Alexandra Badea’s Post

#humanresources diaries: Why so many #layoffs? Don't blame #artificialintelligence? How do startups in #siliconvalley, like Rippling Miro Tome scale their #startups so quickly and cost effective for #ebitda data? Follow Ling Qing Meng founder of Lucia Protocol created a hiring flowchart protocol to reduce Human Resources labor by 90% and scale their startup to a #SeriesAFunding...

Founder-mode all the way. 🚀 From our last startup, we've seen first-hand two different organizations when it was either: 1. Led by founders who were still in the CXO 2. Led by hired C-suite managers who were in the CXO It was very clear to the folks internally, which organization was going to outlast the competition and innovate with first-principles thinking rather than being focused on internal politics and member ranks. 😔 "Usually when everyone around you disagrees with you, your default assumption should be that you're mistaken. But this is one of the rare exceptions. VCs who haven't been founders themselves don't know how founders should run companies, and C-level execs, as a class, include some of the most skilful liars in the world." Brilliant PG essay shared amongst some of the top founders now in Silicon Valley. Read the full copy here: https://lnkd.in/gcDK_KQP

Diversity isn't just a buzzword; it's an essential ingredient for success. 💫 A recent insightful blog from #Tacitbase highlights why hiring clones of ourselves limits our startup's potential and how embracing diversity can unlock creativity and innovation. Key takeaways: ✨ The dangers of the echo chamber effect. ✨ Strategies for promoting diversity in hiring. ✨ The multifaceted benefits of a diverse team. Check out this must-read blog for all tech startup founders and team builders: Why Hiring Yourself is a No-Go in Tech Startups? https://lnkd.in/dkDnmUeC Tacitbase | AI-Powered Recruitment Software #diversityintech #startupculture #innovation #leadership #techstartups

When investors are slow on #3, push hard as hell on #2 and leverage #1 to build momentum so you can get back to #3.

Do your research, talk to potential users and make a problem thesis. Find an amicable solution (don't fixate on the solution or product, it changes as per the problems and your company's mission) and plan your MVP. Sell the vision and onboard people to build your product. launch, get users to get feedback, refine/reiterate and then raise. I would say Thesis, Co-founders, Customers, Capital. You can raise capital if you have the network and a strong thesis but it usually needs operator xp.

Emerging startups often reach a critical juncture where passion must be matched with expertise to scale effectively. Fractional executives are the key to this transition, bringing decades of industry experience to tailor strategic roadmaps for growth. They navigate startups beyond initial success to sustainable business models, empowering founders to learn and adapt without the commitment of a full-time hire. #ExpertiseToScale #StrategicGrowth #StartupSuccess

Are you tired of competing with big players offering hefty salaries? Good news! You can build a winning team of #SoftEngineers without a huge budget. In this article👉🏾👉🏾👉🏾 https://lnkd.in/d8uUb8jx are listed 5 smart strategies for early-stage startups to attract top talent without breaking the bank. #StartupTips #Wajusoft

Here are top 3 jobs of Business owner (not startup founder, a new age, western gimmick term) going from zero to one 1. Become a simple, honest, humble person, who as a business owner attract attention for helping chosen customers(b2c) /business owners (b2b) 2. Converting attention (fan base) into customers, team members, partners (referrers, resellers), investors etc. 3. Keep on learning daily to build great business model, team, functions, strategies and systems Key take away! 1. "You always attract everything by becoming but never get, ask, chase." 2. "Change is constant and it brings growth/results. Change is successful when it is done inside out, not outside in. Start the change within yourself and start from where you are...."

The craziest stat nobody is talking about: New hire equity offers are down 36%(!!) from November 2022. Why? 1) Startups haven't refreshed their employee stock option pool, and 2) candidates don't have leverage (eg competing offers) to negotiate for more. It gets worse if a company hasn't reset its valuation since the ZIRP days. Not only are equity offers 36% lower, the valuation of the company is not marked to the current market reality. So you're fewer shares at a share price that doesn't make sense. Many people made life-changing money on startup equity from 2010-2022. It's much harder to find that alpha in today's world. Thanks for the incredible insights, Peter Walker.

What do you think about commission-only roles? Should they exist in this day and age? Specifically for low-tech startups, what is the best strategy for ensuring sales team members remain, are adequately reimbursed, and develop their skillsets further?