Welcome to Consultant Spotlight, a series where we shine a light on the talented professionals driving success at Investigo. In each edition, we get to know one of our consultants a little better—diving into their background, expertise, and the impact they’re making across the business.
This time, we're excited to introduce Dennis Burgess, whose work continues to play a key role in our success at Investigo.
Can you outline your role as a recruiter?
I recruit across the Workday market, working with a range of clients and placing day rate contractors in both the public and private sectors. It’s a varied role—some days I’m helping a public sector organisation build out their Workday team, other days I’m connecting contractors with opportunities in fast-paced private companies. I work across a number of industries, not just financial services and insurance, which keeps things interesting and helps me build strong, lasting relationships across the market.
What types of roles/ specific areas or industries do you find yourself recruiting for?
When I’m asked about the roles I recruit for, the answer spans the entire Workday ecosystem. I partner with Programme Directors and Programme Managers leading large-scale Workday transformations, as well as Solutions Architects shaping system design and strategy. On the technical side, I work with Integrations Consultants and Analysts who ensure Workday connects seamlessly with broader business systems.
I also specialise in sourcing Business Analysts who bridge the gap between business and technology teams, along with Workday Change Managers and Trainers who drive user adoption and engagement. From Project Managers to Reporting Consultants—if it’s part of a Workday implementation or optimisation, I’ve likely recruited for it.
Can you share a success story where you helped a candidate land a role that was a perfect fit for them?
One standout success story came from a Programme Manager who had attended one of our Workday events. A couple of months later, they reached out to ask about someone they’d met there—they had a contract role come up and thought that person would be a perfect fit. Because that connection was already made at the event, it made the process quick and seamless.
It’s a great example of how these events go beyond just networking—they create real opportunities and help build relationships that turn into successful placements. That’s why we’re so invested in staying active within the Workday community.
Can you tell us more about some of the events you have done?
The events we run are really all about the community. They’re designed to give people a space to connect—or reconnect—and share ideas in a more personal, accessible setting. Not everyone has the time, budget, or opportunity to attend the bigger conferences like Workday Rising or Elevate, so we wanted to create something that brings that same spirit of collaboration and learning, but on a smaller, more intimate scale.
It’s a platform for professionals across the Workday ecosystem to come together, whether they’re clients, contractors, or just curious about what others in the space are working on. These events often spark insightful conversations and help build genuine relationships—sometimes they even lead to new job opportunities or project collaborations. It’s not about selling or pitching; it’s about creating a space where people can share knowledge, discuss challenges, and support each other in what’s a fast-moving and dynamic market.
How do you see the future of recruitment evolving in the next few years?
I think recruitment, especially in the Workday ecosystem, is moving in a much more relationship-driven direction rather than being purely transactional. It's less about just filling a role and more about understanding the long-term goals of both the candidate and the client. We’re seeing a real shift toward building deeper, more strategic partnerships—where you’re not just seen as a recruiter, but as someone who genuinely understands the space and can offer insight and support over time.
Workday's approach is becoming more specifically focused on targeting companies by industry and size, as well as selling additional modules or parts of their offering—such as Adaptive Planning, Finance, and Peakon. It becomes even more important to stay close to those businesses, to really understand where they’re heading and how their talent needs are changing. The closer those relationships are, the better positioned we are to support them with the right people at the right time.
In short, recruitment’s becoming less about quick wins and more about playing the long game—being embedded in the community, staying ahead of change, and acting as a trusted advisor, not just a service provider.
