Showing 109-120 of 1099 Results
Article
Implications of Glass Lewis’ Updated Pay-for-Performance Methodology for Life Sciences Companies
The new methodology underscores a continued shift in pay governance – and places early-stage life sciences companies in a difficult position.
Article
One-Size Doesn’t Fit All: Customizing Executive Compensation Across Diverse Tech Business Models
Ignoring a tech company’s unique business model can misalign incentives, weaken shareholder value, and drive talent away.
Advisor Blog
Bank Board of Directors’ Pay, Policies, and Practices in 2025
Highlights and data from the bi-annual survey on bank directors’ compensation levels and practices.
How Systems Are Attracting Exec Talent in a Competitive Market
“There is less margin for error,” said Alexander Yaffe, managing director at Pearl Meyer.
Article
The Basics of a Short-Term Incentive Plan
A well-crafted STI plan is a powerful tool for focusing leadership attention, reinforcing strategic priorities, and translating operational performance into pay outcomes.
Pearl Meyer Expands Executive Compensation Practice with Two New Managing Directors
Pearl Meyer is pleased to welcome two new managing directors to its growing executive compensation consulting practice. Patrick (Pat) Haggerty and Eric Myszka bring deep technical knowledge and experience advising boards and senior management teams across a wide range of industries.
Webcast
Prepping for the Fall: Top Takeaways from the Proxy Season
Analysis for compensation committee members of key findings and unexpected developments from the most recent proxy season.
Advisor Blog
A Decade of Compensation Trends in Cyber Security
Insights from Pearl Meyer’s Cyber Security, AI, Robotics and Data Science Salary Survey
Article
Yes, CEO Security Prevalence is Increasing
As the executive protection landscape evolves, boards should take a proactive, measured, and transparent approach to CEO security.
CHiPS One World Compensation Survey
US and global compensation information for employees in R&D, engineering, IT, sales, and core support (communications, finance, HR, legal, etc.) functions.
Article
Why Compensation Committees Should Care About Holding Power
Using holding power as a strategic indicator of the compensation program’s health can ensure that it truly supports retention and long-term shareholder value creation.
After A Flush Year for CFO Pay, What’s Next?
“When there’s a more pessimistic or negative economic outlook, it tends to put a dampener on increases in pay for the executive team,” said Matt Turner, president of executive compensation at Pearl Meyer.