The salary on the offer letter is the smallest number you'll pay.
By the time you've covered payroll tax, benefits, statutory obligations, HR admin, and the months it took to find them, one ERP hire quietly costs 25-40% more than the number in the job posting — and that's if they work out. Staff augmentation is how you get the same certified expertise without carrying any of that weight.
What Staff Augmentation Actually Is.
The consultant works as part of your team — takes direction from your project lead, joins your meetings, follows your deadlines. Day to day, it feels like they're one of your own people.
What's different is who's responsible for them behind the scenes. Orpington stays their employer the whole time: Orpington pays them, handles their taxes and benefits. You get one invoice, and you get to direct the work — but you never have to manage the employment side.
This is not recruitment. In recruitment, the person becomes your employee and Orpington's job ends once they're placed. Here, the person never becomes your employee — Orpington stays involved for as long as the engagement runs.
It's also not someone sitting in your office. Consultants work remotely, either from Orpington's own office or from their own location — never from inside your premises. That's not a downside; it's exactly why this is faster and cheaper than hiring someone directly. No visas, no work permits, no setting up a local entity just to put one person on payroll.
It's not the interview that exhausts you. It's everything after the offer is signed.
You post the role. You wait. You interview six people who don't know the platform and one who does but wants a number outside your band. Three months in, you finally make an offer — and that's when the second job begins: payroll, tax registration, benefits enrollment, compliance, onboarding. Meanwhile the ERP programme that needed this person yesterday is still waiting.
Four things nobody puts in the job posting.
Hiring an ERP consultant yourself doesn't end at the offer letter. Here's what HR and Finance are actually signing up to carry, quarter after quarter.
Months, not weeks
Finding, evaluating and closing a genuinely qualified SAP or Oracle candidate yourself commonly takes 8-12 weeks — then add onboarding and ramp-up before they're productive.
1.25×-1.4× the salary
Payroll tax, health insurance, retirement contributions and workers' comp routinely add 25-40% on top of base salary, before any region-specific obligations.
A second, invisible job
Payroll setup, tax registration, benefits enrollment, statutory filings, and compliance research — per country, if you're hiring across borders.
If it doesn't work out
Severance, sunk onboarding cost, and starting the entire hiring process over — usually with the programme now further behind schedule.
One invoice. Every burden gone.
Orpington matches a certified consultant from its standing bench into your team — then carries the entire employer relationship, so your team gets the expertise without inheriting the overhead.
Certified, not a gamble
Every consultant on the bench is credentialed by a certified SAP, Oracle, Dynamics, NetSuite or Odoo practitioner before they're added to it — not assessed one-off per request.
No hidden 40%
No payroll tax, no benefits administration, no statutory liabilities to carry. One bill rate, already accounting for all of it.
Weeks, not a quarter
A shortlist of three matched from the bench in roughly four weeks — the time it takes to confirm availability and transition, not to build a candidate pool from nothing.
No second job for HR
No payroll setup, no tax filings, no benefits enrollment, no compliance research. Orpington carries it, in every region it operates.
90 days, in writing
If the consultant isn't right, you're covered by a 90-day replacement guarantee — not a redo of the entire process.
Scale as the programme moves
Add a second consultant for cutover, or scale down after go-live. No severance, no redundancy process — just notice.
Two line items. Published before you sign anything.
No hidden markup, no percentage-of-salary commission, no separate placement fee. Staff augmentation, priced like staff augmentation.
estimated bill rate
Funds the work of matching three consultants from Orpington's standing bench to your exact platform, module and region — including coordinating each candidate's transition off their current engagement, and a certified practitioner reconfirming technical fit and references for your specific scope. This sits close to the ~10% of first-year engagement cost that industry benchmarks attribute to onboarding and ramp-up.
- Charged once, regardless of outcome
- Delivers a shortlist of 3 matched consultants
- Confirmed in writing before matching begins
invoice
Covers the consultant's compensation, statutory benefits, payroll and Orpington's management overhead. No percentage-of-salary commission, ever — this is augmentation, not a placement.
- One invoice, no local payroll setup
- Scales up, down, or ends with notice
- Backed by a 90-day replacement guarantee
Five simple steps. Nothing left to guess.
You tell us what you need
Which platform, which module, how senior, which region, and roughly how long you'll need them.
You pay one upfront fee
One month's estimated bill rate, confirmed in writing, non-refundable. This is what funds matching and transition coordination.
We match and prepare the right people
A certified practitioner in that exact platform reconfirms technical fit and references for your specific scope.
You choose from three
Delivered in about four weeks. You meet them yourself and pick who joins your team.
They join your team, we handle the rest
Your chosen consultant works inside your team day to day. You get one monthly invoice; Orpington handles their pay, benefits and compliance, backed by a 90-day guarantee.
Five regions. One published rate model.
ERP platform compensation varies enormously by region — and so does the cost of employing someone directly. Here's the real market picture.
Platform expert compensation by region
| Region | Typical yearly salary | Monthly equivalent | Contract / hourly rate |
|---|---|---|---|
| North America | US$110,000 – $185,000 | ~US$9,200 – $15,400 | US$75 – $150/hr |
| Europe (UK benchmark) | £80,000 – £130,000 (~US$100k–$165k) | ~£6,700 – £10,800 | ~£575/day (~US$91/hr) |
| GCC (UAE / Saudi / Qatar) | US$70,000 – $120,000 | ~US$5,800 – $10,000 | US$35 – $60/hr |
| Wider MENA | US$30,000 – $55,000 | ~US$2,500 – $4,600 | US$18 – $30/hr |
| Australia | AU$85,000 – $115,000 (~US$55k–$75k) | ~AU$7,100 – $9,600 | AU$45 – $60/hr (~US$29–$39) |
Sources: Qubit Labs SAP Salary Guide 2026; KORE1 SAP Consultant Salary Guide 2026; ITJobsWatch UK 2025–26; PayScale, Glassdoor & ZeroTaxJobs UAE/Dubai 2026; PayScale Australia 2026. Aggregator-sourced, directional ranges — not audited payroll data, and not quotations from named firms.
What a direct hire costs beyond salary
The salary in a job posting is the starting point, not the total. Every region adds its own layer of employer obligations on top.
A direct hire typically costs 1.25×–1.4× base salary once payroll tax, health insurance, retirement match and workers' comp are included (US BLS-backed benchmark).
Employer National Insurance, mandatory pension auto-enrolment and statutory holiday pay typically add 20–30% on top of base salary in the UK.
UAE law mandates an end-of-service gratuity of 21 days' basic salary per year for the first 5 years, then 30 days per year after (Federal Decree-Law No. 33 of 2021) — plus visa sponsorship and mandatory health insurance.
Employers must pay a compulsory Superannuation Guarantee of 12% of ordinary earnings on top of salary, plus payroll tax and leave loading (ATO, effective from July 2025).
Why staff augmentation saves money and time
Every region above adds cost and complexity a direct hire brings with them: payroll tax, statutory benefits, gratuity or superannuation liabilities, HR administration, and — often — a local legal entity just to run payroll. Orpington's staff augmentation replaces all of that with one monthly invoice, with compensation, statutory benefits, payroll and compliance already handled. You get the consultant's expertise without carrying the employer burden, and without the multi-month hiring cycle a direct hire usually takes.
Generalist platforms staff developers. Orpington staffs ERP.
Most staff augmentation platforms are built for general software engineering talent. ERP is a different discipline — the certification, the module depth, and the blast radius of a bad fit are all higher.
| Dimension | Generalist staff-aug platforms | Orpington ERP Staff Augmentation |
|---|---|---|
| Platform focus | Broad software engineering talent, rarely ERP-specific | SAP, Oracle Fusion, Dynamics 365, NetSuite, Odoo only |
| Where consultants come from | Found per request; coding tests or portfolio review by a generalist recruiter | Drawn from a standing bench of certified ERP practitioners, credentialed before they're added |
| Regions covered | Mostly LATAM, Eastern Europe or South Asia nearshore | MENA, GCC, North America, Europe and Australia |
| Fee transparency | Blended hourly rate; markup over the consultant's pay is often undisclosed (typically 30–50% industry-wide) | Published 1-month engagement fee plus one all-inclusive monthly rate |
| Employer burden | Varies by vendor; compliance is sometimes still on the client | Compensation, benefits, payroll and compliance fully handled by Orpington |
| Replacement guarantee | Rare, or a short window when offered | 90 days |
We staff the platforms we already audit.
The same certified reviewers behind Orpington's ERP Diagnostic do the technical credentialing for every consultant added to the bench.
S/4HANA · Business One
Fusion Cloud ERP
Dynamics 365 BC & F&SCM
Functional & SuiteScript
Functional & Python dev
Functional, technical, and the programme roles around them.
Functional Consultants
- SAP FI/CO, MM, SD, HCM
- Oracle Fusion Financials & SCM
- Dynamics 365 F&SCM / Business Central
- NetSuite & Odoo functional leads
Technical & Integration
- SAP ABAP & BTP developers
- Oracle PL/SQL & integration engineers
- Power Platform / Azure integration
- NetSuite SuiteScript & Odoo Python developers
Programme & Assurance
- PMO leads & project managers
- Data migration specialists
- QA / UAT leads
- Change management leads & post-go-live AMS support
Built on the same standard we hold implementations to.
The certified reviewers behind Orpington's ERP Diagnostic are the same people who credential every consultant on Orpington's bench.
Straight answers on ERP staff augmentation.
What does it actually cost to hire an ERP consultant directly?
Beyond the salary, a direct hire typically costs 1.25×–1.4× their base salary once payroll taxes, benefits, insurance and HR overhead are included, per US Bureau of Labor Statistics compensation data. Regional obligations add more on top — Australia requires a 12% Superannuation Guarantee, and the UAE requires a statutory end-of-service gratuity of 21 days' basic salary per year for the first five years and 30 days per year after.
Is this a recruitment or placement service?
No. This is not recruitment, and there is no placement or commission fee. The consultant stays engaged and paid through Orpington and is embedded into your team on contract, billed through a single monthly invoice. You never run local payroll or manage their benefits directly.
How does the fee structure work?
Two parts. An Engagement Fee, equal to one month of the role's estimated bill rate, is invoiced upfront and is non-refundable — it funds matching three consultants from Orpington's standing bench to your exact platform and scope, coordinating their transition off current engagements, and a certified practitioner reconfirming their fit and references. Once you select and embed a consultant, Orpington invoices a single all-inclusive monthly bill rate covering compensation, statutory benefits, payroll and management overhead.
How is this different from hiring an employee myself?
When you hire directly, you carry every part of the employment relationship: finding and evaluating candidates, payroll setup, tax registration, benefits enrollment, statutory obligations like gratuity or superannuation, compliance research, and the full cost if the hire doesn't work out. With Orpington, the consultant is engaged and paid through Orpington, and you get one monthly invoice with all of that already handled.
What is the replacement guarantee and time to first candidate?
The target is a 90-day replacement guarantee and delivery of three matched candidates from the bench within roughly four weeks of the Engagement Fee being confirmed.
Which regions and platforms does Orpington cover?
MENA, the GCC, North America, Europe and Australia, across SAP S/4HANA and Business One, Oracle Fusion Cloud ERP, Microsoft Dynamics 365 (Business Central and Finance & Supply Chain Management), NetSuite, and Odoo — functional consultants, technical and integration developers, project managers, data migration specialists, QA/UAT leads, change management leads and post-go-live support.
Orpington's promise: the right fit, always.
Tell us the platform and the role. Orpington will have three certified consultants in front of you within about four weeks, with every payroll, tax and compliance headache already handled.
Call us now: +1 (306) 262-5840