<aside> ✨ Purpose: This document details how Otto’s dynamic compensation model uses different tools (such as slicing pie) to develop a transparent, impartial and fair/equitable compensation and cap table structure, so that we align our compensation with the shared Otto value. The document explains how; a) Value creation is compensated through time and money contributions at Otto b) Each team member can transparently view their share allocation, and cash compensation c) New team members and different baking (fundraising) scenarios affect ownership

</aside>

https://www.loom.com/share/2eb0cc84ef554f0db1122c9907a8d271?sid=703da66a-509a-4769-bff5-c379a54bd6ff

Slicing Pie Model Link

V1.0 | Sandbox | Otto Slicing Pie Comp Structure (Hours + Avg Hourly Rate)"

How we compensate for full-time and part-time team members 💸

<aside> 💬 Please leave comments and ideas here & via #product-team-alignment in slack We will revisit the below definitions each time we receive external funding, or based on comments from any team member around a gap they feel exists, and we’ll collectively decide how to resolve.

</aside>

Why do we believe that the Dynamic Equity Cap Table model is a suitable tool for Otto?

How am I allocated shares within the Slicing Pie model?

What happens to my shares if I leave Otto?

When does the Dynamic Equity model end?

How you get a cash stipend?

How you make a cash contribution?

How we compensate for full-time and part-time team members 💸

How we compensate contractors 💸

<aside> ✨ We will revisit the below definitions each time we receive external funding.

</aside>

How are contractor paid?

Do contractors receive equity?

Why are contractor’s not paid at an internationalized rate?

Tools to consider for payroll & contractor mgmt