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Radford Newsletter | October 2018

In this month’s feature article, we explore how life sciences firms are scaling for high growth, including using analytics to uncover insights into workforce planning and designing sustainable compensation programs. Next up, those involved in executive compensation take note: There is a key decision you need to make for year two of the CEO pay ratio. Our article guides you through the process. Meanwhile, sales professionals will want to read our article on how to design compensation programs that enable cross-functional moves from employees both into and out of sales. Finally, be sure to catch up on all the latest chapters of our fully digital, interactive Radford Perspectives Report!   

How Biotech Companies are Scaling their Workforces for High Growth

Companies experiencing high growth need to engage in smart workforce planning and examine their compensation philosophy, culture and employee experience to stay competitive. We highlight important ways emerging biotech firms are taking these steps. Also, be sure to check out this recent Boston Globe article that quotes Radford data and experts about leading rewards strategies in the hot biotech market in Massachusetts. 
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A Key Decision When Calculating Your CEO Pay Ratio in Year 2

Deciding whether to re-identify your median employee is a key question going into year two of pay ratio disclosures. We explain when the SEC requires companies to re-identify the median employee and the circumstances under which it’s not required but a good idea.
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Internal sales mobility moves are on the rise, driven by factors like career development. But these situations are complicated from a rewards standpoint. We provide tips for companies facing these situations, including whether to adopt a formal mobility program. 

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Read the Newest Chapter of the Radford Perspectives Report!

Every year, our experts gather to discuss the biggest rewards trends shaping the technology and life sciences sectors. In the newest chapter of the Radford Perspectives Report, we look at how private companies must juggle incentivizing employees and operating with greater oversight. Catch up on all of the chapters of this year’s fully digital report, and stay tuned for more chapters to be released in the following weeks:

How to Measure the Effectiveness of Your Sales Team as a Private Software Company

Successful sales compensation benchmarking requires determining how your company stacks up against the market with respect to a few key metrics. We examined these metrics at private software companies to illustrate how this data can help your organization gauge the effectiveness and health of your sales force. 

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Radford Year-End European Technology HR Meeting

This popular event provides an excellent chance to network with peers as we explore today's top rewards challenges and opportunities in the European technology market. Our agenda includes presentations on the latest technology trends, interactive group discussions on industry hot topics, and hot job skills and pay premiums in the market.

Date: 8 November, 2018
The Aon Centre, London, UK
Register Now

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10 Years After The Financial Crisis: Organizations Turn To De-risking To Prevent A Repeat

Could the next financial crisis be brewing? Experts point to various developments as possible causes of the next financial crisis — from the rapid growth of banks in emerging markets to a dramatic increase in student loan debt and corporate debt. On the plus side, some banks and governments are actively working to de-risk their activities.

More Insights from Aon ►


About Radford

Radford partners with technology and life sciences companies to reimagine their approach to rewards, empowering them to achieve superior levels of people and business performance. Radford is part of Aon plc (NYSE: AON).
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