Search results for: “recruiting”

  • The only 3 things a startup CEO needs to master

    So, you watched Silicon Valley and read some articles on Techcrunch and you envision yourself as a startup CEO 🤑. What does it take to succeed? Great engineering skills? Salesmanship? Financial acumen?

    As someone who has been on both sides of the table (as a venture investor and on multiple startup executive leadership teams), there are three — and only three — things a startup CEO needs to master. In order of importance:

    1. Raise Money from Investors (now and in the future): The single most important job of a startup CEO is to secure funding from investors. Funding is the lifeblood of a company, and raising it is a job that only the CEO can drive. Not being great at it means slower growth / fewer resources, regardless of how brilliant you are, or how great your vision. Being good at raising money buys you a lot of buffer in every other area.
    2. Hire Amazing People into the Right Roles (and retain them!): No startup, no matter how brilliant the CEO, succeeds without a team. Thus, recruiting the right people into the right positions is the second most vital job of a CEO. Without the right people in place, your plans are not worth the paper on which they are written. Even if you have the right people, if they are not entrusted with the right responsibilities or they are unhappy, the wrong outcomes will occur. There is a reason that when CEOs meet to trade notes, they oftentimes trade recruiting tips.
    3. Inspire the Team During Tough Times: Every startup inevitably encounters stormy seas. It could be a recession causing a slowdown, a botched product launch, a failed partnership, or the departure of key employees. During these challenging times, the CEO’s job is to serve as chief motivator. Teams that can resiliently bounce back after crises can stand a better chance of surviving until things turn a corner.

    It’s a short list. And it doesn’t include:

    • deep technical expertise
    • an encyclopedic knowledge of your industry
    • financial / accounting skills
    • marketing wizardry
    • design talent
    • intellectual property / legal acumen

    It’s not that those skills aren’t important for building a successful company — they are. It’s not even that these skills aren’t helpful for a would-be startup CEO — these skills would be valuable for anyone working at a startup to have. For startup CEOs in particular, these skills can help sell investors as to why the CEO is the right one to invest in or convince talent to join or inspire the team that the strategy a CEO has chosen is the right one.

    But, the reality is that these skills can be hired into the company. They are not what separates great startup CEOs from the rest of the pack.

    What makes a startup CEO great is their ability to nail the jobs that cannot be delegated. And that boils down to fundraising, hiring and retaining the best, and lifting spirits when things are tough. And that is the job.

    After all, startup investors write checks because they believe in the vision and leadership of a CEO, not a lackey. And startup employees expect to work for a CEO with a vision, not just a mouthpiece.

    So, want to become a startup CEO? Work on:

    • Storytelling — Learn how to tell stories that compel listeners. This is vital for fundraising (convincing investors to take a chance on you because of your vision), but also for recruiting & retaining people as well as inspiring a team during difficult times.
    • Reading People — Learn how to accurately read people. You can’t hire a superstar employee with other options, retain an unhappy worker through tough times, or overcome an investor’s concerns unless you understand their position. This means being attentive to what they tell you directly (i.e., over email, text, phone / video call, or in person, etc.) as well as paying attention to what they don’t (i.e., body language, how they act, what topics they discussed vs. didn’t, etc.).
    • Prioritization — Many startup CEOs got to where they are because they were superstars at one or more of the “unnecessary to be a great startup CEO” skills. But, continuing to focus on that skill and ignoring the skills that a startup CEO needs to be stellar at confuses the path to the starting point with the path to the finish line. It is the CEO’s job to prioritize those tasks that they cannot delegate and to ruthlessly delegate everything else.
  • Why Tech Success Doesn’t Translate to Deeptech

    Source: Eric Hamilton

    Having been lucky enough to invest in both tech (cloud, mobile, software) and “deeptech” (materials, cleantech, energy, life science) startups (and having also ran product at a mobile app startup), it has been striking to see how fundamentally different the paradigms that drive success in each are.

    Whether knowingly or not, most successful tech startups over the last decade have followed a basic playbook:

    1. Take advantage of rising smartphone penetration and improvements in cloud technology to build digital products that solve challenges in big markets pertaining to access (e.g., to suppliers, to customers, to friends, to content, to information, etc.)
    2. Build a solid team of engineers, designers, growth, sales, marketing, and product people to execute on lean software development and growth methodologies
    3. Hire the right executives to carry out the right mix of tried-and-true as well as “out of the box” channel and business development strategies to scale bigger and faster

    This playbook appears deceptively simple but is very difficult to execute well. It works because for markets where â€śsoftware is eating the world”:

    Source: Techcrunch
    • There is relatively little technology risk: With the exception of some of the most challenging AI, infrastructure, and security challenges, most tech startups are primarily dealing with engineering and product execution challenges — what is the right thing to build and how do I build it on time, under budget? — rather than fundamental technology discovery and feasibility challenges
    • Skills & knowledge are broadly transferable: Modern software development and growth methodologies work across a wide range of tech products and markets. This means that effective engineers, salespeople, marketers, product people, designers, etc. at one company will generally be effective at another. As a result, its a lot easier for investors/executives to both gauge the caliber of a team (by looking at their experience) and augment a team when problems arise (by recruiting the right people with the right backgrounds).
    • Distribution is cheap and fast: Cloud/mobile technology means that a new product/update is a server upgrade/browser refresh/app store download away. This has three important effects:
    1. The first is that startups can launch with incomplete or buggy solutions because they can readily provide hotfixes and upgrades.
    2. The second is that startups can quickly release new product features and designs to respond to new information and changing market conditions.
    3. The third is that adoption is relatively straightforward. While there may be some integration and qualification challenges, in general, the product is accessible via a quick download/browser refresh, and the core challenge is in getting enough people to use a product in the right way.

    In contrast, if you look at deeptech companies, a very different set of rules apply:

    Source: XKCD
    • Technology risk/uncertainty is inherent: One of the defining hallmarks of a deeptech company is dealing with uncertainty from constraints imposed by reality (i.e. the laws of physics, the underlying biology, the limits of current technology, etc.). As a result, deeptech startups regularly face feasibility challenges — what is even possible to build? — and uncertainty around the R&D cycles to get to a good outcome — how long will it take / how much will it cost to figure this all out?
    • Skills & knowledge are not easily transferable: Because the technical and business talent needed in deeptech is usually specific to the field, talent and skills are not necessarily transferable from sector to sector or even company to company. The result is that it is much harder for investors/executives to evaluate team caliber (whether on technical merits or judging past experience) or to simply put the right people into place if there are problems that come up.
    • Product iteration is slow and costly: The tech startup ethos of “move fast and break things” is just harder to do with deeptech.
    1. At the most basic level, it just costs a lot more and takes a lot more time to iterate on a physical product than a software one. It’s not just that physical products require physical materials and processing, but the availability of low cost technology platforms like Amazon Web Services and open source software dramatically lower the amount of time / cash needed to make something testable in tech than in deeptech.
    2. Furthermore, because deeptech innovations tend to have real-world physical impacts (to health, to safety, to a supply chain/manufacturing line, etc.), deeptech companies generally face far more regulatory and commercial scrutiny. These groups are generally less forgiving of incomplete/buggy offerings and their assessments can lengthen development cycles. Deeptech companies generally can’t take the “ask for forgiveness later” approaches that some tech companies (i.e. Uber and AirBnb) have been able to get away with (exhibit 1: Theranos).

    As a result, while there is no single playbook that works across all deeptech categories, the most successful deeptech startups tend to embody a few basic principles:

    1. Go after markets where there is a very clear, unmet need: The best deeptech entrepreneurs tend to take very few chances with market risk and only pursue challenges where a very well-defined unmet need (i.e., there are no treatments for Alzheimer’s, this industry needs a battery that can last at least 1000 cycles, etc) blocks a significant market opportunity. This reduces the risk that a (likely long and costly) development effort achieves technical/scientific success without also achieving business success. This is in contrast with tech where creating or iterating on poorly defined markets (i.e., Uber and Airbnb) is oftentimes at the heart of what makes a company successful.
    2. Focus on “one miracle” problems: Its tempting to fantasize about what could happen if you could completely re-write every aspect of an industry or problem but the best deeptech startups focus on innovating where they won’t need the rest of the world to change dramatically in order to have an impact (e.g., compatible with existing channels, business models, standard interfaces, manufacturing equipment, etc). Its challenging enough to advance the state of the art of technology — why make it even harder?
    3. Pursue technologies that can significantly over-deliver on what the market needs: Because of the risks involved with developing advanced technologies, the best deeptech entrepreneurs work in technologies where even a partial success can clear the bar for what is needed to go to market. At the minimum, this reduces the risk of failure. But, hopefully, it gives the company the chance to fundamentally transform the market it plays in by being 10x better than the alternatives. This is in contrast to many tech markets where market success often comes less from technical performance and more from identifying the right growth channels and product features to serve market needs (i.e., Facebook, Twitter, and Snapchat vs. MySpace, Orkut, and Friendster; Amazon vs. brick & mortar bookstores and electronics stores)

    All of this isn’t to say that there aren’t similarities between successful startups in both categories — strong vision, thoughtful leadership, and success-oriented cultures are just some examples of common traits in both. Nor is it to denigrate one versus the other. But, practically speaking, investing or operating successfully in both requires very different guiding principles and speaks to the heart of why its relatively rare to see individuals and organizations who can cross over to do both.

    Special thanks to Sophia Wang, Ryan Gilliam, and Kevin Lin Lee for reading an earlier draft and making this better!

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  • Laszlo Bock on Building Google’s Culture

    Much has been written about what makes Google work so well: their ridiculously profitable advertising business model, the technology behind their search engine and data centers, and the amazing pay and perks they offer.

    Source: the book

    My experiences investing in and working with startups, however, has taught me that building a great company is usually less about a specific technical or business model innovation than about building a culture of continuous improvement and innovation. To try to get some insight into how Google does things, I picked up Google SVP of People Operations Laszlo Bock’s book Work Rules!

    Bock describes a Google culture rooted in principles that came from founders Larry Page and Sergey Brin when they started the company: get the best people to work for you, make them want to stay and contribute, and remove barriers to their creativity. What’s great (to those interested in company building) is that Bock goes on to detail the practices Google has put in place to try to live up to these principles even as their headcount has expanded.

    The core of Google’s culture boils down to four basic principles and much of the book is focused on how companies should act if they want to live up to them:

    1. Presume trust: Many of Google’s cultural norms stem from a view that people are well-intentioned and trustworthy. While that may not seem so radical, this manifested at Google as a level of transparency with employees and a bias to say yes to employee suggestions that most companies are uncomfortable with. It raises interesting questions about why companies that say their talent is the most important thing treat them in ways that suggest a lack of trust.
    2. Recruit the best: Many an exec pays lip service to this, but what Google has done is institute policies that run counter to standard recruiting practices to try to actually achieve this at scale: templatized interviews / forms (to make the review process more objective and standardized), hiring decisions made by cross-org committees (to insure a consistently high bar is set), and heavy use of data to track the effectiveness of different interviewers and interview tactics. While there’s room to disagree if these are the best policies (I can imagine hating this as a hiring manager trying to staff up a team quickly), what I admired is that they set a goal (to hire the best at scale) and have actually thought through the recruiting practices they need to do so.
    3. Pay fairly [means pay unequally]: While many executives would agree with the notion that superstar employees can be 2-10x more productive, few companies actually compensate their superstars 2-10x more. While its unclear to me how effective Google is at rewarding superstars, the fact that they’ve tried to align their pay policies with their beliefs on how people perform is another great example of deviating from the norm (this time in terms of compensation) to follow through on their desire to pay fairly.
    4. Be data-driven: Another “in vogue” platitude amongst executives, but one that very few companies live up to, is around being data-driven. In reading Bock’s book, I was constantly drawing parallels between the experimentation, data collection, and analyses his People Operations team carried out and the types of experiments, data collection, and analyses you would expect a consumer internet/mobile company to do with their users. Case in point: Bock’s team experimented with different performance review approaches and even cafeteria food offerings in the same way you would expect Facebook to experiment with different news feed algorithms and notification strategies. It underscores the principle that, if you’re truly data-driven, you don’t just selectively apply it to how you conduct business, you apply it everywhere.

    Of course, not every company is Google, and not every company should have the same set of guiding principles or will come to same conclusions. Some of the processes that Google practices are impractical (i.e., experimentation is harder to set up / draw conclusions from with much smaller companies, not all professions have such wide variations in output as to drive such wide variations in pay, etc).

    What Bock’s book highlights, though, is that companies should be thoughtful about what sort of cultural principles they want to follow and what policies and actions that translates into if they truly believe them. I’d highly recommend the book!

  • What Happens After the Tech Bubble Pops

    In recent years, it’s been the opposite of controversial to say that the tech industry is in a bubble. The terrible recent stock market performance of once high-flying startups across virtually every industry (see table below) and the turmoil in the stock market stemming from low oil prices and concerns about the economies of countries like China and Brazil have raised fears that the bubble is beginning to pop.

    While history will judge when this bubble “officially” bursts, the purpose of this post is to try to make some predictions about what will happen during/after this “correction” and pull together some advice for people in / wanting to get into the tech industry. Starting with the immediate consequences, one can reasonably expect that:

    • Exit pipeline will dry up: When startup valuations are higher than what the company could reasonably get in the stock market, management teams (who need to keep their investors and employees happy) become less willing to go public. And, if public markets are less excited about startups, the price acquirers need to pay to convince a management team to sell goes down. The result is fewer exits and less cash back to investors and employees for the exits that do happen.
    • VCs become less willing to invest: VCs invest in startups on the promise that future IPOs and acquisitions will make them even more money. When the exit pipeline dries up, VCs get cold feet because the ability to get a nice exit seems to fade away. The result is that VCs become a lot more price-sensitive when it comes to investing in later stage companies (where the dried up exit pipeline hurts the most).
    • Later stage companies start cutting costs: Companies in an environment where they can’t sell themselves or easily raise money have no choice but to cut costs. Since the vast majority of later-stage startups run at a loss to increase growth, they will find themselves in the uncomfortable position of slowing down hiring and potentially laying employees off, cutting back on perks, and focusing a lot more on getting their financials in order.

    The result of all of this will be interesting for folks used to a tech industry (and a Bay Area) flush with cash and boundlessly optimistic:

    1. Job hopping should slow: “Easy money” to help companies figure out what works or to get an “acquihire” as a soft landing will be harder to get in a challenged financing and exit environment. The result is that the rapid job hopping endemic in the tech industry should slow as potential founders find it harder to raise money for their ideas and as it becomes harder for new startups to get the capital they need to pay top dollar.
    2. Strong companies are here to stay: While there is broad agreement that there are too many startups with higher valuations than reasonable, what’s also become clear is there are a number of mature tech companies that are doing exceptionally well (i.e. Facebook, Amazon, Netflix, and Google) and a number of â€śhotshots” which have demonstrated enough growth and strong enough unit economics and market position to survive a challenged environment (i.e. Uber, Airbnb). This will let them continue to hire and invest in ways that weaker peers will be unable to match.
    3. Tech “luxury money” will slow but not disappear: Anyone who lives in the Bay Area has a story of the ridiculousness of â€śtech money” (sky-high rents, gourmet toast,“its like Uber but for X”, etc). This has been fueled by cash from the startup world as well as free flowing VC money subsidizing many of these new services . However, in a world where companies need to cut costs, where exits are harder to come by, and where VCs are less willing to subsidize random on-demand services, a lot of this will diminish. That some of these services are fundamentally better than what came before (i.e. Uber) and that stronger companies will continue to pay top dollar for top talent will prevent all of this from collapsing (and lets not forget San Francisco’s irrational housing supply policies). As a result, people expecting a reversal of gentrification and the excesses of tech wealth will likely be disappointed, but its reasonable to expect a dramatic rationalization of the price and quantity of many â€śluxuries” that Bay Area inhabitants have become accustomed to soon.

    So, what to do if you’re in / trying to get in to / wanting to invest in the tech industry?

    • Understand the business before you get in: Its a shame that market sentiment drives fundraising and exits, because good financial performance is generally a pretty good indicator of the long-term prospects of a business. In an environment where its harder to exit and raise cash, its absolutely critical to make sure there is a solid business footing so the company can keep going or raise money / exit on good terms.
    • Be concerned about companies which have a lot of startup exposure: Even if a company has solid financial performance, if much of that comes from selling to startups (especially services around accounting, recruiting, or sales), then they’re dependent on VCs opening up their own wallets to make money.
    • Have a much higher bar for large, later-stage companies: The companies that will feel the most “pain” the earliest will be those with with high valuations and high costs. Raising money at unicorn valuations can make a sexy press release but it doesn’t amount to anything if you can’t exit or raise money at an even higher valuation.
    • Rationalize exposure to “luxury”: Don’t expect that “Uber but for X” service that you love to stick around (at least not at current prices)…
    • Early stage companies can still be attractive: Companies that are several years from an exit & raising large amounts of cash will be insulated in the near-term from the pain in the later stage, especially if they are committed to staying frugal and building a disruptive business. Since they are already relatively low in valuation and since investors know they are discounting off a valuation in the future (potentially after any current market softness), the downward pressures on valuation are potentially lighter as well.

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