application, including a one minute <a href=https://www.ycombinator.com/"https://www.ycombinator.com/video//">video introducing the founders and explaining what their startup does. Here’s the original DoorDash video:</p>\n<p><iframe loading=\"lazy\" width=\"560\" height=\"315\" src=https://www.ycombinator.com/"https://www.youtube.com/embed/Rzlr2tNSl0U/" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen></iframe></p>\n<p>Providing a concise explanation of what you are doing and why is the key to a great application video, and the DoorDash founders clearly succeeded at that. Even more impressive is the fact that now, over seven years later, the what and why of DoorDash remains the same, including their commitment to helping local businesses succeed. This quote from their <a href=https://www.ycombinator.com/"https://www.sec.gov/Archives/edgar/data/1792789/000119312520292381/d752207ds1.htm/">S-1 perfectly matches the application video: &#8220;DoorDash has always been about helping local businesses succeed, more so than about food delivery. As students at Stanford, we canvassed the Bay Area asking dozens of local businesses what they needed to grow their business. When they shared the challenges related to delivery, we were surprised. Delivery was not a new idea, yet outside of New York City in the United States, very few businesses offered it.&#8221; You know it was a good application video when the same pitch can be reused in the S-1.</p>\n<p>Once the applications are all reviewed, we invite the top startups in for a ten minute interview. I first met and interviewed the DoorDash founders on Friday, April 26, 2013. My notes described them as simply, &#8220;<a href=https://www.ycombinator.com/"https://blog.doordash.com/combining-two-great-companies-doordash-to-acquire-caviar-9c427721f775/">Caviar for Palo Alto&#8221;, and mentions that they &#8220;brought cookies&#8221;. Arguably, my first DoorDash delivery.</p>\n<p>The company was not yet incorporated or funded, they didn&#8217;t have an app (only a website at http://www.paloaltodelivery.com/), they had only launched a few months prior (initially just a landing page with a phone number), and had completed just 217 deliveries.</p>\n<p>The business was anything but proven, but they were doing exactly the right things: delivering food, and talking to customers, restaurants, and potential drivers. Success would require solving the difficult challenge of satisfying all three groups of people. They were doing most of the delivery themselves at that point, so they had good insight into the practical difficulties of picking up food and getting it delivered to customers on time.</p>\n<p>I wish I could say that I knew right then and there that they would be a huge success, but I did not. At the conclusion of interviews, we stack-ranked all of the new companies, and I placed DoorDash in the bottom half of the batch.</p>\n<p>Months later, my skepticism remained. Here’s one of my notes from June 24, 2013: &#8220;So far, nothing is working that well. They need to keep trying a lot of different experiments to figure out user acquisition&#8230; I just want an app where I can order from anywhere and they make it all magically happen. Also, refrigerator magnets.&#8221;</p>\n<p>I really wanted them to make refrigerator magnets. They wisely ignored that bit of advice.</p>\n<p>But they kept trying new ideas, and finally on July 16, 2013 I noted: &#8220;Growing fast (up to about 35 orders/day from 19 two weeks ago). Figuring out how to acquire users and have good retention. Just started expanding to MV. Seem much more focused and energetic.&#8221;</p>\n<p>And then I became a customer! July 23, 2013: &#8220;We used them for dinner a few days ago and it was great! (though they didn&#8217;t include a refrigerator magnet :() We need to make them succeed so that I can keep getting food delivered to my house.&#8221;</p>\n<p>Later that week they had their big <a href=https://www.ycombinator.com/"https://techcrunch.com/2013/07/26/y-combinator-backed-doordash-delivers-food-quickly-in-south-bay-hopes-to-expand-beyond-food//">TechCrunch launch</a>. That was followed by <a href=https://www.ycombinator.com/"https://www.ycombinator.com/demoday//">Demo Day</a> in late August. Here’s their pitch:</p>\n<p><iframe loading=\"lazy\" width=\"560\" height=\"315\" src=https://www.ycombinator.com/"https://www.youtube.com/embed/YNAOXokK--o/" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen></iframe></p>\n<p>Many investors were skeptical, and they didn&#8217;t make it onto the list of <a href=https://www.ycombinator.com/"https://techcrunch.com/2013/08/20/y-combinator-demo-day-summer-2013//">top picks</a> from Demo Day, but fortunately they were able to <a href=https://www.ycombinator.com/"https://techcrunch.com/2013/09/30/door-dash-raises-2-4m//">raise a seed round</a> and keep growing.</p>\n<p>Although the formal Y Combinator program only lasts three months, we continue meeting with and supporting the founders for many years. In the case of DoorDash, that included helping them to raise a <a href=https://www.ycombinator.com/"https://techcrunch.com/2014/05/22/doordash-17-3m-sequoia//">Series A</a>, inviting them back to speak to newer batches of startups, and <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/tony-xu//">sharing their insights</a> with the broader startup community. Through our <a href=https://www.ycombinator.com/"https://www.ycombinator.com/continuity//">YC Continuity</a> fund we also have the ability to further support our companies by investing in their later rounds of funding.</p>\n<p>In early 2016, Continuity made one of its first big bets, investing in the DoorDash <a href=https://www.ycombinator.com/"https://medium.com/@DoorDash/127-million-more-ways-to-move-doordash-forward-e22d86739a56/">Series C</a>. This was <a href=https://www.ycombinator.com/"https://www.forbes.com/sites/briansolomon/2016/03/22/what-its-like-to-raise-127-million-as-silicon-valleys-bubble-bursts/?sh=57aad9922f22\%22>not the easiest time</a> to raise money, and it took many months for the round to come together. At the time, Amazon and Uber, two very large and very formidable competitors, had both just started doing food delivery, and people questioned whether DoorDash could survive. Although the odds were clearly against them, I had seen them continually growing and improving from the very start, and strongly believed that they could overcome those odds. Unlike Amazon or Uber, they were 100% focused on this, and had been for years. Never underestimate a great team that stays focused, and continues to improve day after day, year after year.</p>\n<!--kg-card-end: html-->","comment_id":"1104594","feature_image":null,"featured":false,"visibility":"public","email_recipient_filter":"none","created_at":"2020-12-09T01:19:35.000-08:00","updated_at":"2021-10-20T10:52:20.000-07:00","published_at":"2020-12-09T01:19:35.000-08:00","custom_excerpt":null,"codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a710b6","name":"Paul Buchheit","slug":"pb","profile_image":"/blog/content/images/2022/02/PB.jpg","cover_image":null,"bio":null,"website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/pb/"}],"tags":[{"id":"61fe29efc7139e0001a71152","name":"Founder Stories","slug":"founder-stories","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/founder-stories/"}],"primary_author":{"id":"61fe29e3c7139e0001a710b6","name":"Paul Buchheit","slug":"pb","profile_image":"https://ghost.prod.ycinside.com/content/images/2022/02/PB.jpg","cover_image":null,"bio":null,"website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/pb/"},"primary_tag":{"id":"61fe29efc7139e0001a71152","name":"Founder Stories","slug":"founder-stories","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/founder-stories/"},"url":"https://ghost.prod.ycinside.com/doordash-from-application-to-ipo/","excerpt":"DoorDash is the first company that I’ve had the opportunity to follow all the\nway from YC application to IPO, so to celebrate I thought it would be fun and\ninteresting to share what a great company like DoorDash looks like at the\nearliest stages.\n\nMeeting startups at the very start of their journey is one of my favorite parts\nabout working at YC. By the time a company is successful enough to IPO, the many\ndoubts and uncertainties of the early stage startup are largely forgotten,\nreplaced with a ","reading_time":4,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null},"mentions":[],"related_posts":[{"id":"6335e2416c330f000113fac3","uuid":"35201943-5292-4030-906c-00e0478b0141","title":"First Five Launches with Whatnot","slug":"first-five-launches-with-whatnot","html":"<p>Today <a href=https://www.ycombinator.com/"https://www.whatnot.com//">Whatnot (<a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/whatnot/">W20) is a lively platform where collectors can buy, sell, go live, and geek out with other like-minded people across a wide variety of product categories. But, like every startup, the founders of Whatnot began with only an idea. YC’s <a href=https://www.ycombinator.com/"https://twitter.com/anuhariharan/">Anu Hariharan</a> sat down with the co-founder and CEO of Whatnot <a href=https://www.ycombinator.com/"https://twitter.com/grantlafontaine?lang=en\%22>Grant LaFontaine</a> to discuss their first five launches.</p><p>The takeaways are below, and the interview can be watched on <a href=https://www.ycombinator.com/"https://www.youtube.com/watch?v=OKD0IAcwMig\%22>Youtube.

00:40) Launch #1 Takeaway</strong></p><p>Build the buyer side of the marketplace – even if you have to hack your way there.</p><p>To build a great marketplace experience, both sides of the Whatnot marketplace had to be built out. Buyers would come, but only if sellers listed inventory. In the early days, the founders would list products on Whatnot that they didn’t have (i.e. fake listing), and when the item would sell, they’d purchase it on eBay.</p><p><strong>(<a href=https://www.ycombinator.com/"https://youtu.be/OKD0IAcwMig?t=266\%22>04:26) Launch #2 Takeaway</strong></p><p>Increase your returning visitor rate through creative marketing campaigns.</p><p>Whatnot launched with only a website and found it was not engaging enough for consumers to visit frequently. To solve this, they developed an app and a growth channel to push traffic to the app, called <a href=https://www.ycombinator.com/"https://www.facebook.com/watch/?v=2488270838055833\%22>Whatnot Drop</a>. Whatnot Drop was a raffle for Funko Grail, and consumers could load up on raffle tickets by sharing referral code and content assets that would draw people back to Whatnot.</p><p><strong>(<a href=https://www.ycombinator.com/"https://youtu.be/OKD0IAcwMig?t=377\%22>06:17) Launch #3 Takeaway</strong></p><p>Work with trusted influencers in the community.</p><p>Whatnot worked with a Funko Pop influencer who was trusted by the Funko Pop fanbase. The influencer created a Youtube video talking about their experience on Whatnot, which helped the audience trust Whatnot as a reputable marketplace for collectibles.</p><p><strong>(<a href=https://www.ycombinator.com/"https://youtu.be/OKD0IAcwMig?t=439\%22>07:19) Launch #4 Takeaway</strong></p><p>Build the seller side of the marketplace by encouraging high sell-through rates.</p><p>Whatnot delivered more sales to sellers by building a cross listing tool. Every seller on Whatnot could easily have their inventory cross listed to their eBay account – delivering more sales for sellers. </p><p><strong>(<a href=https://www.ycombinator.com/"https://youtu.be/OKD0IAcwMig?t=626\%22>10:26) Launch #5 Takeaway</strong></p><p>Experiment with new content formats to drive traffic.</p><p>Whatnot built and launched a live shop feature – a first in the collections industry. The seller tool was built into the product, so it was simple for sellers to go live on Whatnot and talk about their products to the community.</p>","comment_id":"6335e2416c330f000113fac3","feature_image":"/blog/content/images/2022/09/Screen-Shot-2022-09-29-at-1.06.17-PM.png","featured":true,"visibility":"public","email_recipient_filter":"none","created_at":"2022-09-29T11:21:53.000-07:00","updated_at":"2022-10-06T08:59:59.000-07:00","published_at":"2022-09-29T13:43:30.000-07:00","custom_excerpt":"Like every startup, the founders of Whatnot began with only an idea. YC’s Anu Hariharan sat down with the co-founder and CEO of Whatnot Grant LaFontaine to discuss their first five launches, and how they helped shape the company into a billion dollar marketplace today.","codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a7106f","name":"Y Combinator","slug":"yc","profile_image":"/blog/content/images/2022/02/yc.png","cover_image":null,"bio":null,"website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/yc/"}],"tags":[{"id":"61fe29efc7139e0001a71172","name":"Video","slug":"video","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/video/"},{"id":"61fe29efc7139e0001a71170","name":"Startups","slug":"startups","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/startups/"},{"id":"61fe29efc7139e0001a7114c","name":"Company Building","slug":"company-building","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/company-building/"},{"id":"61fe29efc7139e0001a71152","name":"Founder Stories","slug":"founder-stories","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/founder-stories/"},{"id":"6228d9671c7f270001e3c0e0","name":"#13208","slug":"hash-13208","description":null,"feature_image":null,"visibility":"internal","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/404/"}],"primary_author":{"id":"61fe29e3c7139e0001a7106f","name":"Y Combinator","slug":"yc","profile_image":"https://ghost.prod.ycinside.com/content/images/2022/02/yc.png","cover_image":null,"bio":null,"website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/yc/"},"primary_tag":{"id":"61fe29efc7139e0001a71172","name":"Video","slug":"video","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/video/"},"url":"https://ghost.prod.ycinside.com/first-five-launches-with-whatnot/","excerpt":"Today Whatnot (W20) is a lively platform where collectors can buy, sell, go live, and geek out with other like-minded people across a wide variety of product categories. But, like every startup, the founders of Whatnot began with only an idea. YC’s Anu Hariharan sat down with the co-founder and CEO of Whatnot Grant LaFontaine to discuss their first five launches.","reading_time":2,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null},{"id":"62f15573ab52db0001d3b642","uuid":"e8dc2872-d758-4a06-ae83-b071c12240b3","title":"Learnings of a CEO: Wade Foster, Zapier","slug":"learnings-of-a-ceo-wade-foster-zapier","html":"<p>Welcome to the second edition of Learnings of a CEO. You can read the first edition <a href=https://www.ycombinator.com/"https://www.ycombinator.com/blog/learnings-of-a-ceo-max-rhodes-faire/">here. </p><p><a href=https://www.ycombinator.com/"https://zapier.com//">Zapier was founded in 2012 by <a href=https://www.ycombinator.com/"https://twitter.com/wadefoster/">Wade Foster</a>, <a href=https://www.ycombinator.com/"https://twitter.com/bryanhelmig?lang=en\%22>Bryan Helmig</a>, and <a href=https://www.ycombinator.com/"https://twitter.com/mikeknoop/">Mike Knoop</a>. The founders went through YC’s <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/zapier/">Summer 2012 batch</a> and <a href=https://www.ycombinator.com/"https://www.ycombinator.com/growth-program/">S18 Growth Program</a>, and today, Zapier automates work by connecting with over 5,000 apps. The company has been profitable since 2014 and is valued at $5B – with 700 employees working remotely. Wade, Zapier CEO, shared his learnings growing into the role of a growth-stage CEO. </p><p><strong>How has your job as a CEO changed from leading a 3-person company in 2012 to a 700-person organization today? </strong></p><p>In the early days, you’re in the trenches with your co-founders and early employees splitting up tasks and touching nearly every part of the business. Often you’re writing code, selling products, recruiting, and helping with HR and finance functions. Today, Zapier is almost a team of 700 – and as we’ve grown, people have taken more and more duties from me to help the company grow and scale.</p><p>Now, one place I feel I am most needed is the vague concept of setting the vision and communicating that vision — and then ensuring everyone understands what we are doing, why it’s important, and their role in getting that done. This came naturally to me when we were small and I was in the trenches with everyone and communicating constantly. But as we hired more folks, I realized leaders were interpreting the vision to their team somewhat differently. I learned that if you are not communicating the vision well, you'll have teams that seem to be working on random projects. In isolation this isn’t bad, but as a collective set of tasks, you discover their work doesn’t fit into the vision. </p><p>We now repeat the vision over and over again in many formats. We put the vision in writing and it's constantly referenced; it's communicated at our all-hands; we bring in customers to talk about Zapier’s impact; we show data, so charts and figures can help tell the story; we have a company podcast. </p><p>When people inside the company start to turn the vision into a meme or Slack emoji, I know they really get the vision. Diagnostic tools, like employee engagement surveys, also help me understand how well employees understand why their role is important. It’s also evident when reviewing roadmaps. If a team’s tasks are tight and cohesive, I can tell they’ve been making tough decisions to align to the vision; if there are a bunch of random tasks, I can tell the vision hasn’t been communicated clearly. As a CEO, you have to ask, “Tell me how this is aligned,” and force those conversations to occur. Over time, people will get more comfortable with these types of assertive exercises. </p><p><strong>As you've grown, what changes have you had to make to keep everyone at your company aligned?</strong></p><p>We host weekly all hands, bring customers in to talk at those all hands, are transparent with metrics, and make sure those metrics are reflective of the good and the bad. Ultra transparency with metrics has served us well, as they are motivating and help people get aligned. People start to ask, \"How do we get these bad metrics to the good category?\" and then work towards change.</p><p>Being candid has also served us well. Whether at all hands, on a podcast, or solely talking with one of our leaders, we have candid conversations about why we didn’t hit a goal, why we were off schedule, why a deal didn’t close – and then immediately dive into what we think needs to happen next. The goal is to give awareness to the organization, so that in various meetings and forums people can try to figure out how to improve those areas.</p><p><strong>What's your advice to other founders on how to hire executives?</strong></p><p>Hiring executives is one of the hardest things you’ll do as a CEO. It's hard to determine when to start hiring executives, exactly what you’re looking for in an executive, and then find that person. </p><p>The best way to figure out when to start hiring executives is to meet with people who are unquestionably good executives at companies a stage or two further along. With no intention to hire them, meet with the VP of Engineering, VP of Marketing, and VP of People and ask, \"What are the things you do? What makes you great at this job? What do people in your job disagree on?”. Get as smart as you can on this topic and then compare and contrast what that set of leaders is telling you with how your company operates. If these executives wouldn’t bring anything new to the table, you may not be ready for that type of leader. This starts to help you answer the when part of the equation – and also the what, because you start to see what these folks are capable of and what they are not. </p><p>Part of determining what you should look for in an executive is understanding your own strengths and weaknesses. This requires honesty with yourself and internalizing feedback you have received. (I encourage folks to work with executive coaches and get 360 performance reviews.) Figuring this out helps you start to realize, \"Okay, within my executive team, I need people who will compliment me in these ways.\" Otherwise, you risk hiring a team that is quite capable and competent at their function, but actually may not work well with each other or with you.</p><p><strong>What is Zapier’s culture? What do you do to cultivate it as a remote company?</strong></p><p>We have a strong set of values that we align around. One is default to action. We hire folks who are action-oriented – and we have to as a distributed company; folks aren’t in situations where they notice someone next to them is stuck on something. So, they need to be curious, self-starters, and (figuratively) scratch and itch when they see something that doesn’t satisfy their innate drive. </p><p>Next, we value defaulting to transparency because folks who are action-oriented should be equipped with a ton of context. The mission, strategy, metrics, goals, systems and processes – all of it – is well documented and organized so people can find them and take action.</p><p>We also have a feedback-oriented culture. I teach a course on feedback to all the new folks to ensure they understand how to ensure they understand how to give and receive feedback effectively because it helps us grow. </p><p>The rest of our values are outlined <a href=https://www.ycombinator.com/"https://zapier.com/jobs/culture-and-values-at-zapier/">here, but these are some of the things that drive Zapier’s culture – and as you scale, it’s crucial to create different forums to communicate these values. We have an internal tool we named Async, which is email meets Reddit. The platform is public by default, anyone can post, and information can be targeted at different groups or people. We find this is great for long-form substantive topics that have a longer shelf life (1-2 weeks) versus Slack channels (1-2 days). We also hold all hands and have a company podcast, where we capture evergreen content. For example, when we have key moments in the company history, we’ll break it down: Why we did this thing, what led to that decision, the outcomes, why it is an important moment, etc. We have found podcasts to be helpful when onboarding new folks. </p><p><strong>Why did you decide to not raise any additional funding since your seed round?</strong></p><p>The only funding we took in the history of the company was a $1.3M seed round in 2012. This was partially philosophical and partially about the business. </p><p>The three of us co-founders had worked at a fast-growing, bootstrapped company owned 50/50 by two brothers. When we came out to the Valley (we were from Missouri), we started to hear this line of thinking, “No great company has ever done X.\" Some of these statements would center around the impact of venture funding, and I was dismissive in part because I had this counterexample from my time in Missouri. So, when we raised the seed round, we decided to treat it like the last round we’d ever raise.</p><p>Our second reason for not raising multiple rounds: Across the founding team, we had all the skill sets to do every job inside the company. That meant we didn't have to hire to make progress in the early days. We even had rules in place around hiring like, “Don’t hire until it hurts.” </p><p>Then there was the third, rational component: We were able to grow quickly without external funding because of Zapier’s network effect on our developer platform side. We're able to have low customer acquisition costs (mostly through organic channels), and this is intrinsic to how Zapier works. </p><p>Along the way, some of the philosophical thinking fell by the wayside by observing other companies and realizing fundraising is a tool like anything else. There are moments when it can help you, and there are moments when it can hinder you. You should strive to understand when external funding is a good tool to use versus when it is not – and then apply it if it makes sense for you.</p>","comment_id":"62f15573ab52db0001d3b642","feature_image":"/blog/content/images/2022/08/BlogTwitter-Image-Template.jpg","featured":false,"visibility":"public","email_recipient_filter":"none","created_at":"2022-08-08T11:26:59.000-07:00","updated_at":"2022-08-15T12:08:14.000-07:00","published_at":"2022-08-09T08:55:00.000-07:00","custom_excerpt":"Today, Zapier automates work by connecting with over 5,000 apps. The company has been profitable since 2014 and is valued at $5B – with 700 employees working remotely. Wade, Zapier CEO, shared his learnings growing into the role of a growth-stage CEO. ","codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a710a7","name":"Lindsay Amos","slug":"lindsay-amos","profile_image":"/blog/content/images/2022/02/Lindsay.jpg","cover_image":null,"bio":"Lindsay Amos is the Senior Director of Communications at Y Combinator. 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","reading_time":6,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null},{"id":"6348578e2184dc0001eebf80","uuid":"e6a0a134-b255-40e8-b7be-01494afbabe8","title":"Learnings of a CEO: Matt Schulman, Pave, on Hiring","slug":"learnings-of-a-ceo-matt-schulman-pave","html":"<p>Welcome to the third edition of Learnings of a CEO. You can read previous editions <a href=https://www.ycombinator.com/"https://www.ycombinator.com/blog?query=learnings%20of%20a%20CEO\%22>here.

Pave helps companies plan, communicate, and benchmark employee compensation. Today, the company has 160 employees, more than 3,500 customers, and is valued at $1.6B. Founder and CEO <a href=https://www.ycombinator.com/"https://twitter.com/matthewschulman?lang=en\%22>Matt Schulman</a> has created one of the most comprehensive and thorough recruiting processes, which has made him one of the most successful recruiters in the YC community. We sat down with Matt to hear his insight on <a href=https://www.ycombinator.com/"https://www.workatastartup.com/companies/pave-2/">building a team</a> in the early stages of his company and today as a CEO of a growth-stage company. </p><p><strong>Many of the first Pave employees were hired as a contractor before converting to a full-time employee. Would you recommend this strategy to founders? </strong></p><p>I strongly recommend the contract-to-hire setup in the early days of a startup, as it led me to have a 100% close rate with the candidates we wanted to convert to full-time. This strategy worked for two reasons: </p><p>1) By the end of the contract, the contractors had poured weeks of energy into the work – learning the code base and investing their time – and getting to know potential coworkers. This escalated their sense of commitment.</p><p>2) I was flexible on working hours – open to them working nights or weekends. This made it easier for the candidates who were busy with full-time employment to say yes to working with Pave and earn extra income on the side. </p><p>To convince people who were employed to work for Pave as a contractor on top of their current job, I framed the process as a mutual evaluation. This is an opportunity to evaluate the company and come to a mutual decision at the end of 2, 4, or 6 weeks together – no pressure. We paid them a fair market rate, and as mentioned, we were flexible on working hours. One contractor worked their day job until 5:00pm and then on Pave from 6:00pm-2:00am, for example. They were excited to be able to build something from the ground up and work closely with me at the earliest stage of the company – which is another strategy I used to encourage people to work with us. </p><p>Before Pave, I was an engineer at Facebook and regularly worked on side projects. These projects were my fun, guilty pleasures because when I built something from the ground up, I felt an emotional attachment to the work. Usually engineers at large companies feel part of a machine, but when they build something full-stack from the ground up, there’s a magical allure to that work. I gave those contractors ownership over the work and often jammed out with them – working side by side at all hours. (One note: I did not have the contractors touch customer PII.) Within weeks, we’d both know whether Pave would be a good fit, and if so, we were already committed to each other.</p><p><strong>What were you looking for in early employees? </strong></p><p>When starting to build out the team, I was given a tip that the first 10 hires would set the tone for the next 100. Because of this, I personally recruited 100% of the early Pave employees. I sourced people, took phone screens, went to dinner, coffee, and on walks with candidates, and spoke with them for hours on Zoom and Facetime. It was an all-encompassing process. But I found that early advice to be accurate: The first 10 employees are the most important aspect in the company’s life cycle – other than finding product-market fit – and recruiting has to be the founder’s priority.</p><p>When recruiting for the first ten employees, I wasn’t looking for experts in specific areas but generalists with rapid career growth, passion for our mission, and a hunger to work. Those early employees readily tackled whatever fire we were facing that day from engineering work and sales to back office and HR. I also had a deep level of trust with those first ten hires, as they were all in my network. </p><p>Today, I still look for mission alignment and hunger but there are times I need to hire a specialist. I identify the tightest set of criteria for the role and only talk to people who fit that criteria. This is very different from the early days when I was solely looking for generalists who could fill multiple roles.</p><p><strong>How did you convince those early employees to join Pave? </strong></p><p>I always found ways to continue our conversation even when I could sense the candidate wanted to turn down the offer. I would do this by scheduling future conversations – saying that I needed to share something new with them – and then I would get to work writing a Google Doc that showed how I planned to invest in their career. We still use this strategy at Pave today, but it has evolved and is now affectionately called the collaborative Google Doc.</p><p>The collaborative Google Doc is shared with the candidate and used throughout the entire interview process. The document outlines expectations for the role and frames the interview process in stages, communicating which stage the candidate is in at any given time to ensure we are working within their ideal timeline. We encourage the candidate to comment and add their thoughts to the document, including feedback for me and their thoughts on the interview process.</p><p>As we get further into the interview process, I get more specific about what I’m looking for in a candidate. And when we get even deeper, I write multiple pages on what I’ve learned about their career aspirations through our conversations and backchanneling, and how I’m going to support them. </p><p>When it comes to backchanneling for potential executive hires, I try to talk with at least 10 people and ask, “If I have the privilege to be this person's manager, I want to set them up for the utmost success. What are your specific recommendations about the best ways to set this person up for success and unleash their full potential?” This 360 review is shared with the candidate right before I deliver the compensation package. I outline what I learned about their strengths and weaknesses, and specific ways that I’ll push them and support them.</p><p>When I communicate compensation, I lay out all the facts, including cash amount, equity (shares and dollar amount), and the benefits package. In addition, we also share:</p><ul><li>The salary band for the role (and implicitly their position in it).</li><li>The level that the employee will be in the organization, along with more information on our leveling framework and what each level means.</li><li>The methodology for determining the compensation, like the market data we use (75th percentile for similar stage companies).</li><li>Broader information on compensation philosophy, including how someone moves through the band, gets promoted, etc.</li><li>Additional info on equity: current preferred price, current post money valuation, details on vesting, PTE window, 409A price, and more – essentially everything they need to determine the actual value of the grant.</li></ul><p>We’re ultra transparent about compensation because compensation should not be a guessing game; people deserve to understand every aspect of their compensation package and how it was derived. I then offer to meet live to answer any questions or discuss feedback – or ask them to leave their comments in the Google Doc. Most candidates will ask questions in the document, as it can be more approachable.</p><p><strong>For every open role at Pave, a Slack channel is created to drive urgency and ensure no detail goes missed. Tell me about this process. </strong></p><p>As a seed-stage company, I was creating Slack channels for every role. Today, Slack channels are created for roles that I’m involved with – like hiring a head of finance or VP of engineering. The process still looks the same, however. </p><p>I create a Slack channel for that role and add relevant stakeholders. Every morning I ask for an update. What’s the movement? Have we sourced any more candidates? Have we talked with candidates X, Y, and Z? I do this to keep the process moving forward every day. I also post updates – sharing with the team when I spoke with a reference, for example. When we extend an offer, I use this Slack channel to encourage stakeholders to reach out to the candidate through text messages or Loom videos. </p><p>Loom videos are an interesting medium. If you’re a candidate and receive six Loom videos from different people at the company, it may feel bizarre and a bit overwhelming. But the videos show we are excited about the candidate and also gives insight into our energetic culture. </p><p><strong>You also review email copy and do drip campaigns for candidate outreach. Tell me about this. </strong></p><p>We have a pre-written email sequence that is sent from me or the hiring manager depending on the context, and then we use <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/gem/">Gem to automate this. The response rates for these campaigns are much higher than if the emails were coming from a recruiter. Before the emails are sent out, I’ll spend 30 minutes personalizing 30 emails (one to two sentences at the onset of the email) that will be sent to target profiles. And then it’s important you do a drip. If you only send one email, most of the time the candidate won’t respond. I find sending a third email with a short message like, “Hey, any thoughts?” leads to the most responses. </p><p><strong>How do you think about where your job ends and your team begins when it comes to recruiting?</strong></p><p>Today, if I’m not the hiring manager, I delegate and come in only at the end of the process for a sell call. The process looks vastly different if I’m the hiring manager. I spend a lot of time reviewing resumes and identifying the top 25 profiles in the space. Every outreach to them is very personalized, and I have time to do this because I focus on quality over quantity of candidates. Quality over quantity was a big lesson for me, actually. At first, I would look at all inbound resumes and thousands of applicants. But I have come to realize that I have more success when I map out the market and find the top 25 candidates in the space. Then I'll find a way to get one of them in the door.</p><p><strong>Describe the ideal candidate for senior-level positions when Pave was a smaller company. </strong></p><p>As a company of 35 people, we didn’t need managers who delegated – which has merit at a later-stage company. We needed people who would personally take on the hard work. Often, first-time founders hire someone senior for optics reasons. Instead, you should look for someone earlier in their career who has grown at a crazy high slope – often referred to in the tech industry as a high-slope candidate versus a Y-intercept candidate. There is a time and place for both types of hires, but as a 35-person startup, almost always go for the slope, not the high Y-intercept. And in some cases, you may meet exceptional candidates with both high slope and high Y-intercept. This is the dream case!</p><p>Another mistake first-time founders can make is rushing hires by trying to squeeze them in before a term sheet. Don’t try to meet some arbitrary deadline or cliff date. If it takes six months or a year to hire an executive, that’s ok – wait for the right person.*<br><br><em>*This answer has been updated to clarify the founder’s intention behind the statement.</em></p>","comment_id":"6348578e2184dc0001eebf80","feature_image":"/blog/content/images/2022/10/BlogTwitter-Image-Template--8-.jpg","featured":true,"visibility":"public","email_recipient_filter":"none","created_at":"2022-10-13T11:23:10.000-07:00","updated_at":"2022-10-26T08:44:29.000-07:00","published_at":"2022-10-17T09:00:11.000-07:00","custom_excerpt":"Pave Founder and CEO Matt Schulman has created one of the most comprehensive and thorough recruiting processes, which has made him one of the most successful recruiters in the YC community.","codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a710a7","name":"Lindsay Amos","slug":"lindsay-amos","profile_image":"/blog/content/images/2022/02/Lindsay.jpg","cover_image":null,"bio":"Lindsay Amos is the Senior Director of Communications at Y Combinator. 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DoorDash from application to IPO

by Paul Buchheit12/9/2020

DoorDash is the first company that I’ve had the opportunity to follow all the way from YC application to IPO, so to celebrate I thought it would be fun and interesting to share what a great company like DoorDash looks like at the earliest stages.

Meeting startups at the very start of their journey is one of my favorite parts about working at YC. By the time a company is successful enough to IPO, the many doubts and uncertainties of the early stage startup are largely forgotten, replaced with a hindsight that makes their path to success seem so much more obvious and predictable. The founders are likewise transformed by the many years of struggle and personal growth necessary to build and successfully lead a large business. Gone is the uncertain new startup founder, replaced by someone almost impossibly formidable and experienced.

In order to join YC, startups must first fill out an application, including a one minute video introducing the founders and explaining what their startup does. Here’s the original DoorDash video:

Providing a concise explanation of what you are doing and why is the key to a great application video, and the DoorDash founders clearly succeeded at that. Even more impressive is the fact that now, over seven years later, the what and why of DoorDash remains the same, including their commitment to helping local businesses succeed. This quote from their S-1 perfectly matches the application video: “DoorDash has always been about helping local businesses succeed, more so than about food delivery. As students at Stanford, we canvassed the Bay Area asking dozens of local businesses what they needed to grow their business. When they shared the challenges related to delivery, we were surprised. Delivery was not a new idea, yet outside of New York City in the United States, very few businesses offered it.” You know it was a good application video when the same pitch can be reused in the S-1.

Once the applications are all reviewed, we invite the top startups in for a ten minute interview. I first met and interviewed the DoorDash founders on Friday, April 26, 2013. My notes described them as simply, “Caviar for Palo Alto”, and mentions that they “brought cookies”. Arguably, my first DoorDash delivery.

The company was not yet incorporated or funded, they didn’t have an app (only a website at http://www.paloaltodelivery.com/), they had only launched a few months prior (initially just a landing page with a phone number), and had completed just 217 deliveries.

The business was anything but proven, but they were doing exactly the right things: delivering food, and talking to customers, restaurants, and potential drivers. Success would require solving the difficult challenge of satisfying all three groups of people. They were doing most of the delivery themselves at that point, so they had good insight into the practical difficulties of picking up food and getting it delivered to customers on time.

I wish I could say that I knew right then and there that they would be a huge success, but I did not. At the conclusion of interviews, we stack-ranked all of the new companies, and I placed DoorDash in the bottom half of the batch.

Months later, my skepticism remained. Here’s one of my notes from June 24, 2013: “So far, nothing is working that well. They need to keep trying a lot of different experiments to figure out user acquisition… I just want an app where I can order from anywhere and they make it all magically happen. Also, refrigerator magnets.”

I really wanted them to make refrigerator magnets. They wisely ignored that bit of advice.

But they kept trying new ideas, and finally on July 16, 2013 I noted: “Growing fast (up to about 35 orders/day from 19 two weeks ago). Figuring out how to acquire users and have good retention. Just started expanding to MV. Seem much more focused and energetic.”

And then I became a customer! July 23, 2013: “We used them for dinner a few days ago and it was great! (though they didn’t include a refrigerator magnet :() We need to make them succeed so that I can keep getting food delivered to my house.”

Later that week they had their big TechCrunch launch. That was followed by Demo Day in late August. Here’s their pitch:

Many investors were skeptical, and they didn’t make it onto the list of top picks from Demo Day, but fortunately they were able to raise a seed round and keep growing.

Although the formal Y Combinator program only lasts three months, we continue meeting with and supporting the founders for many years. In the case of DoorDash, that included helping them to raise a Series A, inviting them back to speak to newer batches of startups, and sharing their insights with the broader startup community. Through our YC Continuity fund we also have the ability to further support our companies by investing in their later rounds of funding.

In early 2016, Continuity made one of its first big bets, investing in the DoorDash Series C. This was not the easiest time to raise money, and it took many months for the round to come together. At the time, Amazon and Uber, two very large and very formidable competitors, had both just started doing food delivery, and people questioned whether DoorDash could survive. Although the odds were clearly against them, I had seen them continually growing and improving from the very start, and strongly believed that they could overcome those odds. Unlike Amazon or Uber, they were 100% focused on this, and had been for years. Never underestimate a great team that stays focused, and continues to improve day after day, year after year.

Author

  • Paul Buchheit