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Startup Equity: Staying Private in a Public World (Part 11 in an n part series)

By 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 Options

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

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February 13, 2017February 13, 2017

Startup Equity: What About Performance? (Part 10 of an n part series)

By adminIn Articles, Compensation Planning, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, RSU, Start-up Pay

“But, how do I make sure that the person is a great performer before I am forced to give them...

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February 2, 2017February 2, 2017

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

By adminIn 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 Options

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

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January 23, 2017January 23, 2017

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

By adminIn 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 Options

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

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January 11, 2017January 11, 2017

Startup Equity: The Most Common Mistake (Part 7 of an n part series)

By adminIn Articles, Bonus, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock Options

Here is my 2017 gift to you. I truly believe that equity compensation helped build the technology industry, and therefore...

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January 3, 2017January 3, 2017

Startup Equity: Isn’t It Refreshing? (maybe not) – (Part 6 of an n part series)

By adminIn Articles, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Other Rewards, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Start-up Pay, Stock Options

The historically long periods between the startup and “big event” for companies has given rise to many issues that were...

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December 14, 2016December 14, 2016

Startup Equity: Synthetic Equity or Sharing Without Sharing (Part 5 of an n part series)

By adminIn Articles, Bonus, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock Options

When you hear “equity compensation” and startups, you immediately think of stock options. More recently RSUs (restricted stock units that...

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December 6, 2016December 6, 2016

Startup Equity: Comparing Your “Currency” to a Competitor’s (Part 4 of an n part series)

By adminIn Articles, Bonus, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock Options

Comparing base bay is relatively easy, equity not so much. A dollar is a dollar. And, if a dollar isn’t...

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November 28, 2016November 28, 2016

Startup Equity: Why are VCs Getting so Stingy with Equity? (Part 3 of an n part series)

By adminIn Articles, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock Options

Does this familiar? You had a great idea and turned it into a company. Somehow you got to the point...

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November 17, 2016November 17, 2016

Performensation, LinkedIn and Profinder

By adminIn Articles

2006. I had resisted the move to social media. It seemed frivolous, even though I love new things. Then I...

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November 11, 2016November 11, 2016

Startup Equity: 409A vs Investor Value (part 2 of an n part series)

By adminIn Articles, Equity Compensation, ESPP, Executive Compensation, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options

We have all seen the headlines, “XYZ receives $100M in funding at a $3B valuation.” We seldom see the “other”...

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November 9, 2016November 9, 2016

%-#-$ – Startup Equity: It’s Enough to Make You Swear!

By adminIn Articles, Communication, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options

Figuring out the right amount of equity compensation at startups is a challenge. How much should I grant? How big...

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October 26, 2016October 26, 2016
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