As NetSuite continues to dominate the ERP space for growing and mid-market companies, the demand for qualified NetSuite professionals has surged. Whether you're a company implementing NetSuite for the first time or managing a mature deployment, building the right team is one of the most critical — and often most difficult — parts of ensuring success.

From skill shortages to onboarding hurdles, NetSuite staffing comes with its own unique set of challenges. In this article, we’ll explore the top problems companies face when hiring NetSuite talent, and offer practical solutions for overcoming each.

1. Skill Shortages and a Limited Talent Pool

The Challenge:

The demand for NetSuite talent has exploded, but the supply of certified, experienced professionals hasn’t kept up. Because NetSuite is a specialized platform, there’s a relatively small pool of administrators, developers, and consultants with the depth of experience many companies need. This is especially true for hybrid skill sets — like a NetSuite developer who also understands accounting workflows or someone with expertise in both NetSuite and third-party integrations.

How to Overcome It:

Widen Your Search Criteria: Instead of requiring every bullet point on a job description, focus on core must-haves. Some skills (like basic SuiteScript or SuiteAnalytics) can be taught if the candidate has adjacent experience and the right mindset.

Invest in Upskilling: Consider hiring someone with ERP or finance experience who can be trained in NetSuite. Many companies find long-term success in growing NetSuite expertise from within.

Tap Into Staffing Agencies or Partners: Specialized NetSuite staffing firms often have access to talent that general recruiters can’t reach. They can quickly match you with vetted professionals who have niche experience.

Support Certifications: Encourage employees to earn NetSuite certifications (like SuiteFoundation or ERP Consultant). Offer incentives, cover exam fees, or provide study time during work hours.

2. High Competition and Rising Costs

The Challenge:

With so few experts in the market, NetSuite professionals can command premium salaries — and they know it. Top candidates often receive multiple offers or move on quickly if an opportunity isn’t competitive enough. For smaller companies or startups, it can be hard to compete with larger firms offering higher pay, better benefits, or remote flexibility.

How to Overcome It:

Speed Up the Hiring Process: Many companies lose great candidates simply by taking too long to make decisions. Streamline your interview and offer stages to avoid delays.

Focus on Culture and Flexibility: If you can’t outbid on salary, highlight your company's flexibility, work-life balance, or unique mission. Remote work, a positive team environment, and career growth opportunities can be just as valuable as compensation.

Offer Hybrid or Fractional Roles: Not every company needs a full-time NetSuite Developer or Consultant. Consider bringing in top-tier talent on a part-time or project basis — it gives you access to experience without the full-time cost.

Use Contract-to-Hire Models: Working with a contractor through an agency before offering a full-time role helps both parties evaluate fit and can ease budget constraints.

3. Onboarding and Knowledge Transfer

The Challenge:

Once you’ve hired a NetSuite professional, the next hurdle is onboarding. Getting them up to speed on your company’s NetSuite configuration, business processes, integrations, and user needs takes time. For companies with little existing documentation or technical debt in their instance, onboarding can be a major roadblock.

How to Overcome It:

Create Clear Documentation: Maintain internal wikis, process maps, and technical documentation to help new hires quickly understand your NetSuite environment. This is especially important for systems that have been heavily customized.

Assign Onboarding Buddies: Pair new hires with experienced employees who can provide business context, guide them through your system setup, and answer questions as they arise.

Break Onboarding Into Phases: Don’t overwhelm new staff with everything at once. Start with core processes and introduce more complex features over time.

Leverage External Support for Ramp-Up: Consider using a consultant to help with knowledge transfer or to temporarily manage the system while your new hire gets up to speed.

4. Mismatch Between Business Needs and Candidate Skillsets

The Challenge:

Many businesses struggle to find candidates whose experience matches their specific NetSuite configuration. For example, you might need someone who knows SuiteCommerce or Advanced Revenue Management — but the candidate pool is mostly ERP generalists. Or you might hire a developer when your real need is a strategic consultant.

How to Overcome It:

Start With a Needs Assessment: Before hiring, clearly define what you need from your NetSuite team. Is the priority reporting, customization, user support, or integration work? Your staffing approach should align with these goals.

Use Job Descriptions That Reflect Real Priorities: Generic job postings can attract the wrong candidates. Be specific about which NetSuite modules, scripts, or business processes are most important.

Consider Multiple Part-Time Experts: Rather than hiring one “unicorn” who can do it all, split the responsibilities across two or more part-time specialists. For example, one person for financial configurations and another for SuiteScript customizations.

Work With a Consultant to Audit Your System First: If you’re unsure what skills are truly needed, bring in a consultant to review your setup and advise on where to focus hiring efforts.

5. Retention and Career Development

The Challenge:

Because NetSuite professionals are in such high demand, even after hiring, there’s always the risk that they’ll be poached by another company offering better perks or more interesting work. Retaining top NetSuite talent requires ongoing effort.

How to Overcome It:

Provide Ongoing Learning Opportunities: NetSuite is constantly evolving. Encourage and fund continued education, certifications, and attendance at SuiteWorld or virtual training events.

Offer a Clear Growth Path: Help employees see how their role can grow — whether into leadership, specialization (e.g., integration lead), or broader ERP strategy roles.

Involve Them in Strategy, Not Just Support: Many NetSuite professionals want to do more than fix errors. Include them in process improvement conversations and digital transformation initiatives to keep them engaged.

Build a Strong Team Culture: A positive work environment, recognition, and meaningful collaboration go a long way in retaining top talent.

Final Thoughts

NetSuite staffing is a challenge — but not an insurmountable one. The key is recognizing the unique nature of the NetSuite ecosystem and approaching hiring, onboarding, and retention with intention.

Whether you're a fast-growing startup or an established enterprise, the most successful organizations don’t just look for talent — they create environments where that talent can thrive. That means investing in upskilling, documenting systems, being flexible with hiring models, and focusing on long-term relationships.

If finding or keeping NetSuite professionals is proving difficult, consider working with a specialized staffing partner who understands the platform and can connect you with the right talent faster and more effectively.