There is a 90-day window between now and the end of June where producer-comp restructures are materially cheaper than they will be after Q3 begins. Three things converge in late June. The mid-year carrier contingent forecasts post, which means any comp change you make after that date is measured against a number every producer in your shop has already seen. The Q2 industry compensation surveys publish from Reagan Consulting and Big I, which gives every producer a fresh benchmark and resets the negotiation. And the producer-retention-earnout structures we covered last week are pulling cash compensation higher across the buyer pool, which means a producer offered $X today will be offered $X plus 12 to 15 percent by August. Agencies between $2 and $15 million in commercial revenue tell us the same thing: they know the comp structure is wrong, they have known for 18 months, and the calendar keeps moving. The window is right now. The structures we are seeing work cluster around three patterns: explicit equity grants vesting against retention, contingent-pool participation tied to carrier mix discipline rather than top-line, and comp-grids that pay differently on new-business versus renewal in a way the producer can model. The pattern that does not work is the one most agencies still run — flat new-business commission with no equity, no contingent participation, and no career-stage progression. Every aggregator recruiter knows it does not work. Most principals know it does not work. The 90 days starts now.