Securing and motivating top-tier executive talent is a competitive battleground, and a sophisticated compensation strategy is your most powerful weapon. Today's most sought-after leaders expect more than just a salary; they seek a stake in the value they create. However, poorly structured incentive plans can lead to rewarding short-term gains at the expense of long-term health, misaligning management with shareholders and creating significant governance risks. Our firm acts as the architect of this critical alignment, designing executive compensation frameworks that both ignite ambition and fuse the interests of your leadership with the long-term success of your shareholders.
We go beyond boilerplate templates to design bespoke executive compensation and incentive plans that serve your unique strategic goals. We advise boards and compensation committees on creating a balanced and defensible package, analyzing market benchmarks to ensure competitiveness while linking pay directly to performance. Our expertise covers the full spectrum of motivational instruments, including Stock Option Plans (ESOPs) that create a direct ownership mindset, performance-based bonuses tied to clear Key Performance Indicators (KPIs), and Long-Term Incentive Plans (LTIPs) utilizing tools like phantom stock or RSUs that ensure executives are focused on sustainable, long-range value creation.
Every plan we design is meticulously scrutinized for compliance with compensation-related regulations, including the tax implications under Georgian law, to ensure maximum efficiency for both the company and the executive. We ensure that all compensation structures are transparent, justifiable to shareholders, and consistent with the fiduciary duties of the board as outlined in the Law on Entrepreneurs. This rigorous legal oversight ensures your compensation strategy is not only powerful but also unassailable.
This is more than just drafting contracts; it's a strategic investment in the leadership that will define your company’s future. It’s about building a partnership where executive reward is the direct result of shareholder prosperity.