Globalization Industry Trends

Globalization professionals were once marginalized in Corporate America. Now they play a valued and essential role. The macro trends contributing to this shift in roles include: internet growth, lowered vendor pricing, improved tools technology and streamlined production processes. This is a time where translators suggestions are being implemented by senior management, G13n architects are teaching engineers how to engineer software and Fortune 100 CEO’s are consulting their VP’s of Globalization for advice about corporate direction.  The GILT industry is truly ‘Coming of Age’ in America. We are witnessing the ‘Revenge of the Globalization Nerds’. (For more on this, click here.)

Education Options for the Globalization Industry

Monterey has a graduate program in Localization management.  There are Masters degree in translation from multiple universities across the country—NYU, Kent State, Monterey.  Tim Altanero teaches localization courses in Texas.  The Localization Institute and Ulrich Henes offers courses.  People at GALA also offer courses and training.  If you are aware of other educational and training options for the globalization industry, please reply.

New Sales Hire and Heart Transplants

A successful sales person newly hired can be the heart of the success of the LSP.  Like a heart transplant, though, the host may reject the heart or vice versa.  So careful attention with a new sales hire early on may be critical to the success of the operation. (see http://www.anzuglobal.com/images/CSNV9I4.pdf )

Profit and Loss for First Year Sales hires: Loss (and the Golden Eggs)

Even when a new sales hire does 500K in sales the first year, the parent company may have negligible profits, or even report a loss.  When you add salaries, benefits, equipment and overhead costs, administrative personnel costs etc, the 150K gross margin may not cover expenses.  Hiring Sales people, though, is like Woody Allen’s comments about a successful marriage.  He says finding a good partner is like finding the goose that lays the golden eggs.   He keeps looking because he needs the golden eggs.

First Year Sales Revenue Success: $500K

What is a good revenue number for a first year sales hire for a mid-level (>$25 million) or small > $5 million) LSP: $500K.  Let’s add several assumptions.  The sales person cannot bring on board recent, previous business.  The LSP does not have a huge marketing effort and there is limited ‘existing’ business that is inherited.  To expect a $1,000,000 in revenue the first year, without the above support is: ‘magical thinking’, arrogant, ignorant…all of the above.

Global LSP and US sales person: Challenging Marriage

When hiring a US sales person from outside the US, an LSP faces many challenges and obstacles that are not always predictable or logical. Not unlike a marriage of two people from different cultures, there are surprising cultural clashes that if not addressed skillfully, eventually may lead to divorce. Please advise on what works for you to sustain your marriage/sales hire.

GILT Industry: Project Manager Salaries

In general, a localization project manager with three plus years experience would earn between 60-80K on the client side and 50-65K on the vendor side. To talk in generalities can be misleading though.  There are many factors that go into determining salaries that vary according to company and geographic location.  It is safe to say that most clients pay 20-25% higher than LSP’s.  

GILT Industry: In-House Translator Salaries

In general, client companies pay translators anywhere from 50-75K with benefits for a full time, salaried position.  Vendors would be at least 20-25% lower.  There are some companies that pay up to 85K for a translator full time.  There are only a handul of clients who now have full time salaried translators on staff.  Many game companies hire translators. The more common model, though, is to outsource the translation and editing to vendors. 

Successful LSP Sales Hires: 2 out of 10

Conducting an unofficial query working with over 50 LSP’s in the past fifteen years and speaking to half  as many CEO’s, finding successful sales people is one of the most daunting challenges for LSP’s in the GILT industry…Why?  Good sales people are quite hard to find.  Past performance is not necessarily an indicator of future success.  Corporate culture impacts sales performance differently.  For every one good hire, there are usually 4-5 people who did not work out.  Also, there is a shortage of successful sales people.

Tips and Challenges for LSP’s Outside the US, Hiring US Sales People (Part 2)

Knowing and addressing the US sales person’s needs goes a long way toward  improving performance.  Specifically, the US sales person may need a budget for trade shows, laptop, client visits.  The sales person may require fast turnaround on quotes, immediate input and support on technical challenges.  The US person may want to get clear communication from upper management in terms of strategy, corporate direction and intentions.  Unfortunately, in many cases, they get none of the above. 

(see http://www.anzuglobal.com/images/CSNV9I4.pdf )

Tips and Challenges for LSP’s Outside the US, Hiring US Sales People (Part 1)

To be successful hiring a US based junior sales person selling translation services for an LSP  with headquarters outside the US, you want to match up your training and support strategy and capability with the right profile.  Said differently, if you cannot provide substantial training and ongoing support to your new hire, then do not hire a junior person who needs both.  What has been your experience?