40% of nothing is still nothing.

Recruiters often compare agency offers by looking at the base salary, commission percentage and office policy.

The more important question is:

Can this agency give you the inputs required to earn the commission it is advertising?

A 40% commission plan on £100,000 in billings produces £40,000.

A 25% plan on £250,000 produces £62,500.

The percentage is not the opportunity.

The desk is.

1. Audit the desk

Before accepting the role, ask:

• Is this a growth hire or a replacement hire?
• How many live vacancies exist today?
• What did the previous consultant bill?
• What is the average fee or gross profit?
• How many roles are exclusive?
• Are the clients actively hiring or simply “relationships”?

A top biller proves what is possible.

They do not prove what the desk will produce for you.

Be cautious when the agency talks about “huge potential” but cannot provide specific evidence.

2. Verify client access

A client name is not a live desk.

A database is not a pipeline.

A relationship is not revenue until there is genuine hiring demand, authority and agreed terms.

Ask:

• How many active jobs would I inherit?
• Can I speak directly with decision-makers?
• Who owns the client relationship?
• How much new business is expected?
• What happens if I win a new account?
• Do I receive credit for revenue generated from that account?

A vacancy without authority or terms is activity—not revenue.

3. Read the commission plan literally

Ask whether commission is paid on:

• Invoiced or collected revenue
• Fees or gross profit
• Individual or team performance
• Permanent fees or contract margin
• Revenue before or after rebates

Also confirm:

• Thresholds
• Resets
• Caps
• Draws
• Payment dates
• Clawbacks
• Commission owed after resignation

The phrase “40% after £150,000” can mean two completely different things.

At £200,000 in billings:

• Marginal: 40% of the £50,000 above threshold = £20,000
• Retroactive: 40% of the full £200,000 = £80,000

Same headline.

£60,000 difference.

Get the full mechanics in writing.

4. Measure the median

Do not judge the agency by its best biller.

Ask:

• What is the median billings figure for this level?
• How many consultants hit target last year?
• How long do new hires take to make their first placement?
• What percentage remain after 12 months?
• What did the last three people in this role bill?

The top performer shows what is possible.

The median shows what the system produces.

5. Test the support and manager

Find out who provides:

• Client development
• Market data
• Resourcing
• Candidate research
• Compliance
• Administration
• Finance and credit control

Then ask for a clear 30-, 60- and 90-day plan.

Your future manager should also be able to explain:

• What happens when performance drops
• How clients and vacancies are allocated
• How coaching works
• Why the last three people left
• What support is available during a weak month

“Great training” is not a plan.

“Strong culture” is not evidence.

6. Check the exit economics

Before signing, understand:

• When commission becomes earned
• Whether commission is paid after resignation
• Whether payment depends on the client paying
• Rebate and clawback terms
• Notice and garden leave
• Client and candidate restrictions
• Ownership of relationships you develop

Employment restrictions vary by jurisdiction. Obtain appropriate legal advice before relying on assumptions about your rights after leaving.

7. Score the opportunity

Give the agency one point for every statement that is true:

• I have seen evidence of live demand.
• I know why the role is open.
• I know the average fee or gross profit.
• I understand the first 90-day plan.
• I have the commission mechanics in writing.
• I know the median performance of comparable recruiters.
• I understand the support available.
• I have reviewed the exit terms.

Your result

7–8 points: Credible opportunity.
4–6 points: Too many assumptions remain.
0–3 points: High-risk opportunity. The commission percentage may be hiding a weak desk.

The final decision

Do not compare:

Advertised billings × advertised commission

Compare:

Realistic collected billings × effective commission rate

A lower percentage on a strong desk can outperform a high percentage on an empty one.

Do not join a commission percentage. Join a revenue system.

Comparing agency offers?

DM “DUE DILIGENCE” with the base salary, commission structure, target billings and desk type.

Recruitica can help you benchmark the opportunity before you make the move.