StrataHR's subscription model rewards BDRs with sign bonuses, per-employee kickers, monthly residuals, and renewal bonuses — every client you close keeps paying you. Accelerators stack on top for high performers.
Subscription Tier Commission Overview
All subscription commissions require a 3-month minimum client commitment. Sign bonuses and kickers are paid once the first client payment clears. Residuals are paid in months 2, 3, and 4 only — after which Strata retains the full subscription margin.
Essentials
$300
Sign bonus + per-emp kicker
Sign Bonus$300 flat
Per-Emp Kicker+$3 / employee
Residual (Mo 2–4)$65 / mo
Renewal Bonus$100
Client Rate$800 + $15/emp
Growth
$700
Sign bonus + per-emp kicker
Sign Bonus$700 flat
Per-Emp Kicker+$6 / employee
Residual (Mo 2–4)$165 / mo
Renewal Bonus$225
Client Rate$1,800 + $20/emp
Top Tier
Strategic Partner
$1,500
Sign bonus + per-emp kicker
Sign Bonus$1,500 flat
Per-Emp Kicker+$10 / employee
Residual (Mo 2–4)$330 / mo
Renewal Bonus$450
Client Rate$3,500 + $25/emp
A La Carte Project Commissions
Applies to standalone projects or add-ons to existing subscriptions. No minimum commitment required.
Project Value
Commission Rate
Example Project
Your Earn
Under $1,500
8%
Comp audit (basic)
Up to $120
$1,500 – $4,999
10%
Job description overhaul
$150 – $499
$5,000 – $9,999
12%
HR policy build-out
$600 – $1,199
$10,000+
12% + $250 bonus
Full HR transformation
$1,450+
Performance Accelerators
Accelerators stack on top of base commissions. Hit multiple in a month and collect them all.
Velocity Bonus — 2 Closes
+$400
Any 2 subscription closes in a single month
Velocity Bonus — 3+ Closes
+$900
3 or more subscription closes in a single month
Excellence Bonus
+$400
Any Strategic Partner tier close
Tier Upgrade
+$250
Client upgrades to a higher tier
Handoff Quality
+$100/mo
Client satisfaction score ≥4.5/5.0 at 30-day check-in
All commissions paid after client payment clears. Residuals are paid in months 2–4 per client, then stop. Renewal bonus paid at 12-month contract renewal.
How Commission Is Calculated — Example
Step
Description
Growth Tier, 18 Employees
1
Sign Bonus
$700
2
Per-Employee Kicker ($6 x 18)
$108
3
Residual — Paid in Months 2, 3 & 4 Only
$165/mo (3 months)
4
Renewal Bonus at 12-Month Renewal
$225
5
Velocity Accelerator (2 closes this month)
+$400
Month-1 Total for This Close
$1,208
Every StrataHR client is a cross-sell opportunity.
Our ancillary partners — iSolved HCM, FD National, and Solvo — complement our HR consulting perfectly. When you close a subscription, you're sitting in front of a buyer who likely needs payroll tech, group health, or staffing. These commissions stack on top of your subscription earnings.
iSolved HCM
All-in-one payroll, HR, time & benefits platform
$200
per account activated
Commission Structure
Base Commission
$200
Per iSolved account activated
Volume Bonus
+$150
3 or more activations in a single month
4-Month Example (2/mo)
$1,600
8 accounts x $200 — volume bonus not triggered
Pitch Script
"Right now you're probably running payroll in one system, tracking time in another, and managing benefits manually. iSolved brings all of that into a single platform — and because StrataHR already knows your HR setup, the implementation is seamless. Most clients are live within 30 days. What does your current payroll process look like?"
Common Objections
Q:"We already use ADP / Gusto / Paychex."
A:Those platforms are fine standalone, but they don't integrate with your HR strategy the way iSolved does with StrataHR. We handle the migration. Most clients see ROI within 60 days from time savings alone.
Q:"It sounds like too much change right now."
A:That's exactly why we handle the transition for you. We time it with your next payroll cycle so it feels invisible. The first month is the hardest — after that, clients tell us they wish they'd switched sooner.
Best-Fit Signals
Multiple disconnected toolsManual timesheet processes5–250 employeesRecently opened benefitsScaling fast
FD National
Group health insurance — small to mid-market employers
$500–$2,000
per policy, by covered lives
Commission by Covered Lives (Employees + Dependents)
Covered lives = all employees plus their enrolled dependents. Ask the prospect how many total people would be on the plan — that drives your tier.
Covered Lives
BDR Commission
Notes
1 – 10 lives
$500
Small business / owner-operator
11 – 20 lives
$600
Small team with dependents
21 – 30 lives
$700
Growing business
31 – 40 lives
$850
Mid-stage team
41 – 50 lives
$1,000
Established employer
51 – 75 lives
$1,250
Benefits compliance zone
76 – 100 lives
$1,500
Mid-market employer
101 – 150 lives
$1,750
Large group
151+ lives
$2,000
ACA-regulated; highest urgency & highest payout
Pitch Script
"One of the biggest hidden stressors for business owners your size is health benefits — either you don't offer them and you're losing talent, or you're paying too much and not sure if it's the right plan. FD National is the broker we use specifically for companies like yours. They shop the market and come back with options — no obligation. Want me to have them run a quick quote? Takes 10 minutes and could save you thousands."
Common Objections
Q:"We can't afford benefits right now."
A:You might be surprised — group rates through FD National are often significantly lower than what owners pay on the marketplace. We're talking $150–$300/month for small groups. And offering benefits helps you retain the employees you're paying us to optimize. The quote is free.
Q:"We already have a benefits broker."
A:Totally fine — worth a second opinion on renewal. FD National specializes in exactly your headcount range and often finds plans brokers miss. No pressure, just data.
Best-Fit Signals
No current benefits offeredMentions high turnoverApproaching 50 employeesCompetitive hiring marketRenewal coming up
"A lot of our clients are carrying roles they can't fill domestically — customer support, back-office, admin, data entry — and it's costing them. Solvo places bilingual, university-educated talent from Mexico at a fraction of US hiring costs, with full legal compliance. We've had clients fill roles in 2–3 weeks that sat open for 6 months. What roles are you having the hardest time staffing?"
Common Objections
Q:"We only hire locally."
A:That makes sense for some roles. But for back-office functions like data entry, scheduling, and customer follow-up — local hiring adds $50K–$70K in fully-loaded costs per seat. Solvo handles those at 40–50% savings, freeing your local team for higher-value work.
Q:"I've heard offshoring has quality issues."
A:Nearshore is different. Same time zone, fluent English, college-educated, embedded in your workflows just like a local hire. StrataHR manages the HR side — you just get the talent.
Best-Fit Signals
Open reqs they can't fillHigh cost-per-hire complaintsAdmin / back-office heavyCustomer service rolesBilingual customer base
Ancillary Commission Quick Reference
Partner
What You Sell
Commission
Bonus Trigger
Max Month Example
iSolved
Payroll/HR platform
$200/account
+$150 if 3+ in month
$950 (4 + bonus)
FD National
Group health policy
$500–$2,000
Covered lives tiered (9 bands)
$6,000 (3 policies, 151+ lives)
Solvo
Nearshore seat
$30/seat
+$75 (4–7 seats), +$200 (8+)
$800 (20 seats + bonus)
Your playbook. Your unfair advantage.
An income calculator, your 30/60/90 plan, conversation starters, a cross-sell map, and a full objection bank. Use it daily.
Income Calculator — Multi-Month Projection
Sign bonuses and kickers paid after first client payment clears. Residuals paid in months 2, 3 & 4 per client only — no residuals after month 4.
Your 30 / 60 / 90 Day Plan
Day 1–30: Build the Foundation
Complete StrataHR onboarding and shadow 3 discovery calls
Master the 3-tier subscription model and pricing
Learn all 3 ancillary partner pitches cold
Build initial prospect list (target: 50 contacts)
Send first 25 outreach emails; book 5 discovery calls
Close your first Essentials or Growth client
Set up CRM and track all activity meticulously
Day 31–60: Build Momentum
Target 2 closes minimum this month
Introduce ancillary services to every subscription client
Refine objection responses from real calls
Hit velocity bonus ($400) with 2 subscription closes
Request first referral from a Month-1 client
Attend 1 local business networking event
Review and optimize outreach messaging
Day 61–90: Go Aggressive
Target 1 Strategic Partner close this month
Pursue 3+ closes to hit $900 velocity bonus
Build a consistent referral pipeline from book
Stack combo deals (subscription + a la carte)
Month 1 & 2 residuals now accumulating in paycheck
Benchmark: $8,000+ in cumulative 90-day earnings
Cross-Sell Trigger Map
Listen for these signals in discovery. They're buying triggers for ancillary services.
When they say...
"We're still on spreadsheets for payroll"
Introduce iSolved immediately
When they say...
"We can't compete for talent"
FD National benefits conversation
When they say...
"We have open roles we can't fill"
Solvo nearshore staffing intro
When they say...
"Benefits are too expensive"
FD National group rates often surprise clients
When they say...
"We're growing fast and can't keep up"
Strategic tier + Solvo for scale
When they say...
"Our admin team is overwhelmed"
Solvo back-office seats
When they say...
"We use 3 different HR tools"
iSolved consolidation pitch
When they say...
"We're approaching 50 employees"
ACA compliance urgency + FD National
Conversation Starters That Open Doors
Cold Email — Subject Line
"Quick question about your HR setup, [First Name]"
Follow: "Most businesses your size handle HR reactively. StrataHR helps you get ahead of it. Worth 15 minutes?"
Discovery Call — Opening Question
"What's the one HR or people problem that, if you solved it this year, would make the biggest difference to the business?"
Their answer maps to Essentials, Growth, or Strategic tier.
Positioning vs. Big HR Firms
"We're not a vendor — we're an extension of your team. The difference is we're accountable to outcomes, not billable hours."
Closing the Subscription
"Based on everything you've shared, the Growth plan makes the most sense — it gives you [specific benefit]. We use a 3-month commitment so we have time to actually move the needle. Can we get started this week?"
Asking for Referrals
"You've been great to work with — who else in your network is dealing with HR growing pains? Even a warm intro means the world to us."
Following Up After Silence
"I don't want to be a pest — but I also don't want you to miss out on solving [specific pain they mentioned]. Still worth a quick call?"
Core Objection Bank
Every "no" is a detour, not a dead end. Know these cold.
"We handle HR in-house."
Most of our clients have someone in-house too — that's actually where we add the most value. We handle strategy, compliance, and specialized work so your internal person can focus on day-to-day. We don't replace them, we make them look great.
"We're too small for this."
The Essentials tier was built for exactly your stage. Smaller companies actually need HR strategy more urgently — one bad hire or one compliance miss at your size can be catastrophic. We're the safety net and the growth engine.
"We can't afford it right now."
What's one bad hire costing you? Most clients recoup the Essentials fee in the first 60 days from avoiding one costly mistake alone. The real question is what it's costing you not to have this.
"We're happy with our current setup."
Most people who end up working with us said the same thing. Can I ask: what does your current HR strategy process look like? Sometimes we find gaps people didn't know were there.
"We need to think about it."
Completely understand. What's the main thing you need to think through — budget, timing, or something else? I want to give you the right information to make a good decision, not just follow up blindly.
"The 3-month commitment is too long."
Three months is the minimum to see real results — 30 days to audit, 30 to build, 30 to execute. A shorter engagement would shortchange you. If we don't deliver, that's a conversation we'll have — but we've never had to have it.
The StrataHR BDR Winning Mindset
You solve problems.
You're not selling a service — you're solving the #1 thing that holds small businesses back: people and compliance chaos.
You build momentum.
Every close pays you a sign bonus + kicker immediately. Three months of residuals follow. Keep closing and renewal bonuses compound on top at month 12.
You stack bonuses.
Accelerators, ancillary commissions, and combo deals all stack. Know every trigger. Never leave a bonus on the table.
You earn trust first.
Referrals and upgrades come from clients who believe in you. A 4.5+ handoff score literally pays you $100/month.