# Amresh Kumar

Amresh Kumar is the founder of Krostech Solutions, a recruiting company focused on ERP and enterprise-application hiring, including Oracle, PeopleSoft, SAP and Workday roles. Kumar also describes recruiting for broader technology and business positions.

- Profile: https://b2binfluencer.marketing/creators/amresh-kumar/
- LinkedIn: https://www.linkedin.com/in/amresh-kumar-krostech
- LinkedIn followers: 8,514
- Topics: artificial-intelligence, recruiting
- Based on 16 dated posts, latest 2026-10-06

## Summary

Amresh Kumar is most useful for explaining how niche ERP and enterprise-application hiring works.

- Best for: A staffing or recruiting company wanting ERP talent acquisition thought leadership and a co-authored article.
- Not for: ERP software vendors seeking technical how-to, configuration, product training or implementation troubleshooting content.
- Check first: Ask for LinkedIn analytics on ERP recruiting posts and commercial terms before committing.

### Takeaways

- Senior ERP consultants move through relationships, not job applications.
- The hardest roles need people who can operate inside complex organizations.
- AI sourcing widens the candidate pool; people still decide who is qualified.

## Main ideas

- **Senior ERP consultants move through relationships, not job applications**: Kumar's central claim is that niche enterprise-application talent is largely off the open job market. The strongest Oracle Cloud, PeopleSoft, SAP and Workday professionals they have worked with over roughly 20 years came through long-term relationships, repeat project engagements, referrals and staying in contact—not job-board applications. Their practical conclusion: ERP transformation hiring needs a relationship-driven pipeline and a recruiter who understands delivery realities, stakeholder management and business processes, not just keyword matching.
- **The hardest roles need people who can operate inside complex organizations**: Kumar argues that the hardest roles to fill rarely demand the most exotic technology. They require someone who can work in a complex business environment: supporting post-go-live operations, collaborating closely with business users, managing stakeholders, working hybrid or on-site, and understanding processes well enough to keep operations stable. Resumes for these roles look nearly identical on paper, so the real differences emerge in deeper screening, operational discussions and reviews of actual project experience. They contrast this with traditional IT staffing and suggest a small initial engagement as a low-risk way to test fit.
- **AI sourcing widens the candidate pool; people still decide who is qualified**: Kumar positions AI as an addition to relationship-based recruiting, not a replacement. Krostech's stated approach combines AI-driven sourcing tools that surface niche candidates other teams miss with human-led qualification and relationship-based recruiting. In their account, AI and automation drive upheaval in hiring and help specialist recruiters find people who are not looking for work.
- **Hiring has changed faster than traditional recruiting methods can absorb**: Kumar frames the present as a full-scale shift rather than a slowdown, driven by agentic AI, automation and accelerated cloud adoption, and argues that traditional recruiting methods will not meet 2026 talent demand. They ground the argument in personal chronology rather than data: they watched the Y2K preparation period in 2000 from a distance, at the end of high school, then entered the industry as the 2008 recession reshaped hiring, budgets and delivery models. They describe the current wave as categorically different from both.
- **ERP stays the foundation while wider technology and business hiring grows around it**: Kumar says ERP and enterprise applications remain the foundation of the work, while growing client relationships have drawn the practice into broader hiring: infrastructure modernization, engineering leadership and business operations across manufacturing, industrial, technology and financial services. They keep ERP transformation and enterprise technology initiatives first in that list, presenting the wider functions as extensions of the specialism rather than a change of identity.

## Work to read

- [This is what ERP and enterprise transformation hiring has taught me](https://www.linkedin.com/posts/amresh-kumar-krostech_this-is-what-erp-and-enterprise-transformation-activity-7460424206564999168-IoCL)
- [I've Never Seen the Industry Change This Fast — And Here's What It Means](https://www.linkedin.com/posts/amresh-kumar-krostech_ive-never-seen-the-industry-change-this-activity-7405312427787161602-mmPy)
- [The hardest ERP roles are not the ones with the rarest technologies](https://www.linkedin.com/posts/amresh-kumar-krostech_after-supporting-erp-and-enterprise-application-activity-7462215744714457089-pY_C)
- [What manufacturing and supply chain employers now screen for in ERP hiring](https://www.linkedin.com/posts/amresh-kumar-krostech_many-manufacturing-and-supply-chain-driven-activity-7463209549991161856-AteE)
- [From ERP recruiting to broader technology and business hiring](https://www.linkedin.com/posts/amresh-kumar-krostech_over-the-years-many-of-you-have-known-me-activity-7476370120873926656-2VDx)
- [A 2020 contract posting: SAP S/4HANA sourcing and procurement in Boston](https://www.linkedin.com/posts/amresh-kumar-krostech_remotework-sourcingandprocurement-saps4hana-activity-6676551309652582400-8rzB)

## Brand relationships

- **Krostech Solutions** (owned_business)

## Partnerships

Amresh Kumar’s posts don’t offer a sponsorship program, media kit, rate card or published partnership terms. They do describe the commercial model at Krostech Solutions, the recruiting company they founded: retainer- and project-based searches for hard-to-fill ERP and enterprise-application roles across Oracle Cloud, PeopleSoft, SAP, Workday, integrations and enterprise support. Kumar invites hiring managers and transformation leaders to start with a conversation; one post suggests a small initial engagement as a way to test long-term fit. For a campaign targeting these buyers, explore a negotiated recruiting or co-marketing arrangement rather than a packaged creator offer, with scope, role coverage and timing set case by case. Their first-person analysis of ERP hiring trends could also inform a co-authored article or thought-leadership placement. Before proposing a paid collaboration, ask Kumar about rates, deliverables and availability.

## Alternatives

- Mehul Jain: Choose Mehul Jain when the reader is a staffing or recruiting operations leader and the article is about how niche search works. Jain's two posts start from the same problem Amresh Kumar writes about — that the best people for niche roles are not applying — but develop it as a step-by-step sourcing argument: search your old candidate database again, look for adjacent experience rather than the exact keyword, map the small set of companies where the skill exists, then reach out directly by email, WhatsApp, phone and LinkedIn. Jain names ERP only as one example among hard-to-fill requirements, alongside ObjectARX and Fortran with HPC. Jain also covers market movement Kumar does not: the Metaview, Jack & Jill and Juicebox funding rounds and the shift from point tools to full-stack hiring platforms. That suits a piece for recruiting-technology buyers rather than hiring managers. For a co-authored article offering copyable sourcing tactics and a view of where recruiting tools are heading, Jain is the closer match.
- Fabian Herhold: Choose Fabian Herhold when the need is recruitment agency growth and outbound execution rather than ERP hiring demand. Herhold's subject-line post gives five categories of recruitment email subject line, with example lines and a stated best use for each: client outreach, business development to hiring companies, skeptics, active hiring managers and closing candidates. It also warns against sending from a CRM or a primary domain. That is ready-made material for a co-authored outbound playbook, with little translation needed for a staffing audience. The second post adds the operator's view of running a recruiting product: activation matters more than signups; a new user gets a first real result in about 24 minutes; 148 tickets were filed, mostly by the agent itself; and shipping, support and onboarding all happened in the same week. For a campaign about running a modern recruiting agency or launching an AI recruiting tool, that combination of outbound tactics and build-in-public detail is more useful than ERP domain commentary.
- Lane Cooper: Choose Lane Cooper when the reader is an enterprise technology executive — a CIO, CISO or transformation sponsor — and the article needs an analyst-and-interview register. Both posts follow that shape. One assembles Gartner and ISG findings on the gap between AI adoption and business results, including a study of 1,200 enterprise AI use cases where 31% of prioritised initiatives reached production and roughly one in four met growth-related return expectations. It then interviews a former CIO about boards moving from AI enthusiasm to documented accountability for economic impact. The other interviews a founder and CEO about where AI-supported decisions get their information, whether that information was validated, and what evidence survives an incident. For a campaign about how technology leaders should evaluate, govern and defend AI spend or cyber resilience, that framing travels further than recruiter how-to material.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/