Five income streams — from your first retail sale to leadership bonuses.
The doTERRA compensation plan has five income streams. Understanding each one — what triggers it, how it is calculated, and when it pays out — is fundamental to building with intention.
Retail Sales
You buy at 25% wholesale. You sell at retail. The difference is your retail profit — paid immediately at the point of sale. Most members do not actively pursue retail sales — they prefer to introduce people to a wholesale membership instead.
Fast Start Bonus
Paid during the first 60 days of a new member's enrollment. As the person who enrolled them, you earn a percentage of their purchases: 20% in month 1, 10% in month 2, 5% in month 3. This rewards active introduction of new members and front-loads income for new leaders.
Power of 3
A team bonus paid when you have three personally enrolled members who each have an active LRP order of 100+ PV. When three of your team members also achieve Power of 3 themselves, the bonus increases. This reward structure encourages depth and duplication.
Unilevel Commission
The main long-term income stream. Paid monthly as a percentage of the volume generated by your entire team — up to seven levels deep. Percentages vary by rank. This is the income that grows as your team builds their own businesses.
Leadership Performance Pool
Available to top-ranked leaders. A share of doTERRA's global revenue is distributed among elite ranks. This is the income stream associated with the highest earners in the doTERRA model.
The compensation plan rewards duplication, not personal effort. You can personally generate 500 PV per month and earn a modest income. Or you can teach 10 people to each generate 100 PV — which creates the same volume but with a team that can continue to grow without you. This is the structural reason why building other leaders matters more than personal volume.