🧪 Experiment in the HAUS: A new Contributor Compensation Program

After many rounds of research, discussion and alignment, our new compensation plan consists of three pillars: base compensation, bonus compensation, and governance power.

Through bottom-up assessments, ratification proposals and open discussion, this process helps create openness and transparency in determining compensation, unlike traditional human resources departments, which are opaque and more prone to bias.

Contributor value should be assessed in a bottom-up fashion

Contributor engagement and compensation models should be interoperable with that of other DAOs

To solve these issues, we wanted to create a plan with the following principles in mind:

Contributor evaluation & growth: As more DAO members join, how can we help contributors evaluate their personal growth & development? How can the DAO effectively align compensation and value created within a non-hierarchical context?

With the rise of DAOs, we’ve seen more ‘workers’ transition to becoming DAO contributors, embracing more flexibility and control in how they spend their time. This is a win for both contributors and DAOs, vastly expanding the talent pool to anyone willing to show up and contribute.

Compensation clarity for contributor recruitment: While retroactive compensation is flexible, it is hard to attract contributors who want more clarity and certainty on their compensation before committing their time and effort.

Contributors should have flexibility in how they are compensated by the DAO

Contributors are currently compensated retroactively. Contributors informally request payment at the end of each month from their respective Circles according to the self-assessed value they created. Once the Circle verifies contributor requests, Circle leads then make a proposal requesting Circle funds for that month from the Warcamp DAO. Individu... See more