Calling all SAP leaders!
On May 5th, Deloitte & Trinnovo Group are hosting an exclusive event in Zürich for experienced professionals.
Welcome to “The SAP Leadership Exchange”.
This invite-only session is designed to bring experts together for a closer look at how complex programmes are delivered and how teams are evolving.
You’ll hear directly from Deloitte’s SAP leadership team through a series of short, insight-led talks, covering programme delivery, transformation journeys, and how ways of working are changing in practice.
The session then moves into structured, peer-led roundtables, giving you the opportunity to explore key topics in small groups, share perspectives, and exchange practical approaches with others operating at a similar level.
If you’re leading SAP capability or transformation, this is a chance to step inside Deloitte’s SAP function and compare notes with peers facing the same challenges.
Contact our Commercial Director, Viki Dowthwaite, to find out more:
Here at Trust in SODA, we see both sides of the SAP market every day.
Clients trying to secure the leadership needed to deliver complex programmes. Candidates with more choice, more leverage, and less patience for slow processes.
“Do we actually have the leadership to deliver this?”
“Why is hiring taking this long?”
“Why are we changing the delivery model halfway through?”
They’re different organisations, but they’re all facing similar pressures. It’s leading to delayed pipelines, stretched teams, and directionless programmes.
While that pressure is real, it’s also where the strongest SAP teams are starting to pull ahead,
If you’re leading SAP delivery or building SAP teams, these are five trends you can’t afford to ignore.
1. SAP leadership demand is outpacing supply
S/4HANA programmes are continuing at pace, but leadership pipelines aren’t keeping up. Senior leaders are increasingly spread across multiple initiatives, and interim cover is becoming more common as a result.
In Switzerland, that pressure is being amplified by regulatory change. From pay transparency requirements across European entities to increasing scrutiny on how systems are structured and reported, there’s growing demand for SAP leaders who understand more than just delivery.
2. Delivery models are evolving mid-transformation
SAP delivery structures are no longer being set once at the start. Teams are adapting ways of working, governance, and architecture while programmes are already in motion.
In Switzerland, this is increasingly tied to digital sovereignty. Concerns around where data sits, how it’s accessed, and exposure to non-Swiss cloud environments are forcing organisations to rethink decisions mid-programme.
3. Hiring speed is starting to shape programme outcomes
SAP’s May 31, 2026 cutoff for Compatibility is right around the corner.
Organisations still relying on legacy functionality within S/4HANA are now working within a compressed remediation window, and the pressure to move quickly is building.
Candidates are well aware of this.
They’re prioritising programmes with clear direction and credible timelines, while organisations that can’t move fast enough are seeing delays, drop-offs, or stalled progress.
4. The balance of power in the SAP talent market has shifted
Experienced SAP professionals now have more choice and more visibility than before. They’re being more selective about the programmes they join, the leadership they report into, and the complexity they’re stepping into.
That shift is being accelerated by a broader market dynamic. With multiple SAP products reaching end-of-life support, organisations are being forced to upgrade, not plan for it. As a result, demand for experienced SAP talent is higher than it has been in years, with businesses competing for the same limited pool.
In Switzerland, that selectivity is even more pronounced where roles require exposure to regulated environments, cross-border compliance, or transformation at scale. Organisations are having to work harder to position not just the role, but the programme behind it.
5. The strongest SAP teams are being built with intent
As SAP teams begin integrating AI and automation, particularly through BTP and tools like Joule, the focus has shifted from what systems can do to whether decisions can be explained and audited.
That’s driving a renewed emphasis on Clean Core principles, data lineage, and governance, not as an afterthought, but as a foundation.
Hiring Support from Trust in SODA
The organisations making the most progress are the ones treating talent as a core part of their transformation strategy, not something to solve once delivery is already under pressure.
That means thinking earlier about leadership, moving with more clarity when the right people become available, and building teams with the kind of structure that can handle both technical and regulatory complexity.
If any of this feels familiar and you’d like to learn more about the shape of the current talent market, please get in touch with Trust in SODA directly; we’re happy to share what we’re seeing on the ground: https://www.trustinsoda.com/general-enquiries.