# EC Experts — Complete Company Profile > SAP SuccessFactors consulting partner specializing in workforce transformation — > strategic advisory, implementation, and continuous optimization. > Serving Canada, the GCC, and Francophone Africa. --- ## Company Overview EC Experts is a SAP SuccessFactors consulting partner that delivers end-to-end workforce transformation — from strategic advisory and Employee Central implementation to continuous platform optimization. Founded in 2023 by a group of former partners, practice leaders, and enterprise architects from the world's largest SuccessFactors firms, every practitioner brings 15+ years of hands-on transformation experience. **The founding story:** Across boardrooms on three continents, the same scene played out. A CHRO would sign a workforce transformation deal with a top-tier firm. The partner who sold the vision would shake hands, promise the world, then quietly disappear. Within weeks, the engagement team would be staffed with consultants two years out of school, learning the platform on the client's dime. The technology got configured. The operating model never changed. In 2023, a group of senior practitioners — former partners, practice leaders, and enterprise architects — decided independently that enough was enough. They came together to prove that a fundamentally different model could work: one where the people who advise are the same people who build, test, and support. No handoffs. No rotation. No knowledge walking out the door. Two years later, every client ever served is still a client. Not because of lock-in contracts — because the value kept compounding, quarter after quarter. ### Key Differentiators - **Zero team rotations**: The team that designs your solution builds, tests, and supports it. Institutional knowledge doesn't walk out the door. - **100% client retention** since founding in 2023 - **Senior-only model**: Every practitioner has 15+ years of experience (no junior bench) - **Trilingual delivery**: Full capability in English, French, and Arabic - **4 global delivery centers**: Montréal, Chennai, Dubai, Dakar - **SAP-endorsed rescue capability**: SAP selected EC Experts to recover stalled programs ### Company Facts | Fact | Detail | |------|--------| | Founded | 2023 | | Leadership | Senior Leadership Team (former partners, architects, industry veterans) | | Client Retention | 100% | | Delivery Centers | Montréal (Canada), Chennai (India), Dubai (UAE), Dakar (West Africa) | | Avg. Experience | 15+ years per practitioner | | Team Rotations | 0 | | Languages | English, French, Arabic | | Partnership | SAP SuccessFactors Partner | --- ## Site Structure | Page | URL | Description | |------|-----|-------------| | Home | / | Workforce transformation overview, capabilities, delivery framework, proof points | | HCM Advisory | /services/advisory | Workforce technology strategy, organizational readiness, process redesign, governance | | Implementation | /services/implementation | End-to-end SAP SuccessFactors deployment across all modules | | Support & Optimization | /services/support | Hypercare, managed services, semi-annual release optimization, adoption analytics | | About | /about | Company story, team profile, delivery centers, competitive positioning, values | | Insights | /insights | Thought leadership on workforce transformation, change management, HR technology | | Careers | /careers | Join EC Experts — senior SAP SuccessFactors practitioners | --- ## Published Insights & Thought Leadership EC Experts publishes practitioner-led perspectives drawn from real-world implementation experience across Canada, the GCC, and Francophone Africa. All articles are available in English, French, and Arabic. ### Transformation 1. **[Why Workforce Transformations Stall — And How to Recover](https://www.ec-experts.com/insights/why-workforce-transformations-stall)** (Jan 2026, 5 min) Most implementation challenges stem from the same root causes: governance gaps, insufficient change leadership, and delivery models that prioritize utilization over outcomes. A diagnostic framework for getting back on track. 2. **[Five Lessons From the Field: What Makes or Breaks an HCM Implementation](https://www.ec-experts.com/insights/navigating-hcm-implementation-pitfalls)** (Oct 2024, 6 min) The difference between a workforce platform that transforms operations and one that frustrates users comes down to five structural decisions most organizations get wrong. 3. **[The Customization Trap: Why 90% of Legacy HR Complexity Doesn't Belong in the Cloud](https://www.ec-experts.com/insights/the-customization-trap)** (Feb 2026, 6 min) Organizations moving from on-premise to cloud HCM consistently try to rebuild their legacy customizations. The ones that succeed are the ones willing to leave most of that complexity behind. ### Strategy 4. **[Continuous Value Realization: Rethinking Post-Implementation Support](https://www.ec-experts.com/insights/continuous-value-realization)** (Nov 2025, 4 min) The traditional support model destroys the value created during implementation. An alternative approach that turns managed services into a compounding asset. 5. **[The Employee Experience Gap Most Organizations Refuse to Measure](https://www.ec-experts.com/insights/creating-exceptional-employee-experiences)** (Aug 2024, 4 min) Onboarding completion rates, performance review participation, learning hours logged. Most organizations track these metrics. Very few connect them to the experience outcomes that actually drive retention. 6. **[The Integration Architect Nobody Hired: Why Enterprise HCM Needs a Systems Thinker](https://www.ec-experts.com/insights/integration-architect-nobody-hired)** (Jan 2026, 6 min) Most implementation teams staff functional consultants and technical developers. Very few invest in a dedicated integration architect. That single decision determines whether the platform works as an ecosystem or a collection of silos. ### Employee Experience 7. **[Human-Led Change: Why Behavioral Science Outperforms Traditional Change Management](https://www.ec-experts.com/insights/behavioral-science-vs-change-management)** (Dec 2025, 7 min) Organizations that invest in persona-driven, behaviorally-informed change strategies achieve significantly higher adoption rates than those relying on conventional approaches. 8. **[Moments That Matter: Designing HR Technology Around Employee Lifecycle Events](https://www.ec-experts.com/insights/moments-that-matter-employee-lifecycle)** (Jan 2026, 5 min) Most HR platforms are configured around what HR needs. The best ones are designed around the moments employees actually care about: first day, first paycheck, first promotion, life events. ### Operations 9. **[Your HR Platform Is Configured. Is It Actually Making Anyone More Efficient?](https://www.ec-experts.com/insights/maximizing-efficiency-successfactors)** (Jun 2024, 5 min) Most organizations measure platform adoption. Few measure whether it reduced the time HR spends on work that should have been automated three years ago. 10. **[Payroll Migration Is Where Implementations Go to Die](https://www.ec-experts.com/insights/payroll-migration-where-implementations-die)** (Feb 2026, 7 min) Payroll is the most technically unforgiving workstream in any HCM implementation. Organizations that underestimate it learn the hard way that there is no recovering from a failed payroll run. 11. **[Knowledge Transfer Is a Myth. Knowledge Retention Is a Strategy.](https://www.ec-experts.com/insights/knowledge-retention-not-transfer)** (Jan 2026, 5 min) Every implementation plan includes a knowledge transfer phase. In practice, a four-week handover rarely transfers the institutional knowledge that took twelve months to build. 12. **[Time and Attendance in Unionized Environments: The Complexity Nobody Warns You About](https://www.ec-experts.com/insights/time-attendance-unionized-environments)** (Feb 2026, 6 min) Union collective agreements encode decades of negotiated rules about shift differentials, overtime cascades, premium pay triggers, and seniority-based scheduling preferences. Implementing time and attendance in these environments requires a level of rigor most implementation teams are not prepared for. --- ## Homepage Capabilities The homepage showcases six core capability areas: ### 1. Workforce Operations Transformation Every talent decision flows through a single foundation: how work is structured, how data moves, how operations scale. We redesign that foundation. Unified workforce data, automated complexity, and an operating model that performs at the speed your business demands. - Tags: Employee Central, Workforce Data, Operating Model ### 2. Talent Experience & Intelligence The war for talent is over. Talent won. Competing for the best people requires integrated experiences from first touchpoint through succession, powered by intelligence that anticipates rather than reports. - Tags: Talent Strategy, Experience Design, Intelligence Hub ### 3. Workforce Analytics & Strategic Planning Most organizations are data-rich and insight-poor. We build the intelligence layer that gives your C-suite foresight — not dashboards. - Tags: People Analytics, Workforce Planning, Strategic Intelligence ### 4. Enterprise Integration & Digital Architecture Workforce technology creates value when connected and cost when isolated. We architect the digital connective tissue between your HR platform, payroll engines, identity systems, and downstream applications. - Tags: Digital Architecture, Integration, Enterprise Ecosystem ### 5. Total Rewards & Benefits Transformation Benefits complexity is where ambition meets risk. Multi-carrier environments, pension matrices, executive health programs — this is where most implementations encounter their most consequential decisions. We bring the depth to get them right. - Tags: Total Rewards, Benefits Design, Carrier Integration ### 6. Continuous Value Realization Go-live is the starting line, not the finish. The most successful workforce platforms appreciate in value every quarter — through adoption analytics, release optimization, and continuous refinement. - Tags: Value Realization, Release Management, Continuous Improvement --- ## Service Pages ### HCM Advisory (/services/advisory) **Tagline**: The Most Expensive Mistake in Workforce Transformation Is Starting Without Clarity. Organizations that skip strategic alignment don't save time — they create the governance gaps, scope drift, and stakeholder misalignment that cause programs to stall six months later. **Capabilities:** 1. **Workforce Technology Strategy & Roadmap** - Current-state assessment & gap analysis - 3–5 year workforce technology roadmap - Business case with ROI projections - Vendor-neutral platform recommendations 2. **Organizational Readiness & Change Strategy** - Stakeholder impact analysis with personas - Behavioral readiness assessment - Human-centered change strategy - Adoption measurement framework 3. **Workforce Process Redesign** - End-to-end process mapping - Fit-to-standard analysis - Process optimization recommendations - Future-state workforce operating model 4. **Governance & Program Design** - 4-tier governance framework (Strategic → Operational) - RACI & decision rights matrix - Risk management & escalation model - Steering committee structure & cadence **Advisory Engagements:** - **Aerospace & Defense Manufacturer**: Delivered board-approved 3-year workforce technology roadmap. SAP later selected EC Experts to lead program recovery. - **Global Security Services Organization**: Designed human-centered change strategy that significantly increased manager adoption within six months — without re-implementing. - **Canadian Construction Leader**: Assessment to board approval in 6 weeks. Transformation completed on time and under budget. --- ### Implementation (/services/implementation) **Tagline**: Precision Delivery. Lasting Partnerships. Most workforce implementations fail because of how they're delivered — junior teams, fragmented accountability, and governance designed for billing, not outcomes. **Capabilities:** 1. **Workforce Operations & Core HR** - Organizational structure & position management design - Multi-entity, multi-union configuration - Data migration with rigorous accuracy targets - Payroll and downstream system integration 2. **Total Rewards & Benefits** - Complex eligibility rules with version control - Custom event handlers for non-standard triggers - Multi-carrier integration architecture - Automated eligibility audits pre-enrollment 3. **Talent Experience & Intelligence** - End-to-end talent experience workflows - Performance & goals calibration - Compensation planning integration - Talent Intelligence Hub configuration 4. **Enterprise Integration & Architecture** - SSO & identity federation - Enterprise integration architecture - Pre-built integration patterns - Real-time & batch integration flows **Implementation Engagements:** - **Global Security Services Organization**: Full-suite deployment across Canada with complex union rules, bilingual governance, and Center of Excellence. Multi-year partnership continues. - **Aerospace & Defense Manufacturer**: SAP-selected rescue — landscape stabilized in 3 weeks, all remaining modules delivered successfully. - **Canadian Construction Leader**: Multi-entity deployment including workforce operations, benefits, and recruiting. Delivered on time and on budget with rigorous data migration accuracy targets met. --- ### Support & Optimization (/services/support) **Tagline**: Go-Live Is the Starting Line. What Happens Next Determines the ROI. The team that delivered your platform is the team that supports, optimizes, and evolves it. Every quarter, your investment appreciates. **Capabilities:** 1. **Hypercare & Stabilization** - P1: 1hr response, 1-day resolution target (98% SLA) - P2: 2hr response, 5-day resolution (95% SLA) - Configuration adjustments & rapid fixes - Stabilization metrics & weekly reporting 2. **Managed Services** - Dedicated delivery lead & support team - Flexible onshore/offshore resourcing - Monthly service reporting & SLA tracking - Enhancement request pipeline management 3. **Semi-Annual Release Optimization** - Release impact assessment - Automated regression test execution - Feature adoption recommendations - Controlled rollout with zero disruption 4. **Continuous Platform Optimization** - Adoption analytics & action plans - Process optimization sprints - Capability expansion roadmap - ROI measurement & quarterly reviews **Support Engagements:** - **Global Security Services Organization**: Multi-year continuous partnership, L2/L3 support, semi-annual release optimization across multiple regions. - **Aerospace & Defense Manufacturer**: Seamless transition from recovery to continuous services, zero business disruptions. Learning and analytics delivered as optimization sprints. - **Canadian Construction Leader**: Adoption significantly increased within one quarter through persona-based design and targeted immersive training. --- ## Transformation Principles (Our Point of View) These are the structural decisions that separate programs delivering lasting value from those that don't: 1. **Fragmentation Is the Enemy of Transformation.** One partner. One team. From strategy through steady-state. Every time we've seen transformation stall, fragmented delivery was the root cause. 2. **Technology Enables. People Transform.** The most sophisticated platform in the world delivers zero value without adoption. Every engagement starts with the business outcome. Deep platform expertise paired with behavioral science drives sustained engagement. 3. **Employee Experience Is a Business Strategy.** Organizations that treat workforce technology as an employee experience investment achieve measurably higher adoption, faster time to value, and stronger talent retention. 4. **Seniority Isn't a Tier. It's the Standard.** The team that designs your solution is the team that builds, tests, and supports it. No rotation. No knowledge loss. Every person has the depth to make decisions and solve problems from day one. --- ## Human-Led Change Methodology Workforce transformations succeed or fail based on adoption. We've moved beyond conventional tactics (newsletters, training decks, town halls) to a behavioral science-backed methodology that creates lasting behavioral shift. ### Four Pillars: 1. **Personas & Impact Assessment**: Understanding the people behind the roles. Persona development and stakeholder impact analysis to design targeted strategies for each user group's concerns, motivations, and workflows. 2. **Psychological Safety & Leadership**: Transformation requires vulnerability. We establish psychological safety protocols and equip leaders to champion change authentically. 3. **Immersive Learning Experiences**: Replacing passive training with immersive experiences designed around real workflows and actual data. Scenario-based learning, guided simulations, and progressive mastery paths. 4. **Data-Driven Adoption Analytics**: Adoption isn't binary — it's a spectrum. We instrument every touchpoint to measure engagement, identify friction, and course-correct in real time. --- ## Delivery Framework A four-phase delivery framework with built-in quality gates: ### Phases: 1. **Discover & Align**: Business objectives and workforce technology vision aligned before a single dollar is spent. Stakeholder mobilization that surfaces resistance early. Data quality and legacy landscape assessed. 2. **Design & Validate**: Workshop-driven design with stakeholder sign-off at every iteration, not just at the end. Configuration built to minimize customization that creates long-term technical debt. Mock data conversions with rigorous accuracy targets. 3. **Deploy & Verify**: Integrated testing with automated regression — manual testing is where quality breaks down. Production cutover with documented runbook and zero-surprise criteria. Structured knowledge transfer. 4. **Stabilize & Evolve**: Post go-live stabilization by the team that built it — not a handoff to strangers. Seamless transition to continuous value realization. Semi-annual optimization cycles aligned to SAP releases that compound value over time. ### Built-In Quality Gates - Standards validation at each phase boundary - Data integrity gates with pre-enrollment eligibility audits - Integration contract testing with automated reconciliation - Cutover readiness checkpoint with defined success criteria - Adoption measurement baseline established before go-live --- ## Program Acceleration (Rescue & Recovery) Not every transformation starts on day one. Some of our most consequential work begins when a program has lost momentum, stakeholder confidence is eroding, and the organization needs a partner who can stabilize, re-baseline, and deliver. ### Case 1: Aerospace & Defense Manufacturer - **Context**: A global aerospace manufacturer's talent management program had stalled. Stakeholder confidence eroding. SAP selected us to lead the recovery. - **Action**: Landscape stabilized in three weeks. Scope re-baselined. Delivery cadence rebuilt. Every remaining module delivered successfully. - **Result**: SAP called us. We delivered. ### Case 2: Canadian Construction Leader - **Context**: A Canadian construction leader's workforce program had gone off-track. Timelines slipped. Team fragmented. Trust at zero. - **Action**: Re-baselined in three weeks. Structured governance with weekly demonstrations. Every module delivered on time, on budget. - **Result**: From derailed to the smoothest transformation they'd experienced. ### Case 3: Global Security Services Organization - **Context**: A large-scale global security organization had the technology. They didn't have adoption. Manager engagement was critically low. - **Action**: Human-centered change strategy using personas, immersive learning, and adoption analytics over six months. - **Result**: Significant adoption increase across the organization — without re-implementing a single module. --- ## Proprietary Accelerators 1. **Rapid Assessment Framework**: A structured 2–3 week discovery process — stakeholder interviews, data quality assessment, integration mapping, and risk analysis — producing a board-ready roadmap grounded in evidence. 2. **Data Migration Playbook**: Two mock loads plus one production load with rigorous accuracy targets, automated validation gates, and pre-enrollment eligibility audits. 3. **Test Automation Suite**: Pre-built regression scripts for core HR, benefits, talent, and payroll journeys. Automated reject analysis, re-run orchestration, and reconciliation. 4. **Human-Led Change Toolkit**: A comprehensive behavioral science framework — persona development, impact assessments, immersive training, and real-time adoption dashboards. 5. **Release Management Framework**: SAP's semi-annual release cycle as an opportunity — structured impact analysis, automated regression, feature adoption recommendations, and controlled rollout plans. 6. **Integration Pattern Library**: A comprehensive library of production-tested integration patterns for payroll, SSO, identity provisioning, and benefits carriers. Pre-built connectors for non-standard triggers and edge cases. --- ## About the Team **The Senior Leadership Team** — Former Partners. Architects. Industry Veterans. Our leadership team brings together former partners and practice leaders from the world's largest SAP SuccessFactors consultancies, enterprise architects who have designed workforce platforms for large-scale global organizations, and specialists in behavioral science and organizational change management. Each member independently built a career at the highest levels of the industry before converging on a shared conviction: the model was broken. Today, they lead a firm where every engagement is staffed with the same caliber of experience that other firms reserve for the sales pitch — because at EC Experts, the people who understand your business are the people doing the work. **Credentials:** - Deep collective experience in enterprise workforce transformation - Former practice leaders at the world's largest SuccessFactors firms - The team SAP calls when programs need to be rescued - Specialists in organizational change management and behavioral science --- ## Company Values 1. **Outcomes Over Billable Hours**: We measure success by what changes in your organization, not by how many hours we log. That's why clients stay year after year. 2. **Radical Transparency**: You'll always know where your program stands. We share the hard truths early because surprises at go-live are the one thing we refuse to deliver. 3. **Seniority as a Standard**: Every person on your team has the experience to make decisions, solve problems, and move with confidence. That's not a premium tier. It's the only tier we offer. --- ## Global Delivery Centers ### Montréal, Canada 🇨🇦 Home base. Strategy, program leadership, and the senior advisory team that leads every engagement. Fully bilingual (English/French), deeply embedded in the Canadian enterprise landscape. - Address: 1155 rue Metcalfe, Suite 1599, Montreal, Quebec H3B 2V6, Canada ### Chennai, India 🇮🇳 Technical backbone. Platform configuration, integration architecture, automated testing, and round-the-clock managed services for clients across time zones. ### Dubai, UAE 🇦🇪 Regional hub for the Middle East and Africa. Local regulatory knowledge, multi-currency complexity, and cross-border deployments that require nuance, not templates. - Address: Meydan Grandstand, 6th Floor, Meydan Road, Nad Al Sheba, Dubai, U.A.E. - Arabic entity: اي سي اكسبيرتس ميدل ايست اند افريكا ش.ذ.م .م-منطقة حرة ### Dakar, West Africa 🇸🇳 Francophone Africa centre. Local talent, local regulatory expertise, and a growing practice serving organizations expanding into emerging markets. --- ## Competitive Positioning: EC Experts vs. Traditional SI Firms | Dimension | Traditional SI Model | EC Experts Model | |-----------|---------------------|-----------------| | Who Does the Work | Partners sell. Delivery staffed with consultants who have 2–5 years of experience. | Same senior team (15+ years) from sale through delivery. | | What Drives Decisions | Technology-first. Configuration drives the engagement. | Business outcomes first. Technology serves the strategy. | | Who Owns the Outcome | Rotating teams and multi-vendor models dilute accountability. | One partner. One team. One outcome. From kickoff to steady state. | | How Fast You See Value | Sequential phases and change-order processes extend timelines. | Iterative builds with weekly demos. Working software from sprint one. | | What It Costs | Rates reflect large-firm overhead and junior bench utilization. | Senior expertise in the right time zone at a sustainable cost structure. | | What Happens After Go-Live | New contract, new team. Institutional knowledge walks out the door. | Same team, same knowledge. Seamless shift to continuous optimization. | --- ## Client Testimonials > "Three weeks to re-baseline. Every module on time. The same team from first workshop to hypercare. I've never experienced that kind of continuity in a transformation partner." > — **CHRO**, Canadian Construction Leader > "They built our Center of Excellence and they're still optimizing years later. When we need to move fast, they're the first call." > — **VP, Human Resources**, Global Security Leader > "We didn't re-implement anything. They drove meaningful adoption by understanding our people, not just our platform. That's a different kind of expertise." > — **Director, HR Technology**, Aerospace & Defense Manufacturer --- ## Proof Points - **Zero Team Rotations. Zero Knowledge Loss.** The team that designs your solution builds, tests, and supports it. - **Global Reach. Local Accountability.** Montréal. Chennai. Dubai. Dakar. Senior expertise in the right time zone, at the right cost point. - **Every Seat, a Senior.** No junior bench. No associates learning on your engagement. Every practitioner brings 15+ years of hands-on transformation experience. - **Bilingual. End to End.** Full delivery capability in English and French, from strategic advisory through steady-state operations. --- ## Frequently Asked Questions **Q: What SAP SuccessFactors modules does EC Experts implement?** A: The full suite — no gaps, no subcontracting. We deliver Employee Central, EC Payroll, Recruiting Management & Marketing, Onboarding, Performance & Goals, Compensation, Succession & Development, Learning, Workforce Analytics & Planning, Time Tracking, and Benefits. The difference is who does the work: every module is configured by practitioners who've delivered that exact module dozens of times across industries. You won't find anyone learning on your project. **Q: What SAP backend systems can you integrate with?** A: We work across the entire SAP landscape — S/4HANA, ECC, BTP, Integration Suite (CPI), Concur, Fieldglass — and well beyond it. Most of our clients also need us to connect to third-party payroll engines, identity platforms like Azure AD or Okta, benefits carriers, and time & attendance systems. We've built and hardened these integration patterns in production across multi-entity, multi-country environments, so we're not experimenting with your landscape. **Q: How is EC Experts different from a large system integrator?** A: The person you meet in the sales process is the person who delivers your program. That's not a tagline — it's how we operate. Large integrators sell with partners and staff with associates. We assign the same senior team from strategy through steady-state, with zero rotations. Every practitioner brings 15+ years of hands-on experience. It's why we've maintained 100% client retention since our founding in 2023. **Q: Can you support Canadian federal and provincial government programs?** A: Absolutely. Our onshore Canadian team holds Reliability and Secret level security clearances from previous federal engagements, eligible for renewal. We understand the realities of working in regulated Canadian environments — data residency, PIPEDA compliance, bilingual requirements, and the governance rigour these programs demand. Our Montréal center leads with fully bilingual, security-cleared practitioners. **Q: Do you have senior French-speaking SuccessFactors consultants?** A: We have the largest senior SAP SuccessFactors French-speaking practice in Canada. And we mean senior — every French engagement is led and delivered by native francophones who've spent their careers on the platform. Not translators, not junior bilingual resources. This matters for Quebec-based organizations, federal bilingual mandates, and our Francophone Africa work where fluency in both the language and the technology is non-negotiable. **Q: Does EC Experts deliver in the Gulf and GCC region?** A: Yes, out of our Dubai delivery center. We serve the UAE, Saudi Arabia, Qatar, Bahrain, Kuwait, and Oman with full Arabic, English, and French support. Our team has deep knowledge of WPS compliance, GOSI, and nationalization frameworks — Saudization, Emiratization — and we align workforce transformation programs with the strategic agendas driving the region, including Saudi Vision 2030 and We the UAE 2031. **Q: How long does a full-suite SuccessFactors implementation take?** A: Honestly, it depends on what "full suite" means for your organization. A typical end-to-end program runs 9 to 18 months. Most clients phase it: Employee Central and Core HR first, then Talent modules — Recruiting, Performance, Compensation, Succession — followed by Analytics and Learning. What shortens timelines is our model: the same senior team from design through go-live means no ramp-up cycles, no rework from knowledge gaps, and no surprises at cutover. **Q: Can you rescue a SuccessFactors program that's gone off track?** A: It's one of the things we're known for. When a program stalls — whether it's an Employee Central deployment, a Talent rollout, a benefits configuration, or an integration that's breaking — our practitioners can step in, assess what's actually wrong (not just what's visible), stabilize the delivery, and re-baseline the path forward. The same team stays through remediation and into steady-state. We don't fix and leave. **Q: What is your client retention rate?** A: 100% — every client we've served since founding in 2023 is still a client today. That's not because of multi-year lock-in contracts. It's because the value compounds: the team that knows your business keeps optimizing your platform quarter after quarter. Clients stay because it works. **Q: Where are your delivery centers?** A: Four locations, designed for coverage and cost efficiency. Montréal for strategy, program leadership, and bilingual senior advisory. Chennai for technical delivery, integration architecture, and managed services. Dubai as our Middle East and Africa hub. And Dakar for Francophone West Africa. You get senior expertise in your time zone, at the right cost point — without compromising on who does the work. --- ## Contact Information - **Email**: inquiry@ec-experts.com - **Phone (Canada)**: +1-514-292-2762 - **Phone (UAE)**: +971 50 477 4182 - **Website**: https://www.ec-experts.com - **Booking**: https://calendly.com/rajthayaparan - **Montréal Office**: 1155 rue Metcalfe, Suite 1599, Montreal, Quebec H3B 2V6, Canada - **Dubai Office**: Meydan Grandstand, 6th Floor, Meydan Road, Nad Al Sheba, Dubai, U.A.E.