Building Bridges: Best Practices for Long-Term Partnerships in the ELEC Network

Engaging introduction

Great partnerships are built, not found. In recruitment, where speed, trust, and precision determine outcomes, long-term partnerships are the difference between one-off wins and repeatable success. Within the ELEC network, agencies across Europe and the Middle East collaborate to fill complex roles, manage cross-border projects, and deliver candidates that thrive long after placement. The best partnerships do more than share vacancies and CVs. They share standards, systems, market knowledge, and accountability.

This guide distills best practices for building and maintaining long-term, high-performing partnerships in the ELEC network. It covers foundation principles, governance, commercial models, compliance, cross-border delivery, data flows, conflict resolution, and growth tactics. You will find specific, actionable templates and checklists you can put to work today. We also include concrete market examples from Romania (Bucharest, Cluj-Napoca, Timisoara, Iasi) with typical salary ranges in EUR and RON and employer categories. Whether you operate a specialist boutique or a multi-country staffing group, you will leave with a playbook to raise quality, speed up time-to-hire, reduce risk, and grow together.

Why long-term partnerships matter in recruitment networks

Long-term partnerships create compounding advantages that transactional relationships simply cannot match.

• Predictability: Shared processes and standards reduce rework and candidate churn.
• Coverage: Access to complementary markets, languages, and sectors expands the pipeline.
• Speed: Established workflows and trusted points of contact reduce time-to-shortlist.
• Quality: A shared bar for candidate submissions and feedback loops improve fit over time.
• Risk control: Clarity on ownership, data protection, compliance, and warranties prevents disputes.
• Economics: Multi-year agreements support better pricing, co-investment in tools, and joint GTM.

In the ELEC network, the strongest agency pairings align on purpose, markets, and delivery DNA, then embed that alignment into measurable routines. The result is more filled roles, longer candidate tenure, higher client NPS, and stronger margins for both sides.

Foundation first: Fit, vision, and measurable objectives

Define the partnership purpose

Start by writing a one-page charter. It should be concise and explicit.

• Why are we partnering? Examples: expand into the GCC for healthcare, build a Romanian tech pipeline for DACH clients, or deliver high-volume construction staffing in Saudi Arabia.
• Who are our target clients and roles? Define sectors, job families, and seniority levels.
• What does success look like in 12 months? Examples: 60 placements, 35 percent interview rate on submissions, 82 percent retention at 6 months, 30-day time-to-fill for priority roles.
• What markets will each agency cover? Define ownership by geography, industry, and function.

Action tip: Make the charter a living document stored in your shared workspace. Review and refresh it every quarter.

Map complementary strengths

Use a simple matrix to compare capabilities:

• Sourcing strengths: languages, talent pools, candidate communities, referral engines.
• Delivery strengths: assessment, pre-screening, compliance checks, relocation support.
• Sector expertise: IT, engineering, healthcare, construction, logistics, retail, finance.
• Market access: enterprise accounts, public sector panels, niche SMEs.
• Tools and data: ATS, CRM, testing platforms, assessment libraries.

Prioritize the intersections where both sides can win now. If one partner leads in enterprise relationships and the other leads in technical screening, build a workflow that leverages both advantages.

Set SMART objectives and KPIs

Agree on 3 to 5 KPIs and define how you will measure them. Good examples:

• Time-to-present (TTP): from job order acceptance to first 3 qualified CVs. Target: 5 working days for mid-senior roles; 10 days for hard-to-fill.
• Submission-to-interview ratio: percent of submitted candidates invited to interview. Target: 35 to 50 percent depending on role complexity.
• Interview-to-offer ratio: percent of interviews that result in offers. Target: 15 to 25 percent.
• Offer acceptance rate: percent of offers accepted. Target: 85 to 95 percent.
• Retention at 6 and 12 months: percent of placed candidates still in role. Targets vary by sector; aim for 80 percent or higher.

Write these targets into your SLA and display them on a shared dashboard.

Governance that keeps everyone aligned

Appoint single points of contact and a steering group

• Partner Leads: One senior commercial lead per agency signs off on decisions, commercials, and escalations.
• Delivery Owners: One operational lead per agency who runs day-to-day workflows, SLAs, and reporting.
• Steering Group: Meets monthly or quarterly to review performance and approve improvements.

Define a RACI for core activities

Create a Responsibility Assignment (RACI) grid for:

• Job intake and qualification
• Sourcing and screening standards
• CV formatting and submission
• Client communication and interview scheduling
• Offer negotiation and reference checks
• Onboarding support and aftercare
• Invoicing, credit control, and warranty management

Store the RACI in your shared knowledge base. When turnover happens or projects scale, the RACI prevents confusion.

Escalation and dispute protocol

• Level 1: Delivery Owners discuss and resolve within 2 business days.
• Level 2: Partner Leads review with a written summary and decide within 5 business days.
• Level 3: Steering Group adjudicates and documents a precedent for future cases.

Document the process and response times. Most disputes vanish when timelines and decision makers are explicit.

Commercial models that sustain trust

Choose the right revenue-sharing model by use case

• Referral fee model: When one agency introduces a client and the other delivers. Typical split: 10 to 25 percent finder fee of first placement fee; or 20 to 40 percent of gross fee for the first 3 to 5 placements.
• Split placement model: Both agencies contribute materially to delivery. Common split: 50/50 of the fee; 60/40 when one side manages the client and negotiation.
• Tiered model: Higher share for the agency that wins and manages the account, with tiers based on annual volumes. Example: 60/40 up to 20 placements, 55/45 for 21 to 50, 50/50 above 50.
• Project or RPO model: Fixed monthly retainer plus success fees split by role type, or capacity-based pricing where each side is paid for defined delivery units.

Action tip: Pilot a model on 10 roles, review real economics, then lock the final structure for 12 months.

Payment terms that keep cash flowing

• Invoice triggers: At candidate start date; or 50 percent on offer acceptance and 50 percent at start.
• Payment timeline: 14 to 30 calendar days standard. Consider early payment discounts (for example, 2 percent 10, net 30).
• Replacement warranty: 60 to 120 days; define pro-rata refund schedule for early leavers.
• Currency and FX: Agree on transaction currency and who bears FX risk. Consider quarterly rate review if partners invoice in EUR for EMEA and AED/SAR for GCC.

Pricing specifics by region

• Europe: Fees 12 to 20 percent of annual gross salary for mid-level, 20 to 30 percent for senior/specialist. Executive search often 25 to 35 percent with staged retainers.
• Middle East: Contingent fees 12 to 18 percent typical; executive and niche technical can reach 20 to 25 percent. For high-volume blue-collar, per-head fixed fees are common.
• VAT and tax: Confirm whether VAT applies across borders. In the EU, reverse charge may apply B2B. In GCC, VAT varies by country (for example, UAE 5 percent). Document tax treatment on quotes and invoices.

Legal, compliance, and data protection

Agreements you need before the first CV is shared

• Mutual NDA: Confidentiality, permitted use of shared data, and survival clauses.
• Master Services Agreement (MSA): Commercial model, governing law, dispute resolution, liability caps, non-solicitation.
• Data Processing Agreement (DPA): Roles (controller/processor), lawful basis for processing, data subject rights, security measures, sub-processors, cross-border transfers.
• Partnership Addendum: Candidate ownership rules, submission format, service levels, warranties, and replacement terms.

Candidate ownership and anti-collision rules

• Ownership window: 6 to 12 months from first submission to the client. Refresh ownership when meaningful engagement occurs.
• Duplicate handling: First-in ownership applies if the profile meets the defined quality bar; otherwise, request resubmission with improvements.
• Anti-poaching: Neither partner solicits the other partner's employees or placed candidates for 12 months without written consent.

Regional compliance checkpoints

• GDPR in the EU: Lawful basis for processing candidate data (consent or legitimate interest), transparency notices, retention limits, and data minimization.
• Local labor rules: Verify licensing where required (for example, labor supply or manpower licenses in some GCC states). Use compliant contracts for temporary staffing.
• Cross-border placements: Confirm visa, sponsorship, and credential verification requirements. For healthcare and construction in the GCC, ensure primary source verification and attestation are planned early.

Workflow integration that scales

Align on intake and quality bar

Run a structured job intake call for every new role:

• Must-haves: top 5 technical and behavioral requirements.
• Nice-to-haves: priorities to revisit if the market is tight.
• Assessment plan: screening questions, tests, and interviewers.
• Compensation: salary band, benefits, bonuses, relocation, and flexibility.
• Timeline and stakeholders: who makes the decision and by when.

Define your quality bar explicitly. For example: Candidates must match at least 4 of 5 must-haves, be available within 60 days, and confirm salary alignment before submission.

Standardize submissions

Use a shared template that includes:

• Candidate summary (100 to 150 words)
• Skills matrix mapped to must-haves
• Experience timeline and notable achievements
• Compensation expectations and mobility
• Availability, notice period, and work authorization
• Reference status and portfolio links

Integrate systems thoughtfully

• ATS-to-ATS: Exchange via secure API or CSV with field mapping. At minimum align on candidate ID, ownership date, job ID, and key tags.
• Communication: Centralize on a shared Slack or Teams channel per project; archive decisions to your ATS.
• Reporting: Use a shared BI dashboard with real-time KPIs.

Action tip: Run a sandbox test with dummy roles and candidates to validate field mapping and data permissions before going live.

Communication cadence and transparency

Cadence that drives momentum

• Daily or twice-weekly huddles during ramp-up for priority roles (15 minutes).
• Weekly pipeline review with dashboards (30 to 45 minutes).
• Monthly performance review with actions and owners (60 minutes).
• Quarterly business review (QBR) with steering group to adjust targets, fees, and coverage.

Metrics that matter

• Pipeline velocity: new candidates sourced, screened, and submitted per week.
• Conversion ratios: submission-to-interview, interview-to-offer, offer-to-accept.
• Aging: roles open beyond SLA thresholds and root causes.
• Quality: manager feedback scoring, candidate NPS, early attrition.
• Commercials: fees invoiced, DSO (days sales outstanding), and warranty events.

Make the dashboard visible to both teams. When everyone sees the same data, decision quality and trust climb quickly.

Joint go-to-market and brand use

Co-branding guidelines

• Use a joint logo lockup or dual-brand footer on proposals and joint adverts.
• Align tone of voice, imagery, and claims. Avoid promising volumes or timelines you cannot achieve.
• Clarify who is the client-facing brand and who is the delivery partner for each account.

Joint proposals and case studies

• Build a 6-slide deck template: challenge, scope, team, process, success metrics, and case studies.
• Use anonymized case metrics where client names cannot be shared.
• Offer pilot sprints with clear entry and exit criteria.

Demand generation together

• Publish co-authored salary guides and market snapshots per quarter.
• Host webinars on compliance, relocation, or sector trends.
• Share a content calendar and repurpose posts across LinkedIn, newsletters, and local events.

Cross-border collaboration scenarios

Romania focus: pipeline examples and salary insights

Romania is a strategic talent market in the ELEC network, offering depth in technology, engineering, BPO/SSC, logistics, and healthcare. Below are indicative net monthly salary ranges in EUR and RON by city. Ranges vary by contract type (employment vs. B2B), benefits, and experience. Always validate live data at the role intake stage.

Bucharest

• Software Developer (mid-level, product or enterprise): 2,500 to 4,000 EUR (12,500 to 20,000 RON)
• Finance Analyst, SSC: 1,200 to 1,800 EUR (6,000 to 9,000 RON)
• Customer Support, English advanced: 800 to 1,200 EUR (4,000 to 6,000 RON)
• Construction Site Engineer: 1,300 to 2,200 EUR (6,500 to 11,000 RON)
• Registered Nurse, private clinics: 1,000 to 1,600 EUR (5,000 to 8,000 RON)

Typical employer categories: multinational shared service centers, global banks, large retail chains, private hospitals, construction and infrastructure contractors, and IT product and consulting firms.

Cluj-Napoca

• Software Engineer or QA Engineer (mid): 2,200 to 3,500 EUR (11,000 to 17,500 RON)
• Production or Process Engineer (manufacturing): 1,400 to 2,300 EUR (7,000 to 11,500 RON)
• Logistics Coordinator: 1,000 to 1,500 EUR (5,000 to 7,500 RON)

Typical employer categories: technology firms, engineering centers, advanced manufacturing plants, logistics hubs, and SSCs serving EMEA.

Timisoara

• Automotive Engineer (embedded, testing, or quality): 1,500 to 2,500 EUR (7,500 to 12,500 RON)
• Skilled Operator (CNC, SMT): 700 to 1,100 EUR (3,500 to 5,500 RON)
• HR Generalist: 900 to 1,400 EUR (4,500 to 7,000 RON)

Typical employer categories: automotive suppliers, electronics manufacturers, logistics and 3PL providers, and regional service centers.

Iasi

• .NET Developer (mid): 1,800 to 3,000 EUR (9,000 to 15,000 RON)
• Technical Support Specialist: 700 to 1,100 EUR (3,500 to 5,500 RON)
• QA Analyst: 1,500 to 2,400 EUR (7,500 to 12,000 RON)

Typical employer categories: software development centers, BPO/SSC operations, healthcare providers, and growing regional tech SMEs.

How to use these ranges in partnerships

• Intake reality check: Compare the client band with live candidate expectations. If there is a gap of more than 15 percent, adjust profile or package before sourcing.
• City-to-city tradeoffs: If Bucharest demand is overheated for a role, consider Cluj-Napoca or Iasi pipelines where competition may be lower.
• Hybrid and remote: Clarify onsite, hybrid, or remote early. Remote-friendly roles can widen the pool across cities and reduce compensation pressure.

Middle East collaboration patterns

Partnerships serving the GCC often involve split responsibilities:

• Client management and visa sponsorship by the GCC-based partner.
• Sourcing, pre-screening, and credentials verification by the European partner.
• Salary benchmarking and relocation counseling by both, with transparent total compensation breakdown.

Indicative monthly ranges (basic salary, excluding allowances; confirm current figures per country):

• UAE Registered Nurse: AED 7,000 to 12,000 (approx. 1,700 to 2,900 EUR)
• Saudi Arabia Civil Engineer (mid): SAR 10,000 to 18,000 (approx. 2,400 to 4,300 EUR)
• UAE Construction Foreman: AED 4,500 to 7,500 (approx. 1,100 to 1,800 EUR)

Structure your delivery with clear steps: document legalization, medicals, visa lead times, and onboarding checklists. Share timelines with candidates and clients to reduce anxiety and dropouts.

Technology stack and secure data sharing

Tooling that enables speed and compliance

• ATS/CRM: Align on a primary system of record. If systems differ, implement a light integration via API or secure file exchange.
• Collaboration: Teams or Slack for channels per client and role; Notion/Confluence for SOPs and templates.
• Assessment: Technical tests, language assessment, and behavioral screening aligned to client requirements.
• BI and dashboards: Power BI, Looker, or Data Studio dashboards pulling from ATS data.

Data security and access control

• Least privilege: Grant access by role and revoke promptly on team changes.
• Encryption: Encrypt data at rest and in transit. Use SFTP or secure cloud links.
• Retention: Define retention periods (for example, delete candidate data after 12 to 24 months of inactivity, unless consent to retain is renewed).
• Incident response: Document reporting lines and 72-hour notification commitments where GDPR applies.

Risk management and conflict resolution

Common friction points and how to preempt them

• Candidate duplication: Use a pre-submission registry where partner B checks candidate identity before sending to the client. If a duplicate occurs, award ownership based on the first quality submission that meets must-haves.
• Counteroffers and dropouts: Share risk early. Use a candidate commitment form confirming offer acceptance criteria and relocation details. Coach candidates on resignation timing.
• Ghost roles: If a client pauses a role, pause sourcing immediately and share status on the next huddle. Agree on whether to rebalance efforts to other roles or keep warm candidates engaged.

A simple dispute playbook

• Step 1: Fact pack. Each side documents timestamps, candidate communication, and client feedback.
• Step 2: Outcome options. Ownership to A, ownership to B, split fee, or withdrawal with lessons learned.
• Step 3: Decision and precedent. The Steering Group rules and records a precedent to avoid repeats.

Growing the partnership over time

Tiering, incentives, and investment

• Partner tiers: Bronze, Silver, Gold based on 6 and 12-month performance targets.
• Incentives: Better splits, marketing funds, or dedicated sourcers at higher tiers.
• Joint investments: Co-fund talent mapping, salary surveys, or recruitment marketing campaigns.

Capability building together

• Cross-training: Exchange playbooks, run mock interviews, and shadow each other on intake calls.
• Shared talent communities: Build and nurture a joint candidate community newsletter or events program.
• Innovation sprints: Quarterly 2-week sprints to test new sourcing channels or automations.

Practical, actionable advice and templates

10-point kickoff checklist

1. Sign NDA, MSA, and DPA. Store signed copies in your shared drive.
2. Draft a 1-page partnership charter with targets and coverage.
3. Assign Partner Leads and Delivery Owners. Share contact matrix.
4. Set up shared channels, folders, and dashboards. Test with dummy data.
5. Agree on the job intake template and quality bar.
6. Finalize submission template and CV format standards.
7. Set SLAs for response times, TTP, and feedback loops.
8. Define candidate ownership and duplicate handling rules.
9. Confirm commercials: fee table, split model, payment terms, warranty.
10. Schedule weekly pipeline calls and monthly steering reviews.

Example SLA snippet

Scope: Mid-level engineering and IT roles in Romania, UAE, and KSA.

• Intake response: 24 hours to schedule intake; 48 hours to complete.
• Time-to-present: 3 qualified candidates within 5 business days.
• Submission-to-interview: Target 40 percent; minimum acceptable 30 percent.
• Interview feedback: Client feedback within 3 business days; partners escalate after 5.
• Offer turnaround: Present within 48 hours of verbal acceptance.
• Warranty: 90 days; free replacement or pro-rata refund at 1/3 per 30 days.

Job intake form template

• Role title and level:
• Location and work mode (onsite/hybrid/remote):
• Must-have skills (top 5):
• Nice-to-have skills (top 3):
• Day-to-day responsibilities (5 bullets):
• Team structure and hiring manager:
• Compensation band (base, bonus, benefits):
• Visa/work authorization requirements:
• Interview steps and assessors:
• Start date target and urgency:
• Deal breakers and red flags:

Candidate submission template

• Candidate name and location:
• Summary (120 words):
• Skills matrix vs must-haves:
• Experience highlights (3 bullets):
• Education and certifications:
• Languages and proficiency:
• Current and expected compensation:
• Notice period and earliest start:
• Work authorization and mobility:
• References status:
• Portfolio/GitHub/LinkedIn links:

KPI tracker fields

• Role ID, job title, and priority tier
• Date of intake and SLA due date
• Candidates sourced, screened, submitted
• Interviews scheduled and completed
• Offers made, accepted, declined
• Start date and warranty end date
• Fee billed, paid date, DSO

Conflict resolution clause sample (for your MSA)

If a dispute arises relating to candidate ownership, the parties shall exchange documented evidence within 2 business days, seek resolution between Delivery Owners within 5 business days, and if unresolved, escalate to Partner Leads. The Steering Group shall provide a binding decision within 10 business days. Remedies may include fee allocation, replacement commitments, or case withdrawal. The decision shall be recorded as a precedent.

Case vignette: A 12-month partnership that scaled

Two ELEC network agencies partnered to deliver technology and engineering talent across Europe and the Middle East.

• Agency A: Romania-based specialist in tech and SSC recruitment with strong pipelines in Bucharest, Cluj-Napoca, Timisoara, and Iasi.
• Agency B: GCC-based engineering and healthcare recruiter with enterprise clients in the UAE and Saudi Arabia.

Quarter 1: Foundations and pilots

• Signed MSA, NDA, and DPA; set up shared ATS views and dashboards.
• Launched a pilot of 15 roles: 8 in Romania for a global SSC build, 7 in UAE for hospital nursing and biomedical engineering.
• Time-to-present averaged 6 days; submission-to-interview hit 38 percent.

Quarter 2: Process tuning and co-branding

• Introduced a standardized submission template and salary benchmarking sheet.
• Ran joint webinars on relocation and credential verification for healthcare candidates.
• Increased submission-to-interview to 44 percent; reduced no-shows by 30 percent after adding candidate commitment forms.

Quarter 3: Scale and diversification

• Expanded to 35 live roles, including automotive engineering in Timisoara and software development in Cluj-Napoca.
• Implemented a 60/40 commercial split favoring the client-owning partner, with a 5 percent marketing fund.
• Achieved 50 filled roles YTD, 84 percent 6-month retention, and 12 percent faster time-to-fill than the previous year.

Quarter 4: Consolidation and review

• Ran a QBR to refresh targets and negotiate volume discounts for the client.
• Built a co-branded case study and won a new RPO-lite project in Saudi Arabia.
• Year-end outcomes: 72 placements, 89 percent offer acceptance, DSO at 28 days, and two new enterprise logos added jointly.

Lesson: The partnership succeeded because governance, SLAs, and transparent data turned good intentions into predictable delivery.

Practical tips for success in Romania within the ELEC network

• Salary calibration: Use live data. For example, if a Bucharest software developer expects 3,200 EUR net (16,000 RON) and the band tops at 2,800 EUR, propose alternatives: hybrid in Cluj-Napoca at 2,900 to 3,100 EUR, or a senior QA role with faster progression.
• Employer branding: For SSC roles in Iasi and Cluj-Napoca, highlight training programs, flexible work, and language premiums. These often outweigh small salary gaps.
• Pipeline depth: Maintain ready-now shortlists per city for common roles: finance analysts, .NET developers, QA, and logistics coordinators.
• Candidate care: Provide plain-language offer summaries in both English and Romanian, including net salary estimates, benefits, and probation details.

Practical tips for GCC projects within the ELEC network

• Timelines: Share a step-by-step timeline covering document legalization, medicals, background checks, and visa lead times. Keep candidates informed weekly.
• Allowances: Present total compensation transparently, including housing, transport, overtime, and end-of-service benefits.
• Retention levers: Early onboarding calls between candidates and team leads reduce first-90-day attrition.
• Compliance: Centralize credential verification and track expiries for regulated roles.

Continuous improvement and feedback loops

Retrospectives that stick

Run monthly 45-minute retros.

• What went well: candidate quality improved after skills matrix adoption.
• What needs work: interview scheduling delays at client side; propose a shared calendar and BATNA dates.
• Action items: owner and due date, tracked to completion.

Experiments to run each quarter

• Outreach sequence A/B tests for hard-to-fill roles.
• Talent community events in Bucharest and Cluj-Napoca focused on career coaching.
• Referral program refresh with clear, fast rewards.

Conclusion: Build once, scale for years

Long-term partnerships in the ELEC network thrive on clarity, cadence, and shared accountability. When agencies align on purpose, codify workflows, track the right KPIs, and keep candidates at the center, the results are consistent: faster delivery, better fits, fewer disputes, and stronger margins. Start with a one-page charter, implement the templates in this guide, and commit to monthly improvements. The bridge you build now will carry hundreds of successful placements in the years ahead.

Call to action: If you are ready to formalize or scale your cross-border recruiting partnerships, contact ELEC for a partner discovery call. We will map your strengths, introduce best-fit agencies in Europe and the Middle East, and equip you with the full Partner Playbook, templates, and dashboard starter kit.

FAQ

1) How should we select a partner in the ELEC network?

Start with fit. Match sector focus, geography, and delivery strengths. Ask for 3 recent case examples, measure responsiveness during a trial, and speak with two references. Run a 30-day pilot with 10 to 15 roles, then review conversion metrics before committing.

2) What is a fair fee split for split placements?

A 50/50 split is common when both sides contribute equally. If one agency owns client relationships and negotiations, a 60/40 split is typical. Use a tiered model that moves toward 50/50 as volumes scale.

3) How do we prevent candidate duplication?

Maintain a pre-submission registry tied to job IDs. Partner B checks candidate identity and timestamp before sending to the client. If a duplicate happens, ownership goes to the first quality submission that meets must-haves. Capture the decision as a precedent.

4) Which KPIs matter most for long-term success?

Focus on time-to-present, submission-to-interview, interview-to-offer, offer acceptance rate, and 6/12-month retention. Add DSO and warranty events for commercial health. Publish targets in your SLA and put them on a shared dashboard.

5) How do we align on salaries across cities like Bucharest, Cluj-Napoca, Timisoara, and Iasi?

Agree on live bands per role and city at intake. For example, a mid-level developer in Bucharest may expect 2,500 to 4,000 EUR net, while in Iasi the same role could be 1,800 to 3,000 EUR. If client bands lag the market, reset expectations or broaden the search across cities and work modes.

6) What legal documents are essential before we start?

At a minimum: NDA, MSA, and DPA. Add a Partnership Addendum covering SLAs, candidate ownership, replacement terms, and dispute resolution. Confirm governing law and tax treatment for cross-border invoicing.

7) How do we scale from a pilot to a multi-year agreement?

Start with a 60 to 90-day pilot, review data, and fix bottlenecks. Introduce quarterly targets, tiered splits, and co-investments in tools or marketing. Move to a 12-month agreement with renewal options tied to performance.