🧪 Experiment in the HAUS: A new Contributor Compensation Program

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

Contributors should have flexibility in how they engage with the DAO

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?

Contributor value should be assessed in a bottom-up fashion

Contributor ownership: As contributors add value, how can we give them greater ownership and governance power? This is especially important for new contributors, as we want to avoid entrenching power among only early contributors.

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.

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.