I do have some feedback that I hoping the team could look forward to-
The team could really use some actuarial analysts incorporated within the core team that help them scope the ecosystem well, do cost-benefit analysis, assess their risk adjusted growth strategy than allowing individuals to spread themselves “thin” into cross-domain fields, especially in the DAO business. Defi, insurance & core business strategy for starters.
Specialists beat generalists, every time & cross-domain expertise only comes with time or a deeper analysis how each organizational unit operates.
-
I say 75k for on-boarding developers is a good objective in itself - PROVIDED that they hit requisite metrics of achieving targets on bug bounties. ZERO problem with that.
-
However, social governance, books & NFT’s are low-hanging fruits (bad metrics & targets) because event management budget eats a lot of that, and they are retail traps/money pits. You’ll burn more money you could earn than accrue social/economic/educational value. Seen it time before & even in this ecosystem too.
-
I sincerely hope that the key leadership’s faith in the onboarded BlueDAO devs end up doing something useful with the grant money. i.e. say, code migration of existing projects, or process & feature improvements in the Harmony ecosystem and beyond. Sharing useful data i.e. code commits, unique code contribution & bounties paid could be a justifiable gauge for progress.
Only then, and only then…would I say that the follow-up tranches of funding would justify the cost. It’s 125k for the next objective in Q3, isn’t it?
- Before anyone with pitchforks from both sides chime in - I’ll end this discussion by saying this : Women do end up making the workplace a better place with sensible backstops. They are powerful negotiators, and good thought leaders too as they bring perspective.
But it’s diversity of thought that brings true uniqueness of an individual to the table in terms of inclusion, where gender, caste, religion, sex ethnicity has no bearing - Just
matters if they have an understanding or perspective of people’s needs across that spectrum.
A lot of thought leaders, (even in the DEI spheres) skip this exercise, and that’s why you’ll find good & BAD leaders in different genders too.