some <a href=https://www.ycombinator.com/"http://www.paulgraham.com/future.html/">essays that predicted the way startup fundraising would change in the next decade &#8211; accurately, it turns out. Paul Graham predicted that there would be way more startups, that they’d be cheaper to start, that new kinds of investors would fund them, that founders would be more technical, and that founders would keep control of their companies. All of those seem to have come true.</p>\n<p>I&#8217;ve noticed that raising money for a biotech or other life science<sup id=\"footnoteid1\"><a href=https://www.ycombinator.com/"#footnote1\">1</a></sup> company in 2019 looks a lot like raising money for a tech company 10 years ago. Since then, fundamental forces caused fundraising for tech companies to change dramatically. I see those same forces that Paul Graham wrote about happening with biotech companies now. And I believe that they are going to change biotech fundraising very much the way they changed tech company fundraising.</p>\n<h3>How tech startup fundraising changed from 2005 to now</h3>\n<p>In 2005, when Y Combinator started, there was already a well developed ecosystem of venture capital firms in Silicon Valley and Boston. But access to those venture capital firms was limited.</p>\n<p>VCs preferred to fund companies that already seemed like a sure bet &#8211; in other words, were far along. They also preferred to fund MBAs with previous executive experience and shied away from unproven teams with technical founders. Because they had a lock on the funding market, they asked for onerous financial terms and often replaced founders with favored executives. The only model of institutional seed funding was the “business incubator” model, where VC firms would fund well-connected founders they knew and incubate them in their office.</p>\n<p>Then, the cost to start a tech company plummeted. It plummeted because new infrastructure was created: a combination of open source software, modern web frameworks, SaaS developer tools, cloud hosting, and better distribution channels. This meant that a lot of technical founders, who couldn&#8217;t raise money from VCs off a PowerPoint, were able to launch a product and get users with minimal funding. Once they had proven that their idea had merit, they could use their traction to raise funding.</p>\n<p>Companies like this now only needed a small amount of money to get started, but there wasn’t any place to get it, because institutional investors didn’t make small investments. This was the key insight that led to the creation of YC, and also to the hundreds of institutional seed funds that sprung up to take advantage of the new opportunity. Easy access to flexible, institutional seed funding led to an explosion of tech startups, and today this is the default path for tech startups to get started.</p>\n<p>Because these companies wouldn’t raise VC until they were much further along and had leverage, the balance of power shifted. Founders increasingly retained control of their company. Investors lost the power to fire founders and bring in favored executives. And when they did, they realized something surprising: despite their inexperience, the founders were often the right people to run the company.<sup id=\"footnoteid2\"><a href=https://www.ycombinator.com/"#footnote2\">2</a></sup></p>\n<h3>What’s happening now with biotech companies</h3>\n<p>Today, early stage biotech funding is dominated by the “venture creation model”. In the venture creation model, the VC firm creates the company. They have an initial idea and put together a team of favored executives, often from their pool of entrepreneurs-in-residence, to run it. The startup is typically incubated out of the VC’s offices. The VC invests a large amount of money upfront and takes a controlling ownership stake.</p>\n<p>Just as VC-incubated tech companies made sense when tech companies were expensive to start, this model made sense when the cost to start a biotech company was high. Until recently, no one could get anything done before a VC wrote a $10M check, so this was the only way to get started.</p>\n<p>But that’s no longer the case. Just like new infrastructure brought down the cost to start a tech company, new infrastructure has brought down the cost of doing biology dramatically. Today, founders can make real progress proving a concept for a biotech company for much less, often as little as $100K. There are <a href=https://www.ycombinator.com/"http://wuxibiologics.com/">low <a href=https://www.ycombinator.com/"http://evotec.com/">cost <a href=https://www.ycombinator.com/"http://chempartner.com/">CROs that will do scientific work for a fee. Companies like <a href=https://www.ycombinator.com/"https://www.scienceexchange.com//">Science Exchange</a> make access to CROs and scientific supplies instantaneous and cost effective to small companies. It’s easy to rent <a href=https://www.ycombinator.com/"https://mbcbiolabs.com//">fully equipped</a> <a href=https://www.ycombinator.com/"http://www.berkeleybiolabs.com//">lab space</a> by the bench, and there are <a href=https://www.ycombinator.com/"https://www.quartzy.com//">companies to help you <a href=https://www.ycombinator.com/"https://www.happilabs.org//">stock it</a>. Affordable lab robots from companies like <a href=https://www.ycombinator.com/"https://opentrons.com//">OpenTrons make it possible to automate batch experiments, and computational drug discovery from companies like <a href=https://www.ycombinator.com/"https://www.atomwise.com//">Atomwise allows some experiments to be done completely in silico. Companies like <a href=https://www.ycombinator.com/"https://www.cognitionip.com//">Cognition IP</a> are bringing down the cost of filing patents, and companies like <a href=https://www.ycombinator.com/"https://www.enzyme.com//">Enzyme are streamlining FDA submission.</p>\n<p>Because of this infrastructure, bio companies routinely clear major scientific hurdles during YC’s short program. Often therapeutics companies are able to show that their concept is effective in animal models. Diagnostic companies can show success with human samples. Synthetic biology companies successfully engineer cell lines.</p>\n<p>I’ll give a couple of examples from recent YC companies.</p>\n<p>In 2015, Jose Mejia Oneto was an MD/PhD who left orthopaedic surgery residency to pursue an idea for a way to localize the delivery of chemotherapy. When Jose applied to YC, he had developed the technique in academia but hadn&#8217;t yet tried applying it to therapeutics in animals. When he was admitted to YC, he founded <a href=https://www.ycombinator.com/"http://www.shasqi.com//">Shasqi. Using just the funding from YC, he was able to show in less than three months in a breast cancer mouse model that his localized delivery outperformed conventional chemo.</p>\n<p><a href=https://www.ycombinator.com/"https://athelas.com//">Athelas makes a device that does at-home blood tests for oncology patients, using a new computer vision based technique. The founders Tanay and Deepika started the company while still in college and were able to make a working prototype with just $40K in investment. During YC they were able to run a 350 patient initial study that showed very good results. Their device is now FDA cleared, and they’re serving thousands of patients.<sup id=\"footnoteid3\"><a href=https://www.ycombinator.com/"#footnote3\">3</a></sup></p>\n<p>Of course, running clinical trials for drugs remains very expensive<sup id=\"footnoteid4\"><a href=https://www.ycombinator.com/"#footnote4\">4</a></sup>, and biotech companies will ultimately need to raise tons of money to deliver on their initial promise. But this is not too different from tech companies. The biggest YC (software) companies have each raised over $1B. The important part is that these companies were able to <em>get started</em> with less than $100K and to de-risk their idea enough to raise more money later.</p>\n<h3>Predictions for the future</h3>\n<p>Because you can start cheaply, it’s now possible to start a biotech company the way people start a tech company. By raising money incrementally, rather than a giant amount upfront, you can keep control of your company. And you can work on your own idea, not just ideas that VCs come up with.</p>\n<p>This new path has drawn a new kind of biotech founder. Many of the biotech founders we see at YC are grad students or postdocs<sup id=\"footnoteid5\"><a href=https://www.ycombinator.com/"#footnote5\">5</a></sup>. Previously their career options were to stay in academia or to join a big pharma company. Starting their own company is now a viable third option.</p>\n<p>If this plays out the way it did in 2005, we&#8217;ll see an explosion in the funding options for biotech companies. Many traditional biotech investors are still looking for the controlling legal terms that went out of vogue in tech in the early 2000&#8217;s. But just like what happened with tech investing, a new crop of biotech and tech/biotech crossover funds have created a vibrant new bio seed investor ecosystem. As a result, YC bio companies now typically raise $1-5M seed rounds after each batch.</p>\n<p>Even more exciting, this would mean we&#8217;re still at the beginning of an explosion in the number of biotech companies. And more of these companies will look like tech companies: instead of being run by VCs and hired execs, they’ll be run by the founders who care about their ideas, and who will sustain that passion building companies they love and that change the world for the better.</p>\n<p><strong>Notes</strong><br />\n<b id=\"footnote1\">1.</b> It’s common to use the word “biotech” to describe specifically therapeutics companies. I use it this way as well, but most of this post applies to all life science companies &#8211; anything related to biology.<a href=https://www.ycombinator.com/"#footnoteid1\">↩</a><br />\n<b id=\"footnote2\">2.</b> Actually, this trend started with top VCs earlier, basically for the reasons Ben Horowitz <a href=https://www.ycombinator.com/"https://a16z.com/2010/04/28/why-we-prefer-founding-ceos//">wrote about</a> in 2010. But I think the rise of institutional seed funding accelerated it.<a href=https://www.ycombinator.com/"#footnoteid2\">↩</a><br />\n<b id=\"footnote3\">3.</b> The point here is not that these companies will ultimately succeed—we don&#8217;t know that yet. My point is that with just a seed investment and a few months, they managed to go as far along the curve as companies that had to raise millions of dollars before.<a href=https://www.ycombinator.com/"#footnoteid3\">↩</a><br />\n<b id=\"footnote4\">4.</b> Though companies like YC’s <a href=https://www.ycombinator.com/"https://www.curebase.com//">Curebase and <a href=https://www.ycombinator.com/"https://biocomcro.org/cro/nucleus-network//">Nucleus in Australia are chipping away at that.<a href=https://www.ycombinator.com/"#footnoteid4\">↩</a><br />\n<b id=\"footnote5\">5.</b> Certainly not all of them. We’ve also backed many founders who came out of industry, along with MD’s and faculty.<a href=https://www.ycombinator.com/"#footnoteid5\">↩</a></p>\n<p><em>Thanks to Dan Gackle, Abe Heifets, Elizabeth Iorns, Stephanie Simon, Geoff Ralston, Diego Rey, Uri Lopatin, Ethan Perlstein, Joe Betts-Lacroix, Jose Mejia Oneto, Tanay Tandon, and Thomas Folliard for reading drafts of this.</em></p>\n<!--kg-card-end: html-->","comment_id":"1103819","feature_image":null,"featured":false,"visibility":"public","email_recipient_filter":"none","created_at":"2019-08-05T02:00:15.000-07:00","updated_at":"2021-10-20T10:53:56.000-07:00","published_at":"2019-08-05T02:00:15.000-07:00","custom_excerpt":null,"codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a71097","name":"Jared Friedman","slug":"jared-friedman","profile_image":"/blog/content/images/2022/02/Jared.jpg","cover_image":null,"bio":"Jared is Managing Director, Software and Group Partner at YC. He was cofounder of Scribd, which was funded by Y Combinator in 2006 and grew to be one of the top 100 sites on the web.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/jared-friedman/"}],"tags":[{"id":"61fe29efc7139e0001a7117e","name":"Biotech","slug":"biotech","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/biotech/"},{"id":"61fe29efc7139e0001a7116d","name":"Essay","slug":"essay","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/essay/"}],"primary_author":{"id":"61fe29e3c7139e0001a71097","name":"Jared Friedman","slug":"jared-friedman","profile_image":"https://ghost.prod.ycinside.com/content/images/2022/02/Jared.jpg","cover_image":null,"bio":"Jared is Managing Director, Software and Group Partner at YC. He was cofounder of Scribd, which was funded by Y Combinator in 2006 and grew to be one of the top 100 sites on the web.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/jared-friedman/"},"primary_tag":{"id":"61fe29efc7139e0001a7117e","name":"Biotech","slug":"biotech","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/biotech/"},"url":"https://ghost.prod.ycinside.com/how-biotech-startup-funding-will-change-in-the-next-10-years/","excerpt":"Back when YC was getting started about 10 years ago, Paul Graham wrote some\n[http://www.paulgraham.com/webstartups.html] essays\n[http://www.paulgraham.com/future.html] that predicted the way startup\nfundraising would change in the next decade – accurately, it turns out. Paul\nGraham predicted that there would be way more startups, that they’d be cheaper\nto start, that new kinds of investors would fund them, that founders would be\nmore technical, and that founders would keep control of their compa","reading_time":6,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null},"mentions":[],"related_posts":[{"id":"61fe29f1c7139e0001a71931","uuid":"f8771430-ae61-498b-9d57-84a44d351bb3","title":"How Do You Measure Leadership?","slug":"how-do-you-measure-leadership","html":"<!--kg-card-begin: html--><p>Are you a good leader? How do you know?</p>\n<p>In a startup culture that is obsessed with management by metrics, many founders struggle to answer this critical question about themselves. It’s tempting to measure leaders simply by the success of their businesses. But even the most successful founders know how much timing and luck can be confounding factors in this approach. Measuring leadership through bottom-line company performance also fails to provide any clues as to how someone can improve as a leader. So is there a better way?</p>\n<p>This essay describes a way to measure leadership that I hope will be helpful to those who seek to improve as leaders. It is based on observations I made when working closely with four leaders that I consider extraordinary: Ed Catmull (Pixar’s founder), Steve Jobs (Pixar’s CEO), John Lasseter (Pixar’s Chief Creative Officer), and Bob Iger (Disney’s CEO). To my surprise, these men could not have been more different in style, temperament, and approach. They did not conform to a single model of leadership. One was an introverted scientist while another was an extroverted artist. One was a college dropout who had founded a company and was infamous for brash behavior while another was a career executive who was exceptionally genteel and diplomatic.</p>\n<p>Despite their differences, these men were able to create an extraordinary amount of trust in the people around them. They built trust by doing the same three things exceptionally well, though each in his own way. I believe that these three traits are the foundational traits of great leaders You cannot be a great leader without them because you cannot build trust without them. And the trick to measuring leadership is to measure a leader’s effectiveness along these three dimensions, as detailed in the notes section <a href=https://www.ycombinator.com/"https://ycombinator.wpengine.com/how-do-you-measure-leadership/#survey-questions\">at the end of this post</a>.</p>\n<h3>Three Foundational Characteristics of Great Leaders</h3>\n<p>I believe that people of all temperaments, personality types, and personal/professional backgrounds can be great leaders, and that they can lead quite differently and still be successful. But to be trusted and followed as a leader, you must excel in three key areas:</p>\n<p><strong>1&#46; Clarity of Thought and Communication</strong></p>\n<p>Great leaders think and communicate clearly. They describe a vision of the future that people find compelling to work hard to achieve. If your employees are confused about your mission and strategy, or do not find it motivating or credible, they will not follow you with the focus and determination necessary to succeed.<sup id=\"footnoteid1\"><a href=https://www.ycombinator.com/"#footnote1\">1</a></sup></p>\n<p>Clarity of thought always precedes clarity of language. To improve your communication, the best thing you can do is to spend more time thinking about what you believe is truly important for your business. Once you’ve crystallized what’s important for everyone to understand, practice expressing it in simple terms. Simplicity is vital. A great example is the retail strategy that Amazon’s Jeff Bezos <a href=https://www.ycombinator.com/"http://www.businessinsider.com/jeff-bezos-brilliant-advice-for-anyone-running-a-business-2015-1/">communicated to his team years ago. He based it on three simple but enduring customer preferences: lower prices, bigger selection, and faster delivery. To this day, anything Amazon employees do to lower prices, expand selection, and accelerate delivery creates value for the customer and advances the company’s strategy. As Bezos said, “You can build a business strategy around the things that are stable in time&#8230;.when you have something that you know is true, even over the long-term, you can afford to put a lot of energy into it.”</p>\n<p>Taking time to prepare internal communications becomes increasingly important as your company grows. As you scale, your employee base grows more diverse, and fewer of your employees have a personal relationship with you. Hence, they are much less likely to just “know what you mean” and more likely to be confused and critical if you don’t communicate well.</p>\n<p>Great leaders spend hours preparing their internal communications. They don’t just wing it, no matter how naturally talented they are as communicators. As an example, Shopify CEO Tobi Lütke and his senior team spend hundreds of hours preparing for their annual employee Summit. As Tobi says, “We want to be a loosely coupled, highly aligned company. The Summit is the main enabler of this because it is a grand sync. We spend countless hours preparing because if we communicate well at the Summit, we achieve great alignment by the end. We can then use our weekly townhalls to keep us from drifting too far apart until the next Summit.”</p>\n<p><strong>2&#46; Judgment about People</strong></p>\n<p>Great leaders have great intuition about people, particularly when it comes to selecting people to whom they give power and responsibility. They are able to see hidden potential in people and detect cases where ambition exceeds ability. And when they make hiring or promotion mistakes, which are inevitable, they have the courage to rectify the situation if the employee cannot be coached to improve. Nothing does more damage to an organization or to the standing of a leader than picking the wrong leaders or failing to correct these mistakes when they happen. The judgment around the initial hiring or promotion decision is the most important, as leaders who fire too many of their own also lose a lot of credibility and trust.</p>\n<p>Not everyone is naturally gifted when it comes to intuition about people, but everyone can improve. Gathering more data will help you make better people decisions. When looking to hire leaders, try to meet as many of the best people in the field as possible as a way to sharpen your recognition skills. Spend as much time as you can getting to know executives that you are considering hiring. In a <a href=https://www.ycombinator.com/"http://www.geekwire.com/2016/qa-uber-cto//">2016 interview</a>, Uber CTO Thuan Pham describes being interviewed by CEO Travis Kalanick for “30 hours straight, one-on-one, over two weeks,” including over Skype when Travis was traveling. “Throughout those 30 hours,” Pham continued, “I actually forgot it was an interview. It was just like a discussion between two colleagues.”</p>\n<p>It also helps to do extensive reference checks on hires and ask for examples of behavior that shows good judgment and high integrity because these traits are hard to test in an interview. And try to learn from cases when you hire or promote the wrong person and are not able to coach them to improve.</p>\n<p><strong>3&#46; Personal Integrity and Commitment</strong></p>\n<p>Great leaders have exceptional personal integrity and commitment to their mission. Integrity means standing for something meaningful beyond oneself rather than being motivated by narrow personal interests. It means being able to admit when you have made a mistake rather than acting like you are always right and having the humility to receive critical feedback openly and work to improve. It means avoiding behavior like favoritism, conflicts of interest, inappropriate language, inappropriate work relationships, etc., that erode trust. A useful test is to ask yourself: if your team had full transparency into your private communications and behavior towards employees, would you be embarrassed by anything you have done or said? This is a high bar, but one that great leaders strive to meet.</p>\n<p>Beyond putting in the time, great leaders make their work into their core life mission in ways that inspire others. They derive deep personal meaning and fulfillment from leading people to achieve a mission. Their personal commitment translates into high levels of personal productivity and execution, which in turn becomes the foundation for pushing their organizations to do the same.</p>\n<h3>It All Adds Up To Trust</h3>\n<p>So how do you know you are good leader? You are a good leader if you excel in the three areas described above and thereby earn the trust of the people around you.</p>\n<p>Building trust in this way is both a science and an art; it requires both competence and character. Trust is built when leaders think clearly about the future and move their organizations to the right place, in terms of product, sales, and people. Do the predictions you make about the future – about the products you should build, the investments you should make, and the changes in competitive or technological landscape – prove to be accurate? And do the people you have chosen to lead in your organization prove to be the right ones? Over time, the answers to these questions become known, and if you answer a lot of these questions correctly, you earn trust. I consider this the “science” of building trust. It’s built on clarity of thought, good communication, and good judgment about people.</p>\n<p>The art of building trust is more complicated. It is closely tied with a leader’s ability to communicate with integrity. It is built when you say the right thing at the right time, and show empathy and good judgment. It grows when you stand for ideals bigger than yourself rather than caring primarily about your personal success, wealth, fame, or position. It also grows when you are honest with others, admitting what you don’t know, and not trying to be someone else. This is why you can’t try to copy Steve Jobs or Ed Catmull in your quest to be a great leader. You can only be yourself.</p>\n<p>Most leaders understand the science of building trust. They understand that they need to think and communicate clearly about product and strategy and make good choices when they are hiring and promoting people into leadership positions. They understand that they have to show deep commitment and get things done. But in my experience, the truly great leaders also understand the art of building trust. Leaders have to make many hard decisions – firing people, taking responsibility for mistakes, disappointing people by saying no, etc. Great leaders treat these challenges as opportunities to build trust. They ask themselves which course of action and which style of communication will increase the trust that employees have in them. When faced with a difficult challenge, they optimize for trust.</p>\n<p>This, perhaps, is the lesson that great leaders teach everyone else. In difficult times, as you evaluate one course of action versus another, ask yourself which path will generate more trust in you as a person and as a leader. Always try to choose that path.</p>\n<p><em>Thanks to Tobi Lütke, Tyler Bosmeny, Daniel Yanisse, David Rusenko, Sam Altman, Michael Seibel, and the YC Continuity team for reading drafts of this essay.</em></p>\n<p></b> </b></p>\n<hr />\n<hr />\n<p></b> </b></p>\n<div id=\"survey-questions\">\n</div>\n<p><strong>NOTES:</strong></p>\n<p><span style=\"color: #888888;\"><strong>Survey Questions for Evaluating Leaders</strong></span></p>\n<p><span style=\"color: #888888;\">The best approach to measuring leadership is to evaluate a leader’s performance in the three areas in which all great leaders must excel: clarity of thought / communication, judgment about people, and personal integrity / commitment. Measuring leadership in this way requires gathering data from employees, but most startups have never done this in a systematic way.</p>\n<p></span></p>\n<p><span style=\"color: #888888;\">Eventually, all companies need to develop methods to gather employee sentiment and turn it into structured data. In fact one of the core responsibilities of a good HR team is to gather and document employee sentiment and use it to assess leadership.<sup id=\"footnoteid2\"><a href=https://www.ycombinator.com/"#footnote2\">2</a></sup> I suggest that startups begin to gather this data systematically once they reach about 50 people in size.</span></p>\n<p><span style=\"color: #888888;\">Whatever set of data gathering techniques is used, it’s critical to ask the right questions to assess leadership performance. These sample questions are meant to serve as a starting point for a more thorough employee survey. These questions are written to evaluate a CEO, but can easily be adapted to any leader in the company. Part of the goal is to see the level of alignment between a CEO’s responses and that of the employees.</span></p>\n<p dir=\"ltr\">\n <span style=\"color: #808080;\"><strong>1. Clarity of Thought and Communication</strong></span>\n</p>\n<p dir=\"ltr\">\n <span style=\"color: #808080;\"><strong>Questions for the CEO</strong></span>\n</p>\n<ul>\n<li><span style=\"color: #808080;\">Write down your company’s mission, strategy, and key metrics (“mission-to-metrics”) in less than 2 minutes.</span></li>\n<li><span style=\"color: #808080;\">Write down 2-3 themes that you have consistently emphasized in your communications to employees.</span></li>\n</ul>\n<p dir=\"ltr\">\n <span style=\"color: #808080;\"><strong>Questions for Employees (current and departing)</strong></span>\n</p>\n<ul>\n<li><span style=\"color: #808080;\">What is the company’s mission and strategy?  </span></li>\n<li><span style=\"color: #808080;\">What are the most important operating metrics that measure the company’s success?</span></li>\n<li><span style=\"color: #808080;\">How does your work contribute to these key success metrics?</span></li>\n<li><span style=\"color: #808080;\">How often has the company’s definition of mission, strategy and metrics changed in the past 24 months?  Or has it been the same over this time?</span></li>\n<li><span style=\"color: #808080;\">What do you think is really important to the CEO?  What does he or she consistently emphasize in communications?</span></li>\n<li><span style=\"color: #808080;\">How effective and clear is the CEO in the following communication methods: written, speaking to a large group, speaking with a small group?  </span></li>\n</ul>\n<p dir=\"ltr\">\n <span style=\"color: #808080;\"><strong>2. Judgment About People</strong></span>\n</p>\n<p dir=\"ltr\">\n <span style=\"color: #808080;\"><strong>Questions for the CEO</strong></span>\n</p>\n<ul>\n<li><span style=\"color: #808080;\">Rate the effectiveness of each leader you have promoted or hired at the company.</span></li>\n<li><span style=\"color: #808080;\">Write down the name of any leader that you have promoted or hired that you don’t think is actually the right person to lead his/her area.</span></li>\n<li><span style=\"color: #808080;\">Have you exited the right employees?  Or have you made mistakes?</span></li>\n</ul>\n<p><span style=\"color: #808080;\"><strong>Questions for Employees (current and departing)</strong></span></p>\n<ul>\n<li><span style=\"color: #808080;\">Has the CEO chosen good leaders at the company?</span></li>\n<li><span style=\"color: #808080;\">Which leaders do you respect and why?</span></li>\n<li><span style=\"color: #808080;\">Are there leaders that you think are weak and why?</span></li>\n<li><span style=\"color: #808080;\">Has the CEO replaced any leaders in the past year?  Were these good decisions, from your perspective?</span></li>\n<li><span style=\"color: #808080;\">What are the strengths and weaknesses of the senior leader (i.e., CEO direct report) who oversees your area?</span></li>\n<li><span style=\"color: #808080;\">Have any high performing members of your team chosen to leave the company in the past year?  Why did they choose to leave?</span></li>\n<li><span style=\"color: #808080;\">Ask departing employees: are they leaving because of concerns about senior leadership?</span></li>\n</ul>\n<p><span style=\"color: #808080;\"><strong>3. Personal Integrity and Commitment</strong></span></p>\n<p dir=\"ltr\">\n <span style=\"color: #808080;\"><strong>Questions for the CEO</strong></span>\n</p>\n<ul>\n<li><span style=\"color: #808080;\">Are there actions you have taken which you feel have diminished the confidence that employees have in your integrity?  What are they?</span></li>\n<li><span style=\"color: #808080;\">Do you ask for feedback about your performance?  Are there examples when you have responded to employee feedback and changed your behavior?</span></li>\n<li><span style=\"color: #808080;\">How do you rate your level of commitment to your job?</span></li>\n<li><span style=\"color: #808080;\">How do you rate the level of commitment of your direct reports?</span></li>\n</ul>\n<p><span style=\"color: #808080;\"><strong>Questions for Employees (current and departing)</strong></span></p>\n<ul>\n<li><span style=\"color: #808080;\">How would you rate your CEO’s integrity / moral compass?</span></li>\n<li><span style=\"color: #808080;\">Do you think the CEO listens well and is open to feedback?  Are there examples where feedback has changed the CEO’s behavior in a positive way?</span></li>\n<li><span style=\"color: #808080;\">Have you seen examples of favoritism, inappropriate relationships, inappropriate language, conflicts of interest, or any other unethical behavior in the CEO?</span></li>\n<li><span style=\"color: #808080;\">When asked anonymously, what do employees / direct reports feel motivates the CEO?</span></li>\n<li><span style=\"color: #808080;\">How would you describe the level of personal commitment that the CEO shows to the mission of the company?</span></li>\n<li><span style=\"color: #808080;\">Have you seen examples of lack of commitment from the CEO?</span></li>\n<li><span style=\"color: #808080;\">Have you seen examples of lack of commitment from other leaders or from employees?</span></li>\n</ul>\n<p><b id=\"footnote1\">1</b> Please see “<a href=https://www.ycombinator.com/"https://ycombinator.wpengine.com/the-second-job-of-a-startup-ceo/#creating-purpose-and-alignment\">What’s the Second Job of a Startup CEO</a>” for a more thorough discussion of creating purpose &amp; alignment.<a href=https://www.ycombinator.com/"#footnoteid1\">↩</a><br />\n<b id=\"footnote2\">2</b> Data gathering methods include employee roundtables mediated by the CEO or HR, structured questions asked as part of employee exit interviews, all-hands or team meetings to gather employee feedback, hiring of external consultants to survey or interview employees, and on-line or email surveys of employees.<a href=https://www.ycombinator.com/"#footnoteid2\">↩</a></p>\n<!--kg-card-end: html-->","comment_id":"1098199","feature_image":null,"featured":false,"visibility":"public","email_recipient_filter":"none","created_at":"2017-01-19T02:02:07.000-08:00","updated_at":"2021-10-20T13:16:13.000-07:00","published_at":"2017-01-19T02:02:07.000-08:00","custom_excerpt":null,"codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a71078","name":"Ali Rowghani","slug":"ali-rowghani","profile_image":"/blog/content/images/2022/02/Ali.jpg","cover_image":null,"bio":"Ali is Managing Director of YC Continuity, where he invests in & advises growth-stage startups. Ali directly contributed to the growth of 2 great companies — as CFO / COO at Twitter and COO at Pixar.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/ali-rowghani/"}],"tags":[{"id":"61fe29efc7139e0001a71155","name":"Growth","slug":"growth","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/growth/"},{"id":"61fe29efc7139e0001a71156","name":"Growth-Stage","slug":"growth-stage","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/growth-stage/"},{"id":"61fe29efc7139e0001a71158","name":"Leadership","slug":"leadership","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/leadership/"},{"id":"61fe29efc7139e0001a71174","name":"Advice","slug":"advice","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/advice/"},{"id":"61fe29efc7139e0001a7116d","name":"Essay","slug":"essay","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/essay/"},{"id":"61fe29efc7139e0001a71181","name":"YC Continuity","slug":"yc-continuity","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/yc-continuity/"},{"id":"61fe29efc7139e0001a71182","name":"#ycc","slug":"hash-ycc","description":null,"feature_image":null,"visibility":"internal","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/404/"}],"primary_author":{"id":"61fe29e3c7139e0001a71078","name":"Ali Rowghani","slug":"ali-rowghani","profile_image":"https://ghost.prod.ycinside.com/content/images/2022/02/Ali.jpg","cover_image":null,"bio":"Ali is Managing Director of YC Continuity, where he invests in & advises growth-stage startups. Ali directly contributed to the growth of 2 great companies — as CFO / COO at Twitter and COO at Pixar.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/ali-rowghani/"},"primary_tag":{"id":"61fe29efc7139e0001a71155","name":"Growth","slug":"growth","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/growth/"},"url":"https://ghost.prod.ycinside.com/how-do-you-measure-leadership/","excerpt":"Are you a good leader? How do you know?In a startup culture that is obsessed with management by metrics, many foundersstruggle to answer this critical question about themselves. It’s tempting tomeasure leaders simply by the success of their businesses. But even the mostsuccessful founders know how much timing and luck can be confounding factors inthis approach.","reading_time":9,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null},{"id":"61fe29f1c7139e0001a7191b","uuid":"395e6c97-7acc-49bb-9d6d-f833e439e99b","title":"What’s the Second Job of a Startup CEO?","slug":"the-second-job-of-a-startup-ceo","html":"<!--kg-card-begin: html--><p>Successful startups go through three broad phases as they scale, and a startup CEO’s job changes dramatically in each phase. A CEO’s first job is to build a product users love; the second job is to build a company to maximize the opportunity that the product has surfaced; and the third is to harvest the profits of the core business to invest in transformative new product ideas. This blog post describes how to become a great Phase 2 CEO by focusing on the highest leverage tasks that only the CEO can accomplish. As YC’s Continuity team, we’ve seen many Phase 1 CEOs transition successfully into Phase 2, and some who have not. The future of your startup depends on which kind you are.</p>\n<p><strong>Your First Creation is a Product, Your Second Creation is a Company</strong></p>\n<p>A CEO’s first job is to build a great product and find a small group of people who love it and use it enthusiastically.<sup id=\"footnoteid1\"><a href=https://www.ycombinator.com/"#footnote1\">1</a></sup> A Phase 1 startup CEO is the Doer-in-Chief. You must be deeply involved in both building the product (observing/interacting with users, writing code, designing product specs) and acquiring users/customers. Delegation should not be a word in your vocabulary. If you succeed, it’s because your deep involvement and unique vision give the company a perspective and drive that few others have. The other imperative for a Phase 1 CEO is to conserve money in order to extend the time to iterate and improve the product.</p>\n<p>Most startups fail because they are not able to create a product that users love enough to abandon existing alternatives. Success in this first phase means discovering more demand for your product than your small team can handle. When this happens, you have to shift your focus as CEO to building a company that can capture and maximize the demand that your product has surfaced. Company-building becomes the CEO’s primary job in a Phase 2 startup. The company you build is your second creation and will be your lasting legacy as a founder.</p>\n<p>As a Phase 2 CEO, you need to transition from “Doer-in-Chief” to “Company-Builder-in-Chief.” This is how you scale as a CEO, and CEO scaling is the first step in company-building. For most founders, this is very difficult. When you’ve been a successful Doer-in-Chief, it’s hard to stop. It’s hard to stop coding, designing product specs, and interacting with customers on a daily basis. It’s hard to stop answering support tickets, doing all the product demos, and debugging the latest build. It’s even hard to delegate the random and sometimes menial tasks that you’ve accumulated over the years because they were “no one’s job.” But you have to stop doing all of these things so that you can safeguard your time for high leverage tasks that only CEOs can do.</p>\n<p>This transition can cause confusion and even friction with your team, who can suddenly wonder what you are doing if you’re no longer committing code or why you’re suddenly delegating a bunch of menial tasks that you’d been doing for years. But once your startup reaches 20-30 people, you’ll have to spend more time leading (i.e., directing the activities of others). And since time is finite, the only way to lead more is do less. Without delegating, you simply won’t have time to focus on company-building and you’ll end up slowing everyone else down.</p>\n<p>It may seem impossible at first, but you can eventually delegate day-to-day responsibility for everything you did in Phase 1, even Product. You obviously can’t drop everything overnight, but your job is to replace yourself by hiring people better than you into leadership positions. As David Rusenko, the co-founder and CEO of Weebly has said, “Often, the first time I find out about a product feature is reading about it on our blog. It shocks most founders to hear this, but I know I’ve done my job well because I’ve yet to see a feature that was built poorly. You should aspire to build a team that’s so good that you don’t have to be involved in the product details.”</p>\n<p>In practice, Phase 2 usually begins when a startup has around 20-25 employees and ends when it reaches 400-500 employees. At the end of Phase 2, you’ll have a leadership team that you’ve “road tested” to the point that you can confidently delegate everything you did in Phase 1. Your direct reports should be experienced leaders who can perform at a high level with minimal involvement from you, provided that you have set direction well. You can then shift the burden of company building to your leadership team so that you can start working on Phase 3: taking profits from the core business and investing them in new, transformative products. As an example, Facebook built its senior management team in Phase 2 while running the business at roughly breakeven. In Phase 3, it began to generate huge profits in its core business thanks to more lucrative in-stream ads, so it could allocate significant resources towards Messenger as a separate product and buy Instagram, WhatsApp, and Oculus.</p>\n<p><strong>Three Tasks That CEOs Can’t Delegate</strong></p>\n<p>Stated simply, your job as a Phase 2 startup CEO is to delegate everything you did in Phase 1 in order to create time to focus on three critical operational tasks that only the CEO can do <sup id=\"footnoteid2\"><a href=https://www.ycombinator.com/"#footnote2\">2</a></sup>:</p>\n<p><strong>1&#46; Hiring a Leadership Team and Making Sure They Work Well Together</strong></p>\n<p>Only the CEO can hire the company’s senior leadership team and make sure that they work well together. You can get help and feedback from others as you hire, but when you bring leaders like a VP of Engineering, VP of Sales, and CFO on board, the ultimate hiring decisions must be yours. You can’t hire by compromise, looking for someone who everyone around you likes. The choice has to be yours because the consequences are yours as well.</p>\n<p>Recruiting senior executives takes an extraordinary amount of time. If you are doing it for the first time, meet lots of people so that you can develop good judgment about the skills, experiences, and personality traits that you need. Patrick Collison, co-founder and CEO of Stripe, made it a point to meet with the “best-in-the-world” in each field so he could get a sense of what a great candidate looks like. Because executive hiring takes so much time, you should stage these hires rather than trying to hire everyone at once. Our recommendation is to hire a good executive search firm to help you run your first couple of searches. It will cost you an arm and a leg, but if it helps you hire the right person, it’s worth every penny.</p>\n<p>YC teaches founders to manage their startups using weekly milestones to ensure rapid iteration and progress. That’s great for a small company trying to find product-market fit, but it’s not the way to manage senior executives. You manage senior people to longer term outputs rather than week-to-week tasks. To do this well, you first have to set the right quarterly and annual milestones for the company and for each executive. It’s also your job to acclimate new executives to the culture of the company. As you build your senior team, expect to spend extra time with new executives individually and as a team on culture and teamwork. You should insist that new executives take the time to build relationships across the organization rather than pressuring them to come in and start changing things immediately.</p>\n<p>Learning how to evaluate the performance of senior executives is also a challenge, partly because your face-to-face interactions do not provide much of the information you need. You have to evaluate how well they are building their organizations, how productive and happy their employees are, and how well they are working with other teams and executives. You should expect that at least 25% of your leadership hires don’t work out. For most startup CEOs, it’s very difficult to fire their first executive, and most CEOs take too long to do it. But it’s better to act quickly and leave a void in the organization than to leave an ineffective senior executive in place for too long. The longer you leave an under-performing executive in place, the more credibility you lose with everyone else on your team.</p>\n<p>Your job is done when your entire leadership team has been hired, you’ve coached them to work well together, and they can operate at a high level with minimal involvement from you. Don’t be surprised if 50% of your time goes to hiring and managing your senior team; it’s time well spent.</p>\n<div id=\"creating-purpose-and-alignment\">\n</div>\n<p><strong>2&#46; Creating Purpose and Alignment</strong></p>\n<p>The second task that CEOs cannot delegate is creating purpose and alignment at the company. When your startup has less than 10 people who all sit together, you don’t need to work very hard to keep people aligned. Everyone can easily hear what’s going on, understand how their work fits into the broader goals, and have a say in every decision. Communication is simple and creating alignment is easy.</p>\n<p>But when you start hiring more people, soon in different offices and from broader backgrounds and functions (e.g., sales, finance, etc.), creating alignment becomes a lot harder. Your team no longer sits within earshot. You aren’t able to interview or even meet everyone who joins the company. And you may not even able to attend employee onboarding sessions. As an example, there was an 18-month period at Twitter where the company was hiring 50 people per month in offices all around the world. There was no way the CEO or any one executive could meet everyone who was joining the company.</p>\n<p>As a Phase 1 CEO, you are the lead rower on the boat. But in a Phase 2 startup, your job is no longer to row. Instead, it’s to define the purpose of the voyage, set the direction of the boat, and measure the pace and performance of a much larger number of rowers. In business speak, the CEO’s job is to define the Mission (purpose), Strategy (direction), and Metrics (pace and performance). These three elements provide the essential context that a growing company needs to be able to perform.</p>\n<p>One of the best examples of “Mission-to-Metrics” alignment comes from a friend who visited the manufacturing floor at SpaceX. Seeing a SpaceX employee assembling a large part, he stopped to ask him, “What is your job at SpaceX?” He answered, “The mission of SpaceX is to colonize Mars. In order to colonize Mars, we need to build reusable rockets because it will otherwise be unaffordable for humans to travel to Mars and back. My job is to help design the steering system that enables our rockets to land back on earth. You’ll know if I’ve succeeded if our rockets land on our platform in the Atlantic after launch.” The employee could have simply said he was building a steering system for landing rockets. Instead, he recited the company’s entire “Mission-to-Metrics” framework. That is alignment.</p>\n<p>Can you define the Mission, Strategy, and Metrics for your startup in a way that’s clear, simple, and inspiring? Most Phase 2 CEOs can’t readily do this. And, when they sit down to define it, they find it harder than they thought. The diagram below captures the task at hand:</p>\n<p><a href=https://www.ycombinator.com/"https://ycombinator.wpengine.com/wp-content/uploads/2016/11/Artboard-2white_wborder.png/">\"Mission-to-Metrics\"How To Start A Startup</a> and <a href=https://www.ycombinator.com/"http://www.paulgraham.com/ds.html/">Do Things That Don’t Scale</a>.<a href=https://www.ycombinator.com/"#footnoteid1\">↩</a></p>\n<p><b id=\"footnote2\">2</b> The focus of this essay is on a CEO’s operational responsibilities. There are certain non-operational responsibilities such as building/managing a Board, raising money, interacting with the press, etc., that are also part of a CEO’s job, especially when a startup is small. Generally speaking, the less time a Phase 2 CEO spends on these types of non-operational tasks, the better, because they come at the cost of running the company.<a href=https://www.ycombinator.com/"#footnoteid2\">↩</a></p>\n<p><em>Thanks to Daniel Yanisse, Patrick Collison, David Rusenko, Ben Holzman, Michael Seibel, Ed Catmull, Sam Altman, Leore Avidar, Tyler Bosmeny, and the YC Continuity team for reading drafts of this essay.</em></p>\n<!--kg-card-end: html-->","comment_id":"1096555","feature_image":"/blog/content/images/wordpress/2016/11/businessman-standing-in-office-looking-out-picture-id150220735__1024%C3%97768_.jpg","featured":false,"visibility":"public","email_recipient_filter":"none","created_at":"2016-11-29T00:00:11.000-08:00","updated_at":"2021-10-20T13:17:53.000-07:00","published_at":"2016-11-29T00:00:11.000-08:00","custom_excerpt":null,"codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a71078","name":"Ali Rowghani","slug":"ali-rowghani","profile_image":"/blog/content/images/2022/02/Ali.jpg","cover_image":null,"bio":"Ali is Managing Director of YC Continuity, where he invests in & advises growth-stage startups. Ali directly contributed to the growth of 2 great companies — as CFO / COO at Twitter and COO at Pixar.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/ali-rowghani/"}],"tags":[{"id":"61fe29efc7139e0001a7114b","name":"CEO","slug":"ceo","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/ceo/"},{"id":"61fe29efc7139e0001a7114c","name":"Company Building","slug":"company-building","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/company-building/"},{"id":"61fe29efc7139e0001a7114d","name":"culture","slug":"culture","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/culture/"},{"id":"61fe29efc7139e0001a71155","name":"Growth","slug":"growth","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/growth/"},{"id":"61fe29efc7139e0001a71156","name":"Growth-Stage","slug":"growth-stage","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/growth-stage/"},{"id":"61fe29efc7139e0001a71174","name":"Advice","slug":"advice","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/advice/"},{"id":"61fe29efc7139e0001a7116d","name":"Essay","slug":"essay","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/essay/"},{"id":"61fe29efc7139e0001a71181","name":"YC Continuity","slug":"yc-continuity","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/yc-continuity/"},{"id":"61fe29efc7139e0001a71182","name":"#ycc","slug":"hash-ycc","description":null,"feature_image":null,"visibility":"internal","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/404/"}],"primary_author":{"id":"61fe29e3c7139e0001a71078","name":"Ali Rowghani","slug":"ali-rowghani","profile_image":"https://ghost.prod.ycinside.com/content/images/2022/02/Ali.jpg","cover_image":null,"bio":"Ali is Managing Director of YC Continuity, where he invests in & advises growth-stage startups. Ali directly contributed to the growth of 2 great companies — as CFO / COO at Twitter and COO at Pixar.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/ali-rowghani/"},"primary_tag":{"id":"61fe29efc7139e0001a7114b","name":"CEO","slug":"ceo","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/ceo/"},"url":"https://ghost.prod.ycinside.com/the-second-job-of-a-startup-ceo/","excerpt":"Successful startups go through three broad phases as they scale, and a startupCEO’s job changes dramatically in each phase. A CEO’s first job is to build aproduct users love; the second job is to build a company to maximize theopportunity that the product has surfaced; and the third is to harvest theprofits of the core business to invest in transformative new product ideas.","reading_time":13,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null},{"id":"61fe29f1c7139e0001a71c0a","uuid":"1de61bb8-4ca3-433a-bdd0-27aa55f4786b","title":"2021 — YC Year in Review","slug":"2021-yc-year-in-review","html":"<p>In June, I wrote a <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/yc-is-crispr-for-startups//">blog post</a> comparing YC to CRISPR. When a founder is accepted into YC, we modify the startup’s DNA, edit it, to include key <a href=https://www.ycombinator.com/"https://en.wikipedia.org/wiki/Allele/">alleles that make success more likely. In the end, however, the secret to success of any startup lies squarely with the founders — their vision and their execution. We simply help those founders discover the very best versions of themselves.</p><p>In 2021, many YC founders led their companies to achieve outstanding results, and we are honored to be part of these companies’ history. This year presented an exceptional challenge to startups and established companies alike as the world struggled through a full year in the grip of the COVID-19 pandemic. As we all stayed remote and worked to operate effectively without offices, the startup environment thrived. Seed funding grew 56 percent year over year and totaled $29.4 billion in 2021, <a href=https://www.ycombinator.com/"https://news.crunchbase.com/news/global-vc-funding-unicorns-2021-monthly-recap//">per Crunchbase data</a>, with more than 17,000 startups around the world raising funding at seed.</p><p>Of course, YC itself remained remote during 2021, as did all of our programs. Like most of the world, there were ups and downs. Some of us fell ill, but thankfully none seriously. We believed towards the end of 2021 that the pandemic was entering an easier phase, only to be confronted, like everyone else, with Omicron. Despite this unique macro environment, there were many notable liquidity events for YC companies.</p><p>Prior to 2021 a total of four companies we funded had entered the public markets. In 2021 an extraordinary ten YC companies went public.</p><ul><li>In February, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/lucira-health/">Lucira Health</a> (W15), a company focused on the development and commercialization of infectious disease test kits, went public. Their COVID-19 test kit has received OTC authorization in the U.S. and Canada and has started aiding in testing programs that enable safe reopening.</li><li>In April, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/coinbase/">Coinbase (S12) went public. We <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/coinbase-from-yc-to-ipo//">reminisced about our early impression of co-founder and CEO Brian Armstrong, and reflected on the company’s excellent execution.</li><li>In July, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/matterport/">Matterport (W12), the spatial data company, went public. In one year, they more than doubled their subscriber count to 439,000 subscribers and have brought 6.2 million buildings and spaces online.</li><li>In August, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/momentus/">Momentus (S18), a space company that plans to offer transportation and other in-space infrastructure services, went public. Since then, they have completed the initial assembly and initial system-level functional testing of their Vigoride 3, which is designed to be capable of launching on most large, mid-sized, and small rockets.</li><li>In September, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/amplitude/">Amplitude (W12) went public. We <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/amplitude-w12-is-going-public//">reflected on the founders’ going through multiple pivots before landing on the perfect idea for them: mobile analytics.</li><li>In September, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/ginkgo-bioworks/">Ginkgo Bioworks</a> (S14), the first biotech company YC funded, went public. We <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/ginkgo-bioworks-s14-is-going-public-today//">told the story</a> of how Ginkgo Bioworks ended up in YC, and their journey as YC’s first biotech startup.</li><li>In October, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/gitlab/">GitLab (W15) was our first open-source company to IPO, as well as the first alum of the <a href=https://www.ycombinator.com/"https://www.ycombinator.com/growth-program/">Growth Program</a> to start trading publicly. We <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/gitlab-from-yc-to-ipo//">shared details that show the team at GitLab embodies the open-source mindset, not just in technology, but in culture and spirit.</li><li>In November, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/weave/">Weave (W14) went public. We <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/weave-w14-is-going-public//">spoke to the epic ups and downs that the founders pushed through — and ultimately, Weave became fundamental to how offices run.</li><li>In November, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/embark-trucks/">Embark Trucks</a> (W16) went public. We <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/embark-trucks/">reflected on the young team's passion, energy, and commitment, and how the initial idea shifted to focus on a different market.</li><li>In December, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/pardes-bio/">Pardes Biosciences</a> (S20), a clinical-stage biopharmaceutical company developing PBI-0451 as a novel direct-acting, oral antiviral drug candidate designed to treat SARS-CoV-2 infections, went public. PBI-0451 is currently in Phase I clinical study with early results showing potential for an unboosted oral regimen against COVID-19.</li></ul><p>Also, in 2021 there were a number of companies that had significant exits via an acquisition. Here are highlights:</p><ul><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/sendwave/">Sendwave (W12) was acquired by WorldRemit.<br></li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/clever/">Clever (S12) was acquired by Kahoot!.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/caper/">Caper (W16) was acquired by <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/instacart/">Instacart (S12).</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/sqreen/">Sqreen (W18) was acquired by Datadog.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/bear-flag-robotics/">Bear Flag Robotics</a> (W18) was acquired by John Deere.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/openinvest/">OpenInvest (S15) was acquired by JPMorgan Chase.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/modern-fertility/">Modern Fertility</a> (S17) was acquired by Roman Health Ventures.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/paystack/">Paystack (W16) was acquired by <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/stripe/">Stripe (S09).</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/drchrono/">DrChrono (W11) was acquired by EverCommerce.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/chargehound/">Chargehound (W14) was acquired by PayPal.</li><li><a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/truebill/">Truebill (W16) was acquired by Rocket Companies.</li></ul><p>Our batch program funded 750 companies in 2021 — the most ever in a year. The YC admissions team sifted through tens of thousands of applications and the selection team, including all of our Group Partners, reviewed thousands of apps until our eyes blurred. And then we sat for thousands of virtual interviews for each batch. In the end, we funded 350 companies in the <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/w21-batch-stats//">Winter 2021 batch</a> and 402 companies in the <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/yc-summer-2021-batch-stats//">Summer 2021 batch</a>. Demo Day for both batches remained completely virtual of course, but it was remarkably successful as more than 3,000 investors attended and YC companies raised record amounts of seed funding.</p><p><a href=https://www.ycombinator.com/"https://www.ycombinator.com/continuity//">YC’s Continuity</a> funds are now maturing. We launched the first YCC fund over six years ago and in 2021, YC participated in the funding of several of our most successful companies.</p><ul><li>Coinbase and Gitlab, key investments in YCC’s portfolio, went public in 2021.</li><li>11 YC companies were added to the YCC portfolio, including <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/deel/">Deel, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/fivetran/">Fivetran, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/opensea/">OpenSea, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/pave-2/">Pave, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/posthog/">Posthog, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/razorpay/">Razorpay, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/revenuecat/">RevenueCat, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/vanta/">Vanta, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/whatnot/">Whatnot, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/kiranakart/">Zepto, and one not yet announced.</li><li>We increased our investments in top companies like <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/brex/">Brex, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/faire/">Faire, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/groww/">Groww, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/lob/">Lob, <a href=https://www.ycombinator.com/"https://www.ycombinator.com/companies/podium/">Podium, and others.</li></ul><p>Valuations of YC companies have <a href=https://www.ycombinator.com/"https://www.ycombinator.com/topcompanies//">continued to soar</a> and today 150 companies are valued at $150 million or more and 60 companies are valued at $1 billion or more.</p><p>I would be remiss not to mention that YC wouldn’t function without the people that make up this organization. At YC, we are founders, operators, and experts; we’re building the programs that we wished we had as founders and working as experts and operators alongside our companies. We are growing our team to support these programs, and in 2021, we welcomed 30 people to YC. Key additions in our software, legal, and finance teams helped those teams scale to meet the needs of an ever expanding number of founders, companies, and deals to manage. And in 2021 our Outreach team helped launch hundreds of companies and organized dozens of YC events at schools around the world.</p><p>A few program highlights:</p><ul><li><a href=https://www.ycombinator.com/"https://www.startupschool.org//">Startup School</a>, our free online program and community to help aspiring founders learn about startups, build a product, and track growth, signed up over 100,000 founders and aspiring founders and <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/co-founder-matching//">launched co-founder matching</a>, which led to <a href=https://www.ycombinator.com/"https://blog.ycombinator.com/does-co-founder-matching-work//">new YC companies</a>.</li><li><a href=https://www.ycombinator.com/"https://www.workatastartup.com//">Work at a Startup</a>, our platform for candidates to apply to top YC startups with a single profile, helped 600 people find jobs and ran six hiring events, including our first <a href=https://www.ycombinator.com/"https://www.workatastartup.com/events/2021-office-hours-women-founders/">Women in Engineering</a> series and <a href=https://www.ycombinator.com/"https://www.workatastartup.com/events/crypto-tech-talks-2021/">Crypto Tech Talks</a>.</li><li>The Series A Program, our program that prepares YC founders for raising their Series A, helped nearly 200 YC companies raise $3.5B+ from more than 150 investors, like Accel, A16Z, Benchmark, Coatue, Founders Fund, General Catalyst, Khosla Ventures, Ribbit, Sequoia, Tiger Global, and more.</li><li>The Post-A Program, our program that teaches best practices for managing this stage company, and the <a href=https://www.ycombinator.com/"https://www.ycombinator.com/growth-program/">Growth Program</a>, our program and community for CEOs of YC’s fastest-growing companies, nearly doubled the number of companies served compared to 2020.</li></ul><p>If you made it this far, well I am impressed. Thank you! I’ll just end here by pointing out that, like our companies, Y Combinator is always evolving and never stagnant. We have big plans for 2022 and will continue to iterate to provide the best founders in the world with the best programs and tools to improve their chances of outsize success.</p>","comment_id":"61f5fb42eb74f90001a957a4","feature_image":"/blog/content/images/2022/01/BlogTwitter-Image-Template-17.png","featured":false,"visibility":"public","email_recipient_filter":"none","created_at":"2022-01-29T18:43:14.000-08:00","updated_at":"2022-03-01T10:11:49.000-08:00","published_at":"2022-01-19T09:00:00.000-08:00","custom_excerpt":"In 2021, many YC founders led their companies to achieve outstanding results, and we are honored to be part of these companies’ history.","codeinjection_head":null,"codeinjection_foot":null,"custom_template":null,"canonical_url":null,"authors":[{"id":"61fe29e3c7139e0001a71092","name":"Geoff Ralston","slug":"geoff-ralston","profile_image":"/blog/content/images/2022/02/geoff.jpg","cover_image":null,"bio":"Geoff Ralston is the former President of Y Combinator and has been with YC since 2011. Prior to YC, he built one of the first web mail services, RocketMail which became Yahoo Mail in 1997.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/geoff-ralston/"}],"tags":[{"id":"61fe29efc7139e0001a71173","name":"YC News","slug":"yc-news","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/yc-news/"},{"id":"61fe29efc7139e0001a71170","name":"Startups","slug":"startups","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/startups/"},{"id":"61fe29efc7139e0001a7116d","name":"Essay","slug":"essay","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/essay/"},{"id":"61fe29efc7139e0001a7117a","name":"Batch Stats","slug":"batch-stats","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/batch-stats/"}],"primary_author":{"id":"61fe29e3c7139e0001a71092","name":"Geoff Ralston","slug":"geoff-ralston","profile_image":"https://ghost.prod.ycinside.com/content/images/2022/02/geoff.jpg","cover_image":null,"bio":"Geoff Ralston is the former President of Y Combinator and has been with YC since 2011. Prior to YC, he built one of the first web mail services, RocketMail which became Yahoo Mail in 1997.","website":null,"location":null,"facebook":null,"twitter":null,"meta_title":null,"meta_description":null,"url":"https://ghost.prod.ycinside.com/author/geoff-ralston/"},"primary_tag":{"id":"61fe29efc7139e0001a71173","name":"YC News","slug":"yc-news","description":null,"feature_image":null,"visibility":"public","og_image":null,"og_title":null,"og_description":null,"twitter_image":null,"twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"codeinjection_head":null,"codeinjection_foot":null,"canonical_url":null,"accent_color":null,"url":"https://ghost.prod.ycinside.com/tag/yc-news/"},"url":"https://ghost.prod.ycinside.com/2021-yc-year-in-review/","excerpt":"In 2021, many YC founders led their companies to achieve outstanding results, and we are honored to be part of these companies’ history.","reading_time":5,"access":true,"og_image":null,"og_title":null,"og_description":null,"twitter_image":"https://ghost.prod.ycinside.com/content/images/2022/01/BlogTwitter-Image-Template-17-1.png","twitter_title":null,"twitter_description":null,"meta_title":null,"meta_description":null,"email_subject":null,"frontmatter":null,"feature_image_alt":null,"feature_image_caption":null}]},"url":"/blog/how-biotech-startup-funding-will-change-in-the-next-10-years","version":null,"rails_context":{"railsEnv":"production","inMailer":false,"i18nLocale":"en","i18nDefaultLocale":"en","href":"https://www.ycombinator.com/blog/how-biotech-startup-funding-will-change-in-the-next-10-years","location":"/blog/how-biotech-startup-funding-will-change-in-the-next-10-years","scheme":"https","host":"www.ycombinator.com","port":null,"pathname":"/blog/how-biotech-startup-funding-will-change-in-the-next-10-years","search":null,"httpAcceptLanguage":"en, *","applyBatchLong":"Winter 2024","applyBatchShort":"W2024","applyDeadlineShort":"October 13","ycdcRetroMode":true,"currentUser":null,"serverSide":true},"id":"ycdc_new/pages/BlogPage-react-component-f7054d66-6bcd-47fa-aceb-8196d55f62d7","server_side":true}" data-reactroot="">

How Biotech Startup Funding Will Change in the Next 10 Years

by Jared Friedman8/5/2019

Back when YC was getting started about 10 years ago, Paul Graham wrote some essays that predicted the way startup fundraising would change in the next decade – accurately, it turns out. Paul Graham predicted that there would be way more startups, that they’d be cheaper to start, that new kinds of investors would fund them, that founders would be more technical, and that founders would keep control of their companies. All of those seem to have come true.

I’ve noticed that raising money for a biotech or other life science1 company in 2019 looks a lot like raising money for a tech company 10 years ago. Since then, fundamental forces caused fundraising for tech companies to change dramatically. I see those same forces that Paul Graham wrote about happening with biotech companies now. And I believe that they are going to change biotech fundraising very much the way they changed tech company fundraising.

How tech startup fundraising changed from 2005 to now

In 2005, when Y Combinator started, there was already a well developed ecosystem of venture capital firms in Silicon Valley and Boston. But access to those venture capital firms was limited.

VCs preferred to fund companies that already seemed like a sure bet – in other words, were far along. They also preferred to fund MBAs with previous executive experience and shied away from unproven teams with technical founders. Because they had a lock on the funding market, they asked for onerous financial terms and often replaced founders with favored executives. The only model of institutional seed funding was the “business incubator” model, where VC firms would fund well-connected founders they knew and incubate them in their office.

Then, the cost to start a tech company plummeted. It plummeted because new infrastructure was created: a combination of open source software, modern web frameworks, SaaS developer tools, cloud hosting, and better distribution channels. This meant that a lot of technical founders, who couldn’t raise money from VCs off a PowerPoint, were able to launch a product and get users with minimal funding. Once they had proven that their idea had merit, they could use their traction to raise funding.

Companies like this now only needed a small amount of money to get started, but there wasn’t any place to get it, because institutional investors didn’t make small investments. This was the key insight that led to the creation of YC, and also to the hundreds of institutional seed funds that sprung up to take advantage of the new opportunity. Easy access to flexible, institutional seed funding led to an explosion of tech startups, and today this is the default path for tech startups to get started.

Because these companies wouldn’t raise VC until they were much further along and had leverage, the balance of power shifted. Founders increasingly retained control of their company. Investors lost the power to fire founders and bring in favored executives. And when they did, they realized something surprising: despite their inexperience, the founders were often the right people to run the company.2

What’s happening now with biotech companies

Today, early stage biotech funding is dominated by the “venture creation model”. In the venture creation model, the VC firm creates the company. They have an initial idea and put together a team of favored executives, often from their pool of entrepreneurs-in-residence, to run it. The startup is typically incubated out of the VC’s offices. The VC invests a large amount of money upfront and takes a controlling ownership stake.

Just as VC-incubated tech companies made sense when tech companies were expensive to start, this model made sense when the cost to start a biotech company was high. Until recently, no one could get anything done before a VC wrote a $10M check, so this was the only way to get started.

But that’s no longer the case. Just like new infrastructure brought down the cost to start a tech company, new infrastructure has brought down the cost of doing biology dramatically. Today, founders can make real progress proving a concept for a biotech company for much less, often as little as $100K. There are low cost CROs that will do scientific work for a fee. Companies like Science Exchange make access to CROs and scientific supplies instantaneous and cost effective to small companies. It’s easy to rent fully equipped lab space by the bench, and there are companies to help you stock it. Affordable lab robots from companies like OpenTrons make it possible to automate batch experiments, and computational drug discovery from companies like Atomwise allows some experiments to be done completely in silico. Companies like Cognition IP are bringing down the cost of filing patents, and companies like Enzyme are streamlining FDA submission.

Because of this infrastructure, bio companies routinely clear major scientific hurdles during YC’s short program. Often therapeutics companies are able to show that their concept is effective in animal models. Diagnostic companies can show success with human samples. Synthetic biology companies successfully engineer cell lines.

I’ll give a couple of examples from recent YC companies.

In 2015, Jose Mejia Oneto was an MD/PhD who left orthopaedic surgery residency to pursue an idea for a way to localize the delivery of chemotherapy. When Jose applied to YC, he had developed the technique in academia but hadn’t yet tried applying it to therapeutics in animals. When he was admitted to YC, he founded Shasqi. Using just the funding from YC, he was able to show in less than three months in a breast cancer mouse model that his localized delivery outperformed conventional chemo.

Athelas makes a device that does at-home blood tests for oncology patients, using a new computer vision based technique. The founders Tanay and Deepika started the company while still in college and were able to make a working prototype with just $40K in investment. During YC they were able to run a 350 patient initial study that showed very good results. Their device is now FDA cleared, and they’re serving thousands of patients.3

Of course, running clinical trials for drugs remains very expensive4, and biotech companies will ultimately need to raise tons of money to deliver on their initial promise. But this is not too different from tech companies. The biggest YC (software) companies have each raised over $1B. The important part is that these companies were able to get started with less than $100K and to de-risk their idea enough to raise more money later.

Predictions for the future

Because you can start cheaply, it’s now possible to start a biotech company the way people start a tech company. By raising money incrementally, rather than a giant amount upfront, you can keep control of your company. And you can work on your own idea, not just ideas that VCs come up with.

This new path has drawn a new kind of biotech founder. Many of the biotech founders we see at YC are grad students or postdocs5. Previously their career options were to stay in academia or to join a big pharma company. Starting their own company is now a viable third option.

If this plays out the way it did in 2005, we’ll see an explosion in the funding options for biotech companies. Many traditional biotech investors are still looking for the controlling legal terms that went out of vogue in tech in the early 2000’s. But just like what happened with tech investing, a new crop of biotech and tech/biotech crossover funds have created a vibrant new bio seed investor ecosystem. As a result, YC bio companies now typically raise $1-5M seed rounds after each batch.

Even more exciting, this would mean we’re still at the beginning of an explosion in the number of biotech companies. And more of these companies will look like tech companies: instead of being run by VCs and hired execs, they’ll be run by the founders who care about their ideas, and who will sustain that passion building companies they love and that change the world for the better.

Notes
1. It’s common to use the word “biotech” to describe specifically therapeutics companies. I use it this way as well, but most of this post applies to all life science companies – anything related to biology.
2. Actually, this trend started with top VCs earlier, basically for the reasons Ben Horowitz wrote about in 2010. But I think the rise of institutional seed funding accelerated it.
3. The point here is not that these companies will ultimately succeed—we don’t know that yet. My point is that with just a seed investment and a few months, they managed to go as far along the curve as companies that had to raise millions of dollars before.
4. Though companies like YC’s Curebase and Nucleus in Australia are chipping away at that.
5. Certainly not all of them. We’ve also backed many founders who came out of industry, along with MD’s and faculty.

Thanks to Dan Gackle, Abe Heifets, Elizabeth Iorns, Stephanie Simon, Geoff Ralston, Diego Rey, Uri Lopatin, Ethan Perlstein, Joe Betts-Lacroix, Jose Mejia Oneto, Tanay Tandon, and Thomas Folliard for reading drafts of this.

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BiotechEssay

Author

  • Jared Friedman

    Jared is Managing Director, Software and Group Partner at YC. He was cofounder of Scribd, which was funded by Y Combinator in 2006 and grew to be one of the top 100 sites on the web.