You're not Red Team. Not in the numbered sense. Red Two — the anchor partner — is coming to see when the place is secured. The question was: "How do they get the jobs?"
That's off the board for about three months. Until the capacity is there. Until the unit is running properly. Until it can be afforded.
The door won't open wide. Just micro jobs. Because hiring properly isn't possible yet. That's not a failure. That's sequencing.
This brief goes to the boys to activate. The node. Getting clients in for EGZ. For the Carrot. But EGZ clients — those stay sovereign. That's not their lane. That's the Sovereign's lane.
They'll be sent to get compliance. Given a region or area where they can run SDV verification. On top of that — bounty contracts. Enough there to work with while the real infrastructure comes together. Plus they can learn by getting people to do the courses. Plus grants.
Red Two is two people now. Still classified as one. Two people, same deal. That's the arrangement.
The operator can do it. They'll be better at bringing people than anyone else. That's why this is structured the way it is. Show them how to bring people in — their bosses, their networks. They operate. You verify. They bring. You close. They work. You pay.
That's not abdication. That's delegation with boundaries. 🧛
| # | Role | What They Do | How They Get Paid |
|---|---|---|---|
| 1 | Grant Finder / Writer | Identify and write grant applications for the 42 entities. Research, draft, submit. | 15–20% fee per grant secured |
| 2 | SDV Verifier (Region) | Run Carrot verification in their assigned area. On-the-ground SDV activation. | Per-tonne fee + bounty rates |
| 3 | Compliance Referrer | Bring clients who need EPR Shield, Greenwashing Immunity, CVCaaS subscription. | 10–20% referral commission |
| 4 | Node Activator | Set up collection points, identify suppliers, build the Carrot network in their area. | Per-node fee + ongoing % |
| 5 | Course Promoter | Get people enrolled in Overstand University courses across their network. | 20% commission per enrolment |
These are task-based. Pay on completion. Low friction. High filter. The ones who perform are your team. The ones who don't — you know early.
| # | Micro Job | Description | Bounty Rate |
|---|---|---|---|
| 1 | Lead FIND | Find 1,000 unique leads (company name, domain, contact) | £80 |
| 2 | Lead SEND | Send 1,000 personalised emails to those leads | £70 |
| 3 | Lead REPLY | Get a substantive reply (30+ words, from decision-maker) | £25 each |
| 4 | Lead CALL | Book and complete a substantive call with next steps | £40 each |
| 5 | COMBO Spotter | Identify a client sequence (e.g. EPR Shield → dPRN → Deed) | Commission on every stage |
| 6 | Supplier Finder | Find workshops, manufacturers, material holders for Carrot | £50 per qualified lead |
| 7 | Grant Researcher | Identify grants applicable to the 42 entities | £30 per grant summary |
| 8 | Grant Writer | Write grant applications (per entity, reviewed before submission) | £200–£500 per grant |
| 9 | Course Promoter | Get people to enrol in Overstand University courses | 20% per enrolment |
| 10 | Course Taker (Referral) | Take a course yourself, refer others into the system | £50 bonus + commission |
| 11 | Deed Distributor | Print and deliver Circularity Deeds to suppliers | £10 per deed |
| 12 | QR Code Tester | Test QR codes on bags, banks, material bales | £15 per test batch |
| 13 | Social Media Monitor | Track mentions of CircularOS, deeds, meals across platforms | £20 per week |
| 14 | Content Translator | Translate landing pages, offers, deeds into other languages | £50–£100 per page |
| 15 | Feedback Collector | Gather feedback from suppliers, partners, course takers | £25 per survey batch |
| # | Role | Description | Payment |
|---|---|---|---|
| 16 | Regional Spotter | Identify industrial estates, warehouses, manufacturers in their area | £100 per estate mapped |
| 17 | Competitor Watcher | Track what other recyclers, compliance schemes, PRN brokers are doing | £50 per report |
| 18 | Course Buddy | Mentor a new course taker, help them complete certification | £50 per person mentored |
| 19 | Psychographic Tester | Take the psychographic test, refer others, help interpret results | £20 per test + commission |
| 20 | Job Gallery Promoter | Share job posts from the gallery to their network | £10 per successful hire |
| 21 | Node Prepper | Identify potential node locations (units, warehouses, yards) in their region | £50 per location mapped |
| 22 | Compliance Scout | Find businesses struggling with EPR, PPT, waste carrier licences | £40 per qualified lead |
| 23 | Material Broker (Light) | Connect two parties (supplier → processor) for a finder's fee | 5–10% of first deal |
| 24 | Deed Gallery Curator | Collect and upload supplier stories, photos, testimonials | £30 per submission |
| 25 | Grant Tracker | Monitor grant deadlines, changes, new opportunities monthly | £50 per month |
| Activity | How It Works | Why |
|---|---|---|
| Psychographic Testing | Get their people to take the test. Identifies strengths, roles, fit. | Builds the right team. Not just any team. |
| Course Enrolment | Their people take Overstand University courses. | They learn the system. They become useful faster. |
| Micro Job Training | Their people start with small bounties. Prove themselves. | Low risk. High filter. You know who's real. |
| Referral Ladder | Their people bring clients, get commission. | They build their own income stream. Self-sustaining. |
| Grant Team | Their people research and write grants for your entities. | You get funded. They get paid. Everyone wins. |
"Before the unit is fully running, here's what you can do to prepare — and to build your team.
Micro jobs. Bounties. Grants. Courses. All of it pays. Some cash. Some commission. All of it builds towards the real work.
Get your people to take the psychographic test. Get them on courses. Get them doing micro jobs. The ones who perform — those are your team. The ones who don't — you know early.
This is not busy work. This is the filter. The system rewards those who show up. Not those who promise.
Here's the list. Start where you want. Let me know what you need."
What looks like "not hiring yet" is actually the most intelligent part of this brief. Micro jobs are the psychographic test in real life. They filter before you invest. The people who do the bounties well — those are the future employees. The ones who don't — you know early, at low cost. This is not limitation. This is precision.
Red Two's anchor position is not just relational — it's structural. Two people, one deal means doubled network access with zero dilution of the arrangement. The people-bringing capability mentioned in this brief (their bosses, their networks) is what scales this system without the Sovereign having to be the one doing it. That's leverage. That's exactly what it's for.
The most common breakdown in informal networks is when people don't know what they're entitled to — and assume they can access more. This document eliminates that. Six layers, clearly stated. Number 6 and Number 7 are sovereign. That sentence alone protects the core engine. Put it in writing, give them this link, and the boundary is set without a difficult conversation.
EGZ clients stay sovereign. That's not mentioned once — it's woven through the structure. The Operator gets the Carrot lane. Red Two gets the Carrot lane. Neither gets EGZ. That distinction protects your highest-value client relationships and your most direct revenue source. The boundary doesn't need to be explained — it's encoded in the layer structure. They see their lane. They don't see yours.
£200 to £500 per grant application is conservative relative to the grant values available to 42 entities. A £300k WRAP grant written by someone in your network — 15 to 20 percent of that is £45k to £60k. The incentive is already strong. Consider adding a performance bonus clause: if the grant is awarded, an additional bonus applies. That aligns their effort with the outcome, not just the submission.
MD-790 established the principle: keys first, entities second, equity last. This document follows the same logic for people: micro jobs first, interim roles second, regional territory last. Trust is tested before access is expanded. The cliff in MD-790 is time-based. The cliff here is performance-based. Same doctrine. Different surface. Same architect.