Scope the work first.
We start with the process, ERP platform and programme stage, so the role reflects the capability you actually need.
Specialist transformation recruitment
One transformation.
The right people.
The whole way.
ERP transformation changes how a business works. We recruit the people who connect business processes, technology and delivery—from one critical specialist to a complete programme team.
Process-led. Engineer-founded. South African.
People + process + technology
Understand the businessProcess · Requirements · Context
Know the platformLegacy ERP · Target ERP
Deliver togetherBuild · Test · Go-live · Support
Make the right matchSpecialist skills. Shared purpose.
ERP talent across platforms
SAP / S/4HANASYSPROOracleMicrosoft Dynamics 365
The real recruitment challenge
Good CVs are a start.
A connected team goes further.
The gaps in an ERP programme often sit between roles: an unclear requirement, a missing data owner or a handover that leaves support guessing. Recruiting each vacancy in isolation can leave those gaps unresolved.
We scope recruitment around the work: what each person must deliver, the platform and process they need to understand, and the people who depend on their output. Your hiring team gains focused ERP sourcing capacity and clearer information for its decisions.
Look beyond the keywords.
We explore what candidates personally delivered, how they solved problems and where their experience still needs validation.
Give your team useful context.
Focused introductions make relevant strengths, open questions and practical availability easier to discuss.
Business understanding across platforms
Know what you’re leaving.
Understand what comes next.
Replacing an existing ERP or implementing one for the first time? We find the people who connect today’s operations with tomorrow’s solution.
The business as it runs today.
Legacy ERP specialists, process experts and operational SMEs who understand existing data, controls and undocumented workarounds.
Decide what moves.
Improve what should change.
Business analysts, architects and data professionals who map the future state, assess standard capability and translate the gaps.
The new ERP in real use.
Functional, technical and delivery specialists who configure, connect, validate and support the target platform.
Platform experience matters. So does understanding the process that must survive the move.
The people behind the programme
Talent for every stage.
Teams that work together.
Business analysis and architecture. ERP configuration and development. Data, integration, security, testing and delivery. We recruit across the lifecycle, including cutover, hypercare and operational support.
- 01 / AGREE THE DIRECTION
Define value & mobilise
Agree the business outcomes, scope, ownership and delivery approach before staffing the programme.
PEOPLE WE RECRUITTransformation leads · Programme managers · Enterprise architects · Business process leads · Industrial engineers
THEIR CONTRIBUTIONAn agreed direction, accountable owners and a team plan.
- 02 / SHAPE THE FUTURE STATE
Discover & design
Map current processes, challenge pain points and assess standard ERP capabilities. Turn justified gaps into clear requirements and an agreed future state.
PEOPLE WE RECRUITBusiness analysts · Domain process specialists · Solution architects · Functional leads
THEIR CONTRIBUTIONA shared process design and prioritised, traceable requirements.
- 03 / DELIVER WORKING CAPABILITY
Configure, build & connect
Configure standard capabilities first. Develop justified extensions, interfaces and migration routines iteratively, with early testing and business feedback.
PEOPLE WE RECRUITFunctional & technical consultants · ERP developers · Integration specialists · Data migration specialists · Data analysts · BI developers · Basis & cloud specialists
THEIR CONTRIBUTIONWorking increments linked to business needs.
- 04 / PROVE BUSINESS READINESS
Validate & prepare
Prove end-to-end processes, rehearse migration, resolve defects and prepare users and support teams. Assess business readiness as well as technical readiness.
PEOPLE WE RECRUITTest managers & analysts · SIT/UAT coordinators · Migration leads · Training & change specialists
THEIR CONTRIBUTIONTest evidence, reconciled data and a clear readiness decision.
- 05 / GO LIVE WITH CONTROL
Deploy & stabilise
Rehearse and execute cutover, coordinate go/no-go decisions and manage hypercare. Protect business continuity while the new ERP settles into live use.
PEOPLE WE RECRUITCutover managers · Hypercare leads · Deployment coordinators · Application support specialists
THEIR CONTRIBUTIONControlled go-live, visible issues and agreed stabilisation exit criteria.
- 06 / SUSTAIN THE VALUE
Operate & improve
Transfer knowledge and ownership, embed adoption and use operational insight to improve processes and track business value beyond go-live.
PEOPLE WE RECRUITService transition specialists · ERP support analysts · Super-user support · Data analysts · BI developers · Process improvement specialists
THEIR CONTRIBUTIONClear service ownership, sustained capability and measurable improvement.
Explore the specialist teams that work across these stages
The work runs across the stages
Parallel expertise.
Shared business outcomes.
Data, integration and testing start early. Governance, security and adoption continue through go-live and into operations. The mix and timing depend on your programme.
| SPECIALIST WORKSTREAM | Define | Design | Build | Validate | Deploy | Operate |
|---|---|---|---|---|---|---|
| Delivery & governanceProgramme managers · Delivery leads · PMO | Main period of activity in definition | Main period of activity in design | Main period of activity in build | Main period of activity in validation | Main period of activity in deployment | Ongoing involvement in operations |
| Change, training & adoptionChange leads · Training specialists · Business readiness leads | Ongoing involvement in definition | Main period of activity in design | Main period of activity in build | Main period of activity in validation | Main period of activity in deployment | Main period of activity in operations |
| Data & analyticsMigration leads · Data analysts & engineers · Power BI / Databricks specialists | Ongoing involvement in definition | Main period of activity in design | Main period of activity in build | Main period of activity in validation | Main period of activity in deployment | Main period of activity in operations |
| IntegrationIntegration architects · API, middleware & interface specialists | Early planning in definition | Main period of activity in design | Main period of activity in build | Main period of activity in validation | Main period of activity in deployment | Ongoing involvement in operations |
| Security & controlsERP security · ERP access management professionals · Segregation-of-duties specialists | Ongoing involvement in definition | Main period of activity in design | Main period of activity in build | Main period of activity in validation | Main period of activity in deployment | Main period of activity in operations |
| Testing & assuranceTest leads · ERP/system analysts · Performance & regression specialists | Ongoing involvement in definition | Ongoing involvement in design | Main period of activity in build | Main period of activity in validation | Main period of activity in deployment | Ongoing involvement in operations |
Read across each row to see how a team’s involvement changes. Darker bars show the stages where that team is most active; lighter bars show planning or ongoing involvement.
Early planningOngoing involvementMain period of activity
Recruitment shaped around your programmeThe right specialists.
Discuss your team plan The right specialists.
A clear place in the team.
We help scope and recruit the roles you need, including the interfaces between them. Your organisation and delivery partners retain programme management, design decisions and implementation accountability.
What connects the team?
The thread is the business need.
The people keep it connected.
Take a blocked customer order. Resolving it involves more than one system or specialist. The same business need must stay clear as it moves from process design to configuration, testing and live support.
ILLUSTRATIVE EXAMPLE · ORDER-TO-CASH · NOT A CLIENT CASE STUDY
BUSINESS NEEDFewer avoidable order blocksA clear process and accountable owner.
→CONNECTED DELIVERYThe right rules, data and controlsBuilt, integrated, tested and understood by users.
→LIVE BUSINESS OUTCOMEOrders move with confidenceSupported operations and measurable improvement.
Follow the requirement through the team
Business outcome
Reduce avoidable credit blocks on customer orders. Agree a baseline, a target and a business owner.
Business process lead + analystProcess & requirement
Define who can release a blocked order, under what conditions, with which approvals and audit evidence.
Business analyst + solution architectSolution & trusted data
Configure the control and access roles. Connect relevant systems and validate customer and credit data.
Functional + integration + data + security specialistsTest & readiness evidence
Test authorised release, rejected release, exception paths and end-to-end fulfilment with business users.
Test lead + UAT users + change leadGo-live & operational ownership
Rehearse cutover, train users and equip hypercare and support teams with ownership and escalation paths.
Cutover + training + hypercare + supportAdoption & business value
Monitor blocked-order causes, control exceptions and user adoption. Compare results with the agreed baseline.
Process owner + analytics + improvement specialistsThe recruitment value: assess how a candidate carries the business requirement through their work, works with adjacent specialists and leaves a usable handover—not just whether their CV lists the right system.
How we assess the fit
A useful introduction.
More than a forwarded CV.
We explore the work that matters for the role—a process, a data load, an integration or a test cycle. You receive relevant context and open questions, with deeper client or specialist assessment agreed where needed.
Define the contribution.
Agree the stage, workstream, expected outputs and adjacent roles. Establish which skills and experience must be evidenced.
Examine real experience.
Ask what the candidate personally delivered, which decisions they made and how they handled exceptions, controls and handovers.
Match depth to the role.
Agree discipline-specific checks with the hiring team. Identify where a client technical interview or specialist assessment is needed.
Make the evidence clear.
Present relevant experience, practical availability and open questions. Distinguish demonstrated strengths from areas still to validate.
Illustrative introduction noteFormat example only · Not a real candidate or placement
ERP functional consultant · Order-to-cash
Relevant contributionDescribe the process scope and deliverables the candidate personally owned, including dependencies on data, integration and finance.
Questions to validateRecord gaps such as intercompany exposure, platform-specific depth and the need for a client technical review.
Practical fitConfirm availability, rate or salary expectations and the working arrangement before an introduction.
See an illustrative assessment brief
Example role · Integration specialist
Beyond “has integration experience”.
This is an example assessment structure, not a candidate profile or a completed assessment.
- Programme context
- Connect an ERP order-to-cash process to a surrounding business system.
- Evidence to explore
- A personally delivered interface: mapping choices, error handling, reconciliation, access controls and monitoring.
- Cross-workstream fit
- How the specialist agrees contracts with functional teams, supports end-to-end testing and hands support teams an actionable runbook.
- Further validation
- A client-led technical review of the relevant platform and integration pattern, plus agreed reference checks.
For both sides of transformation
A focused search.
Or a team built around the programme.
For employers, a recruitment partner that understands the work. For specialists, conversations shaped around where you contribute.
Build the team
behind the change.
For consultancies, implementation partners and businesses building an ERP transformation team—from business analysis and architecture through go-live and support.
- Individual hires, workstream teams or full programme staffing
- Curated shortlists with clear screening notes
- Contract, contract-to-perm and permanent placements
Find work that
fits your expertise.
Join a curated network where your process knowledge, specialist skills and delivery experience shape the opportunities we discuss.
- Opportunities aligned to your discipline, experience and availability
- Open conversations about rate, salary and fit
- Your consent before any introduction
Engineering meets recruitment
Understand the process.THE THINKING BEHIND TRANSFORMLAB
Recognise the talent.
Enable the change.
A different perspective
Founded by an
industrial engineer.
TransformLab was founded by an industrial engineer with experience in business enablement and process improvement, including a contribution to a large-scale ERP transformation programme.
That engineering perspective starts with how people, processes and systems work together: understanding the current operation, identifying where work breaks down and clarifying what needs to improve. Business enablement means helping people put those improvements into practice.
We bring that thinking to recruitment. ERP transformation experience helps us see how a specialist’s work connects to the wider programme, while a focus on process improvement helps us ask better questions about the problems they have solved. We use that context to scope roles and connect people with the capability the business needs.
Need help defining the process or improving the hiring brief?
Discuss a focused engagement before the recruitment brief is finalised.
Let’s make the right connection
Tell us what your
programme needs.
We’ll find the people.
Building an ERP transformation team? Tell us your programme stage, workstreams and capability gaps. Looking for your next role? Tell us where you make the difference.
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