This is a topic we’ve been meaning to address for some time. As specialists in SAP recruitment, we often get a front-row seat to what really happens behind the scenes, and at times, it can be unexpectedly complex, even chaotic.
From sudden project shifts to prolonged decision-making processes, the dynamics we witness daily rarely make it into public conversation, yet they shape the outcomes for both clients and candidates in significant ways.
Lately, we’ve had a wave of SAP and non-SAP candidates across different industries stuck in limbo:
- Waiting for interviews to be booked.
- Waiting to hear back after interviews.
- Waiting for any sign of momentum.
Behind the scenes: what’s really going on?
The delays, the indecision, the sudden change of plans. It can be unbelievable at times.
Clients will brief us with urgency:
“We need someone next month. When can you share the profiles?”
We get to work immediately – screening, shortlisting, coaching, coordinating.
Then suddenly… progress comes to a standstill.
Here’s why:
- The role changes halfway through the process.
- There are multiple stakeholders, and they can’t align.
- Budget sign-off is pending.
- Interviewers are deep in other projects.
- HR and procurement timelines stretch out far longer than anticipated.
And we’re not talking days. Sometimes this can mean 2–3 months of complete silence from the hiring side – even when a candidate was perfect.
Meanwhile, our candidates are stuck waiting.
- They’ve adjusted their CVs.
- Answered detailed questions.
- Done the interviews – sometimes a few rounds.
- And then… nothing.
It’s disheartening. They start to wonder if they did something wrong, or if the role was ever real to begin with. And often, while they wait? They get offered something else. Or they lose interest. Or they just burn out on the process and step away entirely.
So where does that leave us as recruiters?
- Right in the middle.
- Chasing updates.
- Managing expectations.
- Trying to keep everyone engaged and hopeful – even when we’re not getting answers ourselves.
It’s a tough balancing act. We care deeply about our candidates, and we respect our clients’ processes, but sometimes it feels like we’re watching great opportunities slip away simply because the machine moves too slowly.
We’ve had to deliver hard truths on both sides:
“We know they’re a great fit, but the client’s just not moving fast enough.”
“We know you’re still interested, but the candidate has taken another offer.”
And the hardest part? It’s the system. The internal processes. The decision-making structure. The endless approvals.
So how do we fix it?
There’s no silver bullet, but maybe more transparency is a start. Maybe it’s time for:
- Hiring teams to be more realistic about timelines and stick to them.
- Candidates to ask upfront about process length and set expectations accordingly.
- Recruiters to keep the communication flowing honestly, even when the answer is, “Still no update.”
- Companies to define the role clearly and align internally before going to market.
- Budget approvals and internal processes to be in place prior to launching the search.
- Stakeholders to be available and committed to moving the process forward efficiently.
Sometimes we find ourselves navigating hiring processes that are, quite frankly, unworkable. Clients may urgently request top-tier SAP talent, only to be slowed down by unclear role definitions, internal misalignment, or multi-layered approval chains. In some cases, interviews are delayed for weeks, or feedback is held up indefinitely despite initial urgency.
These delays not only frustrate candidates but also damage the employer brand and result in lost opportunities. We work hard to maintain momentum throughout the process, and when there is strong internal clarity and commitment from clients, it significantly increases the chances of securing top SAP talent.
