H R F006 Smith 091807

Human Resources & Recruiting On-Demand

Andrew Smith, salesforce.com

Daniel Marionni, Morgan Stanley

Colin Cooper, Fairsail

Safe Harbor Statement

“Safe harbor” statement under the Private Securities Litigation Reform Act of 1995: This presentation may contain forward-looking statements including but not limited to statements concerning the potential market for our existing service offerings and future offerings. All of our forward looking statements involve risks, uncertainties and assumptions. If any such risks or uncertainties materialize or if any of the assumptions proves incorrect, our results could differ materially from the results expressed or implied by the forward-looking statements we make.

The risks and uncertainties referred to above include - but are not limited to - risks associated with possible fluctuations in our operating results and cash flows, rate of growth and anticipated revenue run rate, errors, interruptions or delays in our service or our Web hosting, our new business model, our history of operating losses, the possibility that we will not remain profitable, breach of our security measures, the emerging market in which we operate, our relatively limited operating history, our ability to hire, retain and motivate our employees and manage our growth, competition, our ability to continue to release and gain customer acceptance of new and improved versions of our service, customer and partner acceptance of the AppExchange, successful customer deployment and utilization of our services, unanticipated changes in our effective tax rate, fluctuations in the number of shares outstanding, the price of such shares, foreign currency exchange rates and interest rates.

Further information on these and other factors that could affect our financial results is included in the reports on Forms 10-K, 10-Q and 8-K and in other filings we make with the Securities and Exchange Commission from time to time. These documents are available on the SEC Filings section of the Investor Information section of our website at www.salesforce.com/investor. Salesforce.com, inc. assumes no obligation and does not intend to update these forward-looking statements, except as required by law.

Why Use Salesforce for HR?

On-Demand

Trust

Familiar User Interface

Ability to Evolve

One Login, One Database

AppExchange Apps & Add-Ons

Customize

Performance Management

Recruiting Vacation Requests

Build Buy

Daniel Marionni

VP, National Recruiting

Daniel.Marionni@morganstanley.com

About Morgan Stanley

• INDUSTRY: Financial Services

• FINANCIAL ADVISORS & INVESTMENT REPS: 8,000

• GEOGRAPHY: Global

• # USERS: 800

• PRODUCT(S) USED: SFA, Service & Support, AppExchange applications

Global Wealth Management Group (GWMG) provides a range of wealth management products and services to individuals, businesses and institutions. These include brokerage and investment advisory services, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust services.

Challenges Facing National Recruiting

Limited view of

Recruiting Pipeline

Managers are not

connected

Recruit Data resides

in a silo

Recruit Checklist is

not electronic

a. Pipelines not being consistently measured or monitored until candidates are presented to National

b. Recruiting practices and tracking differ from Manager-to-Manager, region-to-region

c. No record of past candidates considered

d. No formal process for lead transition when Managers leave or change positions

Challenges Facing National Recruiting

Limited view of

Recruiting Pipeline

Managers are not

connected

Recruit Data resides

in a silo

Recruit Checklist is

not electronic

a. Poor communication among Manager’s in regards to leveraging collective experiences/insights in recruiting

b. Nothing preventing Manager’s from targeting the same recruits or past considered recruits

Challenges Facing National Recruiting

Limited view of

Recruiting Pipeline

Managers are not

connected

Recruit Data

resides in a silo

Recruit Checklist is

not electronic

a. Difficulty in accessing firm data in a timely manner:

Post-hire performance tracking

Manager successes/failures

b. Decisions being made without adequate supporting data:

Deal economics

Accurate pipeline-to-conversion ratios

Challenges Facing National Recruiting

Limited view of

Recruiting Pipeline

Managers are not

connected

Recruit Data resides

in a silo

Recruit Checklist is

not electronic

a. Recruit Checklist not accessible for analysis

Limited ability to analyze data on recruit’s book of business

Objectives

Automate Recruit-to-FA lifecycle

Automate workflow processes and notifications allowing all ‘approvers’ to work off a

single platform, capturing all input

Provide real time line-of-sight into branch, area, and regional recruiting activity

Use management dashboards to improve access, reporting, delivery, and analysis of

recruiting data

Integrate firm data for ease of reporting and post-hire performance analysis

Maintain a complete and accurate listing of all Recruiting activities and candidates

Standardize recruit management, tracking, and reporting practices firm-wide

Bottom Line

Every recruit that isn’t hired as a result of lost momentum, coordination, or breakdown on our behalf, represents a loss

in opportunity revenue of $500k per year.

BUILD vs. BUY

Timeline

Availability to Resources

Ability to Execute

Configuration / Ramp Up / Support

Decision: Salesforce.com

Customizations: 20 days

Pilot: 10 days

Roll Out: 20 days

90%+ user adoption

Since the rollout, every department involved in the

hiring efforts of Recruits has come on Salesforce.

Take-Aways

Top-Down Support

Iterative Training –’Its NOT ACT!’

Listen to the Users

Make it simple

Leverage your enterprise resources

Its not real if its not in Salesforce!

Colin Cooper

Founder and CEO

colincooper@fairsail.com

Typical Challenges

Few managers set objectives or targets

Progress meeting objectives is not tracked

Sales not aware of actual sales results

Attempts at performance management generated

disparate emails, Word, and Excel files

Identification of high performers hit and miss

Consequences

Weak link between high performance and rewards

Low performance rarely addressed

High achievers de-motivated and left company

Lost key skills and opportunities

Attempts to address performance had poor security

and no audit trail

Top Priorities for Sales

Source: Chief Sales Officer Insights 2007

56%

Problems Faced by Sales Management

“For the third straight year performance metrics have declined:

• new reps time to full productivity - up.• percentage of presentations leading to sales - down.• sales cycles - lengthened.

Simply stated: all indicators are pointing in wrong direction if performance improvement is where we are heading, or want to be heading.”

Quote from: Chief Sales Officer Insights 2007

The Solution: Performance Management

Set clear objectives and targets

Monitor progress during year

Performance review at end of year

Reward high performance

Tackle under performance (development)

Performance Management on the Force.com Platform

Industry leading security and resiliance

Easy to customize

Extendable - link to other systems

Platform makes it easy to extend to all other

departments

Demonstration

Manager login

Team Member login

Admin login

next

The Result

80% have monitored objectives and timely annual

performance review

For the first time rewards linked to high

performance

Sales team can easily view latest targets and

actuals along with history

“a great place to work”

Visit us at Dreamforce - booth #214

Imagine it. Learn it. Use it.Discover What’s New on the AppExchange

How to Get Started

Force.com Platform Edition

Run custom apps

Run AppExchange apps

Full platform functionality

Full analytics

+ Platform Features√ Custom apps

√ Custom tabs

√ Custom objects

√ Workflow

√ API

√ Storage

√ Sandbox*

√ Premier support*

Basic Collaboration√ Home

√ Accounts

√ Contacts

√ Documents

√ Tasks & Events

√ Reports & Dashboards+

* Unlimited Edition only

- CRM features No campaigns

No leads

No opportunities

No cases

No solutions

No products

No forecasts

No contracts

No future standard objects

Platform Edition Functionality

Run Your Entire Business On-Demand

SalesMarketing Support

Finance HR R&D IT

Platform License

Platform License

Platform License

Platform License

License Management

CRM License

Custom App

CRM Non-CRM

Custom App

Custom App

Custom App Custom App

Custom App

Platform Edition Pricing

Enterprise Edition Unlimited Edition

Price $50 $100

Force.com Platform Max AppExchange Apps 10 Unlimited

Max Custom Tabs 25 Unlimited

Max Custom Objects 200 2,000

CRM Functionality Not included Not included

Sandbox $ Premier Support $ More Storage $ Force.com Mobile $

Takeaways…

Start small

Good bye paper & Excel

Customize, build, buy

Force.com Platform Edition

Big wins with existing Salesforce CRM users

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Andrew Smith

Product Manager, Platform

Daniel Marionni

Vice President

Colin Cooper

Founder and President

QUESTION & ANSWER SESSION