The recruitment industry is constantly evolving, and so are the commission structures that drive recruiter performance. With technology, economic shifts, and changing workforce expectations, traditional commission models are being redefined to remain competitive and sustainable.
🚨 The Problem: Many agencies still use outdated commission structures that:
❌ Fail to reward modern recruiter behaviors.
❌ Struggle to balance recruiter motivation with agency profitability.
❌ Can’t adapt to emerging business models like retained search, RPO, and subscription-based recruitment.
✅ The Solution: Agencies that stay ahead of commission trends will attract and retain top talent while driving long-term growth and profitability.
✅ How commission structures are evolving.
✅ Emerging trends shaping recruiter compensation.
✅ How agencies can future-proof their commission models.
Traditional commission structures pay recruiters based on their performance in an isolated period; typically monthly and sometimes quarterly.
🚨 Why this is a problem:
❌ Lumpy performances carry the risk of overpaying commission
❌ Recruiters can game the system, influencing start dates, aka "sandbagging"
❌ Recruiters prioritize quicker wins, leading to short-term thinking.
🚀 Instead of paying commission in isolated periods, agencies can layer longer term incentives on top of shorter ones
Example Layered Commission Model:
🔹 Monthly commission scheme, paying slightly lower payout %'s
🔹 Quarterly "accelerators" based on the achievement of minimum performance levels
🔹 Annual bonus upon achievement of yearly target
✅ Why it works:
✔ Ensures agencies avoid overpaying for a good month, but a poor quarter
✔ Incentivises higher performance over longer terms
✔ Gamifies the incentive with a more engaging mechanic
🚀 Takeaway: Expect more agencies to move away from just monthly commissions, in favour of layered incentives.
🔹 Agencies want to drive recruiter performance beyond the basics.
🔹 Recruiters expect higher rewards for over-performance.
🔹 Flat rate models fix payout rates meaning that all performances are treated equally.
🔹 Tiered models ensure profitability while keeping recruiters motivated.
✅ Benefits of tiered commissions:
✔ Keeps high performers engaged and striving for more.
✔ Ensures agency profitability scales with recruiter earnings.
✔ Reduces plateauing, where recruiters stop pushing after hitting comfortable earnings.
🚀 Takeaway: Expect more agencies to move away from flat commission rates and introduce tiered incentive structures.
More agencies are moving away from contingency recruitment and embracing:
🔹 Retained search agreements (paid upfront fees for high-value placements).
🔹 Subscription-based recruitment (monthly recurring revenue for ongoing hiring support).
🚨 Why traditional commission models don’t work here:
❌ Paying large, one-time commissions doesn’t align with a subscription model.
❌ Retained search requires long-term incentives, not just per-placement commissions.
✅ Retainer-Based Bonuses:
✔ Recruiters get a percentage of the retainer fee upfront.
✔ Remaining commission is paid when the search is completed.
✅ Subscription-Based Commission Tiers:
✔ Recruiters earn monthly recurring commissions instead of lump-sum payouts.
✔ Incentivizes client retention, not just one-off deals.
🚀 Takeaway: Commission structures will evolve to accommodate long-term, subscription-based recruitment services.
Many agencies still rely on spreadsheets and manual calculations for commissions.
🚨 Problems with manual commission tracking:
❌ High error rates, leading to underpayments or overpayments.
❌ Lack of transparency, causing recruiter frustration.
❌ Delays in commission payouts, demotivating consultants.
✅ Real-time commission tracking software like Konquest allows recruiters to see earnings instantly.
✅ Automated payouts eliminate calculation errors.
✅ Commission forecasting tools help recruiters set clear goals.
🚀 Takeaway: Expect agencies to integrate automated commission tracking tools to improve accuracy, transparency, and recruiter satisfaction.
🔹 During the post-Covid boom, many recruiters moved to grow quickly and compete for the most attractive commissions schemes
🔹 This included high payout rates and no thresholds
🔹 As the market cooled off, many of these agencies have found themselves exposed by their fast and loose policies
🚨 Why this is a problem:
❌ Under-performers have been over paid, and in a cooler environment are no longer benefiting from the over-performance of their peers to balance things out
❌ Margins have tightened, and suddenly the cost of under-performance is highlighted
❌ Much of the market has had little choice but to reduce headcount and slash costs to survive
✅ Thresholds are on the rise. Up 10% in the last year alone, and now represent 55-60% of the market
✅ How thresholds are used to protect from rewarding under-performance, and therefore compounding losses, is also changing with greater diligence applied to plan design
✅ The most proactive agencies are ensuring their protected appropriately using data driven decisions
🚀 Takeaway: Expect more agencies to implement or increase their thresholds
A London-based tech recruitment firm was losing top billers due to:
❌ Flat 20% commission rates that didn’t reward over-performance.
❌ Delayed commission payments (quarterly in arrears).
❌ Regular errors due to clawbacks and badly managed data
✅ Introduced a tiered commission structure (10%-40%) to drive higher billings.
✅ Switched to a layered model with a quarterly accelerator to ensure consistent performance over longer periods, and protect from over-paying under-perfromers
✅ Added incentives for retained search agreements.
✅ Implemented real-time commission tracking software.
📈 Top performer earnings increased by 15% on average.
🚀 Team turnover dropped by 30% as consultants stayed for better incentives.
💰 Overall payout rate is more fairly distributed over under and over performers.
🔹 Key Takeaway: Agencies that adapt their commission structures to modern trends will retain talent, and drive growth via sustainable profitability.
🚀 Recruitment agencies must evolve their commission models to stay competitive.
🚀 The future is moving toward tiered, layered, and automation powered commission structures.
🚀 Agencies that embrace change will attract top talent and drive long-term profitability.
💡 Next Steps:
✅ Audit your commission model—does it align with modern trends?
✅ Explore automation tools like Konquest for real-time commission tracking.
✅ Test tiered and profit-based commission structures to boost performance.
🚀 The agencies that adapt now will lead the future of recruitment—will yours be one of them?