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< Back SAP SD Implementation for an Automotive Company Interval supported a global automotive leader in preparing for a major SAP S/4HANA migration - analysing core sales processes, engaging key users, and driving change awareness. The result: faster buy-in, clearer vision, and a solid foundation for transformation. Situation A multinational manufacturer of luxury vehicles and motorcycles required updates to its core enterprise resource planning (ERP) platform, SAP, which was already well integrated into its IT environment. As both business processes and SAP solutions had evolved significantly since the initial implementation, the organisation sought opportunities for improvement to stay ahead in the highly competitive automotive sector. To address this, the company wanted to understand the business and competitive advantage potential of moving to SAP S/4HANA. The project team started by analysing existing SAP R/3 processes and produce recommendations for new SAP products and solutions within S/4HANA that could be adopted either group-wide or in selected regions. The scope included: As-is analysis Awareness sessions with users To-be recommendations Use cases Demonstrations Recognising the need for deep expertise across the broad range of SAP modules, the client engaged Interval to provide a specialist in SAP Sales and Distribution (SD). Approach Interval provided a dedicated SAP SD Consultant to support the delivery. The engagement began with a series of sessions involving key users to raise awareness of the programme and collect feedback on pain points to explore further. Using this input - alongside SAP forensic data, SME insight and direct interaction with SAP - the team analysed the gathered information to create a detailed current vs. target state roadmap. The consultant, a certified SAP professional with deep knowledge of the latest innovations, was able to advise with high precision. All findings and recommendations were fully documented to support steering committee review and eventual implementation. Outcomes The first phase of the project was delivered in just four months, ahead of schedule and within budget. The following phase began immediately afterwards. Given that the last major SAP upgrade had occurred over a decade ago, change management was a key pillar of this project. The programme successfully raised awareness of new SAP solutions among key users, who left the sessions more confident and better prepared for the S/4HANA transition. Increased visibility into the risks of remaining on legacy platforms helped secure swift leadership buy-in. The project also delivered process maps, system demo recordings, and setup manuals. The client has since approved the move to SAP S/4HANA, with the broader programme now underway. It is expected to run for several years and bring meaningful improvements in efficiency, process integration, and system security. Previous Next

< Back Brand repositioning and go-to-market for a retailer's international expansion Repositioning a brand and supporting go-to-market execution to enable successful international growth. Challenge A retailer focused on digital and consumer technology products was preparing to enter multiple new European markets. Its existing brand, messaging and website were not aligned to international audiences and lacked clarity around differentiation. The business needed to move quickly without building a large internal marketing team. Solution Interval delivered brand strategy, positioning and go-to-market support , combining strategic consulting with hands-on execution. This included brand messaging refinement, visual identity updates, website localisation support and campaign planning for new markets. Marketing specialists were deployed on a project basis to deliver assets and coordinate launches across regions. Outcome Successful launch across three new European markets Improved brand clarity and consistency across channels Faster time to market without long-term headcount commitments Increased engagement and early traction in new regions The client cited Interval’s flexible delivery model and ability to blend strategy with execution as key to the programme’s success. Previous Next

Meet the team behind Interval. Discover the consultants, recruiters and industry specialists driving high-quality delivery and exceptional client outcomes across all sectors. Our team We're a small but growing team of high performers, delivering big results. Kim Napeñas Managing Partner Kim is a managing partner of Interval. She leads the public sector division, with a focus on organisational development and training. Kim has extensive experience leading, advising on, and delivering projects and policy within UK and Middle East government and financial services. Read More Robert Fischer Senior Programme Manager Robert is a Senior Programme Manager at Interval, delivering major transformation programmes across Germany and EMEA. He leads complex strategic and technology initiatives for global clients while also supporting internal practice development. Read More Rik Mistry Managing Partner Rik is a managing partner of Interval. Rik leads the private sector division, with a focus on strategic and technology transformation programmes. Rik has over a decade of leadership and consulting experience and has worked across Europe, Asia and North America with a host of global clients. Read More Julie Jensen PMO Julie is a communications specialist with expertise in PMO, PR, social media, and strategic communication for international organisations. With a Master's in Public & Political Communication, she has worked across Europe and Latin America, excelling in intercultural collaboration and multi-lingual communication. Read More Michael Kellitt Senior Consultant Michael is a Senior Consultant with 15+ years of experience in recruitment and talent acquisition. As part of the Interval leadership team, he plays a key role in identifying client synergies that align with our core services in the IT sector. He has advised some of the most innovative GTM and multinational firms in EMEA. Read More Looking for your next career challenge? We are always looking for great talent. Join our team Expertise in action Meet some of the industry experts who have helped shape our success - each one a key part of our story. Looking for your next role? We publish new opportunities daily. Open vacancies >

What NIS2 and the EU AI Act mean for hiring managers and business leaders Two of the most significant pieces of European regulation in a generation are now in force. The NIS2 Directive (Directive (EU) 2022/2555) and the EU AI Act (Regulation (EU) 2024/1689) between them cover tens of thousands of organisations across the EU, touching everything from cybersecurity governance to how AI tools are used in the workplace. For many businesses, the compliance burden has arrived faster than the talent to address it. At Interval, we work at the intersection of regulatory change and workforce planning. What we're seeing on the ground is consistent: organisations understand the obligations in theory but are struggling to translate them into the right hires and the right team structures. This article sets out what both frameworks require, why they have direct implications for how you build and resource your teams, and what a credible response looks like. NIS2: Cybersecurity as a Governance Obligation The NIS2 Directive, formally Directive (EU) 2022/2555 of the European Parliament and of the Council of 14 December 2022, entered into force across the EU in January 2023 with a transposition deadline of October 2024. Germany's national implementation — the Gesetz zur Umsetzung der NIS-2-Richtlinie — was published in the Federal Gazette in December 2025 and is now in force. The directive establishes, in the European Commission's own description, "a unified legal framework to uphold cybersecurity in 18 critical sectors across the EU" and "calls on Member States to define national cybersecurity strategies and collaborate with the EU for cross-border reaction and enforcement." (European Commission — NIS2 Directive: securing network and information systems) Who is in scope NIS2 significantly expands the scope of its predecessor. It covers two categories of entity: essential entities and important entities, determined by sector and size. The sectors covered span energy, transport, health, financial market infrastructure, water, digital infrastructure, public administration, space, post and courier services, waste management, chemicals, food production, manufacturing, digital services and research. For many organisations that previously sat outside the regulatory perimeter, NIS2 changes that position entirely. What is required The obligations under NIS2 are substantive. Under Article 21 of the Directive, covered entities are required to implement risk management measures including: Risk analysis and information system security policies Incident handling and response Business continuity, backup management and disaster recovery Supply chain security Security in network and information systems acquisition, development and maintenance Policies and procedures to assess the effectiveness of cybersecurity risk-management measures Cybersecurity training and basic cyber hygiene practices Human resources security, access control policies and asset management Use of multi-factor authentication and continuous authentication solutions Secured emergency communications The full text of Article 21 is available at: EUR-Lex — Directive (EU) 2022/2555 What this means for your team This is not a compliance checkbox exercise that can be owned by a single person in the legal or IT department. NIS2 requires a governance approach that runs across the business, with accountability sitting at board and management level. In Germany specifically, management bears personal liability for failures to implement the required measures, with fines reaching up to €10 million or 2% of global turnover for essential entities. The practical consequence is that organisations need people who understand both the technical and governance dimensions of cybersecurity. Security Operations Engineers, Information Security Risk and Compliance Specialists, GRC (Governance, Risk and Compliance) leads, and CISO-level professionals are in high demand. The pipeline is thin. Organisations that treat these as roles to fill reactively, after a regulatory trigger, will find themselves at the back of a very long queue. The EU AI Act: A New Category of Compliance Risk The EU AI Act — Regulation (EU) 2024/1689 of the European Parliament and of the Council of 13 June 2024 — is the world's first comprehensive regulatory framework for artificial intelligence. It entered into force on 1 August 2024 and operates on a phased implementation schedule. The European Commission describes it as establishing "a risk-based set of rules for AI developers and deployers regarding specific uses of AI." (European Commission — AI Act) The official text is available at: EUR-Lex — Regulation (EU) 2024/1689 A risk-based framework The Act classifies AI systems into four categories. Prohibited practices have been enforceable since February 2025, including certain uses of biometric categorisation and emotion recognition in workplace settings. The critical deadline for most organisations is 2 August 2026, when the full obligations for high-risk AI systems under Annex III become enforceable. High-risk systems under Annex III include AI used in employment and HR decisions: recruitment, candidate screening and ranking, performance monitoring, and certain decisions about promotion or termination. If your organisation uses any AI-assisted tooling in these areas, those tools are likely classified as high-risk under the Act and subject to its full compliance requirements. What is required for high-risk systems Organisations deploying high-risk AI systems must comply with requirements including: Risk management systems for the lifecycle of the AI system Data governance and management practices Technical documentation and record-keeping Transparency and provision of information to users Human oversight measures Accuracy, robustness and cybersecurity standards Registration in the EU database of high-risk AI systems For hiring managers and HR leaders, this has direct and immediate implications. AI tools already embedded in applicant tracking systems, CV screening platforms or workforce analytics tools may fall within scope. The obligation to ensure human oversight, maintain documentation and demonstrate that the AI system does not produce discriminatory outputs requires dedicated expertise that most HR functions do not currently have. The extraterritorial dimension It is worth noting that the AI Act has extraterritorial reach. Organisations outside the EU are covered if their AI systems are used in relation to EU-based individuals — including when recruiting EU candidates or evaluating EU-based employees. This makes the Act relevant well beyond European-headquartered businesses. The Talent Implication: A New Type of Professional Taken together, NIS2 and the EU AI Act are creating a new category of professional demand that sits at the intersection of technology, governance and regulatory compliance. It is not a pure IT role. It is not a pure legal or compliance role. It requires people who can move fluently between technical implementation and regulatory frameworks, and who understand what good looks like in a rapidly evolving environment. The profiles most in demand right now as a direct consequence of these frameworks include: Cybersecurity and information security specialists — particularly those with NIS2-specific experience, an understanding of risk management frameworks such as ISO 27001, and practical exposure to incident response and reporting obligations. GRC professionals — Governance, Risk and Compliance leads who can translate regulatory requirements into operational programmes, manage relationships with regulators, and build internal audit and assurance functions. AI governance and compliance specialists — a relatively new profile, but one growing quickly. Organisations need people who understand how AI systems are classified under the Act, can conduct conformity assessments, and can implement the human oversight and documentation requirements for high-risk systems. Data and platform engineers with security awareness — technical professionals who understand that regulatory frameworks now extend into the architecture of systems, not just the policies written around them. Programme and project managers with regulatory delivery experience — compliance programmes of this scale require experienced delivery leads who can manage cross-functional workstreams, engage with regulators, and report credibly to boards. What a Credible Response Looks Like For most organisations, the gap between regulatory obligation and current team capability is real. Closing it requires a deliberate approach to workforce planning, not just recruitment. The organisations we work with that are handling this well tend to do a few things consistently. They map their obligations clearly before they hire, so they understand what skills they actually need rather than defaulting to a job title. They think across permanent hires, contract expertise and advisory support, recognising that different parts of the compliance programme require different engagement models. And they act early — the talent market for these profiles is competitive and moving quickly. At Interval, we work across Technology, Strategy and Finance to help organisations build the teams that regulatory change demands. That means understanding the frameworks, knowing the talent landscape, and placing people who can actually deliver — not just tick a compliance box. If you are working through your response to NIS2, the EU AI Act, or both, and want to understand what the right team structure looks like, we are happy to have that conversation. hello@intervalgroup.com | www.intervalgroup.com References Directive (EU) 2022/2555 — NIS2 Directive, EUR-Lex: https://eur-lex.europa.eu/eli/dir/2022/2555/oj/eng European Commission — NIS2 Directive overview: https://digital-strategy.ec.europa.eu/en/policies/nis2-directive Regulation (EU) 2024/1689 — EU AI Act, EUR-Lex: https://eur-lex.europa.eu/eli/reg/2024/1689/oj/eng European Commission — EU AI Act overview: https://digital-strategy.ec.europa.eu/en/policies/regulatory-framework-ai

Orientación Profesional para Estudiantes: Tu Guía Rápida para los Próximos Pasos   Empezar a pensar en tu futuro puede resultar abrumador, pero no tienes que tenerlo todo resuelto. Esta guía está diseñada para ayudar a estudiantes, recién graduados de la escuela y jóvenes adultos a comprender los pasos clave para explorar carreras, desarrollar habilidades y tomar decisiones educativas informadas.  Ya sea que estés considerando la universidad, la formación profesional o adquirir experiencia laboral, este artículo ofrece consejos prácticos, recomendaciones e ideas que te ayudarán a navegar el mundo real de las carreras con confianza.  Lo que aprenderás:   Cómo construir una base sólida para tu carrera  Las habilidades que más valoran los empleadores  Formas de explorar diferentes carreras de manera segura  Errores comunes que debes evitar al planificar tu futuro    1. No Necesitas Tenerlo Todo Resuelto   La mayoría de los estudiantes no termina trabajando en la carrera que imaginaban a los 17 o 18 años. Las carreras se construyen gradualmente a través de decisiones, oportunidades y aprendizaje. En este momento, concéntrate en desarrollar una base sólida de habilidades, experiencias y curiosidad, en lugar de encontrar el “título perfecto”.  Consejo: Explora lo que te interesa y desarrolla habilidades transferibles que puedan servirte en cualquier carrera.    2. En Qué Consisten Realmente la Mayoría de los Trabajos   Independientemente del sector, la mayoría de los puestos requieren:  Habilidades para resolver problemas  Trabajo en equipo y colaboración  Comunicación clara  Gestión del tiempo y manejo de la presión  Aprendizaje continuo  Idea clave: El conocimiento técnico es importante, pero las habilidades blandas como la colaboración, la comunicación y la adaptabilidad suelen ser aún más valiosas.    3. Caminos Educativos y Profesionales que Funcionan   No existe una única ruta “correcta”. Tus opciones incluyen:  Carreras universitarias  Formación profesional o aprendizajes (apprenticeships)  Programas de estudio en el extranjero  Combinar estudios con experiencia laboral  El enfoque debe estar en las habilidades, el compromiso con el aprendizaje y las experiencias del mundo real, no solo en el título de la cualificación.  Consejo: Elige oportunidades que te desafíen y te ayuden a crecer, en lugar de centrarte únicamente en el prestigio.    4. Habilidades Profesionales Esenciales para Desarrollar Ahora   Las siguientes habilidades son valiosas en casi cualquier carrera:  Comunicación efectiva (oral y escrita)  Alfabetización digital y tecnológica  Pensamiento crítico y curiosidad  Responsabilidad y fiabilidad  Idiomas (opcional, pero valioso)  Recuerda: La constancia y el esfuerzo suelen ser más importantes que el talento natural.    5. Cómo Explorar Opciones Profesionales de Forma Segura   Explorar carreras no tiene que ser estresante:  Habla con profesionales de sectores que te interesen  Pregunta sobre su trabajo diario  Prueba prácticas, trabajos a tiempo parcial o voluntariado  Observa qué te entusiasma y qué te agota  Consejo: Explorar significa aprender, no comprometerte con un único camino. Trátalo como un proceso de descubrimiento.    6. Errores Comunes que Debes Evitar al Planificar tu Carrera   Evita estos errores:  Creer que una sola decisión definirá toda tu vida  Elegir solo por prestigio o presión externa  Compararte en exceso con los demás  Centrarte solo en las cualificaciones en lugar de en las habilidades  Recuerda: Cada trayectoria profesional es única. Tu camino será diferente al de los demás.    7. Las Carreras se Construyen Paso a Paso   Concéntrate en la curiosidad, el esfuerzo y en dar pequeños pasos con significado. Desarrollar habilidades, adquirir experiencia y aprender sobre ti mismo ahora dará forma a tu carrera mucho más que intentar tener todo resuelto de inmediato.  Consejo de acción: Empieza a explorar hoy mismo.

Starting to think about your future can feel overwhelming but you don’t have to have it all figured out. This guide is designed to help students, recent school leavers and young adults understand the key steps to exploring careers, developing skills and making informed education choices.  Whether you’re considering university, vocational training or work experience, this article provides practical advice, tips and insights to help you navigate the real world of careers with confidence.  What you’ll learn:  How to build a strong foundation for your career  The skills employers value most  Ways to explore different careers safely  Common mistakes to avoid when planning your future  1. You Don’t Need to Have It All Figured Out  Most students don’t end up in the career they imagined at 17 or 18. Careers are built gradually through choices, opportunities, and learning. Right now, focus on building a strong foundation of skills, experiences and curiosity, rather than the “perfect degree.”  Tip: Explore what interests you and develop transferable skills that will work in any career.  2. What Most Jobs Really Involve  Regardless of the industry, most roles require:  Problem-solving skills  Teamwork and collaboration  Clear communication  Time and pressure management  Continuous learning  Key insight: Technical knowledge matters, but soft skills like collaboration, communication and adaptability are often more important.  3. Education and Career Paths That Work  There’s no single “right” route. Your options include:  University degrees  Vocational training or apprenticeships  Studying abroad programs  Combining study with work experience  The focus should be on skills, learning commitment and real-world experiences, not just the qualification title.  Tip: Choose opportunities that challenge you and help you grow, rather than focusing only on prestige.  4. Essential Career Skills to Develop Now  The following skills are valuable in almost any career:  Effective communication (spoken and written)  Digital and technological literacy  Critical thinking and curiosity  Responsibility and reliability  Languages (optional, but valuable)  Remember: Consistency and effort often matter more than natural talent.  5. How to Explore Career Options Safely  Exploring careers doesn’t have to be stressful:  Talk to professionals in sectors you’re curious about  Ask about their day-to-day work  Try internships, part-time jobs or volunteering  Notice what excites you and what drains you  Tip: Exploration is about learning, not locking yourself into a single path. Treat it as a discovery journey.  6. Common Mistakes to Avoid in Career Planning  Avoid these pitfalls:  Believing one decision will define your whole life  Choosing only for prestige or external pressure  Comparing yourself excessively to others  Focusing only on qualifications instead of skills  Remember: Every career path is unique. Your journey will look different from everyone else’s.  7. Careers Are Built Step by Step  Focus on curiosity, effort and small, meaningful steps. Developing skills, gaining experience and learning about yourself now will shape your future career far more than trying to have it all figured out at once.  Action Tip: Start exploring today.