The Best Machine Learning Startups To Work For In 2020 Based On Glassdoor

  • Duolingo, HOVER, Ironclad, Orbital Insight,, Dataiku, DeepMap, Cobalt, Aktana,, Noodle Analytics, Inc. (, Signal AI, Augury, SparkCognition, and KONUX are the most likely to be recommended by their employees to friends looking for a machine learning startup to work for in 2020.
  • 96% of the employees of the 15 highest rated machine learning startups would recommend their company to a friend looking for a new job, and 98% approve of their CEOs.
  • Across all machine learning startups with Glassdoor ratings, 74% of employees would recommend the startup they work for to a friend, and 81% approve of their CEO.
  • There are over 230 cities globally who have one or more machine learning startups in operation today with Crunchbase finding 144 in San Francisco, 60 in London, 69 in New York, 82 in Tel Aviv, 22 in Toronto, 20 in Paris, 18 in Seattle and the remainder distributed over 223 global locations.

These and many other insights are from a Crunchbase Pro analysis completed today using Glassdoor data to rank the best machine learning startups to work for in 2020. Demand reminds high for technical professionals with machine learning expertise.  According to Indeed, Machine Learning Engineer job openings grew 344% between 2015 to 2018 and have an average base salary of $146,085 according their  Best Jobs In The U.S. Study. You can read the study shows that technical professionals with machine learning expertise are in an excellent position to bargain for the average base salary of at least $146,085 or more.



In response to readers’ most common requests of which machine learning startups are the best to work for, a Crunchbase Pro query was created to find all machine learning startups who had received Seed, Early Stage Venture, or Late Stage Venture financing. The 2,682 machine learning startups Crunchbase is tracking were indexed by Total Funding Amount by startup to create a baseline.

Next, Glassdoor scores of the (%) of employees who would recommend this company to a friend and (%) of employees who approve of the CEO were used to find the best startups to work for. 79 of the 150 machine learning startups have 15 or more Glassdoor reviews and are included in the analysis. 41 have less than 15 reviews and 30 have no reviews. The table below is a result of the analysis, and you can find the original Microsoft Excel data set here.

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I am currently serving as Principal, IQMS, part of Dassault Systèmes. Previous positions include product management at Ingram Cloud, product marketing at iBASEt, Plex Systems, senior analyst at AMR Research (now Gartner), marketing and business development at Cincom Systems, Ingram Micro, a SaaS start-up and at hardware companies. I am also a member of the Enterprise Irregulars. My background includes marketing, product management, sales and industry analyst roles in the enterprise software and IT industries. My academic background includes an MBA from Pepperdine University and completion of the Strategic Marketing Management and Digital Marketing Programs at the Stanford University Graduate School of Business. I teach MBA courses in international business, global competitive strategies, international market research, and capstone courses in strategic planning and market research. I’ve taught at California State University, Fullerton: University of California, Irvine; Marymount University, and Webster University. You can reach me on Twitter at @LouisColumbus.

Source: The Best Machine Learning Startups To Work For In 2020 Based On Glassdoor

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Should you cash in on the AI hype train? Should you build a more sustainable software business? I’ll share my thoughts on whether or not you should start your own startup or not. Books I mention in the video: Unscripted: The Millionaire Fastlane: The fastlane forum:… Also, some great blog posts on bootstrapping your SaaS Courses:…… Website: Github: Twitter:



How to Create a Winning Startup Culture

Some time back, in my infographic on 51 Business Mistakes that most Entrepreneurs Make, I had outlined that one of the biggest mistakes is that you do not give any thought as to what you consider would be a great startup culture. And, without good policies or HR to keep things in check, the startup begins to develop a toxic business culture.

You will find this problem in businesses in Japan a lot. The Japanese culture is that people should work harder and if any employee goes home early, or finishes his work faster than the other, they usually get snitched on to their bosses by their co-workers. Since, you are growing a startup, you may want to avoid all these hullabaloo as time is limited and money is precious. Your workforce is your primary foundation and you want to build it strong as everything else you do is going to be supported by your employees.

Therefore, here is what you do to streamline the company’s functions and develop a strong and great company culture:

Step #1. What are the values that you hold dear and want to be reflected by your startup?

Yeah, you are the boss, you are the man of the show. Since you run the startup, you need it to reflect the type of entrepreneur you are and the entrepreneurial qualities you have as best as possible. That way, you can run it better!

So, ask yourself, what quality do you want for your startup to be its brand identity? It can be anything. For example – if you think hustle is the best quality of a startup (although, I disagree), it can be – “being the hardest worker in the room”, or if you want your employees to have a quality personal life, it can be something else.

Now, when you have landed on some values which you hold dear, make sure everybody in your business knows it – the employees, your partners, the directors and even the janitors!

Step #2. Make Sure Employees (Both Present and Future) Reflect those Ideals

If all you look at when hiring employees is whether they have the requisite skills or not, then you could be doing a grave mistake. Studies have proven that employees who are not a cultural fit with your business shall not work their best.

Heck, they can even become toxic in nature and do more harm to your company culture than good. Suppose you have an open-door policy wherein any employee can talk to you directly; however a mid-level executive doesn’t want that and shouts at and harasses his juniors for going to you without passing through him first – what do you think is going to happen?

Your startup culture will be in-operational for just one worker and can hinder performance among all your employees. That’s why mistake #1 in my post on business mistakes showed that you need a good HR even if your business is new. An HR has relevant skills and expertise in hiring the best workers so that can be a breather for you and help your business focus on, where it is truly necessary.

Step #3. Make Sure Everyone’s Voice is Heard

In order to truly know whether every employee is resonating according to your business ideals, you have to make sure that the voice of employees at even the lowest level is heard. That way, you can be sure the startup culture has truly sunk in.

In order to create a culture that actually motivates the employees, you also have to make sure that they understand that their voice matters and that if they have any grievances to tell or advices to offer, it has a good chance to be acted upon.

Also, this step that is to make everybody’s voice heard should not be made only in a vertical direction that is only from down to the top; rather it should be made laterally. Colleagues should know what their teammates think and feel.

That way, it can promote good communication and the workplace is going to remain energized. You need to also support lateral feedback even if means you have to go above and out of what you should be doing.

Step #4. Give Feedback

Now, the above step will be quite redundant without this process in place. Your employees will stop saying what they feel if they believe that what they say will not be acted upon. Therefore, you have to be proactive in giving feedback to employees. Show them that their work counts and learn to motivate them. Hold interactive sessions, talk one-on-one with employees who have addressed their grievances to you and also share your thoughts on any input they have given.

That way, you actually know whether your company culture is striving or whether the employees have just put up a facade to please you. Now, an even more important point – there will always be some employees who go against the company culture or even rebel against them.

There are three ways to handle them which you must note and be careful of:

  1. Firstly, by providing gentle feedback about how you want things to be and remain in your business. This works against employees who unknowingly have strayed from the path and need just a gentle pat to return back on track. For example, if you have a company  culture on wearing formal attire and being extremely disciplined but you see a guy who is trying to break free, because he feels the clothes are very restrictive, you can guide him to a middle path.
  2. Secondly, by actively supporting him in his endeavour. You know, some people are really creative and can’t be bounded. While, it can do a lot of damage to your company culture, if you feel that the guy has got a lot to offer, you can let him be a wild horse. This usually applies to some very creative overachievers. These guys are usually rebels and if they don’t actually harm the way other employees do their work, it is best to keep them and encourage their habits! Seems rather odd, right!?
  3. Lastly, by firing him. Some people just poison the company culture. Toxic employees who are constantly fighting their peers or are late in finishing their work almost always need to be eradicated or else you risk the chance of demotivating your other employees.

While, it looks rather simple, it is the simple things that have the most effectiveness. Executing these principles at your startup can be the separating factor from just a startup and a startup with a workforce who are optimized to win!


Source: How to Create a Winning Startup Culture


5 Best Practices for Startups With Virtual Teams


Running a remote startup has huge cost advantages over traditional, brick-and-mortar companies, but it also comes with a few downsides. For one, it can be challenging to get virtual teams on the same page if you are miles or continents away from each other. Without face-to-face interactions, you’ll have to contend with issues regarding collaboration, communication and the individual productivity of members. The good news is, there’s no shortage of strategies and tools out there that can help you overcome the distance barrier when it comes to working with a virtual team.

Below are some of the top practices you need to follow as a remote startup:

Hold regular virtual meetings

Just because you’re exempt from the nuisance of seemingly non-stop meetings in-office doesn’t mean you should abandon them entirely. It’s easy enough to use virtual meetings to level up your remote team’s collaboration.

Virtual meetings will enable you to concoct solutions to problems quickly, maintain rapport, ensure everyone’s aligned on all fronts, make important business decisions, and develop more concrete goals as a team. For startups, it’s also a great way to provide motivation as you kick off your very first project.

A webinar platform like ClickMeeting eliminates most of the technical hurdles involved with regular virtual meetings. You can manage users, prepare your content, issue invites and even customize the look of your webinar room, all through the simplified setup page.


ClickMeeting is also equipped with a number of interaction tools, such as screen share, polls and live chat. These are helpful for accelerating the knowledge sharing process as well as maintaining the engagement of webinar or meeting attendees.

Related: 8 Ways to Inspire a Virtual, Outsourced Team

Use powerful communication tools

Many startups settle for email as the primary means of communication.

Sure, it does the job of sharing feedback and important work details. But when it comes to keeping a remote team engaged, emails do little to nothing.

Let’s face it; an email inbox isn’t really the best place to discuss work-related matters. Not only are there social media notifications and newsletters to distract you, but emails also make it difficult to track the progress of ongoing tasks.

A better solution is to use a communication tool like Slack, which creates a virtual “workspace” where team members can discuss specific topics. It works by letting users create channels for pretty much everything — from ongoing campaigns to random conversations.


By organizing conversations into channels, you instill purpose whenever team members communicate online. Slack also makes these sessions beget more actionable results with the help of third-party integrations, like cloud storage services, project management apps and automation platforms.

Organize your tasks visually

Effective communication is only a piece of the collaboration puzzle for remote startups.

Remember, discussing and monitoring are two very different things. Once you have finalized the tasks to be done, you need to organize and track them in a way that’s accessible to everyone involved.

A collaboration tool like Trello is the simplest you can get when it comes to visual task management. Put simply, it lets you organize individual tasks into “cards,” which are then sorted into lists.


Trello also allows you to assign cards to team members, set deadlines and apply labels. Everything can be done via the intuitive, drag-and-drop interface.


It’s also worth noting that most of Trello’s core features are already made available for free.

If you want, you can go for a more comprehensive project management platform like Basecamp, which incorporates advanced community and communication tools. But since you already have Slack for that, a premium platform is only worth the price if you plan to consolidate everything in one place.

Streamline file-sharing with cloud storage

At this point, you now have a few tools you can use to share and work on files with your remote team.

Trello, ClickMeeting, Slack — all of these tools allow you to upload files as attachments. However, none of them is capable of synchronizing changes in real-time.

As a result, it can sometimes be hard to get a hold of the latest version of a certain file.

Cloud services such as Google Drive solve this problem by enabling users to seamlessly work on files without having to download and re-upload them. It goes hand in hand with the rest of their “G Suite” apps, like Docs, Sheets and Calendar.


Docs and Sheets, in particular, allow users to edit a document simultaneously — given they have adequate access privileges. They also have a “Version history” tracker that lets users easily restore previous versions of a document.


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Plan casual hangouts

If you’re considering working together for the long-term, the least you could do is to really get to know your team on a more personal level.

Doing so will help you get a deeper understanding of their strengths, work habits, preferences and so on. This also builds accountability between members, which in turn, leads to a more nurturing and productive company culture.

While there’s no specific way to do this, below are some ideas you should consider:

  • Book a co-working space
    If your remote startup’s members are within driving distance from each other, book a co-working space where employees can be productive together.
  • Attend events together
    To make your meetup as meaningful as possible, try looking for events you can attend and plan a group activity afterward. There are bound to be seminars, speaking engagements, and other events relevant to your niche — some of which can be found on social networking sites like Facebook or LinkedIn.
  • Use Google Hangouts
    You know that distance doesn’t have to be a hindrance to relationship-building. As such, don’t hesitate to initiate impromptu conversations on Google Hangouts or any other similar platform.
  • Plan a company retreat
    It may seem like a long shot for brand new startups, but a company retreat is more than possible if the time is right. Buffer, for example, shared a number of valuable tips on how they successfully held a weekend getaway with over 90 remote team members.

What’s next?

There’s no doubt that running a startup with a remote team can be quite overwhelming. However, with the right tools, strategies and attitude, you’ll be able to increase your chances of succeeding despite all the roadblocks that you need to address.

Contributor at StartupNation
Jordan Kasteler is a freelance marketing consultant and entrepreneur, passionately innovating the status quo. He has a history of entrepreneurship co-founding and serving positions in such companies as BlueGlass Interactive, an Internet marketing agency, and SteelCast, a tech incubator housing several other self-started companies. His work experience includes in-house SEO at, marketing strategy at PETA and agency-level SEO. Jordan is also an international conference speaker, blogger and book author of “A to Z: Social Media Marketing.”


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