Every week, we connect with dozens of SAP professionals—talented individuals from all over the world who are on the hunt for their next exciting challenge. Our mission is twofold: to help them find fulfilling roles and to support our clients in delivering complex projects by matching them with the right expertise. Yet, one common thread runs through many of these conversations—disappointment.
Too often, candidates share the same story: they apply for roles or are approached by recruiters, go through interviews, and then… radio silence. No feedback. No closure.
As an agency operating in the thick of it, we see the issue from all angles: from in-depth conversations with candidates, discussions with clients, and managing our own internal processes. While every situation is different, there are a few key factors that consistently drive this disconnect.
1. Clients’ Urgency and Delays Shouldn’t Lead to Ghosting
Clients often come to us with urgent needs, asking for highly skilled SAP professionals—available now. We act swiftly and diligently to align our clients with the most suitable candidates, ensuring the right expertise is in place to meet their project needs.
But then the process stalls. Feedback takes weeks, or worse, doesn’t come at all. While we understand business priorities shift, that doesn’t justify leaving candidates hanging. Interviewing is stressful enough. A simple update—even a “no”—can go a long way in showing respect for someone’s time and effort.
2. Too Many Applications, Too Little Communication
The number of applications can be overwhelming at times, particularly for roles that are in high demand. But we live in a time where tools exist to help streamline communication. There are smarter ways to acknowledge applications, provide status updates, and even send automated but thoughtful rejections. Every applicant is placing their hope in a potential opportunity—it’s only fair they receive something in return.
3. Being Human Goes Both Ways
We understand the frustrations that can come with the process—it’s something we’ve encountered ourselves. Sometimes candidates present misleading information—about availability, compliance, or their background—only for issues to surface once an offer is on the table. This breaks trust and harms future opportunities for both parties. Transparency from the start is essential for building lasting, genuine relationships.
Tools-Assisted, Human-Centered Hiring
What’s most disheartening is that the recruitment process, as described by so many professionals we speak with, often feels cold and depersonalized. And that’s the paradox—technology has advanced to make personalized outreach easier than ever, yet the human touch seems to be fading.
We’re committed to creating fair, respectful, and human recruitment practices. That means using tools to reduce admin overhead—not to replace empathy. It means giving feedback, staying in touch, and treating people the way we’d want to be treated in their shoes.
