Who Really Has the Upper Hand: Employers or Talent?

Key HR insights from a candid discussion on the recent Yosa podcast for the Affiliate & AdTech market

The question “Who’s in control: employers or specialists?” sounds simple, but in today’s affiliate and adtech market, it’s anything but. During a recent Yosa podcast episode, industry leaders, including Valentine Kovalenko, COO of Point2Web, unpacked this tension with unusual honesty, touching on hiring power, salary negotiations, motivation models, red flags in CVs, and the future of talent in performance-driven businesses.

The Salary Question No One Likes, But Everyone Asks

One of the most debated topics was who should name the salary first. The consensus is there’s no universal rule. Context decides.

If a candidate applies proactively, they’re usually expected to voice their expectations. But when companies headhunt talent, especially through recruiters, transparency becomes critical. As discussed, naming a single number instead of a salary range often backfires: candidates anchor to the maximum, regardless of experience. This creates false expectations and weakens the negotiation process from the start.

A pragmatic truth was emphasized: a specialist who undervalues themselves won’t stay motivated, but someone hired below their expectations is just as risky. Balance matters, especially in revenue-generating roles, where base salary and performance bonuses must be aligned with real business dynamics.

“No Salary, Only Bonus”: A Dangerous Trend

A particularly sharp moment in the discussion focused on companies offering zero base salary, especially to media buyers. While such models may attract younger, low-commitment candidates, they collapse under real-life pressure: rent, families, and long-term planning.

The panel agreed: no percentage sounds attractive if the absolute number at the end of the month doesn’t cover basic needs. High profit shares are often used as bait, but mathematically unreachable targets usually lead to fast burnout and faster exits. For experienced professionals, this model is a clear red flag.

Red Flags That Matter More Than Fancy Titles

When it comes to CV screening, leaders shared surprisingly aligned views:

• Job hopping every 6–8 months raises immediate questions.
• Hiding behind “NDA” to avoid explaining experience is a major warning sign.
• An inability to pass basic background checks erodes trust instantly.

Age, however, sparked a more nuanced debate. While some leaders admit to being cautious with very young candidates, the broader insight was clear: experience and mindset outweigh age. Strong teams can absorb both juniors and seniors. Toxic behavior, not birth year, is the real threat.

Culture Is Not a Bonus — It’s Infrastructure

Perhaps the most important takeaway from the discussion was a shared leadership mindset:

The manager’s job is to create an environment where people can do their best work.

Companies that invest in mentoring, structure, and clear expectations rarely face the “we don’t pay interns” dilemma. When systems work, people grow and stay. Point2Web’s approach reflects this maturity: a multi-country team, partnerships with global platforms like Snapchat, Meta, TikTok, and Google, and a strong internal referral system that rewards trust over volume hiring.

The Industry Is Bigger Than Media Buyers

The podcast also shattered a common myth: affiliate marketing isn’t just about media buyers and affiliate managers. Modern teams need:

• Funnel builders (a hybrid of product and marketing thinking)
• Tracking & automation specialists
• AI-focused roles
• Financial managers, analysts, and tech-savvy operations experts

These roles are harder to hire and harder to fake, which is why long-term thinking in HR has become a competitive advantage.

So… Who’s Really on Top?

The final answer is uncomfortable but honest: neither side fully controls the game. Power shifts depending on expertise, timing, transparency, and, most importantly, trust.

Companies that rely on tricks lose people. Specialists who chase numbers without context lose stability. The winners are those who treat hiring not as a transaction, but as a system built on clarity, respect, and realistic expectations.

And in a market that’s growing, fragmenting, and professionalizing fast, that mindset might be the strongest leverage of all.
Want to hear the full discussion with real examples, honest opinions, and live reactions from the speakers? 👉 Watch the full Yosa podcast episode here.