10237

3Core Systems, Inc; Hyderabad; On-site; INR 1,800,000 - 2,400,000; Full time

Job summary

3Core Systems, Inc in Hyderabad, India is seeking a Senior SAP Technical Recruiter to manage the full recruitment lifecycle for SAP professionals across the US market. You will source, screen, qualify, and place SAP specialists across S/4HANA, FICO, SAP HCM, and related areas, collaborating with US-based clients and partners.

The role requires strong sourcing skills, experience with advanced Boolean searches, and the ability to build a robust SAP talent pipeline while negotiating rates and

Qualifications

• 5–8 years of IT recruitment experience, preferably US staffing.
• Strong hands-on SAP recruitment experience across technical, functional, and techno-functional profiles.
• Experience managing end-to-end recruitment lifecycle with US-based clients.

Responsibilities

• Lead end-to-end SAP recruitment across US-based requirements.
• Source candidates via LinkedIn, Dice, resume databases, and referrals.
• Screen candidates for SAP modules and project experience; ensure timely submissions.

Skills

SAP recruitment

Boolean search

LinkedIn sourcing

ATS proficiency

US staffing knowledge

Tools

ATS/CRM

LinkedIn

Dice

Resume databases

Job description

Job Title: Senior SAP Technical Recruiter

Location: Hyderabad, India Work Timings: 6:30 PM IST – 3:30 AM IST (US Shift) Experience: 5–8 Years Employment Type: Full-Time Compensation: DOE (Depends on Experience)

JobSummary

We are seeking a highly motivatedand experienced Senior SAP Technical Recruiter to join our recruitmentteam in Hyderabad, India. The ideal candidate will have strong experience in USIT staffing, with a proven track record of sourcing, screening, qualifying, andplacing SAP professionals across various SAP technologies and functionaldomains.

The candidate will be responsiblefor managing the complete recruitment lifecycle for SAP-related positions,working closely with US-based clients, implementation partners, prime vendors,and internal sales teams. This role requires a strong understanding of SAPtechnologies, hands-on experience with advanced sourcing techniques, excellentcandidate relationship management skills, and the ability to deliver qualifiedcandidates within tight deadlines.

The successful candidate should becapable of handling multiple high-priority requirements simultaneously,building a strong SAP talent pipeline, negotiating competitive rates, and ensuringtimely and compliant candidate submissions.

KeyResponsibilities

1.End-to-End SAP Recruitment

• Manage the complete recruitment lifecycle for SAPtechnical and functional positions across the United States.
• Recruit SAP professionals for direct clients, systemintegrators, implementation partners, consulting firms, and prime vendorrequirements.
• Analyze job descriptions to understand technicalrequirements, mandatory skills, preferred qualifications, project scope, andclient expectations.
• Identify and recruit candidates across SAP modules,technologies, implementation projects, support engagements, upgrades,migrations, and transformation initiatives.
• Prioritize requirements based on client urgency,submission deadlines, interview schedules, and placement opportunities.
• Coordinate with account managers, business developmentteams, and delivery managers to clarify requirements and align sourcingstrategies.
• Maintain a consistent pipeline of qualified candidatesfor active and anticipated SAP requirements.

2.SAP Technology Knowledge and Talent Identification

Demonstrate a strong understandingof SAP technologies and the ability to identify suitable candidates forspecialized SAP requirements, including:

SAP S/4HANA and Core ERP

• SAP S/4HANA, SAP ECC, SAP HANA
• SAP FICO, SAP MM, SAP SD, SAP PP, SAP QM, SAP PM
• SAP ABAP, ABAP on HANA, CDS Views, OData, RAP
• SAP Basis, SAP Security, SAP Fiori, SAP UI5

SAP Cloud and IntegrationTechnologies

• SAP BTP (Business Technology Platform)
• SAP CPI / Integration Suite
• SAP PI/PO, IDocs, RFCs, APIs
• SAP Datasphere, SAP Analytics Cloud (SAC)
• SAP BW/4HANA, SAP BW, SAP BO

SAP Human Capital Management andProcurement

• SAP SuccessFactors Employee Central, Recruiting,Employee Central Payroll, Compensation, and Performance Management
• SAP HCM and Payroll
• SAP Ariba, SAP Fieldglass
• SAP Concur

SAP Supply Chain and SpecializedSolutions

• SAP EWM, SAP TM, SAP IBP
• SAP APO, SAP GTS
• SAP MDG (Master Data Governance)
• SAP GRC and SAP IAM
• SAP BPC, SAP SAC Planning, SAP Group Reporting
• Distinguish between SAP technical, functional,techno-functional, architect, developer, administrator, consultant, andproject management profiles.
• Understand the differences between SAP implementation,rollout, enhancement, production support, migration, and upgradeexperience.
• Identify relevant experience with SAP Activate,fit-to-standard workshops, greenfield and brownfield implementations, RISEwith SAP, and S/4HANA transformation programs where required by theposition.
• Match candidate experience against mandatory SAPmodules, integration points, project environments, certifications, andindustry requirements.
• Recognize equivalent terminology and related SAP skillswhen sourcing candidates, without compromising mandatory clientrequirements.

3.Advanced Sourcing and Talent Pipeline Development

• Source SAP professionals using LinkedIn, Dice, Indeed,resume databases, professional networks, referrals, and other relevantrecruitment platforms.
• Develop and execute advanced Boolean search strings andtargeted sourcing strategies for niche SAP skills.
• Use combinations of SAP module names, technicalkeywords, certifications, project terminology, and alternative skilltitles to identify relevant candidates.
• Search for passive candidates and build long-termrelationships with experienced SAP consultants, architects, developers,and functional specialists.
• Maintain categorized talent pipelines by SAP module,technology, experience level, location, work authorization, availability,and rate expectations.
• Re-engage previously screened candidates and qualifiedconsultants from existing databases.
• Apply creative sourcing techniques to improve responserates, candidate quality, and submission turnaround time.
• Track sourcing effectiveness, response rates, candidateconversion rates, and requirement coverage.

4.Candidate Screening and Technical Qualification

• Conduct detailed initial screening calls to evaluatecandidates' technical backgrounds, project experience, communicationskills, and suitability for client requirements.
• Validate hands-on SAP experience, specific modules,project responsibilities, implementation phases, and business or technicalenvironments.
• Ask relevant screening questions to distinguishpractical implementation experience from theoretical knowledge or limitedexposure.
• Verify the candidate's current location, preferred workarrangement, availability, notice period, and willingness to relocate ortravel when required.
• Confirm work authorization and visa status, includingUSC, Green Card, H-1B, OPT, CPT, and other applicable employmentauthorization categories.
• Evaluate candidate communication skills and ability tointeract professionally with US clients, vendors, and interview panels.
• Assess candidate interest, career objectives, rateexpectations, employment preferences, and potential joining constraints.
• Identify potential mismatches early and avoidsubmitting candidates who do not meet mandatory requirements.
• Document screening results accurately and provideconcise, evidence-based candidate summaries to the account managementteam.

5.Client, Vendor, and Stakeholder Coordination

• Work closely with US-based account managers, deliverymanagers, sales teams, clients, and implementation partners.
• Clarify ambiguous job requirements, identify must-haveversus preferred skills, and obtain feedback on submitted profiles.
• Coordinate candidate submissions, interviews, technicalevaluations, client feedback, and next steps.
• Maintain regular communication with candidatesthroughout the recruitment process.
• Follow up proactively with hiring teams and vendors toobtain interview updates and resolve submission-related issues.
• Provide timely updates on sourcing progress, candidateavailability, market challenges, and recruitment bottlenecks.
• Build professional relationships with candidates,vendors, and internal stakeholders to support repeat business and futurehiring needs.

6.Candidate Submission and Compliance

• Ensure all candidate submissions meet client, vendor,and internal compliance requirements.
• Obtain and maintain necessary candidate documentation,including updated resumes, Right to Represent (RTR), work authorizationdetails, contact information, and other required documents.
• Validate candidate information for accuracy andconsistency before submission.
• Follow client-specific submission procedures, ownershippolicies, duplicate-submission checks, and documentation requirements.
• Maintain accurate candidate records, screening notes,communication history, submission details, and interview status in theApplicant Tracking System (ATS).
• Handle candidate information confidentially and followapplicable privacy, data protection, and recruitment compliance policies.
• Escalate discrepancies or documentation concerns to theappropriate internal team before proceeding with a submission.

7.Rate Negotiation, Offer Management, and Placement Closure

• Negotiate competitive pay rates with candidates basedon client budgets, market conditions, experience, location, and employmenttype.
• Understand common US staffing arrangements, includingW2, C2C, and 1099, and clarify the applicable arrangement with candidatesand authorized internal stakeholders.
• Communicate role details, project expectations,contract duration, work location, shift requirements, and interviewprocesses clearly.
• Manage candidate expectations throughout clientinterviews, offer discussions, and onboarding.
• Follow up on interview feedback, offer acceptance,documentation completion, background checks, and joining confirmations.
• Maintain regular contact with selected candidates to minimizeoffer dropouts and last-minute withdrawals.
• Support successful placements and maintainpost-placement communication to ensure a smooth joining experience.

8.ATS Management, Reporting, and Recruitment Metrics

• Maintain accurate and timely records in the ATS andrecruitment CRM.
• Track requirements received, profiles sourced,candidates screened, submissions made, interviews scheduled, offersextended, and placements completed.
• Prepare daily and weekly recruitment updates foremagement.
• Monitor recruitment KPIs, including:
• Qualified candidate submissions per requirement.
• Submission-to-interview conversion ratio.
• Interview-to-offer conversion ratio.
• Offer acceptance and joining ratios.
• Time-to-submit and time-to-fill.
• Candidate response and sourcing effectiveness.
• Active pipeline coverage for open SAP positions.
• Analyze recruitment performance and implementcorrective actions when submission quality, turnaround time, or placementoutcomes fall below expectations.
• Participate in pipeline review meetings and contributeto recruitment planning and delivery improvement initiatives.

9.Senior-Level Ownership and Team Collaboration

• Independently manage complex, niche, and high-prioritySAP requirements with minimal supervision.
• Provide sourcing guidance and practical recruitmentknowledge to junior recruiters when needed.
• Share effective Boolean strings, SAP keywordcombinations, screening approaches, and market intelligence with therecruitment team.
• Help improve candidate quality, submission consistency,and recruitment turnaround time.
• Identify recurring sourcing challenges and recommendpractical solutions.
• Demonstrate ownership, accountability, professionalism,and a results-driven approach in a fast-paced US staffing environment.

RequiredSkills and Qualifications

• 5–8 years of overall experience in IT recruitment,preferably within US IT staffing.
• Strong hands‑on experience recruiting SAP technical,functional, and techno‑functional professionals for US‑based requirements.
• Demonstrated experience handling the completerecruitment lifecycle, from requirement analysis and sourcing tosubmission, negotiation, and placement.
• Good understanding of SAP modules, SAP technicalterminology, integration technologies, and enterprise applicationlandscapes.
• Strong proficiency in advanced Boolean searches andcandidate sourcing through LinkedIn and Dice.
• Experience working with an ATS, recruitment CRM, andresume databases.
• Knowledge of US work authorization categories andstaffing engagement models, including W2, C2C, and 1099.
• Ability to evaluate resumes, identify relevant projectexperience, and qualify candidates against detailed SAP job descriptions.
• Strong verbal and written communication skills, withthe ability to coordinate effectively with US-based stakeholders.
• Proven negotiation, follow-up, relationship management,and candidate engagement skills.
• Ability to handle multiple requirements, meetsubmission deadlines, and work independently during US business hours.
• Strong organizational skills, attention to detail, andcommitment to recruitment delivery targets.

PreferredQualifications

• Experience recruiting for SAP S/4HANA transformationand migration projects.
• Exposure to SAP BTP, SAP Integration Suite, SAP Fiori,SAP ABAP on HANA, SuccessFactors, SAP Ariba, SAP Basis,