Sr SAP Technical Recruiter

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) Job Summary We are seeking a highly motivated and experienced Senior SAP Technical Recruiter to join our recruitment team in Hyderabad, India. The ideal candidate will have strong experience in US IT staffing, with a proven track record of sourcing, screening, qualifying, and placing SAP professionals across various SAP technologies and functional domains. The candidate will be responsible for 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 SAP technologies, hands-on experience with advanced sourcing techniques, excellent candidate relationship management skills, and the ability to deliver qualified candidates within tight deadlines. The successful candidate should be capable of handling multiple high-priority requirements simultaneously, building a strong SAP talent pipeline, negotiating competitive rates, and ensuring timely and compliant candidate submissions. Key Responsibilities 1. End-to-End SAP Recruitment Manage the complete recruitment lifecycle for SAP technical and functional positions across the United States. Recruit SAP professionals for direct clients, system integrators, implementation partners, consulting firms, and prime vendor requirements. Analyze job descriptions to understand technical requirements, mandatory skills, preferred qualifications, project scope, and client 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 development teams, and delivery managers to clarify requirements and align sourcing strategies. Maintain a consistent pipeline of qualified candidates for active and anticipated SAP requirements. 2. SAP Technology Knowledge and Talent Identification Demonstrate a strong understanding of SAP technologies and the ability to identify suitable candidates for specialized 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 Integration Technologies 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 and Procurement 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 Specialized Solutions 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, and project management profiles. Understand the differences between SAP implementation, rollout, enhancement, production support, migration, and upgrade experience. Identify relevant experience with SAP Activate, fit-to-standard workshops, greenfield and brownfield implementations, RISE with SAP, and S/4HANA transformation programs where required by the position. Match candidate experience against mandatory SAP modules, integration points, project environments, certifications, and industry requirements. Recognize equivalent terminology and related SAP skills when sourcing candidates, without compromising mandatory client requirements. 3. Advanced Sourcing and Talent Pipeline Development Source SAP professionals using LinkedIn, Dice, Indeed, resume databases, professional networks, referrals, and other relevant recruitment platforms. Develop and execute advanced Boolean search strings and targeted sourcing strategies for niche SAP skills. Use combinations of SAP module names, technical keywords, certifications, project terminology, and alternative skill titles to identify relevant candidates. Search for passive candidates and build long-term relationships 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 qualified consultants from existing databases. Apply creative sourcing techniques to improve response rates, candidate quality, and submission turnaround time. Track sourcing effectiveness, response rates, candidate conversion rates, and requirement coverage. 4. Candidate Screening and Technical Qualification Conduct detailed initial screening calls to evaluate candidates' technical backgrounds, project experience, communication skills, and suitability for client requirements. Validate hands-on SAP experience, specific modules, project responsibilities, implementation phases, and business or technical environments. Ask relevant screening questions to distinguish practical implementation experience from theoretical knowledge or limited exposure. Verify the candidate's current location, preferred work arrangement, availability, notice period, and willingness to relocate or travel when required. Confirm work authorization and visa status, including USC, Green Card, H-1B, OPT, CPT, and other applicable employment authorization categories. Evaluate candidate communication skills and ability to interact professionally with US clients, vendors, and interview panels. Assess candidate interest, career objectives, rate expectations, employment preferences, and potential joining constraints. Identify potential mismatches early and avoid submitting candidates who do not meet mandatory requirements. Document screening results accurately and provide concise, evidence-based candidate summaries to the account management team. 5. Client, Vendor, and Stakeholder Coordination Work closely with US-based account managers, delivery managers, sales teams, clients, and implementation partners. Clarify ambiguous job requirements, identify must-have versus preferred skills, and obtain feedback on submitted profiles. Coordinate candidate submissions, interviews, technical evaluations, client feedback, and next steps. Maintain regular communication with candidates throughout the recruitment process. Follow up proactively with hiring teams and vendors to obtain interview updates and resolve submission-related issues. Provide timely updates on sourcing progress, candidate availability, market challenges, and recruitment bottlenecks. Build professional relationships with candidates, vendors, and internal stakeholders to support repeat business and future hiring 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 authorization details, contact information, and other required documents. Validate candidate information for accuracy and consistency before submission. Follow client-specific submission procedures, ownership policies, duplicate-submission checks, and documentation requirements. Maintain accurate candidate records, screening notes, communication history, submission details, and interview status in the Applicant Tracking System (ATS). Handle candidate information confidentially and follow applicable privacy, data protection, and recruitment compliance policies. Escalate discrepancies or documentation concerns to the appropriate internal team before proceeding with a submission. 7. Rate Negotiation, Offer Management, and Placement Closure Negotiate competitive pay rates with candidates based on client budgets, market conditions, experience, location, and employment type. Understand common US staffing arrangements, including W2, C2C, and 1099, and clarify the applicable arrangement with candidates and authorized internal stakeholders. Communicate role details, project expectations, contract duration, work location, shift requirements, and interview processes clearly. Manage candidate expectations throughout client interviews, 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 minimize offer dropouts and last-minute withdrawals. Support successful placements and maintain post-placement communication to ensure a smooth joining experience. 8. ATS Management, Reporting, and Recruitment Metrics Maintain accurate and timely records in the ATS and recruitment CRM. Track requirements received, profiles sourced, candidates screened, submissions made, interviews scheduled, offers extended, and placements completed. Prepare daily and weekly recruitment updates for management. 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 implement corrective actions when submission quality, turnaround time, or placement outcomes fall below expectations. Participate in pipeline review meetings and contribute to recruitment planning and delivery improvement initiatives. 9. Senior-Level Ownership and Team Collaboration Independently manage complex, niche, and high-priority SAP requirements with minimal supervision. Provide sourcing guidance and practical recruitment knowledge to junior recruiters when needed. Share effective Boolean strings, SAP keyword combinations, screening approaches, and market intelligence with the recruitment team. Help improve candidate quality, submission consistency, and recruitment turnaround time. Identify recurring sourcing challenges and recommend practical solutions. Demonstrate ownership, accountability, professionalism, and a results-driven approach in a fast-paced US staffing environment. Required Skills 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 complete recruitment lifecycle, from requirement analysis and sourcing to submission, negotiation, and placement. Good understanding of SAP modules, SAP technical terminology, integration technologies, and enterprise application landscapes. Strong proficiency in advanced Boolean searches and candidate sourcing through LinkedIn and Dice. Experience working with an ATS, recruitment CRM, and resume databases. Knowledge of US work authorization categories and staffing engagement models, including W2, C2C, and 1099. Ability to evaluate resumes, identify relevant project experience, and qualify candidates against detailed SAP job descriptions. Strong verbal and written communication skills, with the ability to coordinate effectively with US-based stakeholders. Proven negotiation, follow-up, relationship management, and candidate engagement skills. Ability to handle multiple requirements, meet submission deadlines, and work independently during US business hours. Strong organizational skills, attention to detail, and commitment to recruitment delivery targets. Preferred Qualifications Experience recruiting for SAP S/4HANA transformation and migration projects. Exposure to SAP BTP, SAP Integration Suite, SAP Fiori, SAP ABAP on HANA, SuccessFactors, SAP Ariba, SAP Basis,