September 28, 2026

MOVE BEFORE OR AFTER Q4 COMMISSION? HOW TO THINK ABOUT TIMING

Every year, around this time, we hear the same sentence from recruiters: "I'd move, but I want to get my Q4 commission first."

It's a fair instinct. You've worked hard for those deals, and nobody wants to walk out the door a week before a big payout. But in our experience, "wait until after commission" is often a decision made by default rather than by working through the numbers. Here's how to think about it properly.

1. Start with your contract, not the calendar

Before you decide anything, find out exactly what you're owed and when. Commission schemes vary a lot, and the details matter more than the date:

When is commission actually paid? On invoice, on payment received, or at the end of a rolling period?
Do you need to be in employment on the payment date? Many schemes say yes, which is the single biggest reason people feel stuck.
What happens to deals that haven't cleared rebate periods? Some businesses pay out on placements you've made but that haven't hit the payment date. Others don't.
Is there any clawback? Understand what happens if a candidate leaves early.

If your contract isn't clear, ask HR or your manager. Just be mindful that asking questions can sometimes signal your intentions. If you're unsure, speak to us in confidence first.

2. Remember that your notice period does the timing for you

For a lot of recruiters, the question answers itself once you count backwards. If you're on a one, two or three month notice period, an offer accepted in November realistically means a start in January or February anyway.

That means "before or after Q4 commission" is often really "how long do I want to wait to start the process?" And the process itself takes time: conversations, interviews, offers, negotiation and resignation. Starting in October can still put you in a position to collect your Q4 payout and start your new role in the new year.

3. Don't confuse waiting with standing still

Waiting until after commission doesn't mean pausing everything. There's a lot you can do without committing to a move:

Have confidential conversations to understand what's out there
Work out what you actually want next (a bigger desk, a new sector, management, better structure)
Compare offer structures like-for-like, including base, commission, thresholds and progression

The market is also moving. UK permanent placements rose in August for the first time since September 2022, according to the latest KPMG and REC Report on Jobs. That doesn't mean everyone is hiring at speed, but it does mean there are more live conversations than there were 12 months ago. Knowing that is useful even if you don't move until January. FM Magazine

4. Factor in what a new employer can do

Some employers will help with the cost of leaving, and it's worth asking. Depending on the business and the role, that might look like:

A guaranteed first-quarter commission or draw to soften the gap
A sign-on payment to reflect what you're leaving behind
A start date that lets you collect what you're owed first

None of these are guaranteed, and they depend on the seniority of the role and the business. But you'll only know what's possible if you're in the conversation.

5. Watch out for the counteroffer

The run-up to year-end is when counteroffers appear. A manager who sees your resignation may suddenly find a bigger commission split, a promotion or a bonus that wasn't on the table last month.

It's flattering, and it can be the right call. But ask yourself: what changed? If the reason you were looking is still there after the counteroffer, the problem hasn't gone away.

6. Then decide what you're really optimising for

Waiting is usually right if:

Your commission is substantial, you're close to a payout, and your contract requires you to be in post to receive it
Your notice period is short, so you can move quickly in the new year without losing momentum
You're happy where you are, and you're simply keeping your options open

Moving sooner is usually worth considering if:

Your notice period is long and the calendar is already working against you
The payout is small compared with the longer-term upside of the role
You're being held back by uncertainty, restructures, or a manager or team you no longer believe in
You've found a role that's genuinely right, and good ones don't wait

The real cost of waiting isn't just a missed opportunity. It's another quarter in a role you've already mentally left.

Not sure which side of the line you're on?

That's exactly what we're here for. We'll help you map out your commission position, your notice period and the market, so you can make the decision with the full picture and no pressure.

Drop your CV or call us on 0207 993 3353 for a confidential conversation about the market.

Please check your own contract and, where needed, take independent advice on commission entitlements and notice terms.