Workday 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 people who have built and operated Workday in production.
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.
What this hire really comes down to
Workday expertise requires a precise understanding of global financial and human capital systems, where accuracy and integration reliability are paramount. We work with complex, multi national organizations that rely on these platforms for their core operational heartbeat. Our goal is to ensure that every deployment, whether payroll or financial planning, is optimized for scalability, compliance, and user accessibility throughout.
Success in this environment involves not just configuration proficiency but also deep knowledge of the underlying data structures that govern employee lifecycles and financial records. Your hire will bridge the gap between human resource needs and technical delivery, ensuring that integrations remain reliable as the organization grows and business requirements shift toward more automated and data driven decision making models.
What we check before you see anyone
Certification Level Verification
We verify your active certifications across key modules, looking for evidence of deep mastery rather than just broad coverage. It is important to know how you stay current with the biannual release cycles. Tell us about a specific module where you have gone beyond basic configuration to uses advanced features, optimizing the system for complex enterprise workflows and unique reporting needs.
Core Module Proficiency
We evaluate your experience with core modules like HCM, Financials, or Payroll by focusing on the candidate's ability to handle complex configuration requirements. You should demonstrate knowledge of business process frameworks, security groups, and tenant configuration. Explain how you have configured these systems to support distinct business rules across different geographic regions, ensuring local compliance while maintaining a standard global process structure.
Deployment History Scope
Your experience with full lifecycle deployments is critical. We look for candidates who have managed projects from initial discovery and requirements gathering through to post production hypercare. Discuss the number and scale of deployments you have led, the types of challenges you encountered during data migration, and how you managed the inevitable scope creep that occurs during complex global enterprise rollouts.
Integration Design Capability
Integrations are the lifeline of a successful deployment. We assess the candidate's ability to build and maintain complex connectors, including EIBs, Core Connectors, and Studio integrations. Describe your methodology for handling data synchronization with third party benefits providers or payroll systems, emphasizing error handling, security logging, and your approach to testing and validating data across disparate systems and complex interface requirements.
Consultant vs Customer
Whether you have worked for a partner or directly within a customer team, we look for a balanced perspective on implementation strategy. We evaluate the candidate's ability to drive long term ownership and sustainability in the system. Explain how you balance the need for quick delivery with the requirement for long term maintainability, especially when facing pressure from executive stakeholders for immediate functionality.
Adaptive Planning Skills
Adaptive Planning requires a unique blend of financial modeling and technical configuration. We look for candidates who can build complex models that support accurate forecasting and budgeting. Discuss your experience with sheet configuration, formula building, and data integration with the core financial module. We assess the candidate's ability to simplify complex financial logic into a model that end users can easily work through.
Where we find them
We source specialists from elite consultancies that focus on large scale global deployments, looking for individuals who have been through the rigor of massive, multi year transformations. These experts bring a disciplined approach to configuration and integration that is essential for our business model. They are often the ones who have successfully work through the complexities of enterprise scale requirements daily.
Additionally, we identify in house experts who have shepherded their organizations through the post deployment lifecycle. These candidates have a unique perspective on the long term operational impacts of initial design decisions. Their experience in balancing routine maintenance with new feature adoption is invaluable for organizations looking to optimize their existing investments and drive continuous improvement across all modules.
Mistakes we see
Treating a credential as the answer
Do not let certification level verification become a keyword filter. Tell us about a specific module where you have gone beyond basic configuration to uses advanced features, optimizing the system for complex enterprise workflows and unique reporting needs.
Leaving the actual scope out
Put the responsibility for core module proficiency in the brief, including who helps the hire and who decides. We evaluate your experience with core modules like HCM, Financials, or Payroll by focusing on the candidate's ability to handle complex configuration requirements.
Waiting until the offer to discuss the work
Discuss what the person will own in deployment history scope before the interview loop. Discuss the number and scale of deployments you have led, the types of challenges you encountered during data migration, and how you managed the inevitable scope creep that occurs during complex global enterprise rollouts.
The search in three steps
Agree the brief
The process begins with an in depth review of your experience across specific deployment phases. Your hire will walk us through a major project, highlighting your contributions to requirement gathering, configuration, and testing. We evaluate the candidate's ability to handle complex stakeholder needs and your commitment to maintaining clean, sustainable configuration standards throughout the lifecycle of a large enterprise platform deployment project.
Find and speak with people
The second stage features a technical assessment where you solve a real world integration or modeling challenge. You must demonstrate the candidate's ability to think through the impacts of your configuration on downstream business processes and financial reporting. We value the candidate's ability to anticipate potential pitfalls, manage data security requirements, and deliver solutions that are both scalable and compliant with global standards.
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 adaptive planning skills. 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 certification level verification and core module proficiency, rather than promising a date before the brief is clear. We verify your active certifications across key modules, looking for evidence of deep mastery rather than just broad coverage.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving certification level verification, 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 adaptive planning skills.
Should this role be remote or on site?
Experience with certification level verification and core module proficiency does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about adaptive planning skills, so we approach people who can accept the arrangement.
How will you check fit before we interview?
We verify your active certifications across key modules, looking for evidence of deep mastery rather than just broad coverage. It is important to know how you stay current with the biannual release cycles. We evaluate your experience with core modules like HCM, Financials, or Payroll by focusing on the candidate's ability to handle complex configuration requirements.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering certification level verification and core module proficiency 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 adaptive planning skills, 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.
Where we fill this role
- Fintech, Payments and Insurtech
- Banking, Capital Markets and Trading
- Healthtech and Digital Health
- Health Systems, Payers and Provider IT
- PE-Backed Software
- Enterprise and Fortune 1000
- Ecommerce, Retail and Marketplaces
- Govtech, Defense and Aerospace (Cleared)
- Construction Tech and Proptech
- Manufacturing, Industrial and IoT
- Energy, Utilities and Climate Tech
- Consulting, MSPs and Systems Integrators
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.