If you’ve hired a remote IT contractor in the last 2 years, there’s a real chance at least 1 wasn’t who they claimed to be!
We track every new Microsoft Dynamics 365 and NetSuite job posting across North America, every single day, and October gave us the clearest read yet on where this market is actually heading. The short version is that ERP hiring cooled about 11% from September. That headline is true, and it is also misleading. Almost the entire drop sits in the Dynamics implementation tracks, while NetSuite held flat and demand for senior, in-house talent stayed strong. Whether this market feels soft or busy right now depends entirely on which role you are trying to fill. I pulled the full track by track breakdown into this month’s DynamicsFocus Recruiting Report, and it is attached below. If you have a role that has been sitting open since the summer, I would genuinely love to hear what you have tried so far and am more than happy to schedule a 30 minute Teams call to share potential strategies to rectify the situation, no strings attached. #MicrosoftDynamics #D365 #Dynamics365 #NetSuite #ERP #NetSuiteRecruiting #MicrosoftDynamicsRecruiting #TalentMarket #Hiring #AIAgents
November 6, 2026
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That’s not speculation; it’s what the DOJ just documented.
Two U.S.-based facilitators were sentenced for helping North Korean operatives land remote IT jobs at 100+ American companies, using stolen identities and “laptop farms” on U.S. soil to mask the foreign access.
TechCrunch’s Lorenzo Franceschi-Bicchierai has the full write-up.
The $5M figure in the indictment is almost beside the point. The bigger story is what it tells us about how remote hiring actually works in 2026.
For the ERP world specifically, this should get attention. Dynamics and NetSuite implementers often sit inside financial systems, customer records, and regulated data from day one. The access a consultant gets on a GL migration or an F&O deployment isn’t trivial. If the person on the other end of the Teams call isn’t who the resume says they are, the exposure isn’t theoretical.
A few questions worth sitting with if you’re a hiring manager, PE operating partner, or partner/VAR leader:
How deep does your identity verification actually go beyond a standard background check?
When physical presence in a specific jurisdiction matters for compliance or client requirements, are you verifying it or taking the candidate’s word?
Do your IT, security, and talent acquisition functions actually talk to each other, or do risk signals get lost between the seams?
We’ve spent 25+ years placing Dynamics and NetSuite talent across North America and Europe. The market has never been more global or more remote, and that’s largely a good thing. But the floor on vetting has to rise with it.
Hiring the wrong person used to be a performance problem; increasingly, it’s a compliance, IP, and now even a national security problem!
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