What are some benefits of outsourcing in Eastern Europe?
Outsourced dedicated development team in Eastern Europe is one of the opportunities to develop your product by applying some of the best IT specialists in the world at the competitive price and with the superior quality.Shortly, what you get:Quick hiring and ability to scale the team as you go without too much hustleLowe costs in comparison to Western Europe and the USAccess to the deep talent pool which will help you to find people with the technological and business expertise suitable for your industryEaster European companies and developers are familiar with the cutting edge technologies such as Big Data, Ruby, Blockchain, and AI, while having the solid skills of working with the traditional enterprise technologies like .NET, Java, and Python. So both the startups and enterprises would get lots to benefits working with Easter EuropeIt becomes obvious that the outsourcing companies have already recommended themselves for years of their services as the mature industry. Different companies have the chance to hire software developers from different corners of the world. During this time they have proved not only to be the workforce but also the source of new IT ideas. It is always worth hiring an offshore development team that consists of qualified specialists.There is a variety of outsourced companies for the great choice whereas you can take into account a lot of factors: geographical location, language requirements, time difference, professional background, and even the cultural similarity. Compiling those criteria Eastern Europe has represented itself as one of the best outsourcing options. Today we will focus our attention on the outsourced dedicated development team in this region.Here is the full article about the advantages you get working with the dedicated development team in Eastern Europe
How does equity dilution work when a start-up goes through several rounds of funding (from seed to VC etc)?
It's most typical for a company raising VC to sell what are called "primary shares", meaning they are purchased from the company and not from an existing holder, like a founder or someone who has already invested. The company creates new shares to sell when the financing event is imminent. Thus every existing holder gets an equal amount of dilution, and the number of conceivable rounds is infinite.As an example, lets say that two founder start a company, authorize 1 million shares of common stock when they incorporate, and issue themselves 500k shares each. At that point they each own 50%. Later, they find an investor who is willing to invest $500k for 20% of the company. The company amends its Certificate of Incorporation to allow for 250k new shares of preferred stock to be sold, and the Company and the investor exchange those shares for the $500k. Now, there are 1.25mm shares outstanding, each of the founders owns 40% (500/1250), and the seed investor owns 20% (250/1250). The founders own a less, but the company has $500k in the bank that it did not have the day before. Hopefully they can use that money to make the company more than 20% more valuable.Next, a VC comes along and proposes to invest $2 million for 33% of the company. The Company creates a new series of preferred stock (call it the Series A) and authorizes the issuance of 625,000 shares, which is sells in exchange for the $2mm infusion. Now there are 1.875mm shares outstanding, each founder owns 26.67% (500/1875), the seed investor owns 13.33% (250/1875) and the Series A investor owns 33% (625/1875).Hopefully you can see how this plays out at the Series B, C, D, etc. Every holder immediately prior to a primary transaction shares ratably in the dilution. Clearly there are innumerable real-world complications (option pools, warrants, stock restrictions, secondary sales, pro-rata investments, recaps, etc.).In contrast, most "private equity" transactions (fka buyout) involve the sale of some or all secondary shares, where the buyer is buying ownership from an existing holder rather than providing a capital infusion into the company. It seems to have become more acceptable of late for there to be a secondary component in later-stage VC deals. This allows founders, early employees, perhaps early investors to "take some money off the table" even though the business remains private and independent.
What are the 3 most important recruitment analytics?
All recruiting KPI's, metrics or analytics should uncover the ROI of a new hire. Because Recruiting is an HR function with the highest impact on revenue growth and profit margin, we need to prove this.To answer this question; the 3 most important aspects in recruiting are quality, speed and costs (or better: yield or revenue). Everything you can measure is, or should, be related to this and provide insight in how these aspects can be improved.#1 Quality of hire. If a candidate is an outperformer, with low retention, and an ambassador for your organisation, the ROI of this hire will be high. There are many 'analytics' related to the quality of hire and these cannot be seen in isolation. If a top-performer stays for only a few months, the end result (ROI) is poor.#2 Delivering on recruiting i.e. speed of hire. The cost of an empty seat can be high, especially in business critical positions. And there is a strong correlation between speed, quality and costs in recruiting. A faster process will result in higher quality candidates at (often) lower costs. For example better performing organisations move 1.6 times faster from the un-official opening of a position to approving that position (source: 2012 BCG/WFPMA analysis).#3 Benchmarking out-of-pocket recruiting costs. Relatively easy to measure and, if benchmarked against direct competitors, gives an indication in the performance of high-quality (and low cost) sources i.e. employee referrals, internal promotions, direct sourcing. These low-cost high-quality sources should also not be seen in isolation. If you competitor hires 60% via employee referrals and your organisation 30% (which is pretty good), your competitor is more likely to be a 'magnet' for talent.
What are esops?
What is an 'Employee Stock Ownership Plan - ESOP'An employee stock ownership plan (ESOP) is a qualified defined-contribution employee benefit (ERISA) plan designed to invest primarily in the stock of the sponsoring employer. ESOPs are "qualified" in the sense that the ESOP's sponsoring company, the selling shareholder and participants receive various tax benefits. ESOPs are often used as a corporate finance strategy and are also used to align the interests of a company's employees with those of the company's shareholders.BREAKING DOWN 'Employee Stock Ownership Plan - ESOP'Since ESOP shares are part of employees' remuneration for work provided for the company, ESOPs can be used to keep plan participants focused on company performance and share price appreciation. By giving plan participants an interest in seeing that the company's stock performs well, these plans are believed to encourage participants to do what's best for shareholders, since the participants themselves are shareholders. Employees are provided with such ownership often with no upfront costs. The provided shares may be held in a trust for safety and growth until the employee retires or resigns from the company. Once an employee retires or resigns, the shares are given back to the company for further redistribution or are completely voided.Employee-owned corporations are companies with majority holdings by their own employees. As such, these organizers are like cooperatives, except that the company's capital is not equally distributed. Many of these companies only provide voting rights to particular shareholders. Senior employees may also be given the benefit of getting more shares compared to new employees.Stock ownership plans provide packages that act as additional benefits for employees in order to prevent hostility and keep a specific corporate culture that company managements want to maintain. The plans also stop company employees from taking too much company stock.Any queries related to this, visit us at www.wazzeer.comAlso read:https://www.wazzeer.com/blog/sha...