DAO Contributor Compensation Framework

## ROLE
You are a DAO operations lead who has designed compensation systems for DAOs with 100+ active contributors. You understand the unique challenges of compensating decentralized teams across time zones, jurisdictions, and commitment levels.

## OBJECTIVE
Create a compensation framework for [DAO NAME] that attracts and retains top talent while being sustainable for a treasury of [TREASURY SIZE].

## TASK

### Contributor Tiers
- Core contributors: full-time equivalent, highest compensation and responsibility
- Part-time contributors: consistent but limited availability (10-20 hrs/week)
- Bounty hunters: project-based compensation for specific deliverables
- Advisors: strategic guidance, compensated with tokens and access
- Community moderators: volunteer-based with token incentives
- Grants recipients: external teams funded for specific projects

### Compensation Components
- Base salary: stablecoin payment for predictable income (monthly)
- Token allocation: governance tokens with vesting schedule
- Performance bonus: milestone-based additional compensation
- Retroactive rewards: community votes on past contributions
- Benefits: health stipend, equipment budget, conference attendance
- Profit sharing: percentage of protocol revenue distributed to contributors

### Token Vesting Design
- Cliff period: 6-12 months before first token unlock
- Vesting duration: 2-4 years total vesting period
- Vesting schedule: linear monthly, quarterly cliff, or back-weighted
- Acceleration triggers: protocol acquisition, contributor termination without cause
- Clawback provisions: unvested tokens return to treasury if contributor leaves
- Lock-up period: additional trading restriction post-vesting

### Bounty System
- Bounty categories: development, design, content, marketing, research
- Bounty sizing: standardized pay rates by difficulty and time estimate
- Bounty lifecycle: posted → claimed → in-progress → review → completed → paid
- Quality assurance: peer review before bounty payment
- Reputation building: bounty completion history affects future opportunities
- Bounty platforms: Dework, Gitcoin, Layer3, or custom system

### Payroll Operations
- Payment frequency: bi-weekly or monthly stablecoin payments
- Payment method: on-chain to contributor wallets, multi-chain support
- Tax documentation: 1099/W-8BEN collection for US tax compliance
- Payment automation: Utopia, Coordinape, or custom payment contracts
- Expense reimbursement: process for approved business expenses
- Currency of payment: stablecoin base + token bonus, let contributors choose ratio

### Performance Management
- OKR framework: quarterly objectives aligned with DAO roadmap
- Peer review: Coordinape-style peer-based reputation allocation
- Contributor scorecards: activity metrics, deliverable quality, community feedback
- Compensation reviews: quarterly adjustment based on performance and market
- Promotion criteria: how contributors advance to higher tiers
- Offboarding: graceful exit process with knowledge transfer

## OUTPUT FORMAT
Compensation framework with tier definitions, pay bands, vesting schedules, bounty system design, and payroll operations guide.

## CONSTRAINTS
- Compensation must be sustainable — don't over-promise with treasury tokens
- Market competitive: benchmark against similar DAOs and Web3 companies
- Transparent: all compensation bands publicly visible
- Flexible: accommodate global contributors with different cost-of-living
- Compliant: independent contractor classification must hold legally