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Grant Proposal

​
Jacopo Nuti

Grant Foundation Grants Program

This application is for entrepreneurs, developers, researchers, and advocates looking to contribute to the NEAR ecosystem. You might be looking to bootstrap your project on NEAR, add funds to your DAO’s treasury, or conduct research on the social impacts of decentralization. The NEAR Foundation (NF) welcomes all projects interested in building a more scalable, equitable, and creative future on NEAR. Please make sure to fill out all sections of the application. While you should provide clear details of your project timelines and scope, an application with lengthy responses is not necessarily preferable! We read through many submissions, so if you can concisely convey your ideas, we would greatly appreciate it. All applications will be received and reviewed on a rolling basis. Only one application per individual and/or team can be submitted at a time. After completing your project’s pre-specified milestones, an individual or team can re-apply for another grant. Grants are issued in NEAR tokens but payment methods such as USD/ EUR can be issued in exceptional circumstances. NEAR Foundation offers different grant tracks of support depending on your current stage. A guide can be found here:
https://bit.ly/Grant-Track-Guide-NF
⁠
You will receive a follow up email to confirm your application has been received and separately when the review process has started. If you have questions that aren’t answered on
near.org/grants
⁠
, please contact us via email at grants@near.foundation.

What is the name of your project? *

Open Web Sandbox

Are you applying for a grant (non-equity) or venture funding (equity)? *

Builder Grant

Please describe your project in 2-3 sentences. *

Limit: 100 words.

Time and money are limited resources for every NEAR project and every individual wanting to work in the NEAR ecosystem.
We want all NEAR projects to maximise their resources when it comes to consultancy and recruitment.
Our mission is to become NEAR’s specialised consultancy, recruitment, and job-board for all NEAR Projects.
We will achieve this by specialising in (i) project consultancy, (ii) growing a high-skilled and ready-to-work NEAR talent pool, (iii) providing managerial assistance to ease project-recruitee relations.
Here is a short introductory video to explain:

Video Script (350 words)

Problem.

Knowing where and how to find quality human capital for startups is difficult. Especially for specialised industries like blockchain, where talent is sparse and time is critical.
Finding and wooing attractive candidates for open positions can cost thousands, and can take months to hire.
Expenses include the opportunity-cost of searching, assessing, and onboarding candidates. Opportunity-cost matters when looking for talent in a sparse and novel industry.
Even once a candidate is found, it can take weeks or months before they are onboarded properly and working at full productivity.
Maybe add about ‘if the candidate is the one’.
This makes in-house recruitment ineffective, as to be competitive you need to know your industry, ecosystem, and communities well, which takes time and specialisation. This has resulted in a trend of digital recruitment platforms and specialised recruitment agencies in all industries.
Even then, a lot of these platforms overlook ecosystem knowledge and soft skill vetting.
The vetting process allows employers to screen candidates and move forward with only qualified candidates.
When talking about the blockchain industry, in-house recruiters of startups have limited time and expertise in talent vetting. NEAR ecosystem projects are no exception. In the NEAR ecosystem, projects want to make sure that who they hire is honest, responsible, and committed.
NEAR projects don’t have specialised in-house recruiters. Passive job-boards aim to help projects recruit, but we believe the NEAR ecosystem needs someone to specialise in ecosystem consulting, proactive talent searching, talent vetting, and onboarding management.

What we will do.

OWS aims to become NEAR’s first ecosystem consulting and recruitment service provider that focuses on project consultancy, human-centred vetting and recruitment, and onboarding management. Providing hand-held support for all projects and talent on NEAR we believe will help the ecosystem grow more effectively.

How we will do this.

We will provide this support by maintaining first-hand contact with (i) the projects we collaborate with, (ii) the talent pool we develop, and (iii) the management needs of both projects and talent throughout the recruitment process. We don’t just automate matches and leave it to our clients, we have humans looking for humans, with the help of tailored software.

Why us?

We maintain avant-garde knowledge of the NEAR ecosystem and implement the most suitable technology to achieve our aims. Over the last 16 months OWS has developed extensive industry know-how and ecosystem knowledge, fostering over 40+ project relationships; we specialise in knowing what to know, who to know, and where to find them. To develop the NEAR community and be community driven, community knowledge and technological leadership is central. This is why we believe to be in a unique position in the NEAR ecosystem.

LinkedIn URL

⁠
https://www.linkedin.com/company/82087196/admin/
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⁠

Twitter URL

⁠
https://twitter.com/OpenWebSandbox
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⁠

Contact Email *

Please select one person to serve as the main point of contact (POC) for your team. Include a contact email for this main POC here.
⁠
jacopo@openwebsandbox.com
⁠
⁠

What country are you based in? *

Netherlands

Are you working alone or in a team? *

Team

Tell us more about your rockstar team and your achievements. *

Jacopo - Leader

With a background in logic and the philosophy of computer science, Jacopo has been in the blockchain world since 2019. Working in 2019 for an Australian NFP that provided crypto donation solutions to world charities (Red Cross, UNICEF) Jacopo decided there was no turning back from the social impact of the technology. After completing a philosophy/logic masters at the University of Amsterdam looking deep into the relation between computability and decentralisation on Ethereum, he discovered NEAR and joined OWS in 2021.
After 10 months on the team, he will now lead OWS into its next phase: becoming NEAR’s first in-house, human-centred consulting and recruitment service provider. Being the in-house developer and product manager at OWS for 10 months, Jacopo has total know-how of OWS’s platform and product direction, making him the best candidate for leading the team toward a new technological iteration and ecosystem expansion. Complete product and operations knowledge is a pre-requisite for successful management.

Valery - Business Strategist

In 2020 Valeriy became interested in blockchain technology after learning about it from friends. Being captivated by it almost instantly, he began looking for the most attractive ecosystem to begin contributing. Valeriy has supported numerous NEAR ecosystem projects (Datality, NEAR Balkans, NEAR UA, 500 seasons) as CMO, Strategy Advisor and COO. With a background in project manager and 14 years of experience in Innovation, Marketing, Blockchain & Supply Chain Strategy, Valeriy is excited to be joining the OWS team as a business and marketing strategist.
Valeriy has robust knowledge and experience completing and building teams al the way to End Market, on a Regional and Global level. This knowledge will be implemented to guide OWS into ever-developing a strategic team and direction. His International marketing experience across 7 countries in Tobacco, Beauty Care & Laundry & Homecare Blue chip companies will allow him to identify the market, strategise outreach, and guide product development.

Ana - CPO

After graduating with a BA in philosophy, Ana began her career in digital marketing, working as a project manager with brands including Uniqlo, Sensodine, and Voltaren. After gaining experience in traditional marketing, she grew an interest in Web3 and joined Open Web Sandbox in June 2021. During that time, she helped dozens of projects find talent, and ran an educational program.
Ana has been the project manager at OWS since May 2021, with dozens of personal NEAR project connections. NEAR projects have been in contact with Ana from MVP to early-stage; she has been managing our clients from OWS’s inception, making her the perfect candidate to coordinate project operations and relations. Ana will drive clientele expansion and project management coordination at OWS.

Valentina - CTO

With a background in computational engineering, design, and innovation,
Vale was able to focus on blockchain technology during her studies, receiving a grant from the Pontificia Universidad Católica de Chile to complete her blockchain project.
Valentina’s passion to understand and enrich the world of decentralized technologies is only strengthened by her fascination to meet new people and realities, focusing on cultivating an integral and humble vision of the world.
Valentina found OWS and the NEAR Ecosystem while in Italy, joining as a Guild Moderator in 2021. She has worked closely with education efforts within NEAR, such as the NEAR Hispano bootcamps, certifying herself as a Near Analyst. Additionally, she has helped shape OWS internal structure and data interaction since day one — making her an expert on how the project operates. Now, with more than a year of experience at NEAR she guides technological development and internal strategy within OWS.

? - SMM



Project Website URL *

Current:
https://www.openwebsandbox.org/
⁠
⁠
Future:
https://www.openwebsandbox.io/
⁠
⁠

How much funding are you requesting? Please specify the exact amount you are requesting in USD. E.g. $50,000 *

Grants will be given in USD value of NEAR tokens. (Benchmark: average grant <$50K USD)
OWS is requesting $45,000 USD in funding (Builder Grant) to continue the development of OWS as a new, independent, and professionally structured consulting and recruitment service provider for the NEAR ecosystem.

How far along is your project? *

Ideation phase, MVP, or maybe you've already launched—woohoo!
The first version of OWS (1.0) launched in March 2021. The current iteration of OWS (2.0) launched in December 2021. Our plan is to iterate to OWS (3.0) in July 2022. Currently the 3.0 version is at MVP stage.
Under development (temporary URL):
https://ows-website-dce6566074f89d8129cc19eee71.webflow.io/
⁠
⁠

When is the expected project launch date on NEAR?*

While OWS is currently currently live and well, we expect to launch the new OWS 3.0 platform in August.

What are you building & why? *

NEAR projects don’t have specialised in-house recruiters. Passive job-boards aim to help projects recruit, but we believe the NEAR ecosystem needs someone to specialise in ecosystem consulting, proactive talent searching, talent vetting, and onboarding management.
What we are building is a digital platform with the following utility:
A user-profile based job-board platform for individuals/talent looking to work in the NEAR ecosystem.
A user-profile based consulting and recruitment services platform for new to early-stage NEAR projects needing assistance to grow.
This will be the same platform, with an option to signup as an individual or project.
For our team to do this, we will maintain avant-garde knowledge of the NEAR ecosystem and implement the most suitable technology to make our platform the most effective for its aims.
Our operations will include:
Front-end UI
Internal database, CMS
Separate user-profile database for security
CRM
AI assisted CV filtering
Interview tests/exercises/coding-tests
The aim of this is two fold.
The first is to expand our ready-to-work (vetted and interviewed) talent pool. So that the NEAR ecosystem can have great talent for every project.
The second is to become NEAR’s first ecosystem consulting and recruitment service provider that focuses on project consultancy, human-centred vetting and recruitment, and onboarding management.

What makes you different from your competitors? *

Why are you the one? :)

Summary of current competition

At this time, NEAR Protocol does not use any external recruitment/HR services, nor does it have a human-centred and proactive consulting and recruitment service provider to assist all projects part of the ecosystem throughout the whole onboarding and recruitment process. There are also currently no functioning (post-MVP) independent NEAR projects with similar goals.

Quantitative advantages

OWS currently has 1 type of indirect competitor external to NEAR: non-crypto native HR platforms and service providers such as
UpWork
⁠
,
Fiverr
⁠
or
Adecco
⁠
. The weaknesses of these recruitment service providers compared to OWS are:
lack of blockchain knowledge,
lack of NEAR ecosystem knowledge,
lack of NEAR native talent pool,
no NEAR ecosystem-specific consulting services, and
no proactive talent searching.
OWS currently has 1 type of direct competitor external to NEAR: blockchain-agnostic crypto HR service providers. The most close in association being:
⁠
https://twitter.com/BEExperience_
⁠
⁠
The weaknesses of blockchain recruitment service providers (such as BEExperience) compared to OWS are:
lack of NEAR ecosystem knowledge,
lack of NEAR native talent pool,
no NEAR ecosystem-specific consulting services, and
no proactive talent searching.
OWS currently has 2 direct competitors internal to NEAR: two static job boards.
⁠
careers.near.org
⁠
⁠
⁠
jobs.near.university
⁠
⁠
OWS’s platform and NEAR’s static job boards are not different products, but differ in approach; specifically in scope (OWS: consulting, recruitment and management), audience (OWS: early-stage and MVP projects), and performance (OWS: one-month guarantees, proactive talent searching). careers.near.org and jobs.near.university currently only focus on passive recruitment assistance (merely providing a job-board, which redirects to the project’s preferred recruitment software).
OWS might have 1 future direct competitor internal to NEAR:
BlockJob marketplace
⁠
, which is currently under development. However, this project focuses exclusively on a smart-contract based matchmaking platform, missing the human-oriented assisted recruitment, managerial, and consulting services offered by OWS. The weaknesses of BEExperience, NEAR job boards and
BlockJob marketplace
⁠
compared to OWS are:
no NEAR ecosystem-specific consultancy services,
no proactive talent searching,
no ready-to-work (vetted and interviewed pool) talent pool, and
no management assistance in task/job onboarding.

Summary of quantitative advantages

OWS is an established and recognised project part of the NEAR ecosystem. This gives it the following competitor advantages: It is the only NEAR-native platform that has expansive NEAR ecosystem knowledge and experience in talent-centred recruitment and HR (accrued over 16 months), with a talent pool of thousands of individuals ready to work in the NEAR ecosystem. So, OWS’s quantitative advantage is that of having the combination of all of the following strengths, unlike any of our competitors:
blockchain knowledge +
NEAR ecosystem knowledge/relationships +
NEAR-native, ready-to-work (vetted and interviewed pool) talent pool +
consultancy knowledge +
active talent/project searching +
management assistance in task/job onboarding.

Qualitative advantages

OWS focuses on community, ecosystem, and human-oriented services; activities that take time and trust to foster, grow, and maintain. The following points are worth outlining:
Gaining NEAR ecosystem knowledge and experience and meeting people professionally in the NEAR ecosystem takes time.
Gaining client and customer trust takes time, as it is based on provable experience and repeated output.
Combining the two previous points: growing a trusted and trusting, NEAR native, community of both individual freelancers and projects takes time.
OWS has dedicated 16 months of time to gain (i) NEAR ecosystem knowledge and experience, (ii) a trusting NEAR projects clientele, and (iii) a NEAR native +1000 people talent pool. Any competitor (including job boards) wanting to focus on community, ecosystem, and human-oriented services would need to dedicate time to reach the same qualitative results (i.e., community building, relations, clientele, and trust) that OWS has achieved in these 16 months. This puts OWS in a point of advantage relative to time in comparison to any current or future competitors, internally or externally to NEAR.

What are your project milestones and estimated budget for each step (Please list)? And when are the expected delivery dates for each milestone? *

Guidelines for completing milestones:
https://bit.ly/Grant-Milestone-Guide-NF
⁠
⁠

Pre-requisite to grant

Our pre-grant milestone (using the remainder of our funds: $20k) is to develop a short-term marketing strategy (outsource marketing consulting: $1,800) and focus on Twitter growth (outsource SMM manager: $1,000) by the end of July, and finalise the development of our platform (UI and backend: $1,000) so we are ready to begin the next phase (milestone 1). This pre-grant milestone, with the addition of OWS’s payroll and overheads ($7,200), will reduce our funds to <$1,000.

First Milestone (M1)

Due date: September 31st (2 months to complete)
Our first milestone is the qualitative result of increasing OWS’s brand awareness in the NEAR ecosystem, making OWS the go-to digital hub for NEAR projects looking for hands-on recruitment services. The method to achieve this will be the short-term marketing strategy and Twitter campaign. The deliverables to show we have achieved the first milestone will be the quantitative measure of (i) increasing OWS’s talent database by 15%, (ii) 10 projects paying fees, and (ii) $1000 monthly revenue from project fees.

Risks/bottlenecks

Internal: Team not big enough for unexpected growth. Unexpected disruptions caused by leave for team members. Risk: low.
Mitigation: Comprehensive structure for human resources, roles and responsibilities + weekly team reports of activities and achievements.
External: Less projects onboarding or decreased interest in NEAR ecosystem due to price drops and bear market.
Mitigation: Compare average rate of new monthly NEAR projects, compare to next few months.
(M1) Increase brand awareness.
0
Deliverables
Method
Details
1
Increase talent database by 15%.
Passive Marketing Campaign
Hire SMM: Reach out to relevant chats, groups, pages, forums. Paid advertisement on Twitter and google. Conduct AMAs, Twitter spaces.
2
10 total fee paying projects
Passive Marketing Campaign
For the month of August.
3
$1000 revenue
Passive Marketing Campaign
For the month of August.
There are no rows in this table
⁠

Second Milestone (M2)

Due date: October 31st (3 months to complete)
Our second milestone is the qualitative result of (i) continue increasing OWS’s brand awareness in the NEAR ecosystem, and (ii) proactive strategy for recruitment and consulting of new NEAR projects; consulting for grants and business strategies. The instrument to achieve this will be the long-term marketing strategy and campaign, and in-house consultants. The result to show we have achieved the second milestone will be the quantitative measure of (i) Increase talent database by 15%, (ii) $500 total monthly revenue from client consulting services, (iii) 15 total projects paying fees, and (iv) $2,000 total monthly revenue from project fees.
(M2) Increase awareness + proactive client consulting
0
Deliverables
Method
Details
1
Increase talent database by 15% (accumulative).
Passive Marketing Campaign
SMM: Grow Twitter Impressions to >100,000 Reach out to >50 relevant chats, groups, pages, forums. Paid advertisement on Twitter, LinkedIn, and google. Conduct >4 AMAs, >2 Twitter spaces.
2
Increase client consulting. $500 total consulting revenue.
Proactive Marketing Campaign. Active partnership acquisition.
Project managers (sales oriented): View who gets grants, contact and connect. Active research of new NEAR project’s budgets, aims, and strategy. Tailor made proposals and consultations. Increase trust. Solidify brand identity. Increase clientele.
3
15 total fee paying projects
Passive Marketing Campaign
For the month of September.
4
$2,000 revenue
Passive Marketing Campaign
For the month of September.
There are no rows in this table
⁠

Pro-forma balance Sheet (estimated budget)

Click the link below for a Google Sheets of our Pro-forma Balance Sheet, which includes all of our estimated costs and projected revenues (part of milestones).
⁠
https://docs.google.com/spreadsheets/d/12CrWZQYmoRpe7ultnFNr56xS-ZGbWOmu/edit#gid=2023693585
⁠
⁠

Is your project open-source? *

No

Which components of the project will be open source? *

Please provide as much detail as possible.
N/A

How will this impact the NEAR Ecosystem? *

Our previous impact on the NEAR ecosystem.

NEAR’s (previous) Return on Investment:

In May 2021 OWS began as a non-profit, community-based digital hub. Initially entirely funded by the NEAR Foundation, the goal of OWS was three-sided.
Fostering a NEAR community. OWS became the first point-of-contact for all novices entering the NEAR ecosystem by providing small tasks (or ‘rolling opportunities’ as we called them) to help foster and grow the NEAR community. The result has been a community of +1000 contributors and +4000 discord members, and thousands more part of OWS, NEAR Hispano, 4NTS, and NEAR Week through content creation, social media, and events.
Educating a NEAR community. OWS contributed to educating NEAR community members to achieve their full potential. OWS did this through the implementation of the OWS Education, the Mentorship Program, and collaborations with NEAR Education. The result has been educating hundreds of individuals that now contribute to the NEAR community.
Finding talent for NEAR projects. OWS outsourced various short-term and medium-term tasks from NEAR projects, selecting the perfect candidate from the OWS talent pool to undertake the task, and taking care of finances. The result has been helping over +50 NEAR projects at the development and MVP stage get to where they are today.
OWS now has 16 months of (i) NEAR ecosystem reputation, knowledge, experience, and a (ii) +1000 people NEAR native talent pool, and (iii) a clientele of +50 NEAR projects. Starting from these achievements, how can we further impact the NEAR ecosystem and further increase our ROI for the NEAR Foundation?

Our future impact on the NEAR ecosystem.

NEAR’s (future) Return on Investment:

Our future positive impact on the NEAR ecosystem becomes evident once we consider our ‘solution’ to our identified ‘problem’.
The problem.
There are many ways to frame the ‘most important problem’ of a company during its MVP/developmental phase (1-3 month) and early stage (1 year). One way to frame it is to say that
industry knowledge/know-how
human capital, and
time management,
are central to a successful organisation. Knowing where and how to find quality human capital for startups is difficult. Especially for specialised industries like blockchain, where talent is sparse and time is critical. Finding and wooing attractive candidates for open positions can cost thousands, and can take months to hire. Expenses include the opportunity-cost of searching, assessing, and onboarding candidates. Opportunity-cost matters when looking for talent in a sparse and novel industry. Even once a candidate is found, it can take weeks or months before they are onboarded properly and working at full productivity.
This makes in-house recruitment ineffective, as to be competitive you need to know your industry, ecosystem, and communities well, which takes time and specialisation. This has resulted in a trend of digital recruitment platforms and specialised recruitment agencies in all industries.
Even then, a lot of these platforms overlook industry/ecosystem expertise and soft skill vetting.
When talking about the blockchain industry, in-house recruiters of startups have limited time and knowledge in talent vetting. NEAR ecosystem projects are no exception. Within the NEAR ecosystem, projects want to make sure that who they hire is qualified, but also honest, responsible, and committed.
NEAR projects don’t have specialised in-house recruiters. Passive job-boards aim to help projects recruit, but we believe the NEAR ecosystem needs someone to specialise in ecosystem consulting, proactive talent searching, talent vetting, and onboarding management.
So, we say the ‘problem’ in the NEAR ecosystem is getting every NEAR project to be successful at (all three) having industry/ecosystem knowledge/know-how, acquiring human capital, and time management. If projects had unlimited time and funds, they could achieve this independently, but they don’t, so they would benefit from specialisation and outsourcing. Projects should specialise in what they do best, and they should outsource where opportunity cost is in their favour. So, the assumptions we have identified are the following:
Projects on NEAR have limited ‘time’ and ‘funds’ (because they do) and thus will benefit from both specialisation and outsourcing.
Individuals interested in jobs on NEAR have limited time and attention (because they are humans) and thus will benefit from a NEAR job-oriented, human-centred digital hub.
Our solution:
We want any project needing to fill knowledge gaps or recruit new talent to go through OWS and we want to attract new talent to fill the right project positions in the NEAR ecosystem.
Our goal is to (i) increase project’s industry/ecosystem knowledge/know-how, (ii) reduce NEAR project’s time spent looking for human capital, and (iii) facilitate the job searching process on NEAR for talented individuals. So, our impact on the NEAR ecosystem will be:
Create a central, easy to use, reputable digital-hub (our platform) for all talented individuals wanting to work in the NEAR ecosystem.
Specialise in NEAR knowledge/know-how so that NEAR projects can consult us about their NEAR ecosystem knowledge gaps.
Specialise in proactive recruitment, headhunting and HR management so that projects on NEAR don’t have to - giving them more time for development and growth.
Organisations and individuals on NEAR need to be able to trust each other for those things that can’t be put on the blockchain. We vet both organisations and talent on NEAR so that they don’t have to vet each other. Allowing a trusted and trusting ecosystem and reducing the appeal for spammers and untrustworthy parties to work in the NEAR ecosystem.

What makes you excited about NEAR? *

NEAR hosts 500+ projects out of the total 6000+ in the blockchain industry. That is a considerable number, putting NEAR high on top of project-to-market-cap ratio. This is due to NEAR’s favourable conditions for projects looking for a blockchain. This is a great achievement by NEAR, and we think this is important. If NEAR is project oriented, then OWS should be too. With both the expected increase of new projects, and unexpected migrations from events like the Terra death-spiral, we are excited to help all new projects moving or growing out of NEAR to grow, and talented individuals find their way in the NEAR ecosystem.

How will you measure project success? *

We will measure project success through our KPI reports, which will in turn prove if we have reached success and what that success looks like.
KPI Report - appended to include marketing KPIs from marketing strategy.
OWS’s KPI report is divided into three section: awareness, onboarding, and retention.
Awareness: measures exposure to a minimally passive audience.
Social Media: measures views, engagement and impressions.
Twitter
Discord
YouTube
Platform (website): measures visits, views, and duration.
Onboarding: measures collaboration from an active audience.
Incubation: measures increases of passive users.
How many contributors join our platform: new user profiles.
How many projects join our platform: new user profiles.
Retention: measures the collaborative output of active users.
How many contributors apply for a task
How many projects submit a project task.
Conversion: measures collaboration by new users.
Ratio: How many new contributors apply for a task.
Ratio: How many new contributors completed a task.
Ratio: How many new projects submit tasks.
Engagement: measures the opportunities that OWS offers to its active audience.
Events/AMAs
OWS Education
Tasks
This is what we will measure to measure success. But what are the actual numbers we aim for to show what success will look like?

What will success look like for your project? An example can be number of sign ups, active users, total TVL, NEAR ecosystem impact etc.

Talent Pool Metrics
0
Measuring quantitative success
Description
Amount
Period
1
Increase contributor database
Part of M1.
7.5%
Per month
2
Increased high-skilled contributors talent pool.
High-skilled: all categories but content creation, SMM and moderation.
15%
Per month
3
Increased number of vetted contributors for all various categories.
Find, list, interview, select, add to DB.
15%
Per month
4
Decreased time required to recruit/manage contributors for tasks.
​
20%
Per month
5
Increased number of low-skilled contributors moving to NEAR Edu.
Talk to NEAR Uni about how many come from OWS
5+
Per month
There are no rows in this table
⁠
Platform metrics
0
Measuring quantitative success
Description
Amount
Period
1
Increased number of new project tasks per month paying fees.
​
20%
Per month
2
Increase average project wage paying fees
Grow clientele with higher budgets
5%
Per month
3
Number of members part of our new platform: projects and contributors.
New or old OWS community members joining our new platform.
5%
Per month
4
Increase Twitter followers
New followers interested in getting to know the OWS
7%
Per month
5
At least 2 collaborations a month — Youtube videos, AMAs
Part of M1
​
​
There are no rows in this table
⁠
Social Media Metrics
0
Measuring quantitative success
Description
Amount
Period
1
Increase Twitter followers
New followers interested in getting to know the OWS
20%
Per month
2
>2 collaborations a month — Youtube videos, AMAs
Part of M1
​
​
There are no rows in this table
⁠
Brand/Product Image
0
Measuring qualitative success
1
Increase brand awareness for both projects and contributors.
2
Shifting our brand image from small short-term tasks to medium/long-term high-skilled positions.
3
Shifting our brand image from easy-going service providers on NEAR to professional recruitment and consulting solutions on NEAR.
4
Getting invited to project AMA, events and promotions by other projects.
5
Successfully attracting talent from outside of those who already know about NEAR.
6
Sending junior-talent to NEAR Edu to grow skill-sets and increase ecosystem impact.
7
Increase ecosystem trust by providing NEAR projects with trusted talent and offering talent trusted projects.
8
Separating contributors between junior, middle and senior.
9
Community poll, top 2 tools for job searching on NEAR. Message relevant projects to post it on Forum or Twitter.
There are no rows in this table
⁠

Please include any helpful materials such as roadmap, video demonstration, pitch deck etc. A pitch deck is compulsory for project requesting over $100,000.

OWS Introductory Video

⁠
https://youtu.be/YXM9jcNTtUQ
⁠
⁠

Business Plan

⁠
https://coda.io/d/Business-Plan_dlxSG9w_54t/Company-Description_suCBF#_luENU
⁠
⁠

Financial Statements

⁠
https://docs.google.com/spreadsheets/d/18L45hvNCV4-MX9RF02Y_4h8UEdUfbgrMvDeHBmGSuYQ/edit?usp=sharing
⁠
⁠

Roadmap

⁠
https://drive.google.com/file/d/1fvpYxvonIrlgpXSSSTBPSmomf8Ml64SU/view?usp=sharing
⁠
⁠

Are you currently raising a round (or do you have plans to do so in the future)?

If yes, please tick the box below.
No

How did you hear about the NEAR Grants Program?

Please tell us how you found this program! Did you hack with us, see us in a newsletter, or something else?
Internally. We got informed when NF announced the termination of the Guilds funding program.

Did someone refer you to the NF Grants Program?

Rebecca from NEAR Marketing Team.
Harshit from NEAR Education Team.

Additional Comments

N/A
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