What relevant talents do you need to recruit to be an e-commerce website?

Let's talk about simple job requirements.

There are three indispensable positions in the whole transaction. Don't define the title for the time being.

Because you have never defined how big your business model is.

Decision-maker, a person who makes a final decision based on his own experience or comprehensive submission of various schemes.

This person can be the owner of your project or a hired professional.

But you must have relevant professional experience, even relevant industry experience.

It is the helm of the final decision-making project operation direction. There are definitely not many people, but they must be good.

2. Technicians, let alone do website operation, can't solve the problem by themselves.

You can only spend a high price and waste more cost to find someone else to deal with. The key is that it may not be timely.

So it is best to have your own technical team or technicians.

There are not many people, but they emphasize post responsibility and professional ethics.

The details of this part are more complicated, which is the final negotiation between you and other operators.

It relates to the stability of project operation.

3. Operation planning, which provides staged activities, operation strategies and scheme planning for website operation.

The key link of website operation makes the website constantly fresh and closely related to the customer experience.

Need to have a deep network foundation and industry experience.

4. Customer service before and after the website is more or less determined by the scale of your project itself.

Mainly responsible for services and support related to website operation. Associated with a customer action.

Basically, these people can go to work as long as they memorize the operation manual or simple training.

5. The customer service of website business is related to part of the profit of website operation, including website advertisements and business customers.

As well as the charging service of VIP merchants, such customer service should have relevant network experience, preferably sales experience.

Better language communication skills and interpersonal experience.

The number of people in the first two can be one person or 100, depending on your specific operation scale.

6. Department manager. . . As for whether you are a gang of three or five people or a team of eight or nine people.

Or a formal company with dozens or hundreds of people.

The department manager is a subtle role. If you have only three or five people, everyone is a manager to take care of themselves.

But if you have 180 people, without a manager, you are in charge of the overall situation, and you are exhausted before you make a profit.

So this is also a role that you can and must have, but maybe you don't need it.

But it is a very important link between the preceding and the following.

It's easy to say enough, but I hope my experience over the years will help you.

In addition, these are all decided after you have a certain best laid plans.

Whether to outsource or not is only slightly different in the decision-making of technicians.

But the number of people in each department. . . This is your decision.

And it is based on the specific situation of your company.

For example, you have an office building of several hundred square meters, or a small office of several tens of square meters.

These basic elements have not been decided. What's the point of recruiting 100 people?

The key is the actual situation.

Do you want to run a big company or a small company? I don't decide how many people you have to accept first.

But how much you can find by implementing your own strength first.

Then analyze the proportion of each department.

The details of the action are crucial.

Or do you need to negotiate with formal partners and run your own business?

Others can only be used for reference.

I wish you success!