Why NetSuite Talent is Getting Harder to Source

Finding the right NetSuite talent is a growing concern for firms investing in enterprise resource planning (ERP) transformation in 2026.  

Oracle NetSuite adoption is rapidly growing, currently sitting at over 43,000 customers globally, and ERP projects are also becoming more complex, often involving integrations, customizations, and multi-entity deployments. 

This combination is resulting in an aggressive hiring market, where firms are not just competing for talent, but for individuals with real, end‑to‑end implementation experience who can operate effectively within real NetSuite environments. 

Why is NetSuite talent in short supply? 

NetSuite talent is in short supply due to three interconnected factors: rapid platform adoption, increasing role complexity, and a lack of full lifecycle project experience. 

1. NetSuite adoption has outpaced talent development 

Oracle NetSuite continues to expand across mid‑market and enterprise‑level organizations. As more firms replace legacy ERP systems, demand for administrators, developers, functional consultants, and project leads has increased faster than new talent can be developed. 

Training and certification alone have not been enough to close the gap. 

2. NetSuite roles now require broader, more complex skill sets 

Modern NetSuite professionals are expected to deliver far more than system support. In live environments, roles increasingly require: 

• Cross‑functional business process knowledge across areas like finance, supply chain, and operations 
• Experience with system integrations and data flows 
• Customization using SuiteScript and SuiteFlow 
• Stakeholder management during ERP transformation programs 

This raises the hiring bar significantly - familiarity with the platform is no longer enough. 

3. There is a shortage of full implementation experience 

Many available candidates have supported existing NetSuite systems but have not delivered end‑to‑end implementations, making genuinely experienced professionals harder to find. Firms are prioritizing professionals who have: 

• Led or contributed to full lifecycle projects 
• Worked through design, build, deployment, and optimization phases 
• Delivered NetSuite in complex, multi‑entity environments 

What makes NetSuite hiring more competitive in 2026? 

Combined with an ongoing shortage of experienced talent, several additional factors are creating a highly competitive NetSuite talent market, resulting in roles remaining open for longer and hiring cycles slowing down:  

• Increased ERP transformation activity: Organizations are consolidating systems, expanding internationally, and modernizing finance and operations. NetSuite is central to many of these initiatives, driving sustained demand for expertise across industries. 
• Retention and mobility challenges: Experienced NetSuite professionals are frequently approached, counteroffered, and moved between roles, making retention difficult and hiring cycles longer. See our advice on how to reduce the risk of counter offers when hiring in tech. 
• Rising expectations from hiring managers: Firms are no longer hiring to maintain systems but to deliver measurable outcomes, such as faster close cycles, improved reporting, or scalable architecture. 

Which NetSuite skills are hardest to find? 

The most difficult NetSuite profiles to secure are those that combine technical expertise with business understanding. In particular: 

• NetSuite Functional Consultants with multi-module experience  
• NetSuite Developers with advanced SuiteScript capability  
• ERP Project Managers who have led NetSuite implementations 
• Integration specialists with experience connecting NetSuite to wider systems  

Across all roles, the most in-demand candidates typically have: 

• Full lifecycle implementation experience 
• Exposure to complex, multi‑entity or global deployments 
• Proven stakeholder management capability 
• Evidence of improving business performance post‑deployment 

These are the candidates firms are competing for most heavily. 

How do you hire NetSuite talent in a competitive market? 

To hire effectively, firms need to adjust both expectations and process. 

First, hiring criteria should focus on delivery capability. Candidates should be assessed based on: 

• Project ownership  
• Implementation experience  
• Ability to solve real business problems  

Second, speed matters. Strong NetSuite candidates are often in multiple processes. Delays in decision-making increase the risk of losing top talent. 

Third, access to the right talent pools is critical. Many experienced NetSuite professionals are not actively applying for roles, so instead need to be engaged through networks and specialist recruiters. 

Finally, ensure hiring processes fully reflect the day-to-day role requirements. For example: 

• Functional roles require business scenario discussion  
• Technical roles require validation of customization experience  
• Project roles require evidence of delivery at scale  

How can you identify high‑quality NetSuite candidates? 

Strong NetSuite candidates will be able to demonstrate: 

• Clear ownership of ERP implementation or transformation work  
• The ability to explain system design decisions and trade‑offs  
• Strong understanding of underlying business processes  
• Experience working across multiple stakeholders and functions  
• Tangible examples of post‑deployment improvements 

By contrast, less experienced candidates often focus on system usage rather than delivery and lack exposure to full project lifecycles. 

How to hire NetSuite professionals with proven delivery experience 

Why NetSuite talent is getting harder to source is only part of the challenge. Successfully hiring the right professionals requires specialist market intelligence and rigorous evaluation. 

Glocomms is a specialist technology talent partner supporting organizations hiring NetSuite professionals with proven delivery experience. Learn more about our cloud & infrastructure talent solutions. 

We help firms by: 

• Accessing hard‑to‑reach, passive NetSuite talent 
• Shortlisting candidates with real implementation and integration experience who meet your exact technical and business requirements 
• Reducing time‑to‑hire in highly competitive ERP markets 
• Providing value-added services such as compensation benchmarking, talent mapping, and competitor analysis 

Our network includes NetSuite administrators, developers, functional consultants, and ERP project leaders operating in complex, live environments. 

If your current hiring approach is not delivering the right outcomes, we can also support how roles are scoped, assessed, and structured to improve results. 

Speak with our NetSuite recruitment specialists today to secure delivery‑proven talent that moves your ERP strategy forward.