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ASAP Talent Services Named to Forbes 2019 List of Top Recruiting Firms!

04/02/2019 by Jeremy Sisemore

“It is a great honor to be recognized and honored once again by Forbes in their 2019 List of Top Executive Search Firms,” says Jeremy Sisemore of ASAP Talent Services.  This year ASAP Talent Services was ranked #250 out of over 30,000+ firms that were evaluated by an in-depth review and survey of thousands of companies and candidates that have used search firms in the past year to fill roles that had a base salary over $100,000.  To be recognized in the Top 2% of all search firms in the United States is great validation to the hard work ASAP Talent Services puts in every day to service both the clients that pay for search services and the SAP Professionals that trust our input as they carefully consider options that impact their careers and lives.

“Knowing that we had to be nominated by clients and candidates that work with us closely is very humbling and we look forward to another great year in 2019 and beyond,” commented Erek Gerth; a co-founder of ASAP Talent Services.

Link to Forbes Article:  https://www.forbes.com/best-professional-recruiting-firms/#3634081a20b2

ASAP Talent Listing:  https://www.forbes.com/companies/asap-talent-services/#76d318931bec

About ASAP Talent Services:  A boutique and narrowly focused industry expert in SAP Talent Acquisition, Executive Search in Information Technology, SAP Contract Staffing and serving the same customers in Cyber Security as well.  ASAP Talent and its team of tenured SAP Recruiters have been serving Fortune 500-1000 customers for over 13+ years and have placed people in the United States, Mexico, Canada, and Singapore.  Industries served include CPG, Food & Beverage, Oil & Gas, Energy, Utility, Automotive, Aerospace & Defense, Manufacturing, Chemical, Pharmaceutical, Medical Device, Fashion Brands, Grocery Retailers, SAP System Implementation Partners, and more.

 

Filed Under: Industry News, News, Recruiting, SAP Tagged With: Forbes Best Executive Search Firm, Forbes List, Forbes Ranking, SAP Focused Executive Search, SAP Recruiting Firm, Top Executive Search Firms

ASAP Talent Services Places New CIO At Sprouts Farmers Market.

02/20/2015 by Jeremy Sisemore

ASAP Talent Services, is one of the nation’s top boutique executive search firms and helps customers attract, recruit, and hire I.T. Professionals for critical positions for clients throughout North America including CIO level search.

Houston, TX  –  February 20, 2015

ASAP Talent Services was retained in late 2014 by Sprouts Farmers Market to help recruit and hire a CIO that could help support the business as it continues on a journey of growth and expansion.

“It is our pleasure to announce that Mr. Dan Bruni is the new CIO at Sprouts Farmers Market and he officially started in his new role in February 2015” said Jeremy Sisemore, CEO of ASAP Talent Services. “We believe Mr. Bruni is the kind of high-impact CIO that can help Sprouts Farmers Market in many key areas like: innovation, growth, expansion, and business transformation.”  Mr. Sisemore went on to say, “Mr. Bruni has outstanding experience leading I.T. organizations in fast growing retail companies and his experience in Grocery will allow him to make a quick and positive impact.”

Mr. Bruni will be responsible for spearheading all information technology efforts to support Sprouts Farmers Market corporate objectives.  Prior to joining Sprouts, Dan held the position of Vice President, Information Technology for Dollar General Corporation. Dan has also served as Senior Vice President & Chief Information Officer at Harris Teeter, Corp.; a regional grocery chain, and as Vice President & Chief Information Officer at Brothers Gourmet Coffees.

With more than 25 years of information technology experience, Dan has also held leadership positions in manufacturing, financial services and fast food retail in organizations such as General Motors, Dun & Bradstreet and Burger King Corporation. Dan earned his Bachelor of Science degree in Computer Science from Indiana University of Pennsylvania and an MBA in IT Executive Management from Fairleigh Dickinson University.

Dan currently sits on the advisory committees for Information Builders, Inc., and 1010Data, both business intelligence and data warehousing organizations.

About ASAP Talent Services
ASAP Talent Services is a full-service Talent Acquisition and Staffing Firm representing many of the world’s leading companies. Since 2000, over sixty Fortune 500 companies have trusted the ASAP Team to help them hire I.T. Leaders from CIO level through Director and I.T. Manager Levels. Services include human capital consulting services, executive retained recruitment, contingency recruiting, SAP consulting and staff augmentation services, recruiter process outsourcing (RPO), retention services, client-centric customized RFPs, and more.

For more information or to schedule an interview please visit http://www.asaptalentservices.com, call (281) 973-7682, or email general (at) asaptalentservices (dot) com.

 

 

Filed Under: Candidates, News, Recruiting, SAP Tagged With: CIO Executive Search Firm, Executive Placement, Executive Search, Retained Search

SAP Unveils S/4HANA (SAP Business Suite for HANA)

02/09/2015 by Jeremy Sisemore

Originally Posted By: Andrew Borresen

In early February 2015, SAP made what I believe is one of its most exciting announcements since its’ client server release of R/3 in 1992 – S/4HANA. You can read the press release here, but I’ve summarised more simply below.

Firstly, what is S/4HANA?

 

Many of us have already heard of SAP HANA in various contexts, most likely as an in-memory database platform.  S/4HANA is the 4th generation of the well-known, core SAP Business Suite (ERP, CRM etc) that was first released back in 1979 as R/2.  The product is really about the business applications that are now being built on the SAP HANA platform – so the focus is on the business value rather than technology for the sake of technology.  It’s about new types of business application which are now technically feasible because of the SAP HANA technology, for example; Simple Finance and Simple Logistics that that allow your business online payment (coming later this year).  It is also about a great step forward in the user experience. It changes not only what the apps look like but how we can use them flexibly on any device, from smartphones and tablets, to desktops. Small businesses that don’t employ security protocol that protects their own and their clients’ data leave themselves open to cyber attacks. Business owner can get a lot of benefits from new app like TikTok you can put your business ads on Tiktok and reach more people for your business. learn how to pay your overseas mortgage.

Many of you would have heard of SAP Fiori, and perhaps dabbled in it since its announcement in 2013. S/4HANA applications are completely “Fiori-tised” for a simple, easy and consistent user experience.

Why is S/4HANA significant? (This is the important part)

  • It has a modern user experience – S/4HANA applications are designed from a user’s perspective with SAP Fioriapplications (who the user is and what the user needs to do). SAP’s has always been feature rich but this can breed complexity in performing system activities. S/4HANA is feature rich but also simple to use and is available on any device. To be able to develop a user-friendly app, the developers made sure to go through a FileMaker Training program.
  • It’s a vote of confidence for existing SAP customers – SAP is continuing to invest heavily in its core Business Suite offering. Great if you are an existing SAP customer or evaluating what ERP solution to invest in
  • The applications eliminate “old” ways of working – Take Simple Finance for example. The application eliminates month end batch processes making your financial close a “non-event”. If you are a professional services firm, you don’t need to wait to get visibility to your work in progress (WIP) – it’s always accessible so you can be more confident in your revenue forecast and earned value of your commercial engagements, while using other financial software, that you can find online, check printing service which is one of the most popular. If you’re a manufacturer and highly reliant on your supply chain, then having Material Requirements Planning (MRP) on demand, with S/4HANA, means more predictable scheduling, costing and less missing parts!
  • You should consider migrating – S/4HANA applications are currently available if you are running SAP Business Suite on a HANA database. I know that is rather obvious, but I mention it because if you want to benefit from the S/4HANA apps you need to plan a migration if you are an existing SAP customer. The good news is SAP has thought of all this and provides the tools to do so. Clearly the version you’re currently on will determine the approach to moving up to S/4HANA.

Filed Under: Candidates, News, SAP

SAP’s S4/HANA Master Plan: The Lingering Questions

02/09/2015 by Jeremy Sisemore

SAP’s S4/HANA Master Plan: The Lingering Questions

Article Written By:  By Larry Dignan for Between the Lines

Summary: There are a few wild cards with SAP’s S4/HANA launch and the master plan to put its customer base on HANA. Here’s a look at a few issues for the boardroom to ponder.

SAP’s launch of S4/HANA previewed the company’s master plan to not only keep customers in the fold but dazzle them with business transforming applications.

However, there are a few lingering questions that’ll take months—if not years—to sort out. Here’s a look at the issues surrounding S4/HANA, which will be pitched on the boardroom level. CIOs will have a say, but initially SAP is expecting CFOs to be the ones drooling over the first installment—Simple Finance.

Our database (if you want S4). Executives at SAP’s S4/HANA launch repeatedly said that migrating databases wasn’t a big deal. “Migrating databases is not that difficult. It’s not that complicated,” said Rob Enslin, SAP executive board member and sales chief. CTO Quentin Clark reiterated that theme. But the reality is that Business Suite 4 requires HANA. It’s SAP’s database. Business Suite customers who choose Oracle or databases will be supported through 2025. Previously: SAP revamps Business Suite with new UI, HANA analytics

SAP’s argument is that the features of S4 on HANA are so compelling that customers aren’t going to sweat a database swap. The catch is that some customers may prefer Oracle or at the very least can’t get out of their contracts easily.

Bill McDermott, CEO of SAP, outlined how he thinks S4/HANA is a game changer.

We are running the entire Business Suite on HANA. The Business Suite has now been reinvented and natively built on HANA. The name of this product is S4 HANA. S stands for simple. 4 stands for fourth-generation. And HANA speaks for itself. It’s the world’s standard in-memory data platform for this generation, not the last one.

Why is it so substantial? Because, beyond TCO reduction, which is dramatic, it’s also about creating business value for the customer. Imagine your forecast and the accuracy around that, essentially segmenting the markets, the deals, and the flow so you have a greater outcome with more precise planning. Imagine if you could close your books 72 hours earlier, just to pick a number — it could be a lot better than that. And imagine the power to reinvent and simulate new business models completely on the fly and create the boardroom of the future, where the management team sit at a common area looking at all the operations of the company with real-time data, giving them feedback loops that they can make real decisions on — game changer.

Now SAP by running S4 on HANA isn’t doing something unheard of. Oracle’s stack is optimized for its database. Microsoft’s Dynamics runs on SQL. But a big chunk of SAP application customers happen to run on Oracle. You want the S4 innovation? The only way to get it is HANA. SAP argued it has to be that way.

SAP user group DSAG said it wants database freedom:

“We are very interested to see what further developments are in store for SAP S/4HANA. In terms of specific requirements, we want SAP to maintain a real freedom of choice for customers when it comes to databases, among other things. Alternatives to SAP’s HANA database must remain possible with no restrictions on functionality or performance.”

Two lines of code. SAP’s S4/HANA launch has created two lines of code. SAP apps on HANA. And SAP apps on other platforms. How SAP manages innovation, rolling out new features and keeping all customers happy should be closely watched. It’s not a huge leap to assume SAP will favor HANA-based apps. Another wrinkle: A two code line approach gives SAP customers even more of an excuse to look elsewhere as they ponder roadmaps. You’ll have to change code lines anyway so look at every option.

What’s the killer app for HANA? SAP argues that the killer app for the HANA platform is Business Suite, specifically Simple Finance, which will woo CFOs with the real-time visibility. Every revolution needs a spark and SAP execs were confident that in 2020 we’ll look back to Feb. 3, 2015 as a key inflection point. It’s all hockey stick from here, these execs say. The conundrum: You usually don’t see killer apps coming. And vendors usually don’t get to call their own killer apps.

Pricing. For early S4/HANA customers, the HANA portion of the equation is free for nine months. SAP’s Enslin said the company will evaluate pricing after the initial promotion is over. In a nutshell, HANA is 15 percent of the software cost. If that cost is $100 under the promotion, the price would be $115 after Sept. 30. CIOs seem to understand that you’ll pay for intellectual property. Expect IT buyers to analyze total cost of ownership of HANA vs. other databases and weigh the value of features.

 

That lock-in feeling. Let’s face it—any SAP customer considering HANA is already running the business on the software vendor’s app. The move to HANA doesn’t seem like much more lock-in—especially if SAP can undercut Oracle. What remains to be seen is whether SAP customers squirm at betting an entire stack on the company. At least with Oracle in the fold, there’s always another app provider to pit against SAP. Rest assured that Oracle and SAP are both playing the same optimized stack and business transformation game. At SAP’s launch at the New York Stock Exchange, Royal Dutch Shell CIO Alan Matula quipped: “Look at your current footprint. You’re already locked in.”

How long? S4/HANA is a look at SAP’s future, but many customers won’t be in a position to move quickly. SAP execs acknowledge that a move to HANA will take time. SAP will go over roadmaps with each customer plotting a move. Matula has more than 70 HANA projects running around Shell, but they are all smaller efforts for new applications and business cases. As for S4/HANA, Matula said he has to be comfortable that HANA has everything an enterprise-class database has and that the “price points make sense.” Any move to S4/HANA would be a multi-year affair at Shell’s scale. At SAP Sapphire in May, the company will roll out a managed cloud version of S4/HANA. That move will likely open up migration opportunities for customers.

 

About Larry Dignan

Larry Dignan is Editor in Chief of ZDNet and SmartPlanet as well as Editorial Director of ZDNet’s sister site TechRepublic. He was most recently Executive Editor of News and Blogs at ZDNet. Prior to that he was executive news editor at eWeek and news editor at Baseline. He also served as the East Coast news editor and finance editor at CN… Full Bio

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Filed Under: Candidates, News, SAP

The $4.3 Billion War for Talent – Part Two

07/29/2014 by Jeremy Sisemore

Article Written By: Author Michael Brown is Global Head of HCM, HCL Technologies./

This is part two in our look at integrating cloud-based human capital management applications. Experts advise customers to take a holistic view of the acquire-to-retire life-cycle and work with a trusted IT partner to create a tailored roadmap.

Part one of this series examines how the current business challenges facing human resources departments are impacting IT buying trends: The $4.3 Billion War for Talent – Part One.

Looking at today’s business challenges, there is a need for human capital management (HCM) solutions that are not only agile, mobile and have a consumer-grade UI, but also address the local and global requirements of customers; allowing them to run their analytics and/or predictive HCM analytics from one place.

Taking into account these considerations, SAP and SuccessFactors, an SAP company, offer the best of both worlds. SAP continues to provide market-leading, on-premise HCM solutions that address the legal and country-specific needs of more than 50 countries. And SuccessFactors brings with it a fantastic range of cloud-based core HR, talent management and collaboration solutions with a complete range of pre-delivered metrics and cloud-based benchmarking tools. The case in point here is that talent management, unlike core human resources information systems (HRIS), needs to be dynamic; requiring frequent changes and the addition of rich functionality. Such changes and functionality additions are very well supported in the SuccessFactors world through regular quarterly releases.

Taking a strategic approach
While customers can still choose to run either solution independently, many are showing a great deal of interest in a new hybrid model. A hybrid model is where a customer opts to use the core HCM on-premise solution as the main employee database to run all of their time-based and payroll processes, and the cloud solution for all their talent management processes.

Whatever the scenario, it is important to understand that one size will not necessarily fit all. Hence the strategic approach to a solution needs to be based on the following criteria.

• Improved strategic alignment: Try to close the gap between strategy and execution. Look for a partner with a long track record in HCM and HCM-related technologies and somebody with demonstrable skills in the field of cloud.
• Increased efficiency and productivity: Working with your chosen partner, you should analyze your current situation and look at how you can optimize your HRIS and talent management. In addition you should look to capitalize on workforce analytics to increase overall productivity and organizational performance.
• Accelerated business results with a HCM roadmap: In order to maximize business results in a shorter time period, you should work closely with your partner to develop an HCM roadmap. This should take into account organizational strategy, growth opportunities, HCM process and technologies.

Making the technology work for you
SuccessFactors, like other cloud systems, is configurable but not customizable. There may be defined processes within organizations that the SuccessFactors HCM suite may not support. Here, experts with HCM domain knowledge and SuccessFactors expertise (which includes a good understanding of the complete HR cloud suite from SuccessFactors, Meta Data Framework (MDF) and SAP HANA Cloud Platform, extension package for SuccessFactors) should be engaged. They will be able to leverage their knowledge for discovery and/or requirements analysis and deliver credible advice on which processes should change to adapt to the software, or which processes should be enhanced in the software for maximum business advantage.

Organizational change management, testing and training capabilities
Solutions from SuccessFactors, like many other top-of-the-line-cloud products, are based on industry-leading practices. This may mean dramatically different HR processes than what the organization is used to; in some cases they may be entirely new processes, such as implementing succession planning where none existed previously. Therefore, organizational change management (OCM), training and testing are key ingredients of a successful adoption of the new application. This is an important step as the bigger the gap between your current processes and the ones you will be adopting, the greater the OCM requirement. As result every SuccessFactors implementation should include OCM as part of standard project methodology.

Conclusion: accelerating business value
Recent technology advances have sparked business innovations we could only imagine a few short years ago. To keep pace, many clients feel the urgency to explore options for evaluating, optimizing, and extending the technology landscape for their current human capital management (HCM) functions.

At this juncture, IT and HR executives first must determine the most advantageous strategic direction to address current technology gaps and leverage modernized HR technology to accelerate business value from human capital management applications. Through taking a holistic view of the ‘acquire to retire’ lifecycle and adopting a best-practice approach to identifying, implementing and maintaining a best-fit solution, organizations can further ensure their HCM deployment is a success.

Author Michael Brown is Global Head of HCM, HCL Technologies.

Filed Under: News, SAP Tagged With: cloud, cloud HCM, HCM, HR, human capital management, Human Resources, partners, strategy, SuccessFactors, technology, trends

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