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1er programme de récompense des écogestes

1er programme de récompense des écogestes

La Belle Équité vente en ligne de produits du commerce équitable et de l'agriculture biologique How A Startup Named Hipster Got 10K Signups In Two Days, Without Revealing What It Does By now you might be familiar with the startup with the funny name, as its very existence made news outlets as diverse as the Washington Post, and Hipster Runoff. And while Hipster CEO Doug Ludlow still refuses on the record to say what the site is about, at this point we’ve heard the words Yelp, Quora and location-based Q&A site being tossed around by sundry reporters, savvy Googlers and one ambitious tipster who sent us an in-depth analysis of its Javascript. But just like the hipster tribe themselves, what Hipster does is besides the point (at least at the moment). What’s more interesting is the fact that a total of 14K people have already signed up with little information about the site’s purpose, the first 10K in two days after marketing launch. How did Ludlow do it? Aol’s Ben Roodman (ID #63) fell for it and tweeted out his invite link with a the hilarious, “I tell people I’m too fat to be a hipster but you can apply here:

Ten Rules for Web Startups #1: Be NarrowFocus on the smallest possible problem you could solve that would potentially be useful. Most companies start out trying to do too many things, which makes life difficult and turns you into a me-too. Focusing on a small niche has so many advantages: With much less work, you can be the best at what you do. Small things, like a microscopic world, almost always turn out to be bigger than you think when you zoom in. You can much more easily position and market yourself when more focused. #2: Be DifferentIdeas are in the air. #3: Be CasualWe're moving into what I call the era of the "Casual Web" (and casual content creation). #4: Be PickyAnother perennial business rule, and it applies to everything you do: features, employees, investors, partners, press opportunities. #5: Be User-CentricUser experience is everything. #6: Be Self-CenteredGreat products almost always come from someone scratching their own itch. #7: Be GreedyIt's always good to have options. #11 (bonus!)

- This is going to be BIG! - Startup Recruiting Hacks Yesterday, First Round had its annual CEO Summit. One of the cool things about being a fund that works with so many early stage companies is that bringing the whole portfolio together in one place results in a lot of collaborative learning opportunities. One of the topics that was discussed in a breakout session was recruiting. From what I've seen, most companies simply don't get enough people in the top of the funnel. Actually, startups tend to drop the ball on recruiting the same way they mess up in PR. These are some tips focused on getting as many relevant people in the top of the funnel as possible--the most challenging thing for a growing company long on expansion plans but short on time, brand awareness, and extra money to spend on recruiters. Events Events are the single easiest way to get a bunch of hiring leads in and to inform them about what you're up to. Social Media Content from your Employees Want to find a whole bunch of Ruby devs in a hurry? The Meetup Ground War Contests

Some thoughts on recruitment – instinct over CV | The Equity Kic Having the right team is crucial for a startup and keeping the team right as a company develops is a critical discipline. I think this is one of the areas where a good investor director can add the most value: by leveraging experience across many startups to advise entrepreneurs on the likely impact on team requirements of growth and the other twists and turns of startup life by leveraging their network to find good candidates and recommend good headhunters (and leverage their reputation to make sure the headhunters deliver to the best of their ability) by leveraging their experience of working with many different types of manager and entrepreneur in many different situations to advise on the strength of individual candidates In other words helping our portfolio with recruitment is an important part of the VC job description. I am a big believer in the power of instinct in recruitment, and I have made many more mistakes ignoring gut feel than I have going with it.

Whom Should You Hire at a Startup? (Attitude Over Aptitude) This post originally ran on TechCrunch. Startups.We know the mantra: Team matters. Is this philosophy exaggerated? Whatever you’re working on now, the half-life of innovation is so rapid now that your product will soon be out-of-date. The nature of the Internet and global knowledge is such that even if you’ve stumbled on to a super interesting area of innovation there will be many teams tackling the same problem at exactly the same time. The company with the best team on the field will win. So how exactly do you assemble such a team? 1. Is this a universal truism? So if you’re trying to scale your team be focused on quality. Aim high. 2. It means that many management teams I know feel the need to hire people who have “done it before” and frankly many VCs encourage this. Importantly, you also find people who are too quick to undermine the authority of the founders. So what do it mean to “punch above one’s weight class?” You said, “Eff experience. And heavy-weight he has become. 3. Really?

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