2/ Lockdowns forcing consumers and businesses into digital behaviours they may have previously resisted: Online education, virtual meetings, delivery order systems (see 160k member FB group #hawkersuniteddabao2020)
3/ Dislocations create opportunities for entrepreneurs as people are scrambling for solutions and more open to entertaining new ideas
4/ B2B an area of opportunity; clear that most businesses not prepared for a remote work world; partially a tooling issue, partially a culture issue - running a distributed workforce requires re-architecting processes for trust and accountability not command and control
5/ SEA Tech scene is promising but nascent; which brings all the attendant pros and cons - lower levels of competition, more white space to attack, but lower levels of startup talent (absolute # and relative experience); capital available, but investors are also learning
6/ Big opportunity for SEAsians who have good experience in more mature tech ecosystems to return and start companies. They bring experience, a broader network (talent and capital), and need only balance it with local knowledge and networks which may persist from their childhoods
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1/ Mission matters - In the early stages, people are joining because they believe in the vision of the future that you are articulating; too often founders jump straight into recruiting/interview mode before the candidate has even opted-into a process
2/Don't try to shortcut the upfront work of scoping the role - what do you envision this person doing? Early conversations are much more interactive in articulating this and getting buy-in than one might expect
0/ Remote Onboarding Best practices: Recap of this week's #PeopleMatters discussion
1. Company Orientation (vision, values, how we work) 2. Team Orientation (how ACTUAL work works!) 3. Individual Orientation (laptop, passwords, folders)
1/ For the employer, we are
A)Trying to get people productive ASAP, and
B) How to we make people feel at home, esp without a workplace to bring them into, All hands, HH intros etc.
2/ Often folks spend too much time on Company and Personal, and not enough on how to actually get the person productive immediately - key is to accelerate the MENTAL MODEL they have of the biz, and their role in the biz.
It was fun to see teams getting their creative juices going; quick advice for those preparing to pitch:
2/ Get your audience into the customer pain point quickly! Don't waste time upfront on the $10B TAM slide; get folks to internalize the problem you're trying to solve first. Use customer interviews, survey data, anything that gets you deeper than desk research.
3/ Provide the audience with whatever nuggets of customer insight you've gleaned, and help connect that insight through to the solution you're designing. Why is your POV different from everyone else? Why is that valuable?
1/ The most common early-stage hiring mistake: Poor job / role definition
🧵👇
2/ As an early-stage startup, no one knows who you are and folks are going to give you their attention. So if you want them to come work for you, you must be surgical in capturing their attention. There are two components to that: Your Employer Brand, and the Job Description
3/ You probably don't have an Employer Brand. You should probably start building it. But you DO have a JD , and it's probably terrible. Read your JDs. If you were a job seeker, would you want to do that job? How does the JD help you stand out from every other cold LI reachout?
0/ Such a fun AMA w/ @IterativeVC 's first batch - thought some of the Q&A might be helpful to others:
1/ Q: What separates good founders from GREAT founders?
A: The pace of learning. Ultimately, the ceiling on any startup (all things being equal) is the collective capacity of the team. This can only increase when the team is able to grow themselves in multiple dimensions.
2/ They must learn: about their market faster and deeper than the incumbents and competitions; to manage their emotions effectively when challenged with new and complex situations; to hire for roles they have never done themselves and teach others to do the same.
Listening into the @vietcetera webinar on market entry & opportunities in Vietnam - some quick snippets
1) "I've been so pleasantly surprised by the positive business attitude across the board, despite the global pandemic" Henry Bott, @swiregroup
2) "COVID has a) accelerated digitalization, b) some business costs are coming down (talent, rentals), c) valuations coming down, so given our 10 year horizon, we continue to be bullish on Vietnam" - Olivier Raussin, @FebeVentures