The Importance of Deadlines

Posted by Kevin Merritt on October 5th, 2007

Chris Campbell, one of the founders of Wufoo, wrote a great post earlier this week about the importance of deadlines, especially in software engineering. Deadlines are forcing functions to get a team to think about what’s critical and what’s nice to have. Chris does a great job of boiling down how important it is to launch a product with the must-haves and to wait and see on all the other nice-to-haves.

Deadlines have worked in the newspaper and magazine business forever. Chris’ great post reminds me that deadlines work in mergers and acquisitions too.

In the summer of 2004, when I was CEO of my first company MessageRite, we were negotiating to be acquired by FrontBridge Technologies. We received a letter of intent in mid June. The LOI had an expiration date of July 31, 2004. From the moment both companies signed the LOI there was a flurry of activity related to due diligence. Satisfying due diligence requests is time consuming and a major distraction on the business. Around July 28th I received a call from FrontBridge’s CFO saying there was a little problem but they should be able to take care of it quickly and close the transaction.

The problem was with revenue recognition. MessageRite’s business was archiving email as a service, mainly for compliance reasons. Typically we’d archive email for 3-years or more. We charged our customers monthly, based on how much email we captured on their behalf during the month. In that we had an obligation to store that email for 3 years into the future, we couldn’t recognize all of the revenue at the time we invoiced our customer. For example, if a customer’s invoice was $2,000 for the month we could only recognize about half up front and then we’d recognize the other half in even amounts over the remaining 35 months. FrontBridge was a revenue generating, VC backed company. They really wanted all of MessageRite’s cash receipts to be recognized as revenue, but you can’t.

July 31st came and went. Their CFO called. We’re almost there he assured me. Just give us a day or two. August 2nd came. Almost there. August 5th. Almost there. August 7th. Almost there. It was unbelievably stressful. I think the cliche “pins and needles” was coined by someone going through due diligence. Did I mention that my wife was expecting, with a due date of July 31st? We thought it was ironic that the due dates were the same. Finally on the morning of August 8th I called FrontBridge’s CFO and gave him an ultimatum “You’ve got until this kid comes out to get the deal done or it’s off! I’m not bluffing.” And I wasn’t either. The best time to be acquired is when you don’t need to be, and MessageRite was doing great. I gave him my bank routing numbers and told him I’d know the deal was done when my bank calls to alert me of an incoming wire transfer.

Late on the night of August 9th my wife went into labor. We went to the hospital. On the way I called FrontBridge’s CFO and left a message. I told him he’d better hurry up. Things at the hospital started out well and progressed nicely at first. Then they stalled and baby Merritt dug his heels in. Finally mid-morning on August 10th the doctors told us they wanted to perform a C-section. Our baby was 11 days past due and looked like he was pretty hefty. They didn’t want to take any chances. I called my bank and gave them my cell phone number with instructions to call if a wire transfer came in.

We went in to the operating room. My wife was on the table. The doctor was having his mask tied on by a nurse. Then my phone rang. I told my wife I needed to take this call and it would take only 10 seconds. “Hello, this is Kevin” I said. “Mr. Merritt?” the woman asked. “This is the transfer department at Charles Schwab. I’ve been asked to let you know that a large wire transfer was just deposited into your account”. I thanked her and hung up. 15 minutes later Troy Merritt was born, a healthy 10 pounds 8 ounces. August 10, 2004 was a great day in the Merritt home.

Never underestimate the importance of a deadline.

Data, not Databases

Posted by Kevin Merritt on October 3rd, 2007

Today AdventNet, developer of the Zoho suite of lightweight office applications, launched Zoho DB. They already had a lightweight forms building, database application called Zoho Creator. Zoho DB is more powerful, especially considering that it understands SQL queries. Dabble DB and QuickBase are two other notable and well regarded web-based databases.

Throw the blist hat into the ring too. When we launch early next year we’ll compete with QuickBase, Dabble DB and now Zoho DB as well.

What strikes me most about the current offerings in the space is that they seem to have been designed for folks who love databases and there’s absolutely nothing wrong with that. While these solutions offer what might be thought of as an online version of Access, it’s important to observe that Excel is the most ubiquitous desktop database because Access is too hard for most people.

At blist our core design premise is that people want data, not databases. People want to see a product that moves us away from SQL, not towards it. We think you want a database that just gets out of the way and lets you create and share your data, connecting with others who are also passionate about whatever information it is that you’re organizing.

blist. Create, Organize. Share. Connect

Recruiting is a Sell-Side Transaction

Posted by Kevin Merritt on October 2nd, 2007

I spent 6 years as CIO of an investment bank, followed by 3 years as CEO of a company selling software-as-a-service to hedge funds, investment banks and brokerage houses. Two terms you hear often in the world of high finance are buy-side and sell-side. Buy-side analysts usually work for mutual fund companies and help decide what stocks to buy for their fund’s portfolios. Sell-side analysts usually work for brokerage houses and make recommendations on what stocks individuals should buy, hold or sell. Sell-side analysts are peddling stocks. Buy-side analysts are accumulating stocks.

Many of us are trying to assemble great teams. We fill our teams via recruiting, which has many steps:

* Candidate sourcing
* Preliminary candidate screening
* Interviews
* Hire/no-hire decisions
* Offers
* Negotiations
* Start of employment

In my opinion, the reason good companies are good at recruiting is because they treat the process as a sell-side transaction. Companies filled with mediocre talent treat the recruiting process as a buy-side transaction. The basis for my opinion is that really talented individuals have their choice of opportunities. They pick where they want to work. Who among us wouldn’t jump at the opportunity if an awesome engineer called and said “I’m thinking of changing companies and love what you’re doing. Can I come in to see if there’s a potential fit?”

Crappy companies look at recruiting like buying produce at the grocery store. Thump, squeeze and sniff to find the best canteloupe or avocado. Throw it in a plastic sack, set it in the cart and off you go. Good companies look at recruiting like finding a soul mate. Court, woo, wine & dine to find the best mate. Now let’s assume you’re a great employee. Would you rather be hastily thumped, squeezed, sniffed and sacked or patiently courted, wooed, wined & dined? Would you rather be thought of as perishable produce or a soul mate?

There you have it. The first step in recruiting a great team is to change your orientation from buying to selling.

Top Small Workplaces 2007

Posted by Kevin Merritt on October 1st, 2007

Today’s Wall Street Journal (WSJ) has a great article by Kelly Spors on the top small workplaces of 2007. It reflects yet again how startups can compete with Microsoft, Google and other large companies when recruiting for top talent. The article highlights 15 small companies having great work environments:

1) Alaska Wild Adventures
2) Barclay Water Management
3) Corporate Ink Public Relations
4) Cowden Associates
5) Exactech
6) FRCH Design
7) Gentle Giant Moving 8) Guerra DeBerry Coody
9) Healthwise
10) NRG Systems
11) Phelps County Bank
12) Point B Solutions Group
13) Reflexite
14) Restek
15) Summit Aviation

Congratulations to all of the companies recognized in the article. The one company on the list with which I’m familiar is Point B Solutions Group, which like blist is a Seattle company. The consulting industry is one where many employees are fatigued with burnout and facing difficult career change decisions because traditional consulting practices are tough on family life. Point B innovates by keeping its consultants local so they don’t have to travel and can be home with their families every night. Another innovation is eliminating the concept of vacation time. Employees are paid hourly, with the ability to decide if and when they’ll work. Want to take 3 months off to tour Europe? No problem. Just take the time off. Of course this means people need to take more self-direction in their financial lives so they can afford to go without a paycheck for a few months. That’s the right step people should be taking anyway, in my opinion.

The article is a great read and I highly recommend you all read it. My take-away key points from it were that great small companies:

* Offer employees tremendous autonomy
* Provide deep transparency to employees
* Encourage employees to manage their careers, including finding the right work/life balance
* Allow employees to significantly influence company direction
* Structure themselves to allow employees to share in profits
* Encourage open communication
* Provide an environment that fosters collaboration, teamwork and camaraderie
* Create career growth opportunities for employees

blist didn’t make the list this year, but hopefully we’ll be considered in the future. We think we share a lot of the same traits. As an example, one way we’ve been able to compete with Amazon, Google and Microsoft for software engineers in the Seattle area is by courting engineers who aspire to be entrepreneurs themselves one day. Microsoft, Google and Amazon provide a lot of resources, infrastructure and process that many engineers take for granted, without even recognizing it. Instead of jumping straight from Microsoft to starting your own company, maybe you’d be better prepared by spending a couple of years in a startup along the way. We welcome future entrepreneurs. It’s a win-win for us and the engineer. The engineer typically has exactly the right skill set and temperament for a startup and by sharing the nitty gritty details of how a startup really works, they’re better prepared when they ultimately launch out on their own. This approach works well for other disciplines – marketing and business development – too, not just engineers.

The WSJ article reminds me to emulate what successful companies do and that a key to creating a healthy work environment is one where both the employer and the employee “win” at meeting their goals.

Looking for a great small company to work for? We hope you’ll consider blist.