But I think there's a lot more to this thing called "freemium" than meets the eye. It's distinctly different from offering a free trial or a free sample. The biggest problem with freemium is that the conversion rate from free to premium is utterly low -- some say that the average conversion rate is 3%. But in the companies that implement freemium business models well, I see that they attack one thing that customers can't argue with: an actual, urgent need. By doing this, they'll assuredly increase their conversion rate and customer satisfaction. In case you forget, here's a checklist that you can post on your wall:

The key is in acquiring users who are looking for a potential solution to a problem, and may or may not pay depending on what they need. But when they have that urgent need for your upsell, they'll gladly pay. Here are two examples of companies that understand freemium:

VistaPrint.com is best known for "selling" free business cards. I first heard about them when someone gave me a business card that said "Made by VistaPrint.com" on the back of it. I ordered my first batch of free cards, paid for $5 shipping, and I was a happy camper. The poor souls from VistaPrint made practically nothing off my purchase.

Two years later, and the week before my first TED Conference, I knew that I had an urgent need for business cards. So surely enough, I went back to VistaPrint to get my "free" cards. But fortunately for them (and unfortunately for me), they understood that freemium models work best when the customer has an urgent need, and they showed that in their shipping prices. I got free cards from them before, so I knew they were good. But I needed a new batch within 72 hours, and VistaPrint made a nice profit from the rushed shipping costs that I paid them. Take a look at their pricing breakdown for free business cards:

I think the key here is that VistaPrint spent less time worrying about features that would be "nice to have", and more time on selling me something that I absolutely needed to have, and something I'd obviously be willing to pay for. Props to them!

Another company that's done a great job at freemium is PBworks.com. (formerly known as PBwiki). I worked there last summer, so I had a lot of time to think about why their model works so well. Firstly, the company targets so many different demographics: individuals, students, teachers, companies, conferences, engaged couples, people trying to lose weight, among others. But most of these users will never pay for PBworks, because they don't have a need to. And even if there were "cooler" features that PBworks could offer, these users probably wouldn't pay. As a student using the product for personal use, I remember ignoring the upgrade button on the top right of the screen, and using PBworks as far as free would take me. In fact, I still have a personal wiki I use for taking notes in class, and I see myself as the type of user who'd never want to pay for premium features.

But now I run a company, and we love our PBworkspace. In fact, I think I'm addicted. But my colleagues and interns are too. And while I'd still do anything possible not to pay for "cool-to-have" premium features, PBworks is smart enough to make me pay for its service because I need it. There were two things that they could do: cut me off after I made too many edits to my wiki, or heavily encourage me to pay when I'd have a clear need. They chose the latter route.

This is precisely why the "per user" model is so powerful. You get the benefits of a full-fledged product, but you only pay for what you need. For the first 3 users, PBworks is free, but when I bring in more people, I have to pay $8/user. Which is a relatively small cost to pay for something that I'll probably need to have. Take a look at their pricing structure. Note that I omitted the free plan.

What's interesting about this is that the difference between the "Professional" and "Professional Plus" plans is trivial. We normally expect the most expensive plan to have 20 baller features that the others don't have, just to convince you to pay for the more expensive plan. But PBworks isn't that naive: they realize that as long as you have a need for more than 3 people to collaborate on a wiki, (which is pretty much every organization out there), you'll pay for the product out of sheer need. And the difference between their "Professional" and "Professional Plus" plans shows their understanding of this too: Some organizations need to have 24/7 live support, and they're willing to pay for that.

But at the end of the day, when the organization's decision maker needs to figure out which PBworks plan to purchase, it isn't comparing featuresets between plans. It's about selecting the one plan that solves the needs you have, and PBworks and other enterprise software companies such as Freshbooks and Salesforce do this well.

So ask yourself, "where is the actual need?" With VistaPrint, the need comes down to getting business cards in a timely manner. With PBworks, the need is when an organization has more than 3 users on a wiki. For Indinero, my current company, the need is when a company has more than 2 bank/credit card accounts that they need to keep track of. By thinking about "what the user needs" rather than thinking about "what a user sees as cool features to have", you'll be taking full-advantage of the beautiful thing called freemium.

Speaking of smart marketing, VistaPrint decided to give you guys a 25% discount on all products, and an 80% discount on premium business cards. For a product that I've actually paid full-price for, I highly recommend them. If you run into another company with a unique business model, please send me a tip at jessicamah (at) jessicamah.com.

The past few days have been intense! In a nutshell, I've been looking at an internship -- yes, a JOB with a real COMPANY. It's come to my stark realization that I never thought about working for a company not so much because I thought corporations were dumb, but because there are few places that would allow me to explore my own projects. In other words, I would only work for a company that allowed me to be an entrepreneur within the company. While there aren't many companies with such a culture, I've started to look at a few companies that prosper on having creative and fast moving "intra-preneurs." My partial list includes Ning, Six Apart, PBWiki, and Ustream.

Of course, being that I'm bratty Jessica Mah, I'm super picky with the companies I would want to deal with. Here are my thoughts and reasoning behind the companies I've talked with so far:

1) I'm picky with the companies I interview with, and I immediately look for a culture fit. If anything, culture fit is the FIRST thing I look for in a company. If I'm not going to be happy there, it's not even worth a legit interview. What does culture mean? That deserves a blog post on its own, but it's so crucial for a startup to be fast-moving, communicative, open-minded, friendly, and enthusiastic. If the company has high-walled cubicles and segregated "departments," I have no interest in spending my summer there.

2) I don't accept offers from companies who don't thoroughly interview me. Sure, I think I'm a moderately smart person. However, I want to work for a company where people are brilliant. If the company doesn't bother to test my knowledge and skills, it shows that they don't take hiring seriously. With that said, if I get a job or internship offer from a company that doesn't spend the time needed to test me for culture and knowledge fit, I don't see the company as being good enough for me. Lesson: I only work for startups that make it difficult for me to get in. The next time you interview a "rockstar" prospective employee, keep this in mind.

3) Companies and employees need to give and take equally from each other. In my search for a summer internship, I'm not looking for a big name brand. I want to work for a company that lets me play around with my product management, business, and coding skills. I want to work for a company that wants me as much as I want them. One of the companies on my list offered to fly me out for a visit -- that shows a lot of dedication. It proves to me that the company wants me as bad as I want it.

4) Do programming ninjas talk to the business people? In other words, do the complaints and desires of the users get seen by the people working on the product? Sounds like a silly question, but so many companies (United Airlines among them,) don't have any connect between the customer support people and the executives who implement the changes. With that said, I like seeing companies where coders and business people are in everyday dialogue with each other. I love how Ning's customer advocate team also works in product management -- since they talk to customers everyday, they are more likely to know what changes should be made.

5) Money!!! As you've probably read before, compensation is not my #1 priority. However, it's not something that can be ignored. Living in the Bay Area this summer costs a LOT of money. I'll be paying $2000+ / month in various living costs that include food, apartment, transportation. Then I somehow need to pay off the $5,000 summer tuition bill that Stanford University is soon to send me. The startup scene is competitive -- In most cases, I want these companies just as much as they want me. If they want me to join on board, a competitive offer is definitely in order.

6) Networking, colleagues, and mentors. Last, but not least, I look for any potential to grow my network. I'm looking for executives who are well connected in Silicon Valley and beyond. I'm looking for colleagues who are open and willing to help me just as much as I'm willing to help them. With all of the companies I've applied to so far, I've either personally met an executive there or had one of my friends refer me. Never underestimate the power of a personal network!

With that said, I'll keep you updated with my internship hunt. Now you know the supposedly secret thoughts on what a self proclaimed teen entrepreneur looks for in an internship! Having this summer internship won't slow me down from being an entrepreneur. It's simply a way for me to further my learning -- a way for me to figure out how fast-moving companies survive and grow.

By the time I graduate with my Bachelor's degree in two years, I'll be fully prepared to take on the world with a company of my own.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early college, Bard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

There are so many little things about a prospective employee that can tell you, as the entrepreneur or hiring manager, whether or not the candidate is capable of being a reliable, long term, team player. For example, if I'm hiring a person, I'm going to look at how many schools this person went to and whether or not s/he graduated. I'm going to look at his/her smoking habits. I'm going to look at how long this person remained at his or her last few jobs. If I'm hiring manager for a company like Google, which receives thousands of resumes daily, I'll quickly eliminate people who didn't get a college degree, who smoke on a daily basis, and who weren't able to keep a job for more than two years because each show a lack of commitment and/or a preference for short term over long term goals. There are so many brilliant people who don’t have college degrees, but it takes much longer to screen these people for commitment. I don't think companies like Google care about what you learned in college so much as they care about your desire to stay with a company for more than a few months. They want employees who are able to work on projects that they aren't necessarily in love with.

Many people critique Google for looking at college transcripts, but I'm going to defend them on this for several reasons:

1) High GPAs show the ability to do everything (besides business/computer science), and this is often a good measure for what happens in the workplace. This isn't to say that dropouts are unable to prosper at a company like Google, but it's an easier way to weed out the definite slackers.

2) A transcript allows Google to see what kind of courses you took. Did you only take computer science classes? Did you stick with your Jazz Ensemble for all four years, or did you join in and out depending on the semester? Are there any independent studies? All of these gives clues as to who the person is and what their commitment to their studies are. Maybe you took a class in philosophy which you had absolutely no interest in whatsoever, but were you able to get at least a B?

3) I hate to say it, but looking at college transcripts is an easy way to weed people out. If you're running an amazing company, you'll get thousands upon thousands of transcripts, and you can't possibly take everyone. By weeding out college dropouts and those with poor grades, it's much easier to focus on those who are likely to succeed in a large company.

As Seth Godin often says on his blog that resumes give a reason for companies to reject you, which is exactly why Google asks for them in the first place. It makes the hiring process much better for them! For those of you who don't have a college degree or resume, find people to hire you based on something you did. Through keeping this blog, I've received many recruitment emails from technology companies. Although I'm yet to receive my college diploma, I'd feel reluctant to hire someone without a college diploma unless s/he has solid work experience to compensate. Even a college diploma is no longer enough to hire somebody. I'll take this even further to say, if I receive an offer to work for a company without an interview and review of my past experiences, I would feel reluctant to join because it shows something about how smart my colleagues in this company may be.

The moral of this story: If you think rationally about it, Google has a reason to recruit people in the way that they do. Fewer people leave the company not just because they offer amazing job benefits, but because they attract people who are more likely to stick it out and see the good in whatever they're working on. Most of the people I know at Yahoo are high school or college dropouts, and most of them are seriously contemplating leaving their job. While Yahoo is yet to better their job benefits, hiring committed people from the onset is often a significant part of the battle.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early college, Bard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

Oh, the days of computer camp! I attended a computer camp from 2002-2006 and watched it transform from small intimate startup into a big nasty corporation. There was a huge influx of campers and counselors, and the management staff became uptight and nasty authoritarians. Here's the story from the eyes of 13 year old Jessica Mah:

I remember going to a summer camp fair, where dozens of summer camps showcased their pictures and activities in their booths. I walked around, and most of the camps were sports related. Being the young, geeky, unattractive 13 year old Jessica Mah that I was, I immediately picked up the brochures for the only computer camp there. My engineer dad was pushing me to go, and of course, I did! That summer, I was sent off to computer camp and experienced the best two weeks of my life. What's better than eating pizza while tinkering with C++ and playing counter-strike at 3AM? Nothing can top that!

So why were these two weeks at computer camp so significant to my growth as a geek and eventually an entrepreneur? As always, it's about the people. In my first hour at computer camp, I had already befriended four other 12/13 year old tech geeks -- at which point, I had an amazing revelation. I realized that I wasn't alone in this world! Yes, as lame as that sounds, I realized that I wasn't as nerdy weird as I had always thought I was. I FINALLY found a place where I was the "coolest" of the pack. Within 24 hours, I was tooling around with Apache server and dual booting with Fedora Linux on my 800mhz Compaq laptop thanks to camp friends.

Summer after summer, I continued going to computer camp, and I continued to love it... that is, until things got strict. There was bureaucracy. The counselors and directors took advantage of their power. Counter-strike was banned. 1/3 of our time was re-allocated to being required outdoor recreation time. Hundreds of more kids came, counselors were abusing their power, internet was banned from the dorms, and boys couldn't hang out in girls' rooms. All of a sudden, senior campers found themselves lost in a major corporation that decided to fire the founders and hire Harvard M.B.A. types. All of the new rules in place were to appease the "investors" (parents) at the expense of "customers" (campers). And to this day, my fellow camper friends and I chat on AIM about how the summer camp lost its touch and became just like every other major organization.

I think it's time that a new startuppy computer camp takes foot-hold in Silicon Valley -- except it should be WAY more than just a geeky computer camp: it should teach the fundamentals of running a startup and being entrepreneurial. How to attract users, how to co-create products with customer input, revenue models, etc... Such a summer camp would be for smart and motivated geeks 13-18 years old. There's an application process to get admitted into the summer camp, but that would insure that the campers are only of top caliber. Bureaucracy and rules exist to manage incompetent employees -- same applies to children. For recreational activity, we'll offer DDR and counter-strike themed laser tag. Together, we can re-create the geeky teenage summer camp that will always maintain its small start-up culture. In other words, we would be creating the "Rackspace of Computer Camps" or a TechStars targeted to teens. Sounds like a plan!

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early college, Bard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

I remember hearing about a huge and popular blog that did nothing other than post funny pictures of cats. Well, my next project will do something simple and stupid of a similar nature, but with music and videos and other 100% original content recorded in-house at the Berklee School of Music. You just wait and see! We'll be launching in the next few weeks...

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early college Bard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

If there's a single thing you should take away from business school, it is to ignore sunk costs If your company is going nowhere, cut your losses and move on.

There are three things that could happen to your company: 1) It can succeed by going IPO, getting acquired, or by making a modest profit. 2) It can fail. 3) It could go nowhere. The absolute worst thing that can happen to for it to go nowhere. Few thoughts:

Firstly, it's widely agreed that entrepreneurship is best while young. You're the most ripe for doing business from the second you finish school up until your mid-late 30s because you have less to lose. At a younger age, you're more connected to what's going on in the industries you're associated with. If you start a company in your early 20s and the company drags on for more than a few years, you're wasting precious time. If you don't see lots and lots of growth or if your company's not bringing in cash, cut your losses within a few months of starting the company and move on to the next opportunity.

If your company lacks a business model, yet it continues to grow, you should have the option to sell out. Matter of fact, you should probably think long and hard about selling such a business after two to three years of working on it. If you had a serious business model that proved to be effective, this would be different. Given that the company is (supposedly) growing, you'll probably be getting acquisition offers left and right. What's important is that you always have the option to sell. The discussion of selling a company will vary from person to person. There is no correct way to do this, because while some entrepreneurs prefer to exit early, others prefer to create businesses for the long term.

Remember when Mark Zuckerberg was offered billions by Yahoo to sell Facebook? Many of us critiqued him for not selling, because the future of Facebook was unknown. Most of us would kill to sell our company for even a few million! But his reasons for not selling probably weren't monetary related. If Zuck had $2B VS $20B, the course of his life wouldn't change all that much. He wants to build a true business for the long run, and selling out to yahoo would be premature. As long as Facebook continues to grow, he has the option to exit.

For other companies that either aren't growing or aren't finding a way to exit, cut your losses sooner rather than later. If you start a company and within three months, you realize that you don't click with your co-founder, get out. He or she is wasting your irreplaceable time and energy.

Even if you know that it's time to get out, it can be incredibly difficult to sell. After all, you've been growing your business as if you were raising a child. Sending your child to college is always difficult -- sending your child to college years before the average child goes is even more difficult. I see selling businesses in a very similar light. It's different from person to person, and when the time is right, you'll know when to exit.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early collegeBard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

The following post was inspired by Jim Collins, author of best selling books Built to Last & From Good to Great

A big hairy audacious goal (BHAG) is something everybody and every organization should have because it creates a goal to aspire to. It creates meaning for yourself and your colleagues. It gives you a sense of purpose! Without a big hairy audacious goal, how does one motivate him or herself to do remarkable things in life?

When I was thirteen years old, my first BHAG was to setup a cool company. My last company thrived on the fact that it was run by 13/14/15 year olds. Once we had something going, we reset our BHAG to owning a rack full of servers. After that, we reset a BHAG to getting an entire cage at multiple datacenters, and that's about when we died. It was good that there was a mental gap between our confidence, wisdom, and capability for taking risk. In other words, young kids are ignorant. Setting a BHAG is fun and motivating, regardless of how stupid or farfetched the goal may be. In fact, that's the point! If we had gone through the conventional planning of business, we wouldn't have started a company until graduating from college. I probably wouldn't have gotten into early college. I probably wouldn't have decided to start a blog that's based on my few experiences. I probably wouldn't have had the pleasure of meeting all of you!

Big hairy audacious goals don't have to be limited to business. Apply this to your personal life. Do the non conventional because it'll foster your motivation and success. The idea of going to college early sounded outlandish to my parents and my friends, but that was precisely the point. If they had supported me on making the change, it wouldn’t be a big hairy audacious goal, now would it?

Of course, if the goal is achieved, there no longer is a BHAG. Once achieved, it's time to set a new goal -- perhaps this is the reason why entrepreneurs are "never satisfied," regardless of the success they previously achieved. So let's say I run a company called Powerset and my goal is to oust Google from the search market. Once I've succeeded in doing this, it's time to set a new goal -- perhaps, to oust the leader in online advetising -- and after that, to oust the leader in online entertainment… etc.

Of course, sometimes it's reckless to go for your big hairy audacious goal. A lot of the time, the critics are right in that the product you want to create will go nowhere, depending on the capabilities of your team. If I ever faced such an issue, I would turn to my "board of life." (click here if you don't know what the super important board of life is) I'd see what they thought about my BHAG, and I would ask what's needed in order to execute on my outlandish vision.

Once you've established what your BHAG is, YOU NEED TO COMMIT TO IT. Set milestones. Make sure your team meets those milestones. I set a BHAG to own my own datacenter within 3 years of starting the company. I invested 80% of the company's profits towards buying assets and renting DC space. Of course, we failed at achieving the BHAG, but at least we died trying. As I'll mention in another post, there are a few things a company can do: 1) grow, 2) fail, and 3) go nowhere. Going nowhere is by far the worst. Not growing is not an option for me. The opportunity cost in going nowhere exceeds any cost of failing. So we chose to sell out prematurely, thus failing. It was unfortunately the right choice to make based on the circumstances.

Committing to a BHAG is obviously 1000X harder than setting the BHAG. You're putting your money on the line. You're putting your business on the line. You're putting your personal well being on the line, and it's a tough commitment to make. Unfortunately, I don't know how to teach someone to feel content when committing to a BHAG. It just has to be done, and if it doesn't get done, you're going to find yourself paying a much heavier opportunity cost. True entrepreneurs are willing to make these commitments. If you’re not willing to make such a commitment, I suggest you join one of those multi-level-marketing schemes.

It's important that BHAGS take on a life of their own. They must be goals in themselves that your team members will always seek to achieve. The main question is, will the BHAG outlast the leader? This poses a problem for super charismatic leaders, or overly-demanding disciplinarians. At that point, the goal is to satisfy the leader -- not to reach the goal. Perhaps this is precisely why over-protective parents are ineffective in parenting. Children do what the parent says, but they don't understand the underlying goals and purposes for achieving those goals. Once the leader (or in this case the parent) is gone, there's no longer a sense of purpose.

If you don't currently have a BHAG in your life, set one now. Matter of fact, I won't let you leave this blog post until you've established at least a basic idea for what your BHAG for life may be. Think it through and remind yourself everyday how you might be a step closer towards achieving your goal.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early collegeBard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

Virgin founder/chairman Richard Branson and Google founders Sergey Brin and Larry Page just posted videos on the first manned adventure to Mars -- except they wish to inhabit the planet with colonists for years to come!

Cool idea? Check. Suspicious? Definitely. Here's what I found off the FAQ page:

oh, all right. Fine. April Fool's. Ha, ha, ha. It isn't real. There. Are you happy? Does it please you to drag us out of our lovely little fantasy world, to crush all our hopes and dreams? Is that really what you need to hear? Fine, you've heard it. Virgle isn't real.

Yet.

Sure, they posted this on April 1st. But for some reason, this project sounds just crazy enough for Richard Branson to endorse it.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early collegeBard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

There are soo many consultants out there - for business development, marketing, website design, website development, PR, etc… Over the past year or so, many of my friends/readers suggested that I do some consulting, but I've decided to stay away from that for several reasons. Here are my thoughts on the good and bad of the consulting world:

Consultants have it made!

Firstly, consultants have pretty awesome jobs and pretty thick pocketbooks. These consultants can choose their projects, work whenever they want and wherever they want, given that they meet any deadlines. They usually get paid more for short term projects than people will the same skills, working fulltime. Because of this short term commitment, they usually have the right to charge more.

Entrepreneurs are not consultants. Sounds like a pretty good life, but being a consultant just isn't an option for the true entrepreneur. The true entrepreneur has several options: create his or her own company from scratch or start a consulting company. (McKinsey and Company, for example.) In order to satisfy a real entrepreneur's needs, s/he needs to be running an actual company.

Consultants = Bad for Companies

Personally, I don't like the idea of consultants. Matter of fact, I hate it. If I was so desperate for advice, I would call up some business friends, ask my parents, or even recruit the help of my customers! (matter of fact, when my last company hit cash flow crisis, we sold out to a wealthy customer of ours!)

According to good old Wikipedia, McKinsey and Company is known to have charged its business clients upwards of $10,000 per day for a consulting team. Even $300 for a single day sounds like a lot! Critics often argue that consulting companies do not completely understand the company or the vision of the founders, compromising long term strategy for short term gains. The values of the founders may not be aligned with the consultant: for example, I personally believe that your team is the most important asset that you have, and investing into long term strategy is of the utmost importance. However, the consultant may suggest the company cut some costs that will compromise both of the above. How would my employees feel if we cut their health care as the result of these random consultants? They'd be pissed!

Real-life examples: Zappos.com and Sloan Kettering Cancer Center.

1) Zappos.com is one of the few companies I truly admire because everything they do is for the long haul. According to an old news.ycombinator.com article, they tried hiring consultants but found that it made much more sense to just hire people within the company to do everything from marketing to web development to shipping management and logistics. For example, many shoe companies would outsource customer support to India, but Zappos has all customer support representatives within the company because the goals of true employees are much more likely to align with the values of the company and its founders.

2) In another example, my dad is a supervisor in the radiological engineering department at Memorial Sloan Kettering Hospital. The hospital is best known for being among the top cancer hospitals in the world, but why? Because the people working there are amazing. My dad's priority is in fixing any x-ray machine on the property without having to bring in an outside consultant for two reasons: 1) Outside consultants would cost the hospital $300/hour - money that should be used towards helping cancer patients, and 2) Outside consultants don't care as much about the hospital's goals. The consultant wants to make the most money possible, and taking a longer time to fix a machine means a thicker pay check. My dad, however, wants the machines fixed ASAP so that doctors and patients could actually use them. It's an inconvenient truth, but insiders are much more likely to work towards their employers' goals and priorities.

The bottom line:

As an entrepreneur, being a consultant is not on my agenda. However, I could possibly see myself starting my own McKinsey and Company. (or not!) - this isn't to say that I wouldn't work at a consulting company or do consulting for a very brief period, but being a consultant is not something I see on my long-term agenda.

As an entrepreneur who ran a botched company, I would not hire consultants unless I absolutely had to. My support team of four was completely internal and they did a way better job than any outsourced person could or would do. If I ever needed to find consultants, I would call up some of my seasoned-entrepreneur-friends and recruit their advice. If I wanted something like graphics or website design advice, I'd recruit the help of my customers. The short story is, as a company, I'd stay away from consultants if any alternatives exist.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore at early collegeBard College at Simon's Rock.

She loves chatting with fellow students, readers, and entrepreneurs, so don't hesitate to email her or message her on AIM! Feel free to subscribe to her blog or stalk her twitter.

I didn't actually have the opportunity to invest into Google back in 1999 because I was only nine years old, but I've heard of so many people passing on the idea of either working for or investing into Google. Firstly, there's no possible way for people to completely know which companies are bound for success. Instead, it's much easier to tell which startups are destined for failure, mainly by looking at the management team.

I was reading a blog post by Ben McConell from Church of the Customer, and he was talking about the idea of predicting the outcome of something like the superbowl:

"It's impossible to know. Too many other variables are at play. It may be fun to talk about, but it's not very productive."

When I was asked to speak on the future of web at an upcoming conference, I immediately knew that I couldn't make a prediction about the future of web, let alone the future of a startup. Practically speaking, trying to predict the web is a philosophical sense seems to be unproductive, but knowing what WON'T happen in the future seems more worthwhile. (and much more entertaining!) You see this happen in all realms of business and life: as an investor, you decide which companies not to invest into. As an entrepreneur, you decide which ideas not to pursue. As an admissions officer at Harvard, you decide which students not to admit. As a student, you decide which classes not to take. The list goes on forever.

I have a friend who was classmates with Sergey and Larry back in the late 90's, and he heard about the opportunity to join the duo in a weird search indexing startup. Like most of his classmates, he took a pass. Many of you are probably thinking, "WHY WOULD YOU PASS ON SUCH AN AWESOME COMPANY?" Well, everybody has a startup! Everybody is doing their own thing, trying to attract other people. There was no way for the students to predict which startup was the one worth joining. Instead, they decide which ones not to join because it's a much easier task.

Bessemer Venture Partners, a well known venture capital firm, has a publicly displayed anti-portfolio. It lists all of the amazing companies that include the likes of eBay, Google, HP, and Apple that the venture firm decided NOT to invest in. This just comes to show that not even the best venture firms are always able to see future success.

Bessemer Venture Partners is perhaps the nation's oldest venture capital firm, carrying on an unbroken practice of venture capital investing that stretches back to 1911. This long and storied history has afforded our firm an unparalleled number of opportunities to completely screw up.

A venture firm that's able to showcase an anti-portfolio must be incredibly secure with itself. They get thousands of business plans per year and can only invest into a select few. If you don't get a pass, it doesn't mean failure. But if your team sucks (just as many of mine have in the past,) you're destined for failure before you even brainstorm your idea. Bessemer Venture Partners can't possibly look at each startup in heavy detail because it's unproductive. Just like college admission officers, they weed out the majority and focus on only the one's with most potential.

But bottom line? Success is unpredictable, but failure is much easier to spot. If you're in the position of making a choice, first focus on what not to choose.

Jessica Mah is a 17 year old entrepreneur, blogger, and sophomore in college. She's currently the founder of a startup, managing editor at Startupism.com, and Jessicamah.com.