Archive: startup costs; MALK Milk; Meta ROI ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏ ͏
For this installment, I’ll focus on hiring, specifically for marketing, operations, and product personnel. My entire audio narration is below. The transcript is condensed and edited for clarity. Owners often consider employee count a measure of success — the more, the better. Not me. I prefer a larger company with few employees, not the opposite. In my experience, a common mistake is hiring to extinguish short-term fires but without a clear long-term plan. Another is hiring based on expected growth. At Beardbrand, my company, I prefer working with consultants, agencies, or marketplaces such as Upwork to establish systems. I’ll hire a W-2 employee when there’s enough demand to justify a full-time role. I avoid hiring generalists to perform multiple roles, such as email, social media, and Amazon. Specialists are expensive but usually worth it. Read article > |
| You are receiving this email at newsletter@newslettercollector.com because you opted on our Practical Ecommerce website to receive this newsletter. You can unsubscribe or update your email address at anytime. View in browser. Was this email forwarded to you? Subscribe here. To ensure this newsletter reaches your inbox, please add newsletter@mail.practicalecommerce.com to your contacts. Gmail users just drag this email to the "Primary" tab. Practical Ecommerce; 4794 Grayhawk Blvd.; Traverse City, Michigan 49684 U.S. |
| | | |