Cake’s Post

Is this you? 👇 👇 👇 ✅ A startup founder who issues/plans to issue equity to employees ✅ A startup employee who has been issued equity In conjunction with Cake, we are looking to understand employee equity sentiment in Australia; your insights are needed! It'll only take a couple of minutes here: https://lnkd.in/g6TiTsS8 #startupaus #survey

Startup founders and employees who have issued/been issued employee equity, we want to hear from you! See the survey by Cake and Rampersand below 💡

Welcoming Orchard Benefits as they join the Volta Power Crew! For over 15 years, Orchard Benefits has been partnering with Canadian startups of all sizes, helping to design, implement and run employee benefits plans. As a founder, we know that launching your product demands your full attention, and we understand that navigating the complexities of employee benefits can be a distraction. That's where Orchard Benefits steps in, offering unparalleled HR support to handle day-to-day queries, leaving you free to drive innovation and growth. What sets Orchard Benefits apart is their tech-specific benchmarking data, ensuring your team receives optimal coverage without jeopardizing your burn rate. In the dynamic landscape of startups, it's crucial to strike the right balance, and Orchard Benefits excels in providing tailored solutions for your unique needs. Here's to a prosperous collaboration and reaching new heights with Orchard Benefits on board! Welcome to the crew! To learn more about Orchard and how they can help your startup, visit: https://lnkd.in/eeETbZbu #Volta #PowerCrew #Partnership #TrustedPartner #AtlanticCanada 

Investing in employee experience is NOT just for big companies.  In fact, if you’re a startup or scaleup, you may actually need it even more. Startups and scaleups are often founded by, run by, and made up of young people. They can be a pretty intense place to work, and the fast-paced environment often appeals to those with youthful energy (read: Gen Z). And if there’s one thing the past few years has taught us about Gen Z… It’s that they absolutely will not put up with any shit. If your employee experience isn’t meeting their needs – they won’t stick around. You can’t just “feel it out” or “hope for the best”.  You have to have solid guide rails. And that’s where Kemp&Co comes in. My DMs are open – let’s chat.

Working in a start-up is a 50-50 game. If that sounds familiar, read on. And if you don't recognise the number, I'd suggest you still read on. Anna Wood from Startups Magazine shines the light on a stark reality 🙏 Thanks to research through my Project Brains community - Alvira Fisher, Marion Jewell, Matt Humphries 🚀 Led by my colleague Balram Pal 🙌 Inspired by conversations with David Zerny and Alexandra Jansons of Newable. The reality for over half of new hires in a start-up or a small/ mid-sized company is: 1️⃣6️⃣% end up leaving or being let go within the first year ... or ... 3️⃣5️⃣% need close support for 2-3 months, sometimes longer, to be productive This is not because the companies are bad, or their existing teams are not welcoming, or the new staff is not keen. It is because they are mis-hired! Thankfully, the insights from the Project Brains community don't just diagnose the malady, they also point to a solution. 🚀 Read more to learn how we can stop wasting precious financial and human resource 👉👉👉 #futureofwork #hiring #mishiring

I think a lot of HR-related startups fail because they have a genuine interest in making the lives of employees better, but that’s not necessarily what the executives they’re selling to care about. Sounds pretty messed up, and it is. I was thinking about this at the recent HR conference Transform, where I often visit the small startup room year after year, and can’t help but notice there’s a new crop every year after the previous year’s wide-eyed group has washed out. Most B2B success stories, whether HR-related or something else, are geared toward helping a company save money. But a lot of ideas for new businesses start from the premise of solving a problem the founders had as employees. What are examples of companies that have been successful and actually helped employees in a real way?

Last Friday, we launched Meridian, a community aiming to connect the most talented people working in startups. Here’s how it went, and how we plan to grow it from here 👇 7 highly talented Chiefs of Staff showed up and the energy was vibrant. We thought we would make the community stronger by bringing more Chiefs of Staff in. But we were wrong. It turned out that what people liked most was to connect with like-minded individuals. People who are smart, driven and curious. Yes, the role of Chief of Staff is inherently isolating, which stresses the need for such a community. Yes, Chiefs of Staff are very talented; otherwise, C-levels wouldn’t bother spending time with them or entrust them with leading strategic projects. But there’s much more we can achieve beyond assembling Chiefs of Staff. Roles such as BizOps, Engineers, Product Management, Growth Hackers, Operations also attract exceptional talent. And these individuals have played essential roles in scaling some of France’s most impressive startups. We believe in the power of connecting exceptional individuals together. And those people want to meet each other. Not through a large and impersonal community. Not through a Slack channel. People need trust. They want to bond with individuals who share similar ambitions and a desire to connect on a personal level. That’s what Meridian’s all about. Now what? We need you to help us identify them. Do you know talented people working in startups? Tag them in the comments section. ✍ Are you one of them? Get in touch with us. 📩 To create Meridian together. 🌍 www.meridian-community.com Amelie Juge

Understanding both - 1. The ‘physics’ of you’re signing up for; and 2. your personal motivations behind your commitment (what are you looking to gain form an opportunity) Can’t be overstated. #careergrowth #startups #employee #equity #upside #riskeeward #venturecapital

While everyone is bragging about hiring for big tech companies, I want to focus on enriching teams of startups and small businesses that have a lot to offer including financial factors as well as an empowering culture, innovative approaches, and growth opportunities. Lately, I've reflected that I strive to abolish that myth of the importance of pushing so hard to get into big corporations. And empower an idea of considering smaller ventures. 💪🏻Small teams need strong players who will get a chance to make a significant impact or achieve noticeable progress, unlike in corporations where employees might not always make a tangible change or reach their full potential. My recent collaboration with companies like Data Crafters and their supportive, kind team reinforced my commitment to boosting awesome startups and contributing to their growth! 🎉 PS You can meet their team in person at the Community Summit in San Antonio, TX. #startup #hr #humanresources #recruiting #smallbusiness

If you’re joining a startup as employee 4-10 primarily for the equity…don’t. The risk/reward ratio for early employee equity is pretty skewed. Founders - yes, they take more risk but with ownership of 20, 30, 40% the potential upside is high. Advisors? They get 0.25%-0.5% and often contribute ideas and zoom calls. Some spend significant time and effort, many don’t. Execs hired later on in the company lifecycle will receive equity grants many times larger than employee number 5. So - why join a tiny startup as an early employee? Three reasons: - You absolutely love this problem. If you didn’t join this company, you’d still be solving this issue. - You believe 100% in these founders. Working with them will be worth it regardless of the outcome. - You want more responsibility and agency than any big company can give you. Many amazing reasons to join a startup - at the earliest stages, equity should only be a minor one. More comp data here: https://lnkd.in/gEjfU6wx #cartadata #compensation #earlyemployee #startups #equity