Exit Strategy Alignment
● Two company founders planning a 5-year exit through strategic acquisition – need executive team pay plans to best position for the event.
A pair of company founders were planning a 5-year exit through strategic acquisition. They needed pay plans for the executive team to best position for the event. Ascend helped craft the set of wealth-sharing and retention mechanisms to support a successful deal. Doing so enabled re-negotiation of a hodgepodge of executive employment agreements to drive one and all toward a lucrative exit. Of interest: implementing new pay programs enabled renegotiation of agreements for employment, non-compete and non-disclosure to terms more favorable for the company and in full alignment with the exit strategy.
A good-hearted & generous founder of a rapidly-emerging start-up needs help - had formally & informally promised ownership to tech experts & leaders over the years but had over-committed.
How does an ESOP meet employee investor goals to bring its executive compensation governance, methods, and level of transparency up to the highest standards?
Two company founders planning a 5-year exit through strategic acquisition – need executive team pay plans to best position for the event.
What is fair & competitive pay for one or more owners who are also active executives?
How does a growth-driven business services firm structure larger aggressive bonus opportunities with target executive salaries 15% or so below market - for an effective & competitive total cash package?