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  • Why Pearl Meyer
    • Our Philosophy
    • Our Approach
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    • Our Clients
    • Global Reach
    • Our Role
  • Advisory Services
    • Consulting Services
      • Executive Compensation
      • Director Compensation
      • Employee Compensation
      • Compensation Communication
      • Leadership Development
      • CEO and Executive Succession
      • Compensation Governance
    • Specialized Expertise
      • By Industry
      • High-growth Start-Ups
      • Mergers and Acquisitions
      • Restructuring
    • Salary Surveys
      • Running Your Salary Survey
      • Salary Survey Portfolio
      • By Industry
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Executive Compensation Consulting

Learn how Pearl Meyer can help you maximize the impact of executive compensation to build long-term value.

Balancing TSR as a Long-term Incentive

“…TSR is not an automatic decision…”

–Pete Lupo, Sr. Managing Director and Atlantic Region Head

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Make Compensation a Powerful Catalyst

For nearly three decades, Pearl Meyer has acted as independent, outside counsel to thousands of compensation committees and management teams in both public and private companies. Our senior consultants work with clients to help them transform executive compensation from a cost of doing business into a performance-driven tool to increase shareholder value and competitive advantage.

We believe that executive compensation can be a catalyst to help you achieve your business goals and support the execution of your strategy. Our consulting advice is designed around the requirements of your unique situation. We work closely with you to understand your business and leadership strategies, culture, and industry dynamics. We believe that external pay practices and compliance considerations play a role in influencing your compensation strategy, however, business and human capital objectives should drive your program design.

Together, we create compensation solutions that help you attract and retain the best people and maximize shareholder value.

How We Design Executive Compensation Programs

process graphic

Learn more about our Executive Compensation Consulting Services

Strategic Alignment

Strategic Alignment

  • Business and leadership strategy review
  • Compensation philosophy and strategy
  • Compensation committee charter review
  • Leadership strategy profiling
Sophisticated Analytics

Sophisticated Analytics

  • Peer group selection and competitive analysis
  • Market-based pay studies
  • Short- and long-term incentive plan design (cash and equity-based)
  • Metric selection and goal setting
  • Value driver analysis
  • Dynamic pay modeling
  • Employment contracts, severance agreements, and change-in-control arrangements
  • Pay-for-performance analysis
  • Executive benefits and perquisites, including non-qualified deferred compensation arrangements
  • Historical performance assessment
  • Probability and pay leverage analyses
Compliance Confidence

Compliance Confidence

  • SEC and regulatory advice
  • CD&A and disclosure communication
  • Plan documentation and disclosure requirements
  • ISS/Glass Lewis expertise
  • Institutional shareholder policy and practices review
  • Share plan authorizations
  • Shareholder communication
Tailored Solutions

Tailored Solutions

We believe that there is no such thing as one-size-fits-all compensation design. We partner with you to understand what makes your organization unique and through our proven methodology, we create tailored solutions that align your executive pay programs with your business strategy and goals.

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Ask the Expert

Have a Question?

Ask David

Ask the Expert

David Swinford

Our mission is to help organizations build and maintain great leadership teams to create value for the organization's stakeholders over the long term. All of our work on compensation benchmarking, plan design, and related governance issues is structured to fulfill this mission.

Ask the Expert Interview
David Swinford
August 2017

Leadership Development Strategy: A Three-Step Framework

Chairman David Swinford outlines how compensation and leadership strategy align through consistency, the impact of equity, and growth opportunity.

Read More

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How Talent Concerns Are Changing the Use of Equity

How to balance the need for talent attraction and retention with the long-range consequences of expanded equity use.

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Why is the Prevalence of CHROs as Named Executive Officers on the Rise?

The CHRO, as a strategic member of the top leadership team in a company, can have a major impact on corporate success.

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Pay Transparency: Spotlight on Granting Equity

As companies grant more equity to more employees, the conversation about pay is also evolving.

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In the News

Feb 10, 2020

Agenda

Proxy Advisor’s New Peers to Purge “Groupthink”

“If Glass Lewis’s peer group is different than the one your company uses, that doesn’t automatically put you in a worse position,” said Managing Director Deb Lifshey.

Read In the News
Oct 24, 2019

CNN.com

Why CEOs Are Paid So Much

“Boards looking outside for a CEO will want a proven commodity and that will cost them more because an experienced CEO will want to be paid above the average,” said David Swinford, CEO of Pearl Meyer.

Read In the News
Jul 23, 2019

CEO Magazine

Is the One Dollar Salary a Good Fit for CEOs of Smaller Corporations?

“Paying [executives] in stock can be a useful way for a smaller, fast-growing organisation to conserve much-needed cash—only paying out if the planned growth materializes,” said Simon Patterson.

Read In the News
Jun 18, 2019

Bloomberg Law

Alphabet Faces Investor Vote on #MeToo-Inspired Clawback Policy

“A lot of this is very subjective,” said Deborah Lifshey, a managing director at executive compensation consultant Pearl Meyer. “Do you leave it open to morals? Or get specific into MeToo and harassment?”

Read In the News

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