This compensation structure is designed to create a structured, rules-driven, margin-aligned sales system that rewards meaningful contribution while protecting the company’s ability to scale.

The goal is to ensure:

This structure prioritizes role contribution over title or negotiation.

Surge compensates contributors based on the role they perform in each deal — not their title. The system recognizes three functional roles in the sales process; see the Sales Activity Model for exact activity requirements to qualify for each commission tier in this outline.

Responsible for identifying and introducing an opportunity.

Typical responsibilities include:

Responsible for facilitating deal progression prior to closing.

Typical responsibilities include:

Responsible for finalizing and securing the transaction.

Typical responsibilities include:

All commissions are calculated within a defined Sales Commission Pool tied to project economics and contributor participation.

Scout generates the lead and passes to a Setter, who manages the process with a Closer.

Setter generates the lead and supports deal progression; Closer secures the deal.

Scout generates the lead and passes it to a Closer. The Closer both facilitates and closes.

Closer originates the opportunity and manages the deal through the platform.

Lead originates from Surge marketing or advertising efforts.

This reflects the company’s cost and effort associated with:

Example earnings depend on project size, structure, and role participation.

Example (commercial solar project):

Larger multi-conduit projects (solar + storage + EV) can produce significantly larger commission pools depending on project structure.

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Commission roles are earned through participation — not assigned by title. If a role’s responsibilities are not performed, its allocation is redistributed to the contributors who performed that work.

This ensures:

Surge rewards contributors who help grow the network with productive teammates, while avoiding long-term override structures that dilute deal economics. Recruitment bonuses apply only to a recruit’s first two closed deals to ensure incentives reward onboarding and activation — not passive long-term overrides.

Recruiters may receive a one-time recruitment bonus equal to 5% of Sales Pool on the first two deals closed by a recruited representative. The recruitment bonus is:

To ensure recruiting incentives reward productive team building, recruits must become active contributors. A recruit must achieve Active Status within their first 12 months.

Active Status Definition: Active Status = 1+ qualified, presented deal per quarter, over the first 12 months on the platform (4/year). If this condition is not met, recruitment bonuses do not apply.

Recruitment bonuses are only available to active contributors who have previously closed at least one deal on the platform.

To receive recruitment bonuses, the recruiter must:

This ensures recruiting incentives reward contributors, not passive participants.

This compensation model is designed to function as a predictable operating system, not a negotiable structure.

However, some opportunities involve collaboration structures that differ from the standard role allocations. In those situations, a custom commission split may be approved.

When a custom split is requested:

• allocations must remain within the Sales Pool cap
• the company share may not be reduced
• all commission-earning contributors must sign a Deal Commission Allocation Agreement for that specific opportunity

Surge will issue this agreement automatically on a per-deal basis once a custom split is approved.

All commission allocations must be reviewed and approved by the DOS and CEO prior to execution.

This model prioritizes: