Previously, the media pointed out that some small Amazon operating companies recruited some senior operating personnel at a standard that was 2 to 3 times higher than the market salary. After the operating personnel came to the company, they would try every means to absorb his operating knowledge and skills. After 2 to 3 months, the operating personnel’s knowledge and skills were fully absorbed, and then they were dismissed for various reasons. Through this special recruitment model, low-cost corporate internal training was achieved. This practice should be condemned. But on the other hand, being attracted by the so-called high salary and choosing a small company that is not suitable for them or a new company that has just entered the industry shows that these operating personnel have no scientific and reasonable career planning at all. They go wherever the salary is high, and in the end they suffer.
In addition, there is a common phenomenon in the Amazon industry: after some operating personnel have created several hits, they think they should go out to start a business, and being their own boss will definitely make more money than now. As a result, most of these so-called gold medal traders ended in failure once they started their own business. They overlooked a key point: when they were in the company before, the success of each hit product was backed by the strong support of product, logistics, finance and other departments, as well as the company’s capital chain and supply chain. Without this support, it would be impossible for one person to do well. Therefore, I hope that all newcomers can correctly understand themselves, develop scientific and reasonable career plans, and not make any wrong decisions that affect their careers because of various temptations.