I want to establish a perks program for my members by offering them discounts from travel partners like airlines, hotels, etc.

It varies and it's very very specific to what you want to develop. The concrete design of your circuit matters. Also prototype building costs are usually a factor 10-100 higher than series. If you already have your prototype then you can shop around various manufacturing companies. To do that, you need Gerber files (your PCB design) and a bill of materials. You also need to think about casing: designing it and creating the mold is expensive. If you don't have your prototype yet, I recommend having it engineered in eastern Europe. Custom engineering is cheap there and high quality. IP protection is a problem. One thing to do is to distribute the work to different manufacturers. For the design phase you are safer if you design your prototype in Europe or the US where international patent laws apply. I could give you more specific advise in a phone call, getting to know a bit better what you are trying to build.

I am assuming your question is more pertaining to empowering and motivating (rather than hiring). I can outline some of the practices I have seen really result in high motivation and sense of ownership among engineering teams: * Empathize - Your engineering team will work well and be more motivated if they see you as one of them rather than a person who doesn't understand their function. Show your geeky side to them, and show that you understand their thought process and drivers. * Pick their brain on big and small decisions (roadmap, usability, whatever it is) - Product teams value being heard. The more you position yourself as someone who is WANTS to listen, is keen to have their inputs, you will be surprised at how involved they can get, and also how you can actually tap into a lot of smart ideas/thoughts from them that you can develop on. * Take care to explain - show how you arrive at decisions. Share your research, competitive analysis, and even your thought process on arriving at a feature set or list of things for a release. Its stuff you would have worked on anyway - so no harm sharing with more eyes! * Share customer feedback - nothing motivates your engineers than a positive interaction with a customer. Get them to see customer feedback. Have them sit in and observe some of the usability studies. (B2B - have them see you do some demos or do a successful sales pitch) * Send out interesting articles, insights, business and tech articles with your comments/highlights to them on a regular basis (maybe twice a week?) - maybe even some analysis you did on competition or customer feedback * Engineers like working with people they feel are competent and complement the work they are doing to build a great product. So make sure they see how everyone else around them is also doing a good job and adding value and contributing to the success of the product. * Be transparent about the product/business - Make them feel they are responsible and involved in the business, not just technology. I've seen engineering teams happy about their annual goals having components relating to making revenues, keeping customers happy, or reducing costs. If they are enthused about the business as a whole, they will be more motivated with their engineering efforts * Have a mix of little experiments, R&D, attending to engineering debt, in addition to bug fixes and new features that each engineer gets to spend some time on (based on their interest) * Finally get to know each of your engineers personally, and be aware of what their priorities are. Each of us has different motivations in life, so there is no silver bullet to motivate people. When they know you care for them, they are more motivated :).

You can only solve a big problem that changes the world if you solve a problem that is deeply personal to you. Two great examples and why they worked: Roy Raymond was a sad pervert. He'd buy bras and panties at the department store and all the clerks thought their thoughts about him. Roy felt embarrassed. He wasn't really a pervert. He just wanted to buy lingerie for his girlfriend. So he solved this major problem he was having. He created a space where men could feel comfortable coming in and buying sexy lingerie for their partners. He called it Victoria's Secret. But Roy, by solving this important personal issue for himself, apparently solved the same issue for many other men. First year sales were over $500,000 and he quickly opened up three more stores. In 1982 he sold Victoria's Secret for one million dollars before trying multiple other businesses that ended up failing. One MILLION Dollars. A decade later Victoria's Secret was worth over a billion dollars but Roy Raymund was nearly bankrupt and had missed the huge run-up in it's value. -- Picture New York City in the late 1800s on a rainy day. It was disgusting beyond belief. 150,000 horses transported people up and down the busy streets. Each of those horses, according to Super Freakonomics, dropped down about 15-30 pounds of manure. That's up to 4.5 million pounds of manure A DAY on the streets of NYC. And now imagine it raining. Would you cross the street? How long could this last? How long would the city survive without being infested with crap and all the diseases brought with it. What would happen as population of both men and horses increased? Was someone working on inventing a gigantic manure scooper? How would this problem get solved? It never got solved. Instead, Henry Ford invented the assembly line to mass produce cars. Every horse lost their job. People began to drive cars. Manure problem solved. -- In both cases there is a common theme. Someone outside the industry solved a problem that was personal to them that then changed an industry forever. Roy Raymund wasn't a fashion designer or a retailer. He worked in the marketing department of Vicks, which makes over the counter medications. Henry Ford, I don't think, ever worked in the manure industry. Instead, each person focused on a problem that was important to them. A problem that excited them at that moment in time. Raymund wanted to avoid being embarrassed in the future. Ford wanted an efficient way to make cars. The ONLY way to change the world is to solve a problem that is important to YOU. They had to choose themselves for success before they could save the world. Raymund had to convince himself that he didn't belong in the marketing department of a division of Procter & Gamble. He borrowed $80,000 and took the big risk of starting a business. Ford had to survive numerous failures and bankruptcies in order to find a cheap way to make cars. He would abandon investors, people who supported him, and even companies named after him, in his quest to solve his problem in his own way. Nobody gave them permission. And neither of them set out to change the world. They only wanted to solve a problem that was personally important to them. It's unfortunate that often we forget that choosing ourselves is not something that happens once. It has to happen every single day. Else we lose track of that core inside of us that solves problems and is able to share them in a way that makes the world a better place. Ford forgot this and became obsessed with Jews. Ford is the only American that Hitler mentions in Mein Kampf: "only a single great man, Ford, [who], to [the Jews'] fury, still maintains full independence...[from] the controlling masters of the producers in a nation of one hundred and twenty millions." And what happened to our embarrassed marketing manager that has ignited the passions of men and women for the past 30 years? Roy Raymund saw the value of Victoria's Secret jump from the one million he sold it for in 1982 to over a billion dollars a decade later. He failed in business after business. He got divorced. Then at the age of 46, my age, he drove to Golden Gate Bridge, jumped off it and killed himself. Before you can save the world you have to save yourself. But you have to relentlessly do it every day. Sometimes the train wakes me up at night and I feel scared. What will the world be like for my children? I won't always be able to help them. I don't even know if I do enough to help them now. And then I remember. I'm alive for another day.

Yes. Who I would recommend would depend on what you'd like to see happen. Are you building only for iOS, or only for Android, or both? Will you have a bunch of content/stuff in your app or just a little? Are you thinking game or non-game app? Do you already have a big fanbase or would you be trying to build one while building the app? It's easy to save a bunch of money on mobile development if you know how, and even easier to overspend. Making an app can be a ton of fun or a major headache. I'd recommend the fun. So if you want an outside perspective, give me a ring.

As a 500 Startup mentor I would suggest the following 1) Blog about distribution, design and data. Those are the things that 500 values most and usually the fastest way to get on their radar. 2) Interact with @davemcclure (and all other partners) on Twitter 3) Attend geeks on a plane or other events they host. It's all about relationships and perception, so create opportunities to increase the probability of showing them that you have skills that are relevant to the companies they invest in. Hope that helps.