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Vendor Manager/ Processor

14K views 27 replies 14 participants last post by  avn128 
#1 ·
Do any of you guys have a vendor manager or a processor?

We have 23 crews now and are working in 6 states the way things are currently set up we have 2 processors that upload what the guys send in. I usually handle all the work for a couple companies and the little woman handles a couple of companies then the processors handle the rest. More and more often my people are calling me with things I feel that they should be handling for me. If I am going to be dealing with every little detail I don't need the overhead of employees. There are not enough hours in the day for me to handle it all and it is clear that I need to hire someone with experience. I want to bring in someone talented that understands our industry.

What do you guys think would be a sufficient yearly salary for such a person?

How would you go about finding such a person?

Would you hire someone away from one of your former clients?
 
#3 ·
I spoke to a couple guys in the industry and they pay there top guy the go to guy $200 a day thats New York though
WOW! $200.00 a day for an office employee? I am thinking around 60K but who knows. That is why I asked!

That blows my mind. I can't afford that maybe when we get bigger? I know a few people that do it and have heard salaries ranging from $8.00 an hour to $75K per year.

I will be doing it all myself for 100k
 
#4 ·
If you have employees then you should have their duties spelled out for them so you are not tied up handling ticky tack issues all day.
Yes, I have made offers to people working for others that I knew were trying to better themselves. Your not forcing them to leave their boss, you just giving them options. In some instances, the benefit package (read that insurance) will outweight the pay rate.
 
#6 ·
We are too small to get great benefit packages. We do what we can but it is far from great.

Every single employees jobs are clearly spelled out they simply don't do what they are supposed to do. For Example: I ask that every day start by calling the contractors and going over all open orders. When I quiz my people on what is going on I hear a litany of excuses and get very few answers. "he didn't pick up" "straight to voicemail" "I didn't call him yet" "I was going to do that as soon as I process some orders" If you fire them you have to start over. This is a tough position to train for so when you get even semi proficient help you hold onto them.
 
#8 ·
Dobe if you are all bite then you better start chewing. I'm far from a task master; I am a macro manager. So, I lay out guidelines early on and politely ask once down the road if/when there becomes a problem. After that, I pick up the phone right after I come into the office and in front of the staffer that pixxed out another excuse, I chew the contractor out, whether he was at fault or not. It gets the point across. If things like that are important to you, then nip it. If what you have right now is the high water mark in quality, then you have to adjust and learn to live with it.
JMTCW.
 
#9 ·
I don't chew people out. I explain my expectations and if necessary reiterate. After a few weeks I will call them in for a review and discuss their personal strengths and weaknesses. If they are not on point after 6 months I terminate them. I need to add someone to micro manage I suppose because I am to busy for the minutia.
 
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#10 ·
I can help you to work as work order processor, i have been working with various nationals like mcs, lps, m&m, service link, and many more. i am from Bangladesh, in Asia. but if you like to take me as virtual processor then i will be happy and i have another few friends who will help you to cover up your daily processing work. thanks, Milton, mail: preservationsubordinate@gmail.com contact: 8801747577926.
There you go Hack. Looks like all your problems from 5 years ago are solved! :thumbsup:
 
#12 ·
The issue is finding someone to trust with those little details who would handle them as you would. I doubt you would be happy with who you found even if you paid them well to do it.

If anything why not hire someone to just handle the clients? They are the majority of the phone/email time i imagine.

As a plus if they learned their job well you could roll them into the position you are really looking for. Just a thought!
 
#14 ·
I guess that would really depend on what part of the country you're from. $55K here gets you way more than a billing expert - BTW, what is a billing expert? I have been billing national service companies for 10 years now, am I an expert?
 
#22 ·
Do any of you guys have a vendor manager or a processor?

We have 23 crews now and are working in 6 states the way things are currently set up we have 2 processors that upload what the guys send in. I usually handle all the work for a couple companies and the little woman handles a couple of companies then the processors handle the rest. More and more often my people are calling me with things I feel that they should be handling for me. If I am going to be dealing with every little detail I don't need the overhead of employees. There are not enough hours in the day for me to handle it all and it is clear that I need to hire someone with experience. I want to bring in someone talented that understands our industry.

What do you guys think would be a sufficient yearly salary for such a person?

How would you go about finding such a person?

Would you hire someone away from one of your former clients?[/QUOTE

No BS. Before I left and opened my own preservation Company, I was getting $31.50 per hour. My believe on this industry and from experience. There is not such thing as a Salary for preservation, We sell a service. Everyone on the industry is a Sales men/ Women. Sales people get commission on sales. Hire someone with Experience pay them base Salary and a percentage for monthly sales. You will have thisperson so motivated, I used to work on Saturdays, Sundays 2 am you name it, I was Dreaming about properties when I went to sleep lol. If they are good one individual could sale 100 k a month in 1-2 accounts only. if you pay them a salary you are restricting this person from maybe pushing it a little bit more. I saw up to 10K commissions where I used to work on a 10 % based after discount on a couple of Account managers. Sky is the Limit. Again I am also too ambitious lol
 
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