What Employees Say
I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
Management is honest and ethical in its business practices.
People here are willing to give extra to get the job done.
People care about each other here.
What They Do
We asked Salesforce to explain what they do. Here is what they had to say.
We are The Customer Success Platform and world’s #1 CRM, 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: www.salesforce.com|| Industry: Information Technology|
| US Headquarters: San Francisco, California, 94105|| US Sites: 59|
| Major Locations: San Francisco, California; Indianapolis, Indiana; Chicago, Illinois; New York, New York; Atlanta, Georgia|| US Employees: 17,417|
| US Revenues: $8,400 million|| Worldwide Revenues: $8,400 million|
| Employees Worldwide: 27,070|| Corporate Structure: Public|
| Stock Symbol: CRM|| Founded: 1999|
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: Chief Equality Officer Tony Prophet and his Office of Equality team lead the 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. Within six months, he had a team of 10 working full-time to build a more diverse and inclusive workplace and to support our commitment to equality for all. Also, in 2017, we increased the scope of our equal pay assessment to evaluate both salaries and bonuses globally. We looked at differences in pay in the U. S. by gender, as well as by race and ethnicity. Following our second assessment, Salesforce spent approximately $3 million again to continue to address pay differences.
- Feedback App: In February 2017, we launched the internal Salesforce Feedback App — an app that we built on our own technology to revolutionize our approach to feedback and performance. The app has replaced the annual performance review with ongoing, real-time, regular feedback. The Feedback App enables all employees to give and receive honest, helpful, continuous feedback from the people we work with across the company — our peers, direct reports, and managers — in real time. It is a catalyst for regular conversations that ensure people feel recognized for their accomplishments and receive guidance to continuously improve their performance.
- VTO: 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) 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. In addition, our top 100 volunteers are granted $10,000 to donate to a nonprofit of their choice.
- Ohana Design: Salesforce is committed to ensuring we have a consistent experience across our global workspaces that encompasses our culture and inspires employees to live our values while doing their best work. In the Hawaiian culture, Ohana means “family.” Our “Ohana Design” standard features residential-like furnishings and principles that promote our culture, 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 innovative new mindfulness areas for recharging. Social lounges with snack and beverages and living rooms with soft seating encourage collaboration and fun. Our newest offices have Ohana floors at the top where we invite our customers, partners, friends, and the community to our workplaces.
- V2MOM: The V2MOM is our business plan. When Marc Benioff founded Salesforce, he wanted a simple process to describe where we were going and how we would get there, so that everyone could participate and align, all the way down the management chain. He also wanted it to be a radically transparent process with everyone’s goals and progress visible to the whole company to drive accountability. So he developed the V2MOM management process. Today, we track our V2MOMs and progress on our goals in real time on a mobile-first app built on our platform. It’s how we ensure we are aligned on our goals and priorities and are positioned to execute our vision from the top down to every Salesforce employee.
- Trailhead: We help people develop their knowledge and skills for work at Salesforce or for work in the Salesforce ecosystem (1.9 million new jobs expected by the end of 2020) with Trailhead, a development tool 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 culture and how to adopt Salesforce’s management style. But Trailhead is not just for our employees; it actually started as a learning tool for our customers. Now it has expanded to be a fun, self-paced tool for anyone who wants to learn our product so they can work in the Salesforce ecosystem. In the first half of 2017, our employees earned more than 350,000 badges!
- Wellbeing at Salesforce: We have numerous wellbeing benefits at Salesforce, but three highlights are Wellness Reimbursement, Mindfulness Zones, and our Parental Leave program. Our Wellness Reimbursement program offers employees a generous $100 every month to be used on health and fitness programs. We have dedicated thousands of square feet of our office spaces for Mindfulness Zones, where people can go to unplug and recharge. We also have overhauled our Parental Leave program this year. With our new program, primary caregivers can take 26 weeks paid time off and secondary caregivers can take 12 weeks paid time off to bond with their new baby or adopted child, at 80% of their on-target earnings (OTE) — including base salary, commissions, and bonus (up to a maximum of $5,000 per week).
- Koa Club: Koa Club is an exclusive group for employees who have been with Salesforce and our acquired companies for 10+ years. In FY18 we have over 1,200 members worldwide, and we're growing every year. As our most tenured employees, Koa Club members are encouraged to get involved with the Salesforce community to share their experience by participating in fireside chats at Day 1 and Becoming Salesforce new hire programs, mentoring other employees, and helping to keep our culture going strong in the office and on Chatter.
- Dreamforce 2017: Every year, Dreamforce, our annual conference, wows and inspires people around the world: customers, partners, journalists, members of the community, and our employees. One of the perks of working at Salesforce is the ability to attend the conference (in-person or online) to see the amazing things all of the members of our Ohana have been working on within the past year and their impact on the success of our customers. Employees walking through or volunteering at the conference feel an immense sense of pride from belonging to a company that is innovating and helping to deliver on our vision to improve the state of the world by helping both individuals and companies achieve greater levels of success.
- Global Volunteer Week: In March of 2017, Salesforce reached the 2 million volunteer hour mark. To honor this amazing milestone we provided all employees with a 2 Million Hour Volunteer shirt to wear when participating in Global Volunteer Week March 6–8. During Global Volunteer Week, employees volunteered over 15,000 hours across 24 countries. We took part in seven Habitat for Humanity Builds across San Francisco, Chicago, New York, Toronto, London, Bangalore, and Sydney. At headquarters, in San Francisco, HandsOn Bay Area came onsite for four days, and employees did everything from assemble science kits to build tricycles. We are so proud of our employees for everything they do year-round to give back, and this week was a terrific example of what a difference we can all make as one Ohana.
COMPENSATION BY THE NUMBERS
| $183,055 Average salary and additional cash compensation for Account Executive - Mid-Market|| $158,472 Average salary and additional cash compensation for Software Engineering SMTS|
|86% Company-paid health coverage for employees|| 81% Company-paid health coverage for dependents|
| 86% Company-paid health coverage for part-timers|| 20 hours Weekly hours required for part-timers to receive health insurance|
| $5,250 Maximum Tuition Reimbursement|
- Employee stock purchase plan (ESPP)
WORK-LIFE BALANCE BY THE NUMBERS
| Unlimited Paid time off after one year of full-time employment|| 28 days Paid time off after one year of part-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|
WORK-LIFE BALANCE PROGRAMS
- 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))
FAMILY CARE BY THE NUMBERS
|130 days Job-protected maternity leave (including FMLA/STD) ||50 days Average length of maternity leave new mothers take|
|130 days Job-protected paternity leave (including FMLA)||30 days Average length of paternity leave new fathers take|
|$10,000 Adoption benefit||130 days Job-protected parental leave for adoptive parents (including FMLA)*|
FAMILY CARE PROGRAMS
- On-site or near-site backup childcare center
- Paid sick leave to care for a child or relative
HEALTH INSURANCE COVERS
- Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
Community and Environmental Impact
| 56 hours Paid time off to volunteer|| $177,200,000 Philanthropic donations in last year|
| $11,400,000 Total company-matched employee donations in last year|| Sr Director, 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 is responsible for the success of formal recruiting and retention diversity goals
- Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
- 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
| 21% Job Growth|| 27 Average applicants per opening|
| 334,148 Total job applicants|| 53% New hires by employee referrals|
| 19% Openings filled by current employees|| 389 Recent graduates hired|