Salesforce recently invited Harvey Nash’s very own William Walsh, Senior Technical Consultant - Salesforce, to join the Salesforce Admins Podcast for a conversation about the current Salesforce Admin job market. Hosted by Mike Gerholdt, the episode also features Maria Alvarez-Zarrilli, Founder and Principal Consultant at Throughline HR LLC. Together, they explore how the Salesforce Admin role is evolving and what today’s changing market means for professionals looking to build or grow their careers in the Salesforce ecosystem. The conversation looks at some of the questions currently shaping the Salesforce talent market, including what employers are looking for, how candidates can stand out, and how expectations around Salesforce roles are changing. William brings his perspective from working closely with both organizations and Salesforce professionals, while Maria adds her experience from the HR and career development side. The discussion touches on experience, skills, AI, communication, career paths, and what it takes to keep learning in a fast-changing technology landscape, but there’s much more to the conversation than we can cover here. Listen to the full Salesforce Admins Podcast episode to hear William and Maria’s perspectives firsthand and get a closer look at what’s happening across the Salesforce Admin job market. Whether you’re a Salesforce professional thinking about your next career move or an organization looking to understand the talent landscape, it’s a conversation worth tuning into.

This article was originally published on ComputerWeekly.com and is authored by Jason Pyle, Managing Director, Harvey Nash USA & Canada AI may be eliminating some job roles, but overall demand for human labour will increase amid signs of an 'AI boomerang'. It’s a subject that attracts endless debate: will AI replace whole swathes of human jobs and create an exodus from white collar professions? The trigger for me writing some reflections on this question is that no other than Jeff Bezos weighed in on the topic recently when speaking at a conference in Paris. His view was that far from decimating human roles, AI would unlock new opportunities and increase demand for human labour. I am in the Jeff Bezos camp. My belief is that just as other defining shifts like the creation of the internet created whole new classes of employment, so too will AI. That is not to say that it won’t redesign or remove some roles as the technology takes over certain tasks and processes itself – but it will also spawn new human activities. As an example of how things are changing, take software development. Increasingly, and as is already happening, AI will write new code itself. But skilled human engineers are still needed to manage the process, and oversee and check the results. Crucially, their human skills and experience will continue to be essential in making sure that the products being developed meet the needs of customers and support the strategic priorities of the business. That human understanding of the wider picture is something that AI may never be able to replace. An ‘AI boomerang’? As in any transformation, there will be something of a rebalancing. Interestingly, we are already seeing signs of this in the market – back in the favour of human skills. Talk is growing of an ‘AI boomerang’ amongst some organisations who cut back on existing staff or new hiring due to AI, but who are now beginning to push the balance back. There are several reasons for this. One is that it is still very early days in the AI revolution and organisations are still trying to find the appropriate model to set themselves up for it correctly. Another is that many businesses are still struggling to achieve real ROI from their AI investments – partly because it is early days – as our own research at Harvey Nash has shown: the 2025 Digital Leadership Report (DLR) found that only a third of businesses have achieved demonstrable ROI. A third element, related to this, is that AI is proving expensive. The newer AI models consume large numbers of tokens – the ‘burn’ is significant. These factors are all contributing to that boomerang effect. More broadly, the US technology recruitment market is holding up, with certain roles (AI engineers, data scientists, DevOps professionals, cybersecurity specialists) in high demand. AI will be additive There are other reasons to be optimistic from a human point of view. Our DLR also finds that the more an organisation invests in AI, the more likely they are to recruit technologists, rather than reduce the size of their workforce. In fact, we found that those organisations most ahead with large-scale implementations of AI are 24% more likely to be increasing their tech headcount than their peers, mostly in areas of AI and data. Other studies bear this out. For example, the Financial Times reported recently on research by Ramp across almost 22,000 companies in the US which found that firms making the largest AI investments grow employment by roughly 10% following adoption, while low-intensity adopters see no statistically significant change. Entry-level headcount rises 12% for high-intensity adopters too. This fuels my belief that AI will overall prove additive rather than taking away. It will create changes in how people work and what they do, but used effectively it will be an augmenter. The task in front of organisations is to get the balance right. It will be rather like seasoning a dish: you don’t want to go too heavily with any one ingredient but rather bring out the flavours from the right combination. Upskilling is crucial However, there is another element that is key to getting this right: upskilling. Whether it’s the tech team or other staff, it is critically important that people are empowered and enabled to use AI tools effectively, getting the most out of their capabilities and also managing the outputs appropriately. But this is an area where many businesses have more to do. The Harvey Nash Tech Talent & Salary Report found that while the majority of technologists (76%) have access to AI tools, far fewer feel they are being given structured support, time or clear frameworks to build capability (36%). Less than half (43%) are being given dedicated time to experiment and learn. A significant proportion report being expected to self‑learn (20%), while others are still waiting for formal training to be introduced (23%). I would urge organisations to step up their efforts in this area. Equipping people for AI is the real battleground in front of us. Investing in learning & development programmes, giving staff time to experiment and learn, and unlocking knowledge transfer via external parties the business works with, such as consultancies – all of these will contribute to the goal. It is worth exploring governmental support too. For example, in the US, the Department of Commerce’s Economic Development Administration (EDA) has launched a new initiative to put $25 million towards the AI Upskill Accelerator, a national grant competition to fund industry-led sectoral workforce partnerships that help upskill and reskill workers around AI technologies. Similarly, in the UK, the government is tackling the national AI skills gap through the AI Skills Boost, which aims to upskill 10 million workers by 2030. Led by DSIT and Skills England, the strategy combines free online training with major tech firms and reforms to technical education. Opportunity ahead The impact of AI on human jobs is still unfolding, and it will be a nuanced picture. However, I take a positive view. There seems little doubt that the organisations who harness AI effectively will be the winners of the future, launching value-adding new products and services, finding ways to do things smarter, boosting productivity. This brings enormous opportunity – and people will be at the heart of making it happen.

Technology is driving transformation across every industry, from retail and healthcare to financial services and manufacturing. But while organizations continue to invest in new systems, AI, cloud platforms, and data capabilities, many face a challenge in finding the right people to deliver them. That's where tech recruitment comes in. Unlike general recruitment, tech recruitment requires a deep understanding of technology, the talent market, and the skills businesses need to achieve their goals. Whether you're hiring a software engineer, ERP consultant, data analyst, or technology leader, working with a specialist recruiter can make the difference between simply filling a vacancy and building a team that drives long-term success. What Is Tech Recruitment? Tech recruitment is the process of sourcing, assessing, and hiring professionals for technology-focused roles. While that may sound straightforward, today's technology landscape is anything but. Organizations now rely on specialists across software engineering, cloud, cybersecurity, data and analytics, enterprise applications, AI and digital leadership. Each area requires different technical expertise, making it increasingly difficult for businesses to hire effectively without specialist knowledge. A tech recruiter understands more than job titles and technical skills. They understand how different roles contribute to wider business objectives, whether that's modernizing legacy systems, improving customer experiences, or delivering digital transformation. They also stay close to market trends, helping employers understand which skills are in demand and how to attract the talent they need. What Does a Tech Recruiter Actually Do? The role of a specialist tech recruiter extends far beyond matching resumes to job descriptions. Experienced recruiters spend time building relationships with technology professionals, many of whom aren't actively looking for a new role. This gives employers access to a much wider talent pool than they would reach through job boards alone. They also advise businesses throughout the hiring process, helping to shape job requirements, benchmark salaries, and navigate an increasingly competitive market. Because they understand both the technology and the hiring landscape, they can identify candidates with not only the right technical skills but also the commercial awareness and cultural fit needed to succeed. For organizations hiring for specialist or business-critical positions, that expertise can save significant time while improving the quality of every hire. Why Choose Harvey Nash as Your Tech Recruitment Partner? We offer a wide range of talent solutions and understand that successful technology hiring isn't just about finding people with the right technical skills. It's about understanding the wider business challenge. A strong example of this is our long-term partnership with a regional grocery retailer. As our client invested in modernizing the technology that supports their stores, from ERP and SAP to finance systems, data analytics, merchandising platforms, and point-of-sale technology, it needed highly skilled professionals across multiple disciplines while ensuring day-to-day operations continued without disruption. Over the past seven years, Harvey Nash has placed nearly 50 permanent and contract technology professionals, supporting modernization across several business functions. These hires have strengthened financial systems, improved data visibility, enhanced enterprise applications, and helped deliver the technology that underpins everyday store operations. Rather than supporting a single project, we have become a trusted extension of our client's internal hiring team. Today, the partnership continues with multiple active searches, demonstrating the value of working with a recruitment partner that understands both the technical requirements of individual roles and the long-term goals of the business. The Challenges of Hiring Tech Talent in the US Competition for technology talent remains high across the US. Our 2026 Tech Talent & Salary Report highlights that employers continue to face persistent skills shortages across areas including AI, cybersecurity, software engineering, cloud and platform technologies, making specialist hiring expertise more valuable than ever. At the same time, candidates have more choice than ever before. Remote work has expanded opportunities nationwide, meaning employers are often competing for talent beyond their local market. Finding candidates with the right technical expertise is only part of the challenge. Many organizations also need professionals who can communicate with stakeholders, understand business priorities, and contribute to transformation initiatives from day one. Working with a specialist recruiter provides access to market insight, established talent networks, and candidates who may never actively apply for a role, helping businesses hire with greater confidence. The Tech Roles We Recruit For Technology teams are made up of specialists with a wide range of expertise. We support hiring across our technology specialisms, including software engineering, cloud, cybersecurity, AI, data and analytics, project and change management, DevOps and technology leadership. Whether clients need a single specialist or an entire transformation team, our recruiters understand the skills, experience, and market dynamics required to identify the right people. Frequently Asked Questions About Tech Recruitment What makes a tech recruiter different from a general recruiter? A specialist tech recruiter understands technology roles, market trends, salary expectations, and the skills required for specialist positions, enabling them to identify stronger candidates and provide strategic hiring advice. Can tech recruiters support both permanent and contract hiring? Yes. Many organizations require a combination of permanent employees and contract professionals, particularly during large transformation or implementation projects. Is specialist tech recruitment only for large organizations? No. Businesses of all sizes can benefit from specialist market knowledge and access to highly skilled technology professionals, whether they're hiring one critical role or building an entire team. Build a Stronger Technology Team Technology projects succeed because of the people behind them. Finding the right talent isn't just about filling open roles. It's about building teams with the skills, experience, and adaptability to drive innovation, support transformation, and deliver long-term business value. If you're ready to strengthen your technology team, explore our Talent Solutions or submit an opening to discuss your hiring needs with one of our technology recruitment specialists.

The way organizations connect with talent has changed significantly. Technology has transformed recruitment, enabling global teams to collaborate, connect with candidates faster and create more personalized candidate experiences. However, as digital communication continues to evolve, so do the challenges around online trust. The rise of AI has made it easier for fraudulent activity, including fake recruitment approaches and impersonation attempts, to appear more convincing. For candidates, this means increased awareness is important. Asking questions, verifying communication and understanding what a genuine recruitment process looks like are all positive steps. At Harvey Nash, we have seen more candidates checking whether messages or emails from recruiters are legitimate. This increased vigilance is understandable, and it reflects a wider shift across industries where people are becoming more cautious about protecting themselves online. As a global recruitment organization, we believe trust and transparency should be at the centre of every candidate interaction. Whether you are contacted by a consultant, different teams, or specialists across our global network, every engagement should be clear, professional and focused on supporting your career journey. What does working with a global recruitment agency look like? As a trusted recruitment partner, we provide transparency throughout the entirety of the recruitment process. When engaging with Harvey Nash, candidates can expect: Clear communication from identifiable recruiters Our consultants should introduce themselves, explain their role, and provide professional contact details. Genuine recruitment conversations are built around relationships, not requests for sensitive information without context. A structured recruitment process Our recruitment process has clear stages, from initial conversations and interviews through to offer management. Candidates should understand where they are in the process and who they are speaking with. Professional use of technology Recruitment technology and AI-powered tools are increasingly helping us improve candidate experiences and safety, from matching skills to opportunities, streamlining communication, and verifying credibility. A focus on your career goals Our consultants will want to understand your experience, skills and ambitions. Recruitment is about creating the right match between people and organizations, not just filling a vacancy. Why are scams becoming harder to identify? AI has made it easier for scammers to create more convincing messages, replicate professional language and build fake profiles. This has increased the need for candidates and businesses to remain alert. Common warning signs include: Requests for financial information or payment during the recruitment process Communication from unofficial email addresses. All Harvey Nash employees use a ‘@harveynash.com’ email address for official communication. If you receive a message from another domain claiming to represent Harvey Nash, this should be treated with caution. Pressure to act quickly without proper conversations or interviews Requests to move communication away from professional channels without explanation How can candidates protect themselves? A few simple checks can help protect you from scams and fraudulent operations: Check that the email address you receive communication ends in @harveynash.com. All official Harvey Nash employees use a Harvey Nash email address when contacting candidates. If the email address does not match this format or you are unsure whether a message is genuine, please report it to us through our official LinkedIn channels or contact our marketing team. Visit our official website and social channels to verify the person contacting you. You can also check LinkedIn to confirm that the recruiter works at Harvey Nash and browse our current vacancies to verify that the role they've discussed with you is advertised. Be cautious of requests for personal or financial information early in the process Ask questions if something does not feel right Remember that genuine consultants welcome verification Building trust in a changing recruitment landscape The recruitment industry is evolving quickly. AI and new technologies are creating opportunities to make hiring faster, smarter and more personalized, but trust remains at the center of every successful recruitment relationship. For us, that means combining technology with expertise, transparency and human connection. Candidates should feel confident asking questions and verifying communications. A genuine recruitment partner will always welcome that approach