-Most atomize compensation by role and piece work. Perhaps a third way where something like core contributors have a base role and then are rewarded for extra work. Compensation can be hard to pin down for roles like business development or strategy.

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.

While we begin with self-assessment, the DAO collectively has final say over which value levels each contributor is assigned. We’re still actively working on how best to do this in a way that balances DAO budget constraints and needs with our desire to drive compensation in a bottom-up manner

Here’s what this looks like from the perspective of an individual contributor: