This document summarizes NextView Ventures' pitch to potential investors. They describe themselves as a hands-on seed stage VC firm that makes high-conviction, selective investments in founders seeking to redesign the everyday economy. They provide extensive resources and support to founders beyond just capital, helping with hiring, product development, customer acquisition and more. Their investment approach focuses on exceptional founders tackling large everyday spending categories with competition-crushing business models.
Tis is the season to be jolly, and at GoodData, there is holiday cheer everywhere! From Brno to Boston, Portland to Prague to San Francisco, we are making the season bright… Reflecting on the year our CEO Roman Stanek said “2015 was about staying true to the GoodData DNA and our culture that is defined by the amazing spirit of our teams ” He also shared his favorite quote from Ben Horowitz’s book The Hard Things about Hard Things “Building a company is not easy ...While we are far from perfect we are jolly about a few things and wanted to take a moment to thank our incredible GoodFamily, and look back on what made 2015 a year to remember!”
Startup Study: Entrepreneurial Activity by Harvard Business School StudentsNextView Ventures
Do Harvard MBAs make great startup founders? The school has recently come under fire for a lack of apparent entrepreneurial activity. NextView looked at capital raised, companies launched, and more.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
This is Ironpaper's culture code--a set of guidelines for building a great culture at our agency. We continuously refine and improve this guide, just as we continuously refine and improve the agency.
Hitchhiker's Guide to Boston Tech - NextView VenturesNextView Ventures
Everything you need to navigate Boston's web and mobile startup community, from networking events and conferences to founders and VCs to follow on Twitter to local blogs and podcasts to follow. But first, a story about Boston tech...
Tis is the season to be jolly, and at GoodData, there is holiday cheer everywhere! From Brno to Boston, Portland to Prague to San Francisco, we are making the season bright… Reflecting on the year our CEO Roman Stanek said “2015 was about staying true to the GoodData DNA and our culture that is defined by the amazing spirit of our teams ” He also shared his favorite quote from Ben Horowitz’s book The Hard Things about Hard Things “Building a company is not easy ...While we are far from perfect we are jolly about a few things and wanted to take a moment to thank our incredible GoodFamily, and look back on what made 2015 a year to remember!”
Startup Study: Entrepreneurial Activity by Harvard Business School StudentsNextView Ventures
Do Harvard MBAs make great startup founders? The school has recently come under fire for a lack of apparent entrepreneurial activity. NextView looked at capital raised, companies launched, and more.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
This is Ironpaper's culture code--a set of guidelines for building a great culture at our agency. We continuously refine and improve this guide, just as we continuously refine and improve the agency.
Hitchhiker's Guide to Boston Tech - NextView VenturesNextView Ventures
Everything you need to navigate Boston's web and mobile startup community, from networking events and conferences to founders and VCs to follow on Twitter to local blogs and podcasts to follow. But first, a story about Boston tech...
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Why you should Celebrate the Wins in a Startup by Geoffrey ByruchGeoffrey Byruch
At any startup, there will always be various ups-and-downs on your road to success. While you can always get lost within the day-to-day operations of the work week, it is absolutely vital for your company and yourself to celebrate the wins every step of the way.
As CEO, you and only you can lead culture change in your business. Get it right and you’ll reap the rewards–for your company’s growth, for the bottom line, and for employee engagement. Get it wrong and it’s your reputation on the line.
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
Ready to build culture from the ground up? DH hosted a lunch-and-learn session on how culture can impact the success of your growing organization.
Together, we discussed the burning culture questions that keep you up at night such as:
• How to create and maintain a productive company culture as you scale
• How to resolve problematic areas that do not embody desired culture
• How to hire for and measure performance based on culture
In attendance were founders looking to develop a strong company culture from the start and leaders in Employee Experience, HR, Talent Management, Learning and Development, and People Operations.
To bring our coaches to your organization for a workshop, email us: culture@deliveringhappiness.com
Learn more: http://deliveringhappiness.com/services/
2021 Sundsvall NTI Gymnasiet: making magic possible - Things I learned runn...Kay Gruenwoldt
This is a talk I gave on invitation by NTI Gymnasiet, which allowed me to share some of the learnings over the last decade of managing games studios and teams.
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
The 10 Biggest Questions We Received From Tech Startups - NextView VenturesNextView Ventures
These were the most popular blog post we created in the last six months for our startup blog, The View From Seed. This site is dedicated to seed-stage tech startups in the web and mobile spaces. NextView is a leading seed VC located in Boston. Topics include raising venture capital, hiring a COO, content marketing and blogging, and more.
My Personal CORE Strategy: Brand, Customers, Goals Jose Caballer
FREE Webinar Thursday, May 22nd 5:30 PM
fb.me/6Enzgvd23
The Skool OS CORE is a strategic planning framework that helps you define your brand, define your customers and prioritize your goals. As an experiment I used it on myself. Can the CORE Strategic framework be used for a person?
Whether you are responsible for salary decisions or just give input to someone else, it is important to understand the overt and subtle considerations around determining appropriate pay raises for your team. How you handle salary is a critical part of performance management and retention.
This talk gives some practical advice and things to keep in mind when you are considering what type of pay raise to make. I’ll also provide some points to make the salary discussions in your performance reviews easier.
Slido Culture Code - mission, values and beliefsSlido
We have lived by our values from day one. But as the team grew, we decided to put our values and culture code together officially.
So here it is. This is who we are, why we exist and what we believe in. Thank you Zoom, Slack, Netflix and many others for inspiring us on our journey.
Do you have a culture code? What are your thoughts on ours?
Let us know at culture@slido.com. We’d love to hear from you.
Culture deck for Kasten, a cloud-native startup in the enterprise space. This documents how we want to create a great culture and what we need to accomplish for that to happen.
Recapping our startup investments, support experiments, and our firm's biggest, most important theme of the year. A seed VC, NextView is based in Boston and New York and is focused on helping startups gain initial traction in their fundraising, marketing, customer growth, product design, and more.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Why you should Celebrate the Wins in a Startup by Geoffrey ByruchGeoffrey Byruch
At any startup, there will always be various ups-and-downs on your road to success. While you can always get lost within the day-to-day operations of the work week, it is absolutely vital for your company and yourself to celebrate the wins every step of the way.
As CEO, you and only you can lead culture change in your business. Get it right and you’ll reap the rewards–for your company’s growth, for the bottom line, and for employee engagement. Get it wrong and it’s your reputation on the line.
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
Ready to build culture from the ground up? DH hosted a lunch-and-learn session on how culture can impact the success of your growing organization.
Together, we discussed the burning culture questions that keep you up at night such as:
• How to create and maintain a productive company culture as you scale
• How to resolve problematic areas that do not embody desired culture
• How to hire for and measure performance based on culture
In attendance were founders looking to develop a strong company culture from the start and leaders in Employee Experience, HR, Talent Management, Learning and Development, and People Operations.
To bring our coaches to your organization for a workshop, email us: culture@deliveringhappiness.com
Learn more: http://deliveringhappiness.com/services/
2021 Sundsvall NTI Gymnasiet: making magic possible - Things I learned runn...Kay Gruenwoldt
This is a talk I gave on invitation by NTI Gymnasiet, which allowed me to share some of the learnings over the last decade of managing games studios and teams.
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
The 10 Biggest Questions We Received From Tech Startups - NextView VenturesNextView Ventures
These were the most popular blog post we created in the last six months for our startup blog, The View From Seed. This site is dedicated to seed-stage tech startups in the web and mobile spaces. NextView is a leading seed VC located in Boston. Topics include raising venture capital, hiring a COO, content marketing and blogging, and more.
My Personal CORE Strategy: Brand, Customers, Goals Jose Caballer
FREE Webinar Thursday, May 22nd 5:30 PM
fb.me/6Enzgvd23
The Skool OS CORE is a strategic planning framework that helps you define your brand, define your customers and prioritize your goals. As an experiment I used it on myself. Can the CORE Strategic framework be used for a person?
Whether you are responsible for salary decisions or just give input to someone else, it is important to understand the overt and subtle considerations around determining appropriate pay raises for your team. How you handle salary is a critical part of performance management and retention.
This talk gives some practical advice and things to keep in mind when you are considering what type of pay raise to make. I’ll also provide some points to make the salary discussions in your performance reviews easier.
Slido Culture Code - mission, values and beliefsSlido
We have lived by our values from day one. But as the team grew, we decided to put our values and culture code together officially.
So here it is. This is who we are, why we exist and what we believe in. Thank you Zoom, Slack, Netflix and many others for inspiring us on our journey.
Do you have a culture code? What are your thoughts on ours?
Let us know at culture@slido.com. We’d love to hear from you.
Culture deck for Kasten, a cloud-native startup in the enterprise space. This documents how we want to create a great culture and what we need to accomplish for that to happen.
Recapping our startup investments, support experiments, and our firm's biggest, most important theme of the year. A seed VC, NextView is based in Boston and New York and is focused on helping startups gain initial traction in their fundraising, marketing, customer growth, product design, and more.
Starting a Business in Bucks County- Beginners Guide of TipsNeshaminy Interplex
The Neshaminy Interplex, located in the Trevose is the leading commercial real estate- Bucks County, PA. Offering an abundance of office suites to choose from, Korman Commercial (premier property management) and The Neshaminy Interplex team up to offer extraordinary amenities and business support systems.
To check out this PA Office Complex, visit http://kormancommercial.com/types/1/properties/5
Neshaminy Interplex®
Two Neshaminy Interplex, Suite 305
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Reboot is a conference for failed entrepreneurs. Zu Tisch in GK1 hosted the first ever Reboot Conference that saw participation from entrepreneurs working in as diverse sectors as healthcare, SaaS, fintech and foodtech. It was an high energy event with founders taking the stage to talk about their entrepreneurial journey and the Indian startup ecosystem. Here are the slides we presented.
Why do we start startups? A good question for the inaugural class of the NYC Media Lab. Covering Motivation, Lean, Business Model Canvas, the Rich/King Dilemma, and Scale Outcomes
Why do we start startups? A good question for the inaugural class of the NYC Media Lab: The Combine. Covering Motivation, Lean, Business Model Canvas, the Rich/King Dilemma, and Scale Outcomes
A downloadable template created by VCs for founders looking to raise seed capital. Download here: https://www.dropbox.com/s/pxnyscz93dzjbv8/Nextview_startup_pitch_deck_template.pptx?dl=0
As a founder, how do you up your board meeting game? This template can help guide you through running an effective board meeting, or simply save you time on layout and design. For use by seed-stage tech startups primarily.
NextView's Tim Devane analyzes the stage of seed-stage VC and tech startups in New York City. Topics include hot sectors like food logistics, consumer goods and services, media and publishing, talent, and trends in venture capital. Report includes original and curated research, quotes from top NYC founders, and more.
A VC's Decision Tree - How Startup Investors Get to Yes or NoNextView Ventures
Rob Go of NextView Ventures outlines his process for making investment decisions in tech startups. This flowchart was originally found on the firm's blog here: http://nextviewventures.com/blog/flowchart-vc-decision-making/
Startup Pitch Deck Template: The Kitchen Sink AppendixNextView Ventures
The second of our templates to help entrepreneurs create better pitch decks and more successfully raise venture capital. Find the first here: http://www.slideshare.net/nextviewvc/startup-pitch-deck-templates-next-view-ventures-slideshare
Customizable pitch deck templates which include two different versions, both built by leading seed investors at NextView Ventures. Entrepreneurs can use them to save time while building a pitch deck to raise seed capital.
NextView is a Boston-based seed-stage VC investing in web and mobile tech startups. In this year in review, we look back at a big year and thank the companies and people that made it possible.
These board deck templates include customizable slides and advice from the VCs at NextView Ventures. Use them to save time while building a deck based on best practices as a startup founder or CEO.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
9. WHO WE ARE
WHO WE ARE
We’re high-conviction,
We lead or co-lead
10-12 investments
every year.
hands-on seed investors.
10. WHO WE ARE
WHO WE ARE
We’re high-conviction,
For 4 partners,
that’s only 2-3 investments
each year, per person.
hands-on seed investors.
11. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
Once we invest, we’ll sit on
the board, and actively
help the company
(more on this later).
12. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
Founders usually come
to us before they have
meaningful traction.
13. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
Sometimes, that means a
pre-seed at the
conception stage.
14. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
Other times, there is a
live product with early
signs of product-market
fit.
15. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
Our initial checks
range from
$100K - $2M.
16. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
We have capital to support
companies in follow-on rounds,
but most of our investments happen
upfront.
17. WHO WE ARE
WHO WE ARE
hands-on seed investors.
We’re high-conviction,
We don’t “do deals”, we make
meaningful investments, and we
do so as a team.
18. The path to product-market fit
is risky, uncertain, and winding.
WHO WE ARE
19. We know. We’ve walked it ourselves.
Co-Founder,
Sombasa Media
Product Lead,
eBay
Early PayPal,
Co-Founder LinkedIn
Head of Product,
Blue Apron
DAVID BEISEL
Co-Founder & Partner
ROB GO
Co-Founder & Partner
LEE HOWER
Co-Founder & Partner
MELODY KOH
Partner
WHO WE ARE
20. Regardless of who
sits on your
board, you have
access to the
entire NextView
team and network
from Day 1.
WHO WE ARE
21. WHO WE ARE
Finding
product-market
fit is tough, so
our platform
helps remove
barriers that get in
your way.
We also focus all
our resources and
programming
on the seed-stage.
22. WHO WE ARE
Our focused approach is working.
of our seeds get to series A
or a successful acquisition
▴2/3
Of the successful founders we’ve
backed have chosen to work with us again
100%
23. 23
We’ve built an expansive platform of
resources to address these challenges.
Here are a few initiatives we’ve previously launched.
At the seed stage, founders only care about
four things:
HOW WE HELP
HIRING
GREAT PEOPLE
BUILDING
A PRODUCT USERS LOVE
GETTING
MORE CUSTOMERS
NOT RUNNING
OUT OF MONEY
25. 25
HIRING
GREAT
PEOPLE
BUILDING
A PRODUCT
USERS LOVE
GETTING
MORE
CUSTOMERS
NOT RUNNING
OUT OF MONEY
HOW WE HELP
We assembled the best product leaders in
the world to advise and assist our portfolio.
Product
Content Sales
User
Acquisition
Brand
Transactional Audience Marketplace,
B2B2C
Jared
Cluff
(User
Acquisition
Match, Blue
Apron)
Nancy
Go
(Brand
marketing,
Devoted Health,
Wayfair, Chewy,
Dia&Co
Mike
Volpe
(Hubspot,
Lola)
Jess
Meher
(Invision,
Notarize)
Brian
Long
(Attentive,
TapCommerce)
Brian
Balfour
(Growth
Hubspot,
Reforge)
Growth
Fareed
Mosavat
(Slack)
Analytics &
Lifecycle
Fatma
Collins
(artsy, Fab, Jet)
Pierre
Valde
(Sunrise,
Jumbo,
Foursquare)
Sara
Wajnberg
(Oscar)
Growth
Product Guilds
Consumer B2B Consumer B2B
26. 26
HIRING
GREAT
PEOPLE
BUILDING
A PRODUCT
USERS LOVE
GETTING
MORE
CUSTOMERS
NOT RUNNING
OUT OF MONEY
HOW WE HELP
We introduced a founder to their first
(and ultimately biggest) customer.
We do all-hands on deck sales and
recruiting on behalf of our portfolio.
We introduced one
founder to their first
customer (and
ultimately their two
biggest customers).
For another founder, we recruited the
company’s CTO, 1st senior engineer,
VP Marketing, and Director of
customer success in the first 6
months after our investment.
29. You don’t have to
take our word for it.
Just listen to what our founders have to say...
HOW WE HELP
30. “More than any other investor
we worked with, you actually
get support from everyone.
The team fought for me with
a ton of accounts, and they
all regularly offered help
and feedback.” Brian Long
CEO & Co-Founder, Attentive
HOW WE HELP
31. “When I was fundraising for
our Series A, David was my
go-to person for advice
and feedback.”
Mary Biggins
Co-Founder, MealPal
Previous Co-Founder, ClassPass
HOW WE HELP
32. “We wouldn’t be here without
NextView’s partnership. They
are my go-to call in the middle
of the night when I need help
or advice.”
Stu Landesberg
Founder, Grove Collaborative
HOW WE HELP
33. We want to partner with more
founders like Brian, Mary and Stu.
Here’s how we think about finding them.
HOW WE HELP
34. WHO WE ARE
HOW WE THINK
We care about the
who, what, how and why.
35. WHO WE ARE
HOW WE THINK
We love backing exceptional
and authentic, but perhaps
misunderstood, founders.
We care about the
who, what, how and why.
36. WHO WE ARE
HOW WE THINK
They want to redesign daily
living for everyday people.
We care about the
who, what, how and why.
37. WHO WE ARE
HOW WE THINK
According to the U.S. Dept. of Labor,
people spend most of their time and
money in just seven categories.
We care about the
who, what, how and why.
39. WHO WE ARE
HOW WE THINK
To learn more about the
Everyday Economy,
click here.
We care about the
who, what, how and why.
40. WHO WE ARE
HOW WE THINK
They also deliver jaw-dropping
value with competition-crushing
business models (JDCC for short).
We care about the
who, what, how and why.
41. WHO WE ARE
HOW WE THINK
This generation will dictate how
technology with transform every
meaningful part of human life.
We care about the
who, what, how and why.
42. WHO WE ARE
HOW WE THINK
This transformation can build a
dystopian nightmare or something
more beautiful than what exists today.
We care about the
who, what, how and why.
43. WHO WE ARE
HOW WE THINK
We’re based in BOS and NYC,
but we invest all over the U.S.
The where
doesn’t really matter.
Boston & NYC
OFFICES
San Francisco
PRESENCE
Across the U.S.
INVESTMENTS
45. Let’s use a real-life example.
Meet ,
a personalized styling
subscription service
for plus-sized women.
CASE STUDY
46. WHO:
Nadia Boujarwah & Lydia Gilbert
CASE STUDY
After meeting at HBS, Nadia
teamed up with Lydia to solve a
problem she’s faced her whole life:
finding stylish plus-sized clothing.
Exceptional founders,
misunderstood market
47. WHAT:
Everyday Economy Product
CASE STUDY
of women in the U.S. wear a size 14 or above,
yet very few retailers offer well-fitting and stylish
options. This means finding clothes that fit is
often painful and emotionally taxing.
67%
48. HOW:
JDCC Model
CASE STUDY
Dia&Co creates a lovable
shopping experience for
plus-size women and
builds a data moat that
grows stronger with each
customer interaction.
Jaw-Dropping Competition Crushing (JDCC)
Business Model
More
Data
Better
Selection &
Personalization
More
Customers