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    Software How-To

    Giant Robots Smashing Into Other Giant Robots

    A podcast about the design, development, and business of great software. Each week thoughtbot is joined by the people who build and nurture the products we love.

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    Latest Episodes:
    439: LOANHOOD with Lucy Hall Sep 08, 2022
    Show notes

    Lucy Hall is the Co-Founder of LOANHOOD, an online fashion rental platform and community that allows users to loan inclusive, diverse, and creative styles for an affordable price. Chad talks with Lucy about being a peer-to-peer fashion rental app, building a community, and reducing the impacts of the fashion industry on the planet and people by helping to create a sustainable future. LOANHOOD Follow LOANHOOD on Twitter, Instagram, Facebook, TikTok, YouTube, or LinkedIn. Follow Lucy on LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Lucy Hall, the Co-Founder of LOANHOOD, who are changing the face of fashion. Lucy, thank you so much for joining me. LUCY: Thank you so much for having me, Chad. CHAD: How are some of the ways that LOANHOOD is changing the face of fashion? LUCY: So we're starting off with a peer-to-peer fashion rental app, which we just launched ten days ago now. CHAD: Congratulations on the launch. LUCY: It's been a long time in the making. And, like I said, we're starting with a fashion rental app. But there are so many different ways that we want to change the face of fashion. It definitely needs a facelift. CHAD: What caused you to start with the rental platform? LUCY: It was something that we were really passionate about. So my co-founders and I actually worked in the fashion industry for the majority of our careers. So we could see first-hand how it was changing, how it's developing. And sustainability started coming into our lives, and we could see that things had to change. And we know that the fashion industry is quite archaic. Big fashion businesses are like these huge ships. It's so hard for them to change their course and to actually implement sustainability into their supply chains or their values. And we knew that we could do it quicker and better and faster than them. So we started testing the idea of circular fashion by doing clothes swaps which is a kind of an entry-level way to circulate fashion for free or relatively cheaply. And we started getting this amazing feedback from people like, "Oh, we would love to do this again. And have you thought about monetizing it?" And, of course, that was our...to get to scale, we knew that we had to monetize this sharing of clothes. And that's how our peer-to-peer fashion rental app grew and was born. CHAD: That's great. So you have two co-founders. LUCY: I do. CHAD: Jade and Jen. Were the three of you working together at the time? LUCY: Funny story, Jade and I are actually best friends. And Jade was my model back in the day. So Jade has been a fashion model for 12-plus years. And she was on Britain's Next Top Model. And I was a model agent. She came into my agency as one of the runner-uppers, and we forged a lifelong friendship from there. And we've both been passionate about fashion. And then, as I said, our career paths, we could see the detrimental effect of the planet. And Jade decided to go back to university and start studying. She did her master's in fashion futures at London College of Fashion. And that's where she started seeing sustainability. And the idea of a peer-to-peer rental came from that course. She was studying the future of fashion, and she knew that this was the only way we can move forward. And Jen was a friend of Jade and is a graphic designer by trade and is an amazing brand builder and amazing designer. So we were asking her for some advice. And she came on as a co-founder at the beginning because she just knew this was the right path for her. CHAD: You started with these swaps. Were you doing the swaps as friends because you felt it was the right thing to do? Or did you have an eye towards this could be something more? LUCY: Well, we knew from the beginning that we wanted to do something big. We knew we'd got to a certain point in our careers where we were like, right, let's use our skills to really make a change. But we were also working, and we all had jobs, so we were kind of doing it as a side hustle, just testing the idea and going, "Oh yeah, we'll do this." And then it started picking up, and we got a contract with a local council. And we were like, wow, people are really interested in this. Let's keep going, and then the pandemic hit. CHAD: How did the pandemic affect you? LUCY: [chuckles] Well, as you can imagine, people weren't really doing clothes swaps or renting or even thinking about those things at the beginning of the pandemic anyhow. So we kind of just put it on hold and did what everyone did in the pandemic, hunkered down. And we started learning as much as we could about the circular economy, about sharing economy, trust economy, marketing, product, really teaching ourselves from the bottom up what it takes to make a global brand. So we were quite lucky in the respect that we had that time away to really hone our skills and focus on what we wanted in the long term. So post-pandemic, when we came out of the lockdowns, although there were multiple back and forth, as you know, it was definitely a stop-start for us, but we knew that it actually...it just allowed us that time to really focus our minds on what we wanted and a long-term plan, not just like, oh, let's try this out. We know what we want for the next 5 to 10 years, basically. CHAD: At what point did you decide, okay, we have to make an app? LUCY: It was a difficult one because we thought Shopify, Sharetribe there are all these amazing platforms. You can just get a business at the click of your fingers. However, for peer-to-peer fashion rental, it's a much more complex model. Even Sharetribe, which is supposed to be for those kinds of models it's not as detailed as we needed it to be. So we tried to build a website from scratch. And, again, we just knew that we're very much focused on Gen Z. And when we were talking to our audience, we knew that they wanted an app. So we just scrapped it and said let's just go for it. But having no technical background was a real difficult decision for us because we had no funding. We'd all just left our jobs. The pandemic had happened, so we didn't have any savings really. So we had some money from the clothes swaps. And we did a rewards-based Crowdfunder, and we raised £14,000 from friends and family in our community that were buying free rentals for the future and just believed in the mission that we were on. And we were able to get that £14,000 and put it into the start of building an app. And as you're aware, apps cost a lot of money. CHAD: [laughs] LUCY: We didn't get that far. And we learned a lot of lessons with the build because we tried to project manage it ourselves. Having no technical background, that was tricky. And we offshored it to a team in India who were lovely and amazing but not as skilled as we needed them to be. Because we had no technical background, we really needed somebody to lead that for us. So we had a starting point, but we knew that we had to actually get a technical lead on board pretty soon. And we were lucky enough to find a partner in a company called ON, who are based in the UK. And with them on board, they led the tech from there on. CHAD: Continuing to work with that team in India, or did they actually provide the entire team at that point? LUCY: We switched to another offshore team because it costs so much money here in the UK. CHAD: So when was this all happening? LUCY: Last year, mainly. 2021. CHAD: To give folks an idea, you make the decision to start building an app. You start doing that in 2021. You just launched. But your business is more than just the app. Were you right up to the wire with the app being ready? LUCY: Like you said, we're building a community. And what we learned from the pandemic is that you can't rely on one part of your business to help you succeed. You need multiple things. And what we're passionate about more than anything is community. And what we found with the fashion industry is that it can be quite elitist. And if you want to work in the fashion industry, you have to move to London or New York or Paris, and you have to probably know somebody in the fashion industry, and we wanted to change that. We wanted you to be able to start your own fashion journey wherever you are based. And what we also saw was that all this money that people were spending on fashion was going to big fashion businesses and to probably one guy at the top of that chain, whereas, with peer-to-peer rental, you can actually circulate that money within communities. You're lifting communities up so they can create their own sustainable fashion future. So what was really important to us was to have community as one of our main pillars going forward. CHAD: And how have you gone about building that community? LUCY: Organically so far, which has been really nice. And again, the events that we do have been part of that. But to scale, we really need to start building out ambassador programs, referral systems that can help us hit those kinds of network effects. CHAD: So I know you're only in the UK. LUCY: Correct. CHAD: What are the limiting factors to expansion beyond the UK? LUCY: Money, obviously. CHAD: [laughs] Okay. LUCY: We’re on a funding journey at the moment, and that's a ride for sure. So we kind of use the Depop playbook. Do you know Depop? You're probably over 25, so that's probably why you don't know it. CHAD: [laughs] Yes. LUCY: A third of 16 to 25-year-olds are on Depop in the UK. It's the 10th most-searched-for resale platform in the U.S. And they started off in the UK, and they organically grew into the U.S., which is nuts. We probably won't do that, of course, but we plan to go to the U.S. potentially next. But it depends on investment, on what our audience is saying, where they're based. What we find with our audiences, the universities that we partner with we have a lot of international students. So they're taking that idea back to their hometowns, which is really interesting. But on a tech front, going into the U.S. is easier because it's an English-speaking country. Going into Europe is a bit more complex because you have lots of different languages, although you have one single currency, which is helpful. CHAD: Since your model is peer-to-peer, individuals are sending the rented item directly to the person who's renting it, right? LUCY: That's correct, yeah. CHAD: And so I suppose one potential barrier is you don't need to be able to receive centrally or to handle things in the United States. But you need enough people in the U.S. to make it worthwhile for individuals to be sending each other things to have enough rentals and activity. LUCY: Always, the problem with the marketplace is the cold start problem. There is a great book by Andrew Chen called The Cold Start Problem. And we really need to build both the supply side, which we call the loaner, and the demand side, which we call the borrower. So we have been working really hard in the UK to get as many of the supply side on board because we know the people that we want to be on the platform, so emerging designers, young makers, and creators. And because we have our fashion backgrounds, we can identify those people quite quickly. And we've done things that are totally not scalable, like messaging them on Instagram and scouting people in the streets. But as a small startup, you kind of have to do those scrappy things as well just to kind of build the supply side. CHAD: Right. And I think that's why so many marketplaces end up focusing on particular geographies even if they could expand because that focus helps you do those unscalable things that you need to do in the early days to bootstrap that community that you need for the marketplace. It hadn't occurred to me until you just said it that I've been thinking that this would totally be individuals, but for an emerging fashion designer to be on your community offering up their clothing for rental, that hadn't even occurred to me as a possibility. LUCY: Something that we're passionate about, especially post-pandemic, a lot of young people that are either at university and didn't get the real university experience had to make some extra money started these side hustles of teaching themselves to crochet or teaching themselves to knit. And now they have these amazing pieces, and they're open to renting them out as well as doing their retail side of it. And what we found from the resale people, so the Depopers or people on Vinted, was that they'd get this kind of seller's remorse. So they'd upload the item, take amazing pictures, and they'd sell it once. But with rental, you upload it, and you can rent it out over and over and over again. And you still get to keep it and wear it yourself, so a bit of a no-brainer. CHAD: Yeah. So you went on the journey of creating the app, creating the community. You've just launched. So are you actively fundraising? LUCY: We are actively fundraising. We're just closing our pre-seed round. And we were very lucky to have an incredible lead investor come on board. He just got the idea instantly. What we found difficult is being female founders who don't have tech backgrounds; it's definitely a couple of negatives against us. [laughs] But we're going to use it to our advantage, and the people that are on the journey with us now 100% are behind us and believe in what we're doing. Because we're an impact business as well as we want to have profit alongside people and planet, that's what's important to us to make impact socially, environmentally, and through the industry. So the next step of our fundraising journey will be a crowdfund, an equity-based crowdfund. So we did the rewards-based crowdfunder last year. This year, it's going to be equity-based because we really believe that we're building this platform for our community, our audience. So they should be able to invest in us and come on that journey with us. And hopefully, the business grows to huge proportions, and that they can get some money back out of that later in their lives. CHAD: Are you going to be using a platform to do that? LUCY: We are undecided, although I'm leaning over to between one and another. There are only two platforms really in the UK, so Seedrs and Crowdcube. And I've spoken to some other founders that have done both platforms. And I've spoken to both the companies. I've looked at articles trying to find which one's the best fit for us. One interesting thing that we had with the Crowdfunder was we were deciding between Kickstarter and Crowdfunder UK. And Kickstarter is very much more focused on men, more sports, definitely a male demographic, so that's why we went with Crowdfunder. With Seedrs and Crowdcube, they don't have that; it's a very equal split. So it's just on the feedback that we've had from other people that have used those platforms. So I'm leaning towards one, but I won't say yet because I haven't fully decided. CHAD: So you're only allowed to do that with people in the UK? LUCY: I think it can be global, actually. CHAD: Are you planning on having it be global? LUCY: We have friends and family all across the world. I spoke to somebody today in Lithuania. I spoke to somebody the other day in Australia. I speak to people in the U.S. all the time that are like, "When are you coming to us?" [chuckles] CHAD: Yeah, that'll be interesting; the fact that you…

    Full show notes at the publisher

    438: Bright Ventures with Lenore Champagne Beirne Sep 01, 2022
    Show notes

    Lenore Champagne Beirne is Founder and Managing Partner at Bright Ventures, a groundbreaking space for transformation in people, companies, and industries with coaching, capital, and community. Chad talks with Lenore about being at the intersection of all three of those services, providing support for diverse entrepreneurs, and staying intentional about the kind of company and culture they're creating. Bright Ventures Follow Bright Ventures on Twitter, Instagram, Medium, or LinkedIn. Follow Lenore on LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Lenore Champagne Beirne, Founder and Managing Partner at Bright Ventures, a groundbreaking space for transformation in people, companies, and industries with coaching, capital, and community. Lenore, thank you so much for joining me. LENORE: Absolutely. Thanks for having me, Chad. CHAD: Bright Ventures, I love the three things: coaching, capital, and community. Would you say at the core you are a venture capital firm? Or is it really the intersection of all three of those services? LENORE: It is truly the intersection of all three of those services. In fact, I started Bright Ventures because of a gap that I saw in the capital markets. But the first thing that we came to market with was coaching. And we learned so much from coaching diverse entrepreneurs and investors, and operators that we saw ways to add value to those groups and ultimately built the accelerator and venture capital fund and a number of other programs. CHAD: Like most companies, I think what you have is relatively unique. Most companies are a coaching company or a venture capital fund. Do you get pushback, or are there concerns about doing too much? LENORE: We've heard that question, although I don't know that the same question would be posed, at least in the same way, to a man, especially if it were a White man. But that aside, the reason we get the question is because I personally have led the launch of each new phase of the company. And what has really given our investors and also our partners comfort is that as we've expanded, we've also massively expanded the leadership and the skill set of the Bright Ventures team. So I would say at our heart, we are a transformation company. We make inclusive innovation possible. We define that as building a future that works for all of us together. We make that possible. And we know that because that's a huge, gnarly, complex, nuanced issue, you have to have a multipronged solution. And so, for us, the combination of individual and systems transformation through coaching, community where we can practice and learn, and capital that actually shifts how businesses can operate is the right set of interventions. CHAD: So one of the things venture capitalists often give feedback to their clients about is either doing too much or mixing business models. So like, oh, you shouldn't do consulting because what you have is a product company. They are different revenue streams, and different ways of working, and different ways of generating money. How do you balance those different business models that are within your organization? LENORE: Well, I think, as I mentioned, the business models that we have inside of Bright Ventures are intended to solve the same really big problem in different ways through different angles. So what we have found is that there are a lot of early-stage ventures that would benefit from the kind of coaching that we offer. But coaching is typically a really high-dollar item, only available to kind of an exclusive few. And so, it became clear to us that building a community with more scalable programs could meet the need of the stakeholder that we're interested in. And that has driven, time and time again, the business models that drive and organize our work at Bright Ventures. CHAD: Yeah, I realize part of what's on my mind is say you're working with a founder and you invest in that founder or a founding team and a founding company, do they no longer become a coaching client that's actually paying you money for coaching? Or do they get it for free? LENORE: Mm-hmm. So founders in our venture portfolio have access to the full suite of our services. And obviously, it's in the Bright Ventures entities' best interest to see those companies win and to give them all the resources and support that they need. You're asking these questions about business models. One thing I should clarify is that we don't have just a single business operating entity at Bright Ventures. The venture fund entity is a traditional GP LP structure that exists to invest in, yes, maybe some of the companies that we serve through our services business, but also a broad swath of companies across the U.S. at early stage. There's then a pretty straightforward consulting firm that we have that also goes by the name Bright Ventures but is a different legal and operational entity. So there's no proprietary information shared across those lines that are different management teams. What unites the Bright Ventures entities is a commitment to inclusive innovation and a set of frameworks that we have seen now proven to drive inclusive outcomes as a competitive advantage in venture. CHAD: Oh, that's awesome clarification. One of the things that we've struggled with a little bit at thoughtbot is we do a lot at thoughtbot. It's probably one of the reasons why I'm asking these questions about balancing. And sometimes, I do think, oh, it could benefit us if they were separate entities. LENORE: How have you all thought about that so far? CHAD: For the most part, what we do is we run separate P&Ls for the different business lines or the different offerings, but it's all actually one entity as long as it doesn't cross country boundaries. We have a different entity for Europe. LENORE: Got it. I asked because I'm curious because, at some point in the next couple of years, we'll probably do one more entity. And we're talking internally now about the moment that that will be the right thing to do, not yet. But good to hear that you're thinking about that as well. CHAD: Yeah. What was the part of your journey where...you mentioned you started to see this need. How did that need or seeing that need jump from that to I'm starting out; this is a real thing? LENORE: It's blurry. The lines are blurry for me, particularly as the founder of Bright, because I have been working on effectively pulling the same threads as long as I can remember, even before Bright Ventures had a name and was an entity. And so, for as long as I can remember, I've been confounded, frustrated [laughs] by and working on the inequity of access to capital and to opportunity in entrepreneurship and in many other expressions of wealth creation. I've also, for as long as I can remember, thought a lot about how people think, and how they relate to themselves, and how they relate to other people. And truly, I can remember experimenting with these ideas when I was really young, maybe even less than ten years old. I then remember experimenting with them in college and trying to create a major for myself because I was trying to understand the intersections of these questions. Officially, it was in 2014 that I launched Bright Ventures as the strategic advisory firm that I mentioned we came to market with. And that was because I had just come off of a really important career experience. I was living and working in Haiti on a program funded by the U.S. government to invest in and then provide support for entrepreneur organizations so like small businesses, social enterprises in Haiti. And I loved that work. It was super challenging, really rewarding, really interesting. But it also opened up in me this question about what entrepreneurs actually needed for support and how to support other investors and seeing potential where I saw it but that the markets might be missing it. And so, in 2014, I had enough of an idea about some of what was missing to get started. And to the point of the line or, like, okay, I'm going do this now, that's when that happened. CHAD: I've had a whole bunch of guests on who talk about issues of inclusion, and particularly access or being excluded from funding and opportunity. And I'm curious, from your perspective, what kind of support do founders who are typically excluded or underrepresented most need, especially on day one? LENORE: Well, one thing that I have found really fascinating about support for diverse entrepreneurs is that we often, as a whole, I'm speaking like we in a very big sense, tend to assume that there is a homogenous set of supports that are required. And this gets to that question about business models and how we make sure that we actually have at Bright Ventures a diversity of ways to help people. What we've learned is that diverse entrepreneurs are not a particularly homogenous bunch. And there are a couple of things that seem to be consistent for certain groups that we have worked hard to build frameworks and models for. One of those things is mindset shift and personal leadership development. That was executive coaching for us. We developed a specialty in helping people who are systematically in out-of-power positions move into in-power positions, and that was through a series of coaching frameworks and leadership frameworks that we would deliver. We also learned that in order to do that durably and sustainably, you also had to go and coach and train the people who might be excluding those entrepreneurs. So we started to develop expertise in working directly with investors and helping them see the brilliance and maybe overlooked opportunity in diverse entrepreneurs. Those were two. We also have some skill-based programming where we help people inside large organizations and also brand new ones think about how to tactically build inclusion into the way that they run their day-to-day. And we finally, of course, have some capital programs where we invest directly in diverse entrepreneurs, which we know are vastly underrepresented in the capital markets. CHAD: You use the word tactical, which I think is a really interesting one because a lot of times, especially on the show, we might talk about strategic things, which is different than tactical. So what does tactical inclusion mean to you? LENORE: So it does start with the strategy. There has to be a business model that makes inclusion possible. Otherwise, we're kind of putting a Band-Aid on a really big open wound. But if there's a business model that makes it possible to take reasonable care of your employees and leave your customers better off than they were before they met you, then tactical inclusion is things like understanding how to delegate, how to give feedback, how to hold meetings in ways that actually bring out the best in your team, and how to collect product feedback that's truly representative of the full swath of people who not only use your product today but maybe are impacted by it throughout your value chain, or might use it tomorrow if you made some innovative choices in product design and development. And so we say tactical, and we highlight that because what we have found is that much of the conversation about inclusion and certainly about diversity lives at this very theoretical level. It ends up being like an ideology, an aspiration, and we don't think that's sufficient. We think you have to actually make it how you behave. And so that tends to be where we focus both in our training and in our evaluation of inclusion in other companies. CHAD: One of the problems that we sometimes see, and we see it in our clients, too, is not everybody responds to training in the same way, particularly if it's like, watch this video. Sometimes there will be not very much participation in that at all. Or even if you're just watching it, maybe you're not giving it your full attention. What does the training that you give actually look like? LENORE: What you just said is exactly why we looked for other things to name what we do because training gets such a bad rap. CHAD: [laughs] Yeah. LENORE: But what we learned about training is, I mean, this seems so obvious, Chad, but it has to actually be a skill that the person will obviously benefit from implementing immediately. So the first thing is like, do you need to and want to and recognize the need to learn this? We only go in with training when we can see that there's general consensus that it'll provide real value, business value, personal value, cultural value in the company. The second thing is that we recognize that people's attention spans are shorter on average. And so what we do with training is make it highly experiential. We'll introduce a concept and then show you a way to practice it right away, as in, within the same 20-minute span. We also then give folks an opportunity to practice live and get feedback. And we only apply training to real-life decisions that managers or leaders are thinking about right in that moment. So for us, again, you asked about this word tactical. It really comes down to how deeply we can tie the training to the person's motivation and their ability to apply it. Mid-Roll Ad: Are your engineers spending too much time on DevOps and maintenance issues when you need them on new features? We know maintaining your own servers can be costly and that it’s easy for spending creep to sneak in when your team isn’t looking. By delegating server management, maintenance, and security to thoughtbot and our network of service partners, you can get 24x7 support from our team of experts, all for less than the cost of one in-house engineer. Save time and money with our DevOps and Maintenance service. Find out more at: tbot.io/devops CHAD: Another pressure I see in the startup world, in general, is this idea of we don't have time to stop. We've got to go. We've got to do this. We've got to do that. And taking the time to actually be really intentional about the kind of company and the kind of culture you're creating when you may be so focused on the business you're creating or the product you're creating sometimes goes by the wayside. Do you spend time trying to fix that problem? Or do you seek out people who are ready for what you have? LENORE: We do an assessment in the beginning, at Bright Ventures, we called it culture audit, to determine the readiness of a culture for the depth of work that we can bring. And we have different ways of engaging depending on where the company is today. We also ask companies to self-identify. Like, how deep are you really interested in going? What kind of outcomes are important to you? And so there's a bit of we've built our frameworks in a modular way so that we can mix and match them to the environment, the strategy, the leadership, the goals of each of our clients. CHAD: I'm curious, from an investor standpoint then, what makes pre-seed, seed companies potential when you have your investor hat on the right kind of companies for Bright Ventures? LENORE: Yeah, we're really excited about companies that have an early signal of building inclusion into the fabric of the business model. And you can usually see that based on the way that the founder is building a team. It's not always...sometimes it's so few people that it's just not enough people to really assess diversity, as is sometimes the case. But you can tell how a founder thinks about divergent opinions, about dif…

    Full show notes at the publisher

    437: Hello Prenup with Sarabeth Jaffe Aug 25, 2022
    Show notes

    Sarabeth Jaffe is CTO and Co-Founder at HelloPrenup, the digital prenup platform designed to get couples on the same page. Chad talks with Sarabeth about dogfooding her own product, completely starting over from a technical perspective using Bubble, a low-code/no-code platform, and appearing on the ABC hit series Shark Tank. Hello Prenup Follow Hello Prenup on Twitter, Instagram, YouTube, Pinterest, or LinkedIn. Follow Sarabeth on Twitter or LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Sarabeth Jaffe, CTO, and Co-Founder at HelloPrenup, the digital prenup platform designed to get couples on the same page. Sarabeth, thank you so much for joining me. SARABETH: Thank you so much for having me. CHAD: I can't say that I was aware of your...or that I wanted to think about prenups and seeking out a product around prenups. But it's super interesting to me. And I'm sure that that's part of both the challenge and opportunity with HelloPrenup. So, tell us a little bit about the product. SARABETH: So, as you mentioned, HelloPrenup is really the first of its kind. It's a digital platform that allows couples to create a prenuptial agreement that they're both happy with completely online and for a fraction of the cost of going to an attorney. So why is that interesting for folks these days? Really it's because couples are talking about their finances a lot more before they go into marriage. People are getting married later in life, so they have more assets to protect, or in many couples' cases, they have a lot of existing student loans or other liabilities that they can actually protect their partner from. So I think a lot of couples are becoming more open to prenuptial agreements as a way to kind of start off their marriage with a clean slate. And I can actually speak to our customers because I actually built HelloPrenup after I got engaged. And I was looking into getting a prenup. My fiancé and I we've been together for over seven years; we've known each other for over ten years. And we've always been really transparent about everything and especially our finances. And I love being financially savvy, looking at my investment portfolio, and being really frugal and everything. So to me, getting a prenup was always just the smart move. Being kind of a realistic person whose parents are actually divorced now, I view marriage as a partnership that, if it's working, when it's working, that's amazing. But if things don't work out, I think there should be a different path that you're able to take seamlessly. So when we did get engaged, I started looking into how to get a prenup, and it was a really confusing process. If you want to get a prenup without using HelloPrenup, you have to contact a divorce attorney before you're even married, which kind of starts the precedent of your marital journey off kind of a little weird. And also, hiring a divorce attorney for your prenup can cost a lot of money. The average cost is like $300 an hour. So it kind of depends on how complex your prenup is. But if you're planning your wedding, buying an engagement ring, maybe trying to buy a house soon, you're going to put a prenup on the back burner because of the costs, even though it's a really important financial planning tool. So that's why I came up with the idea. I'm a software engineer. This is something that I think I could build is a platform for couples who want to get a prenup done really conveniently and for a fraction of the cost. So I started working on HelloPrenup on my own in February of 2021, so a little bit over a year ago. And of course, I quickly found out that I don't know all the laws required, [chuckles] and I don't know how to write a good prenup contract. So I need either a legal advisor or an attorney to really help me figure these things out, especially because the law per state actually is different. CHAD: Just so I understand the timeline, did you start it before you got married? Or did you end up doing a prenup through an attorney for yourself? SARABETH: Ah, yes. So actually, we're getting married this Saturday. CHAD: Wow. Okay. Congratulations. SARABETH: Thank you so much. And we are HelloPrenup users. CHAD: Okay, wow. SARABETH: So we did our prenup with our platform. CHAD: So you managed to get the product done before you got married so that you could use it? SARABETH: Yes, yes. I wasn't going to get married without the prenup and going through an attorney. [laughs] I gotta...what is the expression? Like, reap what you sow or something like that. CHAD: Yeah, or eat your own dog food is another one. SARABETH: Yes. Dogfooding our own product has been amazingly beneficial for our team. So that's kind of where I left off in our story so far. I needed to find an attorney. CHAD: I'm curious, you know, I'm a software developer too. I think we all have ideas. How did it become just from an idea to a thing you were really going to do? Where was that sort of switch? When did that switch get flipped? SARABETH: When I came up with the idea for a digital prenup platform, I was actually unemployed. So this was kind of in the middle of the pandemic. I was previously working at a really awesome startup based in Seattle, Washington. But unfortunately, I was actually going through a lot of depression, and I felt really disconnected from my work. So I ended up quitting that job in November. So I took about three months off to recenter myself and figure out what I wanted to do next. So when I thought of the idea for a prenup platform, I had the mental capacity to dig into the problem. And when I figured that it would probably be a profitable business, that's when I started to work on it full time. And I didn't have another job, so I was able to jump into it. CHAD: Okay, so you then needed to find an attorney. You realized that was something you lacked. SARABETH: Yeah, so I started doing some Googling while I was deciding whether this was something I definitely wanted to commit to, to see if there were competitor platforms. And I actually found HelloPrenup at that time. Of course, I wasn't involved with it. And so my co-founder now her name is Julia Rodgers Esquire. So she is a divorce attorney based out of Massachusetts. She actually had been building this product, which was completely aligned with my envisioning of what I was going to build. But of course, she had the legal background of it. So I found her platform, and I noticed when I tried to sign up for the platform that the system was under maintenance. So I was like, huh, maybe they need technical help. So I actually ended up cold emailing her to see whether she needed any software help with the hopes that we could team up. And the next day, we just hopped on a Zoom. It's interesting talking to someone who you've never met before about possibly teaming up on something or potentially being a competitor to them. I made it very clear that I would much rather team up with her rather than try to figure this out on my own. CHAD: That sort of sounds like a threat. [laughter] SARABETH: Oh my God. CHAD: I'd much rather team up with you than have to do this on my own. [laughs] SARABETH: Well, I really respected what she had built at that point. So she had put a lot of time into actually writing a lot of content and blogs around prenuptial agreements. So she had a really good base for the business. But it was really the software that she was running into issues with. So she had been struggling and working with overseas developers. So as an attorney, she didn't have a lot of experience project managing a software project like that. And especially with contract developers, you can't say, "I want this to be built in a sustainable, scalable fashion." So there were a lot of bugs with the platform. The way I saw it was like, hey, she kind of has this MVP. And she's an attorney, so I think we would make an amazing team. I was also really excited at the prospect of being able to work with another woman entrepreneur. And we hit it off really quickly on our Zoom call. And yeah, so we've been working together since about March of 2021. CHAD: Did you end up keeping what she already had from a technical perspective, or did you start over? SARABETH: We completely started over. I tried to salvage the codebase that they had used. It was like Angular, which I actually despise Angular framework in general. I tried my best to clean it up, but they had no tests. They had a bunch of copy and pasted code. It was just kind of a mess. So that's when I really decided that Bubble would be a great option for us. CHAD: Well, for those who don't know, Bubble is like a low-code/no-code platform. SARABETH: Yes. So it's called Bubble.io. It is, as Chad just said, you know, it's a low-code platform which allows you to actually build full-stack web applications. So unlike other website builders like Squarespace or Wix, you actually have a database or a back-end component to your application. And of course, for the majority of applications, that's really a requirement to build something actually useful for people. So I'd been playing around with Bubble.io before we scrapped the codebase. And it was a good starting point because I'm still currently the only full-time developer on our team. And because we are using a low-code platform, we're able to move a lot faster with a lot of our feature development because there are a lot of things that had been done for us. So there are a lot of drag and drop features that we can leverage via different plugins. CHAD: It's an interesting choice to me, not because I don't think it makes sense, but I think a lot of developers...you are a developer; you know how to code. SARABETH: [chuckles] CHAD: And I think a lot of developers, when faced with that choice, can't resist writing custom software. SARABETH: Yeah. [chuckles] You know, I've always been torn between the development and the product world. And for a while, that was really a struggle for me deciding whether I wanted to be a product manager or a software engineer. So I settled on being a product-driven software engineer. So to me, the use case of like, I could write the traditional code, but it'll be a lot slower, or I could build the product a lot faster by using this tooling. That's where I land most of the time, like, the more time-efficient way to do things. CHAD: From deciding to work together and starting to work together to okay, I'm going to rewrite this in Bubble; what point were you back online with the new version? How long did that take? SARABETH: Yeah, so that took us about three months to get it relaunched, and so I was pretty happy with that. I mean, of course, there's still a ton of work that we're doing to build out the product, but to really get it back up and running and also in a more scalable way so that we actually can provide prenups across multiple different states now. So it's a lot more flexible in the way that it was built. So it took about three months to get it relaunched. CHAD: So at what point then did you go on Shark Tank? [laughs] SARABETH: So [chuckles] there were a lot of variables in play. And so, I was really thankful that we chose to use Bubble because the speed at which I needed to develop this was even more reduced. So we started talking to producers pretty quickly after we decided to team up together. It's a really unusual entrepreneur journey, I would say. I knew that it would make a good story because prenups are kind of taboo, as you mentioned. Television loves something a little spicy, a little bit dramatic. So we started talking to producers, I want to say, in June or July, maybe even in May. And at that point, we hadn't relaunched the product. So we were really just pitching the idea. And we were pitching ourselves as founders to the producers and the exciting concept of how will the American public perceive a product that is a little bit taboo talking about prenuptial agreements before you get married? If you're familiar with Shark Tank, you probably see that they have a lot of wedding-related companies that go on. But we were kind of flipping the script on that. So while I was rewriting the entire software, we were also going through the auditioning process of Shark Tank. CHAD: I can imagine that's pretty intense. SARABETH: Yes. CHAD: I think the closest thing I can think of is when you enter into an accelerator or something like that. You might be in it for three months. You're going to have demo day at the end. But with that, you're presenting to a group of people. It's not broadcast on national television. SARABETH: Yes. [laughs] CHAD: It's probably a little bit of a different thing, and there are no producers involved, that kind of thing. SARABETH: Yeah, yeah, exactly. By the time we had gotten on the set of Shark Tank to pitch our products, we'd only really been relaunched for about a month and a half. [laughs] So we were flying...I'm so bad at expressions. CHAD: [laughs] SARABETH: We were pitching... CHAD: By the seat of your pants. SARABETH: Yes, that one. Thank you so much. [laughter] So we were really pitching the potential of our product. And we were just so ecstatic to be there. Mid-Roll Ad: When starting a new project, we understand that you want to make the right choices in technology, features, and investment but that you don’t have all year to do extended research. In just a few weeks, thoughtbot’s Discovery Sprints deliver a user-centered product journey, a clickable prototype or Proof of Concept, and key market insights from focused user research. We’ll help you to identify the primary user flow, decide which framework should be used to bring it to life, and set a firm estimate on future development efforts. Maximize impact and minimize risk with a validated roadmap for your new product. Get started at: tbot.io/sprint CHAD: When you went on Shark Tank, how much of what you said and those kinds of things was all you, or how much is it put together for the show? SARABETH: Really, the only thing that is heavily vetted by producers is your pitch. So when you walk into the tank, and you give your 30-second to 2-minute spiel that's a bit more theatrical, you practice that over and over and over again. And it was really a fascinating experience. Because as a fellow software engineer, you know we're kind of more chill people, [laughs] more realistic. But they kept saying, "Bring more energy to it. Do big movements, maybe even do a dance or something." [laughter] I'm kind of living this double life where I'm writing software, and then I'm -- CHAD: In between rehearsals, you're opening your laptop and making another thing happen on the app, I'm sure. SARABETH: Exactly. It's like, oh, okay, we have pitch practice tonight, and now I'm going to work on this core feature. Without it, we literally don't have a product. So the producers are very involved in your initial pitch. But then when you jump into the Q&A, when the Sharks start asking you questions, that's all you. CHAD: That's really cool. So are you happy that you went on Shark Tank? SARABETH: Yes, I'm so happy that we went on. I've always been a Shark Tank fan. I think it's been on for over ten years. Shark Tank has been something that's kind of kept me interested in being an entrepreneur. When I started learning how to code, I…

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    436: Welcoming our new co-host Victoria Guido Aug 18, 2022
    Show notes

    Victoria Guido is the new Associate Director of Business Development and DevOps Strategy at thoughtbot, and is joining Chad as co-host of the show! Chad talks with Victoria about getting involved in DevOps work, transitioning to agile, moving away from her old community which was based on geography, and tips for people onboarding into a new role. Follow Victoria on Twitter or LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Victoria Guido, the new Associate Director of Business Development and DevOps Strategy at thoughtbot, and wait for it, the new co-host of this very podcast with me. Victoria, thank you for joining me on the show for this episode, for joining me at thoughtbot, and now for joining me as the co-host of the show. VICTORIA: You're welcome. Thank you for having me. CHAD: You do all of those things, right? [laughs] VICTORIA: Yes, yes. CHAD: So I'm hoping that we can introduce folks to you. I'm excited to have you on the show and for the audience to get to know you. Let's start with your role at thoughtbot. I think maybe you have the esteem of having the longest title at thoughtbot right now. [chuckles] VICTORIA: Yes, I love it, Associate Director of Business Development and DevOps Strategy. So I'm not only doing business development but also planning our DevOps services and how we do that at thoughtbot. CHAD: And you're on the Mission Control team, which for folks who follow along or want to go back and listen, we had Joe, who is the CTO of thoughtbot and the interim Managing Director of the Mission Control team, which is our new DevOps team and Site Reliability Engineering team, that's Episode 403. So I will link that in the show notes, but it's at giantrobots.fm/403 as well. So, how did you get involved in DevOps work? VICTORIA: Right. So I first went to my first DevOps meetup in 2017 when I was living in Washington, D.C. I had been working in IT and operations for about 5 or 10 years at that point. And I went to a DevOps meetup and met some really nice guys, and they were very...what I liked about it was that it was both the technology side and about culture. And it was about how do we break down silos between different groups, and then bring in the automation and start to do next level type of operations? So that's how I started to get involved. And I started attending the meetups regularly and then became an organizer for the meetup and for the conference series. And that's when I became like the biggest DevOps person in D.C. probably. [laughs] CHAD: Did you end up moving from the general IT work that you were doing into more DevOps focus work along that way? VICTORIA: Yeah, at that time, that was when as a federal contractor, you know, agile had been around for quite a while. And I had been through several agile transformations with large program teams. And now DevOps was becoming more of a thing. And the project that I was on at the time was managing a large set of federal websites and was managing the build pipeline and process for how they got their code into the public's view and how they managed the servers and all the other back-end services that supported those applications. So DevOps was both top of mind for the government. [laughs] They were trying to now be able to deploy as frequently as they were able to build new features. And it was part of the work that I was performing as well. CHAD: You mentioned you were doing government work at the time. What was that like? What kind of work was it? VICTORIA: Yeah, actually, my first job after college, my first full-time job, was at Citizenship and Immigration Services. And it was about a 200-person program. Some of the applications were actually written in Siebel. And so we had just a variety of different applications from Siebel to Java. And they had just transitioned to agile. And so that was taking a team that was managing Oracle releases and bringing them into a kanban style workflow and figuring out how do we be agile when we're in maintenance mode, and bring the team along with me? And I worked my way up from a process engineer to project management and did a little bit of testing and a little bit of development in between. So it was interesting because it was a major transformational shift for that agency and still getting steeped in ITIL processes and how to do unit testing, acceptance testing, and all of those other kinds of critical processes for building applications. It was good. CHAD: What does transitioning to agile mean when you talk about groups that size? You're talking about unit tests and that kind of thing, which can be part of agile, but I assume isn't the only aspect of it. VICTORIA: Yeah, I think for that group, it was about changing the way we planned and managed work and figuring out what processes could we automate. So is there testing that we could automate or test data creation we could automate? And I think there are some concepts from agile that helped our planning, for example, making a physical board to manage which environments has which versions of Oracle in it. Those types of concepts of just kind of stepping away from your computer and getting together with the group every day to talk about what issues they're running into that's kind of what it was. But there was still, of course, documentation requirements, big documentation requirements, and everything like that. So it was an interesting sort of half transition or tailored approach to doing agile with that type of team. CHAD: And then from there, you moved into ongoing sort of consulting companies that worked with government. VICTORIA: Yes, I worked for two pseudo-government financial organizations, Pension Benefit Guaranty Corporation and Fannie Mae, so my next two roles as a project manager and system engineer. So at Pension Benefit Guaranty Corporation, I got exposed to more system engineering and security engineering, working with their mobile device management policy, and actually designing the mobile device management to match DISA STIG. Sorry, I'm doing a lot of acronyms out here. [laughter] You can stop me if I use too many. But that was really interesting and also upgrading their system, they were using to manage change for the organization so their ITIL services management tool. Going through the process of upgrading that project and coordinating across all the teams who delivered software at the agency was fascinating. I went on to Fannie Mae, where I started to really build knowledge bases and start to build out actually using SharePoint at the time. [laughs] But figuring out ways to share knowledge across large teams and other large production support services teams, and how to get them collaborating so they could improve themselves and do continuous improvement, and learn what other groups are doing. CHAD: That's one area where I honestly don't have a ton of experience. Most of my professional experience has been at thoughtbot or other smaller organizations. How do you manage that, or what are the big differences between large organizations like that and something at the thoughtbot size or smaller? VICTORIA: The biggest difference between a large organization like that and a small one like thoughtbot would be I think of how change gets generated and started. In a small organization with a culture like thoughtbot, change can come from anywhere and very quickly have permeated the entire organization. With a larger organization, you can have leaders try to force change from the top down. And you'll see individuals some will be 100% on board. Others will figure out how to qualify what they're already doing to fit that change. And some others will just be full-on resistance and just kind of be waiting for the next leader to come in so they can switch into whatever they were doing before. And there is also that organic change that comes from individuals and then pushes up to the rest of the organization. But I think it's much harder, and you have to have a lot of will and a lot of support from leadership that they're accepting of those types of ideas. CHAD: I think it's the nature of groups and companies to want to grow. Do you think that there's any way to preserve that smaller culture as an organization grows? VICTORIA: I think so. I think it's possible if you integrate it into part of your core values, and that becomes a part of how you interview, and how you do performance reviews, and how you build your culture as a company. I think you can build it on those tenets. I think in some organizations, there's usually some form of acquisition where you acquired a team from a contracting company, or you acquired a team of federal employees from another agency when you restructured. So it makes it a little bit more challenging to really integrate that part of your culture into every step, but it is possible. And you also have to accept that not everyone might be on board all the time. CHAD: Well, I think that that is probably the biggest challenge is even in a larger organization, if you foster a culture where change can happen from anywhere, it's not necessarily top down. Transferring that knowledge or that practice throughout the whole organization is really difficult. Like if it's thousands or tens of thousands of people, adopting a change seems really difficult to me. So even if things are really organic coming from all levels of the company, you could end up in a scenario where everything is being done differently, everywhere. VICTORIA: Yeah, and I think, too, when you're in a larger organization, there's more context for every unit. And so you can think this is a change we're going to do. This is going to be great. But then, once you actually see the way that people work, that change might not actually help them that much. And so I think that if people have autonomy to be able to make changes that make sense for them, that's more likely to be effective than if we tried to push change from the top down necessarily. And being in my position as a contractor, I really don't have authority to make a lot of changes. CHAD: [chuckles] Right. VICTORIA: So either I have someone backing me up, or I really get to know the individuals that I'm working with. And I can demonstrate and show them that there's a better way of doing it and do it in a way that gives it to them as an option so they can choose to adopt it. And that's usually the only option I have to give anyway, [laughs] so that's been effective because people do want to be better at their jobs or be more efficient. But a lot of times, I think the changes aren't really addressing their problem, and so it can be easy to push it aside. Mid-Roll Ad: Are you an entrepreneur or start-up founder looking to gain confidence in the way forward for your idea? At thoughtbot, we know you’re tight on time and investment, which is why we’ve created targeted 1-hour remote workshops to help you develop a concrete plan for your product’s next steps. Over four interactive sessions, we work with you on research, product design sprint, critical path, and presentation prep so that you and your team are better equipped with the skills and knowledge for success. Find out how we can help you move the needle at: tbot.io/entrepreneurs CHAD: So you mentioned you got involved in DevOps DC and then as an organizer. I know you also started to work with Women Who Code. Why did you get involved in the organization of DevOps DC and that kind of thing? Was there a business or a personal reason to do it? VICTORIA: It was both. It made sense from a networking perspective, both in potential customers or clients and in recruiting. But also, I think it made sense. For me personally, the people who were showing up regularly were my kind of people, you know, [laughs] people who cared about blameless post mortems or feeling open or making me feel welcome when I came to the meetup. That was a big reason why I got involved. And it just made sense for me, too, because I was coming from an operations background. I'm like, oh, DevOps, this is the way that we're supposed to be doing things. [laughs] CHAD: So you were really involved in the D.C. community and had been there for a while. But you recently moved to California. VICTORIA: Yes, yeah. I've been in San Diego for almost two years, about a year and a half at this point. Yeah, big moves. CHAD: What was it like to move away from your old community, which was so based on geography? VICTORIA: Yeah, it was sad, but it was interesting how it worked out with the pandemic because when we found out we were going to move, was when everything shut down, and we went slowly remote anyways. And so I continued running DevOps DC remotely and some Women Who Code events for about a year afterwards. And then, when I decided it was time to really shift away and actually be more present in the San Diego community, especially when the other meetups started going back to in-person meetups, that was actually really hard to say goodbye and to say that I wasn't going to be organizing anymore. And I really miss all my past organizers and people who would come to the events. CHAD: Has it been difficult to form a new community locally given the pandemic? VICTORIA: Yeah, I've looked at quite a few meetups. There are a number of good meetups here in San Diego, and LA has a great scene as well. But yeah, it's been hard for myself to just get out of the house and to find similar groups that have those same interests. That's been a challenge, but I think it's coming along, and we'll get there. CHAD: And along the way, you joined thoughtbot. I'm curious, what were the things, in particular, that attracted you to the role or to thoughtbot? What were you looking for personally? VICTORIA: Personally, I knew that business development was an area that fit my skill sets really well, and the things I like to do like going out, and networking, and talking to people. And this role, in particular with the DevOps strategy in there, really excited me because I could use all of these hours and hours I've spent in meetups and conferences to good use to help develop services within thoughtbot that are really tailored to our specific user groups and needs. And to work with highly skilled, highly regarded engineers and developers on developing these products I thought was really exciting. And then thoughtbot as a company, in particular, I found the interview process to be really well thought out with, for example, I knew that it was going to be a long interview process. So there is a compensation that you can receive just for interviewing. And I thought that was something that was really nice [laughs] and also just showed that approach of being aware of the candidate's experience and wanting to have that be a good experience and a worthwhile endeavor. So that was part of why I liked thoughtbot. Open source was a big consideration for me. I wanted to work somewhere where they were passionate about giving back to the open-source community, and all that together brought me here and made the most sense. CHAD: Cool. Do you have any tips for people onboarding into a new role? Or maybe even if it's not tips, was there something that you did intentionally when day one or day minus one you're thinking about, okay, tomorrow I'm getting started? How did you approach that? VICTORIA: One of the biggest advice I give to people who are starting a new role is to schedule one on ones with members of your team and get to know…

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    435: Numerated with Adam Kenney Aug 11, 2022
    Show notes

    Adam Kenney is Chief Product Officer at Numerated, which helps banks and credit unions transform how they lend to businesses. Chad talks with Adam about what institutional banks and credit unions are like as a market and customers and what sales cycles look like, going from 17 to more than 130 customers quickly, and the scaling challenges they faced, and how the pandemic affected them as a company. Numerated Follow Numerated on Twitter, YouTube, or LinkedIn. Follow Adam on Twitter or LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel, and with me, today is Adam Kenney, Chief Product Officer at Numerated, which helps banks and credit unions transform how they lend to businesses. Adam, thanks so much for joining me. ADAM: Thank you, Chad. Thanks for having me. CHAD: Let's dive into Numerated a little bit more. How do you help banks and credit unions lend to businesses? ADAM: I think we're in the middle of what is a pretty meaningful transformation in terms of how businesses are expecting to get access to credit. Really what they want is something that is fast, easy, convenient, largely driven off of the change that has happened in the retail space over the last 10 to 15 years. And in many ways, business lending is still catching up to that, and so our focus is doing that. It's helping the banks and credit unions really change how they interact with their business customers. We use a combination of data and great experiences to make that process as seamless as possible. We've been noted to, using the combination of data and technology, help banks increase the number of loans that they can do with their existing staff by as much as fourfold. We are also noted for inventing what we like to refer to as the three-minute business loan. It's one of the things we were written up on in the Wall Street Journal back in our days in Eastern Labs, where we've been able to get businesses from the point of application all the way to a funded loan in less than three minutes. And that's a process that historically has taken as long as three weeks. And so really excited by the ways that we're able to really help change how banks themselves can look at their operations. But more than anything, it's how banks are able to rethink and change how they interact with businesses and help the businesses in your communities grow and get access to the credit that they need. CHAD: So from a digital product perspective, there's a piece of a product there that banks are actually taking on and white-labeling that provides a lending experience for their clients, right? ADAM: That's correct. I mean, we're a cloud-based SaaS system. But you're right; they branded as their own. And so if you're going to Eastern Bank's website and clicking through and ultimately going through the application process with us, it's going to look and feel like it's just Eastern's website. And all of the interactions that you have with Eastern or any of our customers are going to feel that way as well. So yes, it is a white-label solution that we sell to the banks, and they provide to their customers. CHAD: The actual banking industry is not one that I've had a lot of experience in. And so I'm curious what institutional banks, credit unions, that kind of thing what they're like as a market or as customers and what the sales cycle looks like and those kinds of things. ADAM: It's about as varied as an industry can get, I'll tell you that. [laughs] You have to remember that banks and credit unions can be as small as having a few hundred million dollars in assets, maybe as small as 100 million. And in some of our customers' cases, they're de novo banks, and they're just getting started. And they range up to multiple billions of dollars in assets. And so, these are organizations that scale dramatically. Each of them have their own problems. They're also going to be made up of very different tech-minded individuals. You're going to have some smaller institutions that are basically managing a book of business that's been a book of business for close to a century and are interested in how technology can make them more efficient. But they are not the technologists that you and I would be used to working with on a day-to-day basis. And then, of course, you have people like ourselves who are really trying to, from inside the bank, change what banking is to their customers. And so, it's a very diverse industry in terms of what they're looking to accomplish. We've even come up with recently this framework around how we think about and really talk to our customers about how they transform and the levels of transformation that they can go through. And for us, it's essentially a four-level transformation starting with very small and pointed technology innovations that allow them to drive innovation in very fragmented bits and pieces, for lack of a better term, up to and including they're going to transform everything or become a digital bank. And you can imagine there are lots of stops along the way in terms of where a bank is and where they want to end up as part of their strategy. CHAD: From a product perspective and managing change, do you get a lot of custom features from individual, either clients or potential clients? And how do you manage that if you do? ADAM: The way I think about it is that we certainly get a lot of requests from our customers, and every customer likes to think that they are different and unique. In reality, there's a strong theme to almost all of the requests that we get. And personally, I think that's part of what our job is as a product leader is to really understand how to create themes out of the individual requests and provide a platform back to the market that addresses as many of those in a more holistic way and drives value across not just the individual asks but across all of the customers. And so yeah, there's some uniqueness. And certainly, we need to provide a platform that allows for that. So as an example, every bank has a slightly different view into how they want their credit policy to work and be implemented, but the framework around how you make credit decisions, how I get data into the platform. How do I create a credit matrix? And how do I then decide the exact offer terms to drive out of that? Like, that's a standard capability. And so we're innovating on that based on the individual features, but it's really not with an eye towards providing a specific custom feature to individual customers. It's more providing a flexible platform that allows them to configure the nuance but in a general theme that's going to help them be a better business. CHAD: So in the U.S., we had a specific program launched, PPP loans, in the pandemic to help support businesses. And I know thoughtbot we participated in that and went through that process. I don't think our bank was using Numerated. But I know that the bank really maybe...because they weren't using Numerated, [laughs] they needed to bring together an entirely new application interface very, very quickly in order to be able to take our application to that. And I think that Numerated was right there at the start of that. ADAM: Yes. CHAD: Talk about something custom maybe quickly. ADAM: [laughs] CHAD: What did pulling that together look like? ADAM: So maybe to take a step back if I could first and just paint a picture for you because you're right, it was kind of a unique and incredible period of time. We were fortunate in our line of work because we are all about helping banks transform how they lend to businesses. We had the base platform already built and established that allowed businesses to apply for loans on our platform. Even before the pandemic, we were one of the leading technology platforms for processing SBA loans. So we were uniquely positioned for the opportunity as it results to PPP. At the start of the pandemic, we had approximately 17 customers using our platform. Fast forward six months later, we had 135. And so, to your point around there were a large number of institutions looking for a new application solution overnight, I think that shows you how aggressively banks needed a solution. And there was an opportunity for us to offer our platform to be that. I think the other thing to recognize as part of the backdrop anyway is this was a crazy time if you think back to where we were in the pandemic. No one knew what life was going to look like in a week. And most businesses, especially smaller ones, didn't know if they were going to have a business. And so for us, that also provided the opportunity and maybe a little bit of the confidence in saying, "You know, we have nothing to lose. We're well-positioned. And what else are we going to do? Because it's not like people are making other loans for the next couple of months. Let's just go own this". And so I think it was the combination of us making that recognition, having a really good base platform that had familiarity with the SBA, had familiarity with business lending, and with a team that then could really acutely focus on solving this one problem for as many customers as possible. And by the way, have the emotional impact of not only helping banks but knowing that we're basically helping hundreds of thousands of businesses stay afloat through probably the craziest time in our country's history. And so that's really what got us going. And then there was a ton of work to your point around customization around building out the platform. But the one thing we've tried to do from the beginning is hold true to some of the foundational vision that I mentioned earlier. Like, we don't want to be in the business of custom software. That's not a winning proposition for us or our customers. And so, as much as it was maybe hard at times, throughout PPP, we were always thinking about okay, so we have to make these changes to support this crazy never-before-seen lending program. But how can we do it in a way that's going to set us up to serve the businesses in a year or two when this whole pandemic thing is over? Because PPP is not going to last forever, but our customers are. The businesses are still going to need credit. So whatever we're doing as much as possible, let's be building a foundation that gets us well beyond PPP. And so we were using it as really a catalyst to build a bigger business even while we were helping customers through the pandemic. CHAD: One of the things that I really appreciated, and I have an outside perspective on it, but I really...and people can always do better. ADAM: Yes. [laughs] CHAD: But I thought it was one of the rare circumstances where everyone realized the urgency of the situation: government, banks, everybody. And there was a real willingness to realize, well, we've got to do something. If we try to figure it out all right now, it's going to take too long. So let's just do something, and we'll work out the details later. And so I think there was a willingness, and from a product perspective, my guess would be that allowed you to work iteratively too. ADAM: It did. It was [laughs], I think in some ways a blessing and a curse. CHAD: [laughs] ADAM: Because I can tell you that the number of times my team would get a set of new capabilities, which listen, were great for the customers. It made everything better for the businesses that needed help, so I would never want it any other way. But the number of times that those new capabilities were announced by the SBA on a Friday night and were expected to be live on Monday morning, let's just say it was more frequent than I would ever like to relive. [laughs] And I can remember, especially going into the second round of PPP, it just so happened that all that was happening between Thanksgiving and Christmas in a year where all families wanted to do was spend time with each other after a crazy year had gone by. But we didn't get that luxury, unfortunately. We had a job to do, and that was to make sure that we were ready for the next round. And so it did come with a lot of cost in terms of we had to work really hard to make it happen. But to your point, it allowed us to iterate. And I give the government credit, too, particularly the SBA. They could have, for example, just launched the program and then launched more money into it and stood still, but they didn't do that. To your comment, they had to get live as quick as possible. And so that first round of PPP, there were more technology hiccups. The SBA had some volume constraints. They couldn't really handle the performance. We ended up having to govern our application submissions because otherwise, the SBA couldn't handle it. There were other challenges in terms of how we were validating data. But that got better month by month. And certainly, by the time we got to the forgiveness part of the process and then the next round of PPP the following winter, they actually invested in completely ripping out their legacy API and providing us in the tech community a modern RESTful interface that was much easier, much more performant. And so, even though the volume got even crazier as we went through the program, it actually became easier for us to deliver. The first round, we were literally working around the clock because the SBA was having issues. We couldn't get enough documents through DocuSign and whatever else. We did, I want to say, close to 3 times the volume in the next round a year later but at about 15% of the energy because we had just improved that much in less than a year. And it wasn't just Numerated; it was Numerated working with our partners in government and elsewhere to just get the process that much smoother for our customers. CHAD: Were there things that you needed to do at Numerated? I mean, to go from 17 customers to more than 130 that quickly, I assume that there were some scaling challenges for you along the way. ADAM: There was. And I will say this: we were blessed to have a really good technical infrastructure in place that allowed us to scale on the infrastructure side without a ton of problems. We were able to essentially stand up new environments in our infrastructure relatively quickly and easily and even handle the peak volume of PPP, which was exponentially higher than anything we had ever done on the platform. That was not a problem for us. Where we had to scale is in two areas, one from a technical standpoint was how we were interacting with our technical partners. I mentioned already the need to govern how we were submitting applications to the SBA. We worked very closely with DocuSign to essentially put rate caps on how many documents we were generating at any given time and essentially spread the volume because none of us had dealt with that or dealt with that kind of volume before. And that's where we had technical challenges were in the interfaces and working with partners to make sure everything lined up well. So that was one area, got through it pretty well. And ultimately, like I said, for the second round, we were smooth sailing. The other area to your point around standing up all the banks was how we implemented the customers. Our typical implementation cycles going into the pandemic were multiple months. We had to stand up all over the PPP banks in less than two weeks. And so that took a combination of...I'll call it technical delivery. So we essentially created a cookie-cutter deployme…

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    434: SOS with Susanna Twarog Aug 04, 2022
    Show notes

    Susanna Twarog is Co-Founder and Co-CEO of SOS, which is transforming wellness on the go through a network of smart vending machines that deliver just-in-time necessities where and when you need the most. Chad talks with Susanna about wellness on the go, the unique business that they're building and what SOS can offer brands, and the biggest hurdles to overcome to get 10,000 machines up and running. SOS Follow SOS on TikTok, YouTube, Instagram or LinkedIn. Follow Susanna on LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Susanna Twarog, Co-Founder and Co-CEO of SOS, which is transforming wellness on the go through a network of smart vending machines that deliver just-in-time necessities where and when you need the most. Susanna, thank you for joining me. SUSANNA: Thank you, Chad. It's great to be here. CHAD: So, what makes the vending machines from SOS smart? SUSANNA: So what makes our vending machines smart? Well, I think smart and vending are typically not words that go together. And I think when we founded the company, the machines that we were looking at were outdated and old and out of stock. And to be honest, first and foremost, payment methods that are accepted by most vending machines are completely not in line with the modern consumer. So we were looking at vending machines that take quarters and cash. And as two working women on the trading floor, nobody has quarters or coins or even cash anymore. So first and foremost, we are a cashless, modern vending machine that accepts contactless and modern forms of payment. CHAD: Let's level-set a little bit about wellness on the go, what that means. What I hear when I look at...which I took a look at the product on the website, which I encourage people to do, and it's worldofsos.com. I think it gives a much better sense of this. But correct me if I'm wrong that what we're talking about here is the vending machines that might typically be in a men's or women's restroom. Is that right? SUSANNA: Absolutely. So the problem that we are in a mission to solve is to transform outdated, completely broken, ugly hardware that's existed to distribute wellness essentials like menstrual care and other wellness products in public spaces. So those old machines that look like steel box drops [chuckles] that is the business or the distribution channel that we're looking to disrupt. And so, by introducing beautiful design-first tech-enabled hardware into this space, we're completely transforming a distribution channel that has not worked or served anyone for decades at this point. CHAD: I don't even use those vending machines. But it seems to me like they're often broken, dirty, not even stocked. Is there market reasons why that's the case? SUSANNA: So, to be quite honest, I think Robina and I, when we founded the company, started to explore why hasn't this problem been solved? And the fact of the matter is the built world, and a lot of commercial real estate is designed and developed by a group of people who don't necessarily menstruate or need these products that are everyday health and wellness essentials for actually what is over half of the world's population. But the folks who design and plan these spaces are not necessarily coming at the design with a perspective of these needs. And so, honestly, Robina and I set out on a mission to say when we think about inclusive space and the world that we want to live in, we want to live in a world where not just among certain people but all people have access to health and wellness products that they need when they're not at home. So you may have everything that you need and want from the brands that you love and the ingredients that you trust in your own cabinet. But when you're on the go, and you're at work or you're traveling or entertaining, or spending time in other physical spaces that aren't your home, typically, those products aren't available, and they're very hard to access. So it's a major area for us to innovate and introduce a world that we want to live in where you can access the products you need from brands you already know and love or want to discover and try. CHAD: So building really any hardware, and I have a lot of guests who have done hardware in the past, can be a challenge, especially starting out. What you talk about in the startup industry is often like starting out small, figuring out the minimum viable product, bringing that to market to early customers, and then learning and refining. And that can be difficult to do when you're shipping something physical. So how did you approach that? SUSANNA: Robina and I approached this with a lot of intention and a lot of thought. We came from finance, business development, and sales backgrounds. Neither of us are engineers. So when we decided that we were going to found SOS and started to literally sketch out renderings for the type of hardware and design that we wanted to see in the world, initially, we were faced by a lot of people telling us to white-label products that already existed. You know, maybe don't invest in proprietary hardware or designing it yourselves. Try something that already exists. See if there's a product-market fit. And ultimately, we actually invested in and began to work with an industrial design firm from the beginning. We have seven global design patents on the hardware because we knew that without an elevated design-first piece of hardware, the network would not be well-received, would not be able to grow and exist in the places we knew it needed to be, so to be in grade A commercial real estate where hundreds of millions of dollars are spent on designing and innovating into the built world to make these spaces cutting edge and tech-enabled. And yet, if we didn't do the same with our hardware, this would just be another vending machine that got relegated to the basement or the back room, and that is not the company that we set out to build. We want to be a piece of integrated, exciting, engaging hardware and tech-enabled experience in these spaces. And so, to do that, we had to forge the path of bringing in and working with and basically investing our own money into designing a proprietary piece of hardware that could deliver the experience we knew was so integral to driving value for the company. CHAD: I assume that wasn't easy or cheap. Did you fundraise at that point to do it? Or when you say your own money, were you literally the two of you investing yourselves? SUSANNA: Absolutely. A big point of pride for me and Robina is that from the moment we founded the company through, to be quite honest, I would say the first 18 months of work, we invested our own personal savings. And this wasn't trust fund money that we'd inherited. This was truly just personal savings as young women in finance that we'd put aside, and it was the most money that either of us had ever spent on anything, was investing in ourselves and our own company. So we started...our first investments were in legal work and doing the patent search, and generating ultimately what has now been granted as seven patents for the company. So patent work was the first money we spent, and then also engaging with an industrial design firm to get our concept into CAD rendering and identify the first contract manufacturer that we worked with on the prototype. So we were able to get pretty far prior to fundraising with our own investment. And trust me, it was a big commitment from both of us. And I think the fact that as co-founders being totally in lockstep with taking some of the biggest financial risks that either of us had ever taken and doing it together, and really having equal passion and commitment and belief in what we were going to build was an exceptional part of our founding story. CHAD: I imagine you were probably a little nervous, the two of you. [chuckles] SUSANNA: You know, it felt just like we had to do it. And I think it's kind of like lightning struck in the sense that we had this moment. And from literally the moment that we stepped aside and started to map out the business, there hasn't really been a pause or self-doubt in the sense that we've really known we're going to take this as far as we possibly can. So scary, yes, but it felt like we had the conviction from the very beginning, which I know is rare and not everyone's founding story. But for us, it really was 100% the right thing to do at the time, which was we're going to make this happen. CHAD: So where did you and Robina meet? SUSANNA: So we met as colleagues first and foremost. So we were two, I would say at the time, young women working in finance, and she was my counterpart. So she had a role in London, and I was in Boston. And we worked on our basically sales and business development pipelines together as colleagues first. And ultimately, Robina relocated back to the U.S, and we became friends on the same trading floor. So really, it was a friendship that grew out of a business relationship. CHAD: Do you remember when and where this idea first came from? SUSANNA: Sure do. [chuckles] It's very close to my heart. I was in the middle of a workday faced with a frustration and inconvenient situation where I couldn't find products that I needed when I needed them at work. And it was interrupting my day for the millionth time. And you know those moments when you have a friend, and you choose the person that you run to when you are, I guess, pissed off for lack of a better word? [laughs] And we just took that moment of me saying, "This is insane. How am I dealing with this? I can't get a tampon when I need one." And our eyes lit up. And we said, "Ah, well, this is a common problem for a very important segment of the world. And we need to do something about it." CHAD: Now, it's a big leap to go from that frustration to founding a company together and actually working on it. So, how did that happen? SUSANNA: So we had that moment, and we stepped aside and said, "This is completely insane. I'm too valuable to be wasting my time worrying about this on a daily basis." And the other fun part of our relationship is that we're also two young women with disposable income. We love products; we love travel, we love entertainment. We like to have fun. We work hard; we play hard. I'm taking those two perspectives, which is like this frustration and universal need combined with consumerism. And this desire to make money, spend money is like combining the two and saying we have an opportunity to capitalize on this need and this consumer at the same time to deliver on a mission and drive value and consumer value for brands at the same time. And that really, I would say, sparked a tremendous amount of excitement and interest from Robina and myself. How incredible to have an opportunity to build a company that is really driving good, and changing the world, and elevating access to these essential products while also tapping into this consumer interest of ours in products, and brands, and emerging indie brands, and digital content, and tech. And combining them all into one company and doing so with a lot of, I would say, excitement, and optimism, and win-win-win. Making the world a better place fulfilling a passion and interest of ours at the same time and driving value, and building a company. CHAD: How far along were you in the idea stages, the legwork stages, before you both quit and started working on it full time? SUSANNA: Took the leap. Yeah, that was a really critical decision and part of our journey. We were very intentional about taking the business as far as we could while protecting our personal financial interests in the sense that, you know, retaining benefits, positioning ourselves so that the company would have the most ability to succeed. And so we actually got through to basically 2020 when we were launching our first machines before we quit and ultimately joined our Techstars Boston 2020 program. So we were, I would say, nights and weekends absolutely killing ourselves with work. We were able to raise our seed round, our pre-seed round technically, while still employed at the bank. And I would encourage others who are thinking about starting companies to maybe...in some cases; I'd say do what we did. And in other cases, I'd say it might kill you. CHAD: [laughs] SUSANNA: But I feel like whether we liked it or not, it put us in a position where we had achieved a tremendous amount of traction. We had our prototypes built and ready to be installed. And they were literally going into some of the most prestigious physical, commercial real estate locations in Boston as we were quitting. So I would say we were taking quite a bit of risk still. But we'd done everything we could to protect the company and make sure that we could get SOS where it needed to be before joining and coming on full-time. CHAD: How did you find those first places where the machines were going to be installed? SUSANNA: From the beginning, it was one of the areas of the company that we invested the most of our time in, which was that we had extensive contacts and relationships in financial services; that was our background. We had to start from scratch networking, and telling our story, and telling our vision with commercial real estate partners. So pre-product, first slide decks, first cold calls, and warm introductions all really focused on commercial real estate. So we gave ourselves a crash course in real estate owner-managers, who the national players were, and started to network a ton, which was just LinkedIn, asking for introductions, having some meetings that were successes, having others that weren't. But really, I think Robina and I had a and have a very, I guess, strong sense of salesmanship, I would say. That's a strength of ours. And so we were able to really get people excited and to believe in us and not to say sell smoke and mirrors, but we were waiting on a physical product prototype to arrive. And we were able to get believers and commitments before we actually had the product ready to demo in the market. Mid-Roll Ad: As life moves online, bricks-and-mortar businesses are having to adapt to survive. With over 18 years of experience building reliable web products and services, thoughtbot is the technology partner you can trust. We provide the technical expertise to enable your business to adapt and thrive in a changing environment. We start by understanding what’s important to your customers to help you transition to intuitive digital services your customers will trust. We take the time to understand what makes your business great and work fast yet thoroughly to build, test, and validate ideas, helping you discover new customers. Take your business online with design‑driven digital acceleration. Find out more at: url tbot.io/acceleration or click the link in the show notes for this episode. CHAD: So you already said at the beginning of the show your product is targeted or primarily for people who menstruate, and not a lot of property, commercial real estate developers, that kind of thing, are those people. So was that a struggle early on to get people excited or to find the right people? SUSANNA: It will always be a struggle, or maybe not always, but it continues to be a struggle. I do also want to make sure I share what we have built. And we have a mission to elevate access to menstrual care products, but our product is for everyone. So our actual physical network and machines we actu…

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    433: Techie Staffing with Anna Spearman Jul 28, 2022
    Show notes

    Anna Spearman is the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Chad talks with Anna about founding and growing the company, immediately after graduating college, during a pandemic, reputation building, and facing skepticism around her lack of track record in recruiting, and finding and providing talent for clients as a white-glove service. Techie Staffing Follow Techie Staffing on Twitter, Facebook, Instagram or LinkedIn. Follow Anna on LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Anna Spearman, the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Anna, thanks so much for joining me. ANNA: Thank you so much for inviting me, Chad. CHAD: In theory, at the surface level, Techie Staffing is probably fairly straightforward in terms of what you do. But I'm curious how you got started. ANNA: Yes, of course. So I can't believe I'm saying this, but it's been two years. Two years ago, I was, during that time, attending the University of Virginia, where I was majoring in computer science with a minor in entrepreneurship. And in the spring of 2020, I was planning on coming back home to...I was born and raised in Los Angeles, and I was planning to come back home for spring break. And I was finishing out my second semester of senior year. So I was planning my [chuckles] victory lap of going back home, taking a little bit of a rest time, and then coming back to UVA to finish my degree, graduate, and move on to a new job in Los Angeles. But unfortunately, as my plane was landing in Los Angeles, we kept hearing about COVID. And so the pandemic hit in the middle of my spring break. And during that time, I had to finish my second semester of senior year remote. It was very stressful, but when I finished the degree, I was so fulfilled. But unfortunately, there was a rapid dwindling of entry-level tech and product roles. I initially either wanted to be a software engineer or a product manager or be a software engineer that transitioned into a technical product manager. But unfortunately, once the pandemic hit, companies weren't willing to ramp up entry-level talent. Companies didn't really know what was going to happen in the future, and everybody was remote. So it was just a really confusing time. But while I was searching through different job boards trying to find new opportunities, especially entry-level opportunities, I found just a wealth of senior tech jobs, specifically with companies that were thriving due to the pandemic. During that time, companies like Peloton, Discord, Zoom, they were all soaring due to the pandemic. So I had heard about contingent recruiting in the past. My biggest dream for a new opportunity for myself graduating out of college was just to learn something new every day because I've always had a very much an interdisciplinary background. I've never been able to stay in one area. I've always loved to try different things. So with a little bit of a background recruiting at a past summer internship as well as wanting to utilize my entrepreneurship minor...I'm actually a fourth-generation woman entrepreneur. So definitely, growing up, creating my own business was my dream. So really, that was my main goal. I thought I was going to transition from a current role into entrepreneurship, but I had my back against the wall. So I just thought, why not start now? So I created Techie Staffing, a technology staffing agency specializing in direct hire placements nationwide. I basically had my virtual graduation; then I took a week. And then, I got started creating the website, establishing the business paperwork, as well as developing strategic partnerships with senior technical recruiters that had full candidate pipelines to fill incoming job requisitions. And I basically started off with nothing. I had no contacts, no network, just nothing at all. And I was really starting just fresh. So I really had to really spend a lot of time networking and developing relationships as well as just learning and mastering full lifecycle recruiting, especially with engineering since there's such a supply and demand issue for software engineers. So you're just consistently following up and contacting people that could potentially be interested in your companies. But it really blew up. As I was establishing everything in 2020 from summer to the end of 2020, it was 2021 when it really blew up where I contacted this founder during the time they had raised a Series B 50 million, which was amazing, and they were going through a hiring sprint. So we got connected fairly quickly. And with just great team synergy, we were actually able to place five people in one month, and it was frontend, backend, and full-stack developers. So that really jump-started Techie Staffing. And then after that, we worked with...we're now working with Fortune 500 companies as well as high-growth startups and really building a diversified portfolio, and we’re also a certified woman-owned business which I'm so proud of because there aren't really a lot of women or even just women of color that are founders. So I was really happy to get that certification, really proud of that as well. I always say all the time to everybody it's super stressful, but it's so rewarding at the same time. And I do believe that it's honestly, you know, I know the pandemic has been super hard on people. And it's been such a change and such a shift. But there is still a part of me that is so grateful for making that pivot because I really found something that I feel like I really enjoy doing every day. CHAD: That's great. I really commend you on everything you've done so far. And I'm excited about what you're going to do in the future. You now have grown where you're multiple people on your team. ANNA: Yeah, so we actually hired two new people fairly recently. I did have one direct hire recruiter working with me. So now it's officially a team of four. I did develop the strategic part. I do still have some strategic partnerships as well because on that part, at first, I was partnering with recruiters that were independent, so who were a little bit more entrepreneurial so that we could split the placement fee. But it's still better to just have full-time employees. I'm so excited to have two new additional hires, and it's still new for me. So I'm really looking forward to growing together in terms of growing Techie Staffing and growing into being a full life cycle recruiter because it wasn't that long ago when I was in that same exact spot. And it's so amazing. It still blows my mind to this day how two years ago, thinking about interviewing candidates or selling to clients, and now what I've evolved in. It's been absolutely amazing. So I'm so happy to see their journey and seeing them transition into being technical recruiters and also making a pivot in their career as well, which that's still blowing my mind a little bit. I'm sure you know founding thoughtbot and really building that from the ground up. So it's just amazing seeing that infrastructure. It just really brings a brighter future as well. CHAD: So what kind of people do you look for when you're looking to add to your team? Are you bringing on people who have experience with recruiting? Or are you bringing on people who are transitioning into it? ANNA: I would say for Q1 and Q2 of 2022 and even a little bit beforehand, since there was a surge in demand for everything and tech companies were just scaling like crazy, there was very much a competitive market for recruiters, specifically technical recruiters. Because that's what companies were really looking for to scale their engineering and product teams. So it was very, very competitive to recruit for a technical recruiter. So now you see agencies now who are hiring people who can have the DNA for a technical recruiter but not necessarily have direct experience, which I think can be really, really cool. Because like I said, like two years ago, I knew absolutely nothing, and now I feel very much confident in the full life cycle. So I think that's really cool to have people be able to pivot into a really cool industry where you're really learning something new every day, and you're speaking to really interesting people. We specialize in senior up until C-suite, so yeah, learning from people who are senior all the way up to Director, VP. So it's really interesting. So when I was approaching hiring, I really wanted to find someone who had that DNA that can potentially transition to being a technical recruiter. And that DNA would be, you know, it doesn't have to be personality but just really interacting with engineers, just maybe being a self-starter. I would say great communication, and lastly, I would say just really hungry. Yes, I would say hungry. Because if you're really hungry and you're really willing to learn and be open, so openness as well, then you can really understand the rules or just the lifecycle and the process of being a recruiter, and then you can change people's lives. I actually had one...It was about a year ago, I was working with a Fortune 500 company, and I recruited this guy, and I led him through the process. And it was about maybe a month later when he told me I had basically changed his life. Him and his family were now moving to Atlanta, and it was a new role, and it was just a fresh start. And he was just telling me how appreciative he was of me, and so that really hit home. So I think for those two new hires, I'm so excited to have them get super engaged and be able to change other people's lives as well under the Techie Staffing name, of course. CHAD: You mentioned early on that you're contingent recruiting. So correct me if I'm wrong, but that means that you get paid when you place somebody, when someone gets hired from the company that hires them. ANNA: Yes. CHAD: But then you also mentioned that these people who you're bringing onto your team are full-time. So how does the compensation structure typically work for them? ANNA: Oh, compensation, we have them on salary, but they do have commission. So we wanted to really give; like I said, I want us to grow together. So I do provide commission for each placement they'll place just to really provide incentive. Like I said, it's so early. I want us to think of each other just as teammates and a team because we're all building towards the same goal. So just really wanted to provide incentives where they're really feeling like they're almost owning it full life cycle as well. Because like I said, it's early on, and these can be really strong pillars in the future. So there is salary, but there's also that commission as well to just really provide that incentive. And I know for me personally, incentive can be awesome, so definitely trying to provide that motivation and having them really feel like they're an integral part. CHAD: What's the harder part of your business? Or are they equally hard, finding new clients versus finding people who want to work with you on the candidate side? ANNA: On the business development side, I would say it was harder perhaps in the beginning because I just so was starting with nothing, really. I had just graduated from college. And a lot of agency owners they previously have maybe worked at a really cool tech startup, or maybe they've been working on their agencies for the past 5 or 10 years. They have previous years of experience, but I didn't have that. So I had to convey another method of just really networking, really meeting people, and just really knowing my stuff and having a handle on it. I know maybe a lot of people say, like, just fake it until you make it because then once you make it, and then you get that experience, then you can transfer that experience to new experiences as well. So at first, it was really just building myself up and building the Techie Staffing brand so that we could acquire those clients. In terms of the candidate side, I would say Techie Staffing, and one of the things and part of our brand that we love to portray is that we are the agency that has the companies with the best employer branding. Because like I said, with the supply and demand issue for the software engineers, it is so competitive to attract them to new opportunities. There are just so many companies that are contacting them multiple times a day. So there has to be at least a little bit of a shine or a little bit of a differentiator for companies that you're recruiting for. So we actually specialize in companies that are Series B and above that do have that established employer branding where engineers are really interested in joining that company, so that's just the thing. It's like really having companies that have strong employer branding and being able to follow up. Follow-ups are really, really important when it comes to engaging engineers because, like I said, it's just a super competitive market and just trying to provide them a great white-glove experience. There are some agencies that fall a little bit too close to the client-side where the client is always right. And there are some that fall too much to the candidate side where the candidate is right, but we really want to be a balanced middleman where we're just trying to find the compromise and find the best solution for everybody. So that's the real important part of it of just really providing them with a great experience and showing them that we care and that we're rooting for them. Because it sometimes does surprise me when candidates can be a little...maybe this is a part of me being new. But that's kind of an advantage, too, because I'm still paying attention to detail. That's where my computer science major comes in. It's like constantly trying to stay in tune with candidates and what they need, so just trying to provide a great experience in general. And I'm sure you feel that way with your clients. You're a consultancy as well where you're trying to be B2B and contact these different companies. So how do you conduct business development and really differentiate yourself? CHAD: We focused a lot on reputation building, so blogging, creating open source so that we don't need, fortunately, to cold contact people. And when we do, we're fortunate enough that they might already know about us. And so it's an easier conversation to have because they may already be reading our blog, or they may already be using some of our open source in their product. And so it becomes an easier conversation to have. But the majority of our clients actually come to us when they have a need because we're fortunate enough to have worked to be at the top of the list. ANNA: Definitely, yeah. And I'm still doing that, just reputation building. With one of our Fortune 500, we're doing incredibly well with them to the point where we're filling their pipelines, and we have majority of our candidates in their pipeline. So that's what we're really working on right now is just consistently...and I know like with any business, you have to just constantly build that reputation. So I especially just try to provide a great experience for candidates because they can also be hiring managers as well, so just really providing that white-glove experi…

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    432: MustWatch with Chelinde Edouard Jul 21, 2022
    Show notes

    Chelinde Edouard is Co-Founder and CEO of MustWatch, which connects people through television. Chad talks with Che about creating a social and user engagement platform that allows people to come back and constantly use an app without interrupting TV-watching experiences, how they use data to improve user experience, and fundraising and giving investors opportunities to help build out the app, increase marketing, and potentially build an Android version. MustWatch Follow MustWatch on Twitter or LinkedIn. Follow Che on LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel, and with me today is Che Edouard, Co-Founder and CEO of MustWatch, which connects people through television. Che, thank you for joining me. CHELINDE: Thank you for having me. I appreciate it. CHAD: So astute listeners of the show will note maybe that name sounds familiar. And that's because you and MustWatch were mentioned on Episode 419, which was about the GK Fund with Michael Benezra. And I asked him for examples of the kinds of companies that he was excited about that they had given their grants to. And you're the one he called out, and so that jumped out at me. And thanks for joining the show. CHELINDE: Thank you for having me. Really appreciate it. And I definitely want to shout out the GK Fund. They've definitely been a huge support to us since giving us the grant. And they're definitely leading the charge in this new avenue of racial inequality and helping startups in that fashion in Boston. CHAD: So I'm curious; before we get too far down the road of where you're at today and how you got there, let's take a step back and just remind people what MustWatch is. CHELINDE: Absolutely. MustWatch is an app that's on the App Store now. So even if you have an iPhone, you can download it. And it's an app that's revolving around TV. So it allows you to see what shows your friends watch, chat with them about them, and send recommendations all in one place. So we think of it as like a social hub for all of your TV needs. CHAD: I think people who hear this might be like, oh, does this exist already? That kind of thing. And there are a couple of things a little bit like this, but it doesn't seem like there's really anything that's quite like this, right? CHELINDE: Exactly. So a lot of the social TV apps and other services today focus on one feature, for example, chat or recommendations, or giving reviews about shows, or having a list of them. But our app, we do all of it in one place. So on our app, it can show which shows you like. You can also share with your friends directly; hey, you should go watch this show because I think you should like it. We also have this feature called watchlist, which is our natural social recommendations of here are all the shows that your friends are watching that you don't watch. And so it's a way to give people a way to find new shows without getting the same recommendations from Netflix and Hulu that are not really accurate today. CHAD: How did you hit upon this idea? CHELINDE: Actually, one of my high school friends, we were all brainstorming and coming up with ideas for companies. And then one day, he was at work, and he was trying to talk about Game of Thrones, but his boss wouldn't let him because he wasn't caught up on the season. He wasn't there. CHAD: [laughs] CHELINDE: So he was like, how do I find someone or talk to someone who's caught up to where I'm at so I can actually have a conversation? And so we brainstormed, and we tried to solve the problem of let's just create a spoiler-free chat kind of solution that would allow people to talk about shows that they're caught up on. And then that we've iterated and evolved, and that's kind of led to where we're at today. CHAD: And when was that? CHELINDE: That was, I want to say, 2014. That was when I graduated from BU. So in the summer of 2014, that's when we first had the idea. And then from there, we just brainstormed, had a bunch of meetings, and then just took a year in stealth mode trying to figure out how we wanted to create a business plan. And then, from there, we hit the ground running. CHAD: You and your friend, what were your sort of core competencies, the two of you? CHELINDE: I'm the tech background, so to speak, because, as I mentioned, I went to BU. My degree is in management information systems, which is basically business IT. So I was trying to leverage all my technology skills there and also my business skills to say how do we, one, build the app and two, create a business that can actually support it for the long term? And he had more of the idea on the customer side of how can we create an experience or a user engagement platform that allows people to constantly come back and constantly want to find more reason to use our app? Because as we know, people watch the show on TV, but the app is a conduit to that. And so, we want to figure out a way to get people to constantly use our app but also not interrupt their TV-watching experience. CHAD: So you said you're trying to figure out a business plan. You're refining the concept. At what point do you start making the leap to actually writing an app? CHELINDE: With all apps, you start with this concept called wireframes, and so we built out a bunch of wireframes. Two of my friends from high school we all built the app together. And then one of them went to Miami, and his friend from Miami he's the one that actually helped us develop the app and code. And so we worked with him to actually say, "Hey, these are our wireframes. We're trying to make this into an app. Can you build it out?" And so, we worked with him over a year to make that a reality. CHAD: And it took about a year to get to launch. CHELINDE: We actually started on Android, and we were trying to create an MVP or prototype. And so we took that idea like I said, we were working for a year, to this company called Netcapital, which is a crowdfunding platform for startups and companies. And we launched on Netcapital in May of 2020. With that idea, we raised 50k in almost three months. And with that money, we actually built the app from there. And so the app you see in the App Store now is from the money that we've raised on Netcapital. CHAD: Did you throw away that original version and start over? CHELINDE: I wouldn't say throw away. We kind of used it as a launching point. But we don't have any Android version right now. We're strictly in iOS. CHAD: Yeah, that was notable to me. Tell me more about that. CHELINDE: So going from Android to iOS it was really a business decision there because our developer had knowledge in Android but didn't have the iOS background. And so when we went on Netcapital, we used that money to actually hire a real development team. That's who's building our app now. So we work with them to build our app. And going to iOS has allowed us to, at least in the meantime, expand in the U.S. market a lot quicker. CHAD: Now, are they building it in first-party frameworks only for iOS, or are they using something that is going to allow you to go expand to Android in the future? CHELINDE: So right now, we're strictly iOS only. We would like to move to a React Native or a tool that allows us to promote to both. When we first started, we wanted to just focus on iOS, given our costs. CHAD: These are common problems that a lot of startups or common decisions that a lot of startups have to make. And it's not always straightforward. Were you worried about this? CHELINDE: Yes. Because that's one of the things now it's we would love to have an Android version. But for me, being more of a purist, I didn't want the code to work in one system and not another. And given that we only had...in my mind, it's like you have one shot to make an impression. And when you go out and launch it on the App Store, I didn't want it to be half-baked in one and half-baked in the other. I'd rather have one be exactly how we want it to look, and then we can adapt as we grow. CHAD: How has it been working for you, then? CHELINDE: So far, so good. We're actually in the process of releasing some new features later this month, and so like I said, the watchlist feature, which allows you to add shows that you're going to watch in the future. We also have the ability to create chats through the chat functionality because previously, you had to create a new chat every single time. So we've made it easier for people to start chats, and also you can do group chats as well. So it's not just individuals. You can have a whole group of people in one conversation. CHAD: So some of these features there must be a backend server powering all of this, right? CHELINDE: Yes. So we use the Google Cloud Firestore for our backend. And another cool part about our app is we have a lot of analytics about what people are watching. And that's where we take their data from our cloud, the Google Cloud Firestore, and we send it to the BigQuery, also a Google platform. And then we use the Google Analytics that we have on the app to then do our reports around who's watching what, top 10 shows for the past month, the top 10 shows based on if you're male or female, based on what age group. So we have all the analytics on the viewing habits from the data that we've collected. CHAD: Can you tell me how many users you have now? CHELINDE: As of right now, we are at 820. We are looking to obviously get a little bit over to that 1,000 users mark, and then we can have a better sense of what kind of insights we can glean from there. CHAD: Well, hopefully, coming on this show will help you do that. So if you're listening and this sounds interesting to you, where are the best places...so people can search for MustWatch on the App Store, the iOS App Store? CHELINDE: Yep. And we also have a website mustwatch.com if people want to check that out as well. CHAD: Yeah, so let's do it. Let's push them over the top and get those numbers up. I'm curious about usage patterns. Are you able to see any patterns in terms of what causes people to either keep using the app or not? CHELINDE: Yeah. So the main thing that keeps people using the app is having chat groups with people and then also getting recommendations. Like I mentioned before, we have the social recommendations of people just showing you what shows people watch. But there's also direct one-to-one. If you're on the app, I could send you a recommendation. And that's what drives a lot of people to go on the app and find new shows. Another thing that we see is a lot of people just searching, just looking up the shows that are on the app because our database of shows is actually pretty robust. I was talking to someone yesterday; he's Korean. And he was using his phone to type in a show. And he was using a Korean keyboard, and the show came up. And he was like, "Oh wow, I didn't even know you guys support multiple languages." And I was like, "Yes, we support." Our database of shows is very expansive. So if you're in Korea, if you're in Japan, if you like anime, if you like telenovelas, we have all types of shows on our app as well. CHAD: Do you get that database from somewhere? CHELINDE: Yeah, so there's actually a TV show API called TMDB, which pretty much is an open-source, free database that you can pull from. So we use that as our source for shows. CHAD: That's cool. Speaking of shows, I noticed on the MustWatch website, on the team page, you all list your favorite shows and what you're currently watching. I think you and I have different tastes in shows. [laughter] I have heard of the shows that are your favorite, but I have not watched any of them. CHELINDE: Oh wow. [laughs] What are your favorite shows? CHAD: I think actually my shows match the shows listed by Rob, your CFO. CHELINDE: Oh wow. [laughs] CHAD: And my all-time favorite show is, I think, The Leftovers. CHELINDE: Okay. So yeah, and that's the cool thing about this app is like, if you're on the app, you would see Rob's shows on the app too. Because if you download the app, you become friends with all of us immediately, so you have friends on there to start. CHAD: Oh, that's a cool idea. CHELINDE: So it gives you a way to just see what the app can look like before...because if you're on there by yourself as one person, it's a social app. It's meant to be with people. It doesn't really give you that clarity. So I bring that up because that's the one cool thing about the app is you always are surprised by what shows people watch, even if they're your friend. It's like, oh, I didn't know you would like that show. Or oh, I liked that show, and you don't like that show. And it's a very cool icebreaker or just a social connection that you can make because everyone's putting shows on the app. And one way, actually...I was talking to someone the other day thinking about how like Spotify, you put all your playlists and all your shows. This app is kind of like a Spotify but for TV shows and also for movies. So it's not just shows, movies as well. CHAD: And the cool things that Spotify does in terms of the reports that they release annually to each individual person and everything. Like, that's all stuff you can do too. CHELINDE: Yep. CHAD: Yeah, it's cool. So your background actually is in sort of business intelligence, data analysis, and analyst, right? CHELINDE: Yes, that's correct. For my day job...I just want to back up. I also have a day job while also doing this. And I've primarily been the past couple of years a BI analyst. So previously, I was at HarbourVest, which is a private equity firm here in Boston. And then, I recently joined Liberty Mutual Investments also as BI data analyst. So I've been very involved in the financial services side of data analytics, which has allowed me to just get other insights on how technology works and just also getting exposure to the whole industry as well. CHAD: So you basically have two reasons why you want to get the number of users up. One is from a co-founder perspective and founder perspective; you want to get the number of users up. But from a data perspective, you want to get the users up so that you have more data to play with. CHELINDE: Exactly, exactly. The more users we have, the more data we can collect. And then data we can glean insights, and then provide value to our customers as well. Because our app users, if we can know which shows they are liking, we can also then tell them about shows that they also might like. Because once you find commonalities in shows that people are liking, you can then give them better recommendations. And we think that the social aspect of our app, the fact that we have all of your friends on there and they're giving you recommendations, it's better than just, oh, you've watched this show in the past three years, and it's on Netflix's algorithm of watched shows. That, to us, doesn't really seem as insightful and helpful to people. Mid-Roll Ad: When starting a new project, we understand that you want to make the right choices in technology, features, and investment, but that you don’t have all year to do extended research. 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    431: DEI at thoughtbot with Geronda Wollack-Spiller Jul 14, 2022
    Show notes

    Geronda Wollack-Spiller is the DEI Program Manager at thoughtbot. Chad talks with Geronda about implementing a successful Diversity, Equity, and Inclusion program at the company by providing a culture of belonging, the challenges, in particular, the tech industry faces, and acknowledging that many of us work in spaces where when we're bringing someone onto a team who has underrepresented identities, they might be the only one. How do we create a space that's as inclusive as possible? Diversity, Equity, and Inclusion at thoughtbot Follow Geronda on Twitter or LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Geronda Wollack-Spiller, the DEI Program Manager at thoughtbot. Geronda, thank you so much for joining me. GERONDA: Thank you for having me. I appreciate it. CHAD: In honor of Pride Month, we're doing something extra special for this episode in addition to just having you as an extra special guest. We're recording live in front of thoughtbot remotely. We've got a whole bunch of people watching. I can hear them cheering off in the distance for you as you make your debut on the podcast. GERONDA: [laughs] CHAD: Thanks for joining me. GERONDA: Thank you. Nice. [laughs] CHAD: So you joined thoughtbot as our first ever DEI program manager back...when was it? GERONDA: Oh, April, yeah, April fourth. CHAD: It's been a whirlwind few months. Thank you already for all of the contributions that you've made to the company already. GERONDA: Oh, thank you. No problem. CHAD: Tell us a little bit about your role. And then I can provide some fill-in terms of what we were thinking when we added this. But let's start with sharing a little bit about your role. GERONDA: A lot of my role is about...so it's a lot of understanding the processes that we have, people operations processes, and really thinking about how do we provide more of a...or improve our ability to provide a culture of belonging. And so a lot of what I do is I will partner across with people operations, and I'll look at things like promotions, and who are we promoting? Who are we hiring? Improvements to performance management processes. How are we giving feedback? Who are our managers? And a lot of what I'll do, too, is execute against the goals that were set by our DEI Council before I had joined, which the council is great. And I'll look to see are there different ways that we should be looking at goals? So one of the things that I'm doing right now is I'm building out a multi-year roadmap for DEI. And I'm incorporating a lot of the goals that the council has already put together, which has been super great. And I want to create a space that feels like a safer or brave space for anyone to come to me with concerns, questions, suggestions. And I partner a lot with different groups to be able to understand their needs and make sure that we are voicing and amplifying historically marginalized groups but also providing a lot of the education around what DEI means and how we can do that in our everyday jobs. So I am co-chair of the DEI Council. I support that council to take on different projects, build out task force, work with everyone across the company to contribute, and infuse diversity, equity, and inclusion within the company. So that's a lot of what I do. [laughs] Other things involved, but that gives you kind of a high level of my role. CHAD: Yeah, that's great. I've talked before on the show about the DEI Council in a few different episodes, mostly in passing. And overall, when we started on...the concept of a council came from some consultants that we had worked with previously to do an audit. They provided us with a few different suggestions about how we could continue on from that audit and take action. And one of the things, especially with our geographic studios, the way that we used to be organized the idea of one person from each of those studios coming together on a council to work together and then bring the work back to their studios for action really resonated with us as a structure that could work pretty well for us given the structure. We've obviously since gone completely remote. And the council is no longer specifically tied to those individual teams or those offices that we no longer have. But the council is still that, a group of people from a wide array across the company who come together and focus on and organize our work around diversity, equity, and inclusion. And we saw the opportunity in your role to have someone provide continuity and organization and experience to the council to help make it even more effective at thoughtbot. And I think we're just getting started with that. But I think it's been very positive overall, your addition, and like I said at the top of the show, thank you again for your contribution so far. GERONDA: [laughs] No problem. Thank you for hiring me. Thanks. CHAD: [laughs] Well, speaking of hiring, you've done a few different things over the years. And I'm curious; you started in more general human resources roles. Was it a goal from the beginning of your career to move into a DEI role, or did that evolve along the way? GERONDA: Ooh, interesting question. Yeah, it actually evolved along the way. I thought I would be an HR project manager and I would be leading projects across global companies. And when I started in my career, I was an HR operations analyst, and I was doing a lot of the HR product management. But what I discovered is every single time that I would be in a role, I kept looking at things from a DEI lens without realizing that I was. And then, as I started continuing to do that, I fell in love with it. And I was like, okay, this is my place of where I want to be. So even though I was doing projects related to HR, if I would do recruiting operations, I would look at okay, well, who are we actually targeting, and who are we hiring? And what are the opportunities and gaps? Then I worked in the education space, and I would look at, well, how are we actually...like, what types of demographics are we bringing to the schools? So I would do things in my role that were very diversity, equity, inclusion-focused even though I was an HR product manager or in operations. And I started realizing I really loved more of the diversity, equity, and inclusion side of things. So instead of continuing to get roles in HR, I was like, I have to get a role in DEI because that's where my passion lended itself more so. I made that decision from my last company that the next role I have, I will not take it unless it's DEI-focused. So it developed and evolved over time. CHAD: Some people might have the thought...I have to confess sometimes I've also had this thought as like, why can't just DEI be weaved through everything HR does or through everything everybody thinks about all of the time? Why do you need a specific DEI person at a company? And I've come to understand that it's hard to do that. [laughter] But I'm curious if you have any thoughts on that. GERONDA: It is challenging because you also have to think of it as everybody is in a different place with diversity, equity, and inclusion, which is not necessarily a bad thing. But there are some people who are incredibly passionate about it. And then there are others that are aware of it, but they may want to just kind of focus on their job. Or they might think, well, we just need to treat everybody the same. Like, why is that so hard? So because everyone's in different places in their level of understanding and the importance of it, it does get tricky to think of things in that lens, especially in your day-to-day job. Your priorities change consistently. So you might be working on a project here. But then you're now shifting to a new team, and you're shifting to all these different places. And it does become challenging to keep it top of mind for a lot of people in the company. And so I think that the overall almost resolution to that is the more that you start to continue to talk about it, the more that you have accountability. And you're training people like leadership and managers and everyone to be aware of what it means, and what the language is, and how you can think of these things. It takes time, but then it slowly starts to get easier. Sometimes there is an understandable fear of I don't know where to begin, and I don't know what I don't know. I don't want to make a mistake. I don't know how to look at this. And should I be looking at this? But I think that when there is a lot of the understanding from the leadership level, and it goes down to managers, and you start to infuse it across different spaces, it does come a little bit easier. So I'll say what I like a lot of what thoughtbot does is there's a lot of open communication and transparency around things like goals, around hiring, and trainings that we maybe want to offer. So I do think it can be hard. I don't think that you can also get every single person involved in an expertise level. And you shouldn't expect anyone to be an expert, but starting to think about their job and how this could impact themselves or others, it does take some time. CHAD: And I already alluded to this earlier, but I think we have an additional challenge which is because the majority of us are all on client work all the time and consultants, that through-line, that continuity of when we identify something, really having someone who can be that continuous force, an organization as people rotate through the council or as people's workload with client work or attention ebbs and flows. I think that that is one of the additional challenges that we have that you help with. GERONDA: Yeah. And the rotations on the council are super helpful as well and then creating a space for anyone to come to you with questions. I like that we have this anonymous forum where you can submit a question if you're not comfortable asking it publicly, whether it's you want to learn more or something's going on that you want to talk through. I think that's also very, very helpful. And just continuously educating and giving the space for the practical implementation of what you're trying and what you're doing will also give you a little bit more of that comfortability rather than learning about something and then hoping that you're doing it well. So it's challenging, but we'll get there, and it's worth it. [laughs] And every company has these types of challenges, so it's not unique. CHAD: So you didn't originally start off working in the tech space. And so I'm curious what you've learned or seen that either is good or bad about the tech space in particular, what challenges this industry has. And it is Pride Month, so I guess there's a lens, particularly of LGBTQ+ challenges. Is tech particularly challenging? GERONDA: Yeah, I think as an industry, it's particularly challenging. So I worked in education, as I mentioned. I worked in the optometry industry, which I will say has very significant challenges just for the industry itself. But tech is challenging. I think there are moves that are being made in tech. But what I'm starting to notice in terms of challenges for the LGBTQ+ community is a lot of things where there is this sometimes perception, depending on how visible you may be, that you are qualified and not qualified. And what I mean by that is for the trans community or the transgender community, in particular, it can be very challenging because you may not what they call pass as the gender that you are looking to reassign yourself to. So if you are male, and I hear this a lot from other people, is if I'm male and I want to transition to female, I may still be going through the process. So when somebody looks at me, I might still present masculine features. And there is this misconception or this uncomfortability that I may not be qualified to do a job. So in the tech space as well, it's really hard during the hiring process sometimes to be taken seriously because of how you might look or how you might present yourself. I will say that in a lot of spaces, the culture in a company in tech what I've noticed is it has this generally casual feeling to it and a sense of you can come in, and you'll be taken seriously. And you can meet with different groups. But I think what I've noticed is when you're trying to get into tech, there are not a lot of people that are similar to you. And it's really hard to find those types of people because not everyone's going to be out. There are assumptions that are made that if a woman's hair is short, she must be lesbian. So we misgender people. And when going into the tech space, I think that there's a hesitation because you don't necessarily see a customer base similar to you or other team members similar to you. There could be those things like mental health challenges because you don't know if you can come out in a space, or you don't know if you're going to come out, and that could affect your role. So a lot of times, you'll hear and what I've been hearing in the tech space, is those who are transgender are usually the only ones on a team that are transgender. If you look at also for the LGBTQ+ community, you have to also consider the varying identities that come with a person. So an experience for a Black woman who is queer could be very different than a white male who is gay. So there are those different identities. So the vulnerability piece, and in the hiring process, and going into tech, you already hear what's going on and the challenges that are happening for the community. So you may be hesitant or might be a little bit fearful of what that would look like. I think in the tech space as well, a lot of executive leaders or managers are predominantly cis-gendered white males. So when you see that, and there's not as much representation at the top, you kind of have that sense, and you wonder, is this a place that I feel like I can belong and have a generally safe experience? And then the skill set, too, I think what I've been hearing, and what I've been reading and just researching, and what I've been noticing just speaking to other people is the promotion opportunity for those in the community feels like you have to work much harder to get known and be visible because a lot of times, you may want to promote people that are similar to you. So if you have teams that are more cisgendered White males, you may find that those teams are not as diverse. And the industry itself, I do feel like it is becoming more diverse. I think Lesbians Who Tech, for example, was a conference that I'm so glad that you let me attend because -- [laughter] CHAD: I didn't let you. That's not permission, or rather I encouraged you to attend. [laughter] GERONDA: Better wording. Thank you, Chad. You encouraged me to attend, and you're encouraging me to attend the one in October. But just seeing in my experience and looking at the tech space, I wasn't sure what the demographic would look like. But going to that conference and then going to the one...I'm in Seattle, Washington, and there was a local one in Seattle, Washington. There were hundreds and hundreds and hundreds of gay men, lesbians, transgender, and I didn't even realize that there were so many of us in the community in that space. And it was fantastic and amazing to see. But I think visi…

    Full show notes at the publisher

    430: LearnWorlds with Panos Siozos Jul 07, 2022
    Show notes

    Panos Siozos is Co-Founder and CEO of LearnWorlds, an online course platform for creating, selling, and promoting online courses. Chad talks with Panos about building e-learning platforms dating back to 1999, providing rich feature sets and catering to customers located in lots of different places, and deciding to stop bootstrapping and take investor money. LearnWorlds Follow LearnWorlds on Twitter, Facebook, Instagram, YouTube, or LinkedIn. Follow Panos on Twitter or LinkedIn. Follow thoughtbot on Twitter or LinkedIn. Become a Sponsor of Giant Robots! Transcript: CHAD: This is the Giants Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel and with me today is Panos Siozos, Co-Founder and CEO of LearnWorlds, an online course platform for creating, selling, and promoting online courses. Panos, thank you so much for joining me. PANOS: Hi, Chad, and thanks for hosting me. CHAD: You have been working on LearnWorlds for a while now. Where did the idea come from? PANOS: I guess this has been brewing in our minds, mine and my co-founder's, for many years. We built our very first e-learning platform back in 1999, right after completing our studies in computer science. And we started postgraduate studies in educational technology. So in an academic setting, though, we had built many, many e-learning products, platforms, and authoring tools. And we were always exploring the state of the art. And we always had it in the back of our minds the possibility and our obligation, I guess, to create a commercial product at some point and try to get the state of the art of e-learning that we were exploring in the academia and put it at the hands of actual trainers, and teachers, and give them the tools to create the best possible online courses that they could. That was always at the back of our minds. And after completing our Ph.D. studies, after working in different jobs and different roles, we got back together at some point in 2012. And at that point, the conditions for e-learning were very, very mature. It was like bandwidth was in abundance. It was easy to create videos. It was easy to distribute videos. Cloud computing made it even easier to create software as a service platforms. And we understood that it was the perfect moment to come together, take our expertise, and try to put it in an amazing product that would be commercial and help all those people out there that wanted to create online courses. CHAD: So I think you launched in 2014. PANOS: Yes, we spent a couple of years. We started building the platform in 2012 in stealth mode. We were, I guess, traditional engineers. We had this build it, and they will come mentality. CHAD: [chuckles] PANOS: We had done almost like in the first year almost zero research on customer development and business development. We just had in mind to create the best possible platform that we could, and then obviously, people would just buy it because it's the best. Obviously, things don't always work that way. So we created the platform then we started talking with potential customers. We launched commercially in 2014. And this is when we had our very first customers, people who had the online courses. They had the online content. They had audiences, but they didn't have a platform. It seemed a huge burden and a huge task to create an actual platform to deliver and sell their courses. And this is where we came in and started providing our tool as a software as a service solution. CHAD: So in 2014, I'm sure that there were other competing products on the market. Today, there are probably even more. What makes LearnWorlds different from all of those or better from those? PANOS: In 2014, it was very early, I guess, in online courses. Most people were going to marketplaces like Udemy or Coursera. It was very difficult back then to create your own online school, to own the website. We had people who were either using traditional clunky Jurassic; I would say, learning management systems. CHAD: [chuckles] PANOS: And they were trying to adapt them for e-commerce and all the stuff, and it was always very difficult to do. Others were trying to duct tape together WordPress sites and plugins and custom codes. And that was something that wasn't scaling very gracefully. I would say after a couple of 100 users, it was almost impossible to maintain sites like that. Others were trying to create their own platforms, write code internally or hire a couple of developers. And then a few months or a couple of years and after having spent a couple hundred thousand dollars, they were realizing that this is very difficult to develop a tool like that unless you've done that in the past and you know what you're doing. So it was very timely to bring to the market a product like that. What differentiated us from the others and what still differentiates us is that we have an obsessive focus on the learner experience. We're probably the only, I don't want to sound presumptuous, but we're probably the only course platform creators or, let's say, founders or co-founders of a course platform who have actually studied that. And we have PhDs in edtech. So we are bringing lots of our academic background into the platform. And we know that initially, this was even detrimental to growing the platform because, in some ways, the platform was even too complex for what people were expecting and could absorb back then in terms of features. But as the years passed by, we managed to find an excellent balance between how powerful the platform can be in terms of amazing design, offering great, interactive, engaging learning experiences, and also offering the ease of use and all the commercial features that users would expect. So we have a deep product with lots of offering affordances. For example, people can create amazing interactive videos very easily, just like editing a PowerPoint, I would say. You can just upload a normal video that you shot yourself, perhaps using a mobile phone, and you can convert it into an amazing interactive experience. And this is something very important for the students, the customers that will actually, at the end, consume the content. So to this day, the platform is very innovative. We're still participating in research projects, and we're seeing what is the state of the art of e-learning? And we're trying to implement that into the platform, obviously, now with amazing feedback from thousands of customers and millions of end-users. So it's an amazing opportunity to give to the people the things that they actually need and use to create the best possible online courses and sell as many of them as possible. CHAD: One of the things, and it speaks right to the value proposition of the product that you use, is that there are so many features that you can have. And so, if you embark on the journey of creating your own platform, it's really easy to look at the surface level of what that looks like and say, "Oh, that's easy." PANOS: Yes. CHAD: But then, when it comes to other features, you have the ability to make mobile applications on LearnWorlds and those kinds of things. Like, that's a rich feature set that is really difficult to deliver on your own, right? PANOS: It's very difficult to deliver on your own, and some things look deceptively simple. And when you actually see what is under the hood, it is very, very complicated to deliver a super user-friendly and easy tool or platform or authoring environment. So the platform is very powerful because people have all these different needs. We're talking here this is a platform that can support both the, I don't know, the nice, old lady that wants to sell some knitting courses, and she has a community of a couple of dozen people who follow her and consume her courses, all the way to online schools that run with more than 300,000 users. It's extremely difficult to be able to scale a school to a size like that. And in many cases, people might start simple. They might even create a nice, simple user interface with a couple of videos. This is something that everybody believes that they can do. And they can do it initially, but once they have a couple of hundred users, or a couple of thousand users, their success becomes problematic. They cannot keep up with all the demands for something like that. And then they need more features. They need more features for doing their marketing. They need analytics. They need the scale and the reliability that a platform that serves a few thousand users requires. There are all sorts of things that people miss. So we believe that you don't necessarily have to reinvent the wheel, especially when there are amazing ready-made wheels out there, white-labeled wheels where you can just go to a platform like ours. And in a couple of days, you can have an amazing online school customized and optimized for your own case study, for your own audience, for your own language, for your own design. The settings that you need to power your own business model, whether it's selling courses on their own, selling memberships, selling subscriptions, bundles of courses, all those different things that look simple on the outside but they require lots of precision to work great and delivering in scale. CHAD: So, given the rich feature set, I'm sure that you have a lot of customers located in lots of different places. I'm sure they have different needs, too, different profiles. How do you as a company go about deciding what to work on? And how does the workflow through your organization? PANOS: This is always a very interesting task, something that we are doing almost every month. We update our roadmap on a quarterly basis. But every month, we go out and check again the feature requests, and the trends in the market and the industry, and all the things that are happening. We receive hundreds of feature requests from our existing customers every week, and these are being organized and prioritized. And we always try, obviously, to help our own existing customer base. But we work with many partners and other platforms as well to create integrations and to deliver features, and uncover needs that people have today. And in the past couple of years, as you can imagine, with COVID, we had to adapt many changes to the new business models and the new ways that people started creating, delivering, and consuming online courses. For example, when COVID started, almost overnight, there was a huge demand for creating and delivering live courses with no pre-recorded videos. That's something that used to be quite frequent feature requests, let's say. Before COVID, we had it in our roadmap. Once we understood what COVID would mean for the industry, almost overnight, we stopped other things that we were doing and started working hard on delivering, let's say, our Zoom integration. So in just a matter of a few short weeks, it was super easy for anybody who wanted to teach. You imagine how the situation was amidst the lockdowns. People their businesses were shutting down. They couldn't reach their audiences, their customers. Their revenue streams had ran out. So we brought to the market this integration, and it was super easy for a photography teacher, a yoga teacher, a coach from anywhere to just create an online course, plug in their Zoom account, and be able to deliver courses, either one-on-one, to a small group or even to hundreds of students. So we had to adapt as the market was adapting, and the same comes when it comes about business models, ways of getting paid, different payment methods. For example, some European countries...as a European company, we're also very attuned to what our European customers need. In several European countries, credit cards, traditional credit cards like Visa and MasterCard are not the most frequently used methods of digital payments. So we have to work with local payment gateways to provide these kinds of solutions. Also, for taxes, taxes in Europe are way more when you're selling from one country to the other. They’re much more difficult and complex than in the U.S., So we have to adapt to the demands from customers and offer solutions like that. So it's always anticipating, seeing what the actual users need but also keeping a large chunk, I would say, space for innovating, bringing to the product things that people don't actually ask for because they don't even know that they could exist and that they could be helpful. And this is where our expertise, I would say, comes into play. Our team is constantly researching trends and other platforms and how people interact with platforms and other tools. And we try to stay ahead of the curve, not just follow what others are doing but be the leaders in this kind of chase. And rightly, you mentioned there are dozens of platforms out there. It's great to see so much innovation in so many different platforms. Especially after COVID, I can say that it seems like there is a viral spread of new platforms. We almost see one new platform every week. And it's nice because it seems that the industry is very hot. And there is lots of demand for these kinds of solutions. We do have a head start, and we will continue to improve the product and bring an amazing solution to people who want to use something like that. MID-ROLL AD: Now that you have funding, it’s time to design, build and ship the most impactful MVP that wows customers now and can scale in the future. thoughtbot Lift Off brings you the most reliable cross-functional team of product experts to mitigate risk and set you up for long-term success. As your trusted, experienced technical partner, we’ll help launch your new product and guide you into a future-forward business that takes advantage of today’s new technologies and agile best practices. Make the right decisions for tomorrow, today. Get in touch at: thoughtbot.com/liftoff CHAD: One of the features that you have is localization, being able to have your content in lots of different languages. How early on did you add that feature? PANOS: This is something that we had to do very early on. The first iteration of the platform, before even founding the company when we were just a side project, was built for the Greek market and the Greek language. So that was in a very difficult situation back in 2013, 2014. There was a huge financial crisis in Greece back then. So once we had the product ready, we realized that nobody wanted to invest in e-learning. It was a very tough situation to be in. So that's probably one of the best things that happened to us. Because almost overnight, like in day two, we had to go to an existing mature market, which was the U.S. market, where people were willing to test a new platform. They really liked what the platform could do. They were ready to risk a product, a new product that was brought into market by a small ragtag team from the other side of the world. And so we had to adapt to a new language. So that was something that came in very early on and was very helpful in dealing with different markets and different localizations, working with different payment gateways, and becoming an international product from very early on. So right now, we have customers in more than 110 countries; even though U.S. is by far our biggest market, almost half of our market is based in the U.S. But we are very willing and able to work with new markets and help them and help people bring their own localizations and their own translations into the platform. CHAD: Yeah, that jumped out at me because I've seen other products that don't have that feature. And I think it's in part because a new company started in the United States knows that they hav…

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