For years, Modere stood at the intersection of modern wellness and direct selling. The brand carved a niche in the marketplace by offering clean-label products and a sleek, lifestyle-driven identity that resonated with health-conscious consumers and entrepreneurial influencers alike. Its streamlined, minimalist approach to branding helped redefine how wellness companies present themselves in a crowded field, shifting the tone from traditional network marketing to a more appealing gig economy model. Here we discuss the legacy of Modere’s compensation structure.

Yet, as Modere shuttered operations, it left behind more than just shelf space in online stores. It left a question mark for thousands of distributors who had aligned themselves with its ethos—many of whom felt the business opportunity never quite measured up to the brand promise. Modere’s legacy is now forcing a wider industry reckoning: one that centers on how compensation models need to evolve to serve modern distributors who expect more than modest side-income potential.

This new chapter in direct sales is being written by companies that understand not just what distributors want, but what they deserve. And in the post-modern landscape, compensation has become the defining conversation.

Modere’s Compensation Legacy

Modere’s compensation structure was often praised for its simplicity, but simplicity came at a cost. While the model was approachable for newcomers and hobbyists, it offered limited room for ambitious builders to scale their earnings. The structure was built around customer acquisition and modest residuals, which made it ideal for those seeking supplementary income. However, high-performing distributors often found themselves capped by tiered earnings and restrictive bonuses that didn’t reward team leadership or long-term vision.

As Modere sought to rebrand itself as a “social retail” platform, it gradually began shifting away from traditional MLM structures. The company leaned into retail-focused language like “shoppers” and “promoters”, removing the stigma of MLM but also stripping away some of its income potential. Commission percentages were conservative, and the ranks were structured in a way that made top-tier advancement rare and slow-moving.

These internal decisions came with consequences. Modere abruptly closed key Asian markets, effectively eliminating entire distributor networks that had been instrumental to the company’s early growth. Simultaneously, they cut their compensation plan in half and reoriented their focus toward affiliate influencers, leaving their core MLM leaders, many of whom had built the foundation of Modere’s success, feeling sidelined and unsupported.

Unspoken Tensions

Over time, this created an unspoken tension: a brand that looked modern and aspirational but a compensation plan that lagged behind evolving industry standards and betrayed the very people who had championed it. Many distributors either burned out or began looking for companies that recognized performance with more robust financial rewards.

In hindsight, Modere’s downfall wasn’t just about market trends or product shifts—it was about failing to meet the financial expectations of its most driven advocates and neglecting the leaders who helped fuel its rise. And that’s where the opportunity now lies for companies willing to reimagine what distributor success really looks like.

The Compensation Evolution in Direct Sales

The direct sales landscape has changed dramatically in the last decade. No longer content with limited commissions and hard-to-reach milestones, today’s distributors are demanding more transparency, faster earnings, and a clearer pathway to long-term financial security. The evolution has been driven in part by a generational shift—millennials and Gen Z entrepreneurs expect flexibility, scalability, and performance-based rewards. In short, they want a business model that works as hard as they do.

This shift has triggered a broader rethinking of compensation plans across the industry. Modern companies are moving beyond basic binary models and dated matrix schemes. They’re integrating affiliate-style perks, fast-start bonuses, coded pay structures, global profit-sharing, and other layered incentives that reward immediate action and sustainable team building.

Another trend is the rise of hybrid earning models that allow distributors to benefit from traditional downline commissions and customer sales, leadership bonuses, and global pools. These models create a more dynamic income environment—one where effort and results are more directly aligned. The days of “slow climb” rewards are being replaced by plans that empower business builders to earn meaningful income from the start.

Companies that are thriving in this new landscape understand that success today hinges on offering choices, fairness, and aggressive performance rewards—something Modere’s legacy plan was never designed to deliver.

Sisel International: Standing Out in the Post-Modern Landscape

Sisel International has stood out in a field full of legacy companies and newcomers trying to capture attention, especially among former Modere distributors seeking a better financial future. With deep industry roots, a rock-solid infrastructure, and an unwavering commitment to product safety and integrity, Sisel offers more than just a compensation plan. It offers a philosophy of Health, Wealth, and Happiness—backed by results.

One of the most significant differentiators is Sisel’s 8 profit centers, which create multiple avenues for earning. This isn’t just about paying more—it’s about rewarding the full spectrum of distributor activity: retail sales, team growth, leadership mentoring, and long-term loyalty. Sisel’s coded bonus structure allows for deeper earnings from team-building efforts, a clear advantage for those who were previously limited by Modere’s retail-heavy focus.

The numbers tell a powerful story. From 2021 to 2024, Sisel saw a 94.4% increase in sales. Year-over-year growth for 2024 alone reached 26.5%, with significant gains in rank advancement, such as a 100% increase in 9- and 10-star ranks. This momentum reflects the demand for better products and the appeal of a plan that financially supports growth.

Sisel also leverages its family-led structure to stay nimble, innovative and focused. With Tom Mower Jr. leading the way, supported by three generations of Mowers, the company continues to expand globally while remaining grounded in its core mission: eliminating toxins, empowering entrepreneurs, and delivering unmatched value.

In a post-Modere world, it’s not just about what you sell—it’s about how you’re rewarded for sharing it. And for a growing number of entrepreneurs, Sisel is delivering on that promise with precision and purpose.

What Distributors Are Looking for Now

Today’s direct sales professionals are more strategic, informed, and digitally savvy than ever before. They’re not just joining a company—they’re choosing a business partner. And with that shift comes higher expectations, especially when it comes to compensation.

Modern distributors are looking for plans that offer residual income potential, fast-start bonuses, global scalability, and most importantly, fairness. Gone are the days of vague commission structures and top-heavy earning models. What people want now is transparency—clear paths to advancement, consistent rewards for performance, and a system that values mentorship as much as personal hustle.

They also expect the brand they promote to align with their personal values. That means clean-label products, ethical sourcing, and companies that reinvest in their communities and teams. In that sense, compensation isn’t just about checks—it’s about culture.

Sisel understands this dynamic well. Distributors are attracted not only to its payout potential but also to its unwavering commitment to science-backed products, family-first leadership, and a global infrastructure designed for long-term success. With in-house manufacturing, a debt-free business model, and a product philosophy rooted in the Mower Mission, Sisel offers something rare in the industry: stability. Thanks to the Dynasty Trust, Sisel is legally structured so it cannot be sold, ensuring that the company remains in the hands of the Mower family and true to its founding values—providing distributors with confidence that their business is built on a legacy that’s here to stay.

In a market shaped by caution and shifting allegiances, trust is the new currency, and companies like Sisel are building it through action, not just promises.

The Future of Direct Sales Compensation

Modere’s influence on the direct sales industry is undeniable. It redefined wellness branding and attracted a new generation to the space, but it also exposed the cracks in outdated compensation models. After its closure, distributors re-evaluate what matters most in a business opportunity.

The future belongs to companies that don’t just talk about empowerment—they pay for it. Sisel International stands out in this new era by offering a robust, multi-channel compensation plan that rewards results, supports leadership, and encourages lasting success. But beyond the numbers, what truly sets Sisel apart is its emphasis on relationship building and ongoing support from corporate to the field. Distributors aren’t treated like numbers—they’re part of a family-backed culture where communication, mentorship, and collaboration are central to growth. Sisel’s leadership team is hands-on and accessible, creating a partnership dynamic that fuels both personal development and team momentum.

As the industry continues to evolve, one lesson is clear: branding may bring people in, but compensation—and culture—are what make them stay.