For years, Modere stood firmly at the crossroads of modern wellness and direct selling. The brand built its niche by offering clean-label products and a sleek, lifestyle-driven identity. Health-conscious consumers and entrepreneurial influencers quickly connected with its fresh approach.
Furthermore, Modere used streamlined, minimalist branding to shift expectations across the wellness industry. It moved the focus from traditional network marketing toward a gig-economy style model that felt modern and aspirational. In this article, we explore the legacy of Modere’s evolving direct sales compensation structure.
However, when Modere shuttered operations, it left more than empty shelf space in online stores. It also left uncertainty for thousands of distributors who once embraced its ethos. Many believed the business opportunity never fully delivered on its brand promise.
Consequently, Modere’s closure now pushes the entire industry toward reflection. Evolving direct sales compensation has become essential for meeting modern distributor expectations. Today’s distributors want more than modest side-income potential; they expect sustainable and meaningful rewards.
Looking ahead, new companies are writing the next chapter of direct sales. They recognise not only what distributors want but also what they truly deserve. As a result, evolving direct sales compensation now defines the most critical conversation in this post-modern landscape.
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 failed to recognise 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 recognised 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 shifted dramatically over the last decade. Distributors no longer accept limited commissions and unreachable milestones. Instead, they demand transparency, faster earnings, and a more straightforward pathway toward long-term financial security.
This evolution reflects 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. Evolving direct sales compensation has now become central to meeting these expectations.
As a result, companies are rethinking compensation structures across the industry. They are moving beyond outdated binary plans and rigid matrix schemes. Instead, they integrate affiliate-style perks, fast-start bonuses, coded pay systems, and global profit-sharing. These layered incentives reward both immediate action and sustainable team growth.
Another significant trend involves hybrid earning models. These plans combine downline commissions with customer sales, leadership bonuses, and global pools. The approach creates a dynamic income environment where effort and results connect directly. Consequently, slow and delayed rewards are being replaced with opportunities for meaningful income from day one.
Today’s thriving companies understand what success requires. They offer choice, fairness, and substantial performance rewards. By contrast, Modere’s legacy plan never fully aligned with evolving direct sales compensation needs.
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 provides a philosophy of Health, Wealth, and Happiness, backed by results.
One of the most significant differentiators is Sisel’s eight profit centres, 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.
