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How to scale a start-up in school

Published June 25, 2019

Julianna Keeling
Contributor

Julianna Keeling is the founder of Terravive (sustainable packaging company). Formerly Product at Juicero.

If you’re serious about starting and scaling your business in school, treat your time in school like an extended incubator. While you may experience high levels of academic stress, your “real world” financial stress and transition to adulthood are buffered.

Understand why you’re in school

The key advantage of starting your business in school is that you have the time to test different ideas and evaluate which idea generates traction without high stakes. You will also gain key subject matter and operational knowledge that you can carry throughout your career.

The challenge of starting a business in school is that it is not easy to devote adequate focused energy to the growth of that business. Student founders cannot attend to the needs of their business whenever they feel like it. It’s a 24/7, 365 job that needs to be managed on top of rigorous schoolwork.

When I started Terravive, I spent at least 4-5 hours throughout each day speaking with our partners and customers and solving problems. Sometimes you must leave class and drop everything to put out fires.

The key to surmounting this challenge is to understand why you want to start this business. If you just want the recognition of starting a business, then I would recommend a different line of work to get the recognition you’re seeking.

Image via Getty Images / creatarka

If you want to solve a problem that you see in the world and are willing to do anything and everything to realize your vision, then starting a business may be the right path. When you run into problems in the future or question why you’re making all these sacrifices, remember why you started.

Wedding dress customizer Anomalie raises $13M as bridal stores crumble

Published June 25, 2019

David’s Bridal once owned 50% of the $36 billion wedding gown market before it filed for bankruptcy last year. Brides were growing sick of the lack of styles and sizes plus high prices at expensive brick & mortar shops. The industry was destined for disruption by software that would replace overhead costs and inflexibility with direct-to-consumer personalization.

That’s why I profiled a new custom wedding dress startup back in 2016 called Anomalie despite little funding or traction. The rise of Instagram meant every bride wanted to look unique on a budget, not pay $5000 for a cookie-cutter $200 dress that happened to be white. Anomalie was willing to embrace software to offer 4 billion design permutations and break the markup cartel by selling gowns starting at $1000.

2.5 years later, Anomalie has begun to prove that cheaper doesn’t have to look cheap and custom doesn’t have to cause a headache. 13% of US brides, 275,000 out of 2.1 million, created an Anomalie account in the last year. With David’s Bridal looking shaky and wedding dresses being a seven-times larger market than bedding and mattresses, investors eagerly proposed to Anomalie. Today the startup announces a $13.6 million Series A led by consumer product VC Goodwater Capital .

“I don’t think I’ll ever get tired of working with brides. Other companies would kill for this costumer. She’s so obsessed with every detail of her wedding dress. it’s just a perfect environment to collect data” says Anomalie co-founder and CEO Leslie Voorhees. “Long lead time, high margin, this industry that’s completely f*cked up — it’s the perfect place to start this mass customization engine beginning with the wedding dress” she tells me, hinting at the startup’s potential to customize other clothing too.

Anomalie is also flexing its tech muscle today with the launch of its new dress sketch visualizer. Choose between a few options on shape, cut, color, pattern, and fabric, and you’ll see an algorithmic sketch of your dream dress appear instantly. Anomalie then pairs you with a squad of its designers to finalize the details, ship swatches, and get you your gown with a 100% refund policy if it’s not right.

The startup’s nest egg will go towards hiring more engineers plus bringing more of production in-house to offer additional features like this. But Voorhees insists that “I don’t think we’ll ever completely automate away the stylists. Customer don’t care about AI or machine learning, but they want to trust us to pull the ideas out of their heads.”

Anomalie co-founder and CEO Leslie Voorhees

Anomalie was woven out of Voorhees’ frustrations picking her own wedding dress. She’d been managing factories and supply chains in Asia for Nike and Apple, and it made no sense why slapping “bridal” on a dress could make it up to ten-times more expensive.

Her investigation uncovered that most brands were outsourcing their manufacturing, so she did an end-run, contacted factories directly, and got her dress made custom for a fraction of the price. So many of her pals demanded help doing the same that the Harvard Business School grad soft-launched Anomalie with her husband Calley Means [Disclosure: who I know from college] in the summer of 2016.

The startup’s gowns now average $1,400. Growth has been swift since weddings are so photographed and shared, with Anomalie reaching an outstanding net promoter score of 91. A friend of mine recently bought her dess through the company and it looked stunning and one-of-a-kind without breaking the bank. And since they’re custom, Anomalie makes inclusivity and advantage by offering larger sizes absent elsewhere

Meanwhile, Anomalie’s incumbent competitors have struggled. Gap and J.Crew abandoned the wedding dress business in the last few years. David’s Bridal emerged from bankruptcy with its 300 retail stores still operating, but it’s slipped to 30 percent US market share. It’s now owned by lenders including Oaktree Capital Group, which is a bad omen given that firm was responsible for driving Toys”R”Us into liquidation instead of keeping it open. No other players have a sizable foot or well-known brand besides super high-end designer Vera Wang.

Anomalie capitalized on David’s troubles by poaching its head of bridal production Angela Ng, who now leads the startup’s Hong Kong team and relieves Voorhees of constant trips to China. It also hired former Sephora VP of digital Marcy Zelmar and former TrueCar VP of engineering Aaron Tavistock. Their goal is to sell more dresses to get Anomalie more data, more factory modularization, and more control over its manufacturing.

Anomalie’s dress visualizer turns a few style selections into a sketch of your potential gown

The new funding round that builds on its $4.5 million seed round was joined by Signia, SoGal Ventures, Lerer Hippeau’s BN Capital Fund, and Fin’s Sam Lessin also includes strategic angels like former Stitch Fix CTO Jeff Barrett and ThirdLove underwear CEO Heidi Zak. At Anomalie’s San Francisco headquarters, mannequins sporting design prototypes stand beside software teams optimizing the new dress visualizer. And when I say the dresses are custom, I mean they can get about as weird as you want. Anomalie is finishing up a dress with lyrics from the couple’s favorite song embroidered in a secret language from their favorite TV show…and it still looks beautiful.

“One of the coolest things about Anomalie is that they’re not just using digital as a distribution strategy, but to also deliver a differentiated product experience” says Goodwater partner Eric Kim. “Anomalie’s sketch-builder is a great expression of this emphasis on product and customer centricity.” Wedding dresses have been largely ignored by startups despite the market being bigger than luggage ($34 billion), or shaving ($21 billion), oral care ($10 billion) and hair loss ($4 billion) combined.

The challenge is that unlike those products, bridal gowns are “a zero failure game. This is like airplane engines and heart rate monitors” Voorhees stresses. Anomalie must maintain perfect quality, times, and customer experience to avoid ruining someone’s big day. “Never messing up a dress or losing a dress — we take this really, really seriously.” She knows a few viral disasters could sink the ship. It also has to stay ahead of fresh entrants like COUTURME, a new Y Combinator startup making custom evening gowns as well as wedding dresses.

Anomalie’s SF headquarters. Photo by Summer Wilson

Anomalie sees global demand for a better experience, and thinks it can apply its data set to wedding dresses for more cultures as well as additional types of clothing. “We are building up a large repository of female measurements and creating tech plus operational processes around ‘mass customization’ that can be applied to other garments” Voorhees reveals. “Our aspirations are around bringing more body inclusivity + customization to women’s fashion, not just bridal.”

And while Anomalie could always find a retail partner to get more exposure, it’s tough for brick & mortar brands to operate online without cannibalizing their sales. “We think the women’s closet of the future contains staples from Stitch Fix, rotating dresses from Rent the Runway, and signature custom garments from Anomalie.”

The Anomalie just needs to educate brides that they can actually have the dress of their dreams, and now it wants to inspire that dream on-site too. Full of ambition and verve, Voorhees concludes, “What’s Pinterest valued at when it’s basically a wedding dress search engine?”

Climate change, AI and ethical leadership in ‘big tech’, with Amazon principal UX design lead Maren Costa

Published June 24, 2019

“I just want to be proud of the company that I work for,” Maren Costa told me recently.

Costa is a Principal UX Design Lead at Amazon, for which she has worked since 2002. I was referred to her because of her leadership in the Amazon Employees for Climate Justice group I covered earlier this week for my series on the ethics of technology.

Like many of her peers at Amazon, Costa has been experiencing a tension between work she loves and a company culture and community she in many ways admires deeply, and what she sees as the company’s dangerous failings, or “blind spots,” regarding critical ethical issues such as climate change and AI.

Indeed, her concerns are increasingly typical of employees not only at Amazon, but throughout big tech and beyond, which seems worth noting particularly because hers is not the typical image many call to mind when thinking of giant tech companies.

A Gen-X poet and former Women’s Studies major, Costa drops casual references to neoliberal capitalism running amok into discussions of multiple topics. She has a self-deprecating sense of humor and worries about the impact of her work on women, people of color, and the Earth.

If such sentiments strike you as too idealistic to take seriously, it seems Glass Lewis and ISS, two of the world’s largest and most influential firms advising investors in such companies, would disagree. Both firms recently advised Amazon shareholders to vote in support of a resolution put forward by Amazon Employees for Climate Justice and its supporters, calling on Amazon to dramatically change its approach to climate issues.

Glass Lewis’s statement urged Amazon to “provide reassurance” about its climate policies to employees like Ms. Costa, as “the Company’s apparent inaction on issues of climate change can present human capital risks, which have the potential to lead to the Company having problems attracting and retaining talented employees.” And in its similar report, ISS highlighted research reporting that 64 percent of millennials would be reluctant to work for a company “whose corporate social responsibility record does not align with their values.”

Amazon’s top leadership and shareholders ultimately voted down the measure, but the work of the Climate Justice Employees group continues unabated. And if you read the interview below, you might well join me in believing we’ll see many similar groups crop up at peer companies in the coming years, on a variety of issues. All of those groups will require many leaders — perhaps including you. After all, as Costa said, “leadership comes from everywhere.”

Maren Costa: (Apologizes for coughing as interview was about to start)

Greg Epstein: … Well, you could say the Earth is choking too.

Costa: Segue.

Epstein: Exactly. Thank you so much for taking the time, Maren. You are something of an insider at your company.

Costa: Yeah, I took two years off, so I’ve actually worked here for 15 years but started 17 years ago. I actually came back to Amazon, which is surprising to me.

Epstein: You’ve really seen the company evolve.

Costa: Yes.

Epstein: And, in fact, you’ve helped it to evolve — I wouldn’t call myself a big Amazon customer, but based on your online portfolio, you’ve even worked on projects I personally have used. Though find it hard to believe anyone can find jeans that actually fit them on Amazon, I must say.

Costa: [My work is actually] on every page. You can’t use Amazon without using the global navigation, and that was my main project for years, in addition to a lot of the apparel and sort of the softer side of Amazon. Because when I started, it was very super male-dominated.

I mean, still is, but much more so. Jeff literally thought by putting a search box that you could type in Boolean queries was a great homepage, you know? He didn’t have any need for sort of pictures and colors.

(Photo: Lisa Werner/Moment Mobile/Getty Images)

Epstein: My previous interview [for this TechCrunch series on tech ethics] was with Jessica Powell, who used to be PR director of Google and has written a satirical novel about Google . One of the huge themes in her work is the culture at these companies that are heavily male-dominated and engineer-dominated, where maybe there are blind spots or things that the-

Costa: Totally.

Epstein: … kinds of people who’ve been good at founding these companies don’t tend to see. It sounds like that’s something you’ve been aware of and you’ve worked on over the years.

Costa: Absolutely, yes. It was actually a great opportunity, because it made my job pretty easy.

‘This is Your Life in Silicon Valley’: Nomiku Founder CEO Lisa Fetterman on why Silicon Valley doesn’t care about female founders

Published June 21, 2019

Welcome to this week’s transcribed edition of This is Your Life in Silicon Valley. We’re running an experiment for Extra Crunch members that puts This is Your Life in Silicon Valley in words – so you can read from wherever you are.

This is your Life in Silicon Valley was originally started by Sunil Rajaraman and Jascha Kaykas-Wolff in 2018. Rajaraman is a serial entrepreneur and writer (Co-Founded Scripted.com, and is currently an EIR at Foundation Capital), Kaykas-Wolff is the current CMO at Mozilla and ran marketing at BitTorrent. Rajaraman and Kaykas-Wolff started the podcast after a series of blog posts that Sunil wrote for The Bold Italic went viral.

The goal of the podcast is to cover issues at the intersection of technology and culture – sharing a different perspective of life in the Bay Area. Their guests include entrepreneurs like Sam Lessin, journalists like Kara Swisher and Mike Isaac, politicians like Mayor Libby Schaaf and local business owners like David White of Flour + Water.

This week’s edition of This is Your Life in Silicon Valley features Lisa Fetterman – the Founder/CEO of Nomiku (a Y Combinator alum). Lisa talks extensively about why Silicon Valley does not care about female founders, and proposes a solution to the problem.

If you are interested in diving deep into the diversity problem in technology, this episode is for you.

For access to the full transcription, become a member of Extra Crunch. Learn more and try it for free.

Rajaraman: Welcome to season three of This is Your Life in Silicon Valley. A podcast about the Bay Area, technology and culture. I’m your host Sunil Rajaraman and I’m joined by my co-host Jascha Kaykas-Wolff.

Kaykas-Wolff: So, now I got a straw poll for you. Are you ready?

Rajaraman: I’m ready.

Northzone’s Paul Murphy goes deep on the next era of gaming

Published June 21, 2019

As the gaming market continues to boom, billions of dollars are being invested in new games and new streaming platforms vying to own a piece of the action. Most of the value is accruing to the large incumbents in a space, however, and the entrance of Google and other big tech companies makes it difficult to identify where there are compelling opportunities for entrepreneurs to build new empires.

TechCrunch media analyst Eric Peckham recently sat down with Paul Murphy, Partner at European venture firm Northzone, to discuss Paul’s view of the market and where he is focusing his dollars. Below is the transcript of the conversation (edited for length and clarity):

Eric Peckham: You co-founded the hit mobile game Dots before moving to London and joining Northzone last year. Are you still bullish on investment opportunities in mobile gaming or do you think the market has changed?

Paul Murphy: I’m bullish on mobile gaming–the market is bigger than it has ever been. There’s a whole generation of people that have been trained to play games on mobile phones. So those are things that are very positive.

The challenge is you don’t really have a rising tide moment anymore. The winners have won. And so it’s very, very difficult for someone to enter with new content and build a business that’s as big as Supercell or King, regardless of how good their content is. So while the prize for winning in mobile gaming content big, the likelihood is smaller.

Where I’m spending most of my time is not on content, it’s on components within mobile gaming. We’re looking at infrastructure: different platforms that enable mobile gaming, like Bunch which we invested in.

Their product allows you to do live video and audio on top of mobile games. So we don’t have to take any content risk. We’re betting that this great product will fit into a large inventory ecosystem.

Peckham: New mobile game studios that are launching all seem to fall under the sphere of influence of these bigger companies. They get a strategic investment from Supercell or another company. To your point, it’s tough for a small startup to compete entirely on its own.

Murphy: It’s possible in mobile gaming still but it’s really, really hard now. At the same time, what you’ve seen is the odds of winning are lower. It is hard to reach the same scale when it costs you $5.00 to acquire a user today, whereas when Candy Crush launched, it was $0.05 per user. So it’s almost impossible to achieve King-like scale today.

Therefore, you’re looking at similar content risk with reduced upside, which makes that equation less attractive for venture capital. But it might be perfectly fine for an established company because they don’t need to do the marketing, they have the audience already.

The big gaming companies all struggle with the challenge of how to create the next hit IP. They have this machine that can bring any great game to market efficiently, with a large audience they can cross promote from and capital they can invest to build a big brand quickly. For them, the biggest challenge is getting the best content.

So it’s natural to me that the pendulum has swung towards strategic investors in mobile gaming content. Epic has a fund that they set up with Improbable, Supercell is making direct investments, Tencent has been making investments for years. Even from a content perspective, you’re probably going to see Apple, Google, and Amazon making more content investments in mobile gaming.

Image via Getty Images / aurielaki

Peckham: Does this same market dynamic apply to PC games and console games? Do you see a certain area within gaming where there’s still opportunity for independent startups to create the game itself and find success at a venture scale?

Murphy: The reason we made our investment in Klang Games, which is building an MMO called Seed that people will primarily play through PC, is that while there is content risk–you’re never going to get rid of the possibility that the IP doesn’t fly–if it works, it will be massive…an Earth-shattering level of success. If their vision comes to life, it will be very, very big.

So that one has all the risks that you’d have in any other game studio but the upside is exponentially larger, so the bet makes sense to us. And it so happens that it’s going to be on PC first, where there’s certainly a lot of competition but it’s not as saturated and the monetization methods are healthier than in mobile gaming. In PC, you don’t have to do free-to-play tactics that interfere with the gameplay.

A chat with Niantic CEO John Hanke on the launch of Harry Potter: Wizards Unite

Published June 20, 2019

Just shy of three years ago, Pokémon GO took over the world. Players filled the sidewalks, and crowds of trainers flooded parks and landmarks. Anywhere you looked, people were throwing Pokéballs and chasing Snorlax.

As the game grew, so did the company behind it. Niantic had started its life as an experimental “lab” within Google — an effort on Google’s part to keep the team’s founder, John Hanke, from parting ways to start his own thing. In the months surrounding GO’s launch, Niantic’s team shrank dramatically, spun out of Google, and then rapidly expanded… all while trying to keep GO’s servers from buckling under demand and to keep this massive influx of players happy. Want to know more about the company’s story so far? Check out the Niantic EC-1 on ExtraCrunch here.

Now Niantic is back with its next title, Harry Potter: Wizards Unite. Built in collaboration with WB Games, it’s a reimagining of Pokémon GO’s real-world, location-based gaming concept through the lens of JK Rowling’s Harry Potter universe.

I got a chance to catch up with John Hanke for a few minutes earlier this week — just ahead of the game’s US/UK launch this morning. We talked about how they prepared for this game’s launch, how it’s built upon a platform they’ve been developing across their other titles for years, and how Niantic’s partnership with WB Games works creatively and financially.

Greg Kumparak: Can you tell me a bit about how all this came to be?

John Hanke: Yeah, you know.. we did Ingress first, and we were thinking about other projects we could build. Pokémon was one that came up early, so we jumped on that — but the other one that was always there from the beginning, of the projects we wanted to do, was Harry Potter. I mean, it’s universally beloved. My kids love the books and movies, so it’s something I always wanted to do.

Like Pokémon, it was an IP we felt was a great fit for [augmented reality]. That line between the “muggle” world and the “magic” world was paper thin in the fiction, so imagining breaking through that fourth wall and experiencing that magic through AR seemed like a great way to use the technology to fulfill an awesome fan fantasy.

Transitioning from engineering to product with Adobe’s Anjul Bhambhri

Published June 20, 2019

Many roles inside of startups and tech companies are clear: marketers market, salespeople sell, engineers engineer. Then there are the roles like “product manager” that seem obvious on the surface (product managers “product,” right?) but in reality are very fuzzy roles that can be highly variable across different companies.

A few weeks ago, TechCrunch editor Jordan Crook interviewed J Crowley, who is head of product for Airbnb Lux and was formerly at Foursquare. Crowley came up in the consumer product world without a technical background, and he spoke to overcoming some of his own insecurities to become a leading product thinker in the Valley.

Q&A with J Crowley, Head of Product at Airbnb Lux, on what makes a great PM

This week, I wanted to offer another perspective on product from Anjul Bhambhri, who is Vice President, Platform Engineering at Adobe, where she and her team conceived Adobe’s new Experience Platform for real-time customer experience management.

Across Bhambhri’s more than two decade career straddling the line between software engineering and product, she has worked on deeply technical, enterprise projects at Sybase and Informix as startups, big data infrastructure at IBM, and now at Adobe.

We discuss the challenges and opportunities of moving from an engineering career into product (and management more generally) as well as the ways she thinks about building compelling products that are sold B2B.

This conversation has been condensed and edited for clarity

Scaling out product after product

Danny Crichton: Anjul, thanks for joining us. One of the major initiatives that we’ve been doing as part of Extra Crunch is to interview experts in their fields, talking about how they go about doing their job, and how you think about the decisions that come up on a day-to-day basis in the work that you do. So to start, I would love to talk a little about your background.

Anjul Bhambhri: Very nice to meet you, and happy to share my journey, Danny. I have been in the software industry now for really almost 30 years. I’m an electrical engineer, and basically, my entire career has been in data, databases, and big data analytics.

Video and messaging enable remote work. But is it right for your company?

Published June 19, 2019

David Cancel
Contributor

David Cancel is the CEO and founder of Drift. He is a five-time founder, two-time CEO, podcast host and best-selling author of Conversational Marketing. Follow him on Twitter @dcancel.

For pen testing firm IOActive, security is cultural not transactional

Published June 18, 2019

IOActive may not be a household name but you almost certainly know its work.

The Seattle-headquartered company has been behind some of the most breathtaking hacks in the past decade. Its researchers have broken into in-flight airplanes from the ground and reverse engineered an ATM to spit out gobs of cash. One of the company’s most revered hackers discovered a way to remotely shock a pacemaker out of rhythm. And remember that now-infamous hack that remotely killed the engine of a Jeep? That was IOActive, too.

If it’s connected, they will bet that they can hack it.

IOActive has made a name for itself with its publicly reported findings, but its bread and butter is helping its corporate customers better understand how they approach security.

Since its founding more than two decades ago, the penetration testing and ethical hacking company now serves customers mostly in the Global 1000 largest companies to help assess and test their security posture.

“You can have the absolute most sophisticated alarm in the entire world, and I guarantee our team can break in,” said Jennifer Steffens, IOActive’s chief executive, in a call with TechCrunch. “But if you left your front door unlocked lock, hackers are going to walk right through”

“Don’t pay us to show you how to break into the alarm before someone learns how to lock the door,” she said.

Leaving for a competitor? Onboarding new employees? Avoid accusations of trade secret theft

Published June 18, 2019

Nick Saenz
Contributor

Nick Saenz is a partner at Lewis & Llewellyn LLP, a boutique litigation firm in San Francisco specializing in complex corporate litigation.

When a company hires talent away from a competitor, onboarding the new employee can pose significant legal risks for both the company and the new employee. A fundamental aspect of Silicon Valley is that employees are generally free to move between competitors.

This unrestricted movement of talent facilitates the robust competition that helps drive the Silicon Valley economy. While this is no doubt positive, unfettered employment mobility also creates unique challenges when it comes to protecting a company’s trade secrets, which are the lifeblood of many Silicon Valley companies.

Because of California’s policies regarding free employment mobility, unlike in most other states, California companies cannot protect their trade secrets with non-compete contracts. So, they instead rely heavily on trade secret laws for protection.

And, of course, when trade secret theft occurs, it is often when an employee transitions from one company to another. Thus, when a key employee gives notice that he or she is leaving for a competitor, it sets off alarm bells for the soon-to-be former company.

Unfortunately, because of the hypersensitivity to protecting trade secrets, many departing employees who have no interest in actually taking their former company’s trade secrets get accused of theft. This allegation can trigger a long, stressful, expensive legal process for both the employee and the new company, and sometimes cost the employee his or her reputation and new job.

This article explains how this situation arises and provides some practical considerations for how the employee transitioning jobs, and the onboarding company, can avoid an unnecessary legal fight.

talent

Understand why you’re in school

Scaling out product after product

1. California companies’ aggressive protection of trade secrets.