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13 results for “employee compensation”
...to offset the employee stock compensation and the corresponding tax bill associated with it. If I'm understanding correctly, it's not necessarily pure secondary in nature where the employees are cashing out. Maybe that is to some extent, but it is wh
1:05:59 / 1:07:06
from transcript1:05:59 – 1:07:06
...compensation would work. So you have a sign on bonus, perhaps. You have a cash salary, which may be actually a bit lower, but then you get a lot of equity on top. So I don't believe these are all pure cash offers. You get a lot of equity on top. Usua
3:42 / 4:55
from transcript3:42 – 4:55
tend to have more skin in the game, tend to wanna stick around and see that success happen. Those are the types of people I want working for me if I wanna be a very competitive organization. I have started to have these conversations with a couple fo
12:00 / 13:01
from transcript12:00 – 13:01
...across a a team of just a handful of folks. Again, Fortune five hundred. But the alternative was lose them to competitors and have the stock drop after the CEO made announcements publicly in their earnings calls. And so they don't know that it may ha
12:29 / 13:49
from transcript12:29 – 13:49
...of potential employees, it is a bit binary. It's you offer equity or you don't offer equity. I guess my hobby horse is really as somebody who wants to work in the industry and get equity, it's so important for potential employers to educate themselve
27:36 / 28:45
from transcript27:36 – 28:45
...employee equity, which I thought is really interesting, is the fact that because employee equity vests, a lot of it comes back to the company. This is the hidden, unspoken, unsexy, sometimes negative part of employee equity. So first off, I am in fav
44:49 / 46:03
from transcript44:49 – 46:03
...employees these days aren't staying at a company for four years in their first role. And so if you're going to a role that does have equity, you need to take into consideration, hang on a minute, how much of that equity you're actually gonna get and
26:39 / 28:06
from transcript26:39 – 28:06
...compensation and equity structures in general, and if things are changing. You mentioned some of the sort of, you know, don't try to innovate too early. But as we get to maybe some of the later stages, maybe some of your, you know, more alumni compan
25:28 / 26:38
from transcript25:28 – 26:38
...compensation and how you've evolved your I mean, started out as a search fund. Right? A rigid mode to that. How'd the company's approach to equity compensation evolve over time as you're bringing in these a players? This is where
1:46:29 / 1:47:30
from transcript1:46:29 – 1:47:30
...employees because they're not gonna make up a bigger portion of your headcount. But, hey, we candidly haven't seen that much change in it over the last few years. So just the the final insight that I I saw you share about ESOP or employee equity, whi
44:12 / 45:15
from transcript44:12 – 45:15
setting incentives for people to get the outcomes that you want? Fairly complex structure. I don't know if this will disappoint you, but we don't. Everybody is paid a fixed salary. No variable pay, no stock grants, nothing. They can choose to invest
56:57 / 58:15
from transcript56:57 – 58:15
...you're not gonna make everyone happy.
53:53 / 55:03
from transcript53:53 – 55:03
...non employee options. But, historically, you would have a ninety day window where you would have to decide what to do with them. And I do see more startups now trying to move to actually ten years to exercise instead of nine years to exercise after l
26:09 / 27:22
from transcript26:09 – 27:22
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