Flexible Compensation Structures
For clients who prefer performance-based partnership over standard cash retainers, I offer alternative compensation models that align incentives and share risk. These models are typically paired with Visioneering retainer engagements.
A) Hybrid Cash + Revenue Share
Recommended for growth partnerships
How it works
You pay a lower monthly retainer in exchange for giving me a small [negotiable] percentage of the New Revenue I help generate.
Why use it
Lowers your upfront burn rate and aligns me directly with your sales growth. I only benefit when you benefit.
Safety net
Floor of $1,000 minimum (waived for the first 30 days of a new launch). This ensures small wins are still rewarded while protecting you during ramp-up.
B) Reduced Cash + Advisory Equity
How it works
You pay a significantly lower retainer in exchange for Advisory Equity ([negotiable] % of the company).
Why use it
Ideal for startups conserving cash who want a long-term partner invested in their eventual exit or sale. I become a true stakeholder in your success.
Terms
Equity typically vests over 2-4 years with a 3-month cliff. Both parties are protected, and commitment is mutual.
C) Success Fee
Best for specific one-time projects
How it works
Full cash retainer, plus a cash bonus (5-15%) if we hit a specific, pre-defined "home run" milestone.
Why use it
Simple, clear motivation for big milestones without complex equity or long-term tracking. Great for launches, funding rounds, or major revenue goals.
Example milestones
- Successful product launch hitting X users in Y days
- Closing a funding round at Z valuation
- Reaching $XXX,XXX in monthly recurring revenue
D) Profit Share
Requires open books
How it works
You pay a lower retainer, and I earn a percentage of the Net Profit (after agreed expenses).
Why use it
Lowest risk for you—you only pay the bonus if the product is actually profitable. Requires "Clean Costing" transparency so we both understand the numbers.
Requirements
Transparent accounting and agreement on what counts as expenses. Best for established products with clear P&L tracking.
Important Notes
- Custom Agreements: All alternative models require a written agreement outlining terms, metrics, and payment schedules
- Alignment: These models work best when goals are clearly defined and measurable
- Transparency: Some models (like Profit Share) require open-book accounting
- Long-term: Most models are designed for 6-12+ month engagements
Not sure which model fits your situation? Let's talk through your goals, timeline, and constraints to find the right structure.
Ready to explore partnership options?
Let's discuss which compensation model aligns best with your business goals and growth stage.