QUANTAIRA Compensation Plan Explained: Where Is the Actual Compensation Plan?

What do QUANTAIRA members really earn? How do the referral rewards work? And why is it so difficult to find a complete compensation plan?

QUANTAIRA is being promoted as an AI-powered automated trading platform, with an additional opportunity for members to earn rewards through its community referral programme.

That combination naturally attracts interest.

People want to know whether they can earn money from their own trading account, whether they can earn additional income by introducing other members, and whether building a larger referral network can generate recurring commissions.

But there is a fundamental problem.

Where is the complete QUANTAIRA compensation plan?

I have looked for a publicly available document that explains the full payment structure, including commission percentages, qualification requirements, referral levels, downline calculations, payment conditions and worked examples.

I have not found one.

There are promotional statements, references to community reward pools and explanations of the proposed fee structure. However, these do not amount to a complete compensation plan.

That matters. Before anyone promotes a business opportunity, they should be able to explain precisely how the money is made and how payments are calculated.

This article examines what can currently be established, what has been claimed, and what remains unanswered.

1. What is the QUANTAIRA compensation plan?

QUANTAIRA appears to combine two separate activities:

1. Automated trading using technology supplied by EndoTech.
2. A referral-based rewards programme through which members may qualify for a share of designated bonus pools.

The first activity concerns trading performance.

The second concerns the distribution of money to members who participate in promoting the platform and developing an organisation.

These are not the same thing.

A person might use the trading platform without introducing anyone else. Another person might introduce several members and build a referral organisation.

The important question is how the second activity is rewarded.

The public material refers to community rewards funded from trading-related fees and profits. However, it does not provide enough information to calculate what an individual member will receive.

2. The 15% trading-profit reward

One of the figures appearing in QUANTAIRA promotional material is 15% of trading profits.

The October 2026 launch material describes a reward arrangement in which 15% of global trading profits is allocated to community bonus pools.

This is potentially significant, but the percentage alone tells us very little about individual earnings.

Consider the questions that need answering:

• Is the 15% calculated from gross trading profits or net profits after all costs?
• Are losing trades deducted before the pool is calculated?
• Are operating expenses deducted?
• Is the pool distributed equally or according to a formula?
• Does a member’s personal trading balance affect their entitlement?
• Does referral organisation trading volume determine their share?
• Are there different bonus pools for different levels of participation?
• Is there a maximum payment per member?

Without these details, nobody can reliably calculate an individual’s earnings.

For example, if the community pool contained £100,000, that would not mean each member receives an equal share. The actual payment would depend on the allocation rules.

Those rules need to be published.

3. The 60% trading-fee reward claim

Another figure appearing in promotional material associated with the QUANTAIRA launch is 60% of trading fees returned to the community.

This claim deserves particular attention.

It is not enough to say that 60% of fees are returned. Members need to know:

• Which fees are included?
• Are these exchange trading fees, platform fees or another category?
• Who actually receives the money?
• How is the 60% divided?
• Is it distributed according to individual trading activity?
• Does referral organisation volume determine entitlement?
• Is this a separate reward pool from the 15% trading-profit allocation?

There is also a question about how this claim relates to the 30% performance fee described in the October launch material.

The two figures should not automatically be treated as parts of one confirmed compensation formula. The published promotional statements do not provide enough detail to reconcile them.

Until QUANTAIRA publishes a definitive explanation, members should not assume that the 60% reward is a guaranteed or individually calculable commission.

4. The 30% performance fee and promoter bonus pool

A further detail reported from the October 2026 launch webinar is a 30% performance fee on trading profits.

An independent report discussing the webinar describes half of this fee being allocated to promoter bonus pools.

This would explain the reference to 15% of global trading profits:

• 30% is the stated performance fee.
• 50% of that fee is reportedly allocated to bonus pools.
• This would represent 15% of the trading profits used in that calculation.

That is a possible explanation of the figures, but it still does not explain how the bonus pool is divided between individual members.

It is also important to distinguish a fee from a commission.

A performance fee is a charge associated with trading profits. A promoter reward is a payment made to qualifying members from a designated pool.

They are different transactions, and the contractual documents should explain both.

5. How does the referral system work?

Public launch material indicates that members join through a referral link supplied by the person who introduced them.

The launch webinar has also been described as presenting a monthly bonus-pool arrangement linked to trading volume within a member’s organisation.

This suggests that the referral organisation has a role in determining rewards.

However, there is a major difference between knowing that organisational trading volume matters and knowing exactly how it translates into income.

For example:

• Does a personally referred member contribute more to your reward calculation than someone introduced several levels below you?
• Are there multiple referral generations?
• Is the system binary, unilevel or another structure?
• Is there a matching bonus?
• Are payments based on the total trading volume of the organisation?
• Are members required to maintain a minimum personal trading balance?
• Does a member need to introduce a minimum number of people?
• Are there monthly qualification requirements?

I have not found a complete public document answering these questions.

It would therefore be misleading to describe QUANTAIRA as having a confirmed binary, matrix or multi-level commission structure without the actual plan.

6. Does QUANTAIRA have ranks and levels?

Interestingly, the October launch webinar has been described as saying that the rewards programme has no ranks, levels or upfront commissions.

If that description is accurate, it would distinguish the proposed arrangement from many traditional network-marketing compensation plans.

However, the absence of ranks does not necessarily mean the absence of organisational qualification requirements.

A programme can operate without named ranks while still calculating payments according to referral organisation volume, activity or other criteria.

The exact formula matters much more than the terminology.

Members need to know whether a small organisation can qualify for rewards, whether larger organisations receive a greater share, and whether there are minimum conditions that must be maintained.

7. How much could you earn with 10, 50, 100 or 1,000 members?

This is probably the question most prospective promoters want answered.

Unfortunately, it is not possible to produce reliable earnings projections from the information currently available.

To calculate income from a downline of 10, 50, 100 or 1,000 members, we would need at least:

1. The precise percentage of the reward pool allocated to each member.
2. The method used to calculate organisational trading volume.
3. The rules governing referral generations.
4. Any personal activity or qualification requirements.
5. The total fees and profits from which the reward pool is funded.
6. The payment frequency and any applicable caps.

Without those figures, any table showing projected monthly earnings would be speculation.

For example, claiming that 100 members could generate £2,000 per month would be meaningless unless the underlying calculation could be demonstrated.

A large organisation does not automatically translate into a large income.

The amount available for distribution, the trading activity generated and the member’s position under the reward formula all matter.

A genuine compensation plan should allow members to calculate potential payments using published rules, rather than relying on earnings illustrations supplied by individual promoters.

8. Is this a traditional MLM compensation plan?

There are similarities with network-marketing models because members are introduced through referral links and organisational activity appears to influence reward eligibility.

However, the available information is insufficient to classify the precise compensation structure.

The critical question is where the money distributed to promoters originates.

If rewards are funded from actual trading-related fees and performance fees, the plan should explain how those amounts are collected and allocated.

It should also explain whether rewards depend on:

• The number of people recruited.
• The trading balances of referred members.
• The trading volume generated by the organisation.
• The actual profits generated by the trading system.
• A combination of these factors.

This is not a minor technicality.

A referral programme funded by genuine external trading revenue is different from one in which rewards depend primarily on new participants bringing money into the system.

The compensation documents should make that distinction transparent.

9. The questions QUANTAIRA needs to answer

A company asking people to promote its platform should make its compensation arrangements understandable.

At a minimum, I would expect to see a formal document answering the following questions.

The reward pool

• What percentage of revenue is allocated to the community?
• Is the 15% figure based on gross or net trading profits?
• What exactly does the 60% trading-fee statement mean?
• Are these separate pools or different descriptions of the same arrangement?

Individual earnings

• How is each member’s share calculated?
• Does personal trading volume count?
• Does downline trading volume count?
• Are there different referral generations?
• Is there a maximum monthly payment?

Qualification

• Must members maintain a minimum account balance?
• Must they actively trade?
• Must they personally refer other members?
• Are there monthly qualification conditions?

Payments

• How frequently are rewards calculated?
• When are payments made?
• In which currency?
• Are payments made to the member’s exchange account or another wallet?
• What happens when a member leaves the programme?

Legal and contractual terms

• Which legal entity is responsible for paying rewards?
• Which jurisdiction governs the compensation agreement?
• What happens if the trading platform changes its fee structure?
• Can the company change the reward formula?
• What happens to accrued but unpaid rewards if the programme ends?

These are reasonable questions. They should not require a prospective member to rely on a private presentation or verbal assurances from a sponsor.

10. Why the absence of a published plan matters

There is nothing inherently wrong with a company developing a new compensation model.

A new platform may still be finalising its operational arrangements, and its reward structure may change during a beta period.

But there is a difference between a developing programme and a fully explained business opportunity.

If people are being encouraged to introduce others, build organisations and anticipate recurring income, they need to understand the rules before making claims about potential earnings.

Without a complete plan, a prospective promoter cannot properly assess:

• Whether the opportunity is financially worthwhile.
• How much activity is needed to qualify.
• Whether income is realistically achievable.
• Whether the reward structure favours a small number of large organisations.
• Whether payments are sustainable.
• What happens when trading performance is poor.

This is particularly important where the reward pool depends on trading profits. Trading profits are not guaranteed, and a period of poor performance could reduce or eliminate the amount available for distribution.

11. My assessment of the QUANTAIRA compensation plan

At present, I would separate what has been publicly described from what remains unproven.

Area	What can currently be established
Referral links	Members are introduced through referral links
Community rewards	A reward-pool arrangement has been promoted
Trading-profit allocation	15% has been publicly claimed
Trading-fee allocation	60% has appeared in promotional material
Performance fee	30% has been described in launch material
Monthly payments	A monthly bonus-pool arrangement has been described
Organisation volume	Reportedly relevant to reward allocation
Ranks and levels	Launch material reportedly says there are none
Detailed commission formula	Not established from a complete published plan
Individual earnings projections	Cannot be reliably calculated
Qualification and payment rules	Not sufficiently documented publicly

The central issue is not whether the percentages sound attractive.

It is whether members can see exactly how those percentages are converted into actual payments.

At the time of writing, I have not located a complete, official compensation-plan document that allows an independent reader to reproduce the calculations.

That is a significant information gap.

Final verdict: QUANTAIRA needs to publish the numbers

QUANTAIRA is promoting a combination of automated trading and a community rewards programme.

The promotional material gives prospective members some headline figures: 15% of trading profits, 60% of trading fees and a reported 30% performance fee.

But headline percentages are not a compensation plan.

A proper plan must explain who gets paid, how much they get paid, what they have to do to qualify, how organisational activity is measured and where the money comes from.

Until those details are published in a clear, official document, it is not possible to calculate what an individual member might earn from a downline of 10, 100 or 1,000 people.

I would not publish earnings projections, promise residual income or encourage anyone to build a referral organisation on the basis of the available information alone.

My position is straightforward: publish the full compensation plan, show the calculations and let prospective members make an informed decision.

People deserve to know exactly how the money works before they are asked to promote an opportunity to friends, family or their wider network.

Research note: This article is based on publicly available QUANTAIRA promotional material, descriptions of its October 2026 launch webinar and publicly available community posts. It is not based on a private compensation document or access to QUANTAIRA’s back office. Where a payment structure has been described by third parties rather than confirmed in a complete official document, that limitation has been made clear. The absence of a published document does not, by itself, establish wrongdoing.