What is the track record of the management team successfully launching a company? While academic qualifications, prior work record and general banter given to you by the executive management team may sound impressive, remember to gauge whether this is a on-the-job training for the CEO or based on previous successful outcomes. It is best for new employees to have a good feeling about the CEO/CFO positions and their combined ability to take this startup to the next level. What are their funding requirements? Have they raised money before? Who is in their capital formation network?
If you are receiving employee options, what is the number of fully-diluted outstanding shares? Options should be granted or committed to on joining the startup. Typically, option grants are a key component of compensation in a start-up and are often promoted as such. But the details surrounding stock options are often complex and confusing for non financially-oriented individuals. It is best for employees to understand as much as possible about their option grants, but the first place to start is to ask how many outstanding shares there are. From that point, one can calculate the percentage of the company an employee will own and a better gauge of the magnitude of this compensation component. It surprises me how many startup employees I know who are excited to have received a grant of x number of options, but never bothered to ask what relative percentage of the company that translates into.
Has there ever been a down round, a flat round, or a CEO change? Any of these three events are an indicator that the startup has faced some difficulties in the past and may not be on track moving forward. If one of them has occurred, prospective employees should seek out as much information as they can the context of the situation. After all, there are exceptions to blind the assumption that these are a black mark (e.g. a founding CEO stepping aside to make room for professional management could be an indicator of successful growth). However, if any of these issues have arisen, it is a signal to dig deeper into the health of the business.
What is the burn rate and how much cash is in the bank now? Even if a start-up is successfully executing, it could still face a cash crunch if it is not yet profitable. Employees should ask to find out how much longer the company will ride without the infusion of another round capital. While the actual answer to this question won’t necessarily provide a definitive answer about the ability for the company to access both cash and capital, it will open up a discussion about it.
What is the plan for exit strategy and its timeframe? The answer to this question is a soft one with many factors, and can always change depending on circumstances. However, it is best to find out management’s view of a possible exit strategy. Is the company pieced together for a quick flip, building for multi-year significant value creation, or plan on holding for the long term as an eventual cash cow (for founder/investors)? These expectations will affect not only how long employees may be working for the company as it exists today, but more importantly, the resulting surrounding corporate culture.
Could you meet the CEO, the founder(s), and those on the management team? Start-ups are all about the people involved. And there are a small number of people who are largely going to affect the organization. Even if an entry-level employee is going to work in engineering, I think it makes sense for him/her to meet the VP Sales; likewise, a marketing manager should meet the CTO. Yet it might not happen unless the prospective employee requests it. The handful at the top are going to have a profound affect on the future of the company as a whole and the position (regardless of function), and therefore it is best to meet as many people possible in the company possible before joining.
Are there plans in the next six months to hire anyone along the chain-in-command between your position and the CEO? Start-ups often have key vacant positions open as the companies expand and grow quickly. I recommend explicitly asking if there is an anticipated change in the reporting structure in the foreseeable future, as any modifications or additions (even those a few rungs up in the ladder) could significantly affect employees’ roles and responsibilities.
How many employees did/does/will the company have six month ago, now, six months from now, a year from now? Employee count is a strong (but not a perfect) proxy for management’s and investors’ outlook on the business. Start-ups hire ahead of growth (or at least predicted growth), which translate into a viable company, a healthy work environment, and future internal opportunities. Financial figures and projections are helpful indicators, certainly, but are often a distortion of the full picture (especially early on in a company’s cycle). The growth in employee count (or lack of) directly signals how much work needs to be done and how rosy the expectations are.
Posted by Thyaga on October 02, 2006 at 03:33 PM PDT #
Posted by Glynn Foster on October 02, 2006 at 03:49 PM PDT #
Posted by Vishal on October 02, 2006 at 05:40 PM PDT #
Posted by Gary McGoffin on October 02, 2006 at 06:16 PM PDT #
Errr... it's pulled by subscribers. Subscribers(their feed readers) fetch RSS feeds.
Posted by Carlos Andrade on October 02, 2006 at 07:54 PM PDT #
Posted by Zaiyong Tang on October 02, 2006 at 08:08 PM PDT #
Posted by François on October 03, 2006 at 12:36 AM PDT #
Posted by Justin on October 03, 2006 at 01:40 AM PDT #
Posted by Vijay on October 03, 2006 at 02:54 AM PDT #
Posted by Pierre GAUTHIER, CEO and President on October 03, 2006 at 05:00 AM PDT #
Posted by John Turner, CoreFiling on October 03, 2006 at 09:23 AM PDT #
Posted by Ralph Grabowski on October 03, 2006 at 09:56 AM PDT #
Posted by Russ Petruzzelli on October 03, 2006 at 03:50 PM PDT #
Posted by kempton on October 03, 2006 at 04:02 PM PDT #
Posted by Chris Heuer on October 03, 2006 at 04:08 PM PDT #
Posted by Len Bullard on October 03, 2006 at 07:50 PM PDT #
Keep up the good work.
Posted by Mayuresh Kathe on October 04, 2006 at 07:31 AM PDT #
Posted by Eric Lowe on October 04, 2006 at 09:06 AM PDT #
Posted by /PD on October 04, 2006 at 12:20 PM PDT #
Posted by Sass Peress on October 04, 2006 at 06:39 PM PDT #
Posted by Tim O'Reilly on October 05, 2006 at 12:23 AM PDT #
Posted by Barry Welford on October 05, 2006 at 02:43 AM PDT #
Posted by Dominic Jones on October 05, 2006 at 02:58 AM PDT #
Posted by Len Bullard on October 05, 2006 at 03:31 AM PDT #
Posted by Todd Van Hoosear on October 05, 2006 at 07:02 AM PDT #
This is great. As a fellow blogger, and a long-time investor relations professional, I concur with you and think this is absolutely the direction we should be going in.
As early as 2002, the SEC hosted a roundtable to discuss the disclosure process. One of the ideas to modernize the process that was floated was the idea of "real time disclosure." See the transcript here: http://www.sec.gov/spotlight/roundtables/accountround030602.htm
Lou Thompson, the former CEO and President of the National Investor Relations Institute (who recently retired), talked up real time disclosure for the past year. In his farewell address to the Philadelphia NIRI chapter last May, he said that he expected the quarterly earnings process to be replaced by a methodology for real time disclosure - and soon.
What could be more real time than having the CEO post material news on his blog? And then having that post forwarded to every interested investor, via RSS, immediately!?
Kudos, and please keep us "posted" of any SEC response to your letter. Best of luck, and let me know if I can help in any way,
Joe Crivelli
www.publiccompanyhell.com
Posted by Joe Crivelli on October 05, 2006 at 10:14 AM PDT #
Posted by Ed Dodds on October 05, 2006 at 01:45 PM PDT #
Posted by mike simonsen on October 05, 2006 at 07:27 PM PDT #
Posted by David Staub on October 05, 2006 at 09:35 PM PDT #
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Nov 9 week, this proposal was rebutted by SEC Chairman Christopher Cox, although in his reply, Mr Cox leaves the door open for further discussion.
Something similar was proposed back in 1999 by Commissioner Unger. It was subsequently dropped as being unworkable. Again in 2002, the European Commission in a consultation on what was to become the Transparency Obligations Directive, proposed it again. It was once again shown to be unworkable, and replaced with the tried and tested option of properly distributed press releases serving the financial services community best.
Here are 10 reasons why this will instill a backlash . . .
1. Push versus pull. A posting on a website requires investors to proactively set up to receive the information. This has consequences such as the institutional market (with greater resources to do this) being better informed than retail, creating selective disclosure.
2. Formatting. No matter what format is loaded on to the website, it will inconvenience some part of the media and delivery chain, reducing the visibility of news in the multitudes of media. The equity terminals are notoriously inflexible in catching news from multiple, random sources. Reuters et al are highly unlikely to redesign their entire editorial processes to accommodate this notion.
3. Validation/ editorial checking. There is well-substantiated evidence that show the number of occasions on which a release - fully approved by the company - has mistakes. 3rd party eyes and ears can help ensure that incorrect information does not reach the markets.
4. Security of posting. Is the person posting the release on the issuer's website entitled to do so? Would every company have to create restricted zones for IR, corporate secretary etc?
5. Role of financial PR companies. Financial PR companies post large numbers of results releases to the newswires. Would every company expect to give the PR companies access to the (secure) area of their website?
6. Down time. No single source can be relied upon 100% - the newswires have (had to) invest in redundancy of systems, ensuring permanent access. Not every company will have the resources to do this, and smaller caps are especially vulnerable.
7. Access to the 'editorial process'. Journalists work in many different ways, some on email, some using newswires, some on fax etc, with a constantly moving population. It is unreasonable to expect all companies to keep up to date with journalist changes, or to develop multiple mechanisms to deliver to these different audiences. And expecting investors and journalists to re-register is frankly unrealistic.
8. New media types are constantly emerging - it is in the commercial interests of the newswire to constantly patrol for these media, and harness them. Would all quoted companies be as diligent?
9. Simultaneity. The principles of good disclosure - never mind the law of the land - requires news to be accessible to all investors at the same time. This would be impossible for companies to achieve.
10. These challenges will inevitably hurt smaller companies most, a) by increasing cost to enhance their websites to the necessary degree, and b) investors will access large companies first; an investment story from a smaller company will win less prominence, ultimately strangling some prematurely, due to less access to capital.