At Salesforce, trust is our number one value. And it starts from the moment candidates have their very first experience at Salesforce — which often happens with my team, recruiting.
It’s our job to give candidates an authentic glimpse into life at Salesforce. We believe that our employees’ well-being directly affects the company’s success. Part of that well-being involves starting a new job with clear expectations. It builds trust. Similar to selling a product, our recruiters sell the full package experience of each role. That’s part of the reason we model ourselves like a sales organization.
In a high-growth company, recruiting is a critical line of business. When we’re not meeting with incredible talent, we’re geeking out about recruiting data. We fuel our team’s growth by employing sales approaches. For example, we place a huge importance on forecasting. For us, this means headcount — the number of people we expect to be able to hire. Every week you’ll find us swarming our forecast doc to analyze pipeline, week-over-week changes, and new hires. We examine it with the same level of scrutiny you would imagine a top sales leader to have.
Of course, this “recruitment as a sales model” didn’t happen overnight. From our journey of continually keeping pace with the growth of the business, we found new ways to scale how we recruit and run our organization. Here’s an inside look at what we do and how you can apply these to your own recruitment efforts.