I know several people who are fractionally employed at several startups. These people tend to be highly talented and oversee areas where network benefits are beneficial.

For example: If you run social media accounts for ten companies with a similar market, you can gain leverage by cooperating with yourself and cross promoting between non competing accounts.

Meanwhile, high value employees becoming more expensive than ever. Fractional approach is amazing for startups who get it. Still: A lot of CEOs still stuck in previous ways of thinking or have genuine concerns about legal liabilities. Hiring someone fractionally has a big problem depending on what agreements that person is expected to sign. To make it work legally would need multiple companies to agree to same terms (unlikely).

It is a weird phenomenon and a lot of it is kind of soft under the table with a wink.

I think people wanting to do this via DAO or other might be served by coming up with some common legal framework that they require employers to sign onto.

That, in turn, might require DAOs to have sufficient market negotiation power (you can’t hire programmer XXX unless you agree to our DAO terms YYY). Starts to resemble a Union.