THE STATE OF THE MARKET ■
The single biggest problem in the business world today is
In any industry, top performers are hard to come by. But when it comes Salesforce professionals, there’s an added roadblock: SCARCITY.
Right now, there are over 100,000 job postings for Salesforce professionals on LinkedIn—and 5000 more were added just today.
Contingency recruiters fill only one out of every ten job-orders they write, and they compete with multiple agencies for most of those. While removing the competition improves the fill rate to one out of two jobs, the way most recruiters screen does not de-risk the hiring process.
Most candidates actively seeking jobs in this space have very little experience. They’re trying to get a foot in the door and learn on the job. Some of these juniors have great potential, but many just can’t train fast enough to keep companies running smoothly, let alone improve workflow.
In short, finding candidates with the experience and skills necessary to propel your business to new heights is no easy j
And it’s only going to get WORSE.
Three Facts You Need To Know
- Over just five years, Salesforce has tripled its market cap and number of employees. That rapid increase means fewer and fewer qualified Salesforce professionals are looking for jobs in general—let alone the elites.
- The USA is experiencing the lowest unemployment in 50 years, with the national unemployment rate for college graduates at just 2%
- The vast majority of active job seekers are industry newcomers level looking to get a foot in the door. Chances are, the experienced employees you’re looking for aren’t looking for you—they already have a job they like.
Throughout the Salesforce ecosystem,
we’re facing epidemic hiring challenges.
But just because times are hard for most people trying to recruit Salesforce professionals doesn’t mean you have to settle for second best (or third, or fourth, or fifth).
Through my extensive years of professional experience, I’ve developed the toolkit necessary to reach the top 10% of high performers.
So, if you’ve had enough of the burdens that come with the traditional hiring model—the sleepless nights, the pressure mounting on your overworked staff, the dread of telling clients that you just can’t deliver by the deadline—I can help.