Displaying items by tag: Salesforce partner

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? 

Are you a Charity that uses Salesforce, that could do with some extra Salesforce support, for FREE?

Salesforce is used by so many charities, and helps many amazing organisations help so many people.  

However we know that hiring Salesforce support services can be expensive. At Steadman Brown we’re on a drive to change that!

We want to give back! 

We are offering 30 hours of FREE Salesforce support, fully paid for by Steadman Brown. The chosen charity will be provided with a highly experienced Salesforce consultant with 10+ years of experience based in the UK who holds multiple Salesforce certifications. 

This Salesforce consultant has worked with Steadman Brown for many years, and delivered multiple Salesforce projects for us, so you’re in very safe hands!

There are a few terms and conditions, including the charity must be in the United Kingdom, Salesforce services are to be used within three months of winner confirmation. In addition, the 30 hours of work are spread over a period of time, on an ad hoc basis. 

Apply for a chance to win!

If you wish to receive 30 hours of free Salesforce support, please click the link below, and complete a short survey. How would you use Steadman Brown's Salesforce support? 

CLICK HERE

We will be announcing the winner Monday 7th November

Salesforce plays a crucial role in the success of your organisation. The Salesforce for Non-profits platform continues to help non-profit organisations grow donor relationships - quickly becoming a leading platform for managing the donor lifecycle - from the initial pledge to the payment phase.

The statistics speak for themselves
A survey conducted by Salesforce revealed that thousands of non-profit organisations are already using Salesforce as their CRM, achieving positive results:

• 22% increase in funds raised.

• 17% increase in retention of donors.

• 23% increase in engagement.

• 52% improvement in operational effectiveness.

• 70% improvement in data quality.

•  

Here are some ways you can utilise Salesforce within your organisation!

1. Fundraising. Your donation cycle can be easily managed. As each non-profit is unique, the donor cycle may vary based on the type of donation. Integrate donation forms on your website directly into Salesforce, customise your processes, utilise workflows to automate email alerts, and monitor your fundraising efforts using reports and dashboards.

1. Donor Management.As you already know if you are applying, donor management allows you to keep track of all interactions you have had with donors. Salesforce allows you to record calls, emails, social media interactions, and any other custom information that may assist you in nurturing donor relationships.

1. Volunteer Management.You can schedule volunteer-led events and shifts. Get detailed insights into your most loyal volunteers with powerful reports.

1. Grants Management. Track grant release dates, incorporate grant budgets into grant reports, and demonstrate greater accountability and stewardship.

1. Campaigns & Event Management. Organising events for the purpose of raising awareness and funds is an integral part of the campaigning process. With Salesforce, you can monitor the success of your efforts. RSVPs can be tracked; donations can be linked to specific events for easy reporting of ROI for each and every event.

Why not put our fully paid for Salesforce professional to work, utilising one of the above solutions!

Why we do this!

At Steadman Brown, we place a great deal of emphasis on corporate responsibility, and giving back where possible. 

We’re a pledge 1% member, pledging 1% of our profits, time and resources to charity every year. 
We have also planted 50+ trees in the UK, helping to fight climate change.

As Salesforce recruitment experts, we are working with some of the best Salesforce talent in the UK, and we want to offer charities the opportunity to benefit from this, for free!

At Steadman Brown, we do things very different.

We are the only Salesforce agency in Europe, to have recruitment teams dedicated in to recruiting specific areas of Salesforce professionals. We have 3 core teams, focused on Salesforce Developers and Architects , Salesforce Consultants and Project Managers, and Salesforce Administrators and Managers.

Our team are the only team in Europe who focus 100% of our time recruiting Salesforce talent like YOU!

Our team understand Salesforce technically. We work with the finest SF businesses, to help them build and scale their teams, and in-doing so have a client portfolio that works exclusively with Steadman Brown. - WE GET YOU!

We understand your role deeply, and this allows us to really challenge our clients on their needs and wants, ensuring you don't have your time wasted, interviewing at irrelevant Salesforce positions, because the recruiter didn't ask the right technical questions.

How it works…
1.     We will have an open, exploratory conversation with you regarding your skills, experience, future plans etc, and really get to know you, not the CV!
2.     We will provide feedback on your CV, and present you with opportunities that match your experience, skills, values and future plans. We don't work on a number basis but favour a suitability basis instead.
3.     We will share your CV with our client, and endeavour to provide feedback on your CV in less than 72 hours.
4.     We will prepare and coach you through the interview process. This is where jobs are won and lost, so we take a lot of pride in our ability to coach and prepare you for interview.
5.     We will represent you throughout the negotiation stages. By being honest with each other throughout the process, makes this bit simple, and stress free. We've done this bit hundreds of times, you're in safe, experienced and honest hands.

What you can expect from us:

Our motto at Steadman Brown is "Salesforce recruitment experts, driven by service".

We work to this motto, everyday, priding ourselves on knowing the ins and outs of our clients, their business, their hiring plans, and of course you! We will want to know everything about you. Not to be nosey, but to make sure we represent you to the best of our ability, and ensure an successful process for you.

·       We're honest - we wont pull any punches with feedback, good or bad. Our job is to relay that message, and then work with you to improve where needed.
·       We will keep you updated - Even if we don't have the answer you need yet, we will notify you of that, rather than keep you guessing.
·       We value relationships, not quick deals!
This is why over 80% of clients only use SB, and the vast majority of our hiring managers, were once you, our candidates!

What we expect from you:

We know you are busy, but please make yourself available for us to contact you, or let us know the best times to reach you.

·       Be honest with us about your interest and expectations of the roles we discuss. We know that not every role may interest you for a variety of reasons. Don't feel like you can't say no. We'd rather an honest no.
·       No surprises. Please keep us updated with any other applications you have ongoing, and the progression of these. We don't want to be arranging 1st stage interviews for you, if you're already waiting for an offer for example. Equally, by knowing this info, we can notify our clients for you, and attempt to speed up the process

Do your research - We ask all our candidates to thoroughly research the company and role, we are putting you forward for. This shows both us and the client your commitment to the process and your career.

Financial Expectations
Remember we're here to get you the BEST SALARY possible, our fee is directly related to this, so we're all working together. However, this is only possible, when both parties are transparent about the salary/benefits available, and your current salary and package breakdown, so we can represent you in the best way.

WE TOGETHER, LAND YOU YOUR NEXT SALESFORCE POSITION!
Get in touch today!

Salesforce has been named one of the Best Workplaces in Technology for the 6th consecutive year!

So what can your organization do to truly improve the employee experience and retain top Salesforce talent? Learn how to plan for the future and encourage employee well-being with insights on topics including:

• Leading with empathy
• Adapting approaches based on individual employee needs and experiences
• Empowering staff to set their own unique goals and supplying the tools to attain them
• Embracing bottom-up ideas

The Fortune Best Workplaces in Technology survey surveyed almost 300,000 tech employees anonymously. The employees answered over 60 questions about how they feel about working for their organisation. 

85% of the evaluation depends on what Salesforce employees say about their experiences of trust and reaching their full human potential at work, no matter who they are.

For the remaining 15%, all employees are evaluated on their daily experiences of innovation, the company's values, and their leaders' effectiveness, so it's consistent.

'Employee experience' is Salesforce's number one priority.  




Why is employee experience so critical? 

A positive employee experience leads to higher employee engagement and employee productivity. Employees are more devoted to work and the company. It results in better business outcomes and an improved sense of individual well-being.

Creating a healthy work environment and helping people be their best is what employee experience is all about. This is about understanding the role that line management and trust play in the employment relationship, and designing employee engagement approaches that allow people to speak up. As well as wellbeing, employer brand, and communication channels, other factors can impact the worker experience.  

By focusing on employee experience properly - recruiting the right team, acquiring the right resources, developing the right capabilities, investing the right funds and resources - organizations can achieve 50% more revenue growth. 

What's different about Salesforce's approach to employee experience?
What has got organizations here today is not going to be what gets them where they want to go in the future. And so, employee experience requires an entirely new mindset — a new, innovative way of thinking.

An Employee Experience (EX)  team was created by Salesforce when it realized it had to evolve and find a new, innovative way of thinking.  The team uses quantitative data, like retention and attrition trends and employee surveys, to understand what's happening within the company. Once they understand the "why," they drill down into qualitative data like interviews, ethnographies, diary studies, etc. By getting those insights, Salesforce can clarify exactly what they need to change tomake a significant difference to their employees.



Using Salesforce as an example, is there anything organizations can do now to improve employee experience?

You need to treat your employees well to get good results. Increasing employee engagement means improving employee experience. Employee experience is bottom-up, whereas employee engagement is top-down.

Just giving employees regular one-on-one time to ask questions, discuss their development, and gauge their progress can go a long way.

It's important for companies to design solutions that are efficient, effective, and usable for staff by shifting to a human-centred approach.  

Last but not least, you've got to make sure the right listening mechanisms are in place. Slack channels, surveys, interviews, and focus groups are some of the ways that Salesforce listen to their employees. 

Looking to hire prime Salesforce Talent? Steadman Brown can bridge the gap and find you top talent. Get in touch with us today! 
 

Salesforce has been named one of the Best Workplaces in Technology for the 6th consecutive year!

So what can your organization do to truly improve the employee experience and retain top Salesforce talent? Learn how to plan for the future and encourage employee well-being with insights on topics including:

• Leading with empathy
• Adapting approaches based on individual employee needs and experiences
• Empowering staff to set their own unique goals and supplying the tools to attain them
• Embracing bottom-up ideas

The Fortune Best Workplaces in Technology survey surveyed almost 300,000 tech employees anonymously. The employees answered over 60 questions about how they feel about working for their organisation. 

85% of the evaluation depends on what Salesforce employees say about their experiences of trust and reaching their full human potential at work, no matter who they are.

For the remaining 15%, all employees are evaluated on their daily experiences of innovation, the company's values, and their leaders' effectiveness, so it's consistent.

'Employee experience' is Salesforce's number one priority.  




Why is employee experience so critical? 

A positive employee experience leads to higher employee engagement and employee productivity. Employees are more devoted to work and the company. It results in better business outcomes and an improved sense of individual well-being.

Creating a healthy work environment and helping people be their best is what employee experience is all about. This is about understanding the role that line management and trust play in the employment relationship, and designing employee engagement approaches that allow people to speak up. As well as wellbeing, employer brand, and communication channels, other factors can impact the worker experience.  

By focusing on employee experience properly - recruiting the right team, acquiring the right resources, developing the right capabilities, investing the right funds and resources - organizations can achieve 50% more revenue growth. 

What's different about Salesforce's approach to employee experience?
What has got organizations here today is not going to be what gets them where they want to go in the future. And so, employee experience requires an entirely new mindset — a new, innovative way of thinking.

An Employee Experience (EX)  team was created by Salesforce when it realized it had to evolve and find a new, innovative way of thinking.  The team uses quantitative data, like retention and attrition trends and employee surveys, to understand what's happening within the company. Once they understand the "why," they drill down into qualitative data like interviews, ethnographies, diary studies, etc. By getting those insights, Salesforce can clarify exactly what they need to change tomake a significant difference to their employees.



Using Salesforce as an example, is there anything organizations can do now to improve employee experience?

You need to treat your employees well to get good results. Increasing employee engagement means improving employee experience. Employee experience is bottom-up, whereas employee engagement is top-down.

Just giving employees regular one-on-one time to ask questions, discuss their development, and gauge their progress can go a long way.

It's important for companies to design solutions that are efficient, effective, and usable for staff by shifting to a human-centred approach.  

Last but not least, you've got to make sure the right listening mechanisms are in place. Slack channels, surveys, interviews, and focus groups are some of the ways that Salesforce listen to their employees. 

Looking to hire prime Salesforce Talent? Steadman Brown can bridge the gap and find you top talent. Get in touch with us today! 
 

Salesforce, as an organisation, believes bold climate action is the only way forward... And we stand by this belief. By conserving, restoring, and growing 1 trillion trees, we will sequester 100 gigatons of carbon and protect our oceans. The environment is important to you, and we know that. Therefore, by working with Steadman Brown to secure your next Salesforce role, you will be making a huge difference to the environment! It's a win-win!

Every time we place a candidate, we will plant a tree! In addition, we offer a sustainable placement package to celebrate your dream Salesforce job! The box contains 100% sustainable items! Additionally, you will receive a Tree Certification from Time 4 Trees containing your own GPS coordinates, site location, and tree name that we planted on your behalf.

Together, we are giving back to the environment. Through this partnership, we can contribute to the creation of a greener future by making a tangible and measurable difference in the environment.

We have partnered up with Time4Trees

By using local trees to help solve a global, ongoing problem, Time4Trees aims to give everyone the chance to make a difference, no matter how big or small. As a result of our efforts, we will contribute to the creation of new forests and environmental biodiversity in areas where these would not otherwise be found. Planting UK-grown trees around our Head Office, where carbon emissions are high, will help reduce carbon emissions. 

To transform unused land into beautiful, natural woodland, Time4Trees uses native trees specially selected for the project. To ensure our trees reach their full potential, they also provide a 10-year maintenance program, as well as necessary tree replacement services. Throughout the next 100+ years, the land where trees are planted will be used for forestry. 

Our trees will be planted at the Dartford site! It is an excellent example of a reformed and regenerated piece of land and can be viewed from Dartford's Queen Elizabeth Bridge. In addition to linking some of the country's most significant manufacturing and distribution centres, the Dartford Crossing is one of the busiest roads in the country. Its location on the major transport axes of the M25 London Orbital Motorway and the A2 trunk route to the channel ports, coupled with the Bluewater shopping centre and significant housing development in recent years, are the prime contributors to frequent gridlocks on all four sides of the town. This is an ultra-high pollution zone, so tree planting and green efforts are incredibly important here. 



Guess what?!
Time4Trees' trees are accredited by the Woodland Carbon Code and affiliated with the Groundwork Trust. Compliance with the Woodland Carbon Code means that buyers can be assured that: 

• That the right trees have been planted, in the right place 
• In accordance with the UK Forestry Standard, the woodlands are managed responsibly and sustainably, and they are protected for the future 
• Estimates of carbon capture are project-specific, based on sound science, and risk-adjusted. 
• Independent audits and verifications have been conducted on the woodland. 

Each tree we plant includes a 60-140 cm cell grown tree, stakes, individual tree guards and fencing. After planting, the land will be occupied for forestry purposes and locked for a minimum of 100 years. Our trees are maintained until they become self-sufficient (approximately 5+ years), and any trees that fail will be replaced.

The fact that we are contributing to reducing climate change and CO2 emissions makes me extremely proud. All of us are very excited to be working towards a better future on something that is very close to our hearts.  
 
LETS TAKE CLIMATE ACTION
 

The new age of digital focus has resulted in many companies investing in CRM and implementing Salesforce as their primary system for internal operations. After implementation, consulting will only get you so far in your goal of making it a one-stop shop for all things operations.

I believe that making that dream a reality requires an awesome Salesforce team to work with you, and that means dividing the workstream between specialists.

Here we'll explore why you need a Salesforce Business Analyst as part of your Salesforce Team!

Salesforce SME roles tend to be filled by an administrator. Administrators perform a variety of different roles and tasks and are often the backbone of the organization. This can, however, prevent further development depending on the size and complexity of the environment as well as individual strengths as an administrator.

At Steadman Brown we've noted that the most popular Salesforce hire is an administrator, while the least popular is a Salesforce business analyst. 
Often, a business believes a general system Business Analyst will have the right process knowledge to map and identify the gaps within the system, but the Administrator is capable of hosting a requirement gathering workshop, leading to dismissal of the fact that they have no prior experience with analysis.

In the Salesforce Recruitment space, Steadman Brown brought a new concept that had never been done before, the concept of having specific teams for each specific role. This includes recruiting Business Analysts. Personally, I often speak with companies who have realised that a Salesforce Business Analyst is the missing component in their Salesforce team.
 
Here's a few points to see if you could benefit from hiring a business analyst!
Businesses that have rolled out Salesforce, built the system to house their various departments, but are still struggling to see the ROI from their C-level stakeholders, might want to review their roadmaps and plans. It is a Business Analyst's job to discover what is wrong with the current set-up and remap it in a streamlined way that the technical team can work from.

Hiring a BA is in fact a long-term hire and hiring a BA should not be stigmatized as a project-specific hire that will be redundant after the project is complete. By constantly feeding your technical team with information, a BA ensures that your system can continuously be developed to meet everchanging demands.

Finally, I want to emphasize that this isn't their first rodeo. Having seen a lot of companies in your shoes, they can use this experience to understand the challenge and collaborate with the right team - no system is worth over coding when a simple set of flows would have achieved the same result.

Have we raised some questions?
When you're wondering what's wrong with your current team or why you aren't getting the most from your investment, it might be time to consider external help.

We at Steadman Brown have had the opportunity to get an inside look at Salesforce setups for companies in every industry. Our team has spoken to companies in your situation, and we know there is a gap somewhere in the Salesforce team.

Contact us if you are ready to hire. Who knows, you might end up hiring a Salesforce Business Analyst after all.
 
 
 
 
 
 
 
 
 
                                                                                                                               

The question pops up regularly when chatting with Salesforce candidates and clients at Steadman Brown . This article explores what DevOps are and how they can benefit Salesforce teams. Did you know that the term DevOps has been around since 2009?!

“DevOps is a combination of cultural philosophies, practices, and tools that aims to shorten the development life cycle and provide continuous delivery with high software quality.”

At steadman brown, we have recently been helping two of the largest Salesforce DevOps tools provider, hire and grow their UK team. We have a strong talent pool of Salesforce DevOps candidates, ready and waiting for their next role!

First of all, let us tell you exactly what Salesforce DevOps is...
The ultimate goal of DevOps is to blur the lines between development and operations with shared patterns, practices, and tools. To put it simply, DevOps is bringing together the people responsible for building applications (developers and admins) with the people responsible for releasing, monitoring and maintaining them. 'DevOps' combines software development (Dev) and operations (Ops) so teams can build, test, and release software faster and more reliably. 

Even though DevOps is relatively new to Salesforce, it's been proven to be the best way to create and manage software across other platforms, so it's not some brand-new, unproven idea, but one with well-documented benefits. (We'll list these later)

The tech industry uses DevOps because it makes deployments much more reliable and frequent. DevOps saves companies a lot of time and money by reducing development and release cycles.

Using Salesforce as a cloud-based platform, you can imagine how easy it is to add new features, customizations, and data storage to your organization without worrying about infrastructure, networks, or security. Most of what would traditionally be considered operations are handled. Because of this, Salesforce admins and developers think about their process as release management.
DevOps isn't just about infrastructure and releases. Recently, Salesforce teams have started adopting more and more DevOps best practices, following the lead of development teams on other platforms. 

2 Main Aspects
There are two main aspects to DevOps. 

First of all, it's a philosophy that empowers development teams to be more agile. Rather than handing releases over to operations, it unites development and operations through automation.

The platform's features are fantastically powerful, making it easy to customize and deploy small projects. The thing is, when you're running an organization with 100s of users, a team of developers, and an increasingly complex system, it can get messy. DevOps are here to help.

So.. Why now?
DevOps has been a bit slower to catch on in the Salesforce ecosystem. Salesforce ISVs that focus on this trend were mostly founded between 2014 and 2016.  Remember, salesforce DevOps tools aren't for everyone. Mainly organizations with multiple sandboxes of developers utilise this. 

Your deployment team will benefit from integrating DevOps tools...

• Deployments are faster and more reliable, so you save time

• Monitoring and backup make security better

• A tighter feedback loop thanks to automation (CI/CD)

• Thanks to testing, fewer bugs/errors get shipped to production

• Admins & developers work better together because of the audit trail (version control)

Do you have a DevOps Job opening? Get in touch today! 

 

 

•