SAP roles fail on the details: a functional consultant who can configure but can't reconcile a botched migration, or an ABAP developer who writes code that dies under production volume. Kiyansh places senior, US-based SAP professionals on contract, contract-to-hire, and direct terms — screened by people who can actually read a spec and a stack trace. No offshore hand-off, no resume spam.
Tell us what you need →We staff the full SAP surface: functional consultants across modules (FICO, MM, SD, PP, WM/EWM, SuccessFactors, Ariba), technical ABAP developers, and S/4HANA specialists working on greenfield builds, brownfield conversions, and RISE migrations. Every candidate we put forward is senior and US-based, and the person you interview is the person who does the work — we do not front a strong resume and staff the seat with someone junior offshore.
Engagement types cover contract (project-duration or backfill), contract-to-hire (evaluate on a live project before converting), and direct placement when you want the role on your own payroll. Where the right fit is an H-1B contractor, we handle that cleanly and only when it genuinely serves the role — status is never a substitute for skill.
We also work as a sub-vendor to MSPs and prime vendors on private-sector and government SAP engagements, so if you're a prime holding a requisition you can't fill from your own bench, we can supply vetted talent under your paper without the usual layers of markup and dilution.
Screening is done by people who understand SAP, not keyword matchers. For functional consultants we probe configuration depth — how they'd handle a specific FICO period-close problem, an intercompany posting, a pricing procedure in SD, or a movement-type conflict in MM — plus integration awareness across modules and downstream reporting. Anyone can list 'FICO' on a resume; we make them explain a real config decision and its side effects.
For ABAP developers we look at actual work: RICEF objects they've built, how they approach performance (Open SQL vs. legacy SELECTs, internal-table handling, HANA-optimized code, CDS views and AMDP), and whether they understand the shift to clean core and RAP on S/4HANA. We ask for reasoning about a debugging scenario, not a memorized syntax list.
For S/4HANA we separate people who've read about conversions from people who've done them — SUM/DMO, the Simplification Item Catalog, custom-code remediation (SPDD/SPAU, the ATC checks), Fiori/OData exposure, and data migration reality. We check references on delivery, not just tenure, and we're candid with you about where a candidate is genuinely strong versus adequate.
On the technical side the signals worth weighting are hands-on ABAP with modern extensions — CDS views, AMDP, RAP, BTP/ABAP Environment, OData and Fiori/UI5 — plus SAP Activate methodology fluency for anyone touching an implementation. For integration roles, real exposure to SAP Cloud Platform Integration (CPI/Integration Suite), IDocs, BAPIs, and PI/PO tells you more than a title does.
Certifications are a filter, not proof. An S/4HANA certification (functional or technical) confirms baseline currency, which matters given how fast the platform moves, but we treat it as one input alongside demonstrated project work. A certified consultant who's never touched a live conversion is not the same as an uncertified one who's shipped three — and we'll tell you which you're looking at.
We match to your actual stack. Whether you're on ECC and planning a move, mid-conversion to S/4HANA, or running RISE, we screen for the specific version, deployment model, and modules in play rather than sending generically 'SAP' people and hoping one sticks.
Contract is the default for project spikes, conversion waves, and specialist gaps you don't need permanently. Contract-to-hire suits roles you intend to keep but want to de-risk — you see real output on a live project before committing to a conversion. Direct placement is for core team roles you want owned in-house from day one. We'll tell you which model fits the requisition rather than pushing whichever pays us more.
On time-to-fill, be skeptical of anyone promising same-day submittals for niche SAP skills. For common functional and ABAP roles, expect qualified, screened candidates within roughly one to two weeks. For scarcer combinations — a specific module plus S/4HANA conversion experience plus your industry — plan on two to four weeks to do it right. We'd rather send you three genuinely vetted people than twenty padded resumes you have to filter yourself.
US-based and senior. The consultant you interview is the one who does the work — no offshore hand-off, no bait-and-switch. Where an H-1B contractor is the right fit for a role, we handle it cleanly, but skill comes first.
Yes. We regularly supply SAP talent as a sub-vendor to MSPs and prime vendors on both private-sector and government engagements, working under your paper without unnecessary markup layers.
People who know SAP run the screen. Functional candidates walk through real config decisions and their side effects; ABAP developers are assessed on RICEF work, performance, and modern extensions like CDS, RAP, and AMDP; S/4HANA specialists are checked on real conversion experience — SUM/DMO, custom-code remediation, and data migration — with references on delivery, not just tenure.
Tell Kiyansh Group the SAP role you need to fill — module, version, and timeline — and we'll come back with vetted, US-based candidates, not a stack of resumes.
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