Immediate requirement: SFDC IS Project Lead

Vacancy: SFDC IS Project Lead (Salesforce, Informatica Cloud, SFDC, salesforce.com)

Summary:

Location: Basel, Switzerland

Contract length: 6 months + extensions

Start Date: ASAP

Rate: TBC

As part of the current SFDC project my client is looking for an external Build lead. Having a build lead is mandatory in their IS project approach.

Profile:

  • Comparable to Senior Manager level
  • Experienced agile practitioner
  • Experience with SFDC/Informatica Cloud
  • Strong background in leading complex build project
  • Role will be based in Basel

Duties:

  • Must have experience of leading teams and project management capability
  • Hands on knowledge also of SFDC – functional design specs, testing etc
  • Leading workshops with key users
  • Design and delivery of Salesforce.com (SFDC) solutions – proven full life cycle projects
  • Experience with SFDC functional solutions across various industries, provide subject matter expertise in cloud design and build.
  • Liaise closely with the functional and technical teams, lead requirement gathering sessions and design and manage the execution of test plans.

 Keywords: Salesforce Lead, Informatica Cloud, SFDC Lead, salesforce.com, Lead, IS, Switzerland, SFDC

 This placement will be managed by our Swiss partner Sigma Management Services . Must be an EU passport holder and able to work in the specified location.

If you would like to be considered for this role, please submit your resume for consideration at the earliest opportunity.

Recruit121 has placed over 3,000 SAP Professionals in the past 12 years.  We understand the SAP marketplace and pride ourselves on serving SAP candidates as individuals, not commodities.  As one of the only Staffing Specialists to concentrate 100% on SAP, we recognize a candidate’s personalized skills and have the ability to match them with both direct end clients and select consulting partners.

Immediate requirement: IT Interfacing Business Analyst Finance

Vacancy: IT Interfacing Business Analyst Finance (PI, PO, Finance, Interfacing, SAP)

My client requires a Senior Business Analyst with expert interfacing knowledge (SAP PI, SAP PO) with specific coverage of the interface of SAP to non SAP Finance systems.

Summary:

Location – Geneva

Start Date – No later than 4th May

Length – 12-24 Months

Rate – Fixed Term Contract/Contractors

Main Responsibilities:

  • Interface Design to a reasonable technical level (file formats, field mapping, transfer method, integration method) between many external systems and SAP via SAP PI
  • As Is’ analysis and documentation across multiple systems in a complex IT landscape
  • Requirements Analysis
  • Gap/Fit analysis & Solution Design
  • Documentation including Business Process, Functional Design, Test Strategy & Test Scripts all at varying levels of detail
  • Management of external vendors and developers
  • Testing, Test Support and post implementation Hypercare
  • Managing implementation of designed solutions
  • Providing Status Reports and ensuring all required documentation and reports are kept up to date
  • Experience designing interfaces between systems, and influencing the form and function
  • IT Business Analysis skills and experience relevant to the responsibilities described above
  • Gap/Fit, Solution & Process Design
  • Develop Test Strategy & Scripts, execute tests and validate and report results
  • Documentation
  • Ability to design and test interfaces between both internal and external systems, working with internal and external resources & partners and deciding whether to build a new interface or change an existing interface
  • Experience of various interface methodologies, standards and file formats
  • To be able to work in a challenging environment where documentation may be incomplete and to apply a problem solving and self-starting approach
  • Able to work across multiple departments and with stakeholders in different countries and companies and manage various reviews and sign offs as part of delivery
  • Able to identify problems and ensure the prioritisation and escalation is appropriate
  • To be flexible in approach and able to manage changing priorities
  • To work as part of a large team and share information using technology effectively
  • Fluent in English

The successful applicant will have the following required experience.

Required experience includes:

Required Skills & Experience

  • Experience working in an organization with multiple connected systems hosted both internally and by external partners
  • Able to support UAT and provide training if required
  • Experience of the full Software Development Lifecycle (SDLC)
  • Excellent oral and written communication skills and able to communicate effectively and appropriately to staff at all levels

 Desirable Skills & Experience

Additional experience desirable but not mandatory:

  • Interfaces relating to Invoices, Document Archiving and Journal Postings & Accruals
  • Accounting & Finance, Journal Posting
  • Fiscally compliant Invoice Archiving, Digital Signing, DMS
  • Project Management
  • SAP PI
  • SAP
  • Business Analysis Certification

This placement will be managed by our Swiss partner Sigma Management Services. You must be an EU passport holder to work in this location.

If you would like to be considered for this role, please submit your resume for consideration at the earliest opportunity.

Recruit121 has placed over 3,000 SAP Professionals in the past 12 years.  We understand the SAP marketplace and pride ourselves on serving SAP candidates as individuals, not commodities.  As one of the only Staffing Specialists to concentrate 100% on SAP, we recognize a candidate’s personalized skills and have the ability to match them with both direct end clients and select consulting partners.

May I be honest with you?

Sometimes conversations in the office, internet memes or even an unfortunate event can prompt reflection.  So it has proved this week when we considered the question, “May I be honest with you?”

The workplace conversation:

When a prospective client called our office last week they were connected with our Sales Director, James Turner.  Expecting the ‘hard sell’, the Recruiter was astonished when James declined the opportunity to make brash claims about our ability to fill any vacancy at any cost.

“May I be honest with you?”, James asked.  “Unless I am given the opportunity to understand your business and your requirement more clearly, I can’t make realistic promises about delivery”.

Other agencies had made few inquiries about the roles, hoping that by not asking questions they could simply secure access to the vacancies.  In our view, that would be a dereliction of our duty to our prospective client and to our candidates.

In our previous blog, ‘Recruit 121: 10 Reasons We Make A Difference‘, James had said the following, “Our fee is based on how hard it is for us to achieve your perfect hire. That depends on how difficult the vacancy is (- personality type, career development opportunities, skill set, location, start date & remuneration); how much competition I have; and how engaged and responsive you are willing to be.”  Just days later, he demonstrated this conviction in practice.

The internet meme

In our last blog, we proudly proclaimed the distinct advantages that our clients and candidates have from our being SAP specialists and the expertise we possess:

Fundamentally, Recruit 121 understands real SAP job needs; you’ll hire people who can ‘hit the ground running’.

Recruit 121 are undisputed industry specialists and understand the real job needs.  We work closely with hiring managers to understand their requirements in detail too. While corporate recruiters and Human Resource Departments possess the same skills, competing demands mean that they rarely get the opportunity.  Consequently, many internal recruiters must devolve responsibility for filtering candidates to hiring managers who receive CVs where the skills, experience and ability referenced is poorly aligned to their initial requirements.”

Given our legitimate claims to ‘expertise‘, I was challenged by a quote from Danish Physicist, Niels Bohr, that appeared on my LinkedIn feed:

“An expert is a person who has found out by his own painful experience all the mistakes that one can make in a very narrow field.”

“Why is this relevant?”, you may ask.

“May I be honest with you?”, I would reply:  It is important for any company, not least ourselves, to take stock periodically and to acknowledge our mistakes.  That is why we are undertaking an ongoing program to solicit feedback from both clients and candidates to better evaluate our performance.

We are justifiably proud of our many positive testimonials, but we must be equally ready to acknowledge areas that require improvement.  We are always looking to remedy these to ensure that we consistently offer outstanding service.

The unfortunate event

Disputes and disagreements are thankfully rare and we pride ourselves on the work we undertake to represent both our clients and our candidates fairly.  Nonetheless, there are instances in which we make mistakes and fail to meet the high standards we set for ourselves.

This reminded me of a truism that has been attributed to Bill Gates: “Your most unhappy customers are your greatest source of learning.”

So, in conclusion…

“May I be honest with you?”.  It is my sincere belief that Recruit 121 is a great company with even greater potential.  We are not perfect, however, and will continue to value your feedback.

If you have any comment with regard to our services, either good or bad, please feel free to contact us to share your thoughts: marketing@recruit121.com

Please be honest with us.  We will continue to ensure that we are honest with you…

Recruit 121: 10 Reasons We Make A Difference.

Here at Recruit 121, we are confident that we can play a crucial role in helping our valued clients find the highly-skilled specialists they need.

We recognize and appreciate the skill of corporate recruiters and they are important partners to our business.  Recruit 121, however, is entering its 15th year as a dedicated SAP sourcing and selection company. This specialism is hugely important as we have a focused approach, whilst corporate recruiters might have to divide their efforts between multidisciplinary departments across vast organisations.  Our focus and expertise is a huge advantage when it comes to representing stronger candidates.

Unfortunately, many (maybe most) firms who claim to be specialists don’t take full advantage of the opportunity. Many seek to compete exclusively on speed and lower pricing.  This can result in their presenting the same candidates that their clients can find themselves using resources like LinkedIn or mass-market Job Boards.

There are ten factors that we at Recruit 121 Limited believe are important in distinguishing how we can make a difference:Featured image

  1. At Recruit 121 we aim to be business-partners and not transactional recruiters:  When we understand your business, we deliver better candidates.

We seek to work closely with hiring managers to ensure that we understand both the project and any longer-term career opportunities that come with a new job offer. While this takes more time, it ensures that the hire will be more successful in the long run because the offer is accepted based on actual job requirements and the opportunities associated with it, not just the remuneration available.

Our fee is based on how hard it is for us to achieve your perfect hire.  That depends on how difficult the vacancy is (- personality type, career development opportunities, skill set, location, start date & remuneration); how much competition I have; and how engaged and responsive you are willing to be.

There is a saying in recruitment, that ‘time is a killer’ and it is one of the biggest causes to failed recruitment drives.

  1. Given a focus on SAP, we have the time to hone our search skills. In this case you’ll see and hire stronger people.

Candidates who are only passively reviewing the job market can be difficult to engage. To be successful specialist recruiters must excel here. The demands placed upon corporate recruiters and Human Resources Departments mean that even if they have similar ability, due to their workload, one might simply lack the time to invest in the recruitment of passive candidates.

  1. The best people want to work with us.

Across a variety of sectors it has been noted that the top passive candidates, especially those with three or more years of experience, seek out the best third-party recruiters to keep them aware of opportunities at different companies.  The breadth of our client-base and and extensive international experience means that Recruit 121 Limited is amongst the best-informed recruiters in the SAP Community.

  1. Consultants at Recruit 121 have deep networks to find talent fast.

Recruit 121 pride ourselves on the quality of candidates that we work with.  Much of our strength lies in the depth of our candidate database and extensive networks. This gives us a sourcing and speed advantage and allows them to find top people quickly.

  1. Fundamentally, Recruit 121 understands real SAP job needs; you’ll hire people who can ‘hit the ground running’.

Recruit 121 are undisputed industry specialists and understand the real job needs.  We work closely with hiring managers to understand their requirements in detail too. While corporate recruiters and Human Resource Departments possess the same skills, competing demands mean that they rarely get the opportunity.  Consequently, many internal recruiters must devolve responsibility for filtering candidates to hiring managers who receive CVs where the skills, experience and ability referenced is poorly aligned to their initial requirements.  Conversely, poor filtering may eliminate high potential and diverse candidates from consideration.

  1. Recruit 121 has credibility with hiring managers.

Our Consultants work more closely with hiring managers who are themselves industry experts.  Our expertise and technical understanding develops trust that is difficult for an internal recruiter to develop as they needs to work with many different hiring managers. Surprisingly, many companies prevent external firms from working directly with hiring managers, losing the chance to leverage this essential partnership.

  1. Since Recruit 121 covers candidates both actively and passively considering new opportunities, we can help raise the overall quality level of every new hire.

The only reason you should consider paying a recruitment fee for a candidate is if the person sourced is clearly superior to the people your company is finding on its own. To get a sense of this, ask us to present a few of our best candidates, ask how we found them, and then compare them to those you’re now interviewing for the same roles.

  1. We have more time to source passive candidates.

It stands to reason that it is more difficult to convince a person who’s not looking for a role to consider an opportunity than someone who is not in employment or eager to leave another role. Most internal recruiters spend the bulk of their time sourcing the latter types of active candidates and omit the vast talent in the passive candidate market.  We at Recruit 121 dedicate a significant proportion of time networking with and recruiting passive candidates.

  1. At Recruit 121, our focus is on placing the ‘right’ candidate not just any candidate.

Some recruiters throw as many candidates as they can into the mix, hoping that one is accepted. These types of recruiters should be avoided.  We endeavor to work with high-quality candidates and by managing the process from beginning to end, don’t need to present more than three to four candidates in order for one to get hired.

  1. Recruit 121 has a strategic focus to engage both Clients and Candidates under robust contracts.

We recognize the importance for both Clients and Candidates to engage with Recruit 121 under contracts that balance the operating, financial and contractual risks that collectively we face.  We recognize that compliance is an area of concern and seek to manage this through strong internal processes and relationships with reputable advisors.

At Recruit 121, we would ask prospective Candidates and Clients whether recruiting firms that they use meet the criteria above?  Such questions should be part of every company’s talent acquisition program and care must be taken that internal rules or processes do not negate their unique strengths.  Instead, here at Recruit 121, we seek to capitalize on our abilities, charging fairly for the added-value we provide, and recognize that by sourcing the best people for the best companies we are providing the service that both our Candidates and Client deserve.

Immediate requirement: Permanent SAP ABAP Developer / Finance Tech Lead, Poland.

Vacancy #21953 | SAP Finance Technical Lead
 

Recruit 121 have an immediate requirement for SAP ABAP Developer / SAP Finance Technical Lead  to work for our multinational end-user client in Poland for a permanent opportunity.

The successful applicant will have the following required experience.

Required experience includes:

  • Minimum 5 years of confirmed experience in SAP system domain
  • Practical knowledge of SAP programming language (ABAP), development tools and methodologies
  • Familiarisation with ABAP integration technologies: Remote Function Call (RFC), IDoc Interfaces, ALE/EDI, BAPI.
  • Practical knowledge to design & build SAP system interfacing solutions.
  • Experience with estimating, developing and deploying complex SAP solutions, especially in finance modules (FI/CO module).

If you would like to be considered for this role, please submit your resume for consideration at the earliest opportunity.

Summary:

Job Title: SAP Finance Technical Lead

Project Location: Poland

Start-date: Can absorb up to 3 month notice periods

Salary: 210,000 PLN to 240,000 PLN

Benefits: Bonus, Tools of trade, Medical & Lunches

Recruit 121 has placed over 3,000 SAP Professionals in the past 12 years.  We understand the SAP marketplace and pride ourselves on serving SAP candidates as individuals, not commodities.  As one of the only Staffing Specialists to concentrate 100% on SAP, we recognize a candidate’s personalized skills and have the ability to match them with both direct end clients and select consulting partners.