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A survey is one thing; the proof is in the hires. One of every three people on Ramp’s 60-person (and growing) team is a former founder. Ramp is a fintech and engineering all-star team aligned towards building the financial stack of the future and saving companies money.
Ramp: The Card-Sized Finance Team
notboring.co
In hindsight, I understood that a team with one or two merely adequate performers brings down the performance of everyone on the team. If you have a team of five stunning employees and two adequate ones, the adequate ones will sap managers’ energy, so they have less time for the top performers, reduce the quality of group discussions, lowering the team’s overall IQ, force others to develop ways to work around them, reducing efficiency, drive staff who seek excellence to quit, and show the team you accept mediocrity, thus multiplying the problem.
No Rules Rules
Reed Hastings, Erin Meyer
Reputation systems
DAOs are open and permissionless, but still need new ways of determining who to trust, collaborate with, and reward.
The traditional company solution is to conduct extensive interview processes, but these run opposite to the ethos of a DAO. Further complicating matters is that many of the people involved in DAOs are pseudonymous. In this new world, DAOs need a new way to figure out who to allocate scarce resources towards.
The Future of Work Is Not Corporate — It's DAOs and Crypto Networks | Future
future.a16z.com
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