As a future college graduate going to work at a startup, what should I expect?
Basically, I don't want to get screwed over when it comes down to negotiating my salary, being ill-treated, etc. I am going to be in software development (if that helps). I have interned at many companies before, but none have been startups.
3 comments
The good points:
Long hours, for one. Established companies will often accumulate 8-5'ers who do just enough to not get fired, and that's a deadly contagion. Late nights build team camaraderie and individual determination. Schedule your workout, errands, and siesta mid-day.
Perhaps lack of job security, if you are lucky. The only real security is knowing you can handle whatever comes. Do so with grace.
Likely an immature set of processes, or no process at all. Rather than wasting time with outdated documentation, or dragging folklore from petty fuedal Lords, you get to share in the creation of SOP. Be sure to document the process well, as it will allow you to spend less time in the future explaining it to each new hire.
You'll probably be expected to wear many hats. That is, develop, QA, maintain build systems, deal with customers, etc. Cross-training is job security at it's finest, for the current company and when seeking employment elsewhere.
A lot of this depends on how new the startup is and how many employees.
Now for the bad points:
The people you will be working with are about to hire someone who is more concerned with what to avoid instead of what to look forward to. It might explain why the person has interned at many companies, instead of one which ultimately hired them.
Long hours, for one. Established companies will often accumulate 8-5'ers who do just enough to not get fired, and that's a deadly contagion. Late nights build team camaraderie and individual determination. Schedule your workout, errands, and siesta mid-day.
Perhaps lack of job security, if you are lucky. The only real security is knowing you can handle whatever comes. Do so with grace.
Likely an immature set of processes, or no process at all. Rather than wasting time with outdated documentation, or dragging folklore from petty fuedal Lords, you get to share in the creation of SOP. Be sure to document the process well, as it will allow you to spend less time in the future explaining it to each new hire.
You'll probably be expected to wear many hats. That is, develop, QA, maintain build systems, deal with customers, etc. Cross-training is job security at it's finest, for the current company and when seeking employment elsewhere.
A lot of this depends on how new the startup is and how many employees.
Now for the bad points:
The people you will be working with are about to hire someone who is more concerned with what to avoid instead of what to look forward to. It might explain why the person has interned at many companies, instead of one which ultimately hired them.
Long hours, for one. Perhaps lack of job security. Likely an immature set of processes, or no process at all. You'll probably be expected to wear many hats. That is, develop, QA, maintain build systems, deal with customers, etc. A lot of this depends on how new the startup is and how many employees.
Now for the good points:
- likely very little bureaucracy
- usually very interesting projects
- the ability to pivot (change product direction) very quickly, so you won't be bored
- progressive environment
You may be offered a couple choices for compensation. For example, 1% of the company in stock & $80k or 0.5% stock and $85k.
Now for the good points:
- likely very little bureaucracy
- usually very interesting projects
- the ability to pivot (change product direction) very quickly, so you won't be bored
- progressive environment
You may be offered a couple choices for compensation. For example, 1% of the company in stock & $80k or 0.5% stock and $85k.
> what should I expect?
Understand that your startup leadership may be young themselves (under 35) and frankly still learning some basics about growing a business and dealing with people. Recommend reading For Your Improvement, a solid reference book on business competencies to put you ahead of the curve, http://www.goodreads.com/book/show/847538.FYI
Beyond the compensation package-- consider the experience you'll earn and industry contacts you'll make. And importantly, how you might be able to leverage those in the future. Ultimately, you drive your career development.
A point of strategy on salary negotiation, check your local benchmark salaries via Indeed.com as a basis. Entry-level developers in DFW are getting $64K. Also, highly recommend interviewing with 2-3 other companies for a more direct comparison on current opportunities. You may turn-up something else that's a better match.
Understand that your startup leadership may be young themselves (under 35) and frankly still learning some basics about growing a business and dealing with people. Recommend reading For Your Improvement, a solid reference book on business competencies to put you ahead of the curve, http://www.goodreads.com/book/show/847538.FYI
Beyond the compensation package-- consider the experience you'll earn and industry contacts you'll make. And importantly, how you might be able to leverage those in the future. Ultimately, you drive your career development.
A point of strategy on salary negotiation, check your local benchmark salaries via Indeed.com as a basis. Entry-level developers in DFW are getting $64K. Also, highly recommend interviewing with 2-3 other companies for a more direct comparison on current opportunities. You may turn-up something else that's a better match.