Tag Archive | "optimization"

Enterprise Cloud Data Management Startup ParElastic Raises $5.7M From General Catalyst And Others

Tags: , , , , , , , , ,


138688v3-max-250x250

ParElastic, a startup in the cloud data management space, is announcing $5.7 million in funding led by General Catalyst with CommonAngels, Point Judith Capital and Launch Capital, as well as angel investor Jit Saxena (founders of Netazza Software) participating. This brings the startup’s total funding to 8.7 million.

The company develops a scaleout technology for scaling SQL databases for cloud data and applications. As CEO and co-founder Kenneth Rugg explains, enterprise who move into the cloud have to scale out these databases across Amazon EC2. But one of the challenges in this is that these data bases do not distribute across these systems well, and it’s challenge for many developers.

As Rugg explains the simplicity behind ParElastic is based on the premise that database architecture should be flexible, scalable and cost effective without sacrificing one workload for the optimization of another.

How does ParELastic accomplish this simplicity? Multiple relational database servers operate as one and appear to an application as a single database server, supporting workloads that exceed the capabilities of a single database server, while only provisioning, consuming, and paying for the resources needed at any given instant.

Larry Bohn, managing director of General Catalyst, will be joining ParElastic’s board. As he explains, the relational database industry is a $30 billion market, and ParElastic is in prime position to disrupt this industry with both its talent and product.

Article courtesy of TechCrunch

Facebook hires: FBX partner manager, data visualization designer, BI engineer, more

Tags: , , , , , , , , , , , , ,


hiresFacebook removed 26 job listings from its careers page this week, likely after filling roles in engineering, recruiting, product marketing, sales and other areas.

It seems the company has found another partner manager to work with DSPs involved with the Facebook Exchange, as that program is quickly growing. There was also a job removed for a Manager, Business Partner Management, PMD Program.

Prior listings removed from Facebook’s careers page:

  • Software Engineer, Compiler & Virtual Machine (Menlo Park)
  • Financial Analyst, Infrastructure and Technology (Menlo Park)
  • Technology Sourcing Specialist (Contract) (Menlo Park)
  • Executive Administrative Assistant – Contract (Menlo Park)
  • Paralegal (Legal Assistant) (São Paulo)
  • Facebook Exchange (FBX) Partner Manager, PMD Program (Menlo Park)
  • Product Specialist, User Operations (Menlo Park)
  • BI Engineer (Menlo Park)
  • BI Engineer, Visualization & Reporting (Menlo Park)
  • Manager, IT Engineering (Menlo Park)
  • HR Specialist – Contract (São Paulo)
  • Recruiter (Tokyo)
  • Data Visualization Designer (Menlo Park)
  • Research Participant Recruiter (Menlo Park)
  • Engineering Manager, Data Center Design (Menlo Park)
  • Asset Strategy & Optimization Analyst (Menlo Park)
  • Associate Product Marketing Manager (Menlo Park)
  • Product Marketing Director, Monetization (Menlo Park)
  • Online Marketing Specialist – SMB (Menlo Park)
  • Payment Operations Analyst – Contract (Austin)
  • Risk Analyst, Contractor (Austin)
  • Account Manager, QSR (New York)
  • Account Specialist, Global Marketing Solutions (Menlo Park)
  • Manager, Business Partner Management, PMD Program (Menlo Park)
  • Client Partner, Quebec (Toronto)
  • Global Business Manager, APAC (Singapore)

Who else is hiring? The Inside Network Job Board presents a survey of current openings at leading companies in the industry.

Article courtesy of Inside Facebook

Cloudflare Partners With World’s Leading Web Hosts To Implement Its Railgun Protocol, Speeds Up Load Times By Up To 143%

Tags: , , , , , , , , ,


cloudflare-logo

Cloudflare, the content delivery network and website security company that launched at TechCrunch Disrupt SF in 2010, just announced that the majority of the world’s leading web hosting providers now support its Railgun web optimization protocol to provide advanced caching services and to improve their web performance. Railgun, Cloudflare’s tests show, can optimize dynamic content to improve load times by an average of 143 percent and reduce bandwidth usage by close to 50 percent.

Unless you have been following the development of Cloudflare closely, Railgun is probably not on your radar yet. As Cloudflare CEO Matthew Prince told me last week, Cloudflare now has a presence in 23 data centers around the world, so it can serve the data it caches to users as quickly as possible. It will likely add 50 more locations over the course of 2013. As it gets closer to its users, however, the company noticed that its servers are now often pretty far away from where the data originates, so speeding up the data delivery between the origin server and Cloudflare’s servers became a priority.

How Railgun Works

That’s where Railgun comes in. While regular caching services focus on objects like images, HTML, CSS and JavaScript files, Railgun takes a byte-level approach to caching based on delta compression technology. This basically works a bit like video compression, where the encoding technology focused on the differences between frames. Railgun, too, looks at files at the byte-level and then just transfers the actual bytes that have changed instead of the complete file. Because large parts of the web are not based on static files anymore, this kind of low-level approach means even highly dynamic sites can profit from this technology. Close to 40 percent of the data on the average site today is not dynamic, according to Cloudflare.

“To further improve the performance of an increasingly dynamic, API-driven Internet we needed to reinvent some of its 23-year-old protocols. Railgun goes beyond what traditional performance-boosting technology has provided, making even highly dynamic content load faster than ever before,” Prince said in a canned statement today. As he told me last week, having fewer packets travel between the origin server and Cloudflare’s data centers also reduces the amount of overhead and lost packets.

Partners

Among Cloudflare’s Railgun partners are (in alphabetic order 040hosting, A2 Hosting, Arvixe, Bluehost, ByetHost, CoreCommerce, DreamHost, ELServer, FastDomain, GreenGeeks, HostPapa, HostMonster, Just Host, InterServer, MapleTime, (mt) Media Temple, MDDHosting, NameCheap, PacificHost, PRO ISP, SiteGround, Sliqua Enterprise Hosting, Softcloud Hosting, SparkRed, VentraIP, VEXXHOST, WebHostingBuzz, WebHostingPad, x10Hosting and Zuver.

For these hosts’ customers, enabling Railgun is simply a matter of pushing one button. The system will take care of configuring the DNS settings for Cloudflare. Some hosts may charge for the service, but most are making it available for free. Cloudflare itself doesn’t charge the hosts anything for using the service and it does, of course, also provide its usual security features and other optimization tools to its customers.

Cloudflare is also making packages for Rackspace and Amazon Web Services customers available that make installing Railgun as easy as possible for them.

As Prince noted when I talked to him last week, most web hosts are essentially still regional players (think Media Temple in the U.S. or 1&1 in Europe), as businesses tend to choose hosts that have data centers in physical proximity to the majority of their customers. Cloudflare’s Railgun now allows virtually every web host to have something akin to a global presence because the actual physical location of their data centers now matters less than where Cloudflare’s servers are located.

One of Cloudflare’s partners in testing Railgun over the last few months was Imgur, the massively popular photo-hosting site. As Imgur founder and CEO Alan Schaaf told me, “speed is an important feature at Imgur, and the entire site is designed to run as fast as possible. We’re really excited to use Railgun to take it even further. Not only has it helped speed up the delivery of our HTML content so far, it’s saving us 50% on our HTML bandwidth.”

Another early user, Luxury Link, also told us that it saw a 40 percent improvement in load times of its site from the East Coast and a 2x improvement from London.

Written In Go

Interestingly, Prince told me, his team wrote the majority of Railgun in Go, Google’s nascent programming language. In the process of working on the technology, the team noticed that some of the built-in Go encryption functions were still slow, so it improved these and gave them back to the Go community. Go, Prince told me, is very good for building highly efficient code, and the company is planning to continue to use it for other projects (and is actively hiring Go programmers, too).

Looking ahead, Prince told me that the company is thinking about putting its servers even closer to users by working with ISPs, similar to what Netflix and large CDNs like Akamai are doing.

Article courtesy of TechCrunch

Facebook careers: SMB community support, data protection and public policy, measurement partnerships, more

Tags: , , , , , , , , , , , , ,


facebook logoFacebook added 46 new positions to its careers page this week, including a number of openings on the public policy, human resources, ads analysis, measurement and sales teams.

Facebook seems to be looking to improve support for SMBs through a new role for an Associate, SMB Community Support. The position is “focused on community support” and “building and leading a successful program for customer self-help that results in higher customer satisfaction and increased case deflection.”

New listings added to Facebook’s careers page:

  • Manager, Data Protection and Public Policy (Dublin)
  • Manager, Public Policy (Hyderabad)
  • Manager, Information Security (Menlo Park)
  • Food & Beverage Manager (Dublin)
  • Technology Sourcing Specialist (Contract) (Menlo Park)
  • University Business Intern: Legal (Menlo Park)
  • Database Engineer (Dublin)
  • PLM Business Analyst (Contract) (Menlo Park)
  • Manager, Information Security (Menlo Park)
  • Manager, Physical Security Systems (Menlo Park)
  • HR Generalist (Menlo Park)
  • Learning & Development Consultant (Menlo Park)
  • People Operations Manager (Menlo Park)
  • Design Recruiter (Menlo Park)
  • Technical Sourcer, Diversity – Contract (Menlo Park)
  • Technical Sourcer, Diversity (Menlo Park)
  • University Recruiting Manager (Menlo Park)
  • Content Strategist – Developer Content (Menlo Park)
  • Manager – Content Strategy (Menlo Park)
  • Technical Program Manager, Data Center Operations (Menlo Park)
  • Hardware Systems Engineer (Menlo Park)
  • Network Planner (Menlo Park)
  • Asset Strategy & Optimization Analyst (Menlo Park)
  • Associate, Partner Marketing (New York)
  • Vertical Analyst, Global Vertical Marketing (Menlo Park)
  • Regional Product Marketing Partner (Singapore)
  • Platform Integrity Risk Lead (Menlo Park)
  • Ads Payments Analyst (Austin)
  • Ads Risk Analyst (Austin)
  • Payment Operations Analyst – Contract (Austin)
  • Risk Analyst, Contractor (Austin)
  • Media Solutions (Chicago)
  • Regional Manager, SMB Latin America (São Paulo)
  • Associate, SMB Community Support (Austin)
  • Account Specialist, Strategic Client Services (Dublin)
  • Ad Operations Specialist (Dublin)
  • Agency Partner, Turkey (London) (London)
  • Agency Partner, Warsaw (Warsaw)
  • Client Partner, Sub Saharan Africa (Dubai) (Dubai)
  • Regional Sales Trainer (London)
  • Client Partner Gaming (Singapore) (Singapore)
  • Client Partner, CPG (New York)
  • Business Intelligence Engineer (Dublin)
  • Data Engineer (Dublin)
  • Lead, Vertical Measurement – Financial Services (Menlo Park)
  • Measurement Partnership Lead (Menlo Park)

Who else is hiring? The Inside Network Job Board presents a survey of current openings at leading companies in the industry.

Article courtesy of Inside Facebook

Facebook Rolls Out Ad Conversion Measurement Globally So That Marketers Know When One Of Their Ads Did The Trick

Tags: , , , , , , , , ,


facebook-ads-logo Done

Facebook today took one more step in making its advertising more accountable for media buyers: it has now rolled out a conversion measurement system  across its global footprint. Aimed at direct marketers, the optimization and conversion toll was first announced back in November; now it’s available globally, and can be used on all Facebook ads and sponsored stories, the company says, as well as in combination with any other targeting services. And, in a sign of increasing cross-platform marketing, Facebook says that its conversion measurement tool is  can report when a user views an ad on one platform, like mobile, but then converts on another, like a PC. It’s the only tool so far that can do this — but as Facebook continues to expand its advertising business, it’s not likely to be the last.

That is a win-win for Facebook: if it can show that marketers can save money by using these tools as part of their campaigns, it will also mean that they will ultimately spend more money and effort advertising on the social network. It’s also one more sign of how Facebook is continuing to extend its influence outside of its own platform and walled garden — although it’s still stopping short of advertising on third-party sites.

What the tool does is it allows advertisers to put some code on their sites to track when actions like checkouts/payments or registrations have been driven by an advert seen on Facebook. This then feeds back into how marketers run their campaigns on optimized CPMs for more effective responses.

The conversion tool is largely aimed at direct marketing campaigns tied to specific actions, and are most suitable for sites that have transactional elements to them, such as those for e-commerce, travel, retail, and financial services, says Facebook. It notes that hip home goods site Fab was an early tester, and it reduced its cost per new customer acquisition by 39%. 

Another early tester shows that the tool could be used for less commercial efforts, too: the Democratic Governors Association used it to track mailing list sign-ups, and using it reduced its cost-per-conversion rate by 85%.

Facebook says that the conversion tool is currently available for marketers using three of its different ad products power editor, the ads manager, and for its large-scale marketers that use Facebooks advertising API, and the service is now live.

Article courtesy of TechCrunch

AOL’s Advertising.com Group Acquires Retargeting Startup Buysight

Tags: , , , , , , , , , , , , ,


buysight logo

AOL just announced that it has acquired Buysight, a startup offering ad targeting and retargeting.

The startup will become part of the Advertising.com group, which includes AOL’s various ad platforms, such as Advertising.com, ADTECH, The AOL On Network, goviral, and Pictela. (AOL also owns TechCrunch.) In the acquisition press release, the group’s CEO, Ned Brody, said Buysight’s technology will be incorporated into AOL’s Adlens optimization technology.

Buysight was founded in 2008 and was previously called Permuto. One of the main features highlighted in both the press release and the startup’s website is its ability to do “dynamic creative optimization” — in other words, it’s not just using user data to target an ad, but also to tailor ads to the content. It raised a total of $16 million in funding from investors, including  Onset VenturesRembrandt Venture PartnersReid Hoffman, and Jeff Clavier.

“The acquisition of Buysight brings proven Dynamic Creative Optimization and machine learning capabilities which will further enhance AdLearn, our market-leading optimization engine, and its ability to provide brands and performance marketers a comprehensive and integrated optimization solution across channels,” Brody said.

The terms of the deal are not being disclosed, but the press release said the entire Buysight team will be joining AOL.

Article courtesy of TechCrunch

Go Daddy Goes Mobile: Domain Hosting Giant Bumps Up Its Business Services With Mobile Website Builder And Mobile Commerce Option

Tags: , , , , , , , , , ,


Image1 for post GoDaddy's Domain Registration Totally Screws .me

Go Daddy has for a while been building out its domain registering and hosting business into business services to create new revenue streams to compete against the likes of Google and Amazon in serving the small/medium business sector, and today that strategy took a mobile turn, with the launch of a new mobile component to its Website Builder service. Go Daddy customers can now optimize websites for the mobile web, or create new ones altogether, and they can also now add in mobile commerce services as part of that process.

Jason Rosenthal, the operating executive at investor Silver Lake Partners who now also serves as Go Daddy’s president of products and technology, tells TechCrunch that the new product is part of a longer-term strategy to work a lot more mobile services into Go Daddy’s business.

“The way we think about it is, where is the market today and where is it going?” he asks. “We’re hearing loud and clear that mobile is becoming a huge channel for our small and medium business customers, so we want to be there.” This could also lead the company into some acquisitions in the future: Go Daddy earlier this year acquired Outright, a cloud-based financial management company, and at the time the company noted that it was looking to build out its services business with more strategic acquisitions.

For now, adding in the mobile component to its Website Builder is also a sign of how strong mobile has already become for Go Daddy and the businesses that it hosts.

Rosenthal says that traffic from mobile devices to those sites is up by more than 350% in the last two years. For GoDaddy.com itself, which gets 30 million visitors per month, he says that about 11% of its traffic comes from mobile devices, and he adds that this is a typical traffic proportion for the millions of other sites hosted by Go Daddy. That traffic is also an answer for why Go Daddy has chosen to tackle the mobile web first before apps, even though research seems to show that apps are generally getting more traffic these days.

The other big opportunity, however, is that only some 93% of websites at the moment do not have sites that are optimized for mobile devices — meaning that when people visit them they don’t get the best experience on their handsets or tablets, with buttons possibly too small, or navigation impossible across the small screen. An example of what that might mean in practice and the tools that Go Daddy is offering as part of its basic service to improve the experience:

Most of the small businesses that look to Go Daddy for registrar, hosting and other services are not necessarily going to be tech-minded, or interested in learning to code, so Go Daddy is trying to make the process as simple as possible particularly at the lower tier of service. “What we’ve found for our small business customers is that what’s most effective is for us to make things simple and easy for them,” says Rosenthal. “If you’re a landscaping business, you are thinking, how can I provide the best landscaping, not the best website.”

Go Daddy is not building its mobile web optimization service from scratch. Rosenthal says it is partnering with DudaMobile to provide the optimization. It’s a service that DudaMobile is also providing to Google for its GoMo initiative to get more businesses mobilized, and that also points to where the opportunity and competition lies for these large cloud-based companies.

On the other hand, the mobile shopping component is something that Go Daddy itself has built as an extension of the Quick Shopping Cart service that it already offers to its customers. This is still a relatively small business for the company. Although Go Daddy hosts millions of websites and is registrar to many more, it only has about 56,000 accounts on its Quick Shopping Cart books at the moment — although even that small number are already generating $1 billion in transactions annually.

Pricing. Go Daddy is going easy on the pricing for these mobile services at the moment, and they are largely being marketed, it seems, as a way of driving more business to their Website Builder tool as a whole. The Website builder is priced at three tiers of $5.69, $8.54 and $12.74, and the basic mobile builder, for site optimization, is free with all of them. The premium service, where site owners can build more customized sites for users and track email, calendar, online storage and account management, comes free with only the two higher tiers.

Similarly, the Mobile Shopping Cart is priced at tiers of $9.99, $29.99 and $49.99 and a basic mobile commerce service comes free with all of those, but a more customized product (for example to charge at different prices for different items or provide more accounting back-end services) is only free at the two higher tiers.

I asked Rosenthal if Go Daddy’s move into more services like these are a sign of how the company may be seeing a slowdown in its core business of domain registration and hosting — a business which took a massive PR hit in September when the company experienced a mass outage, taking out thousands of sites and raising questions around security and hacking (allegations that were later denied by Go Daddy). Quite the contrary, he answered. That business has never been busier.

The fact of the matter is, though, is that as the world of tech continues to mature, people come to expect more out of their experience, and with companies like Google and Amazon also offering it to them, Go Daddy, which already has a relationship with the sites, is stepping up to make sure that others don’t eat its lunch.



Article courtesy of TechCrunch

Signs It Might Be Time To Consider Hiring A CEO

Tags: , , , , , , , ,


Vinod Khosla

Editor’s note: This is Part II of a two-part guest column written by legendary Silicon Valley investor Vinod Khosla, the founder of Khosla Ventures. In Part I, he offered suggestions to help founders determine if, when, and how to avoid hiring a CEO. You can follow him on Twitter at @vkhosla.

As a founder, there sometimes comes a point in your company’s growth trajectory when you need to hire a CEO or president from the outside to get to the next level. This can be an incredibly difficult decision to make, but it’s better for you to make the decision yourself than to be told by your board that they’re hiring one whether you like it or not. That situation is avoidable both by minimizing the chance the hire needs to be made, and also making sure communication lines with your board are wide open so you’re part of the process in picking a CEO complementary to you.

Unfortunately, unreasonable founders sometimes get in the way of good execution, especially when a company gets large enough to need structured management. It’s not always possible to keep the founder as CEO, and the best indication of whether a company needs a new CEO usually comes from the management team. New team recruits may not want to join, old ones may indicate a desire to leave or get disengaged, and the whole team may approach a board requesting a change.

The first stage of a company’s growth is one in which leadership generally happens in a “hub and spoke” style, where the leader/CEO/founder(s) is (are) at the center of most decisions and integration among functions happens mostly by the CEO. A CEO and his or her co-founders operate like a “kitchen cabinet” to make most decisions relatively informally and outside any normal process. This is often what I like to call the “feel” stage, or “make it up as you go along.” There are usually fewer than 30-40 employees, and many things are in flux as the collision of the founders’ vision and the real world is still working itself out.

As a bit of a tangent – make note that the quality of the people you hired at this stage into nearly any role are critical to your future success. You want the gene pool to start A+; this will set up a positive cycle and draw more and more top people to your company. See our papers on Gene Pool Engineering and Recruitingwhich dig further into this topic. If you cannot hire the A+ people, get someone who will attract them, because a company becomes the people it hires early in its life! Hiring the hirers of the future is a critical factor to future success.

Stage two of a company’s growth requires more integration, coordination, and sharing of leadership with the team as they begin to work cross-functionally and define processes and shared metrics. This is generally the stage where you want to start surrounding yourself with more senior people – both those who know the space, as well as those who bring experience from analogous areas to help you disrupt it. Usually, it’s best to have a mix of these different backgrounds, working well in “managed conflict” or “organized chaos.” At this point, you have to ask yourself as a founder – can you do this CEO job? Do you need to do it? What really matters to you most? Do you really even want to do it or just think it’s “expected” by your colleagues, family, and friends? Would you rather focus on vision and let someone else handle the details? Soraa and Lanzatech are two examples of companies with founders that looked forward to bringing in CEOs at this stage.

  • Sean Simpson (founder of Lanzatech) is a brilliant scientist, full of ideas and vision, but he came to us with what could only be described as a bad pitch with some brilliant nuggets that we picked up on. We bet on his vision and he built an excellent research operation in New Zealand, but when it became time to scale, we mutually agreed to bring in a strong business-minded CEO who understands the space well.  We were fortunate enough to find Jennifer Holmgren from UOP, who has been an excellent partner for Sean and has helped the company get to the next level with several partnerships worldwide that would have been difficult for Sean to put together. In Sean’s view, “The ideal timing for recruiting a CEO is when the technology just begins to demonstrate commercial readiness, and thus the company is on the brink of securing commercial interest.”
  • Steve DenBaars and Shuji Nakamura (co-founders of Soraa) were luminaries in LEDs, and did a great job building the technical organization around their fundamentally differentiated GaN on GaN technology, but they lacked critical business and operations skills. Steve acknowledged that he wanted to do it all, but was involved in the CEO recruiting process from the beginning and came to understand the critical importance of having strong business and operations leaders on the team. Now the company is scaling production quickly, with a professional management team onboard. “One insight for founders to recognize is that hiring a CEO and seasoned management team greatly increases the odds of a successful transition from R&D to product and revenue generation,” Steve says.

It’s worth taking a look at Noah Kagan’s blog post “Why I got fired from Facebook” for context on how excellent individual contributors (founders, but others as well), can end up being bad managers or even bad for an organization at a particular phase. There are different types of people in organizations and they have value at different phases.

Stage three of growth occurs when your business requires more functional depth and more consistent, integrated execution. Business processes need to be more defined and predictable, and the CEO becomes more of an orchestrator to make sure that each leader is driving functional excellence and all the functions are integrated across the organization. This helps to meet overall goals in keeping with an agreed upon vision.

As the company grows, you should ask yourself, what are you, as the founder, doing well and what don’t you have time for? Can you bring in a “hired gun”/partner to cover some of the time-consuming but less critical/less top-of-mind/less well-executed aspects of what you do? Maybe the right person will even help you stretch your vision. A good leader should strive to have 50 percent of their time free at the beginning of each week. This way, you can be proactive about where you want to lead instead of being reactive and buried when urgent events, emails, calls, and requests pop up. At some point, you may realize that you do not have the skills or experience to lead the organization on to its next stage of development, and/or it may be moving so fast that you don’t have the time (or often the interest) to develop them. This isn’t failure – it’s success!

There comes a time in many startups’ lifecycles when bringing in an outside CEO or president is necessary and good.  They’ll bring vital management bandwidth, knowledge to respond to the unknown unknowns, and many other executionally important attributes to help make your vision a reality.  The hardest part is trying to hire before the need – don’t wait too long. This means understanding your challenges ahead and anticipating when they might be too much to handle alone.

You should try and hire someone that shares your fundamental values about people and leadership but brings complementary skills. Don’t rush into a decision and don’t settle, but realize that your tendency may be to block any hire. Be proud that you’ve built enough value to attract a great CEO and build something even more valuable! Or, if you haven’t built enough value for whatever reason, give your shareholders a chance to recoup some value from their investments. There won’t always be consensus, because there are many hard judgment calls to make in this process, and everyone has different biases, goals, and aspirations. But the earlier you shore up the needs of your company, the less likely it is that the situation will become unpleasant for you. More likely, acting early will provide leverage and bandwidth.

Steve Crane, CEO of LightSail Energy, offered a perspective that applies to an important subset of companies:

The key transition point is when a start-up is getting ready to go to market with its first product, especially if that product is a substantial one. The company goes from being inwardly focused to being externally focused. Of course, it’s critical from the beginning to understand the market need in detail and to establish close ties with early customers. But, in my experience, everything changes when you start to ship. Completely new challenges show up all at once – customer support, scaling, managing a sales force. Most founders fail to proactively prepare for those challenges because they’re so consumed with the task of getting that first product out the door.

Avoiding Common Pitfalls Of Management Transitions

It is a common misconception that CEOs need to know the business or technical area in detail in order to be effective – this is most often not a requirement! An excellent leader with the right mindset and experience in related areas can often be better than a person with deep area expertise who “knows too much” and is overly attached to conventional wisdom vs. how things could be different.

Some of these management hires don’t work out (I’d say roughly 30 percent) and some end up not working well with the founder while potentially doing well for the company. Save your “bullets” to admit a hiring mistake and effect a change if you or the board made a hiring mistake. As hard as they might be, the best decisions you can make are ones that benefit the company, and there may come a point when it’s time to leave your baby in others’ hands. To minimize the likelihood of this happening, it’s important for the board not to force a hire without the founder’s buy-in. They should at least be transparent and say they will do it despite a founder’s objections. Brutal honesty helps greatly in this situation, and the worst case happens when the board pushes a candidate and you hold back and don’t share your reservations.

Also, hiring outside management shouldn’t be viewed as the first step in the founder’s exit. The best hired CEOs will still let the founder’s role and vision flourish while they help successfully execute it. Usually, founders are better at setting, iterating and evolving a vision, while the CEO/managers are good at helping an organization achieve the vision. As I said in Part I, a traditional manager becomes important when the critical questions are things that have been seen before, like: ”How sales people work” or “What constitutes a good VP of sales?” or “What sales cycle or sales economics really are in an existing area?”

Giving up the CEO role (or creating a president/COO role) is not easy, but it can be done gracefully so that you, as a founder, preserve your “silver bullets.” A productive transition can dramatically change the influence you have once you give up the job, and it will set the company and yourself up for long-term success.

David Friedberg, CEO of Climate Corp., has an interesting perspective (not one I completely agree with) on when a founder should stay or go:

A lot of companies have a limited opportunity in the end. Their technology or competency may have limited scope, as opposed to others that may be extensible to other markets, areas, regions, business models, etc. (i.e. Google vs Demand Media). I think when there’s a role for the founder to continue doing that first stage of innovation-driving in perpetuity, then you should stay, and will be happy doing what you do best. Otherwise, if a company scales into its ultimate opportunity and enters the optimization phase, then you should go, because your skill set does not have a great place in the now-scaled enterprise.

But make no mistake, sharing leadership can be a challenge. It’s important to have one CEO, especially as the company starts to grow. This is why keeping the founder as CEO and getting a president and/or COO for delegation makes things work better and keeps the vision intact. But (1) delegating away real authority voluntarily is key, as is being confident enough to trust your team and patient enough to not need to act as CEO on every decision. (2) You will generally not get as good a person as president or COO, as you would if you give them a CEO position. There are tradeoffs.

Entrepreneur/manager conflicts often result from entrepreneurs not completely understanding the real constraints, tasks, or roles of their core executive team, and sometimes it is the CEO who does not understand the reason they were hired. A good venture firm will have portfolio founders who have run into these situations and can advise you.

Building a startup from the ground up is a very challenging and rewarding task. I firmly believe that the key to successful companies rests most often on the founders driving the vision. However, it is almost as important that the founders have enough self-awareness to recognize when they need help. Sometimes a founder is able to steer the ship as CEO from the bare vision all the way to huge success, and we prefer this when possible, but they’re almost never able to do it alone. Working openly with your board and your team to determine what executive additions are needed at various stages is critical to your company’s success.



Article courtesy of TechCrunch

The Problem With Measuring Digital Influence

Tags: , , , , , , , , ,


Michael Wu_Lithium

Editor’s note: Dr. Michael Wu is the Principal Scientist of Analytics at Lithium where he is currently applying data-driven methodologies to investigate and understand the complex dynamics of the social Web. 

Social media is a required avenue for brands to engage their customers. However, social media engagement is primarily based on conversations and personalized interactions that are difficult to scale. Influencer marketing provides brands with the leverage to reach many by engaging only a few illusive influencers. This strategy depends on the accurate measurement of people’s digital influence, so brands can figure out who they need to engage. Although this spawned an exciting new industry around influence measurement, there are also many problems around influence measurement that brands need to understand.

One of the reasons that brands don’t understand digital influence is because they don’t seem to realize that no one actually has any measured “data” on influence (i.e. explicit data that says precisely who actually influenced who, when, where, how, etc.). All influence scores are computed from users’ social activity data based on some models and algorithms of how influence works. However, anyone can create these models and algorithms. So who is right? How can we be sure your influence score is correct? In other words, how can we validate the models that vendors use to predict people’s influence?

To illustrate how statistical validation works, I will use a simpler and more tangible example, where we are trying to predict the stock price of some company, say Apple.

Build A Predictive Stock Model And Validate It

First, we need to build a model (or an algorithm) that takes various input data about Apple that might be predictive of its stock price. We can literally pick any data that we feel could potentially affect Apple’s stock price in any way as input: sales data, fundamental company data, social data, competitor data, and industry and market data.

Regardless of how much data we put into the model, and how complex and brilliant the model might be in combining this data, the final test for whether the model actually works is to see if it can predict the real stock price of Apple.

There are three requirements to validate any statistical model or algorithm:

  1. We need a model or algorithms that compute some predicted outcome (e.g. stock price of a company, weather in San Francisco tomorrow, earthquake, or someone’s influence)
  2. An independent measure of the outcome that the model is trying to predict
  3. A measure that compares and quantifies how closely the predicted outcome matches the independently measured outcome

The most important of these is No. 2: having an independent measure of the outcome. It is pretty obvious if you think about it. To validate whether your model can accurately predict the stock price for Apple, you must have the actual stock price of Apple, so you can compare the prediction against the actual stock price.

What Independently Measured Means And Why It Is So Important

However, many people don’t understand what it means to be “independent.” To be independently measured means the measured outcome is completely independent of the model. In the example of predicting Apple’s stock price, it means you cannot use any of the actual stock price data as part of the input to the model. If you do this then obviously the model would predict the stock price, because it would already have information about the actual stock price. So, the actual stock price that you thought you measured independently will no longer be truly independent of the model anymore.

Hence the fact that this model is able to predict Apple’s stock price well is meaningless, because it didn’t actually predict anything. After all it already has the actual stock price that it is trying to predict. This model is basically cheating because it’s based on circular reasoning.

Since all influence vendors use models to predict people’s influence, these models must be validated for accuracy. However, influence vendors do not properly validate their algorithm for the following reasons:

No Data: They don’t have an independent source of influence data. So they can only validate their algorithm by gut feelings and intuitions, which is often not good enough. Would you invest your money based on a stock model that is validated by gut feelings and intuitions?

Overgeneralization: They validate their algorithm base on a handful of known influencers and try to overgeneralize their algorithm to millions of users.

Invalid Circular Validation: They use reciprocity data, such as likes and retweets (which are decent proxies for one’s digital influence), for validation. But they also use these data in their algorithm. This is a common error in model validation, because this circular validation process doesn’t give you any information about the accuracy of the algorithm. To properly validate any model, you must have an independent measure of the outcome, and that means you cannot use any of it in your model.

So should you trust your influence scores? Just ask your influence vendor how they validate their model.

An Old Story Of Search Engine Optimization

Another serious problem with most influence scoring models is IEO (influence engine optimization) as opposed to search engine optimization (SEO).

As the Web grew in the early 90s and turned into a big data problem, human-maintained Web directories no longer became a scalable solution for information retrieval from the Internet. Powerful search engines (e.g. Lycos, AltaVista, Excite, Yahoo, Inktomi, Google) were developed to index the Web in order to provide both scalable and efficient information retrieval. In order to present the retrieved information to the user in a more meaningful way, search engines needed to rank their search results in terms of relevance and show the most relevant pages first.

Google developed an innovative relevance ranking algorithm — PageRank — based on the hyperlink structure of the Web. The PageRank algorithm basically takes inputs (i.e. the hyperlink structures of the entire Web) and cranks out a score for every webpage that, in theory, represents its authority on the Web.

As we learn from the behavior economics of humans, when we put a score on something, we create an incentive for some people to get a better score. This is human nature. Because people care about themselves, they care about any comparisons that concern them, whether it is their websites, cars, homes, their work, or just themselves. Some would go so far as to cheat the algorithm just to get a better score. In fact, Google’s PageRank algorithm has created an entire industry (i.e. SEO) around gaming their score. Although SEO specialists may deny the fact that they are gaming the PageRank algorithm, they are constantly finding ways to artificially increase the PageRank of your websites. Is this cheating? Some SEO schemes may be acceptable by Google, but there are definitely some that are considered cheating (e.g. link farm and spamdexing).

The New Story Of Influence Engine Optimization

Today, the social Web has grown and gained massive adoption. And again, influence vendors are putting a number on something (i.e. people’s influence). So people will again find ways to artificially increase their influence score. But there are three aspects that are different this time.

Influence scoring algorithms are much more susceptible to gaming than PageRank because someone’s influence score depends heavily on his own behavior. This should be apparent from the fact that all influence scores are computed from people’s social media activities data.

Unlike the PageRank score of a page, someone’s influence score is feedback directly to himself. This means we won’t need an IEO expert to tell someone how to behave in order to increase his influence score. A user can easily discover the effects of his own behaviors on his influence score all by himself. So not only is the influence scoring algorithm more susceptible to gaming, they are also easier to game.

Finally, compared to Google, influence vendors have little to no mechanisms with which to discover and combat these cheating behaviors.

IEO is an inevitable consequence of scoring people’s influence. So, do influence scores still have any meaning? It’s definitely not a measure of someone’s influence; and it’s probably not even a measure of his potential influence anymore due to IEO.

An influence score is really just a measure of how well people game the influence scoring algorithm.

If you tweeted a lot yesterday and your influence score jumps up today, you’ve just discovered that you can increase your influence score by tweeting more. Knowing this, would you continue to tweet more? Most people probably would, especially if they care about their score. This has created a lot of loud mouths who are not actually influential in any meaningful way. Therefore, his influence score is merely a reflection of the fact that he has successfully gamed the algorithm into giving him a higher score simply by tweeting more, but not actually doing anything truly influential.

Because behaviors that game the system are typically a lot simpler than behaviors that are truly influential, IEO will tend to changes people’s behavior in a way that pushes them further away from being truly influential. Ironic isn’t it? That’s why I call this the influence irony.

What does this mean? It means influence scores will become less accurate as a measure of someone’s potential influence, and more of a reflection of how successful someone has gamed the influence scoring algorithm.



Article courtesy of TechCrunch

Facebook platform industry hires: Adknowledge, GraphEffect, Nanigans, Sociable Labs, TBG Digital and Unified

Tags: , , , , , , , , ,


If your company is hiring new people or making a notable promotion, please let us know. Email mail (at) insidefacebook (dot) com, and we’ll get it into our next post. Also, please note that information about most new hires, below, comes either from the companies themselves or from company updates from LinkedIn.

Adknowledge Social Channel, formerly AdParlor

  • Olesya Zinovieva, Account Manager - former online campaign manager at Adconion Media Group
  • Stephen Eng, Account Manager - former account manager at Adconion Media Group
  • Jessica Burnie, Designer - former graphic designer at Guidelines Advertising Inc.
  • Kahla Braedy, Corporate Recruiter/HR Specialist - former senior HR coordinator at Intact Financial Corporation

GraphEffect

  • Lynnea Bothwell, Sales Planner – former sales planner at She Knows LLC

Nanigans

  • Jeff Colombo, Senior Software Engineer – former web developer at JNJ Mobile (Mocospace)
  • Carmen Yuen, Ad Optimization Manager – former marketing associate at Crowdstar
  • Allison Fecteau, Ad Optimization Manager – former SEM manager at Kaplan University
  • Chris Wilson, Account Executive – former marketing director at Cloud Provider USA
  • George Fitzgibbons, Ad Optimization Technical Specialist – former display media buyer at D50 Media
  • Libby Freeman, Ad Optimization Manager – former ad desk manager at AOL

Sociable Labs

  • Derek Tam-Scott, Marketing Manager – formerly in marketing at Iron Aircraft

TBG Digital

  • Vasiliki Tavoularea, Social Media Analyst – former PPC account executive at Unique Digital

Unified

  • Ethan Horne, Sales Planner – former intern at Hurrdat Social Media

Who else is hiring? The Inside Network Job Board presents a survey of current openings at leading companies in the industry.

Article courtesy of Inside Facebook

June 2013
M T W T F S S
« May    
 12
3456789
10111213141516
17181920212223
24252627282930