The Compliance Network — Partner Ecosystem

Insparisk LLC

Parent Company • Existing Shareholders Protected

Vertical LLCs (Discipline Subsidiaries)

Elevator & Conveyance LLC

Charlie Slater
Cornerstone Prospect
Active

Fire Safety LLC

Sprinkler, Alarm, Suppression
Recruiting

Boiler & Pressure Vessel LLC

Inspection, Compliance
Recruiting

Gas Piping & Backflow LLC

LL152, Backflow Testing
Planned

HVAC & Mechanical LLC

HVAC, Refrigeration, Ventilation
Planned

Facade & Structural LLC

FISP, LL11, Structural
Planned

Electrical LLC

Inspections, Code Compliance
Planned

Energy & Benchmarking LLC

LL87, EBEWE, BERDO
Planned

Partner Ecosystem

Tier 1

Cornerstone Partners

Discipline leaders who anchor verticals. Industry veterans with deep expertise and credibility. One per vertical LLC.

10-25% Equity Consulting Fee 1-3% Override

Tier 2

Market Partners

Regional deal-flow specialists. Property managers, building consultants, and insurance brokers who source compliance work.

7.5-15% Commission 5% Residual Volume Bonus

Tier 3

Field Partners

Licensed professionals performing inspections and compliance work. The backbone of service delivery.

40-60% Per Job Quality Bonus Tier Progression

Tier 4

Network Ambassadors

Talent connectors who recruit Field Partners. Trade school instructors, union contacts, retired inspectors.

$500-$1,500 Placement 1-2% Override Tiered Bonuses

Standard Job — All Tiers Active

CAT5 Elevator Inspection • $2,500 Contract Value

Field Partner

50%

$1,250

Market Partner

12%

$300

Ambassador

1.5%

$37.50

Insparisk / LLC

36.5%

$912.50

Total: $2,500

Direct Pipeline — No Market Partner

Boiler Annual Inspection • $1,200 Contract Value

Field Partner

50%

$600

Ambassador

1.5%

$18

Insparisk / LLC

48.5%

$582

Total: $1,200

Premium Job — Elite Field Partner

FISP Facade Inspection (High-Rise) • $8,000 Contract Value

Field Partner (Elite)

60%

$4,800

Market Partner

12%

$960

Ambassador

1.5%

$120

Insparisk / LLC

26.5%

$2,120

Total: $8,000

Cornerstone Partner economics flow through their equity stake in the Vertical LLC. They benefit from the Insparisk/LLC retained portion across all jobs in their discipline.

Partners aren't locked into tiers. Performance and ambition create natural on-ramps upward — each tier feeds the one above it.

Ambassador

➔

Market Partner

Path: Talent recruiters who demonstrate sales ability transition to sourcing deals. They already know the people — now they bring the work.

Field Partner

➔

Market Partner

Path: Top performers who develop client relationships can add deal sourcing to their portfolio. They're already in the buildings — natural step to bring new work.

Market Partner

➔

Cornerstone Partner

Path: Exceptional Market Partners who build a discipline presence in their region may earn equity consideration in a Vertical LLC.

Field Partner (Elite)

➔

Cornerstone Partner

Path: Elite Field Partners with deep expertise and leadership qualities can be elevated to anchor a new vertical or co-lead an existing one.

Field Partner Internal Progression

ENTRY

Candidate

Base rate 40%

➔

5+ JOBS

Verified

45% (+5%)

➔

20+ JOBS, 90%+ QA

Certified

50% (+10%)

➔

50+ JOBS, 95%+ QA

Elite

55-60% (+15-20%)

Phase 1 — Q1 2026

Foundation: Cornerstone + Field

Close Charlie Slater as first Cornerstone Partner for Elevator & Conveyance LLC. Begin recruiting Field Partners in the elevator vertical. Stand up the Vertical LLC entity.

Finalize Charlie term sheet Form Elevator LLC Recruit 5-10 Field Partners Build partner onboarding in IO Launch Field Partner portal

Phase 2 — Q2-Q3 2026

Scale: Market Partners + Second Vertical

Launch the Market Partner program in 3 target metros (NYC, Chicago, Miami). Identify and close Cornerstone #2 (likely Fire Safety or Boiler & Pressure Vessel). Ramp Field Partner count to 25+.

Market Partner agreements Commission tracking system Close Cornerstone #2 25+ active Field Partners Pipeline integration for deals

Phase 3 — Q4 2026

Amplify: Ambassador Program

Launch the Network Ambassador program targeting trade schools, union halls, and industry associations. Build referral tracking and placement fee automation.

Ambassador program launch Trade school partnerships Referral tracking automation Placement fee payout system Ambassador tiering (Silver/Gold/Platinum)

Phase 4 — 2027

Nationwide: Replicate & Scale

Replicate the model across additional verticals (Gas Piping & Backflow, HVAC & Mechanical, Facade & Structural, Energy). Target 7 Vertical LLCs, 10+ Market Partners, 100+ Field Partners, 50+ Ambassadors.

5-7 Vertical LLCs active Multi-city Market Partners 100+ Field Partners Tier mobility promotions Partner self-service portal

Tier 1: Cornerstone Partners

Component	Structure	Details
Equity	10-25% of Vertical LLC	Vests over 3-4 years with 1-year cliff. Milestone-based tranches (revenue, members, states). Buyback at lower of FMV or 3x trailing distributions.
Consulting Fee	$5,000-$10,000/month	Months 1-6 during ramp period. Covers time building the vertical before revenue flows.
Override	1-3% on all vertical revenue	Revenue they don't directly source. Incentivizes building a team, not just doing the work themselves.
Distributions	Pro-rata share of LLC profits	Quarterly distributions based on ownership %. Tax pass-through (K-1).
Technology	Platform license (perpetual)	Propply AI, Pipeline, IO dashboard, compliance-local-intel — all tech for the vertical.

Tier 2: Market Partners

Component	Structure	Details
Commission	7.5-15% of gross margin	On all sourced work. Paid upon job completion and client payment.
Residual	5% on renewals	Recurring/renewal work from their accounts for 12 months trailing.
Volume Bonus	+1-3% quarterly	$50K = +1%, $100K = +2%, $250K = +3% on quarterly sourced revenue.
Territory	Metro or state region	Non-exclusive unless earned through volume thresholds.
Equity	None	No equity, no exclusivity. Pure performance-based compensation.

Tier 3: Field Partners

Component	Structure	Details
Per-Job Rate	40-60% of job revenue	Varies by service complexity and Field Partner tier level.
Volume Bonus	+3% rate bump	After completing 20+ jobs per quarter.
Quality Bonus	+2%	For maintaining 95%+ quality score across all completed jobs.
Tier Progression	Candidate → Elite	Candidate (40%) → Verified (45%) → Certified (50%) → Elite (55-60%).
Travel	Reimbursed	Jobs requiring >50 mile travel. Equipment costs also covered.

Tier 4: Network Ambassadors

Component	Structure	Details
Placement Fee	$500-$1,500 per recruit	Paid after recruit completes their 5th job. Scales with Ambassador tier.
Override	1-2% on recruit revenue	On the recruit's job revenue for 12 months from placement.
Silver Tier	5+ placements	$750/placement + 2% override.
Gold Tier	15+ placements	$1,000/placement + 2% override + quarterly bonus pool.
Platinum Tier	30+ placements	$1,500/placement + 2% override + quarterly bonus + annual retreat.
Retention Bonus	$250	If recruit stays active for 12+ months.

Enterprise Account Framework

When a Cornerstone Partner originates a large national client whose compliance needs span multiple verticals, the account is managed at the Insparisk parent level — not within any single vertical LLC.

Originator

Cornerstone Partner

e.g., Charlie Slater brings
National Property Management Co.

Originates Enterprise Client

Parent Company Level

Insparisk LLC

Enterprise Account Management
Cross-vertical coordination & billing

Routes Work to Verticals

Home Vertical

Elevator & Conveyance LLC

Charlie's cornerstone vertical

Cross-Vertical

Fire Safety LLC

Client needs fire inspections

Cross-Vertical

Boiler & Pressure Vessel LLC

Client needs boiler inspections

Enterprise Compensation Framework

3–5%

Origination Bonus

One-time bonus on total first-year contract value across all verticals. Paid at the parent level for bringing the enterprise relationship.

2–3%

Cross-Vertical Override

Ongoing percentage on revenue flowing into verticals where the originator does not hold equity. Paid monthly for the life of the account.

8–12%

Account Management Fee

Retained at the Insparisk parent level for enterprise coordination: single billing, SLA management, cross-vertical scheduling, and client relationship.

24 mo

Step-Down Schedule

Cross-vertical override runs at full rate for 24 months, then steps down to 1% ongoing. Origination bonus is one-time.

Worked Example

National Property Management Co. — $500K annual compliance spend across 3 verticals. Charlie (Elevator Cornerstone) originates the relationship.

Annual Revenue by Vertical

Elevator & Conveyance

$250,000

Fire Safety

$150,000

Boiler & PV

$100,000

Charlie's Compensation (Year 1)

Origination Bonus (4% × $500K)

$20,000

Elevator Equity (home vertical)

$25,000

Cross-Vertical Override (2.5% × $250K)

$6,250

Total Year 1 Earnings

$51,250

Insparisk Parent Retains

Account Management Fee (10% × $500K)

$50,000

* Elevator equity earnings shown at illustrative 10% profit share. Actual equity returns per cornerstone agreement. Cross-vertical override on Fire Safety ($150K) + Boiler ($100K) = $250K at 2.5%.

Key Principles

1

Parent-Level Ownership. Enterprise accounts live at Insparisk LLC, not inside any vertical. This prevents conflicts when work spans multiple disciplines.

2

Originator Gets Credit. The partner who brings the enterprise relationship earns origination + cross-vertical override regardless of which verticals execute the work.

3

Verticals Stay Independent. Each vertical LLC executes its portion of the work using its own Cornerstones, Markets, and Field Partners. The parent coordinates, not controls.

4

Step-Down Protects Margins. Cross-vertical overrides step down after 24 months to prevent long-term margin compression on verticals the originator didn't build.

5

Incentive Alignment. Cornerstones are financially motivated to bring the largest possible clients — including those needing services beyond their home vertical — because they earn on all the revenue they originate.