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