Urgent IT Staffing Requirement fulfilled by SBS within 15 days (60 skilled SAP-trained resources)
- The client was in the process of upgrading its worldwide accounting platform from SAP to S4 HANA
- It was a global project and required the involvement of highly skilled SAP professionals to manage the legacy system and migrate to the new system
- The client invited us to provide professional assistance in ramping up the team to manage the migration
- The client finalized two professional firms to meet the requirement of 120 technical staff for the S4 Hana Project
- We needed to provide 60 skilled SAP-trained resources within 15 days and onboard them to the project
Our client was undergoing a major global project to upgrade their accounting platform from SAP to S4 HANA. They needed top-tier SAP professionals to manage the legacy system and facilitate a seamless migration to the new system. Our team was invited to help ramp up their in-house team and support the migration process.
The client had already selected two professional firms to provide 120 technical staff for the S4 HANA project, and our team was tasked with complementing their efforts.
- Short lead time to onboard the resources
- Skill level requirement of the team
- Multiple screening and strict selection processes with employee background verification/document authentication
- Delays in hiring may create impact the client’s reputation globally as it would affect the rollout of the project
- Short Lead Time:
The client needed 60 skilled SAP-trained resources within 15 days, which was a tight timeframe for recruiting and onboarding.
- High Skill Level Requirements:
The resources needed to have a high level of skill to manage the legacy system and migrate to the new system, which made finding suitable candidates challenging.
- Strict Selection Processes:
There were multiple screening processes, including employee background verification and document authentication, which added to the challenge of finding suitable candidates.
- Reputation Impact:
Delays in hiring could negatively impact the client’s reputation globally and affect the rollout of the project.
- We formed a task force for various activities.
- Senior management commitment and involvement.
- Project flow chart.
- Division of responsibilities within the task forces.
- Continuous interaction with the client.
- Project monitoring at the highest level in the organization.
- Task Force Formation:
We formed a task force and divided responsibilities to meet the client’s requirements.
- Senior Management Commitment:
The senior management was committed and involved in the project to ensure success.
- Project Flow Chart:
We created a project flow chart for clear communication between teams and the client.
- Continuous Interaction:
Continuous interaction was maintained with the client to keep them informed of our progress.
- Project Monitoring:
We monitored the project at the highest level of the organization to ensure that we met the client’s requirements.
We could meet the client’s requirement of having a new working team of 60 skilled resources within the cutoff time of 15 days. The global project kick-started as planned. We received an overwhelming response from the client. This project was very challenging but the results brought us esteemed recognition in the industry.
We were able to meet the client's requirement of 60 skilled resources within the given timeframe, which allowed the global project to start as planned. The client was pleased with the results, and our efforts were recognized in the industry.