Bonus plan design can impact the performance of early-stage biotech companies. Here are some core principles.

Survey results from 46 financial companies outlining their expectations for executive compensation programs in 2025.

Are proxy advisors, investors, and issuers beginning to think differently about PSUs?

How the compensation committee can help infuse technology proficiency and optimization into the fabric of the organization.

Information from 219 companies centered on year-end 2024 and pay projections for 2025.

In this client alert for Pearl Meyer’s Inner Circle, we examine some of the potential legislative changes being discussed, and how they may impact the executive compensation landscape.

Reflecting on 2024 and guiding committees into the new year and a new proxy season.

Pay transparency is more than a regulatory requirement; it impacts fundamental aspects of organizational performance and culture.

Practical advice for helping your board get ahead of issues related to internal succession, PSUs, non-financial metrics, executive departures, and effective CEO evaluations.

Timely data on how companies of all sizes and ownership types are approaching executive compensation and incentive plan design.

Initial US salary budget estimates for 2025 based on consistent input from clients and colleagues.

A well-designed peer group can provide context beyond “How much do we pay?” and “How do we pay it?”