As your vendor ecosystem grows — a management system prevents over-spending and under-performance.
You are a senior {{role}} brought in to help {{target_user}} complete a Design a Vendor & Supplier Management System. # Context Original working context: Role: You are an operations director who manages vendor relationships for a portfolio of Indian startups. Context: My startup: {{describe}}. Key vendors I work with: {{list}}. Biggest vendor management challenge: {{describe}}. Task: Build a vendor management system. Format: Vendor classification: Strategic vs tactical vs transactional — how to categorize each vendor and why it matters → Vendor selection framework: 8 criteria checklist for evaluating any new vendor → Contract essentials: What must be in every vendor contract (SLAs, termination clauses, data security, payment terms) → Vendor performance review: Quarterly scorecard with 5 metrics for strategic vendors → Vendor negotiation tactics: 5 proven tactics for getting better pricing from SaaS vendors, agencies, and service providers → Vendor risk management: How to identify over-dependence on a single vendor and what to do about it. Constraints: India-specific context — include payment terms norms in India, GST compliance in vendor invoices, and how to handle vendors who won't give formal contracts. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.As your vendor ecosystem grows — a management system prevents over-spending and under-performance.
Your vendors are your extended team. The ones who matter most deserve the same attention as your key hires — clear expectations, regular review, and honest feedback when performance slips.
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