Limits of Engagement
Starting at TVP
Failing at TVP
Succeeding at TVP
DKRs and Goal Setting
Operating at TVP
Taking Time off
Evolving at TVP
Basics of Ascending
Problem Solver Path
Problem See-er Path
Organisational Maturity Path
Team Maturity Path
Executing at TVP
Empathy in a Team
Purpose Driven Action
Our goal with salary (base pay) is that it checks the box of "enough" for individuals who are excited about working here (because of our mission, people, and work) and then fades into the background.
We follow a level-based structure corresponding to each
. The idea is to prevent salary (base pay) from becoming a guessing game. It's simple and straight forward.
Earnings here have 4 components:
This is decided by the level-based structure and is a function of your skill level and status on the
This is a function of the process you are the part of and usually adds another ~1x on your base pay. Success payouts occur when you win.
This kicks in at level 3 as an additional percentage of your base and is dispursed monthly through liquid tokens.
Dispersed annually, and in equal-weighted ratio of token holdings.
This structure eliminates the need for a manager that decides your price. Instead, it lets your actions do it in a permissionless environment. Thus, putting you in control.
The system is designed to afford personal growth with unlimited upside and limited downside.
Liquidity and Team Turnover
Starting at TVP - Previous
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