<ul><li><a href="http://dealbook.nytimes.com/" target="_self">Dealbook</a> (NY Times)</li><li><a href="https://www.axios.com/newsletters/axios-pro-rata" target="_self">Axios Pro Rata</a></li><li><a href="https://fortune.com/newsletter/termsheet" target="_self">Termsheet</a> (Fortune)</li><li><a href="https://pitchbook.com/subscribe" target="_self">Daily Pitch (Pitchbook)</a>: Choose from daily newsletters focused on PE or VC or both</li></ul>

Email Newsletters and Blogs: PE and VC

<ul><li><a href="https://www.buyoutsinsider.com/" target="_self">Buyouts</a> (Reuters)</li><li><a href="http://www.pehub.com/" target="_self">PE Hub </a>(occassionally mixes in VC news)</li><li><a href="http://www.penews.com/" target="_self">Private Equity News</a> (Dow Jones)</li><li><a href="http://www.thedeal.com/" target="_self">The Deal</a>: M&amp;A in general, includes private equity</li><li><a href="http://www.privateequityinternational.com/" target="_self">Private Equity International</a></li></ul>

Email Newsletters and Blogs: PE

<ul><li><a href="http://www.avc.com/" target="_self">A VC</a>: Blog of Fred Wilson of Union Square Ventures in NYC.</li><li><a href="https://www.strictlyvc.com/" target="_self">StrictlyVC</a>: Regular newsletter covering VC industry and deals.</li><li><a href="https://kauffmanfellows.us3.list-manage.com/subscribe?u=dbec2639c0e09dea54f2c5487&id=9d87896aa8" target="_self">Kauffman Fellows Journal</a>: Content from Kauffman Fellows. Has a tilt toward LP content packaged for VCs.</li><li><a href="http://www.feld.com/wp/" target="_self">Feld’s Thoughts</a>: Brad Feld of Foundry Group and Techstars. One of the authors of Venture Deals, so if you like that style, you’ll like this blog.</li><li><a href="http://techcrunch.com/" target="_self">Techcrunch</a>: Covers technology companies, including startups and venture firms.</li><li><a href="http://static.crunchbase.com/daily/content_twitter.html" target="_self">Crunchbase Daily:</a> Daily roundup of VC deals.</li></ul>

Email Newsletters and Blogs: VC

<ul><li><a href="https://twitter.com/jheltzer/lists/buyout-resources" target="_self">PE Resources</a> (various news resources covering PE)</li><li><a href="https://twitter.com/jheltzer/lists/buyout-firms" target="_self">PE Firms</a> (official twitter feeds for esteemed PE firms)</li></ul>

Twitter: PE

<ul><li><a href="https://twitter.com/jheltzer/lists/vc-resources" target="_self">VC Resources</a> (various news resources covering VC and emerging technology)</li><li><a href="https://twitter.com/jheltzer/lists/vc-people" target="_self">VC People</a> (personal twitter accounts for esteemed VC’s)</li><li><a href="https://twitter.com/jheltzer/lists/vc-firms" target="_self">VC Firms</a> (official twitter feeds for esteemed VC firms)</li><li><a href="https://twitter.com/jheltzer/lists/entrepreneurs" target="_self">Entrepreneurs</a> (personal twitter accounts of esteemed entrepreneurs)</li></ul>

Twitter: VC

<ul><li><a href="http://gimletmedia.com/show/startup/" target="_self">Startup</a>: Podcast about an entrepreneur starting a podcast company (so meta). Totally behind the scenes and unfiltered. It’s fabulous and a must for entrepreneurs and those interested in VC.</li><li><a href="https://mastersofscale.com/" target="_self">Masters of Scale</a>: Podcast by Reid Hoffman, Linkedin Co-founder and partner at Greylock. Interviews Silicon Valley founders/execs.</li><li><a href="https://www.npr.org/podcasts/510313/how-i-built-this" target="_self">How I Built This</a>: Podcast that features founders walking through the history of their high-profile companies.</li><li><a href="http://www.thetwentyminutevc.com/" target="_self">20 Minute VC</a>: Host Harry Stebbings interviews prominent VCs and founders.</li><li><a href="https://www.acquired.fm/" target="_self">Acquired</a>: Features prominent startup founders/CEOs and investors.</li></ul>

Podcasts

<ul><li><a href="https://www.investmentcouncil.org/" target="_self">American Investment Council</a>. Industry association for PE.</li><li><a href="http://www.nvca.org/" target="_self">National Venture Capital Association</a>. Industry association for VC. Publishes VERY helpful <a href="https://nvca.org/download/5080/" target="_self">yearbook</a> each year.</li><li><a href="http://www.preqin.com/" target="_self">Prequin</a>. Company focused on data and intelligence for the alternatives assets industry. Tends to focus on PE and not VC. Frequently publishes useful free data/reports as marketing pieces.</li><li><a href="https://www.pwc.com/us/en/industries/technology/moneytree.html" target="_self">Moneytree Survey</a>. Reports on VC investing and fundraising each quarter.</li><li><a href="http://www.pitchbook.com/" target="_self">Pitchbook</a>. Company also focused on PE data. Free reports in the Library (most done with McGladrey) can be useful.</li></ul>

Trade Associations/Industry Data

<ul><li><a href="https://angel.co/" target="_self">Angelist</a> is the most prolific platform for angel investments. It’s pushed the envelope on democratizing angel investing and bringing down the cost and complexity of building a fund/track record.</li><li><a href="https://republic.co/" target="_self">Republic</a> is another angel investing platform that generally has lower minimum investments.</li><li><a href="https://www.ourcrowd.com/" target="_self">Ourcrowd</a> is yet another that also has its own committed funds and a network of scouts around the world that screen investments.</li><li>Getting a seed round from a VC . Excellent overview of the mechanics of a seed deal for those with little or no experience&nbsp;</li></ul>

Get Started on Your Own as an Angel

Due Diligence Resources:<ul><li><a href="http://www.crunchbase.com/" target="_self">Crunchbase</a>: crowdsourced database of venture backed companies, venture financings and VC firms.</li><li><a href="http://www.archive.org/web/web.php" target="_self">Wayback Machine</a>: shows websites as of a given time in the past. Great to see how management team, messaging, customers, and a lot more has changed over time.</li><li><a href="http://www.uspto.gov/patents/process/search/#heading-1" target="_self">Patent Search</a>: USPTO Patent search.</li><li><a href="http://www.hireright.com/" target="_self">HireRight:</a> Inexpensive, pay as you go, background checks.</li></ul>

Due Diligence

<ul><li>AllRaise : Aims to increase the amount of startup funding going to women. Includes a large number of female VCs.&nbsp;</li><li>BLCK VC : Aims to increase the number of Black VC investors.&nbsp;</li><li>Chicago: blend aims to increase diversity in the Chicago VC and Tech Ecosystem.</li><li>First Close Partners : Fund of funds LP backing underrepresented VC fund managers.&nbsp;</li><li>Historically black colleges and universities provide Fellowships and Mentorship to increase the number of black venture capital investors.</li><li>The Board List : List of diverse talent prepared to serve on boards of directors.&nbsp;</li></ul>

Diversity, Equity, and Inclusion

<ul><li>How an Internet/SaaS business works . Exceptional overview of the metrics that drive an Internet business. You can also read the original post .&nbsp;</li><li>This post goes further to help understand what numbers are good and which are bad. The survey includes successful and not successful companies.</li><li>a16z’s startup metrics vol 1 and vol 2&nbsp;&nbsp;</li><li>10 Factors to Consider when Evaluating Digital Marketplaces: classic post from Bill Gurley of Benchmark&nbsp;</li><li>Marketplace Calculator. A template to evaluate marketplace business models.&nbsp;</li><li>Famous startup pitch decks: actual decks from successful companies&nbsp;</li></ul>

Business Models

Anecdotes/War Stories: &nbsp;<ul><li>The Masters of Private Equity and Venture Capital . Series of anecdotes/profiles covering deals and building PE/VC firms from respected investors.&nbsp;</li><li>Done Deals . A little dated, but a series of deal anecdotes from some esteemed VCs.&nbsp;</li></ul>

Books

<ul><li>General Magic . Chronicles the startup General Magic, started by the Apple Macintosh team which conceived of the smart phone in the early 1990s.&nbsp;</li><li>Something Ventured . Stories from the original VCs in Silicon Valley.&nbsp;</li><li>Theranos is accused of a wide-scale fraud.</li><li>Fyre . Follows the development and catastrophic launch of an ambitious music festival.&nbsp;</li><li>Startup.com . A look into the dot-com era by following a startup’s progress.&nbsp;</li><li>The Inventor: Out for Blood in Silicon Valley : Chronicles the rise and fall of the startup Theranos. A due diligence cautionary tale.&nbsp;</li></ul>

Documentaries

<ul><li>John Gannon’s blog includes collect of VC jobs and resources, including his email list.&nbsp;</li><li>GRP Excited to add Sam Rosen to Its Ranks. How Did He Get the Role? Hustle. Here’s the Story.. Great post on what it takes to break into VC.&nbsp;</li><li>Venture Evolved: Category of VC posts from Professor Heltzer, many of which on getting a job in venture capital.&nbsp;</li><li>Negotiating the Terms : A product of Going VC focused on women have made the transition to VC.&nbsp;</li><li>@venturerecruiting on Twitter&nbsp;</li><li>PE and VC recruiting process&nbsp;</li><li>How to get a job in VC Part I : Mostly good advice here.&nbsp;</li></ul>

Recruiting Advice

<ul><li>Bessemer has made public its internal investment memos on Pinterest, Shopify, yelp and others.</li><li>Venture Dealr Dilution Illustrated : A great visual example of the effect of dilution over time&nbsp;</li><li>Cooley deal trends : an interactive graph of current deal terms. Excellent resource to know “what’s market”&nbsp;</li><li>Fenwick and West VC Terms market survey : also a good source for “Market” for venture terms.&nbsp;</li><li>Y-Combinator Startup documents . More founder-friendly and “lighter” and more common in seed deals.&nbsp;</li><li>Nvca model legal documents provide a deep understanding of Termssheets.</li></ul>

Deals and Terms

<ul><li>A16z ’ s response to WSJ article suggesting A16Z’s performance was trailing.</li><li>Prequin Investor Outlook: Private Equity Outlook : The opinions of 100 leading LPs on the Market and their plans for the next 12 months&nbsp;</li><li>Cambridge Associates PE and VC benchmarks : Published quarterly by Cambridge Associates, a respected gatekeeper to many institutional LPs.&nbsp;</li><li>ABCs of non-listed BDCs : Regulations and structure of business development corporations, funds that can raise capital from the public&nbsp;</li><li>Mistakenly exposed on the Internet.</li></ul>

Fundraising/LPs

<ul><li>This survey of VC tech stacks is super helpful if you ever want to start your own fund or you wind up at a fund that needs more infrastructure.&nbsp;</li><li>This list of VC tech stack tools is rather comprehensive.&nbsp;</li></ul>

Fund Operations

<ul><li>ILPA reporting guidelines . Consider this a wish list from LPs. Also includes several helpful templates.&nbsp;</li><li>FAS 157 . Full rules regarding Financial Accounting Standard 157: Fair Value Measurements. Not for the faint of heart.&nbsp;</li><li>SBIC form 468 . Annual report form which must be submitted by SBICs to the SBA each year.&nbsp;</li><li>Form ADV . SEC form required for exempt funds and those funds subject to full reporting requirements.&nbsp;</li><li>Form PF . SEC form required for larger funds.&nbsp;</li></ul>

Reporting

This list of resources that was originally composed for my students in Chicago Booth’s Private Equity and Venture Capital lab as an augmentation to the class. I’ve assembled it since 2001 when I…

Stashed ideas

Resources for those interested in venture capital and private equity

Coders are regularly asked to jump through bizarre hoops in job interviews, and perhaps the most notorious example of this is that programmers are often asked to implement algorithms or complex coding structures in the artificial environment of a conference room whiteboard.&nbsp;Needless to say, that contrived requirement has started to engender a bit of deserved criticism.

A lot of tech recruiting and hiring is broken

So why do we even have whiteboard coding tests as part of job interviews for programmers?It turns out, the point of this entire exercise was to inspire a thoughtful conversation with a candidate about the way they solve problems. It is an idea that originated in the early 2000s. The whole area of tech recruiting was even more of a mess than it is today, and the idea of focusing on how a candidate solves real coding problems represented a huge leap forward in making interviews much more pragmatic and relevant.

Getting on board

Like a lot of cargo-cult tech trends, whiteboard algorithm sketching started to go horribly wrong when people started copying a behavior at a superficial level while ignoring the cultural and emotional context that informed that behavior. In short: people copied what was being done without knowing why they were doing it.When we mimic patterns from tech culture without knowing why we do them, we often take good ideas and turn them into terrible barriers.

How it all went wrong

Today’s computer programmers enjoy one of the best job markets that any group of workers has ever had. There are abundant well-paying opportunities for many different kinds of working coders. But…

Against The Whiteboard

Using the employees already within your business and investing in employee development will be crucial for businesses looking to build their workforces for tomorrow. It also allows leaders to understand which skills are most in-demand across the business and identify where any areas need intervention. Over time, and as projects progress, trends in these gaps will likely occur meaning HR and leadership teams are able to understand exactly when and where internal talent needs to be developed in good time in order to fill those gaps that come up most often.

Using existing talent

<ul><li>Once a skills gap has been identified within your business, the decision has to made whether to train an existing member of staff or recruit a new one.&nbsp;</li><li>Now, for many businesses struggling with the same challenge of staff shortages and budget cuts, training internal staff up to fill these gaps is the wise option in order to maintain business continuity.&nbsp;</li><li>While the usual knee-jerk reaction to a skills gap is to loo to recruitment, many businesses simply can’t find the talent they need right now.</li></ul>

Tackling the skills gap

Employers can now, within reason, appoint talent from anywhere and employees can work from wherever they choose. What’s more, the number of companies that have no physical location with employees based in different parts of the country (or world!), is on the rise too.The ongoing pandemic has seen a general increase in remote HR practices, recruitment and talent management included. As competition for the best talent has led companies to look further afield, many companies have had to find ways to attract, interview and manage new talent remotely.

Driven by technology

The talent management strategies of tomorrow will focus less on process and automation instead of promoting collaboration, feedback and engagement.From ensuring a safe working environment and promoting wellbeing initiatives to encouraging cross-department collaboration, development and retaining talent; what constitutes a great employee experience today is probably very different in many businesses from what it looked like a few years ago.

Heightened focus on employee experience

In this article, we look at some of the key considerations for HR looking to to produce their talent management strategies of tomorrow.

The workforce of the future: developing your talent management strategy for tomorrow - Natural HR

You should look for people who have a solid and versatile foundation and the ability and desire to learn new things.Keep this in mind for a recruitment and retention strategy as well. Too often, companies don’t want to promote from within because they want someone in the position that can “hit the ground running.”This strategy denies reality because the position will change anyway. Retain your best employees by promoting them into stretch roles.

Hire for potential, not experience

Do you know what makes your current employees happy? Do you know what makes them miserable? If you can’t, you may find yourself struggling to hold onto good people.&nbsp;You need to know what your employees want and need before you develop your training and development programs. Here are a few questions to consider:<ul><li>What parts of your job are most interesting and rewarding?</li><li>What areas are you finding most challenging right now?</li><li>What are you doing to reach short- and long-term career goals?</li><li>Are there any other projects, committees or additional responsibilities you would like to be a part of?</li><li>Is there anything else you’re curious about that you haven’t been able to explore yet?</li></ul>

Ask your employees questions

Your hiring and retention competitors are not just the people who make and sell similar products and services; they are also anyone who hires people similar to your employees.In addition to salary, people are looking for flexibility. Whether it’s working from home, a hybrid situation or shifts that fit their lives, other companies offer those.

Keep an eye on your competitors

You won’t improve your retention or recruiting if you don’t know what works and what fails. That’s why you need to keep data on them.And if you aren’t thinking about recruiting and retention strategies now, you need to be. Otherwise, the great resignation will hit your company, and others will snatch up your best people. Don’t let that happen to you.

Study your results — and act on them

Many people are quitting their jobs -- so here's what your organization could (and should) be doing to keep great employees and find new talent, from HR expert Suzanne Lucas.

Want to hire great people and keep them from quitting? 4 strategies that work

In traditional corporate environments, the salary is often hidden because it’s a game of cat and mouse trying to figure out what salary the candidate is currently on, what they’re expecting, and what the company is willing to pay.But this lack of disclosure hurts workers. Knowing the expected salary upfront lets a candidate understand whether a job will be financially viable for them. It also streamlines conversations later in the hiring process.

Salary transparency

<ul><li>Employers don’t want to publicize how much they pay because it’s going to create resentment among organizational members. In certain labor markets, employers may have to pay higher salaries to attract the best talent, which could cause conflict internally if existing employees.</li><li>When you make compensation public it makes it easier for the competition to poach your employees.</li><li>Many employers also withhold salary information to give them more negotiation leverage with potential candidates as they advance to latter stages in a recruitment process – particularly as more jobs go remote.&nbsp;</li><li>Some companies also fear that if they list a salary band, all applicants will expect to receive the figure at the top end of that range, even if that figure is only reserved for the most qualified candidates.</li></ul>

Why companies don't post salaries in job adverts

Pay is a major factor in whether a candidate takes a job – or even applies in the first place. But for employers, the politics of making salaries public are complicated.