Want to start a retail computer shop, need advice for a to z.

I'm from India, after college I used to work in industries, but since covid happened lost job and tried alot to get back job but they are not hiring since very less production. So want to start Retail Computer Shop. I have computer knowledge but no business knowledge.

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Startups – Rapid Growth and Innovation is in Our Very Nature!

China’s digital yuan is already here. Do we need a digital euro?

Recently the European Central Bank announced the possibility of launching a digital euro. The news comes hot on the heels of China’s announcement of a digital yuan, which is already being rolled out via a trial in the city of Shenzhen with 50,000 residents taking part, parallel to Facebook’s grand plans for its own digital…

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EU-Startups

Founders don’t need to be full-time to start raising venture capital

“More than 50% of our founders still are in their current jobs,” said John Vrionis, co-founder of seed-stage fund Unusual Ventures.

The fund, which closed a $ 400 million investment vehicle in November 2019, has noticed that more and more startup employees are thinking about entrepreneurship as the pandemic has shown how much room there is for new innovation. To gain a competitive advantage, Unusual is investing small checks into founders before they’re full-time.

Unusual, which cuts an average of eight checks per year into seed-stage companies, isn’t doling out millions to every employee who decides to leave Stripe. The firm is conservative with its spending and takes a more focused approach, often embedding a member from the firm into a portfolio company. It’s not meant to scale to dozens of portfolio companies a year, but instead requires a methodical approach.

One with a healthy pipeline of companies to choose from.

In an Extra Crunch Live chat, Vrionis and Sarah Leary, co-founder of Nextdoor and the firm’s newest partner, said lightweight investing matters in the early days of a company.

“There were a lot of teams that needed capital to start the journey, but frankly, it would have been over burdensome if they took on $ 2 or $ 3 million,” Leary said. “[New founders] want to be in a place where they have enough money to get going but not too much money that they get locked into a ladder in terms of expectations that they’re not ready to take advantage of.” The checks that Unusual cuts in pre-seed often range between $ 100,000 to half a million dollars.

Leary chalks up the boom to the disruption in consumer behavior, which opens up the opportunity for new companies to win.

Startups – TechCrunch

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.

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Startups – Rapid Growth and Innovation is in Our Very Nature!

5 Things Startups Need to Know About Cybersecurity

Entrepreneurs can prevent malicious actors from undermining their vision by developing a security-first mentality. Cybersecurity is important for all businesses, large and small. Entrepreneurs who understand cyber threats can avoid compromises that disrupt business and erode trust with both clients and consumers.

Today, it’s nearly impossible to compete on a significant scale without technology. However, that doesn’t mean you have to accept that losses due to cybercrime are a part of doing business. By understanding cyber threats, you can make it more difficult for hackers to compromise your data in the first place.


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The following are five things that all startup entrepreneurs should know about cybersecurity:

Cybersecurity matters for all businesses

Logic dictates that hackers go after big-ticket targets. However, research released by the Ponemon Institute reveals that nearly 60 percent of small-to-medium-size businesses experience network breaches.

You may believe that your enterprise is too small to worry about cybersecurity. However, startup companies are especially vulnerable to malicious attacks in their first year and a half of operation.

If you use technology to store and manage sensitive information, you are a potential target for malicious activity. Hackers aren’t discerning. They use automated scripts to find any networks that contain vulnerabilities. So if you don’t protect your network, you’re asking for trouble.

Many startups don’t have a budget for a dedicated IT department. Nevertheless, they must make security a top priority from the start. Entrepreneurs should perform basic cybersecurity measures or, if possible, hire a consultant.


Related: Communicating During a Crisis: Your Startup and Cybersecurity

Trustworthy employees aren’t enough to protect your network

When it comes to cybersecurity, people are the weakest link. All it takes is a lapse in judgment to grant a hacker access to your network. Hackers sometimes use phishing attacks to trick trustworthy employees into revealing sensitive information that allows them to access company networks. Employees can also inadvertently compromise your data by connecting their already compromised personal devices to the company network.

By training employees about how to identify and avoid these threats, you can make it harder for scammers to gain access to your company’s proprietary information.

Always remain vigilant about data breaches

There are several ways that hackers can compromise your network. However, data breaches are a top concern.

With data breaches, cyber criminals target company networks to steal sensitive customer information to resell on the black market. The criminals who buy this information then use it to create false identities in bulk. If your startup stores sensitive customer information, your database is a prime target for hackers.

It’s essential to control your data

From the very start, you must know who has access to your company’s data. When you launch your business, it’s sometimes necessary to share sensitive credentials with third-party vendors. When those relationships change or end, it’s easy to forget to revoke those privileges. However, this is a mistake. You have no idea how or if that third-party vendor will protect your information. Software vendors build network infrastructure with tools that allow you to control who can access your information.

Also, you should compel all personnel to use strong passwords and change their passwords regularly. You should also revoke network access as soon as third-party vendors or freelancers complete their work or when employees leave the company.


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The cost of cybersecurity software outweighs the risks

Most startups don’t have budgets comparable to large, established corporations. Most, however, can afford basic protections such as a firewall, antivirus utility and encryption resources. While there are cybersecurity resources that are available free of charge, it’s not a good idea to use free security software to protect your business.

Many cybersecurity companies offer software subscription services. The subscriptions enable startups to pay a nominal monthly subscription fee, rather than purchasing the full program. Even with a subscription service in place, you must evaluate your offerings and determine what will work best for your business.

Many developers of cybersecurity software subscription services can offer you packages with enhanced features as your company grows. More importantly, these programs will protect your vision, and your investment in cybersecurity may help you avoid a serious incident that could hurt your brand irreparably.

For startups, cybersecurity is an expense that doesn’t directly contribute to the goals of your organization. Nevertheless, it’s necessary in today’s digital environment. 

The post 5 Things Startups Need to Know About Cybersecurity appeared first on StartupNation.

StartupNation

Need Advice: Recently Started a Web Development Business

A few months ago, my friends and I started a web development company. We all know what we're doing and our prices are lower than most in our space. I just really need some advice on how to get clients. What strategies have you all used to get a flow of business/clients?

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Startups – Rapid Growth and Innovation is in Our Very Nature!

The need for true equity in equity compensation

I began my career at Oracle in the mid-1980s and have since been around the proverbial block, particularly in Silicon Valley working for and with companies ranging from the Fortune 50 to global consulting companies to leading a number of startups, including the SaaS company I presently lead. Throughout my career, I’ve carved out a niche not only working with technology companies, but focused on designing and implementing global compensation programs.

In short, if there’s two things I know like the back of my hand, it’s tech and how people are paid.

The compensation evolution I’ve witnessed over these past 35+ years has been dramatic. Among other things, there has been a fundamentally seismic shift in how women are perceived and paid, principally for the better. Some of it, in truth, has been window dressing. It’s good PR to say you’re a company with a strong culture focused on diversity, as it helps attract top talent. But the rubber meets the road once hires get past the recruiter. When companies don’t do what they say, we see mass exoduses and even lawsuits, as has recently been the case at Pinterest and Carta.

So with the likes of Intel, Salesforce and Apple publicly committed to gender pay equity, there’s nothing left to see here, right? Actually, we’re not even close. Yes, the glass ceiling is cracking. But significant, largely unaddressed gaps remain relative to the broader scope of long-tail compensation for women, especially at startups, where essential measures of economic reward such as stock options in companies are often not even part of the conversation around pay parity.

As a baseline, while progress is evident, gender pay is an unfinished product to say the least. Recently the U.S. Bureau of Labor Statistics found white women earn 83.3% as much as their white male counterparts, while African-American women earn 93.7% compared to men of their same race. Asian women made 77.1% and Hispanic women earned 85.1% as much respectively.

According to Payscale, the ratio of the median earnings of women to men has decreased by just $ 0.07 since 2015, and in 2020, women make $ 0.81 for every dollar a man makes. Long term, in calculating presumptive raises given over a 40-year career, women could lose as much as $ 900,000 over the duration of a career.

But that’s just the tip of the iceberg. Even if we solely left the gender pay gap to just a cash salary disparity, there is something further to see here. However, to quote a famous pitchman, “But wait, there’s more!” And the more — at least in my mind — is far more troubling.

As innovative startups from Silicon Valley to New York’s Silicon Alley and beyond continue to reshape the business landscape, guess how most of them are able to lure bright, entrepreneurial minds? It’s certainly not salary, as when a company has nothing beyond a great idea and maybe a lead to a VC on Sand Hill Road, there’s no fat paycheck or benefits package to offer. Instead, they dangle the proverbial carrot of stock/equity compensation.

“Look, we know you can get $ 180,000 a year from Apple but we’ll give you $ 48,000 a year plus 1,000 shares presently valuated at $ 62 per share. Our board — which is packed with studs from the Bay Area — is expecting that to soar within two years! Wait ‘til we go public!”

This is the pitch, at least if you’re a promising male. But women, historically, have tended to get left out of this lucrative reward package for varying reasons.

How has this happened? Beyond just a furtherance of business culture, while there have been legislative steps taken to address inequities in public company compensation and stock dispersal, there are no regulations as to how private companies distribute or manage the appreciation of stock. And, as we all know, the appreciation can be potentially massive.

It makes sense. Many companies and even naïve job-seekers consider equity as the “third pillar” of compensation beyond titles/compensation (which come hand-in-hand) and benefits. Shares of startups are just not top-of-mind — often ignored or misunderstood — by many who look at gender pay inequities, although that could not be more misguided.

A recent study published in the “Journal of Applied Psychology” found a gender gap for equity-based awards ranging from 15%-30% — even beyond accounting for typical reasons women historically earn less than men, including differences in occupation and length of service at a company. Keep in mind many of these companies will go on to massive valuations, and for some, lucrative IPOs or acquisitions.

It’s a problem I recognized long ago, and it is largely why I agreed to lead our Bay Area startup on behalf of our New York-based parent company AST. I found a commitment to a genuinely equitable culture instilled by a shared moral compass, a belief that companies who care about gender equity perform better and provide better returns, and a conviction that diversity brings unique perspectives, drives talent retention, builds a stronger culture and aids client satisfaction.

In speaking with industry colleagues, I know it’s something CEOs, both men and women, are dedicated to addressing. I believe creating a broader picture of compensation is essential for startups, global conglomerates and every company in between. If you are in a position of leadership and recognize this is a challenge in need of addressing at your company, here are some steps I recommend you implement:

  1. Look at the data: Do the analysis. See if this is truly an issue at your company, and if it is, commit to creating a level playing field. There are plenty of experienced consultants who can help you work through remediation strategies.
  2. Remove subjectivity: Hire an independent arbiter to analyze your data, as it removes the politics and emotion, as well as bias from the work product.
  3. Create compensation bands: Much like the government’s GS system, create a salary grade system that contains bands of compensation for specific roles. Prior to hiring a person, decide which band the job responsibilities should be assigned.
  4. Empower a champion: Identify and empower an internal champion to truly own parity — someone whose performance is judged based upon creating equity company-wide. Instead of assigning it to your human resources chief, create a chief diversity officer role to own it. After all, this is bigger than just pay or medical benefits. This is the culture and thus foundation of your company.
  5. Get your board on board: Educate your board as to why this matters. If your board doesn’t value this, it ultimately won’t matter. Companies have audit committee chairs or nominations chairs. Identify a “culture chair.”

One of the first reports we created is a Pay Comparison Report so there are tools anyone in management can easily use to review stock grants made to all employees and ensure equity between people of different ethnicities or gender. It’s not that hard if you care to look.

When I was graduating from college and Ronald Reagan was in office, we were talking about the potential for women to break the glass ceiling. Now, many years later, somehow we’ve managed to develop lights you can turn on and off by clapping and most of us are walking around with the power of a supercomputer in our hands. Is it really asking too much that we require gender pay equity, including all three compensation pillars (cash, benefits and stock), to be a priority?

 

Startups – TechCrunch

[Neura in CTech] Neura offers governments the behavioral data they need to live with Covid-19

The Israeli company realized that human behavior is the key to understanding the spread of coronavirus and encouraging a change is needed to cope with the pandemic.

Read more here.

The post [Neura in CTech] Neura offers governments the behavioral data they need to live with Covid-19 appeared first on OurCrowd Blog.

OurCrowd Blog

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.

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Startups – Rapid Growth and Innovation is in Our Very Nature!

IBM to split into two as it focuses on hybrid cloud and AI: Here’s everything you need to know

IBM

The 109-year-old tech giant IBM has announced an intriguing spinoff this week to accelerate its cloud and artificial intelligence (AI) growth strategy.

The time is right

The company will accelerate its hybrid cloud growth strategy to drive digital transformations for its clients as well as it will separate the managed infrastructure services unit of its global technology services division into a new public company referred to as “NewCo”. The new company will be named at a subsequent date. 

“Today, hybrid cloud and AI are swiftly becoming the locus of commerce, transactions, and over time, of computing itself. This shift is driven by the changing needs of our clients, who find that choosing an open hybrid cloud approach is 2.5 times more valuable than relying on public cloud alone,” Arvind Krishna, IBM Chief Executive Officer says in a blogpost

The separation is expected to be achieved as a tax-free spin-off to IBM shareholders and completed by the end of 2021.

“IBM is laser-focused on the $ 1T (approx €.84T) hybrid-cloud opportunity. Client buying needs for application and infrastructure services are diverging, while adoption of our hybrid cloud platform is accelerating. Now is the right time to create two market-leading companies focused on what they do best. IBM will focus on its open hybrid cloud platform and AI capabilities,” Krishna says. 

He further adds that NewCo will have greater agility to design, run, and modernise the infrastructure of the world’s most important organisations. Both companies will be on an improved growth trajectory with greater ability to partner and capture new opportunities – creating value for its clients and shareholders.

To focus on Hybrid Cloud and AI

Back in 2018, IBM had acquired cloud company RedHat for $ 34B (approx €28.8B). This acquisition is IBM’s largest ever and the third-biggest in the history of US technology – also plays a key role to drive its growing cloud business.

Ginni Rometty, executive chair of the company – who was IBM’s CEO back then, says, “We have positioned IBM for the new era of hybrid cloud. Our multi-year transformation created the foundation for the open hybrid cloud platform, which we then accelerated with the acquisition of RedHat. At the same time, our managed infrastructure services business has established itself as the industry leader.”

IBM’s open hybrid cloud platform architecture, based on RedHat OpenShift, works with the entire range of clients’ existing IT infrastructures, regardless of vendor. This platform allows clients to “write-once/run-anywhere,” and enables a hybrid cloud approach that drives up to 2.5 times more value for clients than a public cloud-only solution.

NewCo

According to IBM, “NewCo” has relationships with more than 4,600 clients in 115 countries. Besides, it also has more than 75% of the Fortune 100 companies, a backlog of $ 60B (approx €50.7B), and more than twice the scale of its nearest competitor.

The new company will be entirely focused on managing and modernising client-owned infrastructures. It will leverage its expertise to offer hosting and network services, services management, infrastructure modernisation, and migrating and managing multi-cloud environments. 

“NewCo will also have greater freedom to forge partnerships and alliances in the managed infrastructure services space. This will open new avenues for growth,” says Krishna in a blogpost. 

Transaction details

According to IBM, the proposed separation is expected to be effected through a pro-rata spin-off to IBM shareowners that will be tax-free for U.S. federal income tax purposes. The transaction is subject to customary closing conditions, including Form 10 registration with the U.S. Securities and Exchange Commission, receipt of a tax opinion from counsel, and final approval by IBM’s Board of Directors. The separation is currently expected to be completed by the end of 2021.

“Following separation, the companies together are initially expected to pay a combined quarterly dividend that is no less than IBM’s pre-spin dividend per share. Following the completion of the separation, each company’s dividend policy will be determined by its respective Board of Directors,” says the company. 

As two independent companies, IBM and NewCo will capitalise on their respective strengths. IBM will accelerate clients’ digital transformation journeys, and NewCo will accelerate clients’ infrastructure modernisation efforts. “This focus will result in greater value, increased innovation, and faster execution for our clients,” says Rometty.

Along with this announcement, the company also shared the preliminary financial results for the third quarter ended on September 30, 2020. IBM expects to report revenue of $ 17.6B (approx €14.4B), GAAP diluted earnings per share from continuing operations of $ 1.89 (approx €1.60) and operating (non-GAAP) earnings per share of $ 2.58 (approx €2.19).

Image credits: alexfan32/ Shutterstock

Startups – Silicon Canals