Digital transformation continues to be a leading priority for businesses across every sector. Organizations are actively investing in cloud-based solutions to streamline operations, increase agility, and gain real-time insights. Microsoft Dynamics 365 has become central to this transformation, offering a flexible suite of applications that combine enterprise resource planning and customer relationship management capabilities.
This shift has positioned Dynamics 365 as one of the most in-demand platforms for businesses undergoing modernization. As a result, Microsoft partners delivering Business Central solutions are under pressure to meet the rising expectations of clients eager to implement or enhance their systems. The more companies adopt Dynamics 365, the more critical it becomes for partners to have access to skilled consultants, developers, and implementation experts.
However, despite the growing number of projects and initiatives, partners across the ecosystem are encountering the same limiting factor: a severe shortage of qualified talent. This shortage is hindering service delivery, delaying project timelines, and increasing operational costs. Without enough trained professionals, many partners find themselves unable to scale or even sustain their current workloads.
The Supply-Demand Imbalance in the Partner Ecosystem
The root of the talent challenge lies in a classic economic problem: demand far exceeds supply. As more organizations implement Dynamics 365, the need for specialists who can design, configure, and support the solution grows. But the number of available professionals with the required skills has not kept pace.
This is especially apparent in the Microsoft Dynamics 365 Business Central space. Business Central is designed to be flexible and scalable for small to mid-sized businesses, making it widely adopted across sectors such as manufacturing, logistics, retail, and financial services. These industries require tailored solutions, which means the professionals working with Business Central need more than just technical proficiency—they need to understand the business models, workflows, and compliance requirements specific to each sector.
Unfortunately, this level of specialization is in short supply. Many experienced professionals are nearing retirement, while the influx of new talent is insufficient to replenish the workforce. At the same time, training programs and university curricula have not evolved quickly enough to reflect the latest developments in Dynamics 365, leaving aspiring professionals underprepared for real-world roles.
Competition and the Strain of Hiring From Within
Adding further pressure is the competitive landscape among partners themselves. Many partners are not expanding the talent pool but instead are competing for the same limited group of experienced professionals. Hiring from within the ecosystem—poaching staff from other partners—has become a common but unsustainable solution.
This practice creates a number of negative ripple effects. Salaries are driven up, as partners offer increasingly higher compensation packages to lure candidates away from competitors. This inflates costs across the board and can significantly reduce profitability, especially for small to mid-sized partners with limited budgets. It also increases attrition, as employees chase better offers rather than committing to long-term roles.
In many ways, this creates a zero-sum game. One partner’s gain is another’s loss, and the ecosystem as a whole does not benefit. Additionally, poaching often leads to weakened collaboration and strained relationships among partners. Rather than working together to solve the broader issue of talent scarcity, firms are forced into short-term survival tactics.
The Consequences of the Talent Gap
The effects of the talent shortage are far-reaching. The inability to find and retain qualified Dynamics 365 professionals has a direct impact on project delivery. Implementation timelines are extended, and in some cases, partners are forced to turn down work entirely due to a lack of capacity. This not only reduces revenue opportunities but also damages relationships with clients who are relying on timely and successful implementations.
For partners operating in industries with unique regulatory or operational needs, the shortage is even more painful. In sectors such as manufacturing or finance, having domain-specific knowledge is crucial to designing a solution that meets business requirements. When partners cannot find professionals with this knowledge, the quality of delivery suffers.
Furthermore, many partners are forced to overburden their existing staff to cover the talent gap. This leads to employee burnout, lower morale, and increased turnover. Without enough new hires entering the field to replace those who leave, the cycle continues and becomes more difficult to break.
Limited Visibility and Entry Points Into the Ecosystem
One of the structural issues contributing to the talent shortage is the lack of visibility and clear entry points into the Dynamics 365 ecosystem. While Microsoft offers certifications and training resources, there is no standardized, well-recognized career path that helps new professionals navigate their way into the field, particularly into Business Central.
As a result, many prospective candidates are unaware of the opportunities that exist within the Dynamics 365 space. Even for those who do express interest, it can be difficult to identify the right learning paths, gain relevant experience, or connect with hiring partners. Universities and technical schools rarely offer programs tailored to Microsoft Dynamics 365, and internships or apprenticeships in the space are limited.
This lack of structured training and career development hinders the onboarding of new professionals. Without real-world experience and mentorship opportunities, it’s nearly impossible for aspiring consultants or developers to become job-ready. And because most partners need professionals who can start delivering immediately, there’s little room to invest in on-the-job training for junior hires.
The High Cost of Talent Acquisition
Given the fierce competition and shrinking pool of skilled professionals, acquiring Dynamics 365 talent has become more expensive than ever. In surveys of Microsoft partners, a significant number cite cost as one of the biggest challenges they face in scaling their workforce.
Salaries have risen sharply, especially for individuals with experience in Business Central and sector-specific implementations. Partners must also offer attractive benefits, flexible working arrangements, and other incentives to compete in this tight labor market. For smaller firms, these costs can quickly become unsustainable.
Beyond direct salary costs, there are additional expenses tied to recruitment and onboarding. It takes time and resources to identify, interview, and bring new hires up to speed. And if the hire doesn’t work out—either because the role wasn’t a good fit or the candidate was lured away by a better offer—the partner must start the process all over again. These repeated cycles of recruitment and turnover drain budgets and hinder progress.
An Uneven Global Distribution of Talent
While Dynamics 365 is used worldwide, the availability of talent varies significantly from region to region. Certain geographic areas—especially those with high concentrations of tech companies—may have more professionals with Dynamics 365 experience. In contrast, other regions may face a complete absence of qualified candidates, making it difficult for local partners to hire.
This creates multiple challenges. For one, partners in under-resourced areas must often rely on remote or international hires. While remote work has become more normalized, it introduces complexities related to communication, collaboration, and time zones. Cultural differences and language barriers can also affect project delivery and client satisfaction.
Moreover, hiring talent from other regions can increase costs and complicate compliance with local labor laws and tax regulations. Some partners resort to relocation programs, but these carry their own logistical hurdles and financial commitments. The uneven global distribution of talent forces many partners to make difficult decisions about where and how they deliver services.
The Risk of Falling Behind
Ultimately, the Dynamics 365 talent shortage is not just a hiring problem—it’s a business risk. Partners that cannot find, afford, or develop the right talent will struggle to grow. They may miss out on new business opportunities, fail to meet client expectations, or fall behind more agile competitors.
This risk is especially acute as client expectations continue to evolve. Today’s customers expect fast, personalized, and high-impact implementations. They want consultants who understand their industry, can speak their language, and can guide them through digital transformation with confidence. Without the right team in place, partners may find it difficult to deliver on these expectations.
At the same time, partners that fail to address the talent issue may lose their best people to organizations that offer better support, development, and career progression. Talent retention is just as critical as talent acquisition. And in a market where good professionals are in short supply, keeping them engaged and loyal is essential.
The Cost of Talent Is Rising Rapidly
One of the most pressing challenges facing Microsoft Dynamics 365 partners is the escalating cost of acquiring and retaining talent. This issue is fueled by a sharp imbalance between supply and demand. As businesses increase their investment in Dynamics 365 solutions, particularly Business Central, the competition for experienced professionals has become more intense.
A growing number of partners are offering lucrative compensation packages to lure skilled consultants and developers. This trend is not isolated to large firms—smaller partners, too, are feeling pressured to increase salaries and offer more benefits to stay competitive. While necessary to secure talent, this inflation in compensation significantly impacts profitability, especially for firms operating with limited margins.
Beyond salaries, there are additional expenses involved in recruitment, such as agency fees, onboarding costs, and the resources required to train new hires. Partners may also incur costs from employee turnover when staff are tempted away by better offers or more attractive working environments. When hiring becomes this expensive, it not only limits a partner’s ability to scale but can also prevent them from meeting existing project demands.
What makes the situation more difficult is that the majority of new hires are not coming from outside the ecosystem. A significant portion of talent acquisition is happening through internal competition between partners. This practice of hiring from competitors may offer short-term relief, but it creates a zero-sum environment where no new talent is being added. This increases pressure on the ecosystem and drives costs even higher.
Industry-Specific Experience Remains Scarce
While it is possible to train individuals in the technical elements of Business Central, what cannot be so easily taught is deep industry-specific knowledge. Many Dynamics 365 implementations require more than a technical understanding of the platform—they require insight into how a particular industry operates. Whether in manufacturing, distribution, finance, or supply chain management, clients expect consultants to understand their business models and needs.
This kind of industry knowledge takes time to develop and often comes from direct experience working within or closely with specific sectors. Unfortunately, many new entrants to the workforce, especially those coming directly from universities or general IT backgrounds, lack this contextual expertise. While they may quickly learn how to navigate the platform or configure workflows, they often struggle to understand the business logic that underpins client requirements.
The lack of industry-specific knowledge can have serious consequences. Poorly scoped projects, misunderstood requirements, and inefficient implementations are often the result of consultants who don’t fully grasp their client’s operations. This not only risks the success of individual projects but also damages the partner’s reputation and their ability to secure future business.
This challenge is further exacerbated by the fact that many partners are reluctant or unable to dedicate the time and resources required to nurture industry specialization within their teams. Without a deliberate focus on developing or acquiring sector-specific talent, this gap is likely to widen, increasing project risks and reducing client satisfaction.
Geographical Talent Gaps Limit Partner Growth
The global nature of Microsoft Dynamics 365 means that partners are spread across many different regions and markets. However, the availability of qualified talent is not evenly distributed. In some areas, there is a robust supply of trained professionals, while in others, there is virtually none. This creates significant disparities in partner capacity and service delivery, depending on where a partner is located.
In regions with limited local talent, partners face the difficult decision of either attempting to train new hires from scratch or sourcing talent from other regions. While remote work has made it easier to hire across geographies, it introduces its own set of challenges. Time zone differences, language barriers, and cultural misalignment can affect collaboration and project efficiency.
Additionally, many clients still prefer to work with consultants who understand their local context. Regional regulations, business practices, and customer expectations can vary significantly, and local expertise is often seen as a value-add in project delivery. Without access to professionals who understand the nuances of a specific geography, partners may lose out on contracts or struggle to meet client expectations.
The uneven distribution of talent also puts pressure on recruitment efforts. Relocation can be expensive and time-consuming, and not every candidate is willing to move. For partners in remote or less-developed areas, this may mean that their growth potential is constrained not by market demand but by an inability to find or attract the necessary talent to deliver services.
The Soft Skills Deficit Among Technical Professionals
Another challenge that Dynamics 365 partners are increasingly reporting is the lack of soft skills among otherwise technically competent professionals. While certifications and hands-on experience can teach someone how to navigate the Business Central platform, soft skills such as communication, collaboration, critical thinking, and emotional intelligence are often more difficult to instill.
This becomes particularly important in client-facing roles, where professionals are expected to lead discovery sessions, gather requirements, present findings, and manage stakeholders. A technically skilled consultant who cannot communicate clearly or adapt to different personalities and situations may struggle to gain client trust and drive project success.
Many training programs, both formal and informal, focus almost exclusively on technical instruction. This creates a gap where professionals are proficient with tools and platforms but lack the interpersonal and organizational capabilities needed in real-world business environments. This disconnect becomes even more pronounced in remote or cross-functional teams, where the ability to navigate complexity and ambiguity is essential.
Language proficiency is also a key concern, particularly for partners working in multilingual regions or with international clients. Miscommunication due to language limitations can cause confusion, errors, and delays. It also affects the ability to produce clear documentation, articulate project updates, and engage stakeholders effectively.
The lack of soft skills extends beyond communication. It includes issues like poor time management, inadequate planning, and an inability to work collaboratively. These shortcomings can derail otherwise well-planned projects and place additional stress on team dynamics, making it harder to maintain quality and consistency across service delivery.
Diversity and Fresh Perspectives Are Lacking
The final major challenge facing Dynamics 365 partners is a lack of diversity within the talent pool. Many teams are composed of individuals from similar backgrounds, with similar professional experiences and perspectives. While this may offer consistency, it limits creativity and innovation, two factors that are crucial for developing tailored solutions in a rapidly evolving marketplace.
Studies have shown that diverse teams perform better on a range of metrics, from decision-making speed to client satisfaction. Yet, despite these proven benefits, many partners struggle to attract talent from underrepresented groups or non-traditional backgrounds. This limits their ability to introduce fresh ideas and new ways of solving complex problems.
Diversity goes beyond race or gender; it includes diversity of thought, life experience, education, and professional journey. For example, someone who transitioned into tech from a career in operations or finance may bring valuable insights into how to design more effective workflows. However, such individuals often face barriers to entry because they don’t fit the typical mold of a Dynamics 365 professional.
The lack of diversity also has reputational consequences. Many job seekers, especially younger professionals, consider workplace diversity a key factor when choosing where to work. If partners are unable to demonstrate inclusive hiring practices and diverse representation, they may struggle to attract the best candidates, particularly from newer generations entering the workforce.
In addition to recruitment challenges, homogeneous teams may inadvertently reinforce outdated practices and resist change. Without varied perspectives, it becomes more difficult to challenge assumptions, adapt to evolving client needs, or innovate beyond standard solutions. This stagnation can limit growth and reduce a partner’s ability to compete effectively in a dynamic market.
Rethinking Talent Acquisition in the Dynamics 365 Ecosystem
To effectively solve the talent challenges that have taken root in the Dynamics 365 partner ecosystem, a significant mindset shift is needed in how talent is sourced, evaluated, and developed. Traditional recruitment strategies focused on poaching professionals from competitors or relying exclusively on a narrow set of education pipelines are proving insufficient in the face of rising demand and a shrinking talent pool.
Rather than simply competing for the same experienced candidates, partners are beginning to look toward alternative approaches that create net-new talent. This shift in thinking acknowledges that the only sustainable solution to the talent crisis is to increase the overall number of skilled professionals in the ecosystem. It’s about building rather than borrowing.
This means expanding the definition of what makes someone a strong candidate. Instead of prioritizing experience with Dynamics 365 alone, forward-thinking partners are looking for professionals who show potential—those with adjacent technical skills, business acumen, or relevant industry experience. By identifying individuals who may not yet be fluent in Business Central but bring valuable perspectives and aptitudes, partners can tap into a broader and more diverse talent pool.
There is also a growing recognition that hiring should be approached with long-term capability building in mind. This includes creating structured development paths and investing in mentorship programs. For example, a junior candidate who begins as a support analyst can be gradually developed into a consultant or developer over time with the right guidance and support mechanisms in place.
By rethinking how talent is sourced and focusing on long-term growth rather than short-term fixes, partners are better positioned to build resilient, scalable teams that are equipped for the challenges and opportunities of the evolving Dynamics 365 market.
The Power of Net-New Talent Development Programs
A promising response to the Dynamics 365 talent crunch has come in the form of structured net-new talent creation initiatives. These programs are specifically designed to bring fresh professionals into the ecosystem and prepare them for success through intensive training and support.
One of the most effective models partners are turning to involves a three-pronged approach: hiring, training, and coaching. This structured pathway ensures that new professionals not only acquire the necessary technical skills but also develop the soft skills and industry understanding required to contribute from day one.
At the core of this model is a focus on personalized recruitment. Rather than filling seats with general applicants, these programs tailor candidate selection based on the needs of the partner. This ensures that the right people are being brought into the organization, aligned with its technical demands, cultural values, and client expectations.
Once hired, these individuals undergo comprehensive training programs that go far beyond surface-level instruction. They receive hands-on learning with Business Central, guided exposure to real-world project scenarios, and instruction in project methodologies and documentation standards. This combination of product fluency and business awareness accelerates their readiness and billability.
But training alone is not enough. A key element that differentiates successful net-new talent programs is ongoing coaching and community support. New professionals are paired with mentors and have access to peer groups, workshops, and career development resources. This approach not only improves retention but ensures continuous learning, allowing new hires to evolve into high-performing professionals.
Partners who have engaged in these programs report faster time-to-value from new hires, increased retention, and access to a wider and more diverse talent pool. More importantly, it helps them take control of their workforce strategy by building capability internally rather than relying on a competitive and shrinking external market.
Upskilling Internal Teams for Long-Term Growth
While sourcing net-new talent is essential, another critical component of solving the talent challenge lies in upskilling existing staff. Many partners already have capable employees in adjacent roles—such as finance professionals, business analysts, support engineers, or legacy ERP consultants—who are well-positioned to transition into Dynamics 365 roles with the right development support.
Upskilling these individuals can be an efficient and cost-effective way to fill gaps in consulting and development teams. These employees often come with valuable organizational knowledge, strong familiarity with customer needs, and established trust within the business. With focused investment in training and coaching, they can be transformed into Dynamics 365 experts who are fully aligned with the company’s goals and ways of working.
Successful upskilling initiatives start with a clear understanding of the skills gap. Partners must assess their current workforce to identify individuals with the aptitude and motivation to grow, then map out personalized learning paths that bridge the technical and professional skills required for their new role.
This process may involve formal certification programs, hands-on labs, shadowing opportunities, and project-based learning. Soft skills training should also be incorporated, particularly in communication, stakeholder management, and agile delivery practices. By investing holistically in professional development, partners can build well-rounded consultants and developers who are ready to lead client engagements and drive results.
In addition to developing internal staff, this approach can also help improve retention. Employees who feel supported in their growth and given clear career progression pathways are more likely to stay, reducing turnover and strengthening the partner’s workforce stability.
By prioritizing upskilling and career development, partners can create a more agile and adaptable team—one that’s capable of evolving with the fast-changing Dynamics 365 platform and the growing demands of clients.
Making the Dynamics 365 Ecosystem More Inclusive
A major opportunity to alleviate the Dynamics 365 talent shortage lies in embracing diversity and inclusion more intentionally across the partner ecosystem. Despite the evidence that diverse teams perform better, many partners are still operating within narrow talent pipelines that exclude individuals from non-traditional backgrounds, underrepresented groups, or alternative career paths.
By broadening hiring criteria and actively seeking out professionals from different walks of life, partners can uncover a wealth of untapped talent. For example, someone with experience in operations, retail, or logistics may lack direct experience with Dynamics 365 but bring an invaluable customer-centric mindset and domain knowledge. With the right support, these individuals can quickly become top performers in functional consulting or project management roles.
Inclusive hiring starts with removing unnecessary barriers. Job descriptions should focus on skills and potential rather than rigid requirements such as years of direct platform experience or advanced technical certifications. Recruitment processes should be designed to minimize bias, including the use of diverse interview panels and structured evaluation criteria.
Once hired, it’s important to foster an inclusive workplace culture where individuals feel supported, respected, and empowered to contribute. This involves more than just policy changes; it requires a commitment to building belonging through mentorship programs, employee resource groups, and transparent leadership communication.
Inclusion also means recognizing and valuing different communication styles, learning preferences, and cultural backgrounds. This is especially important in a global ecosystem like Dynamics 365, where partners frequently work with international teams and clients.
Creating a more inclusive environment not only widens the talent pool but also enhances innovation, as diverse perspectives lead to more creative solutions. It strengthens client relationships by enabling partners to better reflect and understand the communities they serve. Most importantly, it helps future-proof the ecosystem by ensuring that a wider range of individuals can access and thrive in Dynamics 365 careers.
Reimagining Talent Development Through Structured Ecosystem Programs
As the Dynamics 365 partner ecosystem continues to evolve, there is a growing understanding that talent challenges cannot be solved through traditional methods alone. Competitive hiring, internal promotions, and even standard training paths are not enough to bridge the growing skills gap. What partners need are scalable, structured solutions that can generate new professionals equipped with the right combination of technical, business, and soft skills. One such response is emerging in the form of ecosystem-wide programs that take a holistic approach to talent development.
These programs do not simply provide training. Instead, they work as full-service talent accelerators—identifying, upskilling, and supporting professionals through their transition into Dynamics 365 careers. They are designed in close collaboration with industry leaders and Microsoft itself, ensuring they align with the real-world needs of partners, clients, and the broader technology landscape.
By providing an end-to-end journey from recruitment to full productivity, such programs help partners significantly reduce onboarding time and cost while improving the quality and retention of new hires. More importantly, they expand the boundaries of what talent looks like, bringing in individuals from diverse career paths, industries, and backgrounds who can offer new perspectives and strengthen team performance.
This shift toward structured talent development represents a powerful new chapter for the ecosystem. It demonstrates what is possible when partners move beyond reactive hiring and begin to actively invest in creating the next generation of Dynamics 365 professionals.
The Role of the ReSKILL Program in Closing Talent Gaps
One standout example of this new approach is the ReSKILL program, a joint initiative between Microsoft and industry experts focused on building net-new talent specifically for the Dynamics 365 Business Central platform. Rather than competing for the same limited number of experienced professionals, this program seeks to grow the talent pool by transforming motivated individuals into job-ready consultants and developers.
The process begins with targeted recruitment. Candidates are selected based on their potential, existing professional capabilities, and alignment with partner needs. Some may come from backgrounds in finance, logistics, or operations, while others may be transitioning from other areas of technology or even re-entering the workforce. This diversity is a strength, not a limitation. The goal is to find individuals who are coachable, driven, and ready to commit to a new career path.
Once selected, participants go through a rigorous, structured training journey that typically spans several weeks. The curriculum includes hands-on training in Business Central, covering both the technical aspects of the platform and the contextual business knowledge required for successful implementations. Just as importantly, the training also emphasizes soft skills such as communication, teamwork, problem-solving, and client engagement.
But training is only the beginning. The ReSKILL program also provides coaching and mentorship to guide participants through their first engagements, help them apply their learning in real-world contexts, and prepare them for long-term success. By the time they reach their host partner, these professionals are not only technically competent but also confident, engaged, and ready to add value from the outset.
This comprehensive approach allows partners to access fully prepared professionals who can begin contributing in as little as 12 weeks—a dramatic improvement compared to traditional onboarding methods, which often take nine months or more before a new hire is fully billable.
Partner Success Stories and Tangible Outcomes
The impact of the ReSKILL program is already being felt across the partner ecosystem, with numerous success stories highlighting the effectiveness of this new approach to talent development. From small consultancies to mid-size firms and larger Dynamics 365 practices, partners are finding that structured talent creation is helping them achieve growth, stability, and a more diverse and future-ready workforce.
For example, one partner shared that they had been able to hire 10 new professionals in less than three months—seven consultants and three developers. Remarkably, these individuals became billable within 12 weeks of starting the program. This level of efficiency is not only impressive but game-changing for partners who are struggling to meet delivery demands and expand their practices.
Another partner emphasized how the program enabled them to access talent they never would have discovered on their own. By partnering with a structured talent accelerator, they were able to go beyond local hiring constraints and open their doors to individuals from new regions, industries, and professional walks of life. This diversity brought new energy and perspectives to the team, which in turn enhanced creativity, team dynamics, and client satisfaction.
Beyond the numbers, these programs are also helping partners build more sustainable workforces. Rather than relying on poaching or short-term contract workers, partners are now investing in long-term employee development. This approach fosters loyalty and retention while giving professionals a clear career pathway within the Dynamics 365 ecosystem.
Ultimately, the ReSKILL program and others like it are not just filling roles—they are transforming how the industry thinks about talent, growth, and long-term capability.
Empowering Professionals to Launch Rewarding Careers
While much attention is rightly placed on the benefits to partners, it is also worth reflecting on the life-changing impact these programs have on the professionals who participate in them. For many individuals, programs like ReSKILL represent a rare opportunity to break into the technology field or to pivot into a more rewarding, future-focused career.
Participants often describe the journey as transformative. They not only gain technical skills but also build confidence, expand their professional networks, and join a global community of like-minded peers. For individuals who may have previously felt excluded from the technology sector—due to a lack of connections, formal education, or traditional experience—these programs offer a pathway that is accessible, supportive, and aligned with real industry needs.
This impact extends to the teams they join. These new professionals bring curiosity, motivation, and a hunger to prove themselves. They often take initiative, bring unique problem-solving approaches, and elevate the energy and culture of the organizations they join. By supporting individuals through training and coaching, these programs ensure that talent is not only created but also nurtured.
Some of these professionals go on to become top performers, mentors, or even leaders within their partner organizations. Others branch out into adjacent areas such as project management, solution architecture, or client success. In every case, they are helping to enrich the Dynamics 365 ecosystem and create a more vibrant, inclusive, and sustainable future for everyone involved.
In this way, structured talent development programs serve a dual purpose. They give businesses a reliable way to close their skills gaps while offering individuals the chance to build meaningful, impactful careers in a growing field. It is a mutually beneficial solution to a complex challenge, one that is proving to be both scalable and replicable across regions and industries.
Final Thoughts
The Microsoft Dynamics 365 ecosystem stands at a critical inflection point. On one hand, demand for Business Central and related solutions continues to rise, driven by digital transformation efforts across industries and regions. On the other hand, partners are facing increasingly urgent challenges in attracting, retaining, and developing the specialist talent needed to meet that demand. The skills shortage is not just a short-term obstacle—it’s a long-term risk to innovation, scalability, and competitiveness.
What has become clear through this exploration is that traditional recruitment methods and talent strategies are no longer enough. The reliance on poaching from competitors, searching endlessly for experienced hires, or hoping graduates will quickly ramp up is proving to be expensive, unsustainable, and limiting. These approaches do little to grow the overall talent pool or introduce the fresh perspectives and diversity that the industry desperately needs.
Instead, the most forward-thinking partners are shifting toward new models that prioritize long-term talent development. They are investing in structured programs that build net-new professionals, not just hire them. They are redefining what qualifies someone to be a successful consultant or developer, looking beyond certifications or platform experience and focusing on curiosity, motivation, and real-world potential. They are embracing diversity as a strength and building cultures that nurture inclusion, retention, and growth.
Programs like ReSKILL have proven that it’s possible to develop Dynamics 365 professionals who are technically capable, professionally polished, and ready to deliver value in just a matter of weeks. These programs are not only filling roles—they are transforming careers, strengthening teams, and creating entirely new pathways into the ecosystem. The results are measurable, sustainable, and repeatable.
For partners, the opportunity is clear. By adopting a proactive, strategic approach to workforce planning—one that includes hiring potential, investing in development, and working collaboratively with training partners—you can build a stronger, more resilient organization. You can scale with confidence, deliver higher-quality outcomes to clients, and future-proof your business in a competitive market.
The talent crisis facing Microsoft Dynamics 365 partners is real. But so is the opportunity to lead the solution.
With the right strategies, tools, and mindset, partners can go from struggling to hire… to building world-class teams from the ground up.