MASON FRANK’S

CAREERS AND HIRING GUIDE

2022-23
The ultimate source for the latest career insights,
hiring trends, and salaries in the Salesforce universe
®

Global Edition
CONTENTS
Foreword 4 Diversity, equity, and inclusion 50

Executive summary 5 Employment and industry demographics 58

About this report 6 Salesforce events 60

Training and certifications in the Salesforce universe 7 Salesforce Career Spotlights

Skills and experience 13 Administrator 61

Insights for permanent Salesforce professionals 20 Developer 64

Insights for Salesforce contractors 27 Functional Consultant 66

Insights for hiring managers 29 Technical Consultant 68

The digital skills gap 30 Technical Architect 70

Insights for Salesforce end users 34 Solution Architect 72

Salesforce Architects – who are they and what do they need? 44 Salesforce salaries 76

Insights for Salesforce partners 46 About Mason Frank 88

Attracting and retaining Salesforce talent 48 Candidate Search 89

For information and advice on our Salesforce
vacancies, contact your nearest Mason Frank office—
details can be found at www.masonfrank.com
Mason Frank’s Careers and Hiring Guide is an independent publication and is
neither affiliated with, nor authorized, sponsored or approved by Salesforce.
Mason Frank International is a third-party recruiting firm and not affiliated with
salesforce.com, inc. Salesforce is a registered trademark of salesforce.com, inc.,
as are other names and marks.

©2022 Frank Recruitment Group. All Rights Reserved. All other trademarks are
the property of their respective owners.

Mason Frank’s Careers and Hiring Guide 2022-23 2

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ADVICE ON HOW TO NAVIGATE THIS REPORT

Are you a job seeker? Are you an...? Are you looking to hire experienced
Salesforce professionals?
Whether you’re looking for a permanent or contract role, • Administrator page 61
we’ve highlighted some go-to insights that will help you If you’re a Salesforce customer or partner, then the
• Developer page 64
progress your career and stay competitive in the market: following chapters will help you identify the best talent:
• Functional Consultant page 66
• Technical Consultant page 68

What skills and • Technical Architect page 70 What skills and

What training and The top training experience should
experience make
certifications are • Solution Architect page 72 and certifications you be looking out
you an attractive
most common? held by candidates for when hiring
candidate?
Or are you aiming to become one? Salesforce talent?
page 7 page 7
page 13
Then turn to our Career Spotlight chapters to help build page 13
your own professional strategy for success.

What factors impact What perks are on What makes a What motivates
your earning offer in the jobs contractor consider an employee to
potential? market? a new offer? accept a new role?
page 21 page 23 page 28 page 34

Mason Frank’s Careers and Hiring Guide 2022-23 3

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FOREWORD BY When I graduated with a degree in computer
science some 35 years ago, back in the days
DON LYNCH before the internet, the industry was very different
to what we see today. I’ve also seen a lot in that
time, going from writing software in a cube to now
overseeing the way Salesforce scales the capacity
and capability of our global delivery ecosystem
for one of the world’s leading cloud platforms.
Even the change from when I joined Salesforce
nine years ago is quite breathtaking. We had
10,000 employees and three products back then—
we’re now at 85,000 people working across 40
different products. We haven’t just reached every
bold target set, we’ve exceeded them. The growth
and the change at Salesforce is astronomical, and
it’s absolutely exciting to be a part of and makes
me motivated to come into work each day.
That’s not to say that our community is without
its challenges. The demand for Salesforce
products from our customers is phenomenal,
but it also leaves the difficult task of finding an
increased number of credentialed specialists who
can maximize its potential for their employers.
There’s no denying that hiring and retaining
skilled professionals is perhaps the biggest test
for Salesforce partners and end user customers
around the world right now.
Mason Frank’s Careers and Hiring Guide 2022-23
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Our goal is to add over 38,000 net new
individuals to the partner ecosystem this year,
with another 50,000 to follow in 2023. Even when
we hit these targets, the skills gap still requires
a collective effort from across the ecosystem
to address it. For partners in particular, I know
that the skills gap has resulted in a shift towards
hiring from each other rather than building their
own training programs, but upskilling will play a
key part in us averting this crisis as we begin to
look away from short-term fixes. That influx of
talent will be nothing without other professionals
looking to improve their credentials and expand
their knowledge base across the platform.
Certification is certainly an entry-level
qualification. Even having 10 years of experience
in, say, Service Cloud is no longer enough to
guarantee you’ll be in demand. Employers are
using multiple Salesforce products and want
someone that can connect their multi-cloud
digital infrastructure together. It is imperative that
consultants extend their expertise beyond our
core products and into the advanced Accredited
Professional credentials in areas like full-stack
Marketing Cloud and Industry Clouds.
Reports like the Mason Frank Careers and Hiring
Guide are an important resource for companies
looking to get the edge on hiring talent in order
to achieve these goals. This report is the most
comprehensive and detailed report that I’ve ever
seen in the Salesforce ecosystem. I’m particularly
pleased that it highlights the importance of
all of our credentials—both certifications and
Accredited Professionals—for the organizations
that are hiring and the professionals looking for
their next opportunity. But there is much, much
more contained in these pages beyond that.
One of the things we are maniacally focused
on at Salesforce is customer success. Attrition
adversely impacts our business model, which
means retaining and growing our customer base
is an obsession. To do that we need to continue
to innovate to provide a product that adds
genuine value to our customers as well as their
customers—and for that to be a success, we need
every organization and individual to play a part in
ensuring that professionals are equipped to take
on that challenge.
Don Lynch
SVP Global Cloud Solution Alliances,
Salesforce
Find him on LinkedIn
4
EXECUTIVE SUMMARY
Welcome to the 2022-23
edition of our Careers and
Hiring Guide—the Salesforce
ecosystem’s go-to resource on
all things recruitment related.
Mason Frank’s Careers and Hiring Guide 2022-23
Whether you’re a newly certified professional
seeking your big break in the tech industry, a
Salesforce pro looking to climb the career ladder,
or you’re responsible for hiring or managing
talent in your organization; this publication has
got you covered. We can help you to map out the
Salesforce career of your dreams, discover your
true earning potential and ensure your business
is equipped with the resources it needs to bridge
the ever-growing skills gap.
Our findings were collated through two main
channels; self-reported data from an online
survey and statistical analysis of vacancies and
placements made by our team here at Mason
Frank. By aggregating this together we’ve curated
a wide-ranging snapshot of the Salesforce
community, crammed with valuable stats, trends,
opinions, and insights.
To give you a flavor of what to expect, let’s
summarize some of our key findings, which I’m
sure you’ll agree, are very interesting—especially
as we ease out of the pandemic, contend with
economic uncertainties, and establish new
workplace models.
As ever, Salesforce certifications continue to
hold their value. An overwhelming 78% have
at least one cert under their belt, with 86% of
professionals believing they help you stand out in
a competitive job market. A certification is a good
investment, too, as upon completion it can help
lead to a salary increase of, on average, 21%.
Trailhead, the ecosystem’s central learning
hub, is also hugely popular among Salesforce
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professionals, with a whopping 94% undertaking
its certs, Superbadges, Trailmixes, modules, and
projects to upskill and expand on their Salesforce
knowledge.
The pandemic has undoubtedly led to a seismic
shift in how—and where—many of us work, and
our survey further corroborates these trends,
with 63% of respondents now being offered
full-time remote work. Perhaps even more
interestingly, 76% of those who currently work
remotely would reconsider working for their
employer if they weren’t offered flexibility around
where they worked.
When it comes to moving jobs, 78% of Salesforce
professionals secured more money when
switching employers, averaging a sizeable jump
of 23% in their take-home pay—proving this is still
a key opportunity to increase your earnings.
But suppose you’re a business that doesn’t want
to lose a star employee. In that case, it’s worth
making a counter-offer, as a third (33%) of our
survey respondents told us they withdrew their
resignation after being presented with a more
competitive offer.
Diversity, equity and inclusion also continues to
be at the forefront of discussions in the Salesforce
community, and later in the publication you can
delve into the latest thoughts on this topic from
leading industry experts. Our survey, on the
most part, paints a positive picture, with 72% of
professionals believing their employer champions
equal rights and 66% of organizations investing
resources into diversity, equity and inclusion
initiatives. But with only half (53%) of employees
believing their employer is providing equal pay for
equal work, it’s clear that progress is slow.
In this edition, we’ve also partnered with
Salesforce Ben to create a chapter dedicated
to Salesforce Architects, featuring common
misconceptions about the role, tips for upskilling,
and career advice for all the aspiring Salesforce
Architects among you.
This guide has plenty of other insights and stats
to pore over, too, which I hope you find useful.
I’d also like to take this opportunity to thank
everyone who completed our questionnaire or
shared their expertise with us, as we couldn’t
have done it without you. Congratulations also
go to our prize draw winner, Irvan Kowaas,
who won a $500 voucher for taking the time to
complete our survey.
The good news is that our global survey will be
back in 2023, so don’t miss out on taking part and
having your say on the issues that matter most to
Salesforce professionals across the global Ohana!
Until next year,
Zoë Morris
President
Mason Frank International
5
ABOUT THIS REPORT
This report is based on over 150,000 data points,
including self-reported survey information from over
1,100 Salesforce professionals worldwide between
February and June 2022. Respondents span a range of
industries, come from diverse personal and professional
backgrounds, and cover a mix of professionals and
hiring managers.
We’ve validated every survey response using robust
statistical analysis and automated data validation rules
to be included in the final results. Any data that didn’t
pass our validation rules and statistical analysis or were
deemed questionable, incomplete, or duplicate, were
removed so that the results published are meaningful
and accurate.
Mason Frank’s Careers and Hiring Guide 2022-23
The following should be taken into
account when interpreting the data in
this report:
• Not all percentages add up to 100% due to some
questions having multiple choice answers.
• For single choice questions, answers are rounded,
so not all responses will total 100%.
• Findings based on a small sample of results (i.e.,
under 5%) should be taken as indicative only.
• For questions that asked for an open (qualitative)
response, there may be some overlap in the quotes
used to identify the themes, with quotes illustrating
more than one theme.
• Themes identified when grouping qualitative
responses are displayed in no particular order of
importance and are purely representative of the
answers given.
6
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TRAINING AND CERTIFICATIONS IN THE SALESFORCE UNIVERSE

Professional development lies at the Top 10 Salesforce certifications held by candidates

very heart of the Salesforce community. What percentage of candidates The top 10 certifications held by candidates were the same as
hold a Salesforce certification? those held last year.
From completing Trailhead badges and gaining certifications, to
The number of certified candidates is
being recognized by Salesforce themselves as an MVP, those
up 2% this year.
working with the platform are encouraged to invest in a lifetime Salesforce Certified
of both learning and sharing that knowledge amongst peers. 1 Administrator 85%
With Salesforce evolving at lightspeed pace, having a cloud
team that can adapt to those changes isn’t just useful, it’s
vital to ensure your organization is getting the most out of the 78% Salesforce Certified
product. Needless to say, training and development features Have a certification 2 Platform App Builder 46%
highly across a number of areas in this report—it affects job
satisfaction, salary, and can be a motivating factor when it
comes to switching jobs.

For employers, a candidate’s approach to learning and Salesforce Certified

3
12%
development can tell a lot about their soft skills—do they have
that natural drive to continually improve that is so desirable
Platform Developer I 32%
in an employee, as well as an ability to adapt and learn new Do not have a
things? And if they do, how are you rewarding that? certification
4. Salesforce Certified Sales Cloud Consultant 29%
For candidates, certifications are clear evidence of you not just
possessing those sought-after soft skills, but also the technical 5. Salesforce Certified Advanced Administrator 29%
expertise that can really add value to an organization. 6. Salesforce Certified Service Cloud Consultant 24%
However, with certs requiring a time investment, it’s also

9%
important to see if that translates into any tangible benefit for 7. Salesforce Certified Sharing and Visibility Architect* 16%
the individual undertaking them. 8. Salesforce Certified Application Architect 14%
Currently working
It also leaves employers with questions of their own. Namely, towards first certification 9. Salesforce Certified Data Architect* 14%
exactly what support are they expected to provide their 10. Salesforce Certified Experience Cloud Consultant 14%
Salesforce teams in order to keep them engaged and make
them feel valued? *These certifications were renamed in 2021

Mason Frank’s Careers and Hiring Guide 2022-23 7

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What can you learn from the top three certifications held What other certifications do Do Salesforce certifications help
by Salesforce professionals? professionals hold? professionals stand out in a
Only 12% of respondents hold either a: competitive job market?
Salesforce Certified Administrator MuleSoft certification
The starting point for many Salesforce certification journeys, this cert validates
your foundational knowledge of the platform as well as your wider understanding 6%
of cloud computing concepts. To pass you’ll need to demonstrate your grasp of
Top MuleSoft certification held:
cloud economics, knowledge of architectural and security best practices, plus a firm
MuleSoft Certified Developer - Level 1 (Mule 4)*
understanding of reliability, elasticity and scalability. While the Certified Administrator 86% 5% 9%
course isn’t a requirement ahead of other more advanced certifications, there’s Yes No Not sure
a reason it’s the most commonly-held amongst our respondents each year. With
course content on Salesforce products and services, it’s the perfect way to get up to Slack certification

4%
speed on Salesforce and its benefits if you’re in the early stages of your cloud career.
Similar to our last survey, 90% of those
with certifications believe they make
Salesforce Certified Platform App Builder Top Slack certification held: you more marketable.
Slack Certified Admin
If you have at least six months of practical experience building applications on the
Lightning Platform, then the Platform App Builder cert is the perfect next step in your
Salesforce career. This mid-level certifications will cover how to develop, implement
and maintain high-quality custom applications that can help an organization reach Tableau certification
its business goals, testing and verifying the skills it takes to deliver. With a final
exam that measures your knowledge of the fundamentals of Salesforce, it will also
test your understanding of Data Management, Business Logic and User Interface.
2%
Those taking the course will be required to show the application of these features Top Tableau certification held:
alongside the hands-on experience creating applications. Tableau Desktop Specialist

*The MuleSoft Certified Developer - Level 1 (Mule 4)

Salesforce Certified Platform Developer I DELTA was the top certification, however this was
retired on June 30, 2022.
If you want to explore the fundamental programmic capabilities of Salesforce, then this
mid-level certification will boost your knowledge. It covers subjects including Apex and
Visualforce, and will allow you to showcase your experience developing and deploying
basic business logic as well as user interfaces, whilst following best practices through
the development lifecycle. It will also validate your understanding (and ability to
navigate) the Lightning framework, as well as extending the capabilities of Salesforce
and building a custom business logic. In order to take this course, it’s recommended
that you have a minimum of one year spent working hands-on with Salesforce, and a
knowledge of object-oriented languages like Apex, JavaScript, C# and Ruby.

Mason Frank’s Careers and Hiring Guide 2022-23 8

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Why do you believe that certifications make candidates more valuable to employers?

Many employers require certifications
“A lot of employers include certifications as a job
requirement or list them as highly preferred on job
descriptions.”
Administrator, United States
They provide employers with a
benchmark of Salesforce skills
“[Certification] doesn’t replace experience, but
it’s validation to a future employer that you have
understood enough to achieve the certification.”
Salesforce professional, United States
“I think that it is an external indicator of study and
expertise, particularly when going through the
hiring process with someone less familiar with the
intricacies of Salesforce. It often becomes shorthand
for credibility.”
Administrator, United States
“Quickly establishes your base level of product
knowledge to potential employers.”
Director, United States
They’re a way to prove your knowledge
level for those lacking in experience
They show dedication to learning They are a trusted industry
more about Salesforce standard qualification
“[Certification] demonstrates a commitment to learning “Businesses view Salesforce certification
about Salesforce and maintaining familiarity with its as a legitimate accreditation.”
changes.”
Director, United States
IT Director/CIO, United States
“The credibility of Salesforce certification
“Shows you have put additional time in to increase your in the industry makes it much easier to
marketability and knowledge.” confirm your experience. Moreover, it
gives you more confidence in your skills
Salesforce professional, United States and helps you reach your full potential.”
“Certification demonstrates your commitment to superior Technical Lead, Netherlands
professionalism, upholding industry standards, and
continued learning.”
They give you a
Software Engineer, Australia competitive edge
“[Certification] gives you a competitive
They’re evidence that candidates have an
edge over other professionals while
understanding of Salesforce demonstrating your proven knowledge.”
Technical Consultant, United Kingdom
“It’s best for employers to see that you know Salesforce
best practices. The certificate doesn’t mean you know
“Certification with experience sets one
everything, but it proves you have the basics.”
apart from someone who only has one
Administrator, United States or the other. They let employers know
that one has knowledge and expertise.”
A minimum of two certifications is required Administrator, United States
to become a Salesforce Consulting Partner
Why don’t you believe
that certifications
make candidates more
valuable to employers?
Reasons for considering that
certifications do not add value to a
candidate include:
• P
 ractical experience with
Salesforce is more important
“I see certification as a
guideline for those who want to
work with Salesforce. Our daily
work gives much more insight
and knowledge.”
Developer/Programmer,
Germany
“It can help open doors, but
being able to work in Salesforce
and solve problems creatively is
much more valuable.”
Technical Lead, United States
• C
 ertifications aren’t evidence
that the candidate has enough
experience with Salesforce

“[Certification] demonstrates a base level of “To become a Salesforce Consulting Partner, system • I’ve no certifications, but have
competence in the subject in lieu of or in addition to integrators are required to have a number of years of experience with
hands-on experience.” certifications.” Salesforce, and I’m still in demand

Administrator, United States Director, Italy

Mason Frank’s Careers and Hiring Guide 2022-23 9

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What have professionals gained since undertaking a certification? How might gaining a certification impact your salary?

» A way to verify my skills with Salesforce 66% I believe my salary has increased
67%
» Improved and increased industry knowledge 58% since gaining a certification

» Better career progression opportunities 57% I haven’t noticed a change in my

33%
salary since gaining a certification
» Better marketability to employers 56%

» More trust from my employer 44%

Those that reported earning a
» Increased efficiency at my job 44% salary increase post-certification
» Recognition from my employer that my skills adhere to a professional standard 43% received an average raise of 21%.
» The ability to perform complex tasks more confidently 32%

» A transferable industry qualification 31%

» Transferable industry skills 23%

» No benefit 5% Top 10 certifications that will boost your pay

» Other 1% Once again, the Technical Architect certification tops our list of certifications most likely
to increase a candidate’s earning potential, according to Salesforce professionals.

1 Salesforce Certified Technical Architect 34%

Are employers contributing towards the cost of certifications? 2 Salesforce Certified System Architect 26%

3 Salesforce Certified Platform Developer I 25%

Yes, they paid for my certifications
60% 4 Salesforce Certified Application Architect 24%
in full
5 Salesforce Certified Platform Developer II 23%
Yes, they partially paid for my
9%
certifications 6 Salesforce Certified Advanced Administrator 18%
Yes, they fully paid for some 7 Salesforce Certified Administrator 16%
certifications and partially paid for 6%
others 8 Salesforce Certified CPQ Specialist 16%
No, I paid for my certifications 24% 9 Salesforce Certified Integration Architect 16%

Other 2% 10 Salesforce Certified Data Architect 14%

Mason Frank’s Careers and Hiring Guide 2022-23 10

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What are the barriers to achieving
a certification?
Interestingly, 43% of candidates have started
studying for a certification but stopped before
achieving it. Reasons given for not completing
a certification include:
Procrastination/
motivation
Issues with
self-directed learning
Lack of time to study:
• because of a high
workload in their role
• because of personal
commitments/issues
Mason Frank’s Careers and Hiring Guide 2022-23
Factors that motivate professionals to get certified As long as we’ve been putting these guides together, certifications for
employees have gone hand-in-hand with pay increases that reflect the
We also asked those professionals who don’t currently hold a certification, nor are increased knowledge an individual brings to a team. So, it’s no surprise
working towards one, what would encourage them to take a certification. The promise of to see the trend continue this year, with 67% of professionals seeing a
a pay increase was the top motivating factor for non-certified candidates to get certified jump in their earnings by 21% on average once they are certified.
this year. In contrast, in our last survey we were told employer-funded certification would
be the biggest incentive. While that may leave employers questioning the wisdom of 60%
of them investing fully in those certifications, it’s worth considering
» The promise of a pay increase after gaining certification 57% two key points in this regard: first, the ecosystem is facing a critical
skills shortage that all organizations have a duty to help address as a
» Employer funding for certifications 50% collective. And, most importantly, is that employers benefit directly as
a result, by increasing knowledge across the team and also improving
» Guarantee of a promotion or a new role after gaining certification 42%
job satisfaction in the process.
» Paid time off to attend training or study 41%
As certifications become the increasing norm for Salesforce
» If it was a requirement of my role 39% professionals with 78% now holding at least one, the next question
for employers looking to attract talent will surely be how they can
» The incentive of learning new skills 33% use training in order to get the edge on their rivals? With 43% of
candidates not completing certifications that they began studying for,
» Discounted certifications 26%
the potential is there for employers to offer even more support to help
» None of the above 12% these individuals get across the line.
Whether that’s adjusting a team member’s workstream as they reach
the finishing straight, or offering mentorship and support from those
who have completed similar qualifications, having procedures in place
that help facilitate success when it comes to study could be the next
big trend for Salesforce employers.
11
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SPOTLIGHTING A CAREER PATH
HOW TO BECOME A SALESFORCE MARKETEER
A true lifelong learner at heart,
Vicki Moritz-Henry is a 16x
certified Salesforce Architect
and Certified Instructor in both
Marketing Cloud and Pardot.
Here, she shares her insights
on pursuing the Salesforce
marketer career path.
/vicki-moritz-henry
@VickiHenry63
Mason Frank’s Careers and Hiring Guide 2022-23
There has never been a better time to become a
Salesforce marketeer.
The pandemic has led to a sharp uptick in businesses
seeking to implement marketing automation as they make
the move to digital. And as with the entire Salesforce
ecosystem, we are seeing a talent shortage with plenty
of opportunity for those who want to transition into the
wonderful world of marketing automation.
Trainees tend to come from two vastly different
backgrounds. The first is the Salesforce route—you know
your way around ‘core’ Salesforce products, such as Sales,
Service, or Experience Clouds, and seek experience in a
niche product. The other is the Marketing route—you are
a seasoned marketer looking to enter the digital world of
marketing automation.
Knowing your background will help you to understand
where your biggest potential knowledge gaps lie. If you’re
a Salesforce pro, you may quickly pick up the tech side
of the platform, but need to spend more time learning
about marketing strategy through, for example, Trailhead’s
modules and white papers. On the other hand, if you’re
from a rich marketing background, you may need to spend
some more time working with the tech side of the platform.
Certifications are a great way to showcase your learning
and skills when you’re breaking into the Salesforce
marketing automation space.
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If you choose Pardot, there are two certifications—Pardot
Specialist and Pardot Consultant—with one being required
before the next.
If you go down the Marketing Cloud path, there are even
more options. You can start with either the Marketing
Cloud Administrator or Marketing Cloud Email Specialist.
I recommend doing Email Specialist first, to get familiar
with email as a channel before expanding into different
add-ons with the Marketing Cloud Administrator.
The Marketing Cloud Administrator is then the prerequisite
for the Marketing Cloud Consultant, and the Marketing
Cloud Email Specialist is the prerequisite for the Marketing
Cloud Developer. You can choose your own path!
Certifications and networking will help you get your foot
in the door. If you can secure work experience through
shadowing a marketing automation project, that will be
one more feather to add to your cap! If you take a course,
create pseudo projects to showcase your work and
document them along the way.
It will take hard work and motivation, but the result is worth it.
Read more about Vicki’s journey on our blog.
12
SKILLS AND EXPERIENCE
Top 20 Salesforce products, apps, and connectors that candidates Cross-training
are experienced with Almost two-fifths (39%) of those surveyed LinkedIn poll
have cross-trained into Salesforce, having
These are the products, apps and connectors that Salesforce professionals have the most experience with,
worked with a competitor product before What is the main non-technical
which gives you an idea of the sort of skill sets you need in order to remain competitive as a candidate.
moving into the Salesforce ecosystem. skill you have developed in
the past year that will enhance
1 2 3 4 Top 5 competitor products your career?*
used before Salesforce
75% 64% 49% 47%
1 2
Salesforce Salesforce Salesforce Lightning Salesforce Chatter Microsoft
SAP
Sales Cloud Service Cloud (formerly Force.com) Dynamics

5 6 7 8
3 4 Leadership/management skills 32%
42% 40% 33% 32% HubSpot Act! CRM Innovative problem-solving 26%

Confidence 39%
Slack myTrailhead Salesforce Salesforce
Experience Cloud Marketing Cloud This year, Oracle Siebel
5 Other 3%
CRM replaced Sugar
Oracle CRM in the top five
9 Salesforce Platform (formerly Force.com) 34% 15 Tableau CRM 18% Siebel CRM *Data taken from a poll conducted on Mason
competitor products Frank’s LinkedIn in March 2022.
(formerly Salesforce Einstein Analytics) used by candidates.
10 Salesforce Community Cloud 31%
16 Salesforce Nonprofit Success Pack (NPSP) 17%
11 Salesforce Einstein 25% 17 Quip 16%
12 Salesforce Pardot 24% 18 Salesforce Analytics Cloud 12%
13 Salesforce CPQ 23% 19 Salesforce Journey Builder 11%

14 Salesforce Developer Experience (DX) 22% 20 Salesforce Financial Services Cloud 11%

Mason Frank’s Careers and Hiring Guide 2022-23 13

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 How we work with you

1 2 3 4 5
Interested in building a Hire Train Place Develop Convert
sustainable and diverse We hire experienced, diverse Certified Salesforce We place Revols full-time at Throughout the Revols can transfer to your
Salesforce talent pipeline? As tech talent based on your instructors provide real- your site as cost-effective, deployment, we continue team for free, helping to
business needs world tech experience and business-ready talent to invest in their build your ongoing talent
cloud talent creation experts, consultancy skills training, professional development pipeline
in addition to advanced with additional Salesforce
we can help. certifications certifications and training

Why Revolent?
As a Salesforce Authorized Training Provider, we specialize
A diversity hiring partner Our Salesforce talent programs
in finding experienced tech professionals and cross-training Diversity is the driving force behind everything we do: Through our world-class training programs, we create delivery-
them into delivery-ready Salesforce talent, before placing ready Salesforce professionals across a range of Salesforce
them at organizations like yours. clouds and roles. Our talent pathways include:
Our programs are created in collaboration with Salesforce
and can be tailored to meet your specific business needs. Developer Consultant
Our talented professionals are Salesforce-certified and • Salesforce Developer • Salesforce Industries
have completed our instructor-led training program, Consultant
which combines theory learning, practical application, 66% of our Revols Over 30% 37% of our • Salesforce Industries Developer
identify as Arab, of our Revols employees are the • Salesforce Field Service
certification preparation, and consultancy skills training. • Salesforce Field Service
Asian, Black, Hispanic, are female first in their families Consultant
Developer
Once fully-trained, our Salesforce-certified professionals are Middle Eastern, Mixed to attend higher
Race, or North African education • Commerce Cloud Developer • Marketing Cloud Consultant
placed at your organization for a period of up to
two years, business-ready, with the development • MuleSoft Developer
CPQ Specialist
experience and consulting skills you’ll need to realize We can equip you with Salesforce specialists who have the skills
• nCino Developer
complex projects through Salesforce. you need, while providing the fresh perspectives that come from a
Business Analyst
more diverse talent pool. • Copado Developer

Ready to build your Salesforce talent pipeline? Get in touch today.

Mason Frank’s Careers and Hiring Guide 2022-23 14

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Creating delivery-ready talent We caught up with Samira Almatar,
a newly qualified Salesforce Developer
and ‘Revol’ to find out why she decided
The Salesforce ecosystem has long been heralded for its lucrative career
progression opportunities and its supportive community. Now, there’s a fully to change her career, and what her
funded cross-training opportunity with cloud talent creation experts Revolent experience of cross-training has been like.
for experienced tech professionals who wish to switch their careers to Salesforce,
particularly those from underrepresented backgrounds. /samira-almatar

What did you do before
joining Revolent?
“Prior to cross-training with Revolent, I had over seven years
of experience working as a Software Developer, after having
received my degree in Computer Science. In my last job, I
worked as a Full-stack Developer for a SaaS company, and my
main responsibility was integration development.
My day-to-day tasks included designing and developing
complex responsive web applications, and managing projects
using Microservices, ASP.NET core, EF core, MVC, MSSQL
server, JS, Ajax, CSS, Bootstrap, and C#. I also wrote unit tests
covering all edge cases to prevent the introduction of bugs with
future development, and built and automated CI/CD pipelines
for a range of applications. I was also involved with building,
creating, and maintaining Infrastructure for Applications in AWS,
as well as building, deploying, and integrating .NET-based
web applications.
I did have some exposure to the cloud—I developed and
managed cloud VMs with AWS E2 command line clients and
worked on services like EC2, S3, SQS.”
What attracted you to cross-train
in Salesforce?
“In my previous role, we spent more than half of our time as a team
communicating with the company’s partners and customers, which
is where I came to realize how important it is to have good software
that helps you manage projects and stay on track. I decided to
cross-train in Salesforce because it’s the world’s number one CRM
cloud-based platform with lots of ‘out-of-the-box’ solutions, which
make it so popular with companies looking to grow. I didn’t want to
miss my opportunity to be part of this ecosystem and a new way of
doing business.”
How long have you been with Revolent and
what have you learned so far?
“I’ve been with Revolent for a few months now. I’ve gained the
Salesforce Admin and Platform Developer certifications, and, among
many other things, I’ve learned how to customize Salesforce pages
to meet the company’s needs, create and maintain user profiles,
workflows, dashboards, and reports, set permissions for users using
Object-Level and Field-Level security best practices, build automatic
workflows to aid processes for different tasks, and how to design, set
up, and maintain Salesforce standard objects and custom objects. I’ve
also had training on writing test classes, Apex classes, and triggers.
I’m currently working for a student finance company who have been
very impressed with my Salesforce skills so far.”
What’s been the best aspect of cross-
training with Revolent? How has Revolent
supported you and your career aspirations?
“We receive training courses from experts and get to learn how to
work as a team. We’re provided with support during the training time
and afterwards, and we also get to set plans for the future.”
Where do you see your career going once
you’ve finished your training?
“I’ll work towards getting the Salesforce Technical Architect certification.
I’m excited to continue learning how to get the best out of the
Salesforce platform, and how to use it with other technologies, which
will give me the ability to become a Team Lead or a Project Manager.”
Are you looking to build a sustainable and cost-effective talent
pipeline of delivery-ready Salesforce professionals? Revolent
can help. Find out more.

Mason Frank’s Careers and Hiring Guide 2022-23 15

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Salesforce Trailhead TRAILHEAD IN FOCUS WITH STUART MILLS,
VP OF TRAILHEAD AND ECOSYSTEMS AT SALESFORCE
Salesforce’s training program allows users to learn the
key features of Salesforce for free. As you complete
modules and earn Trailhead badges, you can reach
several different Trailblazer ranks, from Scout to Ranger.
Writing a summary of Salesforce’s training
In this year’s survey, 94% of respondents updates can feel like a daunting task when you
take into account the sheer number of exciting
use Salesforce Trailhead. developments across the platform and the pace
at which they happen. But it’s safe to say that with
great innovation comes the support needed for
Breakdown of Trailblazer ranks organizations and individuals to accompany it.
Of course, there’s also been a shift in the way
people learn in the last two years. Many people
moved to online learning during the pandemic,
especially during the period of time when we
were all staying at home, and so spending time on
SCOUT HIKER EXPLORER professional development was simpler.
0 Badges / 0 Points 1 Badge / 200 Points 5 Badges / 3,000 Points
Now though, as parts of the world have re-
0% 4% 7% opened, the time we have for that area of our lives
has changed again, as has the way we want to
consume that information. I think online learning
will continue to be popular, but I’ve also seen how
successful the return to in-person classrooms
and events has been. They bring with them an
energy and a sense of community that is definitely
ADVENTURER MOUNTAINEER
unrivalled, as well as the opportunity to really
10 Badges / 9,000 Points 25 Badges / 18,000 Points celebrate success.
7% 10% However, the way we learn isn’t the only thing
that’s changed in the last two years—the way
businesses use Salesforce has also transformed.
We know that organizations see the value in
serving their entire customer 360 through
Salesforce, and so the onus is there to empower
EXPEDITIONER RANGER businesses to do just that. This is why there’s
been a lot of focus on supporting specific roles,
50 Badges / 35,000 Points 100 Badges / 50,000 Points
such as Strategy Designer, in the Salesforce
16% 56% community and key areas of Innovation, for
Mason Frank’s Careers and Hiring Guide 2022-23
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example, Industry Clouds like Salesforce for
Healthcare and Net Zero Cloud. Offering further
training and certifications on these areas won’t
just improve your employees’ experience, it also
benefits your customers.
Looking ahead, we want to continue to make our
learning paths more inclusive. Salesforce was built
as a technology that was accessible to those who
come from areas beyond just the traditional IT
backgrounds, and our training programs need to
reflect that. There are more than 17 million people
that are now part of the Salesforce ecosystem,
with over 2,100 community groups across 100
countries. Organizations such as RefugeeForce,
Revolent, Grayce and Supermums are just a few
of those helping us create career opportunities
for all, and a technology that truly delivers to the
needs of all our customers.
For me, Trailhead is a promise. It's a promise to
our customers and partners that we will help them
have access to the people with the skills and
the experience they need to be successful with
our technology. And it’s a promise to the people
entering the ecosystem that diversity, inclusion
and accessibility is something we’re actively
striving for. We know there's lots still to do, but
I’m excited for what’s ahead and the way we can
continue to enrich the lives of everyone within the
wider Trailblazer Community.
Stuart Mills
VP, Trailhead & Ecosystem EMEA, Salesforce
Find him on LinkedIn
16
How does Trailhead increase your chances of employment?

Just under two-fifths (38%) of Salesforce professionals agree that having Trailhead badges
makes you a more attractive candidate to employers

It indicates your commitment to It demonstrates an investment in your It’s a showcase for Salesforce knowledge
continuous learning development and career and skills
“[Trailhead] shows a level of commitment to continued learning.” “[Trailhead] shows that you have the initiative to increase your “[Trailhead] shows your Salesforce knowledge in various
knowledge and marketability.” strains, whether you have a certification or not.”
Administrator, United States
CRM Manager, United States Manager, United Kingdom
“[Trailhead] demonstrates skills and also self-motivation
to acquire skills.” “[Trailhead] showcases a level of investment in your career,
knowledge, and an ability to complete tasks and projects.” It helps you keep up with platform changes
Technical Lead, United States
Technical Architect, United States “[Trailhead] demonstrates my commitment to ongoing
“[Trailhead] shows initiative and self-direction, as well as proven learning and keeping up with platform changes.”
knowledge in certain areas.”
The courses provide you with more People Manager, United States
Consultant, United States practical knowledge
“[Trailhead] is proof that people have invested in gaining
“[Trailhead] is evidence of continued dedication to training and “Salesforce Trailheads are designed in keeping with real business skills while remaining up to date with new developments.”
development in my field.” scenarios, providing a good understanding and practice of Solution Architect, United Kingdom
CRM Manager, United States implementing real projects.”
Administrator, Australia It’s a way for employers to verify
It demonstrates a passion for learning “The courses are tailored to improve knowledge theoretically and your skill set
about Salesforce practically.”
“Employers look at Trailhead profiles along
“They are evidence of effort on a candidate’s part to increase their Application Architect, United States with certifications.”
skills and maintain their knowledge, as well as demonstrating their Developer / Programmer, United States
commitment to Salesforce.” It increases your exposure to different
IT Director / CIO, United States features of Salesforce “You can show what you know to future employers.”
Consultant, United States
“[Trailhead] shows consistency and interest in Salesforce, as well as a “[Trailhead] gives you exposure to more Salesforce features and
development of relevant skills.” knowledge and skill.”
Developer / Programmer, United States Administrator, United States

Mason Frank’s Careers and Hiring Guide 2022-23 17

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Salesforce Ohana
Over half (57%) of our respondents tell us they feel part of
the Salesforce Ohana; however, 25% don’t, and a further
18% simply aren’t sure.
What makes you feel a part of the
Salesforce Ohana?
» The knowledge shared in the community 85%
» The support I am given by Salesforce 45%
» The hospitality at Salesforce events 36%
» Other 5%
‘Other’ responses include building connections and a network with
others in the Salesforce community.
Why don’t you feel a part of the
Salesforce Ohana?
Reasons for respondents not feeling a part of the Salesforce
Ohana is similar this year as it has been in our previous
surveys—with responses including:
• I’m engaged with Salesforce, just not as engaged
with the community
• I’ve no interest in connecting and engaging with the
Salesforce community
• It feels too much like a corporate/marketing gimmick
• It doesn’t interest me
• It feels too cliquey, which puts me off getting involved
• I don’t have the time to participate
• I’m unsure what the Salesforce Ohana is
Mason Frank’s Careers and Hiring Guide 2022-23
SPOTLIGHT ON SALESFORCE COMMUNITY GROUPS
Christine Marshall is the
Salesforce Evangelist at
Salesforce Ben, training
thousands of students to
be Salesforce job ready
with her courses, including
the Salesforce Certified
Administrator Course.
She is a six times certified
Salesforce MVP, a regular
speaker at Salesforce
events, Supermums mentor
and leads the Bristol
Salesforce Admin group.
@ChrisieMarshall
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For those who haven’t been
involved in a Community Group
before, can you briefly explain
what it is, and who can become
a member?
Anyone can join! Salesforce Community
Groups give you the opportunity to meet
other like-minded Salesforce professionals
for networking and learning and can be held
locally or virtually. There are different types of
Community Groups based on roles, locations
or interests. For example, Admin, Developer
or Women in Tech. Typically, there will be
sessions, time for networking, quizzes and
more. They’re a great way to connect with
your peers locally, and connecting with other
Salesforce professionals can lead to new
friendships and job opportunities!   and tell them what you liked about their
How can Salesforce professionals
already attending Community
Groups ensure they’re getting the
most from them?  
Attend regularly and talk to other members—
don't be afraid to introduce yourself and
maximize any networking time. As a Group
Leader, I try to create introductions between
people that I think will get on or have things
in common. Don't just be an attendee, take
things to the next level by becoming a
speaker. We love new speakers and want to
hear from your experience. Remember, you
are talking to your peers in a very friendly
community, who all want you to succeed and
will be excited to hear from you!  
What would you say to individuals
who are nervous about
networking face-to-face?
Remember that everyone at the group wants
to be there and they want to meet their
Salesforce peers. It's easy to feel like everyone
knows each other: that's not the case, we have
new members at our Community Group every
meetup. The hardest part is getting started
and introducing yourself—why not start by
introducing yourself to the Group Leaders
and asking them for other introductions? After
a session, introduce yourself to the speaker
session or what you learnt, and look for small
opportunities to connect. Ordering the same
drink? Grabbing the same slice of pizza? "Hey!
I like peperoni pizza too. I'm Christine by the
way, great to meet you..." You get the idea.  
For anyone interested in joining
or setting up a Community Group
within their region – where can
they find out more?
Check out the Trailblazer Community
Groups website to find your nearest group. It
also contains the details of how to start a new
Community Group.
18
Is a degree needed to work with Salesforce?
Almost two-thirds (62%) of Salesforce professionals do not believe you need to have a degree to work with
Salesforce, with reasons cited including:
Anyone can learn to use
Salesforce
“While an IT degree may give you a
baseline knowledge in the IT industry,
Salesforce doesn’t necessarily require
that knowledge to be a successful
Admin. Any high school graduate with
a passion for learning can become a
great Admin and work up from there.”
Consultant, United States
“Anyone can learn Salesforce if they put
the time and effort in and have some
technical prowess.”
CRM Manager, United States
“Anyone can learn Salesforce, and there
are training and Trailheads available
for anyone to learn it from scratch. Of
course, the timeline for learning will be
longer for some, but it’s not impossible.”
Developer / Programmer, Japan
I consider certifications to be
more valuable
“[Degrees] are not relevant if you have
the ability to learn and have talent.
Certification is more relevant.”
Program Manager, United States
Mason Frank’s Careers and Hiring Guide 2022-23
“Specific Salesforce training and certifications
are more valuable than a general degree.”
Consultant, United States
A desire and drive to learn about
Salesforce is more important
“Experience and openness to new things are
much more important.”
Salesforce professional, Switzerland
“Degrees are not important. Real-world skills,
job experience, and most importantly, the
desire to learn, a drive to be better, and an
earnest attempt at being the best version of
yourself goes much further.”
CTO, United States
“Experience, the ability to learn and think
outside the box is far more important. Of
course, a degree can teach you some of this
but experience is always best and proven.”
Solution Architect, Australia
It’s possible to succeed
without a degree
“I don’t have a degree and yet have had
a successful 12-year career working with
Salesforce.”
Sales Director, United Kingdom
“I don’t have a degree, and it hasn’t
been a barrier in my 11-year career
progression.”
CRM Manager, United States
Salesforce provides all you
need to learn the platform
“Salesforce has training materials that
are well documented and sufficient for
people to start working with
the platform.”
Technical Support, United States
Salesforce is simple
enough to learn
“Salesforce is pretty self-explanatory.
Not only that, but the company has
done a good job at providing tools
that can help users navigate and
understand the software. If anything,
there will be more cost-effective
instructor-led Salesforce certification
online courses for those who learn
better in an online classroom Zoom-
type setting.”
Implementation Consultant,
United States
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Why might a degree be useful when
working with Salesforce?
Almost a third (31%) of respondents consider a degree to be
important, citing reasons including:
Degrees help to develop analytical, critical thinking,
and problem-solving ability
“A degree shows that you have perseverance, problem-solving skills,
communication experience, and are a more rounded individual with
the tenacity that bodes well for working in Salesforce.”
Administrator, United States
“[Degrees] demonstrate critical thinking skills, commitment, and
ability to work on a team.”
Administrator, United States
Having a degree demonstrates that you’re committed
to your personal development and to reaching a goal
“Having a degree shows, I have discipline and consider personal
development important.”
Administrator, United States
Having a degree indicates that you have the
ability to learn
“[A degree] demonstrates an ability to learn, to complete projects
and, a common base of discussion/language/wording.”
Program Manager, United States
It’s considered necessary by some employers for
candidates to be degree-level educated
“A degree is minimal eligibility criteria for any job currently.”
Administrator, Germany
19
INSIGHTS FOR PERMANENT SALESFORCE PROFESSIONALS
Where to go to learn about Salesforce Twitter handles to increase your
The Mason Frank blog is a valuable resource for learning more about Salesforce. Salesforce knowledge
Whether you’re looking for career or hiring advice, certification tips, or the latest news
@salesforce @SalesforceNews
and updates on products, our site is a one-stop shop that answers all of your questions.
We also share breaking news from across the community, comprehensive guides to the @trailhead @SalesforceBen
latest events, and career and platform tips from some of the ecosystem’s leading experts.
@Pardot @SteveMoForce

Official Salesforce material: Other Salesforce knowledge banks: @SalesforceArchs @jenwlee

Salesforce Trailhead salesforceben.com salesforcecodex.com @SalesforceAdmns @automationchamp

Trailblazer Community Feed focusonforce.com asagarwal.com @SalesforceDevs @asagarwal

Salesforce Admins apexhours.com sfdckid.com @salesforcedocs @ApexHours

Salesforce Developers unofficialsf.com gooddaysirpodcast.com @MarketingCloud @forcetalks

Salesforce Architect salesforce-flowsome.com salesforcebolt.com @ServiceCloud

Salesforce Help jenwlee.com salesforcechris.com Why not give us a follow @mason_frank

Salesforce Trust sfdcpanther.com freelikeapuppy.tech
sfdc99.com adminhero.com YouTube channels:
forcepanda.wordpress.com salesforcetroop.com Salesforce Support Salesforce Automation Hour
Salesforce Architects Salesforce Flowsome!
Salesforce For Everyone

Mason Frank’s Careers and Hiring Guide 2022-23 20

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 What are the main things hiring managers look Factors that impact your earning potential according
for in a candidate during a job interview? to our respondents
Technical experience with Salesforce topped the list again this year as having the biggest influence on salary.

72% 64% 59% Important Neutral Unimportant

» Years of technical experience with Salesforce 93% 5% 2%

A willingness The ability of a candidate Cultural fit

to learn to demonstrate their skills
» Exposure to large projects 84% 14% 2%

» Salesforce certifications 81% 13% 6%

» Years of experience in IT 79% 15% 6%

52% 49% 48% Becoming a Salesforce product specialist (e.g., working with
» Salesforce Industries, CPQ, FSL, Sales and Service Cloud) 75% 20% 5%

Passion Resourcefulness Confidence » Specific vertical industry experience 65% 28% 7%

» University degree(s) 60% 23% 17%

» Years of experience working for an end user 59% 29% 12%

28% 4%
» Years of experience working for a partner organization 51% 35% 14%

Preparation for the interview Other

Other factors mentioned by respondents as having an impact on earning potential include:

• Good interpersonal skills • Being a project lead

• A desire for continuous learning • Problem-solving ability

• Openness to trying different concepts • A passion for Salesforce

• Project management • Networking within the Salesforce community

• Ability to determine requirements and

translate them into technical requirements

Mason Frank’s Careers and Hiring Guide 2022-23 21

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What is on offer in the jobs market? What reasons did those working for a partner give for experiencing a pay increase?
» I received a performance-related increase 51%
Are Salesforce professionals experiencing » I received an incremental pay increase 40%
pay increases? » Increased demand for Salesforce professionals has increased my market value, and my employer wants to keep me 29%
Over four-fifths (85%) of Salesforce professionals received a salary » I gained an additional Salesforce certification 20%
increase from their current employer in the last year.
» There's a lack of Salesforce talent in the market, and my employer wants to keep me 18%
» More opportunities for remote work have increased my job options, and my employer wants to keep me 16%
What reasons did those working for an end user
give for experiencing a pay increase? » I changed employer 16%
» Increased demand for Salesforce services means my organization has more clients than a year ago 15%
» I received an incremental pay increase 52% » My organization offered staff pay increases due to an increased workload 6%
» My organization made staffing cuts, and I have taken on more work 4%
» I received a promotion 27%
» Other 1%
» I changed employer 26%

Increased demand for Salesforce professionals has Did your salary change when We asked those who took a pay cut when they changed jobs to share their
» increased my market value, and my employer wants 13% reasoning. The top 10 responses were:
to keep me you last changed jobs?
78% 1 2 3 4
Increased opportunities for remote work has increased
» my job options, and my employer wants to keep me
13% Yes, my salary increased For a better
The new
The new To be able
role offered
company role involved to work
flexible
10% culture less travel remotely
There's a lack of Salesforce talent in the market, working
» and my employer wants to keep me
10% No, my salary stayed the same

5% I wanted to work for/in that To gain more training

» I gained an additional Salesforce certification 8% 5 8
Yes, my salary decreased organization/vertical opportunities
My organization is more profitable now than it was The new role involved a To gain a better benefits
» 12 months ago 6% 7% 6 9
shorter commute package
Not applicable
To gain experience with
My organization made staffing cuts, and I have taken 7 10 To take on less responsibility
» 3% Those that experienced a salary different projects or products
on more work
increase when changing jobs saw their See our salary tables on page 76 to better understand what you
» Other 4% pay rise by an average of 23%. could earn and compare your salary against your peers.

Mason Frank’s Careers and Hiring Guide 2022-23 22

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Are employees negotiating pay increases? What are the main reasons for accepting a counteroffer?
Would you rather look for a new role than Reasons for accepting the counteroffer include:
negotiate with your employer for a higher salary? • They gave me a higher salary
Then chat to one of our experienced team to help you find the • I was given a promotion with increased responsibilities
66% 30% 4% role and salary you deserve.
• I was provided with advancement opportunities
• They gave me additional employee benefits

Yes, I’ve negotiated No, I’ve never negotiated Not applicable

Are employees comfortable asking for • It was easier and less stressful to stay with my current employer
a pay increase a pay increase a pay increase? • I liked the environment and my colleagues, so when they matched the
offer, I decided to stay
Just under a third (32%) of those who have never negotiated a pay
increase would feel comfortable asking for one, while 48% feel • They moved me out from beneath a manager I was having issues with
After negotiating with their employer, 91% of
uncomfortable having that conversation.
employees gained a pay increase. Rewards and recognition
Surprisingly, 40% of those that have never previously negotiated
On average, those who gained a salary increase after a negotiation tell us that they’d be likely to have such a conversation with their
saw their pay rise by 16%. employer in the coming 12 months. What employee benefits are Salesforce
professionals receiving?
Why have some employees never negotiated Counteroffers
» Company laptop 78%
a pay increase? Interestingly, 49% of professionals have received » Home working 70%
Reasons for having never negotiated a pay increase are almost the
same this year as they were in our previous surveys—and can be
49% a counteroffer after resigning from a role.
A counteroffer is an offer provided by your employer » Health/medical insurance 60%
intended to make you reconsider your resignation. » Retirement savings plan/401(k) match/pension contributions 56%
grouped into nine themes:
• My organization provides regular incremental pay increases Of those that received a counteroffer, 33% accepted it, and only 29% » Flexible working hours 55%
of those professionals later regretted the decision.
• T
 here is no need to negotiate as my employer pays the going » Four weeks or more paid time off 53%
market rate for my role Most reasons cited for regretting the decision to accept the » Bonus (monthly/bi-annually/year-end bonus) 52%
counteroffer can be summed up by one respondent’s statement:
• I’d rather change employer than negotiate » Life insurance 52%
• I don’t need to ask, as increases are based on performance reviews “I didn’t like the company I worked for, which is why I was looking for a » Dental plan 50%
• I lack the confidence to ask for a pay increase new job. Staying there after taking the counteroffer just made it worse.” » Training and development opportunities 48%

• I lack confidence in my ability to negotiate, as I suffer from Administrator, United States » Casual dress policy 44%
imposter syndrome » Vision/optical plan 42%
• I feel uncomfortable or fearful asking for a pay increase On average, professionals that stayed with their employer after » Certification exam vouchers 37%
receiving a counteroffer remained in the organization for a further
• I’ve not been with the organization long enough to negotiate
year and a half, with the shortest stay lasting two weeks and the » Home office equipment/utility subsidy 35%
• My organization doesn’t negotiate on pay increases longest being five years. » Education/training allowance 33%

Mason Frank’s Careers and Hiring Guide 2022-23 23

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What unique work perks are on offer? Average working hours
Permanent employees who took part in our survey work between LinkedIn poll
5 and 70 hours per week, with the average being 42 hours. How often do you work overtime?*

Paid time off by region

Vacation allowance Internet allowance
Pet insurance
Professionals working in a permanent role tell us that they
receive, on average, 22 days of paid time off (PTO) a year.
Monthly healthy
food budget The amount of PTO reported by respondents varies massively,
in part affected by different employment standards around the Never 10%
world, but also depending on employer.
Sometimes 39%
A number of reasons can still mean a big difference in the
amount of PTO even for organizations within the same country. Always 27%
Factors including industry standards or internal policy can
appear to reduce the amount of PTO, but can also include other I work to the business needs 24%
policies that offer employee leave. However, as a sector that’s in
the middle of a talent shortage, PTO is a sure-fire way to try and
attract professionals. *Data taken from a poll conducted on Mason Frank’s
Parental leave Time during working
LinkedIn in April 2022.
hours to focus on
See below for average PTO days by country of our respondents:
professional development

How many days of remote working are

employers offering?

34 days 29 days 28 days 28 days

4% 6% 8% Netherlands
France Germany Switzerland
None 1 day 2 days

» Italy 26 days » Spain 25 days

63% » United Kingdom 26 days » United States 20 days

10% 8%
3 days 4 days
Full-time remote » Ireland 25 days » Australia 19 days
working available
» Belgium 25 days » Canada 19 days

Mason Frank’s Careers and Hiring Guide 2022-23 24

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While home working has done much to boost the work-life balance of professionals Are Salesforce professionals their week. We were all sold apocalyptic tales that remote
since it became more widespread in early 2020, with 90% of respondents working work would be the death of big cities at the onset of the
overtime this suggests much is still to be done to ensure professionals are getting the
experiencing burnout? pandemic. However, the response from both employers
right balance, particularly for the quarter (27%) who are constantly working beyond their Burnout is defined by exhaustion, cynicism, and inefficacy, and employees alike appears to have relegated those
contracted hours. or the stress that’s generated by being in a constant state discussions to long-forgotten scare tactics.
of busyness and the feeling that no amount of effort is
Much of this can be put down to demand, of course, rather than culture. Cloud usage The reality is that the physical office is here to stay, but
ever good enough.
has soared as people continue to see the business benefits from a better digital the virtual workplace still brings with it a huge range
infrastructure, but in the middle of a skills gap resource is already limited. The solution to Almost half (44%) of permanent of benefits. The workforce is (and should be) made up
that is obvious, albeit not always desirable.
Salesforce professionals tell us they have of a diverse range of people, all with different needs.
However, as the world opens back up and people wish to pursue leisure activities that experienced burnout in their current role, A working parent in Florida may have entirely different
have been locked down or unavailable for so long, the importance of setting clear needs to a recent graduate who has just moved to New
compared to only 32% of freelancers. York, for example. Remote work accommodates this and is
boundaries that help already overworked individuals’ wellbeing has never been more
important. It’s clear that we’re still in a transitional phase when it proven beyond a doubt to work, so the question inevitably
comes to benefits. For example, while home working is turns to what other benefits will help to attract talent as
seen as the second most popular benefit they receive, employers try to finalize their post-pandemic package.
How often are Salesforce professionals does a laptop still really classify as a perk? Now that 63%
traveling for work? The answer doesn’t seem to be definitive just yet, and
of professionals have the option to work from home five
days per week, it’s surely less of a benefit and more of an there’s a chance it may never be given there’s no one-
Never 54% Usually 4% essential tool of the trade? size-fits-all package that encapsulates the needs of every
worker. Instead, the way to stay ahead when it comes to
Rarely 28% Always 1% It’s also interesting to note that that less than half of perks and benefits packages is being willing to adapt to
staff are happy to work fully remote, with more people what employees want from you on an individual basis
Sometimes 13%
preferring to work in the office for either some or all of where possible.

While 65% of respondents tell us they would be

prepared to travel for their job going forward, 21% don’t
want to travel, and 14% are undecided.

Mason Frank’s Careers and Hiring Guide 2022-23 25

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The future workplace The future of work
As the dust settles and we all get used to the much-
Are Salesforce professionals happy to work in the speculated ‘new normal’, what is the reality for
office five days a week? jobseekers and employers alike? Professionals have
scrambled to create suitable office environments in some
11% of the most unlikely places in their homes—will that last?
Yes, I’d be happy to work in the office full-time
Although nearly half of the workforce do wish to remain
48% fully remote, it’s worth considering that it’s also an even
split between those who do want to be site-based for at
No, I’d prefer to work fully remote
least some of the week, which means our offices are still
some way from being mothballed entirely. Put simply, the
39%
remote work experiment that was forced onto most of
No, I’d prefer hybrid working (e.g., some of the time in the office the world in early 2020 has proven itself a success, and
and some at another remote location/home) doesn’t look like replacing the in-person experience any
time soon as many predicted.
2%
Not sure So, how do organizations react to those changes going
forward? Put simply, it’s about adapting to what the
The preference of almost half (48%) of our respondents would be to work workforce wants. An employer who offers either fully
entirely remotely. remote or hybrid working options is going to appeal to
most or all of the workforce, compared to those who
Of those who currently work remotely, 76% would don’t. Think about the last hire you made—could you
reconsider working for their employer if they weren’t cope if 50% of applicants were withdrawn at random?
offered flexibility around where they worked. Because that’s what it means in real terms when you
don’t have that on offer.
We asked the hiring managers of those organizations that provide remote
working whether they considered it provided them with a recruiting advantage: Now we know that it works, and employees want it, the
talk will be how businesses can better support it. Remote
Yes No Not sure work already offers organizations access to a wider
94% and more diverse range of talent, which is a massive
91%
step forward in tackling the skills gap that exists within
Salesforce. The next step is ensuring that talent remains
within the sector.

Future discussions may evolve into how virtual offices

look on a practical level. Will the workplace ever become
part of the Metaverse, for example? But for now, the
3% 3% 5% 4% key priority for businesses pondering the future of work
is ensuring they keep up when it comes to offering
An advantage in hiring new staff An advantage in retaining staff employees what they want.

Mason Frank’s Careers and Hiring Guide 2022-23 26

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INSIGHTS FOR SALESFORCE CONTRACTORS

Contractor workload Are contractors traveling for work?

The freelancers that took part in our survey work an average of
38 hours a week, although this varies between 8 and 70 hours Never 41% While 66% of
per week. contractors tell
Rarely 31% us they would
The average total contract length was eight months, and the be prepared
longest contract length was five years. to travel for
Sometimes 20%
3 10 37% their job going
forward, 30%
Usually 7%
would prefer not
12% Only 12% of freelancers have worked on Average number Most clients worked of freelancers are to, and 4% are
projects that have lasted 12 months or more. of current clients with at any one time working for one client Always 1% undecided.

W-2 vs 1099: What does it mean for contractors?

For any Salesforce contractor operating in
the US, Form 1099 is likely to be a familiar
concept. But if you haven’t heard of it before,
it’s issued to self-employed or freelance
professionals so that they can report their
income to the IRS and pay their taxes.
If this isn’t something you’ve had to do before
as a contractor, that means you’re probably
what’s known as a W-2 employee. These types
of employees are on the payroll and all taxes
are paid on your behalf by your employer.
You’ll also receive a W-2 form outlining what
you’ve earned and the taxes you’ve paid for
each financial year you’re at the company for.
While it may seem like the main difference between
the two is solely how you pay your taxes, there’s
more to it than this. When pursuing their careers
past its initial stages, and when changing roles,
contractors have to weigh up the benefits and pitfalls
of both W-2 and 1099 jobs. And to do so means
properly understanding the difference between
them, so you’re not short-changed by your employer.
As a 1099 employee, you’re classified as an
independent contractor so unfortunately aren’t
entitled to things like benefits, insurance, and
vacation pay. However, you have more autonomy,
flexibility and freedom over how, when, and how
much you work—you’re essentially your very own
boss! Meanwhile, W-2 roles offer more structure
and relative stability, so are favored by others.
If you’re still a little confused, according to the
IRS, the general rule for determining whether
you’re being classified correctly is to look at who
controls what. For example, if the organization
you work for controls the result of your work, and
not your hours or the tools and equipment you
used to complete it, then you’re an independent
contractor. However, if the organization has more
control over the work you’re doing and is in
charge of setting your hours and schedule, then
you’re an employee and should be receiving the
same benefits as their in-house staff.

Mason Frank’s Careers and Hiring Guide 2022-23 27

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How to increase your contract rate
While contracting can be a lucrative
career option in an era where cloud talent
is in high demand, it’s not the end of your
journey to earning more money. In fact,
there are several things that you can do
to increase your earning potential as you
play your part as a contractor in the
Salesforce ecosystem.
Firstly, project length can play a big
part in what you can expect to receive.
It stands to reason that a company that
needs access to a short-term specialist
skillset to get a project over the line is
likely to spend more in order to achieve
that than they would for someone
who’s likely to be there for 12 months
or more. However, if you want to take
full advantage of this, then you need to
consider not just what you have in your
own professional armory that can add
value to a project, but also whether that’s
a viable way to work for you personally.
Taking on short-term projects will
mean that you’re always looking for
your next role too, which isn’t ideal for
everyone. And, on a personal level, the
increased social interaction that comes
from constantly churning through new
jobs (and thus, colleagues) may not suit
someone who’s more introverted, for
example. Speaking of personality, make
sure you market your soft skills just as
much as your technical prowess, too—for
example, genuine business acumen and
understanding of the bigger picture can
be just as valuable as a certification to a
lot of employers.
Mason Frank’s Careers and Hiring Guide 2022-23
Attraction and retention
Next, rates can vary between Salesforce What makes a contractor accept a contract offer?
customers and Salesforce partners, as
well as by industry. And while the higher » Rate/pay 78% » Management philosophy 28% ‘Other’
responses
remuneration available from partner » Ability to work remotely 77% » Size of project 26% include work-life
organizations may be appealing, your role » Duration of project 54% » The industry the project/organization is in 23% balance and the
can also vary a lot, despite having the atmosphere of
same title. Are you comfortable speaking
» Flexible hours 47% » Quality standards 22%
the organization.
with customers and carrying out site visits, » Technologies used in the project 42% » Other 5%
for example? Or working for multiple » Complexity of project 35%
clients at the same time? If not, then a
partner role may not be for you.
Experience will, of course, play the biggest What are the top 5 attributes you need to What challenges do you face working as
part in the price you can command. And be a contractor? a contractor?
that’s not just experience of Salesforce
alone—working within a specific niche may We asked contractors what the most important » Finding new contracts/customers 40%
seem like you’re limiting your chances of qualities are to succeed as a self-employed Salesforce
employment outside of that scope, but it professional, and the top five responses were: » Unrealistic expectations of clients 36%
also makes you much more in-demand » Time management 35%
(and valuable) within it. 1 2 3 » Work-life balance 35%
Ultimately, as a freelancer you’re a » Clients changing the scope of a project 35%
business within your own right, and so you 71% 55% 32% » Lack of communication from clients 28%
need to consider what’s going to make
you the most marketable if you want to » What to do in periods of no work 25%
increase your earning power. Someone » Procrastination/motivation 24%
Soft skills* Salesforce-specific Adaptability
with 20 years of experience who’s trying
to sell themselves as ‘just a coder’ is
experience » Late customer payments/invoicing 23%
unlikely to stand out against, for example, » Keeping up to date with admin 21%
4 5
a contractor promoting themselves as a » There is lot of competition 13%
specialist with two decades spent working
»
32% 18%
with Salesforce in a fintech environment. Other 11%
That marketability means they can likely ‘Other’ responses include experiencing no challenges.
command a much higher contract rate, too.
Want our help to find the next great project?
So, as you contemplate your next steps as
Technical Change management
a freelancer in the Salesforce community Why not speak to Mason Frank. Our expert recruiters have
expertise experience
and ways to increase your earning power, experience of projects across a range of industries, from
you need to think about what you can do * e.g. communication, teamwork, problem-solving, and start-ups to Fortune 500 companies, at every stage of their
to stand out rather than just keep up. conflict management. Salesforce journey.
28
Back to contents
INSIGHTS FOR HIRING MANAGERS What are your top tech staffing
challenges over the next 12 months?
LinkedIn poll
What strategies are employers using to stay competitive What would candidates like to
when attracting talent? know about a future employer?*
54% 35% 35%
» What is their company culture like? 59%

» What perks and benefits do they offer? 33%

48% 46% 44% Increased
competition
We struggle to pay
the market rate/what
Talent
retention
» Can I bring my dog into the office? 7% for talent candidates demand

» Other 2%
Employee skills Salary increases New ways of working -
training including remote, hybrid, *Data taken from a poll conducted on
» Lack of skills/experience in the market 32%
or flexible working Mason Frank’s LinkedIn in March 2022 » Talent attraction 31%

» Lack of resource/capacity in-house 28%

» Lack of skills in-house 24%

41% 39% 37% » Managing remote employees 19%
Personnel change (e.g., redundancies,
» restructure, and role changes)
18%
Diversity, equity, and Employee wellbeing Investment in
inclusion hiring practices initiatives training programs Buy-in from senior leadership on the
» need to recruit 17%

» Engaging employees around the mission, vision, and values of the organization 35%
Hiring Salesforce » Disengaged employees 15%
professionals An increase in demand for
» Increased leadership visibility 29% » contractors/freelancers 12%
» Introduction of a bonus (monthly/bi-annually/year-end bonus) 27% Hiring managers tell us that it takes, on average, 4.5 months
to find a new Salesforce hire and 67% are looking to hire a Our current training program is not
» Developing a business case for more resources 27%
Salesforce professional in the next 12 months. » effective in upskilling inexperienced 9%
» Increased benefits and perks 25% candidates
Over two-fifths (44%) are confident that they can find the right
» Company profit sharing 22%
candidate on the first attempt, while 33% are not confident. We struggle to identify the skills we
» need/lack 8%
» Environmental, Social, and Governance (ESG) policy 13%
The roles that hiring managers are prioritizing in the coming
» Other 2% » Virtual recruiting 8%
12 months include Developers, Administrators, Solution
» None of the above 6% Architects, Business Analysts and Technical Architects. » Other 2%

Mason Frank’s Careers and Hiring Guide 2022-23 29

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THE DIGITAL SKILLS GAP Roundtable spotlights Our roundtable line-up:

The digital skills gap is gathering pace that will have consequences for us all if it

as a headline news item in mainstream
media outlets around the world, but the
ramifications are far more daunting than
just a simple news story. Entire cloud
ecosystems have seen the balance of
power tip in favor of jobseekers, due to
how hard those skilled professionals have
become to find. And it’s not just about a
transfer of power, either.
With a lack of talent available to
employers, projects can stall and business
growth is subsequently strangled. And,
without prosperous entrepreneurialism
around the world, economies will begin
to suffer. The digital skills gap isn’t just
about finding Salesforce talent in order
to continue innovation—it’s a problem
Two-thirds (63%) of hiring managers believe there is an IT skills gap in the
Salesforce community, and 55% of those respondents say that the skills gap has
increased in the last 12 months.
What is the biggest challenge you face in closing the
digital skills gap?
continues to go unaddressed.
The last two years have shown the true
value of tech—it has the power to drive
businesses forward, and during a crisis
such as a pandemic it was the difference
between the businesses who thrived or
even survived, and those who did not.
However, that potential is nothing without
those specialists who can truly harness it.
That makes ecosystems where there are
more jobs than there are candidates to
fill them a challenge that needs tackling.
Perhaps more importantly, there needs
to be a collective effort to address it, or
else something that makes life difficult for
employers now could turn into a very real
crisis in the not-too-distant future.
THE DIGITAL
SKILLS GAP Nitzan Pelman
Chief Executive Officer
Traci Whetzel
Partner, National Salesforce
Practice Lead
www.climbhire.co
According to a Salesforce-commissioned centricconsulting.com
RAND Europe Report, it’s estimated that 14
G20 countries could miss out on $11.5 trillion
cumulative GDP growth if this chronic skills
gap isn’t tackled.
Fundamentally, this gap hinders an
organization’s ability to deliver on its projects,
limits its growth potential, and ultimately
impacts its bottom line. And, scrutinizing the Rajnish Jindal Eric Dreshfield
bigger picture, national economies will suffer. Global Talent Acquisition Head – Product & Community Evangelist,
Salesforce and Mulesoft and Salesforce MVP Hall of Fame
It’s no surprise to hear that concerns about
the digital skills gap are intensifying across www.wipro.com www.mogli.com
the Salesforce community.
This begs the question; how can we tackle
this critical issue today and secure the
Anthony Caggiano
Salesforce talent pool of tomorrow? Senior Vice President
We posed this question and more in our www.masonfrank.com
recent roundtable event featuring leading
figures from the Salesforce ecosystem.

» Finding the right talent is time-consuming 52% How has the skills gap impacted the ability to secure Salesforce talent?
» Attracting candidates with the right skills for our industry is difficult 50%
One of the most obvious impacts is that finding suitable candidates is becoming more problematic, as they're in such
» Too much competition for talent 47%
short supply.
» There is a lack of qualified/experienced candidates in the marketplace 40%
“The Salesforce market today is white hot,” explained Rajnish. “There’s so much of a supply and demand gap that
» The over-inflated market rate for candidates 39%
we just can’t find the right amount of people in the right amount of time for our opportunities to fulfill them. We’re
» Technology innovation is outpacing skills development 29% continuously behind the 8-ball and we’re never able to catch up and that’s been a perpetual state of affairs, at least in
» Other 1% my experience.”

Mason Frank’s Careers and Hiring Guide 2022-23 30

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Roundtable spotlights - The digital skills gap
Rajnish explained how his business is also using contractors to offset
the Salesforce skills gap, especially on mission-critical projects that
need to be completed in shorter time periods.
“This is a challenge I'm facing, especially in Europe, where people
need about two to three months for their notice period. Salesforce
opportunities are not that long, really. I mean, they are three-to-six-
month projects. And if you snooze for three months and say, ‘okay, I'm
making you an offer for three months later,’ a lot of things can happen
in that time. So we're spending a lot more on contingent workforce
and contracting labor to fill some of that skill gap.”
With candidate short markets, one of the hiring issues that can present
itself is salary creep, where businesses have to keep increasing the
salary offers for skilled professionals to entice them away from their
current employers. This is something Nitzan has noticed:
“I watch this talent shortage and see companies have just one
strategy -- which is to bid up the talent at another company and poach
the talent from other places.’ Talent is finite. If we don’t increase the
pool of talent, the cost for talent will be increasingly more prohibitive.”
The situation has led to some businesses instead focusing on more
junior talent that they can then mold into the mid-to-senior-level
professionals they need.
“I’d rather hire junior people, especially those that have had
exposure to certain industries and are just newer to the Salesforce
ecosystem,” said Traci. “So maybe they were an accountant for
5-10 years and they want to learn more about Salesforce. If they
have strong people skills, account management skills, an aptitude
for learning technology, and align with our core values, I would hire
and train them and let them shadow a few projects. This is more
beneficial than looking for someone that achieved 10 certifications
in a span of two years but has never worked in a business
environment.”
It’s this business or industry knowledge and soft skills that employers
are also desperately looking to add to their roster. While candidates
may have strong technical skills, they sometimes lack business savvy
behaviors or industry insights that could set them apart.
Mason Frank’s Careers and Hiring Guide 2022-23
“We run into the same issues that everyone here has been talking
about, the book smarts versus the street smarts, if you want to think
about it that way,” says Eric. “From my own side of that, I talk a lot
with people new in the ecosystem and help guide them in their own
career path. I always remind them, no matter what industry you’ve
come from before you’ve come into the Salesforce ecosystem, you
have some skills that are transferable. You just may need to look at it
in a slightly different way than what you’re used to.”
How has the skills gap impacted
strategic objectives?
The rising costs of hiring specialist Salesforce talent is undoubtedly
having an impact on startups and SMEs in particular. Large
enterprises and boutique businesses can often afford to offer above
the market rate to secure talent or lure professionals from other
organizations, but for many companies it’s an unsustainable model
which would have serious consequences if it continues.
“From our perspective, we’re in need of solution architects and
technical architects which come at a premium,” says Traci. “I’ll be
curious to see in the next year or so what it’s going to look like
because at some point, we have to reach the top rate from a salary
expectation perspective. But that ceiling is going to break, and what
happens to all of that talent if we hit a recession?”
The lack of available leads and architects could also dramatically
increase burnout in the Salesforce community, too. Rajnish warns that
with limited resources and huge demand from customers, Salesforce
talent could be assigned to multiple projects at the same time:
“That sometimes results in high burnout ratio burnout for these
people. These people feel exhausted. These people feel they’re
putting in way too much time and effort for this job. They’re getting
paid for one, but they’re doing two or three jobs at one time.”
This decade has seen a massive increase in the importance job
seekers and employers place on wellbeing and mental health, so this
is a huge cause for concern.
Back to contents
How concerning is the Salesforce skills gap?
With Salesforce professionals in such short supply, when someone
new does join your team there’s a pressure to hit the ground running.
“I see the pain that so many companies are experiencing,” says
Nitzan. “There’s an immediate need for people to deliver, really, really
fast. But this dynamic doesn’t allow for junior talent to be developed
or trained on the job. Certifications are great but everyone knows that
unless talent has opportunities to put their learning into practice, they
won’t be effective. Companies need to invest in junior talent and it will
pay off over time. It’s a long-term strategy”
Nitzan also notes that when employers identify raw talent, people who
have demonstrated aptitude, grit and drive, can be upskilled internally.
That said, not every company can afford to implement this strategy:
“It sounds great to increase the pie and the pool, but to do it, you have
to have the bandwidth and you have to have the finances for it to
make sense. And there’s just a limited number of companies that can
do that. Yet the investment is so critical if we want to keep growing the
supply of talent.”
“I’m at a small organization. We’re less than 35 people right now,
but we’re growing pretty quickly,” adds Eric, who argues that
without intervention, the problem could only continue to grow.
“The availability of talent that has the skills that we’re looking for is
a concern. With the shortage and the way things are moving right
now, it seems like it’s only going to become a larger concern moving
forward for the next few years.”
That leaves businesses with plenty of thinking to do as they look
to tackle the digital skills gap. Previous short-term solutions have
left organizations maxed out with what they can continue to spend
on digital projects, resulting in an increased workload for existing
talent, who are already feeling the strain. The reality is that it’s
causing burnout and running the risk of people leaving the industry
rather than wanting to join it. As Anthony concludes, “There’s no
one solution that will wave a magic fix over the talent gap within the
Salesforce community, but there’s a determination and a desperate
need from businesses of all sizes to fix it.”
31
Roundtable spotlights
HOT TAKES FROM OUR ROUNDTABLE
How do you compare the gap today vs
five years ago?
“The level of, and the type of, skills that are sought
after most has shifted during that time period. Looking
back five or seven years ago, I think Salesforce
Administrators were the big thing that people
were looking for. Since then, people have realized
Administrators need a clear focus. They need to
have specific things they are responsible for - not
everything an organization needs falls under what an
Administrator should be doing!”
Eric Dreshfield
“Nowadays, we are looking for people such as product
owners or technical leads of Financial Services Cloud.
You really have to be prescriptive in the questions that
you ask a candidate and assess where their experience
really lies, and try to make more informed decisions
rather than just hiring a Salesforce Administrator like
we were able to 5-10 years ago.” Traci Whetzel
“While the skill supply has increased at a uniform pace
over the last five years, a lot of people have become
attuned to this platform and got themselves trained and
upskilled into this ecosystem. The demand side has
gone through a ginormous increase. Companies have
figured out that part of their digital strategy or digital
transformation can involve Salesforce as a key kingpin
or the centerpiece of what they're trying to do - and
that is creating this non-uniform gap. So, over the years,
supply has increased, but not enough to meet this
growing demand, and that's causing the hurt.”
Rajnish Jindal
Mason Frank’s Careers and Hiring Guide 2022-23
How does DEI play a part in solving the gap?
“We look at it in a multitude of ways. We are partnering with
our talent acquisition team to ensure our job descriptions are
inclusive. We want to make sure we’re attracting different types
of talent and making commitments to hire people with more
diverse backgrounds. It has definitely been at the forefront of
our minds over the past two years especially.” Traci Whetzel
“As a company, we are focusing on bringing women back into
technology to lead our practices and global initiatives. In my
own team, I have mandated that every recruiter should, from
their quarterly hires, begin with at least 25% women. Then
there is special consideration in the quarterly appraisal and
calculation of bonuses for people who get to 50%. While they
were never ignoring these underrepresented categories, now
we are giving them reward mechanisms for bringing them
on board. We've also tripled the number of employees who
declared themselves as members of the LGBT community
and created a global policy on the prevention of LGBT
discrimination, extended medical insurance to same-sex
partners, and updated our policies to reflect our company’s
goal to be a more inclusive workplace.” Rajnish Jindal
“We are seeing many companies in the ecosystem source
diverse and hidden talent from Climb Hire. We have over 50
hiring partners. We train them rigorously for 5-6 months and
then companies have a credible skill signal when they bring
this junior talent onboard. They prove themselves elsewhere,
and then they are an excellent funnel of talent for companies all
over the ecosystem.” NItzan Pelman
While Salesforce projects can sometimes feel glacial in speed,
think about what you and your team get through in a day,
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perhaps even a week. Then think about what can
change as a result of that work in a month. When it
takes an average of 4.5 months for companies to
place a Salesforce candidate, that’s a scary thought
as to how much work could be lost, the progress that
remains static, and the potential growth that
is unfulfilled.
What’s more, it seems like Salesforce’s customer base
is growing at a far quicker rate than the talent pool
that feeds the ecosystem is—no wonder that 54% of
organizations list increased competition for Salesforce
professionals as their biggest staffing challenge in the
next 12 months. The digital skills gap isn’t going away.
The next question for businesses is, inevitably, what
can they do to get ahead of it? A lot of the answers—
improved training, clearer routes to progression,
better benefits packages—are listed in the pages of
this guide, but it’s also worth asking what you can
do to help bridge the gap in the long-term. Simply
winning the battle for talent isn’t enough, otherwise
organizations will only ever be papering over cracks
while the problem lies under the surface.
So, there’s clearly a responsibility for everyone in the
Salesforce community to address this issue. Whether
that’s fueling the ecosystem with the specialists who
are most in-demand, to ensuring we have better
workplaces that make sure individuals get the support
(and recognition) they deserve in order to remain
enthusiastic enough to continue their Salesforce
journey for years to come. In an era where we have a
monumental challenge on the horizon, we can either
watch it get closer or take action to address it now.
32
TACKLING THE SKILLS GAP FROM THE FRONTLINE
If you think of the market right now, you'll notice that wherever you're
looking, the Salesforce talent pool is scarcer than ever. This is certainly a
hurdle when it comes to hiring, but thankfully more and more people are
interested in a career in the Salesforce ecosystem today because of the
competitive salaries, variety of available career paths, and inclusive culture.
This, combined with the fact that it’s easier for someone who is brand new
to the world of Salesforce to learn valuable skills to help them succeed
compared to other spaces that don’t offer such robust learning paths,
attracts many to a career in the Salesforce ecosystem. There are plenty of
easily-accessible and useful tools to help onboard ‘newbies’, particularly
Trailhead. This helps reduce the skills gap especially for entry-level job
Ethel Dexter is Director seekers because it offers the opportunity to get their foot in the door and
teach them real-world skills along the way. There are also a lot of Salesforce
of Talent Acquisition industry events to encourage more professionals and students to get into
at Salesforce data the Salesforce ecosystem.
management platform It's important to note that nowadays it’s not only the hard skills that are
Odaseva. She shares her in-demand among employers. Soft skills are just as important, and more
difficult to learn. For technical profiles, certifications like Developer II or DEV/
experience of trying to hire DEX450 are in demand, but they are only a few out of many. On top of that,
Salesforce talent during soft skills like project management, communication, collaboration, the ability
to work in a fast-paced environment, and others are also critical to success.
the digital skills gap.
But how do businesses hoping to attract professionals survive in such a
competitive arena? As a small company trying to attract the best talent and
Mason Frank’s Careers and Hiring Guide 2022-23
Back to contents
help get them ‘over the line,’ we focus on adapting to the new age
in terms of compensation, benefits, work environment, making sure
employees feel that they are properly supported throughout their
employee journey, staying true to our values, and opening up on our
company culture. This has to resonate from the first conversations
we have with candidates by being transparent and giving back. It's all
about the experience!
When we interview people for positions at Odaseva, we always make
sure that interviews are conducted in a way that allows us to get to
know our candidates and tell them about who we are, what we do, what
the team is like, and what their place will be within the organization
should they decide to hop on the ship with us. We put in extra effort to
make sure future team members will be able to envision themselves
here and understand the impact their role will have on the business.
The challenges of today affect all types of organizations. However,
not everyone is armed with the same tools to solve or combat these
challenges. Larger companies may have more means that allow them to
be more attractive so it’s up to the smaller ones to innovate, be flexible,
and reinvent the ways of working. It’s important that employees feel
empowered, that they are being supported to fulfil their professional
goals, and are able to grow within the organization.
Alignment with a vision is absolutely necessary to get people to gather
and work together towards that goal!
33
INSIGHTS FOR SALESFORCE END USERS
As the battle to hire and retain great
Salesforce talent intensifies, one
inalienable fact remains—with a relatively
finite talent pool available to employers,
the need to look beyond just salary has
never been more pressing, particularly as
the world of work has changed beyond
recognition in the last two years.
Gone are the days of a Monday to
Friday 9-5, and in are the days of
hybrid working patterns that allow our
professional and personal lives to blend
together much more fluidly. But in order
to achieve this, the benefits and perks
that businesses offer should change
to accommodate that. After all, do free
parking and gym memberships appeal
to staff that will only visit the office on an
infrequent basis?
And with more time now spent at home,
are employees expecting (or indeed,
receiving) a package that better reflects
a renewed focus on wellbeing? While we
may still be in the early stages of getting
to grips with the new normal, it’s still
important to know what professionals
want, and expect, as well as just how
much it matters to them.
Similarly, as employers go head-to-head
in order to attract Salesforce talent,
knowing employee sentiments towards
remote work has gone beyond being
simply “nice-to-know" and now sits firmly
as essential information in order to attract
and retain those great professionals.
Mason Frank’s Careers and Hiring Guide 2022-23
Attraction and retention What perks entice a candidate to accept or affect bonus expectations too—for example,
a junior Salesforce professional will usually
consider a new role? receive a smaller payout than those in more
What encourages a candidate Respondents were asked to rate the top three perks that would established roles.
to take a role? influence their decision to accept a job offer, and the perks that
With the digital skills gap clearly posing
made the top ten are:
challenges for hiring managers when it
We asked permanent employees what attracted
comes to finding Salesforce candidates,
them to their current role, with responses falling 1 2 3 improving what an organization does to
under the following themes:
attract and retain talent has become a key
• A
 better salary and compensation package strategic priority.
• T
 he chance to work in a challenging role or on a
For businesses on the frontline, it’s not just
challenging project
44% 41% 31%
about finding new ways to attract talent. Of
• O
 pportunities for career progression or a defined course, it’s imperative to use resources like
career path Home working Four weeks or more Bonus this to help get the edge when it comes to
• T
 he chance to work fully remote paid time off (monthly/bi-annually/ hiring— but it’s just as important to know what
year-end bonus) makes people stay. After all, it’s a waste of
• F
 or personal development resources to attract people that never stay.
• F
 or a new challenge
4 Health/medical insurance 24%
Our professional lives have flipped on their
• T
 o work for an organization with values that align 5 Flexible working hours 21% head in the last two years. We’ve seen the
to my own biggest professional experiment in working
6 Retirement savings plan/401(k) match/pension contributions 17%
• T
 o work in a different industry history as the world went remote, and as we
7 Shares in the company/reduced-priced shares in the company 11% emerge into whatever this ‘new normal’ is, it’s
• T
 o expand my Salesforce knowledge, experience
impossible to bury your head in the sand and
and to learn new skills 8 Training and development opportunities 10%
pretend we’ll just go back to the way things
• I was unhappy in my previous role 9 Commission 7% were. Those who do, run the risk of a mass
• T
 o pursue a promotion exodus that will be difficult to recover from.
10 Accommodation/housing allowance 6%
• R
 elocation Put simply—the longer people remain with
Bonus is a desirable work perk that is often different depending you, the less disruption to your projects,
Salary aside, 92% of permanent on the type of organization that you work for. For example, those and the more you can use digital innovation
working for an end user can often expect to receive annual or to truly drive your business forward. While
employees tell us that workplace end-of-year bonuses the same as all employees in their business, the skills gap is making hiring more difficult,
benefits are important when whether their role is technical or otherwise. However, those knowing how to recruit effectively is a vital
working for Salesforce partners or ISVs will often be more heavily part of your armory. And knowing what to do
deciding whether or not they incentivized and will often receive monthly bonuses that are related to keep people satisfied once they’re through
will accept a job. to their billable hours. However, there are other factors that can your door is just as crucial.
34
Back to contents
Are employees looking to change employer?
Almost two-thirds (60%) of respondents in permanent roles expect to
be working for their current employer in the coming year, while 16%
are actively looking for a new role. A further 10% expect to leave but
aren’t currently job hunting, and the remaining 13% are unsure if they
will stay or go.
What motivates an employee to consider a new role?
The reasons a professional wants to leave continue to follow the
same pattern as in previous years. After such a turbulent period for
employers and employees alike, this offers some encouragement for
employers in the ways to address these concerns that will likely have
a positive long-term impact. The top 10 reasons are:
1 2 3 as well as the skills needed to continue to drive it forward.
49% 40% 40%
Lack of salary Lack of career Need new challenges
increase/ and promotional
earnings increase prospects
4 Working environment/company culture
5 Lack of leadership and vision
6 I'm underappreciated in my current company
7 To pursue a better work-life balance
8 I'm underutilized in my current role/company
9 Lack of exposure to the latest Salesforce products
10 I'm over-stressed/over-worked
Mason Frank’s Careers and Hiring Guide 2022-23
On average, candidates expect Look around your Salesforce team—could you continue to work
effectively with only 60% of your current desk capacity? With
a 27% increase in their salary only less than two-thirds of professionals expecting to remain
when moving employers. with their current employer over the next year, this poses a real
risk for anyone who takes their employees for granted.
If you struggle to meet that expectation as
you look to make your next move, why not While salary remains the key sticking point that encourages
speak to one of our team? We can help guide people to move on, there are plenty of other factors that
you on a realistic salary demand for your follow closely behind, that are all relatively simple to fix. A lack
experience and location, and help you find of career prospects sits neck-and-neck with a need for new
the right organization for you. challenges, which can go hand-in-hand when it comes
to rectifying.
Giving your team more autonomy to tackle projects in
innovative new ways, with access to the latest tools, products
and add-ons, and rewarding them for their success isn’t just
a quick win when it comes to improving job satisfaction. It will
also leave you with a better and more powerful infrastructure,
Candidates surveyed this year also expected a 27% increase
when switching between employers, so failing to address
retention properly will prove costly for any business in the
long-term. Not just in terms of stagnating your progress, but
financially, too.
30%
28%
23%
22%
22%
19%
16%
35
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 Motivation to move from a partner to an end user
Over half (55%) of partner employees would consider working for an end
user, and cited the following factors that would encourage them to make
this move:
We also asked the 23% of respondents who could not see
themselves making the move to an end user why they
wouldn’t consider it, and their reasons were:

» Better work-life balance 63%

» Ability to work remotely 45%

» Less stress 42%

» Ownership over a project/system 42%

» Better benefits 39%

» Better career progression opportunities 37%

There may be a lack of variety in the work 63%
» Consistency 36%
I like working with different clients 59%
» Better training and learning opportunities 35%
I'm happy in my current role 53%
» More stability 33% I prefer consultancy work 52%

» Possibility to develop skills across different Salesforce products 28% It would mean a drop in my earnings 40%
A potential lack of flexibility with working hours 33%
» Less travel 19%
I've no interest in working for someone else 13%
» Other 2%
Other 3%

The promise of a better work-life balance is still the top reason

Salesforce professionals currently employed by a partner would
consider moving to a role with a Salesforce end user. While working at
a partner can equate to a higher salary, it can also equate to taking on
a much faster paced, client-facing role that can also involve working
longer hours and frequent travel to visit clients on site. Understandably,
that means it’s not for everyone.
Looking at your own organization when looking to attract Salesforce
professionals is important. Highlighting a better work-life balance
(and specifically, what you do to help employees achieve this), remote
working options and more stability can make your business stand out
when looking to attract talent.
See page 46 to find out what would motivate end user
employees to work for a partner organization.
Knowing what makes employees move can also help partner
organizations to bolster their retention. While much of the
above list, such as a need to travel to client sites or the stress
of a fast-paced environment, are unavoidable, there are still
things that can be done to address other pain points. For
example, making an effort to minimize (and push for less)
travel where possible, offering remote working when not on-
site, and having a better defined and fully-supported career
development program in place can make a big difference.

Mason Frank’s Careers and Hiring Guide 2022-23 36

Back to contents
INSIGHTS FROM CURRENTLY UNEMPLOYED SALESFORCE PROFESSIONALS
The factors that cause a professional to Why are Salesforce professionals leaving employers?
leave full-time employment can be almost
infinite, but it’s important to understand what How likely are unemployed
motivates someone that is unemployed to re- professionals to accept a role
join the workforce, as well as why they are at
that stage in their career at present. that involved working in the
office five days a week?
Reasons can be varied and include achieving
a better work/life balance that comes with
raising a family, taking time out to travel, as
25% 25% 21% 17% 17%
well as one unfortunate consequence of For a better I wanted a I wanted a new Redundancy To travel
events over the last 24 months—redundancy.
However, as with any overlooked talent
work/life balance career change challenge
21% 13%
pool, getting to terms with what these
professionals want and expect from an
employer before they return to a full-time Likely Neither likely
role can help you get ahead when it comes nor unlikely
to attracting them to your organization.

Attracting someone currently out of

17% 13% 8% 8% 4%
employment isn’t as simple as you may
expect—with Salesforce pros still in high I wanted to pursue To gain more The previous job Relocation I’d prefer
58% 8%
demand, there’s a good chance that someone more interesting/ responsibility was not for me not to say
is waiting on the right offer rather than them valuable work at work
sitting by their phone (or inbox) 24/7. The Unlikely Not sure
modern workforce is far more fluid than it ever
has been before, and in the midst of the Great Top 10 factors that are important to unemployed Salesforce professionals when
Resignation, the number of highly-desirable
talented specialists that are prepared to move
seeking a new role
on from their current employer without an
To work for a company whose values
offer in place is on the rise. 1 The opportunity of remote working 83% 6 63%
and culture align with my own
As the digital skills gap continues to force 2 Career progression opportunities 79% 7 New challenges 58%
employers to revise the way they attract 3 A good salary 79% 8 Flexible/agile working 42%
talent to their organization, that search also
includes focusing on the way to attract 4 Work-life balance 71% 9 The location of the organization 42%
all areas of the workforce, not just those 5 A good benefits package 63% To pursue valuable work/feeling like
10 42%
currently in employment. your work will make a positive impact

Mason Frank’s Careers and Hiring Guide 2022-23 37

Back to contents
What do employers need Satisfied Neutral Dissatisfied How satisfied are
to prioritize to maximize » Colleagues 80% 15% 5% employees with their salary?
employee happiness and » Benefits 76% 17% 6% Two-thirds (65%) of professionals are
satisfied with their salary. The 14% of
retention? » Working hours 74% 18% 8% respondents that are dissatisfied cited
the following reasons:
» Work-life balance 71% 17% 12%
How satisfied are employees?
» Company culture 69% 20% 11% • M
 y salary is not in line with
We asked our survey participants to the industry standard, and I’m
rate their job satisfaction in a number of » Career progression 65% 23% 12%
earning below the market rate
different areas: for my skills and experience
» Training and Development 61% 24% 15%

» Overall job satisfaction 75% 15% 10%

• M
 y salary has not
evolved with the
responsibilities of my role
How can you boost employee satisfaction?
As employees begin to reimagine what they want from their working lives, it’s never been more important to improve how satisfied • T
 he value that I add to
they are in their current role. Here are a few ways you can achieve that: the organization isn’t
recognized

Training and development: Company culture: Career progression:

In an ecosystem that couldn’t
be more proactive or inclusive
when it comes to learning and
development opportunities, it
seems a stark contrast when
looking at general satisfaction
around training. The best
professionals don’t just excel at
learning, but they’re hungry to do
so, too. Whether you’re investing
in certifications or simply
ringfencing time for study as part
of your team’s weekly schedule,
making sure your employees are
able to flourish is vital.
There’s no getting away from the
fact that professionals are placing
greater importance beyond just
salary now, and want to feel like
they’re actually making a difference.
Developing and promoting your
internal culture will go a long way
in helping your employees decide
whether they share the same
values and ensuring they feel
more engaged as a result. After
all, a professional who can identify
and believe in the company’s
greater objectives will be far more
motivated to help achieve them.
There are two options for a candidate • I took a temporary
wanting to further their career—looking pay cut to work for
internally, or at the exit door. If your my current employer
progression pathways aren’t clear, then
employees are far more likely to seek
their next opportunity elsewhere than
come to you to ask what they need to
do. Hold regular 1-2-1s with your team on
an individual basis, find out what their
professional goals are, and make sure
your employees know what they need
to do in order to achieve them. Setting
realistic expectations will also help
alleviate any potential disappointment, so
make sure that objectives are achievable.

Mason Frank’s Careers and Hiring Guide 2022-23 38

Back to contents
TOP TIPS FOR SALESFORCE PROFESSIONALS
ON HOW THEY CAN DRIVE INNOVATION WITHIN THEIR BUSINESS
In his role as Global SVP
Salesforce Practice at
Merkle, Michel Mayor
leads one of the largest
Salesforce practices across
the globe, helping brands
leverage the power of the
Salesforce technology.
/michelmayor
Mason Frank’s Careers and Hiring Guide 2022-23
In his role, Michel takes great pride engaging with
Salesforce’s talents and celebrating “Merkle’s
Mahalo” of 2,000+ skilled professionals globally.
He believes that the ecosystem’s future success
is conditioned by the collective capacity to
identify the next generation of talent, and enjoyed
celebrating the achievements of the global
ecosystem as part of the judging panel at the
2022 Digital Revolution Awards.
With 15 years’ Salesforce experience, spanning
across all Salesforce Clouds, Michel previously
led a Global CRM program for a Fortune 50
business and advised some of the most inspiring
global B2C brands.
“The first step is to really focus on curiosity. I
started my career in a pretty large traditional b2b
organization and when I began discovering and
studying more about Salesforce and the potential
of the platform and the technology, I decided to
create my first custom code. Back then it was
called S-Control. It’s something most developers
nowadays don’t even remember, but still, that was
quite a big thing at that time. The key there was
the curiosity that essentially allowed me to bring
Back to contents
forward some ideas to my peers and get those
validated and then developed and deployed.   clients or customers, and consumers are
You also need to have the confidence to be bold
and courageous. When you drive innovation, you
frequently have to challenge the status quo. This
can be a very uncomfortable situation for many
of us, but also for the people we collaborate
with. So, you have to have the strength of
your convictions and really push forward your
innovation. Whether it’s a small piece of code or
a more ambitious project, program, or initiative,
you have to continue to invest your energy and
passion to make it happen.   technologies, the value you create is not linear.
One great way to drive innovation is to partner
with other people that are like-minded
and that can challenge you and also work
alongside you. They’re the ones that can help
show you the way to progress, they can help
you drive the changes that are needed, and
they can provide good advice for essentially
shaping how the innovation should evolve
and be deployed. Networking and taking
advantage of our rich ecosystem is something
that is particularly important.  
You need to be able to listen to what peers,
expecting. What I have found to be the best
way to drive innovation is to deliver, not for the
sake of delivering innovation, but to create value
for the stakeholders that you’re either working
for, working with, or that you’re trying to sell to.
Being able to listen, being aware of your own
ecosystem, trying to gather insights and learnings
from those people is fundamentally the best way
to drive meaningful innovation.
When you start learning across the different
Your worth is much greater when you can connect
discussions from Marketing Cloud and core cloud,
for example, or commerce and marketing. When
you can cover multiple topics, the value you create
for yourself and your organization is exponential.
It’s hard for any Salesforce professional to keep
up with the pace of innovation on the platform, but
embracing that passion for it will really help you
make a difference. There really is no end point—
you should be constantly challenging yourself and
asking what is next, regardless where you’re at in
your career.”
39
What training and development do
Salesforce professionals feel they lack?
One of the most common yet easily rectified causes of employee
dissatisfaction is around training and development. Investing in your
own staff as an employer doesn’t just result in a happier workforce,
but also leaves you with access to a much wider skillset as well.
While that investment will usually be a financial one, it can also
involve time as well—ringfencing part of your Salesforce team’s week
and dedicating it to Learning and Development can be a big boost
for morale amongst professionals that are eager to continue to grow.
The most frequently mentioned knowledge gap from respondents
was a lack of developer training, other themes include:
• A
 dvanced technical training (including implementation, scripting,
and coding – primarily API/Apex coding)
• DevOps tools (including Python and JavaScript)
• Salesforce-specific technical training (including certifications)
• Architect-level training and practice
• Experience
 across the Salesforce range (including Flow Builder,
Salesforce Marketing Cloud, Salesforce CPQ, Pardot, and
Salesforce Lightning)
• MuleSoft training
• Tableau training
• Project management
• Leadership and management training
• Business analysis
• Databases, SQL, and containers
• Mentoring from another experienced Salesforce professional
Mason Frank’s Careers and Hiring Guide 2022-23
Why giving back could also give With clearly defined policies in place, you’ll be in a great position to
start talking about them during the recruitment process, too. Vague
you the edge promises about charity work can’t compete with tangible examples
of what you’re actually doing to make the world a better place for all.
For a long time, Corporate Social Responsibility (CSR) initiatives
have been something of a footnote on organizations’ websites, Of course, that’s not to say your approach to CSR is going to be the
or a hidden page of outdated policies buried somewhere deep sole reason a candidate is likely to choose your company ahead of
within the intranet. However, 2022 is seeing a new generation another offer. But in a job market where everyone is looking for an
of jobseeker emerge, one that wants to feel like their work has edge, and at a time in the planet’s history when it’s never been more
meaning who demands that their company is doing more than important for everyone to play their part, can you afford to ignore the
simply supplying them with a salary. world that you’re a part of?
However, there are plenty of ways you can help to give The end result is either gaining an edge when it comes to attracting
something back and provide your employees with the feeling and retaining staff, or making the world a better place for future
that they’re working somewhere that is contributing to the generations—and either way that’s a win-win situation.
greater good. For starters, the climate emergency has taken
even greater prominence in the last 12 months, with natural
disasters unfortunately becoming more and more commonplace. Are organizations integrating Salesforce
With that in mind, is your organization carbon-neutral or
with non-Salesforce products?
actively working towards it? Are you introducing greener Results show that 83% of Salesforce customers we surveyed have
alternatives such as reducing unnecessary travel and use of integrated their Salesforce product with a non-Salesforce product.
paper? Are you moving towards more ethical suppliers and
trying to reduce waste plastics? While tackling the planet itself
may feel like a daunting task to be a part of, there is much you What non-Salesforce products are customers
can do locally that will also help you stand out as more than
just an employer.
integrating Salesforce with?
Align yourself with a charitable organization that you can
bring value to both professionally and personally—while SAP DocuSign Marketo NetSuite
raising funds will always be popular, contributing your team’s
individual skills to the cause will add incredible value, as time
can be just as valuable a commodity.
Some respondents
On that note, paid time off for employees to contribute to HubSpot AWS Oracle also noted that
communities and causes that are close to their own hearts
their on-premise
can be a massive boost to those professionals who want to
Salesforce product
make a difference themselves. We all have different time
has custom-built
constraints on our lives, and freeing up some of those hours
applications
will help not just to improve employee satisfaction, but to Outreach Conga Zendesk
attached.
harness your team’s skills and passion in a way that will benefit
organizations and causes they truly believe in.
40
Back to contents
What Salesforce-acquired products do you intend on using? What challenges might you expect when working with a partner?
The most common themes that came up are:
• Poor and slow communication
• They struggled to understand our requirements and our business processes
38% 36% 18% 7% 22% 14% • Keeping the project on schedule and to budget can be difficult

According to partners, what challenges do end users face when

Tableau Slack MuleSoft Salesforce None of the Not sure implementing Salesforce?
Industries above
We asked those that work for a partner what challenges their clients commonly face during a migration to
A third (32%) of organizations were more likely to use these products because Salesforce acquired them. Salesforce. Reponses this year are similar to those in previous surveys, with data migration issues being
the most frequently mentioned—other difficulties include:

Salesforce projects Salesforce implementation • Data mapping and migration from legacy systems • Lack of change management in-house
• Poor data hygiene, including cleanliness, • Underestimating
 the process of an
End user respondents tell us their organization plans Of the end user organizations that migrated to
readiness, inconsistent data structures, and no implementation
changes to their Salesforce six months in advance. Salesforce from a competitor product, 23% did so
ability to transform data
in the last 12 months. • Confusion
 over product offerings and expectations
Almost two-thirds (64%) are happy with their • User adoption and engagement around what Salesforce can do
organization’s plans for its Salesforce product, while
12% are dissatisfied with the proposals.
Who supported the organization • Lack
 of technical knowledge in-house to manage • Poor project planning and management
through the migration? and execute the project
• Changing the project’s scope throughout
When asked why they are not happy with the planned
changes, respondents’ concerns include: In-house employee(s)/internal resources 59%
Top 10 reasons that organizations choose to implement Salesforce
• There is no long-term plan or strategy for the platform Salesforce partner 52%
1 The functionality of the product/services 68% 6 Need for global capabilities 31%
• There
 is no preparation, plan, or roadmap for the Independent contractor(s) 31%
planned changes—resulting in frustration across the Not sure 10% 2 Need to increase business responsiveness 47% 7 Ease of user adoption/user friendly 30%
organization 3 Variety of products/services 32% 8 Desire to move to the cloud 24%
• They
 lack the in-house expertise to implement the Of those organizations 4 Trusted products/services 32% 9 Desire to reduce costs 23%
planned changes that used in-house 5 Ability to integrate with third-party vendors 32% 10 Ease of migration 23%
employees, 44% also
• No in-house resource available to implement changes
enlisted the help of a
• There
 is no governance model in place, so Salesforce partner, down
from 56% in our previous
modifications are dictated by the wrong people
survey. A further 33%
How long do migrations to
who lack an understanding of how the platform is » 0-6 months 34% » 19-24 months 6%
currently used sought help from an Salesforce take?
independent contractor » 7-12 months 31% » 25+ months 6%
• There
 is a lack of consideration given to to assist their internal Our respondents tell us Salesforce migrations
the user experience staff (down from 37%). take 10 months on average to implement. » 13-18 months 22%

Mason Frank’s Careers and Hiring Guide 2022-23 41

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WHAT SKILLS AND EXPERTISE ARE NEEDED TO UNDERTAKE A SALESFORCE IMPLEMENTATION?
Amanda Beard-Neilson is a Salesforce
MVP, leader of the Salesforce London
Admin Community Group, co-organizer
of London’s Calling Community
Conference, and author of the
Udemy course Delivering Successful
Salesforce Projects. We asked for her
top tips to make sure your Salesforce
implementation is a success.
@Amandabn1
Mason Frank’s Careers and Hiring Guide 2022-23
Think about contract and permanent resource you need
A blended team can be the happy solution to a successful implementation.
Augmenting your standard team to deliver new project functionality can
help to ensure successful delivery, either by using contractors or system
integrator resources (consultancies). These resources may have specialist
knowledge on a particular subject area that you want to configure, and
will be able to come into the project at a running pace and deliver quickly,
while also imparting knowledge to permanent staff on the ground. It’s highly
beneficial having a permanent team to look after your implementation too.
They will have existing knowledge of business processes and stakeholder
relationships, can help bring contractors up to speed quickly with the
situation and act as conduits for stakeholder buy-in.
The positions you’ll need to fill
Everyone still feels that the Architect role holds the golden egg for delivery
and certainly having a good Architect to ensure the solution design is
sound is very important for successful implementations. But, a Salesforce
implementation is an ongoing, living system and having a skilled person
to take ownership of the Org and be able to continuously meet the ever-
changing needs of the business with graceful system updates is probably
the most important skillset to have.
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Identifying the perfect candidate for
your organization
Each business is different and it all depends on their needs of the
system and how much change they expect over the coming months/
years and the level of its complexity. These aspects will form the types
and numbers of people they will want on their team, which then plays
into the candidates. The best option is someone who can identify with
the business values and goals, who has a growth mindset and who
continuously looks to improve themselves and learn.  
What to look for in your next Salesforce hire
Look for excellent communication skills and decision-making abilities—
projects move fast and you’ll need people who can convey messages
clearly and guide you to the best outcomes. Professionals that are
passionate about the platform are most likely to keep up to date with
the most recent features and therefore ensure they design/build based
on the best practices and considering scalable solutions. Finally, don’t
rely on certifications alone. A person with real-world implementation
experience will have an appreciation of how Salesforce projects go
and will help guide you away from possible pitfalls.  
42
 What challenges might you face
during the implementation?
Salesforce go-live delays

GRAPHIC
1 Lack of appropriate skills internally 36%
From our respondents, 43% of organizations experienced a
delay to their scheduled Salesforce go-live. 2 User adoption challenges 36%
3 Integrating Salesforce with another system(s) 33%
How long were these delays? 4 The cost of custom integration 33%
5 Poor project management 28%
» Less than 1 month 10%
6 Customization challenges 24%
» 1-3 months 57%
7 The business was not ready for the change 24%
» 4-6 months 15%
8 Lack of stakeholder buy-in 23%

TBC
» 7-9 months 13%
Rescoping of the project/changing needs of the project during
9 21%
» 10-12 months 5% implementation
10 Difficulties managing projects 20%
What factors caused the delay?

Have you got a skills gap

in your team?
Mason Frank can help with your next hire.
Start your search in just a few clicks by
visiting masonfrank.com/candidate-search
Data migration issues 48%

Staff shortage 41%

Rescoping of the project/changing needs of the
project during implementation
Issues with testing
Poor planning prior to migration
Is a lack of Salesforce knowledge impacting your project?
39%
If you're at the beginning of your Salesforce journey, whether that’s implementing
36% the platform or developing and adding new applications, a lack of expert
knowledge can be a massive hurdle to overcome. That’s when a short-term boost
30% can add the muscle you need to deliver on your cloud goals.

Budget shortage 23% Mason Frank’s unrivaled network of cloud talent includes access to the world’s
largest database of pre-qualified Salesforce professionals, which means we can
Delay in training staff 16% connect you to the talent you need to get your project over the line—and fast. Using
a contractor can give you the skills and experience your team is missing, resulting in
a fast and cost-effective way to complete your Salesforce projects on time.

Mason Frank’s Careers and Hiring Guide 2022-23 43

Back to contents
 The following chapter was written in partnership with the To what extent do you agree that the role of a
Salesforce Ben community.
Salesforce Architect is clearly understood?
SALESFORCE ARCHITECTS - We asked Salesforce Architects whether they considered others understood their role:

WHO ARE THEY AND WHAT Salesforce professionals I work with

Agree Neutral Disagree Not sure

DO THEY NEED? » understand what my role entails 72% 18% 10% 0%

My employer understands what my

» role entails 63% 18% 18% 1%
Lucy Mazalon Hiring managers understand what
(Operations Director at » my role entails 43% 30% 25% 1%
This year, our focus has been on the role of the Salesforce
Salesforceben.com
Architect - a job title that can have a variety of different meanings What are the most common misconceptions around the role of a
and Salesforce depending on who you ask. Salesforce Architect?
Marketing Champion)
and Lauren Westwood Technical expert, trusted, scalable solutions, problem solver, big • People
 consider that the role is just technical, with a lack of awareness that it’s also
picture thinker... about understanding an organization's needs
(Content Manager at
These are all words and phrases you may associate with an • They
 don’t understand the differences in skills and responsibilities between Solution,
Salesforceben.com) Technical and Enterprise Architects
Architect, but how much is fully understood about the day-to-day
responsibilities associated with this role? • People consider that you can make it as a Salesforce Architect with certifications alone:

We were keen to find out, so we posed some questions to the
community. From those hiring for the role to those aspiring to it,
what do the different perspectives show us in terms of how well
the role of the Architect is interpreted in the ecosystem?
We were also interested to discover the misconceptions on both
sides of the conversation, as well as what professionals think it takes
to become (and progress as) a Salesforce Architect—is hands-on
experience alone enough to move forward in your career?
We have seen some fascinating results, with a range of insights
from Solution Architects and Application Architects to Systems
Administrators and Functional Consultants.
“[People believe] that all it takes are certifications to become a Salesforce Architect.
However, you need extensive hands-on experience, with an ability to understand
business processes, and solid communication skills and critical thinking.”
Application Architect, United States
Tips for upskilling Salesforce Architects
Almost half (45%) of Salesforce Architects consider that Salesforce is doing enough to
support and upskill Architects. However, 21% believe that more could be done. Architects
were asked what more they felt Salesforce could do to upskill more professionals into
the role. Responses include:
• Implement a formal mentorship program
• Provide a video library of technical courses
• Offer more in-person training sessions

Mason Frank’s Careers and Hiring Guide 2022-23 44

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Becoming a Salesforce Architect
Almost three-quarters (72%) of Salesforce Architects tell us that it
is not possible to accelerate your career as an Architect without
extensive, hands-on experience of role-related tasks.
What can aspiring Architects do to accelerate
their careers?
• Gain a greater knowledge of the platform:
“Read about design methodologies, look at case studies of
solution design, learn about the base force.com architecture
and understand the platform.”
Solution Architect, United States
• Earn certifications
• Research and learn about different technologies
• Gain an understanding of the complete downstream system
Are non-Architects working on tasks that should
be assigned to an Architect?
Almost half (48%) of those that aren’t Architects have been
asked to complete tasks or projects, including solution design,
configuration, and integration, that are outside their capabilities
or scope of their role—tasks that an Architect should have
otherwise done.
“I’ve undertaken an integration with a legacy system.”
Product Owner, France
“I’ve designed a solution and took part in build planning.”
Functional Consultant, United Kingdom
“I’ve worked with Apex coding and designed an entire workflow.”
Technical Support, United States
“I’ve architected complex data models and integrations.”
CRM Manager, United States
“I’ve architected an application for an entirely
separate business unit.”
IT Manager, United States
“I’ve done architecture diagrams, solutioning for major projects,
integration creation, completely refactoring existing Salesforce
technical process, and led major company projects.”
Application Manager, United States
Aspiring Salesforce Architects
More than half (56%) of those respondents who are not already a
Salesforce Architect aspire to become one.
What is needed to become a Salesforce Architect?
Over two-thirds (69%) understand the role of a Salesforce Architect
and what they need to do to progress into that role.
Most respondents tell us that to become an Architect, you need
to undertake the Salesforce Architect Trailhead learning pathway
certifications, while gaining experience on complex projects where you
can implement what you’ve learned. Other steps mentioned include:
• Develop your technical knowledge
• Gain experience as a consultant
• Get exposure to integrations
• Learn programmatic development
• Take on more responsibility
• Develop your project management skills
“Master admin level competencies, move to developer-related
competencies, and then to architect level books/modules/classes.”
Systems Administrator, United States

“I’ve undertaken complex process flows, integration, and

configuration of third party software prior to a Salesforce
integration.” What resources would be useful for an aspiring Salesforce Architect?
Administrator, United States We asked Salesforce Architects • A mentorship program • Hands-on training sessions
what resources companies could • Best practice examples
“I’ve undertaken a data model restructure.” • Skills sessions for the soft skills needed in the role
offer that would be helpful
Administrator, Australia for aspiring Salesforce Architects, • Real-life and mock scenarios • Time from my employer to undertake learning and
with responses including: • Case studies of real-work projects development
“I’ve integrated and migrated systems.”
Systems Administrator, Singapore

Mason Frank’s Careers and Hiring Guide 2022-23 45

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INSIGHTS FOR SALESFORCE PARTNERS
Attraction and retention
Motivation to work for a Salesforce partner
Over half (55%) of end user employees that responded to the survey would
consider working for a Salesforce partner in the coming year. Factors cited as
most likely to attract end user employees to a role with a partner include:
» Higher earning potential
Opportunity to expand on skills, knowledge, and experience with
» Salesforce products
» Professional development
» Ability to work on a diverse range of projects
» Flexibility in lifestyle
» Chance to tackle different challenges
» The chance to work with a variety of organizations
» Scope to make better use of my skills
» Other
Our survey data suggests that there are a
considerable number of Salesforce professionals
currently employed by an end user that would take a
job with a partner. This will no doubt be music to the
ears of the many Salesforce partners looking
to grow their workforce as demand for their
services increases.
Greater earning potential, the chance to broaden
their Salesforce knowledge and skills, and better
professional development opportunities were the top
reasons that professionals would consider making
Mason Frank’s Careers and Hiring Guide 2022-23
We also asked the 23% of respondents who would not work for a How satisfied are
partner why they wouldn't make the move, with reasons including:
partner employees?
» I'm happy in my current role 75% Largely, professionals working for
77%
» I enjoy solving problems from within the business 53%
Salesforce partners are happy in their
roles—75% say they're satisfied with
76% » I don’t want to travel for work 34% their job overall.
71% » I consider working for a partner to be stressful 32% While more than two-thirds (67%)
are satisfied with their salary, 11%
62%
»
I've worked for a partner previously, but I prefer the end user
23% are not satisfied.
environment
60%
55% » I'm not interested in working for a partner 18%
52% » I don’t enjoy the increased interaction with clients 12%
52% » I prefer working on one big project 11%
3% » Other 5%
the switch. Partners should take note of these factors opportunities to upskill and develop their careers.
when recruiting new staff, and lean into the upskilling End user organizations should work on putting
angle; the best tech professionals always want to be robust learning and development options in place
learning and developing their craft, so showcasing to engage their employees and help cut down
your training and development opportunities will turnover. Providing training for employees to get
better position you to attract top talent from both to know Salesforce better, paying for certifications,
inside and outside of the partner ecosystem. and giving professionals time and scope to optimize
and develop new solutions within their Salesforce
This data also provides useful insight for end user platform is a good place to start.
organizations looking to retain staff. Although
higher earning power was a primary motivator, See page 36 on the motivations of partner
many professionals were looking for better employees considering the move to an end user.
46
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Demand for partner services
How has demand for Salesforce changed in the last 12 months? How has demand for migrations changed in the last year?

Increased 62% Increased 48%

Stayed the same 25% Stayed the same 27%

Reduced 6% Reduced 5%

Not sure 3% Not sure 20%

Implementation of third-party integrations

Top 10 Salesforce products, apps, and connectors
most in-demand with partners’ clients in the last year Partner employees believe their clients are more likely to implement both an additional Salesforce
product and a third-party integration (47%) than they are to implement an additional Salesforce
product (28%) or a third-party integration (15%) alone.
1 2 3 4
Salesforce Salesforce
Salesforce Salesforce What are the potential project pitfalls when working with
Marketing Experience
Sales Cloud Service Cloud
Cloud Cloud end user clients?
We asked those that work for a partner about the typical challenges they face when working with an
end user client so that you may look to plan for these in your next project—responses include:
40% 39% 31% 25%
• Adoption issues: • Managing expectations on what is possible
• Reluctance or resistance of some • Difficulties migrating data from the legacy
5 Salesforce CPQ 25% employees to change to a new technology environment because of poor data integrity
• Lack of time given to staff training and a lack of data governance
6 Salesforce Lightning (formerly Force.com) 17%
• Lack of clarity from the customer on the needs • Trying to take on more than they can handle
7 Salesforce Developer Experience (DX) 16% of their business without having the skill set in-house to achieve
the objective
8 Salesforce Pardot 15% • Not having a clear objective in mind for what
they want their Salesforce product to do • Price negotiation
9 Salesforce Community Cloud 14% • Difficulties in gathering requirements • Lack of communication from stakeholders
10 Salesforce Einstein 14% • Scope creep, often at the end of a project • Lack of buy-in

Mason Frank’s Careers and Hiring Guide 2022-23 47

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ATTRACTING AND RETAINING SALESFORCE TALENT
Motivation to move from a permanent Why aren’t professionals » I like to have a fixed, predictable income 62% » I'd find freelancing stressful 25%
role to freelancing considering I prefer the security offered by a » Freelancing is too risky 19%
contract working? » permanent role 55%
Almost a third (29%) of permanent professionals tell us that they would consider I've worked as a freelancer
switching to freelance/contract work in the coming year. Of the 49% who would not » I'm happy in my current role 55% » previously and didn't enjoy it 6%
Reasons for this include: consider working as a freelancer,
reasons include: » The lack of workplace benefits 30% » Other 5%

76% 69% 55% 48%

Motivation to move from freelancing to Why wouldn’t freelancers
Higher earning Flexibility Chance to work on Exposure to the a permanent role consider a permanent role?
potential in lifestyle different projects latest technology
Over two-fifths (44%) of freelancers that responded to the survey Of the 36% of contractors who would not
would consider switching to a permanent role in the coming year. consider undertaking a permanent role
in the coming year, their reasons include:
The top 10 factors most likely to attract a contractor to a
40% 27% 2% 3% permanent role include
» I earn more as a freelancer 59%
1 A competitive salary 76%
I prefer the flexibility that comes
Job stability and security 64%
» with freelancing 52%
Ability to be 2
Ability to claim Not sure Other
your own boss expenses against tax 3 A stable income 52% » I like working for myself 41%
4 Career progression opportunities 52% I prefer working on many different
Of those respondents who would move to freelancing for the higher earning » projects/with different clients 30%
5 A generous benefits package 48%
potential, on average, they’d want a 33% increase in their earnings to
I've had a permanent role
motivate them to make the switch. 6 Remote working options 45% » previously but prefer freelancing 26%

Even if your budget doesn’t allow for substantial pay increases to ward off an 7 Flexible/agile working 42%
interest in the lucrative life of a contractor, there is still plenty to be done to
» Other 19%
8 The company’s values and culture align to my own 39%
make full-time employment stand out as a more attractive option. Ensuring your
benefits package is up-to-date and relevant is one small thing that is difficult 9 To avoid the breaks between contracts 39% ‘Other’ responses include not liking office
to match when a professional is considering going it alone. However, there are Valuable work/feeling like your work will make a politics and simply preferring work as a
many other aspects of the freelance lifestyle that can be matched by employers 10 39% freelancer.
positive impact
who are willing to adapt in order to retain talent, such as a more flexible
approach to work and exposure to the latest technology.

Mason Frank’s Careers and Hiring Guide 2022-23 48

Back to contents
 Relocation Top 10 motivations behind wanting to emigrate?
Almost a fifth (18%) of our respondents have relocated for their
1 Improved quality of life 72%
current role—made up of 7% who emigrated to another country and
11% who moved within the same country as they were before. To experience a different culture 61%
2
Of those that emigrated, 64% required a visa to permit them to work To pursue new experiences 49%
3
in that country.
4 Improved salary 48%

Are professionals looking to relocate or emigrate 5 I like the country/city 46%

for work?
6 To develop/progress professionally 43%

Yes, to another country 24% 7 Better work-life balance 38%

Yes, but within the same country 8 Access to better standard of living 34%
17%
that I currently live
9 Climate/weather 31%
No 41%
10 Access to better job opportunities 24%
Not sure 18%

Relocation
For those that would like to move to another city or region within
their country of residence their motivations include:
Emigration
Among those that
would like to migrate,
their preferred
55% 51% 43%
24% 21%
location would be:
United States United Kingdom
I like the area Access to better job To experience a
opportunities new place

» To be close to family and friends 35%

» I've lived there previously 15% ‘Other’ responses
included a lower cost
8% 8% 4% » I dislike the city I currently live in 6%
of living and more
Canada Germany Spain » Other 8% affordable housing.

Mason Frank’s Careers and Hiring Guide 2022-23 49

Back to contents
DIVERSITY, EQUITY, AND INCLUSION
Salesforce has always been
a business that is built on an
ethos of fairness and doing
things better, but there’s no
getting away from the fact
that diversity and inclusion
statistics for the ecosystem
haven’t always reflected those
ambitions.
Mason Frank’s Careers and Hiring Guide 2022-23
Look at your own team, then look at your
customers—do the two groups truly mirror
each other? This isn’t just about gender
or race either: people of all abilities,
orientations and backgrounds should have a
seat at the table.
In the midst of a skills crisis that is quickly
reaching crisis point, it seems unfathomable
that any potential professional feels
excluded from a sector that is in desperate
need of talent. That’s why at Mason Frank,
we’re committed to making a difference
when it comes to diversity, equity and
inclusion (DEI) across the Salesforce
community. Our annual snapshot of the
Salesforce landscape continues to include
the following statistics that look specifically
at DEI, to benchmark the progress that
organizations are making, as well as
signposting what else is needed. Our
detailed salary tables also give better
visibility when it comes to the compensation
cloud specialists can expect, which I hope
will go a long way in helping to eliminate
pay disparity.
Back to contents
As a business we also regularly share our
own insight and advice through market
reports, white papers and vodcasts, which
regularly contain leading figures from across
the ecosystem in order to give every voice
a platform. It’s imperative that we create
discussions as part of that journey, in order
to make sure every voice is heard.
On a practical level, we have created
initiatives such as our Women in Tech desk,
where our dedicated team of experts are
helping create opportunities that won’t
just help create better gender parity,
but will transform tech into an industry
where women can truly flourish and enjoy
sustained success. We’re also proud to
be a part of the team behind the Digital
Revolution Awards, which looks to honor
both the organizations and individuals that
are working to make the tech ecosystem
a better place for all. The awards include
categories such as Diversity Ally of the Year,
and Diversity and Inclusion Employer of the
Year. Our hope is that by celebrating those
going above and beyond, it may inspire
others to follow that path in future.
Of course, leveling up the industry
isn’t a short-term fix—it will take
perseverance, flexibility and many, many
more conversations, some of which will
undoubtedly be uncomfortable for some. But
I believe the willingness from organizations
across the Salesforce community is there,
and it’s important that we all play our part
in driving that change. A fairer industry is
a better industry for every single person
involved in it.
I hope this guide helps inform even better
choices as we all look to do something that
won’t just help solve critical issues such as
the digital skills gap, but more importantly, is
fundamentally the right thing to do.
Kash Naqshbandi
Chief Marketing Officer
Mason Frank International
50
DEI IN THE SALESFORCE ECOSYSTEM—WHERE ARE WE NOW?
Toni V. Martin is an MVP and
the founder of Systems To
Success, a registered partner of
Salesforce focused on helping
small businesses succeed with
optimization and automation
of their business processes.
/tonivallentine
Mason Frank’s Careers and Hiring Guide 2022-23
In the current landscape the lack of diversity,
equity and inclusion across the Salesforce
space is finally being analyzed, prioritized, and
addressed. And now, people are finally talking
about the issues openly, using concrete data,
and putting actionable initiatives in place.
Encouragingly, more companies across
the Salesforce ecosystem are also being
increasingly bold and vocal about their
commitment to DEI. They’re raising their hand
to say this is what we believe, this is what
makes our organization stronger, and here’s
how we want to grow this.
That all sounds positive, doesn’t it? But, we’re
still at the beginning of this journey, and much
more still needs to be done.
First, we need more data about diverse
employees, as we need to put real numbers
behind the problem.
How long have they been with the business?
What’s their level of seniority? How many
promotions have they received? We’re not
hearing those stats. Instead, we’re blighted by
the headline figures around hiring numbers,
which can sound impressive. There’s more to
the story than that and we need to drill deeper
Back to contents
to understand how we can better support
people in their tech careers.
What goes hand-in-hand with this is that the
conversation around diversity is stifled. We’re
focusing too much on the hiring process and
not talking enough about what it takes to retain
diverse talent and ensure they advance into
top leadership roles. If diverse candidates
don’t feel like they’re in an environment that
supports them and genuinely wants them to
thrive, companies will lose them to competitors;
it’s as simple as that.
What’s more, the way we define diversity is
still too limited in scope. Many businesses
say they’re diverse, but this only refers to
gender. Their workforce doesn’t comprise
people of color, those with different abilities,
sexual orientations or any other diverse
characteristics. Yes, employing women is a
form of diversity, but a business can’t be truly
diverse if its workforce also lacks all these
other underrepresented groups.
Speaking of underrepresentation, I sit on the
newly-created Ecosystem Equality Partner
Advisory Board for underrepresented partners
at Salesforce, and this has given me fascinating
insights into how Salesforce is tackling diversity
and inclusion at a macro-level.
Salesforce is not only looking at DEI within
its own companies. It’s also providing
resources and inspiring these efforts among
its customers and partners too. Salesforce
is consistently evolving its programs and
funding new initiatives that advance its goal
of #EqualityForAll. This includes encouraging
and incentivizing partners to hire diverse talent
through the Talent Alliance Partner Program
scoring tied to social impact metrics, URG
recruit and grow programs to drive success for
diverse-owned partner businesses, and support
for diverse-owned partner groups including
Salesforce Women’s Founders, Black Owned
Salesforce Entrepreneurs, and LatinX Partners.
So what’s next? Looking ahead, we need to
continue with the conversation, keep collecting
the data, and make more businesses step up
and follow through on the actions spearheaded
by Salesforce.
But, for the first time, I feel like we’re
experiencing an actual watershed moment
for DEI in the Salesforce community, and I’m
hopeful for what lies ahead.
51
Who are our Gender Do you have a No 88% Yes 8%
respondents, and disability, or are 4% of respondents prefer not
where are they from? Male 63% you neurodiverse? to specify.

Female 34%
Nationality Non-binary 1%
I prefer not to say 2% Education level
Americas
56% » High school graduate, diploma, A-level, or equivalent 4% 1% of respondents
United States prefer not to
» Some college credit, no degree 6%
specify their
5% Age » Trade/technical/vocational training or qualification 2% educational
Canada attainment.
» Associate degree 5%
» 18–24 years old 3% » 45–54 years old 10%
» Bachelor’s degree 50%
» 25–34 years old 31% » 55–64 years old 4%
Europe » Master’s degree 29%
» 35–44 years old 23% » 65+ years old 1%
7% 7% » Doctorate or professional degree 3%
United Kingdom Germany 28% of respondents prefer not to specify their age.
Of those that continued with further education and went on to undertake a degree, the top
4% 1%
ten fields of study were:
Italy France

2% 7% Ethnicity 1 2 3 4 5
Spain Other Information Business Computer Software
» White or Caucasian 61%
Technology Administration Science
Management
Engineering
» Asian 17%
Africa and Asia
» Hispanic or Latino 5%
5% 1%
» Black, African or Caribbean 4% 31% 27% 21% 15% 15%
India Other
» Mixed/multiple ethnic groups 3%
6 7 8 9 10
» American Indian or Alaska Native 1%
Australasia
» Arab 1% Engineering Economics English Finance Mathematics
4% 1%
Australia New Zealand
» Another ethnic group 1%

6% of respondents prefer not to specify their ethnicity. 9% 8% 6% 5% 5%

Mason Frank’s Careers and Hiring Guide 2022-23 52
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WHAT DOES DIVERSITY, EQUITY AND INCLUSION LOOK
LIKE IN THE SALESFORCE ECOSYSTEM?
*‘Not applicable’ responses have been removed from this section.

Does your employer have a statement or policy on DEI Initiatives

either of the following? Two-thirds (66%) of organizations have invested resources into DEI initiatives.

Yes, there is Yes, but the policy has Not

No
a clear policy not been formalized sure What are organizations' top DEI priorities?

Diversity, equity and » To build a diverse workforce 51% Creating a system/process

» inclusion (DEI)
59% 14% 9% 18% » (i.e. mentoring programs) 31%
» Employee training (i.e. unconscious bias training) 49%
Environmental, social
» and governance (ESG) 42% 12% 12% 33% » Creating an inclusive company culture 47% » Writing more inclusive job adverts 24%
» Pay equity (i.e. employees are paid equally for equal work) 40% » Blind recruitment processes 8%
» Publicizing our DEI policies 31% » Other 4%

Are employers providing equal pay for equal work?

All
Men Women
respondents

» Yes, I believe my employer pays men and women equally 53% 61% 38%

» Some of my female colleagues are paid equally, but not all 15% 12% 19%

» No, I believe men are paid more despite being of equal skill and experience 7% 5% 13%

» Some of my male colleagues are paid equally, but not all 4% 3% 4%

» No, I believe women are paid more despite being of equal skill and experience 1% 1% 1%

» Not sure 21% 18% 25%

Mason Frank’s Careers and Hiring Guide 2022-23 53

Back to contents
SPOTLIGHT ON THE INAUGURAL DREAMIN’ IN COLOR CONFERENCE
Tiffany Spencer is a seven-times certified
Salesforce MVP with over 12 years of
experience leading digital transformations
for small to large corporations. In 2022
she founded Dreamin’ In Colour, the first
and only conference for current or aspiring
Black Salesforce professionals and
entrepreneurs.
/TheTiffSpencer
Mason Frank’s Careers and Hiring Guide 2022-23
You’re the founder of Dreamin’ in Color – can you
briefly tell us about the event and why you set this up
It was inspired by a Juneteenth event that I attended last year
in Tulsa, Oklahoma. After experiencing the history of Black Wall
Street I felt compelled to make a deeper impact, so I started in
a space I was already familiar and involved with, the Salesforce
ecosystem.
Dreamin’ In Color is a conference geared towards current
or aspiring Black Salesforce professionals to discuss how to
succeed, overcome obstacles and grow thriving careers and
businesses in the Salesforce ecosystem. It is open to all people
who support the development and growth of Black Salesforce
professionals and entrepreneurs.
I wanted to create a safe space to learn, grow, and network.
It is important that we see ourselves within this ecosystem in
order to attract more talent and continue to grow in diversity
and inclusion. It’s not about excluding anyone, but it is about
the celebration of Black tech professionals in the Salesforce
ecosystem and beyond. When we feel seen, we feel less
isolated and more a part of a larger community and purpose.
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What were your top takeaways from the conference
that you think everyone in the global Ohana should
know about?
There are a significant number of Black Salesforce professionals,
those individuals want programming that is culturally relevant
and specific, and they also want to feel accepted, empowered,
and wanted for our authenticity and what we can bring to the
organization that can contribute to its success and growth.
What’s next for Dreamin’ in Color?
We will be having Dreamin’ in Color again next year and we
expect to double in attendance. We would love to have year-
round events in between conference time—stay tuned on that.
The location is still being decided on, but know it will be a place
of historical significance to the Black culture, and central and
affordable enough for our attendees.
People interested in Dreamin’ in Color can follow and
find us on all social media platforms @dreaminincolorsf -
LinkedIn and Twitter.
54
Are organizations championing equal rights?
Almost three-quarters (72%, down slightly from 75% in our last survey) of professionals believe that their employer
champions equal rights, while 18% (up from 14%) still think more work is to be done.
What are employers doing well in terms of building
a diverse, equitable, and inclusive organization?
“[My employer] actively campaigns and hires with a diversity focus,
championing diversity and inclusiveness through employee events,
programs, etc.”
Solution Architect, Australia
“My company embarked on a formal DEI program five years
ago and has progressively introduced more programs since.
These include hiring a full-time diversity executive, establishing a
foundation that gives grants to local communities, and establishing
a diversity and inclusion council and employer resource groups. HR
is also transparently disclosing how pay is calculated.”
Systems Administrator, United States
“We hire and focus on talent, skill, knowledge, and general
engagement towards the role offered while avoiding cultural bias.
People already in place come from a diversity of cultures and
ethnicities, and present diversity ensures continued diversity (it self
perpetuates).”
Practice Lead, Canada
“[My employer] runs allyship workshops for bringing sensitivity
awareness to the workplace.”
Developer/Programmer, United States
“We have annual training on biases, and an internal group
highlights different aspects of our culture, people we may work with,
and disabilities people may have.”
Technical Architect, United States
Mason Frank’s Careers and Hiring Guide 2022-23
“[My employer] is very progressive in leading the charge. They have “Equal pay should be given for equal work.”
been clear about pay equity, diverse hiring, and provide training to
ensure that the company and teams are inclusive and equitable.”
Administrator, Canada
People Manager, United States “I believe my employer could increase racial diversity in leadership
roles.”
“[My employer] consults with DEI specialists, gathering employee
Administrator, United States
data to make data-driven decisions, creating and hiring a team
specifically to manage and improve DEI. Acknowledging the work to
“There need to be more women in leadership roles in my
be done and creating concrete goals and plans.”
organization.”
Lifecycle Marketing Engineer, Canada
IT Manager, United States
“We have several DEI announcements throughout the year, a chief
“Pay transparency and more clarity on requirements to be
DEI officer, and a culture that promotes these values.”
promoted.”
Systems Administrator, United States
Business Analyst, United States
“We have frequent discussions and events on diversity and
“Transparent benchmarking and developing a pipeline to hire more
inclusivity, diverse leadership, frequent sharing of current statistics
BIPOC, women, and LGBTQ people in technical and leadership roles.”
and progress on each category.”
Technical Support, United States
Administrator, United States
What do professionals suggest employers could do
to become a better champion of equal rights?
“Hire more gender, ethnic, other abled, and lifestyle diverse
employees—and having that diversity reflected in leadership.”
Administrator, United States
“It’s not just about having a DEI policy; employers should show
changes towards equity.”
Technical Lead, United States
55
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DIVERSITY IN THE WORKPLACE
Agree Neutral Disagree Not sure

People of all cultures and backgrounds are

79% 12% 4% 4% *Why don’t you consider promotion decisions are made
respected and valued in my organization fairly in your organization?
73% 12% 9% 6% • It’s what I’ve observed
Everyone can succeed at my organization,
regardless of their background or characteristics • Promotions don’t seem to be based on performance or merit
70% 16% 9% 5% • I question why some people are promoted, but other hard-working competent people aren’t
My employer promotes racial and ethnic diversity • I think promotion decisions are more often made based on personal relationships or favoritism
in their workforce rather than qualifications or experience
66% 17% 11% 6%
• Quiet people often get overlooked compared to those that negotiate their position
My employer recruits and retains mature-aged staff
• There is no transparency, so the process is unknown
62% 17% 11% 10%
There are policies in place at my organization to
support employees' mental health
60% 18% 9% 14%
My employer takes concerns about social
injustice seriously
58% 15% 14%* 13%
Promotion decisions are made fairly in my
organization
45% 18% 14% 23%
The workforce includes people with disabilities

38% 23% 8% 31%

My employer makes adjustments and supports
employees who are neurodiverse

Mason Frank’s Careers and Hiring Guide 2022-23 56

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GENDER DIVERSITY IN THE WORKPLACE
Agree Neutral Disagree Not sure

All respondents Women

76% 11% 9% 3% 68% 12% 15% 5%

The organization is gender-diverse, in that different The organization is gender-diverse, in that different
genders are equally represented in the workforce genders are equally represented in the workforce
72% 13% 10% 5% 62% 17% 15% 7%
Men and women are treated equally in my Men and women are treated equally in my
workplace workplace
57% 19% 12% 12% 49% 19% 18% 13%
There are clear policies in place to support There are clear policies in place to support
people of different gender identities people of different gender identities
56% 15% 25% 3% 48% 12% 35% 5%
There is an equal balance of male and female There is an equal balance of male and female
representation at senior executive level representation at senior executive level

Men Does gender inequality exist in the tech industry?

80% 11% 7% 3% All Men Women

The organization is gender-diverse, in that different 76%
genders are equally represented in the workforce 67%
62%
78% 11% 7% 4%
Men and women are treated equally in my
workplace
62% 18% 8% 11% 16% 19%
There are clear policies in place to support 12% 10% 12% 8%
people of different gender identities 7% 7% 6%

61% 17% 20% 3%

There is an equal balance of male and female
representation at senior executive level Yes, there is Neither agree No, there is no Not sure
gender inequality nor disagree gender inequality

Mason Frank’s Careers and Hiring Guide 2022-23 57

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 EMPLOYMENT AND INDUSTRY
DEMOGRAPHICS
Employment status of respondents Employer type

LOOKING TO BUILD A MORE

DIVERSE SALESFORCE TEAM?
The Women in Tech desk is helping to build a more inclusive industry for tech
professionals around the world. Our team connects our customers with women
working in every area of technology, creating diverse teams with the skillsets they End user (i.e. Salesforce customer) 53%
Permanent – full-time 84%
need for success.
Salesforce partner/Solution Provider/
Permanent – part-time 3% 39%
Find out more at www.frankgroup.com/women-in-tech Consultancy
Freelance/Contractor 9% Salesforce ISV (Independent Software
4%
Unemployed 3% Vendor)
I have more than 12 years’ experience in design, development and administration,
but despite this, a short career gap proved challenging when trying to re-enter the I work for Salesforce 4%
On a sabbatical/career break 1%
workforce. This didn’t faze my recruitment consultant at Frank Recruitment Group
at all, as they were able to secure me a fantastic Salesforce role, and support me in
making a successful and seamless transition back into the world of work.

Jennie Brockbank, Salesforce Consultant

What are respondents’ professional levels?

Frank Recruitment Group

» Entry-level/Junior 8% » Manager/Senior Manager 22%
Frank Recruitment Group
» Intermediate or experienced level 26% » Director/C-level 7%
@frankrecgroup
» Senior experienced level 36% » Owner 1%

Mason Frank’s Careers and Hiring Guide 2022-23 58

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Which industries are represented? What is the business model of the Respondents have stayed for an average
organizations taking part? of five years in each role throughout their
1 2 3
career.
23% 16% 6% Years of experience
On average, respondents have ten years’ experience in
IT Services, Consultancy/ Financial the technology industry and have spent six years working
Software, and Agency Services
Technology with Salesforce in a commercial environment.

4 Health and Life Sciences 5% 8 Manufacturing 4% Overall work

Non-profit organization 2% experience in the Working experience
5 Not for Profit/Charity 5% 9 Carriers/Telecomms 3%
Start-up organization 11% tech industry with Salesforce
6 Banking and Finance 4% 10 E-commerce 2% Microenterprise 5%

7 Education 4% 11 Other 28% SMB (Small and Medium-sized Business) 25%

SME (Small and Medium-sized Enterprise) 18%
‘Other’ responses include Advertising and Digital Media,
Large enterprise organization 39%
Automotive, and Government.

What is the size of the organizations taking part?

3% 11% 12% 15% 19% 0 - 5 years 9% 0 - 3 years 9%

6 - 10 years 21% 4 - 6 years 22%

Self 11 - 50 201 - 500 1,001 - 5,000 10,001+ 11 - 15 years 19% 7 - 9 years 23%
employed employees employees employees employees
16 - 20 years 18% 10 - 12 years 25%
3% 20% 9% 6% 2% 21 - 25 years 15% 13 - 15 years 12%

26 - 30 years 8% 16 - 18 years 6%
1 - 10 51 - 200 501 - 1,000 5,001 - 10,000 Not sure
31+ years 11% 19+ years 3%
employees employees employees employees

Mason Frank’s Careers and Hiring Guide 2022-23 59

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SALESFORCE EVENTS

Are the Salesforce community planning on What would encourage the Salesforce
attending events in the coming year? Ohana to pay for a virtual event?

Useful and highly valuable takeaway

messages that would benefit my professional
development—a clear ROI
Online/virtual events
“[I’d pay] if I can get some actual benefit from
Yes 77%
it, whether it's certification vouchers or good
No 7% knowledge to use to advance my expertise.”
Not sure 16% Rev Ops/Marketing Ops Manager, United States

In-person events
Certification discount If I was sponsored or
Yes 41% coupons reimbursed by my employer
No 25%
Not sure 34%

Almost two-fifths (39%) of professionals If I was allowed access to Nothing would encourage
would be happy to pay to attend online talk with the speakers and me to pay to attend a virtual
attendees event
Salesforce events.

Mason Frank’s Careers and Hiring Guide 2022-23 60

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Salesforce Career Spotlights

SALESFORCE ADMINISTRATOR
How much do Salesforce Administrators make? What factors impact your earning potential as a Becoming a Salesforce Administrator
Salesforce Administrator?
Junior Pay Band Senior Pay Band Education
We asked current Salesforce professionals what factors In terms of what you might need, 77% of Salesforce Administrators hold
United States ($) 92,250 - 114,500 114,500 - 149,000+ were most important in upping your earning potential as at least a Bachelor's degree, while 52% consider a degree to be an
important factor when it comes to increasing earning potential.
a Salesforce Administrator.
United Kingdom (£) 30,750 - 51,000 51,000 - 64,000+ Certification
Important Neutral Unimportant

Germany (€) 46,750-62,000 62,000 - 78,750+ Salesforce certifications are a great way to learn about other areas
Years of technical experience of the platform, as well as helping to verify your existing skill set to
94% 5% 1% potential employers.
Contract with Salesforce
Salesforce certifications 85% 12% 3% When it comes to Salesforce Administrators, 86% are certified yet 92%
believe that certifications help candidates stand out in a competitive
United States ($) 71 - 140 (p/h) Exposure to large projects 84% 14% 2% job market.

United Kingdom (£) 299 - 510 (p/d) Becoming a Salesforce product There are five certifications for Salesforce Administrators currently
working in the role – two that form the backbone of your daily workload,
specialist (e.g. working with
Germany (€) 318 - 539 (p/d) 75% 22% 3% plus three others that are focussed more on the management of specific
Salesforce Industries, CPQ, Salesforce apps.
FSL, Sales and Service Cloud)
The Certified Administrator credential should be any admin’s starting point
•8
 0% of Salesforce Administrators are satisfied with their job, Years of experience in IT 71% 19% 10% in their career within the ecosystem. Designed to equip you with and test
your foundational knowledge of Salesforce, it also aims to demonstrate
up from 73% in our last survey Specific vertical industry
64% 26% 9% your knowledge of managing, configuring and maintaining the platform.
experience
•6
 6% of Salesforce Administrators are satisfied with their From there, the Certified Advanced Administrator certification takes a
salary, up from 64% in our last survey Years of experience working more in-depth look at Salesforce, including how to design advanced
64% 26% 9%
for an end user reports, automation processes, and dashboards.
•P
 ermanent Salesforce Administrators work an average of
40 hours per week University degree(s) 52% 25% 23% If you’re looking to focus on app-specific knowledge, then the Certified
CPQ Specialist, certified Marketing Cloud Administrator, and Certified
Years of experience working Platform App Builder courses will all arm you with more specialist skill sets.
• F reelance Salesforce Administrators work an average of 38% 38% 24%
for a partner organization
44 hours per week

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Salesforce Career Spotlights - Salesforce Administrator
SPOTLIGHTING A PROFESSIONAL
Mark Laing, a Senior Salesforce
Administrator for REA Group
from Brisbane with more than
25 years of tech experience,
shares his insights on
succeeding as an Administrator
in the Salesforce ecosystem.
/marklaing-salesforce
Mason Frank’s Careers and Hiring Guide 2022-23
What was your path to becoming a
Senior Salesforce Administrator?
I burnt out in late 2016 trying to learn too much
at once! So I started again in March 2018 and set
three, six, and 12-month goals. Self-study, focusing
on the Salesforce products my employer used, and
reaching out to the internal Salesforce team and
asking to join their meetings were all key moments.
By late 2018, I was unofficially helping the Senior
Admin, and when COVID hit, I was seconded as a
Salesforce Admin for nine months.
Redundancy hit in late 2020, but I was fortunate to
secure an Admin role less than a week later. Fourteen
months after, I was promoted to Senior Admin.
Which Salesforce certifications,
training, and skills are essential for
this role?
Certifications show you are willing to put in the
effort and can help you stand out when applying
for roles. My top four certs right now for an Admin
would be Administrator, Platform App Builder, UX
Designer, and Sales Cloud Consultant.
Trailhead is amazing, and it’s free! It features
quality content that can fill almost any knowledge
gaps, including soft skills. Having a robust set of
soft skills to complement your technical ability is
absolutely essential for success.
Back to contents
What three things are essential to
forging a career in Salesforce?
Networking - whether that’s through community
events, Trailhead Tuesdays, Salesforce Saturdays,
Twitter, or LinkedIn.
Keep learning! With three major releases each year
and other ad hoc changes, you need to keep up
and get those awesome features out to your users!
Also, keep an eye on your own learning path and
constantly align them with your career goals.
Passion. If you love what you do, you will never
work a day in your life.
Describe a typical day in the life of a
Salesforce Administrator.
Hectic! A typical day will include resolving and
escalating support requests from multiple orgs
with 500+ users. We also assist our users with
training and business processes that flow through
Salesforce, and we work closely with other
divisions whose systems and apps rely on our
orgs being well maintained. We also do the basics
like security and user audits, tech debt analysis,
etc. And lots of meetings!
What are your top tips for
professionals looking to become a
Salesforce Admin and then leaping
up to the senior level?
As an end user Admin, I studied my company’s
values and found my place in them. It makes
a massive difference to your attitude and
confidence levels.
Learning the business, its processes, and support
structure are very important on the technical side.
You must also grasp how legacy and bespoke
systems integrate with Salesforce.
Above all, be yourself and never be afraid to ask
questions or challenge the status quo.
What are your career aspirations?
They change often, but I love my current role and
team, and there is plenty of room to progress my
career internally.
When I started out, I thought it would be Admin
-> Consultant -> Architect as fast as possible,
but I discovered you absorb a large amount of
knowledge as an Admin. I think Consultant or
Technical Architect will be next, but I am in no rush!
62
Salesforce Career Spotlights - Salesforce Administrator

What Salesforce certifications do Salesforce What skills and experience should a Salesforce What are the opportunities for progression?
Administrators hold? Administrator have?

Salesforce Certified Administrator 97% • E xtensive knowledge of Salesforce products and their Salesforce
functionalities Administrator
Salesforce Certified Platform App Builder 44%
• In-depth experience in the administration and maintenance of
Salesforce Certified Advanced Administrator 34% Salesforce systems Salesforce Salesforce Salesforce
Salesforce Certified Sales Cloud Consultant 17% Developer Consultant Business Analyst
• E xperience of performing Salesforce upgrades
Salesforce Certified Service Cloud Consultant 13%
• E xperience managing dashboards, forms, templates, page layouts,
workflows (and working with legacy replacements), and approval Senior Salesforce Senior Salesforce
Project Manager
processes Developer Consultant
Roles that can lead on to becoming a
Salesforce Administrator • A
 bility to build custom apps and objects, formula fields, workflows,
and custom views Salesforce Salesforce
There’s really no such thing as a typical background for those Program Manager
looking to break into Salesforce, as Salesforce was designed to be Technical Architect Solution Architect
as accessible as possible. So, tech professionals take a variety of
• E xceptional ability to create and maintain Salesforce databases
different pathways before entering the Salesforce ecosystem. It’s by
• A
 bility to create Salesforce profiles, allocate roles, and manage
no means an exhaustive list, but some of the more common roles
access
people have before pursusing a career as an Administrator include:
• K now how to import and analyze data and generate reports using
tools like Working SQL, FileMaker, and Tableau Are you looking to hire
Salesforce professionals?
CRM • S ome background of integrating Salesforce with other platforms,
Business
Administrator/ and the ability to design, build and enhance integrations using Check out our high-caliber
Analyst job seekers »
Analyst middleware or REST APIs

Non-tech
• A
 ble to provide Salesforce training and end-user support
Systems professionals who Are you a job seeker?
Administrator
have used Salesforce
as an end user/
Let Mason Frank help
customer you find your next role »

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Salesforce Career Spotlights

SALESFORCE DEVELOPER
How much do Salesforce Developers make? What factors impact your earning potential as a Becoming a Salesforce Developer
Salesforce Developer?
Junior Pay Band Senior Pay Band Education
We asked current Salesforce professionals the factors An obvious starting point for what you may need is qualifications,
United States ($) 101,750 - 130,250 130,250 - 180,000+ they felt were most important in upping your earning and 81% of Salesforce Developers hold at least a Bachelor’s degree.
potential as a Salesforce Developer. However, only 63% consider a degree to be an essential factor when
United Kingdom (£) 39,500 - 74,250 74,250 - 92,250+ it comes to increasing earning potential.
Important Neutral Unimportant
Germany (€) 61,000-76,250 76,250 - 90,000+ Certification
Years of technical experience Salesforce certifications are a great way of expanding your skill set, as
Contract 95% 5% 0% well as offering a way to verify them to potential employers.
with Salesforce
Years of experience in IT 90% 8% 2% Of the Salesforce Developers that participated in this guide, 83%
United States ($) 94 - 161 (p/h) of them are certified, while 84% believe that certifications help
Exposure to large projects 86% 10% 4% candidates stand out in a competitive job market.
United Kingdom (£) 566 - 796 (p/d)
Salesforce certifications 86% 10% 4% As you look at your own future career path working with the
Germany (€) 533 - 767 (p/d) world’s leading CRM, it’s worth keeping in mind that Salesforce’s
Becoming a Salesforce product support for professionals is extensive to say the least. Trailhead is a
specialist (e.g. working with comprehensive resource that will help your development, with many
76% 19% 5%
Salesforce Industries, CPQ, courses tailored to specific skill sets and roles within the ecosystem.
• 6
 3% of Salesforce Developers are satisfied with their job, FSL, Sales and Service Cloud)
down from 67% in our last survey What’s more, the challenge of collecting more badges as your
Specific vertical industry progress through the platform should serve as extra incentive—and
63% 30% 7%
• 7 7% of Salesforce Developers are satisfied with their salary, experience once you’ve completed those, there are eight different certification
up from 64% in our last survey options for Salesforce Developers.
University degree(s) 63% 26% 11%
• P
 ermanent Salesforce Developers work an average of Years of experience working First up is Platform Developer I, which will verify your ability to develop
40 hours per week 61% 29% 10% and deploy customer interfaces and workflows. Then, the Platform
for an end user
Developer II cert will take an even deeper dive into the role. There
• F reelance Salesforce Developers work an average of Years of experience working are also another six app and specialism-specific certifications that will
60% 33% 7%
35 hours per week for a partner organization help Developers master different areas of Salesforce programming.

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Salesforce Career Spotlights - Salesforce Developer

What Salesforce certifications do Salesforce What skills and experience should a Salesforce • P roficiency with modern IDEs (VSCode, IntelliJ) and SCM tools (Git, SVN)
Developers hold? Developer have?
• U
 nderstanding of relational databases, data modeling, and SQL

Salesforce Certified Administrator 70% • A

 bility to design and prototype solutions, primarily on the Salesforce • A
 bility and desire to learn new technologies and development tools
platform using Apex programming language and Lightning, Lightning
Salesforce Certified Platform Developer I 66% Web Components, and Salesforce Unit Testing • A
 creative mindset to apply innovative approaches to software design
Salesforce Certified Platform App Builder 40% • In-depth understanding of application, data, and infrastructure
architecture disciplines
What are the opportunities for progression?
Salesforce Certified Platform Developer II 18%
Salesforce Certified Application Architect 14% • C
 omfortable using Visualforce, Native, SOQL, and MySQL
Salesforce Developer
• K nowledge of IDEs such as VS Code, Sublime, Eclipse, as well as APEX
Data loader and Force.com IDE
Roles that can lead on to Senior Salesforce Developer
becoming a Salesforce • F amiliarity with Agile development methodology and continuous
deployment tools such as GitHub, Jenkins, SourceTree
Developer JavaScript
Developer Tech Lead
The route into Salesforce rarely looks • U
 nderstand web technologies such as JavaScript, CSS, HTML5, XML,
the same for tech professionals these JavaScript, JSON, and/or Ajax
days. Your background is unlikely
to rule you in, or out, of taking the Salesforce • In-depth knowledge of Salesforce Programming and Administration Salesforce Architect
path you want. So while there are Administrator
many common job roles that we see • A
 bility to perform/coordinate QA and testing both in Salesforce and
other applications
professionals holding on their resume,
Junior Are you looking to hire
they’re by no means a prerequisite.
Software • R equirements gathering and documentation skills Salesforce professionals?
However, some sort of background Developer Check out our high-caliber
in systems administration, or • E xperience with customizing objects, fields, record types, page layouts,
validation rules, workflows (and successor options that replace them), job seekers »
development, or a related role can
certainly help your progression as process builder, email alerts, approval processes, list views, reports and
QA/UAT
dashboards
a Salesforce Developer. Roles that Tester
Are you a job seeker?
usually require these skill sets include,
but are not limited to:
• T ime-management and project management skills Let Mason Frank help
you find your next role »
• G
 reat verbal and written communication skills, particularly around
technical documentation

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Salesforce Career Spotlights

SALESFORCE FUNCTIONAL CONSULTANT

How much do Salesforce Functional Consultants What factors impact your earning potential as a Becoming a Salesforce Functional Consultant
make? Salesforce Functional Consultant?
Junior Pay Band Senior Pay Band Education
We asked current Salesforce professionals what factors As with similar roles across the ecosystem, 86% of Salesforce
United States ($) 117,750 - 143,750 143,750 - 167,750+ were most important in upping your earning potential as Functional Consultants hold at least a Bachelor’s degree. However,
a Salesforce Functional Consultant. only 47% consider a degree to be an important factor when it comes
to increasing earning potential.
United Kingdom (£) 51,000 - 64,500 64,500 - 86,250+
Important Neutral Unimportant Certification
Germany (€) 50,500-68,750 68,750 - 95,250+
Official vendor-accredited certifications are a great way to upskill and
Years of technical experience verify your knowledge in the eyes of potential employers.
Contract 94% 6% 0%
with Salesforce
We also discovered that 76% of Salesforce Functional Consultants
Salesforce certifications 88% 12% 0% are certified, however, 88% believe that certifications help candidates
United States ($) 94 - 150 (p/h)
stand out in a competitive job market.
Years of experience in IT 76% 18% 6%
United Kingdom (£) 566 - 796 (p/d) As with the Technical Consultant path, there are no certifications
Becoming a Salesforce product
specific to Functional Consultants in the same way that many other
Germany (€) 621 - 777 (p/d) specialist (e.g. working with roles, such as Developer and Administrator, do. However, once you
76% 18% 6%
Salesforce Industries, CPQ, have your Salesforce Administrator certification then you can begin
FSL, Sales and Service Cloud) to pursue other certs that will be relevant to your role. These include
Field Service Consultant, Nonprofit Cloud Consultant, Experience
• 5
 7% of Salesforce Functional Consultants are satisfied with Exposure to large projects 65% 24% 12% Cloud Consultant, Tableau CRM & Einstein Discovery Consultant,
their job, down from 79% in our last survey Specific vertical industry OmniStudio Consultant, Sales Cloud Consultant, and Service Cloud
53% 41% 6% Consultant certs. There’s also the Pardot Consultant and Marketing
experience
• 6
 4% of Salesforce Functional Consultants are satisfied with Cloud Consultant certifications, though they require you to earn other
their salary, down from 69% in our last survey University degree(s) 47% 29% 24% certs as prerequisites first, namely Pardot Specialist and Marketing
Cloud Admin, respectively.
• P
 ermanent Salesforce Functional Consultants work an Years of experience working
41% 47% 12% Most Functional Consultant roles will expect you to hold at least
average of 42 hours per week* for a partner organization
a couple of Certified Consultant certifications, although these will
*Too few freelance Functional Consultants took part in the survey to be able Years of experience working depend on the organization/vertical you’ll be working in and the apps
35% 59% 6%
to provide accurate data for an end user most popular with their own customers.

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Salesforce Career Spotlights - Salesforce Functional Consultant

What certifications do Salesforce Functional What skills and experience should Salesforce What are the opportunities for progression?
Consultants hold? Functional Consultants have?

Salesforce Certified Administrator 92% • E xtensive knowledge of the Salesforce Platform and its architecture
Salesforce Functional Consultant
Salesforce Certified Platform App Builder 62% • In-depth understanding of Salesforce best practices and optimal
configurations
Salesforce Certified Sales Cloud Consultant 62%
Salesforce Certified Service Cloud Consultant 54% • B
 ackground working with technologies including Visio, Jira, Senior Salesforce Functional Consultant
Marketing Automation, Cloud Solutions
Salesforce Certified Experience Cloud Consultant 46%
• E xperience with Agile project delivery and preferably either Scrum
Master certification or experience working on Scrum teams
Salesforce Solutions Architect
Roles that can lead on to becoming a Salesforce • C
 onfident customizing Salesforce apps using Apex and Visualforce
Functional Consultant • E xperience with data migration and data migration tools
No two Salesforce resumes look the same nowadays—with • U
 nderstand API integration
tech professionals joining the community with a wide variety of
backgrounds. That means your route towards your dream Salesforce • A
 bility to guide discovery conversations to gather complex
role is by no means predetermined. That said, there are some fairly requirements and translate them into clear user stories and solutions
common roles we see on resumes from Salesforce Functional
Consultants. These include: • E xceptional communication skills and the ability to present ideas to
stakeholders of all levels
Are you looking to hire
• B
 asic knowledge of programming languages like C#, Java, Kotlin, Salesforce professionals?
Python, AngularJS, React, SQL, Swift, Android, R, and F#
Non-tech Check out our high-caliber
professionals
Salesforce Business who’ve used • S alesforce Admin, Consultant, Architect or Developer certification job seekers »
Administrator Analyst Salesforce as an
end user/customer • E xperience with Tableau CRM
Are you a job seeker?
• E xperience with business process mapping/design Let Mason Frank help
you find your next role »
• E xperience with change management, including rollout planning,
training plan development, and user adoption

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Salesforce Career Spotlights

SALESFORCE TECHNICAL CONSULTANT

How much do Salesforce Technical Consultants What factors impact your earning potential as a Becoming a Salesforce Technical Consultant
make? Salesforce Technical Consultant?
Junior Pay Band Senior Pay Band Education
We asked current Salesforce professionals what factors We found that 81% of Salesforce Technical Consultants hold at least
United States ($) 134,500 - 168,750 168,750 - 190,000+ they thought were most important in upping your earning a Bachelor’s degree, and only 66% consider a degree to be an
potential as a Salesforce Technical Consultant. important factor when it comes to increasing earning potential.
United Kingdom (£) 60,250 - 73,750 73,750 - 91,750+
Important Neutral Unimportant Certification
Germany (€) 55,750-76,750 76,750 - 101,500+ Earning official vendor-accredited certifications is a great way
Years of technical experience to upskill and verify your knowledge in the eyes of potential
98% 2% 0%
Contract with Salesforce employers— 79% of Salesforce Technical Consultants are certified,
yet 86% believe that certifications help candidates stand out in a
Years of experience in IT 93% 7% 0%
competitive job market.
United States ($) 111 - 178 (p/h) Salesforce certifications 84% 9% 7%
While there are no role-specific certifications for Salesforce Technical
United Kingdom (£) 572 - 802 (p/d) Exposure to large projects 79% 19% 2% Consultants at present, there are a number of courses you can take
depending on the app(s) you choose to specialize in. Once you have
Germany (€) 673 - 829 (p/d) Becoming a Salesforce product the prerequisite Certified Administrator qualification, you’ll be able
specialist (e.g. working with to study the Education Cloud Consultant, Tableau CRM & Einstein
75% 22% 4% Discovery Consultant, Experience Cloud Consultant, Field Service
Salesforce Industries, CPQ,
FSL, Sales and Service Cloud) Consultant, Nonprofit Cloud Consultant, OmniStudio Consultant,
• 8
 1% of Salesforce Technical Consultants are satisfied with Sales Cloud Consultant, or Service Cloud Consultant certs.
their job, up from 67% in our last survey University degree(s) 66% 21% 13%
For Salesforce’s marketing-related apps like Pardot Consultant
• 7 6% of Salesforce Technical Consultants are satisfied with Specific vertical industry
61% 34% 5% or Marketing Cloud Consultant, you’ll need to earn the Pardot
their salary, up from 52% in our last survey experience Specialist and Marketing Cloud Admin certifications first,
respectively.
• B
 oth permanent and freelance Salesforce Technical Years of experience working
56% 40% 4%
Consultants work an average of 40 hours per week for an end user Many Salesforce Technical Consultant vacancies will also require
candidates to hold the Salesforce Platform Developer and/or
Years of experience working Platform App Builder certifications.
51% 38% 11%
for a partner organization

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Salesforce Career Spotlights - Salesforce Technical Consultant

What certifications do Salesforce Technical What skills and experience should Salesforce What are the opportunities for progression?
Consultants hold? Technical Consultants have?

Salesforce Certified Administrator 76% • E xtensive understanding of the Salesforce platform, including
working with Apex, Visualforce, Lightning, triggers, and Lightning Salesforce Technical Consultant
Salesforce Certified Platform Developer I 64% Web Components

Salesforce Certified Platform App Builder 58% • U

 nderstanding of and experience with Salesforce architecture and API
Salesforce Certified Service Cloud Consultant 31% Senior Salesforce Technical Consultant
• E xperience and in-depth understanding of systems integration
Salesforce Certified Sales Cloud Consultant 29%
• E xperience in a product-based organization as a part of the services
business line is preferable
Salesforce Technical Architect
Roles that can lead on to becoming a Salesforce • K nowledge of E2E technical architectures, integration patterns and
security
Technical Consultant
Your background as a tech professional isn’t a blocker to a career
• G
 ood technical skills in Java, JavaScript, SOAP APIs, REST (JSON, Enterprise Architect
XML), HTML, CSS, and DB c#, .NET, HTML5, AngularJS, and APEX
in Salesforce, with candidates following a variety of different paths
before specializing in the platform. That means your dream of • U
 nderstand ClickSoftware and strong desire to work in design
becoming a Salesforce Technical Consultant is still very much alive— and also ‘hands-on’ implementation modes in the delivery of those
there’s no predetermined path to get there, but there are some roles solutions
that we often see professionals starting their careers in.
• G
 reat data modeling skills
Are you looking to hire
• E xperience with process modeling tools and best practices Salesforce professionals?
Check out our high-caliber
• E xperience working with deployment teams using Agile
Salesforce Software Salesforce development techniques job seekers »
Developer Engineer Administrator
• E xcellent interpersonal and communications skills
Are you a job seeker?
• E xperience using GitHub or other version control software Let Mason Frank help
you find your next role »
• A
 bility to build SQL queries, use the data loader, and utilize
analytics tools

Mason Frank’s Careers and Hiring Guide 2022-23 69

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Salesforce Career Spotlights

SALESFORCE TECHNICAL ARCHITECT

How much do Salesforce Technical Architects What factors impact your earning potential as a Becoming a Salesforce Technical Architect
make? Salesforce Technical Architect?
Junior Pay Band Senior Pay Band Education
We asked current Salesforce professionals what factors In terms of qualifications, 91% of Salesforce Technical Architects hold at least a
Bachelor’s degree. However, only 64% consider a degree to be an important factor
United States ($) - 180,000 - 220,000+ were most important in upping your earning potential as when it comes to increasing earning potential.
a Salesforce Technical Architect.
United Kingdom (£) - 98,500 - 172,500+ Certification
Important Neutral Unimportant
Salesforce certifications are a great way to increase your knowledge of the platform,
Germany (€) - 121,500 - 155,500+ as well as offering a way to verify your skillset to potential employers.
Years of technical experience Of those who took part in this survey, 88% of Salesforce Technical Architects
100% 0% 0%
Contract with Salesforce are certified, and 88% believe that certifications help candidates stand out in a
competitive job market.
Salesforce certifications 88% 4% 8%
The Salesforce Certified Technical Architect certification is undoubtedly one of
United States ($) 126 - 217 (p/h) Years of experience in IT 88% 8% 4% the most difficult Salesforce credentials to achieve, requiring a lengthy number of
prerequisites before you can go down that path. It’s also unusual in that there’s
United Kingdom (£) 795 - 1,050 (p/d) Becoming a Salesforce product no formal exam in order to pass—instead, it’s earned through peer review and
specialist (e.g. working with completing all certification exams within the Domain Architect tier.
Germany (€) 725 - 1,036 (p/d) 88% 12% 0%
Salesforce Industries, CPQ, To be eligible to become a Certified Technical Architect, you’ll need to earn the
FSL, Sales and Service Cloud) Certified Application Architect and the Certified System Architect certifications to
start with. Like the Certified Technical Architect certs, these two high-end badges
Exposure to large projects 88% 8% 4%
• 6
 3% of Salesforce Technical Architects are satisfied don’t require additional exams—you’ll earn them automatically once you complete
with their job, down from 77% in our last survey the four stipulated prerequisite certifications.
Specific vertical industry
72% 20% 8% To become a Certified Application Architect, you’ll need to earn four certifications;
experience
• 7 8% of Salesforce Technical Architects are satisfied Data Architecture and Management Designer, Sharing and Visibility Designer, Platform
with their salary, up from 64% in out last survey Years of experience working Developer I, and Platform App Builder. Earning the Certified System Architect cert
72% 12% 16% means completing the Development Lifecycle and Deployment Designer, Identity
for a partner organization
• P
 ermanent Salesforce Technical Architects work an and Access Management Designer, Integration Architecture Designer, and Platform
average of 44 hours per week* University degree(s) 64% 20% 16% Developer I certifications.

Years of experience working
*Too few freelance Technical Architects took part in the survey to be 50%
able to provide accurate data for an end user
Once you’ve earned all seven of these and earned the right to call yourself a
27% 23% Certified Application Architect and a Certified System Architect, your progress will
be assessed by a Review Board. They will then determine if you are to be awarded
the title of Certified Technical Architect.

Mason Frank’s Careers and Hiring Guide 2022-23 70

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Salesforce Career Spotlights - Salesforce Technical Architect

What Salesforce certifications do Salesforce What skills and experience should Salesforce • Proven ability to analyze, design, and optimize business processes via
technology and integration
Technical Architects hold? Technical Consultants have?
• Ability to convey and convince customers of best practices at various
• E
 xtensive experience with software development, programming design, levels within a large organization
Salesforce Certified Platform Developer I 96%
and systems management • Strong Enterprise Architecture background
Salesforce Certified Administrator 91% • E
 xtensive experience developing Salesforce customizations using Apex
and Visualforce, performing integrations, and executing data migrations
Salesforce Certified Application Architect 91%
Salesforce Certified Platform App Builder 87%
• In-depth understanding of Salesforce architectural and operational best What are the opportunities for progression?
practices
Salesforce Certified Sharing and Visibility Architect 83% • O
 utstanding problem-solving abilities, able to develop creative solutions to
meet business needs
Salesforce Technical Architect
• Excellent discovery and requirements gathering skills
Roles that can lead on to becoming a Salesforce • F
 amiliarity with developing technical architecture for complex Salesforce
Technical Architect implementations
• Practical experience implementing full lifecycle enterprise software projects
Senior Salesforce Technical Architect
Professionals from all kind of tech backgrounds can enjoy a career in
Salesforce now. There’s no favored route to becoming a Salesforce • S
 trong understanding of cloud concepts, strategy, systems design,
Technical Architect before becoming part of the ecosystem, although implementation and management
there are some roles that are more common than others when it • T
 rack record of XML, SQL, HTTP/HTTPS, and enterprise application Enterprise Architect
comes to becoming a Salesforce Technical Architect. These include: integration processes
• E
 xperience with Lightning/Communities, Process Builder, Triggers,
Workflows, CSS, HTML, Templates and Web Services
• K
 nowledge of tools like Ant Migration Tool and integrated development
Salesforce Software environment platforms like Eclipse Are you looking to hire
Developer Engineer • A
 bility to document proofs of concept, system designs, data models,
Salesforce professionals?
system landscapes, and role hierarchies Check out our high-caliber
• G
 reat communication skills and ability to present and explain designs to
job seekers »
stakeholders, defending points of view to a variety of audiences where
Salesforce Java necessary
Administrator Developer Are you a job seeker?
• S
 trong application design skills combined with strong data, integration, and
security architecture skills
Let Mason Frank help
you find your next role »
• D
 etail-oriented with the ability to rapidly learn and take advantage of new
concepts, business models, and technologies

Mason Frank’s Careers and Hiring Guide 2022-23 71

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Salesforce Career Spotlights

SALESFORCE SOLUTION ARCHITECT

How much do Salesforce Solution Architects What factors impact your earning potential as a Becoming a Salesforce Solution Architect
make? Salesforce Solution Architect?
Junior Pay Band Senior Pay Band Education
We asked current Salesforce professionals for the most We found that 81% of Salesforce Solution Architects hold at least a
United States ($) - 160,000 - 190,000+ important factors in upping your earning potential as a Bachelor’s degree. However, only 43% consider a degree to be an
Salesforce Solution Architect. important factor when it comes to increasing earning potential.
United Kingdom (£) - 78,500 - 103,000+
Certification
Important Neutral Unimportant
Germany (€) - 100,250 - 133,000+ Earning certifications that are vendor-accredited is the best way to
upskill, as well as showing potential employers that you can do what
Years of technical experience
Contract 96% 4% 0% you say you can.
with Salesforce
Of the Salesforce Solution Architects we surveyed, 96% are certified, and
Years of experience in IT 89% 7% 4%
United States ($) 116 - 173 (p/h) 80% believe that certifications help candidates stand out in a competitive
Exposure to large projects 89% 11% 0% job market.
United Kingdom (£) 737 - 1,025 (p/d) There are two pathways to earning the Certified Solution Architect
Salesforce certifications 78% 15% 7%
certification. The route you take will depend on the systems you’re
Germany (€) 725 - 985 (p/d) Becoming a Salesforce product primarily involved with—B2B Solution Architect or B2C Solution Architect.
specialist (e.g. working with
71% 27% 2% The Certified B2B Solution Architect requires the Certified Application
Salesforce Industries, CPQ,
Architect cert before you can sit the exam. The Application Architect cert
• 7 8% of Salesforce Solution Architects are satisfied with their FSL, Sales and Service Cloud)
itself doesn’t require you to sit an exam, but you will need to complete
job, up from 76% in our last survey
Specific vertical industry the four prerequisite certifications that comprise the Application Architect
62% 33% 4% credential—Platform App Builder, Platform Developer I, Data Architecture
• 6
 5% of Salesforce Solution Architects are satisfied with their experience
and Management Designer, and Sharing and Visibility Designer. Once you
salary, down from 71% in our last survey have those four under your belt, you’re a Certified Application Architect
Years of experience working
57% 24% 19% and you can start prepping for your Certified B2B Solution Architect exam.
• P
 ermanent Salesforce Solution Architects work an average for an end user
of 42 hours per week Years of experience working The Certified B2C Solution Architect credential requires three
50% 36% 14% certifications before you can sit a final exam. They are Integration
for a partner organization
• F reelance Salesforce Solution Architects work an average of Architecture Designer, Marketing Cloud Email Specialist, and Platform
40 hours per week University degree(s) 43% 35% 22% App Builder.

Mason Frank’s Careers and Hiring Guide 2022-23 72

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Salesforce Career Spotlights - Salesforce Solution Architect
SPOTLIGHTING A PROFESSIONAL
Manish Thaduri is a Salesforce MVP,
Marketing Champion, 10x certified Solution
Architect, and Delivery Head. Manish blogs
at SFDCFanboy.com, supports professionals
in their certification exams, shares technical
Salesforce tips with his readers to help
those already deep into their Salesforce
journey, and leads the Salesforce Architect
community group in Singapore.
/sfdcFanBoy
Mason Frank’s Careers and Hiring Guide 2022-23
What was your path to becoming a Salesforce
Solutions Architect?
Mine is a long journey. From an intern during my graduation as a
Salesforce Admin to becoming a Solution Architect, it took me over
a decade. I have played multiple roles over the years to reach the
Solution Architect role. My path was Admin > Business Analyst >
Developer > Sr. Developer > Sr. Consultant > Technical Architect >
Solution Architect—I had experience in almost all of the roles that
the ecosystem offered. From being a solo person handling the entire
Salesforce org to managing a team, it has been a lovely journey.
Which Salesforce certifications, training, and skills
are essential for this role?
More than the certifications, it is the experience and skills that
matter a lot in this role. Certifications are just a validation of your
skills. Training helps you to gain the knowledge that is required to
complete your tasks. A Solution Architect needs to have a good
understanding of the business, a technically solid foundation, and
communication skills. They should be able to analyze the business
problem and provide solutions by understanding the entire
technical blueprint.
Back to contents
What three things are essential to forging a career
in Salesforce?
To develop a career within the platform, one needs to be constantly
learning. Because of the number of feature releases Salesforce does
in a year and the continuously upgrading technology, it becomes
almost a necessity for anyone to keep learning new stuff.
And to become successful, you also need to explore different
domains and not restrict yourself to one domain or one cloud (like
Sales only or Service).
Finally, look for opportunities to grow your knowledge on the
different cloud offerings by Salesforce (like Marketing Cloud,
Financial Services Cloud, etc).
Describe a typical day in the life of a Salesforce
Solution Architect?
As a Solution Architect, I understand and analyze business
problems, design, and recommend technical solutions. I then closely
work with the Developers to ensure the solution is implemented
following best practices and delivered on time without issues, and
frequently engage with the client and showcase the implementation
deliverables to the relevant stakeholders when needed.
73
Salesforce Career Spotlights - Salesforce Solution Architect

What certifications do Salesforce Solution What skills and experience should Salesforce What are the opportunities for progression?
Consultants hold? Solution Architects have?

Salesforce Certified Administrator 84% • In-depth knowledge of the entire Salesforce platform and best practices
Salesforce
Salesforce Certified Platform App Builder 70% • E xtensive experience designing and developing solutions and Solution Architect
workflows using Apex, Force.com, Visualforce and J2EE
Salesforce Certified Service Cloud Consultant 59%
Salesforce Certified Sales Cloud Consultant 57% • E xtensive experience with Lightning, D/HTML, CSS, .NET, JavaScript,
and AJAX
Senior Salesforce
Salesforce Certified Platform Developer I 55%
Solution Architect
• S trong understanding of RDMS concepts and structures
• K nowledge of SQL, structured system analysis and design methods
Roles that can lead on to becoming a Salesforce
Program Manager /
Solution Architect • O
 utstanding communication skills, both written and verbal, and able Lead Salesforce
Business Systems
to explain complex concepts to non-technical stakeholders Solution Architect
Manager
The routes to becoming a Salesforce specialist are far from being
identical, with tech professionals from all kinds of backgrounds able to • G
 reat process and technical documentation skills
forge careers across a variety of roles. There are some positions that
are common to see on a Salesforce Solution Architect’s resume, but • G
 ood project management skills
it’s not a definitive list and you can still enjoy success without them.
However, some of the more popular roles include: • R equirements gathering, data analysis, and solution mapping skills
• U
 nderstanding of sophisticated Visualforce components, Chatter API,
and integration Are you looking to hire
Salesforce professionals?
Salesforce Software • E xperience with Agile methodology Check out our high-caliber
Developer Engineer
• In-depth knowledge of key processes in industry-specific solutions job seekers »
(e.g. rate, quote, underwrite, policy management)

• P rocess modeling tools and best practices Are you a job seeker?
Salesforce Business
Let Mason Frank help
Consultant Analyst • S ystems analysis and design you find your next role »
• D
 ata modeling

Mason Frank’s Careers and Hiring Guide 2022-23 74

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 SALESFORCE SALARIES

The salary table data is drawn from Salesforce Salesforce salaries

vacancies and placement data from roles
registered with Mason Frank in the last
Celebrating excellence in the cloud 18 months*.
How can our salary tables help you?
Salesforce professionals can see what others
The resulting data is then verified by our
with a similar level of experience and skillset
Be part of the cloud’s most prestigious specialist teams, who apply their insight and
knowledge of the wider market to ensure that
are currently earning, enabling you to better
understand your market value.
and coveted awards ceremony. the information is accurate with respect to
base salary, seniority or experience, job title, Employers or hiring managers get the data
technology, and location. you need to benchmark for your team’s
We invite leading organizations—just as passionate about
remuneration, enabling you to set budgets for
the cloud industry as us—to sponsor our awards and help the next financial year.
us celebrate the very best individuals and businesses in Important points to note
If you can’t find the salary for your region, then
the cloud tech ecosystem. Certain markets will exhibit 10-15% variance due please contact us for more information.
to differences in costs of living.
Amplify your brand The salaries do not include bonuses and
incentives. Additionally, multiple factors, including
Network with like-minded cloud leaders years of experience, specialized skills required, Read on to find out
and the complexity of the role, affect where the more about the salaries
salary for a particular role falls within the range.
Align yourself with a ‘tech for good’ message, while on offer in the market
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* April 2021 to October 2022

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digitalrevolutionawards.com A not for profit initiative brought to you by

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/DigitalRevAward 75
 SALARY TABLE United States 77 Italy 83

CONTENTS Canada 78 Netherlands 84

United Kingdom 79 Belgium 85
Ireland 81 Switzerland 86
Germany 81 Australia 86
France 82 Japan 87
Spain 83 Singapore 87

Mason Frank’s Careers and Hiring Guide 2022-23 76

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UNITED STATES ($) PERMANENT CONTRACT PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Range (p/h)* Junior Pay Band Senior Pay Band Range (p/h)*

TECHNICAL KNOWLEDGE DRIVEN SUPPORT & TRAINING DRIVEN

Functional Consultant 117,750 - 143,750 143,750 - 167,750+ 94 - 150 Support 94,250 - 110,500 110,500 - 123,000+ 60 - 105
Technical Consultant 134,500 - 168,750 168,750 - 190,000+ 111 - 178 Trainer 90,500 - 135,500 135,500 - 151,500+ 93 - 139
CRM Manager 110,750 - 146,000 146,000 - 163,000+ -
MARKETING DRIVEN
Developer / Programmer 101,750 - 130,250 130,250 - 180,000+ 94 - 161
Marketing Automation Consultant 81,250 - 108,250 108,250 - 134,000+ 98 - 144
Pre-Sales Consultant 113,250 - 145,500 145,500 - 164,500+ -
Email Marketing Specialist 62,000 - 86,750 86,750 - 98,000+ 65 - 100
Administrator 92,250 - 114,500 114,500 - 149,000+ 71 - 140
Marketing Operations Specialist 85,000 - 108,250 108,250 - 120,250+ 73 - 105
Technical Architect - 180,000 - 220,000+ 126 - 217
Marketing Automation Specialist 79,750 - 93,500 93,500 - 116,750+ -
Solution Architect - 160,000 - 190,000+ 116 - 173
Tester 111,000 - 141,500 141,500 - 159,750+ 111 - 127 TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)
MuleSoft Developer / Engineer 115,750 - 144,500 144,500 - 157,000+ 80
EXPERIENCE DRIVEN
MuleSoft Architect 152,750 - 171,250 171,250 - 205,750+ 134 - 151
Project Manager 116,250 - 139,250 139,250 - 165,000+ 88 - 167
Business Analyst 97,000 - 135,000 135,000 - 154,500+ 93 - 144 TECHNICAL KNOWLEDGE DRIVEN (SALESFORCE + NCINO)
Development Manager - 159,000 - 181,250+ - Salesforce/nCino Administrator 95,000 - 118,000 118,000 - 134,000+ 75 - 134
Program Manager 118,750 - 146,000 146,000 - 175,500+ 149 - 187 Salesforce/nCino Developer / Programmer 104,750 - 134,250 134,250 - 185,500+ 100 - 169
Salesforce/nCino Technical Architect - 175,750 - 232,000+ 134 - 228
SALES DRIVEN**
Salesforce/nCino Solution Architect 136,250 - 161,000 161,000 - 191,500+ 122 - 181
VP of Sales - 180,000 - 250,000+ -
Sales Director - 150,000 - 200,000+ - EXPERIENCE DRIVEN (SALESFORCE + NCINO)
Senior Account Executive - 133,250 - 172,000+ - Salesforce/nCino Business Analyst 100,000 - 139,000 139,000 - 159,000+ -
Account Manager / Account Executive 86,500 - 132,250 132,250 - 167,750+ -
Business Development Representative 55,250 - 78,500 78,500+ -
(Lead Generation)

* Rates will vary depending on contract type (i.e. W-2 or 1099) ** Base salaries excluding commission

Salaries have been rounded to the nearest $250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 77

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CANADA (C$) PERMANENT CONTRACT PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Range (p/h) Junior Pay Band Senior Pay Band Range (p/h)

TECHNICAL KNOWLEDGE DRIVEN SUPPORT & TRAINING DRIVEN

Functional Consultant 94,500 - 112,250 112,250 - 134,000+ 80 - 154 Support 77,000 - 102,000 102,000 - 122,250+ -
Technical Consultant 106,000 - 137,000 137,000 - 153,250+ 90 - 182 Trainer 100,250 - 109,500 109,500 - 133,250+ -
CRM Manager 88,500 - 130,000 130,000 - 160,000+ 137 - 181
MARKETING DRIVEN
Developer / Programmer 108,750 - 133,750 133,750 - 165,000+ 70 - 160
Marketing Cloud Consultant 80,000 - 100,000 110,000 - 140,000+ 110 - 154
Pre-Sales Consultant - 117,500 - 142,000+ 153 - 192
Marketing Cloud Specialist 80,000 - 100,000 110,000 - 140,000+ 110 - 154
Administrator 80,000 - 100,000 100,000 - 130,000+ 50 - 100
Pardot Specialist - 100,000 - 130,000+ 100 - 154
Technical Architect - 170,000 - 210,000+ 120 - 200
Solution Architect - 165,000 - 190,000+ 120 - 193 TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)
Tester 96,500 - 114,500 114,500 - 139,500+ 75 - 107 MuleSoft Developer / Engineer 115,500 - 140,500 140,500 - 170,000+ 90 - 150
MuleSoft Architect - 167,750 - 210,000+ 110 - 160
EXPERIENCE DRIVEN
Project Manager 96,500 - 115,000 115,000 - 136,750+ 93 - 159
Business Analyst 82,250 - 110,000 110,000 - 140,000+ 70 - 122
Development Manager - 133,500 - 155,500+ -
Program Manager - 122,000 - 144,000+ 120 - 193

SALES DRIVEN*
VP of Sales - 142,250 - 191,500+ -
Sales Director - 141,750 - 188,000+ -
Senior Account Executive - 120,000 - 164,250+ -
Account Manager / Account Executive 79,250 - 119,750 119,750 - 164,000+ -
Internal Sales Manager - 69,250 - 84,500+ -
Internal Sales Executive 48,750 - 57,000 57,000 - 69,250+ -
Business Development Representative 45,500- 66,750 66,750- 75,000+ -
(Lead Generation)
* Base salaries excluding commission

Salaries have been rounded to the nearest C$250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 78

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UNITED KINGDOM (£) PERMANENT CONTRACT PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Range (p/d) Junior Pay Band Senior Pay Band Range (p/d)

TECHNICAL KNOWLEDGE DRIVEN SUPPORT & TRAINING DRIVEN

Functional Consultant 51,000 - 64,500 64,500 - 86,250+ 566 - 796 Support 30,750 - 37,250 37,250 - 46,000+ 227 - 372
Technical Consultant 60,250 - 73,750 73,750 - 91,750+ 572 - 802 Trainer 40,000 - 57,000 57,000 - 69,500+ 431 - 628
CRM Manager 42,250 - 59,750 59,750 - 80,250+ 299 - 511
MARKETING DRIVEN
Developer / Programmer 39,500 - 74,250 74,250 - 92,250+ 566 - 796
Marketing Cloud Consultant 47,750 - 64,500 64,500 - 81,750+ 566 - 853
Pre-Sales Consultant 44,750 - 74,000 74,000 - 86,500+ -
Marketing Cloud Specialist 37,000 - 53,750 53,750 - 70,750+ 453 - 628
Administrator 30,750 - 51,000 51,000 - 64,000+ 299 - 510
Pardot Specialist 37,000 - 53,750 53,750 - 65,250+ 453 - 628
Tester 45,250 - 62,500 62,500 - 74,500+ 397 - 627
Marketing Cloud Developer 46,750 - 56,250 56,250 - 73,000+ 565 - 732
Product Owner 60,000 - 71,000 71,000 - 98,500+ 600 - 700
Marketing Cloud Architect - 83,250 - 114,750+ 625 - 875
Functional Lead - 73,500 - 92,000+ 680 - 850
Technical Lead - 72,750 - 130,500+ 600 - 750 TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)
Technical Architect - 98,500 - 172,500+ 795 - 1,050 Marketing Cloud Consultant 47,750 - 64,500 64,500 - 81,750+ 566 - 853
Solution Architect - 78,500 - 103,000+ 737 - 1,025 Marketing Cloud Specialist 37,000 - 53,750 53,750 - 70,750+ 453 - 628
Pardot Specialist 37,000 - 53,750 53,750 - 65,250+ 453 - 628
EXPERIENCE DRIVEN
Marketing Cloud Developer 46,750 - 56,250 56,250 - 73,000+ 565 - 732
Project Manager 64,250 - 85,000 85,000 - 103,250+ 651 - 967
Marketing Cloud Architect - 83,250 - 114,750+ 625 - 875
Business Analyst 50,250 - 68,750 68,750 - 79,750+ 564 - 794
Development Manager 73,250 - 90,750 90,750 - 103,000+ 680 - 850 TECHNICAL KNOWLEDGE DRIVEN (SALESFORCE INDUSTRIES [VLOCITY])
Program Manager - 102,500 - 137,000+ 848 - 1,416 Salesforce Industries Developer 38,250 - 77,750 77,750 - 96,500+ 600 - 800
Salesforce Industries Architect 81,500 - 95,500 95,500 - 107,500+ 750 - 950
SALES DRIVEN*
Salesforce Industries Consultant 53,000 - 67,000 67,000 - 90,000+ 450 - 600
Project Manager 64,250 - 85,000 85,000 - 103,250+ 651 - 967
Business Analyst 50,250 - 68,750 68,750 - 79,750+ 564 - 794
Development Manager 73,250 - 90,750 90,750 - 103,000+ 680 - 850
Program Manager - 102,500 - 137,000+ 848 - 1,416
Business Development Representative 34,000 - 45,500 45,000 - 66,500+ - * Base salaries excluding commission
(Lead Generation)
Salaries have been rounded to the nearest £250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 79

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IRELAND (€) PERMANENT CONTRACT PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Range (p/d) Junior Pay Band Senior Pay Band Range (p/d)

TECHNICAL KNOWLEDGE DRIVEN SUPPORT & TRAINING DRIVEN

Functional Consultant 49,250 - 65,500 65,500 - 78,000+ 432 - 650 Support - - 217 - 326
Technical Consultant 54,750 - 71,000 71,000 - 83,250+ 486 - 705 Trainer 39,000 - 47,750 47,750 - 58,750+ 325 - 542
CRM Manager 46,500 - 61,250 61,250 - 78,000+ 325 - 434
MARKETING DRIVEN
Developer / Programmer 37,000 - 60,000 60,000 - 100,000+ 540 - 705
Marketing Cloud Consultant 49,250 - 63,500 63,500 - 80,000+ 540 - 813
Pre-Sales Consultant 44,250 - 60,250 60,250 - 72,750+ -
Marketing Cloud Specialist 39,000 - 50,750 50,750 - 64,250+ 432 - 595
Administrator 31,000 - 50,000 50,000 - 70,000+ 325 - 434
Pardot Specialist 39,000 - 50,750 50,750 - 64,250+ 432 - 595
Functional Lead 60,000 - 74,000 74,000 - 88,500+ 540 - 759
Technical Architect 80,000 - 91,000 91,000 - 135,000+ 649 - 977
Solution Architect 70,500 - 85,750 85,750 - 110,000+ 593 - 921
Tester 39,000 - 52,750 52,750 - 67,250+ 378 - 595

EXPERIENCE DRIVEN
Project Manager 54,750 - 68,750 68,750 - 88,500+ 540 - 759
Business Analyst 44,250 - 58,250 58,250 - 78,000+ 486 - 705
Development Manager 60,000 - 74,000 74,000 - 93,500+ 540 - 705
Program Manager 70,500 - 84,750 84,750 - 110,000+ 649 - 977

SALES DRIVEN*
VP of Sales 86,250 - 100,500 100,500 - 120,750+ -
Sales Director 75,750 - 84,750 84,750 - 94,000+ -
Senior Account Executive 65,000 - 74,000 74,000 - 83,250+ -
Account Manager 49,250 - 63,500 63,500 - 67,250+ -
Business Development Representative 39,000 - 47,750 47,750 - 56,500+ -
(Lead Generation)

* Base salaries excluding commission

Salaries have been rounded to the nearest €250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 80

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GERMANY (€) PERMANENT CONTRACT PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Range (p/d) Junior Pay Band Senior Pay Band Range (p/d)

TECHNICAL KNOWLEDGE DRIVEN SUPPORT & TRAINING DRIVEN

Functional Consultant 50,500 - 68,750 68,750 - 95,250+ 621 - 777 Support - - 570 - 622
Technical Consultant 55,750 - 76,750 76,750 - 101,500+ 673 - 829
MARKETING DRIVEN
CRM Manager 53,250 - 79,500 79,500 - 93,250+ 621 - 881
Marketing Automation Consultant 58,000 - 75,000 75,000 - 102,500+ 497 - 674
Developer / Programmer 61,000 - 76,250 76,250 - 90,000+ 533 - 767
Marketing Automation Solution Architect - 89,750 - 112,500+ 570 - 726
Pre-Sales Consultant 61,750 - 72,500 72,500 - 90,750+ 621 - 777
Email Marketing Manager 39,000 - 51,250 51,250 - 79,750+ -
Administrator 46,750 - 62,000 62,000 - 78,750+ 318 - 539
Performance Marketing Manager 56,500 - 73,500 73,500 - 89,750+ -
Technical Architect - 121,500 - 155,500+ 725 - 1,036
Solution Architect - 100,250 - 133,000+ 725 - 985 TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)
MuleSoft Architect - 98,000 - 124,250+ 725 - 1,036
EXPERIENCE DRIVEN
MuleSoft Developer - 87,750 - 98,250+ 533 - 767
Project Manager - 84,750 - 103,000+ 828 - 1,036
Business Analyst 50,000 - 58,000 58,000 - 88,250+ 518 - 777
Lead Developer - 88,250 - 99,250+ 621 - 829
Program Manager - 88,250 - 120,000+ 828 - 1,036
IT Manager - 85,000 - 100,000+ 539 - 808

SALES DRIVEN*
VP of Sales 112,500 - 130,750 130,750 - 170,250+ -
Sales Director 90,750 - 103,000 103,000 - 109,000+ -
Senior Account Executive 74,250 - 95,250 95,250 - 149,000+ -
Internal Sales Manager 40,250 - 43,750 43,750 - 49,000+ -
Internal Sales Executive 29,500 - 37,250 37,250 - 40,500+ -
Business Development Representative 31,500 - 37,250 37,250 - 51,000+ -
(Lead Generation)

* Base salaries excluding commission

Salaries have been rounded to the nearest €250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 81

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FRANCE (€) PERMANENT CONTRACT PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Range (p/d) Junior Pay Band Senior Pay Band Range (p/d)

TECHNICAL KNOWLEDGE DRIVEN TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)

Functional Consultant 36,250 - 52,250 52,250 - 69,500+ 450 - 720 MuleSoft Developer 50,000 - 56,000 56,000 - 70,000 550 - 750
Technical Consultant 43,250 - 57,000 57,000 - 65,250+ 550 - 780 MuleSoft Consultant 50,000 - 56,000 56,000 - 70,000 600 - 750
Developer / Programmer 45,750 - 59,250 59,250 - 66,250+ 420 - 700
TECHNICAL KNOWLEDGE DRIVEN (CPQ)
Administrator 39,000 - 56,750 56,750 - 63,000+ 400 - 650
CPQ Consultant 50,000 - 55,000 55,000 - 75,000 550 - 750
Technical Architect - 65,500 - 98,000+ 715 - 950
Solution Architect - 66,750 - 92,750+ 670 - 900 TECHNICAL KNOWLEDGE DRIVEN (SFCC)
Tester - - 450 - 770 SFCC Project Manager 50,000 - 56,000 56,000 - 62,000 525 - 800
SFCC Developer 42,000 - 49,000 49,000 - 65,000 480 - 750
EXPERIENCE DRIVEN
Project Manager - 57,250 - 74,250+ 580 - 900
Business Analyst 46,250 - 59,250 59,250 - 70,500+ 500 - 850
Program Manager - 91,500 - 102,000+ 800 - 1,000

SALES DRIVEN*
Sales Operations 59,250 - 71,500 71,500 - 89,500+ -

SUPPORT & TRAINING DRIVEN

Trainer - 57,250 - 62,750+ 500 - 800

MARKETING DRIVEN
Marketing Cloud Consultant 44,000 - 55,000 56,000 - 62,000+ 550 - 750
Pardot Consultant 44,000 55,000 56,000 62,000 500 700

* Base salaries excluding commission

Salaries have been rounded to the nearest €250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 82

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SPAIN (€) PERMANENT (MONTHLY) ITALY (€) PERMANENT CONTRACT

Junior Pay Band Senior Pay Band Junior Pay Band Senior Pay Band Range (p/d)

TECHNICAL KNOWLEDGE DRIVEN TECHNICAL KNOWLEDGE DRIVEN

Functional Consultant 27,000 - 40,000 40,000 - 55,000+ Developer / Technical Consultant 23,250 - 35,500 35,500 - 45,750+ 250 - 425
Technical Consultant 28,000 - 40,000 40,000 - 60,000+ Administrator 22,250 - 30,000 30,000 - 35,000+ 200 - 350
Developer / Programmer 27,500 - 38,000 38,000 - 60,000+ Technical Architect 50,000 - 60,000 60,000 - 75,000+ 450 - 650
Administrator 25,000 - 33,500 33,500 - 50,000+ Solution Architect 43,000 - 55,500 55,500 - 70,000+ 450 - 600
Technical Architect 55,000 - 65,000 65,000 - 85,000+ Tester 28,000 - 33,000 33,250 - 38,750+ 250 - 380
Solution Architect 50,000 - 60,000 60,000 - 80,000+
EXPERIENCE DRIVEN
EXPERIENCE DRIVEN Project Manager 38,000 - 45,500 45,500 - 63,000+ 500 - 650
Project Manager 38,000 - 45,000 45,000 - 62,000+ Business Analyst / Functional Consultant 25,000 - 35,000 35,000 - 45,750+ 200 - 450
Business Analyst 30,000 - 38,000 38,000 - 55,000+ Program Manager - 65,000 - 80,000+ 500 - 700

SALES DRIVEN* SALES DRIVEN*

Account Manager / Account Executive 32,000 - 40,000 40,000 - 65,000+ Account Manager / Account Executive - 35,500 - 51,000+ -

MARKETING DRIVEN SUPPORT & TRAINING DRIVEN

Marketing Cloud Consultant 31,000 - 42,000 42,000 - 60,000+ Trainer - 35,000 - 45,000+ 506 - 760
Marketing Cloud Technical Consultant 30,000 - 38,000 38,000 - 65,000+
MARKETING DRIVEN
Marketing Cloud Developer 28,000 - 35,000 35,000 - 55,000+
Marketing Cloud Consultant 30,250 - 35,500 35,500 - 50,750+ 300 - 450
Marketing Cloud Developer 28,000 - 35,000 35,000 - 45,000+ 320 - 470

* Base salaries excluding commission * Base salaries excluding commission

Salaries have been rounded to the nearest €250 for ease of reading, exclude Mason Frank margins and are correct as Salaries have been rounded to the nearest €250 for ease of reading, exclude Mason Frank margins and are correct as
of October 2022. Certain markets will exhibit a variance due to differences in costs of living. For up-to-date information of October 2022. Certain markets will exhibit a variance due to differences in costs of living. For up-to-date information
please contact Mason Frank directly. please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 83

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NETHERLANDS (€) PERMANENT (MONTHLY) PERMANENT (MONTHLY)

Junior Pay Band Senior Pay Band Junior Pay Band Senior Pay Band

TECHNICAL KNOWLEDGE DRIVEN TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)

Functional Consultant 2,750 - 4,700 4,700+ Developer / Programmer 3,250 - 4,500+ -
Technical Consultant 3,000 - 4,700 4,700+
TECHNICAL KNOWLEDGE DRIVEN (SALESFORCE COMMERCE CLOUD FOCUSED)
Developer / Programmer 2,900 - 4,800 4,800+
Administrator 2,700 - 4,180 4,180+ Developer / Programmer 3,250 - 4,500+ -

Technical Architect - 6,630+

Solution Architect - 6,630+
Tester 2,700+ -

EXPERIENCE DRIVEN
Project Manager 3,310 - 5,510 5,510+
Product Owner - 5,000+

SALES DRIVEN* (ALL BONUSES EXCLUDED)

Account Manager / Account Executive 3,200+ -

MARKETING DRIVEN
Marketing Cloud Consultant 2,800 - 4,700 4,700+
Marketing Cloud Specialist (Internal) 2,800 - 4,700 4,700+
Marketing Cloud Developer 2,800 - 4,600 4,600+
Marketing Cloud Architect - 6,300+

* Base salaries excluding commision and without 8% holiday pay

The Netherlands benefits package includes 8% vacation pay on top of the listed monthly salary. Companies may offer
various benefts including health insurance, bonus, transport reimbursed, company car and fuel card (usually only
consultancy companies offer this). The purpose is to enhance the overall value of the total package received by the
employee and reduce taxes paid by the employee.

Further information on 30% Ruling: The 30% ruling is an income tax advantage for highly skilled migrants working in
the Netherlands. It means that 30% of your salary is tax-free. To benefit from the 30% ruling, you must meet certain
requirements. Please refer to the IND website for further information on the 30% ruling.

Salaries have been rounded to the nearest €10 for ease of reading, exclude Mason Frank margins and are correct as
of October 2022. Certain markets will exhibit a variance due to differences in costs of living. For up-to-date information
please contact Mason Frank directly.

Mason Frank’s Careers and Hiring Guide 2022-23 84

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BELGIUM (€) PERMANENT (MONTHLY) PERMANENT (MONTHLY)

Junior Pay Band Senior Pay Band Junior Pay Band Senior Pay Band

TECHNICAL KNOWLEDGE DRIVEN TECHNICAL KNOWLEDGE DRIVEN (MULESOFT FOCUSED)

Functional Consultant 2,620 - 3,150 3,150 - 4,740+ Developer / Programmer 3,250 - 4,500+ -
Technical Consultant 2,620 - 3,150 3,150 - 4,740+
TECHNICAL KNOWLEDGE DRIVEN (SALESFORCE COMMERCE CLOUD FOCUSED)
Developer / Programmer 2,620 - 3,150 3,150 - 4,740+
Administrator 2,620 - 3,150 3,150 - 4,740+ Developer / Programmer 3,250 - 4,500+ -

Technical Architect - 6,300+

Solution Architect - 6,300+
Tester 2,830+ -

EXPERIENCE DRIVEN
Project Manager 3,660 - 4,200+ -
Product Owner - 4,000+

SALES DRIVEN* (ALL BONUSES EXCLUDED)

Account Manager / Account Executive 3,140+ -

MARKETING DRIVEN
Marketing Cloud Consultant 2,620 - 3,500 3,500 - 4,500
Marketing Cloud Specialist 2,620 - 3,500 3,500 - 4,500
Marketing Cloud Developer 2,620 - 3,500 3,500 - 4,500
Marketing Cloud Architect - 6,300+
* Salaries vary depending on the construction of bonus schemes.

For advice about contract rates please see page 28.

The Belgian benefits package includes 13th month and vacation pay. Companies also offer other perks such as meal
vouchers, hospitalization insurance, group insurance, EcoCheques, bonus, transport reimbursed, company car and fuel
card, IP ruling (tax benefits), and other net advantages. The purpose is to enhance the overall value of the total package
received by the employee.

Please note: From January 2022 there is a new tax benefit for expats, please seek advice from a tax professional for
details.

Salaries are pre-tax and have been rounded to the nearest €10 for ease of reading, exclude Mason Frank margins and
are correct as of October 2022. Certain markets will exhibit a variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

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SWITZERLAND (Fr) PERMANENT AUSTRALIA (AU$) PERMANENT* CONTRACT

Junior Pay Band Senior Pay Band Junior Pay Band Senior Pay Band Range (p/d)

TECHNICAL KNOWLEDGE DRIVEN TECHNICAL KNOWLEDGE DRIVEN

Functional Consultant/ In-house Consultant 90,000 - 115,250 115,250 - 130,000+ Functional Consultant 118,000 - 140,250 140,250 - 162,000+ 1,080 - 1,405
Technical Consultant 95,000 - 120,500 120,500 - 135,000+ Technical Lead 155,500 - 172,250 172,250 - 188,750+ 1,349 - 1,621
CRM Manager 101,250 - 122,000 122,000 - 142,750+ Developer 134,500 - 156,000 156,000 - 178,500+ 1,134 - 1,567
Developer / Programmer 81,000 - 111,250 111,250 - 132,000+
Administrator 96,500 - 118,250 118,250 - 140,250+ 810 - 1,027
Pre-Sales Consultant 91,000 - 111,500 111,500 - 132,500+
Technical Architect 182,750 - 226,250 226,250 - 269,750+ 1,457 - 1,783
Administrator 76,000 - 95,000 95,000 - 115,000+
Solution Architect 161,000 - 188,250 188,250 - 215,750+ 1,403 - 1,675
Technical Lead - 110,000 - 140,000+
Technical Architect - 130,000 - 165,000+ EXPERIENCE DRIVEN
Solution Architect - 131,500 - 165,000+
Project Manager 139,500 - 167,250 167,250 - 194,250+ 1,188 - 1,729

EXPERIENCE DRIVEN Business Analyst 118,250 - 140,250 140,250 - 162,250+ 1,026 - 1,351

Project Manager 96,000 - 121,500 121,500 - 145,000+

MARKETING DRIVEN
Business Analyst 91,000 - 121,500 121,500 - 135,000+
Marketing Cloud Developer 107,500 - 134,750 129,250 - 162,250+ 1,080 - 1,405
Programme Manager 141,500 - 182,750 182,750 - 203,750+
Marketing Cloud Consultant 107,250 - 123,750 123,750 - 140,250+ 1,026 - 1,351
IT Director / CIO 151,500 - 182,750 182,750 - 254,750+
Marketing Cloud Architect 139,750 - 161,750 161,750 - 183,750+ 1,349 - 1,567
IT Manager 131,500 - 162,500 162,500 - 203,750+

SALES DRIVEN* MULESOFT FOCUSED

VP of Sales - 182,750+ MuleSoft Architect 171,750 - 188,250 188,250 - 205,000+ 1,457 - 1,783
Sales Director - 151,750 - 182,750+ MuleSoft Developer 128,750 - 150,500 150,500 - 172,750+ 1,134 - 1,567
Account Executive 95,000 - 121,750 121,750 - 142,750+

MARKETING DRIVEN
Marketing Automation Consultant 90,000 - 116,750 116,750 - 127,500+
Marketing Automation Solution Architect 106,250 - 120,000 120,000 - 145,000+

* Base salaries excluding commission

Salaries have been rounded to the nearest Fr250 for ease of reading, exclude Mason Frank margins, are taken as an
average for all cantons inclusive, and are correct as of October 2022. Certain markets will exhibit a variance due to
differences in costs of living, and some industries (i.e., life sciences, financial institutions) are generally paid 10-15% higher.
For up-to-date information please contact Mason Frank directly.
* Excluding superannuation
Salaries have been rounded to the nearest AU$250 for ease of reading, exclude Mason Frank margins and are correct
as of October 2022. Certain markets will exhibit 10-15% variance due to differences in costs of living. For up-to-date
information please contact Mason Frank directly.

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JAPAN (¥) PERMANENT SINGAPORE (S$) PERMANENT

Junior Pay Band Senior Pay Band Junior Pay Band Senior Pay Band

TECHNICAL KNOWLEDGE DRIVEN TECHNICAL KNOWLEDGE DRIVEN

Functional Consultant 5,100,000 - 8,710,000 8,710,000 - 12,370,000+ Functional Consultant 69,000 - 91,500 91,500 - 114,250+
Technical Consultant 5,400,000 - 8,360,000 8,360,000 - 15,130,000+ Technical Consultant 74,500 - 99,750 99,750 - 127,000+
CRM Manager 7,160,000 - 9,790,000 9,790,000 - 15,510,000+ CRM Manager 52,250 - 91,500 91,500 - 151,000+
Developer 4,320,000 - 7,110,000 7,110,000 - 9,050,000+ Developer 57,000 - 78,000 78,000 - 126,250+
Administrator 2,620,000 - 4,230,000 4,230,000 - 6,160,000+ Administrator 56,500 - 79,000 79,000 - 101,500+
Technical Architect 7,390,000 - 11,760,000 11,760,000 - 16,180,000+ Technical Architect 100,750 - 146,000 146,000 - 191,500+

EXPERIENCE DRIVEN EXPERIENCE DRIVEN

Project Manager 6,490,000 - 10,460,000 10,460,000 - 15,950,000+ Project Manager 75,250 - 100,750 100,750 - 154,500+
Business Analyst 4,340,000 - 7,950,000 7,950,000 - 11,360,000+ Business Analyst 69,000 - 91,500 91,500 - 114,250+

MARKETING DRIVEN MARKETING DRIVEN

Marketing Cloud Administrator 3,670,000 - 4,360,000 4,360,000 - 5,060,000+ Marketing Cloud Administrator 56,500 - 83,000 83,000 - 103,750+
Marketing Cloud Consultant 5,930,000 - 11,220,000 11,220,000 - 16,570,000+ Marketing Cloud Consultant 66,750 - 93,250 93,250 - 150,500+
Campaign Manager 6,650,000 - 8,740,000 8,740,000 - 10,840,000+ Campaign Manager 61,250 - 86,250 86,250 - 127,000+
Marketing Cloud Solution Architect 6,620,000 - 9,140,000 9,140,000 - 14,660,000+ Marketing Cloud Solution Architect 107,250 - 147,250 147,250 - 191,500+
Marketing Cloud Developer 60,000 - 84,000 84,000 - 108,000+

Salaries have been rounded to the nearest ¥10,000 for ease of reading, exclude Mason Frank margins and are correct as Salaries have been rounded to the nearest S$250 for ease of reading, exclude Mason Frank margins and are correct as
of October 2022. For up-to-date information please contact Mason Frank directly. of October 2022. For up-to-date information please contact Mason Frank directly.

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ABOUT MASON FRANK Mason Frank in numbers

Salesforce recruitment is what we do Salesforce roles Products we

Mason Frank International is the global leader in Salesforce

we recruit for recruit for
128,000+ 300+
recruitment and, to date, we’ve worked with over 6,000 • A
 dministrators • S ales Cloud permanent and recruitment
organizations in 87 countries to deliver the very best Salesforce
contract Salesforce consultants worldwide
talent in the ecosystem. • A
 rchitects • L ightning
professionals in our focused solely on
As the world’s largest Salesforce-specific recruiter, we have • D
 evelopers • S ervice Cloud database Salesforce
an enviable reach across the Ohana, with more than 128,000
Salesforce professionals in our exclusive database. • T echnical and Functional • E instein Analytics
Consultants
If you’re a Salesforce customer, partner or ISV, our consultants • M
 arketing Cloud
will work with you to understand your business and technical • T echnical Leads
requirements to deliver top tech talent fast and on budget. • M
 uleSoft
• P roject Managers
And if you’re a Salesforce professional ready for your next career
move, we can find the most lucrative roles wherever you want to • S ales and Support
• C
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16,800+ 815,000+
be—many of which are exclusive to Mason Frank—that match your Professionals • n Cino interviews arranged
expertise, work-life preferences, and desired salary. annual visitors to
• P latform for Salesforce roles masonfrank.com
• T rainers
Whatever your recruitment needs, our global team of 300+ in 2021
dedicated Salesforce consultants can help you reach your goals. • T ableau
• S alesforce Industries

“Our recruiter showcased excellent market knowledge, and the

turnaround time, once the candidate accepted, was also really quick,
“As Salesforce experts, Mason Frank fully understood our
requirements and sourced exceptional candidates that not only
20+
offices across the
taking just 48 hours.” possessed the hard skills we needed but who were also an
excellent culture fit for our business.” United States,
Martin Jones, Solutions Director, Impellam Group Canada, Europe and
Ben Pinkerton, Technology Director, Aquient Asia-Pacific

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BROWSE SALESFORCE CANDIDATES
ONLINE FOR FREE
Mason Frank’s Candidate Search is a free online tool that gives
employers instant access to profiles of thousands of Salesforce
professionals worldwide.

Creating your custom candidate shortlist is super quick and hassle-free:

• Search and filter your results by skills, location, job title and other
relevant parameters
• View online profiles of Salesforce professionals pre-vetted by our team
• Like what you’ve found? Save your results and come back later
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 Email: info@masonfrank.com Website: www.masonfrank.com

Mason Frank International @mason_frank Mason Frank International