Salesforce Best Practices

A Simple Strategy to Maximize Salesforce ROI

There are many reasons why Salesforce is a top-tier CRM. 

A big one is their restless innovation. Salesforce’s triannual releases provide a steady stream of new features, capabilities, and opportunities to support evolving business needs and give companies a competitive edge.

However, the platform’s constant evolution is a double-edged sword; maximizing Salesforce ROI is incredibly difficult. Every release, new cloud, and acquisition adds another few layers of complexity for Salesforce programs to keep pace with. To get the most out of an investment in Salesforce, companies must stay up-to-speed on new functionality and customize or risk losing out on untapped value. 

Experts who know how to make Salesforce sing are key to capitalizing on the platform’s constant innovation. Year-over-year, customer demand for Salesforce talent increases – and that side of the ecosystem is fully aware of where they stand.

Source: 2022 Salesforce Talent Ecosystem Report

Good Salesforce Administrators, Architects, Consultants, Developers, etc., have embraced the complexity of Salesforce. This has inspired many to capitalize on the opportunity to specialize in their skill sets. Salesforce experts know their worth and have the luxury of choosing where to take their talents. 

So what’s the fastest (and most cost-effective) way for companies to drive their Salesforce program ROI with Salesforce talent? Engage with on-demand, independent consultants. 

Here is how independent Salesforce consultants increase Salesforce ROI:

1. Specialization. Independents have the breadth and depth of knowledge to quickly and accurately solve complex challenges. 

We know firsthand that experienced Salesforce talent is difficult to find and not easy to keep, especially for technical and specialized roles. Technical architects and developers are in especially high demand as companies continue investing in digital transformation initiatives. Experts in specific platforms like Experience Cloud, CPQ, Mulesoft, Einstein, and Tableau are even harder to find.

Independent consultants see the high demand and earning potential these skills bring and know that working on-demand with various customers keeps their skills sharp and gives them greater flexibility. These experts have the consulting experience to listen between the lines, diagnose your needs, and design solutions to meet your goals. Their expertise can also help avoid unnecessary technical debt. 

We have so many ideas for solutions that can help the business and our clients but don’t always have the technical expertise in-house to bring those ideas to life. 10K has been a trusted extension of our team, working with us on both strategy and execution. – Keith Sadler, VP of Platform, Morgan & Morgan

2. Flexibility. Pay only for the hours you need and exactly when you need them. 

Partnering with on-demand talent is similar to how we consume and pay for electricity. When your power demands go up, you pay a little more. When you don’t need to use as much electricity, you pay less. Working with independent talent is the same concept – you pay only for the hours you need. This is why independent consultants are a great alternative, or supplement, to traditional consulting firms that prefer longer-term contracts or project SOWs to cover their overhead costs. 

3. Speed. Bypass the traditional recruitment process and get started project work started faster. 

Hiring a full-time employee takes time, money, and focus. Research shows that it can take 62 days to onboard a full-time developer, costing more than $22,000 USD in recruiting expenses. 

Engaging with a large consultancy is one option, but even after you’ve run the gauntlet of the traditional sales and SOW process to get in their queue, it can still take 6-9 weeks to get started. On-demand talent communities like 10K can connect you with an expert to start work in less than a week, bringing you one step closer to increasing Salesforce ROI. 

To maximize Salesforce ROI, engaging talent with niche skills, agility, and speed is key. 

Hourly rates for independent consultants may vary across a wide range, but their impact on your bottom line and the health of your Salesforce program is nearly immeasurable. 

Independent consultants are entrepreneurs. They bet on themselves and are driven to succeed for their customers. Good independents are trustworthy and will be there when you need them – without the overhead of a large consultancy or a drawn-out, expensive recruiting process. 

If you want faster results, more productive teams, and a better return on your Salesforce investment, contact us to connect with the ecosystem’s most elite Salesforce consultants. 

>> Why is there a difference between freelancers and independent consultants?

>> How to make independent consultants an effective part of your Salesforce program

5 Tell-Tale Signs Your Salesforce Admin Needs Help

For small businesses or mid-sized companies early in their Salesforce journey, having one full-time employee (FTE) in the Salesforce Administrator position is generally the right place to start. But as your organization’s needs grow and you expand your Salesforce program, the expectations and workload involved can be too much to put on one person alone. 

While Salesforce continues to make good on its promise to enable teams to be more efficient and productive, managing the ever-expanding suite of products has become vastly more complex. Specialized knowledge is the key to bringing new processes, initiatives, and capabilities to life. 

Expecting a single Admin to keep up with growing demands is expecting too much of them, and doing so can put them at high risk for burnout. And unfortunately, when an employee gets to that point, they may already have one foot out the door.

Think your Salesforce Admin might be stretched too thin? Here are five signs to watch for, along with some solutions for getting them the help they need and deserve.

1. Your Admin spends 80% of their time in business meetings instead of designing or implementing solutions.

It’s hard to get around meetings; they’re a necessary evil in a collaborative work environment. (Salesforce even tried to go meeting-free with pretty unimpressive results.) But if your Admin is spending the majority of their work week in a conference room or on Zoom, they’re missing out on time that could be spent maintaining and improving your Salesforce instance.

Meeting time is undoubtedly important for Admins to collaborate with the team, learn about company processes, and translate them into the right applications and functionality in Salesforce. They also need to gather feedback from users on what’s working well and what can be improved. However, if your Admin has no time to make those adjustments and create the new features you need, they’re being stretched too thin.

2. You hear from business team members that your Admin is too busy or slow to respond.

If people on the team are regularly telling you, “I’m afraid to ask our Salesforce Admin for help,” or saying, “I don’t want to bother them because I know how busy they are,” then your Admin has too much on their plate. 

While they shouldn’t be expected to spend all their time answering user questions, FTE Admins should be available to the team—at least some of the time—to provide training and enablement when it’s needed. 

Salesforce is an investment, and it’s important to maximize your ROI. If your Admin doesn’t have time to support your Salesforce users and ensure they’re fully using its capabilities, you may need more specialized Salesforce talent on deck.

3. You added another Salesforce cloud or add-on to your Admin’s already full plate.

As you work to improve efficiency and support new business strategies, it makes sense that your organization will want to expand capabilities across multiple Salesforce clouds. But while your Admin should have a working knowledge of many platforms and apps across different Salesforce solutions, they can’t be expected to know everything. 

A big pitfall we see often is small to medium businesses expecting their Admins to own the entire implementation of a new Salesforce cloud. This is too much for one person to handle on top of all their other responsibilities. New implementations should involve a Technical or Solution Architect, Developer, and perhaps even a Consultant.

4. Your organization is going through a merger or acquisition.

IT asset consolidation is a critical piece of any successful merger or acquisition. When two (or more) companies are coming together, you must unify the disparate business processes and technologies to create one cohesive organization. This can be especially tricky when bringing together multiple Salesforce orgs to create a single source of truth. 

The average FTE Admin is not an expert in data migration, systems integrations, or change management (even if they are, it’s entirely too much work for one person). These complex challenges require an experienced team working with stakeholders across the organization. Your Admin should be a key facilitator in the process, but they can’t do all the work alone.

5. They don’t have dedicated time for learning or aren’t advancing their Trailhead rank.

With three Salesforce releases a year, Admins need ongoing learning to simply keep pace with new features and functionality. If they’re too busy to spend time in Trailhead or take advantage of other training opportunities, their knowledge will inevitably fall behind.

Additionally, with so many avenues for specialization, no one should expect an Admin to stay in the same role forever. Most people pursue a Salesforce career for the growth opportunities it can provide. Your Admin deserves time for Salesforce ongoing learning, so they can not only gain new skills to benefit your organization but also advance in their career. Specialization has become the rule, not the exception when it comes to Salesforce career paths.

Learning and development are critical drivers of employee engagement, job satisfaction, and retention. If your Admin is too busy working through an infinite to-do list or answering user questions to make time for their professional development, the organization is doing them a disservice.  

How to get your Admin the help they need

If you’ve noticed any of the above warning signs, it’s time to get your Admin some help! You don’t want to risk losing them, especially in today’s competitive labor market. 

Our 2022 Salesforce Talent Ecosystem Report found a 19% increase in global demand for Admins this year, while talent supply decreased by 20% in established markets (16% in emerging markets). So Admins are in higher demand, with fewer of them to go around. 

A great Salesforce Admin is critical to your business, especially in the early days of your Salesforce journey. Even in larger, more mature organizations, you need an FTE Admin to support your users. But Salesforce Administrator is just one role—not the only role—you need to manage a sophisticated org.

Independent consultants can fill in the gaps; on-demand

Independent Salesforce consultants are a cost-effective talent source for filling talent gaps and supporting busy Admins when needed. By partnering with the growing pool of experienced and motivated independent Salesforce Architects, Business Analysts, Developers, etc., you can:

  • Bring in consultants with niche skills for specialized projects 
  • Scale up or down as needed to meet deadlines and budget 
  • Reduce recruiting and hiring costs
  • Free up your Admin for more strategic work and professional development

Independent consultants aren’t a replacement for your Admin; they’re an extension of your existing team. Your Admin can be key in identifying gaps and where additional skills need to be brought in. 

Don’t risk losing your #AwesomeAdmin by overwhelming them with unreal demands and unfulfilling work. By hiring the help they need, you can give them some breathing room while also maximizing your Salesforce ROI. 

Learn how 10K can help you get on-demand access to in-demand Salesforce experts. >

Do Companies Expect Too Much From Salesforce Administrators?

If you walked into a room full of Salesforce veterans today and asked them how they got their start, many would tell you they began their career as a Salesforce Administrator. 

Admins have historically been jacks of all trades, with a breadth of knowledge across different areas of Salesforce. At some organizations, they are the only person who understands what Salesforce can and can’t do, acting as a chief keeper of knowledge. 

But times have changed (a lot), and the Admin role doesn’t look the same as it did 10 years ago—nor should it.

Over the last several years, the Salesforce ecosystem has seen incredible growth, and the platform has become even more complex. It’s also become verticalized, with more industry-specific capabilities and customizations to meet customer demands. 

All these changes and expectations have left some industry veterans wondering… will the Salesforce Administrator become a thing of the past?

This expansion has led to higher expectations for Admins, who may struggle to keep up with the increasing need for specialized knowledge. It’s also made it more challenging for new talent to break into the Salesforce ecosystem and land their first Admin role. 

All these changes and expectations have left some industry veterans wondering… will the Salesforce Administrator become a thing of the past? Our team is confident that Admins are here to stay, but they can no longer be considered catch-all, Salesforce generalists. 

According to Matt Gvazdinskas, 10K’s Chief Strategy Officer, “Salesforce customers still need Admins, especially in the early days of their Salesforce journey. There is still a very important customer service-like role that an Admin needs to play to support users, especially for larger, more mature organizations.”

Salesforce Admin Can No Longer Be a Catch-All Role

Thanks to a number of converging factors, including tighter budgets and a “Great Reshuffling” of the talent market, the number of organizations expecting too much from their Admins is on the rise. Many Salesforce customers also don’t fully grasp (and often underestimate) the skills required to manage their org.

Admins today are expected to be both tactical and strategic, with deep and broad skill sets across multiple areas of the Salesforce ecosystem. And yet, they aren’t paid as well as those in niche roles, like business analysts and consultants. In many cases, the expectations of the Admin role are no longer on par with reality.

In order to improve efficiency, support new business strategies, and enable a more remote workforce, many organizations are expanding their capabilities across multiple Salesforce clouds. Unfortunately, Admins who are expected to keep up with and manage all these new capabilities and requirements on their own end up overwhelmed, and many eventually burn out. 

Here is a post we recently came across on a Salesforce subreddit. It’s an example of how Admins are now expected to be more strategic and help their organization identify what they need to succeed. 

It’s perfectly okay to not know Apex – this Admin just needs to get strategic and identify a solution. We would recommend this Admin define the talent gap on their Salesforce team (an Apex coder) and then prepare a proposal for leadership to enlist the help of a skilled Salesforce Developer, development team, or a Technical Architect (depending on the complexity of the org and requirements).   

The scenario above drives home the fact that an Admin is just one role companies need, not the only role. Currents Admins can lean on their program goals, business understanding, and roadmap to identify where additional skills need to be brought in. 

New Crop of Salesforce Talent is Eager But Underprepared 

It seems as though Salesforce customers are finally picking up on the fact that they need to hire for more specialized roles, with data showing demand for the traditional Admin role diminishing. 

Our 2022 Salesforce Talent Ecosystem Report found that the growth rate for Admin job listings declined by 36% over the last year. Admin supply also declined globally, down 20% in established markets and 16% in emerging markets. The talent market for traditional Salesforce roles is clearly shifting.

But while demand for Salesforce generalists may be in decline, on-demand learning with Trailhead, talent boot camps, and other certification courses are on the rise, promising an exciting career path for young professionals or those looking to make a change. 

But while demand for Salesforce generalists may be in decline, on-demand learning with Trailhead, talent boot camps, and other certification courses are on the rise, promising an exciting career path for young professionals or those looking to make a change. 

These programs are great for helping people understand the core Salesforce technology and the basics of navigation, setup, configuration, and data management. In other words, they’re very effective for preparing someone to pass the Salesforce Certified Administrator exam

However, training isn’t a substitute for the specialized knowledge and skills gained from real-life experience (business analysis, project management, product management, etc). This is where customers should choose to meet aspiring talent in the middle. 

Organizations Should Hire For Potential, Focus On Upskilling, and Look to Fractional Talent  

We found that more experienced admins are starting to find their niche and move into specialized roles. Our research showed significant growth in the higher-paying roles Admin typically move into, including: 

  • 33% increase in Salesforce Business Analyst roles 
  • 17% increase in Salesforce Consultant roles 
  • 13% increase in Salesforce Solution Architect roles

We also ran a Glassdoor compensation comparison (for all years of experience and remote). The following are median comps including base salary and bonus:

  • Salesforce Administrator: $80,368
  • Salesforce Consultant: $132,597 
  • Salesforce Business Analyst: $94,226
  • Salesforce Solution Architect: $177,516

With these numbers, we’re not terribly surprised to see a shrinking talent pool of experienced Admins. It’s a competitive talent market, and for companies to hire effectively, they must adjust their expectations. Rather than duking it out for the few experienced Admins still out there, companies should consider taking a chance on new talent eager to learn and grow. Look for candidates that check 80% of the boxes on your wish list and invest in training to fill any gap areas, like foundational IT skills or business acumen. With a bit of mentorship and guidance, these are the folks who could become your next #AwesomeAdmin.

On that note, it’s crucial to remember that if you hired an Admin for their potential and invested in their career development, you have to stay tuned into where and when they need support. A win-win solution is to partner with independent Salesforce Architects, Developers, Business Analysts, and Consultants who can help your Admin solve complex business challenges that require specialized skills (custom business applications, system integrations, etc.). Learn how to make on-demand talent an effective part of your Salesforce program with our how-to guide.

To identify the tell-tale signs your Admin needs help, stay tuned to our blog!

10K’s 2022 Salesforce Talent Ecosystem Report is Now Available

Our fifth annual Salesforce Talent Ecosystem Report is available now. Download it for access to more of the latest trends and statistics around talent supply and demand, and learn more about what’s happening in the Salesforce partner ecosystem.

Get the report >

What Salesforce Customers Need to Know About Multi-Factor Authentication

It’s a new year and a new opportunity to strengthen your Salesforce org’s security. As it turns out, Salesforce agrees. On February 1st, Salesforce is requiring every customer to enable Multi-Factor Authentication for users accessing any Salesforce product interface. 

The good news is you and most users are probably already familiar with the security measure. Maybe your company was ahead of the curve and enabled Salesforce MFA for your org last year. If not, you probably already use MFA to access your bank account, social media accounts, and more in your day-to-day life. Implementing changes to your org isn’t always fun or easy, but this one is important. Digital security is an evolving threat that we all face, and MFA is an effective way to enhance login security and protect your data. 

What does Multi-Factor Authentication look like?

MFA increases protection for users against phishing attacks, credential stuffing, and account takeovers. During the login process, MFA requires users to enter two or more pieces of evidence (or factors) to prove their identity. In addition to a username and password to log in – the most common form of identity factors – MFA requires a device the user has in their physical possession, such as an authenticator app or security token. A familiar example of how MFA works is withdrawing money from an ATM – your pin is your known password and your debit card is the physical key. 

Why enabling MFA is important for your Salesforce org

Cyber-attacks and the exploitation of consumers are on the rise, and it’s more important than ever for businesses to understand evolving global security risks. The widespread transition to remote work environments and, consequently, the sharing of user logins, have only exacerbated these risks. MFA is a simple and effective way to protect Salesforce users and strengthen data security. 

How MFA will impact Salesforce customers working with Salesforce partners 

Sharing user login information has always been the easiest way for Salesforce partners to access an org, but the enforcement of MFA will soon make that a thing of the past. This change may sound like a nuisance, but sharing logins creates more opportunities for unauthorized account access that puts your data at risk. MFA will only more your org more secure. 

As a Salesforce partner, we consider the MFA requirement to be an excellent opportunity for customers to reassess data security and strengthen security measures. As a best practice, we recommend all customers provide every person who touches your org with their own license. 

Is your org ready to enable MFA on February 1st? If you’re looking for more clarity on how your partners should be navigating MFA, please contact us today. 

Where is the Salesforce Partner Ecosystem Headed?

With the end of 2021 quickly approaching, we found ourselves reflecting on what an awesome whirlwind the past couple of months has been. We released our fourth annual Salesforce Talent Ecosystem Report that revealed a few surprising trends and reconfirmed some from years past. Then a highly-anticipated return to Dreamforce and IDC’s Salesforce Economic Impact report happened. Kicking off a week at Dreamforce in light of IDC’s exciting economic predictions was a bright reminder of what makes this ecosystem an excellent place to be. And, we’ll be honest, seeing the Foo Fighters didn’t hurt either. 

Additionally, the IDC report found that “today, the ecosystem of Salesforce partners delivering cloud services to customers is five times as big as Salesforce itself, and will be more than six times as big in 2026.”

As a Salesforce partner ourselves, we keep a close eye on where the partner ecosystem is heading. Not to much surprise, our research this year found that the number of consulting partners listed on AppExchange grew 14% to more than 1,800. Additionally, the IDC report found that “today, the ecosystem of Salesforce partners delivering cloud services to customers is five times as big as Salesforce itself, and will be more than six times as big in 2026.”

Read on for the 10K view of what these trends may mean for the future of the Salesforce ecosystem’s customers, experts, and partners. 

Nick Hamm, Chief Executive Officer
Nick’s 2021 Partner Ecosystem Key Takeaway 
Partner growth rate has slowed as partner acquisitions have accelerated 

Similar to overall talent supply trends, the Salesforce partner ecosystem is still growing in the double digits, but that growth rate is steadily slowing — 2021’s growth was about as half as slow as last year’s. It’s also the slowest growth rate we’ve seen since our first report in 2018. 

The bulk of Salesforce partners are small shops. Of the 1,859 consulting partners listed on the AppExchange, 1,720 (93%) of the firms have fewer than 50 certified experts. Two-thirds of all consultancies have 10 or fewer certified experts. The fastest-growing segment over the last four years is mid-size firms – those with 50-500 certified experts. However, if you look at the number of consultancies in this segment, it’s relatively small.

I recently sat down with Michelle Swan, Partner at Tercera, to discuss why that may be. We agreed that “this is partly because it’s not easy for services companies to make the jump past $10M or $15M in revenue – it often requires capital and a different approach to growth. It’s also due to the sheer amount of M&A happening in the space. There have been 67 acquisitions of Salesforce consultancies in this year alone, and many of the firms being acquired come from that sweet spot. If talent is a gating factor for growth in services, expect more M&A in the years to come.”

But what about the partners who aren’t near the $10M or $15M threshold? How can they take advantage of the growing partner ecosystem in the immediate future? From our experience at 10K, the answer is rather simple — partner with other Salesforce partners to fill in the gaps of your business. We help support other partners in a variety of ways, whether it’s connecting them to a vetted expert with a specialized skill set, providing them with a team to extend their bandwidth, or helping keep their experts busy on exciting projects. In fact, nearly 50% of our customer base are other Salesforce partners, and we’re grateful to be able to support these growing businesses. 

Mike Martin, Chief Customer Officer
Mike’s 2021 Partner Ecosystem Key Takeaway 
Top five partners hold 32% of the certified consulting talent 

When we look at the distribution of certified experts across the Salesforce partner ecosystem, one customer challenge has become more apparent than ever before: qualified talent is extremely difficult to identify, find, and vet. 

The top five partners hold 32% of the certified consulting talent — so unless customers are working with these players, or a top-three SI, they’re faced with the near-impossible challenge of sifting through many smaller-sized partners to connect with the talent they need. 

Not only is this a time-consuming exercise, but it’s also difficult for some customers to define a direction or starting place. What kind of criteria should customers be looking for in a potential partner? And how should they identify those criteria in the first place? With nearly 1,900 partners to choose from, I’ve found that this is a very common issue for customers of all sizes and industries. 

But let’s say a customer has the internal resources and technical knowledge to sift through a large pool of partners, vet them, and narrow down a shortlist of potential options. Their next challenge will almost always be limited talent pools. This can often mean less specialized skills to choose from, less flexibility or availability for projects, or discovering that the partner can’t provide the kind of expert the customer was seeking in the first place. 

When it comes to finding the right Salesforce partner, sometimes all a customer needs is a place to start. Some 10K customers have found success working with their Salesforce customer success rep — they are able to provide recommendations or confirm whether a partner and their talent model is a viable fit. Every project is different, so I always recommend approaching partners with flexibility and an open mind. 

Jared Miller, Chief Operating Officer
Jared’s 2021 Partner Ecosystem Key Takeaway 
Top five partners’ share of certified consulting talent has been steadily declining

When we first started watching the Salesforce partner ecosystem in 2018, the top five partners held 41% of all certified consulting talent, but that number has been steadily declining over the past four years to just 32% in 2021. However, the top 2% of partners (30) still have 61% of all certified consulting talent. That means the remaining 39% of certified partner consulting talent (over 26k experts) is spread out among 1,829 partners. In fact, two-thirds of all partners report 10 or fewer certified experts. 

The growth in certified experts at partners is up, too. Last year, there were 42,000 certified experts, now there are almost 67,000. That’s nearly a 60% growth rate. There are a few scenarios that could be playing out here — is experienced talent opting out of the traditional big SI model and going independent or are they migrating to smaller firms? 

All considering the triple-digit demand in talent, never before have we seen more opportunities for Salesforce experts to build a career that works for their lifestyle and passions. One path that we see many experts migrating to is the independent lifestyle. We’re keeping a close eye on the evolution of The Great Resignation and talking to the 10K Expert Community about the things they value most, including less travel, the freedom to choose your own projects, and innovative work models. 

Related Resources 

2021 Salesforce Talent Ecosystem Report

The 10K View: 2021 Salesforce Talent Supply & Demand Trends

Could 2022 Be The Perfect Time To Go Independent?

When to Hire A Full-Time Salesforce Expert and When to Contract (Part II)

In case you missed it, we invite you to check out part I of this two-part blog.   

Option 3: Freelancers

As freelance labor becomes more accepted by businesses and as a career, we are seeing an upward trend in the number of independents entering the Salesforce ecosystem. Upwork’s most recent “Freelancing in America” research reports that the share of those who freelance full-time increased from 17% in 2014 to 28% in 2019.

While the increasing access to on-demand talent via freelance marketplaces such as Fiverr and Upwork is a good thing, the downside is some of these professionals are new to the market, untested, or still working a full-time job and stretching themselves thin. There are, however, many experienced professionals who are full-time independent consultants with highly specialized skills and hungry for unique challenges. 

Determining which freelancer is right for a specific project or team culture, however, is the primary challenge. Hiring managers, many of them in small businesses who are wearing multiple hats and not technically trained, often find themselves guessing as to which freelancer to use. In addition, managing the relationship with one or multiple freelancers often requires bandwidth they may not have.

On the positive side, freelance rates tend to run about one-half to two-thirds of what you’d pay for the same professional from a Salesforce consulting partner. Freelancers are also typically available on-demand, meaning you only pay for what you use and scale up or down as needed. Expect to pay anywhere between $65-$225 USD per hour for these experts.

Option 4: Salesforce Talent Broker 

Brokerages aren’t a new concept. In fact, they’ve been around since the 1700s, helping facilitate financial transactions and reducing the risk and complexity of investing. These early brokers lowered the barrier of entry to investing for a wider group of people who might not otherwise have the time, knowledge, or means to pursue those investment opportunities. 

Four centuries later in the new digital world, businesses are turning to talent brokers for the same reasons. A broker can significantly reduce the time and complexity it takes to find, vet, and manage the talent that many businesses need to fill skills and capacity gaps, especially those with urgent needs. For those supplying those in-demand resources, a broker can lower the barrier of entry to getting into that market and increase their market reach.

This may sound eerily familiar to a recruiting firm model, however, a broker is more than just a matchmaker. Talent brokers also offer the tools, support, and guidance that talent seekers and talent providers need in today’s growing and changing business environment. 

Here are a few ways a talent broker, like 10K, can make life easier for those seeking or providing Salesforce talent:

  • Access to a larger network of buyers and sellers
  • A customized solution for a specific need
  • Better rates
  • High level of support
  • Tools to manage programs and relationships
  • Guidance and best practices 

The future is bright for the Salesforce ecosystem, and especially Salesforce customers. For a deeper dive into the benefits and opportunities at your disposal when it comes to working with independent Salesforce experts, download our On-Demand Salesforce Talent Guide today.