White Paper: How to Reduce Talent Costs While Scaling Your MuleSoft Team
Download your copy
Download this white paper and learn:
- How to work out the cost of ownership of your MuleSoft platform
- How to lower your maintenance costs, beyond implementation
- How to save on talent attraction and retention costs
- How talent creation programs can help cut your costs by half
Download this white paper and learn:
How to work out the cost of ownership of your MuleSoft platform
How to lower your maintenance costs, beyond implementation
How to cut down your talent attraction and retention costs
How talent creation programs can help cut your costs by half
As the pandemic supercharged the need for digital transformation, demand for MuleSoft skyrocketed
The race for talent in MuleSoft is pricing small and large organizations out of the skilled professionals they need to get the most out of MuleSoft. And, in this candidate-scarce market, hiring and retaining the best talent has become incredibly difficult.
We understand the challenges organizations face when seeking digital transformation through technologies like MuleSoft, and have created this white paper to help cut your overall costs while supporting you to build a diverse and highly effective talent pipeline.
Discover the hidden costs of building a MuleSoft talent pipeline
Candidate attraction and retention
Training and development
Staff turnover and lost knowledge
Building an attractive company brand
In its Talent Priorities for the Digital Enterprise report, Gartner stated that “leading IT executives will focus on growing the share of IT employees who have non-traditional backgrounds”; those that add to IT’s blend of backgrounds, experiences, and perspectives.
It’s estimated that 4.2M new roles will be created in the Salesforce ecosystem by 2024. But will businesses be able to fill those roles? What happens when all these businesses are lining up to fish from the same pond; a pond that is incapable of restocking its talent at the same rate it’s being snapped up?
“Traditional approaches to recruiting are expensive and ineffective at attracting critical IT talent to support digital transformation. New approaches are necessary to offset current talent shortages, and to ultimately accelerate execution on digital business transformation objectives.
Gartner, "Competing for Digital Talent: Tactics for Uncovering Non-Obvious Talent"
How talent shortages impact businesses
- Inability to innovate, grow, and compete
- Failure to achieve ROI
- No capacity to scale to meet demand or new opportunities
- Inability to exploit the latest products and updates
- Delays to migrations and implementations
- Increased pressure on exiting staff and higher turnover
- Greater vulnerability to security threats and data protection issues
“54% of partners and end-users believe a “lack of appropriate skills” is the greatest implementation challenge they’ll face this year”