Worth noting that we don’t really have anyone on the team that we would consider “junior”, which is why the averages are skewed higher. Most of the team are what we’d refer to as either “senior” or “staff” level. Everyone on the team is well beyond junior / entry-level in their given roles.
For reference, here is a breakdown of our compensation levels.
| Level | Modifier | Compensation |
|---|---|---|
| Junior | -15% | $85k |
| Base | 0% | $100k |
| Staff | +15% | $115k |
| Senior | +30% | $130k |
| Leadership | +35% | $135k |
This is currently uniform across all roles and locations, which we recognize is different to how most teams approach compensation. We’ve left open the possibility for compensation for different roles to diverge in the future, but wanted an equitable starting point. We don’t believe that compensation should differ based on location, especially given our entire team is remote.
Along with the time between when the grant is approved and when team members receive their allocation (6-12 months), there is also a two-year cliff (from the recipient’s start date) and one-year holding period (from the time of allocation), so it’s more like 1.5 to 3.5 years from the date of this grant application, depending on how long the recipient has been a member of Gnosis / Gnosis Guild. This has proven to be sufficiently long-term incentive alignment, along with being a fantastic retention mechanism, for Gnosis / Gnosis Guild in the past.
Because of price uncertainty, GnosisDAO has typically shown a preference for allocating a fixed number of tokens up-front, rather than promising a certain USD amount at some point in future. It’s operationally much simpler, gives teams autonomy over how they handle compensation and token allocations, and allows teams to use the tokens productively in the mean time.
Agreed. We have ongoing discussions with Karpatkey about incentive alignment between the two teams.
Exactly! We’re really excited about this.