How to Find the Perfect Startup Job [An Insider’s Guide to Finding, Vetting, and Negotiating]

Editor’s note: Today, NextView is excited to release this ebook from partner David Beisel. Below, find an excerpt and free download of How to Find the Perfect Startup Job.

Spend a few hours browsing content about startups, and one thing becomes painfully obvious: There’s a TON of it. And while plenty of it does a great job addressing the most common question I receive as a seed VC (how to secure funding), the second-most common question I get seems almost entirely missing from the clutter of content:

How do I find a great startup job?

At first glance, it’s easy to assume this is a problem strictly for “outsiders” — people who are new to startups and want in on the action. However, if you stop to consider the process, it can actually be both incredibly nuanced and surprisingly difficult for even the most plugged-in tech startup veteran. At NextView, we think a lot about hiring and talent placement, both informally through our networks and formally through systems we’ve developed to support our portfolio. As a result, we often hear questions like:

  • How can I run a smart process to find my next (or first) startup job?
  • How do I identify promising startups?
  • How do I evaluate and optimize specific opportunities and offers?

Most people in the startup world aren’t founders, but most written advice is for them.

So this resource is dedicated to a group that’s just as important: THE TEAM!

How to Find the Perfect Startup Job:

The First Rule of Startups: Not All Startups Are Created Equal

“I want to work for a startup.” It’s a common statement, but a “startup” can be very different things. The primary dimension on which startups differ is stage: Two people in a garage is definitely a startup, but so is a 30-person company growing with a second round of financing … and so is a 250-person company preparing for an IPO.

Thus, the first decision, and the most critical decision, of what type of startup to join is based on the current growth stage of the company. This selection is the most personal and subjective one, as it’s based on a person’s motivations for why they want to be a part of a startup in the first place (as opposed to just getting a job at XYZ company). Maybe you want to make an impact, work better in smaller teams, get excited about cutting-edge technology, have aspirations of becoming a founder and/or a startup CEO, etc.

Unfortunately, this juncture is where most people make a critical mistake that derails their search…


Continue reading by downloading the full guide:

Contents include:

  1. Matching your overall career goals and your near- and long-term objectives to the appropriate startup stages of growth.
  2. A simple but useful process and associated list of dos and don’ts for networking your way to the best fit.
  3. How to get the truth behind the vision, including four critical questions to ask startups.
  4. Negotiating your compensation — a helpful matrix for what levers to pull based on your seniority, as well as the one key data point you MUST learn before making a final decision.

Download your copy. Or flip through some major lessons in the SlideShare below.