SharePoint Administrator Recruiters

No upfront fee
Pay only if you hire
Technology only
We reach engineers who aren't on job boards
Replacement guarantee on standard searches

SharePoint DeveloperSharePoint Online SpecialistM365 Collaboration AdministratorSharePoint DeveloperSharePoint Online SpecialistM365 Collaboration Administrator

What this hire really comes down to

A SharePoint administrator manages the place where an organization keeps its documents, intranet pages and team sites. Buyers include companies migrating from file servers or older SharePoint versions, enterprises whose sites have sprawled with inconsistent permissions, and organizations that adopted Teams and discovered that every team is also a SharePoint site. The administrator keeps this environment orderly, secure and useful.

The platform has expanded. SharePoint Online is tied to Microsoft 365, Teams, OneDrive and Power Automate, so an administrator needs to understand sites, hubs, libraries, content types, sharing settings and workflow automation together. Permissions are the recurring source of risk: inheritance broken in the wrong place can expose confidential files, while overly tight settings frustrate users. Migration tooling moves content from file shares or on-premises farms and requires careful mapping, testing and cutover planning. MS-102 shows tenant administration knowledge that supports this work.

Governance is what separates a tidy environment from a swamp. Naming conventions, site lifecycle, ownership, retention and guest access policies all need someone to define and enforce them. Hiring managers should look for a candidate who talks about information architecture and user behavior, not only about features. A developer-leaning candidate may build impressive solutions but neglect governance. An administrator-leaning candidate may keep order but struggle with automation. Decide which gap your team can better tolerate.

What we check before you see anyone

SharePoint Online and Teams
We ask how the candidate structures sites, hubs and libraries, how they manage Teams-connected sites and what they do when a team creates a site that conflicts with the standard. We ask about sharing settings, external guests and sensitivity labels. A strong candidate describes the relationship between a Team, its Microsoft 365 group and the underlying site accurately.
Power Automate
We ask for a flow they built or supported: trigger, conditions, approvals, error handling and ownership. We probe how they handle flows that break when an employee leaves, since that is a common problem. We also ask about licensing constraints and when they decided a request was beyond the platform.
Permissions design
We ask the candidate to explain their approach to groups, inheritance, unique permissions and periodic reviews. We give a scenario in which a confidential folder was overshared and ask how they would investigate and correct it. Good answers include audit logs, scope of exposure and communication to the owner.
Migration tooling
We ask which tools they used to migrate content, how they handled long file names, unsupported characters, metadata mapping, versions and permissions, and how they verified completeness. We ask about a migration that did not go smoothly. A candid answer showing recovery and communication is a good sign.
MS-102
We confirm the credential and ask applied questions about tenant settings, licensing, identity integration and security features that influence SharePoint. Where the candidate lacks the certificate but has equivalent experience, we assess through practical discussion. We record what we find.
Red flags
Be careful with candidates who grant access broadly to avoid complaints, who build custom solutions without documentation, or who cannot describe a governance policy they enforced. Also note anyone who has only used SharePoint as an end user.

Send Us Your Open Role Book a 15-minute call with Ivan Call 305-306-4829

Where we find them

Microsoft partners and consultancies are the most direct source. Their consultants have worked across many tenants and migrations and are used to scoping and documenting. Some want a permanent seat with a single environment, and they bring breadth, though they may need adjustment to ongoing support.

Enterprise intranet and collaboration teams form a second pool. These administrators have managed large estates with real governance, communications requirements and many site owners. A third pool is Microsoft 365 administrators who took on SharePoint as their environment grew and became the local expert. They know the tenant well and may have less depth on migration tooling.

We also consider former on-premises SharePoint developers retraining for the online platform, and records or knowledge management staff who understand information architecture and retention. Each background has predictable strengths and gaps, and we describe them clearly in the introduction.

Mistakes we see

Treating a credential as the answer
Do not let sharepoint online and teams become a keyword filter. A strong candidate describes the relationship between a Team, its Microsoft 365 group and the underlying site accurately.
Leaving the actual scope out
Put the responsibility for power automate in the brief, including who helps the hire and who decides. We ask for a flow they built or supported: trigger, conditions, approvals, error handling and ownership.
Waiting until the offer to discuss the work
Discuss what the person will own in permissions design before the interview loop. Good answers include audit logs, scope of exposure and communication to the owner.

The search in three steps

Agree the brief
We start by asking about your environment: SharePoint Online or on premises, number of sites and users, whether a migration is planned, how Teams is used and who owns governance. We also ask whether the role includes development or automation, and how much user training the administrator will provide.
Find and speak with people
We screen candidates on the topics above and send a summary that lists the platform versions and migrations they have handled, the governance they enforced and the certifications held. We identify claims we could not confirm and offer suggested questions for your own interview.
Introduce the people who fit
We send a written brief on each person you meet, including why the work fits and the questions still worth asking about red flags. You decide who to interview. We help with the conversations through the offer.

Questions about this search

When will we see a shortlist?

We agree the search plan after checking your requirements for sharepoint online and teams and power automate, rather than promising a date before the brief is clear. We ask how the candidate structures sites, hubs and libraries, how they manage Teams-connected sites and what they do when a team creates a site that conflicts with the standard.

What if a candidate gets a counteroffer?

We ask what would make someone leave work involving sharepoint online and teams, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for ms-102.

Should this role be remote or on site?

Experience with sharepoint online and teams and power automate does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about ms-102, so we approach people who can accept the arrangement.

How will you check fit before we interview?

We ask how the candidate structures sites, hubs and libraries, how they manage Teams-connected sites and what they do when a team creates a site that conflicts with the standard. We ask about sharing settings, external guests and sensitivity labels. We ask for a flow they built or supported: trigger, conditions, approvals, error handling and ownership.

How does the fee work?

No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering sharepoint online and teams and power automate in the recruiting agreement before the search proceeds.

What if the hire does not work out?

We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Make sure the agreed scope includes what you expect of ms-102, rather than leaving that discussion until after the start.

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