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How to Manage HR Plans and Board Dynamics in Deep Tech Startups. A chat with Anil Achyuta, Managing Director @ TDK Ventures
Host: Nicola Marchese
Guest: Anil Achyuta, Managing Director @ TDK Ventures
#DeepTechCatalyst
Watch the full video on our platform!
KEY TAKEAWAYS:
1. An effective early-stage HR plan centers around three critical elements: establishing company KPIs, defining KPIs for C-level executives, and establishing core values and culture. These elements provide a roadmap for growth, clarify expectations, and ensure alignment with the company’s mission.
2. As a startup reaches mid-stage and begins generating revenue, the HR plan should expand to include structured incentives, such as performance-based bonuses, to support the commercial team. These incentives help drive team motivation and commitment to achieve ambitious growth targets.
3. Encouraging everyone on the team—from finance to support staff—to understand their role in building company value fosters a stronger sense of ownership and motivation. This awareness drives long-term commitment to goals that add real value to the organization.
4. Avoid excessive dilution of ownership to external investors. Instead, maintain a balanced equity distribution that keeps management engaged and motivated while still attracting investors. This balance is essential to keep founders incentivized and the company’s vision intact.
5. Bringing on a co-founder goes beyond a typical hiring decision; it requires commitment, equity sharing, and mutual respect. Look for candidates with unique strengths—“superpowers”—that add significant value to the team. This approach helps build a resilient team that can drive company growth despite challenges.
6. The relationship between the CEO and the board is a key indicator of a company’s stability and growth potential. Shared goals and regular feedback reinforce this connection, creating a foundation for long-term success. Misalignment in this relationship, however, can seriously hinder a startup’s progress and may lead to irreparable issues.
MORE ABOUT THE SCENARIONIST:
- Discover all the episodes, trends analysis, and more.
- Stay in the loop with our latest news.
- Let’s connect.
#Fundraising #StartupFunding #DeepTech #VentureCapital #CorporateVentureCapital #CVC #HR #startup #startups #VCs #HardTech #industry #tech #strategy #founders #technology #entrepreneurship #phd
Disclaimer: This content is provided solely for educational and informational purposes and should not be interpreted as financial or legal advice. Given the complexity and potential impact of these terms, it is crucial to consult with an attorney. Legal expertise is invaluable in navigating these technical aspects and ensuring that the terms are in your best interests before finalizing any agreements.
View all episodes
By The ScenarionistHost: Nicola Marchese
Guest: Anil Achyuta, Managing Director @ TDK Ventures
#DeepTechCatalyst
Watch the full video on our platform!
KEY TAKEAWAYS:
1. An effective early-stage HR plan centers around three critical elements: establishing company KPIs, defining KPIs for C-level executives, and establishing core values and culture. These elements provide a roadmap for growth, clarify expectations, and ensure alignment with the company’s mission.
2. As a startup reaches mid-stage and begins generating revenue, the HR plan should expand to include structured incentives, such as performance-based bonuses, to support the commercial team. These incentives help drive team motivation and commitment to achieve ambitious growth targets.
3. Encouraging everyone on the team—from finance to support staff—to understand their role in building company value fosters a stronger sense of ownership and motivation. This awareness drives long-term commitment to goals that add real value to the organization.
4. Avoid excessive dilution of ownership to external investors. Instead, maintain a balanced equity distribution that keeps management engaged and motivated while still attracting investors. This balance is essential to keep founders incentivized and the company’s vision intact.
5. Bringing on a co-founder goes beyond a typical hiring decision; it requires commitment, equity sharing, and mutual respect. Look for candidates with unique strengths—“superpowers”—that add significant value to the team. This approach helps build a resilient team that can drive company growth despite challenges.
6. The relationship between the CEO and the board is a key indicator of a company’s stability and growth potential. Shared goals and regular feedback reinforce this connection, creating a foundation for long-term success. Misalignment in this relationship, however, can seriously hinder a startup’s progress and may lead to irreparable issues.
MORE ABOUT THE SCENARIONIST:
- Discover all the episodes, trends analysis, and more.
- Stay in the loop with our latest news.
- Let’s connect.
#Fundraising #StartupFunding #DeepTech #VentureCapital #CorporateVentureCapital #CVC #HR #startup #startups #VCs #HardTech #industry #tech #strategy #founders #technology #entrepreneurship #phd
Disclaimer: This content is provided solely for educational and informational purposes and should not be interpreted as financial or legal advice. Given the complexity and potential impact of these terms, it is crucial to consult with an attorney. Legal expertise is invaluable in navigating these technical aspects and ensuring that the terms are in your best interests before finalizing any agreements.