referral-bonus-plan

name	referral-bonus-plan
description	Designs employee referral bonus programs with incentive tiers, eligibility rules, payout timelines, and tracking systems. Use when building a referral-based hiring pipeline.
allowed-tools	Read Write Glob
metadata	{"author":"matthewhitcham","version":"1.0"}

Referral Bonus Plan

When to Use This Skill

Use this skill when you need to:

• Create an employee referral bonus program from scratch
• Redesign an underperforming referral program
• Set referral incentive tiers for different role types
• Document referral program rules and payout processes

DO NOT use this skill for affiliate programs, customer referral programs, or general recruiting strategies. This is for internal employee referral hiring incentives only.

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Core Principle

A REFERRAL PROGRAM MUST BE SIMPLE ENOUGH TO EXPLAIN IN 30 SECONDS AND REWARDING ENOUGH THAT EMPLOYEES ACTIVELY PARTICIPATE — COMPLEXITY KILLS REFERRAL RATES.

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Phase 1: Brief

Required Inputs

Input	What to Ask	Default
Company size	"How many employees could refer candidates?"	5-30
Roles to fill	"What types of roles are you hiring for?"	General — all open roles
Budget per hire	"What can you afford per successful referral?"	$500-$1,000
Current hiring cost	"What do you typically spend to fill a role? (recruiter fees, job boards)"	$3,000-$5,000 per hire
Payout preference	"Cash, gift cards, extra PTO, or mix?"	Cash
Past referral experience	"Have you tried a referral program before? What happened?"	No prior program

GATE: Confirm brief before proceeding.

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Phase 2: Design

Program Structure

1. Incentive tiers — different bonus amounts by role difficulty
2. Eligibility rules — who can refer, who qualifies as a referral
3. Payout schedule — when bonuses are paid (split or lump sum)
4. Submission process — how employees submit referrals
5. Tracking and communication — how referrers stay informed of status

Tier Framework

Role Type	Suggested Bonus	Rationale
Entry-level	$250-$500	Easy to fill, shorter ramp
Mid-level	$500-$1,500	Moderate difficulty, specialized skills
Senior / Leadership	$1,500-$5,000	Hard to fill, high recruiter cost savings
Critical / Urgent	1.5x standard tier	Time-sensitive premium

Payout Schedule Options

• Option A: 100% paid after referral completes 90 days
• Option B: 50% at hire date, 50% after 90 days
• Option C: 100% at hire date (highest participation, higher risk)

GATE: Present the program design and wait for approval.

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Phase 3: Build

Deliverables

1. Program Policy Document

• Complete rules, tiers, eligibility, and payout terms
• Edge cases addressed (self-referrals, recruiter-sourced duplicates, rehires)
• Tax implications note (referral bonuses are taxable income)

2. Launch Announcement

• Email or Slack message introducing the program
• Clear explanation of how it works in 3 steps
• Current open roles highlighted

3. Referral Submission Form

• Referrer name, candidate name, contact info, role applied for
• Relationship to candidate
• Why they are recommending this person

4. Tracking Spreadsheet

• Referral log with status (submitted, interviewing, hired, paid)
• Payout dates and amounts
• Quarterly program performance metrics

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Phase 4: Polish

Program Health Metrics

Track these monthly:

• Referral submission rate (referrals per employee per quarter)
• Referral-to-hire conversion rate (target: 20-30%)
• Referral retention rate vs. other sources (at 6 and 12 months)
• Cost per referral hire vs. other channels
• Time to fill for referral hires vs. other sources

Quarterly Review Template

Evaluate and adjust the program each quarter based on participation rates and hiring outcomes.

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Example 1: Small Startup (10 employees, 3 open roles)

Structure: Flat $750 bonus for any successful referral. Paid 100% after 90 days. Announced via team Slack with a shared Google Form.

Example 2: Growing Company (40 employees, ongoing hiring)

Structure: Three tiers ($500 / $1,000 / $2,500). 50/50 split payout. Monthly "referral spotlight" in all-hands. Leaderboard with quarterly bonus for top referrer.

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Anti-Patterns

• Complicated rules — if the policy document is longer than 2 pages, simplify. Employees will not read it.
• Slow payouts — waiting 6 months to pay kills motivation. 90 days is the maximum acceptable wait.
• No communication after submission — referrers who never hear back stop referring. Update them at each stage.
• Same bonus for all roles — a $250 bonus for a VP hire insults the referrer. Tier by difficulty.
• Forgetting taxes — employees get surprised by tax withholding on bonuses. Mention it upfront.

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Recovery

• No budget for cash bonuses: Offer non-cash alternatives — extra PTO days, learning stipend top-up, team dinner, or public recognition.
• Low participation: Survey employees on why. Common blockers: unaware of open roles, process too complicated, bonus too low.
• Too many low-quality referrals: Add a brief "why are you recommending this person?" field to encourage thoughtful submissions.
• Duplicate referral claims: Establish a first-come-first-served rule with timestamp from the submission form. Document in policy.