Brix | How the Brix Channel Partner program works

Why Channel Partners love referring Brix

Companies expanding globally rarely lack opportunities — they lack the human-resources infrastructure to actually land them. The teams in your network keep hitting the same walls:

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They want to hire fast in the US, China, Canada, Singapore, or Europe — but have no local entity yet.
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They've already found a candidate, but don't know how to compliantly sign, run payroll, file taxes, or provide insurance.
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Teams need short-term project staff, tech outsourcing, contractors, or cross-border teams — faster than internal HR & Legal can support.
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Overseas hiring is slow, candidates are hard to find, and costs are opaque — traditional headhunters can't match the growth pace.

Brix's value is collapsing all of it into one deliverable: Recruiting, Staffing, EOR, Payroll, Compliance, and HR Operations — delivered as one. Brix manages payroll, compliance, taxes, and benefits, and an EOR model removes the time and compliance burden of standing up an overseas entity.

Recruiting → Staffing → EOR → Payroll → Compliance → HR Operations

Who you can refer

The best referrals are companies that need to hire across borders but don't have the entity, payroll, or HR infrastructure to do it. Five client profiles fit the program especially well.

01
Companies going global
Chinese companies entering the US, Canada, Europe, Singapore, or Japan that need to build a local team fast — but have no legal entity or HR setup in-market.
Market entryNo entityEOR
02
US tech companies hiring globally
US AI, SaaS, Robotics, Data, and Marketplace companies that want to hire engineering and operations talent in China, Asia, or worldwide — to cut cost and ship faster.
AI / SaaSRemote talentStaffing
03
Has a candidate, can't employ them
The client already found someone, but can't sign, can't run payroll, and isn't sure about local labor law — they need compliant onboarding through EOR.
CompliancePayrollEOR
04
Needs flexible workforce
Project-based, short-term, contractor, temporary, or trial-to-hire team needs — without adding formal headcount on day one.
ContractorProject-basedTrial-to-hire
05
Scaling a cross-border team
Planning to grow from a 1–5 person pilot to a 10–50 person team — and needs a combined Staffing + EOR + Payroll + HR Ops solution.
Scale-upStaffing + EORHR Ops

Partner benefits & earning mechanism

You focus on introductions, relationships, and spotting opportunities. Brix handles the entire delivery. Here's what you get.

Clear referral rewards
Every successful Qualified Referral earns a fixed reward, sized by the client's EOR active-employee count or successful Staffing placements.
EOR and Staffing both count
Scope covers EOR (cross-border compliant employment, global payroll, local compliance) and Staffing (contract staffing and outsourced workforce — Brix runs sourcing, matching, and candidate delivery).
Tiered rewards — bigger client, bigger payout
EOR is measured by the high-water mark of active, paid-for employees in the first three months after signing. Staffing is measured by successful 90-day placements.
Cumulative Tier-Up Bonus
Hit referral milestones and unlock a Tier-Up Bonus, paid alongside the Base Reward of the milestone deal. Milestone bonuses are cumulative.
Custom rewards at Strategic Tier
For strategic clients (EOR 100+ employees or Staffing 20+ placements), negotiate a deal-specific addendum with Brix to match the commercial value of a major account.
Transparent settlement & Statement of Earnings
Every payment comes with a written breakdown: referral name, tier, base reward, tier-up bonus, Gross Profit Cap calculation, withholding, set-off, clawback adjustment, and final payable amount.
Non-exclusive, built for long-term channels
The agreement is non-exclusive — keep normal business relationships with multiple clients. Brix handles delivery; you focus on intros, relationships, and opportunity discovery.

Reward tiers

The same five tiers apply to both services — measured by EOR active employees or by successful Staffing 90-day placements. Base Reward is paid per Qualified Referral.

Tier	EOR active employees	Staffing 90-day placements	Base reward
Small	3–5	1	$1,200
Medium	6–10	2–3	$3,000
Large	11–29	4–7	$6,000
Enterprise	30–99	8–19	$15,000
Strategic	100+	20+	Custom

Beyond the base reward, four mechanics shape how Partners actually earn — how payouts stack, flex for strategic accounts, settle transparently, and stay non-exclusive.

Cumulative referrals & Tier-Up Bonus
The Tier-Up Bonus is paid alongside the Base Reward of the deal that hits the milestone, and milestone bonuses are cumulative.
Strategic Tier — negotiate custom rewards
For strategic clients (EOR 100+ employees or Staffing 20+ placements), Partners can agree a deal-specific addendum with Brix in advance — a more flexible way to match the commercial value of a major account.
Transparent settlement & Statement of Earnings
With every payment, Brix provides a written earnings breakdown — including referral name, tier, base reward, tier-up bonus, Gross Profit Cap calculation, withholding, set-off, clawback adjustment, and the final payable amount.
Non-exclusive — built for long-term channel monetization
The agreement is non-exclusive: Partners keep normal business relationships with multiple clients. Brix handles delivery, while Partners focus on client introductions, relationship-building, and discovering business opportunities.

✦Exact tier thresholds, Gross Profit Caps, and Tier-Up Bonus amounts are defined in your partner agreement. The bands above are the program reference and may be tailored for strategic accounts.

Partner FAQ

The questions partners ask most, answered plainly.

Q1Do I have to be involved in delivery afterward?

No. Your core role is introducing qualified prospective clients. Brix's internal team handles final commercial negotiation, contract execution, candidate sourcing / screening / matching, client onboarding, account management, payroll, and compliance operations.

Q2What if the client is already in Brix's pipeline?

You'll need a deal registration first. If the client is already in Brix's active sales pipeline, Brix may decline the registration. Register clients as early as possible — before you introduce them — to avoid attribution disputes.

Q3Does EOR pass-through payroll count toward my reward base?

No. The agreement's Gross Profit Cap explicitly excludes pass-through amounts such as salaries, taxes, social security, and benefits. The EOR reward cap is based on Brix's actual net service revenue; the Staffing reward cap is based on Brix's net service margin / markup.

Q4When do I get paid?

Once the EOR or Staffing trigger conditions are met and Brix has actually received the client's fees — after applicable caps, tax withholding, set-off, or clawback — payment is typically made within 30 business days.

Q5What currencies can I be paid in?

Rewards are calculated in USD, and can be paid in USD, EUR, GBP, RMB, or another major currency by written agreement between both parties.

Q6Can I use a sub-agent to refer for me?

By default, no. The agreement prohibits using sub-agents, sub-brokers, or downstream intermediaries without Brix's written consent — to avoid multi-layer intermediation, attribution disputes, anti-bribery risk, and confidentiality risk.

How the partner program works.