How to Vet Remote NetSuite Consultant to North America Teams

You just spent six weeks interviewing NetSuite consultants. Three rounds of conversations. Reference checks. The works.

The consultant you hired had an impressive resume. Oracle certifications. Five years of NetSuite experience. Great interview presence. You felt good about the decision.

Two months in, you realize they can't actually do the job.

They claim "SuiteScript experience" but can't debug a basic user event script without Googling every function. They've "implemented NetSuite dozens of times" but don't understand how saved search performance works. The custom reports they're building are timing out with 5,000 records.

Now you're stuck. The project timeline is blown. Your internal team is covering for them. And you're back to square one on hiring.

This happens because most technical interviews for ERP consultants don't actually test technical skills. They test whether someone can talk about NetSuite or SAP convincingly for an hour.

Here's how to fix that.
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Why Standard Interviews Fail When Vetting Remote ERP Consultants

Most companies hire ERP consultants the same way they hire other roles. Resume screening, behavioral questions, maybe some technical discussion. It doesn't work.
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The resume inflation problem

ERP consultant resumes are exercises in creative writing.

A consultant lists "NetSuite implementation experience" when their actual role was data entry during user acceptance testing. They claim expertise in "SAP ABAP development" based on modifying two existing programs under heavy supervision.

The pattern shows up everywhere:

• Every NetSuite module listed: Creates the impression of broad expertise when they have shallow exposure to many things and deep knowledge of nothing.
• SAP multi-module claims: Consultants say they're proficient in FI/CO, MM, SD, and PP when they've really only done basic configuration in one module.
• Version inflation: They list SAP S/4HANA experience from a single two-week training course.

Here's the tell: Ask them to describe a specific technical challenge they solved. 

Real consultants give detailed answers about the problem, their solution approach, alternatives they considered, and why they made specific decisions. 

Resume inflators give vague answers about "working with the team" and "contributing to successful go-lives."
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Certifications vs actual experience

Oracle NetSuite certifications prove someone passed a multiple-choice exam. That's it.

The reality:

• NetSuite SuiteFoundation: Requires zero coding knowledge, just video watching and terminology memorization
• SuiteCloud Developer I: Tests theoretical knowledge but doesn't require building anything functional
• SAP basic certifications: Test whether you can recognize transaction codes and explain concepts, not solve real problems

This doesn't mean certifications are worthless. They're useful baseline indicators that someone has studied the platform. But treating them as proof of expertise is how you end up hiring consultants who know the theory but can't execute.

A consultant with three years building custom NetSuite solutions but no formal certification usually runs circles around someone with three certifications and six months of real project work.
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Remote NetSuite and SAP Consultants Pre-Screening Framework

Effective vetting starts before anyone gets on a call with you. You need a structured process that filters out clearly unqualified candidates so you're not wasting interview time.
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Resume red flags for NetSuite/SAP

Watch for these warning signs:

Career progression issues:

• Identical responsibilities across four different companies over five years.
• Job tenures under 12 months repeated across multiple positions (unless clearly labeled contract work).
• No evidence of expanding scope or responsibility over time.

Unrealistic expertise claims:

• NetSuite consultants claiming mastery of SuiteCommerce, SuiteScript, and functional configuration in under two years.
• SAP consultants listing expertise in more than two modules without at least five years total experience.
• ABAP developers who can't name specific performance optimization techniques in their resume.

Generic technical descriptions:

• "Worked with NetSuite customizations" instead of specifying SuiteScript 2.1, RESTlet implementations, or governance limit solutions.
• Vague language about "SAP development" without mentioning enhancement types, specific transaction codes, or problem domains.

Real expertise shows in specifics. If the resume reads like a job posting instead of actual work experience, that's your answer.
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Portfolio review checklist

Ask for code samples or implementation documentation before scheduling interviews. Most consultants won't have these ready, which itself tells you something.

For NetSuite technical consultants:

• Request sanitized SuiteScript examples (scheduled scripts, user events, RESTlets).
• Check for meaningful variable names, proper error handling, and governance limit awareness.
• Look for comments explaining non-obvious decisions.

For SAP consultants:

• Ask for ABAP program examples or enhancement implementations.
• Verify they follow SAP naming conventions and include adequate documentation.
• Check if SELECT statements have proper WHERE clauses (missing these = performance disasters).

For functional consultants:

• Request process flow documentation, requirement specs, or configuration workbooks.
• Quality means clear documentation that business stakeholders could understand.
• If it's incomprehensible technical jargon, they'll create the same confusion with your clients.
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Reference checking scripts

Standard reference calls are useless. Nobody wants to cost someone a job, so you get generic positive feedback.

Structure conversations around specific technical scenarios instead:

Key questions to ask:

• "Can you describe a complex technical problem [candidate name] solved independently?"
• "How did they handle documenting decisions and keeping stakeholders informed?"
• "Did you ever feel out of the loop on what they were working on?"
• "What level of supervision did they require during implementation phases?"

For remote NetSuite consultant North America candidates, specifically probe communication patterns. Remote work turns small communication gaps into project delays.

When evaluating SAP consultants for partners, ask whether they worked directly with end clients or only supported internal teams. Client-facing experience indicates stronger communication skills and business acumen.
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Remote NetSuite and SAP Consultants Technical Assessment Design

Well-designed technical assessments reveal what interviews miss. But the format matters as much as the content.
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Live coding vs take-home assignments

Each assessment format reveals different capabilities, and the best vetting process uses both strategically. Here's how to decide which approach fits your needs.

Live coding sessions (45 minutes):

• Shows real-time problem-solving ability.
• Reveals how they handle getting stuck.
• For NetSuite: build a simple user event script that validates data and calls an external API.
• You're watching their process, not expecting perfection.

Take-home assignments:

• Allows deeper evaluation of code quality and architectural thinking.
• Can't verify they did the work independently.
• Use for complex scenarios requiring research.

The hybrid approach (best option):

1. Assign realistic scenario as homework.
2. Conduct live follow-up where they walk through their code.
3. Request modifications on the spot.
4. If they can't explain their own code, they didn't write it.
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NetSuite SuiteScript assessment examples

Present realistic scenarios that reveal whether consultants can architect solutions, not just write code. 

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These two exercises expose the difference between developers who've built production systems and those who've only completed tutorials.

Example 1: User event script challenge

Present this requirement: 

"Create a user event script that prevents sales orders from saving if the customer's credit limit would be exceeded, accounting for all pending orders and uninvoiced sales."

Strong consultants immediately ask:

• What should happen if the limit is exceeded? Block or warn?
• How do we handle partial shipments?
• Do we account for outstanding invoices?

Then watch whether they choose the right script type (beforeSubmit), structure logic clearly, and consider search performance.

Example 2: Debug inefficient code

"This RESTlet is timing out under production load. Fix it."

Provide code that loads related records in a loop rather than using joined searches. Experienced consultants spot the N+1 query problem within minutes and propose specific optimizations.

For functional consultants:

Describe a complex order-to-cash requirement with multiple subsidiaries, intercompany transactions, and revenue recognition rules. Ask them to outline configuration steps and identify potential problems. You're evaluating structured thinking and real experience, not memorized terminology.
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SAP ABAP code review exercises

Code review exercises reveal whether consultants understand production implications, not just syntax. Give them broken code and watch how they prioritize fixes.

30-minute code review:

Provide ABAP code containing:

• Missing authority checks
• Inefficient database selects without proper WHERE clauses
• Hardcoded values that should be configuration table entries

Strong ABAP developers identify security vulnerabilities first, then performance problems, then maintainability concerns. They explain why issues create production risk and how to fix them.

Weak developers focus on formatting while missing the SELECT statement about to crash the database.

Production-scale scenario:

"Create a program that processes 500,000 purchase orders nightly, updating custom fields based on vendor performance data from an external system."

Listen for whether they propose:

• Background job processing
• Parallel processing options
• Error handling and restart capabilities

If they start designing a foreground program, they've never dealt with production-scale ABAP.
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40 Interview Questions to Vet Remote NetSuite and SAP Consultants for Partners

These aren't gotcha questions. They're scenarios real consultants handle regularly. The quality of answers separates people who've done the work from people who've read about it.

NetSuite functional consultant questions (10 examples)

These questions test real implementation experience, not memorized concepts. 

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Listen for consultants who ask clarifying questions before answering, which signals they've handled these scenarios in actual projects.

1. How would you design a NetSuite instance for a company operating in five countries with different tax requirements and currencies?
2. Explain the difference between a journal entry and an advanced intercompany journal entry, and when you'd use each.
3. Walk me through your approach to designing a custom record structure for tracking warranty claims linked to sales orders.
4. A client needs project-based revenue recognition with milestone billing. What NetSuite features would you configure?
5. How do you handle multi-currency consolidated reporting when subsidiaries use different base currencies?
6. Describe configuring approval workflows for purchase orders with different approval paths based on department and amount.
7. What's your process for managing OneWorld subsidiary hierarchies when the client reorganizes mid-implementation?
8. How would you configure NetSuite to handle consignment inventory at customer locations?
9. Explain setting up a subscription billing model with usage-based components and annual price increases.
10. A client has conflicting requirements from finance and sales teams about opportunity reporting. How do you resolve this?

Listen for consultants who ask clarifying questions before answering. Real expertise includes knowing when you need more information.
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NetSuite technical questions (10 examples)

These questions separate developers who've debugged production issues from those who've only worked in controlled sandbox environments. 

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Strong answers include specific examples from projects, not theoretical knowledge from documentation.

1. Explain the governance limits most likely to cause issues in scheduled scripts and how you'd architect around them.
2. When would you use a map/reduce script instead of a scheduled script, and what are the trade-offs?
3. How do you handle error logging and notification in production SuiteScripts?
4. Describe integrating NetSuite with a third-party inventory system that doesn't support real-time APIs.
5. Walk me through optimizing a SuiteScript search operation timing out with 50,000 records.
6. How do you implement field-level security that standard roles and permissions can't handle?
7. What's your debugging process when a script works in sandbox but fails in production?
8. Explain the difference between dynamic and static source types for saved searches and when each matters.
9. How would you build a custom RESTlet for a mobile app that needs to create sales orders with attached images?
10. Describe implementing a custom approval routing system that NetSuite's native workflows can't support.

Strong answers include specific examples from projects they've worked on, not theoretical knowledge from documentation.
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SAP functional questions by module (10 examples)

Module-specific questions reveal configuration depth and real project exposure. 

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Consultants who've actually configured these scenarios can walk through specific steps and anticipate common problems.

1. (FI/CO) How do you configure parallel accounting for companies reporting under both GAAP and IFRS?
2. (MM) Explain the difference between stock transport orders and stock transfer postings and when you'd use each.
3. (SD) Walk me through configuring a pricing procedure that includes customer-specific discounts, volume rebates, and freight.
4. (PP) How do you handle production planning when component availability is uncertain and substitutions are frequent?
5. (FI) Describe designing a cost center hierarchy for a company with multiple profit centers and shared services.
6. (MM) A client needs three-way match validation with tolerance levels varying by vendor and material group. How do you configure this?
7. (SD) How would you set up consignment processing with periodic billing based on actual consumption?
8. (WM) Explain configuring warehouse management for a facility using both pallet-level and piece-level tracking.
9. (CO) What's your process for setting up activity-based costing when traditional cost center allocation doesn't work?
10. (FI) How do you handle intercompany reconciliation when subsidiaries operate on different fiscal year calendars?
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SAP ABAP technical questions (10 examples)

These questions test production-level ABAP knowledge where performance and scalability matter. Junior developers memorize answers while senior developers explain trade-offs and edge cases.

1. Explain the performance difference between SELECT SINGLE, SELECT...UP TO 1 ROWS, and SELECT with WHERE clause returning one record.
2. When would you use field symbols instead of data references, and what are the memory implications?
3. How do you implement user exits versus BADI enhancements, and what factors guide your choice?
4. Walk me through debugging a short dump that only occurs in production with specific user authorizations.
5. Describe optimizing an ALV report currently taking 10 minutes to display 100,000 records.
6. What's your approach to building a custom approval workflow that integrates with SAP Business Workflow?
7. How do you handle database locks and update conflicts in programs processing high transaction volumes?
8. Explain the differences between SAP Gateway and direct RFC calls for integrating with external systems.
9. When would you use BOPF versus custom business objects?
10. How do you implement parallel processing for a program updating millions of records nightly?

Junior developers memorize answers. Senior developers explain trade-offs and describe situations where the "standard" answer doesn't apply.
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How to Evaluate Soft Skills for Remote Work

Technical competence means nothing if a consultant can't work independently or communicate effectively across time zones.
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Communication assessment frameworks

Ask candidates to explain a complex technical concept as if you're a non-technical business stakeholder.

Strong remote consultants:

• Adjust language naturally without being condescending
• Use relevant business examples
• Confirm understanding at key points
• Know when to simplify and when detail matters

Weak communicators:

• Stay buried in technical jargon
• Oversimplify to the point of uselessness
• Can't translate technical decisions into business impact

Request writing samples from actual project work: status updates, technical specifications, client-facing documentation. Writing quality predicts communication effectiveness better than interview performance.
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Self-management indicators

Ask: "Describe your typical work week structure when working remotely."

Effective remote consultants:

• Maintain consistent schedules
• Use project management tools proactively
• Communicate delays before they become problems
• Have systems for managing multiple work streams

Red flags:

• Can't articulate their time management approach
• Claim they're "flexible" about hours without explaining how they ensure client availability
• No system for tracking what they're working on

Probe with specific examples:

"Tell me about a time you were blocked on a technical issue while working remotely. What did you do?"

Strong answers show initiative in finding solutions, knowing when to escalate, and maintaining productivity while waiting for answers.
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Making the Final Decision

Structured evaluation prevents bias and ensures consistent decisions across multiple candidates.
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Scoring rubric template

Build a weighted rubric:

• Technical skills (50%): Functional knowledge, coding ability, problem-solving, architecture
• Communication ability (25%): Written and verbal, technical translation, client-facing skills
• Remote work capability (15%): Self-management, proactive communication, independence
• Team fit (10%): Work style, collaboration approach, cultural alignment

Rate each criterion on a 1-5 scale with specific definitions.

For "NetSuite SuiteScript proficiency":

• Level 3: Can build standard user events and scheduled scripts with documentation support
• Level 4: Architects complex integrations and optimizes for governance limits independently
• Level 5: Teaches other developers and establishes technical standards

Don't average scores. A consultant scoring 5 on technical but 2 on communication creates more problems than someone scoring 3 across all categories. Set minimum thresholds for each category.
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Trial project structures

Paid trial projects reveal what interviews can't. Structure these as 20-40 hour engagements solving real business problems.

For remote NetSuite consultant North America candidates:

• Optimize an existing saved search causing performance issues
• Build a specific integration component your team needs
• Configure a module feature matching an actual client requirement

Define success criteria upfront:

• Specific deliverables and documentation requirements
• Communication expectations and response time standards
• Code quality standards and testing protocols

Pay trial rates at or above their standard hourly rate. This demonstrates respect and ensures they take the work seriously.
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Onboarding success metrics

Define success at 30, 60, and 90 days:

30 days:

• Complete system access and development environment setup
• Review existing customizations and documentation
• Deliver small configuration changes independently
• Understand development standards and escalation paths

60 days:

• Handle moderate complexity work items without supervision
• Contribute meaningfully to technical discussions
• Suggest improvements to processes or implementations

90 days:

• Manage complete work streams independently
• Mentor junior team members if applicable
• Understand client needs and technical standards thoroughly

Track time-to-productivity: how long before they deliver billable value matching their cost? Consultants who ask smart questions early reach productivity faster than those who struggle silently.
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Working With ERP Staffing Partners (Checklist)

Specialized staffing providers handle initial vetting, but understanding what they should have done helps you evaluate both consultants and the firm's quality.
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What pre-vetting should already be done

Quality staffing providers verify:

They should provide:

For SAP consultants for partners, expect confirmation of:

Pre-vetted candidates should have completed basic technical assessments, communication evaluations, and reference checks. You're doing deeper validation and team fit assessment, not starting from scratch.
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4 Questions to ask your staffing provider

Not all ERP staffing firms vet candidates the same way. Ask these four questions to separate firms with real quality standards from resume aggregators.

"How do you source candidates and what percentage do you reject during screening?"

Providers accepting 80%+ of applicants aren't screening. Rejection rates around 60-70% indicate real quality standards.

"What specific technical assessments do you conduct?"

Request details: "What NetSuite SuiteScript questions do you ask?" or "How do you evaluate SAP ABAP code quality?" Vague answers about "technical interviews" suggest superficial screening.

"What are your guarantee terms?"

Quality providers offer replacement guarantees if consultants don't meet performance expectations within 30-90 days. No guarantees = no confidence in their vetting.

"How deep is your consultant pool?"

Can they present multiple qualified candidates for specialized roles, or are they searching after you submit requirements? Established providers maintain pre-vetted talent pools.

The best staffing partners become extensions of your hiring process, understanding your technical standards and team culture well enough to pre-qualify candidates accurately.
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Hire ERP Consultants Who Actually Deliver

Most technical hiring processes test whether someone interviews well, not whether they can solve production problems.

The consultants with impressive certifications who've never optimized a saved search under load. The developers who claim five years of experience but panic when you ask them to explain their own code.

You avoid these mistakes by testing what matters: 

• Can they solve real problems independently? 
• Do they ask questions that reveal business thinking? 
• Will they communicate proactively when working remotely?

Ready to find pre-vetted ERP consultants who've already passed technical screening?

Atticus Solutions provides certified NetSuite and SAP consultants who integrate with your team and work your timezone.

Schedule Your Staffing Consultation →

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