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作為招聘初級(jí)職位的風(fēng)險(xiǎn)投資人,，我認(rèn)為,，為別人免費(fèi)工作不一定會(huì)傷害自己，但也確實(shí)無(wú)法讓你脫穎而出,，原因如下：

不是一種彰顯獨(dú)特性的推銷(xiāo)方式：事實(shí)上,，主動(dòng)提供免費(fèi)工作是一種常規(guī)的做法，因?yàn)橹鲃?dòng)提供幫助的障礙較小,。許多人能夠,，而且確實(shí)主動(dòng)提出免費(fèi)工作，因?yàn)檫@樣做不需要你具備任何經(jīng)驗(yàn)或其他什么價(jià)值,。

負(fù)面信號(hào)：你在發(fā)出一種負(fù)面的信號(hào),，即你不是特別重視自身的專(zhuān)業(yè)知識(shí)、經(jīng)驗(yàn)或網(wǎng)絡(luò),，因?yàn)槟阒皇潜硎咀约涸敢庠谳^為不利的條件下工作（而且不提及與風(fēng)投工作更為相關(guān)的才能）,。對(duì)于大多數(shù)資歷較深風(fēng)險(xiǎn)投資人來(lái)說(shuō)，一位分析人員的薪水并不是大數(shù)字,，他們可能更擔(dān)心聘用錯(cuò)誤人選有可能帶來(lái)的生產(chǎn)力及培訓(xùn)時(shí)間損失,。頭銜也是如此：頭銜很廉價(jià)，可以隨便授予,，硅谷龐大的非一般“合伙人”隊(duì)伍便可以證明這一點(diǎn),。有鑒于此，表示自己愿意接受任何職位并不會(huì)給他們帶來(lái)太多幫助,。

初級(jí)風(fēng)險(xiǎn)投資人必須找到創(chuàng)造價(jià)值的方法,，而非僅僅接受指引：風(fēng)險(xiǎn)投資人進(jìn)入這個(gè)行業(yè)，不是來(lái)管理員工的，而一般合伙人通常忙于履行其董事職責(zé),，分析交易業(yè)務(wù)前景,，他們不會(huì)投入過(guò)多時(shí)間向初級(jí)專(zhuān)業(yè)人員詳盡介紹不同的工作流程。當(dāng)你說(shuō)愿意免費(fèi)工作,，卻不介紹你能夠采取何種創(chuàng)新方式來(lái)幫助公司賺取更多的真金白銀時(shí),，那就會(huì)給他們（至少對(duì)筆者來(lái)說(shuō)如此）造成一種印象：你需要通過(guò)這份工作的培訓(xùn)來(lái)獲得經(jīng)驗(yàn)。設(shè)計(jì)任務(wù),，清晰地傳達(dá)任務(wù),，并提供后續(xù)反饋，需要花費(fèi)時(shí)間,。如果他們認(rèn)為在你為公司帶來(lái)成效之前,，公司需要預(yù)先投入大量的培訓(xùn)時(shí)間，他們會(huì)對(duì)錄用你持警惕態(tài)度,。我面試過(guò)的一些優(yōu)秀員工首次參加會(huì)議時(shí),，會(huì)就如何讓公司做得更好提出許多可行的觀點(diǎn)和方案，其主題可能涉及交易機(jī)會(huì),、營(yíng)銷(xiāo)方式,、投資組合管理或報(bào)告等多方面。他們給人留下的印象是,，第一天上班時(shí),，他們會(huì)在自我指導(dǎo)和內(nèi)部激勵(lì)因素的驅(qū)動(dòng)下，自行推動(dòng)項(xiàng)目的發(fā)展,，而不需要我提供過(guò)多的建議,，這是很有吸引力的。

當(dāng)然,，有些公司從實(shí)習(xí)生中招聘員工,，特別是MBA暑期實(shí)習(xí)生。如果你能夠進(jìn)入這個(gè)招聘流程,，那么這是一條可靠且穩(wěn)妥的入行路徑,。但是，即使在這種情況下,，你也不會(huì)因?yàn)樘岢雒赓M(fèi)工作而獲得全職工作機(jī)會(huì),。

筆者將介紹幾種讓你脫穎而出的建議，特別適合來(lái)自非傳統(tǒng)背景的人員（例如,，你原來(lái)不是一位小有成就的創(chuàng)始人,、產(chǎn)品經(jīng)理或投資銀行家）。有人會(huì)建議你先在初創(chuàng)公司獲得工作經(jīng)驗(yàn),，這種建議不錯(cuò),。但是,，由于也存在通過(guò)自身努力直接成為風(fēng)險(xiǎn)投資人的可能性，筆者將重點(diǎn)回答你的問(wèn)題,，同時(shí)假設(shè)今天的重點(diǎn)是成為風(fēng)險(xiǎn)投資人：

1. 使用特定領(lǐng)域的研究平臺(tái)展示市場(chǎng)知識(shí)

因?yàn)槟悴痪邆鋫鹘y(tǒng)的投資背景，你需要證明,，你有能力獨(dú)立學(xué)習(xí)足夠的知識(shí),，以便確定有興趣的初創(chuàng)公司，形成論點(diǎn),，并針對(duì)特定投資開(kāi)展有說(shuō)服力的辯論,。我建議制作簡(jiǎn)單的演示文稿（或詳細(xì)的電子郵件），分類(lèi)簡(jiǎn)要介紹醫(yī)療保健行業(yè)的投資建議（能夠以醫(yī)療器械,、EMR軟件,、醫(yī)院管理軟件即服務(wù)、健身追蹤器和健康保險(xiǎn)的購(gòu)買(mǎi)為例）,。涉及的話題包括市場(chǎng)規(guī)模,、競(jìng)爭(zhēng)形勢(shì)、哪些初創(chuàng)公司獲得了風(fēng)險(xiǎn)投資,、由誰(shuí)進(jìn)行了投資,、商業(yè)模式及其他任何不易獲得的有用信息。

當(dāng)我要求一位被面試者調(diào)查一家公司時(shí),，他給這家公司的20位客戶(hù)打電話,，要求與副總裁級(jí)別的產(chǎn)品最終買(mǎi)家溝通，以便獲得直接反饋和合同規(guī)模的預(yù)估值,。他非常勇敢,，當(dāng)然我很喜歡這一點(diǎn)；除此之外,，我希望他在既定時(shí)間內(nèi)完成調(diào)查,。一旦你制定了簡(jiǎn)要的演示文稿，你可以把它發(fā)送給任何風(fēng)險(xiǎn)投資人,，使之成為未經(jīng)邀請(qǐng)的郵件或后續(xù)溝通的一部分,，以表明你能夠立即提供哪種研究和觀點(diǎn)。這樣做可以展示你掌握的知識(shí)和你的主動(dòng)性,，你的文件也很容易被其他合伙人看到,。這會(huì)幫助你在公司中獲得“傳播式影響力”。

2. 今天就開(kāi)始尋找機(jī)會(huì)

你不需要為了獲得工作機(jī)會(huì)而“嘗試著幫助尋找”交易,，因?yàn)閷ふ覂H僅意味著通過(guò)有辨識(shí)力的篩選,，引入可能的投資。現(xiàn)在,，你可以通過(guò)會(huì)面,、會(huì)議或大學(xué)網(wǎng)絡(luò)，了解一些有趣的醫(yī)療保健初創(chuàng)公司，主動(dòng)把它們介紹給你正在溝通的風(fēng)險(xiǎn)投資人,。除非你沒(méi)有進(jìn)行篩選,，否則所有風(fēng)險(xiǎn)投資人都會(huì)喜歡這種做法。此外,，你可以在隨后的數(shù)月中,，不斷地向他們介紹有吸引力的機(jī)會(huì)，為他們占領(lǐng)制高點(diǎn),，特別是當(dāng)你能夠以有說(shuō)服力的方式證明這些公司值得考慮時(shí),。即使這家公司沒(méi)有立即聘用你，當(dāng)他們開(kāi)始招聘時(shí),，你將成為他們熟悉的候選人,。

3. 今天就風(fēng)投公司的投資組合創(chuàng)造價(jià)值

與第二點(diǎn)相同，你可以制定戰(zhàn)略,，為那些獲得風(fēng)投支持,，并且具備招聘、營(yíng)銷(xiāo)和業(yè)務(wù)開(kāi)發(fā)機(jī)會(huì)的公司提供幫助,。作為一位年輕人,，你的老同學(xué)現(xiàn)在可能是軟件工程師、設(shè)計(jì)師,、營(yíng)銷(xiāo)人員或銷(xiāo)售人員,。可以重新聯(lián)系他們,；如果他們有興趣,，主動(dòng)把他們介紹給風(fēng)險(xiǎn)投資人投資組合中的初創(chuàng)公司，使他們成為潛在的求職者,。招聘是風(fēng)險(xiǎn)投資人應(yīng)該提供的主要附加價(jià)值,，但是找時(shí)間為公司尋找和審查求職者困難重重。有人幫助我們兌現(xiàn)承諾,，先于我們的投資組合公司做好判斷,，這是一件大事。

此外,，你可以建立第一點(diǎn)中提到的簡(jiǎn)要平臺(tái),，以便比較投資組合公司的競(jìng)爭(zhēng)對(duì)手，為某個(gè)特定的投資組合公司提出有關(guān)產(chǎn)品特征或增長(zhǎng)戰(zhàn)略的建議,。即使你的建議未能得以實(shí)施,，風(fēng)險(xiǎn)投資人可能會(huì)重視你提出的一些有意義的觀點(diǎn)。在最佳情況下,，他們會(huì)把你的建議轉(zhuǎn)交投資組合公司,，并對(duì)你使他們能從小事上幫助該公司解決困難表示感謝,。

4. 今天就培養(yǎng)自身欠缺的技能

你提到你沒(méi)有任何實(shí)際金融經(jīng)驗(yàn)。說(shuō)實(shí)話,，在投資銀行或私募股權(quán)層面,，特別是初期階段，風(fēng)險(xiǎn)投資人幾乎不需要專(zhuān)家級(jí)別的金融模式,。你可以從教材,、Vault等求職寶典、在線企業(yè)融資培訓(xùn)課程,、甚至公共金融模型模板中學(xué)到很多東西。就拿風(fēng)投金融領(lǐng)域的知識(shí)來(lái)說(shuō),，如果你能夠輕松談?wù)摶臼杖氤藬?shù)估值法和條款清單中的主要條目,，你已經(jīng)把很多初級(jí)求職者遠(yuǎn)遠(yuǎn)甩在身后了。（財(cái)富中文網(wǎng)）

回答者：紀(jì)源資本（GGV Capital）風(fēng)險(xiǎn)投資人克里斯特爾·黃,，來(lái)自Quora,。

翻譯：?jiǎn)虡?shù)靜/汪皓

審校：任文科

Speaking as a VC who interviews for our own entry-level roles, I don’t think your current pitch will necessarily hurt you, but it won’t really help you stand out either for these reasons:

Not a unique pitch: It’s actually the opposite of nonconventional to offer to work for free because the bar for making this offer is low. Many people can and do offer to work hard for free because you don’t need experience or any other value to be able to offer this.

Adverse signaling: You’re sending the negative signal that you don’t particularly value your own expertise, experience or network since you’re only pitching your willingness to work under relatively unfavorable terms (and are not mentioning other qualities that would be far more pertinent to a VC job). For most VCs that are not on their first fund, an analyst salary is not a huge amount of money, and they are likely much more concerned about the potential lost productivity/invested training hours from hiring the wrong person as opposed to paying the right person. It’s the same idea for title: A title is cheap and easy to give out, as evidenced by the large number of non-GP “partners” in the Valley, so saying you’re willing to take any title doesn’t do them a particularly big favor.

Junior VCs must find ways to create value, not just take direction: VCs don’t enter the industry to manage employees, and the GPs are usually too busy with their board memberships and deal pipelines to spend much time actually specifying discrete workflows for their junior professionals. When you say that you’re willing to work for free, but don’t describe any creative, differentiated ways in which you can actually help the firm make more money, you’re really creating the impression (at least for me) that it would require work to manage and train you. It takes time to devise tasks, communicate them clearly and then provide feedback afterward, and if they believe that you will require a large upfront time investment before you start becoming productive, then they’ll be wary of hiring you. Some of the best people I’ve interviewed have shown up at our initial meeting equipped with actionable ideas and plans for how the firm can do better, whether that’s on the deal sourcing, marketing, portfolio management or reporting fronts. These people give off the impression that on day one they would have the self-direction and internal motivation to drive their own projects through without needing much input from me, and that’s an attractive proposition.

Some firms do hire from their intern pool, especially if you’re an MBA summer associate, so if you can get into those recruiting processes, it’s a solid and well-traveled path into the industry. However, even in those cases, you won’t win the full-time job offer on the basis of the pitch you’re making in your question.

Below, I’ve written out some ideas for standing out, especially if you come from a non-traditional background (i.e. you were not previously a semi-successful founder, product manager or investment banker). Some people would advise you to earn work experience at a startup first, which is fine advice, but since it’s also possible to go straight to a VC with some effort on your part, I’m going to focus on answering your question, which I assume focuses on getting into VC today:

1. Demonstrate market knowledge with research decks around specific focus areas

Since you do not have a traditional background for investing, you’ll need to demonstrate that you can learn enough on your own to identify interesting startups, develop a thesis and argue convincingly for certain investments. I would recommend putting together some simple presentations (or detailed emails) that outline investment recommendations in a few categories within healthcare (examples could be medical devices, EMR software, hospital administration SaaS, fitness trackers and health insurance shopping). Topics to cover include market size, competitive landscape, what startups have been VC-invested and by whom, business model and any other useful data that are not easily obtainable.

One of my prior interviewees, when I asked him to look into a company for me, actually called 20 of their customers and asked to speak to the VP-level end buyer of the product to get direct feedback as well as estimates of contract sizes. That was pretty gutsy — outside of what I would have expected him to do on that timeframe — and of course I loved it. Once you have these mini-presentations, you can send them to any VC as a part of a cold email or follow-up conversation to convey what type of research and insight you’ll be able to deliver immediately. This demonstrates both knowledge and pro-activeness, and the document will be super easy to forward onto other partners, which helps you gain “virality” in an organization.

2. Start sourcing today

You don’t need to get a job offer to get “a shot at helping source” deals, since sourcing just means bringing in possible investments with a discerning filter. You can get to know a few interesting healthcare startups now via meet-ups, conferences or your college network, and offer to introduce them to VCs you’re talking to. No VC will be annoyed by this unless you’re not filtering the companies at all, and you can stay top of mind for them over the course of several months by consistently pinging them with attractive opportunities, especially if you are able to make a persuasive argument for why those companies are worth a look. Even if the firm is not hiring immediately, you’ll be a familiar name to them if they start looking.

3. Benefit their portfolio today

In a similar vein to point number 2, you can start thinking up strategies for helping the VC’s portfolio companies, potentially with hiring, marketing and business development opportunities. As a young person, you probably have a network of ex-classmates, at least some of whom are now software engineers, designers, marketers or salespeople. Reconnect with these people and if they are interested, offer to introduce them to startups in the VC’s portfolio as possible hires. Hiring is a key value-add that VCs are expected to deliver, and yet it’s very challenging to find the time to actually source and vet candidates for our companies. Having someone help us fulfill that promise and look good in front of our portfolio companies is a big deal.

You can also generate the mini-decks mentioned in part 1 to compare portfolio company competitors, recommend product features or suggest growth strategies for a given portfolio company. Even if none of your recommendations gets implemented, the VC will likely appreciate that you surfaced some interesting ideas. Best case scenario, they’ll send along the suggestions to the portfolio company and feel grateful to you that they were able to help that company out in some small way.

4. Build the skills you’re lacking today

You mention that you don’t have any real finance experience. To be honest, VC rarely requires hardcore financial modeling at the level of investment banking or private equity, especially at the early stages. There is a lot you can learn from textbooks, career guides such as Vault, online corporate finance training classes and even public financial modeling templates. If you can speak comfortably about basic revenue multiples-based valuation and key items that appear in a term sheet, you’ll already be ahead vs. many entry-level applicants in showing an understanding of VC finance.

Answer by Crystal Huang, VC at GGV Capital, on Quora.