Name: 他在20多歲時就建立了歐洲最有價值的創業公司之一 | CNBC Make It (He built one of Europe’s most valuable start-ups in his 20s | CNBC Make It)
Uploaded: 2021-11-23T18:20:33.000Z
Duration: 6 min 5 s

Hanno Renner has never been one for a typical 9-5 job as a student didn't have money to afford renting sailboats, stuff like that.

漢諾-雷納從來不是一個典型的朝九晚五的工作，作為一個學生，他沒有錢去租帆船之類的東西。

So I'm trying to find a way how we can get out of the water and had the opportunity to become a skipper and try to drive around sailboats all around the world, get paid for it.

所以我試圖找到一種方法，我們可以走出水面，有機會成為一名船長，嘗試在世界各地駕駛帆船，獲得報酬。

程度副詞

So perhaps it's unsurprising that entrepreneurship, not a fancy corporate job was Rennes calling some of these things are indeed transferable in the same way how you might involve your crew in figuring out what you do today and how I go about education.

是以，也許這並不奇怪，創業，而不是一個花哨的公司工作是雷恩調用其中的一些東西確實是可以轉移的，以同樣的方式，你可能會讓你的船員參與弄清楚你今天做什麼，我如何去教育。

You still also want to bring your team on board inside the company.

你還是要在公司內部把你的團隊帶入。

But the industry that rendering is co founders are trying revolutionized sits at the center of all business human resources or HR for sure.

但是，渲染是共同創始人正在嘗試革新的行業位於所有商業人力資源或人力資源的中心，這是肯定的。

And clearly they're onto something Perso Neo.

很明顯，他們發現了一些東西，Perso Neo。

Their HR software startup is already valued at more than $6 billion, making it one of Europe's most valuable startups.

他們的人力資源軟件創業公司的估值已經超過60億美元，成為歐洲最有價值的創業公司之一。

Hanno Renner fan episodio in 2015 with three friends.

漢諾-雷納在2015年與三個朋友一起進行了粉絲集結。

The four met while studying at the Center for Digital Technology and Management, a joint institution from two of the main universities in Munich Germany.

這四個人是在數字技術和管理中心學習時認識的，該中心是德國慕尼黑兩所主要大學的聯合機構。

The idea for piso Neo came from the experience of one of Rhonda's friends who wanted a software solution for organizing payroll and recruitment processes while working as a chief technology officer at another company.

比索尼奧的想法來自於朗達的一個朋友的經歷，他在另一家公司擔任首席技術官時，想要一個軟件解決方案來組織工資和招聘流程。

Where did the idea of a person eO come from HR in small, mid sized organization is oftentimes managed based on multiples of spreadsheets.

一個人的eO的想法是從哪裡來的呢？在小型和中型組織中，人力資源部門的管理往往是基於數倍的電子表格。

And we'll usually spreadsheets can be an effective way of managing people and data.

而我們通常會將電子表格作為管理人員和數據的一種有效方式。

It's different with HR data because there's so many people inside the organization that needs to access these shortcomings were particularly apparent that small and medium sized companies, most existing human resource information systems were created with larger corporations in mind.

人力資源數據則不同，因為組織內部有很多人需要訪問這些缺點，中小型公司尤其明顯，大多數現有的人力資源信息系統都是以大型企業為中心創建的。

And we are too complicated or too expensive for these small businesses.

而我們對這些小企業來說太複雜或太昂貴。

We are focused exclusively on the space of 10 to 2000 employees.

我們完全專注於10至2000名員工的空間。

So that's a big differentiator with the vision clear they got to work but it wasn't easy for the 1st 12 months per.

是以，這是一個很大的區別，他們的視野很清晰，但在最初的12個月裡，這並不容易。

So Neo was founded out of the founders pockets.

是以，尼奧是在創始人的口袋裡建立起來的。

What was the first year like are there any fun stories you have talking about funding it on our own pocket.

第一年是什麼樣子的，你有什麼有趣的故事，談論我們自己的資金。

Sounds like we had money, which we didn't.

聽起來好像我們有錢，其實我們沒有。

So we were students, we started working at the university just in random room sitting together.

所以我們是學生，我們開始在大學工作，只是在隨機的房間裡坐在一起。

One story that came about just before our first round of funding, when you raise a round of money, you're kind of certifying that you've paid all your invited.

就在我們第一輪融資之前，有一個故事，當你籌集一輪資金時，你有點證明你已經支付了所有的邀請。

所以我們不得不支付一切費用。

It was literally, I still have a screenshot from the bank account.

這是真的，我仍然有一張銀行賬戶的截圖。

We had a couple of €100 left in the bank account in July 2016.

2016年7月，我們的銀行賬戶上還剩下幾張100歐元。

他們籌集了210萬歐元的Facebook。

Since then, persona has raised more than $500 million through several rounds of funding from investors, including North Zone, which has also invested in Spotify and cloner.

從那時起，persona通過幾輪融資從投資者那裡籌集了5億多美元，其中包括North Zone，該公司還投資了Spotify和cloner。

Its most recent round saw Persona raised $270 million valuing the company at $6.3 billion.

其最近的一輪融資中，Persona籌集了2.7億美元，對公司的估值為63億美元。

The funding is set to be used for a new category of software called people workflow automation.

這筆資金將用於一個新的軟件類別，稱為人員工作流程自動化。

The aim here is to help HR remove barriers between company departments using PISO Neo software so I can go in my dashboard and I can just request maybe an absence and automatically it will end up here the same way.

這裡的目的是幫助人力資源部門使用PISO Neo軟件消除公司各部門之間的障礙，這樣我就可以在我的儀表板上，我可以直接申請缺勤，並自動以同樣的方式在這裡結束。

Also I can do it from slack focus on people and HR has definitely improved and gotten a lot bigger.

此外，我還可以從懈怠中關注人，而人力資源部門也絕對有了很大的改善，變得更大了。

So people have understood that with the pandemic has increased importance of that function but also accelerated the need for people work for automation because with so many different tools being implemented with slack Microsoft teams and others, you want these tools to be talking to each other and you want them to work together to avoid delays while the company isn't profitable yet.

是以，人們已經明白，隨著大流行病的發生，該功能的重要性增加了，但也加速了人們對自動化工作的需求，因為有這麼多不同的工具正在實施，有slack微軟團隊和其他工具，你希望這些工具能夠相互交談，你希望他們能夠一起工作，以避免在公司還沒有盈利的時候出現延誤。

So Neo says turnover doubled last year and then doubled once again this year, the software business has grown from 350 employees in 2020 to over 1000 in 2021.

所以尼奧說，去年營業額翻了一番，今年又翻了一番，軟件業務從2020年的350名員工增長到2021年的1000多人。

It now operates out five offices in Munich Madrid London Dublin and Amsterdam.

它現在在慕尼黑、馬德里、倫敦、都柏林和阿姆斯特丹設有五個辦事處。

It's like growing older yourself, you look in your mirror every day and therefore you don't realize that you get some wrinkles or maybe some gray hairs.

這就像你自己變老了，你每天都照鏡子，是以你沒有意識到你有一些皺紋，也許還有一些白髮。

And it's the same with the business zoomed out.

There's a lot has changed over the past five years, of course, being day today into the business.

在過去的五年裡有很多變化，當然，今天是進入這個行業的日子。

It's not that we come from three people, 2060 people in a few days, but it was essentially with every day, month quarter, there's been development and there's been changed.

這不是說我們從三個人，2060人在幾天內，但它基本上是隨著每一天，每一個月的季度，有發展，有改變。

這的確是一個令人印象深刻的故事。

Can that growth continue the kind of expectations employees have nowadays off their software have really moved forward, whether it's from benefits management, whether it's sort of software supporting remote work, whether it's software that allows you to manage your career better.

這種增長能否繼續下去，如今員工對他們的軟件的那種期望已經真正向前發展，無論是從福利管理，無論是那種支持遠程工作的軟件，無論是讓你更好地管理你的職業生涯的軟件。

I think there's all kinds of areas of uh of HR software opening up and and and really doing justice to the fact that the biggest assets companies have, are there people but with tech giants like Salesforce and S.

我認為，人力資源軟件有各種各樣的領域，而且真正做到了公司最大的資產是人，但有Salesforce和S.A.這樣的技術巨頭。

P also operating in the space, can startups like persona?

P也在該領域運作，像persona這樣的初創企業能不能？

We saw with perso Neo that they are truly becoming a system of record.

我們從Persono Neo那裡看到，他們正在真正成為一個記錄系統。

And so once you're embedded like that in the day to day, HR life of uh of a company, there's some very natural extensions, right?

是以，一旦你像這樣嵌入到一個公司的日常人力資源生活中，就會有一些非常自然的延伸，對嗎？

So the initial extension that they chose was to do payroll as well.

是以，他們最初選擇的擴展也是為了做工資單。

And then recently announced that they want to take this to the next level and do automation.

然後最近宣佈，他們想把這個問題提高到一個新的水準，做自動化。

那麼，在什麼地方可以進行重新安排？

In another six years time, we're still at the very, very early innings.

再過六年，我們仍然處於非常、非常早期的階段。

We're now having 5000 customers in Europe, which represents less than .3% of the market.

我們現在在歐洲有5000個客戶，這佔市場的不到0.3%。

So we can grow plentiful more because all of these companies need to digitize all of these companies should receive the support in managing their people more effectively.

是以，我們可以發展得更充實，因為所有這些公司都需要數字化，所有這些公司都應該在更有效地管理他們的人方面得到支持。

The other part that we really care about our culture here, Pizzonia and the core fundamentals when it comes to our Core values are operating principles.

另一部分，我們真的很關心我們這裡的文化，Pizzonia和核心的基本要素，當它涉及到我們的核心價值是經營原則。

 They should retain the same and those they should be able to scale even as we get to five or 10,000 employees. 

他們應該保留相同的，那些他們應該能夠擴展，甚至當我們達到5或10,000名員工時。

字幕列表影片播放

他在20多歲時就建立了歐洲最有價值的創業公司之一 | CNBC Make It (He built one of Europe’s most valuable start-ups in his 20s | CNBC Make It)

essentially

figure

pandemic

improve