How we helped Affidea build its internal SAP team

We worked with Affidea to hire the people for its internal SAP Center of Excellence: a Team Lead first, then three more permanent hires as new needs emerged.

4Permanent hires in 15 months
15Countries Affidea operates in
391Centres across Europe

What Affidea says about us

"Excellent experience! We successfully filled three key positions thanks to their support. The candidates were highly qualified, and the recruitment team provided outstanding follow-up throughout the entire process. I highly recommend their services!"

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Jennifer Sosa

Group Talent Acquisition Lead

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4.9/5 on

TL;DR

  • Who. Affidea, a pan-European provider of diagnostic imaging, outpatient and specialty care, with 391 centres in 15 countries.
  • What they needed. Internal SAP capability. External consultants ran everything from implementation to maintenance, and as the project grew that stopped being sustainable.
  • Why it was hard. Niche SAP profiles, such as a Lease Accountant (RE-FX), and a first offer the candidate declined.
  • What we did. Hired the Team Lead first, ran a targeted search for the niche role, and kept a strong runner-up on the radar for the next opening.
  • What happened. Four permanent hires in 15 months, all onboarded, and an internal SAP Center of Excellence that is active and growing.

About Affidea

Affidea is a leading pan-European provider of diagnostic imaging, outpatient and specialty care services, operating in 391 centers across 15 countries. Known for innovation and clinical excellence, Affidea is on a mission to improve healthcare access and outcomes across Europe.

Affidea was implementing multiple SAP modules across several European countries.

The brief

Build a strong internal SAP Center of Excellence, starting with the Team Lead who would shape the rest of the group, and add the roles that emerged as the team took shape.

The 3 problems we had to solve

Problem #1: "Our external SAP teams are overloaded."

At first an external consulting team handled everything from implementation to maintenance. As the project grew, the external teams were overloaded and Affidea lacked the internal capability to maintain and improve its SAP environment long term.

What we did

We started with a briefing to understand the team setup, the challenges and the goals, and began with the Team Lead: the key role that would shape the rest of the group. We sourced the best profiles and one candidate was hired.

Problem #2: "The next role is a niche SAP profile."

The second hire was a Lease Accountant (RE-FX), a much narrower market. Our first offer was declined by the candidate, which extended the process.

What we did

A targeted search strategy and frequent alignment with Affidea, so the brief stayed accurate while the market answered. The role closed shortly after the third hire.

Problem #3: "A new position opened mid-search."

While the specialised search was still running, Affidea opened another position.

What we did

During the Team Lead search we had noted a second strong candidate for future opportunities. Affidea moved forward with that person, which turned into an extra hire without a new search.

How we actually ran it

  1. An initial briefing. The team setup, the challenges and the goals, before any search started.
  2. The Team Lead first. The role that would shape the rest of the group, with the best profiles sourced for it.
  3. A shortlist that outlives the search. Strong runners-up kept on the radar, which is how the third hire happened.
  4. Permanent placements. All four joined Affidea directly as permanent employees. The fourth came in May 2026, from the same partnership.

What Affidea ended up with

  • An internal SAP Center of Excellence that is active and growing.

  • Four permanent hires in 15 months, including the Team Lead, all onboarded.

  • A partnership built on consistent alignment, transparency and a quality-first approach.

Written by

Miguel Marques

Miguel Marques

Founder @ Remote Crew