Posted by & filed under Accelerator, Global Fintech Accelerator, Human Resources, Startups, Team.

What makes a good startup? How can you see which ones have potential?

As a talent scout and having lead global recruitment team in the past, I see a lot of similarities between talent acquisition and startup search. Here are some insights from behind the scenes of The I Bootcamp of Blockchain & Fintech Accelerator Alicante. In this project’s selection phase our team screened over 3000 startups based on the needs of Bankia, BBVA, Sanitas, Santander, Sparklab of Nationale Nederlanden, Sabadell, Caixabank and Abanca.

Understanding the business needs

Both in recruitment and in startup scouting, it all starts from understanding the business needs. What solutions are the financial institutions looking for right now? What strategy is behind those needs and why is that important for them? And the question everyone is asking today – how will the world look different after Covid-19 pandemic?

The better you understand what your partners need and what kind of technical solutions could answer that, the better the results.

For the latest bootcamp, we had a wide variety of different themes in scope: the banks and insurance companies were looking for practical applications of blockchain, traceability, smart contracts, trade finance and tokenization of assets.

On the other hand, big themes were also financial wellbeing and education, accessibility and preventive health care solutions for insurance and healthcare companies.

New approaches to security and fraud prevention continue being hot topics. And my inner HR was happy to see the rising interest in innovative B2B2E benefits and solutions for the employees. Also, while the covid-19 impacts the whole world, supporting the clients in this changing situation and beyond has become an additional priority.

Photo: Distrito Digital

Finding the matches from millions

After having a clear direction, it’s a mix of creativity and hard work. Finding the best matches means – not only marketing and promotion – but also hunting the best finsurtech startups around the world for each theme. In practice this means advanced searching, testing variations of keywords, going through thousands of web pages, identifying potential, analyzing the solutions.

Industry knowledge, partners, wide networks and data crunching super search tools are a must. Not forgetting looots of coffee to keep the engines running!

Identifying the high potential

For the last bootcamp we contacted over 1500 potential startups and received over 400 applications from over 60 different countries. During 2020 we’ve so far had 5 online pitching days, with dozens of startups.

The selection is done carefully. The criteria that we use in the assessment phase is not only related to the pitching of the technical solution, scalability and past performance. It’s about the whole team.

In HR terms we talk about identifying high potential (HiPo) talent: SHL’s and Gartner’s research and the traditional SHL Model of High-Potential talks about aspiration, ability and engagement. Harward Business review refers also to the importance of a positive drive.

What we look is: does this group of individuals have the mindset, solution and skills that are needed for being successful to work with us and our partners? Besides top-notch business ideas and technical expertise, a good balance of emotional and social skills is important. Learning agility, problem solution and negotiation skills are highly valued in collaboration and future partnerships.

Also, the roles and dynamics of the team members are important. What kind of expertise does the team have? Which areas do they need to strengthen?

Towards collaboration

After introducing the best startups to our partners and initiating the collaborations starts the real journey – the part that often causes most challenges in startup collaboration. Bureaucratic regulations, long decision-making processes and different cultures and ways of working might cause grey hair at the beginning for both the financial institutions and the startups.

Just like onboarding new team members, this is the critical part and there should be a good plan and resources for both sides for working together.

With an inspirational accelerator program and coaching, we can help in this making businesses grow and collaboration prosper. As long as there’s curiosity and desire to learn from each other and motivation towards common goals, we are on the right path.


What else do you value in collaboration? What solutions are important for you right now? I’d be glad to share thoughts with you – let’s connect in LinkedIn in/virpijalonen or you can find me from Telegram as Viivinen.

Virpi

PS. If you are reading this before 12th June 2020, join the Distrito Digital Virtual Bootcamp Online and see these startups in action yourself!

About the writer

Hi! I’m Virpi Jalonen, Renewal Strategist at Nestholma – the entrepreneurial booster that can help your cultural transformation to become reality throughout the organization. For startups, I’m a devoted coach. It’s so fascinating to see what a team of amazing talents is capable to achieve and my job is to support them on that journey. 

I can also help people towards new beginnings and support even in the toughest restructuring situations by providing entrepreneurial training and startup accelerator programs for laid-off employees.

And inside Nestholma, I’m the C.O.O and Renewal. Besides handling the operational part I handle anything needed from the wellbeing of our team and business & web development into talent scouting. But what I’d like to aim for is what my 4-year-old daughter whispers to me sometimes before going to sleep: Mom, you’re a unicorn!

Feel free to contact me – I’d be happy to connect!

Virpi Jalonen

HR at heart – with an entrepreneurial soul :)