London Tech Job Fair is getting closer and closer with tickets being already available!  A little more than a month left to this awesome event where job seekers and employers will get a chance to meet and connect. Today we come to you with an interview with Founders Factory: a place where amazing ideas get to grow.

What’s the story behind the creation of your company?

Founders Factory is the world’s best partner for founders.

Started by Brent Hoberman and Henry Lane Fox, Founders Factory has received investment from L’Oréal, easyJet, Guardian Media Group, Aviva, Holtzbrinck, Marks & Spencers, CSC and is partnered with Wunderman and Vodafone. Combined with our full-time team of 60 specialists we offer founders the best platform to launch or scale their startup.

Our incubator creates 13 new startups every year. We validate ideas, build founding teams, find first customers and invest directly in each startup.

Our accelerator invests in 35 startups every year. We invest cash, six months of bespoke support from our team and provide commercial opportunities with our investors.

To date we have built 13 startups in-house and scaled 53 startups.

What is your team like? How do you work?

We make new businesses from scratch. We work closely with our seven investors to identify new business opportunities, and rapidly bring those to market by providing significant “unfair advantage”: be that access to existing customers or proprietary data sets. We then provide support to those startups by using our team of experts in growth marketing, fundraising, product, design, engineering and talent.

What kind of people are you looking for?

  • 5 – 7 years of experience in a leadership capacity
  • Knowledge of a range of modern mobile frameworks
  • Knowledge of a range of current cross-platform product development frameworks
  • Well-connected to the developer community
  • A proven track record of taking ideas and bringing them to life
  • Thrive in uncertainty – ideally in an agency business and/or startup environment
  • Strong communication skills – you’ll be sharing the results of analyses, and discussing technical problems, with a variety of technical and non-technical audiences

Who’s the best match for your team?

  • Startup experience is a plus, as is experience working with distributed teams
  • Motivated to found a startup business, and able to dedicate themselves full-time to the project
  • A curious and creative mind, eager to understand what makes people tick, as well the ability to reconcile this understanding with commercial imperative
  • Appetite for experimenting with new technologies and tools to drive innovation and creativity
  • Relentlessly resourceful and creative problem solving

What benefits and perks do you offer your employees?

  1. Access to a large network of investors and customers
  2. Founder-level equity upon spinout
  3. Operational support (marketing, legal, finance, fundraising, business development & recruitment)
  4. Comprehensive extended health care coverage
  5. Office Meals: Catered lunches, unlimited breakfast, healthy snacks, freshly ground coffee and Paul’s  Irish Bar.
  6. Yoga
  7. Stretch O’Clock

Currently, Founders Factory is in need of Tech Lead / CTO (Future Builders), Startup Studio Head of Engineering and Tech Lead. Check out these openings now!

You can also learn more about Founders Factory by visiting their website, Facebook, LinkedIn and Twitter! Don’t forget to book your free job seeker ticket for the event and meet with them in person on the 20th of September!



Sometimes ideas, even the best ones, need additional help to become reality. Entrepreneurs and business founders looking for someone to kick-start their companies are heading to places such as the Bakery – where the great things are bound to happen if you work hard enough. Now, the Bakery joins us for the London Tech Job Fair in search of new employees.

The Bakery was formed in 2013 by Tom Salmon, Andrew Humphries and Alex Dunsdon, designed to partner high growth startup companies with multinational corporates to solve their biggest innovation challenges.

Everyday, the Bakery works hard on turning ideas into reality – ideas which can potentially change the world we live in. It’s not easy nor simple and the effort the founders put into making the Bakery run smoothly is based on their passion for innovation and progress.

“We are on a mission to make the world a more entrepreneurial place and, over the last five years, have built a unique model and process which brings together the world’s biggest corporates with the best entrepreneurs – to make innovation happen”, they say.

Now you can assist their efforts as well. The Bakery is looking for new employees to join their team. If you’re a challenge-seeking, ambitious and open-minded person, there might just be the place for you in the Bakery. Would you like to work with the impressive startups and help them shape the future? To have a chance of getting employed, book your free job seeker ticket for the London Tech Job Fair today and meet with the Bakery team in person!

You can also learn more about the company by visiting their website, Twitter, LinkedIn or Instagram!

Agile Tour London

Posted by | 6 August, 2018 | London, Startup


If there is one place that all agilists should be this autumn, it’s London.

Some of you heard about it already. Some of you will only learn about it now. Agile Tour London, autumn edition is already scheduled and waiting for you. To broaden your horizons, to network, share and connect – book your ticket right now and see other like-minded entrepreneurs on the 19th of October 2018.

Agile Tour London is one of a kind chance for entrepreneurs and startup founders to improve the way they run their business. Agility in business running is one of the feats you want to possess. And if you don’t just yet – going to the conference will open your eyes about it.

“Dive into hands-on workshops and engaging talks, exchange opinions with fellow agilists and meet directly some of the most amazing speakers of the community”, encourage the event organisers.

“Agile Tour London is a conference about Agile in its general approach, where agilists of all background can meet to exchange ideas, refresh their minds, evaluate issues and renew their own approach to Execute Everyday Agile”, they add as they explain what’s the whole deal about.

The conference has already a long list of speakers who will make their points at the numbers of presentations. These are only some of the examples:

  • Testing In Agile – Dan Ashby
  • Scaling Interaction – Wim Heemskerk
  • Finding Simple Solutions To Complex Problems – Richard Atherton
  • Why Our Work Isn’t Used! – Melanie Franklin
  • Us Marines, Agile And Heuristics – Peter Pito

To check out full program of the Agile Tour London conference, visit their site right now or follow their Facebook and Twitter profiles!



We are once again coming to Berlin to have another great job fair. A tradition kept since 2012, we have had more success year by year. This time come and join more than 300 people already signed up. Meet face to face with employers in Berlin at the Tech Job Fair, 16 November 2017 from 18:00 at WeWork Ku’damm, Kurfürstendamm 11.

You can get your tickets here

Our Job Fair is a great opportunity both for those who look for new tech talents to join their team and the ones who look forward to the life-changing event for them.

Bring resumes, dress for success and have a chance at being interviewed the same day for jobs in IT, Accounting, Consulting, Entrepreneurship, Finance, Human Resources, Leadership Development Programs, Marketing, Retail, Sales etc


Paymentwall is the leading global payments platform. We look for people who bite into projects removing all blockers and strive to get things done, work well under stress and pressure, love new technologies and stay up-to-date on industry trends. Join us today!


Bonial operates the leading location-based shopping platform worldwide, with a complementary portfolio of brands and products to connect shoppers with their favourite local stores and brands.



For travellers from across the globe. Flightright helps all passengers to exercise their rights and enforce them with the airlines. So what do we do differently? The conventional approach of going to see a lawyer is not the most convenient and can often involve a lot of obstacles and time.



AxeTrading specialises in providing effective technology solutions for the challenges facing fixed income investors and traders in today’s markets.



We are the agency for digital transformation. We have been successfully advising our customers since 1996, carefully guiding them through the digital revolution.



We drive innovation by diving deep and leveraging fresh ideas. We engage in open candid dialogue and call things by their true names. We thrive on diversity and a wide array of backgrounds and culture.


Germany`s online loan comparison platform


We are smava, the online loan comparison platform. smava brings together private applicants with a huge variety of banks and private investors, offering great interest rates for loans. To do that, we are looking for the best employees to expand our team- employees like you!



As a market leader in enterprise application software, SAP (NYSE: SAP) helps companies of all sizes and industries run better. Our vision is to help the world run better. We believe that we can play a major role in optimizing business to run better and more sustainably in the future. We have an extraordinary opportunity to apply technology to make the world run better while simultaneously improving peoples’ lives.


European Research And Ideas Deserve More Global Success


hDock42 is European Launchpad for global technology ideas. We work with ideas from R&D to commercial success and anywhere in between…discovering, prototyping, building, growing and expanding into revolutionary global products.


Europe’s Largest Rental Portal


It all began with the search for a beer tent set for rent, which the web entrepreneur Chris Möller simply could not find online. In 2003, he and Uwe Kampschulte founded a marketplace for renting and renting. Today more than one million rental offers online. Erento has now become Europe’s largest rental portal.



We imagined a world where hiring the best people and getting hired by the most inspirational employers was simple, fast and intelligent. We know it’s been hard to love hiring, but we’re on a mission to convince you. Why? Because we understand that your success is determined by your access to the best talent when you need it.



CORE accompanies the management of complex IT transformations of companies and market partners in which IT has a disproportionately high contribution to their business success. Building on detailed market knowledge, deep technology expertise and methodologically sound approaches, we develop solutions together with our partners, which in the long term ensures the future viability of relevant elements.

Contorion is a B2B online marketplace for maintenance, repair and operations (MRO) products.




castLabs pioneers software and cloud services for digital video markets worldwide. We provide solutions to easily enable the secure distribution of the premium movie, TV, and audio assets for high-quality video experiences.


European B2B marketplaces in 15 countries


ALSO Deutschland GmbH belongs to ALSO Holding AG (Emmen / Switzerland). ALSO brings together suppliers and customers of the ITC industry. The company offers services at all levels of ICT value creation from a single source. In the European B2B marketplace, ALSO Logistics bundles services, financial services, supply services, solution services, digital services and IT services into individual service packages.

Freenet Digital

Providing the Digital Lifestyle to Consumers Around the Globe

Freenet digital was founded in 2000 under the name Jamba and was, during those days, considered to be one of the first real start-ups in Germany. It did not take long for the founders to realize the potential of mobile phones as a lifestyle symbol and not simply a flexible means of communication.


We offer our customers real value for their mobile devices, and our partners a very reliable platform to market their products online whether on web or mobile.

Idean: We’re the experience design agency you’ve been looking for


Idean is a global experience design agency dedicated to providing comprehensive digital and customer experience design for brands. Rooted in a deep understanding of people, we help the world’s leading companies envision new strategic opportunities, design and build essential experiences, and change their cultures by building competency in new ways of working and digital design thinking.

Interim Group


Our Network – Your Solution iRecruiting and iContracting – we create the perfect basis for long-lasting and successful employment relationships. Because we recruit people – not CVs.

Lidl: High-Quality Low Prices


We’re revolutionizing grocery shopping. We have a less complicated process that allows us to simply deliver low prices, high quality, and the best shopping experience for our customers.

Machino: Used Construction Equipment


Machinio is a global search engine for finding used machinery and equipment. Our comprehensive database contains more active machinery listings than any other website.



Removals are more than our job, they are our passion. In order to share this passion, we’ve made it our mission to provide exceptional removals at fair prices.


Enterprise cloud software for product data syndication and feed management


Productsup is the leading cloud-based solution for product data management. Import product data from multiple sources, analyze and optimize it, and distribute custom feeds to unlimited destinations – quickly and easily.

Great Jobs For Great Developers


Find your next tech job in one week. Salaries from €35k to €100k. Permanent, Freelance, and Internship positions. 2000+ tech companies are looking for developers on Don’t waste time applying to companies. On, companies apply to you.


CRM, project management and invoicing in one simple tool


Teamleader helps you and your team to work smarter, so your small business thrives. Since Teamleader allows you to take charge of operational essentials, you can focus on projects and relationships. We’re friendly and approachable, and devoted to our users; we want to inspire them to be more efficient.




At Trifacta, we have brought together the brightest minds in data to solve the industry’s biggest challenge. Over 25 years of research between Stanford and UC Berkeley led to Trifacta’s breakthrough user experience, workflow and architecture. With Trifacta, organizations can transition from raw data to actionable intelligence with greater speed and accuracy than ever before.

Urban Sports Club: YOUR SPORTS CLUB


Urban Sports GmbH offers a flat rate for all kinds of sports activities in the city. Club members can choose between 40+ activities (ranging from a classic gym workout, swimming, yoga, or bouldering, to team sports and lots more) and over 1.000 partners in Germany’s major cities including Berlin, Hamburg, Munich, Cologne, Frankfurt, Stuttgart, Dusseldorf, Nuremberg and Leipzig.



AllCloud is a leading global Cloud Solutions Provider with expertise across the cloud stack, infrastructure, Platform, and Software-as-a-Service.


CORE accompanies the management of complex IT transformations in industries with a disproportionally high contribution of IT to business success. In joint approaches with our partners and based on our market knowledge, technology expertise and methodical know how we develop solutions that reflect the whole value chain and ensure future-proof change.


We act in alignment with our values ‘Trust, Performance & Expertise’ as a reliable partner in the collaborative efforts with our clients, rooted in the principle of performance and execution, and founded on the basis of competence and know-how.

Providing a comprehensive range of services, we address a large share of the IT value chain, starting from the analysis of innovative market developments over the design of the (IT) strategy and the planning of implementation projects up to the implementation itself as well as an operation of the system.


With our research on the dynamics and systematics of complex IT transformations as part of the COREinstitute, we support leading companies and institutions worldwide in finding the appropriate measures to manage the fundamental structural change driven by digitization.

COREtransform is responsible for advisory services to our clients in the IT management in regards to all IT-transformative undertakings, utilizing our profound business and technical expertise through an efficient collaboration of generalists and experts.

At COREengineering, we develop sustainable solution designs, accompany their implementation in conjunction with selected implementation partners while steering the projects to ensure success.

COREoperating assists clients in transforming solutions into productive operations with the help of our integration and migration services.



CORE offers you various opportunities to develop both professionally and personally in a challenging and dynamic environment with clear objectives. We invite you to develop the potential of our clients, together with talented and successful colleagues, on the basis of agile methods using the innovative software in challenging development tasks. Whether as a business analyst or a software engineer, at CORE you will work with others at the highest level to develop state-of-the-art software.


You are studying natural sciences, economics or humanities and are curious about deeper practical insights.


You have successfully completed your studies and want to apply your knowledge and skills in practice.


You have a wide range of experience and want to apply your experience to new contexts beneficially


Come and network with CORE team this November at Berlin Tech Job Fair!! Free tickets


Are you up for a unique challenge, with a chance to use your skills in a fast paced environment, where you work hard, wear many hats, and commit all your energy to an idea that has only a one out of four chance of success?

If so, then working at a startup company may be for you!


Not a job, but a mission – greater feeling of creating something of value
Lack of structure – less hierarchy, fewer rules, more casual work hours
More room for creativity and entrepreneurial spiritStartup Fair
Perks can include working from home, free food, open leave policy
Potential stock options – ownership in the company
Promotion opportunities to leadership roles easier and faster
Results of your work are immediate, and rewarding
Multiple roles, so gain valuable and diverse skills
You help define company culture
Generally fewer politics, more camaraderie


Uncertainty, risk – there is no guarantee the company will be successful
Pay and benefits may not be as good, at least initially
Pay structure may be different; you may receive a stipend, or profit sharing options, instead of a set hourly pay rate or annual salary
Less work life balance – heavy work load and long hours
More pressure to perform – smaller workforce so every person factors into company success

What Startups Look For In A Candidate

Businessman and woman discussing together while looking at laptop in office

Passion & enthusiasm
Intellectual curiosity
Tech smarts
Ability to communicate
Outside projects
Committed to personal growth and learning
Extras – what else have you done

Tips For A Successful Search

Do side projects; develop an app, contribute to an open source project
Learn new technologies (classes and outside; Khan Academy, Coursera,, Open Courseware)
Demonstrate your passion
Be persistent & patient
Get involved with a campus startup
Participate in a hackathon or makeathon
Showcase your skills; GitHub, personal website, online portfolio, blog
Research startups, focus on those that fit your interests & skills
Personalized contact with CEO, demonstrate passion & interest, detail how you can make an impact

What makes an awesome startup employee?


You hear people talking about what makes a great startup founder all the time: A great sense of vision, clarity of purpose, relentless drive, a strange balance of over-confidence and insecurity.

There are whole books written about it.

But what makes a great startup team-member? The people who join and thrive in early start startup teams are an equally special breed. In fact, the best startup employees aren’t necessarily the best fit for working in more established businesses – some of the most brilliant startup people I’ve worked with find the traditional business work impossibly frustrating.

“It’s so SLOOOW!”

“I’m just doing the same thing every day – I want to be more in touch with the other stuff going on in the business!”

There are a whole range of attributes that are uniquely suited to these small, high-growth, high pressure companies, but it can be hard for founders who are hiring teams (and people hunting for jobs) to know what those are. So we’ve smooshed together our recruiting AND startup running experience and made a list of the top 8 attributes we’ve found to be the most valuable:

Passion, enthusiasm, motivation for what you’re doing – Must buy into your vision and your big “Why” – what it is you’re trying to do or create in the world. They’ve gotta care about the problem you’re trying to solve, otherwise it’ll be hard to stay motivated.

 Curiosity – They’ve got to love the process of finding better ways to do things – especially when it comes to challenging assumptions about the only way to build products. Being curious about why you’re doing this, who it’s for and how they’re going to use it is vital across all roles in a startup too.

 Pace – They’ve got to be great at making decisions and acting on them quickly. The old adage of succeed quickly or fail fast is the day to day life of a start up. You need people who thrive and are excited by this.

 Fearless/Audacity – try the impossible, challenge more than just the status quo, be prepared to push the boundaries, limits of what we believe

 Grit – /resilience – your resilience will be consistently tested and challenged in a startup. That thing you just spent a month working on? It’s not working, we need to abandon it and try something else. The reality is that it will not be a smooth ride. People who have made it through a few tough life experiences, who have demonstrated Grit, are more likely to survive.

 Hunger and willingness to sacrifice – Founding a startup requires sacrifice. So does working in one. You’re going to get chucked in the deep end often. You’re going to be asked to work longer hours, more often. It’s a high pressure job so you’ve got to be hungry and prepared to make sacrifices.

 Sense Of Humour – You’ve got to be able to laugh and realise that tomorrow is another day. The sun will set, the sun will rise. Late nights, too much pizza and endless bug squashing is only bearable if it’s also fun. You want to be able to laugh with the people you sit next to.

Flexibility – The only constant is change. Get ready to develop skills you don’t have. Although you may be employed for a specific role, the nature of start up means that everyone leans in the direction that the business needs to be focused on at that time. If its sales this month – then get ready to help out in that area. Anyone who defaults to “that’s not in my job description” isn’t suited to a startup life.


How can help you ?

Delivering Startup Happines | We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have a job posting site to help you recruit your team.

Techmeetups hiring events in Berlin, Paris, London, Barcelona, Amsterdam, New York, Vienna, Lisbon, Madrid


If you’re planning to look for a new job this year, you’re not alone.

Which might leave you wondering: How, exactly, does one get noticed in a crowded, motivated pool of applicants? Sure, you can read the job description, but how can you know what hiring managers are really looking for?  Which applicants stand out from a stack of resumes?  Which sail through the interview process? And — most importantly — how can you be one of those successful candidates?

We figured the best way to find out would be go to the source itself, so we sat down with HR pros and hiring managers at 11 top tech companies that partner with The Muse, like HBO, Comcast, Homeaway and Eventbrite and got some intel on what they’re looking for in 2016.

Some of what we learned was obvious: Tech jobs are booming (you may have heard?), and today’s companies are looking for people who aren’t only masters of their craft, but passionate about their work and their employer.

But we also found something surprising: Many of the qualities hiring managers are after seem to contradict each other. For instance, employers want people who think like entrepreneurs and have a take-charge mindset — but who also learn from others and play nice on the team. They want employees who are confident in their skills and accomplishments — but who also remain humble in what they don’t know.

In these cases, showing off both sets of skills may seem challenging (or leave you wondering how one person could possibly check all the boxes). But fear not. We’ve broken down what we learned and translated what you need to do to strike the perfect balancing act into 8 rules for getting hired in 2016.

Here they are — complete with tips straight from the mouths of hiring managers.

1. Prove you can hit the ground running, then learn along the way

Regardless of the position, we look for candidates who posses a results-driven way of looking at things. We identified the traits that the most successful people at our company possess, something we call the Success Formula, and we are able to structure interview questions that will really gauge if a candidate will succeed here. No matter what skills we are hiring them for, they need to be able to show metrics around how they define success. Kristy Sundjaja, chief of staff and global head of People Group at LivePerson

No matter what your skill set, companies want to feel confident that you’re an expert at it (at least to the level necessary for the role you’re applying to). In most cases, employers aren’t hiring you to train you — they’re hiring you to jump in and do the job.

So, leave hiring managers with no question that you’re ready to do just that. For every job you’re applying to, read the responsibilities and skills listed on the job description carefully, and then tailor your resume and prepare stories for your interview that show you fit the bill. Too many people expect prospective employers to read between the lines of their experience — and get their resumes tossed in the “no” pile. Instead, be deliberate about showing the hiring manager that you’ve successfully done this job before, and are ready to do it again.

That said, organizations want to feel comfortable that you’d be able to adapt to their preferences, new tools on the market or just better ways of doing things.

They want to know you’re sure of your ways, but not set in them. “We look for life-long learners, who are always in pursuit of growth in their career and personal development,” shares Julia Hartz, president and co-founder of Eventbrite. “In many ways, a skilled engineer is always learning. They are eager to adapt and adopt new skills and languages,” adds Terrell Sledge, technical recruiter at Sailthru.An easy way to show this? Share an anecdote of a time you changed your ways because of something new you learned or adapted what you know to the situation at hand. You can also illustrate that you’re open to different ways of doing things by inquiring about the methods of the company you’re interviewing with. For example, after sharing how you approached growing an email subscriber base, ask the hiring manager what her approach has been up until this point. Not only will it show how interested you are in the company (more on that below), it’ll hint at an interest in learning from the people around you.

2. Be ready to show off cross disciplinary skill sets

At a quickly growing startup like The Muse, our diverse teams work incredibly closely with each other. So we look for people who can easily collaborate with people outside of their skill set: developers who understand the broader business side of things, for example, or non-technical people who can communicate with product and engineering in an effective way. Kathryn Minshew, CEO and co-founder of The Muse

This probably won’t come as a shock, but tech skills are in high demand. A full 100% of the hiring managers we talked to cited engineers as the number one hires they’re looking to make this year — and this demand isn’t slowing down anytime soon. The Bureau of Labor statistics anticipate a 22% growth in software engineering roles from 2012 to 2022 — twice the average growth of other roles. “First, Android and iOS developers roles are huge for us, and hard to hire for. Second, we need Software Development Engineers in Test (SDETs), folks who are traditionally software developers, but develop test frameworks. We’re also looking for full stack developers who focus on frontend and middleware. Finally, we need site reliability engineers — people who can help us get a system up and running,” shares Jessica Sant, senior director of software development and engineering at Comcast, of the hires they’re in need of.

So if you’re a developer, ride the wave, baby. Know how to nail the technical interview so you can show off exactly what you’re able to do, and make an effort to highlight some desirable soft skills — like decisiveness, adaptability, and communications skills — as well the ones that make you stand out from the competition. “I want a well-rounded engineer with hard technical skills, but also really great communication skills. Someone who can get their point across and break it down for a variety of audiences, someone who can collaborate with a cross-functional team and innovate,” shares Sant.



That said, companies obviously need more than engineers: Employers cited sales, product management, operations, digital and growth marketing, and business and strategy as other in-demand roles.

Regardless of your specialty, however, the quality of the hour is cross-disciplinary. Employers want to know that you can not only collaborate with a team of people from different departments, but that you can think like them to make working together easier and help your work fit in with larger company goals.

This comes down to learning about functions outside of your own. If you’re technical, look for ways to get involved with and learn more about the business at large. And if engineering’s not in your background — or future? You can still make an effort to know a little bit about the field. Take a free online course or look for opportunities to integrate learning tech into your current job.

Then, don’t miss the opportunity to share that knowledge with hiring managers; even a few quick resume lines about your experience or interest in a field different from your primary one can be enough to whet the hiring manager’s appetite.

3. Be obsessed with the company and the field

The most important quality we look for is a passion for our business: they know what we do and they are excited about the opportunity to come work with us. Stephani Martin, VP of people & culture at Boost Media

You probably want a job that’s about more than just the paycheck. Similarly, employers want to hire people who are there because they love what the company is doing — not just because they need any old job. We heard time and time again from employers just how critical it is to show off why you’re dying to work for them, specifically.

How can you do this without coming off as a superfan or stalker? You don’t need to show up wearing company swag, tweet at the CEO every day or spend the interview gushing about the product. Instead, show off how much you love the company by using your knowledge of it to give a sense of how you’d step into the role. For example, you might mention a time you used the product and a challenge you had with it — and describe how you think you could alleviate that in your role.

“Doing this shows the hiring manager you’re interested in not only the brand, but also working for the brand. You understand the problems, needs and voice, and you have the skills needed to turn that knowledge into results,” says The Muse‘s Robyn Melhuish.

But you should also have interest — and ideally expertise! — in the industry you’re applying to at large. For example, you may love the idea of working for HBO based on your obsession with Game of Thrones, but can you bring enough insider knowledge to help them succeed?

“We recommend that all candidates do their research around industry trends before coming in to interview for any position,” says a talent acquisition specialist at HBO. “It’s great to be familiar with HBO shows, but having a depth of knowledge around the industry as a whole is key. Being able to articulate the bigger picture or sharing thoughts on how a company can stay ahead and innovate helps candidates stand out.”The ideal hire for a company is someone who’s an expert both in her craft and in the field she’s applying it to, so if you’re not already keeping up with industry reading, researching what competitors are doing, engaging with experts on social media and regularly talking shop with like-minded folks, start now! It will give you great talking points to help you prove you’re in the know during the interview, and also show hiring managers your dedication to the industry when they inevitably Google you.

4. Show you’re self-driven but can also play nice on a team

The ideal candidate sees the value in collaboration and can stand behind the belief that everyone has experience that you can learn from. Terrell Sledge, technical recruiter at Sailthru

Today, everyone needs to be an entrepreneur — or at least have the mindset of one — and companies want to hire people who are going to take ownership of projects without having to be babysat every step of the way. And this isn’t just a philosophy of startups that need people like this to survive — larger organizations are embracing the entrepreneurial ideas of moving faster and innovating more, too. “It is all about ownership versus administration,” shares Sledge of Sailthru. “Candidates who lead the charge, having innovated, designed and architected systems, deployed setups, etc. are exactly what we are looking for.”

To show this off to hiring managers, you’ll want to make sure to highlight three things: the fact that you’re a self starter, your capacity for creative thinking and your ability to work in a fast-paced environment with a lot on your plate. Career specialist Aja Frost has tips for highlighting each of these qualities in your resume; you can also pull out anecdotes that exemplify these traits in your cover letter and interview answers. Was there a time you noticed a problem, came up with a creative solution and then took the initiative to implement it in addition to your other work? Make sure you share that story.




But just because you can do things on your own doesn’t mean you always should, and seeing as many companies we talked to attributed their most creative ideas to collaboration, they want to be absolutely sure that you’ll be great at working on teams to make amazing things happen.

In fact, some companies value this so much that they’ll specifically test for it in the interview. ThoughtWorks, a software design company based in San Francisco, for example, gives candidates a pair programming challenge with a current employee. This exercise “serves the purpose of allowing us to understand whether a candidate works collaboratively and how they react to feedback,” shares Laura Nash, recruitment marketing manager. “A candidate that is excited about feedback and is able to adapt as they go demonstrates the open-mindedness and passion we desire.”

So, make sure to show off your team-playership, too. when talking about a big success you had, make sure to mention the other people you collaborated with; when talking about a time you failed, explain the experience of getting feedback from you boss and how you took that moving forward. Oh, and be nice to everyone you meet, from the people in the elevator with you to the receptionist. This is a basic — but telling — sign to employers of how you’ll treat your colleagues day to day.

5. Show passion for your work and your personal life

We also place a lot of emphasis on what a candidate does outside of work, what their hobbies and pastimes are, and their volunteer activities. David O’Connor, senior recruiting manager at Dolby

Companies these days want passionate, inspired employees — not ones who are just clocking in and out. And few things are better determiners of that than truly loving the work that you do.

If that’s not how you feel about jobs you’re applying to, it might be worth considering a career pivot. But if you do, then let it show! Let yourself get genuinely excited when talking about the job.

Let yourself geek out when talking through a particularly tough problem in the technical interview or when presetting ideas for community strategy. Real enthusiasm is obvious — and energizing to hiring managers — so don’t feel like you need to stifle it in the name of being “professional.”Also, show off ways you engage with your career of choice even outside what’s expected of you in your 9-to-5. “Things like writing books, speaking at conferences, or maintaining a blog show us that a candidate is really invested in tech, and it’s more than just a job,” shares Laura Nash, recruitment marketing manager at ThoughtWorks. One easy-but-effective approach: Create an eye-catching personal website that shares some of your related side projects, speaking gigs or volunteer work in addition to your on-the-job accomplishments. “Think ‘show’ instead of ‘tell’ whenever possible: share YouTube videos of a talk you led or a link to a working application you created,” adds Nash.

Of course, in a world where culture and tight-knit relationships are increasingly important to companies, it’s important for the people interviewing you to like you as a person, to want to bring you into their tribe. So they want to learn a little bit about you outside of your work, too! So learn how to be professional — without being boring or totally stifling your personality — in an interview!

“Don’t focus too much on conventional interviewing wisdom which may advise candidates to save personal anecdotes for the end — or to avoid sharing personal stories at all,” says Kimberly Eyhorn, director of global talent acquisition at HomeAway. “Just remember to always bridge the conversation back to your outstanding skills and experience. In a situation where several qualified candidates bring similar levels of value to the table, a hiring manager may be more likely to choose the applicant with whom they had a particularly memorable conversation.”

6. Be specific about your successes and failures

Candidates need to know how to show that they can not only produce results, but how they measure and define success. I’d recommend candidates take a look at past accomplishments and be able to concisely describe how and why they were successful, and back it up with metrics and data points. Kristy Sundjaja, chief of staff and global head of People Group at LivePerson

Obviously companies want to understand how you’re going to help them succeed, so it’s Job Search 101 to describe your most impressive achievements in your resume and interviews — and make sure to get specific!

Companies don’t just want to hear that you succeeded; they want a sense of the real results you achieved and the steps you took to get there. So don’t just say “I launched a major product” or whatever the success may be — tell the full story. Explain how, the first time you were in charge of a major product launch yourself, you knew you would feel successful if you didn’t just get it out on time, but early, so you dove in immediately, made sure to delegate work smartly and managed to launch a week ahead of schedule. Bonus points if you can quantify these accomplishments to prove you did what you said you did, and did it well.




On the other hand, if you’ve only succeeded and never failed, companies are going to worry about whether you’ll be willing to push yourself (and the company) to try new things. Laura Nash at ThoughtWorks shares, “While we’re always happy to hear of a candidate’s success, the more telling tales that are often skipped are examples of failure… Understanding how someone has learned from a failed attempt at something big and exciting is more interesting to us than a project delivered on-time and on-budget.”

So when faced with a question about your failures, don’t shy away from it. Instead, as we’ve proposed before, pick a real failure, quickly explain what happened, and then spend most of your time talking about how you examined the failure afterward to learn from your mistakes, how you incorporated those lessons moving forward, and how those failures were ultimately able to lead you to other successes down the road.

7. Be just confident enough

The perfect candidate is confident, not only in what they already know but in their capacity to learn something new. Terrell Sledge, technical recruiter at Sailthru

To make a hiring manager feel confident in you as a candidate, you need to feel confident in yourself and show it! This isn’t just about working through your pre-interview jitters (we hear some power posing can help with that) — it’s about being assured of your skills and your experience and prepared to speak candidly about your areas of growth.

If you tend to hate talking about yourself, we get it — very few of us spend an hour just talking about our accomplishments. If this is you, take career expert Suzanne Gelb’s advice and just think about confidently reporting the facts.

“When you feel confident and good about yourself, you don’t need to magnify your accomplishments or diminish other people’s great work. With a healthy sense of self-pride, you can simply report the facts. No flourishes. No stretching the truth. Just stating who you are and what you’ve done, plain and simple,” she says.Not only will this hopefully help you overcome some fears, it will help you avoid the other end of the spectrum: sounding like you’re cocky or bragging. Companies don’t want someone who thinks they know everything — they want people who are humble about their limitations and excited to learn and grow past them. So don’t be confident to the point of being a know-it-all!

If the interviewer starts talking about something you don’t know, don’t try and fake that you have a background with it — admit that you’ve never heard of that before and ask him or her to explain. When asked about about your biggest weakness, don’t just say something like “perfectionism” and try to move on — share a real challenge you’ve struggled with and ways you’re looking to improve it. If you’re in a technical interview and the hiring manager questions your way of doing things, don’t just push her off — confidently explain your thinking, but also ask how she would have approached the problem.

“Certain skills can be taught, but you have to exhibit the willingness to stretch yourself and to discover your full potential,” adds Kristy Sundjaja, chief of staff and global head of People Group at LivePerson.

8. Focus on your future and don’t worry too much about your past

The perfect candidate is looking forward to what they hope to accomplish next, while maintaining a personal standard of excellence in what they are working on at present. Terrell Sledge, technical recruiter at Sailthru

Yes, companies are hiring you to help them do things and go places, but they also want to understand how this job is going to help you go places and achieve your goals. After all, an engaged employee — one who’s developing professionally consistently on the job — is more likely to stay around for years to come.

And while, you shouldn’t spend your entire application explaining why this job would be so great for your career (the focus there should be on how you can help the company), have a sense of your goals and how this job will fit into them. You can mention this in your cover letter, but it’s going to be more powerful during the interview, when you can weave it into questions such as “Tell me about yourself,” “Where do you see yourself in five years?” and “Why are you leaving your current job?” When it’s your turn to ask questions, ask something like “How does the organization support your professional development and career growth?” to show that it’s something you’re really interested in.

And if you have a winding career path that doesn’t exactly make sense with the future you envision for yourself, there’s good news for you — hiring managers are increasingly open to hiring great people, even if they don’t have exactly the background they expected.



“I like candidates who haven’t had one straight path in their career,” says Stephani Martin, VP of people & culture at Boost Media.

“A dynamic work history shows that they are willing to try new things and seek opportunities outside of their comfort zone.”

Learn how to spin your career change in your favor during your job search, focusing on showing the hiring manager all the things we’ve talked about so far — your transferrable skills, your adaptability, your past successes in a variety of fields, the cross-disciplinary thinking you bring to the table — and then lean into your varied past, knowing that you’re showing off the best of what you have to offer the company.

“The perfect candidate will have a combination of strong technical skills, a sense of pride and ownership in his or her work and a desire to work on a team of highly skilled, passionate people in an effort to make an impact on the business,” sums up Tom Aurelio, SVP of people & culture at — oh, and all the the other things mentioned above. We know it might feel like a lot, but it’s a competitive market, and the more of these qualities you’re able to show off, the more likely it is that you’ll be able to land your dream job.


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Applying for a job in a startup and applying for a job in a corporate, are qualitatively different things. Demands of both are different and the mindset you’d require to perform well at both of them is different.

If you have already decided to work for a startup despite all the hurdles that may await you on your way, here are a few tips about things to avoid saying and doing during your startup job interview process.

Using generic phrases

Phrases like fast learner, strategist, initiator of new initiatives will not work for a startup, at least not for a good one – A good startup will expect people who can communicate clearly what they have done and what past result and achievement makes them eligible in less than 140 characters. If you are still left with space to explain your personality, be my guest.

Jump straight to why can you deliver on that particular job they are advertising? Because you’ve done it before? Because you got the network? Because got the figures? Show them the figures.


“Managing” a team

No startup ever has use of managers people who hope to get things done delegating to others. In a startup everyone ships and there is no hierarchy but a flat hierarchy. Everyone is in the field and everyone delivers something at the end of the day – whether code, content, or customer support calls.

Saying how cool and necessary their startup is for the society

Even if that’s true no good startup will ever hire you for flattering.
The better way is to decide what specifically they are call about and address that particular need. For example – I saw your downloads getting to 10,000 in just 10 days, I can help it jump to a 1,000,000 in 30 days. Or your interface is so cool, I’d love to work on some extra things that will boost your conversion in another 3%.

See? Flatter + actionable in the same pitch

Being a “people” person

I don’t know why people use this so much, what exactly do they try to convey and what will it take to remove it from their dictionary. You say you are a people person who knows how to make it win-win for everyone? Well perfect, in other words you are a great salesman. In that case sell my product to someone in a way he is so happy and delighted with the value he gets for his money that he refers 10 more people to buy. That’s a real people person if you ask me.

Being remorseful about 9-5 jobs

This won’t get you selected, not only because it is cliché nowadays, but because no one works 9-5 anyways. Our smartphones and 3G have permanently taken that privilege from us. Therefore both, the average and the great performers work beyond 9-5 but the difference is what they deliver.

If you can’t showcase what you have achieved even within those hours, your rebellious mind will not sell you to the opportunity. It is not about the 9-5 job and it is not because you are forced to do the same thing every single day. It is rather because you are lazy and unwilling to challenge yourself. Contrary to what the folklore says, no company ever forces people to do the same thing or forbids them to innovate within their own context.

You are looking for more challenging role

No you don’t. Get to the point. Be honest, you will be appreciated for that and save many people’s valuable time. What you need is more money.

If you were looking more challenges you would have found some already. The world is not short of challenges. The very fact that you haven’t shipped or built anything in the past few years is a living proof that challenges is not what you are after. Cut the nonsense.

You have already failed in your own startup

Thank the startup folklore again for making it sound cool for people to brag that they have failed a startup, hence being more powerful and experienced as a result of it. That blog you were running? That doesn’t count as a startup unless you found way to monetize it.

What matters more to those who’d hire you is not the mere fact that you failed in your own startup but that you understand the nature of that failure and why exactly it failed. Demonstrating clarity around this will earn you extra points on your startup job’s application.

Great post by ANJLI JAIN via

How can help you ?

Delivering Startup Happines

We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have to help you recruit your tech team.

Comments Off on Technology Start-Ups Take Root in Berlin

Technology Start-Ups Take Root in Berlin

Posted by | 12 June, 2013 | Startup

Original post by MARK SCOTT, DealBook 

BERLIN1-tmagArticleBERLIN — Near the Rosenthaler Platz subway station here, signs of the city’s high-tech future blend seamlessly with its communist past.

Decrepit breweries and stables have been converted to communal offices decked out in colorful Ikea furniture. Achingly cool coffee shops with names like Betahaus and St. Oberholz are packed with programmers in their 20s and 30s hunched over shiny new laptops. And even as the city’s unemployment broadly remains high, vintage clothing stores selling patent-leather Dr. Martens boots for 180 euros, or $235, entice technology transplants from across Europe with promotions in English.

“I got sucked into Berlin,” said Henrik Berggren, a Swedish college dropout who moved here in 2011 to work on his e-book venture, ReadMill. “It became clear that this was the place to be.”

More than two decades after the fall of the Berlin Wall, the German capital has gone from a cold war relic to one of the fastest-growing start-up communities. Engineers and designers have flooded into Berlin in recent years, attracted by the underground music scene, cutting-edge art galleries, stylish bars and low rent.

Hours after landing at Tegel airport, Mr. Berggren, a bearded 33-year-old computer programmer, found an apartment with two 20-something Germans in one of the city’s trendiest neighborhoods for just 300 euros, or $390, a month. A few days later, he secured a cheap office for his four-person team, a space they shared with several other start-ups.

Read More

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Comments Off on 10 Job Skills Startups Will Kill For

10 Job Skills Startups Will Kill For

Posted by | 10 June, 2013 | Startup

Original post by SCOTT GERBER via Mashable

Megaphone-Jobs-istockphotoScott Gerber is the founder of Young Entrepreneur Council, an invite-only organization comprised of promising young entrepreneurs. The YEC’s #StartupLab is a free virtual mentorship program that helps millions of entrepreneurs grow businesses via live video chats.

Recruiting top-tier tech talent continues to be a challenge for startup founders — many are still looking to fill important jobs that involve a diverse mix of marketing, content, tech and people skills, including some you’ve probably never heard of.

The following panel of successful founders shares which skill sets they think will be in high demand at a startup near you — and why.

1. Design

I think for most new startups, while they are mainly “tech” companies, it’s not the technology that “makes” the company. It’s the usability and the experience, and a designer is the chief architect of the user’s experience. I think founding teams are going to move from a traditional two-person team (business/engineer) to three-person teams, incorporating a designer to be able to differentiate.

– Jessica BrondoThe Edge in College Prep

2. Growth Hackers and Enterprise Software Sales

Growth hackers, people with deep analytical skillsets and the ability to influence product and often write code themselves, are invaluable to early stage startups that often lack focus on distribution.


Join us in Berlin on June 13th at TechMeetups  #TechStartupJobs Fair Berlin 2013

Comments Off on Need a job? Work for a startup

Need a job? Work for a startup

Posted by | 5 June, 2013 | Jobs, Startup

Original post by  , Bdaily

df7aa17579f3b64370a97f5a7c625d95b8768114We all know the jobs situation is bleak. Growth is still slow. Hiring is tentative, and still not in large enough numbers to reduce unemployment significantly. Europe can still be described, generously, as having a fragile economy, which means it still has a downside impact on the macro-economic climate.

It is no wonder then that this year’s batch of graduates are entering a jobs market not dissimilar to the one graduates found themselves in during the worst of the recession, and are being forced to look for alternatives to the traditional corporate career path that many expected to find themselves on.

Some pioneering entrepreneurs, like Rajeeb Dey, CEO of Enternships, are taking great steps to try to fix the employment and underemployment situation for graduates. He launched his UnRecruitment campaign at the Davos World Economic Forum 2013. UnRecruitment is designed to work with large employers to change the way recruitment works – so that both companies and candidates benefit from the experience. Enternships has also partnered with Santander UK and Wayra, the O2-Telefonica-backed global startup incubator program, in order to provide paid internships for graduates and students.

Read More 

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Comments Off on Why Humility is Essential for Every New Startup Hire

Why Humility is Essential for Every New Startup Hire

Posted by | 9 February, 2013 | Hiring, Startup

Original post by Tomtunguz

tom_24486146520462_rawWhen interviewing product managers at Google, we ranked candidates on four metrics: technical ability, communication skills, intellect and Googliness. A Googley person embodies the values of the company – a willingness to help others, an upbeat attitude, a passion for the company, and the most important, humility.

In the past week, I asked two heads of engineering to identify the most important characteristic in new hires. Both responded, “humility”. For one startup ascertaining humility is so important, it is the first filter in the interview process.

Disruptive companies reinvent. They don’t copy and execute someone else’s playbook. To be disruptive, a startup’s team must cast aside preconceived notions and assumptions about doing things the “right way” and start inventing new ways.


TechMeetups presents #TechStartupJobs Fair London 2013

Comments Off on Hiring old people: The dangerous but necessary steroids of the startup world

Hiring old people: The dangerous but necessary steroids of the startup world

Posted by | 10 December, 2012 | Hiring, Startup

Original post by BEN HOROWITZ via pandodaily

Aww man, you sold your soul

Naww man, mad people was frontin’

Aww man, made something from nothing

– Kanye West, “New God Flow”

Your startup is going well, and as your business expands, you hear the dreaded words from someone on your board: “You need to hire some senior people. Some real ‘been there, done that’ executives to help you get the company to the next level.”

Really? Is now the time? If so, where do I begin? And once I get them, what do I do with them? And will I know if they are doing a good job?

The first question you might ask is, “Why do I need senior people at all? Won’t they just ruin the culture with their fancy clothes, political ambitions, and need to go home to see their families?” To some extent, the answer to all of those may be “yes,” which is why this question must be taken quite seriously. However, bringing in the right kind of experience at the right time can mean the difference between bankruptcy and glory.

Let’s go back to the first part of the question. Why hire a senior person? The short answer is time. As a technology startup, from the day you start until your last breath, you will be in a furious race against time. No technology startup has a long shelf life. Even the best ideas become terrible ideas after a certain age. How would Facebook go if Zuckerberg started it last week? At Netscape, we went public when we were 15 months old. Had we started six months later, we would have been late to a market with 37 other browser companies. Even if nobody beats you to the punch, no matter how beautiful your dream, most employees will lose faith after the first five or six years of not achieving it. Hiring someone who has already done what you are trying to do can radically speed up your time to success.


Comments Off on Welcome to America. Startups, patent holders, and iPhone programmers, please come to the front of the line

Welcome to America. Startups, patent holders, and iPhone programmers, please come to the front of the line

Posted by | 28 November, 2012 | Jobs, Silicon Valley, Startup

Original post by Alex Salkever via Quartz

Immigration reform looks like it might really happen in US President Barack Obama’s second term. Many have tried before and failed; few ever attempted a total overhaul of a very broken system. But amid sudden political momentum, what if the laws governing foreigners’ rights to live and work on US shores could be rewritten? Who would get to stay? How tight should borders be? Which countries and industries benefit? Quartz has been asking lawyers, advocates, and business leaders what a sound migration policy in America would look like.

For the first time in recent memory, immigration reform in the US appears to be a political slam dunk. Republicans smarting from a poor showing among all minorities publicly acknowledge they need to embrace Latinos and Asians to win the White House. An emboldened Barack Obama is chafing to push forward comprehensive changes to the immigration policy.  Much of the noise around this issue has focused on dealing with the millions of undocumented workers.

But perhaps a more pressing issue (as I and Vivek Wadhwa argue in our book, “The Immigrant Exodus”) is reforming skilled immigration rules to allow more high-powered aliens to start companies, work, do research, and remain in America. A 2011 study found that nearly half of the Top 50 venture-backed companies in the U.S. had immigrants on the founding or top management teams. Another study estimated that 25% of publicly traded companies founded between 1990 and 2005, that had also received venture backing, had immigrant founders. A 2007 research project by Vivek Wadhwa and AnnaLee Saxenian found that 52% of science and technology companies in Silicon Valley, the global center of tech innovation, had at least one immigrant founder.


We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page.

Comments Off on The Easy Button: Making Hiring Less Painful for Startups

The Easy Button: Making Hiring Less Painful for Startups

Posted by | 30 October, 2012 | Hiring, Startup

Original post by Jessica via The Sourcery

The recent plague of acqui-hires is making it seem like there’s no talent rock left un-turned in Silicon Valley and San Francisco. This simply isn’t the case.

Things may seem dire, but you don’t need to make an offer to every developer that you meet. If you’re a funded startup, there’s still hope! You just need to make recruiting a priority and to spend the time and effort learning how to do it correctly. Or, paysomeone to do it for you (wink).

Here are a few things you need to do that most startups aren’t doing:
  • Market your career opportunities like they’re one of your products. It’s not just your SaaS software that needs to be talked up, but your open jobs need some love, too! Blog and tweet about your openings, write compelling copy, get visibility by sponsoring events, re-post your job openings, and keep your ads and website current.
  • Work the network of your whole company. Ask your employees for referrals. Make it easy for them. You can create an actual referral blurb that they can send out or post to their LinkedIn profiles. Ask your VC’s and board members for referrals. If they can’t send you the engineers you need, ask for a referral to a trusted recruiterwho can help.


We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page

Comments Off on Living a double life: being a parent at an early stage startup

Living a double life: being a parent at an early stage startup

Posted by | 29 October, 2012 | Startup

Original post by alyssaaldersley

As Noah Kagan recently put it so well: can I be real with you? Real real?

I’ve talked before about how I carve my day to squeeze every drip out of it. Shared my theories fortheming, a noble attempt to avoid drift and push for maximum focus. Described how I try to be disciplined with my schedule, working in bursts across a 16 hour day.

What I talk much less about is why I hack my life in such ways. About my “other job”, as parent to two small people.

Surely I must be crazy to grip onto the rocket ship that is life at an early stage startup, while also trying to be equally successful in my role as parent, no?

Some days I think perhaps I am, that it can’t be done. Those thoughts creep in whenever I’m struggling to keep my two lives separate; determined not to let my small people affect my work, or my work affect my small people. All while looking to escape assumed judgement for being a parent in a young man’s world – a place where parenting feels rare.

Slowly I’m starting to swing around. Realising I might be able to have my cake and eat it; to pull off caring for my small people without compromising my commitment to the rocket ship.

Realising that rather than being about a fight for separation [and perhaps segregation] of my double life, perhaps it’s really about acceptance and blending them, openly and honestly, into one.

I’d like to talk here about the challenges I encounter as I try to pull it all off. I know how useful it will be to me, to work through the complexities of parenting while riding a rocket ship, and it would be amazing to receive comments from others in the same position. I hope by sharing, it’s also helpful to others too.

Life’s a balancing act, or is it?

There’s always a ton of talk about ‘work-life balance’. In its purest form, the name suggests each significant area of your life should be evenly balanced and equally weighted. Therefore, as soon as one aspect appears to be receiving more attention than another, you invariably begin to feel off balance and out of control. A recipe for two-way guilt and stress if ever I heard it!

More recently, the buzz words have shifted to ‘work-life merge’ and ‘integration’. As their names suggest, the focus is on acceptance of your whole self. Rather than living two separate lives, struggling to keep each under control without affecting the other, you act openly and deliver positively to both. The guilt that comes with living in ‘middle state’ is not good for anyone, least of all yourself. Trust me on that one.


We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page

Comments Off on 3 tips for entering the US market: From Russia, with love of startups

3 tips for entering the US market: From Russia, with love of startups

Posted by | 25 October, 2012 | Silicon Valley, Startup

Original post by  via ventureburn

Culturally, socially and historically, Silicon Valley and Moscow are worlds (or at least 5800 miles) apart. But in a small pocket of Moscow, a growing number of entrepreneurs – supported by a growing number of enthusiastic local venture capitalists – are beginning to make the Russian capital a key pushpin on the tech startup map.

The international success of these startups will ultimately dictate how the Russian high-tech community is viewed, but there is a raw (and at times admittedly naïve) passion for creating high tech that has begun to get Russia international attention. Being part of this tightly knit and communally supportive group of Moscow-based startups for the past three years, I’ve learned first hand – alongside my fellow entrepreneurs – just how challenging it can be. For many of us, the big question is: when and how should we expand into the United States market?

Our startup, which allows website visitors to place calls to companies through their browsers, couldn’t wait to launch in the United States. We knew that’s where the biggest customers would be, where our most tech-savvy users would be, where the best startup advisors would be, where the top venture capitalist firms set up shop. But we put all of that on hold and bunkered down to focus on the technology and on acquiring customers in our own hemisphere first. Like a game of Risk, gradual expansion was probably the best business decision Zingaya made in the first year of our startup.

Here are three reasons why debuting in your own country before launching in the United States might make sense:

1. Good developers can come cheap

We’ve since moved some operations to the United States, which includes hiring American staff. That’s feasible for us now, but early growth and software development might not have been possible if we weren’t able to hire Russian programmers for a more reasonable cost (for us, at least) than the market rate of similarly skilled developers in the U.S. Technical knowledge is increasingly rapidly in places like Eastern Europe, and the global gap between U.S. developers and those abroad has narrowed significantly.


We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page.

Comments Off on Startup of the Week: InternAvenue

Startup of the Week: InternAvenue

Posted by | 25 October, 2012 | Jobs, Startup

Original post by

InternAvenue is an online recruitment tool that allows employers to access graduate interns in key business areas of interest. Companies can create a profile and search through prospective interns to find those candidates with the exact skills they are looking for, rather than posting a regular job ad. The company was founded by Oxford graduate and former lawyer, Dupsy Abiola. She recently appeared onDragon’s Den and secured £100,000 investment from Peter Jones. caught up with her.

Founder: Dupsy Abiola
Launched: September 2012
Employees: five
Funding: closing third round of angel investment

What problem do you solve?
Put simply, it is hard to just meet and hire the bright students and graduates you need without considerable investment of time and money. We believe businesses would benefit from direct access to the right types of candidates, right when they are needed.

How do you plan to make money?
Intern Avenue is free for students. We charge business a fixed fee for access. Other revenue streams are planned, but at present our focus is on providing our core value — reliable access to qualified and skilled applicants who can add value immediately upon hire.

What’s the biggest misconception about your business?
When you do something new, misconceptions are inevitable. I would not like people to mistake our platform for “just another niche job board”. Intern Avenue is a talent aggregator which operates like an on-demand introduction agency. We aim to support and enhance company hiring activities. We also help candidates by providing them with the ability to be headhunted and find accurate job market data in a space where this visibility is sorely lacking.


We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
Find out more information by visting the NYC Jobfair page

Comments Off on 8 Ways To Handle A Request For a Higher Starting Salary

8 Ways To Handle A Request For a Higher Starting Salary

Posted by | 3 October, 2012 | Jobs, Startup, Strategy

Original post by KAZIM LADIMEJI via

We all know the situation: It’s been a tough search with limited quality candidates and you’ve got a severely under-staffed internal team. At last, you find a great candidate who fits the bill and loves the company, and every thing is going fine until at offer stage they drop the clanger that they want a starting salary that was much higher than budgeted! What do you do? As a hiring manager or recruiter, you have to do your best to negotiate with this candidate making sure that if any raise is granted it does not upset the internal pay hierarchy or else you could be facing discord and a spate of pay rise requests leading to unhealthy levels of internal inflation.

We know that this can be an awkward situation that most recruiters and hiring managers will face from time to time and below we have set out eight ways to help you handle this difficult situation.

1. Buy yourself time

Don’t feel pressured into giving an immediate answer to a candidate’s request for a higher-than-budget starting salary, irrespective of whether your answer is positive or negative. Tell the candidate that you will need time to discuss this with your colleagues and superiors; let he or she see that there are barriers, e.g. other people that need to be convinced. Plant a seed of doubt in their mind.

2. Ask the employee if they have any evidence to back up their claims

Ask a candidate, “Do have any evidence to back up your claims for a higher starting salary as your reward department will need to see this in order to even consider a case.” Defer some of the decision making to other parties not present, and put some hurdles in place, so the candidate can see that while you are open, it will not be an easy ride and he or she will need to justify their case. This approach may help to deter the ‘chancers’, but the more determined will keep on pushing.


Comments Off on Where the startup jobs are [infographic]

Where the startup jobs are [infographic]

Posted by | 11 September, 2012 | Jobs, Startup

Original post by Aaron Lander via Pinterest


We’re delighted to announce we’re holding our second bi-annual Job fair this September in London

Comments Off on Would you like a patent search with your recruiting tool?

Would you like a patent search with your recruiting tool?

Posted by | 6 September, 2012 | Startup

Original post by  via cnet

If you thought patents were intruding into the tech industry just a wee bit too much, brace yourself. Now they can be part of the recruiting process.

TalentBin, a San Francisco startup that scrapes social media sites ranging from Quora to Twitter in order to index hiring prospects for recruiters, has added the U.S. Office’s patent database to the sources it scours for information on prospective employees.


We’re delighted to announce we’re holding our second bi-annual Job fair this September in London