Enterprises across North America are under pressure to implement Microsoft Dynamics 365, but most struggle to secure the talent required to execute. Functional Consultants, Developers, and Solution Architects with platform expertise remain in short supply, and hiring managers are competing for the same limited talent pool. Unfilled roles delay delivery, inflate costs, and derail broader transformation efforts.
According to Microsoft, 75 percent of Business Central partners report that talent shortages are already blocking progress. Let’s explore how to recruit qualified Dynamics 365 professionals and retain them to deliver business outcomes that align with your organizational goals.
How to attract qualified Dynamics 365 professionals
High-performing Dynamics 365 professionals are not browsing job boards. They are already employed, approached regularly, and only respond to roles that offer technical depth, project clarity, and clear ownership.
Start with specifics. List the exact Dynamics 365 modules in use, the scope of the integration, and how the role contributes to business outcomes. If the position involves Finance and Supply Chain integrations with Azure or Power Platform, state that clearly. Avoid vague language. Strong candidates recognize generic roles immediately and disengage.
Position the opportunity within the broader system. Candidates want to know if they will lead architecture decisions, inherit a legacy implementation, or operate within a high-functioning delivery team. If the path leads to Solution Architect or technical lead, highlight that in practical terms.
Sourcing should be deliberate. The most qualified professionals are active in certification communities, private Microsoft user groups, and invite-only technical forums. Build referral pipelines through Microsoft MVPs and Certified Trainers. Internally, assess whether adjacent roles in IT or business analysis can be upskilled to reduce dependency on external hires.
The interview process must reflect the complexity of the role. Use role-specific technical scenarios. Ask candidates to walk through a production deployment, explain what went wrong, and how they resolved it. Look for structured execution and a clear understanding of business impact.
Certifications are only one signal. A candidate with the right badge may not have operated under pressure or delivered in live environments. Focus on practical experience, adaptability, and how they navigate system constraints.
Top Dynamics 365 talent expects an environment where they can stay sharp. Offer access to training budgets, certification renewals, and early exposure to new release features. Specialists notice which employers invest in their growth.
Remote and hybrid work is now standard. Most Dynamics 365 roles can be done from anywhere, and flexibility is a default expectation. Limiting location narrows your reach and signals outdated delivery models.
How to retain Dynamics 365 specialists
High-value Dynamics 365 professionals stay when they are given real ownership, technical challenges, and a clear path to advancement.
Protect the quality of their work. Avoid assigning senior talent to routine support or low-impact maintenance tasks. Align their efforts to initiatives with visible business outcomes. If their daily work lacks strategic relevance, they leave.
Create defined progression paths tied to delivery. Make it clear how a Functional Consultant moves into Solution Architecture or how a Developer earns technical leadership. Set expectations around scope, decision-making, and platform ownership. Advancement should reflect capability and execution, not tenure.
Support continuous learning with structure. Dynamics 365 evolves rapidly, and top professionals expect to stay ahead of the curve. Allocate time for training, cover certification costs, and schedule internal sessions to review major updates. Teams that stay current reduce deployment risk and adapt faster.
Centralize knowledge to prevent siloed execution. Run regular reviews across functional areas to share solutions, integration lessons, and deployment insights. Strong teams retain their best people by building momentum, not just solving isolated problems.
Monitor workload across projects. Dynamics 365 specialists are often stretched thin across business units. If they’re consistently overextended or pulled into urgent firefighting, delivery quality drops and attrition rises. Assign clear ownership, balance capacity, and protect execution time.
Retention is a function of clarity, pace, and relevance. Specialists stay when they are building systems that matter, learning with purpose, and advancing based on what they deliver.
The cost of talent gaps in Dynamics 365 projects
Delays in hiring or turnover in key Dynamics 365 positions disrupt delivery and increase risk. CRM and ERP systems power finance, sales, and operations. Without the right specialists in place to configure and maintain these systems, workflows stall, data becomes unreliable, and business units lose confidence.
Enterprise leaders who prioritize Dynamics 365 hiring and retention protect execution timelines, reduce rework, and maintain forward momentum. Meanwhile, organizations that ignore the talent gap slow down at the exact moment they need to accelerate.
Work with a trusted talent partner
If you need help accessing experienced Dynamics 365 professionals across North America, Procom offers flexible IT staffing solutions tailored to your business goals. You can fill out the form below or visit this page to get in touch with a talent specialist today.
