SAP transportation and logistics skills are scarce, and the scarcity is specific. There is no shortage of consultants who list SAP on a CV; there is a genuine shortage of people who have configured charge management against real carrier tariffs, tuned a planning optimiser that planners accepted, or onboarded carriers onto a freight network and watched it not work the first time.
Because our own practice is built on these modules, we can tell the difference — which is most of what a staffing service is actually for.
Roles we place
- SAP TM functional consultants — planning, tendering, charge management, freight settlement
- SAP TM technical / development consultants — enhancements, BAdIs, interfaces, custom logic
- SAP Business Network for Logistics specialists — setup, integration, carrier onboarding
- Global Track and Trace / visibility consultants — tracked object modelling, event integration
- Yard logistics and dock scheduling consultants
- Integration consultants — SAP BTP, CPI, IDoc, EDI, API work in a logistics context
- Solution architects for logistics landscapes spanning TM, EWM and S/4HANA
- Project and programme managers with SAP logistics delivery experience
Engagement models
Contract
A consultant for a defined phase — a build, a go-live, a hypercare period. Most common for organisations that need capability for a project rather than permanently.
Permanent placement
Recruiting into your own team, with our screening applied to the shortlist. Appropriate when you are building an internal SAP logistics capability rather than buying delivery.
Embedded team members
One or more of our consultants working inside your project team, managed by you, for an extended period. Useful when you want continuity and knowledge transfer rather than a series of short contracts.
Fractional expertise
Part-time access to senior expertise — a solution architect two days a week, or a TM specialist available for design reviews. Suits organisations that need the judgement without a full-time cost.
How we screen
The failure mode in SAP staffing is a CV that lists the right module names and a consultant who has only observed them. Our screening is deliberately narrow:
- Technical assessment by practitioners. Candidates are interviewed by consultants who do this work, on specifics — how they modelled a particular charge structure, what they did when the optimiser produced unusable loads, how they handled a failed carrier integration.
- Evidence of delivery, not exposure. We ask what the candidate personally configured or built, not what the project delivered. These are different answers and the distinction is usually clear within a few minutes.
- Reference checks on recent work. Focused on the most recent relevant engagement rather than a general character reference.
- Fit for your context. Shipper versus logistics service provider, embedded versus standalone TM, greenfield versus support — these demand different experience, and a strong consultant in one context can struggle in another.
Frequently asked questions
How quickly can you provide a consultant?
It depends on the specificity of the role and whether it is remote-friendly. A remote SAP TM functional consultant for a mainstream scope is typically a two to four week process from brief to start. A niche combination — for example Business Network carrier onboarding experience plus a specific industry background plus onsite presence in a particular Canadian city — can take longer. We will give you a realistic timeframe when we take the brief rather than an optimistic one to win the assignment.
Do you place consultants outside Canada?
Yes. We are Canadian-based, but SAP logistics work is frequently delivered remotely or in hybrid arrangements, and our consultant network extends across North America, Europe, Asia Pacific and India. Where a role requires onsite presence or specific work authorisation, we will confirm that at the briefing stage.
Can a consultant start on contract and move to permanent?
Yes, contract-to-permanent arrangements are common and often sensible — both sides get to assess the fit against real work rather than an interview. The commercial terms for conversion are agreed up front so there is no dispute later.
What if the consultant is not the right fit?
Raise it early rather than waiting for a review point. We would rather replace a placement in week two than have a project carry a poor fit for a quarter. Specific replacement terms are set out in the engagement agreement, and we agree them before a placement starts.