FedEx ends express delivery contract with Amazon

FedEx will not renew a contract with Amazon to provide express delivery for the e-commerce giant’s packages in the United States.

FedEx, which made the announcement Friday, said in a statement the change would not affect other existing contracts with Amazon or international services.

Amazon has not responded to a request for comment. TechCrunch will update the article if the company provides new information.

FedEx tempered the news by stating that Amazon is not its largest customer. The percentage of total FedEx revenue attributable to Amazon.com represented less than 1.3 percent of total FedEx revenue for the 12-month period ended December 31, 2018, according to FedEx.

The decision follows an explosion in e-commerce, a trend that is expected to continue. FedEx estimates that e-commerce  is expected to grow from 50 million to 100 million packages a day in the U.S. by 2026.

That growth, along with the logistical gymnastics required to make, not lose, money pursuing the opportunity, has led FedEx and Amazon and others to look for efficiencies in their businesses as well as develop and deploy new technology.

For instance, FedEx unveiled in February an autonomous delivery device called SameDay Bot. The bot, which will be tested this summer in select markets, including FedEx’s hometown Memphis, is being developed in collaboration with DEKA Development & Research Corp. and its founder Dean Kamen, who invented the Segway  and iBot wheelchair.

The initial test will involve deliveries between selected FedEx Office locations, the company said. Ultimately, the FedEx bot will complement the FedEx SameDay City service, which operates in 32 markets and 1,900 cities.

Amazon has made its own moves from investing in electric vehicle company Rivian and developing a fully electric delivery drone to acquiring urban delivery robot startup Dispatch and warehouse robotics startup Canvas Technology.


Source: Tech Crunch

On the road to self-driving trucks, Starsky Robotics built a traditional trucking business

More than three years ago, self-driving trucks startup Starsky Robotics was founded to solve a fundamental issue with freight — a solution that CEO Stefan Seltz-Axmacher believes hinges on getting the human driver out from behind the wheel.

But a funny thing happened along the way. Starsky Robotics started a regular ol’ trucking company. Now, nearly half of the employees at this self-driving truck startup help run a business that uses the traditional model of employing human drivers to haul loads for customers, TechCrunch has learned.

Starsky’s trucking business, which has been operating in secret for nearly two years alongside the company’s more public pursuit of developing autonomous vehicle technology, has hauled 2,200 loads for customers. The company has 36 regular trucks that only use human drivers to haul freight. It has three autonomous trucks that are driven and supported by a handful of test drivers. Starsky also employs a number of office people who, as Seltz-Axmacher notes, “know how to run trucks.”

The CEO and co-founder contends that without the human-driven trucking piece, Starsky won’t ever have an operational, or profitable, self-driving truck business. The trucking business has generated revenue, led to key partnerships such as Schneider Logistics, Penske and Transport Enterprise Leasing, and importantly, helped build a company that works in the real world. It has also been a critical tool for recruiting and vetting safety drivers and teleoperators (or remote drivers), according to Seltz-Axmacher.

“The decision to have a trucking business interact with the real trucking world in parallel with developing the robotics piece is a necessary part of building a longstanding business in the space,” said Reilly Brennan, general partner at Trucks VC and the first institutional investor in Starsky.

Starksy, which was co-founded by Seltz-Axmacher and Kartik Tiwari, has raised $21.7 million in equity from investors including Shasta Ventures and Trucks VC.

The evolution over at Starsky illustrates the challenge that awaits the autonomous vehicle industry and the giant companies and startups operating within it. Even after engineers solve the complexity of building an AI-powered driver that’s better than a human, these companies must figure out the equally intricate task of operations. Robotaxis, autonomous delivery robots and self-driving trucks won’t matter if humans don’t use, like or trust the tech.

Figuring out the basics of operations — including the rather pedestrian and obvious ones — will mean the difference between making or losing money. Or, having a business at all.

And the stakes are high. Trucks are the backbone of the U.S. economy and moved more than 70% of all U.S. freight and generated more than $700 billion in 2017, according to the most up-to-date statistics available from the American Trucking Associations (ATA).

Companies pursuing robotaxis and other autonomous vehicle programs are going to eventually wake up — if they haven’t already — to the same realities that Starsky has accepted, Brennan contends.

“The interaction with the market, particularly in logistics, is vital,” Brennan said, adding that companies pursuing robotaxis that haven’t built out and tested a consumer-facing app risk the same problems. “They need to have a business on day one, not on day 720.”

For Starsky, it started with something as basic as having a working vehicle and access to mechanics that could fix it.

Trucks, the hard way

Seltz-Axmacher admits now he underestimated how difficult trucks could be.

“Hey, it’s a truck, how hard can buying one be?,” said Seltz-Axmacher, as he described the company’s first major purchase of a truck for about $50,000. “We quickly realized that having a truck and driving a truck are not easy things to do.”

Starsky engineers retrofitted the truck, named Rosebud, with its autonomous driving system and made plans to test it at the Thunderhill Raceway about 150 miles north of San Francisco. It didn’t make it. The truck’s engine was smoking by the time it crossed the Bay Bridge. And then the truck, along with all those engineers, sat for two weeks while Seltz-Axmacher hunted for a diesel mechanic.

Self-driving truck startup Starsky Robotics began with this first, and problematic truck

The truck, pictured above, continued to break down. The company ran into more snafus, including a problem with insurance and the title of the vehicle. Starsky was going to miss a key milestone and Seltz-Axmacher was going to have to tell investors that it wasn’t because of bottlenecks in engineering, but because they didn’t know how to manage the truck part of this self-driving truck company.

The founders learned that even “average” trucks needed to go to the shop every 60 days, which is operationally complex when vehicles are traveling throughout the United States.

Starsky ended up making a key hire, Paul Schlegel, who is a veteran of trucking operations, to organize the enterprise. Schlegel, who has 32 years in the transportation industry with companies such as Schneider National and Stevens Transport, developed the trucking business that enabled autonomous trucks, but still worked in their absence. The trucking operations team is in Dallas. 

The driver pinchpoint

Seltz-Axmacher has said repeatedly that “unless you’re getting the driver out of the truck, you’re not solving anything.”

The problem in trucking is the supply of drivers. The chronic shortage has, in turn, driven up costs. For instance, the median salary for a truckload driver working a national, irregular route was more than $53,000 — a $7,000 increase from ATA’s last survey, which covered annual pay for 2013, or an increase of 15%. It’s even higher for private fleet drivers, who saw their pay rise to more than $86,000 from $73,000, or a gain of nearly 18%.

Starksy soon found that finding the right drivers was just as hard as finding the right trucks. The Federal Motor Carrier Safety Administration shows the company has reported three crashes of its manually driven trucks.

Seltz-Axmacher said they’ve had a driver make a wrong turn and have a low-hanging branch rip a hole in the side of a trailer. The most serious incident involved a new driver who took an offramp in Florida too fast and rolled the truck onto its side. No one was injured and the driver was terminated.

These drivers are critical to the autonomous program and the best of them end up becoming teleop controllers, a job that involves sitting in an office, not logging days and weeks in a truck.

Starsky is taking a dual approach to its autonomous trucks. It outfits regular trucks with a combination of sensors like radar and cameras along with software that allows long-haul trucks to drive autonomously on the highway. When the truck is about to exit, a trained remote operator, who is sitting in an office, takes over and navigates the truck to its final destination.

The promise of being able to be promoted to teleoperator is a big part of how Starsky is able to hire drivers effectively. The company contends it wouldn’t be possible to find 25 highly skilled safety and remote drivers without having a broader fleet of regular truck drivers to choose from.

Robotrucks or bust

The ultimate goal of Starsky Robotics hasn’t changed, Seltz-Axmacher said. To get there, the company recently hired Ain McKendrick as vice president of engineering, and former Tesla executive Keith Flynn to head up its hardware manufacturing to support Starsky’s fleet build. McKendrick, who co-founded Podtek and Lyve, also has experience at autonomous vehicle company Cyngn, Highfive, Netflix and Dell .

By early 2020, the company aims to have 25 autonomous trucks — a goal that is only possible if it has 100 regular trucks, he added.

The only way Starsky can scale its operations on the autonomous side is to continue to scale its regular trucking operations six months in advance. In other words, the regular trucking business is inextricably linked to the success of deploying autonomous trucks.

The company has already found that the 15-plus brokers that are regularly giving it freight to haul are ready for driverless trucks.

“Many times the brokers who have given us loads have been fairly ambivalent to whether or not we’re hauling that freight with a self-driving truck, Seltz-Axmacher said. “A lot of the concern that people might have is that this is a technology-averse industry and might not be willing to accept self-driving trucks has proven not to be true.”


Source: Tech Crunch

Tackling ‘big tech’ issues through storytelling, with Jessica Powell

Jessica Powell, Google’s former head of PR from 2012-2018 (years in which Google required a not-insignificant amount of PR leadership), is now a rock star writer whose 2018 debut book, The Big Disruption: A Totally Fictional But Essentially True Silicon Valley Story, was the first novel published by Medium.

I recently spoke with Powell for this series on the ethics of technology, because The Big Disruption, for all its manic energy and a playfulness at times bordering on sci-fi sitcom level-absurdity, should be viewed as a key work in the emerging field of tech ethics. In scenes like the one that begins below, her comic timing and characters help us see how “disruptive” technologies may not so much change humanity, as reveal it.

As a product manager, you are tasked with leading a team and bringing an idea to life. You are the visionary who must direct not just engineers but also marketers, sales teams, lawyers, and others. You are a mini-CEO, the ruler of your product!

“Just like king!” Arsyen shouted to the empty stalls.

It’s part Dave Eggers’ The Circle; part “Coming to America” (the classic 1988 Eddie Murphy comedy about an African prince’s incognito sojourn in New York City); and part dystopian Tarzan. In this rather amazing sequence from an early chapter in The Big Disruption, Arsyen Aimo, an exiled prince from the fictional backwater country of Phyrria who has been working in Silicon Valley as a janitor, has accidentally convinced executives at the tech behemoth Anahata to hire him as Project Manager for the company’s disruptive new project – a car slash social network. Now, Arsyen has locked himself in the bathroom to scroll his phone for info on what Project Managers at tech companies actually do.

Of course, there is one important difference: You have no direct authority over anyone, and you must lead through influence.

“Hmmph, more like queen,” Arsyen grumbled. But then he reconsidered: Other than the receptionists, he had yet to meet any women at Anahata. He probably didn’t need to worry about being treated like one of them.

Jessica Powell, of course, was a woman you might well have met at Google, if you’d been working at the highest levels in or around the real-life tech giant over the past decade. While she joins others who’ve left Big Tech to write important philosophical books shedding light on the political and social implications of their industry (James Williams, Chamath Palihapitiya, Tristan Harris, and others come to mind), no one has yet succeeded like Powell in illuminating our current culture of technology. And if we can’t see our own culture, how can we change it?

After the short scene below, you’ll find part one of my two-part conversation with Powell, where we discuss the importance of satire in ethics, and how her background may have led her to become one of Silicon Valley’s most interesting and important class traitors.

Arsyen skimmed a few more blogs, trying to memorize the P.M.’s language — words like “action items,” “B2B solutions,” and “use cases,” and then something mystic called a “roadmap,” which as far as Arsyen could tell had little to do with either roads or maps. There was an even greater obsession with “alignment,” a concept Arsyen struggled with as his translation app told him that the equivalent word in Pyrrhian was pokaya, meaning to place the chicken coop parallel to one’s home.

Suddenly there was a banging on the stall door.

“Arsyen? You in there?”

It was Sven.

“Listen, you’ve been in there long enough. Only senior engineers get to work in the bathroom. Roni has some sort of roadmap question for you, so come on back.”

Arsyen washed his hands and returned to the cubicle, armed with his new vocabulary.

When Roni asked Arsyen about prioritization, Arsyen asked, “Is this on the roadmap?”

When Sven suggested adding images of attractive women to the car dashboard, Arsyen rubbed his chin.

“Does this align with our strategy?”

When all three looked to him for an opinion in how best to implement Symmetry Enhancement, Arsyen stood and put his hands on his hips.

“Does this align with the strategy on our roadmap?”

No one seemed to notice anything was amiss. If anything, it seemed like product managers just asked questions that other people had to answer.

Jessica P.: When you first reached out to me, I knew your name. Then I looked you up, and ended up reading your Wikipedia page and being intimidated.

There’s this amazing line in there, and because it’s Wikipedia, it’s written so straight…something to the effect of, he went to Asia, discovered that actually no one has enlightenment, so he came back to the US and became a rock star. And it was like, “Oh, wait. I can talk to this guy.” It was just so funny.

Greg E.: That made me more relatable?


Source: Tech Crunch

FCC passes measure urging carriers to block robocalls by default

The FCC voted at its open meeting this week to adopt an anti-robocall measure, but it may or may not lead to any abatement of this maddening practice — and it might not be free, either. That said, it’s a start towards addressing a problem that’s far from simple and enormously irritating to consumers.

The last two years have seen the robocall problem grow and grow, and although there are steps you can take right now to improve things, they may not totally eliminate the issue or perhaps won’t be available on your plan or carrier.

Under fire for not acting quick enough in the face of a nationwide epidemic of scam calls, the FCC has taken action about as fast as a federal regulator can be expected to, and there are two main parts to its plan to fight robocalls, one of which was approved today at the Commission’s open meeting.

The first item was proposed formally last month by Chairman Ajit Pai, and although it amounts to little more than nudging carriers, it could be helpful.

Carriers have the ability to apply whatever tools they have to detect and block robocalls before they even reach users’ phones. But it’s possible, if unlikely, that a user may prefer not to have that service active. And carriers have complained that they are afraid blocking calls by default may in fact be prohibited by existing FCC regulations.

The FCC has said before that this is not the case and that carriers should go ahead and opt everyone into these blocking services (one can always opt out), but carriers have balked. The rulemaking approved today basically just makes it crystal clear that carriers are permitted, and indeed encouraged, to opt consumers into call-blocking schemes.

That’s good, but to be clear, Wednesday’s resolution does not require carriers to do anything, nor does it prohibit carriers from charging for such a service — as indeed Sprint, AT&T, and Verizon already do in some form or another. (TechCrunch is owned by Verizon Media, but this does not affect our coverage.)

Commissioner Starks noted in his approving statement that the FCC will be watching the implementation of this policy carefully for the possibility of abuse by carriers.

At my request, the item [i.e. his addition to the proposal] will give us critical feedback on how our tools are performing. It will now study the availability of call blocking solutions; the fees charged, if any, for these services; the effectiveness of various categories of call blocking tools; and an assessment of the number of subscribers availing themselves of available call blocking tools.

A second rule is still gestating, existing right now more or less only as a threat from the FCC should carriers fail to step up their game. The industry has put together a sort of universal caller ID system called STIR/SHAKEN (Secure Telephony Identity Revisited / Secure Handling of Asserted information using toKENs), but has been slow to roll it out. Pai said late last year that if carriers didn’t put it in place by the end of 2019, the FCC would be forced to take regulatory action.

Why the Commission didn’t simply take regulatory action in the first place is a valid question, and one some Commissioners and others have asked. Be that as it may, the threat is there and seems to have spurred carriers to action. There have been tests, but as yet no carrier has rolled out a working anti-robocall system based on STIR/SHAKEN.

Pai has said regarding these systems that “we [i.e. the FCC] do not anticipate that there would be costs passed on to the consumer,” and it does seem unlikely that your carrier will opt you into a call-blocking scheme that costs you money. But never underestimate the underhandedness and avarice of a telecommunications company. I would not be surprised if new subscribers get this added as a line item or something; Watch your bills carefully.


Source: Tech Crunch

Sam’s Club is upgrading tire shopping with a time-saving app

Alongside today’s news that Walmart will soon introduce in-home grocery delivery in select markets, the company today announced another new effort similarly aimed at saving customers’ time. But this time, the focus was on Sam’s Club members, and specifically addressed the long process involved with buying car tires. To address that challenge, the company is rolling out a new “Sam’s Garage” app across the U.S. in July that will turn what used to take half an hour into a 5-minute process, the company claims.

Walmart CEO Doug McMillon recounted a fun anecdote about his tire-buying experience at a Sam’s Club, which prompted the creation of the new app.

“A few months ago, I ran over a nail and ruined a tire, so I went to Sam’s Club for help. It was a Saturday, and we were busy. At one point, I’m third in line with two members behind me. Our associates are working hard, but the process is time-consuming,” McMillon said. “As we’re all waiting there in the Bentonville club, I can tell that one of the members has recognized me. He doesn’t say anything – but he doesn’t have to. His facial expression says it all: ‘How does it feel to wait in line, dude? Surely you can do something about this,’” he recalled.

He later suggested to Sam’s Club CEO John Furner to re-evaluate the tire buying experience, and the new Sam’s Garage app is the result.

Typically, tire buying can be a longer process, and one that can even involve archaic systems like paper catalogs. The same was true at Sam’s Club, which McMillon said relied on “multiple systems, paper catalogs and a large desk” to service its tire buying customers.

Nine months after the CEO waited in line, there’s a new app for tire shopping aimed at helping Sam’s Club members. The app, Sam’s Garage, will run on mobile tablets and can do things like scan the customer’s membership card to pull up their associated vehicles. It then helps the Sam’s Club associate filter possible tire options based on their conversation with the customer about their tire needs.

For example, there are buttons to tap for things like “responsiveness,” “winter traction,” “wet road handling,” “offroad,” “ride comfort,” and more.

As they continue, more filters appear allowing the associate to narrow down the tire options based on other factors like in-store availability, special offers, brand, load index, speed rating, mileage warranty, and many more options. They can even do side-by-side comparisons of different factors.

They can then tap a button to get an estimate, email estimates or place an order.

“This is what it looks like to be a digital company. Sam’s Garage will be rolled out nationwide in July. From concept to design to rollout in fewer than nine months from that Saturday when I was buying tires,” McMillon said.


Source: Tech Crunch

Voatz has raised $7 million in Series A funding for its mobile voting technology

Voatz, the four-year-old, Boston, Ma.-based voting and citizen engagement platform that has been at the center of debate over the merits and dangers of mobile voting, has raised $7 million in Series A funding. The round was co-led by Medici Ventures and Techstars, with participation from Urban Innovation Fund and Oakhouse Partners.

Voatz, which current employs 17 people, is modeled after other software-as-a-service companies but geared toward election jurisdictions, working with state and local governments to conduct elections and provide related election management and cybersecurity services.

As we’d reported back in March, the city of Denver agreed to implement a mobile voting pilot in its May municipal election using Voatz’s technology, an opportunity that was offered exclusively to active-duty military, their eligible dependents and overseas voters using their smartphones.

The company hasn’t yet shared how many people wound up using the platform. As Voatz cofounder and CEO Nimit Sawhney told us late yesterday, “Our most recent election in Denver CO finished last night on June 4th and the post election audit will be beginning shortly.”

Denver was not the company’s first pilot program. Rather, Voatz had conducted more than 30 pilots previously, including two in West Virginia last year that had attracted the financial backing of Tusk Philanthropies, the philanthropic operation of investor and strategist Bradley Tusk.

As for where Voatz will be used next, Sawhney says to “stay tuned. The next phase of our pilot programs will be announced by the relevant jurisdictions a bit later in the summer.”

Voatz has become the best-known mobile voting app, which has also made it the target of some unflattering attention, including last summer, when numerous security experts criticized it roundly in a Vanity Fair piece. One said it was “going to backfire.” Another warned that the “United States needs some form of vetting process for online voting in elections.” A software expert separately called Voatz an “horrifically bad idea.”

Apparently, investors, along with growing number of city and state governments, are still willing to bet that it’s better than what’s currently available.

Voatz had previously raised $2.2 million in funding led by the venture arm of Overstock.com.


Source: Tech Crunch

The 10 benefits and policies any modern workplace should have

Want to attract (and retain) top talent, making your company’s workforce more competitive and cutting down on turnover costs to boot? The simplest way to do so starts with the benefits and policies you offer to employees.

We already know that benefits play a major hand in how candidates evaluate a job offer. One recent survey conducted by Fairygodboss, the largest career community for women, in partnership with Extend Fertility, found that 87% of professional women say a benefits package is important or very important to them when interviewing at a company. Respondents stated that the presence (or absence) of certain benefits would impact their likelihood to stay at an employer, too.

So, which specific benefits and policies are the ones that will set your company apart as a modern, desirable workplace? We spoke to experts — from CEOs to heads of HR — to find out exactly what the benefits package of today’s most relevant employers looks like.

1. Summer Fridays

Giving employees a few extra hours to jumpstart their weekend through “Summer Fridays” can lead to a whole spate of positive benefits, including improved morale, focus and engagement at work, according to Brian Kropp, Group Vice-President of HR at Gartner . “Most companies have told us that with this benefit in place, they’ve found employees work harder earlier in the week because they know they have to complete their work before Friday,” Kropp said.

2. Pay transparency

Via Getty Image / abstractdesignlabs

The days of salary and bonus conversations happening only behind closed doors are long gone. Thanks to whisper networks and a growing belief in salary sharing, for many companies, this information is available with or without their consent. Companies who want to appear modern (as well as do the right thing) should embrace this trend through official pay transparency policies.

“Companies that don’t want to appear outdated have written pay, incentive and bonus plans for all employees at all levels so that how pay is calculated is not a mystery,” Sarah Morgan, Senior HR Director of SafeStreets USA, said.

“The compensation is equitable across gender and races so everyone is paid fairly based on the position, experience, skills and responsibilities. Such companies are also open about their pay policies and share general information about how much people are earning at every level. This may be shared as ranges or as specific amounts.”

3. Inclusion initiatives


Source: Tech Crunch

8 benefits and policies that are making your company seem outdated

The competition for top talent today is more fierce than ever. And when it comes to attracting and retaining that talent, we know that benefits play a major hand in how well an employer fares.

To that end, Fairygodboss, the largest career community for women, in partnership with Extend Fertility recently conducted research on the benefits today’s female talent cares most about. After surveying 1,000 professional women, we found a full 87% of them said a company’s benefits package was either important or very important to them when evaluating a job offer.

The presence — or lack thereof — of certain benefits also had a noticeable impact on respondents’ likelihood to stay at an employer. Given that, when a worker leaves a company, it can cost 33% of their annual salary to replace them, ensuring benefits packages are up to snuff is crucial for companies that want to avoid turnover.

Not all benefits are created equal, though. If the package at your company seems outdated, it’s possible you could actually be driving top talent away. So, we spoke to thought leaders — from CEOs to heads of HR — to find out which benefits and policies send a red flag to job seekers that an organization is behind the times. If your company’s handbook includes any of the following eight policies, it’s possible you’re seen as outdated, according to experts.

Check out our accompanying article highlighting the 10 benefits and policies any modern workplace should have on Extra Crunch.

1. Paid maternity leave is offered — but other leave benefits aren’t.

Image via Getty Images / Aleutie

Considering at least 40% of middle- and large-sized U.S. companies still offer zero paid maternity leave to employees, we’re not saying this benefit isn’t worth having. But as Sarah Morgan, a Senior HR Director of SafeStreets USA, said, to stop at a paid maternity leave benefit is to fail to acknowledge our expanding understanding of families and the ways those families need to be supported.

“The definition of family is changing, and people are living longer,” Morgan said. “Employees need more than just time away from work when they have a baby or someone dies. They also need time for school-aged children, aging parents, deployed spouses and even pets…when they need this time, they should not have to choose between their loved ones and financial hardship.”

2. There’s a gym reimbursement benefit.

Again, at face value, this isn’t exactly the worst benefit for a company to offer. The problem, as Tasia Duske, CEO of Museum Hack, put it, is that too many companies see a gym membership credit as checking off their “employee wellness” box in full.

“What if an employee wants to join a yoga studio, or what if they want a massage instead? Especially with millennial employees, defining what’s ‘healthy’ varies from person to person,” Duske said. “A smart benefit to provide is a Healthy Lifestyle Credit where there’s a lot more flexibility and no judgment. Employees can use their credit to pay for a visit to the dentist, tai chi lessons, to see a therapist or anything in between.”

3. Employees are beholden to a set time and place to work.

A lack of flexibility is one of today’s biggest tell-tale signs of an outdated employer, something Matthew Ross, Co-owner and COO of The Slumber Yard, spoke to. “We don’t have a set time employees need to be in the office by and we frequently allow them to work from home, coffee shops and sometimes even bars for a change of scenery,” Ross said.

“I know how mentally draining it can be to sit down at the same desk all day, so it’s nice when employees are able to leave and work from different locations. I believe this helps keep the work fresh and boosts overall morale.”

4. There’s a strict dress code.

Image via Getty Images / TatianaKrylova

Unless a uniform is legitimately required for a role, companies that mandate strict employee dress codes should seriously rethink these policies, said Greg Kuchcik, VP of HR at Zeeto.io. “Almost all companies have moved to a business casual at most with a lot of companies moving to no dress code altogether,” Kuchcik said.

“If you have strong HR/management and trusted employees, there is no reason that you can’t allow your workers to be comfortable all day, every day.” Nicole Green, HR and Employee Engagement Manager at Perfect Search Media, echoed this. “Casual dress can lead to an environment that is more open-minded and allows for focus on ideas over a dress code,” she said.

5. There are policies that restrict employees’ social media use.

Not long ago, it wasn’t uncommon for companies to have set policies in place that regulated employees’ use of and access to social media platforms. But now, such a policy makes a company look outdated, as Lucas Group’s Chief People Officer, Carolina King, said.

“I certainly feel that limiting employee’s access to social media is a thing of the past and detrimental to a company’s ability to attract top talent,” King said. “I also think when companies do not offer bring your own device (cell phone) programs or policies, they feel behind the times.”

6. Performance reviews are the only policy for sourcing employee feedback.

Research shows that 75% of the causes for employee turnover are preventable. But companies that remain married to an outdated model of performance review-based feedback miss out on opportunities to address those causes. “Performance reviews are often the only official opportunity for an employee to share concerns, ask questions, and have a conversation with a manager,” Vivek Kumar, a recruiter, said.

“However, performance reviews are also used by companies to determine bonuses and raises, which restricts employees from speaking freely and without fear of consequences. Implementing a system of continuous employee feedback is an excellent replacement for an uncomfortable, high-pressure quarterly or yearly performance review.”

7. There’s an official bereavement leave benefit or policy.

Image via Getty Images / Nataliia Kostiukova

On the surface, bereavement leave may seem like a humanitarian benefit for employers to offer. But by enforcing a set number of days for this kind of leave, companies are engaging in a form of employee hand-holding that has no place in the modern working world, said Cindy Harvey, CEO of Amelia Dee.

“Instead of dictating how long it should take someone to recover from an illness or to grieve, these policies should be more flexible, empower managers and employees to have conversations, and do what is right for the person and situation,” Harvey said. “Doing this also supports positive employee mental health and wellness practices in the workplace, two critical issues in workplaces today.”

8. There’s unlimited PTO.

A policy of flexibility, as referenced earlier, is crucial for any employer that wants to remain relevant today. An increasingly trendy benefit in this space is unlimited paid time off; but research around the detriments of this policy may soon make it an outdated offering, argued Samuel Johns, HR Specialist and Office Manager at Resume Genius.

“On the face of it, unlimited PTO is a blessing, since an employee can theoretically take off the time they need to recenter and recharge themselves. However, recent 180-degree about-faces by several companies have revealed that unlimited PTO policies are unworkable, since employees end up toiling away with less PTO than they would using a standard PTO system,” Johns said.

“At Resume Genius, we do offer unlimited PTO, but we also have a minimum PTO requirement of 10 days a year. On top of that, managers are notified if their team members haven’t taken a day off in the last six months, and are asked to schedule them some much-deserved time off.”

Check out our accompanying article highlighting the 10 benefits and policies any modern workplace should have on Extra Crunch.


Source: Tech Crunch

Jeff Bezos wants to build the infrastructure for space startups

At its re:Mars conference, Amazon’s CEO Jeff Bezos took the stage today to be “interviewed” by Jenny Freshwater, Amazon’s director of forecasting. As any AWS machine learning tool could have forecasted, having an employee interview her boss didn’t lead to any challenging questions or especially illuminating answers, but Bezos did get a chance to talk about a variety of topics, ranging from business advice to his plans for Blue Origin.

We can safely ignore the business advice, given that Amazon’s principle of “disagree and commit” is about as well known as it could be, but his comments about Blue Origin, his plans for moon exploration and its relationship to startups were quite interesting.

He noted that we now know so much more about the moon than ever before, including that it does provide a number of resources that make it a good base for further space exploration. “The reason we need to go to space is to save the Earth,” he said. “We are going to grow this civilization — and I’m talking about something that our grandchildren will work on — and their grandchildren. This isn’t something that this generation is able to accomplish. But we need to move heavy industry off Earth.”

Building up the infrastructure for this is obviously expensive, though. “Infrastructure is always expensive,” he said. “Amazon was easy to start in 1994 with a small amount of capital because the transportation system already existed.” Similarly, the payment system, in the form of credit cards, was already in place, as was the telecom network.

“You cannot start an interesting space company today from your dorm room. The price of admission is too high and the reason for that is that the infrastructure doesn’t exist,” Bezos noted. “So my mission with Blue Origin is to help build that infrastructure, that heavy lifting infrastructure that future generations will be able to stand on top of the same way I stood on top of the U.S. Postal Service and so on.”

The obvious follow-ups here would have been about how Amazon is now building its own logistics network and replacing the U.S. Postal Service with its own delivery services.

Once the Amazon space station opens, Bezos expects that the first deliveries will be of liquid hydrogen and liquid oxygen. “It’s going to be a small selection but a very important one,” he joked.

Either way, though, it’s clear that Bezos does see Blue Origin as having a vital mission for the future of mankind. In that, he shares his passion with Elon Musk and other space entrepreneurs.

It’s worth noting that Amazon already offers satellite ground stations as a service and is looking to offer space-based internet access with Project Kuiper.

Bezos’s fireside chat was briefly interrupted by a protestor, who urged the billionaire to “save the animals.” As far as conference protests go, this one was pretty mild, though the fact that the protestor made it onto the stage probably means that Amazon will step up security at its next events and that somebody on the security team is going to have to disagree and commit.


Source: Tech Crunch

Thumbtack is raising up to $120M on a flat valuation

Thumbtack, one of the first players in what is now known as the gig economy, has hit the fundraising circuit once again.

The online services marketplace that matches customers with nearby professionals is raising up to $120 million in Series H shares, according to a Delaware stock authorization filing uncovered by the Prime Unicorn Index. Thumbtack did not immediately respond to a request for comment.

At more than 10 years old, the business has previously raised nearly $300 million in a combination of debt and equity funding. The upcoming round comes at a flat valuation to its 2015 Series G funding of $125 million, which valued Thumbtack at $1.3 billion. Scottish asset manager Baillie Gifford led that round, which increased its valuation roughly 60 percent from $804 million, according to PitchBook.

 

Thumbtack’s funding history

June 2009: $650,000 Series A | $3.3M valuation

Jan. 2012: $4.4B Series C | $16.5M valuation

June 2013: $12.5M Series D | $46.5M valuation

May 2014: $30M Series E | $230M valuation

Aug. 2014: $100M Series F | $804M valuation

Sept. 2015: $125M Series G | $1.3B valuation

June 2019: ~$120M Series H | ~$1.3B valuation

Source: PitchBook

 

As Thumbtack has worked its way through the fundraising alphabet, the business has sought acquisition offers, TechCrunch has learned. Ahead of filing to raise another 9-digit round, we’ve heard Thumbtack was exploring M&A opportunities with a competing or complimentary companies.

Raising venture capital at a flat valuation is typically a sign a company’s investors are dubious of the business’s future prospects. It’s possible an acquisition deal fell through and Thumbtack, not yet prepared for an initial public offering, turned back to its investors for a necessary capital infusion.

Founded by Marco Zappacosta, whose parents were the founders of Logitech, Thumbtack helps professionals find work close by from home maintenance, to gardening, to DJing a party. The business is supported by investment firms such as CapitalG, Sequoia Capital and Draper Associates, as well as individual investors Scott Banister, Cyan Banister and Jason Calacanis, among others.

Here’s a full look at Thumbtack’s Delaware stock authorization:


Source: Tech Crunch