Interview process was interesting. Owner seems to have drive and passion for his vision, and as a start-up, that is expected. However, they are seriously lacking in strategy to achieve their vision. Unfortunately, fresh out of College and without real world work experience, the owner hired his buddy that worked at Starbucks for 10 years to be the Director of Sales. Outside of the angry blog this guy (Director of Sales) writes, he has zero experience in business world sales but is confident he knows it all. Throughout the process it came out that in the past 2 years they have been unable to close a single account. They do not have a process for their sales cycle, nor do they have any idea how to define a strategy. No problem, I have been doing that for 20 years and can get them on the right track . . . that was my initial thought. However, I quickly realized they are so convinced they know how to run the company, that they do not actually want help from those with real world business experience. Another concern was about scalability. Their infrastructure could not possibly support the growth they were seeking if they were, indeed, able to close a single account. Then came the owner's expectations: even though they have had zero sales, they wanted the new hire to close $750,000 in business in the first 3 months. Without a sales process or repeatable process in place. While their product is "loved" by runners due to the social aspect, their marketing materials are completely tied to the 18-20 year old demographic. What they fail to realize is the race organizers they are targeting have a more corporate America mindset and are typically over 40. They need to appeal to the audience they are trying to sell to, instead of guys their age and running buddies. Their system also lacks the functionality of their largest competitors, so gaining market share there would be more than challenging without a plan to scale, at least somewhat, to compete with the competition. The final straw on this was when they wanted to low-ball the wages for the position without offering any equity. They should definitely pull in people with real business experience -- and listen to them -- if they want to get their business out of debt and off the ground. And they should be willing to pay for that: competitive wages and benefits + equity.