|
|
|
|
|
by onwardly
5024 days ago
|
|
One inefficiency could be related to this point Paul makes: We can afford to take at least 10x as much risk as Demo Day investors. And since risk is usually proportionate to reward, if you can afford to take more risk you should. What would it mean to take 10x more risk than Demo Day investors? We'd have to be willing to fund 10x more startups than they would. Which means that even if we're generous to ourselves and assume that YC can on average triple a startup's expected value, we'd be taking the right amount of risk if only 30% of the startups were able to raise significant funding after Demo Day. So- if a VC can triple a startups expected value that's great, but you'd need to do a bunch of them. I think this is essentially what Dave McClure is doing- making lots of smaller bets to "hit singles" as he says. Reminds me of my college days playing online poker. The best players would have a 20% ROI at the $55 10 person tournament tables, and each game would take an hour. If you just play one at a time, you'd make about $10/hr. That's why everyone played 10 tables at a time- we made 10 times as much. |
|
The implicit assumption is that the population of startups is uniform across both the set that YC funds and the set that YC does not fund, such that startups in the latter group have the same chance of being a big hit (modulo YC's mentoring, which is accounted for with the "triple a startup's expected value" clause). But the implication of that assumption is that YC is picking startups at random, and that their filtering process is totally useless!
This sort of math comes up all the time whenever there's a screening process. Imagine that you're hiring for a large tech company, you currently hire 1% of applicants, and you find that among the employees hired, there is no correlation between your interview scores and the employee's eventual job performance. Can you conclude that your interviewing is useless? Should you ramp up hires so you get more workforce of equal quality?
Well, maybe. Because there are a bunch of possible hypotheses that could give this result. Perhaps your interview process is designed to weed out false positives more than false negatives, so it's accurate to the 99th percentile, but then gives no discriminatory power. (Many IQ tests are like this; they're highly correlated with life outcomes up until an IQ of about 140, but beyond that they break down entirely and there's often an inverse correlation with income, happiness, etc. past that). Or perhaps your applicant pool is bimodal: 1% come from other employers and are fully qualified, while 99% are the same jobseekers that every other company rejects. Or perhaps your interview process is broken, and you would do better to find a new one. Or perhaps your interview process is okay, but a number of well-qualified applicants are not even applying to your company.
Which of these is correct? You can't know without randomly sampling the population that was rejected and making an estimate of their quality. This is why all decent scientific experiments have a control, and why financial models get backtested on data that was not part of the training set. Even then, there're lots of things that can go wrong in experiment design, and lots of different ways to interpret data that don't necessarily mean "Fund 10x more startups."