Case Studies

A 60-year-old recruiting company threw out the org chart, gave every employee the same authority as the CEO, and scaled it to 450 people across three countries.

• Self-management decision practices scaled to 450 staff
• All decisions proposed, debated and documented in one place
• Equal voice for every employee regardless of seniority
• A transparent record of every team decision

Twenty-eight developers spun out of the Ethereum Foundation with no hierarchy, no executives, and a rule that every decision must have everyone's consent.

• Consent-based decisions with a distributed team
• Legally binding decisions enshrined in governance documents
• A voice for every team member across time zones
• An official record of how and why decisions were made

What happens when 80 developers collectively set everyone's salary — and a single objection can block any decision?

• Transparent salary-setting with your whole team
• A searchable history of every decision and its reasoning
• Non-contentious decisions moved forward asynchronously
• Equal say for every team member through consent-based process

As the team grew past 20, the old way of deciding things stopped working.

• Consent-based decisions with a distributed team
• Every decision documented for full transparency and trust
• Custom templates for recurring processes like salary reviews
• Asynchronous alignment on strategy and financial vision

450 staff, three countries, no positional authority — how does a self-managing company actually make decisions at that scale?

• Scale self-management decision practices to 450 staff
• Coordinate decisions across 3 countries and multiple time zones
• Support daily distributed decision-making at scale
• Maintain a transparent record of every team decision

120 open-source developers, fully remote, competing for talent against Silicon Valley — and nothing happens without going through a general assembly.

• Inclusive General Assembly processes for 120+ members
• Time saved with focused discussion threads and structured proposals
• Transparent decisions across a fully remote cooperative
• An archive of strategic decisions and their context

A cooperative of architects who design sustainable buildings needed their own governance to be just as thoughtfully constructed.

• Quick approval on policies and costs outside of meetings
• Subgroups focused on relevant projects
• Collaborative drafting and ratification of governance documents remotely
• Proposals, decisions, and procedures stored in one organized place

At this Argentine software cooperative, a designer at step six earns exactly what a developer at step six earns — and every four months the whole team decides who moves up.

• A fair salary scale process across all positions
• Open, transparent communication as the co-op grows
• Collective decisions with equal partner input
• Discussions organized to lead to clear outcomes

Six people read a book about reinventing organizations — and then convinced a 60-year-old company to tear up its hierarchy.

• Almost all company decisions proposed, debated, and documented in one place
• Decision-making tools aligned with self-organization flowcharts
• Every employee with a voice regardless of seniority
• Consent-based decision-making at company-wide scale

When a software company put salary transparency to an anonymous vote, the CEO had reservations — but the team was unanimous, and it exposed a pay gap they could finally fix.

• Decisions that used to take months now taking a week
• Opinions voiced safely, even in front of leadership
• Customers and stakeholders brought into the design process
• Remote and flexible-hours discussions moved to clear outcomes

A co-living hotel in San Francisco's Haight-Ashbury uses collaborative decision-making to run a dynamic community of residents, guests, and neighbors.

• Inclusive community decisions without weekly meetings
• A living archive of every voice in every decision
• Surfaced tensions and aligned incentives
• Better offline collaboration sparked by online discussion