Startup Equity: In Conclusion (Part 14 of a 14 part series)

Mar 15,2017March 15, 2017
By In Articles, Base Pay / Salary, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, 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

It feels odd to be wrapping up this series on Startup Equity. I started the series almost six-months ago, and...

Startup Equity: But Can’t I Pay Less Cash? (Part 12 in an n part series)

Feb 22,2017February 22, 2017
By In 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, 2017
By In 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 , , , , , , ,

It is readily accepted that an IPO is Nirvana to a startup. Of course, a fantabulous acquisition will also work...

Startup Equity: Three Crucial Variables (Part 9 of an n part series)

Jan 23,2017January 23, 2017
By In Articles, Communication, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags , , , , , , , , ,

Startup equity has approximately a gazillion moving parts. But three of these variables are far more important than all of...

Startup Equity: No. They Don’t Get It. (Part 8 of an n part series)

Jan 11,2017January 11, 2017
By In Articles, Communication, Compensation Plan Design, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags , , , , , , ,

During a recent presentation I did for industry professionals, an attendee claimed that his employees didn’t need additional education on...

LinkedIn, Microsoft and “Stock-based Compensation”

Jun 17,2016June 17, 2016
By In Articles, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, Restricted Stock, RSU, Stock OptionsTags , , , , , , , ,

I just had someone send me an article titled “REASON BEHIND THE MICROSOFT-LINKEDIN DEAL”. The premise behind that article is...

How Will The New Overtime Rules Affect You?

May 18,2016May 18, 2016
By In Articles, Base Pay / Salary, Bonus, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Job Structures, Performance Units, Restricted Stock, SAR-Stock Appreciation Rights, Stock OptionsTags , , , , , , , , , , , , , ,

Is your mind already racing about how the new overtime regulations will affect your company? The media is buzzing about...