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Salesforce Channel Chief Tyler Prince Has 11 Tips For Channel Partners

‘Without our partners pushing us, without our partners contributing to us, without our partners building services and software around what we do, I’m not sure we’d be in the position we’re in,” Tyler Prince tells CRN in an interview. ‘And we welcome and appreciate that.’

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How is Salesforce growing the partner ecosystem?

We’re always looking to bring incredible new solutions and software companies and consulting partners, digital agencies into the ecosystem. We think there is that much opportunity available.

I’ll give you one example where we recognize the opportunity to help the ecosystem generally grow, and it’s something called the Talent Alliance.

We have an opportunity, maybe even an obligation to invite and include more professionals into the Salesforce ecosystem. All of our partners are hiring aggressively and they’re looking for talent.

We need to figure out ways to train more people and invite more people into the ecosystem that haven’t been here before. We need to grow the number of professionals in our ecosystem.

I recognize we can grow the ecosystem with an eye toward diversity and inclusion. So we created this thing called Talent Alliance where we want to marry up all these incredible partners in our ecosystem that are hiring aggressively with net new talent and welcome them into the ecosystem.

I’ve heard it quoted a number of places that the talent is equally distributed but the access to opportunity is not. So this is a way of bridging that gap.

We originally had a goal of onboarding 250 companies to the Talent Alliance. We actually got 480 companies to take the pledge.

That really required them to hire with inclusion principles in your hiring process. At big companies, that’s pretty natural, they’ve invested in making sure that they have the right hiring principles. Smaller companies maybe haven’t had the time or the opportunity to do that. So we offer up the way that we’ve done it, and we ask them to follow some principles of their own or leverage ours.

No. 2 is, we ask for a commitment that they will hire at least 20 percent of their net new staff into their firms that are new to our ecosystem — they’ve never been part of the Salesforce ecosystem before. That’s a way we can get new talent into the ecosystem.

And the third is we’ve started to work with some workforce development groups and highlight those among the partners. We actually structured it where these partners will guarantee interviews for people that have come out of a couple of these workforce development programs. Salesforce military is a perfect example. Because of the confidence we have in our partners, the amount of people they’re going to hire, we will guarantee with our partners that every person that comes through the Salesforce Military program builds their capabilities, earns some of their credentials and certifications. Every one of them will get a guaranteed interview from at least one of our partners. You multiply that by 480 firms, you multiply that by dozens of workforce development programs.

We really just got it to go toward the end of last year. I think we’ve already placed 2,000 professionals that maybe hadn’t even heard of Salesforce before, who certainly weren’t part of the ecosystem.

 
 
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