Team Management and Organizational Development
Organizational Structure
Model: Project-based network (freelance pool). Composition: 15 freelance roles, 0 full-time employees. Management: Director, Editor, Art Director, Events Producer. AI: Tools only (drafting, transcription, analytics); human responsibility remains paramount. Key interaction chains: content, expeditions, events, visual.
EVP and Employer Brand
EVP (4 points): — Real stories and portfolios. — Format freedom and flexible schedule. — Quick results and visible impact. — A sense of community.
Creative promotion: The Telegram channel «Zaneslo. From the Inside”—editorial logs plus a monthly „open brief“ with topic selection.
Selection: SMM Specialist
Tasks: content planning, publications, reporting, approvals, headline testing. Must-haves: experience managing social media, content calendars, trend analysis, short-form video creation, strong grammar, meeting deadlines. Nice-to-haves: creative industries/tourism, editing/filming. Conditions: volunteer role, flexible schedule, access to expeditions, portfolio building, recommendations. Channels: universities (journalism departments), specialized Telegram channels, volunteer referrals.
SMM Specialist Onboarding (First Month)
Pre-start: checklist, access credentials, working scripts. Week 1: shadowing the mentor, 2 posts for review. Week 2: creating a self-directed weekly plan, 3 adaptations, first report. Week 3: leading a content series, proposing 2–3 new formats. Week 4: presentation of the monthly and report plan, 30–60–90 day plan. Success criteria: $\ge 8$ publications, approved plan, 1 report, $\ge 2$ new formats, no critical errors, demonstrated independence within 30–45 days.
Training: Field trip for expedition curators
Format: A two-day educational trip held semi-annually, unpaid. Goal: Preparation for expeditions—fewer setbacks, more precise logistics, richer narratives, and safer routes. Program: Theory combined with practical application to the club’s real-world challenges. Outcome: Analysis, a development plan, and the best ideas incorporated into the production plan for future expeditions.
Motivation
Compensation: None (no salary, bonuses, or benefits). Five non-material motivators:
Participation in club expeditions. Internal trips and events. Extra credit toward university studies. Real-world case studies for your portfolio + recommendations. A strong sense of community.
Corporate Culture
Values: Freedom, Creativity, Curiosity. Ritual: a networking barbecue every 2–3 months
Volunteer Model Metrics
— Net Promoter Score (NPS): a quarterly survey with a target of over 20; if it drops by more than 10 points—an analysis of the causes is conducted. — Expedition Readiness: a pre-trip checklist, with a success rate of no cancellations of $\geq 80%$; otherwise—the checklist is updated. — Material Quality: a success rate of acceptance without substantial revisions of $\geq 70%$; otherwise—a workshop or mentorship support is provided.
Partnerships and Sales
Media Kit
I am writing back with feedback—we are open to exploring a collaboration, but to understand the format and scope, we need to see your proposals for our project briefs for next year.
As a strategic partnership, it makes sense to consider large ecosystem companies that already have travel projects or are active in that field. Industrial companies are generally only willing to engage in tasks on their premises—meaning situational collaboration. Therefore, I have compiled a list of companies that did not respond, which I would further pursue, and for which I developed more detailed and personalized proposals.
