Startups Share Your Startup - December 2021 - Upvote This For Maximum Visibility! |
- Share Your Startup - December 2021 - Upvote This For Maximum Visibility!
- What is the best way to communicate with potential customers for a B2B startup?
- Startup CTO, am I being compensated fairly?
- LTV & CAC benchmarks and calculations
- Head of Dept with little experience
- web-app or mobile app
- Becoming "corporate" w/ employee manual
| Share Your Startup - December 2021 - Upvote This For Maximum Visibility! Posted: 30 Nov 2021 09:01 PM PST r/startups wants to hear what you're working on! Tell us about your startup in a comment within this submission. Follow this template:
-------------------------------------------------- Join our discord for instant chat, advice, and emotional support! -------------------------------------------------- Startup Life Cycle Stages (Max Marmer life cycle model for startups as used by Startup Genome and Kauffman Foundation)
If you are running a traditional business that is not designed to scale rapidly, feel free to reference a traditional business life cycle model and share what traditional business life cycle stage you are at. [link] [comments] |
| What is the best way to communicate with potential customers for a B2B startup? Posted: 30 Nov 2021 10:50 PM PST Our team work on startup for multi-cloud security automation, we have the set of product hypothesis, and we want to validate them to build the product with important features, I think we need to speak with CEOs, CTOs of SaaS companies, how we can do this effectively, what is the best way? [link] [comments] |
| Startup CTO, am I being compensated fairly? Posted: 30 Nov 2021 06:37 AM PST Background Been in the software engineering industry for 4 years Sr Dev right now, had experience working with semi-conductor, real estate, and media intelligence. Skillset is really diverse in web development, SRE, CI/CD, Recommendation Engine, and image recognition. There is company x a startup(B2B) started by a guy named Stone back in 2018 without any MVP. We connected in December 2020 offering me 10% equity (100,000 shares) 4 years vesting. Now I created the whole MVP from the ground up and completed it and we still have no funds up to until now but we have one contract signed. Moving forward to November 2021, we received a grant of $50,000 and now decided how we plan to compensate ourselves. Btw I work on this as my second job. November 2021: now have 2.5% equity which is 25,000 shares(after 1-year vesting through the 4 years period.) with a market valuation of 3.5m because of the $50,000 grant he said. Starting in Jan of 2022 I will get 3,000 shares/month and 15% royalties of any revenue. But I'll have to implement new features such as reporting, analysis, data migration from the clients, time schedule clock in feature, etc through 2022. Accomplishments so far: Stone: Had board of advisors come in who has experience in large/mid/small size VC's who has incredible credentials and been executive of some fortune 500 companies. Had the connection because of the very specific niche of our space that we currently outpace our competitors. Had won $50,000 in the grant. He put in ~$300 every month out of his pocket for infrastructure costs. Works full-time. Me: Built the MVP in AWS, responsible for building the team and managing them (3 so far, and only have promised bonus once we get funding, they are also doing it part-time). I need some suggestions or advice here if this is fair. EDIT1: I currently work full-time on another company getting $150,000 yearly. EDIT2: CEO plans to take a $750,000 corporate loan on his assets as collateral. EDIT3: I've decided to continue doing this however, I will STOP developing new features within the app until we get that first revenue in. The main idea was implement 3 features per quarter next year, but I will make it only into one feature /project per quarter unless things gain some traction to balance things off. Thanks for the help guys! EDIT4: The reason I posted is that we had a board meeting, and the CEO + boards did a proforma and they put 3 projects in one quarter which is not realistic for part-time CTO and part-time 3 junior devs that I'm mentoring. I'm at a point of what should I do:
[link] [comments] |
| LTV & CAC benchmarks and calculations Posted: 30 Nov 2021 03:43 PM PST Hi. I have a 5-year old ecom business and trying to get a better grip on LTV/CAC metrics for potential investors. Edit adding context - it's fashion, 200 aov, and expect around 2-3 purchases over 2-3 years. We've calculated the LTV for various cohorts over the years but unsure of 2 broad things:
Any insight would be appreciated. Thanks. [link] [comments] |
| Head of Dept with little experience Posted: 30 Nov 2021 03:39 AM PST Hi all, I have only 2 years experience in tech startups, but have managed to get a role on a very early stage tech product as a Customer Success and Product Manager, and its going well so far. When interviewing they said there was no ceiling for progression, and if I'm in the right spot when they need it, I could be Head of Department and then director when we get to the size of needing it. From other people in the company, this does seem to be the case as well, there are young(ish) people in senior roles. The product is doing well, and I think we would need a Head of Product or Head of CS next year. If it came to it, do you think I would be in a position to try and negotiate a normal Head of Dept salary even though I only have a bit of experience? My current salary is £35,000 as the CS&PM which my colleagues from my previous job say is too low for the responsibility and role. Thanks in advance! [Edit: fattpuss gave a great answer and I understand the logic of not having the 'normal' salary, definitely should have been clearer in my question, I guess I was more curious about the experience / job title curve, but my original question has been answered. Thank you!] [link] [comments] |
| Posted: 29 Nov 2021 05:48 PM PST Our team wants to design a personal finances management application that allows users to enter their monthly budget for a wide array of categories. However, we are not sure whether a mobile app or a web app would be more user-friendly than the other. Any suggestions? [link] [comments] |
| Becoming "corporate" w/ employee manual Posted: 29 Nov 2021 12:14 PM PST We grew "organically" and kind of sloppily and now we have a performance issue and are realizing, belatedly, we need Processes In Place™. We're moving from a straight "payroll processing" company to a payroll/benefits/etc management system and to start tracking things like PTO, sick days, etc. (We're all salaried and never really cared, until we realized that underperforming employee has taken > 90 days off this year...) So we're rolling out an employee manual in concert with moving to the new payroll / benefits system at the first of the year. The manual has a built-in "probationary period" for benefits (since we can only sign up new employees on the first of each month), but we're not sure how to transition from "never tracking these things" to now having 2 floating holidays, accruing PTO and sick days, etc. Do we just start our existing employees as if they've been under the "new system" for ... 3 months? 6 months? Do we even need to do that? What seems fair? How have y'all made this transition? [link] [comments] |
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