Interested in ed3, web3 & no-code. Can help on Growth, Community & Product on web3
Interested in ed3, web3 & no-code. Can help on Growth, Community & Product on web3
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DAOs provide a unique structure that naturally supports a creator economy, in which an economic model supports a structure through which you rent your talent and time, obtain flexibility and earnings, and leverage it to facilitate fractional ownership in the system supported and governed by the community.
DAOs embody a natural governance structure for borderless online collaboration on Web3-native projects by interested participants (crypto-native, crypto-curious or those entirely new to the Web3 paradigm)
Our belief at Dfolio is that profound changes brought about by Web3 technologies & business models, a supply of services is more conceivable with interconnected value networks, exchanges and bridges providing connectivity between these ecosystems. The end result has been a shift towards a new global economy, characterised by interconnected ecosystems and a borderless environment, creating truly global economies that attract digital natives and a talent pool.
DAOs and remote-first Web3 projects alike, need to adapt and find ways to integrate them seamlessly into their organisation - developing a ‘hybrid’ model where there is a ‘core’ internal workforce, and a fluid independent workforce, working in synergy to align to DAO or project goals. An example of a core workforce for a Web3 could be developers of the smart-contracts, which are crucial to the project. Whereas an example of a more need-based freelance / hiring-for-task would be hiring for content writers for a twitter thread to talk about a new launch OR designing a logo OR developing a telegram bot for the DAO.
In Work Without Jobs, Jesuthasan and Boudreau describe three ways in which talent is connected to work (fixed, flex and flow) within the context of a new work operating model for companies organized within the context of a corporate structure.
Two key elements that will play a key foundation in developing such fluid structures would be:
Having a clear skill-mapping of the core skills needed for the project (FTEs), task-based project needs (fluid-workforce) and the market (are there any trends to watch out for) should be the main driver of ‘hiring’
Knowing what the priorities are for the DAO or Web3 project will drive decisions on the hiring for the appropriate job
Sources:
https://medium.com/hackernoon/daos-and-the-future-of-work-97b4c076f288
DAOs provide a unique structure that naturally supports a creator economy, in which an economic model supports a structure through which you rent your talent and time, obtain flexibility and earnings, and leverage it to facilitate fractional ownership in the system supported and governed by the community.
DAOs embody a natural governance structure for borderless online collaboration on Web3-native projects by interested participants (crypto-native, crypto-curious or those entirely new to the Web3 paradigm)
Our belief at Dfolio is that profound changes brought about by Web3 technologies & business models, a supply of services is more conceivable with interconnected value networks, exchanges and bridges providing connectivity between these ecosystems. The end result has been a shift towards a new global economy, characterised by interconnected ecosystems and a borderless environment, creating truly global economies that attract digital natives and a talent pool.
DAOs and remote-first Web3 projects alike, need to adapt and find ways to integrate them seamlessly into their organisation - developing a ‘hybrid’ model where there is a ‘core’ internal workforce, and a fluid independent workforce, working in synergy to align to DAO or project goals. An example of a core workforce for a Web3 could be developers of the smart-contracts, which are crucial to the project. Whereas an example of a more need-based freelance / hiring-for-task would be hiring for content writers for a twitter thread to talk about a new launch OR designing a logo OR developing a telegram bot for the DAO.
In Work Without Jobs, Jesuthasan and Boudreau describe three ways in which talent is connected to work (fixed, flex and flow) within the context of a new work operating model for companies organized within the context of a corporate structure.
Two key elements that will play a key foundation in developing such fluid structures would be:
Having a clear skill-mapping of the core skills needed for the project (FTEs), task-based project needs (fluid-workforce) and the market (are there any trends to watch out for) should be the main driver of ‘hiring’
Knowing what the priorities are for the DAO or Web3 project will drive decisions on the hiring for the appropriate job
Sources:
https://medium.com/hackernoon/daos-and-the-future-of-work-97b4c076f288
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