As businesses continue to adopt NetSuite to manage their ERP, CRM, and e-commerce operations, the demand for qualified NetSuite professionals has surged. However, hiring and retaining top NetSuite talent presents unique challenges that many companies struggle to navigate. Whether you’re a growing company implementing NetSuite for the first time or a large enterprise optimizing your ERP system, having the right team in place is crucial to success.
In this article, we’ll explore the top challenges in NetSuite staffing and provide actionable strategies to overcome them.
1. Scarcity of Qualified NetSuite Professionals
The Challenge:
NetSuite is a specialized platform with a steep learning curve. There are fewer professionals trained in NetSuite compared to other systems like SAP or Salesforce. This scarcity is more pronounced when searching for senior roles like NetSuite developers, architects, or solution consultants with hands-on experience in complex implementations.
How to Overcome It:
- Invest in Training: Upskill existing internal staff by enrolling them in NetSuite training and certification programs. This not only builds loyalty but also creates a team tailored to your business needs.
- Leverage Remote Talent: Expand your search beyond your local market. Remote NetSuite professionals can offer the same level of expertise without the geographical limitations.
- Use Specialized Staffing Firms: Partner with firms that focus exclusively on NetSuite staffing. They often have access to a vetted pool of candidates who can step in immediately.
The Challenge:
Due to high demand and low supply, skilled NetSuite professionals command premium salaries. Small to mid-sized businesses may find it difficult to compete with larger companies on compensation.
How to Overcome It:
- Offer Flexible Work Arrangements: Remote work, flexible hours, and a positive work culture can sometimes be more attractive than a higher salary.
- Focus on Benefits and Growth Opportunities: A strong benefits package, training reimbursement, or a clear career path can entice candidates even if your salary offer isn’t the highest.
- Hire for Potential, Not Just Experience: Consider hiring candidates with adjacent skills (e.g., ERP knowledge or scripting languages) and invest in their NetSuite training.
3. Difficulty in Assessing Technical Skills
The Challenge:
NetSuite roles often require a blend of functional and technical expertise. However, evaluating a candidate’s actual ability to write SuiteScript, customize workflows, or optimize configurations can be difficult during traditional interviews.
How to Overcome It:
- Incorporate Practical Assessments: Assign real-world tasks such as creating a custom record or building a saved search during the hiring process.
- Use Peer Interviews: Let current NetSuite team members evaluate technical candidates. They can better assess code quality, problem-solving ability, and system knowledge.
- Ask Scenario-Based Questions: Instead of focusing only on certifications, ask how candidates handled previous implementations or solved business process challenges using NetSuite.
4. High Turnover Rates
The Challenge:
NetSuite professionals are often poached by recruiters offering better pay or opportunities, leading to high employee churn and constant rehiring efforts.
How to Overcome It:
- Create a Retention Strategy: Foster a strong company culture, recognize contributions, and offer professional development opportunities.
- Build a Knowledge Base: Document key processes, customizations, and workflows to ensure continuity if someone leaves.
- Offer Internal Mobility: Allow NetSuite professionals to grow into roles like system administrators, project managers, or business analysts, reducing their desire to look elsewhere.
5. Misalignment Between Business and Technical Needs
The Challenge:
Many companies struggle with hiring either too technical or too functional a candidate. A highly technical developer may not understand business processes, while a functional consultant might lack the ability to customize the system effectively.
How to Overcome It:
- Clearly Define Roles and Expectations: Outline whether the role requires development skills (SuiteScript), configuration knowledge, or cross-functional collaboration.
- Hire Hybrid Roles Thoughtfully: If the budget doesn’t allow for multiple hires, look for professionals with both functional and technical experience, even if slightly more expensive.
- Build Cross-Functional Teams: Pair developers with business analysts or subject-matter experts to bridge any gaps between technical and business understanding.
6. Managing Implementation and Support Simultaneously
The Challenge:
During or post-implementation, businesses often expect a lean team to handle everything—from user support and data migration to testing and reporting. This overload can lead to burnout and errors.
How to Overcome It:
- Segment Responsibilities: Break roles into manageable functions—such as a NetSuite administrator for ongoing support and a developer for customizations.
- Use Temporary Consultants: For peak workloads like implementations, hire NetSuite consultants on a short-term basis to supplement your internal team.
- Set Realistic Timelines: Avoid rushing implementation and give the team time to properly test and train users.
7. Lack of Internal NetSuite Knowledge
The Challenge:
Some companies depend heavily on external consultants or a single internal champion, leaving the business vulnerable if that resource becomes unavailable.
How to Overcome It:
- Create an Internal NetSuite Center of Excellence: Establish a small team of in-house experts who can manage the system and act as the first point of support.
- Cross-Train Employees: Encourage knowledge sharing among departments so others can cover key tasks if needed.
- Document Everything: Maintain updated documentation for processes, custom scripts, and integrations so that knowledge doesn’t leave with a single employee.
8. Finding Cultural Fit
The Challenge:
Even highly skilled NetSuite professionals can struggle to align with your company’s values, communication style, or workflows, especially in hybrid or remote setups.
How to Overcome It:
- Assess for Soft Skills: In addition to technical assessments, evaluate communication skills, problem-solving approach, and adaptability during interviews.
- Include Team in the Hiring Process: Allow candidates to meet their future teammates to gauge mutual compatibility.
- Prioritize Onboarding: Give new hires time to understand company culture, systems, and expectations before assigning heavy workloads.
Final Thoughts
NetSuite is a powerful ERP solution—but only when managed by the right team. From a limited talent pool to high turnover, the staffing challenges can be daunting. However, with a proactive hiring strategy, ongoing investment in training, and a strong internal culture, businesses can build and retain a high-performing NetSuite team.
By understanding these challenges and preparing for them, your business will be in a much better position to maximize the value of your NetSuite investment and drive long-term success.