SmartRecruiters Implementation Partner

What we implement

Hiring process design: stages, approvals, scorecards, hiring-manager responsibilities and recruiter workflow, agreed with the people who hire, then configured. Copying the old process into a new system is the most common way to waste a platform change.

Candidate experience and careers site: application flow, mobile behaviour, accessibility and the localisation that bilingual and multi-region employers need.

Integration with the SAP landscape: SuccessFactors Employee Central and Onboarding, position and org data, identity, background screening and assessment vendors, and reporting that reconciles with headcount.

AI governance: where AI is allowed to assist screening and matching, what a recruiter must review, and the evidence your legal and compliance teams will ask for.

Why an SAP practice for SmartRecruiters

Because most of the risk in a SmartRecruiters programme sits at the boundary, not inside the product. Offers that do not land cleanly in Onboarding, position data that drifts, reporting that no longer matches Employee Central, these are SuccessFactors problems in a recruiting programme.

We run both sides. The same senior team designs the recruiting process and the integration into your SAP landscape, so nothing depends on two vendors agreeing after contract signature.

Getting to a decision quickly

We start with a short readiness exercise: current hiring process, integration inventory, data and compliance obligations, and what would actually change for recruiters and hiring managers. It produces a scope you can take to a steering committee, not a slide deck.

Frequently asked questions

Do you implement SmartRecruiters as well as SuccessFactors?

Yes. SuccessFactors is our deepest capability, and SmartRecruiters work is led by the same senior practice. That matters because the integration between them is where most recruiting programmes lose time.

How does SmartRecruiters connect to SuccessFactors?

Offer and hire flow into Onboarding and Employee Central, with position and organisational data kept consistent in the other direction. We design that flow as part of the implementation rather than treating it as a later technical task.

Should we move from SAP Recruiting Management to SmartRecruiters?

Only if recruiter productivity, hiring volume or candidate experience is costing you. If RCM still fits your hiring model, optimising it is usually the better investment, and we will say so.

How is AI handled in recruiting?

With a human in the loop and a documented position on what AI may assist with, what a recruiter must review, and what evidence is retained. Recruiting is a regulated decision-making process, and it is treated as one.

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Our services

• HCM Advisory SAP SuccessFactors strategy, readiness assessments and workforce technology roadmaps for Canadian enterprises and federal programs.
• Implementation End-to-end SAP SuccessFactors implementation: Employee Central, EC Payroll, Talent, with the same senior team from design to go-live.
• Support & Managed Services Managed services for SAP SuccessFactors that the CHRO and the CIO can both check: each release tested against your configuration, every change on record, and a takeover from another provider when you need one.
• SmartRecruiters for SAP SuccessFactors Design, implementation, integration and adoption of SmartRecruiters for SAP SuccessFactors customers, with responsible AI governance.
• Insights Practitioner perspectives on SAP SuccessFactors, Employee Central, change management and HR technology strategy.