111–120 of 144 posts
The target candidate for these startups largely doesn't exist. Most folks accepting such a salary in the Bay Area are recently out of college and living in small apartments with roommates. When it's all said and done, most of these startups will settle for a few offshore contractors or hire remote people who live in cheaper parts of the country where $90K goes a lot further. The tried and true "solution" to this prob…
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Can you link me to some of these so I can laugh?
http://www.quora.com/How-do-you-make-programmers-work-60-80-... http://www.quora.com/How-can-you-inspire-programmers-to-work...
> Who would take these deals? People that are insecure about what they bring to the table. Pre series-A the risks are still huge and the stock should be priced accordingly. Say the founders think a pre series-A company is worth $2M and they offer 0.05% equity you could enter negotiations asking for 1% more if you feel like it (and walk away if it goes below 75% of your counter opening bid) if you can defend the posit…
If they're so stingy with the equity upfront, won't that make you suspicious they'll just try to screw you out of it later?
Bachelors. Not as in Bachelors degree, but literally bachelors: They're young, cheap, work crazy hours, and easily seduced by free pizza - the ideal startup employee.
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For what it's worth, n=1, I got an internship at Google and a full-time job at Apple by applying through their respective websites. I wholeheartedly agree with checking out 'other' doors, but it definitely doesn't hurt to at least start with the front door.
Google and Apple are the exceptions. They are massive profitable publicly held companies. And they don't compensate ordinary hires with equity on a percentage basis (maybe x number of shares as a bonus/retirement package). They are so big that they have HR policies and anyone you are likely to know well enough to give a heads up on a job at either company is not high up enough to shirk the formal HR process. Small co…
I'm not bragging about this, because it really wasn't difficult to do. I didn't go to school with them, and with one exception I met them all after they had joined their companies.
Cold-emailing influential people, or introducing yourself to them at meetups, or any one of the myriad other ways to meet people applies in this situation.
Just be genuine, and network with them long before you'd ever want to call in a favor, this way you actually have a relationship with them. It also helps if you share something in common and actually have something to talk about, and if you want to connect with them for the sake of having smart colleagues, not just influential friends.
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So, why the hell would anyone leave that much money on the table? If you're asking me to do something crazy, you better be willing to pay for it. .5% equity, especially when it will end up being diluted, is a fool's game.
> So, why the hell would anyone leave that much money on the table? If you're asking me to do something crazy, you better be willing to pay for it. At most early-stage startups, there is no money on the table. If you want to maximize your earnings, focusing your job search on pre-Series A startups is a horrible waste of time. The OP seems to be asking for startup excitement, reasonable hours, high salary and meaningf…
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> "why you shouldn't hire me" Care to share this?
I don't want to spend 8 hours interviewing for a job and not get it, right? so I try to get the likely dealbreakers out of the way up front. Of course, it never works. You don't get to talk with the people that matter until you are in the interview, at which point, well, I haven't found a way to let them gracefully cut things off early, you know? In this case, I had been working for a company that I owned most of for…
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It's definitely low, even outside of the valley. Probably not low in the mid-west.
Around here, most programming jobs top out around 60-70K. I've seen a couple for around the 90K mark, but not many and most require quite a lot of experience. Near Utah.
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Google and Apple are the exceptions. They are massive profitable publicly held companies. And they don't compensate ordinary hires with equity on a percentage basis (maybe x number of shares as a bonus/retirement package). They are so big that they have HR policies and anyone you are likely to know well enough to give a heads up on a job at either company is not high up enough to shirk the formal HR process. Small co…
I'm on a first name basis with well-known engineers high enough to shrink the formal HR process at Google, Yahoo and Facebook. If I asked to interview with them tomorrow, they'd put me in the process immediately, in an expedited manner. I'd probably go straight to the on-site interview. I'm not bragging about this, because it really wasn't difficult to do. I didn't go to school with them, and with one exception I met…