“WHAT REALLY SEPARATES AN SAP ROCKSTAR FROM THE REST?” …and how do I avoid a costly mis-hire?”

“HOW DO I KNOW WHERE TO LOOK FOR AN SAP ROCKSTAR?” …if they avoid job-boards like the plague?

“HOW DO I ATTRACT THOSE SAP ROCKSTARS TO MY TEAM” …without having to pay an arm and a leg?

and finally

“HOW DO I ENSURE I RETAIN THE SAP ROCKSTARS I HIRE?” …while making sure they hit their performance benchmarks?

This is a puzzle that has vexed CIO’s, IT Executives, and Talent Acquisition Leaders for years in the SAP space. In an industry where:

• Recruiters routinely “keyword-match” resumes without fully vetting the actual candidate, so they win that elusive “HR-timestamp”
• Recruiters copy and paste your job postings to the same job-boards you’re on, banking on ‘information-asymmetry:’ tagging the candidate as theirs before they apply directly to you
• Recruiters are incentivized to send your best candidates to all of your competitors in an effort to maximize their odds of making a placement
• Recruiters represent their candidate’s interests only, as they know that if their candidate doesn’t get hired, they ended up working for free on your search

…it really comes does to the one “Million Dollar” question that really matters:

“HOW CAN I FIND AN EXPERT THAT CAN CONSISTENTLY PIPELINE SAP ROCKSTARS TO MY TEAM?” …and how can I tell the difference?”

Well, you’ve found one. We’ve got you covered.

But if you want to read more about how to properly vet a search firm: check out our article that shows you exactly who to do just that:

Hiring Executives: How To Pick A Rockstar Recruiter From The ‘Wannabees’​