At Salesforce, 93 percent of employees say their workplace is great.



This review is based on 1641 employee surveys, with a 90% confidence level and a margin of error of ± 1.95. It was published on Sep 10, 2018. 113686 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
I am able to take time off from work when I think it's necessary.
Management is honest and ethical in its business practices.
Our facilities contribute to a good working environment.

What They Do

We asked Salesforce to explain what they do. Here is what they had to say.

Salesforce is the global CRM leader, empowering companies to connect with their customers in a whole new way. We work as a team to deliver success for our customers while giving back to our communities.

About this Company

Website: Industry: Information Technology
US Headquarters: San Francisco, California, 94105 US Sites: 59
Major Locations: Burlington, Massachusetts, 01803; Indianapolis, Indiana, 46204; Chicago, Illinois, 60654; New York, New York, 10036; Atlanta, Georgia, 30326 US Employees: 20,113
Worldwide Revenues: $10,480 million Employees Worldwide: 32,164
Corporate Structure: Public Stock Symbol: CRM
Founded: 1999

Salesforce has been awarded:

Best Workplaces for Women 2018 (ranked 9)

Best Workplaces in Chicago 2018 (ranked 1)

PEOPLE's 2018 Companies that Care list (ranked 1)

Best Workplaces for Giving Back 2018 (ranked 1)

Best Workplaces in the Bay Area 2018 (ranked 1)

Best Workplaces for Technology 2018 (ranked 3)

Boston employees on an outing

Perks and Programs

We asked Salesforce to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Equality Advocacy: Tony Prophet (our Chief Equality Officer, reporting directly to Marc Benioff, the Co-CEO) and his team lead our company’s efforts to foster equality at Salesforce and in the communities we serve — whether it is gender, LGBTQ, racial, national origin, or religious equality. Equality is a core value at Salesforce, and having the role of Chief Equality Officer is an important signal of our dedication to building a more diverse and inclusive workplace, and our commitment to equality for all. We believe businesses can be powerful platforms for social change and can have enormous impacts on improving the state of the world. This year, we continued to receive recognition for our equal pay efforts, celebrated pride in 25 cities around the world, increased our number of marchers for Martin Luther King Day tenfold, and more.
  • Giving Back: A crucial part of how we give back to the community (and one of our most popular employee benefits) is our volunteer time off program (VTO). All Salesforce employees get seven days of paid time off (that’s 56 hours) and a generous matching policy (up to $5,000) every year to spend giving back to causes that are meaningful to them. Employees can choose to give back in their own ways, but often teams will set up monthly volunteering activities with local community organizations, meaning that VTO becomes both a team-building and a philanthropic exercise. Some employees even organize trips abroad. In addition, our top 100 volunteers are granted $10,000 to donate to a nonprofit of their choice. This year we surpassed a new plateau: 3 million hours volunteered since our founding.
  • V2MOM: We are transparent about our business priorities via our annual V2MOM process, which is our annual business plan. It’s how we ensure that everyone is aligned on our goals and priorities and are positioned to execute. Salesforce has used the V2MOM since its founding in 1999. Each November, our co-CEOs and their executive teams begin the process of crafting the draft V2MOM for the coming year. The vision and priorities then cascade down until every member of the leadership team, department leader, and individual employee has created a V2MOM. Every employee can instantly view the V2MOM of every other person in the company on desktop or mobile. This allows everyone at Salesforce to understand exactly how their individual work contributes to the overall company vision, and how they can help the business succeed, keeping us inspired and empowered to do the best work of our lives.
  • Trailhead: We help people develop their knowledge and skills for work at Salesforce or for work in the Salesforce ecosystem (3.3 million new jobs expected by the end of 2022) with Trailhead, our online learning platform created within the company and built on our own technology that makes learning fun. Employees can learn about everything from our products and services to our Ohana (Hawaiian for “family”) culture and how to adopt Salesforce’s management style. In just the first half of the year our employees earned more than 500,000 Trailhead badges. But Trailhead is not just for our employees; it actually started as a learning tool for our customers. It has expanded to our entire Ohana as a fun, self-paced tool for anyone who wants to learn our products so they can work in the Salesforce ecosystem.
  • Camp Pono: One of our biggest new initiatives this year was Camp Pono. In Hawaiian culture, living “pono” means achieving a state of balance and harmony, and Camp Pono is our new destination for benefits and wellbeing. We created it to provide resources, information, and support to help employees live well every day, in every way. Camp Pono has four pillars (Nourish, Revive, Move, Thrive), and we're going deep on one every three months with special events and initiatives to help build awareness and inspire employees with ways to live better across each of these areas. For instance, we created “Camp Pono Kitchen,” a series of videos with our Salesforce executive chef on how to make easy, healthy meals. Also, we created a Camp Pono trail on Trailhead where employees can go to learn about making healthy choices, and more than 2,000 employees took it in the first three days.
  • Internal Recruiting: We know our employees get calls from recruiters every day, and we think one of those calls should be from us. When we have an open job requirement, what better way to ensure that a candidate fits our culture than recruiting our current employees. Our Internal Recruiting team helps search for internal candidates in four areas: G&A, marketing, customer success, and sales. Since forming the team, more than 1,400 people have found their next opportunity within the company. Depending on the organization, we have filled as many as 30% of our roles with internal applicants. For these reasons (and a variety of others), employee attrition is at an all-time low.
  • Continuous Culture Enablement for All Employees: From Day 1, we make sure employees know what makes Salesforce's culture special. Through a variety of resources, including the Strategic Hiring trail on our learning platform, Trailhead, our recruiters and hiring managers become experts about our culture, making candidates excited to join. While onboarding, at Day 1 and Becoming Salesforce, new hires learn about their responsibility for and role in protecting and evolving our culture to make sure Salesforce remains a great place to work for all. And all employees are continuously inspired and enabled at customer events and meetings, org and companywide town halls, and all-hands by ever-present conversations about our culture. Not to mention, they can read inspiring stories from other employees, customers, and partners on our internal culture blog, our external culture website and trail, and in our #SalesforceOhana Yearbooks, found in all of our break rooms and lobbies.
  • Corporate Pitch Certification: We want to make sure that every employee feels like they are doing meaningful work for the company, and that starts with keeping all employees close to our customers so they understand the value Salesforce delivers. We've learned that this is one of the best ways to keep employees motivated and inspired to continue building the world's most innovative products and delivering exceptional levels of success for our customers. But not every employee knows everything about the company, so every employee goes through the annual Corporate Pitch Certification — our best explanation of the value we provide for our customers. Every year, every employee receives the most up-to-date presentation, practices it, then delivers the deck alongside teammates. Doing this exercise gives employees the context they need to represent us well at customer meetings and events, and in our Trailblazer Community or as a social ambassador.
  • Ohana Design: Our workspaces are a physical expression of our culture. Our “Ohana Design” features residential-like furnishings and principles, including open flow on each floor, offices only when necessary so employees get natural light and views, inspiration from nature and natural materials for Zen-like atmospheres, and mindfulness areas for recharging. Social lounges with snack and beverages and living rooms with soft seating encourage collaboration and fun. The top floor of our newest offices have beautifully decorated, open-plan Ohana floors where we invite our customers, partners, friends, and the community to attend Salesforce events or host their own. These floors are truly a home for our family — our Ohana.
  • Leading Ohana: We believe that effective executive development has the greatest impact when the focus is on the leader "as a person." After completing our other two executive development programs, executives can ask to attend “Leading Ohana,” where attendees examine why they are a leader. This year-long, transformational leadership experience focuses on the personal development of our leaders. Participants explore, identify, and magnify their deepest core values, then learn how to translate those values into authentic, impactful leadership. We urge executives to come to this program with an open mind, open to self-improvement and development and with a curiosity about how things can be done differently. Participants also learn about engaging in the global community, which includes week-long immersion trips to volunteer in places like Detroit, Kenya, and Vietnam. So far, in the two years that the program has run, 130 executives have participated.


$159,505 Average salary and additional cash compensation for Account Executive 5 $159,702 Average salary and additional cash compensation for Software Engineering SMTS
86% Company-paid health coverage for employees (for Employees enrolled in the PPO plan, which is the plan the majority of employees are enrolled in) 81% Company-paid health coverage for dependents (for Employees enrolled in the PPO plan, which is the plan the majority of employees are enrolled in)
86% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance


  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
Chicago employees cleaning up the beach on Lake Michigan


Unlimited Vacation Paid time off 28 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment Unlimited Paid time off as of first day of full-time employment
15 days Paid time off as of first day of part-time employment


  • Flexible schedule
  • Telecommute option
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Snacks, beverages, fitness center (free fitness classes, employee paid personal training, employee paid massages, employee paid nutrtionist), dedicated space for self-guided meditation, Puppyforce (dedicated office space for employees to bring their dogs with them))


130 days Job-protected maternity leave (including FMLA/STD) 86 days Average length of maternity leave new mothers take
130 days Job-protected paternity leave (including FMLA)42 days Average length of paternity leave new fathers take
$10,000 Adoption benefit


  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

56 hours Paid time off to volunteer $63,000,000 Philanthropic donations in last year
$10,100,000 Total company-matched employee donations in last year VP, Sustainability Leads environmental impact team
Self-Conducted Environmental impact audit Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program


  • Chief Equality Officer oversees diversity and inclusion practices
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 4 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Employees on the Ohana Floor in Salesforce East in San Francisco


An employee giving back with Habitat Humanity in Indianapolis

How to Get Hired

We asked Salesforce for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Game-changers, risk-takers, and boundary-pushers are a great fit for Salesforce. We welcome innovative people who challenge the status quo, dream up new ways to get things done, and see the world with fresh eyes. We look for people who are collaborative, compassionate, and good listeners. Our employees seek to understand the needs of their teammates and customers in order to solve problems and deliver success. We seek people with a passion for giving back. Our employees live and breathe our 1-1-1 integrated philanthropy model and care about making a difference in their communities. Finally, we want to bring on people with a sense of fun! We champion a tight-knit, Ohana culture where we can all enjoy a good laugh and a good time. If a prospective employee isn’t afraid to bring their whole self to work, then they will enjoy themselves here.

What can prospective employees do to get your attention?

Work your network. We love and value employee referrals, so reach out to people you know at Salesforce and leverage them to find the best role. Create a profile and apply on our Salesforce Careers site. We love great talent, and we really do keep your resume on file for when there are relevant roles. We are always hiring and will call you when the right role match materializes. We've also created new roles for people who connect with us and express their interest when we see great skills that we can utilize for our business. Get involved in your community. People who are actively engaged in making the world a better place thrive here.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

As our product set continues to diversify and our customer base grows, we are always seeking to hire exceptional software engineers and account executives. These roles fuel our growth engine and are critical to our success.

What should interested candidates do to find out more and get started?

First, engage with the rich feed of employee photos and culture content on our @salesforcejobs Twitter, Instagram, and Facebook sites and search the #SalesforceOhana to see what people in your networks are saying about working with us. Activity on social from our accounts and from our employees gives candidates an inside look into what life is like at our company, and social media is a great place to join the conversation. Then check out our employee and interview reviews on Glassdoor to see what the crowd has to say about us. Next, visit the page to read about the values we live by, the behaviors we encourage, and the experiences we deliver. Finally, visit our Salesforce Careers site to learn about our teams, benefits, employee groups, and to search and apply for open positions.

hiring Outlook

15% Job Growth 35 Average applicants per opening
464,434 Total job applicants 53% New hires by employee referrals
23% Openings filled by current employees 427 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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