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Quiver Quantitative
RT @InsiderRadar: $NGNE is up 20% on the day after these insider buys https://t.co/cipIradqsZ
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RT @InsiderRadar: $NGNE is up 20% on the day after these insider buys https://t.co/cipIradqsZ
🚨BREAKING: New Insider Purchases
The CEO and CFO of $NGNE have both reported large insider buys ($969K and $490K respectively).
This is the first insider purchase we have ever seen either of these execs report. tweet
Offshore
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App Economy Insights
$CRWD CrowdStrike Q3 FY25:
📊 ARR +27% Y/Y to $4.02B.
📈 Net new ARR $153M (-31% Y/Y).
• Revenue +29% to $1.01B ($27M beat).
• Non-GAAP EPS $0.93 ($0.12 beat).
• FY25 revenue ~$3.93B (~$30M raise). https://t.co/3a5maezlCX
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$CRWD CrowdStrike Q3 FY25:
📊 ARR +27% Y/Y to $4.02B.
📈 Net new ARR $153M (-31% Y/Y).
• Revenue +29% to $1.01B ($27M beat).
• Non-GAAP EPS $0.93 ($0.12 beat).
• FY25 revenue ~$3.93B (~$30M raise). https://t.co/3a5maezlCX
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Quiver Quantitative
RT @InsiderRadar: 🚨BREAKING: New CEO Insider Purchase
The CEO of $IIIV has reported the purchase of ~$2.1M of the company's stock, increasing his ownership stake by 39%.
This is the first insider purchase we have seen at the company in over a year.
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RT @InsiderRadar: 🚨BREAKING: New CEO Insider Purchase
The CEO of $IIIV has reported the purchase of ~$2.1M of the company's stock, increasing his ownership stake by 39%.
This is the first insider purchase we have seen at the company in over a year.
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Capital Employed
Microcap fraudsters - oh dear. Lots of interesting responses on this short thesis.
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Microcap fraudsters - oh dear. Lots of interesting responses on this short thesis.
NEW SHORT: ASP Isotopes $ASPI
ASPI has all the makings of the next nuclear meltdown.
-Failed Tech from 20 years ago
-Infamous “Microcap Fraudsters” Honig & Stetson involved
-Paid Stock Promotion
-Some South African Subsidiaries Suspiciously Missing
We are Short $ASPI https://t.co/ypn55Qu4hn tweet
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Stock Analysis Compilation
Artemis on Sandoz $SDZ SW
Thesis: Sandoz is primed for growth with its biosimilar portfolio, capitalizing on expiring biologic exclusivity and commanding premium pricing in a low-competition market
(Extract from their Q3 letter) https://t.co/ep7NkIHaB8
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Artemis on Sandoz $SDZ SW
Thesis: Sandoz is primed for growth with its biosimilar portfolio, capitalizing on expiring biologic exclusivity and commanding premium pricing in a low-competition market
(Extract from their Q3 letter) https://t.co/ep7NkIHaB8
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Hidden Value Gems
LVMH is down 19% YTD, still not too cheap, close to 20x fwd PE, but reasonable assuming luxury recovery, high ROIC/margins and its moat.
At what level would you buy it without any further thinking?
$MC.PA #LVMH
- I already own it
- Buying it now
- Not my type of business
- Under €500
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LVMH is down 19% YTD, still not too cheap, close to 20x fwd PE, but reasonable assuming luxury recovery, high ROIC/margins and its moat.
At what level would you buy it without any further thinking?
$MC.PA #LVMH
- I already own it
- Buying it now
- Not my type of business
- Under €500
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Hidden Value Gems
Anyone looked at $REAL ?
Seems like the rich are more cautious with their money too.
Still a loss-making business, but sales growing faster than at the luxury peers and the company is approaching breakeven. https://t.co/DYR80yp1Kv
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Anyone looked at $REAL ?
Seems like the rich are more cautious with their money too.
Still a loss-making business, but sales growing faster than at the luxury peers and the company is approaching breakeven. https://t.co/DYR80yp1Kv
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Offshore
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Stock Analysis Compilation
Artisan on Novonesis $NSISB DC
Thesis: Novonesis transforms industries with sustainable biosolutions, leveraging innovation and cost synergies for long-term growth
(Extract from their Q3 letter) https://t.co/piEkI0USos
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Artisan on Novonesis $NSISB DC
Thesis: Novonesis transforms industries with sustainable biosolutions, leveraging innovation and cost synergies for long-term growth
(Extract from their Q3 letter) https://t.co/piEkI0USos
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Offshore
Video
Startup Archive
Sam Altman on the biggest mistake startup CEOs make when scaling a company
“When you’re a Seed or Series A company, you spend a huge amount of effort recruiting, but almost no effort retaining talent — and that is [the right strategy] at the beginning. But if you don’t shift to viewing retaining talent as much of your job as recruiting talent, you eventually have some level of a disaster on your hands.”
Sam recalls Mark Zuckerberg speaking at Y Combinator and saying he only hires people he’d report to if the roles were reversed. Sam reflects on this:
“If you’re hiring people that are that good — which you should be doing — they have as many opportunities as you do… And so if you don’t make the role good enough that you yourself would stay in it, then you have a hard time retaining your best people for a long period of time.”
Sam gives three pieces of tactical advice for CEOs who want to retain their best people:
1. Spend one-on-one time with your best people
“The thing that your best 5-10 people crave the most is time with you, the CEO. And that is something that as people get busier, they spend less and less time on. Some of the best CEOs in our portfolio, every month they will take out for a one-on-one dinner or drinks or something each of their best 10 people. This is a huge time commitment. If you think about it, you only get 30 dinner slots in a month. It’s a really big thing to do. But I think it actually works because that is the thing these people really crave… They want you to ask them what you think they should be doing and listen to them and have a personal connection. That’s super important.”
2. Continually give them more responsibility
“I think if you stop giving people more responsibility, they will eventually leave. If they get to take on new tasks every year or additional tasks every year, they’re happier.”
3. Proactively re-up their compensation
“I think most founders are very bad about proactively re-upping — to the level that they should — their top 5-10 lieutenants.”
Video source: @khoslaventures (2016)
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Sam Altman on the biggest mistake startup CEOs make when scaling a company
“When you’re a Seed or Series A company, you spend a huge amount of effort recruiting, but almost no effort retaining talent — and that is [the right strategy] at the beginning. But if you don’t shift to viewing retaining talent as much of your job as recruiting talent, you eventually have some level of a disaster on your hands.”
Sam recalls Mark Zuckerberg speaking at Y Combinator and saying he only hires people he’d report to if the roles were reversed. Sam reflects on this:
“If you’re hiring people that are that good — which you should be doing — they have as many opportunities as you do… And so if you don’t make the role good enough that you yourself would stay in it, then you have a hard time retaining your best people for a long period of time.”
Sam gives three pieces of tactical advice for CEOs who want to retain their best people:
1. Spend one-on-one time with your best people
“The thing that your best 5-10 people crave the most is time with you, the CEO. And that is something that as people get busier, they spend less and less time on. Some of the best CEOs in our portfolio, every month they will take out for a one-on-one dinner or drinks or something each of their best 10 people. This is a huge time commitment. If you think about it, you only get 30 dinner slots in a month. It’s a really big thing to do. But I think it actually works because that is the thing these people really crave… They want you to ask them what you think they should be doing and listen to them and have a personal connection. That’s super important.”
2. Continually give them more responsibility
“I think if you stop giving people more responsibility, they will eventually leave. If they get to take on new tasks every year or additional tasks every year, they’re happier.”
3. Proactively re-up their compensation
“I think most founders are very bad about proactively re-upping — to the level that they should — their top 5-10 lieutenants.”
Video source: @khoslaventures (2016)
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