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Bambee founder talks about entrenched fundraising challenges facing Black founders
Allan Jones dropped out of college and spent a decade learning how to run a startup. In 2016, that education resulted in the launch of Los Angeles-based Bambee, which helps small companies by acting as their HR department with the goal of keeping them in compliance with government rules and regulations.
But he found getting funded a challenge in spite of his background. He said that as a Black man, he had to move more carefully in the startup world.
“I think it came as part of the complexities of navigating a mostly white male ecosystem, a mostly straight cis white male ecosystem that either helps you create some skills that make you really effective at the job, or generates so much resentment that it becomes hard to be effective. […] I think that I was always one comment away from the opposite direction [I ended up going],” he explained.
Fortunately, that didn’t happen, and he kept on climbing and gaining skills and single-handedly founded his own company, one which has reached Series B and raised $33 million, a significant amount of money for any startup, but particularly for a startup run by a Black founder.
A study published by Crunchbase in February found that VC firms distributed $150 billion in venture funding in 2020. Of that, less than 1%, or around $1 billion, went to Black founders. That highlights just how difficult it has been for him to raise from such a limited pool of money in spite of having a great idea and the business skill and acumen to pull it off.
Jones got his start at the age of 20 at a startup called Helio, which targeted the youth market for multimedia services on mobile phones. It was eventually acquired by Virgin Mobile. He went on to run product at a couple of companies before landing as CMO at ZipRecruiter in 2013. He left that position after three years to launch Bambee in 2016.
In spite of all that experience, he felt that as a gay Black man in Silicon Valley that he was continually saddled with the label of “the kid with potential,” and not always taken as seriously as his straight white counterparts. “And I don’t think those intentions necessarily were bad, I think it was quite the opposite, which actually makes them almost worse because they were entrenched in a bias of how to characterize [my abilities].”
Jones launched Bambee, a startup that is going after SMBs with fewer than 500 employees, most of which are operating without an HR department, and could be out of compliance with federal mandates because they don’t have anyone in charge who is aware of the rules.
“Bambee aims to put an HR manager in every American small business. We’ve done so by building a model that allows you to hire one on our platform for $99 a month. So you pay us a flat fee and you get access to our platform and your own dedicated HR professional. […] She acts as your human resource manager and your human resource arm for your company. And our platform helps keep those companies compliant,” Jones explained.
Jones says that while he might not encounter direct bias as he builds his business, there is an unconscious bias that investing in Bambee could be riskier than investing in someone who fits the prototypical startup founder mold, and this is especially true in early-stage investing when investors are essentially betting on the entrepreneur.
“They take bets that they deem as a bit safer — entrepreneurs that look like a certain profile — white cis-gender males that come from Stanford and Harvard that match the profile of confidence and they have kind of built in an anti-bias determination around, so they automatically get the benefit of the doubt to those pedigrees, and those profiles,” Jones said.
He says that means that Black founders have to work that much harder to overcome those biases. Today Bambee has some decent metrics to show investors with revenue reaching tens of millions, growing 300% year over year with thousands of customers across all 50 states, according to Jones. With 100 employees, he plans to double that number by the end of this year.
Even with that, he says there are still barriers to entry he has to deal with. Even if it’s harder for investors to ignore the company’s numbers, he still sees a tendency to accentuate the negative.
“Building a great company with the deficit in belief in you that starts so early on in the venture process, the [obstacles] that you have to [overcome] to get here. It seems impossible with less than 1% of venture capital dollars going to Black founders, and it isn’t because Black founders don’t exist, it’s because the belief in us is not there at scale,” he said.
As Jones continues to build the company, he has learned to look for investors who believe in him and his vision for the company. If he senses that negativity from a potential investor, he moves on because he wants to work with people who want to help build the company and believe in it as much as he does. He says this won’t change when he goes to raise his C round, a stage few Black entrepreneurs reach.
“Is it going to be easier for me going forward? I don’t think so. I think the type of bias that I have to combat based on the class of entrepreneur I’m becoming, it starts to shift and change, and I’ve seen that in every round and I’m prepared for it in my Series C, as well.”
He says that the progress he’s made in the company and his belief in the business will help him find the right partners to continue on that journey, just as he has in previous rounds.
“We will navigate this […] and I think we’ll build a really great business, and ultimately the partners we discover along this journey will be the exact right ones who we were meant to.”
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4 women in engineering discuss harassment, isolation and perseverence
Women engineers often face workplace and career challenges that their male colleagues don’t because they remain a minority in the profession: Depending on how you count, women make up just 13% to 25% of engineering jobs. That inequity leads to a power imbalance, which can lead to toxic working environments.
One of the more infamous and egregious examples is Susan Fowler’s experience at Uber. In a blog post in February 2017, she described her boss coming on to her in a company chat channel on her first day on the job. She later wrote a book, “Whistleblower,” that described her time at the company in detail.
Fowler’s ordeal cast a spotlight on the harassment women engineers have to deal with in the workplace. In a profession that tends to be male-dominated, behavior ranges from blatant examples, like what happened to Fowler, to ongoing daily microaggressions.
Four female engineers spoke with me about their challenges:
- Tammy Butow, principal software reliability engineer (SRE) at Gremlin
- Rona Chong, software engineer at Grove Collaborative
- Ana Medina, senior chaos engineer at Gremlin
- Yury Roa, SRE technical program manager at ADL Digital Labs in Bogota, Colombia
It’s worth noting that Fowler was also an SRE who worked on the same team as Medina (who was later part of a $10 million discrimination lawsuit against Uber). It shows just how small of a world we are talking about. While not everyone faced that level of harassment, they each described daily challenges, some of which wore them down. But they also showed a strong determination to overcome whatever obstacles came their way.
Feeling isolated
One of the primary issues these women faced throughout their careers is a feeling of isolation due to their underrepresentation. They say that can sometimes lead to self-doubt and an inkling that you don’t belong that can be difficult to overcome. Medina says that there have been times when, intentionally or not, male engineers made her feel unwelcome.
“One part that was really hard for me was those microaggressions on a daily basis, and that affects your work ethic, wanting to show up, wanting to try your best. And not only does that damage your own self-esteem, but your esteem [in terms of] growing as an engineer,” Medina explained.
Roa says that isolation can lead to impostor syndrome. That’s why it’s so important to have more women in these roles: to serve as mentors, role models and peers.
“One barrier for us related to being the only woman in the room is that [it can lead to] impostor syndrome because it is common when you are the only woman or one of few, it can be really challenging for us. So we need to gain confidence, and in these cases, it is very important to have role models and leadership that includes women,” Roa said.
Chong agrees it is essential to know that others have been in the same position — and found a way through.
“The fact that people talk authentically about their own jobs and challenges and how they’ve overcome that, that’s been really helpful for me to continue seeing myself in the tech industry,” she said. “There have been points where I’ve questioned whether I should leave, but then having that support around you to have people to talk to you personally and see as examples, I think it has really helped me.”
Butow described being interviewed for an article early in her career after she won an award for a mobile application she wrote. When the article was published, she was aghast to discover it had been headlined, “Not just another pretty face…”
“I was like, that’s the title?! I was so excited to share the article with my mom, and then I wasn’t. I spent so much time writing the code and obviously my face had nothing to do with it. … So there’s just little things like that where people call it a paper cut or something like that, but it’s just lots of little microaggressions.”
Pushing through
In spite of all that, a common thread among these women was a strong desire to show that they have the technical skill to get past these moments of doubt to thrive in their professions.
Butow said she has been battling these kinds of misperceptions since she was a teenager but never let it stop her. “I just tried to not let it bother me, but mostly because I also have a background in skateboarding. It’s the same thing, right? You go to a skate park and people would say, ‘Oh, can you even do a trick?’ and I was like, ‘Watch me.’ You know, I [would] just do it. … So a lot of that happens in lots of different types of places in the world and you just have to, I don’t know, I just always push through, like I’m just going to do it anyway.”
Chong says she doesn’t give in to discouraging feelings, adding that having other women to talk to helped push her through those times.
“As much as I like to persevere and I don’t like giving up, actually there have been points where I considered quitting, but having visibility into other people’s experiences, knowing that you’re not the only one who’s experienced that, and seeing that they’ve found better environments for themselves and that they eventually worked through it, and having those people tell you that they believe in you, that probably stopped me from leaving when I [might] have otherwise,” she said.
Women helping women
Chong’s experience is not unique, but the more diverse your teams are, the more people who come from underrepresented groups can support one another. Butow recruited her at one point, and she says that was a huge moment for her.
“I think that there is a network effect where we know other women and we try to bring them in and we expand on that. So we can kind of create the change or we feel the change we want to see, and we get to make our situation more comfortable,” Chong said.
Medina says that she is motivated to help bring Latinx and Black people into tech, with a focus on attracting girls and young women. She has worked with a group called Technolachicas, which produced a series of commercials with the Televisa Foundation. They filmed six videos, three in English and three in Spanish, with the goal of showing young girls how to pursue a STEM career.
“Each commercial talks about how we got our career started with an audience persona of a girl younger than 18, an adult influencer and a parent — people that are really crucial to the development of anyone under 18,” she said. “How is it that these people can actually empower someone to look at STEM and to pursue a career in STEM?”
Butow says it’s about lifting people up. “What we’re trying to do is sharing our story and hoping to inspire other women. It’s super important to have those role models. There’s a lot of research that shows that that’s actually the most important thing is just visibility of role models that you can relate to,” she said.
The ultimate goal? Having enough support in the workplace that they’re able to concentrate on being the best engineers they can be — without all of the obstruction.
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Google shares its $2M Black Founders Fund among 30 European startups
Google has selected 30 startups to receive a share of its $2 million Black Founders Fund in Europe, providing these companies with a spot of cash, some valuable cloud services and a bit of good old-fashioned networking among the Google crew.
The fund was announced last fall as part of a company-wide effort toward “building a more equitable future for everyone,” alongside grants and new sponsorships. More than 800 companies applied and Google interviewed 100 of them, ultimately winnowing that down to the 30 announced today.
Each company will receive “up to” $100,000 in non-dilutive funding, and up to $120,000 in Ads grants and $100,000 in Cloud credits. (I’ve asked Google for more details on how the fund was divided, and if any company received this full amount. I’ll update if I hear back.)
They’ll also get access to Google’s entrepreneurial network, tech support and some other assets that don’t have hard numbers associated with them.
All the startups are led by Black founders, and 40% by women of color. One of the latter is Nancy de Fays, co-founder of LINE, which makes these cool battery-hub combos for the MacBook “Pro” that add a ton of ports and battery life and look sweet to boot. I’ve learned a lot chatting with her at trade shows, and regret that I do most of my work at a desktop so I don’t have an excuse to use one of the company’s gadgets.
In response to being selected for Google funding, de Fays penned a blog post exhorting corporations to throw their weight around in favor of social change, and for startups to lead the way in diversity and equity:
We buy values and standards more than we buy the product itself. We buy ideals of life more than the actual features. Putting the these two parameters in the equation – the capability of big corps to shout loud, and consumers’ receptiveness to brands values and messages – it does make sense to me that to drive such a society change, big companies should voice and convey strong messages.
Founders need to build diverse teams without falling into compassion fatigue. They must show empathy and respect and bring onboard the best talents. Period. They need to be outspoken about their values, convey a strong, global mindset and build their organisation around them. And if they find themselves scoring low on diversity along the way, they should question themselves on the why and act on it without doing charity.
It’s something of a counterpoint to the idea, also commonly expressed these days, that companies should be mission-focused and objective.
Here are the other 29 companies that Google will be giving a boost to (descriptions taken from the blog post):
- Afrocenchix – Afrocenchix formulate, manufacture, and sell safe, effective products for afro and curly hair.
- AudioMob – AudioMob provides non-intrusive audio ads within mobile games.
- Augmize – Augmize builds risk models for property and casualty insurers using interpretable machine learning.
- Axela Innovation – Axela Innovations created a smart platform that joins up care services and puts the person receiving care at the center of the process.
- Bosque – Bosque is the first tech-enabled, direct-to-consumer plant brand in Europe with digitized inventory, AR tech, and on-demand access to vetted plant experts.
- Circuit Mind Limited – Circuit Mind is building intelligent software that fully automates the design of electronic circuit systems.
- Clustdoc – Clustdoc is client onboarding automation software used by organizations and teams around the world.
- Contingent – Contingent is an AI platform that proactively predicts, monitors, and manages supplier risk.
- Define – Define is a legal technology company that optimizes the contract drafting and reviewing process for lawyers, serving the world’s largest banks and consulting companies.
- Freyda – Freyda is digitizing the asset management industry by helping funds and service providers to become hyper-efficient in how they approach their data capture from documents.
- Heex Technologies – Heex Technologies provides AI-powered software and web services to development teams in data-intensive fields such as autonomous driving.
- HomeHero – HomeHero is an operating system for the house, making running a home simple and easy.
- Hutch Logistics – Hutch Logistics is a fulfilment and operating system for e-commerce brands.
- iknowa – iknowa is an end-to-end building and renovation platform for property owners and tradespeople.
- Kami – Kami empowers parents during family planning, pregnancy and childhood, allowing them to adapt and thrive through even the most difficult transitions.
- Kwara – Kwara makes building wealth together frictionless, by turning analog credit unions in emerging markets into modern digital banks.
- Lalaland – Lalaland uses AI to create synthetic humans for fashion eCommerce brands to increase diversity in retail.
- Modularity Grid – Modularity Grid is an AI platform that makes energy systems more efficient and resilient.
- Movemeback – Movemeback (often referred to as “the Linkedin of Africa”) is a global social professional platform, connecting people to opportunities, insights, and people they don’t have access to.
- Playbrush – Playbrush is the innovation leader in oral care, growing smart toothbrush subscriptions to foster better mouth and body health.
- Remote Coach – Remote Coach is a platform providing technology for personal trainers and fitness influencers to digitize and grow their businesses.
- Robin AI – Robin AI uses a combination of human and artificial intelligence to read and edit contracts.
- Scoodle – Scoodle is a platform for education influencers. Everyone has something they want to learn and something they can teach—we bring both sides together.
- Suvera – Suvera delivers a virtual care clinic for patients with long-term conditions in the UK.
- Syrona Health – Syrona is a digital health Company providing tracking, treatment, and management solutions for people with chronic gynecological conditions.
- Tradein – Tradein is a real-time scoring and prediction of business payment behavior and solvency.
- Vanilla Steel – Vanilla Steel offers a digital auctions platform for excess steel that provides sellers a simple inventory management process for excess material.
- Wild Radish – Wild Radish enables people who love food and cooking to engage in Michelin-quality, unique, cooking and dining experiences at home.
- Xtramile – Xtramile is a data-driven platform that delivers the right job to the right candidate anywhere online.
Feels like we’ll be hearing from most of these folks again. You can find out more about Google’s startup programs here.
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Decentralized Komorebi Collective launches to back female and nonbinary crypto founders
As decentralized currencies have taken off in recent months, there’s been renewed attention around DAOs, or Decentralized Autonomous Organizations, as a means of bringing together groups of investors who can deploy capital as a unit while voting collectively on those investments. In the spirit of blockchain, they aim to bring greater transparency to investment decision-making.
A number of high-profile DAOs have launched in recent months as the fervor for crypto mania increased. Komorebi Collective, launching today, is a new organization founded by women in the blockchain space that will be making investments exclusively in “exceptional female and nonbinary crypto founders,” founding member Manasi Vora tells TechCrunch.
The group is comprised of a number of core team members largely assembled from the crypto nonprofit she256 and the organization Women in Blockchain, including Vora, Eva Wu, Kristie Huang, Medha Kothari and Kinjal Shah, who will collectively do most of the heavy lifting behind finding and presenting investments to the group. Other hand-selected members who committed a minimum of $5,000 USD will likely have a lighter commitment.
Each investment will be voted on by all the collective’s key signers, some 36 in total, the majority of whom are female.
“DAOs level the hierarchy of a venture fund by ensuring everyone is going to have a seat at the table,” says Shah, who is also an investor at crypto VC firm Blockchain Capital. “We are very careful in approaching the backers that are really mission-aligned.”
Other members of the DAO include firms like Kleiner Perkins, Mechanism Capital, Dragonfly Capital, IDEO CoLab Ventures and Stacks Accelerator alongside a number of individuals and founders who work at firms like Twitter, Coinbase, Skynet Labs, Celo Labs and Gitcoin.
The organization itself is built on the Syndicate Protocol, a project that shares some of Komorebi Collective’s backers.
The group hopes the structure of their organization will be able to take a mission-driven approach that improves diversity in the crypto space while proving the sustainability of the DAO model. Despite an explosion in startup investments in the past year, women-led startups received just 2.3% of venture dollars invested in 2020, a study in HBR found.
“There’s so much more room to grow when it comes to female founders getting funding and I want to be part of the solution,” Shah tells TechCrunch.
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As companies prioritize diversity, startups are trying to productize diverse hiring
When the iconic American power tools company Stanley Black & Decker began looking for ways to improve the pipeline of diverse candidates that the company was reviewing for potential roles, it turned to an Israeli-based startup called Talenya for help.
The company wasn’t alone in looking to startups for support in new hiring initiatives. Last year’s social reckoning that occurred in the wake of nationwide protests against systemic racism triggered by the murder of George Floyd pushed companies around the country to reassess their own role in perpetuating inequality.
As part of that assessment, companies came to the realization that the hiring tools they’d been using to simplify the process of recruiting, cultivating and promoting talent weren’t capturing the broadest and most capable applicants.
“If we want to claim that it’s a pipeline issue, we would first have to claim that we’ve hired what is available in the pipeline,” Uber Chief Diversity Officer Bo Young Lee told TechCrunch. “It’s not a pipeline issue as much as it is a recruiting process challenge.”
That’s where tools like Talenya, Textio, TalVista, WayUp, Handshake, The Mom Project, Flockjay, Kanarys, JumpStart and SeekOut have come in. All told, these companies have raised more than $200 million in financing over the past few years to increase diversity and inclusion and help solve tech’s diversity problem.
“Part of our diversity, inclusion and belonging strategy focuses on having a diverse pipeline to ensure incoming talent better reflects the markets and communities we serve. To accelerate our progress, we started using Talenya’s AI software in 2020 to help increase the candidate pool of women and people of color,” said Suzan Morno-Wade, EVP and chief human resources officer at Xerox, another company using Talenya’s software, in a statement.
It seems that women and people of color use fewer keywords and are less effusive when they describe themselves in profiles or on job applications, according to a recent study published by Talenya.
That’s why startups like Talenya and Textio try to highlight how to improve the screening process for candidates by using broader language in both the text of the job description (Textio) and in the filters used to select qualified candidates (Talenya).
“Keyword search is highly discriminatory to everyone,” said Talenya chief executive and co-founder Gal Almog. “Minorities and women tend to put 20% to 30% less skills on their profiles. That applies not only to women and to minorities. We added an algorithm that can predict and add missing skills.”
In some ways, that functionality seems a lot like tools on offer from companies like SeekOut, the recruiting startup that just landed a whopping $65 million round from investors including Tiger Global, Madrona Group and Mayfield.
“The focus on diversity hiring and our unique approach to finding the talent and offering blind hiring features has super charged the adoption,” chief executive Anoop Gupta said in an interview earlier this year. That same toolkit is something that Talenya pitches its own customers.
Meanwhile, businesses like WayUp are attempting to give employers a window into how the funnel narrows after the screening process. The company’s new tool provides an assessment for how diverse applicant pools are slowly winnowed down to a group of candidates that is far less diverse through the testing process.
WayUp co-founder and chief executive Liz Wessel said that the pool of applicants often narrows significantly after a battery of technical assessment and programming tests.
“Similar to the SATs, many technical assessments have high correlation to socioeconomics status,” Wessel told TechCrunch.
While some startups focus on the hiring process itself, other companies are taking approaches to diversify-specific jobs or to try to recruit from particular talent pools to help increase diversity in the tech industry.
That’s the mission that companies like Flockjay and The Mom Project have set for themselves.
“Most people don’t even know that a job in tech sales is even a possibility,” Shaan Hathiramani, the founder and chief executive of Flockjay, a company offering a tech sales training curriculum to the masses, said earlier this year.
Hathiramani said his startup could be an on-ramp to the tech industry for legions of workers who have the skill sets to work in tech, but lack the network to see themselves in the business. Just like coding bootcamps have enabled thousands to get jobs as programmers in the tech business, Flockjay helps talented people who had never considered a job in tech get into the industry.
It’s a way for non-coders to leverage soft-skills they’d developed in other industries, including retail and food services, to jump into the higher paid world of tech companies. And it’s a way for those tech companies to find a more diverse pool of workers who can bring different skill sets and perspectives to the table.
A few hundred students have gone through the program so far, Hathiramani said, and the goal is to train 1,000 people over the course of 2021. The average income of a student before they go through Flockjay’s training program is $30,000 to $35,000 typically, Hathiramani said.
Upon graduation, those students can expect to make between $75,000 and $85,000, he said.
It’s obvious that tech needs to “do better” on inclusion, and The Mom Project — a Chicago startup that focuses on connecting women, including parents, with jobs from organizations specifically open to employing people who meet that profile — is one company tackling an aspect of the problem that’s become acute in the pandemic.
“Sixty percent of the job losses in the pandemic have been women, and the statistics have been even worse for women of color,” said Mom Project chief executive Allison Robinson. “It’s like a canary in the coal mine.”
While The Mom Project doesn’t have any tools today to surface candidates that meet more diverse profiles on that front, Robinson told TechCrunch that they are considering it and how to approach that in a way that works.
Ultimately these are considerations that matter for companies of any size, according to Bain Capital Ventures managing director, Sarah Smith.
“No matter what, it’s important that from day one [that] you have an eye on how to build an inclusive culture, where in an ideal world, even that first person you’re bringing onto the team could walk in and feel fairly welcomed. And… you really want people to bring their best selves and they bring their perspectives and their ideas,” Smith told the audience at TechCrunch’s Early Stage Conference. “I think it’s pretty common that a team might grow to like four or five from within the network, including the founders, [but] I think once you get to like number six, if you don’t have some type of gender or racial diversity yet… it’s gonna start to get really tough.”
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WayUp’s new dashboard helps employers see where their recruiting process loses diverse candidates
WayUp started out as a platform to help college graduates find jobs and internships, but over time, it has increasingly focused on helping employers find diverse job candidates. And it recently introduced a new feature to help those employers see exactly where their diversity and inclusion efforts may be falling short.
Co-founder and CEO Liz Wessel explained that when companies aren’t hiring enough employees from diverse backgrounds, recruiters and executives often assume “we’re not getting enough of those candidates at the top of our funnel.” That idea, she suggested, is exemplified by Wells Fargo CEO Charles Schlarf’s controversial remarks last fall, when he said the company wasn’t reaching its diversity goals because there simply aren’t enough qualified candidates.
Wessel suggested that when you take a closer look at the data, you find that the initial outreach and recruiting is only part of the problem. WayUp’s new dashboard allows employers to track this, because it shows the demographic (race and gender) breakdown of the candidate pool at each part of the funnel.
For example, Wessel said that many employers hiring for technical roles discover that they’re reaching a relatively diverse candidate pool during their initial outreach, and that the pool stays diverse during the first interviews — only to become much more white and male after the technical assessments/programming tests.
Image Credits: WayUp
“Similar to the SATs, many technical assessments have high correlation to socioeconomics status,” she said.
Upon discovering this, some recruiters may choose to stop requiring these tests. Others may choose to keep them — but thanks to WayUp, at least they know where the breakdown is really happening.
After Wessel showed me the dashboard, I wondered why other hiring platforms didn’t offer something similar. In a follow-up email, she suggested that many platforms don’t realize that achieving these goals requires more than just getting a diverse pool of candidates. Plus, she said WayUp is “one of the only sourcing/job platforms that I know of that has candidates self-report their race/ethnicity, gender and veteran status (in an EEOC/OFCCP compliant way).”
She added, “We really are focusing on having our platform make it so your entire hiring process is equitable and optimizes for employers hiring a diverse workforce, [versus] putting a Band-Aid or quick fix on the issue by just sourcing more diverse candidates at the top of your funnel.”
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Black Innovation Alliance, Village Capital team up to support founders of color
Black Innovation Alliance and Village Capital today announced Resource, a national initiative aimed at boosting the efforts of entrepreneur support organizations (ESOs) led by, and focused on, founders of color.
The motivation behind the project is straightforward. ESOs “face record demand, declining resources and are chronically underestimated, underappreciated and underfunded,” the organizations say.
Resource aims to give local accelerators and incubators support in the form of training and community.
Resource’s “ESO Accelerator” will train startup ecosystem leaders on how to build a more financially sustainable organization, as well as help connect them to potential funders. It also will provide milestone-based financial support tied to organizational development.
Resource also plans to build a national community of practice among ESO leaders of color and their funders to share best practices and “develop stronger capital and mentorship pathways” for Black, Latinx and Indigenous founders across the U.S.
Village Capital, says CEO Allie Burns, supports and invest in entrepreneurs “who have been historically sitting in historical blind spots of investors, whether that’s by the problems they’re trying to solve, the geography they’re located in or demographic factors that we have seen lead to capital being concentrated in very few people, places and problems.” Village Capital has worked with more than 100 other ESOs to help grow companies with founders from all backgrounds over the past five years.
The goal with Resource is to help ensure that incubators and accelerators focused on supporting people of color have the resources they need to flourish, she added.
“We want to make sure that those accelerators and other ESOs have the financial, social and human capital to keep their doors open and grow,” Burns said.
Black Innovation Alliance Executive Director Kelly Burton points out that these Black-led organizations are often the first line of support for Black entrepreneurs yet reap few benefits from their success over time.
“They receive very little support and very little funding,” she said. “It’s almost like they do all the heavy lifting, they plant seeds and do all the cultivation but they don’t really get to benefit once that founder and that startup has really taken off. This is an opportunity for us to stabilize these organizations to help them build their own capacities and capabilities so that that organization can be sustainable.”
Resource is supported by a national coalition of funders committed to supporting entrepreneurs of color. The initial coalition includes Moody’s, The Sorenson Impact Foundation, Travelers and UBS.
In related news, on Tuesday we covered New Jersey Governor Phil Murphy’s proposal for a $10 million allocation in the state budget to create a seed fund for Black and Latinx startups.
In that piece, we noted that there are a number of organizations out there that are committed to funding diverse founders.
In February, several national and Chicago-based organizations banded together to support early-stage Black and Latinx tech entrepreneurs through a new program dubbed TechRise. The nonprofit P33 launched the program in partnership with Verizon and 1871, a private business incubator and technology hub, among others, with the goals “of narrowing the wealth gap in Chicago, generating thousands of tech-related jobs and giving $5 million in grant funding to Black and Latino entrepreneurs,” according to the Chicago Sun Times. (Disclosure: Verizon is TechCrunch’s parent company).
Also in Austin, DivInc is a nonprofit pre-accelerator that holds 12-week programs for underrepresented tech founders. Founded in 2016 by former Dell executive Preston James, the organization aims to “empower people of color and women entrepreneurs and help them build successful high-growth businesses by providing them with access to education, mentorship and vital networks.”
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Bevy raises $40M Series C with 20% coming from Black investors
You might expect that a startup that makes community building software would be thriving during a pandemic when it’s so difficult for us to be together. And Bevy, a company whose product powers community sites like Salesforce Trailblazers and Google Developers announced it has raised a $40 million Series C this morning, at least partly due to the growth related to that dynamic.
The round was led by Accel with participation from Upfront Ventures, Qualtrics co-founder Ryan Smith and LinkedIn, but what makes this investment remarkable is that it included 25 Black investors representing 20% of the investment.
One of those investors, James Lowery, who is a management consultant and entrepreneur, and was the first Black employee hired at McKinsey in 1968, sees the opportunity for this approach to be a model to attract investment from other under-represented groups.
“I know for a fact because of my friendship and my network that there are a lot of people, if they had the opportunity to invest in opportunities like this, they will do it, and they have the money to do it. And I think we can be the model for the nation,” Lowery said.
Unfortunately, there has been a dearth of Black VC investment in startups like Bevy. In fact, only around 3% of venture capitalists are Black and 81% of VC firms don’t have a single Black investor.
Kobie Fuller, who is general partner at investor Upfront Ventures, a Bevy board member and runs his own community called Valence, says that investments like this can lead to a flywheel effect that can lead to increasing Black investment in startups.
“So for me, it’s about how do we get more Black investors on cap tables of companies early in their lifecycle before they go public, where wealth can be created. How do we get key members of executive teams being Black executives who have the ability to create wealth through options and equity. And how do we also make sure that we have proper representation on the boards of these companies, so that we can make sure that the CEOs and the C suite is held accountable towards the diversity goals,” Fuller said.
He sees a software platform like Bevy that facilitates community as a logical starting point for this approach, and the company needs to look like the broader communities it serves. “Making sure that our workforce is appropriately represented from a perspective of having appropriate level of Black employees to the board to the actual investors is just good business sense,” he said.
But the diversity angle doesn’t stop with the investor group. Bevy CEO and co-founder Derek Anderson says that last May when George Floyd was killed, his firm didn’t have a single person of color among the company’s 27 employees and not a single Black investor in his cap table. He wanted to change that, and he found that in diversifying, it not only was the right thing to do from a human perspective, it was also from a business one.
“We realized that if we really started including people from the Black and brown communities inside of Bevy that the collective bar of a talent was going to go up. We were going to look from a broader pool of candidates, and what we found as we’ve done this is that as the culture has started to change, the customer satisfaction is going up, our profits and our revenues — the trajectory is going up — and I see this thing is completely correlated,” Anderson said.
Last summer the company set a two year goal to get to 20% of employees being Black. While the number of employees is small, Bevy went from zero to 5% in June, and 10% by September. Today it is just under 15% and expects to hit the 20% goal by summer, a year ahead of the goal it set last year.
Bevy grew out of a community called Startup Grind that Anderson started several years ago. Unable to find software to run and manage the community, he decided to build it himself. In 2017, he spun that product into a separate company that became Bevy, and he has raised $60 million, according to the company.
In addition to Salesforce and Google, other large enterprises are using Bevy to power their communities and events, including Adobe, Atlassian, Twilio, Slack and Zendesk.
Today, the startup is valued at $325 million, which is 4x the amount it was valued at when it raised its $15 million Series B in May 2019. It expects to reach $30 million in ARR by the end of this year.
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Meet the Black Female Founders from TC Include at TC Sessions: Justice 2021
On March 3, we’re hosting TC Sessions: Justice 2021, a day-long virtual conference dedicated to examining diversity and inclusion in tech. Tune in to presentations, panel discussions, breakout sessions and interactive Q&As with key tech leaders. Topics range from accessible product design and fighting algorithmic bias to the justice system, workplace organizing and support for underrepresented founders — and that’s just for starters.
Don’t miss your chance to meet some founders currently participating in TechCrunch’s Include program. We partnered with various founder organizations — who in turn nominated promising early-stage startup founders — and collectively provide educational resources and mentorship to help these young founders develop and succeed over the course of the year. This collaborative program also includes prominent VC organizations like Kleiner Perkins, Salesforce Ventures and Initialized Capital to develop lasting mentorships with the TC Include founder cohort.
We joined forces with Black Female Founders, and they nominated an impressive posse of early-stage startup founders. Register for TC Sessions: Justice to meet some of the visionary female founders who are part of the Black Female Founders organization and watch them take part in a live pitch feedback session with TechCrunch during the event.
We’ll be highlighting many more TC Include startups and founder organizations over the coming weeks, so keep checking back. And now, without further ado, behold the TC Include program startups sponsored by Black Female Founders:
- Five to Nine: Five to Nine is a Black and women-owned software company that enables organizers to track, manage and evaluate their events and programs for impact. Founded by Denise Umubyeyi.
- MYAVANA: Myavana is a virtual hair care company that provides product recommendations and personalized guidance using AI technology and professional experts. Founded by Candace Mitchell Harris.
- Go Together, Inc.: Go Together’s Carpool to School is a B2B SaaS platform that’s equitable, makes organizing school transportation convenient for parents and reduces per-student transportation cost for schools/districts. Founded by Kimberly Moore.
- kweliTV: KweliTV allows you to discover and celebrate critically acclaimed and award-winning Black stories across the globe through curated indie films, documentaries, web series and live experiences. Founded by DeShuna Spencer.
- Viledge: Viledge connects Black businesses to new fans by curating gift boxes full of dope finds. Friends, co-workers and families can discover and share together in live unboxing experiences. Founded by Zuley Clarke.
- Civic Eagle: Civic Eagle is a SaaS company that helps organizations gain a strategic edge in advocacy and lobbying by using AI to unlock legislative data insights. Founded by Shawntera Hardy.
- Unpacking: Unpacking is the No. 1 online learning platform for social impact. We’re disrupting boring, inefficient and outdated diversity training through real talk and interactive gaming. Founded by Kristina Williams.
- Official Black Wall Street: Official Black Wall Street is a digital platform and app connecting consumers to Black-owned businesses, while giving Black entrepreneurs the resources and exposure needed to thrive. Founded by Mandy Bowman.
- Go See The City: We drive foot traffic to local restaurants, brands and events by connecting customers to deep-discounted coupons. We then provide consumer analytics to small businesses and municipalities. Founded by Aneshai Smith.
TC Sessions: Justice 2021 takes place virtually on March 3. Register today and join us as we explore diversity, equity and inclusion in tech.
Is your company interested in sponsoring TC Sessions: Justice 2021? Contact our sponsorship sales team by filling out this form.
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A Dallas-based founder looks to tackle the student loan crisis with his startup, College Cash
Demetrius Curry has spent the last couple years chasing a dream.
His startup, College Cash, allows brands to petition users to create photo and video marketing content highlighting their product or service, with the wrinkle being that content creators are paid by the brands in the form of credits that go directly toward paying down their student loan debt. This model awards the brands involved a level of social good will and tax benefits.
The Dallas-area founder was inspired to tackle the student loan debt crisis after talking with his daughter about the prospect of eventually paying down her own loan debt. Curry has spent the past two years building out the nascent platform, tracking down brand partners, navigating accelerator programs, enticing users and pounding the pavement to find investors willing to bet on his vision.
College Cash has raised $105,000 to date, and is hoping to eventually wrap the funding into a $1 million seed round.
Filling out the round has been its own challenge for Curry, who has struggled at times to find opportunity, even among historic levels of capital flowing into the startup ecosystem, a distinction that has been less noticeable for black founders that still make up just a small percentage of VC allocation. In the aftermath of last summer’s protests against police brutality, a number of venture capital firms issued statements decrying institutional racism and pledging to back more underserved founders, spinning up new programs for diverse founders.
Demetrius Curry, CEO of College Cash
While Curry says he appreciates the scope of the problem and the good intentions of those making the statements, he believes that venture capital networks still have a lot to learn about what being an “underserved” founder means, and that plenty of the existing efforts feel like “lip service.” He says that even as Silicon Valley continues to idolize dropouts from prestigious universities, stakeholders have less interest in recognizing the accomplishments of founders who fought their way through poverty or found opportunity in geographies where opportunities are harder to come by.
“You can’t look for something different if you’re looking in the same places,” Curry tells TechCrunch. “When you look at the topic of ‘underserved founders,’ it’s not only a skin color thing, it’s also about where they came from and what they’ve been through.”
Curry says that it can be frustrating to compete for early-stage opportunities when investors aren’t willing to meaningfully adjust their parameters. Of particular frustration to Curry has been navigating the world of “warm introductions” to even get a foot in the door for programs meant for diverse founders, or applying for early-stage programs geared toward the “underserved” only to be told that they weren’t far enough along to qualify.
“Think about how much we had to go through to even get in the room with you,” Curry says. “I’ve sold plasma to pay a web hosting fee, nothing is going to stop me.”
College Cash’s mission of expanding opportunities for people struggling to manage their student loan debt is personal to Curry, who saw his life turn around after going back to school.
Decades ago, fresh out of the military, Curry said he had a random conversation with a stranger while eating at a Hardee’s — the discussion about what more he wanted from life ended up pushing him to to go back and get his GED and later a business degree. What followed was a career in finance that eventually led toward his recent entrepreneurial pursuits with College Cash.
The platform is firmly an early-stage venture at the moment, but Curry has big ambitions he’s building toward. His next effort is building out a College Cash tipping integration with gig economy platforms, with the aim that users of those platforms could ultimately opt to tip a worker and route that money directly toward paying down that person’s student loan debt.
Curry says the team at College Cash has been working with a “national gig economy platform” to run a pilot of the integration and has run focus groups showing that users are more likely to tip when they know that money goes toward erasing loan debt.
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