CB Insights recently released their second annual Fintech 250, their list of 250 of the top fintech startups who are transforming the financial services industry through software and technology.
2018 FINTECH 250 INVESTMENT HIGHLIGHTS:
- Unicorns: 30 of the Fintech 250 companies have become unicorns by reaching a valuation of $1B or more
- Funding Trends: Since 2017, these 250 private companies have raised $31.85B across 373 deals.
- Mega-rounds: From 2013 – 2018 YTD (10/16/18) there have been 83 mega-round ($100M+) equity investments to this year’s Fintech 250, with 33 of them in 2018 YTD. This year’s cohort has already seen more mega-rounds in 2018 YTD than 2017’s Fintech 250 list in all of 2017, with 23 mega-rounds investments.
- Outside the US: 44% of the 2018 Fintech 250 are based outside the US. The UK is home to the most Fintech 250 companies outside the US, followed by India.
- Top VC Investor: Ribbit Capital is the top investor in Fintech 250 companies, having backed companies on the list including new 2018 unicorns, Nubank, Revolut, and PolicyBazaar as well as returning Fintech 250 companies Robinhood, Wealthfront, Gusto, Coinbase, Cross River Bank, and Upgrade.
- Top Deal: Ant Financial raised an unprecedented $14B Series C in Q2’18 that included General Atlantic, Warburg Pincus, GIC, Sequoia Capital China, Silver Lake Partners, T. Rowe Price, Temasek Holdings, and Primavera Capital Group, among others.
- Most well-funded: Ant Financial is also the most well-funded company on the Fintech 250 list having raised approximately $19.1B across 4 investments.
SINCE THE 2017 FINTECH 250:
- 2017 vs. 2018 quick stats: 2018’s list has seen more equity investments and venture funding in 2018 than 2017’s list saw last year.
- 2017 Fintech 250: 2017’s Fintech 250 list saw 22 exits, 11 through IPO and 11 through M&A.
The Art And Science Of How To Keep Talented People Around
(Editor’s Note: The following article is a guest post by superstar entrepreneur and tech investor Jonathan Schultz.)
The number one reason talented people leave their jobs is because of the failure of their direct managers. Businesses are defined by the strength of their people. Even in the most successful company (think Google, Amazon, etc.), a bad manager can drive talented employees out the door. So what is the true art and science of keeping talented people around?
Successful managers apply targeted, dynamic coaching to each individual team member. There is not one management style that works for everyone or every situation. Managers need to adapt their approach to every situation and every team member. This is called situational leadership. This situational leadership model has been used across 70 percent of Fortune 500 companies and has received numerous accolades from training experts.
The model details how we learn new skills and the four stages of mastering new tasks. For every stage and task, managers need to adapt their approach to managing their report.
When your team member approaches a new and unfamiliar task with a determination to master it, they see opportunity. They are complete beginners in execution, but they possess high motivation and low skill. In this step, the manager needs to take a highly directive approach, where they demonstrate how the task should be done, setting concrete goals and closely reviewing the report’s progress as well. You are not being a micromanager by supporting the growth and training of your team. Sometimes your team needs to use your expertise as training wheels.
This stage is full of frustration. Why? Because it generally takes people more time to master a skill than they’d like. Discouragement will set it and their confidence will lower. While they have built up more skills, their confidence is at its lowest in this stage. In this stage, the manager needs to serve as a cheerleader and remind their team member of why they were chosen to do this task and remind them of how far they have already come.
In the third stage, people have gained enough skill to complete the task but still maintain a mentality of imposter syndrome in which they are more skilled than their confidence allows them to believe. They may even still be discouraged. In this stage, managers need to do less guiding and allow their team member to perform while self-directly more consistently. These acts of trust can boost the team member’s confidence and their dependence on the manager will fade while their confidence increases.
People reach stage four when their confidence is at the same level as their skill. They become veterans and will continue to boost their confidence and skill set. This is the stage in which the manager steps back and gives the employee the space to continue fostering growth. Check in every now and then and help as needed. Also be sure to recognize the team member for all of their accomplishments along the way.
Keeping talented people around is not hard. Managers just need to apply situational leadership and remember that every team member works and learns differently and need an environment in which they can thrive in. As the leader, you are building this environment, so make sure it is a healthy one.
Jonathan Schultz is an entrepreneur, real estate tech investor and influencer. He’s the co-founder of Onyx Equities, a leading private equity real estate firm, and has been voted one of the most powerful people in real estate. Follow Jon’s blog here.
$137 Billion On The Line With Jeff and MacKenzie Bezos Divorce
A year after becoming the richest person, Jeff Bezos, founder of Amazon.com, is getting a divorce from his wife MacKenzie. The news broke in the below tweet from Jeff last Wednesday.
— Jeff Bezos (@JeffBezos) January 9, 2019
MacKenzie is said to have played a significant role in Amazon in the early years of the company. If the split goes as predicted, she will then become the richest woman in the world.
Investors will be comfortable once the divorce does not affect the growth and profitability of Amazon.
What Are Your Favorite Christmas Songs And How Much Money Do They Make?
Christmas is the gift that keeps on giving for a select group of singers, songwriters and producers. An article in Forbes recently pegged U.S’s Christmas Music as the “Global King” compared to other genres of music like Pop.
So how much money are they talking? CNBC’s Tom Chitty explains.