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- Herausgeber: John Wiley & Sons
- Kategorie: Fachliteratur
- Serie: Techstars
- Sprache: Englisch
One of the greatest challenges for startup teams is scaling because usually there's not a blueprint to follow, people are learning their function as they go, and everyone is wearing multiple hats. There can be lots of trial and error, lots of missteps, and lots of valuable time and money squandered as companies scale. Matt Blumberg and his team understand the scaling challenges--they've been there, and it took them nearly 20 years to scale and achieve a successful exit. Along the way they learned what worked and what didn't work, and they share their lessons learned in Startup CXO. Unlike other business books, Startup CXO is designed to help each functional leader understand how their function scales, what to anticipate as they scale, and what things to avoid. Beyond providing function-specific advice, tools, and tactics, Startup CXO is a resource for each team member to learn about the other functions, understand other functional challenges, and get greater clarity on how to collaborate effectively with the other functional leads. CEOs, Board members, and investors have a book they can consult to pinpoint areas of weakness and learn how to turn those into strengths. Startup CXO has in-depth chapters covering the nine most common functions in startups: finance, people, marketing, sales, customers, business development, product, operations, and privacy. Each functional section has a "CEO to CEO Advice" summary from Blumberg on what great looks like for that CXO, signs your CXO isn't scaling, and how to engage with your CXO. Startup CXO also has a section on the future of executive work, fractional and interim roles. Written by leading practitioners in the newly emergent fractional executive world, each function is covered with useful tips on how to be a successful fractional executive as well as what to look for and how to manage fractional executives. Startup CXO is an amazing resource for CEOs but also for functional leaders and professionals at any stage of their career." --Scott Dorsey, Managing Partner, High Alpha
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Table of Contents
Cover
Title Page
Copyright
Dedication
Foreword
Part One: Introduction
Introduction
Chapter 1: The Nature of a CXO's Role
Chapter 2: Scaling a CXO
Part Two: Finance and Administration
Chief Financial Officer
Chapter 3: In the Beginning: Laying the CFO Foundation
Chapter 4: Fundraising
Preparing for a Fundraising Event
The Pitch Deck
Chapter 5: Size of Opportunity
Chapter 6: Financial Plan
Chapter 7: Unit Economics and KPIs
Chapter 8: Investor Ecosystem Research
Chapter 9: Pricing and Valuation
Chapter 10: Due Diligence and Corporate Documentation
Chapter 11: Using External Counsel
Chapter 12: Operational Accounting
Accounting Rules Implementation
Chapter 13: Treasury and Cash Management
Chapter 14: Building an In‐House Accounting Team
Chapter 15: International Operations
Chapter 16: Strategic Finance
Sales
Service
Marketing
Legal
Chapter 17: Other Areas to Partner With
Chapter 18: High Impact Areas for the Startup CFO as Partner
Interest to Order: Order to Cash
Chapter 19: Board and Shareholder Management
Chapter 20: Equity
Equity Management
Secondary/Tender Transactions
409a Valuations
Chapter 21: Mergers and Acquisitions (M&A)
Buy‐Side
Sell‐Side
Chapter 22: Bonus Section: What We Used for Our Internal Systems When We Started Bolster
Selected Systems
Chapter 23: CEO‐to‐CEO Advice About the Finance Role
Signs It's Time to Hire Your First CFO
When a Fractional CFO Might Be Enough
What Does Great Look Like in a CFO?
Signs Your CFO Isn't Scaling
How I Engage with the CFO
Part Three: People and Human Resources
Chief People Officer
Chapter 24: Values and Culture
Chapter 25: Diversity, Equity, and Inclusion (DE&I)
Chapter 26: Building Your Team
Chapter 27: Organizational Design and Operating Systems
Chapter 28: Team Development
Chapter 29: Leadership Development
Chapter 30: Talent and Performance Management
Chapter 31: Career Pathing
Chapter 32: Role‐Specific Learning and Development
Chapter 33: Employee Engagement
Chapter 34: Rewards and Recognition
Chapter 35: Reductions in Force
Chapter 36: Recruiting
Chapter 37: Onboarding
Chapter 38: Compensation
On Decision Making
Chapter 39: People Operations
Processes
Chapter 40: Systems
Conclusion
Chapter 41: CEO‐to‐CEO Advice About the People/HR Role
Signs It's Time to Hire Your First Chief People Officer
When a Fractional Chief People Officer Might Be Enough
What Does Great Look Like in a Chief People Officer?
Signs Your Chief People Officer Isn't Scaling
How I Engage with the Chief People Officer
Part Four: Marketing
Chief Marketing Officer
What Is Marketing, Really?
Chapter 42: Where to Start
Building and Maintaining a Brand
Chapter 43: Generating Demand for Sales
Market Research
Competitive Intelligence
Technology
Metric Definition
Chapter 44: Supporting the Company Culture
Recruitment Marketing
Internal Communications
Employee Engagement
Chapter 45: Breaking Down Marketing's Functions
Brand
Digital
Chapter 46: Events
Types of Events
Event Planning
Partnering with Sales
Pre‐Event
Event Execution
Post‐Event
Using Data
Chapter 47: Content and Communications
Public Relations
Content Creation
Gated Versus Ungated?
Chapter 48: Product Marketing
Deliver
Create
Analyst Relations
Enable
Chapter 49: Marketing Operations
Technology
Process
Measurement
Strategic Planning
When to Start Marketing Operations
Chapter 50: Sales Development
Sales or Marketing?
Leadership
Where to Start
A Note on Working with Agencies
Chapter 51: Marketing as a Partner/Collaborating with the Rest of the C‐suite
Chapter 52: Building a Marketing Machine (Scaleup)
Growing Your Team
Execute Across Channels
Broaden Your Reach
Final Thoughts
Chapter 53: CEO‐to‐CEO Advice About the Marketing Role
Signs It's Time to Hire Your First CMO
When a Fractional CMO Might Be Enough
What Does Great Look Like in a CMO?
Signs Your CMO Isn't Scaling
How I Engage with the CMO
Part Five: Sales
Chief Revenue Officer
Chapter 54: In the Beginning: From Prospect to Customer
Chapter 55: Hiring the Right People
Chapter 56: Profile of Successful Salespeople
Chapter 57: Some Myth Busting
Chapter 58: Compensating Sales Team Members
Incentive Compensation Revisited
Chapter 59: Pipeline
Chapter 60: Scaling the Sales Organization
Chapter 61: Scaling Your Team Through Culture
Chapter 62: Scaling Sales Process and Methodology
Chapter 63: Scaling the Operating System
Chapter 64: Marketing Alignment
Chapter 65: Market Assessment and Alignment
Chapter 66: Expanding Distribution Channels
Chapter 67: Geographic Expansion
Chapter 68: Pricing and Packaging
Pricing
Packaging
Final Thoughts
Chapter 69: CEO‐to‐CEO Advice About the Sales Role
Signs It's Time to Hire Your First CRO
When a Fractional CRO Might Be Enough
What Does Great Look Like in a CRO?
Signs Your CRO Isn't Scaling
How I Engage with the CRO
Part Six: Business/Corporate Development
Chief Business Development Officer
To Create a CBDO or Not?
Chapter 70: How to Make the Biggest Impact as a CBDO
Chapter 71: Building Your Influence Internally
Chapter 72: Building Your Influence Externally
Chapter 73: Where Internal and External Meet: Your Relationship with Your CEO
Chapter 74: Influence Meets Operating System
Chapter 75: Develop External Trust for the Company
Chapter 76: Build Your Influence in Strategy
Chapter 77: Building Your Influence in Business Development
Outbound
Inbound
Chapter 78: When Things Go Wrong in a Partnership…and They Will
Chapter 79: Geographic Expansion
Chapter 80: M&A: Buy Side
Chapter 81: M&A: Sell Side
Final Thoughts
Chapter 82: CEO‐to‐CEO Advice About the Business/Corporate Development Role
Signs It's Time to Hire Your First CBDO
When a Fractional CBDO Might Be Enough
What Does Great Look Like in a CBDO?
Signs Your CBDO Isn't Scaling
How I Engage with the CBDO
Part Seven: Customer Success/Account Management
Chief Customer Officer
Welcome to the New World
Chapter 83: Five Misperceptions
Chapter 84: Startup Customer Success Organization
Chapter 85: Scaling the Service Organization
Chapter 86: Timing: When to Hire Your Team
Chapter 87: Customer Segmentation and Journey
Segment Your Customers
Set an Appropriate Customer Experience for Each Segment
Coordinate with Sales
Chapter 88: Understanding Customers
Chapter 89: Understanding Customers Through Metrics
Onboarding Phase Metrics
Activation Phase Metrics
Use Phase Metrics
Renewal
Chapter 90: Foundations of a Great Customer Service Organization
Data
Technology
People
Chapter 91: Building an Effective Team
Chapter 92: Partnering with the Organization
Chapter 93: Five Eternal Questions
1 How Should I Structure Variable Compensation for the Customer Success Team?
2 Who Does the Upsell?
3 Doesn't the Customer Service Organization Own Churn?
4 Shouldn't We Charge for Onboarding Services?
5 Where Does Customer Advocacy Live?
Summary
Chapter 94: CEO‐to‐CEO Advice About the Customer Success Role
Signs It's Time to Hire Your First CCO
When a Fractional CCO Might Be Enough
What Does Great Look Like in a CCO?
Signs Your CCO Isn't Scaling
How I Engage with the CCO
Part Eight: Product and Engineering
Chief Product Officer and Chief Technology Officer
Chapter 95: The Product Development Leaders
Chapter 96: Product Development Culture
Types of Development Cultures
Chapter 97: Technical Strategy: Proportional Engineering Investment and Managing Technical Debt
Chapter 98: Shifting to a New Development Culture
Things to Consider
Chapter 99: Starting Things
Things to Consider
Chapter 100: Hiring Product Development Team Members
Interviewing
Onboarding
Bootcamps
Chapter 101: Increasing the Funnel and Building Diverse Teams
Chapter 102: Retaining and Career Pathing People
Chapter 103: Hiring and Growing Leaders
Other Things to Consider
Chapter 104: Organizing, Collaborating with, and Motivating Effective Teams
Example 1: Quality
Example 2: Unified Product Development Organization
Example 3: Impedance Mismatch
Things to Consider
Chapter 105: Due Diligence and Lessons Learned from a Sale Process
People
Team
Product
System Overview
Privacy/Security
IP and Legal Risks
Costs
Risk Assessment
Chapter 106: Selling Your Company: Preparation
Preparation
Chapter 107: Selling Your Company: Telling the Story
Conclusion
Chapter 108: CEO‐to‐CEO Advice About the Product/Engineering Role
Signs It's Time to Hire Your First Chief Product Officer
When a Fractional Chief Product Officer Might Be Enough
Signs It's Time to Hire Your First Chief Technology Officer
When a Fractional Chief Technology Officer Might Be Enough
What Does Great Look Like in a Chief Product or Technology Officer?
Signs Your Chief Product or Technology Officer Isn't Scaling
How I Engage with the Chief Product or Technology Officer
Part Nine: Privacy
Chief Privacy Officer
The Rise of the Privacy Officer
Chapter 109: The Role of Privacy Officer
Chapter 110: Privacy Advice for Startups
Chapter 111: Legal Documents
Privacy Policy
Internal Privacy Policy
Terms of Service
Chapter 112: The European Union
Chapter 113: Data Mapping
Chapter 114: Data Breach
Chapter 115: Least Privileged Access
Chapter 116: Employee Training Engagement
Chapter 117: Building Your Privacy Team in a Startup
Chapter 118: Building Your Privacy Team as You Scaleup
Chapter 119: Certifications
Chapter 120: Assessments
Final Thoughts
Chapter 121: CEO‐to‐CEO Advice About the Privacy Role
Signs It's Time to Hire Your First CPO
When a Fractional Chief Privacy Officer Might Be Enough
What Does Great Look Like in a Chief Privacy Officer?
Signs Your CPO Isn't Scaling
How I Engage with the CPO
Part Ten: Operations
Chief Operating Officer
Types of COOs
A Few Common Areas for the COO
Chapter 122: CEO‐to‐CEO Advice About the Operating Role
Complexity or Crutch?
Part Eleven: The Future of Executive Work
Chapter 123: The Future of Executive Work
Welcome to the Executive Gig Economy
Chapter 124: Fractional Chief Financial Officer
The Need
The Structure
The Role
The Skills
The Exit
Chapter 125: Fractional Chief People Officer
Fractional HR Tasks
Startup or Established?
Transitions
Qualities of a Fractional HR Person
Chapter 126: Fractional Chief Marketing Officer
Fractional Opportunities for CMOs
Qualities of a Fractional CMO
Fractional Opportunities for Companies
Chapter 127: Fractional Chief Revenue Officer
Becoming a Fractional Executive
Finding Fractional Roles
Cautionary Advice
Chapter 128: Fractional Chief Revenue Officer
Qualities of a Fractional CRO
What to Expect as a Fractional CRO
The Good Part
Chapter 129: Fractional Chief Business Development Officer
Alignment
Objectives
Trust
Passion
Chapter 130: Fractional Chief Customer Officer
Things to Figure Out Quickly
Should You Pursue a Fractional Role?
Why Companies Need Fractional Executives
Chapter 131: Fractional Chief Product/Technology Officer
Getting Started in a Fractional Product Role
What Does a Fractional Product Person Do?
Advice for Companies
Final Thought
Chapter 132: Fractional Chief Privacy Officer
Qualities of a Fractional Privacy Officer
What a Fractional Privacy Officer Does
Advice for Companies
Conclusion
Epilogue
References
Acknowledgments
About the Authors
Contributors
Index
End User License Agreement
List of Tables
Chapter 3
Table 3.1 Key foundational tasks.
Chapter 26
Table 26.1 Critical roles.
Chapter 95
Table 95.1 Responsibilities for product development areas at key stages.
Part Ten
Table P10.1 Types of COO.
List of Illustrations
Chapter 42
Figure 42.1 The Bolster logo.
Chapter 52
Figure 52.1 The centralized dashboard with KPIs.
Chapter 96
Figure 96.1 Type of development culture.
Guide
Cover Page
Table of Contents
Begin Reading
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STARTUPCXO
A Field Guide to Scaling Up Your Company's Critical Functions and Teams
Matt Blumberg with Peter M. Birkeland
Copyright © 2021 by Bolster Network and Matthew Y. Blumberg. All rights reserved.
Published by John Wiley & Sons, Inc., Hoboken, New Jersey.
Published simultaneously in Canada.
No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per‐copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750‐8400, fax (978) 646‐8600, or on the Web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748‐6011, fax (201) 748‐6008, or online at www.wiley.com/go/permissions.
Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.
For general information on our other products and services or for technical support, please contact our Customer Care Department within the United States at (800) 762‐2974, outside the United States at (317) 572‐3993, or fax (317) 572‐4002.
Wiley publishes in a variety of print and electronic formats and by print‐on‐demand. Some material included with standard print versions of this book may not be included in e‐books or in print‐on‐demand. If this book refers to media such as a CD or DVD that is not included in the version you purchased, you may download this material at http://booksupport.wiley.com. For more information about Wiley products, visit www.wiley.com.
Library of Congress Cataloging‐in‐Publication Data is Available:
ISBN 9781119772576 (Hardback)
ISBN 9781119774068 (ePub)
ISBN 9781119774075 (ePDF)
Cover Design: Wiley
This book is dedicated to the entrepreneurs, founders, and leadership teams in startups and scaleups everywhere who are constantly striving to do better so they can turn ideas into products and companies that transform communities, markets, and the world.
If you want to go fast, go alone. If you want to go far, go together.
—African proverb
I haven't come this far, only to come this far.
—Unknown
Foreword
As a first‐time tech founder and CEO at ExactTarget, one phrase kept ringing through my head: “I don't know what I don't know.” Even with 10+ years of business experience and a freshly minted MBA degree, I had so many blind spots having never built software, raised venture capital or even led a multi‐functional organization. Filling in these gaps took many years and lots of trial and error.
One of my gap‐filling strategies was to learn from other CEOs going through similar highs and lows of scaling their company. On this journey, I was fortunate to meet Matt Blumberg. As CEO of Return Path, Matt was building a high growth company in the same digital marketing industry as me. I was impressed by his leadership, strategic thinking, and commitment to helping other entrepreneurs. We became fast friends and we both looked forward to learning from one another.
Matt was always gracious and willing to take my call or have dinner together. Our conversations covered every topic imaginable from leadership to board management to strategic partnerships to international expansion. My advice to entrepreneurs and leaders—build your peer network and spend time developing and nurturing these relationships. While board members and advisors are an important source of knowledge, learning from peers can be invaluable.
One of the highlights of my relationship with Matt was when we were both invited to the White House to witness President Obama signing the Jumpstart our Business Startups Act (or JOBS Act) in April of 2012. With bi‐partisan support, the law opened up crowdfunding for startups and streamlined the IPO path. ExactTarget had just gone public two weeks prior so I knew the benefits that the JOBS Act would bring to entrepreneurs. But what I didn't know in April 2012 was that the event would foreshadow my relationship with Matt and how we would work together supporting entrepreneurs and startup ecosystems.
Fast forward to 2021. We are facing unprecedented challenges in the world and the need for innovation and leadership has never been greater. CEOs and functional leaders need tools and resources to accelerate their learning curves and the learning curves of those around them. Speed of learning, thought, and action are more important now than ever. This is why I am so excited about Matt's latest book, Startup CXO.
Startup CXO provides a comprehensive field guide to starting and scaling tech companies. Really, the information is super helpful to any company. It provides a “book within a book” framework to enable and empower readers to jump into any section as needed. And it's written by practitioners who provide tons of tangible advice and actionable insights. By reading this book, I believe that leaders will be better equipped to build great companies and anticipate what's around every corner.
In my view, the best CEOs have a grasp of all functions. They can go a mile wide and a couple inches deep. They hire A+ talent and build a culture that brings out the very best in people. They understand how Sales and Marketing fit together, they value HR, Finance, and Legal and understand their interdependencies, they have a clear vision for how Product and Engineering fit together, they know how to be aggressive and how to manage risk, and so much more.
So, Startup CXO is an amazing resource for CEOs but also for functional leaders and professionals at any stage of their career. The best functional leaders and professionals understand that cross‐functional teamwork is everything. It's so important to have insight and empathy for how other areas of the organization operate. The big picture is needed to see how all of the puzzle pieces fit together.
I feel so lucky that through our venture studio, High Alpha, I have the opportunity to work with Matt and his leadership team as we build Bolster—a talent marketplace for startup and scaleup tech companies. We are living and applying the concepts and lessons contained in this very book!
My wish for you is that reading Startup CXO minimizes your “I don't know what I don't know” list; that it accelerates your development, your curiosity, your ability to ask the right questions, and helps you surround yourself with the right talent. My wish is that you dream big, lead with purpose and integrity, and master your craft. I hope—and believe—that Startup CXO will be a helpful companion for you on your company‐building journey.
Good luck!
Scott DorseyManaging Partner, High AlphaApril 2021
Part OneIntroduction
Matt Blumberg
Introduction
After selling Return Path, and finishing up the second edition of Startup CEO: A Field Guide to Scaling Up Your Business, my colleagues and I at our new startup Bolster started envisioning a new book as a sequel or companion to Startup CEO.
Simply put, the first book left me with the nagging feeling that it wasn't enough to only help CEOs excel, because starting and scaling a business is a collective effort. What about the other critical leadership functions that are needed to grow a company? If you're leading HR, or Finance, or Marketing, or any key function inside a startup, what resources are available to you? What should you be thinking about? What does “great” look like for your function? What challenges lurk around the corner as you scale your function that you might not be focused on today? What are your fellow executives focused on in their own departments, and how can you best work together? If you're a CEO who has never managed all these functions before, what should you be looking for when you hire and manage all these people? If you're an aspiring executive, from entry‐level to manager to director, what do you need to think about as you grow your career and develop your skills? And if you're a board member or investor, what scorecard or metrics are you using to ensure your companies and investments are achieving greatness?
That was the origin of this new book, Startup CXO: A Field Guide to Scaling Up Your Company's Critical Functions and Teams. This book is a “book of books,” with eleven separate, detailed Parts, one for each major function inside a company, each composed of several discrete short chapters outlining the key playbooks for each functional leadership role in the company. Because it covers CFOs, CMOs, CPOs, etc.—we landed on “Startup CXO” as the name.
America's “startup revolution” continues to gather steam. There are increasing numbers of venture capital investors, seed funds, and accelerators supporting increasing numbers of entrepreneurial ventures. While there are a number of books in the marketplace about CEOs and leadership, and some about individual functional disciplines (lots of books on the topic of Sales, the topic of Product Development, and the like), there are very few books that are practical how‐to guides for any individual function, and none that wrap all these functions into a compendium that can be used by a whole startup executive team. Very simply, each Part in this book will serve as a how‐to guide for a given executive, and taken together, the book will be a good how‐to guide for startup executive teams in general. The eleven Parts are:
Part 1
Introduction (
Chapters 1
and
2
)
Part 2
Finance and Administration (
Chapters 3
–
23
)
Part 3
People and Human Resources (
Chapters 24
–
41
)
Part 4
Marketing (
Chapters 42
–
53
)
Part 5
Sales (
Chapters 54
–
69
)
Part 6
Business/Corporate Development (
Chapters 70
–
82
)
Part 7
Customer Success and Account Management (
Chapters 83
–
94
)
Part 8
Product and Engineering (
Chapters 95
–
108
)
Part 9
Privacy (
Chapters 109
–
121
)
Part 10
Operations (
Chapter 122
)
Part 11
The Future of Executive Work (
Chapters 123
–
132
)
We also have a number of ancillary materials—templates and charts—that would normally be included in an Appendix. Because the book is already over 600 pages we decided to provide that material externally on our Startup Revolution website: “http://www.startuprev.com” www.startuprev.com.
This book carries my name as its principal author, and although I'm writing parts of it and editing it, I'm not THE author, I'm AN author. That's an important point. The book has a very large number of contributors and external reviewers and you'll probably notice a different “voice” for each Part. That's what you should see with multiple authors, but despite the various perspectives, we're all focused on providing a playbook for each functional area including the mistakes we made, what we would do differently, and what worked really well. Each Part has one or two principal authors who have the experience, credibility, and expertise to share something of value with others in their specific functional disciplines—most of my Bolster co‐founders are writing Parts, and the others are being written by former Return Path executive colleagues or members of Bolster's network. And that is a good lead‐in to a few caveats before you embark on the book.
First, although most of the book is being written by former Return Path executives, it is not meant to be the Return Path story. Every author here has 20–30 years of experience working at multiple companies of different sizes and at different stages and in different sectors on which he or she is drawing. It's also not the story of Bolster, the new company that a number of us started earlier this year, although Startup CXO is pretty closely related to Bolster's business of helping assess and place on‐demand CXO talent.
Related, this book is based on the experience of the contributors—as with Startup CEO, for the most part, that means U.S.‐based tech or tech‐enabled services businesses. Most of us have more B2B experience than B2C, although a number of us have both. Some of the authors write a lot about people, some write a lot about process, some are philosophical, some are more practical and tactical. They reflect the nature of those functions and the nature of the writers of those Parts. I hope the book proves to be timeless and that it spans cultural and industry boundaries but there will be some inherent limitations based on our own experience.
A few notes on language. We realize that not every leadership role in a startup is actually a “C”‐level role. Sometimes the most senior person running a functional department is an SVP, a VP, or even a Director or Manager. But Startup Functional Leader is a lousy title for a book. There are also some elements of language worth noting up front. First, we got a lot of feedback from people we trust and respect on how to handle gender pronouns, and unfortunately, the feedback was not consistent—some felt we should alternate masculine and feminine pronouns, and some felt we should go with the plural. Others thought we should use female pronouns to compensate for what has historically been a male‐dominated perspective. Given the lack of an obvious standard here, for this book, we chose to use the gender‐neutral plural terms (even though it looks a little funny to a grammar stickler like me). Second, we use the words startup and scaleup in the book without precise revenue‐based or employee‐count‐based definitions, but you should assume that startups are smaller companies, whereas scaleups are ones that have already reached some meaningful level of critical mass. Third, we use terms like “executive team,” “leadership team,” and “executive committee” interchangeably to refer to a company's senior‐most group of leaders. Finally, we frequently refer to the concept of an “operating system.” I talk about this at length in Startup CEO, but basically, it means—whether for a person, a team, or a company—the collection of meeting and communication routines and operating practices that form the cadence of a team's work.
A final note about the roles we selected for this book. We tried to stick with the basics: Heads of Finance, Marketing, Sales, Customer Service, Product/Technology, HR/People, Business Development, and Privacy. Some of these don't necessarily exist in all companies, for example, a lot of B2C companies don't have a dedicated Head of Sales, and instead a lot of the responsibility for revenue generation sits within Marketing or Business Development. And not everyone has a Head of Privacy or data protection (although these days, most companies probably should). These Parts are still worth reading, as someone in your company will be fulfilling those responsibilities. There are certainly other C‐level roles you'll find in large companies, and even in smaller ones that we could have added but chose not to—mainstream ones like Chief Information Security Officer and General Counsel, and even newer niche ones like Chief Diversity Officer and Chief Sustainability Officer. And there are plenty of roles in other industries that this book skips entirely for now, like Manufacturing and Logistics. Just because we don't cover a role in this book doesn't mean we don't value it … we just had to draw the line somewhere. We also had a lengthy discussion before writing the book about what to do with the role of COO (Chief Operating Officer). Because the responsibilities associated with the COO role vary widely company by company, we landed on including a single small chapter to just talk about the different types of COO out there. Most of the functions covered by COOs are covered elsewhere in the book, or in Startup CEO.
Because Startup CXO is a book of books, and designed as a field guide, it's not necessary to read it from front to back, although you certainly can. The choice of the words “Field Guide” in the subtitle was deliberate because a field guide is a handy resource that you quickly consult. On the continuum of written works, you have a dictionary on one end (understand the meaning of words) and a book on the other end (understand ideas and concepts). A field guide sits right in the middle. A field guide has elements of definitions, ideas, and concepts, but the main purpose is to help the reader identify something, understand it quickly, and be able to apply what they've read to their situation. If you aren't reading cover to cover, read the two general chapters up front and then pick and choose. Pick your own function if you're a CXO and start there. Then move on to the function of one of your colleagues where maybe you're having some kind of friction at the moment, so you can build empathy with that colleague. We've organized the contributions into closely related groups like corporate (Finance, HR), go‐to‐market (Marketing, Sales, Business Development, Customers), and product (Product, Privacy, Operations) to help you learn about functions that likely interact with each other extensively.
If you're a CEO, you could start with the function you “grew up in” and then move on to whatever function you need to hire, or you're most concerned with, or even the one that's working the best so you can gain some additional insight into why—and how to replicate that success in other places. I also have a “CEO‐to‐CEO Advice” section at the end of each functional Part and in those I share my thoughts on what “great” looks like for each CXO, signs that your CXO isn't scaling, and how I engage with the CXO. CEOs, Board members, and investors can quickly get an overview and understanding of each function by reading those.
Regardless of what role you play in a company and what experience you bring to the role, I hope this book speaks to you and inspires you in some way—that it's a playbook for something meaningful to you. If you're a CEO, maybe it will help you figure out who to hire or how to more effectively manage a direct report by telling you what “great” looks like for that function. If you're a functional leader in a startup, maybe it will help you focus on some aspect of your role you hadn't thought about yet. If you're an aspiring leader, maybe it will give you some insight into the kinds of steps you need to take in order to grow your career. Whichever persona you are, on behalf of all of the book's contributors, we hope you gain some insight, and we thank you for reading Startup CXO.
Chapter 1The Nature of a CXO's Role
I was struck by something as I read over the nearly complete manuscript of Startup CXO for the first time: each CXO believes that their part of the business is the most important part. And they make a compelling set of arguments:
Shawn
: If you don't have a good product, you don't have a business.
Anita
: If you don't have revenues, you don't have a business.
Ken
: If you don't develop the ecosystem, you don't have a business.
Nick
: If you don't generate market opportunities, you don't have a business.
George
: If you don't create exceptional customer experiences, you don't have a business.
Cathy
: If you don't recruit, train, and develop the right people, you don't have a business.
Jack
: If you don't have the cash, you don't have a business.
Dennis
: If you don't bake privacy in at the beginning, you don't have a business.
We had a debate years ago at a Return Path Board meeting as to whether we were a sales‐driven business or a product‐driven business—and more important, whether we should be one or the other. Two of our Board members, both of whom I respect tremendously, were anchoring the different points of view, Scott Petry, on the product side, talking about how successful Apple was at getting customers to camp out overnight to be the first ones to buy the newest iThing; and Greg Sands, on the sales side, talking about how successful Oracle was at getting product into the hands of customers. I took a devil's advocate point of view in the conversation, true to our operating philosophy at Return Path, which was that HR/People was the most important function because we were a people‐driven business.
So, who is right? Are the best companies sales‐driven, product‐driven, people‐driven, or something else? Which of the CXO's functions is the most important? My answer is—they all are important, just in different ways, at different times, and in different combinations. While it's the CEO's job to balance the functions out—to figure out which lever to pull at which time, it's the CXO's job to be at the ready when their lever is pulled. And that gets to the important question of what the nature of a CXO role is, and why those roles can be tricky. CXOs have three principal jobs that they must keep in balance at all times, although there is a clear priority in my mind of the three jobs.
CXOs are first and foremost members of the company's Executive Team. They must, must, must put that team, understanding of the different functions, and the relationships on it at the top of their agenda. They shouldn't show up on the team only advocating for their own team. CEOs must insist on that behavior and mentality. Without it, a company simply can't function sustainably. This concept is one that we have always called the First Team concept, and it's articulated very eloquently by Patrick Lencioni in a number of his books, particularly in The Five Dysfunctions of a Team and The Advantage. As members of the Executive Team, all CXOs are accountable to each other for the success of the business as a whole and must partner with each other to achieve that success.
CXOs are also the head of their respective functional departments. They must carry the flag of their team and wave it proudly throughout the organization, especially when working with their teams. They are the functional role model, the functional mentor, and the functional decision‐maker for the people on their functional team. To be an effective leader, they must be The Quintessential X (sales professional, engineer, marketer, etc.).
Finally, CXOs are company leaders. They are role models for company values. They should always be on alert for things that are going well or going poorly around them. Things that need attention or recognition. Situations that need calming down. Guests who are sitting unattended in the office lobby. Delivery people who need a check signed and who need to be tipped. Putting the new bottle of water onto the water cooler. You get the idea. Company leaders have the actual and moral authority to step outside of their departments and handle things as they need to be handled, regardless of which employees are involved.
Chapter 2Scaling a CXO
Congratulations, you just got promoted from Director of X to CXO! You're now in charge of a whole functional department, you now report to the CEO, you're now on the Executive Committee. You have a whole bunch of direct reports that either represent the team you used to lead or yesterday were your peers. You've reached the pinnacle of your career in X function. The only other ways to grow your career vertically are to lead your function at a larger and larger company, or to become a CEO. Wow!
That feeling of euphoria is wonderful. I remember having it when I worked at MovieFone and became the head of marketing and product management instead of just the “Internet guy.” It definitely led to a nice celebratory night out in Manhattan with friends.
But then, the reality set in the next morning. Uh oh. I've never done this job before. Maybe I know how to do 25% of it. I'm only 26 years old. Is anyone going to respect me? I have so much to learn. Can I fake it? How on earth did I find myself here? This phenomenon is called the Imposter Syndrome, and it's totally normal. In fact, if you grow your career quickly, it would be weird not to have at least a touch of it.
The good news is, you're not the first person to be promoted to an executive role for the first time (and of course you're not the last, either). Every single executive, at any company, had their first executive role at some point. While there's some credence to the expression “fake it till you make it,” there's a more methodical approach you can take to scaling yourself as a CXO—or if you're the CEO, to helping your new CXO scale. Think of the journey in three steps that can be taken in any order.
First, master the tactics. You need to understand all of the things that happen in your department. Some, you will know well because they're the ones you've done over time. Some you won't know at all. Make sure you do a complete inventory of the functional competencies for your role and all the roles reporting to you. Depending on how organized your company is with job descriptions and what's often known as a RACI (responsible‐accountable‐consulted‐informed) analysis, this may be as easy as pulling something off the shelf and having a series of meetings with the people on your team to walk you through what they do. If your company isn't that organized, you may want to take the opportunity to proactively build that kind of functional competency/RACI list for everything in your team. That is no small exercise, but it's one that will pay back massive dividends. As one of my long‐time colleagues and the writer of the CRO/Sales Part of this book, Anita Absey, says, “What gets measured gets managed.” I'd add to that: if you don't know something even exists, you can't begin to measure it, let alone manage it!
Second, form your strategic approach. Every single function in a company has tactical and transactional elements to it—and every single function can be ONLY tactical if you let it. That's the lowest common denominator. HR can be about benefits and payroll. Sales can be about pipeline management and closing deals. Marketing can be about blog posts and SEO. A transactional focus is especially true of corporate functions like HR and Finance, but it's true of all functions. But just as every function has its tactical elements that must be attended to, every function CAN be strategic. As you settle into your new role, and as you grow into the role of senior executive and learn the First Team lesson of putting the needs of the business before the needs of your department, you will be able to start thinking more holistically about the business and how your department fits into it, so when your CEO pulls the lever that indicates they need your team to step up and lead, to be strategic on some topic, you are ready. What does it mean to be strategic vs. tactical? It's the difference between eating what's on your plate and planning out next week's menu. What are the ways in which your function can produce competitive differentiation for the business? What are the frameworks that will guide your decision‐making about resource allocation or prioritization? How can you best support the other departments in the company? Those are the kinds of things you need to master in step 2. As my colleague Dave Wilby once said about one of the teams he was managing, “We have to figure out how to be the nose, not the tail.”
Finally, look around the corner to see what's next for you and for your team. Senior executives constantly need to be toggling between different execution and planning horizons. You need to make your goals this quarter, and to make them, you have to hit daily or weekly activity metrics and milestones. But what about next quarter? Or next year? Or what happens if your company doubles in size in the next six months and is set to double again? Start by revisiting that functional competency/RACI list from step 1 and stress‐test every element of it. Ask yourself, What must be true of this line item when the company is twice its current size? While you have to develop and scale as a leader—with all that goes into that in terms of soft skills—the only way to scale yourself as a CXO is to understand what great looks like for your role at the next stage of the company's life, and make sure you don't get there after your company needs you to.
All three of these steps—mastering the tactics of your department, forming your strategic approach, and understanding what's next—are things you may be able to do on your own to a point. That said, they will all go more quickly and with a higher probability of success if you engage your CEO, your Head of HR, members of your Board, or outside mentors or coaches to assist you on your journey.
Part TwoFinance and Administration
Jack Sinclair
Chief Financial Officer
There's no one path to the role of “startup CFO” and it's likely that anyone with that title could have taken one of many paths to get there. Some come from an accounting background, they have a CPA and possibly have experience as a controller, mastering accounting systems, GAAP rules, and providing accurate and timely financials. Other startup CFOs have had experience in investment banking, focusing on mergers and acquisitions, initial public offerings, and key performance indicators (KPIs) before jumping over to the finance team of a company. And some, like myself, come from an unrelated field. I came to the role of startup CFO from consulting where I learned strategic analysis, competitive benchmarking and, most importantly, helping clients as a partner to solve problems. I also had a two‐year experience starting a company, where a friend and I tried to start a business creating corporate finance software. There were a lot of learning lessons there as well, especially that I should not be a primary coder in the business. Overall an effective CFO has to eventually master all of the basics—the accounting and finance requirements of the role—but often your early days as a startup CFO will focus on where you came from. And more often than not, a first‐time “Head of Finance” has to learn the areas they do not have expertise in on the fly.
Coming from the consulting world, I was missing a lot of the standard skills that CFOs need to have. I had never made a journal entry, never closed the accounting books, never formed a corporate entity in a foreign country, and never managed a cross‐functional team. I had a lot to learn and luckily was able to do a lot of it on the job. But while I was missing some of the standard CFO skills, I had deep experience and skills in some of the hard‐to‐teach things like financial analysis, competitive benchmarking, thinking strategically, and managing transactions. And, I was instinctively drawn to what I now believe is the secret to a great startup CFO: the concept of “Finance as a Partner.”
Most people, both in and out of Finance, think of the Finance division as either a gatekeeper to financial resources, or they think of us as the people who require budgets and justification for internal funding. If you accept the definition that Finance acts only as an approval gate, or a speed bump to getting things done, or a black hole for requests, you're limiting yourself and your team to the bare routine tasks of the role and your organization on a whole will not operate as smoothly as it can. I have always thought that Finance should be a partner to the organization and that mind shift, from making requests to working collaboratively with others both on finance issues but also on general business questions, is critically important for the Finance function and the company.
The other mind shift that is required if you're a startup and you want to help accelerate your company's growth, is that you'll have to constantly look for new innovations, new technologies, new ways of doing things. Too often decisions are made simply because that is the way they were always done and these outdated rules lose their effectiveness. For example, a requirement that people work in the office 40 hours a week was not possible in 2021, given the COVID‐19 pandemic. That's an extreme example, of course, but there are a lot of “rules” that made sense when they were created but lose their effectiveness over time. So, try to let go of these perceived guardrails and rules … and help teach others to do so as well.
Organizations can't scale if investments are not clearly understood or if areas of the business, such as Product and Marketing, suffer from lack of analytic support. If you're not a partner to the business, Finance will be seen as a speed bump, as a drag on growth rather than an accelerator of growth. Being seen as a gatekeeper, as a speed bump, can come from the best intentions of people in your company because they often see Finance as the guardian of cash. Also, since startups are often losing money while they get to scale and figure out their product‐market fit, careful management of cash is a priority. As the CFO in a startup, it's easy to just say “no” to people who want an exception or stick blindly to your budgeted spend. But if you approach the role differently, if you operate as a partner and ask others what Finance can do to help provide them the right information at the right time to make the best decisions, the organization is able to scale much more effectively.
An important part of collaborating with others as partners is to enable other functions to be more self‐sufficient and you do this by teaching them about finance and by helping them learn how to make an effective business case. Most people won't be well‐versed in finance. Some people might even have a fear of finance, and they may think that they're not good with numbers. Your number one job with helping your company scale is to help people learn how to best think about the issues of investing, measuring, making data‐based decisions, and managing financial resources. By taking on the mindset of enabler, of teacher, or helper, the startup CFO can develop a stronger grasp of which systems are needed, where data has to live, what analytic support is required, what types of training are required, and how investments can be made for a greater impact. You should also embrace being taught. Asking questions of other areas to better understand their function and challenges will help make an effective partnership. An effective startup CFO should keep the collaborative “partner” model in mind as they build their team, their systems, and their processes. And strive to create an environment where there are no surprises.
Chapter 3In the Beginning: Laying the CFO Foundation
The earliest days of the startup are a constant battle between doing things the “right way” and being scrappy. The CFO is going to face the same quandary many times, and for many decisions: do you go the fast, cheap, and easy route, or do you spend more money, take more time to weigh options, and socialize your decision with a lot of stakeholders so that you can create scalable data stores and processes?
During these first few months, you will face countless decisions every day and the choices you make will reverberate for years. A small example is keeping excellent Board meeting minutes. If you're a C‐corp, or even an S‐corp, you'll have to have Board meetings and you'll need to take minutes of the meeting. It's easy when you start out to not take it completely seriously since you might have three people on the Board and you might just log the date, time started and finished, people present, and the results of any votes. Not a big deal when you're starting out, but fast forward to a time when you're considering a financing, merger, acquisition, or being acquired. Now it's a different story because now every document will be scrutinized by lawyers for accuracy, thoroughness, and as a window into how you operate your business. During our early Return Path days, I needed to painfully reconstruct what was discussed at a number of our early Board meetings the week before the next one. And then go through signing each one before due diligence during a transaction. From then on I always took minutes during the meeting and filed and signed them right after, and kept them in a consistent place. I could have saved myself a lot of time and trouble if I had done it right when we started.
Every business will have unique processes that are critical to a strong foundation but there are a handful of areas that will be important for all businesses, like the Board minutes I mentioned and others such as:
File storage and management
Initial interest to closed sale (“interest to order”)
Order to cash
Chart of accounts
HR information system (HRIS)
Employee expense policy
Option grant policy and budget
Federal and state registrations
Sales tax
As a startup you will want to be as scrappy as you can be but you don't want to skimp on these key areas in Table 3.1.
Table 3.1 Key foundational tasks.
Key foundational tasks
Definition
File storage and management
How you electronically store all of your important corporate documents, signed client documents, non‐disclosure agreements (NDAs), etc. It is a good idea to have a different process for your core corporate documents (Articles of Incorporation, Stock Purchase agreements, etc.), your company documents (leases, compliance filings, tax returns, etc.) and sales and business development agreements.
Interest to order
The journey of every contact and sales lead all the way to a closed deal. The most effective way of illustrating this is via a flowchart. The flowchart tracks a lead as it moves through the sales cycle eventually becoming an order. The flowchart will include all automations, like email triggers and alerts, and also include all manual touch points and process owners. This is helpful to understand all of the systems and databases and also highlight areas that are a source of likely data entry errors or bottlenecks in the process.
Order to cash
This process tracks what happens once a sale closes, all the way to collection. It can include how information gets sent to your financial system, customer provisioning, revenue recognition, deferred revenue tracking, and accounts receivable management.
Chart of accounts
Whatever accounting system you choose will have a default set of accounts that you use for bookkeeping. The only certain thing is that the default settings, at least for your Profit and Loss statement, will be wrong for your business. It is worth taking some time in the very beginning to think about what revenue and cost accounts you will want and how you want to categorize them. Keep in mind that your reporting requirements will be a helpful guide to the accounts and their structure.
HRIS (Human Resources information system)
