In today’s rapidly evolving technology landscape, the demand for ERP, enterprise applications and digital transformation talent continues to accelerate. For recruiters operating in the SAP, Oracle and Microsoft space, staying ahead of the curve is essential. Below we explore the major trends shaping the market — and what they mean for candidates and clients.
Across all three vendor ecosystems, one of the dominant themes is the shift from on-premises to cloud-based deployments.
For SAP, its cloud revenue climbed ~22% in a recent quarter, with rising backlog and the push of its cloud ERP and business suite offerings.
A 2023 report by Gartner placed Oracle, SAP and Microsoft as leaders in the cloud ERP market — underlining that enterprises are choosing solutions such as Oracle Fusion Cloud ERP, SAP S/4HANA Cloud and Microsoft Dynamics 365.
This trend is creating strong demand for consultants, implementation specialists and support professionals who know cloud modules, hybrid architecture and migration strategy.
Implication for recruitment:
Clients are increasingly looking for talent with cloud-first experience (e.g., cloud deployment, architecture, SaaS model) rather than just legacy on-premise skills. Candidates with certifications, hands-on cloud migration experience and multi-vendor knowledge will stand out.
The lines between vendor ecosystems are blurring. Many organisations now deploy hybrid landscapes that involve SAP, Oracle and Microsoft technologies together (or via integrations). Meanwhile a growing emphasis on skills rather than simply degrees is emerging.
Additionally:
The recruiting / HR software market (including modules provided by Oracle, SAP, Microsoft) remains dominated by the big four vendors. A 2025 survey found that Microsoft, SAP and Oracle accounted for substantial deployment share in enterprise HR applications.
For candidates, this means knowing one system (say SAP) is often not enough — clients increasingly value cross-platform understanding (e.g., SAP + Microsoft integrations, or Oracle + Microsoft Azure tie-ins).
Implication for recruitment:
When seeking roles, candidates should emphasise their adaptability, ecosystem awareness (for example: ERP + CRM + cloud integrations) and willingness to learn complementary platforms. For clients, recruitment strategy should highlight this cross-vendor flexibility as a differentiator.
As cloud migration, digital transformation and hybrid systems accelerate, so too does the demand for specific niche skills in the Oracle/SAP/Microsoft arena. Skills such as:
Migration to SAP S/4HANA or Oracle Fusion Cloud
Implementation of Microsoft Dynamics 365 for large enterprise
Integration architecture, data modelling, and third-party add-on modules
Change-management competencies, and post-go-live support in cloud context
With competition high, candidates who have proven track records in complex implementations are commanding premium attention. Also, the supply of such specialists remains tight — which is good news for recruiters and staffing firms well-versed in these markets.
Another major trend: Vendors are embedding AI, automation and analytics into their ERP suites to deliver higher business value (not just “systems installed”).
SAP, for example, is focusing heavily on Business AI and infusing intelligent features in its cloud applications.
Microsoft and Oracle are similarly expanding their cloud and AI-infrastructure footprints (Oracle’s recent European investment drive being a good example).
This means that businesses recruiting for ERP systems aren’t just hiring for technical setup — they’re looking for talent who understand data-driven decision making, analytics, process automation and business-outcome alignment.
Implication for recruitment:
The most in-demand professionals will be able to speak business language (cost savings, process improvement, ROI) as well as technology. Recruitment campaigns should emphasise this blend of business plus technical skills.
While global trends dominate, there are important regional nuances:
In Europe and the UK, many enterprises are still completing “lift and shift” migration projects, or managing hybrid on-premise + cloud transitions (especially in the SAP market).
In North America, the cloud-first model is stronger, and demand for multi-country, multi-entity ERP roll-outs remains robust.
Global delivery models, remote consulting and distributed teams are now commonplace in ERP implementations — meaning recruiters must hunt for talent comfortable with remote/hybrid working, timezone flexibility and global project exposure.
For a recruitment firm like Ellis, there are a number of practical take-aways:
Contract talent remains in demand — especially for migration sprints, go-live phases and temporary support post-implementation.
Permanent hiring is also healthy for firms building long-term ERP capability (cloud program leads, enterprise architects, transformation managers).
Agencies should emphasise value-added service: market insight, talent pipeline, and the ability to source rare skills (e.g., SAP S/4HANA Finance + AI, Oracle Fusion Cloud + Azure, etc.).
Keeping a strong database of multi-vendor talent is essential, as clients increasingly require flexible cross-platform expertise rather than single-vendor only.
In summary: The ERP/enterprise applications market is moving fast — cloud, AI, integration and ecosystem knowledge are now the norm, not the exception. For the SAP, Oracle and Microsoft talent-markets: those who stay ahead of cloud migration, upskill in niche modules, and position themselves as business-value experts will be in demand. For recruitment organisations like Ellis, the opportunity lies in providing candidates and clients with insight, access and agility in these high-growth areas.