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@ -291,17 +291,799 @@ Think of them as a set of Russian dolls: each group contains smaller subgroups,
</div> </div>
!!! tip "The Nested Structure" !!! tip "The Nested Structure"
Each group lives within the one above it: Each group lives within the one above it:<br>
- General Forum contains → Workplace - General Forum contains → Workplace<br>
- Workplace contains → Teams - Workplace contains → Teams <br>
- Teams contain → Roles - Teams contain → Roles<br>
- Roles work on → Objectives - Roles work on → Objectives<br>
- Objectives break into → Tasks - Objectives break into → Tasks<br>
This creates clear accountability chains while maintaining democratic oversight at the top. This creates clear accountability chains while maintaining democratic oversight at the top.
--- ---
[:material-arrow-right-bold: Continue to the Metabolism (ADM Triangle)](#)
## :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:
```mermaid
graph TD
A[Attacker/Senior<br/><sub>Drives action forward</sub>]
D[Defender/Junior<br/><sub>Learns while ensuring quality</sub>]
M[Midfielder/Bot<br/><sub>Coordinates & documents</sub>]
A <--> M
D <--> M
A -.->|Mentors| D
```
#### How It Works in Practice
!!! example "ADM in Action: Task Execution"
**Scenario**: A senior developer takes on the task "Deploy emergency mesh network prototype"<br>
1. **Senior Developer (Attacker)**: Implements solution, explains decisions<br>
2. **Junior Developer (Defender)**: Assists, learns patterns, validates effort<br>
3. **Bot (Midfielder)**: Logs activity, manages check-ins<br>
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**:
```mermaid
graph LR
SE[Senior Expert<br/><sub>Feeling Stagnant</sub>]
JL[Junior Learner<br/><sub>in New Domain</sub>]
ME[Multi-skilled Expert<br/><sub>Cross-functional</sub>]
IV[Increased Value<br/><sub>To Individual & Smartup</sub>]
SE -->|Chooses to Explore| JL
JL -->|Learns Through Tasks| ME
ME -->|Creates| IV
IV -->|Enables More| SE
```
!!! quote "Breaking the Specialization Trap"
"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
<div class="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"*
- :material-account-group:{ .lg .middle } **In Teams**
---
**We are TEAM MEMBERS**
Aligned on objectives. We coordinate our diverse skills toward specific goals, supporting each other's growth and success.
*"In this space, I am a team member working on our objectives"*
- :material-card-account-details:{ .lg .middle } **In Roles**
---
**We are PEERS**
Sharing expertise. Whether senior or junior, we're united by our craft, helping each other improve and solve technical challenges.
*"In this space, I am a peer sharing skills and knowledge"*
- :material-target:{ .lg .middle } **In Objectives**
---
**We are SQUAD MEMBERS**
Aligned on objectives. We coordinate our diverse skills toward specific goals, supporting each other's growth and success.
*"In this space, I am a team member working on our objectives"*
- :material-card-account-details:{ .lg .middle } **In Roles**
---
**We are PEERS**
Sharing expertise. Whether senior or junior, we're united by our craft, helping each other improve and solve technical challenges.
*"In this space, I am a peer sharing skills and knowledge"*
- :material-target:{ .lg .middle } **In Objectives**
---
**We are SQUAD MEMBERS**
Present and focused. We're here now, working on this specific mission, coordinating in real-time to achieve our goal.
*"In this space, I am a squad member present and engaged"*
- :material-checkbox-marked-circle:{ .lg .middle } **In Tasks**
---
**We are ATTACKERS & DEFENDERS**
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:
<div class="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>
**M**: Bot reports progress to General Forum<br>
*Citizens oversee how work gets done*
- :material-briefcase:{ .lg .middle } **Workplace → Teams**<br>
**A**: Team members taking initiative in teams<br>
**D**: Team captains ensuring strategy/budgets<br>
**M**: Bot reports team health to Workplace<br>
*Colleagues oversee team formation*
- :material-account-group:{ .lg .middle } **Teams → Roles**<br>
**A**: Peers taking initiative in skill areas<br>
**D**: Team captain ensuring roles are filled<br>
**M**: Bot reports role coverage to Teams<br>
*Teams oversee skill distribution*
- :material-card-account-details:{ .lg .middle } **Roles → Objectives**<br>
**A**: Squad members taking initiative on missions<br>
**D**: Mission leaders ensuring coordination<br>
**M**: Bot reports objective progress to Roles<br>
*Peers oversee objective participation*
- :material-target:{ .lg .middle } **Objectives → Tasks**<br>
**A**: Worker taking initiative to complete<br>
**D**: Assistant ensuring quality/learning<br>
**M**: Bot reports task status to Objectives<br>
*Squads oversee task execution*
</div>
#### The Complete Transparency Flow
```mermaid
graph TD
OT[0_timeline<br/>Outside World]
GF[1_general_forum<br/>All Citizens]
WP[2_workplace<br/>All Colleagues]
TM[3_teams<br/>Team Members]
RL[4_roles<br/>Peers]
OB[5_objectives<br/>Squad Members]
TS[6_tasks<br/>Worker + Assistant]
OT -->|oversees| GF
GF -->|oversees| WP
WP -->|oversees| TM
TM -->|oversees| RL
RL -->|oversees| OB
OB -->|oversees| TS
TS -.->|reports up| OB
OB -.->|reports up| RL
RL -.->|reports up| TM
TM -.->|reports up| WP
WP -.->|reports up| GF
GF -.->|reports up| OT
```
!!! example "A Complete Flow Example"
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>
- Operates 24/7 globally (not weekend projects)<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.
#### The License Structure
<div class="grid cards" markdown>
- :material-account-heart:{ .lg .middle } **Campaign License (FREE)**
---
**Gateway to participation**<br>
- Access public information<br>
- Help spread awareness<br>
- Upgrade to paid tiers anytime<br>
- Perfect for students, low-income supporters<br>
**Rights**: Advocacy and public info access
- :material-eye:{ .lg .middle } **Watch License (€100+)**
---
**Full governance participation**<br>
- Access General Forum<br>
- Vote on all decisions<br>
- View all documentation<br>
- Equal ownership share<br>
**Rights**: Everything except task work
- :material-hammer:{ .lg .middle } **Work License (€200+)**
---
**Complete operational access**<br>
- Everything in Watch +<br>
- Claim and complete tasks<br>
- Earn SC through work<br>
- Join teams and roles<br>
**Rights**: Full citizenship
- :material-office-building:{ .lg .middle } **Organizational License (€5000+)**
---
**Institutional partnership**<br>
- One vote (maintains democracy)<br>
- Designate one representative<br>
- Use as training ground<br>
- Simplified grant admin<br>
**Rights**: Strategic partnership
</div>
!!! example "Organizational License in Action"
**University Computer Science Department** buys organizational license:<br>
- Students work on ONLIFE for real-world experience<br>
- University gets one vote in governance<br>
- Professor acts as designated representative<br>
- Students gain skills building emergency communication systems<br>
- University supports SDG progress while training talent<br>
**Result**: Win-win-win for education, SDGs, and Smartup
#### Price Progression Through Phases
```mermaid
graph LR
V[Validation<br/>Low prices<br/>High risk] --> D[Design<br/>2x prices<br/>Proven concept]
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**.
<div class="grid cards" markdown>
- :material-hand-coin:{ .lg .middle } **Core SC Principles**
---
**1 SC = 1 EUR claim** on treasury<br>
**Earning**: Only through completed tasks<br>
**Transparency**: Public ledger.log file<br>
**No inflation**: 3x treasury cap<br>
**Fair redemption**: FIFO when cash arrives<br>
- :material-percent:{ .lg .middle } **The 90/10 Split**
---
**Attacker (Senior)**: 90% of task bounty<br>
**Defender (Junior)**: 10% of task bounty<br>
**Why it works**:<br>
- Seniors incentivized to mentor<br>
- Juniors paid to learn<br>
- Quality assurance built-in<br>
</div>
!!! example "SC in Practice"
**Task**: "Implement mesh networking protocol"<br>
**Bounty**: 2000 SC (pre-assigned, visible to all)<br>
**Senior Dev (Attacker)**: Claims task, implements solution → 1800 SC<br>
**Junior Dev (Defender)**: Reviews, learns, documents → 200 SC<br>
**Result**: Feature built, knowledge transferred, both paid fairly<br>
#### How SC Flows Through the System
```mermaid
flowchart TD
T[Task Created<br/>2000 SC bounty]
W[Worker Claims<br/>Becomes Attacker]
A[Assistant Joins<br/>Becomes Defender]
C[Work Completed<br/>Captain Approves]
L[Ledger Updated<br/>SC Minted]
H{Hold or Cash?}
T --> W
W --> A
A --> C
C --> L
L --> H
H -->|Hold SC| F[Future Value<br/>As Treasury Grows]
H -->|Cash Out| R[Redemption Window<br/>FIFO Order]
```
#### Treasury Management
!!! warning "The 3x Rule"
**Outstanding SC can never exceed 3x cash treasury**<br><br>
Treasury: €10,000 → Max SC: 30,000<br>
This prevents runaway inflation and maintains SC value<br>
**Redemption Windows work like this:**<br>
1. **Funding arrives** (crowdfunding/grants)<br>
2. **Ops team calculates** available redemption<br>
3. **FIFO order** - earliest contributors cash out first<br>
4. **Ledger burns** - SC removed, EUR transferred<br>
5. **Public record** - everyone sees the process<br>
!!! tip "The Hold Incentive"
**Month 1**: Treasury €10k, Outstanding SC 50k = 20% redemption value<br>
**Month 12**: Treasury €200k, Outstanding SC 150k = 100%+ redemption value<br><br>
Early contributors who believe in collective success benefit most. But no one is forced to hold—cash out anytime redemption windows open.
#### Why This Works
<div class="grid cards" markdown>
- :material-scale-balance:{ .lg .middle } **Fair Exchange**
---
No working for "exposure"<br>
No equity promises<br>
Clear value for clear work<br>
Transparent to everyone<br>
- :material-shield-check:{ .lg .middle } **Protected Value**
---
Can't print unlimited SC<br>
Can't favor friends<br>
Can't hide transactions<br>
Can't change history<br>
- :material-rocket-launch:{ .lg .middle } **Aligned Incentives**
---
Work more = earn more<br>
Help others = get 10%<br>
Build value = SC appreciates<br>
Stay active = stay earning<br>
</div>
!!! quote "No Hidden Bonuses"
"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.
<div class="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**
---
**50 SK**: Propose in General Forum<br>
**100 SK**: Apply for Team Captain<br>
**200 SK**: Lead Missions<br>
**500 SK**: Join Leadership Team<br>
**Vote weight**: Max 1.5x at 500+ SK<br>
- :material-timer-sand:{ .lg .middle } **SK Decay Mechanism**
---
**10% monthly decay**<br>
- Prevents founder privilege<br>
- Rewards active contribution<br>
- Makes room for new leaders<br>
- Keeps influence current<br>
**Stay active or fade away**
</div>
!!! warning "SK Cannot Be Gamed"
**Can't buy it**: No amount of money gets you SK<br>
**Can't transfer it**: Your reputation is yours alone<br>
**Can't hoard it**: Use it or lose it to decay<br>
**Can't fake it**: Earned through peer recognition<br>
#### The Dual Currency Dynamic
```mermaid
graph TD
HSL[High SC, Low SK<br/>Great Individual Worker<br/>Limited Influence<br/>Needs more community engagement]
LSH[Low SC, High SK<br/>Community Pillar<br/>Trusted Voice<br/>Consider taking more tasks]
HSH[High SC, High SK<br/>Natural Leader<br/>Productive + Connected<br/>Ready for Leadership Team]
LSL[Low SC, Low SK<br/>New Member<br/>Learning Phase<br/>Pick a path to contribute]
HSL --> HSH
LSH --> HSH
LSL --> HSL
LSL --> LSH
```
!!! example "SK in Action"
**Maria spends her evening:**<br>
- Helps debug junior's code (not her task) → +5 SK<br>
- Mediates team conflict in public channel → +10 SK<br>
- Provides excellent defender feedback → +8 SK<br>
- Monthly captain duties → +10 SK<br>
**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.
#### Financial Flows
**Money enters through three clean channels:**
<div class="grid cards" markdown>
- :material-account-group:{ .lg .middle } **Crowdfunding Rounds**
---
Each phase opens new funding<br>
Community-driven campaigns<br>
Transparent goals and usage<br>
Creates urgency through phases<br>
Builds momentum naturally<br>
- :material-office-building:{ .lg .middle } **Organizational Licenses**
---
€5000+ institutional support<br>
Universities, NGOs, ethical business<br>
Simplified grant administration<br>
Strategic partnerships<br>
Stable funding base<br>
- :material-file-document:{ .lg .middle } **Research Grants**
---
SDG-aligned funding<br>
No strings attached<br>
Project-based support<br>
Public good emphasis<br>
Mission preservation<br>
</div>
!!! warning "What We Don't Take"
**No venture capital** - Avoids exit pressure<br>
**No corporate investment** - Prevents mission drift<br>
**No hidden funding** - Everything transparent<br><br>
This isn't ideological purity—it's practical. The moment we take traditional investment, incentives distort toward profit extraction rather than SDG impact.
#### Budget Allocation Process
```mermaid
flowchart LR
TC[Team Captains<br/>Prepare Requests] --> LT[Leadership Team<br/>Monthly Meeting]
LT --> P[Public Proposal<br/>With Rationale]
P --> GF[General Forum<br/>Reviews & Votes]
GF --> A[Approved Budget<br/>Allocated to Teams]
A --> E[Execution<br/>Public Spending]
E --> R[Report Back<br/>To General Forum]
```
!!! example "Monthly Budget Meeting"
**Dev Team Captain**: "We need 5000 SC for mesh protocol development"<br>
**Design Team Captain**: "We need 3000 SC for UI/UX research"<br>
**Business Team Captain**: "We need 2000 SC for market analysis"<br><br>
**Leadership Team** compiles requests, checks against treasury<br>
**General Forum** sees all requests, debates priorities<br>
**Vote** determines final allocation<br>
**Result**: Everyone knows why money goes where<br>
#### Competitive Advantages
!!! tip "Why We Win Against Traditional Tech"
<br>
**🌍 Global 24/7 Operations**<br>
Berlin developer → Bangkok designer → São Paulo tester<br>
The work never stops, following the sun<br><br>
**💰 Zero Office Overhead**<br>
No Silicon Valley rents or corporate campuses<br>
Every euro goes to actual work<br><br>
**🎯 Intrinsic Motivation**<br>
People choose us for mission, not just money<br>
Passion translates to quality<br><br>
**📚 Learning-While-Earning**<br>
Every senior task trains a junior<br>
Building tomorrow's experts today<br><br>
**🔍 Radical Transparency**<br>
No office politics or hidden agendas<br>
Energy goes to building, not navigating<br>
#### Phase-Based Funding Reality
| Phase | Typical Need | Purpose | Success Metrics |
|-------|--------------|---------|-----------------|
| **Validation** | €50k | Prove concept viable | Community size, initial prototype |
| **Design** | €200k | Create architecture | Complete blueprints, team formation |
| **Production** | €500k | Build the product | Working MVP, user testing |
| **Organization** | €1M | Market preparation | Launch-ready product, exec team |
!!! note "Flexible by Design"
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."

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