Every trade has its own job structures, incentive problems, and crew dynamics. Protiv is built around all of them.
When everyone gets the same flat rate, your best people eventually leave for the competitor who pays based on output. Performance Pay ties wages to actual production — jobs completed, routes finished, quality held.
[Customer testimonial — quote from a landscaping operator about how Performance Pay changed crew retention or weekly production. To be added.]
Painting crews already understand production-based pricing — clients pay more per square foot for cathedral ceilings than flat walls. Extend that logic to your pay structure and watch crews stop padding hours on easy jobs.
[Customer testimonial — painting operator on switching from hourly to per-square-foot pay structure. To be added.]
An HVAC tech who clears 9 service calls in a day isn't doing the same work as someone on a three-day commercial install. Flat hourly wages erase that difference. Protiv surfaces it — and pays for it.
[Customer testimonial — HVAC operator on how separating service vs. install pay changed tech behavior. To be added.]
Electrical work spans rough-in framing to panel upgrades to service calls — each requiring a different skill level and carrying a different cost if done wrong. Flat wages ignore all of that. Protiv doesn't.
[Customer testimonial — electrical contractor on how journeyman/apprentice tier rates improved retention or output. To be added.]
Most plumbing companies run service calls, remodels, and new construction simultaneously — each with completely different ticket sizes, timelines, and skill demands. One flat hourly rate makes no sense. Protiv gives each division its own structure without any of the admin overhead.
[Customer testimonial — plumbing operator on running service, remodel, and new construction with separate pay structures. To be added.]
Custom builds, remodels, and production homes don't follow the same playbook — different timelines, different crews, different cost structures. Protiv runs them in parallel without a shared spreadsheet, without rebuilding anything between divisions.
[Customer testimonial — builder/general contractor on how milestone-based pay across multi-phase jobs changed crew accountability. To be added.]
Concrete, roofing, masonry, fencing, fabrication, glass — the trades change but the structure doesn't. Protiv's job-level cost model isn't tied to any one trade. If your work is measurable, we can structure pay around it.
[Customer testimonial — operator from a trade not listed above (concrete, roofing, masonry, fencing, etc.) on how Protiv was configured to fit their work. To be added.]
The industry changes. The pain doesn't. Protiv addresses all three at once.
Your top performers know they're producing more than the person next to them earning the same wage. Eventually they stop, or they leave. Performance Pay ends the standoff.
Owners guess at who's performing and who isn't. By the time bad patterns show up on the P&L, weeks of margin have already walked out the door. Protiv shows you in real time.
Building a production pay system in a spreadsheet means someone's spending 4 hours every Friday reconciling numbers no one fully trusts. Protiv runs the math automatically.
A 30-minute demo is enough to know if Protiv fits. We'll walk through your job types, show you how rates would be structured, and answer the hard questions upfront.