Putting put pen to paper two months after starting at Mountside Ventures.
I had formed an image of what individuals in VC were like primarily through late nights at university reading Paul Graham and Mark Suster essays; meticulous analysts, able to contextualise an often very abstract concept with financial and scientific precision.
I naively never thought emotional intelligence would come into play; the ability to look beyond numbers and act with a degree of empathy towards founders and their solution — I personally blame it on the constant state of panic of wondering what I wholeheartedly wanted to do after…
What a time to be an Angel in Europe! The pace of the current fundraising market has been remarkable, with Q2 alone witnessing early-stage funding reach £5.49b.
There are many angels out there that bring more than money. Not only do they plug the gap between company formation and the first institutional cheque, but they also provide value-add post-investment, through strategic advice and leveraging their networks.
The term ‘strength in numbers’ particularly applies to Angel Syndicates. Many professional angel groups have experienced members, an enhanced screening and diligence process and a strong track record of supporting fast-growing companies.
Employee Share Option Schemes (ESOPs) are important components of a company’s compensation strategy, and even more so at the early and growth stage. They require planning and careful consideration.
At a basic level, share options are a way of sharing company ownership with the wider team. It gives employees the right to purchase shares at a typically low specified price, by a specific date, in a promising early-stage business. The employee is under no obligation to buy, or “exercise”, any of their options.