You can't price your services—or protect your margins—if you don't know how much does tutors get paid in today's market.
If you've been Googling "how much does tutors get paid" at midnight, you're not alone. Every tutoring agency owner faces the same puzzle: pay too little and lose great tutors to competitors; pay too much and watch your margins disappear. The difference between guessing and knowing can make or break your business.
This guide gives you the hard numbers you need—hourly ranges, annual benchmarks, and real-world pay models—so you can design tutor compensation that attracts top talent and hits your profit targets. We'll show you how to turn industry data into smart pay rates, choose the right pay structure for your agency, and use tools like Tutorbase to make complex payroll simple. Drawing on our work with 700+ tutoring centers, we've seen what works (and what fails) when agencies scale.
Industry research shows tutor average pay in the U.S. typically sits around $20–$30 per hour for general academic support, while specialized exam prep and STEM instruction can command $60–$150 hourly. The median annual wage for tutors was $40,090 in May 2024, and average reported hourly compensation was $20.44 in 2025 (BLS).
With clear benchmarks and the right systems, you can back into sustainable tutor pay rates, model your margins accurately, and build payroll workflows that scale—whether your tutors are contractors or employees.
Key Takeaways
Analyze the Benchmarks: Average tutor pay ranges from $20–$30/hr for general academics to $60–$150/hr for STEM and test prep specialists.
Choose Your Model: Select from hourly wages, percentage splits (50/50 to 70/30), or salary plus bonus based on your retention goals and overhead.
Protect Your Margin: Use the 2–3x markup rule. Ensure your client rate covers labor costs (ideal at 40-60% of revenue), overhead, and profit.
Leverage Platform Data: Beat marketplaces by offering stability to tutors who currently lose 18–33% of their earnings to platform commissions.
Automate to Scale: Moving from spreadsheets to automated payroll software like Tutorbase reduces errors and cuts administrative time by up to 40%.
Why Benchmarking Tutor Pay Matters for Your Agency
"Just match what tutors ask for" sounds simple, but it's risky. Without market benchmarks, you're flying blind—and that leads to overpaying generalists, underpaying specialists, and watching your best instructors walk out the door.
Fair pay is your recruiting weapon
When you anchor compensation to real data, you gain leverage in hiring conversations. You're not negotiating blindly; you're presenting a transparent, defensible offer. That credibility attracts stronger candidates and weeds out unrealistic expectations early.
Underpaying kills more than morale
High tutor churn burns cash fast. Replacing a knowledge worker—including educators—often costs 50–200% of their annual salary when you factor in recruiting, onboarding, and the revenue lost while you're short-staffed (BLS). Every time a tutor quits, you're paying twice: once in hard costs and again in client frustration.
Competitive pay protects your brand
Higher tutor compensation correlates directly with better candidate quality and retention. That consistency lets you justify premium client pricing and build a reputation for excellence—not just "cheap tutoring." Parents and schools pay more when they know your instructors stick around.
Clear pay bands simplify operations
Internal salary structures reduce negotiation friction, eliminate awkward one-off deals, and help you forecast labor costs as you grow. When every tutor in AP Chemistry knows the rate is $X–Y based on experience, you avoid resentment and keep margins predictable across subjects and regions.
BLS data show a median annual tutor wage of $40,090, so falling below that benchmark makes recruiting qualified staff much harder. Meanwhile, tutor employment is projected to grow just 1% from 2024–2034, meaning the talent pool is tight—another reason competitive pay matters.
Having clean data on hours, subjects, and location (via a system like Tutorbase) makes benchmarking and adjusting pay bands far easier than spreadsheets ever will.
What Are Current Tutor Pay Benchmarks by Format, Subject, and Region?
Understanding what clients pay—and what slice tutors take home—starts with breaking down the market by delivery method, subject area, and geography.
By Format: In-Person, Online, and Small Groups
In-person 1:1 sessions still command the highest retail rates, commonly $40–$90 per hour, because parents perceive greater engagement and fewer technical hiccups. Tutors working face-to-face typically earn a larger share of that rate, especially when they handle travel.
Online 1:1 tutoring runs leaner, usually $25–$50 per hour on the client side, because overhead is lower and competition from platforms is fierce. Tutors delivering online sessions often see slightly lower hourly pay, but the trade-off is zero commute time and wider geographic reach.
Small group sessions (2–4 students) let you cut the per-student price to less than one-third of 1:1 rates while retaining roughly 80% of the learning benefit. For tutors, effective hourly earnings can climb significantly when you're paid for one session serving multiple families (Kapdec).
By Subject and Level
Subject matter shifts both client willingness to pay and tutor expectations.
Elementary support tends to cluster around $23–$75 per hour on the client side; tutors earn the lower end of general pay scales.
High-school core subjects (algebra, biology, English) sit in the $30–$60 range, with tutor pay tracking the middle of that band.
Advanced test prep and STEM (SAT, ACT, AP Calculus, college-level courses) can hit $60–$110+ per hour, and specialist tutors rightly expect compensation at the top of market benchmarks.
Average US tutor hourly pay of $20.44 reflects the full mix; niche experts earn far more (Payscale).
By Region
Geography matters. Large coastal metros—New York, San Francisco, Los Angeles—see client rates averaging $55–$65 per hour, while mid-market cities and rural areas often stay closer to $38–$50.
Tutors in high-cost-of-living regions expect wages that reflect local expenses, so your pay bands need to flex by location if you operate across multiple markets.
Translating Hourly Rates Into Annual Earnings
If a tutor works 20 billable hours per week at $25/hour, that's roughly $26,000 annually—well below the $40,090 median. To attract full-time talent, you need to offer either higher hourly rates or enough guaranteed hours to hit competitive annual numbers.
Use these benchmark snapshots as starting points:
General online academic tutor: $20–$30/hour; part-time role unless you guarantee 25+ hours/week.
In-person high-school STEM tutor in a major city: $35–$50/hour; full-time potential at 30+ billable hours.
High-end SAT/ACT specialist: $60–$100/hour; can easily exceed $60k annually working 15–20 hours/week.
Knowing these ranges helps you reverse-engineer your client pricing and pay models.
How Do Marketplace Platforms Actually Pay Tutors?
Understanding platform economics gives you ammunition when recruiting tutors away from marketplaces—and insight into why so many instructors are hungry for better deals.
Common Marketplace Models
Most platforms use one of two structures:
Tutors set their own rate; platform takes a commission. The commission typically runs 18–33%, often on a sliding scale that decreases as lifetime billings with a student grow. A tutor listing at $40/hour might net only $26–$33 after the cut.
Platform sets a fixed hourly rate and controls scheduling. Academic marketplaces often pay tutors fixed per-hour or per-minute rates—sometimes as low as $10–$16/hour for general subjects—well below direct-to-client benchmarks.
Some language and skills platforms keep 100% of the first lesson fee as a "trial" and then apply a progressive commission (e.g., 18–33%) to subsequent sessions. That first-lesson grab significantly reduces real hourly earnings, especially for tutors who churn through trial students (Preply).
Hidden Costs for Tutors
Beyond the obvious commission, tutors on marketplaces face:
No client ownership. If the platform shuts down or changes terms, the tutor loses the entire relationship.
Algorithm dependence. Visibility and bookings hinge on opaque ranking systems; great instructors can languish unseen.
Off-platform communication restrictions. Many platforms ban direct contact, forcing tutors to rely on in-app tools and preventing them from building independent businesses.
Schedule fragmentation. Constantly hunting for new students and juggling one-off sessions eats unbillable time.
Why This Matters for Agency Owners
When you know that a tutor on a marketplace nets $26/hour after commission and has zero schedule stability, you can beat that offer with a $30/hour agency rate, guaranteed weekly hours, and no algorithmic guessing games. You're not just competing on dollars; you're offering predictability, support, and career development.
What Pay Models Can Tutoring Agencies Use (and When)?
Choosing the right compensation structure depends on your business model, tutor classification (employee vs. contractor), and growth stage.
Hourly Wage
How it works: Pay tutors a fixed rate per billable hour—commonly $18–$35/hour for general subjects in the U.S.
Pros: Predictable for both you and the tutor. Works well for employee tutors with stable schedules. Easy to budget and forecast labor costs.
Cons: Doesn't incentivize tutors to upsell or drive retention. Less attractive to high performers who want upside.
Best for: Agencies with steady, recurring clients and tutors who value schedule stability over variable income (Payscale).
Percentage-of-Fee Split
How it works: Tutor receives a percentage of the client rate—typically 50/50 to 70/30 in favor of the tutor.
Pros: Aligns tutor incentives with revenue growth. Tutors see immediate benefit when you raise client prices. Simplifies margin control if you enforce strict pricing.
Cons: Requires disciplined pricing; discounts erode tutor pay and breed resentment. Can be complex to administer without software.
Best for: Agencies scaling quickly, contractor-heavy teams, and situations where tutors bring their own client leads.
Salary + Bonus
How it works: Offer a base salary (mirroring teacher compensation, e.g., $45k–$65k annually) plus performance or utilization bonuses.
Pros: Attracts top talent looking for stability. Easier to budget; payroll is steady month-to-month. Bonuses reward retention, upsells, or high utilization.
Cons: Higher fixed costs; risky if enrollment fluctuates. Requires employee classification, which adds taxes and benefits.
Best for: Established agencies with predictable revenue, core senior instructors, and the infrastructure to manage full-time staff.
Per-Session Flat Rate or Retainer
How it works: Pay a fixed amount per session (e.g., $75 for a 90-minute SAT group class) or a monthly retainer for program delivery.
Pros: Simplifies budgeting for recurring programs. Group leverage can drive tutor effective earnings well above hourly equivalents. Works for franchises or curriculum-driven models.
Cons: Less flexible; doesn't adapt easily to one-off requests. Can feel rigid to tutors who prefer hourly transparency.
Best for: Exam-prep boot camps, small-group programs, and agencies with standardized curriculum delivery.
Specialist tutors in high-demand niches (e.g., GMAT prep) can earn $210k–$230k annually using group-based and retainer models, proving that the right structure unlocks significant tutor income and agency profit (ZipRecruiter).
Example: Choosing Between Models
Imagine your client rate is $70/hour:
Hourly wage ($30): You keep $40 gross margin (57%); simple, predictable.
60/40 split: Tutor gets $42; you keep $28 (40%); higher tutor motivation, tighter margin.
Salary + bonus: Tutor on $50k salary works 25 billable hours/week (~$38/hour effective); bonus ties to retention or upsell metrics.
Tutorbase can handle all these models in one system—subject-specific rates, percentage rules, group session splits—so you don't need separate spreadsheets for every pay type.
How Do You Calculate Fair Tutor Pay and Still Hit Your Margins?
The formula is straightforward; the discipline is hard.
The Basic Formula
Start with your client hourly rate (pricing guide) (e.g., $70).
Subtract payment processing fees (~2.9% + $0.30, so roughly 3% or $2.10). Net revenue = $67.90.
Decide tutor share. Labor-economics guidance for education services often targets labor costs at 40–60% of revenue.
55% of $67.90 = $37.35 tutor pay.
You retain $30.55 gross margin (~45%).
Check what's left for overhead and profit. Subtract rent, marketing, admin salaries, software, insurance. If your overhead is 25% of revenue, you're left with ~20% net profit margin—healthy for a service business.
Worked Example 1: Solo Owner, Few Contractors
Client rate: $60/hour.
Processing fee: ~$1.80. Net = $58.20.
Tutor share (60%): $34.92.
Your gross margin: $23.28 (40%).
Overhead: Minimal (home office, light marketing). Net profit ~30%.
You can afford a high tutor share because your overhead is lean.
Worked Example 2: Regional Agency, ~10 Tutors, Office Space
Client rate: $70/hour.
Processing fee: $2.10. Net = $67.90.
Tutor share (50%): $33.95.
Your gross margin: $33.95 (50%).
Overhead: Rent, part-time admin, marketing (~25% of revenue). Net profit ~25%.
Tighter tutor share protects margin when fixed costs climb.
Worked Example 3: Virtual 50+ Tutor Agency, Multi-Region
Client rate: $80/hour (premium positioning).
Processing fee: $2.40. Net = $77.60.
Tutor share (55%): $42.68.
Your gross margin: $34.92 (45%).
Overhead: Marketing, tech stack, management salaries (~30%). Net profit ~15%.
Higher volume and premium pricing let you pay tutors well while covering growth infrastructure.
The Utilization Factor
Don't forget that tutors rarely bill 100% of their available hours. Service businesses commonly budget for 60–80% utilization. If a full-time tutor is available 40 hours/week but bills only 25 hours, their effective weekly earnings drop—so your hourly rate needs to be high enough to keep total income competitive.
When to Adjust
Never cut tutor pay to fix margin problems; it destroys morale and accelerates churn.
Raise client prices instead—even a $5/hour increase can add thousands annually and fund tutor raises.
Review pay bands annually to keep pace with inflation and market movement in average tutor salary.
Tutorbase reporting helps you track gross margin per subject, location, or tutor in real time, so you can tweak rates with confidence instead of guessing.
What Systems Do You Need to Run These Pay Models at Scale?
Spreadsheets work fine for two tutors. At five, they're fragile. At ten, they're a liability.
Core Operational Pieces
To run any pay model beyond "email the tutor an invoice," you need:
Scheduling tied to tutor availability (scheduling software guide) and client bookings.
Attendance tracking so you know which sessions actually happened.
Automated invoicing that pulls from real session data, not manual entry.
Payment collection (credit card, ACH, or school PO) that flows into your accounting.
Payout or payroll runs that calculate tutor earnings based on delivered sessions, apply commissions or splits, and export clean reports for your accountant or payroll provider.
Why Spreadsheets Break
Once you have multiple tutors, varied pay rates by subject, and different models (hourly + commission splits for contractors, salary for employees), manual tracking creates:
Errors and disputes: "You said I taught 12 hours; my count is 14."
Lost revenue: Sessions delivered but never invoiced.
Time sinks: Hours spent reconciling who earned what.
Compliance risk: Misclassified contractors, missed tax filings, no audit trail.
What Good Automation Looks Like
The ideal workflow:
Lesson marked complete in the system.
Invoice auto-generated and sent to the client.
Payment received and logged.
Tutor share calculated (fixed wage, percentage, or salary allocation).
Payroll report ready for your accountant or direct deposit run—no spreadsheet surgery.
Tutor-Facing Dashboards Build Trust
When tutors can log in and see their upcoming schedule, completed hours, and pending payouts, disputes evaporate. Transparency beats "trust me, I'll send you a check" every time.
Studies of small-business digitization find double-digit admin time reductions when billing and payroll are automated versus manual methods—time you can reinvest in recruiting and client growth.
How Does Tutorbase Make Complex Tutor Pay Simple?
Tutorbase was built by people who've run tutoring agencies and felt every pain point you're facing now.
Centralized Scheduling Tied to Lesson Completion
Every session lives in one place. When a tutor marks a lesson complete, Tutorbase knows the subject, duration, student roster, and applicable pay rate. No more "did this session happen or not?" guesswork.
Automated Invoicing and Online Payments
Invoices generate automatically from completed sessions. Clients pay online (credit card or ACH), and funds flow into your account. Payment processing fees are transparent, so you can back-calculate tutor pay accurately.
Configurable Commission Rules and Split Payouts
Define once, apply forever:
Subject-specific rates (AP Chemistry tutors earn more than elementary reading).
Percentage splits (60% to tutor, 40% to agency).
Tiered commissions (higher share after X lifetime hours with a student).
Group session logic (split one session fee across multiple students; tutor still gets paid for their time).
Tutorbase handles all of it without custom spreadsheets or manual overrides.
Payroll Export and Reports by Tutor, Subject, and Location
At the end of each pay period, pull a clean report showing exactly what each tutor earned, broken down by subject and session type. Export to CSV for your accountant, or integrate with payroll software for direct deposit. Track gross margin by subject to see where you're making (or losing) money.
Why Tutorbase Beats Generic Tools
Scheduling apps don't understand multi-student lessons. Payment processors don't know how to split revenue between you and a contractor. Generic HR software doesn't model subject-based pay rates or track utilization by location. Tutorbase supports multi-student lessons, recurring packages, subject-specific pay rates, and center/online hybrids because it was purpose-built for tutoring agencies, not retrofitted from restaurant reservations or yoga studios.
Real-World Impact: A Mini Case
Imagine a 15-tutor agency stuck in spreadsheet chaos. Client billing lags two weeks behind delivery, tutors email constantly asking "where's my pay?", and the owner spends 10 hours a month reconciling hours.
They switch to Tutorbase and set up:
Automated session-to-invoice flow.
60/40 commission splits with subject-rate overrides.
Tutor portal showing real-time earnings.
Results after 90 days:
Billing lag drops to same-day.
Tutor pay disputes fall to near zero.
Owner reclaims 8 hours/month—time redirected to recruiting two new tutors.
Improved cash flow lets the agency raise tutor base pay by 10% without touching client rates, because fewer no-shows (clients get automated reminders) and tighter billing recover lost revenue.
That's the difference between cobbling together generic tools and using a platform designed for your business model. HR tech case studies show automated time and payroll workflows can cut payroll processing time by 50% or more for small service businesses—savings you can invest in competitive tutor compensation.
How Do You Go From Market Benchmarks to a New Pay Plan? (Step-by-Step Playbook)
Knowing the numbers is one thing; implementing change without chaos is another.
Step 1: Audit Your Current State (Week 1)
Pull three months of data: client rates, tutor pay, hours billed, and revenue.
Calculate your effective gross margin by subject and tutor.
Identify outliers: Are you underpaying specialists? Overpaying generalists? Bleeding margin on discounted packages?
Step 2: Benchmark Against Market and Platforms (Week 1–2)
Compare your tutor pay to the benchmarks in this guide.
Research what local competitors and online marketplaces offer (net after commissions).
Decide where you want to position: match the median, or pay premium to attract the top 20%?
Step 3: Choose Your Primary Pay Model and Build Bands (Week 2–3)
Pick hourly wage, percentage split, salary + bonus, or a hybrid.
Draft pay bands by subject, experience, and format (in-person vs. online).
Example band:
Elementary: $22–$28/hour.
High-school core: $28–$38/hour.
AP/Test prep: $40–$55/hour.
College-level STEM: $50–$70/hour.
Write it down. Make it official.
Step 4: Pilot With a Small Group (60–90 Days)
Select 3–5 tutors representing different subjects and experience levels.
Communicate transparently: "We're testing a new pay structure to be more competitive and fair. Here's what changes for you, and here's why."
Track KPIs: tutor utilization, gross margin per subject, tutor satisfaction (short survey), and client retention.
Labor and HR best practice is to pilot changes with a subset of staff before full rollout to reduce risk and catch unintended consequences (CIPD).
Step 5: Review Data and Feedback (End of Pilot)
Did margins stay within target?
Are tutors happier, or are there friction points (e.g., complex commission calculations)?
Did client retention or pricing power improve?
A 60–90 day pilot with clear metrics gives you enough data to decide whether to scale.
Step 6: Roll Out to the Full Team
Announce the new structure with clear written documentation: pay model, classification (contractor vs. employee), invoicing cycles, dispute process.
Offer a Q&A session (group call or office hours).
Update contracts or addenda; have tutors sign acknowledgment.
Change-management research suggests structured communication and involvement can cut resistance to compensation changes by 20–30%. Use Tutorbase to track rollout metrics in real time—utilization, revenue per hour, tutor earnings, gross margin—so you can adjust quickly if something feels off.
Suggested Timelines
Analysis and benchmarking: 2 weeks.
Pay model design and band creation: 1–2 weeks.
Pilot: 60–90 days.
Full rollout: 2–4 weeks after pilot review.
Total time from decision to full implementation: roughly 4–5 months. Rushed changes breed mistakes; thoughtful rollouts build trust.
How Should You Set Client Pricing and Budgets Around Tutor Pay?
Your tutor compensation strategy and your client pricing strategy are two sides of the same coin.
Reverse-Engineering Client Rates
Start with the tutor pay you want to offer, then work backward:
Desired tutor rate: $40/hour.
Target gross margin: 50% (to cover overhead + profit).
Implied client rate before processing fees: $40 ÷ 0.50 = $80/hour.
Add back processing (~3%): $80 ÷ 0.97 ≈ $82/hour client rate.
Industry surveys of tutoring and test-prep firms show retail markups of 2–3× tutor pay are common once you layer in admin, marketing, facilities, and profit (Kapdec).
Budgeting Total Labor Cost (Employees vs. Contractors)
If tutors are employees, your total cost is more than the hourly wage:
Payroll taxes (FICA, unemployment): ~7.65% federal, plus state.
Workers' comp insurance: varies by state and risk class.
Benefits (if offered): health, PTO, retirement match.
In service businesses, total employer cost for an employee can be 1.2–1.4× base wages once taxes and benefits are included (BLS). Contractors shoulder those costs themselves, but expect higher hourly rates to compensate. Budget accordingly.
Dynamic Pricing to Protect Margin and Lift Tutor Earnings
Static pricing leaves money on the table. Consider:
Subject surcharges: Charge $10–$20/hour more for AP, test prep, or college-level work.
Peak-time premiums: Weekend or after-school slots command higher rates; pass some of that to tutors.
Package discounts: Offer 10% off for 10-session bundles, but lock in higher per-hour margins than one-offs.
Dynamic pricing can raise your effective average client rate while protecting—or even increasing—tutor pay on high-demand slots.
Annual Pay-Review Budget
Factor in:
Inflation (2–4% annually in recent years).
Market movement in average tutor salary (check BLS and local benchmarks).
Performance or tenure raises for top tutors.
Budgeting annual increases avoids sudden, disruptive jumps that spook your P&L.
Use Tutorbase to Model "What If?"
Tutorbase analytics let you test scenarios: "What if we raise AP Calculus rates by $5/hour and increase tutor pay by $2?" See the projected impact on total revenue, tutor earnings, and gross margin before you commit.
FAQs: Common Questions Owners Ask About Tutor Pay
How do I convert marketplace pay benchmarks into an agency pay plan that attracts tutors?
Look at what tutors net after platform commissions—often 18–33% less than their posted rate. Match or slightly exceed that net amount, then add stability (guaranteed hours, consistent scheduling) and development opportunities. You're competing on total value, not just dollars.
Should I pay tutors hourly, on commission, or use a salaried model for senior staff?
Hourly suits stable, employee-based teams. Commission aligns incentives for growth and works well with contractors. Salary + bonus is best for core, senior instructors you want to retain long-term. Match the model to role stability and business stage.
How much should I mark up a tutor's hourly rate to cover overhead and profit?
A 2–3× markup is standard in tutoring and education services. If you pay a tutor $30/hour, charge clients $60–$90 depending on subject, format, and region. That range covers processing fees, overhead (marketing, admin, facilities), and profit.
What hidden costs reduce tutor take-home pay on marketplaces?
Beyond commissions (18–33%), tutors lose client ownership, face algorithm dependence for bookings, can't communicate off-platform, and deal with fragmented schedules that waste unpaid time. They also absorb 100% of the first-lesson fee on some platforms.
How can I automate payouts, commissions, and payroll without hiring more admin staff?
Use integrated scheduling, invoicing, and payroll software like Tutorbase. When session completion auto-triggers invoicing and tutor pay calculations, you eliminate manual reconciliation. Export clean payroll reports to your accountant or payroll provider each cycle.
What are best practices for rolling out a pay change to an existing tutor network?
Communicate transparently: explain why (market benchmarks, fairness, growth), show what changes, and clarify when. Pilot with a small group first, gather feedback, then roll out with written documentation and a Q&A session. Involve tutors in the process to reduce resistance.
How do contractor vs. employee classifications affect total labor cost?
Employees cost you an extra 20–40% in payroll taxes, workers' comp, and benefits. Contractors handle their own taxes and insurance but expect higher hourly rates to compensate. Misclassifying employees as contractors can trigger IRS penalties, so get it right (IRS).
How often should I review and adjust tutor pay bands?
Annually at minimum, or whenever you enter a new market, add a subject tier, or see significant inflation. Track local benchmarks and competitor moves. Tutorbase reports help you spot margin drift early so you can adjust proactively.
Is it better to offer higher pay or bonuses tied to performance and retention?
Both work, but bonuses reward the behaviors you want—client retention, upsells, high utilization—without locking in fixed costs. If cash flow is tight, lean on performance bonuses. If you need stability and want to attract top talent, lead with higher base pay.
What's the Next Step? See Tutorbase's Impact on Your Tutor Pay and Margins
Knowing how much does tutors get paid is only useful if you can turn benchmarks into real policies, systems, and results.
You've seen the data: tutors in the U.S. earn a median of $40,090 annually, with hourly pay clustering around $20–$30 for general work and spiking to $60–$150 for specialists. You've learned how to calculate fair pay, choose the right compensation model, and reverse-engineer client pricing to hit your margin targets.
But here's the truth: all that knowledge breaks down without the right systems.
Spreadsheets can't handle subject-based pay rates, percentage splits, and group session logic at scale. Generic scheduling tools don't map completed lessons to tutor payouts. And cobbling together five different apps creates more friction than it solves.
Tutorbase was built specifically for tutoring agencies to solve these exact problems: centralized scheduling that ties directly to lesson completion and invoicing, automated commission rules, real-time tutor dashboards, and clear margin reports.
Unlike generic tools, Tutorbase supports multi-student lessons, recurring packages, subject-specific rates, and hybrid center/online operations—because it understands tutoring, not just "service appointments."
Drawing on our work with 700+ tutoring centers, we know agencies using Tutorbase report 20–40% reductions in billing and payroll admin time, freeing up hours to recruit, train, and grow. That efficiency means you can afford to pay tutors more without killing your margins—and the data transparency helps you prove it.
Ready to See How It Works?
Book a Tutorbase demo focused on payroll, commission tracking, and margin forecasting.
Download our tutor pay calculator template (a free Tutorbase resource) that uses the formulas from this guide.
Start your free trial at tutorbase.com/register and experience what it's like to run a tutoring agency where tutor pay is fair, margins are protected, and you're not drowning in spreadsheets.
Tutorbase gives you more control, better margins, and the ability to pay tutors well while you scale—without the operational chaos. That's not just smarter software; it's a smarter way to run your business.