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Start with the work your team needs done.
Describe the responsibilities, required skills and support your team needs. A clear role brief gives the talent conversation a useful starting point.
Prepare the role brief
The better the brief, the more useful the first discussion.
Work and outcomes
What needs to be delivered, supported or improved?
Technology and skills
Which platforms and practical skills are essential?
Experience and responsibility
What must the person be able to handle independently?
Team context
Who will they work with, and who owns decisions?
Work arrangement
State the location, remote or on-site expectations and relevant time zones.
Timing and engagement
Explain when support is needed and the intended engagement. Confirm available options with INFOC.
Describe the skills you need
Use the technology area as a guide, then define the specific responsibility.
Business Central functional
Define the Business Central processes to configure, support or improve, the modules involved and the level of ownership required.
Business Central development
Specify the AL development, integration or upgrade work, the existing codebase and the testing or release responsibilities.
Fabric and Power BI
Explain the reporting outcome, data sources, Fabric or Power BI environment and responsibility for models, DAX and access controls.
Azure and security
Describe the Azure environment, identity and security responsibilities, monitoring needs and operational coverage expected.
Microsoft 365 and automation
Identify the Microsoft 365 administration or Power Platform workflows involved, the user groups and the support responsibilities.
Copilot and AI agents
Outline the AI use case, data sources, integrations and evaluation requirements, including who owns approval and operational oversight.
Consider the right route for your team
A capability gap may need learning, specialist support or a technology project.
Write the role around its first useful contribution
A specific brief helps distinguish essential capability from skills that a person can develop with support.
Replace a broad request such as "Power BI resource" with a task: build and maintain a sales report whose totals reconcile to the source. Describe the users, the decisions it supports and what needs to improve in the current process.
State the data sources, platform, existing environment and dependencies. Separate modelling, report design, engineering and administration if different people own them. Identify what is already in place and what the incoming person must create or change.
Clarify whether the person will work from a reviewed design, own a bounded deliverable or lead discovery and architecture. Name the people available for business decisions and technical review, and specify the handover expected from the role.
Include location, working pattern, timing and the intended engagement arrangement. Identify essential requirements separately from preferences. This gives the conversation a practical starting point without assuming that a particular candidate or availability has been confirmed.
Look for evidence that matches the responsibility
Use role-relevant questions to understand how someone works. The same certificate or years of experience can cover very different tasks.
Process understanding
Ask a functional professional to walk through a business flow and its exceptions. Look for a clear explanation of controls, configuration choices and how the result is checked, rather than familiarity with screens alone.
Engineering judgement
Ask a developer or data specialist to explain a design, a test and a failure they diagnosed. Look for a distinction between their own contribution and the wider team, along with maintainability and access considerations.
Operational ownership
Ask a cloud or workplace professional to describe monitoring, an incident response and a handover. Clarify the decisions they made independently and where they involved a service owner or another specialist.
Communication and delivery
Ask how requirements were clarified, progress was communicated and an unresolved risk was raised. A useful answer connects technical work to users, dependencies and a result that another person can inspect.
Clarify the team requirement
Decide whether the immediate gap is additional capacity, specialist experience or learning for the people you already have.
When should we consider Academy as well as Talents Gateway?
Consider team learning when the responsibility belongs to existing employees but their platform knowledge or practice needs to improve. Consider a talent enquiry when the team needs an additional contribution or a different level of experience. A requirement can involve both; explain the ownership and the gap so they can be discussed together.
What should we include for a Business Central role?
Name the processes involved, such as finance, purchasing, inventory or reporting, and distinguish functional work from AL development or integration. Describe the implementation or support context, the decisions the role owns and the people available for review. Include the practical deliverable you expect, such as a tested configuration or documented extension.
Can we start before the full job description is ready?
Yes. Begin with the business problem, the platform, the work that is waiting and the responsibility you need someone to take. Add the known timing and location constraints. Mark undecided details clearly so the initial conversation can focus on shaping a usable requirement rather than assuming an engagement has already been agreed.
Discuss your team requirement
Share a short role brief, the skills needed and your preferred timing. Specific engagement options are confirmed in the discussion.
