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+# Ideas For Review
+
+This file captures ideas raised in external conversations that are not yet integrated into the main planning docs. It is a parking lot for later review, not an approved roadmap.
+
+## Potential additions
+
+### Employer availability controls
+
+- Let employers configure what share of earned commission becomes available immediately.
+- Support policy rules by role, channel, product, or refund-risk profile.
+- Add employer-set caps, waiting windows, and override rules for cash-out eligibility.
+
+### Clearer balance messaging
+
+- Make the employee-facing UX explicit: `earned` now, `available` later, with concrete wording such as `earned now, withdrawable in X days`.
+- Pair that messaging with visible explanations for employer policy, refund risk, and dispute timing.
+
+### Deeper analytics modules
+
+- Show progress toward target or quota at the individual employee level.
+- Track refund or chargeback rates by employer, location, channel, or seller.
+- Trigger alerts when employee performance drops or when refund behavior starts affecting availability.
+- Consider a premium analytics tier only after the core workflow proves valuable.
+
+### Pricing and economics to evaluate
+
+- Test employer pricing tiers based on payment volume, workflow complexity, or payout usage.
+- Define the economics of employer-backed advances, including whether part of the fee is shared with the employer.
+- If retained-balance incentives are explored later, keep them aligned with partner-held custody and avoid making float the primary value case.
+
+## Ideas raised but not aligned with the current thesis
+
+- Direct custody or wording that implies customer funds sit in the company account.
+- Float as an early core revenue driver.
+- Using retained funds to build a lending business before the ledger, controls, and reversal data are mature.
+- Making advances an early flagship feature instead of a later employer-backed extension.