Mandura – Mandura Compensation Plan Reviewed
Mandura, one of the newest companies to open for business in 2009, seems to be where the action is right now. It has taken over the top spot as the company to watch. This is clearly because of its unique compensation plan. Many major network marketers are investigating this with rapt attention. This Mandura review will take a look at the company and it’s compensation plan.
In addition to paying its Independent Business Owners (IBO’s) up to seven different ways, there are remarkable team bonuses. That is the topic of much online buzz about Mandura. More on that is coming your way.
Another interesting twist is that Mandura has also made room for those who prefer to sell products as retailers. In the Mandura compensation plan your retail orders also count towards your monthly sales commitment. Just buying product to qualify for commissions is not required in the Mandura compensation plan.
Here is the great leap. Mandura pays you on the very first person you bring into your Mandura business. Plus, everyone you enroll in your Mandura business is part of your first generation. There is no bother with balancing legs or product volume as you need to do with many other companies. Different bonus amounts are paid to you through 8 generations of IBO’s in your personal group. The Mandura compensation plan pays between 15-20% on all your personal enrollments every month.
What I really need to mention in this Mandura Review is how I feel the company paid close attention to the current economy. They made the Mandura opportunity very affordable to get started. $30. It’s a low cost entry point at just the right time in my opinion.
The fuel driving all the talk in the Internet based network marketing community is the team volume bonuses in the Mandura Compensation Plan. Mandura takes 20% of the total gross company revenue and divides it into twenty separate 1% pools.
Every IBO who joins Mandura is placed in a single straight line under the last person who joined. What this means is that every person who joins the Mandura company after you helps you to qualify for each of the twenty different pools. That is what sets the Mandura compensation plan apart – the straight line forced matrix.
It is true that getting paid from all of these pools does have other requirements. Nonetheless many of these pools are easy to reach by building your own small group. This Mandura company has essentially done its homework and has good leadership and a lot of good forward thinking steps in place even before they went into launch this year. Watch for significant growth in the coming months because of their creative compensation plan and demonstrated leadership.