Thank you for this post @anon10525910. Clearly lots of thought has done into this.
I’m mainly for this initiative, directionally, and there’s lots of value to add to the IC here - but I voted against the proposal for now, purely due to compensation numbers.
I have the same issue with $INDEX allocation going down 33% versus previous awards, especially given the $INDEX price has notably dropped, but note some follow up comments.
I also don’t think the comp is inspiring enough for successful (experienced or inexperienced) individuals in high-cost metro areas in the most developed nations - especially if they have families and higher fixed costs than single, young folks. In my assessment, if these individuals see such a compensation offer and rationally appraise it, they would be better off in risk-reward terms to: i) invest some of their salary in $INDEX and not contribute their time, or ii) contribute part-time. I assume we want to be able to attract such talent more than that though! I’m also mindful talent needs to prove value.
If we want to appeal to all talent, and values of it, we should think about this.
Generally, I would suggest increasing the technical talent comp 50% on the USD salary and the $INDEX allocation. As discussed here, lack of engineering resources is a huge issue for us.
Also generally, I think an issue here is trying to codify a one-size-fits-all approach re non-technical and technical contributors - in other orgs there’s a scale of talent. Ie - junior engineer, senior engineer, engineering team lead, CTO. Very high value DeFi engineers aren’t’ catered for here and neither is someone with 3-6-months experience with Solidity or Web3 trying to quit tradfi.