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Compensation Consultants for
Smaller Publicly Traded Companies

Is your company seeking specialized advice
on a variety of executive compensation issues? 

The POE Group can help.
Our firm understands the unique challenges faced by
small-cap companies, and we use our 25+ years of
experience to provide valuable insight and direction
for our clients.

Small Cap, Emerging Growth –
We Provide Expert Compensation Strategy
for Smaller Publicly Traded Companies


Now more than ever, small-cap firms are using compensation design to drive better company performance

What are the compensation planning challenges facing your small-cap company? 


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.

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. 

Glass Buildings

Do You Have Comp Questions About Your Small-Cap Firm? 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 813-546-8628 to speak directly with Joe Kager, Managing Consultant of the POE Group.

Joe Kager, CCP

POE Group Managing Consultant

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

Further reading for Small-Cap Companies Seeking Compensation Solutions

POE Group Blog:  Compensation in Family Owned Businesses: A Touchy Subject


POE Group Blog:  Think Public in Designing Private Company Pay Programs


Chief Executive Magazine:  How to Win the War for Executive Talent at a Family Controlled Company

Harvard Business Review:  Managing the Trickiest Parts of a Family Business

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