HOTB Software Solutions
HOTB is a highly experienced software development company that provides in-kind angel capital to startup entrepreneurs with a viable technology based business. HOTB helps startups bridge the gap between their friends and family round and their venture capital round by subsidizing expensive technology needs. HOTB specializes in building custom software platforms to provide certainty of execution, experience, credibility, security and compliance. Additionally, HOTB Ventures has been formed for instances of passive investment when software development is not needed.

Manatt, Phelps & Phillips, LLP is known for quality, for extraordinary commitment to clients, for integrated, relationship-based services, and for a range of capabilities typically found only in boutique firms. We are progressive and entrepreneurial compared to other major firms, and we are deeply committed to diversity, to public service, to involvement in the communities we serve and to excellence in all we do.

Tech companies partner with TriNet Passport to compete for top talent by using our bundled HR products that cover the core services of payroll, fortune 100 benefits, risk and compliance, a scalable HR team all on a cloud platform. TriNet reduces the time businesses spend managing HR and administrative issues while providing enterprise-grade cloud capabilities. This enables entrepreneurs and management to focus on what’s important from raising funds to driving revenue. Join hundreds of executives in high tech who have experienced the TriNet Passport difference, working for companies in hardware, software, SaaS and telecommunications. Contact for more information.

The Eureka Building is a 3-acre technology campus in Irvine, California designed to help accelerate innovation. Founded in 2014 by Peter Polydor, our goal is to support local entrepreneurship by giving innovative companies and entrepreneurs in Orange County a home that is centrally located and easy to access. Through partnerships we are more than just a home, but are a support network hosting startup events while fostering mentorship relationships with our partners all within one of the most creative spaces in the region.


Real Office Centers
At ROC you’ll find a cohesive and progressive working environment with professional support for entrepreneurs, innovators, and today’s leaders. Beyond merely providing the physical workspace, we contribute to your capital growth by facilitating innovation, inspiration, and collaboration. With professional support services, educational events, and a stimulating environment, ROC is where you and your company will grow. Our open-source work environment and friendly staff complete with private receptionists keep business running smoothly. ROC handles day-to-day operations and facility management so your company can focus on what it does best.

The Inflection Point Around 40, by @RajSetty

Posted by Jonathan Greechan on 2013-01-23

Founder Feedback gives you insight from the startup trenches.

In a post from his blog, Rajesh Setty, author and speaker, explains how oftentimes career development and satisfaction comes to a halt around the age of 40. To combat this, avoid blaming external factors, and instead, re-visit your major career decisions and focus on making the second half of your career just as good, or better than the first.

Below, the article The Inflection Point Around 40 has been republished;

"When I wrote “Beyond Code” (foreword by one of my heroes Tom Peters) in 2005, my research was limited to technology professionals because that was my whole world. My thesis then (I still subscribe to that even today) was that for technology professionals to keep growing, they not only have to be good at “code” but also good at skills “beyond code,” else they will get into a stuck state by the time they are around 40 years old.

Fast forward seven years and I am now convinced that this thesis is applicable across industries.

Let me explain in a bit more detail:

In general, one will enter the world of work before he or she is 25 years old. Yes, there are exceptions but let’s talk in general terms for now. Unless someone is a genius, they have to start at the bottom of the career ladder where he or she has to learn the tricks of the trade and gain “experience” that will make them reach the next rung int he career ladder. Every promotion seems like a career milestone and seems like one is making progress. For the next 15 years or so, these promotions will happen in a certain frequency continuing to give assurance to the person that “progress” is indeed happening.

In parallel, there are life changes happening in the person’s life – marriage, kids, aging parents, buying a home, moving places, health issues here and there, adventures and misadventures and so on. In personal life, the person becomes equally or more accountable than the professional life. As the person gets more experienced, the capacity to perform increases but the capacity to take bold risks decreases because of what’s happening in the personal life.

Then around 40 – something happens. Boom! The person seems like he or she has hit a glass ceiling. Everything seems to come to a halt. In some cases, “work” seems monotonous and the growth is no longer in the horizon. The immediate response internally is that the person has become the victim of something (example: economy) or someone (example: the boss) and that needs to change for the person’s situation to change. Now we have an external dependency that is driving the internal happiness. Once this “blame that external factor” virus hits the person, there is no antibiotic that will take the person out of that condition.

Take a look at the following triangle (with a twist of course)

Think of the above is a typical career ascent triangle. At the bottom of the triangle there are TON of people similar skills – more importantly similar capacities to perform. As the person moves up the triangle, there are less and less people who are in that position of power. As the person moves closer to the top, the number of people decrease drastically. Around 40, the person has close to 15 years of experience and senior enough to take on some serious leadership position – a position where the needle can move one way or the other based on the person’s decisions. Those kinds of positions are “high stake” positions for the organization. The surprise for some is that how few those positions are in any organization. At the inflection point, the number of such positions shrink to disproportionately smaller numbers than what the person could have imagined.

Another surprise – what it takes to make the “jump” are skills and accomplishments (providing proof that the person is qualified) that should have been developed over the 15 years career and not something that the person can pick up overnight. So if the person does not make the “jump,” he or she is simply paying the price for the sum of all the “not so optimal” career decisions the person has made throughout his or her career.

The point: For those of you who are still young, know that the inflection point is coming sooner than later and revisit your every career decision from now on. For those of you who have crossed the inflection point, stop blaming the “external factors” as it’s a serious “cop out” strategy – you might as well take the lion’s share of the responsibility and make something happen in your second half of the career.

All the best!"

For more startup insights from Rajesh, check out more from his blog, follow him on Twitter @rajsetty, or register for the Spring 2013 Silicon Valley Founder Institute, where he serves as a mentor.

Like this article?

Subscribe to our Weekly NewsletterAttend a Free Startup Event

The Inflection Point Around 40, by @RajSetty

* indicates required

Feedback Form

We welcome your feedback to improve the Institute. Please contact us using the form below, and we will get back to you promptly.
Your Email Address:
Message to the Institute:
What is ? (enter the answer below):
Close Window