The impact of founder personalities on startup success.

Startup companies solve many of today's most challenging problems, such as the decarbonisation of the economy or the development of novel life-saving vaccines. Startups are a vital source of innovation, yet the most innovative are also the least likely to survive. The probability of success of startups has been shown to relate to several firm-level factors such as industry, location and the economy of the day. Still, attention has increasingly considered internal factors relating to the firm's founding team, including their previous experiences and failures, their centrality in a global network of other founders and investors, as well as the team's size. The effects of founders' personalities on the success of new ventures are, however, mainly unknown. Here, we show that founder personality traits are a significant feature of a firm's ultimate success. We draw upon detailed data about the success of a large-scale global sample of startups (n = 21,187). We find that the Big Five personality traits of startup founders across 30 dimensions significantly differ from that of the population at large. Key personality facets that distinguish successful entrepreneurs include a preference for variety, novelty and starting new things (openness to adventure), like being the centre of attention (lower levels of modesty) and being exuberant (higher activity levels). We do not find one 'Founder-type' personality; instead, six different personality types appear. Our results also demonstrate the benefits of larger, personality-diverse teams in startups, which show an increased likelihood of success. The findings emphasise the role of the diversity of personality types as a novel dimension of team diversity that influences performance and success.

Evolution of diversity and dominance of companies in online activity.

Ever since the web began, the number of websites has been growing exponentially. These websites cover an ever-increasing range of online services that fill a variety of social and economic functions across a growing range of industries. Yet the networked nature of the web, combined with the economics of preferential attachment, increasing returns and global trade, suggest that over the long run a small number of competitive giants are likely to dominate each functional market segment, such as search, retail and social media. Here we perform a large scale longitudinal study to quantify the distribution of attention given in the online environment to competing organisations. In two large online social media datasets, containing more than 10 billion posts and spanning more than a decade, we tally the volume of external links posted towards the organisations' main domain name as a proxy for the online attention they receive. We also use the Common Crawl dataset-which contains the linkage patterns between more than a billion different websites-to study the patterns of link concentration over the past three years across the entire web. Lastly, we showcase the linking between economic, financial and market data by exploring the relationships between online attention on social media and the growth in enterprise value in the electric carmaker Tesla. Our analysis shows that despite the fact that we observe consistent growth in all the macro indicators-the total amount of online attention, in the number of organisations with an online presence, and in the functions they perform-we also observe that a smaller number of organisations account for an ever-increasing proportion of total user attention, usually with one large player dominating each function. These results highlight how evolution of the online economy involves innovation, diversity, and then competitive dominance.

Social media-predicted personality traits and values can help match people to their ideal jobs.

Work is thought to be more enjoyable and beneficial to individuals and society when there is congruence between one's personality and one's occupation. We provide large-scale evidence that occupations have distinctive psychological profiles, which can successfully be predicted from linguistic information unobtrusively collected through social media. Based on 128,279 Twitter users representing 3,513 occupations, we automatically assess user personalities and visually map the personality profiles of different professions. Similar occupations cluster together, pointing to specific sets of jobs that one might be well suited for. Observations that contradict existing classifications may point to emerging occupations relevant to the 21st century workplace. Findings illustrate how social media can be used to match people to their ideal occupation.