For custom sales reports, Toptal is the best fit when you need vetted, senior CRM developers quickly for integrations and complex reporting (expect premium rates). Use Upwork to source developers faster and more cheaply for discrete tasks but vet candidates; hire a specialized agency for full end-to-end projects and ongoing maintenance.
Yes. For custom CRM reporting, I’d hire for CRM architecture + data/reporting skills, not just someone who knows how to build dashboards.
1. Define the role around your actual problem
Before interviewing, write down 3–5 reports your sales team needs, including:
What business question each report answers
CRM objects/data involved
Filters, calculations, and historical trends required
Who will use it
Whether it needs to update automatically
Whether data must come from outside the CRM
This matters because many “custom reports” are actually data-model, integration, or analytics problems. For example, Salesforce supports custom report types when the standard report types don't expose the necessary objects/fields, while its Reports API can expose report metadata and results to external applications.
2. Look for these skills
Your candidate should demonstrate:
CRM-specific
Strong experience with your exact CRM (Salesforce, , Dynamics, etc.)
I’ll look at current CRM-developer hiring guidance and turn it into a practical screening process, with particular attention to custom reporting and integrations.
Understanding of objects/entities, relationships, permissions, and lifecycle stages
Experience extending the CRM rather than merely configuring it
Reporting/data
SQL and relational data modeling
Advanced reporting/dashboard construction
Calculated fields and aggregations
Historical/point-in-time reporting
Data quality and deduplication
APIs and integrations
Development
Version control (Git)
Testing and deployment practices
Ability to distinguish between a configuration solution and a custom-code solution
Performance/security awareness
For example, Salesforce's current Platform Developer certification objectives explicitly cover data modeling, declarative vs. programmatic solutions, testing, debugging, deployment, and Apex. help.salesforce.com Microsoft similarly lists reporting, APIs, testing, data manipulation, security, and performance among relevant Dynamics developer skills.
3. Give candidates a small paid test project
This is probably the most useful screening method.
Give them one real reporting requirement, sanitized of sensitive data, and ask for a short technical proposal:
“Sales leadership wants to see pipeline created, pipeline won, win rate, average sales cycle, and rep performance by month. They also want to compare current pipeline against the same point in previous quarters. Some required information isn't available in our standard CRM reports.”
Ask them to explain:
What data they'd use
What they would configure versus code
Whether they'd change the CRM data model
How they'd handle historical snapshots
How they'd validate the numbers
How they'd make the report maintainable
What they'd estimate for implementation
A strong candidate should ask clarifying questions before proposing a solution.
4. Interview for reasoning, not trivia
Good questions include:
“Tell me about the most complicated CRM report you've built.”
“When would you not build a custom report?”
“How would you investigate two reports producing different revenue numbers?”
“How would you report pipeline as it existed 90 days ago?”
“What happens when the CRM's native reporting can't join the data we need?”
“How do you test a report before sales leadership relies on it?”
“Show me a project where you used an API or external database to solve a reporting problem.”
For Salesforce specifically, advanced analytics work can involve datasets, permissions, SAQL/SOQL/SQL, and dashboard design—not simply the standard report builder.
5. Check their portfolio carefully
Don't just ask, “Have you built Salesforce reports?”
Ask to see sanitized screenshots, architecture diagrams, or descriptions of:
A complex report
A custom data model
An integration
A dashboard used by executives
A reporting problem they couldn't solve natively
Verify that they personally did the work rather than simply being part of a large implementation team.
6. Decide between freelancer and employee
For a defined backlog of reports, a specialist contractor can make sense initially. A longer-term employee is more appropriate if you'll continually need CRM customization, integrations, automation, and reporting.
A marketplace such as Upwork's CRM developer marketplace can give you a large candidate pool, but I'd still use the paid technical exercise rather than selecting based primarily on profile ratings.
A practical hiring scorecard
Rather than judging candidates by vague “CRM experience,” score the evidence you collect on:
Area
What to look for
Your CRM
Deep hands-on experience
Reporting
Complex reports, dashboards, historical analysis
Data modeling
Understands relationships and data quality
Development
APIs, code, testing, Git/deployment
Problem solving
Can determine the right architecture
Communication
Explains technical choices to sales/business users
Maintainability
Doesn't create fragile one-off solutions
Security
Understands permissions and sensitive sales data
One important tip: tell candidates that you're specifically looking for someone who will challenge the requested implementation when appropriate. If the underlying problem is bad CRM data structure, a developer who simply builds increasingly complicated reports can make things worse.
If you tell me which CRM you're using (Salesforce, HubSpot, Dynamics, Zoho, etc.) and roughly how many reports you need, I can turn this into a specific job description + interview questions + paid test assignment for the role.
Hiring a great CRM developer to build custom reporting starts with recognizing that reporting isn't just about writing a SQL query or pulling data—it requires a deep understanding of data structures, API limits, and how sales teams actually operate.
Here is a step-by-step roadmap to finding and hiring the right person for the job:
Identify your exact platform and stack
Determine your current CRM (e.g., Salesforce, HubSpot, Microsoft Dynamics 365, or Zoho).
Note the surrounding tools they will need to interact with (e.g., PostgreSQL, Snowflake, Power BI, Tableau, or native reporting engines). A Salesforce developer might not automatically excel at writing optimized custom SOQL/Apex or managing external data warehouse syncs.
Define the scope of "Custom Reports"
Figure out if you need simple visual dashboards, complex relational queries combining CRM data with billing/marketing data, or automated scheduled data exports. Clear requirements help you filter out candidates who only know low-code drag-and-drop report builders versus true developers who can write custom code/APIs.
Source from the right talent pools
Look on platform-specific ecosystems like the Salesforce Trailblazer Community or specialized tech job boards.
For vetted freelance or contract work, use developer-focused marketplaces like Toptal rather than general gig sites to ensure certified platform expertise.
Screen for critical technical competencies
Data Modeling: Can they explain how custom objects, relationships (one-to-many, many-to-many), and roll-up summaries affect reporting performance?
Governor Limits & Optimization: If you use a platform like Salesforce, ask how they handle queries that risk hitting API or governor limits. Bad code will crash or time out on large datasets.
Business Acumen: Can they translate a vague request from a VP of Sales ("I want to see pipeline velocity by rep segment" ) into an actual data schema and functional report?
Give a practical take-home or live assessment
Don't just ask theoretical questions. Give them a redacted, anonymized schema or a realistic reporting scenario. Ask them to sketch out how they would structure the data and write the query or configure the underlying objects to make that report fast and maintainable.
To help narrow this down, could you share:
Which CRM platform you are currently using?
Where the data needs to go (do you need the reports inside the CRM, or in an external BI tool like Power BI/Tableau)?
I can tailor a few specific interview questions or a sample technical test for that exact platform.
Hiring a great CRM developer to build custom reporting infrastructure requires a mix of platform-specific technical vetting and a check on how well they translate messy sales requests into clean data models.
A step-by-step roadmap to finding, vetting, and hiring the right person for your team includes:
Identify your specific CRM ecosystem : Pinpoint your exact platform (e.g., Salesforce, HubSpot, Microsoft Dynamics 365). A developer who is a wizard in Salesforce Apex/SOQL might be lost in Dynamics' X++ or Power Platform/Dataverse environment.
Define the scope of the custom reporting : Are you pulling basic data visualization, or doing heavy multi-source data warehousing, complex SQL joins, and predictive sales forecasting? Clarify if they need backend data modeling skills or just front-end dashboard configuration.
Sift for the right skill set : Look for proficiency in native query languages, API integrations (connecting your CRM to BI tools like Tableau, PowerBI, or Looker), and a strong grasp of data governance and security permissions so reps only see what they are supposed to.
Source candidates where they hang out : Post targeted roles on tech-focused job boards, or look for specialized talent via platforms like Himalayas or tech networks.
Conduct a practical technical interview : Give them a real-world scenario (e.g., "Our sales team needs a rolling 12-month win/loss attribution report that factors in three custom objects" ). Ask them to walk you through how they would architect the data schema and optimize query performance.
If you'd like, let me know:
What specific CRM platform you are currently using (Salesforce, HubSpot, Dynamics, etc.)
Whether you are looking for a full-time hire, contractor, or agency
I can help draft a targeted job description or provide specific technical interview questions tailored to your stack.
If your sales team needs custom CRM reports that the built-in reporting tools can’t provide, I’d hire for CRM + data skills, not just someone who calls themselves a “CRM developer.”
For example, Salesforce supports custom report types and APIs, while HubSpot’s custom reporting can combine multiple data sources; the right technical approach depends heavily on your CRM and the exact report requirements.
1. Define the problem before hiring
Write down 3–5 concrete reports you need, including:
Business question: “Which reps have the highest conversion rate by lead source?”
Data sources: CRM objects, activities, external systems, spreadsheets, etc.
Output: dashboard, scheduled report, CSV/Excel export, or integration with another BI tool.
Refresh requirement: real-time, hourly, daily, etc.
Who needs access: sales reps, managers, executives.
This prevents you from hiring someone who can build attractive dashboards but can't solve the underlying data problem.
2. Look for these skills
Your candidate should ideally have:
CRM expertise
Deep experience with your specific CRM
Data modeling and relationships
Custom objects/fields
Permissions and security
Automation/workflows
Reporting/data expertise
SQL or the CRM's equivalent query language
Data aggregation and calculated metrics
Historical/trend reporting
Data quality and deduplication
API/integration experience
For example, Salesforce developers should understand SOQL, Apex, APIs and data modeling; Salesforce itself lists data modeling, programming, APIs/integration, testing and DevOps among relevant developer skills.
Business communication
Can translate “we need a better pipeline report” into precise technical requirements
Asks salespeople what they actually mean by metrics such as “conversion rate”
Documents assumptions and definitions
That last category is surprisingly important.
3. Give finalists a paid work sample
Instead of relying on certifications or interviews, give each finalist a small, sanitized version of your actual problem.
For example:
“We need a report showing opportunities created by month, broken down by sales rep and lead source, with conversion to closed-won within 90 days. Some of the required information lives in related CRM records. Explain how you'd build it and show us a prototype.”
Ask them to explain:
Which CRM data they'd use.
What relationships/queries they'd need.
Whether the requirement can be solved natively.
Where custom code or an external reporting tool is necessary.
How they'd validate the numbers.
How they'd handle permissions and future CRM changes.
A strong candidate should be willing to challenge the requested implementation if there's a simpler native solution.
4. Ask these interview questions
“Show me a complicated CRM report you've built. What made it difficult?”
“Tell me about a report where the CRM's native reporting couldn't do what the client wanted.”
“How do you validate that a report's numbers are actually correct?”
“How do you handle many-to-many relationships and duplicate records?”
“When would you use native CRM reporting versus SQL/a data warehouse/BI?”
“How do you prevent customizations from breaking after CRM upgrades?”
“How would you document the solution so another developer can maintain it?”
“What information do you need from our sales team before you start?”
For Salesforce specifically, it's worth testing whether they understand the distinction between custom report types, native reports, and programmatic/API approaches rather than automatically reaching for code.
5. Hire initially for a small project
Rather than immediately hiring someone long-term, structure the engagement as:
Phase 1 — Discovery: 5–10 hours
Document requirements, data model, feasibility and proposed architecture.
Phase 3 — Production:
Build the remaining reports, documentation, testing and handoff.
This gives you a much better signal than a résumé.
6. Where to find them
Search specifically for:
CRM developer — if custom code/integrations are involved.
CRM administrator/consultant — if the requirements may actually be solvable through configuration.
CRM/BI developer — if you're pulling CRM data into Power BI, Tableau, Looker, etc.
CRM data engineer — if you're dealing with large datasets, multiple systems or a data warehouse.
I'd avoid searching simply for “report developer.” You want someone who understands your CRM's data model and your sales process.
If you tell me which CRM you use (Salesforce, HubSpot, Dynamics, Zoho, etc.) and roughly what reports you need, I can give you a specific job description, interview scorecard, and a paid test assignment tailored to it.
Hiring a great CRM developer to build custom reports and workflows requires a blend of platform-specific vetting and business-logic testing . Since your immediate trigger is reporting, you need someone who understands both the underlying database schema and how sales teams actually operate.
Here is a step-by-step roadmap to finding and hiring the right person:
Pinpoint your exact CRM ecosystem
Different CRMs use completely different tech stacks. A Salesforce expert uses Apex and Lightning Web Components, while a Microsoft Dynamics specialist relies on C#, .NET, and the Power Platform. Make sure you are recruiting specifically for the platform you use.
Define the scope for custom reporting
Write down what data sources these custom reports need to pull from. Do they require complex SQL queries, data blending from outside the CRM (like a marketing platform or billing software), or real-time analytics dashboards? Sharing this helps screen out candidates who only know basic drag-and-drop report builders.
Look for the right core competencies
Data Architecture & SQL: They must know how data is stored, related (objects, entities, and relational mapping), and queried without crashing system performance.
API Integration: Sales data rarely lives in just one place; they should know how to pull in external metrics.
Business Acumen / Soft Skills: A top-tier CRM developer doesn't just write code—they talk to your sales managers, translate vague requests like "I need to see pipeline velocity" into functional data models, and explain technical constraints simply.
Choose your engagement model
Freelancer / Consultant: Best if this is a one-off reporting project. Platforms like Upwork or specialized tech networks work well here.
Full-Time / Contract-to-Hire: Best if your sales operations are scaling, requiring ongoing custom objects, automated workflows, and continuous report tuning.
Ask targeted technical and scenario-based interview questions
Ask: "Walk me through a time a sales leader asked for a complex report that the native data schema didn't support. How did you structure the data model or workaround to deliver it?"
Give a mini take-home or live whiteboard test mapping out a custom relational data query to see how they optimize for speed and accuracy.
To help narrow down where and how to source this developer, tell me:
What CRM platform are you currently using (e.g., Salesforce, HubSpot, Microsoft Dynamics)?
Are you looking for a freelancer for a quick project or a full-time team member?
If your main need is custom sales reporting, hire for CRM + analytics + integration skills, not just someone who can build dashboards. The right person should first determine whether your CRM can do the reporting natively, then extend it with custom objects, queries, APIs, or code only where necessary. Salesforce, for example, supports custom report types that expose additional objects and fields; HubSpot also has multiple custom-report options depending on subscription.
1. Define the problem before hiring
Write down 3–5 reports your sales team actually needs. For each, specify:
Data sources: CRM only, or CRM + ERP, billing, product usage, etc.
Metrics: e.g. pipeline by rep, conversion rate, sales velocity, renewal revenue.
Security: whether different reps/managers should see different records.
Output: CRM dashboard, scheduled report, spreadsheet export, BI tool, etc.
This prevents you from hiring a "CRM developer" for what is actually a data/BI problem.
2. Look for these skills
A strong candidate should be able to:
Understand your particular CRM deeply.
Design sensible data models and relationships.
Build custom reports/dashboards and know when native functionality is sufficient.
Work with SQL or the CRM's query language where applicable.
Use APIs and integrations when data must come from other systems.
Understand permissions, access controls, and data security.
Test and document their work.
Use Git/version control and have a deployment process.
Translate vague business requirements into precise technical requirements.
For example, Salesforce's own developer guidance emphasizes data modeling, programming, testing, APIs/integrations, DevOps, and understanding business requirements. Trailhead HubSpot similarly identifies full-stack development, APIs, databases/data relationships, integrations, and troubleshooting as relevant CRM-development skills.
3. Don't overvalue certifications
Certifications are useful evidence, but real examples of similar work are more revealing.
For Salesforce, relevant credentials include Platform Developer and CRM Analytics-related certifications. SalesforceSalesforce For HubSpot, look for relevant certifications/accreditations and actual custom-integration experience.
Ask candidates:
"Show me a reporting or CRM customization you've built that's similar to ours. What was the business requirement, what data did you use, what did you build, and what would you do differently now?"
A good candidate should be able to explain the architecture—not just show you a pretty dashboard.
4. Give finalists a small paid test
Don't give them a huge take-home project. Give them a 2–4 hour paid exercise based on your actual problem.
For example:
"Sales management wants a report showing pipeline created, pipeline won, win rate, average sales cycle, and revenue by rep and quarter. Some deals have multiple products, and managers should only see their team's data. Here's a sanitized sample data model. Explain how you'd implement this."
Ask them to provide:
Their proposed data model.
Report/dashboard design.
Any custom fields or objects they'd create.
Queries/API calls or pseudocode where appropriate.
Security considerations.
Testing approach.
Estimated implementation time.
HubSpot's own hiring guidance recommends a relevant technical assessment and having another developer review it.
5. Watch for these red flags
Be cautious if someone:
Immediately wants to write custom code without investigating native CRM capabilities.
Can't explain how your requested metrics would be calculated.
Has built dashboards but can't explain the underlying data relationships.
Doesn't ask questions about data quality or business definitions.
Ignores permissions/security.
Can't show comparable work.
Gives a fixed implementation estimate before understanding your CRM/data.
Has no testing or documentation plan.
Treats every reporting problem as a dashboard problem.
One particularly important trait is requirements discovery. A good CRM developer should ask questions before executing; HubSpot specifically calls out the ability to understand the larger business/system picture and ask targeted questions up front.
6. Where I'd look
For a one-off project, consider a specialist contractor or CRM consultancy rather than immediately hiring a full-time employee. For ongoing customization and integrations, a full-time CRM engineer may make more sense.
Your CRM vendor's partner ecosystem can also be useful. For example, HubSpot has formal Solutions Partner accreditations, while Salesforce maintains certification tracks for developers and analytics specialists.
A good hiring profile
If I were writing the requirement, I'd make it roughly:
CRM Developer / CRM Analytics Engineer
Experience customizing [your CRM], designing CRM data models, building advanced reports and dashboards, integrating external data through APIs, and translating sales requirements into reliable reporting solutions. Must be able to demonstrate comparable projects and explain technical decisions to non-technical stakeholders.
One important question before you post the job: which CRM are you using—Salesforce, HubSpot, Microsoft Dynamics, or something else? The ideal candidate profile and technical interview change substantially by platform.
Hiring a great CRM developer to build custom reports and workflows starts with matching their specific platform ecosystem to your existing tech stack (e.g., Salesforce, HubSpot, Microsoft Dynamics).
Step-by-Step Hiring Blueprint
Identify Your Exact Ecosystem: Pinpoint your exact CRM. A Salesforce developer (fluent in Apex and Lightning Web Components) has a very different toolkit than a Microsoft Dynamics expert (C# and Power Platform) or a HubSpot developer.
Define the Scope of "Custom Reports": Detail what data sources, metrics, and visual layouts your sales team needs. Are they looking for complex SQL-like cross-object reporting, or automated scheduled data dumps? This helps gauge if you need a junior configurer or a senior data-architecture developer.
Source from Vetted Talent Pools: Look on platform-specific developer communities, or use specialized tech networks like Flexiple or top-tier freelancing and contracting platforms to find pre-vetted specialists.
Test for Business Translation Skills: The best CRM developers don't just write code—they translate vague sales requests ("I need to see pipeline velocity by region") into clean database queries and user-friendly dashboards.
Review Past Portfolio/Case Studies: Ask for concrete examples where they built custom reporting modules or optimized messy, unstructured customer data into actionable insights.
To help narrow down where and how to look, tell me:
Which CRM platform are you currently using?
Is this a full-time hire, short-term contract, or project-based engagement?
What “correct” means: ideally provide a sample spreadsheet showing the expected result.
This matters because “build custom reports” can mean anything from configuring native CRM reports to writing API queries and maintaining a separate reporting database.
For example, HubSpot's current custom report builder can combine multiple data sources, while its APIs expose CRM objects, properties, associations, and custom objects. Salesforce likewise provides APIs for running and creating reports and supports querying report data without necessarily saving a new report.
2. Look for these skills
For a developer doing genuinely custom reporting, I'd prioritize:
Your specific CRM: Salesforce, HubSpot, Dynamics, etc.
CRM data modeling: objects/tables, relationships, custom fields, pipelines.
SQL: especially joins, aggregations, window functions, and data validation.
REST APIs and authentication: OAuth, pagination, rate limits, webhooks.
Your CRM's query/reporting language: e.g. SOQL for Salesforce.
A reporting/BI tool: Power BI, Tableau, Looker, or similar, if applicable.
Git/version control and testing.
Business analysis: they should be able to turn “I need a pipeline report” into precise definitions of pipeline, dates, ownership, attribution, etc.
For HubSpot specifically, its developer guidance identifies REST APIs, modern JavaScript, version control, and the ability to understand the larger business/system architecture as useful CRM-developer capabilities.
3. Don't over-index on certifications
A certification can establish familiarity with a platform, but I'd take a working example over a list of badges.
Ask candidates to walk you through a previous project:
“Show me a report you built where the CRM couldn't produce the required result natively. What data did you pull, how did you transform it, and how did you verify that the numbers were correct?”
A strong candidate should be able to explain the data model and tradeoffs rather than simply showing you a pretty dashboard.
4. Give finalists a small paid test
Give them one representative reporting problem, preferably based on anonymized data.
For example:
“We have deals, accounts, sales reps, and activities. Management wants monthly pipeline created, won revenue, win rate, and average sales cycle by rep and segment. Some deals have been reassigned between reps. Design how you would produce this report and explain how you'd validate the numbers.”
Evaluate whether they:
Ask clarifying questions before coding.
Identify ambiguous definitions.
Understand relationships between CRM objects.
Think about duplicate records and missing data.
Consider API limits and performance.
Separate data extraction from reporting logic.
Explain how the result will be maintained six months from now.
Pay for the test. You're asking them to do real professional work.
5. Ask these interview questions
“Tell me about the most complicated CRM reporting project you've built.”
“How would you determine whether a report should be built inside the CRM or outside it?”
“How would you handle CRM data that is incomplete or inconsistent?”
“How would you validate that your numbers match the CRM?”
“What happens if the CRM API has a rate limit?”
“How would you structure this so another developer can maintain it?”
“What would you document before handing the system over to us?”
“What access would you need to our CRM, and how would you protect credentials and customer data?”
That last question is particularly important. A developer shouldn't need unrestricted access to everything just because they're building a report.
6. Decide whether you need a freelancer or employee
Freelancer/contractor makes sense when you have a defined backlog such as 5–20 reports, integrations, or dashboards and don't expect substantial ongoing development.
Full-time hire makes more sense when reporting requirements are continuously evolving and the CRM has become a core part of your sales infrastructure.
There's also a useful middle ground: hire a senior CRM/data developer for the initial architecture, then use a less expensive developer or internal analyst for routine reporting work.
A good job description
I'd advertise it as something closer to:
CRM/Data Developer — Custom Sales Reporting
We're looking for a developer to build and maintain custom sales reporting that goes beyond our CRM's standard reporting capabilities. The role will involve understanding our CRM data model, querying CRM APIs/data, transforming and validating data, and delivering reliable reports and dashboards for our sales organization.
Required: experience with [CRM], SQL, REST APIs, data modeling, and reporting/BI tools. Strong communication and requirements-gathering skills are essential.
Nice to have: experience with [specific CRM APIs/query language], ETL/data pipelines, Git, and automated testing.
Candidates should provide examples of custom CRM reporting or data-integration projects they've delivered and explain the architecture and validation approach they used.
One important caveat: before hiring a developer, have someone determine whether your CRM actually lacks the required reporting capability. For example, HubSpot's current custom reporting functionality is considerably broader than basic canned reports, including multi-source reports, while custom objects and APIs can extend it further.
If you tell me which CRM you're using (Salesforce, HubSpot, Dynamics, etc.) and roughly what reports the sales team wants, I can give you a specific hiring profile, interview test, and job description.
Hiring a great CRM developer to build custom reports and data structures starts with defining your technical stack and aligning it with your sales team's actual workflow.
1. Define the Core Requirements First
Before writing a job description, pinpoint what ecosystem you are working in (e.g., Salesforce, HubSpot, Microsoft Dynamics 365, or a custom-built CRM). Custom reporting requires a developer who understands:
Database architecture and relational data models behind your specific CRM.
API integrations (pulling data from your CRM into BI tools like Tableau, Power BI, or Looker if native reporting falls short).
Query optimization (writing efficient SQL, SOQL, or JavaScript so complex sales reports don't crash or lag).
2. Key Skills to Screen For
Platform-specific mastery (look for official certifications like Salesforce Platform Developer or Dynamics 365).
Strong data visualization and reporting logic (they should know how to translate messy sales pipeline definitions into clean, actionable dashboards).
Experience with ETL (Extract, Transform, Load) processes and data hygiene.
3. Step-by-Step Hiring Process
Targeted Sourcing: Look on specialized tech platforms or use standard search tools. For tailored talent sourcing, you can browse professional networks like LinkedIn Talent Solutions or developer-focused boards like GitHub Jobs alternatives / Stack Overflow Talent to spot platform contributors.
Portfolio & Case Study Review: Ask candidates for examples of complex reports or data models they built. How did they handle performance bottlenecks?
Practical Technical Assessment: Give them a realistic scenario. For instance, give them an anonymized schema of your current data gaps and ask them to sketch out or code how they would pull a multi-object custom sales metric.
To help narrow this down, could you tell me:
Which CRM platform your team is currently using?
Are you looking for a full-time hire, a contractor, or an agency?
Behavioral & Communication Check: Sales teams and developers speak different languages. The developer needs to be able to sit with a sales manager, translate a vague request ("I need to see win-rate velocity by territory") into a concrete data requirement, and deliver it cleanly.
