Sisel's compensation plan, first reviewed by this publication in April 2012, drew sharp criticism for its excessive complexity. Understanding the payout structure then required days of intense study, a process deemed "absurd" and an "unnecessary headache" for prospective members.
The initial assessment found the plan designed for "math nerds," making it nearly impossible for the average person to explain earnings to new recruits. Even after four or five days, the review noted its breakdown still read like a complex mathematical document. This level of intricacy was considered inexcusable, despite the plan's focus on preferred customers and autoship.
Earlier this year, Sisel updated its compensation plan, presumably aiming for clearer terms. However, the revision still presents as a dense collection of numbers. Tiny asterisked notes accompany the plan, but comprehensive explanations remain absent. The new version appears shorter and somewhat clearer than its predecessor.
The Fast Start Bonus, for example, condensed from seven levels to four. It now offers two tiers of percentage commissions instead of three. New affiliates earn 30% on their personal recruits at Level 1. Levels 2 through 4 pay 5% each. This bonus also applies to orders made by personally enrolled preferred customers who are on monthly autoship.
A confusing Fast Start Bonus pool has been removed. Its replacement is a "retention bonus." This new bonus pays 15% on a newly recruited affiliate's second-month order. This includes orders from personally recruited preferred customers.
Residual income now comes through Direct Distributor Commissions. This component appears to use a unilevel structure, paying out across seven levels deep. A unilevel structure places an affiliate at the top, with every personally recruited member directly below them on the first level.
The persistent complexity of Sisel's compensation plan continues to raise questions about its accessibility for new and existing distributors.