The plan, and the one thing that makes it different

The only plan where looking after yourself pays more than working harder.

Not as a slogan. Your own thirty-day index sets a multiplier on what your team earns you, it runs in production today, and it is the reason this deck exists at all. Everything else here is ordinary compensation mechanics, explained without a single figure you would have to take on trust.

The Wellex band alone under a single warm light

Where the money comes from

Before any of the streams, the source. It is the part most plans skip.

Ask this of any plan you are ever shown

Nobody is paid for recruiting. There is no such bonus in the system.

01No signup bonus existsNot a reduced one, not a small one. Introducing a person and having them register pays exactly nothing, because no such stream is written anywhere in the system.

02Income follows placed moneyEvery stream is calculated from qualifying deposits in your organisation. Somebody has to actually place money into the product for anything to be paid to anybody.

03Which sets the whole shapeA plan paid on headcount pays for registrations. This one pays on deposits that stay placed.

Commission is calculated from qualifying deposits. No stream in the system pays for registrations, headcount or rank alone.

Everything that can pay you

Seven streams. You will live on the first two for a long time.

DirectFrom qualifying deposits made by the partners you personally sponsored. Rate set by your rank. This is the one that pays first and the one that teaches you the job.

Team differentialYour rank’s rate on your organisation’s volume, minus what qualified uplines beneath you already captured. Growth in rank turns into growth in the gap you keep.

MatchingA rank-based match on team-bonus earnings generated below you, cascading up through every qualified upline. This is what pays leaders for building leaders.

Rank milestonesA one-time amount the first time you reach specific ranks. Not recurring, not repeatable, and deliberately not the thing to build a plan around.

Leadership poolA monthly shared pool for partners at leadership ranks, with a cap on any single share so that one person cannot absorb it.

Fast start and depthA pool for reaching an early rank inside its window, and extended depth on qualifying lines at the top ranks. Both are edges, not foundations.

Teach the first two and nothing else for the first ninety days. Somebody who understands direct and differential builds correctly; somebody who learned all seven in week one usually builds nothing.

The part that exists nowhere else

Your own health multiplies what your team pays you. Not one day — today.

Your average index over the last thirty days places you in one of four bands, and that band multiplies your bonus streams. Below the middle band it reduces them. This is not a design on a slide, it is running in production and it settles into every commission calculation. It is also the single cleanest answer to the oldest objection in this industry: that nobody at the top actually uses the product.

Exactly how the multiplier behaves

Four bands. The middle one changes nothing.

lowest band

it subtracts

middle band

baseline — unchanged

upper band

it adds

top band

it adds most

Your rolling thirty-day average places you in one of them. A single strong week cannot lift you and a single bad night cannot drop you.

The exact band boundaries and the exact multiplier values are shown on the partner dashboard. The multiplier is applied to bonus streams at calculation time, using the rolling thirty-day average.

Diagram: four bands of the multiplier as a rising ladder, with the middle one level with the baseline

Ten of them, and only three that matter early

Rank decides your rate. Nothing else about you does.

Explorer, Builder, Achiever

The first three are the whole job for most of your first year. Everything above them is the same work repeated with more people, and pretending otherwise sets somebody up to feel behind in month two.

And the ladder is public

Manager, Director, Leader, Ambassador, Master, Champion, Legend. The requirements sit on your own screen, they are the same for everybody, and nobody has a private arrangement.

Rank is not status, it is a rate. Somebody who understands that stops chasing titles and starts counting what actually moves them, which is placed money in their organisation.

The rules that protect you

Two of them will cost somebody money in your first month. Better it is not you.

Learn these before you need them

Qualification is checked at the moment it happens, and there is no going back.

01Qualified at the event, not at payoutThe system checks whether you qualified when the deposit happened. Reaching a rank the following week does not apply backwards, and no amount of asking changes it.

02Nothing is paid retroactivelyA missed qualification is a missed payment, permanently. This is written into how commissions are calculated rather than into a policy somebody can make an exception to.

03So keep yourself qualified firstYour own position and your own subscription come before any conversation about somebody else’s. A leader who lapses in the week their team deposits pays for it in the most expensive way available.

Qualification is evaluated at the moment the transaction occurs. A rank reached afterwards does not apply to it, and there is no retroactive recalculation.

Six sentences about money, and their better versions

Each of these costs you the room. Each has a version that says more.

“You will make this much.”An income representation. Say instead: “Here is what is paid on, and here is the screen where you read your own.”

“Just get two people.”Nothing is paid for people. Say instead: “Nothing pays until somebody places money and keeps it placed.”

“The ranks come quickly.”They come at the speed of your organisation’s volume. Say instead: “Three ranks matter this year; here is what each is measured on.”

“I will get that fixed for you.”Nothing is paid retroactively. Say instead: “Qualification is checked at the moment it happens — so let us make sure you are qualified before it does.”

“The multiplier is a bonus.”It also subtracts. Say instead: “Your thirty-day average moves it in both directions, so the band is worth reading before you build.”

“Everyone here is earning.”Most people in any plan earn little or nothing. Say instead: “Most people who join a plan earn nothing. Here is what the ones who do have in common.”

Spend longer on this page than on the streams. The mechanics can be looked up; the language cannot, and it is the language that decides whether the person you brought in is still here next year.

The first ninety days

What to do, in order, and what to ignore entirely.

In this order, and no other

Three things, and none of them is a presentation.

01Wear it and place something yourselfYour own band on your own wrist and your own position, however small. You cannot describe either honestly otherwise, and your multiplier is reading you from day one whether or not you have noticed.

02Learn direct and differential onlyTwo streams, properly. Ignore the other five entirely until somebody in your team reaches them. Every hour spent on the leadership pool in month one is an hour stolen from the work that gets you there.

03Then introduce the product, never the planShow the band deck, not this one. Somebody who arrives for the plan leaves when the plan is slow; somebody who arrives for the product is still here when it is not.

This deck exists so that you can answer the money question properly when it comes. It is not the deck you open a conversation with, and using it that way undoes everything the product decks are built to do.

Asked in the first week

Six questions about the plan, answered the same way.

How much can I make?The amount depends on the deposits in a given organisation and cannot be stated in advance. What each stream is paid on is shown on the dashboard.

Do I get paid for signing people up?No. There is no such bonus. Income follows money placed and kept in the product, by anybody in your organisation.

What if I miss a qualification?You miss the payment, permanently. It is checked at the moment of the event and there is no retroactive correction.

Does my health really affect my income?Yes, and it is live. Your thirty-day average sets a band that multiplies your bonus streams in both directions.

How fast do ranks come?At the speed of placed money in your organisation, not at the speed of effort. Three ranks are worth thinking about this year.

Do most people earn?No. Most people in any plan earn little or nothing, here included. Say it plainly — the people worth building with will respect you for it.

Notice that not one is answered with a figure. That is not caution, it is accuracy: the number depends entirely on the person asking, and the screen that knows it is already in their pocket.

If you carry one line out of this

Lead with the product. Answer the money question properly when it comes. Never the other way round.

Every collapsed company in this industry got that order backwards, and every one of them had a better-looking plan than this one. The plan is not the advantage. The advantage is a product people keep using and a multiplier that pays you for using it yourself — and both of those only work if the product came first.

Next step

Read your own band before you build anything.

01Open your multiplierThirty-day average, four bands. Know which one you are in.
02Learn two streams, not sevenDirect and differential. The rest can wait a year.
03Then open the product deckThat is the one you show people. This one answers them.

Direct line Marin Rosca

Scan and register with me app.wellex.io/join/wellexband

Shown by an independent Wellex partner. Nothing here is a representation of income — most participants in any compensation plan earn little or nothing. Rates, ranks and qualification rules are shown on your own dashboard and take precedence over any description. Wellex is a wellness product, not a medical device. Calon Wealth Management Ltd, England and Wales, No 14813653.