Everyone is already fully aware of the debacle around the program, so this proposal will be kept short and to the point.
To move forward with the program and just do it.
C: $120,000 per year is too high of a salary
A: This is a competitive but in no way an unreasonably high salary. Fixating on rate is the wrong mentality and a sure way to hold back potential growth. We want to attract and retain top-tier, highly motivated talent, not mediocrely rated people that will deliver mediocre results.
C: Merit & proof is needed before getting paid, passion will fuel them before that
A: Quite frankly an insulting take. There's no passion to speak of when treating people like slave-labour ready interns. I myself would quit on the spot upon hearing this from any potential employment.
C: People have other jobs & HA should be a full-time position
A: HA should be a full-time position, but we can't expect them to blindly trust and take the plunge with everything that has happened so far. Guarantee of incentives needs to happen first.
C: XYZ is a grifter and needs to be eliminated
A: Let’s entertain this idea for a bit and suppose that there are "grifters". This needs to be dealt with discreetly, in an isolated manner. What we do not need is any sort of heavy-handed scorched-earth tactic that will hurt and turn away everyone, including people that can and will drive Polkadot forward. Which is magnitudes worse than driving away a couple of maybe grifters.
C: The program needs to be reset, spending needs revaluation & more governmental structure is required, etc
A: What IS NEEDED is for DOT to go to +$100, and to get there we need actions, performed by people! All of this pivoting & constant virtue signalling needs to stop. These are talented and self-respecting individuals, not guinea pigs to be experimented on, nor do we want to attract/promote such people, which will happen if the program is reset.
840,000 USDT
This amount provides 4 months of runway: 3 months to implement the 100-day plan and an additional 1-month buffer for potential refill ref if the program proves to be successful.
The proposal discusses a program that promised independence and salary but faced issues with salary enactment and alterations. The current situation includes unpaid work, internal conflicts, and a risk of the program being wiped out. The proposed solution is to move forward with the program and address concerns about high salaries, merit, and the need for incentives. The requested amount is 840,000 USDT to provide a 4-month runway for the program's implementation and potential success.
Everyone is already fully aware of the debacle around the program, so this proposal will be kept short and to the point.
To move forward with the program and just do it.
C: $120,000 per year is too high of a salary
A: This is a competitive but in no way an unreasonably high salary. Fixating on rate is the wrong mentality and a sure way to hold back potential growth. We want to attract and retain top-tier, highly motivated talent, not mediocrely rated people that will deliver mediocre results.
C: Merit & proof is needed before getting paid, passion will fuel them before that
A: Quite frankly an insulting take. There's no passion to speak of when treating people like slave-labour ready interns. I myself would quit on the spot upon hearing this from any potential employment.
C: People have other jobs & HA should be a full-time position
A: HA should be a full-time position, but we can't expect them to blindly trust and take the plunge with everything that has happened so far. Guarantee of incentives needs to happen first.
C: XYZ is a grifter and needs to be eliminated
A: Let’s entertain this idea for a bit and suppose that there are "grifters". This needs to be dealt with discreetly, in an isolated manner. What we do not need is any sort of heavy-handed scorched-earth tactic that will hurt and turn away everyone, including people that can and will drive Polkadot forward. Which is magnitudes worse than driving away a couple of maybe grifters.
C: The program needs to be reset, spending needs revaluation & more governmental structure is required, etc
A: What IS NEEDED is for DOT to go to +$100, and to get there we need actions, performed by people! All of this pivoting & constant virtue signalling needs to stop. These are talented and self-respecting individuals, not guinea pigs to be experimented on, nor do we want to attract/promote such people, which will happen if the program is reset.
840,000 USDT
This amount provides 4 months of runway: 3 months to implement the 100-day plan and an additional 1-month buffer for potential refill ref if the program proves to be successful.
Threshold
Threshold