►
From YouTube: DXdao Weekly Meeting #37 (Resources) [2021-03-25]
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
B
So
it's
like
following
up
on
some
of
those
topics,
and
then
I
added
a
few
new
topics
so
start
with
start
with,
like
resources,
focus
and
then
touch
on,
recruiting
and
pay
again
and
then
a
plan
for
what's
what
we're
gonna
do
in
two
weeks
and
then
also
a
quick
note
about
pon
valla,
which
we
are
squeezing
in
and
then
anything
else
that
people
are
interested
in
talking
about
so
to
kick
things
off
last
a
couple
weeks
ago.
B
We
we
made
this
google
doc,
which
has
a
a
list
of
positions
that
have
been
added
by
different
squads.
I
think
we
have
descriptions
for
a
lot
of
them,
I'm
not
sure
all
of
them
and
then
we've
also
taken
the
step
to
to
create
like
an
individual
like
pdf.
You
know
ipfs,
so
that
for
each
position
so
that
you
could
like
if,
if
you're
specifically
know
someone
interested
in
that
position,
you
can
send
out
that
actual
specific
link.
B
So
eventually,
we'll
have
a
you
know,
an
overall
doc
with
all
the
positions
and
then
we'll
have
individual
individual
docs
that
can
be
sent
out
and
publicized
in
certain
places
and
so
a
few
of
them.
B
You
know
so
there's
a
couple
different
emails
like
I
know
chris
has
an
email
and
there's
a
general
email
on
a
few
of
the
different
positions
and
people
can
you
know,
email
into
those
emails
if,
like,
ideally,
they
come
to
key
base
and
they
they
talk
to
the
dx
dial
community
introduce
themselves,
but
if
not
like,
even
people
can
send
in
a
resume
to
you
know,
cert
those
emails
that
will
be
seen
and
then
we're
still
working
on
the
process
of
when
we
have
incoming
interest.
B
What
what
kind
of
funnel
do
we
pass
that
through
and
we're
talking
currently
with
a
couple
people
about
like
an
hr
type
role
and
the
organization
of
that
and
how
to
guide
this
incoming
interest
and
how
to
introduce
them
to
dxdow
help
them
work
through?
What
like
the
next
steps,
would
be
and
like
who
to
talk
to
a
specific
like
about
what
they're
specifically
interested
in,
maybe
like
the
squad
leaders
for
the
the
topic
or
the
product
that
they're
interested
in
so
yeah.
B
We
can
we'll
continue
with
that
open
position,
doc,
which
is
you
know,
hopefully
leads
in,
and
these
things
can
be
tweeted
out
by
community.
These
things
can
be
we
we
still
haven't
really
done
any
like
paid
like
advertising
of
this
of
these
positions,
but
we
could
potentially,
maybe
in
ethereum
and
we'll
get
to
like
evan
and
weaken
ethereum
later
in
the
in
the
meeting.
B
But
you
know
evan,
I
think,
is
part
of
the
dx
style
community
and
we
could
potentially
pay
to
like
put
the
open
positions
up
on
their
on
their
newsletter
and
then
also
related
to
resources.
You
know
that
it
seems,
like
the
the
product
teams
in
general
have
done
a
pretty
good
job,
the
last
month
or
so
of
of
like
organizing
and
like
partly
because
of
this
call
better
organizing
resources
and
and
planning
around
products
and
teams.
But
we
do
we,
like,
I
guess.
B
One
thing
we've
discussed
in
the
last
few
weeks
is
like
governance
as
one
of
the
products
of
dx
dow,
and
so
you
know
gusto,
and
you
know
it's
just
it's.
Basically,
just
him.
That's
been
focused
on
someone
like
the
the
actual
true
governance
products
of
dx
down.
We
had
some
meetings
this
week
about
it.
Maybe
more
people
getting
involved
in
the
actual,
like
dx
vote,
slash
guild,
slash,
government
governance
products
and
we're
also
talking
to
lego
and
some
outside
teams
about
contributing
resources
to
that
as
well.
B
So
I
think
that,
like
you
know,
as
we've
talked
about
like
in
addition
to
swapper
mesa
and
omen,
governance
is,
you
know,
starts
to
become
a
fourth
product
of
dx
dow,
so
it
should
always
be
in
the
back
of
people's
minds
and,
and
it
requires
attention
we
don't
necessarily
have
like
an
urgency.
I
think
chris
mentioned
this
week,
like
it's
not
like
super
urgent,
that
this
is
all
built
and
solved
today,
but
like
in
the
long
term.
B
Governance
is
like
one
of
the
most
important
products
for
dx
dow
and
if
dx
dow
can
figure
out
the
ideal
solution
for
a
multi-chain
governance
world,
I
think
that
product
could
be
used
by
many
other
growing
dow
echo
systems
in
the
space
as
well,
and
there
will
there
should
be
more
and
more
and
all
these
all
these
projects
that
are
doing
multi-sig
with
snapshot
like
when
there
is
a
better
solution
that
they
can
actually
implement.
They
will
probably
want
to
move
to
that
as
well.
B
So
that's
just
an
interesting
focus
to
keep
in
to
keep
in
mind.
I
don't
I'll,
stop
there
and
does
anyone
have
any
additional
thoughts
on
like
those
those
resource
topics.
C
Yes
about
that,
I
just
wanted
to
add
that
I
see
I
see
the
governance
product
or
we
can
call
it
also
as
application
protocol
more
more
of
like
a
product.
I
see
it
as
something
that
make
all
our
projects
work
together.
Swapper,
oh
man
mesa.
C
So
I
think
my
idea
when
I
when
I
what
I'm
trying
to
build
here,
is
a
place
where
we
can
collaborate
and
build
something
together
and
that
everyone's
understands,
like
people
collaborating
from
from
modern
projects
to
be
something
together
where
they
can
test
and
they
can
interact
and
they
can
use
all
the
and
they
can
use
and
they
can
maintain
its
helps
so
yeah
more.
Like
a
brother,
I
see
like
like
an
application
or
protocol
that
glue
everything
together.
B
Cool
yeah,
I
think
it's
an
important
piece
of
dx
dial,
so
next
also
related
to
recruiting
so
there's
a
couple.
You
know,
in
addition
to
all
these
open
positions,
you
know
there's
a
couple
key
big
positions.
B
And
so
we
don't
have
someone
that,
like
is
100,
focused
on
that,
but
we
actually
had
a
friend
of
john's.
You
know
attend
a
few
different
meetings
this
week
and
you
know
get
a
feel
for
what
we're
talking
about,
and
he
has
a
big
interest
in
l2,
so
potentially
there's
something
there
regarding
the
marketing
role
and
and
open
positions
in
general.
B
One
thing
we
also
started
exploring
as
a
community
in
general
is,
is,
should
dx
dow
engage
like
a
professional
recruiter
to
get
an
idea
of
to
help
recruit
for
very
important
key,
bigger
positions
and
and
like
what
that
looks
like,
and
you
know,
dx
thousand-
I
don't
know
if
any
dao
has
ever
done
this,
like
yeah
the
companies
in
the
ethereum
space
hire
higher
recruiters,
but
has
it
like
a
public
dow
like
dx,
dow
hired
a
recruiter
and
so
exploring
like
how
that
would
look
and
what
it
would
lead
to,
because
you
know
most
of
the
or
all
the
contributors
to
dxdow
are
really
contractors.
B
So
it's
a
little
unique
for
like
hiring
for
like
a
position
where
typically
a
recruiter,
hires
someone
and
like
that
person
knows
they're
going
to
be
working
for
an
entity
for
like
at
least
a
year
or
something
so.
It's
a
combination
of
the
recruiter
is
going
to
be
really
good
at
like
surveying
the
entire
landscape
of
who
could
fill
this
position.
B
Who
is
interested
in
dao's,
who
wants
to
work
for
a
dao
and
then
and
then
bringing
those
candidates
together
and
like
introducing
them
into
the
dx
style
community
and
then
like
dx,
dow
and
us?
We
have
to
figure
out
how
to
like,
take
it
to
the
next
step,
with
with
the
right
people
that
are
introduced
through
that
method.
B
So
we
don't
know
if
that's
like
a
great
like
a
perfect
solution,
but
we're,
I
think,
there's
a
few
people
that
are
exploring
whether
or
not
that
could
work,
and
it
could
be
a
cool
experiment,
because
you
know
like
a
head
of
marketing
role
is
a
is
a
difficult
thing
to
fill
in
this
space.
B
And
you
know
if
anyone
has
contacts
and
really,
I
think
if
you
have
contacts
with
like
any
marketing
people
in
the
ecosystem,
even
if
they
have
jobs,
if
you
could
reach
out
to
them
and
ask
them
if
they
know
other
marketing
people.
That
would
be
interested
in
something
like
textile.
That's,
like
that's
a
good
path
that
we
could
take
as
a
community.
B
Yeah,
so
does
anyone
have
any
opinions
on
that
recruiting
in
general.
D
No
opinion
I
just
we
just
had
a
really
nice
call
chris
and
I
with
melanie
and
ali
and
keenan
for
some
of
the
hr
needs
and
kind
of
got
into
the
recruiting
stuff,
and
it
seemed
very
like
just
based
on
the
call
very
clear
to
us
that
marketing
with
all
of
our
products
is
like
definitely
not
a
one
person
role.
It's
definitely
gonna
kind
of
turn
into
its
own
squad,
potentially
with
all
of
our
products,
and
I
think
keenan
and
mark
and
have
both
been
doing
an
excellent
job.
B
Sweet
yeah,
so
the
hr
hgr
slash
hr
helpers,
which
we're
kind
of
talking
about
with
his
music.
We
have
a
couple
people
that
could
could
potentially
help
build
those
or
people
movers.
I
guess,
is
the
right
name.
Yeah.
E
We
did
just
we
did
just
like
chat
with
them
that
just
brought
his
call,
and
one
of
the
things
we
were
laughing
about
was
wanting
to
come
up
with
new
names
for
everything
right,
like
it's
kind
of
like
a
dx
style
thing.
We're
like.
Oh,
you
know
it's
not
departments
they're
they're
squads,
and
so
I
don't
know
what
we
want
for
like
hr,
but
like
this
idea
of
like
making
it
easier
to
work
right.
E
Whether
that's
you
know,
do
your
proposal
process
like
get
paid
through
yeah,
a
legal
entity
kind
of
understand
how
people
are
like
having
frustrations
with
different
people
or
things
at
work.
We
just
need
to
figure
out
how
to
build
something
on
that.
So
I
I'm
feeling
positive
that
we're
kind
of
moving
in
that
direction
on
like
getting
starting
to
get
our
house
in
order
a
little
bit,
and
so
the
the
things
that
we
were,
the
two
big
things
that
were
kind
of
takeaways
from
that
meeting
were
one
sorry
one.
E
The
two
of
them
would
probably
reach
out,
maybe
have
like
a
10
to
15
minute
conversation
with
everyone
just
to
see
where
they're
at
in
terms
of
needs
or
kind
of
questions
or
concerns,
whether
it's
about
the
proposal
process
or
like
anything,
I'm
just
kind
of
looking
for
a
way
to
engage
and
get
to
know
people,
and
then
two
is
we're
going
to
create
a.
E
I
guess
it
is
centralized,
there's
really
no
way
about
it,
but
there
will
be
a
google
sheet
that
is
going
to
be
tracking
worker
payments
both
retrospectively
and
like
kind
of
going
forward.
So
the
retrospectively
is
the
one
we'll
start
with
first,
and
so
this
will
be
like
of
the
last
six
months.
We
know
people,
you
know
a
lot
of
people
have
produced
a
lot
of
great
work,
but
like
have
what
what
was
their
beginnings
date
when
was
their
their
end
date?
E
Did
they
get
paid
dxd
like
kind
of
the
rep
compensation,
so
we're
hoping
to
have
like
an
initial
worker
list
draft,
hopefully
in
two
weeks,
and
then
that
will
be
what
like
people
can
check.
So
we
can
like
make
sure
that
everyone,
you
know
if
you
didn't
submit
a
worker
proposal.
It's
fine
like
we
just
want
to
get
everyone
paid
and
get
everyone
up
to
speed.
But
just
like
this
is
this
is
kind
of
like
the
current
state
of
thing.
E
So
I'm
hoping
with
both
melanie
and
ali
will
do
a
great
job
of
kind
of
getting
us
to
a
better.
This
is
the
state
of
things,
and
so
people
will
be
able
to
like
kind
of
check,
check,
to
see
to
make
sure
that
that
things
are
standing
and
then
also
that
they'll
be
helpful
in
like
helping
people
through
the
proposals
like
making
templates
kind
of
giving
people
a
heads
up
when
their
proposal
is
about
to
expire
and
yeah,
and
then
also
talking
about
like
long-term
things
like.
E
Should
we
get
everyone
on
the
same
schedule
right
rather
than
having
some
people
start
in
the
middle
of
a
month
or
not,
or
maybe
that's
like
too
much
of
a
kind
of
problem
to
solve
in
the
short
term?
And
then,
hopefully,
it
also
kind
of
like
we
can
eventually
automate
this,
and
so
some
of
the
things
like
with
what
dave
is
doing
with
treasury.
E
If
we
can
get
like
certain
addresses
that
are
workers
and
if
they're
making
the
same
proposals,
you
know
on
xdi,
we
can
track
that
ourselves
and
do
that
and
yeah,
and
I
hope
the
last
thing
I'll
say
is.
E
I
hope
that,
like
google
sheet
will
also
be
a
place
where
we
can
like
make
sure
people
can
check
their
rep
and
dxd
awards
like
back
and
going
forward
and
we'll
use
that
for
the
reference
when
we
do
those
multiple
rewards
or
the
dxd
compensation
in
general,
so
yeah,
hopefully
making
some
progress
on
the
hr
front.
B
Yeah
that
all
sounds
good.
I
think
it's
more
important
for
newcomers
and
people
like
very
recent
newcomers,
if
you're
a
seasoned,
dxdow
worker
and
you
need
help
or
you
haven't
done
your
proposal-
it's
kind
of
your
fault
so.
E
B
You've
also
mentioned
like
on
xdi
proposals
are
less
stressful
right
because
you,
even
if
you
do
it,
doesn't
cost
anything,
and
you
can
always
just
do
a
new
one.
It's
not
a
big
deal,
but
everyone
should
be
voting
as
actively
as
possible
on
xdi
yeah,
it's
fun
and
and
great
experience.
F
If
we
burden
melanie
with
the
work
of
finding
new
people,
we
need
to
make
a
life
easier
and
better
know
exactly
what
we're
looking
for,
because
we
wouldn't
want
to.
You
know
wasting
time
with
the
wrong
people.
So
every
team
has
got
to
have
a
list
of
skills
that
they
need
for
new
people,
so
that
we're
clear
on
on
what
we're.
After.
D
We
have
a
document
like
a
working
document
right
now.
I
think
maybe
scott
you
mentioned
it
at
the
beginning
of
the
meeting.
If
I
caught
it,
I
think
it
could
be
in
the
chat
even
and
then
melanie
and
I
think
potentially
ali
will
be
meeting
with
the
squad
leaders
first
just
to
get
a
feel
of
like
their
specific
needs
and
then
in
coordination
with
the
recruiter,
chris's
recruiter
as
well
or
not.
You
know,
our
new
recruiter
can
kind
of
balance
getting
those
specific
needs
met.
E
Yeah
great,
but
I
do
think
we
want
to
like.
We
need
to
be
better
at
like
engaging
people
when
they
like
casually
show
interest,
and
so
I
think,
like
having
a
little
bit
more
structure
on
it.
Hopefully
will
allow
us
to,
like
you,
know,
catch
people
in
our
web
or
something
like
when
they
kind
of
float
by
we're.
We're
grabbing
them
a
little
bit
more
just
to
touch
briefly
on
the
the
recruiting
marketing
front
that
sky
had
mentioned.
So
I
think
this
is
yeah.
E
This
is
kind
of
a
uncharted
territory,
but
you
know
we
are
a
project
product
organization
company
that
is
like
looking
to
expand
and
like
find
new
people,
and
a
lot
of
companies
of
our
similar
size
will
engage
professional,
recruiting
companies
to
help
them
like
find
talent
and
to
scour
through
lots
of
different
profiles
from
from
the
industry
and
really
pin
down
on
the
specific
kind
of
skills
and
under
skills
that
we're
looking
for
and
then
also
kind
of,
provide
an
initial
filter
process
to
make
sure
that
they
would
be
a
fit
for
dxo.
E
But
then,
ultimately,
it's
up
to
us
and
deciding
whether
or
not
we
would
we
would
hire
them.
So
I
did
talk
to
a
friend
of
mine
who's
done
some.
You
know
as
a
recruiting
company
done
some
recruiting,
both
within
within
crypto
and
outside
about
specifically
trying
to
go
after
a
senior
level,
marketing
person,
and
so,
as
skye
said,
there
are
not
a
lot
of
great
marketing
people
in
crypto
and
if
they
are,
they
probably
you
know,
have
a
have
a
good
gig.
E
I
think
this
guy
said
like
compound,
is
looking
for
head
of
marketing.
There's
like
a
couple,
others
that
are
you
know
in
this,
so
it's
a
competitive,
competitive
space,
but
I
think
this
is
where,
like
numbers
help
a
lot,
and
so
it's
kind
of
like
how
many
different
profiles
can
we
look
at
and
then
I
think
it's
also
about
still
trying
to
find
like
someone
that
gets
it
and
that's
ultimately
up
to
us-
and
I
don't
know
if
we
can
find
that
person,
but
I
think
it's
like
worth
trying
to
explore
this.
E
So,
in
terms
of
like
resources,
we
could
talk
about
looking
at
different
professional
recruiters,
but
they
typically
charge
anywhere
from
like
two
months
to
four
months:
salary
of
the
person
that
they're
recruiting
for
and
then
like
a
quarter
of
that
25
of
that
would
be
up
front
and
then
the
rest
would
be
paid
on
successful
placement,
and
so
I
guess
for
that
that
would,
you
know,
probably
be
at
the
end
of
our
kind
of
two-month
trial
period.
That
would
be
like
this
person
fits
so
yeah.
I
think
that's
something
we
should
explore.
E
I'm
talking
to
my
friend
a
little
bit
more,
but
I
think
we,
you
know
for
other
positions.
Things
like
it
could
be
worth
it
in
the
sa.
You
know
to
to
get
someone
to
really
devote
time
and
energy
to
this,
so
we
can
get
candidates
that
that
are
that
are
fit
for
us.
B
Yeah
sweet-
and
I
actually
think-
and
and
this
will
this
will
eventually
lead
to-
you
know-
be
a
part
of
maybe
the
lead
marketing's
role,
but
in
the
meantime
I
think
that
a
dow,
a
decentralized
doubt
like
dick
style,
can
can
leverage
some
of
the
newer
or
like
more
web
3
type
marketing
things,
and
so
a
couple
ideas
here
are,
like
you
know,
john,
I
think
said
around
an
article
about
like
like
every
project
should
have
a
meme
guy
like
memes,
are
super
powerful.
B
Something
like
omen.
I
think
memes
would
fit
really
well.
We've
we've
seen,
we've
seen
it
because
just
creating
an
omen
market
about
something
like
an
important
topic
in
the
ethereum
space
or
the
crypto
space,
and
getting
that
out
to
like
the
community.
That's
interested
in
that
actual
topic
that
that
actual
prediction
market
becomes
a
meme
right
and,
like
all
of
a
sudden,
anyone
interested
in
that
event
in
that
community,
like
all
of
a
sudden,
has
a
connection
to
that
omen
market
and
then
learns
about
omen.
So
I
think
more
of
that's
super
powerful.
B
You
can
make
it
as
crazy
meme
as
our
meme
competition,
which
is,
which
is
great
there's
like
a
couple
organizations
like
based
in
the
ethereum
space
that
are
like
doing
this,
like
meme
growth
marketing
web
three,
hacking,
which
we
can
dx
dow,
can
hire
so
we're
talking
to
them
as
well.
These
are
all
things
that
like
fit
in
between
social
and
marketing
and
our
and
our
pr
and
our
projects,
so
I
think,
and
then
also
the
last
one
is
we've
been
reached
out
to
by
a
vietnam.
B
A
vietnamese
agency
in
slash
investor,
who,
you
know
has
a
really
seems
like
has
a
big
connection,
at
least
in
vietnam,
maybe
outside
of
that
in
asia
as
well,
but
we
could
dx
style
could
start
working
with
some
of
these
other
regional
marketing
agencies,
and
I
know
one
of
the
open
positions
we
have
is
like,
like,
like
a
asian,
focused
marketing
person
and
that,
ideally,
we
have
that
person
who,
like
has
these
connections
but
expanding
dx
dow
in
our
products,
especially
omen
with.
B
Like
omen
token
and
guild
coming
like,
we
could
be
in
way
more
regions
than
we
are
right
now
and
so
we're
we're
gonna
see
what
it's
like
to
maybe
engage
an
agency
like
that
which
actually
comes
with
inves,
could
potentially
come
with
some
investment
as
well.
That's
a
separate
topic
but
like
if
they're,
making,
how-to's
and
and
things
that,
like
customizing
marketing
materials
to
their
specific
region,
it
just
is
going
to
spread
awareness
of
dx
dao
and
its
products.
E
Yeah
and
just
to
kind
of
kind
of
repeating
it
but
like
I
think
each
of
our
products
could
use
their
like
own
marketer
and,
like
omen,
probably
like
you
know
three
or
four
so
there's
like
a
lot
of
need
there
and
maybe
not
like
right
now,
but
in
like
the
next
two
months
our
products
are
going
to
be.
You
know,
need
a
lot
more
attention,
so
I
think
there's
a
lot
of
possibility
possible
here.
C
B
Cool,
so
next
was
an
interesting
topic
and
I
I
don't
think
this
was
talked
about
last
week.
Someone
can
stop
me
if
it
was.
I
missed
the
the
main
call
last
week,
but
evan
evan
van
ness
from
we.
B
You
know,
we've
talked
about
in
general,
dx,
dow
and
pay
and
incentives,
and
if
they're,
if
they're
competitive,
to
attract
talent
from
from
the
ecosystem
and
actually
evan
had
posted
a
forum
post
about
like
in
this
type
of
market,
increasing
increasing
pay
by
some
amount
to
retain
and
attract
talent
to
dxdow
and
his
products,
and
there
were
a
few
comments
about
it.
You
know
it's
increasing
base.
Pay
is
one
thing
I
I
still
think
like
you
can
make
things
more
attractive.
B
And
so
locked
up,
dxd
is
an
additional
way
to
to
increase
incentives,
but
yeah
so
evan
thinks
you
know.
According
to
his
post
that
dx
doubt,
workers
were
being
were
like
the
com.
The
competitive
pay
was
less
competitive
than
other
projects
in
the
in
the
actual
ecosystem.
B
So
it's
something
to
keep
in
mind,
it's
something
that
you
know
he
specifically
said
like
in
a
hot
market.
Maybe
pay
needs
to
be
increased,
but
if
we
go
into
a
bear
market
pay
could
be
reduced
again
as
well.
So
it's
it's
something
that
will
flow
with
with
could
flow
with
the
market,
but
yeah
attracting
talent
is
important.
F
Yeah
I
I
was
particularly
harsh
on
nothing,
but
I'm
not
against
the
idea
at
all.
Everyone
deserves
it.
The
thing
is,
it's
a
base
play
and
it's
quite
generous,
and
you
can't
expect
to
to
get
that
from
the
get-go.
F
You
need
to
pull
your
weight
and
earn
your
flags,
so
we
should
think
of
some
incentive
schemes
like
if
we
hit
a
target
with
a
certain
product
and
and
then
the
whole
team
gets
some
bonus
or
something.
But
you
know
we
we
need
to
be
motivated
and
incentivized
to
to
move
along
and
not
just
stood
on
our
asses
and
expect
to
get
paid
more.
B
Yeah
I
agree
and
that
it
that
is,
that
idea
of
being
like
in
incentive
pay
based
around
milestones,
is
something
we've
been
talking
about
for
a
while.
We,
we
have
a
potential
opportunity
to
implement
it
with
with
omen
token,
where
it
goes
to
dx
dot
workers
and
to
the
omen
team
and,
like
maybe
more
gets
released
if
milestones
are
hit,
but
if
milestones
are
not
hit,
then
less
is
released
to
those,
so
it
could
even
be
like
conditional.
We
could
use
like
conditional
token
incentives
in
that
scenario.
B
So
it's
something
that
is
being
looked
at
you
know
is
is
easier
to
do
with
a
new
product
token
like
omen
token
or
eventually
swapper
token,
or
something
and
that's
very
team
specific,
and
you
can
really
align
it
to
the
milestones
of
that
product.
So
it
will
be.
Let's
all
keep
that
in
mind
and
let's
like
come
up
with
ideas
on
how
to
do
that.
G
B
Yeah
dude:
that's
an
interesting
idea.
Do
we
like
do
we
have
an
idea
of
what
that
takes
in
this
environment
like
the
most
public?
One
is
wi-fi:
okay,
the
the
wi-fi
contributors.
You
know
printed
200
million
dollars
and
they're
incentivized
now
with
200
million
dollars,
so
we
can
print
more
dxd,
but
I
don't
think
we're
gonna
get
to
200
million
dollars.
So
how
do
we?
How
do
we
incentivize,
like
the
top
devs
in
ethereum,
to
come
work
for
dx
style
like
what?
What
is
that
price.
G
Yeah,
I
don't
know,
but
I
I
think
it's
important
that
for
that
for
like
a
senior
deaf
that
is
coming
in,
he
wants
to
feel.
Like
I
don't
know,
he
wants
to
feel
special
and
I
think
he
should
be
making
more
than
you
know
like
the
the
marketing
guy
or
whatever.
H
Great
yeah,
like
my
opinion,
is
that
like
incentivizing
people,
people
like
more
like
owners
than
and
employees
is
much
better
because
just
increasing
salary-
I
don't
know
if
that
will
benefit.
You
know
doubt
more
like
and
giving
ownership
giving
like
shares
of
oman.
Talking,
for
example,
will
I
think,
like
give
enough
incentive,
you
know
to
act
in
the
right
way
and
it's
good
enough
incentive.
In
my
opinion,.
C
Yeah
also,
what
what
it
attracts
a
good
developer
is
a
good
technical
challenge
and
I
think
we
are
not
selling
our
technical,
our
technical
challenges,
the
right
way,
maybe
or
maybe
we
should
put
more
effort
there
to
express
that
if
you
are
a
very
good
developer
and
you
want
you
want
to
work
for
us,
there
is
a
lot
of
things
that
you
can
learn
a
lot
of
responsibilities
that
you're
going
to
take
in
the
process
and
you're
going
to
be
doing.
Very
you
know,
cool
stuff.
This
is
what
attracts
a
good
developer.
B
Yeah,
yeah
technical.
So
how
like?
How
do
you
outline
that
augusto
like
what
like?
How
do
you
specifically
outline
those
technical
challenges
and
then
communicate
that
to
like
devs?
That
would
be
really
interested
in
that
like
how
what's
the
process
of
doing
that
are
other
projects
doing
that
we
need
to
build
cool.
E
B
Inspire
people
yeah,
so
an
example
would
be
like
so
agave
is
going
to
do
ave
on
xda
right,
like
dx,
dao,
okay,
this
is
another
project
but
like
that
would
be
really
interesting.
If
we
said
we
dx
cow
has
500
000
like
three
awesome
developers
who
want
to
do
an
of
a
compound
fork
on
on
xdi,
come
and
build
that
for
a
dx
dial
like
and
and
hire
the
team.
I
H
H
I
I
I
What
people
can
get
for
salaries
is
like
what
drives
salaries
and
pay,
and
I
think
we're
aware
that,
like
the
developers
are
getting
paid
pretty
well
in
this
market
in
this
space
and
it's
been
hard
to
find
and
like
yeah
find
good
developers.
So
I
think
we
should
be
willing
to
use
money
like,
if
necessary,
to
do
that.
C
Yes,
yeah,
but
but
we
need
both,
I
mean
if
you
we
are
going
to
get
a
good
developer
thanks
for
the
money,
but
it
will
be
awesome
if
we
can
get
someone
that
is
attracted
by
the
challenges
that
we
want
to
do
and
maybe
find
a
way
to
do
something
better.
Like
okay,
we
wanna,
I
want
to
create
the
the
omen
gear
with
the
omen.
Token
distribution,
and
maybe
a
new
developer,
came
up,
appears
and
says:
hey
guys.
C
For
example,
what
happened
with
liquidity
farming-
and
it
was
that-
was
an
idea
from
federer
right.
That
was
an
idea
from
federico
that
he
proposed
on
swapper
a
very
good
idea.
He
implemented
it
and
he
had
it
on
swapper
as
a
feature
and
we
are
going
to
use
it.
So
that's
a
very
good
example
of
what
a
good
developer
can
do
here
that
they
have
room
to
play.
C
If
you
came
up
with
a
good
with
a
good
idea
and
something
that
is
going
to
help
us
and
it's
going
to
be
technically
cool
for
sure,
we
are
going
to
implement
it,
and
I
think
that's
that's
a
very
powerful
thing
to
communicate
when
we
are
going
to
hire
new
developers.
B
There
is
a
tentative
plan
to
do
a
revisit
of
budgets,
treasury
and
product
roadmap
updates.
B
You
know
we've,
I
think,
in
the
last
four
weeks,
since
we
did
that,
there's
been
a
lot
of
progress
across
you
know,
omen
and
and
swapper
and
different
products
and
we're
we
have
this
like
marketing
plan
timeline
and
we've
timed
everything
up
and
we're
gonna
try
our
best
to
stick
to
it
but,
like
I
think,
there's
going
to
be
a
ton
of
momentum
in
the
next
six
to
seven
weeks,
around
new
features
and
alphas
and
products
coming
out
and
making
sure
that
we
like
readjust
the
the
roadmap
around
the
updates,
and
then
you
know,
keep
an
eye
on
budget
and
and
how
like
new,
hires
and
things
adjust
budget
just
to
like
make
sure
we're
all.
E
Yeah,
I
feel
like
we
should
be
having
some
quarterly
like
check-ins
and
reports
that
are
more
about
like
public
facing
things,
and
so
I
think,
like
we
kind
of,
I
think,
the
one
that
I'm
thinking
of
is
like
the
treasury
and
the
budget,
and
so
this
is
something
that
dave,
who
is
just
just
been
working
just
started
working
a
couple
weeks
ago,
like
kind
of
his
big
deliverable,
is
thinking
about
providing
a
report
on
the
treasury.
So
this
is
like
you
know
what.
Where
are
geek
styles
assets?
E
Some
are
next,
I
some
are
in
the
buyback
reserve
somewhere
in
the
treasury.
What
are
those
broken
down
into
summer
and
swapper
tokens?
What
are
yeah,
and
so
I
think
that
would
be
helpful
to
kind
of
like
do
that
once
every
three
months
and
since
q1
would
end
in,
I
guess
six
days.
I
think
it
would
be
good
to
do
that
on
this
call,
and
that
would
be
in
two
weeks.
E
So
I
just
we're
checking
that
and
then
I
wonder
if
there
are
like
other
things,
that
we
want
to
do
on
a
quarterly
basis
that
are
like
maybe
opportunities
to
to
communicate
a
message
to
the
community,
and
I
thought
like
what
we
did
this,
that
call
in
january
that
I
still
send
out
to
people
about
each
of
the
product
roadmaps
that
I
thought
was
like
really
really
helpful.
So
yeah,
I
was
just
wondering.
E
F
I
had
a
chat
with
alex
from
manson.
They
do.
F
Data
analysis
on
chain
asked
him:
they
could
help
to
a
business
analytics
dashboard
for
adele
like
us.
He
was
interested,
but
the
angle
I'm
looking
at
it
is.
He
is
also
looking
at
raising
a
series
a
round
for
his
startup,
and
I
wanted
to
do
it
on
meta.
F
So
if,
if
I
get
him
to
agree
and
he's
gotta
talk
to
his
vc
about
it
as
well
to
raise
the
series
a
round
on
on
mesa,
then
we
can
get
on
to
do
a
dashboard
that
we
could
also
white
label
and
scale
to
other
dials
later
on,
because
it
would
be
an
amazing
tool
that
everything
will
be
automated
like
programmatically
and
unchained,
the
whole
business
analytics
and
the
processes
that
we
could
see
live
it
will
be.
It
will
bring
a
lot
of
efficiency
to
our
work
process.
B
B
Yeah
they're,
a
good
company
that
ties
in
I
mean
yeah
that
ties
in
with
a
little
bit
like
deep
down,
obviously
nansen's,
not
like
dow
focused
at
this
point.
I
don't
think
but
deep
dow
is
data
analytics
for
daos,
so
it's
these
are
all
things
that
are
needed
and
just
like
doing
analytics
type
stuff
as
well.
Yeah.
B
Cool
and
then
I
guess
one
last
thing
and
part
of
I'd
like
to
just
talk
briefly
about
panvala,
even
though
it's
not
necessarily
resources.
Well,
it's
dependent
on
resources,
so
it's
dependent
on
everyone
here.
F
What's
that
I
I
saw
panvello
on
give
it.
You
know
this
new
charity
platform
like
for
donations,
give
it
get
coin,
get
coin
yeah.
B
Well,
there's
give
there
so
there's
giveth
to
griff
green,
but
so
in
general,
like
the
dx
dao
has
been
involved
with
panvala
league
for
over
a
year.
Now,
and
one
idea
was
you
know,
especially
after
we
raised
money,
is
the
idea
was
to
as
part
of
bitcoin
grants
instead
of
getting
money
for
dx
dow,
the
the
idea
is
to
get
money
and
f
and
funnel
that
money
and
those
donations
to
key
infrastructure
and
projects
in
the
d5
ecosystem
that
are
highly
needed.
B
That
are
underfunded.
Basically,
and
so
there
are.
Some
of
those
projects
exist
on
have
their
own
bitcoin
grants,
and
then
there
are
other
prod
projects
like
radical
before
radical
became
a
company
like
gotta
got
some
money
from
us
and
there
are
some
design
companies
and
some
projects
and
some
infrastructure
projects.
B
So
we
have
a
pot
of
of
bitcoin
grant
slash
pan
vala
donations
from
last
quarter,
which
still
hasn't
been
awarded,
and
then
there's
a
new
get
coin
grant
round
going
on
right
now,
so
everyone's
to
be
involved,
you
should,
if
you
have
panned
panvalus
token,
you
should
stake
it
to
our
grant.
You
should
donate
during
gitcoin
grants.
Now
this
like
donating
through
git
coin,
is,
is
important.
Doing
it
through
with
pan,
is
important,
there's
probably
going
to
be
a
get
coin.
Token
at
some
point.
B
So
if
you
don't
donate
you're
an
idiot
because
you're
not
going
to
get
bitcoin
token,
but
and
then
the
the
most
important
thing
which
I'm
asking
for
right
now
is
for
people
to
actually
come
up
with
some
projects,
and
these
could
be
individual
people
that
are
building
stuff
for
the
d5
space.
These
could
be
projects,
ideally
smaller
teams
that
need
funding,
but
we
need
like
at
least
three
important
people.
Projects
that
are
building
cool
stuff
in
the
in
the
defy
ecosystem.
B
That
dxdow
and
other
dows
need
in
in
defy
space
needs
right,
and
we
can
give
them
this
money.
These
grants
we
can
get
them
going
and
that
could
actually
lead
into
potential
like
dx
venture
investments
as
well.
So
we
have
grant
money
that
we
can
give
out.
That
is,
has
been
donated
to
this
cause,
but
we
don't
have
projects
because
people
are
people,
we
need
people
to
identify
who
deserves
that
money
basically,
and
so
anything
you
guys
can
come
up
with
this
week
or
next
week.
B
Please
put
it
in
the
panvala
key
based
channel.
If
we
have
one
project
or
two
projects,
three
projects,
they
could
get
a
lot
of
money.
Reality.Eath
could
be
a
great
one,
so
yeah,
please
contribute
or
just
think
really
hard
about
what
projects
deserve
some
of
this
grant
money,
and
that
would
be
great.
B
And
then
I
think,
that's
all
for
the
agenda.
If
there's
anything
else
that
people
would
like
to
raise
or
talk
about,
please
do
so
now.
Otherwise
we
can
end
it
early.
I
I
just
want
to
follow
up
on
on
what
evan's
post
was
like.
What
do
people
think
about
that
in
terms
of
like
an
across
the
board,
because
there's
like
two
ideas
here
right,
there's
the
incentivizing
specific
milestones,
which
I
think
we
need
to
do
a
little
bit
more
work
on,
like
actually
identifying
said
milestones
right,
and
I
can
help
with
that
help.
Coordinating
that
in
the
next
dev
call.
I
think,
that's
probably
a
good
topic
for
the
next
step.
I
Call
we
kind
of
wrapped
up
the
architecture
stuff,
but
then
I
think
there's
a
separate
issue
of
like
what
evan
is
proposing,
which
is
hey.
It's
a
bull
market,
guys
like
the
market's
hot.
You
have
people
like
pay
them
well
to
to
retain
them.
So
I'm
just
like
curious.
Like
not
a
lot
of
you
know
a
couple.
People
responded,
but
not
not
a
lot
of
people
and
not
too
many
of
the
workers
right.
So
I'm
just
kind
of
curious
like
how
people
will
feel
about
that.
B
Maybe
market
price
could
be
one
one
way
to
just
change
that
right
away,
so
you're
you're
you
get
more
dx
locked
up
dxd,
but
that
in
my
lines,
incentives
and
then
nathan
in
the
chat
also
mentioned
something
like
like
you
know-
maybe
not
someone
who
comes
in
for
the
first
month
is
going
to
get
this
giant
salary.
But,
as
you
spend
more
time
and
more
contributions
to
dow
your
your
salary
or
your
dxd
incentive
could
could
increase
on
a
percentage
basis.
The
the
more
you
contribute
to
dx
dow
over
time.
F
Well,
I
have
a
suggestion.
I
I
can
easily
add
it
to
my
survey,
so
people
could
anonymously
share
their
opinion
on
it.
I
I
yeah.
Would
you
like
to
add
it
as
a
question
yeah.
F
E
I
guess
so
I
asked
we
were
actually
talking
about
this
on
the
previous
call
with
hr
and
melanie
who's
worked
in
hr
before
she
said.
E
I
found
that
when
you
ask
people
if
they
want
more
money,
they
most
of
the
time
say
yes,
so
I
think,
like
people
will
want
more
money
and
being
like
a
dow,
we're
gonna
have
to
figure
out
like,
of
course,
I
want
more
money
like
that
would
be
great,
like
I'd
like
to
get
paid
more
and
like
so
it's
it's
weird
because
we're
in
this,
like
juxtaposition
of
like
having
to
be
like,
oh,
we
should
be
like
respond.
E
You
know,
put
on
a
rep,
holder's
hat
and
be
responsible
about,
and
I
think
augusto's
saying
dxd
holders
my
take
is.
I
think
we
are
due
for
another
like
compensation,
guideline
adjustment
that
was
in
like
september
of
last
year,
but
I
think
we
need
to
accomplish
some
things
first
and
I
think
we're
like
doing
those
and
those
are
kind
of
like
right
around
the
corner,
and
I
think
those
will
doing
those
and
and
accomplishing
those
will
justify
a
increase.
I
think.
F
I
I
come
from
a
former
socialist
country
and
what
we
used
to
have
for
years
here
is
everyone
on
the
job
place
like
they
would
get
a
salary
increase
every
year
and
and
someone's
been
at
their
vocation
for
40
years,
and
their
salary
is
like
a
lot
bigger
than
others
that
are
newcomers,
so
I
believe
that
it's
fair
and
we
should
we
should.
We
can
do
this
right
away.
E
B
It
to
dxd
holders
is
obviously
an
important
piece
of
it
and
that's
why
I'm
lining
the
incentives
of
any
increase
that
like
or
showing
like
chris,
you
mentioned,
showing
over
the
next
seven
weeks.
I
think
there's
gonna
be
a
lot
of
positive
things
that
happen,
and
I
agree
that
it's
gonna
be
easier
to
justify
something
like
that.
After
after
the
next
couple
months,.
E
Market
doesn't
last,
then,
maybe
we
don't
want
to
be
like
raising
the
yeah
going
into
the
bear
market.
But,
like
I
mean
just
remember
like
the
the
comp
guideline-
and
this
is
tough
to
change
because
then
we
like
do
these
things
public
and
it's
like
hard
to
decide
and
like
that
was
in
I
think,
september
of
last
year.
So
it's
just
like
there's
a
lot
a
lot
of
things
different
in.
D
Everyone
right
so
definitely
important
to
focus
on
the
great
things
coming
ahead
and
kind
of
thinking
about
how
we
can
adjust
the
salary
to
be
based
off
of
those
accomplishments
in
the
future
near
future
and
hopefully
for
long
term.
F
In
any
business
that
there's
a
well-stratified
structure,
it's
not
flat
as
we
have
it,
so
people
expect
to
get
to
the
role
of
a
director
or
president
vice
president
or
whatever.
We
don't
have.
F
So
that's
that's
something
we
lack
and
it
should
be
easy
to
justify
to
stakeholders
that
at
dao
deserve
to
to
have
a
pay
increase
with
the
time
served.
You
know
because
they
didn't
get
promoted,
so
they
should.
H
D
So
I
created
a
this
is
a
separate
note,
but
I
created
a
contributor
hub
channel.
So
if
you're,
actually
having
trouble
figuring
out
how
to
get
paid,
join
the
channel
and
hopefully
melanie
and
ali,
can
start
helping
you
out.
B
Nice
yeah
people
should
not
be
worried
about
getting
paid
and
how
to
get
paid.
I
mean
they
should
fulfill
their
responsibilities
and
their
goals
and
things,
but
the
technical
thing
should
not
be
taking
people's
concerns,
so
that
would
be
a
helpful
challenge
exactly
great,
well
we're
right
here
at
the
top
of
the
hour
thanks
everyone
for
attending
welcome
to
the
new
jitsi
we
can.
Actually
you
know
what
we
can
do
is
you
can
we
can
embed
jitsi
like
into
dxdow.etha?
B
H
E
Can
you
yeah,
maybe
I'm
surprised,
no
one's.