Those are the only three outcomes for a venture backed startup.

It's wrong because it is NOT uncommon for a founder to take chips off the table sometimes enriching themselves to the tune of millions only for the startup to then "fail" -- either go bankrupt, sell for peanuts, or sell for only a modest multiple.

You're not done until you're done. But founder liquidity has now become a path to getting rich when the outcome of the company is still unknown and up in the air. If venture backed founders don't want that risk, they should start bootstrapped companies.

At a minimum, there should be a cap on it (not % but $), and yes, it should be extended to early employees too.

Is there a way to target individual users or a subset of users?

Looking for something a little different here: I'd like to help an early stage startup hire remote overseas talent and build a stellar dev team.

I'm an experienced engineering leader/early stage CTO who has led software teams of up to 10. I've built a number of products from the ground up. I've hired at least 35-40 engineers in my career thus far, and a number of them from outside the US in the past few years.

Here's how I see myself helping:

- help non technical founders source, vet, and interview developers

- help non technical founders as initial/interim CTO helping the hired team hit their stride and get productive shipping (by setting the right processes and culture)

- act as deputy VP of eng helping the VP of eng with interviews, resume screening, and anything else that helps them with hiring

Resume: https://www.dropbox.com/scl/fi/5flvdmfrxaq8ytipzqthc/Profile...

I previously led a team of 10 at a notable company to re-build its platform entirely. More recently, I've been leading a small team at a Series B startup in a fractional eng lead capacity. I have worked with engineers from diverse cultures and countries (I'm an immigrant myself) and know how to relate to and vet them.

React out if this interests you. I'm open to other interesting freelance consulting opportunities as well.

Email in my bio.

Piggybacking off of that, if you're an experienced (mid-level & beyond) eng, where are you going to check out new opportunities passively? Are you just depending on recruiters reaching out?

Are there any platforms or mailing lists one can sign up to anonymously keep tabs on interesting opportunities? Also, what about a new opp draws your attention (aside from total comp :D)

Comments URL: https://news.ycombinator.com/item?id=33793225

Points: 3

# Comments: 0

For the purpose of the question, I'd define experienced as mid-level+ (5 years in) and senior folks.

Comments URL: https://news.ycombinator.com/item?id=33783313

Points: 2

# Comments: 4

That said, I also want to consume some of this information. I want to read that post or that thread. I just don't want to do it _now_. Of course, I can use something like a mailbrew or similar but it's still online in nature.

I'm curious to hear thoughts on a service that you send links to as you collect them. Just prior to end of month, the service prints it all in reader mode and ships them to you as a little book so you can read this stuff in peace, _offline_.

Comments URL: https://news.ycombinator.com/item?id=29641147

Points: 3

# Comments: 3

The PM/EM writes a bunch of poorly detailed tickets (often with no detail) and expects devs to deliver on them. Is this the situation in your team too? If there is detail, it's usually a few hastily written lines in the JIRA ticket description with the rest left to the developer to figure out, fill in the blanks on, or ask questions around.

1. have you experienced this? and if so, have you seen that this leads to poorer quality deliverables or does it not have any impact?

2. what would you fix about this process (systems, people, tools) to make it better?

Comments URL: https://news.ycombinator.com/item?id=28712442

Points: 5

# Comments: 3

Sourcing has become near impossible with most candidates bombarded by recruiters, so even as hiring manager, your message is likely being ignored. Inbound applications are down and convincing experienced folks to switch jobs has become harder than ever.

The pandemic has also made moonlighting more universal and more people looking for remote/part-time/fractional work.

I wonder if anyone else is noticing this too. On the flip side, I wonder how folks looking for full-time roles are faring.

Comments URL: https://news.ycombinator.com/item?id=27426218

Points: 51

# Comments: 45

Before you pounce on me, yes, in most orgs, it is the job of the product or engineering manager to keep everyone informed and in the loop on this. But it falls through the cracks - sometimes they're late or forget, other times they may have shared but the slack message or email gets lost in the weeds.

Have you faced this? Is this even a problem at your company? What's your current process to remedy it? Also, what form does this take in your company (eg email?, slack?, wiki?)?

Comments URL: https://news.ycombinator.com/item?id=27306639

Points: 3

# Comments: 0