The hottest Compensation Substack posts right now

Focus on team cohesion, clear responsibilities, and strong leadership to avoid startup failure.
Build a strong company culture that goes beyond perks and supports the team during uncertain times.
Follow hiring best practices, hire well, and address compensation proactively to maintain a motivated team.

Government should not set limits on executive pay, as it can cause problems in the job market. It might lead to unexpected consequences that could worsen the situation.
Companies that accept government help should allow taxpayers to have a say in executive compensation. If they rely on public funds, they must be accountable to the public.
Stockholders need to take a stand to ensure that executive pay is reasonable, rather than relying on the government. Investors should push for rules that involve them in the decision-making process regarding pay.

Performance reviews are really important for discussing raises. Managers need to be fair and thoughtful about how they recommend salary increases.
Salary decisions usually have to fit within a company's budget. Managers should understand how their recommendations affect the overall budget and be realistic.
Different companies have various systems for raising salaries. Some use fixed models to reduce bias, while others have more flexibility based on performance.

The current equity model for Founding Engineers is unfair, offering them much less than the founders for similar risks and work. It's broken and needs a change.
Many startups give low equity but this doesn't motivate skilled engineers, who have better options elsewhere. Fair compensation is crucial to attract and keep talent.
Using crypto tokens for compensation could solve liquidity issues and provide fairer stakes for engineers, but it may scare off some candidates due to the risks associated with crypto.