Startup Weekend alumni startup, Airstoc, is hiring their first full time employee. They’re after a Software Engineer, preferably somebody who has been through a Startup Weekend or similar event. The new hire will start this September!
We’re pretty excited about this. This is the first startup to come out of Startup Weekend Sheffield that has gone on to create jobs within the digital sector in Sheffield, and that makes us feel all warm and fuzzy 🙂
I am personally excited about this because I know Giles, Andre and Manu pretty well now and I know how much blood, sweat and tears has gone into building Airstoc into the company it is today. The first hire of a startup is a real landmark. You could be that first hire!
Download job description: Software Engineer
Good luck. And here’s hoping we’ll be posting a few more of these in the next few months.
UPDATE: Wait, hold the phone! Here are a couple more. Tempted to apply for the Digital Media Executive myself :p Nah, I’ll let you go for it…
As a soon-to-be or recent grad, you’re chomping at the bit to jump into the workforce. You’ve got a stellar resume and awesome references, but where to begin? You could take the typical route of college grads and pound the pavement in pursuit of a corporate gig. But maybe you’re looking for a little more excitement and a little less routine, a company that veers off the beaten path and forges its own trail. If you want to be a part of something from the ground up, a startup could be just the place to launch your career.
What exactly will it mean to work at a new uncharted business? Before you fire off your resume, you should know a little bit about what you’re getting into. Here’s a list of five things you can expect—and look forward to—if you work at a startup:
1) Be Ready to Wear Many Hats
When your team is small, as it inevitably will be in the beginning, you’ll likely be assigned tasks not directly in your line of duty. One moment you might be doing competitor research, the next you might be negotiating vendor agreements and the next you could be ordering toilet paper for the office. In your daily grind, you’ll undoubtedly get to dig into projects that would be out of reach in a typical entry-level position.
2) Change Is the Only Constant
In the world of startups, change is the only constant—so you’d better be flexible. The company could decide to pivot in a new direction. Or employee growth could make you go from the sole business development associate to the head of sales in a matter of weeks. It might be as simple as changing priorities from mid-morning to the afternoon. If it pains you to switch gears all day long, or you’re on the retentive side when it comes to your to-do list, then steer clear. But if you’re game for variety, you’ve got the startup mentality.
3) 100% Mindshare
You won’t be punching a clock the same way you would at an established company. Startups have a smaller window to get results, which may mean logging extra hours to ramp up the business. Your contributions won’t be confined to the office—if you even have one— and your schedule will probably include late-night brainstorming sessions over pizza. More than your hours, your passion and productivity will be key. You should expect to have 100% mindshare, which may involve eating, breathing and sleeping with the wellbeing of the company on your mind.
4) The Payoff
You shouldn’t join a startup solely on the off chance it could be the next big social network. Join one because you want to roll up your sleeves and be involved in the thrilling nitty-gritty of growing a business. You can make an average entry-level salary ($35K-$45K) and have the opportunity to earn a small equity share in the business. Not all startups will enjoy outrageous success, but those that excel tend to generously reward the individuals who have invested their time and talents to grow the business. Financial compensation aside, you are getting the chance to be involved in something awesome, so enjoy the journey.
5) Unlimited Potential
Career trajectory at a startup isn’t linear. There may be no distinct corporate ladder to climb, but there’s the potential for a big upside if you’re smart, motivated and committed. You could start in customer service and be promoted to managing the entire 20 person customer service team in 3 months. Once you prove yourself, you’ll rise in the organization and gain valuable skills and experience. If the company takes off, you’ll be invited along for the ride.
Sound exciting and worth a gander? Go for it—make the bold move and explore opportunities with a startup today. If you don’t know where to begin, start your search with Lynxsy.
We welcomed a panel of alumni who share their first-hand experience of what it’s like to go from studying a chosen stack at Code Fellows to applying for professional programming jobs. Here are some of the tips that a recent alumni panel shared.
1. Have an awesome project
Have one app, website, game, or other project that you were very involved it. If you’ve just switched careers and don’t have professional experience in your chosen stack, this can give you challenges, accomplishments, and experience to speak to in your interview. It is also something visual that shows off what you can do.
2. Have a solid grasp on algorithms and data structures
Some hiring managers grill applicants about algorithms and data structures, and anyone with an understanding of computer science should know about these two topics. If you don’t have a CS degree, study up and have a comprehensive grasp on these concepts before your interview.
3. Hit the ground running
You may feel like two months of intense study means that you can take a week or two off, but this is when another kind of intensity starts. The alumni panelists agreed that their classmates who dove right into the job search had an easier and shorter job hunt than the students who took two or more weeks off from studying or applying for jobs.
4. Don’t undersell…
It can be hard to get your mind around the fact that you are a professional software developer after making a career switch, but going through this sort of training puts you in a very good place to start your development career. Don’t undersell what you can do with what you’ve learned.
5. …But don’t bullshit either
On the flip side, if the CTO or hiring manager asks you a question about a specific technology, library, or language and you don’t know the answer, don’t try to make something up or talk around the question. They asked because they know the answer and want to know if you do, too. This also applies if you’re facing an in-person coding challenge that you don’t know how to answer. Explain your thought process aloud; that will give the interviewer an idea of your problem-solving technique and ability, even if you don’t get the answer right.
6. Watch how you word your title
7. Have answers to common interview questions (but pause after they’re asked so that your responses don’t seem rehearsed)
During your job search, you’ll probably encounter typical interview questions (“What are your greatest weaknesses?”) or specific technical interview questions (such as the questions that have been included in countless “How to nail a tech interview” books). Since you have the resources that tell what common interview questions to expect, have genuine answers for these questions. If they come up in an interview, pause and ponder before answering so that your response doesn’t sound cookie-cutter or practiced.
8. Let your code (and your ability) speak for itself
In response to a student question, our panelists each said that they left the code they wrote before and during their development accelerator up on their GitHub profile. This allowed hiring managers (and the alumni themselves) to see how far they’d come in a short period of time. But this also means having several examples of good code on your profile (and hyperlinked from your LinkedIn, website, or online resume). This comes back to not taking time off after you finish a development accelerator. While all of that info is fresh in your mind, use it to write good code that you’re proud to show to a potential employer.
9. Ask questions and schedule coffee with people
Many students (and people in general) confess that they struggle with networking at events and meetups, but several of our alumni attribute their first job to some form of networking. If you’re not comfortable attending large tech meetups, try inviting people in your network out for coffee. Ask them questions, and if they can’t answer, they may be able to connect you with someone who can (and expand your network!).
10. Leverage Hacker News to know who is hiring
Hacker News periodically posts Who’s Hiring or Who’s Looking discussions. Keep an eye out for these posts and use them to find out what companies are hiring for different roles.
11. Start specializing
Specializing in a specific technology, language, or library gives you a great talking (and selling) point in interviews. The key is to know a little about a lot of things, and a lot about one or two things. Think of your knowledge expanse like a T—the top of the T is the surface or conversational knowledge you have about several subjects and technologies, and the stem of the T is the deep knowledge that you have about one particular topic.
12. Don’t be afraid to negotiate salary
Our alumni shared stories ranging from not asking for enough compensation, to having to counter-offer to get a comparable salary. Be confident in your skills (see point #4), do your research on fair salaries for the role, company size, cost of living, your education/experience, and the job market, and (tactfully!) present a counter offer.
If you’re getting ready to start your job search, leverage the momentum of the past eight weeks, write some top-notch code, and have confidence in what you have to offer a company.
Please join us in welcoming Enrique Godreau III as Senior Vice President of UP Global!
Godreau officially joins the team on June 30, leading new business development and sales efforts, and will be based out of the organization’s new presence in New York City.
“Enrique has been incredibly involved in the startup community and we’re thrilled to have him joining UP Global,” said UP Global CEO Marc Nager.
“He brings a wealth of over 30 years of experience inspiring entrepreneurs, helping them scale, mentoring leaders, as well as investing in startups across the country. As we grow as an organization, Enrique’s knowledge and passion will help our team and community leaders make an even bigger impact across the world.”
Prior to joining UP Global, Godreau co-founded Voyager Capital in 1996, an early-stage venture capital firm; GSharp Ventures in 2012, a consulting, investment and advisory firm; and 9Mile Labs in 2013, a Business-To-Business (B2B) technology startup accelerator that provides capital, mentorship, and company development resources and services. Godreau serves as a mentor for The Founder Institute, an advisor to The Women’s Venture Capital Fund, and a director with Global Partnerships and Summit Imaging. He has served on the board of directors to 16 startup companies including Attenex, Global Market Insite (GMI), GoAhead Software, and Photobucket and is a frequent speaker in the areas of entrepreneurship, emerging technologies, and venture capital.
“Marc Nager and his team, along with the dedicated support of an exceptional board and partners around the world, have created an extraordinary entrepreneurship ecosystem already over 300,000 people strong,” said Godreau. “Through active collaboration with dedicated community managers, UP Global has impacted entrepreneurship in over 500 cities across 126 countries. It is a pleasure for me to be joining UP Global at this stage in its history. Leading this effort from my hometown of New York City makes it doubly rewarding.”
Want to keep in touch with UP Global’s new Senior VP? Enrique can be found on Twitter at @enriquegodreau.
For more information about the community and their work through UP Global: http://up.co.
It’s easy to see why: From 2010 to 2020, computer-related occupations are expected to grow 22%, compared to the 14% projected growth of all other occupations.
If you’re a young professional interested in tech, it may be wise to turn to the startup world in lieu of more traditional jobs. New startups add an average of 3 million jobs in their first year, and one-year-old tech startup firms create about 1 million jobs, while 10-year-old firms generate around 300,000 positions.
An internship at a hot tech startup can be the ultimate resume builder — and may be the key to eventually landing a full-time position.
Click here for a few tips to get your foot in the door.
This piece was originally published on the Huffington Post.
Let me state the obvious: the employment process is broken.
It is especially broken in the Middle East and North Africa (MENA), where the region continues to lead the world in the percentage of youth not on the path to a stable career.
Regional leaders and public figures often point to entrepreneurship as having the potential to drastically impact MENA’s job creation plans. The belief is that as entrepreneurs work to satisfy the needs and wants of different consumers regionally and globally they will also create jobs as a result. However, more and more entrepreneurs in the region are tackling the employment challenge head on — making the creation of jobs the key metric of their business model.
Fadi Sawaqedy first thought of the idea behind Amman-based Shabab Jobs back in 2010 when he won second place at regional digital summit ArabNet for his idea.
Sawaqedy noticed that there was a clear lack of focus within the job-matching space on the substantial number of underprivileged and uneducated Arab youth, who usually “didn’t even have a resume.” Lack of investor funding meant that the website wouldn’t go live until earlier this year, but the response from both employers and job seekers has been very positive and the revenues have been coming in.
With a similar focus on youth, Dubai-based Gradberry launched in 2011 out of a realization by co-founder Iba Masood that most of the jobs advertised through popular channels focused on candidates with work experience, leaving fresh graduates to fend for themselves.
Positive feedback on the platform that focuses on job seekers with zero to two years experience, has encouraged Masood and co-founder Ahmed Syed to launch a new section of the website, Gradberry Academy, that focuses on delivering needed skills to young job seekers online.
Of course it’s not only the youth that are having a difficulty finding jobs. Our entire notion of employment will need to change if we are to overcome the unemployment challenges that face the region. Suad Abu Srour launched StayLinked in Ramallah, Palestine earlier this year with several of her co-founders.
StayLinked works to bring the concept of “microwork”to Palestine in the hopes of “leveraging Palestinian talent to serve the region and the world.”
Srour got the inspiration for StayLinked when she graduated with a degree in computer information systems and realized that most of her female peers, in spite of representing almost 50 percent of the graduating class, were usually forced to stay at home due to mobility issues and other difficulties. With funding from an angel investor, StayLinked has been in able to come in to play a brokerage role between employers and freelance workers, while adding a layer of coordination and, most importantly quality assurance. Palestinian workers at StayLinked have already served clients from Bahrain to the United States.
These are of course not the only startups directly tackling the unemployment challenge; several popular regional startups such as Nabbesh and Glowork are also tackling the crux of the matter from different angles. Speaking to several of these startups it became clear that there at least four important steps to supporting startups working in this space.
First, legislators will need to show they are serious about solving the unemployment challenge by reforming regulation surrounding freelance work and creating specific visas for internships that provide regional job seekers with vital work experience. In cases where the regulation is already available it will need to be simplified and communicated clearly to the public to avoid any confusion.
Second, a cultural and educational shift that normalizes internships and promotes apprenticeships in several fields will need to closely follow any shift in legislation. Even when the law permits it, several of our SMEs, and even larger companies, still do not know how to create internships that are beneficial for all parties involved. Public educational campaigns, and tax breaks for hiring interns are potential starting points.
Third, like all startups in MENA (and sometimes globally), startups in the unemployment space suffer from a lack of funding and investment in proven business models, especially after receiving angel investor funding and before qualifying for venture capital. International organizations like the IFC and the World Bank have begun to pay attention to this space but it is only a start.
Finally, the lack of transparent and clear data surrounding education and employment in the region is a serious hindrance for startups in this space as they try to pivot.Regional governments need to be more transparent about the data they collect (assuming they are collecting the needed data) so that entrepreneurs can play a more effective role in helping them overcome challenges they face.
The following post is by Ross Buchanan.
“Social Media is Not a Career– these job titles won’t exist in 5 years. Social media is a means to get more awareness, more users or more revenue. It’s not an end in itself. I’d strongly caution against pegging your career trajectory solely to a social media job title.” – Jason Nazar, Forbes Magazine.
Forbes published a list on 20-somethings, for 20-somethings, because 20-somethings enjoy sharing lists on social media (it was nearly the 20th list on my feed this morning.)
Jason Nazar is a Forbes contributor and business owner with startup experience. He has familiarity with what is valuable when staffing a startup, and understands social media trends within the tech industry. About 20% of the way through 20 things 20-year Olds Don’t Know, Nazar raises a point concerning many of his 20-something readers: he purposes the idea that in the near future, social media management jobs will be less abundant.
Currently, a great many 20-somethings work in lockstep with social media management responsibilities of some kind, including the measures necessary for maintaining a “personal brand” as employees and citizens. Social information has tremendous power: for collaborative thought, for national interests, and for fun. Brands and individuals will continue to pursue profitable avenues of social information online, and subsequent jobs managing technology in these fields will continue to exist.
In the last five years, the development of social applications (YouTube, LinkedIn, Instagram, etc) has produced widely publicized payoffs. The silver lining to the Great Recession has been a renaissance of connectivity; one exciting enough to encourage businesses small and large to rethink digital strategy… and hire.
In 2010, payroll and advertising giant ADP acquired The Cobalt Group, a Seattle-based web development company for automotive manufacturers. The same year, ADP began selling social “reputation” management services to several of its existing Fortune-500 clients, including a recently bankrupted General Motors Co.
Just two years into the global economic downturn, automotive wasn’t the only large American industry in need of a serious reputation makeover. The Department of Defense, the fast food industry, and at least one careless oil company followed suit with third party reputation management investment. Jobs were created for socially savvy grads the nation over.
In 2013, the servicing of massive reputation management contracts still takes bodies. ADP, among other financial services and advertising giants, has multiple departments working exclusively on grooming the social profiles of their clients. These social managers are paid better than they would be at startups, and they are used very differently.
Unlike startup culture– where diversification of individual skills is necessary for the locomotion of the group– larger firms tend to specialize workers in departments like social media. This structure allows the worker to develop expertise in their discipline, coach other departments, and encourage personal acceleration within a silo of the business. The worker will have the opportunity to interface and learn with other departments, but their success metrics will be in currency of their department (i.e. social media statistics.)
The natural, exciting progression of social applications includes several distinct and exciting points for business, among them: (a) the technologies will provide deeper measures of ROI as a function of marketing; (b) the technologies will become more self-reliant; and thus, (c) the technologies will become cheaper to maintain.
These are the points to which I believe Nazar issues his warning. This variety of social technology is thrilling, worth working for, and will always provide employment for those on the progressive front. However, innovation will erase bureaucratic social media jobs whenever a large seller of reputation management resources can implement technology in lieu of hiring a PR grad.
By 2018, I believe social technologies will be easier for companies of all sizes to manage internally, as the cultural threshold for understanding and taking advantage of social media will be higher with every employee. Greater personal understanding of social applications will encourage small business owners to manage their own social brands, rather than pay employees to do so.
Fortune-500’s curate user data and reviews as a part of their searchable brand, and will continue to do so during the next five years. This will likely occur through continued investment in scalable, multifunctional advertisers like ADP; bureaucratic groups that are both more likely to specialize employees departmentally, and stand to benefit most from technology that makes their departments leaner.
It seems logical that the importance of reputation/social management services will remain crucial into 2018. This is clear when considering the bad PR that can develop quickly from whistle-blowers, expansive wars, or a corporate indiscretion gone viral.
Yet, whether the number of social management jobs will grow, slow, or stay the same, remains opaque. Anticipating the demand for social media management positions might be gauged as follows:
If the demand for management positions continues to grow (and pay three-times the minimum wage,) companies will have greater incentive than ever to aggressively pursue more automated social technologies.
If the demand for social media management remains steady, current candidates will face indebted droves of younger, cheaper graduates seeking a job in the years ahead. Firms that sell reputation management services will maintain an inclination towards profitability in this scenario, intuitively seeking the most affordable option, be it cheaper technology or cheaper human resources.
Finally, if lower demand is anticipated due to the development of cheaper automated processes, or the higher minimum yield of internal staff when managing social media, the elimination of positions is inevitable.
In any case, I agree with Nazar that social media managers (and all workers for that matter) would be wise to diversify as quickly as possible in 2013.