Every business is different and has its own unique set of needs, and determining which resources are needed to make a Salesforce project successful can often feel intimidating, especially if you’ve never been through a digital transformation before. There’s a variety of different Salesforce talent that can be allocated internally or externally. Taking your Salesforce org from zero to hero starts with the right people.
Here are the three Salesforce profiles to pay attention to no matter your Salesforce implementation project size.
If you want to get the most bang for your buck out of your Salesforce org, first things first, get a consulting partner. You’ll need one no matter the size of the project. I’m biased but not to the point where I can’t put talent into an objective context—Salesforce wizzes have highly specialized skill sets. Their expertise can range from outlining detailed sets of business requirements, re-engineering business processes and other programmatic workflows, facilitating hard-to-have conversations around strategic business objectives, creating tailored change management plans, architecting solutions that yield sustainable, long-term results and to top it off—they typically know the technology better than the back of their hand.
Finally, consulting experts complete their work at Lightning speed (pun intended for you trailblazing fanatics). Because well, they do it every day.
Making sure a Salesforce project rolls out successfully doesn’t just require the expertise of contracted, limited-time consultants.
Sometimes, your hiring needs might entail bringing on only one person dedicated to Salesforce—known widely as a Salesforce Administrator—to prioritize org development and usability. Now, smaller companies can typically get away without hiring a dedicated Salesforce Admin, but most companies implementing Salesforce should consider hiring at least one internal resource whose sole focus is to grow its presence in a way that aligns with short and long-term business needs. It’s encouraged to make this type of hire prior to kicking off implementation efforts. Having a Salesforce admin in place before implementing your org allows them to work in collaboration with your dedicated partner resources from the very start of the project to finish. When hiring this person, try to bring them aboard as soon as possible. Top Salesforce talent will always appreciate having ample time to gather in-depth, historical knowledge of org use, and being brought into an implementation early ensures they can contribute as much of their expertise as possible.
Note that pushing out a LinkedIn or Indeed Salesforce Admin job posting isn’t the only way to nominate someone that can ensure successful org management. Companies sometimes identify an IT leader or an employee who’s looking to make a lateral career shift into the business operations universe to oversee org development. When this is the case, be sure to loop that person into each and every conversation early on to make sure they’re on board with the idea of pursuing a brand new role and being the face of the new technology that goes hand-in-hand with it.
Every Salesforce project needs at a minimum—one executive-level employee that is held responsible for quarterbacking internal project progress. From product evaluation to discovery coordination to go-live, this person needs to bring authority with them to help move the needle on project management. These champions are a great way to reinforce project deadlines. You can find more information on why executive touchpoints on Salesforce projects matter in this article.
At project completion, it’s perfectly normal to utilize both your internal Salesforce admin and your consulting partner to continue optimizing your org. Most implementation projects aren’t a one-and-done thing but an ongoing effort to refine your business processes and technical agility to meet the changing needs of your business.
It’s getting more and more common for companies to eventually shift toward bringing in most of their Salesforce talent in-house and building an internal portfolio of dedicated resources. Ask for your partner’s guidance on the skillsets you should recruit for if you decide to go that route. They’ll give you the tips needed to save you from investing a bunch of money in a developer if your org has been built with clicks, not code.
Are you exploring business transformation opportunities through Salesforce or need help mapping out your Salesforce resourcing needs? Connect with us here.
Max Hart is an Account Executive at Canpango. With an extensive background in Salesforce head-hunting and recruitment, Max combines his knack for positioning CRM professionals with his experience for driving successful CRM outcomes for his clients across the country.
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