Passes’ Post

A week ago we launched the APC (Association of Product Counsel (APC)), the network that brings together the finest minds in Product law across Europe and beyond 🧠 🌍 🇪🇺. I’ve been bowled over by the response and enthusiasm of the feedback we’ve received so far 🙏 which tells me we’ve touched on something that can bring real value to the way we, as Product Counsel, do our jobs and the way founders in Europe scale their companies…now let’s keep growing! 🚀 📈 Along with the network, we launched a newsletter covering key topics in the world of Product law (both technical and operational). For our opening salvo, we cover: 🤔 What is the APC and what’s behind it 🧠 What is a Product Counsel 🌍 🇪🇺 vs. 🇺🇸 Why Europe needs the APC Check out the 1st edition and sign up for more insights on the role of Product Counsel in fast growing companies here: 👉 https://lnkd.in/gm5Ba_kz Today, our membership spans a variety of industries and areas of expertise (from fintech to Big Tech, from insurtech to legaltech). Tomorrow, it will span even more. We've helped build companies from the UK, France, Sweden and the US. Among those companies represented are: Adyen, Alan, Algolia, Google, Klarna, Lydia, Meta, Monzo Bank, PayFit France, Plaid, Swile, Qonto, Yousign. We get the challenges here, the end game which Product teams and all businesses are trying to solve - we apply our skills to make that happen 🤸♀️ #tech #product #productlaw #productcounsel #startup #fintech #strategy #growth #france #europe #vc

🎉 Big news! We raised our $15M+ Series A led by FinTech Collective, with our existing investors Motive Ventures and Cherry Ventures also doubling down on bunch. Our amazing team is at the forefront of innovation, breaking barriers, creating value... building the backbone of private markets! 🚀 This step will enable us to further invest in our product, accelerate bunch’s growth by expanding into new jurisdictions and asset classes, and grow our superstar team of industry experts! Check out our open positions, in case you want to jump on a spaceship: ➕ Head of Product ➕Senior Product Manager ➕Account Executive ➕Account Manager ➕Fund Operations Manager And more (follow the link in the comments). 💙 I’m immensely proud of what we’ve achieved so far and can’t wait for what’s to come.

Here's a new list of 14 fastest-growing Series A startups that have raised funds from top tier investors. All are hiring for REMOTE roles. 1. Revv - ADAS calibrations 2. Jam.dev - 1-click bug reports 3. Prepared - AI tech for 911 calls 4. Stable - virtual address services 5. Nourish - dietitian match-making 6. Railway - instant deployments SaaS 7. ReMatter - scrap metal recyclers OS 8. Arbor - home improvement software 9. Pulley - equity management software 10. August Health - senior living EHR platform 11. Albert Invent - R&D collaboration platform 12. Function Health - lab tests + medical insights 13. Rundoo - software for paint + hardware stores 14. ScaleOps - Cloud-Native Optimization - kubernetes Some may have geo-restrictions. ♻️ Repost this to share with your network. And follow me Weiting Liu for more.

Fun fact, we have a bi-weekly newsletter breaking down actionable advice on some of the most important startup hiring topics? Straight talk, no BS, and a promise to keep it real and useful: https://bit.ly/AmysAve #founders #SaaS #startups #hiring #BuildWithATP ATP | High-precision executive search for startups

You're scaling fast. You've got more roles than you have people. So, you hire quickly to fill the gaps. The business needs it and growth feels non-stop. But a single misstep can bring that growth to a halt. From over-promotion to knee-jerk hiring decisions, we've seen it all. Here are four common startup hiring mistakes that we help businesses correct most often.

It's one thing to make the wrong hire. It's another when the same mistakes keep happening. And yet, it happens ALL the time. Especially with well-intended, smart, first-time founders. So what can we do to fix it to break the pattern? It turns out, a lot... And I just broke it down in my bi-weekly newsletter coming to inboxes tomorrow morning. If you like what I talk about here, want to know more about this topic with actionable advice and no BS, press this l*nk: https://bit.ly/AmysAve But first, I'll give you a teaser in 2 words: Hiring Scorecard Learning how to create and use one is a game changer and where I kicked my shiny object syndrome to the curb. Not only can I share the methodology we use at ATP with you. But we also can teach you how. Mis-hires at startups are gnarly. However, there are ways to reduce the damage and hire right the next time. #founders #hiring #startups #BuildWithATP Avenue Talent Partners | | High-precision executive search for startups

Here's my startup hiring philosophy: Hire people that would be great founders, but are too risk-averse to start their own thing. The key is giving them free reign to own their area of the business. Try to control them, and they leave.

I've had the pleasure in working in multiple start-ups and scale-ups. This is a very true statement. I would also add that when it comes time to push into a liquidity event and you need focus on compliance, process and structure, don't saddle these same people with these tasks. Let them continue to fly and underpin them with SME's to drive a strong outcome. #startup #scaleup

Imagine stumbling upon a unicorn—not the mythical creature, but a rare and extraordinary business opportunity that has the potential to transform your life. Well, guess what? I've found just that, and it's nothing short of a business unicorn. After a lifetime of searching for the perfect opportunity to unlock my full potential, I've finally struck gold. This venture is allowing me to achieve success on a scale I hadn't dared to dream of, even in the most optimistic scenarios. Here's what makes this opportunity truly exceptional: *Massive Market Disruption: We're at the forefront of a revolutionary market shift. *Zero Competition: A unique position with no rivals in sight. *30 Million Untouched Prospects: An existing pool of 30 million prospects actively seeking what we have to offer. *23-Year Track Record: A proven track record spanning over two decades, backed by thousands of testimonials. *Insane Up-Front Revenue AND Residuals: Immediate substantial income with long-term residuals. I could go on, but I'd rather let the opportunity speak for itself. You need to see this firsthand to grasp the magnitude of what's at stake. Don't miss out on a chance that could potentially multiply your achievements a thousandfold. Join me in exploring this extraordinary venture, and let's unlock unprecedented success together.   ADD TO YOUR CALENDAR HERE: https://lnkd.in/eMJq5RFx  Leave the viewing ID as is. Thanks. Larry

Alright, so if you're on a tight budget and can't afford to hire top-tier pros, no worries. One option is to round up a group of eager students looking to gain experience. Sure, you might spend a bit more time managing them, but that's all part of the game when you're working with limited funds. Another angle is to give startup media companies a shot. They're often open to negotiation, especially if you're offering them regular work. If you've got a yearly budget to play with, consider approaching companies with it. They're more likely to give you a better rate because they can plan out shoots and allocate resources more efficiently. It's a win-win situation – you get quality content at a better price, and they get steady work. There are so many ways to approach this questions and way more options but hope the above helps someone! The most important thing is developing a relationship and network with he people you work with. You will find a connection goes a long way no matter if they are student or masters in their field.