Dedicated Microsoft Dynamics experts who join your team, work to your sprints, and scale up or down as the project demands change.
You keep ownership of the roadmap, the standards, and the decisions. We supply the people and stay accountable for their quality.
Our engineers sit in your standups, use your board, follow your definition of done. No parallel process, no separate status report.
We shortlist pre-vetted candidates matched to the role. You interview them and say yes or no — we don't assign anyone you haven't met.
Skills, availability, and replacement are our problem. If someone isn't working out, we swap them without you restarting a hiring process.
Deep on Microsoft Dynamics, broad enough to cover the engineering around it. Every resource is assessed on technical skill, communication, and delivery track record before they reach your shortlist.
Pick the commercial structure that matches how your work actually arrives — steady and predictable, evolving, or occasional.
Long-term, full-time Microsoft Dynamics professionals at a fixed monthly cost. The same faces every sprint, building real context in your business.
Pay for the hours actually worked. Scale effort up during a release push and back down afterwards without renegotiating a contract.
A pre-agreed block of hours for ad-hoc support or an annual maintenance contract. Expert help on call without carrying a full-time cost.
Response and resolution targets written around your business hours and severity levels — then wired straight into the ticketing system your team already uses.
Technical skill is the easy part. What saves months is a consultant who understands your processes on day one instead of month three.
Consultants who've configured production orders, BOMs, and shop-floor control — and know why costing runs go wrong.
Multi-channel inventory, pricing hierarchies, and warehouse operations across a lot of locations and a lot of SKUs.
Patient-adjacent systems built with data protection front of mind, and consultants used to working under audit conditions.
Multi-entity consolidation, statutory reporting, and controls that hold up when the auditors arrive.
Freight, fleet, and route data joined to the ERP so planners see one picture instead of four spreadsheets.
Student lifecycle, admissions, and finance systems — plus the reporting that funding bodies keep asking for.
No recruiter noise, no CV avalanche. A short shortlist of people who genuinely fit the brief.
Skills, seniority, timezone overlap, and how the person fits into your existing team structure.
DAY 1–2Two or three pre-vetted candidates. You interview them yourself and pick — or ask for another round.
DAY 3–7Access, tooling, NDAs, and a proper handover into your sprint cadence and coding standards.
DAY 8–12Regular check-ins on fit and output. Add people, reduce people, or swap a resource as the work changes.
ONGOINGSend the brief — or just describe the gap. We'll come back with a shortlist and honest availability within a week.