Counter-offers aren't the real problem in Dynamics 365 hiring
The hiring process can be won or lost before an offer is made.
Yesterday I was speaking to a US-based partner who told me this year they've lost two D365 offers to competitors and a third to a counter-offer.
His read: candidates aren't serious.
Mine: something else is going on.
In a solid US market where good D365 F&O talent is constantly getting tapped on the shoulder, the offer stage isn't necessarily where the hire is won.
This is where all the diligence throughout the process comes into play. If it's not done properly, the cracks start to show.
Talking through the offers, three things kept showing up:
Slow processes. A 5-stage interview loop over 6 weeks gives the candidate plenty of time to drift, and their current employer plenty of time to notice they're a flight risk.
The most important, motivation. What's the motive to leave the current business, and do you help with the solution? The partner couldn't answer.
Soft money. The base is clear. Everything else - bonus structure, payout history, benefits detail - gets waved through with "competitive." Candidates hear that as uncertainty. A counter-offer with real numbers attached feels safer by comparison.
In truth, they're not alone. It's something I've seen time and time again.
If you've recently lost out to a counter-offer or competitor, it's worth working through and seeing if any of those three showed up.
I work with Microsoft Partners, ISVs and end users across the US, helping them build permanent and freelance teams across the Dynamics 365 ecosystem.
If you'd like to compare notes on the market or discuss your hiring plans, I'd be delighted to connect.
