Executive Management Jobs at Salesforce with Visa Sponsorship
Executive Management jobs at Salesforce span global operations, and the company maintains a well-established track record of sponsoring work visas for senior leadership roles. If you're targeting an executive position and need sponsorship, Salesforce's structured HR and legal teams are equipped to support H-1B visa, E-3 visa, and Green Card filings.
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Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
About Agentforce
Agentforce is Salesforce's platform for building, evaluating, and managing AI-powered agents that transform how customers engage with brands and how work gets done. Agentforce Observability is the product surface where enterprises measure, monitor, and improve those agents in production — closing the loop between what agents do and how well they do it.
The Role
We're hiring a Senior PM / Director to own agentic analytics for Agentforce — using AI to analyze how enterprises' agents actually behave in production, cluster failures at scale, and give customers concrete recommendations to make their agents better. This is one of the highest-leverage bets in the Agentforce portfolio: AI applied to the hardest problem in enterprise AI, which is knowing whether your AI is any good and what to do about it.
You'll own the roadmap, the user experience, the go-to-market, and the design partner and pilot programs. You'll set the strategy that takes this product from a pilot with a handful of Salesforce's most sophisticated customers to a differentiated GA offering embedded in every Agentforce deployment.
This is an IC role for a builder who thinks in agents. You use coding agents (Claude Code, Cursor, Codex, etc.) daily and have a point of view on where they're going. You prototype before you spec. You've built and evaluated agents yourself, and you have opinions about what makes agent optimization actually work — evaluation harnesses, annotation flows, failure clustering, and the feedback loops that turn raw session data into product intelligence.
Own the product end to end
- Set and own the roadmap, outcomes, and product strategy for agentic analytics — from current pilot through GA and beyond.
- Own the user experience. Partner with design to build an agent that customers trust and reach for, not one they tolerate.
- Own the go-to-market. Work with Enablement, Docs, Marketing, and Sales on positioning, launch, and adoption. Run tight feedback loops with design partners and early customers.
- Set and defend success metrics (pilot activation, failure-cluster coverage, recommendation acceptance, agent quality lift) and use them to make real trade-offs. Kill what isn't working.
Build, don't just describe
- Prototype with coding agents to pressure-test ideas before writing a spec. A working demo beats a 10-page doc.
- Dogfood the product constantly. Run it against real customer data. Break it. Eval it. Bring receipts.
- Stay close to the code and the runtime. Read the traces. Understand the eval harness. Sit next to engineering during discovery.
Run the customer program
- Run the design partner program directly. Lead pilot calls, extract requirements, turn customer pain into shipped product.
- Bring the customer voice into every product decision. Distinguish real needs from workarounds, one-offs, and badly framed requests.
Move fast and coordinate across the portfolio
- Push a fast-paced environment. Ship the smallest thing that works, learn, iterate.
- Coordinate with peer PMs across Agentforce — the runtime, the authoring surfaces, evaluation, and the broader Observability portfolio — so agentic analytics fits into the ADLC as one coherent story.
- Communicate clearly with engineers, designers, execs, and the field. Bring a point of view and change your mind when the data says to.
Required Qualifications
- Product management experience, with a track record of shipping products for technical users (developers, admins, or technical SMEs). Director-level candidates should show a clear pattern of scope and impact beyond that.
- Coding-agent fluency. You are a daily user of coding agents. You've built and shipped agents yourself. You can talk substantively about LLM orchestration, tool use, evals, and what makes an agent actually work in production.
- Applied depth in evaluation and agent quality. You've worked on evaluation frameworks, annotation flows, failure clustering, or the equivalent — and you can reason about how to measure whether an agent is actually getting better.
- Comfortable with ambiguity, biased for action. You turn fuzzy problems into sharp bets with measurable outcomes. You'd rather ship a rough thing and iterate than debate a perfect one.
- Strong written and verbal communication. You can turn ambiguity into direction, rally a team around it, and hold your own with customers and execs.
- Cross-functional operator. You work well across engineering, design, and adjacent product teams. You know when to lead, when to follow, and when to escalate.
- Customer empathy at scale. You lead with the customer problem — not the feature request. You can synthesize signal across a design partner cohort, distill it into crisp product requirements, and communicate tradeoffs clearly to engineers, execs, and the field.
Preferred
- Engineering background, or the equivalent hands-on depth — comfortable reading code, reviewing APIs, prototyping in a notebook, and partnering with engineers on real trade-offs.
- Direct experience with the current agent-building and eval landscape (Cursor, Claude Code, Replit, LangSmith, Braintrust, Langfuse, agent frameworks) and strong opinions on what they get right and wrong.
- Experience with customer-facing pilot or design-partner programs for early-stage AI products.
- Design sense: can turn messy systems into clean primitives with opinionated defaults.
- Experience operating with autonomy in a highly cross-functional environment, including executive, technical, and go-to-market stakeholders.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $197,300 - $313,700 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $237,700 - $344,700 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
About Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
About Agentforce
Agentforce is Salesforce's platform for building, evaluating, and managing AI-powered agents that transform how customers engage with brands and how work gets done. Agentforce Observability is the product surface where enterprises measure, monitor, and improve those agents in production — closing the loop between what agents do and how well they do it.
The Role
We're hiring a Senior PM / Director to own agentic analytics for Agentforce — using AI to analyze how enterprises' agents actually behave in production, cluster failures at scale, and give customers concrete recommendations to make their agents better. This is one of the highest-leverage bets in the Agentforce portfolio: AI applied to the hardest problem in enterprise AI, which is knowing whether your AI is any good and what to do about it.
You'll own the roadmap, the user experience, the go-to-market, and the design partner and pilot programs. You'll set the strategy that takes this product from a pilot with a handful of Salesforce's most sophisticated customers to a differentiated GA offering embedded in every Agentforce deployment.
This is an IC role for a builder who thinks in agents. You use coding agents (Claude Code, Cursor, Codex, etc.) daily and have a point of view on where they're going. You prototype before you spec. You've built and evaluated agents yourself, and you have opinions about what makes agent optimization actually work — evaluation harnesses, annotation flows, failure clustering, and the feedback loops that turn raw session data into product intelligence.
Own the product end to end
- Set and own the roadmap, outcomes, and product strategy for agentic analytics — from current pilot through GA and beyond.
- Own the user experience. Partner with design to build an agent that customers trust and reach for, not one they tolerate.
- Own the go-to-market. Work with Enablement, Docs, Marketing, and Sales on positioning, launch, and adoption. Run tight feedback loops with design partners and early customers.
- Set and defend success metrics (pilot activation, failure-cluster coverage, recommendation acceptance, agent quality lift) and use them to make real trade-offs. Kill what isn't working.
Build, don't just describe
- Prototype with coding agents to pressure-test ideas before writing a spec. A working demo beats a 10-page doc.
- Dogfood the product constantly. Run it against real customer data. Break it. Eval it. Bring receipts.
- Stay close to the code and the runtime. Read the traces. Understand the eval harness. Sit next to engineering during discovery.
Run the customer program
- Run the design partner program directly. Lead pilot calls, extract requirements, turn customer pain into shipped product.
- Bring the customer voice into every product decision. Distinguish real needs from workarounds, one-offs, and badly framed requests.
Move fast and coordinate across the portfolio
- Push a fast-paced environment. Ship the smallest thing that works, learn, iterate.
- Coordinate with peer PMs across Agentforce — the runtime, the authoring surfaces, evaluation, and the broader Observability portfolio — so agentic analytics fits into the ADLC as one coherent story.
- Communicate clearly with engineers, designers, execs, and the field. Bring a point of view and change your mind when the data says to.
Required Qualifications
- Product management experience, with a track record of shipping products for technical users (developers, admins, or technical SMEs). Director-level candidates should show a clear pattern of scope and impact beyond that.
- Coding-agent fluency. You are a daily user of coding agents. You've built and shipped agents yourself. You can talk substantively about LLM orchestration, tool use, evals, and what makes an agent actually work in production.
- Applied depth in evaluation and agent quality. You've worked on evaluation frameworks, annotation flows, failure clustering, or the equivalent — and you can reason about how to measure whether an agent is actually getting better.
- Comfortable with ambiguity, biased for action. You turn fuzzy problems into sharp bets with measurable outcomes. You'd rather ship a rough thing and iterate than debate a perfect one.
- Strong written and verbal communication. You can turn ambiguity into direction, rally a team around it, and hold your own with customers and execs.
- Cross-functional operator. You work well across engineering, design, and adjacent product teams. You know when to lead, when to follow, and when to escalate.
- Customer empathy at scale. You lead with the customer problem — not the feature request. You can synthesize signal across a design partner cohort, distill it into crisp product requirements, and communicate tradeoffs clearly to engineers, execs, and the field.
Preferred
- Engineering background, or the equivalent hands-on depth — comfortable reading code, reviewing APIs, prototyping in a notebook, and partnering with engineers on real trade-offs.
- Direct experience with the current agent-building and eval landscape (Cursor, Claude Code, Replit, LangSmith, Braintrust, Langfuse, agent frameworks) and strong opinions on what they get right and wrong.
- Experience with customer-facing pilot or design-partner programs for early-stage AI products.
- Design sense: can turn messy systems into clean primitives with opinionated defaults.
- Experience operating with autonomy in a highly cross-functional environment, including executive, technical, and go-to-market stakeholders.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $197,300 - $313,700 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $237,700 - $344,700 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
See all Executive Management Jobs at Salesforce
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Management Jobs at Salesforce.
Get Access To All JobsTips for Finding Executive Management Jobs at Salesforce
Align Your Credentials to Specialty Occupation Standards
Executive Management roles at Salesforce must qualify as specialty occupations under USCIS criteria. Frame your degree and leadership experience around a specific field, whether business administration, finance, or operations, not general management.
Target Salesforce's Defined Leadership Competency Framework
Salesforce evaluates senior candidates against its V2MOM strategic alignment model. Showing fluency with this framework in your application signals cultural fit and accelerates the internal approval process that precedes any visa filing.
Raise Sponsorship Early in Recruiter Conversations
Salesforce's talent acquisition team handles executive hiring through dedicated sourcers. Confirm your visa needs before the hiring panel stage so their legal team can assess H-1B cap availability or E-3 eligibility before an offer is extended.
Understand How E-3 Changes Your Timeline
If you're an Australian citizen, the E-3 visa bypasses the H-1B lottery entirely and can be filed at any point in the year. For executive roles with target start dates, this gives you significantly more scheduling flexibility than H-1B.
Track Salesforce Executive Openings Through Migrate Mate
Executive Management roles with confirmed sponsorship history surface faster when you filter specifically for them. Use Migrate Mate to browse Salesforce openings by visa type and role level before applying directly through their careers portal.
Prepare for PERM Labor Market Test Requirements
If your goal is a Green Card via EB-2 or EB-3, Salesforce's immigration counsel will initiate a PERM process with DOL. This requires demonstrating no qualified U.S. workers were available, so documenting your unique executive qualifications early strengthens the case.
Frequently Asked Questions
Does Salesforce sponsor H-1B visas for Executive Managements?
Yes, Salesforce sponsors H-1B visas for Executive Management roles when the position qualifies as a specialty occupation under USCIS standards. Senior leadership roles tied to specific degree fields, such as finance, strategy, or operations, typically meet this threshold. Salesforce's in-house immigration team manages the filing process, though H-1B sponsorship is subject to the annual cap and lottery for new applicants.
How do I apply for Executive Management jobs at Salesforce?
Applications go through Salesforce's official careers portal, where Executive Management roles are listed by business unit and region. You can also find open roles with confirmed sponsorship history on Migrate Mate, which filters positions by visa type. For senior roles, Salesforce often sources candidates through executive recruiters, so ensuring your profile is visible on professional networks improves your chances of being approached directly.
Which visa types does Salesforce commonly use for Executive Management roles?
Salesforce sponsors H-1B visas for most international executive hires, along with E-3 visas for Australian citizens in qualifying roles. For candidates pursuing permanent residence, Salesforce supports EB-2 and EB-3 Green Card petitions through the PERM labor certification process with DOL. The right visa pathway depends on your nationality, the specific role requirements, and your long-term authorization goals.
What qualifications does Salesforce expect for Executive Management roles?
Salesforce typically looks for a bachelor's degree or higher in a field directly relevant to the role, such as business, finance, or technology, combined with substantial leadership experience. For visa purposes under USCIS specialty occupation rules, the degree must be specific to the role, not a general credential. Demonstrated experience leading cross-functional teams and a track record of measurable business outcomes are consistently weighted heavily in executive hiring.
How do I estimate the timeline for starting an Executive Management role at Salesforce with visa sponsorship?
For H-1B, plan for a minimum of six to nine months if you're subject to the annual cap, since the lottery runs in March with an October 1 start date. E-3 visas for Australian citizens can move significantly faster, often within four to eight weeks of an offer. PERM-based Green Card processes are longer and typically run in parallel with maintained work authorization rather than as a prerequisite for starting the role.