4 ms·

Oxide cofounder: I pay everyone in my company the same salary – $180,250

22 points by lladnar 6y ago

atonse 6y ago
I can’t be the only one who wants to bleach his eyes with the incredibly user hostile experience of that website. Is there a version of this article on a site that isn’t the computer science equivalent of punching someone in the face repeatedly?
- djsavvy 6y ago
  Try the actual original article: https://oxide.computer/blog/compensation-as-a-reflection-of-values/ https://oxide.computer/blog/compensation-as-a-reflection-of-...
  - ibraheemdev 6y ago
    If that is the same article, then this is a duplicate of https://news.ycombinator.com/item?id=26348836 https://news.ycombinator.com/item?id=26348836
  - bcantrill 6y ago
    For whatever it's worth, the only (real) difference between the blog entry and the op-ed that Business Insider asked to run is this closing paragraph that I added at their suggestion: Some of the specifics of our model may or may not be a fit — we appreciate that uniform compensation is an unusual luxury, and we know that transparency of compensation can be a painful change to effect in an organization that has no history of it (or worse, has secretly been rewarding similar work vastly inequitably). But we do believe — fervently — that compensation reflects a company's values, and that it's absolutely essential that companies elucidate those values. If your company has no formal values, there's a tremendous opportunity to define them. This opportunity is not without peril, however, as my Monktoberfest 2017 talk on "Principles of Technology Leadership"[0] describes: Mistaken or crooked organizational values can be more damaging than absent or implicit ones. Don't define your values in terms of aspirations, aphorisms, slogans, or (because it apparently has to be said!) memes. Rather, they should be an honest expression of the shared values that bind the organization. Once your true values are elucidated, reevaluate your compensation in light of them. This isn't easy to do (especially because it will be a foregone conclusion that any reexamination will not result in the reduction of anyone's compensation), but your employees — current and future — will thank you for it. [0] https://www.youtube.com/watch?v=9QMGAtxUlAc https://www.youtube.com/watch?v=9QMGAtxUlAc Edit: formatting because HN (still!) doesn't support any kind of real block quoting.[1] [1] https://news.ycombinator.com/item?id=18162599 https://news.ycombinator.com/item?id=18162599
ibraheemdev 6y ago
Does anyone have a link to a non-paywalled version?
- 255kb 6y ago
  1. Press F5 then quickly ctrl+a then ctrl+c 2. Open notepad or whatever, ctrl+v 3. profit :)
  - randycupertino 6y ago
    Ha! Do you remember the Tim Tang Test? That is literally one of the ways to pass one of the levels. http://www.timtang.com/ttt/ http://www.timtang.com/ttt/
tahoemph999 6y ago
Original blog article. Not paywalled. https://oxide.computer/blog/compensation-as-a-reflection-of-values/ https://oxide.computer/blog/compensation-as-a-reflection-of-...
- deleted 6y ago
  [deleted]
NikolaeVarius 6y ago
Their podcast, on the metal, is probably light years ahead of everything else and one of the best podcasts I have ever listened to.
- thunkshift1 6y ago
  Could you share the link to that podcast?
umeshunni 6y ago
https://en.wikipedia.org/wiki/From_each_according_to_his_ability,_to_each_according_to_his_needs https://en.wikipedia.org/wiki/From_each_according_to_his_abi...
k__ 6y ago
I few times now, I heard the recommendation that founders should split the equity evenly, because it's all about execution and you should keep everyone motivated to give their best. Oxide seems to extend this principle to their employees.
- jasode 6y ago
  >, I heard the recommendation that founders should split the equity evenly, [...] Oxide seems to extend this principle to their employees. Fyi... The original blog post says they didn't (or plan to) split equity evenly among all employees: >As for how equity is determined, it really deserves its own in-depth treatment, but in short, equity compensates for risk -- and in a startup, risk reduces over time: the first employee takes much more risk than the hundredth.
- fairity 6y ago
  > It’s all about execution and you should keep everyone motivated to give their best. If your goal is to keep everyone motivated, issuing equity evenly to all employees is far from ideal. More ideal is issuing equity proportionally based on actual contribution to a company’s value. You probably also want to issue more equity to employees who are taking more risk by working at the startup. Either way, I think you’ll find that founders get more equity.
  - adimitrov 6y ago
    Says who? Says you. Based on what? I hear this sentiment a lot, and its proponents usually don't spend any thought on disproving other views. Such as, maybe it's better to have everyone motivated well, instead of having a few people excessively motivated while the rest trudges along. Maybe it depends on the field? Do you need superstars or are you only as fast as you slowest team mate? And maybe, but I barely dare say it out loud here, maybe compensation has less to do with performance and more to do with who eats dinner/cracks a beer with whom. In this case, how would the motivation argument even hold? I don't know which one is true. I wouldn't try to sound too convinced of any one of these unless I knew the situation of the business very well.

22 points by lladnar 6y ago

I can’t be the only one who wants to bleach his eyes with the incredibly user hostile experience of that website. Is there a version of this article on a site that isn’t the computer science equivalent of punching someone in the face repeatedly?

djsavvy 6y ago
Try the actual original article: https://oxide.computer/blog/compensation-as-a-reflection-of-values/ https://oxide.computer/blog/compensation-as-a-reflection-of-...
- ibraheemdev 6y ago
  If that is the same article, then this is a duplicate of https://news.ycombinator.com/item?id=26348836 https://news.ycombinator.com/item?id=26348836
- bcantrill 6y ago
  For whatever it's worth, the only (real) difference between the blog entry and the op-ed that Business Insider asked to run is this closing paragraph that I added at their suggestion: Some of the specifics of our model may or may not be a fit — we appreciate that uniform compensation is an unusual luxury, and we know that transparency of compensation can be a painful change to effect in an organization that has no history of it (or worse, has secretly been rewarding similar work vastly inequitably). But we do believe — fervently — that compensation reflects a company's values, and that it's absolutely essential that companies elucidate those values. If your company has no formal values, there's a tremendous opportunity to define them. This opportunity is not without peril, however, as my Monktoberfest 2017 talk on "Principles of Technology Leadership"[0] describes: Mistaken or crooked organizational values can be more damaging than absent or implicit ones. Don't define your values in terms of aspirations, aphorisms, slogans, or (because it apparently has to be said!) memes. Rather, they should be an honest expression of the shared values that bind the organization. Once your true values are elucidated, reevaluate your compensation in light of them. This isn't easy to do (especially because it will be a foregone conclusion that any reexamination will not result in the reduction of anyone's compensation), but your employees — current and future — will thank you for it. [0] https://www.youtube.com/watch?v=9QMGAtxUlAc https://www.youtube.com/watch?v=9QMGAtxUlAc Edit: formatting because HN (still!) doesn't support any kind of real block quoting.[1] [1] https://news.ycombinator.com/item?id=18162599 https://news.ycombinator.com/item?id=18162599

ibraheemdev 6y ago

Does anyone have a link to a non-paywalled version?

255kb 6y ago
1. Press F5 then quickly ctrl+a then ctrl+c 2. Open notepad or whatever, ctrl+v 3. profit :)
- randycupertino 6y ago
  Ha! Do you remember the Tim Tang Test? That is literally one of the ways to pass one of the levels. http://www.timtang.com/ttt/ http://www.timtang.com/ttt/

tahoemph999 6y ago

Original blog article. Not paywalled. https://oxide.computer/blog/compensation-as-a-reflection-of-values/ https://oxide.computer/blog/compensation-as-a-reflection-of-...

deleted 6y ago
[deleted]

NikolaeVarius 6y ago

Their podcast, on the metal, is probably light years ahead of everything else and one of the best podcasts I have ever listened to.

thunkshift1 6y ago
Could you share the link to that podcast?

umeshunni 6y ago

https://en.wikipedia.org/wiki/From_each_according_to_his_ability,_to_each_according_to_his_needs https://en.wikipedia.org/wiki/From_each_according_to_his_abi...

k__ 6y ago

I few times now, I heard the recommendation that founders should split the equity evenly, because it's all about execution and you should keep everyone motivated to give their best. Oxide seems to extend this principle to their employees.

jasode 6y ago
>, I heard the recommendation that founders should split the equity evenly, [...] Oxide seems to extend this principle to their employees. Fyi... The original blog post says they didn't (or plan to) split equity evenly among all employees: >As for how equity is determined, it really deserves its own in-depth treatment, but in short, equity compensates for risk -- and in a startup, risk reduces over time: the first employee takes much more risk than the hundredth.
fairity 6y ago
> It’s all about execution and you should keep everyone motivated to give their best. If your goal is to keep everyone motivated, issuing equity evenly to all employees is far from ideal. More ideal is issuing equity proportionally based on actual contribution to a company’s value. You probably also want to issue more equity to employees who are taking more risk by working at the startup. Either way, I think you’ll find that founders get more equity.
- adimitrov 6y ago
  Says who? Says you. Based on what? I hear this sentiment a lot, and its proponents usually don't spend any thought on disproving other views. Such as, maybe it's better to have everyone motivated well, instead of having a few people excessively motivated while the rest trudges along. Maybe it depends on the field? Do you need superstars or are you only as fast as you slowest team mate? And maybe, but I barely dare say it out loud here, maybe compensation has less to do with performance and more to do with who eats dinner/cracks a beer with whom. In this case, how would the motivation argument even hold? I don't know which one is true. I wouldn't try to sound too convinced of any one of these unless I knew the situation of the business very well.