Approach
Six commercial structures.
One aligned partnership.
The structure doesn't have to be one-size-fits-all. We start from the constraint — sales, labor, capital or operations — and shape the commercial model around it.
Ways to work together
Sales Representation / Revenue Share
A percentage-of-sales model. We source and help close business and are paid only when revenue is won. Performance-based with no fixed overhead — often the easiest first structure for both sides.
Best for · Design firms, commissioning firms, smaller contractors, and first-stage partnership testing.
Staffing Agency / Talent Supply
We source, screen and help place junior engineers, estimators, project coordinators and technicians. Compensation structured as direct-hire fees, contract markups or retained recruiting.
Best for · Firms struggling to build bench strength, especially those willing to train college graduates.
Sales + Staffing Hybrid
Combined model where we drive business development and simultaneously act as a staffing arm to fulfill the work won — so growth and delivery capacity scale together.
Best for · Firms that want growth but are constrained by recruiting and throughput.
Strategic Growth Retainer + Success Fee
A lighter advisory and execution model. Monthly retainer covers pipeline building, outreach and partnership development; success fee kicks in on revenue won.
Best for · Companies that want more structure than pure commission but aren't ready for equity discussions.
Minority Investment / Strategic Capital
We invest into the operating company in exchange for a minority stake, combined with active support in sales, staffing and growth execution. Works best once strategic fit and trust are clear.
Best for · Firms with strong technical operations that need capital, recruiting help and commercial scale.
Option-to-Invest / Phase-Gated
Relationship begins as sales representation or staffing support, with an agreed path to broader profit-sharing or minority investment if targets are met. Reduces risk on both sides.
Best for · Early conversations where both sides want to test fit before committing long-term.
Ranges reflect common market practice for services businesses and vary with deal complexity, margin profile and how much of the sales or recruiting process the partnership owns end-to-end.
At a glance
Suggested commercial structures.
| Structure | How it works | Best use case |
|---|---|---|
| Revenue share | Paid as a percentage of revenue sourced and closed | Early-stage partnership, low-friction entry |
| Staffing markup | Paid on placed talent or hourly bill-rate spread | Building junior delivery bench |
| Retainer + success fee | Monthly fee plus performance upside | Formalized business development support |
| Project profit share | Share project-level economics on referred or jointly delivered work | Design-build or targeted delivery collaborations |
| Minority investment | Capital plus active growth support in exchange for equity | Deeper strategic partnership |
| Option-to-invest | Start commercial, convert later if milestones are hit | Trust-building path toward equity |
What success looks like
Three outcomes we hold ourselves to.
The objective isn't to force a single structure. It's to find the right fit between a technically strong operator and a growth-oriented partner who can add business development, staffing and — where it makes sense — capital.
Start a conversation →More revenue
Through better business development and local market penetration in Northern Virginia and the Mid-Atlantic.
More delivery capacity
Through a reliable staffing pipeline of trainable junior technical talent.
Stronger strategic alignment
That may justify deeper economic partnership — profit share or minority equity — over time.