“Employers are trying to ensure that they can be as appealing as possible to candidates,” said Bill Reilly, managing director at Pearl Meyer. “The dynamic has shifted for people to look more holistically at the entire employer experience.”

"Even though tech companies have made an effort to control costs in the second half of this year, many have also increased their employees' compensation in some form over the last six months, most often through equity grants," said Aalap Shah, managing director at Pearl Meyer.

“Communication will play a big part in companies’ clawback strategies because the plan applies to compensation from current or former executives that was paid during the three years before the time that a restatement was required,” said Deborah Lifshey, managing director, Pearl Meyer.

“For the raft of new pay transparency laws to have a sustained impact, companies will need to inject other measures of transparency … that means being open about employees’ room for growth within the company, as well as their potential career path,” said Beth Florin, CEO at Pearl Meyer.