Edwin Miraflor - Tuesday, July 27, 2010
If you take funding from a venture capital firm or angel investor and want to build a large, enduring company, this isn’t the decade to do it. The collapse of the IPO market and dysfunctional math in the venture capital community has stacked the odds against you.

Here’s why.

The two decades from 1979 (when pension funds fueled the expansion of venture capital) to 2000 (when the dot-com bubble burst) were the Golden Age for entrepreneurs and venture capital firms. VC’s were making investments every other financially prudent institution wouldn’t touch – and they were printing money.

The system worked in predictable and profitable ways. VC’s invested their limited partners’ “risk capital” in a portfolio of startups in exchange for illiquid stock. Most of the startups they invested in either died by running out of money before they found a scalable business model or ended up in the “land of the living dead” by never growing (aka failing to Pivot.)

But a few startups succeeded and grew into profitable companies. Their venture investors made money by selling their share of these successful companies at a large multiple over what they originally paid for it. One of the most predictable ways for an investor to sell these shares was to take a company “public.” (Until 1995 startups going public typically had a track record of revenue and profits. Netscape’s 1995 IPO changed the rules. Suddenly there was a public market for companies with limited revenue and no profit. This was the beginning of the 5-year dot-com bubble.)

During the decade between 1991 and 2000, nearly 2000 venture-backed companies went public. Going public did two things for your company. You finally had money in the bank to expand your business, scaling it from the “build” stage into the “grow” stage. But more importantly, your VC’s could sell off their ownership stake. This changed their interest from managing your board for their liquidity to managing the board for all shareholders. Most VC’s would get off of boards of companies that went public.

The public markets for venture-backed technology stocks never really recovered after the collapse of the dot-com boom. Fast forward to today and take a look at the last ten years of IPO’s and M&A’s and you’ll see why life is different for entrepreneurs.

Depending on your industry, in this decade it’s 5 to 10x less likely that your company will have an IPO as an exit.Since there’s no public market for the shares your venture investor has bought in your startup, the most reasonable way for a venture firm to make money is to have you sell your company to another company. But unlike an IPO - where you sold stock to the public and got to run your company - in an acquisition, your company is gone. And odds are you will be too in a year or so.

None of this has gone unnoticed by the venture community. Some of the old-line venture firms have changed their strategy, but some are still locked into last decade’s model while the partners are living off of their management fees and go through cargo cult-like rituals. You can tell who they are by how often they remind you “this is the year the IPO market will come back.” (If the limited partners of these VC’s acted like real fiduciaries rather than waiting for the end of life of the fund, more than half of old-line venture firms would have shut themselves down today.)

New, agile and adroit venture firms with new business models have emerged to deal with the reality that Web 2.0 startups require significantly less capital to start, exits for venture firms are predominately acquisitions and a venture firm with a smaller fund <$150M matches these exits.

Floodgate, Greycroft, Union Square Ventures, True Ventures, etc. are example of this class of firm. (Raising a VC fund in this environment has it’s own perils.) And the explosion of private Angel firms continues to fuel this new ecosystem.

Other VC’s who invest in Information Technology have taken a different approach. They’ve created virtual IPO’s for founders and employees via late-stage private financing. It has put a per user dollar value on these sites and these few startups will be the next likely IPO candidates. In their short time as a fund, Andreessen Horowitz seems to be on top of this game with their investments in Facebook, Skype and Zynga.

But not all industries are as capital efficient as the Web or Information Technology. Biotech, medical devices, semiconductors, communications and CleanTech require significantly more capital to build and scale before they can generate profits. It’s in these industries that the lack of a public market has taken the heaviest toll on entrepreneurs and their startups. Great companies with innovative ideas have simply died not having the cash to scale. VC’s who would have normally kept writing checks were faced with no public exits and cut them off.

Some of these industries have turned to the U.S government for funding. Elon Musk has not only tapped the feds for his electric car startup Tesla, but also received hundreds of millions for his space launch company –SpaceX. Other Clean Tech companies have tried this approach as well. Yet while the U.S. government doles out funds to connected entrepreneurs, it lacks an integrated strategy to deal with the lack of public market financing for critical growth industries.

It may be that these entrepreneurial industries suffer the same fact as manufacturing in the U.S.- they die out of benign neglect and a lack of a coherent understanding of the role of risk capital in our national interest.

If you’re starting a software company, your exit is most likely a sale to a larger company. This decade has been a Darwinian filter – only the very best companies will survive as standalone companies.

If you’re starting a company in other, capital intensive industries, it’s no longer just about having great technology. You need a plan for partnership and long term funding from day one.


Edwin Miraflor - Tuesday, July 20, 2010

References

Sooner or later you will be asked to provide references. There is no need to do so before you are asked. Reference checks are made to:

  • assure that you told the truth about yourself.
  • get a feeling for how you work with others.
  • pick up otherwise undisclosed information, either positive or negative.

Today, many employers are very careful about sharing information due to the chance of a lawsuit. Often a company will only provide a job title and dates of employment.

Who Should You Choose as References?

People who know you in a work setting - managers, peers, subordinates - are the best references. Customers or vendors are also good choices. Forget neighbors, relatives, doctors, etc. unless they are well known political, community, or business leaders, educators, or professional trade association experts. References should know you well enough to speak objectively and in some detail about your skills, strengths, and personal characteristics.

Prepare a Reference List

Typically you are asked references. Have several more references just in case. Prepare a Reference List to give to a prospective employer using the following format, with your name at the top of the page.

  • Name
  • Phone Number
  • Current Title
  • Former Title (When you worked together)
  • Current Employer
  • Relationship (Former manager, subordinate, co-worker, etc.)
  • Address

References

Help Your References Help You.

  1. Ask first.
    • Always ask a person to act as a reference for you before you provide his or her name to an employer.
    • Meet with the person to verify information for your reference sheet and ensure that you will get a positive reference.  At the very least have a detailed and frank conversation with your reference.
  2. Prepare your reference.
    • Provide a copy of your resume to the person.
    • Develop a one-page summary including your career objective, reason for leaving, strengths, weaknesses, and work and management style, then review it with him or her.
  3. Call your reference when you give his or her name to an employer.
    • Provide details about the prospective position and what you have to offer.
    • Share your excitement and enthusiasm.
  4. Ask for feedback after your reference has been contacted.
    • What types of questions were asked?
    • What topics were covered?
    • What concerns were raised
    • Thank your reference!!!

After the Interview

  • Complete a Meeting/Interview Report immediately after the interview, such as in the car before you leave.  Many of the details are fresh then, and will be lost if you wait several hours later.
  • Send a Thank You note or email within 24 hours.  Personal notes and cards have greater impact.
  • Know the interviewer's time line regarding the selection and decision process.  If you haven't heard from him or her by the date that was indicated, you may call to check on the status of the process.
  • DO NOT ask how you did, about salary and benefits, or if you are being seriously considered for the job.
  • If you are not offered the position, send a gracious response to you turndown.  You never know if the person offered the job will leave after a few weeks, or if another position will open up.  Keep the door open.

Thank You Letter for a Job Interview

  • Start the letter with a Thank You and Appreciation.  Let them know that you are very interested in the job (assuming you are).
  • Mention your specific strengths that make you uniquely qualified for this role
  • Next Steps.  If you have not been given specific next steps, then you must now take control and tell them when you will be contacting them to discuss Next Steps.

Response to a Turndown

  • Start the letter by thanking them for considering you for the role and mention that you are disappointed that you were not selected for the position.
  • Restate your Interest!  Express your appreciation for the time they spent with you and mention specific strengths that make you uniquely qualified for the job.  
  • Next Step.  Keep the door open and let them know that if a more suitable position opens up that you will be very interested in speaking with them again.  

Edwin Miraflor - Tuesday, July 13, 2010

Samples of Planned Behavior Questions

  • Describe some situations where you wish you had acted differently with someone at work. What did you do? What happened?
  • What are some of the most difficult one-on-one meetings you have had with subordinates? Why were they difficult?
  • Describe an experience you had in which you were too persistent. What happened?
  • What were some occasions in which you consulted your superior before taking action?
  • Give me some examples of when your ideas were strongly opposed in a discussion. How did you react?
  • Tell me about the largest sale you made and how you did it.
  • How did your approach to finding suppliers differ from the approach used by others in the same job? (Strengths and Weaknesses)
  • Give me an example of a recent typical day, for example, last Monday, and tell me how you planned for it. (Organizational Skills)
  • What did you like most/least about working in __?
  • What was your biggest decision within the last year?
  • Why did you leave your job at the __ Company?
  • What did you do when you discovered a coworker was breaking the rules?
  • What motivated you to pursue this opportunity?
  • Under what conditions have you gone the extra mile?
  • What would your last supervisor say are your three best qualities? Why?
  • Given the list of job objectives, which are you happi8est to see? In what order?
  • Of all your projects, which were the most satisfying/least rewarding?

Behavior Based Interviewing - Follow-Up Questions

When the interviewer needs to know more, be prepared to elaborate. Here are some examples:

Planned question regarding Work Standards -- Describe the last time you missed a deadline. -- Situation/Task missing deadline? -- Under those conditions, exactly what did you do? -- What effect did that have on your supervisor's commitments? -- Can you give me another example?

Planned question regarding Tolerance for Stress -- Tell me about the last time your manager caused you to become upset. -- Describe the situation that created your reaction. -- Exactly how did you react in that situation? -- Were any problems created as a result of your action? -- Describe another time you were upset?

Planned question regarding Initiative -- What projects have you volunteered for in the last six months? -- What were your reasons for spending your spare time reorganizing the department? -- What exactly did you do to reorganize the department? -- In what ways did this benefit your work group? -- What other projects have you done in your spare time?

Behavior Based Interviewing - When the focus shifts from experience to attitude

Questions:

  1. Are you generally aware of your emotional state?
  2. Are you capable of using your feelings to make good decision? If so, give me some examples.
  3. Can you negotiate your emotions when dealing with clients, co-workers, etc. and still keep a good working relationship? Give me some examples?
  4. How do you keep yourself from going even when the circumstances seem to be against you? Be specific -- tell me more.

Handling Sensitive Questions

In a perfect world, interview questions should be related to the position and your willingness and ability to do the job. Occasionally, an interviewer asks questions that solicit information about you that could potentially be used in a discriminatory way. Practicing how you would handle these kinds of questions will help you respond professionally if the questions are asked in an interview situation or even on an application.

Remember:

  • Many interviewers are not trained in interviewing. They may not know which questions to avoid or which questions are illegal.
  • Inappropriate questions are often unintentional.
  • Often questions are based more on perceived relevance rather than legality, with no malice intended.
  • Use your common sense and react objectively, not defensively!!

If you are presented with potentially discriminatory questions:

  • Maintain eye contact. Remain cool, calm, and professional.
  • Be aware of your body language. Consciously manage your non-verbal reactions to remain as neutral as possible.
  • Ask for clarification on how the question might relate to the responsibilities of the job.
  • Evaluate what the interviewer is really seeking, i.e. questions about children may relate to potential absenteeism, or question regarding working with minorities may relate to customer base, work group, or how you evaluate people.
  • Answer in a neutral, positive way.
  • Stick to a discussion about business. Getting personal opens up those areas for scrutiny.
  • Express concrete facts and ideas. Avoid feelings.

Questions You Should Ask the Interviewer

The questions you ask regarding a position tell as much about you professionalism as the answers give to the interviewer's questions. By asking the right questions, you emphasize your desire to understand the organization's expectations and to be reasonably sure you will find the work challenging and appropriate to your strengths. Your questions build respect for you. Avoid a "What's in it for me" attitude.

When the interviewer says, "I'm finished with my questions. Do you have any questions for me?" It's a signal that it's time to wrap up and end the interview. Always have a few questions ready at this point.

Here are some questions you might ask at any time during the interview, if the interviewer has not yet provided the information.

  1. What are the main responsibilities of this position? Who would be my key associates? To whom would I report? Whom would I supervise? What would be the extent of my authority in the carrying out these responsibilities?
  2. What objectives or standards would I be expected to meet or exceed?
  3. Six months from now, how will you know you hired the right person? One year? Two years?
  4. What are the main problem areas that need attention in this new position?
  5. What are you personally looking for in a successful candidate? What capabilities do you feel are more important?
  6. What are the next steps? What is your time line for interviewing and making a hiring decision? When can I expect to hear from you, or would you prefer that I call you?
  7. What are the resources (budget, staff, equipment, software) available to me to do the job?
  8. How will my performance be measured? What is the performance management process?

The right questions will also help you evaluate the situation, assess it's "fit" for you and improve your negotiating position once an offer is made.

Behavioral Questions to Ask or Stories to Tell...

Management - How do you:

  • Inspire pride in your organization?
  • Personally support higher management's decision?
  • Express your beliefs in the values of the organization?
  • Discourage destructive comments about the organization or its management?
  • Communicative improvement that would benefit the organization?
  • Generate useful approaches to improve the way do things?
  • Strive to get the most out of organization resources available to you?
  • Strive to increase the organization's return on assets?

Direct Report and Colleagues - How do you:

  • Consistently show respect and concern for people as individuals?
  • Inspire pride in your work team?
  • Help people fee like "winners?"
  • Recognize top performance?
  • Listen to others' ideas?
  • Set challenging standards for co-workers?
  • Give constructive performance feedback in a timely manner?
  • Strive to improve co-workers' performance from acceptable to excellent?
  • Recognize and reinforce improvements in performance?
  • Deal effectively with performance problems?

Your Immediate Assignment - How do you:

  • Demonstrate commitment to excellence in task assignment?
  • Take action to get things done?
  • Focus others' efforts on achieving what is most important?
  • Inspire pride in work?
  • Communicate the belief that excellence will be achieved?
  • Try innovative strategies, rather than "play it safe?"
  • Act on ideas and suggestions from others in a timely manner?
  • Emphasize finding solutions rather than "placing blame?"
  • Show willingness to take risks in trying new ideas?

Your Personal Potential - How do you:

  • Practice integrity in dealing with others?
  • Take responsibility and ownership for your decisions?
  • Lead by example?
  • Show confidence in your actions and decisions?
  • Demonstrate honesty and ethics in your business transactions?
  • Encourage constructive criticism?
  • Work to improve your job-related performance?
  • Show willingness to admit your mistakes?
  • Avoid ego-dominated actions?
  • Act on constructive advice in a timely manner?

Interview Green Lights

The "Green Lights" you would look for during an interview take a slightly different turn than green lights in an Informational Meeting.

When the interviewer:

  • Personalizes the job with you in it. For example, he says: "When you compile the information every month..."
  • Describes an existing situation and asks how you would handle it.
  • Introduces you to someone else in the company, or schedules an impromptu interview with him or her.
  • Shows you where you will work (office, cubicle, etc.).
  • Asks questions about your salary requirements and other needs.
  • Asks you questions to determine your level of interest and commitment, such as: "So, do you like what you see?"
  • Asks you about any reservations you might have about the job or company.
  • Asks when you would be able to start.
  • "Sells" the company as a wonderful place to work.
Edwin Miraflor - Friday, July 09, 2010

I'm sorry for the lack of blogs recently.  I am working on parts 4 and 5 of Interview Strategies, Negotiation Strategies, Interview/Negotiation Lab, and Creating a Powerful Professional Biography.