After the store sales became formal, Wang Ye could finally breathe a sigh of relief, but he still couldn't rest. There were still many things within the company that he needed to do.

The former Huashang business department was just a business department of Huamei International, so the organizational structure was very imperfect. Many departments were shared with Huamei brands, such as the Finance Department and the Administrative Personnel Department. Now after the two companies were separated, the personnel on Huashang were short of their limits. Although some of the former Huamei young employees were voluntarily transferred to Huashang, the staff gap was still very large.

Moreover, Huashang is currently actively preparing to go public, and regularization of the company's organizational structure is also necessary. LISA has already told Wang Ye this issue several times.

Wang Ye didn't care about opening stores and increasing sales a while ago. Now he has freed up his hands to sort out the company's structure.

Now the company only has one deputy general manager, a new planning director, and several other department managers and Li Qinghuan, assistant chairman. The gap in management personnel is relatively large, and the employees within the company have not yet grown to be able to hold positions as senior executives.

How to solve this problem? Wang Ye’s first thought of was the headhunting consulting company, paying for professionals to serve him. This is his habit.

"Qinghuan, come here." Wang Ye called Li Qinghuan habitually.

Li Qinghuan came over quickly, and Wang Ye told her what he was considering. Since he wanted to recruit people, he must first set up a position and recruit them according to the vacant positions, so that he can be targeted.

Now we only consider the structure of the company's management level. As for the strategic management committees, compensation committees, audit committees, etc. at the board level, we don't need to consider it for the time being.

Wang Ye naturally requires direct and efficient company management, and minimizes intermediate links, so he cannot set too many levels.

His idea is to set up two or three deputy general managers, and then divide each department into several major centers according to the work content, with several deputy general managers under their jurisdiction. The department leader can be a manager or a director, and the direct reporting target is the deputy general manager. The deputy general manager and assistant chairman form the general manager.

The general manager can control the entire company through the general manager's office. In the future, Wang Ye can escape from the company's cumbersome business work and only need to consider the company's overall development and strategic policies.

The Operations Department, Investment Promotion Department, and Online Sales Department can all be divided into marketing centers. The main function is to be responsible for product sales management and market expansion, which is also the core department of the company.

The Planning Department, Marketing Department, and Public Relations Department are divided into promotion centers, and their main functions are brand promotion, advertising planning and external media communication.

Commodities, design and production can be divided into commodity centers, and their only function is a series of work from planning to design to production to storage.

Personnel, administration, and legal affairs can be classified as administrative centers, and this is the company's butler.

Finance is of course a special department, and it is directly under the jurisdiction of the General Manager. There is no doubt that the financial power must be in the hands of the chairman.

Several major centers have been planned, and the following is to choose the corresponding executives.

The vice president of the marketing center is undoubtedly Cai Zi'ang. His work performance has proved that he is capable of doing the corresponding work.

The commodity center is also under the supervision of Cai Zi'ang. Those who are capable should work harder, and he has already taken advantage of these things.

For the promotion center, the new Liu Xinya is a good candidate, and she is also considered a professional counterpart.

The administrative center lacks a large supervisor and needs to be recruited.

The Finance Department also does not have a suitable leader, so this also requires recruitment.

Li Qinghuan, the assistant to the chairman, can also serve as the director of the general manager's office, but his job responsibilities have not changed much. Wang Ye, who represents the chairman and general manager, came to communicate and coordinate with the deputy general manager and various departments.

As for the staff gaps in the departments below several major centers, this is not something that Wang Ye needs to consider. The deputy general managers of each center will solve this problem by themselves, otherwise why should they give them such a high salary? The company will not support idle people.

A senior executive in human resources and a senior executive in finance, Li Qinghuan recorded these two vacancies and prepared to communicate with the headhunting company first, select the right candidates before bringing them to the interview with Wang Ye.

Regarding these two positions, Wang Ye said that treatment is not a problem, but he must be a strong general, with sufficient background and qualifications, and can play a role immediately after coming.

The requirements of the people you poached are different from those trained internally. Since you are poached with high salaries, it is impossible to give you time to grow. After you arrive at the job, you must show the high salary you deserve to pay by the boss in a short time. There is no process to slowly get familiar with, otherwise, what else can you do? Isn’t it better to slowly cultivate your own company within the company?

Li Qinghuan learned a lesson this time, and the small headhunting company did not look at it at all. He directly contacted the two largest and most famous headhunting companies in the industry, Gaobang and Lieda.

After a brief communication, the two senior executives needed by the company were clearly stated, and the requirements were made for the qualifications and qualifications.

The charging standards of these two headhunting companies are not low. The annual salary of the recommender after being hired is 30%. This annual salary not only refers to the basic salary, but also includes year-end bonus commissions.

Take Hua Shang’s two positions as an example. Annual salary of more than one million is certain. Including year-end bonuses, it can be at least 15 years of salary. Then, based on 1.5 million, the headhunter’s fee is 450,000, and the two are 900,000.

Of course, this fee is not something you can get immediately. It is usually paid in three installments based on the prepayment main payment.

The advance payment is paid to them after signing a contract with the headhunter company. This part of the fee is relatively low. After receiving the advance payment, the headhunter company will start to screen the internal talent pool, select appropriate recommended candidates for initial communication, and if the conditions are appropriate, it will be recommended to Huashang for an interview.

Generally, more than 5 candidates will be recommended for a position until Huashang is satisfied with the interview and is officially notified to hire.

After the recommended candidate officially joins the company, Huashang International will pay the main payment to the headhunter company. Then after the candidate becomes a regular after the probation period, the final payment will be paid.

As for year-end bonuses or other bonuses that the company will give to hired employees in the future, the headhunting company generally does not keep track of them, and basically charges fees according to the contract signed for the entry.

After receiving a call from Li Qinghuan, the two headhunting companies did not neglect and immediately sent headhunting consultants to Huashang International to sign an intent contract.

After receiving the advance payment, take action immediately.

It is the end of October and the peak period of job-changing has passed, so it is not easy to find candidates. But this is nothing. As long as the salary is high, there are a lot of talents who are willing to change jobs at any time.

Monica, the headhunter consultant of Gaobang Headhunting Company, took the order. After returning to the company, she immediately turned on the computer and searched for her reserve talent pool. After many years of entering the industry, she has accumulated a lot of talent resources. Moreover, the two positions of Huashang are not very professional positions, and can completely select people across industries, which greatly reduces the difficulty.

First find a candidate for the vice president of human resources, according to Huashang's requirements, and then combine your own understanding and judgment, enter the keywords "more than ten years of work experience", "listed or large-scale enterprise background", "985 prestigious schools or study abroad experience", "Pengcheng Residence"...

After filtering them one by one according to these conditions, there are still more than ten people to choose. That’s easy to deal with. Call one by one to communicate to see if you have any plans to change jobs.

You should know that such high-level talents are basically not unemployed at home, and they are all sitting in the positions of senior executives of major companies. Whether they can be dig up is whether they are satisfied with their current jobs, and whether they are interested in the position of Huashang. Both are indispensable.

Ji Youcheng has had a little hard life recently. He is the human resources director of a large listed company in Pengcheng. He has worked in this company for nearly ten years. It is indeed not easy to climb from a human resources manager to his current position step by step.

The company was successfully listed the year before yesterday, and he also obtained a small part of the shares. Although it was not much, after the one-year ban period, he cashed out and finally changed to a big house.

As he was about to enter a happy period of life, the company's situation suddenly changed this year. The major shareholder cashed out and left the scene. After the new major shareholder came in, he basically changed all the executives, and he, the human resources director, probably couldn't escape.

Now he is basically undermined, and the new deputy director has the final say in the department. The reason why he has not taken the initiative to resign is because he has not found a satisfied next home.

When a person is middle-aged, he is not as good as a dog. He looks at the new general manager's eyes in the company every day. Ji Youcheng feels really uncomfortable, but he can only endure it. After all, the salary is not low now, so it is not that easy for senior executives to change jobs.

I thought that I also graduated from a master's degree in 985 universities. When I first joined the company, I was full of energy and made many great achievements. I was appreciated by the old leaders and promoted all the way to this position. Unfortunately, the old leaders were also driven away by the new major shareholder and I no longer have support.

While sitting in his office doing nothing to surf the Internet, his cell phone rang.

"Hello, I'm Ji Youcheng."

"Hello, Mr. Ji Youcheng, this is Gaobang Headhunting Company. I am the consultant Monica. I have a job now. I don't know if you want to know about it." A sweet female voice came from the phone.

Of course I am interested, I am just looking for a job now! Ji Youcheng thought to himself.

But you still have to be reserved and don't be underestimated.

"Oh, you should know my current job position and approximate salary. If it is better than now, just listen. If it is not as good as now, forget it."
Chapter completed!