Dynamics 365 Consultant Job Description Template 2026

Last updated: September 3, 2026

By Jennifer Burdick, Recruiting Manager, KORE1

A Dynamics 365 consultant job description has to name the app family, say whether the seat is functional or technical, and state who owns the twice-yearly update. Those three lines decide your candidate pool before a single skill bullet does any work. Published US averages for the title run from roughly $101,000 to $165,000, which tells you the title is measuring several different jobs at once.

The hire was good. The posting was not, and it took eleven months for anyone to find out.

A distributor in Ontario, California, out in the Inland Empire, runs Business Central. They brought in a functional consultant last year, someone genuinely strong on inventory, costing, and warehouse flows. She cleaned up their item setup in the first quarter and their close got two days shorter. Everyone was happy.

Their freight allocation ran through a per-tenant extension that a partner had written for them in 2021. That partner had since been acquired and the developer who wrote it was gone.

Nobody recompiled it against the new major version, and nobody was tracking the calendar that decides when that stops being optional.

Microsoft gives you a five-month window to take a Business Central major update, then a one-month grace period, and after that an enforced period where an extension that blocks the update can simply be uninstalled so the update can proceed. The data survives. The functionality does not. In March, freight cost stopped landing on the item ledger, and the person they had hired to own Dynamics had never written a line of AL in her life. Nor should she have needed to. Nothing in the job description, the phone screen, or the interview loop had suggested that AL was part of the job, because to the people writing that req the extension was not software. It was just how freight worked.

They spent seven weeks and a contractor rebuilding an extension that a job description could have flagged in one sentence. “This role owns compatibility for two per-tenant extensions through the April and October releases.” Twelve words. Different search entirely.

You should know my angle before you keep reading. I run delivery at KORE1 across our tech and ERP desks, including Dynamics 365 consultant staffing and the wider ERP recruiting practice, and a signed offer is how we get paid. So I have an obvious interest in your search staying hard. Almost everything below is about fixing the posting, which costs nothing, and plenty of teams who do it never end up calling anybody.

Dynamics 365 Is Four Products Wearing One Name

“Dynamics 365 Consultant” is not a job title. It is a family name.

Underneath it sit product lines with different data models, different development languages, different release mechanics, and almost no overlapping muscle memory. A senior Finance and Operations consultant and a senior Customer Engagement consultant have roughly as much in common as a NetSuite consultant and a Salesforce admin, which is to say they both work in enterprise software and that is where the resemblance stops.

Finance and Operations, the line that grew out of AX, is the enterprise tier. Multi-entity ledgers, intercompany, cost accounting, advanced warehouse, production. Business Central came up from NAV and lives in the mid-market, where one person often carries finance, inventory, and half of IT’s opinions. Customer Engagement is the CRM side, built on Dataverse, covering Sales, Customer Service, and Field Service. Commerce and Human Resources sit off to the side and get forgotten in almost every posting I read.

Put the app in the job title. Not in a bullet, not in the third paragraph of “About the Role.” The title. “Dynamics 365 Business Central Consultant” reaches a narrower and far better-matched pool than “Dynamics 365 Consultant,” because the app name is the string a working consultant types into a job board, and it is also the string the board indexes hardest.

One honest exception. If you are genuinely early and the platform decision is not made yet, say that out loud instead of writing a posting that hedges across all of them. “We are selecting between Business Central and Finance and Operations this quarter and want a consultant to help us decide, then implement” is a real job. Some very good people will want it. What nobody wants is a posting that lists five products and appears to require all of them.

Functional, Technical, or Architect

Inside every app family there is a second fork. Postings blur it constantly.

Functional consultants configure. They sit with the controller, map the close, decide what a dimension means, and build the thing without writing code. Technical consultants write the code. In Finance and Operations that means X++ and the extension framework. In Business Central it means AL. On the Customer Engagement side it means plugins in C#, JavaScript on forms, and increasingly Power Platform work that sits somewhere between the two.

Then there are solution architects. They sit above both tracks and own the shape of the whole thing, including the parts that will hurt in year three, which is a job you cannot really evaluate from a resume because the evidence is a system that did not fall over and nobody writes that down.

Three separate hiring markets. Three separate pay bands. The phrase “Dynamics 365 consultant with development experience” collapses all of it into a job nobody can price, and I get that req a few times a year. What the client usually means is a functional consultant who is not afraid of the code. Reasonable thing to want. Very different thing to write down.

The Power Platform layer deserves its own line in your posting, because it is where the boundary has genuinely moved. Power Apps, Power Automate, Dataverse, and the connectors between them now absorb work that used to require a developer. That is real. It also means half the resumes you receive will list Power Platform experience that amounts to three canvas apps and a scheduled flow. Ask what the hardest thing they built in it was, and listen for whether the answer involves solution layering, environment strategy, or ALM. Those three words separate the two populations faster than any certification does.

Dual-write comes up too, and it is worth a sentence in your req if it applies to you. Keeping Finance and Operations and Dataverse in agreement is a specific skill, it fails in specific ways, and the people who have run it in production will tell you about a morning when customers stopped syncing and the finance team found out before IT did.

Who Owns the Update

This is the section that separates a Dynamics req from every other ERP req, and it is the one almost nobody writes.

Dynamics 365 updates itself on a published cadence, and you do not get to opt out. For finance and operations apps, Microsoft ships service updates through Lifecycle Services and customers can pause for a maximum of one consecutive update. Every update lands in the UAT environment first, which is the whole point, because it gives somebody a window to validate before it reaches production. Somebody has to be that person. Microsoft even ships a no-code Regression Suite Automation Tool for it, and a consultant who has actually maintained an RSAT suite is a different animal from one who has heard of it.

Business Central runs on its own clock. Two major updates a year, April and October, with minor updates landing in every month that does not carry a major one. The update period runs five calendar months, then a one-month grace period, then the enforced period. During the enforced period, an app or a per-tenant extension that causes the update to fail can be uninstalled automatically so the update succeeds. That sentence is the whole story from the top of this page.

There is one more moving piece, and it is new this month. Microsoft has announced that Release Plans are retiring. Starting September 2026, new Dynamics 365, Power Platform, and Dataverse capabilities publish to the AI at Work roadmap instead, and the old release plan documents stay up for historical reference. If your posting or your internal runbook says “reviews the semi-annual release plan,” that phrasing has an expiration date on it now.

So write the line. Something like this, in the responsibilities section rather than buried in a benefits list.

“Owns release readiness across the April and October waves, including regression testing in UAT, compatibility for our three per-tenant extensions, and the go or no-go call on new features.”

Consultants who have lived through a bad release weekend will read that line and know exactly what their year looks like, right down to which two weeks of it they will not be taking vacation. The ones who have not will quietly move on. That saves everybody a loop.

Implementation, Migration, and Steady State Are Three Jobs

A greenfield implementation is a project with a shape. Requirements workshops, a fit-gap, configuration, data migration, conference room pilots, user acceptance testing, cutover weekend, hypercare. It ends. Somebody who thrives in that rhythm often gets restless about eight months into steady state.

Steady state is the opposite job. Tickets. Month-end support, a backlog of small enhancements, the security role somebody asks for at 4 p.m. on a Friday, and the slow unglamorous work of getting a business to actually use the thing it already paid for. Undervalued, universally. It is also where most of the real return on an ERP investment gets earned or quietly lost.

Migration is its own thing again, and right now it is most of the market, because a large share of the companies calling us about Dynamics are not choosing an ERP so much as being evicted from the one they have.

The Dynamics GP lifecycle is doing the pushing. Microsoft ends GP support on December 31, 2029, for product enhancements, tax updates, and technical support, with security patches running until April 30, 2031. That sounds far away. It is not, because everyone with a GP install and a Dexterity customization is competing for the same finite pool of consultants who can read both sides of that migration, and the pool is not growing. AX 2012 shops upgrading to Finance and Operations are in the same queue. So are the CRM on-premises holdouts moving to Dataverse.

Say which of the three you are hiring for. If it is a migration, say what you are coming from and roughly how customized it is, because “we are moving off GP” and “we are moving off GP with fourteen Dexterity customizations and a homegrown EDI bridge” are not the same posting.

Then say what happens after go-live. A consultant taking an implementation seat wants to know whether the job converts to an internal ownership role or evaporates. Both answers are fine. Only one of them is fine to discover in month nine.

Half the Certification Alphabet Has Already Expired

Certifications on this platform are a moving target. Postings do not keep up.

Here is a live example. A lot of CRM-side job descriptions still ask for MB-210, which was deprecated in 2024 and folded into MB-280. Fine, you update the posting to MB-280. Except the Dynamics 365 Customer Experience Analyst Associate certification is now retired too, and Microsoft’s own page carries the warning. So a 2026 posting that requires it is asking candidates to hold something they can no longer earn.

The finance side is steadier. MB-310 for Finance Functional Consultant is active, and so are MB-330 for Supply Chain, MB-500 and MB-700 on the technical and architect tracks, and MB-800 and MB-820 on the Business Central side. One caveat applies to every one of them. Microsoft role-based certifications carry a twelve-month renewal. A badge on a resume from 2023 may or may not still be live, and nobody lists the renewal date.

My actual advice is to weight certifications low and phrase the line so it does not screen out your best applicant. “MB-310 or equivalent hands-on Finance and Operations configuration experience” costs you nothing and keeps the door open for the consultant who has run six go-lives and never bothered with the exam. Those people exist in volume. Some of the strongest Dynamics people I have placed hold nothing at all, because partners push certification hard and end-user shops mostly do not.

What to ask for instead is go-lives. How many, in which app, in what role, and what broke. That question does more screening than the entire certifications section of your posting.

What the Published Ranges Are Actually Measuring

Compensation data for this title is a mess, and the mess is the finding rather than an obstacle.

Sixty-four thousand dollars of daylight between the low average and the high one. Same two words in the title. Nobody is wrong.

Each tracker just polls a different slice. Salary.com catches a lot of generalist and junior configuration work. ZipRecruiter’s generalist page sits a little above it and for the same reason. Glassdoor’s Finance and Operations page skews toward people who have carried enterprise implementations. The O*NET figure is a floor and only a floor, because Computer Systems Analysts is the nearest government occupation code and that bucket sweeps in a lot of business analysts working a rung below a real implementer. That code shows about 34,200 openings a year against employment of 521,100, which is useful context and tells you nothing specific about Dynamics.

Check the sample size before you anchor on any of them. The Business Central number above sits on a handful of self-reported entries. Six data points do not make a market. That is a rumor with a decimal place attached.

Build your band from the work instead. App family first, then track, then whether the seat carries a go-live, then geography. The Dynamics 365 consultant salary guide pulls those apart by level and city, our ERP consultant hourly rates breakdown covers the contract side, and the salary benchmark assistant will price a specific scope for free without putting you in a queue.

And publish whatever band you land on. Pay transparency law already forces it in a growing number of states, Dynamics consultants trade numbers with each other constantly, and a visible range does more screening in one line than a page of qualifying questions.

Dynamics 365 Consultant Job Description Template

Everything in brackets is yours to fill in or cut. The bracketed asides are notes to you about why a line earns its place, and they come out before the posting goes live.

Job Title

[Dynamics 365 Business Central Consultant / Dynamics 365 Finance and Operations Functional Consultant / Dynamics 365 Customer Engagement Consultant / Senior D365 Solution Architect] [The app family belongs in the title. A generic title gets you volume from every product line and a qualified count that does not move.]

About the Role

[Company] is hiring a [app family] consultant to [implement / migrate to / support and extend] Dynamics 365 [app] for our [industry] business, [remote / hybrid in city, state / onsite]. We run [current state: BC 2024 wave 2, four legal entities, moving off GP 18.5 / F&O with advanced warehouse in two DCs / CE Sales and Customer Service on Dataverse]. You report to [role] and work alongside [controller, IT director, partner team, whoever this person will actually negotiate with]. [If a partner is involved, say so and say who owns what. It changes the job more than anything else on this page.]

What You Will Own

• Configuration and support of [name the modules: GL and dimensions, AP and AR, item costing, warehouse, security roles, sales pipeline]
• Release readiness across the [April and October waves / quarterly service updates], including UAT regression testing and compatibility for [number] [per-tenant extensions / ISV solutions]
• [Data migration from [GP / NAV / AX 2012 / CRM on-premises], including [the customizations you actually have]]
• Requirements work with [finance, operations, sales]. Most of this job is translation, and the config is the easy half
• [Reporting through [Power BI / financial reporting / Dataverse views]]
• [If technical: extension development in [AL / X++ / plugins and JavaScript] with source control and a real ALM pipeline]
• User enablement. Training, documentation, and the quiet work of getting people to stop keeping the shadow spreadsheet

What We Need to See

• [3+] go-lives on [app family], in a [functional / technical / lead] role. We will ask which ones and what went sideways
• Depth in [the two or three modules that matter most to you]. Breadth across all of Dynamics is not the ask
• Comfort with the update cadence, including what you do when a release changes behavior you depended on
• [Industry] experience, or a clear story about why it transfers
• [MB-310 / MB-800 / MB-700] or equivalent hands-on experience [Phrase it exactly like this. Some of the strongest Dynamics consultants hold no certifications at all.]

Nice to Have

• Power Platform depth past canvas apps. Solution layering, environment strategy, ALM
• Dual-write, or any real integration between F&O and Dataverse
• [Legacy platform you actually still run: GP with Dexterity, NAV C/AL, AX 2012 X++]
• Partner-side and client-side experience both, because the two teach different things and the combination is rare

Environment, Cadence, and Support Model

[Leave this section in. Of everything on this page, it is what a strong candidate reads first.] [We run [X] environments: production, UAT, and [dev / sandbox].] [Our update cadence is [April and October majors / quarterly service updates], and this role owns [validation / the go or no-go call].] [Partner arrangement: we retain [partner] for [scope], and this role owns [scope].] [Month-end support expectations: [what actually happens in close week].] [On-call, if any, and how often it fires.]

Compensation

[$110,000 to $150,000] base, plus [bonus], [certification reimbursement], [benefits], [remote or travel policy]. [Give the real band. A technical or architect scope prices differently, and saying so up front beats renegotiating at offer.]

The Questions I Get Before a Dynamics Req Goes Out

We just say Dynamics 365 in the title. Is that really costing us applicants?

It is costing you the right ones. The generic title pulls volume from all four app families, so your funnel looks healthy and your qualified count does not.

You end up screening out people who were never a match instead of attracting people who were. The fix takes four seconds and it is free. Name the app, and if you want a second lever, name the module too.

Our Business Central partner handles everything. Why hire our own consultant?

Because someone inside your building needs to know what was configured and why. Partner relationships end. The configuration stays.

Plenty of mid-market companies run happily on a partner and never hire internally, and I would not argue with any of them. The version that goes badly is the one where the relationship quietly degrades over a couple of years, nobody inside the company can read the setup, and the next partner’s first invoice is a discovery project billed at a rate you did not budget for.

How much does the release cadence actually matter for a mid-market shop?

More than most buyers expect. Extensions and integrations are what break, not the base product, and the enforced update window will proceed with or without you.

If you run zero customizations and no integrations, this is close to a non-issue and you can leave it out of the posting. Count them honestly first. Most companies who say they have no customizations have three, and one of them posts to the general ledger.

Can one person cover both functional and technical?

Sometimes, at the mid-market end, and you will pay a premium for it. Above a certain complexity the honest answer turns into no.

The unicorn is real but rare, and rare in a specific way. Consultants who genuinely do both usually came up through the partner channel and have run small implementations end to end. If your environment is a single Business Central tenant with a couple of extensions, look for that person. If you are running multi-entity F&O with advanced warehouse, split the roles and hire a Dynamics 365 developer alongside the functional seat.

We are on GP and 2029 feels far off. When do we start hiring for the migration?

Earlier than the deadline suggests. The constraint is not the date. It is how many consultants can read GP and Business Central both, and that group shrinks every year.

People with real Dexterity and GP-era knowledge are retiring or retraining, and nobody new is entering that skill. So the availability curve runs the wrong direction against the deadline. If you want a considered migration rather than a compressed one, hire while you can still choose from more than two resumes. Our Business Central consultant staffing desk sees that pool tightening quarter over quarter.

Contract or direct hire for an implementation?

Both, and start the second search early. Project work needs consultants who have done this ten times. Owning the system afterward needs somebody who will still be there in year three.

The two searches get run sequentially and that is the error. Staff the build with contract consultants and open the direct hire req at the same time, not at hypercare. Your permanent hire then sits in the design sessions instead of reading about them later, and asks the awkward questions while somebody can still change the answer. No configuration document has ever survived contact with the question “why is it set up like that.”

The Five Lines That Do the Work

Name the app family in the title. Say functional or technical. State who owns the April and October releases and the extensions that ride on them. Say whether this is an implementation, a migration, or steady state, and say what happens after go-live. Post the band.

Five lines, against the twenty-bullet requirements section they replace. They will outwork it. Writing them is not the difficult part either, since the sentences are short and none of them require a committee. Knowing your own answers is the hard part, and that conversation belongs in the week before the req posts rather than in week nine of one that has stalled.

A fixed posting only gets you a better slate. Then you have to interview well, and Dynamics screens go wrong in their own particular ways, which our Dynamics 365 consultant interview questions walk through question by question. The end-to-end sequence lives in the guide to hiring a Dynamics 365 consultant. If the platform itself is still undecided, the NetSuite and Dynamics 365 talent comparison looks at what either choice does to the pool you will be recruiting from for the next decade.

Send us the draft if you want somebody outside the building to read it, or talk to our ERP team if the search has already gone long. KORE1 has staffed IT desks since 2005, our Dynamics 365 recruiters are in this market weekly, and 92% of our placements are still there at twelve months. Ask any firm you are considering for that second number. It is the one that tells you whether they screen or just submit.