Tag: jobs

Closing Profian

In June 2021, a little under two years ago, I left Red Hat and joined Profian as the CEO – Chief Executive Officer. In mid-January 2023, we – the board – decided to close down the company. All 14 members of the company are looking for new jobs.

I’ve not been blogging much recently, and it’s been because I’ve been busy trying to sort out what we do with the company. We looked at many different options around getting more funding or even being acquired by another company, but none came to fruition, so we decided to close down the company as gracefully as we could. It’s not been an easy few weeks (or months, in fact), but I’ve pretty much come to peace with the decision.

I’ll be writing more posts about what happened, how we got there, and the rest, but here’s a quick version of what happened, as I posted in an internal chat room:

While pretty much everybody believes that Confidential Computing is on its way, there’s also general agreement in the market that it’s not ready for major market adoption for 12 or more months. This is partly due to the fact that the tech is still regarded as immature (and prone to vulnerabilities) and also largely because the recessionary pressures on all sectors mean that organisations are protecting their core existing services, rather than betting money on new tech. VCs are into “ARR”: Annual Recurring Revenue. They want to see fast growth, and paid pilots with (even with big players) which don’t lead to fast scaling of the business aren’t considered sufficient. The amount of money available wouldn’t have been sufficient to allow us to grow and defend a market share in order to get to the next funding round. We also looked at acquisition, but nobody was ready to bet on new tech to the extent of buying the company: again, because they’re defending their existing services and staff (and, in many cases, laying people off already).

Me, on internal Profian chat room

I’m currently focussing on four things:

  1. helping the extremely talented Profian team find new jobs;
  2. winding the company down;
  3. taking some time to recover from the past few months – emotionally, mentally and physically;
  4. starting to look for a new job for myself.

If you can help with #1 or #4, please get in touch. Otherwise, keep an eye out on this blog, and expect more posts. See you soon.

Recruiting is hard

It’s going to be easier to outsource this work to somebody who is more of an expert than I’ll ever be, would ever want to be, or could ever be.

We (Profian) are currently looking to recruit some software engineers. Now, I’ve been involved in hiring people before – on the interviewing side, at least – but actually doing the recruiting is a completely new experience for me. And it’s difficult. As the CEO of a start-up, however, it turns out that it’s pretty much down to me to manage the process, from identifying the right sort of person, to writing a job advert (see above), to finding places to place it, to short-listing candidates, interviewing them and then introducing them to the rest of the team. Not to mention agreeing a start date, “compensation package” (how much they get paid) and all that. Then there’s the process of on-boarding them (getting contracts sorted, getting them email addresses, etc.), and least some of which I’m pleased to say I have some help with.

The actual recruiting stuff is difficult, though. Recruitment consultants get a bad rap, and there are some dodgy ones, but I’m sure most of them are doing the best they can and are honest people. You might even be happy to introduce some of them to your family. Just a few. But, like so many other things about being start-up founder, it turns out that there comes a time when you have to say to yourself: “well, I could probably learn to do this – maybe not well, but with some degree of competence – but it’s just not worth my time. It’s going to be easier, and actually cheaper in the long run, to outsource this work to somebody who is, frankly, more of an expert than I’ll ever be, would ever want to be, or could ever be. And so I’ve found someone to work with.

What’s really interesting when you find somebody to help you with a new task is the time it takes to mesh your two worlds. I’m a software guy, a we’re looking for software people. I need to explain to the recruitment consultant not only what skills we’re looking for, but what phrases, when they appear on a LinkedIn page or CV[1], are actually red flags. In terms of phrases we’re looking for (or are nice to haves), I’d already mentioned “open source” to the recruitment consultant, but it was only on looking over some possible candidates that I realised that “FOSS” should be in there, too. A person whose current role is “Tech lead” is much more likely to be a fit than “Technical manager”. What’s the difference between a “cloud architect” and a “systems architect”? Is “Assembly” different to “WebAssembly” (yes! – oh, and the latter is sometimes shortened to “Wasm”).

There are, of course, recruitment consultants who specialise in particular technical fields, but what we’re doing (see the Enarx project) is so specialised and so new that I really don’t think that there are likely to be any specialist recruiters anywhere in the world (yet).

So, I feel lucky that I’ve managed to find someone who seems to get not only where we’re coming from as a company, but also the sorts of people we’re looking for. He wisely suggested that we spend some time going over some possible candidates so he could watch me identifying people who were a definite “no” – as useful for him as a definite “must interview”. Hopefully we’ll start to find some really strong candidates soon. If you think you might be one of them, please get in touch!

(Oh – and yes, I’ve invited him to meet my family.)

1 – that’s “resume” for our US friends.