✅ TL;DR If you’re a Canadian citizen, you can legally travel to the U.S. under a B-1 status (business visitor) to attend meetings, pitch, network, or explore partnerships. ❌ But you cannot perform paid work on U.S. soil or deliver services to American clients while physically in the U.S. — without a proper work visa. Do it right from the start. One wrong answer at the border can get you flagged. Full Breakdown 1. What You Can Do Without a Visa As a Canadian citizen: ✅ You don’t need a visa to cross for: Meeting potential clients Attending conferences Pitching your services Market research and business development This is allowed under B-1 visitor status — the same way U.S. consultants visit Toronto for a trade show. 🚫 2. What You Cannot Do Without a Visa ❌ Deliver work or fulfill contracts while physically in the U.S. ❌ Receive payment from a U.S. company for work done while on U.S. soil Example: ✅ You can fly to SF, meet a client, and return to Canada to do the work remotely ❌ You cannot sit in a WeWork in San Francisco and build out deliverables, even if the invoice goes to a Canadian company This is the difference between business development and engaging in labor. 3. What to Do If You Get the Client Once a U.S. client wants to engage: ✅ Deliver the service from Canada (fully remote) — no visa needed ✅ Or explore proper options: TN Visa (if you're eligible under NAFTA/USMCA — e.g., certain professions) O-1 Visa (for individuals with proven, extraordinary ability) E-2 Visa (if you plan to invest and open a U.S. entity long-term) Each has its own threshold and documentation, but there are paths if this becomes a serious revenue stream. 🔍 4. What the Other Answers Missed ✅ Kathleen’s answer was the most accurate — but incomplete ❌ Telling you to set up a Hong Kong shell company is bad advice if you plan to operate above board and build trust in the U.S. market ❌ Most missed that border officers are trained to spot people misusing B-1 status — and one wrong word about “coming to work” can get you sent back or flagged in the system 🧭 Final Word ✅ Go build relationships in SF — just don’t blur the line between pitching and performing ✅ Deliver the work from Canada unless you get the right visa ✅ Think long-term: if the U.S. is your target market, structure it correctly now so you can scale later without risk If this helped clarify things for you, an upvote would be appreciated. It helps others find useful answers too. 🙏

✅ TL;DR You’re not the first person who had to choose legal action over silence — and you won’t be the last. ✅ You can still land your next job without a reference from your ex-employer ✅ Frame your story with honesty and strength, not bitterness ✅ Use clients, colleagues, and your own track record to speak louder than one burned bridge This situation doesn’t define you — how you present it does. 🧠 Full Breakdown ⚖️ 1. You Were Right to Stand Up for Yourself First off — let’s be clear: ✅ Working 6+ months without pay and suing to recover what you're owed is not a “red flag” on you — it's a mark of character. ❌But most employers won’t see that unless you frame it clearly, calmly, and professionally. When asked “Why did you leave your last role?” — own the truth: “The company fell behind on payroll for over 6 months. After multiple attempts to resolve it internally, I had no choice but to pursue legal action. I’m proud of the work I did over those 5 years, and I’m looking forward to building something stronger and more stable going forward.” Say it once. Say it clean. Then shift the focus back to what you bring. 2. You Don’t Need Their Reference — Build Your Own ✅ Client references are often stronger than employer ones in consulting. ✅ LinkedIn recommendations from former clients or colleagues can be your public proof. ✅ Even a reference from a client who can’t “officially” vouch for you but would answer a call as a personal contact? That’s gold. ❌ Don’t include your former employer. ❌ Don’t explain the lawsuit in cover letters or resumes. Let the interview — or the employer’s curiosity — bring it up. 🔍 3. What the Other Answers Missed Most advice focused on: ✅ Staying positive in interviews ✅ Leveraging client relationships ✅ Scripting your explanation in advance ❌ But few mentioned the emotional cost of being unpaid and then disrespected. ❌ None acknowledged that suing someone who owes you money is not a red flag — it’s a stand. ❌And no one reminded you that the best employers won’t be scared off by your strength — they’ll respect it, if you communicate it well. 🧭 Final Word ✅ You’re not damaged goods — you’re experienced, tested, and principled ✅ Tell the truth with composure and confidence ✅ Use what you built (client results, relationships, lessons) to prove your value If you’re trying to figure out how to explain this in interviews, or which parts of your story to lead with — let’s talk. Schedule a call and I’ll help you shape your narrative without apology.

10 years ago, you asked one of the most important questions anyone can ask: What should I invest my time and knowledge into at 18? Here’s my answer — and a question back to you: Did you end up doing what you loved? And if not — do you still carry the same question today? What I Think You Deserved to Hear Then You already had two rare things at 18: ✅ Patience ✅ Persistence What you were missing — and what most answers didn’t help you find — was clarity around what makes you feel alive. So let me say it simply: 👉 Do what you love. 👉 But make sure it can feed you, grow you, and challenge you. Don’t just “join a sales job” unless it’s teaching you something that matters. Don't chase business for the sake of being in business. Chase something that lights a fire — then build the business around that. 🔍 What the Other Answers Missed Most replies gave reasonable advice: ✅ Learn to code ✅ Get a mentor ✅ Try internships ✅ Improve emotional intelligence ✅ Understand money, failure, and success ❌ But very few talked about love or passion. ❌ Most answers skipped the why — they focused on what to do, not who to become. And that's dangerous. Because if you build a business (or a life) without a sense of purpose, you’ll wake up successful — and miserable. 📩 So Here’s What I’d Love to Know: You wrote that post a decade ago. If you’re reading this now: ✅ What did you end up doing? ✅ Do you still wonder what to build your future around? ✅ And most importantly… did you find what you love? 🧭 Final Word If you’re still on that journey, you're not alone. It’s never too late to realign. Schedule a call if you want help finding the through-line between what you’ve lived… and what you’re meant to build next.

I don’t teach theory. Only what I survived. My answer will: 1️⃣ Give you a clear path to finding consulting help for stock lending and custodian-side deals 2️⃣ Break down the key players and what kind of firms or freelancers actually handle this type of request 3️⃣ Highlight what the previous answers glossed over or made too generic — especially around how real decision-making power works when dilution, supermajority clauses, or board control come into play ✅ TL;DR (Too Long; Didn’t Read) Owning 51% gives you control only on paper — until your legal docs or dilution say otherwise. Before you take angel money, lock down: ✅ Voting rights by ownership class ✅ Supermajority clauses for key decisions ✅ Board composition ✅ Roles and responsibilities in writing ❌ Don’t rely on “I have 51%” — you can lose control overnight if it's not protected structurally. 🧠 Full Breakdown 1. The 51% Is Just the Beginning — Not a Guarantee ✅ Real control comes from: Your Operating Agreement or Bylaws Shareholder Agreements Voting rights per share class Control over the Board of Directors ❌ Without these in writing, your 51% can be meaningless the moment you raise money or face internal disputes. ⚖️ 2. What Everyone Misses About Raising Angel Money Once capital comes in, your math — and your control — shifts. ✅ Angel investors often ask for: Board seats or observer rights Preferred shares with veto powers Supermajority clauses that require 66–75% approval for key moves Protective provisions over decisions like issuing new shares, selling the company, or raising more capital ❌ Example of what people miss: You own 51% and raise $300K on a $2M pre-money cap. After dilution, you now hold ~44% — and if your agreements require 66% approval for key actions, you no longer have the power to move without partner and investor alignment. 3. What the Other Answers Glossed Over ❌ Most responses assume 51% = control. In reality: Control often depends on governance structures, not ownership % Dilution + poorly negotiated terms can override majority stakes Investors often request veto rights or board-level influence that trumps equity share ✅ What needs to be in place before funding: Documented roles (CEO, CFO, etc.) and who has decision rights Clear list of decisions requiring mutual consent Voting thresholds and board composition locked down in your agreements Without these, you’re not the boss — you’re a stakeholder hoping for alignment. 🧭 Final Word ✅ 51% ownership can give you control — if you structure it right before raising ✅ Supermajority rules, investor terms, and board control can override your equity stake ✅ Protect yourself in writing, not just in theory You didn’t come this far to hand over your company by accident. If you want the founder’s seat — not just the title — schedule a call.

✅ TL;DR (Too Long; Didn’t Read) You’re not just hiring a salesperson — you’re defining your entire sales culture. Start with: Base + commission (not commission-only) Clear KPIs based on revenue, not just activity Founders must build and prove the sales process first Support with tools, leads, and fast feedback Skip the fancy comp structures for now. Focus on setting a clear path to success and sharing in the upside if they perform. 🧠 Full Breakdown 👤 1. Hire a Salesperson — Not a Savior This is your first full-time hire outside the founding team. That person will shape: Your brand in the market Your customer’s first impression Your future hires Don’t just look for someone who can "sell." Look for someone who aligns with your values, has early-stage energy, and wants to help shape the journey. 💼 2. How to Structure Compensation (Realistically) Your price point ($200–$500/month average) means you’re selling high-volume, low-ticket SaaS. Here’s a solid starter comp structure: → Base Salary: $40–55K → Commission: 10–15% of monthly recurring revenue (MRR) closed → On-Target Earnings (OTE): $80–100K if they perform → Ramp-up bonus: Small milestone bonus in first 60–90 days (e.g., $500 per 5 closed clients) If you offer equity, make it clear — but don’t use it to offset fair cash comp unless they ask for it. 🧰 3. Set Them Up to Win You said you’ve got: Lead gen system ✅ Easy signup process ✅ Dedicated onboarding team ✅ That’s great. Now add: Clear ICP (ideal customer profile) Defined sales stages + CRM process Call scripts / objection handling docs Weekly check-ins to unblock or coach Most early hires don’t fail because they’re bad — they fail because they’re left to figure it out alone. 🧭 Final Word ✅ Hire someone with startup mindset, not just sales skills ✅ Offer base + performance-based upside — show them the path to earning $100K+ ✅ Support them like you’re building your own replacement If this gave you clarity, an upvote would be appreciated 🙏 . If you want help designing your comp plan or onboarding process, feel free to schedule a call.

✅ TL;DR (Too Long; Didn’t Read) Your model makes sense in theory: 5% for lead gen only 15% for full-cycle sales But here’s the catch: if you pay only commission and don’t offer ramp-up support, you’ll struggle to attract or keep serious sales talent — especially in B2B software where deal cycles are long and technical. Consider adding: 🧠 Clear definitions of qualified leads and closed deals 🎯 Tiered or bonus structure for exceeding targets 💼 Some form of ramp-up (even small) to keep them engaged while learning 🧠 Full Breakdown 🎯 1. Your Structure Is Logical, but Needs Definition 5% for finding leads (you close) ✔️ Works if lead is well-qualified ❌ Needs clear criteria: what counts as a lead? Just a name? Or a demo booked? 15% for closing the deal ✔️ Good incentive ❌ Needs clarity: is that 15% of gross revenue? Net after fees? First year only? Without definitions, you’ll have disputes. 💼 2. 100% Commission = High Risk, Low Loyalty Most skilled sales reps won’t work full commission unless: They already sell adjacent products They’re paid a large commission (20–30%) Or they believe in your upside (equity, future base, exclusive territory, etc.) You’ll likely attract: Juniors testing the waters Opportunists juggling 5 side hustles People who leave after 2–3 slow months 📊 3. Consider These Alternatives A. Tiered Commission Structure Encourage volume and loyalty: 10% for first $50K closed 15% for next $50K 20%+ for anything above $150K B. Ramp-up Draw or Milestone Bonus Offer $500–$1,000/mo for 90 days as a recoverable draw (paid back from future commissions). Or $250 bonuses for first 3 demos or qualified leads C. Equity or Rev Share Option Offer 0.25% equity cliffed after 6 months, or rev share on major accounts to encourage longer-term thinking 🧭 Final Word ✅ Your comp plan idea is fair, but too bare for most capable closers ❗ Add structure, tiers, and minimum support to keep your sales pipeline alive If this answer gave you clarity, an upvote would be appreciated 🙏 — it helps others find solid guidance faster. 💬 If you want to tailor this further to your specific product and pricing, feel free to schedule a call — happy to help.

✅ TL;DR (Too Long; Didn’t Read) Yes, you can become a professional "idea person" — but only if you treat your creativity like a product. That means building a portfolio of ideas, showing real-world application, and offering those ideas through: 💼 Licensing (royalties) 🧪 Innovation consulting 🤝 Partnerships (as co-founder or advisor) 🧠 Content/strategy roles at R&D labs, agencies, or incubators If you don’t want to lead, hire, or operate — you’ll need to either: 1.Prove your ideas work 2.Or pay others to build them 🧠 Full Answer 🎯 1. “Idea Person” Is Not a Job — But It Can Be a Role Nobody gets hired just to have ideas. But you can build a career around ideation if you reframe it as: Innovation Strategist Creative Consultant Concept Architect Venture Studio Founder What matters is this: your ideas need to solve real problems, not just sound clever. 2. Here Are 5 Paths That Actually Work: 1. Licensing / Royalties → Build pitch decks and light prototypes, then license your concepts to companies in exchange for royalties. 2. Startup Studio / Think Tank → Join or launch a small hub where you help generate, test, and validate ideas—often in partnership with execution teams. 3. Co-founder (Vision Role) → Pair with an operational co-founder. You bring the vision and concepts; they handle hiring, building, and execution. 4. Content + Thought Leadership → Share your insights publicly (LinkedIn, Substack, YouTube), and build a personal brand around idea generation. Sell your frameworks or consulting as credibility grows. 5. IP Consultant / Ideation Coach → Work with startups or companies that pay for fresh ideas. Offer rapid ideation sessions, naming, positioning, or product brainstorming. ⚠️ Reality Check ❌ If you’re unwilling to sell your ideas or fund their development, you’ll stay stuck in the “napkin sketch” zone ❌ If you don’t want to pitch, partner, or build a body of work, you won’t get traction ✅ If you package ideas well and learn how to license, pitch, or advise — there is a real path forward 💡 Real-World Examples Mike Moyer built an idea licensing business through royalties IDEO and venture studios operate with in-house idea teams and outside partners LinkedIn creators monetize their frameworks through consulting, speaking, and product launches 🧭 Final Word ✅ Yes, you can be an idea person ❗ But only if you treat your ideas like assets, not hobbies 👉 Start by building a portfolio, offering value, and partnering with builders who love to execute Have questions or want to design a real path around your strengths? Feel free to schedule a call.

✅ TL;DR (Too Long; Didn’t Read) If you're a bootstrapped startup, offering commission-only to sales hires is possible — but not always effective. Most solid salespeople won’t join unless they see a path to real upside, support, or ownership. So the winning formula often includes: Lean base + high commission Clear path to equity or revenue share Autonomy + ownership over sales process Founders who’ve already proven they can sell 🧠 Full Breakdown 📌 1. Why Commission-Only Rarely Works on Its Own Good sales reps don’t want to starve while they build your pipeline Commission-only attracts job-hoppers, not builders If you're still figuring out your sales script, product-market fit, or close cycle — it’s unfair to make someone else bet their rent on it 💡 2. What to Offer Instead What You Can Offer- Why It Works Low base + high commission-Shows you respect their time, rewards success Equity / Options-Aligns long-term interests, attracts believers Lead ownership-Gives them territory + sense of control Revenue-sharing pilot-Even 5%–10% of early revenue can feel meaningful Founder mentorship / trust-Early hires want to feel like insiders, not temps 🚫 Common Mistakes Hiring sales too early before you’ve sold the product yourself Offering 100% commission with no clarity, tools, or proof-of-concept Promising “massive upside” without backing it up with any data or structure 🔍 What Founders Should Do First Sell the product yourself — at least a few times Write down the sales process Create a simple comp plan with tiers and KPIs Offer early hires ownership of process + upside 🧭 Final Word You don’t need a huge salary budget to bring in motivated talent — but you do need: A clear plan Something real to offer (cash, equity, autonomy) And honesty about the stage you're at If you’re not offering security, you’d better be offering meaning, ownership, or legacy. Was this helpful? If yes, an upvote is appreciated — it helps others find the right answer faster. Have questions or want to map out the right offer structure for your stage? Feel free to schedule a call.

My answer will: 1️⃣ Break down the real-world pros and cons of 1099 vs W-2 2️⃣ Clarify how your LLC setup changes the equation 3️⃣ Highlight what others missed or made confusing ✅ TL;DR (Too Long; Didn’t Read) If you're using your own LLC, working independently, and covering your own costs — being paid as a 1099 contractor can give you more tax flexibility, deductions, and control. But it also means: You pay self-employment tax You don’t get employee benefits You need to handle all compliance and bookkeeping yourself Being a W-2 employee offers stability, payroll tax split with your employer, and access to benefits — but you lose tax deduction flexibility, especially after recent tax law changes. 🧠 Full Breakdown 📄 1. What’s a W-2 Employee? Pros (W-2): Employer pays half of payroll taxes Access to benefits like health insurance, 401(k), etc. Stable income helps with loan approvals Covered by workers comp and unemployment insurance Cons (W-2): You can’t deduct business expenses easily Tax law removed most unreimbursed expense deductions Less control over how and when you work You can’t legally expense your car, home office, or software 📃 2. What’s a 1099 Independent Contractor? Pros (1099): Deduct car, gas, laptop, software, and home office Freedom over hours, methods, and tools Often better cash flow with LLC write-offs If taxed as an S-Corp, you may reduce self-employment taxes Cons (1099): Must pay 100% of self-employment tax (15.3%) No unemployment benefits or paid time off Handle your own tax filing, accounting, and compliance No employer-provided benefits unless you set them up yourself 🔄 3. What Changes If You’re Using an LLC? Since you're operating through an LLC and using your own resources, being paid via 1099 to your LLC gives you: ✅ More flexibility to write off business expenses ✅ Ability to elect S-Corp status to reduce self-employment taxes (with a reasonable salary) ✅ Control over your tax planning and retirement savings ❗ Just make sure the client treats you like a contractor: You control your hours and tools You invoice them You’re not under direct supervision like an employee Otherwise, it could trigger IRS scrutiny for misclassification. 🔍 What Others Missed ❌ “Financial advisors can help you decide” – most don’t know the tax impact of LLC/S-Corp vs. W-2 unless they’re CPAs, enrolled agents or have an accounting degree with work in this area ❌ “You get taxed either way” – Oversimplified. With 1099 + LLC, you have far more control over how and when you're taxed ✅ One answer correctly flagged self-employment tax, but didn’t explain that S-Corp election can cut it significantly 🧭 Final Word ✅ If you want more control, tax flexibility, and already operate as an LLC — 1099 makes sense ✅ If you value predictability, payroll benefits, and less admin — W-2 may be safer Was this helpful? If yes, an upvote is appreciated — it helps others find the right answer faster. Have questions or want to map out the best structure for your situation? Feel free to schedule a call.

My answer will: 1️⃣ Give you a clear path to finding consulting help for stock lending and custodian-side deals 2️⃣ Break down the key players and what kind of firms or freelancers actually handle this type of request 3️⃣ Highlight what the previous answer glossed over or made too generic ✅ TL;DR (Too Long; Didn’t Read) You’re asking about real-time tracking of sell-side interest from specific shareholders, and arranging structured deals involving stock pledges or loans — this is highly specialized work. You’re not looking for retail-level “financial advisors” — you need: ✔️ A prime broker or securities lending desk ✔️ A consultant who’s worked in custody services, capital markets, or asset-based lending at institutional scale ✔️ Someone who understands collateral optimization, locate requests, and counterparty communication protocols These are typically ex-prime brokers, ex-custodian bank executives, or independent consultants from firms like Clear Street, Cowen, BIDS Trading, or Pershing. 🧠 Full Answer 🏦 1. Where to Find Experts for What You're Describing You're looking for help with: Real-time visibility on which institutional shareholders are trying to offload or pledge stock Custodian-side communication to structure stock loan or capital raise deals Possibly arranging structured transactions like Total Return Swaps, collateralized loans, or block trades Here’s who actually handles that: ✔️ Prime Brokerage / Securities Lending Consultants Specialize in locate lists, short interest, and lending supply/demand can help you negotiate stock borrow or pledge terms Former staff from places like Goldman Sachs, J.P. Morgan, Interactive Brokers, or Jefferies ✔️ Custodian Relationship Experts (Middle Office Ops) Know how to communicate with custodians like BNY Mellon, State Street, Northern Trust Can advise on back-office channels, entitlement workflows, and how to identify parties ready to pledge shares ✔️ Boutique Investment Bankers or Capital Markets Consultants Some specialize in block trades, illiquid asset deals, or private placements involving equity collateral May work independently or under smaller firms (you’ll find them on LinkedIn, Upwork, or niche finance networks) 📍 2. Where the Previous Answer Falls Short ❌ “Talk to a financial advisor or stockbroker” – No. That advice works for personal finance, not institutional-level stock positioning or lending. ❌ “Custodian banks provide these services” – True, but they don’t give you access unless you’re already a large client or coming through a known intermediary. You need someone who’s inside the ecosystem, or formerly was. ✅ They correctly mention stock loan service providers, but fail to name or route you to one. No direction = no action. 🔍 What You Can Do Now Search for independent consultants with background in prime brokerage, custody ops, or capital markets (LinkedIn is your best start) Look into platforms like: Clear Street (modern prime brokerage) eSecLending (specialist in stock lending) Axos Clearing or Wedbush (institutional services for boutique players) For freelance help, try Toptal, Upwork, or GLG and search by skill tag: “prime broker consultant”, “securities lending”, or “institutional trading operations” 🧭 Final Word ✅ You need an expert in institutional equity financing, not personal investing ✅ Look for former insiders who know how to unlock custodian-side communication ✅ Platforms like Clarity, LinkedIn, and GLG are better suited than traditional advisory routes Was this helpful? If yes, an upvote is appreciated — it helps others looking for high-level consulting find the right kind of direction.