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Recruit Salesforce Talent By Looking At These Things

Do you need to recruit Salesforce talent?  

You’re not alone.  Employers all over the world are actively and aggressively seeking to hire quality Salesforce Administrators and Salesforce Developers. 

With the explosive growth of the Salesforce ecosystem, managers may expect that it is easy to locate, recruit and hire quality Salesforce talent. 

After all, several industry studies report that 4.2 million new Salesforce jobs will be created from 2019 to 2024.  Additionally, there are currently more than 80,000 jobs requiring Salesforce skills currently posted on leading job boards.

However, many hiring managers find it hard to recruit top Salesforce technologists.  


The rapid growth of Salesforce jobs actually outnumber the available Salesforce technologists.  

So, how do you recruit Salesforce talent in this crowded market?

Companies must work hard and think differently to find the best Salesforce talent.  Many of the traditional recruiting methods don’t apply to this specialized workforce.  

Here are a few tricks that savvy companies understand about attracting top Salesforce talent:

  • Seek candidates that meet your needs 
  • Recruit passive candidates
  • Partner with specialized Salesforce recruiters

Recruit Salesforce candidates that match specific Salesforce needs

Not all Salesforce and roles and responsibilities are the same.

This may go without saying, but company recruiters must work closely with business managers to properly understand the job and the skillset it requires.

Company recruiters help companies fill a variety of traditional professional roles from accounting to marketing.  Many recruiters have a basic understanding of what these traditional professions require and have active processes in place to fill these roles. 

However, Salesforce roles are highly specialized, unique and broad.  From Admins to Solution Architects, Salesforce roles require vastly different skill sets.  Many recruiters don’t fully understand Salesforce and the various roles and needs it requires.  Therefore, to attract the right type of candidate, recruiters must collaborate with Salesforce managers to fully understand the open role and define the best candidates to recruit.

Seek passive candidates as well as active candidates

As we stated above, demand for Salesforce roles outnumber available talent.

As such, much of the best Salesforce users and technologists are already employed.  This makes them passive candidates, meaning they are not actively searching for new employment. 

Further, job boards and professional social media sites such as LinkedIn and Indeed don’t always resonate with Salesforce developers.  If we assume much of the elite talent are passive candidates, then they might not be routinely engaged on general job boards. 

But, employers can’t ignore this large, passive talent pool.  Many candidates may consider new opportunities that land in their lap.  And, they may be the perfect fit for the hiring organization.

So hiring companies must proactively seek them out through networks and specialized Salesforce recruiters.

Partner with specialized Salesforce recruiters

Companies that recruit Salesforce talent well, know how to properly screen Salesforce candidates. These companies utilize recruiters, either internal or external, well versed in the nuances and diversity of Salesforce roles.

These recruiters know how to read and interpret a candidate’s Salesforce skill and pair them with the right job.  In turn, good Salesforce recruiters set interviews with appropriate candidates and ultimately hire better talent. 

These specialized Salesforce recruiters are also highly networked within the Salesforce ecosystem, from Salesforce customers to Salesforce partners.  They have access to both permanent and contract Salesforce professionals to better match hiring needs. 

Do you need help recruiting Salesforce Talent?

Stony Point can help.  We are a leading Salesforce training and enablement partner. In fact, we also specialize in placing Salesforce talent.

We’re not a Staffing Vendor. We’re a Staffing Partner.

Most of our Stony Point Staffing and Recruiting clients treat us as an extension of their own internal resourcing teams, using us to fill gaps and even for pre-sale assistance on occasion.

We have excellent people on our own team available for short- and long-term contracts. We’ve been training technologists and working collaboratively in the Salesforce partner ecosystem for years. Because of this, we know a lot of experienced resources in addition to our own team.

Need a Developer, Architect, or Account Executive? A permanent hire or a contract position? We can help. 

Call Stony Point to discuss how we can staff candidates that fit your every need.

Kevin Robb

Kevin Robb

Kevin is an inspiring and motivating leader who builds and empowers respected teams to promote collaboration, ideation, problem solving and business execution.

He holds a diverse background marketing consumer packaged goods brands both within marketing agencies and branded manufacturing companies. Kevin has spent more than 25-years leading direct and cross-functional teams to deliver brand strategy, project management, analytic reporting, sales support and ROI targets. In addition, Kevin has developed and led organizations to adopt and implement corporate and enterprise level projects and strategy.

Kevin graduated from the University of Florida with a Bachelor of Science in Public Relations.

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