WHO IS THE SALESFORCE
RECRUITER? ■
My name is
Josh Matthews.
Founder and President of Salesforce Staffing.
I help CIO’s, IT Executives, Sales Leadership and Talent Acquisition Pro’s unlock the code to attract, hire, onboard and retain the top 10% of Salesforce professionals in the United States.
I recognize all too well that it doesn’t matter how charismatic, technical, visionary, intelligent, likable or experienced you are as a leader. If you can’t attract, hire and retain top performers, your career and quality of life will always have limitations.
It’s not fun to think about but the technical and digital landscape is littered with the graves of leadership careers killed by mis-hire after mis-hire (or no-hire after no-hire). Ugh!
You know that moment when you’re looking at your employee and you realize they just have to go? Seems we always know when someone should go, but statistically fail almost half the time when we think someone should join.
Think about your last employee that didn’t work out.
What went wrong in the hiring process? Were you under pressure to staff quickly? Did you rely on gut feel? Did the candidate fool you in the interview?
Whatever the case may be, you’re the one who pays for it. Neither the HR department nor your bosses have their careers on the line. Just you.
That’s where I come in. I can help keep your career safe and trending upward and have a track record to back that up.
Over my 20 years of professional experience in technology recruiting, I’ve:
- Interviewed over 10,000 candidates
- Built multiple globally recognized, best-in-class technical staffing divisions, and
- Achieved top 1% ranking for both personal and team production.
I’ve lived the life of staffing, serving as an internal headhunter, Fortune 500 executive, agency practice consultant, and owner. And you know what I did with most of the strategies I learned along the way? I tossed them right out the window. I didn’t want to just play the game—I wanted to change it. Since then, I’ve built my own toolkit. Instead of taking the traditional route, I:
- Access the passive market with dynamic systems,
- Filter candidates with scientifically proven methodologies, and
- Refuse to participate in (or condone) the countless doomed hiring strategies that have killed the careers of far too many earnest and talented leaders.