Total Comp × Team Performance (Toy Model)

Comp knobs

Cash

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Equity / upside

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Mission

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Culture + work/life

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Great coworkers

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Great coworkers is emergent here: it rises when the team is strong & stable, and falls with churn.

Simulation

Underperformance tolerance

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Lower = less tolerant (more aggressive firing). Higher = more tolerant (slower firing).

Speed (ticks/sec)

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Tick

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Model notes

There are always 1000 roles; open slots are immediately refilled each tick.
Each employee has a performance draw and personal weights over comp factors (summing to 100%).
Someone joins/stays if their weighted “total comp” meets their required level (based on performance).
Even if everyone is happy, there’s baseline churn that increases with individual tenure (“life happens”).
Each tick: voluntary exits (chance grows with comp shortfall) → firings (chance grows with underperformance) → hiring (fills open roles with delay).

Team flow (enter / stay / exit)

happy

unhappy

size = performance

Performance distribution & output

Team performance distribution (histogram)

Total output over time