All recruitment activity is exclusive to your company. No shared candidates, no distractions. Our recruiters only work with clients who meet our minimum infrastructure standards. Even then, we expect one in six placements to deliver consistent profit. That’s why our recruitment engine filters aggressively, automates at scale, and prioritises quality over quantity.
You don’t get more milk by squeezing harder—you get more cows. We bring the cows. You bring the ambition.

 

1. To set up the essential requirements for a foundation for success.

2. The setup fee includes several direct invoices on us in addition to time of our senior staff. AI Agent platform, CRM, Workflows. Hotel Venues, Software, Job Advertisements, Recruitment funnels, videos,

3. To work on an override of sales we must make sure that our placements succeed. Otherwise, our percentage will be zero.

4. We need the “Skin in the Game” from the client. If the client does not pay a setup fee their attitude will be. “Well cost me nothing if it works great, if not, lost nothing. This attitude always leads to failure. Similarly, our recruiters will have the same attitude. And will prioritise their quality clients who have all the foundations for success in place and know they will earn.

5. We recruit through both online and four-star venue live events. The latter is much better requiring more effort to turn up, puts candidates through gruelling tests and sends a message to applicants that our client takes their recruitment very seriously.

6. We focus on companies that demand the top 10% of quality of candidates. On a straight recruitment fee (which we offer as an alternative) what the client does with them is out of our hands. On an override we must know placements will be successful. So, we need all the essentials in place.

7. It is well established in recruitment that the more gruelling the process to gain a job offer the better candidates want to apply. So, we need to build that taylor made for the client.

8. We are a quality retained professional recruiters and management consultants. Our clients are looking to recruit the best and lead, manage, motivate them with best practice management with our support.

9. We are looking to substantially scale a client’s business through our SPA, and we are talking profits here not just sales. If the setup fee is a problem they are not right for this product.

10. Our risk without a setup fee is multiplied four times. To cover this, we would need four times the override. That would mean that there is no longer a possible high income for a new salesperson. So, it does not work.

11. We have limited capacity therefore are discerning as to which clients we will take on board.

 

The Four Ideal Profiles for Commission Only Sales Closers

We have measured and monitored performance in many companies including our own on various commission-based formulas. There are certain golden rules to follow which will maximise productivity and reduce dropout rate.
 

They realise they will be paid 3 to 4 times as much for the same results which they are confident of delivering.
 

Successful business executives are paid well and all of sudden things go wrong and are made redundant. Very difficult to get back on to the corporate ladder. Corporations always prefer to promote from within and recruit the young and cheap. They starts thinking differently about their prospects and with great communication skills, contacts and leadership can be an ideal match using their skills. They have some savings which are dwindling by the week and are very money motivated. They typically think to become freelance management consultants or coaches. Got nothing to lose and make credible closers and deal makers. Often in an industry they understand with a wealth of knowledge and contacts.
 

Great communicators in badly paid professions, which want to better their financial situation substantially. Ex nurses, actors, teachers, sports coaches etc. Very money hungry,

All reached though 31 separate sources including, business opportunity adverts, online funnels, events, outplacement businesses, talks, networking, community listings and other means.

The Four Commission Only Sales Remuneration Schemes

We know from experience of working since 2008 on Commission Only what remuneration schemes work the best. To a large extent it depends on the type of company, market, and culture.
 

A percentage commission on sales results paid on receipt of funds. This should have two or more levels of commission to build in status and incentive to progress. This system is best for companies like home improvements and some sectors of financial services where the ideal timescale to a deal is within mnth 1. More common and works better with B2C companies. More than 2 months to a deal, recruitment will be limited and the dropout rate will be higher. If the sales cycle is more than a month we recommend either adding a product such as an infoproduct, seminar, webinar, smaller size, starter offer that can be added to enable income within month 1. Getting the prospect to being a customer on the first rung of the value ladder.  Oterwise we recommend moving to a FlexiBasic Plus  system.
 

FlexiBasic is the unique proven Success Moves system. Payments are made on all work in progress. Any addition to the pipeline, phone calls, connections, messages, emails, zooms, proposals, face to face meetings, demos. To qualify for FlexiBasic payments are only made if the CRM is kept up to date. This gives the advantage of good administration, accountability, and a hot prospect list in the event of a drop out. The FlexiBasic payments are small but enable a new sales person to be earning from hour one. This automates your processes and increases motivation, urgency, and staff retention. The big payments are still on commission which is lower to cover the FlexiBasic advances.

Works extremely well with remotes. Also, where lead generation and prospecting are an important part of the sales process.
 

This system offers FlexiBasic payments just for a set period. That set period will be the average time to a first deal. If that is 3 months then it will only be paid for first 3 months. Or 6, 9 months accordingly. It is designed to take extreme financial pressure off and encourage urgency on starting. It also reduces dropout rate in the early vulnerable period.
 

A low fixed monthly fee is paid to cover survival level costs such as commuting to work, rent and food. It takes extreme pressure off but enables the payment of high commissions and thus high OTE. The company also can control the hours of work and attendance on trainings etc so has more control. This is common in the investment industry. It has the advantage of deliberately not being attractive as a basic salary but paying minimal costs. This means no one will not take the job for fear of not paying their bills and the incentive and motivation will be all about the commission. It puts off those average performers whose only motive is the basic salary and thus attracts those who are more money motivated.

Any Comms Only remuneration scheme should allow for an override for a Sales Manager. This can be paid for a direct team supervised and also for the second level. That locks in good people and incentivises them to build a team. Recruitment costs can also be paid for on the override through Success Moves. Everyone paid on results makes a very strong organisation with some very high earners. The profit margin to a company is maximised by numbers.