Urgent vs. Important: How Salesforce Tech Leaders Make Smart Hiring Calls Under Pressure
Some weeks feel like a blur of alerts, demos, last-minute fixes and… hiring?
Yeah, right.
If you’re leading a product built on Salesforce, you know the pressure.
You’re navigating platform complexity, custom integrations, performance demands, and on top of that, you’re supposed to hire?
Not just anyone.
You need people who understand how Salesforce actually works at scale.
And yet… hiring often gets pushed to the bottom of the list.
Here’s the problem: if you only hire when things are already broken, it’s too late.
Hiring isn’t a checkbox. It’s a strategic lever.
Especially in Salesforce-based teams where roles are nuanced, onboarding takes time, and the wrong hire can ripple across multiple orgs.
Here’s what we’ve seen work for leaders who hire well, even when everything feels urgent:
1. Don’t wait for “the perfect moment” … it won’t come
You’re always going to be in the middle of something:
⚡️ Sprint reviews
⚡️ Release blockers
⚡️ Salesforce platform updates
⚡️ Fire drills around flows, permissions, or integrations
⚡️ That VP ping you weren’t expecting
The truth? There’s no calm week.
The smartest Salesforce leads treat hiring like a backlog item — it moves forward sprint after sprint.
That might look like:
– Reviewing one candidate per day (instead of a bulk session you’ll cancel anyway)
– Delegating technical screens to someone who knows Salesforce inside-out
– Blocking 30 minutes weekly to reflect on what roles you actually need next quarter
Hiring in chaos fails. But building hiring into your rhythm? That’s where things start to shift.
2. Separate what’s urgent from what’s essential
Salesforce ecosystems are full of urgent issues,
bugs, user complaints, integration weirdness, data sync delays…
But the most important problems don’t scream.
They simmer quietly in the background:
Are we set up to scale this architecture?
Do we have people who can own declarative + programmatic strategy?
Are we leaning too much on one admin or developer?
These aren’t fires, yet.
But if you ignore them, they’ll explode right when you can’t afford it.
The best tech leaders make space to ask these questions, even in chaos.
Because they know hiring isn’t about just covering a sprint.
It’s about designing a team that can evolve with the platform, and the business.
3. Bring in support before it’s a crisis
Every Salesforce team hits the moment where the load is too much.
Technical debt builds.
Internal devs are stretched thin.
Projects get delayed.
But by the time you say, “We need help,” you’re already losing speed.
That’s why smart leaders bring in outside support early, not out of desperation, but out of strategy.
We’ve seen it firsthand:
– Bringing in a Salesforce architect to untangle multi-org confusion
– Adding a nearshore backend dev to handle data-heavy components
– Relying on temporary staff to execute flows or support automation while the core team focuses on roadmap features
It’s not a shortcut. It’s proactive capacity planning.
Final Thought: Your hiring plan is your fire prevention plan
If you’re pushing hiring to “next week”… every week…
this is your sign to bring it back into focus.
In Salesforce-based teams, where complexity multiplies quickly, the cost of a bad hire, or a late one, is higher than in most environments.
So slow down just enough to move forward smart.
Even one small step, like aligning on what role you really need, can save you weeks of rework later.
