change Champions

Identify people at all levels of the organization who will advocate for the change and help others through the change curve. Change champions are influencers among their peers who believe in, understand, and advocate for the upcoming changes. They do not have to be part of the management chain, but they must see the vision and promote the change from within the organization. Change champions are trusted, respected, positive, and inspiring motivators. The best change champions are amplifiers who possess strong leadership and followership traits and are true catalysts for change. Change professionals collaborate with change champions in defining change strategies, communicating the change, training team members, role modeling, and problem-solving.

People Managers

People managers and supervisors are critical to ensuring the change impacts are well understood and action plans are in place to drive success for the teams they lead. Employees are looking to their managers to reinforce the change efforts as a priority and ensure their concerns are heard and managed. Including people managers in the change planning, change impact identification, training strategies, and resource allocation is important for ensuring effective change implementation. Providing managers with consistent messaging for communication of the change rationale and expectations throughout the implementation will support them in leading others through the change curve.

GOING FORWARD

Collectively, these change agents are critical to driving successful transformational change. Collaborating with these roles proactively and thoughtfully through a structured organizational change management approach will accelerate change adoption and sustainment throughout the organization. Looking for change management experts? We can help. This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

DAVID DOWNS davidd.2dpropertyventures@outlook.com 7869874261 Finding Talent Hello, I hope you are doing well. I am reaching out to inquire whether your company offers payroll management services. If so, I would appreciate it if you could share your process and pricing. Thank you, and I look forward to your response. 0cAFcWeA6Iicme53qgqrhmx2DmhDwTwwqY-gI5qllsXmgXCSkcMbo9bXGM1t4RVznWXfSRvOX9tu5WQFQirDO_HREZ3U1sM2klzgXiV-2PskhuuHzVPcOCF4K9m__wLZIiNZZ9Q_PBVjYfToDGackIs5QBwe8faj8aVju8yEmGDwgJUDSqM3f0Za9E75MeN_9fnzBZvSXnfp92a0MGpjx1u8oL5JrPajW22d27rfj4_boS4m7NLWl78X-nJEUCQfuYwHsGWf0ir8hBns0yH1Tdji_Nf1mM5ziSmqAEU0H62xAxFgzAbQiwgQEq1SBuVCrDMBwj5Le7V1xDCKQHE64X3ERhoDGG87M7y9LZ5AtdgMiBVBKCi6qRPY0whhJHJO3MF1MKd5lfFiHisl6v077JV_iMXozEmwBOrJ5ssrCCoGl8KHzf6V2QcY9Y6LhlWZy7fxU2OJP36xr97SnzRJHAQ4Ogi924wj3xESuftZuLD0llX5cGRa_HxwlVdsOYrNQf6aJ7hgoaksAobaYorL3I9rHf2hRJP9w2hsSSp16M85FZpkDt1B76SiA8iJP4jEEybWN0_TXjy0XeOYbRNPIQMALczl1gR5Sc6Bjo9sHFMatvkHyEhTHwjExLlxA7-rd0P6BSjsC4rkKOyHXORX_9xpOh2VMe-CLgp1qSHg9FrAK2josfr4zISi6abMaZiqlKvL_7vkjm_xRsJOQP10oGsUr8MmVQePDgTT3g4tAOVQl6_y_zbk60IzN4mtlzgSKxbR75fhP2N5I8kcKum5mHUPvDkvzn9cxhIQ-EWZ6eI7Kz_gb879fzzp_nvru8GgOs8UOLRHdlVmRwCjxjc5u3qpbQQh-opJ2hWfkYr2Toyd-W4SV_Yf-S7VeI8budxGl2Inx70hrja2FaEjuxaQIKYseOinpSPMXQeHb42gx8b9gUQCv9BOkvo3uNh3EmLVVz-yzi8_l9nKuW-vTU-3i34zbBKmzimKUcXtLc_Ci6QGSMyUaUwOLpoD5FUrGxioPII9Tj1ly5iEHlEqsJ7nswf39Wcoe7aOOLuqYLI4Fqmqhg0lJeu1ibUzKxaJ40e_7Dp32eW0jr4unBOAamYjlSuMPGf0GN5iF67y89NFf6Xjnhg43Dico9P2plF27AiNiviEPjuXTZWxHEOYRCaq_8i0pSHjG_Siztw3kEXDpgTfRMrfPybk2LkMo-roqKfpLcrDw59qFN5Tzoy-Sr9_lAIhYmOAmbI__mRNKuJd37SpXjTcOvfR1M6VaD5mj9bghnQMrNSY5u8VHWOMohUjJPBGmZo0L6UYN4OniASSWiZEC6nwfB_pkESyUkcQ_5SwOCtfYAlJj3ZJEet4Phz9PYbHnHAIMmuxyS2KjlpOHn_-tDdnKgNU4hYOk0oSXqfZToJTuOaQu5jZAgO7zJkvZufsc6zLVZoDMIgPqP0RBCi1dc8xnpzkHuPm0ULsXcDgioCwHGKjjifrU4xpTSvZzEff_3x7T1nV9u7F8hhF1j7QZDZF0B6baz3SCtw8aMzxRa0swxrtPAJYGizAQI89lm-DL_1PhFB5i7Moxxq5IuZE4Hz3EpPVXRPfej5C58DOs50HoO5ou9Ms0tb_tgdYil5mvXXXdtbNe5__QFIyHGbn7x-8_Cj8doNouUOC8Y8FoFugorJrJuCf7m9j_bBNrSzXsXipkh5mCTQ6g3JARuGOcTpnAGfgVDKKU3MQN6YJQTQPOR0hftHdmr0-LtaeJAnm7FOTzMBio_Y1crkmKQQiEVK9a3irdigRoBJbyj3URDzcKOufK4OAITHFjohLQfzHSmvSg-_L_LJrQHbfKs36g0jU1vBUXoMO1iIQs_m0pmoAluZpeHebAMBZMIN9fA0joHRmXUNi1jkH9OmIWANlLNyij_LHvPtbQMaRrvaoxQBslX7qWH0Ah_sgzqTS6cG_Xmj4AilC8-kbyT80RruWb-cSYyKamw-8kCuu_deeJMM7YekE2yR95bI6eysI01L5oQyOQQYypIAK7-ycNR13r5tijZ0jCbUFI-ZgP7VC1XUNmHM47N2TM2m9HtQes0AtB7eyDxQ0gzdMx12CFP9398ksVAHiwpYxIfiUPwF19KIQYzeYevPkg9qte7eZxTTcgd70T31OEv8opXJ6zbO5nvz7-FsSn67bo_VaJqjzmAZMMt7eXfullE1vRxvO75FUTXJScxmjKWXg 569 64.40.156.10 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 3:22 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

DAVID DOWNS davidd.2dpropertyventures@outlook.com 7869874261 Finding Talent Hello, I hope you are doing well. I am reaching out to inquire whether your company offers payroll management services. If so, I would appreciate it if you could share your process and pricing. Thank you, and I look forward to your response. 0cAFcWeA6uRsjViKvRLadebPLxxAcOaTs1JYoeVdFKkyz9C6UiBJb8R36AhFhcNBL18X0tEZxU9jsI5W13YAAFMByINiXnB8NpjZv3vsZkF_BymKDMEVNas8s2VZD7xQpkMnSqUInxPKMZsX7UVchYGsdeI5KHGv87a8wgUw-yQEuGW6QLkN0pM8u50fiJWOEoIquFaALR4SMacxxi_bDC4wqjh3qj3Dz9D4giQUqztSaOePzkmg0olXbu3WRes9sKqkH_NdTiTjGq2f-DJOoeaAGKq0qE7RBo2maTVN2PF6h8QSQ5R5gypI5dgNiLwClzOwwsEJ2LJZD-PojLEeFt2uDTIFu1iuHZNvXYbYS0wV238YHinHq7WXyJfv3bSNBqmRL_ejMpp9U8xjdDjQOmx56LfWF0dlaesJKCrZ2HpiPOeGmk-kvmCGTAK3JRqhCHyItJwNVjAv0k2H44eH4Pmfp7EZbCA7Jg3QvnECq8dDLGcMN0sfRcdbrDj_LOqsm2pB-Dh4N-ohWb2gglRRubBAwSw7mECGlZjBRQq8qIPgXOMWa_AEgHwGbLRpobYcxawI77YWtPkfGGpLIJ_iWnadanrwv-Qb3UKxwZ-wkj9tH2KXpjRzfmsXJ7HubNGYh6rYrflhViFQDK-G6R3n10bCO39rDY3Cuk7F3hopQgaYq78uqviWjFLUTZiyS151acJfbRLXMI5pPw2IKWVyEMLovIFWZ8BbCKwuSzXL9H9tN1N5tvQfGORZapl2lna13DuEiyNqFqcXsMO0Nz1kwVacMgr6ZnE1B76FJyqM24xkfykgHHYO8rVzf2vf68yniYUq35nbBYFfThGhNuu5RfcdUPUN2RymQlYRTJ-gAiw05agT66jZhKU1q2a9bWv3TY0bWHLqQ5g7l47-iInggM7VwLerzros-Ja_KX87A6wkV0nR4WKa3FT4hckuvhXfiLeWDCpIBOH9eAZ-FF00mC5qUYd4il9WkBk-VT4eHWcV1eo0w5YOmGXD5Kj4dUyYp12sa-oiQY4q0gljSbcxw1wqvV8PMPxcirLQTSVRS-Ngmbm0Gt3tEAiv2ZE3lDK7h5-fkPMbIBJuCWno1ooNrM6S3t35xNPWZk3DdyO76ZB55kFJ4ooKPiGLVoFJXx53SuYmcCLyYm8y6BxmjrydcHsrKM77IK-cgDRqrG-9aLiL6EsMv78sfZ8whhfq64VxYBMZ92DICl7kRliHhvkc8McxC0OocGblRhDxukEbY820TxOo0ZmKV5wAiFJ8K77cAStZWB-cxItY1-9Hm4fo-AG4BZshpuRyvJa3yTgZciFjopoq2WTSyG0i4MiD_btOAi7fTBPQckHOMnToVbGp9pyznwfdMQR7I1foySVSfeKnhExyAR62bxdCIALYfjNvmtpRR9DMC8BgX-0E4162KkBRNVHx7HnbYcbialMAs1kwVTPX1yRbD0h_ICG1XwdrFJUiKuhZGS_Ll-H2s-d9aDxjkEvDY072KdCyFAkAwUKVf5QGJiEsa3t21-AQ9pzaRuHNyyXqVQiwlroKa-4GsuM5dUbjCPT9QqqDPEVTECHcoe6vIAjLvKRGHzgWdfxaYuVByia9IqNW3ebEpahtdEwr8ONg7e8UAQOGxOA5s60WAPJydaLkFXh5SeBnieSF1FmefqILtSn7QfBUvuMG8yVv3GKTE_N59YNleVKvHZ0gNhbU2pmpvzRqyaxml_ZUmYw4vjhFT6O1hedHBxsBd7Q4vHjQefwSxP28F_cBgWSRlmZrctiPs5RIIMMof74pfoOlHt-75bmdROZJZrPe7eewJwKP6SM3-2ZECCa9wKMCT3-191_Pq9vHCr5DCqUmIVAfY1APjQWerozaF2rKfMLO92ei3vIuUiVMep5AqfgdYcGT3IXzhA-0QOWMvegrTcXXwKmT_QEbU3BwU5jkUJ4UY-jBeOEZMLSfFKDtpo2CZVeBwP_p4Ff_TOIHewFVbIWKCXFZloBXf_auWMMUJz6WctdLLviBddyMCYiX6bkoPnI12FAcEQTas8ESDAu2bkYbXSGO65JUAvi7hreVEvmz3-7vn5vODbaUi4yEl9KbcBLySkYo2gVNC0VPT7TwyZcuHeJDxXCKkOs4iH8PA6UkIdCjzt3m1tTQ6mGahqcXru1qQhkOqokfFrXwjyzhFksBqE_KgM_Txcj4I12RWLsHWsm4ZLWxt5OQuOCCwFwsu2qKTJ5fgMMjuLW7XwLOB2DIzW8xB_zU1LWuLtO06sTZnmoCkVfu0kgw 570 64.40.156.10 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 3:23 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shashank Gautam shashank.gautam@exarcainc.com 4697151933 Finding a New Position Hi, Could you please share your C2C requirements? We currently have qualified candidates available for submission. We work with complete transparency and provide only genuine, well-screened candidates. I’m confident our consultants will add value to your requirements and will not disappoint you. Looking forward to building a strong working relationship with you. “Say my name… when you need top talent.” Thanks & Regards.. Shashank Gautam | Business Development Executive shashank.gautam@exarcainc.com | www.exarcainc.com | 4697151933 101 E. Park Blvd., Suite 600 Plano, TX75074 USA 0cAFcWeA4mWF0QjIB-MH6ZdeVHOICWQy1kxIgKZ4E6W_mJmnywClawioH6Sa5ftI0M63wD1B_AS7hYTJCb5qxRjzTrxsADW0LHdI_PTWrNOVbeiRso85enUK19VZCd0JzyOltE4W4-XejNIYwiG5EDWhh9PcmAbPU-1HFuqj-ihNgxAt6QOE_A1M3ryDj3m9DOvh89fv1GAkR2y-tsbdobGmLyiQUJfeCCuL6naMIdl7ItV3zUviWxfDIjE-ZwpJibpNAXRsjN32JjrNMwiBjPv2MEmpf4pea7Rn3U_8z3A5JayTrG0O7Lp2OLAQ_bjs__PW4ISJtShra58FZeamEXrL38gR0Jr0aENISZ4RBLHVdf13aGIe-3iDjzyKkGXNFvrvBVWD3rRrEAv9CoFAL0v6baTUMTibpJkXvTt7iWnWTmspmgfpW93wjtw8OmWc8gIZ3JdbceoQ8hu33aFOxVzoTmo07Q1FLCkjQ_ReU2YGEM7koBXAGbdBGoIKBhoHxbUTiEfrDn3UBMgyI1s3vFCvfBc8JD-fcWp-f7P204pWSxbC6BgWMy6D950btoZKRYulvX8-ncZmfrwqxPQvkhhbKWbyu9XDbVpEB2NZL2X-21-HtjPpZ0loQJBLxsgT0Ur2KHxCYzEwYtCBLGP9B9WqW7zm1lQqjOlNcs3efz4BqP1u0Uwmq3yIPbLHSIKhs50pLb_FU1vSdpKWogprycm58tVoFIjtVXHfvMIinRTppFvj03aZ86DzATuJIgPzJOXExtRYkqQ0VizZtGW5WCKcmFH335j6kbhPajldrwEKeCR7xq-lp1g7fxSaQOjF-tuu2ouhZb65xXlTU28BI8it6dwNv5TDiVj2nsc_R36v_IoHrr0XMG2irgC99rvfhCdl-fkvP7mjqkyBaPDbcJIxYTWyQepSIyj9JIYx15yRthHvfBT7yG6sw01sUB7Gkae8ol00IZuwTfCR6eFoYD9H2L7aog7dhEyIySs-BvXJfF68pibYeR9_FpUmveq-BIpYX8ss0KW6aK8RBOM-E5ttiWrllGrrwy3TYa5rXeWUFYGBALwptM1wjeQfTGvijYyWzolBaRKTXxA5_VlU30DXCiuxkIug-IatROzT1rB7Jc3-DYpjPgmLXofkRTAU9a0V52SHdMrZThqj0dfG8ltM_CglhS88Z_5I3D7USVuPDLAriGUn-074RtnvSjxlUQbfgS0SokskNwvIzQ3iDOZhCjL1_1DtZ3crHql_VWQcgDEDvT7XseAwuWZ7jPEkEQrE2DMjxUzcSymgMnRybtRmw0AZt2YXypdZEqUPclMV6VilTvMPeC1GhCgMgwpP1RbqpHmsVSYvigVtM4x1XozUMdxojHmjFmJ0jwb0VwA1aSmEmfRpj7dLINv_qnahT0MxER_apvtO-lzZQ8zuX5Ev92mqyt31C5Eqjsq6Ly6QnJ_ZV5zkC6a9w30ffJ0T9pOKuRdWb2CW7ce2AAEs7EMD72uReti9lJ0A2ZciXp66UqTmCgwKnWc6mnNsxDOvQ9wGY1MwcxGps01E-8Cch8EIu2VvBOlThWb14OxKQ2dynFzbqbgcihoBxJqc1b6oDCGly2RRCWgq7E62UpsSOwJTT3Ym0CYddkClNy67bt2tPEZSkCtmpi3MyAD_nWinD5KRWXRPh1Sg2uveJkLnvzG-nzUK2PRNYduTzw5mCl-YkSzHKSYCelkZ9wtrddz9NU-MZMHgmHch-TywtQkWwg5nFhU7ROulUmCJetUvdUz-4-Ff0HqetJFF4tBPbbcXvTcu7oj57AaK4N-m_x6d5yxGXUgu5zYg7nbWAnQ7k8icxNG06I5LAer1tEsxOx3VdB4PqkNTBp343AW8smLH5skPN1okf2D8Rb_8-3Lmp4hcZvMxzf7pQZ5motTzuauyc1uyVAWVcWfL10P_XJ8jfJA_8GcE5iIg1IAxcRn366Da0yMXiWQcARDsPZNRpEmHGwlRpvyaj7-P3Z9_YlCqpvqp4tmWQU_VdJs8Y9yeQHe1sqipgB-S7dAN7MK4mABsHu0flNxtRiQKODg-pn4MCGe-gYBbiqN2AvDml6RRkpcwP-Eq-d9pFxsekLshW0NgYWq46ssWDeZervSWr4jlRNEzBf8mqfQiNyoBEtA5rfIwrn5U0pMJaUY5RSCl6hXXqUtb_i-7XATKWtwyfLCACf90FJqKKgDdix-3XqCKx4HrxKzl4FmCqnu1c 571 106.215.160.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 3:44 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shashank Gautam shashank.gautam@exarcainc.com 4697151933 Finding a New Position Hi, Could you please share your C2C requirements? We currently have qualified candidates available for submission. We work with complete transparency and provide only genuine, well-screened candidates. I’m confident our consultants will add value to your requirements and will not disappoint you. Looking forward to building a strong working relationship with you. “Say my name… when you need top talent.” Thanks & Regards.. Shashank Gautam | Business Development Executive shashank.gautam@exarcainc.com | www.exarcainc.com | 4697151933 101 E. Park Blvd., Suite 600 Plano, TX75074 USA 0cAFcWeA609DPXYCJr4xKvGSN7N4j2IHkx-ZDvCdlZPl38CAI3D5o3k6QA2iYQIVnYbHjOqOoy9ox9WVmZg5WFvUKaH60_7CQG7KUhbT_V_WTYh2eDq5ZoINDk532_AqUl7U8kQVF_r7LeLkDRbGBmZ2U3DyaRrKUK2fS6lNdX2hIkGoR_iNogITNMLyDyoXwtYO43zufh8j772PucmxoTd8d6RSnkeErf1GpmC0aLpyBYkClvsQoF6iymeEdWfkObSOK-kBabSVewtSmeSl4px_Nb2FIHH_3N7PUIVX0x4BmNsZ0Rvw7Heq61BTs7ycYYhvailBm8yEPjaGQEF94SLNu2ecAuE5S90QpiNa9h5wKTPOMIbOUG-BcqBanmiG4PBDbUoxzFkqSOg_XktsW-zGirybwqOmD2ADTQJCZMkuf3fRzFHNAJiR3T357JTB6wBE9ZdfgFi-9Gi9XlCs3BCii7jLL0WrQQkj12hH0eZQ1vv-Vmth365NY7k5l_Lo7qUq1ZzSRgLpBJ7oCTujSfRyMeoXbgMdW1Wi2ORlGQSEYZOptrdsBVmEErn3zpvwTMTD8tl-ma5gSUqA6Oosgj8n2dlQNBHvYKb4GYljgvnRLzuIX-rA0wklSozTPGOdFkIM8bnc-NHt4JLQ8swGJEmG-oJYGRqTD7QtylBm3So_LPIFpOByqf-xKp4hEq8auKVPH4wh0Y8rm72DW3HSxFrHv-fQOMTXgg3gWOU2-d9zBM96msfUpxfD4RjJCmgdjgHB5Qdd_dtrtJ-pPs4beH3PiytTMmIiRH_yf1zZn3mCAI2gANp4knMB40Tui1_dHJ28uBJ2lJZlzrw-2xu3vTOQuy4YBQvvoZhv7Xj7iDujYUI3iwbiiFthoYo86vJxYCvNnUE53nffyyIUE9O4T7eorO0qwUvAcMn2fNDLRg_5YZT9ZxIfOv8vmalbK0XPfCDfEWXe3Qy1JX97Cf0Ib5MPMG7p2xAX0y9TP8wgHog_NB_w37tiUg-NaJd8Zx8gzdZ7F9fdvrJzdEQsTBS54Dynfko-JpVuT_endjLzGkFTEYaw9Ovgg1gybGRIPhJNCi3jj6_llyQdgad3LOlmCbnkJ7sb6g1RFAazFn6fJueqgJXiGPpqAx5Jqimbdr6vb6kqRPr_v1YJvjO-wnlm7QFcO0qeZnoayTZPNV4V9zJY_2roIa_LxY5iLm9L4wAq0m6Z-xNj8LM4X63a31AjDY0aDA6VD251yIcSm5zKyNmOss4t-9sRLhzK9kPPd48lIK_POQU8uu0YJC9wiKJGCKdh4wgZXp13i2mfeA349Yz95K8llBKQPR7oIj-n617sjlCq5d8f3bQIO_2cHMnvA6Dn_ZwDkcL-6vM5rreJ18bSyAf7_pCdFQbYI0XwIZjsa9ZqQC2cN4ddvN9pnULAi8YzpeyQYhOj6VDwfBVE7INVbZvWcxQqkRpNAgoHaArzyW-q6weVo6I9z-Sa_Niy5oUHMrJAaUblni3kAHc399dUC09mIx7PlU_PvU8HswNfy3Ss1FC-LYBn8qLlg2DxtBkVo0OSZGPMjQRmWTkfDsXSVT-ggYmOc0m63DyPdCr_Mvdz5EB1H4wus0OyTsPY8z3GOd0E4qI8VpnFcDivtxaYnTa1BiBB8tGU3_3i5YHH9R3-U-5kURSzbZP5V7s6gDqrVg6tWWdIFGa6uf65aIRsN-5IJHrCc89ZZ-TBiMm5cxYiNHZUDxO8KxZxWnCuqNb_kOdca8XRkhA8u4HLovHCuD3NcFDr0Fsvudv6nSnhLH6cN9z_yRNDrzv9vaJVij0aNSEZ3lqnpgzGHB_D0b8RIHvex_vX3Fkhs0yx6MO1tsxEmKYSzGnwwQR0SdGtSucAuJ0ZRhpXmnSMlZPQHjHjDsgsb0aF1RwRob7zslUp6MyFLhf_T3XPC1WfBax3ZTsS2Z-dTR51DdD1Fl3M7rlxBU6KD-D56XfNOu-0uRMavMZjiPQcf1d3WiR8a3XK-8HPe_gR3qMzq3g5B01dHsHik4SNX9E2qH6peeC43eY8rgK3T_j8DMonSujnwj8M8AaSTw_iC8CQUGfJ9izgb7f82koN82Reqw2RG1U7GQZsr1iMkRV8SVmOf79v2YihXhe00EABVDr_FU-Y-6aQ1VkHTyuK8SE-WkSKrUH6fJIVCOMbcJgHtWvSGEjaq20ztVoy2fL2Fdsri84wa6yH1W8RPilDLIOX5xsn4ifiUNbZqZTMEUIpyFqkEj 572 106.215.160.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 3:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shashank Gautam shashank.gautam@exarcainc.com 4697151933 Finding a New Position Hi, Could you please share your C2C requirements? We currently have qualified candidates available for submission. We work with complete transparency and provide only genuine, well-screened candidates. I’m confident our consultants will add value to your requirements and will not disappoint you. Looking forward to building a strong working relationship with you. 0cAFcWeA6BSZFvTmD2N9F83PQW3fLydGEeY309cd4MAWquH2u2eAL2mWPzF6MLxTY9VKKXdk_ZN0bBODLglwYH8UR8xMNY8_qzvGdZCT4plGM2NcB6U2qeyXsH5l5jaTcKX-I_Lk6DSLu15pSXG50s1kkPfG55iVaoWIl_B3a__UygXfnd_pW_6-O_69mJp3mHqs6nvix9KZPMggDXFjW-9f6Qd3XUuPvffzXC_AmO8N2sslOtmMxCxUMgbsjsh8h1L31ZIw0JliDx4NouTvp683GzT8g_qFRNHv8ls1ygsN8Q6qIVbjkwbYupV5qwjwWeb02Bpp4A1rQfbTTyVzNzoFmrUnditMRXQk-QnhNMylvjfkI8wdpMiGzRR1yMv-YwpaGD4HouDhp8un5eX0RuE4-3roLXrivfmPnc5vM1EGOWNUnitLt_0tIL6IGQ9-RMfGmNp457T5-F_HihwIwbWht_Fh-rtfv_UQ9_gjir57Mpmgj2avHtFz5D0GcQhPZ_TKRpEaYwHWcsOajT3HRbmzJpeoOAiJVaJoLDR7IGSAj5W9oP_kdV23kSZXX-QqAvr079AC3Zd2Nmu9d15_m5Y6LeXEXE4vxOvLhm6_jLTm0RtaAJJkHEDwid205JaxJrduNmi_5S6jTsoiYswu4vZL0RuPg9sUw6q0VqM-U8u2IWlZfOfxLgNX8g9y9OMGv4oUKJrmli321l1ImzXv_2GCT2Lc7dLRxT8dkCIBCwvwQdCfGMAtgqyj2xPwdTOMfvFTB6Ft6XdxBEYtj4r7DTpoDlglbOujPj_AmwX6Z0ecTNlNEtjftNO7FbFns0Wccj1GxUxiGNzTi-y-RvUxChbFeJgoMiiOKBHwcaLvnt8b7J-8WjTes4t8AEwHxdiL06qNQHBSbiZk2H5EEEz2T70RJLiZiiXyskDJTEetVo3zpf1ORMfw_CTOSN9YFbVIZibWlosKePmF9TuchimwRmfj4db4NrtqYqvUJGO-EMH741nNJZuW61W-2NIHMJ6BuweL04xwxcovK4CI35-OKgbnttAwpBzYDveDLot-b-Gb0CGDMprPTZQhMBd5V5X7cLMhvjn1VUgiN4gZqnWmGblHmKOEtlqe8We_Uhpobih1EVFRnzOnOGEcuJv3r5H-JHJAnRSDA9CYTPagXGT8ezdfY0pA8tQfHHfMEcuYFBfrPCYMjTqoS2jhQ0rtDB4PQ7wnZiqvxe2WyrsRxjaUrr7_Reo7Jd8xL0UrX9q-d5AnGGBShfNVQ4EqMYUsVussZfBSS0lgk7T3weESOufCT5A5EnvN52QvkxjWoCLoafRfdqPENVvj8gR42eXXebqkDCpyE5FYuTw4nKzpTQSPVesyejbJtqm2VLKsU8zxqE38-dc6S0gEx3FHZmcrqGneHGlkqS5--D6ioM6DGwKaBPguPd87CXwcrD9LYyBPai_S2Bgm_8Lxof598gK6KezuAayjWRoKnFvNLs1j9_pX02yaIugXk_UeJcf-LYJ7UiyW5avE9qy6dvch6sA1DI_IQxU-XyNhkwxmmZ7332uChUyuAO3YqVQg__huYrWjMq4V01spiygk2I-dV-FLhqQVfi28V43x8w5nMr2_G5fcYMunE8HSf8IfyubAljv0qMSxnOKUTB_3eNIX7cVZIYi7aZcbITWUmho-3qEnrSTto9WYADEs3RHWzLcT7E7lA4H2jfODQ9VuTDe7e6CvXLPRXLa7GXU2PuwAA0XanmLhzrFmOcejJilWEcWIl6EpCd_pZ5EvafE9i6SpslZ6-B8lw6-GSkgl_693tHYhUE2S9miuwcSwQPbcXE4efAzF8ePUkqOuhak63CUqnHCnyb7EcIdzMtJlIUYaHxbfzCssdaJjE5RzBPcXQJS11tKyrFfKDHvHpaofAIHIwahGfqM8UgRXJfDvg7K_wTlqssNC5l0D_i_x0PyRZnUu-5zy0civKf-HJlXuKLKWYZKB-0n_LxRzRUfSVVpGWryNixYd1DX6qNZY1LouMOALKR4VyH6XxC7zL6iDqMrGZTlR50VX29_y_EnDMgMMe2-w2lJbeiv12UQL_Mxh7N3Kgk-3SFHlok58gEybUIxNYflVjFOUfmW_tgyi1fxvFizwKQJqhIcJBBSWFBh6ZHRcNthqpLJZXRRtU82lJmp9AQnA_sxoOBHwrVWy53Gz1yq2XoruaM9pTIiYrgHN9TcuAyRcCiuAmzS2-QKPS3js9omrvfbXRUVn-EvZ_CNLsovjC_YyTXSYJc7O7WgakfdA 573 106.215.160.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 3:45 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shashank Gautam shashank.gautam@exarcainc.com 4697151933 Finding a New Position Hi, Could you please share your C2C requirements? We currently have qualified candidates available for submission. We work with complete transparency and provide only genuine, well-screened candidates. I’m confident our consultants will add value to your requirements and will not disappoint you. Looking forward to building a strong working relationship with you. “Say my name… when you need top talent.” Thanks & Regards.. Shashank Gautam | Business Development Executive shashank.gautam@exarcainc.com | www.exarcainc.com | 4697151933 101 E. Park Blvd., Suite 600 Plano, TX75074 USA 0cAFcWeA6uVKZm4NB_iHBQFB7Yo7v8EqUGu7qE2Jx5qrK-MtXiiJ40MgFl37y20LI4S1SI-U-4CT7JWj2fA0wsvQ0fCwUd10epx02pZSzpeGGAUmIoQhEJCnd3mUseLdMO_Xk1vWCgWbLvh8MGNheZWx77FeDQvRlfrvn5L9p_W8J4Pv_8EZA7wmPwrsi6EVQ7cH1F_VtK7Y3Qm-Lp4fTizSSqP6lI177lTRdoHfEoUq43O2O32A-LPKdkpTvOzM-e9cbCLRP9kt1H65pSC2KpEpKTph3sB1mWpboAYTOrGO8oa6GIPOntcNJmQjwQGSjWk_wkebF8Lzh4briwL-VeQ6Dx0RDavgJLjMVVybkXeXPdHozZQEDmaTr78BbzG4VJm2OGmrvu2Gpnt9FA71Tf892j8JnhtJcw5yRhMhGaJycdZTGm2pmxXiVhewlu2NnjVW4O4DmLlClU0MAxRSeGmoOeXtdmaDbRsGEKcCjgnzSh8uwWTZnX7jpTsEFZqde2iLm9wI-8tHmMuBIkXS2pdM96G2pjenfxwGS_EVm_1fLAx2dzjlS5tUZ6Qzz5AtJcZCjtuDmtVNppaaINgDNMSjmi-cHwUQtX8p0zwCIXCR_zpI38Wq--TQZOmwJ06imuBTdTn2QMwZYuYZjGY5AUvxC92pw5XlbPGYZtaOfq7kIWaSJk9q7rmzuwOyz-TLqVXBeYzUqmi25GDuZn7Fiw1-JUoXEiC1HN-zW3WSfcdLGO7ES0DdLWWwpfgMbqPCjW_D-WzwuREUid9PvHYh8alV1UydFEkczFqk58RBK_6Qkd5k1w-mKa-DpdTXmP5oZg1hhJABnKMUsKT59QSpMI2zvTsbOIHveBoD5GFWWvfrfzHkOByMP5tYcR6o5UexEySyjybIe1HkFWjCIt0H4xJwQrKX0VTKbwpZ6qQ8ibP5oeap57vyI8CXqhx2mgC0fmQNs0YgxuBGgwjbLkSOC6mBYB9Ms_KfxgyLNeCXJCJQ5pwxczsiN75lRte_M6TJmas5XghY1PVRFtlS5D3EFttynrj4xmwMZ8HodsTaxantvNEhf7f8ileOIBZwu-930DBD6xNuRO2MrEzFrLt8dNSiqMMsuTAAQgT4Muv5N9SgdZan61Rn28BgRGPya3Od_AL0DKb24AFYBlOsebZq73EMIHHolvdYZ2ILnxlTvniGaOOCD-uBAACyxdhFAQ0uw-ri5_Dqfwlp4nsJD8VTrubSCKLRvFz0QnNcqeeZE4lEtNtvOCiDj-HBS0_a65p1SP3tkTcZ3zBddMsGE0hThliujpRrJ0umiLG56Lrjhj--df6GOQHI-nWFvnH7L5nigUSNVlHKlQ5AHqtFWJKfMhCUzk63ak1LjdQHCgPP7sL2IecgaSSbReEZZWCY01_E1ZIL1s2j8GLoOok3FzgL4L0cKg-Wcu8Yak018LXqat_ae9GCgL5iwTLNTQnEnzBTh7GVdsCWDUPNUmZfRQvWydk6NjiH2rj8gLaXjYw3gIrKAGbiX3Vk3KcX1XfEvyzbYGjFnQDIhrjNQaJ2JeUjXvPR9nPDD7AtrYvp5KgHIBNEFFesKztaW7W5de84rvkZSP2Q5iG18OS2qtXrxqPWEZ0p34dKmNVYwQWrEzwg6HhUss04p86ZMWmTWKRRZ8bqHRt1FSQbqeKTZjquFJOIFyV2QvJGhLaYLFElrEDFx7jNbSHz-9_0ThEvZqRvAPE4uOIRma1z7xYLQ85JgYkAPeDh4X-ZhifLDqmhpyluYquFL4EzF__ei0fU-zNvsjoqItesyw2qUB-Kd1Ta-8fu15qoNu3P8g_11SDk9-rDl5UXnwdlmOo_olFabKtRb_33KeMdcQEbpzvSSvUpFAL0oKRHP6xenXNhpSu9QyXi-Q-2wl0yjuhSK-O_8ATtUub-mdiQgBq7j32-BgbYHptE6PFsVDdtJX4d2L7vpCI8KgLvrHcfgTaUEk29BTGCdFpZpp-6D5lxyQC0pDKlpIPzc-QyeF0gFJxqGLV2N-6ji1OjYT0b6VvrYIxkKpivxLlMTLavzYgHMGnMHpIZVnmVHHCrP_Lyowe6NkdP1OcTDt2Hvw5Hf4bs09Fwvk3182C2D-WZpaNbuy_cSgPKNmwf6c-cYs2lHAaBNuHgjxrbRDrO6Ma2ZquO3JnEcac6T0Qm3J4qaUPbLHcdQtjXIhbAEusUkIFMeWWocNhhyM-YUvJKlUSW2Zoxv71EvsONqeaQShUg6Ud_EBdhLNvAtXLVu1uCqXqxagFjvywg 574 106.215.160.135 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 3:46 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Megan Groves partnerships@vaaudits.com 678-477-8031 General Inquiry Hello! I have a potential referral — someone currently looking for a virtual assistant — and I was hoping to speak with a decision-maker to ask a few quick questions first. Could someone please contact me when convenient? Thank you so much! 0cAFcWeA5tKYx3MMliziXMpnsq8O3c3zp8n0DD7bW_D6PR6bZfpZihoNFCUsdmiY089-ULhhqC-RTxTFrAClHt5aMfRvyKF7F7af6zfvHiokLOIRLn9fS7nPIxoPmAu-GYYgJGwPTLkTDynPM-HXbnamqTxOAcaBJRR8Sm66xXSIl8Sg5xcKNRHYji3rTEXc-8sKk46SOgvSGS2vxPN3LypJyF9s5UqVGi4Wxpc7MQiQRWb0guPfarRrk7h-F4UHCa7am-GreGxcm34qbxHqK5vgyy63MieSWCBmGdYpGz3KK9fBvNYedjrDBdmXI3n_RT8URpPshEJP-x9bzhJ4mdUYOCXW8rJouU3pTWJeuqQNxpi-RlfsBeAF6iuk5j2P-dKHKQLa6Ll0IrC21CtVb-6aVAsOq33esHm_9TDv13TH8HAm-nWzVwv99lia45qZ3QrS-GFDtA9AEDxzO4L4mSerisM282ck4Fb2dUt61W6F2trRzhVRCxm966uEp6lJo2kWlzPhwVdLlq6djhimG9OWFUtDdShsOUa-KsPQ6tsOyvNKRxrIv4HhvcstcYBqeI42iPlRvT-72voYXBHqLWSb1r515XbXktL5sKUhfer5pYSi4adBn4BXUxvp1L45foDlBYvHI80URmF00DuYDXVjGb1JsHtAP1_HVXS_yqScL_n7mq-4vOYs_pEDbJjsC7hKHf0sk0_HM0--HkFptcGxM0rZ3_srBfk6AHlQ0Mq3AJfyltkDq4CvpScQ1ntKdtoAS-HnONqn-HEwAk7MWryvSxeSnn6RBBtfsUNavX8I8Pu7FsAJWpAjrcMbDiiKbNBTnccofETT1fayvAw32e3jpQ_pnRWBHWRyQumcBXIRJLmbKtB5NBE6zSR-zkKaMws-yfMk7JygQUBXLxwOAMYa_28gNHqwyUHU_sF16HFxBnWKLiKJ3IJxZVlUQk8JUBPx1_A-7o6-86QBYsBflDabw31_fKs6VMYp9WfWvq8CH4b7582mn0ST0fe-_1J3ZV900UHXAQB6U8PsLMj-KWS4QZhlNpCcNeRoRWNBq9quQZuHYUOEnJ4XBhYszcTMmnB835KrCBphxV7qmzr2n0WROdXtClv-wTtEx_WLBtrbj42_cFN9vFDfFhprZEcZ1ltUiTT_arFm2iZbYyI7HxmjF1_KLcD_9gnJLJLmdrHLhxKTsfAAWgcJvSQxYiif1tx6uOY8Pj3IcTuBCzlBTRrZLFDmoKVJWG2TOKnQanm4o4hi_IeC0hmmRiA4DArYT0EUmbhQfToZwdAmZH7d8C84VMuedsOFymxKoYFcHg-b6ZOwIh8rJfH2gKrmXA30Rj2-gfJX4d_xaTcbomQfvMdyQz3WhIyq8AQq2bEXujbKzrer9dzaKUX3J6N559rvF7T60IlKpJdL1btO3sPRkVvNKtXQ7fXzc13I2vu1_zOZLxMt_Wb-b3ts8wv9MwsXYu9P2mxPMtyHFLPJ76mxWCP-q_--wtvG9RDi__RdNMkJiYeiWpJngL1YgyfGFNaIKEsFjEeiAxMRc-cCCb8rP6yFU10xc9Vgs-FY3Cgx5h1JfYv5k_uagBQZ8oBKKsp6XjP3TCej67AHFSnIDZ-JhM3LrtJVrqTDuXempkR-QwWdqcIq86hps5yELsgqlxEMEIxuww3HJKkyZ_XvGf90EimlzwkwmvinjXkBx-6MdAoV93VTMI8cvwgpxL_RZZnD1qhnAxtpJ9e8ixa-sGIsow33ZLLbhMRg0uQ268VUdZvQyfypWe6xPiaKMA8C7vEpMmZtQD1cLL0dbXgoJ5K5tkGye8XTOVg8FCS6PTfzL7mgD-vvAy-Ui-9QsuBuYAUvJyDyhJQM0gCDOJ4Po3IbDbPwQof982TreUmi-BKgZETFuUl45gnY4_XUEQL2xr4-pDk3BHHFpQaMhWb8yuiRlANr-ypuFedKR4vIhQqF4BeNKNE-gViPfiK3_9AFN04nW7mbXVLkaRSpxdkESyGVCgTc9zgH2X8Bnl5osP_-y8heXHqiu-esElJf8pZtUsjrRj1v6gCBIk1YAPNSEBux4LiNqnwMvoU9a-atqQF9o9EB_RzAMt6zcmBu-wlR8eCYCQh1AGxv7_qyLDpsKAaXURza83XARn0QoGTebIFSfkSbYOhukMEVKpyxyPFOZkn41jHxcI6OGrZf-UV5kbG7jXhbjwOUO682lTfsD9vt38Gy88gWMoxNa3o2pU3nKdm7j7GiFC8OYbXBl9bUoslI9SK2VDCxm6Q0H85s9oXOAeVxkzB1Aa4RQKgwj868EHIZXxgKP_C4-y00V6K7DgtGKTT6TQqysPtconlVbvzJ7qkKgZh-PJIwpRgMR3FEABxC2IRcBZ9sAdI2PbB8_cHXuwqsz3HCrLNC7K_NdZAQ6wWa-W2MiHDNRD0lzCVrRzNaKIfncZKCqZhCpTqb6NTX-juuVuxedjG5RZLQ 575 104.234.53.32 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 4:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Megan Groves partnerships@vaaudits.com 678-477-8031 General Inquiry Hello! I have a potential referral — someone currently looking for a virtual assistant — and I was hoping to speak with a decision-maker to ask a few quick questions first. Could someone please contact me when convenient? Thank you so much! 0cAFcWeA6I3WeUZ7B3JHk4ApFLe3Irrzf9p0WIP_nwQo72w-8qTE9u_a-mleZC4GvzJ10uG9kF0f6XQavezKTDWodnMh0TP9edbqUBFPxGOeeR8qXp9iJIx2CCVICeGIA3OUqBoqMX7G71QQYx00Jp21oy_DkMHdOF1hXegVHIB5mdo-Wi-1sQmaHEZd9vu19loqNoVP56NI7UGitTWfb6elC279iZMYbAbD2huvlh9rqiNF9f-pUPGR1R54RO_j53GrrLqZq_04tNd56UUTSy_uQEb_1acpHrj_CCXtJXFSpAqap5Q3hou6MeyGMIuGti-AG5PhKXBySYBH2ad9j5_pQVjPO_H1NJ_hIPc2j6DOqOC4VCDDU1sT452ObSGxdaiIgduneTPh1YcJi2mjfuvV3S_7dqhJ-ymYQsfNnLgSYUccbeUqosRuXus4dfWO5QONWw7gEwjBWSsheISbJOAu9noAK3mL8wowEmdK1jRlITOZKni1VHQUXVqekI_EBTnZpro17qIo8SCGj3D8oDZVINdp1qsKTi8mlgRGnTX4fmbhOEMmjfWaJWYnPMxGpOOpj-lpyqObR0wjEu88fhUNtSqYtsKoRweS4wbY8Rjm4hx2Qi7X44_9KiMW9UC5Efdue4Dp5j_aFNZ-B22f5P4x22Svyy8TbpsMnWmf8N2YtkNdmRmSo1YWEROC3AcTQfybMwnJxxOyyShWP9ly9Vl8IXwoTlsMP2ut6TvbkDQcktA7lR-Dd3ea1wzBx8wu32Qdi_Dp7qISvrD1hHTBj75tyueXN0yX_vFten80wzgzUujHIJAdFsmnnJhXs2S5khmAYwxhh82_Bzl2bq0PciO_iM2AixQuZj6v_-tSlqWhnlCGD7FPVOurA9qthON5KfOkXVhvVhr0D3Nxsw839REBueboMsuRPIMFLDv2Ptco2ZhnCjA9bIxT1JbTaYG6LmOBX_YFvnehLKz2cv_W6nPFHw-57scNO9W7EXBHZ5oTi5fSFXQQc_QDIfXO2nrHXPow7nrXuM0-kvF9aBgbJPXgthnRyNYfeoojmjDeMKqBEm95w9WBM7z0HUn_EMEGN7NrrChsyFGdk5K4Ey_lRyihh7RlsqmMQ707i_44yyeVQJjOgJuBm4_NYytMNbAT2k4sKrPjOcrGrNI7NvX2tNWDC_0M9Y_mrA0pFCb0II_BG8KDdSpxcAYUcAdgOhEp19niP5rgiq5EvNvlc6nb7yVVSsp09KFBxN5lpECOXQ424yb8nuCKfo7mfkw_YVWIZ_j5KqkIMA3cCX0B-ly49V7YwrhJsG9wfVHtkYZU56h-O4oLMQ8BqK4yOh0Q9s8bKRHS33bZ099jR31IUfbDcGSs8DQN0MnafMLtW4oweKVT5V4u4cdcanjmzdPdSDNIavxK8tWIZsiN8GMkS_25z5WLnF3Qqn1dULjCTY-cMkq_R3CrCgEzM0DhKBQ7DihxT0r9wNdNoXffUNFLNCovFsKSyAujL08KTbtXqRiBcwXg5Anear_7yawliDoTE0DL5HWsMN4pRGUvgbNbIAqljsYGPRKP3pRuyJHdWotWZRYg_G9gLzwVOnvkuPWzAOuMfJNrVB2VG8PowVyppSwy77wxFK6GTdCbq6xvcDDgzf0XbsNAeHrKZdfsDpYOHnTCvisi3yF-n027m7Z5bTtpU2RmgoGIuoX7yJAX3gOxpH24oFJhUIjKf6kysaJWYWCSUTNjcXJj1vRMgkJOaYu4iP0O7WoMkzkcgYvNCjXccQ-ZKYZnLl5tSoYXSGf-T2yNHdVrnF818BClG2Q_Yi2rlSXY2EpJyZBJRDHfpjOHQRxQ6q84iHy9LYqqkMwNidn5uImY9cXUC0PI7rJ8kcKgeU5co_qaYLZX_lG46bG2dSncc5wnDcFYAuyCnuLqyaIQ2V-7GG9irtqE-BztU96qQ_QVc50dLe0gNo8LVHcQES2YWf_n5v98TUZiSIpTNQrdTltpuNlwnSUjquIZGMg0iLTHeg5ha1KJrydr3jK5XXjv1cG63dTVwNJey_7eaUVZLCsEzv5fz9x5sney4fiiy78a_OfEsfH-czIZhd6XbYHPtIEAMrgfCPjd-2vqjfbSs_B1FO0h0utFJD2CrzY4ty9kcnYgYbrOd0cWZjzABTnQaUeKmuK1Xn9V1hDLOSEZcrpKRkdwK1AMsOx3nJvAmZg1-FZSMVeXn5rJN6nWIXZrHheN87Kspz6j-Om4uQ-P9kp0ickqznTwyTj5QqtADxi9VMS9sUxs_q0nv2lNSNrzE_o1ncQh6LP24aXHOQTg_kMt16WAylSurCcCGP0yfoxInvJ5Vb3lF2oNItVGrG2HeJgnVywPFernDP8nb9EUExjEpGpDuxYx0SM5HXhnicbq9rEdOnFquXzefP-ZxGlq2wifb4lUe_VpNHL0E03HP6sk3RnrTrRe9iIfj5UfPFYN7tbMAGOS3P5EEANSOW9Ke7dunYUCUIcUs 576 104.234.53.34 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 6, 2026 4:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Few events create more disruption in an SAP program than losing a critical team member in the middle of implementation. Whether it's a solution architect, functional lead, data migration specialist, program manager, or business process owner, replacing key talent during a major SAP initiative often creates consequences that extend far beyond recruiting costs. While organizations typically focus on filling the vacancy quickly, the true impact of SAP resource replacement is often measured in delayed milestones, lost knowledge, reduced productivity, and increased project risk.

KEY TAKEAWAYS

SAP specialists frequently serve as connectors across multiple workstreams.

Most organizations account for recruiting and staffing expenses when replacing a resource, but these costs represent only a fraction of the total impact.

The most visible impact of SAP resource replacement is the temporary loss of productivity and project delays.

When project knowledge is not fully documented, replacement resources may struggle to understand why previous decisions were made.

Key resources often serve as primary points of contact for stakeholders, and when those individuals leave, stakeholder confidence can decline.

While turnover cannot always be prevented, organizations can reduce its impact through proactive planning.

As SAP programs grow larger and more complex—particularly with ongoing SAP S/4HANA migrations and digital transformation initiatives—the cost of losing critical resources continues to rise. At the same time, employee turnover remains a significant challenge, while specialized digital skills continue to be among the most difficult positions to replace. For organizations managing high-stakes transformations, understanding the hidden costs of resource turnover is essential.

WHY SAP RESOURCES ARE DIFFERENT

Every project experiences staffing changes; however, SAP programs present unique challenges because of the highly specialized nature of the work. Critical SAP resources often possess a combination of technical expertise, business process knowledge, industry experience, organizational context, and historical project knowledge. Moreover, unlike more transactional roles, SAP specialists frequently serve as connectors across multiple workstreams. For example, a single resource may influence:

Solution design decisions

Process alignment

Testing activities

Data migration efforts

Change management planning

Executive stakeholder communications

When those individuals leave, replacing their institutional knowledge becomes significantly more difficult than replacing their job title.

THE COST OF SAP RESOURCE REPLACEMENT

Most organizations account for recruiting and staffing expenses when replacing a resource. However, these costs represent only a fraction of the total impact. According to SHRM, replacing an employee can cost between 50% and 200% of that employee's annual salary, depending on role complexity and seniority. For SAP programs, additional costs may include knowledge transfer activities, extended hypercare, additional testing, and so on. In many cases, indirect costs exceed direct hiring expenses.

Loss of Productivity

The most visible impact of SAP resource replacement is the temporary loss of productivity. Even when organizations identify a qualified replacement quickly, onboarding takes time. According to Gallup, it can take new employees up to 12 months to reach full productivity, depending on role complexity and organizational requirements. For SAP projects, the ramp-up period can be especially challenging because new resources must understand project objectives, business requirements, system configurations, design decisions, stakeholder expectations, and project history. The productivity impact rarely affects only the replacement. Existing team members often spend significant time transferring knowledge or filling temporary gaps. As a result, productivity declines across the broader project team.

Knowledge Loss

One of the most overlooked consequences is knowledge loss. Research from Panopto found that approximately 42% of institutional knowledge is unique to individual employees and not formally documented elsewhere. This issue becomes particularly problematic during SAP implementations. Critical project knowledge can, and often does, include anything from design rationale and configuration decisions to business exceptions and stakeholder agreements. When these details are not fully documented, replacement resources may struggle to understand why previous decisions were made. This can lead to duplicated work, inconsistent outcomes, and avoidable project delays.

Timeline Delays and Project Risk

Replacing a key SAP resource often affects project schedules. If fact, resource-related challenges remain among the leading contributors to project delays and missed objectives. The risk is especially high when organizations lose resources during critical phases, such as:

Design Planning

Losing a solution architect or functional lead during design can delay decision-making and create uncertainty around future project activities.

Testing

Replacing key testing resources may slow defect resolution and increase quality risks.

Data Migration

Data migration specialists often possess deep knowledge of source systems and rules. Replacing them mid-stream can introduce significant delays.

Cutover and Go-Live

Resource turnover near go-live is particularly risky because project teams are operating under compressed timelines and elevated pressure. Knowledge gaps during this phase can directly impact business continuity.

Diminished Stakeholder Confidence

SAP transformations rely heavily on stakeholder alignment and trust. Key resources often serve as primary points of contact for executive sponsors, business leaders, functional teams, and external partners. When those individuals leave, stakeholder confidence can decline. New resources must rebuild relationships while simultaneously learning the project. This transition can slow decision-making and create uncertainty among project stakeholders.

HOW ORGANIZATIONS CAN REDUCE RISK

While turnover cannot always be prevented, organizations can reduce its impact through proactive planning.

Strengthen Knowledge Management

Critical decisions, configurations, and project documentation should be maintained continuously throughout the program.

Cross-Train Key Resources

Avoid creating single points of failure. Multiple team members should understand critical processes and workstreams.

Develop Succession Plans

Identify backup resources for high-risk roles before turnover occurs.

Use Flexible Staffing Models

Strategic partners can help organizations fill gaps quickly while minimizing disruption.

Focus on Retention

Organizations that invest in their employees’ well-being experience lower turnover during large transformation initiatives.

FINAL THOUGHTS

The true cost of SAP resource replacement extends far beyond recruiting expenses. Lost productivity, knowledge gaps, timeline delays, stakeholder disruption, and increased implementation risk can significantly impact project outcomes. As organizations continue investing in digital modernization efforts, protecting critical project knowledge is a strategic priority. By proactively preparing for potential turnover, organizations can minimize disruption and keep their SAP initiatives moving forward.

For help with your SAP resource needs, let’s talk.

Xavier Taylor xtaylor2121@gmail.com 9194506254 Finding a New Position Looking to land a job that's my next move up. 0cAFcWeA45FEWos1TSipKqXxTr7jbRnsn2ktnfe0TOgPG-_T0XjUL-rkxJLtSzW9VgmEA516uZNmFxchmSrB8Bk0HewwPi_WEybw2AfP7a0hCdRSCadx1Z5__6aVpf_Z76NlrzsSgpH-UvL2uzfhKf95-cpQQ5EeQtcdEJr3dE3reRbZYGwRkaPgrd99wcrRm5RFZQ9Qk6YwcP3qJyfpqu-yERu5rNLhsjvcHE9HPrJKFS7JIRnMkGGYhjsm4fgfA5Q3umCCgEBcsfscow-zBWlvcHWiHkTDtHsClCpR740DMSc3bOi7r2kqFSPOL2JFFOywIkeBQMMXbTDEsDKG2rbNFFw_YJ8k_0EVDWLw9g-s33Jkk2HU3T_oP-c1ItBdD1tlWvbWPiYhl3y2WTY3-3F2VIHYiNEwTgyuv7H1pLadjTKcuXyBSmhHXSMENs9YzItzzyWQq85PjVuKKk67nVUCbThZjj1sXom-VcNXC77KH30g8NCqDEYew92yM-8EuJzlrQT_s6cAYLADdK_L7d4Gt0KBe8Y7ZreiSP4JfNAZD7Hdc_1nRWGPDmVfS7d0Wd3agUz3tTSfJqXurwsQBHBUvlAE_bE5uc9zqDBF8hxEn55SwU5OLkuY6scVLDAFPwNMWtveFLKvU5QJRlHLJzdiKxyy62hkwUYm6J-LgQK9gd_UUy0Bb_E3xe_tCN4jPRuvFbR6nBcXXGyiMp4QA7JhfmFGptJFp-ARI-VPUydWubgYb1ih814q9z5-NHtm-rfnnxsDmQv5OjqhmPThiGjddxckiuV0-MRkgcKmjMXAUlHRklsx3u1z9xT6sRGui7PMoxcY95csy1vU-HUauIKgT6mfuCChUbp7Apx9fvQKPMy0l6Ll09Mv3V8N9jaQPnH8iC41LMxWRv0fa_2urS-B2Va6ib_lO2a8CSoacTjZlg1kCiAcmDZxHD6ozMjuVV07A_3QDekirvvnCotAWIwrcS0Z9_b27mkpbJjgxCMHIhQCKER0cYfNxlfKevBanful7EIkGk6JuJiQXdWptd9_1gjGiMaF2TfbSW6llcFX3COSiDpykYDjBm9dsmWLtyFa2JTLwxBLll-15GohMNC7ptPyZtTHZdspLZ_3UJBeRsc_sKRBOXI01gDg61cEuTX1OkFelJlmw-XOusV2_yWdEdMmz3y3EiCLCKllICHjN8jCqGt8yIzb_z06K8oKPyi6OckIf0KDR5BaJ_PVjP1bPtKpPtEF2LghMhXSszZ339U8oPwdXZM3yh683UEE3PBRX_fn6_mAfJ9SigGvRzkiXYKcmM83u2Kh7rYawxeEMdERe_lUcamyuapVFHOAK1Ayh__nvc1Yrwe2Ef_RQGacbcCSsk29fIVDwwsD2kq33XhQMro_-MmxxS5EjCZ8yeYNUniydcVfpmZOWqO5ih7JKzLq2RD1s6Lcv5smVbWKgwWt1oJrQbjY_2Msvk_xJSuTOuBY2pKjkI2pEpEV0oQ95utvccTjmmF9yK6hIyCI5D2LdaGXgWRqhRsPwsPQfYif16MMoPh2381snFNxLCgwd1UgvRn_V-qFRULOfm_HHdVsGCzxDNaKRysvd4dcHDrPXLRjwA-ggS7nmRIt7-hZ3lIH90pi37ymMAmpd0z4rKI2BR1M03rCnjI6TkrENt8a8QWdx3e-2I8dbb5jJTnE8mxhceBTbd1aORGDTqpwyiA-lNztIEDDjpoek19PbScRnOzSOZjVniG2w7viYMUkQikDuwje3giLZ4L6_MD-874JvtNeffFEVHazrh7XOMMw5CXpRkJtTSqX50LAOsGfmh7Kza6P8ztvN9Oa5J-AOiEIi2MC9nPfYpFNtnCl_V875TByPKwxUudMro_rlVLA5yeLEM3a-j-ltNqcqUZDV0vrpAw-Bxi462kgR2LpA35ZfalBbtIZ5bHjGj4yIY1WYmv3YC8GtmFnCYLPD7whpVO0OiNYbwOSlNgj0by1q7xMycH_--blp310jE5aN3h2MR5n9_uiYmiL-z9rIOe1rNWKQ_JsOwdqkXjePtPCNKnW_6VO8zh4nxmiSe5SAdgCJytyWAnQOd_Uro21BiSL12xbkeciUDIlHoroJfZEozn9Txl7NqHslzQZzwtvAcYVVjVUHEBz-fnJFUmbd8rgjYMLm3qPdr_i8NTlV65O9DMEjlI4lU4jjRC-XDmwUuMsyFTlJ8AkB2fY7FiDoF_3GkUfmuo3dwZGi76i1sUSZcZOx2ivAs7PlnJqrgIO2r55pFjLyCOIYYq-3owcLT4GSvxQmcUm5ONpWd1pz1xYt9UtOlXdpRriFwNDGfQ3AXYtQdIyI_8zsGyTZxNUI0MZC89gg98L7s06E 577 170.85.90.106 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ July 8, 2026 2:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Xavier Taylor xtaylor2121@gmail.com 9194506254 Finding a New Position Looking to land a job that's my next move up. 0cAFcWeA6UM2BOswHS6cdOOcb0_TFv1JWt93YnucBzIjLRq3NJMaWDzrIWoKhCbp8v-EaQC7hvxW04vL7Qpdnaueh-xfR7VdXhf-zsA23pVjmLbo1i0C399mRolkAIMfbuoqaz8i_4DfpfP2_BWWnOZa1Sb_45bgx8ZvWGTqu4Oj6aqbnE0mSKd_xm9dQTxOocYJUBDgmyC6lEaiRmElaMq56ol5rVOxbxu351iUewV7AYKDMl25y04IimpQoiFAeg0SrOup8ZkCwxLTPiLowsDHwaOkzh_YcYXs08C_54BpSJ8VzL4KW0s7T13mwh6vgL9AMFVKO8KQANXPNwM5FUfHdN6rXKDQsZPwfCoN_vdLojnDUMcZcc4OmAVcQZcjVILxPpM_CWbuCWBcAQqz0l1aju8VV92xX6IlYcSQ5FFkPnQ6kSMIxWzo1kHC0HkEu4vz4aVQInNoRsW6-bFppmGTL0G34s9EXvFyjMn_jsvirIYV0uehxMVOsFsDELGev0qNchJg0YpgyDtiOV9J_szLRuO-3c7d9I857nggoWouCQzemBG17-_A9R-uW39TXe_AyfrekXtYL1EZIbFjVyHZQKJsT_sBekprTDuRZM_X6ls8KGJuRUeYYwosO_5uakhXX-50TEexBLFU4D1aWr_AqlRp94pylRHyxT-77g7gkTObjzkq-G8JEQ6oX-ALWCnMmjKqRQyZ6hiTWGHrfFPMXe_ds_Hd_Umf78J0x3DgS43WuK5esOcl0Plp5W96gm9aQbX2B0vvmCvJfI56JIDNlfPBxjc6UbXbyC-ZvhXaOZY-e-_P8Q6kKm2IID9nlSz6DwwZB_S2Pi9LJHYbFqxWIjHWtvAnvL5xXFCcmyRy7Ek3Wks-trqODP81sFb5CZ5giHWWPm14VRD9XM14pXYdApyEsliGxeHx98JcWcwdJhMQoZeCjsnGTeF9qCVpX_YS109kk-MpYeBHIziz6IhLRNCTmEBWvUAl3qdjnBJ0AgUKFAgluUDZV5ZrBd5HdRqNGZMpo1GDkua-ACiKM9DB6YbIYZ110NWGDVVjONN1tXZSkWE_h3GKa_U9EV-5LDg9em9uJKhUpX84YPUsGfgDVToTGdMoQs-oZ0Kb75Y0uJxfbka2cvVWKNzo_kLsnmwcjeWozpUu6sBl1lu3I0YYlQgWwaP8cH08nsR8lGDBNhN9wQi4OyL4yC-Z9VIigE1WwG_AQYZczHdjeyemsmYBPnjd6UP5sn3ikQQhv4xUONpQlHqMA8fGSDgvqEmbo-WgoQV6CjqaxBDOrXatmfeiwCvZ-hg8zTxHbZwicRxojY49m_MDZGO_R4a9oLIobCiZzMHCmKnpqmHoBVNOl5tZD0r_fMv__oMs4Q5sRO9ADMt_L3DGSn43IjxxUNX-PidElJ534RXDxJ_H7MmC8srrSHeTpZe0xDo4XdeiZaqSkCSAGQTPZwSKI0n6QmJhXGyigihn_B_QexVJUbAZP6zxbQKaIg2ztnd_t2zYQIcylrBRUIyyXfwejM0T1D7_Z4SwVaaqH735kSBa3VoTkrIA0V_WH0FewuV_Cga_ZekNimDXxhA9btFgmcDEfIS96d99rWzOJk1XEsYWQfijfyHdj0XK92B-IO-YiBc2z2EOSxlA7yxxWcfNGcnNWs7g0Z5crnYymUtebaoWdAas38D5azfE_tEGAXrm5wkILtHkR3JYAUx84S96piQYI9df4MN5-uP8TICHMk-UrX9kCCPaKvneXhYiDVbwl8u0ZUYEcp5RpPP2xXFhb7v1obT0e8seqFOhNnJRXS2QDcm2sSkLSyZ-_SV7CqyXdC3_qvTKn7p13uVV-DClgOVUtReYkkPj0_Wzt7gKbwABySVFHdsMIynS9hBiIi6T9M9EFerMzeKAcT0br270IKbW3hlYhMLIleZis3sIIT4fT4ZZxQ2m37ULQrsuLZS4Jp0bai-TpaFILz_Y3q_HZbE42x4pXoWaVF8ZUp5p26F1diOBMLgo35lQvQLz4BEewCf2O_NCuydLGI4urKww7qRJYMm4UAUhfaD0swydNkPIV-EAGG9hj7FEAHnzgl735PJxGz6X719Na3rUXQI6s3ddrz5nGg8OX1OVqp1X6Zzn7LGi3aR-gO0_pokMRjHZJh_v08cZ6L0J_VY-ywdjuRn0N8NGT0xjukovECE3e8_CS8j_hHGzM7FxFMctY5_PkZ5dFPZYCS8eSrAbza0l4-PE4L3fBDv4RQrJEouIS5fUQ7-0liDnXcq-JslZ4P8_432C4tpiIMhazIyGl5Szvs1sCYNtySUlzQESsgj460cpDXues4t98uf9xTvdtPbao8-lc2wLQZXlA94GYA7z9t72fjLlTfN2Ylsixcd574tVvWCZKGBbaNOXWu4_JpIJN3Ta763CPIDM6R9qA-Z_c 578 170.85.90.105 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ July 8, 2026 2:03 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Dan Svoboda dlsvob@gmail.com 9192607366 Other My Teams app, hosted by my employer, showed an attempt to initiate a chat from someone presumably with your company: "Kyle Montgomery (kylem@bullcitytalent.com) added you to a meeting chat" If this was authentic, and not phishing, I'd be willing to speak with Kyle via a personal channel. 0cAFcWeA7VieLEyCF0AeKNyO0DX0IHR9AQh0NTsB0HwWHHDALOEgp2tfir6l1H-3tmAXUpAGVivIon3Mzs4jUTGM7Y0fDRT8RN8x8s0mviQLlwJipnl9vHma3tLoIeMwuAfesZWDv8nlAQyiux2Lh5IZktAKhizTMNM-2ihq11AmToSBS80DS53RpekekzU6URKUpPx4RMTF9mx0al2uf4yyEKKP6es6cNAzfgywPj5HPPziTpi57UWbaZbTyzDBNnkSFSPILr_EYfHVn9StM_QXp8Wd6P7vFwURe34VaW5A__rqiFHTBdah0WEUeNevswMLNW7NmribU8o7ZSjovtycftf2jGSjbeBw8dA19UsEje5ioEw17CzgsUtcWJmLVE0jnUC0lmIKPl5MBsnIeKzJ8zpRuFQywtu4YRaji7-geAPLDcBmV4BM8OPDSZddqyQyzOrAMMs_cBUYi-Uxy02byVYgxoww7uLraht53hbOYvC4K1OqcVTqPeuQQ-jJM_IUuulUvfcodTdKez30MS6teuuAgWGaADUKlEOI515Uq7gOEWRghMZdZw0XwmbPEFxnq8EnoxbEfC-gFRJI_wVckDEQCIaXaswCKtosgvcCx6db12LQU45F0AdQDxfLvgG5trqyNXGG0SzDQg8Adqs1gOs02c0tLGQyAurpJzc5iSu-dF0Rd31d8vLw2sHxwgucXgOvR0vU7g0nsh1im9W49U2g9Fp3Pq_Mr160DmzlFzPmYhP63sK4Y3n7sJidOuTAxHZ2c11zCJ_DcYyLPJQ80taqes8rXDelEC5RuZwsEYIbIkrJtgIWW4jd244qQqmfMYKhVWJDTwj9MNAeeRLue1Hf8o9zSk2MYL0nPl0Dw-jr86h8xG-0EPObNe0DIOhfJtEEZHGmuYLLKww-gESWjmvsMIo-QAjgEDzpglxpHGBOJtcsetU6B7ayb92LES6VycvGqYqO3USnWOjNASpWSRmZiDynwVfz5zm9Wh38OMlFGqPJcslDeYZLmdpv1Ea_p1ioUejl6H1v7c36ctPdKPESczs289JRo1e6YHeW9Et0DLG0yRYMYoRx8mNVdi0Trk0IfKPvBAMiMwado-PTT24kXtmi4DzD4okq6PEjHOPantXB3nl1cfD9ervmDmlmFX8ULrjrzWgpno--FF40N-4AJiZ2zR666urWmnPVeoU7aWICGv4LJqvz1brL5w-ObV2PShUSDuMHLEh77DtWRYB5bwxrOwIweGVOwl1rj_HNf6ywfCRxBunG0yT5aMpSoYH-92222VQuo6CzuFHinznporDK0ecZorOa-s9DgALWCzj3xbgbjPAO03GwWjoji_vjIxQeR_OiFPn8Tf3P4wT9dihb_i1Bu3RDOTlNLYFl4GvZ5EGc7TMaxZHWu1HxAYT_VG6n4nndUEGpcxWQZV4BZa6bnhaQ8xVENu3kCAaLHNQQAu4WdOgtvw6zg1tIKV4WA24QtagHmA7bZZu3i-j33L817yKDexAO1GkM2AvFxTDkr692kXuFPo3Du-MXcCVx1uwczF24I0fDjOeH2oOBQvxS_HP5FjfcV4HP3X-oBFX3KSWo8Vu3iMWa-PcWgV4AnHLUboJ8I9SsmlBzSMGdpwDEPEncxPHObPkrsUs3Ugj9N5GJn1BPbQlsNZjqnvzwMR2j650qUEz8rZBF82baXbrCG-Ins08pQhctket1gAV4Hkt9phZJIiFd2rIPlP5CH9reASC65v4lV1oFDTmfveqtt_VH_EvssAETABTBMWTWHoPMgpxLjdf4Qq07-RGyHFZu453IiffTGV-x7Yx6_zPaY5t1YS_OmB3LyMY8xHkhRihLvhmu5xh5DrKhgvBDNHQ0fOC6EfJtWSaLGnwojvj3o85TBILWF70D56CNEiFTE1wmEObnK-YDJy5g5o8hrLLwR61y7XO8TeDFVHcKteAJqThYkR_R9zJ_VTkwHL-DPgnYH44ibVYTwMbeSO-OjTykTgCeIM0UwDI-DjDiFwb5VAov-N9_itNbKO1-kZkOeUbhCwx1jvUzFd5zRbCnDJXuzTBNTofos7rRveGF63Ns4uyIEUel0JcWRZJJYm_DRDels 579 199.101.126.174 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 8, 2026 2:03 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Dan Svoboda dlsvob@gmail.com 9192607366 Other My Teams app, hosted by my employer, showed an attempt to initiate a chat from someone presumably with your company: "Kyle Montgomery (kylem@bullcitytalent.com) added you to a meeting chat" If this was authentic, and not phishing, I'd be willing to speak with Kyle via a personal channel. 0cAFcWeA6oVdBLA9GXqSt8ZuWhyR_qE2DKtty1NOUBY4po89IuvhogK9lLDEuU3FKGCovQy1NWyEzqQHIzjXYrz6j_RBtPU7-fnNgKeHXoeBbpAC_J8eobZzbI6yQUZmRqOrIo-6aS3vouqH2DnmFROsDA4WfMT9kCuUTsYllo_iZUETjrnrOG5VK1Z-kLWujf4qgZgvbsvGj-70aTSrU8SE5MqMseaF_4cQ99zI8Jbc1thGio0mgKc2gsZAa5saZ5n3L6YBSQdbY1jfLNaEtxIu2h5YgJG5mNrfAZs8Xi9suP9rqPlXrAl1pk4vPyAryKCPXcz8ZfUpaT86MUlGPEcW7dSqRo24Psv-yC-fQYEv63cpkNBgbtFD9XYLnfQOKntKReebzvFvJ6hBVqWrl3YQllgOoCVbwzWUNnPpvdhWT957CRymUxygF2_x7KPFLddk4vcLqoVfF1JYgS9ZnHMrzEa5MzUhrN_NiL2eWxK3gzDzNS_C2up7nt4UN7F5FsX5bFMoRTVqqMPmstGomPNDxoAIwArPnEH9fM5ux_3U3IXa_R9AZfz309-7nNtsCUtABSxHSp9r4mCoGI-bM_XGg6w84u6Y_bdepRUi_LAhzYuMxi7OYhGIIPgP6dv9uEpNDhtpo13Ye4XENKNSJleB9NvwMc3cKdPqQbKnRHZmZLb1OM1LOrRh6nCuzJ13Fy_uQo_-xdJFYtgzNTrv_0LO5CD656aDGCDjGmfJbPkWSFEH1iJdxDu0BRDNeIejm0GYyinzTdMTcJCgX0ZtglTDPEVbZxWZyJ6JfwDgPBAiJ4gRfugVI_ku3TxeigKFqIgfm1GhHOTub7M95W7gqOqBmdbOX46EaU9fhJTcHDARNRS69OWycIwGljHvIiMbKNc-cIv0pMLDesrVadQbJHxZtFIwZqymQ3ERd3dYQvat_WJEJYhLMeoAx1gKmwzj1WB8hrrwRZqaaOg501wsNra-OKPGDIuxFqkL2lfIce6HYp-WyCDlFXtPdbHSTpsgCUID_2dwk8g1QEyZ6o0JY7ufvtOqqu9lMmddpgezU-pxckTRagRi_8NIkZ9EUhNYeNU_9xKHqgMSZPO4LrWCz94wng5KhDvbg6dLDU2sADwB2kySbw0aIeVHj3QBfuhQN8rt1pPopCBr8wQhKDNnlAzY24EyWZp5yAhObOTnBUc9A5-RNd4UePnvUBHFwWwTkSYgj-3R6FwbI6cKUdAlVlLVkrzyxIjVKpKpbzQ-S9RqTZn3iUfdqxuXrAoQSwdLGZnPxu4T-n8SkVLcYJt0zjahnkIDbVm7M5AYISnIzCM9Mp7qYpT1mXUjiFH9r0x_scWpWRzWUfUnpSGEoeWKMAuymk3UIgNWhBBv5di15MJ0dxBwMxAW4WWRdw1XqlUOArAfAiEtH0h6A3uEeK1A4NDjWpkW-mAPI5LTdutLwoSCdiCdTXiODwoEOIa4HQzPlZfGVyTzQkSiAnM_n85WNatWComp8rTDWVQVn3zP8J-Mjt0wTcaNuEaMcAH7cJJ_Tm0r7lZppCLEHAWDDDDIqmCkE6zBkVwYQZhcsK3e_FpyjPNKQqSlTRIxQP_oO3CRg9QCg4U57USyjjhOkMuyFibMLaFK-FbPtgSc1xWinyY_GVL3_81DpLg7V154o3PAn6G1EmVhOfBTfWt3ycHuodusQqRHp0nbi2itvnQya4hA3D-YxTH6VVDSHM3C-Yy2y736ajsF8ndLZ22XYGgt7WUgfy_UnavR6_xhu_3WdK2mXsjSx2Uiq8_5AsFIH9L5SKe0_EbT7jI0krF3vDehpVWfRGmNGzg1Om13O2qYpqukz_Wr7iPQC-YqBXp5TiR-ZPx6HHC55aVCZ8a55R0oe-838v-nrvSguO7s-xuvmNJdQaCVrQ-AvUdrPts5sqU8A-CUnaSmKdLnFaAdB6W0jw6n9ZHC7uN8mQr3A8wYsw8VX1svlRr_eV3qFM-bElukt8N8dCs5P_P1k_vROCknsOxM-8hkwyxQ556pUh16q40oK7NkbzAsvsluYO13eg7tTETUkfYSRRXVfrkor5fKaOlbeO-BV787mQT59qX1x6vvb7yq-y_BcCg4b-nB0Xez2UiOgf--swRc9c0QhsWpoX5_BgNc0BHkFI2GqUZABuT63rx-f2wslAbCXFrk0coTAQQuC2KhI1PyTBeMsqggV_jYrv2lhgLR4M3Flgm_f2tPSXh5u0AQNu2GO1mripWo-Rs68iUDhF46Ln 580 199.101.126.174 Mozilla/5.0 (X11; Linux x86_64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/147.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 8, 2026 2:03 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Xavier Taylor xtaylor2121@gmail.com 9194506254 Finding a New Position Looking to land a job that's my next move up. 0cAFcWeA7x96oZo7bAUgkBgzLyYjLGIdNow0YaCuzvPC_Lao8AUXGhe_SuVOmtYl8zhBysz8tRrV_4Jt8w-F1ypa1Gjy0fUvXGYbGQYFkL9DWlQUAGIJ3IPRelad6psKr5lITHGlqGUxzo91poHi5_nftGPEKO_UbQ19vmtZtKEDRWk5ySnac5cLVeUr4tgCa-NM5sEkiB_q4seSndiDxzHI_W5zUkpAdBfQuzH1bzEjYep6wTFx4iItVEciKxZFa3qckzOLTSEUjbVKEz6GymUHelDCf4WsXktUIXpHmOPZNToLtMCWTNiyFulWsG1yjqL298AqLVTN01PS8vyGD7yiFzYADT-mjeyMbZ3hpKfi8Cp4GmOcy7E23tuRzKHhoplthUQSSPYlNwMzxFZcgNxGlOE6ZSqLnim0-JbFzRcM7JVJsnRTFCdEtgDdNf3mej79hu-LOz27nAC1vbp_gLvZzMabosCYKMEGm4EyanvteVjTA0nhv8icERiiZWatx1K6Mi43lWSrAciVQ3US7btTJdi7usOIHksw6QepkrA4TN5nR8DZ-edrLTHGF0MsWhcjSAq1oPYEZJPX98QG7aJ6NJ8C6EJswI_FAmBQX3XZ7imTf-nLiPkPW9b8CGnbyfZ-5-cfNqMiHUZcTKYeYFyYsqEJhk7GLfZuwDpx8ZBfsS015L_mIfeoux_KobHzkjK8MysRcxsMq4KDLQxzt6MChwK82q6lv2DU3VdgbwJ8X49BZtRz5IttPJF6iagXPMSpxSvQ81JMLrJoMVmfgBbXIv3Bzsvb6p01CTaDPn_P-vTfWWXc4vAtyGjzc0VZ_FqFcnoLdQvvdEHzO-GMAvZXAgG9kcvAhW5L84fCAkweSJb4qaiVWxpcqsEZHXrOCaPE6ek0FRlpyP5BsJdby5IbegcocJFpFZ1IVQxVgzIeI_MicT54aQpUIhylTgDrf6htH-U2WXYLb9VA5ZfSCZsKvcrAfjdFoB5GY7M0je2s2jvQavFdV1ZsMGhqQXN4p61tvJNDSvVE20wg-hqTpVrT2Ttb411yPcJ9qJnYPADt0fRQa1lIqOmy0st7PLBV3PhghVxVH4IABmwmPuoBrntPuthlDEzrMZN7V3Ab29q-3xSDLhhnwPE81ynt_eWLuo0oEjB332-bxoHeuAEI3lkKh93iFZC-CXUoLna0ApsVo0zb5EXpZdPTCtqthqMjGxntFB64WyNoVE3qHYw-SYb_mNKiO6jPrg5WhgQ6JWXOlE0kHe4JYi4Cdi1jOK2qOQHSF1igGHlFrWWVxGO_lOfLby0blduFu0uFKeHoNFEuzBXsO-QPGX_e6Jef1B6FjBEQQ1RehoX0aXtNknyq0mEc0ajFMf1EBC51QD1ORcHu8JkLQXx7YhhroJ6E6GXe6hXCciGE3haZh0eD1DVIB77RnnLrYUq0gR2fOOBiI5fsOmlnMc6ZI7s9V6RRdwIFQMyy59pA5_UhOyq76kFO2wE6AQcRe8S0VNQ8y_244tuRnnlRFRbYuKbvUICLt5BkSUkm48316eGBYkbx1CzjiAyY9Fles-auWkeqJN6Ga8eY9iYhFD5PokxYYPVhTQrmZHjEfZBeAO7AyCF2Gkj58C59di2Gj-gVCQ2Vwcx87rxcCcfpG2FbKI3nIyStCSZGbZB6B-R7K-UbS-76-T7FtjsoEqshbLb2UGDnXI5uMpQpg9YG5TzU-RnmnF4Qr1NMWRoub8DaQpmt_hhDHzlii_shpyUvbiZUdFoQpdyFpn-mZ1R3MSq4AxPtHkfdEEwiq6unSB8aitfrpflOtKogU1GdT94IIKX9U14kXVb7pd15DCEgxgnjE7x1A5OrE3bkCNy8mcA_Sl0AO6Y3zdRyBDKrQxP-_s29IujDQO3ULdlNOjrxlUEMH-Y3gIkExVlhRx-go5kQS30M1ZGOZ-vh7P5FzF7jCTwpdncUCmL8fY45rVTxKqrnuUxRplf6ZHyCkOyCqihht1KAf6eCGxf0_bUlaFCuxsgyidGR7Zp01dQR4KMLtX_iTAkjB5jddeCEWmPAr1fUzuVUFxA3ayZ3CrjRvRVVl66TrwF4sOJ64O9wJgJZ12e1yXoNNqtiUNzTcQs2BobNtocsXe77u-PuByLz-gsrBbOKdq9lZ_6QpPNlJqemSwPUPQbnzbKkKkjB1VrFpeBqkkQxp4bwifWeqzGirp7UR9jJIQTudKKVhmZDNF9yCEsD59FM-T-AwqcMGone4hlH7FkOszJpF1A86OtsrmZHFoauuV4GGFfw1MZclvDYzz42TR-mP-5q6MtRmjt-9g8OjH7U6S4bANwTOCoUec_lJuycJTPqc2E-FM9ci9Gvmn2_uYe4okiRZpsfyc_pBILKwu-QVV6d2W8EENUkxBZZ-_IcxWrb3yUG0uzmYWiq6A03pIxrMvEgHgn8QUfaD_HQZBd9V3yp-80WjSydHaqovUnNQf-w 581 170.85.90.106 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 Edg/149.0.0.0 https://bullcitytalent.com/contact-us/ July 8, 2026 2:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Gopal Parashar gparashar@vyzeinc.com 5716402828 Other Hello, Good Morning! I came across your Senior SAP WM/RF Consultant requirement. We have experienced Senior SAP WM/RF Consultants with expertise in SAP WM, RF, MM, SD, PP, LE, SAP S/4HANA, Inventory Management, Warehouse Operations, and full lifecycle SAP implementations. If the position is still open, I'd be glad to share a few matching consultant profiles for your review. Looking forward to hearing from you. Thank you, and have a great day! Gopal Parashar Phone : 5716402828 Mail: gparashar@vyzeinc.com 0cAFcWeA5D2jG_ZxnWIbxnKfdHfDcFs_jWvFHfSfu9KIQ8rLk1mtmlsvh-opUwQ0GjcE74SMsog10BZRajhMLUf2nevMjewDorpXaEbkWb2hmnJuM-GVEwopXP4Fb9AWTjGXLa24XWJ9KZIRYfx76BaEveuBmmqNkhA7K56JI6ALOEdTpxj93U1H2YepXnyP2rqLk71AOxdQfSyMvAU0B7EDKHO-Zj4I7UbLrzMdi6FE3w4mYwXiKID0jzXynrCZbOJBQkv_F6nbZZFWVP9v-OMUuzXWrm6JiDjwj3_xU3_vHApAGmbSOltLQEegp6VGwqLC-s-L5GZz-Pjf60ZKAm8Si2mLCPUzcWjZldYYBIc3uoGw_MnkFKyD2ynPDAmqn-r4lOcrBhQ12jQSwWvYiryaBGyZnPQY2PPKmVDZmvsatU8sAr-LKs74tPMYPygKu33OXCtq-FyIaH7w9LMzTYR0WgBrOlTwpHy4N-e9thMWk2q6P1PZJEY3CRxxXyB2jNY3zMSQvZYKkYgbVHPu-y-H_JlaNJS67AExvZ6GdMjg_zNcM8xNg45mkmB3TsGZxHXiFZJ8_ZvRnA01K7AXsEAmAj81xgCx7GRkK8guZSfLL1Gt2fj6jUvvQnVreAJsRIweh2_IlPiOrxfklSaeeIYCZTX0vuKmMHh9Ow0SvfQkMPObvj3vVmj9ZaSwxDG8BaKT5PI_AqugdzDMZosf7Coc9JBkQDgryf82T1rOj9A_N_SW-QvKCBolse8KNVIHZGG_4-DZPBKGqcEC0NoJ_GQmpdKgNP7L1aBVD2QEmknNBQymKc5Wr5EzzzguRVmZkc7vvuf9reZ8E-PmoWsr1pFWqc3ma5USxloneGVJu0XRTAztCrlqfPQGPueFy8dS_aauPkvB-1jgyVijTTrFQE43kgYFiU9Z0Q3TlmlAWPyPU6QQNqx1I7i3Hy_ZjR5KpdE2jZo0g83CqS0MuBqEF10KGGJaddrznK_L-lrpNMDnYzUO2T1cl9oAYA7UPkiMqAY9ETIWg1BsWrBVzOjZnbKJRsbkt2AH_386pIO_W2tguxUDqZXP7d9uffZ3DcJyYgN6k0W3oglBondP8JP8bZTETNWcJCBT7pnpeT7UVRV5TTFC644qJaW5CyOr52nv_sPgr5-ZBoyiPb71ZHBXm-M-b7-bYvldnoqwIVOfmp7qCEcXDbAschcfWo_Yevc3aPnRljE6e6_62eJk5n8wLZ2RwWSr-qo3iyzz0_i6R9i_klV6TCekG5PhRqc9gV2W046BCUxEHHm2b5WxKrnM7_EH_l9uiF624CrFj-_P70R6CjkcG9Dv_kaYif9KhS9I86DemfxHezTfmmgELUWXLMJMlLKPrzUfE_uZ3_1vtAnUN5stBhTgDFfl1mqIEFE-Xsqve58mu3ZP3_SwsmSmSh8IWh0ryw_P_JavKMVI67ifxItw8m_aUXsZTVE8itKJrv7H6s2-yKO8RqJW0gsSl3r5G0trLY_sJWH7G7ji_UNGEUdKcfUcjF1caw3tfU0J_4mmm1R6Axy_478DReerqaXFFV8rDtnLVe_RAnWoC1fJV0jN9-9O690lTdMDaUqsKKlfxPYzK6iowcvQRlN3qjyD2qkz9VoPZ3SqScUJBcUu2-3BYNxSjivfHlC2O2i2gL9ZvQdXOufKK3O89QmkBH9X4nsInfeD_g6QtAo4dvXXdCkQxIF9z08Khpp93Mush-Fy3hy_mJ01Vvu6sZAasPu1TDKQ2Sd4aHuY1Kffd_u-EIvo_aiaUkY6gpfrD_Bcnafi33UBCez7JG9zk-MmQYnZRO8KZ-xOHDOTOjKbTY5SSg-Peh7FnpxIl4bpKLUKNU8WcUr7dGgzbP11LKzKEPM-IJcAwsusi9ThbDj2U4CMlCP8ouUL-LNNobNam1RJxI962dmMtIYcGZnoymgVJ9EXZmraoKhWqwlRbwL8rQjrT6x-A7OilaMts3dcEl3FwodbWcx1z-DNcrAvnj7ewK5mpaM20SV_FkCdQUloNVK4bm43y0D_2YNOtlROmGKnK_XVsYpa34FJw2tqaeYEFjQTxx5Pn9ig6OtvNA2B-iEOBtYM0Nyxx1pL3W1dcyNZdGzxBvFMpJ11fUKHK7HsYqPUSxrJ3YT_fhHQemT5hDq1hBrKcFakQ_mvOwu4fKT4PSgQGT8pB0GNL5CORPgZsNnw-fpGLZbwfJoGohND9JlMC_B7_kzwxoETRQitxwBvvcjE-NrAb11TJxsqx3F3NDS3eNaQO-WDbo7A 582 42.108.93.65 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 9, 2026 2:12 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Gopal Parashar gparashar@vyzeinc.com 5716402828 Other Hello, Good Morning! I came across your Senior SAP WM/RF Consultant requirement. We have experienced Senior SAP WM/RF Consultants with expertise in SAP WM, RF, MM, SD, PP, LE, SAP S/4HANA, Inventory Management, Warehouse Operations, and full lifecycle SAP implementations. If the position is still open, I'd be glad to share a few matching consultant profiles for your review. Looking forward to hearing from you. Thank you, and have a great day! Gopal Parashar Phone : 5716402828 Mail: gparashar@vyzeinc.com 0cAFcWeA7Hzez3BJSUwwjZ1xkVbnF4CpwEcF8YORl786c7bGZn1KL6sjiptJ1ZijmmFbPkdaY0vOKWDhGKJGpYNdQrK6c-OaVkSEv0ZhgNPQ9xcxzgqNc5Ka-60A11FVSsVN-NKSZpaPPwySnfCdTNH5Gm2Z4oj6WZ2hcZB73Qy78lzaZ76XqxftyOwt5nKMG36pXZkIRNqbsdD5ieO2ijRypxRjTiFe219I7UBCzDtJfkMb-SxsykAjYDnUQ91ScSaFufEo654MGJbuihvZRSkT2ceCNmNrlZxFdEIND_RAXzR8NeeJmUIi2LtFSxmPp7pfyptURfDg3RKPwmizMcyQwB3uXM9bFRa8BCiyOxEA1ixhyTciBIGv2RiwhPTyH7Xh5notenTk98nvYBK8FIRK92zioDqPvd6W-FkhCLUSfT7Q2ljVC7ovuF9JxwE28rx16249sJU604rwe4rgr1YUuiE1lVrvDWUmn-1wBi4tZ8kMmP3zWZ_JKHuHCM6yAz9EgvWOV_VFS_4gzGc1KZnReg3hzP4JIOe5_taom1Y-vyp4ZRD24QPQZ76KWJ85dI38JZ3_wzZvQDVIzj8ZHCGFYpU4AcxsvGfG0G1Kn8THvkYByUM0jOb-LbrtRayuQqTUv3cMSsSO-gRWEzxX_TjZhQ49zTBl-jVCxDR6b4UkZT_3zWpY9rcHjJKcwaVfzAbXlwNicLlI3up1X8j4WUSu66S5LbQfYJ-H3DHkGXTBeOVwft2wn_Di9gzPJcvtcEmdOgu5gP8HX4r6gkgdfurZ6jAyNurQYKKa12jBEaW6nkxmfDjw0_Xp5RhtiPx9H8Zwrt3P6l_X-Li0ojqy6dDUQuwGQ-1jAa1VzLKDFwLuaRuyHqCJ4PsAFgxgWLP31NrMXocb84YiJaFBG989T7-dPm1pDeKr579X7QUvQEDq9CsMElNZB_hvPyXu-fsb8Gq6BflCcndz_gX5F_iNW7RFF6046_CFs3dAtv3AICMTm470rBKQ0R_lOqZUnMvhtpPi1WpgPrXV5-_D2g2_0r0fgDfDivrnIfcjesZkRgv_4ZEAVGR801rSnVIGHvDxCV55ArXw1LhoOo82Uu9D3Nr6hZmKh5NpEVRnW7_qSE5L2loYlur_01TB6Edtv1eNZjdK0HJClkPzjlEorbWrGeyaqN95oqNo9J2IWto_ebpDh-MSCeilxeLJ6P3BwbfbAr13SCNce_JcOujzGe7X-KTinnRnBgbcHPLc4cqKpWLOJCEBr2X8zxWcJYtZ42XllxIRwyPWDpA22XE_XHQ7wXRToP-ebWwel44awdlCug2PvsQl2prrqgLteKGBCf2FEFGCt8uFqJsoYCIOlN5kW0Q5tU8e1r1ts2tu_u07BO7zlYdAK6DteLawwl3N17S1HijC82LfxkI4M7ipJHbhReJHh81hEIbU6RRRnNYZJMQhmr70URxhyxtramqdH_ogtC3GpL_tHpn7QzWnmkzmiqBw8e6hYu8znldNUe6PABFhMXFyWZo15C2NOFzQJYUfMeVJLK_9ZDzcOo9dex7k6m0_5AatkVDpfa3BY7Urzq84YbxlD7VjXV-FAgbVhp2I1iPdQDcpQIF_IgpTT1ecwC_ujqCFPHR50Zbs7vBKLe_CtGBiTPcATFLWlOFnSYNaFZlSOszAjveyk4zqHBfNZfmlakqdBjfmmabLn-eZQvezYgPG_CsJlwMO4CcPZSPfUAqe29bjV9ZfmS4SzXXOaw2WojlJoQzdu1oq2lwdqvMg5UjJZtOTQ6_Fm44tvE1Dk7HxfFHrVCmMw9OW6QAlHf6p_Mn2ISM305GHAz2qR_HNQfzPJZB-2GfdfxTA2IEaozj-eZwgveHNl585WU_lfrTkPjaBgyQ2MSzlM6A0iWjW7DZFH8zb4yTVM7pMlCBnkbSd5aBvhMLOMGJ3ozvjhxA_3l4Jrh9o5Z8X1ir65miimDpN-j60OQKVnYkzjZV14VJM-gBQhbqApK7xtA8m05v5ZLvCQ4a8vT2vr2ywvxHPnoBCbnahYCY7uUhPOcJiyfWoDNsNQo6V9laBU7zbM1MovC_k2p51hPs9rdHyjuG374SUWF7QdmSKep6nfB4orfGn6vgZ2tfLt20rbsy4onY-xN0NbDfuJxhJDzVqH1cX5gc8DkvgQzc0rgcUGITGMJUOlsAtbHaaFl5nVb2JW5y4zPSOEsr96XoSIROuQCkQiEgnu5SMznyF_WtySR0Tzewu_Qt6OYqr1mXFRjuqZmLSXKR2-zA4IhwVZTscqPbHwgopuqC-Dz4q4 583 42.108.93.65 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 9, 2026 2:13 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The SAP talent landscape is entering one of its most significant periods of change in decades. Organizations are simultaneously navigating SAP S/4HANA migrations, cloud transformations, AI adoption, process automation initiatives, and increasing demands for business agility. As a result, the skills required to support SAP environments are evolving rapidly. The next three years are unlikely to eliminate SAP jobs. Instead, they will fundamentally reshape many of the roles that organizations depend on today.

KEY TAKEAWAYS

SAP functional consultants will become business transformation advisors.

SAP developers will focus more on integration and automation.

SAP basis administrators will evolve into cloud platform specialists.

SAP data specialists will become more critical.

SAP project managers will need stronger workforce and change management skills.

AI will change nearly every SAP role.

For SAP professionals and business leaders, the question is no longer whether roles will evolve, but which changing SAP roles will have the greatest impact on future workforce planning and transformation success.

WHY SAP ROLES ARE CHANGING FASTER THAN EVER

Several trends are driving change across the SAP ecosystem. For example, organizations are increasingly focused on cloud-first, AI-enabled, data-driven, and business-led processes. Moreover, according to Gartner, more than 80% of enterprises are expected to use generative AI APIs or applications by 2026. These shifts are changing expectations for both technical and functional SAP professionals, as the future SAP workforce will require stronger business acumen, data literacy, automation expertise, and strategic thinking alongside traditional SAP skills.

CHANGING SAP ROLES

Functional Consultants

Historically, SAP functional consultants focused heavily on requirements gathering, configuration, testing, and support activities. While those responsibilities will remain important, the role is expanding. As organizations adopt SAP best practices and cloud-based solutions, customization opportunities are becoming more limited. Instead, functional consultants will increasingly help organizations answer broader questions, like: How should processes be redesigned? Where can automation create value? How should AI capabilities be incorporated? Which business outcomes should be prioritized? Technology roles across enterprise transformation programs are increasingly shifting toward business value creation rather than system implementation alone, meaning functional resources who understand business operations and transformation strategy will become increasingly valuable.

Developers

Traditional SAP development work is changing rapidly. As organizations move toward cloud environments and standardized applications, custom coding is becoming less central than it was during earlier ERP generations. However, demand for developers is not disappearing. Instead, developers will spend more time working with Business Technology Platform (BTP), API integrations, process automation, workflow orchestration, AI-enabled applications, and data services. As organizations seek greater efficiency and operational agility, enterprise automation initiatives continue to expand and future SAP developers will need broader platform and integration expertise rather than deep specialization in a single development environment.

Basis Administrators

Perhaps no role has experienced greater transformation than SAP Basis. Historically, Basis teams managed infrastructure, system performance, database administration, upgrades, and technical operations. But as organizations move to cloud-based environments, many infrastructure responsibilities are shifting to hyperscalers and managed service providers. That does not eliminate the need for technical expertise. Instead, Basis professionals are becoming cloud platform specialists focused on cloud architecture, security, governance, reliability, and more. Moreover, according to Flexera's State of the Cloud Report, cloud adoption continues to accelerate across enterprise environments, fundamentally changing infrastructure management responsibilities.

Data Specialists

Among the many changing SAP roles, data-focused positions may see some of the strongest growth. Data remains the backbone of critical operations, from AI initiatives to supply chain planning. At the same time, many S/4HANA programs reveal significant data quality challenges. Moreover, Gartner reported that poor data quality costs organizations an average of $12.9 million annually. As a result, SAP data professionals are likely to become more important over the next three years, but their focus will expand beyond migration activities to include data governance, master data management, data quality programs, and AI/analytics.

Project Managers

Traditional SAP project management has often focused on scope, schedule, and budget, and while those responsibilities remain important, the growing complexity of transformation programs is expanding the role. Today's project leaders must increasingly manage organizational change, talent shortages and resource constraints, business adoption, and cross-functional alignment simultaneously. Among today's changing SAP roles, project managers are experiencing one of the most significant shifts as transformation programs become increasingly people-focused and business-driven. According to PMI, organizations that combine project management excellence with change management capabilities achieve significantly better transformation outcomes than those focusing solely on delivery execution. As such, future SAP project managers will need stronger leadership and workforce planning capabilities alongside traditional project management skills.

THE IMPACT OF AI

AI may be the single biggest catalyst for SAP role evolution over the next three years as SAP continues to embed AI capabilities throughout its portfolio. Industry research has found that generative AI could automate activities that currently consume 60% to 70% of employees' time across many knowledge-based roles. This does not mean SAP professionals will become obsolete, but that routine activities will increasingly be automated, allowing professionals to focus on higher-value work such as strategy or governance.

FINAL THOUGHTS

The next three years will bring significant change across the SAP ecosystem. While some responsibilities will become automated and others will shift toward cloud platforms, demand for SAP talent is unlikely to decline. Instead, organizations will seek professionals who combine technical expertise with business knowledge, data literacy, automation skills, and strategic thinking. Among today's changing SAP roles, functional consultants, developers, Basis administrators, data specialists, and project managers are likely to experience the most significant transformation. But the organizations and professionals that adapt successfully will be best positioned to thrive in the next generation of SAP transformation initiatives. The future of SAP is not less human, but it is more strategic, business-focused, and centered on the ability to turn technology into measurable business value.

For help building an SAP team that’s prepared for what the future has to offer, let’s talk.

Mergers and acquisitions (M&As) are often pursued to drive growth or expand market share, but realizing the full value of a deal depends on successful integration. For organizations on SAP, that integration is rarely simple. Combining ERP systems, aligning financial processes, consolidating data, and maintaining uninterrupted business operations all require specialized expertise and additional capacity. Unfortunately, many organizations enter integration with internal SAP teams that are already operating at full capacity. Rather than delaying projects or overloading employees, companies are increasingly supplementing their workforce with temporary SAP talent for M&A. These experienced professionals help organizations execute complex integration initiatives while allowing internal teams to continue supporting day-to-day operations.

KEY TAKEAWAYS

Even highly capable SAP organizations face resource constraints during M&A activity because integration projects run alongside ongoing operational responsibilities.

Temporary SAP teams supplement internal capabilities without requiring organizations to make long-term hiring commitments.

Key temporary roles include functional consultants, technical specialists, data migration experts, and project leadership.

Unlike permanent hiring, organizations can scale resources based on project demand, bringing in specialized expertise during peak integration periods and reducing staffing once milestones are complete.

Not every staffing provider understands the complexity of enterprise SAP environments, and selecting the right partner can significantly influence both project execution and long-term success.

With global dealmaking expected to remain active despite economic uncertainty, organizations that can quickly scale SAP expertise during these times of change will be better positioned to accelerate integration and capture deal value.

WHY SAP TALENT IS CRITICAL DURING M&A

According to a Global M&A Industry Trends Outlook, companies are placing greater emphasis on technology modernization and operational integration as they pursue long-term value creation through acquisitions. For organizations running SAP, integration projects often include:

ERP landscape consolidation
Financial systems alignment
Master data harmonization
Supply chain integration
Security and user provisioning
Business process standardization
SAP S/4HANA migration planning
Testing, cutover, and post-go-live support

Each initiative, however, requires specialized SAP knowledge that many organizations simply don't have available internally, and compounding the challenge, employers continue to face a tight labor market.

WHERE INTERNAL SAP TEAMS TYPICALLY REACH CAPACITY

Even highly capable SAP organizations face resource constraints during M&A activity because integration projects run alongside ongoing operational responsibilities. Internal SAP teams remain responsible for maintaining finance, procurement, manufacturing, HR, and supply chain systems throughout the integration process. At the same time, they are expected to lead workshops, redesign business processes, validate data, complete testing cycles, and support system cutovers. Without additional resources, competing priorities can quickly delay milestones. Further, enterprise integrations rarely consist of a single project. Instead, organizations often manage multiple initiatives in parallel, from data migration to security redesign, and each workstream requires dedicated expertise and coordination. Given the fact that internal subject matter experts are frequently relied upon for critical business decisions, pulling them away from daily operations can create bottlenecks that slow both integration efforts and business performance.

HOW TEMPORARY SAP TALENT CAN HELP

Temporary SAP teams supplement internal capabilities without requiring organizations to make long-term hiring commitments. Rather than replacing existing employees, these professionals bring specialized experience that enables projects to move faster and with less risk. Key temporary roles may include:

Functional Consultants

Experienced SAP functional consultants help standardize business processes across Finance and Controlling (FI/CO), Materials Management (MM), Sales and Distribution (SD), Production Planning (PP), Extended Warehouse Management (EWM), SuccessFactors, and other core modules. For those who have participated in previous acquisitions, they also understand common integration challenges and can quickly identify opportunities for better alignment.

Technical Specialists

SAP developers, Basis administrators, integration architects, BTP specialists, and security consultants help organizations execute technical activities such as system integrations, interface development, role redesign, and infrastructure optimization. As more organizations modernize their ERP environments, demand for these specialized skills continues to increase alongside SAP S/4HANA adoption.

Data Migration Experts

Data migration is one of the highest-risk components of any SAP integration, as master data must be cleansed, mapped, validated, and migrated while maintaining accuracy across multiple systems. With Gartner reporting that poor data quality costs organizations an average of $12.9 million per year, the importance of experienced data migration professionals during complex ERP transitions is clear.

Project Leadership

Temporary SAP talent often includes experienced project managers and PMO professionals who coordinate cross-functional workstreams, manage dependencies, and keep projects aligned with integration milestones. Strong governance becomes increasingly important as projects scale across multiple business units and geographies.

THE ADVANTAGES OF FLEXIBILITY

One of the greatest advantages of temporary SAP talent for M&A is workforce flexibility. Unlike permanent hiring, organizations can scale resources based on project demand, bringing in specialized expertise during peak integration periods and reducing staffing once milestones are complete. This approach delivers several key benefits, such as reduced hiring risk and lower employee burnout. With most M&A integration projects lasting several months to years, hiring permanent employees for temporary capacity needs can increase long-term labor costs after the project concludes. Temporary professionals, on the other hand, provide access to specialized expertise without creating permanent overhead. Moreover, integration projects frequently require long hours and sustained effort from internal teams. Augmenting staff allows organizations to distribute workloads more effectively, helping retain experienced employees while maintaining service levels throughout the transition.

CHOOSING THE RIGHT PARTNER

Not every staffing provider understands the complexity of enterprise SAP environments, and selecting the right partner can significantly influence both project execution and long-term success. Look for providers that offer:

Deep SAP Expertise

Recruiters and account teams should understand the differences between SAP functional, technical, architecture, security, and Basis roles.

Rapid Access to Specialized Talent

M&A timelines move quickly, and partners with established SAP talent networks can often deploy qualified consultants in days rather than months.

M&A Experience

Professionals who have supported previous M&As understand governance, testing cycles, cutover planning, stakeholder communication, and post-go-live stabilization.

Flexible Engagement Models

Whether organizations need a single consultant, an entire project team, or ongoing managed support, staffing models should adapt as integration priorities evolve.

BUILDING SAP CAPACITY WITHOUT SLOWING THE BUSINESS

Successful M&A integration requires organizations to transform critical business systems while maintaining day-to-day operations—a balance that can quickly strain internal SAP teams. Temporary SAP talent for M&A gives organizations the flexibility to expand capacity and reduce project risk without committing to permanent hires. By combining experienced external consultants with internal business knowledge, companies can position themselves to realize the full value of their acquisitions.

Looking for SAP talent for your M&A needs? We have a vast network of pre-vetted SAP consultants ready to help. Contact us today to learn more.

AI has quickly become one of the most powerful drivers of operational efficiency. Organizations are using AI to automate repetitive tasks, accelerate decision-making, improve customer experiences, and reduce costs across business functions. From finance and HR to customer service, supply chain, marketing, and software development, AI is helping teams accomplish more in less time. The financial opportunity is significant. A recent global AI study estimates that AI could contribute up to $15.7 trillion to the global economy by 2030, with $6.6 trillion expected to come from productivity gains and $9.1 trillion from consumption-side effects. Similarly, global research estimates that generative AI could create $2.6 trillion to $4.4 trillion in annual value across industries by improving productivity in areas such as customer operations, marketing and sales, software engineering, and research and development. But while AI cost savings are real, the technology itself does not guarantee ROI.

KEY TAKEAWAYS

AI is especially effective when applied to repetitive, data-heavy work.

If AI is applied to the wrong process, trained on poor-quality data, or deployed without oversight, organizations can introduce new risks that offset potential savings.

Human-in-the-loop AI keeps people involved in reviewing, validating, improving, and governing AI-enabled processes.

To achieve true ROI, business leaders and process owners need to identify where automation will create measurable value, pair AI with process design, validate outputs, and establish governance.

The organizations seeing the greatest value from AI are not simply replacing people with automation. They are redesigning work, improving processes, establishing governance, and keeping humans in the loop. In other words, AI can reduce the cost of completing tasks, but human expertise is what turns those efficiencies into sustainable business value.

UNDERSTANDING AI COST SAVINGS

AI is especially effective when applied to repetitive, data-heavy work. These are often the processes that consume significant employee hours but do not always require deep strategic decision-making at every step. Common examples include:

Invoice and expense processing
Document summarization
Customer service inquiries
Contract review
Data entry and classification
Report generation
Knowledge management
Software code assistance
HR ticket routing
Forecasting and analytics

For these use cases, AI can reduce the time required to complete work from hours to minutes. That creates clear opportunities for cost reduction, especially when the same task is performed thousands or millions of times across an enterprise. According to Microsoft’s Work Trend Index, employees spend a significant portion of their workweek on communication and coordination tasks, creating a major opportunity for AI to reduce administrative burden and help teams focus on higher-value work. However, faster task completion does not automatically mean better business outcomes. If AI is applied to the wrong process, trained on poor-quality data, or deployed without oversight, organizations can introduce new risks that offset potential savings.

WHY A HUMAN-IN-THE-LOOP MODEL IS A MUST

One of the most important distinctions for business leaders is the difference between task efficiency and enterprise value. AI can draft an email, summarize a contract, generate a report, or recommend next steps, but it cannot independently determine whether those outputs are accurate, compliant, aligned with business strategy, or appropriate for a specific customer or stakeholder. This is where the human-in-the-loop model becomes essential. Human-in-the-loop AI keeps people involved in reviewing, validating, improving, and governing AI-enabled processes. Rather than removing humans entirely, this approach uses AI to handle repetitive work while employees focus on judgment, exception handling, relationship management, and strategic decision-making. That balance is especially important in high-stakes business functions such as finance, legal, compliance, customer experience, and enterprise technology.

HOW TO ACHIEVE TRUE ROI

Know What Should Be Automated

AI should not be applied randomly. Business leaders and process owners need to identify where automation will create measurable value. Before implementing AI, organizations should ask themselves:

Which processes consume the most manual effort?
Which tasks are repetitive and rules-based?
Which workflows create bottlenecks?
Which decisions still require human judgment?
What risks could automation introduce?
How will success be measured?

Without this upfront strategy, organizations may automate inefficient processes instead of improving them.

Redesign Processes

AI is most effective when paired with strong process design. If a workflow is fragmented, inconsistent, or poorly governed, AI may simply accelerate the problem, which can lead to more rework and greater operational complexity. Business analysts and functional leaders can help organizations simplify workflows before automation begins, identifying unnecessary steps, standardizing decision points, and clarifying where human review is required. This process-first approach helps ensure AI reduces costs sustainably rather than creating short-term productivity gains that are later erased by quality issues.

Validate Outputs

Generative AI has become increasingly powerful, but it's not infallible. AI tools can produce inaccurate information, outdated recommendations, incorrect calculations, biased outputs, or fabricated references. That makes human validation critical for business activities, such as financial reporting and legal documentation. The cost of one inaccurate output can outweigh the savings generated by hundreds of automated tasks. Human oversight protects quality, compliance, and brand reputation.

Establish Governance

As AI adoption expands, governance becomes one of the most important factors in sustainable ROI. Moreover, a recent report highlighted that organizations are moving beyond experimentation and focusing more heavily on governance, risk management, operating models, and value creation at scale. Effective AI governance includes:

Data privacy policies
Security controls
Responsible AI guidelines
Bias monitoring
Model oversight
Human approval workflows
Auditability
Regulatory compliance
Employee usage policies

Governance may feel like an added cost at first, but it helps prevent much larger expenses related to compliance violations, security incidents, poor adoption, and operational rework.

THE HIDDEN COSTS OF REMOVING HUMANS FROM THE LOOP

Organizations that view AI only as a labor-reduction tool often overlook the hidden costs of removing human oversight too quickly. Those costs can include anything from rework caused by inaccurate outputs and employee resistance to compliance and security risks. A recent Stanford AI Index Report emphasized the growing importance of responsible AI, governance, and organizational readiness as AI adoption accelerates globally, which is why the human-in-the-loop approach is what protects those savings.

BUILDING AN AI STRATEGY THAT DELIVERS SUSTAINABLE COST SAVINGS

Organizations looking to maximize AI cost savings should start with business outcomes rather than technology selection. A strong AI strategy should define:

Which processes are best suited for automation
Which processes still require human oversight
What data is needed
What governance policies must be in place
How employees will be trained
How quality will be monitored
How ROI will be measured
How workflows will improve over time

This helps organizations avoid the trap of adopting AI for the sake of adoption. Instead, AI becomes part of a broader operating model designed to create measurable business value.

FINAL THOUGHTS

AI alone does not create sustainable ROI. Human expertise determines which processes should be automated, how workflows should change, how risks should be governed, and how outputs should be validated. Without that oversight, organizations may achieve short-term efficiency while creating long-term risk. Organizations that understand the critical connection between AI costs savings and human oversight will be better positioned to scale AI responsibly across the enterprise.

For help staffing your AI initiatives, get in touch with BCTG today.

Despite billions of dollars invested in ERP modernization each year, many organizations struggle to achieve the business outcomes they envisioned. Gartner predicts that by 2027, more than 70% of recently implemented ERP initiatives will fail to fully meet their original business case goals, with up to 25% failing catastrophically. The organizations that outperform don't necessarily have larger budgets or better software. Instead, they begin with a fundamentally different mindset. They recognize that ERP is about redesigning how the business operates.

KEY TAKEAWAYS

Without a clearly defined business strategy, ERP programs quickly become technology projects chasing moving targets.

ERP governance should remain active from business case development through post-go-live optimization.

High-performing organizations begin data governance well before implementation by establishing data ownership, governance, and definitions.

Organizations that invest early in change readiness often experience faster adoption and stronger business outcomes after deployment.

Modern cloud ERP platforms increasingly encourage standardized processes because they accelerate innovation and reduce technical debt over time.

Looking back, many transformation leaders share remarkably similar lessons. Here are the insights they wish they'd known before launching their ERP transformation strategy.

ERP TRANSFORMATION STRATEGY CONSIDERATIONS

Success Starts Before Software Selection

Many organizations spend months evaluating vendors, features, demonstrations, and licensing models. Far fewer spend enough time answering the most important question: Why are we transforming in the first place? Without a clearly defined business strategy, ERP programs quickly become technology projects chasing moving targets, where requirements multiply, customization requests grow, and stakeholders lose sight of the original objectives. Gartner identifies strategic alignment between ERP initiatives and broader business goals as one of the strongest predictors of implementation success. Yet Gartner also reports that approximately 75% of ERP strategies are not strongly aligned with overall business strategy. Before selecting software, transformation leaders should define:

What business capabilities need to improve
Which operational metrics should change
How success will be measured two to five years after go-live
What competitive advantage the ERP investment should enable

Executive Sponsorship Isn't a Kickoff Activity

Most ERP projects begin with strong executive enthusiasm, but the challenge is maintaining that engagement over the next 18 to 36 months. Successful programs require executive sponsors who continuously remove roadblocks, make difficult decisions, reinforce priorities, and visibly champion organizational change. As Gartner notes, "lack of executive team commitment" remains one of the most common causes of ERP implementation failure. Transformation leaders often discover that governance is about creating decision velocity while maintaining organizational alignment. When leadership disengages, programs frequently experience decision bottlenecks, expanding project scope, delayed adoption, and conflicting priorities. ERP governance should remain active from business case development through post-go-live optimization.

Data Quality Is Usually a Bigger Challenge

Organizations often underestimate how much effort is required to prepare enterprise data. Legacy systems typically contain years—or decades—of duplicate records, inconsistent definitions, incomplete master data, and outdated business rules. Migrating poor-quality data into a modern ERP simply transfers existing problems into a more sophisticated platform. In fact, industry practitioners consistently identify data migration as one of the largest implementation risks because it requires business ownership rather than purely technical execution. High-performing organizations begin data governance well before implementation by establishing:

Enterprise data ownership: Every critical data domain should have accountable business owners.
Common business definitions: Finance, operations, procurement, and supply chain teams should agree on standardized terminology before migration begins.
Ongoing data governance: Data quality must become a permanent operational capability.

Change Management Deserves the Same Investment as Technology

Many ERP budgets heavily prioritize software configuration, integrations, testing, and infrastructure, with organizational change management receiving significantly less attention. That's a costly mistake. ERP implementations are fundamentally people transformations, requiring organizations to proactively address communication, leadership alignment, training, and adoption throughout the implementation lifecycle. In fact, low end-user adoption is one of the leading implementation risks when employees aren't adequately engaged or prepared for new ways of working. Effective change management includes:

Early stakeholder involvement. Business users should help shape future-state processes rather than simply receiving training near go-live.
Role-based learning. Different functions require different learning paths, support materials, and success metrics.
Continuous communication. Employees need ongoing clarity about why changes are occurring, not just what is changing.

Organizations that invest early in change readiness often experience faster adoption and stronger business outcomes after deployment.

Standardization Creates More Long-Term Value Than Customization

One of the hardest conversations during ERP implementation is deciding when to adapt the software versus adapting the business. Excessive customization increases implementation complexity, slows upgrades, raises maintenance costs, and limits future innovation. Instead, experienced transformation leaders focus on adopting best practices whenever possible. Modern cloud ERP platforms increasingly encourage standardized processes because they accelerate innovation and reduce technical debt over time.

Go-Live Isn't the Finish Line

Many organizations treat implementation as a project with a defined end date, but ERP transformation continues long after deployment. Initial stabilization often lasts several months, and business adoption continues evolving for years. The highest-performing organizations establish dedicated post-go-live teams responsible for:

User adoption
Process optimization
KPI measurement
Continuous improvement
New capability releases

Instead of asking whether the implementation finished on time and on budget, leaders should ask whether the business is realizing measurable value. That shift in perspective changes how ERP success is defined.

Success Should Be Measured in Business Outcomes

Traditional ERP reporting often emphasizes project metrics such as budget adherence and timeline performance, and while important, these metrics don't necessarily reflect business transformation. Transformation leaders should increasingly focus on outcomes such as:

Operational efficiency: Has order processing improved? Have manual activities decreased?
Financial performance: Has month-end close accelerated? Has working capital improved?
Employee productivity: Are teams spending more time on value-added work?
Customer experience: Are orders fulfilled faster? Has service improved?

These are the metrics executives ultimately care about, and the ones ERP programs should be designed to improve.

FINAL THOUGHTS

Perhaps the most common reflection from experienced transformation leaders is surprisingly simple: They wish they had treated ERP less like an IT implementation and more like an enterprise operating model redesign. Technology enables transformation, people deliver it, processes sustain it, and governance accelerates it. Organizations that embrace this perspective build stronger alignment across executive leadership, business functions, and technology teams. They make decisions faster and remain focused on long-term outcomes instead of short-term project milestones.

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For life sciences organizations, SAP transformations are business-critical initiatives that affect regulated manufacturing, quality systems, global supply chains, finance, procurement, clinical operations, and patient outcomes. Every process change carries implications not only for operational efficiency, but also for compliance, product quality, and business continuity. That reality raises the stakes considerably.

KEY TAKEAWAYS

Organizations that anchor ERP programs in enterprise strategy are better positioned to realize transformation value than those focused primarily on technical deployment.

Organizations that integrate quality and validation teams early typically avoid significant delays later in testing and regulatory approval.

Transformation leaders should challenge customization, which in turn lowers implementation risk and accelerates future innovation through easier adoption of SAP's continuous release cycle.

Successful life sciences organizations establish formal data governance well before migration activities begin.

Effective change management begins long before training.

Governance often focuses on scope, budget, and timelines, but for life sciences organizations, governance must also include compliance oversight.

Life sciences continue to rank among the most targeted industries for cyberattacks, meaning security should be embedded throughout transformation planning.

According to SAPinsider research, 74% of organizations cite business process complexity as a significant challenge in SAP transformation initiatives, while data quality, change management, and integration remain among the most common obstacles to success. Meanwhile, additional research estimates that by 2027, more than 70% of Global 2000 organizations will use industry cloud platforms to accelerate business transformation, making modernization increasingly essential for organizations that want to remain competitive. For life sciences leaders, the challenge isn't deciding whether to modernize but how to reduce implementation risk while enabling future innovation. Here are the strategies that consistently reduce SAP transformation risk in life sciences:

7 WAYS TO REDUCE SAP TRANSFORMATION RISK IN LIFE SCIENCES

Begin With Business Outcomes

One of the most common reasons SAP programs lose momentum is that implementation planning starts with technical requirements instead of business priorities. Life sciences organizations often enter workshops discussing interfaces, customizations, reports, and configuration before defining what success actually looks like. The better question is: What business capabilities should SAP enable over the next decade? For many organizations, those priorities include:

Faster product commercialization
Improved manufacturing visibility
Simplified global quality processes
Better inventory accuracy
Increased supply chain resilience
Greater financial transparency
Enhanced regulatory readiness

Technology decisions become significantly easier when they're tied directly to measurable business outcomes. Organizations that anchor ERP programs in enterprise strategy are better positioned to realize transformation value than those focused primarily on technical deployment.

Don't Underestimate the Complexity of GxP Validation

Unlike many industries, life sciences organizations operate in highly regulated environments where system changes often require formal validation. Whether supporting pharmaceutical manufacturing, biotechnology operations, or medical device production, SAP transformations frequently intersect with:

FDA 21 CFR Part 11
EU Annex 11
Good Manufacturing Practice (GMP)
Good Laboratory Practice (GLP)
Good Clinical Practice (GCP)

Validation cannot become an afterthought. Instead, validation planning should begin alongside solution design so testing, documentation, traceability, and risk assessments evolve throughout the implementation. The U.S. Food and Drug Administration (FDA), for instance, emphasizes that computerized systems supporting regulated activities must maintain appropriate controls to ensure data integrity, reliability, and traceability. Organizations that integrate quality and validation teams early typically avoid significant delays later in testing and regulatory approval.

Simplify Before You Migrate

Many legacy SAP environments have evolved over decades. They contain:

Custom transactions
Redundant workflows
Obsolete reports
Duplicate master data
Country-specific exceptions
Business rules that no longer reflect current operations

Migrating unnecessary complexity into SAP S/4HANA simply transfers technical debt into a modern platform. SAP recommends adopting standard business processes wherever possible to reduce implementation complexity and simplify future upgrades. Transformation leaders should challenge every customization by asking: Does this process differentiate the business, or is it simply how we've always worked? Standardization not only lowers implementation risk but also accelerates future innovation through easier adoption of SAP's continuous release cycle.

Data Quality Is a Compliance Issue

Poor master data in regulated environments can create serious compliance risk. Duplicate materials, inconsistent supplier information, incomplete batch records, and inaccurate product hierarchies affect everything from production planning to regulatory reporting. According to Gartner, poor data quality costs organizations an average of $12.9 million annually, driven by operational inefficiencies, rework, and poor decision-making. Successful life sciences organizations establish formal data governance well before migration activities begin. That includes defining ownership for:

Material master data: Ensuring consistent product definitions across manufacturing sites.
Vendor and supplier records: Maintaining reliable procurement and quality relationships.
Customer and distribution data: Supporting traceability throughout the supply chain.
Financial master data: Improving reporting accuracy and global consistency.

Change Management Matters More Than Most Organizations Expect

Life sciences organizations often employ highly specialized teams with deeply established ways of working. Scientists, manufacturing operators, quality professionals, supply chain planners, and finance teams experience SAP transformation differently. Without proactive change management, even technically successful implementations struggle to achieve adoption. Industry benchmarking consistently finds that projects with excellent change management are far more likely to meet or exceed objectives than those with poor change management practices. Effective change management begins long before training and includes:

Executive alignment: Visible leadership reinforces organizational priorities throughout the transformation.
Stakeholder engagement: Future users help shape new processes instead of reacting to them after design is complete.
Role-based training: Different business functions require tailored learning experiences.
Reinforcement after go-live: Adoption improves when organizations continue coaching users well beyond deployment.

Build Compliance into Governance

Governance often focuses on scope, budget, and timelines, but for life sciences organizations, governance must also include compliance oversight. Strong governance structures bring together all functions, from business leadership and IT to quality, manufacturing, supply chain, and finance. This cross-functional decision-making helps identify compliance implications before they become implementation risks. It also reduces conflicting priorities between operational efficiency and regulatory requirements.

Treat Cybersecurity as Part of Transformation

Modern SAP environments are increasingly connected to manufacturing systems, suppliers, logistics providers, cloud applications, and analytics platforms. Every new integration expands the organization's digital footprint, and healthcare and life sciences continue to rank among the most targeted industries for cyberattacks. A recent Cost of a Data Breach Report found that the average global cost of a healthcare data breach reached $9.77 million, the highest of any industry for the fourteenth consecutive year. Security should therefore be embedded throughout transformation planning, including:

Identity and access management
Segregation of duties
Secure integrations
Continuous monitoring
Third-party risk management

FINAL THOUGHTS

Perhaps the biggest misconception surrounding SAP transformation risk in life sciences is that risk can be eliminated through better project management alone. In reality, risk is reduced through preparation. Organizations that consistently deliver successful SAP transformations invest early in business alignment, data governance, validation planning, organizational change, and executive sponsorship. They simplify processes before migration, build compliance into governance, and measure success through business outcomes rather than technical milestones. For life sciences companies operating in an increasingly regulated and competitive environment, reducing SAP transformation risk isn't about moving more slowly. It's about making better decisions before implementation begins.

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Retailers have spent the better part of the last decade expanding how customers can shop. They launched eCommerce storefronts, mobile apps, curbside pickup, social commerce experiences, loyalty programs, and same-day delivery services. The result is a retail landscape where shoppers can move seamlessly between physical and digital touchpoints. Behind the scenes, however, many retailers are still operating on fragmented technology foundations that were never designed to support today's expectations. Customer data lives in one platform and inventory in another, marketing operates from a separate system, and store operations rely on yet another. Each application may perform its individual function well, but together they often create disconnected experiences that frustrate customers and limit business agility. AI has only heightened the urgency to modernize. Retailers are eager to deploy generative AI for customer service, merchandising, marketing, demand forecasting, and employee productivity. But AI can only create meaningful business value when it has access to trusted, connected enterprise data.

KEY TAKEAWAYS

Retailers that establish common definitions, standardized master data, and enterprise-wide governance are creating an environment where AI can accelerate decision-making instead of amplifying inconsistencies.

Investments in APIs, cloud integration, data platforms, and modern ERP systems are no longer separate technology initiatives, but rather prerequisites for scaling AI successfully.

Architectural flexibility is key to incorporating emerging technologies into existing ecosystems with significantly less disruption.

Retailers must establish clear policies governing customer privacy, model transparency, data usage, and human oversight to ensure AI strengthens customer trust rather than undermining it.

The business opportunity is significant, with industry research estimating that generative AI could unlock between $240 billion and $390 billion in annual economic value across the retail industry, with the greatest impact expected in marketing, customer operations, software engineering, and supply chain management. Yet realizing that value depends less on the AI model itself than on the quality of the technology ecosystem supporting it. For retailers, the conversation is now about building an omnichannel technology foundation that allows every customer interaction and operational decision to work together with AI-powered insight.

OMNICHANNEL HAS BECOME AN ENTERPRISE CAPABILITY

Consumers don't distinguish between channels, but rather, they distinguish between good and bad experiences. A shopper might discover a product on Instagram or TikTok, compare prices on a retailer's website, check inventory through a mobile app, purchase online, pick up the order in-store, and later initiate a return through customer service. To the consumer, this is one continuous relationship with a single brand. But delivering that experience requires far more than an eCommerce platform. It depends on merchandising, supply chain, finance, marketing, store operations, customer service, and IT operating from the same source of truth. Salesforce's latest State of the Connected Customer report found that 73% of customers expect companies to understand their unique needs and expectations, while the vast majority also expect consistent interactions across departments. Those expectations have transformed omnichannel operations from a customer experience initiative into an enterprise-wide strategy. Organizations that continue treating digital commerce as an isolated function often find themselves struggling to scale because the underlying business processes remain disconnected.

BUILDING YOUR OMNICHANNEL TECHNOLOGY FOUNDATION

Unified Data

Retail discussions about AI often focus on copilots and customer-facing applications. However, experienced technology leaders recognize that data is becoming the primary competitive differentiator. Every personalized recommendation, dynamic promotion, demand forecast, and inventory decision depends on accurate enterprise data flowing across systems in real time. Customer purchase history, loyalty activity, product information, pricing, supplier records, inventory availability, fulfillment status, and financial data all contribute to a retailer's ability to make intelligent decisions. When those datasets exist in silos, even sophisticated AI solutions produce inconsistent results. Gartner has consistently identified data quality and governance as foundational capabilities for organizations seeking to scale analytics and AI, emphasizing that trustworthy enterprise data is essential for delivering reliable business outcomes. This shift represents one of the biggest mindset changes facing retail executives. Historically, data governance was viewed as an IT responsibility. Increasingly, it has become a business capability requiring shared ownership across merchandising, marketing, finance, operations, and supply chain. Retailers that establish common definitions, standardized master data, and enterprise-wide governance are creating an environment where AI can accelerate decision-making instead of amplifying inconsistencies.

Intelligent Architecture

The retail industry has embraced AI at an extraordinary pace, with generative AI already helping retailers write product descriptions, create marketing campaigns, summarize customer interactions, forecast demand, assist store associates, and automate routine administrative work. Recommendation engines also continue to become more sophisticated, while AI-powered search and conversational commerce are rapidly changing how customers discover products. Microsoft's Work Trend Index found that 75% of global knowledge workers now use AI at work, reflecting how quickly AI is becoming embedded into everyday business processes rather than remaining a specialized technology. Similarly, NVIDIA emphasizes that enterprise AI creates the greatest value when models can securely access connected business data across multiple operational systems instead of isolated applications. For retailers, this means investments in APIs, cloud integration, data platforms, and modern ERP systems are no longer separate technology initiatives, but rather prerequisites for scaling AI successfully.

Flexible Technology

Consumer expectations evolve far faster than traditional enterprise technology. As a result, retailers are continuously introducing new fulfillment options, digital channels, payment methods, marketplaces, and customer engagement models. Supporting that pace of innovation requires technology architectures designed for continuous evolution. Cloud-native platforms have become an important part of that strategy because they allow organizations to introduce new capabilities more rapidly while reducing the operational burden associated with large-scale software upgrades. Increasingly, retailers are also embracing composable commerce architectures, replacing tightly integrated technology stacks with modular ecosystems where capabilities such as search, loyalty, payments, content management, and personalization can evolve independently. Composable business is an organizational approach that improves agility by assembling interchangeable business capabilities that can adapt more quickly to changing market conditions. This architectural flexibility is becoming even more valuable as AI capabilities continue to mature. Rather than waiting years for major platform releases, retailers can incorporate emerging technologies into existing ecosystems with significantly less disruption.

Trust

As retailers expand digital capabilities, they also expand the number of systems handling customer information. Websites, mobile applications, loyalty programs, payment platforms, AI assistants, marketing technologies, and third-party marketplaces all create new opportunities for innovation—but also additional cybersecurity considerations. According to a recent report, organizations continue to face growing financial consequences from data breaches, with compromised customer information carrying substantial business and reputational costs. Responsible AI introduces another layer of governance. Retailers must establish clear policies governing customer privacy, model transparency, data usage, and human oversight to ensure AI strengthens customer trust rather than undermining it. As AI becomes embedded throughout retail operations, governance must also address ethics, compliance, and responsible data stewardship.

LOOKING AHEAD

The next generation of retail competition won't be defined by who launches the next digital channel or AI-powered feature first. It will be defined by which organizations have built technology ecosystems capable of adapting as customer expectations continue to evolve. AI will undoubtedly continue to reshape merchandising, customer engagement, forecasting, pricing, and operations. But it cannot compensate for fragmented data, disconnected systems, or inconsistent business processes. If anything, it magnifies those weaknesses. Retailers that invest today in unified data, cloud-native platforms, modern integration architectures, and cross-functional governance will be better positioned to unlock AI's full potential tomorrow, whereas those that continue layering new technologies onto disconnected foundations risk creating greater complexity rather than greater value.

For help building your omnichannel technology foundation, let’s talk.

GOPAL PARASHAR gparashar@vyzeinc.com 571-640-2828 Other Hello I hope You’re doing well. I came across your AI Solutions Architect requirement. If this Remote Contract opportunity is still open, we have experienced GC/USC Architect available for immediate consideration. Please let me know if you'd like me to share a few qualified profiles that closely match your requirements. Looking forward to your response. Gopal Parashar, Phone : 571-640-2828 Mail : gparashar@vyzeinc.com 0cAFcWeA5R20Q4_fpPpDDZDyWPC2uNEJuegR4AEuMryRgO2ljmZ9B5nCIfOAt7vDnPVuJU87m3GKkDbabNbTj2e0VMV8JycK5lKdaV_jOr2Qt_vZP2patGVZeA5GpeEl1UOcWjcqtm6OguZj2HsaW5OdS_WNM6TCHKoHDgIlddhxNT2MzAS5QThifBtbxc1BlMH3qp_sRfxnrApp_SjU5ndDlGgyCh8zpp5mLid7Fk6vDTexkkdWTlZe0C1QPUf1hccyREVousdTzK0Qe-mA2oU60N28xQm-d9Qj0W0v2EE_Mquqj6GHP7fMdb2GAJbR1qpOzKchFpstecdqMXEici_KnUt_S7PvkMvqrVanV394NKZUYMIN0rdX1iJdMCQKkt0MCqhtfgv6ACMZ9KkKwHovxpWWvZ4CRVZ0F5FRKyltOZK3OmKXUrMdtOD5L4hF8PiRRNNcuyptaAme75VzMJjKJw7bsp4YjjZviRw8ezY9kQvbcf1MPnhAWySWv9iZkt0u57NxTisg-UmTJv_SZDzS0sHR0M5NKQ8VjbQPG34aiUI8yIgkBBNvYDoZo3E_1oWXWGN2bZnpOrhY-9XNoLuAc5PlVgilyl9rAuuiF_bwlRV4e8pkhZpuf20T309-pqIIcu2sBRNbEB6wEzC6UlU4dl19_EqOOifODxmP196hLfcBqGXTytzlUCUips5P_io-0Ok-5GXhh5id5dc_EGZqdmUxxO02dICwSup_eTM_qDpqta8h_T_ddxBJwFy6oam-4xzTihGzM31U_DXaBFOEQpOFzjT90mmLlhBEWvBUON_RZGohRrmEbuCYRA9R56CxapcV2tp-pHH79TlALidCtIlvlsPINh_YJhKneQ1XyEonjZg3S2VH0fN-owo97v5eJow5iNhkyuOQeLkM_DmvzuKz7Gfva84iU5Wl94mMXJsvKXTLycyAQEnk96Sm12XQlJSFc-L92TeUgkJb_-Dzj0wVWffk-SobQfXmGMhrBXSPM37jamjcwf19loyziB5nFeFygZzQTE8y_hLV0u0Ag_0ry8V3hJLNYDstRpP_iMemSmfAIKzQymGRcq_wncw83KEjCRkll8FVY5F9ts2L1I9XNNaFFmYPVDUmh4ILQA1eiTwUsnSHob3O7uoNSCAdg63HyFDbT3DmB8bLXoIvO1ufSIqXGDqSK_0uoBcdYl38yj-RYUaow7FXVGEiOV1J_N-HXVBcvaghK-v1hymB6LuFEaOSFFxCJsAWTUADkxt56VpYH1ObqcIaoGXtjtAgCKf92Gh9D6j7LzPi0x-IHbTH2ywgTSFXelyJFX-mOyeRtL0vuKJmaS9ogzxjo_zJ8iDpSen7NCxsVRwfoAWT5JF0WDln2mt2h_e8w_RtNEnLBJaT-PpfZgRdmSY9GKCMAMNnRIR9hRBMsCn5tlD8Am1IPt6EB3rA4QqpPu7RvmDDJKfWc4WZl_LueNbKgi5hHU71GKhqz0SxoxYvioVl0-rf0d17ByqqifwmkZiryPZd07ezcrJSa-dgMT8pxiq1xp8ax7RzqvBeKQF4WUzwJ1ILoPKBWk1WDAnNh_KARCB2XAlhmjeGeyCWdPF0yKLMg_Z5QxqwJeiq5kq0fNdWiXdTyH76bIc96fY1i97y6MWI1__8ZFAKATAKzqyAjcB57pmBCeGP44e24nTjua_EhBZ0Zpi_kitMvK49EnMsTpqVJAUbAuZmH1xZu9mZai1PHSHUSbpeaemAXp2aerL1Qgld3j7esAzvGXzm7tUKxPkNEANDgp3ZMisayOgN_SxmLhGo_3iNJAXi-cExw4nVskjpiyCftOvUH_jCDeNSAZCJOdLDzoC_Sz7lP0S4nEa40aVsef6Cn5EfJCX6UJI0JI6jkC2DXMZLrYs3T1afSBkIWBARyvdktjx6iwALpBm5YG0yXHNhIbnd8jLqI2Hn2fuyjIFYDn3xTDO_WeLOOsPUO0sCIKFnKs9yAWDWmWc2DtDcAlaVfG51PLSXfKS16Eh9b6ZRCTWrzaNvAfJyU4f5Q6mdYNPqLxowsA7-2_O2tihBpLjojzIHj2gPoV0lMOmRDOma4o6N83yh-N9cMgxwALzHzlQSaBYCFhoSoFVazd8xNzgeMQQWfoptiURXFT6MzqPT-fFPIfWagGgOj0h8DZidQG6OVxDiW9VQ-wkdz3wSs_r6PtUhTwRKq6LAJfuL_pYteSjRGHtW1nLx-owhzZ_MCexPdLCk1dwB1KfDAZYxtz1yHcY4G63291fLzyfx9bDHZXKlIaI1PiiKv049tlDbKXglmZgq_YWkDW-mlXYvzMMhrzPGee4a6MxsDX7X0Z-KfqXcI3_9DofkHP3rVAKvwXuxARVX5vNZnpO2LjvWu3FHK-jCYEbDOa6Wp_jSR0vkDQTQxOFDVcmYrNgFQ-eBVvFBQfEidvcBnarIxH07MfyAYYThDkfge8V--PI5SXs5R4GdKgpZEUssq1qMeRgWZjR0UACAyi7Ofds9Z0iggZr7HY 584 42.108.91.112 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 27, 2026 3:27 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

GOPAL PARASHAR gparashar@vyzeinc.com 571-640-2828 Other Hello I hope You’re doing well. I came across your AI Solutions Architect requirement. If this Remote Contract opportunity is still open, we have experienced GC/USC Architect available for immediate consideration. Please let me know if you'd like me to share a few qualified profiles that closely match your requirements. Looking forward to your response. Gopal Parashar, Phone : 571-640-2828 Mail : gparashar@vyzeinc.com 0cAFcWeA6KIkRH_w4S3szB-XDiZ1EfiMT3l5HiwznpM0EoQK1v6U2RkL_MsxRek5xKRMxfidslN5RVZhFlHJZ9hBfHlEysWmr0uerKQlJZ5GG9MhJdkE5jK-5lQryhrhcvR9rpWnT7HnlK-BRWnKCBE-oh9s9SxoY2ZVIqw0P72QXMfDTJbFx2ahiWWEUM_8jP-YEbzgNP2JTtjxMtOmCVeQWvJhrwdwZXtnxmtQD6ziA2EZKm1xL5SdloakCwrXXp7Sl3clB09axw1RCZNc1XsVRnXaxwtfTBjGqPOKHXnkcPF5cUEgbQC7J5ewBZ8JJatBlXsFK5DX1PX5RLx25UeNrCEDrY08_q8QEll3WBvKl71wKWYt07dJQqlD-h7bHww6kwGwdVfir658_p1HH9efmQGE2YfgE9L5rMHXTo_XCwnmCZt3f3nC3iatPU4PlDxN8i6XtEOQfvwlvovBs1Puiy-GmAXZPn66BI_TPv99P_3KzLgBwxT9fcfL5VloupFUZY7UxqpFJZJ5FdLm0Cg4wKjaMurARanxpIUl1AHH88iXDAVGIlJhUPmndcoFEOlOiuE0AM19igL5UxqauwkiIKhDZ015TZdvuXGyzxGcWHVE4xrOnuHLUPA0GF-IVVhwAlfDWV7EK77KY8ooYwEJW5NzptW31Xn7EgMWYBOXiW3AeeKrIO1Z1Psx86FycP2pNts5pyXm8conA8HpjQaTV_WIB4tnUQ659a41jb4Zgt4HOPYl5l7jcLrxNjF8B6AKq827jNKzVwMFSYYltunFiE_a2TafGE2o2WR35Va5eZrNxc6qkTwqWXXt4RvrnzX8xcIdgSvzCKQRhSHCOc-PuLksWALazlzg_6IGMpPpFW8Y7XRaIX3bnfQ3tuxtGjEbPaeNZN5qz8zvq9hdp16e59pHbZmK4GiEtBBbACmgi7rp_LBEmU_UJfVK3d4ro9KsoCc4cSC3YRxo_R_Qv2vS0xYiroxQr8-X33gMvRvwB98oZhoPGwBLy1unDX840IAvbu2luDjFBgLaJaqKAPyREi69hF7izWITREEq4SRBB8n2DvSY--hR6O5mbj2QcR9eJrA1JX56if207ZO1PCq079kY1TyHUYH_Nazkn3w2aB5Y6JLop7XNwY60p9RRKrXTkmS-SkPDX-IyGtewfTvVhell1d-DP_FTnaH_DSPzbe7vhPfoNDfrOJYZFgJeZoSGPi8aT4jXQTXndtX9O0mSqpD6t-0L7TH6EPJeAjPw4Cklkt3TC2K8lcCL4xmFQ25gc-jSBsh4mS_-rYcIayH6TMG77qtnLxC64ieLxcAppqJHODiLf64cd7XPI2af2X9loaHIcBAp7vFrRwB9PHHgRPNJKi0qWajZ3sXNY_zVvCJXybrnoqUxvZdJ-zCwq4Rvy8YQQhDOFXwmTcWjyUWwD6QdfQ8oJz1TLC30OmQ6Nehsw3mgXQGsj7RluTq46a0-R6mDP5U-SxNptRZ7uh7ymE-WGpJ99BWAA6O1B70UoYbIny0vnVB4248-cwh7I1o6gSRCNhW856ZGdE-GtvGE2jnFhGctXWk2MC_G3k1U1_92EsrheaiUehQ5-aPNYFLyLTEX_Eg0ep5w8NB-VE_eGHXFmC1rwmLzLC_w3Ze2b2aouflMNANh0cM9ahiG6nXrynsEXRmIEejlJg2HmDuaK_O99oeZD6jMagMu_uiUd4Fvfet-RgtzGuqLoSkBswtNLb1Y1TkJ6TJYFEw1TtlSOA0fsxOwG6p751r97IxfRSPjBdiLrSam_bOFnh3XvQszgKwkAbmpNxD7helAO8lmG6CDkuqIKiGrfQHhiQpmyHe7raMQEdJy6Akdji7EIXKawPdLd1in1vTN_79Dp8JpvTMOHnvtvjrbxcRC_QqGfoeN2ean9dMAnjPa_xENYibOl7tv15NwFjOAFX-Rs0Do6gdKuakVB0xIhlNH3xonJFQcsvyKXrLiczHviqGtNge7zvbbeo6gFW01HGvWSGsuTlCnx5JxOWLkZRmv5hHn-aqG-TME5fPqLy61asRSSqf_L3PLwWOOIYwGo-W-R9p_vD2h41BCIBDs_0gGaTTZoq9Nn5dgJ7kM2EbAxLeGyyYMnkb-UshcdHb80YAt3WWWX6i-8jXiCkE0woAc687oAADfT1lfJv6jwMII4rhFWvNv6cvgZgtDiggbQunYojU161a8djJ2a2XLxXQ0GMxozsbcg99wBm7UvzOI07z5jPnkHf_7Fe6XBqhTMi2ZJ8AbHmuPWYi7SElrcpCjw0f3Gao0Qb37SkDb8T9MlTVp8JiVLZpdUn8ovmCBnsXwIad7mHCC_qwqHntfhCWj_PHWknSXVZSsdSs5Z4CnODtZrESBv-VKkg8-bmxtZzXBObCAdeE_gUU6nlKzL3B-60-L0XScO1AV_pdz0XU254T0QMhPGSZtPsLmfS0ZOMMiUgpETaVtDzA4r-uA 585 42.108.91.112 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ July 27, 2026 3:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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For decades, organizations have approached change management with a familiar playbook: communicate early, engage stakeholders, provide training, and reinforce adoption after go-live. Those fundamentals remain essential, but as digital transformation accelerates across every sector, one reality has become increasingly clear: effective change management looks very different from one industry to the next.

KEY TAKEAWAYS

Change management remains one of the most important drivers of transformation success, but organizations should stop assuming every industry requires the same approach.

Technology implementations may follow similar project methodologies, but employees' experiences change within the context of their day-to-day work, and that context varies dramatically across industries.

In the life sciences industry, change management is closely connected to quality management.

In retail, employee adoption is critical to delivering seamless omnichannel experiences.

In consumer products, external stakeholder engagement deserves nearly as much attention as internal employee adoption.

Treating change management as an ongoing discipline rather than a project phase allows organizations to sustain transformation long after the initial excitement of implementation fades.

A pharmaceutical manufacturer navigating FDA-regulated processes faces different adoption challenges than a retailer modernizing its eCommerce platform. A food and beverage company implementing AI-powered demand planning must account for seasonal production cycles, while a professional services firm rolling out new collaboration tools is focused on employee productivity and client delivery. The objective may be the same—helping people adopt new ways of working—but the path to achieving it depends heavily on the industry's operational realities, workforce, regulatory environment, and culture.

SETTING THE STAGE

Organizations continue to invest heavily in transformation, with forecasts predicting that worldwide spending on digital transformation will surpass $4 trillion by 2027, as organizations modernize enterprise systems, adopt AI, automate business processes, and migrate to cloud-based platforms. Those investments succeed or fail not because of technology alone, but because people ultimately determine whether transformation becomes part of daily operations. Research continues to reinforce that point, as projects with excellent change management are 7x more likely to meet or exceed project objectives than those with poor change management practices. It's clear that change management remains one of the most important drivers of transformation success, but organizations should stop assuming every industry requires the same approach.

EVERY INDUSTRY EXPERIENCES CHANGE THROUGH A DIFFERENT LENS

Technology implementations may follow similar project methodologies, but employees' experiences change within the context of their day-to-day work, and that context varies dramatically across industries. A retail associate may interact with new technology for only a few minutes during a customer transaction, while a manufacturing operator may depend on updated production systems throughout an entire shift. Scientists working in regulated laboratories may require extensive validation before adopting new digital workflows, while supply chain planners may focus primarily on how new planning tools affect forecasting accuracy. What makes change difficult is not the technology itself, but rather how that technology intersects with established processes, operational priorities, customer expectations, and regulatory obligations. Organizations that recognize these differences early typically build stronger adoption strategies because they begin by understanding the environment in which change will occur.

CHANGE MANAGEMENT ACROSS INDUSTRIES

Highly Regulated Industries Must Balance Adoption with Compliance

Industries such as life sciences, biotech, healthcare, and medical device manufacturing introduce unique considerations that extend beyond user adoption. Employees are often adapting to new validated processes that support regulatory compliance, meaning changes may require updated documentation, revised standard operating procedures (SOPs), formal validation activities, and evidence that employees have been trained appropriately before using new technology. In these environments, change management therefore becomes closely connected to quality management.

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One of the most important parts of any ERP implementation is the wind down after go-live. It’s easy to get caught up with the celebrations and the final wrap-up planning. However, during this time, it’s also important to remember that the ongoing success and user adoption of the system depend on what happens after the implementation. To ensure this, knowledge transfer processes and documentation are key. Effectively transitioning knowledge from the project team to the business users requires a well-defined plan and comprehensive reference documents. Below, we dive deeper into the importance of ERP knowledge transfer and explore some best practices for establishing and documenting these materials.

ERP KNOWLEDGE TRANSFER ESSENTIALS

A Knowledge Transfer List can serve as a comprehensive guide for effectively transferring critical ERP system knowledge between teams and organizations. Documents on this list are essential for ensuring that all stakeholders – new team members, end users, or external consultants – are equipped with the necessary information to understand, operate, and optimize the ERP system. By organizing this information systematically, the Knowledge Transfer List helps streamline the transition process after an ERP implementation, minimizing operational disruptions and ensuring that the system is utilized efficiently and effectively across all business functions. Here are some key elements to include:

ENSURING LONG-TERM ERP SUCCESS

Comprehensive documentation across key areas—design, system processes, data migration, training, change control, batch jobs, and reporting—is crucial for the success of an ERP implementation. Well-defined documentation supports knowledge transfer, user adoption, and system sustainability, ensuring smooth operations and adaptability to future changes. It serves as a vital resource for troubleshooting, continuous improvement, and long-term system success.

Reach out to us today to learn more.

This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

For food and beverage companies, timing is everything - production schedules, harvest windows, promotional calendars, holiday demand, retailer commitments, and shifting consumer preferences create an operating environment where there is rarely an ideal time to introduce significant change. Yet organizations are under increasing pressure to modernize, and the challenge isn't deciding whether to modernize, but when and how to do so without disrupting the business during its most critical operating periods.

KEY TAKEAWAYS

Food and beverage companies should align implementation plans with business priorities rather than allowing project schedules to dictate operational decisions.

Resource availability changes throughout the year, so rather than forcing implementation activities into busy production periods, build flexibility into governance, staffing, and project sequencing to reflect seasonal business realities.

Modernization is about creating an environment where future technologies—including AI—can deliver measurable value, which starts with strong data governance and trusted enterprise data foundations.

Leading organizations treat data governance as an ongoing business capability rather than a migration activity.

Rather than relying exclusively on traditional training sessions, consider adopting shorter, role-based learning experiences that accommodate production schedules and shift work.

Too often, technology initiatives are planned around software release schedules, budget cycles, or project timelines. In food and beverage, however, the business calendar should come first. Organizations that align transformation with seasonal demand are better positioned to maintain operational continuity. As digital transformation accelerates across the industry, that planning discipline is becoming more important than ever. Worldwide spending on digital transformation continues to grow as organizations invest in technologies that improve resilience, operational efficiency, and data-driven decision-making. For food and beverage manufacturers, those investments are increasingly focused on modern ERP platforms, AI, automation, and connected supply chains.

PLANNING AROUND SEASONAL DEMAND IN FOOD & BEVERAGE

The Operational Calendar Should Drive the Roadmap

Technology projects often begin with implementation milestones, such as design workshops, testing cycles, training schedules, and go-live dates, but food and beverage businesses operate according to a different set of milestones. A beverage manufacturer may spend months preparing for summer demand, while snack food producers ramp up well ahead of major sporting events and holiday seasons. Agricultural processors organize operations around harvest windows that cannot be shifted because of an implementation schedule, dairy producers manage highly perishable inventory every day, and confectionery companies begin preparing for Halloween or Valentine's Day months in advance. These business rhythms determine when an organization has the capacity to absorb change. Successful enterprise transformation programs align implementation plans with business priorities rather than allowing project schedules to dictate operational decisions. That principle extends well beyond ERP. Whether implementing SAP or deploying AI-enabled planning capabilities, organizations that account for seasonal operations reduce risk before implementation even begins. The question should never be, "When can the technology go live?" It should be, "When can the business successfully adopt change?"

Peak Seasons Create Capacity Constraints

One of the most overlooked risks during technology transformations is organizational capacity. The same operations leaders responsible for keeping production lines running are often the subject matter experts needed to define future-state business processes. Supply chain planners responsible for managing seasonal inventory are also expected to participate in testing new planning systems, while plant managers balancing customer orders and labor availability become key stakeholders in system design and deployment. During peak demand periods, those responsibilities naturally compete with one another. When organizations underestimate this reality, projects often experience delayed decisions, incomplete testing, slower issue resolution, and compressed training schedules. These aren't project management failures, but rather symptoms of implementation plans that didn't account for the operational calendar. Successful organizations recognize that resource availability changes throughout the year. Rather than forcing implementation activities into busy production periods, they build flexibility into governance, staffing, and project sequencing to reflect seasonal business realities.

AI Raises the Stakes for Getting the Foundation Right

AI is quickly becoming one of the most significant drivers of technology investment across food and beverage. Manufacturers are exploring AI to improve demand forecasting, optimize production schedules, automate quality documentation, enhance customer service, and reduce supply chain disruptions. These capabilities promise meaningful business value, particularly in an industry where small improvements in forecast accuracy or inventory management can translate into significant financial gains. In fact, estimates suggest that generative AI could create between $240 billion and $390 billion in annual value across the retail and consumer packaged goods sectors, driven by improvements in marketing, customer operations, software engineering, and supply chain management. However, predictive models are only as reliable as the data supporting them. Forecasting tools cannot compensate for inconsistent product data; inventory optimization algorithms cannot improve visibility if warehouse systems, ERP platforms, and transportation systems operate independently; and AI copilots cannot generate meaningful operational insights if business information remains fragmented across multiple applications. Organizations seeking to scale AI must first establish strong data governance and trusted enterprise data foundations. For food and beverage companies, that means modernization is about creating an environment where future technologies—including AI—can deliver measurable value.

Data Quality Becomes Even More Important

Master data has always been important, but during seasonal demand, it becomes critical. Accurate product information, supplier records, inventory data, bills of materials, customer hierarchies, and pricing all influence an organization's ability to respond quickly as demand fluctuates. Errors that might be manageable during slower periods can become costly during seasonal peaks, leading to inventory shortages, fulfillment delays, production inefficiencies, or unnecessary waste. Gartner estimates that poor data quality costs organizations an average of $12.9 million annually, highlighting the operational impact of inconsistent enterprise information. Leading organizations treat data governance as an ongoing business capability rather than a migration activity. By establishing disciplined data management well before implementation begins, they reduce both operational risk and long-term technical debt.

Organizational Change Doesn't Pause Because Operations Are Busy

Technology projects frequently compress change management activities when business teams become overwhelmed. Training is postponed, communication becomes less frequent, and process documentation falls behind. Unfortunately, those decisions often create larger challenges after deployment. For food and beverage organizations, successful change management requires flexibility. Rather than relying exclusively on traditional training sessions, many organizations are adopting shorter, role-based learning experiences that accommodate production schedules and shift work. Others extend reinforcement activities well beyond go-live to ensure employees gain confidence while maintaining operational performance.

Business Continuity Should Be the Primary Measure of Success

Technology initiatives often emphasize familiar project metrics, like timeline adherence, budget performance, testing completion, and deployment readiness. While those indicators remain important, they tell only part of the story. For food and beverage companies, a successful transformation also protects customer service levels, production continuity, retailer commitments, regulatory compliance, and product quality throughout implementation. Consumers increasingly value reliability, convenience, and consistent experiences across every interaction, and retailers, distributors, and consumers expect products to be available regardless of what's happening internally. That expectation places additional responsibility on transformation leaders.

FINAL THOUGHTS

Whether implementing SAP S/4HANA, modernizing manufacturing execution systems, upgrading warehouse management platforms, deploying advanced planning solutions, or preparing for AI, food and beverage companies face a common challenge: modernizing while continuing to operate through predictable, and often unavoidable, periods of intense seasonal demand. Organizations that succeed recognize that timing is a strategic decision, not simply a scheduling exercise. They align implementation roadmaps with operational calendars, build flexibility into governance, invest in data quality before deployment, and prioritize organizational readiness alongside technical execution.

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Megan Groves partnerships@vaaudits.com 6784778031 General Inquiry Hello! I have a potential referral — someone currently looking for a virtual assistant — and I was hoping to speak with a decision-maker to ask a few quick questions first. Could someone please contact me when convenient? Thank you so much! 0cAFcWeA75txHIizQqtkRBIG6qUivi5pNZpYaTXL5QzZ4w-KOAbv-CzSMDGEwNYeDW60tFJZ8fa70X78f9BDPUbj1BRYrsMBMLXwFejOFN-Sw2TSK9eBfYJkmb3HXXgLBuTRmh0UNSzBvjU7K2x33ms3Vr_001syP8FqzQazAJqH8Y14UDsGtRqsiPD4jpX_ntWdpQe1dgKcn65Wz5JhJW7sm-6dngeNutOmtAFQGZ4ih7x5pPKp93P38CdM6amZyp38ErjKZmU4rMXQQPReiz_JJ4dJmoCv7HY-vvWBdkkevWa5TjCikZqWTR9CcqmfdakrDVXXKTyWIPwhS5UJlZw_AtLKNyZNGQUP_yQhz9ao_zLkKw__tW71aqiqWfNa9mmHl78jG1TMwapAOUJWQIrbPW9S8ExXcmBUz34-PDDPre_svy-Q2Y_gnBZ5Wh-3WBWf0J3F9M9QNlf5WI37RWy9O0sNvGbOCH_aHV32ssJFyuLlFk2AEUEqSgb6vRTvjkx5Vattj8tRxH3tIzvsUc-nqBBmZ6rpWsuBFcrTQRZ9POb1kK5tjlI2zYWWs-FZ2fif9gkRG7kGC-C5Szauj7WNS8UhYNJuhgispkiwe_wHaAhzNzROCTUBjKVxqYNziRo1HPYXkiTPYxqSDSgxv7h3T4Aff0fR5PS2ZY1PhPgJz4vRYifLLAjH4rUMsbrMfZcA1-o03X_swb6dhxTjEoezbP41OeLMF44iqNr1xEX_yME0UmrbwAu16Kdh3rwtAAA7VrzUV2JmotXIwNKfv0sQQhqr0wDY2LxkFQVxZOGw3NBbk2QS-YL3f1cSmGDLroRFmvBRMPptxSnwQdkPAbi2qo5-5yE-Wgy2nx2fPKGmF4CoURHRmLDce1obpKVpa5D_E0fQdDiL9Z2F2ENnGDrROAA3C4ZhpYwIkpk3uk8KeN9NpJsMDns-UfmEt-CLtORZX5Apaxph6Mb_HEENC6Q_TZeNCnDzm1uDyuEHJK_NgqFd9U2wec9Hb9AxlbsWHwMqVY0gge4D046sIMwccLi0PhIe-DWr60pxzsZoxizzOIGWOAZm_ynUVWRSfylPzaCVO2so68KuiEhoVMMvsDUem3Y4NaoTZr9qxZc0CZN73XV5hzkjvPTUpgGU59PNX_vBAb9wZpKrcqDYmGxXBmJcbpFn-G26xxFY29M3GnJox7vwdhi_9CSmoKPXe5IYGtdkWqSRu39y-_ae5Gt3U4xFWw3ocpK05ng4PQyznEGQ1Au2scvkYLVDfK4_uDZ2kfiowgTLbGmabtWOmpAq8pGPj28Q-whgfqQ7HUO1iTQ8VS7zu9B3lBfsz1cSAd7gIMY5APdyxO8RMgWj94r62o4gNn090vwPTpDR5a7dpkLtIiAujBv9TBl5Tiq2MnBvF6QOFY5NGYlAmaQV197QNH8eNn5k9W3dtUHXNXsJYpjtoaxlcEYmWpv9jbcuzHyjbJFe2qT-LH9FqZNBFZSWWVsTQHM85cuhuk14PueGY-9bdwvVavtVjorrZv5MHzIhRKZKfz3tLrjpctVZyj9-x5vGKQT47dnuoT74iqIDqO_-GL-SHuqqUPkfpPctP8sr8W3JMZiepD9tE-ROHinvhRzrm5BXexH6bhYGMw53UBncX8v0zsdJdxE_XZV9Nr3z5Gol8T3kxxlaVjzOOB0vgygwa8Jy8ooZd6e6T2PoPtSCKkpedlz4_eKHJUIEcFCJsi7S6GEeJS3kAF489IMhWE7_HzsiaE_hayP1Bgqj5wE9x4sHuiM5rdii1l5VvxYdX0B9LjfDny5aBg9HTVf82vUWKTxzzfqcY0GFSN9Pyu-ov0kb935IeB6iP-4XOkQTgvKPMfXykRAznnoN0Y2G2aD0lGqxEC3WdzE4_09vLYZyZ0TIM6MLs2DsDbj7CWpT4k1kkzQuf65SpDyC7BKwe3HB2ajgvI4XLJOqaTVUB7mOvr5ypFjP9mjjnH6QdPThHTkQYw0uIT2BaIY7bj-x6itFnTuoMoJdYAUW0ILpxou8n8_Tf6nmFuG6tM1-Gh7l6Yy6mpipwMaYENYNhPqvRFdTBDAKQbHJeiI0clt5TT5qfXrGhBAYQH6VukvgWxJtanv80J_l7cVkaiB2lCD1YS1mzdkWanjQsAQmLbS07Txo_J9PnfJY1E9JvlOZsODKdET3nYv5h8eoyl3l5WaN4LvIbygS34a2imo29pb91Fs0tOH8Mn1JHlYyuCd0Txwt8yuV3jhLT2IaIA-EgkyS9meC6vBwMRAG8O23DrBynstQY6sHrE0HGUc3qt1a60c6cYtdBzgLb9S_5Lr_j2Ymr4YJK578eiClFZRt3KLZoBvC7fCaexV_3nXhTjrswSNWjj6vfuorH6nHYSfiNcGdNY4k5HdeIU_-1y_7emrXWwHJFk85mT-WUSyjgnwhoA3eHSM4J-oj22GSNGe4h63M9HDsAxnfhIdEKtAE-PaUb_nqnKsflI3WGlmwo 587 45.8.19.227 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 3, 2026 5:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Cynthia Gonzalez cynth.gonzalez@gmail.com 5167494708 Finding a New Position Hi there, I’m currently exploring my next opportunity as a Scrum Master or Project Manager and was hoping to connect with someone from BCTG to discuss potential roles. Thank you for your time, Cynthia Gonzalez 0cAFcWeA7DHeEuzB9P8nJxvfHsF_qSoaLpz4IliVKNE2FGdQeKng8R49qrQb3iMUPrv4KJoJrg1Rxw1sSCGx6YY1hfZtzqYZFlzfLswjKrn67MTyrGU7P3SodamkqsdpYt1NQaA7orXk9S9BybQH1lUMTPL-UPP_7YzwW7Mp9DAOrdzV3DLasBK_0DMyzS5coTqaY5iFIaOM1QdXZ_JUZpbdV5P2MHs3kquuduNp0gdmam9gczJdWPp46LDb1MZp6cAXr3FFr2PCmWHRWd7yS__jI0wGMZXl_H9YxlngMF_LyuK56POfEczyptCphkxy8x6Osl021XpL3Z9eWRskpUWc65gD9pJP7WXIZnnulCTJEy_qoniv16rzYp1lYkqSNuAhr36T0CYyRibGWY5LOL8_OoPRiWb8Yj2ZcaUnW3PFEYvgfXD5PrPXK2HsrRkGQGoR6Xvh4wd2YAEgtR4ZP7_nrbqNDuGq--c_fkYtlteHlUyURne8IccqSwOB5l10Qab7mGJMUy9nWrEuEdrRSePi4MTyE9GY8q_8F6vBtPHgrsEm9zTtgcdKEpGb4jO5Av1lttjyN9Np5FXLI5Eb_ZdPnmu5w48SYx3zjIBXEcEGLd0xSXR-SQTXLLwdhQNBKeVaL9koo9aWtPiFOlmFX4gQz_HXqFTS-rJk0a5UAS8qClc8bootLAaiJO1PqHF6T6o61vWRdqZjul8DY47C7Kagkv-vsjBEDhcPj_9AF9Te7AKsL4_ODEhVrnyWTfNc0pnipadFLaTmlN66ZgxRm5Ky9k-2fX684HM5YoB9SdAzj_kvbZ31nG0nXS-CsUeIZ6eeEqnT8LNzPOM3YcPKcqmTm8Jd47TKPJSt8JJ4j3bw5DeSCay-NpdUlZDPKNTwhYbp9aaH9KHibESAOQ8eEZMPA8vRL9PyS3oGcln3JOtgiuH5b7OeCPMCf2s3hnv5FkMrAY_fQMPupV0XRRVIYSTPEj5ErWSF-zjASCBXxJ1qXFKgSSxTcz57O6GdHCsiKQtkvTuhwOK_A3mmLKI1-V_s_NJZ-rUsva45bd1SmdvzpR06qfpPO2qAgtKqeRivLGxSyk4JUUnc-n4B43iejw-ks-aBADukiyHy_Oegi4W3FfGxOjA_iJSCw7OmFpGYfZULfUM26JenixXNK6ZOgvetvzB0sUuX8tkqQgiP97jTrIyNuRVtUyNDlvgDv72GBoyg0ilyuPHGLwFCLfUnMkSkZYVTl0JUHmvFBnwh1pPR6B8RIzqBUNW3GjNEJtL_VxIjwOHk06mHs-Gw_VPKGa1NP4Yln0_42lDnmR9fBqjNCieCFlxnAzQBBWZVTbi__f3dJ5ZP9Ej68pk4m2HaVhH5PGIOjrW7TptxhE5Q678QlySOLCnN7ckqn63verTZflSAMOrgzB_3aw2gErRprWxx8DsRqXtl8mpyeTHuvwl6_g8SVSV5lw2poJgcL57pyryi8pv0_q7Pgjrr5Q5VoMYzJE4cej21Qk9Wq-wfsizCmnIl8sdKcSuD7T1Tbhr52nGQo8Zt-5XBG_T9vm-m2Jw1fOm8N8moqkYm18SxCtVABdEF9JUXmH27euRCrnLZGL48F7wknLqK1X4EkPl4MqTjzbSTrM20EAr8_xayJT1VIBIErhVuzPe1MHSBCjGNOaN5kbWmNlCMpvSFrXYebSC1-TU4QZQ2lBlfbzbVf2z_i8qzD8B2BGUKCtL5PUV_wDRN92HDsa7J3AjaTCHYZ8xBFpFmdM3sJwCl06Q0b4PhsR4UhdMlLJU-Kr2bEh1t1348olDj5TgGh3aGG3Wi-iRm0IK5ArNvU-41Sacaz8BpnAhRGbKs5AfenYo3Dfxe8I688GU5iqDG4D7vR9kWO-7F92tKmQCmH2otr28pb9tVS7rBcIDBMy1J5bjGEk0GQGUiyX9AZkqtp8d8trbtCDokQBxHzN_MWWv-t8Kw-_gyoPiqwTw6Kj8McFvOZvjjvCnneihpZP3KcKh5vjC4NBd6R7aV0aQYpvIg1_tUqxsLZ8vjUOXeKkmtYXHvx48z974cqBjCymL1C8T3ATLVXpHzPcQoSU7KpgKtR44ccqTb6TDPmUcTAMflgzvZqT-C4aPXWc-k74NNp5CfLBDsUs2GiJc-ltrmyCoY1inXoRJ-T_zwXBDMJiOBumsJKLno0-OIlceWg_iSWfVrvpz8cd7q4E4xfFRuQ5Pe0CrPVbnZiY2nE20CCoTCUQoufN4MUmzZuDuMeUuAlX9C-4VEI4LLAsxb2vSni9UVDD0SOcvnLv2_b1lKxtnIcwgL4HeqANWCuAu4-JdYBk 588 63.196.204.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/26.0.1 Safari/605.1.15 https://bullcitytalent.com/contact-us/ August 3, 2026 8:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Cynthia Gonzalez cynth.gonzalez@gmail.com 5167494708 Finding a New Position Hi there, I’m currently exploring my next opportunity as a Scrum Master or Project Manager and was hoping to connect with someone from BCTG to discuss potential roles. Thank you for your time, Cynthia Gonzalez 0cAFcWeA6-KVUaXQSSuqH4J1X3-kv_M6_nCvrZjKBH5g47t45ePdwRw_g9Y-syb88djEvvplNHOjiknkrJ-c7NRM1tC-A_tmhxfgszD5eoSk24VyWbWre-6EEOUo2D5VF6gfb3LGARLq7bnja5FP_DdyrztmjMo0bDXU1gKppS-B-1HWxtZD_l0Pd_gCVZSxOpU0pslqwGp1qY1x25ZFpYM7YO8a9GDFYuAY0_cEcPUYxKgqoijGYcGPWSoq2RIQDN2ARa8BuDZul0JePXkSA8D1MvxKqwoN3OkKZxU_EhblClBlbZ0_mHMy2Ma99Lg0cz2ipTrNUYowdQlqHjrUNTT29jxi41xTyepl62HPA7DSAMfLzVD2E9R6Dfmrx8XG8_gHk0RLTu2aUxrkLAQQTXEXalTW7pRK8qHImGoovgXWolYQernCwi6AfwCowALhZee3gjy1kCHyYyqiRCHR5dLtFi3-Aq0_zsjBsfnuvB73GpXUVjdts8COnjScb2OmN1FA2fVxqY79ElPw_3rRqHXg35FOwafxGLnu5rdDb6R0qbmwORiBPo06m6CrNAiRKQs6Ts6FhB9NaUP2-WnT21UmDG_qlIIRIxh3CTOJ8FREtgyXF5R-NuaR7jdmXGgClsjBbyvS27c94oXqBNkcPaLVqGDkL2p5cHh32cxBlOtOpXGANB1eWCxLTbrfqgw3ZjvbHHPG7rhQbyiL58RtJ2hmWvwCVKjtX54oxe_9GLGjXvmyRP5Ephq2-8fhC9PISNRbhYSIM2GgCHUvznTeUbUeIVejTGtiWJszkimsbGn-Ywb96ytkTIgWtGi9Ljp1usCkc6NXUNju6fTozhFNJRB9QJBPwIBLey1a19u2PmlFb00Vpk8lOh5S20B_4X1nyq0lVq6tkxy4fXDRA9ZxWT-48Ix6x7ShYSfc7IdYaX97hmxw5aFCGl_qriZtK_MtnHRhq3W1siYxc9nJL3yI2iUzkj_8_fSlGifH7DzPnIdgh-ooHUf0jo8CUXB9cb8GqOxiao1iz3EtDfTKNq-1K_-OrWwSh5SNT7TMi_cUNYSwOGVWE7Jl5xhcVO26cc0S0QrH5Suh1accKDAWpe4bJUcSBjIHcdo-G_MG0fmMz9EX2EBCnZ7fJaeEzsL4JVd2VR6SkjD3OqxHwQb0xTSBBexkOlL2aggGxC-4aCZ7LV9KKMak5QBt47RSAOepLj6PGnJ9h2mLmJz6d6zECZazPvPfBWc_X3OyF2EBFQeaG0LkqMD7jZ943U14_Y_VDSw01r5KylmLw_c-XBf-UMJKwYXvV8VLAoCh_Vo2cVTA8csfVUBA9OoqzeFxFPWDmrmdPHjzzMA0A41XoWFKbi8VGcC_mE8f08HYHof3LU43agJMtruTI6ubDYXr2xVd1YMPjXOIXznlGUMcUVUUZhdKTFAMPD4UlRta8pARAnKdCo_jKqo5zpgxZ5VAdhA_W-pCYIfRukx-uKRtAdVxchGom_ke17dNxKx0bbD88wPrbjVYIKfzBbJPiLiSRtfHylFkVzTQFFA3QwMev47Zk5aJkfxAIeay7ER1IXfIyv59aeIlE7nsrthBFUDZHHolBlPfIKnybIc9OEfg4GbUAS3v54k2XnkhdI18mvUZGDx479NniApVFLl6i761Aw5-heDUoppLFbgUs1dkc7lUga-xln5FE7V0vPaavuIHRYC7kWOyVMHOH-_iEjWiIZRkw-02zYsc3BPXBBQV1NSSyzwj_GRhE1HR2miojDTqhcS87ElC_xBxHvPfXyhJXQ7wwYyB1vWsXJMU6uawzfAc571KdGUh3QBdG8_dNx1gv1eT8lCJsd0oOUQK12J6iVeKrJWehNnebl44i0SDObMveqTiySCDH6dQNuITXifkbKDYh4QxU3bafcToJ5rTVEtqwh91LTu-lPZ1gtzlFC7NvBngCuXQ9vHK0g08NNc8kNJm6lAOBZYFOT5HQjEH3AqzQPL6tBAEIILFh82iy5BtnovyPsmGie5m1kMQYfy5BgnM-KAv-ByYNJYWqLdAwdV9MDZLKguUSnYqu0iN66uVpN2zipHtPm9grFMTKu-w8SSKFYuHUewSir8GVoSYxyKe4WEOjSjUPHEkp-Th0WB7lwBv1Xh1SpdQvD_IHuIlP_ELM3bfnQYQSEOOCgur5uid2OZEu7EG1GBLL96Zb4DdK-pWlJ5M8gPcqYodj2MMdLZ2E48lbefWyF_dfGzmAkPNpZm4TDc_GB-ROAz9tjsaV7fi4tBWLH7pFihsKvfOHe6Qk2Nedvrz9ExIkjjP2WKvapSOuN0yk7W26ziiHVxet-mCOzj-4ZktEd1WzJaaT-JbFASLyZy0A57tteBg7-ttig2bwcKFo36IVk5sNA 589 63.196.204.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/26.0.1 Safari/605.1.15 https://bullcitytalent.com/contact-us/ August 3, 2026 8:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Cynthia Gonzalez cynth.gonzalez@gmail.com 5167494708 Finding a New Position Hi there, I’m currently exploring my next opportunity as a Scrum Master or Project Manager and was hoping to connect with someone from BCTG to discuss potential roles. Thank you for your time, Cynthia Gonzalez 0cAFcWeA5f5Y9tSo0dJqNYf28E1Vi3J339HGp9pAQjvWX30gD6BS_x_o6y5WGqfaqMb3MGfe8uQZ0pz7rXeqY60pNZ28q1HxnGX7SkzfexCqx97KAYXSzClSdtfnDUAxsXbaTTJ1dFqnPOuNiBwjPwgIUjD7ZJlyqeGJjaKbqVmXHdYssowIcC-2z1u1oAuzvL3OeTtzzV4CZdhCIb7djHekWE_moinuJOSKPae6t1Om5B5z6SQhamg-NbVHOQucgKsWT4GGkvBCweH-Tc70VX31xzHHqj_oi9prJqwoyl85U-aLisgnrMQhT5za8Y0UMq_zPm7traD-Pc1MvO9oWQx621WL3dmrv-TnA92t0luBD2dhpx1lEAr5B9ngJf9qWuJ-vIAjVETZopYei6j9asZvdSIpLrv9nP5cLYS9vakbA44Mu1opWG6_XR9NnS9ayrhnOQBUQ1yzvtkrGBjtyuUYjKaF3BYj8ehY4baW08r2FWZq8UpSpo640E3dAzUB7FRfNF8SBROxAmhILv47X-o9vrHJuyaNjDIfERDo_WAleoofhxHvqewToyV-n5zahszVV-j2Psndp2Mnzgf5Etx9fZeQ4_0NyQ4J1CMYJkVtm_VXZIa5MtNV4ZWYu_aDvLTpM8nzPAdQhd0YcfeAvUjS6d-Mwi7oZfz5JyVxV7OslrdLvv20ycKTyFl9uh7gEV93WXW8Eq2yvCFR_QqF25xgBRLssacTRj6f2uxWdTKU7sgYrlsm8k6ldqq0hNiVE5CSQ1pIdDAjSCVtFwctzC7YccI8Zqn4zw6ZLc45ZYa2Bcdq_x3UKE_1oQ2K9ZL9hr8dCD6pHbs10lLZWMHWnQtXl8DXXxERSS_2AL61Qirkm3h_o52jKazi95mQDmEHk6NX9G-6_rfMAjpwOQ7yE_wyWcG08WxDRLSb6Dxjy6rtvGCKFSyNKdaDb6kTK4xwEW-jDY6_WpgIFFbh2Ubt0Srx2SZptticOEk9aovXoh9g33cSMZmrDnhUoQjhH4w3M6bwLVe5fsO82aFMopcSryHn3gmSJi4Pk2rDhgOqtNQP7j5qtqzCYIgLckkDelKEiWR7AZ-trMGkAZH6mQK05690wqEi1838RnsFFi5-63p8vSDQPHZ8ojRvelATZjrT_MQ29bUApIRsS95BQpwulJUNHEnScT5LcPaznANvZM1u8mSjDfeA7YcmqWZjzc06XXXb5kGPbz8ASKXN7JttAvw94i8YEqA-DAfROOcEFOVaL_1J6T4xMoXO7pX9-ngi1L08Vw37FwD1rm2rhcUS_zQ2JXD9l8yvuTxxrGHwP2zlWrUCCnPVMkAQFqQmiOTQ1Y5tNlhfZtnQfQEZfbClRyRkPRyavkV1HwvN9zItcjJyUdhlBauq-Qeo6aSfvx-ivg-yOuvuh-IwrazXyg1FNo_GQdvGPVtBeP2G6dmcJEfqnSQGP1l4FVsWnhB9VUixatU22Abq0sUVIMTNfH-n3NxhKUKx5n79FT6wKRP1rqkdZdMIq1K_jRhu0GhywTVCRbF_OlrGPKnj_SaA1nWG71EKUzYfa6Lylswi76SwDxOL5Dpdn-oA4gmfT8UT3D0ikXqAqhiJeyBF-K3utdjbNEiI0dFFhqZ-zGNPQasqL7wWqOtMhfyVs4r_ObY6xuacN7ywoOXasuGzkINssdi2bUJ18unmJlURwfTP36dBVLsBTmVfXqjbTEmlwZH_KEKnCbYhOEJSpjpCK4F9FIm06zMa3FaMUjaFWXTTzCzMxe38PjljRg15s63HA09BOcPPIiL5BGhIQfzBsjEz3qZ3JLixSUaTLJe26HmBTRoDUYCnrUHlieS76sebr0P_vGA1MXLzeXOVY7KBGUOKJ1ZTMCLf5l5mHQulJa1mM_5HnI-0rr9xDwT9ATLXbmgPWmmbTySl19rK1RSTXxEyJp_diQ3rC7fZeuE8J4e0WF8bkzhyEtu7fNZD3CzjZBeao_HlMem0aJpzxMOpSMDHpMzk6h6_EqzREaI-DA-ODFhy5V2V2AbiP0HS5M2OEOHcxTjNjmR4N3VHdsF2pGqnzI-rUZRH_xNyZQz99AoVBGBdX1fAlfXzUOP-Vxq-CB3K3PRnglfhptJcIX3csol0UFyIuiVHqEofFDfcnFH2tHoRqaYcII7asd9JrTLa7qWfGfGblecMymP6MElzADJAhbqT1zV-arXXUWvy2Pyza1uu98tgj4wj21H6WJkkItuz5fFfjmtGOty1A_ZZ7jm19MERRXOXVgwOXRM284WFFnIUx1zm0AuOOlAnp43kCWbBSqtKl0GH2n2WU4BFwP 590 63.196.204.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/26.0.1 Safari/605.1.15 https://bullcitytalent.com/contact-us/ August 3, 2026 8:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Srikar Chowknis csjobs87@gmail.com 9296229730 Finding a New Position Hi Team, I came across your posting for the Senior Full Stack Developer position and found it very interesting. With over 15 years of experience in C#, .NET, ASP.NET Core, React, REST APIs, Microservices, AWS/Azure, CI/CD, and cloud-native application development, along with recent healthcare experience, I believe I'm a strong match for this role. I have extensive experience designing and developing scalable enterprise applications, modernizing legacy systems, building secure cloud solutions, mentoring development teams, and delivering high-quality software in Agile environments. I'd appreciate the opportunity to discuss how my background aligns with your requirements. Please let me know if we can schedule a brief conversation. Thank you, and I look forward to hearing from you. 0cAFcWeA6ToEH7gQP31lrPY1O5oaowI6ZSBTUTqMKEA1bAVgKn6Y4GeQErnfuhy-00mpu77qU5h77YfP7OF2fZ5n8NWqTuqPXcettctbtjMIVRicgky5E2Enj7kZV3EbtnEjdU490Oad2efGri65mKATRieqOOuZo7jmAKWLT2IUvFYHzANAb5QQWxxTth-qMm3N6fsV28PVPPrqaDcZIdKbg1Ptuj0lrx2k8bgG6QODvh1JI2qpiy8q6w7MAArrmncpTU_8BniDhBzHOJjQrQ9MxyfJ5r3ofeb1dtAnxmJvI-f-hLVdrtKj3xkb0pQTBjDNZ_EzH5nZKa5JNcmb1SuiiXdHJ6PS6C9WVf6tHt46DFRshko4024Rz7gO_rITu-u-XvaipNnK6qiZ627fU_93LPWeH-PQ_TFwX69aGHXJletMDbK925pWdlvC_O-6gd8OWwI814u7tFzbyoGXHKsKQJyG-SW3WFye-ga7Pi1Hmq4rhSLlZa-7qPKq6GjTZuR1N5nDIh5Z4om-Oq97v5VPlsByLnol2cgDGU0iTueHMTTfRONckAAIIj7tKyjDRAy5ec_ZNYjSEu2ywvZBtjQLWtf2AwZAR2_Nbu2inntJ5NR0Q7aOhVVHNnkZFK9eR-S8WTJu786z7qjNKlfyFYxhTloKG2HI7_kFjDvrMsVTLS43jB89QMGnTXiB7Ryks4y3THUwm0rJR6jui2ui7ANPqbQchJ7nY3E-057ABlqSqq3bXLnK2KwNGWng6s2WaaxdAE6Wpaj5v_x43NZCA84urKKReWZwCIlaDkoGkkmCmQVnSe3-I6R9Dfccpx91TQ_y6tYFsjZg3Devx_CO2v-j76cbhcyaqiO8XgIYMtBfWebtLluvdNnOSVnNli4jfg6mZJKG5KaFWiioRHUeBz5ii9lVTMXiqTCNP5OW-YvIdD_tpbdHtEtoprnjqqsdLRaMgpmoaT_r6a1Xz6GxUq78XR61_DwlA3xbejOpZwzFloULqHDB-KN2Rn7OO0ODxW382szWUKooPfZEi5SAQcjVtYmWQwzcnNiKGb8fxqj9B6WJd3X73Mi2Df56bcFTlEH_DVrcBUCk6FIoJwBhJU8FFWmx-roCJHttkozkFm5vJSKpwdai8QCefkFTrrKEYLUCPMEl2FpW2Em4Sd-6UD8pN-lGGE43PFkDzVE05nJ15H7v4Uia5g_aFuK9kiyB_mhOAfJ1Jg9B8pbfTtBY1i1byN7-rzjc7UBKk9jabUVeXaUNLIGGHl7vUuN3XANQXh3OnY5f26ULxm3CeG16i5kBBS8wV-odCSzt0HoUVIQ-tsF4PRfUSlLHbXibhihud5oQvd_jhTveUZu_oD6p3YQVCH9ebxGcGyudr_LynO96GI1jKVBJHWf6zJjUFUz9_9VrjFuhGkGKbUk3m_2dLMldCq0jeMfVYAzHq7uZICH8Ye_0MuV3EcBDRHqY-aVHbAnf2Aw6uYfFr8A2j5QqlIRbkDPj6XYRKBMsXmL8vvI8KTX_tUFNrA5KehN7WhKazLiSE4bPBaqwciGFjA82xQ_R4A2vGItf_M-Ntyr13nWbSwt3ziaCwUPYid7niKobwrZpXq0svSQRuDJkXUofWAPfvWXuH9SQ7LxVvl5mGZ5wapMxpfw7WVTOEZiF4pJ149R6No7qcgy9_Y_o1HvoVoy60gGIrovKEjlyi7g0qJItH-wM5q5KUL1B0_e_eqSedn2zx9JAfRkekt7pzAbdyJ2-QwkU_O2Y4GlIL4qTtWgcwXy8DyTM041VW_R_hmaAtgrd1YE7UZARuAvKjuZF7jnwoXf6bOKuejDpvSLgB6y3FDIgxXYjMnl7bjjMfQuPVojQ0p7Y7_ZJ7IGZPlWqJomLgp4MBaCusVxAbRyKN1iKDkDJjhuxs7I5WfbrSdFddeXJ9qsGfN_GPXpVCUWojdbdc1dMGW5rxN_puBzefTITLptAyKM5BMMQcGUt2erG_urg23c3aMH7b0B_nhkguFJYwSiq30VaOdgn6I5oO9AdkUceU-mEVIvRPgmq-pkht4fcERlWBVpLPPPPKxGryCdNsGeKZ1Bx96gOh8nCtRWuHCCNG63PQfXfgADBakyE3Zu1TS4JL89UPezACj6BAsI4POUnmFm088aD90bb_14oTLF9tNUiAhuPMshHh5D6GEwgIse1j2H9qTjCDYgPayzvADQ4TMii8d9G0Rt6unzCARTgEXFRk7cJ8AwjBpJmKbxgWiHGe9i64fgaGstK6YUlaqXKDuUOZe9w 591 183.83.143.29 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 4, 2026 3:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Srikar Chowknis csjobs87@gmail.com 9296229730 Finding a New Position Hi Team, I came across your posting for the Senior Full Stack Developer position and found it very interesting. With over 15 years of experience in C#, .NET, ASP.NET Core, React, REST APIs, Microservices, AWS/Azure, CI/CD, and cloud-native application development, along with recent healthcare experience, I believe I'm a strong match for this role. I have extensive experience designing and developing scalable enterprise applications, modernizing legacy systems, building secure cloud solutions, mentoring development teams, and delivering high-quality software in Agile environments. I'd appreciate the opportunity to discuss how my background aligns with your requirements. Please let me know if we can schedule a brief conversation. Thank you, and I look forward to hearing from you. 0cAFcWeA7kRWKMEJ1-FdQeqMDQ9BCPfNYZP6f7lQM94FYPVLYprCRflBvSrr0GR-ms1oHPEqEDbD9ok2qe71klqb3RqAbBEsOqF3kgnBax0t2YEOUhn0FhfN5RJbdaMANJpbcrLI3Gpq5y0QVrl2uQc_SX-8ifQuJGhh4tiqW2mG2NdgmVf_yvvLZ1_xZ4nd6e0pbF1edPOlqPUhZp3rP4F37R-tDYULe1gyFjsMUTT5YQjlWk4G1kMrv-prsdScgQQmmwFSVdHDc6utkA3NZZF5U4EI9EQ7jRd4mgAMaZnERXiJuOhH1FWMRQXoF8lvLUaf_7iocuQO6FVJcEII_Wu_YSGBqqp4AvM4tI3IECJpOo83RiXeGhKDRopix0XH-7EvIOe2PX2elMBSZGyJ9yuUjq30_5o9wmJXizQGZe1MZmpHTTd7z5QE8Hc3k-Q1K-7VMXa-Cm00eqKaEcclVQucBzCYycAjIqyNK_eROKVUq4UcCuMj6QQSWAKnH7IdDCGm_BHAncszRw4KqB4Z0rvhC-5KWG1UFRafXlyff-6Pr60aFZ-Zqr6_fzZ8KGNTvDs0gD4AWdZyC3aIf99sC1_7oOvY02rlvMLYmxty7uY2lglQzfOZfJCSV67vE7ml-bDINV5rRCuGBl6qU3nja4MYvyERYYq1AQzcTZLlF109YrOioy_KVdSCn79BswhRlOGhg5lNr01b0sBmK5pz_mGfsfpRoVYY2grwKhHIGCTdK_VfCI9vxoDTt2vjZ2UrqWQ1fYSE-uc_vxr-jJLgZR5ObEGsiASS6N9Y99u30qmeuqxd6xsgJlhjZt5TFd1aMjssDqP7s0q3VBADv1W703X1D1L_RkE7ilROIdm-WAeey24PSGX0qjcm-oAbiQX09f25rphtRvHkCnDlXfF70aErCaDE23AvRebiBFstlLtJAVbtZK-az7ckRNf0hFPZnYUOyPYa7KHEyRB1bqZiyq4uJ2Q2i5ygkqpQVBDEg64NVCUkJhTetBs1shSfzFF6uxdY_wrZatzZdmEdqqzewUkbXTGrCkqH14FYeutIexRdvDuG36e2oxU5LEBxabS-KwawrHvZ1JInGnu5O-3C6c6WiGw_KXSyRLbiQEQPXATDIRETihJGRf9uXxL6WKfE87N7f-ou2XJAKJei6E-av2B7JWr5XlRTH_ic-hV9X1UaHrX5hBiLoh7ttGdnnIVIYW0uefilwJryfZRrWOCx50uxZ4nyx2cA4G7ezfApukl9JNtppNEDLEy6xWSxabsQsAVDNt2O70O2-k-8-H67kxY3vkGmZEGRUvfscI2MYFw24f3BcQwjHBjumTOdVLm5YSZ2N8G0IYPLAf-jEzy1vlDzXI06n0vyJjdjFLqBgFGpXXcw0jD48ZMTQXVZYLP9sXH51-G77lY04QPM5v9kEm1vdBjdDPXtvlPvXJapGj-FVeAb1T8Qgb6vtx1WooxKIkU1olkS_a7fni5jBq0MaPEVVJnynnBGCasBVhPu4R9A9BruAWXzIAW2QM8Ebt5twpLqhSaNpeclzPSoO3fgxB25wIDTep-_spnGeDy9INEuDKyQI7j8p4D6gVs8eYtHZgsRT2pgH5lDaSqErC_kLpRUSS6tC0EcPTH0I55_vTBNMysaHme2fKH3vfEibMZqTNVnRxU1ZIC7ANAQHDDr-NLOHCEvZz08ei2PkkaVgDusAW1v3issNGz4h7XlqH3FkmobO4jh-xdZiRoKtj0iIUItXww81paprMiYCBJk90UOCUuxeoeh7zWchMfn-FGj-dz9xvDRsLeH1AT_0qC0mqd3KWTkWdAR83jUxDWkjvt56suoVBzeUgqx4dl8c_a-_xPHnLonzl6pQOFEfExw0QSUfBtBp6q5hPoc1VWfg7yvQTZIDIYUqqBjxg2BxnGc0m9YwfKfBJLxSG94qlmSZVZ5V8VCAO9tdafST3LO1SBCQu11M5oPegS6-5oJlkIVF3YdaMJAsAtEgckAH8YkX2DYfasFqKlIkawQCxLUPeuySlUxqkIRcJ9vTHZLKW1J44Aw_BC8o4ivtKuxzn0dNuGe5927WrDYTNy4ibed1f61atXvTO7xbVMJ7FlPZwzGs3ndJt1a3UfR44ICRO7vH0UryTJhJtrN1hAOUpYVEeW8aUjGeR-Wr8zq0lKbP8MJasuyswdtJLyeoAht68V-hf6eZoa0QkWs3WAS-KleIyNzUS8kx2n6aWY3xQct0w5jXjYL6aztNuCgug-4hXrbfFy5YclEzSqWGoJVukEeSWvTZfHYgBJR-71Ak4xwdfSM0UM7_-4ifvNjGT 592 183.83.143.29 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 4, 2026 3:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

For many businesses, ERP is the backbone to system operations. Modernizing an ERP involves transforming a business’s legacy ERP system into a cloud-based platform to utilize the full potential of cloud, AI, and real-time data. When organizations choose to modernize their ERP, it enables agility, integration, and insight, which can lead to enhanced efficiency and better decision-making. In this piece, we discuss key ERP modernization considerations and map out the steps your business should take when deciding to modernize.

ERP MODERNIZATION CONSIDERATIONS

Why Should You Modernize

There are many reasons businesses should modernize their ERP systems. For one, organizations can experience inefficiencies when working with a legacy system. Many legacy systems have outdated user interfaces, fragmented data, and require manual workarounds when the legacy system’s functionality doesn’t meet the organization’s needs. Even organizations with relatively modern ERPs can find opportunities to improve performance with a newer ERP. ERP modernization offers numerous benefits to the business. With a modern ERP, organizations can take advantage of native enhancements, like embedded AI, flexible integrations, and faster data processing. Modern ERPs offer many cloud-based, AI-powered solutions that can deliver faster and more reliable results. For example, AI embedded in modern ERPs enables capabilities like predictive analytics and scenario planning. An up-to-date ERP is essential for businesses to maintain a competitive edge.

When to Modernize Your ERP

There are some key markers businesses can look out for when deciding to modernize. One of the first signs your business needs to modernize their ERP is when there is not a single enterprise-wide platform. In some cases, data may be separated across departments, or some organizations may use multiple ERPs across the company, as branches in different countries use different platforms. Modernizing your business’s ERP can provide the opportunity to consolidate data across systems, making future decision-making faster and easier. Delays in visibility and a suboptimal user interface that result in slowed down operations and efficiency can also contribute to the need for a modernized ERP to resolve these obstacles. Additionally, businesses may need to modernize their ERP if they are starting to rely on workarounds – for instance, a business using spreadsheets or third-party tools to solve problems that the ERP system should be able to may need to modernize their system.

Benefits of a Modern ERP

Modern ERPs offer businesses tools that streamline processes, improve data visibility, and overall improve the efficiency of business processes. For example, modern ERPs offer AI-powered predictive insights and assistance to help deliver more accurate results at a higher speed. Overall, modern ERPs provide higher flexibility and speed for their users. Modernizing a business’s ERP also gives them the opportunity to unify data across the business. This allows for faster data sharing and increased data security. Consolidated data can provide real-time, more accurate insights. Well-organized data is also critical for getting the most effective insights out of the AI embedded in modern ERPs.

Steps Toward Modernization

As your organization prepares to make the decision to modernize your ERP, there are some key steps you should take:

Assess your current ERP system’s performance and business needs.
Define your business’s goals for modernization, such as:
1. Efficiency
2. What insights you want to see
3. Scalability
Build the business case.
Choose the right ERP vendor, implementation provider, and implementation approach.
Finalize business case for budget approval.
Plan for change management and adoption.

FINAL THOUGHTS

ERP systems should be treated as a strategic asset for improving business processes. By assessing your current ERP system’s performance, identifying inefficiencies, and defining your business’ goals for modernization, you can determine if modernization will be beneficial to your business. With these ERP modernization considerations in mind and a well-planned approach, organizations can elevate their efficiency and scalability.

If your organization is looking to modernize their ERP and needs help getting started, our team can help. Click here to learn more.

This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

With AI innovation rapidly improving, it’s more important than ever that your company has the right talent in place to ensure sustained effectiveness. One increasingly powerful capability is taking over – agentic AI. This advanced form of AI handles more than your typical chatbot. It operates autonomously, setting its own goals, making its own decisions, and executing its own workflows. The best part? It only improves as it learns dynamically inside your company’s operating system. As innovation becomes imperative, companies are increasingly turning to this capability. Below, we outline what sets agentic AI apart from other types of AI, as well as the benefits and constraints that come with implementing agentic AI.

How is Agentic AI Different?

You’ve probably heard of the traditional AI capabilities, like generative or predictive, whose value lies in outputs that stem from boxed-in responses to clearly instructed inputs. These types of AI excel at forecasting, reporting, and creating recommendations, while a human worker takes those outputs to inform decision-making and execution. Agentic AI, on the other hand, learns within a company’s operating system until it can execute workflows autonomously, creating value beyond predefined inputs. This type of AI differs from the rest in its ability to go past creating things like reports and forecasts, and instead plans, executes, monitors, and adapts toward defined goals.

Benefits & Capabilities of Implementing Agentic AI

Companies across all different industries are adopting AI agents at a rapidly growing pace, with leading software vendors, like Microsoft, Salesforce, and SAP, having already begun large-scale efforts to implement them directly into their software platforms. A multitude of benefits are realized by the enablement of agentic AI-powered capabilities within a business:

Autonomous Execution

Agentic AI enables autonomous execution by planning, coordinating, monitoring, and adapting workflows independently. Over time, the AI agents learn patterns and improve execution by comparing outcomes, adjusting strategies, and recommending process improvements. In procurement, for example, the AI agents detect supplier disruption continuously, evaluating alternate vendors, checking prices and inventory, drafting purchase orders, and updating ERP automatically. Compared to traditional workflows where a human manually reviews supplier risk reports and contacts suppliers, the agents automate the process entirely, allowing those same workers to instead focus their time on more important, less repetition-oriented tasks.

Enhanced Efficiency

Going back to how agentic AI differs from traditional AI, its ability to operate with minimal human intervention gives it one of its greatest benefits: enhanced operational efficiency. Agentic AI enables a reduction in cycle times, improved resource utilization, and scaled operations without a proportionate increase in workforce, transforming end-to-end processes. Instead of replacing human employees, the agents shift their role from performing routine work to supervising the agents and managing exceptions, leaving more time for higher-priority tasks. One organization that has seen these benefits of efficiency is The Estee Lauder Companies. They implemented ConsumerIQ, an agentic AI solution built with Microsoft Copilot Studio, that centralized and streamlined consumer data to enable instant access to actionable insights. Over time, the agent reduced the time required for marketers to gather data from hours to seconds, preventing duplicated research while shortening cycle times.

Smart Decision-Making

Agentic AI’s ability to make smart decisions is one of its hallmarks. By evaluating information, applying business rules, weighing tradeoffs, and determining the best course of action, agents make and reassess decisions without requiring human intervention. An example of these capabilities can be seen in improved store inventory management. Say a national retailer is using an agentic AI system, with the agents enabling continuous monitoring of sales velocity, inventory, weather, local events, and lead times. By determining stores at risk of stockouts, for example, the agent can decide the correct course of action, executing the appropriate actions automatically. The agents would therefore improve speed, consistency, and responsiveness compared to traditional store inventory management, where decisions are made manually on a periodic basis that can leave stores vulnerable to demand volatility.

Restraints & Risks of Implementing Agentic AI

In addition to all the benefits that come with implementing agentic AI, companies must also consider the various high-stakes over-reach, governance, and change resistance issues that exist. Before implementation, different restraints and risks must be considered:

Governance & Guardrails

Agentic AI’s effectiveness depends highly on strong governance and clear, predefined guardrails. Due to its capability to go beyond recommendations and take action, companies need to establish policies before integration that define what decisions the agents can make independently, when human approval is required, and how an agent's actions are monitored. These guardrails prevent the agents from executing conflicting actions and allow for continuous updates to implementation conditions. Effective governance includes role-based permissions, decision thresholds, audit trails, continuous monitoring, and human-in-the-loop (HITL) checkpoints. Johnson & Johnson is a great example of a company that has maintained emphasis on AI governance as they expand their use of AI across business functions. They established an enterprise AI governance framework, including cross-functional oversight, human review, risk assessments, and regulatory compliance policies that allow for scaled adoption that maintains trust. By doing so, Johnson & Johnson ensures that the autonomous AI agents operate within their clearly defined business and ethical guardrails under human oversight, reducing organizational risk as the agent accelerates workflows.

Over-Reach & Over-Reliance

Organizations must avoid extending agentic AI’s authority beyond the cage of well-suited decision-making it should stay in. When a business allows AI agents to handle complex, ambiguous, or client-sensitive decisions – decisions that should require human judgement – that’s called over-reach. Similarly, over-reliance occurs when human employees get to a point with an autonomous system of agents where they simply accept the output without sufficient oversight. Both over-reach and over-reliance can lead to hard-to-identify errors that affect operations and clients. To prevent these issues, companies must define clear decision boundaries for the agents to stay in, requiring human intervention when that boundary is crossed. As an early adopter of agentic AI, Klarna took on an aggressive mindset toward AI-first customer support. They gave the agents permission to handle millions of customer conversations, significantly reducing resolution times. However, they found that the agents struggled with emotion in sensitive conversations with customers. In prioritizing automation, they had completely taken the sympathy out of customer service, being forced to cut back on the AI’s reach and reintroduce human representatives.

Adoption Anxiety

Perhaps the biggest barrier in implementing agentic AI, adoption anxiety pertains to employee concerns over adoption’s impact on their role, responsibility, and authority within the business. Due to the agents’ autonomy in execution, employees may fear their own job or reduced trust in their abilities if correct change management practices are not taken. Organizations can resolve this adoption anxiety by positioning agentic AI as a tool that enhances employees’ performance rather than replacing them, inviting individuals known as change champions to advocate for the AI integration and settle concerns. Successful change management highlights top-down communication of how roles will change, demonstrating the AI’s value in removing repetitive workflows, building trust through transparency and proper AI literacy training. Say a company is experiencing employee skepticism as they seek to integrate agentic AI capabilities throughout operations. Rather than strictly focusing on the AI technology itself, the company could turn to a human-centered AI-readiness rollout that includes AI literacy training, with a gradual introduction of AI assistants into operations before they evolve into independent agents. This would increase employee confidence in integration by allowing them to get an idea of how the agents actually enhance human expertise instead of replacing it, getting employees to a point where they are on board with broader implementation.

Looking Ahead

As agentic AI innovation continues to grow in ability, so does the need for skilled workers around that innovation that gives it its value. Talented AI specialists assist in diminishing potential risks of agentic AI implementation, like over-reach, over-reliance, and adoption anxiety. Organizations utilizing the capability need to begin AI readiness, starting with hiring the right implementation team. The best results for AI integration include autonomous execution of workflows, enhanced efficiency, and smart decision-making, but they only exist when proper governance and guardrails are implemented, with change management best practices and a limit on the AI’s reach.

Need help sourcing talent to help leverage the latest AI advancements? Click here.

Contributions from Spencer Simco

Artificial intelligence (AI) is transforming the way organizations operate, with IT roles experiencing one of the most significant shifts. As AI continues to be integrated into IT operations, many organizations and professionals are asking: Will AI replace IT jobs? While there is no clear indication of what the future of IT roles will look like, experts agree on one thing: AI is changing how work gets done, but it has not eliminated the need for IT talent. Instead, it’s being used to automate routine and time-consuming tasks, allowing IT professionals to focus on work that requires human expertise, such as system design, governance, complex decision-making, and creative problem-solving. That said, organizations are beginning to place more value on professionals who can leverage AI tools and validate AI-generated outputs. This evolution comes as organizations around the world face a significant IT talent shortage, with the shortage rate now being over 75%. As demand for AI and data expertise grows, companies are competing for specialized talent from a limited pool of professionals. Success for organizations will depend not only on adopting AI technology but also on developing an IT staffing strategy that equips teams with the skills needed to succeed.

WILL AI REPLACE IT JOBS?

Reshaping Talent Requirements

AI is changing what organizations are looking for when hiring IT professionals. It has become a baseline skill that candidates are expected to have, rather than a specialization. Instead of spending time on routine technical tasks, such as generating code or debugging software, professionals with AI expertise should focus on higher-value work that requires strategic thinking and technical expertise. To help oversee and guide AI-driven solutions, IT roles need to be filled with skilled workers who know how to work with AI to support business goals. Soft skills, such as problem-solving, adaptability, creativity, innovation, communication, and emotional intelligence, are becoming increasingly valued in these roles. There is also a growing demand for AI literacy, such as prompt engineering, AI output validation, AI governance, cybersecurity expertise, and data literacy. All of these skills will allow IT professionals to work alongside AI successfully.

Addressing the IT Talent Shortage

The IT talent shortage is driven by the rising demand for AI, cybersecurity, and cloud infrastructure skills that exceed the available talent pool, leaving more than 1.2 million unfilled technology jobs in the United States. According to IDC, the IT skills crisis has resulted in delays, quality issues, and revenue loss costing as much as $5.5 trillion. Contrary to the assumption that AI would replace IT roles, it’s actually increasing the number of roles needed, leading to the emergence of net-new, specialized roles such as AI engineers, AI integration specialists, and AI governance specialists. Moreover, since AI cannot operate independently, IT professionals are needed to validate AI outputs, monitor model performance, and make finalized business decisions. AI also presents more cybersecurity risks, which IT professionals are needed to govern and manage.

HOW ORGANIZATIONS WILL BE SUCCESSFUL

As AI continues to transform IT demands, organizations will need to be strategic in how they develop their workforce. Considering the IT staffing shortage, companies with the biggest recruitment budgets aren’t necessarily the most successful. Instead, the companies that invest in systematically developing talent that they already have, referred to as upskilling, will experience the highest long-term ROI. Additionally, organizations that adopt skills-based hiring strategies to find candidates who demonstrate relevant technical and problem-solving skills, rather than focusing on a candidate’s degree or certifications, will see more success. Evaluating candidates through this approach will help organizations find candidates who have the skills necessary to perform in the role they are looking to fill, regardless of how the candidate obtained their skills. Skills-based hiring also expands the existing talent pool, which can help organizations fulfill IT roles that wouldn’t have been able to be filled prior. BCTG can help organizations by providing candidates who fit IT staffing needs. During a time when IT staffing roles can be hard to fulfill, BCTG can provide skilled experts to fill temporary roles who can contribute to various IT needs.

For help with your IT staffing needs, contact BCTG today.

Contributions from Kate Sinha

SAP projects have always demanded specialized expertise, but today's enterprise landscape has raised the stakes considerably. As organizations race to modernize their ERP environments, the competition for experienced SAP professionals has reached unprecedented levels. For CIOs, success is no longer determined solely by selecting the right technology. It also depends on having the right people in place at the right time to support it.

KEY TAKEAWAYS

Before hiring an SAP staffing partner, CIOs should look beyond resumes and placement metrics.

Consider the following questions: Do they truly specialize in SAP? How do they evaluate SAP talent? Can they support your entire SAP transformation journey? How quickly can they scale as business needs change? Do they understand your industry? Are they focused on long-term business value? How transparent is their communication?

By asking thoughtful questions about SAP specialization, talent evaluation, scalability, industry expertise, and long-term strategic value, CIOs can identify staffing partners that contribute meaningful business outcomes rather than simply filling vacancies.

That's why hiring an SAP staffing partner has become a strategic business decision. The right partner can help organizations access scarce talent, accelerate project timelines, and reduce implementation risk. The wrong one, however, can introduce costly delays that ripple across an entire transformation initiative.

WHY NOW?

According to Gartner, fewer than half of SAP ECC customers had completed their migration to SAP S/4HANA by the end of 2024, leaving thousands of organizations competing for a limited pool of experienced consultants ahead of SAP's legacy support deadlines. As more businesses begin or accelerate their migrations, demand for specialized SAP talent will only continue to grow. Before selecting a staffing firm, CIOs should look beyond resumes and placement metrics. Asking the following questions can help distinguish transactional recruiters from strategic partners capable of supporting long-term business objectives.

7 QUESTIONS TO ASK WHEN HIRING AN SAP STAFFING PARTNER

Do They Truly Specialize in SAP?

While many agencies claim to recruit SAP professionals, relatively few maintain dedicated practices focused exclusively on the SAP ecosystem. That distinction matters. SAP environments encompass dozens of specialized disciplines, from Finance (FI/CO), Materials Management (MM), and Extended Warehouse Management (EWM) to Fiori development and Integration Suite. A recruiter unfamiliar with these nuances may struggle to evaluate whether a consultant's experience aligns with your implementation strategy or industry requirements. A specialized SAP staffing partner recognizes how functional consultants collaborate with technical developers, how architects influence project outcomes, and which skills become critical during different phases of an implementation. Their expertise enables them to identify candidates who not only possess the required technical knowledge but also understand SAP best practices and business processes.

How Do They Evaluate SAP Talent?

Finding SAP professionals has become increasingly challenging, but identifying the right professionals for a specific project is even harder. Strong resumes and certifications tell only part of the story. An effective staffing partner should have a structured evaluation process that assesses technical proficiency, implementation experience, communication skills, leadership capabilities, and the ability to work within complex enterprise environments. CIOs should ask how candidates are screened and how project experience is validated. The importance of rigorous vetting is reflected in industry research. The 2025 SAPinsider SAP S/4HANA Migration Benchmark Report found that organizations increasingly value partners with deep technical expertise as modernization projects become more complex. The report also notes that 68% of organizations prefer working with specialized consultants possessing specific SAP skills rather than relying solely on general implementation resources.

Can They Support Your Entire SAP Transformation Journey?

Many staffing firms excel at filling individual positions but struggle to support organizations through multi-year transformation initiatives. CIOs should evaluate whether a potential partner can provide resources across every stage of an SAP program—from planning and architecture to implementation, testing, hypercare, optimization, and ongoing support. This becomes particularly important for organizations migrating to SAP S/4HANA, where staffing needs evolve significantly over time. Early phases may require enterprise architects and functional leads, while later stages depend on developers, testing specialists, data migration experts, change management consultants, and post-go-live support teams.

How Quickly Can They Scale as Business Needs Change?

Few enterprise projects remain static. Project scopes expand and implementation timelines evolve, and a staffing partner that cannot quickly adapt to changing resource requirements may become a bottleneck. Rather than asking only how quickly positions can be filled, CIOs should explore how the firm manages resource scalability. Can additional consultants be deployed within weeks? Does the firm maintain an active network of SAP professionals across multiple disciplines? Can they support global teams operating across different regions and time zones? The answers reveal whether the staffing firm has built sustainable talent pipelines or simply reacts to hiring requests as they arise.

Do They Understand Your Industry?

SAP implementations are rarely one-size-fits-all. Manufacturing companies prioritize production planning and supply chain visibility, healthcare organizations navigate strict regulatory requirements, and retailers focus on inventory optimization and customer experience. A staffing partner with industry-specific expertise can often identify consultants who understand both SAP technology and the operational realities of your business. That familiarity allows project teams to become productive much faster. Consider asking prospective partners for examples of organizations they have supported within your industry, along with measurable outcomes they helped clients achieve.

Are They Focused on Long-Term Business Value?

One of the most overlooked aspects of hiring an SAP staffing partner is evaluating whether the relationship extends beyond filling today's open requisitions. The most effective partners act as advisors, helping CIOs anticipate future workforce needs, monitor emerging SAP skill demands, benchmark compensation trends, and develop long-term talent strategies. Rather than simply responding to hiring requests, they proactively identify potential resource gaps before they affect project delivery. This strategic approach has become increasingly valuable as organizations navigate competing investment priorities. According to an ASUG survey, 61% of SAP customers identified budget constraints as their biggest challenge while simultaneously investing in SAP modernization and AI initiatives. As technology budgets face greater scrutiny, maximizing the productivity of every SAP hire becomes even more important.

How Transparent Is Their Communication?

Technology projects succeed when stakeholders have clear visibility into progress, risks, and changing priorities. The same principle applies to staffing relationships. A trusted SAP staffing partner should provide regular updates on candidate pipelines, market conditions, compensation trends, and potential hiring challenges. Transparency enables CIOs to make informed workforce decisions and adjust project plans before resource shortages become critical issues. Communication should also continue after placements are made. Regular check-ins and proactive issue resolution demonstrate that the partner is invested in long-term success.

FINAL THOUGHTS

The demand for experienced SAP professionals will continue to intensify. In this environment, hiring an SAP staffing partner is about selecting a partner capable of strengthening your organization's ability to execute complex technology initiatives. By asking thoughtful questions about SAP specialization, talent evaluation, scalability, industry expertise, and long-term strategic value, CIOs can identify staffing partners that contribute meaningful business outcomes rather than simply filling vacancies.

To learn more about partnering with BCTG for your staffing needs, click here.

Michael Niles michaelniles1962@outlook.com 9545887862 General Inquiry Hello  My name is MICHAEL NILES I am the President of HLM CONSTRUCTION, INC., located at 13373 Rouding Cir, PORT CHARLOTTE, FL, 33981...  We are currently exploring options to outsource our EOR[Employer of record], payroll and would like to learn more about your services, pricing, and onboarding process.  Thank you. 0cAFcWeA4UnxmYuU53RiPCr4JwN_d41jMLx1vrhfT3jM3avrM8kksL_eBZaiWpZjcau3EqMQ_iZz3UjcQ7Id_tycTKwVDmbqQQ_unY_kKhYifL4hfxfNKgRpR2Y3yb6oyYlx-whNpfdWFp7JSZE1MqowQzNkB2_DmvX1klSvfh4p0C4ITPix6cPDq9ms2ESIXdWT5OZ5fD3wKeGYeJrC6xnGOl7e-PggK7fSfrFZnxTNtz0h9sFd0ah1c_beDpEdwXq0Pldhs_7GrqBabaoWA-qJitux7cfRF780wjm8E97fRTCNQm2JAYXR9gTenMvTgrn-hfojAkyzay4gFbW015_aIrRY7UUOt9BDwn-0d_bI1O_yDTiNHIq-YcHxdCELcSHv9vmT6kMtxDVTzacp2-FyN4NQ1FrpINjY76T90ek6R4wbhGdSY-MHf_rh-DvS0-Rh6zUcYZlYc0dYtQB7KQuIpXSRogPGd-NlS9RBHQB9Nl08pgSNXKTX2I17vRbQGZaY2v4KI5_qB6I18pjwMSpR26x4_wROCm9nNKabaz4K3A6dibLpAxEOF_JbEDbRMwn5eYClB8jSb0fxvTqX8D9qGtxM8HWgOq15Zr4KNkrj7XZo9y9zuLP9yH2ckmz-62Ka7QOWc90hB2o78V1u2k32VqK8fBlAV-ej5QuefL94U7sVfu7fdfegq1CmJ0Yel_mD1s21gjt8j6sYkw6IGIskE8ajRSeFSQ1jS388HWebNiz-h4GxyAffoHMJD8UiaWirq9JqySy0168tvNJ-eimskSZbbr9KdjSvsnkLNVaanB3tFDsbQYClJMDbnM9VmlaaPfL1mebM2klpM1d8pUoCqyKTjYW717X5Y2gStDJtGBFCSpRuNLdugTepBbq8TqucB0wUwPXdQzAdiYMcBwwxiGTgPM9Kuh6-jVlbD7zDZa2PRTVOb0Hw6e3eqAaYp7KuzIo0QGj9QZBcrHTUqnbRwus44CQxpfDgtJYf422-rwl72ZANz9AnZzb6Se-javbV-S_vXcxlfDgeMFup4VTCypsSzLYCt2iufQnaAazGACpQkzj-jTIxIWC_FWwCIoaXElK2qqYTryL6hofa2d6g2qpulx7ZsdehTr2NxH6Z1qCCuBI3Kz7SutURk7xlGOhikBUaxKQ9Fo8Mv9YvXMRPvdk6chWIXat_JhtW4llvTZ-P47c9IF8SW2rY_LMXF4GqwoaUVlWpsoh1xwMitym2YBvMuOV2yeQrW20jv1_mZwYsAyTl0BLulmETshxYahCwE0YJdY4_ouSU4L6bxtoMoZyrKYcZC4auVmKL8YPpzYROaXUrM8t9saFC06gnUd-zoSmzK7suFdYaeAl3vDJvbbx9lONgdCb4y573enmZnxDlHDzUku0k-R_Uoz_Rxc7qEl4He_IVzwiqyhZ7BT-ZomqHbDz3EkGShSrsXgpUkVgcE2uQifyRLi5do9g_VA7vp0mz_0MP_ZHpw-xyIxU1biedUpx6Qi5-YPTc6eqGLxTcefqgSh_dWUP-LHTXPEFrZpHWCAz_AXZpFmo3-0-biu8qhYFbapNTY2qsxoJNkjFZSPUsmM0TMssw2ZmJWVIXukdg-3Snjtkqci0KkGMXP0OTNDrSduhFHlMQCQNwDacWf33-hso5J49kFvxyz7ZZLaHb7unEoq2r2EbsT0_eb2G5R4TXn2OT-4ByJ7xahbTzdyBoit7GkzgoNlO2jDt0wefN1tiHh8KOonPsrAycFw5bNQie4lULRlcbjM-JvPigFh9ixAvBnUkJqM1Yk_O2GjU8tWz083lJvzV1VTZUwrOXdRrOzyr4MGIEOVW8HxaejVl6xK2B5cl0SkqLzyk4EFuIjYbHkzM9eR83oy4R6vzgkdLOiNvoBQt-QzXlPe4HRhWrjJgGx-A616jbOYQL4t5oz-w88smsprUkLMfrctjexp8vTncFgc9Sv7t4SUs3d2Zxu05ODyAXAmauayY_iFq6JwFlQPRfUxa8SYeLtBEnYL72bfo1czcCZsGHT8FBCyO7wWCc6gq4i8YtEPuuWfRmszgoyuqPfqIOWdPrb-spMZB4WwpDagce_hLHxePAsssykQPA5urKPHmyAGUURjsBIi6fHFA_omETZpxPVJj0cOmnE6Rf64T8YGngZk32YRxNucO2Fgql6mqMME-R7XRnkTbEUbu2zZfCSaQ1KxmYZtaoFUzjp2IbWvMujAHFwsLf5upQBU5lfF17CVyN1KXb2u8925Z0sffZJakh6ewfrtQABq_hQ16mbUyEUwL2KS5IiAlx7FmjgjYUETWFOugxERvlq6z6mNXQhTOmwJskCrGvJfSfDVs5q6zsanJ5FObPgL8laNF_BoFoa_x0faoG0TCRyqogc6WVLPUrIRcxQTgdrSNnEaYUPufjfn4QhZlGgOVIYH28x5yxwPbQ5eJX_H63h5FwqaDo3rZrdLYtSrmaEb6WRa8Ir4qVz7BPNjWmaTnrk 593 151.240.93.185 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 14, 2026 7:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Michael Niles michaelniles1962@outlook.com 9545887862 General Inquiry Hello  My name is MICHAEL NILES I am the President of HLM CONSTRUCTION, INC., located at 13373 Rouding Cir, PORT CHARLOTTE, FL, 33981...  We are currently exploring options to outsource our EOR[Employer of record], payroll and would like to learn more about your services, pricing, and onboarding process.  Thank you. 0cAFcWeA6O5PyFvcK1R3h3VerZMZoqDco0e8jvelpyJX7AZmv8fsKQtyhQXEXkFHPd6WCjawasB5oZW-jD7sMlfKQRnIgEsGZQg2S3jTxZZPZLVK-_pKRHWFcc2MYvt99DBTg9WPNWeTxELxuMK1enGJG5hWoxfSkfwTsG1v1teIRQeSJ2HNYzbKlryRPOEDVsC9qXsL8Djhrdeki6mbSM0Cpc6SPVvLTMzfqR7BK0Jc3trOs5rJ0aS_wJ43qbSnUjJg3-mrsD_ZC_BWxMHyWgcoaISKJgSUvUS6PqYVQu2_8RrM8-3SwMg0ZuVzE7lkRjkcMoR_AUh_zd6lEWHxC9C2wT4z1cGPTP2wUA4tEFPwZF_Y4SfplvTdltFk1dkGXf92rT_yQOe0T_T3wXazLOS6hCHeKxodrkEZC7Ucm1edEe5D6xskzAq8MHAMN1vWAiC0rVCFpp-Ax1C2VjhbhrZERzf8Jww-DLmSYo4qFdu2_BjLg0ABcZLWM9FWyczSsgyz-J451eIRTbv5A0IcB_OxxE-WDFDB7nm2ecEmLN_8QIyRB9CxBOJlIf3xfWVAxOzs55Ck_gtbggwvqMdBG94IC8LLy4WjEE78p06yN8uvhCbI3W9J5RHhm6LZLfuSQEf5HkW3pvD90_h-LQh5sYROXv0Kg9cS0h6QLHy9PFbp044fQkhw-C-0sAiDFYOkM2RCT6hzBGGyYP-QvEzLAZ8Ws5Z5-_bMg7e6WHVvChw_3izQxQzldgS5qqfAAZqwS8VAuvU3MX6XQ3zXNwPUhjRWRBlu8IODvuXglBogRO76jrTQ_thc7ASnfj43HbBAzdQjE2gBSpaUQs5lzexc7MdngRPp9umZvcYG4kRKTFKXI6NW-cLBMFmZFCxaemYMSlUrecjDrFGLMqethOm0WXxaqjgG_TPH1k5VJteLM0rUtROVc3QwVqW2Pn3BIECKAmEJmG-J1AKZOwntE6D6FfGyo82lMPfJr0jp0EgAtg-H8Z4K8k9Ai88pzMDTeZSYjKBQ0n2ZeCFSl7joQlCv-as6ra-7R6hYDN4FPMUP0uTH3sULkkHTY0WelMoZFPIrTBMo4WA0MDpyRnth_r5GOi4MawDFsYQYseVleW7vIXYSOzTeuz7TMFSWx4b752l_YtqUPNz4WDZ38kQhXSCif_k2Tt1SUjvvUjJNptb2wwWWcvKh4I3_Q2aHhD10eRNGS1d02Y2VXbY2_Iue1SLPSC0LZCqNTMIqEgJUbxcoVXFzIyWSG9NH-EanyNFry7rfLwiz5So3xcrWPogzM9WNEUDjUNhbqEWJqlpwkpTUYm2WDTGXHdPUKx8cPvSiNtP4Hykalhh9t2qqoNtOLTov-GaxpFEJZEsim7y-IEnxzWiuDGN6SzhzzPNdciDWXZUm8yK-xyFv_ojFhZ9NMh4gmdpEFOLpG8nkz06T718U5HqRHlyTPjSI6ZO04jQ73onOZPs0BzAdTq56qZFHSZHL43xLCtWWm11rChyKAC3tLQRrl-mOSYShDNhH1h_mq0JqCEMaJIFfxkNBGTbLwXE_dkqJyNZFgFG1YlOYs3YLPFO8cuMaxpRs4fjUIrDZU5Zw0-493D6v8zMvBTnY2wGfljXinz8pto6rGeLjhkTXedHduxyTNYbs2GMeltyRCfv5mcgnN7hkAJgESNxldkfXt37wUE20B2p8H6CBq5dKCnqluk70FevXyImVFnrrruoD-s3vl_Leb8A9w4TVNrMyoNAMq59Ps2pki1ikCVt3NwWTDD5CRDzKBqLnJ73q-MxdZovg2F7hXjJzqBZQhFQ4J4pCYH3NY-evrjRUEhiErCu4UaVZRjfNVV9H6tDIBd8wE3ZMZybW2SgXvQPC4tx0UOZuDaFl9kp7A9O1oYheMhvSV3cQdAGmBbPv-WGEAbjr60irATTtN7jd6dYXWtVVVQOEaZgrt5RhMmDPtMJ4Sqtc43_m92gxf1Mtaqso2G2diVR6Rn1bTioIgkNQt9tkrdSzuo0Po13E7iloxh4nduqFMwOIjucTDRDhAv7wNqWFC3uBS0sHdsXEplgvzFNxFBE_VG9CzsFHxVbXw6jeUHGpa1toVdRU7opK2aET3RWUYwJNUH822tkFqRW2Xoz2aL0YuQ30R8eYyPJACH7bIrpISJQe3RQ9QCWTLz7W5AmEZnFpyWzikZp40xLENKA8j0RtH_TzTtf6RSYeHtlbTm3v3ISB9MUx6oOV5hvv2cyKf8cw-7X58XLMwqL8c2jrLQv3AbHdE9bUhWE24j1K_fQ_DTWR6uH_4OJsOLWsEsCDR4NBNHbHMZrjJrf1VMAVkSaDuHrCHbdJHvyIqP8eQA0Gt-gq9Z79z7Uil2gfiY9YUtjI6TLw9CXf7yjTKBGzfCV7mdCWbCzLbOMpWFZw8eMg7V4MdxLRQcEz8 594 151.240.93.185 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/150.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 14, 2026 7:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tenisha Harper tenisha_harper@hotmail.com 3476137552 Finding a New Position Good afternoon, I recently was displaced from my current position, and I was inquiring about any positions you may have in the IT field. I have a MSIT/ Cybersecurity degree but unfortunately have not been able to find a position in that field after receiving that degree in 2024. My last position was a Business System Analyst, so I have some experience SDLC, SQL, Jira, Planview, and many more systems used in healthcare. If you have any positions available, please reach out to me as I am eager to get back to work. 0cAFcWeA5XZ69P2pcfc-20zm5u_vHet3R5XrfIoUzfRbZ5BALQoOShylFcytoRZHZdI3VxKBn2bFEFIuE_B_BkZR1lBEX8abY0Kz-BDHuMD4gsvgMmH6gBWjLnO3lUhMDSFzICyt6_ppraF6wk1yROH88rF1i9-3QeOsfMfQoiEfJIXSiZal9th-e-X5YKpdYyQhgJBZ2ojJWx6ED-N3wHB5mOCP-P7RSDK2zL9cJro0XQSFGAvfALVtmErQ6vXBq8y0brZX6VaRNTX6nF-_fsK3DvL1tF0CoKsSqjUnt7e0FffxqxfdEL9PtMyk5rLB8H0xhSfLUwTQBYv_jo4rtqJqcjK94-ap3JCW5IgpqKr_jNJg7rMCx3PsPmkCw4FmaIp2HjqmJnp6NPmOBj6TmT0BgNaB_tqxXK4KQj3cjCoyoOf8RGmEb3rPQHnl68nDH4z46mHZdYt2vmqvmosBRcTRg89KnXbOceaeWrm7TSVOB5HIvKxU-S1sHv4XQigk3KeQyYBknN2nTutj5YBmqZOKQfjQ0k067QWMlXEgD2hlf81Ve6_foJANUIRq9fkAxbBW6F5MnpOc4LLrrDnuXaFZkIp09TIPqICM-XYwsOIvx2jzpvzBdU1P8NeHXEDNx1GN5H_zskYprgBiCJmOOEyzWru0faURy8lOcyVJ44v7lOxIJhpoa7q5ZIhIXCyzRHx1hh69iymZDjBp3ZW27a4Lof3sOdjEJ4SV8YPw6SwdsU0EQalZwTBewdP4uB4zTfMLGu9iAihC_rnaMkAiDBnBQW5BPYvkUKYL6x7JCs-QsbMnlR9dI6EUqen2BfokowKjo4RacfhPD18Wucum7mooaA14GYTXG4cYgh6dDeUa686QcnZwdZgDMRUMH_1KCrhSL69VclOvnVFJd1fpuRaOWFkvk56noE88ytxtK3M8fiyf5ksjI8pqnCvDHMks3ERTEhwdYzKeJX5JYIEkKF_ErwiPtEiLJeGrXvoMupaGPZx4lJyp4wxQB1L0L4kxNa9rkW-3DulJ4VLGehxztFbdTWKL8IVOPqtSSOVeK6CSm9q8CRRQUdwnSaaJA4J1g3QW1S_4DuW7ySkv2Rrg2XgO6Hy-u1d0ismLda30-Jt7C6ZKxc7Yez50B-bqCQnlc7XQc1rldj8AswKUztP-Ewoa6G3lkbDeGODt6j1B5TX78nV0lg8nsKRQEBUSWv5dmeP-cYe5IJpJeuKE2d_NdX3pjuG0mqeAMfW-Zl5YgfkoR1WFvOk7A_eqEg9USaqyqF1wpt-iWELMrYZfQmwAWE-gJKBRtBtId5HNPTHVr-E5fBW-Pje_9Ljv2ix09ZXfNyyEqm2k53iYAIPcXMpwEH4KLf2FeYQumb2cw-uql3dQhUbI4GZ2cplqsx4u4Ww8pyI_s9g9XJ7zKOderazcCGmhAfqtQia9c3MQ66sfT77cy1z2w-CHIfCT4nLnIYOlMX3DlMtDXx3dAYI1zqNKfpqXFiVVpHRaofoBB-p48nK2DOPHU90Swq1K1ema6jHf-2plJaSHAG5EJeWLt0WmXptD0Zfs69ffRtKaEka-5JouXanVCNsDH6jhwnRiTwDiswa_puysJmrhvl1MnPILnZSjJ7qIbQwNq3ekmXdhTMiibev0NUUj0dhknALKcgx-JhzgcOgf7JsCwv6gAoFNzXRx6JNpO5RBIsyNr1FC9mRFVHWV7WYQguirXwPUsZvLl_269CyawOnSr7C8Z99mcUedckWqctlmhg--xH2TuDOkdknetXgzcllmKmH6oPc_SUVKWOfmgkBTz5XBF2BTpQOok_CZTX4eNRvua2y7deX1w2ywuJYPiMOEipqrtHN5bYj5nMH8xfY_bb2_9fbGyuyyyzECQjktvAaps4nulOARagelLbwoZT9BHwRKXW-ojOGrd9lIRMzBJufMtE9FKqVtjRinATg3J-FuhMW7hmvvQxCiLmTK4Ks-ee3qEGPu7DGv_7U92ulPNpZ3fOAUhatVwYNpQVBNMlS-scmmfeEf8g0MAXvTGLYtOS0g767_Xuy0I2bdGACmdwfKc2jo2BpF_useSsoFePRWyZcnkd-87Fo6Ynb9ePBctrh18lRR9n8Gw_a1LqXu5Wa4kabtBeEzrIhM4uuFWRNWGrVgfU2J6XVhpgLtque0cEBsIT6ZVFLFgCu9d_nai3pI-Kxv05-z6bxb9jXw9DIkKyXX8Lf3mDqgxmnG1Dc78bWpqKjCzGVd5YiJdbGMYw3uznPfQRx42u6uBxbvJPxA 595 24.88.172.142 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 Edg/151.0.0.0 https://bullcitytalent.com/contact-us/ August 15, 2026 4:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tenisha Harper tenisha_harper@hotmail.com 3476137552 Finding a New Position Good afternoon, I recently was displaced from my current position, and I was inquiring about any positions you may have in the IT field. I have a MSIT/ Cybersecurity degree but unfortunately have not been able to find a position in that field after receiving that degree in 2024. My last position was a Business System Analyst, so I have some experience SDLC, SQL, Jira, Planview, and many more systems used in healthcare. If you have any positions available, please reach out to me as I am eager to get back to work. 0cAFcWeA6HiDCM4exv0ihncJcSbhpl4jidE0seqHKQAOnskAfYtT71lomLC-EE9QkUZRhmSg3OjVPtEVhHjdAXoQNj8bhPZW7XFYuxI8jfhI_cCJ57JhCvvR3JMzho2VgDZDQLBIf1r1d7nlmXZX8PB0twd3eQZncfkn2ttsHuHz0XljG4hdsLorqfC7CdlI-elyq8pCCqfPPyPs4NkCB7mjNg9xHjneiB4fRzCztYCPab7Lk_dfLePiimQBv1cF9t4XQLHDYr34ein6QrP5rNArJSTSXZkMSo6O4sjxQZpng7o-U4iL29Ny8upuyQFOHOGXON8An_zXDqtT1lL99DF8ZZ3r_cUJwN3QgkOZ5cLQtqUN5khwLCdfvYKXvb2xpA97ljg6KQJGwR_DSdz_f0yKSjdfzLT5_RpNMxIFXX2MtsfgjoIQ4NreIhujUawyhZkfhgOcXB577oZukDYDY7ntaBY-tQm_6AyxO1BpxAggPdkHd7UIYcTbjobHy5gFnnouz3BMB4Ip4fWPIq7f6YeJ8l2ii08Tzn1Ic-3KuVCccGll_2AVm-gh7OZcaQyU1X-N6Sm0Qif5nOYqMHlIY7r19nTK_I_SfxQqrbyfOsdUCUYHTXeUTACamljT4HtSW-FMnhiDifnwCXtck4kXW9erI4SF8Qklx9jM07TtR5N_DPq-sB2DsmcASoAWMVS0uCk4929IpT0hFFb_WUsWX2-G5mYoG7NaImjoY8-H8e4MwbtNbhukl4Ciwe6vYEdLG8AvTVU7PLfGiSo8SaWHdTHyCLXS6u8AIm_U8hQhzsn7l1istKkFB7lP4I490xzTn7JP3PX0IKi9BDo8PhEYTmKOKIcDSeeFIkouxbXeI1wuEUkmvMc_b_BvSw0lBWKXX9XXJlRs1Vy9u-miLLUtLFajMTVoEA-034HJyhHRB0HnJg_aNghx4TZkRm0Ru_tfcfj0zLmzdcqGTaddWj4wMkd-7VtAla_MmgYoT7JkK9YhQ6Gm06p7YXAh6qQHSyZeLnIX3ipmNj3finaXoPFs1fC7LJbaTrIUDgvQ-gWH5sJmo6sHVfeqoeI0unTvtkTnn5vsKjmlgdF6MyLO7DhtXdYlaN7TktfXnvT40nkz_XRmZyI3PH_2_uG-OFsoQVvYqs-xqiye9eahGD_J_fvH8wT7A-PIq5dFl84ZUfNCbDGwfdIEpEakkgWTzzKYyUhrK-rUHjEi9Qqon3cpvrCmvEm4pWizjudqgTCWZJvpyJAa7oY_G4ohUXqu3GOxUgytqdaarMgNlnkEOluOdxrhuJPo-1mLmBDpZ8X-UDDmQf0_IE-zIiA0xznvfmKFOx0zBh3mZgZ1AijnTDIraLuPtxmR4Pcq-yPQusbyKKZj_EKvcZLU3j8ZReCHjUIavAAXDQe8BG3rl7JQuP_A1cL-T98CDMX7P-HeoS8LSPcEaaTG5QbwIzXjm5K6AUiD2_NWDQCl7tURtdL7yX1LWVrWXUA8Kaed0zncFIBmBee6_1cCVRbc1Mzmt439T0gwKBC3Wtd-sK8NvIi-g05oWlo_E6w6cdaun1d4wPS0T_Ve9d3iDw8Gkd_LyUmbTSM2hUR7brssERuptQW6Tp5V7OJj37wevfOJA4L7WkrXlQDbvrFuatRysvuFcm3iWhKz-bFjh49uGrbBTJ8gjFqTnAIPln4CJHyzvROzR2ykMeUgeSU1j8gCWli-o2t_bB6ANMkCR9rOZYeS7uLAQjcd06VLTBJ6VUayBvcElrd5QH0cOw132uhw7bTNFSi2DNW87YxZS4dpZHK-opcbGQbnhp1rBbfazIaqWhqYdjktOHGlhHFRnsdjnlvbxQ1IVWyv2O-fKXzVZ65Thmhzl7GQAeF7a3ukuaSH4t5E03NyxlPNWVpqSx32nePXf0sHvLKQTLaxkHp8lAM_qyrBTav8WEuwIOhrAWPA6S1RTjR0SdpRxEykZZEYl3HE0mrQRhZW-B_2rhxS8FZrWltWvZcFiNfFaXw1Tvk0HyeHbxOwZiOLr9Xne6Wij5jG6kLqdOWLNeULprHBfOmNgq7JiTjlTfgASgZose1ECU6feGgaVNDKu_9Xp3BAOYjE0IT_vCiF0xuJygnG_qshMCvfmE8Cm56hheY574AQscSQvzXwqGArlep_1FuC3wy56HHdC6ebd2Y1BDIU0kRN_1PIsKw2h5oiV2hruqT7PqrNdxMppmNWyqVZLQ7qh5_xDCmaVJCCF_q3vvEHLf6Lm5Xj2BabbHMkpWg1NhfUvG4NtdFa2W5Q_i3v2OQoZID4Z97ZtItRD-shENYiYxs91hxoDe 596 24.88.172.142 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 Edg/151.0.0.0 https://bullcitytalent.com/contact-us/ August 15, 2026 4:04 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Sean Sullivan sean_msullivan@yahoo.com (714) 458-7281 Finding a New Position Hello, Looking for a new position near Greenville, SC. Have great experience in B2B sales, sales operations, and analytics. Ideal position would be something in account management or sales analytics. Thank you Sean 0cAFcWeA6Ns7_dmzZlKSRFG8_tx0TC6WVu4Zy12xEOCvwXAvknGiJuBWkIdqTuv3UX790JofyBk1aUfIKmy6Z3YBmit177SeT8FlW6yPnglioWWbjAewkvOs2WdRr1V3wm7s-nd5Gvwd6mG53EzL76aIrpp0HskzEwcjC3qEa5i01dMphBaTurpLXoIVIvuVu3cSjc7cET7KH45pOl67bCQ4uhjan4Sghv8Au5E3s3Bxd0FrTjr-ZjYHgFjn0Y8oiVs6LAE0EE9waDwVNjACjKz7m2NncGVhT9M39qcq-WEpRUMIQVF7zLNw2p_Mm-0f4SBDboUNPJ7MhIJ0a7jj4nHBd9m-e153CJjK6f5hfP-MiI5N4YdDfkvh_Tt9XB7HRVEuXr-fTmeJCll2goL7B9AjxFslTtEZTHq4B8DnuUJ4z5H15AJiMm3pUDkVCdul_NjwGI1tfgDClrKkPJ9AvB8LOaw8X7--fqd4151q_6jSs_Q0AKAmgpNXgD34Xqkv9D5kZsCLXzGkw_99mNujcbUFSMEatn_EJdFZSNiyPyVS_lLrSVT7RPoNMA2Gx2t3ZCyntOjQq3LfDDrNhlGsS5HnJ1XTclp0_O0KAHSLUpFEjgD_SzrYpKpEtipZF9vVt0M8CStANA5_ghhsMSuMQFxvim3XlQ_E7ug88gtJTuzf7FcSg1OD5AOmX507XHgCE5N4CaUsXa-tYJTbu3J4cagukExGRFp1__IStFzaeb_JzzelkTfEKwJ_KCBGcGio902czWQ6HJ2w4pES4KfNJaOCHsshkYmZkQ4h-nX0diM-P6LRqcGf3L_RnsHOUaBDIbEblTglKLt2b2BIY_R5YucYB3lo-HWKsei-HNGbWvCRpIRKAtSu28-8r1cZZoicQGPiVJPLOyYH5IC6fqI_OfCLUeX_JIIlze5CWlHg4ExCi3PqHtPIu3sefRTycow4JC46uLi6Q9dRMRS5Uq1wsqFdTN3UmhNhgi6SuQ08CY561a-F1WvWeTDPUbunB5q9wPBslW1wbiETpwrbUKOIyjbGE0yjVZRiN8kYLy5XVFXDxuk8PubLgT8kSNlxh4l19X84FWdaWfo7wtlHsus99iFQYWf7yg0RfD2EDMIvtbz0DZfXZY8RgMXlywnxuYqX6ihM3pwP-Tf40_TfgDWmY1mGEuC8gbNR6Ge3EOU7gB0i0k_n60r_8dQihJSBalV1e62q5W0ZKwJgBoi31swa9bUcPEZxMVYJnmdR_Z5BoVR8_hgGbF-bb8OB1lgRobI8DMR33giCgrieJLH8CcklZpCEzgtNhXOXLObzqYV6T4GOWychRiQq5H8PanjQfJotCFd9_anN2ntcuS7-r-gsEMzx9E_Vn3nJxYGhjAfmpfufOi7aFt2pa3dDn0dql1w1PH0G5H2cM-EgRbgp4XASsH44UrqOGyVzGasZkSiYqb9XBhc5YncZMHspB3b8gYBasEsPSSYmiwJMp4JoCcngTy09CloNN_Pjnpmi-qHVx7tH2Dh7vFuX1_1IhM0WFfYHV6UjiXWJiMykpAlvZqW_1-C5fSqCWb5qQtbRkFWrzI4v-mrbkVfhQBr5jlsBMq2dEGig8ZFVtRCESslwEl7HDIDicVVsqsSKU6M52jhO2veDSOv7TtlYMk6G5kZsO_CRMfRdPAPX3if3n2wYftMvfzx6gT_Z_BRayruvXHwSywrCd92f8GBuafwxNWWycgrG3D9MM9GuIjSoSzJVMkj1rHXrhQ8EIGqD1Qhe8wPAeUBq6xQ8jvzm2hFm4h9ILXSRmX6ie9qjX0uI8JtBhEn8tT5TcCF0HcY6c19BP-uHI3kS8aPxEkPtb55AYx2RYxoUtnmx0TaQKrz5meDza4A7FcfKUm3WBWNBAEby-XAqx3aAMk2OogdTtzCwvRgAZszKOyOgCJ1BEwU-f3GoiQbdwfNbng2Ik73KYRm0plLxCDNDbj_e1Dd6YMcicZ3DdM3MaF3V_kv63koBUBzy3avzUT6Nk5iLRRI2vWffJ4drIhJFv5WmrlXd_V9QKS96gFNonnaLx9jlMEsG-ErdxQom0rWjvQlGF0VOCwpcG-3va0Y7Q2oBCZvKJEJ2Pm420IOFvRTG4OFIXrB6zycaC5hwKIXKISghyxgDb-RVO7uWKrcZYNaW2H-qooAizDKwMlSAj8exAqG9gqcfBLP1ZvVZYqks3qYCuCXW4DHjtUKyuQCQY4kn0bkeZADXpD3eA3Q-zORr-527jPWRY1x3XlX6UIc9VpNxmJK3hTXcCvdgLXo50hhCfYibo1Fq0uvS15mD4mtsxbT0GWnv4YfpdJPbUv2Rpr9FUYD_pa1hKpvgGYJiATWMLqRYIkx_Q_jptAnGtQbGId5fyORymrdzTnms3KDn8BG5DDdnC12kfe0NYrEZbmGi6lCU3yKrODkh1G-WTHjZt3GIhiE6XY0FwueXASrnF5wfwnrZtuWA 597 92.119.18.100 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/605.1.15 (KHTML, like Gecko) Version/26.6 Safari/605.1.15 https://bullcitytalent.com/contact-us/ August 17, 2026 6:42 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Enterprise technology has never been more interconnected or more complex. Today's organizations rely on a growing mix of cloud applications, legacy systems, partner platforms, AI solutions, analytics tools, and industry-specific software to run their businesses. At the center of many of these environments sits SAP, serving as the operational backbone for enterprise-wide operations. As companies modernize their ERP environments, simply implementing new technology is no longer enough. Success depends on ensuring every system, application, and data source works together seamlessly. That's why developing a comprehensive SAP integration strategy has become one of the most important priorities for CIOs and enterprise technology leaders.

KEY TAKEAWAYS

Modern enterprises expect information to move seamlessly across departments and platforms.

SAP emphasizes that integration is a foundational capability of the Intelligent Enterprise.

SAP encourages organizations to adopt modern integration architectures through SAP Integration Suite.

Successful transformations from SAP ECC to S/4HANA depend on integrating the surrounding technology ecosystem just as much as the new technology itself.

As SAP continues investing in the autonomous enterprise, organizations with mature integration strategies will be better positioned to capitalize on new innovations.

The need for connected systems has never been greater. According to a 2025 Connectivity Benchmark Report, organizations use an average of 897 applications, yet only 29% of those applications are integrated. The remaining disconnected systems create data silos, manual processes, duplicated work, and operational inefficiencies that slow innovation and make it more difficult to deliver consistent customer and employee experiences.

INTEGRATION IS A BUSINESS IMPERATIVE

Not long ago, integration projects were largely viewed as back-end technical work. IT teams connected systems, synchronized data, and kept applications running behind the scenes. Today, that mindset no longer reflects business reality. Modern enterprises expect information to move seamlessly across departments and platforms. Finance teams need real-time visibility into procurement, customer service representatives depend on accurate order data, and executives expect dashboards that combine operational, financial, and customer insights without waiting for overnight batch processes. When enterprise applications operate in isolation, organizations often experience duplicate data, inconsistent reporting, slower decision-making, and unnecessary manual work. Those inefficiencies become increasingly expensive as businesses grow and adopt new technologies. SAP emphasizes that integration is a foundational capability of the Intelligent Enterprise, enabling organizations to connect applications, automate processes, and create consistent data flows across hybrid environments. Rather than viewing integration as infrastructure, forward-looking organizations increasingly recognize it as an enabler of business agility.

WHY YOUR SAP INTEGRATION STRATEGY MATTERS NOW

SAP S/4HANA Migration

The transition from SAP ECC to S/4HANA represents one of the largest enterprise modernization efforts many organizations will undertake this decade. While discussions often focus on migrating ERP functionality, successful transformations depend just as heavily on integrating the surrounding technology ecosystem.

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Chloe Adams chloe@genritual.com 9142156015 General Inquiry Hi, Are you looking to connect with companies using SAP SuccessFactors? We maintain a verified and recently updated database of SAP SuccessFactors users, featuring key decision makers such as CEOs, CHROs, CIOs, HR Directors/Managers, HRIS Directors/Managers, Talent Management Leaders, and People Operations Leaders. The data is regularly validated and can help support targeted marketing and sales campaigns. Would you be interested in reviewing a few sample records? 0cAFcWeA4ai-kphT7LXH149U5HjDRKMclwq1GfF1EKackUztnjqUT8yIIGczzzKWJ0DGQHp4avJdu4A-HiVAlT73BkNXTiGwK1Wwcd6Vkp_ys2U41CFC6nFNKrfOL_LML7C3jJ-awdET6iwVo5UYIV8v2QTzKC3eWTSJqvJ_Q__nEQAQSfI1c4Qw_94uCGyTFFucWrC8HNaaMIklS7er3xITJnv1lFfzMqpLFQnb_dPQzWOA5uhHRMxw_-TAkeQx42W_knwunz5G-Y7FG2rvxGfYPTXsA_Lp_mG8b27mgUDET8u7XZXo0pmpZhwDSIafoNylEHa5Lgng8uCKKoxFjnG8xGV6eSLnZ6YuIA-UVSBiSReezOams7V4fSXXovgvulNweKNe-3c2hV-jq3lUkUQpnYrgl92uKFm-jqnXbx_HNBuaJFLkvgQZslOnvZeuV7pIxzYY5MOEyn_qwDVyP14-JOWqgTh87zGmC7yTz0j9S4fKwI0HdZZ8TzMUl85zoj682X06D198fxAARyRSPDnjq8JKT3shkDCsQP6FehTqWSedjGdn_kHKZ3lHPd0x9w1NXSak5KUzFpHWpmwqHf-KaGStgn-YoLVtYbN_Y3LvSfEM2vGDNzpkWOFA9zVIEXThsehdigCAOeGJf90GSDnEQWefFA9-Ump4vdkP760RqDPsdBwb9xTo2IaPh70NNGMXdQDpIhigvWdTkvAOoSxHhiUyeJXnrP56-1Metb5GDlhchDnGCyK7SoApXn-co44p8S_Sejx3h4Yl_ccvHByshQZJ37g_1wwooG6-EKi_l8ZpNGzWyLp4Yg0Rpgi5nep3tiwp3dj--KtHkNaO7PAKBjjCuXOPQA4j7SvMLCnOF0xst_alu0s5GlcfdwdQk1BIOOY8gj90YUSb8zsCTS9Ltpbfym-jXollKRATMW49RdOpTG_Qr5qlVZjmfxTcTBY--EWa3iE28L_P5kjhSCcnS8rgD4FcYkblijMVtCBX_2Zu7enFtH0VLmKL4gA_Gxo6SpuHKXBewwYG2xkUMUDhGGMjldmkmeXECWyQch-BmFie9eZsOieQsKuYDABTAB2KzRQ9uIoFwuKGhiMIh1BUQtHjRmVqBCmH0Ps3MqCY_6fyArR6bRCUDTs0SdohNI5qG_0PpGqENSHgD_Q7ulwk6lRrs3p3zA7LJenuC8mZxvuaQK-2ehflOzikb-XZmalaPHOwaTuK82ge2bn36q_APB_cOv46gAQs3OImH9oKedOBQbbTV85nJh--mpg7YjFJ3prAwL2A06DYbZr-xKSc0e7sIaZEEDn2GZP1RnL0adV3Fyxoxfpy41giDPc4vjDKG3x8qhDc_ejyuDK7fS8Fw50LjXMuJvQqgpz_l0GDByNXEnEF-MztkeX5JyPXLrG8Pircj8jFrYfpPAjITiTiY2N5WsI-jpPjhz2_c84fUCHucaxdFQl4IeJPDAYWzaOHgNW9t6KphcZXFZv76LqMhJo-4b8bsy6r69SAteZ0FqifUsU9CzwQxHJUkbn1TbPGh04ts9wSW4yWV9JyvgDVRV2FxfXQ00DLfdtVTe45YBN49_BxLWL1IzpnCdXCZxxsKYdhKXbdOD17Bj44xcMuEx7P-S6UHmZ034T2ZppEyFZF22N4AyXDMoWqA7OYcDOejVpWAsJ58WF3wtCJMDlFzgwCj2RPvHpK8kIKsa0yHmDakLx0BKrxYjPoam8PfwrWte6d6AOdTlG6dqK6GCRaQKK1b5jrKDQ7P1ZHIUtzkfv5o7G26mIZCQt88WbS6qguQuXZRvrdnrfW0USrXgLa88NWWLgnI3dKbg0bh0JW8C08D8-ngYlhgpLL0JV9zJBM_uMISrJNdSbMRFcJR6G27lu0i8Pe3cTMC-HnmTY23wpVt5ZcmoMe5eifG5fDK0WhC7tn0WBj2CVceNNlZhGRlheE_oOC1AGWbJWyxPR9ywd7MZRhSQBaSLSVXDGFjfbO2pzzr-XdPj6XtrVJX1RTTh6ZfEc4rZvic8tdB_IZbNYOQn4OsZscZP15vqpgPgOycxQ-NH20FzEJGox5hwIvLz9boydtqi0HIE3KS3EGZV07o6VYrAZ2GofImjJvr_n-7WiobUeE7eFBiW7SYcEfZNCoIP_RFSZZEA0g6YO4KIJjc5x08ETDB0KFZl-S5bK8zuQGprrmtu2Kbteyh-f0ggIwSYD9GHM0UfrnTqPM2KJ8Wo-AbdkFZnlXogFCUBxso5pPF0YGg2_JMvoppNKtKQBpT4ntUj3MRegX1etqR980tJogSL0cKaw0ukr1SYyWbYOyHv0juD 598 106.51.243.131 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 19, 2026 2:48 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Chloe Adams chloe@genritual.com 9142156015 General Inquiry Hi, Are you looking to connect with companies using SAP SuccessFactors? We maintain a verified and recently updated database of SAP SuccessFactors users, featuring key decision makers such as CEOs, CHROs, CIOs, HR Directors/Managers, HRIS Directors/Managers, Talent Management Leaders, and People Operations Leaders. The data is regularly validated and can help support targeted marketing and sales campaigns. Would you be interested in reviewing a few sample records? 0cAFcWeA7dWUelmXNZIA1lbwImDjmlNUsGLGmR6lNPk70cIO-nuvUC3ioaK3Djmvz9O2CN7Uh1Se6q2pOfdd1nVjaIU0epEjg2hk37JmIiFjiEq6JDaQK8wmmjOPolhgjzRKbAJdXNVhdZQfngk_M3Qi-ooFNEakqpYjKgPufgvIuRM2L7fh8UCnvjbbPoFuENhrlWnTt_QqA43o1aW5JGa-lyHMkBjvMwq32yyIQhY2DbKTgneRAXX-LV6-OLr_5CTiqrM_BHmzMYBrnq5RqFmU6noj5KW-gFzS0GFRgMZ-UPIce1sle_VZ9g--eh2WdfHg7kcjevv2GrhcrlHuM-Mp4IC0nHWDnDXOVOhYv294mFkSbiUaD4veSuZYhMUzyFOVXPnfQaOXwz6coNLpRRXkTZtWwSLzwq_bGBSUybPnPH_uBlnMjv3yKR7xTIkTnfMFW_do-EUiJ3lHZFt-V52zwzJ9CplfQwHJWiE4J27zcfnagmIIwtQDnsgZHOmPUUljNMWFtxsE-bDJLpguUrj7NTB-zppVJkNc71maxlUCjZWBYpceVgVoprkWeAUhobRtlP3xsr8WmLRMRWwbBPDUN6pMiNwLdtr0O99DaD_UB6cryoFwQjlclnyXLzmpImLmafAfzBfi1UOWSywVN2tJ_gX93pgZLOW_2KsVAQaPsjBVme_HaVOxgq3ULelC4x3DaramVDrGX43gHwGr3aXmm1vBXq5fkFeC2mNRIDgAYdUsxPsE8nS0TCSQR7yXo7QdYuirFjRLq-ZOdmw2EBCKINVGvqsnsnLopM4W0IpdQZiY1ptWJLJvFcp6j4vDi5RJMF9T3c7KLV-9iuwcCdSKbyomvY2rfZU7ZxsLI0_kKpzJJRqGGi7lG4JBwDvNr13KL5vR_hfOUcwLCjCrgr6cabjQ07AUKdyTdEwTT3xxr9QMwzP03o38llC4pkiQr7Ewv8H_5MSMm45iMdVDOqT8J726zMF_V13v2ikkJqYvEtMu-h5gdkXx3mmJ2_lDbPcZVSFcav0ao41_J2zLI7tXkdvAdDV79iLtLcYFkPbuynjG6Gzm0vOG48kHZSY3sqrDScQiB6vbk02Pu91I7aT_eUXarsautDU1O2NS-3uwwST0dWTX8UxjbnF1E8Xw4oGTJ_68hOgWBlP9Y9aLHMvlZvJ5ockOF9SnS0Q2dZvTWC-00gb6Wsw2o6-EIi1vLfp1ilLv041FML4BRBzCFD6vAdd0DUeNPYh10KytQY1cDLVxVAxaJeK8BfHyHHArmAJ8Bj08mzEObsNx33bBCQxE3wART2poP8GF0pGK6j_BWDbZ7zegnRIzOUGiu-u3Z79mxoDRwwGaHclktLWiPw2tzHZchGHxGvhx2t4krTFrwhyOXK6L7l9W0ozsDgPGbVt4H9vgHV_AjbH2Pmen-i4KBbFX27vAjQRtDzs9t0d4gffRKSXIKCZvYih-2MOtExOU_Ks-VcuJgJMVVlfZSa0XtesVXonFoE4ooUYfxT6rN_B4cJmIKwsdgyastP1UdQTYc3xtxRI-knKuWuduNxRliWX3487kr6ejl9CV2q-d8DYO_oLPSW1HLRW6kpWarBTryPt2xGfrM7r1WlN6iOQr3j-t0ODROeXDz_HixH1aPVckFQK72c9Rb4jN5NqX6-ziZtkrc6bEWZwQu2qTnSfG0e_zlRP-GQhUI98zPidMe4ZnZRxSf_UMDOEs6STYs37ZUd9X30fYzHBn3TOQHxDMvWDa78e-V1HCYcrBkNA5xyY-jiVG4WgAvij6KvQ6oHHu_Tw7DyPQoUuKmBmv3bhCKS58CXwZ7dBH1WNRjJ21z_nr0KjSaB-flayzzaR-KKoG9c9fQDX7kOjNDLmqdpFpT_SpyG_ZCdLLXirXF7ABj-lDYyWd_rwcdBtjjRN5NuZhGtQc0GSFROhvDiBwXmCWAOvxmxrL05j7EJ6T9aBi7mld6d_gyBXL1VAoARtQfd4xWRtr2KyUrNg0YITcJT4DG-Ff-ttHhob2GhzfWzOwtASYIRxvPuXZdh2FIjurfraRFvVK_iyRMlk41Nw1HtGVcHblc2IH6lPhpU2jmVkukDQ9jSaGCaOYQGBDgS_MblRaHQU8j1MoFT7vbZiSaV2JqFctOLhxQU1LJ34k58yM0QgHRa4ul6lFs_qG-S0m1axcr_q0JQQFTP6C8v4zU5-6jVbRfGu5TVn25R17ui1BwlrwwudmfnpchEeaSA5VU26XPcvvhqkKjzyoMvpkpL5h31Rmey0OTauqmvALUULuYPfKzIkb9mb-Wjt6pyKxUgnj9gtwCXWmrYt1Q2h4aKEuQxre2shobkfbFQedCXZqrzYAg24QpL2PhxzwUkHVvdfdWNjaLA_7DKOCIqC4kemqDSgJOhoYi0gaq6FCiSCXbw0FknJtby5Rgbm6dWppLfUYVpX8ZkLZha 599 106.51.243.131 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 19, 2026 2:49 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Michael Brown michael@key-notion.com 0228887628 Other Hi, Hope you are doing great. its regarding presenting/exhibiting your Solutions at the Supply Chain Logistics Transformation Summit, Munich 2026. Would you like me to send over some materials? 0cAFcWeA6lHEIwpRRI_xU7VZcLsAZyZ9p2nwz548W90AcpglV9Zj8P5Vi9-rvQGOe2zKHpaPsugvAzblasUbwLU5gWjNbImrL4vU8v_RVYMqBYKAMrqzY1zg7aV5QTHkRmNS8-P5XxhJJ4LSUnxHO-y2pFpu-OYkUO_fjRjFRhjxvr0bQ3Wh4Z3HBS1Sc3CN_MKIueseQDkN-EG5my8W66Nieh5d5T7epqrQsVoWsKX482GdMYbrJRs80Rrbdak7A2LoktSIazsPHe2vf62iJY-geqbZ0X_kiMc3La8e1OgVlh7WOo2HEDj-Y-yHmGv6knF7zvZOs-OO8rj3YG0q_u9c5OsBsZWUG7QP7mfA-AlrkrwtkxTt71MMNj62VaPx7NonqYIbLK2C3I-rRVOQUHc47AwZmCPqd6XhhfX1nb30aF-bvm5GpklPK9jgDrVWGInNx09tZsD5zZsAgsqPOi6n0TC7azg5AMmT9irMY-c_STBBVOnkIqCBnGAx4DE5KCAKPeZlXP4JOAxt8hKBZ603lCXc7qZdcABxxvtwitmtOVsKA42mYNkyJTKCqe-RC_O2EPfoflA9Leu6kzbhjQ6frsAVquLT2JXViHP6s0FV_OMH-Bp-x4tU6SxNjvPMj8jGdWZKqUrYlukSHuEybYUXf-w_sXKqSkZ7ob1b523ghNj35XaR_Dtke8ghK2i7tHEZ8omdERoXo4wOsNK7zkYlk7Ypjesx1fSEcusjS5y7Yn_SUqR9hiTegmvnld3xEme9RPoSkUqzmPYyo1Iogru3Azi_qxpy6gFRVDfWYt-PcBbvF9gPLp9GDXiJD4od0NDxsPoYpRe_L6SB1RVN0ksB09objoqeZm4LSeC3-W_UsnZh6S4l6kOnIlZgwPwRb2e3n9y25m5S3cwB62j2LHNoV-qOyRfxoHknUxBDi-XYHVvwRUr_wBhnjAhpHZeruBtCFc8aU4A3ZrWz0Ji_ZrYsFcFBRlbgBxoPacBSnjHABWxLaQrUqOEtGPHh62-NNAm3B10QCdKPxIo2ekWClg-_WyrGPGs4Dos_qHkbQxAC5LbmQlQv0EdXOgha0061nSG1VMBie2sQ40tZiY12KyN7syHEas4ksYsIccEM1Ouitj3x5zSxF5Ahrf-h8p-LfjJLPXJWNMtAF6Nzccwe8VuxilaTNuZnDIuo60S27nK74CW039cblSCt4equdsWozk4HZkysWjaWIYvZCz-7-4oym6nKTBRKYH2Trw94dN4aXUq5ek3l5EcaWvpTl1xAQqxwCAezWYEh5wF7xc7wfLnHXajK9JoTMVJram-c2NRUQukvCjH9zACLQFRJmPMRZEhSn5xA8y-DhqHp5mlRvCNcL1rbgeEm1VgGKgXeBaBhh2wfMGSBtIRZaxyO2LLaY6vtvC-CmKFJexCT3dV6SFEqV39N_GwHTH3lLn7hN70xfNMby58hOmzqbd75ER-TLl5BKfvaS1-LCDplKYazzMsBGtsauf4ZVZyLR30yNvgphyYqQpYHlBB17ifHDvrJDnkLgOjPLyfacp4_tYldOu7AET4Y0eSBr0444NjGYFfUMxRnXeh-eX3bsDutXkfWHHBS-GXcpCUpmS-gRjsB_LZdDCRqTAOKJXfrukHcrBG4Uhvpe6losygfVzHeJP0tTzB2DO6lTGnDd2gxN8jmhov3I5Fis0wRKv_dHNKohJznwE9aCmT1MRwuoJPOoOUIqL5xZAfJAEDpYJvzT6TVmHxA7EAVi3BUBALf7evORTo8QRC7c8d-wy1gMxY8pjWJMG5sa9FpDDGPJezJfQxpUL9pVdONiuAB4PGGyMtl3RtRtaOYXB0oih4to9Xr7pBTb-jUwqaaeFzxCguMKxtS__o4ocfU3iJh8KI6J6KZElo49Pb4jF9sgkm2i79faon4tHi8PyfP8kLhgWS6CXquL9nXT4JSGc9CvFW5PlbZTJUylNSBfZdO7ci4zZ2oBFsQtaDvVknPTdSOjlSjrNwVuyEmzvCzxX0kw83bp4B4WnJtvQqTsfAKnunW7AwUVRWhHFJlw5-qved1AjAcQct22PfKRaWqiKGpjiWWG1oJQaJ92Xm3R-lZUxNRfbOqmCsy1nZX1-NNV3vNJTREWPv-AOLf2wypjh6uESKT_hVpTNNDR3l7ojj17xTolkFtlLofjYPCYvawsLw_HMPe1dQyYjIyIdchV3XKmgUxuGsLCoPKrDAcL_CnKBWy-_MmBw5XszUzNjhhs7HPdWLqE5kkMPe9meCVD7QmzJd9YHNcH8DzmyXXMxapZztcGnMO19KZfHuS2ftMwOUoWSPr-wxygZRu2qAaqE96yUDaKZDxoh0EVKwsgWJXgsW4RCThxxuSX8zNRcBxuNvD4CshVtvkoXkAkmDaycmDC1q3mDooNHytQr7bwg72s4R3tOdVN2V4wY8WUjXhCVkkLi2Siw8X2r6JhdoGCSgfU3RhCD2omfdzbZ_xLqhdBilk5PHZ6oQJAtmypphZcXPBEL 600 187.14.123.103 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 OPR/133.0.0.0 https://bullcitytalent.com/contact-us/ August 20, 2026 9:31 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Michael Brown michael@key-notion.com 0228887628 Other Hi, Hope you are doing great. its regarding presenting/exhibiting your Solutions at the Supply Chain Logistics Transformation Summit, Munich 2026. Would you like me to send over some materials? 0cAFcWeA7f96dW6Gz80Kt2cS1WqYhVKByJFmc-1k6KU0IM9KhUCWJTQNVmxwSyl5Ld80kr6Dw1WMlRbaMYgaAZHwZ2DVrRmYozSLtb0wVuEPAiFFRdEEErKIfwSJYBYGBrglScvzJ8qgZQCoRNRczcIRDnA6qVfuNTfhAbbW4nJ1n6mej6XVutBzY5XAKkCUaGA7F_vNpxE4pa_sXWDh3Hh39QBo4sqOZx0tO_Ta7foCgapdY_4MrjMfwouTmybrd43bz0tj4LBHqPrgAK32XlQx72ngmHzDzOl_FPT8HShFYV-O6oNhZUBnxoQd-kEPe001aV5gtpDDmt6HMH_NavVQ8jcTcNjfSE2mk-Wvkdbf2SP710GsNsd6pMl5bVRigEKd2BTx7wM2EFJm4GZxKbUOgYnBj0_caToT79criQ8N4fV0HrlJXphWfqYJBB9UbT8eijOMZdYfhL-SFkFQYNUE1SgjwYzDEuo9MFAwyHkpsbKqpFtXFAj4cSUEoQ7uN4ExW9pBli4uzQhvWs1av7qZWSo8xmQVj4EEv-ffYiNKBCFiKrePNTZJ0wUq1QqLI7nMWcd5FGIAeznQnOqS-NT9fjQ4M9CQ-QRlmXWpSkRb-EjY4gefnC14jc-xvB0jcRPolMxLbynG_9J1bcX9hXeVH2YR5QY9yrHF6M7WNETi7XYOI_u4X_nXih0DcX0FjxA29qxjgAZni6JxHxRfLaHR0PKKDMnpVi8I5rAvReqtQTA5-m6q8lPIUNXlbClGEJ_7Bdgocz8gbAhv2xa4PoLgRz-wt67zobHzc8T8JLpw4IOiaoYJfzSeSK2yIw061N0eZRwTdG5RyRIjmYUEdLAWZ9eGATftB5XhcTfaJeS7Uu73gHXLjruxHENbmfnmHMm-iJRmwqTfe4GoxpZpbBM53YMFKp5_DJguEV0fHMoeLa4cwcSrKQNZBcoKoAhpW61n_3XHcBhY167ofe73Mk_judvd8u8hVjDuBGq94msa1Uy1gqOjw3oqJ8zGl6eZBATrXfrjUem-wrt0y5vOvR0FBasGDJuZFfDcFiub0Fs2fqoqsk2wPmtIj4VexeYV8oOWWNdpCgsfH1DW80LMb6g4fuwOkl7-Kb3J1lytEmWUlYxtVFYnvdjsZjIp-_nSuxtjG7mFchpCJTfCXQeRY5c5dJOC6vnyaiuAb9ZFrziONjmXBv2AGpMTJJHVvZHQorZonDbLom043hrcMvoYboJODKENJM__VL1OkVYTp0s0SHZ6p92H_W96Zm6gv6YyTV0gtfmuVTJ9Tj7HQXJ574-lM6nnFmONgrcVhQxwZYApmonTvEvi72iXbCcgDhYZnaLlPFNHO1xc2A67lQiulC3hSfLv71Fr3ex_NQeMrONwNtGCuYMwsSKgR38TMVsqGHMd5Y4Y6E2oYt21U4-XH-ey00gtnZWOxk0Ek0dPqerk7jydvNOp1DZ3rXOMVFC3z24uOC9fdQcZgoCCWtgJsNMjsPk-VEGotwO4jw-70KofX4TkbLxO5AHjQwWtFsZy7XxMldPL6yXlcND8eNscsOjQ1O53j-uNcl12QX9JByqqOpnEC9LrClWBLYtvIFPv3iOkdPoXlLNUgdozNc1HxVrPKF_ZpMYPCJaAJMVRDmXUhqxsy9AaOw3DFNLKsKLfnSvaJM1KUMmVpzEDglLQdd67tkEtG1_VqxTVhzK8c_SjXm8obKJ4pG8SGHWODjEt76KinB8XFsV2SWo5nOMdZfHZ1UbS5Pj1Q4nFMZ081duJv1kCBXAAjvbNlws1mcXtnufGT0r9Rj5rO7t-j2OsaOu_jyQ2gdjIkDPo-9YAuUxzU90a5ZfNfTLFmsFwCf3x8Ti45N-3_KOAOwJHyqt7SKp2-wj1YBuP_wqXB5eq6mgccb-dEU3Ug464BI1d_ky_FlUB0Ai-7N6hzfxZUws2h0cXOwrswpDN-tn6T6OVXNBZ5bifbCEqwbFEhkdBhihEtyePNiDDlb6tMF65BqdZ-h6enuEUAK12y8AF0FwwNOcUahdzsnTbfEnaEbqolE3XV4qj_D_3jlAgM-FG8EvzRKwDx2sHhfiN2G9BOW_KlnIM_TRt4opyrgfWUD_xDuCqfdNkRzDPiAh3LiQhYx6E2WHdav1yY8WQlbRxLd1Oe2ZNsX68AQQfDcOxTTIiV-obZlOFK8Cz1fMZ5bb7w1mdH8-t7QGZvvWKBX3ehR8NDgJZkAFoBRxwwvH2gBgJGMwoE_MKiCegQd8QueBEEVfdvpjZKlOhNHkxZRbE-z_QAfMTk9s6SXQnROrt8SeqrpOwQw729j3WSlerlSaRRdBnwi9uD8y_77j7sy7IsUNn952ZIGiZiSmg-Ec270QOgt6xSk3C2_ml29HUKNhz-YDyDLx7mRetoryvzjHAAWplvxrtxJk4GIzYT-MVOdZyNKoK-Q3UKTv8eJU-V_3ipioQzCVn2kdpoE-ZLDN97X5yQLfJfSeS9XIjWEcEupoxakub45WfRByTtpmwVqiF7Vm74zIbfimUyUz4pUBq6kAJaKUAMi0IkiL0ENw6hUUBeTJgAHuN4oIL0ssHxc 601 187.14.123.103 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 OPR/133.0.0.0 https://bullcitytalent.com/contact-us/ August 20, 2026 9:33 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Michael Brown michael@key-notion.com 0228887628 Other Hi, Hope you are doing great. its regarding presenting/exhibiting your Solutions at the Supply Chain Logistics Transformation Summit, Munich 2026. Would you like me to send over some materials? 0cAFcWeA67muFIMEMINNUd7BikZFBab_ITc07a68BkF_QehSoIFgUBNaq1dBtYTG3z69laTH399cmyBT4A1Nkc-iubiHrkDcz73nql9jSQgM8v2MNd78W5AH7HI4ZT93vResVnErqciEoGhQKHg2hmaa5Cy-vKETRLtE5YorUihcQidfQ-p8u1mb_au91J0hiQ7VGhiBpZcY_2Oo6lfz-664bAtYpoBkRFO4Q4mBMlitl06FllVftC9hnKfa_D_ptK9mbY9QeiUiorZmUFNPBU2GSuvpCOrEcYavH4V5gkaLaOgWeKMQS3YHje-CZfSStcK_Zj4cshhqnxG5SRBBmTzUGDo4jQlh3wSy3VKOmpThbt_XsEXoU30uksMgJ8vwp2AhZUU7-8W0cvkPQDmiQ43ciEyByIRQ4AmAJWTJLYblRuKovKH_ZMKve3EQssYm2_aLxDPmZdqaI8FppT_3H7C33Fmu_AozW7mf0xw9ApHxrzb-Tj5fZi8mtNRq0_4260XQ-YC4fLZeNg-hGKawN-cGJUPjkrAZCOulBb-avpF_UMtsHRDsOSXVWd1vqCpKdEWTOsrnPtXEi0a5N9im2NjQZOsyu9s1i74T8vIVjMxY8K4HAzhOZCUZ-9BvMiXIlNXFjfPDgpuLGfGw2CEl99AeXUzYuZeJUtl0nBM6S4XkHDu_yWaK5mMf0MM_CctvM1MYkT24MOU97yBToyIJcEaXxVfpJJhtbUMKZZfHYF7u7qZVKU67whNZGvgT04vthZtWW_y4HWT5WTzY5lKkAzGXCQAyOjr2_jZG3uao6NI3gKldXD3Do_dOCPvLn3isJXUXaHFI4C3_5_rDogLc5JLO9WcozvLHwA6bHeFHeGV_Zzz0QibuKBt8XuU52LcP8Zz29GUSUM8yLQb4yU1cxbmgASWXHlYNDtvSFO4v0SAGme4cELwB8HXYEJZ12Pb5osl31w3vBwkhqBcdrPTrcpxgHG3mdMFLM-x0Un7prDEG9invD3KfOYIrFTFLHX1kdSGUnvmg0QZXuFhFkKJnArD2jBDhEGNqeS_xg6rTLxZkjniVhpmkg9SP1O6SaxLpAYuIOhe1AioryByFT--1C6xR9rLlcEnxVM2Cub7sUq9N-xvbd_kuBXfjn3TH7EwTc_eiG-eHy6ZglG0U63KO9XdEaUpiFZ0aYze42moytckMdwelE_07PlqeKdvwyQfFu_cM55mgjlSsr1xJDo8A442ns1IC2xrV8KgCGzu9JBUIaqEST5B8K6ToKipj0Ti22RtcrGkXfuRtWiR5lF_4tGAPZ1mCh1QY8RwWmr-_ei179eSWbWWU1taA8tmb0dpUel6hKbn53qaxK1CMDm5VVDsotd38YHKbZoEg2VEMAYxuJOxjkrQAvS9acc5eUViQdc-2Aam3SQkBqCZQUuMVs9yyFs2MpJ_bAaKz_k0LXbDzNeUC5TjbW1MTGWUPAmZaJKgrP-ND1kzayEaVscd-xloKUPIYn5eCti53OIqUPH3Qul0qGsDz8R6-ruWKlrNpooTE8YCmaMVDmeFofQy5EIYLgUVpL1FTIoucsuJnp599hMM6AgPs7VOQEQkbUcHjcoaOFs9TVOXIuN5f3ElcqtAcYBjUwQlGwAIjpVPMGodSYgjIyyZEp_UWX_WcBLjkFrEfUrQZkBJTLayfnBTuGRoIowIah97W-MehNSHpwyxkriQrAx7dLbIHHRCtScjZz8SnDlNHpZOiHDKy027x0kJk82dzL7su5e6v4CjN2LlHlxaXjhQK8cZ0-NE73DAWUTm__umVTlEL_3Y5SXFPDTml6vTKsBM3NsY7nacIiy5EtG_XlHQXA3mqPw16F9hNB0wbhxxf4qVMq-9dFLTWGkAmyfQeQNWheCCEK8V8q1OnZrelbi7plCT7px6I04FH0V_IAs1DiYAq109JjnOU-hrrK-wQBN9HlKLFyVzWv-556jh_RkuDQHMzAEeN_Ht35yzkUulU3YWS5y8Kk7ATITOCr571xZkLYK57lUBEtMekwaJ6caOcYESHV0CXDXrtn6ZV0Bt8mAja7efSQ334R7MSY8S923DWvbGBkAfw75qMrXhTmnrksfn68HydF6etah7kGZP0IB2HiNX6W5rbYQIAU-pM1v4Yr3FSXBZNFUh-sBk0Any1V6Cw2sa0PHmJ9qKetd4HgR0KyaMpBzL9_FYRmweXToQmYqncFLZWhO0e2kRwiBUcF8l0ZCfpcaprf60wpjKqKm6R0ZIRxT-SsnwPa0ZVHxcky_hTmwRBqyNJDUrqJLLOwhK-91WacBKLNwDWUUbhEeSU8ugr8Ex6ngGHOtkeES-qJ0TMCnStDFMkADWsL_uWqEtthZ_zPyzkW7c91gybpTOA8xRoFpQy1mGDTPB7xF9_pcLdig5obo2bdhRxkn2fA8hhnsXmlUT2oMbgT2kiyJgcqSKuN84wzjSPthVA8nTKmgpaPuWmLxbgrgG-tMNU4b8rGdYdK5lK4QDmaQYAUM4jW9nMuje7lwNwWmH4MrW-Cp2ZqMx8PhzSXzSHOIuX20tg2_Pu47L3Kbmt51w37HTpY7 602 187.14.123.103 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/149.0.0.0 Safari/537.36 OPR/133.0.0.0 https://bullcitytalent.com/contact-us/ August 20, 2026 9:35 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The conversation around where employees work has evolved dramatically over the past several years post-Covid. What began as a rapid shift to remote work has transformed into a more nuanced discussion about flexibility, collaboration, productivity, and access to talent. For enterprise IT leaders, the question is no longer whether remote, hybrid, or onsite work is "better." It's which enterprise IT hiring model best supports the organization's business goals while enabling it to attract and retain the specialized talent needed to drive digital transformation.

KEY TAKEAWAYS

Enterprise organizations have learned that different roles require different levels of in-person collaboration.

For many organizations, hybrid work has emerged as the most practical balance between flexibility and collaboration.

Although many organizations have increased office attendance expectations, remote hiring remains one of the most effective ways to access highly specialized technical expertise nationally and globally.

Onsite work continues to deliver meaningful advantages in many enterprise environments, like in highly regulated industries or during major enterprise initiatives.

Perhaps the biggest lesson organizations have learned over the past several years is that flexibility itself has become a differentiator.

Today's enterprise technology teams are leading cloud migrations, modernizing ERP systems, implementing AI, and developing data-driven business strategies. These initiatives require highly specialized skills that are increasingly difficult to find in any single geographic market. At the same time, employee expectations have shifted. Flexibility has become an important consideration for many professionals evaluating new opportunities, while organizations continue balancing collaboration, innovation, security, and company culture. According to the Flex Index, hybrid work has emerged as the dominant model among large U.S. employers, with more companies adopting structured hybrid policies than fully remote or fully onsite approaches. The data underscores a broader trend: organizations are moving away from one-size-fits-all workplace policies in favor of models that align with business and talent needs. Rather than asking which model is universally best, enterprise leaders should ask a different question: What approach gives us the greatest ability to attract exceptional talent while delivering strong business outcomes?

THE REMOTE WORK DEBATE

Early discussions about remote work often framed the issue in extremes. Some predicted the permanent end of the office, while others anticipated a complete return to traditional workplace expectations. Neither outcome has fully materialized. Instead, enterprise organizations have learned that different roles require different levels of in-person collaboration. Software developers, cloud engineers, SAP consultants, cybersecurity analysts, and data architects can often perform highly focused technical work from virtually anywhere. Other responsibilities—such as executive leadership, strategic planning, customer workshops, or large-scale transformation programs—may benefit from regular face-to-face interaction. This evolution reflects a growing recognition that workplace strategy should be designed around the work itself rather than broad organizational mandates. Microsoft's Work Trend Index highlights that organizations are increasingly rethinking how work gets done as AI reshapes job roles. The report emphasizes that organizations are redesigning teams around outcomes rather than traditional workplace assumptions, reinforcing the need for greater flexibility in workforce planning. For enterprise IT hiring, this means organizations have an opportunity to rethink where and how they recruit specialized talent.

ENTERPRISE IT HIRING MODELS

Hybrid Has Become the Preferred Middle Ground

For many organizations, hybrid work has emerged as the most practical balance between flexibility and collaboration. Hybrid models allow employees to spend dedicated time working independently while still creating opportunities for in-person brainstorming, mentoring, onboarding, and team building. This approach addresses many of the concerns associated with fully remote work while preserving the flexibility that many technology professionals now expect. Research from Gallup continues to show that employees with remote-capable jobs generally prefer hybrid work over fully onsite schedules. Organizations that offer flexibility often report stronger engagement and higher levels of employee satisfaction, particularly when workplace expectations are clearly defined. For IT leaders, hybrid models can also improve project execution. Architecture reviews, sprint planning sessions, executive presentations, and innovation workshops often benefit from in-person collaboration, while development, testing, systems administration, and support work can frequently be completed effectively from remote locations. Rather than forcing every activity into the same environment, hybrid organizations are increasingly matching workplace expectations to the nature of the work being performed.

Remote Hiring Continues to Expand Access to Specialized Talent

Although many organizations have increased office attendance expectations, remote hiring remains one of the most effective ways to access highly specialized technical expertise. Finding experienced professionals in areas such as cloud architecture, cybersecurity, enterprise integration, DevOps, AI engineering, and data science has become increasingly competitive. Restricting hiring to candidates within commuting distance of a single office often limits access to the very skills organizations need most. Expanding searches nationally or globally gives organizations access to significantly broader talent pools while reducing time-to-fill for hard-to-source positions. CompTIA's State of the Tech Workforce further highlights the continued growth and evolution of technology occupations across the U.S., with demand remaining particularly strong for professionals supporting cloud computing, cybersecurity, data, and emerging technologies. For enterprise IT, remote work has become a recruiting advantage that enables organizations to compete for talent based on opportunity and culture rather than geography alone.

Onsite Work Still Plays an Important Role

While flexibility has become increasingly valuable, onsite work continues to deliver meaningful advantages in many enterprise environments. Organizations operating in manufacturing, healthcare, financial services, energy, government, and other highly regulated industries often require employees to work closely with physical infrastructure, secure environments, or specialized equipment. In these cases, onsite collaboration is key. Similarly, major enterprise initiatives, such as mergers and acquisitions or executive planning sessions, can benefit from bringing key stakeholders together in person. The key here is recognizing that onsite work should be driven by business needs rather than tradition alone.

WORKPLACE FLEXIBILITY

Perhaps the biggest lesson organizations have learned over the past several years is that flexibility itself has become a differentiator. Technology professionals increasingly evaluate employers based not only on compensation and career growth but also on how work fits into their lives. Organizations with thoughtful, transparent workplace policies often enjoy broader candidate pools and stronger employer brands than those relying solely on rigid workplace requirements. Flexibility remains an important consideration for professionals evaluating new opportunities, particularly in knowledge-based industries where many responsibilities can be performed effectively in multiple environments. That doesn't mean every organization should adopt the same workplace policy, but instead, a successful enterprise IT hiring model recognizes that flexibility can take many forms. Some roles may require full-time onsite collaboration, while others may thrive in hybrid environments or can be performed successfully from virtually anywhere. Organizations that acknowledge those differences are often better positioned to attract highly specialized talent without compromising business performance.

THE BEST HIRING STRATEGIES FOCUS ON OUTCOMES OVER LOCATION

The debate over remote, hybrid, and onsite work is unlikely to disappear, but leaders are increasingly recognizing that the conversation is about designing a workforce strategy that aligns with organizational objectives while enabling access to the specialized talent required to support innovation. High-performing technology teams are built through clear expectations, effective leadership, strong communication, and access to the right skills, not simply by requiring everyone to occupy the same physical space. This means regularly reassessing workforce strategies as business priorities evolve. Which roles genuinely benefit from in-person collaboration? Where does flexibility improve recruiting outcomes? Are geographic hiring restrictions limiting access to critical expertise? How can organizations maintain a strong culture regardless of where employees are located? These questions have become central to building resilient, future-ready technology organizations. Ultimately, the future isn't defined by remote, hybrid, or onsite work alone, but by an organization's ability to remain adaptable in a talent market where specialized expertise and business agility go hand in hand.

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Enterprise transformation has become a strategic priority for organizations across every industry. Whether the goal is migrating to the cloud, adopting AI, improving supply chain visibility, or creating more connected customer experiences, businesses are investing heavily in technologies designed to drive long-term growth. Despite these investments, transformation initiatives continue to fall short of expectations. According to industry research, fewer than one-third of transformation efforts fully achieve their stated objectives. While technology challenges certainly play a role, many organizations underestimate another critical factor: every industry operates under a unique set of business realities, regulatory requirements, operational constraints, and customer expectations.

KEY TAKEAWAYS

Industry context should shape transformation strategy. Cloud, AI, automation, analytics, and ERP modernization can create value across industries, but organizations need to apply them according to their specific operating environment rather than following a generic transformation playbook.

Technology alone doesn’t determine success. Organizations need to account for regulatory requirements, operational constraints, data, governance, and customer expectations alongside the technology itself.

Operational continuity is a major consideration. Transformation can introduce significant business disruption if organizations move too quickly or fail to account for existing processes and systems. This is particularly important in industries where downtime, compliance failures, or delivery disruptions carry substantial consequences.

Copying another industry's transformation strategy creates risk. Even when companies use the same platforms, their governance, implementation, testing, and change-management approaches may need to be very different.

The strongest transformations start with the business. Leaders should first identify industry-specific risks, business priorities, and operational realities and then build the technology roadmap around them.

That's why understanding transformation risks across industries has become just as important as selecting the right technology platform. A strategy that delivers outstanding results for a retailer may create unnecessary risk for a pharmaceutical manufacturer. Likewise, the priorities driving transformation within a consulting firm differ significantly from those shaping modernization efforts in manufacturing or consumer goods.

WHY INDUSTRY CONTEXT MATTERS

Enterprise leaders often ask, "What's the best transformation strategy?" But the better question is, "What's the right strategy for our business?" While cloud computing, AI, automation, advanced analytics, and ERP modernization are influencing every industry, they solve different business problems depending on the organization. Regulatory compliance may be the defining concern for one company, while supply chain resilience may drive priorities for another. Treating transformation as a standardized technology project often leads organizations to underestimate the operational complexities that determine long-term success. The strongest transformation strategies begin with a clear understanding of industry-specific risks before implementation plans or technology decisions are established.

TRANSFORMATION RISKS ACROSS INDUSTRIES

Life Sciences

Few industries face a more complex transformation environment than life sciences. Pharmaceutical, biotechnology, cell and gene therapy, and medical device organizations are under constant pressure to accelerate innovation while operating within highly regulated environments. Every technology decision has the potential to affect product quality, patient safety, regulatory compliance, and global operations. Unlike many industries, implementing a new application often requires extensive validation, documentation, and testing before they can support regulated processes. Transformation efforts must align with evolving FDA expectations and Good Practice (GxP) requirements. The U.S. FDA's Computer Software Assurance (CSA) initiative reflects this shift toward more efficient software validation while continuing to emphasize risk-based approaches that protect product quality and patient safety.

Consumer Goods

Consumer goods organizations operate in an environment defined by constant change. Consumer preferences evolve rapidly, supply chains remain vulnerable to disruption, and market conditions can shift with little warning. Transformation initiatives frequently focus on improving demand forecasting, strengthening supply chain visibility, modernizing ERP platforms, and enabling more responsive planning across manufacturing, distribution, and retail partners. But these projects introduce their own risks when organizations prioritize speed over continuity. Disconnected or inconsistent data and fragmented planning systems can undermine even the most ambitious modernization efforts. Leading organizations, however, continue investing in digital capabilities that improve resilience and efficiency while navigating ongoing economic uncertainty.

Retail

Retail transformation has become a race against changing customer expectations. Consumers increasingly expect seamless experiences across eCommerce platforms, mobile applications, physical stores, social commerce, and customer service channels. They want accurate inventory information, personalized recommendations, flexible fulfillment options, and consistent experiences regardless of where they engage with a brand. Meeting those expectations requires integration across inventory systems, point-of-sale platforms, loyalty programs, supply chain operations, and customer data. Moreover, a Global Consumer Insights Pulse Survey continues to highlight personalization, convenience, and frictionless digital experiences as key drivers of purchasing behavior.

Manufacturing

Manufacturers face one challenge that few other industries experience: transformation must occur while production continues. Factories cannot simply pause operations while organizations implement smart manufacturing initiatives or integrate Industrial Internet of Things (IIoT) technologies. Every hour of downtime has implications for production schedules, supplier commitments, customer deliveries, and revenue. Many manufacturers also operate highly customized environments where legacy operational technology must coexist with modern cloud platforms and enterprise applications. Integrating those environments requires careful planning, extensive testing, and collaboration across both operational technology (OT) and information technology (IT) teams.

IT Services

IT services firms occupy a unique position because they must modernize their own operations while simultaneously helping clients transform theirs. Unlike many organizations, technology consulting firms compete for the same highly specialized talent required to deliver client engagements. Investments in AI, automation, cloud platforms, and internal modernization must be balanced against billable utilization, project delivery commitments, and evolving client expectations. This creates a different set of transformation risks. Delaying modernization can reduce competitiveness, but moving too aggressively can strain delivery teams and disrupt client work.

THE BIGGEST RISK IS ASSUMING EVERY INDUSTRY IS THE SAME

One of the most common mistakes organizations make is borrowing transformation strategies from businesses operating in entirely different industries. Technology platforms may be similar across industries, but business priorities rarely are. A manufacturer can’t modernize like a retailer, and a life sciences company can’t implement AI under the same governance model as a consulting firm. Organizations that recognize these differences are better positioned to manage risk and achieve stronger business outcomes. In the end, understanding transformation risks across industries allows organizations to make better strategic decisions and achieve measurable business outcomes. It enables leaders to anticipate regulatory hurdles, minimize operational disruption, strengthen governance, and build transformation roadmaps grounded in the way their businesses actually operate.

Looking for support on your enterprise transformation journey? Let's talk.

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The decision to move to SAP Cloud ERP, or Public Cloud, actively reshapes how your business operates. SAP Cloud ERP is a “ready-to-run” ERP that prioritizes standardization and deployment speed, but at the same time, comes with the sacrifice of flexibility and certain customizations. Before making the transition, businesses need to understand what they gain, what they give up, why the pressure to decide is rising, and how to evaluate this decision at an executive level. Below, we outline key SAP Cloud ERP tradeoffs by weighing the benefits against the potential downsides.

WHAT YOU GAIN

Faster Implementation Timelines

SAP Cloud ERP includes preconfigured operations that help speed up implementation. With SAP Cloud ERP,customers can go live in weeks to a few months, with most deployments completing in less than 6 months. For example, Alfracell moved from ECC to S/4HANA Cloud in just 12 weeks without disrupting day-to-day operations. It’s important to keep in mind that these timelines rely heavily on how quickly an organization can align change management, cleanse and migrate data, and simplify integrations. Even with preconfigured processes, businesses still need to prepare employees for new ways of working and ensure adoption across functions. Data quality is another major factor, as inconsistent governance can slow migration efforts. Integrations also play a critical role, particularly for companies with heavily connected legacy environments, third-party applications, or custom workflows that will need to be redesigned to fit the more standardized cloud model. Addressing these areas early will better position organizations to realize the faster implementation timelines that SAP Cloud ERP is designed to deliver.

Continuous Innovation

SAP Cloud ERP is upgraded twice per year by SAP, with support packages rolled out monthly. This ensures the system remains up to date and receives the latest innovations by SAP. This also allows organizations to continuously access innovations, such as AI capabilities and process improvements, ensuring businesses remain competitive as technology evolves.

Lower Infrastructure Burden

For companies moving from previously on-prem solutions, SAP Cloud ERP removes the challenges and costs of managing infrastructure. Public Cloud typically runs 25-30% lower total cost of ownership than on-premise ERP systems and means no on-premise hardware expenses, such as maintenance and electricity costs. The transition also takes the security and backup responsibilities off the business and shifts them to SAP. With less infrastructure responsibility, IT teams can focus on projects other than infrastructure management, like strategic innovation and AI adoption.

Standardized Processes

SAP Cloud ERP is fit-to-standard. It implements the core system using industry best practices to create a streamlined ERP installation. The clean core, standardized processes, and strong data quality that Public Cloud enforces also provide a strong foundation for AI adoption. As many executives continue to prioritize AI, this is an important offering.

WHAT YOU GIVE UP

Customization Flexibility

Customization in SAP Cloud ERP is limited to key-user extensibility tools (custom fields, custom logic, custom CDS views) and side-by-side extensions built on SAP BTP. Meanwhile, Private Cloud supports full custom ABAP development, meaning existing Z-code, BADIs, enhancements, and custom reports can be migrated. Public Cloud only supports standardized processes, requiring existing business processes to be based on SAP best practices. This means customizations can be limited. For organizations that require strong customization, Public Cloud may not be the right fit.

Control Over Upgrade Timing

Additionally, SAP Cloud ERP upgrades are not optional, and customers can’t control the timing. This is because SAP controls the updates and sets update timelines in order to keep all customers operating on a single, standardized, and secure system. Customers are notified approximately 6 weeks prior to each upgrade, so there’s time for organizations to reconstruct their operation timelines around the upgrade.

Legacy Differentiation Embedded in Systems

Moving to Public Cloud means a narrower implementation scope, reduced system control, and the need to leave customizations and certain data behind. Customizations in SAP Cloud ERP may need to be redone to fit the core processes. This shift can require businesses to rethink which customized processes are genuinely strategic and which aren’t.

THE REAL SAP CLOUD ERP TRADEOFF

The ECC deadline is rapidly approaching. SAP ECC mainstream maintenance will end at the end of 2027, and when this happens, staying on older systems will become increasingly expensive and restrictive. As the deadline approaches, the availability of experienced SAP talent will decrease, and implementation costs will increase. The limited number of S/4HANA consultants could drive a significant increase in rates after 2027, as large numbers of SAP customers attempt to migrate within the same period. There’s also the increasing cost of maintaining ECC and complex S/4 environments. Organizations that delay risk escalating costs, security vulnerabilities, and a shrinking pool of available system integrators as demand surges closer to the deadline. For many organizations, 2026 is not about whether to move to SAP Cloud ERP but how and how quickly. AI adoption also plays a role, as more executive leadership teams are pursuing AI. The clean core, standardized processes, and strong data quality Public Cloud offers are the foundation that makes AI work.

EXECUTIVE DECISION LENS

The right decision depends less on SAP’s architecture and more on three honest questions about your business. Consider the following:

Is Differentiation Driven by Process or Brand/Product?

If your competitive position rests on proprietary workflows, core modifications, or industry-specific enhancements developed over decades, an SAP Cloud ERP implementation will result in challenges and loss. If differentiation lives in brand, product, design, or customer experience, then standardized processes will be supported through Public Cloud and will offer increased speed and lower TCO.

Can the Organization Adopt Standard Processes?

Fit-to-standard requires experts to learn how standard SAP processes work and then adapt rather than rebuild. Organizations with weak process governance or strong functional silos should weigh whether the standardization benefit will actually be realized, or whether it will conflict with their existing processes.

Is Speed a Competitive Advantage?

GROW with SAP is designed for smaller and mid-sized teams entering the SAP ecosystem with go-lives as fast as four weeks, whereas RISE with SAP balances modernization with control for enterprises with complex organizations, international footprints, or high regulatory demands. If your market rewards fast reconfiguration or new products, Public Cloud’s implementation speed becomes a competitive asset, but if your market rewards stability, regulatory precision, and deep process control, an SAP Cloud ERP implementation can become a liability.

What Are You Willing to Not Control?

Executives should determine whether they are willing to accept SAP’s upgrade schedule without the ability to defer or reschedule. If you are not willing to give up control, this is a signal that Private Cloud is a better path for your business, regardless of how fast or efficient Public Cloud seems to be.

MOVING FORWARD

The decision of public vs. private is a strategic one. Public Cloud asks the business to trust a standardized core and implement customizations in configurations and the processes that sit above the core. With the 2027 ECC deadline approaching, combined with AI adoption pressure, this means executives can no longer push this decision off. The speed vs. control of SAP Cloud ERP is the real tradeoff, and executives need to understand this decision clearly and pick the best strategy for their organization.

For help with your SAP Cloud ERP needs, contact us today.

This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Organizations today have more options than ever for accessing the people and capabilities they need. Full-time employees are only one part of an increasingly flexible workforce that can include contractors, temporary resources, managed services providers, consulting partners, and even AI-enabled capabilities. At the same time, the skills organizations need are changing quickly. The World Economic Forum’s Future of Jobs Report 2025 found that 63% of employers identify skills gaps as a major barrier to business transformation. Moreover, on average, 39% of workers’ existing skill sets will be transformed or become outdated by 2030. For business leaders, that creates an important question: When you need external support, what kind of support do you actually need? One distinction is particularly important: staff augmentation vs. consulting. While both models give organizations access to capabilities beyond their existing workforce, they differ substantially in how work is managed, who owns the problem, and what the client is ultimately buying.

KEY TAKEAWAYS

Staff augmentation primarily adds capacity, while consulting adds expertise and problem-solving.

With staff augmentation, clients generally direct and manage the work; consulting partners typically assume greater responsibility for defining and delivering the solution.

The lowest rate isn't necessarily the lowest total cost. Management effort, speed, risk, and internal capacity should factor into the economics of an engagement.

Complex or ambiguous challenges tend to favor consulting. Clearly defined work with strong internal leadership may be better suited to staff augmentation.

The models can complement each other. Organizations can use consulting to establish strategy and direction, then use augmented resources to provide execution capacity.

Understanding the difference between staff augmentation and consulting for talent needs can help organizations make better decisions about cost, capacity, expertise, risk, accountability, and long-term business value.

WHAT IS STAFF AUGMENTATION?

Staff augmentation is a workforce model in which an organization brings in external professionals to supplement its existing team. These individuals typically work within the client's established organizational structure, processes, priorities, and management model. Put simply, the organization is primarily buying capacity or access to a particular skillset. A company might use staff augmentation when an internal team needs additional resources for a technology implementation, a project manager during a period of high demand, or a specialized resource with expertise that is temporarily unavailable internally. The augmented team member may bring significant experience, but the organization generally remains responsible for determining what work needs to be done, prioritizing that work, supervising execution, coordinating dependencies, and owning the result. This model can be particularly valuable in a labor market where capabilities are changing rapidly. After all, 70% of employers expect to hire people with new skills by 2030. Staff augmentation can therefore be an effective answer to a relatively straightforward question: “We know what needs to be done, but do we have enough of the right people to do it?”

WHAT IS CONSULTING?

Consulting starts with a different question. Rather than primarily supplying additional capacity, consultants are typically engaged to help a client understand a challenge, determine the right course of action, and deliver or enable a defined business outcome. That distinction matters. A consultant is not simply an additional person assigned to an existing workload. A consulting team may challenge assumptions, identify issues the organization has not yet recognized, bring outside industry perspectives, develop a strategy, redesign processes, manage transformation, or help the organization build capabilities it can sustain after the engagement ends. The U.S. Bureau of Labor Statistics defines management analysts—a category that includes management consultants—as professionals who conduct organizational evaluations and develop ways to help organizations operate more efficiently and effectively. Its latest 2024-2034 projections anticipate 9% employment growth for management analysts, compared with 3% across all occupations. Clients are therefore buying more than labor. They are buying expertise, methodology, perspective, problem-solving, and greater accountability for a defined scope of work or outcome.

STAFF AUGMENTATION VS. CONSULTING

One of the simplest ways to understand staff augmentation vs. consulting is to consider who owns the problem and who owns the work. With staff augmentation, the client generally owns both. With consulting, ownership is more collaborative. The consulting partner is expected to take greater responsibility for determining how the problem should be solved and helping drive the desired outcome. Consider a company preparing for a major ERP transformation. If the organization already has a transformation strategy, governance structure, implementation plan, and leadership team but needs three additional business analysts to execute the work, staff augmentation would be more appropriate. But if the organization is still determining which processes should change, how technology should support its future operating model, what implementation risks exist, how stakeholders should be engaged, and how the transformation will create business value, consulting may be the stronger fit. The difference isn't the credentials of the people doing the work, as highly experienced professionals can operate in either model. The difference is what the client needs those professionals to own.

CHOOSING BETWEEN THE TWO

When Does Staff Augmentation Make the Most Sense?

Staff augmentation can be particularly valuable when the client has a clearly defined need and the ability to manage additional resources effectively. Common scenarios include temporary capacity constraints, specialized technical needs, employee absences, short-term project spikes, and established programs that require additional execution support. In these situations, adding capable professionals to an existing structure can increase speed and flexibility without requiring the organization to permanently expand headcount. Staff augmentation is often a strong choice when the client can confidently say: We know what to do and how to manage it; we just need more capacity or a specific skill to get it done.

When Does Consulting Make the Most Sense?

Consulting tends to provide greater value when the challenge is ambiguous, complex, cross-functional, strategically important, or outside the organization's existing experience. A company may know it needs to modernize its supply chain, implement AI, redesign an operating model, improve commercial performance, or transform a business function—but knowing change is necessary is very different from knowing exactly how to accomplish it. Consulting can be especially valuable when clients need to diagnose the root cause of a problem, evaluate strategic alternatives, establish a transformation roadmap, challenge internal assumptions, and so on. In these situations, the organization is looking for perspective and expertise that can help it make better decisions. Consulting is therefore often the better choice when a client can say: We know the outcome we need, but we need help determining the best way to achieve it.

The Best Model May Include Both

Staff augmentation and consulting do not have to be mutually exclusive. Large transformations frequently require both. A consulting team might initially help define the strategy, business case, operating model, governance structure, and implementation roadmap. As execution scales, augmented resources might then provide additional capacity within client-led workstreams. Alternatively, staff augmentation may reveal broader process or organizational challenges that require consulting expertise. The key, then, isn't deciding that one model is universally better. It's being intentional about which problem each model is being asked to solve.

FINAL THOUGHTS

Staff augmentation is designed primarily to extend a client's existing workforce. Consulting is designed to bring outside expertise to a business problem and help the client determine and execute the path forward. Neither model is inherently better. The right choice depends on what the organization actually needs. Before engaging an external partner, clients should ask:

Do we clearly understand the problem and the work required to solve it?
Do we have the internal leadership and capacity to manage additional resources?
Do we need someone to execute a defined plan or help us develop the plan?
What knowledge or capabilities should remain with our organization when the engagement ends?

Answering those questions changes the conversation from “How many people do we need?” to “What is the best model for achieving the result?” And that is ultimately the most important distinction in staff augmentation vs. consulting. The goal is to choose the model that gives the organization the right combination of people, expertise, accountability, and support to create lasting business value.

For help with your staffing needs, let's talk.

Aleksa Simanić aleksasimanic81@gmail.com +381-665789438 General Inquiry Hello, I'm a senior software developer with 10+ years of experience in web and mobile development, including AI integrations. I'm currently open to new opportunities and would love to contribute to your team. Please let me know if you're open to discussing potential roles. Best regards, Aleksa 0cAFcWeA630N6ZqR-ocn4H4T1qRefwxodYPezxXcfIw92BAWtsccvEZd-szKXi-jt3L_IeIXpD8akiGZgLRVPOxnOYzhuNpJmwkASBApoi_1-ZMme-fZcdcwhkZpCU-QbS5FR-Z1gvzl7jGQ1qtLb_IgRC7P4JylWbVN05lHE4voeiKpj3yYBnPNITLwNnZhcPp5bnYHB3wUjdg1EonQvNhO0TSurf-b7ww9UHjEQamZyuGJYflHXpfoj009TL-uQOduJnLS6cv9UeVVzL1FAwgwDquqpPLPgecCHLMO1Fua0XaTolNSo-185KQlBjD70K6mqyZNO6UHETPnieX_0cVQiFI2aiEHiVTWUOJIIUL7W-QZjFGFYLMlKv8vt0wHYrJrNc3_nSgCFLvUYlACuKnyrPKN5vlPIFCa6lBvw-QwgDfbKv1lZj3RQ3yP1Hh0XFw_84SZnhbDDQlhgWKWw1nj44AcJg2NcbtLsDq1joUmHHoMwUd5KhsbXCgLvpsuorMuPmtNICGfCRRZmw1QNp7yd64PIwax5PUfi1gntrZ70VXKy0XcYrX4dc3C2fRBhgHXX_OtSUwSrlrMZxBz8sYPL8pkYJyTJ8J0XvSGCiqw6_i8LLAFoEHy6ZemAAPSZ3fSMlYoYTIJ03e1VhHm927NybfBrLNJeZL4CHpuNB7Pg09144rmF_nTu9rfeTJjcWussUGDUTBJGQKj83jiCnl53Ec1NIWSywfWQlDbFK6k9vHnraE6JTDeafUyPyxFYCwgHmLbXtmaUOmi_8naNkz6NMBxDLjzDDXyZS7dZnN_cDmwzTL-PU6iLx41Equ4gU--bxPQ6VDy4f4KaZYhftHI_IlUWTyUK69Su6f9Q3jdCu1oU7c3PZBScejBTbn_qW1r8zN2DV33b-Z2WX-SdLjorjESFO5QOK4R9x-f301U6o6Zm5UUpgD8ODW7hh-CJuksZwbPH9East7kIaMwsiHma_-R83okWgPZhfYkYLV_on4x3uTgHTBmxazJv-VKBzRgGcYbIgY24CheAIogoCCVHLRtZeP4Pm55QMRNDfiW7Ly6BU2SkZoKg4G7LNqMSaXElosXKEL8vo-il91MBQAoTN8Q7iuQIMqrPSESzhq7Hglf7asV0pe6BW73CqA2UP4xV9_Nuo6dTb5gYGhnEPWNsJm99l0tdWT0lceckyMR9mopeEaC50SFLQCL_kCDKxjKCzDT2CoN5iFkNSg463w6VMd0RvcIPTbK_pIThhcI9XANGLBP5tPpqOmHRHnK7G7AgzOAnXpXLMsEzSW_F71G8GWKwudU6QTO6sBhs6EYmO_Z6vweA2VOLnuTpQ85pyLG5m9NTF6tONvG8whVA0vW9NTFRL28BFIZC3NRbqRzAML2YCsy0aK5iDg5VTrxxLx8dz5b1aBNeM0aX3CVrrrnJQdHjkDjnQ8d3i9cWkGo7agHJgGXOWiMWOHaPQHDuuhIGS7NmaibumSXbCKy5IRL0AhNS55ICf6wk6aB8N0Ura507ib8muRj8OG7X7la1gn1S3fvpPi_RARJChPV3O8_zCVlvT-AeRyIVVRq_qVJm2sWb_LisKEMMezW50xxTPwVKr8dSEKNWJetgaX71c7vIo1Lo7vuirWY87dqAjyYDODvZQsOkAPxTw5fWuMytdqiGNpDGQkOvUi0eCyrTIbTx32goW2Ve28GCBY9Zt-578HhPlQ1SImevFPjq8PTRrbsI6QkShyLF7tFmAAhq2EpQN63QM-_hvuHZLIfsoCl87WQ9KeCj04bHUUwsOom11rmgsvLDHiSCo4pauSeOpZqKqdK2r644RtvKdCOviGw7b_LV8dzaIDeAASAFZfMyYpaoYvHKVmFNAQtMd5cI8l82LKeprj77ydkxD3AkTTIHbYhyTw9xpGyEswF3M4zTnlCLtoH0WkIEvXaM8w0X5eCE-wubos8zccYccvbAUNudRUn5wYW5kCqGGN-LOk75Af4ukVxAvbVCf24oHsQfX_72csy6AS1Gb00NycfSl73Py9gNDQnDBA6sQQLcrIYyOPN0pfAMTIANM8750-ETOWwXMUvXjkhfvA8ry8Q9KDm_Cz7n9BPHcJUpNoxLizGUWxUl4GTcnRYoCVWwJzgw4JRgFw4cxsjmogPph_jf_HEsKomLjWqXaAE6V0DEaQdDV0G2OzE5F2nwj-L8hq2Q34ITNhgsukmd4hugGf0adLTyGuyiwQigqayt586isXxSvbKAKFzvS0pUPbGC8ri-HORezeHUsQZhtZcXS2pypliwBKulVO923UI8 605 180.195.0.17 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 26, 2026 3:26 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Aubrey Bell aubrey.bell@we-financials.com 2488644322 General Inquiry Could you please connect me with the appropriate decision-maker responsible for Business Development, Sales, Marketing, or Partnerships? 0cAFcWeA5qdmTjYhNWnw-3Udd3jnCHXqdDCAdAojBTCLnDzkgvH3twNH_NXqUNDpS1AUUsHiWy33vhs8nsQY9aWT34Ia_23-AIIUjuvW3UPEhIyDHfzKxyXxmmnSNAoyt7V5SuSzGPwQwBfpqbj4WCg6fnqceqdIYBtQDJYWS6b8sydPVMkmVYX4oaHUImSgnFBsanPggO_lED8jKi-xDh_ynCwYRb0nd33sWFpZY_5uWXJdfHso6RRBFetav92Zaapws1BO4TK4eeDEg7Mkwv08Q-oAmb-0Mda60W52edBFjQaKGNUjP4HY2UZmSLFoXjTB5d0rd3fwwkKfMdt_CmTSpsxnDuaZtKKfwRnhzIjZmFWXe707si1U5qa8TpAP5FJNtxM94GLL9z8n-x7xhmZrCUyXij51uuo7TyQbfGpUSG2rcEotMoT7GVulTYeYM0uXlZ1SbjQmvHgv1bw3lnqQVaKgM7W-4QvSje3ApjsKIPtf-8XJ8zOkT79_u8ulhRU9midDFs3At_Zb9D6OiNPEPo_4k2BAQmEk4PHHPyAB8GNc_aMEfv-rwIKjZNp7WTtjPKE8IYNjBWtylp8wwJktlynEu3nIqUdDq-ohvMKKWYdAUkqDwaVoBBjxWnaWsj5F2-kFrJZVXYF0p7LCF4eyqifSFds4KW2YvjhsLzjasnOM5OBeCHf9aXnxXtp2wOswsDgoTmi-HOhCxi5E8cbYFRwWQR67gWXUzHw5mIkzCN79EWqNW9aZ_ley0yKtnGrpLmsW6ekllAWbLar1zChBazkp6ajfD3O31_AsniyFamHT_sne7hpIdFH9Rsy8VxIDbXkS8XfzAgggXii1KFWmvlHvZDxe6MSJiKnAg0I9LzhIqaxaUBgApzVKjgQuIcRlWqKrq7Yuc3DVRgBIddrcjpFO08csE8oUEDedalcQt9AU2zSF5wZNdeuv74de1x3wgL3Co6Sy99eGD1LZTPucxqelCil_nDdpkDkuT8yQTOl5B2TDs4L97pe_-dM-RaeJuWTIzZmn2qjNfQ0hhupFS18lzEb1CL2ziuVNNWRafd1EBiJMKqO0wCSjhfMMt0hMGysajAZzoYyvr2NZspM3hLkh9W1Lbv7bwOtp3G2Bwn5Tg0QqRhv1we08bijbR-DnNXHIGFYjEwjaTjuarLH-rNL1ep1U365p_d2sGAIEweyxv1kIBjecymMklaP9U6BDPXPjZjYswuSQViC7dU6841LN9ADibF9mlv4q4mTTnVobae7rURv8vPhyuWR5_unVs52OjYzrD5guS5HfFkjISV7C8WDHDzlZRHKJOXugXB5eO2y7wLo2oso5R_QDSVXYK8vMLPcp8GdFRiO9bhb-xUXAOapOS2ftxo8kYbekbPdHeQDS7EHZ9C6neNhmlQ2SkBjGoEE-8lJPPKM3Pl6-VUJnNU0jk8tkcmTLY3gqmmn6O1Vty_7fz2qLmwZDjWodHdGJqdAnTEprTwGYy81rQnIab_a9edkGAxrISW-YXqaWu3_Tuel19gjDR_WKuSB2U1x14t1gvQZu_6rhTTx5BTWpR1uMWZOx_uU0KaZrAmTKYKdrKy0hBqgDuZ3pr7NYHapzEyVWuX3q7bD0hzYfbVqBelhgpFH4WJ2CRk_s7dleFJJ5OjhQS8qddZHq1vpyVoiU-A1jSsNXncAJa7nyX7e8SoNybFVmZsFjjG9oQQp3KaXi5PGOtGA17hf2hBX0dMKU5mvhvlV8zQX-Xxzuid6IqhCmjwzA9SYDYpGu_l4MZOsN31tCaf8enihNV0ShEVWhcp8rA2WRLnHRfg-dfIdMoZIUp-Mqbn6yiLbdV8DKhk0Dt_g3GdaCKWVsxS6Ja9PuxSv0YKHTxuF2ubi3GLSpoV__JOJNKwMRJz6pN_b_JfnhY9tYNcirnTn9SHtaS8o1oxwpcspVnoqF765ELhNMlAKexqqpExriebKR8Lz0X25UYFW1J8SYMw666Nyize3ijyU66eFFKp9IorzsFuZ7iaKywcv5Ksk8evBY1d8dHuS-GHntHSIwTe9oS1DYn3V63CcjpcCTN_urMunSZ1Gu4XuziQDj2JOFbz8j1qAyCLhsY67yhkOy0fJSoxX14WJgzKpEmoyhEmxKlmP4X27zw33sM1jgIBcU9OAW5ND5wilI5yIrAWGUDSSCJhuWqgajSBEz_xKTtcF5HRrn0CYVnwKmtz8rURBrIVxGS4hkz_gVpurTOmPaR2tZVXwRWIhk9mHBNGQkZ0Ws4mfNOJ2OFavGn2eV1ZBgDU_D2aOJyjH8EE2j0nQMRJkgYU3XEAArrNhvyKAFFtWtjLgYGTM8mSiMZh9fkihTKi7nhn91QxCJWk5HA1OP1k6cZgFIA9wHNmKzdG 606 223.185.21.146 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 27, 2026 1:02 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Aubrey Bell aubrey.bell@we-financials.com 2488644322 General Inquiry Could you please connect me with the appropriate decision-maker responsible for Business Development, Sales, Marketing, or Partnerships? 0cAFcWeA4Mg36Iy_o4aErY3lzakXIytztQeQPQEUDYrX5yHm3t5MXYxMWLADUG2AU7xjiMLdEHzF-V6YIBIaWV12EdzJ9te3NfQOIxwWmMS9z-GF9zZEWF4XG5AEqAy-yVxLvqnGiG6BVrEsWPIZOukrEexowQIwEBmzaJdrhXK9US5ZmE5AA31_EfreKwbT6HeieakYhPz1fcDL_bhCYJBGrz5FcFa1qY6J7Wongh6UkMZ59JcgalwmHvIL62XqHvsLjpKvGGRHls0yAFX68z7cpBLOFnORAWsPEGToibDXJIsWXT6oGKmw4g-7miSAQna1m4elzIxbtQXeYDdGfil1zaN37iY8kyNibLRZdu11_HusTs3sEj7bNsTck80-xDBgrDJ1Pr4L9keQmPGn-DVqq1GQTAs-CZ90ir37OgjBwDEidtRA3pQDKDEvokrlHcT57huJvzkwV0nzQimK5Lq_dTdO0Wjy8zI-lZl9-ZJloxWYfdK34lGTmykycG1qJI3luDFtXpg9ykysYVBeQkBWAGgmsNlv5-kfzlk9KiD9G8ikIbdbzoCLIaihibXS2Ac5qjX6oCXuGrlBqMwufIt9IuM_tVV_1XbWiRo5nXCfeZU2exCmkIx5DeP79jQqruTv2twlk8mTtVZ7SCoAoxyG6h_ec6g3kcvaQYcVyLx-jh91KwY6STltXUPKgMSeHfX2lc2dSwD8KOd-VXcgHA6qqG1i9dXEulH6m5-c-PLgRGU2KhYErD1WuoleRrSwL8dnKw21BoU-8BhnCIlhCFY9UL5rw8odG4qrQB_Ox3Ty3ny4SeThs3jarLxTUqaGDDo4opmKhPnd8LPu3C5meYtSYQmj7HnwNCfdCzDtapRqudBxn-xXOqwkoN5P-DIrS2RWQX1dSlWJdnZ974fXy11K7dQUBZy4Zoc6by2mJ4f0TgxGsc0bnKRec-kaDmS9RmNAx9cbr2KFxIgLV_AyOrAdTT6GwkpXMiEcamevYVXP2qt8QYfScxsvlLVDnlv8pBaR59L0aG9z6BgBGTjm77W2YzYEIPn61KBJd_TGt5ggkCNtJ7xdRciYfQoQ92zCOnYramIUgezgFmBTFBSvL275wYVI4BQlxhOmx_RlSyOgTlyIj-Zfo2AS4BjA55ZHeeKA_IiPvavbbm095CmKJfcR0LobaCZaRE24zbekOk86fSYi-UGz6p5Xe-rnHs-1s5VCRBbV6aA4kLAiOuTGUXrDo1W-AbnogWRuACkh8blNyvrblODRB-UvY70V7NPhZE_Io1mApqzjWD33f9_7NSbV40MfexzYItwYPuhRiqowCKFuROTL5fAyWxHEsM6lGpwd-_UmGB5LWB1M3FTZ4K2732EPbw-N-kwLCwkYszGpOTz9kSpfkexxwW7GvI5EQbN_qvIEMoU8VE39ho1N2FHxaHphEl-qovLUfRTRKHG0V_8gDwyoOZrSPYibVbEnW0TDm9u74UjTxsh7cBuYxt-ORxGtr66DGYa7ZD-FCZj2a65r9q2YXAT8-3_HvCNjUCJzacMAqeI3SBxm_w8lD4BOOUrJ3G1cB81vKZXYUPSaNZzGpxsrNXYCxr2k-wVmgQNr4Sx3g71VA4dFq3hDxGT4kLStotdtJGSkLg_sJ80yNBDvwtrzBKk1gNs3yrzF-3iUJiLH5-pIHCpgCoc7UxeXl_XlGa4kKa3JmVVWHIW6pEoac90MYGGVFB5lYzm4205CUah9hJ5165oTKC1DYu03SXCC-Z8cDmel2ETUSoC2YEztfZ7w3PAYX-HbCgBizO3q5Hm7w7NztvwXin-eVb4NrT0aM4wEeANjg2Gt_Eox-iytIL7an0m8w9vKdLMR41cuupctZzhJ2xSLrAmBwb9ZtCVga5UL_jpQgk2IAdqONm_UJOVj0jcGoo6dU8NCT84yteSgtqtq2DqExllpE46-WR3R0C2PvUCcay-UeV9Q1RgE-pBwJw2_QFfSDx1BdhG_kC18k4SLKCYfP_JlCZDlnEjgrsEo7NlIAJPk09E0uLXCPb6H-sz3DocIjaOExpvji4b3vOfqDDzgjLHMvifN0nADryi8FP6zTW9YURYr4Xr0OL_HpbNk8mDzrZFQYqTmihkCUspNq523YclFoYLF1ZMSLAhvr74g1OkSbMr7Oi73Ki8bqF1oWE4RARmyfsr5e7GvzyOR20-Mv7NT82lWeYoa4Q9RGbsOEc0JfofG6Fem_-qGnVqOAMlsJNPZ_mbMR6aAYR2VKy3TwRTcprX66XFKGEJGUpmvJILNDvOTWqZoBwdDtax8J6WU2R6nw5fg7SSOc4tcqNGQXBfXUFSyvVBXv_OPxc9gQn5_I2xLBPT5sQL_LwaFZz0ZUl7aA4fJqPssPTUGJLojrXI8YtWOBsf1oHpffPjA 607 223.185.21.146 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 27, 2026 1:03 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Amanda Johnston alfonsoa1231@gmail.com 9196043533 Finding a New Position Hello, My name is Amanda Johnston, and I’m reaching out as I actively search for my next opportunity. I’m hoping to connect with a recruiter who may be able to help match my experience with current or upcoming client needs. I have 12+ years of experience across project and program management, Agile delivery, Scrum, product delivery, and organizational change. Throughout my career, I’ve led complex technology initiatives, enterprise modernization efforts, cross-functional teams, and transformation programs while working closely with technical teams, business leaders, and stakeholders. Most recently, I worked as a Senior Technical Project Manager with UnitedHealth Group through Insight Global. That contract concluded in April, and I am available to start immediately. I’m currently considering permanent, contract, and contract-to-hire opportunities, including roles such as Senior Project Manager, Program Manager, Technical Project Manager, Delivery Manager, Product Manager/Product Delivery, Agile Delivery Lead, Scrum Master, and Change/Transformation Manager. I am based in the Raleigh-Durham area and am open to local hybrid and remote opportunities. I’ve attached my resume for review. If my background aligns with any current opportunities you are recruiting for, I would greatly appreciate the chance to connect. I’m also happy to speak about adjacent roles where you believe my experience could be a strong fit. Thank you for your time, and I hope to speak with you soon. Best, 0cAFcWeA4ppEIqmTPqun1AXGbPwnLq4__10WoLl_F2uS1aV5QY-wlhHKRzi2Lvc5jdSO_uzM6PCjc3rlEY_wbKpgT5nheykAWhs1-2eyiXtY-DlK0pJYHis-ygbRhqz5wQOXqua0QNbs33E_Dx7GHl48AVMcgCmqDDYxbB8DP7BnGLyLK1DeY6IFCjRJLFs2K-Q0Ao6vXnj-g2kCck3ixsbkSnhWocku0-D0azTVQcTg-S4_dxjDazxn9C1bvNHgIRRPPUygBKRaAUzvkdvqmIGXH4h76mBOQD_Xt6ni7FtWs11nyONA8tmCPrS8NI6jG8CT0JwTZIC4H1zui6zYINYQ6AoxJml0PuqQgygej34iz1HI6tKrMYFwR8CDZYjZvqWCNqSL5VaC3aqh-ZlyKYj-LW1N_fDPMGEaxtRwQRkcxwb4d7bw4P9VIOQOx2dkQ9tQIEfHufWm79rIVeKApS0OU9orAs3WdYeqJYHhKvdq11k01Wv0FskyZCckM6AF-InoL1YWAoC17id5WQHS7HKpZbzzOBmSsWhJkIBcH0zxtv-J9WGjH7f3iRCsVrvX9NMHGFHUz66yfq7mqVBkq7SeBRKV8Ld79RCUaf8obZMNuHdtEHIA-3ganF_Fughdy4HjeOjMYE2hDXciDA2vcC0Mm9NBnEP64fMKjRvIc7i9DqPQJ47mTjw0zNibiB5FMT3HhQSljKWaAGTcQBTcg1SyzBb9SrUr9wzY0FKeqZrwlDoe3WJD_a7IqOuE1jaIdKtIdeKDvqlBPz2IwWniKuiexxGO-8ao4QQv4P6kx0wRRLk6oLj0pMCYwbaRdDxVTDOx5eMzqMO3glB38sgpHQjNazkeZzsQsi1lIGdwcL-wkQEMlmpfNbTXDUl-tiCpONMPDxOz2-fbL3uIv7L6EUmZEhrprYMtUzBV37An1c6gJQJerzO_Plb4kO4tLCSRv2qkG5OAzAcJalo_C4hx1SZp3eDk_wdUSYQSLa9qE8osWdhxIMfL75SEEKh3ztYGbab3KqPCp2PTKUaVeYa2Odqz36e94GnjDIbjEppNSXREk_fMrg36qwAamGbf7Zpx7Y7YvYbUoFUbsvA2iWdxUylW-pygbx5xdgUFfsxGe3iTlM_SzVSLMprZ9zAkdn6MSvUptO1Iuzj84NgfmNehKcuKUduzfl0FvLwcGK1P_-XFoTWO6gmSrRdiGUpf_EiaRGm_gi89l8lHNbwf7YKxm_ibDSwVJHy2A30NHIvCglKq3C2lgkMt2iBKtzM7cTsIJN1H5HcoEESdxKJF_5NzYyoDRsay0NBNzx3l0WZz0LKqCrRjvu4pqYgt3Op69asHagnmgPWZqt6EOqBpnHY5-miKggS5IYz018oCxuHXJiRP7uIlsNxxg8ZvCJWocbAqWU0k78mI0_tfxRUUXjvh4gzyEvbYX8UWqxFjX4M_wye9EaxVPwf5ALG9CEId1Xwug4sGNvvkuihTY8QpaFOAbi5OiFjsxYTmx6zwQ9ouRmwOOxMR-lc5JO-KMUBg06sBLG2yoPM2amF9sr7ureObz3kY9gG0hLnLy8NnyBxrfzvnrSuPjuAzxIMeMCDeobvMLp_SIRnOMMjwmgjd2mvg9iBgFvzLmT-b_NZr68tfN1wophJWsHAShF0c52Exr1uIzKW_PI2tOcJIU0wBk2nl0uESnSFxGjUkFgJI2DpKcUGfQ3VNzZv_jWXWSV-_QqSKNQ23mnlIUhHbZY8k4o5mg1ibkhxBE2w8bES5UKvQBXJp3ZFNixXHP5pETa026bHPw9XWwULQTOrg-IN7Id7dGoTc3ZkXru2BhYs2YSRrY1beJCNYjwEy3roJl9_0-hK_V9zSj4bboqJ_3vYHDTUAW_yId00WwW73KPcsevCi8iE34xHXcy6b8rYADuovCLtDN-E5dHziDL_jKN-Yrdi5zEFOt2aA8Im5ptgyfDPLXsDTG7bLr6DceoJCQP7Pq0LWj8xLzBduLrqhyeWZMYI1lp0lya00Bc4ukB3cebkyYM0DcHmGCnijQW_APrXeYnAC2fOlaKRhQSXmikc21v4CHNk2r8ywm9pnEphlWVKzB7MyTDGMJAxVJqEUVVlh0J09K3Sa2qJ4DoanvnR9xccVuaU2Eby06hltQTE0wKbmy0gaie_UDSu_GIIQWSt_DSirKsjVlMQp5QyVivIpeEQ8DCPIsy86QCy9scI9K3O-QxQToVpoaF3Ppi3YAZY8NwrUDvPSZMSxdNcFECiyKS_TEX6kqo_rX0PyNX2DXrQ6-XDFFZ_ZPw6hcHSUAbTEAO1fZkfLmEZ2dycEQ_57eOZmDTdzDi8xQUj8JXMgCcgZ14aAW7A08n4UTgEydyZqdh5RTxluFv871W_pgPOoclfPe2Wzk0V0YOjie9yQ 608 136.56.122.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 31, 2026 4:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Amanda Johnston alfonsoa1231@gmail.com 9196043533 Finding a New Position Hello, My name is Amanda Johnston, and I’m reaching out as I actively search for my next opportunity. I’m hoping to connect with a recruiter who may be able to help match my experience with current or upcoming client needs. I have 12+ years of experience across project and program management, Agile delivery, Scrum, product delivery, and organizational change. Throughout my career, I’ve led complex technology initiatives, enterprise modernization efforts, cross-functional teams, and transformation programs while working closely with technical teams, business leaders, and stakeholders. Most recently, I worked as a Senior Technical Project Manager with UnitedHealth Group through Insight Global. That contract concluded in April, and I am available to start immediately. I’m currently considering permanent, contract, and contract-to-hire opportunities, including roles such as Senior Project Manager, Program Manager, Technical Project Manager, Delivery Manager, Product Manager/Product Delivery, Agile Delivery Lead, Scrum Master, and Change/Transformation Manager. I am based in the Raleigh-Durham area and am open to local hybrid and remote opportunities. I’ve attached my resume for review. If my background aligns with any current opportunities you are recruiting for, I would greatly appreciate the chance to connect. I’m also happy to speak about adjacent roles where you believe my experience could be a strong fit. Thank you for your time, and I hope to speak with you soon. Best, 0cAFcWeA6LjPrmjOTg7i3XujDdLH5N88rV3_MztiyeZZvLBpoNJe1IvYEM04KJ2-exlTvJ1cccusad6cmkcBhN1Xr_vjLtGPeghWjzQEOZiRccXZWh6_vrDT1TH7aHIQ-VIVDmzJoOjdLLhl72LGssmBwQ04RBz5lCgxjUb4kAujfU-36x6dRI0-I_s1hhJQvuTm-Avi2B-BJUdIDOojNxc__89PkHcDZMm7NkGGO2XTsh1T1zy3QqlaLie6UENVCYW8hpTzzPos1LjAMioNaRog4yTaVd0IFFTaz7LD_yymu-WCbKSlxhwWb5hFWTJim1t5IB6lvkqrl42ZQyY7U0JtXNJpEwKOJZoqHFkztX9gK7KZ4GGLEKFirc_hd9us48_Q0mTLeYLvNtadcsTaeC8MZNQqsAOOFgWQmbcRPR9KTKfvZveZg6kI6UAj3op0_v3Tw1tqn7WxjhY9HddA5rE9fEnH7pPkglrMkExhg0PEWE4R4-8ShdgRogrIPyNs5IyJ7k0TThd8w0T6LCSkxboOo9QJcoM0-FFnzdBDduRyMMHBbwN6AWltxf8rM2gn5bnBGWMf4zVoMw_3NM71kGxyIUhA2T-AbbNenRqCO6s6CzNIXCrKZjbEn-hemjfXbCg7MHpSdcAS4rIEeD1_vTk4DOMnz4YXf8zwOks91wFGVayVhoyYuJGtPh_kL4V9Bom3C0zAo_6MnZ4U7HNtvz-c88Qsh0y1uiJHXbsRAmiCY5cKz7LVI_jzui_NLkflCtEwy7pFXkm6UvdCwJIVDlk01dPonHs5u-1VsnD68xdKYALJzVwzkDIQKf9c1Sj1Cas6dks0kWFq8QTl4xO3UoCgVyr-VVvWQAdqjAvP1Ol02QhbjbqL9qbQV6Ey1pQSxrTl4gKhBgDTwWUf99hh_sq47XLDRvQuNs1Hy-ES67WwRMtI741MQI6lv7dvQNeL035nxl8nJZSMvVygiaF8YKxE3gfhY1z3b1hLbdWNqX-e6FS642a8Ywvjm5NqwnUXgDMLq4nwOte9qx2vklzYVYXqi6mCDMM1WkFyHfgRN1jmrmb2BANyZCUNYoQ19eoQ5SRkYCiOu8SPE944wbs3lJTr8cj1h0m7g-JfPVFE6E6RjuxcU_XFGScarobUfOj8KvKmdRi094fGZ7reBGJ58vRfWbgWhEKTfuqXuKavQCdjrw4FNY5MysHvFF-Yg-CWQTcMD4JQ6Tz4Ug0m9XfG-apjJFcMP4JDykszM8D9zHhGFZB8qDMjwD0BPt9V6M3_fk7Ia3CF1nCtpdwpiLJlqAs3n5JeM8gumLWQl_1rVfrgcF25sBr5KiFp10lEGvwAPtEpqtSVa1ZJIUIwqylFx7qgiLdggK-l1GK290qtRKQysdzld0T7BeNODEDeXAHfisEHP5NQhDJtu1KjOwJakNp53z_sV9finR88E4Ba1fRLctZywpJUNXtK42gfQ9fq1KtvMbDrFqqtUooKHZPGBEiEemhXKwVzf1Nree9DyxciEPPrZZiKG9entuIg06kBZ8d8rjZGqWr25num37CUp4yyUo6HRnai0Kbsp63gzZy0ol3MN3CJb7Rir84LOW03UVB4jnKNkFORfGeiaZ2HTEJY1SF9fJcczoFj_JzyUwcWSpxcP4qwdIGOt4ADQd70cWwGXXntslTgjZl-BrYc478bY0ZxCYbokAuZwiL5Gis_Ez5HOAow79vVObfl-MwenvOzcQANxAOR-MDWn_ONX526XE7td03GFz3pg-J0LS8-Bjh4vPvZxauXlpaxB6uu0QuRk0O-1YKktYBWOxQlCV3Rs34H1_IY2xK8YaRU-fcpK5kmPrvM1PWjPhdgmSxZEb_P1bNtnyhR1VPKe7VkzC6ofJThRX0fpcfviUVasokEyjsLatfcOZnLg-AP7JDM_D_RSGnyYo-0fqGTTTTQUUdqZO5_q3jmzUtjfbYXbxKe1dLLoiPrpJqO8GXgsGs3KdXJ-nhTLrDtyLHR2cRRiT_REKKFCbfKpH9zk6ikrWT0SfU05Kh03m-QyPL6RGr_LgepvsmhCkZRgvbcBgvTzsW0eaElomB4_AzePluIjyjNN-_q7K1QcSpLHrHydbh0pGCMoUnj90TX2ya9BaJvGSboTSj_oYkQM8tAGcqfb_mVwtxdbJ9n2a-wWAFabXdZJC4qPFE6k9z8FqtrC-ehcYBd1EEEIiAL-uVpYpxiVPO8HxRWRbvX2HEY9FncquN6p9rtYX63U7F3G_zkILFAeY0ehNdlUuvrxl3QaxzvCLXpzHgojn_Tc2B4fMMssQvkLQcsTwGq9ixGqFkENm_D7GHsC4S9ArIN8WhWsCjfQpXmFZEmLPBhY4k3MMIEBpU6PIjejCue6MvGR0dmJTwTVoYfI4G9GQSbl5tM42GYB4pwEW55x7tAz-TVD6teiJcT5m1l98mG_hSzS0Ar8Nz6oigW1naz0n13q0r8UWIFDUz6ndVFk3WKSVEoWyD0Btpehw84ibd5Svtqkl 609 136.56.122.3 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ August 31, 2026 4:52 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Master data sits at the center of an organization's most important business processes. Customer records influence order-to-cash. Supplier data affects procurement and accounts payable. Material and product data connects supply chains, manufacturing, inventory, and commerce. Financial master data helps determine whether reporting accurately reflects business performance. When that data is inconsistent, incomplete, duplicated, or poorly governed, the effects can ripple across the enterprise. And the problem becomes even more consequential as organizations pursue AI and advanced analytics initiatives. A 2025 Gartner survey of 1,203 data management leaders found that 63% of organizations either did not have—or were unsure whether they had—the right data management practices for AI. Gartner predicts that through 2026, organizations will abandon 60% of AI projects unsupported by AI-ready data.

KEY TAKEAWAYS

An SAP MDG foundation starts with governance. Organizations should establish data ownership, standards, decision rights, and business objectives before focusing heavily on configuration.

Tie MDG to specific business outcomes. Better supplier data, faster material creation, stronger controls, S/4HANA readiness, and improved analytics are more meaningful objectives than simply “improving data quality.”

Define what good data means. Establish measurable standards for completeness, accuracy, consistency, validity, uniqueness, and timeliness based on the needs of each master-data domain.

For SAP organizations, establishing a strong SAP MDG foundation is therefore about much more than implementing another technology. It's about creating the people, processes, standards, and governance necessary to make trusted master data available wherever the business needs it.

WHAT IS SAP MDG?

SAP Master Data Governance (MDG) provides capabilities for centrally creating, changing, distributing, consolidating, and governing master data across an enterprise landscape. SAP describes MDG as the governance layer of the business data fabric, designed to bring master data, policies, and metadata together so applications—and AI agents—can consume trusted information. The platform supports capabilities including consolidation, data quality management, central governance, workflow, mass processing, and auditability. But implementing the technology is not the same as establishing the foundation. As SAP's own MDG learning content puts it, “The path towards master data management does not start with the implementation of software.” Instead, organizations first need to recognize master data as a company asset. A strong SAP MDG foundation establishes who owns data, how quality is defined, how governance decisions are made, which processes should be standardized, and how success will be measured before technology is expected to enforce those decisions.

WHY NOW?

The urgency around master data is increasing as organizations connect more applications, migrate to SAP S/4HANA, expand automation, and introduce AI. Recent research commissioned by SAP and conducted by GigaOm found that 41% of organizations cite poor data quality as their number one barrier to effective AI adoption, while 39% say data silos hinder real-time decision-making. Fewer than half (45%) reported having full visibility into their data assets. These aren't exclusively technology problems. They reflect fragmented ownership, inconsistent standards, disconnected processes, and unclear accountability. SAP MDG can provide the mechanisms for addressing those challenges, but the organization's governance determines how effectively those mechanisms are used.

BUILDING YOUR SAP MDG FOUNDATION

Start With Business Outcomes

One of the first questions in an MDG initiative should be, “Which business problems are we trying to solve?” An organization might be trying to reduce duplicate suppliers, accelerate material creation, improve customer onboarding, strengthen financial controls, prepare data for an S/4HANA transformation, or establish trusted data for analytics and AI. Each objective can lead to different governance priorities. Defining those outcomes early helps organizations avoid treating MDG as a technology implementation in search of a business case. It also provides a foundation for measuring whether the program is actually improving business performance.

Establish Clear Data Ownership and Accountability

Technology can apply a validation rule and record a change, but it cannot decide who should be accountable for the meaning and quality of a particular data element. That requires an operating model. Organizations building an SAP MDG foundation should clearly define roles such as data owners, data stewards, process owners, approvers, technology teams, and governance councils. Just as importantly, they should establish decision rights. Who decides what constitutes an acceptable supplier record? Who owns product classifications? Who determines whether a new validation rule should apply globally or locally? Who resolves conflicts when business units have different requirements? These questions become especially important in global organizations, where governance must balance enterprise consistency with legitimate regional or business-unit needs. Recent Gartner research reinforces the importance of taking a proactive approach. Its 2025 guidance on designing a data quality operating model warns that many organizations still address data quality reactively as problems emerge rather than establishing preventative structures and controls. Gartner recommends building a comprehensive operating model that provides proactive data quality assurance. That means governance cannot simply be an escalation process for bad data. It should prevent bad data from being created in the first place.

Define What “Good Data” Actually Means

Organizations often agree that they want high-quality master data. They may have less agreement about what high-quality means. A strong SAP MDG program turns that broad aspiration into measurable standards. Completeness, validity, accuracy, consistency, uniqueness, and timeliness can all matter, but their importance varies by domain and business process. For example, a supplier's banking information may require strict validation because an error creates financial and fraud risk. Product attributes may require completeness because missing values interfere with commerce or supply chain processes. Duplicate customer records can fragment the organization's understanding of its customers. SAP MDG's data quality capabilities allow organizations to define, validate, and monitor business rules and evaluate the quality of master data against those rules. SAP's current documentation also describes the use of machine learning-based rule mining to analyze data and generate potential validation rules. The key is to connect those rules to business impact. Rather than measuring data quality simply because a dashboard allows it, organizations should understand which quality dimensions affect cycle time, compliance, reporting, customer experience, supply chain performance, or other strategic outcomes.

LEARN MORE IN PART TWO

A strong SAP MDG foundation starts with clarity: clarity around the business outcomes the organization wants to achieve, who owns and governs master data, and what “good data” actually means. With those fundamentals in place, the next step is putting that foundation into practice, designing governance around business processes, understanding the broader master data landscape, and preparing for future priorities such as automation and AI.

Click here to read Part 2: Building Your SAP Master Data Governance (MDG) Strategy.

A strong SAP Master Data Governance (MDG) strategy begins well before workflows and technology are configured. Organizations first need to establish the business outcomes they want to achieve, define ownership and accountability, and determine what high-quality master data means across different domains. In Part 1 of this series, Building Your SAP Master Data Governance (MDG) Foundation, we explored those foundational elements and why they matter.

KEY TAKEAWAYS

Governance should improve the process, not automate inefficient processes. Review approvals, handoffs, exceptions, and ownership before translating existing processes into MDG workflows.

Build with the future in mind. A strong MDG foundation can support S/4HANA transformation, data integration, automation, analytics, and AI by creating more trusted and consistently governed enterprise data.

With the foundation established, the focus can shift from defining data governance to putting it into practice. That means looking at how governance fits into end-to-end business processes, how master data moves across the broader technology landscape, and how today's MDG decisions can support SAP S/4HANA transformation, clean core principles, automation, analytics, and AI.

BUILDING YOUR SAP MDG STRATEGY

Design Governance Around the Business Process

One of the risks in an SAP MDG implementation is reproducing an inefficient process digitally. If creating a new material currently requires excessive handoffs, unclear approvals, duplicate reviews, or unnecessary fields, automating that exact process may make it faster but it doesn't necessarily make it better. Before configuring workflows, organizations should examine the end-to-end process. SAP MDG central governance provides change-request-based master data processing that can incorporate workflow, staging, approval, activation, and distribution. It can also use SAP and company-specific business logic to prepare master data for downstream processes.

Understand Your Master Data Landscape

Most organizations have master data distributed across SAP and non-SAP systems, legacy applications, acquired businesses, data warehouses, cloud platforms, and specialized operational solutions. Building an SAP MDG foundation therefore requires understanding both the current and future data landscape. Organizations should identify authoritative sources, downstream consumers, replication requirements, dependencies, integration patterns, and places where duplicate or conflicting records currently exist. This becomes particularly important during SAP S/4HANA transformation. SAP notes that MDG consolidation can help organizations prepare a high-quality, non-redundant master data repository ahead of an S/4HANA implementation, while central governance can help maintain that quality before or alongside go-live. In other words, data governance shouldn't be an activity postponed until after an ERP transformation. It can be part of what makes the transformation successful.

Align With the Clean Core Strategy

For organizations moving toward S/4HANA, MDG should also be considered within the broader clean core strategy. SAP describes clean core as an approach designed to keep the ERP core standard, stable, and upgrade-ready while still allowing organizations to differentiate through strategic extensions. SAP specifically identifies strong data quality alongside resilient processes, integration, and efficient operations as part of that approach. This matters because master data governance decisions made today can influence tomorrow's architecture. Rather than recreating years of legacy customization inside MDG, organizations should evaluate where standard SAP content can meet requirements and where differentiation genuinely creates business value.

Build for AI and Automation from the Beginning

AI can accelerate analysis and automate tasks, but the quality of its output remains dependent on the quality and context of the data available to it. Gartner research goes so far as to report that only 4% of organizations have AI-ready data, while poor data quality can reduce AI performance by 30%. SAP itself is bringing AI deeper into MDG. In its 2025 release, SAP introduced generative AI capabilities for areas such as assisted master data changes and natural-language summaries of change requests. SAP has also introduced Joule capabilities for working with business partner data and reviewing MDG processes. These developments make the foundation even more important. The more decisions and processes organizations automate, the more consequential governance rules, ownership, and data quality become.

FINAL THOUGHTS

Building an effective SAP MDG foundation and strategy requires organizations to answer foundational business questions: Who owns our data? What does good data look like? Which standards should be global? How should governance fit into business processes? Where should automation replace manual intervention? And how will we know that our approach is creating value? The technology then becomes an enabler for those decisions. Organizations that begin with ownership, standards, process design, architecture, quality, and measurable business outcomes can create a trusted data foundation capable of supporting the business processes and initiatives that come next.

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SAP programs depend on specialized knowledge. During an implementation, migration, optimization initiative, or other transformation, organizations often supplement internal teams with contractors and external specialists who bring deep technical and functional expertise. That model can accelerate transformation, but it can also create a gap in expertise when contractors leave. This is especially important as SAP environments become more complex, and the demand for specialized skills continues to evolve. SAPinsider's Technology Leader's 2025 Transformation Report Card found that organizations continue to source critical capabilities from partners during transformation. Among "Digital Adopters,” 56% identified SAP S/4HANA as a critical skillset they had to add to their teams or source from partners. Other commonly sourced capabilities included integration, data management and governance, cybersecurity, analytics, and AI and machine learning. External expertise may be essential during transformation, but organizations don't want critical knowledge walking out the door at the end of an engagement.

KEY TAKEAWAYS

Start SAP knowledge transfer early. Build transfer expectations and internal ownership into the engagement rather than waiting until a contractor's roll-off date approaches.

Prioritize the knowledge the organization can't afford to lose. Focus on expertise around configuration, integrations, customizations, data, security, recurring issues, and other areas where losing context could create operational risk.

Capture the “why” behind important decisions. Internal teams need to understand not only how the solution works, but also the requirements, alternatives, dependencies, and tradeoffs that shaped it.

Turn knowledge transfer into hands-on learning. Use a learn-practice-demonstrate approach so internal employees perform critical activities themselves and demonstrate their ability to work independently before contractors leave.

Effectively managing SAP knowledge transfer requires a structured approach to identifying critical knowledge, transferring it through practical experience, documenting what matters, and confirming that internal teams can operate independently before external resources roll off.

WHY KNOWLEDGE TRANSFER IS A BUSINESS CONTINUITY ISSUE

When organizations think about knowledge transfer, documentation is often the first thing that comes to mind. But the most valuable knowledge held by an experienced contractor may never appear in a configuration document. Consider what an SAP specialist learns during a long implementation. They may understand why a particular configuration decision was made, which integrations are unusually sensitive, where historical customizations create dependencies, which recurring incidents require special handling, or why the team rejected an apparently obvious solution six months earlier. That is institutional knowledge and losing it can create operational risk. The problem extends beyond SAP. LinkedIn's 2025 Workplace Learning Report analyzed skills lost through employee turnover and found that business strategy was the skill most at risk of net depletion. Other vulnerable capabilities included strategic planning and project planning—skills that depend heavily on experience, context, and institutional knowledge. The same research found that 88% of organizations are concerned about employee retention. The implication is clear: losing a person can also mean losing the context that person accumulated.

Note: Documentation Does Not Automatically Equal Knowledge Transfer

A contractor can produce dozens of documents and still leave an organization poorly prepared. Documentation captures explicit knowledge, like configurations, procedures, architecture diagrams, interface inventories, testing scripts, runbooks, and troubleshooting steps. But knowledge transfer must also capture tacit knowledge—the experience that tells someone why a process works a certain way, when a standard procedure isn't sufficient, and where to look when something goes wrong. APQC's research on knowledge management specifically highlights the role of subject matter experts as an important driver of effective knowledge transfer and successful adoption of knowledge-management practices. That means knowledge transfer should be designed as a learning process, not simply a documentation requirement.

TIPS FOR MANAGING SAP KNOWLEDGE TRANSFER

Start Managing Knowledge Transfer Earlier

One of the biggest mistakes organizations can make is waiting until a contractor's roll-off date approaches to begin knowledge transfer. By then, both sides are under pressure. Contractors may be closing deliverables and resolving final issues while employees are balancing handoff sessions with their existing responsibilities. Instead, knowledge transfer should begin well before transitioning. Knowledge transfer expectations should ideally be established when the work begins. For each contractor or external team, identify the internal employees who will ultimately own the solution. Define the knowledge those employees need to acquire and establish milestones for transferring it throughout the engagement. For example, an SAP integration specialist might initially lead interface design while an internal employee observes. Later, the internal employee could perform configuration or troubleshooting with the contractor coaching. Eventually, the employee should lead the work while the contractor observes and provides feedback. The objective is to gradually shift ownership rather than suddenly transfer it.

Identify the Knowledge You Can't Afford to Lose

Not every piece of knowledge deserves equal attention. Before a contractor rolls off, organizations should conduct a knowledge-risk assessment. Start by asking where losing one person's expertise would create the greatest operational or transformation risk. That could include:

Configuration and design decisions
Custom code and extensions
Integration architecture and dependencies
Master data structures and governance rules
Security roles and authorization concepts
Batch jobs and interfaces
Data migration logic and reconciliation procedures
Recurring incidents and troubleshooting approaches
Business-process exceptions
Testing strategies and scripts
Reporting logic
Key vendor and system dependencies
Decisions made during design and the reasoning behind them

This exercise should go deeper than asking, “What does this contractor do?” Ask instead: “What does this person know that our internal team doesn't?” That question often reveals knowledge gaps that a role description or project plan will miss.

Transfer the “Why,” Not Just the “How”

One of the most valuable things an experienced contractor can transfer is context. A configuration guide may explain how the system is configured, but it rarely explains all the conversations, constraints, compromises, and business requirements that led to that configuration. Those details become extremely important months or years later when someone wants to modify the solution. For major design decisions, capture four things: what was decided, why it was decided, what alternatives were considered, and what dependencies or risks future teams should understand. Imagine that a future team discovers a custom process and assumes it can be replaced with standard functionality. Without the historical context, the team may repeat months of analysis or unknowingly reintroduce a problem the original implementation solved. A concise decision log can preserve that context without requiring hundreds of pages of documentation.

Use a Learn, Practice, Demonstrate Model

Passive knowledge transfer sessions create false confidence. An employee can sit through a two-hour demonstration, understand everything in the moment, and still struggle to reproduce the process independently three weeks later. A stronger model has three stages:

Learn

The contractor explains the process, configuration, architecture, and relevant context while the internal owner observes, asks questions, and reviews supporting documentation.

Practice

The internal employee performs the task with the contractor available to provide guidance. For example, instead of watching someone troubleshoot an interface failure, the employee investigates the next failure while the contractor coaches.

Demonstrate

Before roll-off, the internal employee performs critical activities independently while the contractor observes. This last stage is essential because it turns knowledge transfer into something measurable.

LEARN MORE IN PART TWO

Effectively managing SAP knowledge transfer isn't tied to the number of handoff sessions completed or documents created. The real test is whether internal teams understand the knowledge that matters most, have the context behind critical decisions, and can apply what they've learned independently. But transferring knowledge is only part of the challenge. Organizations also need to make that expertise accessible after contractors leave, connect technical knowledge with business context, and confirm that internal teams are truly ready to take ownership.

Click here to continue to Part 2: Preparing Your Internal Team for SAP Contractor Roll-Off.

A successful SAP contractor roll-off isn't simply about completing a checklist before an external resource's final day. It's about making sure the knowledge developed throughout the engagement remains with the organization and that internal teams are prepared to use it. In Part 1, Managing SAP Knowledge Transfer Before Contractor Roll-Off, we explored how organizations can manage knowledge transfer by starting early, prioritizing critical expertise, capturing the context behind important decisions, and giving internal employees opportunities to learn, practice, and demonstrate what they know.

KEY TAKEAWAYS

Create documentation employees can actually use. Centralize critical SAP knowledge in a searchable location and assign ownership for keeping materials practical and current.

Preserve business context alongside technical expertise. Internal teams need to understand the processes, exceptions, controls, and cross-functional dependencies behind the SAP solution.

Measure readiness through demonstrated competency. Evaluate whether internal owners can independently perform critical responsibilities instead of relying on completed knowledge transfer sessions as the measure of success.

Treat contractor roll-off as a transition, not a departure date. Shift ownership gradually, identify and address remaining knowledge gaps, and confirm readiness before external expertise leaves the organization

Once that knowledge has been transferred, the next challenge is making it sustainable. Organizations need documentation employees can actually use, an understanding of both technical and business-process knowledge, and a way to measure whether internal teams are truly ready before contractors leave.

TIPS FOR MANAGING SAP CONTRACTOR ROLL-OFF

Create Documentation People Will Actually Use

Documentation still plays an important role, but usefulness matters more than volume. A 150-page technical document isn't particularly valuable if no one knows where to find the answer during a production incident. Instead, organizations should establish a centralized, searchable location for key SAP knowledge rather than allowing information to remain scattered across inboxes, personal drives, project folders, meeting recordings, and individual notes. Useful artifacts might include architecture diagrams, configuration guides, operating procedures, troubleshooting playbooks, interface inventories, decision logs, process flows, escalation paths, frequently encountered errors, and short recordings demonstrating complex activities. Documentation should also have clear ownership. Someone should be accountable for maintaining important materials after the contractor leaves. Otherwise, it can quickly become an outdated instruction manual.

Don't Overlook Business Knowledge

Many SAP contractors develop deep knowledge of the organization's actual business processes—the exceptions, workarounds, controls, local requirements, and cross-functional dependencies that don't always appear in formal process documentation. This is especially relevant as SAP transformations increasingly intersect with broader business change. SAPinsider's 2025 transformation research found organizations' sourcing capabilities spans S/4HANA, business optimization, business-process modeling, integration, data management and governance, analytics, automation, cybersecurity, and AI. Knowledge transfer therefore needs to connect technical teams with the relevant business-process owners. An internal SAP analyst may understand the configuration perfectly but still be unable to support the process effectively without understanding how finance, procurement, manufacturing, supply chain, or commercial teams actually use it.

Measure Knowledge Transfer Before Roll-Off

A contractor's final day should not be the moment an organization discovers that its internal team isn't ready. Instead of tracking the number of knowledge transfer meetings completed, evaluate whether internal owners can perform key responsibilities independently. That might include resolving common incidents, executing recurring processes, explaining major design decisions, identifying integration dependencies, making a controlled configuration change, interpreting monitoring results, locating relevant documentation, and knowing when and how to escalate unusual problems. Where gaps remain, organizations can use the contractor's remaining time strategically. This also provides leaders with a more meaningful readiness assessment. A calendar showing 100% of knowledge transfer sessions completed says very little about operational readiness, but demonstrated competency does.

Treat Contractor Roll-Off as a Transition

SAP contractor roll-off should be treated as a transition process rather than a departure date. Recent research on workforce transitions emphasizes the need for structured approaches to capturing expertise from departing workers, noting that organizations still encounter inconsistent processes, resource constraints, cultural barriers, and insufficient leadership support when trying to preserve critical knowledge. The same principle applies to SAP contractors. A strong transition starts months before the end of an engagement. Knowledge is identified and prioritized. Internal owners are assigned. Documentation captures both procedures and decision context. Employees learn by doing. Readiness is tested. Remaining gaps are addressed before access is removed, and the external expert moves on. Most importantly, knowledge transfer becomes part of the project rather than something squeezed in at the end.

FINAL THOUGHTS

Organizations make significant investments in SAP transformation, not only in technology, but also in implementation partners, contractors, process redesign, data, testing, and change management. The expertise developed during that work is part of the investment. When contractors leave without transferring it, organizations can find themselves paying to rediscover decisions they have already made or bring external resources back simply because internal teams lack the necessary context. Effectively managing SAP knowledge transfer creates a different outcome. The strongest SAP teams identify the knowledge that matters most, transfer it to clear internal owners, reinforce it through hands-on experience, document the context behind important decisions, and verify that employees can operate independently.

Need help with your SAP project? Click here to continue the conversation.

Dante Cancellieri dantecpriority@gmail.com 6315216126 Finding a New Position Hi, I’m a software engineer based in Durham and I’m currently looking for full-time or contract opportunities. I have hands-on experience building and deploying production web applications with React, JavaScript, Python, Flask, PostgreSQL, APIs, and cloud platforms. I’d be interested in connecting with a recruiter to discuss any current or upcoming software engineering opportunities that may be a good fit. 0cAFcWeA5--KDRcCwVkYYb3d2gUroqreFvOPa63QVZIJ1pZzyqJh3qFTTIIHov9OVFBFnX79chpl7-vGCnPplbYtw_RSrBLR-_xiYKt8YsQg9dBAQH-m4b-ntOmIDK2HRhnJjIv8w2qL8ZkgXLY3SQR2ibXf3bVSb0rZxMk8AdiH1HwinOztr7HQBzxDrC3yYjlZbMbRk-utXHNgIQRKH6UF4oP_qR4WrsDf-c4QuRA0o0-m8aOlJOB6tntI0GsiVEnme89XNr2lcSmkMeDgS1iS85CV6PxmFV6AI5pngpXebt8lPk1fbSc5kHenH6zYEslqXHMiCv7cbsr3XlvaR8UwesCGochSBsZ4Q8GKRPcpuFSjVrJN2KMg0xpSz6AEb7yL5isWBCMcl9L_V-uj9wSWySrXjb5DS72IjlQVWBJtGbL9EhV5w7JIL5fb-zKrHadEg19-qHqgB2CUD4NHQysIMbmH2QM7d4gt42dgi8mBvosf1pK0Yens_KfiBej01Tf9Rr9-_lK_KhjQ6e_KcC_--YWyvG0vDWTena30QwY4Rad_BfmnFiddtOaVXTkt45Sf6gcgvpAAIrIQXlwYO3GMqVLZU8KJVwvNeTweCCmxI-t1387_3yRNlr0loNqtXCMNSzXLyooaBhIKoriLpUkCkq5AgE2tPH8d10l_45lPylf2Vc_fu2adjmAcgkMRXRzUBhRrsAWL7aAFwYWAKDZ5jLAYtMDKCDoiCCp_G5dbQO1_faHnH5VQi2nkE7SHnzJX1J99sGBw-RoMSp5Uieeaz6s3ejG76mZId45hdqFqHM36kZUboQttYyS6n2ltXLbbkfCY7MYbYot2U6HsPx6O0Yw4dkJ599BeA4ML4CoGsgrvQibXj3Fq1ueoYnCGKtgGjC2Yxr2bLioJBhwYaO_aH9K7CkSQScDlE_hwkj1kxtRTtWvaTH7Un_4Ixrj2mUuBT69EvpNh3kyS8IorfMaYReMGiI6ec-sdLuDIBKMo946gZZnP64lAeipgjKutGKTKP1lpZu6UVUfcwGPojdwAW7alWOJkudTGaW0_XHDh-fOY_GmN0rF7fubTOfoSCA6OaS7V51n0oXA97Ir48YIH-HyV0eN09_Kms0IEMxg9kCsLBX2zjqTcePPks0Xp8fZn_gwGEpIS_XzcA8aWU-kMXjuLHVVch6dWq77LCVsJddXwLV6-RIH_Su4hJdR3ubQEOWayR6S2cb-pFo9qL5jqJ5ipeFNaM7WIOztu5G-b7ZaaeZ7FaS-loZtOwk_IgsCQkLt6jt1-oQ3iYzuBYgd5bcYNdcZhzLeZa3VzEamUHACs8DUX-e81AOzNMZVByzYFRqBGKNGylP8oaTC_gIbMaifK9WFhVyPrdhHw0IRiNRactoGTGo2TrDYdwiYYOzIaf5J5qzR1Q4AO_Ybqpw2_zoW5P1njBQiM7bcs2Zb6GdNVJ6QyMlHtdO2ldrPUQ5SyJ_nbXz96d6jmR2RqzZO3fPXdV7ge8UHvvVBEXdnAkuQZggVIF7AnekiaCuR3gMREk6cZ4k7qUvkBatQ2UPEaOkGYPHwImRjF0msyI1-lStRGYp2T1rmJJXTC1BR4flwkT4Zf5pPoiyDcKtrFGNsj0aQ1dJhYbmtk9aIVqsFfRbyrfygPkhN4YSYlVQu8pZGwHTDEvKekXHi6J6V5rRJNMWfZtZtSqdyjFQcWJo39quqFLo8_xb2S0xjFfzqvk6on6qbn1otybwD9Dg6wEftXB4MzlSO1SSbPLl6-syixHojiFxcCrfR5_MKB5vvfIztUcLOu8S4XHNbn7GIxLxGykmzwcLvPmkZw1cFo6JBuNHIsvCPh6VQtg_6xFD9Svddm_VXYhUTx08akIHDIqQyGZBY7NYLZSjeUNDAy9UbLMsOqbgzsVvLRDsbJ0b6S9xxPmSS3pmnwnK8CrCM7TdfUnnRCRwQasMgYBZUyeJ1TaJTzY8EWx4hquFkjRQBOzYe4NHtdkXB5VyJEKzQ8OWMhJMggj-dY01X7zSPmmkc8-T7fZ3fmDWzG_EXLm_AHG3tJNmIfnEZzMH924GNDDUWwrTeIyQJGh9eda4hHApX16q6Q19u4FSqxDOzwrJI5wo_3oemG5TW6n4UxPMMLFR93Fd4bDDSKUyXaOSCgCf5uLjGwTjLWsyOq9PluCZ7Vwkr7WHy8ITS4ZeqcmRrPsEaBPQqcUxzcA06iK6YXQl8eT-EdcblYx87BlL3u_4dta7kxa6WNHaVWUBSswin7YE4J66-NEIkVecRst-XHhpZsHiSCn8rocfyv1S5JuLC4Tm_2vQpi5ikx6X0nVzrKBiBaMVLCy2PfpO5p5NUfTTGHHi5PdK63yijC5-K8YwvOIpJlTZWuy1mlJWLQCUEa1X7mZcwDY4IgZpdA 610 45.37.73.229 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 8, 2026 5:50 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Dante Cancellieri dantecpriority@gmail.com 6315216126 Finding a New Position Hi, I’m a software engineer based in Durham and I’m currently looking for full-time or contract opportunities. I have hands-on experience building and deploying production web applications with React, JavaScript, Python, Flask, PostgreSQL, APIs, and cloud platforms. I’d be interested in connecting with a recruiter to discuss any current or upcoming software engineering opportunities that may be a good fit. 0cAFcWeA5qoxobXJIUp21MYZf2KCLpQNlqBnispCydvx964oFxfxQ6NXM5zTjdpSlRX_2BKA99x3dHSYi5k9cBDgfJvTrssbAGNQiPfGozROdFAENGjnAFd9hK1oIJGPYJ-BgoH8OogwmGzcIwLSjkjFjCjuDzOIlZJHAeQTY7-KD4qn0d_rnCGoCLl4obQ-E_CXlSRTb2hbL0oVmHy8HsyjD3ByYoywYRyZfbRgi35Au3kBcg03FzgEikIDt-Zb5bgm8TE-VRciV6E5Ti7l06aDa_N4UdBkwMPsXf69V_x5n596ofP1aDFCNYYq_u0CeohfitwIs30ZCwIrVIvlTkvYxOl1Ealeg3AZvHI94qmSTlsKqH-AtFYhxNLVU6CTL77JrfLFRNIUCilkOMvFjMjQVfWvQiaj-TjpboaERxYhewej7cyX2pA9oD4Y2pPB9h5ce_2DBgmRR2LB4ugkKKdLrGRpP3iMvnZF-1-hM2MczJmVMGghT64nLoCtrQd2JFssXXS4Kpwnin-W78FFu1KTITDeem9pvr1tqLBvXBanM2_wS58lURhLbUhbBzdYzBXUuXJOLld7pqHyNScEfodwlvo5KHdcRxXt7EmYdW5CrJ1AB4Oex3fZCc-k-y0zbuI8oMse2-UPCLilKknME_x6YXXxm701SM7GuLUWMQpoWHt9eAhtfuW3c2Td1w2WvbdPSptl1Z1t2m8HkSCtove1HD9nA8rxqRyKsSlIP7Jw2lW34rZPCea-buh2E_SWRHpQGTx0DuN4tGJqDGCrFVlbXvGRmWaHbbIQ_W8aGt3K0US2_jX-JM9xfmXsKzr9aAnpjQhTtfjxDI3BJvMzCEzotkmAzagzrIh7Szd17e9hSWgmYQLd04CdbPqqlIyicvVJ_dRhr9Xg6VstYufXogg_tqK3m-9IuysEdqbrMcxLrOnwteeja8pkkFrd_a_8wXf9aQ455n7qo8FBx49Fr7E7uhgsD80ksBd344lLK9toijtkd9r35betD4Va7TughShwHYJPPHypTHztIWgC9c1U0qek8F-W9TtQ0J76AHfHgMcEKyOOjVFpFfM_0YUE__0Wi-nJstLOplA0NpiASubtaihrFShjjviqWb-OMlJaf_cQqeyO1fykle1Q5eUVvwEHpn72gqytFjC7HlYSwXQx51-0GLabpOHZsdsRB5z-edXWtfXL87ItNZxNxyHl52nRuVoy814ey_PN20u_G7x3suZAAFAsq_SdNIIe5z2LPWt72hWHIYt6EvIssBHyL_Ia05RG0h0_lceUauqElJmyuiyuOH3kLHa5Ke68-e9J06kIQ2LVrPHfyZ61HPEB03K8QzUgrlk_21-eAI3HJvz6u-h1nokcxaiePulonJMSsRccNxIvgfL2jmmzjZw7k_zIlojuVx98tZEcfSFHPtombYJyO0fbIvu-KAuZs-caJudmYxJMj4tt9FGQYdpOwPQdY-CySZoVvBMCCNiuSUAfIRoyouXygZD_Eu70JXG1ELE3b4QZlZ9hNOSaCTKHCSEwkjP35e5jNPul4Zv139Elz_peqmVGC9gKYRFmjN4s1RGhYm9BbfP_GVU7feMNvNyW84g6An9qO-ZjrgFLH1IuDitpmsgyeR7TyOO70wlrUihn4ytexvThJ92B0wtmKhImqRSu9TfSAV8Owl3Ct9afn18r6RpGZiRFLu6yXhQDV4cW74epP7ftbLVLKRTd-bUuT1VD3qI_Vl-OXlK2cA37yBVNcPqcDa5ReVNZIvvpoIWJADI0joz4bB0vTFJ4gLh22gP_6_2xRQHORTDZWQM0EMogHz7ikDQg79OW6z8OaIkYAcyDzranGEP9qGI2SB9nsG0wGeJIT9hJ2cH2I3hPOgA-mdLPFUiRygTMEgZ6R3SYlqBTuLTMOaQMEz30JB0ZKXnvchro-o3IelPOt5UTP1HvUcle0CGphhzmfg2VxpRxBfCbpBeW_mJEG0TfnGpU23q8La69LzSuyRdpjTk5HC_FPw2FGOxKPhU5z2L5qVtGzAVExVRb30cFxrNVuBMmx5ONgvh35rlH8lNXf0P2Bk_irxWUYq1n0Npx17R9w8UORvhCsvZFaAYnv0K8VYXAG1P3sqNFZaHhdSmi-PhtmTWJKQRtCWZxBizy3BNGdbqb5gqzAR01Iy3TYu9KKWeUrsbfxUPcwbxxlx7I97YKuRegAstpHetEOVeiph4sY8tIQ1-1Bqe4mMzNHlUu_UspbLSKBkmScYtM5hZ53Aqn-ZYeSDvzIB7Le2J__fUY0AozqmBrtIv2SmEF6yk34IPGZJz9L1uNZ8hY4HZCxMkwDKp8-Z-70lPUsEoyOl4FZ4mZA3VQaE__4youlrr8kWrNbJhvymf6dV 611 45.37.73.229 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 8, 2026 5:51 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Dante Cancellieri dantecpriority@gmail.com 6315216126 Finding a New Position Hi, I’m a software engineer based in Durham and I’m currently looking for full-time or contract opportunities. I have hands-on experience building and deploying production web applications with React, JavaScript, Python, Flask, PostgreSQL, APIs, and cloud platforms. I’d be interested in connecting with a recruiter to discuss any current or upcoming software engineering opportunities that may be a good fit. 0cAFcWeA5uQGO2TylN7tLHk400yJOFvNsMw-K37DXLvVJq7NIzd2Apg89Qm3yh3SdhU_CIv7TUNPk-KOmylY4YNeadBqhSnXYgjgIPf4nCCFOALaPxF1DjhA1zLKNJUGvDteqa2mTQJOKrWWZCqENj_Iut3Ok-zwfTx0d39b6PKW2JEv--SQHpgfHiQJmr0ikaIPsTjRpLV58PUwKtqlT5iMTfAmisC2w2M3blDSS4YKrCV3sp2VA9YaBW2NKBbci-wQmukZyf7l1a_Icp6CGgVIpm8A8TpzALO0zfYfHZv3uk-FcVcz7vnP0YOkVVESf5kul08IhDf-8InVqO0_juqqKj6dc1ATjzr1chTfJn-T3vLT1j_IgjDOJ2WPF3lFwj9MPoyBB0G1GvUoag_ZEuetP4ulUgqD4T9sfwXaWW_VguitzWlmFn5j8ZFIgq3K8nCzk8Hw0I8CaTJwzkciLEcxD8Ls9AgICRLLabwGtu_WdrIHfX1gXbktAbpMLC5xDK9bqpHFyH3GYSVwl1L7M_oJBjSO-XJBVSwe7bYrEmtSTUdXndD8xZs32e4kQs8qhXeTRe3P5Z-dCKvhHDa2UZ13bRS_hE4CTD5RkZYXe2c9StyOQDNnJATr6Mb1nVLK16c8pKu_ajxVf5Zs-a77zVi76TnQhCkXmL-aiGD3Ygu-bNaytGSGd9aIcfxrv5AdTCy2yHeB31c2ZXovglAVDo-oFwVIKuekK1DXR8nQBEI2jmDiaFNYCPE9ZRB8adM4o_I8ytNTKYLMNr-z7_eiukZ5FNf_MMsxWoPTv7r8go8dg6Z7nyfqNlNvbW8U1g1eqPy0s6oOKl_zd-w8uZYwzjTJl1azif1apcQXXvtLWnHMvFKenup3v-0sCZYgv6MlL-v-75-vtzQbPgDtm9Rj-y3rvJXiLFolCqfMf1qaOl4ah3CiCZp4FwMYgCDIa9qS8QeFoQWlEVFc5VzzSgWxQVTevfg1ilaSec6ywXBj1L86dN21JVRAHWhzVLx5VcAghgDoafs0xruuQtAUy3uIwyKZvQDDrH0PuVTnaCiVy8mcegnFVND5TMsv_KyuoDckawbd3o3-BCvNO50otuO1SpBoFGraSYtloEUegTQRPyTxDTtdZjrjwUNYFskE1U1Jhu-kgvXFnUnGf_fPUewAEgeqSVWvDZATeWS-YcydvSZmsdBMS6HJf8aGFoBNhy8qnLR7kLFYLpYh3xFefEN1MXOESS5p7Dyw4EfT152DlaEdR-YAwGy7WzZNndtzh1mmoKcRuvsoi8iriExMrBXi4shbQoTaADXyFG3Yu5sMkmz3iB9FAM3y4VHRrLnJm8XHcI1Z-16bPCtow2R1Gk5JiNyOgECiACuGFdnAglHecEJ_8JhNeeyUQq-Am6GmQaQZhA_Nv_BuAo00pNsGocWN2fEnC9grgGHD4zVPy9zMn-woT4z7kQqCyn5r58Emvh-3LExg6QbGaHRubjpWxYYLPxtmmFdb8RFDgPJ3zF7zuU82xcxOhqwfAQEuPJxecJrJz23EFmt7V58OgfHSwqDmmzsiss33gBeXwQS3NsKb_vd6niFMVblV_ibVeUMmdCfoniiZG-zQWoMjxQ7Spgha7v_w2_FQSsVdhre9QawPNjPRCu9Lxz5E9kSFAoUp9laPdFlC9S3rGK8WNlfrMpgGqDGoDHGqtIyJESjbq8wTloZSurRImTgTD3a1XBz85T6xRiLeSPJz-bziAvLGfWejDSpqh-l280P_Jmb0eYwJXB3Fm5UjaE_DjSOtDDv56Xh3q4BVuncNSlowqZIDpRjEDmxDpAtfNwUT9CT-pmzHIIoJkEGW4E63srhthPJbGfnTEnLAjueeP7oOs-Ey9DEUf2TOlQXBMiqJX9qUBrNVCEYyejrFszucifSOHVaHJplUF_FyVrCh-DnbLTLQNiQXfasTSZmhEIPwYnY8cpjs0B73LuTDiI1Idt9U32FTnT1eAfoLRHkEVvQxzWh21PNYuuWBzA6ly6C02ZP5zXYKL8IktTRyJN79X2eMgXTO4AlzXRQSrPniP4tZtK0ZsYCcJdLf-k5716_5VB_SJJA5vptRAGhQoUGqintSIzGoKIaZi7rbH6dFFSbvGQrGor4pMghoqBWiqHo046myubDJs0tSJCYHqTjZY9yP1Bz-ldhuizBjIoeXlk9z5Bjr-OeHG1MqKca4ut012ltj-mkvqQGWQ7YvaDVp-LOYMITAU8wxgmVgRmWFniegn0g4O3lBO1a5GQN5X04YyvyxlORjslUXOdsdEPTC42Ch99BsxeoD2GSK-b-VgrR6FKLR1NcxgTBIu3jMLynUswWdk6MqwAc-Aye8HceM-41mxvJNCodUa2tPfX8RFu_DpDPB7RjMGpQn5f_G7XftBa7vWp2bzyZ9AWfMWxSHXL6kUh8QFSTsnpQ34eR2aQWi2MG8Cgvv43TN03RU0WvnaR_w 612 45.37.73.229 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 8, 2026 5:51 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Noah Ebare noahebare38@gmail.com 231-327-5140 Finding a New Position I’m an ERP and digital transformation professional currently exploring Business Analyst, Business Systems Analyst, and ERP/Functional Consultant opportunities. My background includes ERP transformation, Dynamics 365 SCM, Power Platform, business process analysis, and supply chain operations. I’m based in Fayetteville, NC and open to remote work, travel, and opportunities throughout the Raleigh-Durham area. I’d love to connect with a recruiter to discuss where my background may fit BCTG’s clients. 0cAFcWeA4ANHq9zmw6ORLM-y3Zdl7q2Rj4NdWxIQFBxrn1ePJizNoqTqw8taG4yMa8akwIuyNac59-pRol4T-_ApAigdGSvxVWZcCdc-Zs8QPFUmpoAIkULu9NGGf_qchuyo7LGl3pIG6zxomVcKCE9F8lde2Du1W9Xp1EIux3iveR4PY2MBeb9GzYlKbjU0B1OpgdUeZZcUY-shmQdS3j-22WHC79n5yvCGE81PY6k92wKGe3-vU20T4BJ0wpfePr1IJC5Tm2Rx6VnPdaJ8wXovdhef6jpb8kXFCgU-hR2XdLMBEyzZ_CcVE5EiJCha66j5MOe-gQTGAyNENc6Ie7L78HNhPimNHTw7oa7CfDa_7TBG0HmMKl2Nt69i6gPyRqeidGOChV50V8R9PaP0r2O7jjjwxHpreTXZAp8-y1Lo2JaZcvbHrsPIieGTklkMOAw0RU53piazdVkjk7lUMGdc7Xz7wtRSBqFM8os9JgjkH_3F5TEJCmlzXu-shCNJXUzUj8rXZRS5Hi0PpBFLHw9yQn8dPMqm9fYAhS5aMYiKKSKvu6z1vX7l-HCblzLpsiSPMLB4Vyp7gfYASrFxGF9QM1ASfLKI-XjwGl3MUIcwg2linIDeOyatoazD56WHGTl7dv2GRozpx9fEH6UdbyzsLp3v73zb6xfkQ7rXwuSo427Y4sYcwJ7viEe0cgt5ubJ1xrbK0buJh46a9O1fKHOtFLeuNjM1kO6j-ux5OzbKrGED6OzY9PpBXhzvQx9BZSAkyPscEhRZ4_Ue66PMWthPdFALKYlEnJciAOIEsja3UEe1Dt0SzyaccYi6NNLX9YW6SKMjZE-JRlG5s8O_OHcSElAUHXMlPAi1v2JcC7nnZAcvnubVulOmJpo23Q6JiAXLxb3x4NlKaa38BdNHKzRtRy7r-jSnz8NloDGhwWNNgTkgAhq2HULxrATjUbHexhxqnHx5jbGjJRB2Eq0X9tUTgWdHe9PtYOC4BdsJGTYlVR49rEYpfmy8JWzc-1ejr7uhh7_hhSDc13qwTue7x15m0-8SYL9r4JxKUYrHZjZg8fBjXiJDuyeWSbqhl7NRo2KZh4yUF06XqRkjSTELQjDsID6oHVy4F-iy-mgFxd8_FVyssUsuiR7UpP-8eQWt6_RKqKVNeiOfbSxX5NKf0uYSKrxd_eHn7M0qhYV0QqMqiYS-lDk8O6vNAuQvNLpTTIT5bnUPC98JiT2IDV3OQjwFouOSA9bmkx63h63tm-wYHXO-O7e_zeQJDHJK_qtsO97ZuuX5_CoB6FFdV5rQkPFYIGRCceKaUwgkoGoWEG3Vil7U7FKoqp3Bx_PZyqeO5nZdiQvz65M30Z2aKla-Lmpjb4h2p-Xhwym-x62BN4h-K01ksCa425gNR-MOckVTsyImNVmf0YX4wfg0qGM9W7HLulb5yRunC1S5A_rPU3PfX1RsqLkdaOLgm2u1b96aIXk_li5RJUOEFGSjBhF6WXIskF4HsKj6UzyG_gBufpPQl-U3PaRkKdqUzr6VM_LC_OsIvSe087g5qb42vmSQhVX5BBc3v-wE_8-iq2PEOU00uLMaP5xSPDIapZEIb31-DC9KVZsYPHG6f6-ybly4IWirWqR7Rz5XsBLd-h6A9tepC6FgkzHDf8QhjUP4YocZ0xy26O9HT3T7LuX-F9_3BBaUC3pm4XCpTdlAIau0wKQOH-2zcvtvWB0B0Dx908t4JMQJZ3Yh29_WDwdyS5lVlv3HECC1QOwuKCGu9WSeAdR9EyMnPuOIrNWpV8_9jq8u1qCwpRl_lbJO3gBa90ICEKhnddQfmimj8JarRj7mnwuSejxRPbHo8O-aLm3zj3oWmgP_y_bl4hrHL6oXJuP14YRYH8sL49WcZyISkDtl0ZxJ3-UHyWJ8oKklpgohP5-RrVj7OI0lZRjQFSr47wJYk-Pd7ssxiFJwmgOQGl7XjJeksZYZfRK6rwB_22HoTJp-vRgX-REJprgl3RZ-NeutoM0f_mBwRUHCol-5FYyAeuYOV-KNM9PqlO3_D7h04mt8qJN7As36M0z_5XnYjleOeLU4ztj6GHESiI2G99wDTs4KFau1L8mL-uQDfUIK6WXAMq_NSiPHfXwFeU1nrV9coscHp_WZqqJZ161GOW-i1FWE2QGKOD0AvhWOLYRzAyiHzbZ5TcgOTLwTecEW_u7f-oEEjLeQmVZW6qGQEk392XzoRVKXhRIpDIQmVj9WmTxUpZu_PwP7YIs0ciV6-4sY9IlRb24NaBTVnk3Ex6PfEpKX98HE5cTG1ruPlAZ7UmPnCkj7MOjgAW7gI7_lHsDzkLmvRwkxd2zUdoF_bx0hdFyaKKHLqH8mqJrxIL-upVVM0GfigNly4_ars0MeC6xPGnUNdNJhTUlFTS23GhlPNEwjffJLOEh_0sViR_dabtSXMZZZBhsY3buYCE 613 76.36.151.123 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 Edg/152.0.0.0 https://bullcitytalent.com/contact-us/ September 9, 2026 1:18 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Noah Ebare noahebare38@gmail.com 231-327-5140 Finding a New Position I’m an ERP and digital transformation professional currently exploring Business Analyst, Business Systems Analyst, and ERP/Functional Consultant opportunities. My background includes ERP transformation, Dynamics 365 SCM, Power Platform, business process analysis, and supply chain operations. I’m based in Fayetteville, NC and open to remote work, travel, and opportunities throughout the Raleigh-Durham area. I’d love to connect with a recruiter to discuss where my background may fit BCTG’s clients. 0cAFcWeA5kkCU83GFW6nunHdYFI874f8obJIj1DevaXuXlIDne5XR-fI3mElShtpGW4TcXeCYgpWg-qPEOCtevuHrRmDKd6_zaQhvwfNJu-bgzn0UI2Ir0RlgvHXemaJ0Qx7S9GYNEeAtE2yxPw36BeW_fMWb07B2mu4XKzbLBTH1W4-mV2lahVnLtB4n4BmpOZTlhrfzKmCdWCyl0aTzd0pgz_-VQnGhs9OYTzbxeL4btKo2kWQ9w86UI8SQa1Q_isfoD99zxkixPyEG6ChTRIAjFF_lp_2Sy6DSWXIQywzPfDAjoQLtSAEg_QTK1w7d8gk5y9VV0Pirn9mW8m_g49oKGaMzjp1JXSpnxFpRcNmNRUuLnc5P_3-l1_WL-SMuJFmQ5DPMYG3dfviRzDqUEl5PtC3wyELGWOlIyDbOqXRgTgwAcZ4auqFMKJixZJdJZruhXvFs22ykPNiHEJueLalYZbKrpZfje1E6sC3pKLnlS3eabp375kHnTNTSZJKD8x00A19M5zQwfbO2ZayWpH_oEf7CQ1pPcQYrd2LOVAP6ypG9dNfc1CEPgfqlCN6EpTlOcYIMXjehxhFM3mhwS_u3YeWpLi1FCjE50ImS9OCej8hbUTL5twEzK80JTB6t8yIpOclIQISLZndIxX2YRGFO3EKlw1UoRnIcB0Rirfdon18QTgAZH18FHmps5edXRsHXbCEx8x-9W-wOO8WRSEvPIMzLXkXQQDY7b-LMKmnu9ZjdF4Oja1LvjWDFL4P_7gMfutRUegN3MD_aTv7tZzhcbW1JTdSVY8n8BBrQmrXH5D0j3EKKDbkTcf4qfQz_Ug8HA3SvA8sgpFVWTPoxzOs-6Rp1Y8W07w-WNGLFA3RFvOTYysME0Ojzp1oVbdRDmO7IQoGf3Y8cSyJ8fSM2pet5v6p7kvM0D26sg0-xxVoSQ89rPhGygGp1kPo9j933JssCOeKt7Kp2i_-S94Kuz3JTsCSsc9Js80V8rpnUChfwuPwkP57RyeIC62FBj6ypcLDdbyLsQ569IwdefDrI5PsZ_djBJK9f4MaCk4V_2dDdr57Ec70LiN_a316aLM9ZBeQWZqVFVr_IBLF-gLhJk0eI_5dPpQWV_jX2JW4qIPmBRHnAqD_zOo893E90N-9bDDcdVCAQ7-6KkID055iGLmhYThxHkkIm0TkEKnWmyPdCN7Q-oczrbp_QusA4_xbA5rgFZ5el70ZQ0UfnICqyDKMbuu33DozsUiWVB0u7k4w0axenZeQtAB0H4hPa1dacx7o0uxImHY62hJyyAlQxb8wXggykOaaOGrzRtLFMixtn66ToIKyUHHS6U_HyMj0ra58B9b3-zIp8Q6VM7yE_pzyAvfPiT1S9RAIHCU-3dMSC0r2pCSaa0br2dWdSMxwLwXmVONwmMc0hQG5tWuhzlQbCUcroY2myquumY5L4q8XPnUlCOtaL4DUosElBIPGyo3d9nKFfk7CH_z6DEqdPFcD5xnz7GW8Yt6LcVMXU5bxa8k_YwpZuYkP4kkRjRULOTai-HcefRuLswH_jUGb3Qh5RqHu9QzeMNyvP5o0O53Kye6tLfB_OusKIJaVz3lTpwK5Cjg4ob7M4-CQADE5rb11Q36jceDPRoKa0Fbbqrx_0RYB7zTuNpEFzrXbSvQUXrKZ2HfJXYphdSAUh2GN4vxXlYvggeFYpGUvULuToetwYE-YPOjD2aOr0YlZWRMtQ85naR7tUG99GQwad6o0X0MFTdB1uQgducRdVLUwuwaVhJZ46rdK7agd29jV7OEc0zpEq0MpnfVgS6U1z0JuFKekhHPeiKgJfOmcDscOl6UXkXWE1FFd-iOytuTOoTdE7Y2bGc93pp3t_2gby0UhI_R-ww-o9FhorDYOU0_wOgmMdcayieBzC_Zb8BguIun-NbZA4FRt4tvutXF6mooiNxIh75vC4VPFN4k-SOL_7-O8aV4pPoENpapEqLH6SZRaqCSvsfP2wfEUq3l_sd6SKUHP_wtXBa1Z3qMrkdsRUv3u0qd6bNwH9LD-n7LDIJVF02gizcfGcKOMXVK0Pxtq5XCuIf4gqS6bj9mEsVjsh4DAn29WzSaPNmDjR517ItKJPksCNiMizzvorUO_ksOGOshcNP2bESsoezjhsOl3UbZT9nLMl6i03z52M6F7SPGwiQLhI9yOhq5VjK8fgUqsq_D3Ly9lPWNJFpEYuzTASR8jYxRxeWgnwCduwlftnqJSDFgEMRN5FpBGalnNVSMtglGJGz5GOEke0mdF2K_0piM5z00uUcdfkQHxtURuIB4FV5ALoTcwl-Wehvrgzrk-UBvNAqt3MBiHyldNS0rGTMBI02x0r2IaT6NKBt28s6eELOBGFbdGFNX0jCxJwL6VARQN9huS4dIyyjnrD6M5ia4k4KEidNnFdWPE2lpKs4aF8pTk30VSrUkL_A 614 76.36.151.123 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 Edg/152.0.0.0 https://bullcitytalent.com/contact-us/ September 9, 2026 1:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Noah Ebare noahebare38@gmail.com 2313275140 Finding a New Position I’m an ERP and digital transformation professional currently exploring Business Analyst, Business Systems Analyst, and ERP/Functional Consultant opportunities. My background includes ERP transformation, Dynamics 365 SCM, Power Platform, business process analysis, and supply chain operations. I’m based in Fayetteville, NC and open to remote work, travel, and opportunities throughout the Raleigh-Durham area. I’d love to connect with a recruiter to discuss where my background may fit BCTG’s clients. 0cAFcWeA4rIHkCc3K1sI4BKE4_8GMZAqZSpiOixkJmaJL8Wh9by-si42tEo1M0guwYESbJUNgVDZoJuGHPF-oJ53GtU88IkrCNfGFdB_48dr3JmE5rAKxWixHC1mWVGXvDDpvuTbYUfx6qYfgZ6OvjAea70zgQJv_Pfk1nFfcMivVM2GebuYP71FrhFlyN_C9iPX4YuUbYkLBkqp2DOMZGReJsa2D8GNDGcseKQijy0JmMqyoc_0a-OMaA3UdqQVy9gtfmZi8gds8j3dXtrHJlQozXubiKW37aTEokxJUnHGSBML9D2R4hoQ-tgPcixuf4OXAblpqosBe9iocQqUl6gv3ckngHGp7t1XS7lR6nXBrEwV9K0Udpm6G__sufOSK0uWqKr50tiLyrX-YKJZWxNFJq9HKQFZOI5GBERMS7Ba6H6d7AQUTe9jZc54UjwTlxaZhOV0H2YAPA9WyOtok-F-mJYiMgdXUj5ZxRJCCA7tI1aDf6ySaUieg4tM2Yb-0t8dRqLvdGTOmN-ng4U0-D716aIpF0JfEK6ifMg1FsuyF_V9tCSxrnXRVYqm9sT_hvo2aQNB0JMjGD3IbgzSnC8XcV6-4zdfGGKoGTTVixBs6Dcvcc-iG3Gj7ZEPAuFbxVx7YiWbWSNnaOYNE4zl63qSmo_Q-toRmE-kJCBdHFYxxQePrCcbBsRoCNTGIGjGtroVucL60iFjbedkLSqkWJvxMM3Ueugejf2EPGks7XM08Z_AmiLEZBBtzvTv7TdTcU_yaiLuKIOp4QJcq_FoRYFQLFOZ_NelLZ_0DnM3iI0vej4MZ44iB0ZcmNi2uGDDCe77eZr_eZ-gNcMoAre0xQ9fUKPGKb-O8efD80ioFleU0j3L-O8iPsXU_JgCmI9igH-ft5bIPzIrLdsdeqICT2l-QVMFn1U1nudskOdFfxF6oIT-dTd3qF-1wyJQYiBUHsPzitopsph4n7po_yh6JCJTFrYirOG-Dde6JX0Tfksysl3ibz-AmVibVKHVWri0x9v1kCIn-i91V4GPrR_BMo_v8HyotUgg61q1MbsK8HvqUa3oNYR61fdhH0MEziAAk8YqMmuWls5Y-xL45DYcGTI5oDXzrMrrLKl5CFICrKgoX8JYN4b6LBDDEfKr4Vt7eG19qV3VOCYT1Mld2ufnp3Pu9Dnr1AEJ-NTM5-wCWAYemLD9g4UWHSOZ-yLjg_0xaSly_ksU2Fd7IBiNKt06oJcO_4jme8RpWiI5maAFDIKcW68r0Sz9qm7aUgjTVJvPwTeWQOUBRR59HSiNALpP35REVJkUIIdq8uEJ9vgK3G_kIGl25MRdfBH8LFZkcxhUW7bZwhuYpdsBqLzNHw8o9gOlwP4X2u2tVIIJQ9VsRKaJSCGhvjda8tGx335RA8v7vSNcdLDfN675bfK3qBieZptcfWqPWsbkf7bCPi-sBp_5baDhu1I0uE31xkYZmgnxcronUJ00zAWNlhpzpm5XhJm9RtYbD7Ec_tHAoS1swzIuYXnpJwN1cEpM2UB90cQcK2H0UwXzl0CKbSU-s9xZR9HTVGELErP8w24Th_4TQYMJgAAlyqWRPH-PjMH174gntpMWrRk5U-wgXosqk_s9_rpKyvgB8eR47opoMKqrfyx94nyHmiR9nFKxF1Wed8KRw7q_UDjCQAdulfD9NQNm0Ac7EyWzSIhMXgHuuLbja01FfNXQdMGixrfnCpWI0YKmGeFPLOT2pLvqp8E4P157OsBLdEaoIYlnSU9WdSlK3nzrykAioRx8uC5xC45IIDuEvDT4t3lLxrrhStwwSwGCAL_dWPzFZVOH6W1Stw8fyItoHZl6VJAL0Zu8NenR_BhYrO_UUeM3J4UCldAS8jiSDAQQrdSeWo8J9LuXzmMqkYMFnLVTY8MqrGOYmxTuGdAOJFieqE7y6dOZvpjiV3ngLo-9NUoVIRjmLLx70Q7paiJKT4c2Yj0CkLEi6a0rHGJOETD03rtVx-sC8b89S30guBNHkJpEesn_2FFWlPPzu9Sv2bZHV35cJrH_EGvCPYRKl07wf6_xIqeClAYOFYKp9fbyGQEt2EKT3S-aR71sT3FZURMi44IJ-f3e44xY2L__kMMbZxfwoUyO41tfc6L8J-a6iWJLjTlW-08dgK9iQh313kmmzd34kBwpRD3zYVflPRTZKWL9l4ScguMK_Y1C49XbRDQ2YDIDFOKSgCVI23yEVTHRPUDCQNNyid1jwkbaFDH-YkWhGCYzln-4_QSu1ztl7RtY4ujqhtz0hGZ0KF5VgEpqdqiDJZNRLhAN5ReazhN9smXHxpO2A2UAUkV6L06SAfobwtfwK7M6pQ0lpFk0ft1vmg8PGdCRZ3OiUKYNmzV_Yy6wQnfw9un4UdUngQVPVQTutZO5FRyOyooHxZxidAxTv2cq0LcJW9N1uhSz-OlAWeykeIzqnF 615 76.36.151.123 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 Edg/152.0.0.0 https://bullcitytalent.com/contact-us/ September 9, 2026 1:19 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Noah Ebare noahebare38@gmail.com 2313275140 Finding a New Position I’m an ERP and digital transformation professional currently exploring Business Analyst, Business Systems Analyst, and ERP/Functional Consultant opportunities. My background includes ERP transformation, Dynamics 365 SCM, Power Platform, business process analysis, and supply chain operations. I’m based in Fayetteville, NC and open to remote work, travel, and opportunities throughout the Raleigh-Durham area. I’d love to connect with a recruiter to discuss where my background may fit BCTG’s clients. 0cAFcWeA5N20PJpTtHLX4mgOl0CFy-bwkXolUulKRPd5pvVHAt2vBeAh9Fz7N-_LWKAa0kngo-CQUAwB1dt-xJymA9whed9x9UxolgtWkimBaYagWVjqL5HiPyOFxa7WUQh7iEFi7HSDbDah4NIgPgkyK33fIjUzdgSyRwO49Yhhby-Xr7hEkkhI4mPHgsazlnAi8j781_9Vcq0hXsPxdHNIHlnjsws4wg2Yyn8jihgSvmyy3V42v5EzImIj9wWxHH7BJBE3qqKlCuMNgxb3qakafA3WRPbe0-8O9hEI2RbjJNfdaZTTl8U99MJlnM9Ekk4rE86tZ5VYkDj0-15ynDRDVz9CLakvrUV-To6M-GoFhob_qAzWQGidr-DsKPRzLcb3bzmTVBEfj11xQ7roin-GKgh0e9QxDLF2z7hMf19vOI4ls6TAPbf8FaT2eP3sk-izpp0yfd0j17Z6PSQBLhMZuOH_UXltWXw0C55vEXolnIHI4RNu3CM-1oiQg-jeY4-IIsXmCjYimUxn7INr6LQnon-gnCiSGiHzgjAdrBzofjCdpGPWtANbQZpJN3Aog52yutDJsBR5cWqMPbe90qkTUih2yRihFIGkS6XYVFwfe-l9ago-fOlXGhnigCjYx7bE0o8ScVJzVA_Cwzy7ghCfX4Yycb0EtOrdRKanEPeViBUnwAHWdpEAsesYbysapMa6q-jMmiHkmt8ph_Km6RLqQkFwSZ6GkRPkqD6csz_NoAJ-6LDBZTiXTGzUiDX0cKFdz71EY0a4Tzm9_kGSpGVbAe-tTE3RlJMNQ3iw6A-M4o24JkGICfQ-QthBxTOz8ov3294fjRuhuim0N2nOvZbHE3VVMtO1cvhqqdFCR1MSxt7AA5PbTvXkav8_EseTdNIjuIttVlsI-QvTEUJuEy70O89Z3_BhwEw55RgzldY_zaYqGN6RiEgx_Ze46Qd16slmUxeaUK1-DeqGcOGK0S4its0tBBw8neYuADYHMVbKeRD21TotlLwo_dE1_UpasfoGIMWM-9ghRDKcu0FpHWBilhEw4qL-EIpNGyryT9gx2pmlGR-F6kKDli3vh_1Wc3gbeuqJcFrPXQQgsKHqo4N7J9d5wvcREJbD8vZMDCkZIYivzuXgX9Jy30cXk69JhJ_f_2gUG7ndnaWunp5qkZdU-R0Gc40jwDCP2PpBLnZq_Gs0R-TBR4uE2rizuKLDhlrD7AWdrOzj3_pxhS5fSLio0ufswk3knNkE7CanNRk2Ux_CIZhC1RkXTY6PUXAYe0matL7CbFSuVwFjBNx0pPtbZh4b6S87_hi8Nh6L9odP9BeEWNHGTH7xEHnW2H1V4c3v1eVEp6J-Bs57zfzj89yOCqsMAQIS74I0-BtsjYLhE4syQ2q81xfKYEKxE3QE7DIby5YvASZNBJ_EMEL3QScuGpn7tYG2jZT0qLC7CNDZy8KKwMtpt8CkvSlmanuD_e9crNIyN_-dEdpVbli-0JNEfwXGrOnNwxvBJvD9pNH4WMbqyZEnn7TvYShyzA6WaSQVqrHa2zuVhK2hDnBn64e9ypRnuL7B1UXTIOPq_OgdPtIwVgCd2STFAqmKobiZNs423yVVp8Nbr5Pyk14qsxh7AThTZXNtUbF__wOmJ9PygzQDvBTYZVW59Gn2uzHCI8TCwM1lhdc0EYZnHiCvPsmHTVxBJit4sIEMpqYQjwAXfZSLEPLCW8wO4_Xm5CTI2K9_d5jfcLeaVLJxph_brjL4-5XXXuASxFCHPKSfVweHGGFMEY0-V5h5EjR1bCgPTBnBy2E7qBI_pkLChjVKY1Ea46CWj2pZCDdVCzkqsbhaAj3Eh4PndaQjsQnKqE9e9QVKQSjQG_vk3si9NJ3QhJMj-YOiJKVDdky_AzXrw7kHVpy5AGVn-8HG0paYUMyzZt_FXSJ_jncpCmIIII-QPoHnAQuGIn_N7R7yF-K8xqMJTIWt30UDqofyw1lUVEKYMcd1RsNXbTaQVKJmPa7yC-xBKSKwjUo1R4PCBxb0jUhv_Ic1VQANZpLUn9OOYS7g5V7zyuYacJFXaQ5d2uNIf1pRCYtYSuvHJCENiSFEop4tILZQH7au90VWdHpyDRQ906EI3RreChbi-hMtRKmecKDHWQjQR5okxde2_8A0WwCiuSCReDKgVa4JpWGkCooS2DwiKotNBC8DNpEHaIRJO9yl9g1zT-JrsECScM4GqBT4ukmIk5rg9IuR3h29qkj9rXY9QfU_IgV9DZJ4yqd_kYKEB8gulEX2gOP3Ep-fUd8nUAMcxB7Z9jqYaTqsTTVv4rVqR5sX3mVP-S0cNNJu2_Eh44Oy0CHin2UggisRABVojZkY4lmp-yirxrLSO9DTHPOPwF6o3tM71qIcOcyDdy8F4xSuwpfm0tfvuJziuui9CX8vMko5Wcuts-uyAsxx3TqZYk2Ypkg5CM 616 76.36.151.123 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 Edg/152.0.0.0 https://bullcitytalent.com/contact-us/ September 9, 2026 1:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Tina Sims lmcdnn1@mail.com 6938498106 General Inquiry Hi Bull City Talent Team, I am currently reviewing specialized talent acquisition partners to step in and secure technical resources for our upcoming enterprise platform optimization phase. We are planning an initial migration layer next month (focusing on securing contract consultants skilled in Workday and SAP ecosystems). We have allocated a talent procurement budget of up to $85,000 for our chosen solutions partner. Given your specialized focus on relationship-driven ERP resourcing, we want to look over your candidate pipeline. Could your team share your standard contract conversion timelines, fee sheets, and availability for a brief 10-minute introductory call this week? Best regards, Tina Sims Project Manager 0cAFcWeA5ZFQU0IMIcCYo-iQm-qxGcuK4x_Q26izmsF01gBostAiNkYQ_xNiO0IP8O6i4zlYnJtvbuBKn0BNQBPmqLi7pTeI67Rp47Qkbm2L17OUV3x2soACtqDuKk75AA3PTVi4s-3gY5stqtU5tBvQShDuJ0MOHsaMB5Rb_bIk04G4eesUPEkfE5PaEPDyW9RE1Wj9U2EyxowJeoty9SN3CImJd-5cvWMlY3uqlT5uom_n6vWpqPVticOGnrr1pKeuHHT8iYDMjfqhXJiRu3c3JWanZUSPMh-b1msJVqNCEeL8e0AvBX1rJnVI18QWjgWdeK5rujK_aUr1-Dqh6oTxgtJ_m_Mu3NUj_Iam14E5tSewCpgQZ0OUClxUcokRDQYAMw355SJ_C3epAQPJH66JnBPMjqav01Iu3ZjI8s1-96fUfYUdRwIgOLg3lYycxN2RfnhsTdW7xrBYMZL5W8t3a_roOGFpsGUGMcTqCfjc9VFSbgbhLArxn7tTYBVikmEjLOIZBUxAwi8XMjH8aF4Wrd0vqyu2EQbCMAx8__3QMG4lVCPjnELN94vXVRuIbezpjaDpyTRN1FTf06-NuMJBOPxhab4rR7eb2BjmXjgYx0bOpGgc0cVlktC9COOr8P7Tqiq1M6-WAEVQH-5FT4lCnSviC8dNO0_nlKGAa1QdCD8LLEhrIZDz_iSaGXwdMtxvYDIrV12AqFcCRc6X69VNAwaIhIfD-W27Yg8Ckn-leQrQbuzH238PbnVbz1wEJjl2jwar-KzQA923E809hHemWPv7XETh0tvgbjdKhXfQFX2H3VezwcZ3vppAEnd4FM1a1Y1KWcragWF41633p_znBR4MYHZkpO10apTZIHqOojh-ZG06K_yxtyYipcaC-I7DU2Z6_FA8t7oiEW6hTaKY-Fyc1ozu_rtinL_-Pi-DK61dETnyC4qGXGMyTZZA8pv5KrTcAG1WHYHhavQYmNNRhl_uHe_zUlKHfj-Nm8YJArs1oBrq5MjjEtBSz8ZeZXU3bqTtM7MwDldDulQ81fUCsRD7Af0S3StOSRBRA7rBatKxTBXVqNM2p0n3wpfZhhkhDssQKRA9rZERBCtmtdA8OzkEq43RtQg6CV8NrDWlslCDl-Za1ao8OZC-v_-pUbXda60vhtkaqway0vKMdreY05ZoB9XZDMKxyJrDTrY5DScWqdnev9_RF28FxZVibTOgGxD5Uh5AeYfiJckq_H1MoA_FjJy2UrwAyin5J8qvp3oJ5uZ8B6wijbBWkVV_JXvuLw9AcUpP0zaLocpaWb89rxw_Kj2ZiwcYUch-gVKGRDknxdiY6JM9GK-uv37-rtqYVYGOpGLE2q4WGOl8yGs8Ndgmp61taQ78CGTwAA_GxUZ-1TB4tGVC02GME8ZOWsiRjBTRsjxhQv0HopuIG6V2AP-YBjmDL7Plkqti952Hw3lorZJ-fZyqnMmapiqEj2UOaZEw_bHjMyj_4ODg3et-p_4Hq8RnM6nJa8OQkU5zRl4Nh7tpYEW16b9uZ0C9tMLlNoPnwRMw-WPBHY2nzPkgjRQ3YDRoJ5QhIadS8phZaevoV4XEnd2A8Wtw90OrrI2BnnAUfBXMt6vPILynRxWKIlaEhYOK_nouuvRTWXyQxiQMCXyvPi-1u-AJ-VzljjfcAQUE_hLeVfT9jf4GkUQHnnBKYD1ow0c3AvMuY1SFJ5_8P2YGrvOqm0a1R0jS4o4weSdqxIymTR1TGrKhZb9h6oXBxmFPcGLP5IlLZ7mSLIef0rzD39HwKbEJOBI0FuXcplYtaQ63wX6PjuspbgPgPsKngGDKrY0PjGjjtN5xHL0EuOmz0n5RSNfMlMTKvVI7jJc5Yvmp6j1tMNgRgPCMBA41VJNekt1q9_6UgnXNs3NWgD4vKM66bWGKST7azQpH3l4-oGQbAVjV2FTpF00E8mbiYe3F941DXNOxAD1fyMc6U9isTybi_AHP8vL8Oou7T_lgWg4OZHOUu8QaIwLxcIBYfuAqENkLEiK3P7xQZk8sf3ga-HT8N4sKH1e-wIsH0haQmQEv1hK5YzoQCVrkDs32ar3Kf9kJNyqB1HzrASRtruoRzmlfL2RVQ8oNmO2W9xtUEBqUrUgFZs12uq6EpZ2Ox7CdJT4zM_RhHxB31hGMEfWusnLjBW9-ozvJfeefE7lPr6vm_tK7Oyz7Fn-gX10pWtZQiLin7mh73yuYAC4EXqOLDcu4Fpbry-W5Vszh0GmNid4osJv1CPUpx5EwnEEKs6PdS1jBZtAOzS7Mvx1_vxML0JykPpcN6aTnfyT3ETaSJrLr80SfFNVdhVjsSv1VOfdxfCy_HclFDNpUPPNINTUwJwjHWCvJF8QS63VuT1DuasR-DHR61K1TYoHb8rbaKORIp-2xeBal0yLHgKazHwruM13fU 617 79.127.160.157 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 9, 2026 8:27 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Aubrey Bell aubrey.bell@we-financials.com 2488644322 General Inquiry Could you please connect me with the appropriate decision-maker responsible for Business Development, Sales, Marketing, or Partnerships? 0cAFcWeA6u-2pw6i-XeGBeZgNyvwjcWCtLpFGdCHx-ScmrLLP_ClJc7AS_D-Mm6JogaLTUlpreUrHBq1SJUZl-EqvOdZMrzL-usFKoHLz6ht2IsOZuQ8xXLaZ4PHEDOW0Y-1o4So9n047M_ClU2IZe_tWbhSYfArBAsxp02ffv8Q4IsoYn2ns8Fk8QBFm7JrQQZaO_Mtm9YoJ_-aaLtNEazGnm3cnoh1WJ10pzQLrYT7mF723Y2QvVhZYzyXZS-yDx6Zx4XBf2LSYEuoODexEC2KIamU3No5y0QfohRnBOUkk8sTP6GqrfG1WEI1S2M-YvHa5hJ9fRdQRjpyUxID0QCbh7gGcCookbbaTSHBD7UglhBhCrjZlrGVRkbcCIi3nYh0kYAI4tUUwaGWTfVdSLYo7YksNXQ1XqLhKuUgJh_SIW1tt2JL8d_MVT7KH3lhX62R96Knx1Zh7quFI73x4HlJQxYkKrOwHswltR_fYyKYfNUBd8b4OW-_rjB019732vnZY1BuvbzstRmzarilabtV8sf33MBr8zB8uW5iACjbabEc4WUyS3DytA1fcBMBcmqdIBMbTgFUx8NeWZa7rYzmLS8VclRbvgB1gH-1q12goCkZbjzXFhhm8Y-t7l01yMJVBloaPW05m5mi2s-VhstoCcdJ4QvPqaUlnbSr1fJFWh2OD050Dyy3Avbxy1i1YXoYoojJLUBVRUR4LvCm15cu6KPy-r7QZwWTF9ePejs_1s2SeN6bxXZolXzA2_ajvBnUYC4p1Cg8MRuiRKn_TIO_pAbYoyKKU5cSlf5ToV8wCnAAsauqQy6tLSViaNVmho69wdtXbXW7XZgRH3fX-QCfKUE4ijXhcwWavspoWIePZO4b8ilrMub0BepasrurFUhi_IqMwbSXr1hpQM4pjZZm5bYTkg6FyxMclxSGpzbQGDiXAPEX8KKo-D49X9iS8jWf9KD_MsloxZvCubZcIgc8pq8_1woN67QYSRqT5QPi5FACE1Vh2dKefpNboqMq8KU1XOWhcLq_5kXZz4cVZ-5z6Cic46yCCti26fLU-vRyzzgXEdbbsNc8C7-FcHWezHvipte-ohlem8mIAcq4aPXERSL5-XYspsUDNsjOU2v731Uu5PBWtvhY-Q4zyirU1JwyWoe2Ci01_D_ZkU9v0DkQcdF8dFvRL5b95ZyRmFexfX1bO3XFfwciACLqpZV2r08EaiFOQrIiX4bW2J7qObVEETt4BMWjnxNP2T95jPTNeGo2nb3fHH79ftS8zeVDuumZhlwC9cSA4x_NHs7CKzcuFGoPvAb4TPiHmIn2F7OCNUbhGhgHsMzni0b2CK3g_hOpG9GUjfe3TpWLDuCRq7DtoGTtedLEjpZTtZRTbD2Pf5-JE8ULFvC-s-tSCxWY8N0are77lGxuCPqR9xyRQpr7smE__opgyHWBXOFwbpr7ftRQTD00XP0ccyG1QnrPN750dCCn0WpYjRyD0hMylkacA63kIfbzSqnBwy3lt1gtHgsYoTiJZLSYXYLpsvbmocykqWRdwkrM0FB99Tf_L4G7Vh3CNsK8MjBt3t3Xkn7JLgPAJaQp01XgjghSKQZ6m8zGq2NXcB7qozq6qw_uE-fVRkegJ8_zGRqmJKNv2gdMlynRTwAkxeyZXLEJqAqW_7tuk3HEAjQVYwpo4T2Q14xEj_aJMvgA6HNZqAlWq2TozF_9Dl16aS_UDMJSg4nU6_v6b02hn6FTIf-IRhh8nADnrhrxFInL1ELJGbEoHe-PV0RqrxFtakP4Z11vAPBvh8MvLM_LNrl70CVWVPdbDSmx-kHWQGgTm44RGukarlmCCOdVuh4JOsOx6-Aaj4Ml_9FLG4MphQ-fXNX2AP0xheZ6rDLHE07a3frEUcNh3W7fxO-jLzEQEx2QgMsiCZYRceaArzYLrbb32a2NK7_yaxiz5oRzt6zAntekQgfLam51CvtqfLdPU2FQ9vrIeOgnhEZdh8rlKnJNlehoo67sBbRKzucYHR3cG2BpVC_-HoKMkrfDzYtz-g-1t2aucciZUbQJHl5koQR453xTul9Ilh41ej0ozKE5xv7Lia0QD2RjSOiFUgsSmppWn981tbSStiQHLveaxoc49epnQ9s65ywYt2vBbqIe1m1eUW7bwtS4Dn_JVyQyQGJGkAS4QSwGD84sDXKM48lkUP7hOw0mA-WolhRylEAAm09fBJd9gBlAwWu8omKD6Dd4pGHaPwQTMacN2ttnhLK9h_-K8h3U0no0tSdZFC5w33KPwTGSo8Jnq63Z7BGsISFgsYt7HcqU-3exNbylTZoWxBvU7ZnYYHz7gRR8K64KgYZAVwCv3tCrw8T89iy-aaKxTzQv6cm0Nwsc5wYZKehkr1kpCskz6SItZq9snGPyTnQg 618 223.185.27.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 10, 2026 12:08 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Aubrey Bell aubrey.bell@we-financials.com 2488644322 General Inquiry Could you please connect me with the appropriate decision-maker responsible for Business Development, Sales, Marketing, or Partnerships? 0cAFcWeA4o_wVtueNPXAZuMuENlXDNAD095BJOLSJurw8NIVR2P5PFKJjVYrqYhVRXIjubpJXrnp4cIz7tyy6V5F2fx4ojCqgplkH3Oy8Z8fkjJjj4cjWTjhGW93ojcBkQOIhFe5T4imCbdkZEDZNBPCrAxX0bwkK0LXRdA6vZE_AgA4C_-D90efklpTjApBHCag0hDljs0SexPUIZWBQK5g8s6aohC2C7uydeYYcinzIq3TWPX2ACbDWQDxteZ0rIS63OwShk7srZdjj10wGL1dnPU7s-U-qaa3hr2r0VMCGN43exrvzOuHFq0JGOyOO7Spcg49IxvimSYBImsl3fV__JYu4qrlgl5HhzBlwDogMYMTE3E6KbRvoDCxrHakJaYiwGvRi2Gw6epp_2foCozFFSIUZaO4N0SeApNWb1ULf2XwpzQiZ7PvQmKxhHw52kAuHGbjLIAC-RFu1XG_dgoS1sDPE2mxA23LrqKcurGvun_aCiyLX6qJS7n60ijCA6Rmn5uUyv7fVju0S810Q5XlvCbZXgaf73aAZd3JuJTxxWI0RNFP_OGm_gNQ04FEIRGEc2mJ1HOnMN1Hpl5jozNgf_xQhko2n4w5_s3x1dSEHSfwTJZsqqPteG_6_-vQR3vkJX-GHGWYT2lWU0HzSfc4UiCcbcTSB5sFrSx-YhHdjmfuDMwtBVtwG0rJYPRhK54hQtNThxV8nrWak_1n9wWljKeLEjqakrMGveB9xWVub0G-DjJIuv677OsRT-XO1DfhTPAqvY2nni0gE6MiGZiIpXMtZ2TpUdZ1-8VoaonHFCQjlDPriaj79xv3VOLGhatjp47i4dKnxWHiHF8m0H3mMKXQ98E-lYtQT70rUFVz8OGwXU4A7C-RN1ttoSakRpmX-Lkq7E8vvV_9t6s-zW6sh4FhTWp8RcyaooD0QmhbM0Ql7XcMzllt5ceq6AieECVOPny8w7hKnftSL4st_HxiR8J8rYuOmCcsgMS8v1IChmCw8zPcgl_HdW4rfdxyZBd7nj9aGFYB8y2rRURZjKhLzYHb5p8a2niFXF5iqfUqK1VKB0zufrPsi-2mYqu3gIi1U2H1bqHVjuEfGvvQpGDAycKMyqJgbbF1XV43Z50QXzyNx-XhNFRbeu9TNbwM3tQqefAWN990DlxjFGIeGY9jzic54i4jNxp42fc_efaRQOAugfwngAONN5EEn03FT_5xZRzobt9g0zEzT3f6k-3AMNSCK5QpMJr4raSr0e5pQYlvri1i-WcyNFL1VrCjsJoSWD8Mx7gE4-zKriHfjxSRYXQU7_s1109JReioukmxgRbEsjC8acOi-Btgz7L6SH-9ucQjyjOwBtfj6hrypWQ1PH88UBoQmyZ3YrzVGVJSebmtSMwe-bJq4bg1D-D06QaSVawE5tbkFYWCdrACfrS1P9hTzUx0lxCfy3IbQo6IWtTtjx-hT7mCNEq2D_JuvdJMSE_lDbr32tjt6b6MFJpx8X7_9GtIrlPBxTQJKHlTSYTF0_rsKyf4HKxItnG8y_wfEO3NJshwQzk6oLwhK3QrjkCXDbi1zm3VGTu3_I71HJWrUITbdhD1OQQqHz6fZb5V0nozUOPl_p1wSzpu4yoh-8N6qZr8B8lesCeTr-dto8Zf4xfNmdsU8rsH7w28vmsY7Q204ElfnPobCgpkiFM427g69XNdDhkZ9NIbWugt_5noESg0UqQ1v7Io7clQlJH-2WoL0ndV3NI00Ns1oPN5T3-7HAGgD80zE0tt2QuyR4W-fUp4QLiq6XeMgKSy4PXMtXRLTZ07no9fd3OFpVuMYhskIX2KwoWdxlu5KeZ-sFalqeX4Ywh93JdVz5O93B6ywuZ0EKf83-SLFmbTTPgOpLTQNPVvRqtNgthCHeiG50C_WUKEpLM9CLQLBDcXvxeLxrTkfc_DiDmfnfGxD5_HA5yOMOJAXnXf-V7WBiP_GheneeigWbx28Yz_3mVW90qpflSP1a5PkncX2vUkYZR_J62Ckqz6_saybnV5PfpvsKovz8ejCGbInSSNUx5-xkiwXAygyIBJjIstVL4u7gy31YkKKo4cMtw6ReySlbQPkVc0FZxJdz9za95LLtdraxSwIhwAaf0ZmouRlrc631SSYx8WOzhnHIobCAQgdobARalGuqEGfExhyqgehkePYYADAPE9sWB2fqAKlEzMJZp6cOUIpbf8vcgwMy6T08FI-jmTxRuV_057yH0OGZYaMBLsuBgeC5SsRG0d4JLwj99hpAnI87udmc5nO2Gqh-ALRN5zvWMjtYoYCDkIoXE9M9IxgCuvJ5htyz22AOVX-4ESfW8GUgt6pJk6DpeOlnppDhlnGhGHOObHQ9MQF4y-ZbH20zuoQSw4XaXiM0P6R19LurxtUWkTTvCzDLkHDCYQPxObmDg69Wyzzl_lL1v_DGqWmPSEVjoh1JRW14fgsc1174cbJj7NGo_SSm75KH-qbZ0w1OwBXH7oMKlVs473JzgAnsEzULpMwo 619 223.185.27.47 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/152.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 10, 2026 12:10 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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SAP transformations rarely go off track because of one dramatic event. More often, trouble develops gradually. A milestone slips by two weeks. A design decision remains unresolved. Data cleansing takes longer than expected. The project adds another customization. Business users miss testing sessions because operational priorities take precedence. Individually, these issues may seem manageable. Collectively, they can signal that a transformation is moving away from its original objectives. Recent research suggests these challenges are far from unusual. In a 2025 study from SAP and Oxford Economics, based on 800 executives and professionals at large organizations, only 51% of business transformations went according to plan, while 58% went over budget. Even more telling, only 57% were ultimately considered worth the time, money, and effort invested.

KEY TAKEAWAYS

Repeated schedule changes are a symptom, not the root problem. Leaders should investigate why milestones keep moving rather than continually adjusting the project plan.

Uncontrolled scope and customization can quietly derail a transformation. New requirements should trigger explicit conversations about their impact on cost, resources, complexity, and timeline.

Watch the decision backlog, data readiness, and testing closely. Unresolved decisions, delayed data work, and compressed testing can be leading indicators of much larger downstream problems.

Business disengagement is a major warning sign. SAP transformation requires active process-owner and SME participation throughout design, data preparation, testing, change, and readiness, not just at go-live.

A green status report doesn't necessarily mean a healthy project. Leaders need objective readiness criteria and a culture where teams can surface risks early.

Complex transformations will encounter obstacles. The goal for leaders is to recognize SAP project warning signs early enough to correct course.

WHY SAP PROJECTS CAN DRIFT OFF TRACK

SAP projects combine technology, data, processes, people, integrations, controls, and organizational change. Decisions in one area frequently affect several others. That complexity is particularly visible in SAP S/4HANA programs. SAPinsider's SAP S/4HANA Migration 2025 benchmark found that 62% of organizations identified high project costs as a barrier to their transition, while 55% cited project length, up substantially from 37% the previous year. Research also identified adapting custom code, third-party integrations, and data cleansing and quality among the most difficult aspects of moving to SAP S/4HANA. These challenges don't necessarily mean a project is failing, but they create conditions where small problems can compound quickly. The following SAP project warning signs can help leaders distinguish ordinary project friction from issues requiring intervention:

8 SAP PROJECT WARNING SIGNS

Milestones Keep Moving

A missed milestone isn't automatically cause for alarm, but multiple milestones moving for the same underlying reasons should get leadership's attention. Watch for explanations such as: "We just need another couple of weeks." "That dependency wasn't included in the original plan." "We'll make the time back during testing." Repeated schedule changes can indicate that the project's original assumptions no longer reflect reality. This is especially important as organizations face increasing timeline pressure. Research on SAP S/4HANA deployment approaches found that nearly one-quarter of respondents expected their S/4HANA transition to extend beyond 2027, even as many organizations prioritize completing their deployments as quickly as possible. When milestones slip, leaders should investigate the root cause rather than simply update the project plan. Is scope larger than expected? Are resources unavailable? Are decisions taking too long? Was the original estimate unrealistic? Moving a date treats the symptom but understanding why the date moved addresses the problem.

DOWNLOAD THE EBOOK BELOW

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One of the most important SAP project decisions happens right from the jump: Who needs to be on the team, and when do you need them? Organizations sometimes approach staffing sequentially. First, define the transformation, the establish the timeline, select partners, and secure funding. Once those pieces are in place, start filling the open roles. But for many SAP programs, that can be too late. SAP transformations require a combination of functional expertise, technical capabilities, business-process knowledge, data experience, integration skills, project leadership, security expertise, and change management. And the people with the right combination of those skills aren't necessarily available exactly when a project needs them.

KEY TAKEAWAYS

Start workforce planning alongside SAP project planning. Identify required capabilities, timing, and ownership as the transformation scope and roadmap take shape rather than waiting for vacancies to become urgent.

Recruit backward from when expertise needs to be productive. Account for sourcing, interviews, notice periods, onboarding, and project ramp-up when determining when recruiting should begin.

Prioritize roles that influence foundational decisions. Program leaders, architects, process leads, data leaders, integration specialists, security leaders, and other critical resources may need to contribute well before execution ramps up.

Don't assume talent will be available on demand. Specialized SAP skills can take time to find, making recruiting lead time an important part of the overall project plan.

Recent ASUG research illustrates the challenge. In its 2025 Pulse of the SAP Customer Research Report, 56% of respondents identified SAP S/4HANA expertise as an important skill for their organization, making it the top skillset in the survey. Another 35% identified finding employees with the internal skills necessary to manage new technology as a top organizational challenge. The question is whether the right expertise can be identified, recruited, onboarded, and made productive before the project depends on it. That means the best time to start recruiting for an SAP project is often earlier than leaders expect.

START RECRUITING WITH THE WORKFORCE PLAN IN MIND

Before writing a job description, understand the work. Is the organization pursuing a greenfield implementation, system conversion, selective data transition, cloud migration, or broader business transformation? Which functions are in scope? How complex is the existing landscape? Which processes will change? What data, integrations, extensions, and applications will be affected? Those decisions determine the capabilities the organization needs. A technically focused conversion, for example, may require a different team from a greenfield implementation involving extensive process redesign. An SAP S/4HANA Cloud transformation may create demand for capabilities around BAIP, cloud architecture, integration, data, clean core, security, and extensibility that aren't as prevalent on the organization's current SAP team. Recruiting should be an output of the transformation strategy, not a separate activity that begins afterward.

HOW EARLY SHOULD YOU START RECRUITING FOR AN SAP PROJECT?

There isn't one universal number of months that works for every SAP role. Instead, work backward from the date when each capability needs to be fully productive. Suppose an integration architect needs to establish design principles before build begins. That person shouldn't start the week development kicks off. They need enough time to understand the current landscape, business requirements, future architecture, dependencies, and project standards before those decisions are finalized. The same applies to data, security, functional, and business-process roles. A staffing plan also needs to account for the full recruiting cycle. Finding a candidate isn't the same as having someone ready to contribute. Sourcing, screening, interviews, stakeholder availability, offer negotiations, notice periods, background checks, onboarding, and project orientation all consume time. In fact, 2025 technology recruiting benchmarks found a 48-day median time to hire among technology organizations—26% slower than the global median. The research also found that only 77% of technology candidates accepted offers. For organizations recruiting niche SAP expertise, those numbers reinforce that a vacancy identified six weeks before a critical project phase can quickly become a project constraint. Build recruiting lead time into the plan rather than assuming talent will be available on demand.

WHICH SAP ROLES SHOULD YOU RECRUIT FIRST?

Not every member of an SAP project needs to arrive simultaneously. The highest recruiting priority should generally go to people whose knowledge and decisions influence downstream work. Program leadership, enterprise and solution architects, functional leads, data leaders, integration architects, security leaders, and key process owners can all shape foundational decisions. They help answer questions such as: Which processes should be standardized? Which extensions are actually necessary? What is the data strategy? How will systems integrate? What belongs inside or outside the core? How should security be designed? What capabilities will the organization need after go-live? Bringing those people into the project after major decisions have been made limits their ability to influence the outcome. It can also create rework if newly hired experts identify issues that earlier teams overlooked.

LEARN MORE IN PART TWO

Recruiting for an SAP project shouldn't begin when open roles become urgent. By connecting workforce planning to the transformation roadmap, accounting for recruiting and onboarding lead time, and prioritizing roles that influence foundational decisions, organizations can have critical expertise in place before the project depends on it. But starting early doesn't mean hiring everyone at once or that every capability needs to come from a permanent hire. The next step is building a staffing strategy that aligns talent with each phase of the transformation while creating flexibility around how critical skills are sourced.

SAP RECRUITMENT STRATEGY TIPS

Don't Recruit Every Role at the Same Time

Starting early doesn't mean hiring the entire project team on day one. A better workforce plan maps talent demand against the project lifecycle. Architecture and strategy capabilities may peak early. Functional resources may ramp up as design begins. Developers and configuration specialists may become more important during build. Testing, training, cutover, and support requirements can increase later. The objective is to have the right capabilities available at the right point, rather than carrying unnecessary project capacity throughout the entire transformation.

Don't Wait Too Long to Recruit Data and Integration Talent

Some workstreams can appear downstream on a project plan while actually requiring early involvement. Data is a good example. Migration execution may occur relatively late, but decisions about data ownership, scope, quality, mapping, cleansing, archiving, and governance should begin much earlier. Integration follows a similar pattern. Before developers build interfaces, someone needs to understand existing connections, future-state requirements, dependencies, middleware, APIs, security requirements, and architecture standards. Waiting to staff these capabilities until build or migration begins gives complex problems less time to be solved. That can eventually manifest as project delay even though the original cause was a workforce-planning decision made months earlier.

Consider the Broader Competition for Tech Talent

Organizations are competing for professionals with skills in cloud, cybersecurity, data, AI, integration, architecture, and software engineering across the broader technology ecosystem. A 2025 Global IT & Tech Talent Report describes persistent technology skills gaps and intensifying competition for specialized talent, particularly as organizations seek hybrid professionals who combine technical expertise with business and governance capabilities. That hybrid profile is especially relevant to SAP. Many critical SAP roles require someone who can understand technology while working effectively with finance, supply chain, manufacturing, procurement, HR, commercial, or other business functions. The narrower that required combination becomes, the less reasonable it is to assume an ideal candidate will be immediately available.

Decide What Should Be Internal Versus External

An SAP transformation team doesn't have to consist entirely of permanent employees. Contractors can provide specialized skills or temporary capacity, and consultants can bring outside expertise and help solve complex problems. Architecture, security, data governance, process ownership, product ownership, integration knowledge, and key functional capabilities may need to remain inside the organization after implementation. Other skills may be needed intensely for 12 months and only occasionally thereafter. That distinction should influence recruiting decisions.

THE BEST SAP RECRUITING STRATEGY CREATES OPTIONS

So, when is the right time to start recruiting for an SAP project? Start by planning as soon as the transformation scope and high-level roadmap begin to take shape. Determine which capabilities the program will need by phase, assess which already exist internally, identify employees who can be developed, and decide which roles need permanent hires vs. which are better suited to contractors or consultants. Then work backward from when each resource needs to be fully productive. If recruiting begins early enough, a difficult search can continue without immediately threatening the project. An internal employee may have time to complete training and gain experience, while a contractor can bridge a temporary gap, and a consulting partner can provide specialized expertise while internal capabilities develop. Start too late, though, and those options disappear. When planning an SAP recruitment strategy, organizations must ensure that when the project reaches a critical decision, design activity, migration, test cycle, or go-live milestone, the people with the necessary expertise are already there and ready to perform.

For help with your SAP staffing needs, contact BCTG today.

SAP systems contain some of an organization's most valuable and sensitive information. Financial data, customer records, employee information, supplier details, intellectual property, and business-critical processes can all flow through the SAP landscape. That makes SAP security an organization-wide concern.

KEY TAKEAWAYS

Unpatched SAP systems remain a significant security risk, and integrations are expanding the attack surface.

Identity and access require continuous attention. Excessive privileges, compromised credentials, dormant accounts, and segregation-of-duties conflicts can create pathways to sensitive SAP data and transactions.

Security monitoring needs SAP-specific visibility. Traditional enterprise security tools may not provide security teams with sufficient context about SAP applications, transactions, users, and vulnerabilities.

Transformation is an opportunity to improve security. SAP S/4HANA and cloud initiatives should incorporate security into architecture and process decisions from the beginning rather than treating it as a pre-go-live exercise.

A compromised SAP environment can potentially affect financial transactions, supply chain operations, regulatory compliance, business continuity, and the integrity of enterprise data. And as organizations modernize SAP environments through cloud adoption, integrations, APIs, and AI, the potential attack surface is changing. The threat isn't hypothetical. SAPinsider's Cybersecurity Threats and Challenges to SAP Systems 2025 found that 23% of respondents had experienced a credential compromise or social engineering attack, malware or ransomware attack, or another cybersecurity attack that impacted their SAP environment during the previous year. Understanding common SAP security risks is therefore an important first step. The bigger challenge is identifying where seemingly routine practices are creating vulnerabilities that organizations may not recognize until something goes wrong.

7 COMMON SAP SECURITY RISKS

Falling Behind on Security Patches

Patching sounds straightforward: SAP identifies a vulnerability, releases a Security Note, and organizations apply the appropriate remediation. In practice, however, the process can be considerably more complicated. SAP environments are highly interconnected, and patches often need to be evaluated, tested, scheduled, and deployed without disrupting critical business processes. That can lead organizations to delay remediation. According to cybersecurity research, 35% of respondents identify keeping up with SAP security patches and updates as a top challenge—the leading challenge for the third consecutive year. Among organizations struggling with patching, 64% cited difficulty scheduling downtime, while 57% cited difficulty validating whether patches had been correctly applied. The need for disciplined patch management isn't slowing down. For example, SAP's July 2026 Security Patch Day included 16 new Security Notes and one GitHub security advisory, along with updates to three previously released notes. The releases included a CVSS 9.9 critical memory corruption vulnerability affecting SAP NetWeaver Application Server ABAP. Earlier in 2026, SAP's February Patch Day included 26 new Security Notes, including critical vulnerabilities affecting SAP CRM, SAP S/4HANA, and SAP NetWeaver Application Server ABAP. The warning sign isn't simply having outstanding patches. It's lacking a risk-based process for determining which vulnerabilities affect the organization's landscape, how urgently they need remediation, who owns the decision, and how quickly patches can be validated and deployed.

Excessive Access and Weak Identity Controls

An organization can have excellent perimeter security and still expose itself to significant risk if users have more SAP access than they need. Say an employee changes jobs but retains privileges from a previous role; a temporary elevated-access request becomes permanent; a contractor's account remains active after an engagement; or technical and service accounts receive broad privileges because narrowing them is inconvenient. Individual roles may appear reasonable, while combinations of roles create segregation-of-duties conflicts. Over time, these exceptions can become normal. Moreover, research found that 28% of respondents identified ensuring segregation of duties as a top SAP cybersecurity challenge. Among organizations with the least mature cybersecurity posture, that number rose to 43%. As such, organizations should evaluate access controls not only around what legitimate employees are permitted to do but also around what an attacker could do if those credentials were compromised. Can the account access sensitive financial or employee data? Could it change a supplier's banking information? Create or modify users? Execute privileged transactions? Access production? Circumvent an approval process? Strong identity governance, least-privilege access, periodic access reviews, segregation-of-duties monitoring, multifactor authentication where appropriate, and disciplined privileged-access management can help limit the impact of compromised credentials.

Underestimating the Risk of Connected Systems

Modern SAP environments don't exist in isolation. They connect with cloud applications, suppliers, banks, customers, warehouses, analytics platforms, middleware, APIs, third-party solutions, and other enterprise systems. Every connection creates business value but potentially also another path into or out of the environment. One of the most notable findings in SAPinsider's 2025 cybersecurity research was the increasing concern around those connections. Connections to other systems and applications moved from the tenth-ranked SAP security threat in the previous year's research to the third-largest threat in 2025. At the same time, respondents ranked data exfiltration as their biggest threat to SAP systems. Organizations should know which systems connect to SAP, what information those connections can access, how identities are authenticated, where credentials are stored, whether traffic is appropriately protected, and who owns each integration. Legacy interfaces deserve particular attention. An interface that has operated quietly for years can escape security reviews even as the technologies and security assumptions around it change. Similarly, connections created quickly during acquisitions or transformation programs may remain long after their original purpose changes. Maintaining an accurate inventory of integrations and regularly reviewing those trust relationships should be part of SAP security governance.

Treating Security as Primarily an Authorization Problem

Roles and authorizations are essential, but SAP security is broader than access control. Organizations also need to consider vulnerabilities, insecure configurations, application-layer threats, custom code, interfaces, operating systems and databases, cloud services, privileged users, and data movement. That's particularly important because attackers are actively targeting vulnerabilities in business-critical SAP technology. In 2025, for example, researchers identified critical vulnerabilities in SAP NetWeaver that were being actively exploited. Onapsis reported that more than 4,000 affected systems were directly reachable from the internet and estimated that 50-70% had the vulnerable component present when the attack campaign began. Intelligence indicated that hundreds of SAP systems had been compromised. The lesson here is straightforward: a clean segregation-of-duties report doesn't necessarily mean the SAP environment is secure.

Custom Code That Escapes Security Scrutiny

Custom code often exists because an organization has a legitimate business requirement that standard functionality doesn't address. But every custom development can also introduce risk. The danger increases when code was created years ago, documentation is incomplete, original developers are no longer available, or security requirements have changed since the application was built. Custom applications and extensions should be reviewed for secure coding practices, authorization checks, data exposure, input validation, and known vulnerabilities in underlying components. This is especially important during SAP S/4HANA transformation. Organizations have an opportunity to ask whether existing customizations still provide enough business value to justify maintaining them—and their associated security footprint—in the future environment.

Security Teams Don't Have Enough Visibility

Your security operations center may monitor network traffic, endpoints, identities, cloud environments, and enterprise applications. But how much does it actually see inside SAP? Research found that 28% of respondents identified a lack of visibility of SAP systems within InfoSec or Security Operations as a major challenge. That gap matters because unusual behavior in SAP may require application-specific context. A security team needs to be able to distinguish an ordinary business transaction from suspicious privilege escalation, unusual administrative activity, unexpected changes, or attempts to access sensitive information. SAP teams and cybersecurity teams should not operate as separate worlds. Security operations should understand which SAP systems are business-critical, what sensitive information they contain, which vulnerabilities matter most, what normal activity looks like, and how an SAP-related incident should be escalated. Likewise, SAP teams should understand the organization's broader incident-response, threat-detection, vulnerability-management, and security-governance processes.

Assuming the Cloud Automatically Solves Security

Moving SAP workloads to the cloud changes security responsibilities, but it doesn't eliminate them. Cloud providers and SAP may manage certain infrastructure and platform responsibilities depending on the service model, but customers still need to understand their responsibilities for areas such as identities, roles, configurations, integrations, data, extensions, and business processes. The shift toward hybrid landscapes can actually make understanding those responsibilities more important. An organization may simultaneously operate SAP S/4HANA Cloud, SAP BAIP, legacy on-premise applications, SaaS solutions, hyperscaler infrastructure, and third-party systems. Each platform can have different controls and ownership models. The risk emerges when everyone assumes someone else is responsible. Organizations should explicitly document security responsibilities across SAP, internal teams, implementation partners, cloud providers, and other vendors.

HOW CAN ORGANIZATIONS REDUCE SAP SECURITY RISKS?

There is no single control that makes an SAP landscape secure, but a strong approach combines governance, technology, processes, and clear accountability. Organizations should establish an accurate inventory of SAP systems and integrations, regularly assess vulnerabilities, prioritize and apply security patches, enforce least-privilege access, monitor segregation-of-duties conflicts, review custom code, remove unnecessary accounts and interfaces, and integrate SAP activity into enterprise security monitoring. They should also establish clear ownership. Who evaluates new SAP Security Notes? Who decides how quickly a critical vulnerability must be patched? Who reviews privileged accounts? Who monitors integrations? Who investigates suspicious activity? Who coordinates response if an incident crosses SAP and non-SAP systems? Security becomes much more difficult when those answers are ambiguous.

LOOKING AHEAD

The most important shift organizations can make is to stop thinking about SAP security risks exclusively as technical vulnerabilities. SAP supports business processes, meaning a security issue affecting an SAP system can therefore become a finance problem, a supply chain problem, a compliance problem, an employee-data problem, a customer problem, or a business-continuity problem. The goal shouldn't be to eliminate every possible SAP security risk. The goal is to understand where the most consequential risks exist, make them visible to the right people, and establish controls capable of identifying and addressing them before they become incidents.

For organizations that depend on SAP to run critical parts of the business, this is part of protecting your business.

Business continuity planning often focuses on technology. Organizations establish backup systems, disaster recovery procedures, cybersecurity controls, redundant infrastructure, and incident response plans designed to keep critical applications available when something goes wrong. But what happens when the system is available, and the people who know how to operate it aren't?

KEY TAKEAWAYS

An SAP application can be technically available while operations remain disrupted because critical expertise is unavailable.

Organizations should know which processes, applications, integrations, and decisions depend heavily on one or two individuals.

Cross-training, succession planning, documentation, and hands-on experience can reduce reliance on individual experts.

Contractors and consultants can provide surge capacity and specialized expertise, but organizations should determine which capabilities must remain internal.

Make knowledge transfer continuous. Waiting until someone resigns or rolls off a project creates unnecessary risk.

Test workforce continuity just as you test technology continuity. Ask whether another qualified person could actually perform critical SAP responsibilities if the primary owner became unavailable tomorrow.

An SAP environment can depend on a relatively small group of people with highly specialized knowledge. A contractor may be the only person who knows why a particular customization exists, while a long-tenured functional lead may understand years of business process decisions that were never completely documented. Lose access to one of those people at the wrong moment, and a workforce issue can quickly become an operational one. The broader technology labor market makes that risk increasingly relevant. Global technology talent research from 2025 found that 60% of technology professionals planned to change employers or move into contracting within the following 12 months, while 78% of organizations reported experiencing skills shortages during the previous year. A strong SAP workforce business continuity strategy prepares for that uncertainty.

WHY SAP WORKFORCE BUSINESS CONTINUITY MATTERS

SAP often supports processes the organization cannot simply pause. Financial close, payroll, procurement, manufacturing, warehouse operations, order processing, supply chain planning, and other business-critical activities may depend on SAP applications and the people who support them. Traditional continuity planning asks whether the technology can recover after an outage. SAP workforce continuity adds another question: Do we have the people and knowledge necessary to keep the business operating? The Business Continuity Institute's Continuity & Resilience Report 2025 reflects a broader shift toward treating resilience as an organizational capability. Its research found that 45.5% of organizations now recognize resilience as a standalone function, up from 39.4% in 2023. It also emphasizes embedding resilience across people, processes, and technology. For SAP organizations, the people component deserves particular attention.

4 WAYS TO MAINTAIN CONTINUITY

Identify Your Workforce Dependencies

The first step is understanding where the organization is vulnerable. An SAP team may appear adequately staffed overall while still having significant concentrations of knowledge. Perhaps five people support Finance, but only one understands a particular tax configuration. Several developers may support the environment, but one contractor owns a critical integration. Multiple employees may know how to execute a process, while only one understands how to troubleshoot it when something fails. Rather than reviewing headcount alone, map critical SAP capabilities against the people who possess them. Consider areas such as:

Functional configuration

Business-process knowledge

Integration architecture

Security and authorizations

Master data governance

Custom code and extensions

Basis and infrastructure

Data migration and reconciliation

Batch jobs and interfaces

Reporting and analytics

Incident resolution

Vendor relationships

Cutover and release management

For each capability, ask: How many people could independently perform this work today? If the answer is one, the organization has a potential continuity risk regardless of how large the overall SAP team is.

Build Redundancy for Critical Skills

Redundancy doesn't mean having two people perform every SAP job indefinitely. It means ensuring that the organization has an alternative when a critical resource becomes unavailable. For high-risk SAP capabilities, establish both primary and secondary ownership. The secondary owner shouldn't simply have the person's phone number or know where the documentation is stored. They should have enough hands-on experience to perform the responsibilities if necessary. That may require job shadowing, cross-training, rotational assignments, paired troubleshooting, or periodically shifting responsibility for recurring activities. For example, if the same employee performs a critical month-end activity every month, have the secondary owner perform it periodically while the primary owner observes. Continuity becomes much stronger when backup capability is practiced rather than theoretical.

Don't Let Critical Knowledge Live in Someone's Head

Knowledge concentration is one of the most preventable risks. Years of SAP support can create enormous amounts of tacit knowledge: why a customization exists, which interface frequently fails, which workaround is used during close, why a configuration was designed a certain way, or which business stakeholder needs to be involved when a particular problem occurs. That information may never appear in formal documentation, and the risk is particularly significant when external resources are involved. A 2025 U.S. Government Accountability Office study of private-sector cloud workforce practices found that companies specifically identified the danger of not having an adequate knowledge transfer plan when contracts end or contractors leave. One company told GAO that it was cautious about overreliance on outsourced staff because skills can be difficult to retain. With that in mind, don't wait for a resignation or contractor roll-off to trigger knowledge transfer. Build documentation and knowledge sharing into normal SAP operations. Capture architecture, configurations, troubleshooting procedures, integrations, recurring incidents, process exceptions, and key design decisions. But don't stop at documentation. Pair employees on complex work. Rotate incident ownership. Have secondary resources perform critical processes. Ask subject matter experts to explain not only how something works, but why it was designed that way. The objective is to turn individual knowledge into organizational knowledge.

Test Your Plan

Organizations routinely test disaster recovery, so they should consider testing workforce continuity as well. Choose a critical SAP process or capability and ask what would happen if the primary owner were unexpectedly unavailable for several weeks. Can someone else access the necessary systems? Do they know what to do? Can they locate current documentation? Do they understand key dependencies? Do they know which stakeholders and vendors to contact? Can they troubleshoot common failures? The exercise may reveal that the organization has a backup person on paper but not in practice.

FINAL THOUGHTS

Business continuity is about making sure one unexpected change doesn't leave the organization without options, and a strong SAP workforce business continuity strategy creates those options. SAP environments will continue to change. Employees will change roles. Contractors will roll off. New technologies will require new skills. Experienced professionals will retire, and transformation programs will temporarily increase demand for expertise. Organizations can't prevent that change, but they can build an SAP workforce capable of absorbing it.

For help with your SAP talent needs, contact the BCTG team.

david lenzo davidlenzo1@yahoo.com 7083155594 General Inquiry Dear Recruiter, I am reaching out to introduce myself and explore opportunities in the Durham/Raleigh area where my background in program management, human resources, healthcare operations, workforce management, training, and financial administration can add value. My experience includes recent HR and program administration with the U.S. Department of Veterans Affairs and Illinois Department of Veterans Affairs, as well as leadership of healthcare operations and workforce teams. I have managed recruiting and onboarding, employee relations, benefits administration, training, compliance, budgets, payroll, accounts receivable, and day-to-day operations. I am comfortable coordinating multiple priorities, working with diverse stakeholders, handling confidential information, and improving processes to achieve operational goals. I am particularly interested in opportunities such as: • Program Coordinator / Program Manager • HR Coordinator / HR Generalist / HR Specialist • Operations Coordinator / Operations Manager • Healthcare Operations or Practice Operations • Training & Development / Workforce Development • Administrative or Business Operations Manager • Client Services / Workforce Management • Government, healthcare, nonprofit, or corporate program administration I am open to positions where my combination of leadership experience and hands-on operational skills can be used, including opportunities that may not carry a traditional HR or healthcare title. I am targeting positions generally in the $65,000–$72,000 range, depending on responsibilities, benefits, and overall opportunity. I would welcome the opportunity to speak with recruiters or hiring organizations that are seeking an experienced professional who can step into an operation, learn the environment quickly, coordinate people and processes, and contribute from day one. Thank you for your consideration. I would appreciate being kept in mind for current or upcoming opportunities that align with my background. 0cAFcWeA7M6hs_EdoJ1f-402a5DBuEJ5Tf9xV3CvqDD7nTGbmkj7KnjSmTjkKpyhXZRyopYcxQ7wihOP-UYX8baZ4OIfg-LdDbD5yXPBVshIaHVs4rUOu3cTEmvISk4v1d4rp7J67YFevISRVaxs1C2TNSDJ0LpZFK8CXYFZ5kfAA6zL7cToV_cieAaBZaXnv-md3u2Em9YztwLzEUH55PSLKECk0cfPJepnWfbGcVKSxzw9ZAFcUysvxIEQGysNF5duUlRyPapYtANEJQ_q5-L16ldBq_pV7jwrayJbimEhXcG6dP_00cQ8sNXv8qjJUurIyBBulGAoGXpwx5znAGBUj4R8FzzREbT6PvTbGCIDM1lwUbfO6W5c39alyOTjcFOUexKehCV23sLNwPEWwTJ44UPLj2wpqQM_p0MLh46ldsTzfQB4CDdmMK7LhtkXXkc71uukUMKyFhM2D5wYlPg1sT6JBMnnn2O9ca_xh3OzSVKLB84_NW8969olaBVEoAj8x8ZyuRYDwfh2crdfsa8A9Lzsysz_Q7eNvQE1ApwwxAJeNx2tRtB4krV317md1VyRrUBsSnhCvDzwAqe8W0sQel639mwzDYK5vbtAxJ0-tcNaPBcl9nrri1D8fHkfkKd84CwJ3gncJsIsXbHrcDqHA095dK6taVcFGjQ-Vnz94rx9QvwTwoBlaeWq-xP_WMTbYwjSQZzJGEGR6oceqiB5he8ZLQ1VISSo_yrVvKxfxIOm2XvnLYv47tTTkQpjIKx35AVt8yTlPt0-wGbG2Cj7wTGTAQIcjYau1w5gwz-DNvgj0FA0t9UP637JJFNw73IYxr5M0vntWKwubA_bD9W2cKcLBd-ufPh_j7VOsi4Hh-a9p0G3_hw_mJ9WS-BpEWJLVYr1la7ksV3bnVkeP7sovjVcO_Z83bgtpEdkU7I80i2c7xAVXUtSllFxoE2b_rMkdwjVNjkkg5Mm1txOzGJRBvxGuKvawe59VKyCKLU2U6PhlL7c5N380VX8aZrYVRuAxJjTZu63k3ZIj3kEzuvqWqo2g9GiSka08Yzn3WlEBTLTnePwW9pQAOAJy6sDQ9EbB5R4JxE9FZSAQtTJIlmSKkPY3U04PzqrNtdyT4UfZ8bBTIVPMSUUcQzD1HU7Lsro1kX9EXYQYvPz4_1nvG83bLSYSC_3tzAn33bl_SszJo7j8yTnMsyUAIn3fcXhRLqhy0NxRFwnR8wr9hqsTeaANtlwBHWKu7wapcRU2uOQBnyQt68vl3dNI24EKuLh76R7NWTGGtWv6iSxsO30R1s591Cn7At4ZlRgc0bs1RLUu6QmzZ_OpMq8ANiJexF0P78STxzQ-kfBDycenKJrP4QzgGJoyYSc4yM5dz5BnPn4jchcgLq8dAmyj5I9CG36ETTQi15v55dvVPkcujVb3EojwyhQ5awXVfePplz2WqlsnOpcNisLBoMspO6OBapHFKJtOzMO47RZ3XLtgtpYDkZqRzdbGdtlmTrs8fUHrrsGLnxQIHiYIKkc-IS6Mgisfc_zO6uDZfgY-F_Cp1dhRIKYpXFCZ50hM9C3UtwdgC3Xl5ETz7NR7AP_Rcfi2val0FOgDyythAe0z5f08ONVLjB33XwPQHD71FiMz3QVHl_mjfbBqZ_d65-CLoeYkB5IgEihFRsJ-vZNK5R7G5S-SkZltm-43MO3UHb_kMSI_KxftgKHRjtgJ7L---gtePEZjmK6Xvzl14LOvXkZ0n_itCaTUDNspJIsFNXw9piUcJWexAKwzK0-cBjkyDZ2PlnR6yXfLhlWGK0vZfvZ4YeP4wByJ6HTpFmYEE_K7-xxtLlAomGY26Qt9ytgacbYjDGG2odvuBoZpe4PkSlOLCg3aadjyXhfofg5cMuX9y5CYYoaQ3jiWU2X3jai07hdsteOh1mC6nahFFJ-kcjVf-58Bc-XlPZntgeRDQ1en6wuNnAZAZeIjn4omb_RrFwdAYDbfN_QM2VVE-To1MT9EbNCvj7UiF4V84uxPYWjJYK-U65BsKnE9ofGvV95yXA-VXu30QScfvmWQOFC27SJ9teqPwG0USkK8fEZRCfyYIz3hFePbrRhTVe7S4t6aq7ttYd1VqEBepaum37LhVCbRJZYDv4jE_SPGTfNaCyv6lwg0x2yV3SQBy0HQVheK81eZtpWwyZsSLxgNIQ8ASoWFb6y_838WDQEGGlJ37KCn6hQd9MrGAaM50_83KmDTdMQ5dWJekzvonukJ6Ghc6-H6uWz4_iCejQ2SBI1-IVnWcqRvh02WXuEMqej1tYD1FBtd23VqwpC4b9dU6IcO4O3_SDa5qdZzmqIgYbz-JfemAOXPhVhFGobq1dcXJw28Ilxt9qUAM9UuRkkJ6_-cCpTNd585U5eBIp-JGsXsu2tIpRAeBzJOcgEa8vBCG5OY 625 156.70.125.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 Edg/153.0.0.0 https://bullcitytalent.com/contact-us/ September 18, 2026 5:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

david lenzo davidlenzo1@yahoo.com 7083155594 General Inquiry Dear Recruiter, I am reaching out to introduce myself and explore opportunities in the Durham/Raleigh area where my background in program management, human resources, healthcare operations, workforce management, training, and financial administration can add value. My experience includes recent HR and program administration with the U.S. Department of Veterans Affairs and Illinois Department of Veterans Affairs, as well as leadership of healthcare operations and workforce teams. I have managed recruiting and onboarding, employee relations, benefits administration, training, compliance, budgets, payroll, accounts receivable, and day-to-day operations. I am comfortable coordinating multiple priorities, working with diverse stakeholders, handling confidential information, and improving processes to achieve operational goals. I am particularly interested in opportunities such as: • Program Coordinator / Program Manager • HR Coordinator / HR Generalist / HR Specialist • Operations Coordinator / Operations Manager • Healthcare Operations or Practice Operations • Training & Development / Workforce Development • Administrative or Business Operations Manager • Client Services / Workforce Management • Government, healthcare, nonprofit, or corporate program administration I am open to positions where my combination of leadership experience and hands-on operational skills can be used, including opportunities that may not carry a traditional HR or healthcare title. I am targeting positions generally in the $65,000–$72,000 range, depending on responsibilities, benefits, and overall opportunity. I would welcome the opportunity to speak with recruiters or hiring organizations that are seeking an experienced professional who can step into an operation, learn the environment quickly, coordinate people and processes, and contribute from day one. Thank you for your consideration. I would appreciate being kept in mind for current or upcoming opportunities that align with my background. 0cAFcWeA6IXjdXUcr6KYcalGiAwry_nL8qvkTq0KiqaUe_2LDCcwBNZ3KkIPX3N4wKQGOyM2eYv-_Vb0T9yzDL9t1OuWO9qqrD6qpOIgjky0YfvwIzMSYalhmpuhERDnCV5jSiQ_GEyUwsiAgC5-USF6slWt1C1QBzdbpvILO_9bCzmnklWHjl_x8HGgg0DpdGbhqR-TPCObe1TGXuADosppuFZvEajgNlljfCrwO1QHdzTrhRAJ8cPjjFeolDPiFlrIirVlBqShTMUOkc6CxM-1hD0lLDyZZph_tkbmarCYTHZ15wv4k4umDH61LJqy5VIrVxz-WdJtumlJk_4tuw7kTxAzvK2hRcvkV_VSVRqTXAy0N4WNcDrL35-iptt5EPJ--k9-1TRNB9-bxYq56nbiSSuAucHUuMjJyslmR09r5pGqd4RlHd3qP63YuwFWFn4rX3Zkg_vLeOUKnTum68lhKVI3vdt-f9Vz-Y0oO95ZaPMj81ZYGkScXI6vD9QQtQnFmHKfY1jLmKr0S9_k3qbSOBLzJYKcdbalONTkdItnYKkdxyto929carV0ajQZbeMPfy_F2PfNp-xE8WXTC9OEI_Ul2NpTZv-XszjuHWiryTaLI2HjbzIN9riTeMmcLuZIBTHw7jwG_pTiHM-vKcY-Fiiy1sob_hOFZvo5ZjehfYEpV_7z3-ICPxIQRnLqfMdfYSPTN2M9f7Ag4pXE_o58eGX8WAokcKa2JiVuMo_9FXmdIsvjK20bj1skPw6MBPNZ7wauMIOQkCT8teEXn7s6UxlFVftXSzPJxEHZ-YLg1ucm6oHWLmqgKHMCmDpnZbvQ0yIv90jIYcrEGlUddJfAC56OEaB3eNDoC_k90w84xDdxeLhBEpVQh4I-zasKuVHVSieYw43PjaRuNvYiJe-QOvaaoT6aZ4ZP--k75r2htk5xDtIp-5o5Gp0UO0cIJhOAz3LpkWsqXaMse8Cxu4s22Yskjm8MxVgFPbKdJAuQZJSFwIbvziGvPskHNRBkDU6bJdfN2Vya4EZfCtLxFdyYxOcfNf90-kZlr-kBIWvKA-nWbcf5JYQ5s4409rX3MhCDnrE5B98kA3cyMz1j4rXGakQ7SX-sP0NLVEfWzaxGfjq80rKL9l6IPhIFgU9zuWopbh2-ltorBremtW5fa_hkhjrwPvXMzD9MdBQQ81t2TQs-l2mr3Is8MymhBcDy0_qbgtoTxq2-behPoQQRIMCUADS4s3-81afSjSpo5Yx1UVSHPNJR371e7mr1vtqGp3ZpTbjtj1IWIz27boond92jzdO28z-sTSuzHa3O9APIgUobENcjxV3QUkaA9_GhKib-C8-dkT-cJzwnwGP3qDBuVWErUCKx-VrditQVX7VhlOcx89QDj0XH46PiFVwzxTeMvklwof1eZ4h70TwkFyBMccnb7YMFz2D8eo4t3xYzmQqR7SncJuogM_cOuuaEvEBAE6VE_UNNPjbWwZJMfz-rzhrmVva_uNUGsIcyh67HxMhMg2xZ_IiL37Ni1JqQ1JEVBDHcACrsX9yUWJlM2sYgzasvbGpzXbDLtlk8cM4ozOCOwKAT1tlT4HT-64TbhhirMDvenVrVBdDVi7JlwXcg6pMu8ni9lNDwGTGmv-4CIf_A_afxw9UxFt2UlopyzzR6uwnO9XpmLTkqsHg0fyNdZob9Usb1CqFG8GbIZrWPrYWMCpR11a6CMO2MUd4w3CXVTEjsE5alWjepekDWCH3BsavOfwZ-52VJB9QLv_KU3V1uBE0rVwJkykP2YVjWTHhLsR4gvjafpvWIkJoFRSrNeScBIbCj6aSWvmCZjhBWLhnh5E-fsQhVEcS6xD457mBcKxG0k2gyzCFnzMmyNcqoMaznEhAHFyHG_Asg9KnXMJGcpS6b0mPvHXa7wkkXkCEjD8lALcJjIJkqSdYX5KLnMWrRM5Ro-yuOFOv5jO5ED8QB36tR--EmTkfQyyq0OUTTyxW7Vk-E4mlOg5QtkrW1Ow4GYQMzS-fNd2z0-6RJD5767pS8oz96A5oexLSRJLvPBtr1VWSmijKg431sGtz8M5gwtmqVoErjh8wGtISQuBPoaetKMqNfj6qE-EUYUTYhMwkDRxPbRXdm--SmT2G6D8hTksJSiJuWRnJVmUpgYoNr9QS7ZKBrXbZ3Rca9VVD9wiEaArxFoxTF-2HxQ7-SVH42zlnEMWvzuhBXkKrQ84Fgr7OohQUs3h4SAqKmRjtsPZGvoip4GAt0KXyk51VwdaNTcjGxyiJuBNQot5Au9vW4mNaQdcWvXsSUpkeAIgf1e3Wi4CNwiR9DZaohm3pvoFLbqHY4eOl7lpIJdlp_TnpcoLoDEUjhgLbfPUqqgm_SfPf38_ZbOwI6A6outanB7YXEt94YP_YHLYrvgHzNDzUzODeUfF3zWIP7m3A9djZilrBDkTrIBUpmIUlf7p045jY-m_EJSrJ3iugy1PGBYnyuYIPAVUVVY 626 108.147.2.15 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 Edg/153.0.0.0 https://bullcitytalent.com/contact-us/ September 18, 2026 5:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

david lenzo davidlenzo1@yahoo.com 7083155594 General Inquiry Dear Recruiter, I am reaching out to introduce myself and explore opportunities in the Durham/Raleigh area where my background in program management, human resources, healthcare operations, workforce management, training, and financial administration can add value. My experience includes recent HR and program administration with the U.S. Department of Veterans Affairs and Illinois Department of Veterans Affairs, as well as leadership of healthcare operations and workforce teams. I have managed recruiting and onboarding, employee relations, benefits administration, training, compliance, budgets, payroll, accounts receivable, and day-to-day operations. I am comfortable coordinating multiple priorities, working with diverse stakeholders, handling confidential information, and improving processes to achieve operational goals. I am particularly interested in opportunities such as: • Program Coordinator / Program Manager • HR Coordinator / HR Generalist / HR Specialist • Operations Coordinator / Operations Manager • Healthcare Operations or Practice Operations • Training & Development / Workforce Development • Administrative or Business Operations Manager • Client Services / Workforce Management • Government, healthcare, nonprofit, or corporate program administration I am open to positions where my combination of leadership experience and hands-on operational skills can be used, including opportunities that may not carry a traditional HR or healthcare title. I am targeting positions generally in the $65,000–$72,000 range, depending on responsibilities, benefits, and overall opportunity. I would welcome the opportunity to speak with recruiters or hiring organizations that are seeking an experienced professional who can step into an operation, learn the environment quickly, coordinate people and processes, and contribute from day one. Thank you for your consideration. I would appreciate being kept in mind for current or upcoming opportunities that align with my background. 0cAFcWeA6n8zQzquPijTmzE0mF1qOBxjtilibb04fJUBRCHDlSVgjbQQSh8Vn7thd6FryRpmEph-HZyVKototmGwdVReF86xQ0G_A4B3bmssli5AecnWRcE-w4ppNcCadeaQYhCwVBEXGH0Yz9IehsthB5jOX_GeXX7NK7yCpzcGBk-SuZhhkHE0wW-AtjnJ83ZxKFaKHeM97dwTngZi5pRBWzjYoNxJt0RQHvlLyY2vF4ZK9fn4CbswTzYTRHZzjmoPu4HSSOqA5-hTNYZmd4axuNpOVLOK64oK3OS-S3kUzO4GD8MnrCw0Ji5DPi_YGdeqUvTkCyu8yEUf5dGQAstOxLCvc0__bJ3LF_hbNxllu37gk6CE3voQdoVYoghwF_ZBWpi4wUCdYDGqpBhT9TbECnAJwkaCjQnLELcMrXAcg2mc2t9o6I2uyM_z5RKA4kwGLTImSswYGygMlap830ct-ppop0vYUbu3i2RWgsTm-W-gKQDdPJSwudSAHKO0cfJM7BJHp9qL8t6OHmVTGIyHLiuAAq-SVhj1YZlbP8JVZ2ktY_kQXXQ6GiVi4_L1u4sWL_AN_1OgRaRVBypwrpOCSIrR7za5e14hWerTACn1d-Pv3gouyM31dwoQ50KHW09SLXzJHaOaQCq3pg_vWfNxeplUsrmVVDdAk3xllcRqo7ds2KYLEX8eF6g0rA7KmlMtptKhTwllT6ZCjlCoerlu11XchODfG1HXk7xgT7H8U1k-vSU_0lP2HNKWAW5Oa1filkaHJOXlspCTNZKNGcC79HX-Q62mKVuXJki7AUa4Khpu2VFEDES-DqTEYwnax1XS82pRp5riUpd46CdyHSlOL3V5N-aj-wviXmsAv1j_5a9vSD8bKfFCpJZqIiiThRKDUhqKoGwbmSUqN6Kz8fdWb1s6s0-BPy5H42OnEs6eCftGYP5n2TFi9n9vZd9eeSKn7zuC1dMw9XsnZVBJUOsThc80aoITZTHDm0zxeqo9Ak9stIjVzC_M1eIa9r1H17JPzTykuUlTvt5b9Jods-t-CiE6FjCpOfvuRTa5Bgjuc2NBPM_tIoXGfKri6KoMIGEcjZeX6viDlekJuIL2RKHj22aVfq51ZyCz0auZkc-uS5g5D9y7h0w6vi4FxugyLl7DqdeHB4pBd4t_r9ibtzWAW2j1H_27tNKlWq_1j8v8RGE6-54qlJMfCBSv3XPNJq1-Gsw91NNjy5KCVnVeTnqT_2xhh4hf48Ibv78dZam17LAT0We54laFlCQhQ65SnSlxEAr4XINNxQSpVo0aXthsf8I3NsK8NCUJRMHgcmcJfjvrWX9bP89aiO5UlcJnUpLg8RDCHdBuYUth8JMJnRnzlyhlOCxQY76-clwoHmw283fTvCI2PIis3xKHRgPpSA4SkZPmeELQQTVC-W3OlFrYNZpsCXQYINv7WsrWS7qztw02GbV4VAjbvzAStPHBQ0xtoJ0o65ni56zCTECF0_2lpwvD-zZXG6rLe5RxXUxq1ifYdawwFulezQCVCs4fB5HoUi-5VTNtAyq4Ha3zbTnzLEtOoKkBduemWcDpfIkaXzjtYZKVXiRH8_0W38Ax9HWwoDUQRIt81WhXzz_6a9PuWBWNFb_YOIhQccjjgpa4_1M2PXwyK4C8vmH6QCHCW5LuF-qCy2ZavRUBNwLc5Sr3gWA0FjpZ4N3YHlxeiBBWphm5nLiit9bpeVkkE2W-254mzFx-Uz0bAC89U3at8vTWdT51aCzi-pvHn-k1gxI2q1428ACL5_fSwfG-jtVDdJDAhhgvcK7Vu1OVJ1RUUDmJb3SCk_EdqgWUcPrOZ9-ljbTTCUATwRAVadRwDAK05jRai0DdTS0X9-b4_lKMgyfnU2fcRWpn9Se_hqU9YyekefCGjM6MD5f6HcjIHJAaFpYUG6iddJ6o3Jlqm3AJN1ToS_DBuJQo5_zBjbOFFzb6w1S6_NkwTK9wBRoLFJHpJTiAzQ2UPZadQt3SZ99g_eJscvn-pRsIkecapnjIh6C601sASeXupISX9iNfkwOLl8nPNBnvQStcKnBE167ZsUjBXWCa7bGL8ysWN4p8otJY7hw0b4nFsVmrMK6pcXi4p4TF5v6_tNdA283bJbIT7-3HZnQU8nx6uLLwIYQQFYLMd4Jtelt56Wv74Np8C7CHRc34X1-i2eZr8SxpEbK1P7BjmBVO73lKdQMI6WIthzD41GZGfG4k75wzAkPpUTl0GnvEFcOGZ5RHYMK2CMu3qhs4gnxxSoY1TQ3eEsMp11XBxil3E6ZAyarWwmn4tiFEvlnOMP1HVOm8meh1rxqFPcIwSCc3SvwXxGZdod2kdGKxthMwnbnWMmr_HPReYQP-IV4E0AVTeEKX0ynFAMCn7z3rAw8REZOu8LLRx5b800k_55jMqvfgvAxnSZo9YTNcjod9mZysKt3fqhOKt2D5H1BGiYG-BnsRl-Qr-EMyrVY4F8uggpqgrKDndOZWUc_NcG-ISMPXC5yoLGShmzPlPNcwiar8BVS_Fv_A 627 108.147.2.15 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 Edg/153.0.0.0 https://bullcitytalent.com/contact-us/ September 18, 2026 5:29 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

david lenzo davidlenzo1@yahoo.com 7083155594 General Inquiry Dear Recruiter, I am reaching out to introduce myself and explore opportunities in the Durham/Raleigh area where my background in program management, human resources, healthcare operations, workforce management, training, and financial administration can add value. My experience includes recent HR and program administration with the U.S. Department of Veterans Affairs and Illinois Department of Veterans Affairs, as well as leadership of healthcare operations and workforce teams. I have managed recruiting and onboarding, employee relations, benefits administration, training, compliance, budgets, payroll, accounts receivable, and day-to-day operations. I am comfortable coordinating multiple priorities, working with diverse stakeholders, handling confidential information, and improving processes to achieve operational goals. I am particularly interested in opportunities such as: • Program Coordinator / Program Manager • HR Coordinator / HR Generalist / HR Specialist • Operations Coordinator / Operations Manager • Healthcare Operations or Practice Operations • Training & Development / Workforce Development • Administrative or Business Operations Manager • Client Services / Workforce Management • Government, healthcare, nonprofit, or corporate program administration I am open to positions where my combination of leadership experience and hands-on operational skills can be used, including opportunities that may not carry a traditional HR or healthcare title. I am targeting positions generally in the $65,000–$72,000 range, depending on responsibilities, benefits, and overall opportunity. I would welcome the opportunity to speak with recruiters or hiring organizations that are seeking an experienced professional who can step into an operation, learn the environment quickly, coordinate people and processes, and contribute from day one. Thank you for your consideration. I would appreciate being kept in mind for current or upcoming opportunities that align with my background. 0cAFcWeA75LMNUpMKCR9su0F7_KpSICgvL9ACQzT1RbOKumcyQ1THfgR72W7MM6-Yy8Qhdc6WIm2DcuAvejYocgdvMv9RHLsBEttT4OTFxLJtUWNQvUDzpIuSSFESf6tYkPVoYLda4RAj_Rxjg3YMgFRAn4GUqMuxrYYRhlTJn-8jrkfP78ZQ-i5OmInoYGsASUQmDD1JcOtUDV1J1kUAzwtzjEc0rA7oNZU-6Br5h3pcJfGrGminn28v9SnsJKaEF-GkFb8okifcGcKNJ7Ehx96QjPbKHm9eGCrjHvj7h4sIRtpP6G_troLhAYu7bPoHHVUSlP4SgsrUuzYabshsRXReQllNa2-tRlWDkNlW4IHuzNGfmgFhHvDBLP08stu1P5LPjpU_fVaQ23O0JqGwjsi5qv-kDjlwushSOIgVdCDBGm-clrvitB_57jhVfmE3AmWIXCrcl0sNbqHuxOQjjH7dPmbUjsuFRDqQUKiFQP9o7DycAfB1iCDICaE1o-OBPxtot0MEWXLCfA2U2YSuob8OhRitZNY2XG78D6CcR1SW-B3VE8V2GgqlgtdJwfdfw08xfeGnJv_DSoJZse_DHsc2g_qG6Rhn-1EO6ExfLPcWXIUxwzi2tbknwpZeNsu1TIWqPewVqc0SLRj7nLi-bDGZuPFgDVsHgHGhKYSbdV37I6SBXP3ONdWkzhIaaM31ATuTvY_fBQUzCh-6RqOehFMLwF9AmTHZuHwdaLsITnX_aRSZNrfypW1kBInS132AX7M-5i_QW2yALYcGSEbZj4eDibxPuD1-eHXZ-0GtBqaEHkQVVOLVaLkYs7AqiPFGq--Xj0S17NPYvko0bHDqcY4YtAl3fQXbvjhm_J3dDHPgs9Vgy4hyuJGWT-y5x0pkvt3_79NxsjtV39tAEacNb_frIrGt4G0UeP0QR-IKcNmldS7d1WG9j1tyrMCL5dbWcIKBFfzOnZwKT3BWywyCEk6poJPnCPbJOcDXaw1BiH_Nk0cnaXfWcB7epWpLijbzLPYxlute935Ie8GQtWUBMfA40FdDnKZMPzdr0vw82CZiZcPUKU5uJu5f-KMinVg9fzHf25odFY1h650_tEWLwemYWwpgRY9A3oV7C5O2MZcMqu9DPjBWgshBHyOI2VAxniciSq-sMUgV3hPEn7-aMvOvufjjeXeM5D0iip88r7d-JIkSaynS6ORRWUC0LR3hRHuHFXccGh-DPuIduP6kvGE3IaYJdzeIlHQuSJKfP_s6EvWc2rao56StuLPrlKVM4RALK_Umrn-UZCwCoqsqr0eu5Qhst-bo5CLbtUsSDH5HnjMDFWq5KeihKw_mkcTuzPUraIIvd1e4dKlBPjYyTuVBKbs8rk88ajhj6Pi-aCV8BGO08c458e436jis-9cShrT1D8cF4bN9DMMOPEC67clD5q-O3skQnpchYfymCL3qBlMaWA-PoYUPzoSF4W1kbh-RJYlUduYkCf_aAoDsfmK3mAOY7nCmF-bSaSUOBJq4D_8Xf4w68KN634hKkzQ6FFkOUpKMab41kbVHLc9ReoqoT_anqjgZemYaaqP491HOtku_6Jmk4chv3tSLYsJ8V_JV6EkYSDAKlfF5k9ceBAXmAMjQbTlht7BqbCypsc2_kwTI5an0Ro-yqhRNuOIYxjoLjtC1fxETGvPmJgxfeQO2bD0FWpd3LYVp5WxrxGehBaqb0wlJoMK8ML95s4GO1TPoA7j0q8FsNA11xwqYa8aL3QLUaJ4M3X_t2Y_1w2gZrSaaOJ6i2qG51frxdGji5UeUNMUuqkpeSa0hbcExEF1mKNOeGwPnXZhzV6wqG3A4Vi1LeTGcBEBM81II6xeDthluTv9IDl3NWp4m35OZdCxqTd024M6z0osJpRS0z9_mazX2mdpv2sN_YrMdR7vjRjRaDn6qG3UYLKYgQZM7mqiFXE7lZkZ-O3jp4bXGe89JhIbZQ7OSpnL5lTox5WuWiWmL7m6fZIcfyD0Olyuh88RDP7evgyvsBJS1oNkcKPKYlkUBcGZKFDBNwnJ02NsFqu36-z82LzUh9ToRjHP-DcHsiioMqrmZtbEH_QqwDOw4mohc0VggEED9q_c41JzazCLt6uxEcahc4BdGhF1awj-KN7eh77yn2v_i7LB8m1eJiZJueS7HJKAuV_hFKYWnuxlcC-1T3UOzvMADIxWAgjVoxJ3QJ84n6_jPONy57N1CQIzj_5BDSpXUFtDH0pZAx3NimM_5S7eKvhcT8sn3pLxsBR7SVhIcekkShHtcuPSigC91teYr1FLDl1rqAPVsEpHoqTZKkQCzi6Qvvl-CGi12fDdVO2LYEpCLqYNyz_i27NkvPgrG7rBM9rFa9sPLpWWRMlvijNiInO6dIfkaU7EyIv7G0hxzw8o-_di12wy21xKTgburNgGMEcmZHkPljhwLlAMhZ6cRV93TK76U49yrdyad7ZKDVpuGTdJ9vY9sDw3A4C7StkAlrClHInYHu--pIL8ijF3I22n5qljqgOH48itLWEWnbAJpoBbckR1fuJyEfhno-S7HbOrMCX1gP4exAu3oYTteYHgAD6FxDXTlEoHkHkvC6G70bkQ8_f6T4xvplSqOFKDynUauHxmpkSO-6RCCykzRsXEAV-kp5RPb7LFU4wy1S3w 628 156.70.125.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 Edg/153.0.0.0 https://bullcitytalent.com/contact-us/ September 18, 2026 5:30 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

david lenzo davidlenzo1@yahoo.com 7083155594 General Inquiry Dear Recruiter, I am reaching out to introduce myself and explore opportunities in the Durham/Raleigh area where my background in program management, human resources, healthcare operations, workforce management, training, and financial administration can add value. My experience includes recent HR and program administration with the U.S. Department of Veterans Affairs and Illinois Department of Veterans Affairs, as well as leadership of healthcare operations and workforce teams. I have managed recruiting and onboarding, employee relations, benefits administration, training, compliance, budgets, payroll, accounts receivable, and day-to-day operations. I am comfortable coordinating multiple priorities, working with diverse stakeholders, handling confidential information, and improving processes to achieve operational goals. I am particularly interested in opportunities such as: • Program Coordinator / Program Manager • HR Coordinator / HR Generalist / HR Specialist • Operations Coordinator / Operations Manager • Healthcare Operations or Practice Operations • Training & Development / Workforce Development • Administrative or Business Operations Manager • Client Services / Workforce Management • Government, healthcare, nonprofit, or corporate program administration I am open to positions where my combination of leadership experience and hands-on operational skills can be used, including opportunities that may not carry a traditional HR or healthcare title. I am targeting positions generally in the $65,000–$72,000 range, depending on responsibilities, benefits, and overall opportunity. I would welcome the opportunity to speak with recruiters or hiring organizations that are seeking an experienced professional who can step into an operation, learn the environment quickly, coordinate people and processes, and contribute from day one. Thank you for your consideration. I would appreciate being kept in mind for current or upcoming opportunities that align with my background. 0cAFcWeA6LblMv38htDAMRkK_GeE_OmZK_k2hyjEEdQe8H5CuHZGDMwDq0ckNbtgSacFn0tmjACGCX-NplMR6cnWHWtRg_jyA-uQ6R8Tx8qLQEh_S4Z7QGuOOpkUMp-iO3GzhsZriQTVrfGslbiPdS7P8Zs0Wxp9Nqzmt1k-_UlmrTS41VNQQZ_FhviVOrnW7iP6FXLfZiTiBxme-D1TyGext8I5kVbFUenpYjhvigbbEcVyrg7n-A0Mo-jUFHY8IUOtCT0z4juXOFUiSiz9nU5CNh3WsPeTu2qMF9D_9jc4bCSwl6xSW8kWiJVFV9WRZGfCRMRB3sCUjzIafyPIAljj9ylIxy30a_0pUCM1rlKNXRMJdnKD_UVltxUjY2zwy921y4hl7k9Vb3kyFhqlyAXRBgmSZ-MwdV6I9pzPMxP4HtF7AYCDEIjJXSh_7G2RMJ5hnUmHB-RNjcKeDBcW9x_PPb46Cw-a3N5ouP00qGTxvG6EgBF7JiW88d6w9852rs4t4jGi5u7Z9sXh-f7v9cdmsSDQL3AJT7G-KJ5e7rnYoBSb14w4emz437dRy_PfuiTYAt8zgo9_oXEoumqYl7n_GGdRMAXF86wzDeSJDGVrSHrh7qXBqrlfpyaJJDVvm2rkvy_rOCHa6_veesibB89ZrffbWM5K_Mv3xzaug3vKz3h3HTjlWZKJ4NslyhV4a_Maey5y6E1UbWIyF21YlxfFFhy0T2Flz127-3-JbO5rCQplgpOHCWhjP3Myitt36vvXKQnP6gAT0Hjk0JbwoxmA7p3sscY6m0IOkXqFoFHs2bJkA6P0abXxEOrHzmkJQXmzj3dF_mMt80XZ--kzq-CnGPNHxneCx6L9BGAQdvAuroAOz_WPDui2KEy0jlPljvkre1dB3ebVAwoFvSM977AJT5TAUEVvSj31eKdB_gxlKQF2It2aOr4Vfel-2r_pTpaco1bsGA6IRU4RAbizmx4hJ3NgrTM3abmW5_gmly-7-Qzl8vI5g0yhkCRtKpnnzuCPA_5XMcJEyyZtWhEvREuHClagTJsQnRe8wJncRrl2-L1SzMMlvEKICkI9GZcb4YBjU7r4QxancuWabY0Vki4ZQLtj3fWVmvfCFWFv-0fIp0xEt-bl5kEzW-PP8q6WBrDfkSUHeFVjZYpQy7IFdKapU8sjGEZYZH_-_BsQnLDPbvGUEn7Z5pWkUvYIUPvGwJLPpVh2fXGPnqMU5uxq1n6dK4qdrMqvh4b23j2hUgeq55a0voP3jHv5k_x0KrXxLqo1er_cxntaQXHiKjE6V9ayeZXG6okWcbG22FSJztpu5apEnjh_NLBUXeg1bKG2hzgDXKDGMAPdl3nYVHK2oDvU9AehMS5zuK8MEP_RG7e2wL1goFjW5AqMsJ0bVBkNOK8UP7BTWQ6curTigfd7oUHbPlNwT-tgBio0J0NGj5Yv2TOVVuduepyrkUhLFZWFmwgviHqePLfPIg9hrhxuvslj_dN6oUk-tHzM7CikfItd9IWRwERwriro25e3Sbmebm-qbIiUIseIzRA9_SPkJqDuw4pcXyX_0KsRb_xdD6ft8Os2dWPVWGpJuHpuR1OA5a3MOapAN-z7qiUyiaesdbznydoydyfaJEa_nLBTfS41AzItCZrvKM8h7qj7uzO-cYN628IJvihB_FLunV_lpGBMibvWHSxEgmY1i8Yy1FVI6QZ4nQG4HAJW4rMLJDL3lKj6Mt0ASnW7jySoRtyiptKe9OlK26lmKyq_CB9qf1aQ-3km5k2sGLZVOdvSH7Qow0xb5TBd11GUqY-Zzhg5FEjkt3zEG7wKgRJge8DTzr-RDjPxmuuqJqOlE3dLjnqoJ-2taf6oyx7-iWha7k4yqROmAqQp4NIYYdBVzZuCVRC89aezuHziAWkfC4CMx6_YB2kfz6fKwRiQGZ84gdQbmnVb0RicYIbJuveGY-DXu0aNG93X4T3y5PT470Y8Zt6cQ1rDZpHKsc1fOukoCvnoVgB1qAlMoqGf6fQnxiPz2tb6rgJOJT2-d30yH6gyz9IXP351PeVblKufB2PYPrnivsxQU2zfxrkM8BxnDzpokOEul5_dHTVT1qg5Wdu_6nLwOq7TA4p9UE7v10E7GE7KjBrCtVu73770BN5QeZLEw4Ryxtp66gKdt26HRJBKrw1aqWdpAF3MRVyD_A181h176F-LI_fmSC3zA3W3B_eemIpjAy3zp-XtwRheFM8aGwJzSExhe735PPxA9y1lvX9RrDAdNgl9p9ccRMLB26f-HxLYXCQNDH3iewh7QC16xXlrAVvw8UZr8xGMa55K9SQoJrBQZZUFwiznRUJC2d2O95pP7365YnhwvzQvmxej7MVVBw9fe_G9RnDx6m_0LjDDyN5-MBgsnxRImVXYk-bhlCQOzbID-YsKKP3BlQJZj8KlZ5P903pIUEHIL7bGsBLbLn0ZoqW9chbcuVw2SHnu7lxw9V6ir8Nm4UFoyXCkAn_whpQVqp1-36LHb1-UXU3VwKqxWd60s0EOJCwQ 629 156.70.125.38 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 Edg/153.0.0.0 https://bullcitytalent.com/contact-us/ September 18, 2026 5:31 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shannon Pillay shannon@cortexsalessystems.com 07868779368 General Inquiry Hey, hope you’re well and don't mind the direct approach. I’m getting in touch to explore the possibility of working together on a commission only basis. With over 10 years of sales experience across multiple industries, I’ve built a strong track record in driving revenue growth, developing client relationships, and expanding market presence. I’m confident that a commission-based arrangement could be mutually beneficial and deliver clear, measurable results for your business. I’d welcome to the opportunity to have a brief call or meeting to discuss how this could work in practice, including targets, structure, and commercial objectives. Please let me know a time that suits you, and I’ll be happy to accommodate your schedule. Best regards, Shannon 0cAFcWeA5-gKJ3kODnNkXwI7gHQkEM5ZjuOdopHsjqcxKDlAOewU8eNQlD5kS_MKHKSM3bJMIAvSgEihknpR03XtyI1aFbTCcBN3XCNUzmUcBxv4GoWsFcx1q9HhB3VGTSwk0GoN0xYqibu6OVKi97JXl0d9xpctNH9X5Js67weNEgeZA2IuXrt734vVhY5GzhZuCtHkSQ08QdJDz0yYB3ZMFOO3ThmTkfKbMHQqLicoBuV_cimfq49ZExJPEtvfIWVq__3pxnZZC7KH16bYJB1t4vALzPkiyp7AymOhT_NuBdDc8Orn3LCxKR8cixHVR3dI3MaBpgrVnpxqWH_olUszgh33oxL3IhcATRXihyM-fSqjyma6Sp4s66K1siCjQtdYx6_pA6mlpG2AlRHY1pvpWBltjrw2uQJaQcl-ae7IVY9YFMAYTQ7Sv4gsaGx8mn6l_ImNaiqik4wd-MrcaSpg6RAnoB4l07qIoYPA-OpWdLXnS-CVuWOO6m5SDpWsgJodk6jdYpYGdM1ZSMpA26jitoZCFaszlnTBbQAz7mV3xPJygiKq_OWxMkczB47r7KKLvNAIfG3IY13qYymgYhs3TJDte2LsyojNzj6x1rb3-oDYGaCNr3q1Pf5_q-C6YfHzMD6P7p9SMk352U-_c0uZRL58eOo1WX9QJg8bIddEDmjsrx9eBuqnfZIrJ4uxMyzf0D8zuEj8BqCETNpgh9axwSpCp3Ktz9rfilRlCpZj2sYJIGMIGYWpGmfeuQm5NO9OWBl4-gYkDvQRaYaaZk2kTpaMbYz66Qf5-em5T5UMLPSOzKQcWFL52Ya0hw6NguKrkXaSTt8tGAlB8MChUTBSj3dBwPA7eH9_pldIH0x3Sy6MW6Jq4eXqAmhCn9oEk4WlJZBbuy2BBbfFJdJ0EA-yJUl8cLZFJMAHoQY9osjfoD_JkqHYyuzESAFWPZR-sFsfXepQmbm17ISNhiifNsCJ_5kGh2Q-hxVZiSUoRNwhtM9g3mLvj2nk0nWmUaWi075sYQOynGh9fV2M7poa0vGRoWR3UvIHFHqNQxlwyXdLbe3tUz_MTS2FS3nTUol8_Yqz9ekkes9Etmz_p0iI4RlFm9H9Def8AJAbCv_EMd5O9T5SQhxY0sQ6875uD2_2cXIhIsJtemftjYBedzY3DrcQPZ5b1CRp2CoY7b8brHFMIxCKhj-SLWMZphSjcIyOa2ZrgFdVDCL2ezPPBb2f-B-_zoNakMYBMHwCpSUoLGMXWJN-txkH1Jgt36F7xZg6pJEARYIYDG2jo2bYp-44g2QJ_-P0CrxF8VMbW5XIlirrOgLtMzAnENOQqQi4lBbmMO8X0P_-SNhQ9kKcPLTiyuFXWG-BdlssWtHD2Vz8hW0xFed1OM0j16CmSwR9aNqqKg18qCNYIrZExICYnTXG_BSE1T6Xby_HNYDyaxi4CYGr1nNGmaOaYZ9XSkMip16JSDYYB3th7RFRzEI48kmahc_7IC5v8BXGmshR6GlC7vGblFPY0sjzB1QgeAmIJKVwYDl5sUHEPFlN6BgmubBgUTUtuo7ql5C39nWivSLZyiH4OwSjSFR9gL2z9vgwwrrE4WZhtd4IHO8SooBuWVp8HVriYtn0GIpUYeNMqaMpcVWCk6gqjOoHl0UyAePXvvlm14fnisfiyxD7BHGUCaQmQAdEL8f8vfc0pf7w1g6rjAEtplZ7ISfTpScbYbgn2BXJZsjOipTxEliA0qotHgOU_jALs48RCguuk1gfuSzAecd1aZoI0a9CCMz7qeh48D-YsPYxbCPvhHnVJP2RpHQzDQkwxapFoIbMwg8EMPpEXbocbiTJ-a-SZt26PqOS2EeBomQCf4zjd9WUZ-nba8ybkAcSpQEV8xQ2_iRSEFSHeecfCuqVXWyBC2vL5e149yXJChiJDFKet9x_I0TNLovWr6aTWp1-ZWwwagFzH9P3rbIou8yg5BRIClLQjyln81NFwayr0R1X2Cw45pYznJgXrUqYRBI2PHvkeHciptMN-Cl1o-co6g-NVr7dAeQiT1JMBWunEJI79Z8gevlH0QYQ2QKsPOU4Ns4uhAgtSfCY6CwCDzj9enpZ9aYYfmDc_nE0qu4l0go4QkbePV1c_5WhQY5KbPDXzslSdiDvppYfwV_84zfHA_S3nlPikZYwP9J1mhW4ZQM6yhVhw1cgtQ8cPt3Ktz_5GDZDknY1rFF1_c1ULyWiF6AbrW53_4AnrPmPZcUopU-wT_NSi-19IWvuZvNR67CNE4EpdMBSyQ7AnZ0AvWLtn71Qb3myNTymkEvFjbawUjWh6MMWaigMbHDOmkla1BtoPZGvKsbY-64viwwSDhMy8mWOF57sg 630 39.35.150.158 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 18, 2026 9:30 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shannon Pillay shannon@cortexsalessystems.com 07868779368 General Inquiry Hey, hope you’re well and don't mind the direct approach. I’m getting in touch to explore the possibility of working together on a commission only basis. With over 10 years of sales experience across multiple industries, I’ve built a strong track record in driving revenue growth, developing client relationships, and expanding market presence. I’m confident that a commission-based arrangement could be mutually beneficial and deliver clear, measurable results for your business. I’d welcome to the opportunity to have a brief call or meeting to discuss how this could work in practice, including targets, structure, and commercial objectives. Please let me know a time that suits you, and I’ll be happy to accommodate your schedule. Best regards, Shannon 0cAFcWeA63ahMKXY3C98oaK2AAX1wqXhXckbyD8ILrUajqAzFh68IwXWeEaOT5JvIunmhK2mmJdWATlvtnQ9rPkI9CZqXPbDaO-d1vK-68JT5rdbYEgDlphQcKN1xQSa1VtDOg5rgqdudXeydtxuoFQi8_5MvTtYx-GVq_eBeCPxtqkoOp5-qKrW5vtAwkQXJc44StB4THFcBNksbnAMqIY7TdF3zZ6arMAVJjDQ0cg-_LqmJbblpQeXl4xmTeslSaNlOPIib19DtK7Q2UKMkiP8CJ_ojU8qSuBvQEVXc-jHOscAvU4HN5URowmm25XdVqs8wBsUCL1Tph6q2-MgfwQ9bheRV_Ex-AWLWPlw60MOVsoMXAjwI0u00Xg-y1qpyCUCKS_Pod1E_7Wg6x1SxmgqPHfademmdbW3WmEnQr4JiNpzcS-SPgn4GLgffzmPqQ2ra3WfUBx76RnQV8f6a4Go4dtgREFKD6bGgnw03HEOGCYBizR90jATBHctK5MJRREY_R6ZG7gHRSJ42_Bh3bZ_MHkfTlLUu774q6uwkHRgG7B5sC8Of4OdDnS5WV7QaNYTD32Ge_D0k-n0CaY9F2LUQjWXniLJfcyqNDwFKS1vgCANAHeDwnmxSsf-ZDwTsi5gcZrH6swHf1JEWgzcBn8ZS3Hp9_yCAcNaufvLHQA_Eucc4ytSwzb9vCBDuOFyQbGeZWLP-O-eFoPz48h9FvxmV3FS1_puL08E1EJnz-3gK-K6-nH_aoL5VvvvqDzlywdKCW311IoeWv3_Vgxuha-uAfMSRlx4WzU7v-pIRvCTOKySQXVyw8JBQ9qu8kg2ul_iCZRP0YPHJ70djlwMvpdVCQuwR_VLXiyLEgvWy34RAJD7ioVw6Stam0c8hIa0v7rxrYJU8_W7GJeOGkz-HeRsIgIQ8EkJLbuEPuCZ2D2niMZEX3iX2hfVbBowSW2dJ-9cbd-JoHSJ2JHKHAxIR5EQKFxSLqLK9xThwVQZ2Fjt3nlXo9YP4aRqOs_NmPLUf7Ks7iyfbVzv1RmDWXYmIMju_3ZvpINQHPdAm4t3cho5Dx83UEhwnwhec8G7Ipm3VAbUgJ8ydfD2xchwasl6qQTW2u4tS83zYC8YXQ8nlJlP64m_B5ufNRYE7vNvjOnmloTdYuSR6DsG-SqmJVRPwkh7zuN_0VaLybIKYqI_Ar2VcbApMoIHLW2bdkH0NVSX3bjLvdt1FD8vP95ibHZrEyGcXZMDTYaMIWjAWP6DmQuZSqcb-f23AaAqs5ODC5oAv3iHpgVgikpR4tH6bL55JkbQidgkM3Dgsbz3Px2rZYf6BytS86lMWRUXZEw3AlRL-ucdK6kUVbFONnLGzbLfmmTCtKGy3GiZJy5qvIlcxmrPHDWOvwWRTMCBquVvVRJLSpKBx_TEa-Z5MqcJuc1UR53xYx9WYyrFWh8V2o045ffEdS5pgapqPMtqADF06sqP7aYiTRVf15FfWuyHvT9YygUikVSwlgNMxUWohbdmZ014I08PlD4IElfWgtpe_fJEzSoAXe3L3zC6ifuHAvCYYbDCET_YA098z-2acWBUd_y47HeEEhhS6yh4tZYdGZObqecNS4w2QUwpVdXNqqAjekPzYK-Jcp8TCQtyfoLBSuQdIGVwxeSz6N4a8tvGAS12xjrywzuNp6qyScGbqFMLNqigyzRkPE28gcx-I6Z5BpYsMCeIaaruwxt0LzbLACLP3h-we0Ju80RwL4ZQ41KKMYO3Vy8fdOKmnzEak581ydwrQ0pLhSluYGTnKjQDyL82yHc7d2-FJtcp589m2jk9G7Fe5A0OVQ6iBq6sKPbeJ0nfy9HDtDRjrGru98MeSxXnna_UwSzt8NK5e-yt5R15z8bSor9nPpQqKLfBc0VnBlqC7jWIDmtvaZsS1NOQC7vUVYZoAU5sYN1y2iP-XM1MbP0THYor7l_1ZiM9IsZVkLGwPRlLUuKVAFcT4tCZXBGe0-L7Knzrlc2cl5sEKIDEdZXpD7FoiA1s9XO6kwlOxAeG5wXn9zYKqfumO_BVHvSEhIo1UfCUQ5i0W5bzcB0fMdwzAeh6qJJFVoEilh712gqZ6nZUiasZlUt2unooq1X_UM5KzN49_aS_3xYw7Ss4_IgrfrR9jWKBfNXJOqONgNgRDuxEkOapyWNvKKwFjSOIGooRbBZkTv_Tet085VbMAyu2PHuQdkcEQOj21MjDmbHzXLcAIeZddqLDEErVACv4KgTu-5oSFcnIBCrzGfhxFLULaB4ckWR5aq7g5PsImcGaAlppI3dSwpm4m2X3xGn-cwnghFJnCbRkDEIWBAt1m2XOqxDqPBMW1Ik4InQwfoyq2zxpL8tZJq3ULzacfEdERPKUNMWE3Ibkad 631 39.35.150.158 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 18, 2026 9:59 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shannon Pillay shannon@cortexsalessystems.com 07868779368 General Inquiry Hey, hope you’re well and don't mind the direct approach. I’m getting in touch to explore the possibility of working together on a commission only basis. With over 10 years of sales experience across multiple industries, I’ve built a strong track record in driving revenue growth, developing client relationships, and expanding market presence. I’m confident that a commission-based arrangement could be mutually beneficial and deliver clear, measurable results for your business. I’d welcome to the opportunity to have a brief call or meeting to discuss how this could work in practice, including targets, structure, and commercial objectives. Please let me know a time that suits you, and I’ll be happy to accommodate your schedule. Best regards, Shannon 0cAFcWeA6Ddd4TmuJJk53ki8oCrRumdvXHTMtBQ3majjKqYHSEVg3EPORsiZCmwwcumsU5h0PS-H2FE9Tuw3o5T7t7UPhRetEInrnlJzf3jd_x5lk0eWY_f_tWqPk74vMcuNkOxMXjnlP2sjePGWfYN6JdecwrfYhqRjPXcjPxGOcKvImIaN5CO5ef9uvED0iMGNiVzXJB4U70KQL2zVmXD_QOu00Wgfk7nOJ9aANDSO6T4eX6U5yaTrTDje0rs_DVSAktxQxMFbkGfLnszKRBGvdNWQpRk7JhPA--HY8YCvAOr2rcxpv8a13ryDbapQmDZ5FR2p2Zs5G5Gi2TOjfXMBwHK2JHTo5Q6fYjF8pwbt2CQ1nTvmMCa7P6qEzvJyco9ENyBvpiWg2wcerdiEfd4de5TGacKADj-4vXLXWl-eNY6D2sbtA8dAaEiFI_pDyBjtLDGnjJxuA7X63fy6rzNYviJzpQgQWUZb9-Z9XeWVWfSF5TPdhVgTrWW3devNVIylSMsboxf0UNAymbCWW7cvAGbrOSvQp-gTKelYRpRrnwO-SvfTnY9p_o-IZzO53iuuDhx5iECQxOOWGCaLQrTtHENUVELxAKoAL8uKipTVFFiUCK_a37V_lZFpxr7zG_SiZuZjELyDk4pg2uvhBcHc8j8psM71PBEfE4B2zQgU1MOkRcNZGNNgvIztAX2d033rUrXXYoQK1_24VrCV8Ked1BorRgtZthD5-vczb5h38zs4obvDGbEf0h2VZiM4ewB5qxk_iRg_OzpTbDqmPAjFyvJlvmMiYH0GCdZqZaXw0ggiphmC-HGSfiHCZhe9UVos__tI3LmpXpueXAOWZnLxvVlNQHz8gSDSJyFhoFf2Pxub4sHaOYz_oPB6befLuhHRVc-kQyZrjD3Cyn3Dz1POcVUuvNRleEkqP-f-KuNBEQg0Cv2z6nUoWoA2tdtEKB5_Ga8qow5zHfNYHFmBF0pU1XbrCq6NZgqz8AslSqgACmgC3H7QDOJEsBwYdhVr6eBmVugf9_5UbNxClxFZDKpG88ECjRZdN47DGnd2PfN-QVTxm-PLZeqydG_AT3288f9meXPjze5Fr4FSTm7YHMZGyEDTJTEidnUn2f5jiF0T1oMomF6WlHOLQinRacvSiWUxhpRLZqWTLWbUgzE0daF-I3MaqI7FJixw4P6ElYiNZ-rWyUkB9X5iq3p4Kwj43RsqO9Ez1R3dUKssGAaXUOZX54BbjvUe-R0rAVT68fGF6JrQPS_bd-3PpzYoQZFcN9u1gMNp-dGmg4SUsmJhTpjSthUM_y-czyEqrURuZVeQ0FJqiISdpKbVmJkJHvV28GdS4VGBdQED2aoTsRH-ztOcvAk3xPuiNmid2fN7tTWCAKoisYwg1biwPpPQj3IR-JBRkYNvTW7YUdLdcBjAMm2iIpKB3JgXj3PIhuPHPl1yzxcpKTSIHGUqrkevQZNS_R1PmnB56vO8BVHOydenx8-7989urRpiWBN8stIWL3r1ZxFSExWe2QnK9uDOL0ojCH2uUBKXNCwa-bppripg4XCqIVlzd5V106hA4Deg8Cr8kQt9HXPgxr3Nc_mYw4P_17_iV6GWKbv6aUm0e2E8S_x7pMtAKQJcFw3ie9mEhSXpVWtEwpT4ZsM5wsI5XeoqTsr8hs_R4rfLDm3q9JVTuknseQlxi0zMOnzK444Clj9iyxjopesCQZq61CAnp_EMVuWUQwkkBA0RgTeCKVR58VhMYZtJNSSFjmgEVbSyDxXs3D9P4-lvsyEykt4wBuwKscxqGCGG6BenUWvMTAc9tiLmWMeXCUU7Dx8lGW61YgdQtyM-_X7vDXyokeaX19qVWHUXmwJgSzrf3sAqNNhM6RmiylosDkGG21Yw8V23A6qB9JHvaeSM3xqcaPPWOESaiQYKmp4jIJ5ICyZ6ZV7zy3BVVoEBApJv5Zgt-VPvjx5pc_NWrCoBi-4O1FpaooWD_UrGlp2qP_eJzvT73WB7bKsjj4CMLVlWYs1H2FAi7kyzkg-6d29z27P_wg24wTl_Hv3P2Uyf6O7CwUt-T644g_xdtEog-e02Vq-7PMv5pZJlJyeysN3fGM_tQ3XwA7yh6E-FQXy8jwDmNDSuflkVdhJQj-XtN0qkXrOJX8AnATjiWP5XJQRd0JYsy3KSXRgc43eoos82dlcKeuwKSDhSVpcDVWuy6j1wH7CGESSdVSE1fd56gasvCo1D_BjhEbcg6bm2v0bq33XaN1AwzISjtHIoX-p7fudp4wxOnryuB_jQ5rQtdtDZzaIYrp8K3-W0Rk09we9K4E31p_oOwsC_EA6Z7f0sX5QzGcYdeGo5yiQC6JJX7p7NTzsRd0gk-9lSvp-70B9MnLO3Lb 632 39.35.150.158 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 18, 2026 9:59 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Shannon Pillay shannon@cortexsalessystems.com 07868779368 General Inquiry Hey, hope you’re well and don't mind the direct approach. I’m getting in touch to explore the possibility of working together on a commission only basis. With over 10 years of sales experience across multiple industries, I’ve built a strong track record in driving revenue growth, developing client relationships, and expanding market presence. I’m confident that a commission-based arrangement could be mutually beneficial and deliver clear, measurable results for your business. I’d welcome to the opportunity to have a brief call or meeting to discuss how this could work in practice, including targets, structure, and commercial objectives. Please let me know a time that suits you, and I’ll be happy to accommodate your schedule. Best regards, Shannon 0cAFcWeA4zxOGQLHB9LqjX6YH0dWV-0Ec3CqwjjAmx8OZ8qCihUGNdWf_7MHvbzqCGvtmXdehbnwq55qDvwm7Std3a1EBslg8L2-spVG08ZaIDo-5nNuGXp6V9WgE7pyy4wrE5baOdOjt_sKE5-CPUV_2ScXwUs3Uys8r7n65XUWXQ88FQWNd1NgnyjNYnx1ijuYt9qGMG7vyaYsrUw0kJb2lmDDzi5H27uMiqRVXoH9j1L2zYr_ETlY0C6rPJxs46aNip0r6LY_KPVVNiUFqGc96Nds9fYlN3Cx1X1dAetn88-DQOfqrwMnv4npFaqBiOdwOz75cPvS__eILhkqrjClWuqnde_X8PiWUs4650aQoplN2cJptO07DvHu4mKS0bGwyFwkWY3h-2cZ8oB_jTeKjMrCB54S4MRWxSMZ6aViNg8lzZXm88qeyRbAMxyTUsbCA4KXv6ECg5Dpolcakj9yQjDXcTbtVN34vvmKFNze5h6JsaGZg0TE49FBYvzBZ0V5a6TLmLjnJllPcSi7IZRVFB542vo_4W67O_I_r8rCxzkb303oiA325XHw9b6UuIPQnN7ZYOtCuAyJPUypGLxbVUHRxb7W59RfTWVDW-hWedqEDjaU5Gc2IlglCFquijiICIvFZTd1WsGHR7u9lv9sQCF7GhryPn3AuKxOEc3T-vL_C4TqcWuBMbYIeTX6cdj_CXiTDezw9Xr_PNhiiNAfgnUnBag4cp-Dc6NTGlJNNndwW6pVEkWoqm32BPxEBEAK8wbLcbArseC-GstRwo9qVG5cJyb86932lr20Wp6NOwx-Z428c78A7u_7G5yoOfcszw_VacuodA_4cjYXd6cbPmfU_ucNXRI1tvbGMxsH_86mp-WlwxkwIFtVrUCXAdCnXyC5HH1tZGq9rYJIqVdV5vAMv9yWQ_0cO3kjocuDSGiuEet24XUjyWIVGFBu6G3RLlC2y_DDkgRZ_5sqiZqN1-Ewi_SsGsjDxvAgiFQZ7G6LF6-7RcwA_V4SR7USVIMe7ZbD6pv-zWdLDeJvqiuIiK-5RLu3kgQNOrjs9VBXfn7kmKgPT5StIZpYxWIKzNZrHBmXOn4if8MB1pLhSBSp0njm3HWZxaAKd6a6WWUhB3d6y-rjkMhnKVLRIRjarkZ4N2b6-HJcRZECMGkGGbq__JwTH2OYsHeK8D5qwRyxSESxsIK8upQkMGQUBCiRcxpfhRVnkjUMMP5Y2ADYsBA-erJRb3XgTfjdhwKkN6-HDOrDXGJbh6LAwcgytEG4ueZ-TbZYRYcH-UTCDS2rjVkybT_BWoVthoZDyhuvedL6r1EFtXFXKAg0T3bJJ5W7NOepJb8_DHHpXd4Qn3e4X7OqYlZbj2AtGjEV0dfarsUfima2n3nxiDSTYLAIzDec_jhQNesa9fzRDPqMJ-tkGfDgAnQCcYq-LjCw0i1DJoF9c8LIvDgKIC48UiB2thxBtQ3XYXPfU-fnLq-3lI0YAyfCBLRL541SyjvqqQ_ctk02xqS7THXTPdx2J02VL6xZac168ZlizrL1EwvwosKy0EbgweQN5dbvZIk0bpI9KVb-0wIYbCAH0sYIdO38kobRA3qgUzNCIm5_gH1AlgNmRixDjCJpG8sJ9MwBKc6AD2rI3SXDRqk4R03Hr56rwmjktrtmdQSB2ULaOXrJ2AB77za5Xi54vQvHwRTTSoz3jhgWBABUiecfPYNbHqUXj0FH_mlSP5iC_VyUt9Eouf6pj2TdiEV7A8HswatQnYw495lWa5r2ZvsZZoYnWtvKqzfnMYHLZoEYv0Vnm9UaiDJQhljjPwBnG7ckKZ00HlXD6S95YFHpfKaaduZeFLjnNBYfmXkExMtQzhHbV_GwRc0z_6FSI76XfGeBpFUVIfriIOP-VC3GLfz5Cod7FHUROAkIn7g9ZbqieeswH-i3rdNBqVRLYfCFCSMZ21CYOqsZlH7illXx0WUuK1tYxTZqvLWXoIOlOxTlpop2Y3-1rNBVzEzFLXNSMIwkA5SiCgn3c7JIVjJHZ5pknEm0Ce4qxZ8X-U3XaJZ3ZibHmpPArTdHEiNR-WjvKY2N8zTa4jPHr9JhkulunSn0bopBCdBnUwRQffwcEWho3m9Ky0qBE0ZfwnSpPVJM_rFl8Czgk7YncrnKkgpCIeFRSMZ3GftXsl4HjAH0vhG05KA8gVMKenxOAxyF1ytx5Wh5S9kH82UcDnB3SuEyCVo4wQe4D1M4QGCyzjxOA9e3hmid7o2J_EClNdhmh0j41gjKM671pzl8s0QJgcWbKN3w7-8vofFRpvZHmtHQzOFcG4Ab5EdjhrPkOSjVOYHCmDs2oIdJn-J1EyR1xTFuzY5uu8wQ_ChooYL5QaTghMdlO9HmRuIndv4lpAN67kqm7eb_XLCRU171KtE_XBNtWHdA7aGwpReakq3m3eUzF09nypfOfi 633 39.35.150.158 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/153.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 18, 2026 10:00 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Kartheek Reddy krlinux99@gmail.com 9709005670 General Inquiry Hi Team , I am looking for a CICS System Programmer / Maniframes programmer please let me know if you have any open positions , I am ready to work W2 or Fulltime also fine. 0cAFcWeA6HFvWD620LzVczlzGPzNIiLXDT5ltjUh_VDHJbTm2-doXmE5SEj48lZq77Tiksx6phPFr8bYAzNMWJBcd7D6SvgH0ElQt8046_KPerDVC1s-NuO4H6HltIYw0dWJ0yoFAJmh5XKEjhZBwZgl96liL6e-iX-M-pxzo8XlpaLQE_9lHITksmW1xRSdtIAYeer50kNyrIxiPMDMgDoMcNPcjffCw92t69OqdMYr1gjxAFnZhojQ10-TYCPTkusf6dunUDKT1_efctzU5xkIg99AVnTqzC_0dVxA23GQN36a9HFPUH7g_rNwsIKtT4_QrGHD4T09D1ib9GbZZyv4ahGNzQnbMGHBav8iggomlhiQ5Zz2H1V_56kxDMDBRBwDEdrQxDujn7DfGAdlLi4o9sZR7IGzBWEOrFD1SyvXB7AvGKJsM3HceXqBbVFZK6cty1sbe1ikVHEP0De2Ktu9dhEpOSkF8Bs9MftomrrwfO5ckxw5wOeCjgOVLNZ5N9UoxPFPfbbFbLBIHK1oMzDolMhZ9Dt7DyCmsY4WJgxDry7wfV5jySHAXsTPIim9OGhbx3jBfrjjcN2j3i0hZkSMTEV-4GEBSScTgrRW7GML-87Kxv38PtgoL7EPqZVPmjpcmuokmHcIUv1O-rEV9ehwt_h27MZh1AAGzEVQaw59xJqYs4-GfMs8P5SR61aBEiULet3aYeCA1fz3_44_mqE36DbavOoAeuurxkG6Bl5lpQCUrJynnz3GAoQgaGME9XnNW-tNG7NrQsUGuE5MEx_fLx056N3mlWvUh8bMyg1peAIHAkUZGLqdWub4jV59soHhaaiFoGpTkD811mbKa00ySBilXNCM4VQO7kTycFmMClFXCvSD00zRsBWZQhwTBURynIjvLbhEO7H5Tb4SRGscwKwo0WnkwN8JPo9TMEpa9QnvFciEvRh6tdKu2YaPF6e3W45Hb_aq6AHgEUzZ1LVqZwJuvsp8I8QUrFN-HR3jhhe9cVepJe4-pkASvhtW8rDEWubaLDxF2KTicb-Ska-3KDTCLuXZQhhE1bPxqAjt0II4rHoT8Rtgx9RQiORRZ6KwuaJV7rjR6w_oo7zPgPHu0HPw7nEohwLq-_YjrAnKeJIeKto23fPXXR4rezeYM55crtOLhdxBDxXWAv0XHA_idSo-zArexdJvOma49G41ybnw9Yu0Vj3Wdq_0LBvAFObfsFatZL0M5WGefneTL1c6ydln0FRQh903bpVIISeOWniC7aE_vwTSvB-QLJup2WndD1lAwgFB1gih2hlwP_OrrXNZ1MaN1Z4Hn4oNKOQGH4kpT-tLiccDp2VyAu8mhHxZ2jkd0004pZcP8wGhCXJsag7r2PILCt1C999CHQIwFheyX7diN4-_6cSxSzX8DtxlffRbQea97jm-9YIREEDnhSQwgsgLccQCVNzGXpp6Xl4kjo3KLaeqyOIfYX_cNpW2W99QoGCkWgDmLufFtnLbmdtXV5iPxKmSAwL39o70lIsrxAaH3YO_gAsosIQmRP4E2J73E7fvV6IJl8L1LVIs-8s20u9BVMpgSMeYjWoO5vnptKVA1otLQ-BVXlNUh2CUici03tdS6z9yYk03YWKzMMV8f1N9coyXPr-cNDzBavElgGPK2ySn1KVxooXZdMaC7I-cvrNbkFMTtv0JkNEpbRqzI7oqGW7LUbnFND8Nd9QBFK2SwU635s_aShTgzV-DwFww_2zaofrJx4H_5TbGk0385jGQq0ULnttmdJwIBuCQDSFlx9EurNaC0N0x803yg2AzIpmX7hh83mMYq_58q5lbm2FwGBnRvtssYtofvBkKKpR3pqAsvUf6ZwoPd-1YJznQOrh-oAMkSTBTSKZLuPSjNrfFxecHAadz4vXdg_-xlJCr4ZeVMJlG-0JElxyX_vNlgMhMWbZIju5u4-lej6rExB-93R9JRwNwlQsZO8edw3wkTCV_BWJqjFZSX4sDYb3S1s2NH76tmM_9lyy_ZKPw9GRL2LzlCEMZPT_aBvK3q1riieD3jriHXLxuHqkPJ5D-Z7F4l6LyS3-aqnIEEmuZSpIPStMwL8uMj4Z6bGuCGCHRumd31XlUXFrPOtYK949tDGoWoE87gInFeabvQAd8bAGP-sc2lddHx7IbS36lNqUjH48_uuhFKl7FpjXA9vE_IQ3FmESc5uvzotdoKG9N3bd8sQSSIQ4IVfdJUrq6--2-hjtgoiiEEQf8fu1mUFTZvEOwSOTRYtSbyT96KpICses11D_ZOAdRz2ctfV90wkE0oNB_4pJzWqdxPeoX0rEi6i6kidL2s19YYISk53jLWNRzz-Aoz4bPr4eOIqYoVluoxCwEmbgQWxxcXReES5iwg_UK2MNoLXiE1S5Rw9nxlagTtuQw 634 136.56.124.128 Mozilla/5.0 (Macintosh; Intel Mac OS X 10_15_7) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/151.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 21, 2026 4:57 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

The tools are getting faster, and the change is getting harder. This is why human-led change management, or OCM, has never mattered more. AI can now produce a first draft of a stakeholder analysis, communication plan, or training curriculum in the time it used to take to schedule the kick-off meeting. For organizations investing in ERP implementations, this sounds like good news; however, it should be a warning about where the real risk lives.

OCM FOR AN AI-ENABLED ERP IMPLEMENTATION

Deliverables are essential, but they’ve never defined the success of OCM. The real challenge lies in the human work that surrounds them: aligning resistant leaders, translating uncertainty into action, and sustaining adoption long after go-live. AI can generate documents, but it cannot replace the judgment and trust required to make AI systems work. Additionally, AI is simultaneously making the underlying change more complex. Traditional ERP implementations have always asked people to change how they work, whether it be adopting new processes or learning how to use a new system. AI-augmented implementations ask people to adapt to brand new workflows that an AI agent is actively reshaping in real time. This means that there is no clean future state to train toward. The target moves continuously, and employees who are already exhausted from relentless change are being asked to embrace a new kind of uncertainty with no clear endpoint. As a result, traditional OCM approaches built on static training and fixed end states begin to break down. Enablement must become iterative, role-based, and embedded into the flow of work and must evolve as quickly as the technology itself. Organizations do not fail their ERP implementations because the communication plan was incomplete. They often fail when leadership alignment is weak, and employees do not have the trust or clarity needed to move through uncertainty. This is the paradox AI has intensified for OCM: it has commoditized the outputs while dramatically raising the stakes for the outcomes. Organizations that cut OCM investment because deliverables are cheaper to produce aren’t reducing cost. They’re deferring it. Adoption gaps widen. Workarounds become the new standard. Capabilities intended to create advantage become long-term liabilities.

PRIORITIZING THE HUMAN-LED ELEMENT

Success or failure in any major change comes down to people, not plans. Instead of trying to manage change that is going to happen, build a strategy that helps visualize the change, understand and articulate the future vision, and then embrace it. And AI helps us get there faster. The OCM practitioners who will thrive in this environment are those who use AI to streamline or eliminate repeatable production work and reinvest that time in the conversations and human judgment that no model can replicate. Those who keep delivering the same old deliverables in the same old way, faster, but no differently, will find themselves competing for work that is rapidly becoming a commodity.

WE CAN HELP

The question for every organization embarking on an AI-enabled ERP implementation right now is not whether to invest in OCM, but whether the OCM they are investing in is equipped for the kind of change AI is actually creating inside ERP programs.

If you're planning an AI-enabled ERP implementation, let’s talk about what that means for your staffing strategy.

This article was originally published by a partner in our business ecosystem, Clarkston Consulting. Learn more about Clarkston here.

Contract IT talent has long been part of the technology workforce, but misconceptions about contractors can still influence how organizations make staffing decisions. Contractors are sometimes viewed as temporary replacements: people brought in when an employee leaves, a project falls behind, or the organization cannot hire someone quickly enough. Other assumptions focus on commitment, cost, knowledge retention, or whether contractors can become meaningful members of an internal team. Those assumptions, however, can obscure the broader role external talent can play.

KEY TAKEAWAYS

Contract IT talent can be used proactively to access specialized expertise, add project capacity, or bridge a defined capability gap.

Some experienced technology professionals deliberately choose contract work because it allows them to apply specialized skills across projects and organizations.

Cost should be evaluated in context; comparing an hourly contract rate directly with an employee's salary overlooks benefits, recruiting costs, utilization, duration, speed, and the cost of leaving a critical role unfilled.

Contractors don't automatically create knowledge-retention problems. The greater risk is failing to establish internal ownership and knowledge transfer expectations.

A blended workforce model can give organizations access to both long-term institutional knowledge and specialized, flexible expertise.

The World Economic Forum's Future of Jobs Report 2025 found that 63% of employers identify skills gaps as a major barrier to business transformation. Employers also expect 39% of workers' existing skill sets to be transformed or become outdated by 2030. At the same time, contract work is becoming a deliberate career choice for many professionals, with global technology talent research finding that 60% of technology professionals planned to change employers or move into contracting during the following 12 months. Separating common contract IT talent myths from reality can therefore create more options for addressing talent gaps.

CONTRACT IT TALENT MYTHS

Myth #1: Contractors Are Only for Emergency Staffing

One of the most persistent contract IT talent myths is that contractors should only enter the picture when something has gone wrong, such as an employee unexpectedly resigning or a project running behind schedule. While contract talent can certainly help in those situations, using contractors exclusively as an emergency response overlooks much of their potential value. Technology demand isn't constant. An ERP transformation can create short-term demand for functional specialists, data experts, developers, integration resources, and testers, while a cybersecurity initiative may require expertise the organization needs intensely for six months but doesn't need as a permanent position afterward. In those cases, a contractor isn't necessarily filling a staffing failure. Instead, the organization may be intentionally matching workforce capacity to the work. That flexibility is increasingly relevant as skill requirements change. A 2025 Global Talent Shortage report found that 74% of employers globally reported difficulty finding the skilled talent they needed, with IT and data skills among the most difficult capabilities to find. For organizations in a similar boat, contractors can provide another route to scarce skills without requiring every temporary capability requirement to become permanent headcount.

Myth #2: The Best IT Professionals Only Want Permanent Jobs

Another assumption is that contract candidates are contractors because they couldn't obtain permanent employment, but that paints an outdated picture of the technology workforce. Experienced professionals may deliberately choose contracting because they prefer project-based work, want exposure to different technologies and industries, value flexibility, or have developed expertise that is particularly valuable during transformations. Research reinforces this shift, finding significant interest among technology professionals in changing how they work, including movement toward contracting. That means organizations evaluating contract candidates should focus on the same fundamental question they would ask about a permanent candidate: Does this person have the capabilities and experience required to do the work? A strong contractor may have spent years solving similar problems across multiple organizations, and that experience can be especially useful during transformations. Someone who has supported five ERP implementations, for example, may recognize patterns and risks that an internal employee experiencing their first transformation has never encountered. The contractor's temporary status doesn't diminish that experience. In some cases, the variety of environments they have encountered is precisely what makes their perspective valuable.

Myth #3: Contractors Are Always More Expensive Than Employees

Contract rates can look high when placed next to an employee's hourly equivalent salary. But an employee's salary is only one component of employment cost. Benefits, payroll taxes, recruiting, onboarding, paid time off, training, equipment, management, and other expenses also contribute to total cost. Duration matters as well. Suppose an organization needs a specialized capability for nine months. Hiring a permanent employee simply because their nominal hourly cost is lower may not make economic sense if the organization doesn't need that capability after the project ends.

Myth #4: Contractors Inevitably Take Knowledge with Them

If one contractor becomes the only person who understands a critical system, configuration, integration, or process, their departure can create substantial risk. But this is not an unavoidable characteristic of contracting. After all, permanent employees leave too. The question is whether the organization has intentionally converted individual knowledge into organizational knowledge before that happens. Organizations using contractors should establish knowledge transfer expectations when the engagement begins. Identify an internal owner. Require useful documentation. Pair employees with external specialists. Have internal resources participate in design decisions and troubleshooting. Gradually move responsibilities from the contractor to employees where appropriate. A 2025 cloud workforce study provides an instructive example: interviewed companies specifically identified knowledge retention as something that needs to be managed when using outsourced resources. One company described using formal handoffs and involving internal employees in the work, so necessary knowledge stayed within the organization. When done well, contracting can actually facilitate knowledge development by exposing internal teams to experienced specialists they otherwise might not have access to.

Myth #5: Contractors and Permanent Employees Are Either-Or Choices

Organizations sometimes frame workforce decisions as a binary choice: Should we hire an employee or use a contractor? A better question may be: Which workforce model gives us the right capabilities at the right time while protecting the capabilities we'll need long term? Permanent employees provide institutional knowledge, continuity, organizational relationships, and capabilities the company expects to need over time. Contractors can provide specialized expertise, temporary capacity, workforce flexibility, and faster access to certain skills. Consulting partners can provide another model when the organization needs broader problem-solving, methodology, or ownership of a defined outcome. All of these models can coexist.

MOVING BEYOND THE MYTHS

Every organization has work that needs to be done and capabilities that need to be accessed. Some of those capabilities belong inside the organization permanently, while others may be temporary, highly specialized, difficult to recruit, or needed faster than traditional hiring can provide. The challenge is assembling the right combination. Organizations that move beyond common contract IT talent myths can evaluate contractors for what they actually provide: access to people with particular capabilities for a defined business need. Sometimes the right answer will be a permanent hire. Sometimes it will be an internal employee who can be upskilled. Sometimes it will be a consultant. And sometimes, a skilled contractor may be exactly what the organization needs, not because its talent strategy failed, but because its talent strategy is flexible enough to recognize the difference.

For help with your SAP staffing needs, contact BCTG today.

Ayaka kiru ayaka@farnorthinvestment.com 9011101093766 General Inquiry Greetings I hope this message finds you well. My name is Ayaka kiru, As an investment relation officer representing Far North Investment, I would like to express our keen interest in your company. We believe there is significant potential for collaboration and funding opportunities between our organizations. We are keen to learn more about your project and ask for your consideration in allowing us to partner with your company. To continue our discussions, we kindly request a copy of your pitch deck or business plan. Thank you for taking the time to read our proposal. We look forward to hearing from you soon. Best regards, Far North Investment Co., Ltd. Email:ayaka@farnorthinvestment.com Website: farnorthinvestment.com Corporate Number: 9011101093766 Head Office Location: 2-3-5-602 Toyo, Koto-Ku, Tokyo Japan. 0cAFcWeA76ZGgT9yFC3jwe6KZXFK4NS1g987n9qPFQbBFF3CXOyqFseWMFzM-LNdbra8bydAzxf3nSo0MajmXpWWfSvFE7AJ_EfSyw1McRKSg6-EvfnLHV3QQBubGA_2rPM3ATBvE9-c2iVBSoXDi3wIVc_QUuYOmitwUkkWWC0DaSBzneUGCybLdgDssRhyzWg9SmUcGukEuXFxAw78PeLHrl_G-D_d-1lZnPnq9hO3z6MEN7uhQ7U2jkQr-nkmJ1RxFiLlO54rQBvnvoZHCRCFLgTMrbVL-OTK6nMHHosJOyEL5lSIBpfNWd-SqdOrLDe1BOLWGphszEYDLJehS9z8ycn2l0a2SAMR4nwASOGTPePLnWZytPv36dZ8YH0jUzc0g1vvrFOHutasnVVGlFi6XbvaVZOOQQ99gPD6H9n5a53tIjW_XNbQdNOdXfj9CpEzGnAF15Chp7g_YIjFHdWWem4Avr1FFJuq7GN8zqSQTxstJz2OXPylMt6LcMo5z7nbftc7CcON34zd2KVo5_1ODjJcmbKxgSBNrZwdp0ARD4bDV20q5xnHZp-hAYHLSjnvOvy4MbleUgsH0aqXKAy0BfUVhkH799oq1ox2xQeCChPUAYy7Ggd6S4VhAyVQBFh59DdsW2CPnq_5wnCltxvsb-fNPtXGy9KptndVVLzkpOZJaj3F0qQe52_dmNl6FYfh21sTuI8bWRaWiFcIVsmNd4XpyeN7MBrseXXqiP8rxQhRLdEh-w4ihPyxXv3dpUzyyX355Bhqrd0VyoXftf6v2wBqwip7xokI39Tx2i8EbQCrHYc_gqWYSD28CrslRA86SVcyeArvRF8pnUNcnDSZ9CputCCdbIH8ljmagP2bmRrIRlWLXBK8_90YwsTY9ihFuBq_-FLDeQIcIMi2_zWjbSo303KOsq-ov5CiRvhAdZKvWaSE-Ej0EOqVbf7WTGB75GwCkMcJh2MIZB2a_e-hKmRwlzibCneOULYitJUlqwEbc_9G2rBpanijNlZOM3tOyolZ5M4Y9nCbRoO8XG-MB6qPaW5RyL-u9nw8OW-wJ7ILIgctEhAvd7rkW4U-fRRRCvaqNDY3uI7Pi52cp6qDKtQLtw2pn0MpPOlYvh8ohPu0vFYzlDkjPUu0BW_rYY6WgNCYNYBJ3AlnBuk5DGkBi-A-dTQ0mSO9iOWs9vLXsjgOCbLmtlhSUp7ce8_ZFe6edQvEjs17aVOuaQomhf1Ce-MpTN8nKtOATMRWCMpyM6m2iL-FVWlEpx8WpF90USvheOlRW5jK1nSd4P2NWC51-AFv_ulU8R-_vkx7LnG-r6oWL_pLy_zSRTdGrql15Y7k5LU_SV788RuxDiHHP6XYH7F3GW1NZduDqdOka7K5LZwP-cvLgrTkyzQkltxMqrlKsrSTFOTxtgdtQpU1vyL52i8bX03eS_LZWoSXiGIOPf6pKZyLgeTA3s5p4hzrCRi6QmKZZbu4sxNwkODwCTZU0cFCz-DnCUT8KOFBbR3sDRCksF5ZNou_ro_iw-PS2ltnMBSYWE7LSY3Pg7l2pagZn4GpKEAruQ8Jnr11o6KPWUr6vzSCRRK0uecbKIO3cPOHSCoqLHoQY_8UXwU_YHLz-HLzaO7yAUMf-zbDCzkYy5CXz-9SmE7b_qDs3JLUBxpCOsZ4O8Dbumv0ztqp4NbPOrVnryTKxdBZigrpwgiiU42wXVU9LqoN-zHNwcvKNB3fKq3WKbXNf94gpAQj4pwaWOPyMh1eZ9QwZzMJA1UzesUwWSzFL9ewOe3v684l-dKIDpFSoOVSqpwIad4PTVkxu_okSk2q1botwTW2Nnp6OKPR8tAcdu28mlbufWvhQsVtNnPLuZaIEYcEL-3T4vAWPZrD9ZuN6C0w6jfPvZw9h36QAqVyOAhjjTZqL0szXqxcocZG9HehjrKwJtc-bjc8QzL79UE2tWsm-zkU1X2leiZjpCnoe5dlerROyYooZNSCcdHbv4xj5sL4rOS5yj0fCGCwEfoVWxR5FLBQwvW98eqLRsN218AAhbbt_7-YidjQjkR62XexDHElSOplc-3HLBe2QGAHs9f2SiNcm4caGQWq0-ULudNmSUUh6X_CjMF6QD6ZhPxbiwTSHqV8YA98yuoTwPQ1-SmjhoawcGt8tFkMrBrmGJdLKelfS4sNOt-PvUrtVb0tSgrZVc7NNvE1D8juZNn-J5lqGmWDuUjOHyznTdvpNYxtWarzbve9k4i1MlRZ5J6Sv7NL8MUIDxXc-xUaNHAWvxez87rcwtqhwXXyULFnQVIDlZC3Aa4kwcGLLhBw7R0MG3xKB3oSnWiewnBj1QlKLeQXM955FRx3g6OdS8E6ZS8_UDYiyTg16qGK1UD365n-3NyaAmiiFKLjTsAAd3QvwfI__vDXw1BRYbPdjmdT34XsMtOqqoui5QgJk7PwnFM6SZD96N9cqSwwRGAGrYpqp7ng 635 102.90.79.209 Mozilla/5.0 (Linux; Android 9; SM-G973U1 Build/PPR1.180610.011) AppleWebKit/537.36 (KHTML, like Gecko) Version/4.0 Chrome/138.0.7204.179 Mobile Safari/537.36 [FB_IAB/FB4A;FBAV/577.0.0.50.72;IABMV/1;] https://bullcitytalent.com/contact-us/ September 23, 2026 2:54 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Ayaka kiru ayaka@farnorthinvestment.com 9011101093766 General Inquiry Greetings I hope this message finds you well. My name is Ayaka kiru, As an investment relation officer representing Far North Investment, I would like to express our keen interest in your company. We believe there is significant potential for collaboration and funding opportunities between our organizations. We are keen to learn more about your project and ask for your consideration in allowing us to partner with your company. To continue our discussions, we kindly request a copy of your pitch deck or business plan. Thank you for taking the time to read our proposal. We look forward to hearing from you soon. Best regards, Far North Investment Co., Ltd. Email:ayaka@farnorthinvestment.com Website: farnorthinvestment.com Corporate Number: 9011101093766 Head Office Location: 2-3-5-602 Toyo, Koto-Ku, Tokyo Japan. 0cAFcWeA4Tu_CfaS3TPNw3a0qoRhjyBUCZtu_852btdRDkLLpsiw5d8FFeRGlm8YyWD6hKcbQF4O4SNua5Vwc8EAFqUDZIuX2Bc5rOdO3u4C9Y0T9esYaMNU4-eyhWlGzeH2dlCNKF9iz13YSsBou-6gfZlXdajX0GssnWfa9mRnSJXeQXHizxcLJdnPfkbZIwu-o5X5LNR0cXeXfi-gCgHjnjU21BmN0Dcei2ojDUEt3U_A6PbL3ylHeloosDmokbsHvNJYx8Z4m3y7WxRI88p4oatbzb2q-rK8O5qWVP__IHYyO8YkVUo_ELFidjAyykDrtMqMV-f85v5dVfDJtzrZmvFyJtneScb2d7RGlg78HoVPxkUuA_qXgq4c6gmRCVHAcj-ckR6LGktu85W6dBg_Hku3pPoBSz434Y52M_o3eOHlcgzg2q62QybtMYoREhGG4giJ_JvVBDgB-KqFbUB4QQNKhE6nvmDh0jeJrmIUkhXKLXMymJyaU2K3Y3SrRN4rA49Kfh6pwC7V44jZhbQ13GTiL33UbSEcGk0um76ZzNWlQC_dvzumGfiAIF9whSW_5e67R4TN_EqvtEE7nztT-XJLk_wcfSv7md63K-RTkweT6W6lUhA_axUmn4oHS6E04KphsBAd2k2Jko51ioEJxtjX4-xZ8SI7RTLwqn0XtpRWYGZujOSimPgdVeIJLn81RGPUDiqIDom1QEV276dFvmc0PVzIAhy_wzyXKSCR0lPXQbC_CJNOtNYgCIUIAmyBoFk9Y7jSaMAP45Qy5ZUpGil2uRu4Os-7NSgSjqpvzvK4c_ZaZ04gc_qU1cj10qlpTZsjHWCKSk1Cgun9cK5H2DkUDECeyXYehqVUBbZHxILR7jDyjzQVOUOwMlQe6ouosLi4ReKybht7JT6ta1bjaAnyy41h7mWhGYLwTcV7Pjyw5vBj7RWjIUfNmuA27eWtairTkBFvDRHq3-Ke4iIQmAjJSgNA4WeFG4GHFjMH5Ewk2ERxE-iQwQGVoy8ntOJjxxmblKHSH5Ys0zHBcT3ypaxWHddAp32Ae5wlEBKnZ1hmlRHA38B66mA0wcJfUdD71dCrekYAl1NutAgVLy-aCGqOq6DkdOZMUjFPYhNkZyw-i_hoR46OS4uLTixjumT7H7NKKTjbth98t2yFHq4zpD6i2lmun52XjhxpVZGypVAGhdU_L7viOECmdUwAJoVZfgX6Vo6YCjOn0pRo4ezHsS9pVwq_F0R3_e_Pf8qgLJRkGgadd2loG-FxDAvmUYb1V48C3Oz-TdZJ2bwcwy3rPWTRr4gzbM1tRp6kBTLcInv7gVFEjto2rMo4lFO9xLWzXXZOx2en6rM4RqbOE10ktl7bobqHU83Wr0-sqk0kR5DomGiMVeJXA2GYAz6p8PGH71BmbzmlcHn3n7E-7tPKVwNVCt-bbkRhT-9tKhbi4zHubtDrI6plv-Wm22h4wtquwpGCMFVq_KVgaiCFRieIBYdnFVZoIZOX2WArLR-AGfwROmFuBzb1-kZQFFece8_33Tsx0usdGMPoEQLkED3Q4RnGMBjX90wOwmw1VTHOQ13DUlt3KaIKt_LpLktOACwPFFbQEruhVFylBG0K61PefwYNs_UIQ3AFTQHsBurkqWXYusyBJCpNOzNjXwzWgo-DSvgRu-Naff6tEb5MC7Xs_1GmGJJzdQjive4VgnOxHilFtNb2OZyqQ-sg9ZTkP_L67_NjhdDYTSzIuuLbN_LHnkaVOOT1jiHNT1sAYw3QFCrbG1lgT7VV8fsyCl-Z2jnwstQjo-F6-Hlywrap1OPQz0_n_T64V6oFMJl6COsu08XmqOZlCWd0Tj-bNxEVDQ1-__eYG0jOvfWNRy7BRsgq9-Bgugxsca_EesAGzULfCSIN_Ube9ucw18Fbvnjjuenvqm8PCMLqdb9CBr88goIMihKMvHnG6Wk6gV-RAiOs0u45lsr0oF1RoZ8UDn8eZG96ptRlhZZ-dK83mBoBio5ueCd2OkN7GuR8ANCK74FCyvz-1Z3h416Yt_xm1XmpZ3B7hHBV44oZeT1A_0lAY1VQwJG12AhgEfK8uKaCch8QibFl6ID9y3xr5legZAnUAzLoLQSw7lu6VRIj0JoddOax2KsAWKoW_8kGF7jGDJS2nK5XbEtn0yfNmRmuB5U2VjlXBYnOHS-SOLMli0AqV7hiqwbt88jmKMi33WGS6rxBDA_gk8rUhPjNraaQiYH8LI4KIqGeHXdB8AgUZVEMEUEoWwA4dXpdNjRrUh3Eka0fO_u0fZuy8au09qwR9Otc2KqtcmKZkzTPjNq3cQElunqQJ4EuwWMnLxydBGgMQ4PSIPO62U0D3QNHh4j9sTdbTk1pZp86iYSpVOKqBZie8QSavDAFacAl_0M7KOOJaJTVkT2Xf31Cz5mdoGW-kXIEldgNmYNHJf-B_Nv4oNBvG0ajn2zOKIk1F_m9BQzc69JbbO3uW6Jq04mEQfKMp-cqKCjNDORCDqYyTJ 636 102.90.79.209 Mozilla/5.0 (Linux; Android 9; SM-G973U1 Build/PPR1.180610.011) AppleWebKit/537.36 (KHTML, like Gecko) Version/4.0 Chrome/138.0.7204.179 Mobile Safari/537.36 [FB_IAB/FB4A;FBAV/577.0.0.50.72;IABMV/1;] https://bullcitytalent.com/contact-us/ September 23, 2026 2:55 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Large ERP transformations rarely happen all at once. An organization may begin with finance before expanding into procurement, supply chain, manufacturing, or other functions. Global organizations may deploy by region or business unit, creating a transformation that unfolds over several years. The technology roadmap is often carefully sequenced, and the workforce strategy needs to be as well.

KEY TAKEAWAYS

Build the workforce roadmap alongside the ERP roadmap.

Separate temporary demand from permanent capability needs.

Maintain a core team across phases.

Staffing for the next deployment should begin before the current phase finishes.

Employees can progressively assume responsibilities currently owned by external specialists.

Hiring decisions should support both implementation and the future ERP operating model.

A staffing model designed for the first phase can become poorly suited to the third. Some skills are required throughout the transformation, while others peak during design, build, testing, migration, or stabilization. Meanwhile, contractors roll off, employees move into operational roles, and later phases introduce new requirements. The broader talent environment adds another challenge. A strong hiring strategy for multi-phase ERP programs anticipates these changes rather than staffing each deployment independently.

CREATING A HIRING STRATEGY FOR MULTI-PHASE ERP PROGRAMS

Start with a Program-Level Skills Map

Before determining how many people to recruit, identify the capabilities required across the transformation. These might include program leadership, enterprise architecture, functional expertise, process design, data migration, master data governance, integration, security, development, testing, change management, training, cutover, and production support. Then map those capabilities against the program roadmap. Some capabilities will be needed continuously, while others fluctuate considerably. Data migration demand may increase before each deployment. Testing resources may peak during validation. Change and training teams may expand as go-live approaches. The challenge becomes greater when phases overlap. An integration architect expected to begin Phase Two may still be resolving Phase One stabilization issues. Business SMEs may be simultaneously supporting production and participating in the next design. A program-level skills map makes those collisions visible before they become schedule problems.

Don't Treat Every ERP Need as a Permanent Position

Multi-year programs can make temporary demand look permanent. Before creating a position, consider how intensely you need the capability, for how long you'll need it, and whether you'll need to retain it after the transformation. Permanent employees can provide institutional knowledge and long-term ownership. Contractors can address temporary capacity needs and specialized skill requirements. Consultants can provide expertise around complex problems or outcomes. Upskilling can develop employees who already understand the business. A mature hiring strategy for multi-phase ERP programs uses these options together.

Maintain a Core Team Across the Transformation

Program leadership, architects, process owners, data governance leaders, integration leadership, security leadership, and selected functional experts can provide continuity between deployments. That continuity matters because an ERP template contains hundreds of decisions. Why was one process standardized? Why was an extension approved? Which local requirements were rejected? Which integration pattern was selected? If everyone who understands those decisions leaves after the first phase, subsequent teams may repeat analysis or unintentionally undermine the original design.

Use Each Phase to Build Talent for the Next

Multi-phase ERP programs create a valuable opportunity: employees can develop alongside the transformation. An internal employee might observe an external specialist during the first deployment, perform the work with coaching during the second, and lead it during the third. That progression reduces long-term dependence on external expertise. Moreover, waiting for one deployment to finish before staffing the next can create a continuous cycle of urgency. Instead, workforce planning should look at least one major phase ahead. If the next deployment requires capabilities the organization doesn't possess, recruiting or development should begin while the current phase is underway. For instance, if design cannot begin without an architect and that position remains vacant, it belongs on the project risk register.

Plan For the Future

Every multi-phase transformation eventually becomes an operating environment, so determine early which capabilities the organization will need afterward. Who will own the platform? Integrations? Data governance? Security? Releases? Functional support? Which activities will remain outsourced? Those answers should influence hiring throughout the transformation. Someone hired during Phase Two might eventually become a product owner, while an employee trained alongside a consultant may become the internal expert supporting the platform after go-live.

YOUR STRATEGY SHOULD EVOLVE WITH THE PROGRAM

The workforce plan created at the beginning shouldn't remain static. Timelines will move. Requirements will emerge. Employees will change roles. Contractors will roll off. New technology will create new skill requirements. In fact, 66% of workers expect technology to affect their jobs over the next three years, while 72% say they need more learning and development opportunities to keep pace. A strong hiring strategy for multi-phase ERP programs evolves accordingly.

Learn more in "A Phase-by-Phase Hiring Framework for ERP Transformations" here.

An ERP transformation doesn't require the same team from beginning to end. Early in the program, organizations need people capable of defining strategy and process direction. As implementation progresses, demand shifts toward configuration, development, integration, and data. Testing introduces another resource peak, followed by cutover, hypercare, and eventually steady-state support.

KEY TAKEAWAYS

Staff based on project demand, since different ERP skills are needed at different stages.

Bring decision-makers in early so the right leaders can influence design.

Start data and integration work early to allow enough time for discovery and preparation.

Plan testing and cutover capacity early to account for predictable increases in resource needs.

Begin knowledge transfer before stabilization so internal teams can progressively take ownership.

Design the support organization during implementation rather than waiting until go-live.

Staffing every role at the beginning can create unnecessary cost, but waiting until each need becomes urgent can create project delays. The alternative, and recommended, approach is a phase-based ERP project staffing plan.

PHASES OF AN ERP PROJECT STAFFING PLAN

Phase 1: Strategy and Mobilization

The earliest phase requires a relatively small group of people with broad influence. Organizations typically need program leadership, enterprise or solution architecture, business-process leadership, PMO capabilities, and representation from major functional areas. Hiring Priority: Direction-Setting Roles These people shape decisions that everything else depends on. They help establish scope, governance, architecture principles, implementation approach, process objectives, and the workforce plan itself. If these roles need to be recruited externally, start early. Hiring an architect after major architecture decisions have already been made defeats much of the purpose.

Phase 2: Design

As the program enters design, functional and business participation expands. ERP functional leads, business-process owners, SMEs, data leaders, integration architects, security specialists, and change management leadership become increasingly important. Hiring Priority: Expertise That Shapes the Solution This is where organizations decide how future processes will work. External specialists can bring implementation experience, while employees provide organizational context. The strongest model often combines both. This is also when internal employees should begin pairing with specialists whose knowledge they'll eventually inherit.

Phase 3: Build and Configure

Build typically increases demand for execution capacity as teams configure the platform and develop approved extensions. Integration and data work also accelerate, while security teams develop the necessary roles and controls. Hiring Priority: Specialized and Scalable Capacity Contract talent can be particularly useful here because demand may increase sharply for a defined period. Organizations should avoid assuming every build-phase requirement needs permanent headcount. Ask whether each capability will still be needed at the same intensity two years after go-live. If not, temporary external capacity may make more sense while internal employees maintain ownership of strategic decisions.

Phase 4: Test and Prepare

Testing creates another workforce shift. Organizations will need testing leadership, functional resources, business SMEs, data teams, security resources, training specialists, change practitioners, and increasingly detailed cutover planning. Business participation also becomes especially important. Hiring Priority: Protect the Testing Resource Ramp Identify resource requirements before testing begins, including how business employees' operational responsibilities will be covered. Additionally, data and technical teams need capacity to diagnose and correct defects rather than simply execute test scripts. This phase is also an opportunity to assess whether internal teams can support the solution independently.

Phase 5: Go-Live and Stabilization

Go-live creates intense but temporary workforce demand. Organizations may need cutover leadership, functional and technical specialists, integration support, data resources, business super users, service management teams, and extended coverage during hypercare. Hiring Priority: Build Flexible Surge Capacity Avoid designing the permanent support organization around peak hypercare demand. Contractors and implementation partners can provide additional short-term capacity while permanent employees concentrate on ownership and knowledge acquisition. Clear escalation paths are also critical; everyone should understand who owns which problem when incidents occur.

Phase 6: Operate and Optimize

As stabilization ends, workforce requirements change again. The organization moves from implementation toward platform management, support, releases, optimization, data governance, security, integration management, and continuous improvement. Hiring Priority: Retain the Capabilities That Matter Long Term If every knowledgeable person belongs to the implementation partner, the organization may face a major capability gap. Internal ownership should have been developing throughout the project. Post-go-live teams need capabilities for ongoing evolution, not simply system maintenance.

USE YOUR ERP PROJECT STAFFING PLAN AS A LIVING ROADMAP

A phase-based framework shouldn't become a static project document. Actual demand will change. Design may take longer. Testing may require additional cycles. Stabilization may extend. A later deployment may introduce capabilities that weren't required earlier. Review the staffing plan alongside the project roadmap. Look several months ahead and ask: What capabilities will the next phase require that we don't have available today? That question creates time to recruit, develop an employee, extend a contractor, or secure specialized external support. When organizations know which expertise they need, when they need it, and which capabilities they ultimately need to retain, staffing becomes part of transformation planning and that gives every phase a better chance of beginning with the people it needs already in place.

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Brandon Ferguson bdonferguson@gmail.com 6784686602 Finding a New Position Data analyst transitioning from a quality-focused laboratory career, with hands-on experience using SQL and Power BI to examine relational data, identify trends, and communicate findings. Brings a proven record of maintaining accurate data, reviewing results for quality issues, documenting findings, and improving standardized workflows in regulated laboratory operations. Completed focused training in SQL, databases, and Power BI and is prepared to contribute analytical rigor, business curiosity, and clear reporting in an entry-level data analyst role. 0cAFcWeA6vXsuDa9y8j5fVqQimiwKdHoadME0Ulb5KB24WdHRiSD5CuQzVQMwQUWCGZ9LeTjRdj0I8L0y2b8aGT-r5VpCvKESzfn60UCrgRemKaThk-NrQYnnrEj8tlAsOqv8WiE9WgcgAn9LJ2H1-t6wlqiNR-vAdwVSwTsF-IhOE30D1sdcye_SukwKkrBByAZUt00xzUnB6tbedbADXezG0jiQKL4WsHPpyruEf7WBZ-eYPBPkzPhdulZB-_A2A3CKkpZwWaFWV0vpLYaXKsdrJeRzoi5IBywUnWQrFl7_m6ObeypCDL-WrdMsmVkf98N8CxyHKkufbFWVd9j20u8p84TZZZiGIgeDrp_juu1BNdy4bvgMcp_LoaC8MjZO4vT100JWIQkSeznKcNa6caGKRvtZTfxhbm8dGj9iDhXXomckAbUzLoxXl3XLQqKxHOM_cov6TAeXrtGBeTXeJQFAmaEHzkFYe4C5-rr_cLlcxY6mOSuAy5rFrIvu99QyChmDpF2e4FkhMJ0qU-5bzjeK-cVjSEiinduud5fK-a8P0DcPxwDrSadwjiMZHNvCjXVikF7_W3hSTfBMTRDIqoP2YBulYDYlOR--5okebZl5cb2zifgUseXYV-zka9mnjLq0zOaBSeyLact_01Ti6yXykMzwlTiydzkV4Gxb0v4T57rgwEw-HShAn4DzmUKpykf86GemRwUmVq3DFVbLrigUpV1TjycrawBWXEm3rOy5NxjDXsrIEDhgrdWZZU40t80swES-nMJp5cLX8gkvRexwWPiXHaIVn3XQ-UZbZ5USqkmaWJ6qDPVW6BuRone58cVP8XI4WkEcKzE3lyK5lgA-0NFFamdvqvicYJeUzE18K8Ix4uYEAbyYHMW9h_wG6eS7olacaVACrHrRqMG92hir3Xj0Koz_qXDhS495x1W9OBhttcr_h9aNanfGTEmgjqbp3Zu6nJAHtUbLkqKWiGKbdSFitJHjihEoT_r-XU-Sr93J4MAkfb5fKT1ZrEbgftPlqLwvEN7L6-yiwH49Ye7ym_EMu3xhTu85MW_-lw0V74W_7bCsF8K9nRKXezifqAqYj1AahlAXdkJlcxdJ5sUfwhQMUQw7VQwmezpwFpsVzdB6xJAh7XOxGr2X1jK5DSjmz1iC7lWl8Sq1-sMcC71MXzml8kIQgySrXH7k2P7aUnd7uhsEO_6X5Bf3ZKuq0-xc_gcqpBzrkj_ZWSvNX-IsknjPi2I5dknp5K0tbDU8p4G-d5tu95d2IRL-9fp4Ay6W1VgT5tYbsl-jnSB_lFjrBdeCGv5iKHm8WNZFnLxRXAdspmb3KZlKOjWZ3CHIXXaldQspPpVnZGB729HVv0sZ9eoTXRaF2CIruGBsKFBqgIdSe4cPLjvI-hidwJriXlmCDzI0Q4wYgO7SqMoxhZeIRM-HqAiwCKxzsAGSrrhuHrPvcghC_OiGBAgtsGm5EdWI8SCC7i7nSDUVkS70gBShkiQk_kgOCasSI8NBe3z63RhwoW3hvhtlWnoiX3Y9goq7lENr0vzl2U5D1JcJdMHhowNRBdjFxNZkaTTSo_yDLvGHh_6-YcCSEyUmBcLWKEOrlmBuNs8ajFmgUneeJx41Wb3-rtOF_oU1-UsxkUaUvzNWB6Xfr7Ii5mpQ5Wdd-ldxmm2rcMXiD3iwshWXUcQW8ekhQaz9bWlCGJijmFajC8EkKyVfFlttMtvU554ZQOWcK-tX9VSMFzRlX_7zvliUZAbYvHpVMZcEjmyq9JjC29m5yJmZJ46FmJKW-u90kGphnjAeWcqP43Er73gtKOhvxtjhu41XVG7CDvhdx22mu5ECGIug-8VnoQztWmmrHJ8tHvRmtkS5DtTMi6a7oATFWK7OebyYDekJrkaMM_4QxygadGEibJVigO_BYLYQIcCcGUEYtgr-Fj3xWCTtj5UFRx1LAF2quabW45q0ZEYdD4NmiK8t8OMxawBlldrKGsYghSHWw9SUGNk8jzttMLjDfBNvxs6LvvXsbER_qafNRayGH1LOTZpJskmsEGMsddiCFLCr1G55gQhNXknTuoON1nH1V9p2cmNGbCrd6oWBFi8Rgx47PU0QNwoYm0O14S0qwt1uegv0QgYC-w5aIViRm57AedXUAYGwGR76sVtIBx11dYaj1ZlUET6oiQ2xVJ4P_YMYZNPsmGvL5qaGwBDuXJeyM2fKXCGaoabwVszjIFbrqX1hQ9ldbfJf7Y-nlYLmXSt_berjWwvebWiVWEYAC4qN3XXv87JmtK1VaJpS0_dQpKHKCZgYf2qAgEa3276NIA-XROsEWjfMbLFGJ1Tp0x-P7nIlthSxEnojloQsGUw9HjvV1rW-f7zyyjkfVJHOYrhtUlK8yPhFhp_5fcDMotEU3f3BMDFXQJbTjCW4dQaBajEbnz4FP-W-L8MQzOMuSXfLAeORfw67Bdcaaf5MbXg09wIkzj4X5Ediqidbv6F53nNWSjDSUTI8utU2NWY8zuLDnUoAlpa_Kj65KhCpVXKNPt7RK1A 637 104.129.207.113 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/154.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 30, 2026 11:56 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Brandon Ferguson bdonferguson@gmail.com 6784686602 Finding a New Position Data analyst transitioning from a quality-focused laboratory career, with hands-on experience using SQL and Power BI to examine relational data, identify trends, and communicate findings. Brings a proven record of maintaining accurate data, reviewing results for quality issues, documenting findings, and improving standardized workflows in regulated laboratory operations. Completed focused training in SQL, databases, and Power BI and is prepared to contribute analytical rigor, business curiosity, and clear reporting in an entry-level data analyst role. 0cAFcWeA4aspLAmG1us4efqA2WXIGsfy2AdCQQif8SOuTYQ506pxxv3f4vv8vgDuvwFtSg72VYkVaOtJL1eMz2PNlk8xcHvyN6LxlaJTnwhYZ-fYXrwv1XHgDikj_qapNFThTBBDtH9Tj8YvX-chLSgyfrbBO0YV9Ng-2DYVPIYTnpSJh7UHq4S1G4Em1YFtBKaOuWuPoWVTUyI4OkavM4kjgYpYzBTOz4j8V5Q6wsIM7wHgW4gSfkbIs1jnnaIWXixb8a0lH9Q00QAW0prWCxBQelq6e5mw0U0tp6yNtDSgrZM0Nb15ZXSW3GG1U-L904VWCcvZ96LohFVcVix3aHuc-Ro_D_nCHVaKj8z9dhOaoT2nzRBnZ53apEwJ-6qgspCTb6ktpXmI48CV28V_LDb7-sZ8XSZvjvMiPdsuncOTqD32Wouda8vEi5TGCQ_YTviNpROTswqysIVIZD3VvKGaswaHZBLelNVqDI8DKd3p3rf24DQNrwfvxmkjiGbjFfuQto6T6AsMpxR9VWd5HL8IwL-XyztRTByMH7N9vxznHRJGV_1ZAZeJQdx8ixyz3N5yZ1lD6c2vnOJili16g9kXMPxU5OZYYGVLIfnPkyCYAez2-i0xAMY9s1duAlAKrSydEeJhmseXbXFZvB3HTYSQc2mxCmFatB17NUL_cSbiQaqjW-LVZX2__4MD81lgShLdVjKOXq2x5DDP7sP7kD2tGtGn0xUnkUaSE6e7Y60Y_Z0GebOIaSHbBehm6V1mRnoQYvBfol4hZrhfPv35Lm3VcphWAqEu2AESYG4lj14ePhEI8MKl6LzXpJ3WHEvDZ815z3Gi9V04XZv49mB_vEvkN8BkjU06Goir_OK5eA8hdY5rjWnOsWCv9Ghl_EnhiqfqAlWbU0Cjjr9Ido8_g-CR0LOxsKWtG32W9Qb6KDC9p0zMXuCgKK1oKXYT6uqo9jHghLiFKRD_06EY6I3VNcQfVLbzSqUj7CFdOjbMshXi2WRN_o2aX5CQE1deZIigqluphVfuZ349UOaj0vRnFN75ZL1yM7WcNc6s-qTcoQlb3qxXD6XneW-NBe1vVWEvun9X3wRXE29Obiw4kROF7ESSifH-OrCSKuog_JjkxY_xXVx5_2jE1bjPwUfY03ZzgpZp5KejQVnPFFTSukT22KDELQTNvmzqTf_iujxWNnfa13_C9iSfQGxT5oB4KEjvTpsWVmzgwnSJgNhVrUBrVKh6OQRIhb1TU4Om7oqOR_8zmSlj7n7UQ99dpNhkgT3GPD99vZJfD8rA2zE3JhoRp-GfW3BKx42ZvKSDJ8c187MefP0ecb3q5t740iORB5vzFzo867iZswJuEaRrHU-PfC9pAG9Gw3xyQNj56_-ahkFYodvdNcvzyJ42c8ZAs_NlYuyYulPvUAYhfnv5hcKJRQHWtjJTygLtixNuh3ccrz0DHepEeU0HTZZJC6EtMrXI7AbkiU5tkOLkiu3mtSVBd8LMvGsS1QJMkSZFo_b06IBxxG7W8AE1oTyY6c1L5rZBzykgFpdf7RRjKpYRqU11OwqspWTvWypT8aC69ckNQ-uLwLebQQG5Cmnspk3UGHHMs84qW9Fmvhjbo20GfUh3cBo4fWzh7oITEMYDHVIfqOa8FhdKS3GwfxnvR6sHgMFZYT8kkdTHQyU2SPMzS4N5m2x2gB0JQ3dADWI-szrE4tY39rFZaQmcCxx7DjaPzYoHeoXzq3oMuU-KiF_AjkKiJsMasfQSXe35pSLAziGiXTwCBWRsmng_EdTIIywDzeuwFU5wwYEDQsaH2D6q4hkI_68m4ZuRj-2SW_ddyQwNQ_O9uK0Vun_kwfsbLZfqnCde7tSKx8fajnZKjUtFznJDzRorrckFn4xpzjKGiaZRXvU4M3s7PDXt63yVshylWjhwF4jo_oCNFtbPaVxeg7tk74zjJV5AFj3VBgVKvvkDPHP4VP2VqvRaxVtzPRSKCOHtQBDGsO3kE8U-QWN3zR6FDiOCdHnjfnzDB6Cj-NxGvBZPKtsUoFLfhZTpHE4gpCxaR26S5FXxD7mbhv0mSYphoYrUSvSR80k_vebm21J3QQgs7FD1j2-Sdm2RWLa6tFejtwUr5OjWvTlf2pBDANSXkTYVZEUwST3ICkKwb8aG8SkYjRov7vENO0UkcEg_C4kmxAkE8fQsZQhkWHzz6ILG2sFLoU-Dn83gKMOuW38ArjSe3eVEDt0x3AHWPO7PJ0mdDjp5emLq0Z7VGY4p1Pics-Z5866eXkej1ZxDpC40uoW4q7zpAUC7UXue5tkqegn71j5nCYUmgQtQ2BI3S64XIhycwwesqxkGoDLCuXIJR8zMLSojN004EXiy0AeguaJAvS0HBar1SXdQF2xmN1GtovD9nlTWvOvNc7un4ibqRGD3sSEovXqU0e5-Tq4yCpNKPtY8fSCrdC5Vg5LOorFaPR6pzzl_EX4BMhebKptzIDYEF71_MbKW75ZjBcY64LGJ9chHrc1cvVgSRAw4SljGy6B9g0MymYTckcXWvPoV_wHnhDevDJ0PMZicJOO8psGiXU19RH6ICGrcyDwBqb-hHDYMV3oJpSCbkXqw 638 104.129.207.113 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/154.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 30, 2026 11:56 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Brandon Ferguson bdonferguson@gmail.com 6784686602 Finding a New Position Data analyst transitioning from a quality-focused laboratory career, with hands-on experience using SQL and Power BI to examine relational data, identify trends, and communicate findings. Brings a proven record of maintaining accurate data, reviewing results for quality issues, documenting findings, and improving standardized workflows in regulated laboratory operations. Completed focused training in SQL, databases, and Power BI and is prepared to contribute analytical rigor, business curiosity, and clear reporting in an entry-level data analyst role 0cAFcWeA7Eoqyoqagn2X6AVCgfOCfCekX1WRGH-ecsUpg4D5UuzT5gRiZ2Px4nh66DvfJDG3I1JoHd59ThiuFxKkhWZf3MYW7BNgTUZ6OC_G09AuvnY5TfPadvv48LMTHZQKnVUinkB1xQewyGm7pWZOz6trYUcDyP1A44qSUn10eDgHoWb6sp6lQDM7amLN28gLRatcytBciGlOuAuQBlzhkKkCu53vm4_u8fgNuWo-D02ncw79LTye_ijlh19NVb3fgS34rf6Mi6YpJ2k5E4KUv-KNWz9itgw8qeaR1NZKRMSQBB1O_vpg4cPpN8uxtOb3rLRSuPzc9-7wcOuxx69t-guefBpB4tI_EIlmSG-wvEiS4DcpUxMZBdO9XE6JxQQcWaiC14UH00i0ZP58OKH-g5v67YCqhDG1OhOxLBpVkIBDmQf-fVmtIXo22fG8LYFzmLnolSkUuk0077XIqVcObDoVDAWW6rE4oW9GueMw5u_ChnTcTYbTZ3P7AwIE1h44LV_u0I-dsM_KffY_obHnrNPIYhMuLIL-fD2jPMtSUP4ADtyWw5JjxLv_U_jDpySEdsvF2uGN-_zNjaipTtFbqCkrLOfuifsWTu0WZbeEirY79Z88DQUcoWWSawy3iAMTqt4_OgvsavSVlxydPrgRzH3-ECyjB4ATTNx1pdOPRm3QsB7PxVPmgk45TBJvubXinfIFKem4EFtdKAhuvMkUO8M4hfP-JOK99tWxPqow7dTbVqy-K61_edLDt43sOnnveU7UXFgfxwgUg14DTWO50nesDzITAGOq39mRB0oj4sfNSfbb4nQKvjBoVV9uP3Ao36ucmA61AcD2XJGLDg72xTiF4dPwjhjgzVBLxhuauPeigNsUp5HLHYLBOMvGaVHfZ9_P4P9F5Pj5MFjJ7_LZn5N4ObnvCRlwR7wrbep_7MM6MvlivygO3a_sbbD0cID8gtdvQ-h6IZtqT4BsKsS4Cl6PUVdaVl2oJa9kzIL4q1Ww2dKrT4nvj16lYa9Rlteza4v15bUZnVrS_qVuqusRvCTDnguLKFXvcaP-QRxYUq03oFsknsaAGe3VTvLTMf6WHW0sEEWpl66pSrcK6piOeUqTkjSo-ECrZIFWnqwUW1cQ-sHnZPVF3f-F6fOYxJbaDII_67iBHd-pCfOauf5QbP16f55ztrf5r2uOMohzzobl5xJge3LwxxNyAf9NaPIDzRoRileCgoUcOtVOF3vAbQOc58nhBJCL7HKFgMUMvyIiRQVz0Iresmv-2ura2GAhSfsJXgcWcOtQ6TjwHlyUOKg_rQhJx670Y7dlM4ODtcKumxflED6HGXd6Vhks417RsSfun_mPayrByBkvHQ1RLBGZN4Eh04OhAnQuY3CD-rwjdqxm2FGdmtVfI0xSwo82Y6JVwN22PZrCJI_czDU9sL1X1X4LjoexszWNJRXVCqv0D5xG7F-MmxjGfZoxbQGbpOTlMO2sNHAQ_cPu-c1zRcmObJt4IZRHbtJtEYvHMpcX2r2FXWb_HfwjZj1FhY6QaoewKxzxuVzR8sr0S9iKMf5hCi6rnmxSJg7CY_wj0nfXdH3nXLTKawciQBnVVjWTx-8Pkh_vvUY0wELY9rzbAxmIuo0VJwEz_1O8KwQETHTwPJP1-ufeqxPAjM6JVd0SDBknBo_8RQpyF6Akksj5M1ToZBUI1NzQs-017PfYbwfB5i9O46hg_wOWsTd2z6uxd9boXm-A5UeEDbxKym9i3THvHBLiZEMNJD4SOqXReni6S5MHsIbFHDPIWuObX8lSV7VnT5VbbiV2Z5Mi0uzzjVxmcH21I6Hx8y0s-Xq7tSpHz0L8K36fPr963FEcH17DG1S2fHaKNfWNVzLIaDNHnyBdOv0TvcxKRvdwJjCnUsCijFiaEy2CavJUZFYAndoWS0MUY_chLgS_NzF2yKkbDx4uNTYzq1prG6jX0bfgKnKC9K2eBVphNuk0TjVQo6By_nbPix1Cm2fA-oYVAXv1C1LmPJgoyZXr5mni4MP8AHz4CjEZAzsUnnep6ksjA7bW15bkYMooRo-QxrT7FR6qX8IfDoiAiUOFCkb8UOJ1mbOYTwHYi5sSfYVF7u2GGeE2UFEx8gxwB8nJPM8xJ38Kgbo9ngwtAYoYrzv6BcBy1YftlJoOu91ejtlVdJmWROcy581DYg0hlGvb_8GTAIJUm4tU6rWZAxXTL7SPkicN2dv8YQ1urSByYlQZvT8HD2pvtyUtOPBSFd_xjWIU4c89e1obzkBiDP-pdlY1Z-gaduJd3pu_3s3189By5S2Mj7OfI9z2s-qKuRy6XBj_VE6QEx9i5JjMBbe7UISXZHe-PaTnUFB9bD-H24G191KE5nKvxpzduK2OnE_NwT-6ZpHQYjmtjTKK6DNd7Sdw3quEJzgD1_pBcyaGp9P5H7R1_33xq-6aDinPNaM3QDQuf5UG58lzr24FEzVWnYIsgP9Cmp6q4zjDvMCWM3d1ByFXbnpQx5rw5ZYKuGzDLfPOP0cZrV_p1ITaqHpNTiMJzk5XwmLGcC6BW1LDMNE9gwmTHs9OsRNkk-lTiElBNp6fhW9Gtf248Mh4qGag 639 104.129.207.113 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/154.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 30, 2026 11:59 am 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

Brandon Ferguson bdonferguson@gmail.com 6784686602 Finding a New Position Data analyst transitioning from a quality-focused laboratory career, with hands-on experience using SQL and Power BI to examine relational data, identify trends, and communicate findings. Brings a proven record of maintaining accurate data, reviewing results for quality issues, documenting findings, and improving standardized workflows in regulated laboratory operations. Completed focused training in SQL, databases, and Power BI and is prepared to contribute analytical rigor, business curiosity, and clear reporting in an entry-level data analyst role. 0cAFcWeA424b0kjFG7N2_WKZVY8ZIQ_h9xtyzJBcrhverMheXXfyiuuNeV-YaXr8z3Gg6mHZ0dkoAlz_Z83t3w21DdZf28AhV3JEoJpx7zxiD817xB63l09KJKaiaJuOcRTW0TMgw8cU3ongAObf3lUEfMPnA8I_G9SKGm_NTUpMQdDZuKg6QKIXzaiEgj2hkF8OrSi1r31GE0_XBijR1Mqp5i9pJoYEpljTlSTKK4c_nP7hr2qNueXlDGMr7UOXRCVgt104qQs_gabsitt9cRRoLBGW-TeaaL6QN7BjUUrV7Wq44uVj7WttCkX2TMZ8rk33RsdOHztz-2MLtEW3kaN0-hePvFvrlAhIO9QI31-ovbayucJPvWTHucXQqMtpMGM5xJ0qRj1Xv__z0TaPG22IXysCPxw5Yd9nndQoYQYVS-4hmkOmvnVXfB3K2ey0vns7yx-icOUSm9Dvaq4G1an8EI8R4A0vqqM4PSFwGTWABsMGyg1Y3LHsmEvSLEHLBoerLRtTGj04iPq8Sei597nK3SQpLcxKJvkvVG1MpOvA1qfwvUr874gg8fdpmgwQjlBopUhnFZ-LTFy0S_SQJyUImQxsWnr9xjXGegUK_xPerdHJwXSGdG3KgMGBd86vbrUMs7Q2ERqqc8bspDXV0M-pzMYzd3zbkXWQ3WKzxBe2QPiPR1UCMd2eYScPV3VicP78gEscrgoeYiOm3FUgY94c2F7z4AE8EgGOV4o3Srmz2JdwBbGzyYVTzQMoAA3h3VveqrDfzID5UwjsF_Ya2mF2YrXmsWamgl30h5e2lKPJpNgy_OZLPndadW7eCytFPllj8cvetta9wem71s7nJCVTczzJ7xbTOiu0hi4AIlwVk5-NI70jKbEs-cR__FCEx6hGESx3znEYzWslD_dVDmpbO5GE6e2n71wxfxJSHOuQfPLAApWWzrqPPQeThEVhXKtYa2W7rqfzvDHr3aMD5B15ac9xInw_Uq8EWghtBVLfggQi0EVGlry6GWDTXzeln7HWPrymdLC1XLVpGJ-1dRk0S1irPXk6FdVmyprDPA3RD5s0tc1GsK8J__dH0o5rIgb4YNgySdHouLevAol61QJQDhZsvbGXhRZ5bqMf_oTwU5uLJBdW76GXh_pGLLqDNAVyU9aSNzv3Lkxokxmtw_XX2wR-8aBZNS1KavmRXpfWkav-wpQYaKoFWIa5iBSgV9x1kk5BhlvKvZPLU1d6U-rga8NZAMbqvMVz2mE_io9koxwAeeZKAZCJ9spW0j5V-mKq6Y_CdD9mJAkpsroDz4dGJnizAHIoZKsJsxu8yYucEFpDXyliLGgp_2_gLHn_x56hFqAkw3pJlH196CBUyglVPEg6BchzCPl2VExrBZNFJQdq9663APxxzJWKSYCfGGxnsNlqb4IlXHMt2TO9YnF7vV9Oz7lW_jSVMSQNGuymTsw-COx2s9tF_4JyOfDGNbI4GOlMkt5tWDdpOduwp-ErEoq4r7iq7b4biO7mmiALTz4KX0zDtDL-q-3OGYnq1l1rUi_tF2676mL8l8F65D_JdryShxp1GtGAoqdVhcL_MlAZy2f9TsRDHSZM6bmRcuzddOqijmiBS0CPK1edM4s5VGHwbXL0oBYT9Z40u5kFCgUa2njhhd3L8Brpp4uywf6_AD9lcl8i3-ljIDbatyc_eoyvSpbHpGms9PivjFxSQKxql7wQzEmohfo-USWWX1REariPX8_Gv0ZzzGBoGxPBV-z0ycrk8tEPeyF3xGg1NMUGADtoIU2Mea_uO8YpgtYKfhpWfsf8WYJE70j1RsuA20LA0cDwdmPclOCy1m_JE7qh4lDy_ec2XiEci9p3J5wRIuiTJCJjGA68xF5xc9giZE5ztyQhheVmvvTe6xPgHZVbOt57KkrGJX-ASsF62JiobRDYYuY5FEDWvi62aRJMAdXUl3l8ftL9hiAhqfaOYPMtzsjTspoM-fJTRhg7Wet3V5xLSCY1NJyOi-ywbTDRKM-96x7ns7dsU8vuyZ0rDgUvkzfGDNpACmBS-pXNe8fgObSQ_6Slf6gpXUzFilvE5CdrqgPY259nOOW8PFqhpf-SSkS6fzEZ6sOKJBYgsv6zhqNYaFx8LLXrt-N7G4HvbLlgoZhUVt48tfnKIUgylmyJJXQnoLAw4BGve0BkUaHJVAwEoe_m51cpB77_AozmLvK-19UqugbrQsaowQWBZCg6Us0cgX3_aIneFuAQzpH64D00YdusjQUprUv5-0TukBfGDkbosCge0JtWXV2T6zMX_nijP0glTZ6Z8FE0_rZITxSk6ik4y1WuijdtPI_DS58M7juDhgNtS_-M7hRVZmdOqkYycSjn4rmc7mwe2k32kq1NKyTv7HlIyxUgdrMrlAn96Orh3wcEp1AdwZ_XsCEBfYqiKL6jAWfP6zhH8XU5optMerEmWljYEZSws6rNbal3yIhMPitGWlZLPRLbmleM9yXPeOWY9S1Lu24w5MtSalCD-EK3gX1LBhqJnKsjsm7V6Zltl5DYb0-24u4piMrB9R3pXzAhKNBln6MFsAqKxoOGAPRkejeOCL6zPCZqzcwzTdUCbm_UwmmHKa8XGo2lpDkEaGYGw 640 104.129.207.113 Mozilla/5.0 (Windows NT 10.0; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/154.0.0.0 Safari/537.36 https://bullcitytalent.com/contact-us/ September 30, 2026 5:20 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

KEY TAKEAWAYS

Waiting until individual projects require connections can create fragmented architectures and technical debt.

Reusable APIs and common integration patterns can reduce duplication and simplify future change.

Older applications, inconsistent data, customizations, and undocumented dependencies can make apparently simple integrations difficult.

Unknown APIs, excessive access, and inconsistent controls can expand the attack surface.

AI agents and automation are becoming API consumers alongside traditional applications and people.

Integration can enable transformation, but it can also constrain it. A 2025 Connectivity Benchmark Report, based on 1,050 IT leaders globally, found that 83% say integration challenges are slowing digital transformation efforts. Organizations reported operating an average of 897 applications, yet only 2% had successfully integrated more than half of them. For business and technology leaders, overcoming API integration challenges requires creating an integration environment that can remain secure, manageable, and scalable as transformation continues.

COMMON API INTEGRATION CHALLENGES

Connecting Modern Technology to Legacy Systems

Digital transformation rarely starts with a clean technology landscape. Organizations may have decades of ERP applications and databases, along with custom applications and middleware. Acquired systems and point-to-point connections can add further complexity, while some legacy systems may lack modern APIs entirely. The challenge here is connecting a new cloud application without creating another layer of complexity. Research found that 95% of IT leaders encounter difficulties connecting AI with existing systems, illustrating how legacy integration issues can directly constrain newer transformation initiatives. Before building another connection, understand what already exists. Which systems exchange information? Which APIs and interfaces are already available? Where is data duplicated? Which integrations are business-critical? Which connections are candidates for retirement? That inventory can prevent transformation teams from solving the same integration problem multiple times.

Too Many Point-to-Point Integrations

Point-to-point connections can be appealing because they solve an immediate problem. Application A needs information from Application B, so the team connects them. Repeat that process across hundreds of applications, however, and the organization can create an increasingly difficult web of dependencies. When one application changes, multiple integrations may need modification. When a new application needs the same information, another custom connection gets built. A more scalable approach emphasizes reusable APIs and standardized integration patterns. Instead of asking, “How do we connect these two systems?”, teams can ask: “What business capability or data should we make reusable across the enterprise?” That shift can help teams reuse existing integration capabilities instead of rebuilding similar connections for each project.

Poor Documentation and Collaboration

An API isn't particularly reusable if nobody knows it exists or understands how to use it. In fact, a 2025 State of the API Report, based on more than 5,700 developers and architects, as well as executives, found that 93% of teams experience challenges with API collaboration, contributing to duplicated work, delays, and reduced quality. Organizations need clear ownership and discoverability. Developers should be able to determine what APIs exist, what they do, how they're authenticated, which data they provide, who owns them, and whether they're approved for reuse. Good documentation shouldn't depend on finding the person who originally built the integration.

Securing a Growing API Landscape

Every API can potentially expose data or functionality, making visibility essential. Surprisingly, a 2025 API Blindspots and Breakthroughs report, based on a survey of 300 CISOs, found that only 19% had complete visibility into all APIs across their organization, while 90% couldn't confirm that their environments were free of unknown or unmanaged APIs. Organizations should maintain an accurate API inventory and establish clear authentication and authorization controls. Sensitive data should be protected through appropriate access controls, while monitoring and lifecycle management help teams identify issues as APIs change. Security should also begin during design rather than becoming a review immediately before deployment.

Designing APIs for AI and Automation

API strategy is becoming even more important as AI changes who—or what—consumes APIs. Applications and developers are no longer the only consumers. AI agents may increasingly use APIs to retrieve information and perform actions across enterprise systems. Research found that 89% of developers use AI, but only 24% are designing APIs for AI agents. Meanwhile, 51% identify unauthorized agent access as a top security concern. That gap suggests organizations should think beyond today's integration requirements. Can an API be easily discovered and understood? Are permissions sufficiently granular? Is its behavior predictable? Can automated consumers access only the information and actions they're authorized to use? APIs built today may become part of tomorrow's AI architecture.

OVERCOMING API INTEGRATION CHALLENGES

Treating each integration as an isolated technical requirement can create problems as transformation continues. Digital transformation continuously introduces new systems and data sources. New partners and channels create additional connections, while automation and AI agents introduce new API consumers. Building individual connections without an enterprise integration strategy may solve today's problems while making tomorrow's transformation harder. A more sustainable approach starts with understanding the existing integration landscape before adding new connections. Organizations can then prioritize reusable APIs where they make sense and make those APIs easier to discover. Security should be incorporated throughout the API lifecycle, while design decisions should account for future consumers as well as current requirements.

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A critical position opens, the requisition is approved, recruiting begins, and then progress slows... Hiring managers can't agree on requirements. Interviews take weeks to schedule. Strong candidates disappear during the process. Another stakeholder gets added to the decision. An offer finally goes out, but the candidate has already accepted somewhere else. These problems can easily be blamed on a difficult talent market. Sometimes, however, the biggest obstacle is the hiring process itself.

KEY TAKEAWAYS

Candidate scarcity may be real, but internal delays can make hiring significantly more difficult.

Misalignment over skills, experience, compensation, or responsibilities creates rework later.

Every additional interview round adds scheduling time and another opportunity for candidates to disengage.

Recruiting slows when too many stakeholders have informal veto power.

A long process with slow communication and unclear timelines can cost organizations qualified candidates.

Overall time-to-hire is useful, but stage-level data can reveal the specific bottleneck that needs attention.

When tech talent is difficult to find, avoidable IT hiring bottlenecks become even more costly. Organizations can't control every labor-market condition, but they can control whether their own recruiting process makes a difficult search harder.

COMMON IT HIRING BOTTLENECKS

The Role Isn't Clearly Defined

One of the earliest hiring bottlenecks can appear before the position is even posted. Let's say a hiring manager requests a candidate with a long list of required capabilities, but stakeholders have different ideas about which qualifications actually matter, or compensation doesn't align with the experience being requested. Recruiting against unclear requirements creates wasted effort. Before launching the search, agree on what the person actually needs to accomplish. Which skills are essential on day one? Which can be learned? What experience is genuinely required? What would make someone successful after six or twelve months? Reducing an unrealistic list of requirements doesn't mean lowering standards, but rather focusing those standards on the capabilities that affect performance.

Too Many People Are Involved

Collaboration can improve hiring decisions, but too much collaboration can paralyze them. A candidate may interview with the hiring manager, future peers, leadership, HR, and several cross-functional stakeholders—each providing feedback and potentially requesting another conversation. But the result is a process in which everyone participates, and nobody clearly owns the decision. Instead, define who needs to interview, who should provide input, and who has actual decision authority. Not everyone who will interact with the new employee needs a separate interview.

The Interview Process is Longer Than It Needs to Be

Organizations sometimes add interviews because they want greater certainty, but another interview doesn't automatically produce a better decision. Consider what each stage is intended to evaluate. If three interviews assess essentially the same things, consolidate them. If an assessment isn't influencing decisions, reconsider why candidates are completing it. Structured interviews can also help teams gather the information they need more efficiently by giving interviewers defined areas to evaluate rather than asking everyone to independently determine whether they “liked” the candidate.

No One Measures Where the Process is Breaking

While time-to-hire tells you that recruiting is slow, it doesn't necessarily tell you why. Split the process into stages. Consider: How long does requisition approval take? How quickly are candidates reviewed? How many days pass between screening and interview? How long does interview feedback take? What percentage of offers are accepted? Then look for patterns. If candidates consistently spend twelve days waiting for an interview, sourcing isn't the bottleneck. If interviews happen quickly but offers repeatedly require another week, recruiting isn't the bottleneck either. Measure the constraint you actually need to fix.

THE BEST PROCESS REMOVES UNNECESSARY FRICTION

Some IT hiring bottlenecks are unavoidable. Specialized positions may take longer to fill. Leadership roles may require additional evaluation. Background checks and compliance requirements can create legitimate steps. The objective isn't to make every hire as fast as possible. It's to distinguish between time that improves the hiring decision and time that simply delays it. Organizations that do that well create a better experience for everyone involved. In a talent market where many employers are already struggling to find the people they need, removing unnecessary friction is one variable organizations can directly control.

SAP recruiting can easily become transactional. Say a project needs an SAP Finance specialist. A recruiter finds candidates, conducts interviews, fills the position, and moves on. That approach may solve today's need, but it overlooks the longer-term value of the candidate relationship. SAP professionals often possess a combination of functional, technical, industry, and transformation experience that take years to develop. The person who isn't right for today's role may be an excellent fit for another project six months from now, making SAP candidate relationships an important part of long-term talent strategy.

KEY TAKEAWAYS

Treat candidates as relationships, not requisitions. The right person for tomorrow's project may not fit today's opening.

Personalize outreach. SAP candidates are more likely to engage when recruiters show they understand the candidate’s specific experience.

Be transparent about the opportunity. Share the project's scope and expectations, including its timeline and potential challenges.

Communicate throughout the process. Silence can damage candidate trust even when a hiring decision is simply delayed.

Stay connected with strong candidates. Previous finalists and contractors can become valuable sources of talent for future needs.

A 2025 report found that while only 42% of workers report actively looking for a new job, 85% were open to a new role, meaning some of the strongest candidates may not be actively applying at all. Building relationships before a requisition becomes urgent can give organizations access to a much broader talent pool.

5 WAYS TO BUILD BETTER SAP CANDIDATE RELATIONSHIPS

Start the Relationship Before the Interview

A candidate's first interaction with an organization often happens through recruiter outreach. Generic messages can signal that the recruiter hasn't actually reviewed the person's background, or worse, an opportunity that clearly doesn't match the candidate's experience can make future messages easier to ignore. Instead, show that you understand their experience. Two people with “SAP consultant” on their profiles may have completely different capabilities. One may specialize in SAP S/4HANA transformations, while another focuses on SAP EWM or SAP BTP integration. Effective outreach should demonstrate that distinction. Explain why the person's particular background appears relevant and provide enough information for them to determine whether a conversation is worthwhile.

Understand What Candidates Want

Recruiting conversations often focus heavily on what the organization needs. A better conversation also asks what matters to the candidate. Are they looking for a major implementation rather than another support role? Do they want exposure to SAP S/4HANA Cloud? Are they interested in leadership? Do they prefer contract work? A 2025 Tech Salary Report reinforced that technology professionals consider factors beyond compensation, including work flexibility, benefits, and opportunities to develop their skills. Understanding those priorities makes it easier to determine whether today's opportunity fits—and makes future outreach more relevant if it doesn't.

Be Transparent

It's also important to be transparent about the details. Give context: Is this a greenfield implementation or a conversion? Which phase is the project in? What modules are in scope? What would this person own? What is the expected duration? What challenges is the team facing? If the project is behind schedule, explain that. If the organization needs someone to stabilize a challenging workstream, say so. For some experienced candidates, solving a difficult problem may actually make the opportunity more attractive. What damages trust is discovering major details late in the interview process or after joining the project.

Communicate Often

One of the simplest ways to strengthen SAP candidate relationships is to keep people informed. If a hiring decision is delayed because a stakeholder is unavailable or project funding is being finalized, tell them. A brief message saying the process remains active is better than silence. Specialized SAP candidates may be interviewing elsewhere or considering a contract extension simultaneously. Tell candidates upfront how many conversations to expect, who they'll meet, whether an assessment is required, and when the organization hopes to make a decision. If multiple stakeholders need to participate, combine conversations where practical rather than automatically adding another interview round.

Don't Forget Contract Talent

Relationship building shouldn't stop with permanent candidates. Contractors can be particularly valuable members of an SAP talent network because project-based work naturally creates opportunities to reconnect. A contractor who performs well on one project may be an excellent resource for another or may know another SAP professional with exactly the expertise you need.

BUILD RELATIONSHIPS BEFORE THE NEED IS URGENT

The worst time to start building an SAP talent network is when a project suddenly needs someone in three weeks. Strong SAP candidate relationships develop over time. And that doesn't require contacting people constantly. Occasional, relevant communication can be far more effective than frequent automated outreach. Organizations that treat every candidate solely as an applicant for a current opening repeatedly start their searches from zero, whereas organizations that invest in relationships build a network of professionals they already know and who already know them. When the next critical talent need emerges, that relationship can make the next conversation much easier to start.

Contact the BCTG team to learn more about our pre-vetted network of SAP professionals.

Catherine Lowry catherine@toptalentvas.com (909) 310-2701 Finding Talent Hi, this is Catherine with Top Talent VAs. Quick question, are you currently looking for help with admin, follow-up, CRM work, or automating parts of your business? If so, reply YES and I’ll send over the details. Reply STOP to opt out. 0cAFcWeA5inwdqOmLjeu4jeyQYFQ-zjQXdrB1SlXHhMKPu_Awzs4HchA1CJheuqiptGojpAHtt1p-49pYOHxMxE_SSziVPZCWCLR1oMhZgqLivnb-7-_xuiibhUE9KsBeEsewfFpfhvc1sbkkZd1OjkHMQSJXrQ7Du9uK8cZdTzeD3z_R1tc5pif4pvZGk-De9uhNjcVq6hPGIP1mQQVRj4bSuWvFRTqzFVN326t7_AGSIe6yGwx3Fx8cIT_CXW4QaVlesK0b2iQbcvAF1kaYXWdDzU5XZf6dRXT3Fhe28caP9hbtO5hiP672pkhGMSu_FP9RuAcQoi0s1OLduWGSFYTaY27y-put_FHJWjn_rEFcJm-8kTFB7a6bQ-mZXLwIHXD-VLN3ooRdYhCMsUqkGfIUYrnSgBC4RIOzeGMPesMlJ_mGLlcpqJYSvBSnnT1Jtgckz0RCd6DwQqsICO0p8wouFipbov0z8fQ7cTBA8bFZjQGWj_EvXRF3ryCJu8kdZB4yXazm7LMrS8b0KUMmFDrMczJRZo-JCuZ-Dyta7Vw-MLSCnBdvDaduu8Zsmqpy9N3XVf-TTUJ0-bMnxrbRFEYuAhxD69-aDt_73hIBBrX-lr6Wnc2hLIb11pLRi8jK06k6gDTqrB2rIiB6DZHbzyt3-yZHra4TbHHILMQm0ezkYquII5RtjFm2hLBac5O9iUKVtouy6q63tZnSnGpT4_hwDd6nhYq9CYh-BOMc2sf7XeZx0CAHfkMm0NEUf8GR4xSYqZLYuTMAqKI1Ykkb3NqYX0_UFFh4GiLcCKjiaw999Vz6Kownj-TmGYKComscf-8YCPzX0Yp4TRfZoFDbZiKx3z_4I0e8Qk0DSnHM8hoGnGmapHM6uLvifpZNELxAKtp1LKmy7tsnhzjEJPwfANhSWpnUkNIkD1UeVzVkq6M5-pwB9raobTFTbjwavL43bNdRC37iAnYtuS2nXpAJX1fB_h_kKVh8yrtN0JouDeeEUHZLziUMj2Rf6hgkr6CMuXdZDxUtDUxOOnZyfNj4IjwM2bc40_uEEKcscIeyX396pyUDGQzBqWZOQl7SorbsabBNhDF8lc3P12etMZ72qdhIOl-fzUOdu3tWFthQgEA_l8lkGPA1irOYxCvYjiJz9azHcs0xSMtezAaPLKI9ufyw1pmqkwu1ULt8eiXOdzzqpiHM0bw0Hg1EaaN0rg6y8oMd7CvRRWT960mgY95CohtJ5xQ-VYJhfACbGb-_T6SjIlfFRUp2wLwCqvb_sMPkceMjAii_vaH1oU2petzaI41VrfGVo_pdS4CKtIfnXR85KqN7pBxcz50fM5-Dei6hJV5vI3d4UszBG8Y7hOUh7kPDF5mmQanUd1ehVCj3jmR9ydYK-zDQ1FJlnruCOaYD4K2_7OmlwNl6Y1-v-v0fcTXX4C4o94mTB6doI4_mC8q65YrLkY3L_OSOqOWuRvGvKLKW_huuF0vFciFpxo50FGmbW1P6LjpexSUrLwr8P43pL9HNliGPIZe-Z2zZ2RbDqtR7XXPjS05i9I5Agi8t0inGk7Cj3SediQpoy4mNaJ5jn-d9vGTZ35j4Yb1KU1bEeUtjTXxrnNNs57LY9EWNC7HR5mzI3THn0dPvXHJurRdeGwEcDeqWdmU6X4V4a3gYfZbPxRZschUDeN0RKL933gI1NMPOepX6T-pfeR-WEZ7Fhrr-n9WAjFWRo69DOQjy7wkRWfS_GVZlNUE0Gy-mXSzDnlMOu08e2JM9kOppZbcWdsrVYuwYh3Xnzik6aK2jZzccis_FUvdPsjgspb5dFyESv5HbcmCeVGtthq1khihVHEWEtLemrc6C8M21ByBIMYU-lVj6-A9E9khzfPJanFu5kG6ZW_817Hs2dAsdfunjmFlGQAm-j8--QAx2NEWhcWcDk2o8XL-sKjvELOFs41aAoI2H4tcQe_XQ_tau7QM3WcYS5hAsCv72Cwl4FiHCNUMLxofnxzDWAG7sv1ktGa9RJ8FWqHdiI0oEVeb8eIX0YIDANmqe27WnWHv912mq2-Zs6xJogpONPQqH5FEt2Q85m9YUVdOjgUB6I4spqd-YKDYnnGLIlypiAmGX70MSahOVp0Flk4JMbMfMjQ1H66azII5sg3a0BCsKYiISAnDxCtC3p7AhF5aTTpUPjKyM5d5TGapiX7kn5SgZ7fLjxZlVUW-YDZrOVgAp2CS5ncFDIpfU6cpyZERvhQco47crS-TDUx6Pcd1DaMwxlBOGRJKAZeOFa4X9OgpSOm5Mk-KrKprdNpx1cbMXFGstyXLHoNMKxX7e9klpQhBoKSGuD0QfZg51s1ytKLNoDXts9A0KMhvFJdL3qpU-ficBk7FiVKkLI0GjVdmg428T3xiNZe-kX8QKQjaggYt5i-OwtHWFu6P6YJdTVaUB6DTEMrPuNes9tjZUGLal4KydymPubgaAuV4ELnigLNLDP99USqkHoEGEHzGk7GcNZEZlHSR9ZsnN5WACgp5VV6Ql1Kf8-M12C4LBAPkrgkYfE-dEAC56ugrXeE8ldVFnnU9tXunK6JZpuj08QP_5S3JYAk6acy3LbB06KhtZrQV0tDDAB0RUhihe5nRjp3j6U71T4d9ZeGIwaiFOttT2jQ531oZW4rU6cx1TIDrPvLYK0jVipaq2HlDo0yMS5SS228twCIjxcsmnUmGQetRlm 641 172.84.103.119 Mozilla/5.0 (Linux; Android 10; K) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/135.0.0.0 Mobile Safari/537.36 https://bullcitytalent.com/contact-us/ October 2, 2026 4:14 pm 1065 contact-us Contact Us https://bullcitytalent.com/contact-us/ Kyle kylem@bullcitytalent.com BCTG Bull City Talent Group https://bullcitytalent.com kylem@bullcitytalent.com

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Almost 20 years of experience in SAP S4HANA 1709, ECC & R/3 implementation in solution design. Involved in BPR, Design, Process Mapping, configuration, testing, analysis, go-live, user training, and post-implementation support.

Worked as a Solution Architect & Subject Matter Expert in SAP SD (OTC/ QTC), MM (PTP), Logistics Execution (LE), and Aftermarket/ Service Management (SM/ CS). Additional Experience in SAP S4 HANA 1709, Vistex, Hybris, SCM, 3PL, IM, TM, PP, FI, WM, GTS and Data Migration.

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