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# SAP SuccessFactors Support Engineer (Recruiting & Onboarding) We are seeking an SAP SuccessFactors professional to provide application support for an existing live SAP SuccessFactors environment, primarily covering Recruiting and Onboarding modules. The role will focus on ticket resolution, change requests, user support, and minor enhancements. The selected candidate may also have an opportunity to participate in a future migration/implementation project involving SAP SuccessFactors Smart Recruiting. ## What You'll Do - Provide L2/L3 support for SAP SuccessFactors Recruiting and Onboarding modules. - Manage and resolve incidents, service requests, and change requests within agreed SLAs. - Analyze, troubleshoot, and resolve application issues. - Perform configuration changes and minor enhancements as required. - Work closely with business users and HR stakeholders to understand support needs. - Participate in testing, release management, and production support activities. - Maintain documentation, knowledge articles, and support procedures. - Support integration-related issues involving SuccessFactors modules. - Contribute to future SAP SuccessFactors Smart Recruiting migration/implementation initiatives. ## What We're Looking For To be successful in this role, you should have hands-on experience supporting SAP SuccessFactors Recruiting and Onboarding modules, along with a background in application support, ticket management, and production support environments. A strong understanding of SuccessFactors configuration and troubleshooting is essential, as is experience handling incidents, service requests, and change requests. You'll need the ability to work independently in a global support model, backed by strong communication and stakeholder management skills. It's a plus if you have SAP SuccessFactors certification(s), experience with SuccessFactors implementation projects, or exposure to Smart Recruiters / SAP SuccessFactors Smart Recruiting. Knowledge of HR processes and talent acquisition workflows, as well as exposure to integrations between SuccessFactors and other HR systems, will also be beneficial. ## The Ideal Candidate You're comfortable working in a support-focused role rather than a pure greenfield implementation role, and you're open to supporting an existing production environment while contributing to future transformation initiatives. Strong customer-facing communication skills and the ability to work with global stakeholders are a must. ## Screening Criteria - Must have SuccessFactors Recruiting support experience. - Must have SuccessFactors Onboarding support experience. - Must have Incident/Change Request management experience. - Must have a production support/L2-L3 support background. - Preferred: SuccessFactors certification. - Preferred: Smart Recruiting exposure. - Preferred: Previous implementation experience. - Preferred: HR domain knowledge. Location: Offshore (Preferred: Hyderabad, India) / Nearshore (Romania, Poland) Experience: 48+ years .
Here's how to pick the right one and stand out in your application.
144.883Jobs
31.687IN
81%EN
That number is real. WorkMundi's database shows 144,883 open engineer roles across the world. India has the most with 31,687 jobs, followed by the United States with 30,084. If you just finished reading one job ad and felt paralyzed by choice, you're not alone—but this scale is actually an advantage. It means you can afford to be selective.
Start by geography and language. The majority of engineer ads—117,837 of them—have the job posting text written in English. Use that as one filter, but remember: the ad text language tells you nothing about whether the role actually requires you to speak English day-to-day. Read the job description carefully. Then check which countries have the volume you're targeting. Singapore, Poland, and Australia round out the top five after India and the US.
Next, learn who's hiring. Accenture has posted 2,801 engineer roles. andurilindustries, speechify, and jobgether are also actively recruiting. If you're applying to one of these names, research their hiring patterns and interview style before you apply. That homework pays off.
When you interview, expect the question every engineer hears: 'Tell me about a time you had to debug a problem that wasn't in your job description.' Have a specific story ready—not a general one. Name the tools, the deadline pressure, and what you learned. Hiring managers listen for whether you see problem-solving as part of the role itself, not a favour.