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<p>[QUOTE="Daniel, post: 172145, member: 2142"]</p><p>I would second that, since those are basically the metrics any company uses, albeit with the benefit that the hiring order is a bit less arbitrary/random than join order. Because of that, as y'all have suggested, there should probably be a human component to the upper 'tiers' or members. At the bottom you're going to have a lot of noise anyway and there's not much you can do.</p><p></p><p>It might be reasonable for Matt to (having looked at the general distributions of all these metrics), create some broad bands, and then if he's inclined, he could separate out individuals in the top 1/2 bands.</p><p></p><p>There is also the notion of having a 'cliff' to the options, which might be reasonable in the case of those with a more significant stake. At that point the criteria can be completely arbitrary, which would probably promote good content over the long term.</p><p></p><p>Just my 2 cents. This is a neat idea.</p><p>[/QUOTE]</p>
[QUOTE="Daniel, post: 172145, member: 2142"] I would second that, since those are basically the metrics any company uses, albeit with the benefit that the hiring order is a bit less arbitrary/random than join order. Because of that, as y'all have suggested, there should probably be a human component to the upper 'tiers' or members. At the bottom you're going to have a lot of noise anyway and there's not much you can do. It might be reasonable for Matt to (having looked at the general distributions of all these metrics), create some broad bands, and then if he's inclined, he could separate out individuals in the top 1/2 bands. There is also the notion of having a 'cliff' to the options, which might be reasonable in the case of those with a more significant stake. At that point the criteria can be completely arbitrary, which would probably promote good content over the long term. Just my 2 cents. This is a neat idea. [/QUOTE]
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