The document summarizes presentations from three speakers - Andrew Smith, Daniel Marionni, and Colin Cooper - about using Salesforce for human resources, recruiting, and performance management. Daniel Marionni discusses how Morgan Stanley used Salesforce to standardize its recruiting processes. Colin Cooper explains how Fairsail implemented performance management on the Force.com platform to link objectives to rewards. Andrew Smith promotes the benefits of the Salesforce platform for customizing applications.

1. Human Resources & Recruiting On-Demand Andrew Smith, salesforce.com Daniel Marionni, Morgan Stanley Colin Cooper, Fairsail

2. Safe Harbor Statement “ Safe harbor” statement under the Private Securities Litigation Reform Act of 1995: This presentation may contain forward-looking statements including but not limited to statements concerning the potential market for our existing service offerings and future offerings. All of our forward looking statements involve risks, uncertainties and assumptions. If any such risks or uncertainties materialize or if any of the assumptions proves incorrect, our results could differ materially from the results expressed or implied by the forward-looking statements we make. The risks and uncertainties referred to above include - but are not limited to - risks associated with possible fluctuations in our operating results and cash flows, rate of growth and anticipated revenue run rate, errors, interruptions or delays in our service or our Web hosting, our new business model, our history of operating losses, the possibility that we will not remain profitable, breach of our security measures, the emerging market in which we operate, our relatively limited operating history, our ability to hire, retain and motivate our employees and manage our growth, competition, our ability to continue to release and gain customer acceptance of new and improved versions of our service, customer and partner acceptance of the AppExchange, successful customer deployment and utilization of our services, unanticipated changes in our effective tax rate, fluctuations in the number of shares outstanding, the price of such shares, foreign currency exchange rates and interest rates. Further information on these and other factors that could affect our financial results is included in the reports on Forms 10-K, 10-Q and 8-K and in other filings we make with the Securities and Exchange Commission from time to time. These documents are available on the SEC Filings section of the Investor Information section of our website at www.salesforce.com /investor . Salesforce.com, inc. assumes no obligation and does not intend to update these forward-looking statements, except as required by law.

3. Why Use Salesforce for HR? On-Demand Trust Familiar User Interface Ability to Evolve One Login, One Database AppExchange Apps & Add-Ons

4. Customize Performance Management Recruiting Vacation Requests Build Buy

6. Daniel Marionni VP, National Recruiting [email_address]

7. About Morgan Stanley INDUSTRY : Financial Services FINANCIAL ADVISORS & INVESTMENT REPS : 8,000 GEOGRAPHY : Global # USERS : 800 PRODUCT(S) USED : SFA, Service & Support, AppExchange applications Global Wealth Management Group (GWMG) provides a range of wealth management products and services to individuals, businesses and institutions. These include brokerage and investment advisory services, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust services.

8. Challenges Facing National Recruiting Limited view of Recruiting Pipeline Managers are not connected Recruit Data resides in a silo Recruit Checklist is not electronic Pipelines not being consistently measured or monitored until candidates are presented to National Recruiting practices and tracking differ from Manager-to-Manager, region-to-region No record of past candidates considered No formal process for lead transition when Managers leave or change positions

9. Challenges Facing National Recruiting Limited view of Recruiting Pipeline Managers are not connected Recruit Data resides in a silo Recruit Checklist is not electronic Poor communication among Manager’s in regards to leveraging collective experiences/insights in recruiting Nothing preventing Manager’s from targeting the same recruits or past considered recruits

10. Challenges Facing National Recruiting Limited view of Recruiting Pipeline Managers are not connected Recruit Data resides in a silo Recruit Checklist is not electronic Difficulty in accessing firm data in a timely manner: Post-hire performance tracking Manager successes/failures Decisions being made without adequate supporting data: Deal economics Accurate pipeline-to-conversion ratios

11. Challenges Facing National Recruiting Limited view of Recruiting Pipeline Managers are not connected Recruit Data resides in a silo Recruit Checklist is not electronic Recruit Checklist not accessible for analysis Limited ability to analyze data on recruit’s book of business

12. Objectives Standardize recruit management, tracking, and reporting practices firm-wide Maintain a complete and accurate listing of all Recruiting activities and candidates Integrate firm data for ease of reporting and post-hire performance analysis Provide real time line-of-sight into branch, area, and regional recruiting activity Use management dashboards to improve access, reporting, delivery, and analysis of recruiting data Automate Recruit-to-FA lifecycle Automate workflow processes and notifications allowing all ‘approvers’ to work off a single platform, capturing all input

13. Bottom Line Every recruit that isn’t hired as a result of lost momentum, coordination, or breakdown on our behalf, represents a loss in opportunity revenue of $500k per year.

14. BUILD vs. BUY Timeline Availability to Resources Ability to Execute Configuration / Ramp Up / Support

15. Decision: Salesforce.com Customizations: 20 days Pilot: 10 days Roll Out: 20 days 90%+ user adoption Since the rollout, every department involved in the hiring efforts of Recruits has come on Salesforce.

16. Take-Aways Top-Down Support Iterative Training –’Its NOT ACT!’ Listen to the Users Make it simple Leverage your enterprise resources Its not real if its not in Salesforce!

17. Colin Cooper Founder and CEO [email_address]

18. Typical Challenges Few managers set objectives or targets Progress meeting objectives is not tracked Sales not aware of actual sales results Attempts at performance management generated disparate emails, Word, and Excel files Identification of high performers hit and miss

19. Consequences Weak link between high performance and rewards Low performance rarely addressed High achievers de-motivated and left company Lost key skills and opportunities Attempts to address performance had poor security and no audit trail

20. Top Priorities for Sales Source: Chief Sales Officer Insights 2007 56%

21. Problems Faced by Sales Management “For the third straight year performance metrics have declined: new reps time to full productivity - up. percentage of presentations leading to sales - down. sales cycles - lengthened. Simply stated: all indicators are pointing in wrong direction if performance improvement is where we are heading, or want to be heading.” Quote from: Chief Sales Officer Insights 2007

22. The Solution: Performance Management Set clear objectives and targets Monitor progress during year Performance review at end of year Reward high performance Tackle under performance (development)

23. Performance Management on the Force.com Platform Industry leading security and resiliance Easy to customize Extendable - link to other systems Platform makes it easy to extend to all other departments

24. Demonstration Manager login Team Member login Admin login next

33. The Result 80% have monitored objectives and timely annual performance review For the first time rewards linked to high performance Sales team can easily view latest targets and actuals along with history “a great place to work”

34. Visit us at Dreamforce - booth #214

35. Imagine it. Learn it. Use it. Discover What’s New on the AppExchange

36. How to Get Started Force.com Platform Edition Run custom apps Run AppExchange apps Full platform functionality Full analytics

37. Platform Edition Functionality Platform Features Custom apps Custom tabs Custom objects Workflow API Storage Sandbox* Premier support* Basic Collaboration Home Accounts Contacts Documents Tasks & Events Reports & Dashboards + * Unlimited Edition only CRM features No campaigns No leads No opportunities No cases No solutions No products No forecasts No contracts No future standard objects

38. Run Your Entire Business On-Demand Sales Marketing Support Finance HR R&D IT Platform License Platform License Platform License Platform License License Management CRM License Custom App CRM Non-CRM Custom App Custom App Custom App Custom App Custom App

39. Platform Edition Pricing 2,000 200 Max Custom Objects   Force.com Platform Unlimited 25 Max Custom Tabs Unlimited 10 Max AppExchange Apps $ $ $ $ Not included $50 Enterprise Edition $100 Price  Premier Support Not included CRM Functionality  Force.com Mobile  More Storage  Sandbox Unlimited Edition

40. Takeaways… Start small Good bye paper & Excel Customize, build, buy Force.com Platform Edition Big wins with existing Salesforce CRM users

41. Session Feedback Let us know how we’re doing! Please score the session from 5 to 1 (5=excellent,1=needs improvement) in the following categories: Overall rating of the session Quality of content Strength of presentation delivery Relevance of the session to your organization We strive to improve, t hank you for filling out our survey. Additionally, please score each individual speaker on: Overall delivery of session

42. Andrew Smith Product Manager, Platform Daniel Marionni Vice President Colin Cooper Founder and President QUESTION & ANSWER SESSION