If you're looking to expand your sales force, it's important to think about how it will impact your business. To make sure you're getting the right fit for your organization and its goals, we've compiled five things to consider before taking the plunge:

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Flexible workforces

A flexible workforce is a way to get the right skills at the right time. It can be a mix of contractors, freelancers, outsourced teams and employees. It could also include offshore and onshore workers who bring different perspectives to the table. This flexibility helps ensure that you have the resources you need when you need them, while also allowing your organization’s human capital strategy to evolve over time as needs change (i.e., if your company grows).

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Think about skill requirement

Now that we've discussed the benefits of adding new team members and how to structure your team, it's time to get into the nitty-gritty details of how you'll actually find these new employees.

If you're aiming for a specific skill set or area of expertise, such as data science or API development, then you can use recruiting tools like LinkedIn or Indeed to search for candidates who meet your requirements. The key here is knowing what skills are needed so that when someone sends over an application with their resume attached, you know whether or not they're qualified for the job (and don't waste anyone's time).

If this seems overwhelming—or if you're simply looking for general Salesforce Admins or Business Analysts who have proven themselves in other areas—a great place to start is by reaching out directly via email (or even LinkedIn messaging) with a list of duties required by each role on your team: "We need someone who can manage our CRM environment." "We need someone who can manage our Service Cloud." If these people don't exist internally yet but still want access to those duties, consider hiring temporary workers through sites like Upwork or an outsourcing vendor.

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Be clear about the outcomes you want to achieve

It sounds corny, but you don’t build a house without a blueprint. Why should you leave your Salesforce talent strategy to chance? Take some time to write down what you want to achieve, considering the following

• What are your core business objectives?
• How is your human capital strategy supporting your business?
• How will you achieve your talent strategy?
• When do you want to execute?

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Research human capital options

• Contracting is a common option for businesses looking for a short-term solution. This means that you will hire contractors to help out with your Salesforce needs, and they are only contracted with you. However, if you’re not sure how long the project will take or if it will be ongoing, this route may not be best for you.
• Outsourcing your team team is another good option if you are looking for a longer term solution. In this scenario, all of your Salesforce work is done remotely by an onshore/nearshore/offshore development team. In addition, these teams often have dedicated account managers who work closely with clients and their employees to ensure that everyone is meeting their goals and deadlines effectively.
• Outsourcing based on deliverables means contracting out specific projects instead of hiring one big team or agency; this way there's less risk involved because each task gets its own budget instead of being lumped into one large sum given up front."

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Costing model

One of the key factors to consider when expanding your Salesforce squad is the costing model. The costing model is a calculation of the cost of the workforce required, as well as what infrastructure and technology you will need to support them.

In general, there are two different ways that costs can be calculated: fixed or variable.

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Timelines

The project timeline is a bit of a Pandora's box. You can get a good idea of how long it will take to complete an expansion by running the numbers on your ideal scenario, but you'll also need to consider any hiccups in your process (like losing candidates before they've even been interviewed). There are some additional factors that aren't as obvious, too:

• How long does it take for someone new to learn all the ins and outs of Salesforce? If there's no knowledge transfer from the current team members, this could be a big issue.
• Will you be hiring internally or externally? This will affect not just the speed at which candidates come through but also their level of experience with Salesforce and technology overall—which makes it harder for them to adapt when they join your team.

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The key takeaway is that there are a lot of options when it comes to expanding your Salesforce team, and it’s important to be deliberate about which one is right for you. A good rule of thumb is to ask yourself what outcomes you want and how much work needs doing—and then research the best way to get there.

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