AI Builder, Emerging Talent Manager

Salesforce•Chicago, IL

2d•$170,660 - $289,380•Hybrid

About The Position

Salesforce is seeking an AI-Native Manager of Emerging Talent for the AI Builder Program. This leadership role focuses on mentoring and scaling a team of AI-native graduates, bringing a fresh approach to problem-solving and driving real-world customer transformations through AI. The position blends people leadership, technical direction, consulting mentorship, and program development, with a focus on pioneering AI approaches. The ideal candidate will be a strong people leader with technical fluency, guiding new computer science graduates in their early careers while ensuring operational excellence and engaging with customers. The primary mission is to translate the team's intuitive relationship with AI into enterprise-grade success and academic computer science excellence into customer-facing success. This includes guiding the team in navigating generative AI and Agentforce, architecting agent reasoning, and driving business transformations. The role also involves actively driving the architecture and execution of the Grad Builder Program, overseeing projects, managing development plans, and delivering advanced technical and consultative training.

Requirements

Bachelor’s degree in Computer Science, Software Engineering, or a highly technical discipline.
5+ years of experience in technical consulting, solution architecture, software engineering, or a highly technical customer-facing role.
1+ years of experience managing technical teams, acting as a tech lead, or significantly mentoring early-career engineers/consultants.
Proficient in at least one classic powerhouse language (Python, JavaScript/TypeScript, Java).
Solid understanding of modern web architectures (React, REST APIs, GraphQL).
A passion for high quality code and best practices (OOP, SOLID, Git, etc.).
Practical, hands-on experience or profound familiarity with Generative AI frameworks, prompt engineering, and LLM orchestration.
Deep background in computer science or software engineering, understanding object-oriented programming, data structures, and the current landscape of LLMs/prompt engineering.
Seasoned consultant or customer-facing tech lead experience, including reading a room, handling tough customer questions, and unpacking complex business requirements into technical user stories.
View communication, empathy, and business acumen as core engineering skills.
Energized by working with early-career talent who naturally think AI-first.
Ability to guide ambition to push boundaries, helping them refine raw creativity into high-impact business strategy.

Nice To Haves

Prior experience managing university graduate programs, technical rotation programs, or tech boot camps.
Direct experience with the Salesforce ecosystem, Apex, or building on Agentforce.
Background in Enterprise Agile delivery and technical scoping.

Responsibilities

Manage and mentor a cohort of Emerging Talent AI Builders, including regular 1:1s, performance reviews, career development planning, and compensation management.
Help AI natives transition from experimental projects to deploying production-grade, secure, and ethical enterprise software.
Coach technical graduates on translating tech into business value, active listening, stakeholder management, discovery sessions, presentation skills, and handling customer pushback.
Establish a vibrant, inclusive atmosphere and provide guidance on early-career challenges such as rapid advancement, imposter syndrome, and professional needs.
Guide graduates through the design of agentic reasoning, prompt engineering, and tool calls, ensuring evaluation of AI outputs with engineering rigor.
Support graduates in building scalable and secure agentic solutions and act as an internal technical sounding partner for roadblocks.
Foster an active, experimental lab culture for testing generative AI and Agentforce limits, feeding insights into broader upskilling initiatives.
Oversee project matching, strategically pairing Grads with projects that stretch technical capabilities while balancing business needs.
Build, track, and optimize a 12-to-24-month competency matrix for technical tracks and consulting pillars.
Collaborate with the University Recruiting team to interview, assess, and attract top-tier Computer Science talent.