Podcasts about TechCrunch

Hello and welcome back to Equity, a podcast about the business of startups, where we unpack the numbers and nuance behind the headlines.This is our Wednesday show, where we niche down to a single topic, think about a question and unpack the rest. And, I mean, are you surprised what we're working with this week? Of course we're talking about Flow, Adam Neumann's a16z-fueled return to real estate that is already reportedly valued above $1 billion.This week, Natasha asked: Is the return is a result of vision, track record, or Adam Neumann-privilege? She's joined by Anita Ramaswamy, the co-host of TechCrunch's crypto-focused podcast Chain Reaction. The duo wrote a piece about the tech community's reaction to Neumann's new startup, so consider this episode a mic'd up follow-up:The news, what we know, and what we still don't - including how much of that $350 million check is cashThe reporter's notebook take on how to cover news that is sensationalist in nature. Do we give oxygen to something that is meant for a reaction? And when is something worth capturing versus worth waiting to see materialize?Why folks get checks, and Neumann's background in vision, track record and ability to raise money. After all, to succeed in becoming a venture-backed founder, all you need to be able to do is be good at getting venture backed.How this fits into the female founder takedown story - and why people need to stop comparing Neumann to Elizabeth Holmes. Fraud, my friend, is complicated.https://techcrunch.com/2022/08/15/tech-industry-reacts-to-adam-neumanns-a16z-backed-return-to-real-estate/Equity drops every Monday at 7 a.m. PDT and Wednesday and Friday at 6 a.m. PDT, so subscribe to us on Apple Podcasts, Overcast, Spotify and all the casts.

Today's topic is PR...PR or "earned media" is very attractive. Authentic content and engagement that you dont have to pay for. Its like SEO for press.Sounds great? So why isn't everyone doing it? Because it's hard and expensive.As the host of a moderately successful podcast, I get a lot of pitches from PR firms and they're mostly awful. Or we've had clients hire PR firms and feel like they flushed $10K/mo down the toilet.So how do you do it right? Like many things, the answer might be Do It Yourself, at least at first.The attraction is clear. Who wouldn't want to be featured in Wirecutter, GQ, Engadget, Techcrunch, Forbes, CNN, Wall Street Journal, or even huge YouTube channels like iJustine. Our guest today has, and he's going to tell us how to do it.Our guest today has been doing PR for eight years as part of his role at NOMAD GOODS. We're joined by listener & recurring guest Chuck Melber. During his tenure at Nomad he has established a strong foundation in advertising, email marketing, affiliate marketing, PR, and influencer marketing.Show LinksNOMADCisionStreakSponsorsFree 30-day trial of Zipify OCU - To get an unadvertised gift, email help@zipify.com and ask for the "Tech Nasty Bonus".Back up your store with RewindTry Bold Product Upsell, free trialPrivy: The Fastest Way To Grow Sales With Email & SMSNever miss an episodeSubscribe wherever you get your podcastsJoin Kurt's newsletterHelp the showAsk a question in The Unofficial Shopify Podcast Facebook GroupLeave a reviewSubscribe wherever you get your podcastsWhat's Kurt up to?See our recent work at EthercycleSubscribe to our YouTube ChannelApply to work with Kurt to grow your store.

Brook Daniels is a phenomenal CEO who's proven methods have allowed her clients to secure over 75 million dollars in venture capital funding.  She's been seen in USA Today, featured in Tech Crunch, and is one of the sharpest minds in the D.E.I. and tech spaces, where she sits on various boards and partners with some of your most recognized companies to help secure mutually beneficial, long lasting career paths for black and brown innovators of color. In this episode, Brooke gives a deep dive into her key business strategies and reasons behind her massive success. She is a speaker, a mentor, a CEO, and amazing business strategist.Guest Social: https://www.facebook.com/thebrookedanielsHost Site: https://www.hawkvisionpodcast.com/Host Social: https://www.facebook.com/HawkVisionPodcast/?ref=page_internal #BusinessCoachingForWomen#BusinessStrategist#CEOMindset#MindsetCoach#CareerCoach#OnlineBusiness#HowToLaunchABusiness#PublicRelations#PodcastInterviews#VisionariesOnly#PRcollaborations#SuccessLivesHere#HowToLaunchAPodcastSupport the show

More about Fatima and SugarFatima Dicko is the founder & CEO of Sugar, a platform that helps apartment residents feel more at home.  Before Sugar, Fatima spent 5 years at P&G as a senior engineer on a product team developing products 3-10 years away from market. Fatima came to the U.S. from Mali at a young age and grew up in New York City, receiving her B.S. in Chemical Engineering from Columbia University and MBA from Stanford Business School.  Fatima is a frequent mentor and volunteer for organizations such as Built By Girls, Black Girls Code and MLT. She was named as '18 Inspiring Women to Watch' by Inc and listed on the 2021 Forbes 'Next 1000' list. She has also been featured in TechCrunch, Business Insider, Crunchbase, Black Enterprise and CNBC.Sugar allows residents to pay rent, unlock doors, socialize with neighbors and easily communicate with management - all inside a single app. By elevating the residential experience at their properties, Sugar helps managers attract new residents, increase lease renewal rates and introduce additional revenue streams. Follow Fatima on Twitter Connect with Fatima on LinkedIn Follow Sugar on Twitter Check out Sugar

Open banking aims to introduce common, open, shared standards for the secure exchange of financial data. As a result, whether you bank with one bank or five, fintech or credit union, JPMC or PayPal, you can finally see all your accounts together, in one place - a concept known as account aggregation. In this episode, Eyal discusses this concept with Rolands Mesters, the CEO and Co-Founder of Nordigen, a European account aggregator who provides connectivity to thousands of banks, absolutely free. A regular guest at fintech events, Rolands has been featured by the industry's leading media outlets, including TechCrunch, Sifted and Medium, was included in Forbes 30 under 30, and is considered one of the foremost experts on open banking worldwide. During their discussion, Eyal and Rolands explore the story of account aggregation, including how it began, where it's going in the future and why it might just be the key to building open banking for all.Specifically they discuss: The definition of account aggregationOrigins of account aggregation as a conceptThe impacts of open banking on aggregationHow bank connectivity became commoditized The new role of the account aggregatorThe democratization of open banking Including developers in the narrative

Welcome back, this week Anita and Lucas interviewed MC Lader, COO of Uniswap Labs, the entity managing the world's largest decentralized crypto exchange. A former managing director at asset management firm BlackRock, Lader explained how her management team oversees a fully decentralized protocol and shared her thoughts on the exchange's future path to profitability.Subscribe to the Chain Reaction newsletter to dive deeper: https://techcrunch.com/newslettersHelpful links:https://techcrunch.com/2022/06/21/uniswap-acquires-nft-marketplace-aggregator-genie/https://techcrunch.com/2022/04/15/uniswap-labs-coo-says-mainstream-crypto-adoption-hinges-on-accessibility-and-ease/https://techcrunch.com/2022/04/11/defi-giant-uniswap-launches-venture-arm-to-invest-in-other-crypto-companies/

We all have a right to clean air but chances are you aren't getting accurate air quality data—Davida Herzl the co-founder and CEO of Aclima is looking to change that. In this episode, she talks with Jordan and Darrell about the struggles she faced trying to start a climate company right after the clean tech bubble burst, how she's stayed laser-focused on her mission, and how working with state governments is paramount for her company and measuring air-quality at scale. Subscribe to Found to hear more stories from founders each week.Connect with us:On TwitterOn InstagramVia email: found@techcrunch.comCall us and leave a voicemail at (510) 936-1618 Take our listener survey and let us know a bit about yourself and what you think of Found

This week, Eoin Fitzgerald and Pete Townsend riff on Pete's trip to the US last month with the sheer ridiculousness of the 8 different combinations of point-of-sale authorizations he experienced with a single Revolut card, Starling Bank's re-prioritization of a presence in the Irish banking market, the hunt for crypto talent by EU regulators, Vitalik's view on giving people what they want in the Metaverse, fintech micro-lender Umba's deal for Daraja and Tomo Credit's big round to make credit scores obsolete. SUMMER SCHEDULE UPDATE – This is our mid-summer episode for August and we'll be back with our regular weekly cadence come September. This episode of MoneyNeverSleeps is sponsored by Philip Lee, one of Ireland's fastest-growing corporate law firms and expert advisors at the heart of the Dublin and London start-up, fintech and crypto communities. STORIES WE COVERED: Starling Bank pulls plans to offer services in Ireland (RTE News, 18-Jul-22) EBA warns talent shortage will hamstring crypto regulation (Finextra, 2-Aug-22) Vitalik: Metaverse ‘Is Going to Happen' but Meta's ‘Will Misfire' (Decrypt. 31-Jul-22) Apple Accused Of Potential Consumer Data Misuse With Its ‘Buy Now, Pay Later' Service (Forbes, 27-Jul-22) US-based fintech Umba buys majority stake in Kenya's Daraja microfinance bank (TechCrunch, 3-Aug-22) TomoCredit raises $22M at a $222M valuation toward its goal of making credit scores ‘obsolete' (TechCrunch, 21-Jul-22) Founder's Field Guide: David Velez (Nubank) – Building the Branchless Bank (Podcast, 8-Jul-21) Tim Ferriss Show: Balaji on the Difference between Nations, States and Nation States (YouTube, 9-Jul-22) LINKS: Leave a review on Apple Podcasts | Podchaser Subscribe on Apple Podcasts | Spotify | Google | Overcast Check out our MoneyNeverSleeps website Subscribe to our newsletter on Substack Follow MoneyNeverSleeps on Twitter Follow Eoin Fitzgerald on Twitter Follow Pete Townsend on Twitter Get in touch at info@moneyneversleeps.ie

This week, Eoin Fitzgerald and Pete Townsend riff on Pete's trip to the US last month with the sheer ridiculousness of the 8 different combinations of point-of-sale authorizations he experienced with a single Revolut card, Starling Bank's re-prioritization of a presence in the Irish banking market, the hunt for crypto talent by EU regulators, Vitalik's view on giving people what they want in the Metaverse, fintech micro-lender Umba's deal for Daraja Lending and Tomo Credit's big round to make credit scores obsolete. *SUMMER SCHEDULE UPDATE* - This is our mid-summer episode for August and we'll be back with our regular weekly cadence come September. This episode of MoneyNeverSleeps is sponsored by Philip Lee, one of Ireland's fastest-growing corporate law firms and expert advisors at the heart of the Dublin and London start-up, fintech and crypto communities. STORIES WE COVERED: EBA warns talent shortage will hamstring crypto regulation (Finextra, 2-Aug-22) Apple Accused Of Potential Consumer Data Misuse With Its ‘Buy Now, Pay Later' Service (Forbes, 27-Jul-22) Vitalik: Metaverse ‘Is Going to Happen' but Meta's ‘Will Misfire'(Decrypt. 31-Jul-22) US-based fintech Umba buys majority stake in Kenya's Daraja microfinance bank (TechCrunch, 3-Aug-22) Starling Bank pulls plans to offer services in Ireland (RTE News, 18-Jul-22) TomoCredit raises $22M at a $222M valuation toward its goal of making credit scores ‘obsolete' (TechCrunch, 21-Jul-22) LINKS: Leave a review and subscribe on Podchaser| Apple Podcasts | Spotify| Google| Overcast Check out our MoneyNeverSleeps website Subscribe to our newsletter on Substack Follow MoneyNeverSleeps on Twitter Follow Eoin Fitzgerald on Twitter Follow Pete Townsend on Twitter Get in touch at info@moneyneversleeps.ie --- Support this podcast: https://anchor.fm/moneyneversleeps/support

Welcome back, this week Lucas and Anita welcome Jacquelyn Melinek as a new permanent co-host on Chain Reaction. They dove into the hot crypto topics of the week, including the $190 million draining of the Nomad bridge by both ‘black-hat' and ‘white-hat' hackers. They also discussed the widespread Solana wallet attack and a particularly deep round of layoffs at Robinhood.You'll notice something different about the show this week besides a new co-host -- we're splitting up the news analysis and interview segment into different episodes! On Tuesdays you'll hear us sit down with experts in the crypto space and on Thursdays, we'll dive into the hottest web3 topics of the week. Catch us early next week for an interview with Uniswap COO MC Lader.Subscribe to the Chain Reaction newsletter to dive deeper: https://techcrunch.com/newslettersHelpful links:https://techcrunch.com/2022/08/03/solana-wallet-hack/https://techcrunch.com/2022/08/02/nomad-chaotic-exploit-crypto/https://techcrunch.com/2022/08/02/robinhood-23-layoff-vlad-tenev-responsibility-hiring/https://techcrunch.com/2022/07/27/the-outlook-is-getting-more-complicated-for-metas-virtual-reality-dreams/https://techcrunch.com/2022/08/03/upstreams-new-vault-could-help-nft-holders-sleep-at-night/https://techcrunch.com/2022/08/03/solanas-speedy-approach-to-crypto-is-attracting-developers-despite-hiccups/

Hello and welcome back to Equity, a podcast about the business of startups, where we unpack the numbers and nuance behind the headlines.This is our Wednesday show, where we niche down to a single topic, think about a question and unpack the rest. This week, Natasha and Alex asked: Is it the bootstrapper's time to jump on the venture treadmill?The episode was inspired by Natasha's recent Startups Weekly column, "The bootstrapped are coming, the bootstrapped are coming" and the companion TechCrunch+ piece, "Will once-bootstrapped startups turn to venture during a watershed moment?" But, of course in classic Equity style, we continued the conversation with nuance and numbers as a focus.Here's what we got into:The definition of bootstrapping, and our own additions and subtractionsThe trend of more bootstrapped companies taking on venture, or at least more venture capitalists being interested in bootstrapped companiesWhat the heck is a venture treadmill, and what to drugs have to do with it?We ended by both agreeing that we are, indeed, the best.There's ample history when it comes to bootstrapping companies eventually raising money. We just want to know if it is going to happen more often today, and earlier. Let's chat!Equity drops every Monday at 7 a.m. PDT and Wednesday and Friday at 6 a.m. PDT, so subscribe to us on Apple Podcasts, Overcast, Spotify and all the casts.

Comics are the foundation for so many movies, TV shows, and video games however creators still struggle to be fairly compensated for their material. Chris Giliberti founded Zestworld, a creator-centered platform that offers solutions for the artist to publish their work, manage commissioned artwork, and own their IP and licensing. In this episode Chris and Darrell nerd out about upcoming projects, the best ways to monetize digital custom art, and building a community online that feels like walking through your local comic book store. Jordan is also there, just not nerding out because she has yet to find the comic book for her.  Subscribe to Found to hear more stories from founders each week.Connect with us:On TwitterOn InstagramVia email: found@techcrunch.comCall us and leave a voicemail at (510) 936-1618

Liam Martin has been leading as many as 150 remote employees in 43 different countries, without a single company office, for over 15 years.  Most of us have only been working remote for 2-3 years.    What results has he achieved?  Liam and his team have grown his companies' revenue, Time Doctor and Staffing.com, well into eight figures.  That is tens of millions of dollars, and success by anyone's measure!  So, what's he doing that we should be doing?  Liam explains on this podcast and in his new book, Running Remote: Master the Lessons from the World's Most Successful Remote-Work Pioneers.  Managing people remotely is not what most people think.  It is NOT simply transferring the same management style into the digital world.   Liam talks with David about how leading remotely is a completely different animal.  It requires a distinct methodology from the one used to manage people inside an office.    Join this podcast to learn some of the mindset and strategies that the world's most successful remote work leaders developed to grow their organizations from the ground up.  In addition to running his companies, Liam is also a co-organizer of the world's largest remote work conference — Running Remote. Liam is an avid proponent of remote work and has been published in Forbes, Inc, Mashable, TechCrunch, Fast Company, Wired, The Wall Street Journal, The Next Web, The Huffington Post, Venturebeat, and many other publications specifically targeting the expansion of remote work.  -------   This Manage 2 Win Podcast episode is brought to you by Habitly.  I (David) review Habitly best practices regularly, and teach these essential people skills to clients weekly.  This advice has changed my life, and made millions for our clients.  I started developing Habitly content in 2004.  Habitly's powerful best practices have now been taught to thousands of people worldwide.  For instance, you can learn how to Create time in your day;  Get more from meetings;  Stay calm;  Achieve significant targets;  and Become a great leader.  Simply study and apply the expert knowledge provided in Habitly courses and micro-learning episodes.   Whether you're just out of college, or someone with over 20 years work experience, learn the habits of highly successful people on Habitly.    Test drive Habitly for 7 days on us!  This includes full access to the entire Habitly knowledgebase – www.habitly.com.   

Early Struggles In Building the Business - Nick Mattingly, Co-Founder & CEO; Switcher | Riderflex - Recruiting & Sourcing Nick is a livestreaming and social video expert. He leads the Switcher Studio team as CEO and co-founder. Since 2014, he has led the company to partnerships with Facebook Live, LinkedIn, Microsoft Stream, and beyond, and has garnered features in TechCrunch, USA Today, Inc. Magazine, and BBC. Nick is also a member of the highly competitive Endeavor Entrepreneur network. Switcher helps organizations and creators make affordable, high quality video. Switcher Studio lets you connect multiple iPhones and iPads to create unforgettable, multicamera live videos complete with text, graphics, editing, and effects. Share the moment with the world by streaming directly to Facebook, YouTube, LinkedIn, Microsoft Stream, and beyond. Switcher Studio: https://www.switcherstudio.com Watch the Full Interview: https://youtu.be/l43QNOpioX8 On the Riderflex podcast, CEO Steve Urban interviews some of the most successful entrepreneurs, CEO's, and business leaders. Hear them tell the "REAL" stories of what it's like to start and lead businesses. Riderflex is a national, Colorado based, premier headhunter, RPO and employment agency; recruiting and searching the top talent for staffing your teams. Top Executive Recruiting Firm - https://riderflex.com/ Podcast sponsor: Marketing 360 is the #1 platform for small business and it's everything you need to grow your business. marketing360.com/riderflex #nickmattingly #switcherstudio #videocreation #podcast #interview #entrepreneur #ColoradoRecruitingFirm #TopExecutiveRecruitingFirm #staffingagency #employmentagency #headhunter #recruitingfirm #staffing #staffingfirm #Denver #Colorado #National #Riderflex --- Support this podcast: https://anchor.fm/riderflex/support

Tim Parkin is a global consultant, advisor, and coach to marketing executives of many world-renowned brands. He specializes in helping marketing teams optimize performance, accelerate growth, and maximize their results. By applying more than 20 years of experience merging behavioral psychology and technology seamlessly, Tim has unlocked rapid and dramatic growth for global brands and award-winning agencies alike. Tim is a speaker, author, and thought leader who has contributed to AdWeek, Forbes, MarTech, TechCrunch, and dozens of other marketing outlets. He is also a member of the American Marketing Association, the Society for the Advancement of Consulting, and was inducted into the Million Dollar Consulting Hall of Fame. In this episode, he shares how we can optimize marketing frameworks to attract more customers and drive growth. Insights he shares include: What do you mean by "marketing inside out" and missing out on the fundamentals of marketingThe key components to a marketing framework that most businesses overlookAre marketing best practices worth striving for or are there better ways to approach the problem of addressing problems in marketingWhat does this marketing framework look likeBook of knowledge - what is it and why develop itHow best to balance strategy and a marketing frameworkHow to pick the right marketing framework for your businessWhy you shouldn't invest in best practices and what to invest in insteadWhat data to collect to create remarkable customer experiencesWhy invest in building out a test-driven marketing framework? What is it and what does it look likeand much much more ...

ABOUT: Liam is a serial entrepreneur who runs Time Doctor and Staff.com — one of the most popular time tracking and productivity software platforms in use by top brands today. He is also a co-organizer of the world's largest remote work conference — Running Remote. Liam is an avid proponent of remote work and has been published in Forbes, Inc, Mashable, TechCrunch, Fast Company, Wired, The Wall Street Journal, The Next Web, The Huffington Post, Venturebeat, and many other publications specifically targeting the expansion of remote work. Liam's products and services are defined by the concept of giving workers the flexibility to work wherever they want, whenever they want. He holds an undergraduate and graduate degree in Sociology from McGill University. He lives in Canada but travels 3-6 months out of the year due to his ability to work wherever and whenever he likes. While he travels around the world a few times a year, he usually spends time in Austin, Las Vegas, and Ubud. He encourages others to work remotely while he's on his travels. Liam has also co-authored a book - Running Remote - focused on remote work methodology. In this revolutionary guide, Liam and his co-founder, Rob Rawson, have unearthed the secrets and lessons discovered by remote work pioneering entrepreneurs and founders who've harnessed the async mindset to operate their businesses remotely in the most seamless, hassle-free, and cost-effective manner possible. STAY CONNECTED: Email: liam@timedoctor.com Email: liam@runningremote.com Website: https://www.timedoctor.com Website: https://runningremote.com Instagram: https://www.instagram.com/liamremote/ Instagram: https://www.instagram.com/runningremote Youtube: https://www.youtube.com/runningremote Personal LinkedIn: https://www.linkedin.com/in/liammcivormartin/ Company LinkedIn: https://www.linkedin.com/company/time-doctor/ Company LinkedIn: https://www.linkedin.com/company/running-remote/ __________________ Thank you again for joining us today! If you know anybody that would benefit from this episode please share it with them and help spread the knowledge and motivation. Don't forget to show your support for the Rise Up For You Podcast by writing a review on iTunes. Your feedback helps the success of our show and pushes us to continuously be better! Check out www.riseupforyou.com for more podcast episodes, webinars, events, and more to help you get to the next level in your personal and professional life! You can also follow us on Facebook, Instagram, LinkedIn, and Youtube @riseupforyou Looking for more support? Grab your free coaching call with our team completely FREE! Bring your questions about Confidence, Leadership or Business and we will assign you the best coach to provide customizable support. SCHEDULE YOUR FREE CALL HERE riseupforyou.com/coaching

This week: Streamers get punched in the Peacock.   Nielsen Ratings   Show Notes   Hulu reverses policy on political ads after blowback | The Hill   Roku plunges 25% after missing earnings   NBCUniversal CEO Jeff Shell Sees Advertising “Choppiness”, But Calls Rising Streaming Competition A “Validation” Of Peacock Model – Deadline   Peacock's paid subscribers stayed flat at 13 million, losses widen to $467 million | TechCrunch   ‘Abbott Elementary' Full Seasons To Stream On Both HBO Max & Hulu – Deadline   ‘Gordita Chronicles' Canceled After One Season At HBO Max – Deadline   Report: YouTube is in the running for NFL Sunday Ticket | Ars Technica   Netflix Greenlights Documentary On Software Pioneer John McAfee, Who Went On The Run After His Neighbor Was Murdered In Belize   Netflix, Joe & Anthony Russo And Ryan Gosling Are All In On 'The Gray Man' As Sequel & Spinoff In The Works: Q&A   ‘The Wilds' Canceled By Prime Video After 2 Seasons – Deadline   'Eragon' TV Series Adaptation in Development at Disney+ - Variety   ‘iCarly' Renewed For Season 3 By Paramount+ – Deadline   Krysten Ritter To Star In ‘Orphan Black: Echoes' AMC Networks Series   ‘Moonhaven' Renewed Season 2 AMC+ – Deadline   ‘Max Headroom' Series Reboot Starring Matt Frewer In Works At AMC Networks From Christopher Cantwell & Elijah Wood's SpectreVision   Recommendations   Harley Quinn   The Resort   Only Murders in the Building   Stardew Valley

James Altucher talks about the dangers of habits Episode 2431: Habits Can Make You Stupid And Then Kill You by James Altucher James Altucher is an American hedge fund manager, entrepreneur, bestselling author, and podcaster. He has founded or cofounded more than 20 companies and says he failed at 17 of them. He has published 11 books, and is a regular contributor to The Financial Times, TechCrunch, and The Huffington Post. USA Today named his book Choose Yourself one of the 12 Best Business Books of All Time. The original post is located here: https://jamesaltucher.com/blog/habits-make-stupid/   Visit Me Online at OLDPodcast.com  Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalLivingDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Hello and welcome back to Equity, a podcast about the business of startups, where we unpack the numbers and nuance behind the headlines.Alex, Natasha and Mary Ann got together with Grace once again this week for our weekly roundup show, and hot dang was there a lot to talk about. So much so that we actually had to cut one topic from our notes, any guesses what that may have been?Regardless, here's the rundown:We had a big fintech theme this week, kicking off with the huge news that Jack Ma is giving up control of Ant Financial. Two specific tidbits stood out around Ant's origin story and Ma's flex of an ownership hold.From there, it was time to talk Guava, Pogo, and TomoCredit, our Deals of the Week. The focus here was around just how inclusive certain fintechs can be, so thank you to founders who remind us to raise the bar constantly.Next up? A new solo fund that broke out of a16z. Why leave to do a scary thing when risk is high? We talk about that, fintech innovation, and Rex Salisbury's LP base. (Plus, more on solo founders coming soon on TechCrunch+).Then we dug into Mary Ann's behemoth investor survey, and closed with a look at the Coinbase-SEC situation.And we had a great time to boot! Chat soon!Equity drops every Monday at 7 a.m. PDT and Wednesday and Friday at 6 a.m. PDT, so subscribe to us on Apple Podcasts, Overcast, Spotify and all the casts.

James Altucher talks about the dangers of habits Episode 2431: Habits Can Make You Stupid And Then Kill You by James Altucher James Altucher is an American hedge fund manager, entrepreneur, bestselling author, and podcaster. He has founded or cofounded more than 20 companies and says he failed at 17 of them. He has published 11 books, and is a regular contributor to The Financial Times, TechCrunch, and The Huffington Post. USA Today named his book Choose Yourself one of the 12 Best Business Books of All Time. The original post is located here: https://jamesaltucher.com/blog/habits-make-stupid/   Visit Me Online at OLDPodcast.com  Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalLivingDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Meta reporta pérdidas, Twitter experimenta con Estados y SKY ofrecerá servicios de telefonía través de AT&TPuedes apoyar la realización de este programa con una suscripción. Más información por acáNoticias: -La división de televisión satelital de Grupo Televisa, SKY, ofrecerá servicios de telefonía utilizando la red de AT&T.-Sony está probando nuevas funciones en la beta de actualización para su PlayStation 5, incluyendo la opción de una resolución de 1440p.-Twitter comentó a TechCrunch que está probando la incorporación de estados en los tuits con usuarios selectos-Google anunció que retrasará la eliminación gradual de cookies de terceros en Chrome hasta la segunda mitad de 2024. -Meta reportó un descenso del 1% de sus ingresos trimestrales, reportando la primera caída de la empresa de Mark Zuckerberg desde que cotiza en la bolsaDiscusión: Meta perdió 2,800 MDD con Reality Labs See acast.com/privacy for privacy and opt-out information. Become a member at https://plus.acast.com/s/noticias-de-tecnologia-express.

  Is marketing's focus on the customer misplaced, even harmful? We discussed this radical idea with Tim Parkin, a global consultant and coach to marketing executives at many world-renowned brands. While marketers have been focusing on the customer, Tim contends that we have neglected our internal teams. They find themselves without the processes, collaboration, and alignment needed to make marketing to customers work. Join us as Tim explains why he rates most large corporate marketing teams only a 3 out of 10 and gives us an action plan to make this right. HINT: It is tied to a clever combination of skill-based retention and a disciplined process. About our Guest: Tim Parkin is a global consultant, advisor, and coach to marketing executives of many world-renowned brands. He specializes in helping marketing teams optimize performance, accelerate growth, and maximize their results. By applying more than 20 years of experience merging behavioral psychology and technology seamlessly, Tim has unlocked rapid and dramatic growth for global brands and award-winning agencies alike. Tim is a speaker, author, and thought leader who has contributed to AdWeek, Forbes, MarTech, TechCrunch, and dozens of other marketing outlets. He is also a member of the American Marketing Association, the Society for the Advancement of Consulting, and was inducted into the Million Dollar Consulting Hall of Fame. WVU Marketing Communications Today: Horizons is presented by the West Virginia University Reed College of Media, which offers renowned online master's degree programs in Marketing Communications.  

Welcome to the first bonus episode of Found. In this mini-sode we catch up with the very first founder we had on, Iman Abuzeid from Incredible Health. Since we talked to Iman last, Incredible Health has experienced rapid growth and she talks to our producer Maggie about learning to scale after you've reached market fit and how they're using proprietary data to improve their product for the next generation of nurses.  Subscribe to Found to hear more stories from founders each week.Connect with us:On TwitterOn InstagramVia email: found@techcrunch.comCall us and leave a voicemail at (510) 936-1618

Welcome back, this week Lucas and Anita dive into a conversation around Coinbase's legal woes and the insider trading scandal surrounding an employee at the firm. We also discussed Elon Musk's bitcoin sale and Minecraft's ban of NFTs from its platform. In their interview this week, Anita and Lucas interviewed David Nage. Nage is a portfolio manager at Arca where he makes early-stage bets on crypto startups. We talked about finding hot opportunities in seed stage crypto and then broke into a wide-ranging conversation on crypto regulation and what comes next. Subscribe to the Chain Reaction newsletter to dive deeper: https://techcrunch.com/newslettersHelpful links:https://techcrunch.com/2022/07/25/crypto-valuations-may-sink-until-september-as-vcs-play-a-waiting-game/https://techcrunch.com/2022/07/20/tesla-dumped-75-of-its-bitcoin-holdings/https://techcrunch.com/2022/07/20/minecraft-says-no-f-ing-thanks-to-nfts/https://techcrunch.com/2022/07/26/if-it-walks-like-a-dog-and-barks-like-a-dog-perhaps-its-actually-a-non-security-crypto-digital-asset/

Anna Spearman is the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Chad talks with Anna about founding and growing the company, immediately after graduating college, during a pandemic, reputation building, and facing skepticism around her lack of track record in recruiting, and finding and providing talent for clients as a white-glove service. Techie Staffing (https://techiestaffing.com/) Follow Techie Staffing on Twitter (https://twitter.com/StaffingTechie), Facebook (https://www.facebook.com/techiestaffing), Instagram (https://www.instagram.com/techiestaffing/) or LinkedIn (https://www.linkedin.com/company/techie-staffing/). Follow Anna on LinkedIn (https://www.linkedin.com/in/annaspearman/). Follow thoughtbot on Twitter (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Become a Sponsor (https://thoughtbot.com/sponsorship) of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Anna Spearman, the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Anna, thanks so much for joining me. ANNA: Thank you so much for inviting me, Chad. CHAD: In theory, at the surface level, Techie Staffing is probably fairly straightforward in terms of what you do. But I'm curious how you got started. ANNA: Yes, of course. So I can't believe I'm saying this, but it's been two years. Two years ago, I was, during that time, attending the University of Virginia, where I was majoring in computer science with a minor in entrepreneurship. And in the spring of 2020, I was planning on coming back home to...I was born and raised in Los Angeles, and I was planning to come back home for spring break. And I was finishing out my second semester of senior year. So I was planning my [chuckles] victory lap of going back home, taking a little bit of a rest time, and then coming back to UVA to finish my degree, graduate, and move on to a new job in Los Angeles. But unfortunately, as my plane was landing in Los Angeles, we kept hearing about COVID. And so the pandemic hit in the middle of my spring break. And during that time, I had to finish my second semester of senior year remote. It was very stressful, but when I finished the degree, I was so fulfilled. But unfortunately, there was a rapid dwindling of entry-level tech and product roles. I initially either wanted to be a software engineer or a product manager or be a software engineer that transitioned into a technical product manager. But unfortunately, once the pandemic hit, companies weren't willing to ramp up entry-level talent. Companies didn't really know what was going to happen in the future, and everybody was remote. So it was just a really confusing time. But while I was searching through different job boards trying to find new opportunities, especially entry-level opportunities, I found just a wealth of senior tech jobs, specifically with companies that were thriving due to the pandemic. During that time, companies like Peloton, Discord, Zoom, they were all soaring due to the pandemic. So I had heard about contingent recruiting in the past. My biggest dream for a new opportunity for myself graduating out of college was just to learn something new every day because I've always had a very much an interdisciplinary background. I've never been able to stay in one area. I've always loved to try different things. So with a little bit of a background recruiting at a past summer internship as well as wanting to utilize my entrepreneurship minor...I'm actually a fourth-generation woman entrepreneur. So definitely, growing up, creating my own business was my dream. So really, that was my main goal. I thought I was going to transition from a current role into entrepreneurship, but I had my back against the wall. So I just thought, why not start now? So I created Techie Staffing, a technology staffing agency specializing in direct hire placements nationwide. I basically had my virtual graduation; then I took a week. And then, I got started creating the website, establishing the business paperwork, as well as developing strategic partnerships with senior technical recruiters that had full candidate pipelines to fill incoming job requisitions. And I basically started off with nothing. I had no contacts, no network, just nothing at all. And I was really starting just fresh. So I really had to really spend a lot of time networking and developing relationships as well as just learning and mastering full lifecycle recruiting, especially with engineering since there's such a supply and demand issue for software engineers. So you're just consistently following up and contacting people that could potentially be interested in your companies. But it really blew up. As I was establishing everything in 2020 from summer to the end of 2020, it was 2021 when it really blew up where I contacted this founder during the time they had raised a Series B 50 million, which was amazing, and they were going through a hiring sprint. So we got connected fairly quickly. And with just great team synergy, we were actually able to place five people in one month, and it was frontend, backend, and full-stack developers. So that really jump-started Techie Staffing. And then after that, we worked with...we're now working with Fortune 500 companies as well as high-growth startups and really building a diversified portfolio, and we're also a certified woman-owned business which I'm so proud of because there aren't really a lot of women or even just women of color that are founders. So I was really happy to get that certification, really proud of that as well. I always say all the time to everybody it's super stressful, but it's so rewarding at the same time. And I do believe that it's honestly, you know, I know the pandemic has been super hard on people. And it's been such a change and such a shift. But there is still a part of me that is so grateful for making that pivot because I really found something that I feel like I really enjoy doing every day. CHAD: That's great. I really commend you on everything you've done so far. And I'm excited about what you're going to do in the future. You now have grown where you're multiple people on your team. ANNA: Yeah, so we actually hired two new people fairly recently. I did have one direct hire recruiter working with me. So now it's officially a team of four. I did develop the strategic part. I do still have some strategic partnerships as well because on that part, at first, I was partnering with recruiters that were independent, so who were a little bit more entrepreneurial so that we could split the placement fee. But it's still better to just have full-time employees. I'm so excited to have two new additional hires, and it's still new for me. So I'm really looking forward to growing together in terms of growing Techie Staffing and growing into being a full life cycle recruiter because it wasn't that long ago when I was in that same exact spot. And it's so amazing. It still blows my mind to this day how two years ago, thinking about interviewing candidates or selling to clients, and now what I've evolved in. It's been absolutely amazing. So I'm so happy to see their journey and seeing them transition into being technical recruiters and also making a pivot in their career as well, which that's still blowing my mind a little bit. I'm sure you know founding thoughtbot and really building that from the ground up. So it's just amazing seeing that infrastructure. It just really brings a brighter future as well. CHAD: So what kind of people do you look for when you're looking to add to your team? Are you bringing on people who have experience with recruiting? Or are you bringing on people who are transitioning into it? ANNA: I would say for Q1 and Q2 of 2022 and even a little bit beforehand, since there was a surge in demand for everything and tech companies were just scaling like crazy, there was very much a competitive market for recruiters, specifically technical recruiters. Because that's what companies were really looking for to scale their engineering and product teams. So it was very, very competitive to recruit for a technical recruiter. So now you see agencies now who are hiring people who can have the DNA for a technical recruiter but not necessarily have direct experience, which I think can be really, really cool. Because like I said, like two years ago, I knew absolutely nothing, and now I feel very much confident in the full life cycle. So I think that's really cool to have people be able to pivot into a really cool industry where you're really learning something new every day, and you're speaking to really interesting people. We specialize in senior up until C-suite, so yeah, learning from people who are senior all the way up to Director, VP. So it's really interesting. So when I was approaching hiring, I really wanted to find someone who had that DNA that can potentially transition to being a technical recruiter. And that DNA would be, you know, it doesn't have to be personality but just really interacting with engineers, just maybe being a self-starter. I would say great communication, and lastly, I would say just really hungry. Yes, I would say hungry. Because if you're really hungry and you're really willing to learn and be open, so openness as well, then you can really understand the rules or just the lifecycle and the process of being a recruiter, and then you can change people's lives. I actually had one...It was about a year ago, I was working with a Fortune 500 company, and I recruited this guy, and I led him through the process. And it was about maybe a month later when he told me I had basically changed his life. Him and his family were now moving to Atlanta, and it was a new role, and it was just a fresh start. And he was just telling me how appreciative he was of me, and so that really hit home. So I think for those two new hires, I'm so excited to have them get super engaged and be able to change other people's lives as well under the Techie Staffing name, of course. CHAD: You mentioned early on that you're contingent recruiting. So correct me if I'm wrong, but that means that you get paid when you place somebody, when someone gets hired from the company that hires them. ANNA: Yes. CHAD: But then you also mentioned that these people who you're bringing onto your team are full-time. So how does the compensation structure typically work for them? ANNA: Oh, compensation, we have them on salary, but they do have commission. So we wanted to really give; like I said, I want us to grow together. So I do provide commission for each placement they'll place just to really provide incentive. Like I said, it's so early. I want us to think of each other just as teammates and a team because we're all building towards the same goal. So just really wanted to provide incentives where they're really feeling like they're almost owning it full life cycle as well. Because like I said, it's early on, and these can be really strong pillars in the future. So there is salary, but there's also that commission as well to just really provide that incentive. And I know for me personally, incentive can be awesome, so definitely trying to provide that motivation and having them really feel like they're an integral part. CHAD: What's the harder part of your business? Or are they equally hard, finding new clients versus finding people who want to work with you on the candidate side? ANNA: On the business development side, I would say it was harder perhaps in the beginning because I just so was starting with nothing, really. I had just graduated from college. And a lot of agency owners they previously have maybe worked at a really cool tech startup, or maybe they've been working on their agencies for the past 5 or 10 years. They have previous years of experience, but I didn't have that. So I had to convey another method of just really networking, really meeting people, and just really knowing my stuff and having a handle on it. I know maybe a lot of people say, like, just fake it until you make it because then once you make it, and then you get that experience, then you can transfer that experience to new experiences as well. So at first, it was really just building myself up and building the Techie Staffing brand so that we could acquire those clients. In terms of the candidate side, I would say Techie Staffing, and one of the things and part of our brand that we love to portray is that we are the agency that has the companies with the best employer branding. Because like I said, with the supply and demand issue for the software engineers, it is so competitive to attract them to new opportunities. There are just so many companies that are contacting them multiple times a day. So there has to be at least a little bit of a shine or a little bit of a differentiator for companies that you're recruiting for. So we actually specialize in companies that are Series B and above that do have that established employer branding where engineers are really interested in joining that company, so that's just the thing. It's like really having companies that have strong employer branding and being able to follow up. Follow-ups are really, really important when it comes to engaging engineers because, like I said, it's just a super competitive market and just trying to provide them a great white-glove experience. There are some agencies that fall a little bit too close to the client-side where the client is always right. And there are some that fall too much to the candidate side where the candidate is right, but we really want to be a balanced middleman where we're just trying to find the compromise and find the best solution for everybody. So that's the real important part of it of just really providing them with a great experience and showing them that we care and that we're rooting for them. Because it sometimes does surprise me when candidates can be a little...maybe this is a part of me being new. But that's kind of an advantage, too, because I'm still paying attention to detail. That's where my computer science major comes in. It's like constantly trying to stay in tune with candidates and what they need, so just trying to provide a great experience in general. And I'm sure you feel that way with your clients. You're a consultancy as well where you're trying to be B2B and contact these different companies. So how do you conduct business development and really differentiate yourself? CHAD: We focused a lot on reputation building, so blogging, creating open source so that we don't need, fortunately, to cold contact people. And when we do, we're fortunate enough that they might already know about us. And so it's an easier conversation to have because they may already be reading our blog, or they may already be using some of our open source in their product. And so it becomes an easier conversation to have. But the majority of our clients actually come to us when they have a need because we're fortunate enough to have worked to be at the top of the list. ANNA: Definitely, yeah. And I'm still doing that, just reputation building. With one of our Fortune 500, we're doing incredibly well with them to the point where we're filling their pipelines, and we have majority of our candidates in their pipeline. So that's what we're really working on right now is just consistently...and I know like with any business, you have to just constantly build that reputation. So I especially just try to provide a great experience for candidates because they can also be hiring managers as well, so just really providing that white-glove experience. And also, a cool differentiator we always like to showcase is like, I'm a computer science major. And actually, the two people that I just hired have a tech background. So it's not like tech is entirely foreign to us. We've engaged with programming languages. We've coded projects. So we do have some form of understanding when it comes to certain technologies or certain projects that certain engineers are working on. And that's what really gets me excited to speak with engineers because it's so cool and interesting hearing about them working on their projects and working on projects that directly affect me and the products that I'm interacting with. So it's so cool to hear about their...I can understand a bit. And so that's another thing we have with Techie Staffing is really finding people who have a bit of a tech background so at least they have a little bit of knowledge or an understanding of what projects and can be able to really share and convey that to clients that are looking for this talent. CHAD: You mentioned it's a really competitive market now. And as a company who probably has multiple clients, how do you minimize or how do you deal with the potential competition for the limited supply among your own clients? ANNA: Among my own clients, I will say that right now we don't have...for the roles that we're working on for each client, they're not very similar or too, too similar, which is a good thing. We would like it in the future where we could have the same role, but we can understand how that can be a little tricky as well. CHAD: And how do they differ then? Are they differing by the technology experience that they're looking for or the sort of level of the role? How are they different? ANNA: It could be technology, difference of the role. So, for example, for a Fortune 500 company that we're working with, we'll work more with UX, data science, data science roles, as well as...so UX, data science. And then for high-growth startups, mostly with them, they're really looking for back-end engineers, but overall just engineering so frontend, backend, DevOps. We are working potentially to do engineering or more engineering-heavy for our Fortune 500 companies. We have recently been working on a VP of engineering. So for Fortune 500 for now, we've been working more with leadership roles especially, and for high-growth, it's been more engineering IC. But we would like to transition that in the future to have it kind of...or have roles that maybe some candidates could go to this company, and some candidates can go to that startup. And then another differentiator could be or what makes our clientele different from each other is for high-growth startups, especially for engineering ICs, they're really looking for candidates that come from high-growth startups who just understand the current company where they are, and how they're scaling during that period of time around that series B and series C. That's the time to really scale. And Fortune 500 companies they can be open to startups, but for the most part, especially sometimes for leaders who need to have a certain amount of direct reports, they're more looking for people from larger companies. So that would be one way to kind of separate it and so we're not having candidates almost be where they have to compete with candidates within our own company. Because with the difference in the leveling of companies, there's just a difference in what kind of candidates that they're looking for. Mid-Roll Ad: Are your engineers spending too much time on DevOps and maintenance issues when you need them on new features? We know maintaining your own servers can be costly and that it's easy for spending creep to sneak in when your team isn't looking. By delegating server management, maintenance, and security to thoughtbot and our network of service partners, you can get 24x7 support from our team of experts, all for less than the cost of one in-house engineer. Save time and money with our DevOps and Maintenance service. Find out more at: url tbot.io/devops CHAD: When I was first starting thoughtbot, I really felt like I needed to take every client that we could get because we were just starting out. We needed to make money. We needed to build a reputation. And so, I felt like we needed to say yes to every client. Over the years, I learned that that was actually watering us down, and it made us less successful. And the more we were clear about who we were, and what we did, and what clients we were best for, the more successful we were. Have you gotten to the point where you needed to turn down clients? ANNA: Because I do such targeted biz dev, we will contact companies that we personally want to work with. But I will say in the beginning, there were some companies that were a lot smaller that, just like you said, you just felt the need to want to rack up a client list. And you just are ready to go and wanting to work with someone. It really motivated me to really take a look and really go deep into the type of clients that we want. So, for example, really, really early-stage companies can have a really, really hard time hiring because, like I said, employer branding is so, so important. And so usually what they'll have is maybe like mission, but they won't really have salary. Or they won't really have the employer branding of the company of candidates either knowing about the company or being able to search the company really quickly and seeing the platform that the company is building and seeing how strong it is. So it's really, really hard to recruit for those stages. I mean, it is possible, but it's just really hard. And then at the same time for these early-stage companies, they really want to, which I totally understand, you know, when you're having your probably 8th, 9th, or 10th engineer and being on the founding team, you really want a strong engineer because that's your platform, that's your baby. You don't want anybody that, you know, it could potentially maybe cause problems, or they really want somebody there they can trust. And so it's hard, you know like I said -- CHAD: But they might not be able to afford that. [laughs] ANNA: Yes, they might either not be able to afford it, or they also cannot interview fast enough in order to just get the offer in their hands. Because I understand they really want to have them speak to the entire team and have them have an in-depth process because it's very much an important role. But these candidates and startups are moving so fast right now where I will speak to a candidate one day, and he or she or they'll probably say, "Oh, you know, I'm passively looking. I'm not really actively looking." And maybe a week and a half to two weeks later, they're like, "Oh, I actually have two offers in hand." So it goes really, really fast versus earlier stage; it can just go a little bit slower because they're just really taking the time to go more in-depth and see if this prospective candidate is the right fit, which is totally understandable. But it was just really hard for us as contingent trying to find that candidate, that perfect candidate for them as well as trying to keep candidates warm and keep them interested when some companies just have like mission. So now, in the future, I've just really, like I said, Techie Staffing, we specialize from Series B and above. And I really just make sure during business development exploratory chats that I'm really going in-depth and making sure I understand the roles that they're prioritizing their time to hire. So if they have a long, long interview process and a really, really low salary in terms of the competitive market, then I may not be as interested in that startup as opposed to another startup whose interview process timeline could be about a week and a half to two weeks. And it doesn't have to be absolutely amazingly competitive base salary but just a fairly competitive salary with a great timeline for time to hire. So that's been my way of just condensing or just being a little bit more pickier in terms of clients in the future. Were there any certain clients for you where you started working with them, and you were like, "Oh, maybe I shouldn't have," that's now caused you to be a little bit more pickier for clients in the future? CHAD: Part of it was the kind of work. So we really wanted to be writing software. But just starting out, I also had a background in sort of IT support. And so, when I was reaching out, particularly to past clients, they might say, "You built our website. Now can you help us with purchasing a computer or setting up a computer network in our office?" I felt compelled to say, "Yes," because I felt like we needed all the work we could get. But by doing that work that wasn't really what we wanted to be doing, we were not only less happy in our work, but it was taking time and attention away from the work that we really wanted to be doing. The other was values and practices, which took a little bit longer to form a real understanding of what our values were and the practices that we believe in. But now there's a pretty clear list of the kinds of companies that...what we say at thoughtbot is that we want to work on things that deserve to exist in the world. And so there's a whole bunch of industries that they might not even be actively doing harm in the world, but they are the ones that we wouldn't work in. But even if it's just not a positive contribution to the world, it's probably not going to be something that we're excited to work on. ANNA: That's been an exciting trend, actually, to speak with engineers about. I've started seeing that trend where engineers are saying, "I don't want to create anything evil," or "I just want to do good." And that's been a really awesome selling point for some teams. It definitely is a cherry on top where engineers are really looking for social impact. And the cool part is they have so many opportunities that are coming towards them that they can really pick and choose which one. So to find people who are really looking for social good and just really mission-driven products is amazing to see. And I'm really happy with the work...I'm actually working with a data science team for AI ethics. And that's been really interesting hearing some people talk about their projects and hearing about how data can really not only just strengthen bias but also can just really produce results that can harm certain groups of people, which is so interesting. And it can be something so, so small that I haven't even noticed at all, but that can lead to a big difference. CHAD: Yeah, we've had several episodes about that. ANNA: And it's amazing. And it really is just a huge difference with something so small. And as a woman of color, I'm always aware of what's going on in terms of just ethical practices or just fairness and seeing bias. But in terms of data, seeing something so so small can affect just a whole group of underrepresented people is just amazing to see. But it's also amazing that people or data scientists are now aware of it, and now they're changing it so that it no longer...at least they'll be able to alleviate that bias. CHAD: I want to ask a little bit more about that, and then I want to talk about some market trends. But if you're comfortable, I'm curious; you already mentioned you were just out of college when you were getting started. So there was skepticism around your lack of track record in recruiting. And you've mentioned that you are a woman of color. And so I think as engineers, as people in the market, we probably have this image in our head of what a typical recruiter looks like in terms of attitude, and values, and demographics. And you don't fit that mold in almost any way, basically. Is this actually a positive for you now, or is it actually still hard? Are there companies that are actively seeking out to work with you because they want that different approach? Or are you still facing that skepticism? ANNA: I'm still facing that skepticism. I actually created Techie Staffing around the time of summer 2020, where Black Lives Matter, where George Floyd happened. And it was really interesting because I was entering the corporate workplace. I went to a really wealthy private school in Los Angeles. And I went to the University of Virginia. So I survived two PWIs which means predominantly White institutions. So I thought I had not seen it all, but I thought I had maybe experienced those experiences of bias and understood it a little bit more. But when I went to the corporate workplace and the diversity inclusion campaigns were happening, it was just really confusing because it's hard specifically for engineering and product specifically because it's so new that there is a really, really hard time to find diverse talent. That's why I honestly believe that it's just really trying to educate underrepresented communities to understanding all of the different diverse types of roles and opportunities that you can encounter in the tech industry so, for example, like UX, UX design, UX research, data science, machine learning, all of that. So I think I was more contacted or maybe was engaged in business development companies who were looking for me to do diversity which I think it kind of...and I am such a huge proponent for diversity. But it also kind of had my heart drop a little bit because I just felt like people were contacting me because of who I am instead of just thinking like if it was just any other agency, would I be contacted specifically for that? It was more just for exclusive searches, which can be very, very hard for products and engineering. I think in diversity and inclusion, we really need to focus on different departments and the different problems that underrepresented communities encounter with different departments. So it was just really hard, but in terms of companies contacting me because I am a woman of color owning an agency, no, that didn't really...and it's never really helped. I do wear it as a badge of honor because, like I said, I started out with nothing. So to start out with nothing and have to fight through everything to sit at the table and create something is amazing. My background didn't really help me. It was really just me, just constantly contacting people. And I was prepared for this because, in my entrepreneurship minor, they said, "You're going to encounter a lot of nos," and so I did. I encountered so many nos, but eventually, I was able to turn those nos into yeses. So now that I turned some of those nos into yeses...and I'm still encountering nos, but I still keep going and still building and building. And now I do feel a sense of pride now two years later where it is like, wow, I really did have to fight through to make it, and that's where I hold just a huge sense of pride. But no, it was not my background that really...the only thing that my background was maybe appealing was thinking like, oh, okay, I think you can do diversity and inclusion, which I don't want to be profiled in that way. I just want to be a founder who happens to be a Black woman instead of a Black woman founder. And so, I don't want to be contacted to feel like my race is a part of it. And that was interesting in the corporate workplace, especially when I was trying to navigate different, you know, how to speak, how to build rapport, or how to navigate corporate workplace conversations. And that's very hard to do with diversity and inclusion because you're fighting with, like, that's racism and misogyny. That's something really deep-rooted, and that has been here for years and years. So it's a really heavy, heavy topic. And that's not some really, really heavy topic that you really want to bring or a lot of people don't really want to bring into the workplace. So that was just hard to encounter. But overall, I so, so support diversity and inclusion. And the cool part is because I have this awareness and I know that diverse teams are better teams, whenever I'm sourcing, or one of my recruiters is sourcing, I'm just making sure that they have that in the front of their mind, and they're just trying to diversify their candidate pipeline as much as possible. CHAD: Well, taking it from the candidate side of things, I, unfortunately, I'm of the belief that the hiring process is really ripe for extreme, subtle unconscious biases or conscious ones even to have an impact on the hiring process. So, how have you navigated that on the candidate side? I'm sure you don't want to say anything negative about any of your clients. It's not about, oh, this company is racist. But I think do you agree with the premise that the hiring process at a lot of companies is ripe for some bias to creep in? ANNA: Of course. I mean, all of the time. And the part that's so, I would say, scary about it is that bias is something that you feel. It's not really tangible. You can't really grab it. I mean, it can be in writing, and [laughs] there has been stuff in writing. But it's very much kind of yeah; it's non-tangible. So it's hard to really call it out specifically of like, hmm, this candidate I don't know why all of a sudden nice to haves become must-haves. Why is there a shift? Like I said, there are different problems with different departments, but there are also different problems in terms of leveling systems, so leadership roles versus individual contributor roles. There can be a little bit more, you know, maybe there's a little bit more openness on the IC side, but with leadership, it can get a little interesting sometimes. But the hard part is it's not really tangible. So I really have to give it to diversity like DEI specialists because to have to navigate those conversations and really articulate a non-tangible thing is so, so complicated. So there are tangible things you can do, like having a diverse panel. But what happens if the company doesn't even have the numbers for diversity to have that diverse panel in the first place? So it can get really complicated in terms of trying to navigate the bias within the interview process, and we do try to do our best there, just trying to provide on our side because that's all we can do. It's really up to the companies in terms of their interview processes and how they are going to change it or maintain some stages. But for us, we're just trying to just submit diverse talent and really just try to provide that white-glove service for them and hope that that bias doesn't seep in. But like I said, it's such a heavy topic. And like I said, with corporate workplace politics, it can be so fragile and really interesting. So it's just hard to really take that and understand where it comes from or being able to even verbalize it. So that's where it gets really interesting. And so, I do hope that in the future, interview processes are changed where there is able to be a diverse panel, or there is a way to really be able to understand that bias. Because like I said, it's very complicated. And we don't want to claim that any company is specifically racist, but it's just understanding bias and maybe why there's a difference for one candidate versus another candidate, which can be really interesting. CHAD: I think the first part is recognizing that everybody has biases, and it could be anything. It could be, well, what happens when you come across a resume of someone that went to the same school that you did? What happens to that resume, then? And does that subtly influence how you review that resume? It has nothing to do with their race or the color of their skin or anything. So those biases can creep in, and you need to decide as a company is this something that actually matters to success at the company? Is this something that we want to be using when we make hiring decisions about who gets that first interview or who continues on in the interview process? For us, we've decided it's not, so we have a completely anonymous screening process where we don't even show the names of schools. We don't show the names of the companies that you worked at previously. We only show the positions that you held at those companies because we've decided that whether you have a degree or not doesn't matter, and the companies that you worked at previously don't matter. It's what you were actually able to do with that experience. ANNA: Oh yeah. I think that's actually amazing. That's a really great way of doing it. I always just try to tell hiring managers also to just open that candidate pipeline as much as possible because the number one way to really understand someone isn't really through just a piece of paper. Yes, we want to make sure that the resume is at least a bit aligned. And they have, if it's an engineering role, for example, the right tech stack or maybe the right technologies or the right kind of projects that they've worked on. But other than that, you'll be so amazed what can happen when people just hop on a call with each other. You can really find just that hidden genius in people. So usually, when it comes to just diversity, it's like just hopping on a quick call with someone, anybody. Like you said, there are so many biases, but just being able to talk to them and see them as a human being can really just surprise you and surprise everybody. So really just, I always say just find that hidden genius through engaging with someone. CHAD: Yeah. So you've mentioned time to hire is a really important thing moving quickly in today's market when candidates have a lot of opportunity. What are some other ways, either trends or things that are happening in the market or things that you see changing? ANNA: Well, honey, I'm sure, as you know, there's been a huge amount of layoffs that have happened. Like, recently, about 17,000 workers were laid off from more than 70 tech startups globally in May, and that's been about a 350% jump from April. So I will say it's just due to inflation as well as just the slowing of demand. Startups right now are just really trying to just cut corners and just really trying to just hone in on their runway and their burn rate. CHAD: Are the candidates that are being laid off finding new work quickly? ANNA: I'm not sure because it depends on the departments. We're working with engineering mostly in product. So it's really funny because as we are tracking the layoffs, we will contact candidates to see if they're interested in another opportunity. Because fortunately, for our client list, we haven't had anyone have a massive amount of layoffs which has been...we're so happy about that, fortunately. But we've actually contacted engineers. And it's amazing how strong the engineering department is. It does not seem like they really are...that's not a department where there's like significant layoffs because they just have to uphold that platform. So yeah, so it still is in terms of engineering surprising with all these layoffs. It still is just very much competitive because even the people who have or the companies that have encountered a large amount of layoffs those engineers are still wanting to stay or don't...there are some that may feel the need to depart at a certain point. But for the most part, they are staying. But in terms of how quickly, I'm not entirely sure in terms of for people that are laid off how quickly they are being hired because this is also within early-stage startups or not early-stage; they also have Fortune 500s too. But yeah, I'm not sure about that part. But in terms of engineering specifically, the jobs are still just growing. The projected growth rate for software engineers is like 22%, and data scientists is 22%, as well as web developers is 13%. So fortunately for us, as an agency who primarily specializes in engineering, there hasn't been a huge difference. But like I said, specifically with engineering, that time to hire is still super important because these candidates are still encountering offers quickly. And it's just a way to be competitive because if you're just the first offer, you're the first offer in their face instead of, let's say, they have two offers from another company and you're like at the last offer. It's such a big difference there. CHAD: Are you seeing a lot of remote positions versus in-person positions? ANNA: Yes, remote is still going strong. I have seen that now there is a little bit of a trend of some startups or companies where you know because I research companies every day...I'll go on Crunchbase, Morning Brew, VentureBeat, TechCrunch, Built-In. I'll go on all of the websites, and I'm seeing who got a fresh new round of funding or who's highly growing, or any new products that companies are offering. CHAD: You're seeing some companies say that they're hiring hybrid or in person. ANNA: I am seeing that on startups and companies' career pages, once they've acquired a new round of funding or they're scaling, that on the job boards, you'll start seeing only the headquarters, so just San Francisco or just maybe Boston instead of remote. So it's been a little bit more of a quiet transition because I remember when bigger companies were announcing it like, oh, we're going to transition in the office in February of 2022 or December of 2021, then there would all of a sudden be a mass exodus of people who were seeking remote opportunities. But I do still feel that remote is still going strong, especially for high-growth startups, you know, yeah, still going strong. There is the option of hybrid. With these engineers that do have these choices, 100% remote is really becoming a great selling point. I mean, I don't even know if it's really a selling point but just standard now. CHAD: So that's what you're hearing from candidates. Candidates want that. ANNA: Definitely, candidates want. There's been plenty of candidates that we've interviewed where they've said in terms of their...because we'll ask them what would be their motivation for considering other opportunities and potentially leaving, and then they'll say, "X company is anticipating us to transition into the office, and I just don't want to do that." Their commute may be an hour, and that can be two even maybe three hours out of your day where you're spending your morning driving and then spending your evening driving. So people just prefer to be remote. Or people are located now in the Midwest. They're going back to their hometowns where they're able to instead of like these big metropolitan cities where now it's really hard to afford a house, so they're going back home and being able to enjoy their family there. So definitely it is a standard and people are really interested in it. And for companies that are having employees transition back into the office, we've consistently heard that there's just a mass exodus of people leaving. CHAD: What have you seen compensation do over the last year-plus? ANNA: I would say for compensation, I mean, in my personal opinion, when it was super competitive, it was definitely increasing. Now I feel like we're working with a Fortune 500 company, so compensation hasn't really been too, too much of a problem. So yeah, it hasn't been as competitive. But I do remember when it was maybe around Q1 and Q2 2021 where there was almost this great rehire. And everybody was scaling, and demand was soaring where the salaries were just like, it just increased or were just consistently increasing. We were just so shocked at what some software engineers were making. But now, it seems to have potentially tamed a little bit. It's not as high as it probably used to be because we were working with that series B Company and their salaries were pretty good, pretty competitive. But all of a sudden, with the demand soaring and these engineers, it started getting even more competitive. Then that's when all of a sudden, you know, the first few placements were fine. And then, all of a sudden, each candidate, like I said, they would say they were passively looking and then the next week... And this startup their time to hire was actually really great. But even with this competitive market, it was still hard because, like I said, a week later, they would already have an offer. And their salary would probably increase like 20,000-30,000 from their initial target base that they were seeking to now what they were being hired from other companies. So it would definitely increase. But I haven't seen that recently as much. CHAD: Yeah. I think also the trend to remote changed compensation, too, because it leveled it out. There were people who if you were trying to find a job in Kansas and you were going in an office, that market is very different than the U.S.-wide hiring market. But now, candidates are on the U.S.-wide hiring market. And I think that that brought up the lower end of salaries. ANNA: Oh yes. Because at first, it was like okay, we can look for...it was 100% remote, which was great, and so they were like, we can look for people in the Midwest. But during that time, companies were paying San Francisco and New York salaries, and they were offering those salaries to people who were located in Kansas and Iowa. So you would have engineers who were deep, deep in the Midwest who were asking for in terms of target for those metropolitan city salary budgets. And they would get it, which I think is great as well, just they are doing the same work as someone who is located in San Francisco or in New York but maybe with less overhead, of course. But it definitely was a little bit more of a challenge. And you can no longer assume that somebody located in the Midwest that may have lower salary bands aren't at those metropolitan city salary budgets now. CHAD: Anna, thanks much for stopping by and sharing with us. I really I'm impressed by what you've accomplished so far. And I'm excited about what you're going to be able to do in the future. ANNA: Thank you. Thank you so much, again, for inviting me. I had a great time speaking with you, and it was so interesting hearing about your time being a consultancy. Because I know being an external vendor, it's really interesting interacting with clients when you're not internal. So that was really interesting hearing about the difference of clients that you're encountering at first versus now. CHAD: Yeah. If folks want to get in touch with Techie Staffing or get in touch with you, where are the best places for them to do that? ANNA: So in terms of contacting me, I'll say the best way would be either our website so www.techiestaffing.com. Or you can contact me on LinkedIn; my name is Anna Spearman, A-N-N-A S-P-E-A-R-M-A-N. I'm always active on LinkedIn. So if you're seeking a new opportunity either on the candidate side or either meeting, help and engaging Techie Staffing as a scaling company to fill your engineering, design, UX, and product roles, you can contact me on LinkedIn as well as filling out the forms on the Techie Staffing website. And we also are on Twitter @StaffingTechie. So definitely contact us, and we'd be happy to hear from you. CHAD: Wonderful. You can subscribe to the show and find notes and a complete transcript for this episode at giantrobots.fm. If you have questions or comments, email us at hosts@giantrobots.fm. You can find me on Twitter at @cpytel. This podcast is brought to you by thoughtbot and produced and edited by Mandy Moore. Thanks so much for listening, and see you next time. ANNOUNCER: This podcast was brought to you by thoughtbot. thoughtbot is your expert design and development partner. Let's make your product and team a success. Special Guest: Anna Spearman.

Hello and welcome back to Equity, a podcast about the business of startups, where we unpack the numbers and nuance behind the headlines.This is our Wednesday show, where we niche down to a single topic, think about a question and unpack the rest. This week, Natasha and Anita asked:When is a company taking internal valuation cut a good thing?Normally, when we hear about valuations going down, that's a red flag that things aren't going well at a given company or in the market at large. We wrote about Stripe's 28% internal valuation cut earlier this month and as we listened to different reactions to the news, we noticed some people had an unexpected take -- that this downward revision was actually a positive for the company's employees.That's because the cut came from an internal 409A valuation appraisal, which is totally different from the investor-led valuations we normally hear reported on in the news. So we brought on two experts -- Phil Haslett of EquityZen and Sumukh Sridhara of AngelList -- to help us unpack what this valuation cut actually means for startup employees and what else they need to know about their equity compensation heading into a market downturn. For more information, you can also check out our TechCrunch+ piece about the matter, "Stripe's new and lower internal valuation, explained."Let us know if you want more Chain Reaction x Equity crossover episodes by tweeting at either of us or just sharing this episode with a friend. Numbers speak for themselves :)Equity drops every Monday at 7 a.m. PDT and Wednesday and Friday at 6 a.m. PDT, so subscribe to us on Apple Podcasts, Overcast, Spotify and all the casts.

Uber may not face prosecution over its handling of a 2016 data breach - but its former chief security head does; how to defend your digital devices' data while on vacation, and how to change your accent with artificial intelligence. All this and much much more is discussed in the latest edition of the "Smashing Security" podcast by computer security veterans https://www.smashingsecurity.com/hosts/graham-cluley (Graham Cluley) and https://www.smashingsecurity.com/hosts/carole-theriault (Carole Theriault), joined this week by Naked Security's Paul Ducklin. Plus don't miss our featured interview with Ian Farquhar of Gigamon. Warning: This podcast may contain nuts, adult themes, and rude language. Theme tune: "Vinyl Memories" by Mikael Manvelyan. Assorted sound effects: AudioBlocks. Episode links: https://www.justice.gov/usao-ndca/pr/uber-enters-non-prosecution-agreement (Uber Enters Non-Prosecution Agreement Related to 2016 Data Breach ) — US Department of Justice. https://www.bloomberg.com/news/articles/2022-06-28/uber-former-security-chief-must-face-fraud-charges-judge-rules (Former Uber Security Chief Joe Sullivan Must Face Driver Fraud Charges ) — Bloomberg. https://techcrunch.com/2018/09/26/uber-to-pay-148-million-in-data-breach-settlement/ (Uber to pay $148 million in data breach settlement ) — TechCrunch. https://grahamcluley.com/uber-hackers-paid-data-breach/ (Uber paid hackers $100,000 to keep data breach quiet) — Graham Cluley. https://www.csoonline.com/article/3660560/uber-cisos-trial-underscores-the-importance-of-truth-transparency-and-trust.html (Uber CISO's trial underscores the importance of truth, transparency, and trust ) — CSO Online. https://nakedsecurity.sophos.com/2022/07/15/7-cybersecurity-tips-for-your-summer-vacation/ (7 cybersecurity tips for your summer vacation!) — Naked Security. https://www.sanas.ai/demo (Sanas demo.) https://www.prnewswire.com/news-releases/sanas-raises-32m-for-breakthrough-ai-technology-for-real-time-accent-translation-301572710.html (Sanas Raises $32M for Breakthrough AI Technology for Real-Time Accent Translation) — Sanas press release. https://spectrum.ieee.org/ai-accent-translator (This 6-Million-Dollar AI Changes Accents as You Speak) — IEEE Spectrum. https://www.newscientist.com/article/2288976-call-centre-workers-can-use-ai-to-mimic-your-accent-on-the-phone/ (Call centre workers can use AI to mimic your accent on the phone) — New Scientist. https://www.computerworld.com/article/2548265/a-little-less-accent--a-little-more-customer-service.html (A little less accent, a little more customer service ) — ComputerWorld. https://accentadvisor.com/what-is-accent-reduction/ (What Is Accent Reduction? ) — Accent Advisor. https://colinmorris.github.io/blog/compound-curse-words (Compound pejoratives on Reddit – from 'buttface' to 'wankpuffin') — Colin Morris. https://en.wikipedia.org/wiki/Melissa_(computer_virus) (Melissa computer virus) — Wikipedia. https://www.dedhamhall.co.uk/ (Dedham Hall.) https://poly.cam/capture/42434A6D-7BAB-4CAC-9059-73E914D703CA (3D capture of Carole Theriault) — Polycam. https://www.smashingsecurity.com/store (Smashing Security merchandise (t-shirts, mugs, stickers and stuff)) Sponsored by: https://bitwarden.com/smashing/ (Bitwarden)– Password security you can trust. Bitwarden is an open source password manager trusted by millions of individuals, teams, and organizations worldwide for secure password storage and sharing. https://www.smashingsecurity.com/solcyber (SolCyber) – SolCyber delivers Fortune 500 level cybersecurity for small and medium-sized enterprises. If the bad guys aren't being discriminating about who they're attacking, how can you settle for anything less? https://www.gigamon.com/smashing (Gigamon) - Gigamon's latest report into the state of ransomware. Support the show: You can help the podcast by telling your friends and colleagues about “Smashing Security”, and leaving us a review on...

Nikki Pechet and her co-founder started Homebound after a wildfire ripped through Northern California and thousands of people were put on years-long waiting lists to build their homes to make building a home simpler. On this episode, she talks with Darrell and Jordan about creating an online flow that makes buying a home almost too easy, how her experience at Thumbtack helped her think through the labor logistics, and why she isn't nervous about the impending economic downturn. Subscribe to Found to hear more stories from founders each week.Connect with us:On TwitterOn InstagramVia email: found@techcrunch.comCall us and leave a voicemail at (510) 936-1618

Mara Hansen Staples is on a mission to tear down the glass ceiling that stands between African innovators and global funding. She spent years talking to funders behind closed doors in Geneva, D.C., New York, and London. Throughout these conversations, she was always struck by the question: if our goal is to serve African markets, why aren't there any Africans in these discussions? Today she has spearheaded the launch of Investing in Innovation (i3), a game-changing program to revisit and rethink how the public and private sector come together to support locally led innovation in Africa. In this conversation, we trace Mara's journey from riding motorbikes to deliver vaccines in rural Morocco to the halls of Harvard and the boardrooms of the Gates Foundation. We hear what it's like to sit in the donor's seat: both the power and the limitations of that role. And through it all, as we weave through Mara's professional and personal negotiations with the healthcare system, we learn about the transformative power of technology and the essential need for effective health supply chains. Mara is the Founder and CEO of Salient Advisory. Launched in 2020, Salient's work on health tech in Africa has been featured on CNN, CNBC, TechCrunch, Bloomberg, Quartz, Devex, Stanford Social Innovation Review, by the Center for Global Development, the Brookings Institution and many more. Previously, Mara co-founded Impact for Health, and worked at the Bill & Melinda Gates Foundation where she led >$100M portfolio to improve coverage of primary health care through health financing and engagement of the private sector. Mara holds a MSc in Global Health & Population from Harvard, was a Peace Corps Volunteer in Morocco and serves as a member of the advisory board for Nivi, Inc. To find out more, access the show notes at https://AidEvolved.com  Let us know what you think of this episode on Twitter (@AidEvolved) or by email (hello@AidEvolved.com)

We have a big news show with a very special guest! TechCrunch's Alex Wilhelm fills in for Jason to break down the news with Molly. They cover Netflix cracking down on password sharing (2:12), Snap's rough Q2 earnings (6:45), Coinbase's alleged insider trading (21:28), the 3AC Bloomberg interview (36:37), and more! (0:00) Molly tees up today's news with Alex Wilhelm, who is filling in for Jason! (2:12) Molly and Alex share thoughts on Netflix cutting password sharing in some Central/South American countries (6:45) $SNAP Q2 earnings: stock drops ~40% on slowing revenue growth and growing losses (11:15) Embroker - Use code TWIST to get an extra 10% off insurance at https://Embroker.com/twist (12:27) Jason's almost-Jay Trade, $SNAP's debt situation, most interesting implications from the week ahead of big tech earnings (20:12) Odoo - Get your first app free and a $1000 credit at https://odoo.com/twist (21:28) $COIN's alleged insider trading, Jay Carney getting hired by Airbnb away from Amazon (35:23) Vanta - Get $1,000 off automating your SOC 2 at https://vanta.com/twist (36:37) Reacting to the 3AC founders' interview with Bloomberg, crypto contagion due to intermingling (45:09) Man who lost ~8000+ Bitcoin in a landfill is trying to raise capital to uncover the hard drive

Hello and welcome back to Equity, a podcast about the business of startups, where we unpack the numbers and nuance behind the headlines.Alex and Grace are back to cover the biggest and most interesting technology, startup and markets news. Sitting as we are on the precipice of a huge data dump, we had lots to chat through!Stocks are mixed around the world, while crypto selloff modestly after some recovery gains. In general, the value of securities are down in recent weeks and months, and now, frankly, quarters.This is Earnings Week: Yes, friends, get ready to hear from Alphabet and Amazon and Meta and Microsoft and Apple. The Big Five are reporting this week, providing us a glimpse into the health of a host of businesses. Recall that we have seen the major slow hiring lately, perhaps a harbinger of the (meager) feast to come?Cartona is building something neat in Egypt, TechCrunch reports. And there is still venture capital money flowing in China, despite, you know, all the stuff going on there.Zomato is sinking, Voyager is biting the hand that wants to feed it at least a little, and it turns out that the grocery delivery war is only heating up.No live show this week, just three episodes! Hang in there we got you!Equity drops every Monday at 7 a.m. PDT and Wednesday and Friday at 6 a.m. PDT, so subscribe to us on Apple Podcasts, Overcast, Spotify and all the casts.

When Ukrainian-born Denys Zhadanov went to London to study at the age of 19, he had no idea that a year later he would be launching one of the world's most successful developers of productivity apps for Apple devices. Nor did he know that, working from his rented flat and with no outside funding, in a few years Forbes would recognize him as one of the top 30 under 30 business leaders in Europe. The story of how Denys and his co-founders launched and grew Readdle into a top global player is a living example of how, in Denys's words, “Dedication, hard work, brilliant people all around, and the insane desire to make this world a better place pays off.” It's also of example of how having a larger goal than making money alone adds significance and meaning to the entrepreneurial journey. And success. www.readdle.com www.pdfexpert.com www.sparkmailapp.com www.readdle.com/scannerpro About our guest: Denys Zhadanov is a 33-year-old Ukrainian entrepreneur and board member at Readdle. Founded in 2007, Readdle markets best-in-class apps with comprehensive UI and powerful features designed to increase productivity and shape the future of work. A frequent speaker and advisor between Ukraine and Silicon Valley, Denys was included in the 2018 Forbes List of 30 under 30 Tech Entrepreneurs in Europe. He has also been quoted on the app economy and marketing in many of the world's top media outlets, including the Wall Street Journal, The Verge, USA Today, TechCrunch, Bloomberg, Wired, TheNextWeb, Fast Company and Mashable. His business success and ongoing pursuits are driven by his three most important passions: technology, entrepreneurship, and happiness. About NBN: The NBN Entrepreneurship and Leadership podcast aims to educate, inform and entertain, sharing insights based on the personal stories of carefully selected guests—all in an informal atmosphere of unscripted conversations and open, personal accounts. Find links to past episodes here. About our Hosts: Kimon Fountoukidis: Kimon is the founder of both Argos Multilingual and PMR. He founded both companies in the mid-90s with zero capital, and both have gone on to become market leaders in their respective sectors. Kimon was born in New York and moved to Krakow, Poland in 1993. He is passionate about sharing his success with others and working entrepreneurs of all kinds to help them achieve their goals. Listen to his story here. On Twitter. On LinkedIn. Richard Lucas: Richard is a business and social entrepreneur who has founded or invested in more than 30 businesses, including Argos Multilingual, PMR and, in 2020, the New Books Network. Richard has been a TEDx event organiser for years, supports the pro-entrepreneurship ecosystem, and leads entrepreneurship workshops at all levels. He was born in Oxford and moved to Poland in 1991, where continues to invest in promising companies and helps other entrepreneurs realise their dreams. Listen to his story in an autobiographical TEDx talk. On Twitter. On LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

I'm sure most of our listeners remember or even still use Mint.com. I have vivid memories of the company as it basically kicked off a Fintech revolution and it was such a major success story. In the span of two years, it launched at a TechCrunch event and was acquired by Intuit for $170M. This was back in 2009, about a year after Sequoia Capital published its famous RIP good times presentation. Lofty valuations and unicorns were not a common thing back then and this exit was a homerun at the time. I still remember the blog post about the exit from Josh Kopelman of First Round Capital, who was an early investor in the company. It mentioned how Aaron was a member of the First Round Capital blank check club, which they did follow through on that promise as an investor in his other companies. Looking back, there were 3 reasons why Mint.com stood out for me - 1. It was a design first type of product which was not common especially in the financial services industry. 2. It was free for consumers to use, so they had to figure out an alternative way to generate revenue. 3. It automatically pulled in your financial data and categorized transactions, which is something that we just take for granted now. Since Mint.com, Aaron has gone on to build other companies and his latest startup is called Vital. The company is building software for care teams & patients, with a focus on the Emergency Room (ER) experience. Vital uses AI/ML to transform the care experience, increase patient & staff satisfaction, and increase revenue for their clients. In this episode of our podcast, we cover: * Why having a “fail fast” mentality may not be the best way to build a company if you are solving a really complex problem. * Aaron's full background story including examples as an entrepreneur and a builder from an early age. He even had a business called getawebsite.com and yes, he owned that domain, which he later sold. * The full lifecycle story of Mint.com with lots of great stories and lessons learned along the way. * How Vital is disrupting the healthcare industry and emergency room experience for consumers. * The difference between building a consumer product versus an enterprise solution in the healthcare industry. * Advice on building the initial foundation team for a startup. * And so much more. If you like the show, please remember to subscribe and review us on iTunes, Soundcloud, Spotify, Stitcher, or Google Play.

James Altucher shares why he is never going to own a home again. Episode 1970: Why I Am Never Going to Own a Home Again by James Altucher James Altucher is an American hedge fund manager, entrepreneur, bestselling author, and podcaster. He has founded or cofounded more than 20 companies and says he failed at 17 of them. He has published 11 books, and is a regular contributor to The Financial Times, TechCrunch, and The Huffington Post. USA Today named his book Choose Yourself one of the 12 Best Business Books of All Time. The original post is located here: https://jamesaltucher.com/blog/why-i-am-never-going-to-own-a-home-again/  Visit Me Online at OLDPodcast.com Interested in advertising on the show? https://www.advertisecast.com/OptimalFinanceDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

James Altucher shares why he is never going to own a home again. Episode 1970: Why I Am Never Going to Own a Home Again by James Altucher James Altucher is an American hedge fund manager, entrepreneur, bestselling author, and podcaster. He has founded or cofounded more than 20 companies and says he failed at 17 of them. He has published 11 books, and is a regular contributor to The Financial Times, TechCrunch, and The Huffington Post. USA Today named his book Choose Yourself one of the 12 Best Business Books of All Time. The original post is located here: https://jamesaltucher.com/blog/why-i-am-never-going-to-own-a-home-again/  Visit Me Online at OLDPodcast.com Interested in advertising on the show? https://www.advertisecast.com/OptimalFinanceDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

15Five, the continuous performance management platform, has raised $52M in funding to accelerate growth and continued innovation. Led by Quad Partners the Series C round validates 15Five's proven approach to human-centered talent management and its mission-critical role in achieving a company's business outcomes. https://hrtechfeed.com/15five-raises-52-million-series-c/ Veremark, a global pre-employment screening and verified career credentials firm, has raised a further $8.5m in equity funding just 9 months after its initial $2.8m seed round.   https://hrtechfeed.com/pre-employment-screening-platform-lands-8-5-million/ HireArt, which TechCrunch previously described as a “resume-killing” jobs marketplace, today announced that it raised $26.25 million in a Series B financing round led by Three Fish Capital with participation from over a “half dozen” angel investors. CEO Nick Sedlet said that the cash will be put toward product development and more than doubling HireArt's 82-person headcount within the next year. https://hrtechfeed.com/w2-contractor-platform-lands-26-million/ ResumeSieve™ announced the completion of a 2-way integration between The Sieve™ and the iCIMS applicant tracking system. https://hrtechfeed.com/resumesieve-announces-icims-2-way-integration-launch/ Bullhorn®, the cloud computing company that helps staffing and recruiting organizations transform their businesses, today announced that it has acquired SourceBreaker, a successful Bullhorn Marketplace partner and fast-growing provider of market-leading search and match solutions. https://hrtechfeed.com/bullhorn-acquires-sourcebreaker/

Today's episode is with Sidharth Kakkar, founder and CEO of Subscript, a subscription intelligence platform that empowers B2B SaaS leaders to better understand their revenue. (Read more about the company in this Techcrunch article.) Previously, he was the founder, CEO of Freckle, an education platform that grew to serve 10 million students and was acquired by Renaissance Learning in 2019. As a repeat founder, Sidharth picked up a ton of valuable lessons, particularly when it comes to company culture and management. Right from the start, he knew he wanted to build Subscript to be global, distributed, and asynchronous. That's why there are no internal company meetings. Everyone also operates autonomously, deciding what to work on for themselves. We dive into both the philosophy behind this unique approach and the nitty gritty details of how exactly it works in practice. Here's a preview: How to share company updates asynchronously every week. Advice on how to approach goal-setting and performance feedback, while minimizing micromanagement. Tips for improving transparency and documentation, plus details on Subscript's running product/market fit journal.  Thoughts on how to assess asynchronous communication skills when hiring. How this culture impacts a founder's role and schedule. There's tons of food for thought in here, whether you're a founder thinking about shaping your company culture, or a manager looking for some fresh ideas.  You can follow Sidharth on Twitter at @sikakkar. You can email us questions directly at review@firstround.com or follow us on Twitter @firstround and @brettberson.

This morning we discussed NFT worlds going down in value by over 75% on the news of Minecraft banning the integration of NFTs and blockchain technology into their ecosystem. We also talk about the Yuga Labs founders being interviewed by TechCrunch and their plans for Otherside, And Nickelodeon NFTs finding fair value considerably lower than they were at the top. Tune in live every weekday Monday through Friday from 9:00 AM Eastern to 10:30 AM Buy our NFT Sign up for FTX Join our discord Check out our Twitter Give us your thoughts on the show by leaving a rating. -- DISCLAIMER: You should never treat any opinion expressed by the hosts of this content as a recommendation to make a particular investment, or to follow a particular strategy. The thoughts and commentary on this show are an expression of the hosts' opinions and are for entertainment and informational purposes only. This show is never financial advice.

Welcome back, this week Lucas and Anita dive into a conversation around OpenSea's significant layoffs, how Binance is taking on Coinbase in a stateside battle royale and why the Bored Apes creators are trying to outdo Meta with their own metaverse.In their interview this week, Lucas and Anita chat with Alexander Taub. Taub is the founder of DAO tooling startup Upstream which lets people spin up their own decentralized governance organizations. DAOs were the space to be this year, but how many of them will stick around through a crypto winter?Subscribe to the Chain Reaction newsletter to dive deeper: https://techcrunch.com/newslettersHelpful links:https://techcrunch.com/2022/07/14/nft-marketplace-opensea-lays-off-20-percent-of-its-staff-we-have-entered-crypto-winter/https://techcrunch.com/2022/07/14/crypto-us-market-as-coinbase-falters-binance-us-is-waiting-in-the-wings/https://techcrunch.com/2022/07/19/bored-apes-founders-on-their-plans-for-otherside-metaverse/https://techcrunch.com/2021/11/18/constitutiondaos-bold-crypto-bid-for-us-constitution-falls-short/