SAP Jobs Berlin: Why 70% of unfilled positions are due to the wrong recruitment strategy
Your SAP position has been vacant for over 90 days, and each additional sprint costs you 15% in productivity? You're not alone. The competition for SAP jobs in Berlin is fierce, but most companies fail due to outdated recruiting processes, not a lack of talent.
The topic in brief and concise terms
The shortage of IT specialists in Germany is urgent, with 149,000 vacancies, driving the average vacancy period for IT positions to 7.7 months.
In Berlin, the average salary for SAP developers is €69,240, which further intensifies the competition for a limited pool of talent.
A specialised and process-oriented recruiting approach can reduce the hiring time from over seven months to less than 30 days.
<p>The Berlin tech market is booming, and the demand for qualified SAP specialists far exceeds supply. Currently, there are over 1,300 open SAP positions in Berlin, while across Germany, 149,000 IT positions remain unfilled. Many CTOs and HR managers invest up to 50 hours in ineffective searches, only to end up with unsuitable candidates. This article shows you a straightforward way to reduce this process from an average of 7.7 months to just a few weeks and find the right experts who will truly advance your company. We break down the process into three clear, actionable steps.</p>
The Berlin SAP market in figures: An analysis of the facts
Content
The Cost of a Poor Hiring Decision: More Than Just a Salary
An unfilled SAP position costs far more than the lost salary. Each month of vacancy can increase project costs by up to 25% due to delays and efficiency losses. The average time to fill an IT position is 7.7 months, which can mean a loss of over €50,000 for a single project. A poor hire is even more expensive and can incur direct and indirect costs of up to three years' salary.
To minimise these risks, a precise selection process is crucial. Here is a checklist for evaluating potential candidates:
Proven project successes: At least three successful projects of a similar scale.
S/4HANA experience: Practical experience with at least two S/4 HANA migration or implementation projects.
Industry expertise: Understanding of the specific processes in your industry (e.g., finance, logistics).
Cultural fit: Alignment with the values and ways of working of your team, validated by two references.
Communication skills: Ability to convey complex technical matters to non-technical stakeholders.
These criteria help differentiate the wheat from the chaff and assess a candidate's actual performance capabilities.
In 3 Steps to Successful Recruitment: A Tried-and-Tested Plan
A structured process is the key to reducing the time to fill by over 80%. Instead of searching for months, you can find the right experts in just a few weeks. The decisive factor is a clearly defined kick-off that refines the search parameters by 90%. This is how the proven three-step approach works, which we have perfected at Nova Search for Java teams and can be applied to any tech role:
Kick-off Call (Day 1): In a 60-minute conversation, we define the exact requirement profile. We not only discuss technical skills but also the three most important business goals the new person should achieve.
Targeted Search & Approach (Days 2-4): Based on the profile, we identify a pool of 50-70 potential candidates. We personally and directly approach the 10-15 most promising talents.
Presentation of Profiles (Day 5): You receive a carefully selected choice of two to three vetted candidates. Each proposal includes a detailed analysis of why exactly this person fits your goals and team.
This approach shifts the focus from quantity to quality, ensuring you invest your time only with the top 5% of available talents.
Candidate Persona: What Top SAP Talents in Berlin Really Want
To attract the best SAP experts, you need to understand what motivates them. A high salary alone is no longer sufficient; freelance consultants can already earn between 90,000 and 130,000 euros. For 8 out of 10 top candidates, other factors are more important. These include challenging projects, particularly in the area of S/4HANA transformations, that have a measurable impact on the business.
Flexibility is also a key factor. At least 60% of working time in the home office is a basic requirement for many experienced consultants. They are also looking for a clear technological vision and modern development environments. Companies still using outdated systems are losing in the competition for talent. A specialised SAP headhunter understands these needs and can position your offer accordingly to attract the right candidates.
Specialisation as a competitive advantage in recruiting
The tech market is too complex for generalists. A recruiter who was looking for a marketing manager yesterday and an SAP consultant today cannot build the necessary expertise. At Nova Search, we focus 100% on German-speaking Java developers. This specialisation allows us to present initial candidates in just five days – a process that often takes more than six weeks with non-specialised agencies.
Why is this focus so crucial? Because we understand the community, the technologies, and the candidates' motivations in detail. We know which conferences they attend and which open-source projects they follow. This approach can be applied to any niche. If you need to fill a critical SAP position, you need a partner who knows the difference between SAP FI/CO and SAP EWM. Only in this way can you ensure that the candidates presented not only match your technical requirements but also strategically align with your goals. Learn more about our specialised services.
More useful links
Statistisches Bundesamt (Destatis) offers comprehensive information and statistics on the subject of skilled workers in Germany.
Destatis published a press release in November 2022 regarding the shortage of skilled professionals in Germany.
Bundesagentur für Arbeit provides a PDF document with statistics and information on academics in the computer science profession.
Bitkom discusses the IT skills shortage in Germany in this press release.
Bitkom offers charts and graphics on the IT skills shortage in Germany in this PDF file, including forecasts up to 2040.
Deutscher Industrie- und Handelskammertag (DIHK) sheds light on the skills shortage and related structural problems in a detailed article.
DIHK presents the results of the 2025 digitalisation survey in a PDF file here.
KPMG released a press release on a study about top trends in German companies that prioritise digital transformation.
FAQ
How long does it take to fill an open SAP position in Berlin?
On average, filling an IT position in Germany takes 7.7 months. With a specialised recruitment partner like Nova Search, which applies a focused process, this time can be reduced to less than 30 days.
What can I do to become more attractive as an employer for SAP experts?
Offer more than just a good salary. Flexible work models (at least 60% remote), clear development prospects, modern technologies (S/4HANA), and challenging projects are crucial to attract top talent.
Is it worth collaborating with a specialised headhunter?
Yes. A specialised consultant knows the market, has access to passive candidates, and can accurately assess professional suitability. This saves you time, reduces the costs of a prolonged vacancy, and significantly lowers the risk of a misplacement.
How does the process start with Nova Search?
The process begins with a free and non-binding strategy conversation. In this 60-minute call, we will analyse your specific requirements and show you how we can find the first suitable Java candidates for your team within five days.
