What is the Right Way to Pay Out Sales Commission To Comfort Advisors?

A Contractor University Member recently utilized the Ask-The-Expert Q&A feature within the member dashboard by submitting the following question and received the response below.

Contractor Question:

“I am interested in how other companies pay out sales commission to comfort advisors.Salary plus commission? Tiered or fixed? Comfort advisor flexibility within the commission structure to discount the job by reducing one’s own commission?”

Contractor University Expert Response:

“We start with a small base salary, primarily a training wage for the first 90 days. After that, advisors transition to the standard model. The salary isn’t intended to be livable—it’s designed for onboarding and skill-building.

We also provide a cell phone and vehicle stipend or a set car allowance, depending on company policy.

When it comes to commissions, many contractors pay on the top line (total sale amount) because it’s simple. However, we pay on gross profit (GP)—it’s more accurate and better aligned with company goals.

Here’s how our structure works:

Trimester 1: 15% GP commission — when shoulder season is toughest and we need momentum.

Trimester 2: 12% GP commission — during peak pricing and favorable production conditions.

Trimester 3: 15% GP commission — to push past breakeven and finish the year strong.

If the team exceeds budget, we add a 20% GP bonus on all profit beyond target—rewarding real, merit-based performance.

Each bid includes a GP per day retail target (e.g., $4,500/day). This ensures pricing reflects actual overhead and avoids situations where a mispriced, multi-day job looks profitable on paper but loses money in reality.

Paying on gross profit requires accurate accounting and a solid performance-based pay system for install. Without those in place, a top-line percentage model can be simpler—but it often fails to protect company profitability.

For deeper insights, visit the Contractor University site—particularly Section 13: Human Resources, which covers best-practice sales compensation models.

Also, connect with your coaches. They’ll offer slightly different takes, but share valuable perspectives. Remember: there’s no single “right” plan—only the plan that best supports your company’s goals and operational capabilities.”

Contractor University members can click here to log in to their member dashboard and submit a question through the Ask the Expert portal.

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