Analyzing data on all US employers in a cohort of entering firms, we document a highly skewed size distribution, such that the largest 5% account for over half of cohort employment at firm birth and more than two-thirds at firm age 7. Analyzing linked survey-administrative data, we find that female, African–American, and younger founders are initially less likely to start large firms. The gender gap persists through firm age 7, while racial and age gaps do not. Education is positively associated with start-up size, except for graduate degrees. Prior entrepreneurship and founding team size are positively associated, but team diversity is not. Specifications with capital and industry controls illuminate roles of financial constraints and sectoral choice.
This article utilizes a unique database (PLACE, the PLatform for Advancing Community Economies) to explore relationships between founders’ prior work experiences and the outcomes of their entrepreneurial firms. The authors capture and compare multiple, intersecting, often overlapping, prior work experiences and assess their differential interactions within a local ecosystem. They augment existing empirical research, which has looked most closely at the impact of prior employment on firm financing and survival, to include labor market effects. Results show important differences in firm-level employment outcomes across prior work experiences, with an advantage accruing to founders with prior work experience in local life science firms.
more » « less- NSF-PAR ID:
- 10087833
- Publisher / Repository:
- SAGE Publications
- Date Published:
- Journal Name:
- ILR Review
- Volume:
- 72
- Issue:
- 5
- ISSN:
- 0019-7939
- Page Range / eLocation ID:
- p. 1182-1199
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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Abstract Research summary One of the established findings in the spinout literature is that founders with prior industry experience assemble larger entrepreneurial teams and create better‐performing startups. We examine the role of prior industry experience in the startups' next stage—its hiring of new employees. We tackle two empirical challenges—the mutual aspect of hiring and the effect of unobserved variables on employees' earnings using a two‐sided matching model. Our results reveal that even firms founded by entrepreneurs without industry experience can attract new employees with such experience if the founders start with a large entrepreneurial team. Further, startups provide new hires with an earnings premium for their industry experience. Our approach illustrates the benefits of matching models over traditional regressions.
Managerial summary Growing startups face the question of who to hire and how much to compensate the new hires. Simultaneously, prospective new hires ask which startup to join and how much their salary will be. We explore these questions using a novel method that tackles the mutual selection process. In the context of five technological manufacturing industries, we find that having industry experience within founding teams may not be necessary to attract new hires with high quality if the startup can signal its own quality through other means such as having a larger founding team. Our results indicate that startups prefer employees with industry experience for which startups offer a wage premium. Thus, employees seeking startup employment benefit from gaining industry experience prior to joining a startup.
A video abstract is available at
https://youtu.be/w00YzYi5VqA . -
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