Lunar Logic Blog | Open Salaries: Outcomes (Looking back after 20 months)

Salary Transparency at Stack Overflow - Stack Overflow

We believe (and developers tell us) that job seekers should be empowered with as much information as possible when looking for a job – especially salary. So we ran an experiment on Stack Overflow Jobs to see if the evidence would support it. Remarkably, we learned that job listings which include a salary range got 75% more clicks than job listings that don’t. With this experiment, we’re even more convinced that transparency isn’t just the right thing to do, it’s good for companies, too. Along with much of the tech community, we were impressed with Buffer’s boldness and leadership in salary transparency. So…

How we pay people at Basecamp

There are no negotiated salaries or raises at Basecamp. Everyone in the same role at the same level is paid the same. Equal work, equal pay. We assess new hires on a scale that goes from junior pro…

a simple (local) solution to the pay gap — wingolog

wingolog: article: a simple (local) solution to the pay gap

Pay Enough or Don't Pay at All*

Abstract. Economists usually assume that monetary incentives improve performance, and psychologists claim that the opposite may happen. We present and disc

Pricing — In a Moon

See how your kudos pool distributes among creators you appreciate.

Silicon Valley’s Exclusive Salary Database

Unlike popular self-reported salary sites like Glassdoor or Stack Overflow, Option Impact is reserved for elite users—VCs and the executives at the startups they back.

Quick Read of Tidelift’s Lifting Agreement

nits picked in the developer terms for a new pay-the-devs company

Making 20% Time Work | begriffs.com

Following Google’s lead many companies have instituted “20% time” for their employees. This is one day per week in which employees can work on projects of their own choosing. The practice keeps developers motivated and sharp, produces tools to solve company problems, and in the best case creates open source which builds prestige and helps recruitment.

It's time to pay the maintainers

Or, what Voltron can teach us about improving open source development.

There is NO Open Source Business Model

Preface: It has been brought to my attention by friends and trusted advisors that a valid interpretation of my point below is that open…

How to think about AI company finances

OpenAI and Anthropic are using the standard tech startup playbook.

Introducing Sponsorware: How A Small Open Source Package Increased My Salary By $11k in Two Days

<p>After digging deep on SQLite during a pair programming session with a client/friend, I had an idea…</p> <p>About 45 minutes later, a proo...

Overcoming Barriers to Employee Ownership: Insights From Small and Medium-Sized Businesses

This research investigates the limited adoption of employee stock ownership plans (ESOPs) among small-to-medium sized businesses (SMBs) in the U.S. Through interviews with 30 SMB owners across various industries, we identify the key barriers to ESOP adoption as lack of time, money, and skills on the part of the owners. In doing so, the study suggests that a “shared ownership light” model, which involves sharing profits, information, and decision-making opportunities with employees, appears more feasible for SMBs than ESOPs. For SMBs that are interested in ESOP adoption, our research suggests that organizations providing employee ownership services could better assist SMBs by offering templatized models and best practices for profit-sharing plans, open-book management, and structured employee participation. The paper aims to broaden the discussion around shared ownership by considering a spectrum of options that have the potential to increase both value creation by and value-sharing among employees.

Managed Returns in Employee-Owned Firms

<span>This paper examines the returns of private firms that offer shares to their rank-and-file employees through Employee Stock Ownership Plans (ESOPs), a type