Startup Equity: But Can’t I Pay Less Cash? (Part 12 in an n part series)Feb 22,2017February 22, 2017By adminIn Articles, Base Pay / Salary, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options This series of articles has covered a lot of ground, but this particular article touches on a critical component that...
Startup Equity: Staying Private in a Public World (Part 11 in an n part series)Feb 13,2017February 13, 2017By adminIn Articles, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation philosophy, equity compensation, executive compensation, Incentives/Bonuses, pay, startup, stock/equity compensation, total rewards It is readily accepted that an IPO is Nirvana to a startup. Of course, a fantabulous acquisition will also work...
Startup Equity: What About Performance? (Part 10 of an n part series)Feb 02,2017February 2, 2017By adminIn Articles, Compensation Planning, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, RSU, Start-up PayTags equity compensation, executive compensation, Incentives/Bonuses, pay, pay for performance, performance awards, performance based equity, PSU, startup, stock options RSU, stock/equity compensation, total rewards “But, how do I make sure that the person is a great performer before I am forced to give them...
