3 ms·

State of Startups, 2019

43 points by yarapavan 7y ago

Thorentis 7y ago
> 40% of female employees reported that their gender hurt their chances of getting hired or landing senior roles in tech. How could the people who answered this possibly know that? Were they told to their face that "I won't hire you because you're a female"? Just because the person who was hired was male, doesn't mean the employer didn't want a female, they just chose somebody who happened to be male instead. I find it hard to believe that 40% of female employees had their chances hurt due to their gender. > 80% of founders believe having a more diverse team will have a direct positive impact on the value of their startup. > And for employees it’s becoming non-optional. Those who believe their leadership isn't prioritizing diversity and inclusion are 3x as likely to anticipate leaving their company within the next year (34% vs. 11%). Becoming non-optional? So 80% of founders are prioritizing "diversity" (whatever that means) ... but only 34% of employees actually care? This is hardly non-optional. Once again shows the disconnect between the employers and employees in-terms of what they perceive as being important.
- unraveller 7y ago
  The job hoppers were not asked why they would move on... exactly so the tea leaves could be arranged into "needs more woke". Could it not just be that employees want their bosses (who will read the results) to consider paying market rates sooner and don't mind signaling their virtue when excessively prompted to do so on an internet form that can be traced back to them.
yarapavan 7y ago
This certainly rings true from my experience working in a startup: * Much higher on the employee wish list? Their ability to make an impact (55%), the problems they’d be solving (42%), the mission (40%), the team (39%) and the culture (30%). * When employees lack faith in their CEO, they are 3x less confident that their company will see a $1B+ exit, 5x more likely to leave within a year, 6x more likely not to exercise their options, and 2x more likely to think the company will fail due to culture or team.
mrep 7y ago
> Only 1 in 10 employees said cash or equity compensation was a primary reason they joined their company, and only 1 in 20 founders said equity played a starring role in their pitches to candidates. Sounds like a self fulfilling prophecy and also why I don't really consider joining any startups.
- nscalf 7y ago
  What I took from this was that, if you're willing to pay a competitive rate and you're worth a competitive market rate, no one is getting high offers. If you can get the same compensation offer at 5 places in the next 2 months, the cash/equity compensation probably isn't the reason you're going to take a job. Basically, the market has found some salary/equity equilibrium, and it's things external to compensation that are being played around with to attract talent.
ellen77 7y ago
Thorentis has a good point. Wondering how folks know they weren't hired because they are female. I am a woman. I have learned that we actually do not speak up for ourselves, are less likely to ask for mentorship - from a universe that tends to be male - and we position differently. IE: I learned (and have observed in myself) that (generally speaking) we need to check off all job requirements in our background before we will apply for a role, whereas men in general do not do this. (again, in general). I have learned as a senior staff member to open up job descriptions to be able to open the funnel, and proactively reach out to diverse candidates. I think there is a ways to go to understand the true benefits of diversity in order to proactively apply and leverage for good, for progress. It is nicer, nonetheless, to see more diverse teams at the senior level though (speaking as an investor).

43 points by yarapavan 7y ago

> 40% of female employees reported that their gender hurt their chances of getting hired or landing senior roles in tech. How could the people who answered this possibly know that? Were they told to their face that "I won't hire you because you're a female"? Just because the person who was hired was male, doesn't mean the employer didn't want a female, they just chose somebody who happened to be male instead. I find it hard to believe that 40% of female employees had their chances hurt due to their gender. > 80% of founders believe having a more diverse team will have a direct positive impact on the value of their startup. > And for employees it’s becoming non-optional. Those who believe their leadership isn't prioritizing diversity and inclusion are 3x as likely to anticipate leaving their company within the next year (34% vs. 11%). Becoming non-optional? So 80% of founders are prioritizing "diversity" (whatever that means) ... but only 34% of employees actually care? This is hardly non-optional. Once again shows the disconnect between the employers and employees in-terms of what they perceive as being important.

unraveller 7y ago
The job hoppers were not asked why they would move on... exactly so the tea leaves could be arranged into "needs more woke". Could it not just be that employees want their bosses (who will read the results) to consider paying market rates sooner and don't mind signaling their virtue when excessively prompted to do so on an internet form that can be traced back to them.

yarapavan 7y ago

This certainly rings true from my experience working in a startup: * Much higher on the employee wish list? Their ability to make an impact (55%), the problems they’d be solving (42%), the mission (40%), the team (39%) and the culture (30%). * When employees lack faith in their CEO, they are 3x less confident that their company will see a $1B+ exit, 5x more likely to leave within a year, 6x more likely not to exercise their options, and 2x more likely to think the company will fail due to culture or team.

mrep 7y ago

> Only 1 in 10 employees said cash or equity compensation was a primary reason they joined their company, and only 1 in 20 founders said equity played a starring role in their pitches to candidates. Sounds like a self fulfilling prophecy and also why I don't really consider joining any startups.

nscalf 7y ago
What I took from this was that, if you're willing to pay a competitive rate and you're worth a competitive market rate, no one is getting high offers. If you can get the same compensation offer at 5 places in the next 2 months, the cash/equity compensation probably isn't the reason you're going to take a job. Basically, the market has found some salary/equity equilibrium, and it's things external to compensation that are being played around with to attract talent.

ellen77 7y ago

Thorentis has a good point. Wondering how folks know they weren't hired because they are female. I am a woman. I have learned that we actually do not speak up for ourselves, are less likely to ask for mentorship - from a universe that tends to be male - and we position differently. IE: I learned (and have observed in myself) that (generally speaking) we need to check off all job requirements in our background before we will apply for a role, whereas men in general do not do this. (again, in general). I have learned as a senior staff member to open up job descriptions to be able to open the funnel, and proactively reach out to diverse candidates. I think there is a ways to go to understand the true benefits of diversity in order to proactively apply and leverage for good, for progress. It is nicer, nonetheless, to see more diverse teams at the senior level though (speaking as an investor).