Career

The Upsides of Self-Funding Your Biz, From Eadem Co-Founders Alice Lin Glover and Marie Kouadio Amouzame

For Eadem co-founders Alice Lin Glover and Marie Kouadio Amouzame, the path to getting their inclusive, clean skin-care brand off the ground started with their own pocket books. The duo, who met while working in marketing at Google, had discovered a blank space in the market for clean skin care formulated with melanin-rich skin in mind. It was a gap in the industry they knew intimately as women of color (Amouzame is West African and French, and Glover is Taiwanese-American) and years of searching for products that never quite suited their unique needs. Soon after, the idea for Eadem was born. Then came the daunting task of securing cash flow.

The pair decided early on that venture capitalists were off the table. “I’m not sure the venture community was ready for us and interested in our vision,” says Glover, who together with Amouzame, launched Eadem in 2021 with a dark-spot serum designed with its proprietary “Smart Melanin Beauty” formulas made by women of color, for women of color.  “We didn’t want to compromise what we were trying to build.”

Venture Capital, otherwise known as VC funding, is a private equity investor that provides capital for startups or small businesses in exchange for an equity stake in the company. The biggest benefit is undoubtedly having the financial anchor to boost your business, but it doesn’t come without compromise. In other words, there’s another cook in the kitchen when making business decisions that impact revenue. The reality is that less than one percent of startups raise venture capital, reports financial resource platform Fundera.

Most entrepreneurs end up financing through good old-fashioned bootstrapping. Nearly 70 percent of small businesses rely on personal savings to finance their business, according to a recent survey by the MetLife and U.S. Chamber Small Business Index. 

“I know VC funding is so sexy and everyone wants that headline and it’s so important to them, but how much of your company, or yourself, are you selling in exchange for that?” asks Glover. Self-funding grants you the opportunity to have more flexibility, control, focus on long-term growth, and more authenticity in your decisions. Since launch, Eadem has skyrocketed to success and is now on the shelves of Sephora.

However, bootstrapping does come with its own unique challenges (including not always seeing a paycheck right away). “It’s both a curse and a blessing,” admits Azouame. “You see all these other brands that launch the same day, if not the same week as you, and they have $2–$3 million, and can do all these things like get employees and run ads, and everything looks so beautiful. Then on our end, it’s just the two of us doing everything.” 

While it can be stressful, Azouame attests that self-funding forces you to be creative with your money, who you’re going to work with, how to convince people to take a chance on you, and in so many other ways. 

“I think that [bootstrapping] is one of the best ways to learn, even after having worked in tech,” she says. “We learned so much in the first two years by being self-funded.”

The pair acknowledges that self-funding may not be for everyone, but attest that sometimes it’s just about taking that blind leap of faith. 

Tune into the latest episode of WorkParty to uncover how the founders launched their business to success, what the beauty industry can do to be more inclusive, and why brand storytelling is so important.

https://open.spotify.com/episode/2nyZrvLa1PyNYRkVEgfis6?si=6Q9cMOHATH6TB6Xvine1yw

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Classifieds: Free People, Tastemade, Outdoor Voices and More Are Hiring!

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Check out our fresh batch of job listings every Thursday! This week we have new roles from Free People, Tastemade, Aesop, Four Sigmatic and so much more. Good luck with your job search! 

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Diem Co-Founder Emma Bates on Human-Centered Technology and The Power of Female Communication

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ABOUT THE EPISODE

In today's episode of WorkParty, Jaclyn is joined by Emma Bates, founder & CEO of Diem. If you attended Create & Cultivate's Austin Pop-Up event earlier this year, you might've already heard from Emma on one of our panels where she spoke about women paving the way with blockchain technology.

If you're not familiar with Diem, it's a community-powered search engine designed for women. Diem is a Techstars NYC portfolio brand backed by leading investors like Flybridge, Acrew, & Sellation. By trade, Emma is a marketer and a community builder. Her entry into marketing was somewhat untraditional–in that she started out by growing her personal blog to 100K+ readers at age 19, and later transitioned into corporate marketing roles at some of the fastest-growing consumer brands in NYC and the UK. Prior to founding Diem, she worked as the Head of Global Marketing at the direct-to-consumer luggage brand, Away, where she found her passion for connecting with consumers through brand partnerships.

When she's not sidestepping her way into another entrepreneurial endeavor, she works to create social change as a lifelong advocate for gender equality. Emma has also been featured in Forbes, HuffPost, Entrepreneur, and The Cut for her unique approach to marketing, community building, and partnerships.

In this episode, she shares the importance of adding a human element to technology and product design, the power of female communication, and how she's working to bring inclusive, reliable information to people all over the world.

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Outdoor Voices & Try Your Best Founder Ty Haney Shares How to Leverage Web3 to Build Powerful Communities

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ABOUT THE EPISODE

Live from our 2022 Small Business Summit event, Ty Haney joins Jaclyn Johnson for a keynote conversation about building community in Web3. If you're listening to this episode it's because you believe in doing things. Big things. And Ty Haney is on the same page. Haney founded Outdoor Voices–a vibrant, fun-first athleticwear brand back in 2014.

During Haney's time with Outdoor Voices, the brand became synonymous with IRL events that brought shoppers together to celebrate movement. And today, she's here to talk about how to bring that same IRL magic online with the next wave of community-driven technology.

Haney's new brand TYB, which stands for Try Your Best, makes Web3 community-powered growth tools that allow brands and fans to directly link, come together, build, and win together. And if you don't know what that means, it's okay! By the end of this episode, you'll be a pro.

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How to Build a Portfolio Career With CEO and Selling Sunset Star, Emma Hernan

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ABOUT THE EPISODE

Live from our 2022 Small Business Summit event, CEO and Selling Sunset star Emma Hernan joins Bunita Sawhney Executive Vice President of US Financial Institutions at Mastercard for a fireside chat about what it takes to build a portfolio career. While you may know her from the hit Netflix show, you may not realize that Emma Hernan is someone whose business savvy goes far beyond what's depicted on the silver screen. As a self-made multimillionaire, Emma is not only a realtor at one of Los Angeles' top agencies, The Oppenheim Group, but she's also an entrepreneur and CEO of Emma Leigh & Co, as well as an angel investor. In other words, her plate is very full.

It's clear that she loves the work she does, and her drive and passion to help other female entrepreneurs grow and succeed is evident from the moment you meet her. We're lucky that she's here today to share tips on how to vary the types of work that you're doing, what investors are looking for, and how to persist with founding a business even when you come up against obstacles. (Plus, she might even spill a little Selling Sunset tea!)

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This TikTok Trend Is Shining a Light on Hiring Discrimination

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A new trend on TikTok is taking aim at hiring discrimination that is still rampant in today's workforce. Black content creators are coming forward to share that when they omit or change their race to "white" on job applications, they're landing interviews they otherwise didn't.

According to the National Women’s Law Center, throughout much of the pandemic, Black women’s unemployment (5.8%) has been significantly and consistently higher than that of Latinas, Asian women, and white women. “Black women have two [factors] counting against them, away from the majority, and this makes them have to work twice as hard to get half as much as the average white man," says Andrea Logan, career coach and founder of The Career Island, of both sex and race. "So many job seekers play with race statistics and say they're a 'white man' to get through the human bias in the initial phase of the candidate selection process of the hiring industry."

While this TikTok trend is new, the idea behind it is not. In 2016, the findings of a two-year study showed evidence of bias against minorities. Resumes, which were “whitened” or scrubbed of any racial cues, were more successful than resumes that included minority information. For Black candidates, 25 percent received callbacks with a whitened resume, while only 10 percent got calls when they left racial details intact.

“You could potentially get double as many callback interviews scheduled from declaring a different race or even changing the first or last name to blur race guessing if the name stands out,” says Logan. But there are disadvantages, too. “You will show up to the interview as a non-white or non-male candidate and cause an awkward conversation that essentially shows you that this potential employer could be racist and only selected your application because they thought it was a white person behind the resume.”

For 24-year-old Jacqueline Young, who tried the TikTok trend, getting even one interview was a battle after graduating from Methodist University in May 2021. “I was applying to 10 jobs a day,” Young says. “I had been applying to jobs since before I graduated college, and it was hard for me to get a job, especially with a major in psychology.” 

Young hopped started putting “white” as her race on several applications to see if it made a difference. “When you are desperate, you think of everything. I found myself in a moment of desperation. Living in Virginia is expensive. The cost of daycare is the same as the cost of the rent. At the time, I was living off of credit cards,”  Young recalls. Changing her race helped her get noticed, but she still received no job offers.

However, eventually, Young found a job working for a company with diversity goals that didn't require her to lie about her race. “It’s been life-changing, literally overnight,” Young says. “I’m still learning humbly. But since I got hired in June, I’ve been able to support myself and help my family. The quality of life has just been better.”

Logan suggests shopping around to find your fit, and "when you get to the interview, ask them how many Black people work there—if that is important to you. Interrogate the company on their hiring practices and find companies where people who look like you are the majority.”

As a stay-at-home mother looking to re-enter the workforce, Sumyia Evans, a 26-year-old Georgia resident, experienced a similar situation to Young when applying as a BIPOC woman, which prompted her to try the trend. “I filled out an estimated 140 job applications and only received three follow-ups. Most of them were mainly scam job posts from Indeed, and I received a total of 137 rejections."

Ultimately, however, Evans realized she didn't feel right changing her application to get noticed. “I honestly would not lie on any more job applications just to get a job. I want people to wholeheartedly accept me for me, regardless of race, gender, etc. When God has something for you, he will put you in the right room with the right people. I just landed a job as a teacher associate,” she shares. “I got a call back that same day and was set up with an interview three days later, had orientation the next day, and began working two days after my orientation.”

Young and Evans eventually found a job that was the right fit for them, yet many Black and minority parents, anticipating discrimination their child may face, are giving their children more “resume-friendly” names. Black author Austin Channing Brown is just one example. In a Grazia article, Brown shares how her mother once told her: “We knew that anyone who saw it before meeting you would assume you are a white man. One day, you will have to apply for jobs. We just wanted to make sure you could make it to the interview.”

Because of history and content creators now shining light on an ongoing issue, it's evident that companies are still failing as equal-opportunity employers, and more people are aware of it today. There's hope that as this trend spreads and more voices are being heard, companies will take an initiative to accept a more diverse candidate pool to push forward in their hiring process.

Written by: Kristina Valdez

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Classifieds Nº283:  Chief, theSkimm, Frame, and More Are Hiring!

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Check out our fresh batch of job listings every Thursday! This week we have new roles from Chief, theSkimm, Frame, Amy Porterfield, and so much more. Good luck in your job search! 

Are you a company looking to hire? To post your job listing, click HERE.

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Classifieds Nº281:  Frame, Sakara Life, Parachute and More Are Hiring!

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Check out our fresh batch of job listings every Thursday! This week we have new roles from Frame, Open, Sakara Life, Parachute, and so much more. Good luck in your job search! 

Are you a company looking to hire? To post your job listing, click HERE.

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Why 'Quiet Quitting' Has Become So Pervasive, According To These 5 Founders

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It’s no surprise that Google searches for “quiet quitting” have spiked over the last month. Everyone seems to have a hot take on this topic, referring to an employee's decision to detach emotionally from their day jobs, instead of physically handing in their resignation letters. Although the buzz around the subject is new, quiet quitting is a workforce phenomenon with which many of us are all too familiar. 

As TikTok user zaidleppelin pointed out in a post that launched a thousand think pieces, quietly deciding to coast through your job responsibilities is a way to reject hustle culture. (Ever heard of it?) However, it also raises questions about why nine-to-fivers feel the need to phone it in at work in the first place. 

So is “quiet quitting” a product of a lack of inflation raises as the cost of living continues to increase? Or does it stem from the fact that 59 percent of managers are reporting feeling overworked as of 2021? Maybe it’s something else! While there’s no one culprit of quiet quitting, here’s five founders to offer their honest opinions about why quiet quitting has a loud message about workplace happiness (and one thing leaders can do to keep quiet quitting out of their company culture). 

Monisha Bajaj, Founder and Business Strategist of m times v

“Instead of accepting the status quo, people are starting to zoom out and redefine their personal relationship to work,” Bajaj says. She attributes quiet quitting to a cultural shift in how work fits into our lives.  “At the same time, we still live in a society where work is how you make money to support your livelihood. So, in part, people who are deciding to quiet quit may not feel they have the power to change how their workplace is structured or the need to make a living, but they’ve realized they can control how they personally show up.”

Bajaj’s advice for how leaders can support employees in the age of quiet quitting: “As leaders, it’s important to actively foster a healthy workplace that promotes autonomy and that is free from any kind of coercion, shame, and blame,” she advises. “When you show people respect through how you structure your workplace and the culture you create, it gives them room to show up fully engaged.” 

Lekisha Middleton, Founder of The Good Success Network

Some argue that “quiet quitting” is a fancy, 21st-century term for simply doing what’s in your job description, and calling it a day. Middleton is in that camp. “If quiet quitting is quitting anything, it's the hustle and grind culture. It's doing exactly what you were hired to do and providing an even exchange between the work you're doing, the value you're adding, and the compensation and benefits you're receiving in return,” she explains. 

Middleton’s advice for how leaders can support employees in the age of quiet quitting: “Leaders should not expect employees to go above and beyond their assigned job duties for the same compensation and benefits,” she says. “People have a right to keep strong boundaries between their work and personal lives, and human-centered leaders both understand and respect that right.”

Jess Podgajny, Co-Founder and CEO of LLUNA

Hybrid work culture is on the rise, and as we WFH, WFW, and do some blend of both, the idea of the “office” needs to evolve for the better. “We cannot simply put a policy in place [for where people should work] and then expect everyone to operate exactly the same way as before, yet within a whole new context. Companies need to engage employees differently, motivate them regularly, and, most importantly, connect employees with the purpose and meaning of their work in much more intentional ways,” Podgajny shares.

Podgajny’s advice for how leaders can support employees in the age of quiet quitting: “In the age of hybrid and remote work, leaders and companies must prioritize clear messaging and regular dialogue with employees to convey the meaning of a job, and connect daily outcomes to purpose. Hard work is easy when the purpose is motivating,” she adds.

Kimone Napier, Founder of Hire Breakthrough

Napier says that “quiet firing” is yet another factor contributing to people feeling disinvested from work. “Quiet quitting is a direct correlation of quiet firing. For years, employees have fired workers at will and without any indication. Although quiet firing is tied to legalities to avoid a lawsuit, workers feel this approach is not inclusive. As a result quiet quitting is workers taking power into their own hands when it comes to their positions and the future of work,” Napier says. 

Napier’s advice for how leaders can support employees in the age of quiet quitting: “Business owners and leaders need to be aware of the signs of quiet quitting (less enthusiasm, lack of contribution, lateness, etc.) amongst their workers. Rather than ignoring the signs, employers need to speak to their workers to get their feedback once they notice the signs,” she advises. “They should also look at the worker's workload, look at their career paths, and help them to set some work boundaries.”

Rachel Kanarowski, Founder of Year of Living Better

“Ultimately, quiet quitting is a management issue,” Kanarowski says. “It's not about the caricature of ‘The Lazy Employee,’ but more about knowing what you truly need from each member of your team, and being comfortable if that is exactly what they deliver, no-more-no-less. When leaders cannot define what success looks like for a role and how that success will be measured, they are inadvertently creating an adversarial work relationship where their people can never feel certain they've done what's expected of them.” 


Kanarowski’s advice for how leaders can support employees in the age of quiet quitting: Kanarowski is a big advocate of “stay interviews,” or bi-weekly, one-on-one meetings held with everyone on your direct team, to gather feedback about what’s working and what isn’t. “Think of this as a relationship check-in; it shouldn't be combined with a status report or other functional meeting where this person would be presenting to you,” she says. “While it might seem counterintuitive to add more meetings, research shows that ‘stay interviews’ decrease turnover and increase engagement, and research by Gallup shows a direct correlation between decreased communication and a perception that their organization doesn't care about their well-being.”

Written by Kells McPhillips

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Classifieds Nº280:  Refinery29, Free People, Levi's and More Are Hiring!

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Check out our fresh batch of job listings every Thursday! This week we have new roles from Eloquence, Refinery29, Open, Free People, Levi's and so much more. Good luck in your job search! 

Are you a company looking to hire? To post your job listing, click HERE.

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This Career Coach Shares 4 Ways You Can Combat Work-Induced Stress

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Are you one of the 70% of Americans who say they experience work stress, and that work is your number one stressor over family or even financial issues? How to deal with work stress may seem stressful itself. As it is the harmful, physical, and emotional responses that occur when the requirements of your job do not match your capabilities, resources, or needs. In essence, stress sets in when there is a lack of fit between an employee and their work environment.

Work stress eventually results in physical and mental health issues if left unaddressed. In some extreme cases, toxic work stress can ultimately result in traumatic experiences. The most straightforward way to address it is often to find aligned work, but that isn’t always an option for everyone.

If this sounds a bit like what you are currently experiencing, here are four things you can do if you're currently unable (or not ready) to pivot into doing aligned work. 

1. Identify your triggers

Start by clarifying what stress feels like for you so that you're able to identify your triggers. How do you know when you’re stressed? What thoughts do you have? What happens in your body? 

Pay attention to how you feel at work for a week or two. How do you feel physically in your body, emotionally in your heart and mind, and mentally? Then, record any situations, events, and people that lead to you having a negative physical, mental, or emotional response.

During each entry in your records, answer these questions: 

  • Who was involved in the situation?

  • What was your reaction?

  • How did you feel before, during, and after?

After two weeks, evaluate. You might find obvious stressors or patterns, and notice subtle but persistent stress causes such as specific work tasks, interactions with particular people, or an uncomfortable workspace. 

2. Set non-negotiable work boundaries 

The fact is work never ends. There’s always something to do, and if you’re already experiencing stress at work, it’s important that you become very clear and strict about your boundaries. 

I know a lot of times, it can feel uncomfortable to set or establish boundaries. Still, it’s important to remember that you show up better for everybody when you are healthy, whole, and happy. And when you don’t have clear boundaries, you experience more work stress. So you show up as a lesser version of yourself. 

It’s also important to remember that it is your responsibility to hold your boundaries and not other people’s. People will always try to push your boundaries; your job is to ensure they are not successful. 

Whether it’s boundaries around work hours, communication, the tasks you take on, or whatever that looks like for you, identify where you are experiencing stress at work and set clear boundaries for yourself, and those around you.

3. Adopt strong conflict resolution practices

Another major cause of work stress is the relationships and interactions we have at work, with colleagues and managers. If after identifying your triggers, you notice that your work stress is mostly coming from relationships, then it might be time to evaluate your communication practices.  

Do you speak up when you feel like your values have been violated? Do you speak up when your boundaries have been violated? Lastly, do you advocate for yourself? If you’re not doing any of these things, they might lead to conflict and thus causing you to experience work stress. In this case, you’re going to want to develop clear conflict resolution and communication skills that allow you to advocate for yourself.

Here’s a simple process to follow to help you address workplace conflict:

  • Identify what exactly the conflict is.

  • Meet with the source of your conflict.

  • Communicate the situation (and remember, communication involves talking and listening).

  • Identify a solution.

  • Enforce the solution. (see no. 2 above)

4. Be proactive with your restoration practices.

When you’ve been in a work situation that has been stressful for an extended period, there’s a high chance that your stress response systems are overwhelmed. And when your stress response systems are overwhelmed, that’s when trauma sets in, along with your ability to cope goes out the window. 

If you’ve been experiencing chronic toxic stress that your body hasn’t been able to manage well, your brain changes on a fundamental level. It changes how you interact and see the world, and collapses the time between event and reaction in your life. You might find yourself “overreacting” to certain situations at work, or getting stressed quicker and more intensely than you’d expect.

Mindfulness can help you rewire your responses and interaction with the world. It can help you feel psychologically safe and perceive the world as is, and not through your stress lens. Note that mindfulness is not a treatment for clinical trauma but simply a coping strategy you can use to navigate work stress. If you’ve been experiencing chronic work stress for years, an important component of your healing is going to be therapy.

On a final note, at some point, it’s no longer about stress management, or about coping strategies and preventing stress. If you’re doing unaligned work, you will experience stress and there’s nothing you can do about it. It might be time for you to start making your exit plan and finding something else to do. 

If you're looking for a sign, here's four to look out for that say it might be time for you to find a new job.

  • You dread the work you do.

  • Your energy is drained.

  • Your physical and mental health is being impacted.

  • You’re not growing professionally.

  • You make “enough” money and are still unhappy at work.

About the author:

Dr. Tega Edwin (pronounced tay-gah) is an award-winning career development educator, researcher, and speaker. She is the owner of Her Career Doctor, where she coaches women who are unhappy at work to exit soul-sucking jobs and find a fulfilling career that allows them to thrive in their zone of genius, live on purpose, and get paid a value-aligned salary. She developed the VISA Career Clarity Framework that has helped women across four continents in over 20 industries clarify their aligned career paths.

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C&C Classifieds Nº279:  Alleyoop, Newsette, Vice Media Group, and More Are Hiring!

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August is here, and as a new month arrives, you might be feeling a wave of change in your career as well. 

Kick off the month with a fresh batch of job listings for you to apply from our good friends at Alleyoop, The Honest Company, Vice Media Group, REED Public Relations, and so many more!

To post a new job, just click HERE. Good luck! 

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Classifieds: Free People, Levi Strauss & Co., Levain Bakery, and More Are Hiring!

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