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    Technology

    Tech Deciphered

    Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. To understand what’s really happening behind the surface, join our hosts, Nuno Goncalves Pedro, investor, co-founder and managing partner at Strive Capital, and Bertrand Schmitt, entrepreneur, co-Founder & Chairman at App Annie. They have been each in tech for almost 25 years, are now based in Silicon Valley, having both previously worked and lived in Europe and Asia. With Tech DECIPHERED, discover how the best entrepreneurs pitch, how investors think, and what are the deep trends underlying the tech industry. To learn more about Tech DECIPHERED, head over to www.decipheredshow.com for more info about the podcast, show notes, resources and complete transcripts.

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    Copyright: © Bertrand Schmitt & Nuno Goncalves Pedro

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    Latest Episodes:
    #21 – Recap on 2020 and Outlook for 2021 – End of Season 1 Apr 01, 2021
    Show notes

    In episode 21, we will end our first season of Tech Deciphered, by taking a look back at 2020 - spoiler alert: defined by something starting with a C and ending with a 9 - as well as what we expect to happen in 2021. We will share our answers on questions like: Will we finally get rid of this pandemic? Is there a bubble in the public equity market in the US? We will also share our own personal lessons-learnt. For a more in-depth look at the future and the 2020s, please listen to episodes 11, 12 and 13, and for a more detailed view on COVID-19, please also listen to episodes 9A and 9B. Navigation: Introduction (01:24) Moment of Silence - In Memoriam (02:32) Section 1 - Recap on 2020 (03:00) Section 2 - Personal stories (26:11) Section 3 - COVID-19 and Macro Outlook for 2021 (32:10) Section 4 - Outlook for Tech in 2021 (42:42) Season 2 Preview & Conclusion (51:24) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, business angel, advisor to startups and VC funds, co-founder at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast


    #20 – Recruiting Primer – Part 3 Feb 04, 2021
    Show notes

    In episode 20, the last of our trilogy on recruiting, we share advice to candidates, from ideas and processes on how to best be visible to recruiters, to how to get the job of your dreams. Also listen to our episodes 18 and 19, in which we share our core principles in recruiting and detailed advice to recruiters. Navigation: Introduction (01:24) Section 1 - How to get found (02:10) Section 2 - How to get the first interview (04:08) Section 3 - Interview questions (07:13) Section 4 - How to get the offer (23:56) Section 5 - Remote world (29:00) Conclusion (39:59) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, business angel, advisor to startups and VC funds, co-founder at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast Intro (01:24) Nuno: Welcome to episode 20. This episode, will conclude our trilogy on recruiting. In episodes 18 and 19. We've discussed a variety of topics. We introduced the element of recruiting. We shared our own core principles around recruiting, and in the last episode, episode 19, we gave advice to recruiters. Today, we will be discussing advice for candidates all the way from being found to how to be recruited in a changing remote world. Bertrand: Let's take the other side. Let's think from a candidate perspective. What could be our advice for candidates. And obviously there is probably a lot of advice we can give. Section 1 - How to get found (02:10) Nuno, do you want to start on maybe how to get found? Nuno: Yes, and just to reframe this, this is not just based on third-party knowledge in the last decade, because both of us, have not been candidates, cetera, . I certainly have been reached out by a number of organizations. I've explored things beyond my own realm. And there's obviously a lot of lessons learnt here that I think are still very fresh. The first piece is how do you get found, right? Who finds you and how do you make yourself visible in the market? definitely LinkedIn, your profile needs to be clean. It needs to be clear and sharp about what you're able to do or not. My LinkedIn profile is awful for that, just to be clear. So please don't look at my LinkedIn profile to get any great clues on that, having clarity in what you've done and what you're an expert on and what are your achievements have been Turning your LinkedIn into a richer type of resume is very powerful. If you're an engineer, Github Gitlab and other tools also convey a lot of these elements of being found in the market. so that's the beginning. It's almost like your advertising systems and services that you want to be present on for recruiting depending on the area you're in. Obviously you should explore. Having some warm relationships with recruiters. And particularly as you get more senior and you moved to a middle level ranks or senior level ranks. knowing your recruiters and having them, having your mind. I believe that recruiters in Europe and Asia, I've shared this with many of my friends, external recruiters in Europe and Asia are less transactional than in the US and because of that, they normally keep warmer relationships with candidates through the years. I certainly have warmer relationships. With some of the recruiters that I interacted with in Asia and in Europe and maybe in the us, this is again, a simplification obviously it varies very much with the recruiter and the individual, himself or herself. but definitely understand where the recruiters are, what's being done, et cetera. And then the final piece around being found is if you're looking for a specific type of job, you need to find a job and you need to figure out the angle to it. Section 2 - How to get first interview (04:08) Which maybe leads us a little bit to how to get through and get to that first interview and jumping through the hoops. But certainly there's a lot of elements of being proactive, reaching out to companies. there's a lot of amazing stories which are not just urban myths on. I remember Tristan Walker, I believe on how he got his gig. at I think it was at Foursquare early on and how he reached out to Dennis, and I always send him an email and said, I'm just fascinated by you guys. I'd like to join you. I hope I didn't get the story wrong, but that's for me. a really cool example. And so certainly if you're coming out of an MBA, maybe if you're a little bit more junior to mid-level, you can get away with a lot of this stuff. If you're more senior navigating your network, pushing forward. Saying this role would be really interesting. I'm in the market and being a little bit more forthcoming towards warm pieces of your network or warm nodes of your network. As I normally call it is a really good way to get through that first jump of resumes. into First interview. Bertrand: That's a good point, I was smiling, when you talk about this person, that Foursquare, because I've heard similar stories with Uber for instance. I forgot who at Uber, but maybe employee number one who reach out directly to Travis and got the job reaching through Twitter and when you read the story, it's pretty amazing outcome for both of them because it worked out very well. I think you should not hesitate to reach out directly to a CEO, depending on the position if it's high level enough in the organization . The CEO usually will follow up and make sure that people are going to follow up inside the organization. It has to be high enough, obviously. You cannot have every request from everyone, but I know myself I'm always careful when a candidate reach out. Nuno: Basically I've seen a lot of people recently, , being a venture capitalist that reach out to me saying, Oh, this person, or you invest in this company, or I believe you have some connection to this company. And in many cases, they are senior people and they saw a position that's super exciting to them. They reach out, can you reach out to this person? What I always say is warm is better than cold. Warmer than less warm. And what I mean by that is if you're going to ask for an intro, the two things you need to make sure is one that my connection, the person that you're asking to make that connection. Has a warm connection to the other side and you're looking for the warmest possible collection. So if it's a portfolio company that's very warm. If it's a VC and it's not a portfolio company is less warm. So you have to assess a little bit the type of relationship. And the second piece is the relationship to yourself. So if the person that's in the middle, that's making this intro, actually has never worked with you. they can't vouch for you. If they have worked with you, then that's a super-duper vouching piece. So it actually gets you ahead. So again, it's gradient, it's a little bit fuzzy logic. It's not a. Black or white piece, but do make sure that you have the right person to do that intro the right channel to do that intro. That is the warmest possible intro to the table because that gets you not only the first interview, but it gets you a lot of credibility throughout the process. Yes. Bertrand: That's a fair point. People ask for one reference and you barely know them, and what's the point ? There's no point. Section 3 - Interview questions (07:13) We wanted to show a list of interview questions from First Round VC. Who had a very good list of some of the top interview questions. And obviously, that's very useful for recruiters, but obviously candidates would want to prepare on that. And maybe we can go into some sort of rapid fire mode to share some of the typical question, but also what people are really looking for ultimately, because behind a question, there is always, an angle about what you are expecting in term of: are you expecting something directly in the answer or are you looking for a thought process? Or are you looking for indirectly some proof points? But it's not always as obvious as it looks when you hear the question. Do you want to start a few of the first ones? Nuno: Yes. and I'll share a few that align with some questions. I also ask. but I would say the powerful element of all the questions we have here is normally they align with three core areas that you should be asking questions around. One is depth of knowledge and depth of what you've done in the past, which is has this person really done this. What skills did they really have, et cetera. And if you look at some of the questions, there is hidden questions, they are open questions that show you that the second piece is value system. What values do you stand for? What is the type of decision-making and ethics that you have? How do you work with other people on your team, et cetera. And then. The third piece of the puzzle is really around, how do you see yourself fitting into this? And it's more than cultural or value based, it's really the element of passion and why us, right? Why would you join us? and, I think very little time is spent actually on that. It's very interesting to me. So just highlighting some of the questions . I actually was smiling when I was seeing some of the questions. Some of them I've been asking for a long time, definitely the, how do you see yourself? in this case, it's three years down the road. In my case, I asked, how do you see yourself? Five years down the road? What sort of role will you be in? What skills will you have developed that you don't have right now? There's a lot of elements around that position yourself in the future, but they'll also show what you have today. they show your aspirations, then they show how you will fit into the organizatio


    #19 – Recruiting Primer – Part 2 Jan 05, 2021
    Show notes

    In episode 19, we share detailed advice to recruiters, sharing views on job descriptions, finding talent, interview process, good and difficult interview questions, other hacks, as well as our own “pet peeves”. This is the second episode on recruiting. In episode 18, we framed the discussion and shared our core recruiting principles, including in compensation, and in the design and development of the recruiting organization. Episode 20 will end our trilogy, by focusing on detailed advice to candidates. Navigation: Introduction (01:24) Section 1 - The Job Description (02:00) Section 2 - Hacks & Tools (10:19) Section 3 - Finding Talent (15:04) Section 4 - Interview Process (18:14) Section 5 - Other Hacks (31:52) Section 6 - Pet Peeves and Dislikes (39:17) Conclusion (41:27) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, business angel, advisor to startups and VC funds, co-founder at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast Intro (01:24)Bertrand: Welcome to episode 19. This is the second episode in a trilogy of episodes on recruiting that started previously, with episode 18. In this new episode, we are going to focus on the recruiter side: writing a job description, the tools and approach to find talent, the interview process, global differences, the evergreen approach to recruiting, closing candidates. And we will conclude on our pet peeves and dislikes.Section 1 - The job description (02:00)Nuno: And maybe switching and going into the weeds a little bit on advice that we would specifically have for recruiters and starting with the job description. The job description is normally this painful thing that someone has to do that involves some copy pasting, hopefully if there's a template or some Googling in the middle, to define what the job looks like.I think this is absolutely the wrong approach, just to be clear. A job description, I think has two sides to it. There should be an external job description, which is manifested to the market. That can be used with external recruiters, that can be used with candidates directly. And that should be sharp and really conveying what hard skills are being looked for, what soft skills are being looked for, what is the value system of the organization, and obviously a brief description of the organization, and finally, a little bit on how that position would fit in terms of roles and responsibilities within the organization. Those four or five things need to at least be there.It should be sharp, it shouldn't be a three page job description. I've seen seven page job descriptions. I'm like, why?Bertrand: No way.Nuno: Is anyone gonna read that? And sharp should be one page, very clear, there should be a lot of attention to the words that you use and the clarity on it.And it should really be appealing. It is a marketing material. I'm not saying it's not, but it should also be clear in filtering people that have certain skills versus others, people that have a certain value system versus others, et cetera. Then there's a little bit the internal job description, which also should be very clear. Which is, who is this person going to report to, what are going to be the day to day of this person, the complexity of it, et cetera.I'm not sure that needs to be manifested in a very formal way. But there should be clear understanding around the table, from the hiring manager all the way, maybe to the CEO early on in the company, to the person that's managing the recruiting process so that there is clarity on what works and what doesn't.If there are some unwritten rules that are not in the job description that is shared externally, it should be there. It should be clear to the team what actually are we looking for here. And so again, for me, the job description is an incredibly important tool of framing to get the right talent, so again a marketing material, to frame that talent against the rest of the market, and also to be used as an internal play on these are the flags that we have in mind. And this is what we're looking for. The final point I would make on job description is, sometimes job descriptions are incredibly prescriptive. I'll give a stupid example. Someone who has a tremendous amount of experience in doing partnerships, for example, in the financial industry or the financial services industry might not have been someone who was in business development for the last 15 years.It might've been someone who was doing something else around that industry for the last 15 years. And so sometimes I feel that if the job description is badly framed, it also frames really badly the type of talent you're looking at, in particular if you're using external recruiters, that's even worse. Because they're looking for a very specific type of profile, and that means you're formatting everyone that you're recruiting in this industry. I remember having a discussion with someone a few years ago, a very large tech company that's well-known was hiring a VP of Corporate Development and someone had reached out to me about that position.And as I was having that discussion, I met someone who used to be the VP of Corporate Development, maybe two cycles before. And that person just shared with me, "they're going to hire someone from Google or Facebook". And I said, "why?" "Because that's what they do". And so again, this cycle of formatting, right? Where you have people that run around with the same playbooks. If you are looking to change fundamental your playbook, you shouldn't go and hire someone who's been doing the same playbook for five years, right? Unless maybe that's the playbook you want to follow, but you should have someone that can recreate a playbook from scratch and maybe the right talent is not on paper getting someone from your direct competitors. Maybe it's getting someone that has that skillset, but has grown through the ranks in a startup or someone who was CEO of a startup that very heavily skewed towards that role. Again, very important job description, but it needs to be used as a tool to frame the hiring, not as a copy paste exercise or a Google exercise.Bertrand: Actually that was actually going to be a discussion for me on my pet peeves. And that's an issue I have seen again and again especially in Silicon Valley, where in some ways, you have so much depth of talent that you end up with, "I want this person who has done this specific experience, has done this MBA, has done this engineering school, and has worked five years at a big corporate, and has done this, and has 20 years' experience in databases".And guess what? Actually, you can find people with all these criteria , they exist, at least, in Silicon Valley. But then, you end up with a situation where you don't bring up-and-comer, you don't bring people with varied experience, you just bring ultra, super-deep expert who actually might not be that interesting, because in some ways, they might have spent too long in big corporates for their own good. And I'm always surprised to see that mindset and approach, where in so many other regions, you simply have no one who has more than 10 years' experience in a specific industry or space. And guess what? It actually works well enough. You might not need that 20 years experience. So I think that's something to be extremely careful. And, yes, a good job description can help you not to go in that direction. And personally, I prefer someone who deeply understand the game, but is also very hungry, to achieve, to succeed, to go to the next level, versus someone who has been there, done that for way too long and is not excited anymore, for whom this is just another job, more or less like the same, versus someone who really want to make a dent in the universe.Nuno: And very, very early on in my career, I applied for this position, I still remember, that required five years of experience as a project manager in an engineering environment, what we would now call engineering manager and five years experience in technical sales. And I literally had been working for three and a half years total, where I'd moved from being a developer to basically an engineering manager and then a product manager.And I'd never done actual sales in my life and I applied for it. And it's very interesting 'cause I went through the whole process. This was a long time ago, so I think I can mention it now. It was back in Europe with HP when HP was really cool some time ago. It's very funny the hiring manager, for some reason, liked me and it's very interesting. They actually made me the offer. I didn't join, which is sad because the salary. It's one of these things you do when you're young. I took some other job that paid much less and didn't have the same responsibility. It's just, I went to after some stupid dream. And that's the one that sort of got away in some ways, but I once asked the guy, "Why did you even look at me?" And he's like, "there was no loss in just at least having one interview with you. And you had an interesting background, you were, you started working very young through college and I was like, there's something about this guy. That's interesting. Let's just check him out. And as we went through the whole interviews, the whole team thought you had all the core capabilities to excel at this play, to excel at the role that is required from you. And you have one third of the experience, literally, but we thought you could excel at it." And those hires normally, again, I didn't join this organization, but those hires normally I think,...


    #18 – Recruiting Primer – Part 1 Dec 02, 2020
    Show notes

    In episode 18, the first of our trilogy on recruiting, we start by sharing our core principles in this space. We delve into high-level principles, recruiting organization and compensation. In episodes 19 and 20, we will share detailed advice for recruiters and candidates, respectively. On the recruiter side, we share core principles that have worked for us, as well as hacks: anything from good and difficult interview questions to some of our “pet peeves”. On the candidate side, we will share ideas and processes from how to best be visible to recruiters, to how to get the job of your dreams. Navigation: Introduction (01:24) Section 1 - Core principles (04:59) Section 2 - Recruiting organization (18:34) Section 3 - Compensation (26:13) Conclusion (31:05) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast Intro (01:24) Nuno: So in this episode, 18, we focus on recruiting. We will discuss on the recruiter side, our core principles that have worked for us along the years, as well as some hacks and some advice for recruiters. On the candidate side, we share ideas and processes from how to best be visible to recruiters, all the way to how to get the job of your dreams. Looking forward to this episode. Bertrand: Yes, and actually we have so much content on Recruiting, that we will have 3 episodes focused on this topic: this episode 18, as well as episode 19 and 20. Bertrand: I'm very excited that we talk about recruiting, probably not much is more important than recruiting when you're starting a company, running a business, running a startup. And it's recruiting of everyone from your co-founders, to your execs, to your developers, to your sales people. So recruiting is literally the lifeblood of your organization and obviously not just recruiting but keeping people and having people happy and successful at your organization. But it starts at the end of the day with recruiting. So it's exciting to talk about this topic in this episode. Nuno: Indeed. And let's start with framing our experience as recruiters, to give a little bit of credibility to whatever advice we give during this episode. I'll start with my side, I've recruited or help recruit hundreds of people, all the way from recruiting for my own teams as either a line manager, CEO, managing partner, helping recruit peers to myself in different organizations. Helping some of my clients as a consultant recruit their own people. That was also a lot of fun. And I participated in everything from, one-on-one interviews to panel interviews, to group interviews and everything under the sun. I would also add as a candidate, that my experience is still relatively fresh. A lot of people would look at my background and say, you haven't been a candidate for a long time. You did your own venture firm, et cetera. But in all honesty, I've joined boards of directors, both for profit companies and nonprofit companies. And that goes through its own recruiting process. I've tried to be recruited by a bunch of companies in the industry along the years. And funnily enough, because I'm a bit of a nerd. I actually sometimes go into these processes, even though I'm not necessarily thinking of moving on. And I've had some really interesting processes with some of the best known companies in the industry. And hopefully we'll also share some of my lessons learned around it. Last but not the least, I've been very close to the recruiting space, through a bunch of people in my own network that are very close to me. And so I've seen the hazards of recruiting very up and very up close and personal. Bertrand: On my side I've stopped counting how many people I've recruited directly or indirectly. App Annie that I built over eight years directly as CEO, we have, four hundred people today, so over the years we probably have recruited a 1000 people. Unfortunately, people leave, directly, indirectly we've recruited a lot of people from execs to direct team members at different level of the organization. And of course, other experiences. At App Annie I've recruited also people all over the place, from China, to Japan to Europe to US. So I also have some good perspective to share on a global basis. And there are obviously some pretty big differences on one side and and at the same time there are some principles that stays the same across region and even across levels. Section 1 - Core principles (04:59) Nuno: There's obviously been a cost of acquisition, so to speak and, or a cost of recruiting, but definitely move to the next level. So two sub layers on my principles. One, when I say A, A plus players, the right people for the job. And there are some jobs that require a tremendous amount of creativity. There are some jobs that require a tremendous amount of intellect. There's some jobs that require tremendous amount of focus on execution and operations. There are jobs that are what I call "Why / what" jobs, which are more strategic, more about thinking more about rationalizing, more about defining and designing elements. There are jobs that are more around the, how, how to execute, how to get something done. And so when I say I'm recruiting an A, A plus player, I'm not sure only recruiting CEOs, I'm recruiting people that fundamentally can do different tasks in different jobs. And it's a little bit of an issue I feel in particular in Silicon Valley sometimes. You're always looking for what I call the rockstar hire. And sometimes rockstar hires, we will come back to pet peeves later on, but sometimes rockstar hires are not very good at certain things. And so I've had people that I've hired that on paper don't look amazing in terms of their intellect, ability to contribute, and really strategic thinking. But they're incredible at executing. They're just machines, people that really love executing and vice versa. People that are probably not great at executing, but they're amazing at framing thinking. And getting things designed. So that's what I mean by A plus players. And finally, again, to come back to the point on, hire slow, fire fast, I don't mean being too aggressive towards people. Everyone should get a second chance. You should get a chance to show that if you're not performing, you should get a chance to improve your performance. I believe in performance improvement programs, I believe, that people should be given very specific feedback in how they move forward. Which goes a little bit beyond our recruiting type today, but certainly, I'm not a big fan of developmental feedback, I'm a huge fan of, strengths-based feedback. But at the end of the day, if it doesn't work out, if there's really misalignments around values, or if there is a misalignment around job description and what needs to be done to execute on a job, or skills, then that should be pretty evident pretty quickly. And I don't think you should lose time, because that time will cost you a lot of money. It will cost you motivation on your team, et cetera. Bertrand: I think I am in agreement on a lot of your points, quality of hire is key. I guess we all know the story if you start hiring B players then the next round these B players are going to hire C players. So putting the bar at A players is quite critical and obviously the definition of an A player depends on the position. But you want people that are going to be really successful and you want the best for the team. So it's pretty critical to be very careful. I still remember the story when Larry Page stopped reviewing some candidates at Google, but they were thousands of people I believe. So I think it's a key part of the game. Hire fast, fire fast. I'm also not a big fan, I think you can have an organization that's designed to move fast, but for good reason because the process are well oiled, are well optimized. But if you're not sure on the candidate, you want to be very, very careful, because especially the more senior they get, the more it takes time to understand if you made a mistake or not. And the more damaging it will be inside the organization if you pick the wrong people. At the same time at the end of the day, once you know you have made a mistake, and if you start asking the question yourself if you made a mistake, you probably know the answer: you made a mistake and it's time to fire fast. So yes, in agreement overall with these points. I think in term of recruiting there are different stages in a startup life and you have to be careful of recruiting the right people for the right, stage of the business. Someone who can be a fantastic head of engineering at series A might not be a fantastic head of engineering at series D and the same in sales. So you want to be very careful about finding candidates that are going to be excited by the opportunity in front of them. Candidates that ideally would be stretching themself, for this new position, new role. Specially early on people who are going to demonstrate, their talent and quality. But step by step things will change. You will want to have a different approach. At the later stage, it's actually a very different game. As you alluded to, when you're hiring execs at later stage of the game, you're expecting them to hit the ground extremely running. You expect them to teach you a shitload of stuff that you did not know. And you expect very fast results, that's really why you're paying them so much. And of course, all of this comes with risks. What's your take on these, different stages, different candidates, different recruiting processes?...


    #17 – SaaS Primer – Part 3 Oct 29, 2020
    Show notes

    In this, the third and final episode of our SaaS Primer - or “everything you wanted to know about SaaS” - we look into Financing/Fundraising, share findings on Benchmarking/KPIs, as well as end the discussion on Lessons Learnt and Predictions. Do listen to episodes 15 and 16, in which we had a SaaS Overview, looked at Business Models, as well as Sales and Pricing. Navigation: Introduction (01:24) Section 1 - Financing/Fundraising (02:01) Section 2 - Benchmarking/KPIs (16:08) Section 3 - Lessons Learnt (29:07) Section 4 - Predictions and Conclusion (46:19) Conclusion Resources Please check below to download our SaaS Primer PDF deck, serving as reference for our episodes 15-16-17 Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Download Tech Deciphered SaaS Primer PDF Deck Subscribe To Our Podcast Intro (01:24) Bertrand: Welcome to Episode 17 of Tech Deciphered . In this episode 17, our third and last episode of our SaaS Primer, we're going to talk about financing, benchmarking, lessons learned, and our predictions, to conclude, about where is going the SaaS Industry. For further reference, please have a listen to our previous episodes, episode 15 and episode 16, where we started this SaaS Primer . Nuno, let's start today with financing. Section 1 - Financing / Fundraising (02:01) Nuno: In financing, our first analysis is around equity capital raised by ARR. So Annual Recurring Revenue that has been achieved by the company. Not a huge amount of surprises, but maybe the sole surprise is that companies are raising more equity capital at earlier stages. Definitely, it seems pretty capital intensive that we have, for example, companies generating less than 1 million in ARR, 10% of those companies having raised $5 to $10 million. 6% of the company's raising 10 to $20 million. That seems like a very hefty bar to start generating such little ARR, in companies that are generating a lot more ARR, so above $50 million, 65% of companies unshockingly or not very shockingly will have raised more than $50 million by then. And then very few, I'd say 12%, 12%, 12% will have just raised anywhere from below $5 million, $10 to $20 million, and $20 to $50 million. It seems to be no man's land for above 50 million, seems to be 5 to 10 million. So no companies that are raising more than 50 million will have raised only 5 to 10 million, which is again, an interesting counter-intuitive realization. We will come back to the point around how much money do you need to raise, to actually generate significant ARR. The reality is, the later you are in the ARR curve, the more ARR you're generating, the likelier you are to be in the midst of basically blitz-scaling your organization in particular sales and marketing organization, we've talked about it in previous episodes. And if that's the case, then at that point, it's the time where you raise a lot of capital. So it seems a little bit counter intuitive. A lot of people would say, once I get to 2.5, 10 million in ARR, I need less to get to the next level. Actually that's, in many cases, when you need more to get the next level, cause you actually need to buy yourself into the next wave and that way to buy into the next wave is to hire a lot of people around sales and marketing. Bertrand: Yeah, I think that, as we discussed in the previous episodes, there are big expectations from a lot of investors, in term of how fast you're growing the business. And definitely, one way to grow fast is to invest cash, so that you can grow faster. There is definitely a race if your space is considered hot enough and by hot I mean , that's the right time to scale this industry, the right technologies, then definitely, you won't be the only one, as a company trying to win that market, you will have competition. And one way to outpace your competition, or even with less competition, to just generate the type of pace, investors have been expecting for now a decade, then you have to get some financing. Obviously, if your space is smaller, if there is less competition, you might be in a situation where you might be needing less cash. And actually, you should be careful, about burning too much cash in these situations. But definitely, when companies tell you they're going to get at break-even at some point relatively quickly. No that's rarely what's happening, if your space is hot, and if you can keep growing the market pretty fast, there will be a premium to that. Nuno: On the activity around B2B funding, this is a really interesting analysis. If you look at the numbers and the 2020 numbers, just to be clear, our numbers as of end of first half of the year, so June 30th, 2020. It seems like there's very little slow down, I mean if you extrapolate the numbers, maybe we're going to have a slight decrease on deal count. Although we know ends of year actually increase deal counts. So maybe we will come closer to the deal counts of the previous year. But in terms of deal values and what has been deployed, we're more than past half of last year. So last year, $61.3 billion were raised for B2B companies. And this year we're talking about 34.2 billion dollars already raised in half a year. This for me is very surprising. We will come back to that in the next few charts, because there's a couple more surprising findings. What it leads me to believe is that Software as a Service and B2B enterprise software, actually in some cases, it has been positive correlated to what's happening with COVID. With more remote work, companies that had very strong on prem IT functions might actually need to move more and more to the cloud and actually more rapidly than they had estimated. So somehow, it seems like we're seeing a relatively positive effect, at least that's how I would read most of the financing analysis that we see on this in the section. What are your thoughts, Bertrand? Bertrand: Yeah, I think that, definitely, at least on the late stage side, there has been some positives: one is, businesses moving even faster to a more efficient solution / cost pressure. And of course, SaaS is a great answer to optimizing your cost, buying different SaaS software. Two, it's a question of also helping you transition to this new world. And again, you will find some great SaaS solution. If it's time to move from regular commerce to M-commerce, or E-commerce, you will have to buy some new SaaS products. And the last point is that, definitely, the stock market has been doing pretty great. Actually, amazingly great, surprisingly enough. I think that does help, close, larger late stage deals. And maybe one last point is that, I guess a lot of VCs have tried to either provide bridge financing or pre-empt the next round. Because, during that situation of COVID, obviously, there is a premium to investing in companies you already know, while you're already an investor, versus trying to invest more early stage in companies you don't know as well and where you have not even be able to meet face-to -face the founders and the exec team. Nuno: Very interesting indeed. And maybe the next chart starts giving us a few hints on what's actually going on and why there is a higher volume of capital deployed versus deal count and why we're seeing some interesting dynamics around the space. The next chart basically states and rightfully so that's early stage B2B deals, receiving smaller portion of VC dollars, and not only that, but actually if we look at it, late VC is for the first time, it's having its highest percentage of deals that were done in late stage, is happening now in 2020 and we're going back as far back as 2006. So there's a tremendous amount of capital being deployed in late stage rather than early stage or angel and seed, which justifies some of the numbers we're seeing around investment in B2B deals here. Also interesting is, as you were mentioning Bertrand, how much of this is existing investors preempting the next round, doing bridge? So doing what we would call classically follow ons versus investors are coming in with new investments. We don't have that analysis, but that would be interesting. My hypothesis would be, that a lot of these investments are actually still being driven by follow ons. So a lot of inside deals being done at this stage and maybe some larger rounds with new investors coming along the way, but maybe a much higher percentage of follow ons being done right now than ever before versus what we've seen in previous years. And if we look at, maybe the most fascinating number of all these charts is actually in this analysis, which is the medium following recent growth trend analysis, that shows that basically the median in terms of US VC B2B tech deal sizes, slightly increased this year versus last year to 3.8 million. But if we look at the average, it's gonna up by a lot, it's now 18.7 million versus 14.6 million last year. And again, this resonates very much with the previous analysis we were just discussing, that there's a lot more late stage venture capital going into these markets. So while the median staying more or less around the same number, the average is being dramatically skewed because it's a late stage market versus an early stage or angel market right now that we are observing. So this 18.7 number again, linking really well with the fact that we're seeing a lot more late stage VC investments, rather than anything else. One other thing that I've observed in the market as a venture capitalist, we are seeing a lot of companies that are probably on th


    #16 – SaaS Primer – Part 2 Oct 06, 2020
    Show notes

    In this episode, the second part of our SaaS Primer trilogy, we deep dive into Sales and Pricing in the Software-as-a-service space. For further context, please listen to episode 15, in which we did an Overview of SaaS and its intrinsic Business Models. Please look out for our next episode that will conclude our Primer, with deep-dives on Financing/Fundraising, Benchmarking/KPIs, Lessons Learnt and Predictions. Navigation: Introduction (01:24) Section 1 - Sales (01:52) Section 2 - Pricing (20:40) Conclusion (36:58) Resources Please check below to download our SaaS Primer PDF deck, serving as reference for our episodes 15-16-17 Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Download Tech Deciphered SaaS Primer PDF Deck Subscribe To Our Podcast Intro (01:24)Nuno: Today in episode 16, we will have our second episode on our "software as a service" primer.For further reference, please also listen to our episode 15, where we started this discussion.Today, we will talk about sales and pricing, and we will go a little bit in depth into these topics. And we will see where the discussion heads. As always, we always get very verbose when we get excited, as you guys know.Section 1 - SalesBertrand: Exactly. Let's start today on the sales side. The sales motion, the sales process is obviously a critical part of any business. But, SaaS has its own approach to sales, and it's very tightly connected to the financing, obviously, we'll talk later about financing. What do we see as a benchmark of percentage spend of sales and marketing, as a percentage of ARR? What we can see, and we are leveraging some slides from Openview Partners, is that across the range, you are at the lowest, around 30 percent of spend in sales and marketing early on, below the $2.5 million ARR barrier. And then it goes up, 35, 40, potentially 45 percent of spend, on median. From $2.5 million, to 10, to 20, to 50, beyond 50. This is a median, so we see a pretty wide range, plus or minus, 15 percent of these numbers.So if I were to take a different stage, we can see that the wider range would be from 15 to 60 percent being spent in sales and marketing. So widely different range, and usually it depends on the business model. If you have a more product-led growth, you will spend less in sales and marketing. If you're a more traditional, I would call it old-school, SaaS approach, you will usually end up with higher sales and marketing spend. Nuno: And I would highlight two interesting pieces of this chart. One. It seems once you get to a certain critical mass of ARR, let's say about $15 million in this case that the costs will start reducing as a percentage of your ARR, which makes sense. You can start optimizing you have a certain scale and a certain brand, and there's a lot of things you can do.The second effect, which might actually correlate to that as well is in many cases, companies are growing really fast to get into the 50 million ARR or a hundred million ARR. So they are spending way into the market, and we discussed it in our previous episode, they're doing a land grab type strategy.And so there may be overspending on sales or on marketing overall for customer acquisition. And therefore, once they taper at 50 million or 100 million, they might actually then optimize their sales and marketing costs. Also underlines at some point, let's say the a hundred million mark, 120 million mark , would you want to go public as a company and therefore at that stage, you definitely need to align your sales and marketing costs so that the markets are like, okay, this seems like a good the amount. So again, I don't think there's anything, shocking about this chart, the next chart, which is sales and marketing spend by dominant sales channel for me was a little bit more surprising.Certainly indirect, seems to have the lowest spend as percentage of ARR, which makes sense in a certain way, because you're really going through a channel that should be the valuable channel that it takes away some of your marketing and sales costs. The part that I think was a little bit more counter intuitive to me, certainly that self service actually still has very significant, sales and marketing spend. And I would assume that a lot of is driven by marketing rather than sales, but it's still very significant. And from a median perspective seems very similar with, for example, field sales, which for me is almost mind blowing that they would have such similar cost basis again on a combined sales and marketing basis.What do you think Bertrand?Bertrand: Yes, I think, it's what it is, it's combined sales and marketing, if I take some situation like self-service, self-service without freemium, it's a lot of marketing actually to convince people to go to your site, to come and use your product, and pay for it immediately, without a chance to have a proper trial or free usage of the product, build the trust step by step. so you are going to spend more. so i am actually not surprised that on the freemium side it's probably where you have the opportunity to spend the less in combined sales and marketing, and at the same time if you are self service only or field sales, you have an absolute minimum to spend that is significant enough in sales and marketing and we are seeing that with a median of 30%, the minimum is actually 20 percent It can go as high as 60 percent spend in sales and marketing for self service. What's interesting for me is also indirect business model can be actually quite efficient. Based on these numbers nearly as efficient as a freemium business model. But we also know, that indirect sales business model is usually coming with a slower growth on one side, and also less controlling the way on your future. So I always have some suspicion on the indirect business model. I think some companies manage to do it very well, like Shopify. But for some others, I'm not sure about that indirect business mode, channel based approach, was really the right decision.Nuno: What about inside sales? it seems to be the least efficient by far, is it because it's a hybrid dimension, there's marketing costs on it and there's a lot of sales costs on it as well. It seems to be the most inefficient if you look at certainly as a percentage of ARR, is it because it's a mix of both? It's aggressive mix of both?Bertrand: It's a mix. It cannot be as efficient as freemium, where it's coming from the product. It cannot be as efficient as self service, because you have sales people to really pay, and sales people, ultimately it will always end up being the mass, make it worse than a marketing lead growth, like you would have in self service. I'm not totally surprised, and usually inside sales is focused on a very small business with a lot of churn.It's a game where you keep putting bodies. So I'm not totally, surprised, and field sales is a more traditional enterprise approach. And this one has been optimized for I would say a long while. And we know that there is less churn in enterprise business model. So all in all, to see that freemium is probably the most efficient model, followed by self service and field sales, I'm not totally surprised. For me the surprise is more on the indirect channel. But again, I think if it looks efficient, if we were to look at other metrics like growth rate, indirect might not look as exciting as it sounds.Nuno: Exactly. Which is the next slide. Maybe not that exciting.Bertrand: Exactly. so this next slide is actually, pretty good, because it's showing a comparable of how fast you can go depending on how much you rely on external channel partners. And here, what we can see is that your growth efficiency is actually, much better if you don't have indirect sales channel. The number is 1.39, if you have zero percent going through sales channel, and keeps going down to 0.48 if you have more than 25 percent of your customers acquired through sales channel.And what it means is the growth rate also is halved the more you go through sales channel. And having some experience with that, it's not surprising, because when you have to manage conflict between external sales channel, your own sales channel, very few companies just rely on indirect. You have to manage conflict, you have to train partners. Partners might talk a lot, but ultimately, don't deliver much. There are some industry metrics, where only one third of your partnerships actually deliver value.I'm not surprised. It's a lot work, a lot of management to deliver something that is truly efficient. My take is that if some like Shopify manage to be very successful with this approach, is that it was not a traditional channel partner approach. It was more a freemium type of, partner approach, where you let the partner do, some little work, some advertising, some convincing. But ultimately, the partners were close to irrelevant beyond advising the product to the customers. Everything else could be done, by the SaaS business Nuno: Moving to sales commissions. I was actually quite surprised by this chart. Obviously in median initial contract sizes above $250K we do see obviously a drop around the sales commissions, where the median there's between 10% and 12%, so 10% for direct and 12% for fully loaded. But overall it seems like the medians are between 10 and 13%.Again, 10% for direct, and 13% for fully loaded. Very surprising to me because actually, there's some variance here in the middle, in these smaller contract sizes,...


    #15 – SaaS Primer – Part 1 Aug 27, 2020
    Show notes

    In this episode, we start our Primer on SaaS - Software-as-a-Service - a trilogy on everything you need to know about SaaS. We will give an Overview of SaaS, as well as discuss the intrinsic Business Models. Please look out for our next episodes that will deep-dive into Sales, Pricing, Financing, Benchmarking/KIPs, Lessons Learnt and Predictions.Navigation:Introduction (01:24)Section 1 - Overview (04:39)Section 2 - Business Model (17:59)Conclusion (45:19)ResourcesPlease check below to download our SaaS Primer PDF deck, serving as reference for our episodes 15-16-17Our co-hosts:Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmittNuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedroOur show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Download Tech Deciphered SaaS Primer PDF Deck Subscribe To Our Podcast Full transcription: may contain unintentionally confusing, inaccurate and/or amusing transcription errorsIntro (01:24)Bertrand: Welcome to episode 15. In today's episode, we will talk about SaaS. What is SaaS?What does SaaS mean? SaaS means Software-as-a-Service. This is, and we will talk more about that later on, but this has become over the past decade, one of the most successful way to distribute and monetize software. Why is that? We'll talk more about that, but in a nutshell, SaaS is really a new philosophy and approach to software, that emerged around 20 years ago, as a way to deliver, a centrally-hosted application over the internet, as a service.In the past, you had to have your own server. You have to install your server. You have to upgrade and maintain your server, and you have to install software on every user laptop or desktop. It was very complex to maintain, to manage, but also on the pricing side, in the past, you would pay a very big license fee for your server, for your desktop license, and you would keep paying, a smaller amount, a maintenance fee, every year, usually for technical improvement. But you will have to keep managing your software server and clients side, for years. And it will become very difficult and complex, and you would have to keep up with improvements in the software. And it was difficult to keep up.What SaaS enabled, software-as-a-service, was, you don't have to manage the server side anymore. It was pioneered by companies like Salesforce, like Netsuite. So no more central IT costs to manage all of this, and the software would be distributed on the internet through your browser, so no need to install a specific software. And pricing was also changed as a result, no need for a big upfront license cost. You would pay every month, every quarter, every year. You could stop any time, or once a year, using the service, suddenly become much easier to consider trying a new service. It would become much easier to distribute that new service, and more important, much more alignment, between customers and supplier.Why? Because suddenly, the customer can leave anytime. Or at least once a year in most cases. And what this means is that it pushed suppliers to make sure their software was of really good quality. And on top of it, usually, much more focused on satisfying end user and consumers, not just making sure they check boxes with central IT.So it has been an evolution. It started 20 years ago. It started to ramp up with the last financial crisis in 2008, when companies decided it's time to give it a try. There was at the time, still some worries around storing your data somewhere else, not controlling your server equipment, infrastructure, and while there is still that worries, there is probably an acknowledgement today that these guys, the SaaS providers, are more certainly doing a better job than your own IT to manage this type of service at scale, and safely. That's in a nutshell what is software as a service.Section 1 - OverviewNuno: Today's primer, we're going to go through a variety of slides, which we will publish. These slides are coming from a variety of sources. So we're acknowledging all the sources we're taking this from, well known venture capital firms that have been looking at this space for quite a long time and a few other sources.So please do take attention to our resources where we will find some of the background around our discussion. Around software as a service actually, my time and in development as a computer engineer in developing systems and as an engineering manager was in the early days of what we then called application service providers, wireless application service providers, and some of these actions mutated into what we know as software as a service today.And it's funny cause some of the systems I developed are still in production today two our products and one was a custom made system. And if we were to really deep dive, around some of the pain points, Bertrand as you mentioned, actually even installing something like this was a pain in the neck, sometimes the drivers are missing in the computer, et cetera.So the world of the internet, and the sandbox of the browser has really brought us, a very appealing, unified way to deploy software, which is very powerful. So maybe moving agenda a little bit to the overview of software as a service in the space and what we're seeing happening, today.Bertrand, do you want talk to us a little bit about, and this is based on Battery slide on the five forces of software's accelerating role.Bertrand: Yes, let's start with a big overview about what's happening, why is it happening, let's focus first on the big picture of SaaS. And why is SaaS accelerating in term of growth?One first point, that's true that over time software markets are growing. There was this famous saying from Marc Andreessen, that software is eating the world, and that's true, software is eating the world, everywhere for the past, few decades.Two, when you keep growing so fast, and going everywhere, at some point you start also getting into every niche market possible. Every niche market is having more software involved.Three , software is actually displacing hardware, we used to have to run internet services for instance in the past, very complex advance servers, but this has changed. Now, the approach pioneered by Google, has been actually to put very basic hardware, and put all the smartness in the software, because your software is much easier to change over time.So we have a situation where software has also been displacing hardware.Fourth point, software is also displacing services and labor, software is replacing human work, usually it also creates new opportunities for human work, but definitely the most basic part of what was human work, is now being replaced by software.And maybe one last point, every company is becoming a software company, even very traditional businesses, are moving on the software side of things to improve their business.Nuno: If I were to move around, Software as a service and cloud, and what's happening in this space over the last two decades. one really powerful slide is a slide that shows us we had really one private cloud unicorn around 2010 and hundreds of private cloud company.Whereas around 2020, we now have by any accounts, close to a hundred private cloud unicorns and thousands of private cloud companies. And if we look at this movement, it's really coming from two angles, we'll discuss them a little bit later. We'll talk about horizontal versus vertical SaaS, whereas horizontal in many cases is more functionally driven "software as a service" companies. So companies that are trying to serve a specific need across industries or sub industries. So for example, a company like Gusto and a disclaimer, I'm an investor in Gusto, is a company that focuses on HR management, payroll, et cetera, and does so across industries. Whereas vertical companies normally are very focused on a specific industry that they're serving. Either with a specific functional focus or, normally more broad appeal to that industry. And we see, for example, companies that have done really well in software as a service in very old industries, like oil and gas, healthcare, I call it an old industry, certainly in certain parts of the world seems like an old industry energy and others.Bertrand: Yes, it has been a fantastic rise of what could be considered the successful cloud companies over the past 20 years. So one reason we have seen an acceleration is, actually, the time it takes to go from one to a $100 million in ARR, has actually been shortening. We have these interesting slide that shows that it used to take 10 more years, 15 more years, to go, from one to $100 million ARR, while some of the most recent companies, like Twilio, took only five years, Slack took only three years, to go from that one million to $100 million ARR.There is an acceleration, and this acceleration is due to a few things. So first, every professional has access to a desktop or a laptop with a powerful web browser, there is wide acceptance in term of business model to use a software as a service provider, there is no more question about, "Does it make sense? Is it safe enough?" And so that means that, basically, there has been an opportunity to accelerate. And the last point, around that, has also been the financing. In the past, it used to be difficult to get financing for a SaaS business, either a private SaaS business, or even to be understood by the public market. Acceleration of financing has helped a lot to move faster and to achieve these growth rates. So that's the combination of all these points that make it that we are moving from what used to take 15 years, to now it can take just a few years,...


    #14 – The wonderful world of productivity – our own habits, tools and hacks – and… how to best get in touch with us Jul 30, 2020
    Show notes

    In this episode, we will deep dive into the world of productivity tools, processes, habits and hacks. We will share our principles of productivity, calendaring, favorite communication, hardware and broader productivity tools (e.g. CRM). Finally, we will share what tools we are still missing and wish we had. As an “easter egg”, we will also share how to best get in touch with us, so do listen in. Navigation: Introduction (01:24) Section 1 - Principles of Productivity (02:20) Section 2 - Calendaring & Tasks (13:35) Section 3 - Communication Tools (28:30) Section 4 - Broader Productivity Tools (Note taking, CRM, LinkedIn, etc) (43:51) Section 5 - Hardware (51:54) Section 6 - Tools We Wish We Had (59:03) Conclusion (1:03:10) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast Full transcription: may contain unintentionally confusing, inaccurate and/or amusing transcription errors Intro (01:24) Nuno: Episode 14. In this episode, we will deep dive into the world of productivity tools, processes, habits, and hacks. We will share our principles of productivity, calendaring, favorite communication, and broader productivity tools like CRM. Finally, we will share what tools we're still missing and wish we had. We will also share some hardware and some gadgets. As an Easter egg, we will also share how to best get in touch with us. So do listen in Bertrand: Hi Nuno, I think that's so very interesting topic for today. Definitely more tactical than usual coming out of a trilogy of the next decade but I think we got a lot of interest on this topic as well, and ultimately that's one topic that can make us better hopefully near immediately. I hope at least you will find some interesting habits and ideas. Section 1 - Principles of Productivity (02:20) Nuno: And the first section today is going to be around some principles of productivity. So just sharing the high level, how do we think through productivity for ourselves? How do we organize ourselves? What do we optimize for, you know, how do we think through things? And so maybe I'll start and we'll go from there. The first thing for me is, productivity is everything, you know, the ability to optimize my time. To make the most out of my time, so that I have time for myself on a personal level, but I also have time to interact with people, have meetings, calls, time to work, time to actually do some works, do some thinking, write a memo, do a power point presentation, review actual work. All of that's really, really important. So I spend a ton of time, literally, normally, actually on my Sundays planning my week, thinking through what are the flows of my week. We'll get to calendaring in a second, but really thinking through what sort of things am I trying to get out of this? And it's very easy to get sort of stuck into tactical stuff, the day to day, do I do 30 minutes conversations or do I do one hour conversations? Do I do a coffee for this? And then I need to go for that. Under COVID, life is a bit easier because we're just back to back in zoom calls, but actually during normal life, we actually have to travel. So, you know, thinking through, do I want to go to that place that day to San Francisco, do you want to go to Menlo park? Do I want to fly to somewhere else? And how many days would I stay there? So all of that, I spent an actual amount of time just around planning. Once in a while I have moments, I can't say they're very well established, but I have moments maybe a couple of times a year where I go back to the drawing board. And I recall my objectives for the year and my objectives for the year are normally pretty high level objectives. And then I attach some relatively detailed bullet points of things I do want to get done, and I do want to achieve that year, but certainly I have level objectives. And I revisit those objectives a couple of times a year. I go back to them. I don't do like a retreat. I don't go off and read books for two or three days. I know there's a bunch of people that do that. Like bill Gates. I actually just spent some time looking to the more strategic elements of my year and how it's panning out and how that aligns with my tactical stuff. And those are the times where I start pulling back. So for example, if I feel I'm spending too much time doing, for example, first calls with entrepreneurs. I'll step back at that moment in time. I'll stop doing as many calls at that moment in time. And I'll step back from, you know, doing maybe one hour calls and one hour first calls to 30 minutes. So I adapt my world around this decision on tactical stuff and operational stuff, but also on the more strategic objectives I want to achieve from the year. And I'm always trying to optimize based on that. How about you? Bertrand? Bertrand: First for me there is a question of where are you, which stage are you in your personal and/or professional life because that will have .a big impact in framing what you can do, can not do, how you can physically organize yourself as well as what's truly needed for the job. So depending on if you are VC constantly doing first time meetings with entrepreneurs, if you're a sales person, or or if you are an exec, or if you are an engineer, then definitely your calendar needs are going to differ widely. So I think you want to get that, and obviously are you still single, are you married or you married with family, definitely will have an impact on your time available, your responsibilities. Myself when I was CEO for instance, I had a very different calendar but also even when I was running the business for App Annie for eight years, every 18 months to two years I had to re-adjust how I was thinking about the business, but also how I was organizing my calendar. My responsibilities were different, my reports were different, the scale at which we were operating was different, the quantity of travel I had to do was different so I had to regularly re-assess, how I was working and doing my business and part of how you're working is obviously managing you're calendar. Nuno: I think that's a good point. I used to travel a lot more in my previous life. When I lived in Asia Pacific, you know, 150 flights a year, which is a lot more. And so I always organized also my work around my flights and going to the airport and having to go through security. And that was always an input into how I did things. I never liked rushing to planes. I still have this, I've never missed a plane in my life, you know, knock on wood. Bertrand: It happened to me once Nuno: Knock on wood. Which means I arrive to the airport earlier and I would work from the airport and do calls from the airport from lounges, from wherever I could, but I would organize my life around that. I think the elements you're talking about around having family, not having family is also pretty essential. The type of work you do, does it require a lot of concentration at specific times of the day? Are you a morning person or an evening person? We know from Pink's "When" book that obviously different people react to different things and some people are more morning person, morning people. Some people are definitely more evening people. I'm more of a morning person right now, but it's very funny. Because I used to be definitely a very late evening person when I was in college as an engineer, even through great parts of my career at the beginning of my career. And somehow I don't know how I guess, because I'm in the West coast now. I'm now definitely a morning person. And I wake up earlier and I get a lot of my really creative work done in the morning. When I need to do a presentation from scratch, a public speech from scratch. Work on a product, work on a difficult spreadsheet, et cetera. I would do that in the morning. And it's interesting. Cause as you say, there's a lot of variables here. People change through life. But in any case, you know, I would say I've become a morning person. Definitely I am a hardcore calendaring person. We'll talk about that in a second. I plan my life as much as I can. I think COVID in some ways has been the worst thing that could ever happen. Cause I plan it even more than I used to. I love people, so I make time for people. Obviously right now it's a little bit more difficult under, you know, shelter in place and under all the constraints we're in. But I do definitely like to meet people and go and meet them sometimes in their surroundings. Being in venture capital, as you said, I'm switching all the time between meetings and calls. So that's part of my life. And in some ways I need to adapt to that and be part of that. In normal circumstances also need to travel quite a bit, but normally it's by car. Some domestic traveling a little bit of international, but certainly not the 150 flights a year I used to do when I was based in Asia Pacific. So for me, those are sort of some of the core principles, spending time with people. And then the final piece is I need time for myself. I need time for myself and for my loved ones, for meditation, for my spirituality, to think through things, we sometimes spend so much time doing things that we forget to actually think through things. Bertrand: So Nuno, you are not a robot, that's what you are telling us, you are not just an AI on a screen. Nuno: I'm trying to become one, but I'm still failing. Bertrand you know me very well now. I'm a bit of an extreme person in both senses....


    #13 – The coming decade in tech, the 2020s, and its impact on the world we live in – Part 3 Jul 07, 2020
    Show notes

    In this, the third and final episode on the 2020s decade, we look forward, with our scenario planning methodology, into the late 2020s and specifically discuss Next Platforms & Structural Tech, Venture Capital & Start-ups and end with an overall framing of the decade ahead of us. This concludes our 2020s “Time Travel Trilogy”, in which in episode 11, we deep-dived into what lies ahead on the Governmental/Geopolitical and Non-Governmental arenas, as well as shifts in User Paradigms around Work, Home and Mobility. In episode 12, we continued projecting forward in the decade, delving into the future of Energy & Climate Change, Healthcare, Education, Financial Services, Retail & Commerce, Leisure & Entertainment and Social & Communication. Please listen to these episodes, as well. Navigation: Introduction (01:24) Section 1 - Next Platforms & Structural Tech (02:30) Section 2 - Venture Capital & Start-ups (32:48) Section 3 - Overall framing of the 2020s (50:46) Conclusion (56:07) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast Full transcription: may contain unintentionally confusing, inaccurate and/or amusing transcription errors Intro (01:24) Nuno: In this episode 13, on the decade of the 2020s, the decade ahead of us, we will be resuming our scenario planning exercise for a couple of other topics. We will be discussing next platforms, technology infrastructure, and the structural tech layers, VCs and startups and how that world will evolve, and we will then bring it all together in some overall framing of the 2020s and their scenarios. For further reference, please listen to our episode 11 and 12, where we talk a lot about a variety of things: the home, work and mobility use cases, we discuss various industries like healthcare, energy, climate change. So listen to our previous episodes that are concluded today in our trilogy of the 2020s. Let's start today with next platforms, the scenarios for what the world will look like in 2029, 2030, around next platforms Section 1 - Next platforms & Structural Tech (02:30) Next platforms - Deep tech Bertrand: So let's talk about deep tech and deep tech is a fantastic topic to start, episode 13 today. There are of course, a lot of topics in deep tech and we cannot cover all of them, but let's start with space. I think what has been amazing was just a few days ago, SpaceX, sent humans to the space station and it worked, they are in great shape. I believe it was nine years, since the last time astronauts have been sent to the ISS from the US, not needing a hitch from the Russians. I must say it has been amazing. The last 10 years, what SpaceX has achieved, moving from... I'm not sure they had a single rocket working 10 years ago, to sending now humans, and not just sending humans to the ISS, but sending humans through a very, very cost-effective rocket with a state-of-the-art shuttle. It's really amazing. So when you think about 10 years from now, what could be there? Could we ready be on Mars? Nuno what's Nuno: I don't know. everyone keeps saying it's the next frontier. There are certainly a lot of things that we can do in space, around low orbits, around communication, around infrastructure that helps us, for example, visualize what's happening earth, and making more powerful, our decision making processes here on earth. So there's certainly a lot of potential that I see in space. I'm not sure we're gonna start colonizing things by the end of the decade, so I'm not sure we'll have people in the moon or we will get to Mars or will do a variety of things by the end of the decade. Fascinating times, the reduction of cost is extreme, which, you know, creates a bunch of possibilities in terms of the technology infrastructure that we start setting around us in space, but I'm less positive on the whole final frontier we will start colonizing other areas of our solar system. Bertrand: Because if I look at what SpaceX helped create, I mean, there was a wave of new space, companies, but a few years ago it started to not be as hot anymore, probably in 2017 was the peak. I wonder if what SpaceX just achieved might help generate even more interest, in term of startups and investment in the space. I mean, this is a very, very big, milestone they achieved. So for me, it would be interesting, yes, 10 years sounds optimistic, but maybe the 2030's would be the decade we finally go to Mars. 2020's might the moon, or if we think like, Jeff Bezos, may be another approach is to actually bring asteroids closer to us. I don't know if it's truly a low earth orbit, maybe not too, not to low orbit, and to start building stuff inside these asteroids. Because obviously there is a huge amount of space available inside an asteroid, and you could, hollow the asteroid, take stuff from what's inside and ultimately build a new habitat, for people there. So, I actually believe it might be potentially a smarter option than trying to go to Mars, but it's tough not to recognize the attraction of another planet in our minds and imagination. Personally very impressed and amazed by what Elon Musk has achieved, and others with SpaceX. Nuno: And there are probably some quick wins, some low hanging fruits from space exploration that we have not fully maximized yet, and as the cost comes down we can do a lot more exploration, bring new materials back to earth, new that are incredibly valid and valuable even before colonization becomes an important item. So for me that's the exciting piece of what we're seeing in space. It's the usage of low orbit, the usage of satellites in a different position and different use cases that we've done in the past, the maximization of coverage of earth, and all those elements added to exploration materials and things we can bring back for me is very, very powerful. That we can do that sustainably with lower and lower risks to the humans involved is already a huge win. And then, you know, mining asteroids, using asteroids as habitats, inhabiting the moon, inhabiting other parts, getting to Mars, maybe that's sort of an afterthought that's on Horizon 3, so to speak, element to it. In some cases I think exciting times ahead, in space exploration, but we won't get Star Trek just yet. Bertrand: Indeed maybe one last point you talked about satellites. Definitely, there is a fight around constellation of satellites. SpaceX has its own. Others are trying. Some are going bankrupt. Some went bankrupt one or two decades ago. So that's also another angle will we see more, way more satellites in low earth orbit or different orbits. That's definitely an interesting question, and with space getting cheaper, definitely it's a possibility. The question would be, what's the benefit? What's a use case? Nuno: And moving maybe the discussion to other things more here in our earthly surroundings still a little bit in the air, like drones. I know you and I have slightly different views on, you know, how much drones from a civil perspective will occupy a space, in particular in terms of logistics, and how we will exist with these, electronics around us. I'm relatively bullish. I believe by the end of the decade, we will have deliveries made by drone. We will have the ability to deliver things around the world, even long distance by drones or similar types of constructs. And that will change a lot of things, cause we know today, there's a really significant part of traffic that is actually driven by logistics and by on the ground logistics. So the usage of the air as a new mechanism is something that I'm excited about. And if we're all traveling less, there will be less planes in the air, so there'll be less things for us to worry about. But certainly, I'm a big believer in drones as a logistic mechanism. On the area of transportation of people by drones, a little bit more skeptical. I think we will find different ways of lifting up people and moving them around. Over this decade, I'm not sure they will become mainstream. There's also economic reasons, obviously, the airline industry is getting super affected by what's happening right now with COVID, and so there are a number of incentives for industry to recoup its costs and also continue to exist. So maybe a little bit more skeptical on transportation of people, very, very bullish on transportation of goods. Bertrand: You already have today, drones, transporting some specific products. If I take in the medical space, Zipline, for instance in Africa, Nuno: investments at Grishin Robotics. Bertrand: And is launching drones with blood plasma or medication so that it can be made available very, very quickly to some remote hospitals where it would have taken way too long to get the appropriate resource and where they have limited storage capacity. So that's for me an example of something that works. Definitely less bullish that it would go at scale. For me it will stay into some niche product where the high cost is worth the immediacy of the delivery, but we will see. Where I am probably more bullish is on robotics, automation. So, stuff that, mostly, is on wheels, or is not even on wheels because it's not moving. It's your robot on a chain. So that, I can't see that there would be a lot happening. You have cameras getting cheaper, we have AI system technologies getting cheaper, more efficient, and we'll talk more about this. So, I can see big change happening, all of this is around probably the big, umbrella of Industry 4.0. And,...


    #12 – The coming decade in tech, the 2020s, and its impact on the world we live in – Part 2 Jun 24, 2020
    Show notes

    In this episode, the second part of our discussion on the 2020s, we will use our scenario planning methodology to project forward into the latter part of the 2020 decade, so that we can deep-dive into the future of Energy & Climate Change, Healthcare, Education, Financial Services, Retail & Commerce, Leisure & Entertainment and Social & Communication. Please also listen to our previous episode 11, where we started our time traveling and discussed the Macro landscape - both Governmental/Geopolitical and Non-Governmental, and also User Paradigms around Work, Home and Mobility. Join us for our next episode, episode 13, which will conclude our “Time Travel Trilogy” of the 2020 decade, by delving into Next Platforms & Tech, Venture capital & Start-ups and an overall framing of the 2020s. Navigation: Introduction (01:24) Section 1 - Energy & Climate Change (02:03) Section 2 - Healthcare (06:30) Section 3 - Education (10:06) Section 4 - Financial Services (14:49) Section 5 - Retail & Commerce (18:13) Section 6 - Leisure & Entertainment (25:26) Section 7 - Social & Communication (41:18) Conclusion (47:13) Our co-hosts: Bertrand Schmitt, Tech Entrepreneur, co-founder and Chairman at App Annie, @bschmitt Nuno Goncalves Pedro, Investor, co-Founder and Managing Partner of Strive Capital, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news. Subscribe To Our Podcast Full transcription: may contain unintentionally confusing, inaccurate and/or amusing transcription errors Intro (01:24) Bertrand: Welcome back to Tech Deciphered episode 12 on the 2020s. If you remember our previous episode, episode 11, we started talking about the 2020s, our view about the next decade. Trying to do some scenario planning, trying to project what are the possible scenarios in 10 years from now of where the world will be. Where some technologies will be. Where some consumer habits will be, and try to walk back from that perspective and think carefully about what it means and how it could happen or not happen. And obviously, share our opinions of the most likely scenarios. Section 1 - Energy & Climate Change (02:03) Nuno: And we will start today with energy and climate change. I'm generally optimistic about the discussion around climate change coming out of this shelter in place and lockdowns that we've had around the world. Where people are seeing the effects that we actually have on the environment, and those effects are very obvious. You know, we've taken a little bit of pause. There's a reduction in pollution, and we see the world changes around us. So the momentum, I believe for climate change after this will be a positive one. Just by the nature of what we're observing. There will be two negative levers to this. the first lever that will be negative is the fact that we need to have an economic recovery. And at this moment in time, that economic recovery needs to be fast. So we need to start moving and we need to start moving even faster. In some ways, that will generate probably the impetus for certain governments and certain corporations to more aggressive about manufacturing, logistics and things that we know are implicitly creating pollution. And then the second piece that is negative to this climate change agenda, and us obviously adopting more renewable energies, better technologies, and everything that would make this world that we're currently in, in lockdown, more sustainable into the future is the fact that obviously the price of oil has come down plummeting to levels never seen before. And so it's actually very, very cheap. So those are the two forces that I believe we're having infighting on. There's many other forces we could have around this, we discussed in the previous episode: the notion around the hermit scenario, or it's certainly the notion that we will spend a lot more time in our homes and in suburban lives, but still then we'll need mobility. So where will we end up on energy? Where will climate change be? Will we finally reverse climate change? Will we have a shot at it in this decade? Will this be the grand decade that we all get better energy, more technology aware energy. Bertrand: Yes, me, I might have an unpopular opinion on this topic. I felt governments of the world were very, very, very, very focused on climate change, trillions of dollars invested. Honestly, not so much to show for it, and very obviously, a complete total miss on some things that was relatively highly probable, which is the emergence of a pandemic. Very, very little spent, nearly nothing. If we talk about bio-defense investment, it was close to zero by most countries in the world. So, for me it raises a few questions: ultimately, it's a choice between what you decide is the most important. And the other piece that has always worried me is the solution. When your solution to climate change is to close nuclear energy stations, and replace that by what? By renewable energies? Solutions that are either too expensive or cannot power enough, or are not always available when you need them. That's really a big issue I have. And when you see countries that are polluting more as a result of their energy policy, for instance by using way more coal than before I am very worried. If we cannot pick the rational technological solutions, it's pretty worrisome to me. So one hope I have is that we finally invest more, in the right solution, which is more nuclear. Maybe different type of nuclear, but more of it, not less of it. Then I will start to be excited again about trying to solve this. But as long as we have some very, very weird strange policies, I just start to wonder, what is it that we are trying to really solve. Nuno: We have full agreement on the fact that we will need to re-explore nuclear as a core source of energy. And that's probably one of the very few paths, going forward that allows to us to be more clean in some ways in consumption. Bertrand and I have disagreements around the importance of tackling climate change, et cetera. For me, this is two sides of the same coin. What we're seeing with the virus is also what we've been seeing with climate change is our mistreatment of the place we live in, is the mistreatment of the place of earth effectively. So we were getting kicked because we just misappropriate assets that were here, and we just think it's all ours because obviously we are the overlords and we control all of this. I do think, you know, climate change needs to still be tackled, agree that nuclear and other options are important for us to move forward. But we will always have this disagreement. Section 2 - Healthcare (06:30) So maybe let's move to a topic where we have more agreement, which is healthcare. And it can never be the same. Let's start with that. Healthcare can never be the same, we both live in the US where the system is totally broken, where regulations are now being suspended, we discussed that in a previous episode. So healthcare needs to fundamentally shift. Remote health and telemedicine are a given. There's no scenario I see going forward, telemedicine or remote health are not part of that scenario. Remote diagnostics and ways of doing diagnostics at a distance are more important than ever. You've already talked about bio defense, and maybe you want to go into that too in a little bit. All the effects that we've had around the supply chain and pharmaceuticals, PPEs. Everything that is happening in the genetic space needs to actually accelerate. I predict a golden age of health care going forward and pharma because we need to, we need to be prepared for whatever's next. We need to be prepared for the next pandemic. Bertrand: Healthcare it's fantastic when you think about it. The first thing we have to do in this crisis is to throw up decades of stupid regulations that were slowing down the pace of innovation. And not just slowing down by six months, slowing down by a decade some development of new medicines, some development of remote health. This is pretty insane. And I mean, when you think about how easy it was to remove that , but it's also shocking. Let's not forget the other side of that coin, is that these regulations were not there for the right reason in many situations. Of course, you want some level of regulation, but my point is that, we went so overboard, we didn't care in a way if medicine had any impact on people anymore. What matter is that everyone would be as safe as possible in the sense that there is never an issue, there is never a risk for anyone, the patient, the, the doctors, the pharmaceutical companies, and as a result we killed innovation. We destroyed innovation for the past 10, 20, 30 years, no one wanted to build vaccines anymore because there is just a little gain and too much risk in term of getting sued if there is an issue with your vaccine. So my point is that, this world was completely, completely broken in so many ways. And what has been happening the past few weeks and months has shown that. To be clear, I believe strongly and very thankful about all the doctors, who have been saving life, and nurses and technicians. I just feel they have been constrained in an horrible system designed by politicians and administrators, who don't invest in change, are actually trying to slow things down for all the wrong reasons. So when you think that, you talk about the U.S., medications are 3X the price than Canada or Europe for the same medications. So we'll see what change. Maybe one more point because we talk about a lot of very important topics, but there are a lot of other stuff super exciting happening in healthcare, from understanding more the impact of genetics,...


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