Danae Shell and Vicky Brock discuss startup culture, why startup founders have to take responsibility for deliberately creating the culture in their business, and how building balanced, consistent teams can enable startups to thrive in an uncertain, complex environment. Danae explains why setting context is a far more useful employee skill to seek than vision-setting, and why there'll be no room for rockstars or genius a***holes in her new startup.

We cover commercial validation and product market fit and why this time round neither of us will be raising angel or VC investment for our new startups until we're certain that we have it:

"One of the key lessons I have learned so far is... for the love of God do not take scale up money until you are ready to actually scale, and you know in your bones that you are actually ready to scale. Because as soon as that scale up pressure comes, if you are still trying to iterate through anything that comes before scaling, you are just creating an ulcer or worse."

Danae Shell, is a veteran startup employee about to become a founder for the first time. A native Tennessean, she is a programmer-turned-marketer who has been part of the Scottish tech scene for 15 years, working at scale-ups Barrie & Hibbert and FreeAgent before their successful exits. Most recently was Chief Marketing Officer at Care Sourcer, scaling their marketing strategy and teams.

In this episode we discuss the lessons we have both learned across multiple tech startups, and what we will and won't be doing in our latest ventures as a result. We dive into the ways we'll be flexible, keep costs to a minimum, create a very deliberate startup culture, and build teams of consistent "doers" in order to get something in front of users as quickly as possible.

The blog post mentioned is the episode is: "Startup founders. You don't need adult supervision"

It’s been a while! I have been busy getting Vistalworks - my startup number 5 - off the ground and I know you know how all consuming that job is. But we’re 9 months in, the first version of the technology is live, I have an amazing team - and you’re questions keep coming (as do mine!) So it felt like the right time to record another 10 Entrepreneur Agony Aunt episodes, the first of 2019, starting with this one.

Building successful teams, and attracting, rewarding and retaining talent is the most requested topic on this podcast - even more so than funding - and in this episode we explore hiring interns and your first junior staff.

My guest is Joy Lewis, CEO of Adopt An Intern. AAI has just placed their 1500th candidate into paid work and in Scotland is the go-to choice for startups making their first hires. Supporting startups and socially-driven organisations to find the right candidates is in their DNA - I use them for my junior hires and I can’t recommend them and the talent they have helped us find highly enough.

Joy Lewis founded Adopt An Intern in 2009 and ran it as a programme within the Centre for Scottish Public Policy until 2012 when she it spun out to become a not-for-profit company. Since then AAI has widened their message of inclusive employment beyond internships to permanent positions and various social impact projects, including breaking down barriers for disabled graduates, women returners and Scotland’s growing minority ethnic population, promoting equality of opportunity in the UK job market.

In the episode we discuss:

- How to think about and prepare for your first hires
- What a good brief of candidate requirements looks like
- Why pay matters and what fair looks like in a cash strapped startup
- What does diversity and equality of opportunity mean, how do you create it, and why does diversity matter so much in a startup?
- Interviewing inexperienced staff, when you’re not necessarily that experienced yourself
- What next once you've found your intern/hire if you've never managed people before
- Tips to help more experienced founders build productive teams