Optavia
A listed, audited, zero-debt food company with the cleanest regulatory file on this site and one of the most honest income disclosures in the category - publishing a median annual coach gross of about $349 against a $199 kit and a $199 renewal, in a business whose revenue has fallen 75.9% from its 2022 peak.
The entry fee pays nobody a commission and the balance sheet is debt-free - but the company’s own 2025 disclosure puts the median coach at roughly $349 gross for the year, and the network being recruited into has lost 77.0% of its active earning coaches since the end of 2022.
Can you actually make money with Optavia?
No, on the company's own 2025 disclosure. The median United States coach grossed roughly $349 for the entire year. That is gross, before the $199 kit, before the $199 renewal, before events and travel, and before the coach's own product purchases, on which coaches earn nothing and which are credited to their sponsor instead. Some 23.28% of all United States coaches earned nothing at all.
Go further down the same table. 69.79% earned $1,000 or less for the year. 82.21% earned $2,500 or less. Only 1.37% earned over $50,000, and 0.15%, one in 667, earned over $200,000 after a median of 122 months in business. There is also a designed cliff at month seven: the base level-one rate drops from 15% of Compensation Volume to 10% unless the coach has assembled five ordering entities and 1,200 FQV by then.
The business underneath all of that is contracting hard, and these figures are audited rather than estimated. FY2025 revenue was $385.8 million, down 36.0% in a year and 75.87% below the FY2022 peak of $1,598.6 million. Active earning coaches stood at 14,000 in the first quarter of 2026, down 44.9% year on year and 77.0% from the peak of 60,900. Management guides to another year of decline.
Now the part that is genuinely better than almost anything else graded here. The $199 kit and the $199 annual renewal are expressly non-commissionable, so nobody upline earns a cent on a body walking through the door. There is no purchase requirement of any kind. Coaches cannot buy their own rank, because they earn nothing on personal orders. Anti-stockpiling is written into the policies. And the disclosure covers all United States coaches rather than only active ones, printing the non-earners on its face. Very few operators do any of that. This one does all of it.
Coach Business Kit at enrollment, then $199 every twelve months to renew - both explicitly non-commissionable, so no one in the upline earns anything on either
- The month-seven rate cut removed, or moved. Dropping the base level-one rate from 15% to 10% on a fixed date is a churn cliff placed exactly where enthusiasm fades, and it cuts a working coach's rate by a third.
- Rank advancement above Executive Director that is not a pure sponsorship count. One Executive Director team for Regional, three for National, five for Global and ten for Presidential, with no volume alternative anywhere in the ladder.
- An end to permanent forfeiture of the whole downline for a missed $199 renewal. An organization that took a decade to build should not be destroyed by one late annual payment.
- A stabilized earning base. The network being recruited into has lost 77.0% of its active earning coaches since the end of 2022, so a new coach is joining a shrinking field rather than a growing one.
That call is computed, not chosen - the rule reads three of the nine published dimension scores and is printed on the methodology page. It describes this company's plan and the figures it publishes about the people already in it. It is not a prediction about you, and nothing on this site is advice.
Legal status
LEGAL - and unusually so for this category. No federal or state regulator has ever brought an enforcement action against Medifast, Inc. or OPTAVIA, LLC: no FTC complaint, no consent order, no civil penalty, no injunction, no SEC order, no Wells notice, no cease-and-desist and no state attorney-general action was located. What the file does contain is two general FTC Notices of Penalty Offenses (October 2021 on money-making opportunities, April 2023 on product-claim substantiation) sent broadly across the sector - the 2021 notice went to roughly 1,100 companies - which are notices, not allegations and not findings; one self-regulatory case (DSSRC #252-2026) closed administratively on 10 March 2026 after the company removed all nine flagged posts; two advocacy-organization income-claims investigations by TINA.org in 2017 and 2023, which carry no legal force; a private ratings body’s pattern notice on refunds and cancellations; and two consumer auto-renewal class actions, which are filed claims, not findings, one reported as resolved by settlement with no admission of liability. A 2011 securities class action brought by investors, not participants, resolved in the company’s favor.
Confidence: High
Primary sources fetched directly where possible. Everything we could not verify is listed at the bottom of this page by name.
Follow the money
A weight-loss and metabolic-health program sold in the United States by independent contractors called Coaches, operating as the direct-selling channel of a company that has filed audited accounts with the SEC for more than thirty years. The product is portion-controlled meal-replacement food - "Fuelings" - sold as monthly kits, with the flagship Optimal Weight 5 & 1 Plan Kit at $470. The coach ladder runs Coach, Senior Coach, Manager, Associate Director, Director, Executive Director and then five higher ranks. The brand was renamed Trilivy in an 8-K furnished on 17 July 2026, and optavia.com now redirects to the new domain; both names describe the same business.
The good part is large and it belongs first, because it is unusual. Every material financial number in this report is audited and public - revenue, gross margin, SG&A, coach counts, guidance, cash and the going-concern assessment. The company publishes an Income Disclosure Statement covering ALL independent US coaches rather than only "active" ones, with a 23.28% non-earner bucket printed on the face of it. The $199 business kit and the $199 annual renewal are expressly non-commissionable, so nobody upline is paid for signing a body. Coaches earn nothing on their own purchases, which makes buying your own rank structurally impossible. Anti-stockpiling is written into the policies. There is no purchase requirement at all. There is a 90% buyback for twelve months, with no time limit in four jurisdictions. And no regulator, federal or state, has ever brought an enforcement action against the parent. That is a materially better compliance and disclosure posture than the large majority of income opportunities graded on this site.
And then the business the recruit is joining. FY2025 revenue was $385.8M, down 36.0% year on year and 75.87% below the FY2022 peak of $1,598.6M. Active earning coaches were 14,000 at Q1 2026, down 44.9% year on year - a Q1 2026 figure, not a FY2025 one; the year-end 2025 fall was 40.6%, to 16,100 - and 77.0% below the Q4 2022 peak of 60,900. FY2026 guidance of $270–300M implies a fifth consecutive year of decline, and management has told investors so in writing. The cause is disclosed by the company itself: the Q1 2026 call attributes the coach decline in part to "the rapid adoption of GLP-1 medications, which continues to impact the traditional weight loss category," and management stated in February 2026 that roughly a quarter of its patients either have used or are on a GLP-1.
The participant arithmetic follows from the company’s own disclosure. Median annual gross earnings interpolate to about $349 - less than the $398 a coach pays in kit plus first renewal. 23.28% earned nothing, and the median tenure of that group is thirteen months, which describes the modal experience precisely: enrol, pay, earn zero, lapse at renewal. 69.79% earned $1,000 or less. Five committed clients on the flagship kit - $28,200 of client spend across a year - yields roughly $5,380 and puts that coach in the top 8.4% of the entire US field. And the base rate on level-one client volume drops from 15% of Compensation Volume to 10% at month seven for any coach who has not assembled five ordering entities and 1,200 FQV.
The structural criticism is narrow and precise, and it should not be overstated. Commissions are paid on movement of real consumable product out of a 71.3% gross margin, not out of entry fees. But advancement above Senior Coach can be achieved by sponsoring rather than selling, because a Qualifying Point is earned for each 1,200 FQV or each qualified Senior Coach team sponsored; every rank above Executive Director is defined solely by the count of Executive Director teams sponsored, with no volume alternative; and because a coach’s own orders are credited to their sponsor as client volume, an undisclosed share of what the plan counts as customer sales is coach self-consumption. That last figure is the single most important unknown in the whole file, and it is not published anywhere.
What all US coaches earned in 2025
From OPTAVIA’s own 2025 Income Disclosure Statement, which covers ALL independent US coaches operating under the US compensation plan - not a filtered "active" subset. Figures are annual gross earnings; the disclosure states in terms that they exclude any expenses coaches incurred in building their businesses.
| Product | Price | Pays |
|---|---|---|
| Coach Business Kit (entry) The single most important Koscot-side fact in the plan. The Integrated Compensation Plan lists "books, tools, apparel, program materials, events, fees, taxes, and shipping" as excluded from Compensation Volume, so no upline earns anything on this. Includes a smart scale, digital resources, twelve months of a branded personal website and twelve months of business-management access. Shipping is free. |
$199.00 one-time |
$0 - non-commissionable |
| Annual business renewal Also pays no one a commission. The plan states the cost "is currently $199.00 and is subject to change." Missing it forfeits the entire downline organization and all commissions permanently - there is no stated cure period. |
$199.00 annual |
$0 - non-commissionable |
| Optimal Weight 5 & 1 Plan Kit The flagship. About $3.13 per Fueling across 150 servings. A post-six-month coach with fewer than five ordering entities earns $38.00 on it, or 8.1% of what the client paid; with five ordering entities and 1,200 FQV, $76.00 or 16.2%; at the top level-one tier in the first six months, $125.40 or 26.7%. |
$470.00 monthly kit |
380 CV - $38 at the 10% base rate |
| GLP-1 Nutrition Support Kit Introduced in 2024 as the strategic response to pharmacological displacement - positioned around the research the company cites that 20–50% of weight lost on medically supported programs is lean muscle. It is a coherent product answer to the problem; it has not arrested the revenue decline. |
$397.50 monthly kit |
313 CV |
| Individual Fueling box (7 servings) $3.36 per serving à la carte. Buying the same food outside a kit costs $16.79 a day, or $503.70 a month - more than the kit. This is also the sampling cost: a coach giving boxes to prospects is spending real cash on which nothing is earned. |
$23.50 per box |
19 CV - $1.90 at the base rate |
| OPTAVIA Premier+ autoship (client) The subscription clients and coaches are steered onto: 20% off the first order and 15% off subsequent orders at $350 or above, 10% at $250–$349.99, no membership fee, cancellable any time. The written terms are not unreasonable. Modifications must be submitted by 6:00 pm ET the day before processing, and it is the enrollment path - not the terms - that has drawn two class actions. |
≥$350/order for the full discount every 4 weeks |
per product CV |
| The coach’s own product Not mandatory, and the company is entitled to that credit: there is genuinely no purchase requirement. But the entire pitch is that coaches are products of the product, and the plan states coaches are "considered the personal Clients of their Sponsors." A coach on the plan at roughly $400 a month is $4,800 a year of commissionable volume flowing to the person above them, on which they earn nothing. |
$385–$550/month recurring |
$0 to the coach - credited to their sponsor |
| Events and national convention The company does not publish registration prices and this report asserts no figure. Q4 2025 SG&A included a $1.6M increase in coach event costs even while every other line was being cut, which confirms events remain central to field culture. Treat the cost as real and unquantified. |
not published annual |
— |
Who runs it, and what they ran before
A career direct-selling executive recruited from a legacy skincare-and-supplement direct seller, where he was president of global sales and operations. He presided over both halves of the story: revenue compounding from $301.6M in FY2017 to $1,598.6M in FY2022, and then the fall to $385.8M in FY2025. No regulatory action, fraud judgment or criminal proceeding against him could be located in any source reviewed. The mark against him is commercial rather than legal - he also chaired the board that discontinued the quarterly cash dividend entirely on 13 December 2023 and redirected the cash into customer acquisition, technology and a $20M collaboration that was exited eighteen months later.
Joined the company in 2018 as market president of OPTAVIA USA, then president of coach and client experience in 2020 and chief field operations officer in 2022. Also came from the same legacy skincare-and-supplement direct seller, where he ran Latin America and US sales across 27 countries. No regulatory or criminal action against him could be located. The observation worth recording - and it is an observation, not an allegation - is that both the outgoing and the incoming chief executive are career direct-selling professionals rather than food scientists or clinicians, and the strategy shows it: the response to pharmacological displacement has been a distribution and branding response.
Signs the SG&A and coach-compensation disclosures this report relies on for the payout derivation. His Q4 2025 call commentary - SG&A down 31.5% year on year to $59.9M, driven by an $18.6M decrease in coach compensation, a $5.8M decrease in company-led marketing and a $4.2M realignment decrease - is the disclosure that makes it possible to derive the field payout rate at all. Very few operators in this category hand a reviewer that number, even indirectly.
Medifast, Inc. is a widely held NYSE-listed Delaware corporation. OPTAVIA, LLC is a wholly owned operating subsidiary. There is no controlling founder-shareholder, no offshore holding structure and no related-party opacity disclosed in the FY2025 10-K. The FY2025 net loss includes a $12.1M non-cash valuation allowance against deferred tax assets - $1.10 of the $1.70 loss per share - which is management formally concluding it may not generate enough future taxable income to use them. That is a governance signal about the durability of the decline, published by the company itself, and it is worth more than any outside commentary.
Registered address
Baltimore / Owings Mills, Maryland, USA
Every material financial figure in this report comes from audited SEC filings or from XBRL data tagged by the company itself - the FY2025 10-K filed 17 February 2026 (accession 0001628280-26-008656) and the Q1 2026 10-Q filed 4 May 2026. Nothing here rests on a trade-publication estimate, a leaked deck or a marketing release. That places this file in the top decile of this category for verifiability and it deserves to be said before anything else. FY2025 revenue was $385.8M, down 36.0% year on year, against a FY2022 peak of $1,598.6M - a fall of 75.87%. The company carries zero interest-bearing debt, $167.3M of cash and investments, $158.7M of working capital and no going-concern qualification. It is not financially distressed. It is commercially distressed: a $14.2M operating loss and an $18.7M net loss in FY2025, the first in the modern era, and FY2026 guidance of $270–300M that implies a fifth consecutive year of decline.
The veteran's checklist
Eight questions that decide whether this is a business or a transfer mechanism. Same eight, every review.
| Question | Answer |
|---|---|
| Who legally owns it? |
OK
OPTAVIA, LLC, a wholly owned subsidiary of Medifast, Inc. (NYSE: MED), a widely held Delaware corporation with no controlling shareholder, filing audited accounts with the SEC for over thirty years. The brand was renamed Trilivy on 17 July 2026.
|
| What does it really cost? |
WATCH
$199 for the Coach Business Kit and $199 a year to renew - both non-commissionable, so nobody upline is paid on either. There is no purchase requirement, so that floor is real. The realistic figure for a coach who does what the culture expects is roughly $5,000 in year one, because the coach’s own product runs $385–$550 a month and earns them nothing.
|
| Published income disclosure? |
CONCERN
Yes, and an unusually honest one - it covers ALL US coaches, not just active ones, and prints the non-earner bucket on its face. It shows 23.28% earning nothing in 2025, an interpolated median of about $349, and 69.79% earning $1,000 or less.
|
| Regulatory action against the company, ever? |
OK
None. No FTC complaint, consent order or penalty; no SEC order; no state attorney-general action located. The file contains two general FTC industry notices sent to over a thousand companies, one self-regulatory closure resolved on remediation, two advocacy-group investigations, and a private ratings body’s complaint postings - none of which is a regulatory finding.
|
| Is the business growing or shrinking? |
RED
Shrinking, hard, and the company says so. FY2025 revenue $385.8M, down 36.0% year on year and 75.87% below the FY2022 peak of $1,598.6M. Active earning coaches 14,000 at Q1 2026, down 44.9% year on year and 77.0% from peak. FY2026 guidance of $270–300M implies a fifth straight year of decline.
|
| Where does the commission money come from? |
OK
Product margin, not inflow. Roughly 40% of revenue reaches the field, derived two independent ways, funded from a 71.3% gross margin on real food. Entry fees are excluded from the commission pool entirely. The mechanism is honest; the pool fell 75.9% from FY2022 to FY2025.
|
| Can you get your money back, and can you leave cleanly? |
CONCERN
90% buyback on unopened marketable kits and materials for twelve months, with no time limit in Maryland, Massachusetts, Wyoming and Puerto Rico. But disputes go to mandatory arbitration with a capitalized jury-trial waiver, a twelve-month post-termination non-solicit applies, and missing a $199 renewal forfeits the entire downline permanently.
|
| Merchant play or miner play? |
WATCH
Genuinely mixed, which is rare. The money is paid on movement of real consumable food and the entry fee pays nothing - that is merchant. But every rank above Executive Director is defined purely by the count of Executive Director teams sponsored, and Qualifying Points let a coach advance by recruiting instead of selling. It pays on product and promotes on recruitment.
|
What has to be true for you to get paid
| To cover | You need |
|---|---|
| Cover the mandatory cost in year one | $199 the Coach Business Kit, which includes twelve months of website and business tools. This floor is genuine - there is no purchase requirement behind it |
| Cover kit plus first renewal from commissions | $398 gross against an interpolated median annual gross of about $349. The median coach does not clear it |
| Escape the month-seven rate cut | 5 ordering entities and 1,200 FQV otherwise the base level-one rate falls from 15% to 10% of Compensation Volume on the first day of month seven |
| Cover a year of your own product at ~$400/month | ~$5,000 gross which requires roughly five committed clients on the flagship kit - a level that places a coach in the top 8.4% of the entire US field |
Read this twice
Two honest facts sit at the top of this arithmetic and they cut in the company’s favor. The floor is genuinely $199, because there is genuinely no purchase requirement - the Procedures say so in terms - and neither the kit nor the renewal pays anybody a commission. A coach who never buys product and finds two clients on the flagship kit grosses about $1,140 in year one, nets $941 after the kit, and breaks even in month two. That is a real outcome and the plan permits it. But then read the same coach against the disclosure: $1,140 for the year would place them in the $1,000.01–$2,500 band, which is the top 30% of all US coaches. Now the median. Interpolated median annual gross is about $349, against $398 of kit and first renewal - so the typical coach does not clear their own fees from commissions in the first two years. And the model expects them to be on the program themselves. At Premier+ pricing of roughly $400 a month, a median coach eating the product is out $4,800 a year on which they earn nothing, because the plan credits their orders to their sponsor. Net position: roughly −$4,650 a year. The median coach breaks even only by never buying the product, which is precisely what the culture tells them not to do. The properly executed case is instructive rather than encouraging. Five committed clients each on the $470 kit generates $475 a month in the first six months and $380 thereafter, plus a $250 accelerator bonus - about $5,380 gross in year one, $5,181 net of the kit. Those five clients spent $28,200 with the company across the year; the coach kept 19% of it. And $5,380 lands in the $5,000.01–$7,500 band, which is the top 8.4% of the field: only 8.41% of US coaches earn more than $5,000. If that coach is also on the plan themselves, the year-one net is about +$381, and a single convention trip - cost unpublished - takes it negative. Steady state in year two is $4,560 gross, $4,361 after renewal. Finally, the top. The 0.15% above $200,000 reached it after a median 122 months - ten years and two months - and their income comes overwhelmingly from six generations of Executive Director overrides totaling 11.0% and three overlapping 0.5% elite pools, not from client commissions. That position is real and it is large. It is also not reproducible today: it was built in an entry cohort, roughly 2017 to 2019, when revenue was compounding at 40–66% a year and the coach base was expanding. The coach base has since fallen 77.0%.
Run your own numbers
Drag the sliders. Nothing here is stored or sent.
10% of roughly $380 of Compensation Volume on a client running the 5&1 plan at about $470 a month. That 10% is the base rate from month seven onward - it is 15% for your first six months, and it rises by ten points to 20% in any month you hold five ordering entities and 1,200 Frontline Qualifying Volume, so the slider understates a coach who clears that gate and overstates one who does not. Cost is the $199 annual renewal spread monthly; the $199 kit is one-off and excluded. There is genuinely no purchase requirement, which is unusual and creditable - though most coaches are also on the program at around $400 a month, which is not modeled here. For calibration: the company’s own 2025 disclosure puts the median coach at about $349 for the year and 23.28% at nothing at all. Your own subscription cost of $17/mo is included.
What it costs to replace this yourself
What the same capability costs on the open market, assembled by the customer. The comparison is deliberately generous to the program: it prices real food against real food, not against restaurant meals. The company’s own published price comparison benchmarks an 800–1,000 kcal meal-replacement day against premium-supermarket groceries at $732.60 a month and fast-casual restaurant meals at $1,000.80 a month, which flatters it considerably. The honest comparison is against other meal replacements at the same calorie count.
| What they sell you | What you'd use instead | Your cost |
|---|---|---|
| 150 high-protein meal-replacement servings a month at ~$3.13 each | Supermarket and warehouse-club protein shakes (~$1.30), bars (~$1.20–1.75) and instant oats or soups (~$0.35–0.80), blended at ~$1.50 a serving | ~$225 |
| Structured plan, tracking and behavior change - bundled | A commercial weight-management program sold direct to consumers (~$23–70/mo), a mainstream tracking app (~$20/mo), or a free one | $0-70 |
| Human accountability from an unlicensed coach | A registered dietitian consultation at $100–150, frequently insurance-covered, or a free peer community | $0-25 |
| Smart scale, inside the $199 coach kit | A consumer smart scale bought once | ~$30 one-off |
| Optimal Weight 5 & 1 Plan Kit - $470/month | The assembled equivalent above | $245-320 |
| Fuelings-only basis on the company’s own sheet - $385.50/month | Same assembled equivalent | $245-320 |
| The comparison the market is actually making | Self-pay GLP-1: tirzepatide at $299–$449 through the manufacturer’s direct channel; semaglutide at $349, promotional doses $149–$199; the federal direct-purchase channel averaging $346–$350 | $149-449 |
| The same, for an insured patient | GLP-1 with commercial insurance coverage | $25-100 copay |
| Total as sold $470/month, or $5,640 a year |
Total, built yourself $245-320/month of comparable food and structure |
Price-to-value
A premium of roughly $150–$225 a month, 47% to 92%, or $1,800–$2,700 across a year. That alone would be an expensive-but-defensible number for a branded program people like. The finding that decides this dimension is the last two rows: at $470 a month the kit costs more than every self-pay GLP-1 option surveyed in March 2026, and five to nineteen times an insured copay. The company’s own filings say roughly a quarter of its patients have used or are on one of these medicines. That is not a competitive-pressure risk; it is a price inversion against the substitute that is taking the market, and it is the clearest single explanation for why revenue and the coach base have both fallen roughly three-quarters. In fairness - and it is a real point - Fuelings are food and displace a grocery bill the customer would incur anyway, so the marginal cost over what they would have eaten regardless is nearer $245 a month than $470, and a prescription does not feed anyone. It is expensive. It is not fraudulent.
Three operators, five horizons
Probability of cumulative net profit
Hover any point for median, top decile and bottom quartile.
Coach who never buys the product
takes the $199 floor literally, a handful of friends ordering, no events
| Horizon | P(profit) | Median |
|---|---|---|
| 3 mo | 38% | −$140 |
| 6 mo | 44% | −$60 |
| 1 yr | 46% | +$150 |
| 3 yr | 41% | +$310 |
| 5 yr | 37% | +$390 |
Product-of-the-product coach
on the 5&1 plan herself at ~$400/mo, two or three client orders, the most common real case
| Horizon | P(profit) | Median |
|---|---|---|
| 3 mo | 4% | −$1,290 |
| 6 mo | 4% | −$2,350 |
| 1 yr | 5% | −$4,650 |
| 3 yr | 6% | −$13,900 |
| 5 yr | 6% | −$23,200 |
Full-time builder
30+ hrs/wk, on the plan, recruiting toward Executive Director and beyond
| Horizon | P(profit) | Median |
|---|---|---|
| 3 mo | 3% | −$1,700 |
| 6 mo | 5% | −$2,900 |
| 1 yr | 8% | −$5,200 |
| 3 yr | 11% | −$13,000 |
| 5 yr | 12% | −$20,000 |
Methodology note. These are modeled outcome ranges, not claims, not company figures and not a prediction for any individual. ANCHORED to the company’s own published documents: the 2025 Income Disclosure Statement covering ALL US coaches (23.28% earning nothing; median band $250.01–$500, interpolating to about $349; 69.79% at or below $1,000; 82.21% at or below $2,500; 1.37% above $50,000; 0.15% above $200,000 after a median 122 months); the $199 Coach Business Kit and $199 annual renewal, both non-commissionable; the level-one rate table (15% of Compensation Volume falling to 10% at month seven without five ordering entities and 1,200 FQV, rising to 20–33% with volume); the $470 flagship kit at 380 CV; the $250 accelerator and consistency bonuses; and Premier+ pricing of roughly 15% off. MODELED by us: the cohort definitions, which the company does not segment; the share of each cohort in cumulative profit; and the expense side beyond published prices, because the disclosure states in terms that it excludes any expenses coaches incurred and publishes no expense figure. Two calibration notes cut in the company’s favor and are built into the first cohort. There is genuinely no purchase requirement, so a coach who declines to buy the product can be cash-positive on very modest client volume - that cohort is the only one on this page with a plausible route to profit, and it exists precisely because the entry fee is non-commissionable and self-purchase earns nothing. And events are excluded from every row above because the company does not publish a price; a single national convention would push the first cohort’s median negative and deepen the other two. One note cuts the other way: the top column in the third cohort reflects an entry cohort - roughly 2017 to 2019 - that no longer exists, in a network that has since contracted 77.0%.
Where you are actually allowed to promote this
Platform policy reads, not verifications. Check every one before you spend a dollar - enforcement changes faster than the written policy does.
Red flags and green flags
Red flags
151Revenue is down 75.87% from the FY2022 peak, and management guides to another year of decline
2The active earning coach base has fallen 77.0% from its peak
3The median US coach grossed roughly $349 for all of 2025
423.28% of all US coaches earned nothing at all in 2025
569.79% earned $1,000 or less; only 0.15% earned over $200,000
6The base commission rate is cut by a third at month seven
7Coaches earn nothing on their own purchases, which are credited to their sponsor
8Every rank above Executive Director is a pure sponsorship count
9Qualifying Points make recruiting and volume interchangeable
10Six generations of overrides sit above the working coach
11The product costs more per month than a self-pay GLP-1
12Missing the $199 renewal forfeits the entire downline permanently
13Mandatory arbitration with a capitalized jury-trial waiver
14A self-regulatory body confirmed atypical earnings claims in the field
15Two consumer class actions over the subscription enrollment path
Green flags
101The entry fee is not commissionable to anybody
2There is no purchase requirement of any kind
3Coaches cannot buy their own rank
4Anti-stockpiling is written into the policies
5The Income Disclosure Statement covers ALL US coaches and prints the non-earners
6Everything material is in audited SEC filings
7The payout is funded by product margin, not by inflow
8The balance sheet is genuinely strong
9No regulator has ever taken action against the parent
10A 90% buyback, weekly pay, and correct written claim rules
We would like to be wrong about this
Upward
- Disclosing the split between genuine end-client volume and coach self-consumption. Because a coach’s own orders are credited to their sponsor as client volume, nobody outside the company knows what share of "sales to real customers" is coaches buying their own food. If that figure were published and it were high, it would be the single most powerful piece of evidence any operator in this category could produce.
- Removing the sponsorship-only path above Executive Director - adding a volume alternative to the one, three, five and ten Executive Director team requirements and dropping the sponsored-team option for Qualifying Points - and abolishing the month-seven cut from 15% to 10%, or extending the higher base to any coach with real client volume.
- Publishing earnings by rank and the denominator in the Income Disclosure Statement, adding typical expenses so it reports net rather than gross, publishing event and convention costs pre-enrollment, and adding a cure period so a missed $199 renewal no longer forfeits an organization permanently.
Downward
- Any FTC, SEC or state attorney-general enforcement action on the compensation plan or earnings claims, or a court certifying a pyramid-scheme class - any of which would replace the current clean regulatory file with a real one and would trigger a binding cap.
- Making the business kit or the renewal commissionable, introducing any fee-based bonus, or adding a personal-volume purchase requirement to qualify for commissions. Each of those would remove one of the four structural protections that carry this grade.
- Median disclosed earnings falling below $250 or the non-earner bucket exceeding 30%; the active earning coach base falling below 10,000, at which point the network effects the plan depends on stop functioning; or a going-concern qualification, covenant breach or dilutive capital raise.
Grade is C-. The cleanest regulatory file and one of the most honest income disclosures on this site, attached to a median annual gross of about $349 in a business that has lost three-quarters of its revenue and its field.
Say the good part properly first, because it is unusually large. Every financial figure here is audited and public. The $199 kit and the $199 renewal pay nobody a commission, so no one is rewarded for signing a body. Coaches earn nothing on their own orders, which makes buying a rank impossible. Inventory loading is prohibited by name. There is no purchase requirement whatsoever, so the floor really is $199. The buyback is 90% for twelve months and unlimited in four jurisdictions. Pay is weekly. The written rules on income and health claims are correct, and the rule barring clinically qualified coaches from being portrayed as clinicians while monitoring people on the program is better than anything comparable on this site. The Income Disclosure Statement covers all US coaches rather than only the active ones, and prints a 23.28% non-earner bucket on its face. And no regulator, federal or state, has ever brought an action against the parent. Those are the four structural things a regulator looks for, plus disclosure quality most listed companies would not bother with. They are all real and they are why this grade is C- rather than something lower.
The disclosure is where it turns, and again the company publishes it itself. Median annual gross earnings interpolate to roughly $349 for the whole of 2025 - less than the $398 of kit plus first renewal. 23.28% of all US coaches earned nothing, and that group’s median tenure is thirteen months, which is a precise description of the modal outcome: enrol, pay, earn zero, lapse. 69.79% earned $1,000 or less. Only 0.15% cleared $200,000, after a median 122 months. Those figures are gross, before the kit, the renewal, events, travel, samples and - decisively - before the coach’s own product, on which they earn nothing because their orders are credited to their sponsor. A median coach on the plan at roughly $400 a month is out about $4,650 for the year. Doing it properly does not fix it: five committed clients spending $28,200 across the year returns about $5,380, of which the coach keeps 19%, and that outcome sits in the top 8.4% of the entire field. And at month seven the base rate falls from 15% of Compensation Volume to 10% for anyone who has not assembled five ordering entities and 1,200 FQV.
The third element is the one to weigh longest, and it is not an allegation about anybody. This business is being displaced by a drug. Revenue fell from $1,598.6M in FY2022 to $385.8M in FY2025 and guidance says $270–300M in FY2026. Active earning coaches fell from 60,900 at Q4 2022 to 14,000 at Q1 2026, a 44.9% fall in that quarter alone. Management’s own words carry the cause: the Q1 2026 call attributes the coach decline in part to "the rapid adoption of GLP-1 medications, which continues to impact the traditional weight loss category," and in February 2026 management said roughly a quarter of its patients have used or are on one. The strategic response is documented and coherent - a $20M collaboration with a virtual primary-care provider announced 13 December 2023 alongside the dividend being cut to zero, a GLP-1 Nutrition Support Kit in 2024, ASCEND mini-meals in 2025, the investment sold in Q2 2025, and a rebrand to Trilivy on 17 July 2026 with clinical claims furnished in an 8-K whose own risk factors flag "inconsistent future study results." Four straight years of 33%-plus declines say it has not worked yet. At $470 a month the kit costs more than any self-pay prescription now taking this market. A recruit today is buying a distribution position in a category whose primary customer need is being met faster and more cheaply by an injectable - and the company itself is the source for that.
Be a customer, not a coach, and take the discount without the ladder
If the food and the structure work for you - and for some people they genuinely do - the Premier+ subscription gives 20% off the first order and 15% after, with no membership fee and cancellation at any time. Note the deadline: changes must be in by 6:00 pm ET the day before processing, and that enrollment-and-cancellation path is exactly what two class actions are about. Set a calendar reminder the day you sign up. You avoid the $199 kit, the $199 renewal, the jury waiver and the twelve-month non-solicit entirely.
Do the $349-against-$398 sum before you enrol
Both numbers are the company’s own: median annual gross of about $349 from the 2025 Income Disclosure Statement, against $199 for the kit and $199 to renew. If the typical participant does not cover their own fees from commissions inside two years, the question is not whether anyone can win - 1.37% cleared $50,000 - but what specific, written reason you have to believe you are not the median. And check the second number: is the coach base you would be joining growing or shrinking? It fell 44.9% in the most recent quarter.
If you do enrol, build to five ordering entities before month seven or accept a third less
The base level-one rate is 15% of Compensation Volume for six months, then 10% unless you hold five ordering entities and 1,200 FQV. That cliff is in the plan document, it is dated from your enrollment, and nobody is obliged to remind you. Five clients on the flagship kit clears it, generates about $5,380 in year one and puts you in the top 8.4% of the field - which tells you both how achievable and how rare five committed clients actually are.
Sell into metabolic health without the plan
The category is enormous and the search intent - GLP-1 side effects, muscle loss on pharmacotherapy, what to eat while on a prescription, what happens when you stop - is growing precisely as this business shrinks. Honest, sourced comparison content on meal replacements, dietitian consultations and prescription costs is a merchant business with real demand, and it does not require a $199 kit, an annual renewal, pre-approval of your advertising, permission to speak to a journalist, or a twelve-month non-solicit on the way out.
Nine dimensions, weighted
Dimension profile
Further from center is better. Hover any point.
Hard caps that bind here
The lowest binding cap wins, regardless of the weighted arithmetic.
What we read
Every source below links to the document itself. Tier 1 is a primary record - the company’s own plan, policy or disclosure, a court filing, a regulator’s decision or an SEC filing. Tier 2 is a self-regulatory or secondary regulator record, tier 3 reporting or academic work, tier 4 an open-market price comparison. Where a document can be moved or withdrawn, an archived copy is linked beside it. If a link is dead when you try it, that is a correction we want.
- Medifast, Inc. Form 10-K for the fiscal year ended 31 December 2025, filed 17 February 2026 (accession 0001628280-26-008656)
Medifast, Inc. FY2025 Form 10-K, accession 0001628280-26-008656, filed 17 February 2026 - FY2025 revenue $385,788,000 (−35.96% year on year); gross profit $275.2M on a 71.3% gross margin; SG&A $289.4M (75.0% of revenue); operating loss $14.2M; net loss $18.7M including a $12.1M non-cash valuation allowance against deferred tax assets; $167.3M cash and investments; zero interest-bearing debt; $3.5M of unconditional purchase obligations beyond one year; no going-concern qualification
- EDGAR filing index for Medifast FY2025 Form 10-K, accession 0001628280-26-008656 (exhibit list, XBRL data files and Exhibit 23.1 auditor consent)
- Medifast, Inc. Form 10-Q for the quarter ended 31 March 2026, filed 4 May 2026 (accession 0001628280-26-029898)
Medifast, Inc. Q1 2026 Form 10-Q, accession 0001628280-26-029898, filed 4 May 2026, and the Q1 2026 results release of the same date - revenue $76.0M against guidance of $65–80M; 14,000 active earning coaches, −44.9% year on year against 25,400 at Q1 2025; CFO attribution of the coach decline in part to "the rapid adoption of GLP-1 medications"
- Medifast Q1 2026 earnings release, Exhibit 99.1 to Form 8-K of 4 May 2026 - revenue $76.0M, 14,000 active earning coaches against 25,400, revenue per coach $5,432, "rapid adoption of GLP-1 medications for weight loss"
- Medifast, Inc. Form 8-K of 4 May 2026 reporting Q1 2026 results (Items 2.02 and 9.01, accession 0001628280-26-029812)
- SEC XBRL company-concept API, Medifast Inc. (CIK 0000910329), us-gaap:Revenues - the machine-readable annual and quarterly revenue series
SEC XBRL company-concept data, CIK 0000910329 - the FY2016–FY2025 revenue series used for the peak comparison ($1,598,577,000 in FY2022, giving −75.87% to FY2025) and for cumulative FY2017–FY2025 revenue of $7,636.2M; GrossProfit and SellingGeneralAndAdministrativeExpense concepts
- SEC EDGAR company submissions index for Medifast, Inc., CIK 0000910329 (full filing history in JSON)
- SEC EDGAR annual-report filing index for Medifast, Inc., CIK 0000910329 (FY2016–FY2025 Forms 10-K)
- Medifast Q4 and full-year 2025 earnings release, Exhibit 99.1 to Form 8-K of 17 February 2026 - 16,100 active earning coaches (−40.6%), SG&A down 31.5% to $59.9M on an $18.6M decrease in coach compensation, FY2026 guidance $270–300M and loss per share $(1.55)–$(2.75)
Q4/FY2025 earnings release furnished on Form 8-K, 17 February 2026, and the Q4 2025 earnings call - 16,100 active earning coaches at year-end 2025 (−40.6%); SG&A down 31.5% year on year to $59.9M driven by an $18.6M decrease in coach compensation; a $1.6M increase in coach event costs; FY2026 guidance of $270–300M revenue and a loss per share of $(1.55)–$(2.75); management’s statement that roughly a quarter of patients have used or are on a GLP-1
Not established by this document: No primary transcript or webcast archive of the Q4 2025 earnings call itself was located on a company or SEC-hosted domain; management's GLP-1 remark is sourced here to the furnished release rather than to a transcript vendor.
- Medifast, Inc. Form 8-K of 17 February 2026 furnishing the Q4/FY2025 results (Items 2.02 and 9.01, accession 0001628280-26-008641)
- OPTAVIA Integrated Compensation Plan, effective 1 January 2026 (PDF) - level-one rate tables, Team Growth Bonus to 12%, Executive Director Generation Bonus, three 0.5% Elite Leadership pools, $250/$500/$1,000 Coach Consistency Bonus, renewal "currently $199.00 and is subject to change"
OPTAVIA Integrated Compensation Plan, effective 1 January 2026 - non-commissionable items including fees and program materials; the rule that coaches receive no compensation or credit for personal orders and are treated as the personal clients of their sponsors; Qualifying Points at 1,200 FQV or a sponsored qualified Senior Coach team; the rank table through Presidential Director; the level-one rate tables at 15%/25%/27%/29%/31%/33% falling to 10%/20%/22%/24%/26%/28% after six months; Team Growth Bonus to 12%; Executive Director Generation Bonus of 11.0% across six generations; three 0.5% Elite Leadership pools; the $250/$500/$1,000 flat bonuses; weekly commissions and monthly bonuses; renewal "currently $199.00 and is subject to change"
Not established by this document: The Executive Director Generation Bonus in the 1 January 2026 plan reads 2.5%/2.5%/2%/2%/1.5%/1.5% across six generations, totaling 11.5%, not the 11.0% stated in the prose entry.
- OPTAVIA Integrated Compensation Plan Quicksheet (PDF) - the rank table through Presidential Director and the Qualifying Point definition of 1,200 FQV or a qualified Senior Coach team
- OPTAVIA Integrated Compensation Plan Glossary, "Terms to Learn" (PDF) - the defined terms including FQV, GQV and commissionable volume
- OPTAVIA 2025 U.S. Income Disclosure Statement (PDF) - 23.28% with no earnings at a median thirteen months, 0.15% above $200,000 after a median 122 months, and the footnote that the figures exclude expenses coaches may have incurred
OPTAVIA 2025 Income Disclosure Statement - the full sixteen-band distribution over ALL independent US coaches, including 23.28% with NO EARNINGS at a median thirteen months in business, the $250.01–$500 median band (45.20% cumulative below, interpolating to about $349), 69.79% at or below $1,000, 82.21% at or below $2,500, 1.37% above $50,000, 0.15% above $200,000 after a median 122 months, and the verbatim footnote stating that the figures exclude expenses coaches may have incurred
- Independent OPTAVIA Coach Agreement - U.S. Policies (PDF), effective 3 May 2024 (V2024-001-US) - Policy 3.10 anti-stockpiling, Policy 3.15 no required purchase, 5.12.c prohibited health claims, Policy 2.2 health-professional portrayal, 5.5 interaction with the media, Policy 3.21 the 90% twelve-month buyback with no one-year limit in MD, MA, WY and PR, Policy 3.7.b.v the twelve-month post-termination non-solicit and Policy 2.7 downline roll-up on non-renewal
OPTAVIA Policies and Procedures and Terms and Conditions - the anti-stockpiling rule; the express statement that no product or material purchase is required; prohibited health claims; the Health Professional Coach portrayal rule; advertising pre-approval revocable at sole discretion; media contact requiring prior authorization; the 90% twelve-month buyback with no limit in MD, MA, WY and PR and a one-year lookback in ten states; the twelve-month post-termination non-solicit; permanent forfeiture of the downline on non-renewal; and the capitalized jury-trial waiver under a Dispute Resolution Agreement incorporated by reference
- Independent OPTAVIA Coach Agreement - Terms and Conditions (PDF), effective 31 March 2026 (V2026-001) - §3.5 compensation and the rule that a coach's personal order is always credited to the sponsor, and §14 capitalized jury-trial waiver under the Dispute Resolution Agreement
- OPTAVIA U.S. Policies and Procedures - signature-required Coach Agreement form (PDF, earlier revision retained on the company's media domain)
- OPTAVIA Price Index List, product list effective 5 June 2026 (PDF) - 5 & 1 Plan Kit $470.00 / 380 CV / 355 QV, ACTIVE kits at $531.75 and $499.50, GLP-1 Nutrition Support Kit $397.50, Essential Fuelings box $23.50 for seven servings
OPTAVIA Price Index List and Premier+ terms - 5 & 1 Plan Kit at $470.00 / 380 CV / 355 QV; ACTIVE kits at $531.75 and $499.50; GLP-1 Nutrition Support Kit at $397.50; Fueling box at $23.50 for seven servings; Coach Business Kit and renewal at $199.00 with 0 CV and 0 QV; CV at roughly 80.9% and QV at roughly 75.5% of retail; Premier+ discounts of 20%/15%/10% with no membership fee and a 6:00 pm ET day-before modification deadline. Company price-comparison sheet (Philadelphia, October 2022) giving $385.50 a month fuelings-only and $549.00 for the full plan
Not established by this document: The Coach Business Kit and $199.00 renewal line with 0 CV and 0 QV does not appear in the currently served 5 June 2026 Price Index List; the $199.00 renewal figure is carried in the Integrated Compensation Plan at index 4 instead.
- OPTAVIA Premier+ Official Terms and Conditions (PDF) - 20%/15%/10% discounts, no membership fee, and the 6:00 p.m. ET day-before modification and cancellation deadline
- OPTAVIA Price Comparison sheet (PDF) - 5 & 1 Plan at $12.85 a day in Fuelings and $18.30 a day for all six meals, against grocery, fast-food and fast-casual baskets priced in the Philadelphia market, data extracted 21 October 2022
- DSSRC Case #252-2026: Administrative Closure - Medifast, Inc., closed 10 March 2026
DSSRC Case #252-2026, Medifast, Inc., administrative closure 10 March 2026 - a self-regulatory body operated by BBB National Programs, industry-funded, whose determinations are not regulatory findings; nine salesforce social posts conveying $544–$5,500 monthly bonuses, six-figure claims and "unlimited income potential," all removed shortly after notice, with the response recorded as appropriate and consistent with self-regulatory expectations. TINA.org brand file and the 2017 and 2023 income-claims databases - an advocacy organization’s investigations, not findings of law
- DSSRC Case #252-2026 decision, Medifast, Inc. (PDF copy hosting the nine cited salesforce posts, including the $544.57 and $1,356.06 bonus screenshots and the "unlimited income potential" post)
- Truth in Advertising, Inc. brand file: Medifast/Optavia
- 2017 Medifast-Optavia Income Claims Database
- 2023 Optavia Income Claims Database
- BBB Business Profile for Optavia, LLC, Baltimore, Maryland - non-accredited, with the verbatim pattern statement on refund and exchange issues and "As of 8/1/23, BBB has not received a response or action plan"
Better Business Bureau business profile for Optavia, LLC - a private, non-governmental, membership-funded ratings organization whose letter grades, pattern notices and complaint postings are not regulatory findings and not adjudications: an A+ letter grade, non-accredited, 43 complaints closed in three years and 6 in twelve months, and a verbatim pattern statement on refund and exchange issues with no company action plan recorded as of 1 August 2023. Against roughly $2.06 billion of revenue across FY2023–FY2025, the volume is small; the refund-and-cancellation theme is the meaningful signal because it aligns with the auto-renewal class actions
Not established by this document: The live BBB profile is a rolling three-year window and now reports 48 complaints closed in three years and 7 in twelve months, against the 43 and 6 recorded in the prose entry; the pattern statement and its 1 August 2023 date are unchanged.
- BBB complaints page for Optavia, LLC - the closed-complaint counts and the underlying refund, cancellation and auto-renewal complaint texts
What we could not get
- The denominator of the Income Disclosure Statement. The document gives percentages but never states how many coaches they are computed over, and its population ("ALL Independent OPTAVIA Coaches") is wider than the 10-K’s 16,100 "active earning" coaches at Q4 2025. The total roster size is unknown, so the headcount behind the 23.28% non-earner share cannot be stated.
- The split between genuine end-client volume and coach self-consumption. Because a coach’s own orders are credited to their sponsor as client volume, no public document reveals what share of commissionable volume comes from people who are not coaches. This is the single most important unknown in the file and it is the decisive Koscot number.
- Coach compensation as a reported absolute figure. The company discloses coach compensation only as a year-on-year change inside SG&A and never publishes the level. The roughly 40% of revenue used throughout this report is derived from two quarters of disclosed changes (42.4% marginal in Q4 2025, 40.8% in Q1 2026) and cross-checked against the company’s own "$3 billion paid since 2017" against $7,636M of cumulative revenue (39.3%). It is a well-triangulated estimate, not a reported line item.
- Event and convention costs. Neither the company nor the rebranded successor publishes registration prices for its national convention or regional events, and no participant-facing figure was found - so none is asserted anywhere in this report. Q4 2025 SG&A included a $1.6M increase in coach event costs even while every other line was cut, which confirms events remain significant and unquantified.
- A reported pyramid-scheme and false-advertising class action in a federal district court, said to have been filed in March 2024. It appears on a single plaintiff-side aggregator and could not be confirmed against any primary docket, nor against the advocacy-group file, mainstream legal press, or the FY2025 10-K contingencies note, which discloses no material legal proceedings. It is recorded here as unconfirmed and is not published as fact anywhere in this report.
- The full Dispute Resolution Agreement. The policies incorporate it by reference and carry a capitalized jury-trial waiver, but the standalone text was not obtained - so the precise scope of the class-action waiver, the arbitration forum, any fee-shifting provision and any opt-out window are unknown. Likewise, whether the pay portal holds back a minimum balance before releasing weekly commissions is not stated in any document reviewed.
- Earnings by rank, and the substantiation behind the July 2026 relaunch claims. The disclosure publishes no rank breakdown, so there is no way to state what a typical Senior Coach, Director or Executive Director earns. Separately, the clinical claims furnished in the July 2026 8-K - a 14% reduction in visceral fat, 98% of lean mass retained over sixteen weeks, and coached participants losing "10x more weight" and "17x more fat" - rest on a study whose design, sample size, control arm and publication status could not be located, and the 8-K itself lists "inconsistent future study results" among its risk factors.
- State attorney-general activity and the exact disposition of the earlier auto-renewal class action. No state action was found, but a systematic fifty-state search was not performed - absence of evidence, not evidence of absence. Sources conflict on the court in which the first auto-renewal claim was filed, it is recorded as resolved by settlement, and the settlement terms and amount were not located.
Not advice
This is independent analysis for decision-making, not legal, financial or investment advice. Allegations reported by third parties should be verified against primary court and regulatory records before any decision.
Researched by Claude. Reviewed by an editor.
Every report is researched and written by Claude, Anthropic’s AI assistant, from the company’s own plan documents, policies, terms and regulatory file - then reviewed before publication by Rob Fore, who checks the sources and the stage-label on every allegation.
- Nine weighted dimensions, published with their weights
- The editor checks the evidence and cannot change the number - the build rejects any page whose grade does not reconcile to its own arithmetic
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Optavia - frequently asked
QIs Optavia a pyramid scheme?
QHow much do Optavia coaches actually earn?
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QIs Optavia an investment or securities risk?
Author, editor and publisher
This report was researched and written by Claude, Anthropic’s AI assistant, working from primary documents - Optavia’s own compensation plan, its policies and procedures, its terms of service, its income disclosure statement where one exists, and its regulatory and self-regulatory file. It was scored against nine weighted dimensions that are published in full, with their weights, on the methodology page.
Before publication it was reviewed by Rob Fore, who checks every source link, every figure against the document it came from, and every allegation against its stage-label - an investigation is not a finding, a warning letter is not an enforcement action, and a filed claim is not a verdict.
The editor does not set the grade. The published score is the weighted composite of the nine dimension scores, and the build refuses to emit a page where the two disagree by more than 0.06. A grade moves when the evidence moves it and not otherwise.
Rob Fore has marketed online since 1996, wrote Online MLM Marketing (2014), and is CEO of Listech Inc, the Nevada corporation that publishes this site. He holds affiliate positions in companies graded here - including LiveGood, which this site grades D, SendOutCards, which it grades C−, and the Home Business Academy, which it grades B−. Those positions are disclosed on the reports they touch, and changed nothing on this page.
About the author and our conflicts · Contact the editor · Corrections: corrections@opportunitygrade.com
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