Ironspring Ventures’ Post

Another observation from our recent hiring process - Startups need to stop being so transactional with their early employees. . . . . "It's so interesting to see how people's recent work trauma comes out in their applications and the questions they ask." - Our lead reviewer shared this the first day applications started coming in. It's true - from questions in the initial response to how people showed up to final interviews - the theme of feeling dehumanized and reduced to only what short-term value they can add to the company was a clear throughline. It's demoralizing - and that demoralization has seeped into how younger generations view work. (which is kind of a problem...) But this approach is explicitly endorsed as conventional wisdom in Founder circles and codified in books like The Alliance by LinkedIn founder Reid Hoffman). The thesis of that book is essentially that companies and employees engage in short-term alliances where work is exchanged for compensation and a strengthened resume. This may have worked great for people in the Bay Area circa 2012 where talent was expected to bounce between companies. But the larger landscape is different now and not so geographically centralized. Our first core value at Canopy is to take a human-centered approach to everything that we do. This is both innovative in a fully-remote SaaS environment and kind of a throwback to a pre-Milton Friedman era when corporate leaders felt obligations to employees as well as shareholders. I happen to believe that if your employees don't love your company then your users probably won't love your product. I don't expect many founders (and definitely not VCs) to do much with these observations. But other startups should know that there is another way. The people pushing you to act this way toward new hires are only interested in your work to the extent that it lines the pockets of their LPs. And they're not even so interested in your particular company - just the overall returns of their portfolio. It's ok to be honest and commit to people. In fact, it probably gives your company better odds at success and stability. ___ Thoughts?

🚤 Working in startups demands constant innovation (you know, the Lean Startup way - build, measure, learn). However, some initiatives require immediate execution and more resources, such as additional developers. Adding more developers doesn't always enhance efficiency, but it can be highly effective for parallel tasks. That's why proper planning is crucial. In case you do have work that can be shared easily, hiring consultants and contractors is a great option . In my experience with Katana Cloud Inventory and Pipedrive, contractors brought fresh perspectives(both code and process-wise), fast execution, and identified areas for improvement. They help both in the short and long term. As speed is essential in startups, a strong core team is vital, but sometimes a quick sprint exceeds available resources. Contractors can help you move faster and provide insights into improving practices(if planned wisely). ⭐ That said, I believe there are some key points to consider when hiring contractors: - Skill Requirements: Identify the specific skills and perspectives needed. - Cultural Fit: Ensure contractors align with your company’s values. - Knowledge Sharing: Contractors should mentor and share knowledge with your team. - Autonomy and Trust: Give contractors the autonomy to leverage their expertise fully. - Work/Life Balance: Maintain team harmony through effective planning and communication. So in the end, strategically hiring contractors can boost your startup’s capacity to move faster, meeting immediate needs and fostering long-term growth. But it's not a long term solution!

When considering potential fractional executives, the debate often centers around a crucial question: Which is more important, strategy execution, or is it something else? https://lnkd.in/gz7rFB6G #strategy #strategicplanning #businessplanning #strategicthinking #strategyexecution #business #smallbusiness #startups #success #businessgrowth #entrepreneur #brand #fractionalexecutive #businessleaders Joel Mandelbaum Roy De Medeiros David Don Darryl Dioso Nelson Hudes Maala Gadhia, CPA, CA Brian Gencher Sanjay Makkar

Bad Hiring is Killing Your Startup! 🚫 At Noxlumyn, we believe the right hire can transform your business. Here are 7 critical tests to ensure you bring the best talent on board: Communication: Strong verbal and written communication skills are essential. Speed: Quick thinkers and fast movers are crucial for startup success. Adaptability: Hire those who can handle new challenges and learn quickly. Problem-Solving: Seek individuals who can foresee problems and devise solutions. Thirst for Learning: Continuous learners are invaluable as your needs evolve. Analytical Savvy: Understanding KPIs and making informed decisions is key. Resourcefulness: Employees who can find answers independently will save you time. Remember, even if someone seems perfect on paper, trust your gut feeling before making an offer. Build your dream team with us and save up to 80% on payroll costs! 🌟 Transform your hiring process with Noxlumyn. 🌟 #Hiring #StartupSuccess #Noxlumyn #BuildYourDreamTeam

There's a prevailing myth among early-stage founders that securing investment is unlikely without an in-house engineering team. However, drawing from our experience building seed-stage projects with a total evaluation of over $100 million, the composition of the engineering team has never been a stumbling block for funding. The reason is straightforward: investors are more interested in your team's core expertise than in who is doing the programming. Nobody cares who writes the code. What truly matters is your strategy for entering the market, your deep understanding of the product and its users, and your sales acumen. It's a fact that less than 1% of startups are engaged in creating technically complex products requiring extensive R&D. The vast majority need a dependable, high-performing team that can efficiently execute their vision. Thats means hiring of engineering team is not only about hiring, it is abount investing in increasing the chance of sucess. Investors are keenly aware of this. They acknowledge that a poor initial tech hire can doom a startup. Consequently, there's no better strategy than teaming up with a company that has previously succeeded in what you're attempting to achieve. Such a team statistically enhances your startup's odds of success, which is the ultimate criterion for making hiring decisions. Admittedly, this is a simplification, but when contemplating contractors hiring, the pivotal question should be, "Does partnering with this team increase my chances of assembling a successful operation?" If affirmative, you've found your match.

6 ways for startup scalability: ✅Move to the next round of funding Invest in technology ✅Deploy a new marketing strategy ✅Launch an associated product and service ✅Reflect on Current Processes ✅Consider Hiring experienced management ✅Make the startup run without you

Successful Founders Led Companies = 1.     Skin in the game, 2.     In love with creating a company, 3.     Takes years of commitment. Do you think it is enough ? Nope ! Need in addition : 1.     Strategic focus, 2.     Go to conferences, 3.     Hiring. Do you think it is enough ? STILL NOT That could not be farther from reality. SO WHAT THEN ? Successful startups have founders who are extremely involved. THAT IS : 1. Align strategic vision with product development, 2. Navigate market challenges AND rapid customer feedback loops, 3. AND CAPITAL EFFICIENCY = optimize operations AND financial management. In addition to the obvious, You guessed it : a market ! That is : An underserved big enough problem with a willigness to pay NOW from customers seeking an urgent pain-releiver solution.

"Startup Hiring Symphony: How to hire right for your startup? Crafting Your Crew for Success, not Micro-Managing Madness!" In the early stages of a startup, the emphasis is on cultivating a team of owners rather than employees. This means avoiding the need for micromanagement. Define problem statements and let individuals own their domains—sales professionals focusing on sales, product experts dedicated to product development. As the startup scales, clarity becomes most important. Articulate a clear Statement of Work (SOW) and establish Key Performance Indicators (KPIs). For instance, in the sales , segregate responsibilities such as lead generation, pre-sales, and marketing. Crafting a precise SOW ensures that each team member contributes effectively to the overarching goals of the startup. #StartupHiring #StrategicStaffing Join the startup carnival—where hiring is a party, not a puzzle!

Here's my startup hiring philosophy: Hire people that would be great founders, but are too risk-averse to start their own thing. The key is giving them free rein to own their area of the business. Try to control them, and they leave. Freedom leads to great culture.

Successful companies are groups of people who compliment each other by doing that they each love and bring contiguous energy about! Imagine this, you hate cold calling and you been putting it off, instead of hiring someone, you been just sitting on it. Result, Venture fails! When to hire people to your org? Simple rule is, hire people to do work that you have been procrastinating about. In the beginning, it may look like spending too much, but successful companies are groups of people who compliment each other by doing that they each love.