Performance Pay controls how a technician's commission is calculated when nothing more specific is set on the service item itself. Rates are checked in a strict order, and the first one that applies wins.
How TeamBuyIn decides a tech's rate
Service item rate. If the service item on the job is in your service list and has a commission rate set, that rate is used. Nothing below this step is checked.
Per-tech rate or tier. If the item isn't in your service list, TeamBuyIn checks whether this specific technician has a per-tech rate or tier set. If they do, it applies.
Organization default. If the tech has no per-tech rate, TeamBuyIn falls back to your org-wide Single Rate or Rate Tiers.
A per-tech rate never overrides a service item's rate. It only fills in when the item has no rate of its own.
Step 1: Set per-tech rates
Performance Pay > Per-tech rates > Edit
Each tech's rate is set with one of three options:
Inherit — Service rate first, then the organization default. This is the setting to leave in place if you don't want to configure anything custom for this tech.
Own flat rate — Fixed, Top Line, or Bottom Line, the same three payout types available on service items and on the organization default.
Revenue tiers — Rate is based on this tech's net revenue after discounts, measured over a period you choose: Per job, Per week, Per month, This quarter, Last 30 days, Last 90 days, or Custom.
Flat and tiered rules are saved independently, so switching between them doesn't erase the other.
Go to the Performance Pay tab and find Per-tech rates.
Find the tech in the list and click Edit.
Choose Inherit, Own flat rate, or Revenue tiers.
If you chose Revenue tiers, click Add tier to set your thresholds and the rate for each.
Save.
How Revenue tiers pay out
The payout depends on what's selected under Measured over:
Per job — Each job stands alone. Whatever tier that single job's net revenue clears sets the rate for that entire job. Example: tiers of $0–$1,000 at 5% and $1,000+ at 10%. A $1,200 job clears the second tier, so it pays 10% on the full $1,200, not a blended rate.
A time period (Per week, Per month, This quarter, Last 30/90 days, Custom) — Revenue accumulates across every job in that period. The rate increases going forward once a threshold is crossed, and only the dollars earned after crossing get the new rate. Example: tiers of $0–$10,000 at 8% and $10,000+ at 10%. A tech who does $15,000 in the period earns 8% on the first $10,000 and 10% on the remaining $5,000, not 10% on the full $15,000.
Step 2: Set your organization default rate
Performance Pay > Organization default rate
"What everyone earns, unless that tech or that service has its own rate."
This is the fallback for any tech who doesn't have a per-tech rate or tier set, and any job whose service item isn't in your service list. There are two options, no Inherit setting here since this is the last fallback in the chain.
Single rate
Set one Rate, then choose a Payout type:
Fixed — A set dollar amount for each line item, whatever that item is worth. Example: at $75, a $1,200 job with 3 line items pays $225 ($75 × 3).
Top Line — A share of net revenue, after discounts and before any costs. Example: at 10%, a $1,200 job pays $120.
Bottom Line — A share of profit, after parts and other job costs come out. Example: at 10%, a $1,200 job carrying $800 of costs pays $40.
Rate tiers
Same "Measured over" dropdown and "Add tier" flow as per-tech Revenue tiers above, and the same Per job (cliff) vs. time period (progressive) payout logic applies.
Find Single rate or Rate tiers on the Performance Pay tab.
Choose one and configure it.
Save.
Step 3: Set service-specific rates (takes priority over everything above)
If you want a particular service to pay differently than a tech's default, or you're running techs entirely on per-service pay, set that under Services. This is checked first, before any per-tech or org setting.
TeamBuyIn Tip: Set your services to commissionable or non-commissionable to improve automation.