In the end, HR should extract the most value for the company, trying to combine interest of both employees/company into calculation. Sometime, the interest of an individual manager is not what is in the best interest of the company.

The various gravitational forces within company eventually pull the company apart.

As you said, third way governance is really the key. At the end of the day founders in some cases should become chairman, to ensure that everything is functioning as set by constitution. Going into retirement and enjoying pension/stock options should be more common.

While this is good while the founder is alive, it sort of begs the question how long will the company that has structure like that run after the founder is gone. I believe it could go to some family foundation that controls the company, but I guess that is still prone to corruption.

I think that there are a lot of interesting examples in gaming industry - founders start something and they are pushed from the company due to acquisition or by the shareholders. Let us not forget hostile takeovers too.

As for startups - I think that it depends a lot from where you come from. For example, being in Europe, Serbia, it is a lot harder to bootstrap startup or to find investors. The best bet is organizing startup as a C corp in Delaware via something like Stripe Atlas in order to get (hopefully) some foreign investors interested. Investors here want to extract value before there is one there, which is a short term thinking. This in turn lead to risk aversion, opening the country for outsourcing model which is now collapsing and where there is small percentage of product based companies.

Also, an HR that has a right education can and will pushback against decisions that do not make sense such as removing employee that has essential know-how knowledge and that brings a value to the team.

The problem is that a lot of people in management do not want to hear feedback and only want to be surrounded by positive thinking and people that they can micromanage (even while the ship is sinking). Hiring people that do not have right education is basically a way to avoid any feedback and criticism, while having people that will do work that they are not really educated for, but happy because of the salary.

Another problem is gender disproportion in this field.

You can't expect a literature major in HRBP role to understand micro and macro organization of the business and how it is affected by various stuff.

Remote: Yes

Willing to relocate: No

Technologies: Legal, HR, Management and Administration

LinkedIn: https://www.linkedin.com/in/nikolastojic/

Resume/CV: https://www.dropbox.com/scl/fi/k8qjnitad7hkktzcdvrfg/Nikola-...

email: nikolas(at)grindam.com

My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.

For those that want to open local office in Serbia, I can also help with that task and setting up teams, legal framework and other stuff necessary for opening office on new location.

The only need for any kind of investors in this case is really due to scaling as time goes, both in regards to infrastructure and employees.

Truth be told, the Sales or Business Development in this case is something that is key in order to break the ice in terms of B2B so that it would get others potentially interested in trying it out and using it.

Believe me, as European, too much bureaucracy and administration is something that is killing industry here.

With that said, I am open to any financing outside of Europe that invests in European startups/companies.

I know the places such as OpenVC https://www.openvc.app/, but I do not know anyone that had any experience with it. I am really not sure if anyone has invested in projects from Serbia outside ElevenFund, SouthCentral Ventures and few more.

For someone wondering why not to look for local investments: Aside from the current political turmoil, the investment here is not that encouraging - you give away a large percent of equity for the investment that is not enough to cover yearly costs in some cases.

About the project: I come from the HR field, and in current climate finding job is really hard. A lot of candidates apply, and at the same time a lot of positions are saturated with applications, that most of the time are not even viewed. This in turn makes finding job even harder.

The traditional ATS model feels like black hole where you just throw your resume and hope for the best. With the addition of AI to analyze and pick resumes it gets even worse. Additionally, a lot of them are saturated with features which most people either don't use or know how to use at all.

Getting rejected from one company shouldn't be the end of the road when searching for job, it should be just the start until it is finished and concludes with hiring somewhere.

The idea itself is to connect applicants (with their consent) that have been rejected, with other companies that are looking for same profiles. This cuts Time To Hire saving the costs for company on the one side, and at the same time it cuts the time for people to find a job, since the system matches them with potential companies in a similar way like dating apps. It can also reduce reliance on hiring agencies as time goes by.

As more people use the ATS the database will get bigger, thus the quality of the matches will get better. The AI here can be used for better matchmaking and building better recommendation system, while making sure that there is human behind the feels to check every match, resume and so on.

I have already built an MVP that shows how it would function, and am currently in the process of working out with friend in making it to be in usable state for others. I've researched PMF (Product Market Fit) and how it fits in current market. As for the monetization I have additional ideas aside for the typical subscription payed per seat/package.

The product itself is B2B oriented with both the individuals and companies being the beneficiaries of it.

I am open to hearing more on how should I proceed in this regards and where to go next really because finding investment from Serbia seems like looking to find a needle in a haystack.

Comments URL: https://news.ycombinator.com/item?id=46679100

Points: 8

# Comments: 5

What it really comes to is that a lot of people love to micromanage everything. If you hire someone that has integrity and educational background in subject, he/she will warn you if the decision you are making will have consequences in the long run. If you have someone that does not have relevant education, that simply does not happen. The managers micromanage, those people receive salaries and if they step out of the line even when they are right, they are reminded that they do not have relevant knowledge in said department (law/economy). This in turn leads to a lot of people gaining something called shallow experience which then in turns leads those people to hire someone that des not pose the risk to their position further down the line.

The problem being in this case is that there are a lot of misses that happen when the HR is organized like that; from illegal hirings, not knowing key economic factors, not having a clue about the business itself, no clue about laws and procedures and so on. Which in turn does not really protect the company because the company loses both the money and employees.

email: nikolas(at)grindam.com

My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.

Comments URL: https://news.ycombinator.com/item?id=42194307

Points: 2

# Comments: 1