There is a strong fighting chance that “Why should we hire you?” is on top of the list of every job interviewer’s most frequently asked questions. Still, it is interesting to know whether some applicants dare to ask the equally relevant question which is “What is your plan for me?”.
The reason the first question is ‘almost always asked’ is no secret. Companies look for people who have the marketable qualities for the position they are applying for. On the flip side, for the applicants, only a few are brave enough to put their interviewers on the spot by asking the second question. Why? It could be that plans are readily discussed during the interview or they just need to have a job and do not care about the company’s development program for its employees. Either way, inquired or not, if a company desires to avoid skills shortage while retaining high performers, it must be ready with internal opportunities based on employee competencies, experiences, and interests—a strategy that is commonly known as career mapping.
In Seller Universe, career mapping is crucial to the successful implementation of its committable culture (For more on this, read “Seller Universe: Turning the Company Culture into Company COOL-ture”). In fact, for SU, mapping team members’ careers is as important as keeping the company relevant. How SU partners grow professionally, earn more, and stay significant in the fast-paced world of cyberbusiness is key to maintaining company stability. Therefore, looking at career mapping as a vital element of SU’s productivity and profitability is an understatement.
In this article, the focus is on the well-thought-out moves that Seller Universe took just to set up its development plan for its people who are not only treated as mere employees but also as partners. Here, roles, contract types, and income ranges for SU partners are examined.
Check out these practices in this company, look into its innovative career mapping strategies, and see why winning and boosting talents in Seller Universe is a way to go!
Some employees inevitably wear several hats; however, it is still imperative that the company sets up schemes that define their roles and responsibilities. SU avoids the confusion that comes along with unclear leadership assignments by discussing with its partners what is expected from them as employees. This way, the possibility of task overlapping is evaded, while task fulfillment is smoothly executed.
Before specific employee roles and ladderized career progression are discussed, an overview of Seller Universe roles and responsibilities as a company should first be highlighted. SU is a company of e-Commerce experts who can provide clients services classified as Content, Creative, Campaign, and Operations (CCCO). Clients availing Content are assisted in the maximization of the potential of their product descriptions and bullet points through an effective keyword strategy.
Under each CCCO service are eight departments (two in each) that SU partners can provide as services for the clients. Within each department are specific tasks that CCCO experts and other partners fulfill. These are (1) Listings and Copywriting for Content; (2) Listings and Asset Creation for Creative; (3) Specialist and Analytics for Campaign; and (4) Listings and Performance for Operations.
In terms of categorizing individual roles, Seller Universe has developed (and is continuously doing so) a career path for its partners. The following are the seven ladderized responsibilities and positions that they can assume.
1. Intern or Lead Generator. One can be tagged as an Intern if, after graduating from Seller Universe Academy, he is hired by the company to complete a task in two weeks. A Lead Generator, however, may also come from the pool of SUA graduates or the already-hired individuals. Lead generation, an add-on task, is the process of identifying, attracting, and recruiting potential customers to subscribe to any of the company’s four-tonged services (Content, Creative, Campaign, and Operations or CCCO). Anyone from the team can do this role while fulfilling his primary tasks. After two weeks, the Intern or LG’s performance will be evaluated. If positively assessed, he will be offered an entry-level position. (Starting salary: $250 / at least Php 12,000.00 subject to change per existing company policies and peso-dollar exchange rate)
2.Virtual Assistant (VA). This is the entry-level position that a successful Intern or Lead Generator can take on. There is likewise separate hiring for VAs in SU. VAs here are trained based on their strengths and skills. At the on-set, VAs follow a one-function-one-account system; however, as they gain knowledge about CCCO, they are given multiple tasks in preparation for a higher role that they can potentially fulfill. (Starting salary: $500 / at least Php 24,000 monthly subject to change per existing company policies and peso-dollar exchange rate)
3. Subject Matter Expert (SME). A Virtual Assistant, who, after training and handling multiple tasks, has a deep understanding of a particular department or function will advance to an SME position upon passing the evaluation. [Subject to change per existing company policies and peso-dollar exchange rate, Starting ($600 / at least Php 28,000.00 monthly) for a rating of at least 8 in 2 department tasks; Mid ($700 / at least Php 33,000.00 monthly) for a rating of at least 8 in 4 department tasks; Peak ($800 / at least Php 38,000.00 monthly) for a rating of at least 8 in 6 department tasks)]
4.Point of Contact (POC). This position entails expertise in all of the department tasks. A POC is someone who can be approached for information or assistance on any of the department tasks. He can also be asked to handle a specific account depending on the nature of assistance needed. ($1000 / at least Php 48,000.00 monthly subject to change per existing company policies and peso-dollar exchange rate)
5.Junior Business Manager (JBM). When a POC gets a rating of 10 for at least 80% of all department tasks, he becomes a JBM. At a minimum, a JBM receives a 50% increase on his salary. For him to achieve the highest salary possible for his position, he must assume handling two skyrocket accounts or equivalent. ($1000 - $2500 / at least Php 48,000.00-120,000.00 monthly subject to change per existing company policies and peso-dollar exchange rate)
6.Senior Business Manager (SBM). When a JMB gets a rating of 10 for at least 90% of all department tasks, he becomes an SBM. At a minimum, an SBM receives a 50% increase on his salary. For him to achieve the highest salary possible for his position, he must assume handling three *skyrocket accounts or equivalent. ($2500 - $4500 / at least Php 120,000.00-216,00.00 monthly subject to change per existing company policies and peso-dollar exchange rate)
7.Executive Business Manager (EBM). An EBM receives a rating of 10 for at least 95% of all department tasks. At a minimum, he receives a 50% increase in his salary. For him to achieve the highest salary possible for his position, he must assume handling five *skyrocket accounts or equivalent. ($4500 - $6500 / at least Php 216,00.00-312,000.00 monthly subject to change per existing company policies and peso-dollar exchange rate)
Aside from a clear-cut wage system, SU has established for the partners’ career progression, it has also structured four commission schemes for them. Accordingly, partners receive commission: A. by bringing new clients, B. by managing account(s), C. by generating leads, and D. by gaining academy sales.
Understanding how commission schemes work means knowing the types of plan a client subscribes to. The *Skyrocket plan entails an agreement to receive SU services across all CCCO matters. The Boost, Launch, and Build involve subscriptions to three, two, and one CCCO department/s respectively.
On the other hand, among the commission schemes, A and C are two interrelated compensation sources. Starting off at lead generation in scheme C, an SU partner who has successfully booked an appointment with a client and made him show up in a meeting is up for a $20 commission (per appointment set, with no limit). Once the client agrees to subscribe to the services of SU, commission scheme A will now be adopted. The SU partner will be given a one-time financial reward depending on the subscription of the client he brought into the company. In fact, as of this writing, those who are managing accounts receive a monthly bonus ranging from $1750-5000 (per existing company policies and/or client subscription).
Scheme B is an offshoot of a finalized scheme A. However, gaining a commission through it is relative to the SU partners’ career progression. The good news is that it is a promising commission source because, most often, employees undergo training and learn collectively from tasks they are assigned to do. This enables them to bring their A-game and attain the ability to manage an account.
Interestingly, Seller Universe has put up another income stream and commission source through Seller Universe Academy. SUA aims to train Filipinos to become Amazon-fit Virtual Assistants. With its E-to-E (Education to Employment) approach, SUA not only does CCCO coaching to students but also leads them to specific clients that match their skills. SU partners who can bring full-paying students to the Academy are given a $20 compensation per complete transaction. (Learn more about SUA here. [hyperlink this to SUA products].)
There are three types of contracts in SU: part-time, service provider, and full-time.
Part-time partners work 20 hours a week. As they have the freedom to work for other companies and have no Holiday breaks, they will not be included in the company’s profit sharing. Still, they can get commissions through schemes A, C, and D.
Much like the part-timers, service providers can work outside SU. They are not part of the company’s profit-sharing and should always be open to work once their services are needed. Service providers earn through providing deliverables and solutions to technical glitches and hitches in the company. Their contract is only running as long as there are special tasks that they need to complete. Commission schemes A, C, and D are also applicable to them.
Partners on a full-time mode work for 40 hours a week. They can file vacation leaves and are definitely part of the profit-sharing of the company. They are allowed to earn commission through all four schemes and will always have access to the coaching and monitoring processes of SU.
Looking ahead, full-time SU partners will have all the perks that other employees seek from the company they work for. The four-schemed incentives, future company trips, rolling out of health benefits, and other exclusive full-time perks help solidify the fact that Seller Universe is an organization like no other.
True to the practices in line with its committable culture, Seller Universe has uniquely set up these career mapping strategies to support employee empowerment, retention, and development:
Although SU is a cyberbusiness neophyte, it has already initiated proactive measures to make sure that its partners are not only informed about its systems but also involved in its processes. As more roles have been defined, more commissions have been distributed, and more actions have been incentivized, it becomes clearer that the leaders in Seller Universe will always value the most important component of their culture: THE PEOPLE.
All these and more are proofs that career mapping the Seller Universe way is next to being exceptional considering the fact even though it is still at its formative period, it has enticed a pool of workers who have great talents and a winning attitude.
That is why if you think you are a catch, then let SU win you. If you are to make a life-changing career decision, then let SU change you for the better! And if you are to make a choice, let it be SU, because through the crash and burn and a whole lot of rough that gets going, Seller Universe will always choose its people in a heartbeat.