I can't share with you. So, I would love to discuss them with you directly. We are currently in the midst of rapid changes, and the situation is evolving daily. There is still a lot of information that cannot be made public, so the information I can share in this document is limited. Regarding the hectic and chaotic current state of Gaudiy, I would be happy to discuss directly with you.
2020.11 Series A 300 million 2019.02 2025.05 Pre-Series C 10 billion Pre-Series C Round In May 2025, Gaudiy announced that it had raised a total of 10 billion yen from Sony Group and Bandai Namco Holdings during the first close of the pre-Series C round. Additionally, through stock exchanges, seven companies including Shogakukan, Shueisha, Kodansha, Bushiroad, Akatsuki, Core Mix, and Anime Times have joined as new shareholders. An additional fundraising through the second close is also planned within the year. Gaudiy, along with Sony Group and Bandai Namco Holdings, will strengthen the business synergy among the three companies in the fields of entertainment and technology through a strategic partnership. Perhaps, a chance. From the outside, Gaudiy seems to be doing well, but our feelings inside the company are somewhat different. Along with excitement, there is also a significant amount of anxiety and uncertainty. The vision of a "Fandom State" is more grandiose and complicated than we initially imagined. Nevertheless, we will continue to challenge ourselves humbly, diligently, and boldly. We have conducted a funding round of 10 billion yen in the pre-Series C stage.
State." the great cause of Japan. I am convinced that with Web3, AI, and entertainment, we can change Japan and the world. However, I also understand that achieving this requires more than just half-hearted determination or shallow strategies. Honestly, I believe Japan is in a critical situation right now. Furthermore, the international community centered around capitalism is riddled with "bugs" such as inequality and division. Many of you may feel concern regarding this reality. In such a society, the fact that talented individuals choose a safe path and do not take risks may be the greatest crisis. In a chaotic society, we cannot claim to solve everything. However, if we do not challenge this difficult problem, neither Japan nor the world will change. I genuinely believe that the future envisioned by the "Fandom State" is necessary for the international community going forward. YUYA ISHIKAWA CEO Born in Tokyo in 1994. Founded and later sold an AI- related company at the age of 19. Encountered blockchain in 2017 and founded Gaudiy the following year. Also serves as a technical advisor for blockchain- related projects such as Gundam Metaverse, LINE Pay, and Mainichi Shimbun. In 2020, published a paper on NFT auctions with Keio University professor Sakai and others. A challenge for
Sasazuka Building, 1-64-8 Sasazuka, Shibuya-ku, Tokyo Yuya Ishikawa May 2, 2018 123 people (as of the end of July 2025) Company Name Headquarters Representative Established Number of Employees Fans crossing borders A co-creative economic zone, Aiming for the realization of a 'Fandom State' Web3 Startup
Antoni Gaudí Do it yourself The name Gaudiy is derived from Antoni Gaudí, the architect of the Sagrada Familia. Even after Gaudí’s death, people who resonated with his grand vision gathered to collaboratively carry forward the project — a DAO-like world where individuals unite under a shared vision to complete the unfinished structure. The desire to create a business and organization that co-creates towards a goal like that of the Sagrada Familia led to the name 'Gaudiy', taking the initials from Antoni Gaudí (Gaudi) and do it yourself. Gaudí Antoni + DIY =
in funding within 7 years of establishment. 2018.05 Founded in Eifukucho Alpha version released. 2019.01 Moved to a house in Shimokitazawa, commonly known as "Gaudiy House." 2019.02 Seed funding raised. 2020.02 Announced auction theory "Gaudiy-Sakai Method." 2020.11 Series A funding raised. 2021.3 Moved to Sasazuka office. 2021.3 Started providing "Gaudiy Fanlink" service. 2022.08 Series B funding raised 3.5 billion. 2023.09 Established "Gaudiy Financial Labs." 2025.05 Pre-Series C funding raised 10 billion. 2018.05 2Ppl 2019.01 Founded. 2020.01 8Ppl Seed stage. 2021.01 20Ppl 2022.01 Series A. 2022.06 30Ppl 2023.01 56Ppl 2023.06 68Ppl 2024.01 83Ppl 2024.06 98Ppl 2025.01 105Ppl Series B 113Ppl 2025.05 Pre-Series C.
Encounters with values and communities that have depended on the environments established so far. We want to create a society where individuals can choose their own lives. A community where anyone can freely choose and unleash their creativity. A place where one can find fulfillment in their own way. We call this yet- to-be-seen economic sphere a "Fandom State" and aim to realize it. VISION
State? Transforming 'likes' and 'passions' into value, creating a society where fulfillment is interconnected. Being passionate about something creates connections with new friends, stimulating curiosity and creativity within the community, which in turn nurtures the community. Our goal is to create a positive cycle of communities centered around 'things we love.' By leveraging Japan's unique strengths in entertainment and technologies like Web3, we aim to redefine value co-creation and distribution, creating a system that enriches through co-creation. A society where 'likes' are rewarded. Update the OS. NOW In recent decades, the Japanese economy has stagnated, while globally, issues like discrimination and poverty caused by structural bugs in capitalist society hinder new opportunities and diverse happiness. Living as oneself is difficult, In a society of widening disparities. Being honest about what you love. A society where fulfillment is interconnected. Hobbies and fandom can even become 'professions,' making passion the foundation of life. A future where all 'likes' and 'fun' sustain life. FUTURE
State through entertainment? Japanese entertainment, with its passionate fans worldwide, embodies a 'co-creative community.' Technology that enables the creation of a free nation beyond borders and races. Japanese entertainment with enthusiastic fans around the globe. Web3 and Generative AI Japan's strengths It is said that there are 800 million anime fans worldwide, forming a massive community. The global investment fund a16z predicts that Japan's entertainment content market will dominate the world, with further market expansion expected. With the rapid development of generative AI technology, disparities are expected to widen more than ever. We believe that the ideas and technologies of Web3, which can realize a society where individuals can access a free economy regardless of their birth environment, are becoming increasingly important.
zone that a Fandom State will realize? A time when 'values' create nations. A 'Fandom State' is an economic zone where anyone can participate, characterized by 'cult-like value co-creation' (contributions from fans and creators within the community) and a 'smooth value distribution' (rewards and opportunities) that circulates based on activities. Common sense of existing nations Determined by the region of birth Regulations by the nation Physical land Legal tender issued by the state Enforcement by laws, police, and government Citizens Sovereignty Territory Exchange of va Governance Redefining the Fandom State People with shared 'likes' and values Creating our own rules A common space on the internet Contributions rewarded with scores or virtual currencies Automatically executed rules (smart contracts × LLM)
Domain expert in the entertainment sector, which is the first district. Gaudiy's strength lies in its high expertise in three areas: SNS, Web3, and generative AI, enabling it to implement entertainment IP in society. In the future, we are looking to expand new businesses centered around entertainment IP and also explore ventures into other areas. Generative AI Business development centered around entertainment Business development in areas outside of entertainment None X, LINE, Reddit, etc. OpenAI, Scale.ai Binance, Coincheck, etc. Fandom, Crunchyroll, etc. Comprehensive New areas Entertainment/IP Web3 Finance SNS/Media Others Stability AI, etc.
The potential value of globally renowned IP has not yet been maximized. Japanese entertainment IP has the power to excite the world. However, that value is not being returned to fans or companies due to a structure of division and exploitation. As IP develops and fans support it, both data and money are siphoned off by the platform. Fans' activity locations are becoming decentralized, and connections with official sources are weakening. IP companies are also struggling to maintain enthusiasm due to weak direct connections with fans. weak connections Scattered places and platform providers Exploitation structure by There are high barriers to selling merchandise in overseas markets, causing delays in merchandise expansion to overseas fans. Additionally, information is fragmented by language, making it difficult to access primary information. Source: Toyo Keizai ONLINE toyokeizai.net/articles/-/673645 Loss of sales opportunities
S 02_MISSION Solutions Proposed by Gaudiy Providing a seamless experience from awareness and inflow to retention → consumption and purchase. Strengthening recognition through global media and providing a unique fan community for IP via PWA, avoiding fees. Consumption and Purchase Retention and Continuity Awareness and Inflow Foundation Implementation of reward design and return models through Web3 finance. Academic: Context Understanding through Data × AI Industry-Academia Collaboration The University of Tokyo/Tsukuba University/Chiba Institute of Technology Coming soon Content creation utiliz ing generative AI Information distribution and recognition acq uisition through global media. Fostering enthusiasm through Community SN S x Gamification. Consumption experiences such as E C, games, and gacha.
Aka × Yokoyari Mengo/ Shueisha 02_MISSION Value Provided by Fanlink A community that connects people and things, transforming "enthusiasm" into an economy. Centered around a community SNS where fans from around the world gather around IP, we provide an all-in-one solution from planning proposals/implementation to customer success, and from product planning to sales. We also support automatic translation and international shipping, ensuring seamless access for overseas fans. Fan Community Foundation 1 Content (EC, Games) Global Compatibility 2 3 Connecting through "likes" and gathering. Providing a new fan experience. Delivering across borders.
co-create and participate financially, smoothly receiving returns. BTS creates an ideal cycle where fans engage in co-creation and financial participation with a common goal, resulting in opportunities and economic returns for fans. What lies beyond the "BTS fan economy"—from "NFTs" to "DAOs" note.com/yuyasan/n/n65c43af16423 Yuya Ishikawa / Gaudiy CEO Stock Returns Organized Fans BTS and ARMY The first Grammy Award won by Asia through the power of fans. BTS fans, known as "ARMY," are well-versed in actions that benefit BTS, leading initiatives such as algorithm analysis, research, and support funds. Additionally, an ecosystem is being built where fans can buy shares due to HYBE's stock listing, representing an ideal fan economy. L ee J i-hyun & Yuka K uwahata, "BTS and ARMY: W e Stand Together" East P ress, 20 21. BTS ( Age ncy) F ans Sto ck Market ➡️ This cycle can be realized not in the stock market, but using tokens. Fundraising C orporate V alue fan activities C ontributing through Financial P articipation price increases. and dreams. P roviding content Enhancing through stock Economic returns
existing values and examples to become a leader in establishing new common sense for the next era. FANDOM Let's create enthusiastic actions that make all stakeholders think, 'Are they really going that far? DAO To aim for teams and environments where people gather across all boundaries based on shared aspirations and thoughts, pursue openness and fairness, and explore decentralized protocols. The value standards that Gaudiy cherishes to realize its mission. The accumulation of decisions aligned with these standards has shaped Gaudiy as it is today.
Operating the organization itself as a product ORGANIZATION CONCEPT To grow the business, employees refine their expertise, expand their careers, and get promoted by delivering results. We know this simple mechanism has been successful. People can express creativity in a decentralized and autonomous manner. This is the belief Gaudiy wants to prove through DAO-like organizational building. Individuals with diverse values and skill sets can combine their strengths and thrive as they are. Those who cannot showcase their strengths in a conventional organization and are not properly recognized, the 'misfits', are the ones we cherish. It is precisely because it is a reckless challenge that we investigate all academic theories, listen to the voices of our members, and develop organizational systems from scratch. The systems created this way are rational yet uniquely Gaudiy's in the world. But is this really the way we want to work? Pursuing one's life dreams can also advance the company's vision. There are no known examples of scaling such organizations.
Suggestions, QA, FB Improvement Feel free to make requests regarding the organizational system. Gaudiy Protocol (Organizational System) Organization and Work Style Guiding Principles Matrix Organization EMPOWER-MORNING Decision-Making Rules Full Remote, Flex Monthly In-Person Day Human Resources Grading System Compensation System (Salary, SO) Functional Representative Elections (Talent Recruitment) Collection and Penetration A MA/Company-wide QA Knowledge Management Internal Broad Listening Design and Operation Protocol Team Before releasing new organizational systems, conduct a company-wide AMA to resolve questions. Achieving DAO-like organizational management through Gaudiy Protocol Gaudiy's organizational system (protocol) is not rules imposed unilaterally by the company. Everyone thinks about the protocols necessary to realize the vision quickly, and members from all job types act as both experimenters and subjects in building the organization. The process resembles product development. We assume that initial drafts of protocols will have bugs, and we conduct hypothesis testing in stages to identify issues and improve them rapidly.
representative elections, self- reported salaries. What will be Gaudiy's next unconventional experiment? seleck.cc/1590 Ryosuke Fujiwara Our protocol team's efforts have been featured in the media. Our society is beginning to change significantly, and Gaudiy is at the forefront, striving to build a new "good" society. The good society envisioned by Gaudiy is precisely a "warm community." If knowledge can be utilized to illuminate that warmth, there is no greater joy. Community Science Advisor Professor at Waseda University Graduate School of International Culture Ryuichirou Ishikawa The good society envisioned by Gaudiy is, a warm community Institutions greatly influence the nature of society. For example, South Korea and North Korea have similar ethnic and geographical conditions, yet their situations are quite different. Gaudiy aims to build a new society in the electronic space. We want to apply knowledge of institutional design to ensure that this society becomes a livable one. Economic Design Advisor Professor at Keio University Faculty of Economics Toyoki Sakai In the new society that Gaudiy aims for, we will apply knowledge of institutional design Using an academic approach, we will apply science to organizations. To pursue a "more Gaudiy-like DAO," we thoroughly research insights from various academic fields in designing protocols, updating existing common sense based on theory and data. By balancing scientific investigation, discussion, and design with diligent hearings and hands-on operations, we are using Gaudiy itself as a testing ground to apply science to organizations.
to 10 days of paid leave granted upon joining Complete two-day weekends Holidays and New Year breaks Recommended paid leave days (granted at the trial employment stage) (GW, Obon, etc.) Flexible Work Arrangements Full flex Option to choose office/remote work Promotion of online collaboration using Slack huddles and Gather Recommended in-office days once a month (transportation and accommodation costs covered for remote residents) Possibility of full-time employees working 2 to 4 days a week. Environment setup with the latest equipment Provision of PCs, displays, and peripherals (latest equipment at the time of joining) Work Style Basic Information
grading system that cherishes diverse contributions and supports individual growth. Gaudiy's grading system is a protocol aimed at realizing the organization's vision while leveraging the strengths of diverse individuals and supporting their career and growth. Grade Talent Image Required Responsibilities L1 Gaudiy's executive team. They undertake bold challenges for the vision and drive societal change. Company-wide management responsibilities over several years. L2 Gaudiy's executive team. They set high goals for the vision and drive change across Gaudiy. Management responsibilities for business or organizational scale over several years. L3 Potential executives of Gaudiy. They adapt multiple teams or specific areas of expertise to the company's changes and maximize outcomes. Business or organizational responsibilities over six months to one year, or generate results with high expertise and industry recognition. L4 Leaders of each team. They adapt the team to the company's changes and create work that leads to outcomes. O utcome responsibilities for small groups over several months. L5 Key contributors to team value creation. They adapt to team changes and autonomously generate outcomes. S elf-manage and autonomously execute tasks. L6 Key contributors to team value creation. They adapt to team changes and generate outcomes with support from others. S elf-manage and execute their own tasks. *As of November 2024, this system is in trial operation.
Actions Through six recommended actions, we determine role grades while embracing creativity from 0 to 1, reproducibility from 1 to 10, and empathy from 10 to 100, including all talents. Recommended Actions Description Examples of Activities Creative Generate outcomes with specialized outputs tailored to objectives. All activities that contribute to the team's outcome creation. Influence Exert influence on others and initiate movements for new initiatives. Event planning, recruitment, writing, external co-creation. Knowledge Provide specialized inputs and share them within and outside the team. Information gathering and sharing, k nowledge management. E nab lement Create reproducibility of outcomes through human/ expertise management. Process improvement, onboarding promotion, management. Assistance Pay attention to the challenges of surrounding members and extend a helping hand. S upport for others, 1 -on-1 s, and mentoring. E ngagement Commit to the challenges of Gaudiy and promote communication. D eclaration and commitment to growth goals, participation in events. *A s of N ovember 2 024 , this system is in trial operation.
Evaluation & Compensation System Q How is compensation determined? A Currently, the compensation protocol is under design. Generally, salaries are determined based on salary ranges associated with each grade. These ranges are not uniform and are divided into multiple job groups. Q How do you conduct evaluations? A Currently, we do not have an evaluation protocol in place, but we do consider individual abilities and performance, reflecting them in the compensation levels through role grades. In the future, we aim to implement a system that visualizes contributions both within and outside the team in a 360-degree manner, rewarding all types of leadership. About Role Grade System Q Why do you adopt the role grade system? A Gaudiy adopts the role grade system to balance the realization of our organizational vision while leveraging the strengths of diverse individuals and supporting personal growth. Q Why did you discontinue the self-reported salary system? A The criteria for self-reporting were unclear, leading to hesitation even among high performers, so we decided to discontinue self-reported salaries. The role grade system serves as a benchmark to align mutual expectations and facilitate better collaboration within the team. Q What process is followed for grade changes? A Currently, we are in a trial phase, and the official grades are expected to be finalized in April 2025. After that, we plan to adjust grades through discussions between the functional leader and the individual every six months, along with adjustments to role responsibilities.
A reckless vision Challenging together earnestly We need reckless companions. The mountain Gaudiy is trying to climb is a reckless challenge that cannot guarantee success. If you want to ride the winning horse, we recommend looking elsewhere than Gaudiy. But the reason we still pursue this is that we genuinely believe we should correct the bugs in society. If you feel even a little frustrated by the stagnation in Japan or the distortions in the world, and you have ambition, we wholeheartedly welcome you to join us in this challenge.
Standards DAO A person who can think about what they should do and want to do, and act autonomously. A person who has multiple management styles and can adapt and lead flexibly. FANDOM A person who can support others and is someone who is supported in return. Someone who can celebrate the success of people and teams as their own. NEW STANDARD A person who can adapt and challenge themselves without being cynical about new things or unknown areas. Not only to challenge but also to have the perseverance to make it a norm. Lacks a desire to learn new things. Focuses on people rather than things. H as low tolerance f or uncertainty. Lacks em pathy and is not supported b y others. O nly com plains. S ticks to hierarchical and centraliz ed thinking. D oes not like to work in a team . D islikes dialogue. Rej ects new things. D islikes change. UNFIT Style
an important process to confirm mutual fit. Gaudiy is . Therefore, in the selection flow, we carefully check whether we match through real experiences. We believe that because we need to question the status quo, experiment rapidly, and continue to evolve. , we provide the best environment. an organization that values people and culture highly working at Gaudiy is not easy For those who want to grow together with colleagues who are seriously aiming to realize the vision Casual Interview We will casually discuss Gaudiy's business, organization, and members. Document Screening After confirming the career fit with the open position, we will contact you within 3 business days if we would like to invite you for a selection interview. Selection Interview (Multiple Rounds) We will confirm whether our values and working styles match through employee interviews. *Depending on the position, you may be required to work on technical challenges. F inal Interview Y ou will have an interview with the CEO . J ob Off er I n the offer interview, we will discuss ex pectations and conditions. T rial E mploy ment Period Y ou will work with employees for a minimum of 1 month to a max imum of 3 months to ex perience Gaudiy's work style and culture. P re- trial employment from side j obs is also possible. Off icial E mploy ment I f both parties decide they want to work together, official employment will be confirmed.
This system has been implemented for those who joined after August 2020. Q. Do you think we should continue the trial employment system? 47.1% 50% I want it to continue I somewhat want it to continue I somewhat want it to be discontinued I want it to be discontinued Q.Did the trial period influence your choice to proceed or accept? 37.2% 24.3% 38.5% There was a positive impact There was a negative impact No particular impact Decliner's title Number of people Engineer 8 people Designer 4 people Business 5 people Corporate 3 people Feedback after completing the trial employment Having the opportunity to prevent mismatches provided reassurance for working in areas I had never challenged before. I realized that many people who are not directly involved in the work are also giving proper feedback, showing that they are paying attention. By having a clear image of how I could work after officially joining, I was able to consider joining positively. Additionally, getting along with the team members positively influenced my decision. I think it's very positive that applicants can make a final decision knowing the internal situation, both good and bad. While there is a risk of having to look for another job if it is determined that they do not want to work together, I believe that there are certainly many cases where one realizes there was a mismatch in the first few months, which serves as a risk hedge. Reasons for declining Declined due to not matching Gaudiy's culture. (Senior Engineer) Declined after discussions due to not matching the collaborative working style. (Business Side) Declined after discussions, believing it was appropriate to take a break due to health issues just before joining. (Business Side) Declined due to difficulties in performing creative tasks because of language barriers and not matching the DAO culture. (Foreign Designer) R ealized there was a gap between their career ex pectations and working style, leading to their own decision to decline. (Designer) Found it difficult to raise skills to Gaudiy's technical standards. (Inex perienced Engineer) * Currently, we are not hiring inex perienced engineers. A chievements Number of people P eople who participated in trial employment 1 29 people Of which, those who officially joined 1 09 people P eriod: From August 2020 to J anuary 2025
about the Selection Process About the Role Grade System Trial Employment Q How long does the selection process take? A It usually takes about a month from document screening to offer. In some cases, the offer interview can be conducted in about two weeks. Q What is included in the trial completion survey? A The response items differ for those who are close to the work and those who are far from it. ① Close: Responding based on whether they seem likely to meet the expected role at the time of the offer and whether they will not disrupt the culture. ② Far: Responding based on whether they will not disrupt the culture. Q Is it possible to decline during the trial period? A Yes, that is not a problem. Q If even one person gives a negative response in the survey, can they not officially join? A All officially joining members need to give their OK, but surveys can be taken multiple times within three months. The reasons for negative feedback are provided to the individual, and if improvements are seen, they can officially join. Q Are there any guidelines for working hours if joining as a side job? A There are no specific rules, but as a guideline, it would be about 40 to 60 hours a month. Flexible discussions are possible. Q I don't know which position is applicable, but can I apply? A Yes, you can. In that case, please apply from "Open Positions."
Backend Engineer Hanaka Yamamoto HR/PR Fujiwara Ryosuke Protocol Designer GAUDIY? @ WHY JOIN An Environment Where I Can Learn and Experiment with New Technology like Blockchain When I was studying blockchain technology in 2018 and beyond, I felt that there were great possibilities in turning various things into assets and building incentives, so I joined Gaudiy after learning that it had similar ideas. Now I work on figuring out how to build the blockchain into products for regular users by building and implementing systems. I find it extremely fascinating to work on something that could become the new standard. I Want to Spread Gaudiy’s Fascinating Outlook Throughout the World In my previous job, I reported on a lot of venture and start-up companies, but the first time I heard of Gaudiy’s vision, I felt an excitement that I never had before. I decided to join the company because of my strong feelings that the rest of the world needed to experience that excitement and I wanted to be the one to spread the word. My duty is to spread the word about Gaudiy’s amazing outlook and increase the number of comrades with whom we’re building the future. A Place Where New Businesses Can be Created Using Token Economics Gaudiy was the place where I can make my incredibly emotional vision come true in a more scientific manner than anywhere else. I want to make a company where I can use the simulation and data science research I did in university to smoothly circulate currency. To me, Gaudiy is an amazing place where I can implement a business using token economics and data science in a collaboration with excellent economists.
about Selection GAUDIY? @ WHY JOIN W e Only Have One Life to Live: Contributing Greatly to Society Through W ork I’ve had a career working in large corporations and listed companies, but I’ve always had the looming question of how to contribute to society throughout my life. Since we only have one life to live, I want to change people’s values and outlooks so that their lives will be happier. That’s why I joined Gaudiy. The summit that Gaudiy is aiming for is extremely high, but I want to climb my way up there while working with as many professionals and teams as I can. An Environment Where I Can Manage My F amily and Job While Still T rying New As a mother of three, my goal and my challenge was to enjoy both childrearing and work by joining Gaudiy, a Web3 start-up. The situation changes daily both at work and at home, so I can’t work by fixed rules. Gaudiy has a stance of “let’s build the future we want together. ” Everyone takes ownership and searches for how to build the right rules and organization. That flexibility is what allows me to continue trying new things while enjoying both my family and my job. Kaho Mukaiya Community Manager A Culture Where I Can Continue to Challenge Leaping Over High Hurdles Since Guadiy was founded, it didn’t stick to social mores about age or titles. It has a culture where even people without experience are welcome to try new things. They’re assessed equally as long as they take responsibility and volunteer for things. This is an environment where one can change the products or organization themselves. We’re in an era where the scenery around us is changing at high speeds, so it’s extremely fun to continue taking on challenges both as myself and as a part of this organization whenever we come up against new unforeseen hurdles. Torajiro Shiihashi Product Designer Takeo Hashimoto Corporate
to be doing well, but our experience inside feels a bit different. We worry that our abilities may not meet the expectations of those who support us or help us realize our vision. Along with excitement, there is also a significant amount of anxiety and impatience. However, this might also be an opportunity. Success is not guaranteed, and we might fail, but I believe this high wall will greatly change us. I think it’s a chance that could significantly alter the lives of those who join us. Gaudiy is likely an opportunity right now. We are looking for companions who will co-create a "Fandom State" with us, enjoying this uncertain situation and turning even the hardships into nourishment as we move Gaudiy forward together. Even if things don’t go well, I believe we will gain invaluable experiences and memories.
currently recruiting for interviews on about 60 themes. View the positions we are focusing on hiring for on the special recruitment site. special.gaudiy.com/pre-series-c/recruit Read more about Gaudiy's initiatives in detail. note.gaudiy.com Read employee interviews and entry applications. note.gaudiy.com/m/mf184b607f530 Why not start by talking to the members?
Corporate Planning Secretary Corporate Legal IT Labor Accounting/ Finance General Affairs HR/PR HR PR Protocol Designer Biz BizDev Community Producer Community Director Planner Product PO / PdM Game Producer Front-end Engineer Unity Engineer Product Designer Data Engineer Game Designer Back-end Engineer AI Engineer Communication Designer GFL GFL BizDev Engineer Compliance Corporate Functions HRPR Functions Biz/Dev Functions PdM Functions Engineer Functions Design Functions AI Functions Others
from various roles come together to form cross-functional projects. We form development teams by mission, solving business challenges in development teams and organizational challenges in functional teams. Development Team A PdM Product Designer Engineer/ScM Engineer Engineer Engineer Development Team B PdM Product Designer Engineer Development Team C PdM Game Producer Game Designer Graphic Designer Unity Engineer Engineer Development Team D PdM Product Designer Engineer/ScM Engineer Engineer BizDev Community Manager Enablement Team Engineer Engineer Engineer Data Engineer AI Engineer AI Engineer
C G r a p h Q L Others Github Slack Gather Notion Figma Google Meet Backend Go Python AI LangChain Hugging Face PyTorch VertexAI Data dbt Fivetran BigQuery Spanner Blockchain Ethereum Arbitrum Complicated Subsystem BE for FE TypeScript Frontend Next.js TypeScript Tailwind Google Kubernetes Engine
Gaudiy's product development like? Check out the development stories on our Tech Blog techblog.gaudiy.com/ We share content like this: Implementation using Generative Agents paper Figma to Code plugin using OpenAPI Reflections on introducing Github Copilot Improvements in the bug handling process according to CAMS principles Evolution of the development organization Error handling methods in gRPC × Go × Node.js Why can't we create a testing culture? Practices of error handling in GraphQL Frequently Asked Questions Q How is daily development progressing? A There are differences depending on the project team and cross-functional teams, but generally, we adopt Scrum and Agile development with teams of about 4 to 8 people. The product development team is responsible for everything from experience design to delivery to maximize outcomes, and operates autonomously. Q Is there interaction with clients or users? A Some projects involve long-term relationships with clients, and in such cases, the PdM and Biz members adjust the roadmap and priorities, collaborating with the client's development department as needed. Additionally, regardless of the nature of the project, we often participate in user interviews and surveys, and due to the community nature of the product, we can directly observe and hear user reactions to the released features. Q Is knowledge of blockchain necessary? A No prior knowledge of blockchain is required at the time of hiring. Many members catch up on this knowledge after joining.
opinion in the appointment of CxO class. The complete design process of Gaudiy's "Representative Election" note.com/ryosuke_fujiwara/n/nf98ab3c52de6 Ryosuke Fujiwara From the viewing members, there were voices like "I was moved" and "Next time, I will participate too." Commemorative photo of the three who fought in the PO election The scene of the representative election presentation venue, watched live by members. As a way of DAO unique to Gaudiy, organically expanding the organization democratically. Three candidates present their "team vision and strategy" based on CEO recommendation, public opinion recommendation, and protocol recommendation (selection quota). All voters watch, and public opinion is visualized through voting. Ultimately, the next representative is appointed by the CEO after fulfilling accountability, rather than through a simple majority vote. Candidate Selection Vision and strategy pitch for each candidate Direct voting by voters Outcome determination by Borda count Appointment by CEO based on the vote count results PROCESS Both the CEO and CxO are decided by . election Elections are a mechanism for selecting leaders to realize a DAO unique to Gaudiy. With the concept of adaptability that continues to change towards a vision and fairness that opens opportunities to everyone, representatives who will become leaders in each function are appointed fairly. The energy generated from elections leads to the next innovation.
a "strange system," the quality and speed of decision-making skyrocketed. note.com/yuyasan/n/n69fa5a569e94 Yuya Ishikawa / Gaudiy CEO The origin of the term "Cursed Poison" comes from ancient Chinese sorcery. Source: Dokumushi 1 (Hachido Tsu, Gota Keito / Action Comics, Futabasha / 2013) BS Teletoh / Nikkei News Plus 9 Each person brings their plans to discuss, the last one standing is the strongest plan. A decision-making protocol where "within a time limit, two or more participants debate solutions or plans against a certain issue or theme and reach a conclusion." The key to this initiative is how quickly inputs can be gathered and how assumptions can be questioned. Winners are decided by discussion or voting, but the results are completely unrelated to personnel evaluations, focusing instead on entertainment and game-like aspects of decision-making. Enhancing the quality and speed of decision-making Cursed Poison At Gaudiy, there are no hierarchical levels, so anyone can make decisions. The idea of "Cursed Poison" was born in response to the challenge of slowing decision-making speed due to organizational expansion.
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