​As 2024 comes to a close, it's time to reflect on the key shifts in the landscape for SimCorp consultants over the past year and explore how these trends might shape hiring strategies in 2025. At Skillfinder International, we’ve observed dynamic changes in client needs, influenced by evolving work environments and global economic factors. Here's our analysis of the evolving SimCorp landscape and what hiring managers should keep in mind as we approach the new year.

Key Trends in 2024: Lessons from a Transformative Year

1. Surge in Short-Term Resource Demand
This year, we’ve seen a significant increase in the demand for short-term SimCorp consultants. Many organisations have accelerated their implementation timelines to align with rapidly changing business goals. These consultants have been instrumental in bridging resource gaps and ensuring project continuity.

However, this trend has raised questions about long-term sustainability. While short-term resources offer flexibility, they also underscore the need for effective knowledge transfer to internal teams to reduce overreliance on external expertise.

2. Remote Work: A Double-Edged Sword
The ongoing impact of COVID has solidified remote work as a standard practice for many clients, allowing organisations to save on travel and accommodation costs while tapping into a broader talent pool. Time zone flexibility has also proven beneficial, particularly for global projects requiring 24/7 coverage.

Yet, challenges persist. Despite the cost savings, many clients have reported difficulties in achieving effective knowledge transfer and maintaining high productivity levels. Consultants working remotely often juggle multiple projects, leading to divided attention and diluted accountability. As a result, some clients are beginning to question whether the savings from remote work truly outweigh the associated risks.

Emerging Trends for 2025: A Hybrid Future?

Looking ahead, we anticipate a growing demand for on-site and hybrid work models for SimCorp projects. This shift is driven by several factors:

1. Knowledge Transfer and In-House Expertise Development
One of the most significant drawbacks of fully remote models has been the lack of seamless knowledge transfer. Without in-person collaboration, internal teams often struggle to absorb the skills and processes needed to maintain their systems independently. This gap has led to an overreliance on consultants, driving up costs and delaying the establishment of in-house centres of excellence.

To counter this, many organisations are favouring on-site engagements, particularly in regions like the Middle East and North America, where client expectations around knowledge sharing are higher.

2. Productivity and Focus
Consultants who work on-site tend to deliver more focused results. Being physically present fosters accountability, minimizes distractions, and enhances team cohesion. These benefits are especially critical for complex SimCorp implementations, where clear communication and close collaboration are essential.

Navigating the Talent Shortage: A Competitive Advantage

The global demand for SimCorp consultants continues to outpace supply, creating fierce competition for top talent. As we approach 2025, hiring managers will need to adopt proactive strategies to secure the best resources for their projects. Here’s what we recommend:

1. Diversify Your Supplier Network
Relying on a single supplier can limit access to talent, particularly during peak demand periods. Working with multiple suppliers ensures greater flexibility and access to specialised consultants who align with your project’s unique needs.

2. Embrace Hybrid Models Where Possible
While the benefits of on-site work are clear, remote work remains an important tool for accessing a diverse talent pool. A balanced hybrid model can provide the best of both worlds, allowing for cost savings while maintaining high standards of delivery and knowledge transfer.

3. Prioritize Long-Term Planning
Investing in knowledge transfer and internal training from the outset of a project can significantly reduce long-term costs and dependencies on external consultants. Building in-house expertise should be a key focus for any organisation aiming to sustain and grow its SimCorp capabilities.

Looking Ahead

As we prepare for the challenges and opportunities of 2025, it’s clear that SimCorp hiring managers will need to adapt to a complex and competitive landscape. By prioritizing strategic partnerships, embracing flexible work models, and fostering in-house expertise, organisations can stay ahead of the curve and ensure the success of their SimCorp implementations.

At Skillfinder International, we specialise in connecting clients with highly skilled SimCorp consultants who deliver results. Whether you’re navigating a challenging implementation or looking to build a long-term talent strategy, we’re here to help.

Let’s discuss how we can support your SimCorp projects in 2025 and beyond. Contact us today to learn more.