[OurCrowd in Forbes] Regardless Of Covid-19, Startups Continue To Hire

Jerusalem-based venture investing platform OurCrowd today released the first installment of the quarterly OurCrowd Jobs Index showing that the number of open positions listed by OurCrowd’s portfolio companies rose from 350 in June 2020 to 912 in December 2020. The startups surveyed by OurCrowd predict that job growth would continue through 2021 and they expect to maintain a mix of in-person and remote working.

Read more here.

The post [OurCrowd in Forbes] Regardless Of Covid-19, Startups Continue To Hire appeared first on OurCrowd Blog.

OurCrowd Blog

Long-distance leaders: How the move to remote work is helping Canadian tech scale-ups hire executive talent – The Logic

Long-distance leaders: How the move to remote work is helping Canadian tech scale-ups hire executive talent  The Logic
“nigeria startups when:7d” – Google News

Voice AI startup Vernacular.ai to hire 100 people this year, strengthens leadership team – ETTelecom.com

Voice AI startup Vernacular.ai to hire 100 people this year, strengthens leadership team  ETTelecom.com
“nigeria startups when:7d” – Google News

How do you hire?

I'm curious how startups hire new employees at different phases in their journey. My hypotheses are:

  • Seed stage: Founders hire people they know.
  • Series A: Mainly hiring referrals from early employees.
  • Series B: Hiring managers post jobs.
  • Series C: In-house recruiter or staffing agency.

Does that match your startup? Where are my assumptions wrong?

The reason I ask is that I'm working on a side project that auto-matches Python developers to remote jobs that fit their skill sets, salary expectations, and preferences for employer attributes.

Job-seeking Python devs seem to love the idea and signed up in droves. But corporate recruiters were rather negative on the concept and stated "it seems to do my job for me."

So, I'm wondering if this concept would be more useful for startups who are trying to scale their engineering teams quickly, but don't yet have an in-house recruiter and don't want to pay headhunter fees.

submitted by /u/J0rgeJ0nes
[link] [comments]
Startups – Rapid Growth and Innovation is in Our Very Nature!

How to hire the best talent for your startup on a tight budget

What is one of the most important aspects of any startup? Some may say it is the business model, others may point out in the direction of cash flow management and revenue generation. In any case, it’s undisputable that the actual startup team, and the hiring of new employees, is one of the key aspects…

This content is for members only. Visit the site and log in/register to read.

The post How to hire the best talent for your startup on a tight budget first appeared on EU-Startups.

EU-Startups

When to hire your first dev

TL;DR

The trade-offs of internal vs. external resources can be complex, and the financial aspects can be very nuanced. External software development resources are generally excellent for validating an MVP with low commitment but are outpaced by internal dev employees for investing in your long term product.

My background

In my 10 years of experience in the software sector, I’ve worked as an engineer, manager, and executive. I’ve worked for small startups (<10 person), mid-sized companies (100s of employees), and large corporations (fortune 100). I've worked with all kinds of local teams, remote teams, domestic and foreign contractors, consultants, and vendors. I joined my current company as the engineering leader and first technical employee. Prior to my arrival, the company had built and maintained their software product entirely through external resources, including various contractors, software development firms, and vendors. I have since built a small internal team with a light but strategic reliance on external resources.

I'm glad to have spent the time over my career to learn the trade-offs of internal vs. external resources, but I hope to help you avoid the pitfalls of first-hand experience, especially if you're a non-tech business owner who can't go through the technical experiences I did.

Financial considerations of internal vs. external development resources

In my experience, I have found that employees are a big, long-term, high return investment. Externally-contracted resources are a smaller, short-term, low-to-medium return investment. External resources are generally 2x-4x as expensive per hour as full-time employees of comparable skill, but carry much lower commitment. They allow you to pause your development for a period of time, which can afford breathing room at critical times and allow you to reduce your spend dramatically. If you were to pause payroll for your employees, they would leave, and you probably wouldn't get them back. It should be noted however that many external development firms (i.e., not one-man dev contractors) require you to purchase regular support agreements with hourly minimums or face exorbitant fees for out-of-contract support. That’s not as big of a financial hit as retaining developer employees, but it does mean that a pause will not lead to a total reduction in spend.

Internal vs. external for an MVP

If your software product is small or nonexistent (e.g., still developing your prototype/MVP or still finding market fit) or you are not yet confident in it, external contractors or firms are a much better fit than employees. They are very good at small, short-term projects (<6 months), have a canned development process, and can get your product to a customer-facing state. After that, you have no obligation to continue development with them. That's a great way to do the minimum work required to validate an idea to see if it's worth long-term investment.
Think of external resources as putting development on rails that limit the risk/reward to an acceptable medium range. There's an additional hidden benefit to using external resources at this stage, too: the higher per-hour cost for external dev hours will help you resist the urge to overextend your scope, helping you keep your MVP as minimal as possible. However, if you are still using substantial amounts of purely external resources for over a year, you should reexamine your position. Are they spending time fixing costly bugs in what they built earlier in the year? That's concerning. Are they building more and more features? That's better, but not sustainable in the long run either.

Internal vs. external after market traction

Once you have traction and you are ready to make the deep investments in your product necessary to scale, you should strongly consider hiring internal employees. The lower cost per hour is helpful, but there is a much more valuable benefit: your business is their business and your customers are their customers. They are deeply incentivized to build into the success, longevity, and sustainability of your product. External resources, on the other hand, aren't as directly aligned with your goals. Your fires are not their fires. They have their own business to run, and it likely looks very different from yours. Their job is to fulfill what their customers ask for as explicitly as possible, and if that results in your product going sideways, they only stand to lose you as a customer. Your employees, however, know that a product going sideways means they are going to be out of employment and scrambling to find a new job. That mindset is much more closely aligned to your own and results in better products.

Final thoughts
This is probably enough for one post, but let me know if you found it valuable and if you have any questions or comments about what you're going through with your external vs. internal decisions. Also let me know if you'd like to hear more about related topics, like how to vet external resources, how to make your first technical hire, and when to rewrite your prototype!

submitted by /u/bridgebeam
[link] [comments]
Startups – Rapid Growth and Innovation is in Our Very Nature!

How to hire experts for a founding team?

I am looking to build my founding team with industry experts. My company is in retail, so the expertise I need is in e-commerce, supply chain management etc.

How do I reach out to people that I want to potentially work with on LinkedIn etc.? And obviously, I won't be able to match their current salary so would I compensate for it with equity? For example, if I want to ask VP of supply chain operations at IKEA (hypothetically) to join my team.

submitted by /u/maneeshaw
[link] [comments]
Startups – Rapid Growth and Innovation is in Our Very Nature!

Manic Mondays: Support To Get You Through The Week: Share What You Need Help With, Job Postings, For Hire Offers, or Resources

Welcome to this week’s Support Thread. Please refer to the below suggested formats to get the most out of this thread.

Need Support?

Please use the following format to seek support:

SUPPORT REQUEST

What I am working on: What I need support with: Why I need support with this: My questions to the community: Requested Resources: Relevant URL: [if applicable] Additional Comments: Please add any additional comments that may provide more context around what you need support with so others can provide the most relevant support or guidance to you.

Job Provider?

Please use the following format to post a job listing:

HIRING Company Name and URL: Job Title/Role: Employment Type: [Intern] [Contract] [Part Time] [Full Time] [Remote] Job Description/Responsibilities: Necessary Skills and Experience: Requested, but not necessary Skills and Experience: Job Compensation: Willing to Relocate New Hire: [yes] [no] Job Listing URL: Additional Comments:

Please add any additional comments that may provide more context around the job listing to make it easier for the right people to apply.

Job Seeker?

Please use the following format to post an offer to work :

FOR HIRE Title/Role: Desired Location: Willing to Relocate: [yes] [no] Remote Availability: [yes] [no] Relevant Skills and Experience: Requested Salary/Hourly Rate: Resume/Portfolio URL: Additional Comments:

Please add any additional comments that may provide more context around the job listing to make it easier for the right people to apply.

Resource Provider?

Please use the following format to post an offer to work :

RESOURCE Organization Name and URL: Location Served: Resource Name: Resource Description: Resource URL: Resource Cost:

Do not forget to explore the /r/startups discord. We have many relevant channels to seek support, post job listings, share for hire offers, and share resources. You can also find more support using instant chat on the /r/startups discord.

submitted by /u/AutoModerator
[link] [comments]
Startups – Rapid Growth and Innovation is in Our Very Nature!

“Hire problem solvers and give them autonomy”: Interview with serial entrepreneur Dan Murray-Serter

Dan Murray-Serter is a serial entrepreneur. He is currently co-founder and CEO at Heights, a smart supplement to boost brain health. He also hosts one of UK’s top business podcasts, Secret Leaders, which features interviews with influential founders. Previously, he was co-founder of Grabble, an award-winning, viral social commerce app. We caught up with Dan…

This content is for members only. Visit the site and log in/register to read.

The post “Hire problem solvers and give them autonomy”: Interview with serial entrepreneur Dan Murray-Serter first appeared on EU-Startups.

EU-Startups

Manic Mondays: Support To Get You Through The Week: Share What You Need Help With, Job Postings, For Hire Offers, or Resources

Welcome to this week’s Support Thread. Please refer to the below suggested formats to get the most out of this thread.

Need Support?

Please use the following format to seek support:

SUPPORT REQUEST

What I am working on: What I need support with: Why I need support with this: My questions to the community: Requested Resources: Relevant URL: [if applicable] Additional Comments: Please add any additional comments that may provide more context around what you need support with so others can provide the most relevant support or guidance to you.

Job Provider?

Please use the following format to post a job listing:

HIRING Company Name and URL: Job Title/Role: Employment Type: [Intern] [Contract] [Part Time] [Full Time] [Remote] Job Description/Responsibilities: Necessary Skills and Experience: Requested, but not necessary Skills and Experience: Job Compensation: Willing to Relocate New Hire: [yes] [no] Job Listing URL: Additional Comments:

Please add any additional comments that may provide more context around the job listing to make it easier for the right people to apply.

Job Seeker?

Please use the following format to post an offer to work :

FOR HIRE Title/Role: Desired Location: Willing to Relocate: [yes] [no] Remote Availability: [yes] [no] Relevant Skills and Experience: Requested Salary/Hourly Rate: Resume/Portfolio URL: Additional Comments:

Please add any additional comments that may provide more context around the job listing to make it easier for the right people to apply.

Resource Provider?

Please use the following format to post an offer to work :

RESOURCE Organization Name and URL: Location Served: Resource Name: Resource Description: Resource URL: Resource Cost:

Do not forget to explore the /r/startups discord. We have many relevant channels to seek support, post job listings, share for hire offers, and share resources. You can also find more support using instant chat on the /r/startups discord.

submitted by /u/AutoModerator
[link] [comments]
Startups – Rapid Growth and Innovation is in Our Very Nature!