Funding can bridge payroll in slow months and fund raises or training that keep staff from leaving. Losing a key employee usually costs more.
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Losing a high performer is expensive: recruiting, training and lost productivity add up fast. Funding can help a business keep good people through raises, training or better tools, but only when the gain in retained revenue justifies the payment.
Amount to request
$85,000.00
Funding range$25K to $5M
*Sample amounts shown. Your actual offer depends on your business and is reviewed before approval.
Approved files are usually funded the next business day.
Advances, lines of credit and second-position options in one place.
Net cash, total payback and payment shown before you sign.
Existing balances of $100,000 or less can be bought out.
Fast decisions. Applying takes about 5 minutes.
A short application. A soft credit pull to start.
We review revenue, time in business and bank activity, not just a credit score.
You see the amount, the schedule and the full repayment amount before you sign.
Funding in as little as 24 hours for qualified businesses.
Start by estimating what turnover costs you. Include recruiting fees or ads, the time managers spend hiring, the training period when the new person is less productive and any lost sales or customers while the role is empty. For skilled roles, the cost of replacing someone can be a substantial share of their annual pay. That number is the benchmark for any retention investment.
Retention investments that tend to pay off include competitive pay adjustments for key roles, training or certification that lets staff earn more for the business, better equipment that makes the job easier and scheduling or staffing changes that reduce burnout. Each has a cost you can estimate and a benefit you can tie to retained revenue or productivity.
Funding fits one-time or up-front costs better than ongoing ones. Borrowing for a certification program, new tools or a hiring bonus with a clear payback is reasonable. Borrowing to cover a permanent raise is not, because the raise continues after the funding ends; that needs to come from pricing and margin.
If you do fund a retention move, size it within what the business can repay from normal revenue and measure the result: turnover, overtime, customer complaints or revenue per employee. Revenue-based funding through MFE can cover up-front costs quickly with credit from 500 considered, but treat it as a bridge to a better-run team, not a substitute for sustainable pay.
Here is a payback check for funding a training and equipment upgrade. Illustrative numbers.
| Funding for the project | $150,000 |
| Total payback (factor 1.25) | $187,500 |
| Term | ~44 weeks |
| Payment per week | $4,261 |
| Monthly payment the project must cover | $18,452 |
| Your estimate of added monthly profit | $20,000 |
| Verdict | Pays back within the term |
Illustrative. Replace the estimate with your own numbers before applying.
| Certification or training | One-time; fundable |
| New tools and equipment | One-time; fundable |
| Signing or retention bonus | One-time; fundable if payback is clear |
| Permanent raise | Ongoing; fund from margin |
| Better scheduling | Low cost; no funding needed |
Good fit:
Probably not yet:
Yes, training is a one-time cost that can be funded when it improves productivity or retention.
Not for permanent raises; those need to come from margin.
Add recruiting, training time, lost productivity and lost sales during the vacancy.
Usually those that reduce turnover in revenue-critical roles.
Track turnover, overtime, complaints or revenue per employee.
Yes, if the retained revenue clearly exceeds the cost.
Example uses for illustration only.
Before you apply:
One secure application. A soft credit pull to start. No obligation to accept an offer.
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