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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.

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Looking forward to great event –  TechMeetups presents #TechStartupJobs Fair Berlin 2013 ,400+ job seekers, 20+ employers and 120+ open #job positions

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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.

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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.

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

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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.

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TechMeetups presents #TechStartupJobs Fair London 2013

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.

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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.

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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.

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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.

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We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
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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.

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We’re excited to announce we’re holding our New York City, US Job Fair on November 29.
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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.

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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.

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Startup of the Week: InternAvenue

Posted by | 25 October, 2012 | Jobs, Startup

Original post by WIRED.co.uk

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. Wired.co.uk 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.

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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
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Original post by KAZIM LADIMEJI via Recruiter.com

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.

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Where the startup jobs are [infographic]

Posted by | 11 September, 2012 | Jobs, Startup

Original post by Aaron Lander via Pinterest

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

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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.

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

Original post by  via Bostinno

Call millennials what you will, but Generation Y is ready to work and they’re ready to work in the startup world, according to a new study by software provider PayScale and research management firm Millennial Branding.

Corporate companies can’t lure 18 to 29 year olds in quite like the smaller companies who offer more flexibility, embrace the entrepreneurial spirit and have fewer social media restrictions can. (Unless you’re 23, that is. Then all bets are off.)

“This report confirms that Gen Y is an entrepreneurial group, highly versed in social media and prefers freedom and flexibility over big corporate policies,” said Dan Schawbel, founder of Millennial Branding, in a press release.

Although the group can be swayed by larger tech companies who offer higher salaries, less stress and a compelling culture, including Google, Intel and Microsoft, the highest concentration (47 percent) of Gen Y workers are still at companies with less than 100 employees. Only 23 percent of respondents work at behemoth brands with more than 1,500 employees.

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

Original post by  via TNW

Silp, the Swiss startup behind a namesake social recruiting service that was launched a mere 12 days ago (as covered by GigaOm and others), has seen a tremendous amount of uptake – much to its own surprise.

Silp co-founder Dominik Grolimund, who previously sold his online storage startup Wua.la to LaCie (which was itself later acquired by Seagate), tells me over 700,000 users have signed up for the service to date, in less than 2 weeks.

So what gives?

Silp is a Web-based service that matches jobs with a user’s pre-defined skills and social graph in order to surface great career opportunities – but only when they arise (Grolimund calls this ‘passive recruitment’).

Able to mine a mountain of data available through (primarily) Facebook, LinkedIn, Twitter, GitHub and other services, Silp’s promise is that you will never have to look for a better job again – instead, it will find you.

It thus differs greatly from job boards like Monster and social recruiting apps like BranchOut and others.

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

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How Much Should A Startup Founder/CEO Pay Herself?

Posted by | 28 August, 2012 | Startup, Strategy

Original post by Chris Sheehan via OnStartups

Back in 2008, Peter Thiel did an interview at TechCrunch50 in which he said one of the most important things he looks at before investing is how much the CEO is getting paid.

The lower the CEO salary, the more likely it is to succeed.

The CEO’s salary sets a cap for everyone else. If it is set at a high level, you end up burning a whole lot more money. It [a low salary] aligns interest with the equity holders. But [beyond that], it goes to whether the mission of the company is to build something new or just collect paychecks.

In practice we have found that if you only ask one question, ask that.

What’s the average salary for CEOs from funded startups? Thiel was hesitant to answer, but eventually said $100-125k.

An interesting perspective. I’m not sure that it’s a leading predictor of success, but it certainly is a very important aspect at the seed stage because cash is so precious. The more a CEO pays herself, the less runway available to hit milestones.

  1. Stating the obvious, salary needs can vary widely. A founder with no mortgage, kids, etc will have different cash needs than a founder that has a minimum cash hurdle to clear (in the absence of being very wealthy)
  2. The amount raised in a seed round has an obvious impact. I know a couple of cases where if bigger seed rounds had been raised, the founders would probably have bumped up their salaries a little
  3. The percent equity owned by the CEO post the seed financing varies as a function of not just the size and terms of the seed round, but quite significantly, by the number of founders and how equity is divided up between them. While not a direct driver of cash salary, the amount of equity owned can have a psychological impact on salary expectations.

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Are Junior Developers Best for Startups?

Posted by | 15 August, 2012 | Jobs, Startup

Original post by ITBusinessEDGE

It sounded pretty cool when I wrote last November about startup Pikimal, which was taking really smart folks in other majors — philosophy, political science — and letting them learn Ruby on Rails on the job.

In a post at OnStartups.com, Avi Flombaum, dean of The Flatiron School, argues that most startups don’t need to hire hire senior engineers. In fact, he says:

… for most products, seeking out rockstar senior engineers is like hiring Picasso to paint your apartment.

Flombaum, of course, has an agenda. The Flatiron School offers an intensive 12-week program to train developers in languages such as Ruby. It’s pricey: the course costs $5,500. He also recommends competitors  Dev Bootcamp in San Francisco and Code Academy in Chicago, though. There are others. Free online school Codecademy just added Python to its offerings.

Too often, companies don’t want to train people and don’t want to allow them time to grow into jobs. IT, though, can be a career that doesn’t require a college degree  —  in fact, itmight not even require a high school diploma. I’ve been concerned, though, when recruiters tell me that employers are looking for developers with five years or less of experience.

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

Original post by 

Talent may be the scarcest resource for many startups in Europe. Some entrepreneurs creating innovative digital travel companies say they struggle with recruiting programmers, developers, sales chiefs, and user-experience engineers.

We asked some European entrepreneurs about hiring. Is it tough right now?

Over in Berlin, Gidsy, a site that offers tours and activities, often hosted by members of the Gidsy community, has also found hiring to be tough. Says Edial Dekker, founder of Gidsy:

Finding experienced people is probably the hardest. There are fewer companies in the Europe that have faced extreme growth, so it is very likely you have to find people from abroad.

The good thing about Europe, is that it is very attractive and easy to move to. Among startups, there’s a lot of competition, and that’s great actually.

All of these roles are difficult to fill. Berlin is like a magnet for talented people worldwide, and that’s a great benefit of being based here. We’re looking for people who’re better than we are.

Gidsy is hiring for a few technical positions. For instance, this week it hired an engineer who is who is “well versed in Django,” the open-source content management software. It is also still looking for someone who can do operations and sales.

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

Original post by Jolie O’Dell via VB

Chute, a startup that helps developers quickly and easily bring multimedia content into their apps, has just sealed a $2.7 million funding deal with a few of the usual suspects in Silicon Valley early-stage investment.

Josh Felser’s firm, Freestyle Capital, led the round, which saw participation from Battery Ventures, U.S. Venture Partners, and a handful of corporations and individuals, including Salesforce.com, Klout co-founder Joe Fernandez, and a few others. It was all very chummy, and then everyone had cake.*

*Probably not that last part.

What Chute does is quite interesting. The startup, which got its sea legs at Y Combinator, makes it simple for developers to get images into their apps with “a cloud-based backend for image uploading, processing, moderation, third-party API integrations, and user authentication,” all with a few lines of code.

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Staff of startup BostInno shares advice for success

Posted by | 23 July, 2012 | Startup

Original post by Sonia Su via USATODAY

There’s one phrase that many journalists like to hear and use: “You learn something new every day in journalism.”

This is certainly true for local news outletBostInno.com, which combined “Boston” and “innovation” to form its name. What began in 2008as a community startup blog has matured into a full news platform that is attempting to reinvent city news online.

“Here at BostInno, we believe that the future of local news needs to be community-driven — the days of a small group of people informing the rest of us about what we need to know are a thing of the past,” wrote Chase Garbarino, co-founder and CEO of Streetwise Media. “The Internet and digital technologies now enable anyone to be a publisher, which has created a large opportunity for the creation of a much more democratic news platform which brings together the diverse set of voices and opinions that reside in any city.”

Whether you hope to be a journalist or an entrepreneur, this is your chance to learn something new with an inside look into the BostInno team as they share their experiences and tips for college students.

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Original post by  via openviewpartners

When kicking off a search for a new employee, it is important to have a clear picture of what you want to do so you can focus on the goal. Setting expectations for the search is key. Most expansion-stage companies have multiple openings running simultaneously, so having a written recruiting plan is essential to stay on track.

Before you start recruiting make sure you can answer these questions:

  1. What is the search?
  2. Who are the decision makers?
  3. What are the constraints on the search?
  4. What are the criteria for the search?
  5. What is the recruiting strategy?
  6. What is the projected outcome?

Next, create a recruiting plan for the hiring strategy:

Phase 1: Planning

  • Determine who the decision makers are and work with hiring managers to define the job profile, budget, interview process and projected timeline. Create a targeted job description based on essential functions and qualifications for position.

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