A Recruiters Guide to Salesforce Talent

A Recruiters Guide to Salesforce Talent

As a Salesforce professional who has numerous interactions with recruiters, I’ve seen some example of recruiting done very well and other example of recruiting done poorly.  Here are some suggestions, examples, and commentary based on my experience and the experience of other Salesforce professionals I know.


  1. Create valuable content about the job market and career growth, strategy, tips

  2. Make yourself available for conversation outside of a specific job requirement you have

  3. Engage with content generated by Salesforce professionals (Like, comment, share)

  4. Learn Salesforce

  5. Use your CRM!

  6. Keep you scheduled calls

  7. Have and use a direct line

  8. Learn how to use and leverage the LinkedIn Recruiter console

Do Not:

  1. Say or imply a candidate is not worth what they are currently making. 

  2. Sell a role based on future career growth.  Candidates are usually looking for actual career growth, not a potential future career growth.

  3. Read a script of questions.  Treat it as a conversation and do not get more technical in the conversation than you can comfortably converse about.

  4. Ask for an updated resume before determining fit and interest of the candidate for the role.  The time to ask for a resume is right before scheduling a phone call with the hiring manager.

  5. Look for intermediate or senior experience for an entry level compensation package.

  6. Assume a candidate is looking for a new opportunity because the LinkedIn Recruiting says so. If a candidate marks share status with recruiters, and also marks not looking for opportunities, LinkedIn will still present the candidate to recruiters as open to opportunities.

Example of good recruiting messages messages:

The Networker

Recruiter: I'm touching base to see if you can help me network our full time Salesforce admin opening? Here's a link to our full time opening!

Commentary: Recruiter does not assume that the candidate is looking for a new position and does not ask for a resume in the first message.  Also, this is not a 3 paragraph essay about the company and job.  Great way to start a conversation! 

The Direct Connector

Hi John,

 I hope this message finds you well - this is {full name}, {Company}’s Talent Recruiter. {Company} is currently looking for a Salesforce Administrator to join our growing team, and after reviewing your credentials, I think you could be a great fit!

Just for some background, {Company} provides……

If you’re interested in learning more about {Company} and this role, I’d love to schedule a phone call at your convenience.

Thanks John, I'm looking forward to connecting!


{CellPhone} | {DirectEmail}

Commentary: Great message over all.  The recruiter had reviewed my profile.  The recruiter also provided a direct phone number and email to connect further.  This message could have benefitted from removing the entire paragraph about what the company provides.

Here are some examples of conversations that have room for improvement:

The Salary Bash:

Candidate: This sounds like a neat opportunity.  What compensation range is this role looking to pay?

Recruiter: This role is looking to pay between $A & $B

Candidate: I appreciate knowing that upfront.  I’m already making $C, so it sounds like this role would be a step down for me.

Recruiter: You are getting paid more than that role is typically paid.  This is really a great opportunity and is paying a fair compensation for the role.

Commentary: This is awful wording that I’ve heard used multiple time.  My suggestion would be to congratulate the candidate for their career success and move on from the role that is a wrong fit.  If the recruiter communicates that the candidate is overpaid, the candidate has no reason to view the recruiter as an expert to help with the job search.  It also comes across as being more pro-company than pro-candidate and erodes trust in how the candidate will be presented to potential employers.

The future career growth spin:

Candidate: This sounds like a neat opportunity.  What compensation range is this role looking to pay?

Recruiter: This role is looking to pay between $A  & $B

Candidate: I appreciate knowing that upfront.  I’m already making $C, so it sounds like this role would be a step down for me.

Recruiter: I understand this would be a step down right now, but this is a growing company, so you never know what future opportunities this will open up for you.

Commentary: A step down is a step down.  Generally, there would need to be a very specific reason to make the move, such as the opportunity to work remotely, a shorter commute, a 35-hour work week, better paternity/maternity leave, better vacation, stock in company, etc.  A vague notion of future career growth is rarely a good reason to change jobs.  If the recruiter truly believes this is a unique growth opportunity, a next question could be, “How do you feel about your opportunity for career growth in your current role?”

The Script Reader:

Recruiter: Tell me about your experience with Salesforce.

Candidate: I’m proficient in declarative development.  Last week I was building a flow triggered by a process builder that did XYZ.

Recruiter: What was that called again?  A Builder Process?

Candidate: A process builder.  Are you familiar with Process Builder?

Recruiter: No, I’m taking notes for the hiring manager.

Candidate: Your job title says you are a Salesforce recruiter?

Recruiter: Yes.

Commentary: Nobody expects a recruiter to have the expertise of the candidate they are interviewing.  However, if the recruiter is not familiar with Salesforce at all, I would recommend saving the conversation about specific Salesforce experience for the hiring manager.  Instead, center the initial phone call around high level fit with questions like:

  • Are the commuting requirements for this job something you are open to?

  • Is the compensation range in the right ball park?

  • What kind of culture is the candidate looking for?  Corporate? Startup-up? 

  • What certification do you have/are you working towards?

The Salary Mis-match

Candidate: This sounds like a neat opportunity.  What compensation range is this looking to pay?

Recruiter: This role is looking to pay between $A & $B

Candidate: I appreciate knowing that upfront.  Based on that compensation, would I be right to infer that this is an entry level role?

Recruiter: Actually, this is a mid to senior level role with at least 5 year of experience and two certifications preferred.

Commentary: There are a lot of great resources to know what the market value for skills and experience is.  For a good candidate, set the compensation range above the 50th percentile.  An acceptable exception to this rule of thumb is for non profits.

 The Nebulous Urgent Job Requirement

Recruiter: Hi Candidate, I noticed your experience is a perfect fit for an urgent job requirement I have.  When would you be free for a 30-minute conversation about your experience?

Candidate: Thanks for reaching out!  Do you have a job description you could send over for me to take a look at before we talk?

Recruiter: All of our job descriptions are confidential until we submit your resume.

Phone call:

Candidate: Would you tell me a little more about what this role is looking for?

Recruiter: I actually have a few roles that might be a good fit.  Let’s talk about your experience and get me an updated copy of your resume to start with.

Commentary: If a recruiter would like to connect and discuss experience and career path, that is great.  Just don’t pretend there is a specific urgent job requirement in order to get a resume for your Applicant Tracking System.

The Resume Collector

Recruiter: Hi Candidate, I am recruiter for an awesome role that pays big bucks that I think you’d be a good fit for.  Send me over an updated copy of your resume and let’s schedule a 30 minute phone call to talk about your experience.

Commentary: This is the wrong time to ask for a resume.  Most job seekers will and should have an updated profile on LinkedIn that will give high level information regarding years of experience, certifications, and accomplishments.  This should be plenty of information to determine whether or not it makes sense to schedule an initial call.

The Scattered Schedule:

Recruiter: Would you like to set up a call to hear about the role?

Candidate: Sounds great. Would it work to talk at noon?

Recruiter: Sure! What is your phone number.

Candidate: ###-###-####

Recruiter (2pm): Sorry, something came up, could I give you a call tomorrow?

Commentary: As a recruiter initiating the conversation, it’s important to set the example you would like your candidate to follow when talking with the hiring manager.  If a candidate should not miss a phone call then reschedule, neither should a recruiter.

The Unreachable Recruiter

 Recruiter: Would you like to set up a call to hear about the role?

Candidate: Sure, I should be free at noon.  Would it work for me to give you a call when I start my lunch break?

Recruiter: Actually, I don’t have a direct line. 

Commentary: A direct number or extension is expected for any 1:1 professional business communication.  Not having a direct line gives the impression of being a recruiting call center instead of a recruiter that is going to personally get to know and work with the candidate.

The Salesforce-free Salesforce Recruiter

Recruiter: Would you like to set up a call to hear about the role?

Candidate: Would it work to talk in 30 minutes?

Recruiter: Sure! What is your phone number.

Candidate: ###-###-####

Commentary: if I have given my phone number to your recruiting firm half a dozen times in the last year, a recruiter should ask if the number they have is still the best one, rather than asking again for the phone number and going into the conversation with no context of previous conversations.  This recruiter will likely enter the conversation with zero context of the previous conversations with the same firm.  Salesforce is a great CRM that Salesforce recruiters can use to track their relationships and conversations with candidates.


Hopefully these tips an examples offer some actionable suggestions for successfully recruiting Salesforce talents in the market today.

From Artist to Admin: Samantha Stubbs

From Artist to Admin: Samantha Stubbs

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