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Trailblazers now have a way to highlight their commitment to learning in-demand digital skills through Trailhead Ranger Ranks! Trailblazer Ranks are one of the most engaging features of Trailblazer.me profiles.

Up until now, Trailhead Ranger was the highest rank given to Trailblazers dedicated to learning and innovation. Nevertheless, many go above and beyond what Rangers already achieve.

With new Trailhead Ranger Ranks, Trailblazers can showcase their knowledge and expertise in more ways, such as:

• Double Star Ranger (200 badges, 100,000 points)
• Triple Star Ranger (300 badges, 150,000 points)
• Four Star Ranger (400 badges, 200,000 points)
• Five Star Ranger (500 badges, 250,000 points)
• All Star Ranger (600 badges, 300,000 points)
•  

Trailblazers can showcase their in-demand skills, extended expertise, and passion for continuing education with Ranger Ranks. As trailblazers showcase their pride in being a learner in the Salesforce ecosystem, they also inspire new and fellow Trailblazers.
 
Want to know more about Trail Head?
Launched in 2014, it provides an opportunity for everyone to learn new skills and become certified, whether they are architects, administrators, consultants, analysts, or developers. It's an awesome way to learn in-demand skills. You can learn Salesforce, digital, and soft skills for free from anywhere.

Trailhead takes you through the basic building blocks of Salesforce1. You'll earn points and badges as you test your knowledge on the platform. Additionally, you can earn globally recognised, resume-worthy credentials that demonstrate your expertise to prospective employers. Salesforce credentials enhance your resume and highlight your skills giving you a competitive edge over other potential candidates. 

Naturally, Trailhead offers robust Salesforce training among its many other offerings. Since more companies use Salesforce to manage their customer relationships, the demand for Salesforce skills has skyrocketed.

Candidate trials in Trial Head are guided learning paths through modules and projects that cover the most ground in the shortest amount of time. Learn complex topics with bite-sized, conversational content that's tailored to your role and level.
 
Why use Trial Head?
College degree requirements are being replaced with skills-based, competency-based hiring. As a result, it becomes crucial for job seekers to showcase their skills and demonstrate their commitment to professional development. The best thing about Trial Head is that anyone with an internet connection who’s ready to take their skills to the next level, regardless of background, age, gender, or belief can simply sign up for a free Trailhead account.
 
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We are recruiting. There are many Salesforce career opportunities available for dedicated salesforce professionals. There are several clients looking for skilled and certified Salesforce candidates to join their teams. Secure your dream job today!
 

Happy Tuesday! Heres a snapshot into my week as a Steadman Brown Recruiter. 

Within my role, I focus 100% of my time, networking and recruiting strictly on Salesforce Administrators and Managers. Because we focus on such a niche area of Salesforce, our team can screen candidates at a level that most generic recruiters simply cannot match. For us to understand our candidates' skill sets deeply, I am trained to understand the core responsibilities of Salesforce Administrators, Product Owners, and Managers. This means I can both advise and coach candidates on their Salesforce careers effectively.


Every morning, I spend my first 30 minutes searching for any talent that might have slipped our radar or just popped up. To expand our pool of Salesforce talents, we hope to open the lines of communication. Networking increases your chances of finding the PERFECT Candidate, as you know. Senior Salesforce professionals are a particular focus of mine now, as many of our clients are growing rapidly, making strong leadership within their Salesforce ranks increasingly important. It's not just Senior professionals who are in high demand, but also Admins! There are lots of exciting new projects coming up for our clients, so I've got my work cut out for me! 

I've encountered the odd challenge over the past few days...

As mentioned repeatedly in the past, there have been challenges because of the amount of time spent at work rather than WFH and the salary expectations of our candidates. There has been a focus on this issue in our conversations that we have had with candidates as we try to place them in appropriate roles.

This week, my biggest challenge (other than my car breaking down) has been working with senior Salesforce professionals. The reluctance to speak to recruiters or a lack of interest in moving is certainly noticeable.

My strengths..
In addition to being an outstanding Steadman brown consultant...building rapport with my candidates is one of my strengths. I feel I excel at making this transition as stress-free and easy as possible for candidates.  

Goals...
In the upcoming weeks, my goal is to close the current roles, make sure the right candidates are sourced for the roles, and provide an outstanding level of service to both clients and candidates. I also hope to get my car fixed!

How did my bak holiday weekend go?
For me, it was a simple weekend of football followed by more football. I also visited family and went around town along with dining out with my partner. This weekend was a relaxing one for me, and I'm glad I've reenergized myself and prepared myself for this busy week as a Salesforce Recruiter. 
 

Salesforce salaries are a hot topic. Salesforce professionals are in high demand in a variety of fields thanks to the growing Salesforce eco-system. 



How much does a Salesforce professional make? Find out how to improve your salary, how to increase your earning potential, and what factors will affect it.  Salary differences between professionals can be attributed to a variety of factors.

• Experience
• Certifications
• Generalists vs. Specialists
• Location

The following factors will be discussed in this guide:

1. Experience. You should expect a higher salary as your experience and responsibilities increase. It is your experience with projects that will take precedence over any other factor, particularly if your experience extends across multiple Salesforce products.
2. Certifications. Certifications prove to your employers that you know what you are talking about – they are a milestone in your career. It is possible to use certifications as leverage if you desire a senior role within your company, or if you are seeking employment elsewhere.
3. Generalists vs. Specialists. Make sure you choose the right specialization, and you could find yourself in high demand.  
4. Location. As a result of the differences in living costs between countries and within countries, salaries are affected by location. 
5.  

What is the average role specific salary in my area?
Want to know the average salary range for a specific Salesforce role. Contact us today and speak to one of our Steadman brown consultants. We are happy to guide you on potential salaries and key variables impacting how much money you could earn!

 
Asking for a raise?
The company needs to understand the value you bring to the organization when you're asking for a higher salary. Speaking about your accomplishments can be difficult, especially if you're not used to doing so. 

Preparing an elevator pitch is a great way to practice. To persuade your boss to raise your pay, you can use this short, concise summary of your skills and experience.

In preparing your elevator pitch, remember to provide examples of how your contribution has benefited the company. You will be able to demonstrate to your boss how valuable you are to the company.
It is important to know how much you make now and what other people in your position make. You will be able to get a better idea of how much you should ask for.

You may need to negotiate with your boss if he or she is not immediately receptive to the idea of a raise. You should discuss how much you would like to receive and be willing to compromise.

Looking for the next step in your career
Whether you’re desperate to leave your current job, or you’re just itching to try something new – a new step in your Salesforce career can sometimes be exactly what you need. We have many clients hiring salesforce professionals. And the good news is, we can get the ball rolling! 

Steadman Brown recruits Salesforce professionals throughout Europe for some of the biggest names in modern business and consulting. Founded in 2017, we have quickly established ourselves as the exclusive recruitment supplier to many Salesforce end-customers and implementation partners, with over 75% of our customers exclusively using Steadman Brown for all their Salesforce recruitment needs.

We have specific teams, covering core Salesforce positions, ensuring that we truly are niche Salesforce Recruitment experts. This approach allows our individual teams the time and resources to effectively understand both our candidates and clients' requirements, including the technical elements of the Salesforce role.

Our Teams:

• Salesforce Administrators and Managers
• Salesforce Developers and Architects
• Salesforce Consultants and Project Managers
• Salesforce Marketing Automation professionals
• Salesforce Sales Professionals

Get in touch today to secure your next Salesforce position!
 
 
 

In case you didn’t know, this year marks the 20th anniversary of Salesforce Dreamforce. We are here to fill you in on all the 'Need To Know' details about Dreamforce 2022!

Dreamforce is more than just a conference - it's an immersive experience. Founded in 2003, you may be wondering - what is Dreamforce? This is the world's largest software conference in the world! A can't-miss opportunity for learning, connecting, having fun, and giving back. This is the Salesforce event of the year if you will!

Each year, Dreamforce brings together the global Salesforce community for learning, fun, community building, and philanthropy. Global trailblazers gather to share insights, achievements, and learn about the latest innovations in their industries. 

The Dreamforce 2022 conference will take place in San Francisco from September 20-22. You will also be able to watch it live via Salesforce+, the free streaming service. Streaming live for three days on two channels, with 72 hours of content, global takeovers, and 200+ episodes available on demand.

Previous Dreamforce conferences have attracted more than 170,000 attendees. In addition to Salesforce innovations and hands-on demos, plenty of training sessions, inspiring keynote talks, and networking opportunities are available to all attendees. It is expected that there will be a huge increase in attendance this year due to the virtual nature of the conference in 2020 and only a small number of people were able to attend in person last year due to Covid-19.


So who sponsors Dreamforce ?
It's no secret that Dreamforce has grown into so much more than a tech conference. Putting on an experience like Dreamforce takes a bit of help. Dreamforce is made possible by a strong group of partners contributing to Salesforce's ecosystem - many of whom contribute to every year's event. Several partners are sponsoring Dreamforce '22 and will be participating in onsite activities to let attendees know what they do and how they work together.
The sponsors for this year can be found here

Dreamforce - Sponsors (salesforce.com)

Can’t make it to Dreamforce? 

Keeping up to date with Dreamforce 2022 news is easy with the Salesforce Events App. Make sure you don't miss out on the early bird pricing by downloading via the App Store or Google Play. 
 

Back to work on everyone’s favourite day of the week! With Monday’s often being the most pivotal day of the week, let’s have a look at how most of my Monday’s look as a Steadman Brown recruiter within the Salesforce Career sector!

First thing on a Monday is always to check my emails and InMail to catch up on anything that took place over the weekend. That could be a client sending their feedback over on Salesforce candidates, a new candidate sending me their CV for a upcoming Salesforce Job opening, or even a brand-new role from one of our Salesforce clients! Once I’ve settled the score from the weekend, it’s time to have a look at the week ahead. This is normally where my team will take a look at the roles we have at the time. We will determine how we are intending to approach each, ensuring we understand the requirements for each role. This will enable us to quickly identify the right Salesforce talent for each role.

Once we’ve set the roadmap for the week ahead, it’s time to get to work! I’ll spend the bulk of my week sourcing new candidates. I'll ensure that I fully understand what it is they’re looking for in that next role. I'll also make sure that this aligns with the Salesforce opportunities I have in mind for them. This early part of the process is often one of the most critical parts of the process. This is because this is where I fully understand what it is the candidate is looking for. I use this information to find them the Perfect Salesforce Position, not just their next role.

Recent times, one of my greatest strengths has definitely been my ability to understand client and candidate requirements. Using this skill allows me to make sure that every candidate I put forward for a role is speaking to a company that will really value their skillset and give them the opportunity to grow and develop within a SF Career, rather than firing their CV out left, right and centre, which is often an issue many candidates face in the Salesforce ecosystem. I like to think we stand out from the crowd in this regard.

With that being said, taking that time to really understand both the client and candidate led to a new placement this week. The candidate was looking to find a role that would offer them the opportunity to build upon the foundations they had built in their previous roles. In addition, they wanted a real roadmap for progression and development, which they felt was missing in their previous role. We found exactly that in one of our opportunities. Therefore, we have allowed them to move into a very exciting position that will give them a platform to really drive their Salesforce career forward!

However, like my colleague Josh, I've noticed seasonal trends in recruitment, with many candidates and clients on annual leave, often abroad, taking a well-deserved break. In the summer, when many people are looking for vacations, many aren't actively seeking new jobs. However, as you can imagine, with the ever-growing size of the Salesforce ecosystem, new relationships can be built every single day, putting candidates one step closer to finding the right role, and means clients are able to secure the best talent on the market when hiring Salesforce candidates. 

Over the weekend, I didn't do too much! (Boring I know!). I fly to Ibiza in a couple weeks’ time, so I’m trying to be sensible in the build-up and saving myself for that!

This week – the goal is very much the same: find the best talent possible! With an abundance of Salesforce consultant and Salesforce project manager roles in my team at the moment, there’s plenty of exciting opportunities for any curious or active Salesforce jobseekers. Please don't hesitate to contact us if that's you!

 

It is no secret, that the planet is bad way right now. With global warming increasing year after year, we are all incredibly aware of our individual parts to play, in combatting climate change.

With deforestation being considered as one of the top 5 causes of global warming, we felt that we could somehow use our recruitment services for good.

Late last year, we made a pledge as a business. That pledge is to plant a tree, for every time we place a candidate into a new position.
It does not matter how big or small the recruitment fee is, whether it is a contract or a permanent position. The outcome is universal. We will plant 1 tree for every placement made.

Now this may seem like an odd thing to do, but for us it is huge. We were shocked to learn that over 80,000 acres of forest are chopped down every day. That means that a forest the size of a football pitch is lost every 1.2 seconds!

Trees are so important to our planet. They are considered the lungs of the Earth. They help absorb carbon, provide oxygen, and improve air quality. Trees reducing flooding and provide ample opportunity for wildlife to flourish, which in turn, supports the global food chain.

For us it was a very worthy cause, and a great way of using our services, to benefit all.

We are pleased to be supporting the National Forest Charity, by planting a tree for each placement we make throughout 2021. All these trees are planted within the UK, and will have a positive impact on our planet, and help combat climate change.

If you're interested in learning how you can make your mark and plant a tree, then please check out the National Forest.

Thank you!
Steadman Brown

 

A question that everyone has either thought of and maybe even been asked before. Does size really matter?

Get your mind out of the gutter, I am talking about Salesforce!

A lot of conversations I have throughout the week, somehow come back to the topic of size. How big is the Salesforce org you work on? how big is the Salesforce implementation partner? or even how big is your candidate database? a question that some potential clients even us.
But do any of these questions, even matter?

My resounding answer to all the above, NO!

Size of company + users = Org complexity?
Since when has the size of an org determined its complexity, it has not and does not.
I have spoken to a ton of Salesforce Administrators who are working on global or multi-continent SF orgs with hundreds, if not thousands of users. Yet, whilst that sounds complex, the SF environment they are working in is very vanilla, and they are only using standard Salesforce functionalities such as Accounts, Contacts, Leads and Opportunities.

On the contrary, there are other companies that have Salesforce orgs of 70 users for example, utilising multiple Salesforce products, large amounts of profiles, custom objects, flows and apex throughout the org, and is quite clearly a very complex Salesforce org.

The verdict is clear, the size of the org, examples nothing when it comes to understanding someone's quality of Salesforce skills, knowledge and experince.

Number of Salesforce professionals + Salesforce partner ranking = Quality of partner?
I see lots of adverts from my peers, and maybe I am even guilty of this too, but using the number of employees as a yardstick to measure the success and quality of a Salesforce implementation partner, is a false economy.

There are multiple GSI's and Platinum Salesforce partners in the UK alone, yet there are a multiple Salesforce partners of 5-15 people who are challenging and beating these larger partners to Salesforce projects. They do this by creating a niche, whether that be an industry focus, a Salesforce product expertise, or a solid background in a particular geography. The reason is varying but the outcome is consistent, the size of the partner is not the measure of its success.

When judging a suitability of a Salesforce implementation partner, whether that be to work with, or to work for, make sure your questioning goes beyond its size. Size does not determine anything tangible for you to make an informed decision.

Size of Salesforce candidate database = Quality of Salesforce recruitment agency?
Finally, a potential client asked me this week, what is the size of your salesforce candidate database. I was baffled. How could a number (regardless of the size of that number) determine whether I was able to help them in their search for a Salesforce Consultant. It does not.

At Steadman Brown, we are fully aware that there is a group of companies that recruit Salesforce professionals, that are way bigger than us, so naturally should have a bigger database of candidates at their disposal. So, by that logic, how do we compete?

That is simple, just like the logic applied the quality of a Salesforce partner mentioned above, we chose to apply USP's and Niches to the way we work. We do not claim or want to be the biggest Salesforce recruitment company, we just want to be the one that is known for being different to the others.
Our niche is knowing our clients and candidates intrinsically and being customer service driven. This is supported by the fact that over 75% of clients, work exclusively with Steadman Brown, despite our 'size'.

Moral of the story; do not be shallow and judge by size, understand the use case and purpose before assuming the quality based on size.

Lewis Steadman, Director - Steadman Brown

 

 

The Salesforce partner model as we all know it, is about to change.

Those working for consulting partners are most likely aware of this, however for those not working at a consultancy, here is what is happening.

Currently Salesforce partners are organised and ranked by their Partner Value Score, which then places them into a ‘metal tier’ partner status; Registered, Silver, Gold, Platinum and Global Strategic Implementation (GSI).

As present, Salesforce partners climb the existing metal tier pyramid by mainly 3 things. ACV and ACV Growth, Expertise (Certifications and specialising) and Customer Success (CSAT scores on projects and customer stories)
This model has been live since 2015.

However, with the Salesforce partner marketplace becoming so large, and Salesforce product range also rapidly increasing. Salesforce is looking to shift to a new way of ranking their partners. They have communicated this to the partners already and are encouraging them to avoid using the current metal tiering, in their marketing collateral.

Put yourself in the shoes of a new potential customer of Salesforce. You are looking to pick a SF partner, but how do you understand who is best for you given your requirements and industry.
Surely the higher the partner status, the better, right?

Not entirely, currently many SFDC partners only focus on specific verticals, products and requirements. So just because a company is a Gold partner, it does not necessarily mean that they are superior to a bronze partner.

Currently there is over 1775 Salesforce consulting partners on the AppExchange, so it is certainly a good idea to try and organise those into a more understandable structure for those in the Salesforce ecosystem, and for new customers to clearly understand what partners add what value, and where!

Introducing ‘Navigator’.

Navigator allows Salesforce partners to identify themselves based on customer validated industry expertise, Salesforce product knowledge and customer Success.

Navigator combines three parts of a partner’s product, industry and service expertise into a score that is easy for customers and AEs to understand.

It is hoped that Navigator will create a Unified Partner Experince, be driven by Customer Success and be simpler and more transparent to all.

How will expertise be calculated?

Navigator has three core levels of expertise that partners can earn distinctions in. The highest level is Expert level. Salesforce Partners earn Expert level distinctions at the Cloud and Industry level. The Level I and II Specialist distinctions are earned at the product level or industry sub-vertical sector.

Here is a breakdown of the three levels.

• Expert: These are the most experienced and knowledge partners in the chosen area and vertical. They will be able to manage the largest and most complex of problems, whilst maintaining customer satisfaction.
• Level II Specialist: This is for partners that have project delivery capacity while maintaining high standards of customer success.
• Level I Specialist: A partner that demonstrates knowledge and capacity to consistently produce customer success.

Define your Niche.

Salesforce wants partners to classify their area of expertise and will do this by creating three simplified categories. Salesforce Products, Customer Industries and Services (Managed and/or outsourced)

Find your Specialist.

Navigator will allow customers to easily identify the specialist partner for their requirements and industry, finding those with industry demonstrated knowledge, expertise and customer success.

Salesforce will move away from metal tiers in August 2021, and transition to Navigator levels to better signify a partners’ expertise and ability to deliver customer success.

 This is of course not an exhaustive list of the changes to the partner model, but it gives you the quick highlights of the changes ahead in the Salesforce ecosystem. 

 

Lewis Steadman - Director, Steadman Brown

 

The Salesforce product stack is vast and very impressive. Its range of products allow Salesforce to sell the ‘nearly’ complete IT application suite to companies of all sizes, verticals and geographies. The Salesforce product stack provides solutions for all business departments including Sales, Marketing, Finance, Service, Operations, however the significant gap is Human Resources (HR)

Salesforce has always stayed away from the HR space, despite multiple rumours over the past 5-6 years that they were going to acquire a HR tech platform, namely Workday. They never have!

However, news broke recently that Salesforce has invested heavily in the Indian based HR Tech platform Darwinbox, a complete end-to-end HR solution that personally claims to be ‘Enterprise Ready’, a seemingly perfect fit for a Salesforce acquisition.

Within hours of the $15m investment from Salesforce’s investment arm ‘Salesforce Ventures’, Darwinbox have added a pink banner to the top of their website, showing everyone that “Darwinbox raises a strategic round of investment led by Salesforce Ventures!”

So, is this a case of just another Salesforce Ventures investment, or have Salesforce finally started to make a move into the HR space, after so many years of not doing so?

Well, the acquisition of Slack in late 2020, could be a reason, and a further reason why Salesforce was prepared to splash $27.7bn on landing the communication disruptor.

Slack is widely known for its great ability to integrate with other enterprise level integrations, and Marc Benioff has been quoted previously, calling Slack ‘the interface to everything’. The platform allows users and departments to communicate effectively.

Finally, this could also be a play for Salesforce to protect its seat as the global leading cloud company, in its war against Microsoft and Oracle. Both companies have HR tech solutions already and at present have that hold over Salesforce!

The question for us all, is it just another investment, or is ‘Salesforce HR Cloud’ in the 2021 roadmap for Marc Benioff, Brett Taylor and co?

 

Lewis Steadman - Salesforce Recruiter