Rick Needham’s Post

I get asked a couple of the same questions over and over again ("how do I break into VC?", "what start-ups should I target with my job search?", "how do I make the transition from consulting into tech/product management"). Here's my attempt to summarize my answers (and I'm quite happy to add other people's thoughts to these answers as well). https://lnkd.in/e2qysZrB

“Work directly with the founders”—sounds familiar? These days, it's becoming more common to see this highlighted in job descriptions at early-stage or growth-stage companies. And let’s be honest, it’s a pretty attractive selling point! The chance to help build something while working closely with the founders can be incredibly rewarding. You’re not just on the sidelines; you’re in the thick of it, right there with them, sometimes even stepping into their shoes. But before you jump at this opportunity, it's important to understand what you're signing up for: 👉 Constant Change: Priorities shift quickly as the company evolves. 👉 High Accountability: Founders expect the same passion and commitment they bring to the table. 👉 Tough Decisions: Founders are deeply invested, making decisions more intense and crucial. For those ready to embrace the challenge, the personal and professional growth can be game-changing. Just be sure you know what you're getting into! Just sharing some Friday thoughts to help candidates make informed decisions. #startup #founderlife #growthstage #careermoves #recruitment #beyondcc

VC isn’t rocket science, it’s just gated. That's why I provide so many resources to demystify venture for aspiring VCs! I know that VC can often be a black box because I experienced it firsthand when I was looking to break in. Breaking in can feel daunting and resources can seem scarce and inaccessible. Via my social media channels and weekly newsletter, VC Demystified🪄, I share tactical tips & tricks to help you land your dream job in VC. Things I share: - VC job openings - Must-know VC & startup trends  - Top startups to watch - Potential interview questions - PPT & excel templates and example case studies - An insider look at what it’s like to work in VC - Industry deep-dives aimed at giving you an edge in the recruiting process Let's land you that dream role! #venturecapital #vc #startup #recruiting #hiring

Breaking into Venture Capital: A Challenging Yet Rewarding Journey Venture capital (VC) firms are highly competitive environments, and breaking into the industry can be daunting. One of the biggest challenges is that VCs often expect candidates to possess a broader range of knowledge and skills than what is explicitly listed in the job description. This is due to the lean structure of VC firms, which necessitates employees to be versatile and take on multiple responsibilities. Climbing the ladder within a VC firm can also be a significant challenge. The industry is often hierarchical, and career progression can be slow. However, for those who are passionate about the VC world and willing to put in the hard work, the rewards can be substantial. Remember, the VC industry is a competitive one, but it's also incredibly rewarding. For those who are passionate about startups and innovation, the challenges are well worth the effort. #venturecapital #vc #startup #recuriting #hiring Nicole DeTommaso

Q: What daring strategy involves acquiring a startup not just for its product, but primarily for its innovative team? How can it supercharge a company's capabilities? A: Acqui-hiring Acqui-hiring is like a talent gold rush. It’s a strategic play where you don’t just gain a new product line, but a whole team of top-tier innovators, supercharging your company’s capabilities overnight.

Day 1 of posting on LinkedIn daily to document the journey of building a startup in public. I'm doing this to hold myself accountable to these 2 goals: 1. Helping 100,000 students and new grads get jobs within finance, consulting, tech. 2. Continuous improvement of my content creation. Today's post: As an early-stage startup, treat your teammates not as employees but partners. Have conversations early and often about work and life, and what we want out of the work.

From financial runway to team dynamics, asking the right questions can reveal whether a founding team has the focus and potential to succeed—or if it’s just smoke and mirrors. Learn 20 key questions to uncover the truth about a startup’s prospects. Make your next career move with confidence. Move towards what meets your criteria. Walk away from what's suspect. #statuplife #interviewquestions #careerdevelopment https://lnkd.in/eSgxCRe2

A few days ago, we had a sorry situation in office. A critical process broke down, and our entire team jumped into problem-solving mode. As I watched everyone rally together, it hit me – this is exactly why startup life is different. Sure, there's the sexy side of working at startups that everyone talks about: 👉 Taking on ambitious challenges & biting big chunks 👉 Shouldering more responsibility than you imagined 👉 Seeing the direct impact of your work But there’s very much the unsexy that goes along with it: 👉 Slap-in-the-face reality checks that keep you humble 👉 The days when you're completely stumped by a problem 👉 The grit it takes to show up consistently through the highs and lows And you know what? That's exactly what makes this journey worthwhile. The incredible teammates who become friends, the unmatched learning curve (I've learned more in the last 3 months than I thought possible!), and the satisfaction of building something meaningful together. If this rollercoaster of startup life sounds exciting to you, then we at Mesa School of Business want to meet you. Here's what we're looking for: 🔺 0-3 years of experience 🔺 Strong process management skills 🔺 Confident and articulate communication 🔺 Exceptional attention to detail 🔺 A "yes, can do" attitude that thrives on challenges And here's the thing: we care less about where you've been and more about where you want to go. Your experience matters less than your attitude and potential. Link to the JD & application is in the comments 👇

Hiring at seed stage – do you see this as an opportunity or a threat? 🤔 At this crucial point, every team member's impact is magnified. Hopefully in a positive way. But there’s no doubt getting it wrong in one of your first few hires can set you back significantly. Don’t be worried though. It’s not a game of chance - you can de-risk your hiring process! Having explored various strategies and guided founders through this journey, I’m sharing some insights in a free online session, midday Friday 26th April 📆 🔔 Building your seed stage team - hiring on a funding journey 🔔   It’s tailored to seed-stage founders, excited about building their team but also a little worried about making the wrong hire. Join in, and you can expect to walk away with: 💡 New thinking on defining essential hires 📢 A focus on standing out to top talent 💘 Clarity on how to find the right match with hires We normally limit these sessions to 12 people, so if you’d like to secure a space register asap – DM me or use the link in comments 👇 And please do tag / share with any founders and startup leaders with hiring on their mind. #hiring #talent #startups

Three common mistakes startups make with their first hires: Working with startups, here’s what I’ve learned so far: hiring the right people can make or break your growth. Here are 3 common patterns I observed: 1. Lengthy or unclear hiring process – taking too long or being unclear in the hiring process can cause great candidates to lose interest or get confused. Streamline your hiring steps and communicate expectations clearly to keep the process smooth, transparent and engaging. 2. Hiring based on skill alone – skills are important, but in a startup, your team needs to wear multiple hats. A good culture fit, adaptability, and grit can be just as critical as expertise when starting out. 3. Unrealistic expectations or unclear responsibilities can overwhelm new hires. Without clear job expectations or by expecting too much too soon, they may struggle. Ensure the role is well-defined and manageable to set them up for success. Most importantly, have frequent check-ins—don’t assume they already know everything or will figure it out. As the founder, remember that your hires won’t have the same knowledge or ownership of the product as you do. Lastly, respect their time off—avoid calling, texting, or emailing during their break. It sets the wrong tone for your company culture. ❓What’s are some of the biggest lesson you learned from your first hires? Happy Friday! Wishing you all a great weekend ahead—Recharge, Rejuvenate & Rest 🍀😌 HRXconnect #HRtips #StartupGrowth #FirstHires