Business Systems Administration and Systems Analysis Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
Find working specialists across Business Systems Administration and Systems Analysis, qualified for the scope you need.
No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
Every title we cover
- Systems Analyst
- ERP Administrator
- ERP Support Analyst
- CRM Administrator
- SharePoint Administrator
- Google Workspace Administrator
- Atlassian (Jira and Confluence) Administrator
- Business Applications / SaaS Administrator
- UKG (Kronos) Administrator
- EDI Analyst
- RPA Developer
- Junior Systems Analyst
- Senior Systems Analyst
- Senior ERP Administrator
- Business Systems Manager
Business systems administrators and analysts keep the applications that run the company working: the ERP that posts invoices, the CRM that holds the pipeline, the collaboration suite, the workflow tools, the timekeeping platform, the integrations that move orders between partners, and the bots that handle repetitive tasks. The family includes systems analysts, ERP administrators and support analysts, CRM administrators, SharePoint, Google Workspace and Atlassian administrators, business applications and SaaS administrators, UKG administrators, EDI analysts and RPA developers. Buyers hire here when a system has become too important for a part-time owner, after a go-live that left a gap, or when finance and operations leaders are tired of waiting on engineering to change a field.
What matters most is that these roles sit between business process and technology. An excellent administrator understands why a purchase order approval is built the way it is, not just where the setting lives. Many applicants are strong in one half, either process people who lack systems rigor or technicians who lack interest in business rules. Cross-links to our enterprise applications work are deliberate: the same person may be hiring for an architect, an analyst and an administrator in one platform. We help you decide how much configuration, scripting and integration the role includes, what governance and change control exist, and how the administrator will work with auditors, vendors and key users.
What we screen for
Platform credentials and scope
We look for platform-specific evidence such as Salesforce Administrator, Microsoft 365 and SharePoint credentials, Google Workspace administrator experience, Atlassian certifications, UKG product certifications, and ERP module experience in the relevant suite. We ask what the candidate personally configured, which reports or workflows they built, and what they would not change without approval. Scope statements such as supported the ERP tell us little.
Process and analysis
For analysts we test requirements gathering. We describe a messy request, such as a manager wanting a field added to a form, and see whether the candidate asks about the process behind it, who else is affected and how success will be measured. We look for diagrams, written requirements and user acceptance plans from past work. Good analysts leave documentation that the next person can use.
Integration and automation
For EDI analysts we ask about transaction sets, partner onboarding, mapping tools and how failures are monitored. For RPA developers we look for UiPath or Power Automate experience, exception handling, credential management and how bots are maintained after the process changes. Both groups should explain how they test before production, and how they recover when a partner or screen changes unexpectedly.
Red flags
Be wary of administrators who make changes directly in production with no record, who hold all knowledge in their heads, or who grant themselves broad access without discussion. For finance systems, any dismissal of segregation of duties is a concern. RPA developers who build bots with hard-coded credentials, and analysts who gather requirements only from one stakeholder, create hidden risk that appears later in audits.
Where we find them
Business systems talent comes from sources that look different from engineering pools. Power users in finance, supply chain, human resources and sales operations who became the unofficial administrator are one source. Consultancy and reseller analysts who implemented platforms for many customers are another. Internal application support teams, help desk analysts who gravitated toward systems, and accounting staff who learned report tools complete the set. For integration roles we look at supply chain, logistics and retail operations where trading partner connections matter.
We tailor sourcing to the platform because platform communities are tight and specific. Some are anchored in finance departments, others in marketing and sales operations, others in workplace technology teams. We avoid naming employers and instead search by function and tool history. For RPA developers we also consider developers who moved from scripting and quality assurance. In every case we validate hands-on work, since many candidates have only observed the system through a vendor course.
Dedicated pages in this family
- Systems Analyst
- ERP Administrator
- CRM Administrator
- SharePoint Administrator
- EDI Analyst
- RPA Developer
- ERP Support Analyst
- Google Workspace Administrator
- Atlassian (Jira and Confluence) Administrator
- Business Applications / SaaS Administrator
- UKG (Kronos) Administrator
- Junior Systems Analyst
- Senior Systems Analyst
- Senior ERP Administrator
- Business Systems Manager
Related work in other families
How a Business Systems Administration and Systems Analysis search runs
We open by learning which systems you run, who owns them today, how change is approved and what your next twelve months of planned work looks like. We also ask about audit exposure and integrations. This lets us write a scorecard that separates must-have platform depth from areas where a quick learner is acceptable. Candidates are screened for hands-on work, then asked to complete a scenario that resembles one of your open problems.
We are direct when the market for a specific platform is narrow. Niche administrator roles, particularly on older or specialized suites, may take time and a flexible location policy. We outline trade-offs between hiring a specialist and growing a strong generalist with vendor training. Contract coverage may suit a migration or a backlog, quoted individually, and we recommend permanent placement for the owner of a system you intend to keep running.
What happens next
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for platform credentials and scope and process and analysis, rather than promising a date before the brief is clear. We look for platform-specific evidence such as Salesforce Administrator, Microsoft 365 and SharePoint credentials, Google Workspace administrator experience, Atlassian certifications, UKG product certifications, and ERP module experience in the relevant suite.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving platform credentials and scope, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for integration and automation.
Should this role be remote or on site?
Experience with platform credentials and scope and process and analysis does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about integration and automation, so we approach people who can accept the arrangement.
How will you check fit before we interview?
We look for platform-specific evidence such as Salesforce Administrator, Microsoft 365 and SharePoint credentials, Google Workspace administrator experience, Atlassian certifications, UKG product certifications, and ERP module experience in the relevant suite. We ask what the candidate personally configured, which reports or workflows they built, and what they would not change without approval. For analysts we test requirements gathering.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering platform credentials and scope and process and analysis in the recruiting agreement before the search proceeds.
What if the hire does not work out?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Make sure the agreed scope includes what you expect of integration and automation, rather than leaving that discussion until after the start.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Related roles and stacks
How a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Working with Technology Headhunters
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.