Wanted: Co-founder

Want to have the opportunity to positively impact the lives of millions of people worldwide and help them increase their quality of life?

Then maybe you should consider joining our new ambitious MedTech startup as a technical co-founder with an emphasis on software development.

We’re targeting a really big problem using innovative patent protected technologies, and we have already got the initial funding in place.

But we need YOU!

Who are you?

You’re an experienced software developer with a knack for developing apps and a few interesting and successful projects under your belt. You’re equally dedicated to the quality of your work, building a team to help you build it – and making a difference for our future customers.

Why co-founder? Because we want you to share the journey with us. And ultimately be very successful together. And yes, you will be compensated for it too.

Want to know more?

Book a slot for us to have an informal chat about the opportunity, you and why we might be a match made in heaven.

(Photo: Pixabay.com)

Interview more, not less

Hiring for a key role in a new startup is both interesting and frightening.

You get the opportunity to meet great people, who have invested time and interest in what you’re going to do, and you really need to make sure you end up with the right one.

It can be tempting to just interview a few people for the role to save time and go deeper than you can with more people. But actually you should do it the reverse; you should run more 1st interviews, be a bit less deep and just form your impression as you go along.

Why?

Because it will enable you to get the real feel for who’s going to be the right candidate. Just as you know when you’re in the same room with the person, you will know when you’re not. And those moments will also help you inform what’s needed for someone to be the right fit.

I am following this approach for the role of Head of Product for MedTech X, and I think it’s paying off. I am meeting lots of people, and steadily I get more crisp about what the right profile for the role is.

As I go through the interviews I keep a spreadsheet for myself, where I write down my comments and score tha candidates. I do that based on:

  • Skills
  • Experience
  • Chemistry (don’t ever underestimate that – especially in a startup)
  • Impact

I give everybody an average score based on the above and I supplement with comments. In that way I always have an overview, but more importantly: I can go back and revisit based on the next interview I do.

In that way I can refine my opinion on candidates and what’s crucial for the right one to have as I go along and without ever losing the bigger picture. And I can use the investment I make in meeting quite a lot of different people to the full effect – and ultimately hopefully get the right one.

(Photo: Pixabay.com)

Test your candidates

I am not only in the process of recruiting a Head of Product for our new MedTech X. I am also trying to find a new experienced UX/Designer for our inQvation Studio team.

The approach around recruiting is the same: Ditch the traditional job ad and application process and instead allow interested candidates to book an informal online interview so hear more and assess mutual interest.

The response has been pretty overwhelming with almost 20 interviews lined up so far.

It takes a lot of time, and you can debate whether it’s after all the right approach for a more junior role. But at least it gets the conversation going and get us in touch with some interesting candidates.

One of the things I have decided to do because of the interest is to develop a test for the candidates; a specific reallife test to assess how they think and what they produce in a ‘live situation’.

The candidates will be given a test that we ourselves have struggled with, i.e. solve it well and show us you have got what it takes to really make a difference in the team – which it is essentially all about.

The test both has a ‘thinking’ part and a ‘doing’ part. Both are super important to showcase for a candidate because it is what makes the complete team member.

We are not looking for someone to just do and not think. And we’re not looking for a thinker, who’s not a do’er.

We need and value the combo.

Candidates will be given a few days to complete and return the case, and it will be key to us deciding who to call back for a more in-depth interview.

After that? We shouldn’t be too far from a decision, which is all the more easier to make when you have a good, solid and ‘real’ test to look at.

(Photo: Pixabay.com)

We’re hiring!

At inQvation we have a lot of different projects in the pipeline. This includes a couple of projects that we feel strongly about in terms of potential to become new, great startups.

In order get these projects to market, I am hiring a new frontend developer for the Studio team. The right candidate has a couple of years of hands-on experience, an efficient toolbox and a personality that just want to ship things and see what happens in the market.

We work very experiment driven, so we will be doing everything from landing pages to MVPs (and potentially beyond if the project is right), and there is amble opportunity to have a personal impact on the work that we do as a team. We are ambitious, celebrate success and learn from failure, and if that sounds like a lot of fun for you too, then apply today!

(Photo: Shutterstock.com)

Join us!

If you are interested in working with turning ideas into viable startups, I have the perfect opportunity for you: Apply to become Growth Designer in our Studio team at inQvation.

We never know, when we start out with an idea, if it is going to fly or come crashing down on us. That is why we will be spending a lot of time and energy building, launching and analyzing experiments for a whole variety of ideas with the clear ambition to get to the real outstanding ones that truly stick and can form the basis for a worldclass startup. This is what we need you – our new Growth Designer – to help us with.

In order to be a good fit for the role, you need to be a teamplayer with a capital T. You need a decent toolbox for getting things done (pragmatism seriously valued), a solid curiosity coupled with tenacity. And a real ‘Can/Will Do!’ attitude to your work. We are ambitious, fast moving and just generally like to explore, build businesses and have fun doing so. So if it sounds like a fit, apply TODAY! I look forward to hearing from you.

(Photo: Pixabay.com)