Netsuite is not plug-and-play. Multipurpose, comprehensive, and adaptable, this cloud-based ERP solution enables organizations to unlock greater levels of operational success, but it’s also the gateway to a vast and evolving ecosystem that requires sustained investment – particularly from a talent perspective.

The scale and dynamism of the NetSuite ecosystem means entire careers can be, and often are, built within it. Businesses can choose from numerous extensions and plugins — SuiteApps to the initiated — that extend the platform’s capabilities. They can use these to tailor the software to meet their needs. But new functionality means new expertise is often needed.

Netsuite offers new levels of performance in many areas, but it will only be at its most impactful with the right people in place.

The Top 6 skills for making the most of Netsuite

NetSuite’s broad range of capabilities means the platform’s functionality will often change over time. To consistently achieve top performance, organizations need to assemble and maintain the right combination of skills that can take full advantage of its potential, even as the software itself evolves.

“It takes a village,” says Kevin Ramme, NetSuite Consultant and President of NetSuite consulting firm Rampart Enterprise Solutions.. “One of the most challenging things is the diversity of roles that are essential to managing a system like NetSuite,” he adds. The following six skills are key:

1. In-depth knowledge of the platform. The team must have expertise in Netsuite’s capabilities, the systems with which it will integrate, and the programming and customization required to meet the organization’s needs.
2. Strategic awareness. A thorough understanding of the business goals Netsuite is being implemented to fulfill.
3. Technical expertise. Proficiency in SuiteScript and the ability to customize and integrate with SuiteApps is indispensable.
4. Strong project management skills. This is particularly necessary during implementation.
5. A willingness to learn and adapt. Both the business and NetSuite ecosystem will evolve, and so must the team.
6. Soft skills. Communication, change management, and problem-solving skills will be necessary to secure buy-in and knowledge transfer.

In addition, a number of certifications show proficiency in skills critical to the effective use of NetSuite:

• NetSuite certifications, such as the Administrator Certification, enable organizations to develop NetSuite expertise in-house, boosting productivity and operational resilience.
• ITIL, or the IT Infrastructure Library Certification, offers a framework of best practices in managing IT services.
• Project management certifications, like the PMP (Project Management Professional) or the CAPM (Certified Associate in Project Management), help prepare individuals to handle a range of projects.

The power of a NetSuite recruitment partner

To leverage NetSuite and spur greater performance, organizations need the right mix of skills and expertise, many of which will change as they grow, Ramme says. Initially, a finance or accounting employee may be able to double as the NetSuite administrator. As an organization expands, however, other departments like human resources and supply chain typically begin using the platform.

As this happens, administering NetSuite becomes more demanding. “Once you scale past about 1,000 users, with multiple teams executing complex processes across the business, it becomes too much for any one individual to know and support every process. You need a team,” he says.

A NetSuite recruiting partner can provide the knowledge needed to guide an organization’s deployment of this solution so it bolsters their operations. Identifying the right partner is critical, however, and not always easy.

“Early on, organizations are often eager to fill a role, and may not know what they don’t know,” says Ramme. It’s not enough for a recruiting firm to simply review a stack of resumes to identify potential candidates. “To add value, a NetSuite partner needs to take a consultative approach, and assess what you really need to address your challenges.”

The partner should start by understanding the business’s goals and challenges. Then, they’ll draw on their experience to identify the resources that can help the organization move in the right direction. It’s not uncommon for NetSuite users to ask, for example, if it’s possible to add a field or make a small change, but a consultative partner should drill down to identify the underlying challenge the organization is trying to address. “The focus can then turn to developing a thoughtful, elegant, comprehensive solution,” Ramme says.

Just as important are a recruitment partner’s relationships with candidates. For instance, the partner should be able to identify candidates who are experts in SuiteApps for different functions like payroll or procurement. “A strong recruitment partner will understand your NetSuite landscape and have working relationships with resources that can support it,” says Ramme.

Growing with Netsuite

As NetSuite and the organizations using it evolve, a NetSuite recruitment partner will stay up-to-date with the platform’s development, offering solutions to problems as they arise, and mitigating the occurrence of problems by sourcing the best talent available. “They’re not just recruiters, but long-term recruitment partners,” Ramme says. “They bring value by understanding the NetSuite ecosystem and by establishing and maintaining relationships with organizations and candidates.