The ListingMine 4–3–3 Model: The Boss’s Guide to Ending Agent Overload

The structural fix that makes high commissions finally sustainable.
ListingMine Academy | Agency Economics & ACN Design

Most agency owners raised payouts because they believed:
“Higher payout = better retention.”

So commissions climbed: 70% → 80% → 90% → even 100%.

But after all that… agents are still struggling.
Not because they’re lazy.
Not because they lack training.
Not because marketing is weak.
They are drowning in expectations.

A modern negotiator is somehow expected to be:

a Facebook Ads specialist
a financial advisor
a cold caller
a copywriter
a content creator
a compliance officer
a negotiator
AND a closer

This is not empowerment.
This is an overload disguised as freedom.

And the symptoms appear everywhere:

Agents burn out
Output becomes inconsistent
Leaders lose visibility
Margins collapse
High payout fails to produce high performance

The 4–3–3 Model solves this by replacing chaotic solo work with a specialised workflow, the simplest and most practical entry into ACN (Agent Cooperation Network) operations.

What Is the 4–3–3 Model?

A clean, three-role specialist structure:
40% → Lead Generator
30% → Caller / Qualifier
30% → Closer

Commonly used in:

project marketing teams
high-volume subsale units
recruitment funnels
scale-ready teams exiting “solo agent mode”

But every boss must answer one strategic question:

Where Should the 4–3–3 Split Come From?

There are two correct methods—each produces a completely different culture.

Method 1 — Split Inside the Agent’s Portion

(Protects margin + protects hierarchy)
Example:
Company takes 10%, agent receives 90%, and 4–3–3 happens inside the 90%.

Benefits:

company margin remains untouched
upline override system stays stable
long-term scalability
predictable culture and motivation

This is the most common structure for internal ACN teams.

Method 2 — Split From Total Commission

(Critical for external partners & vendors)
The 4–3–3 applies to the entire 100%.

Used when collaborating with:

media companies
calling centres
lead generation vendors
JV partners
developer-appointed contractors

These partners will never accept being paid from a shrinking agent portion —
so 4–3–3 must be applied “from the top.”

Before You Proceed: Understand the Role of the 20% Upline

Many bosses make the fatal mistake of saying:
“We can remove the upline portion.”

But structurally, the upline exists because somebody must be responsible for:

training the team
onboarding new negotiators
reviewing cases
guiding negotiations
performance accountability
cultural stability

In ACN logic:
Only the closer triggers the override, because the closer concludes the transaction inside the company and activates the leadership chain.
This is what keeps hierarchy intact when introducing specialists, vendors, or referral roles.

The 3 Cultural Variants of 4–3–3

Each produces a different organisational culture and collaboration philosophy.

1. Internal Co-Broke — “Build Careers Here.”

All roles (Lead, Caller, Closer) are internal team members.
They earn:
overrides
points
ranking entitlement
promotion pathways
ACN privileges
Internal 4–3–3 preserves the strongest long-term ACN culture.

Internal Distribution Logic (With Overrides)
Traditional structure:
70% agent
20% upline
10% company

Role	Agent Portion	Upline Portion
Lead	28%	8%
Caller	21%	6%
Closer	21%	6%
Total	70%	20%

This maintains:
the closer/upline relationship
clear career ladders
leadership motivation
ACN incentive flow

2. External Co-Broke — “Use Specialists Without Breaking Your Hierarchy.”

Lead/Caller can be external vendors or freelancers.
External roles:
are paid cleanly
receive no override
do not affect leadership ranking
Internal closer still triggers override, keeping the hierarchy intact.

Role	Agent Portion	Upline Portion
Lead (External)	28%	0%
Caller (External)	21%	0%
Closer (Internal)	21%	20%

This matches real Malaysian practice:
If the closing is internal, uplines must be rewarded.

3. Referral Method — “Reward Contribution Without Distorting Rank.”

Referral roles:
have no override
do not gain points
do not have leadership weight
Used for:
staff callers
junior agents
part-time introducers
admin helpers

Role	Agent Portion	Upline Portion
Lead (Referral)	28%	0%
Caller (Referral)	21%	0%
Closer (Internal)	21%	20%

This protects the purity of your leadership structure.

Important Reminder: 4–3–3 Is a Philosophy, Not a Doctrine

The numbers are not sacred.
Teams often run:

4–4–2
5–3–2
50–30–20
3–3–3–1 (common in project marketing)

Different markets require different weights:
subsale
rental
project marketing

What matters is the architecture, not the ratio.
As long as you maintain:
clear role boundaries
override integrity
predictable incentive flow
stable culture
…your ACN variant is valid.

If your team is inexperienced with multi-role ACN: Get advice.
A poorly designed ACN harms your organisation more than the “traditional split” you’re currently using.
You can also run a dual channel:
traditional split (safe path)
ACN team (innovation lab)

The 4–3–3 Combination Matrix

(Final, Override-Correct, 4-Column Version)

Model Structure	How the Money Moves	Override & Culture Impact	Best Use Cases
1. Method 1 × Internal Co-Broke	4–3–3 inside agent’s 90%. All roles are internal.	Strongest ACN culture. Leadership progression intact.	Subsale & project ACN teams. Growth-focused agencies.
2. Method 1 × External Co-Broke	External roles paid cleanly; no override. Internal closer triggers override.	Hierarchy protected while using external help.	Outsourced callers, media vendors, freelance qualifiers.
3. Method 1 × Referral Method	Referral roles paid from agent portion; no override.	Zero rank inflation. Very clean structure.	Staff callers, junior agents, introducers.
4. Method 2 × Internal Co-Broke	4–3–3 applied to total commission.	Maximum fairness; unified incentives.	Elite project teams; developer-linked units.
5. Method 2 × External Co-Broke	External roles take from total; closer triggers override.	Strong B2B partnerships without internal disruption.	Calling centres, media companies, JV alliances.
6. Method 2 × Referral Method	Referral paid from total; no override.	Cleanest organisational structure.	Staff bonuses, external introducers, campaign contributors.

Why 4–3–3 Works

(When Designed Properly)
It solves modern agency problems by:

eliminating agent overload
creating predictable specialist performance
making overrides fair & transparent
building leadership pipelines
protecting company margin
strengthening cooperation
enabling scale

It transforms your organisation from:
Solo Agents → Specialists
Random Output → Predictable Workflow
High-Payout Chaos → Structural Intelligence

Why ListingMine Is the Only ERP That Can Run All Six Models

ListingMine supports:
Method 1 & Method 2
Internal / External / Referral
All 4–3–3 variations
Override logic (Hybrid Rule C)
Upline redistribution
Team-specific structures
Subsale / Rental / Project differences

Setup Time: 10 minutes
Coding Required: 0
Customisation Fee: RM0
Malaysia’s most ACN-ready ERP is already built.