QUEST Community Governance Proposal Status: Open for Discussion (1-week comment period)Ratified by: All voting members + standing senators (revenue-producing leaders) 1. Voting Rights All paying members get one vote. Proposals are ratified by standing senators (revenue-producing leaders of the organization). 2. Bounties & Compensation Bounties are paid as phantom equity (slices) — think of them like a coupon bond that pays out whenever the company makes money, for as long as you're actively contributing. If you're willing to trade time and demonstrate revenue-capturing throughput, you'll be compensated the same as anyone else in the organization. 3. Current Milestones # Milestone Status 1 Finish QUEST OS Workbook + Training ~90% done 2 Business owner case studies ~80% done (editing) 3 100 local practitioner case studies ~5% done Note: Anyone using the workbook can and should become a case study. 4. Open Roles: DM Outreach The opportunity: Build an AI-assisted outreach system. Each account sends 30–40 DMs/day. With ~1 hour of work, we see ~10 joins/day per account. The math: One worker running 10 accounts → ~100 joins/day. Pair with a free group onboarding funnel ($27/mo or $300/yr) at 40% commission — enough for a decent living. 5. Treasury - Liquid: $1,000+ (covers 12+ months burn at current rate) - Illiquid assets: $50k+ - Reimbursement policy: Cash requests are reimbursed at a 4:1 ratio, paid out over 12 months as phantom equity slices. Your percentage is based on the total pool. - All paid (voting) members decide how treasury funds are spent. - 6. Culture: Daily Check-ins To build a culture of execution, every active contributor checks in once per day — async, 90 seconds, any channel (Skool, Discord, or DM to your lead). Format: What you did → What you'll work on → What's blocking you. The standard: One project at a time. Finish before starting the next. If you're blocked, ask for help or find a different path through. Accountability: Anyone claiming inner-circle status without contributing will be removed and lose their slices.

I wrote out this constitution for governing communities. It will give the community and business more likely to survive and thrive, and to get past internal and external problems more quickly. The first deliverable with every client is the legalese, and draft a partnership agreement. In the past, I used a more complex version where members were ONLY people who owned the company, and paid based on their contribution, and in this draft, to stick to the spirit of the community approach I open this up to every member of the community, professionals and customers to allow anyone to opt in to the path to taking part of the upside, leading teams, and so on. This covers how people get paid -- how I get paid. How we work and what to work on. Who gets kicked out and who stays an why. How we handle disputes and problems. And so on. This moves from a "I tell you what to do" to "Lets get (both) everyone + the experts to agree on the solution, and commit to it. This is giga, based, and something you've never experienced because you've always been on the other end of a factory -- owned by the owner, isntead of taking part of the upside. When people say "workers own the means of production" this is literally that. This creates an upside for people to come in. More people that care about the growth, all using the same tools, allows for more sustainable growth, more transparency, and it leads to more accountability. The shame mechanic kicks in when people feel like they are letting their peers down, and it builds this social glue. Good for scaling, and building positive traditions that scale. As a company grows, decision making needs to be pulled from the owner to the team. This can be done at the literal beginning with a charter or constitution making it an employee-owned or ran startup. This also enables the customer (paid members who are not on the team) to be able to voice concerns, ideas, and help guide discussion as they're the other stakeholder of the company. In practice this is just people posting big direction-changing things on skool, and making sure everyone who owns the company uses the same central platform to discuss these things openly. And if a idea or problem gets big enough, we can have a dedicated meet or discussion to make the case.

I am working on a governance protocol to build this as an community and employee-owned team to make the best use of the funds/resources we will have in our bank account. This means we can take you on (and members on) as partners as we grow and pay you even more as long as we grow. And this takes away power "authority" from the CEO (me) to give you and other leaders more say, more power, and takes my resources to make you more $. Why would I do this? Companies are 3X more likely to succeed (and cross $1M, $10M, etc if they are employee owned vs single owner) I've built teams around this on the leadership side where we'd hire workers and doers, but keep the core of the profits for the westerner/american teams. And this led to me just continuing to "exploit" because that was the norm, and workers wanting to get paid $2/hr and thats ok and was fine. But now, theres a choice. Labor costs are basically not $2-3/hr anymore. They can get down to $20/mo as a claude co subscription + $5/mo with a modal.ai cloud subscription... I believe that productivity and AI empowers the person USING ai, not just the end owner or customer getting the end deliverables of it ($ and value). So I got to thinking -- over a few years if theres a way to do it where everyone can get involved, and not derail, damage, or screw the company us. And to make sure that we can run this not as a hippie commune but as a lethal team made up of smart people that just need to survive through this AI economic upheaval before it becomes too late. To make this work, and to get revenue to keep things on while building training that benefits everyone I worked with a few governance books, reflected on the best practices of the past companies I ran and worked with to come to this synthesis of business protocols. This governance protocol is also built with a few niche finance management techniques that operators use to manage their cash flow. - Profit First for financial transparency