The document outlines Salesforce's evolution and recruitment strategies from 1999 to 2012, illustrating a significant growth in employee headcount from 2 to 11,000. It emphasizes paralleling recruitment with sales processes, implementing new technology, and using data analytics to improve recruiting metrics and candidate experience. Key takeaways include the importance of building a sales-oriented organizational structure, investing in technology, and leading with data.

1. RECRUITING + SALES = SUCCESS
The Salesforce.com Story
MIKE EUGLOW
HEAD OF GLOBAL RECRUITING
JESPER BENDTSEN
VP, GLOBAL
GO TO MARKET RECRUITING
NEAL NARAYANI
HEAD OF STRATEGY &
OPERATIONS, EMPLOYEE SUCCESS

2. Safe Harbor
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This presentation may contain forward-looking statements that involve risks, uncertainties, and assumptions. If any
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differ materially from the results expressed or implied by the forward-looking statements we make. All statements
other than statements of historical fact could be deemed forward-looking, including any projections of product or
service availability, subscriber growth, earnings, revenues, or other financial items and any statements regarding
strategies or plans of management for future operations, statements of belief, any statements concerning new,
planned, or upgraded services or technology developments and customer contracts or use of our services.
The risks and uncertainties referred to above include – but are not limited to – risks associated with developing and
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breach of our security measures, the outcome of any litigation, risks associated with completed and any possible
mergers and acquisitions, the immature market in which we operate, our relatively limited operating history, our ability
to expand, retain, and motivate our employees and manage our growth, new releases of our service and successful
customer deployment, our limited history reselling non-salesforce.com products, and utilization and selling to larger
enterprise customers. Further information on potential factors that could affect the financial results of salesforce.com,
inc. is included in our annual report on Form 10-K for the most recent fiscal year ended January 31, 2011 and in our
quarterly report on Form 10-Q for the most recent fiscal quarter ended July 31, 2011. These documents and others
containing important disclosures are available on the SEC Filings section of the Investor Information section of our
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Any unreleased services or features referenced in this or other presentations, press releases or public statements are
not currently available and may not be delivered on time or at all. Customers who purchase our services should make
the purchase decisions based upon features that are currently available. Salesforce.com, inc. assumes no obligation
and does not intend to update these forward-looking statements.

4. HEADCOUNT
GROWTH
4,800
Employees
2010
2
Employees
1999

5. THE STORY OF 2010

6. SALESFORCE IN
2010
52
RECRUITERS
HIGH MIX OF 12-MONTH CONTRACTORS
HIGH CHURN
MANAGED CAPACITY BY ‘FEEL’

7. SALESFORCE IN
2010
7.5
HIRES / QTR
/ RECRUITER
STRONG RECRUITERS
HIRING HORSEPOWER
MOST COMPETITIVE MARKETS

8. SALESFORCE IN
2010
WILD WEST
SOURCING
HIRED GUNS
LIMITED METRICS
NO CAREER PATH

9. SALESFORCE IN
2010
LINKEDIN
AMATEUR HOUR
INDEPENDENT USERS
NO MARKETING
NO STRATEGY

10. SALESFORCE IN
2010
39%
REFERRAL RATE
INNOVATIVE PROGRAMS
BLACK HOLE REFERAL PROCESS
LOST TRUST

11. SALESFORCE IN
2010
ZERO
DATA VISIBILITY
SPREADSHEETS & GOOGLE DOCS GALORE
TIME INTENSIVE
INCONSISTENT DATA

12. SALESFORCE IN
2010
LIMITED
WORK LIFE BALANCE
WE WERE GETTING IT DONE
BUT IT WAS PAINFUL
& UNSUSTAINABLE

13. FROM
HYPERGROWTH
TO
UBERUBER-HYPERGROWTH

14. COMPANY
GROWTH
11,000
Employees
2012
4,800
Employees
2010
2
Employees
1999

15. WHO CAN
HELP?

16. NUMBER OF
CUSTOMERS
72,500
Customers
2010
3,500
Customers
2002

17. SO WHY NOT
MIRROR SALES?

18. RECRUITING = SALES?
BOTH HAVE MARKETING
BOTH HAVE INBOUND LEADS
BOTH HAVE PROSPECTING
BOTH HAVE COMPETITION
BOTH HAVE A SALES CYCLE
BOTH HAVE OPERATIONS
BOTH HAVE FORECASTS
BOTH HAVE QUOTAS
BOTH NEED CLOSERS

19. WHAT WE DID
3 THINGS

20. 1
RERE-ORGANIZED TO
MIRROR SALES

21. SALES
RECRUITING
1
PRODUCT
MARKETING
CAREERS
MARKETING
2
SALES
OPERATIONS
RECRUITING
OPERATIONS
3
COMPETITIVE
INTELLIGENCE
RECRUITING
RESEARCH
4
SALES
COORDINATOR
RECRUITING
COORDINATOR
5
INBOUND LEAD
GENERATION
6
OUTBOUND LEAD
GENERATION
OUTBOUND CANDIDATE
SOURCING
7
ACCOUNT
EXECUTIVE
RECRUITER
8
BIG DEAL
ACCOUNT EXECUTIVE
EXECUTIVE
RECRUITING
N
E
W
N
E
W
INBOUND CANDIDATE N
E
SOURCING
W
N
E
W

22. CAREER
PATH
EXEC RECRUITER
ACCOUNT EXEC
SALES
WHALES
CLOSERS
RECRUITER
OUTBOUND
OUTBOUND
SOURCING
INBOUND
INBOUND
SOURCING
OUTBOUND
LEAD GEN
INBOUND
LEAD GEN
OPS
INTELLIGENCE
MARKETING
SALES
COORDINATOR
HIRE HERE
RECRUITING
COORDINATOR
RECRUITING
RECRUITING
BIG DEAL
ACCOUNT EXEC
OPS
RESEARCH
MARKETING

23. 2
REFRESHED OUR
TECHNOLOGY

24. John
Smith
John
Smith
John
Smith
John
Smith
REFINED OUR ATS TO TRACK KEY METRICS

25. Taylor Jones
Taylor Jones
A CRM SEEMED OBVIOUS

26. BUILT A RESEARCH SERVICE

27. ALL IN WITH LINKEDIN

28. STARTED SOCIAL LISTENING

29. 3
DATA IS THE
NEW BLACK

30. "If we have data, let's look at data.
If all we have are opinions, let's go
with mine."
-Jim Barksdale, former CEO Netscape

31. MATCHED SALES REPORTING

32. CAPACITY MODELING FROM ART TO SCIENCE

33. LINKEDIN RECRUITING ANALYTICS

34. Competitor Names Hidden
Salesforce Talent Flows (RED = “Departures To” , GREEN = “Arrival From”)
WE GOT COMPETITIVE

35. COMPETITOR APPLICATION VOLUME
Salesforce / Company X
Partnership
Announcement
Company X
Key Executive
Hire
MONTH 1
MONTH 2
MONTH 3
MONTH 4
MONTH 5
MONTH 6
Company X Application Volume at Salesforce.com
WE GOT DISRUPTIVE

36. WE GOT PROACTIVE

37. THE RESULT

38. PRODUCTIVITY
21%
2010 - CURRENT

39. CANDIDATE EXPERIENCE
28%
LAST 8 QUARTERS

40. REFERRAL RATE
60%
SOURCE OF HIRE

41. STAFF PROMOTIONS
24%
SINCE JANUARY

42. ATTRITION
1/3
OF SALESFORCE
AVERAGE

43. MIKE’S EGO
73%
MORE ARROGANT
YEAR OVER YEAR

44. CONFIDENCE
MEETING TARGETS
DRIVING STRATEGY
BUILDING TRUST

45. KEY TAKEAWAYS
BUILD A SALES ORG
•
•
INVEST IN A TECHNOLOGY
FOUNDATION
•
LEAD WITH DATA