Brad Feld

Tag: scaling

By definition, as a company scales rapidly, it adds people quickly. There are many things about this that are difficult, but a vexing one has to do with the leadership team.

Often times, the wrong people are in senior positions. The faster a company grows, or the less experienced the CEO is (e.g. a first time founding CEO), the more likely it is a problem. Per Fred Wilson’s famous post What A CEO Doesthis is one of the three key responsibilities of a CEO.

“A CEO does only three things. Sets the overall vision and strategy of the company and communicates it to all stakeholders. Recruits, hires, and retains the very best talent for the company. Makes sure there is always enough cash in the bank.”

I’ve slightly modified in my brain to be that a great CEO has to do three things well. These three things. They can be great at many other things, but if they don’t do these three well, they won’t be successful long term.

Let’s focus on “recruits, hires, and retains the very best talent for the company.” This is where the vexing part comes in. As a company grows from 25 to 50 to 100 to 200 to 500 to 1000 people, the characteristics of who is the very best talent in leadership roles will change. It’s rarely the case that your leadership team at 1000 people is the same leadership team you had a 25 people. However, the CEO is often the same person, especially if it’s a founder.

Stress on fast growing companies comes from a lot of different places. The one that is often the largest, and creates the most second order issues, is the composition of the leadership team. More specifically, it’s specific people on the leadership who don’t have the scale experience their role requires at a particular moment in time.

Take a simple example. Imagine a 50 person company. Now, consider a VP Engineering who has never worked in a company smaller than 5,000 people. His last job was VP Engineering on top of a division representing 25% of the development resources of a very large company, reporting up to the division president. By definition he has never worked in a company that grew from 50 people to 100 people in a 12-month period. He might argue that he’s seen that kind of growth within a segment of the company, but he’s never experienced it working directly for a CEO of a small, rapidly growing company.

In comparison, consider a VP of Engineering who has worked in three different  companies. She started with one that grew from 20 to 200 and was acquired. The next one grew from 5 to 100 and then shrunk again to 10 before being acquired. The one you are recruiting her from grew from 100 to 1000 while she was in the role and is still going, but she’s now tired of the larger company dynamic and wants to get back to a smaller, fast growing company.

Which one sounds like a better fit? I hope you chose the second one – she’s a much better fit in my book.

Now, here’s the magic trick – if you are a CEO who is interviewing for a new member of your leadership team, ask the person you are interviewing if they have every been in the same role as a company that grew from size -50% to +200% of yours. So if you are the CEO of the 50 person company, you are looking for someone who has been in at least one company that grew from 25 to 100 people. Ideally, they participated in growth to a much larger scale, but at a minimum they should bracket these numbers.

Now, ask her to tell you the story of the company, the growth experience, how she built and managed her team, and how she interacted with the rest of the team. Keep digging into the dynamics she had with the CEO, with other executives, and with the people who worked for her. Focus a lot on a size you will be in a year so you know how she’s going to handle what’s in front of her.

Remember – you are looking for competence fit and culture fit. By using this approach, you are exploring both, in your current and near term context.

There are two common ways to scale a system – horizontally or vertically. If you are a software engineer, you probably get this instinctively. If you don’t know what this is, let’s work with the simple Wikipedia definition which is pretty good.

  • Scale Vertically (or “scale up”): Add resources to a single node in a system, typically involving the addition of CPUs or memory to a single computer.
  • Scale Horizontally (or “scale out”): Add more nodes to a system, such as adding a new computer to a distributed software application.

Think of vertical scaling as building a bigger monolithic machine and horizontal scaling as add more machines to the system. Or, if you want a business construct, vertically scaling would be adding more people in one location while horizontal scaling would be creating a bunch of new locations, optimally with a similar footprint to the previous locations.

These two concepts are not mutually exclusive. You can scale vertically and horizontally at the same time. But while many contemporary technology approaches embrace scale horizontally, many business approaches are limited to primarily scaling vertically.

If you’ve spent any time with me, you know that scaling horizontally is a huge part of how I think. My entire world functions as a large and wide distributed network. However, for the past eight years, my partners and I at Foundry Group haven’t once scaled vertically (we haven’t added any partners since 2007 when we started) until we added Lindel Eakman as part of Foundry Group Next.

Our reach, network, visibility, and impact has grown significantly since 2007. As part of this, we’ve done many things to scale horizontally. Co-founding and helping build Techstars is an example of that. In addition, embedded in the Techstars growth model is a horizontal scaling strategy.

If you reflect on one part of Techstars – the accelerator programs – we’ve added the following new programs in 2015.

  • Techstars Mobility (Detroit)
  • Techstars Berlin (Berlin)
  • Techstars METRO (Berlin)
  • Techstars IoT (NYC)
  • Barclays (New York, South Africa and Israel)
  • Techstars Healthcare, in partnership with Cedars-Sinai (Los Angeles)
  • Techstars Retail, in partnership with Target (Minneapolis)
  • Virgin Media Accelerator (London)
  • Techstars Atlanta, in partnership with Cox Enterprises (Atlanta)

Each of these accelerators is based on the same model that we use to run all of the Techstars accelerator programs. We feel that we have mastery over an approach to a mentor-driven accelerator, run by a small team, in any geography around the world, that is another node on the ever expanding horizontal network that is Techstars. These programs don’t run in isolation – rather they are part of a horizontal scaling strategy based on a premise that you can build startups, and a startup community, anywhere in the world.

When you ponder Techstars’ acquisition of UP Global, especially if you think about how horizontal scaling and geography intersect, you get a glimpse of another layer of functionality that we just added to the horizontal scaling model. In addition to adding a bunch of new nodes, we also added new functionality to each node.

Remember that horizontal and vertical scaling are not mutually independent. Techstars growth from 55 employees at the end of 2014 to 131 employees as of today is happening on both horizontal and vertical dimensions. But the horizontal leverage that we’ve created, and figured out how to replicate, is as powerful as anything I’ve ever encountered in business.

I’m looking forward to 2016 on both dimensions.