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Finance, Supply Chain Management, Manufacturing, and Commerce consultants, plus F&O technical talent. We also handle AX-to-F&O migration and upgrade searches.
Business Central functional consultants and AL developers, including people coming from NAV or Dynamics GP migrations.
SCM consultants across procurement, inventory, warehouse management, manufacturing, and planning. We also look for the right industry background, especially in manufacturing, distribution, and 3PL.
Retail and commerce specialists working across store operations, merchandising, ecommerce, and Commerce implementations. A different search from general F&O.
Consultants across Sales, Customer Service, and Field Service. These searches tend to draw from a different pool than D365 ERP roles.
Consultants covering project billing, resource management, time and expense, and project accounting, often alongside F&O or Business Central.
Power Apps, Power Automate, Power BI, and Dataverse specialists who build around D365. If you need both D365 ERP and Power Platform expertise, we'll usually treat those as separate searches.
F&O developers working with X++, customizations, extensions, integrations, and upgrade projects.
Business Central developers working in AL, including extension development and NAV-to-BC work.
Logic Apps, Service Bus, Data Factory, Dataverse, Dual-write, and other integration specialists working across D365 and connected systems.
Solution Architects, Technical Architects, Project Managers, Program Managers, PMO Leads, and Change Management Leads.
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Yes, this happens. 'Dynamics 365 experience' is way too broad. F&O, Business Central, Power Platform, and legacy AX can all show up in that search, but the people aren't interchangeable. We get specific about the product, module, and type of role before we start sending profiles.
NAV experience helps, but it doesn't automatically mean someone knows Business Central. NAV uses C/AL, while BC uses AL. If someone hasn't actually worked with AL or taken a BC project live, we want to know that before they get to you.
They probably can. The catch is you're usually looking at whoever they have available. We search across the same Microsoft ecosystem, including people with backgrounds at Avanade, Hitachi Solutions and HSO, instead of being tied to one bench. We do contract, direct hire and contract-to-hire.
They're not impossible to find. They're just usually busy. When an AL developer finishes a project, they tend to get approached pretty quickly. The end of new Dynamics GP subscription sales in April 2026 also puts more focus on Business Central migration work. We stay in touch with AL developers between projects, so we have people to call when a search lands.
Our Dynamics 365 recruiting team doesn't wait for job posts, they reach out through relationships with D365 professionals across firms like Avanade, Hitachi, DXC Technology, and Stoneridge Software, as well as in-house teams. Many of the people worth hiring are already busy, and AL developers tend to get picked up fast when they become available. Before we send anyone your way, we check a few things:
F&O, Business Central, D365 CE, or Power Platform. We verify the product rather than going by a broad "Dynamics 365" title.
Five years of F&O experience doesn't necessarily mean five years across every module. Someone might know GL inside out but have little AR, intercompany, or cost accounting experience. Same goes for Business Central. We look at what they've actually owned.
Greenfield, AX-to-F&O, NAV-to-BC, post-go-live work, and steady state support are different searches. We match the person to the kind of work you need done.
X++ for F&O, AL for Business Central, and C/AL for legacy NAV work. We check what they've actually used in production.
Manufacturing, distribution, retail, professional services, financial services, and healthcare can all use D365 differently. We check for that background before someone reaches your desk.
We look at Microsoft certifications such as MB-300, MB-310, MB-330, MB-800, PL-300, and PL-400, but we also want to know what they've actually taken live.
Contract works well for implementations, migrations, and project work. Direct hire makes more sense for long-term ownership. Contract-to-hire gives you a path to convert when that's what you want. 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 Microsoft Dynamics 365 recruiting agency finds and places Dynamics 365 consultants - functional, technical, and project leadership talent across F&O, CE, Business Central, and Power Platform.
The part general IT staffing usually misses: D365 isn't one thing. F&O, Business Central, CE, and Power Platform are different products with different languages, different pools and different hiring profiles. Knowing which one you need is the whole job. Like everything else we do, we focus on D365 professionals who are already employed but would move for the right role.
Because they're the bottleneck of the entire GP-to-BC wave.
AL is the language used to extend Business Central. It replaced C/AL when Microsoft rebuilt BC on its modern architecture, and every NAV-to-BC and GP-to-BC migration needs people who write it well.
Microsoft stopped selling GP to new customers in 2026, product support for GP ends December 31, 2029, and every one of those customers is heading to Business Central. There just aren't enough AL developers for that pipeline. Senior ones finish a project and have multiple conversations in their first week back on the market. We source this profile before your vacancy becomes urgent, not after.
Yes, and it's worth screening for specifically, because BC experience alone isn't enough.
A GP-to-BC migration means understanding how GP data structures map to BC, how old C/AL customizations get rebuilt as AL extensions, and what cutover looks like for a company that's been on GP for years. We screen for consultants who've handled legacy assessment, data migration, extension conversion, and post-go-live support on GP-to-BC projects, not just people with BC somewhere on the resume.
Usually not. Power BI and Power Apps people come from analytics and BI backgrounds, a different pool from D365 functional consultants. Put both on one req and you'll mostly get candidates who are strong at one and weak at the other, because genuinely combined profiles are rare. If you need both, we run the searches in parallel. They just shouldn't be the same req.
All Microsoft certifications are sitting on Microsoft Learn with free study materials and a fixed exam fee. Anyone can certify without ever deploying anything.
So certification is a signal, but definitely not proof. What we verify is go-live history - which product, which modules, what scale, what industry. The cert gets noted. It doesn't carry the decision.
With your project phases and the gaps in your current team.
A full F&O implementation typically needs functional consultants by module, X++ developers for customizations and integrations, a data migration lead, Azure integration people if you have connected systems, a solution architect, a PM and change management for the business side.
We basically sequence the searches to match your timeline, so people show up when the project needs them. Not months before go-live, when they'll burn budget sitting around or lose interest.
Migration or implementation: contract, almost always.
The project has a defined scope, a go-live date, and a natural end point, and hiring someone permanent for project shaped work creates problems on both sides when it winds down.
Long-term system ownership, internal CoE roles, building a permanent team: direct hire. Contract-to-hire works when you want a trial period first, especially for roles that bridge project delivery and ongoing operations.
Both, and the profiles are quite different.
Partner side consultants have done repeated implementations across different industries and clients. They move fast and they're used to a delivery cadence.
End-user hires tend to own one production environment deeply and understand the business behind it. We think neither is automatically better. It depends on whether you need someone who gets going right away on a new implementation or someone who'll own the system for the long run. We build the search around whichever one the role actually is.
Give us the basics of the role and we'll take the search from there, from F&O and Business Central to the people who actually work in them.
No obligations. You only pay if you hire.
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