SAP Talent Shortages in DACH and France: What Employers Need to Know

The SAP ecosystem in Europe has reached a critical pressure point. As we move through 2026, a convergence of strict migration deadlines, the rapid operationalisation of AI and a retiring workforce, has created a significant talent deficit, particularly in the DACH region and France.
For employers, the challenge has evolved beyond simple recruitment. It is now a strategic race to secure the specialised skills required to maintain legacy systems while simultaneously transitioning to a cloud-first, AI-driven environment.

Why the gap is widening

The current shortage is a structural deficit driven by several quantifiable factors:

• With SAP’s deadline for legacy ECC systems just 18 months away, the market is in a high-intensity phase. According to Gartner, approximately 40% of SAP ECC users are still finalising their migration plans, leading to a massive, concentrated demand for consultants in a very short window.
• Demand for SAP Architects has surged by over 100% according to recent labour market trends. Organisations are no longer looking for generalists; they need experts who can implement clean core strategies to ensure long-term compatibility with cloud updates.
• We have moved past the experimental phase of Artificial Intelligence. IDC’s 2026 reports indicate that 70% of new SAP roles now require AI fluency, specifically the ability to integrate SAP Joule and SAP BTP into standard business processes.

Regional breakdown DACH vs. France

While the talent shortage is pan-European, the local drivers vary by market.

The DACH region: record vacancies and high investment

Germany remains the most strained market. Federal labour data for 2026 shows over 137,000 unfilled IT roles, with SAP experts consistently ranking as the most difficult to source.

• Germany: The DSAG (German-speaking SAP User Group) reports that 47% of enterprises have increased their SAP budgets this year. The Mittelstand (SMEs) are finding it increasingly difficult to compete with global tech giants for the remaining pool of local experts.
•  Switzerland: Offers the highest compensation packages in Europe (often exceeding CHF 150,000), but the entry requirements are exceptionally high, with a specific focus on Life Sciences and Financial Services compliance.

France: geographic concentration and language barriers

In France, the recruitment landscape is defined by extreme geographic centralisation.

• The Paris dominance: Approximately 71% of IT recruitment difficulties are concentrated in the Île-de-France region.
• Sovereign cloud requirements: A unique driver in the French market is the push for “Sovereign Cloud” solutions. This has created a niche but intense demand for SAP experts specialized in GRC (Governance, Risk, and Compliance) and data residency.

Most in-demand modules in 2026

If you are currently hiring, these are the areas where competition is most intense:

• Core ERP –  SAP S/4HANA Finance, EWM (extended warehouse management)
• Platform & AI – SAP BTP (Business Technology Platform), SAP Joule Integration
• Data strategy – SAP Datasphere, SAP Analytics Cloud (SAC)
• Technical – ABAP Cloud, SAP Fiori, Clean Core Extensibility

Strategic recommendations for employers

To secure talent in this environment, traditional hiring methods must be supplemented with a more agile approach:

1. Prioritise skills over pedigree, instead of requiring 15 years of experience, focus on adaptability and AI readiness. A 2024 valantic study found that insufficient resources was the #1 barrier to transformation; opening your search to adjacent tech talent can bridge this gap.
2. Optimise the interview lifecycle. In a market where top SAP consultants are off the market in days, a three-week hiring process is a liability. Aim to move from first contact to a formal offer in under 10 business days.
3. Leverage nearshoring models. Many European firms are successfully using a hybrid model, blending high-level onsite architects with nearshore delivery teams (e.g. from Poland, Romania, or Spain) to manage the bulk of migration workloads.
4. Internal Reskilling, use tools like the SAP SuccessFactors Talent Intelligence Hub to identify internal employees who can be upskilled into SAP roles, reducing reliance on the volatile external market.

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