Transcription
Hi, this is Po Lenar. I'm the CEO of the Dual Life Club, and in this video, I'll show you the entire career plan, the entire marketing plan for Dual Life. Let's begin.
The Dual Life career plan works in such a way that by setting up your account, you get immediate access to your own online store. So from this store, you can send links to register new club members, and you can also send links to your customers. You have the store available in 13 language versions, and you can also operate in Dual Life not only in Poland but actually throughout the entire European Union. We also operate in the United Kingdom, and we ship products to the United States. So you have very broad opportunities.
And in your virtual office, so once you have your account in your virtual office, you have access to all materials, to price lists prepared in various language versions, and there you can also track your results on an ongoing basis when it comes to building your organization.
As for the prices in Dual Life, by becoming a club member, you gain access to club prices. These discounts reach up to 30%, so you buy at the lowest prices possible. Meaning, as a Dual Life club member, you buy all products at the same prices that I buy them for, for example. However, your first order, the so-called registration order, is made at the price of a so-called preferred customer, the first order price. This is the intermediate price between the retail price and the club price.
Next thing, you gain access to club prices if you make your first registration order for at least 250 points, 250 coins. When converted to zlotys, it's approximately 500 to 600 zlotys, depending on a variety of different factors. You can verify this information by analyzing which specific product packages can be ordered with your first order. However, I would personally always recommend registering for at least 500 points because then you will gain full access to all incentive programs, all bonuses, and commissions you're entitled to. And you also get for free one product worth over 100 zlotys. So, it is truly and definitely worth the investment.
And now, monthly activity in the marketing plan has two distinct and different levels. First, we have the club level, which is 500 points. This is the activity level that the vast majority of Dual Life club members do because it entitles us to all bonuses and all commissions you're eligible for. So, you do those 500 points. At the moment, if you're a club member, such a purchase, depending on which products you choose, of course, is in the range of 900, 1,000, 1,100 zlotys, depending on the products you choose. You can do the activity for your own needs. But if you resell products to customers, it also counts towards your own activity. You can simply resell some of these products or recommend them to others. We also have what's called a consumer level. Sometimes individuals who are just embarking on their journey begin at this consumer level and then later they transition upwards to club level activity.
Moving forward, we have the settlement period, which is the specific time when we collect points and orders, followed by the settlement and commission payout. At Dual Life, the settlement period officially commences on the 16th of the month and concludes its cycle on the 15th of the following month. So, as in this example, the settlement period starts on April 16th, ends on May 15th, and consistently and without exception, the commission payout is officially scheduled to take place on the 30th day of the month. We have this 14 to 15-day period because in the European Union and Poland, the existing legal framework grants customers the legal right to return products within a period of 2 weeks. So after those 15 days have passed, the company finally determines the final and confirmed status of every order and if there were any returns. It rarely happens, but it can happen. And then your secure personal virtual wallet is always automatically credited and updated with the commission, which you can conveniently use for your future needs later on. You can use the commission for significant discounts, as you can use 90% of your total earnings to make your upcoming shopping purchases on the platform. You also have the option to settle your accounts via a formal invoice or choose from several other convenient ways to receive your commission payments. We will be sure to cover all of those specific details in a completely separate video tutorial for you, of course. However, the settlement period is consistently structured to run from the 16th to the 15th. And all orders placed during that specific designated time frame, regardless of the volume, are counted toward that specific settlement theory. So, when we reach the very end of the cycle, exactly at midnight on the 15th of the month, every single one of your points will reset back to zero, and then we begin the process of accumulating points all over again for the next period.
Additionally, here at Dual Life, we have what we call loyalty bonuses. If you make regular purchases, for example, once you have earned a total worth of 500 points, you will start to receive a variety of extra freebies and special rewards every single month. This is absolutely great because it actively encourages people to shop on a regular basis, as it means you can look forward to receiving extra bonuses every month. And then after you reach the third month of participation, the bonus you receive becomes really significant and much more valuable than before. So it's an exceptionally powerful and beneficial feature that significantly enhances retention, builds long-term loyalty, and effectively boosts order renewals at Dualife.
In a moment, I'll go over the entire career plan from start to finish, from the entry-level positions to the top ones. I'll show you how commissions are calculated, what to watch for in the marketing plan, and which elements are most important for you. The marketing plan is actually quite easy to understand at first glance. Of course, there are a lot of numbers here, but once you get it, and above all, you know how to start taking action and how to build your organization effectively, then everything moves forward smoothly and quickly.
In addition to the marketing plan, we also have incentive programs. Right now, one particularly effective and highly beneficial incentive program that is currently functioning exceptionally well is active and fully available all the way through 2027 until the end of January of 2027 is the active recommendation program. And the active recommendation program operates in a specific manner so that if you are an official club member and you actively refer and recommend new club members, meaning you invite these people to join you through your own personal referral link, so it becomes perfectly clear to the system that you invited them, then you will receive an extra financial commission bonus depending on the specific orders these people placed. And for example, if you bring in your first three people, 500 points, you receive an additional bonus of 300 bonus points, which is exactly 300 zlotys. BP or bonus points in Poland are converted one to one into zlotys. In other countries, they are converted accordingly into euros, pounds, dollars, and so on. For us, bonus points are simply zlotys. If, for example, you acquire five people in a given settlement period, you get an extra 750 zlotys from just this one incentive program.
How exactly do we earn in this marketing plan? First of all, the very first commission you get is the initial commission from what is specifically called direct sales, resale. So if you have a product and you resell it to a customer at the retail price, the difference between the club price and the retail price is added to your account, the net amount, of course. So if you have your own online store, as a specific example, and you provide a potential customer with a direct link to make a purchase, and they buy through your link, then that difference between the standard retail price and the club price is automatically credited directly to your personal account. You can also, of course, recommend products in person, simply by having them physically in your hand.
The very next important element, which is a key part of the marketing plan and is applicable to each and every one of the club members regardless of your current career level, is the so-called share bonus. And this share bonus is distributed to every single person who is active, who recommends new club members, and who has also reached a specific designated position in the career plan. So, for example, if you reach the very first position in the career plan, which we will talk about in just a brief moment, such as group leader, you immediately get one full share in this monthly bonus. The company allocates 5.12% of global turnovers specifically for these bonuses. But if you successfully recommend, for example, one or two brand new members to the Dual Life club, you will automatically receive another share. If you recommend three or four people, you get the next share. Five or six people, the next. And in total, you can get up to six shares: five for recommendations, one for your position. These shares, of course, tend to fluctuate and change depending on the company's turnover and the total number of shares there actually are to divide. At the moment, such a share currently averages at approximately 150 zlotys. So, the more active you are and the more people you recommend, the greater the amount of this specific bonus, this premium, you can get for yourself.
Next up, the commission from the career structure. All the promotions we'll talk about in a moment are realized primarily within the so-called career structure. And the career structure really starts from the team leader position, where you have 6% of the turnover of the team you start, up to global president, where we have 30%. And in a moment, I'll be showing that, of course, the career structure looks like this. You can, for example, start building your organization from these three groups. So you have the first three people and start building your organization, then you bring in more people, for example, deeper down.
Furthermore, and in addition to this, running alongside and parallel to the career structure, there is what is commonly referred to as the discount commission, which we frequently and traditionally refer to as the recommendation commission. It stems from the fact that by actively constructing and developing your career structure, automatically every single one of the individuals you personally recommend, meaning those from your own registration link, they will all be positioned immediately and automatically under you in the discount structure. So, as you can see in this example, on the first level, there are always all the people that you personally recommended. Regardless of where you place them in the career structure, I'll draw it out in detail in a moment to explain it. Then, each of those people you recommended, they can also recommend their friends, acquaintances, partners. And each of those people is then in your second career line. So if person number one recommends, say, three people, then they are in your second line of recommendations, and it works analogously all the way down to the fifth level. From the first level of the discount commission structure, you get 4%, from the second 4%, from the third 3%, from the fourth 3%, and from the fifth 3%. So in total, we have 15% of the so-called discount commission.
Now let me show you exactly how it works. I'll try to draw it up. So, let's go. Let's imagine that here is your career structure, career, and here we have the discount structure, and it works like this. If this is you, and you recommend, for example, your first three people here in the career structure, these individuals are suggested and recommended from your own referral link. And let's say you have a fourth or even a fifth person and you'd like to place these people deeper into your career structure. So you place them, for example. But let's always remember that every single one of these specific people in this example was recommended personally and directly by you. If that is the case, all these people recommended by you will be positioned directly underneath you in the discount structure. So within this discount structure, you will have a total of five people: 1, 2, 3, 4, 5. So it is truly remarkable that by strategically developing deep layers in your career structure, you are also expanding your horizontal reach because the system accurately tracks exactly who recommended these people and it rewards you for it. So you can help by building the structure deep for your partners, but at the same time, you're also helping yourself because you're building a structure called the discount or referral structure, as we call it.
And now I'll show you one more example. Let's assume this is person number one, two, three, four, five. And let's imagine that, for example, person number four also started developing their organization and introduced, let's say, three people. So if we also have these people analogously in the discount structure, 1, 2, 3, 4, 5, and person number four introduced three new people, but specifically from their own unique link. Those were their direct referrals. That person acquired them. Then those people are in the second line of your structure, your personal discount structure. So it's really a great thing for everyone involved. And if we consider, for example, now, let us imagine that person X, let's say this is person X, the one who is here at the very bottom of this fourth leg, the specific individual also started recommending here. Then these three specific people will be positioned in your third line within the discount structure. And what is also very important to understand, it is certainly worth noting that if, for example, person X were to recommend a person D, so they would place a person, let us imagine for a moment here in their fourth line, but it's from their referral, from their link, then this specific individual in the discount structure, they'll appear for you as the fourth line because these are every single one of the people in the discount structure recommended by person X. So I think it really functions in an incredibly effective and great way. Look, this is your first line, second, third, and here we still have the fourth. We even have a fifth line. And the system pays us in such a way that here you always get 4% of that turnover paid out every month. Four, four, three, three, three. This is the discount structure.
How does the career structure reward you? I'll discuss that in greater detail in just a moment, including how these percentages are calculated, how the structure should be constructed and organized, and what specific requirements and conditions must be met to advance here to the next positions in your career.
Moving on, it's also worth remembering that in the discount structure, a so-called compression mechanism operates. What does that mean? Essentially, what this means is that if one of the people in your discount structure fails to complete their required monthly activity, for example, if they don't place their order, the system automatically shifts the entire organizational structure upwards for the specific purpose of calculating your commission. And that means you will always be guaranteed to receive a full commission payout from your entire discount structure. So it doesn't matter if the person you recruit actually shops regularly, or if they later forget about making purchases, or even if someone leaves the organization, you will still receive payments deep down from all of those people who are positioned below them.
And now we're moving on to the career structure. What do you need to do to advance to the first position in the career structure? To advance to the group leader position, which is the first position, you need to have three lines of 500 points each. So, three active lines. An active line is defined as a line in which we have a minimum of 500 points. And then we successfully progress forward to the group leader position. We do our own monthly activity, our own personal order, and we personally introduce and bring in our first three people. Once these specific steps are completed, we are officially at the group leader position. It is also extremely important to keep in mind that within the career structure, every single point generated from your entire organization counts for you. So if in one specific group, in one line that you are building, you have, for example, a network extending 500 people deep, and there are tens or even hundreds of thousands of points, absolutely all of those accumulated points will count toward your career advancement as well. So here, every single point counts for you. There is no restriction or limit to the number of levels deep within the system, and that is the very first foundational level in the career structure. Such a group leader, of course, earns a commission from the margin. So that commission from those first orders, if that person has just registered those first three people, they earn a discount commission. So in this case, these three people are on the first line of the discount structure, which is 4%. They also earn from this share bonus, which is for people who recommend and for people who reach a position. This is already the first position in the career structure. So there's definitely one share. In addition, there are three more people. So there will also be three shares from this share bonus right here. Plus money from the active recommendation program, which I also mentioned earlier. But let's move on because it gets much more interesting from here.
Oh, here we have that exact calculation shown. The next position is junior team leader. And to become a junior team leader, you have to successfully satisfy a specific set of requirements, which are three active lines. Three lines where each has at least 500 points of volume, and achieve the total necessary sales turnover. In this example, it's 3,000 points. You should maintain your own business activity and have the necessary amount of annual turnover. Maybe I will also show this to you with a clear example on my tablet. So, let's go back here briefly. Let's go to the next page together and examine exactly what that scenario might look like in practice. Let's assume this is you, and you're building your structure. This structure is developing somewhere over there. More people are appearing. You have your own activity done. It could be something like this, for example. Of course, this structure might also look a bit different. It doesn't matter at this point. But what do you need to do to get promoted? If, for example, you want to be promoted to the position of junior team leader or JTL. The first condition for promotion is this. Condition number one is your own activity. We have that condition met right here. The subsequent requirement is exactly three active lines. And an active line is a line that has at least 500 points. So in this example, this is your first line. This is your second line, and this is your third line. And in total, each of these lines must have at least 500 points done. And here we have at least 500 points. Here we have at least 500 points. Here we have at least 500 points. Yes. So this is like that third condition. Then a given line is active. If these people registered and are doing 500 points, well, there's much more than 500 in this whole line, right? In this line, there are probably more points, too. If it's three people at 500, that's 1,500 points. There could be more here too, but that's the condition for promotion. The third condition is turnover, meaning the turnover of the entire structure. For a junior team leader, the required turnover is at least 3,000 points. Additionally, please note that any personal orders you place yourself, for example, those 500 points, will also count toward the total points required for your next promotion. So, for example, to be promoted to junior team leader, theoretically and practically, it would be enough to have five people in your structure who do 500 points plus your own 500 points. And we have at least 3,000 points, right? So that's how it works. And then the fourth essential condition to consider is what we call the 60/40 rule, which is the so-called balance rule. The point is to develop at least three legs relatively evenly. If you want, you can even have a fourth group. You can start one. I would personally recommend focusing on three groups during the initial stages because in my experience, it is truly the most effective approach. The 60/40 rule. Well, you can't get promoted with only one group built. You must have the others, too. So, if, for example, this one is quite strong, then in the other groups you're building, plus your own order, you must have at least 40% of what's needed for promotion. Yes. So, if the main leg does 60 or more than 60, then in the others, you must have at least 40% of the points required for promotion. And then that promotion is credited to you.
And now please take careful note of the following. These are all the essential promotion requirements and conditions needed which must be met to successfully advance through the ranks all the way to the general director position, which is a very high position in the career plan. What's remarkable is that look, in this career plan, you don't need to have people in specific positions in a given leg. You don't have any complicated conditions. The promotion conditions are simple, easy, and logical: personal activity. So, we always do those 500 points anyway. Three active lines. If you're building a structure, you always have three active lines of at least 500 points each. Turnover depending on the level. So, for a junior team leader, it's 3,000 points. To advance to a higher position, a larger turnover is required, which we'll talk about in just a moment. And the 60/40 rule, which is always needed. So, the point is to develop, for example, these three groups relatively evenly. These are all the specific conditions needed for promotion up to the general director position. So it is highly beneficial for you to keep this information in mind.
Let us now return our focus once again to our presentation. The next level to discuss is team leader. To successfully advance to the team leader position, you need a minimum requirement of 5,000 points. And here, from team leader, the calculation also begins of commissions from the career structure. So here we already have 6% from the so-called career structure we're building.
Next, next, I'd like to talk about incentive programs because we also have an incentive program called Fast Start. If, for example, during your first settlement period, you reach the position of group leader, you receive an additional 150 zlotys. If you reach the position of junior team leader, you get an additional 300 zlotys. Team leader, 500 zlotys. Junior manager, 1,000. Here you have the required number of days from registration within which you need to reach a given position. In total, there's almost 4,000 zlotys to be had, which is 3,950 bonus points. This is for people who actually want to start acting dynamically and grow their team.
The next position is junior team manager. Junior manager. To become a junior team manager, you need to have a turnover of at least 10,000 points. The other conditions are the same. Here, from the career structure, we have 10%. The next position we will discuss is that of regional manager. And to successfully become a regional manager, you need to have accumulated a minimum total of 40,000 individual bonus points. And a regional manager has a commission from the career structure of a significant rate of 18%.
And now I want to show you precisely how each of these specific percentages in the career structure work. So let's go back to drawing on the tablet. And now let's imagine a situation like this. Currently, you are serving as a regional manager, who has a full 18% commission rate. You know your structure is obviously much larger now. It's more developed. I won't individually illustrate all the people who are in your organization here because there are a significant number of them at this current stage. But how exactly does the calculation of these 18% work? So let's imagine for a moment that you are currently serving as a regional manager. But in this specific leg of the business, for example, right here, there is an active team leader. As we all remember from our previous training, a team leader earns a 6% share from the overall career structure. So considering this specific scenario, how much will your total commission be from this entire organization under this particular team leader? It works on the principle of the difference. So if you have 18% and he has 6%, the difference is 12%. So you have a 12% commission from the entirety of the constant and total annual turnover. If, however, let us consider a hypothetical scenario where here this structure extends significantly deeper into the foundation and so on, but here you have a specific position, for example, a junior team manager. Here is a junior team manager, as we recall, a junior team leader has 10%, right? So then 18% minus 10% is 8%. And from all that turnover under them, you earn, you earn a total of 8% from the career structure. But here is a very crucial point that you need to understand. If in these other branches right here, where I am marking out for you right now, there aren't any people in the career plan yet. Meaning that not a single person has reached at least the team leader position. Then from all of this turnover here, you will earn 18%. So that's how it works. It works on the principle of these percentage differences.
But let's consider another example immediately after this because from regional manager on, there's another exceptionally well-designed and structured bonus in commission. This is particularly beneficial for people who have one very strong group while the others are significantly less developed, and they are in the position of, for example, regional manager. Let's look at this example. Regional manager. The manager has 18%, right? And let's assume that his structure is strong, but it is currently not yet sufficiently well-developed in these specific areas. One group is strong, and the others are still a bit weak. And let's assume that such a regional manager also oversees another regional manager within his own hierarchical organization. So here you are a regional manager, and you have a regional manager in your organization. Theoretically and practically, it should look like this: you're already promoted to a higher position because if you have a regional manager here, and as we know, a regional manager does at least 40,000 points, then all those points, they also count toward your level here, right? So you also have 40,000 points plus those other points plus points from those sidelines. So if you build the structure fairly evenly, you should already have the senior manager position. If you don't have it yet, it means that here these lines are a bit too weak. And now, if you currently hold the position of a manager, you have a commission rate of 18%. And you also have a regional manager within your specific organizational structure. In that particular case, he also has a commission rate of 18%. So 18% minus 18% results in a net difference of 0%. Which is correct, isn't it? And in most marketing plans, that's how it would look. So you don't earn from such a structure. Then it's a so-called cut-off. It rarely happens, but it happens in the case of people who have one strong line and don't simultaneously develop their other groups very much. However, in Dual Life, the remarkable advantage of this marketing plan is that you will continue to generate earnings from this group anyway, even though it is at the exact same rank or level as you. Because starting from the regional manager position, something called an equalization bonus appears. Bonus audio equalization. And it operates in such a specific way that if you have someone at the same level as you, like here with manager and manager, you will still receive your payment anyway, a full 2% commission from that regional manager's total turnover. So you get paid 2%. So you get paid 2% of 40,000 points. What would happen if instead of a regional manager, there were someone in a higher position here? If they are at a level that is even higher than your current one, such as in the position of a senior manager, then the equalization bonus would also be paid out to you. However, the rate would not be 2% but rather 1.5%, but of course, from a much larger turnover because the senior manager's turnover is twice as large. If you had a regional director working under you here, specifically someone positioned three levels higher than you are, you would still continue to earn commissions because the marketing plan will provide you with a payment of 1% of their total monthly turnover. But of course, from a turnover that is also significantly larger. Even if you had someone in the position of national director here, so four levels higher in the career plan than yours, the company will still pay you 0.5%. And that is exactly the equalization bonus, which makes it really worth helping every person in your organization. Even if someone were in a higher position, you still always earn. Of course, your task is to strengthen those sidelines of yours so that they also go up, because then you will always have a higher position and you will always earn normally from the career plan. But even if it happened that for a moment someone is in the same position as you, you still earn something from it because there is the so-called equalization bonus. I hope this is clear, and we can move on to the next part.
As a regional manager, you can also take part in additional incentive programs. So the car program officially begins at this stage, which I will explain in greater detail in just a moment. There are also travel and training programs starting. Top Leaders Night, Founders Club. So, some really interesting incentive programs are beginning, which I will mention again in a moment.
The next position is senior manager, where you also have an equalization bonus. At this stage, you already have 21% from the career structure. But remember that all the time, at every level, by recommending new people, you could also get a bonus from that share bonus, specifically from active recommendation. So you have many different methods to increase your total income if you are an active person, especially if you are someone who takes action and recommends new partners.
The next level is regional director. As a director, you already receive additional bonuses. Starting from regional director, there's the so-called rent-a-car bonus, where 0.5% of the company's global turnover is allocated for all directors. And here, this bonus also starts from the regional director level. If you're a director, there's also the so-called matching bonus, which I'll discuss in a moment. So, you get additional additional bonuses that start here. The required turnover here is 160,000 points. Next, we have national director, 320,000 points. Another percentage for the rent-a-car bonus. A deeper matching bonus. Truly phenomenal things. International director, another 1% for international directors and above. The matching bonus reaches three levels deep. And general director. The career structure commission is now 28.5%. So it's a truly great, high, strong position that allows you to achieve many goals and dreams. And that's what your career looks like.
Above the director level, we also have presidential positions. We have vice president, president, and global director. However, there are a few more important things. An important element in the marketing plan is the so-called grace period. What does it mean? If you successfully achieve a specific leadership position, say regional manager, then for the next three settlement periods, which is for the next 3 months, you will be fully compensated and rewarded as a regional manager, even if the points required for that regional manager position were actually a bit lower than the standard threshold. If you are, for example, a national director, you have 8 months of grace period. So by reaching the national director position once or renewing it, you're compensated as a national director for the next 8 months. This gives you the space to stabilize your organization and strengthen your teams to prepare for further growth. We know that business involves fluctuations, so you might have more points one month and a bit fewer the next, depending on the season. Thanks to the grace period, you can operate and work with peace of mind. From international director and above, you have as many as 12 months of grace period. Something truly fantastic.
The specific equalization bonus or the so-called equalization premium I previously mentioned in our discussion is a bonus paid if you have people at the same level as you, and depending on your current level and its height. This detailed table clearly illustrates exactly what percentage amount you'll receive. We also have rent-a-car bonuses. The higher the position, the higher the percentage of these rent-a-car bonuses we receive. For example, a regional director participates in the share for the director, regional, national, international, and general. So this translates into a significant portion of income. What does this mean? It means that since we have a substantial rent-a-car bonus program, it's really worth supporting every single person and helping each other because if the whole company grows, every individual stands to gain significantly from it. And you can truly realize many of your personal plans, goals, and investments while leading the ideal lifestyle you have always dreamed of.
And now for the matching bonus structure. This is a bonus that I think is highly significant and worth discussing in detail. Especially important for people who plan to build a substantial and successful business here, want to earn very high commissions, and build an organization where there will also be many successful and high-earning leadership figures. How does it work? If you are a professional director and through your personal recommendation, more directors appear in a given line, you will also receive an additional bonus from their total earnings. So, the more your directors earn, the larger this bonus is. How is it worked? I'll show this perhaps using a simple drawing. So imagine that you are, for example, an international director, and you have in your organization several lines that you started, and for example, somewhere at some level in these lines, for example, here a national director appears, and below them somewhere deeper, a director, regional, and under that regional director, there is yet another regional director. Meanwhile, in the second line you're currently developing, there's also a national director. Below them is a regional director, and in the third line, you have, for example, yet another regional director in that position. At this point, the company, in addition to all those bonuses we've talked about so far, pays you an additional bonus called the MB bonus or matching bonus. How's it work? The first director in a given line is in your first recommendation line. So, this is your first director in this line. This is the second director in this line. And this is the third director in this line. An international director reaches down as far as three levels with a matching bonus. And from this very first director that you have, you will receive a substantial performance bonus of 30% of their total monthly earnings generated from the career structure. This director is positioned directly below you in the hierarchy. So you will receive 15% of their total monthly earnings from the career structure. This one is even lower. You receive 10% of their earnings from the career structure. In the second line, this director is the first. So here you have 30%. From this second one, you have 15%. And from that, you get 30%. So it's truly worth helping people, worth recommending, and worth taking action because you're very well paid for it.
But now let's look at an interesting example. If, for example, in this specific line you recommended, you recommended not only here but elsewhere too. Let's say the first person, but you also recommended another person deeper down. For example, from your recommendation, a person appeared here from your link, and under that person, for example, a regional director also appeared further down. So, see, he's somewhere deep here. This regional director appeared. So, at this point, this person is in your first line in the matching bonus structure, and you have 30%. So you have 30% here, 15% here, and 30% from this because you started a new line where this director appeared. So you see, it functions incredibly effectively, and it is highly beneficial to assist other people to also advance to the next levels in the professional career advancement structure because you are quite literally receiving even higher compensation for it through the matching bonus system. I hope that this inspired you to think on a large scale, to build a powerful international organization, because this plan is simply brilliant.
From regional director, you can also work on so-called additional numbers. The higher the director position, the more of these additional numbers you can have, or so-called clones, which you can place anywhere in your structure. We also have what we refer to as a car bonus. So you can receive extra financial compensation for the regular use of your own private car, or one that you currently have on credit or lease. You can also receive a car from the company. So you drive such a car, you simply pay only for fuel. You don't pay for the insurance of such a car. You use it, then you return it, exchange it for a new one. So we have two such programs to choose from. And quite a few of these cars have already been issued in our organization. Even in the organization that I started historically, over 300 cars have been issued for leaders. So it's something truly fantastic.
Every year, we also meet on Dual Life trips in various beautiful countries, starting from the specific manager position. These types of programs begin to take shape where you can spend your time among people who have a very similar approach and a similar way of thinking. Once a year, Top Leaders Night also takes place. Such events are held in January. Beautiful, wonderful gala where we dress in elegant outfits, spend time together, resulting in truly amazing moments, photos, and memories. And for the best, we also have the Dual Life Founders Club program, where people who reach, for example, the director position for the first time or advance to a higher director position can take part in such a cruise on the Mediterranean Sea. These cruises take place in Croatia. We start in Split, then we visit various small islands. There's a private chef there. It's truly luxurious. I've already been many times on, I've been a participant in this program on numerous different occasions, and I wholeheartedly recommend it. You can spend quality time among people who, just like you, follow their dreams. You can talk to the board and create a vision for your future strategic plans and your next achievements.
However, how to start? What's the best way to start? If you're someone who's just starting out, just beginning, and wondering how to get started, I'll tell you what to do. First of all, I recommend registering by buying yourself a Detox Plus set. Detox Plus. This is one of our very best sets. Its effect is truly brilliant. In separate materials, we explain exactly how to use it. And this set has 500 points right away. If you start and register with this set and bring in, for example, just your first three people who also buy this set, then your total commission, I won't calculate it all here. You have it all calculated here on this slide, can be as much as 1,860 zlotys net by bringing in just the first three people to buy such a package. So, you see that right from the very beginning, from the very start, you're earning really great money. If you personally, for example, in your first month, get five people who also order such a package, then your commission will be as much as 3,650 zlotys net. You can, of course, place these people anywhere in your career structure, developing, for example, those three lines of yours. If you were to get 10 people, that's 7,350 zlotys. You can do this in your very first month, and you can even earn much, much more because I know there are people who in the first month get 12 or 15 people by recommending. So you see that this plan is truly lucrative, fair, offering huge opportunities both for people who are starting out, as you see in this example, but also for people who will build powerful international organizations. It provides a stable, recurring source of income and a wonderful lifestyle.
Thank you for your attention. Best regards. See you in the next materials. Bye.