It's International Women’s Day, an opportunity for us to encourage conversation around gender equality. In today's article, we highlight gender pay equity and women in the technology industry.
On March 8th, International Women's Day is celebrated worldwide to raise awareness about women's rights, gender equality, reproductive rights, and violence against women. For us, it is a chance to come together and recognise the incredible contributions of women all over the world!
As we embrace equity today, we can both celebrate and leverage our differences to create an inclusive, diverse world. While women make up half of the world's population, systemic barriers continue to exist to this day.
Salesforce and gender equity With its various inclusivity initiatives, events, and user groups, Salesforce is leading the way for women in technology. With this push for inclusivity, salesforce recognizes that positive action needs to be taken throughout the entire tech industry to ensure that more women are pursuing careers in technology.
Did you know ..
A company-wide audit conducted by Salesforce in 2015 revealed a six million dollar pay disparity between men and women. Having pledged to close this pay gap, Salesforce invested $10.3 million in ensuring equal pay for equal work for not only women but also minorities and underrepresented groups.
In the following four years, Salesforce made significant improvements, finding in its 2019 Salesforce Equal Pay Update that 5% of its 35,000 employees required adjustments towards equal pay, primarily men.
As recently as 2022, Salesforce spent approximately $5.6 million to resolve unexplained differences in pay, bringing the total expenditure to more than $22 million.
Salesforce's annual audits ensure that pay disparities are no longer hidden, which is particularly important for a company like Salesforce, which hires approximately 9,000 employees each year. Due to Salesforce's position as an industry leader, there is hope that the model will be replicated by other industry leaders following Salesforce's example.
Going further.. According to Salesforce, addressing pay during the compensation planning process is not sufficient. From recruiting and hiring to promotions and ongoing employee success, Salesforce is working to level the playing field for employees. Salesforce reports its global employee gender representation as 26.9% women, 72.9% men and 0.3% non-binary / other / undisclosed
Salesforce areas of progress:
In 2022 38.1% of Salesforce Global hires identified as Women. Up 1.6% points from 2021.
Salesforces’ Global women representation went from 33.9% in 2021, to 35.7% today. An increase of 1.8% points.
Over the last year, Salesforces’ Global Women attrition has remained lower than total company attrition.
The following are some statistics regarding Steadman Brown's candidate's gender equality
Joshua Printer tells us 42.5% of his placements have been female
Connor Howe tells us 55.55% of his placements since joining SB have been female
And Ronnie Mahoney says that 100% of his placements have been female!
However, great improvements have been made. We do have female astronauts and prime ministers. Albeit a challenge still in some countries, school girls are largely welcomed into university, women can work and have a family, and women can have real choices.
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.
Hey everyone, I’m Tayler from Steadman Brown, I have been working here for less than a month, specializing in the recruitment of Salesforce Administrators & Managers.
I’ve enjoyed my journey so far, building relationships with Salesforce Professionals and understanding exactly what our clients are looking for to fill roles quickly and efficiently, whilst supporting both our candidates & our clients throughout the process.
In the past several years of my career, I have worked as a Manager in Real Estate, specializing in Property Sales. Property sales involve several parties, including the legal owner of the property, the purchaser, both parties' solicitors, mortgage advisors, sales progressors, and other estate agents. I was responsible for not only successfully selling properties and selecting the right purchaser but also adhering to my vendors' timescales. Additionally, I ensured that all interested parties were financially qualified, conducted anti-money laundering checks on the successful purchaser, and relayed updates to all parties throughout the transaction. Building relationships with homeowners in the region and staying in touch with them to ultimately conduct valuations of their homes, gain their trust and receive instructions to sell their most valuable assets. It’s safe to say my role was very involved!
As far as I was concerned, everything was going well, and I had no plans to abandon my career in real estate...
My friend and former colleague, Olley, who was working at Steadman Brown for four months, recommended me for an interview with Lewis, and I decided to take my career in a completely different direction.
After less than a month, not only has Lewis Steadman provided me with Recruitment Consultant Training from one of the best international recruitment trainers RecruiterFit(Mr. Alan Clarke), but he also decided within this time to provide me with additional Business Development training to maximize my potential as a 360 Recruitment Consultant.
In addition to receiving external training, I have also received guidance and support from my team lead, Connor Howe, as well as kindness, encouragement, and support from my colleagues, especially Gavin Winchester, Ewa Bialek, and Olley Thorpe.
As someone who has earned hundreds of thousands of dollars for employers who have not invested in my personal or professional development, I cannot adequately express how it feels to be given this level of extensive training from the onset. Lewis’s early investment in me, as a recruitment consultant, clearly demonstrates that he sees long-term potential in me which feels me with confidence and I’m genuinely excited about my future here.
In my professional career, I have worked in many offices with many teams, and I have never experienced an environment as positive, relaxed, and competitive as Steadman Brown's. Again, the culture here is surreal, not only do you effectively have a license to print money from your desk but, you can also have fun while you’re doing it! I had no idea that existed! Although we are all extremely busy Monday through Friday, we enjoy a weekly drink of our choice on Fridays, allowing us a chance to relax and have a good laugh together.
During the next three months, my professional objective is to master both the candidate and client sides of the recruitment process in my specialization from start to finish. My ultimate goal is to become an integral part of the SB Business Development Team, producing leads to ensure that my colleagues' pipelines and clientele grow consistently.
I intend to purchase my property on my own. My main concern right now is to excel as quickly as possible within the Recruitment Industry, which is why I chose Steadman Brown from day one.
Steadman Brown focuses exclusively on recruiting Salesforce professionals for our valued clients worldwide. We source Salesforce talent through head-hunting and six other methods. To attract, secure, and retain the best Salesforce talent internationally, we work exclusively with renowned, prestige brands.
We have simple standards for working here: take responsibility, continue to learn, work hard, and work smart! For our team to be outstanding recruiters, build our futures, make money, and win business, we adhere to these key principles every day.
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.
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!
Our interest was piqued yesterday when we saw a blog from Ivy Wright on the 360Blog. We've got our take on AI and whether 'A Robot is the Key To Your Next Successful Interview'
Using AI interviews to pre-screen Salesforce candidates is on the rise, according to Ivy, since the technology eliminates bias- but we think if the recruitment process is performed efficiently there may be no need for AI.
Are you unfamiliar with AI interviews? What is an AIInterview? An AI interview provides a clear picture of a candidate's needs, interests, and potential fit with a company. According to Ivy, an interview with a robot might be the key to landing your next dream job.
The importance of a resume is already decreasing according to hiring executives. Apparently Juji CEO Michelle Zhou doesn't look at resumes at all. Each candidate is interviewed by an artificial intelligence assistant (AI). A personality profile and work DNA are then automatically derived from each candidate's AI. On average, it accomplishes all of this in just one hour.
AI interviews can eliminate bias and human error. An AI-based hiring process could make hiring more equitable and take the guesswork out of the process.
Our thoughts ... Steadman Brown thrives when it comes to eliminating #bias and human error. To ensure that your candidates are diverse, unique, adaptable, and on brand with your organization, we have designed a healthy and efficient recruitment process.
While AI certainly has a place in the recruitment process, we believe that human recruitment is much more relevant. We are a good judge of character after all! Every candidate we submit to your company is technically screened by Salesforce recruiters, so we are able to ensure every candidate we submit will not only meet the needs of your company but will also have ALL the technical skills you require to meet your company's goals.
Bias in hiring: how to eliminate it ..
In the past, we posted a blog on diversity in the workplace that discussed bias in hiring.
As Ivy mentioned, bias can have a negative impact on the revenue and talent of your company. The Great Resignation and the quiet quitting have recently caused shock waves in the workplace, so biased interviews are not an option. That is where we can help. As a result of eliminating bias through our proven recruitment methods, we can increase diversity across your company.
Diverse groups make better decisions, it's no secret!
Now more than ever it is important that your company makes the right decisions. To make informed decisions, bias must be removed from those decisions. Hiring the right person for the right position
Steadman brown fully supports and promotes diversity.
Being diverse contributes to better decision-making, increased productivity, and hiring better candidates. Diversity at work is the presence of people from different ethnicities, races, genders, ages, sexual orientations, and religions in an organization. As a result, all employees in an organization have equal opportunities, regardless of their race, gender, religion, or political affiliation. Making sure all people of different educational levels, abilities, socioeconomic status, etc., are included is an essential aspect of non-bias workplace diversity.
To ensure we have a diverse talent pool of Salesforce candidates and internal staff, we actively promote diversity in all our recruitment efforts. We ensure that every candidate has an equal chance of getting their ideal career opportunity making sure that candidates are judged solely on their experience, skills, and qualifications.
At Steadman Brown we are exceedingly proud to have fabricated processes that promote diversity, equality, inclusion, expression, and unity. Want to know more. Get in touch today!
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.
So, let's start at the beginning...WHAT IS RECRUITMENT?
Recruitment is the process of finding and hiring the best and most qualified Salesforce candidate for a job opening, in a timely and cost-effective manner. Additionally, it can be described as the process of seeking out prospective employees and encouraging them to apply for jobs that we feel suit their needs, requirements, technical abilities, and skill.
This is a full life cycle process that begins at Steadman Brown with identifying the needs of the organization regarding the open SF position and ends with introducing the employee to the company and their new Salesforce role!
4 Reasons we love recruiting 1. Improving people’s lives. Besides helping top Salesforce professionals to find their dream jobs, our team helps businesses find the exact talent that they are seeking to fill their open roles whether than be in the finance, tech, FinTech, non profit, media, sport, automotive, consultancy, retail, and beauty industries. Isn't it great when you get to share in someone's joy as they land their dream job after taking them through the entire recruiting process? We find this incredibly rewarding and are proud to represent our candidates on the front line!
2. Networking. This is a great job for 'people' people. This is a career where you can meet a variety of talented people from all walks of life and build great relationships with them. You'll meet more people as a Steadman Brown recruiter, at more levels of the corporate hierarchy, across more industries than any other career path.
3. Performance compensation. It's not for everyone, but if you love competition and getting paid well for doing great work, this is the career path. There's a lot of competition to fill positions, so compensation is high. It's common to find recruiting jobs with big bonuses or high commissions, others with rapid promotion, career growth, and frequent raises.
4. Fun. Company culture is key within the recruitment industry, more so at Steadman Brown. Look at our Instagram and see what we mean!
Steadman Brown's standards are simple. Take accountability, continue learning and work hard, smartly. These key principals will aid in your journey of becoming a great recruiter and will certainly help you win and make money!
The Importance of Recruitment - Our Clients · Our team can determine our clients present & future requirements. As part of the Steadman Brown recruitment process, our company evaluates our clients' current and future staffing needs. To determine the right number of SF recruits, we examine the company's operations methodically.
· Keeping business activities running smoothly is our priority. Having a dedicated team ensures that the daily activities our client’s businesses are carried out seamlessly. We also provide full diversity and inclusion policies to ensure we are doing everything right when hiring SF employees.
· Increases success rate of hiring. Our approach can be used to increase the success rate of our client’s selection process. All job applications are analysed to minimise the frequency of unqualified and exaggerated candidates. Throughout the recruitment process, only qualified top Salesforce talent is advanced to the next stage.
· Expands client talent pool. The purpose of recruitment is to create a pool of qualified SF candidates from which our client can select the most qualified candidate to suit their open position.
· Cost-Effective. We minimize total costs and time spent on hiring.
· Improves the Credibility of the Organisation. We strengthen the reputation of a organization. Salesforce Job openings are evaluated for validity and the company's professionalism and authenticity is reflected. To increase the trust of Salesforce candidates, adopting a clean, simple, effective recruitment process is imperative. As a result, our client’s company is attractive to highly qualified applicants.
Our Recruitment Consultants In essence, a recruitment consultant acts as a matchmaker. We serve as a vital link between Salesforce job seekers and employers. Filling the open position with the most suitable SF candidate is the goal. However, our recruitment consultants possess a wide range of skills, including client management, business development, networking, marketing, and negotiating. RecruiterFit
We do things very differently.
We are the only Salesforce agency in Europe to have recruitment teams dedicated 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 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 UNDERSTAND OUR CLIENTS NEEDS AND WE GET CANDIDATES!
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!
