Market Research – Startup validation

November 19, 2010 § Leave a comment

Like to share an interesting article by Siddi in idea validation.

Here is one quick & easy way to do market research that I recently
did. Its useful when you don’t have direct access to the target market
(selling to the US for example):

– Create a landing page for the product, even before product
development starts
– Describe the vision for the product and have a form saying something
like “Enter your email for updates”
– When someone adds their email, an autoresponder sends out a reply
with a link to an online survey. I say “the product is in development,
but here is your chance to shape it”
– I have a few questions relating to what their biggest problems are,
which features they would be most interested in etc
– Promote the landing page: social media, mailing lists, google
adwords

If you do this right at the beginning, you’ll be able to collect some
data before and during development which you can use to shape the
product.

The advantages are:

– The group is self-filtered. Only those interested in the landing
page vision will sign up and take the survey
– When you are ready to launch you already have some leads who are
interested in the product

What we learned:

– We gave them a list of business problems and asked them to choose
which one was the biggest problem in their organization (they can only
choose one). A huge majority selected one particular problem. We made
solving that the focus of release 1
– We had a really cool feature in mind, which we thought would solve a
really irritating problem. But in the survey, not even one person
selected it as a big problem. So we dropped the feature.

He blog at http://siddhi.blogspot.com/

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Startups – Recruitment

November 16, 2010 § Leave a comment

Here is an interesting article from Onstartups / Hubspot on Recruitment for Startups. I too share their thought and ideas.

In my experience I had offered my services to MNCs and Startups.  I had very good success with Cisco – Chennai, (previously Scientific Atlanta), because they know very clearly what they want and how to evaluate candidates.

  • What kind of people I want to recruit? – A tech geek or a specialist or a generalist?

If you are not funded then the best thing will be “start with something minimal”, so recruit an ordinary person with some common skill. I always hear I want a wonderful person to recruit from my clients. If you are an extraordinary person you should recruit an ordinary person.

I would like to share an interesting experience when I was working with Future Software now called Aricent. A candidate to be  interviewed and my PM who agreed to interview him could not spare his time.  So I checked with all the PMs, Managers but only my GM – Engineering could spare time to interview him.

After he interviewed the candidate he told me that technically he has to learn but he is very passionate about telecom domain.  The  GM informed the candidate to prepare technically and come after 2 weeks. Like this he interviewed him 3 or 4 times, asking him to prepare again and again before taking him onboard.  After 2 years that person was selected as best employee among 60+ members department.

The human mind is like a seed or rather like a volcano.  No one really knows what it is inside or when it will be ignited!

Based on comments on feedback will be continued 😉

Startups – Realities

November 15, 2010 § Leave a comment

Here is an interesting article from Paul Graham. It is true in my experience.

1. Be Careful with Cofounders

2. Startups Take Over Your Life

3. It’s an Emotional Roller-coaster

4. Persistence Is the Key

6. Think Long-Term – You need persistence because everything takes longer than you expect.

7. Start with Something Minimal

8. Engage Users

9. Change Your Idea

10. Don’t Worry about Competitors

11. It’s Hard to Get Users

12. Expect the Worst with

13. Luck Is a Big Factor – didn’t realize how much of a role luck plays and how much is outside of our control.

Click me for Full article

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