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It’s not so easy to assess your own level in buying – there are no generally accepted categories like in IT. But it is still important to know your level: it will help you to honestly assess yourself before the interview with your dream team.
A junior is the first level for a candidate. When hiring a junior buyer, most attention is paid to his experience and specific cases. The experience includes the number of affiliates the junior has worked with, traffic sources, and posting formats – for example, on Facebook, they can be different.
Another evaluation criterion is the time in this position, which is usually quite short. An ideal junior works for several months, during which he reaches certain volumes, which allows him to move to the next level.
As part of the team, a junior is trusted to work with one traffic source. He must be able to choose offers, look for connections and creatives, set tasks for designers, and ultimately launch campaigns in the black.
To prove to the manager your readiness to rise from junior to the next level, you need to show good results. To do this, you will have to “work hard”: work a lot, actively communicate with colleagues and the boss, ask questions, cooperate with the departments of offers, creatives, accounts, and gain experience.
When junior is already confidently and steadily generating a specific profit, it moves to the middle level. The room can have fixed criteria for moving to a new level in the Grade-grid – everyone sees what level of income and how long it takes to reach it to move on.
If an employee gets stuck in the junior position and can’t move to middle, there are two possible scenarios:
Junior is a temporary position and this period should be overcome as soon as possible. It’s a bit like a probationary period, but better: the employee is already part of the team, has access to all the company’s resources, and can ask for expertise or help from colleagues.
There are two key aspects that distinguish a junior from a mid-level: Stability.
June, unlike midle, has not yet achieved consistency in results. Middle is able to steadily find working relationships and show results from month to month, gradually growing.
“My style”. If June hasn’t found her strengths in her work yet, then Mild already has her own style that brings success.
At this level, the tasks become broader: more geo and offers, larger volumes of work, and an increased advertising budget.
Sometimes a midle takes on new directions: for example, if earlier it worked only with Android, then after becoming a midle, iOS is also added.
Often, buyers get stuck in the middle position – this is a common problem. Someone stops at what they have achieved and loses motivation, while others analyze mistakes incorrectly on large volumes and do not make enough effort to learn from them.
In fact, middles in any team have every opportunity to constantly compare their actions with the tops and grow. Naturally, there are also personal inclinations – not everyone can withstand the rhythm of work in this area. It’s a 24/7 job: even on vacation and weekends, buyers control campaigns.”
Not all midlists can go higher. The top buyers are fanatics in a good way: they strive to maximize the profit from each campaign, they literally live by traffic. Not many midlists are able to keep this level of performance – being a top requires a lot of dedication.
At the mid-level, buyers have two main areas for development:
Senior is a specialist who has thoroughly understood either several traffic sources or one, but at the same time operates with significant traffic volumes.
At this stage, you can already consider becoming a team leader. You can nominate yourself or get an offer from the management. However, when choosing a candidate for a team leader position, not only their professional skills are evaluated, but also their management and communication skills. It’s also important to have a common vision with the management on how to manage and develop the team.
The second way for a senior to develop is to become an expert in their field and earn even more.
An expert is a true enthusiast of his or her business. They don’t need to be pushed to the maximum, because they strive for better results, competing with their own achievements.
He is well versed in traffic sources, but this is only part of his skill. The main difference between an expert is that in any situation, he knows how to find an effective solution. Even after a vacation, when the working conditions have changed, he will quickly study the new environment, understand all the nuances and find new options – because his method of work always works reliably.
Another important trait is ambition and a high level of independence. For example, if an expert sees the possibility of implementing a complex technical solution that requires cooperation with technical specialists and in-depth study of the issue, he is not afraid of the amount of work. On the contrary, he willingly takes on the task, purposefully achieves the goal, and even manages to attract new leads in the process.
There are two types of such specialists. One is someone who prefers to work quietly on their own. The other is a team player. Each has its own strengths: a team expert is able to utilize all available resources and involve colleagues, so he is often ready to become a team leader. They already fulfill some of the tasks of a leader: they can promote their ideas, coordinate with other departments, and support colleagues.
In biking, career growth doesn’t just bring new opportunities – it adds more responsibility. And it can be especially difficult at the start, when you don’t know whether your efforts and investments will pay off. As you rise to a new level, mastering new sources or directions, be prepared for even greater challenges.
Here are five tips to make it easier to get there:
Successful career climbing!