Five Employee Selection Methods You Should Implement Today
Even in the wake of the coronavirus outbreak, many European startups are still pushing forward with recruiting. Top talent is almost always valuable, especially for fast-growing, early-stage ventures that are trying to get off of the ground.
The challenge lies in cost-effectively attracting high-quality candidates. It can be hard to find the perfect fit for your organization if you don’t know where to look.
Here, we highlight five recruiting methods you should start using today to keep your talent pipeline active without breaking your budget.
1. Set Clear Goals Around What Gaps You Need to Fill
The first step in hiring top talent is to clarify what your startup needs:
It may not be evident to your entire team what gaps you need to fill. Or, you may not be aligned on what the most important next step is for your business.
Go through the exercise of creating a candidate “avatar” that represents your dream hire:
Answering these questions can help everyone get on the same page, especially when you are still refining your recruiting process.
Then, add metrics to help you measure your progress against these goals. Set benchmarks around cost per hire and time to hire so that you have targets to help guide your efforts.
2. Clarify Who You Want to be When You “Grow Up”
To get people interested in who you are, you need to create a compelling brand that convinces outsiders you are worth their time. Attracting top talent is a competition in many ways. More likely than not, the person you want to hire is in conversations with multiple companies.
If you don’t already, articulate a powerful mission statement and vision for your startup. Think carefully about what reputation you want to build in the world. Doing so will help you define your brand voice, as well as drive much of your promotional efforts.
Additionally, know that every early-stage hire impacts your culture in a significant way. Make sure you are intentional about establishing a culture so that you can bring in new teammates who fit the mold well or help you steer it in the right direction.
3. Find What Works and Double Down
Always keep track of what works and what doesn’t when it comes to recruiting. You want to invest more in the aspects of your talent pipeline that yield top talent while pulling back on areas that don’t.
Gather as much information as possible from interviewees, regardless of whether or not they accept an offer:
It’s hard to know what outsiders think of you unless you ask them for feedback. In many cases, you will be surprised by what you learn when you allow someone else to speak honestly.
4. Be Flexible and Open to Contracted or Part-time Talent
In today’s day and age, it’s becoming increasingly common for companies to work with freelancers or part-time employees before committing to a full-time hire. When your team is small, it can be scary to add a new, permanent face who will be working closely with you day in and day out.
It may be in your startup’s best interest to go the contractor or part-time route to gain clarity on exactly what you need. Think of this approach as a way to trial potential full-time roles or skill sets in a low-risk manner. You can learn if you truly need a new full-time teammate or just an expert to give you 20 hours per month on tightly scoped projects.
If you find someone you love working with and is enthusiastic about your mission, ask them if they would be interested in a full-time position. You already have a strong working relationship, and the contractor is already familiar with how you operate. Overall, this is an excellent strategy for validating potential hires without burning your recruiting budget.
5. Keep Tabs on Many Different Networks
You don’t always have to go through traditional channels to find new hires. Many times, the right person could be an ex-coworker of someone on your existing staff or a former classmate from business school.
If the position you are trying to fill requires significant knowledge about your unique product or service, consider an internal promotion first. Is there anyone on your team who could be successful if given the opportunity to step up to a new challenge?
By promoting someone internally, you can swap out a hard-to-fill recruiting need with an easier one. Your internal talent moves upward, thereby opening up a lower position.
You can also create an employee referral program and incentivize your staff to help you fill openings. Give monetary rewards or bonuses to those who help you qualify and hire exceptional candidates.
Finally, create opportunities to meet people in your community through recruiting events or other company-sponsored engagements that bring people together. You may be one or two degrees of separation away from your next A-level hire!
Why Work With Funded.club
After implementing these strategies, you may still need some help. You’ve exhausted your professional network, built a powerful brand, set clear goals, and tried working with contractors. However, you’re still having trouble finding that perfect fit.
Funded.club partners closely with founders to provide fixed-fee, outsourced recruiting services. We find top-quality candidates according to your needs, review applications, and coordinate interviews so that your team can get back to growing the business.
Want to learn more about how we work?
Contact us today.
Good Communication Can Enhance Your Brand During Quarantine
Maintaining an effective online presence is critical during a crisis. Rather than retreat, startup founders should see circumstances like the current COVID-19 pandemic as an opportunity to expand social influence.
Thoughtful communication at a time like this can increase social capital, generate new business, and attract top talent. In our experience, we’ve seen many companies actually enhance their brands and grow stronger through challenging times.
Consider the following strategies to help bolster your brand image while the world is craving for examples of heroism, purpose, and positivity.
1. Tell Honest Stories
One of the best ways to connect with people right now is to share powerful stories that aim to provide value to others. Without diminishing the consequences of the coronavirus, share original blog articles, newsletters, and more that highlight how your team and business are responding in light of the situation.
Recognize that many people are anxious and concerned about their own lives. Convert inwardly focused marketing to content that is geared towards helping others. Put your campaign about the new business you just won on hold and think about what might be meaningful to someone outside of your early-stage venture.
2. Engage With Well-known Industry Experts
During times like this, people are hungry for advice, guidance, and insight. Dig deep and figure out what you can share that others might find helpful. As a founding team member, you undoubtedly have a myriad of experiences that could be beneficial to someone else.
On top of that, try and get influencers within your space to engage with your content. Even if they disagree with you, the engagement is an opportunity to showcase that you deserve to be in the conversation.
The more you exchange thoughts and ideas in the public sphere, the more people who follow your industry will come to recognize your brand.
3. Invite Others to Participate
Another way to increase your brand’s visibility is to allow others to participate in your content creation strategy. Invite guests to submit blogs, videos, articles, and other content that push the conversation forward around how to deal with the challenges of COVID-19.
The chances are that you are not the only startup that is struggling with certain issues or problems. Bring the idea exchange that happens on social media to your platform and become a go-to resource within your market segment.
4. Share Best Practices and Guidance
Although it may not be directly tied to your core business, share helpful information from health experts and leading institutions around how employers can keep their people safe during this time. Acknowledge best practices for stopping the spread of the virus and point others to loan programs that they might find valuable.
We’re all going through this unprecedented time together. Show that you have more than your own interest at heart by deprioritizing market share and pushing positive messages out there that help everyone in your community.
5. Stay Active
While many leaders choose to pull back on branding efforts during uncertain times, there is value in staying active. Work closely with your marketing leader to design capital-light campaigns that reinforce your brand without breaking your budget.
It may not be an appropriate time to move forward with the large-scale rebranding endeavor you planned for 2020, but that doesn’t mean you should pause all investments in your startup’s image.
Continue to engage consistently on the platforms where your target customers visit often. Radio silence on your end might make it seem like something is wrong when, in fact, you are simply working hard to figure out how you will survive the next few months.
Set aside time to let your audience know you are still here. Make sure others know you are a leader, not a victim.
Find the Silver Lining
Undoubtedly, we are in the midst of an incredibly challenging and uncertain season. Early-stage ventures, especially, are struggling to survive.
We at Funded.club understand that you have a lot on your plate right now. However, we know that there is often an opportunity in crises to invest in your brand voice. Create the capacity to share positive stories with your network. Engage and invite others to fight hard alongside you.
Remember, we will get through this. The future will be tough, but those who communicate effectively will be rewarded after we get out of this storm.
Interested in learning about how Funded.club helps startups recruit top talent, even during tough times?
Contact us today.
Netherlands-based Funded.club helping UK startups recruit through COVID-19 crisis
A company out of the Netherlands is disrupting the startup recruiting world in a big way
Founded in early 2019, Funded.club provides recruiting services for startups and scale-ups on a fixed-fee basis. Rather than charge based on a percentage of annual salary, Funded.club receives only a “success fee” of £2900 irrespective of the salary offered or how long it takes to fill a position.
The company’s model is designed to help fast-growing, early-stage businesses that don’t have the time or resources to invest in an in-house recruiting operation. Whereas traditional staffing firms place an additional cost burden on startups with limited capital, Funded.club offers a viable alternative for sourcing high-quality candidates.
Given the current circumstances, Funded.club’s work is more important than ever.
UK Startups Struggling to Survive COVID-19
In light of the global coronavirus pandemic, startups all around the world are struggling to stay afloat. Many governments are stepping in to help founders with short-term financial aid packages. Germany recently committed €2 billion, and France pledged €4 billion to help startups get through the crisis.
However, the UK government hasn’t moved as quickly. Leaders are evidently exploring ways to support the startup sector with co-investments and state-owned funds. However, it’s likely that any intervention will be much smaller than what other western European governments contributed.
UK startups that were on positive growth trajectories are now wondering if they can survive, while the government figures out what to do next. Funded.club recognizes the pressure these businesses are facing and is ready to partner closely with founding teams to help them grow with efficient fundraising and recruiting.
Founded for Entrepreneurs, by an Entrepreneur
Much of how Funded.club operates is attributable to its founder, Ray Gibson, who is himself an entrepreneur. After 20 years in recruiting and another 5 in startups, Gibson recognized that there was a disconnect between how most recruiting agencies function and what young businesses need to be successful.
He developed a model that provides founders with dedicated, outsourced recruiting services to bring in top talent from all over the world. Gibson emphasizes efficiency through Funded.club’s approach, reducing time-to-hire and cost-per-hire dramatically for the company’s startup clients. The distributed team of recruiters also brings market knowledge to each client to map talent and accurately assess salaries.
Gibson comments, “One of the first reactions I get when talking to founders is that it all sounds too good to be true - that is until they see the first candidates within 7 days of engaging us. Working exclusively on each assignment and developing a close relationship with founding teams has allowed us to maintain a 100% success rate and to keep fees low. We’re passionate about quality and delivering exceptional service whether that’s for a CTO hire for a small team or for customer support in a scale-up operation.”
In under a year, Funded.club has already helped businesses in many countries cut cost-per-hire by 70-80% and time-to-hire to a couple of weeks rather than months. The company has completed successful hiring campaigns on behalf of startups in the UK, the US, Argentina, Ecuador, Czech Republic, Germany, Nepal, the Philippines.
On top of its recruiting services, Gibson’s firm also offers growth consulting through investor-readiness coaching programs and introductions to key investors.
A Comprehensive Recruiting Playbook
Through its outsourced recruiting and growth consulting services, Funded.club gives founding teams the expert help they need without worrying their investors or breaking the bottom line. Thanks to Gibson’s leadership, Funded.club understands the ins and outs of scaling high-growth businesses successfully, which is a challenging balancing act.
At a time when 90% of new companies fail, Funded.club is disrupting the status quo and giving a new class of startups a better chance to succeed.
Know any UK founders who are struggling to recruit in the current crisis?
Refer them to Funded.club today.
Header image adapted from original image https://pixabay.com/nl/users/mattthewafflecat-4607220/
How to Create the Ideal Culture for Your Startup
Culture is a hot topic in the startup world.
In some young businesses, culture develops naturally based on the personalities and working styles of the founding team. In others, culture is an intentional decision.
It can be the reason why startups thrive or why they fail. Culture can also be the difference between attracting top talent and average talent.
Startups benefit from being able to create their cultures from the ground up. In established companies, it can be hard to cultivate a new way of existence after years of operating and behaving in a certain way.
As a fast-growing business, it’s important to decide who you want to be when you grow up early on. You need to create the space for your founding team to discuss what it wants the culture to be and how it will come to life. Otherwise, you’ll find yourself years down the road working in a company that doesn’t look anything like the one you envisioned.
Below are five keys to creating the ideal culture for your unique startup.
1. Choose What to Reward (and What to Punish)
So much of a company’s culture is determined by what you celebrate. If you celebrate effort, you’re more likely to build a company of hard-working employees. If you recognize achievements, you may foster a group of results-at-all-costs individuals.
If you let gossip run freely, you send the signal, intentionally or unintentionally, that it is okay to talk about peers behind their backs. If you discourage pushback or debate, your employees could become “yes” people who agree to everything superiors put forth, even if they don’t support decisions on a personal level.
Think intentionally about what kinds of behaviors you want to encourage on your team. Reward the good and punish (or address) the bad. If you do this consistently, your employees will internalize the culture and orient themselves accordingly.
2. Align Culture and Vision
Your company’s culture should align with the overall branding and purpose of your business. You want to present a united front to the external world that matches what employees experience internally.
When culture and vision don’t agree, it can confuse both customers and teammates. For example, you don’t want to build a serious and stiff workplace if you sell children’s toys. It won’t work. Employees will feel the tension, and many will leave as a result.
Make sure who you are as a startup is consistent starting Day 1. When culture and vision align, powerful brands are born. Southwest Airlines does a fantastic job of this.
3. Create a Culture Scorecard
When building a company culture, it can be helpful to create a scorecard or tool for measuring how well you are doing based on your goals.
Although it may seem silly, put into writing what characteristics you want to define your culture. If you want to establish a culture of openness and honesty, put those “metrics” in a table and grade your startup continually. Evaluate anything below a B for correction.
Revisit your culture scorecard often and distribute it widely. Make sure everyone understands precisely what you are aiming for so that they can support the cause. If you keep your goals or metrics a secret, you can’t expect change to happen. Team members need to know what they should be aiming at if you want them to hit the targets.
4. Evolve Over Time
Startups do change over time. They mature as they discover more about themselves, customers, and market dynamics. As a result, company culture may need to evolve in step.
It’s okay if your business needs to go in a new direction. Be sure to communicate openly about what it will mean for everyone going forward. You may lose some talent as you tweak your culture, but if it’s the right move for the business, it needs to happen.
Your leadership team could also realize one day that one particular aspect of the startup’s culture has produced unintended consequences. For example, rewarding effort may inadvertently entice people to spin their wheels on projects when it would be better for them to seek assistance. An employee may see you celebrate hard work and shy away from asking for help for fear of looking lazy.
This is why it’s so important to keep tabs on your process and check in on your culture regularly. You can catch issues early and address them before they create other challenges.
5. Hire Through a Cultural Lens
There are some things you can teach when it comes to culture. But, not all talented hires will be natural fits for your business.
Sometimes, it might make sense to turn down an extremely experienced person whose personality or values don’t align with your company’s cultural vision. It’s easier to make these decisions if you hire good cultural fits consistently. Discerning a “good” fit from a “great” fit isn’t as hard when your office is filled with other “great” fits.
As a fast-growing scale-up, you likely can’t invest the time and resources necessary to get this right every time. It’s often better to bring in outside help, like Funded.club, to help take care of this critical piece for you.
Our recruiters take the time to learn the nuances of your company’s culture so that they can speak your language and represent your brand well. As entrepreneurs, we understand how important it is to make the best possible hiring decisions every step of the way.
To learn more about Funded.club’s recruiting approach, contact us today.
5 Dangers of Growing Your Startup Too Fast
On a recent earnings call, Uber CEO Dara Khosrowshahi proclaimed that “the era of growth at all costs is over.”
Throughout the 2010s, we saw many unicorn startups grow and expand at alarming rates. Companies like Bird and Desktop Metal reached $1 billion valuations in under two years from the time of founding.
For many investors, growth has taken priority over profitability. However, when it comes to startups, hyper-growth can be as threatening as stagnation.
It’s exciting when you’re ready to deploy or scale your product to an enthusiastic target market. But, doing so poorly can set your business back tremendously. For some companies, expanding too quickly becomes their ultimate doom. They buckle under the weight of their success.
It’s important to channel your ambition appropriately so that you have the best possible chance of succeeding over the long term.
Here are five challenges that can surface from growing too quickly:
1. Poor Customer Service
Your customers are the lifeblood of your startup. Building a good reputation right off the bat can help you maintain healthy revenue streams and enable you to invest back in your operations.
Early on, you take care of each customer like she is the most important person in the world. Eventually, this level of customer service is impossible to uphold. Your customers become tasks in a queue that you have to address to keep the cash flowing. The positive relationship-building that used to characterize your brand evaporates in a matter of months.
2. Inefficient Operations
Needing to bring in new talent is a good sign for any young scale-up. It’s an indication that you’re doing something right. However, if you aren’t prepared for your organization to grow more complex, efficient operations can morph into productivity drags.
All of a sudden, the way you used to run meetings or communicate in the office no longer works. Information takes longer to travel from person A to person B. The flexibility you enjoyed early on won’t work for making sure that everyone has the resources and insights they need to do their jobs effectively.
3. B-level Talent Acquisition
When sales are skyrocketing, your small team will bear the weight of a much bigger business. People will work at burnout levels, sacrificing quality for quantity.
When ramping up, it’s easy to lower your recruiting standards. You need more bodies in the office to help with the massive amount of work on your startup’s plate. The intensive screening process you once had flies out the window to accelerate the hiring process. Before you know it, your A-level leaders are now managing B-level players.
It might make sense to outsource recruiting until you are ready to build a high-powered internal hiring function.
4. Inaccurate Reporting
When you’re an agile team of 5-10, every person typically has a sense of what's happening in the business, especially before products or services launch. Team members have visibility into other lanes and can easily gather information they need. The startup overall is much more straightforward and easy to manage.
During phases of fast growth, it’s easy to fall behind on reporting. If the market demands more than you projected, sales can escalate to the point where your finance team loses sight of key, simple metrics, such as revenues, expenses, and operating cash flow.
When this happens, bad months could trigger the end of your business or the need for an emergency cash injection. With incorrect information, you might make a poor investment decision or overlook a broken process that you could mitigate otherwise.
5. Waning Long-term Vision
In phases of hyper-growth, you are all hands on deck. Everyone is cranking through lists of never-ending tasks. All heads are down seven days a week.
When there’s so much to do, this is little opportunity to breathe. The vision-casting and long-term planning you did each month are easy to replace with the fire drills that pop up more often. When it’s most important to track your progress against your goals, you stop doing it entirely to keep the business running.
Walking the Tightrope
There’s no magic formula for how to balance growth with the integrity of your startup. Every company is different. You have to learn how to walk the tightrope based on your unique team and industry.
Obviously, you need to grow. You want to succeed, and your investors want their returns. But, you need to be conscious of how growth affects your organization. Expanding too rapidly can hurt your operations in many ways and add unnecessary complexity on top of everything else you have to do.
And, as entrepreneurs, we know that’s a lot.
How to get your startup funded
Two years ago, startups raised more VC funding than ever before. Early-stage companies pulled in a whopping $130 billion through almost 9,000 deals.
However, many would be surprised to learn that less than 1% of startups receive any funding from VCs at all. In some cases, founders don’t want to give up control. For others, the market may not be attractive enough to generate sufficient returns.
Before deciding to pursue VC funding, your team must be on the same page. Going after investor capital is a major endeavor.
Once you have clarity, it’s time to hunker down and prove you’re worth the financial gamble. Below are four key ways you can set your business up for fundraising success.
1. Build Relationships -- Lots of Them
Startup financing isn’t typically a one-and-done deal. Founders may raise funding on and off for years while their businesses get off the ground.
Therefore, it’s crucial to build relationships with many investors in numerous settings. Ask respected peers for recommendations on who you should meet. See if VCs are open to you providing updates on your startup’s success.
Perhaps more importantly, don’t burn any bridges. Always treat others in the startup community with respect, as you never know who will help...or hurt your funding efforts in the future.
Even if you write an investor off in your pre-qualification assessment, don’t speak badly about him, as he simply may not be the right person for your particular niche.
2. Get Your Story Straight
One of the most significant factors in a VCs decision around whether or not to invest is the strength of the founding team.
VCs want to know that their money is in good hands. Business models, products, and services change. Startups often have to pivot or tweak their initial ideas to align with market demand. It’s the founding team that gets the company through these transition periods.
Highlight why your background is especially relevant to your new endeavor. Prove that you are the absolute best person or group of people to carry out the vision with real-life examples of the ways you have succeeded in the past.
3. Provide Sound Financial Projections -- But Don’t Get Too Caught Up In Numbers
Obviously, VCs invest in early-stage companies to make money. They want to know what their potential returns are if they are going to place a bet on an unproven idea.
The challenging reality is that it is hard for startups to estimate their financial success. There are so many unknowns. There is also the added pressure of needing to prove you are worth the risk, which can cause you to be overly optimistic.
Yes, you need to prove that there is a substantial growth opportunity and market share available to win. However, don’t get too attached to data points or metrics that describe nascent markets.
Instead, find ways to emphasize the traction you already have. Use data that indicates what you are already doing solves a real problem for real people right now.
4. Practice and Refine Your Pitch Continually
Finally, you have to practice and refine your investor pitch continually. It takes time for you to master how you tell your story, display your passion, and convince hyper-intelligent individuals why your business will be one of the 10% of startups that is ultimately successful.
Practice by yourself, in front of peers, and in higher-stakes settings over and over. The more experience you have, the more confident you will be walking into a meeting with THE person who you want to impress.
As soon as you leave a pitch meeting, positive or negative, go back and evaluate how you performed. The moments immediately following a presentation are when you have a clear perspective on what worked and what didn’t.
Additionally, don’t get discouraged if you aren’t awarded VC money. You must continue to push forward and look for ways to improve. Get feedback from those who turned you down and address their concerns. The way you incorporate past pitch experiences will accelerate (or decelerate) your progress on the startup capital front.
There is no magic bullet out there for VC funding. But, by having a great idea, strong team, conviction, and a broad network, you will increase your chances of hitting a home run.
How Your Recruiting Strategy Should Evolve With Your Startup
As you move through the well-defined phases of startup evolution, your recruiting tactics should evolve in parallel. At all times, you must optimize your talent search and processes for where you are currently, not where you’ve been or where you’re going. Otherwise, you risk spending too much precious capital early or scaling too fast with B-level hires.
Many times, young businesses jump the gun and build robust HR capabilities before they need them. Founders will also outsource recruiting before fully exploring their professional networks for the ideal candidates.
In this article, we discuss how your recruiting efforts should mature with your startup over time.
Forming the Business: Starting With Who You Know
When startups are first beginning, the most important priority is building a founding team of individuals who all share the same dream. Every person should buy-in entirely to the overarching mission and vision of the business.
Although the exact product, service, or target market might change, it’s crucial to have people who are passionate about growing a company and persevering through unforeseen challenges. The founding team is the cornerstone of the startup, the bedrock upon which all else is built.
After establishing the founding team (or “minimum viable team”), it’s time to assess what you need to create an initial prototype or to find your first customers. You should only seek out new talent this early if your founding team is missing crucial skills or knowledge to test the originating business idea.
If you absolutely can’t move forward without filling a gap, recruiting should start with a “who you know” exercise. The founding team should sit down and create lists of moonshot hires - the best possible candidates for the roles that need filling, given the unique business model, market, and employment opportunity.
During this phase, you are looking for complementary skill sets and personalities, in addition to people who quickly grab on to the founding dream. You want to tap only those who you would be inspired to work with over the long term. Any new hires should be incredibly impressive and talented. They should be the best out there for what you are trying to accomplish.
At a time when 90% of startups fail, you can’t afford a wrong step this early in your startup’s life cycle. One bad hire could chart an unintended trajectory for your young business.
You know what you need better than anyone else. You know the personalities of those on the founding team, and you know what it will take to be successful. Start with your network. Go out and find the few people on your own who can help you build your minimum viable product.
Validating the Business: Recruiting A-level Players
It’s time to test your product or service in the real world with real people.
During the validation phase, you must be prepared to iterate quickly and adapt according to customer feedback. At the same time, you’ll likely develop Key Performance Indicators (KPIs) so that you can measure success. On the back end of the validation phase, your startup may begin to attract some interest from angel investors or incubators.
However, capital is still light, and the pressure to only hire top performers remains. The next employees must fit your company culture, as well as understand the vision of the founding team. They should possess a passion for startups and your business, in particular.
What many fail to realize here is the ripple effect that the next wave of hires will create in your startup. As John Collison of Stripe puts it, hiring decisions compound over time. If the founding five members bring in five B-level players, and those people hire five B-level players each, your organization is now 85% B-level players, which is not good.
Those seeking to scale in the validation phase need cost-effective, yet meticulous recruiting help. With a partner like funded.club, you can continue to focus on growing your business while our team takes care of finding high-quality candidates on your behalf. Overall, our services reduce cost-per-hire by 70-80% and take days rather than weeks.
Scaling the Business: Automating Talent Pipelines
After successfully forming and validating your startup’s existence, it’s time to scale. The market is ripe for your product, and you must act fast to capitalize on the opportunity.
It may still make sense to outsource your recruiting to a partner, like funded.club, who has grown to understand your business and unique hiring needs. The advantage of working with outsourced recruiters early (but not too early) is that they can kick it into high gear as soon as you’re ready.
You may also be in a position to build your own recruiting operation. Seed capital and outside investment can help significantly in creating the capacity for your team to take this step carefully.
We strongly recommend that you proceed with caution here. An inefficient and bulky in-house recruiting process will hurt more than help. Bring in someone who specializes in scaling fast-growing businesses and chasing down top talent in the marketplace.
But, don’t rush this step. Hold out for the right HR lead before jumping fully into managing your own recruiting. The right recruiting partner can grow with you without holding you back until the time is right.
For those ready to bring on an outsourced recruiting solution, contact our team today. We’d love to talk.
Current State of the Global Startup Ecosystem
The global startup ecosystem has evolved significantly.
All over the world, agile teams are tackling real-world challenges and operational inefficiencies in new ways. VC funding is flowing more freely than ever in parts of the world that have historically struggled to raise capital.
Silicon Valley is no longer the only birthplace for revolutionary products and services. And founding teams are more diverse than ever.
With the start of a new decade, we wanted to survey the current state of the global startup community to get a sense of where we are and where we’re going.
Global Startup Trends and Economic Value
Today, there are more than 470 million entrepreneurs worldwide.
Every year, people start 100 million new companies. Most in existence today are located in the US or China. However, Latin America had the highest rate of startup employment worldwide in 2017. In Guatemala, nearly 30% of the population works in nascent businesses.
According to Valuer, the top five best cities for startups in order are Berlin, Tel Aviv, Helsinki, Stockholm, and Bengaluru. Several cities in Asia and South America also received nods as some of the healthiest ecosystems for new startups.
Between 2017-2019, startup companies were responsible for $2.8 trillion in economic value. The most valuable startup in the world is China’s ByteDance, which is currently valued at $75 billion.
Today, there are over 390 privately held companies (“unicorns”) valued at over $1 billion. Half of these businesses operate in the US, and one-fourth are in China. The UK and India are each responsible for 5% of the current unicorn pool.
Although the US still leads the way on many startup-related metrics, the rest of the world is catching up quickly. There are now numerous cities across multiple continents that cater well to young businesses.
Technology-focused Startups Leading the Way
Modern startups are addressing challenges across a wide range of sectors.
However, a few industries are getting more attention than others, especially those related to technology services and products. The internet, big data, and AI have all enabled nimble teams to innovate and disrupt larger sectors.
Globally, fintech companies account for 12% of the current unicorn portfolio. The E-commerce, D2C, SaaS, and AI categories trail slightly behind at 11% each.
Y Combinator’s recent cohorts indicate that there is significant interest in the US for SaaS, healthcare, consumer goods, fintech, and consumer media businesses. In China, fintech, blockchain, and ridesharing companies are all finding success. Many startups in India are focusing on education, lodging, insurance, and logistics.
In the 2020s, we’re likely to continue seeing a disproportionate amount of startup activity related to innovative tech services and products.
Capital Funding Still Rising
Startup funding continues to trend upwards.
Both the number of annual deals and deal sizes have increased rapidly, with much of the focus shifting away from the US. In the mid-1990s, 95% of venture capital went to US-based companies. That figure has since dropped to 50%.
Last year, Indian tech scale-ups raised $14.5 billion, a record-breaking amount of funding for the country. Between 2015-2017, VCs invested $24 billion in Beijing-based startups and $5 billion in London-based companies on average each year.
Overall, the number of global venture deals is up 73%, and capital investments are up 231% since 2005. Crunchbase predicted that VC funding would come in at $76 billion across 9,100 deals for Q3 2019 alone.
Access to capital is no longer consolidated to a few hubs. Founders are winning investments all over the world, which means innovation is more spread out than ever before.
What Does This Mean for Startups in the 2020s?
For those who manage early-stage, high-growth businesses, it’s important to recognize the increasingly competitive nature of the startup world. Despite there being more investment and activity, 90% of startups are still unsuccessful. Seven out of ten fail between years two and five of operation.
Competition for talent and funding is high. Therefore, it’s critical to clearly articulate why your vision and business model is unique. Otherwise, you will struggle to attract A-list candidates and keep them interested in what you are doing.
At Funded.club, we help startups and scale-ups hire the right people so that they can rise above the competition without getting bogged down by inefficient recruiting efforts. We understand the challenges of running a growing, young business - you are flying the plane as you build it.
We know you don’t have time to sift through resumes or have the luxury to settle for less-than-perfect hires. Outsource your recruiting efforts until you are ready to build an in-house team.
That way, you know you’re getting the best of the best, and you can focus your time and energy on scaling your game-changing business correctly.
If, like us, you believe in rainbows, unicorns, 10x developers and hungry sales hackers, come and join our club! Start a chat or book a call to receive free hiring tips from startup veterans with >20 years experience in HR and recruiting.
- Recruit the Best, Think Long Term
Startups face unique challenges when it comes to recruiting. Finding the right talent is time-consuming and burdensome, especially for smaller teams with limited marketing budgets and lower salary payouts. It can take startups weeks or months to open new positions, interview candidates, and finalize hires.
And because early-stage companies are relatively unknown, they may not have a reputation in the open market. They have to work harder to capture the attention of potential job seekers.
Once applications come in, leaders can’t afford to waste hours sifting through low-quality resumes when they have so much else on their plates. Given these realities, teams should be focused on growing their business, not on recruiting, which is a specialized skill on its own.
In the startup world, there is also little room for recruiting errors. Companies can’t bring in mediocre teammates if they intend to disrupt or transform the status quo. Additionally, potential hires not only need relevant skills, but they also have to fit culturally with the rest of the group.
With today’s professionals jumping quickly between opportunities, it’s difficult to retain talent long enough to get young businesses off the ground.
In short, recruiting and retaining good people at startups is hard. Hiring talent is never risk-free, but it weighs more heavily on early-stage companies.
We did some research to see what the best of the best had to say about recruiting for startups and scale-ups. Over and over, we heard the same advice spoken in different ways. Even as the startup ecosystem has changed, two broader tenets still ring true:
We extracted these themes from the following video interviews and compiled a consolidated version for you to share with your group:
Hire the Best
Without fail, startups must hire the best talent for their specific needs and vision. Not everyone is cut out for the pace and ambiguity of young companies. Those who are looking to scale operations for innovative services and products need employees who can charge forth with little guidance.
Startups need people who aren’t just looking for a paycheck. They need personnel who are passionate about building great companies. Once businesses grow beyond a certain size, founders can’t be involved in every decision. They have to delegate to others, which is much easier when everyone on the roster is an all-star.
Don’t settle. Although it may take longer to find the right people, the effort is worth it. So much of a company’s success depends on the talent involved. Give yourself the best chance to be one of the 10% of startups that survive by hiring well.
Think Long Term
Startups live in the tension of addressing the urgent versus planning for the future. It’s easy to focus time and energy on putting out daily fires. However, you can’t neglect the long-term trajectory of your business.
Hiring decisions, especially for the first 10-50 employees, compound over time. The people you bring in execute your strategy and help you fight through the unique challenges of building a company from scratch.
Your hires also go on to recruit others and have a major impact on how you scale over time. If you recruit a B-level player, that person will likely recruit 3-5 other B-level players throughout his or her tenure. Before long, your company is filled with average talent that performs...average. And average isn’t good enough.
Work with Funded.club
For fast-growing startups, hiring the best and recruiting for the long term are extremely hard to do effectively alongside all other critical needs. After 20 years in recruiting and 5 years in startups, Ray Gibson set up Funded.club to provide startups and scale-ups with a cost-efficient way to grow their teams with the right people. As entrepreneurs, we know what it’s like to be in your shoes.
Our expert recruiters work closely with you to develop an ideal candidate profile. We run all of the marketing and advertising for your open positions. Through our selection process, we’ll identify 3-5 exceptional individuals for your team to interview and manage every step after that, too. Overall, we set you up for success without burdening your team or burning your capital.
Hiring Advice From Legendary Founders
If, like us, you believe in rainbows, unicorns, 10x developers and hungry sales hackers, come and join our club!
Start a chat or book a call to receive free hiring tips from startup veterans with >20 years experience in HR and recruiting.
Ray Gibson is founder and CEO of Funded.club. He brings 20 years of experience in recruiting across Europe, North America and Asia and 5 years running his own startups.