Event category: Tactical Breakouts

You’ve likely heard of the mythical, illusive, yet important milestone in the startup growth lifecycle: Product-Market Fit. In this session, you’ll hear from Founders, Chris Noble and Elizabeth Bourdeau as they discuss their journey achieving Product Market Fit. You’ll learn, Why product-market fit is not just up to marketing, why product (and engineering) also needs to be laser-focused on this pursuit, how to measure product market fit, how to unpack what happens when you achieve product-market fit and the lessons learnt from the wins and losses on their startup SaaS journeys.

This session embraces entrepreneurial failures and fuckups, making them lessons that are taught and revered. We often like to talk about our successes, but what about the failures that led to them? Building and scaling a SaaS is far from easy. Learn how Alok Ahuja - CEO & Co-Founder of Trexity, dealt with mess-ups and mistakes with grace.

What if we were transparent about our own failures, not as some kind of performative vulnerability, but as an invitation to collectively de-stigmatize the messy process of lifelong learning?" —Rachel Alaia.

PSA for first-time Founder/CTOs: No one cares how good you are at coding. Your success or failure will be determined by whether you can hire and retain great engineers.
At the end of the day, your SaaS is only as strong as its people. Talent is the no. 1 bottleneck when it comes to your growth. The ability to recruit and retain top talent can be an early leading indicator of success or failure. With all the layoffs and uncertainty in the hiring market, now is the time to invest in your hiring process – and win over the talented people who are newly available.
In this session, you’ll learn, why traditional methods, like relying on external recruiters or inbound applications, won’t cut it anymore, how to reconsider and reconstruct your recruiting processes in order to win over star candidates, valuable retention strategies: Find incredible talent that stays with you 3-4x longer than their previous employers.