looking for that perfect hire

Let's talk about the role.

A role you're struggling to fill, a team you're scaling, or just a sense-check on what the market's paying. You'll get a reply from Scott.
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scott@dynosaw.io
Email if you'd rather not fill in a form.
0412 516 476
You can reach out to us by phone to discuss your needs.

You already know what you need. The hard part is that the person who fits it isn't looking.

THE BRIEF
Not the job title

The modules in scope, how far the implementation has got, who else is on the team and what happens if go-live slips. Half this market can't tell CE from Business Central. We can.

THE SHORTLIST
Three to five, not thirty

Each one with a written reason they're on the list, and every one of them has had a proper conversation with us first. If someone isn't a real fit, you don't get their CV.

24 TO 48 HOURS
Fast, because we're not starting from scratch

Contract inside 24 hours, permanent inside 48. That works because we're ringing consultants we've known for years, not opening a database and hoping.

THE PART NOBODY LIKES
We'll tell you no

If the salary won't get you the person you've described, we say so. If we're not the right recruiter for the role, we say that too, rather than take the brief and go quiet.

microsoft business application recruitment

Microsoft Business Applications, end to end.

The whole stack

D365 CE, F&O, Business Central, Power Platform and Copilot. Nothing outside it.

Junior to director

Functional and technical consultants, developers, architects, pre-sales, project managers, practice leads.

However you need to hire

Perm, contract, interim, retained, or a full project team. Australia and New Zealand.

testimonials

What people say.

Joel Yeo
D365 Functional Consultant
"Scott was incredibly supportive throughout my job search, offering valuable guidance, encouragement and industry insight. He went above and beyond to connect me with the right opportunities and helped me present myself with greater confidence. He’s professional, knowledgeable and genuinely invested in helping people succeed in their careers."
Shikhar Bhagat
D365 Developer
"After months of struggling to find work after moving to Australia, Scott’s support made a genuine difference. He helped improve my resume, prepared me for interviews and consistently checked in throughout the process. He was professional, patient and reliable, and I’m extremely grateful for his role in helping me secure employment."
Jitu Patil
D365 Practice Lead
"Scott supported our Dynamics 365 recruitment and stood out for his genuine understanding of the market. He took the time to understand what we actually needed and delivered candidates who matched the brief, rather than simply matching keywords. If you need a recruiter who truly understands Microsoft Dynamics, I’d highly recommend Scott."
Craig Steere
D365 Practice Lead
"I’ve worked closely with Scott as a hiring manager and former executive within a Big 4 consultancy practice. He consistently demonstrated a strong understanding of the IT services landscape, bringing forward high-quality candidates who met the technical requirements while also being a strong cultural fit for the team."
Michael Sarkis
D365 Solution Architect
"I’ve worked with Scott for over three years and have always valued his industry knowledge, honesty and professionalism. He takes the time to understand my skills and career direction, communicates clearly and follows through on what he promises. Scott is approachable, reliable and genuinely invested in building long-term professional relationships."
Ryan Wilson
Manager, Avanade
"Scott was our preferred Dynamics recruitment partner during a busy period of growth. He’s proactive, takes the time to understand our needs, and consistently delivers high-quality candidates. His communication, reliability and genuine partnership approach make him someone we trust and value working with."
Nili Steiner
D365 Project Manager
"I highly recommend Scott as an IT recruitment specialist with a strong understanding of the Dynamics 365 market. Having worked with him as both a candidate and a customer, I’ve seen his value from both perspectives. He’s professional, well-connected, a great communicator and consistently matches the right people with the right roles."

Tell us what you're trying to build.

No pitch deck, no long process. A conversation about the role, the team and the pressure behind it. If we're not the right fit for this one, we'll say so.

I'm looking for a role
I'm looking for a role
Frequently asked question

Questions, answered with clarity.

  • How long does it take to fill a Dynamics 365 role?

    A shortlist within 24 hours for contract and 48 hours for permanent. That works because I'm not starting from scratch. I'm ringing consultants I've known for years. How long the rest takes depends more on your interview diary than on me.

  • How do you find candidates who aren't applying for jobs?

    That's most of them. The people who fit your brief are rare, busy and already employed, so they're not sitting on job boards. I find them by knowing them already: coffees, meetups, and calls with consultants who aren't looking for anything at all. Referrals do the rest. I've never filled a role from an ad and don't plan to start.

  • How do you know a candidate actually knows the module, and not just the job title?

    Because I take a proper brief first. Not the job title, but the project: which modules are in scope, how far the implementation has got, who else is on the team, and what happens if go-live slips. Then I test people against real delivery experience. Plenty of recruiters can't tell CE from Business Central, which is why consultants get sent F&O Solution Architect roles when they've never touched F&O. The gap between someone who has implemented in your industry and someone who has read about it shows up in about four minutes of conversation.

  • Can I hire Dynamics contractors and project teams, or do you only do permanent?

    Permanent, contract and interim, plus retained for the hires that can't go wrong. I also work on a statement of work basis and build project teams. The last one was five contractors on a single programme.

  • What happens after I send you a role?

    A conversation about the role, the team and the delivery pressure behind it. Then the search, starting with people I already know and working outward through referrals. Then a shortlist of three to five, each with a written reason they're on it. After that I manage the interviews, give you and the candidate honest feedback at every stage, handle the offer, and stay in touch through onboarding and beyond.

  • My current recruiter isn't delivering. Can you pick the role up?

    Often that's how I start with a client. A Microsoft gold partner rang me on a Saturday about an F&O Solution Architect and a Pre-Sales Architect their recruiter hadn't managed to fill. By the end of the following week I'd found one person who could cover both in the interim, and she started four weeks later. It works the other way too. If I'm not the right recruiter for a role, I'll say so rather than take the brief anyway.

Let’s connect and create something great together.

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