SAP talent is in short supply, and the clock is ticking. As the 2027 deadline to migrate from ECC to SAP S/4HANA looms, businesses across Germany and the Netherlands are working against the clock to secure the talent needed to meet delivery targets. Demand for experienced SAP professionals is outpacing supply, and hiring delays are already disrupting project timelines.
This blog is here to help. Whether you're leading a digital transformation, managing an SAP migration, or overseeing a global ERP rollout, we’ll guide you through:
- The reasons behind the SAP recruitment crunch
- Which SAP roles and skills are most in demand in 2025
- How to improve your hiring approach and avoid common pitfalls
- Flexible strategies like contract hiring and remote sourcing
- How to build a strong and future-ready SAP talent pipeline
At Amoria Bond, we’ve supported some of the most complex SAP programmes across Europe, connecting transformation leaders with highly specialised talent. In this blog, we’ll share advice on how to get ahead in an intensely competitive market.
Why the SAP Talent Shortage Matters
There’s a clear and urgent challenge facing organisations in 2025. Across Germany and the Netherlands, the SAP talent pool is shrinking at the same time businesses are under pressure to deliver complex S/4HANA migrations.
SAP has confirmed that mainstream support for ECC ends in 2027. For companies that haven’t started or are still midway through their migration, that deadline is shaping hiring calendars. Delays in finding the right talent ripple out and impact timelines, budgets and performance.
Here’s what we’re seeing on the ground:
- Implementation delays and failed rollouts when teams are underqualified or overstretched
- Missed milestones and prolonged go-lives
- Higher consultancy bills to fill gaps
- Internal teams under strain and business disruption
Germany is particularly exposed. With one of Europe’s largest ECC installations, it's facing rising retirement rates among senior SAP consultants and a lack of fresh talent stepping in. By one estimate, Europe faces a shortage of around 100,000 SAP consultants to support S/4HANA and cloud migrations.
That shortage comes on top of broader labour issues: Europe’s ageing population and low birth rates are already creating a skills squeeze . Germany has flagged labour shortages as a serious economic risk, with nearly 40% of businesses reporting a lack of qualified workers.
Faster hiring is also crucial. The best SAP talent moves quickly, often choosing employers offering flexibility, rapid recruitment, clear growth paths, and strong workplace culture.
As a result, companies need to treat hiring SAP experts as a strategic priority. Just as you wouldn’t choose your tech stack without due diligence, you shouldn’t leave talent acquisition to chance.
To avoid disruption and drive outcomes, sourcing and securing the right SAP recruitment support should be built into the programme from day one.
Understanding the SAP talent market
To solve a hiring challenge, you first need to understand what’s happening. The SAP talent market in 2025 is being shaped by strong demand, the need for complex skills, and limited local availability.
Let’s start with the roles most sought after by hiring managers:
- SAP S/4HANA migration consultants
- SAP Basis engineers
- SAP analysts and functional consultants
- Technical experts in FICO, MM, SD, and SuccessFactors
There's also growing demand for niche capabilities, including:
- SAP Activate methodology
- ABAP development and debugging
- Data migration and validation
- Integration architecture and middleware
The qualifications that set top candidates apart include certifications in SAP S/4HANA, project delivery experience, and cross-functional knowledge of finance, logistics, or HR systems. However, there simply aren’t enough professionals who tick all the boxes.
Here’s where the pressure builds:
- Limited local talent: Many organisations are fishing in the same shallow pool
- Lengthy hiring timelines: Some roles take months to fill
- Bidding wars: High-calibre candidates often field multiple offers
The result? A fiercely competitive market where securing skilled SAP professionals can make or break your delivery roadmap.
The best-performing businesses we work with are planning around this. This involves forecasting talent needs ahead of project phases, engaging with specialist SAP recruitment agencies, and identifying where the next wave of skilled candidates will originate.
Understanding the market is step one. Step two? Build a hiring strategy that gives you an advantage.
Best practices for SAP recruitment
To compete for high-quality SAP talent, companies must refine their approach to defining roles, sourcing candidates, and managing the hiring process. Here’s how to build an approach that works:
Clearly Define Your Needs
Generic job specs don’t work. Employers must align each SAP job description with:
- The specific modules and systems involved
- Project phase and timeline
- Required certifications, tools, and work arrangements
Define your requirements clearly. For example, if you need an SAP FICO consultant for a six-month rollout in Frankfurt with hybrid working, state that upfront.
Partner with Specialist SAP Recruitment Agencies
Specialist SAP recruitment agencies like Amoria Bond have extensive candidate networks, sector knowledge, and delivery models suited to both contract and permanent hires.
By tapping into these networks, you:
- Access hidden talent pools
- Shorten your time-to-hire
- Gain expert advice on rate benchmarks and market availability
- Leverage talent pools proactively
Don’t wait for the need to become urgent. Build relationships now through:
- SAP conferences and user groups
- LinkedIn specialist forums
- Referrals from former SAP programme staff
Creating and maintaining a bench of pre-qualified SAP professionals reduces downtime and improves agility when the next demand spike hits.
Consider Alternative Hiring Strategies
When timelines are tight and local talent is scarce, companies need to broaden their thinking around how they source and structure their SAP jobs.
Upskilling and Internal Training
Upskilling existing employees can be a cost-effective and strategic way to meet future SAP needs. Investing in upskilling programmes can be a smart long-term move, particularly for organisations undergoing multiple transformation projects.
- Identify tech-savvy employees in adjacent teams
- Fund SAP module certifications (e.g. S/4HANA Finance or Logistics)
- Pair trainees with experienced SAP consultants for mentoring
While internal development takes time, it’s a cost-effective way to build loyalty, reduce turnover, and futureproof your SAP delivery capabilities.
Utilise Freelancers and Contract Workers
When project phases peak or urgent fixes are needed, hiring SAP experts on a freelance or contract basis offers flexibility. This is particularly effective for:
- Migration projects with clear start/end dates
- Upgrades or customisations
- Filling niche technical gaps (e.g. ABAP, Basis)
Working with a trusted SAP recruitment agency can speed up access to qualified freelancers who are pre-vetted and ready to go.
Explore Talent from Emerging Markets
Local hiring markets are tightening across Europe. Skilled SAP professionals are also available through remote or relocation-ready talent pools. Countries like India, South Africa, and Eastern Europe are producing large numbers of SAP-certified consultants who work remotely or relocate for key projects.
Consider:
- Setting up remote SAP support hubs
- Using time-zone compatible offshore teams for extended delivery hours
- Recruiting English-speaking talent with prior global project experience
With remote work now embedded in many IT delivery models, geographic flexibility can significantly expand your SAP talent options. By mixing in-house development, agile contracting, and global sourcing, companies can build more resilient and responsive SAP teams.
Building a Long-Term SAP Talent Pipeline
Solving today’s challenges is vital, but the smartest companies are also looking ahead. If you want to reduce your reliance on reactive hiring, it might be time to invest in a long-term SAP recruitment strategy.
Partner with Universities and Training Providers
Future SAP talent is being shaped in classrooms and training labs right now. By building relationships with universities and colleges that offer SAP-aligned programmes, companies can:
- Secure early access to emerging talent
- Offer internships or placements tailored to real-world SAP projects
- Help shape curricula to reflect real industry needs
Develop Graduate Schemes and Internal Programmes
Structured onboarding for graduates is often overlooked in the world of enterprise IT. But given the complex nature of SAP jobs, an internal academy or graduate scheme can be a powerful differentiator and help you with:
- Building multi-month programmes that rotate grads through key modules
- Pairing junior talent with experienced SAP leads
- Offering clear routes to certification and career progression
Promote Your Employer Value Proposition (EVP)
In a tight market, people are assessing culture, career development, work-life balance, and of course, salary. Make sure your EVP is visible and attractive to experienced and emerging SAP professionals. You can strengthen your EVP by:
- Highlighting real stories of career growth and internal promotions
- Showcasing team insights and project stories through your website, LinkedIn, or local tech events
- Offering flexible working models, structured development, and a supportive working environment
Your EVP isn’t just a branding exercise. It’s a key component in how you compete for and retain SAP expertise over the long haul.
SAP Recruitment FAQs
Below are some of the most common questions we hear from tech leaders and transformation leads when it comes to SAP hiring and talent attraction.
What is the SAP talent shortage, and why does it exist?
The SAP talent shortage refers to the imbalance between the number of SAP professionals available and the growing number of open roles, especially those tied to S/4HANA migrations. The gap is being driven by three main factors:
- A surge in SAP S/4HANA projects ahead of the 2027 deadline
- A limited pool of experienced consultants with the right certifications
- Intense competition across sectors
What skills are most in demand for SAP jobs in 2025?
The most sought-after SAP skills right now include:
- S/4HANA implementation and configuration
- FICO, MM, and SD module expertise
- SAP Basis and infrastructure skills
- Data migration (LT, BODS) and integration know-how
Functional knowledge of end-to-end business processes
Project experience, adaptability, and strong communication skills remain critical differentiators.
What’s the best way to start a migration project with no internal SAP expertise?
Start by identifying your delivery timeline and resource needs. Then:
- Engage a trusted SAP recruitment agency to map out hiring requirements
- Consider a blend of contract and permanent hires to maximise flexibility
- Bring in senior consultants first to set up architecture and migration paths
- Plan for support roles (analysts, testers, change leads) early in the process
The right hiring partner will help you structure your SAP team in a way that aligns with your business goals, budget, and transformation pace.
How to Close Your SAP Talent Gap
The shortage of skilled SAP talent isn’t a temporary hiccup. It’s a structural challenge facing organisations across Europe and beyond. But it’s also a challenge that can be met with the right approach. Whether you’re about to kick off an S/4HANA migration or midway through an enterprise-wide rollout, your ability to deliver depends on the people driving it.
Here’s what matters most:
- Define your talent needs early and clearly
- Engage partners who understand SAP recruitment
- Stay open to flexible models that include contractors and emerging markets
- Invest in your EVP and long-term pipeline
If your business is ready to move faster, hire smarter, and build SAP teams that deliver, we’re here to help. Contact Amoria Bond’s expert team today.
Or visit our SAP Recruitment Services page to learn how we support clients across every stage of their transformation journey.