Senior Salesforce Administrator, GTM Systems
for section headings. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
We need to parse the posting.
Key sections:
- About The Role (intro paragraph)
- What You'll Do (list of responsibilities)
- AI Forward Hiring (maybe part of responsibilities? Could be separate but not required; we can include as part of responsibilities or separate section? It's about using AI as core part; could be part of responsibilities. But we can keep as separate section maybe "AI Forward Hiring" but not in allowed headings list? The allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should map content to those headings. So we can have:
About the role
with paragraph(s) from "About The Role" intro.
Responsibilities
with list from "What You'll Do" plus maybe AI Forward Hiring content (since it's about using AI). Could also include "Partner cross-functionally..." etc.
Requirements
maybe for "Must Have Skills". Could be separate from Qualifications? Usually Requirements = Must Have Skills. Qualifications could be Nice to Have? But we have both Must Have Skills and Nice to Have Skills. We could treat Must Have as Requirements, Nice to Have as Qualifications (or Skills). The allowed headings include Requirements, Qualifications, Skills. We need to decide.
We have:
- Must Have Skills (list)
- Nice to Have Skills (list)
We could map Must Have Skills to Requirements (Requirements
) and Nice to Have Skills to Qualifications (Qualifications
) or Skills (Skills
). But we also have a separate "Skills" heading allowed. However we already have skills in Must Have and Nice to Have. Could combine them into Skills section? But we need to avoid thin sections. Perhaps we can have Requirements (Must Have) and Qualifications (Nice to Have). Or we could have Skills (combined) and not have Requirements/Qualifications separate. The instruction: "Prefer a few substantive sections over many thin ones." So we should combine where possible.
We have substantive content for About the role, Responsibilities, Requirements (Must Have), Qualifications (Nice to Have). That's four sections. Could we combine Requirements and Qualifications into one "Requirements" with subheadings? But we must use only for section headings, not subheadings. Could we embed both lists under one Requirements
and differentiate with prose? Might be okay but we risk losing distinction. However we can keep both sections as they are substantive.
We also have Pay info: "Base salary range: $133,900—$192,500 USD" plus mention of bonus/incentive, equity, benefits. That's substantive Pay info. So we should include a Pay section.
We have no explicit Schedule info (like remote, full-time). Not mentioned. So we should not create Schedule section.
Benefits: mention "comprehensive benefits package". That's vague but it's stated. However we should not create Benefits section unless posting actually states them. It does state "comprehensive benefits package". That's somewhat generic but still a statement. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state benefits package, albeit generic. Could include Benefits section with that line. However we also have Pay section with base salary range and bonus/equity. That's specific enough.
We should avoid filler like "commensurate with experience". Not present.
We need to remove boilerplate: EEO, equal opportunity, legal, etc. Also remove AI note about recruiting process? That's about AI in recruiting, not role. Should remove. Also remove "A note on AI in our process:" etc. Also remove "Abnormal AI is an equal opportunity employer." etc. Also remove "If you would like more information on your EEO rights..." etc. Also remove "Further, if your application is successful..." etc. Also remove "All processes and pre-employment checks..." etc. Also remove "Actual compensation will be determined based on several non-discriminatory factors..."? That's somewhat generic but still about compensation. Might be okay to keep as part of Pay section? It mentions base salary range later. The sentence "Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location. In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package." That's substantive about compensation. We'll keep that in Pay section.
We also need to remove duplicated lines. Not seeing duplicates.
Now craft HTML.
Structure:
About the role
Abnormal AI is looking for a Salesforce Administrator to own our Salesforce CPQ platform and manage the requirements intake process for incoming Salesforce requests. You'll be the front door for new requests: gathering requirements, scoping complexity, and routing work to the right owner, while also owning CPQ configuration and quote-to-cash workflows end to end. This role blends two things: deep ownership of CPQ, and ownership of the intake process itself. You're the person who takes a request from a raw ask to a scoped, actionable ticket, and you're also the specialist who configures and maintains the pricing and quoting engine our sales team runs on every deal.
Responsibilities
- Own end-to-end Salesforce CPQ configuration: product rules, price rules, bundles, and approval flows.
- Manage quote-to-cash workflows, including contract generation and e-signature integrations.
- Serve as the primary point of contact for CPQ end users, providing troubleshooting, enablement, and documentation.
- Own the requirements intake process for incoming Salesforce administrative requests: gather requirements, scope complexity, and route or prioritize work appropriately.
- Handle intake and resolution of low-complexity Salesforce configuration requests directly, keeping quick wins from adding to the broader backlog.
- Use and evolve AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping.
- Partner cross-functionally with Sales Operations, Marketing Operations, and other Salesforce administrators to keep requests moving smoothly from ask to resolution.
- AI Forward Hiring: actively use and extend AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping — treating it as a lever to move requests faster, not a novelty. Strong candidates can point to concrete examples of using AI tools to move faster and produce more thorough, reliable work, not just experimenting with them.
But note: The AI Forward Hiring paragraph is not a duty per se but a statement about expectation. Could be included as a list item or as a paragraph after list. Since we need to use - for any list of duties/requirements/benefits. The AI Forward Hiring is not a duty but a statement about expectation; we could put it as a
after the list. However the instruction: "Use
- for any list of duties/requirements/benefits, and
for prose." So we can keep the list for duties, and then a
for the AI Forward Hiring prose. That seems appropriate.
Thus:
Responsibilities
- Own end-to-end Salesforce CPQ configuration: product rules, price rules, bundles, and approval flows.
- Manage quote-to-cash workflows, including contract generation and e-signature integrations.
- Serve as the primary point of contact for CPQ end users, providing troubleshooting, enablement, and documentation.
- Own the requirements intake process for incoming Salesforce administrative requests: gather requirements, scope complexity, and route or prioritize work appropriately.
- Handle intake and resolution of low-complexity Salesforce configuration requests directly, keeping quick wins from adding to the broader backlog.
- Use and evolve AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping.
- Partner cross-functionally with Sales Operations, Marketing Operations, and other Salesforce administrators to keep requests moving smoothly from ask to resolution.
AI Forward Hiring: This role is expected to use AI as a core part of how the work gets done, not just to be aware of it. You'll actively use and extend AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping — treating it as a lever to move requests faster, not a novelty. Strong candidates can point to concrete examples of using AI tools to move faster and produce more thorough, reliable work, not just experimenting with them.
Now Requirements (Must Have Skills):
Requirements
- 3–5 years of hands-on Salesforce Administration experience, including CPQ configuration in a production environment
- Salesforce Administrator certification required
- Hands-on Salesforce CPQ configuration experience: product rules, price rules, bundles, and approval flows
- Experience with quote-to-cash workflows and contract/e-signature tools (e.g., DocuSign, SpotDraft)
- Strong requirements-gathering and scoping skills — able to translate ambiguous requests into clear, actionable tickets
- Comfort owning a process end-to-end, from initial intake conversation through routing and prioritization
Qualifications (Nice to Have Skills):
Qualifications
- Salesforce CPQ Specialist certification or experience implementing CPQ Systems (Nue.io, Conga, Dealhub, etc.)
- Broader Salesforce declarative configuration experience (Flow, validation rules, permission sets) beyond CPQ
- Experience supporting Sales, Marketing Operations, or RevOps stakeholders directly
- Familiarity with AI-assisted requirements-gathering or documentation tools
- Bachelor's degree or equivalent experience
Pay section:
Pay
Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location. In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package. Base salary range: $133,900—$192,500 USD.
We should not include Benefits separate because we already mentioned benefits in Pay. Could we still have Benefits? The instruction says prefer few substantive sections over many thin ones. Since we already have benefits mentioned in Pay, we can skip a separate Benefits section.
We should not include Schedule.
Now ensure we removed all boilerplate: EEO, equal opportunity, legal
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to parse the posting. Key sections: - About The Role (intro paragraph) - What You'll Do (list of responsibilities) - AI Forward Hiring (maybe part of responsibilities? Could be separate but not required; we can include as part of responsibilities or separate section? It's about using AI as core part; could be part of responsibilities. But we can keep as separate section maybe "AI Forward Hiring" but not in allowed headings list? The allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should map content to those headings. So we can have:
About the role
with paragraph(s) from "About The Role" intro.Responsibilities
with list from "What You'll Do" plus maybe AI Forward Hiring content (since it's about using AI). Could also include "Partner cross-functionally..." etc.Requirements
maybe for "Must Have Skills". Could be separate from Qualifications? Usually Requirements = Must Have Skills. Qualifications could be Nice to Have? But we have both Must Have Skills and Nice to Have Skills. We could treat Must Have as Requirements, Nice to Have as Qualifications (or Skills). The allowed headings include Requirements, Qualifications, Skills. We need to decide. We have: - Must Have Skills (list) - Nice to Have Skills (list) We could map Must Have Skills to Requirements (Requirements
) and Nice to Have Skills to Qualifications (Qualifications
) or Skills (Skills
). But we also have a separate "Skills" heading allowed. However we already have skills in Must Have and Nice to Have. Could combine them into Skills section? But we need to avoid thin sections. Perhaps we can have Requirements (Must Have) and Qualifications (Nice to Have). Or we could have Skills (combined) and not have Requirements/Qualifications separate. The instruction: "Prefer a few substantive sections over many thin ones." So we should combine where possible. We have substantive content for About the role, Responsibilities, Requirements (Must Have), Qualifications (Nice to Have). That's four sections. Could we combine Requirements and Qualifications into one "Requirements" with subheadings? But we must use only for section headings, not subheadings. Could we embed both lists under one Requirements
and differentiate with prose? Might be okay but we risk losing distinction. However we can keep both sections as they are substantive.
We also have Pay info: "Base salary range: $133,900—$192,500 USD" plus mention of bonus/incentive, equity, benefits. That's substantive Pay info. So we should include a Pay section.
We have no explicit Schedule info (like remote, full-time). Not mentioned. So we should not create Schedule section.
Benefits: mention "comprehensive benefits package". That's vague but it's stated. However we should not create Benefits section unless posting actually states them. It does state "comprehensive benefits package". That's somewhat generic but still a statement. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state benefits package, albeit generic. Could include Benefits section with that line. However we also have Pay section with base salary range and bonus/equity. That's specific enough.
We should avoid filler like "commensurate with experience". Not present.
We need to remove boilerplate: EEO, equal opportunity, legal, etc. Also remove AI note about recruiting process? That's about AI in recruiting, not role. Should remove. Also remove "A note on AI in our process:" etc. Also remove "Abnormal AI is an equal opportunity employer." etc. Also remove "If you would like more information on your EEO rights..." etc. Also remove "Further, if your application is successful..." etc. Also remove "All processes and pre-employment checks..." etc. Also remove "Actual compensation will be determined based on several non-discriminatory factors..."? That's somewhat generic but still about compensation. Might be okay to keep as part of Pay section? It mentions base salary range later. The sentence "Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location. In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package." That's substantive about compensation. We'll keep that in Pay section.
We also need to remove duplicated lines. Not seeing duplicates.
Now craft HTML.
Structure:
About the role
Abnormal AI is looking for a Salesforce Administrator to own our Salesforce CPQ platform and manage the requirements intake process for incoming Salesforce requests. You'll be the front door for new requests: gathering requirements, scoping complexity, and routing work to the right owner, while also owning CPQ configuration and quote-to-cash workflows end to end. This role blends two things: deep ownership of CPQ, and ownership of the intake process itself. You're the person who takes a request from a raw ask to a scoped, actionable ticket, and you're also the specialist who configures and maintains the pricing and quoting engine our sales team runs on every deal.
Responsibilities
- Own end-to-end Salesforce CPQ configuration: product rules, price rules, bundles, and approval flows.
- Manage quote-to-cash workflows, including contract generation and e-signature integrations.
- Serve as the primary point of contact for CPQ end users, providing troubleshooting, enablement, and documentation.
- Own the requirements intake process for incoming Salesforce administrative requests: gather requirements, scope complexity, and route or prioritize work appropriately.
- Handle intake and resolution of low-complexity Salesforce configuration requests directly, keeping quick wins from adding to the broader backlog.
- Use and evolve AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping.
- Partner cross-functionally with Sales Operations, Marketing Operations, and other Salesforce administrators to keep requests moving smoothly from ask to resolution.
- AI Forward Hiring: actively use and extend AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping — treating it as a lever to move requests faster, not a novelty. Strong candidates can point to concrete examples of using AI tools to move faster and produce more thorough, reliable work, not just experimenting with them.
- for any list of duties/requirements/benefits. The AI Forward Hiring is not a duty but a statement about expectation; we could put it as a
after the list. However the instruction: "Use
- for any list of duties/requirements/benefits, and
for prose." So we can keep the list for duties, and then a
for the AI Forward Hiring prose. That seems appropriate. Thus:
Responsibilities
- Own end-to-end Salesforce CPQ configuration: product rules, price rules, bundles, and approval flows.
- Manage quote-to-cash workflows, including contract generation and e-signature integrations.
- Serve as the primary point of contact for CPQ end users, providing troubleshooting, enablement, and documentation.
- Own the requirements intake process for incoming Salesforce administrative requests: gather requirements, scope complexity, and route or prioritize work appropriately.
- Handle intake and resolution of low-complexity Salesforce configuration requests directly, keeping quick wins from adding to the broader backlog.
- Use and evolve AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping.
- Partner cross-functionally with Sales Operations, Marketing Operations, and other Salesforce administrators to keep requests moving smoothly from ask to resolution.
AI Forward Hiring: This role is expected to use AI as a core part of how the work gets done, not just to be aware of it. You'll actively use and extend AI-assisted tooling to speed up requirements gathering, documentation, and solution scoping — treating it as a lever to move requests faster, not a novelty. Strong candidates can point to concrete examples of using AI tools to move faster and produce more thorough, reliable work, not just experimenting with them.
Now Requirements (Must Have Skills):Requirements
- 3–5 years of hands-on Salesforce Administration experience, including CPQ configuration in a production environment
- Salesforce Administrator certification required
- Hands-on Salesforce CPQ configuration experience: product rules, price rules, bundles, and approval flows
- Experience with quote-to-cash workflows and contract/e-signature tools (e.g., DocuSign, SpotDraft)
- Strong requirements-gathering and scoping skills — able to translate ambiguous requests into clear, actionable tickets
- Comfort owning a process end-to-end, from initial intake conversation through routing and prioritization
Qualifications
- Salesforce CPQ Specialist certification or experience implementing CPQ Systems (Nue.io, Conga, Dealhub, etc.)
- Broader Salesforce declarative configuration experience (Flow, validation rules, permission sets) beyond CPQ
- Experience supporting Sales, Marketing Operations, or RevOps stakeholders directly
- Familiarity with AI-assisted requirements-gathering or documentation tools
- Bachelor's degree or equivalent experience
Pay
Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location. In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package. Base salary range: $133,900—$192,500 USD.
We should not include Benefits separate because we already mentioned benefits in Pay. Could we still have Benefits? The instruction says prefer few substantive sections over many thin ones. Since we already have benefits mentioned in Pay, we can skip a separate Benefits section. We should not include Schedule. Now ensure we removed all boilerplate: EEO, equal opportunity, legal
- for any list of duties/requirements/benefits, and