Job boards won't find your next Workday hire. Our 20,000+ candidate network will. Our Workday staffing services cover HCM, Payroll, Financials, Integrations, and more.
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The foundation of most implementations and the starting point for most searches. We place consultants across supervisory orgs, job profiles, positions, staffing models, and worker data.
Specialists in requisition business processes, candidate stages, offer letters, and job board setup. One of the deeper pools outside Core HCM.
Review templates, goal cascades, calibration, succession, and course catalogs
Eligibility rules, open enrollment, life events, ACA reporting, and carrier feeds. This is a seasonal search.
Accrual rules, holiday calendars, state leave stacking, FMLA config.
Merit cycles, bonus plans, eligibility rules, and comp review configuration. The catch: Adv Comp runs once a year, so a consultant can have five years of Workday on their resume and have shipped exactly two merit cycles. We count them.
AP, GL, AR, Banking & Settlement, Fixed Assets, and Expenses consultants
US Payroll, Global Payroll, and Payroll Interface consultants who connect Workday to third-party processors through PECI and PICOF.
Studio, EIB, PECI, PICOF, Cloud Connect, and Workday Extend specialists connecting Workday to ATS, payroll, carriers, and the rest of the enterprise stack.
Planning and budgeting consultants, in heavy demand with PE backed companies and enterprise finance teams replacing spreadsheet-based planning.
PRISM Analytics consultants and Report Writers (BIRT, calculated fields, composite reports)
Domain security, Security group design, business process security, and audit/compliance.
Solution Architects, Project Managers and Change Management Leads for enterprise teams and implementation partners.
Looking to hire executive leadership? Visit our executive search practice page
An Advanced Compensation lead who's two months out from a February merit cycle isn't browsing job boards. The experienced candidates are embedded in implementations, often at SI firms, and not checking their inboxes. We reach them directly.
If they're sending you trained early career consultants, that's a different product. We source experienced Workday professionals who are already live in someone else's environment, not people who just finished a 12-week program.
That's the req that stalls. Core HCM experience doesn't transfer to Advanced Compensation. A Recruiting consultant isn't a Benefits consultant. A functional consultant isn't an Integration developer. We scope it by module from the start.
Most Workday staffing firms run the same search: post the req, scrape LinkedIn, forward what comes in. We work from a 20,000+ candidate network built over years of direct relationships, so we're usually talking to people within hours, not weeks.
Our Workday recruiting team works from a massive ERP candidate network that we built through direct relationships. This isn't a job board search that starts when you send us the req. Here's what we look at before we put any Workday candidate in front of you:
Which Workday modules they've worked in, which version, and what configuration scope they actually owned. Not just what's written on the resume.
Whether the candidate has done new-tenant deployments, post-go-live enhancements, or both. These are genuinely different skill sets.
Workday HCM in a healthcare system with union rules and a nurse float pool is a totally different search than Workday HCM at a tech company. The industry match matters.
Certification matters, but you can't just go buy it yourself since enrollment goes through an employer. So we look at module fit first and certification currency second.
For integration and technical roles, we cover Studio, EIB, Cloud Connect, PECI, PICOF, BIRT, and related tools. Knowing the tool and owning an integration build are different things.
We help you figure out which model fits before the search even starts.
Whether the timing and engagement type actually work for the candidate. We check this upfront, not after the shortlist is done.
The point isn't to hand you a pile of resumes. It's to give you a shortlist that actually makes sense.
Every search is led by someone who already understands the platform, the module and the type of hire.
Figures show days from search start to accepted offer. Client names removed by request.
A Workday staffing agency helps find and hire people who know Workday. Whether you call it a Workday recruiter or a staffing agency, the core job is the same. That could be functional consultants, integration developers, security specialists, project leads and more.
The hard part is figuring out what someone's Workday experience really is. For instance, Core HCM experience doesn't automatically mean someone can handle Advanced Compensation or Benefits. So we dig into the modules they've worked on, the actual work they did, and what types of projects they've been part of. We also spend a lot of time talking to Workday people who are already employed but might move for the right opportunity.
We cover the whole Workday suite: Core HCM, Payroll, Benefits, Absence & Time Tracking, Advanced Compensation, Recruiting, Learning, Talent & Performance, Financials, Adaptive Planning and PRISM Analytics.
On the technical side, we place Integration Developers with Studio, EIB, and PECI experience, plus Report Writers and Security specialists. We also recruit Workday Solution Architects, Project Managers, and Change Management Leads for enterprise teams and implementation partners.
Absolutely, we work with both companies that run Workday internally and Workday implementation partners, from large SI firms to smaller Workday practices. ExpertHiring works as a Workday staffing partner for both end-user orgs and SI delivery teams.
The experience needed can be pretty different between the two. Someone doing client delivery at an SI often has a very different background from someone who owns Workday internally, so we shape the search around the actual role.
Workday keeps growing, which means more companies need people who know the platform. Workday reported around $9.5 billion in FY2026 revenue, up 13.1%, with more than 11,500 organizations on the platform now.
On top of that, a lot of the experienced Workday people are tied up on 1 to 1.5 year implementation projects, usually with the big SI firms. They aren't out there browsing job boards. That's why direct outreach and having real relationships matters so much.
Yes, and honestly that's a big part of what we do.
Think about someone who's run several open enrollments, worked through multiple merit cycles, or managed release cycles. That person probably isn't checking job boards at all. Our recruiters build relationships with these professionals over time, so when a new search comes in, we're not starting from scratch.
Usually, yes.
The two are closely connected through things like accruals and time entry rules. Having one consultant own both helps keep the configuration consistent, instead of two people building pieces that don't quite match up. It can also be simpler and cheaper than running two separate searches.
Healthcare systems, financial services, technology companies, higher education, professional services, manufacturing, and PE-backed mid-market organizations.
Industry experience really does matter here.
A Workday HCM consultant who's dealt with union rules and shift differentials in healthcare probably isn't the right fit for a software company. We look at the industry along with the module.
Not always.
Workday Pro certifications are module-specific and certification enrollment goes through an employer or partner. Individuals can't just buy the certifications themselves.
So certification helps, but it's not the only thing we look at. We also want to know which modules someone actually worked on, what they configured, and whether they can explain the decisions behind what they did.
Absolutely. Our Workday implementation staffing team can recruit the whole team: functional consultants by module, integration developers, report writers, security analysts, project managers, and change management leads.
A typical mid-size implementation might need 5 to 8 specialists depending on the modules involved. We can run searches in parallel and time them to match the different stages of the project.
From HCM and Financials to integrations and payroll, tell us what you need and we'll find the right people to talk to.
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Job boards won't find your next Workday hire. Hiring across more than one area? Explore all our recruiting specialties