This is not mere theory. Smartup Zero is a real-time experiment in building a totally new kind of digital organization—one designed from the ground up to fix the system misalignments holding back progress on the SDGs. Here we present the core architecture of a Smartup.
---
??? tip "just give me the abstract"
The Smartup Hypothese is a set of rules, processes, workflows and tools that together form an operation system designed to have large group of people work together efficiently, transparant and mission-driven on tools that should help people drive the SDG’s forward. In essence we are trying to build a better toolkit for future generations. The operation system is described below as a living oranganism. We’ll dive in it’s it’s natural habitat, it’s anatomy, it’s metabolism and In a Smartup, “citizens” work collaboratively and interchangeably on ideas that have the potential to break old paradigms and show new ways forward. It is an organization designed to create tools for people to work both on and within their communities.
## :material-cube-outline: The Architecture of a Smartup
**Definition:**
A Smartup creates trustworthy digital tools that help people—and the communities they form—become more resilient, resourceful, and effective in advancing the SDGs.
Every tool we create is grounded in facts, evidence, and tested knowledge. The problems we tackle are science-proven, and solutions must stand up to real-world scrutiny.
- **Democracy:**
Our process and decisions are open and participatory. Everyone has a voice and a vote; no gated hierarchies, no closed rooms.
- **Collective IQ:**
We are smarter together. All skills and ideas are pooled so we solve more, faster, and with better results than any one person or small group could alone.
While we are democratic in nature, we are military in execution. When the General Forum sets a target, the Workplace hits it with precision. Clear chains of command, proven processes like the buddy system, and professional discipline ensure we don't just talk about change—we deliver it.
A Smartup is a vehicle for change. The foundation powers us, the pillars keep us stable, and military execution cuts through obstacles. Together, these elements create an organization that can actually reach its destination: a world where digital tools serve collective human needs.
Every Smartup grows through four clear, community-driven phases. This rhythm—from first idea to real-world launch—ensures that only validated, sustainable, and well-governed solutions reach the market. At every step, the decision to move forward belongs to the entire Smartup community.
Each phase ensures what’s being built is wanted, sound, and fully owned by the community before advancing. Built-in checkpoints—majority votes and scientific reviews—keep momentum aligned with trust and quality at every step.
---
**Next:** See how Smartup teams, roles, and workflows make collective building a reality.
[:material-arrow-right-bold: Continue to Anatomy & Workflows](#)
---
## :material-dna: The Smartup Organism
!!! info "What is this?"
To create real, relevant technology, a Smartup can’t just be a loose network—it needs to be a productive, living system. But if nobody has absolute power—not even a CEO—how do decisions get made and meaningful work actually happen? The answer: the Smartup is a new kind of “organism” built for collective intelligence and self-organization.
A Smartup is a unique sociotechnical organism that combines democratic governance with military-precision execution. This hybrid design solves a fundamental challenge: how to maintain collective ownership while actually getting things done.
**The Design Principle**
**We are democratic where it matters most**: In the General Forum, every citizen has equal voice, equal vote, equal responsibility. Here we decide WHAT we build and WHY—our mission, values, and strategic direction.
**We are disciplined where speed matters**: In the Workplace, we apply military-inspired command structures and proven operational processes. Here we decide HOW we build—with clear roles, accountability, and chains of command.
If you could slice a Smartup open, you’d see something that looks more like a living ecosystem than a traditional corporate pyramid. Instead of strict hierarchy and top-down control, power and responsibility are distributed through a holacratic structure: **nested groups, each supporting the whole.**
> _“Holacracy is a new way of structuring and running your organization that replaces the conventional management hierarchy. Instead of top-down, power is distributed throughout, giving individuals and teams more freedom to self-manage, while staying aligned to the organization’s purpose.”_
> — holacracy.org
In a Smartup, these circles are groups—each one crucial for the whole, each one depending on—and empowering—the next.
All citizens (owners) gather here to discuss, propose, vote, and oversee everything. It's the public square for collective direction and accountability.
## :material-triangle: The Metabolism - How a Smartup Lives and Breathes
!!! info "What is this?"
If the 6 Groups show a Smartup's anatomy (structure), the metabolism shows how it actually functions—how we communicate, make decisions, and get work done through the ADM Triangle system powered by the buddy system.
When we examine a Smartup as a living organism, we need to understand not just its structure, but how it sustains itself. Just as a body needs circulation and digestion, a Smartup needs processes for communication, decision-making, and documentation. This is where we discover the ADM Triangle—the metabolic engine that powers every interaction.
### The Buddy System: Never Work Alone
At the core of our metabolism lies a simple but powerful principle borrowed from military operations: **you never work alone**. In a Smartup, every task, every decision, every action involves at least two people working in partnership.
!!! tip "Why Buddies Matter"
The buddy system serves multiple vital functions:<br>
- **Accountability**: Freedom with responsibility<br>
- **Support**: Help when stuck or overwhelmed <br>
- **Quality**: Built-in peer review<br>
- **Learning**: Juniors learn by observing seniors<br>
- **Resilience**: No single point of failure<br>
#### The Learning Loop
What makes our buddy system special is that it's designed as a learning mechanism:
```mermaid
graph LR
J[Junior Role<br/><sub>Defender/Assistant</sub>]
S[Senior Role<br/><sub>Attacker/Worker</sub>]
T[Task Execution]
L[Learning & Growth]
S -->|Performs| T
J -->|Observes & Assists| T
T -->|Creates| L
L -->|Promotes| J
J -.->|Becomes| S
```
**The 90/10 Split**: When a task is completed:
- Worker (Senior) receives 90% of the budget<br>
- Assistant (Junior) receives 10%<br>
This isn't just payment for monitoring—it's investment in developing the next generation of senior contributors.
### The ADM Triangle: Our Operating System
Building on the buddy system, every interaction in a Smartup follows the **Attacker, Defender, Midfielder** (ADM) pattern:
The junior isn't just watching—they're actively learning deployment processes, understanding architectural decisions, and preparing to lead similar tasks in the future.
!!! quote "Learning by Doing"
"The assistant learns how the worker solves a specific task and gains knowledge and skills. Defenders are literally learning to become seniors."
### Beyond Surveillance: A Learning Organization
!!! warning "This Isn't About Control"
Traditional organizations use monitoring for compliance and control. In a Smartup, the buddy system creates a learning environment where:<br>
- Juniors gain real experience with safety nets<br>
- Seniors develop mentoring and leadership skills<br>
- Knowledge spreads organically through the organization<br>
- No one carries administrative burden alone<br>
**The defender role isn't a watchdog—it's an apprenticeship. This transforms what could feel like surveillance into an opportunity for growth.**
#### The Freedom to Shift: Horizontal Career Development
What makes Smartup identity truly revolutionary is **voluntary role shifting**. Unlike traditional organizations where you're locked into your expertise, we embrace career fluidity.
!!! example "Role Shifting in Practice"
**Marcus has been a senior backend developer for 5 years. He's excellent at it, but getting bored.**<br>
**Traditional Organization**: Marcus is stuck. His value is tied to his seniority in backend. Moving to UX means starting over, losing status and pay.<br>
**In a Smartup**: Marcus can:<br>
- Continue taking senior backend tasks when he wants (90% as attacker)<br>
- Join the UX team as a junior member<br>
- Take on UX tasks as a defender (10%, learning from senior UX designers)<br>
- Gradually build UX skills while maintaining backend income<br>
- Eventually take on senior UX roles as skills develop<br>
**Result**: Marcus expands his skillset, stays engaged, and the Smartup gains a developer who understands both backend AND user experience.
!!! tip "Why This Matters"
**For Individuals**:
- Never get trapped in a single role<br>
- Learn new skills while earning<br>
- Find renewed passion through variety<br>
- Build cross-functional understanding<br>
**For the Smartup**:<br>
- Retain talented people who might otherwise leave from boredom<br>
- Create bridges between teams through shared members<br>
- Build resilience—more people can cover more roles<br>
- Foster innovation through cross-pollination<br>
#### The Learning Economy
This fluid identity system creates what we call a **learning economy**:
"Traditional organizations want you to stay in your box—it's easier to manage. But humans aren't meant to do one thing forever. A Smartup embraces our natural desire to grow, learn, and evolve."
Why Identity Shifting Matters
!!! example "Identity in Action"
Sarah is a senior developer who's curious about business development. Watch her fluid day:<br>
**9:00 AM - General Forum**: As a CITIZEN, she votes on strategic direction, her voice equal to everyone's.<br>
**9:30 AM - Workplace**: As a COLLEAGUE, she discusses overall progress in the OSBP.<br>
**10:00 AM - Dev Team**: As a senior TEAM MEMBER, she guides technical architecture decisions.<br>
**11:00 AM - Task #42**: As an ATTACKER, she codes a critical feature (earning 90% of task value).<br>
**2:00 PM - Business Team**: As a junior TEAM MEMBER, she joins market research discussions.<br>
**3:00 PM - Task #78**: As a DEFENDER, she assists on a competitor analysis task, learning from the senior business developer (earning 10% while learning).<br>
**End of Day**: Sarah earned well from her senior work AND gained business skills. The Smartup gets a developer who understands market pressures.<br>
!!! tip "The Power of Context"
By explicitly naming who we are in each space, we: <br>
- Prevent power dynamics from poisoning collaboration<br>
- Create psychological safety for honest communication<br>
- Enable rapid context switching without confusion<br>
- Build empathy by experiencing multiple perspectives<br>
- Allow graceful transition between expert and learner modes<br>
####Making the Shift
Switching roles in a Smartup is designed to be frictionless:
- See an interesting team? Join their public channel <br>
- Want to learn? Apply for junior roles in that team<br>
- Keep earning: Maintain senior roles in your expertise area<br>
- Grow gradually: Take on more advanced tasks as you learn<br>
- No permission needed: Your career path is yours to design<br>
### Identity Protocols: Who We Become in Each Space
!!! info "What is this?"
As we move between the 6 groups, we don't just change what we do—we change who we are. These identity protocols teach us how to show up in each space for maximum collective effective$
#### The Six Identities We Embody
<divclass="grid cards"markdown>
- :material-forum:{ .lg .middle } **In the General Forum**
---
**We are CITIZENS**
Equal voice, equal vote, equal responsibility. Here, the newest contributor has the same rights as the founding team. We debate, propose, and decide as equals.
*"In this space, I am a citizen with rights and obligations"*
- :material-briefcase:{ .lg .middle } **In the Workplace**
---
**We are COLLEAGUES**
United by shared mission. We may have different skills and tasks, but we're all building toward the same vision. Collaboration over competition.
*"In this space, I am a colleague working for our shared idea"*
Executing with discipline. We take on specific roles—driving work forward or ensuring quality—with clear accountability.
*"In this space, I am actively attacking or defending this task"*
</div>
#### Why Identity Shifting Matters
!!! example "Identity in Action"
**Sarah is a senior developer in Smartup Zero. Watch how she shifts:**
**9:00 AM - General Forum**: As a CITIZEN, she votes on whether to pursue mesh networking, weighing in equally with designers and business developers.
**9:30 AM - Workplace**: As a COLLEAGUE, she reviews the overall ONLIFE roadmap, offering technical insights while respecting other disciplines.
**10:00 AM - Dev Team**: As a TEAM MEMBER, she coordinates with other developers on the sprint plan.
**10:30 AM - Backend Role**: As a PEER, she mentors a junior backend developer struggling with mesh protocols.
**11:00 AM - "Build MVP" Objective**: As a SQUAD MEMBER, she syncs with frontend and QA on today's integration.
**11:30 AM - Task #42**: As an ATTACKER, she codes the mesh discovery feature while her junior DEFENDER reviews and learns.
!!! tip "The Power of Context"
By explicitly naming who we are in each space, we:<br>
- Prevent power dynamics from poisoning collaboration<br>
- Create psychological safety for honest communication<br>
- Enable rapid context switching without confusion<br>
- Build empathy by experiencing multiple perspectives<br>
**Learning the Dance**
New contributors often struggle with identity shifting at first. That's normal—we're conditioned by traditional organizations to maintain rigid roles. But with practice, this fluidity becomes natural and empowering.
!!! warning "Identity Discipline"
These aren't just nice ideas—they're operational requirements. In our Matrix/Element spaces, channels are named and moderated to reinforce these identities. Bringing "boss energy" to a peer space or "individual contributor" mindset to the General Forum disrupts our collective intelligence
### The Meta-Transparency Layer: ADM Between Groups
!!! info "What is this?"
The ADM Triangle doesn't just operate within groups—it creates a transparency cascade from the outside world all the way down to individual tasks, ensuring accountability and alignment at every level.
We've seen how the ADM Triangle works within each group. But the true power emerges when we see how it connects the groups themselves, creating what we call the **meta-transparency layer**—a complete chain of accountability from public oversight to task execution.
#### The Oversight Cascade
Each group in our 6-layer structure maintains oversight of the group below it through its own ADM Triangle:
<divclass="grid cards"markdown>
- :material-earth:{ .lg .middle } **0_timeline → General Forum**<br>
**A**: Citizens taking initiative with proposals/votes<br>
**D**: Leadership team ensuring quality moderation<br>
**M**: Bot documents everything to 0_timeline<br>
*The outside world sees our governance in action*
- :material-forum:{ .lg .middle } **General Forum → Workplace**<br>
**A**: Colleagues taking initiative with work<br>
**D**: Leadership team ensuring OSBP compliance<br>
Let's follow a decision from inception to execution:<br><br>
**Day 1 - Citizen Initiative**:<br>
In the General Forum, citizens (A) propose adding mesh networking to ONLIFE. Leadership team (D) facilitates discussion. Bot (M) publishes proposal to 0_timeline.<br><br>
**Day 3 - Vote Passes**:<br>
Colleagues in Workplace (A) volunteer to implement. Leadership team (D) ensures it fits OSBP. Bot (M) reports commitment to General Forum.<br><br>
**Day 5 - Team Forms**:<br>
Dev team members (A) organize around mesh networking. Team captain (D) allocates budget and strategy. Bot (M) reports team formation to Workplace.<br><br>
**Day 7 - Roles Activate**:<br>
Backend peers (A) define mesh protocol skills needed. Team captain (D) ensures roles are properly staffed. Bot (M) reports skill gaps to Teams.<br><br>
**Day 10 - Objective Launches**:<br>
Squad members (A) begin "Build Mesh Prototype" objective. Mission leader (D) coordinates resources. Bot (M) reports progress to Roles.<br><br>
**Day 12 - Tasks Execute**:<br>
Senior dev (A) codes mesh discovery feature. Junior dev (D) assists and learns. Bot (M) logs 4 hours work, reports completion to Objective.<br><br>
**Result**: Complete transparency from public proposal to code commit. Every stakeholder can trace the path.
!!! tip "Why This Matters"
Traditional organizations hide their operations behind closed doors. Our meta-transparency means:<br>
- Public can see how decisions become reality<br>
- Citizens can track their proposals through execution<br>
- Workers understand why they're building what they're building<br>
- No black boxes, no hidden agendas<br>
- Trust through transparency at every level
!!! warning "Information Overload?"
With transparency at every level, we risk drowning in data. That's why the bot middleware is crucial—it filters and summarizes, ensuring each level gets the right amount of detail. Citizens don't see every git commit; task workers don't get flooded with governance debates.
The meta-transparency layer completes our metabolic system. It ensures that our democratic ideals don't get lost in execution, and our military efficiency doesn't override our collective ownership. Every action is visible, every decision traceable, every contributor accountable—not through surveillance, but through systematic transparency.
!!! quote "Douglas Engelbart on Human Capability"
"The key thing about all the world's big problems is that they have to be dealt with collectively. If we don't get collectively smarter, we're doomed. A person's effectiveness isn't
## :material-cash-multiple: Smartup Business: Building a 24/7 SDG Enterprise
!!! info "What is this?"
A Smartup isn't a charity or volunteer project—it's a professional business operation that measures success in SDG progress rather than profit margins. Here we document our economic model: how money flows, how work gets valued, and how ownership creates both efficiency and equity.
### The Business Reality
When we look at traditional approaches to SDG challenges, we see a pattern that keeps failing us. NGOs burn out on donation fatigue, never achieving the scale needed for real impact. Social enterprises start with good intentions but get pulled toward profit over purpose when investors come knocking. Volunteer projects, despite passionate contributors, can't maintain the professional quality that complex global challenges demand.
We need something different—a model that combines business discipline with public good DNA.
!!! tip "What Makes a Smartup Different"
**We are a business that:**<br>
- Attracts top talent with fair pay (not volunteerism)<br>
- Maintains professional standards (not hobby quality)<br>
- Measures success in SDG progress (not stock prices)<br>
- Shares ownership equally among builders (not founders/VCs)<br>
This isn't ideological—it's practical. To solve civilization-scale problems, we need civilization-scale operations. That means professional quality, sustainable economics, and aligned incentives from day one.
!!! warning "Not Anti-Business, New Business"
We're not rejecting capitalism or profit. We're demonstrating that business discipline can serve collective goals when ownership, incentives, and success metrics align with social good. Profit becomes fuel for mission, not the mission itself.
### :material-license: Revenue Model: The Four License System
!!! info "What is this?"
Every Smartup needs capital to operate. Instead of selling equity to VCs, we sell membership to our community. But unlike traditional equity, every license—whether €200 or €5000—carries exactly one vote and one equal share of future success.
D --> P[Production<br/>4x prices<br/>Working prototype]
P --> O[Organization<br/>8x prices<br/>Market ready]
```
!!! tip "Why Prices Increase"
Early supporters: Take more risk → Pay less <br>
Later joiners: Get more certainty → Pay more <br>
Free tier: Always available → Never excludes<br>
Transparency: Price increases announced in advance<br>
Leadership decides: Each Smartup sets based on needs
!!! quote "Equal Ownership Principle"
"Whether you buy a €200 work license or a €5000 organizational license, you get exactly one vote and one equal share. This isn't about how much money you have—it's about joining the mission."
### :material-currency-eur: Labor Economics: How Work Gets Valued
!!! info "What is this?"
The heart of our business model: fair pay for good work. In early phases without cash, we use Smartup Credits (SC)—a transparent, task-based currency that converts to euros when treasury allows.
#### The SC System: Work = Value
At the core of our economy lies a simple principle: **you earn by doing, not by being**.
"The entire ledger lives in public view. Every SC minted, every redemption, every team budget—transparent to all owners. When the CEO of a traditional company gets a €10M bonus while laying off workers, that's the system we're replacing."
### :material-meditation: Social Capital: The SK System
!!! info "What is this?"
Money isn't the only currency that matters. Smartup Karma (SK) recognizes contributions that SC can't measure—the teammate who debugs at midnight, the member who mediates conflicts, the captain who builds team morale.
#### SK: Recognition Beyond Money
While SC rewards task completion, SK captures the intangible value that makes communities thrive.
<divclass="grid cards"markdown>
- :material-heart-plus:{ .lg .middle } **How SK is Earned**
---
**Quality defender feedback**: +5-10 SK<br>
**Successful proposals**: +20 SK<br>
**Mentoring juniors**: +5 SK/week<br>
**Team captain service**: +10 SK/month<br>
**Mission completion**: +15 SK<br>
**Conflict resolution**: +10 SK<br>
- :material-lock-open:{ .lg .middle } **What SK Unlocks**
**Total**: +33 SK for community building (0 SC earned)<br><br>
Her high SK opens leadership opportunities and increases her voting weight, recognizing that building community is as valuable as building code.
#### Why Dual Currency Works
!!! tip "Solving the Recognition Problem"
**Traditional organizations**:<br>
- Only pay for direct output<br>
- Community building goes unrewarded<br>
- Soft skills undervalued<br>
- Politics determine influence<br><br>
**Smartup approach**:<br>
- SC rewards direct work<br>
- SK rewards community value<br>
- Both needed for full participation<br>
- Merit determines influence<br>
!!! quote "Beyond Individual Gain"
"In Silicon Valley, they optimize for 'unicorns'—billion-dollar individuals. We optimize for collective intelligence. SK ensures those who make everyone better get recognized, not just those who code fastest."
### :material-bank: Business Operations
!!! info "What is this?"
How money flows in, how it's allocated, and why our operational model creates competitive advantages over traditional tech companies—all while staying true to SDG missions.
This isn't ideological purity—it's practical. The moment we take traditional investment, incentives distort toward profit extraction rather than SDG impact.
These aren't fixed—each Smartup's Leadership Team proposes budgets based on real needs. Building emergency communication needs different resources than water purification. The General Forum approves based on transparent justification.
#### Treasury Transparency
**Every owner can see in real-time:**<br>
- Total funds in Open Collective<br>
- Outstanding SC liabilities<br>
- Team budget allocations<br>
- Individual task payments<br>
- Redemption window status<br>
!!! quote "Trust Through Transparency"
"In traditional startups, employees discover the burn rate when layoffs hit. In a Smartup, every citizen watches the treasury like it's their own bank account—because it is."
