Skip to main content

SAP.iO Foundry Tel Aviv

Deskless Workforces & People Management

2023 Cohort

Important Dates


May 2023


December 2023

About the Program

In a constantly changing world, HR teams and executives are facing an ever-growing challenge in managing the complex technology landscapes within their organizations. Creating a supportive work environment that addresses the changing needs and expectations of employees demands that HR leaders go beyond traditional human capital management tools. These are challenges HR has faced before, but never like this. As organizations transform the work experience, they must also consider the unique experiences of deskless workers, who may have limited access to company technology and communication systems. Effective people management will require a deeper understanding of the challenges and opportunities facing these employees. By providing support and resources that address the needs of deskless workers, organizations can create a more inclusive and effective work environment. Driving not only engagement and productivity, but sustainability and profitability, as well.

In May 2023, SAP.iO Foundry Tel Aviv will kick off an equity-free program for B2B startups that are helping enterprises by bringing relevant and agile solutions to their customers for the ever changing HR challenges. During the program, the selected startups will build and develop their long term-partnership with SAP, which includes defining the joint use-case, product integration, and various business development activities to form an initial pipeline of deals. A few SAP clients will also be involved in the program, supporting screening, selection and be a potential beta-site for future PoCs.

Focus Areas

This founder friendly program will focus on supporting B2B technology startups across the world with solutions in the following areas:

Supporting Deskless Workforces


  • Mass hiring
  • Managing seasonal workers’ employment contracts (hire-fire-rehire)
  • Quicker time-to-hire
  • Accessing unique applicant pools for hard-to-fill positions


  • Expediting time to productivity
  • Integrating on-the-job training and formal learning
  • Newcomer socialization and peer relationships

Training and development

  • Making compliance training quicker and more effective
  • Surfacing learning across digital systems (operational systems specifically) or even in physical locations
  • Tracking on-the-job learning
  • Scaling development opportunities that are typically associated with only desk-based workers to the entire workforce (e.g., coaching)

Communication and collaboration

  • Asynchronous communication
  • Gathering employee feedback
  • Text-based communication
  • Translating between languages
  • Time and location tracking
  • Digital checklists
  • Shift-swapping


  • Reporting on workforce segments (e.g., deskless versus desk-based)
  • Performance and engagement metrics for deskless workers


  • Spot awards
  • Early wage access

Logistical issues (across functions and solution areas)

  • Access for employees without company credentials
  • System access without Internet
  • Accessing systems “off the clock” for hourly workers

Transforming People Management

Selecting and developing people managers

  • Assessing the suitability and readiness for internal candidates to take on manager roles
  • Development opportunities for current or future people managers (e.g., coaching, job sharing)

Operational effectiveness tools for people managers

  • Meeting planning and preparation (especially in distributed teams)
  • Integration with productivity and performance tools, SFSF functionality
  • Two-way information sharing
  • Team-level communications
  • Synchronous and asynchronous communication
  • Connection of these tools back to SFSF functionality

Facilitating team members’ performance and development

  • Manager-centric tools for measuring and managing team members’ performance(especially in distributed teams)
  • Manager-centric tools for fostering team members’ development and planning for their growth and career trajectories

Manager well-being

  • Manager-centric tools for mitigating their burnout, reducing their stress, and
    managing task overload

What We Look For

In addition to aligning to this program’s focus areas, your startup should:

1. Have a clear product-market fit for an enterprise software solution

2. Have secured VC funding

3. Have existing enterprise customers

4. Have resources in place to fully participate during the acceleration phase

5. Have sales and marketing resources to support your partnership with SAP