Test-2005

The above pages are critical for marketing, transparency, legal, or other reasons and must be completed in most cases before we can do a “Public Release”.

Startup Company Positions

Remember, we are a startup company, currently with a staff of less than 10. But we are growing rapidly. The following personnel requirements are being researched and written so that we can fill them.

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Why so many C-Level Executives?

These fancy titles serve two purposes;

1. Startup Appointments
   These positions are part of a strategy to involve and compensate on a performance basis. These executives are all to be recruited early in the life of the company. So each is chosen for their ability to understand, plan, implement, and manage the subject matter.
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   NOTE: They are responsible for selecting and training management and staff for each respective division of the company. Effectually, they start by taking responsibility, and do it themselves, working out the details together with the  V.P. of Business Planning. Then replace themselves, while retaining the upper management title and responsibilities.
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2. Subject Matter Focus
   Placing executives responsible for these specific positions is about ensuring that the details of each department are under a microscope. That we are in fact, not just on paper, actually paying attention to each particular business function.
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3. Shortage of High-level Talent
   In our industry (SaaS), many of the positions we must fill, are highly sought-after. Offering a candidate, a better title than the more-traditional VP role can often push an ‘on-the-fence candidate’ to be more likely to sign. ‘Looks good on a resume too’, not to mention these are potentially long-term founder positions, with lifetime benefits to be earned (stocks, royalties, etc.), and the potential for good press.

Summary

Additionally, this company was specifically visioned and is being developed on the “The No-Fail” Corporation strategy, which requires that all top-level management be paid on a performance basis only for the first 1-2 years.

This means that they will NOT receive a CASH salary until the company has generated sufficient income to support the salaries due. Rather, these people will receive instead NON-CASH compensation for all work done prior to qualifying for a CASH salary, ie; stock, warrants, royalties, etc.

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