Bonus Eligibility

When the company does well, you should do well. Non-equity-holding Team Members are eligible for sales commissions and referral bonuses. These are what we can currently afford and are subject to change (ideally, upward change). For all bonuses, one year of retainer fees is considered a “Project”. So if you sell a retainer, you receive a bonus on the first year of fees. These fees would be paid out quarterly as we invoice our clients.

If you bring a new client to Cantilever (you are the initial contact, not Cantilever), and we do a project, anything invoiced to the client within a year of the first scope we get with them will be paid 2.5% bonus to the referee. You would also receive the second year of fees 1.25% for their second project with us. No min/no max.

If you bring in & sell a project (You meet with the client, create and send the proposal, and connect with the Cantilever team for project paperwork), you receive 2.5% of the project fees for that specific project. There is no min/no max.

If you sell a retainer (You meet with the client and they agree to do a retainer) you receive 2.5% of the first year of fees (Any amounts invoiced for within 365 days of contract being signed). No min/no max.

Bonuses are paid each payroll based on payments which have come through from the client since the last payroll. Most clients are invoiced quarterly so expecting a quarterly payout is likely. You can earn both the referral and sales bonuses together.

Each week our team receives a recurring question asking which team members are doing a good job/going above and beyond. The person with the most shout outs from the team for that quarter will receive a $100 gift card to a place of their choosing!

Many businesses provide bonuses based on how well they are doing, but don't necessarily have a formal structure. Based on our core value of radical transparency, we share profitability information with the whole team and structure bonuses based on net income.

Bonus amounts are calculated based on how the company did relative to our baseline net income goal, which we set and share at the beginning of the quarter. The amount you get is based on your total compensation for that quarter. Since the bonuses grow as salaries grow, the tiers will be adjusted quarterly based on projected total compensation and the team members involved.

You earn bonuses based on your normal manner of payment, and bonuses are paid out via that same manner of payment.

Let’s say...

What we have paid historically under this policy...