> Creating a position for employees that aren't needed is generally not a business priority.
Sure, I guess I was using too much of a shorthand in my comment. What I meant was, I’m surprised a company with such a high talent density didn’t generate enough new business quickly enough to be able to anticipate near future needs for these folks so that it would make sense to keep them.
I would think YC would have a lot of opportunities to deploy capital, and so a lot of opportunities to gain value from a variety of employee types.
If I knew more about the internals of YC I might be able to make more specific suggestions.
By the way, any company out there, I’d be willing to brainstorm (for free) about how you can repurpose and keep your people, or find other creative solutions. I’ll check for replies to this comment later today and tomorrow, and maybe I’ll edit it to add a throwaway or alternate email shortly.
Email: jmorrow977 at gmail. I’ll check tonight and daily for the next couple days or week.
Sure, I guess I was using too much of a shorthand in my comment. What I meant was, I’m surprised a company with such a high talent density didn’t generate enough new business quickly enough to be able to anticipate near future needs for these folks so that it would make sense to keep them.
I would think YC would have a lot of opportunities to deploy capital, and so a lot of opportunities to gain value from a variety of employee types.
If I knew more about the internals of YC I might be able to make more specific suggestions.
By the way, any company out there, I’d be willing to brainstorm (for free) about how you can repurpose and keep your people, or find other creative solutions. I’ll check for replies to this comment later today and tomorrow, and maybe I’ll edit it to add a throwaway or alternate email shortly.
Email: jmorrow977 at gmail. I’ll check tonight and daily for the next couple days or week.