Pay is part of your brand. Clear, believable earnings make hiring smoother and build trust from day one. The wrong model can strain margins, create confusion about non-inspection work, and slow you down as the team scales. The right model is simple to run, fair to explain, and predictable for cash flow.

How to choose the right compensation model?
Start with classification and confirm whether your inspectors are contractors or employees. Set your non-negotiables next, like accurate time tracking, a policy for training and meetings, and a payroll setup that can grow. Shortlist the models that fit your stage and risk tolerance, then write a one-minute earnings story you can share in every interview. Price-test your choice against your affordability targets. Pilot it with a small group, document the rules on one page, and review on a regular cadence as volume and services change.