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Affiliate Manager Compensation

And How to Determine

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Affiliate Manager Needs

Thrive on challenges and need clear cut compensation deals that give potential bonuses, commissions and other incentives.

Easy to calculate and understand
Regular bonuses PLUS flash/one-time bonuses for momentum.
Combine monetary and non-monetary (messages, time-off, trips, airfare, house-cleaning, etc.

Clarity and transparency is a must
Make sure they can calculate themselves and have control over.
Warning: Do not replace stability of base - this is in addition.

Great tools to motivate:

Traffic Levers: Higher Commission/CPA/CPL for Volume, sales tiers as well as Contests and Bonus Money
Budget for Contests, Bonus Money, Testing & PrePays.
Reciprocals (Hypergrowth or Deep Partnerships)
VIP treatment for top affiliate partners
Fresh assets, hooks, entry points for funnel
Improve the Performance of Your Offer(s)

**We cover these topics in depth in both Traffic Tribe and Affiliate Accelerator throughout the year**

Culture to Thrive:

Celebrate Wins (Big and Small) - Doesn’t Necessarily need the spotlight but consistent reinforcement of value and contribution is great. A Public acknowledgement of achievements (especially when it’s not from management and fellow team members goes a long way.
Consistent Affiliate Feedback - adds additional acknowledgement and learning opportunities (NPS Survey)
Be clear on values - again they are representing you everyday to outside companies what are your non-negotiable values?
Needs to feel supported and heard
Nip negativity immediately and focus a culture of solutions and communication - not complaining - Affiliate Managers are representing your company to outside companies daily.
Set clear work ethic expectations

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Affiliate Manager Needs

Quarterly reviews for THEIR Financial Projections
Most sales people DO NOT know how much they actually make

Review these 3 numbers:

Have made $____ so far this year.

all-in including commission, bonuses and perks

On track to make $___ this year.
If goals are hit you will make $____ this year.

Great tools to motivate:

Traffic Levers: Higher Commission/CPA/CPL for Volume, sales tiers as well as Contests and Bonus Money
Budget for Contests, Bonus Money, Testing & PrePays.
Reciprocals (Hypergrowth or Deep Partnerships)
VIP treatment for top affiliate partners
Fresh assets, hooks, entry points for funnel
Improve the Performance of Your Offer(s)

**We cover these topics in depth in both Traffic Tribe and Affiliate Accelerator throughout the year**

Culture to Thrive:

Celebrate Wins (Big and Small) - Doesn’t Necessarily need the spotlight but consistent reinforcement of value and contribution is great. A Public acknowledgement of achievements (especially when it’s not from management and fellow team members goes a long way.
Consistent Affiliate Feedback - adds additional acknowledgement and learning opportunities (NPS Survey)
Be clear on values - again they are representing you everyday to outside companies what are your non-negotiable values?
Needs to feel supported and heard
Nip negativity immediately and focus a culture of solutions and communication - not complaining - Affiliate Managers are representing your company to outside companies daily.
Set clear work ethic expectations

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�

How Much To Pay? �

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In House

Type	Base	Benefits *	Commission	All In
Entry Level No relevant experience but has the soft skills	$55 - 70K		1-3%	$65 - $80K
Standard �W/ Relevant or some AM experience	$65 - 80K		1-3%	$70 - $90K
High Experience	$100- $120K		2-5%	**Tied to Revenue

*Sought After Benefits & Perks:

Medical, Dental, Vision, 401k, Paid Family Leave, Paid Time Off
Flexible Hours, Remote Work, 4 Day Work Week, Fitness Perks, Education Assistance

I am going to do what no one else has been publically willing to say...how much the actual going pay rate for affiliate managers are. My hope is that we all get on the same page as an industry with this transparency. Rates are ALL over the board, and not based on actual track record and experience except for community visibility.

In-House Affiliate Manager

Owner keeps control of the affiliate program
Dedicated person I can trust to do things my way
Available on my terms and hours

Commission Can Range:

Entry Level = Bonus for hitting goals ( level 1, 2, 3) & move to a standardized commission structure after performance is proven.

Standard = 1-10% of affiliate revenue

Superstar = 1-10% of affiliate revenue

** = This varies greatly depending on company and person but needs to be clear value tie to the revenue brought to the company

Reference for Benefits: https://www.peoplekeep.com/blog/the-most-important-benefits-to-employees

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Contractor

Type	Base	Retainer	Commission
Admin/Support	$15-25/hr	$1 - 3K/mo	Very Low
Sales Focus	Hard To Find	$3 - 7K/mo	3% - 10%

Admin Focused Affiliate Manager: replying to current affiliates, pulling reports, paying affiliates, sending assets out, etc. �
Sales Focused: Usually focused on bringing their relationships and traffic sources to the table, and a more established track record.

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AGENCY

Retainer	Percentage	Benefits *	Commission	Investment
$4-10K P/M	5-10% Average	NO		$48-120K PLUS 5-10% of Gross Sales

I am going to do what no one else has been publically willing to say...how much the actual going pay rate for affiliate managers are. My hope is that we all get on the same page as an industry with this transparency. Rates are ALL over the board, and not based on actual track record and experience except for community visibility.

In-House Affiliate Manager

Owner keeps control of the affiliate program
Dedicated person I can trust to do things my way
Available on my terms and hours

Commission Can Range:

Entry Level = Bonus for hitting goals ( level 1, 2, 3) & move to a standardized commission structure after performance is proven.

Standard = 1-10% of affiliate revenue

Superstar = 1-10% of affiliate revenue

** = This varies greatly depending on company and person but needs to be clear value tie to the revenue brought to the company

Reference for Benefits: https://www.peoplekeep.com/blog/the-most-important-benefits-to-employees

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Things to Consider

Two things can be true simultaneously…

You can get faster traction with someone with a large network and experience
And that the contractors who are well known can be vastly overpriced and often not worth the investment in the results they produce.

Many owners believe hiring the best known and most expensive affiliate manager will grow their program hands off.

It’s often not that simple. If you are serious about growing your business, in house affiliate manager is the best way LONG TERM.

We repeatedly see the biggest stars come in entry level or with some experience, but they have the soft skills and are ambitious to grow. Often these people are the best hires, because they are affordable and treat your business as their own.

They might require a little bit of time and money investment but they are often the most loyal, highest performing affiliate managers in the business. Make sure that if you have this person at your company, you are investing time and money into them.

Great tools to motivate:

Traffic Levers: Higher Commission/CPA/CPL for Volume, sales tiers as well as Contests and Bonus Money
Budget for Contests, Bonus Money, Testing & PrePays.
Reciprocals (Hypergrowth or Deep Partnerships)
VIP treatment for top affiliate partners
Fresh assets, hooks, entry points for funnel
Improve the Performance of Your Offer(s)

**We cover these topics in depth in both Traffic Tribe and Affiliate Accelerator throughout the year**

Culture to Thrive:

Celebrate Wins (Big and Small) - Doesn’t Necessarily need the spotlight but consistent reinforcement of value and contribution is great. A Public acknowledgement of achievements (especially when it’s not from management and fellow team members goes a long way.
Consistent Affiliate Feedback - adds additional acknowledgement and learning opportunities (NPS Survey)
Be clear on values - again they are representing you everyday to outside companies what are your non-negotiable values?
Needs to feel supported and heard
Nip negativity immediately and focus a culture of solutions and communication - not complaining - Affiliate Managers are representing your company to outside companies daily.
Set clear work ethic expectations