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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.

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.

Down Rounds are on the Rise, Forcing Pre-IPO Firms to Explore New Retention Strategies

As more pre-IPO companies face down investment rounds and falling valuations, it's incumbent on HR leaders to explore new retention strategies, including underwater option exchanges, special equity awards, retention bonuses and formal bonus plans. Our new article weighs the pros and cons of each of these measures.

Private Companies Redesign Their Employee Equity Plans as IPOs Near

Our latest study of shifts in compensation plans before and after technology and life sciences go public reveals interesting insights into pay strategies and reflects perceptions of good governance in the public markets.

Decoding the Meaning of Pre- and Post-IPO Equity Overhang Rates

Equity overhang rates at recently public companies are a clue to the overall health of equity compensation programs. Our five-year study provides valuable insight on how overhang levels shift as companies transition from a private to public company.

Measuring the Health of Your Equity Program as Your Private Company Matures

All private companies in the technology and life sciences sectors struggle with how much equity to grant employees. As companies prepare for an IPO, stock plans fall under greater scrutiny. We take a look at how well companies are managing their equity programs based on factors such as the age of the company and level of outside investment.

Is Your Employee Equity Plan IPO-Ready?

In preparation for an upcoming IPO, one of the most important considerations for compensation and HR professionals is evaluation their employee equity incentive plan— which is strikingly different for public vs. private companies. In this article, we outline the top five areas of equity plans for employers to consider as they prepare for a public offering.

Time is Money: Exploring the Costs of Hiring a CFO in Preparation for an Initial Public Offering

For private technology and life sciences companies on the path to an IPO, does it matter when you hire a CFO? When it comes to their pay, the surprising answer is that it all depends on how you look at it. Read our latest article to find out why.

Is Your Equity Plan Ready to Go Public?

In the months leading up to an initial public offering (IPO), technology and life sciences companies often undertake a radical reimagining of their equity compensation programs. This process usually includes the adoption of new equity incentive and employee stock purchase plans.

Decoding Pre- and Post-IPO Equity Overhang Rates

How do you measure the health of an equity compensation program? More importantly, how to do you take such measurements while transitioning from private to public? The answer is overhang, but it comes in many flavors and changes dramatically after an initial public offering (IPO).

New Legislation Eases the Path to an IPO

When President Obama signed the JOBS Act into law on April 5, his signature set in motion one of the most significant overhauls of the US initial public offering (IPO) system in recent history. With strong bipartisan support, this new bill creates a more streamlined approach for on-ramping companies through the IPO pipeline.