To seek out insight from the front line, we polled a few recruiters to hear about the challenges they find in structuring consultants’ pay package to achieve top NFI.

Joshua Sprigg, CEO and founder of nursing recruitment specialist Enferm Medical, told Recruiter: “At Enferm, we turned traditional incentive models on their head; our profit-sharing scheme isn’t just for consultants, but for every employee. This approach has driven above-average revenue per head, prioritising innovation over headcount and leading to higher profits and broader wealth distribution.”

Sprigg said that the company was built to be lean, fast and disruptive, and not just relying on one person to achieve success. “Traditional commission models attract a certain type,” he explained, “but Enferm was designed to reflect a different mindset; one of ownership, ambition and collective impact. That’s why we’ve built a business that rewards innovation, not just sales.”

Sam Ford, recruitment director at talent specialist Ford & Stanley, said: “Ford & Stanley Talent Services Group don’t employ people whose sole motivation is commission – someone is always going to pay more to try and disrupt our team.

“Our billers achieve maximum NFI by personal development, personal coaching, desire to do well and belief in the business mission to do the job properly.” He added that the firm’s people earn well for doing a great job: “We do well because the good people stay with the business.”

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• See Recruiter’s HOT 100 2024, analysed by Gambit Corporate Finance, from p23, and The Last Word by Sid Barnes on p42.

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