GADEN TEAM · POWERED BY AEL
Take off the base. Take off the seat. Take off the commission. What is left is the only number that tells you whether to hire another one — and almost no agency can produce it on demand.
FOUR QUESTIONS, IN THIS ORDER
Most staffing software answers the first two and calls it a team dashboard. The order matters, because each question is meaningless without the one before it.
Base salary, commission rate, threshold, draw and draw type, clawback on fall-off, retention bonus — and whether commission pays on billed or on collected. Every structure a desk actually uses, none of them hardcoded.
The full cascade, not a headline number. Their book, what was submitted, what was credited, what actually closed.
Submittals per interview, interviews per offer, fill rate — measured against benchmark, so you can see whether the problem is volume or conversion.
Production minus pay minus cost of seat. This is the line that turns a recruiter who looks great into a chair that is running red, and it is the line that decides whether you hire.
Rates, splits, thresholds, quotas, seat cost, benchmarks — all configurable. Nothing is baked in from someone else’s agency.
Recruiters are deactivated, never removed. Deleting one orphans their placements and leaves commissions without an owner — so the system does not let you.
IN PLAIN LANGUAGE
THE SEAT
Growth by headcount only works if the marginal seat clears its own cost. Without that line, a desk hires to grow and quietly compresses its own margin instead.
THE RATIO
Two recruiters can miss the same quota for opposite reasons, and the fix for one is the exact wrong move for the other. The ratios separate them before you coach the wrong thing.
QUESTIONS PEOPLE ACTUALLY ASK
Take what they produced and subtract everything the seat costs — base salary, the commission earned, and the annual cost of the seat itself. What remains is what the desk keeps from that chair. Most staffing software shows production and stops there, which is why a recruiter billing well can still be running the desk into the ground without anyone noticing.
Base salary, commission rate, threshold before commission starts, draw and draw type, clawback on fall-off and retention bonus — and you choose whether commission pays on billed or on collected, which is one of the biggest differences between agencies. Nothing is hardcoded; every rate, threshold and quota is yours to set.
On billed, the recruiter earns when the invoice goes out. On collected, they earn when the client actually pays. Paying on billed is faster and better for morale; paying on collected protects the desk when a client goes slow or a placement falls off. The model supports both because the right answer depends on your cash position, not on a software default.
Yes. Submittals per interview, interviews per offer and fill rate are shown against benchmark, which is what tells you whether someone is missing quota because of volume or because of conversion — two problems with opposite fixes.
They are deactivated, not deleted. Anyone who billed stays on the books permanently, because removing them would orphan their placements and leave commissions without an owner. Their history stays intact and attributable.
PART OF THE LOOP
The team is who runs the loop, and what the loop costs to run. It is one module of an Autonomous Employee Loop — the system that runs sourcing, screening, presenting, interviewing, placing, onboarding and payment as one continuous loop. An ATS tracks the process. An AEL runs it.