Startup

Masked

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!

Pros:

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

Cons:

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
Self-starter
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, Code.org, 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?

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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.

Sources: weirdlyhub.com

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IMAGE: SHIRONOSOV
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.

sales-meeting

IMAGE: ARIEL SKELLEY/BLEND IMAGES/CORBIS

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.

 

teamwork

IMAGE: YURI_ARCURS

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.

 

successes-and-failures

IMAGE: BLOOMBERG/CONTRIBUTOR

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.

looking-away

IMAGE: HERO IMAGES INC./HERO IMAGES INC./CORBIS

“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 Priceline.com — 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.

Great post by ERIN GREENAWALD FOR THE MUSE via http://mashable.com

How can Techmeetups.com help you ?

Delivering Startup Happines www.techmeetups.com

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

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

startup-job-interview

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.

happy-workers

“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  www.iamwire.com

How can Techmeetups.com help you ?

Delivering Startup Happines www.techmeetups.com

We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have www.techstartupjobs.com 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.

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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

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.

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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.

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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.

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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.

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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.

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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.

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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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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.

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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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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.

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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.

Comments Off on Startup of the Week: InternAvenue

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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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 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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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

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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.

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Comments Off on The Entrepreneurial Generation: Millennials Prefer to Work at Startups

The Entrepreneurial Generation: Millennials Prefer to Work at Startups

Posted by | 29 August, 2012 | Startup

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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Comments Off on Social recruiting app Silp recruits 700,000 users, 12 days after launch

Social recruiting app Silp recruits 700,000 users, 12 days after launch

Posted by | 29 August, 2012 | Startup

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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Comments Off on How Much Should A Startup Founder/CEO Pay Herself?

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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Comments Off on Are Junior Developers Best for Startups?

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

Comments Off on Startups in Europe speak out about the struggle to hire talent

Startups in Europe speak out about the struggle to hire talent

Posted by | 1 August, 2012 | Startup

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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