Due to the global shortage of AI talent, companies must offer competitive rewards to attract and retain these professionals.

Nom/gov chairs have taken on more responsibilities but haven't seen the same pay increases as other committees.

As the technology and life sciences industries converge, it’s important to understand the compensation norms, expectations, and motivations of talent from both sectors.

Three key approaches for compensating directors on special committees.

A potential increase in domestic production may boost oilfield service activity, making it essential for companies to review compensation programs.

The oil and gas industry faces unique challenges and scrutiny, making it essential for companies to use the CD&A to clearly communicate executive pay strategies.

Pearl Meyer’s 2024 banking compensation surveys provide essential data from 660 financial institutions to help employers navigate compensation decisions.

Questions for your committee to discuss as ISS looks closer at the disclosure of performance-based equity incentives.

What public companies need to know about each advisor’s explicit, material changes in how they plan to evaluate executive pay programs.

The cost to hire and retain difference-making talent makes an aggressive jump.

Data from 84 representative companies provides insights and projections for 2025.

Survey results from 51 financial companies outlining 2024 year-end pay determinations and Fiscal 2025 compensation planning.