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If you're in the market to hire Salesforce developers, you've recognized their indispensable role in leveraging the capabilities of Salesforce, a leading customer relationship management (CRM) software. Salesforce developers customize CRM platforms, develop robust applications, and integrate new systems to help businesses streamline operations, enhance customer relationships, and drive revenue growth. However, hiring these niche professionals is often fraught with challenges, including fierce competition for talent and the need for recruiters to understand the Salesforce ecosystem to assess candidate skills deeply and effectively.
This article will guide you in overcoming these hiring obstacles and securing top-notch Salesforce developers for your team. Discover how Revelo can help you find the perfect fit for your Salesforce development team.
Salesforce development is a specialized field that revolves around the customization and enhancement of Salesforce's platform, which is primarily used for customer relationship management. When you hire Salesforce developers, you're procuring talent to transform the standard Salesforce CRM into a tailored solution that fits your unique business needs by creating custom features and functionalities.
Projects requiring Salesforce developers include building custom sales dashboards, developing a bespoke customer service portal, configuring automated marketing campaigns, or integrating your Salesforce CRM with other business systems for seamless data exchange.
A Salesforce developer navigates a varied and dynamic workday focused on enhancing your company's Salesforce platform to optimize business operations and customer interactions. Here's a closer look at what a typical day might involve:
If you're considering bringing a mid-level Salesforce developer onto your team, it's essential to understand the financial investment involved. According to Glassdoor, a Salesforce developer with four to six years of experience in the U.S. earns an average annual salary of $99,216.
However, there's an opportunity to tap into the equally talented pool of Salesforce developers in Latin America, where the cost of living is lower. Typically, these professionals earn 30% to 50% less than their U.S. counterparts, with the wage scale dependent on their location and the depth of their experience. When you partner with Revelo, we connect you with a roster of thoroughly vetted Latin American developers who bring the same expertise at a substantially reduced cost.
A well-crafted Salesforce developer job description should outline your expectations and the job's responsibilities and highlight your company's culture and benefits offered — key selling points for today's professionals.
Before writing the job description, take a moment to assess the complexity of your new hire's tasks. A junior developer could be sufficient if the role involves routine adjustments to the Salesforce platform or basic development tasks. However, if the job requires creating complex custom solutions, leading Salesforce development projects, or managing a team, you'll need a mid-level or senior developer.
Your job description should include the following sections:
To effectively assess the capabilities of your prospective Salesforce developers, it's crucial to ask insightful interview questions for Salesforce developers and role-specific. Below are some questions to give you a head start.
This question evaluates the candidate's technical expertise and ability to manipulate Salesforce beyond its standard capabilities to meet unique business requirements. Custom objects are database tables that allow you to store information unique to your organization in Salesforce.
A qualified candidate should be familiar with creating and managing these custom objects. Their answer should indicate that they understand custom objects are used to extend Salesforce's functionality, including creating custom fields, associating the object with other records, and even creating layouts to present data specific to your business needs.
Asking about governor limits can gauge a candidate's understanding of Salesforce's operational boundaries and ability to work within them. A well-informed candidate will explain that governor limits are runtime limits enforced by Salesforce to prevent the monopolization of resources.
They might mention different types of governor limits, including per-transaction apex limits, static apex limits, size-specific apex limits, and miscellaneous apex limits. They should also acknowledge the importance of respecting these limits to prevent system errors and interruptions in service.
This question is crucial, as it allows you to assess the candidate's understanding of Salesforce's automation tools and their ability to choose the right tool for a specific job — a key skill in Salesforce development. A knowledgeable candidate should be able to explain these distinctions and give situations in which one might be more applicable than the other.
For instance, they might say, "Workflow is better suited for simple, single-action tasks, while Process Builder is more appropriate for complex tasks requiring multiple actions. If we need to automate a series of actions contingent on a particular trigger, Process Builder is the way to go. Conversely, a Workflow rule would suffice for a straightforward task like sending an email alert when a deal is closed."
From sourcing the right candidates to effectively evaluating their technical abilities, hiring a Salesforce developer can be demanding. However, Revelo can help simplify this daunting task. Our rigorous vetting process ensures that only highly competent remote software engineers from Latin America enter our talent pool, providing you with a cost-effective way to scale your engineering team and hire Salesforce developers who are right for your business.
If you're looking to optimize your Salesforce development efforts with top-tier talent, reach out to begin hiring remote software developers through Revelo.
Build your remote software engineering team in any tech stack. Our talent pool of senior software developers are pre-screened across 100+ skills.
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Yes, if for any reason you find the developer you hire isn't a good fit within the first 14 days - you pay nothing or we can find you a replacement at no additional cost.
Hiring a full-time developer through Revelo is a simple 3-step process. First, you tell us your hiring needs. Second, we match you to the best developers within 3 days. Third, you interview the candidates you like and hire the one you like most.