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New Radford Data Suggests the War for Talent in China Could be Cooling Off, But Just a Little

The technology sector in China continues to attract massive levels of investment, making it one of the most opportunity-rich markets for entrepreneurs, companies and workers alike. Yet, new workforce trends data from Radford suggest the competition for talent may be slowing down. We examine why.

When It Comes to Sales Compensation, Three Key Issues Are Top of Mind for Sales Leaders

We recently met with Silicon Valley sales leaders to discuss the three biggest compensation challenges they face when trying to drive rapid, but sustainable growth. For most, it boils down to aligning plan design to stage of growth, creating strong job definitions to support effective benchmarking and quota management.

What Keeps Talent Leaders Up at Night? It Isn't Job-Killing Robots. It's the Death of Culture.

We recently connected with technology talent leaders to discuss the future of work, maintaining culture in the face of hyper-growth, and accelerating innovation through people in the face of unrelenting technological change. Everyone agreed these challenges are significant, but ones worth embracing vs. avoiding. To learn more about how these leaders plan to tackle the future, read on.

Lessons from Copenhagen: Getting Incentive Compensation Right across Global Markets

Business is booming in the Nordic life sciences market, attracting new sources of foreign talent in the process. For HR leaders, this makes managing rapid workforce change, high levels of employee turnover and incentive plan design as challenging as ever. At our recent event in Copenhagen, Denmark, we met with our clients to discuss these very issues.

Russia’s Economy Has Stabilized, Affirming a Stay-the-Course Approach to Employee Pay

When economic uncertainty and rapid inflation jolt a market, it's tempting to make quick adjustments to compensation to ease employee concerns. However, as Russia’s stabilizing economy shows, adjusting pay to match inflation rates or pegging salaries to foreign currencies often doesn’t pay in the long run.

Is Your Sales Compensation Plan Paying for Performance? Take These 3 Steps to Find Out.

How do you know if the design of your sales compensation plan is generating good pay for performance outcomes? Our new article outlines three analysis-driven steps you can take to find out.

US Companies Extend More Benefits to Their Part-Time Employees

The use of contingent and part-time workers is rapidly on the rise, forcing technology and life sciences companies to rethink their approach to total rewards for these types of employees. To explore this trend, we compared data from the Radford US Benefits Survey in 2009 and 2016 to highlight where benefits offerings for part-time employees are becoming more prevalent.

Designing Innovative Long-Term Incentives for Executives at Newly Public Companies

In this job market, executives who’ve led companies through a successful IPO are a hot commodity. Read our latest article for advice on delivering post-IPO equity awards that keep top executives engaged while delivering pay-for-performance accountability to shareholders.

Following Snap’s IPO, We Met with 40 Private Technology Companies to Discuss the Competition for Talent in Today’s Hot Market

On the heels of Snap’s impressive IPO, Radford hosted its annual meeting for private technology companies. We discussed the state of the IPO market, today’s hyper-competitive hiring environment and strategies for scaling fast. Read our recap article to learn what’s top-of-mind for HR leaders at some of Silicon Valley’s hottest startups.

To Attract Candidates With Hot Skills, Should Tech Companies Create Specialized Job Titles?

Current demand for data scientists, agile programmers and engineers with cloud computing experience highlights a familiar challenge at technology companies: how to attract top candidates with hot skills and benchmark their pay? Our clients often ask us if they should pay a premium or create new job titles to accommodate in-demand skills. The solution often lies somewhere in between.

UK Gender Pay Reporting Law Provides an Opportunity to Strengthen Rewards Programs

In an effort to close the gender pay gap, the UK government’s Gender Pay Gap Reporting Regulations go into effect in April 2017. Our new client alert provides tips for compliance as well as voluntary measures all companies can take to proactively address potential inequalities in their rewards programs.

How to Approach Peer Groups below the C-Suite

Developing peer groups for non-executives and executives isn’t an apples to apples exercise. When looking at your broader employee population, market dynamics, such as industry convergence, telecommuting, and casting a wider geographic net to fill hot jobs, requires you to have a deep understanding of regional pay differences and practices.

Tech Startups Embrace Bonus Plans but Design Features Change with Revenue Growth

As pre-IPO companies generate more revenue, they are more likely to make changes to their short-term incentive plan targets, eligibility levels and performance measures. Using our database of private technology companies in the Radford Global Technology Survey, we explore the latest plan design trends as well as questions companies should ask themselves when considering whether to implement or change their bonus plan.

CEO Pay Ratio Rule in the Crosshairs of Congress, SEC; Relief Could be Slow

The future of the Dodd-Frank CEO pay ratio rule grows less certain by the day. The SEC recently opened a 45-day comment period for issuers to report on difficulties encountered while trying to comply with the rule. The agency said it was considering delaying or amending the disclosure, and meanwhile, Congress is working toward a full repeal. But the clock is ticking until the rule goes into effect on January 1, 2018.

Four Steps to Tackling the CEO Pay Ratio Rule

In preparation for CEO pay ratio disclosures to begin in 2018, we outline four major steps companies can take to ensure disclosure and communication processes address every stakeholder perspective.

In Calculating Your CEO Pay Ratio, Relativity to Peers is the New Math

In preparing for the CEO pay ratio rule, comparing how your pay ratio compares to a set of industry peers is the analysis most shareholders will likely make. Using our extensive survey data, we show how ratios differ within the technology and life sciences sectors by industry as well as revenue size and workforce location.
 

Austin, Denver Take Lead in New-Hire Salary Growth for Product Development Engineers

Silicon Valley isn't the only place where the market for technical talent is red hot. In fact, base salaries for new hires are rising faster in a number of other technology hubs across the US. Our latest article examines multi-year trends in key markets and explores what these trends mean for talent-hungry technology companies.

Pay Differences in the UK Technology Sector Highlight the London Premium

When benchmarking pay to determine the competitive job market in countries that have especially powerful economic or industrial hubs, it's important to take a periodic review of regional pay premiums to see how much they are changing. Following up on our research from nearly three years ago, we revisit regional pay differences among UK technology companies and find the premium commanded in London is stronger than ever.

How to Get C-suite Buy-in on Your New Sales Plan

In the November 2016 issue of WorldatWork's Sales Compensation Focus newsletter, Radford's Scott Barton discusses how to effectively communicate with and achieve support from the C-suite when making changes to your sales compensation plan.
 

How Will the Changes to ASC 718 Impact the Way Your Company Expenses Its Equity Awards?

On March 30, 2016, FASB released the final version of the updates to Accounting Standards Codification Topic 718: Compensation-Stock Compensation (“ASC 718”). The update includes an option on how a company may account for forfeitures in its expense amortization.

ISS and Glass Lewis Issue Final 2017 Policy Updates

ISS and Glass Lewis have both released their final 2017 policy updates. Key changes include amendments to director pay and governance policies in the US, and pay-for-performance and director grant policies in Europe and Canada. Read our full analysis in our new client alert.

ISS Adds Metrics to Qualitative Say-on-Pay Screening, But Not All Industries Will Benefit

ISS has added six new financial metrics to its qualitative pay-for-performance assessment. While many of our technology and life sciences clients will welcome a more diverse view on measuring performance relative to pay, pre-commercial biopharma companies won’t find these new metrics a relevant measurement of company success. In this client alert, we discuss actions companies can take now to prepare for changes in the upcoming proxy season.

Scaling Your Sales Compensation Plan for High Growth Business Opportunities

As your business begins to scale rapidly, it can be a challenge to take your existing sales team and sales incentive plan along for the ride. In this article, we examine how sales roles and incentives evolve by stage of development, and we offer a 7-step process of approaching the redesign of your sales compensation plan.

ISS Releases Proposed Policy Updates; Excludes Changes to US Executive Pay Issues

ISS just released its proposed 2017 policy updates, and while it appears that ISS has punted on a number of executive compensation issues in the United States, the firm is proposing a number of compensation changes in Europe and Canada. Read our summary of the policy updates and submit your comments to ISS by November 10.

Not all Sales Plans are Created Equal. Effective Employee Communication Is.

In the September 2016 issue of WorldatWork's Sales Compensation Focus newsletter, Radford's Scott Barton discusses how to get buy-in from your sales team when rolling out a new sales compensation plan.

Results from ISS' Annual Policy Survey Show Support for Alternative Performance Metrics

ISS' 2016 Global Policy Survey asked questions on a range of issues, from executive and director pay to dual-class share structures for IPOs. In our new client alert, we examine all of the potential policy changes that could have the biggest impact on our clients in 2017 and beyond.

More Technology and Life Sciences Companies Are Turning to Market-Based Salary Structures

When thinking about the right approach for establishing employee salaries, many of our clients in the highly-competitive technology and life sciences sectors are embracing market-based salary structures. This method allows hiring managers to keep a pulse on the market while adhering to acceptable upper and lower limits set by the company.

New Overtime Rules are Almost Here; Understand Your Options

Companies can adopt a number of approaches to comply with new federal overtime rules in the United States, which go into effect at the end of 2016. Our new article discusses your options, weighing the pros and cons of each, and provides a roadmap for executing an effective employee communications plan discussing the changes you make.

2016 Say-on-Pay Review: Technology Companies Receive Steady Support From Shareholders Despite Lower Performance

As executive compensation planning season kicks off, and another proxy season looms, our consulting team decided to take a look back at this year’s Say-on-Pay results for technology companies, including insights on key lessons learned from companies facing high levels of shareholder opposition.

2016 Say-on-Pay Review: Life Sciences Companies Receive Increased Shareholder Support Even as Volatility Climbs

The life sciences sector continues to face high levels of market volatility, which could impact next year’s Say-on-Pay results. With this in mind, our consulting team decided to take a look back at this year’s Say-on-Pay results for life sciences firms, including insights on key lessons learned by companies facing high levels of shareholder opposition.

 

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