Salesforce Admins Podcast

Today’s Salesforce Admins Podcast we’re replaying our episode with Lissa Smith, Senior Manager of Business Architecture at Salesforce. In the context of the launch of the Salesforce Admin Skills Kit, we wanted to revisit our conversation about how she hired a team of Salesforce Admins, what she looks for in the interview, and important advice for anyone hiring a Salesforce Administrator.

Join us as we talk about how to stand out when you’re applying for a job, and what makes the difference between and junior and senior Admin candidate.

You should subscribe for the full episode, but here are a few takeaways from our conversation with Lissa Smith.

Why you should listen to Lissa’s advice

Lissa started out as a Salesforce Admin. “I’m obsessed with improving processes and solving problems,” she says, “so I’ve been happy in this space for 15 years.” One thing she did a lot of in previous positions was hiring Salesforce Admins. It’s something we know that many of our listeners are curious about, so we thought we would take the time to hear about her process.

The first step is to get a new headcount approved, and Lissa was able to hire both junior and senior-level Admins. She’s interviewed candidates with backgrounds only in Trailhead or a program like PepUp Tech, as well as more experienced folks who had been in the space for years. “Overall, what I was always looking for was someone who was motivated and excited,” she says, “regardless of if they were brand new to the ecosystem or had been doing it for a long time, I wanted someone who could identify and look for problems and then come up with ways to solve them.”

The difference between Admin roles

When looking at someone for those junior-level positions, where a candidate didn’t necessarily have any paid experience on the platform, there were a few things that Lissa looked for. She wanted to see apps that they had built, even if it was simply to track their job applications and interviews or books they had read. Anything that used the platform to show her that they understood what it was capable of doing.

Another thing that could make a less experienced candidate stand out was someone who had experience as a user on the platform. Understanding and empathizing with the customer experience as a salesperson or customer sales rep is a really important skill because you’ll know where your users are coming from.

For more senior positions, you could get by with less experience building things on the platform if you understood something key about business analysis, whether that was documentation or process analysis. For principal admins, she was looking for a thorough understanding of the platform and advanced certifications.

Tell a good story

The important thing to realize about hiring for these roles and something that comes up time and time again on this podcast is that even though Lissa was hiring Salesforce Admins, the roles she was hiring for were often not called that explicitly. They could be business analysts or system admins, but those roles need those Salesforce Admin skills.

No matter what, make sure that you’re telling a story that shows you can identify a problem and build a solution that makes everyone’s lives easier. “It’s the story that sells your skills,” Lissa says, “when you tell a good story it’s showing off your communication skills, it shows that you understand the why.”

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Full Show Transcript

Mike Gerholdt: Welcome to the Salesforce Admins Podcast, where we talk about product, community, and career to help you become an awesome admin. This week, we’re talking with Lissa Smith, Senior Manager, Business Architecture here at Salesforce about her strategy for hiring a Salesforce Admin. That’s right. We’re kicking off 2022 by putting our best foot forward and helping you get the information that you have been talking about in the community and on social, around finding and landing that perfect admin career. So let’s not waste any time and let’s get Lissa on the podcast. So, Lissa, welcome to the podcast.

Lissa Smith: Awesome. Thank you. I’m excited to be here.

Mike Gerholdt: Well, it’s good to kick off the new year, talking about starting your career, getting hiring on as a Salesforce Admin. And I think you are one of the most perfect guests to have on to talk about that. So let’s dive right in, because I know everybody’s interested. How did you get started in the Salesforce ecosystem?

Lissa Smith: Yeah, I’ve been working in the Salesforce ecosystem for about 15 years now. And most of that was as a Salesforce admin. I actually started on a sales team and moved into an admin role shortly after that because I really liked building reports and that just kind of took off from there. I’m obsessed with improving processes and solving problems and I just love the Salesforce platform. So I have been happy in this space for 15 years.

Mike Gerholdt: 15 years, that’s a veteran level.

Lissa Smith: Yeah.

Mike Gerholdt: Long time. Now, one of the important things that kicked off our conversation internally here at Salesforce was you told me, you were in charge in previous careers prior to joining Salesforce for hiring Salesforce admins. And as I say that, I can feel everybody’s earbuds just tighten up a little bit more, as they listen to the podcast. Because I will tell you as somebody that pays attention to the community and everything that’s on social, that is probably the number one question of I’m doing Trailhead. I’m getting my certification. Now, how do I get hired as a Salesforce admin? So tell me a little bit about what you did to hire admins and kind of what that position was for you?

Lissa Smith: Awesome. Sure. So, yep, before working at Salesforce, I actually led a team of 13 Salesforce admins and business analysts. And it was a team of, I mean, they were definitely hashtag awesome admins. They’re a really great team. And eight of them, I hired myself and of the five that I kind of inherited when I got promoted into that role. Three of those five, I was involved in their hiring process as well. So I participated in their interviews. And so of those 13 at 11 of them, I was involved in the hiring of-

Mike Gerholdt: So most?

Lissa Smith: … most of them. Yeah, absolutely. Yeah.

Mike Gerholdt: I was… You lost me on the math.

Lissa Smith: Yeah.

Mike Gerholdt: Everybody’s hiring process is going to be a little bit different. Let’s start at the beginning, you had a baker’s dozen admins on your team when a spot opened up, what was kind of those initial first steps that you did as a hiring manager?

Lissa Smith: Yep. So I actually had several different levels of positions that I opened up and so I had to get headcount approved to get those positions. I saw a need, developed a business case internally to get that headcount approved. And so I was able to get headcount for some junior admins and some senior and principal level admins as well.

So I was kind of hiring all different skill levels, which made it also interesting when I was reviewing resumes and going through the interview process because some of those admins had only the Trailhead background or had gone through Pathfinder, PEP and tech programs like that, which are amazing programs. And that was their background, the Trailhead and those programs.
And then I also hired other admins who had been working in the space for quite a while and were more senior. So different mindset going into those interviews and different approach when looking at those resumes. But, overall, what I was always looking for was someone who was motivated and excited. I really love the Salesforce platform. I really love my job and really love what I do.

I don’t think everyone has to love their job a 100% of the time, but you don’t have to settle. And so I wanted to look for people who also were motivated and excited and passionate, and really those passionate and proactive problem solvers, regardless of if they were brand new to the ecosystem or if they’d been doing it for a long time.

I wanted somebody who could identify problems and look for problems and then come up with solutions and come up with, or just identify those problems and then come up with ways to potentially solve those problems. And I think that’s what every hiring manager is looking for like, how can you help me solve my business problems?

Mike Gerholdt: Yeah. I want to go back. You mentioned junior admin, senior principal. And I know those levels are different at different categories, as somebody that’s hired admins and you’re thinking, “Okay, I need a junior Salesforce admin.” What was a junior Salesforce admin for you?

Lissa Smith: To me, it was somebody who really didn’t have experience on the platform, paid experience on the platform.

Mike Gerholdt: Oh, that’s important. I’ve never heard that term paid experience. I think that’s a good callout.

Lissa Smith: Yeah, it’s a good differentiator because, I mean, I did want somebody who had gone through Trailhead modules, had built out their own apps. As I was talking to candidates, there were candidates who had built apps to track their interview and application process. And they were excited to share that with me.

So maybe they hadn’t been paid to do admin work, but they had built cool apps and tracking even, just all sorts of apps that they had built. It could be the books that they’re reading or genres and author. Just something that they had done using the platform to show me that they understood the capabilities because they hadn’t had that paid experience, or maybe they had experience as a user on the platform.

So maybe they weren’t ever an actual admin, but I interviewed several candidates who had been Salesforce users. So they understood and could empathize with the customer experience. So as, like a salesperson or as a customer support rep or they had used the platform. And I just think that’s a really important skill to have somebody who has been a user on the platform.

Mike Gerholdt: Yeah. I’ve got friends that start off as users and they make for the best admins. Just plain and simple.

Lissa Smith: Absolutely. And then there’s so much out there now on Trailhead and with these different programs that you can take different training and go through these different programs and do all the Trailhead and do the super badges and earn your certifications. That’s all available now to anyone. But the people who were going out there and proactively figuring out, how they can solve a problem.

I have a bunch of house plans. I keep thinking, it would be really great if I had some sort of automated app in Salesforce that reminded me when I need to water my plants because some of them are on, in every two-week cycle and some of them are more frequently.

Mike Gerholdt: Yeah.

Lissa Smith: And just that could be something that someone could build for themselves. And then it gets them that experience using the platform.

Mike Gerholdt: And you could capture pictures so you could see if the [inaudible]-

Lissa Smith: It’s so true, right?

Mike Gerholdt: … yeah. Don’t get us started. So junior admin, I like your definition paid… really the differentiator is they have a lot of knowledge. They have a lot of curiosity. I inferred that.

Lissa Smith: Huge.

Mike Gerholdt: Huge.

Lissa Smith: Yes. Huge.

Mike Gerholdt: Big problem solvers, but really didn’t have that paid experience. So was paid experience the differentiator for you in junior admin versus senior admin? I think that’s the term you used.

Lissa Smith: Yeah. I think that would be probably the biggest. So the senior admins that I was hiring for that I interviewed, they had been working as an admin. They were a system admin in their org and understood platform capabilities. They may not be super experts, but they had been doing it for one, three years, just depending on that. Also, there were business analysts that I was hiring too. So all of it, the titles were actually business analysts.

So some were even more senior from a business analysis perspective and maybe had less experience building on the Salesforce platform. But they really understood documentation and analysis and process analysis and had been doing that for a long time, so they could still come in. And with that experience and the help of me and other members of the team and Trailhead could build on that experience and be a more senior admin.

And then the principal admins are the ones who come in. They already understand flow and when to use flow and they are, and this was a few years ago. So that now flow is everywhere. But a few years ago, it was a little harder to find some of those candidates, or they have several certifications and understand when to use a feature, when not to use a feature, when some of those more advanced topics too, that when you’re thinking about even just admin certification, some of the security and sharing rules and that it’s important for all admins to know, but they’ve been there, done that-

Mike Gerholdt: Sure.

Lissa Smith: … and really get it.

Mike Gerholdt: Yeah. Little more org-wide implications to different things as opposed to the features. Got it.

Lissa Smith: Yep.

Mike Gerholdt: Got it. No, that’s often. And I think one big thing that I heard was rarely were you hiring Salesforce admin. And we had just done a podcast on this in December with Leanne and Jay and I. Salesforce admin is that strong identity that we have, but rarely is it in our job title. And even your job title, senior manager, business architecture. Sometimes our job titles isn’t what we are.

Lissa Smith: Absolutely. Yeah, yeah, for sure. I don’t know that. And I have said, 15 years, I’ve been in this ecosystem, most of those as a Salesforce admin. And I don’t think my title has ever been Salesforce admin, so that’s very true.

Mike Gerholdt: And that’s something that we see a lot in, not only our ecosystem, but other ecosystems too. Is rarely does the persona or the identity of the person also be the job title because companies have different naming conventions. So I know in a lot of the programs that we speak at, there, I was on LinkedIn. I couldn’t find Salesforce admin. Well, it may be, as you mentioned, you were hiring a lot for business analyst.

Lissa Smith: Mm-hmm (affirmative).

Mike Gerholdt: So-

Lissa Smith: Yep.

Mike Gerholdt: … that’s great.

Lissa Smith: Yeah. And then what they ended up being were business analysts who were system admins in Salesforce and they were writing requirements, but also doing some of the config and building and, or a lot of the config, all of the config.

Mike Gerholdt: Yeah.

Lissa Smith: And actually working with users to solve those problems, so-

Mike Gerholdt: Yeah. Had that responsibility.

Lissa Smith: … Mm-hmm (affirmative).

Mike Gerholdt: Yeah. That’s key. So junior admin, senior principal, I keep kind of anchoring on those because the next part is, you mentioned, they had showed apps that they had built. I did this great podcast with Gordon Lee, which I’ll link to in the show notes where we talk about as new admins, there’s this trust gap. And I think you talked about it or inferred it actually in the junior admins is, they built apps, they showed me, they did all the learning, they just didn’t have that paid experience.

And I think there’s that trust gap of, you haven’t been paid to do this. So you have to span kind of that gap with me, I would love to know, what were some of the questions? I’m a, put on my hat, I’m a Salesforce admin, and maybe one of these roles looking to apply, and I’m getting ready to walk into an interview with Lissa Smith. What are some of the things she’s going to ask me?

Lissa Smith: So I really like the, tell me about a time when questions. Tell me about a time when you had to collaborate with people, maybe you disagreed with, or tell me about a time where you had to manage a project. Are you responsible for a project or a program? And this doesn’t have to be even Salesforce related. I think it’s really important for candidates to come to an interview prepared with maybe a repository of stories that their success stories, these don’t have to be on your resume, these don’t have to be anywhere.

But if you were writing your success stories in work and just life, I mean, I had, I heard about Eagle Scout Projects. It doesn’t have to be work. But your success stories, problems you identified, ways that you solve those problems, how you collaborated with others while solving those problems, how you prioritized, how you influenced others, how you communicated, how you learned, how you asked questions. Come up with a list of those stories, of those problems that you solved and run through those stories out loud with a friend or family, out loud run through those stories.

So that when someone like me comes in and says, “Tell me about a time that you collaborated with multiple stakeholders or when you proactively identified a flawed or inefficient process.” You can come in and say, “Oh, well, which one of my stories can I tell?” Like, come up with… And then tell those stories in a meaningful way too. It shouldn’t just be like I could say, “Well, I built a way for sales people to register their customers and prospects for a training that we offered.” Well, that doesn’t really tell me anything.

But if I come in and say, “You know, I got an out-of-office response from someone on the training team that told me how many seats were left in the training.” And I realized, why are they managing that? And this is a true story, in an out-of-office response, why are they telling sales people? There are only six seats left in this training in the San Francisco training for July 15th, if you want to register, write me back.

Mike Gerholdt: Mm-hmm (affirmative).

Lissa Smith: So I worked with the training team to develop a solution for this in Salesforce, right on the contact record that allowed the salespeople to enroll from the contact and they could see how many people will… How many seats were left in each training. And then the training team could see the actual revenue impact of adding these contacts to their training. I mean, it’s a much better story than just, I made this way for sales people to register people in training and automated it and even getting too much into the details. It’s the story I think that sells your skills and makes it more meaningful to the hiring manager too.

Mike Gerholdt: It’s a richer story-

Lissa Smith: Absolutely.

Mike Gerholdt: … you’re walking through those two. I’m thinking it’s comparable to, it was a sunny day. I went for a walk. Okay. I don’t have much visualization to that. But the second story that you told was, it was a sunny day and my parents ware coming to town and you’re adding context and you’re adding depth. Right. And you’re also, to me, showing something that I feel is very important for [Edmonds], you’re showing your critical thinking skills, you’re showing how you, not only saw an out-of-office, you saw an out-of-office with an opportunity.

Lissa Smith: Absolutely. Yeah, 100%.

Mike Gerholdt: Love that. I love that.

Lissa Smith: Yeah. And I think that everyone, I mean, there, like I said, Eagle Scout Project. I mean, there’s these transferable skills that you have, that all, everyone has. And I think it’s just, you really have to sit down and focus and how can I translate these skills into this job description?

And I think it’s also pretty job description specific too, you’ll want to look at the job description and see what is this role asking for? Are they asking for that someone with strong process automation skills? Okay, well, then let me look through my list of stories, my role at expert repository of stories, and see which ones might relate to process automation.
It might be this, my out-of-office story here, or is there a lot of mention of collaboration in the job description? Is there a lot of a mention of working with stakeholders? Okay. Well, let me think of my past experience and make sure that I’m coming prepared to this interview with examples of how I’ve done that.

And good stories too. Like you said, you can give numbers, you can give the facts, but when you tell a good story, I mean, it’s also showing off your communication skills. It’s showing off that you understand the why, which is really important. And it feeds into a little of that passion too, that you can hear the passion in someone’s story. You don’t really hear a passion in facts.

Mike Gerholdt: Right. That’s true. How would you… So I’m listening to this and I’m lack of a better term, playing devil’s advocate. And thinking, “Boy, if I was a new admin and I’m applying for that junior role, and maybe I don’t have the paid experience, maybe I’m fresh out of Pathfinders, or I’m fresh out of college, and I’ve got two Salesforce certifications or 120 Trailhead badges. I don’t have those relatable stories. Were the interview questions for junior admins maybe a little bit different, or were the answers or way that I should be thinking about answering as a junior admin, a little bit different?

Lissa Smith: I think a little both. The questions are pretty much the same for me. I mean, in thinking of past skills, if you were a bartender, you could figure out how to translate the skills that you used as a bartender to managing projects, prioritizing, there’s collaborating with others. There’s still a lot of those transferable skills. And being able to tell that story, I think is part of this that’s huge. So it’s a lot of the same questions.

Mike Gerholdt: I think you absolutely 100% nailed it because I’m thinking of the college student. And you’re like, “Well, the time that I really had to collaborate, well, I don’t have a time in the workplace. But let me tell you about this project I was on in advanced biochemistry where I had a difficult teammate. You could walk through a scenario there, and it’s showing you the same principles and skills. It’s just a different environment that they were used in.

Lissa Smith: Absolutely. I also, personally, I mean, even, I think certification can be a story in itself and it was for some of the candidates that I hired.

Mike Gerholdt: Oh, how so?

Lissa Smith: I heard stories of, it took me five times to pass my certification exam, is what a candidate told me. And they told me that kind of slumping, shoulders down, disappointed in themselves. I would reframe that story. I was so persistent, I went back and I know that content inside and out, it wasn’t just guessing to pass that exam. I know that content inside and out, it took me five tries and I passed, that’s, it’s, it can all be a story. It can all be something that sells you. And so even certification can be a story. It’s all in how you frame it.

Mike Gerholdt: One thing I wanted to touch on in this point was I shared with you prior to the call, kind of that admin skills that we’d rolled out. Rebecca showed us in the admin Keynote at Dreamforce. And I know it was the first time you’d seen it. So I kind of blindsided you with it. But of those 14 skills, was there one that stood out for you?

Lissa Smith: Problem solving stands out the most for me. I mean, when I come in, me, personally, into an interview, I am selling myself as a passionate, proactive problem solver. That’s what I am. I’m enthusiastic. I love finding problems. I love helping connect dots to figure out how to solve those problems. I think that’s the heart of an admin, they’re problem solvers and excited to find ways. So for me, personally, I hate saying, “No, that’s not possible on the Salesforce platform.” Because I can pretty much always figure out a way to do it. And so I feel that’s the heart of an admin.

But the learner’s mindset, piece, I think that’s another huge one. When you are looking for roles, admins who are looking for roles, I think it’s important to connect with a company that thinks that this is important too, that failing is okay, that trying new things is okay, innovating is okay. And gives you time to learn and to go to the new release readiness training, to do Trailhead to continue to learn. I think that’s really important when looking for a role.

Mike Gerholdt: Yeah. I would agree 100%. You need to interview that company for culture. And the one thing I always tell people is, the person you’re sitting across the table from, are you enjoy sitting across the table from them? Because that’s going to be your job. Do you enjoy? If it’s an in person interview, do you enjoy the atmosphere? Do you enjoy just kind of that culture, that feeling that you have there? Because that’s something that’s really hard to change.

Lissa Smith: So important. Before I joined Salesforce, I was a leader of a Salesforce Trailblazer community group here in Indianapolis. And I was very involved in the community, in the Trailblazer community, at the women in tech meetings, at the admin meetings, at the developer meetings, still I am. Although now, everything’s different and virtual.

Mike Gerholdt: Yes.

Lissa Smith: I can participate in meetings all over the world there.

Mike Gerholdt: Everywhere.

Lissa Smith: Yeah. But having a hiring manager who participates in those meetings, I think is, or having a manager, not even a hiring manager, a manager who participates in those meetings is huge. Because they, first of all, the hiring managers, if you’re listening here, go to those meetings because you will find all the excited, passionate candidates you’re looking for.

A large majority of the admins that I hired were already very active within the community. And I already knew them and they already knew me. And I was somebody that they wanted to work for because they knew I was excited about the community and participated in it. And they knew, I would give them time to go to those meetings during lunch, back when they were always in person at lunchtime. It was-

Mike Gerholdt: In the Midwest, those meetings are always over lunch so that we could have meatloaf or lasagna or [inaudible] very ridiculously heavy, Midwestern, a hot dish.

Lissa Smith: Right. Yeah. And I know that that’s not something that’s consistent. But not all hiring managers even know that this exists or even managers know that this community exists. So I think it’s really important for managers to get involved in the Trailblazer community. And there’s a lot of… A ton of great talent. I mean, it’s just packed full of amazing talent.

People who are motivated and excited and then have this big network of people to connect with if they run into issues or if they need help, especially for those junior admins, that it’s something they haven’t done before. But they have this huge network of people that they can connect with. Now, all over the world. Thanks to… I mean, it was already all over the world, but even more so now that everything’s so virtual, they have this network.

Mike Gerholdt: No, I’m with you. And I actually was thinking about that because the number of stories, you go back a few years on the pod, we told the Zac Otero story of how Zac got his certifications and was relentless of going to user groups and introducing himself. There’s a lot of stories where that’s a great place to meet people, if you’re looking to get hired because they share the same interests. And I think it’s something you pointed out early on in our discussions was hiring managers should be at this. It may be called a user group, but hiring managers are users too.

Lissa Smith: Absolutely.

Mike Gerholdt: So-

Lissa Smith: Yep.

Mike Gerholdt: … I love that point. And it’s also, if I was thinking about it, would I want to interview with a hiring manager that I’ve seen at user groups, or would I want to interview with a hiring major where I have to explain user groups?

Lissa Smith: Yes. It’s such a good point. Yes, exactly.

Mike Gerholdt: Very different. So one thing, I think it’s, in common talk about because I feel you’ve run the gamut. I hope we’ve given everybody kind of a good insight into hiring admins and being the hiring manager. But I’d love to know a little bit about what you do at Salesforce because your title’s intriguing.

Lissa Smith: Yeah. So senior manager of business architecture here at Salesforce. I’m responsible for our internal Salesforce instance for sales people. So processes, tools, governance, user experience, within our internal Salesforce instance and within Slack. And I’ve been working a lot on the Slack for sales project for-

Mike Gerholdt: Wow.

Lissa Smith: … the past year and the rollout of Slack now. So it’s very fun and very exciting.

Mike Gerholdt: I will tell you, it’s always been a personal goal of mine when we started the podcast to have on as many Salesforce admins as possible. And I mean, Salesforce, Salesforce admins. But I say that a little tongue in cheek because I think it’s important. And I just did a talk with Pathfinders recently, the reason I bring that up and I say that is, your title, senior manager, business architecture isn’t something that I might search for on LinkedIn as a job-

Lissa Smith: Right.

Mike Gerholdt: … as a Salesforce admin. Right. And I think it’s important that we understand the identity and persona is called that, but the job title and the job descriptions may be very different.

Lissa Smith: So true. And I was lucky with this role that the word or the phrase, Salesforce admin, was included in the description that they were looking for somebody that had previous Salesforce admin experience. And so it showed up in a… This was a 10-year-old job search that I don’t even know how to turn off. It comes into my-

Mike Gerholdt: No.

Lissa Smith: … and it’s fine because I can see the landscape, especially when I was hiring admins, I could see who else is hiring here in Indianapolis. And I could see those other job descriptions and… But this one came through. And like you said, it was senior manager, business architecture. What’s that? And why did this even show up in the job search? I’m not even looking for a job and dug into that. And it’s really cool. And it’s Salesforce uses Salesforce to sell Salesforce, SuperMeta. There’s got to be a team that’s responsible for that. And-

Mike Gerholdt: Yeah.

Lissa Smith: … it’s pretty exciting to be on that team.

Mike Gerholdt: Yeah. I mean, I think in The Matrix, it’s taking the red pill, but for some reason taking the blue pill, right? So, I mean, you don’t have to give us details. But what kind of projects do you work on that I think… And the reason I ask that is, I want to be clear, not digging into your work-life, but I’m digging into analogous to what Salesforce admins would be doing. So what are, if somebody’s listening to this and thinking, “Hey, maybe I’ll become a Salesforce admin.” What’s kind of your everyday look like?

Lissa Smith: Sure. Yeah. So, I mean, we’re looking at new features. We often get them very early, as customer zero we get them first. So we’re looking at those new features. We also want dynamic forms on standard objects. So we want to be able to have that and make our user experience better. So we’re evaluating new features, we’re looking at how can we make user experience better. We’re collecting feedback from users. We’re governing our objects as well and our processes. We’re making sure that-

Mike Gerholdt: That’s a whole podcast in of itself.

Lissa Smith: … yeah, absolutely it is. We’re now looking at our digital HQ at Slack and how do we incorporate Slack into our processes. Make it Slack first, make Slack the platform of engagement for our users and ultimately, improve and make their processes more efficient. So it’s a day-to-day talking to users, understanding what users are doing and then making things better for them.

Mike Gerholdt: Sounds all the stuff we talk about in the central habits, which just makes me happy. It’s very good. Well, Lissa, this has been a very fun podcast. You are welcome back, anytime. If you have an idea, top of mind that you want to talk about, I will be super excited to see what Twitter has to say about this episode because I know it was one of the very first things that always pops into my inbox. Every time I check the community is, people asking for hiring or interview or questions or just anything around getting a job as being a Salesforce admin. And I thought it was a great way to kick off 2022. So thank you for helping me kick off 2022 on the podcast.

Lissa Smith: You’re welcome. Happy new year. I’m very excited to be here. I’m excited for the future of all of the new Salesforce admins and I’m rooting for you. And, yeah, excited.

Mike Gerholdt: So as I write, that was an amazing episode with Lissa. We literally probably could have talked for another hour, so I’m going to have to have Lissa back on the podcast. But to do that, you got to tweet me and tell me, what did I forget to ask Lissa on this episode? And then I’ll start compiling and we’ll get her back as soon as possible. What would you love to know about a hiring manager and asking questions to get that perfect admin job?

So be sure to tweet at us. And if you’d like to learn more about all things, Salesforce Admin, go to to find more resources, including all of the links that I mentioned in this episode, as well as a full transcript. Now, you can stay up to date with us on social. We are at @SalesforceAdmns, no “I” on Twitter. Gillian is @gilliankbruce and, of course, I am @mikegerholdt. So with that, welcome to 2022 and stay safe, stay awesome and stay tuned for that next episode. We’ll see you in the cloud.

Direct download: Replay__Hiring_an_Admin_with_Lissa_Smith.mp3
Category:general -- posted at: 3:00am PDT