Loading...
Answers
MenuWe're creating a mission-critical hospital communication system. Given its our startup's 1st app, how do we convince Execs we'll be around in 12mths?
This question has no further details.
Answers
I would disagree with Laura's advice about allowing your communication system to operate in-tandem to what you're trying to displace. Hospital staff have very little appetite to learn or adopt new systems, especially for mission-critical work. I also disagree with the idea that your competitors are an ideal partner. They will force you to adopt their processes and live by their rules, severely limiting your upside and will often waste your time with misleading signals of interest.
Has this objection cost you any sales yet? If not, don't over-think this. Is it an objection that you've just been given and you're about to close or lose a sale over? If that's the case, call me or someone and talk through this right now.
Otherwise, focus on ensuring that the client is totally bought-in to using your software (trial or otherwise). If this issue comes up, you have a number of ways to address this:
Generally speaking, even with mission-critical software, the due diligence doesn't include financial analysis of the vendor. So just project the confidence that you *will* be around and you should be fine. If not, there are actual contract-specific language that you could use to address this but you really should avoid that at this stage.
Having built a mission-critical hospital communication system for eight years in my first startup (LiveProcess, which is still going strong) prior to my new startup (Updated.io), I would be remiss if I didn't caution you to go into this space. Convincing execs that you'll be around in a year is but one hurdle you will encounter along the way... there are more stakeholders in the buying process within hospitals' mission-critical communication platforms than you can shake a stick at. Committee after committee, IT obstacle after IT obstacle, entrenched legacy systems that are glued to many stakeholders, nurses, doctors, safety officers, security personnel, and on and on and on... each sets up its own roadblock for you to get into the daily workflow of a hospital. Good luck in this space, but it is NOT for the feint of heart!
How is your product mission critical? What pain does this solve for them? Is it hippa compliant? Is it secure? How is it better than Doximity for secure doc to doc communications( which is free, by the way) how is it better than the 4 or so other secure physician to physician communication platforms out there? Take a look at mobihealth news, several are advertising there. How will your product improve patient outcomes? Once you have answered these questions, Sound like you need a couple of cmo's to interview asking them about their pain points! Keep in mind inbound marketing to show expertise and engage those cmo's even ask which features they'd like to see!
I'm happy to help, let me know!
Here's a few things I've done for B2B engagement with a startup.
1. Engage with their primary IT services/solutions vendor for a three-way deal that commits the vendors support for your product for a 3-5 year timeframe - This will mean a margin erosion, but you'll benefit from having a larger partner and the execs will be comforted by the fact that there's a longer term support vision.
2. Put your code and design in escrow - There are many source code escrow options and you should negotiate the contracts carefully and with good legal advise.
3. Build your pricing mechanism in ways that stagger/cycle payments over a longer period of time - This is tougher when you are starting up, but it maybe a point on the negotiating block that will help the vendor managers/contract teams lean towards you.
Your 'Go To Market' strategy should envision as many scenarios as possible and build a response case around each. There is no single silver bullet that will convince all execs who deal with startups.
Regulations & Certifications - I would suggest trying to link your offering to fill a need a hospital has based on a regulation or certification they are trying to attain. For instance, critical results communication and documentation for test results is an important and necessary duty of hospitals for JCAHO certification. A simple example is if a Head CT demonstrates bleeding in the brain, the ordering provider needs to be alerted by the radiologist interpreting the exam. JCAHO will audit EMRs to ensure this was performed and use this in the certification process. Numerous other examples exist. If your technology could help hospitals address and manage this you could get the attention of the execs.
Related Questions
-
What do (bootstrapped) startups offer to new sales hires? Commission only? What are some good examples to keep people motivated and still survive?
Generally bootstrapped startups should avoid salespeople, for a few reasons: a. they typically can't afford the base and overall comp required to attract sales people who can actually sell / or afford to support them with marketing, management, etc b. it will be very difficult to find the rare person with the right mix of sales and startup DNA along with the critical domain knowledge, consequently the startup is likely to settle c. the founders need to be very involved in the selling and customers will demand it That said, if the plan is still to hire a salesperson, find someone who has demonstrated sales success in startups and is excited by the early stage in company building. Create a comp plan heavily leveraged on sales results (unless you are in an industry where 100% commission is a common practice, would recommend against $0 base as this creates the false impression that your hire isn't passing time with one company while looking for another job with a richer comp plan - you want your rep focussed). Sell the vision and opportunity to be part of a growth story. I have written a several blog posts on hiring sales people into start-ups. You might find these useful: http://www.peaksalesrecruiting.com/ceo-question-should-i-learn-to-sell-or-hire-a-sales-person/ http://www.peaksalesrecruiting.com/start-up-sales-and-hiring-advice-dont-stop-selling-once-you-hire-your-first-sales-rep/ http://www.peaksalesrecruiting.com/hiring-start-up-sales-reps/ http://www.peaksalesrecruiting.com/startups-and-salespeople/ Good luck!EB
-
What should my consulting rates be as a freelance developer who can also do SEO, social media optimization and other marketing services?
Pricing for different tasks that require the same amount of time from you tells the Customer (and your subconscious) that you're working at a 5 on task x, but working at a 9 on task y simply because it costs/earns more. That seems to be a disconnect. Your time is your most precious asset, and I would charge for it whatever you're doing. If you build a site, and they are happy with your dev fee, but feel like you should charge less for SEO, simply let them find another SEO guy. That's their choice, but YOU are worth $xx.xx, no matter what you're doing. Also, in general, take whatever you're charging and add 10% to it. If you're still busy, add another 10%. Let the demand level determine how much work you do, and at what cost.SL
-
Whats the best way to find commission sales reps?
This is not my specialty, however, I have been in your position many many times -- maybe this will help. If the product is in-tangible, then look for JV partners on the Internet. Try to find an expert that deals with these JV opportunities (like me). If the product is physical, then look for sales organizations that have networks of sales people across the country. You do the deal with the organization and the independent network of sales people sells your product. It's a sweet setup if you can negotiate a margin that works for everyone. Hope that helps - Cheers - NickNP
-
How much equity should I ask as a C-level executive in a new startup ?
As you may suspect, there really isn't a hard and fast answer. You can review averages to see that a CEO typically becomes a major shareholder in a startup, but your role and renumeration will be based on the perceived value you bring to the organization. You value someone's contribution through equity when you think that they will be able to add long-term benefits, you would prefer that they don't move company part way through the process, and to keep them from being enticed by a better salary (a reason for equity tied to a vesting arrangement). Another reason is when the company doesn't have salary money available but the potential is very strong. In this situation you should be especially diligent in your analysis because you will realize that even the best laid plans sometimes fall completely short. So to get the best mix, you have to be very real about the company's long-term growth potential, your role in achieving it, and the current liquidity necessary to run the operations. It should also be realized that equity needs to be distributed. You cannot distribute 110% and having your cap table recalculated such that your 5% turns into 1% in order to make room for the newly hired head of technology is rather demotivating for the team. Equity should be used to entice a valuable person to join, stay, and contribute. It should not be used in leu of salary that allows an employee to pay their bills. So, like a lot of questions, the answer is really, it depends. Analyzing the true picture of your long-term potential will allow you to more easily determine the correct mix.DH
-
What is a better title for a startup head....Founder or CEO? Are there any pros/cons to certain titles?
The previous answers given here are great, but I've copied a trick from legendary investor Monish Pabrai that I've used in previous startups that seems to work wonders -- especially if your company does direct B2B sales. Many Founders/ CEOs are hung up on having the Founder/ CEO/ President title. As others have mentioned, those titles have become somewhat devalued in today's world -- especially if you are in a sales meeting with a large organization. Many purchasing agents at large organizations are bombarded by Founders/ CEOs/ Presidents visiting them all day. This conveys the image that a) your company is relatively small (the CEO of GM never personally sells you a car) and b) you are probably the most knowledgeable person in the organization about your product, but once you land the account the client company will mostly be dealing with newly hired second level staff. Monish recommends that Founder/ CEOs hand out a business card that has the title "Head of Sales" or "VP of Sales". By working in the Head of Sales role, and by your ability to speak knowledgeably about the product, you will convey the message that a) every person in the organization is very knowledgeable about the ins and outs of the product (even the sales guys) and b) you will personally be available to answer the client's questions over the long run. I've used this effectively many times myself.VR
the startups.com platform
Copyright © 2025 Startups.com. All rights reserved.