What makes equity compensation work for an organization in 2024?
Our team at Pave analyzed the real-time data available in our platform across 6,400 customers in 50 countries to understand the latest equity trends.
Our State of Equity Compensation report unveils how equity practices are evolving to help leaders build competitive and responsible programs in 2024.
What compensation leaders want to know about the changing equity landscape
Establishing and effectively managing a strong equity compensation strategy has never been more complex, for private and public companies alike. With this complexity comes greater visibility and pressure on compensation leaders.
Compensation leaders face competing demands between their board, who want assurance that burn and dilution are being managed, and their employee populations, who are alarmed by fluctuating stock prices.
They are contemplating what high-impact levers they can pull, like employee eligibility and vesting schedules, to achieve their financial goals while also building confidence and trust in their compensation decisions.
The top equity trends for 2024
Compensation leaders need real-time benchmarking data to keep pace with the shifting market and competitive equity practices. From the analysis of our dataset, we see four top trends shaping the state of equity compensation in 2024.
- Companies are decreasing eligibility for new hire grants.
- The 4-year vesting schedule is no longer a given at public companies.
- Variation in equity practices makes survey-based data less reliable.
- Transparency about data-based equity decisions builds confidence and trust.
Download our State of Equity Compensation report to discover the forces shaping these 4 trends and get ahead of the compensation planning curve.
Pave is a world-class team committed to unlocking a labor market built on trust. Our mission is to build confidence in every compensation decision.
