One reason some startups exist: how do you allocate engineers to problems where incumbents either can’t achieve organizational conviction to allocate engineers or couldn’t attract sufficiently productive engineers to matter.
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To which a partial answer is you silo them in a separate company with a culture not inimical to engineering, you compensate them with equity, and you eat a lot of free cultural lunches. (e.g. Revealed preferences mean some people value dress codes at literally billions.)
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Repeatable way to find startup opportunities: look for large organizations with important problems that really need to hire 10 people who know what a for loop is and implement their recommendations but have a deeply felt reason why they can’t do that.
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Five years from now they’ve got three options: rethink how they make decisions, buy the startup and almost inevitably kill it for the same reason they couldn’t do it internally, or compete with the startup. (Not a given they’d lose the competition but risk-adjusted ROI is great.)
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What would you say is the most effective way to find these opportunities? Internships at those large companies? Consulting? Seems hard to identify these from the outside
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I think you likely perceive this question to be about acquiring knowledge and I perceive my answers to be about acquiring taste.
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I wish there was a for loop for this.
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Čini se da učitavanje traje već neko vrijeme.
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