Are you a Super Angel, or a Control Freak?

Emmet McGonagle

Jun 17, 2022

Angel funding is the largest source of capital for innovation-driven startups; however, there are a range of personal factors behind how investors invest their money. Did you enter the market for fun, or simply to learn more about the space? Are you interested in giving back to the community, or is your attention peaked by the potential for big capital gains?


If you’re unsure of your motivations, Valhalla has divided investment factors into six (fictional) characters: the “Super Angel”, for one, prefers to take the whole round; while the “Big Dog” needs to be seen as a mentor to his contemporaries. This hands-on approach can also be seen in the “Control Freak”, who prefers a hands-on approach to the business, while the “Grandparent” couples a caring and supporting approach with periods of downtime as they don’t want to “own” the problems. The gung-ho “Sprinkle and Sprout” developer invests small amounts into many deals, as opposed to the “Yield” investor, who proceeds with caution on their search for economic security.


Funny as they may appear, these business avatars have been informed by professional experience, according to a
report from the American Capital Association (ACA). The report - which assessed the personal and professional history of 1,659 angel investors - found that  55% of participants were previously founders or CEOs of another startup. These investors were proven to make more investments and write larger cheques on average than their less entrepreneurial counterparts. 


The ACA’s report also found that three fifths (60%) of angels with an entrepreneurial background take an advisory role and 52% of them take a board seat (reminiscent of the “big dog” and “control freak”), compared to 38% and 26% of angels without an entrepreneurial background, respectively. 


Do you have a question about angel investing? Get in touch with Valhalla Private Capital via our
contact page.


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More than half of workers believe that disclosing worker compensation details on job postings will lead to better equality in pay, according to the latest iteration of LinkedIn’s Workforce Confidence Index . The index - which is based on a survey of 3,302 members in Canada between June and September 2023 - found that 52% of people asked felt that people sharing their pay information (including salary and bonus) would improve workplace equality, compared to 48% in 2022. This number varies between different generations, with younger Canadians more likely to express support for pay transparency (73%), followed by 69% of Millennials, 46% of Gen X and 44% of Baby Boomers. However, 37% of those surveyed remarked that they felt anxious about sharing their pay information - a 2% rise from the year prior. Likewise, just under half (49%) said they felt well compensated for the work they do while 74% expressed that the pay gap between CEOs and employees had become too wide. The people of LinkedIn have come out in their dozens to give their two cents on the topic, with Adrienne Tom , executive resume writer for executives, saying: “ I'm all for salary transparency, so long as the number is clear and legit. Some postings list salary ranges so wide that the actual salary number isn't entirely clear, leaving job seekers confused.” “If you have a manager who is not advocating for the pay gap, you are working for the wrong manager,” remarked career strategist Sweta Regmi , while noting that women in Ontario earn an average of $0.87 for every dollar earned by men. On the topic, she added: “Salary ranges with job postings can help close the gender pay gap while allowing companies to find qualified candidates more quickly.” Do you have a question about angel investing? Get in touch with Valhalla Private Capital via our contact page .
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