They’re creating their own success
But almost all start-ups are headed by founders who feel that – in their final spells in employment – their customers were buying from them (not the brand), or that what they’d built was thanks to their own hard work, not support from an internal team or manager.
Feeling that there’s no longer any reason to attribute success to an employer is a key turning-point in thinking about starting up.
Their learning curve has flattened
One valuable aspect of life as an employee is learning from the teams and individuals who are helping a company to grow.
For many would-be business owners, this is one of the key reasons they delay their jump into entrepreneurship, as they continue to build and develop their skill set within their job.
Others, however, have a different experience.
Their learning curve has either leveled off, or – if they do continue to build new skills – it’s as a result of their own efforts, and not from either structured training or from a mentor.
Once talented people realise that they’re only getting better because of their own initiative, the pull to invest that hard work in their own company gets stronger.
They want a bigger piece of (their) pie
Ultimately, many recruiters simply max out their compensation plans, or don’t have scope to achieve their financial goals within the frameworks of their jobs.
With the exception of a tiny fraction of the recruitment market, there’s usually a limit to the income any agency employee can expect to make – and even those with ‘uncapped’ plans can find that their pay structures change as they start to approach bigger and bigger earnings potential.
As such, they strike out on the path to true financial freedom, owning their own companies and channeling all their effort and energy into a venture they both earn from and own.
