Basic Errors and Omissions insurance should cover what your describing. There could be local/state laws concerning running the vehicle for prolonged periods of time, a call to your state department of permits should give you a solid answer to that.
If you're not technical yourself, then you might not be able to gauge the efficiency of a candidate's algorithms or critique her code. But there are still some higher-level, more behavioral things that a non-technical interviewer should be looking for in a strong development candidate: 1. What...
It's best to keep everything in a single company to start with. Before going further with my answer, I'm compelled to tell you that launching multiple products *rarely* works and unless you have very significant prior success, most investors will take interpret diversification as a very negative...
Of course and have in the past.. With FB's Open graph search you can laser target buyers and weed out tire kickers.. This is a no brainer :)
2 different categories come to mind. H&R Block or other tax preparation services. The second is restaurants. This may seem like a product more than a service but I think it truly falls into the category of service, especially if you look at the national chains. Think Applebee's, TGI Fridays et...
Depends on size of project, time and location commitment. Day, project, hourly and change fees are all common for our small team. Large companies offer different pricing structures.
Depending on average transaction size, number of transactions and the potential risks you are taking on (i.e what are you responsible for if your friends product or service isn't delivered on?). Anywhere from 2-20% could work depending on the above. As for accounting, I would recommend keeping ...
The steps are the easy part. It's the execution. You can put together a great lead gen machine using content, cookies, and email marketing.
Licensing a platform is a terrific way to generate revenue. We struggled to gain an audience to our site and didn't have the funds to market as heavily as we would have wanted. In came the offers to license. Margins were tighter, but the exposure to new customers made a world of difference.
Depends on where your team resides. In SF, you could use an average of $135k for all-in costs for each employee. In Toronto, you could probably drop that by 20-30k per person. But there are so many other factors related to burn beyond headcount that just using a headcount cost + overheard to e...