# 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.