How is the 2024 TikTok live streaming team built?

So today I'm going to share with you how to build a live team for TK, including the responsibilities of staff positions, salary allocation, interview screening, trial broadcasts and internship transfer process. These are the experiences I summarized in practice, whether you want to start alone first or set up a team, these contents are very important. For me is also a kind of knowledge combing, this article nearly 10,000 words, are the voice of experience, but may also contain some less mature personal views, these are for reference only, too busy with the picture did not have time to find a direct AI generated!

Sharing of lessons learned

I'll share some of the lessons I've learned from wasting a lot of time and money in management and how to build a stable live team and screen the right talent to achieve goals.

Basic Configuration of the Live Streaming Team

First, you need to understand the configuration of a live streaming team. Typically, a team consists of three roles: the anchor, the center control, and the owner. If you are the boss, then you may only need to recruit two employees. For example, the webmaster I know English myself, I can take the role of anchor and center control at the same time. At the beginning, you can choose whether you need a center control or find a friend to take this role. Initially if you don't need a center control in this case, you can do it alone. If the owner does not know English, you will need to recruit an anchor and a center control to handle this. If you can broadcast yourself and know English, then you have a huge advantage up front. This avoids labor and venue costs and because you are broadcasting yourself, you can clearly understand what is going on in the booth, so you have better control over the broadcasting process. Generally speaking, it is more common to have this configuration: anchor, center, boss.

Recruiting the right anchors and staff

Next I'm going to talk about how to recruit the right anchors and staff and how to determine if they are a good fit. These are pure experience sharing for reference use. First, the problem of recruitment channels needs to be solved. We mainly use platforms such as 58 Tongcheng, Hire and Zhiliang, and my team spends hundreds of thousands of dollars a year on membership package fees for recruitment platforms.

Currently for recruiting anchors, the two best channels are Boss and Wisdom Link, where Boss occupies 70% and Wisdom Link occupies 30%. other than Wisdom Link and Boss, other recruitment websites such as 58 Tongcheng do not serve any purpose. Other recruitment website sites are mainly geared towards jobs such as bellhops, housekeeping aunts, repairing light bulbs, etc., whereas our position requires senior talent, and it's best to go on Boss and Wisdom Link. Our anchors 100% are sourced from these two channels.

If you want to capture talent, the first thing you need to understand is that instead of relying on just two job seekers to come to you, you need to proactively seek out TK anchors. People will come to you proactively, of course, but you need to reach out to them as well. For example, if you see a person's resume that says he worked for the last company involved in e-commerce live streaming, then you can take the initiative to reach out to them: do you want to be a TK live streamer, and do you want to come to our company as an anchor? This is the recruitment link, Boss and Zhiliang are currently two more effective recruitment channels.

Location of the company

There are two main points in choosing the location of the company. First, the company should not be too big upfront. My team and I currently have over 500 square meters of space, including our newly rented space, but we didn't start out that big. It was only a small 100 square meter venue initially. Because the initial company size is so small, if the venue is too big, it will look empty and lack cohesion and morale.

Starting a business often requires a surge of heart, a belief that you can succeed and that you will be able to do so in the near future. It is this cohesion that spells the difference. Regardless of the size of the company, there is no cohesion or morale as long as the average person has 100 square meters of space. On the contrary, even if your company has only two or three people and makes a very small venue, 80 square meters or 100 square meters will suffice. All you need to do is add a small live room in the common area and pack and ship in the common area after the live broadcast. Therefore, the venue does not need to be too big, the core of the preliminary venue should be enough, not big enough.

The second thing to keep in mind? Because you need to deal with recruiting anchors, it will be more efficient to recruit anchors in core and relatively downtown areas. It's not so good for recruiting anchors in places like the suburbs.Therefore, you should just rent enough space upfront and choose a relatively central area.The Webmaster currently has two venues in Shenzhen, and the venues in our Shenzhen market are located in Nanshan. Why? Because it is easier to recruit talent in Nanshan, which is a core point of site selection. Of course, the sound insulation effect should also be good, this is a lot of newbies in the early stage is easy to ignore the problem. The sound insulation of the wall must be good, not too luxurious, as long as it is enough. But the soundproofing of the wall can't be too bad, because you want to broadcast live.

Criteria for recruiting anchors

What criteria do we need to use to recruit anchors? Generally speaking, there are three core criteria.

First and foremost is the ability to speak English, which is fundamental. English doesn't need to be particularly good to the point of being a native speaker, but it doesn't need to be so good that people can't understand what you're saying. The core of language is to enable others to understand what you are saying, and as long as you reach that point, you will be fine. Speak fluently and without stuttering so that you can communicate properly.

The second requirement is the ability to express oneself. Speak fluently without stuttering or being unable to speak clearly half the time. If you can express yourself fluently, then you are good enough. You don't need to know too many specialized vocabulary words as these are not important. The accent doesn't need to matter too much either. However, you need to be able to express yourself normally and fluently, and that's good enough. I think English at the fourth grade level is fine, two of our three best realizing anchors haven't taken the fourth grade, they both just graduated from college, but their GMV is very good. They don't need to take the fourth grade like college students, they just need to be able to express themselves normally and fluently.

As for age, I'm not a big fan of using recent college graduates as anchors. Because I found that these people are very easy to become arrogant after making money, think they are very powerful, omnipotent, of course, this is a personal opinion, personal experience, no meaning to say that college students are not good, just may have just graduated from the student, there is no work experience, do things most of the time will be a little impetuous.

Age and experience of recruiting anchors

However, for people between the ages of 25 and 33, they usually have social and work experience that is better suited for use. Therefore, when hiring, I prefer people in this age group, but not older than 33. Whether you're an entrepreneur or an anchor, once you're over 33, you basically don't need them. Because you're recruiting employees differently than yourself.

If you are your own boss and anchor yourself, making money for yourself and making 100% in profit, then it doesn't matter if you are 45. Because you're making money for yourself and making 100% in profit, you're going to work very hard. But if the anchor is someone over 35, instead of making 100% in profit, they are making 3% to 5% in commission that the company might offer. At that point, they're approaching 40 and it's hard to keep that drive and momentum going. Do you see what I mean?

The key to live streaming is the information gap and technology. Once the technology is unlocked, the information difference is also there, then you need to fight for physical strength, because the information difference is fleeting, if a forty-something can't hold on for four hours, the length of the hour can't be pulled up, then his realization will be affected. In a live broadcast, sixty to seventy percent of the transaction will occur in the last two hours. No one will have an immediate desire to shop in just ten minutes into the live broadcast, usually starting to buy later when they can't help themselves.

Therefore, in a 4-hour live broadcast, the last 2 hours will take up a ratio of 70%, while the first 2 hours only take up 30%-40%.If the anchor is not strong enough, then they may not be able to last till the end. Therefore, age is not an issue if you are broadcasting on your own. However, if we are recruiting anchors, we will limit the age group to below 33 years old. It doesn't matter if you have experience or not, as long as you are able to express yourself fluently in English and have no problem with expression. Because we don't need experienced anchors at this stage, we can train them. As long as they are willing to obey our requirements, we will not consider their experience.

The right group of anchor job seekers

So what are the two better groups of anchor job seekers? The first is English teachers. Two of the top three anchors on my team right now in terms of realizations are English teachers, who used to be English teachers but don't want to pursue that career anymore because of the decline of the teaching and learning industry. Many of them are facing a transition and many will become TK anchors. These English teachers are better suited to the industry as they have a strong ability to learn and adapt themselves. If they are recruited, they catch on quickly.

The second one is foreign trade practitioners, and these are the two groups that we would relatively prefer to use.

Unrecommended Anchor Job Search Groups

There are two other groups I don't like to use. The first one is international students, although they are very good at learning and English, we don't need this group. This group of international students, first of all, you have to know that live broadcasting is physical work and very tiring. You can broadcast for four or five hours a day, six days a week in a row, which is very hard work. Although they earn much more money than others, most international students may have spent one or two million dollars on their studies, and even if they earn a minimum of 20,000 dollars in our company, they will have to earn 100 months to get their money back, so they lack motivation. Most of the international students look for a job at TK just to get a feel of the company and go back to work on their own, they won't want to work for a long period of time. Therefore, we basically don't consider this group

The second is the foreigners, we won't accept them as employees. Most of the foreigners come to apply for TK anchors, but you will find that they don't care about the commission, they just want the base salary. And the base salary is not calculated according to a month, but according to an hour. This kind of calculation is meaningless.

Anchors are really salespeople, and the ones that do make money on a base salary instead of a commission. Then what is the point of an anchor? So we won't use foreigners. And most of the foreigners after using you will find that compared to Chinese people's ability to understand and communicate better, and more spirited. And to be honest, most company owners don't know English, so it's difficult to communicate with foreigners. In addition, foreigners are not as good at learning as Chinese. Therefore, we only use domestic anchors, not foreigners. This is the experience we share when recruiting anchors.

Interview Tips

Next up are interview tips. Now that we've identified the hiring demographic profile, we're targeting men and women between the ages of 25 and 33, with or without experience. But you need to be able to speak English and your presentation skills need to be good. After determining this range, we need to consider how to determine whether an anchor is reliable or not. This year the webmaster himself did not participate in the interviews, as the HR department took care of the interviews. Our live-streaming program manager took care of the interviews. Last year I interviewed over 300 anchors, an average of 1 to 2 anchors per day. At peak times, I interviewed over a dozen anchors a day.

Key Interview Questions

There are four questions we usually ask when interviewing an anchor to determine if the person is reliable. Most bosses ask during an interview, "Can you introduce yourself?" This is the kind of question anyone would prepare for, even an anchor. Therefore, even if they are poor in presentation and all aspects of their job, they can memorize it at home for a day. If you ask him to give you a self-introduction, he will speak very fluently, but this does not reflect the true level of an anchor.

So what is the real level of an anchor? The first is adaptability. When you ask him a question, his answer should be random. The second is the ability to express himself. When you ask him to make a self-introduction, you will not be able to see any of his abilities, be it the ability to express himself or the ability to adapt. In an interview, I usually ask the other four questions. This means that before he came to the interview, he could not have foreseen that we were going to ask these questions. Therefore, his answers must be random. Randomness determines the level of truthfulness.

Specific interview questions

The first question is: "Do you have any hobbies you like to do in your spare time?" Do you have any hobbies in your daily life? What do you like about this hobby? When you ask this question, their answer is usually straightforward.

The second question is: "What goal do you want to accomplish this year?" What goal do you want to accomplish this year? Include what you want to accomplish next year, already in 2024. They may answer that they want to make more money in the next phase, find a better career path, become a great anchor, etc., all of these are random.

The third question was about last year's Spring experience.

The fourth question was about favorite colors and why.

The Importance of Randomized Interviews

These four questions cannot be prepared in advance. For example, if I ask him what he did last Chinese New Year, if he answers me what he did last Chinese New Year, he will stutter and not be able to say it clearly. Of course, he may also say that he forgot what he did last Spring Festival, which is not very reliable. A good anchor, even if he really forgot what he did last Chinese New Year, he can still make it up.

Therefore, his answer in the moment truly reflects his adaptability and language organization ability, which is a very necessary ability for an anchor. When many people come to interview an anchor, they ask him to introduce himself and speak very fluently, making people feel very powerful.

But when asked four random questions, he was stumped. If an anchor can answer these questions well and logically, then he is good enough. Such an anchor has reached the standard of 85 points.

Core points of the interview

The core point of the interview is randomness, and only randomness can show a person's ability to express themselves and improvise. And in live broadcasting, it is these two abilities that are looked at. Therefore, in the interview session, we need to master some skills to judge whether an anchor is reliable or not.

We also don't ask dummy questions, we don't directly ask for information about their previously broadcasted accounts because that information can be exaggerated at will, but the four questions above, the authenticity of the on-the-spot answers and the ability to change on the spot are real. When we interview an anchor, if they express and respond well to the four questions above, then we consider them reliable.

preview session

What is the second part of the interview? Go directly to the next door to try to broadcast, we conduct interviews in a room, after the interview directly to the next door live room to try to broadcast, let them watch our anchor live playback, and let them imitate our anchor live style, to see if they can imitate more like, and then try to broadcast once more to see how they feel. The ability of the interviewer has been very much determined after this session.

Therefore, in the station manager's team, as long as an anchor can enter the probationary period, then there is a 99% probability that he can be converted. This is because he has already proved his ability during the interview session.

interview process

We use a four-step process to screen anchors for suitability. This process is summarized by us after many reviews and a lot of interviews, and must be followed without skipping any steps or changing anything. By following this process directly for interviews, the screening rate will be very high in terms of correctness.

Salary and commission structure

The salary and commission of an anchor is calculated on the basis of base salary plus commission. The base salary is usually between 12,000 and 15,000, where 12,000 is already considered a good salary level. The commission is calculated according to the performance of the anchor.

First of all, the minimum standard for commission is 3%. since many products in TK market nowadays can reach 70% to 80% gross profit, 1% is too little no matter how much commission you offer to your anchors. Therefore, I recommend you to increase the commission to 3% to 4%. Nowadays, there are many owners in the TK market who give their anchors commission from 1% to 1.5%, which is very low, too low, and the anchors have no motivation if they only give 1% or 2%. If you can increase the commission to 4%, it's not much for you, but it's a lot of income for the anchor.

Therefore, you need to provide enough incentives. Anchors are like salespeople who need to earn more money through commission. If the anchor has no performance, then how do we distribute the profit? In my team, the minimum guarantee: 5% of GMV, which means that if you become our anchor, you will get 5% of share even if you don't live broadcast during your internship. Whether you field broadcast 2k, 5k or 10k, the minimum commission is 5%.In addition, if you are the first anchor of a big category, I will give you 7% commission. For example, if you are the first place anchor in the jewelry category, then all your 5% commission will become 7%.

Generally, anchors need to broadcast live for 4 hours a day. If the anchor exceeds the required time, for every extra minute he broadcasts, we will give the anchor an extra share of 10%. because this part of the income is the extra profit that the anchor adds to us, and we can only get these profits when the anchor broadcasts live. Therefore, the incremental part of the commission that we allocate to the anchor is very high and reaches 10%. the part that he increases, for example, a live broadcast incremental part of the broadcast of $1,000, that part of the commission is at least $100, so the commission for one hour is 700 RMB.

We are this set of mechanisms, so anchors will work their asses off on air. As a result, anchors will work their asses off, which will have a direct impact on their pay.Commissions should be based on GMV, not gross profit.Because the gross profit in the mind of the anchor is usually higher than the actual gross profit. Your gross profit may be 70%, but the anchor thinks it's 80%. That's simple, how much is how much on the data screen, minus returns of course, and how much is what the actual collections and receipts are, so that's the profit sharing system my team uses.

I'd suggest you guys give a base salary of $12K plus a minimum of $3% to $5% in GMV commission, which would be even better. I think I've done relatively quickly here at TK and a big part of what I'm doing today is due to the establishment and reasonable incentives and compensation mechanisms that will share in the incremental portion of the profits, which is critical.

Anchor Position Responsibilities

Anchor job duties are important, many companies require anchors to broadcast 6 hours a day, but I think that's too much. Normal people work 9 hours a day, so if they broadcast for 6 hours, eat for an hour, and rest for a random two hours, they won't have time to review and rest properly. Broadcasting 6 hours is too much, so I think it should be limited to 4 hours, so that the anchor will have enough time to review and rest. Anchors broadcast 4 hours a day, work 9 hours, and the work time outside of broadcast time is used for review and rest.

The Importance of Review

What needs to be done after the live broadcast? First, a replay must be done. What is a replay? Quite simply, it's watching your own replay to see how you performed. For example, among the team's anchors, who performed the best? What was the difference between him and the previous anchors? Anchors need to watch the replay of the best anchor, as well as the replay of the top few anchors, and then compare it to themselves to find out where they fell short. On top of that, watching your own replays is very important because an effective replay can offset ten ineffective broadcasts, and replays are very important.

Many anchors may have shame and feel a bit exaggerated on air and don't want to watch their own replay. But the replay must look at their own replay. After the live broadcast, what do you do for the remaining 5 hours? Watch the replay. In the early days, the team is very small, and there may be no one to specialize in product selection, responsible for product selection, procurement or independent station operation. Of course, in the early days these positions are not used at all. In the early days, the owner is responsible for selecting products, and the anchors work with the owner to select products. Because the anchors are in the front line, they know what the user's thoughts are like.

So, in the early days, the anchor had three job duties. The first was to broadcast live for four hours a day. The second one is reviewing, i.e. reviewing one's live performance. The third is to cooperate with the selection. These are the three early positional duties of the anchor, and these tasks must be accomplished every day.

Avoid hiring part-time anchors

It is very crucial that the anchor must watch the replay. Also, there are two very big misconceptions when hiring anchors that can lead to failure or even bankruptcy if you run into them. First, never use part-time anchors. I think part-time anchors are one of the most bullshit jobs out there. Why? Because part-time anchors get the same commission as full-time anchors, but part-time anchors only work 4 hours a day, while full-time anchors work 9 hours. This means that part-time anchors only need to broadcast for 4 hours and then they can leave, they don't have time to review and won't be motivated to do so. How can an anchor who doesn't replay be good at broadcasting? I'm not so sure.

They left, and they didn't have the time or energy to think about how well they did in that job. They don't care, they're just there for the base salary. And recruiting part-time anchors is very cost-effective. Part-time anchors get the same commission as full-time anchors, a minimum of 3% to 5%, and a base salary. The base salary for part-time anchors can go up to $7,000 to $8,000, and the minimum base salary for full-time anchors is $12,000. Yes, getting a part-time anchor means you save $4,000, but they work a ton of hours less than a full-time anchor, so there's no cost-effective way to do it.

Therefore, never recruit part-time anchors. If you are recruiting part-time anchors for the purpose of saving a few thousand dollars. This saving of money could instead lead to bigger problems. The cost could be never being able to broadcast well, so my team will not be hiring any part-time anchors.

Avoid hiring night anchors

The second question is about night anchors. A lot of people think that you need to be on air in the wee hours of the morning to do TK, but that's not really true. Going on air at 4am is a fantastic time slot, but it's not suitable for broadcasting TK.

If you air it at four or five in the morning, you're actually benchmarking against four or five in the afternoon in the United States. But in contrast, airing it at 7 or 8 p.m. in China so that you can benchmark the U.S. at 10 or 11 or 12 a.m. every morning, benchmarking the U.S. at noon or in the evening, all of those time slots are better. There's no point in benchmarking someone else's 3 or 4 p.m. time slot, it doesn't make much sense.

First of all, most of the good anchors are not willing to serve as night anchors because no one wants to work night shifts. Even if the base salary is more, it is still difficult to attract good talents. Especially for those anchors who have performed well, an extra 2,000 dollars in commission is just a small amount that they can earn back in a few days, and they will not be willing to sacrifice their rest time for this amount of money. As a result, it's hard to recruit good night-shift anchors. Moreover, it doesn't make much sense to broadcast live at 3 or 4 a.m. in China to benchmark 3 or 4 p.m. in the United States. Because you can absolutely start broadcasting at 7 or 8 in the morning or 7 or 8 in the evening, or at 8 or 9 or 10 in the evening, all of which can correspond to 11 or 12 in the United States at noon, which is a very good time period.

So there's no point in jamming the hours into the wee hours of the morning, it doesn't make any sense. We don't have night anchors so far, and this is where many early inexperienced teams will make a mistake. Both individuals and owners looking to build a team should avoid these two mistakes.

Central control related

Standard for center control

The next thing I want to talk about is the standard of center control. In live broadcasting, the anchor and the center control are partners. So what is the standard for center control?

First, weWomen only. Secondly, we don't hire experienced center controllers. This is based on lessons I've learned from building a live team for so long. Why? Because center controllers don't need any experience for their job. They are only responsible for linking up and down, directing traffic to the standalone site, delivering product information and inventory to the anchors, and filling out shipping forms. These jobs don't require an experienced person to do, even a novice can do them.

The TK's center control is especially important because theTry not to recruit anyone who's done the Shake Shack centerfold... Because the people who used to work at Shake Shack Center Control, why are they here? Because they would have wanted to get intoJitterbug Liveindustry, but realize that Shake Shack is already a traditional industry and there's no opportunity. So they turn around and want to get into TK to try it out, and then maybe come to you to learn a little bit and then pull an anchor to go solo. We've been in this situation before, so we definitely want to avoid hiring people with experience inThere is no need to recruit male employees either. Because young males are usually very ambitious and feel that they should go higher rather than start from a small obscure role, they will not be willing to be just a center control. If they become a center control, then their performance will become very unstable.

This is based on the perspective of a team manager boss, it's not bad that they are ambitious and want to grow, but, it doesn't fit the needs of the position. There are two core points of a CMC, the first is stability and the second is having the right attitude towards work. As long as you have these two conditions, you can do the job. There is no need to be overly smart or experienced, or particularly young. In addition, weShouldn't be hiring college kids in their 20s, because their goal is often to start an independent business. I have no bias against college students, I think they are a great group of job seekers, but I think it is important to think carefully about the risks they take when considering stability.

The second one is.Experienced center controls should also not be used. For those who have no experience, such as those who have done clerical or other jobs in other companies before, they can also do the job of center control. Now TK has a lot of husband and wife anchors, for example, the wife is broadcasting and the husband is doing the center control, do you think experience is needed for the center control? Actually it doesn't need.

Therefore, it is the recruitment criteria of the CMC that attitude is more important than anything else. Very often, attitude is very important, especially in some grassroots positions. Whether or not there is a sense of responsibility determines whether or not the company's grassroots foundation is reliable and stable. Many employees are not incapable, but lack responsibility. They can work up to 60 points but not 100 points. This kind of people will seriously affect the team's combat effectiveness. In many positions, it is not necessary to be very smart, but it is necessary to have the right attitude.

Salary scale of the Central Control

The pay scale for a center is base salary plus commission, which depends on how much the center participates in the live stream. Our commission is 1/200 plus a base salary of $4,000 to $5,000. Sometimes it's higher, up to $6,000, but generally speaking, the base salary is at $5,000, where the commission is 1/200 of the GMV. while it's possible to give no commission, it's not very feasible, and some commission needs to be given. But need to pay attention to the ratio, 1/200 is more appropriate, 1% is too high. This is the pay scale of our team's center control.

Central Control Job Responsibilities

The duties of the center control position include delivering goods to the anchor on air, driving traffic to independent sites through the comment section or telling foreigners how to place orders through the local store, as well as alerting the anchor to the time on air and the time remaining in order to start forcing orders. The center control is required to check the live equipment before the start of the broadcast, fill out the relevant forms and pack the goods for shipment after the broadcast. Shipping the goods would normally be handled by someone else for these tasks, but in the early stages when the team size is small, the center controller will be in charge of these tasks. This is because the pre-center controller needs to be on air with the anchor for four hours, but they work for nine hours. The other four hours have no specific tasks, so they can handle packing and shipping in their free time. This is an example, so I hope you can understand.

Boss-related

Boss's Job Responsibilities

Okay, next I'm going to talk about the boss's job. Since I've just mentioned the center and the anchor, what is the boss usually responsible for? Generally speaking, the boss has and has several responsibilities. First of all, the boss doesn't just sit there and count the money. The most important point is to optimize the content of the live stream. If you see that your peers have 1,000 people on the air and you only have 200 people in your booth, then why are they attracting more traffic than you? They can make $5,000 while you can only make $800. Why is their ability to cash out better than you, and what's the difference? Optimizing the content can help the anchor review better, and live review is not just the anchor's own job, but also needs the assistance of the boss. The boss also needs to have an in-depth understanding and touch of the content. It's important to remember that the boss needs to have a deep understanding of the content as well.

Therefore, the owner needs to help the anchor with the review, which is the first point.

Secondly, the anchor will help you choose the merchandise, but you are the one who ultimately spends the money. So it needs to be you who determines the pricing and gross profit of the product. Of course at a later stage, these things will be handled by the indie station operations or purchasing staff. But in the early stages, your team may only have two or three people, and you will need to be responsible for the day-to-day operational details, including keying in the details and handling the chores. Operations is all about dealing with the minutiae. For example, if the plate is not placed correctly, or the live room container is not placed in the right place, the frequency of attraction is not high enough, etc.. This is not a specific job, but rather an optimization in terms of operational details. Therefore, this is something that the owner needs to consider.

Next, I would like to share some of my experiences and lessons learned. First, first of all, you have to regard the anchor as a friend rather than an employee. Don't think that because I am your boss and give you a base salary and provide you with a commission, you have to perform well in order to get the base salary and commission. Don't think that way because anchoring is a job and jobs require emotional value, especially in front of the camera. If you treat your anchors like you treat your employees to make them work, then it's easy to create friction and the anchors won't want to keep doing it. Often times, female anchors don't work to make money, and if you don't provide enough respect, they'd rather make $10,000 less than want to do it anymore and just jump ship.

Therefore, it's important to build a good relationship and emotional connection with your anchor so that your work together will also be smoother.

The second one is that a non-competition agreement must be signed, or else there will be problems. A non-compete agreement must be signed, and I don't think there's much more to say about that. When your company has an employee, because there is no signed agreement, the anchor ran away to do it alone, he is out there and your team is doing exactly the same thing, he earns 100% profit, and your company's anchor earns 5% commission. Then all the anchors in your company will be very unbalanced in their hearts, because that guy jumped out and did the exact same thing, but he made ten times as much as he did, so why? Then all your anchors will run away. The non-compete agreement must be signed from the beginning to the end, must be signed from the beginning.

Non-compete agreements can be found online, and remember, always sign a dedication agreement, 100% to sign. Our dedication agreements are very compliant, just run the anchor can just sue.

Lastly, it's about live operations. While I've mentioned anchors, center controllers, and owners, I haven't mentioned one important position - live operations. I actually think this position is pretty ridiculous because it highly overlaps with the boss's job. The main job of live operation includes optimizing the formation of content, feeding the live room, pricing the product and operational details. If a live op can do all these jobs, why would they need to work part time? Do TK this does not need much money, two or three million can earn, he just pull a anchor can do it alone (in the premise that you did not sign the agreement) did not sign a non-compete agreement will be like this. If an operation he is very capable, why would he come to work for you? Unrealistically, the live ops position is useless. I can say this, the position is ridiculous.

So when it comes to building a team, I have these three tips for you to avoid these pitfalls. This post is full of lessons that site owners have spent a lot of money and time learning. Whether you're an individual or a team, you may be involved in recruiting anchors. For owners, whether or not they are about to face the problem of recruiting people, developing them, or hiring them, this content is critical.

TK itself is not difficult, I think the difficulty is minimal. If you can't even do TK well, it will be difficult to do any other business. Suffice it to say, the environment for any business will be tougher than TikTok is today. If you've built your own live streaming team, don't let your company's team crumble because of these minor details in the article.

Cheers guys, good luck to all of you in Tk. But be patient as the bonus period in Tk has not reached its peak yet, so please be patient and keep working hard. Live streaming is a very good opportunity but one needs to be very patient. Thank you all, that's all.