ERP Administrator Recruiters | Contingency ERP Administrator Headhunters

No upfront fee
Pay only if you hire
Technology only
We reach engineers who aren't on job boards
Replacement guarantee on standard searches

ERP AnalystERP Systems AdministratorERP AnalystERP Systems Administrator

What this hire really comes down to

An ERP administrator keeps the system of record for finance, inventory and operations running correctly. Buyers are mid-market companies whose ERP has become too important to be left to a consultant on retainer, manufacturers and distributors with a growing list of user requests, and finance teams that have outgrown spreadsheets and need someone who understands both the ledger and the platform. The role is partly technical and partly relational, and trust from the finance team is essential.

Platform depth matters more than breadth. Microsoft Dynamics 365 Business Central, with the MB-800 credential, differs from Acumatica, Epicor, Infor and Sage Intacct in architecture, customization approach and terminology. A candidate with years on one platform can learn another, but not instantly. Security roles, user provisioning, report writing, workflow configuration and period-end support are the recurring duties, along with coordinating upgrades and testing customizations from partners.

Controls are a quiet part of the role. Segregation of duties, approval limits and change records matter in any audited company. An administrator who grants broad access for convenience creates a finding. Equally, one who locks everything down and slows month-end close creates a different problem. The best administrators understand how accounting actually works, ask finance what they need and explain what the system can and cannot do. Many of the strongest come from accounting backgrounds.

What we check before you see anyone

Platform depth
We ask which ERP platforms the candidate has administered, for how long, at what company size and through which upgrades. For Business Central, we discuss MB-800 content such as setup, dimensions, posting groups and extensions. For other platforms we ask equivalent configuration questions. We prefer concrete examples such as a new company setup or a chart of accounts restructure over product-feature recitations.
Security roles and access
We ask how they design roles, handle a request for conflicting permissions, document approvals and review access periodically. We ask about a time when a user could post and approve the same transaction and what they did about it. Candidates from audited environments usually have strong answers. Those without audit exposure may need training.
Report writing
We ask which reporting tools they have used, whether built-in designers, SQL, Power BI or third-party add-ins, and about a report that changed how finance worked. We probe how they validated that the report matched the ledger. A report that looks right but does not reconcile is dangerous.
Month-end and upgrade support
We ask how they support the close: locking periods, resolving posting errors, correcting misapplied transactions and coordinating with accounting. We ask how they test an upgrade, what environments they use and how they communicate downtime. These answers reveal operational maturity.
Red flags
Be careful with candidates who are unfamiliar with accounting basics, who customize heavily without documenting, or who rely on a consultant for every change. Also note anyone who cannot describe how they handled data cleanup or a failed integration.

Send Us Your Open Role Book a 15-minute call with Ivan Call 305-306-4829

Where we find them

ERP implementation partners are a strong source. Consultants have seen many configurations and have formal platform training, and some want a single environment and steady ownership. Their typical gap is the daily operational rhythm of a company after go-live, which we discuss with them.

Mid-market finance and manufacturing IT teams form a second pool. Administrators there know their business processes and users and have lived through upgrades. A third pool is accounting staff who became the person who understood the system: senior accountants, financial analysts or controllers who learned configuration and reporting. Their domain knowledge is deep, and their technical gaps can be filled with training and a good partner.

We also meet distribution and manufacturing operations staff who administered inventory modules, and database or report developers moving closer to the application. For each, we tell you whether the strength is accounting, platform, reporting or operations, and what the next hire or consultant needs to cover.

Mistakes we see

Treating a credential as the answer
Do not let platform depth become a keyword filter. We prefer concrete examples such as a new company setup or a chart of accounts restructure over product-feature recitations.
Leaving the actual scope out
Put the responsibility for security roles and access in the brief, including who helps the hire and who decides. We ask how they design roles, handle a request for conflicting permissions, document approvals and review access periodically.
Waiting until the offer to discuss the work
Discuss what the person will own in report writing before the interview loop. A report that looks right but does not reconcile is dangerous.

The search in three steps

Agree the brief
We begin by asking which ERP you run, which modules are in use, how many users there are and who currently handles changes. We also ask about your auditors, the role of any implementation partner and whether the administrator will manage integrations. These details let us narrow to a candidate with the right platform history.
Find and speak with people
We screen candidates on platform detail and accounting understanding, and our summary lists each platform and version they have supported, the size of the organization and the evidence for their security and reporting experience. We note uncertainty plainly.
Introduce the people who fit
We send a written brief on each person you meet, including why the work fits and the questions still worth asking about red flags. You decide who to interview. We help with the conversations through the offer.

Questions about this search

When will we see a shortlist?

We agree the search plan after checking your requirements for platform depth and security roles and access, rather than promising a date before the brief is clear. We ask which ERP platforms the candidate has administered, for how long, at what company size and through which upgrades.

What if a candidate gets a counteroffer?

We ask what would make someone leave work involving platform depth, 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 month-end and upgrade support.

Should this role be remote or on site?

Experience with platform depth and security roles and access does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about month-end and upgrade support, so we approach people who can accept the arrangement.

How will you check fit before we interview?

We ask which ERP platforms the candidate has administered, for how long, at what company size and through which upgrades. For Business Central, we discuss MB-800 content such as setup, dimensions, posting groups and extensions. We ask how they design roles, handle a request for conflicting permissions, document approvals and review access periodically.

How does the fee work?

No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering platform depth and security roles and access 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 month-end and upgrade support, rather than leaving that discussion until after the start.

Pay snapshot