Any good candidate for a revenue generating role is going to ask what quotas and metrics are set up for the role as one of their first questions and probably will ask before you even get to it anyways but transparency is always better than not in hiring.
Maybe I’m naive, but I do not get thinking that throwing up a sketchy site as a drop shipper for 2-3x what Amazon is charging will get you business.
If you want to give off the impression that you actually care about the products, try just a little harder. If someone is looking for a specific product on your site, they’re going to get 10-20 other ways to order the same product first and it seems like for a whole lot less money. People who are going to spend a premium for a small business are doing so because they want to support the brand or people behind it. If those two things aren’t in play, someone is going to find the cheapest and/or most convenient option.
If I’m new to the area and I’m looking for a hardware store, I’m going to Google. If your store pops up as a Google listing but no website, I wouldn’t be entirely sure it’s legit. So I’d look for a website to confirm hours and any services you offer or signature brands you partner with. Maybe I need keys made and you do that, that would be great to know ahead of time. Maybe I need keys made but you don’t do that, I’ll go to your store, be annoyed I need to find somewhere else and remember that next time I need a hardware store.
My biggest pet peeve with small businesses is ones who don’t make their hours of operation accessible online. Your website doesn’t need much but it should tell potential customers you exist, what you offer and when you’re open.
Yes. It’s extremely common and just be aware that you’re not tapping into some unserviceable market. Many people do this on their own and there are also professional “corporate” coaching, resume and interview prep companies. Look into those if you want a job before going out on your own. Individuals can pay these companies but mostly they partner with large businesses on contract and those businesses offer career services for 30-90 days as a termination “benefit” during layoffs.
Explaining the law like this exact word for word video is ridiculous but if someone said “Since the company is in California, I’m hoping to hear what the range is to make sure they align with my expectations” that would not be out of line.
It is the responsibility of the hiring employer to know salary laws in states they’re based in or planning to hire. Potential employees deserve to know their rights and not be disqualified for wanting or expecting transparency.
There are lots of savings services out there and you can set up payment plans through most providers. Personally I use Opportun/formerly Digit to set up an emergency savings for my pets and my HSA for my personal health. If my insurance plan didn’t have an HSA.
There’s also carecredit which is a bit slimey but is a health care specific credit card and financing program. If you’re not charging interest, you’d need to charge fee of some kind. Vets require payment at the time of care so if you’re offering financing you’d have to essentially be offering loans and assume that responsibility. If you’re just a savings program, tons of products already exist.
Nanny m/childcare matching services, family planning coverage, random corporate discounts (a previous job gave us access to FOND which got me amazing car rental rates for personal travel and some other random retail perks that weren’t totally garbage).