**Tip to Anaelle LTD for the creation of the DevRel HR database**
4 months ago
Executed
This is a request for a retroactive tip totalling $2,380 ($85 x 28 hours) for the time Anaelle LTD spent structuring, populating, and updating a database hosted at OpenGov HR:
- DevRel HR: An overview of treasury-funded DevRel teams, programs, and costs in the Polkadot ecosystem. (28 hours)
This retroactive proposal was previously announced in the original Polkadot forum post.
The on-chain proposal will be made for payment in USDC.
Comments (6)
Requested
2.38K USDC
Proposal Passed
Summary
0%
Aye
0%
Nay
Aye (20)0.0 DOT
Support0.0 DOT
Nay (14)0.0 DOT
Dear Proposer,
Thank you for your proposal. Our second vote on this proposal is AYE.
The Big Tipper track requires 35% participation and simple majority of non-abstain votes according to our voting policy v0.2, and any referendum in which the majority of members vote abstain receives an abstain vote. This proposal has received three aye and zero nay votes from ten available members. Below is a summary of our members' comments:
The full discussion can be found in our internal voting.
Please feel free to contact us through the links below for further discussion.
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@PERMANENCE DAO/GOV-PROXY
Thank you for your continued support and encouragements! 🙏🏿
Hi Anaelle, and thanks for your work and involvement.
I believe DevRel HR data is important for the ecosystem, and more transparency on this front could definitely bring value, but the format and process matter.
In this case, it’s a manual, closed, unversioned Notion document (Notion ≠ open-source database), maintained by a single person, with limited visibility and an impact that’s hard to assess on actual DAO decisions. The fact that it’s updated manually also increases the risk of errors or omissions.
Before distributing public funds, we should rigorously assess the added value for the DAO, and ask whether this kind of contribution truly aligns with our Web3 vision: transparent, collaborative, decentralised, and non-bureaucratic.
This isn’t about rejecting your effort, quite the opposite. It’s about avoiding a situation where contributors like you spend hours on isolated work that ends up unused, or feel discouraged when goodwill doesn’t turn into shared value.
That’s why I’m voting NAY, not against you, but because my vision is that we should focus on building open, shared infrastructure that truly serves the ecosystem.
Feel free to reach out if you'd like to discuss this further.
@xcRom1.dot
Hello again! 👋🏿
Thank you for the feedback. While some of your concerns regarding the format and processes involved are partially valid, it is important not to lose track of the bottom line: OpenGov HR is a platform for tracking off-chain data to support coordination and improve HR flows.
As written in my initial forum post, the OpenGov HR Notion page is currently in the bootstrapping phase. It started with one database (Bounties HR), and two more were added (Bounties staff and DevRel). Other databases (e.g. BD, UX, etc.) will be needed to provide more coverage of the OpenGov workforce. Following on this, a certain degree of automation as well as integrations with existing governance platforms could be introduced to mitigate some of the risks you have mentioned.
I believe that a “transparent, collaborative, decentralised, and non-bureaucratic” Web3 cannot be built with principles alone. We do need more people involved in monitoring and maintaining the new infrastructure that is being built (in this case OpenGov aka “the Polkadot DAO”), but we also need to respond to pressing issues in a timely manner by offering usable solutions whenever needed. The OpenGov HR notion page is such a solution. The reason why data collection is done manually is precisely because OpenGov is very decentralised (i.e. there are multiple platforms and funding avenues are at play) and extremely dynamic (i.e. teams and contributors are shuffled and re-deployed from one project to the next).
Although it might not be obvious at first glance, organising and structuring OpenGov’s off-chain data requires a lot of background information about the ecosystem (the teams, their history, their projects, their roles, their collaborators, etc.) which very few individuals in the ecosystem have. Because I have been active in Polkadot’s governance since 2020 and also because I have overseen Polkadot’s transition from Gov1 to OpenGov while working at Parity, I am currently able to leverage this experience to deliver OpenGov HR more efficiently and accurately than any automated tool can. Basically, it takes me less hours and less effort simply because I know where to find the information, who will be using it, and how to work with it over time. But that does not mean that the current workflow is final: it will evolve when a complementary software is found.
You said that you want to avoid “a situation where contributors like [me] spend hours on isolated work that ends up unused, or feel discouraged when goodwill doesn’t turn into shared value” and I thank you for your concerns regarding the sustainability of this initiative. However, I have no doubt that OpenGov HR is already useful and valuable (for DVs, ecosystem teams, ecosystem organisations, voters, etc.); and that it will remain so in the medium term.
TL;DR: Access to OpenGov funding needs to be optimised to make an impact, ecosystem-wide collaboration can only happen if teams know that their counterparts exist, recruiters need a platform for browsing the achievements of existing talent. OpenGov HR was created to address these gaps at once.
Please let me know where to reach out to you so that we can refine the platform over time. Thanks! 🌞