You may want to structure your recruiter’s comp in a similar fashion to your Adverstising Sales folks. This could create alignment and a feeling of shared pain.

If you don’t want to go 100% commission or into a draw situation, which can be a shocking adjustment to most recruiting departments, I would look to pay commissions/success fees based on factors that are most important to the success of your effort. Some may be:
1. First Interview
2. Start
3. Retention Bonus @ 90-180 days.

This incentive pay can be paid individually, but I would advise you to tie some or all of these bonuses to overall recruitment objectives and, to whatever extent possible, to corporate success. All-for-one, one-for-all.

Implementation can be stressful because, in most situations, you will need to lower salaries in order to maintain your budget. Careful illustration that the successful recruiters will make more money than they do currently should help minimize any pain from your star performers.

Good luck!