Salesforce Job Market Report 2022 - 2023

Average hourly pay rates for contract Salesforce professionals.

• Salesforce Technical and Solution Architects
• Salesforce Business and Business Systems Analysts
• Salesforce Developers and Administrators
• Marketing Cloud Consultants
• MuleSoft Developers and Architects
• CPQ Architects and Developers

And more!

• Marketing Cloud as we know it is history. The next generation brings all Salesforce Marketing products together under one umbrella.
• The new structure of Salesforce products is meant to make it easier for B2B or B2C businesses choose the right tools.
  Commerce Cloud is more innovative than ever.
• Flow Automation Suite has risen to the challenges of the post-Covid economic climate.
• The next generation of MuleSoft is all about making things better in the midst of economic disruption.
• DevOps Center is the newest product designed to help hybrid teams with low-code implementation.

• The ecosystem of Salesforce partners delivering cloud services is 5X as big as Salesforce itself, and growing.
• Of the 9.3M jobs to be created in the next 4 years, just 15.5% are expected to be created in the United States.
• The U.S. desperately needs tech talent that is “home grown”.
• The top skills in demand for Salesforce professionals include Marketing Cloud, MuleSoft, and CPQ.

• Salesforce customers are asking for more specialized talent to implement, maintain, and enhance their systems for better ROI.
• There are more open jobs for qualified Salesforce professionals than there are people to fill them.
• Companies are shifting to using "full suite" approach to Salesforce to keep up with digital transformation standards.
• MuleSoft is moving into the spotlight but has a very scarce talent market.
• Larger companies are limiting their offers to candidates to their own detriment for fear of an impending recession.
• Trying to outsmart the talent market, companies are utilizing long-term solutions to short-term needs that are proving ineffective.

• Price inflation and limited hiring budgets are impeding companies from getting the talent they need.
• Organizations are not moving fast enough to catch up to candidate expectations, letting the best talent go elsewhere.
• 61% of survey respondents report that rate and/or salary is the most important factor in a job search.
• Fake candidates and candidate "catfishing" cause a company to waste resources they cannot afford to lose.
• Businesses are trying to meet Salesforces' standards of embracing diversity but are missing the mark.
• The innovative and lucrative work that attracts the best Salesforce professionals is getting lost to companies' short-term needs.

• Top Salesforce candidates know that they can afford to wait for the best opportunities in this job market.
• The best way to gain a competitive advantage is for company leadership to get informed on the standards in advance.
• The key is being an organization where the top talent wants to work and offering highly competitive benefits and salaries.
• Being a name-brand company no longer has the draw it once did for highly skilled talent.
• Embracing and encouraging diversity correctly is essential to being an employer of choice.

• Remote working models are no longer a gracious perk offered by employers but an industry expectation.
• Salesforce has taken a leading role in enabling remote work and remote contact with customers, driving immense growth for its partner ecosystem.
• 47% of companies surveyed relayed that the pandemic drove a need for more cloud-based solutions to stay competitive.
• 72% of candidates reported work-life balance and leisure time as a top priority of the U.S. tech talent pool.

• Retaining the best Salesforce talent is just as important as attracting it to protect organizational knowledge.
• With so many opportunities in the job market, being fired or losing a client is not as scary as it once was for professionals.
• People want to be trusted to do their jobs and will quickly go elsewhere if micromanaged.
• Salesforce professionals want growth and expansion of their skillsets to avoid feeling stuck and uninspired.
• Wearing too many hats or taking more meetings than necessary causes burnout and reduces impact to a company's bottom line.

• Moving quickly through the hiring process is crucial to compensating for Salesforce talent shortages.
• There are ways to refine the process and secure talented Salesforce candidates quickly.
• Setting specific interview slots in hiring managers' calendars and eliminating unnecessary interviews is a major time save.
• Having only key decision makers partake in hiring and observing a system for feedback makes the whole process move faster.