Every recruiter knows the phrase “you eat what you kill.”
It’s the unofficial motto of traditional recruitment — you bring in the business, close the deal, and earn a commission on the fee.
It sounds simple enough.
But if you’ve ever worked in a recruitment agency, you know it’s rarely that straightforward.
The question we’re hearing more and more — from consultants, managers, and even directors — is:
Is there a better way to earn for the work I do?
Let’s break it down.
The Commission Model: The Old Standard
The commission model has been the backbone of recruitment for decades.
It’s familiar, predictable, and for many people, it’s how they learned the business.
You’re employed by an agency, paid a base salary, and then earn a percentage of the fees you bill once you hit certain thresholds.
How It Works
💬 You bill revenue for the agency.
💬 Once you exceed your base or target, you start earning commission (often in tiers).
💬 The more you bill, the higher your percentage — in theory.
Why It Works
To be fair, the model exists for good reasons.
Agencies have to pay for people, premises, and systems. They take the financial risk, manage cash flow, and provide structure.
And for new or developing recruiters, it can be a great training ground.
But There’s a Catch
Over time, the model tends to favour the agency more than the recruiter.
You might bring in £200,000 a year but only see a small fraction of that once overheads, management, and thresholds are taken into account.
You work hard, make placements, and hit targets — yet still feel capped.
That’s where fee-sharing comes in.
The Fee-Sharing Model: A Fairer Alternative
Fee-sharing turns the traditional setup on its head.
Instead of being an employee on a salary-plus-commission package, you operate as an independent recruiter — but with shared infrastructure, compliance, and brand support behind you.The idea is simple:
You do the work. You keep the majority of the fee.
How It Works
💬 You use the network’s systems, tools, and back-office support.
💬 The network (like Jiggle) handles invoicing, admin, compliance, and tech while you focus on recruitment.
💬 When a placement is made, the fee is split transparently — with you keeping the larger portion.
No thresholds.
No moving goalposts.
No “we’ll review your commission band next quarter.”
Just clarity.
Why Fee Sharing Appeals to Experienced Recruiters
Fee-sharing models attract recruiters who:
💬 Already know how to build and manage client relationships
💬 Don’t need heavy supervision or micromanagement
💬 Want to work flexibly around life commitments (parenting, caring, or wanting a break from the 8-to-6 grind)
💬 Are ready to earn fairly for the work they already do
The difference is simple.
In a network like Jiggle, you’re not funding directors’ bonuses, expensive office leases, or layers of management.
You’re paying for the tools and support that genuinely help you deliver.
And because you keep well over half of what you bill, your earning potential isn’t limited by anyone else’s structure.
So Which Model Is Right for You?
Let’s make it easy to compare.
| Feature | Traditional Commission | Fee-Sharing (e.g. Jiggle) |
| Employment | Employee (salary + commission) | Self-employed / Independent |
| Earning potential | Limited by tiers & thresholds | Direct link to your results |
| Support | Full internal structure | Shared systems, tech & back-office |
| Overheads | Funded by agency | Shared fairly with network |
| Flexibility | Fixed hours & office-based | Work your own way |
| Transparency | Often unclear | Fully transparent |
| Ownership | Agency owns clients | You own your clients & brand |
Both models have their place.
If you’re early in your career, the structure and safety of an agency can help you learn.
But if you’re experienced, self-motivated, and ready to take ownership, fee-sharing offers freedom and fairness that the old model simply cannot match.
Why Jiggle Believes in Fair Fee Sharing
We didn’t build Jiggle to criticise agencies — we built it because we saw talented recruiters outgrowing them.
Recruiters who loved the job but hated the politics.
Who wanted flexibility, not frustration.
Who knew they could do great work — if only the model worked for them.
Jiggle gives those recruiters a home:
💬 The support of a team without the pressure of targets
💬 The systems of an agency without the hierarchy
💬 The income of independence without the admin headache
It’s recruitment rebalanced — fairer, smarter, and more human.
The Future of Recruitment Is Fair
The world of work has changed.
Recruiters don’t need offices to succeed.
They need freedom, technology, and fairness.
That’s what fee sharing is all about — and why so many experienced recruiters are making the switch.
Because the future of recruitment isn’t about who shouts loudest.
It’s about who works smartest — and who keeps a fair share of the value they create.
👉 Discover how Jiggle’s fair fee model works — and how you could earn more with less hassle.
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