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11 results for “employee benefits”
what the compensation packages cost for our traders who execute this, even though we I think we pay them in a well in a manner that that they're happy and motivated and it's reasonable and competitive, that compared to management fees on a similar am
47:15 / 48:19
from transcript47:15 – 48:19
We have been the lowest cost provider for three or four of the last five or six years per CEM. Our costs on average are about half those of our peers. And does that mostly come from that internal management piece? That's a big part of it. And the oth
46:25 / 47:37
from transcript46:25 – 47:37
That said, the level of compensation is generous. It is substantial, and the caliber of professionals that we can hire with that overall level of compensation, I think, very clearly allows us to run the investment strategies that we do. Are most of t
49:32 / 50:32
from transcript49:32 – 50:32
between our private equity and our credit group, and there's a natural synergy there where they're in the same areas. You obviously have to be careful with information at times. The level of connectivity between our credit and our private equity team
24:38 / 25:46
from transcript24:38 – 25:46
And that's where you have most oftentimes record keepers that are administrating a four zero one k have a managed account platform right adjacent. And there, they're already starting to add alternative private market options, evergreen wealth vehicle
23:59 / 25:01
from transcript23:59 – 25:01
what the compensation market is, the labor market is, you know, to get a talented person and tell them that you're going to be unleashed in this wonderful place that's going to, you know, you're going to get to do what you think makes sense and creat
50:58 / 52:05
from transcript50:58 – 52:05
plans called PEPs or pooled employer plans, which is an alternative to a four zero one k. So plan sponsors, instead of administrating their own four zero one k, they can actually outsource it to either an investment consultant or an RIA. It's already
24:30 / 25:45
from transcript24:30 – 25:45
are competitive folks, but they're competing on producing the best possible returns subject to making themselves, as I said, silly rich, as opposed to just trying to make themselves as rich as possible, subject to producing good enough returns that t
50:14 / 51:17
from transcript50:14 – 51:17
how do you hire and retain the people you want? How has that played out over the last several years? Yeah. Nothing sharpens the mind like compensation. This will always be a challenge. We don't pay carry. We don't have the same pay structure as a gen
25:30 / 26:38
from transcript25:30 – 26:38
“How one conversation about the internet's potential launched an HR tech revolution”
...employee benefits. And he talked about how the Internet could solve the admin problem, the employee engagement problem, and the data problem. And I was hooked. And, I mean, to this day, it's really go
5:44 / 6:17
founder story5:44 – 6:17
...benefit. You could go to Uber. You could go to a lot of these companies and say, hey. By the way, we offer this service for your employees that will be liquidating or exercising their options or all of a sudden, whatever it may be, and they have a lo
31:30 / 32:46
from transcript31:30 – 32:46
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