Counsel, VLP Law Group focusing on emerging growth companies.
Head of business development for J.Thelander Consulting, which provides statistics, analysis, trends and strategic compensation consulting to established and emerging client organizations.
16-plus years experience advising companies and their founders, with a particular focus on pre-IPO companies, through varied transactions, including equity compensation plan adoption, complex financings, mergers and acquisitions, and initial public offerings.
Corporate and securities attorney at Wilson, Sonsini, Goodrich& Rosati, working in both the Palo Alto and Seattle offices.
Served as corporate counsel for Mozes, Inc. (acquired by HelloWorld, Inc.).
Emerging privately-held, for-profit companies often don’t establish a compensation philosophy for their executives, and consequently their entire employee base. Without a sound and competitive compensation structure, your company will struggle to recruit and retain talented leaders and and key employees.
Effective compensation plans are based on reliable and timely data. There is plenty of information available about corporate compensation, but there is also a lot of low-quality data. It is critical to identify high-quality data that fits your industry and your developmental stage.
It is usually money well-spent to purchase the data you need to understand what’s happening in compensation in your industry sector. But when you’re building a compensation plan, you also need to know how to use the data. You need to understand which data is relevant to your company’s financing level, philosophy, goals, HR structure and growth strategy. You can't competently assess your company's plan against your competitors without access to relevant, sound and comprehensive compensation data.
When looking for survey data and compensation expertise, keep these considerations in mind:
The best compensation surveys are those that benefit from relationships established over the years with hundreds of companies. Our data, for example, reflects responses from more than 1,000 companies in technology, biotechnology, medical devices and clean energy.
You want outside expertise that can provide data that is relevant to your company and industry, then help you understand what is most relevant and why.
Look for compensation consultants who want to build a continuing relationship with your company, who want to help you define your company's compensation philosophy and goals, then continue to support you throughout your company’s growth.
Your company is unique, so your compensation infrastructure should reflect that. As early as possible in your company’s life, you should put a compensation infrastructure in place. It will be critical as you seek to court sophisticated investors, be acquired, or undertake an IPO.