The U.S. Workers Alliance (@USWorkerActions) has developed an ambitious, multifaceted campaign to fundamentally reform the U.S. Congress. At its core is a proposal to raise congressional salaries dramatically—from the current $174,000 per year (frozen since 2009, with leadership roles slightly higher, such as $223,500 for the Speaker of the House as of 2025–2026 data)—to $1.25 million annually. This bold ask is not presented in isolation but as part of a broader vision to attract skilled, independent “executive-caliber” champions who prioritize workers’ interests, resist corporate capture, and govern effectively.

The conversation outlines a strategic evolution from salary advocacy to systemic recruitment and reform, addressing key barriers like polarized primaries, incumbent advantages, underfunded challengers, and centralized power structures.

The Central Problem: Why Congress Needs Better Talent and Independence

Congress handles trillion-dollar budgets, complex regulations, and policies directly affecting American workers—yet its members often lack the executive skills needed for effective governance. Current incentives favor ideologues, the wealthy, or those reliant on donor networks and future lobbying opportunities rather than skilled policy executives.

A major driver of corporate capture is the revolving door: Former members and staff frequently transition to high-paying lobbying roles, earning multiples of their public salaries (sometimes 3–6x or more). Studies show revolving-door lobbyists generate significantly higher revenue, with former congressional connections boosting earnings substantially. In recent years, hundreds of former staff register as lobbyists annually, and a notable portion of retiring members follow suit, often quintupling their income. This dynamic encourages lawmakers to favor special interests during their tenure in anticipation of lucrative post-service payoffs.

Primaries exacerbate the issue: They select for fundraising prowess, partisan appeal, and name recognition rather than governing expertise. Serious challengers—especially those from executive backgrounds—are often underfunded and lack the experience to compete effectively or perform once elected.

Incumbents enjoy massive advantages. In recent cycles (e.g., 2020–2024 data), incumbents routinely out-raise challengers by wide margins—often 3:1 to 5:1 or more—with average fundraising in the millions for incumbents versus far less for challengers. This financial edge, combined with name recognition, constituent services, and high reelection rates (typically 90–98% in the House), creates a self-reinforcing cycle where quality outsiders rarely emerge victorious.

The Proposed Solution: High Pay as Part of a Worker-Centered Reform Package

The campaign argues that dramatically higher pay ($1.25 million) would make congressional service financially viable for top talent without relying on corporate golden parachutes. It would reduce the pull of the revolving door, attract executives with real skills in negotiation, strategy, budgeting, and policy execution, and enable lawmakers to focus on advancing worker-friendly policies like stronger labor protections, antitrust enforcement, and equitable infrastructure.

However, salary alone is insufficient. Early critiques highlighted that pay isn’t the primary motivator for those who win primaries—they’re driven by ideology, ambition, or networks. Challengers remain under-resourced and inexperienced relative to incumbents.

The response: Bundle the salary increase with accountability measures:

• Strict revolving-door bans (e.g., 10+ year cooling-off periods on lobbying).
• Lifetime caps on post-office income from related industries.
• Bans on congressional stock trading and requirements for blind trusts.
• Public campaign financing or small-donor matching to level the primary playing field.
• Competitive pay and support for congressional staff to reduce their own revolving-door pressures.

This package positions the reform as pro-worker and anti-corruption: Pay executives to fight for workers, not corporations.

Innovative Recruitment: Treating Candidacy Like Executive Hiring

To overcome barriers, the U.S. Workers Alliance proposes shifting from passive advocacy to active recruitment. Create a formal “Candidate Talent Pipeline” via a dedicated website or platform, posting “job descriptions” for congressional roles framed as high-responsibility executive positions.

Qualified executives (from manufacturing, tech, labor-adjacent fields, etc.) would apply with resumes, cover letters outlining worker-aligned visions, references, and policy examples. Screen for executive traits: strategic planning, crisis management, data-driven decisions, and negotiation skills.

Approved recruits receive a “Service Pledge” to offset lifestyle disruptions:

• Financial bridging (seed funding, donor connections).
• Transition support (relocation, family resources, spousal job networks).
• Campaign infrastructure (strategy, polling, media training, endorsements).
• Post-service safeguards tied to reforms.

This lowers intimidation: Instead of navigating chaotic primaries alone, candidates gain organizational backing.

A Core 2028 Campaign Plank: Decentralizing Congress

To empower these recruited executives and prevent them from being sidelined by centralized leadership, decentralizing congressional power becomes a mandatory platform commitment for every candidate.

Congress has trended toward centralization since the 1990s, with party leaders controlling agendas, rules, resources, and bill advancement. This stifles deliberation, innovation, and independence, making it easier for donor influence to flow through leadership.

Decentralization proposals include:

• Restoring authority to committees (stronger subpoenas, independent hearings, bill advancement without bottlenecks).
• Reducing leadership gatekeeping (easier discharge petitions, open amendment rules, limits on bundling must-pass bills).
• Promoting fluid, issue-based coalitions over rigid party lines.
• Exploring operational decentralization (e.g., relocating some staff/functions outside D.C. to reduce insider culture).

Reformers (including past Freedom Caucus pushes and scholarly analyses) argue this would make Congress more deliberative, merit-based, and responsive—allowing skilled members to advance policies without party-leader vetoes.

Every recruited candidate would pledge to advocate for these changes in their 2028 campaigns, framing it as: “Decentralize power so worker champions can deliver results, not follow insider scripts.”

Path Forward and Potential Impact

This multi-layered approach—high pay bundled with anti-capture reforms, proactive executive recruitment, and decentralization—aims to break cycles of incumbency, corporate influence, and low-quality challengers. It positions the U.S. Workers Alliance as a proactive force recruiting talent Congress needs, then fighting for the structural changes to let them succeed.

Starting small (pilots in open seats, X threads, petitions, polls on skills/reforms) could build momentum toward 2026 midterms as proof-of-concept, scaling for 2028.

The vision: A Congress of skilled, independent executives serving as true champions for American workers—well-compensated, insulated from capture, empowered to govern effectively in a decentralized system. This isn’t just about pay; it’s about reclaiming representative democracy for the people it serves.