IT & TECHNOLOGY RECRUITMENT · SOUTH AFRICA
Recruit the functional or technical capability your implementation, enhancement or support team needs. Start with the product, the business process and the work to be delivered.
UNDERSTAND THE APPOINTMENT
A business applications appointment should start with the processes you need to improve. Finance, sales, customer service and operations may share a platform, but the day-to-day work and stakeholder expectations differ. Identify the applications in use, the processes within scope and the decisions the consultant will own. A functional consultant who leads workshops and configuration may need a different background from a developer responsible for integrations or extensions.
Explain where the person will join the delivery cycle. Discovery requires questioning and process analysis; implementation adds configuration, testing and change coordination; an established environment needs careful support and enhancement. For a South African team working with several sites or international colleagues, include workshop attendance, travel and overlapping working hours. This context helps candidates understand the assignment before either side invests in interviews.
The job title should reflect the responsibilities, seniority and contribution you expect. These are some of the appointments we can discuss within this area.
List the Dynamics applications, business processes and connected systems involved. Explain whether the person will configure, develop, support or guide the solution. A specific scope is more useful than asking for broad experience across every product.
Describe the project stage, internal team, external delivery partners and expected handover. Include whether the consultant will work directly with business users or through another team, and how design decisions will be reviewed.
Set out the initial work: a discovery workshop, an enhancement backlog, testing support or an operational handover. A concrete starting point helps distinguish relevant experience and gives candidates a realistic picture of the assignment.
A MORE RELEVANT SHORTLIST
Discuss the relevant Dynamics products and business processes, rather than relying on a general Microsoft background.
Explore the person’s actual contribution to implementations, migrations, integrations or ongoing support.
Consider requirements gathering, user communication, documentation and the ability to work with your stakeholders.
MAKE THE CONVERSATION COUNT
Ask candidates to explain a business requirement they helped translate into a working solution. Explore what they personally did, which alternatives they considered and how they checked the result with users. A useful discussion covers handovers, testing and documentation as well as the configuration or code itself. Ask how a change was introduced without creating avoidable disruption for the business.
Give your interview panel a shared set of criteria. The business stakeholder can explore process understanding, while a suitably experienced technical colleague assesses application decisions. Separate essential product knowledge from experience that can be developed. If the role spans functional and technical work, agree where depth is needed and where the wider team will provide support.
Share your priorities, working arrangements and timing. We can discuss the brief and the recruitment approach with you.
Discuss your hiring needsYou don’t need a perfect job description. These details help us start the conversation.
We can discuss either brief. The search needs to distinguish process expertise and configuration from development, integration and architecture requirements.
Yes, we can discuss contract recruitment alongside permanent appointments. Scope, duration and engagement terms are agreed before the assignment proceeds.
Tell us which certifications or qualifications are essential. We agree the required checks and how practical experience will be considered alongside them.
Start by separating process analysis, configuration, development, testing and support responsibilities. One appointment may cover several areas, but combining too many requirements can make the role unclear. Discuss which work the new person must own and which skills already exist within your business or delivery partner.
Prepare a short, anonymised description of the business process, the problem and any constraints. Ask the candidate to explain how they would investigate it and what they would need to clarify. Avoid sharing confidential customer data, production access or proprietary material as part of the interview.
Epitome is based in Bryanston, Johannesburg. Tell us where your team works and whether the role is office-based, hybrid or remote so we can align the search with your requirements. Include regular site attendance, travel or collaboration hours when these affect the appointment.
We can discuss the role as an ongoing appointment or a defined assignment. Explore the permanent recruitment and contract and temporary staffing approaches, then agree the scope and terms before proceeding.
Explore it & technologyMAKE A MORE INFORMED HIRE
YOUR BUSINESS. YOUR NEXT CHAPTER.
Bring us the role. We’ll help you shape the next step.
