How do you build your engineering/dev team from the ground up? There are a few different ways to do it, but unfortunately, none bring a guarantee of success. Let’s make a few assumptions: You are a founder, you have your idea, and you have your money. It is just you. You need to bring in […]
This is a story from the Traction community.
Ask a founder of a growing startup what they need most, and you’ll often get an answer along the lines of, “We need great people, and we need them fast.”
This is for the early-stage companies—the entrepreneurs with great ideas and tireless work ethics who feel like they’ve emailed half of the country’s news outlets with nothing but the rare “thanks, but not interested” reply to show for it.
I love learning about business, but in particular, I love learning about how today’s most successful companies got started. What things did they do to gain initial traction?
Editor’s note: We’ve seen a lot of demand for content marketing talent in our portfolio, including the need for freelancers and consultants. The key is to run a tight process and ask the right questions to vet your candidates. We reached out to a veteran content marketing consultant who works exclusively with startups to help.
As a child, I believed logical arguments were enough to convince anyone of anything. You just needed enough time to explain them in painstaking, rational detail—others would listen and understand.
You probably know them well.
This post originally appeared on Medium and has been reproduced with permission. NextView is also an investor in thredUP. There’s a lot of negativity out there. From the public markets to the private markets, everyone is feeling valuations and optimism contract.
At seed-stage startups, especially companies with well-networked founders and investors, finding applicants who can do a job on paper is not overly difficult. The true challenge is to find candidates who will mesh into a small, budding team and culture. As a result, the interview process during the seed stage can feel a bit more meandering to the hiring manager — who is most likely the […]