Salesforce Admins: Riddle Time

Probably one of the worse, ever:

Q: What rhymes with Tails Horse Purity?


A: Salesforce Security

How’s your knowledge on Salesforce Security?

Are you just making things work in your org to get by?

Did you inherit a disaster?

Maybe you’ve even given All Access Alan the full gamut of Administration Permissions, although he’s just a Sales Rep, just so he’ll leave you alone.

Well, if you need to brush up on your knowledge, please join Ryan Scalf’s Admin training class Tuesday and Thursday’s at 2 – 4 PM EST.

I’m pretty sure he’ll teach you something new and can probably help you get All Access Alan what he needs in a much better way.

Link to the Zoom meet-up in the comments.

We’d love for you to join us.


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Salesforce Pros: Is now the time to set sail?

As unconventional, naive, or ridiculous as this sounds, maybe now’s the time to make that change that you’ve been thinking about.


Short story:

When I was full time with consulting partners, the thought of going the independent contractor route crossed my mind many, many times.

But, it never really felt like the right time, and internally I was himming and hawwing: 

too risky to go

I’m comfortable so I’ll stay

why make a change

I’m not good enough

I’ll just wait a little longer

and whatever other justifications and rational thoughts came to mind.

Then 2008 hit and layoffs started to happen, customers put projects on hold, the future was very uncertain.

So I thought, maybe now’s the time.

I mean if I couldn’t make a decision when times were good, then hell, I might as well make one when times are bad.

So I took the plunge, and while my arrogance that I’ll land on my feet overnight was a swift kick to my backside, the decision was made, I was moving forward.

If you’ve been on the fence on making a career decision, maybe now’s the time and the opportunity that you’ve been waiting for…the igniter that you’ve needed.

The waters are choppy now, but you’ll need to set sail, smoother times are on the horizon.


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Salesforce Admins: M.I.M.E. (Maximum Impact Minimum Expense)

Are you currently taking the initiative to think of and find creative ways to be a critical asset to your organization?


Fortunately, Ian Gotts, came up with 4 excellent ideas to continue to be the all-star, value-added, Admin that you are:

1. Validating key dashboards and reports that are needed by executive management and looking out for data accuracy, overall usage, and key fields.

2. Simplifying page layouts. Removing unused and unnecessary fields, improving help text, adding a description for future trace-ability.

3. Removing unused managed packages resulting in a potential license cost savings or just unnecessary clutter.

4. Taking a deep dive into tracing what and how objects are being utilized throughout your org, what dependencies exist and then eliminating the waste.

Please check out the below URL, which Ian created 4 videos on how to do this with which offers a 14 day free trial along with extensions if needed.

I think you’ll find this exercise very valuable once you dive in and start navigating around.

If you don’t have time due to other priorities, how about delegating it to a newcomer to analyze that would love to get more experience.


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Salesforce Pros & Newcomers: Opinion on the current job market

While my (list) view of the current Salesforce job market is relatively small, a few thoughts to share:


Due to the uncertainty, it seems most companies are putting their hiring on hold. The good thing for those that aren’t, is the greater pool of available talent to choose from.

If you’re a Salesforce newcomer, this is an ideal time to ask your connections if there is an opportunity to pick up some volunteer work, particularly if you hear about layoffs happening. Those on the ground are probably overwhelmed with the workload which gives you a chance to get some experience on the lower level tasks they don’t have time for (data analysis, data cleanup, prototyping, etc.). CRM related functions are still happening.

If you’re currently one of those that have more work than hours and have the capacity to offload some of the smaller, maybe mundane, tasks that you think a newcomer could help out with, please do so.

For those that are in caught in the cross-fire, I’m sure you know about the importance of continuing to up-skill.

What better time to dive into understanding how those Apex Triggers work and why Developer Donnie seemed to get all the credit when it comes to building complex Salesforce solutions.


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Slowing down…

Maybe things have slowed down a little for you during this time and you’re not constantly running from one meeting, one call, one hallway conversation, one text, one email, one Slack chat, one Chatter feed to the next all day long.


How about a little career discovery/self-reflection time?

Science says a little bit of discovery, followed by a lot of development, then a lifetime of deepening will keep you on the right track.

For Discovery, asking yourself:

1. What do I like to think about?

2. Where does my mind wander?

3. What do I really care about?

4. What matters most to me?

5. How do I enjoy spending time?

6. In contrast, what do I find unbearable?

Also some definitions on what you might be looking for:

A job: “I view my job as just a necessity of life”

A career: “I view my job primarily as a stepping stone to other jobs”

A calling: “My work is one of the most important things in my life”

Reference: Grit by Angela Duckworth


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Over the weekend, I caught “Uncle” Bob Martin’s presentation on The Future of Programming.

Within it, he speaks about the history and evolution of hardware, software, languages, methodologies and programmers, while stressing the importance for technical discipline.


Back in 1945, it was predicted that the need for programmers was going to continue to be in high demand (considered mathematicians back then).

You might want to check out his presentation on YouTube as you’ll probably learn something new and it’s pretty entertaining (assuming you’re a techie).

Key takeaway (among many): as the amount of new programmers doubles every 5 years, this results in half the total number of programmers to not have experience, causing a perpetual cycle of inexperience, then causing the same programming mistakes to be made over and over, if the learnings of the previous are not taught to the new.

Below are some of the slides from his presentation.


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Salesforce Pros: How’s your Googling going?

You know, your ability to find exactly what you’re searching for in your 1st attempt by building a good looking query string like:


Salesforce Apex Callout OR “APIs” AND REST -SOAP

Actually, I have no idea if that’s a good query string, but I do know if you’re not currently using Dan Appleman’s Search The Force Custom Google Search Engine, you might be spending more time than you need on your Googling.

Check it out here:


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SRTotD (Salesforce Random Thought of the Day): The Save Icon

In checking out Johan Yu‘s, latest book: Getting Started with Salesforce Einstein Analytics, he references saving a lens, by specifically calling out clicking on the floppy disk icon.


This gave me a chuckle but also got me thinking…

To no fault of his own, but exactly which floppy disk is this lens being saved to?

Unfortunately, I just used my last one to create an emergency, bootable drive for my Windows 3.0 OS.

Long live the Save Icon!

Book review on Johan’s book coming out in a few weeks…


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Salesforce Professionals – are you gritty?

Do you want to be grittier?


What defines grit?

Based on Angela Duckworth’s book, Grit, her research shows 4 characteristics:

1. Interest – when we’re captivated by the endeavor as a whole, although some of it sucks, overall we find it interesting

2. Practice – the need to continuously be better and resist complacency

3. Purpose – your work is important not just to you but others, interest without purpose is not sustainable

4. Hope – ability to keep going, knowing there’s a light at the end of the tunnel, when things get difficult

If your current situation has you down, maybe check out this book to help bring out the grit within you.


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Need some pointers on the future of your technology career?

Please check out Dan Appleman’s latest session on Pluralsight, as I’m sure you’ll gain some additional perspective, based on his years of professional experience.


Best part of it: It’s free!


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Salesforce Career Seekers: Expecting versus Accepting

Before an interview, are you expecting an outcome to be favorable or rather accepting the decision no matter what?


There are so many variables at play when it comes to interviews and the outcome is unpredictable, would accepting before starting be easier on your emotional well being?

Particularity, because you’re not the one making the decision and although you might have felt it went well, those on the receiving end might have felt otherwise, or maybe they decided to put the position on hold, or received an internal referral, or promoted within.

All areas out of your direct control.

You did your best at the time, and even if you didn’t, the conversation has ended.

When we expect a specific outcome, if we don’t get it, we’re usually disappointment.

Being disappointed in someone else’s action or decision can be a monkey on our back that we don’t want or need.

I’m not suggesting for you to agree with the outcome, but by accepting it allows you to take ownership, understand, embrace and take what you can from the situation as it unfolds.

When it comes to interviews, plan for victory, and learn from defeat.

Then if you succeed, celebrate and if you fail, re-calibrate.


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Salesforce Professionals: It’s not fair!

Have you recently found out how much your new colleague (Newcomer Nancy) is making and thought to yourself, WTF?


That can’t be right.

I don’t believe it.

How is that possible?

Let me confirm, reconfirm, and confirm again.

“Hey Tenure Tom, did you hear how much Newcomer Nancy is making, please tell me it’s just hearsay.”

<more thoughts>

Nancy is definitely not better than me, more experienced than me, more skilled than me…I can just tell, look how she walks.

Why would “they” do that to me, to us, to those who have been in the trenches for all these years.

They should be paying me at least that, not some newcomer who hasn’t proved themselves yet at “my” company.

Well, maybe it’s fair, maybe it’s not.

Companies need to bring in new talent and often may have to pay a premium to do so.

And maybe you’ve either been a Newcomer Nancy before or will be fortunate to be one in the future.

Until then, a better decision could be focusing on your best output, and let the rest work itself out…


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Salesforce 1st Time Career Seekers: Impossible

Is landing your 1st Salesforce position considered impossible?


Impossible is an intriguing word meaning incapable of being true.

While there are some things that are considered impossible (e.g. changing the past), I don’t think landing your 1st Salesforce position can be one of them.

Maybe: Difficult, hard, frustrating, aggravating, challenging, annoying, disappointing and plenty of other verbs/adverbs.

But impossible?

Or asked another way, how can you prove it’s really impossible, can’t there always be one more attempt to make something possible?

Same concept can be applied to almost everything that we do…


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The risk/reward with paying less than market…

Especially for contractors.

Contractors do what they do because they’re good at it and there’s a financial upside.


Occasionally, they may take a position less than market if they’re in a pinch.


They know they’re being paid less, and they’re also probably getting calls regarding better paying options.

I think it’s only a matter of time when deciding to be cheap causes an employer to have to start over and back-fill.

Seems like a riskier move than to just start with market rates in the beginning.


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Are you easy to work with?

How about your colleagues, are they?

How about your boss, is he/she?


While there’s different ways for this to be determined, I think it should land near the top of the skills/personality chart.

It makes working with you and you working with others much easier.

If you know someone who’s easy to work with, let them know.

It could make their day…


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Salesforce Professionals – Your work environment…

Is your current environment bringing out the best in you?


Maybe you feel like no one really cares, or they don’t have the same passion, drive or grit that you know you have.

Are you surrounded by the type of people and leadership to help you and those around you grow?

It’s often said, your environment has the greatest influence in your success.

I’d suggest not to think:

“Just one more week, one more month, one more year, things might change.”


“As soon as:

so and so leaves

we move offices

I can work remote more often

we have a new round of funding

new leadership comes on board”

Sure, that might cause some changes for the better, but it will probably take time and won’t be the cure all solution.

Rather, why wait?

I know, change is hard, but being stuck is not any better.

“If you don’t like where you are, change it, you are not a tree.” ~Jim Rohn


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Brown nosing in the office…

“No way, Chris, I let my work speak for itself, I work hard, play fair and I’ll get ahead”


According to research, managing what your boss thinks of you and continuing to make a good impression is more important than hard work.

A$$ kissing is known to be effective, even when the boss knows it’s insincere.

Results in a reduction of workplace stress, improving happiness, as well as physical health.

If it’s your thing: make your boss look good, keep them happy, have them like you, it may help during performance reviews.

On a comical note, a classic scene from National Lampoon’s Christmas Vacation:

Clark Griswold’s Boss: “Don’t forget that report, Bill”

Clark Griswold: “Yes, sir”

<as the corporate executives walk out>

Clark Griswold: “Merry Christmas. Merry Christmas, Merry Christmas, Merry Christmas, kiss my a$$, kiss his a$$, kiss your a$$, Happy Hanukkah.”


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The internal challenge of continuous picking…

If you’re a parent with kids still at home, I think you have 3 primary things going on at a broad level:


1. Your family

2. Your career

3. Your social life

Putting time into one, takes time away from the other.

Finding the balance and keeping everyone (including you) happy is where harmony resides.

For most, much easier to say (and write) than do…


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Do we often get too caught up or stressed out by asking:

“what’s next for me”?


Trying to find that perfect job title and associated responsibilities, salary, culture, work environment, etc.

And also questioning if I was this title before, I can’t be this title again, as that’s not a career progression.

Or if I’m Jr. then I’m Mid then I’m Sr. or if I’m X, then I’m Y and then I’m Z, because that’s what society says is the right path forward.

I think it’s natural that we all question this.

Do our career advancements happen by timing, by fate, by chance, by serendipity, call it what you want?

But you hear someone followed these steps, did these things, and landed here, doing X, those same results should come my way.

I think one specific linear career progression is often a fallacy that we get too wrapped up in.

Rather, what do we enjoy most and can we excel at those few things?

Maybe we don’t know what THAT is quite yet, so we keep trying different positions.

But at some point, asking the questions:

“where do I consistently produce the best results and feel valued?”

“is the work I’m doing interesting, engaging, and financially rewarding?”

and then determining how and where can I spend most of my day doing those things.

Inherently, I feel your career will progress.


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Express yourself…

Do you find talking or writing about what’s troubling you, consoling?


If you’re not sure, try it, it could help you get through your current obstacle(s).

Often, you’re probably not even looking for an answer, rather just to express your thoughts, get them off your mind, in order to be able to turn the corner and continue on.

This past week I had:

1. A new Salesforce career seeker write to me expressing the struggles they were facing in landing their 1st position

2. A junior level Salesforce Admin call me to determine which position they should take next and expressing why it made sense

3. A request to have a call for someone expressing the need to make a transition to a new career in Salesforce

4. A senior Salesforce COE (Center of Excellence) Manager expressing what they really enjoyed about their position, but why it was time to move on

5. A private message expressing an opposing point of view on one of my posts on consulting

These are all great forms of expressing, and I’m sure it helped them in moving forward in some small way, regardless of what I (or any recipient) says in response.

In my best Madonna voice:

“Express yourself, You’ve got to make him

Express himself, Hey, hey, hey, hey”


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More and enough…

Do we have enough or just feel the continuous need to do more, be more, earn more?


Do we consider time = money, especially when we hear of all the Salesforce work that’s available out there.

Why can’t we have more (or bigger) slices of the Salesforce work pie?

If we’re working full time, that’s only 40, 50, 60 hours a week, we still have over 100 left (who needs sleep?).

During our lunch hour, after hours, on our commute, weekends, during our kids soccer game, etc.

I can be made available, give me more…

Earlier in my career, I felt the same way, as either I was on the bench between projects, or the work wasn’t keeping me busy (fulfilled) enough.

Looking for ways utilize my time on part-time gigs.

Now reflecting back, what is enough?

An internal struggle, I think many of us go through, weekly, daily, hourly.

I have time, what can I do with it?

Enough for one, might not be enough for another.

Is having more the right answer, or maybe it’s having just enough, right here, right now.

Find your enough, however more or less or equal that is for you, once you have it, be happy, be content, be fulfilled.


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SRTotD (Salesforce Random Thought of the Day): It’s crowded, scooch over.

The congested Salesforce consulting space…


Having a quick look at the Salesforce AppExchange, there’s 1475 partners.

How in the heck does a small consulting company get discovered?

How does a customer decide to choose this, that or the other company?

Maybe having a few 5 star ratings will help.

But, what if you don’t have any, yet?

Ok, you have one contact, who said they’ll bring your company on.

Great, but after the 3 month implementation is complete, now what?

You’ve been focused on delivery the whole time, not lead generation.

Your pipeline is now dry as a bone.

Back to square 1…

Occasionally, I speak to those that are thinking of starting their own Salesforce consulting company, and I believe the biggest challenge is the above scenario.

10 years ago, I’d imagine it was much easier, as the the field had a lot less players.

Now, without having an in-depth, well connected, entrenched sales and marketing engine already heavily tied to the Salesforce ecosystem, it seems pretty difficult to get noticed and keep momentum.


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Salesforce Newcomers: How are you standing out among your peers?

In addition to showcasing some of your work, how about publishing a few articles or videos and then have them as part of your extracurriculars on your resume.


Here’s some ideas:

  • A weekly set of questions/problems and answers that were posted on and why you thought they were important..
  • The top 3 Salesforce bloggers you enjoy reading about and what were some key takeaways they’ve shared.
  • Some of the recent Salesforce acquisitions, the facts about them, why Salesforce thought they were a good purchase and how that can change the CRM landscape.
  • A review of the seasonal release notes and which will make the biggest impact to Sales, Marketing, Admins, Devs, etc.
  • The top 5 trailheads that you found the most useful to a Salesforce newcomer and why.
  • A review on some of the AppExchange apps that you’ve installed and your assessment of those on why those are helpful.

A good quote to think about:
“In a crowded marketplace, fitting in is a failure. In a busy marketplace, not standing out is the same as being invisible” ~ Seth Godin (Marketer and Author)


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Salesforce Career Newcomers: Below are some thoughts and important questions I believe are important to ask yourself (or to ask someone else for help), if you’re considering down a new career in Salesforce.

1. Do I need an advantage(s) when compared to others to have success? If so, what are they? Talent, effort, education, background, personality, connections, all, none.


2. How likely am I to succeed? Why do I feel that way?

3. How significant is the payoff?

4. Is there an opportunity cost? Could/Should I be doing something else with my time? If so, what?

5. Do I have the right support system and encouragement to succeed? Are they actually helping or just blowing smoke?

6. Will I learn something about myself if I fail? Can I apply those lessons elsewhere?

7. When should I decide on a different path? Do I/Should I put a hard date in place? Am I starting to feel the financial pinch?

8. Will I be happy if I succeed? If so, why?

9. Am I utilizing my time as effectively as I should towards this path? If not, what else should I be doing instead?

10. Do I feel any momentum whatsoever or am I just consistently treading water?

These are not intended to discourage, but they are meant to be real, to try and help ensure you understand the landscape and personal well-being.


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Salesforce Career Seekers: How do you receive constructive feedback?

Does it bruise your ego?


Does it imply you were wrong and they were right?

Does it make you upset or distraught?

If so, maybe you can think about it differently…

It’s a GIFT.

To provide you better direction.

To give you more guidance.

To show you what’s needed to succeed.

To help you understand what’s important.

And it’s up to you to decide how to take it and make adjustments.

Rather than being upset, thank them that they took the time and energy to provide feedback as they’re helping, guiding and actually caring to make you better.

While this is an unnatural feeling, by taking a sense of gratitude to the individual or group providing you the message can be a game-changer in how you deal with constructive feedback, flopped interviews, discrepancies of opinion, etc.


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Chris, where should I go next?

To a big or small consulting company.


The last few weeks I was asked for my point of view on going to a smaller versus a larger Salesforce consulting company as they were getting offers from both.

While I have my own personal biases based on the previous decisions I’ve made and where it led me, and there is no one right answer, as it really depends on where you are in your career and what you’re looking for.

But, if you’re indifferent, my suggestion: Go Big.

Often, the biggest players get the gnarliest implementations/transformations, have the toughest customers to satisfy, have more politics at play, work the longest hours, have more administrative overhead, and can cause more stress.

“That’s dumb Chris, why would I want to put myself through that?”

Answer: Exposure.

If you’re in the earlier stages of your career, being exposed to as much as you can early on, helps in determining what you want or don’t want for your future.


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Salesforce Career Seekers: “If I had only”

How many times have we said or thought this?


After the interview…

If I had only:

– Gotten up earlier

– Left on time

– Prepared better

– Wrote it down

– Understood how

– Researched more

– Shook hands firmly

– Answered more thoroughly

– Shown more confidence

– Showered

– Remembered their name(s)

– Not gotten so flustered

– Tripped over my words

– Sat up straighter

– Talked with my mouth full

– Said “I don’t know” instead of BS’ing

– Ironed my suit

– Interrupted

– Looked them in the eye

– Spit out my gum

– Shown my work

– Asked more intelligent questions

– Thanked them

Well, we didn’t, we tried, we forgot, we got distracted, we came up short.

It’s over: 

– Reflect briefly

– Go for a walk 

– Eat a cheeseburger

– Watch a Seinfeld rerun

– Have “A” cocktail

– Talk to someone

– Write it down 

– Get it out 

You’re fortunate to have tomorrow, and the opportunity to go at it again.

“Yesterday is not ours to recover, but tomorrow is ours to win or lose” (Lyndon B. Johnson, 36th POTUS)


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The Salesforce Career Paradox (which can probably apply to most fields):

Entry Level Job Seekers: no choices (struggle to get their 1st position).


Mid Level Job Seekers: too many choices (struggle to be able to decide which position to take next).

Senior Level Job Seekers: the right choice (struggle to find a position that can actually propel their career to the next level).

And while one category may seem like a “better” problem to have, as you’re not in it, each one has it’s own respective challenges that we go through.


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Effective Communication…

Describe an example of a process that you’ve built as a Salesforce Administrator:


“Using an agile methodology, I’ve put together an in-depth and ultra-sophisticated series of highly regulated and error-free automation process steps that entails initiating and utilizing multiple decision criteria to produce an abundance of desired outcomes for the company’s sales team.”

Say what?!

There’s an art and genius to using simple language to get a message across.

By delivering precise answers that are clear and comprehensive to interview questions, you can be 2 (process builder) steps above the rest.

Rather, how about something like:

“I created a process that had 3 immediate actions, which included creating a new contract record, a post to a defined Sales Team chatter group, an email to the VP of Sales, as well 2 scheduled follow up tasks of 7 and 14 days, once an opportunity amount above $100,000 hit the stage of closed/won.”

I’m sure this could even use some refinement, but hopefully the point is apparent.

Practice your Q&A with yourself (or with your mom, your dog or favorite stuffed animal).

“Good communication is the bridge between confusion and clarity” (Nat Turner, Minister, Rebellion leader that led to the Civil War and slavery abolishment)


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Salesforce Career Seekers: Long term benefits of working for a consulting company.

You’re probably not always at a point to be too selective in all your career choices, but if you have a chance to work for a major, established, well-known consulting company and understand some of the nuances that come with it:


travel, extra hours, difficult clients, metrics, driven management, egos, continuously being pushed out of your comfort zone, asked to take on more work, small fish in a big pond environment, etc. and can grind it out for a few years, please do.

As I meet with companies (industry and consulting), they often ask for this background for their next hire, as they were once there and can relate: “Oh, you worked at X, me too, let’s chat”.

It has benefited me in my career, although it often sucked at the time, being on conference calls on a Friday night or prepping for a go-live over a holiday break, it’s opened up future conversations and opportunities that I might not otherwise would have had.

It’s not for everyone, but might be something you’d like to think about trying as you continue down your career path.


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Salesforce Career Seekers: Transferable Systems Skills

A good story on being smarter than the recruiting systems.


Often applicant tracking systems spit out resumes without specific keywords being recognized and while I’m not suggesting to lie on a resume, I do suggest to take what’s available and apply it.

Over the past few weeks, Bhavana Patel, CSM and I were discussing how she could take her other non-Salesforce experiences and skills and relate it to what a Salesforce Admin’s responsibilities would be.

Intelligently, she took the relatable keywords and phrases from the below admin training description and ensured her resume accounted for those that were applicable based on other systems she has worked on:

Keywords such as: Data, Formulas, Reports, Records, Logins, Access, Permissions, Configure, User Interface, Troubleshoot, Exceptions, Collaboration, Automation, etc.

I think it was a valuable exercise and if you’re not getting the results that you’re looking for, you may want to cross reference your resume.

“Do what you can, with what you’ve got, where you are.” Theodore Roosevelt, 26th POTUS


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“If you want to be a knight, act like a knight”

While the classic novel by Miguel de Cervantes of Don Quixote has many twists and turns, one theme is clear, that I think can apply to your goal of moving into or up in your Salesforce career as an Admin/Dev/Architect/Manager, etc.


If you want to be one, act like one.

Don Quixote was considered a knight-errant, where he would wander the land in search for adventure in his pursuit for chivalry.

Acting as if…

How are you pursuing your adventure on becoming a better Salesforce professional, especially if your current position isn’t allowing for additional growth?

How about going out and speaking to some of those who are where you want to be some day.

Asking about how their days typically play out, the types of projects and challenges they deal with, and advice to offer you to get where they are.

Then, take some notes, think about these, and ask yourself:

“What would an Admin, Dev, Architect, Manager do in this situation when you come across them.”

Psychologically, having these thoughts and actions could help build your confidence as if you’ve already played the part in your mind.

Be creative, be that Salesforce-errant.  Just don’t fight any windmills.

“Thou hast seen nothing yet.” -Miguel de Cervantes, Don Quixote


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Previous Salesforce Career Seekers: Did you decide to quit?

In your initial pursuit of a career transition doing Salesforce work?


Or even when you landed something and decided to eventually pivot out.

And more importantly, are you happy in whatever work that you’re now doing?

If so, I’d/We’d love to hear from you.

While I enjoy thinking and writing about Salesforce careers and will continue to do so, I think it’s equally important to discuss alternative paths to overall career success, enjoyment and fulfillment.

Particularly, when we seem to be consistently hit over the head with: Salesforce This, Trailhead That, Admin This, Certifications That, Community This, Opportunity That…the list goes on.

There are alternatives and I think perspective can help.

Maybe, I’ll come up with a short questionnaire to publish for those I hear from that decided that Salesforce wasn’t for them.

This post was inspired by a fitting quote I read today:

“If at first you don’t succeed, try, try again…then give up. There’s no use being a damn fool about it.” ~W.C. Fields (American Comedian and Writer)


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“Why are you looking to make a change?”

“That’s none of your beeswacks, Chris.”


I asked this question this week when speaking with a candidate who’s currently employed.

She delightfully answered and didn’t say the above.

Then I thought about it some more, and whether the question was really any of my business.

If it was being asked to me, I might question as why it really matters.

In this case, I wanted to make sure the position we’re discussing is not more of the same of what the individual DOESN’T want.

Often a job description only goes so deep, so we often need to dig a little deeper.

This then allows us to add those notes on the submission to either proceed or end the process.

Feel free to ask the recruiters you work with, “why do you ask?” if you feel uncomfortable with the questions being asked.

The question on current salary is probably one you’re thinking, which often company’s ask us to request, which we should also have an answer as to why.


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The customer’s Salesforce org that is…


Their words, not mine.

I’m sure there are some more elegant phrases to use.

It’s only Wednesday, and I’ve been involved with 2 conversations with very similar stories.

The good thing for you, especially if you’re a skilled Salesforce consultant, is that there’s plenty of interesting work to be had.

Call yourself – “The Jacked-Up Salesforce Org Fixer” if you’re looking for a new title.


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Salesforce Career Seekers: The right message at the right time.

“I already know dat, DADA!”


I hear those words time and time again from my 5 year old.

But he doesn’t take action.

Then what happens?

Low and behold, someone else says something very similar and he’s all over it.

A different time, with a different demeanor, from a different person, under a different circumstance, causing a different reaction.

Often we hear or see something that we’ve come across before, and it doesn’t mean a thing to us.

Then our circumstances change, and it’s the one thing that we really needed to hear to keep us going.

Continue to keep your internal antennas up to catch those messages.

“For the 4th time, Son, go brush your teeth, it will prevent cavities…”


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Salesforce Professionals: Mo Money, Mo Problems.

“I don’t know what they want from me
It’s like the more money we come across
The more problems we see” ~The Notorious B.I.G.


Do you believe this is true?

Have you experienced more headaches, more responsiblities, more stress, and less time as your salary has increased?

We would have to presume one typically leads to the other…

And does one amount over another lead to more happiness?

Studies show it could be $60K, $75K, $95K that just the right amount to make one happy.

And then there’s the hedonic treadmill: a person to remain at a relatively stable level of happiness despite a change in fortune or the achievement of major goals.

A thought provoking quote I heard yesterday:
“Money is the cheapest thing, liberty and freedom is the most expensive.” ~Bill Cunningham (American Fashion Photographer, New York Times)


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Salesforce Professionals: Do you read?

I’m not referring to just Salesforce blogs or other online articles.


Real, physical books.

Yes, they still exist, and believe it or not, they’re FREE at the library.

Or e-books if that’s your thing.

More importantly, reading books that seem totally unrelated to your current day to day work.

Maybe philosophy, auto-biographies, self-help, history, etc.

If you tend to struggle with some of the problems you face at work, maybe reading has the answer you need.

The possible path to overcome problems, might not be with you thinking and dwelling on them directly, but rather subconsciously through reading.

Go off course occasionally, see what comes to mind.

I know, if you only had time…

How about just 15 minutes before your day gets hectic, or on the bus/train ride in, or instead of watching TV in the evening.

Surprisingly, you may become increasingly better at solving problems on the job by relaxing a little outside of work with a book.

Thank you to, Brett Habing, for asking me to write a post about the significance of reading who I know has had success as a Salesforce Admin and BA by reading.

“If you don’t like to read, you haven’t found the right book.” – Joanne Rowling (Best selling author in history – of a book series)


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Learn from those who came before you.
Cartoonist Bob Mankoff’s, most reprinted cartoon in the New Yorker magazine history.


Robert Mankoff, a former cartoonist for the New Yorker, had a strong desire to be employed by the New Yorker, but had quite the uphill battle to get that opportunity. The New Yorker receives thousands of cartoons a week, and their acceptance rate is close to 0, but he knew if he could make that team, he would be considered one of the best.

For 3 years and after more than two thousand rejections, he said in an interview that he received enough rejection slips to wallpaper his bathroom. 

As Bob was getting frustrated, he realized that the adage of “try, try again was not working”, so he decided to take a different approach. He went to the New York Public Library and looked up all the previous cartoons that had been published in the New Yorker since 1925.

He analyzed the cartoon captions for length and the type of humor that was presented to see if he could find some missing element that he wasn’t presenting that was, in essence, causing all the rejections. After not being able to easily understand that missing link, it hit him, as he then realized that all the cartoons had one thing in common: 

They made the reader think.

And the cartoonists used their own personal drawing style to achieve that. Furthermore, there was no single, “best” style, as many variations were picked over the years.

Finally, Bob revised his approach to be more in-line with what would be accepted causing the viewer to think about the drawing, as well as adopting his own dot style of drawing (called Stippling).

With his revised approach, he drew the below cartoon, which was the first to be accepted by the New Yorker.

The next year, he sold 13 cartoons to the New Yorker, then 25 the following year, then was asked to become a full-time cartoonist.

While we often hear the saying, “success leaves clues”, I think this story is a great example of that. Although, discovering what “worked” wasn’t easily recognizable, Bob took his own approach to figure out how to get better by studying the history of those who “made it”.

If you’re currently going down the Salesforce career path and not sure how to achieve the success that you’re desiring, take a look at those who came before you, talk to them, research their background, ask intelligent questions, look for similarities that you can latch onto. Sure, everyone’s journey may be slightly different, but I think you’ll find patterns that have led to their success which you can also take into consideration to help you in yours.

Article inspired by a chapter on Robert Mankoff from the book Grit by Angela Duckworth


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Salesforce Professionals: Be Difficult!

To Replace…


This past week, I went to the dentist and once again, he had a new dental hygienist.

I think that makes it about 4 different ones that I’ve met over the last 2 years.

And while I don’t why the turnover is so high (maybe it’s him), my point is about you.

Are you easy to replace in your current position?

We’re all replaceable to an extent, but how difficult would it be?

The more difficult, the better for you and your career.

Not just at your current position but over the longevity of your career.

How do you become more difficult?

I think by:

  • Being uniquely you
  • Standing for something
  • Bringing a point of view
  • Taking initiative
  • Doing the work no one cares to do
  • Inspiring others
  • Leading by example
  • Being assertive
  • Showing your brilliance
  • Connecting, innovating, communicating
  • Doing the little things well
  • Taking the time
  • Failing and trying again

It might take some guts and you don’t have to do them all, but if all your employer wants is cheap and reliable, that’s probably not where you want to be.

Rather, be difficult to replace.


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Salesforce System Integrators – Please don’t shoot the messenger on this PSA.

If you’ve hired someone to be a consultant and the candidate joined with the premise to be a part of a consulting delivery TEAM atmosphere and then based on a “situation”, you’ve decided to push them into a onesie/twosie staff augmention role, there’s a good chance, they’re not happy, as that’s not what they signed up for.


You may want to have a candid conversation with that individual before they bail.

Or maybe you’re thinking, “Chris, shut your mouth, they’ll take what we have available”, which I understand, it’s business and the billables matter.

If that’s the case, a suggestion is to please let them know during the interview process what might happen.

Experienced Candidates – this goes for you too, ask those SI’s that you’re interviewing with, how their operating model works when it comes to staff augmentation and project work if/when times are slow.

If you want to be a contractor (aka staff aug), then just be a contractor.

Is there any point working for a SI, and then you being put on your own deserted island to fend for yourself?

I’m seeing/hearing more about the SI/staff aug lines becoming blurred.

Thank you on behalf of the voice of some (not all) of the Salesforce Talent Market.


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Salesforce Career Seekers: Salary Negotiations

Maybe there’s a middle…


Or rather an intermediate in this context.

I was asked to conduct a mock interview yesterday as part of the Salesforce mentor-ship program.

One of the topics we discussed was salary negotiations.

I believe it’s always more art than science, as there’s many variables that come into play when it comes to salary and only you can determine what “works” for you.

But maybe there’s a middle…

If a potential employer makes an offer that is a little less than what you’re expecting and they’re not budging.

Rather than declining the position all together and assuming that you’re really interested, express that, and ask if there are any options to accelerate you receiving a raise within 3-6 months of proving yourself.

Some companies have the flexibility to do this and it can potentially keep the conversation moving forward.

Obviously, there has to be some trust that they’ll come through, but it would get your foot in the door and help you gain some additional experience.

Don’t end the conversation entirely, think about if there’s a middle.

“Oh baby, why don’t you just meet me in the middle? I’m losing my mind just a little” ~Zedd, Maren Morris & Grey – The Middle


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Do you feel like it’s cheating?

When you decide to look for new opportunities while you’re currently employed…


Do you question your dignity, your pride, your loyalty, your trust?

Does it create anxiety, stress or guilt?

You might be worried that word gets out and your current employer or colleagues could find out.

Then what? Will you instantly be “let go”?

These are all natural tendencies we have.

There are reasons why you decided to start your search.

Use those reasons to help propel you forward.

You don’t have to blast your resume to the world if you’re concerned.

Play it safer, start with just having a few conversations with those you trust to get the word out.

It’s your career and your future.

Sitting still won’t get you any closer.

You’re not a cheater…


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Salesforce Career Seekers: The Candidate/Employer Tension

I think we’ll continue to see this tension get tighter and tighter.


You may be experiencing the same thing.

As more newly certified Salesforce career seekers come in to the job market, employers respond by adding another layer of qualifications.

And when barriers to entry to get into a new field are low (and relatively free), the ability to actually secure a position in said field gets harder and more challenging (although, not impossible).

If you’re venturing into a new career into Salesforce, I believe the more marketing that Salesforce does around job growth and the availability of additional jobs (how many are truly entry level?), the more tension employers will create to pull in the opposite direction causing the qualification bar to continue to rise.

Supply, demand, scarcity, abundance, wages, all of these weigh into the economic labor market equation.

I (and many others) will continue to think of ideas to encourage and help differentiate yourself from the masses with your creativity being the key differentiator, but please be aware of the candidate/employer tension that lies ahead.


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Salesforce Career Seekers: Getting Help

In general, I believe your peers want to help you, especially if they see that you’re struggling.


But, they need to “see” that you’re struggling and what you’ve done already, not just hear about your sob story about getting certs, badges and no interviews.

Over the weekend, I was working on my swimming and there is a guy in the pool who I often see.

He’s a good, experienced swimmer, I’m not.

After our swim session, he says, “hey, you should get some goggles, they’ll help you tremendously”.

We had never spoken before and it opened up some additional conversation.

I think this happened for a few reasons:

1. He’d seen me there at least 4-5 times before. (my consistency)

2. He was good at something, had been doing it for awhile, and wanted to help others/me. (his generosity)

3. He saw that I was putting a valid attempt in to get better (my effort).

If you’re not getting the additional help that you feel you need, think about if there’s other things that you can do to show others your consistency and effort.

It will often lead to the generosity of others.


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Nostalgia – the positive kind.

It’s interesting how nostalgia comes into play, especially in your career.


The “good ole days” one may call it.

Often it’s a feeling of joy bringing back your career confidence of yesteryear.

Maybe, it’s you diving into code that you haven’t seen in years and remembering quickly how it all works.

Maybe, you’re a seasoned pro and starting out with a new company that reminded you of your 1st professional position after college.

Maybe, it’s you getting pulled into a new project where you’re finding similarities where you were able to perform your best work.

Maybe, it’s reuniting at a new company with past colleagues you previously worked with and were truly the A team.

Maybe, it’s having a lunch with a previous manager reflecting on how he/she has shaped you to what you are today.

Maybe, it’s passing that certification exam, and how it felt similar to handing in your last term paper in college.

Maybe, it’s you hopping on an introduction project conference call allowing you to reflect on previous experiences of starting something brand new again.

Allow the opportunities of nostalgia to sit in when they come, as I think they are a great motivator to keep you moving forward while remaining youthful and satisfied in your career.


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Salesforce Career Seekers: You control one thing.

Your effort.


You don’t control:

if you get passed over.

if the recruiter ghosts you.

if the company cancels on you.

if someone on the team doesn’t care for you.

if you don’t get any feedback after an interview.

if the company drags their feed in making a decision.

if the offer is extremely lower than what you’re expecting.

Yes, all those things suck and shouldn’t happen, but they do.

Understanding that those annoyances you can’t control, and focusing on what you can control, is very important as you continue your journey.

Or maybe to put it another way, as the American rapper/producer/entrepreneur Sean John Combs/Puff Daddy/Puffy/P.Diddy/Diddy says:
“Can’t nobody take your pride, can’t nobody hold you down,
oh no, you got to keep on movin”


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Acres of Diamonds (Salesforce Style)

A parable about a farmer who left his land to go search for diamonds elsewhere (sadly he ended up drowning himself when he couldn’t find them), but low and behold he was sitting on a diamond mine in his own backyard.


Maybe, you’re also sitting on a diamond mine in your current Salesforce org.

A diamond mine of knowledge to be discovered that is…

If things are a little slow at your company or you’re waiting for a project to get approved, this is the time to start digging.

Especially if you’re in a seasoned org, where there’s been many individual hands in it.

You’d be surprised how one diamond (or maybe a time bomb) that you discover may lead to another that leads to another.

An opportunity to learn something new, dig a little, see a shiny object, ask some questions, trace some processes or Apex execution to get a greater understanding of how things were designed to work.

Maybe, try to rebuild it in your Dev org, piece it together, see if there’s a way to improve on it, move it from highly custom Apex to declarative functionality.

Create your own mini-project.

It builds your confidence, your analytical and technical skills, as well as showing your management team that you’re no slouch.

Your Salesforce Acres of Diamonds awaits you.


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Thinking of going the independent contractor route?

Yesterday, I posted about giving this a try, if you’ve been considering it.


Coincidentally, I had a full time employee call me that’s taking this path but didn’t know what their hourly rate should be.

I advised not to take your annual salary and divide by 50 (or 52) or however many weeks you work in a year.

You need to account for your loaded cost which is going to be ~20-30% more than just your salary.

This includes things such as: payroll taxes (SS, Medicare, Unemployment, Workman’s Comp), insurance (medical, dental, life, long-term disability), 401K matching, PTO, possibly an office, desk, laptop, cell phone reimbursement, training allowance, etc.

But the biggest intangible is RISK.

That should be included in your hourly rate calculation and that’s up to you to decide.

While also considering what a company (overall market) will pay for your services.

Easiest example:
Your current salary: $100,000
Salary + loaded employer cost: $120,000 – $130,000
Equates to hourly: $60-$65/HR
Going independent (1099): I suggest at least $65-$70/HR

There’s many variables at play, just don’t sell yourself short and think it’s a 1 to 1 match, as it shouldn’t be.

Hope this helps a little.

Note: I’m not HR, an accountant, or the IRS.


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Thinking of going the independent contractor route?

I would suggest to go for it, try it, see if you like it, you could always go back to full time if it doesn’t work out.


IMO, I would not suggest it if you don’t have at least around 8+ years of solid experience first (ideally from consulting, or have a technical background, or a niche skil-set).

It may be a little rough getting your 1st gig, and you may hit some lulls along the way, but if you could use some independence in the work and projects you decide to do, maybe this is it.

2 good conversations I had with independents this past week:

Salesforce Architect – “Chris, I’m taking the month of May off to go hiking and will not be available”.

Pardot Consultant – “Chris, I’m currently working from Bali so only available for remote projects”.

That’s nice – they have the ability to depict how they spend their time, and it works for them…

If you’re not sure, post your resume to Dice (while still working), see what happens, it might be the calling you were meant to pursue.

Just step on the gas, don’t get stuck in the mud.


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Salesforce Career Seekers: Why This Path?

If you’re currently on or are thinking about pursuing a career as a Salesforce professional, why is that?


Is it strictly for the tangibles (salary, prosperity, longevity, culture, etc.)?

Once you land something, will you be satisfied?

Or asked a different way:

At this moment, do you truly enjoy being overwhelmed with the setbacks, the studying, the denial of opportunities, the bruised ego?

With the realization that it’s all a part of the path forward?

If so, great, because here’s the thing:

The obstacles won’t stop, once you land a position.

You’ll continue:

to struggle to keep your head above water with information overload

to want to throw your laptop out the window when you can’t solve a problem

to be pushed (often by an annoying manager)

to deal with stakeholders and users with unrealistic expectations

to get denied that raise, that promotion, that project, etc.

A career in Salesforce (like any other career choice) is not all sunshine and rainbows (regardless of what Salesforce marketing shows).

The tangibles might be nice, but I don’t believe it will compensate for your personal job satisfaction over the long run.

Enjoy the path forward along with the twists, turns, potholes, and dead-ends that come with it.


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Salesforce Career Seekers: Trailhead Badges – Collecting or Connecting

Which are you doing?


Which do you think is more valuable?

Questions that you might want to ask yourself:

Am I gaining real knowledge or is this considered trivia?

Is what I’m learning applicable to landing my 1st position? Can I relate them directly to a job description?

Am I retaining or just doing?

Is it actionable immediately?

Can I apply what I just went over to do something more creative? Maybe connecting one to another to build my own complete solution.

Trailheads like Lego sets usually have a series of instructions and are a good foundation.

It’s when we take what’s given and build something unique, better and using our inner genius that allows us to stand out.

Yes, it’s hard; yes, it takes more time; yes, you might fail.

That’s why most don’t/won’t do it.

It’s not that most can’t.

More importantly: you’re not most.


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Salesforce Career Seekers: “You Don’t Have To Pay Me, Just Give Me Something Real”

These were the words of Bill Bilichick, coach of the New England Patriots NFL Team, when he was applying for his 1st football coaching position.


I realize the Patriots are not in the Superbowl this year, but I thought his story is still inspiring since today is Superbowl Sunday for the U.S..

When Bill finished college, he mailed out 250 letters asking for some type of position as a coach.

No response.

Then, the Baltimore Colts needed a cheap film guy to study the games, provide notes, collect the playbooks from players who were cut, and to run
random errands.

The coaching staff determined during the interview that he had the passion to succeed and hired him.

Since 1979, he’s considered one of the greatest NFL coaches of all times, winning 8 Super Bowls as either a head coach with New England or a defensive coordinator with the New York Giants.

While I’m not saying working for free is the right choice for you, if you have only applied to 3 positions, or you’re not being creative in figuring out ways to
get your foot in the door, hopefully the above story will help.

Go San Francisco Chiefs!


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Salesforce Career Seekers: Your January

How did you do?


Did you hit the new year running like you had planned back in December?

Maybe not.

Maybe you hit some unexpected obstacles.

Maybe you let some distractions tilt you off course.

Maybe you didn’t get the call back for the interview that you were hoping for.

Maybe you didn’t pass that certification exam that you prepared intensely for.

Maybe you went through 3 interviews and then didn’t get offered the position.

Maybe the offer that was presented just didn’t feel right, so you declined.

Maybe you started something new, and quickly realized it wasn’t for you (or the company decided that for you).

Maybe you got bruised, torn, cut or upset along the way.

Guess what you have the chance to do?

Begin your February!

How exciting! Another month to move forward.

Rip January off the calendar, it’s come and gone.

Reflect briefly, then get back at it.

You have the fantastic opportunity to go another round.


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Salesforce Career Seekers: The Blockbuster Model

About 20 years ago, Blockbuster offered a “try before you buy” approach.


They allowed a customer to listen to a CD (yes, CD’s as in Compact Discs) before making a purchase.

It was a great model, as a customer could gain more clarity on what they were buying.

This model is applied to most services and products online now (streaming, shareware, etc.).

Sometime it’s just a sample, but enough to spark an interest.

Maybe this same approach can work for you.

By building out example Salesforce projects and solutions for potential employers to view and sample.

Providing a glimpse of what you can do, what you’ve learned, and how you’ve applied it.

It may lead to a phone call, an email inquiry, an interview and ultimately a job offer.

Companies often have resistance to making a hiring decision, so allow your work (not your resume alone) speak for itself and reduce their hiring reluctance.

You have a best-selling Top 40 hit to offer.

Potential employers need and want to listen, see, and experience it.

Create your hit!


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Salesforce Career Seekers: The Significance of Patterns

Patterns are used to solve problems.


They help in reusability, maintainability, and performance.

Not just Apex, Integration or Error Handling.

How about the interview patterns you face?

Would you say most follow a series of patterns with the questions that are asked?

Functional, Situational, Technical, Personal, etc.

Continue to get comfortable with those.

Use those patterns to your advantage.

Occassionally, an exception is thrown, can you rely on a how you tackled a similar situation using the same type of pattern (technique)?

The significance of patterns…


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Salesforce Career Seekers: Your Work (no one else’s)

In the mornings, at the gym, there’s a guy who is in his lower 60’s and in pretty good shape.


Every few weeks, I tend to see him with a different workout partner.

For only about a day or two.

Then he’s by himself, again.

This has happened at least 5 times over the last 6 months or so.

So I asked him, “What’s happening to all your workout partners?”

His answer: “I’m here, I’m putting in the work, if they show, they show, if they don’t, they don’t”

It doesn’t get much simpler than that.

Please don’t get so wrapped up in what others are doing, the success they may or may not be having, as the work that you’re doing is all that matters.

Keep it simple…


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Salesforce Community Group Leaders: If you’re looking for presentation ideas for future meet-ups, how about:

Having Salesforce authors present their books.


Outside of the hard work to write a book, the opportunity to promote it is critical.

We often see and hear authors, actors, and other entertainers, as guests on talk shows, podcasts, and live events trying to get more awareness of their name and their book.

The local Salesforce community events would be a great stage for our authors.

I think hearing their story would be informative and educational on:

– What inspired them to write it

– Walking us through the writing process

– Who the book is for and how can it help

– Q&A

A few of the publishing companies and contacts for some of the books I’ve read: Susan McDermott of Apress, as well as Packt, and a few others.

Thank you for your support.


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Lack of communication often leads to bigger problems.

One of the biggest challenges, yet often easiest to correct, is communication break-downs.


It’s usually not about the actual work, rather about how the situation was communicated (or rather not communicated).

Not communicating leads to surprises and management hates surprises.

If you’re interviewing and already have personal vacation scheduled, let them know.

If you’re behind schedule on a project, let them know (beforehand).

If you don’t understand how to do something (and have tried different options), let them know.

If you have a personal situation going on and are not your usual self, let them know.

If you’re going to be late coming in, let them know.

If the spend is approaching the budget, let them know (before it’s spent).

If you’re having a conflict with a co-worker and you don’t see it being resolved, let them know.

If a decision was made that really bothered you, let them know (I don’t mean whine).

Managers have intuition, most can get a pretty good read on people/situations.

Whatever message you need to give, they would much rather hear it from you.

It may cause you anxiety and some friction, but a majority of time, the problem can be resolved or minimized with effective and proactive communication.


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Salesforce Career Seekers: Don’t stay in neutral

Neutral: Scrolling, reading and just liking content is not the gear you want to be on LinkedIn.


You won’t go anywhere and may even start rolling backwards.

Start shifting those gears…

You never know who may be paying attention to what you’re saying, doing, contributing or engaging with/on.

Take your foot off the clutch and let the world and possible employers see that you’re moving forward.

Have no fear, an opportunity is near, just get your rear, in 1st gear.


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Salesforce Career Seekers: Strengths or Weaknesses

One challenge I think we often have is, where do we focus our time and energy when it comes to our skills and inherent abilities.


Do we work on identifying and improving our weaknesses or continue to zone in, refine and further build upon our existing strengths?

We see this being asked when it comes to what our next Salesforce certification should be or where should I go next in my career.

I don’t believe there is one perfect answer, but as long as we’re moving forward, rather than backward or staying stagnant in our current work, we’re headed in the right direction.

This thought conceived when I was doggy paddling in the gym pool yesterday attempting to swim when I’m traditionally a runner.

Keep moving forward, with or without swim floaties…


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Salesforce Career Seekers: “We Decided To Go In A Different Direction”

I hate that answer…


Don’t you?!

I was told that yesterday.

What does that even mean? I have no idea.

But, who cares? Let’s not worry about it.

Let’s do this instead:

* Be thankful that they were impressed enough to schedule an interview (maybe my resume is actually quite good)

* Add those that I met to my LinkedIn network (for future relationship building)

* Find a better opportunity that would be more fulfilling (smaller/bigger organization, more/less structured, better hours, etc.)

* Finish that project I’ve been putting off (cleaning the garage, sorting my mismatched socks)

* Analyze the results internally and make some adjustments for next time (build my emotional muscles)

* Connect with new organizations and people (wow, I never knew they had an office here)

* Further research those topics that were discussed during the interview to expand my knowledge and potential (Apex – what the heck is that, I better check it out)

You can go in a different direction too!

Or maybe, you’re not in the mood for any of the above:

No problem…

Go for a long walk, then write a little, then sing out loud, then:

Go eat a chocolate cupcake!

Better direction awaits…


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Salesforce Career Seekers: Be Quick To The Point

Or rather, be the 1st to respond.


To have a better shot at a new opportunity.

Recruiters often stick and move all day long.

Usually, the 1st qualified applicant that responds starts the conversation and possibly the submission process.

Sure, you might get ghosted, ignored, and whatever else, you can’t control that.

Control what you can control, which is your promptness.

Maybe some Vanilla Ice lyrics will help:

“Quick to the point to the point no faking

You’re cooking those recruiters like a pound of bacon”


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Salesforce Certifications – if you’re setting out this year to get more, below are some questions you might want to ask yourself.


The intent is not to persuade or dissuade, rather to help ensure you’ve thought about the process (aka your time), your goals and the associated benefits.

Why am I getting it?

Am I choosing or is it being forced?

Is what I’m doing really learning? or just memorization?

Is it about curiosity and passion or just accreditation?

Will it help me, my organization, my peers, in the long run?

Could I be using my time more effectively? If so, doing what?

Does it make me more valuable?

Will it open more doors?

Does it translate well into career advancement?

Do I know others who have seen more success because of it?

Does it make me a differentiator when evaluated against my peers for a promotion or during an interview?

What is my end goal with another certification?


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SRTotD (Salesforce Random Thought of the Day): Salesforce Connectivity

No, I don’t mean how to connect Marketing Cloud to Service Cloud.

Rather, the connectivity of people.


As big as the Salesforce ecosystem may seem, I believe it’s actually quite small based on how connected it is.

People talk, connect and share ideas, experiences and stories.

The good, the bad, and the ugly.

If we’re not providing qualitative feedback to those who interview and do not get hired for the position, word spreads, possibly causing company’s reputations on culture being damaged, or even the hiring authority’s credibility to be reduced.

Maybe, we can do better this year, especially to those who are looking for their 1st opportunity.

The feedback they receive, however akward or difficult it is to give, could be just the right ingredient they need.

I think Martin Luther King, Jr. said it eloquently: “Whatever affects one directly, affects all indirectly. I can never be what I ought to be, until you are what you ought to be. This is the interrelated structure of reality”.


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Salesforce Career Seekers: The “right” connections and conversations

Are you spending your time connecting and speaking with those that can get you a little closer to your 1st opportunity or are you reaching out to everyone and anyone that has Salesforce somewhere tied to their title/LI Profile?


A few thoughts:

1. Many companies do not use external recruiters, those that do, are looking for those they cannot find themselves, typically that’s the needle in the haystack, you know the all in one: “Admineveloperarchitectbusinessanalysttrainertesteroperationalstrategist”

2. Companies that are looking to fill entry level positions will often use their own network, alumni programs and internal connections and referrals to find someone.

3. Salesforce recruiters are everywhere (or so it seems), most do the majority of their work in their respective geographical region where they have the closest relationships with companies. The odds that a recruiter located in Chicago will have a direct opportunity in Jackson, Mississippi where you live, is pretty slim (although they might have a colleague managing that region based on size).

While you never know where one conversation will lead, please make sure that you’re using your time and outreach approach effectively in your pursuit.


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Experienced Salesforce Professionals: New Year, New Possibilities?

Almost 2 weeks into 2020 and I have been asked to review and provide my opinion on more resumes than usual.


Maybe it’s just that time of the year…

The question is: is there anything holding you back?

If you’re unsure on what you want to do, or where you want to go, maybe dip your toe in the water, it may be ice cold, lukewarm or boiling hot, but you’ll need to take off your stilettos and penny loafers, to find out.

“If one does not know to which port one is sailing, no wind is favorable” ~Seneca (Roman Stoic Philosopher)


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Salesforce Career Seekers: You Can’t Walk Your Way Off The Island



This statement is an adage that is embraced in Latin America for up and coming baseball players who have dreams to make it to major league baseball.

Which means, they needed to swing hard and often…taking a base on balls isn’t enough.

As Roberto Clemente (Hall of Fame Hitter) once said (paraphrased): “Outside, inside, ankle high, at the head, it doesn’t matter, we’re swinging.”

I think this is the same approach you should have as you continue your Salesforce career search.

Take every conversation, every interview, every opportunity, every pitch, to swing your way into your 1st position.

100% on-site, help-desk, part-time, data cleansing, evenings, weekends, a lower than desired wage, lack of benefits, 1 hour commute by bus, train, walking, relocating, sweeping floors 70% of the time and Salesforce related work 30%

Any and every pitch that’s thrown your way.

If you’re not swinging at them all, someone else is…


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Salesforce Career Seekers: Inspiring and Motivational Quotes to Share

While some of us are internally motivated, I think many of us want or could use a little help to get us through the occasional troubling times that we’re currently facing or might experience in the future.


Below are a list of quotes (some slightly improvised) from Jim Rohn, who’s considered America’s foremost business philosopher who wrote the book: “The Treasury Of Quotes”, where I chose the top ones that I felt might be the most helpful for you.

Movement/Activity/Labor:  🏃‍♀️🏃‍♂️

·      You must act, God said, “if you don’t move, I don’t move”.

·      The few who do are the envy of the many that watch.

Basics/Fundamentals: 🧮

·      Success is nothing more than a few simple disciplines practiced every day. Failure is simply a few errors in judgement repeated every day. 

Career/Marketplace: 💻

·      We get paid for bringing value to the marketplace. It takes time to bring value, we get paid for the value, not the time.

·      Where you are currently, is not where you have to stay.

·      The worst days of those who enjoy what they do are better than the best days of those who don’t.

·      You cannot change your destination overnight, but you can change your direction overnight.

Communication: 💬

·      Effective communication is 20% what you know and 80% in how you feel about what you know.

·      Communication is the ability to affect other people with words.

Desire/Motivation: 🙌

·      Motivation alone is not enough. If you have an idiot and you motivate them, now you have a motivated idiot.

Education/Learning: 📚

·      Formal education will make you a living; self-education will make you a fortune.

Sharing Your Work:  ✌️

·      Nothing teaches character better than generosity

Goal Setting: 🥅

·      The value obtaining a goal makes out of you will always outweigh the goal itself.

Happiness: 😊

·      Learn how to be happy with what you have while you pursue all that you want.

·      Happiness is the art of learning how to get joy from your substance.

Health: 🧑‍⚕️

·      Make sure the outside of you is a good reflection of the inside of you.

·      Take good care of your body, it’s the only place you have to live.

Influence/Association:  🤼

·      You must constantly ask yourself: Who am I around? What are they doing to me? What have they got me saying? Where do they have me going? What do they have me thinking Most importantly: What do they have me becoming and is that okay?

·      Some people you can afford to spend a few minutes with, but not a few hours.

Journals: 📒

·      Don’t use your mind for a filing cabinet. Use your mind to work out problems and find answers; file away those good ideas in a journal.

Leadership/Management: 👑

·      Be strong, not rude; Be kind, but not weak; Be bold, but not a bully; Be thoughtful, but not lazy; Be humble, but not timid; Be proud, but not arrogant; Be humorous, but not insulting

·      Start with where people are before you try to take them where you want them to go.

·      Lead the way by personal example.

·      Managers help people to see themselves as they are. Leaders help people to see themselves better than they are.

Personal Development: 📖

·      How long should you try? Until.

·      What you become directly influences what you get.

·      The most important question to ask on the job is not: “What am I getting?”, rather “What am I becoming?”

·      It’s not what happens that determines the major part of your future. What happens, happens to us all. It is what you do about what happens that counts.

·      Your paycheck is your responsibility not your employers. Your employer has no control over your value, but you do.

·      You should do more than what you get paid for, as that’s where the fortune lives.

Problem Solving: ➕➗➖

·      To solve any problem, here are 3 questions to ask yourself: What could I try? What could I read? Who could I ask?

·      The best place to solve a problem is on paper.

Time Management: ⌛

·      Time is our most valuable asset, yet we tend to waste it, kill it, and spend it rather than invest it.

·      Don’t mistake movement for achievement. It’s easy to get faked out by being busy.

Hopefully, some of these made an impact for you as you continue down your Salesforce career journey.


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Salesforce Career Seekers: A Few Lessons from Misters Rogers’ Neighborhood

In learning a little more about the symbolism that was provided to us in the children’s television series Mister Rogers’ Neighborhood that lasted over 30 seasons, 900 episodes, from 1968 to 2001 winning multiple Emmy’s, I believe there’s a few lessons that might apply to your Salesforce Career Journey.


Blinking Yellow Stoplight = Slowing Down

In the beginning of every episode a stoplight is shown, blinking yellow.  As we deal with constant digital interruptions and always being on the “go” moving from one task to another, Mr. Rogers wanted to help enforce the need to slow down and take time to think for ourselves. Rather than always working on your next certification or that next Salesforce badge, slow down and think about creative ways to help you either advance your Salesforce career or to land your 1st Salesforce position. 

Maybe each morning, spending 10-15 minutes to write some creative ideas down to try, these ideas are unique to you. Rather than using specifically what a Trailhead or any other blog might suggest, trying using these as an initial guide but then come up with your own creative solution/approach.

Egg Timer = Focusing On The Task At Hand

In one episode, Mr. Rogers would cook an egg, timing it for 60 seconds in silence to show his audience how long 1 minute is, as well as how to be quiet and still during that time. This quiet time and focus helps prevent any outside distractions from interfering with what you’re currently working on. It could be an egg timer for 1 minute or a stopwatch for 30 minutes, it’s the ability to tune out emails, text messages or phone calls that will allow deeper focus on your current work.

Look For The Helpers = Mr. Rogers Would Turn To His Neighbors For Help

Whether it’s the postman, the policeman, the milkman or anyone else that was in his neighborhood, he would have them be a part of his show to teach his audience new things while carrying on an interesting and informative conversation about a specific topic.  In your Salesforce career search, are you turning to others to help you? While there’s plenty of information written already on various Salesforce topics, connecting with others and having a meaningful conversation to look for help and guidance can be a powerful process in your Salesforce career progression.

There’s many more lessons from this hit show, these were a few that seemed to have relevancy to your Salesforce career. Lastly, as he closed every episode, he told his audience:

“You’ve made this day a special day, by just you being you”.


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Salesforce Career Seekers: You Control How You Show Up

In the spirit of the NFL playoffs and the controversial call (or lack thereof) between the Minnesota Vikings and New Orleans Saints, that some may say cost the Saints the game, the refs not making the correct call was out of the players, coaches, owners, and fans control.


For you as a Salesforce Career Seeker, you not being offered the position after the interview is also out of your control.

What is in your control is how you show up and present yourself.

Were you as prepared as you could have been?

Were you on-time or even early?

Did you articulate answers to questions as thoroughly as you could and show humility on those you could not?

Were you able to present confidence and exuberance without coming across as egotistical?

Did you do more listening than talking, and not cut anyone off mid-sentence?

Did you thank them for their time even if you didn’t get the position with long-term relationship building in mind?

The Saints will try again next season and you’ll have your next interview sooner than that…


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Salesforce Career Seekers: Providing A Reason to Listen

Below is a quote that I think is relevant to your career search:


“You cannot sell to someone who isn’t listening; word of mouth is the best medium of all; and dullness won’t sell your product/service, but neither will irrelevant brilliance.” ~Bill Bernbach (Pioneered creative advertising for Volkswagen – Think Small, Avis – We Try Harder, Life Cereal – Mikey Likes It)

Questions to think about from this quote:

1. How are you getting a hiring manager or HR to listen? It probably won’t be by yelling or pestering the same message: “Pick me” more or louder.

2. How are you using and amplifying the medium of word of mouth to get you a little closer to an interview? Can you be referred in, are you building relevant relationships through networking?

3. How are you helping to ensure your message is not “dull”? Dull may also mean the same message as everyone else.

4. How is your brilliance relevant to where you’re applying or who you’re interviewing with? You have brilliance, but having a one size fits all resume as your only credential is not it.

Hope these ideas help as you strategize your career search this year.


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Salesforce Career Seekers: Why Write?

Over the last few years, I’ve become a strong advocate of writing and I encourage you to try it as well.


I believe writing allows you to decompress, as well as the opportunity to help others.

To summarize a stoic philosophical conversation:

A philosopher was asked:

“What was the objective of all the trouble over a piece of craftsmanship when it would never reach more than a few people?”

The philosopher answered: “A few is enough for me, so is one, so is none. I am writing this not for the many, rather for myself, or for you alone, for each of us is an audience for the other”.

This year, you might want to incorporate writing into your daily or weekly routine or at least when something is troubling you, to see if it helps gets you over whatever hurdle you’re facing.


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Experiencing Cold, Gloomy Winters In Your Salesforce Career Search?

In the U.S., we just hit the official season of winter, and for many of us, that brings the colder weather, gloomier days, along with the potential for a little less motivation to do the things we want/need to do in our Salesforce career search journey.


If we relate the winter months to your career search and maybe you’re hitting some cold, windy, icy, overcast days without much sun (new opportunities) in the forecast, causing you to feel a little down and unmotivated. Especially, when you’re not getting a call back after the interview or receiving any responses after submitting your resume for a position that seems to be the perfect match for you.

“If we had no winter, the spring would not be so pleasant: if we did not sometimes taste of adversity, prosperity would not be so welcome.” ~Anne Bradstreet (1st Puritan English Poet)

If this is the case for you and you’re hitting the winter season, remember that for the last 6000 years of recorded history, spring follows winter, which means brighter, warmer, sunnier days lie ahead.

“No winter lasts forever; no spring skips its turn.” ~Hal Borland (American Author, Journalist and Naturalist)

It’s during these winter months where our tolerance is tested and patience to persevere matters the most and this is the time to double down on your career search efforts when others may not “be in the mood” to do so, leaving you at a distinct advantage.

“Winter forms our character and brings out our best.” ~ Tom Allen (American Politician and Author)

If we decide to neglect today’s undesirable climate and corresponding gloomy mood for a better, more appealing tomorrow, once the warmer weather is finally here, we might not be as prepared as we should/could have been. Therefore, the act of planning, executing and having the confidence now, so when spring arrives, the possibilities of new career opportunities can be made available to you.

“Let us love winter, for it is the spring of genius.” ~Pietro Aretino (Italian Playwright, Poet, Author)

The Winter Season In Your Salesforce Career Search


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Salesforce Career Seekers: For 2020…

If you’re looking for an idea (or New Years Resolution) for 2020, how about:


Allowing yourself to get slightly more uncomfortable with your career search.

Being uncomfortable means something different to each of us, but whatever you did for 2019, can you add another step to the process to see if better results can be obtained?

Some suggestions:

* Write that/those article(s) that you’ve been thinking about but haven’t executed on.

* Build and display those apps that will show your creative side.

* Reach out (leave voicemails) to hiring managers/internal recruiters after applying for a position.

* Follow up on a position until you hear the final decision.

* Ask a local Salesforce professional out for coffee or lunch to build a new relationship.

* Collaborate with others on your job search asking for engagement and opinions.

* Ask another Salesforce career seeker to team up on a project together to hold each other accountable.

* Find an opportunity where you can bring out your inner leadership capabilities.

The list goes on…

“Discomfort brings engagement and change. Discomfort means you’re doing something that others were unlikely to do…” ~Seth Godin (American author, blogger, marketer)


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Creating Momentum: Amelia Earhart Style

Salesforce Career Seekers – are you creating momentum and continuously moving forward as you work towards launching your Salesforce career?


Or are you waiting for that perfect position to be thrown your way that allows you to work from home, make or exceed what the inflated salary surveys suggest, and jump right into a role that utilizes the certifications that you’ve spent hours and days studying to help show employers you have the necessary Salesforce skills to make an impact?

Maybe this story will help put things in perspective:

Amelia Earhart wanted to be a great aviator, but it was the 1920’s where women were often still considered frail, weak and women suffrage was just beginning, but she had one goal in mind: to fly solo across the Atlantic Ocean.

She knew she couldn’t make a living as a pilot on day 1, so she took a job as a social worker.

Then one day she received a call… 

We have someone willing to fund the first female transatlantic flight, our first choice backed out, you won’t really be flying, rather just riding as two men will be flying and they will be getting paid and you will not. Oh, and you might die.

Guess what? She said “Yes!”.

After the flight she was interviewed and said:

“I was just baggage, like a sack of potatoes. Maybe, someday I’ll try it alone…”

Amelia knew she needed to get started somehow, someway, somewhere and she didn’t care if the conditions were perfect or ideal, she felt deep down that the momentum would continue and this trip was needed in order to move forward with her dream.

5 years later, she accomplished her goal and was the first woman to complete a nonstop transatlantic flight as a pilot, solo. 

As a Salesforce career seeker, are you taking every opportunity to move forward or are you waiting for a better situation to come along?

Could you be doing more to get some better traction in your journey?

Could you reach out and connect to more decision makers, could you go to more Salesforce networking events and consistently show up, could you build more apps to illustrate that you know how to figure things out by solving problems, are you thinking of creative ways to be a differentiator in the competitive Salesforce job market? 

Or are you just waiting for that 100% remote, Salesforce Admin Day 1 position, offering $80K with 4 weeks PTO and a company Tesla?

If you want momentum, it’s up to you to create it.

Those who attack challenges with the most energy, initiative and creativity, win.

Amelia understood this as well as many other successful high-achievers.

Keep moving forward.

“The most effective way to do it, is to do it.” ~Amelia Earhart

Amelia Earhart – Los Angeles – 1926


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Salesforce Career Seekers: Write It Down

You’re never going into an interview empty handed, right?! but are you also leaving the interview without anything new written down?


Suggestion: before the interview, make a mental note to write a few keywords that are being asked/discussed during the interview, hopefully without interrupting the flow.

I believe this shows that you are engaged in the conversation, you stand out, as well as showing your studious side.

After the interview is over, reflect and expand on those keywords, while writing a few sentences about the topic, maybe what questions were asked and if you recall how you answered and how you felt while discussing them.

I think you’ll find a pattern in some of the questions that get asked, as well as some self-reflection, and it will also help you prepare for your next interview.

Bonus: write a post-interview summary article on LinkedIn to share with your connections to bring forth additional insights and conversations.

“Journaling helps you to become a better version of yourself” ~Asad Meah (Blogger of AwakenTheGreatnessWithin)


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Salesforce Career Seekers: What’s Your Story, Morning Glory?

Salesforce Career Seekers – as you continue your journey to land your Salesforce position, what’s your story?


Do you have one? If so, is it compelling, not compelling to you, but to those that are interviewing you?

There are many Salesforce professionals looking to tell their story, but it’s not yours. Think about yours and how it might be relatable and appreciated, because it’s all yours.

Does it allow the Hiring Manager, HR, other personnel (whoever you’re speaking with) tell their boss that they want to move forward with you in the hiring process?

Is there any fear or tension created that if they don’t hire you, they might be missing out on something special?

Not with arrogance layered within it, rather with confidence that you’re the right individual to get the job done and make their lives easier based on your story telling.

What would you like them to tell their boss behind closed doors? That’s the message you want to convey, that’s the story you want to perfect and have them understand clearly.

Many times, that interaction, that story, that dialogue, is what they’ll remember, not so much just what’s on your resume, your certifications, badges, etc.

If telling your story didn’t come across as you thought, planned, or rehearsed. That’s OK, there will be more opportunities to tell it again. Fortunately, you can hear it and perfect it over and over to yourself.

Remember, your story is your unique story, it may not be appreciated by all, heck, it may not even be appreciated by many, but it will be appreciated by some (or a few, or just 1), and your goal in your Salesforce career journey is to find those that need you and your story to be a part of their organization.

Perfect, rehearse and refine your story…Morning Glory.


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Salesforce Career Seekers – Not Hearing Back After The Interview?

If you’ve interviewed yesterday, here’s probably what’s happened since then:


The hiring manager’s heart beat ~104,000 times, their blood travelled ~168,000 miles, their lungs inhaled ~23,000 times, they’ve used ~7,000,000 of their ~9,000,000,000 brain cells, and spoken ~4,800 words (~20 may have been about you).

This doesn’t include the ~65 emails they received, ~10 phone calls or text messages, ~3 new fires they have to now put out at home or in the office.

Among all of this, you, as a career seeker want to find out where things stand.

It may not be an immediate priority at the moment.

Please be patient, give the hiring manager a little room, they have a lot going on, and there’s a good chance you may need to ask more than once.


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Salesforce Career Seekers: Your Credibility

As we go into the holiday season, one area you may want to continue to put some additional thought around is, how to increase your credibility in your Salesforce career journey into 2020.


While there’s many facets that go into a successful interview (personality, attitude, background, experience, communication, etc.), and some you cannot change as they’re in the past, credibility can continue to be built by demonstrating (showing your work), speaking to (providing examples/stories) and being referred in (building connections).

Credibility leads to trust which leads to less risk in a hiring manager making a decision.

Suggestion: come up with a game plan on how to increase your credibility for 2020.

Then execute.

Day by day, week by week, month by month.

As you chip away, your confidence will build and so will your credibility.


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Adverse Impact To Credential Inflation In The Salesforce Job Market

Credential inflation refers to the devaluation of educational or academic credentials over time and a corresponding decrease in the expected advantage given a degree holder in the job market. Credential inflation is thus similar to price inflation, and describes the declining value of earned certificates and degrees. ~Wikipedia


While I’m far from an economist, this past week I learned more about credential inflation and the negative downstream impacts this might be having on the Salesforce job market. Credential inflation can lead to NOT what’s considered a candidate job market (where the candidate has the upper hand in being able to pick and choose what organization to work for) but rather the opposite where it’s leaning heavily in favor to an employer’s job market (allowing the employer to have the final say in how they want to recruit talent in), specifically when it comes to the inexperienced Salesforce talent pool.

When obtaining a Salesforce credential can be achieved from passing an exam causing a mass influx of certification holders, employers in return need to raise the entry gate for an applicant to be considered, with the hopes to reduce the number of applicants that apply. Therefore, resulting in most job descriptions requiring 2+ years of experience rather than entry-level. The cause and effect phenomenon.

Another potential indication of the devaluation of certifications is the gap (i.e. hardship) between what was needed for a newcomer 3+ years ago and the time and resources they had to spend searching, interviewing, etc. before landing a Salesforce position compared to those who are looking to get in now. Additionally, the “Accidental Admins” may not be as prevalent as they once were, as companies are able to find and hire experienced Salesforce Admins if desired, where as prior years the supply may not have been so readily available.

Of the millions of jobs that are expected to be made available with the Salesforce (cloud) economy, how many of those will ever be made available to the inexperienced talent pool raising the question: is the over-abundance in credentialing leading to a devaluation of said Salesforce certifications causing companies to take an adverse response?


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Being A Successful Contractor

If you’re thinking about becoming a contractor (not out of necessity but because that’s the path you’re choosing) please keep these thoughts in mind:


You’re more expensive (or you should be compared to being a FTE), you’re probably not getting paid PTO, etc. and should be making up for the difference in your hourly rate.

Therefore, you’re also dispensable, under more scrutiny and have a constant target on your back.

Suggestions to help be successful:

1. Do not rock the boat, play into company politics or think what’s being said will be kept confidential (land mines exist)

2. Do not become complacent or feel “privileged”

3. Work more than you report (meaning, be professional but don’t nickel and dime, especially if it’s something you should already know)

4. ALWAYS stay engaged and find something valuable to do

5. Do NOT be an administrative P.I.T.A. (and I’m not referring to what’s served with Greek salad)

You can be terminated at any point and it may hit you broadsided along with not knowing the full reason why, but it’s typically due to one of the above.

Contracting can be a lucrative and rewarding career option, but thick skin, humility, and understanding where you stand in the internal hierarchy (the bottom) should be taken into consideration at all times.


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Interview Setback? How Edison Dealt With Adversity

On December 10, 1914, Thomas Edison’s plant was engulfed in flames causing him to lose years of priceless records, work and prototypes.


Thomas was at home and was alerted to hurry and get to his plant. He and his son quickly arrived to see everything he had worked for, disintegrate.

How did Edison respond?

He told his son:

“Go get your mother and all her friends, they’ll never see a fire like this before”.


When his son, Charles, objected, Edison said: 

“It’s alright, we’ve now gotten rid of a lot of rubbish”

While many thought Edison had lost his mind, with the right perspective and understanding that what happened was out of his control, he rebuilt his plant in 3 weeks and end up producing more products and revenue than he had ever done before.

I think this is a very relevant story on how we deal with adversity and setbacks, specifically when interviewing and not being offered the position.

Were you able to think about all the benefits that came from that interview?

  1. You learned how to prepare effectively and creatively by researching the company and coming up with thought provoking questions (maybe learning a new technique you can use for your next interview).
  2. You made new connections that you would have never met otherwise that you can keep in touch with and possibly have paths and opportunities cross again.
  3. You may have heard new interview questions that you had not heard before that you can review and rehearse for future interviews.
  4. Maybe you have someone in mind that would be a better fit, which will strengthen the relationship for all those involved.
  5. You acquired new information during the interview, telling you what you’re not looking (or don’t care) for in a position, management style, industry, type of company, etc.
  6. The commute was longer or more strenuous than you had intended which tells you that’s not a part of town that you’d be interested in working in.
  7. The interview process was a new one for you that you had not experienced before (panel, over video, 3 hours long versus 1, etc.) and you’ve learned how to present better.
  8. You received qualitative feedback that can be analyzed and possibly used to your advantage to improve your skills on.
  9. You’re becoming more comfortable speaking in front of others and being introduced to various personalities.
  10. You learned about a new technology or feature that you would have not otherwise been introduced to.

How are you finding and reflecting on the benefits of an unexpected outcome versus spending your time dwelling only on the negatives?

To do great things, as Edison has, we can learn from setbacks while also finding joy and a sense of accomplishment, if we’re able to approach them with the right perspective.

Edison and the fire that destroyed everything!


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Interview Setback? How Edison Dealt With Adversity

On December 10, 1914, Thomas Edison’s plant was engulfed in flames causing him to lose years of priceless records, work and prototypes.

Thomas was at home and was alerted to hurry and get to his plant. He and his son quickly arrived to see everything he had worked for, disintegrate.


How did Edison respond?

He told his son:

“Go get your mother and all her friends, they’ll never see a fire like this before”.


When his son, Charles, objected, Edison said: 

“It’s alright, we’ve now gotten rid of a lot of rubbish”

While many thought Edison had lost his mind, with the right perspective and understanding that what happened was out of his control, he rebuilt his plant in 3 weeks and end up producing more products and revenue than he had ever done before.

I think this is a very relevant story on how we deal with adversity and setbacks, specifically when interviewing and not being offered the position.

Were you able to think about all the benefits that came from that interview?

  1. You learned how to prepare effectively and creatively by researching the company and coming up with thought provoking questions (maybe learning a new technique you can use for your next interview).
  2. You made new connections that you would have never met otherwise that you can keep in touch with and possibly have paths and opportunities cross again.
  3. You may have heard new interview questions that you had not heard before that you can review and rehearse for future interviews.
  4. Maybe you have someone in mind that would be a better fit, which will strengthen the relationship for all those involved.
  5. You acquired new information during the interview, telling you what you’re not looking (or don’t care) for in a position, management style, industry, type of company, etc.
  6. The commute was longer or more strenuous than you had intended which tells you that’s not a part of town that you’d be interested in working in.
  7. The interview process was a new one for you that you had not experienced before (panel, over video, 3 hours long versus 1, etc.) and you’ve learned how to present better.
  8. You received qualitative feedback that can be analyzed and possibly used to your advantage to improve your skills on.
  9. You’re becoming more comfortable speaking in front of others and being introduced to various personalities.
  10. You learned about a new technology or feature that you would have not otherwise been introduced to.

How are you finding and reflecting on the benefits of an unexpected outcome versus spending your time dwelling only on the negatives?

To do great things, as Edison has, we can learn from setbacks while also finding joy and a sense of accomplishment, if we’re able to approach them with the right perspective.


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Salesforce Career Seekers: Striking Out

In the spirit of the Major League Baseball “World” Series.

When Babe Ruth, one of the best baseball players in history (714 home-runs) would strike out, he would smile on his way back to dugout.


His teammates would ask, “Babe, why are you smiling, you just struck out”.

Babe’s reply: “Stick around, I’m just that much closer to hitting my next home-run”.

A great outlook to have, if you end up striking out on your interview.


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SRTotD (Salesforce Random Thought Of The Day): Going Independent

Are you talented?

Do you have at least 3+ years of either prior Salesforce consulting experience with a SI or have worked on multiple complex transformations in the industry?


Have you thought about going the independent route?  I think most have.

What’s holding you back?

Asked another way: Have you worked with independents that didn’t meet your expectations?

If yes, that tells you people less talented than you are having success.

But it doesn’t have to be just “their” success.

It’s not all rainbows and sunshine, but if you haven’t taken the plunge, and have debated it over and over, I don’t think there’s a better time.

Maybe 2020 is your year.

You can always go back if it doesn’t work out.

I went independent at a much worse time (2008), it was a very rough start, but made it out the other side.

You can too…


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Salesforce Career Seekers: Dust Mites Love Resumes

If you’re adding your resume to the stack of 50 that’s already on a hiring manager’s desk collecting dust mites, that’s probably not where you want it to be.


Another idea: allowing your work to speak for itself. 

It’s up to you to show why your work (projects, articles, dev org prototypes, problem/solutions you’ve thought of, etc.) can be relevant to them and their organization.

Also, don’t assume, just because your work is interesting to you, it’s interesting to them, as it might not be.

But, your creativity, your ability to be different, the small risks you take, and the extra things that you do, will continue to help you differentiate yourself.

Dust mites love resumes, but don’t allow them to sleep, relax and get fat on yours.


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Salesforce Career Seekers: Airplane Runways

How long will it take to launch your Salesforce career?

Airport planners have to consider a number of factors to determine the length of a runway: airport elevation, temperature, wind velocity and direction, airplane operating weights, runway surface and thickness, as well as the ability to restrain cracking and buckling.


Some runways are 804 feet long to handle small aircraft and others are up to 39,098 feet long to handle a space shuttle.

Like a runway, your length may vary for your Salesforce career to launch.

Your background, experiences, connections, projects, interview repetitions may come into consideration to determine how long your runway will need to be.

Give yourself enough runway to get airborne.

#1 Best Comedy Plane Movie of All Time: Airplane! (1980):

“Can you fly this plane and land it?” – Dr. Rumack

“Surely, you can’t be serious” – Ted Striker

“I am serious, and don’t call me Shirley” – Dr. Rumack


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Salesforce Career Seekers: Hitting Radio Silence? Reset Your Station.

Radio Silence: In the field of communications, radio silence refers to a period or condition when radios are not transmitting.  In the military, this may happen due to fear that a signal might be intercepted by an enemy.


As a career seeker (and as a recruiter), we often hit radio silence after an interaction with a company (HR, internal recruiter, hiring manager, or another point of contact).

While there may be many reasons for this, I think the best way to think about this is:

“At this current moment, it’s not a high enough priority for them to solve or to get back to you (me), and it’s not a reflection on you (me).”

You, nor I, can usually change that prioritization, but what we can do is reset our station and tune into working towards other opportunities.

Reset your station.  Better melodies await you…


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Salesforce Career Seekers: Unity Over Self (An Unconventional Thought)

Did you interview and not get offered the position?

How can you take that situation and make the most of it by demonstrating leadership, character, authenticity and unity over self?


And I bet dollars to donuts will help make you feel better…

How about: Post about it, share it and let others know about the position to see if they or someone they know can have a shot at it.

“I just interviewed at Company X, and although I didn’t receive the position, here is what I learned (what they’re looking for): X, Y and Z.

If you or anyone you know may have these qualifications, have them reach out to me, we can go through it in more detail, and I can connect you with the decision makers.”

Think differently, be humble, other decisions makers will see that quality, and new opportunities may open up for you.

I think this will also give you the extra momentum internally to keep your journey going.

You’re not in this alone.

Unity Over Self…


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Be Picked To Present (Dreamforce – Next Year)

If you didn’t make the cut to be a Dreamforce presenter this year, I would like to share a few (actually 4) ideas that may be helpful for you in the future, based on some of my own experiences over the past few years.


While there’s plenty of existing articles around this subject on how Salesforce chooses who gets selected and how to have better odds going forward, I thought using my experience might make it more realistic.

Below are the statistics for 2019 :

  • Developer – 825 submitted, 200 selected (~24%)
  • Administrator – 1,435 submitted, 149 selected (~10%)
  • Architect – 350 submitted, 80 selected (~23%)

To begin, do you have a subject on Salesforce that you’re passionate about and feel sharing what you know will really be beneficial to others? If not, I suggest to spend some time making a list. It doesn’t have to be created all at once, but rather one that you can keep handy and refine over time. Eventually, the top 2 or 3 should bubble to the top as the “best”.

Idea #1 – start to speak at Salesforce user groups. Whether that’s local to your home city or remote via video conference. You’ll need to get your reps in and what better way to do this than with a small audience? This will allow you to refine your presentation over time, answer questions that come up and bring new thoughts for consideration. Most Salesforce User Group leaders post when their local sessions will occur on LinkedIn or the Salesforce Community site, and are always looking for presenters to share their knowledge. They may not be able to get you in immediately, but they will get you on the agenda for a future meetup.

We’ve had presenters at the Houston user group present some fabulous material that really resonated with the audience, which told the presenter they were on to something that needs to be heard elsewhere. They started locally.

Idea #2 – speak at regional events. Similar to the Salesforce user groups, the regional events are also looking for content and presenters. When you get to the regional event level, the audience is bigger and since it’s a paid event, the attendees are going to want to get their moneys worth. Here, you’ll need to make sure your content has been tweaked and refined to make a thoughtful impact. 

In my personal situation this year, we had some key attendees from Salesforce at NorCal Dreamin who saw us speak on Salesforce careers. After the presentation, they approached us and asked if we’d be interested to speak at Dreamforce.

You never know who’s attending these regional events, and it could be someone from Salesforce that may reach out to you and request you to speak at Dreamforce.

Idea #3 – write, write, and write. Start to publish more content. Whether that’s blogs, YouTube videos, or LinkedIn posts, you need to get your name and your content out into the Salesforce community. It can be short snippets of what your presentation would be about to give your network a glimpse of what’s on your mind or it can be a totally unrelated subject all together. The point is, you’re becoming known and over time the right eyes will see your efforts. 

In my case, I had written article after article, LI post after LI post around Salesforce careers, and eventually some Salesforce MVP’s saw my material and asked if I would be a part of a topic where they could use a Salesforce recruiter’s point of view on.

Idea #4 – piggyback off existing presenters. If you’re making it to Dreamforce and attending a session that interests you and you believe that your area of expertise could bring additional positive impact to the presentation, introduce yourself to the presenter and ask to meet up with them afterwards to see if they’d be open to a conversation on the subject which may open up the opportunity to co-present for next year. 

Even if you’re not making it to Dreamforce, you can still go the Dreamforce website and search by topic and look for presenters to connect with via LinkedIn. From there, you can take the same approach and start building a relationship with them collaborating on ideas. Obviously, they may have a little resistance until you can prove to them that you know what you’re talking about and they see value in another dynamic you bring to the topic.

Hopefully, these 4 ideas are helpful to get you a little closer to making it to the big dance. You have around 8-9 months between now and the deadline for the 2020 Dreamforce event, so plenty of time to devise a game plan to execute on.

Ideas can be life-changing. Sometimes all you need is one small idea that can open the door of opportunity for you.



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Salesforce Jobs: Numbers That Matter (A Rant)

Salesforce Economic Impact – 4.2 Million New Jobs 2019-2024

For every positive message about the economic boom that Salesforce is creating, there should probably be at least one naysayer or at least someone to challenge the positivity.


I’ll be the first to step up, based on this latest report.

Salesforce sponsoring this report for what purpose?

Are we creating or filling jobs?

I think anyone who’s been following Salesforce for any period of time knows the growth curve continues to go up exponentially.

Salesforce has done the necessary marketing to speak to it’s revenue targets, large acquisitions, increased customer market share and positive, inspirational initiatives it has taken on.

But, within this report, I don’t think we’re targeting what needs to be addressed. Sure, numbers like the below shows there’s opportunity to be had for future career seekers, but that only tells one side of the story.

From 2019 to 2024:

  • 4.2 Million new jobs worldwide
  • 1.2 Trillion of new business revenue to their local economies
  • For ever $1 Salesforce will make, the ecosystem will make up to $5.80

For Trailhead:

  • 17.5 million badges earned since 2014 on Trailhead

Benioff signing the Pledge to America’s Workers to train 500,000 workers, and then making a real-time decision to increase it to 1,000,000 to make it a nice, round number.

Does it matter if it’s 500,000 or 1,000,000 or 10,000,000?

New job creation and training is one thing, job fulfillment I think is what should really matter and be reported on.

Here’s the numbers I would like to see and questions to have answered from any future report:

  • Exactly, what are those 4.2 million new jobs by type? What are the specific required skills and experience needed to fill them? How many are entry level?
  • Of those 4.2 million new jobs, how many are actually getting filled? Per year?
  • What is the experience level, backgrounds and demographics of those that are getting filled? Broken down by programs like: PepUp Tech, Pathfinder, Vetforce, Merivis Foundation, JVS, etc.
  • What percentage of those that have no prior hands-on experience but are certified or have badges are getting employed? And how long is it taking? And by what employers and industries?

Yes, we see the occasional Trailblazer story of those that “made it” that gives encouragement to others, but wouldn’t real numbers that back that up demonstrate a much better story?

If we can make a prediction of what’s to come with Salesforce job creation and revenue growth, couldn’t we use a similar analysis of what’s already occurred and use that to help encourage (or discourage) those in making a determination if this path is worth their time, energy and resources?

Speaking to only the positives can create a false sense of what’s really happening in the Salesforce job economy.

Hopefully, you’ll agree that numbers matter, but the right questions need to be asked to produce the numbers necessary to make an informed decision for our future Salesforce career seekers.


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Being Defeated Is OK (A Different Perspective For Aspiring Salesforce Career Seekers)

In speaking with aspiring Salesforce career seekers that have yet to get their break in landing their 1st PAID Salesforce position after months or even over a year of disappointment, I often think, maybe there’s a better path forward for them which has nothing to do with Salesforce.


Daily, we are getting hit upside the head with the future of Salesforce opportunities, thousands of jobs to be had, the projected growth of the platform, the ease of training oneself on Trailhead, the vast support system that’s available, the big money to be made, the local and national events, the list goes on and on, BUT…

This career path may NOT be the right one for you.

Sure, obstacles, challenges and the ability to push through the anguish to land that 1st Salesforce position might be what you have your heart and mind set out to do, but maybe another way to think about it, is: 

A Salesforce career or something better than where I am today

With this mindset, it gives you the opportunity to explore other career options that exist that can also give you the sense of accomplishment and career satisfaction, and only you can decide what better might be by being open to hear, explore, think and try those options.

Better for you is FOR YOU, not what anyone else necessarily encourages you to do. Your own personal perspective weighs heavily into what “better” might be, and having context around what you enjoy, and excites and motivates you to move forward.

Therefore, if you feel extreme anxiety, or the burden upon you every day as you chase this Salesforce career path, re-evaluating your situation with a deeper perspective should be the next, best course of action.

Giving up is also a sign of maturity and internal wisdom to realize something is not working and a change needs to be made.

Additionally, we often don’t speak to or highlight the challenges that a Salesforce professional experiences as part of their day to day activities, but they should be accounted for.

Some examples:

  1. Additional stress of managing unrealistic expectations by company stakeholders
  2. Dealing with end users who really don’t care about using the platform
  3. Working with other members of the team that end up breaking what you’ve built
  4. Spending hours during your personal time on the weekends or evenings to meet specific deadlines
  5. Carrying dead weight of other members of the team that make you miserable working with
  6. Layoffs will/do happen even for a Salesforce professional

I think if you have a candid conversation with most Salesforce professionals, they will tell you that their Salesforce career has its associated challenges.

For some, Salesforce fell into their laps, for others, the challenge to break in wasn’t extremely difficult, for others it was, but in summary:

It’s OK if you determine that this path is not meant for you, it doesn’t have to be, as there are endless possibilities to finding a career that brings you joy, satisfaction and success, and it’s up to you to find it.

As you continue your pursuit, rather than having the mindset of: 

Salesforce only

Think about:

Salesforce or something better than where I am today

Hopefully you would agree, that’s what really matters in your career…


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Salesforce Career Seekers: Buying A Book VS Interviewing You (An Analogy)

Why does someone buy a book when they don’t really know exactly what’s inside?


It could be a little risky, right?

But risk is reduced because:

– It was recommended to them from someone else (your referrals)

– They read the front or back covers and it intrigued them (your resume or LI profile)

– They recognized the author from past bodies of work (your content, your blogs, the apps you’ve built and demonstrated)

– The buyer showed up at the same event as the author and they had similar interests (Salesforce networking events)

Book buyers tell themselves stories about why to buy a book which helps reduce their purchase risk. 

Hiring managers tell themselves stories about why to interview you which helps reduce their hiring risk. 

Have your book chosen…


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Salesforce Career Seekers: Interviewing Nervousness…

Do you have: nerves of steel, or nerves of play-doh?


I’m in my 40’s now, have been through my fair share of nerve-racking experiences and I still get a little nervous when speaking to C-Level Execs.

Some of the things I tell myself that might be helpful for others when interviewing:

– They were once where you are today.

– Be yourself (which hopefully includes): likable, relatable, enthusiastic and personable.

– Talk less and listen more.

– Show genuine interest.

– Think: How can I help?

– Be nice.

– They need someone, that someone could (and should) be you.

We all have our respective issues, worries, feelings, egos, lifestyles, ideas, experiences, thoughts and desires and at the core, I would venture to guess they’re not that far apart from one another.

“Success has a simple formula: do your best and people may like it” ~Sam Ewing (Former American Baseball Player)


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Throwback Tuesday: Interview Flops

Stage: 1999, last semester of college, Hewlett-Packard was hosting a career day in Atlanta


Me: New suit and shoes, resumes printed (on resume paper, mind you), black portfolio in hand; So Fresh, So Clean (for you OutKast fans)

Short intro with the interviewer (a techie), he didn’t care about my resume (why would he? I’m 21 after all)…

1st Question: 

Interviewer: What is the purpose of using a ping command?

Me: A what?

Interviewer: A ping command 

Me: I’m not sure (yes, I did have a networking class in college, but probably day dreaming about being a rapper during that day’s lesson)

Interviewer: Thanks for coming by…NEXT CANDIDATE!

End to end, maybe a 55 second interview.

I’d like to think I have had a reasonably successful career in tech after that embarrassing mishap. 

Don’t let 1 poor turnout define your career. 

Or better said:

“Make a business for yourself, set some goals. Make a fat diamond out of dusty coals” ~OutKast


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SRTotD (Salesforce Random Thought Of The Day): Show Me The Money!!!

Salesforce Agents.

I’ve often wondered if there’s a market for this.

Professional Athletes have Sports Agents, why not Professional “Salesforcer’s” have Salesforce Agents?


I think many of us have anxiety when it comes to negotiating a salary, raise or a promotion and frankly don’t want to deal with it…especially if we’re new to it.

For new hires, yes, that is the recruiter’s job, but how about for existing positions?

Does it make sense to hire this process out?

It was fitting today, as 2 things happened: 

1. I had to get in front of an Appraisal Review Board to protest my property taxes (there’s 3rd parties that do this too).

2. I spoke to a Salesforce Admin who needs to get her salary up to market conditions and we were strategizing on how to go about it.

Jerry Maguire: Show you the money.

Rod Tidwell: No, no. You can do better than that! I want you to say it brother with meaning! Hey, I got Bob Sugar on the other line I bet you he can say it!

Jerry Maguire: Yeah, yeah, no, no, no. Show you the money.


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SRTotD (Salesforce Random Thought Of The Day): Salary Surveys

This past week, I was asked about salary surveys in our Houston Admin User Group.


In my opinion, unless a reasonable amount of specific details showing the data points are also included, the salaries stated should be taken with some caution. 

Stating every Developer should make at least X and every Admin should make at least Y, makes little sense.

There’s many variables at play that making blanket statements causes more questions to be asked. 

Now, if the results had details that stated: Admin Group A included those living in greater New York City, working for Fortune 500 Financial Services companies being in the office daily for 2+ years with 4 years prior experience supporting an Enterprise level Sales org with 600+ users along with 2 other admins classified by org complexity made between X and Y as a base salary, that could help put some more context to compare against.

I realize the above example is a stretch and even then, there may be some variance. 

My point is, every situation, employer, role and responsibility is unique. Please keep this in mind when viewing salary surveys with emphasis on the term “average”.


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SRTotD (Salesforce Random Thought Of The Day): The Continued Rise Of SI’s

One of the more strategic discussions that I’m often a part of is small SI’s (consulting partners) that are already established and are looking to build a practice in a new city/region.


I think if you’re currently consulting with a major SI, and have thought about entrepreneurship and breaking out on your own, but don’t want the weight of starting a practice with little know-how (back office, marketing, sales, recruiting, etc.), a favorable alternative is to join a small player that doesn’t have a presence where you’re located and help them plant their flag there.

In this scenario, you’ll have (should have) the financial backing to get you started, the mentorship/leadership to guide you, the ability to determine strategically how things should run (creativity and entrepreneurial), and the joy (and pain) of getting your name/company name in a place where it’s not known, and ideally some financial upside/equity based on the results. 

This role is not for the light hearted, relies on pre-existing relationships, your ability to sell/deliver, and has a long cycle (years not months) to get established, but might be a good middle ground for you based on your career aspirations.


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SRTotD (Salesforce Random Thought Of The Day): How To Help The Inexperienced Salesforce Career Seekers

Would it make sense for Salesforce as a company to financially incentivize their customers to hire the inexperienced?


In other words, Salesforce would offer a license discount (or premier support or some other SKU) to customers if the customer chose to hire an inexperienced Salesforce Professional who met specific requirements that Salesforce would stamp their name to (certifications, badges, mentorship program, graduating from an affiliated training class, etc.).

Would companies feel that the savings is worth considering this option?

I don’t have the math ironed out where it’s fair for everyone, but my gut tells me the imbalance of available positions requiring X years of experience and the candidate pool available that has that experience isn’t closing any time soon and I’m not sure if any compelling events are/have taken place to address this.


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On The Subject Of Salary

Let’s talk about a subject that’s near and dear to most: your salary (or hourly).


My opinion:

1. No salary survey, website, recruiter, colleague, family member, psychic, etc. is going to be 100% right and the range can vary as much as 30-40%.

2. COLA (cost of living adjustments) are way out of whack. Just doing a quick calculation, the COLA for Houston to San Francisco is 113% higher.  I don’t believe you will ever be offered a position paying you over 100% more than what you’re currently making between those 2 cities. Example – I make $80K as a Salesforce Admin in Houston, I should be making $170K in San Francisco.  Sorry, not happening.

3. You, as a candidate, should have a range in mind that’s going to work for you, and I don’t really care (meaning it’s not for me to judge) if your range is too high, unless you ask or if I think you’re extremely underpaid, then I want to let you know that.

4. Every situation is unique. Some companies have a fixed dollar amount, some have a range, some don’t even know what their range should be and then ask me to “shop” the market for them.  Many, many factors come into play. Just because company X is paying Y, that doesn’t mean every company that looks, feels and smells like company X is also going to pay Y.

Hope that helps some…


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Just As Soon As…

I often hear: “Chris, I’ll be looking for a change in X number of months, just as soon as …”


Just as soon as I hear about my raise. 

Just as soon as this project is over.

Just as soon as I can cross-train my replacement.

Just as soon as I get my new manager. 

Just as soon as this M&A takes place. 

I’m all for “Just as soon as” if there is a defined date set. 

Please don’t let that just as soon as roll from one to another to another and 4 years down the road you’re still unhappy. 

There is never the perfect time.

My suggestion: commit to yourself when your: “just as soon as” will become “I am now” and try not to let any new events impede that.

More career success awaits you…


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A Thought On Communication (Beastie Boys Style)

Please don’t have Ill Communication as it could Sabotage your current interview/work situation. 


Occasionally, I have hiring managers call me asking why someone didn’t show up at work or couldn’t be reached for a scheduled interview. 

With having our phones beside us the majority of the time, please keep decision makers informed on what’s going on to allow them to plan accordingly.  

I realize we often get caught up in other priorities, and our work is not always top of mind, but if you can occasionally send an update, I believe it can go a long way, regardless of the message being sent. 

“Communication – the human connection – is the key to personal and career success.” – Paul J. Meyer (Author and no affiliation to Mike D, Ad-Rock, or MCA).


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Salesforce Career Seekers: How Are You Cutting Through The Noise?

The noise I’m referring to is what a potential hiring manager or internal HR personnel gets hit with every day when they post a new position online.


If you’re doing what everyone else is doing, and blindly sending out your resume, you are adding to the noise, not cutting through it.

I’m suggesting to sharpen your knife and cut, as I believe it can lead to better results.

A more effective cut includes being personable, relevant, trust-worthy and creative.

Bring out your Swiss Army knife and start making some better cuts.


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SRTotD (Salesforce Random Thought Of The Day): Salesforce Certifications, An Impediment

This week, I had lunch with a senior level architect/consultant and he seems to occasionally get questioned about his lack of certifications prior to joining a project, which annoys him.


For him, certifications are not his focus, but rather these concepts:

– when sh%* hits the fan, they call him to fix it and he drops what he’s doing to take action

– they ask him for his valued opinion and validation 

– he provides honesty and integrity every step along the way

– clients can throw most anything his way as they know he’ll have an idea as to what to do next

– he has passion, works from his heart and builds working relationships

– he thinks logically about the downstream impacts that a decision will have

– he counsels and assists others around him for the sake of the team success 

With this, he continuously stays employed as a high billing consultant. 

This is not to downplay those highly credentialed Salesforce professionals, but it is to up-play those senior level practitioners who have been in the trenches for years, with a track record of success and have felt friction with the certification phenomenon getting in their way.

Great job! Keep leading the field!


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Salesforce Career Seekers: USP – Unique Selling Proposition

I often try to relate Sales and Marketing to your job search and I think you should to.


As you think about your resume, ask yourself, is this unique? 

And I’m not talking about a whacky font selection or a selfie of you with Britney Spears in the corner, I’m referring to the content.

Keywords like dependable, trustworthy, hardworking, etc. are not unique on their own and really should be expected, but rather maybe a few short sentences that imply why those are true and a reader can have an emotional connection with them.

Plus, anything else that helps show why you’re different, unique and a “good catch”.

The purpose of a USP is about positioning and connection, to attract a prospective employer and for them decide to choose to call you back versus someone else.

USP – the difference between you and me.


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Salesforce Career Seekers – Let’s Play, Cliché

“You miss 100% of the shots you don’t take” ~Wayne Gretzky (Hall of Fame, Hockey Player)


If you decide to use LinkedIn as one of your avenues to apply for positions, please don’t let the # of applicants discourage you from also applying.

I can tell you from 1st hand experience, the majority (I would guess over 85%) of the resumes that come in aren’t even close to being qualified.

I’m talking about things like: Kids Face Painting Artists applying for Salesforce Technical Architect positions.  

I guess the applicant took the word “draw” in the below job description way too literal. 

The Salesforce Technical Architect possesses broad knowledge across multiple development platforms and “draws” on their skills…

This example is made up to prove a point, but I’ve seen some just as ridiculous. 

In summary, take a shot or two, as you’re probably closer than many others, and you never know, if a different position becomes available where you’re a better fit, you could get called in for that.

Shoot, score, win, drink champagne…


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Salesforce Career Seekers: The Annoyances Of “Too’s”

After multiple interviews, we didn’t get the offer and we’re not really sure why.


Therefore, we usually try to rationalize all the too’s…

Were we: too short, too tall, too experienced, too inexperienced, too young, too old, too bald, too hairy, too ugly, too pretty, too intimidating, too bashful, too fat, too skinny, too fast, too slow, too much, too little, too loud, too soft-spoken, too aggressive, too passive, too late, too early, too fashionable, too old-school.

The list goes on…

And most times, we’ll never really know the real reason.

Suggestion: Reflect, but don’t dwell. Modify what you can.

Your unique too’s make up your yous.

And the right employer will come along and appreciate the too’s in you.


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SRTotD (Salesforce Random Thought Of The Day): Do Salesforce Contractors Make More And Work Less?

This was a thought that often ran through my head when I was an employee for various SI’s and independent contractors would come in and help augment the project.


Here I was working 60+ hours a week, in a high stress environment, with curve balls being thrown at me every which way, daily.

And many of the contractors would come in, do their job, leave on time and if called upon after hours, usually get paid for that extra time.

While this appears to be the most financially rewarding and stress-free route to take, there’s a lot more to it:


– Contractors only get paid when they work; employees get paid regardless

– Contractors are responsible for lining up their own projects; employees don’t have to worry about this

– Contractors have to figure out things on their own; employees can often tap into their internal employee network

– Contractors have all the overhead of benefits, accounting/taxes, paid training, 401k, etc.; employees have this covered

– Contractors may hit a bill rate plateau over time; employees tend to have an upward ladder of career and salary progression

I’m sure there’s others…

Depending on your situation, the grass may not always be greener.


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Salesforce Career Seekers: BIBO (Be Intrigued By Others)

I think one of the best ways to help keep you going in your job search is speaking to others who have found success.


Often when I’m speaking to someone and see or hear that their background had nothing to do with technology or Salesforce and now they have a successful career in Salesforce,

I’m intrigued…

So I ask them to share their story while asking questions along the way.

I suggest for you to do the same.


New ideas may arise in that conversation to help lead you a little closer to your goal.

Learn and be intrigued by others.

Success leaves clues.



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Salesforce Career Seekers: Understanding A Hiring Manager’s Wants Versus Needs

I think most job descriptions are primarily speaking to an employer’s (hiring manager’s) needs.


This is the practical and objective criteria to justify an initial conversation.

What the hiring manager cares more about is how a candidate is going to address their wants (the intangibles).

Which are often subjective, maybe even personable, and things that I would consider the “unspoken truth”.

Such as:

-Reducing their overhead

-Being relatable and likable

-Fitting into company culture





-Easy going/flexible

Addressing these “wants” help remove the risk of the hiring manager making a bad hiring decision (assuming the baseline needs are also met).

As you interview, think about stories/scenarios to help illustrate these areas and I think you’ll have a better outcome.


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Being Defeated Is OK (A Different Perspective For Aspiring Salesforce Career Seekers)

In speaking with aspiring Salesforce career seekers that have yet to get their break in landing their 1st PAID Salesforce position after months or even over a year of disappointment, I often think, maybe there’s a better path forward for them which has nothing to do with Salesforce.


Daily, we are getting hit upside the head with the future of Salesforce opportunities, thousands of jobs to be had, the projected growth of the platform, the ease of training oneself on Trailhead, the vast support system that’s available, the big money to be made, the local and national events, the list goes on and on, BUT…

This career path may NOT be the right one for you.

Sure, obstacles, challenges and the ability to push through the anguish to land that 1st Salesforce position might be what you have your heart and mind set out to do, but maybe another way to think about it, is: 

A Salesforce career or something better than where I am today

With this mindset, it gives you the opportunity to explore other career options that exist that can also give you the sense of accomplishment and career satisfaction, and only you can decide what better might be by being open to hear, explore, think and try those options.

Better for you is FOR YOU, not what anyone else necessarily encourages you to do. Your own personal perspective weighs heavily into what “better” might be, and having context around what you enjoy, and excites and motivates you to move forward.

Therefore, if you feel extreme anxiety, or the burden upon you every day as you chase this Salesforce career path, re-evaluating your situation with a deeper perspective should be the next, best course of action.

Giving up is also a sign of maturity and internal wisdom to realize something is not working and a change needs to be made.

Additionally, we often don’t speak to or highlight the challenges that a Salesforce professional experiences as part of their day to day activities, but they should be accounted for.

Some examples:

1.      Additional stress of managing unrealistic expectations by company stakeholders

2.      Dealing with end users who really don’t care about using the platform

3.      Working with other members of the team that end up breaking what you’ve built

4.      Spending hours during your personal time on the weekends or evenings to meet specific deadlines

5.      Carrying dead weight of other members of the team that make you miserable working with

6.      Layoffs will/do happen even for a Salesforce professional

I think if you have a candid conversation with most Salesforce professionals, they will tell you that their Salesforce career has its associated challenges.

For some, Salesforce fell into their laps, for others, the challenge to break in wasn’t extremely difficult, for others it was, but in summary:

It’s OK if you determine that this path is not meant for you, it doesn’t have to be, as there are endless possibilities to finding a career that brings you joy, satisfaction and success, and it’s up to you to find it.

As you continue your pursuit, rather than having the mindset of: 

Salesforce only

Think about:

Salesforce or something better than where I am today

Hopefully you would agree, that’s what really matters in your career…


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Salesforce career newcomers – as you know, landing your 1st Salesforce related position is always the hardest in your journey.


But think about the word: momentum

Finding and applying to that 1st position, connecting to that 1st hiring manager, getting called in for that 1st interview, getting accepted to do some pro-bono work, having informative conversations with existing Salesforce professionals, passing your 1st cert, etc. 

Whatever little successes you’re seeing build upon each other, use that as positive momentum to keep going.

You might not always realize it, and some may be extremely small, but it is forward motion. 

A manual water pump doesn’t produce water on the 1st pump, a merry-go-round doesn’t spin itself without some manual up front pushing, and a locomotive takes force and energy to start going. 

Your career should be viewed the same way, as momentum builds on itself with time, effort and consistency.



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In The Spirit Of College Football

Salesforce Career Seekers – in the spirit of college football kicking off in the U.S. this week, a short career success story from my network.


An experienced Java developer recently relocated to a completely new area where she wasn’t known and in parallel decided to change career paths to Salesforce. 

As we might expect, she continued to run into roadblocks due to lack of relevant specific Salesforce experience.

Being proactive, she started to build her LI connections in the area.  One of those connections decided to pass her resume over to HR. 

Although the company wasn’t hiring, she persuaded HR to interview her anyhow for the future. 

Low and behold, eventually a position opened up and she was the 1st candidate they called and eventually landed the position. 

Key points:

1. She focused on, learned and applied scenario based problem solving skills more than strictly certs. 

2. She stayed confident in her abilities.

3. She was proactive. 





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Corporate Policies, Procedures, And The Challenges They Bring

I think one of the biggest challenges/constraints good software developers (primarily contractors) have when starting a new project is the amount of corporate policies, procedures and traditional ways of working that negatively affect their performance and morale which prevents them from hitting the ground running to produce results.


Today, I had a developer approach me, looking for an out, although he just started a project about a month ago.

I asked, why so soon?

He can’t get anything done.

Crappy, locked down, laptop that he was given that he doesn’t care to use; firewalls up the wazoo preventing him from getting to various tools he needs; paperwork that he must continuously fill out and get approval on.

I understand corporate standards, security and regulations to prevent a developer going “rogue”, but unfortunately, good developers will also bail as they get tired of knocking their head against their desk everyday.

If you’re a contract developer, I guess the only way to understand what’s ahead for you, is to try and get as much clarification on what you’re up against before accepting (which I understand is not always possible).

Keep doing what you love, less frustrating opportunities await you…


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SRTotD (Salesforce Random Thought Of The Day): Employee Loyalty To The Platform

Probably once a week or once every couple of weeks, I speak to an established Salesforce Professional regarding why they’re looking to make a career move.


The #1 reason I hear: “my current employer is moving off of Salesforce and I’m not interested in that.”

While this can be analyzed in multiple ways: 

– Salesforce is losing a customer. 

– The company is losing a good employee.

– Above all, the employee knows what they want to continue to focus on within their career progression.

I’m probably biased, but I don’t think there’s many other technologies that have that type of impact.

Tongue in Cheek example: Network Admin – “Oh, we’re moving from Cisco to Juniper, I’m outta here!”


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Tom Siebel And The Transformative Culture Of Innovation

In reading Tom Siebel’s latest book on Digital Transformation where he discusses where we’ve been, where we are and where we’re going with AI, IoT, Elastic Cloud Computing and Big Data, he also discusses creating a transformative culture of innovation.


Some key points:

* Companies that are able to innovate effectively sharing these characteristics, win: high tolerance for risk, agile project management, empowered and trained employees, collaborative cultures, lack of silos and an effective decision making structure.

* At his company,, they have a Self-Learning Hall of Fame for skill development, which includes a letter of recognition signed by the CEO and a bonus check for each certification of completion.

* The above program is not managed by HR but rather at the C-suite level to take ownership, participate, lead by example, recognize participation and to make it an integral part of company culture. is extremely competitive with hiring, last year alone they had over 100 open data scientist/software engineer positions and received 26,000 applicants, interviewed 1,700 (6%) and hired 120 (.4%).


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SRTotD (Salesforce Random Thought of the Day): The Many Industry Niches Of Salesforce

As I speak with smaller consulting companies, it is fascinating to me how many small pockets of industry focus that are available to define a target market.


If you’re thinking of starting your own consulting practice, or maybe just being a 1 man/woman band as an independent, a suggestion is to find your little niche to excel at. 

Marketers often say, the smaller the market segment, the better, as over time your name will become known within that space and prospective customers will find you.  

Not over night, over time.

Also, don’t try to become all things to all people, but rather a specialist in your specific field of expertise.

Since every business needs customers and sales and need to have a digital platform to survive, think about an area that you have a passion about.

Just a few that come to mind (and these are still very broad):

– Artistry

– Home Decor

– Outdoor Leisure Activities

– Specific Non-Profits

– Music

– Cooking

Whatever you enjoying doing, maybe as a hobby or from a previous industry that you worked in and feel that you have an internal desire to be best in class, then use that layered with Salesforce.

I see plenty of opportunity there.  

Hopefully, you do too…


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Navigating Your Career – Questions & Thoughts To Occasionally Ask Yourself

I believe as we move forward in our careers, we continuously ask ourselves, are we still striving to hit our full potential? Do we need to make some changes? Do we need to focus on our strengths or our weaknesses or both? Do we recognize the environment we’re currently working in and is it providing the opportunity for us to do our best work? Can we identify how to work with others effectively?


Along this journey, inevitably we’re probably going to make some wrong turns and might even have wished to do things differently, but it’s the realization and evaluation of these that can help realign ourselves to move forward in a better way.

Within Peter F. Drucker’s article on Managing Oneself published by the Harvard Business Review, these topics are discussed to help us get a better understanding on how to achieve greater career success while realizing approximately 40-50 years of our lives are spent working.

In developing ourselves, we’re able to make the greatest impact and by knowing when and how to change the work we do, is critical.

Do you know your strengths?

Many of us have taken the Gallup Strength Finder to assess where our greatest assets lie within ourselves, but according to Drucker, most do not evaluate how we perform within those identified strengths. More importantly, we do not place ourselves in the best environment that allows us to continuously improve on those strengths, but rather in situations where many obstacles exist that we struggle with that we inevitably push through. In doing so, time might not be best utilized as much as it could be as we’re trying to improve those skills from weak to mediocre, versus strictly focusing on going from good to excellent in our identifiable strengths.

Our ability to perform with our own strengths is unique, as it’s a matter of personality.

Drucker believes that people achieve the best results when working in an environment that allows them to draw out their personality and by continuously doing things they are good at. Within his assessment, there are types of questions that should be asked on how to improve:

Am I a reader, writer, or listener? People are rarely all 3, but rather there is 1 in which you retain and learn information the most effectively.  Of course, “doing” will trump all 3, but before doing, understanding how it needs to be done first is needed.

Additional self-evaluation questions include:

  • Do I work well with people, or am I considered a loner?
  • Do I produce results as a decision maker or best perform when being told what to do? 
  • Do I do my best work in a structured, well-organized environment, of do I enjoy being in a chaotic (and often high stress) culture that allows me to bring out the best in me? 
  • Do I work well in large organizations or enjoy a smaller company?

There are no right or wrong answers and we should have a “gut feel” on what works best for us as individuals.

Do not try to change yourself, rather change the environment you’re in to perform your best work.

What are your values? Not your ethical values, but rather your organizational values. 

For example, do you agree with organizations that try to promote and develop within or those that always look to hire externally to bring in new ideas and challenge the norm?

Do you believe in an environment whose mission is to make small, incremental changes or one where major change occurs to help drive company success?

To be the most effective in an organization, your values should be closely aligned to that of the company as this allows you to focus on continuously improving rather than wasting time on organizational operations that are out of your control.

Successful careers are not planned, rather they develop when you’re prepared for opportunities because you know your strengths, your best methods to perform, and have identified your values.

Lastly, managing yourself, requires taking responsibility for the relationships that surround you.  Just as you, others have strengths, ways of working, values, etc. and your ability of knowing, understanding and working within those parameters will allow you and your career to succeed.

A working relationship is based on the people more than it is on the work itself.

In conclusion, your ability to understand, refine and continuously ask yourself: “This is what I’m good at, this is how I perform my best, these are my organizational values, and this is how I make a difference” will allow the proper assessment to take place along with achieving higher career success.


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Book Review On: Developing Data Migrations And Integrations With Salesforce – Patterns And Best Practices By: David Masri

Quality of data being in the right place, for the right person, at the right time so it’s actionable is critical to the success of a CRM project.


While a nice user interface, fancy reports and workflow automation are also important elements in a CRM, these would significantly lose their value if the underlying data that supports these areas are problematic. 

Within this book, we are provided a comprehensive plan on how to turn the most critical and riskiest area of a project involving data migration and integration into a streamlined, low maintenance and high performing process.

As we continue down the journey of digitization and the importance of how data drives so many decisions, the below quote continues to hold true:

The world’s most valuable resource is no longer oil, but data. ~Economist Magazine

Before jumping into the complexities of data migrations, the author takes the reader through reviewing relational databases, data modeling and querying concepts, while also providing the nuances and operational differences between a traditional database and how Salesforce operates to help set the initial foundation.

Salesforce is an API first company, therefore all external interactions with Salesforce must go through it’s API’s. 

Next, David provides the 6 critical attributes that help guarantee the success of a data migration initiative:

  1. Well planned: asking the critical questions (examples are provided)    
  2. Automated: getting the process to be as close to “one click” as possible
  3. Controlled: having a centralized “brain center” to determine the data flow
  4. Reversible: ability to undo full or partial migrations
  5. Repairable: understanding where the original data resides and how it was transformed
  6. Testable: ensuring requirements and business needs are met

Strive to be better with each of your data migrations: better planning, more automation and increased trace-ability. 

As with any major endeavor comes a series of best practices, David provides 40 that should cover every situation you would typically run into. Below are the top 5 which I found to have the greatest impact.

  1. Understand and analyze the source data, while asking comprehensive and challenging questions about the intent
  2. Document, maintain and enforce stakeholder buy-in on the transformation
  3. Do not ignore data problems, they rarely get addressed after the deployment and can cause significant impacts
  4. Partner with a BA to help validate assumptions and your findings
  5. Don’t patch things together during testing, start the process end to end to ensure accuracy, run-times and deployment procedures stay in tact

Scope, budget and quality are 3 factors in any project, when it comes to data, quality should never be compromised.

As with any book, theory only gets us so far, therefore David also provides a real-world use case of a migration project, where the reader will understand how to load and transform 10+ objects. Within this exercise, we’re taught how to use a central control file, cross reference tables, sequencing, dissecting, and explaining the SQL and associate functions, performance tuning, bulkifying and roll-backs.

Migrations are difficult, most have issues and the details are critical. To get better: practice, execute, review, repeat.

Although, the major piece of work is the 1st data migration, the ability to perform data synchronization can be equally as important long term. Synchronization types such as: unidirectional, bi-directional, and 2 way synchronization along with patterns such as: incremental and differential are covered. A few examples of these include: upsert-no delete, incremental date based, full load.

       Understanding how to handle data conflicts when synchronization comes into play is crucial to the success of a project.

While most of this book discusses batch type integrations, David has a few chapters on real-time integrations and UI automation describing options such as, Salesforce API’s, Salesforce Connect, Streaming API’s, APEX Web Services, Platform Events, Embedded iFrame, FAT Client integration and a few others. Within these chapters, we get an understanding of when to use each based on the types of requirements involved.

As any good developer will know, having a solid code library of reusable functionality can be an extreme time saver. Especially when it comes to data transformation as more time than not, customers follow certain data idiosyncrasies that need to be accounted for. David provides examples of the most common. My personal favorites provided includes accounting for CamelCase, Phone number formatting, identifying a good email address, parsing out names, and stripping out spaces, numeric and alphanumeric characters.

Having your tool belt full of the critical tools needed for the job saves time and money while identifies you as a data migration specialist.

The final chapters of this book covers: FAQ’s, an algorithm and associated SQL for detecting duplicates using natural keys, as well as references cards recapping best practices, synchronization and integration patterns as well as suggested reading references.

In conclusion, whether your experience doing Salesforce migrations has been days, months or years, this book should be in your reference collection as I’m confident you’ll either learn or rediscover concepts that can help you become more proficient in your craft.

“The more you read, the more things you will know, the more you learn, the more places you will go.” ~Dr. Seuss.

You can find David’s great book for purchase here:


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Attitude Makes All The Difference

As I get older, hopefully I’m becoming a little wiser and healthier, a lot less uglier, and much more appreciative. 


I find tremendous satisfaction in hearing about the success of others.

This past week I had a Salesforce “newbie” provide me the great news that they landed their 1st paid Salesforce position. 

We connected back in August of 2018 as they read one of my articles and wanted to discuss their Salesforce career aspirations. 

9 months later after keeping their head down and focusing on their goals, they succeeded. 

While I don’t have a huge sample set to reference, those that come to mind took between 9-12 months as to when they decided to “go for it” and getting that 1st Salesforce opportunity. 

Obviously, there’s many variables at play and your results will vary, but I did want to share a short success story if it helps to keep you going. 

Regardless of this example or any others, in my opinion, your ATTITUDE over the long run is what will make the difference.

Have a great weekend, I’m off to cut cucumbers for my eyes.


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Get Creative

This was such an exciting story, I had to wake up extra early just to write it…


Meet Jeanne Moeller – she’s looking to continue her Salesforce career, particularly in Higher Ed, she’s considered a “Data Geek” and understands the value of good, clean data in a CRM.

Here’s what she did:

Made a tweet asking for help.  

It only received 3 retweets and 25 likes.

The quantity didn’t matter, as it fell in the right hands, at the right time, sparked a hiring manager’s interest and she got an interview.

The next thing she did was STELLAR!

She went to the company’s website and filled out an online form inquiring about their products and services.

Sure enough the VP of Sales (or equivalent) contacted her…ABC – Always Be Closing, right? 🙂

She responded with (paraphrased): “I actually wouldn’t be an ideal prospect, but I’m currently interviewing with your company, do you have 20 minutes to discuss why you enjoy working there?”

Dang, that was genius on so many levels!

That conversation occurred and she’s continuing the interviewing process.

That’s how you stand out, that’s how you get creative, that’s how you get a potential shot.

Figure out your inner genius, we all have it!

Ok, it’s 4:30 AM, I have cows to milk and chickens to feed…

Have a great Tuesday!


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SRTotD (Salesforce Random Thought Of The Day): Blurred Lines (Salesforce Job Titles)

Administrators/Developers – both of these build “things”


Solution Architects/Technical Architects – both of these architect “things”

Too much overlap nowadays with job descriptions and associated titles

I have us covered: I’ll ask Robin Thicke, Pharrell and T.I. to perform a remix at Dreamforce this year so we’re all clear


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Holy Moly Batman!

Holy Moly Batman! Some things that worried me this week in Gotham City:


1. I post a contract position on a job board and someone I just placed on a contract applies – SHAZAM! 

2. A Marketing Lead is unemployed as their previous employer went out of business for lack of customers – KAPOW!

3. A Salesforce Admin who has over 10 years of real experience gets disqualified for not having an Admin cert – BONK!

And it was only a 4 day work week in the U.S. – ZOK! 

On to next week’s adventure.

Same bat-time, same bat-channel…


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It’s Only A Matter Of Time – And Yours Will Come

Over the last 10 days or so, I’ve had 4 Salesforce Professionals get back to me with exciting news that they’ve landed a new Salesforce position, which was great to see.


If you’re still in your pursuit, it’s only a matter of time.   

And your time will come.

If you have an interview queued up this week, are you prepared?

Some things to think about:

The interviewer is expecting intelligent and engaging questions. 

They’re looking for what you know and understand about their business…in other words, did you do any research?

They’re looking for an idea or two that you can present to differentiate you from the next candidate.

Don’t do all the talking, the more you talk, the less you learn.  Learn about their specific challenges during the conversation, then follow up with what you learned while thanking them for the time. 

Your ideas, your preparedness, your positive personality, your confidence, your follow up is what can differentiate you from others, especially when you don’t meet all the other qualifications. 

An employer is giving you a chance to show your intangibles.  You’re in control of those. Show them!


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The Format Versus The Content

In reviewing and providing suggestions on a handful of resumes this week, I think we often get too concerned on the format versus the content. 


Here’s some questions that I came up with to ask yourself that might be helpful:

1. Have I accurately detailed out what value I added, goals achieved, company and personal success I obtained?

2. Have I put in enough detail to help explain what specific processes and functionality I created/improved so a future employer understands my expertise?

3. Do I show what creative solutions I came up with and why it was helpful and valuable to the organization?

I think resumes are personal, and in the end you have to be comfortable with it. 

You can ask 5 different people and get 5 different opinions.

Maybe this verse is enough:

“show you’re wise, tell no lies, be easy on the eyes, and your career will rise”. -Shakespeare Hopper


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Salesforce Career Seekers – let’s talk about “non-competes”, which also can be called NDA’s, CDA’s, PIA’s, SA’s, or some other legal document that employers may have you sign that protects their “trade secrets”.


In speaking with a Salesforce consultant this past week, he/she was recently employed by a system integrator.  

AFTER STARTING, he/she was then handed a non-compete to sign that stated he/she could not work for a competitor for a year after ending their employment with this new employer.

So let’s recap (if this was me): 

1. I’m a Salesforce consultant

2. There’s thousands of Salesforce integrators (aka competitors)

3. I’m handed a legal document to sign after I’ve already started basically saying, I’ll need to take a year off after leaving or face potential legal ramifications

Quite a frustrating story and maybe there’s more to it on the legal side, but I don’t see how this is in your best interest.

To conclude, that was their last day (after having their lawyer review).

Please don’t get backed into a corner like this, thoroughly review every document you are asked to sign, if something seems “off”, ask someone.  

A new, better opportunity awaits you…


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“Hopefully,”​ (A Sonnet To The Salesforce/Tableau Acquisition)

And now Salesforce has made another acquisition

To put itself in a better market position


It has lofty goals to stay on top

Hopefully, all these purchases don’t cause a flop

Now it has the ability to visualize data

Hopefully, to get Analytics Cloud out of beta

Will it allow CRM to continue to be best

Hopefully, not turn into Oracle, where apps go to rest

Whether it’s pronounced Tablue or Tablow

Combining data & CRM, should allow companies to grow

Additional SKU’s added to the purchase order mix

Hopefully, a Tableau dashboard will be the fix

Hopefully, Microsoft employees don’t feel sour

Unless of course, Salesforce builds another tower


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The Significant Imbalance Of The Salesforce Job Market

As I continue to read about the future of Salesforce job growth and the recent headlines on training more Americans to earn Salesforce credentials, I’m having difficulty understanding how this is going to work out.


I’ll be the first to admit to drinking the Salesforce Kool-aid on the future economical impact that will be made long term, and I’ll continue to think of ways to encourage others to go after their Salesforce career aspirations, but would also like to analyze where we are and where we’re going.

Let’s recap some of the numbers:

  • According to the IDC*, Salesforce and its ecosystem or partners will generate 3.3. million new jobs by 2022
  • More than 300,000 job postings ask directly for Salesforce skills*
  • Salesforce pledges to give 500,000 Americans (or I think it’s now 1,000,000) the skills they need to earn Salesforce credentials and get top jobs in the Salesforce ecosystem**
  • 1.4 Million learners around the world are transforming their careers and lives through Trailhead**
  • Salesforce offers training and re-skilling opportunities through programs like: Futureforce, Vetforce, Pathfinder**

In all these headlines, where are ENTRY-LEVEL positions being discussed?

Entry-level are the majority of the types of applicants that are enrolling in these programs that have no prior CRM, Database, Programming or Business Analyst backgrounds (Veterans, Career Changers, Under-employed, Non-IT College Graduates, etc.).

In doing some additional research:

  • On the Salesforce website ( they have 1954 open positions, 18 show internships, about 22 came up with my search of entry level (of those 22, many didn’t really seem like tech positions).
  • On the Vetforce website ( they have a list of employer partners, so I took a sample set:

Searched by “Entry Level and Salesforce”

  • Accenture: 149 total, 6 entry level
  • Dell: 188 total, 42 entry level (all Sales related, not Admins or Devs)
  • Deloitte: 122 total , 3 jobs titled Intern or Student
  • PWC: 9 total, 0 entry level
  • Simplus: 4 total, they have a Bootcamper program in Salt Lake City, not sure how many can enroll or if it guarantees a job afterwards
  • Slalom: 125 total, all look to be at least 2 years experience needed

I then searched some of the biggest company’s on the Fortune 500:

  • Walmart: 12 total, 0 entry level
  • Exxon: 0 total
  • Apple: 7, 0 entry level
  • Amazon: 451, most seem experienced only
  • Facebook: 37, 0 seem to be entry level

Switching directions to a generic search on LinkedIn for Salesforce jobs, it’s hard to get a read on the number, as most employers are classifying their positions as entry level, but all the random sampling I did shows at least 2 years prior experience.

Let’s just say there are 50-100 entry level Salesforce positions floating around somewhere and I’m not looking in the right places or my sample set is completely off the mark, my understanding there are many more coming out of these training programs (or taking their own direction to switch careers) to find Salesforce work,

Where are they all expected to go?

Something seems out of balance, or maybe I just need to work on my journalism skills.


* IDC White Paper sponsored by Salesforce, written October 2017

** Press Release, May 16, 2019


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Your Salesforce Career: Ride The Wave

For the aspiring Salesforce Developers in the U.S., I wanted to share a real-world scenario of the current market conditions with the intent to cut through marketing hype and often unrealistic salary surveys, but to also provide examples to set yourself apart.


Also, it was a pleasure to represent them along their way as they evaluated new opportunities.

Reason for exploring new opportunities (short version):

The current company was involved in an acquisition causing it to lose some of it’s original culture.

Their experience (needless to say, a near complete package at their level, IMO):

  1. ~ 3 years of Salesforce development and lead experience for a industry leading consulting company
  2. 5 certifications
  3. Leadership experience – mentoring junior developers on best practices in development and consulting
  4. Speaker at conferences
  5. Internal host of bi-weekly Q&A sessions 
  6. Participated in pre-sales activities/solutioning prototypes
  7. Lives in the Midwest
  8. Computer Science degree
  9. Top notch in personality, communication, professionalism

Their outcome:

  1. Interviewed with 5 companies
  2. Interviews ranged from technical assessments to informal conversations (fortunately, they were already known in the industry)
  3. Received 5 offers
  4. Salary (high 5 digits/low 6 digits)

Their decision:

Not the highest salary but rather the culture of the new company that was a close representation of where they came from when they 1st started their Salesforce career.

Note: they gave me permission to post this with the intent to help others, and I wanted to keep some confidentiality.

Other experiences may vary.

Summary: If you have the desire to do more, be more, and have more and your current company/situation is not allowing that to happen, please don’t just watch the tide go in and out each day, as you deserve to be riding the waves.


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You’re Not A Salesforce Commodity!

Commodity: In economics, where the market treats the good or service as equivalent or to be perceived with no differentiation.


Examples –

Goods: Cotton, cattle, wheat

Services (which I realize services may not be really considered a commodity): Gas station, dry-cleaners, car wash

In reading a recent article involving a senior level Salesforce professional, he mentioned he felt that the role of a Salesforce Administrator may eventually become a commodity.

Therefore, I wanted to do a little analysis on how the market is doing using LinkedIn as the primary source of data.

In searching for the title of Salesforce Administrator in the U.S. there are 2,305 jobs currently posted over the last 30 days, with each one having on average of 40 applicants, some many more, some many less based on company, city, job description, etc. 

Then I wanted to see how many Salesforce Administrators are in the total candidate pool (irrespective of looking for new opportunities), that number tallies 47,523 with ~10% of those looking for new opportunities (4,724).

Therefore, approximately 2 candidates are available for every 1 job that’s currently posted (very high-level analysis, all things being equal).

Doing a similar analysis for Salesforce Developer openings, there’s 5,453 available positions, with 8,806 total developers in the candidate pool and 10% of those looking for new opportunities (899), so for every developer looking, they have about 6 possible jobs available to them.

Obviously, there’s some variables to this analysis regarding US Citizens, H1-B contractors, experience levels, permanent vs contract, overlap with multiple staffing companies posting the same position, etc. but even with a +- 10% variance, hopefully the numbers are telling. 

But, this article is not about comparing Devs to Admins but rather it’s about differentiating yourself in the Admin space to avoid a “commodity” type situation where you don’t want to be.

Therefore, as your Salesforce career continues to evolve, please start (or continue) asking yourself these types of questions:

  1. Can the work I’m currently doing be either outsourced or given to someone at a lower salary and experience level or even combined into another existing position? Or asked a different way, will the company I’m working for severely feel the impact of losing me?
  2. Am I doing more than just basic administrative tasks day to day and instead building innovative solutions that take significant time, thought and industry/product knowledge to complete?
  3. Do I know if my stakeholders are getting the value that Salesforce offers and if not, what can I do to help influence that?
  4. Am I challenging what is being asked of me in a professional manner while offering creative suggestions or ideas to make things better for the company and end users?
  5. Can I be more proactive and engaging with our end users to find out what they need and want rather than waiting for them to come to me?
  6. Am I willing to tip my toe in uncharted territory to expand my experience level by taking on new projects, leadership opportunities, or possibly getting more involved with custom coding and integration?
  7. Do I stay up to date with the seasonal release notes and/or 3rd party applications by working on prototyping ideas to help my company’s business operations in driving better ways of working?
  8. Do I engage with others by teaching, sharing ideas, collaborating and paying it forward to those less experienced then me?
  9. Am I thought of as the 1st person to turn to across various lines of business as they know that I can get the job done by meeting or exceeding their expectations while not having to ask multiple times for an update by keeping them informed of my progress along the way?
  10. Am I in tune with the strategic direction and road-map of where the company and my department is going and can I lead the way to help contribute to that success?

If you have doubts around any of these, maybe it’s best to ask those in your organization what they think or even have them provide suggestions that they would like to see you take initiative on. 

I realize there might be risk in hearing what you might not want to hear, but the intent is to drive your career forward and continue to find out strategic opportunities to do so.

Maybe these types of questions are already on your annual/quarterly reviews and goals you strive for every day.

The key is for you and the value you have to offer to continue to stay in short supply and high demand to prevent you from falling into a commodity driven Salesforce talent market.

Hopefully, these ideas help you in doing so.


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I Can’t See The Career Forest For All These Certification Trees.

Most of us have probably heard the idiom of not being able to see the forest for the trees, which means getting so caught up in the details to not understand the situation as a whole.


I often feel this is what’s happening when it comes to certifications, career progression and if the focus is on what’s important.

I’m often asked, Chris, what should my next certification be?

I don’t really know the best answer, nor do I think there is one, but I usually then ask, where have you been, where are you today, and where do you want to go?  

If you can’t answer the latter with a clear definition, then I don’t see how getting another random certification will help you.

But if you can answer that with a clear goal in mind, then you probably don’t need me (or anyone) to answer it for you anyway.

Or to address this million-dollar question on the significance of certifications a different way:

Let’s look at examples of what most Salesforce job descriptions state (if you want to use that as a barometer):

  • Strong communication, presentation and interpersonal skills with ability to present complex ideas in a clear, concise fashion to technical and non-technical audiences
  • Strong business and technical aptitude with an attitude to solve complex problems
  • Team player and able to work well with diverse groups such as Business Users, IT Business Solutions, and other Developers.
  • Ability to support business users during testing and resolve bugs/issues in a timely manner
  • Effective communication skills (written, verbal, and listening)
  • Excellent problem-solving skills with the ability to handle a fast-paced, dynamic environment

I purposely left out the technical requirements, but even so, I haven’t come across any that say: need a 3X, 6X, 22X, 56X certified Salesforce professional.

Maybe at a minimum a Certified Admin or Developer, to get your career started or show a potential employer that you’re willing to put in the effort to learn, test, retool, etc.

Or if you’re becoming a specialist in a specific area (CPQ, Marketing Cloud, Field Services, Architecture, etc.). And then many times, even these specialist certs are often a nice to have and not must haves.

Additionally, let’s also look at the top 10 skills for 2020 by the World Economic Forum:

1.      Complex Problem Solving

2.      Critical Thinking

3.      Creativity

4.      People Management

5.      Coordinating with Others

6.      Emotional Intelligence

7.      Judgement and Decision Making

8.      Service Orientation

9.      Negotiation

10.   Cognitive Flexibility

Do you think certifications get you any closer to these top 10?

In my opinion, maybe a few, but what about the rest?

Doesn’t the job description mentioned above tie to most of these?

Wouldn’t you want to spend most of your time figuring out how to excel in these other areas such as dealing with people, emotions, stress, awareness, coordination, failure? 

I think the primary way to do that is on the job, taking on projects, throwing yourself to the wolves, getting bit a time or two, learning from it and trying again.  Even if it’s not in a Salesforce role but being in a position where you gain experience in these areas and then to be able to articulate, refine and correlate these concepts in a conversation or interview.

When most are thinking of tangible certifications as the way ahead, you need to stand out with your personal experiences, challenges and shortcomings that make you unique and only apply to you.

Don’t let the certification trees impede your vision of seeing the career forest in front of you.

Disclaimer: I am 0X Certified (as I’ve failed the Admin and Dev exams), although daily I do some variation of:  write, receive, review Salesforce job descriptions, as well as speak to hiring managers, internal talent acquisition personnel and Salesforce professionals of all backgrounds. Prior to that in the trenches as a technical CRM hiring manager, delivery manager, solution architect and an Accenture career counselor. 

While I don’t believe I have all the answers, I enjoy sharing ideas to help challenge the status quo and marketing hype. Hopefully, this article allows for a slightly different viewpoint on what I (and hopefully many others) think matters when it comes to career growth.


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The CRM Recruiter’s Book Review On: Advanced Apex Programming – Edition 4 By: Dan Appleman

While there is no doubt there is an abundance of Apex programming documentation for both the novice and the advanced developer available, we often find the material is too broad or potentially written by a marketing or tech writer rather than day to day developers.


Dan’s book on Advanced Apex Programming is written by a seasoned developer (himself) in which he provides real-world concepts about Apex design patterns, best practices, and solutions to greatly increase your Apex programming proficiency.

Since this is the 4th edition of Dan’s book, a few items to note of significance:

  • Primary focus is on SalesforceDX and Lightning
  • Rather than unmanaged packages and zip files, the sample code is provided in Dan’s GIT repository
  • Code examples are broken out and associated by branches in GIT to directly associate to the chapter being discussed for easier correlation
  • Due to Salesforce’s continuous re-branding, Dan uses terms interchangeably whether we’re talking about, the Salesforce platform, or the Lightning platform

Two of the core concepts that Dan initially covers which help in the core understanding of Apex development are:

  1. Understanding how Apex interacts with the underlying Salesforce system as a whole
  2. In depth understanding about: Execution Contexts, Static Variables, Bulk Patterns and Governor Limitations

These philosophies may be common place for an experienced Salesforce developer (probably 5+ years), but for those who have a traditional Java, C#, VB, .NET, and other structured language background, these are concepts (and associated challenges) that directly relate to cloud computing, particularly on the Salesforce platform.

Let’s dive into what some of these mean for a Salesforce developer and how one leads to the next:

  1. Execution Context: Multiple triggers on an event can cause the developer to have no control of the order the triggers execute in causing massive confusion and unwanted outcomes (i.e. trigger calls another trigger that calls a workflow that then calls another trigger).
  2. Using static variables: Allows a developer to help control the Apex execution, context and scope to help prevent code being called multiple times undesirably, while also running into Governor limits.
  3. The understanding of Apex limits and how it has a profound impact on your architecture and design patterns. Although, most developers will rarely run into SOQL query limits, this book helps enforce the importance of: bulk syntax, using Before versus After triggers, caching data results, and limiting the fields you bring back in your queries. Other limitations that Dan covers include limits on CPU time (particularly in bulk operations), DML operations, Heap Size, Call Outs/API’s/Emails and 24-hour limits such as Batch Apex, Future Methods, Queueable and Extended Apex.
  4. Bulk patterns: one of the most important patterns that Dan educates the reader on is bulk patterns and if you can think and design your code to handle bulk operations, you’ll be able to build more efficient solutions up front, versus writing code for a single object and then having to convert it later.

To the novice developer, they may never imagine how their process could run into a governor limit, but Dan provides examples of how processing 1 piece of logic without taking bulk into account could quickly escalate into problems, not just in the internal processing, but also at the external web services layer as well.

The next area that Dan drills into further is best practices around architectural and design patterns along with possible underlying issues that may be presented.

  1. Collections: how to keep track of only the objects that need to be updated to help improve the efficiency of your operations. For example, triggers and how to programmatically provide better predictability within your application by maintaining a centralized trigger framework that controls the order of execution.
  2. Asynchronous operations: how to work around not being able to make a callout to web services within a trigger, the number of callouts you’re limited to, the amount of data that you can pass, the timeouts associated to external server’s response times. As well as the value and drawbacks to: Batch Apex, Scheduled Apex, Future Calls, Queueable Apex and Platform Events.
  3. Application configuration: Database objects, custom settings, and custom metadata and determining which is the best approach based on your specific requirements along with the design patterns to work around query limits by combining the different solutions.

The third section that Dan covers which is probably the most important as it has the biggest impact on the outcome of your development success: testing, debugging, and deploying your Salesforce solutions with a strong emphasis on SalesforceDX, as this tool is now fitting more into the modern development methodology many of us are used to such as source control, automated testing and building, as well as continuous integration.

As most developers know, when it comes to debugging and diagnosing Apex, the 3 essential areas that are involved are:

  1. A way to reproduce the issue
  2. A way to capture data about the issue
  3. A way to modify the code to remedy the issue

If you find yourself running into constraints among these 3, Dan provides some ideas and examples to overcome them by building a diagnostic framework.

  1. Creating a diagnostic instrumentation class that acts as a call stack to quickly find where the problem lies versus filtering through unnecessary lines in the debug log.
  2. A centralized trigger dispatcher that allows every method to have its own exception handler to account for the annoying, cryptic error messages a user receives (Apex: Unexpected Exception, Null Pointer Exception, blah, blah, blah).
  3. Creating a custom object to monitor users 24X7 to overcome limitations of the debug log size (which I believe has also increased over the last few releases based on developers feedback).

When it comes to unit testing, traditionally, developers make sure their code doesn’t break other developer’s code, but when it comes to Salesforce, the bigger challenge is the declarative metadata update that an admin makes and the adverse impacts it can have. Due to this, Dan advises that functional and integration testing should be a higher priority versus unit testing and provides these 4 test patterns:

  1. Centralizing object initializing for easier code maintenance
  2. Using Test.loaddata to allow for loading test data from a static resource
  3. Organizing tests into classes with multiple test methods to allows tests to relate to each other
  4. Using the @Testsetup annotation to initialize your data for all your test methods for a given class

Additionally, Dan highlights the importance of building every unit test as a bulk test and to make sure your batch size is configurable. This will allow all the benefits for bulk testing at almost no cost in relation to validating the functionality of your batch handling and assuring your processing meets the required Salesforce governor limits.

When it comes to managed packages, Dan also has you covered, regarding some of the challenges with namespaces and the behavioral differences with these such as:

  1. Inability to access custom settings that are not part of the package
  2. Duplicate fields that appear in SOQL queries

Dan provides suggestion to these either with SalesforceDX using namespaced Scratch Orgs or by having customers make modifications to their existing code and to use custom metadata. Additionally, the book also goes into detail regarding best practices for designing managed packages using Dynamic SOQL and Dynamic Apex.

The last great point the author points out regarding Apex development and the maintenance of your Apex code, is that coding makes up about 10% of a projects lifecycle and the other 90% includes requirements gathering, design documentation, testing and maintenance. Therefore, once code has been deployed, the costs of a bug increase dramatically, and not just bugs from a developer’s error, but when metadata changes occur such as a workflow, validation rule, flow or lightning process, as well as Salesforce’s seasonal releases which are uncontrollable.


In conclusion, this book covers much more than writing code, but rather how to create patterns and frameworks to help reduce the maintenance costs. This includes, centralized exception handling, defensive programming to account for metadata changes, and better diagnostics to help monitor your application.

Outside of these concepts, Dan also recommends the use of SalesforceDX as your single source of truth, using a testing Sandbox to stage and test your metadata changes, and lastly having the proper internal governance and change management processes in place, which I think we can all agree always can be better.

This book can be found on Amazon at:


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Salesforce Career Success Story For 2019

An inspiring story to share with up and coming Salesforce enthusiasts as we go into the new year.


Prior to Dreamforce this year, I had a LinkedIn connection reach out to me requesting to meet up while we were both in San Francisco. 

In our discussion, I learned she was a little reluctant in asking for my (or anyone’s) time, which I think is the case for many of us, but I’m glad she did as one of the important suggestions that I made to her was to work on overcoming fear of rejection and to ask others for what you’re looking for. Sure, they may say no or ignore you and if that happens you’re not any worse off than you were before asking (other than maybe a slightly bruised ego). 

I used our Dreamforce meetup as a good example of asking, with the hopes that more positive ideas and suggestions came out of our discussion, but she had to take the 1st step to get my attention.

Fast forward 3 months later, she received word from the local Salesforce User Group that a company was looking for an Admin. She decided to be proactive and reach out to the company director and ask if the position was still open. It was and she was able to put her candidacy in.

After multiple interviews, a can-do attitude, providing honest answers to questions she didn’t know, and asking intelligent questions about the companies goals, processes, etc. while expressing her passion, genuine interest and why she felt she was the right person for the position, she received the offer.

Now, this didn’t come without speaking and being rejected by other companies along the way, but I think as each door closed she learned something new, made some adjustments and started getting slightly comfortable with being uncomfortable, which inevitably built her confidence for the next interview.

This story and the right opportunity existed for her as it has for many others and will for anyone else who’s willing to take a few bumps and risks in their path to achieve what they’ve set out to do.

If you haven’t gotten that 1st Salesforce career break yet, 2019 has your name written all over it.


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The CRM Recruiter’s Book Review On: Lightning Process Builder And Visual Workflow

Although the title of Jonathan’s book seems very niche to only a few of the declarative capabilities that Salesforce has to offer, this book provides much more than that.


I was pleasantly surprised while reading this book, as it allows the reader to get a better understanding of development best practices as a whole, not by showing you snippets of code or a few steps in a workflow, but rather how to take small pieces of business logic from real world business cases, during the requirements gathering process, and breaking them down piece by piece from business to functional requirements and then to create an overall process design or blueprint to be used. Jonathan then applies the tools such as Visual Workflow and Lightning Process Builder to achieve the functionality requested within the business cases.

As we all know, the goal (and sometimes the challenge) of software development or configuration is understanding what, how and why one approach is better than another and why using a declarative feature may make more sense than a programmatic one. Jonathan provides context about the significance of using the Salesforce declarative tools of Lightning Process Builder and Visual Workflow with these major themes:

1.      A graphical UI is available for easier user and developer comprehension

2.      Simpler and quicker maintenance and troubleshooting

3.      Version control and roll backs

4.      Inherent knowledge transfer as the tools are relatively self documented

Additionally, one of the key attributes that Jonathan points out is when to use a Visual Workflow versus a standard Workflow rule as each tool has its own set of strengths and limitations. Jonathan does this by providing graphical tables, screen shots and other visuals or resources to help illustrate these as you build out your process.

Not only does the author take his readers from the ground level of starting out with a simple business case to get us started and then builds upon it with more complex business requirements as we get comfortable with the tools, he adds humor and wit along the way. This approach helps keep the reader in tune, especially as traditional tech books can become a little dry after the first few pages in. Jonathan also points out best practices throughout to help ensure a great design is being achieved. 

Some of the value a traditional Salesforce developer would see within this book is how Jonathan calls out how some of the requirements “could” be met with an Apex Trigger, but to also show how Lightning Process Builder was able to meet the same requirement just as easily without the additional overhead and maintenance with writing code. But, he doesn’t say “clicks not code” is the “end all, be all”, as he also points out scenarios where complex logic calls for the developer to use Apex if additional capabilities and flexibility is warranted. He then follows up with the “power combo” by providing examples of how to combine both declarative and programmatic capabilities into one solution to provide the best of both worlds.

Outside of just Lightning Process Builder and Visual Workflow, this book also takes the user into other necessary responsibilities such as migrating the process throughout the environments, and also discusses how to troubleshoot and debug problems along the migration process as well as once they’re into production.

In conclusion, I think whether you’re a Salesforce BA, Salesforce Admin or Salesforce Developer, having Jonathan’s book in your library would definitely be a good reference book to have as going back to the basics of foundational business analysis and rethinking how to best approach a business problem utilizing Salesforce’s declarative capabilities will help keep concepts, techniques and approaches top of mind.

You can find Jonathan’s book on Amazon at:


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The CRM Recruiter’s Book Review On: Learning Salesforce Lightning Application Development By: Mohith Shrivastava

As many customers transition their Salesforce applications from Classic to the Lightning Experience, they are also thinking of ways to allow their users to be more productive and efficient in their day to day activities.


Therefore, within the Lightning Experience user interface, there are a series of out of the box tools available such as Flow, Process and Application Builder as well as pre-built Lightning Components that a Salesforce Administrator can drag and drop into existing Lightning pages to fit into the “clicks not code” paradigm to provide a better user experience.

While this book briefly touches on those capabilities, this reference guide is geared for the developer who has a more complex and specific set of requirements, where they need to build custom Lightning components to achieve success. To do so, new components are developed with HTML, JavaScript, and CSS to ultimately create a component bundle to expand Salesforce’s out of the box capabilities for areas such as: Lightning Experience, Communities, Mobile, Outlook, Chatter and API’s.

Within this book, Mohith Shrivastava covers the concepts that are available within the Lightning Framework such as the building blocks to form a Lightning bundle, as well as capabilities such as Lightning Flows, Lightning Data Service, Locker Service, and Lightning Out. Lastly, additional development concepts are covered such as Debugging, Performance Tuning, Unit Testing while utilizing the SalesforceDX CLI (Command Line Interface), providing code examples from Github. 

This book provides plenty of examples along with screenshots and a general overview of concepts and I highly recommend the purchase of this reference book to grasp a more in-depth understanding of all the moving pieces involved within the framework.

Below is a summary of each chapter.

Chapter 1 – Intro to the Lightning Framework

An intro into the core components that make up a Lightning app and the architectural differences between the client and server communication and data rendering as a user interacts with the system.

Additionally, Mohith provides a good diagram of the Lightning component life-cycle between a user clicking a button and what happens behind the scenes of the component markup, JavaScript, Controller, JavaScript Helper and Apex controller classes as depicted below

Finally, we are provided an example of how to create a “Hello World” Lightning component using the developer console as well as how to utilize the Lightning Design System to style and format a component.

Chapter 2 – Exploring Salesforce DX

Within this book, Salesforce DX is the development tool of choice and is used in all examples provided. In this chapter, Mohith explains how Salesforce DX is used as a source driven development workflow in utilizing version control and the Salesforce DX CLI (Command Line Interface) to help adopt a Continuous Integration process.

Also outlined is the process and the CLI commands to install DX, the Developer Hub, create a new DX project, build a scratch org, and to set up Visual Studio extension pack. Lastly, we’re shown a good example of the life-cycle and workflow using all the above-mentioned tools to develop a Lightning component, as shown below.

Chapter 3 – Lightning Component Building Blocks

In this chapter, Mohith explains the parts that make up a Lightning component and how they’re used. This includes the component markup (CSS, HTML), the JavaScript controller and the helper. Additionally, we’re shown how to wire the JavaScript client-side controller to the server-side Apex controller.

We also explore examples of how to control the layout and sizes of the Lightning Components to help increase the visual appeal to the end user.

Lastly, we’re shown a diagram of the series of events and actions that takes place between the client and server which really give a great depiction of what is happening technically behind the scenes.

Chapter 4 – Lightning JavaScript API

The JavaScript API is one of the critical pieces that make up the Lightning Component framework. In this chapter, we explore the various JavaScript functions and API’s that are supported, as well as the rendering cycle using the renderer file. Also brought to light is security via the Locker Service to help ensure malicious content and unauthorized access does not occur.

Furthermore, Mohith dives into the functionality of the Renderer JavaScript file and how it’s used if you need to create custom logic for your DOM (Document Object Model) manipulation.  Below is an example of where the renderer file is located and a workflow of how it’s used.

Concluding this chapter, we get an introduction to the Promises API which can help when you have nested callback that can be a challenge to debug and maintain.

Chapter 5 – Events in the Lightning Component Framework

The event driven model is the core of what the Lightning Component Framework uses based on a series of Publisher/Subscribe events using either the application or component event model. In this chapter, we are educated on how component events differ from application events, as well as how to create, register, fire and handle each type of event. We are also provided examples along with associated code to explain how a series of components can communicate with one another such as a child component taking action when it’s corresponding parent triggers it. Lastly, we are shown the optimal design pattern to help make debugging Lightning events less cumbersome.

Chapter 6 – Lightning Data Service and Base Components

One of the new features within the Lightning framework is the Lightning Data Service which provides a developer the ability to take care of Create, Read, Update, Delete (CRUD) operations as well as field level security inherently within the service. Historically, this was needed using APEX coding on the server.  Below are examples of the client/server interaction comparing not using LDS and using LDS.

The idea behind Lightning Base Components is to accelerate development by utilizing the out of the box components and design patterns available to you in SLDS (Salesforce Lightning Design System). 

This chapter provides example on how to use both custom and base components to rapidly achieve LDS functionality as well as the offerings that base components have such as: carousel, tree, data table, etc. to help provides a base set of common functionalities to get a developer going in their development work.

Chapter 7 – Using External JavaScript Libraries in Lightning Components 

To give your Lightning Components additional functionality, a series of external JavaScript libraries can be used, some may already be familiar to a seasoned developer such as JQuery, as well as others that include Chart.JS, Moment.JS, React.JS and Angular.JS. Although, some libraries are not compatible with the Lightning Locker Service, this chapter provides examples of how to make them Locker Service Compliant by using the Webpack Bundler to handle unsupported reference in the library.

Additionally, covered in this chapter are examples of how to make the client-side JavaScript call out to external sites, as well as how to have your Lightning Component communicate with VisualForce or any other I-frame embedded within a Lightning page.

Lastly, using the Lightning:Container component allows for a SPA’s (Single Page Applications) written in React, Angular, Vue, etc. to load inside the Salesforce Lightning Component. We are also shown some of the limitations of this approach with regards to performance, storage and offline caching.

Chapter 8 – Debugging Lightning Components

For any developer, the capability of debugging will always be needed. Here we are shown how to debug the front-end JavaScript code (if you’ve done any APEX development before you should be familiar with the server side debugging techniques) and APEX debugging is not discussed.

Within this chapter, we walk through the Salesforce Lightning Inspector tool to explore ways to inspect issues associated to the events firing and receiving, as well as performance bottlenecks. Additionally, we go through examples and techniques of using the performance optimizer, how to set breakpoints, parsing and catching exceptions, streaming logs, and using the replay debugger in the Salesforce DX CLI. Below is an example of the Lightning Inspector.

Chapter 9 – Performance Tuning Your Lightning Components

As a developer, having a performance problem can cause all your development work to quickly loose its appeal. In this great chapter, we explore preferred options and specific “gotchas” that may cause performance constraints within your Lightning Component and techniques to correct them.  Below is an example of that interface.

Some of the recommended and non-recommended approaches mentioned are using storable actions, avoiding Aura:If in the Aura:Iteration, rearchitecting the solution by moving logic to the controller to create markups conditionally, using the Lighting Data Service, limiting data sets and leveraging the Lightning Base Components (rather than new components from scratch) among many other examples.

Chapter 10 – Taking Lightning Components out of Salesforce Using Lightning Out

Another concept with Lightning Components is the ability to take custom built Lightning Components out of the Salesforce platform to use with any other web application that supports JavaScript, HTML, CSS that might have been built on various technologies such as Node.JS, Heroku, WordPress, Sharepoint, etc. or within the classic VisualForce page.

In this chapter, we are provided some examples of how to deploy Lightning on VisualForce pages and on a custom Node.JS application as well as diving into some of the limitations to consider as not all events and components are supported nor work outside the context of the Lightning experience.

Chapter 11 – Lightning Flows

As most Salesforce practitioners are familiar with declarative features of Flow and Flow Builder, we can integrate Lightning Components within these to provide additional capabilities to meet specific user requirements.

We are provided an example of how-to set-up a Flow using Flow Builder, how to run that flow in the Lightning Experience, then debug the flow and lastly how to add custom components to the flow builder. From these, the author takes the reverse approach on how to embed Flows inside a Lightning Component to pass variables in and out based on a Lightning Component firing and the flow running logic to pass those variables back to the Lightning Component that called it.

Chapter 12 – Making Components Available for Salesforce Mobile and Communities

Utilizing Salesforce Lightning Components within the Salesforce Mobile App and Salesforce Communities can provide the user with a more personal and appealing user-experience.

Within this chapter, Mohith provides step by step instructions and screen shots of how to develop a UI on the Mobile app, and how to set up your Chrome browser to simulate the user experience while providing context on global and Lightning Quick Actions.

Chapter 13 – Lightning Navigation and Lightning Console API’s

In this short chapter, we’re introduced to additional capabilities to enhance the productivity of the user with techniques such as: allowing the user to navigate to various components, pages and tabs by using the Lightning console to provide split views, work spaces, tabs and a utility bar using API’s to do so.

Chapter 14 – Unit Testing Lightning Components

Just like testing APEX on the server side, a developer will need to unit test their functions on the client side. Within the Lightning framework, Salesforce provides a Lighting Testing Service (LTS) which is a set of wrappers for Jasmine and Mocha JavaScript testing frameworks. Jasmine is the primary framework explored in this chapter as Mocha still needs additional libraries to be effective and is the newer of the 2 available.

This chapter, we are given explanations and examples of the different parts the make-up Jasmine, such as Suite (like a test class in APEX), Spec (similar to a test method in APEX), Setup and Teardown (equivalent to @istest setup), and Spies (the same as stubs that prevent actual server calls to be made). Additionally, discussed are the various wrappers that are available from the Lightning Testing Service as well as recommendation on the different test cases.

Chapter 15 – Publishing Lightning Components on the AppExchange

Once a Salesforce Lightning App is developed and tested, a managed package can be created and published on the AppExchange for other users to install and use. Mohith takes us through the various steps to be able to do this such as creating the proper namespace, creating the manage package, documenting your components using the Auradoc file, providing the design file to allow admins to configure attributes to drag components to the Lightning App Builder, Community Builder or Flow Builder, and lastly publishing the component on the AppExchange.


In conclusion, whether you’re a developer that’s new to the Lightning Framework or have been developing Lightning Components for a few years, this book should be a part of your reference collection as it provides great examples and explanations along with helpful screen shots to help expand your expertise within the various layers that are involved with Lightning Component development.

This book can be found on Amazon at:


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The CRM Recruiter’s Book Review On: ROI From CRM – It’s About Sales Process, Not Just Technology. By: Brian K. Gardner

When businesses think of CRM, they’re often thinking of the technology that is being used to capture information to create more meaningful relationships with their customers along with the latest and greatest features within those technology offerings to help improve their business processes.


Within, Brian Gardner’s book ROI from CRM, and taking his 30+ years of industrial sales experience, he determined that technology alone was not going to solve a business’s problem to increase revenue, but rather an underlying series of questions around the internal operations of a company that needs to be addressed first to help determine how to improve an organization’s bottom line.

In Brian’s book, he provides the reader with his history of being a sales rep early on with his father’s corporation Breard-Gardner Inc. , a U.S. Process Control and Instrumentation Rep/Distributor and Service company servicing the Gulf Coast, to illustrate some of the challenges he was running into with not having a functional system in place to help with building account profiles, activity logs, historical sales information, cross-sell/up-sell opportunities and sharing information across the multi-divisional organization. To tackle this, Brian decided to host a series of software vendors to present potential solutions to his problem and this is where Brian determined a fundamental challenge existed:

All the vendors didn’t understand the complex nature of industrial sales and  were showing technology based on a core CRM product along with massive amounts of customization needed to address the industrial sales life-cycle process. 

In Brian’s frustration, he decided to team up with a technology expert and build their own CRM product called Selltis, which ultimately gained popularity within the industrial sales industry allowing Brian to sell his homegrown CRM product to the masses. 

During this adventure, Brian learned how important process, not technology alone allows a company to achieve greater results, but since technology is inevitable to get there and so many companies emphasized the wrong part of the equation, Brian addresses how a business can determine a return on their investment by using his SalesProcess360 CRM Audit 5 step process which includes:

Conduct a thorough Sales Process Review

Performing a Sales Process Gap Analysis

Setting up a CRM Roadmap Matrix

CRM Phased Roadmap Execution

Review and Assessment (CRM ROI Calculator)

Within these 5 steps, Brian’s book contains many questions to get the reader thinking more about their current environment and processes, while also providing a few reference scorecards with common examples to help drive the discussion.

Brian initially focuses on outlining how businesses should rethink CRM not as a cost but as a revenue generator and how an increase in revenue by as little as 1% can help offset the cost of the CRM technology, if the right processes are put in place 1st. 

Two essential examples, Brian outlines are:

Quote Follow-Ups: by either providing the user a reminder or automating the process entirely.

Leveraging Data from other Departments: to further understand the complete 360 degree view of the customer.

How do you determine ROI from CRM?

To answer the above question, Brian provides a straightforward and simplistic approach, along with actual examples, by using his ROI Calculator which is outlined and available on his website at: 

Below are the basic inputs that are evaluated:

Annual Sales

Average Gross Profit Margin

Number of CRM Users

Monthly Fee per User

Startup Cost (Implementation costs, training, data importing, etc.)

Ongoing 1st year costs (maintenance, ongoing professional services, etc.)

Based on this evaluation and what Brian has historically seen, the cost to implement CRM is (and should be) less than 1% of the company’s current additional sales gross profit once implemented. For example, if it cost $28,600 to implement a CRM, and the company has annual sales of $20,000,000 and a annual gross profit of $4,000,000, they would need to generate an additional $143,600 in sales based on a 20% gross profit, which is .72% of the company’s current sales. 

Calculations below:

$28,600 (Cost of CRM) / $4,000,000 (Gross Profit) = .72% (Cost to implement CRM)

.72% (Cost to implement CRM) X $20,000,000 (Annual Sales) = $143,600 (Additional revenue needed to justify CRM cost)

Additionally, Brian provides some additional cost/benefit examples to calculate time spent doing manual number and data crunching, costs of losing a sales rep which includes no documented activity, management’s time to get a new rep up and running, and the time the new sales rep to understand the sales process.

Next, Brian explores the top reasons why CRM projects succeed or fail and highlights, based on his experience, only 20% of industrial companies perceive they are getting the ROI they are looking for from CRM.

The primary reasons fall into 4 major categories with the highest being company culture implications:

Incorrect Expectations (misunderstanding of TCO, wrong CRM vendor)

Data (bad/inconsistent data, islands of data stored in various locations)

Management (murky vision, prioritization)

Culture (Too much too soon, no internal champion, not positioned as a team solution, limited training, IT is taking over without business involvement)      

After understanding the reasons why CRM projects may fail, Brian jumps into the most important aspect to get the highest ROI from a CRM system by explaining how utilizing the front end (lead to order) of the sales process is critical for success versus the back end (quote to order). Within this front-end process, this book asks challenging questions about how to monitor and track the various aspects up front to determine where the gaps and inefficiencies lie.  

For example:   

How are you qualifying a lead up front before too much time and resources is spent in the process? Are you asking the right questions to confirm the lead is really interested in your product or service?

How are you defining the criteria to move the lead to an opportunity? Does it have real potential to move to the quote stage?

What is your evaluation criteria to determine if the potential customer is worth quoting in the 1st place and is it time well spent?

Is your quoting process consistent across the organization with the same format, pricing, discounts, product SKU’s?

Brian then goes into details and a few formulas as it relates to leading indicators on the front end of the sales process and uses load input goals to help drive revenue growth and take action early in the process rather than the end of the quarter or year. This is where Brian uses his Secret Sales Formula by taking the Sales Goals, Base Recurring Business, New Opportunities and Close Rate Percentage to determine if the goals will be met and if you have your CRM set up and how being utilized correctly can gain instant visibility in how your team is performing on their Sales Goals by:

Setting expectations regarding what new load input will be needed

Train on these expectations with the how and why

Monitor against these expectations (things that get monitored are the things that get done)

Finally, Brian takes us through a few additional chapters around the following areas:

Taking a phased approach to your CRM implementation and the recommended phases to take to help maximize the ROI

Emphasizing the training aspect of the why, not just the how and what provides a company a competitive advantage (it’s not its products, service, experience, people)

Considerations for vendor selection along with a Vendor Scorecard

In conclusion, Brian uses his decades of experience in Sales and CRM involvement in this great book, ROI on CRM, so if you’re looking for a simple, yet highly effective approach to think through ideas and to challenge your front-end sales processes to drive revenue while leaving technology out of the equation, this book is highly recommended.

You can purchase ROI from CRM from the below Amazon link, as well as checking out Brian’s website at: for some of his available material for download as well as learning more about the services he provides and customers he has helped.


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The CRM Recruiter’s Book Review On: Practical Guide To Salesforce Communities By: Philip Weinmeister

As more businesses think of new and innovative ways to continue to capture data to understand and analyze the who’s and what’s of those interacting with their products and services, the concept of a community is increasingly becoming more important to have users engage and collaborate while having their needs addressed in a very personalized way.


Historically, concepts such as a company website and employee/partner portals provided a way for customers, employees and partners to view or reference a company’s products, services and offerings to allow some form of self-service, and to ultimately, reduce the costs of customer service reps sitting by a phone fielding calls or emails. The challenge companies were faced with in this old paradigm, was determining how users are interfacing with these self-service tools and then how to provide a better user experience while capturing better and more relevant data internally to make future decisions.  

Within Phil Weinmeister’s Practical Guide to Salesforce Communities, he describes how Salesforce Communities can be utilized as a platform and a digital hub by better connecting people and enabling business processes to drive bottom line results while gaining better insight to a user’s interactions, experiences and current or future needs. Furthermore, Phil also explains why traditional websites and portals are missing the mark and how Salesforce Communities are now considered enterprise ready, specifically with the Salesforce Lightning framework technology and how Salesforce Communities are gaining high popularity. For example, in 2018, there are 18K active Salesforce Communities (7K of those built on Lightning) and 225M potential Salesforce Community users as essentially every Salesforce user could also become a Community user.

In exploring Phil’s book, I find he covers everything from A to Z in this guide, and he has the credentials to back him, specifically being the 1st Salesforce Community MVP and working directly with the Salesforce Community internal product engineering team to discuss his implementations, what his customers are looking for in new releases, and ultimately how to make the product better. As Phil provides details on everything Community related, there were a few key concepts that I found the most useful which is in no means comprehensive and I advise a reader to go through the guide in detail for a better understanding of all things associated to a Salesforce Community.

Planning for Success: before Phil jumps right into showing his audience how to do any type of configuration work around Communities, he explains the importance of planning, with the key takeaway being the vision led approach versus features and capabilities. Specifically determining the “why’s and the what’s” to engage and empower customers, to enable partners and to equip employees, before addressing the “how’s” regarding fields, objects, profiles and the processes of creating records.

Another key aspect of this planning exercise that Phil points out is the importance of Key Performance Indicators (KPI’s) to help drive Salesforce Community success. Good examples of quantifiable KPI’s that Phil mentions include: Member Registrations, Logins, Page Views, Record/Data Creation.

Licenses: I found that the Salesforce Community license model can get a little confusing, as it’s not a one size fits all set up and if an Admin does not know how licenses can be best utilized, the cost can grow exponentially. In the licenses chapter, in an easy to follow model, Phil breaks down the different types of licenses, the capabilities of each type and the most cost-effective way to use licenses based on the audience member’s intent in what they’re looking to achieve, how often they will be logging into the system and the companies plan (reference the vision concept in the above Planning for Success). 

Community Templates: the templates that Salesforce offers out of the box helps provide organizations with the core functionality and features to support their basic requirements to get them started with Communities, while allowing companies to gain efficiency in utilizing best practices and lower cost of ownership on the base product. After providing this overview, Phil then drills down into how Communities can be expanded upon to create custom functionality using areas such as: Lightning Bolts, Salesforce Lightning Design System (SLDS) for building Lightning components, Flow, Process Builder, etc. Phil also stresses the importance of how Lightning capabilities have really improved on what Communities has to offer compared to the traditional Visualforce and Tabs architecture.

Phil then drills down in providing a step by step visual approach, asking logical questions to the reader to help refine their Community functionality, along with explaining real world examples of how to utilize and organize Community Builder and Lightning Pages/Components.

Community Management: typically, any chapter in a technology book that discusses user management, administration and set-up can be dull, but Phil keeps it interesting as some of the features offered within Salesforce Communities are worth utilizing. Many readers are familiar with this functionality being put in action with the Salesforce User Group Communities. These include the ability to flag inappropriate content, upvoting and downvoting Q&A dialogue among the community users, gamification by utilizing reputation levels using a point system and lastly suggesting relevant content based on a post of how many other people are discussing the same or related topics. Lastly, a new feature that was recently released was the ability to suggest an application based on a specific chatter post, one example Phil provided was suggesting a Trailhead module when a user asked about a specific functional area of Salesforce that they did not understand.

Additionally, Phil also explains functional areas that are currently utilized in other Salesforce clouds (Service, Sales, etc.) as well as some that are specific to Community cloud. These areas include: access management such as sharing and visibility of a record, field or object; user authentication; community membership; sharing sets and sharing groups.  He also highlights, provides examples and comparisons of process automation which include Workflows (e.g. to send welcome emails to newly registered community members), Flow (e.g. allowing a user to determine their warranty status of a product), Process Builder (e.g. posting an update to a chatter feed when a new community member joins).

From a personalization point of view for Community management and as companies continue to try to learn how to customize their user’s experience without the need for heavy programmatic solutions, Salesforce Communities is allowing for a more personalized way by using declarative features without the need for heavy Apex or Visualforce. This would allow user A to have a completely different layout and experience than User B. Phil provides notable examples and diagrams to help a Community Administrator configure this, by using branding components within the header, footer, navigation, chatter feds, etc. which can then be based on the user’s location, domain, user or record type.  With utilizing these capabilities, Community User 1 based out of New York with Record A, Record Type 1 can have a vastly different layout and experience than Community User 2 based out of Tokyo, with Record B, Record Type 2.

Lightning Bolts: as Phil points out, Lightning Bolts terminology may have gotten construed over time, so he dedicated a complete chapter on what these are since they are one of the most noteworthy features to come out of Community Cloud. He describes Lightning Bolts as the ability to deliver a packaged community solution which includes the companies complete picture of how they are addressing their business challenge. Within this context, a Lightning Bolt includes: Themes (for the overall look and feel), Layouts (Page-specific UI), Pages (Component Containers), and the Components themselves (Standard and Custom). Phil steps through building these from the ground up as well as how to deploy them.

Other areas: The last area of the book highlights additional Community topics that would be at least another 200 pages if Phil went into significant detail on, but he does discuss at a higher level around Community capabilities that tie into Analytics, Moderations, Deployment, Salesforce App (aka Salesforce Mobile), Search, Messages, Notifications, Chatter, Marketing Cloud, Einstein, CMS Connect, as he did not want to lose context of the importance of these areas that help enhance the Community capabilities.

In conclusion, Phil wraps up the book around the significance of continuous learning and brings to his audience many great references such as relevant Trailhead modules, his personal blog (The WeinBlog), the importance of the Salesforce seasonal release notes and lastly the known players in the Community industry and their associated Twitter accounts.

Whether you’re looking to step into Communities for the 1st time, or you’re looking for ways to further enhance what your Communities are capable of doing, I highly recommend this book to be in your collection. Phil’s book can be found on Amazon at:


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“O, Recruiter, Recruiter – Wherefore Art Thou Recruiter?*

Recently, I was presenting the state of the Salesforce career market to a regional Salesforce user group and one of the attendees asked why we, as recruiters, “ghost” candidates.


While I wasn’t all that familiar with that term as I have heard of ghosting in various aspects, most recently employees ghosting meaning they don’t show up for their 1st day of work, or they show up for a few days and then just decide to never return without any form of communication back to their employer. I think no matter the situation, we’re basically talking about removing oneself from a situation without any form of feedback to the corresponding party. 

As I explained my thoughts during the Salesforce user group session, I thought it would be appropriate to write a short article for future reference. This is based on my short tenure as a recruiter, a little over 2 years, and are completely based on my experience and some of the situations I’ve run into (or have heard about).

1.      We’re lazy. When we receive negative feedback from the hiring manager and decide to just sit on it, we hope that when we go silent it’s assumed you just weren’t chosen to move forward in the process.

2.      We’re scared. After the initial screening, we decide that you were not a good fit for the position but decided not to tell you that as we don’t enjoy delivering negative news.

3.      We don’t get timely feedback. After submitting your resume to the company we’re representing, the hiring manager does not provide us any updates in a reasonable amount of time. Once we do get feedback and if it’s not positive, we decide too much time has elapsed so there’s no need to report back to the candidate as we might have determine you’ve probably moved on by now.

4.      We’re wrong. Occasionally, a company is looking for very specific set of skills, and although we haven’t been able to find that complete set, we feel you might be a “close enough” fit. We don’t tell you that during the interview and ultimately, we were wrong, causing us to either get ignored by the hiring manager or the hiring manager tells us and we just sit on it. (see #1 above).

5.      Position to candidate mismatch. After you submit your resume to a recruiter for a specific position, although you may feel you’re a great match, we decide otherwise and don’t communicate back.

6.      We don’t “own” the position.  If the recruiter is also in a sales role, they are responsible for acquiring new accounts. One way this happens is using a tactic where the recruiter submits a resume to a company that they are not in communication with to have the hopes that it will start a conversation with the hiring manager.

7.      We forget. As poor as an excuse as this is, recruiters tend to juggle multiple balls in a given day, and occasionally a few drop, usually the one that drops the most is the candidate feedback ball.

While I’ not trying to justify any of the above situations are the correct way to build a candidate relationship, these are the things that come to mind that I think are worth mentioning. Then when we wonder why candidates don’t get back to us after we reach out to them.

I believe the best advice for a candidate if you don’t hear back, is to help us stay on top of things, by reaching out to us more than once. I’ve been in situations where I’ve forgotten to follow up with the client, then I get a call from the candidate which reminded me to do so. In my opinion, 2-3 times should be more than enough, and if after that many attempts you still don’t get feedback, then I would cut ties with that recruiter and move on, as I think that’s where the professional divide is drawn.  

*Wherefore actually means “Why” based on the Romeo and Juliet play


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The CRM Recruiter’s Top 25 Interesting Facts On Salesforce’s Beginnings

As we hit almost 20 years of when Salesforce 1st started (1999), and the company continues to have massive success in not only the CRM market but all of cloud computing, I was interested to read a little more about how Marc Benioff started the company and how some of the ideas the company now embraces were brought about.


In this short excerpt, I highlight 25 facts that intrigued me the most in Benioff’s book, Behind the Cloud, The playbook, co-authored by Marc Benioff, Chairman and CEO of Salesforce and Carly Adler, award winning journalist for Business Week, Forbes, Fortune, Time and many more well-known publications. 

While I’m not a Salesforce employee, some of the facts may be outdated but were part of the book’s publication in 2009.

1.      Larry Ellison, executive chairman of Oracle, was a mentor to Marc Benioff and allowed him to work part time (and take an extended leave of absence) to begin building Salesforce while still working at Oracle. Ellison was also on the board of directors at Salesforce and invested $2 million to get the company up and running.

2.      The original idea of the marketing message of “No Software” received significant push back as it promoted a negative message (which is considered a cardinal sin in marketing) as well as there was still software involved so the message wasn’t completely factual.

3.      Clever marketing strategies that Salesforce used: hiring actors to protest software at Siebel user groups; offering rickshaw rides with donuts and coffee with Salesforce advertising; renting taxis for passenger’s coming into a Siebel conference to be pitched to as well as leaving marketing brochures in the car seats; issuing press releases on the day of its competitors earning calls.

4.     Metaphors created along some of Salesforce’s innovation: is Amazon meets Siebel

AppExchange is the eBay of enterprise software is the internet’s Windows operating system

5.      Pioneered the “try before you buy” model, by offering 5 free licenses, to gain valuable feedback from customers and to help revise the design and user experience. For example, the create new account button was on the right-hand side, causing it to go missing on some monitors, was initially provided by a customer.

6.      On the onset, Salesforce’s primary customers were small .com businesses who were flushed with .com venture capital cash, and then with the .com crash, Salesforce almost filed for bankruptcy as it was $1 to 1.5 million in negative cash flow every month.

7.      Salesforce utilized the “land & expand” sales technique which traditional software companies did not do. Salesforce would start with one division to allow a customer to limit their risk, take a small position and experience the benefits before making additional purchases.

8.      Venture Capitalists tried to convince Salesforce to offer 2 products, 1 on premise (for enterprise customers) and 1 cloud based (for small businesses). The team felt this would be a nightmare to manage and broke their philosophy of “No Software”.

9.      In 2005, when Salesforce’s production systems went off line causing negative publicity, they decided to create which allowed full transparency and accountability to provide real time information on system performance and security. This idea was inspired from eBay.

10.  Salesforce has on demand architecture which allows the company to see broad patterns of user behavior to understand what features customers are and are not using.

11.  Customers originally did not have a way to customize their screens, rename fields, create new objects, etc. causing customer annoyance with the Salesforce object naming conventions that may have not been relevant to specific industries (for example, in healthcare: Hospitals versus Accounts, Patients vs Contacts)

12.  As customers started asking for more and more applications and capabilities, Salesforce could not keep up with the development internally, which they then opened up PaaS (Platform as a Service), which led to Apex, VisualForce and

13.  The 1st internal app built on PaaS, was Volunteerforce, used by Salesforce employees to manage their internal volunteer hours.

14.  IdeaExchange was created for harnessing customer’s ideas on how to enhance the Salesforce product. A similar concept was then used by Dell which led to Dell notebooks offering the Linux operating system, as well as Starbucks coming up with the Splash Sticks.

15.  The 1% movement in the form of products was not inspired by Salesforce internally, rather directly from Non-Profit Organizations that Salesforce was already helping financially to then take advantage of the free subscriptions being offered. This also led to (the charitable arm of Google) based on Marc delivering his story to Stanford where Larry Page and Sergey Brin were in the audience.

16.  The 1st Salesforce customer in Europe was based out of the Salesforce Dublin office and was a mere 35-pound (46 U.S.D) sale.

17.  The launch into Australia was unique as there was already a company called Salesforce that was a call center outsourcer, so trademark infringement came into the picture. During this resolution, a simple 1-page contract considered “light & love” was created to help resolve the dispute by removing the legal jargon.

18.  Marc originally seeded Salesforce with $6 million of his own money, then raised additional funding from friends and family as VC funding was an uphill battle; eventually $65 million over 5 rounds of venture funding from 1999 to 2002 was raised. At the time of this book publication, Larry Ellison’s initial $2 million investment was worth more than $200 million.

19.  Initially, Salesforce wanted to go public on the NASDAQ, then Marc was convinced by his CFO that going public on the NYSE would prove that Salesforce could fit more in line with the traditional, older generation, well-established companies versus the up and comer, new and edgy, companies that were on the NASDAQ. 

20.  Salesforce ended up being the 1st .com on the NYSE and was the best performing IPO of its time gaining 56% on its debut in 2004.

21.  When the stock symbol, CRM was formed, SFA was also thought of but Salesforce wanted to be known for more than just sales force automation.

22.  The acronym V2MOM stands for Vision, Values, Method, Obstacles, and Measures to depict Salesforce’s organization alignment.

23.  As Salesforce begin to recruit, they knew they couldn’t compete with some of the more well-known tech companies, so some of their selling points were offering: agile development, innovation away from client-server technology, and most importantly developers could see their code make it to production in 3-6 months versus not at all with some of the bigger companies.

24.  The #1 characteristic that a candidate should have is the desire to change the world via technology with an interest in giving back.

25.  Finally, 3 rules that helped Marc Benioff in his success and inspiration which was also the work of Albert Einstein:

Out of clutter, find simplicity

From discord, find harmony

In the middle of difficulty, lies opportunity


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Week In Review As One Of Those No-Good, Self-Serving, Resume-Slinging, Commission-Driven, Recruiters.

This past week I was passively called out on LinkedIn for not continuing to stay in my career as a CRM delivery manager and instead becoming one of “those, there recruiters”.


Now that it has been 2 years in this new profession, I thought it was good timing to write another article.

Below are examples of this week’s activities and more importantly, to share ideas of how I might be able to help you by utilizing my background, network, and experience.

Read and wrote an Amazon review on Deepa Patel’s great book: Beyond CRM Basics (formal review and LinkedIn article/video will be coming soon).

Expanded my LinkedIn CRM network with those that liked or commented on my previous posts over the last week on the Salesforce job market; sending personal invites to everyone for future engagement and content sharing.

Conducted phone interviews with Salesforce Admins, BA’s, Developers and Solution Architects for open roles I’m supporting to understand what a good opportunity would look like for them and if the open roles I’m supporting make sense for their candidacy.

Went to face to face meetings with both CRM & ERP professionals to discuss ideas such as: advancing your career as a Salesforce admin; pros and cons moving from a full time employee to a contractor; state of the Houston market for a CRM consultant looking to get off the road; ideas to break into the Salesforce market for someone who doesn’t have experience yet; how to sell/market yourself more aggressively than randomly applying for positions on job boards; sharing my network with others to also get more opinions than just mine.

Communicated with Salesforce professionals in India looking for opportunities in the U.S., Canada, Europe and Australia; posted an article to try and solicit ideas since I don’t have many answers.

Communicated with customers that I’m supporting on market challenges, resume submissions, interviews, follow-ups, etc. – also had a few Lightning developers/contractors whose project came to an unexpected close (not good) but I also had a full time Salesforce Sr. analyst accept a position in Houston moving from California (good).

Team outing with a group of Salesforce developers that are working through Imperastaff for a customer in North Houston – after 5 rounds of bowling, I think I’ve met my quota for the next 3 years.

Created a Youtube channel to upload over 20 videos on ideas around recruiting, interviewing, job search, etc. for future reference.

Signed up for Dreamforce and Northeast Dreamin, as well as spoke to Amy Oplinger about presenting at India Dreamin in December. They’re also looking for sponsors if anyone is interested.

Engaged, liked, posted, promoted, commented or reviewed various CRM related content such as Mike Wheeler’s new career program, the Salesforce Summer 2018 release, Mike Driver’s/Ed Garry’s white paper on CRM Data Responsibility, Ben Hosking’s witty Hosk Wisdom quotes and other items.

I’m always open to new ideas, so please let me know if you feel there are additional topics of content that you would find useful.

In conclusion, thank you for your support over the last 2 years in my mission to become the most helpful, dependable, knowledgeable, and connected CRM recruiter in the industry.


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Salesforce Technical Recruiting Market – Unqualified Applicants

As the demand for the Salesforce technical developer skillset continues, so does the number of nuances in the recruiting business that’s associated with it. If you’re new to the situation, I wanted to share some ideas of what I’m challenged with. (Note: this primarily applies to contract H1-B positions).


Problem #2 – Unqualified Applicants (Please see my other article Problem #1 – Resume Factories)

After spending countless hours filtering through the volumes of Salesforce Developer resumes to find a candidate that I believe has the technical skill set, the interview process gets interesting. The process I take for a Salesforce Developer is much different than screening for any other type of position primarily because the time it takes to find and adequately screen a qualified applicant. 

Some may question this approach or find it can be intimidating as a candidate, and I try to do it in a professional and friendly way, but since the market is such a mess, I need to be as effective as possible during the process.

I find it’s best practice to not spend a lot of time asking about the candidates Salesforce career progression but rather just spending a few minutes asking about the last project they worked on and then diving deeper into a few of the bullet points that they have outlined which helped them stand out from other candidates (see my previous post on “Resume Factories” for those examples). 

If the applicant can speak to those specific technical development tasks in detail, then the next step is to start asking scenario based technical solutions (if I had a requirement of X, how would I solve it) or examples of when one solution would be used versus another and why (configuration versus customization). From that point, I jump into some of the technical text book Q&A around areas of customization, key development concepts, best practices, error handling, etc.

Usually within the 1st 5 to 10 minutes, I’ll understand if the developer has the experience they state they have, but when the conversation goes completely off the rails which it often does, I ask myself:

How did this candidate work at the companies they stated in their resume? Most are Global 1000 companies and I imagine the company’s internal technical team went through the same (most likely more) technical screening process as I did. 

1.      Maybe, the candidate worked where they said they worked, but their role was completely different than what their resume stated (Admin versus Developer, for example).

One way to help alleviate this is asking for references of past employers which then I’ve seen leads to receiving fake names, other consultants they worked beside and not direct managers, or Gmail email addresses of someone portraying to be their manager. Ugh!

2.      Since Salesforce has many technical concepts, a candidate often tries to answer a question in a vague and indirect way to a recruiter while touching on some of the Salesforce terminology and buzzwords with the hopes that it’s enough to get the candidate into the next round. We often call this approach of rambling “cooking the answers”.

“Google is your friend” and as crazy as this sounds, I’ve run into situations where the candidate either puts me on mute (or sometimes doesn’t) and will Google the answers during the interview process in real time. (Laughing to myself as I write this due to the how asinine this is.)

The reality of the market has made it clear to me that this process is strictly a numbers game from an applicant/sourcing point of view. X number of applicants equals Y number of 1st round interviews which equals Z number of 2nd round interviews and so on. Since so much time and energy is spent on the qualification side, I’m not sure how internal HR/Talent Acquisition departments and other external recruiting agencies are navigating through the masses.   

Recommendation for candidates:

Most is obvious. Do not do any of the above. If you don’t know an answer to a question, it’s best to say you’re not sure or to ask for more clarity. I don’t expect a candidate to know the answer to every technical concept discussed during the interview, but when the answer provided is a guess or “cooked”, your validity of an applicant quickly goes downhill. 

When references are requested, please provide accurate information, as I do call and/or email these.

Please reach out to me if you would like further guidance.


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Salesforce Technical Recruiting Market – Resume Factories

As the demand for the Salesforce technical developer skill set continues, so does the amount of nuances in the recruiting business that’s associated with it. If you’re new to the situation, over the next few weeks, I wanted to share some ideas of what’s happening.


Problem #1 – Resume Factories

As a recruiter, much of the day is spent filtering through resumes that look very similar with the hopes to find a candidate who has the specific technical skill set needed and is worth the time to speak with and qualify. 

1.      It seems that 9 out of 10 resumes I review are close to cookie cutter as possible. The same experience, the same technologies, the same keywords, other than client names and project dates, almost everything else is identical. I’ve seen situations where the only difference between one resume and the next is the candidate’s name.

I’m not sure whatever happened to highlighting specific experience tied to a project’s environment and implementation.   

2.      How about a concise resume, 2 to 3 pages? Not in this market, I think we’re seeing an average of at least 8 pages, with the very similar role and responsibilities stated on each project. I realize the role of a developer from project to project will have some overlap, but doing the same exact set of tasks with no specific client requirements stated throws up red flags on the legitimacy of the work performed.

Common Examples for Salesforce Developer Resumes:

·        Over X years of IT experience, Y in Salesforce

·        Experience in Apex Classes, Triggers, Controllers, VisualForce

·        Worked on various standard objects including Accounts, Contacts, Cases, Opportunities, Products, Opportunity Line Items, Leads, Campaigns, Reports and Dashboards

·        Implemented various advanced fields like Picklist Fields, Master-Detail Fields, Custom Formula Fields, and defined Field Dependencies for custom picklist fields

·        Responsible for writing SOQL & SOSL queries with consideration to Governor Limits for data manipulation needs of the application using platform database objects

Common Examples for Lightning Developer Resumes:

·        Created multiple Lightning Components, added CSS and Design Parameters from LDS (Lightning Design System) that makes the Lightning component look and feel better

·        Built customized Lightning components replacing the existing ones; using JavaScript on the client side and Apex on the server side

·        Hands on experience in converting existing visual force pages to Lightening user interface look and feel to access it with the Lightning Component Framework


Curtail your resume to add as many specifics as possible regarding what your exact role consisted of on each project, what specific modules within each technology you worked with, what challenges you overcame while highlighting the outcomes of the technical solutions you produced. If your resume looks the same as all your peers, there’s a high likelihood that you are often getting looked over.

If you would like additional guidance, please contact me and we can discuss further.


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Selling To A Salesman

Last week, I posted an interesting and possibly somewhat controversial opinion Chris’ Post on cold calling, asking why there was not much social media presence of cold calls being recorded by some of the famous authors that write about the proper ways to make an effective cold call, how to handle objections, etc.


This post generated more publicity than I expected, which leads me to how I was disappointed in how I was approached (or should I say not approached) as being a possible prospect looking for help. I thought writing an article on how a salesman was prospected might be intriguing.

As a sales hunter, the biggest challenge I face is finding a prospect who has a need for my professional recruitment services.

Wouldn’t our lives be so much easier if all your prospects turned their radars on and you instantaneously received a signal: “BDR’s: Help me, please, I have a problem”. My LinkedIn post was not as precise as this, but if nothing else I think it could have led to more inquiries from those that specialize in helping BDR’s overcome their fear, anxiety and overall lack of motivation in cold calling as a means of prospecting new business.

Out of the +20K views received over the 1st 48 hours, I had one salesman or rather someone who is an authoritative figure in sales, prospecting, and cold calling reach out to me for an offer to help. Unfortunately, the way it was offered highlighted some concepts that I was not in favor of playing the role of a prospect and felt was slightly misaligned to what I’ve read, learned, and understood regarding how to approach a prospective customer.

To paraphrase, response #1: “Chris, call my rep (rep’s name), he can help you”.

So as a prospect, I need to reach out and call your sales rep? I thought sales reps were supposed to call me to ask investigative and intelligent questions about what I’m having problems with to determine if I might be a fit for their services. Isn’t that one of the best ways to effectively prospect customers if there’s uncertainty – find them, call them, text them, email them, direct message them, (not all at once obviously), but essentially do what it takes to let them know you have a potential answer to their pain. Show that you’re willing to take the 1st step. Albeit, I did make the post regarding what I was having a problem with, so that might have been why I received the response to make an outbound call, but in general, I’ve learned as a salesman the responsibility needs to be on us to make the 1st reach out to connect. 

For the record, I called the rep within an hour of being told to call, left a message, a week later, I’m still waiting for some type of correspondence back: a call, voice message, email, text, knock on my front door, fruit basket, etc. Why did I bother to make the call in the 1st place? I felt like I was in the twilight zone when prospects don’t call me back, now I’m not even able to have a company that specializes in the services I’m looking for help to call me? Hmm. I often hear this happening, (service providers not calling their prospective customers back) and I don’t think I’ll ever understand why.

To paraphrase, response #2: “Chris, direct message me your number, I’ll have our office call you”

OK, I did so, but was there any research done on my LinkedIn profile to determine if there’s a way to reach me by phone, either directly by having my cell number posted on my LinkedIn profile (which I do), my personal branded website having my direct number or my company website having my office number? I guess not, if the question had to be asked. OK, so that would have taken 30 seconds to look up versus 3 for me to send it directly, you’re busy, I understand…

Maybe other sales professionals who help BDR’s prospect more effectively did not see my post as a potential opportunity to help, but rather just a question or a call out to seek attention (which was some of the feedback I received). Possibly, I wasn’t a good lead based on my profile or I could possibly be on a sales rep’s radar, but so far down on their lead list that I’ll hear back 2, 3, 6 months from now. At that point, hopefully my problem will be solved.

And it looks promising thus far…

On day 2 of my post, I had one sales professional win my potential business, Austin Tenette, Certified Business Coach. What an excellent job Austin did approaching me as a prospective client (for complete transparency, Austin and I had met in person once before at a Houston networking event). Although, Austin didn’t call me, he sent me a very warm and inviting email – (paraphrased) “Hey Chris, caught your post on LinkedIn, these Sales Pros are solid, I’ve worked with some of them before, but more specifically what are you trying to accomplish? I too have trouble making outbound calls, let’s meet to discuss a plan of attack and try to hold each other accountable together.” 

What a perfectly crafted message, in my opinion, as I’m not sure what else would have gotten my attention any better (other than maybe a direct call, which I’ve learned is the most effective when everyone’s inbox is cluttered with junk).

A few positive aspects I wanted to highlight on Austin’s approach:

Followed my activity on social media (possibly looking for the ideal time to reach back out to me), although we’ve discussed getting together at some point in the future, what better time to strike?

Gave credit to the sales professionals that were part of my original post, showing similarities that both Austin and I follow, read and ultimately like the same authors.

Related to my direct needs and desires by saying we’re in this game together, so let’s discuss how we can accomplish things as a team.

So simple, yet so effective.

Coming from a non-sales profession, I’ve quickly learned and now take to heart when I hear the concept that everyone’s selling something. Whether it’s an idea, a solution, a product, a course of action, etc. and while it may not seem like an opportunity on the surface, after digging a little deeper it really can be, especially when you ask more questions.

Lastly, I thought this article was relevant as it provided me some personal insight into how a salesman posting a general inquiry on LinkedIn allowed me to understand how I would like (and not like) to be pursued as a prospective customer, which hopefully also helps tell a story in how to relate to the prospective customers we are trying to reach and help every day with our value message as Austin did with me. If only I could consistently practice what I preach…

Relate, Show Interest In A Common Theme, Determine How To Solve A Problem Together.


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