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The wrong first sales leader will waste your time and potentially cost you millions. You can’t afford to get it wrong. I've seen too many Series A founders lose out by making the wrong hire. The compounding math is brutal. My co-author Jason Eubanks (CEO & Co-Founder of N47-backed Aurasell AI) and I wrote this because the patterns are predictable and avoidable. There are 5 things founders can do to ensure they hire the right person the first time around: 1. Don't chase big-company pedigree 2. Stress-test for accountability and urgency 3. Hire someone who can have an in-office presence 4. Be sure they can build a strong sales culture 5. Use a specialized search firm The clock is real. Miss by 6 months and you're staring down millions in lost revenue. Read the full breakdown here: https://lnkd.in/gyTtwS-t

The builders who will define the next generation are fluent in both software and hardware. They’re building complete systems where both work together to solve real problems in the physical world. This matters now more than ever. Because machine intelligence has hit an inflection point. Vision models can see. Neural networks can predict. LLMs can reason. But to turn that intelligence into action (to fly, drive, grasp, lift, and build), you need mastery of the electric stack. This is the future we're investing in. Systems that don't just process information, but reshape the physical world. Read Lak Ananth’s latest piece on why Physical AI is where the most transformative companies will emerge, and what it takes to build in this space: https://bit.ly/48RzNNM

Early-stage momentum is fragile, and one hiring mistake can cost a startup years of growth. In their latest article, N47 General Partner Matthew Cowan and Jason Eubanks, Founder & CEO of N47-backed Aurasell AI, share why hiring your first sales leader can make or break your startup. Here are the key principles every founder should keep top of mind when choosing their first sales leader: - They are stage-appropriate for your company. Don’t get distracted by big logos and pedigree. - They build a culture of development and learning while prioritizing urgency and accountability. - Location can be something you compromise on (as most salespeople travel a lot), but having multiple salespeople in the same office will only help you build a stronger function. This is one of the most consequential early decisions founders make. Learn how to make the hire that protects your valuation and accelerates your growth here: https://bit.ly/4rSKqYn

❓ What’s driving (and blocking) AI innovation in Europe? As part of the inaugural Sifted AI 100, created in partnership with N47, founders across the continent were surveyed to understand how Europe’s AI ecosystem is evolving. A few key findings: • Talent remains the top growth constraint, cited by over 40% of founders • Enterprise customers dominate early AI revenues • North America is the largest market for European AI companies • 70% of founders are building software-first AI companies, with hybrid models emerging fast Europe’s AI founders are scaling fast, tackling hard problems, and shaping the next decade of technology. Learn more about the top 100 startups here: http://bit.ly/3Lc91q9 📥 Download the full report: https://lnkd.in/eqsjxeBt

🏆 Together with Sifted, we are excited to share the inaugural AI 100 list! Featuring Europe’s rising AI startups, the list highlights companies valued under $1bn that are shaping the future of AI. The products they’re building are bold and original, and showcase the immense talent found in Europe. 🔍 See who's on the list + download the full report: https://lnkd.in/eqsjxeBt CC: Fred Ellis, T.J. Rylander, Viraj Bajpai

It makes sense for your first hires to come from your network. But don’t make the mistake of hiring LinkedIn connections into leadership. Founders need recruiters. In their latest article, N47’s Global Managing Partner Lak Ananth, General Partner Matthew Cowan, and Director of Talent Vanessa Camozzi walk you through how to select an executive recruiting firm. Their main tips are: 🧩 Around Series A is when your network’s not enough. 🧩 Find executive recruiters who specialize in your domain and stage (not generalists). 🧩 Don’t just hand them a JD. Bring them into your culture. 🧩 Treat recruiting as a growth lever, not an operational task. 📝 More from Lak, Matthew, and Vanessa here: http://bit.ly/3WNloeG