With Salesforce being ranked as the number 1 Customer Experience and CRM market share leader both globally and in the United Kingdom based on 2017 total software revenue... Salesforce has experienced exponential growth over the past five years, with more than 150,000 customers expected by 2021. The demand for an all-in-one ERP has led Salesforce to hold just shy of 20% of the overall CRM market due to this growth and demand.

While larger companies often have enterprise-level, multicloud instances, at Steadman Brown we have seen a significant increase in smaller companies upgrading their archaic systems or upgrading their Excel spreadsheets to a more streamlined system.

It is necessary to hire someone to make the smaller changes to Salesforce and maintain it, but what happens when the business's needs exceed the administrator's capabilities? Conversely, what if the business itself outgrows its technical capabilities? What do you do next? Maybe it's time to hire a Salesforce CRM manager!
 
How do Salesforce Administrators and Salesforce CRM Managers differ?

Many companies (especially those with smaller user bases using the ‘out of the box’ functionality) have Salesforce administrators in post or someone in the business serving as a Salesforce administrator. This person is often responsible for supporting users, making changes to the Salesforce platform, and creating reports and dashboards.

Salesforce CRM Managers often bring a different set of skills to the table in addition to administration skills. The skills include but are not limited to: being able to consult the business and stakeholders, identifying how Salesforce can be better used and ROI increased, and being able to create and/or improve a clear and strategic roadmap (plan) for Salesforce.

Before going to the recruitment market, what else should be considered?

The interview process:

You should look at how you will assess the skill set of any candidate first... If you have a Salesforce administrator in place, they will understand what exactly is needed... If you are working with a Salesforce Consultancy, they will be a powerful asset in helping to structure the higher level/ more technical elements of an interview (consultants are not uncommon during the interview process).

Creating a technical assessment or case study on resolving an issue with a Salesforce solution for them to present can be useful in a multitude of ways. This can start with a quick assessment of their ability to do ‘what it says on the tin’, but also assessing their ability to effectively communicate with the company. (a vital skill that can slip through the interview process screening)

Working with a Salesforce recruitment agency, like Steadman Brown, can add even more value since they will be able to screen candidates technically and even hold the first round to save you time interviewing candidates who aren't qualified. Additionally, they can identify the reasons and motivations for why prospective candidates are looking for a job, what they are looking for, reducing drop-out rates and issues further down the line (at the offer stage). 

At Steadman Brown, we do everything we can to help our Candidates and Clients alike.

Are you ready to hire?
You may wish to contact us if you have spoken with your current Salesforce person and/or Salesforce partner to discuss how we can help.

Steadman Brown specializes exclusively in Salesforce recruitment. I personally lead the team here, which works exclusively with Salesforce Administrators and CRM Managers in order to build stronger relationships with the candidates.

Technically screening each candidate and sharing our findings with you is something we take great pride in. We are committed to working as an extension of your business and recruitment team to understand your needs.

If you would like to learn more about us, see how we can add value to your recruitment process, or are interested in a market insight, please do not hesitate to contact us.