ServiceCo Pty Ltd is the legal entity through which our team operates. It is contracted by each of the business products (called OpCos) to deliver the work that makes those products function — development, operations, content, strategy, and whatever the work demands.
In exchange, ServiceCo receives a share of each OpCo’s monthly profit. That money is then distributed directly to team members. There are no gatekeepers, no discretionary bonuses, no waiting for someone to decide you deserve a raise. The model is transparent, mathematical, and the same for everyone.
paid monthly
to members
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Each OpCo is a separate legal entity built around a specific product or market. OpCos generate revenue from users, advertisers, or clients. These are pre-revenue, unverified SaaS products from brand new businesses started by someone with no track record.
OpCos contract ServiceCo to deliver the operational work needed to run and grow them. The service fee they pay is calculated as a percentage of their net monthly profit — so as the product succeeds, so do we.
OpCo staff (if any) are employed directly by the OpCo. Team members in ServiceCo are not OpCo employees — they serve the OpCo through the service agreement.
ServiceCo is where our team lives. It holds our contracts, pays our distributions, and carries our shared operational identity.
ServiceCo’s only income is the service fees paid by OpCos. It has no other revenue, no external investors, and no shareholders to answer to beyond the structure. What comes in, goes out — 90% to us, 10% to the reserve.
Team members may be employed by or contracted to ServiceCo depending on the arrangement agreed at the time of joining. Either way, all members participate in the same profit share model equally.
ServiceCo does not offer a fixed monthly salary, annual increments, or performance reviews. There is no HR department, no leave policy enforced by management, no timesheets.
What you get instead is a direct and transparent share of what the business actually earns — which, at scale, is significantly more valuable than any salary structure could offer.
Unless the team agrees on an exception(s) to this norm: ServiceCo does not sell our time to outside clients. We serve the OpCos exclusively and team members are welcome to submit their own OpCos for addition to the pool. We are not available for hire by third parties (unless by exception), and our focus is entirely on building the products within our own group.
This means our success is fully aligned with the success of the products we build. There is no client dependency, no pitching for new business, no billing by the hour.
Either we incorporate as partners with equal ownership or we keep it contractual, but either way the earning structure would be the same. If contractual then team members do not receive shares, options, or ownership in ServiceCo. Participation would then be entirely through the profit share agreement.
ServiceCo would have a single director. Strategic decisions about which products to build, which OpCos to service, and how the business grows are not made by committee.
Team members contribute their expertise as best they can. The overall direction of the group is set and owned by the founder. This clarity is intentional — and it is what makes fast, decisive product development possible.
Distributions are calculated and paid monthly, based on the combined net operating profit of all OpCos serviced by ServiceCo in that calendar month. The calculation is made after operating expenses are confirmed and before corporate income tax.
The exact payment date will be defined in your agreement and will follow ServiceCo’s monthly accounting close — typically within the first two weeks of the following month.
In months where OpCo revenue is low, your distribution will be lower. This is the fundamental nature of a revenue-linked model — it moves with the business.
This is why the early phase of building matters. The team joining now is doing so before the revenue is established. The upside is that you participate from the first rand of profit, not from when someone decides you’ve earned a raise.
There is no guaranteed minimum payment below the threshold levels. If a month produces no profit, there is no distribution that month. The 10% ServiceCo reserve exists partly to manage operational continuity during variable periods.
Yes, and it will be encouraged. The nature of this scenario is that more early members will result in a better and faster start. The team size (N) is set at the signing of the Profit Participation Agreement but can be amended in writing. Adding a new member requires a formal written amendment signed by all existing members and the director.
When a new member joins, the profit pool is divided by the new N from the amendment date forward. Existing members’ shares reduce proportionally — which is why the addition of members is a formal decision, not a unilateral one. The threshold triggers also recalculate based on the new N.
Maximum team size is 8 members. This limit exists to protect the company and the economic value of membership for existing team members as revenue scales.
If a team member exits, their participation ends on the date defined in their agreement or the date of formal notice, whichever applies. Their final distribution covers the period up to and including their exit date, calculated on a pro-rata basis for that month.
The profit pool is then divided by the remaining N from the following month. Remaining members benefit proportionally from the departure.
All IP assignment and confidentiality obligations survive the exit permanently. A departing member retains no claim on future earnings, IP, or any assets of ServiceCo or any OpCo.
Upgrades happen automatically in the first month that the trigger condition is met. No approval or notification is required — the formula determines the threshold, and payments step up immediately.
Downgrades are more conservative. Threshold 1 reverts to Pre-T1 after 1 consecutive month below the trigger. Thresholds 2 and 3 require 3 consecutive months below their respective triggers before reverting to the prior tier. This protects team members from a single volatile month causing an immediate income reduction.
All threshold calculations and distributions are reported monthly in plain language so every team member can verify the figures independently.
The list of OpCos included in the combined profit calculation is set in the Profit Participation Agreement at signing. Only the OpCos named in that agreement contribute to the pool.
If a new OpCo is later contracted to ServiceCo, it is added to the scope by written amendment — at which point its profit joins the combined calculation and all members benefit from the expanded base.
This also means that businesses under HoldCo which are not contracted to ServiceCo do not contribute to the pool. Only the products we actively service are included.
Participation requires signing three documents: a Service or Employment Agreement (defining your role and working relationship with ServiceCo), an IP Assignment Clause (assigning all work product to the business), and the Profit Participation Agreement (documenting the distribution model, thresholds, and your entitlements).
These are legal documents and you are encouraged to have them reviewed independently before signing. The model is designed to be fair, but you should understand what you are agreeing to.
Beyond signing, your participation is simple: do the work, and receive your share of what the work produces.
There are no fixed roles or specific vacancies within the companyYou are part of a highly motivated group with access to several OpCos with high earning potential. To benefit from these opportunities we need to work together to figure out a plan on how best to use the products and run our business, and then to implement that plan. Experts and dedicated staff members will be hired by the OpCos. After the initial phase our work will be largely strategic.