Traditionally employed Salesforce experts know customer demand for their expertise is growing, and the talent supply is tightening. Many are capitalizing on this moment to become their own boss and go independent with their consulting career. 

I’ve recently spoken with some independent consultants who took the leap into entrepreneurship within the past six months. For most, the move to entrepreneurship was a calculated risk (look no further than 2022’s 19% growth in global talent demand, despite the buzz of a recession). The way these experts see it, trading a corporate security net for true freedom was a bet worth taking. 

Why customers need to get agile in the search for Salesforce talent

The demand for Salesforce talent isn’t slowing down. At the same time, more than 50% of independent Salesforce consultants have no intention of going back to full-time work.

Salesforce is a rapidly evolving and complex system. To make it sing, customers will need to augment their teams and partner with the growing pool of independent Salesforce experts. The good news is that elevating your Salesforce recruiting strategy to include independent consultants is a win-win scenario:

• Bring in niche skills for specialized projects 
• Gain flexibility to scale up or down as needed to meet deadlines and expand bandwidth 
• Save dollars on recruiting and hiring costs
• Engage with highly motivated and experienced Salesforce experts who are invested in their customers’ success

Read on for some pointers on attracting, engaging, and partnering with independent consultants. 

Break your Salesforce projects into sprints for efficiency and flexibility

Bring in the right talent resources at the right time.

Is your internal Salesforce team stretched too thin? Or do you need a specialized skill set for an upcoming implementation project? The beauty of working with independents is they’re available in a fractional capacity, ready to scale up or down based on your needs. Organizing your Salesforce projects in sprints will allow you to identify where you need extra support and when. 

Another major benefit of partnering with independent consultants is they’re able to get started faster, and you only pay for the hours you use. While you may find that hourly rates for independent consultants vary across a wide range, their value comes down to far more than rates. It’s about finding the talent you can trust, who will be there when you need them, and without the overhead of a large consultancy or a drawn-out, expensive recruiting process. 

This leads to faster results, more productive teams, and a better return on your Salesforce investment.

Give independent consultants an option to apply 

Once you’ve determined where independent consultants can fill in the gaps in your Salesforce team, look closely at your job listings and job descriptions. Include keywords that search filters will make applicable for independent consultants. 

As mentioned, organizing your Salesforce initiatives into sprints will help you create project-based opportunities for independent consultants. Make sure your job postings – with LinkedIn, Indeed, etc. – use language that caters to project-based opportunities. 

Most employers are only sourcing and hiring full-time talent. Building out strategies to hire project-based workers will take some leg work, but having the right processes to work with independents – relationship management, contracts, payment, etc. –  will help you partner with the talent you need to keep projects moving. 

Simplify how you engage with independent consultants 

Onboarding an independent consultant doesn’t have to be complicated. If you make their barrier to entry as simple as possible, you’ll get work started faster and set up the foundation for a healthy partnership for future projects. 

Good independents are in-demand and entertaining multiple project opportunities. Your engagement process needs to be efficient and streamlined. Winded interview processes, complicated contracts, and other red tape will encourage independents to choose another customer’s project over yours. 

The skills vetting process is, of course, still incredibly important. An on-demand consulting partner like 10K can connect you with proven talent ready to jump on a project in less than a week. They will also shoulder the most time-consuming burdens – sourcing, vetting, managing, billing, etc. – so everyone can focus on the work that matters. 

A few closing thoughts for talent management leaders

A one-size-fits-all approach to recruiting and hiring Salesforce talent won’t cut it anymore. The independent workforce is growing; they’re also here to stay. Shifting the mindset of your hiring teams will be key to keeping pace with the rapidly evolving Salesforce talent landscape.  

10K resources to help you partner with independent Salesforce consultants 

On-Demand Salesforce Talent Guide

​​3 Essential Questions for Vetting a Salesforce Consultant’s Soft Skills

3 Bite-Sized Salesforce Tasks You Can Get Off Your Plate Today