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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

Explore Interval’s business code of conduct outlining our ethical standards, responsibilities and expectations for employees, contractors and partners worldwide. Business code of conduct Introduction Our business code of conduct sets the standards that guide how we work at Interval. It provides the ethical and behavioural framework that shapes our decisions every day. Grounded in our values, the code sits at the heart of how we operate, serve clients and support one another. Our commitment At Interval, we commit to: Promoting and upholding the code in our daily work through personal leadership and responsible business practice. Acting in line with the principles set out in the code. Seeking advice and consulting with colleagues whenever needed. Speaking up if we see behaviour that deviates from the code. Ensuring no one faces retaliation for raising concerns in good faith. Recognising that violations may result in disciplinary action, including termination of employment or contract. Affirming our understanding of the code and our responsibility to follow it. Our approach In every situation, we ask ourselves: Have I consulted the right people? Are my actions legal and aligned with professional standards? Am I protecting my integrity and the integrity of Interval, our clients and our partners? Am I acting in line with Interval’s values? Am I respecting different perspectives and backgrounds? Is this the most ethical choice and do I feel confident standing behind it? Would my decision hold up if reviewed by someone else? Could this harm Interval’s reputation? The code cannot predict every scenario. Instead, it helps us apply our values to decisions, behaviours and interactions. We always comply with laws, regulations and Interval policies and uphold a commitment to quality and trust. What the code covers Our business code of conduct holds us to the highest standards across five core areas: Working with one another Working with clients and others Acting with professional integrity Maintaining our objectivity and independence Protecting data, information and intellectual capital The code 1. Working with one another We build relationships based on trust, respect and a shared commitment to do the right thing. We value and respect differences and strive for an inclusive environment free from discrimination, intimidation and harassment. Mistreatment in any form is not tolerated. We create an environment where everyone feels valued and able to contribute. We build diverse teams and recognise the strength that comes from different skills and backgrounds. We collaborate openly, listen to those who challenge us and act with integrity, respect and fairness. We support each other’s development through continuous learning, honest feedback and recognition of success. We are accountable to one another for delivering quality work and contributing to team success. 2. Working with clients and others No relationship is more important than the ethics, integrity and reputation of Interval. Working with clients We honour the trust placed in us and deliver services that reflect our professional capabilities and our engagement terms. We challenge clients when needed and communicate honestly. We assess whether we should take on an engagement, not just whether we can. We protect our people and will withdraw from clients who place them under undue pressure or threaten their professional duties. Working with regulators We comply with all professional standards and rules that apply to us. We work constructively with regulators to support high professional standards across the industry. Working with others We reject unethical or illegal practices in all circumstances. We avoid engagements with clients or partners whose standards conflict with our business code of conduct. We collaborate with other professionals where it serves the public interest. 3. Acting with professional integrity Integrity and reputation come first in everything we do at Interval. Our professional integrity We follow all applicable laws, regulations and professional standards. We protect the reputation of Interval and do not misrepresent our position. We promote a culture of consultation and address ethical questions openly. We comply with Interval policies and keep our professional knowledge up to date. We maintain a central reporting channel for sensitive ethical issues. Our competitive approach We compete based on the quality of our advice, services and solutions. We act honestly and vigorously in the market. We do not offer personal inducements to win work or secure advantage. Documenting our work We document engagements and business activities accurately. We never destroy or alter documents for improper purposes. We archive records appropriately. Fees, time and expenses We charge appropriate fees. We record actual hours worked and expenses incurred. We follow Interval’s expense policies or client policies. 4. Maintaining our objectivity and independence Our objectivity We act with independence and professional scepticism. We refuse inappropriate pressure from clients or others. We avoid and address conflicts of interest immediately. We do not accept anything of value that could influence or appear to influence our work. Our independence We comply with all independence requirements, including those relating to close family members. We avoid relationships that compromise our objectivity. We monitor and report on independence continuously. 5. Protecting data, information and intellectual capital We protect confidential information belonging to clients, third parties and our people. We share information only when appropriate and in line with laws and policies. We safeguard all devices and systems containing confidential or personal data. We report any loss, theft or improper disclosure immediately. We do not use confidential or personal information for personal gain and comply with insider trading laws. We use social media responsibly. We obtain, develop and protect intellectual capital properly and respect its authorised use. Delivering on our business code of conduct By upholding this code, we protect and strengthen Interval’s reputation and create a better environment for our people, clients and communities. Where to find support No code can address every situation. We encourage open discussion and consultation across Interval. If you have questions or need guidance, please contact us .

< Back Digital Java Transformation for an Automotive Company Interval supported a global automotive brand in enhancing its vehicle planning and production platform - modernising core Java components and preparing the system for cloud migration. The result: faster performance, improved maintainability, and a foundation for long-term scalability. Situation A multinational manufacturer of luxury vehicles and motorcycles operates a digital platform that manages planning, ordering, production and distribution of vehicles. This platform integrates multiple departments - Sales, Purchasing, Production, Financing and Distribution - across the organisation to ensure that orders are fulfilled efficiently, while accounting for capacity and operational constraints at every stage of the manufacturing process. The platform, originally developed in 2015 as a Java Enterprise Edition monolith, had served the business well. However, with the continued evolution of the automotive industry, the company recognised the need to both enhance functionality and ensure the system remained well maintained. The client launched an initiative to deliver new, business-focused features and provide ongoing support for the monolith application in the short term. The long term goal was to refactor the platform into microservices and migrate to the cloud for greater flexibility and scalability. Approach Interval deployed a dedicated Java Developer to support this transformation. Responsibilities included: Designing and implementing user stories in both frontend and backend components Reducing web page load times to under one second by optimising JPA/SQL queries and improving REST service response times Performing detailed code analysis to identify logical components within the monolith and refactor these into standalone microservices Investigating and resolving production incidents and end-user issues Collaborating closely with the Product Owner, Business Analyst and other stakeholders to shape new features Documenting all work - feature preparation, technical design and implementation - on Jira and Confluence The developer’s efforts laid the groundwork for strategic system modernisation while meeting immediate business needs. Outcomes The first project phase was delivered within six months, ahead of schedule and within budget. A subsequent phase commenced shortly thereafter. All business goals of the initial engagement were met, enabling the organisation to continue offering high-performing digital services to customers. Technologies used included: Java 11, Java EE 8, GlassFish, Kafka, Angular, Maven, Docker, AWS, Bitbucket, Sonar, and IntelliJ IDEA. The proposed transformation - from monolith to microservices - was approved by leadership and is now in progress. The overall programme is expected to span several years, delivering substantial improvements in efficiency, process agility, and system security. Previous Next

The Rise of Kubernetes in the Enterprise Kubernetes has evolved from an emerging open-source project to the foundation of modern cloud-native infrastructure. According to the Cloud Native Computing Foundation (CNCF) 2025 Cloud Native Survey, over 90% of enterprises now use Kubernetes in production. This figure confirms that it has passed the adoption tipping point. What began as a tool for container orchestration has become a critical enabler of automation, scalability and resilience. Kubernetes or K8s, underpins everything from large-scale microservice architectures to AI-driven workloads and edge computing environments. But as adoption accelerates, one challenge continues to dominate: the need for experienced Kubernetes professionals who can design, secure, and optimise these complex environments. Why Kubernetes Adoption Keeps Growing The growth of Kubernetes reflects the broader transformation toward cloud-native and DevOps-driven IT strategies. Several key drivers explain why enterprises continue to invest in the platform: Automation and Efficiency Kubernetes automates deployment, scaling and management of containerised applications. This reduces manual overhead, speeds up release cycles and frees engineering teams to focus on innovation rather than infrastructure maintenance. Resilience and Reliability Built for self-healing, Kubernetes automatically replaces failed containers and rebalances workloads. This makes it ideal for mission-critical and high-availability systems, where downtime is not an option. Scalability at Any Level From small pilot projects to enterprise-scale clusters, Kubernetes allows dynamic scaling based on demand ensuring applications run efficiently while optimising resource use and cost. Portability Across Clouds Kubernetes’ platform-agnostic nature enables true multi-cloud and hybrid-cloud flexibility. It gives enterprises control over where workloads run reducing vendor lock-in and improving disaster recovery options. AI and Complex Workloads The latest versions, such as Kubernetes 1.34, include enhancements like Dynamic Resource Allocation and OpenTelemetry tracing. These updates support advanced use cases including AI workloads, GPU scheduling and full-stack observability, making Kubernetes indispensable for enterprise innovation. The Growing Demand for Kubernetes Talent As the platform matures, the Kubernetes talent gap has become one of the most pressing challenges in cloud infrastructure recruitment. Enterprises are seeking: Kubernetes consultants  to design and implement scalable architectures Platform engineers  to optimise clusters and manage system reliability DevOps specialists  to integrate Kubernetes into CI/CD pipelines Cloud-native engineers  who can bridge infrastructure and development workflows However, the combination of technical depth and real-world experience required for these roles means qualified professionals are in short supply, particularly for large-scale or regulated environments. How Interval Delivers Kubernetes Recruitment Expertise At Interval, we connect enterprises with the specialist talent needed to deliver cloud-native transformation successfully. Recently, we partnered with an enterprise critical infrastructure client to source expert Kubernetes consultants. These professionals were responsible for designing and securing large-scale containerised environments that power essential national services. Our approach goes beyond filling roles. We focus on understanding each client’s strategic and technical context — whether it’s modernising legacy systems, optimising hybrid-cloud environments, or embedding DevOps practices across teams. We work across disciplines that complement Kubernetes, including: DevOps and Cloud Engineering Site Reliability Engineering (SRE) Platform and Infrastructure Automation Cybersecurity and Compliance This integrated view ensures we match clients with professionals who understand not just Kubernetes, but the broader systems it enables. Why Strategic Recruitment Matters in the Kubernetes Ecosystem Kubernetes has passed the stage of experimentation. The next challenge for many enterprises is operational excellence — ensuring their systems scale securely, reliably, and cost-effectively. That success depends on the people behind the platform. Kubernetes consultants, DevOps engineers, and platform specialists must work together to: Design clusters that scale intelligently Implement observability and automation Manage multi-cloud complexity Integrate security by design This alignment between technical capability and strategic intent is where recruitment makes the difference — and where Interval adds value. Looking Ahead: Kubernetes as the Enterprise Standard Kubernetes is now central to enterprise digital strategy. From container orchestration and DevOps automation to AI and data processing, it underpins the next generation of scalable, resilient infrastructure. As organisations continue to evolve their cloud-native environments, the demand for skilled Kubernetes professionals will only increase. At Interval, we help businesses meet that challenge — connecting them with the people who can design, deploy, and maintain Kubernetes platforms that drive innovation.

As the worlds of AI and Cybersecurity converge, one thing is clear: network architecture is now at the centre of digital transformation. Cisco’s 2025 announcements highlight just how crucial the network has become: “The network has become a strategic priority: 97% of IT leaders say a modernised network is critical to rolling out AI, IoT and cloud.” — Cisco Investor News, 2025 At Cisco Live 2025, the company doubled down on AI-ready data centres, unified security, and Zero Trust architecture. Their new AI-optimised data centre solutions, spanning from hyperscale to enterprise, are designed to simplify operations, unify networking and security, and accelerate AI workloads. This evolution signals a major shift: networking is no longer a background function. It’s becoming a strategic enabler for AI and Cybersecurity, fuelling huge demand for specialists who can design and implement it. Cisco’s Big Bets: AI and Security, Unified Industry analysts are taking note. According to Forrester’s key takeaways from Cisco Live 2025 , Cisco’s “big bets” centre on bringing AI and security together. This helps enterprises build resilient, automated infrastructures that can adapt in real time to evolving threats. This approach places Zero Trust at the heart of modern network architecture. By embedding continuous verification and micro-segmentation into Cisco ACI (Application Centric Infrastructure), organisations gain not only better control and visibility but also a proactive, dynamic defence posture against emerging cyber threats. Market Momentum and Talent Demand The results of this strategic shift are already visible. Cisco’s AI-driven infrastructure business is fuelling $700 million in new deals this year alone, as reported by CRN . This surge reflects a global rush to modernise networks, adopt Zero Trust, and deploy AI-ready data centres. However, as investment grows, so does the skills gap. Cisco ACI specialists, Zero Trust architects, and AI-ready network engineers are now among the most in-demand and hardest-to-find professionals in the technology landscape. Interval’s Expertise in Cisco ACI and Network Architecture Recruitment At Interval, we’ve seen this trend first-hand. We’ve recently supported Cisco ACI network engineering projects, sourcing and securing highly specialised engineers and architects who understand this rapidly evolving landscape. Our network includes pre-qualified, headhunted professionals with deep experience in: Cisco ACI design and deployment Zero Trust network architecture Software-defined networking (SDN) AI and automation within network infrastructure Cybersecurity integration for enterprise environments These professionals combine hands-on technical skill with the strategic awareness needed to support enterprise-scale transformation. The Road Ahead: Building Secure, AI-Ready Networks Cisco’s innovations across AI, networking, and unified security reflect a larger market reality: the network is now the foundation of the intelligent enterprise. As more organisations embrace AI workloads, cloud-native applications, and hybrid security models, the need for top-tier network talent will only intensify. Why Choose Interval? If your organisation is investing in Cisco ACI, Zero Trust, or AI-ready network transformation, Interval has the talent you need. We understand the unique challenges and opportunities that come with these advancements. Interval helps technology-driven organisations secure the expertise behind tomorrow’s connected enterprise. Let’s talk about how we can help you find the network architects and engineers who will shape the future of secure, intelligent infrastructure. Get in Touch 📧 Email: mkellitt@intervalgroup.com 🌐 Visit: www.intervalgroup.com In conclusion, the convergence of AI and Cybersecurity is reshaping the landscape of network architecture. As we move forward, it's essential to stay ahead of these trends. By partnering with experts like Interval, you can ensure your organisation is equipped with the right talent to navigate this evolving environment. Together, we can build a secure and innovative future.

In today’s fast-paced business world, staying ahead means more than just innovation and profit. It means building trust, fostering respect and committing to values that last. Interval have seen first-hand how companies that embrace ethical business ethics best practices not only thrive but also create workplaces where people want to grow and contribute. Let’s explore some essential strategies that can help you build a business grounded in integrity and success. Why Ethical Business Ethics Best Practices Matter Ethical business ethics best practices are the foundation of a sustainable and reputable company. They guide decision-making, shape company culture, and influence how customers and partners perceive your brand. When you prioritise ethics, you’re not just ticking boxes - you’re creating a competitive advantage. For example, transparent communication with clients and employees builds trust. When mistakes happen, owning up to them and taking corrective action shows responsibility. This approach encourages loyalty and long-term relationships, which are invaluable in any industry. Key benefits include: Enhanced brand reputation Increased employee engagement and retention Stronger customer loyalty Reduced legal risks By embedding these practices into your daily operations, you set a clear standard for behaviour and expectations. This clarity helps everyone in your organisation act consistently and confidently. Team collaboration in a modern office setting Building a Culture of Transparency and Accountability Creating a culture where transparency and accountability thrive is crucial. It starts at the top. Leaders must model ethical behaviour and encourage open dialogue. When employees feel safe to speak up, they contribute ideas and flag issues before they escalate. Here’s how you can foster this culture: Open Communication Channels - Use regular meetings, anonymous feedback tools and open-door policies. Clear Policies and Training - Provide straightforward guidelines on expected behaviour and offer training sessions to reinforce them. Recognition and Consequences - Celebrate ethical actions and address unethical behaviour promptly and fairly. Embracing Diversity and Inclusion as a Core Value Diversity and inclusion are not just buzzwords, they’re essential components of ethical business ethics best practices. A diverse workforce brings fresh perspectives, drives innovation and reflects the global market you serve. To make diversity and inclusion work for your business: Recruit Broadly - Look beyond traditional hiring pools to find talent from varied backgrounds. Create Inclusive Policies - Ensure your workplace accommodates different needs and respects all voices. Provide Ongoing Education - Offer training on unconscious bias and cultural competence. By committing to ethical business practices , you demonstrate respect for all individuals and strengthen your company’s social responsibility. This commitment also attracts top talent who value workplaces that prioritise fairness and equality. Diverse team collaborating in a bright office environment Practical Steps to Implement Ethical Decision-Making Ethical decision-making can sometimes feel complex, especially when faced with competing interests. However, having a clear framework helps you navigate these challenges confidently. Try this simple approach: Identify the Stakeholders - Who will be affected by your decision? Consider the Consequences - What are the short- and long-term impacts? Evaluate Against Core Values - Does the decision align with your company’s principles? Seek Advice When Needed - Don’t hesitate to consult colleagues or mentors. Make a Transparent Choice - Communicate your decision and reasoning clearly. For example, when deciding whether to partner with a new supplier, consider their labour practices and environmental impact. Choosing a partner who shares your ethical standards protects your brand and supports your values. Maintaining Ethical Standards in Remote and Hybrid Work Environments The rise of remote and hybrid work has introduced new challenges for maintaining ethical standards. Without face-to-face interaction, it’s easy for communication to falter or for employees to feel disconnected from company values. Here’s how to keep ethics front and centre: Regular Check-Ins - Schedule frequent virtual meetings to discuss not just tasks but also team wellbeing and ethical concerns. Clear Remote Work Policies - Define expectations around data security, confidentiality, and professional conduct. Encourage Social Connection - Use virtual social events to build trust and camaraderie. Provide Resources - Make ethics training and support easily accessible online. By adapting your approach, you ensure that your team stays aligned with your company’s ethical standards, no matter where they work. Moving Forward with Confidence and Integrity Building a business that stands the test of time means committing to ethical business ethics best practices every day. It’s about more than compliance—it’s about creating a workplace where people feel valued, respected, and motivated to do their best. Remember, ethical business practices are not a one-time project but a continuous journey. Keep learning, stay open to feedback, and lead by example. When you do, you’ll not only meet your strategic goals but also build a legacy of trust and excellence. By focusing on these essential practices, you position your company as a leader in your industry and a magnet for top talent. That’s the kind of success that lasts. If you want to explore more about how to integrate ethical business practices into your company culture, check out Interval Group’s insights on diversity and inclusion . They offer expert advice tailored to innovative companies like yours.