Reduce SAP hiring risk before it reaches delivery.
Independent technical validation for critical SAP roles —
when CVs and interviews are not enough.
When risk is lower or scale is required, structured evidence can support the decision —
the higher the risk, the more human judgment is involved.
THE PROBLEM
Most SAP hiring failures don’t start in delivery.
They start much earlier — with:
- impressive CVs
- confident interviews
- pressure to hire fast
What gets missed is how a person actually performs when:
- requirements are unclear
- stakeholders disagree
- delivery pressure increases
That gap is where false positives enter SAP projects —
and where escalations usually begin.
THE SOLUTION
I act as an independent SAP technical quality gate.
My role is simple:
to help decision-makers make defensible hiring and staffing decisions
before they become expensive delivery problems.
I am not involved in delivery.
I don’t sell staffing or resources.
I am paid to give an independent judgment —
including saying no when needed.
When risk is lower or scale is required, structured evidence can support the decision.
When risk is high, independent human judgment is required.
CORE SERVICES
Pre-Hire Technical Validation
Independent technical interview and assessment of a single candidate.
Outcome:
- clear hire / no-hire / conditional recommendation you can defend
- written summary for decision-makers
Typical use:
- senior SAP roles
- high delivery risk
- limited room for error
Shortlist Technical Validation
Technical comparison of multiple candidates against a clear technical bar.
Outcome:
- ranked shortlist
- defensible hiring decision
- reduced escalation risk
Typical use:
- conflicting internal opinions
- parallel hiring tasks
- previous mis-hires
Executive Decision Review
Independent review of a hiring or staffing decision before commitment.
Outcome:
- clarity for leadership
- confirmation or early correction
- confidence to proceed — or stop
Typical use:
- high-visibility roles
- critical SAP programs
- escalated situations
If you are unsure which option fits your situation,
the exploratory call helps determine the right level of validation.
FAQ
These answers are not meant to convince.
They are meant to clarify whether this approach fits your situation.
Is this recruiting or staffing?
No. I do not source candidates and I am not paid to fill roles.
My role is to reduce hiring and staffing decision risk before commitment.
Do you replace interviews or internal assessments?
No. Interviews provide signals.
I focus on independent judgment when signals are not enough to make a safe decision.
When does this approach not make sense?
If hiring speed matters more than hiring safely,
this approach is probably not the right fit.
Why are you independent from delivery and staffing?
Independence avoids conflicts of interest.
I am not incentivized to “close” a role or protect delivery decisions.
Can this scale across multiple roles or candidates?
In lower-risk situations, structured evidence may be sufficient.
As risk increases, independent human judgment becomes necessary.
Do you offer execution or recruiting support?
Only optionally, and only after technical validation.
Validation and execution are intentionally separated.
Not sure if this approach fits your situation?
A short exploratory call helps clarify decision risk and determine the right level of validation.
When This Makes Sense — And Why Independence Matters
WHEN THIS MAKES SENSE
My work is most relevant when:
- a wrong SAP decision would cost months, not days
- replacing a role later would be painful
- delivery credibility is at stake
- there has already been a mis-hire or escalation
If hiring fast matters more than hiring safely,
I am probably not the right fit.
WHY INDEPENDENT
no conflict of interest
- no delivery responsibility
- no pressure to “close” a role
I focus on decision quality, not execution volume.
After 26 years in SAP delivery — across implementations, transformations, and escalations – this is where I create the most defensible value.
OPTIONAL EXECUTION SUPPORT
Some clients ask for help implementing the validated decision
(e.g. sourcing or recruiting support).
This is optional and available only after technical validation,
and only for selected roles.
Validation and execution are intentionally separated to avoid conflicts of interest.
