unted rates on shares could be earned. Volume of shares offered are be a funtion of individual success and the long term plan of the company (for example, have 25% employee ownership in x years). However, the actual shares still need to be purchased by the employee. Stock price should be a equation based on total sales and profitability. Assuming the company is successful and grows, share prices should increase in value over time, giving the early entrants/risk takers a greater reward. Purchase options are great rewards for new recruiters. Even though they have earned the right to purchase, new recruiters may not have the cash flow to purchase in the first year, but will in the following season.
Commission in a start up is critical to feeding the racehorses. You need them off and running! If you've got historically high producers on board, I would give them 2 options: 40% (30 for placement, 10 for search authorship) and company covers all job related expenses (travel, office supplies, cell phone, etc) or you give them a 50% option in which company expenses are now shared by employee and company, but they have additional money to use towards hiring a researcher or trainee/assistant and can pay them some salary or draw against future commiss. to get them started.
If it's less expereinced recruiters, the 40% option is the only one. The 50% model only cashflows if they are producing at a decent level of at least $325k in my market. Anything below that and they are giving up money due to the expense load.…
r 4 million jobseekers.
Here's the link to post your job: http://www.bayt.com/en/ecom-purchase-multi-job-post/
You can try a search for candidates here: http://www.bayt.com/en/search-cv/
Claudia Schmidt, E-Commerce Manager