The HedgerX affiliate program combines direct referrals, rank-based commission mechanics and career progression across multiple qualification levels. Understand how each component works and how network activity connects to the compensation plan.
The HedgerX affiliate plan combines personal referral activity with career-based network compensation. As an affiliate develops qualified activity and progresses through the career structure, different compensation mechanisms may become applicable.
This is the most direct component of the plan. Compensation is connected to activity generated by participants personally introduced through an affiliate's referral link.
Affiliate → personally referred participant
Career progression adds a network component to the compensation structure. Differential mechanics are linked to the relationship between an affiliate's qualified rank and ranks developed within the organization.
Career level → qualified network structure
The plan also includes a mechanism associated with qualified members who reach matching career levels within the network, extending compensation beyond direct referral activity alone.
Qualified rank → matching-rank organization
The compensation model is structured around progression rather than a single referral event. Personal activity can establish the first layer, while qualified network growth and career advancement connect the affiliate to additional parts of the plan.
Build the first layer through personal referral activity.
Network activity contributes to career qualification.
Higher qualified career levels connect to additional compensation mechanics.
Direct referral compensation is connected to users personally introduced to the ecosystem. The applicable percentage depends on the affiliate's qualified career rank and increases as the affiliate advances through the plan.
When a personally referred user generates daily earnings, the referring affiliate may receive the direct referral percentage associated with their current qualified rank.
The new participant joins through the affiliate's personal referral relationship.
Direct commission is linked to the daily earnings generated by that referred participant.
The direct commission rate changes as the affiliate advances through the career structure.
The career plan groups several ranks under the same direct referral percentage before increasing the rate at higher qualification levels.
Consider an affiliate qualified at A5. The direct referral percentage for A5 is 5%. If a personally referred participant generates 10 USDT in eligible daily earnings, the percentage can be illustrated as follows.
Rank differential compensation extends beyond personally referred users. When qualified ranks exist within the organization, the plan can allocate the difference between the affiliate's eligible percentage and the percentage already represented by a lower-ranked member in that network line.
A higher qualified rank does not necessarily receive its entire percentage again on every level. When a lower qualified rank is already present in the line, the higher-ranked affiliate receives the remaining differential available between those percentages.
Career qualification determines the percentage available to the affiliate within the differential structure.
When a qualified affiliate exists below you, their applicable rank percentage is considered first.
The difference between the two qualified percentages defines the differential available at the higher level.
The example below illustrates the logic of the mechanism. It is intended to show how the percentage difference is calculated.
In this simplified example, 10% minus the 5% already represented below leaves a 5% differential.
If the eligible activity used for the calculation were 100 USDT and the applicable differential were 5%, the calculation would work as follows.
The same-rank mechanism adds a leadership component to the affiliate plan. It becomes applicable when a qualified member within the team reaches the same career rank as the affiliate.
Career progression is not based only on reaching a higher rank personally. The plan also recognizes the development of qualified leaders who progress to the same career level within the team.
Your completed qualification establishes your current position within the A0–A13 career structure.
Members within the team continue progressing through their own rank qualifications.
When the same qualified career level is achieved within the team, the corresponding same-rank mechanism can become applicable.
Same-rank rewards begin at A2 and increase progressively as higher career levels are reached.
From A10 through A13, the career table lists a 20% same-rank percentage.
A8 carries a 10% same-rank percentage in the career structure. If a qualified member in the organization reaches A8, the same-rank mechanism associated with that level becomes relevant. The exact eligible calculation should follow the compensation rules applied by the platform at the time.
The HedgerX career plan progresses from A0 through A13. Each level combines personal activity, direct structure, total network performance and qualification requirements with progressively higher team and affiliate percentages.
Career advancement depends on a combination of personal performance, direct activity, organizational production and qualified ranks developed within the network.
| Rank | Personal | Directs | Total Performance | Team | Direct | Same Rank |
|---|---|---|---|---|---|---|
| A0 | — | — | — | — | 3% | — |
| A1 | 300 | 600 | 1,500 | 2% | 3% | — |
| A2 | 300 | 600 | 2x A1 + 4.5k | 4% | 3% | 2% |
| A3 | 600 | 600 | 2x A2 | 6% | 3% | 2% |
| A4 | 600 | 600 | 2x A3 | 8% | 3% | 3% |
| A5 | 900 | 6k | 2x A4 | 10% | 5% | 5% |
| A6 | 900 | 6k | 2x A5 + 15k | 20% | 5% | 5% |
| A7 | 1.2k | 6k | 2x A6 | 30% | 5% | 5% |
| A8 | 1.2k | 6k | 2x A7 | 40% | 8% | 10% |
| A9 | 2.4k | 6k | 2x A8 | 45% | 8% | 10% |
| A10 | 2.4k | 12k | 2x A9 + 600k | 50% | 10% | 20% |
| A11 | 4.8k | 12k | 2x A10 + 3,600,000 | 55% | 10% | 20% |
| A12 | 4.8k | 12k | 2x A11 + 7,500,000 | 60% | 10% | 20% |
| A13 | 9k | 12k | 3x A12 | 65% | 20% | 20% |
These figures illustrate a minimum network structure based on two qualifications from the previous rank, with three A12 qualifications used for the A13 projection.
The table combines estimated network volume, an assumed 0.6% daily generation scenario and the corresponding rank percentage to illustrate potential earnings at each career level.
| Rank | Estimated Network Volume | Generating 0.6% Daily | Rank % | Estimated Daily Earnings | 30-Day Equivalent |
|---|---|---|---|---|---|
| A0 | — | — | — | — | — |
| A1 | 2,400 USDT | 14.50 USDT | 2% | 0.00 USDT | 0.00 USDT |
| A2 | 10,200 USDT | 61.20 USDT | 4% | 0.58 USDT | 17.28 USDT |
| A3 | 21,600 USDT | 129.60 USDT | 6% | 3.60 USDT | 108.00 USDT |
| A4 | 44,400 USDT | 266.40 USDT | 8% | 12.38 USDT | 371.52 USDT |
| A5 | 95,700 USDT | 574.20 USDT | 10% | 35.42 USDT | 1,062.72 USDT |
| A6 | 213,300 USDT | 1,279.80 USDT | 20% | 185.69 USDT | 5,570.64 USDT |
| A7 | 433,800 USDT | 2,602.80 USDT | 30% | 627.34 USDT | 18,820.08 USDT |
| A8 | 874,800 USDT | 5,248.80 USDT | 40% | 1,775.23 USDT | 53,256.96 USDT |
| A9 | 1,758,000 USDT | 10,548.00 USDT | 45% | 4,075.34 USDT | 122,260.32 USDT |
| A10 | 4,130,400 USDT | 24,782.40 USDT | 50% | 9,205.49 USDT | 276,164.64 USDT |
| A11 | 11,877,600 USDT | 49,665.60 USDT | 55% | 20,889.22 USDT | 626,676.48 USDT |
| A12 | 31,272,000 USDT | 99,432.00 USDT | 60% | 48,904.99 USDT | 1,467,149.76 USDT |
| A13 | 93,837,000 USDT | 298,422.00 USDT | 65% | 116,573.18 USDT | 3,497,195.52 USDT |
Clarifying the main rules behind direct commissions, rank progression, team rewards and estimated earnings.
Direct commission is connected to personally referred users. Team commission is linked to qualified activity generated across the broader organization and depends on career rank and the corresponding compensation rules.
Rank progression is based on the qualification requirements associated with each career level, including personal activity, direct activity, total network performance and qualified ranks developed within the organization.
Yes. The direct referral percentage increases across the career structure, beginning at 3% for the entry ranks and reaching 20% at A13.
Rank differential refers to the percentage gap between a higher qualified rank and a lower qualified rank within a network line. When applicable, the higher-ranked affiliate receives the remaining differential available between those qualified percentages.
Same-rank rewards are associated with the development of qualified members who reach the same career rank as the affiliate. The applicable percentage depends on the rank reached within the career plan.
No. Higher ranks are based on organizational development, not only on personal referrals. The career structure combines direct activity with qualified leaders and total network performance.
Estimated Network Volume illustrates the approximate organizational volume associated with the rank scenarios shown in the career model. It is a structural projection, not a guaranteed amount of future network activity.
No. The figures are illustrative estimates based on the assumptions used in the career model. Actual results depend on network size, eligible activity, rank qualification, participant performance and the compensation rules in effect.
No. A rank represents qualification within the career structure. The earnings estimate assumes a specific network scenario and eligible activity level, so actual compensation may be higher, lower or zero.
No. The affiliate plan compensates qualified referral and network activity. Hedger Pay is a separate participation model with its own package, daily benefit and distribution mechanics. See the Hedger Pay page for that structure.
Create your account to access the affiliate structure, begin referring participants and work toward the career qualification levels available within the plan.
Affiliate eligibility and compensation depend on the applicable qualification rules.
English English 
Portuguese
Spanish
French
German
Italian
Arabic
Chinese
Japanese
Korean
Russian
