Mandura - Mandura Compensation Plan Reviewed
Mandura, one of the newest companies to open for business in 2009, has taken over the top spot as the company to watch. The Mandura compensation plan has a very unique twist that has caught the attention of many top network marketers. This Mandura review will take a look at the company and it’s compensation plan.
The Mandura compensation plan pays its Independent Business Owners(IBO’s) up to seven different ways. The one area that’s creating the most buzz is the team bonuses. We will cover that shortly.
Mandura has also made room for those who like to retail products. In the Mandura compensation plan your retail orders also count towards your monthly sales commitment. Just buying product to qualify for commissions is not necessary in the Mandura compensation plan.
The capsule summary is right here. Mandura pays you on the very first person you bring into your Mandura business. Everyone you enroll in your Mandura business is part of your first generation. You never need to balance legs or volume as in many other companies. The Mandura compensation plan pays between 15-20% on all your personal enrollments every month. In addition, there are different bonus amounts for you through 8 generations of IBO’s in your own group.
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.
Mike McClain understands teamwork and uses it well to build his business. Mike’s team in helping members duplicate their successes to build their Mandura business using effective and little-known methods. Don’t reprint this exact article. Instead, reprint a free unique content version of this same article.
