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Vertis Global
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Oracle ERP staffing

Put the right Oracle expertise where the work is.

Oracle ERP specialists for transformation programs, critical workstreams, release cycles and steady-state operations, without waiting for the perfect full-time hire.

View Oracle ERP jobs
Functional to technical
finance, supply chain and projects consultants alongside integration, data and testing talent
One specialist to a squad
close a single skill gap, reinforce an SI or internal team, or assemble a team around an outcome
Design to hypercare
capacity that reshapes as the program moves from build to testing, go-live and support

The assignment

Oracle programs slow down when the skills arrive late.

They also slow down when functional and technical teams do not connect, or when experienced specialists are locked into the wrong capacity model.

So we build staffing around the work that has to get done: the module, the milestone, the release or the operating outcome, rather than a job title.

A cross functional team of five around a table in a modern office, working through printed plans together
One specialist or a connected team, shaped around the work.
  • 01

    Faster capacity

    Proven Oracle skills in priority workstreams, without a long permanent hiring cycle.

  • 02

    Better fit

    Experience matched to the actual module, phase, architecture, industry context and delivery need.

  • 03

    Flexible scale

    Capacity added or reshaped as the program moves from design and build to testing, go-live and support.

What we staff

From one critical specialist to a connected Oracle team.

Bring us in to close a specific skill gap, reinforce an existing SI or internal team, or assemble a dedicated squad around a defined outcome.

An ERP consultant walking users through a configuration screen

Oracle Fusion consultants across Financials, Procurement, Project Portfolio Management and EPM, aligned to process design, configuration, controls, reporting, testing and adoption.

Seniority we fill
Consultant through to Fusion Financials and workstream lead
Tools
Fusion FinancialsProcurementPPMEPMSelf-Service Procurement
Standards
Process designConfigurationControlsAdoption

Oracle talent scope

The roles that turn an ERP roadmap into working operations.

The vocabulary an Oracle brief is written in. Tell us which of these you need, at what seniority, and we will tell you how we would staff it.

Finance and accounting

  • Fusion Financials lead or consultant
  • GL, AP, AR, FA
  • Cash Management
  • Tax, expenses, controls and close
  • OTBI and BI Publisher reporting

Procurement and supply

  • Procurement and purchasing consultant
  • Supplier management and sourcing
  • Self-Service Procurement
  • Approval and workflow specialists

Projects and EPM

  • Project Financial Management (PPM)
  • Planning and budgeting
  • Consolidation and close
  • Forecasting and management reporting

Technical and integration

  • Oracle Integration Cloud (OIC)
  • REST, SOAP and APIs
  • Extensions, workflows and security
  • Oracle technical architects

Data and quality

  • Data migration and conversion leads
  • Data cleansing and reconciliation
  • Oracle QA and test leads
  • UAT, cutover and release assurance

Leadership and operations

  • Oracle solution architects
  • Program and project managers
  • PMO and workstream leads
  • AMS, hypercare and release support

The talent model should accelerate the program, not add another dependency.

Staffing path

A clear sequence. No CV theatre.

Start with the outcome and the delivery context. Define the skills that matter, validate for real Oracle experience, and keep the staffing model accountable after onboarding.

  1. 01

    Define

    The workstream, modules, outcomes, seniority, location, duration and delivery constraints.

  2. 02

    Match

    Profiles identified against functional depth, technical capability, release experience and team fit.

  3. 03

    Validate

    Structured screening for hands-on Oracle expertise, communication, delivery judgment and role-specific capability.

  4. 04

    Deploy

    Onboarding, access, handover and objectives coordinated, and the person integrated with your own or your SI's delivery model.

  5. 05

    Scale

    Performance and capacity reviewed, and the team extended, replaced or reshaped as program priorities change.

Across the lifecycle

Capacity for every phase, not only go-live.

The skills a program needs change as it moves from design and build to testing, go-live and support. The staffing should change with it.

  1. 01

    Design and build

    Functional consultants for process design and configuration, solution architects, and integration and extension developers.

  2. 02

    Data and migration

    Data leads and conversion specialists for profiling, cleansing, mapping and mock loads.

  3. 03

    Testing

    Oracle QA and test leads, test automation and UAT coordination.

  4. 04

    Cutover and go-live

    Cutover, reconciliation and release assurance, then hypercare once the system is live.

  5. 05

    Releases and support

    Release assurance for quarterly cloud updates, application support and AMS for steady-state operations.

Program leadership, PMO and workstream leads run across every phase.

Engagement models

Use the capacity model that fits the work.

Four ways in. Most programs use more than one before they are done.

  • Staff augmentation

    Individual Oracle specialists added to your internal, partner or SI-led program.

  • Dedicated squads

    A connected team assembled around a module, release, migration, testing or support outcome.

  • Contract-to-hire

    Critical talent evaluated in delivery before a long-term hiring decision, where appropriate.

  • Fractional leadership

    Senior Oracle architecture or program leadership when you need the experience without a full-time executive layer.

Start with the gap

Need Oracle capacity for a live program, a critical release or the work after go-live?

Tell us the module, skill, location, seniority and timing. We will give you a direct read on the likely talent model and the profiles needed to move the work forward.

  • The workstream and the Oracle modules in scope
  • The outcome or milestone the person or team is there to deliver
  • Functional, technical or both, and the seniority you need
  • Location, and whether the work is on site, hybrid or remote
  • Start date and expected duration
  • Who else is delivering: an internal team, a partner or an SI

For Oracle professionals

Work in Oracle ERP? Tell us where you fit.

We staff Oracle specialists into transformation programs, release cycles and steady-state operations. Pick the area closest to your experience to register interest, and a recruiter will come back to you with what is actually open.

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Questions

Before you call.

Yes. We add individual specialists to internal, partner or SI-led programs, or reinforce a team that is already in place, and we coordinate onboarding, access and handover with the delivery model you run.

Tell us what you need to staff.

Start with a short note. We will align the Oracle skills, the team shape and the engagement model to the work in front of you.

View Oracle ERP jobs