Welcome back to our 4 part series, Calling all Salesforce Candidates. Our previous article focused on our team of top Salesforce head hunters who specialize in Salesforce Administrators and Managers. Now we are here to shine a light on the skills and abilities of our seasoned Salesforce recruiters, who focus on #SalesforceConsultants, #SalesforceBusinessAnalysts, and #SalesforceProjectManagers.
There's no doubt you already know that at Steadman Brown, as top Salesforce Recruiters, we specialize exclusively in recruiting Salesforce professionals, representing some of the most prominent names in modern-day business and consulting throughout the UK and Europe. However, do you know WHY we stand out, WHY we are so successful in the placements we make, and HOW our teams are systematically designed to provide you with the most effective possible experience as a Salesforce Candidate?
As Salesforce Head-hunters with over 20 years of experience, we have established ourselves as exclusive recruitment partners to many Salesforce customers and implementation partners. This series is designed to showcase how YOU can join forces with our teams to help you find your next job, your dream job, career advice, and anything in between!
Let’s get to know the team..
Salesforce Consultants, Project Managers and Business Analysts can expect to speak with Kyle Taylor, Max Goodger and Ronnie Mahoney, 3 of our seasoned Salesforce head hunters who specialize in the field.
Kyle Taylor - Team Lead of Salesforce Consultants, Business Analysts, and Project Managers
Kyle has been with Steadman Brown since day one. In his capacity as team lead, Kyle manages a team of seasoned Salesforce headhunters, Max Goodger and Ronnie Mahoney. Having teams entirely focused on one area of Salesforce allows us to be experts in each discipline and thus screen candidates effectively for new Salesforce Careers. On a daily basis, Kyle and his team are networking with new Salesforce candidates and working to secure their new positions.
Having begun his recruitment career with Steadman Brown in 2022, Max has immersed himself in the Salesforce ecosystem and everything that comes with it. He says that 'Obtaining a new role within the ecosystem is one thing, but finding yourself the RIGHT opportunity is another, and that is precisely what the Steadman Brown team and I strive to achieve.' Max works with Salesforce Consultants, Business Analysts, and Project Managers to identify what is lacking in their current roles. He assists them in filling that gap in order to fulfill their new position to its fullest potential.
Ronnie is one of our newest consultants at Steadman Brown. His favorite aspect of Salesforce recruitment is building a rapport with Salesforce Consultants and understanding what they are looking for in their next step. Did you know, after only three months in the Salesforce eco-system, Ronnie passed his Salesforce associate certification?! What an impressive accomplishment!
Featured roles up for grabs - LIVE NOW!
Senior Salesforce Consultant - Remote - £80,000 plus bonus
Sales Manager - Hybrid, London - £90,000 plus double OTE
So what makes us stand out from your traditional Salesforce recruitment partner...
In the UK and Europe, we are the only Salesforce recruitment agency with recruitment teams dedicated to specific areas of Salesforce.
As Salesforce Associate certified recruiters, you are assured that we are not just ordinary recruiters. We know you, we know your role, we know the Salesforce ecosystem, and we can genuinely assist you.
We have 3 core teams, focused on Salesforce Developers and Architects, Salesforce Consultants and Project Managers, and Salesforce Administrators and Managers.
Unlike traditional recruitment methods, we screen candidates effectively for Salesforce Careers rather than simply matching CVs with job descriptions.
How does our team deal with diversity and inclusion within the Salesforce recruitment industry?
Steadman Brown supports and promotes diversity in our Salesforce recruitment efforts, consistently meeting high standards. In Salesforce staffing, as well as across the board, a diverse workplace contributes to better decision-making, increased productivity, and better hiring. Find out more here!
Not sure what diversity in the Salesforce workplace means?
In a Salesforce workplace, diversity refers to the presence of individuals of different ethnicities, races, genders, ages, sexual orientations, and religions. In this way, all employees within an organization have equal opportunities, regardless of their race, gender, religion, or political affiliation. A key aspect of workplace diversity is to ensure that people of all educational levels, abilities, socioeconomic statuses, etc., are included.
Recruiting diverse Salesforce candidates and internal staff ensures we have a diverse talent pool. Making sure candidates are judged solely on their experience, skills, and qualifications ensures everyone has an equal chance of getting their ideal career opportunity.
You're not looking for a job right now, but want to keep in touch?
Keep an eye on our LinkedIn page and our website for updates. Stay connected and stay up to date on the latest developments with Kyle's team and Salesforce job opening opportunities.
Want to get in touch with our team? Thinking about looking for a new job in the Salesforce world?
Have a question about the Salesforce market?
Wondering if your Salesforce career is heading in the right direction?
Not ready to look for a new Salesforce job yet, but curious to know more about something we've said or posted.
Salesforce announced on Monday that its products will include fields for gender identity and pronoun data! Organizations will be able to collect, manage, and utilize data in a more inclusive manner, allowing them to build trust and form deeper connections with their customers. A fantastic move for the platform!
Pronouns convey a person's gender identity, whether that be Transgender, gender nonconforming, gender-fluid, non-binary, people use a wide variety of pronouns that affirm who they are. Respecting this is key – obviously. The use of a person's self-defined pronouns respects all identities and quite honestly as a business, if you are not taking the time to address your customers in an appropriate manner, you are not doing it properly.
With that being said, In order to build trust with users, it is essential to use the right identifiers. This is why Salesforce has enhanced its Lead, Contact, and Person Account objects to include two new fields for selecting, identifying, and capturing pronouns and gender identification. This will enable administrators to capture more accurate customer data and deliver quicker time-to-value.
Using gender identity terms appropriately, including pronouns, is an important indicator of respect and acceptance. Those who have worked with Steadman Brown know we strive to promote inclusion, diversity, and equality.
Salesforce confirmed that the gender-inclusive features were designed in close collaboration with Salesforce’s Inclusive Language Steering Committee – which includes members of Outforce, the organization’s LGBTQ+ employee resource group, and Out and Equal, a nonprofit devoted to ensuring LGBTQ+ workplace equality.
Paula Goldman, Salesforce’s chief ethical and humane use officer said “Today’s gender-inclusive features will help customers better understand and connect with a growing consumer base. In today’s digital economy, it’s critical that businesses have the accurate, authentic customer data they need to deliver the exceptional experiences people expect.”
Key takeaways
By adding these fields, businesses will be able to specify pronouns and gender identities, as well as customize fields based on their needs.
Salesforce's gender-inclusive features will also give organizations more control over how, when, and whether they use this data.
There are a lot of data systems and customer relationship management tools that don't capture everyone's full identity.
The collection of broad gender-related information will not be necessary or desirable for all businesses.
Did you know.. Gender data can be some of the most sensitive data companies collect. Unintentional disclosures of LGBTQ+ and nonbinary identities can lead to discrimination or harassment. Gender data is sensitive and should be treated accordingly. The most important thing to remember is that utilizing language and terminology that is affirming, people-centered, and inclusive is critical to obtaining accurate and reliable data and creating a better customer experience.
How was this met by the Salesforce community? The majority of the eco-system are not only happy but proud of the changes!
After all, the world is constantly changing, and if you want to interact with your customers at the same level, understanding, acceptance, diversity, and inclusion are imperative!
This is not a black-and-white world, so why use black and white solutions?
We at Steadman Brown believe that this is an excellent update, anyway that you can enable clients to feel seen and accepted, such as acknowledging and using their preferred pronouns, is very significant.
A simple change, makes a significant difference. Well done Salesforce!
There's no doubt you already know that at Steadman Brown, as top Salesforce Recruiters, we specialize exclusively in recruiting Salesforce professionals, representing some of the most prominent names in modern-day business and consulting throughout the UK and Europe. However, do you know WHY we stand out, WHY we are so successful in the placements we make, and HOW our teams are systematically designed to provide you with the best possible experience as a Salesforce Candidate?
As Salesforce Head-hunters with over 20 years of experience, we have established ourselves as exclusive recruitment partners to many #Salesforce customers and implementation partners.
This series is designed to showcase how YOU can join forces with our teams to help you find your next job, your dream job, career advice, and anything in between!
So what makes us stand out from your traditional Salesforce recruitment partner...
In the UK and Europe, we are the only Salesforce recruitment agency with recruitment teams dedicated to specific areas of Salesforce.
As Salesforce Associate certified recruiters, you are assured that we are not just ordinary recruiters. We know you, we know your role, we know the Salesforce ecosystem, and we can genuinely assist you.
We have 3 core teams, focused on Salesforce Developers and Architects, Salesforce Consultants and Project Managers, and Salesforce Administrators and Managers.
Unlike traditional recruitment methods, we screen candidates effectively for Salesforce Careers rather than simply matching CVs with job descriptions.
Let’s get to know the team..
Salesforce Administrators or Salesforce Managers can expect to speak with Connor Howe, Tayler Watson, or Gavin Winchester, 3 of our seasoned Salesforce head hunters who specialize in the field.
Connor Howe - Team Lead of Salesforce Administrators and Managers
In addition to recruiting Salesforce Administrators and Salesforce Managers, Connor also recruits Sales and Revenue Operations roles within the Sesforce ecosystem. His role includes three components: people management, Salesforce headhunting, and business development. His team consists of Taylor and Gavin, who strive to improve recruiting processes every day, assisting candidates like you in reaching their goals.
Gavin, one of our Salesforce recruitment consultants, has settled in comfortably along with Connor Howe and Tayler Watson. In addition to recruiting the best Salesforce Administrators and Salesforce Managers in the eco-system, he ensures that both candidates and clients receive an exceptional recruiting experience throughout the whole process.
Taylor's passion lies in building relationships with Salesforce Administrators and Managers, guiding them to the right opportunities, and assisting them in advancing their careers while advancing her own career in recruitment. In addition to delivering outstanding service in the salesforce job search, Taylor strives to provide candidates with the best advice, support, and reassurance. Making the process seamless!
How does our team deal with diversity and inclusion within the Salesforce recruitment industry?
Steadman Brown supports and promotes diversity in our Salesforce recruitment efforts, consistently meeting high standards. In Salesforce staffing, as well as across the board, a diverse workplace contributes to better decision-making, increased productivity, and better hiring.
Not sure whata Diversity in the Salesforce workplace means?
In a Salesforce workplace, diversity refers to the presence of individuals of different ethnicities, races, genders, ages, sexual orientations, and religions. In this way, all employees within an organization have equal opportunities, regardless of their race, gender, religion, or political affiliation. A key aspect of workplace diversity is to ensure that people of all educational levels, abilities, socioeconomic statuses, etc., are included.
Recruiting diverse Salesforce candidates and internal staff ensures we have a diverse talent pool. Making sure candidates are judged solely on their experience, skills, and qualifications ensures everyone has an equal chance of getting their ideal career opportunity.
You're not looking for a job right now, but want to keep in touch?
Our team lead, Connor Howe, has a NEW BLOG column - The Salesforce Candidates 'HOW-TO' guide. Keep an eye on his LinkedIn page and our website for updates, stay connected and stay up to date on the latest developments with his team and Salesforce job opening opportunities.
Want to get in touch with our team.. Thinking about looking for a new job in the Salesforce world?
Have a question about the Salesforce market?
Wondering if your Salesforce career is heading in the right direction?
Not ready to look for a new Salesforce job yet, but curious to know more about something we've said or posted.
In a shock statement released yesterday, Salesforce said Bret Taylor will resign as co-CEO on Jan. 31, leaving his long-term colleague Marc Benioff.
This comes as it has been exactly one year since Salesforce promoted Taylor, 42, from the position of president and chief operating officer.
Benioff described Taylor as “a phenomenal industry leader who has been instrumental in creating incredible success for our customers and driving innovation throughout our company.”
Encase you have been living under a rock, who is Brett Taylor?
Bret Taylor was born on July 10, 1980, and is an American computer programmer and entrepreneur. It is particularly noteworthy that he co-created Google Maps and served as a CTO at Meta, as chairman of Twitter Inc.'s board, and as co-CEO at Salesforce (with Marc Benioff).
As a founder of FriendFeed and the creator of #Quip, Taylor sold his start-up Quip to #Benioff in 2016. As well as this, Taylor played a key role in Salesforce's acquisition of #Slack for $27.1 billion, the largest deal in Salesforce's history.
An overview of Brett Taylor's education and professional background In 2002 and 2003, Taylor earned his bachelor's and master's degrees in computer science from Stanford University.
In 2017, Taylor was appointed to the position of chief product officer at Salesforce, and then in 2019, he was appointed to the position of president and chief operating officer. During his tenure as COO, Taylor contributed to Salesforce's acquisition of Slack, which closed in 2021.
Taylor also led the development of a system known as #Customer360 for Salesforce and introduced a program for associate product managers. As of November 2021, Taylor had been named co-CEO of Salesforce as well as vice chair.
The present-day is marked by the announcement yesterday, November 30, 2022, that Taylor will be stepping down as co-CEO and vice chair at Salesforce at the end of January 2023.
Why is he stepping down??
In a statement on Wednesday, Salesforce announced that Bret Taylor will leave his role as co-CEO on Jan. 31, leaving Marc Benioff to fulfill the role as sole CEO. Having served as co-CEO for about a year, and having been promoted from president and chief operating officer the statement has come as somewhat of a shock.
So here's the scoop on why he's stepping down.
Brett Taylor stated the following in a statement:
“I am grateful for six fantastic years at Salesforce,” “Marc was my mentor well before I joined Salesforce and the opportunity to partner with him to lead the most important software company in the world is career-defining.”
“After a lot of reflection, I‘ve decided to return to my entrepreneurial roots. Salesforce has never been more relevant to customers, and with its best-in-class management team and the company executing on all cylinders, now is the right time for me to step away.”
Benioff also commented on the news stating Taylor’s departure was “bittersweet.” “It’s bittersweet that Bret has decided to step down as my co-CEO,”
“He made his mark on Salesforce as an incredible technologist, leader, and friend to us all. Bret founded two incredible companies so it’s understandable why he wants to return to his entrepreneurial roots. I’m excited to see his next chapter unfold, as I’ll always be his biggest champion and he’ll always be part of the Salesforce ‘Ohana.’”
You do not have to be an expert in marketing to recognize that social media is the key to successful Digital marketing. Through social networks like Facebook, Twitter, LinkedIn, and Instagram, companies can reach billions of consumers with the tap of a button. From viral growth of your brand to image-damaging scandals, the results can differ dramatically.
We know that Social media is more important than ever for businesses in every industry. Through #SalesforceMarketingCloud integration, social media management improves customer relationships with the tools and capabilities offered. By combining social media management and Salesforce, businesses can dramatically improve customer experience and public perception. It’s a win-win.
For most of us, it's impossible to imagine life without #socialmedia - especially for those of us in marketing. It is astounding to believe that just 18 years ago, microblogging services and social networking platforms such as Facebook, Twitter, and LinkedIn were simply ideas in the minds of techies. Today, there are 3.96 billion social media users worldwide, up 4.8 percent from a year ago and increasing every single day!
Many people are surprised to learn that social media accounts for a third of their online time, with social media being accessed seven times more frequently than email. Such a level of customer reachability is well worth the investment – if you ask me.
Maintaining your social media presence isn't enough: You have to engage consumers on multiple social platforms and build brand identity and stand out! By leveraging Salesforce #MarketingCloud, profitability goes through the roof. Based on Salesforce's "State of Marketing" report, 75% of marketing leaders see a direct return on investment for using social media, from creating content to interacting with an ever-present audience.
Salesforce Marketing Cloud Among the capabilities of Marketing Cloud are email marketing, social media marketing, mobile marketing, online advertising, and marketing automation. Using Marketing Cloud, businesses can create personalised, omni-channel customer journeys. The Salesforce product offers SaaS (Software as a service), PaaS (Platform as a service), and IaaS (Infrastucture as a service) tools. Further, it provides cloud services for the running of applications with secure, upgradable, and scalable data.
This Salesforce product (formerly ExactTarget) isn't built on the core Salesforce platform, instead it uses connectors to sync data from your core Salesforce org to #SFMC.
Among its other attributes, #SalesforceCloud offers benefits such as adaptability and multitenancy to manage external and internal relationships. Additionally, it allows for the planning and monitoring of Sales and Marketing #Campaigns as well as the management of services based on insight and valuable data.
4 Benefits 1. By aggregating information from all your social networks, you can stay on top of everything. With the social cloud, the social media team can respond directly to customers on different networks, update their profiles and pages, all from one place. It's easy to integrate - Salesforce Marketing Cloud has many collaboration features and pulls data from a bunch of different places. 2. With Data Enhancements, Marketing Cloud puts all your company's information at your fingertips and uses it to jumpstart your consumer journeys. Understanding consumer psychology is one of the biggest benefits of Salesforce marketing cloud. 3. From psychology to Easy prediction with Einstein Interaction Frequency and Einstein Interaction Scoring, Salesforce Marketing Cloud now has Einstein Artificial Intelligence. By using AI to predict your client's actions, you can decide when to send your direct mail so you can maximize the likelihood they'll be opened and generate interaction. 4. Increases engagement - Successful marketing promotes sales and keeps you competitive. Profitable businesses must build long-term relationships with their customers. Building long-term relationships with customers is easy with Salesforce Marketing Cloud. When it comes to delivering content, companies have to keep consumers in mind. Therefore, Salesforce Marketing Cloud builds critical messages based on customer satisfaction.
So… How can companies utilise Salesforce Marketing Cloud for digital marketing?
· Email marketing. · Mobile push notifications, including in-app notifications. · Content creation · Real-time engagement & analytics. · Campaign automation · Audience segmentation · Data management
Salesforce Marketing Cloud consists of two types of modules: Studios to manage content and specific marketing channels, and Builders to manage data and campaign automation.
The difference between Salesforce #SalesCloud and Marketing Cloud?
The obvious difference... Sales Cloud is for sales teams, whereas Marketing Cloud is for marketers.
Leads, opportunities, orders and more are all managed by Sales Cloud. Because Marketing Cloud manages customer touchpoints across the whole customer lifecycle, it taps into other datasets more so than Sales Cloud.
What about #Pardot…
When there are long sales cycles and multiple decision-makers, Pardot is generally used. You should use Marketing Cloud in the event of a transactional purchase across multiple marketing channels.
Choosing to become a Salesforce Professional can be a rewarding experience, but when you are just getting started, you may feel as if there is an overwhelming amount of information that you need to learn. Starting a new career, especially in an environment as large as the Salesforce eco-system can be daunting.
As a beginner, you are always learning something new. Be it the first certification in Salesforce or moving up the career ladder to a new position in the eco-system, applying yourself is the key. It is important not to compare yourself to others. We all learn at our own pace.
Earlier this month, I set the goal of obtaining my Salesforce Associate certification. Just a year ago, I knew nothing about Salesforce, but now I am diving headfirst into this certification, learning just how vast this platform really is. Although I am not pursuing a career in the Salesforce ecosystem, I have become more aware of the dedication all candidates demonstrate to achieve these amazing milestones and appreciate their ability to apply themselves for personal growth.
As a member of the Steadman Brown team, we often emphasize the need for Salesforce certifications for selective positions. However, this may leave you believing that specific certifications are a must-have.
Tips from me to you!
1. Get that first certification and keep pushing. A Salesforce Certification is one of the easiest ways to become familiar with Salesforce. Salesforce professionals should strive to gain more knowledge to improve their career prospects. As you know, certifications are a fantastic way to enhance your skill set. But how many do you need to achieve before you can get your foot through the door? That’s the key question. Good news! A single certification is sufficient to get you started.
2. Experience. I know what you are thinking... "No experience = No job" but "No job = No experience". Unfortunately, sometimes those certifications we mentioned previously are not enough. There is a need for real-world experience among all employers, but if you are unable to obtain employment, how will you gain experience?
Long before Steadman Brown, aged 16, I was looking for my first job as a waitress to in a bar make some extra money after college to pay for my driving lessons. It was frustrating that every employer I approached requested that I have previous experience, but with no company offering me a position to gain experience, I felt like I was running in a never-ending circle.
How did I overcome this challenge? Through voluntary work at a local farm shop. I gained the necessary experience to introduce myself to my next employer and say, "Yes, I have work experience in similar environments, and here is what I have learned.". Additionally, as it was voluntary it demonstrated my commitment to self-improvement as well as my willingness to work hard to achieve my goals. By providing me with examples of how I have applied my skills and what value I can add to their organization, I was able to walk into a potential new position with confidence. While a small bar role compared to a Salesforce administrator position may seem far fetched, the logic remains the same.
If you demonstrate a desire to learn, show a willingness to apply yourself to the best of your abilities, you are sure to stand out. Did I get that job? Yes, I did.
Look for volunteer opportunities, do some freelancing, believe in yourself, and do everything you can to stand out from the crowd. All of us must start somewhere, right?
3. LinkedIn! It is this place that provides you with the most effective opportunity to showcase who you are and why you are the most suitable candidate for the job. The purpose of LinkedIn goes far beyond simply listing your skills and experience. It is a dynamic, living profile. The website is a resource for Salesforce recruiters, like us at Steadman Brown, to locate top-notch Salesforce talent for our clients. You can find people with the same goals as you, who will help to encourage you and guide you on your journey. Members of the ecosystem can also view what you post about, what you comment on, and what articles you write. This will all show employers how immersed you are in the Salesforce environment. Get connected!
We know that landing an entry level Salesforce job can be difficult. Looking for countless jobs and studying for certifications, but feeling as if you are not progressing? Maybe its time to speak to a specialist Salesforce recruiter or take up some of these tips to achieve your goals.
We would like to discuss how we can help you land your first job. Don't hesitate to contact us.
Employers, do your employees ask for the possibility of working regularly from home? What happens if home is abroad?
Or you’re a #SalesforceCandidate looking for a remote Salesforce position, but want to push the boat out and work overseas?
More people are saying 'If Home Is Where the Heart Is, Work Is Where the Wi-Fi Is' What if the Wi-Fi is aboard? How does that relate to #RemoteWorking? Is this allowed in companies' remote work policies and What are the risks?
In response to #COVID-19, many #Salesforce employees worked from home, with employers adopting #WFH policies to manage effectively. We live in a globalized world where many professionals have second homes, i.e., in a different county or even the country from where they originally worked. For example, during the pandemic high-profile professionals who owned second homes in the countryside such as Cornwall moved away from the city for better work/life balance since commuting into the city was no longer necessary.
Clearly, remote work, including remote work from abroad, is in demand from many employees, but do you know the extent of remote work and what the options are?
Typical examples of remote work are:
There's the norm: You made a cute little office in your home using your office desktop set up from your residence. You may even have some #hybrid potential going into the office occasionally.
Work from home, locally or abroad: Pretty much the above but in a second home either locally in the same country like our city boys down in Cornwall or abroad.
Workcation – Work from a holiday destination. A workcation is an out of office experience that encompasses both work time and leisure time. To put it simply, a workcation is a combination of work and vacation. The idea is that you can take a break somewhere but continue to work as you do so. Picture the beach, a mocktail and your laptop. Bliss.
The benefits of remote working are well known to both employers and employees. These include retention of motivated staff, increased flexibility and autonomy, and reduced costs for the organisation through consolidating and reducing office space.
To allow remote work, employers should consider whether they have a suitable system in place for managing remote work, and whether it covers the following factors.
Increased security risks resulting from the loss of IT equipment or sensitive company data.
Direct supervision of employees is not possible, with potential security or welfare concerns going unchecked.
Perception by the remote worker of loneliness and isolation and being left ‘out of the loop.’ How can employers monitor mental health?
Performance issues including the possibility of both too much and too little work and resulting management issues. Productivity is key after all.
Taxes! If employees are paid by a UK company but working and earning income in another country, where do they stand??
Technology has made it possible for #SalesforceCandidates all around the world—to work from home, park benches, coffee shops and, for those of us fortunate enough the beach.
If home is where the heart is, work today is where the Wi-Fi is. Given the intense competition for #SalesforceTalent and the extraordinary appeal of “flex-work” arrangements, are many employers offering these type of work arrangements?
When it comes down to it, it is about the candidates: If companies want to attract top tier Salesforce candidates and keep them, a competitive salary and benefits package may not be enough in today's age. It all looks good on paper, but flex-work programs need to be structured right or they will fail.
Would you be allowed to pack up your home office and work remotely from another country if you are a Salesforce candidate getting bored staring at the same four walls?
When you are working overseas, all sorts of tax, immigration, and employment problems can pop up, and if you're being sneaky, you may be in breach of your contract if you don't tell your employer what you're doing.
What do you think?
At #SteadmanBrown we've found it's challenging to find a company that allows remote work offshore post #Brexit, but a few clients have been happy to accommodate #flexibility. Some companies impose a clause in their contracts that says you can only take advantage of this opportunity for a certain number of days a year and other allow remote working providing you are located inside the EU. Candidates... Let's say you found a company that offers everything above, has procedures and systems in place to make sure everything goes smoothly... Would you jump or fly at the opportunity?
5 Traits/Skills That Every Salesforce Recruiter Is Looking For When speaking to an abundance of Salesforce candidates on a daily basis, you often find candidates asking you the same question on a regular basis:
How is the market at the moment?
What products would you say are most in demand?
How did you get my number?
But one of the most important questions that I rarely hear candidates ask is: what are the company are looking for? Not in terms of experience, or technical skills, but in terms of personal attributes. Whilst a technical skillset and experience can establish a candidate as a good fit for a role on surface level, every company has a different culture internally and certain attributes are favoured consistently throughout the Salesforce ecosystem, and so I thought it would be a good idea to run over 9 different traits that you will find (almost) every Salesforce practice want:
Personable Whether you are working for a consultancy, an end-user, or an innovative ISV, every single company is going to be looking for a candidate that is friendly, personable and easy to get along with. With culture (in my opinion) being the most important factor in employee satisfaction and retention, the last thing any practice is going to want to do is bring in a new starter that could negatively impact the team dynamic. So, being a friendly, approachable and personable individual is going to be the foundations upon which you will build your personal profile.
Ambitious As you can imagine, every company when bringing on a new hire is going to want someone that wants to go far and really succeed in their career. Ambition doesn’t just mean an administrator wanting to go down the architect route in the long term – if you’re a consultant, do you want to become the go-to for a specific product like CPQ or Marketing Cloud? Do you want to become the go-to administrator within your organisation for any technical issues? Clients love to hear about any short-term ambitions that you might have, as they’re a good indicator not only about your career plans, but your mindset around the role as a whole.
Passion Salesforce is one of the fastest changing technologies in the world, with constant innovations being introduced to the ecosystem. That might be a new product entirely, or simply a new feature within a certain product. Regardless, if a candidate is passionate about the technology, you are much more likely to immerse yourself fully in the ecosystem and keep up to date with new developments, in turn making you a much more impactful employee.
Consultative Regardless of what your role is in the Salesforce ecosystem, the number one role of any Salesforce employee is to solve an issue. Whether that be implementing a simple FLOW as an administrator or developing pages upon pages of code as a developer, your primary role is to solve a problem that an organisation is facing. A naturally consultative person will make identifying any outlying issues much easier, and will often dig deeper into these problems, which makes identifying the best solution straightforward for them.
Adaptable With the ever-changing landscape in Salesforce, that brings about new challenges for candidates of all levels. Being able to adapt to situations as they arise makes problem-solving a much less stressful process and helps put the wider team at ease. Furthermore, having a wider team affords you the opportunity to learn and develop, whether that be from a technical perspective or in terms of the processes you follow.
Hey, I am Ewa from Steadman Brown, I have been working here for just over a month, specializing in Salesforce Administrators and Managers. It is my job as a recruiter to find candidates their perfect role. I effectively hold their hands through the recruitment process to make sure they feel comfortable in their upcoming role. By chance, I became a recruiter during COVID times. After one month working in the healthcare industry helping health care assistants and nurses find new positions, I realized that my work was much more than just a job. My role consisted of building relationships with people, gaining an understanding of their situation, and aiding people in finding their ideal position.
Thats when Connor slipped into my DMs...
As a result of Conner's (my now manager's) LinkedIn connection, Lewis contacted me on LinkedIn with a general message about an employment opportunity with them. Initially, I did not reply to messages, but I was very intrigued by their "no bullshit" policy and the way they support their employees. Even though I have only been here a month, I can tell anyone that this is the most understanding and supportive company. It has a very friendly team that is always there to assist you no matter what you need.
Although we are all remarkably busy working hard from Monday to Friday, company culture is crucial for anyone who spends time in the office. There is nothing better than getting together on a weekday morning to do trivia or exercises, or on a Friday afternoon when everyone takes turns entertaining. Our weekly tradition of winding down, drinking a beer, and celebrating together is one of my favourites.
As of right now, I do not have any specific career goals other than managing my own team, although I would say that I have more personal goals that involve achieving my savings goals and moving out in the future. ---- SteadmanBrown focus solely on recruiting Salesforce professionals for our clients globally. With 20+ years combined experience of head-hunting SalesforceTalent, we work with some of the finest names in modern-day business to attract, secure and retain the best Salesforce talent internationally.
When hiring new Salesforce recruiters our standards are simple. Take accountability, continue learning and work hard, smartly. These key principals will aid our team in their journey of becoming a great recruiter and will certainly help them win and make money!
Buying and selling processes are being simplified. With flexible offerings and seamless online experiences, B2B customers expect transactions to be as easy as B2C. A solution is also required to accommodate flexible payment terms.
Here we share our knowledge and interpretation of everything Salesforce CPQ and how you might benefit from becoming a CPQ Specialist.
Before we start... What is Salesforce CPQ?
Salesforce CPQ software has been around for decades, but innovation in SF CPQ software is seen as the next big thing in sales optimization. Companies can use Salesforce's Configure, Price, Quote (CPQ) tool to provide accurate pricing for various scenarios. By covering the end-to-end functions of an organization's sales activity, this unified quote-to-cash process enables reps to quote efficiently and accurately.
Salesforce CPQ creates a seamless experience for both sales representatives and customers, Salesforce. RevenueCloud and CPQ combine product/service configuration, pricing, quote creation, billing and ordering processes.
Facts
Companies use Salesforce CPQ to generate #quotes quickly and accurately for orders.
In Salesforce CPQ software, quotes are automatically generated based on a pre-programmed set of rules, considering quantities, discounts, customizations, optional features, multiple revenue types, and incompatibilities.
Most companies that don’t use Salesforce CPQ software have a sales process that’s slowed by the time it takes sales to deliver accurate quotes.
Many companies are considering Salesforce CPQ Software because of its functionality and potential return on investment (ROI).
In conjunction with CRMs and ERPs, CPQ adoption will grow as companies see the benefits.
What is CPQ’s main advantage? To deliver timely quotes, #salesreps need to find the right pricing rules in spreadsheets when offering options, configurations, or prices to customers. By clearly defining pre-programmed rules, Salesforce CPQ avoids this conflict - with the customer and within the company. You can specify every possible configuration, price, discount, and scenario in a CPQ application, making customizing products easy.
Why it’s important:
Increases Sales with Quote Accuracy
Identifies specialisations, add-ons, and upsells.
Saves time and speeds up processes.
Within an organization, different departments have different processes, such as manufacturing, legal, sales, and finance. Through CPQ, these departments can communicate seamlessly.
Enterprise Resource Planning (ERP) CPQ can be integrated with enterprise resource planning (ERP)systems, for example. Sales can check out delivery statuses, executives can look at sales processes, and operations can look at trends.
Want to get Salesforce CPQ specialist Certified?! Someone with hands-on experience with the CPQ package is the ideal candidate for taking the CPQ Specialist exam. By taking this Salesforce Certification, you will demonstrate to others that you have the knowledge and skills needed to implement and roll out the CPQ package effectively. To pursue additional Salesforce CPQ projects, this certification is essential for customers and partners who want or have already implemented CPQ.
The SalesforceAdministrator Certification or equivalent experience is recommended, even though the CertifiedCPQ Specialist Certification has no prerequisites at this time.
