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Executive Compensation Consultants

 
The POE Group brings clarity to your compensation strategy 
so that your organization can better attract, retain, reward and
motivate top leadership talent.

We understand the challenges of designing, implementing and managing compensation plans – and will simplify the process for your company.

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Now more than ever, organizations
need compensation structure which aligns with their company goals and leadership strategy.

How can our executive compensation consultants help your business? 

 

Publicly traded companies may require specialized advice on executive compensation issues, such as SEC reporting, peer group selection, corporate governance, applying discretion in incentive plan payouts, employment contract development, say-on-pay vote response, or an additional request for equity from shareholders. 

 

Non-employee directors at public companies have accountability for ensuring appropriate compensation policies and practices regarding these issues are in place at their companies. An outside consultant can provide the expertise to assist directors in meeting these responsibilities.

Nationally recognized provider of
compensation advisory services for:

  • Fortune 1000 Companies

  • Small Cap Companies

  • Privately Owned Companies

  • Family Owned Businesses

  • Not-For-Profits

  • Startups & Emerging Growth

  • Senior Leadership and Executive Management

  • Compensation Committees and Board Members

  • Human Resource Teams

When should you engage a compensation consulting firm?

 

Smaller public companies can benefit from engaging a compensation consultant if they encounter new challenges with existing plans or are looking for new plans to address evolving employment challenges. You may also want to seek out a new consultant if your current one is not meeting your needs.

Compensation Strategies for Emerging Growth Companies

 

We have also worked with  ‘emerging growth companies’ (EGCs) to manage their reporting SEC requirements and prepare for the additional level of disclosure that is required once EGC status is lost.

 

If your company qualifies as an “emerging growth company,” it may choose to follow disclosure requirements that are scaled down for newly public companies. 

 

Emerging growth companies are permitted to include less lengthy narrative disclosure than required of other reporting companies, particularly regarding executive compensation.

 

In addition, EGC companies may choose to limit their Summary Compensation Table to disclose compensation only for the two most recent fiscal years (rather than three) and may also opt to provide disclosure only for the CEO and two other named executive officers (instead of five). There also is no say-on-pay vote for EGC firms and therefore no executive pay review by the proxy advisors (e.g., ISS and Glass Lewis).

 

These companies may face challenges in preparing their compensation programs for the additional scrutiny that goes along with the expanded disclosure requirements once ECG status is lost.

 

We have helped many companies adjust their executive pay programs so that they are viewed more favorably by proxy advisors. We also advise on the necessary changes to proxy disclosures. 

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Do You Have Questions About Executive Compensation ? Talk to Joe.

We know that compensation can be complex,
but we're here to help. Let's talk today with
Free 30-Minute Consultation.

Call 813-661-3111 to speak directly with Joe Kager, Managing Consultant of the POE Group.
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Joe Kager, CCP

POE Group Managing Consultant

We work with companies, large and small, across all industries and throughout the United States.