Why D365 Talent Is Still One of the Hardest Hires in 2026

Microsoft Dynamics 365 has shifted from being a transformation initiative to becoming core operational infrastructure. It supports finance teams closing month-end, supply chains managing disruption, and leadership teams relying on accurate, real-time data.

Because of this, D365 roles now sit much closer to delivery risk than they did even a few years ago. Hiring decisions directly affect platform stability, user confidence, and business continuity.

Demand Has Matured, Not Declined

The demand for D365 talent hasn’t slowed – it has sharpened.

Organisations are no longer hiring to implement a system. They are hiring to stabilise, optimise, and extend platforms that are already live and relied upon daily. That change has raised expectations significantly.

Today’s D365 roles often require:

• Strong module-specific expertise (Finance, SCM, CE, Business Central)
• Experience working within live environments
• An understanding of how technical decisions affect wider business operations
• The confidence to operate across technical and non-technical stakeholders

As hiring criteria becomes more specific, the available pool of suitable talent naturally becomes smaller.

Why Availability Is Often Overestimated

On the surface, the D365 market appears active. In reality, genuinely available talent is limited.

Most experienced D365 professionals are already embedded in ongoing programmes. They hold deep system knowledge and are often relied upon to keep critical functionality running.

This means candidates are:

• Selective about new opportunities
• Highly sensitive to unclear scope or ownership
• Less tolerant of slow or disorganised hiring processes

In this market, clarity and credibility matter far more than speed alone.

Where D365 Hiring Commonly Breaks Down

Many hiring challenges don’t start with candidates – they start internally.

Common issues include:

• Multiple stakeholders with differing priorities
• Unclear ownership of the hiring decision
• Misalignment between technical and commercial expectations
• Requirements changing once the search is underway

These issues slow momentum and erode confidence. For specialist candidates, hesitation is often enough to disengage entirely.

Why Generic Recruitment Models Don’t Work for D365

D365 recruitment doesn’t fit neatly into volume-driven hiring models.

The market is influenced by:

• Module and version specialisation
• Contract versus permanent dynamics
• Candidate workload and delivery pressure
• Rapid shifts in rate and salary expectations

Without real-time market insight, recruitment efforts often focus on CV quantity rather than relevance. This increases shortlisting time, delays decisions, and ultimately prolongs vacancies.

What More Effective D365 Hiring Looks Like

Organisations that consistently hire well in D365 take a more deliberate approach.

They focus on:

• Defining the role clearly from the outset
• Aligning stakeholders early on priorities and trade-offs
• Setting realistic expectations around timelines and availability
• Working with recruitment partners who understand the D365 ecosystem

This creates a hiring process that candidates trust and engage with, even in a competitive market.

Why This Matters More in 2026

As reliance on D365 continues to grow, tolerance for disruption continues to shrink.

Poor hiring decisions can lead to:

• Platform instability
• Increased pressure on existing teams
• Delayed optimisation and change
• Reduced confidence in the system itself

In this context, hiring isn’t just about filling a role – it’s about protecting delivery.

Conclusion

D365 talent remains difficult to secure not because demand is excessive, but because expectations are higher than ever.

Successful hiring in 2026 depends on:

• Precision over volume
• Clarity over speed
• Market insight over assumption

Organisations that recognise this early are far better positioned to secure the talent they need.

At Thor, we specialise in recruiting across the Microsoft Dynamics 365 ecosystem, connecting organisations with specialists who understand both the platform and the pressures that come with it.

If you’re planning a D365 hire this year, the right approach from the start makes all the difference.