Pre- and Post-IPO Compensation and Leadership Consulting
We help boards and management teams in dynamic and fast-paced industries create innovative strategies that align compensation with talent management.
Solutions for Early-Stage Companies
Pearl Meyer’s senior consultants are passionate about working with early-stage companies across a variety of high-growth sectors. Our industry experience supporting both public and private companies across their business life cycles gives us the insight and expertise to apply a long-term vision to compensation and leadership planning.
How We Partner with You
Our experience speaks for itself.
We are your trusted advisor
We help companies that are successful in creating innovative business models maintain a competitive advantage as they grow with compensation and talent management programs that are aligned with their long-term vision and promote value creation.
Our team understands the challenges
What serves a nascent private company well may not scale after going public. Our experts have seen and taken the journey with clients as they transition for growth into maturity.
You get tailored solutions
At the start of each client relationship, we consider your unique business strategy and competitive differentiators to guide holistic solutions—with one goal—to position your organization for success.
Approach & Partnership
Understand
your key business drivers and your mission, vision, and organizational culture.
Evaluate
the external environment.
Execute
Core committee responsibilities: compensation, leadership, and communication.
Drive
Key outcomes: a high performance leadership culture and exceptional business results.
WHO WE WORK WITH
Strategies to support value creation for early-stage companies.
Learn more about our high-growth industry expertise.
Venture-Backed Organizations: Pre- and Post-IPO
Pearl Meyer offers portfolio companies and their owners an unparalleled level of expertise in designing compensation programs that help you keep your best talent and protect your capital investment. Our goal is to guide your compensation strategy through each stage in preparation for an IPO or other exit event and partner with you post transaction.
Life Sciences
Whether your company is focused on a new therapeutic or equipment that allows a hospital unit to run more efficiently, our consultants are experienced in understanding the nuance of individual businesses and their long-term strategy. We translate that knowledge into executive compensation programs that produce desired results.
Technology
Pearl Meyer works with public and private companies in the technology industry who face the challenges of a fast-paced environment where retaining and rewarding the best and brightest while motivating them to succeed is critical to survival. We create compensation strategies that align your business and talent strategy to ensure you reach your long-term goal of value creation.
We help early stage, high-growth organizations create compensation and leadership strategies that deliver exceptional business results
Learn about how we can help you.
Get in touch with us.
Insights and Ideas for Managing Change
Navigating Dodd-Frank Disclosure Requirements if You’re a Smaller Reporting Company or Emerging Growth Company
Advisor Blog
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What to know about pay vs. performance and other disclosure rules if your company is an SRC or an EGC.
Founder Compensation: The Data Only Take You So Far
Advisor Blog
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Understanding how your founder situation differs from the average is at the heart of establishing the right market reference point.
Private Company Director Compensation: Securing High-Caliber Board Members
Advisor Blog
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Private company boards need expert directors just as their public company counterparts do; here’s what to do when market data for private board pay is scarce
IPO Equity Awards: What’s the Message?
Advisor Blog
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What happens to one’s pay at the time of a transaction is not intuitive and requires clear communication
Updating Board Compensation Practices Post-IPO
Ask the Expert Interview
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There are unique considerations for director pay after a company goes public.
Timing Considerations for SPAC Equity Grants
Advisor Blog
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Why it’s critical to carefully evaluate the timing of any transaction equity awards.
Ready, Set, IPO: A Three-Part Plan for Executive Compensation
Article
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An IPO means major change for your pay programs and corporate governance; we outline three key areas that can help structure the planning process.
Executive Compensation in a SPAC Transaction—By Failing to Prepare, Are You Preparing to Fail?
Article
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Special Purpose Acquisition Companies are a booming trend; here are multiple points to think about from an executive compensation perspective.
The First Year of Say-on-Pay for Life Science Companies: How to Plan Ahead
Article
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What to expect as your company exits emerging growth company (EGC) status and faces its first say-on-pay vote.
Pre-IPO Compensation: Balancing Market Data with the Magic of a Start-Up
Video
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How to create a compensation program that is public company-compliant, but doesn't lose the innovative essence of the organization.
Pre-IPO Compensation: Managing Internal and External Parity and the Influence of Culture
Video
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Companies going public have to balance cultural and governance considerations when developing their future executive compensation practices.
Executive Compensation Checklist for Pre-IPO Companies
Article
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The definitive executive compensation checklist for private companies transitioning to the public sector.
Strategy-Driven Consulting
We believe in the power of connecting compensation and leadership strategy to help our clients enable and reward individual and organizational success.
Survey and Governance Data
Pearl Meyer is a powerhouse of both survey and proxy data. Our survey team produces over 50 annual compensation surveys and our partner, Main Data Group, offers public company governance and compensation data.