I see employees and founders fall into different categories depending on when they join.
Founders and first group of employees are the creators. The ones who often care deeply and want to bring new ideas to life, creating value for customers (and eventually shareholders) - Higher risk for this group.
As the company grows but is still early on the journey, the next group tends to also care and often want to protect whats been built while helping creating new value. This group likely wants to earn a bit more having joined later. This group are taking less risk as there are likely already a few rounds raised at this point.
The company continues to grow and starts hire more staff to help it operate at scale. These people are disconnected and tend to arrive to extract more value than the groups before them. These are often managers or extra execs, more sales teams on commission etc.
This new group is not here to defend whats built and often arent as invested in the idea. They didnt join out of a burning desire to see the world get better - they are here to earn well and push their careers.
I think this is where founder mode helps. It keeps the ones who care deeply about the business, the idea, the customers, the world, the employees etc in the know. They keep their finger on the pulse and can help steer everyone away from just chasing personal gain. They can bring back the guiding principles that may have been diluted through various levels of "those who don't care as much".
I think early employees - those taking the most risk aside from the founders - could also be leveraged here. In fact, I think those early employees could be considered mini-founders if they are are still around at later stages.
Only a small percentage of the population are in a position to afford to install private solar. So while its great for some it doesn't help solve the issue for the majority.
In SA we also have to use private health insurance as the state run facilities are really bad. We have no safe public transport and those who can afford their own car usually have one. Our policing is sub par and many have to pay for private security.
We also have a very high income tax rate. Up to something like 45% depending on your level of income.
If I for instance saved 10% of my salary vs someone earning comparatively the same in the US, I would have far less buying power in the world in general.
Overseas holidays are something very few can afford. Spending ZAR overseas is rough.
It took me at least 5 years as a software engineer with a CS degree to reach that per year in South Africa.
I understand cost of living adjustments etc etc but $15 per hour in SA would help so many people dramatically. We have a huge number of citizens living below the poverty line.
For perspective, our minimum hourly wage is 23.19ZAR per hour which is roughly 1.49USD.
Good question! I am not sure! I had a brief look at their 2020 and 2021 report but I havent been able to see how they got the data and reached their conclusions.
Its worth noting that their entire business is built around detecting blockchain based illicit activities.
It isn't clear if its illegal to use ones Single Discretionary allowance (SDA) (1m ZAR per annum) or applying for and using a Foreign investment allowance (FIA) (further 10m ZAR per annum) for crypto.
If exchange control was applied fairly as was the interpretation up until recently, then staying below those amounts in ZAR terms would be fine. However, that may not be the case any more.
Founders and first group of employees are the creators. The ones who often care deeply and want to bring new ideas to life, creating value for customers (and eventually shareholders) - Higher risk for this group.
As the company grows but is still early on the journey, the next group tends to also care and often want to protect whats been built while helping creating new value. This group likely wants to earn a bit more having joined later. This group are taking less risk as there are likely already a few rounds raised at this point.
The company continues to grow and starts hire more staff to help it operate at scale. These people are disconnected and tend to arrive to extract more value than the groups before them. These are often managers or extra execs, more sales teams on commission etc.
This new group is not here to defend whats built and often arent as invested in the idea. They didnt join out of a burning desire to see the world get better - they are here to earn well and push their careers.
I think this is where founder mode helps. It keeps the ones who care deeply about the business, the idea, the customers, the world, the employees etc in the know. They keep their finger on the pulse and can help steer everyone away from just chasing personal gain. They can bring back the guiding principles that may have been diluted through various levels of "those who don't care as much".
I think early employees - those taking the most risk aside from the founders - could also be leveraged here. In fact, I think those early employees could be considered mini-founders if they are are still around at later stages.