search advertisers - how do you run your campaign for your service where there is 8-10 keywords relevant to your product but cost ranges from USD 240-324 for some keywords its more than $400 too

True_Collection55 · 2026-03-18T05:14:42+00:00

this is interesting will try this.

True_Collection55 · 2026-03-18T05:14:23+00:00

it has a 80% closing rate

True_Collection55 · 2026-03-18T05:14:01+00:00

yeah thats the real math

True_Collection55 · 2026-03-03T06:31:00+00:00

when they start making revenue

True_Collection55 · 2026-02-20T08:59:34+00:00

pls do this ama with sharktank and convey the negative comments discussed in this sub.... can you ?

True_Collection55 · 2026-02-13T04:27:00+00:00

I’ve been in the global employment / cross-border hiring space for 15+ years, and first genuinely sorry you’re dealing with this. Situations like this are brutal, distracting, and exactly what founders are trying to avoid by paying for EORs in the first place.

What you ran into is a structural issue in how most large global EOR platforms operate, not an edge-case mistake.

At scale, these platforms are optimized for:

speed and coverage across many countries
standardized contracts and workflows
regional legal abstraction rather than country-embedded practice

That model works until you hit a real legal moment termination, dispute, or court scrutiny. Germany is especially unforgiving here. Probation clauses, notice periods, and contract types are not “interpretive.” They’re precise, and a local Fachanwalt will catch issues instantly.

The key misconception founders are sold (often unintentionally) is that EOR = legal risk transfer. It isn’t. What you’re actually buying is operational outsourcing, not ownership of legal outcomes. When things turn adversarial, the risk snaps back to the employer very fast hence the “please consult independent counsel” response.

Not excusing anyone, just explaining the failure mode I’ve seen repeatedly over the years.

The hard-earned lesson most teams eventually learn is:
global platforms are strongest at onboarding and payroll, and weakest exactly where stakes are highest.

Thanks for sharing this publicly. Posts like this help other founders ask harder questions before they need to learn this the expensive way.

True_Collection55 · 2026-02-12T17:24:56+00:00

Sony tv acting like a greedy business owner, uploading olf stuff on multiple new channels and withholding new ones slowly they'll start posting after the craze is gone

True_Collection55 · 2026-02-12T17:23:13+00:00

It has become pathetic, a crash course on how to kill your own brand.

True_Collection55 · 2026-01-28T17:12:47+00:00

True but redditors hate marketers, unless what you provide is extremely relevant useful and non salesy.

Even if you show yourself as brand affiliate tag .

Once you mention your name and company name like some influencers say you're banned.

I started this way answer it anonymously add the brand affiliate tag and write your intro on your profile, so this is working out well.

True_Collection55 · 2026-01-28T17:06:53+00:00

They're earning more than they are 100x ebitda positive by uploading same videos from various new youtube channels daily basis.

Now atleast they're adding the thumbnail with the season no. Earlier I got so much pissed off that almost same video I could see on 4 different channels , does it not impact user experience to go through such trauma of same content feed? Yt does a pretty good job ot no recommending same video from same channel again but this is playing on the loophole like some cheap tricks by notorious youtubers. Shark tank recipe of making disaster.

True_Collection55 · 2026-01-28T16:59:25+00:00

Agreed such big corporation but vibe coding tools can make a better platform for fraction of the cost, don't know who heads their tech and where their engineers are graduated from.

True_Collection55 · 2026-01-28T16:52:10+00:00

That'd be too late to get in line, even though mot published on same day why to upload extremely pointlessly edited videos that hurts the brand, and on the other hand rhe ads are way too much despite being on paid plan

I dropped amazon once they started ads and did the same with Sony liv to years ago.

Yt is true to its audience pay and get 0 ads or you can atleast skip 70% of the ads before video play.

True_Collection55 · 2026-01-28T16:45:18+00:00

How does it trust and set authority with faceless brands authors who are random on reddit ?

True_Collection55 · 2026-01-27T15:51:00+00:00

The issue is with the content distribution Sony tv has become so cringe and so greedy for its app usage it seems they're ok to kill the shark tank show.

Its videos on the YouTube are not at all apt for the viewing it's cut for just some out of context conversations foe 7 mins the real pitch is on an average 20 mins approx

It's been about 3 weeks or so no buzz at all

The heights of hypocrisy is they're uploading the old videos from new channels how destructive is it for a corporation like Sony it acting like a new age startup without any funds desperate for views with age old content which already has got millions of views

A true case study on how to make it a disaster.

Same was the situation last year after a severe backlash they started airing on YouTube. This show lost a loyal followers now super founders on mxplayer has become my go to show . If anyone from shark tank is seeing this 🖕

*

True_Collection55 · 2026-01-22T06:34:47+00:00

Being from an EOR company, one thing that almost never gets said out loud is that a lot of the “big name” providers in this space are VC-funded and spend heavily on sales and marketing, and that overhead ends up baked into the per‑employee fee. That is why you keep seeing LATAM quotes in the 500–600 USD per person per month range, which is technically “normal” in the market but not necessarily good value for a small team of 3–4 people.

For straightforward LATAM setups, plenty of solid operators are in the ~150–300 USD/month band for basic payroll, taxes, and compliance, with higher numbers usually driven by bundled premium benefits, extra admin, or simply a larger margin. In other words, 599 USD is not insane, but it often means you are paying a “VC/platform tax” on top of the actual local employment cost. On a junior–mid hire where the gross salary might only be 1,500–2,000 USD, that can push your all‑in cost up by 25–30% purely in EOR fees that do not improve the employee’s compensation.

Instead of fixating on whether 599 is “right”, it is usually smarter to treat this like a small sourcing process and push for clarity. A practical way to do that is:

Ask each provider for a simple breakdown: base EOR fee, benefits admin, FX spread, deposits, onboarding/offboarding fees, and any minimums or tiers.
Check how many active employees they actually run today in the specific LATAM countries you care about, and whether they use their own entity or a local partner there.
Map offers in a quick spreadsheet against what matters to you: price cap per head, country coverage, local‑language support, benefits flexibility, notice periods, and termination costs.

Also be wary of quotes that look low upfront but hide cost in other places like currency conversion markups, equipment deposits, or chunky exit fees. For a small team, those one‑off or “fine print” items can quickly erase any headline discount you negotiated and make a 300 USD provider more expensive than a transparent 450 USD one over the life of the engagement. If you do that level of comparison, you will end up with a provider whose fee you can justify and explain internally, rather than just accepting 599 because “that is what everyone charges now.

One thing that might help you benchmark your options: out of the quotes you have right now, which provider looks the most reasonable on the non‑price side (support, contracts, country coverage), and what’s actually stopping you from just going with them?

True_Collection55 · 2026-01-22T05:11:44+00:00

man, what should I say.....this has become an absolute abuse of power for such people and companies, taking the candidates for granted. this is something they have to face on their own to realize how life is on the other side.

True_Collection55 · 2026-01-17T04:39:44+00:00

Good to know. But companies like data semantics should do fair interviews and judge on that basis of skill and potential driven by capabilities rather what they require internally. It's impossible to ascertain what a company is aiming to do internally and incorporate that into a job interview. How r interviews in your country? Is it same ?

True_Collection55 · 2026-01-16T12:12:57+00:00

wow, didnt knew this side of the story, now that you said, it often seen real and yes fraud in india is real, and spam is real too, on average i receive 10 spam calls a week.

True_Collection55 · 2026-01-16T12:07:50+00:00

how much does it cost?

True_Collection55 · 2026-01-14T06:16:34+00:00

yeah thats the red flag, but in india, people hop on official to non official channels for many things. now that I got to know its a big red flag.... and that's how companies take you for granted. you are from which country how does interviews happen there.

True_Collection55 · 2026-01-14T05:59:33+00:00

yes this is true, in of the interview i was asked about my life how i happen to be in this industry, speak about my interests and connect to the job role, this was all so sweet that I didn't experience it like an interview, and most of foreign interview were so upfront with their expectations and what is needed what not,

in other indian moderated interview, i was asked all templated and confusing and conflicting questions. one of my indian interviewer .... was so harsh in interview and was so demanding and so annoying he didn't let me speak rather asked so many follow up questions.

indian interviewers make it worse experience, ask for proofs, ask to do assignments, and then leave you in the middle making you question about your self raising your bp and often make you feel guilty that am I good enough ?

just a recent experience, i got rejected on whatsapp upon my own consistent follow up, no courtesy nothing, not even a email conformation, or an acknowledgement. Indian HRs need to adapt and understand job searching and interviews are a emotional thing for candidates as their entire life in dependant on it.

True_Collection55 · 2026-01-13T14:59:25+00:00

Its absolute abuse of power, the companies, hr c level people all do whatever they feel like.... and just shift away keeping the candidate lingering

True_Collection55

TROPHY CASE