Commission sales has a trust problem: candidates discover the real terms after they have already worked. Our standard is that nothing material is hidden. Every employer posting, invitation, and offer on the platform carries the disclosures below — and misrepresentation is a removal offense on either side of the marketplace.
Every opportunity states its classification — 1099 independent contractor, W-2 base + commission, contract/project, or campaign — before a candidate applies. The platform improves transparency rather than perpetuating commission-sales ambiguity.
Base, commission rate or schedule, bonuses, and residuals must be stated in the posting and mirrored in the offer. Payment triggers (per appointment, per verified close/install, per producing period) are explicit.
Travel, housing, vehicle, and equipment responsibility is declared up front, alongside whether leads, appointments, or a territory are provided by the employer.
Payment schedule, trigger events, dispute windows, and any commission clawback conditions are part of the posting and the signed agreement — never revealed after the sale.
Required licenses, certifications, background checks, and experience minimums are listed so candidates are not baited into unqualified pipelines.
Employer accounts carry a payment-reputation signal built from verified pay accuracy, timing, disputes, and contract clarity — visible to talent before they accept.
These standards are platform policy, not legal advice. Classification decisions (1099 vs W-2) remain the employer's responsibility under federal and state law; we surface the classification and make it auditable. Consult counsel for your specific engagements.