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Jeff Auston reposted thisJeff Auston reposted thisEvery comp cycle starts with a budget conversation with finance. Teams that walk out with the numbers they asked for prep for it differently. First, get my best practice merit cycle template free here: 🚀https://lnkd.in/eBEZFpzV - then see three questions finance asks in every comp cycle conversation - and what having them ready actually looks like: 𝟭) "𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗰𝗼𝘀𝘁 𝗮𝘀 𝗮 𝗽𝗲𝗿𝗰𝗲𝗻𝘁 𝗼𝗳 𝗽𝗮𝘆𝗿𝗼𝗹𝗹?" Build budget bottoms-up before the meeting: • Eligible headcount x average salary = eligible payroll base • Eligible payroll x merit % = merit budget • Run market corrections as a separate bucket • Roll those up and divide by total payroll That number is what finance uses to compare you to last year and against other budget requests. 𝟮) "𝗪𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗶𝗳 𝘄𝗲 𝗰𝘂𝘁 𝗶𝘁 𝗯𝘆 𝗵𝗮𝗹𝗳?" Have tradeoffs ranked before they ask. Score every eligible employee on three factors: • Compa-ratio - how far below market are they • Tenure - 12-24 months is peak flight risk • Performance - high performers at low compa is your highest risk combination Sort by score. The lowest-risk employees get deferred first. Now you have a specific, defensible answer instead of "we can't cut it." 𝟯) "𝗛𝗼𝘄 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗰𝗼𝗺𝗽𝗮𝗿𝗲 𝘁𝗼 𝗹𝗮𝘀𝘁 𝘆𝗲𝗮𝗿?" Don't just give a number - give them a breakdown of each driver accounted for separately: • Headcount growth: net new employees x avg salary x merit rate • Salary movement: headcount x avg salary change x merit rate • Rate change: difference between this year's merit % and last year's • Market corrections: new bucket, explain why it exists One unexplained line item tanks the whole ask. Four clean lines and the conversation moves on. 𝟰) 𝗕𝗼𝗻𝘂𝘀: "𝗪𝗵𝗼 𝗮𝗿𝗲 𝘄𝗲 𝗺𝗼𝘀𝘁 𝗮𝘁 𝗿𝗶𝘀𝗸 𝗼𝗳 𝗹𝗼𝘀𝗶𝗻𝗴 𝗶𝗳 𝘁𝗵𝗶𝘀 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗴𝗲𝘁 𝗳𝘂𝗻𝗱𝗲𝗱?" Finance rarely asks this. Bring it anyway. Name two or three critical roles, their replacement cost (typically 50-200% of salary), and their current compa. It reframes the conversation from expense to risk. That is the shift that gets budgets approved. If you want a resource to help you walk in prepped, I have something for you 👇 I built a comp budget prep kit with a bottoms-up payroll model, a cut scenario builder that ranks tradeoffs by retention risk, and a YoY variance explainer. Everything finance will ask, answered before the meeting starts. 💬 𝗖𝗼𝗺𝗺𝗲𝗻𝘁 𝗕𝗨𝗗𝗚𝗘𝗧 and I'll send it over.
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Jeff Auston reposted thisJeff Auston reposted thisWhen Arif Ender, Director of Compensation (EMEA & LATAM) at Palo Alto Networks, runs compensation, it’s not one country. It's 65+ Feb 18th, Arif and I are going live to break down the systems and frameworks we’ve seen work for global teams. We’ll cover: • How Arif runs comp across 65+ countries • Where global programs break (and the mistakes most teams repeat) • How to handle inflation + fast market shifts • Practical structures for global merit cycles that actually scale If you own global comp, this will save you months of trial and error. 🚀 Join 500+ comp leaders here: https://lnkd.in/dHVE6gZx Also, I have a surprise for you 👇 I put together a global pay band architecture template for structuring geo differentials and localized salary bands, plus a Manager Enablement doc with FAQs, talk tracks, and a pay convo guide to help leaders explain compensation decisions with confidence. 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 “𝗚𝗹𝗼𝗯𝗮𝗹” and I’ll message you both resources.
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Jeff Auston reposted thisJeff Auston reposted thisThe best performing compensation teams do one thing well. They track the right pay risk signals early. Not once a year. Not just during cycles. All year long. Here are the signals I’d monitor no matter the company size: (First, get a demo to see how Pequity AI Insights helps you track flight risk signals 👉 https://pequity.com/demo) 𝟭. 𝗠𝗮𝗿𝗸𝗲𝘁 𝗱𝗿𝗶𝗳𝘁: When certain roles move 5–10% before your ranges do, that’s the earliest sign you’re about to lose offers. 𝟮. 𝗖𝗼𝗺𝗽𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝘀𝗶𝗴𝗻𝗮𝗹𝘀: A 6–8% gap between new hire pay and internal averages is one of the strongest early indicators of compression. 𝟯. 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝘃𝘀. 𝗽𝗮𝘆 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁: Your strongest talent should move through the range at a faster velocity. If they drift toward midpoint, regret is building quietly. 𝟰. 𝗥𝗮𝗻𝗴𝗲 𝗽𝗲𝗻𝗲𝘁𝗿𝗮𝘁𝗶𝗼𝗻 𝗽𝗮𝘁𝘁𝗲𝗿𝗻𝘀: Range clustering signals structural issues. Top-heavy teams point to leveling or performance calibration gaps. Bottom-heavy teams suggest the market is outpacing you or you targeted too high in the market. 𝟱. 𝗩𝗲𝘀𝘁𝗶𝗻𝗴 𝗿𝘂𝗻𝘄𝗮𝘆: Attrition spikes when someone is 12–18 months from vesting out. You should know that timeline long before their manager does. 𝟲. 𝗕𝘂𝗱𝗴𝗲𝘁 𝗰𝗼𝗵𝗲𝗿𝗲𝗻𝗰𝗲: Merit, hiring, promotions, equity, and market movement need to live in the same model. When they don’t, planning season becomes triage. 𝟳. 𝗣𝗮𝘆 𝗲𝗾𝘂𝗶𝘁𝘆 𝗱𝗿𝗶𝗳𝘁: Gaps don’t explode overnight. They drift a little each quarter. Tracking that movement tells you the real story long before a regression does. Tracking these signals turns comp into one of the most strategic levers inside the business and makes your team proactive, not reactive. Also, I have a surprise for you.👇 I built a plug-and-play Compensation Risk Intelligence Playbook with the scoring model, risk map, and dashboard sample if you want to operationalize this. 💬 Just 𝗖𝗼𝗺𝗺𝗲𝗻𝘁 “𝗥𝗶𝘀𝗸” and I’ll send you the link to the Google Doc. P.S. I’d also love to hear in the comments what signals you track to stay ahead of comp risk
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Jeff Auston reposted thisJeff Auston reposted thisMost companies treat equity refresh grants like a spreadsheet exercise. But they’re one of the strongest levers you have for long-term retention. The secret? How you design the vest matters just as much as the equity amount itself. When you get vesting design right, you can keep your strongest talent engaged year after year, even as their role, scope, and contribution evolves. Here are the 4 common models I see. Each one creates a different retention curve and a different emotional experience for employees. First — reviewing your refresh design? Model your cycle free in Pequity 👉 https://lnkd.in/etkwdbTg 𝟭. 𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝘃𝗲𝘀𝘁𝗶𝗻𝗴 Predictable. Easy to communicate. Works well for companies where comp needs to be steady while teams scale. But the danger is the year 4 trough. Example: if a $100K new hire grant is vesting $25K per year and your refresh grant only vests $6.25K per year, the employee suddenly vests $18.75K less starting year 5. They feel this is like a pay cut. 𝟮. 𝗕𝗼𝘅𝗰𝗮𝗿 𝗺𝗼𝗱𝗲�� Keeps vesting even, and removes a cliff. Example: a $25K refresh vests 0 percent for three years, then 100 percent in year 4. This is excellent when you want senior leaders to think like owners who stay for outcomes. But if your top talent expects annual value and fast recognition this feels like punishment. Culture fit matters. 𝟯. 𝗙𝗿𝗼𝗻𝘁𝗹𝗼𝗮𝗱𝗲𝗱 𝗩𝗲𝘀𝘁𝗶𝗻𝗴 / 𝗡𝗼 𝗰𝗹𝗶𝗳𝗳 𝘃𝗲𝘀𝘁𝗶𝗻𝗴 This is where you change the new hire grant vest to smooth the entire experience. Nvidia, Airbnb, and Google are adopting front-loaded vesting and more precise refreshes. Done well, it reduces cash reliance, manages equity burn, and aligns refreshes with performance instead of entitlement. It also eliminates the “year five drop-off” of traditional models. 𝟰. 𝗢𝗻𝗲 𝘆𝗲𝗮𝗿 𝗴𝗿𝗮𝗻𝘁𝘀 Focuses the most on performance. Grants are awarded and refreshed annually. It offers precise control over who receives equity and when, but provides minimal long-term retention value. Strong for budget discipline, weaker for continuity. It determines which talent receives what grants but has minimal long-term retention value. It does, however, offer strong budgetary controls. The point is you do not choose a vesting model based on preference. You choose based on what behavior you want to shape. For example, if leadership wants loyalty, choose a boxcar. If you want consistency, choose no cliff. Also, if you made it this far, I have a surprise for you.👇 I built a vesting options comparison matrix so comp teams can easily show executives how different vesting models play out side by side. 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 𝗘𝗾𝘂𝗶𝘁𝘆 below and I'll send you the Google Sheet link.
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Jeff Auston reposted thisJeff Auston reposted thisBig news for CompTech. ADP welcomes Pequity 🎉 ADP closes a clear gap in compensation planning. Pequity adds configurable cycles, complex approvals, multi-currency, and off-cycle automation many teams still run in spreadsheets. 𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘀𝗺𝗮𝗿𝘁 • ADP strengthens Workforce Now and Vantage with deeper comp workflows and new attach levers. • Pequity gains distribution and payroll write back at scale. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝘁𝗼 𝘄𝗮𝘁𝗰𝗵 • Can ADP embed Pequity’s approvals and write backs across existing solutions without slowing live cycles? • Can they keep packaging simple so clients know what to buy or retire? • Can they retain Pequity’s product talent so roadmap speed continues? Time will tell. If they deliver on these, this deal raises the standard for compensation planning and execution. More detail in the next CompTech News Roundup ⭐ Subscribe here: https://lnkd.in/d4GNVxEF Link to press release: https://lnkd.in/dAJHjdkX
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Jeff Auston reposted thisJeff Auston reposted thisAfter six years of building Pequity, today I get to share some big news: Pequity 𝗶𝘀 𝗷𝗼𝗶𝗻𝗶𝗻𝗴 ADP. When we started Pequity, our goal was simple: build a compensation system that actually worked for the people who used it, all in the hopes of creating better pay outcomes. A platform flexible enough to handle complex approvals, re-orgs, and multi-currency planning — but simple enough that anyone could run a comp cycle in days, not months. Over time, we built a product that supported companies from 100 to 100,000 employees — and along the way, we heard the same message from every client: “This is what we’ve always wanted our HR system to do.” So when we started talking with ADP, it became clear we shared the same vision: empowering companies to plan and reward their people with transparency and speed. I know that for some of our customers, teammates, and friends, this news might come as a surprise. I understand that deeply. Which is why I wrote a longer note — about why this acquisition is happening, what it means for Pequity’s customers and team, and how we’ll continue serving you with the same heart and speed that got us here. You can read it here 👉 https://lnkd.in/eYnkn5sN Or to see the official press release, read here: https://lnkd.in/e6b8fRR3 I’m feeling all the things — excitement, pride, nostalgia, and so much gratitude for everyone who’s supported us along the way. Here’s to what’s next 💛
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Jeff Auston reposted thisJeff Auston reposted thisWhen we first met Pequity through ADP Ventures, we were immediately impressed by how thoughtfully they approached equity and compensation management. What started as an investment conversation with Husam (Sam) Nasser naturally evolved into something more as our enterprise business unit dove in deeper. Welcome to the ADP family, Kaitlyn Knopp, Warren Lebovics and the Pequity team!
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Jeff Auston reposted thisJeff Auston reposted thisI’ve run global merit cycles across 20+ countries. Here are my 6 rules to keep currency swings from blowing them up. 💥 First, steal 𝗺𝘆 𝗖𝘂𝗿𝗿𝗲𝗻𝗰𝘆 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗠𝗲𝗿𝗶𝘁 𝗖𝘆𝗰𝗹𝗲 𝗧𝗲𝗺𝗽𝗹𝗮𝘁𝗲 (just released today) w/built-in FX rules 💶💱 — free in Pequity 👉 https://lnkd.in/etkwdbTg 1. 𝗔𝘀𝘀𝗲𝘀𝘀 𝗮𝗻𝗱 𝗠𝗶𝘁𝗶𝗴𝗮𝘁𝗲 𝗙𝗫 𝗩𝗼𝗹𝗮𝘁𝗶𝗹𝗶𝘁𝘆 𝗥𝗶𝘀𝗸𝘀: Start by mapping how merit budgets in your base currency translate locally amid rate fluctuations. For instance, a planned 5% increase could dwindle to 3% in a region with a strengthening currency, diminishing employee motivation. Solution: Conduct a pre-cycle audit using historical data and forecasts to identify high-risk markets, then build in buffers like a 2-5% contingency fund to absorb swings and maintain intended value. 2. 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗥𝗮𝘁𝗲 𝗟𝗼𝗰𝗸𝗶𝗻𝗴: Fix conversion rates at the merit cycle's outset through forward contracts or internal hedging agreements. This locks in predictability, preventing mid-cycle surprises. Aim to set rates based on 3-6 month projections, ensuring global consistency while adapting to local realities. 3. 𝗕𝘂𝗱𝗴𝗲𝘁 𝗶𝗻 𝗗𝘂𝗮𝗹 𝗖𝘂𝗿𝗿𝗲𝗻𝗰𝗶𝗲𝘀 𝗳𝗼𝗿 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁: Allocate overall merit pools in your "home" currency for centralized finance oversight and reporting, but empower managers with real-time local currency equivalents in planning tools. This dual-view approach minimizes surprises from FX fluctuations, ensures alignment, and allows for agile adjustments. 4. 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗚𝘂𝗮𝗿𝗱𝗿𝗮𝗶𝗹𝘀: Round merit increases to employee-friendly local denominations (e.g., multiples of ¥100 in Japan, not odd ¥3 increments) to avoid perceived nickel-and-diming. Set alerts for significant percentage discrepancies across markets (e.g., >5% variance from global targets). 5. 𝗔𝗱𝗼𝗽𝘁 𝗛𝘆𝗯𝗿𝗶𝗱 𝗠𝗼𝗱𝗲𝗹𝗶𝗻𝗴: Combine centralized guidelines with localized data from compensation surveys and Purchasing Power Parity (PPP) adjustments. This ensures raises feel competitive in employees' home markets. Advanced tip: Segment your workforce by exposure levels (e.g., high-volatility regions) and apply tiered conversion strategies to optimize outcomes. 6. 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗦𝗺𝗮𝗿𝘁 𝗖𝗼𝗺𝗽 𝗧𝗲𝗰𝗵: Use platforms (like Pequity) that store rates, run "what-if" scenarios (e.g., USD up 5%), and provide audit logs for compliance. It's a game-changer for scalability. Automating these FX rules in your merit cycle prevents budget overruns, inequitable increases, and compliance risks. Also, I have a surprise for you.👇 I’ve put together a complete job leveling template & steps matrix—mapping survey titles to company titles with a simple 1–9 ladder, and detailing IC, Manager, and Support paths with clear steps for growth (built from top comp team best practices). 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 “𝗟𝗲𝘃𝗲𝗹𝘀” and I'll send you the link to the Google Sheet.
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Jeff Auston reposted thisJeff Auston reposted thisI’ve been talking with HR and comp leaders nonstop over the past few months. You know what they’re sick of? 𝗩𝗮𝗽𝗼𝗿𝘄𝗮𝗿𝗲. Platforms that promise the world, demo well… and then collapse when it’s time to actually run a comp cycle. Sound familiar? What if I told you we just flipped the script at Pequity? Starting today, you can sign up FREE and build out your entire merit cycle – AI formula building, budget modeling, best practice templates, unlimited team invites - the works. No credit card. No strings. Just pure value to plan like a pro. Only pay if you decide to launch and you can even buy a single comp cycle – flexible as heck for startups or one-off needs. 🚀 Start building for free here: https://lnkd.in/etkwdbTg Also, I’ve got a surprise for you 👇 I’ve put together a merit matrix training deck that covers target merit increases, ratings, promotion guidelines, how to use compa-ratios, and more (built on best practices from top-performing teams). 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 “𝗠𝗲𝗿𝗶𝘁” and I’ll message you the Google slide link.
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Jeff Auston liked thisJeff Auston liked thisEvery comp cycle starts with a budget conversation with finance. Teams that walk out with the numbers they asked for prep for it differently. First, get my best practice merit cycle template free here: 🚀https://lnkd.in/eBEZFpzV - then see three questions finance asks in every comp cycle conversation - and what having them ready actually looks like: 𝟭) "𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵��𝘀 𝗰𝗼𝘀𝘁 𝗮𝘀 𝗮 𝗽𝗲𝗿𝗰𝗲𝗻𝘁 𝗼𝗳 𝗽𝗮𝘆𝗿𝗼𝗹𝗹?" Build budget bottoms-up before the meeting: • Eligible headcount x average salary = eligible payroll base • Eligible payroll x merit % = merit budget • Run market corrections as a separate bucket • Roll those up and divide by total payroll That number is what finance uses to compare you to last year and against other budget requests. 𝟮) "𝗪𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗶𝗳 𝘄𝗲 𝗰𝘂𝘁 𝗶𝘁 𝗯𝘆 𝗵𝗮𝗹𝗳?" Have tradeoffs ranked before they ask. Score every eligible employee on three factors: • Compa-ratio - how far below market are they • Tenure - 12-24 months is peak flight risk • Performance - high performers at low compa is your highest risk combination Sort by score. The lowest-risk employees get deferred first. Now you have a specific, defensible answer instead of "we can't cut it." 𝟯) "𝗛𝗼𝘄 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗰𝗼𝗺𝗽𝗮𝗿𝗲 𝘁𝗼 𝗹𝗮𝘀𝘁 𝘆𝗲𝗮𝗿?" Don't just give a number - give them a breakdown of each driver accounted for separately: • Headcount growth: net new employees x avg salary x merit rate • Salary movement: headcount x avg salary change x merit rate • Rate change: difference between this year's merit % and last year's • Market corrections: new bucket, explain why it exists One unexplained line item tanks the whole ask. Four clean lines and the conversation moves on. 𝟰) 𝗕𝗼𝗻𝘂𝘀: "𝗪𝗵𝗼 𝗮𝗿𝗲 𝘄𝗲 𝗺𝗼𝘀𝘁 𝗮𝘁 𝗿𝗶𝘀𝗸 𝗼𝗳 𝗹𝗼𝘀𝗶𝗻𝗴 𝗶𝗳 𝘁𝗵𝗶𝘀 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗴𝗲𝘁 𝗳𝘂𝗻𝗱𝗲𝗱?" Finance rarely asks this. Bring it anyway. Name two or three critical roles, their replacement cost (typically 50-200% of salary), and their current compa. It reframes the conversation from expense to risk. That is the shift that gets budgets approved. If you want a resource to help you walk in prepped, I have something for you 👇 I built a comp budget prep kit with a bottoms-up payroll model, a cut scenario builder that ranks tradeoffs by retention risk, and a YoY variance explainer. Everything finance will ask, answered before the meeting starts. 💬 𝗖𝗼𝗺𝗺𝗲𝗻𝘁 𝗕𝗨𝗗𝗚𝗘𝗧 and I'll send it over.
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Jeff Auston liked thisJeff Auston liked thisWhen equity loses value and budgets tighten, retention becomes a compensation problem. The teams that protect headcount in a downturn spend differently, not more. Here are the levers mature comp teams pull when SaaS valuations compress: 𝟭) 𝗦𝗰𝗼𝗿𝗲 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗿𝗶𝘀𝗸 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝘀𝗽𝗲𝗻𝗱 Flight risk × role criticality = retention priority score. • High risk + critical role → act now • Low risk + replaceable role → monitor only • Don't allocate budget evenly. Triage first. 𝟮) 𝗦𝗲𝗽𝗮𝗿𝗮𝘁𝗲 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗯𝘂𝗱𝗴𝗲𝘁 𝗳𝗿𝗼𝗺 𝗺𝗲𝗿𝗶𝘁 Mixing retention spend into merit dilutes both pools. • Merit = reward for performance • Retention = cost to hold a critical person Two separate decisions. Two separate buckets. 𝟯) 𝗥𝗲𝘃𝗮𝗹𝘂𝗲 𝗲𝗾𝘂𝗶𝘁𝘆 𝗮𝘁 𝗰𝘂𝗿𝗿𝗲𝗻𝘁 𝟰𝟬𝟵𝗔, 𝗻𝗼𝘁 𝗴𝗿𝗮𝗻𝘁-𝗱𝗮𝘁𝗲 𝗙𝗠𝗩 Peak-value grants don't retain anyone when the strike price is above current valuation. If grant value has dropped more than 50%, cash becomes your more credible lever. 𝟰) 𝗕𝗿𝗶𝗱𝗴𝗲 𝘁𝗵𝗲 𝗲𝗾𝘂𝗶𝘁𝘆 𝗴𝗮𝗽 𝘄𝗶𝘁𝗵 𝗰𝗮𝘀𝗵 Three structures work: • Spot bonus - immediate, no commitment required • Retention bonus - tied to a 12-18 month cliff • Structured payout - quarterly over 1-2 years to extend commitment 𝟱) 𝗖𝗼𝗿𝗿𝗲𝗰𝘁 𝗹𝗼𝘄-𝗰𝗼𝗺𝗽𝗮 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗶𝗿𝘀𝘁 Employees below 85% compa with broken equity are the most exposed to outside offers. A $5K base correction costs a fraction of a $50K backfill. 𝟲) 𝗥𝗲𝗮𝗻𝗰𝗵𝗼𝗿 𝘁𝗼𝘁𝗮𝗹 𝗰𝗼𝗺𝗽 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗵𝗼𝗻𝗲𝘀𝘁𝗹𝘆 Employees already know equity has lost value. Pretending otherwise accelerates attrition. Reframe the conversation: current cash value, vesting timeline, and realistic upside scenario. Honest math beats false optimism. The levers above are just a starting point, but #3 is where most teams get stuck. If you're not sure how to revalue existing grants at current 409A, I built a calculator that does it for you. 👇 Drop in grant date FMV, current 409A, shares, and strike price and it tells you the real dollar value employees are sitting on today vs. what they were promised. 💬 Just comment 𝗥𝗲𝘃𝗮𝗹𝘂𝗲 and I'll send it over to you.
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Jeff Auston liked thisJeff Auston liked thisClaude Code is only as good as your orchestration workflow. I spent 6 months testing it so you don't have to. [ P.S. You can get my Ultimate Claude Code guide for engineers here at no cost: https://lnkd.in/e64Jvdrt ] So Boris Cherny (the creator of Claude Code at Anthropic) recently shared the internal best practices his team actually uses daily. Someone brilliantly distilled those threads into a structured CLAUDE .md file you can drop straight into any project root. It acts as a system prompt. Turns Claude into a far more autonomous, rigorous engineering partner. Here's what it does: → 𝗪𝗼𝗿𝗸𝗳𝗹𝗼𝘄 𝗢𝗿𝗰𝗵𝗲𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻: Mandates "Plan Node Default" for any task over 3 steps. Uses subagents liberally to keep the main context window clean. → 𝗦𝗲𝗹𝗳-𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗟𝗼𝗼𝗽: This is the real magic. After ANY correction, it updates a tasks/lessons .md file. You're building a compounding system where the mistake rate drops over time because it actively learns from your feedback. → 𝗩𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗕𝗲𝗳𝗼𝗿𝗲 𝗗𝗼𝗻𝗲: Can't mark a task complete without proving it works. Diffs behavior. Runs tests. Checks logs. The bar? "Would a staff engineer approve this?" → 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝗼𝘂𝘀 𝗕𝘂𝗴 𝗙𝗶𝘅𝗶𝗻𝗴: Zero hand-holding. Point it at failing CI tests or error logs... it just goes to work. No constant context switching from you. → 𝗦𝘁𝗿𝗶𝗰𝘁 𝗧𝗮𝘀𝗸 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Forces a "Plan First" approach written to a todo .md with checkable items before any implementation starts. And perhaps the most important part? It forces the AI to prioritize simplicity, find root causes instead of temporary fixes, and minimize the blast radius of every change. Senior developer standards. Not shortcuts. If you're spending hours a day in the terminal with AI, setting up a strong .md instruction file like this isn't optional anymore. It's the difference between AI that drifts and AI that compounds. It takes time to set up. But if you do, you're ahead of almost everyone else.
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Jeff Auston liked thisJeff Auston liked this5 AI projects that will get you hired in 2026: P.S. I've shared 10 AI Agent Projects and 100+ Pro Hacks for Claude Code here: https://lnkd.in/dcibJhzQ Let's get into it: 1. RAG from Scratch GitHub: https://lnkd.in/dJBbR-dJ 2. Al Social Media Agent GitHub: https://lnkd.in/dyxAneHk 3. Medical Image Analysis GitHub: https://lnkd.in/dtMEGFQ4 4. MCP Tool-Calling Agents Notebook: https://lnkd.in/dxyNvjaj 5. Al Assistant with Memory GitHub: https://lnkd.in/dwkYtgAC
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Jeff Auston liked thisJeff Auston liked thisWhen Arif Ender, Director of Compensation (EMEA & LATAM) at Palo Alto Networks, runs compensation, it’s not one country. It's 65+ Feb 18th, Arif and I are going live to break down the systems and frameworks we’ve seen work for global teams. We’ll cover: • How Arif runs comp across 65+ countries • Where global programs break (and the mistakes most teams repeat) • How to handle inflation + fast market shifts • Practical structures for global merit cycles that actually scale If you own global comp, this will save you months of trial and error. 🚀 Join 500+ comp leaders here: https://lnkd.in/dHVE6gZx Also, I have a surprise for you 👇 I put together a global pay band architecture template for structuring geo differentials and localized salary bands, plus a Manager Enablement doc with FAQs, talk tracks, and a pay convo guide to help leaders explain compensation decisions with confidence. 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 “𝗚𝗹𝗼𝗯𝗮𝗹” and I’ll message you both resources.
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