Oscar Jones, Consultant & Microsoft Dynamics Specialist at Harvey Nash, shares his insights into the changing D365 job market and what professionals can do to stand out in an increasingly competitive landscape.
The Microsoft Dynamics 365 market feels noticeably different.
Demand for strong D365 talent still exists, but the market has become more selective. From my conversations with candidates and clients, there are fewer opportunities available, hiring processes are taking longer, and professionals are having to work harder to stand out.
So, what is driving that shift, and what can D365 professionals do about it?
Fewer programmes are creating a tighter market
One of the biggest changes I'm seeing is at the senior end of the market.
There are fewer large-scale transformation programmes going live, which naturally means fewer opportunities for Programme Directors, Programme Managers and senior transformation professionals. Much of this appears to be driven by caution around investment decisions, with some organisations delaying projects, reducing scope or taking longer to approve funding.
This broader trend is reflected in the wider technology sector. Referring to the Harvey Nash Tech Talent & Salary Report 2026, 18% of technology professionals expect their team size to reduce over the next year, with changing markets, efficiency initiatives and technological change all influencing hiring decisions.
Organisations are still investing in Dynamics, but they are being more selective about when projects begin, what they need to achieve and who they bring in to deliver them.
More competition for every opportunity
At the same time, fewer available roles means more candidates competing for each position.
A strong CV and solid D365 experience may previously have secured several interviews. Today, employers can be far more selective because they have access to a larger talent pool.
There are also signs of increasing caution among candidates. The Harvey Nash report found that 40% of technologists plan to leave their organisation within the next year, down from 45% previously, while 24% cited job security as a key reason for staying put.
This has created an interesting dynamic within the D365 market. Some professionals are understandably cautious about making a move, while others are actively searching in what has become a much more competitive environment.
Hiring processes are taking longer
I'm also seeing recruitment processes take longer than they have in the past.
That isn't necessarily because organisations don't want to hire. Rather, hiring decisions are receiving greater scrutiny. When programme funding takes longer to secure or investment decisions are being carefully assessed, recruitment naturally slows down as well.
The combination of longer approval cycles and a larger candidate pool often leads to additional interview stages and more detailed assessments. Employers are increasingly looking beyond technical capability alone and focusing on overall fit for the programme and business.
For candidates, that means patience is important, but so is clearly demonstrating why you are the right person for a specific role.
Technical expertise alone isn't enough
Technical D365 experience remains essential. Clients still want to understand the projects you've delivered, the modules you've worked with and the complexity of the environments you've operated in.
However, I'm increasingly seeing candidates stand out because of the combination of technical expertise and strong stakeholder management skills.
Can you explain a technical issue to non-technical stakeholders? Can you influence decision-makers, manage challenging conversations and understand the commercial objectives behind an implementation?
These skills are becoming increasingly valuable. More than half of respondents in the Harvey Nash Tech Talent & Salary Report identified strong communication as a key leadership trait, while 48% highlighted deep technical understanding. The strongest professionals are demonstrating both.
When preparing your CV or interviewing for a role, focus on the outcomes you delivered, the stakeholders you influenced and the challenges you overcame, not just the technologies you used.
Continue investing in your development
In a more competitive market, standing out still becomes increasingly noticeable.
Certifications continue to add value, particularly when they demonstrate current knowledge across the Microsoft ecosystem. Beyond certifications, professionals should consider how emerging technologies, particularly AI, are influencing Dynamics projects and their own role within them.
The report highlights a gap between access to AI and meaningful skills development. While 75% of respondents have access to AI tools, significantly fewer receive structured training or dedicated time to develop those skills. For professionals willing to invest in their own learning, that creates an opportunity to differentiate themselves.
Continuous learning, whether through certifications, networking, conferences or industry events, remains one of the best ways to stay relevant as technology evolves.
Don't underestimate the D365 community
Finally, get involved in the community.
User groups, conferences, meet-ups and Microsoft events are valuable opportunities to learn, share experiences and build relationships. In a market where competition has increased, being visible and connected within the Dynamics ecosystem can make a genuine difference.
The D365 market hasn't disappeared, but it has become more competitive and more selective. The professionals who continue to develop their technical skills, embrace emerging technologies, build strong networks and demonstrate both technical and interpersonal strengths will be best positioned to succeed
