Keep More of What You Bill
A higher commission structure, transparent economics, and an uncapped model built around placement revenue.
Elev8 Recruiter Network
Recruiting Built for Recruiters Who Want More Control.
Commission-first recruiting platform designed for experienced recruiters who want autonomy, modern systems, remote flexibility, and stronger economics without traditional agency bureaucracy.
Desk model
360 recruiter
Primary path
Apply -> Screen -> Interview
Payout basis
Collected placement revenue
Operating Console
360 Recruiter Desk
Desk velocity
Live planPipeline coverage72%
Submission readiness64%
Revenue actions81%
Client Intake
Approved
Candidate Sourcing
42 active
Submissions
11 this week
Commission Queue
$78k pending
Placement Economics
Placement fee$55,000
Recruiter split60%
Estimated earnings$33,000
Infrastructure
ATS/CRM
Compliance
SOPs
Active desk signals
Client follow-up
2 priority accountsCandidate shortlist
5 ready for reviewInterview block
Tomorrow at 10:30Next action
Client follow-up and candidate submission
Why Recruiters Join Elev8
A recruiter platform built around economics, systems, and autonomy.
Elev8 is structured for recruiters who already understand the desk and want a more modern way to operate it.
Operate Remotely Without Losing Structure
Autonomy, independent contractor flexibility, and operational systems that keep the desk organized.
Modern Recruiting Infrastructure
ATS/CRM, sourcing tools, automation, AI workflows, recruiter training, and documented operating rhythms.
Transparent Compensation
Public payout explanations, split logic, reserve policies, and documented commission structures.
Built for Independent Recruiters
Designed for recruiters with ownership mentality who want to build a desk without traditional agency bureaucracy.
Commission Structure
Commission is tied to the fee generated by each placement contract.
The commission tier is based on placement fee generated from candidate compensation, not the recruiter's annual production.
Placement Fee GeneratedRecruiter Commission
Up to $99,99960%
$100,000-$199,99965%
$200,000+70%
Subscription Recruiting Revenue40%
Example 1
Candidate Compensation$100,000
Client Fee20%
Placement Fee$20,000
Recruiter Earnings$12,000
Example 2
Candidate Compensation$220,000
Client Fee25%
Placement Fee$55,000
Recruiter Earnings$33,000
Example 3
Candidate Compensation$400,000
Client Fee30%
Placement Fee$120,000
Recruiter Earnings$78,000
1
Candidate Package
Compensation sets the base
The candidate compensation package is used to calculate the client fee for a placement contract.
2
Client Fee
20%-30% example range
The agreed client fee percentage creates the placement fee. A $220,000 package at 25% creates a $55,000 fee.
3
Placement Fee
Contract revenue
The recruiter split is based on the placement fee generated by that contract, not annual recruiter production.
4
Collected Revenue
Paid before payout
Commission processing starts after client revenue is collected and any applicable policy checks are complete.
Examples are illustrative only and do not represent income guarantees. Commissions are based on collected revenue and may be subject to splits, guarantees, holdbacks, reserve policies, replacement policies, contract terms, and documented operating policies.
Typical Production
Professional upside, presented without fantasy math.
Recruiter outcomes vary, but the model is built for disciplined operators who can develop and manage revenue-producing desks.
Developing Recruiter
Typical Annual Production
$80k-200k billed revenue
Potential Earnings
$48k-120k+
Established Recruiter
Typical Annual Production
$250k-600k billed revenue
Potential Earnings
$150k-390k+
High Performer
Typical Annual Production
$750k-1.5M+ billed revenue
Potential Earnings
$450k-1M+
Day in the Life
The cadence of a serious 360 recruiter.
The platform supports a desk, but recruiting remains a performance discipline.
1
Morning
- Outbound business development
- Follow-up
- Candidate outreach
- Pipeline management
2
Midday
- Recruiter screens
- Sourcing
- Intake calls
- Interview prep
3
Afternoon
- Candidate submissions
- Negotiations
- Offer management
- Client communication
4
Evening Optional
- Networking
- LinkedIn activity
- Passive sourcing
- Market research
Time Commitment & Reality
Recruiting is performance-based. Strong business development matters. Consistency matters. Many recruiters initially work 40-60 hours weekly while building pipeline, and flexibility increases as desk maturity improves.
Good Fit
- Experienced 360 recruiters
- Business developers
- Niche recruiters
- Disciplined recruiters
- Independent operators
Likely Not a Fit
- Salary-only seekers
- Recruiters requiring heavy supervision
- Individuals unwilling to prospect
- People expecting guaranteed income
What You Get
Operating infrastructure for recruiters who need leverage.
Elev8 provides the rails for a modern independent recruiting desk.
ATS/CRM access
Sourcing infrastructure
AI systems
Recruiting workflows
Operational SOPs
Training systems
Invoicing infrastructure
Automation systems
Compliance infrastructure
Branding support
How Elev8 Operates
A connected workflow from intake to commission processing.
The operating system organizes activity across business development, delivery, placement, invoicing, and payout operations.
Current Workflow State
Client Intake
Elev8 keeps each stage connected to the operating record, so recruiters can see where a desk stands, what needs approval, and which activities affect revenue, compliance, and commission processing.
Transparency Center
Clear expectations before anyone joins the platform.
Each item below opens into the practical explanation recruiters should see before applying.
Independent contractor explanationRecruiters operate as independent producers, not salaried employees.
Elev8 provides the platform, workflows, infrastructure, and operating standards. Recruiters are responsible for consistent desk activity, business development, candidate delivery, and professional client communication.
1099/T4A explanationTax classification depends on country and contracting setup.
US-based independent contractors typically operate under 1099 reporting. Canadian contractors may receive T4A-style reporting where applicable. Final classification depends on contracting documents, local rules, and advisor guidance.
Payout timingCommission is processed after client revenue is collected.
Placement commission is not treated as earned cash until the client payment is received and the placement clears applicable approval, guarantee, replacement, and holdback policies.
Split logicThe split is tied to placement fee size, not annual production.
Each placement is evaluated on its own placement fee generated from the candidate compensation package and client fee percentage. Higher fee placements can qualify for higher split tiers.
Reserve policySome placements may include temporary reserves or holdbacks.
Reserve treatment protects the platform and recruiter network when a client agreement includes payment timing, refund exposure, replacement language, or guarantee terms.
Replacement policyGuarantee obligations are handled through documented policy.
If a placement falls inside a replacement or guarantee window, Elev8 reviews the client contract, candidate outcome, collected revenue, and any open replacement obligation before final payout treatment.
FAQRecruiters should understand the model before applying.
The platform is built for experienced recruiters who are comfortable with business development, remote operation, commission-first economics, and independent desk ownership.
Privacy standardsRecruiter application data is stored in Supabase with RLS.
Application data is protected behind Supabase row-level security, admin authentication, and role-based access patterns. Public visitors can submit applications but cannot read application records.
Recruiter economics examplesExamples show mechanics, not guarantees.
Example earnings use simple placement-fee math to show how the model works. They are illustrative only, and actual outcomes depend on revenue collected, contract terms, production quality, and policy review.
Is this a salaried recruiting role?
No. Elev8 is designed for performance-based independent recruiters. Compensation is commission-based and tied to collected revenue.
Do commissions depend on annual production?
No. The commission tier is based on the placement fee generated by each placement contract, which is tied to the candidate compensation package.
Can recruiters work remotely?
Yes. The model is remote-first, with structured systems for pipeline management, client communication, candidate workflow, and operational accountability.
Does Elev8 provide tools?
Yes. The platform is structured around ATS/CRM access, sourcing infrastructure, AI workflows, SOPs, training, invoicing, and compliance support.
Recruiter Application
Interested in Operating Under the Elev8 Platform?
Applications are reviewed based on recruiting experience, niche alignment, professionalism, business development capability, and operational fit.
Experience review
Desk readiness score
Interview route