Social Media Demographics

 

Here is a great infographic visually representing some very interesting data from the webs most popular social sites.

 

Crazy stat highlights:

 

  • The average facebook visit is 23 min. and 20 sec.
  • Average facebook friend count is 130 (would like to see age demographic breakdown of this)
  • 46% of facebook users are 45 or older
  • 36% of twitter users tweet 1/day (127 million active users)
  • 43.82% of Google+ users are single
  • 82% of Pinterest users are female
  • Pinterest is most popular in the southeast – Tennessee, Alabama, Mississippi, Kentucky (not surprising women, food, crafts, interior design, weddings… makes sense)
  • Linkedin’s gender breakdown is 50/50 split (150 million users)
  • 67% of Americans use Social Media to stay in touch with friends
  • 9% use it to make new friends

 

 

Infographic via Online MBA

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Adding Custom RSS Feeds Should Now Be Easier

 

We have been working to enhance the way we crawl and present custom rss feeds within retickr.  For those of you that have been waiting on us to add your own feeds, you can now do so – sorry for the hold up.  To add an rss feed you will need to navigate to the menu bar and under retickr select ‘add custom feed’.  Here you will paste the rss url from your desired website and hit enter.  Your feed will be presented within the retickr dashboard and you will then be able to drag that feed to your desired playlist/s.

 

 

If you have any questions please email us at feedback (at) retickr dot com

 

Learn more about using retickr on our tutorials page.

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Founders, Vesting, VC, Valuations, Different kinds of stock, and Retention Grants

 

I would highly recommend watching Fred Wilson’s live class on Employee Equity.  I regularly read Fred’s MBA Monday posts and this class covers some very valuable subjects for any first time entrepreneurs.  I have posted my notes below for any interested parties, but there is a more readable breakdown here (keep in mind these notes were taken on a first time watch and are not meant to be the basis of your thesis).

 

  • If anyone goes to the pay window, everyone goes to the pay window (JLM)
  • Dilution:  A few cofounders start and own 100% of the company and as you hire and take on more money you will get diluted.
  • If you are there at the beginning you get diluted the most.
  • Founders have 100% (2,3,4 people)
  • Founding team (engineers, designers, etc) give them 5% (so founders are now 95%)
  • original seed investors (family, angel) invest and get 10%
  • Everyone dilutes by 10%
  • Founders now = 85.5 (95%*.9)
  • Founding team now = 4.5% (95% * .9)
  • Product is in the market and you are going to do a venture round and they will make you do an option round
  • You now create an options round of 10% for new employees
  • dilute another 10%
  • seed goes to 9% (10% of 10%)
  • founding team goes to 4.05 (10% of 4.5)
  • founders go to 76.95% (10% of 85.5)
  • Now VC’s want 20%
  • Seed goes to 7.2% (9% * .8)
  • Founding team goes to 3.24% (4.05% * .8)
  • Fouders go to 61.56% (76.95% * .8)
  • While your ownership is going down, your companies value should always be going up (as well as stock price)
  • Vesting: you earn your ownership/equity over time
  • employees/founding team/founders all should have vesting
  • Employess typically vest over 4 years (an = amount each year over 4 years, 25% a year over 4 years)
  • often with a 1 year cliff vest which means you get no vesting until the first full year. Then you vest 25% and after you maybe vest monthly or quarterly
  • You do this to protect yourself from key hires that turn our to be bad.  Find out fast and don’t let them stick around for 11 1/2 months before you let them go (if you do give them some vesting percentage)
  • Founders stock is STOCK, not options.  You will not have a tax issue when first getting started.
  • When giving someone stock, you are giving them something of economic value and you will have to pay taxes on that.
  • EX: if you give someone 1000 shares worth 10  dollars each, you will be giving them $10,000 worth of stock and they would have to pay taxes on that.
  • Restricted stock: Stock with a vesting schedule and other restrictions like they can’t sell it without giving the company first right of refusal etc.
  • Options: This allows you to give shares without giving the new hire a huge tax burden up front.  You say here is 10,000 shares that are worth $1 a share (locked in price) so if the shares end up being $20 a share and they execute their purchase the can then make 19$/share.
  • Strike Price:  Board of directors would decide what the fair market value of the company is worth, say $1 a share and they would issue it at $1.  (409a now determines most peoples strike prices)
  • 409a: IRS said you should have a 3rd party decide your fair market value of common stock price.
  • 409a: The floor value that the equity is worth
  • Exercising options is a taxable event, thus RSU’s were born
  • RSU’s: the promise to give employees restricted stock at some future date, usually at a liquidity moment. Going public or getting bought.  Thats when the shares become actionable
  • Not marketable in the second market.  If you leave and you have vested 50% then you always have this until liquidity moment and they are still subject to dilution.
  • After the Founders>Founding team> and Seed investors you will want to move away from giving up %’s of the company (you can end up diluted the hell out of yourself if you don’t) and you will want to move to $ value of equity.
  • Dollar value of equity:
  • 1) you put a $ value on your company (what you really think its worth) say $25 mil
  • 2) put your company into buckets and issue multiplier
  • Senior Team (except CEO, COO, President) .5x-1x
  • Director/Junior level: .25x-.5x
  • Key Hires (hard to hire and hard to attain): .1x-.25x
  • All others:  .05x-.1x
  • Ex:  CFO makes: $250,000 * (one of the multipliers; in this case senior team) .75% (what was good for our company) = $187,500 (dollar value of the equity that you are going to offer this CFO)
  • 3) How many shares outstanding: 10mm
  • 4) Divide #1/#3 and you get a stock price of $2.50 a share (CFO example has 75,000 shares: These will be struck at whatever the 409a valuation is which will hopefully be a lot lower than your estimate of #4 $2.50
  • Retention Grants:  Equity vests after 4 years.  There stock vests and they walk out the front door and go work for someone else.  You want to keep them so…
  • retention grants should be implemented 2 years after hiring founding team and definitely after non-founder employees and every 2 years after.
  • They should be at 1/2 of what the sign on date would be today (CFO example of 75K (@$2.50) will be 37.5K)
  • Again, retention grant should be half of what the sign on grant would be if the person was hired today using above formula with todays value.
  • Don’t let employees get 3/4 or totally vested before you offer retention grants.
  • Retention grants are a 4 year  vest also (keep your employees around)
  • For LLC’s you would create a separate class of membership units in which to issue your key players (senior guys). Non-voting units with vesting attached
  • you could reform as a Ccorp.

 

Closing remarks: “The sooner you can stop talking about equity in percentages and the sooner you can start talking about it in Dollars is the sooner you are going to own more of your company.”

 

In preparation for these classes Fred made a list of other suggested reading materials.  I read through all of them pretty quickly and I would suggest that you do the same.  The outline makes it very simple to read through and its a great (free) way to learn this stuff.

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Updated/ More Detailed Privacy Policy

Hello Friends,

It’s important to us to keep our users ‘in the know’ – both with the most relevant updates & personalized news; but also when we change things here @retickr.

Today we’ve unveiled a new Privacy Policy.  Have a glance – it is really straight forward.

Also, if you’re interested in what we do & who we are, check out the aptly titled “Who are we” section.

Thanks All, and please send any questions/ comments to feedback [at] retickr.com

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Marketing Rebuttal – Addressing the 4Ps (thanks Dad)

Last week, I got an awesome email from my Dad re: our (specifically my) recent posts on Marketing/ Customer Service.

 

It was awesome, because in a way only parents can do, he said “you’re right – but you’re really wrong, and here is why” – like I said, only parents can do that, well, nicely.

 

Basically, he wrote me an email/ essay on how I was describing marketing as a far too narrow concept and in the spirit of presenting the whole story on our blog, we need to give the full story.  He made some great points and thus this rebuttal post has been simmering in my brain for 5 days.

 

My Dad hasn’t been in school since the 70’s but he immediately referred me to the 4P’s  and how they relate to our company. I am strongly convinced I have not thought of the phrase “4 P’s of Marketing” since I was a sophomore in college.  However, if you’re company is building that go-to-market strategy for biz plan, investors, or just to have on the garage wall while you’re hacking a product…in hindsight I think its definitely worth it.

 

So, how does a concept now over 50 years old relate to an internet startup? (Note: For some marketing majors this may be a painful experience of reliving slides given by some TA in college – My Apologies).  If you are already a “mrkting” pro – skip the 5 sections and the history lesson.

 

Product – A product (whether a good/ service or an app/ API) should be created to satisfy the needs of customers.  At retickr , our product is personalized news.

 

Today, many founders/ VCs will start with a problem (what must be “satisfied” or “fixed” or “hacked”) – @retickr, our problem is information overload & too much content.  We believe this problem drives users to demand a product to deliver the news that they care about, which we believe we can do by intelligently filtering out the noise.

 

Defining the product is harder than it seems.  So be aware and mentally force your team to focus on what creates value for the customer.  A ticker is great and novel and helpful for many users – but without the personalized filters, algorithms, and API to distribute the news – its just another ticker.

 

Price – Price is obviously the amount a customer pays for a product.  There’s some backlash regarding services and networks like retickr opting for a “free” pricing strategy.  There could be an entire series of essays on pricing strategies (we won’t go there).

 

Aside: As barriers to entry continue to shrink, and thus the cost of building a product decrease, startups will continue to build first and “make money” later – which definitely has pros and cons.  VCs will get more from spraying “angel” dollars on multiple companies, and won’t push hard for quick returns until the pendulum of funding swings far to the other side, and every VC wants a profitable company in 6 months.

 

And of course a lot of people say – Oh well, you’re just put ads up or sell people’s data to monetize…Not necessarily true.  Free can evolve into a premium option into a pay-for product (think Dropbox).  Its worth noting that “price” – in my opinion – can be listening to the ads on Pandora to avoid paying to listen.  A price I’m willing to pay by being marketed to.

 

Promotion – Here is where I rubbed my Dad the wrong way – only focusing on the allegedly sexy, “Mad M en” side of marketing.  And while promotion is a key segment, I still assert that far too often the “marketing guy” says, “we’ll get a TC article, 50,000 signups, and then our viral coefficient will kick in”…right, I’m sure it will.

 

Promotion is how you spread the word about your product, its benefits, why its better than competitive products, and overall how you establish your brand. Jared and my previous posts both focused heavily on this P, which you can read about in our other posts. <LINK>

 

Place – Place is extremely important.  Place is the distribution method of your product.  How customers can get it.  Distributing software/ apps/ games is something that has evolved very quickly.  Ten years ago when I went to get the new Sim City, I went to Walmart or Best Buy.  Today if I’m buying a game, I go to the Mac /iPhone/iPad App store(s).

 

For us, the distribution channel, reliability, and market confidence for utilizing the Mac App store to allow customers to get their hands on our product just made sense – especially for the early release of our ticker as we built our API and personalization.  It made managing our “supply chain” very easy in many aspects.

 

R & D (my Dad added this, saying simply 8“the concept should continually be evolving”) – Functionality, UX/ UI, and a cycle of innovation in a product or concept should never stop.  The needs of the customer/ market should drive consistent improvement in your product (and company – lest you wake up one day and become Yahoo).

 

Imagine if as mobile phones increased in computational power and functionality, no one ever reassessed the UI of the device? (no iPhone).  R&D is a crucial role of the marketing department – they should be closest to the customer, and thus best situated to begin the feedback cycle.

 

So, to tie this off – marketing is not simply “how will you get users”.

 

It should be a living, breathing, evolving aspect of your company.  A lot of people use the term “baked in” – which I love, because it gives you the mental imagery of putting in ingredients (that while maybe invisible) add the perfect distinct flavor that make the whole dish.

 

Marketing is not dead, just bemoaned, and as long as startups intend to create, distribute, and innovate– there will be a need for marketing.   Terms have changed, focus has shifted, but when you distill down to the basics, the core pillars still stand  today.

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