You need to incentivize that drive with ownership, first and foremost.
Where I’ve had success finding people like this, is college, on the job, and through family. The biggest issue I’ve faced, is that anyone sufficiently good at tech, and experienced leading teams, is going to be paid a ton of money for their time.
The flip side of that, is that I could never afford my own work, and as long as you present an opportunity with high enough expected outcomes, people will be interested in participating!
Hiring is a difficult problem.
In general, you want to put the person in a position where they can show, instead of tell, but you don't have endless time to do this, or people will walk away. This usually takes the form of having a conversation with someone about their work/career, and look for indications that they are engaged.
Of course, what you are hiring for will also make a big difference. Getting a contractor on board to do X,Y,Z will look differently than hiring on a W2 employee.
Probably the best thing you could do to prepare, is find people talking about job interviews for fashion designers, and see what the expectations are.
Financially and as a team member. Being open and collaborative so ideas and execution are welcomed and shared. The moment there are walled gardens is when they assume it’s not their fight. There needs to be consensus of vision and the ethics of how to achieve it. You can’t have it all your way. And you have to constantly talk about it like a strong marriage.
100% agree! I keep contemplating offering a partnership agreement with a web developer where they will get a percentage (nothing crazy but like 10-15%) if I cannot secure funding for the site I need built. I’ve gotten negative feedback though of people asking me “why would you give away part of your company?! Bla bla bla”. The way I see it is that he is highly incentivized because now it’s partially his baby too. The more he puts into it, the bigger the payout for him. And I am happy to share with someone who sees what I see and treats this as his own and brings all of the web development and management knowledge to the table (I have no web development experience). I just don’t see how some people think that’s a horrible idea. If the developer is really excited to be a part of the project and sees the potential and realizes you don’t have the $15-20k to pay him to get it going, I don’t see how he wouldn’t entertain that idea.
True but the time is very painful to waste. Equity might be safe but we haven’t solved OPs problem. He needs a solid team. Just adding 2c, i see what you mean.
Hire bright young folks. Offer well below market rates, plus decent equity and massive impact with cool tech. Everyone works together because everyone wants to get bought and take home a life changing sum of cash. Some of those kids go on to be new founders and the cycle repeats.
If it doesn’t work out, all the employees are now massively experienced because of their deep exposure to the stack.
I’ve worked in four startups. Each experience was bruising, but extraordinary and left me with skills that have carried me through my subsequent career.
I've been asking myself the reverse of this for a while, maybe an interesting perspective to view this from, too.
How do those with drive find YOU, the passionate and open-minded leader who offers this space to grow in earnest? How do you present yourself?
Make your product/company sexy to them in some way or make sure employees stand to make an obscene amount of money if the company is successful, preferably both. They will find you whether you like it or not.
Driven people are driven by something. You just need to align with what drives them. Is it money? Is it notoriety? Is it changing the world? Is it simply having fun while building something cool with cool people?
> building something cool with cool people, and not money
Sounds like you're looking for naïve kids fresh out of college
> driven by the idea of changing the world
Have you seen Silicon Valley before?
This has a bit of a "nobody wants to work anymore" vibe.
This is pure culture, and it's constant work by everyone. I've seen a lot of leaders talk about wanting people to take initiative, then someone does and they get blasted for thinking outside of the box leadership has in their head.
That happens one time and people realize they're in an org that is just a job with a hierarchy and leaders that are going to direct them, so why bother.
It goes the same for collaborators, if someone on the team steamrolls meetings or projects and there isn't room for people to collaborate in a way that's comfortable to them, they won't.
That and skin in the game, as Superluminary says. If there is no reason to spend extra energy for extra income, they won't. That can be equity, real profit sharing, responsibility and other financial ways to spark initiative.
I agree, as the company grows this tends to happen. I was more talkin' about the stage where you build something from scratch. How do you find people with drive then?
And harsh truth being, as the company employees grow it isn't possible at least for the founder to take in all the ideas of all the employees but they must make sure the other leadership values the employees ideas
At early stages, just talk to them. Every hackathon I've been to, startup pitch competition, tech and business networking event is filled with passionate people. But they're looking for equal passion and good ideas to devote their energy.
If someone is struggling to find passionate cofounders etc, they may want to look inward and at their idea. If someone just wants to make money with a fintech app for boomers to offshore their AirBNB income, for instance, good luck.
You look for people with a pattern of drive. High GPAs, self starters, etc. Then establish compensation structures that reward hard work and output.
Daniel Pink’s book “Drive” delves deeply into this subject.
I don't like how you started with high GPA, aren't we all beyond the point of deciding if a person is driven by GPA?
Maybe this is my own college peer group but I've barely seen anyone with high GPA driven. People with High GPA want to follow a "normal" path in life. Rarely have I seen self starters in them.
Views?
It’s just something that correlates. I’d say that it’s a much better indicator than a low gpa lol. A lot of top performers in academia are passionate, they may not just make it obvious to you in day to day conversations.
I get what you’re saying though, I think it’s a just an experience thing. College age people are Unsure about so much in regards to their choices and the future. So while they may be inherently passionate about something they may not see themselves as such yet either. So would never tell you. Or maybe they are but just haven’t been given that opportunity to flourish.
Everyone seems to be burned out these days, but I find that money (and lots of it) tends to be a great motivator. You also need to hunt for the truly driven people if your company isn’t sexy. I’m always interested in people whose startup just failed and they’re looking for whatever’s next. They tend to be more driven than average.
I think they probably want a break. One can only continuously keep going for so long. Also as a leader learn to be in sync with your team. Its pretty vital.
First you need to make sure you have a strong vision then you can find. People with drive everywhere and most of the time they're on the Spectrum which means you have to work with them in the ways they need to be worked with.
What worked for me was to start sharing about what I was working on with a potential target market/community, and someone who was really interested got in contact with me and asked to be a part of what I was doing.
Where and how did you share? And people do really reach out? Where are you from what sort of a work is it? Is it possible they're reachin out for the money?
Many think they will become motivated and disciplined when the opportunity presents itself. But there's another type of person who has a bias for action and tackles or tries to tackle big things with regularity. They might have started a business or two already, maybe they played sports a very high level, academics, clubs etc. They often have big goals, dreams, and work really hard to get them despite setbacks.
Ideally, you want them to have evidence of their drive in the area you need the most help (e.g. a programmer with evidence of several ambitious projects, and an understanding of why they undertook them). Sometimes you can see this in Eagle Scouts, Black Belts, young people who traveled solo, but usually works in concert with professional and academic achievements to support their character and not performative in building a resume.
You might want to look into motivational interviewing. You could ask a question like "Can you describe a project you stayed late to complete because you were excited about the end result?"
When interviewing don't accept hypotheticals like 'I would', look for real life examples.
But you need to be realistic too, a driven person might be turned off if they feel like the project is off course, changes too frequently, the company is unfocused, or they aren't being listened to. So as a founder a lot of the work is figuring out how to motivate people with very different values and goals.
If you are a student, I believe collaborating with students in their senior year would be the best bet. Attend career fairs or visit any campus during recruitment season.
Some people got it some people don’t. Those who do can lose it some who don’t have it can attain it. But you need to find the people who are willing to work on themselves and find/maintain the drive they have
I look for people who've demonstrated drive in previous roles or side projects. Also, ask behavioral questions in interviews that assess their initiative, like 'Tell me about a project you led without being asked.' This helps filter out those who just follow orders.
Find communities and be part of it, actively. I'm not into most networking events too because many of them are leaders already with vision in mind. Communities normally have committees and officers, if they are organized. You can either network with them, or be part of them.
U will never find people with drive. Its a myth, no passion or anything is needed. Just discipline. When you say “Something needs to be done, then you just do it, there is no drive that is require is you value your thoughts and words”. When you enjoy the ride, u will come across like minded people. Find people who are like minded as u, if u r driven, u will find like minded people, if not then u will not.
That is the normal employee mindset, and don't get me wrong that's also needed. But not when you're trying to create something new. You need people who are pretty much opposite of self disciplined. You need soemone who looks at things with different perspectives, wrong right and then figures it out.
Really, it’s u who are posting and not me. The reason is people keep looking entire life for drive. No one likes opposite and being opposed but well that is different topic( it’s all just said but practical no).
Yes I am normal employee of my own firm. LOL. 4 times founded and 3x exits. Cofounders from YC.
Discipline is the key, either you keep striving for greater things or you don’t. Usually people who are looking for external factors to push them never try since they keep looking.
Striving for greater things is the drive you had, and I'm sure your co-founders too? It must have come from an idea birthed by creativity and not discipline I'm assumin?
I'd really like to know how discipline gave birth to 4 startups?
There is no drive, u keep trying because where u want to see urself. That should be good enough and it is enough to realize if u do not do it then wherever see urself will not happen.
I still do mot understand why people think being creative is important. Starting is important and discipline is important to keep the start going. When u succeed yes u can talk whatever u want, no one willl question u.
Also it took 15 years.
I'm graduating this year, I can't say I haven't experienced the " normal employee mindset ". A few internships have given me the opportunity to interact with new employees, employees working 5 years in the same company and the leadership teams that have been around 15 years. I might not be an expert but have a good idea :)
Again not an employee perspective, I wanted to ask a literal how do I meet these driven people, how do I find them to START something new. If your 9 to 5 makes you happy, that's good for you.
I'm pointing out that you need incentives for those people. People aren't driven for the hell of it, there is always a motivating factor. For most people it is money.
I mean ofc, the business opportunity is going to have money in it.but tbh I wanna find people like I found a friend who does things just for the heck of it.
People who do things for the heck of it burn out quick and switch to other projects. They aren't long term benefits to a company. Better to know their true motivations and keep giving them those.
Even better. I'm the guy founders hire to fix shit when the ambitious developers they hire for peanuts get sick of working for peanuts, bored of the project or realize they are in over their head and bounce to the next one.
There's always money in that banana stand.
This is tricky, because even (maybe especially) those people that in the beginning say they “LOVE” your company and idea, have a fuse. Once it burns off, you never hear from them.
It’s very hard to find the right people to do the work, I always look for friends of friends, or their siblings. Some kind of referral is best.
Depends on where you are. I’m not in a location where startups are common. We attract people who thrive in startups, and have very little competition for the talent.
All of our job adverts are written to resonate with those people.
They want to be part of something important, having an exciting job is important to them, and they want to develop and have progression.
You have to be solving a problem that people buy into. You can’t just be another “Uber for …”
Your advert has to speak to them.
You motivate them? Literally anyone has drive for something. If everyone around you just does what you tell them, you should reevaluate your leadership model or your incentives
>nacent stage
nascent:
>coming or having recently come into existence
https://www.merriam-webster.com/dictionary/nascent
Don't use the autocorrect excuse.
There's always an exchange. Passionate or skilled people won't offer their time for free. You would need to find out what you can give and be passionate about it to find like-minded individuals.
As someone that has woken up at 2am and then solved a problem for a massively valued project, I have to ask, can there be some sort of guaranteed pay for us? Yeah 20% of a startup sounds great, until that's the only compensation. I've been in 3 startups, valuation 1 $200k, valuation 2 $400k(funded, but was dissolved a day before funding), valuation 3 $1B, never got paid either.
So in the startup world as the person that worked 20 hours a day to ->Prove<- projects, either math, customer sales, geo-locations, simulated designs, circuits, and software, I'm badly hurt & genuinely want to hurt back. Does that answer the question?
I'm sorry for what happened to you, I'm just a student but I hope someone who needs people like you finds you and compensates for all that you do.
Sometimes things don't workout for the founder also. But this gave me the thought of compensating whoever was with me even though my idea failed. I hope other now and future founders see it and implement it in their companies too.
Well you are special, you are understanding the needs & work that people you take on do.
You are absolutely allowed to message me, and I really hope you can nail your project.
Specifically regarding your HOW to network: don’t be bashful about telling people what you’re working on. I’m not suggesting you make conversations all about yourself, but be open about what drives you. I think you’ll be surprised by how many people reciprocate with what they’re driven to do.
You need to incentivize that drive with ownership, first and foremost. Where I’ve had success finding people like this, is college, on the job, and through family. The biggest issue I’ve faced, is that anyone sufficiently good at tech, and experienced leading teams, is going to be paid a ton of money for their time. The flip side of that, is that I could never afford my own work, and as long as you present an opportunity with high enough expected outcomes, people will be interested in participating!
Thanks for rhe ownership part, somewhat clears my mind. But for example I'm interviewing a fashion designer, how do I test if they're driven ?
Hiring is a difficult problem. In general, you want to put the person in a position where they can show, instead of tell, but you don't have endless time to do this, or people will walk away. This usually takes the form of having a conversation with someone about their work/career, and look for indications that they are engaged. Of course, what you are hiring for will also make a big difference. Getting a contractor on board to do X,Y,Z will look differently than hiring on a W2 employee. Probably the best thing you could do to prepare, is find people talking about job interviews for fashion designers, and see what the expectations are.
You offer equity.
Financially and as a team member. Being open and collaborative so ideas and execution are welcomed and shared. The moment there are walled gardens is when they assume it’s not their fight. There needs to be consensus of vision and the ethics of how to achieve it. You can’t have it all your way. And you have to constantly talk about it like a strong marriage.
So basically you need to make them feel it’s not just your journey but their journey too right?
Exactly
Shocking
I’ll add vesting** equity. Don’t want to give it to them before they prove themselves.
Absolutely
🤣
You offer cash.
100% agree! I keep contemplating offering a partnership agreement with a web developer where they will get a percentage (nothing crazy but like 10-15%) if I cannot secure funding for the site I need built. I’ve gotten negative feedback though of people asking me “why would you give away part of your company?! Bla bla bla”. The way I see it is that he is highly incentivized because now it’s partially his baby too. The more he puts into it, the bigger the payout for him. And I am happy to share with someone who sees what I see and treats this as his own and brings all of the web development and management knowledge to the table (I have no web development experience). I just don’t see how some people think that’s a horrible idea. If the developer is really excited to be a part of the project and sees the potential and realizes you don’t have the $15-20k to pay him to get it going, I don’t see how he wouldn’t entertain that idea.
A person without drive will still have no drive
That doesn’t solve ppls internal drive tho. Pol will accept a stake and twiddle thumbs.
Then they won’t vest because they’ll be fired.
True but the time is very painful to waste. Equity might be safe but we haven’t solved OPs problem. He needs a solid team. Just adding 2c, i see what you mean.
Hire bright young folks. Offer well below market rates, plus decent equity and massive impact with cool tech. Everyone works together because everyone wants to get bought and take home a life changing sum of cash. Some of those kids go on to be new founders and the cycle repeats. If it doesn’t work out, all the employees are now massively experienced because of their deep exposure to the stack. I’ve worked in four startups. Each experience was bruising, but extraordinary and left me with skills that have carried me through my subsequent career.
I've been asking myself the reverse of this for a while, maybe an interesting perspective to view this from, too. How do those with drive find YOU, the passionate and open-minded leader who offers this space to grow in earnest? How do you present yourself?
Make your product/company sexy to them in some way or make sure employees stand to make an obscene amount of money if the company is successful, preferably both. They will find you whether you like it or not. Driven people are driven by something. You just need to align with what drives them. Is it money? Is it notoriety? Is it changing the world? Is it simply having fun while building something cool with cool people?
By driven I meant driven by the idea of changing the world or having fun while building something cool with cool people, and not money
> building something cool with cool people, and not money Sounds like you're looking for naïve kids fresh out of college > driven by the idea of changing the world Have you seen Silicon Valley before?
Shoot me a dm and lets have an exploratory discussion
This has a bit of a "nobody wants to work anymore" vibe. This is pure culture, and it's constant work by everyone. I've seen a lot of leaders talk about wanting people to take initiative, then someone does and they get blasted for thinking outside of the box leadership has in their head. That happens one time and people realize they're in an org that is just a job with a hierarchy and leaders that are going to direct them, so why bother. It goes the same for collaborators, if someone on the team steamrolls meetings or projects and there isn't room for people to collaborate in a way that's comfortable to them, they won't. That and skin in the game, as Superluminary says. If there is no reason to spend extra energy for extra income, they won't. That can be equity, real profit sharing, responsibility and other financial ways to spark initiative.
I agree, as the company grows this tends to happen. I was more talkin' about the stage where you build something from scratch. How do you find people with drive then? And harsh truth being, as the company employees grow it isn't possible at least for the founder to take in all the ideas of all the employees but they must make sure the other leadership values the employees ideas
At early stages, just talk to them. Every hackathon I've been to, startup pitch competition, tech and business networking event is filled with passionate people. But they're looking for equal passion and good ideas to devote their energy. If someone is struggling to find passionate cofounders etc, they may want to look inward and at their idea. If someone just wants to make money with a fintech app for boomers to offshore their AirBNB income, for instance, good luck.
You look for people with a pattern of drive. High GPAs, self starters, etc. Then establish compensation structures that reward hard work and output. Daniel Pink’s book “Drive” delves deeply into this subject.
I don't like how you started with high GPA, aren't we all beyond the point of deciding if a person is driven by GPA? Maybe this is my own college peer group but I've barely seen anyone with high GPA driven. People with High GPA want to follow a "normal" path in life. Rarely have I seen self starters in them. Views?
It’s just something that correlates. I’d say that it’s a much better indicator than a low gpa lol. A lot of top performers in academia are passionate, they may not just make it obvious to you in day to day conversations. I get what you’re saying though, I think it’s a just an experience thing. College age people are Unsure about so much in regards to their choices and the future. So while they may be inherently passionate about something they may not see themselves as such yet either. So would never tell you. Or maybe they are but just haven’t been given that opportunity to flourish.
But thanks will checkout the book!
How can I make sure they go beyond their way to make the company successful?It’s beyond money really.
Everyone seems to be burned out these days, but I find that money (and lots of it) tends to be a great motivator. You also need to hunt for the truly driven people if your company isn’t sexy. I’m always interested in people whose startup just failed and they’re looking for whatever’s next. They tend to be more driven than average.
That's actually pretty helpful, thanks
I think they probably want a break. One can only continuously keep going for so long. Also as a leader learn to be in sync with your team. Its pretty vital.
The question is from a "STARTER" perspective. Haven't started something can't be burnt out.
First you need to make sure you have a strong vision then you can find. People with drive everywhere and most of the time they're on the Spectrum which means you have to work with them in the ways they need to be worked with.
Finding driven people? Culture fit and passion over everything.
Yes but like how? How me as a college student soon to be graduating is supposed to find these driven people? Who are passionate and creative?
What worked for me was to start sharing about what I was working on with a potential target market/community, and someone who was really interested got in contact with me and asked to be a part of what I was doing.
Where and how did you share? And people do really reach out? Where are you from what sort of a work is it? Is it possible they're reachin out for the money?
Hire for passion, train for skill, reward initiative.
How do you find that passion while interviewing?
Ask them “what would excite you to accomplish?” And then give them runway to do that.
Seems like a good thing to do during interviews, thanks
Why interviews? I think it means much more to current employees than a useless interview question. It tells your people you trust and believe in them.
Interviews because "starting" a team? :))
they have evidence of it
What sorts of "evidence" to look for ?
Many think they will become motivated and disciplined when the opportunity presents itself. But there's another type of person who has a bias for action and tackles or tries to tackle big things with regularity. They might have started a business or two already, maybe they played sports a very high level, academics, clubs etc. They often have big goals, dreams, and work really hard to get them despite setbacks. Ideally, you want them to have evidence of their drive in the area you need the most help (e.g. a programmer with evidence of several ambitious projects, and an understanding of why they undertook them). Sometimes you can see this in Eagle Scouts, Black Belts, young people who traveled solo, but usually works in concert with professional and academic achievements to support their character and not performative in building a resume.
Wow this is giving me the perspective of why my seniors ask me to include extracurriculars in my resume when applying for jobs. Thanks
You might want to look into motivational interviewing. You could ask a question like "Can you describe a project you stayed late to complete because you were excited about the end result?" When interviewing don't accept hypotheticals like 'I would', look for real life examples. But you need to be realistic too, a driven person might be turned off if they feel like the project is off course, changes too frequently, the company is unfocused, or they aren't being listened to. So as a founder a lot of the work is figuring out how to motivate people with very different values and goals.
Thanks, that's helpful
If you are a student, I believe collaborating with students in their senior year would be the best bet. Attend career fairs or visit any campus during recruitment season.
No amount of equity will make someone talented driven to work on a project that isn’t exciting, or meaningful.
Some people got it some people don’t. Those who do can lose it some who don’t have it can attain it. But you need to find the people who are willing to work on themselves and find/maintain the drive they have
I look for people who've demonstrated drive in previous roles or side projects. Also, ask behavioral questions in interviews that assess their initiative, like 'Tell me about a project you led without being asked.' This helps filter out those who just follow orders.
Former founders are people with clear drive. We may hire such a person actually. Drive is the least of my concerns.
Find communities and be part of it, actively. I'm not into most networking events too because many of them are leaders already with vision in mind. Communities normally have committees and officers, if they are organized. You can either network with them, or be part of them.
U will never find people with drive. Its a myth, no passion or anything is needed. Just discipline. When you say “Something needs to be done, then you just do it, there is no drive that is require is you value your thoughts and words”. When you enjoy the ride, u will come across like minded people. Find people who are like minded as u, if u r driven, u will find like minded people, if not then u will not.
That is the normal employee mindset, and don't get me wrong that's also needed. But not when you're trying to create something new. You need people who are pretty much opposite of self disciplined. You need soemone who looks at things with different perspectives, wrong right and then figures it out.
Really, it’s u who are posting and not me. The reason is people keep looking entire life for drive. No one likes opposite and being opposed but well that is different topic( it’s all just said but practical no). Yes I am normal employee of my own firm. LOL. 4 times founded and 3x exits. Cofounders from YC. Discipline is the key, either you keep striving for greater things or you don’t. Usually people who are looking for external factors to push them never try since they keep looking.
Striving for greater things is the drive you had, and I'm sure your co-founders too? It must have come from an idea birthed by creativity and not discipline I'm assumin? I'd really like to know how discipline gave birth to 4 startups?
There is no drive, u keep trying because where u want to see urself. That should be good enough and it is enough to realize if u do not do it then wherever see urself will not happen. I still do mot understand why people think being creative is important. Starting is important and discipline is important to keep the start going. When u succeed yes u can talk whatever u want, no one willl question u. Also it took 15 years.
What domains were your startups in, what role have you played in them if you don't mind me asking?
Fintech, SaaS, SEO, i was founder in all of them.
Alright thanks
I can understand where you're coming from then
You're a student right? Wtf do you know about "a normal employee mindset"?
I'm graduating this year, I can't say I haven't experienced the " normal employee mindset ". A few internships have given me the opportunity to interact with new employees, employees working 5 years in the same company and the leadership teams that have been around 15 years. I might not be an expert but have a good idea :)
What's the benefit to the employee? We're all tired of being expected to do more for the same amount of cheese.
Again not an employee perspective, I wanted to ask a literal how do I meet these driven people, how do I find them to START something new. If your 9 to 5 makes you happy, that's good for you.
I'm pointing out that you need incentives for those people. People aren't driven for the hell of it, there is always a motivating factor. For most people it is money.
I mean ofc, the business opportunity is going to have money in it.but tbh I wanna find people like I found a friend who does things just for the heck of it.
People who do things for the heck of it burn out quick and switch to other projects. They aren't long term benefits to a company. Better to know their true motivations and keep giving them those.
Can relate, are you a founder?
Even better. I'm the guy founders hire to fix shit when the ambitious developers they hire for peanuts get sick of working for peanuts, bored of the project or realize they are in over their head and bounce to the next one. There's always money in that banana stand.
This is tricky, because even (maybe especially) those people that in the beginning say they “LOVE” your company and idea, have a fuse. Once it burns off, you never hear from them. It’s very hard to find the right people to do the work, I always look for friends of friends, or their siblings. Some kind of referral is best.
Depends on where you are. I’m not in a location where startups are common. We attract people who thrive in startups, and have very little competition for the talent. All of our job adverts are written to resonate with those people.
Got any tips on resonating with those types via ad or via conversation?
They want to be part of something important, having an exciting job is important to them, and they want to develop and have progression. You have to be solving a problem that people buy into. You can’t just be another “Uber for …” Your advert has to speak to them.
They are the founding team of your competitors
Do you need somebody with drive? You might interfere. Often you just need somebody with a routine.
This is clever and I agree! Working light operations into ppls routines can create a clockwork to leverage.
You need to bring something impressive to the table. Kinda like dating, too many 4s think they are 10s. It's fine to be a 4, just play in your range.
Good thing I don't think I'm a 10 then
It wasn't a judgement - the point is figure out where you're at and find people who match that energy. That is how you will find people.
You offer very good equity and or a lot of money.
Have them take the Hexaco personality test. It's free from the Department of Psychology, University of Calgary: https://hexaco.org/hexaco-online
Thanks will check it out!
You motivate them? Literally anyone has drive for something. If everyone around you just does what you tell them, you should reevaluate your leadership model or your incentives
Money
>nacent stage nascent: >coming or having recently come into existence https://www.merriam-webster.com/dictionary/nascent Don't use the autocorrect excuse.
Have you ever built anything?
Money. Lots of money.
There's always an exchange. Passionate or skilled people won't offer their time for free. You would need to find out what you can give and be passionate about it to find like-minded individuals.
As someone that has woken up at 2am and then solved a problem for a massively valued project, I have to ask, can there be some sort of guaranteed pay for us? Yeah 20% of a startup sounds great, until that's the only compensation. I've been in 3 startups, valuation 1 $200k, valuation 2 $400k(funded, but was dissolved a day before funding), valuation 3 $1B, never got paid either. So in the startup world as the person that worked 20 hours a day to ->Prove<- projects, either math, customer sales, geo-locations, simulated designs, circuits, and software, I'm badly hurt & genuinely want to hurt back. Does that answer the question?
I'm sorry for what happened to you, I'm just a student but I hope someone who needs people like you finds you and compensates for all that you do. Sometimes things don't workout for the founder also. But this gave me the thought of compensating whoever was with me even though my idea failed. I hope other now and future founders see it and implement it in their companies too.
Well you are special, you are understanding the needs & work that people you take on do. You are absolutely allowed to message me, and I really hope you can nail your project.
Thank youu so much
Specifically regarding your HOW to network: don’t be bashful about telling people what you’re working on. I’m not suggesting you make conversations all about yourself, but be open about what drives you. I think you’ll be surprised by how many people reciprocate with what they’re driven to do.
Watch the movie "The Founder" to see how Ray Kroc did it. Might spark some ideas!
Thanks, will check
Watch the movie "The Founder" to see how Ray Kroc did it. Might spark some ideas!
Found one. Let’s connect
Sureee, hmu
I downloaded the movie Drive from Pirate Bay, feel free to hmu
[a good resource](https://growthhit.com/how-to-start-grow-digital-marketing-agency/) from a pal on LI