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Want to pitch a venture capitalist? You’ll need a “warm introduction” first. At least that’s what most in the business will advise.
Find a person, typically a man, who made the VC you’re interested in pitching a whole bunch of money at some point and have them introduce you. Why? Because VCs love people who’ve made them money; naturally, they’ll be willing to hear you out if you’ve got at least one money-maker on your side.
There’s a big problem with that cycle. Not all entrepreneurs are friendly with millionaires and not all entrepreneurs, especially those based outside Silicon Valley or from underrepresented backgrounds, have anyone in their network to provide them that coveted intro.
Jane VC, a new venture fund based out of Cleveland and London, wants entrepreneurs to cold email them. Send them your pitch, no wealthy or successful intermediary necessary. The fund, which has so far raised $2 million to invest between $25,000 and $150,000 in early-stage female-founded companies across industries, is scrapping the opaque, inaccessible model of VC that’s been less than favorable toward women.
“We like to say that Jane VC is venture for every woman,” the firm’s co-founder Jennifer Neundorfer told TechCrunch.
Neundorfer, who previously co-founded and led an accelerator for Midwest startups called Flashstarts after stints at 21st Century Fox and YouTube, partnered with her former Stanford business school classmate Maren Bannon, the former chief executive officer and co-founder of LittleLane. So far, they’ve backed insurtech company Proformex and Hatch Apps, an enterprise software startup that makes it easier for companies to create and distribute mobile and web apps.
“We are going to shoot them straight.” — Jennifer Neundorfer
Jane VC, like many members of the next generation of venture capital funds, is bucking the idea that the best founders can only be found in Silicon Valley. Instead, the firm is going global and operating under the philosophy that a system of radical transparency and honesty will pay off.
“Let’s be efficient with an entrepreneur’s time and say no if it’s not a hit,” Neundorfer said. “I’ve been on the opposite end of that coaching. So many entrepreneurs think a VC is interested and they aren’t. An entrepreneur’s time is so valuable and we want to protect that. We are going to shoot them straight.”
Though Jane VC plans to invest across the globe, the firm isn’t turning its back on Bay Area founders. Neundorfer and Bannon will leverage their Silicon Valley network and work with an investment committee of nine women based throughout the U.S. to source deals.
“We are women that have raised money and have been through the ups and downs of raising money in what is a very male-dominated world,” Neundorfer added. “We believe that investing in women is not only the right thing to do but that you can make a lot of money doing it.”
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Twilio is hosting its Signal developer conference in San Francisco this week. Yesterday was all about bots and taking payments over the phone; today is all about IoT. The company is launching two new (but related) products today that will make it easier for IoT developers to connect their devices. The first is the Global Super SIM that offers global connectivity management through the networks of Twilio’s partners. The second is Twilio Narrowband, which, in cooperation with T-Mobile, offers a full software and hardware kit for building low-bandwidth IoT solutions and the narrowband network to connect them.
Twilio also announced that it is expanding its wireless network partnerships with the addition of Singtel, Telefonica and Three Group. Unsurprisingly, those are also the partners that make the company’s Super SIM project possible.
The Super SIM, which is currently in private preview and will launch in public beta in the spring of 2019, provides developers with a global network that lets them deploy and manage their IoT devices anywhere (assuming there is a cell connection or other internet connectivity, of course). The Super SIM gives developers the ability to choose the network they want to use or to let Twilio pick the defaults based on the local networks.
Twilio Narrowband is a slightly different solution. Its focus right now is on the U.S., where T-Mobile rolled out its Narrowband IoT network earlier this year. As the name implies, this is about connecting low-bandwidth devices that only need to send out small data packets like timestamps, GPS coordinates or status updates. Twilio Narrowband sits on top of this, using Twilio’s Programmable Wireless and SIM card. It then adds an IoT developer kit with an Arduino-based development board and the standard Grove sensors on top of that, as well as a T-Mobile-certified hardware module for connecting to the narrowband network. To program that all, Twilio is launching an SDK for handling network registrations and optimizing the communication between the devices and the cloud.
The narrowband service will launch as a beta in early 2019 and offer three pricing plans: a developer plan for $2/month, an annual production plan for $10/year or $5/year at scale, and a five-year plan for $8/year or $4/year at scale.
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Atlassian previewed the next generation of its hosted Jira Software project tracking tool earlier this year. Today, it’s available to all Jira users. To build the new Jira, Atlassian redesigned both the back-end stack and rethought the user experience from the ground up. That’s not an easy change, given how important Jira has become for virtually every company that develops software — and given that it is Atlassian’s flagship product. And with this launch, Atlassian is now essentially splitting the hosted version of Jira (which is hosted on AWS) from the self-hosted server version and prioritizing different features for both.
So the new version of Jira that’s launching to all users today doesn’t just have a new, cleaner look, but more importantly, new functionality that allows for a more flexible workflow that’s less dependent on admins and gives more autonomy to teams (assuming the admins don’t turn those features off).
Because changes to such a popular tool are always going to upset at least some users, it’s worth noting at the outset that the old classic view isn’t going away. “It’s important to note that the next-gen experience will not replace our classic experience, which millions of users are happily using,” Jake Brereton, head of marketing for Jira Software Cloud, told me. “The next-gen experience and the associated project type will be available in addition to the classic projects that users have always had access to. We have no plans to remove or sunset any of the classic functionality in Jira Cloud.”
The core tenet of the redesign is that software development in 2018 is very different from the way developers worked in 2002, when Jira first launched. Interestingly enough, the acquisition of Trello also helped guide the overall design of the new Jira.
“One of the key things that guided our strategy is really bringing the simplicity of Trello and the power of Jira together,” Sean Regan, Atlassian’s head of growth for Software Teams, told me. “One of the reasons for that is that modern software development teams aren’t just developers down the hall taking requirements. In the best companies, they’re embedded with the business, where you have analysts, marketing, designers, product developers, product managers — all working together as a squad or a triad. So JIRA, it has to be simple enough for those teams to function but it has to be powerful enough to run a complex software development process.”
Unsurprisingly, the influence of Trello is most apparent in the Jira boards, where you can now drag and drop cards, add new columns with a few clicks and easily filter cards based on your current needs (without having to learn Jira’s powerful but arcane query language). Gone are the days where you had to dig into the configuration to make even the simplest of changes to a board.
As Regan noted, when Jira was first built, it was built with a single team in mind. Today, there’s a mix of teams from different departments that use it. So while a singular permissions model for all of Jira worked for one team, it doesn’t make sense anymore when the whole company uses the product. In the new Jira then, the permissions model is project-based. “So if we wanted to start a team right now and build a product, we could design our board, customize our own issues, build our own workflows — and we could do it without having to find the IT guy down the hall,” he noted.
One feature the team seems to be especially proud of is roadmaps. That’s a new feature in Jira that makes it easier for teams to see the big picture. Like with boards, it’s easy enough to change the roadmap by just dragging the different larger chunks of work (or “epics,” in Agile parlance) to a new date.
“It’s a really simple roadmap,” Brereton explained. “It’s that way by design. But the problem we’re really trying to solve here is, is to bring in any stakeholder in the business and give them one view where they can come in at any time and know that what they’re looking at is up to date. Because it’s tied to your real work, you know that what we’re looking at is up to date, which seems like a small thing, but it’s a huge thing in terms of changing the way these teams work for the positive.“
The Atlassian team also redesigned what’s maybe the most-viewed page of the service: the Jira issue. Now, issues can have attachments of any file type, for example, making it easier to work with screenshots or files from designers.
Jira now also features a number of new APIs for integrations with Bitbucket and GitHub (which launched earlier this month), as well as InVision, Slack, Gmail and Facebook for Work.
With this update, Atlassian is also increasing the user limit to 5,000 seats, and Jira now features compliance with three different ISO certifications and SOC 2 Type II.
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Great startups normally come from a personal place. Byran Dai’s new company, Daivergent, is no different.
Founded in December 2017, Daivergent looks to connect enterprise clients with folks on the autism spectrum who will help complete tasks in AI/ML data management.
Dai’s younger brother, Brandon, is on the autism spectrum. Dai realized that his brother and other folks on the spectrum are perfect candidates for certain high-complexity tasks that require extraordinary attention to detail, such as data entry and enrichment, quality assurance and data validation, and content moderation.
In a landscape where just about everyone is working on AI and machine learning algorithms, organizing data is a top priority. Daivergent believes that it can put together the perfect pool of data specialists to complete any task in this space.
Daivergent partners with various agencies including the AHRC and Autism Speaks to source talent. Those folks go through a screening process, which assesses their abilities to complete these sorts of tasks. They then become Daivergent contractors, where they get further training and then start working on projects.
The company says that there are 2.5 million adults with autism in the U.S., and Autism Speaks reports an 85 percent unemployment rate among college-educated adults with autism.
Daivergent not only provides a way for these people to get into the workforce, but it offers a way for corporations and companies to employ American workers for projects they would likely otherwise employ overseas contractors.
When a new task comes in to Daivergent, the company splits that project into smaller tasks and then assigns those tasks to its workers. The company also determines the complexity of the overall project, factoring in the urgency level of the request, to decide pricing.
Daivergent takes a small cut of the earnings and passes the rest on to the workers.
Right now, Daivergent has 25 active workers performing tasks for customers, with 150 workers registered and going through the qualification process and another 400 adults with autism in the candidate pool.
The company recently graduated from the ERA accelerator.
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Seva, a New York City startup, that wants to help customers find content wherever it lives across SaaS products, announced a $2.4 million seed round today. Avalon Ventures led the round with participation from Studio VC and Datadog founder and CEO Olivier Pomel.
Company founder and CEO Sanjay Jain says that he started this company because he felt the frustration personally of having to hunt across different cloud services to find the information he was looking for. When he began researching the idea for the company, he found others who also complained about this fragmentation.
“Our fundamental vision is to change the way that knowledge workers acquire the information they need to do their jobs from one where they have to spend a ton of time actually seeking it out to one where the Seva platform can prescribe the right information at the right time when and where the knowledge worker actually needs it, regardless of where it lives.”
Seva, which is currently in Beta, certainly isn’t the first company to try to solve this issue. Jain believes that with a modern application of AI and machine learning and single sign-on, Seva can provide a much more user-centric approach than past solutions simply because the technology wasn’t there yet.
The way they do this is by looking across the different information types. Today they support a range of products including Gmail, Google Calendar, Google Drive,, Box, Dropbox, Slack and JIRA, Confluence. Jain says they will be adding additional services over time.
Screenshot: Seva
Customers can link Seva to these products by simply selecting one and entering the user credentials. Seva inherits all of the security and permissioning applied to each of the services, so when it begins pulling information from different sources, it doesn’t violate any internal permissioning in the process.
Jain says once connected to these services, Seva can then start making logical connections between information wherever it lives. A salesperson might have an appointment with a customer in his or her calendar, information about the customer in a CRM and a training video related to the customer visit. It can deliver all of this information as a package, which users can share with one another within the platform, giving it a collaborative element.
Seva currently has 6 employees, but with the new funding is looking to hire a couple of more engineers to add to the team. Jain hopes the money will be a bridge to a Series A round at the end of next year by which time the product will be generally available.
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Many entrepreneurs assume that an invention carries intrinsic value, but that assumption is a fallacy.
Here, the examples of the 19th and 20th century inventors Thomas Edison and Nikola Tesla are instructive. Even as aspiring entrepreneurs and inventors lionize Edison for his myriad inventions and business acumen, they conveniently fail to recognize Tesla, despite having far greater contributions to how we generate, move and harness power. Edison is the exception, with the legendary penniless Tesla as the norm.
Universities are the epicenter of pure innovation research. But the reality is that academic research is supported by tax dollars. The zero-sum game of attracting government funding is mastered by selling two concepts: Technical merit, and broader impact toward benefiting society as a whole. These concepts are usually at odds with building a company, which succeeds only by generating and maintaining competitive advantage through barriers to entry.
In rare cases, the transition from intellectual merit to barrier to entry is successful. In most cases, the technology, though cool, doesn’t give a fledgling company the competitive advantage it needs to exist among incumbents and inevitable copycats. Academics, having emphasized technical merit and broader impact to attract support for their research, often fail to solve for competitive advantage, thereby creating great technology in search of a business application.
Of course there are exceptions: Time and time again, whether it’s driven by hype or perceived existential threat, big incumbents will be quick to buy companies purely for technology. Cruise/GM (autonomous cars), DeepMind/Google (AI) and Nervana/Intel (AI chips). But as we move from 0-1 to 1-N in a given field, success is determined by winning talent over winning technology. Technology becomes less interesting; the onus is on the startup to build a real business.
If a startup chooses to take venture capital, it not only needs to build a real business, but one that will be valued in the billions. The question becomes how a startup can create a durable, attractive business, with a transient, short-lived technological advantage.
Most investors understand this stark reality. Unfortunately, while dabbling in technologies which appeared like magic to them during the cleantech boom, many investors were lured back into the innovation fallacy, believing that pure technological advancement would equal value creation. Many of them re-learned this lesson the hard way. As frontier technologies are attracting broader attention, I believe many are falling back into the innovation trap.
So what should aspiring frontier inventors solve for as they seek to invest capital to translate pure discovery to building billion-dollar companies? How can the technology be cast into an unfair advantage that will yield big margins and growth that underpin billion-dollar businesses?
Talent productivity: In this age of automation, human talent is scarce, and there is incredible value attributed to retaining and maximizing human creativity. Leading companies seek to gain an advantage by attracting the very best talent. If your technology can help you make more scarce talent more productive, or help your customers become more productive, then you are creating an unfair advantage internally, while establishing yourself as the de facto product for your customers.
Great companies such as Tesla and Google have built tools for their own scarce talent, and build products their customers, in their own ways, can’t do without. Microsoft mastered this with its Office products in the 1990s through innovation and acquisition, Autodesk with its creativity tools, and Amazon with its AWS Suite. Supercharging talent yields one of the most valuable sources of competitive advantage: switchover cost. When teams are empowered with tools they love, they will loathe the notion of migrating to shiny new objects, and stick to what helps them achieve their maximum potential.
Marketing and distribution efficiency: Companies are worth the markets they serve. They are valued for their audience and reach. Even if their products in of themselves don’t unlock the entire value of the market they serve, they will be valued for their potential to, at some point in the future, be able to sell to the customers that have been tee’d up with their brands. AOL leveraged cheap CD-ROMs and the postal system to get families online, and on email.
Dollar Shave Club leveraged social media and an otherwise abandoned demographic to lock down a sales channel that was ultimately valued at a billion dollars. The inventions in these examples were in how efficiently these companies built and accessed markets, which ultimately made them incredibly valuable.
Network effects: Its power has ultimately led to its abuse in startup fundraising pitches. LinkedIn, Facebook, Twitter and Instagram generate their network effects through internet and Mobile. Most marketplace companies need to undergo the arduous, expensive process of attracting vendors and customers. Uber identified macro trends (e.g. urban living) and leveraged technology (GPS in cheap smartphones) to yield massive growth in building up supply (drivers) and demand (riders).
Our portfolio company Zoox will benefit from every car benefiting from edge cases every vehicle encounters: akin to the driving population immediately learning from special situations any individual driver encounters. Startups should think about how their inventions can enable network effects where none existed, so that they are able to achieve massive scale and barriers by the time competitors inevitably get access to the same technology.
Offering an end-to-end solution: There isn’t intrinsic value in a piece of technology; it’s offering a complete solution that delivers on an unmet need deep-pocketed customers are begging for. Does your invention, when coupled to a few other products, yield a solution that’s worth far more than the sum of its parts? For example, are you selling a chip, along with design environments, sample neural network frameworks and data sets, that will empower your customers to deliver magical products? Or, in contrast, does it make more sense to offer standard chips, licensing software or tag data?
If the answer is to offer components of the solution, then prepare to enter a commodity, margin-eroding, race-to-the-bottom business. The former, “vertical” approach is characteristic of more nascent technologies, such as operating robots-taxis, quantum computing and launching small payloads into space. As the technology matures and becomes more modular, vendors can sell standard components into standard supply chains, but face the pressure of commoditization.
A simple example is personal computers, where Intel and Microsoft attracted outsized margins while other vendors of disk drives, motherboards, printers and memory faced crushing downward pricing pressure. As technology matures, the earlier vertical players must differentiate with their brands, reach to customers and differentiated product, while leveraging what’s likely going to be an endless number of vendors providing technology into their supply chains.
A magical new technology does not go far beyond the resumes of the founding team.
What gets me excited is how the team will leverage the innovation, and attract more amazing people to establish a dominant position in a market that doesn’t yet exist. Is this team and technology the kernel of a virtuous cycle that will punch above its weight to attract more money, more talent and be recognized for more than it’s product?
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HTML5 almost ruined Facebook when baking in the mobile web standard to speed up development slowed down the performance of the social network’s main iOS and Android apps. For a brief moment in 2011, Facebook even tried to build an HTML5 gaming platform codenamed Sparta to escape the taxes of Apple and Google’s mobile operating systems. But at the time, HTML5 wasn’t powerful enough for great gaming. Facebook eventually ditched HTML5, rebuilt the apps natively, and Facebook became one of the most powerful players in mobile.
Now Facebook is giving HTML5 another shot as a way to expand its Instant Games like Pac-Man and Words With Friends to the developing world through Facebook Lite, and to interest communities via Facebook Groups. With improvements to smartphone processing power and the underlying mobile browser app technology, HTML5 can now support snappy, graphically-complex games like Everwing seen below.
Instead of having to download separate apps for each game from the Apple App Store or Google Play, Instant Games launch in a mobile browser. That keeps Facebook Lite’s file size small to the benefit of international users with slow connections or limited data plans. And it lets Instant Games integrate directly into Groups so you can challenge not only friends but like-minded members to compete for high scores.
90 million people each month actively participate in 270,000 Facebook Groups about gaming, and now they’ll see Instant Games in the Groups navigation bar next to the About and Discussion tabs. Facebook is also considering making games an opt-in feature for non-gaming Groups. In Facebook Lite, Instant Games will appear in the More sidebar so they’re not too interruptive.
The expansion demonstrates how serious Facebook is about becoming a gaming company again. Back in its desktop days, the games platform dominated by developers like Zynga racked up tons of usage, virality, and in-game payments revenue for Facebook. That revenue declined for years after mobile usage began to dominate in 2014, but recently stabilized at around $190 million per quarter. Apparently someone is still playing FarmVille.
Facebook launched Instant Games in late-2016 to give people something to do while they’re waiting from friends to reply to their messages. Around the same time, Facebook launched Gameroom — a Steam-like desktop software hub for mid-core gamers, though there’s been less news on that product since. Instant Games rolled out worldwide in mid-2017, and opened to all developers in March of this year. It’s since been expanding monetization options for developers to make building Instant Games a sustainable business. That includes making Instant Games compatible with Facebook’s playable ads that let developers lure in users from the News Feed.
Facebook won’t actually be earning money from in-app purchases on Instant Games on iOS where it doesn’t allow IAP due to Apple’s policies, or on Android since it began forgoing its cut last month. It does take 30 percent on desktop though. But the bigger monetization play is in ads where Facebook is a juggernaut.
With Instant Games on Messenger, Facebook’s desktop site and main mobile app via bookmarks, its new Fb.gg standalone gaming community app, and now Facebook Lite and Groups, the company is prioritizing the space again. That seems wise as gaming becomes more mainstream thanks to players livestreaming their commentary and phenomena like Fortnite. And with Facebook’s expansion into hardware with the Portal smart screen and a forthcoming TV set-top box, it will have more places than ever for people to play or watch others duke it out.
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The big accounting firms are under pressure from digital disruption just like every industry these days, but PwC is trying a proactive approach with a digital accelerator program designed to train employees for the next generation of jobs.
To do this, PwC is not just providing some additional training resources and calling it a day. They are allowing employees to take 18 months to two years to completely immerse themselves in learning about a new area. This involves spending half their time on training for their new skill development and half putting that new knowledge to work with clients.
PwC’s Sarah McEneaney, digital talent leader at PwC was put in charge of the program. She said that as a consulting organization, it was important to really focus on the providing a new set of skills for the entire group of employees. That would take a serious commitment, concentrating on a set of emerging technologies. They decided to focus on data and analytics, automation and robotics and AI and machine learning.
Ray Wang, who is founder and principal analyst at Constellation Research says this is part of a broader trend around preparing employees inside large organizations for future skills. “Almost every organization around the world is worried about the growing skills gap inside their organizations. Reskilling, continuous learning and hand-on training are back in vogue with the improved economy and war for talent,” he said.
About a year ago the company began designing the program and decided to open it up to everyone in the company from the consulting staff to the support staff with goal of eventually providing a new set of skills across the entire organization of 50,000 employees. As you would expect with a large organization, that started with baby steps.
Graphic: Duncan_Andison/Getty Images
The company designed the new program as a self-nomination process, rather than having management picked candidates. They wanted self starters, and about 3500 applied. McEneaney considered this a good number, especially since PwC tends to be a risk-averse culture and this was asking employees to leave the normal growth track and take a chance with this new program. Out of the 3500 who applied, they did an initial pilot with 1000 people.
She estimates if a majority of the company’s employees eventually opt in to this retraining regimen, it could cost some serious cash, around $100 million. That’s not an insignificant sum, even for a large company like PwC, but McEneaney believes it should pay for itself fairly quickly. As she put it, customers will respect the fact that the company is modernizing and looking at more efficient ways to do the work they are doing today.
Daniel Croghan, a risk assurance associate at PwC decided to go on the data and analytics track. While he welcomed getting new skills from his company, he admits he was nervous going this route at first because of the typical way his industry has worked in the past. “In the accounting industry you come in and have a track and everyone follows the track. I was worried doing something unique could hinder me if I wasn’t following track,” he said.
Graphic: Feodora Chiosea/Getty Images
He says those fears were alleviated by senior management encouraging people to join this program and giving participants assurances that they would not be penalized. “The firm is dedicated to pushing this and having how we differentiate this against the industry, and we want to invest in all of our staff and push everyone through this,” Croghan said.
McEneaney says she’s a partner at the firm, but it took a change management sell to the executive team and really getting them to look at it as a long-term investment in the future of the business. “I would say a critical factor in the early success of the program has been having buy-in from our senior partner, our CEO and all of his team from the very start,” She reports directly to this team and sees their support and backing as critical to the early success of the program.
Members of the program are given a 3-day orientation. After that they follow a self-directed course work. They are encouraged to work together with other people in the program, and this is especially important since people will bring a range of skills to the subject matter from absolute beginners to those with more advanced understanding. People can meet in an office if they are in the same area or a coffee shop or in an online meeting as they prefer.
Each member of the program participates in a Udacity nano-degree program, learning a new set of skills related to whatever technology speciality they have chosen. “We have a pretty flexible culture here…and we trust our people to work in ways that work for them and work together in ways that work for them,” McEneaney explained.
The initial program was presented as a 12-18 month digital accelerator tour of duty, Croghan said. “In those 12-18 months, we are dedicated to this program. We could choose another stint or go back to client work and bring those skills to client services that we previously provided.”
While this program is really just getting off the ground, it’s a step toward acknowledging the changing face of business and technology. Companies like PwC need to be proactive in terms of preparing their own employees for the next generation of jobs, and that’s something every organization should be considering.
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Image: Getty Images/smartboy10/DigitalVision
Jessica Santana and Evin Robinson were riding the subway home from a college leadership conference when they realized they were getting off at the same stop. It turned out, they had grown up in the same neighborhood, no more than 5 blocks apart.
Years later, both Santana and Robinson were working six-figure jobs in the tech practices of elite corporations but were disheartened by the homogeneity of their surroundings.
The tech industry is the primary generator of new jobs in the US, but the inaccessibility of resources and practical education left students in neighborhoods like Jessica and Evin’s unprepared and unqualified in the eyes of recruiters.
So the pair met at a local Starbucks and on the back of a napkin, they outlined what would become New York on Tech (NYOT).
By offering comprehensive computational courses and a broad professional network, NYOT hopes to provide under-resourced students in New York City with the skills and infrastructure needed for a successful career in tech.
What began as a passion project with just 20 students has blossomed into an organization helping more than 1000 students across the city.
Unlike the higher-level computer science classes Santana and Robinson saw offered in schools, NYOT aims to focus on more functional skills that are applicable to the day-to-day work of tech professionals.
The program caters its curriculums specifically towards areas it believes are in high demand from today’s hiring managers, including front-end and back-end web development, mobile development and UX design.
Classes are located at the offices of corporate partners, where students get direct mentorship from engineers and observe how technical skills are actually implemented in various roles.
Graduates of NYOT are then given the opportunity to interview for internships at each partner organization, where they can gain practical experience and bolster resumes to be more competitive for future recruiting.
The organization points to successes both inside and outside the classroom, noting 100% of graduates in 2016 received admission into four-year colleges, many with scholarships to top engineering programs.
NYOT students have also landed paid internships and jobs with major companies that include Deutsche Bank, Morgan Stanley, and others. And while the organization admits corporate partners were initially hard to come by, NYOT’s partnership roster now includes some of the most influential names in tech and business, such as Google, NBCUniversal and FactSet.
To date, NYOT has been built largely without city government sponsorship, funded mainly by corporate partnerships, schools, and philanthropic donations.
The company offers its programs for free and partners with schools in high poverty areas of New York City where 50% of students or more are eligible for free lunch.
But NYOT thinks of itself not just as a non-profit providing educational training but as a deep-impact talent accelerator, supplying already capable students with the key resources they lack.
“People automatically think these students are disconnected youth because we say low income and people of color. They think they’re uninterested in the technology industry”, said the founders. “That is not true. They come from areas that are low income or under-resourced but the population of students we work with is super smart, driven, hungry, and motivated.”
Going forward, the company plans to add curriculums that it believes fit the future needs of employers, including classes centered on cyber security, artificial intelligence, and machine learning.
On top of serving more students in the New York metropolitan area, Santana and Robinson hope they can bring what they’ve done in New York to a national scale and expand to communities across the country.
However, the founders emphasize that they will focus on slow effective scaling, crafting curriculums specific to each locality. “The work we do is really embedded in community. We’re not designing for that community but designing with it”, said Robinson.
Santana and Robinson’s broader goal is bigger than “diversity” and inclusion.”
“In the industry, we use words like diversity and inclusion. While we and our work value diversity and inclusion, this is about economic justice”, said Santana.
“Think about job automation and job displacement. If our students aren’t getting the most critical training, how can we expect them to compete for the jobs of today and tomorrow? This is not just about diversity or inclusion, it is about positioning our country’s talent strategy.”
NYOT is now seeing extremely high demand for slots in its programs. With more qualified applicants than they can actually accept, Santana and Robinson hope to bring on more volunteers to help them break down the barriers of access for as many kids as they can.
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Memory, a startup out of Norway and maker of time tracking app Timely, has raised $5 million in further funding. Leading the round is Concentric, and Investinor, with participation from existing investor SNÖ Ventures. The company had previously raised $1 million in 2016 from 500 Startups, and SNÖ.
Founded by Mathias Mikkelsen, a designer by background and who I understand turned down a job offer at Facebook to try his hand at startup life, Memory is applying what it describes as AI and digital technology to create various tools to help solve “the abuses of time” that workers typically face in the modern workplace. The first of those abuses being tackled is the monotonous and time-consuming task of time tracking and filing time sheets — a meta problem if there ever was one.
“The problem we’re trying to solve is with time tracking, the most common currency of work that exists,” Mikkelsen tells me. “The problem is that people find it extremely painful to do and thus do it incorrectly. For example, what did you do last Friday? How long did it take? Humans are not built to remember that kind of detail and we shouldn’t be doing it. Harvard Business Review estimates that U.S. companies loose billions of dollars per day because of incorrect time tracking, so we think the potential is massive”.
The resulting product, dubbed Timely, is billed as a fully automatic time tracking tool. Powered by “AI”, it automatically records everything employees work on and then claims to create accurate time sheets on their behalf.
“We solve it with tons of data and machine learning,” says Mikkelsen. “We have built an ML model (recurring neural net) that literally tracks, completely privately and securely, everything you do in life. Files you work on, locations, websites, calendar, email, etc. Then we analyse all of that, make sense of it and automatically create a timesheet for you. We round up the time, choose projects, tags, all of it. It matches your individual pattern and the only thing our customers have to do is to hit an Accept button and you’re done with your timesheet”.
Mikkelsen says that Timely is currently used by more than 4,000 paying businesses across 160 countries, and that having created a complete “virtual memory” of time data, the Oslo startup is developing new tools to improve the “quality of time” and help businesses use time more effectively. As part of this effort, Memory will use the new funding to double its current 30-person team. It also plans on refining Timely’s AI model and to accelerate international growth.
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