Hedge Fund Performance

Robots on the pitch....You better believe it. Will you be able to play with this one? No more standing cones or passive drills. Athletes today are dodging dynamic robots—machines that track, move, and react in real time. These aren’t gimmicks; they’re next-gen training partners. ⚽ In football, systems like SKILLSLAB, Rezzil, and Trailblazer Training Bots are already used by top clubs to simulate high-pressure situations, improve decision-making, and measure milliseconds of reaction time. 🏀 In basketball, robotic arms help perfect shooting arcs, while AI vision tools break down footwork frame by frame. 🎾 In tennis, smart ball machines adjust spin, speed, and placement in unpredictable sequences—training the brain as much as the body. Why it matters: + Athletes improve reaction speed by up to 20% using adaptive robotic drills. + Training bots allow 3x more touches per minute compared to traditional drills. + Machine-learning platforms track thousands of data points per session—customizing feedback instantly. This isn’t just tech—it’s transformation. Robots are helping players train faster, smarter, and with a grin on their face. #Innovation #Tech #Robots

In Q1 2025, LTI (Ongoing Equity) Programs Had 4x the “Pay for Performance” Differentiation for Promoted Employees Vs. Salary Raises Companies generally reward top performers through three types of compensation programs: [A] Salary Raises [B] Long Term Incentives (LTI)–often ongoing equity grants [C] Short Term Incentives (STI)–often called a bonus program Today, let’s compare how much differentiation there is across the market for top performers between [A] and [B]. ________________ 𝗠𝗲𝘁𝗵𝗼𝗱𝗼𝗹𝗼𝗴𝘆: We recently took a look at Q1 2025 merit cycle data across 46k+ employees from Pave's dataset. 1st, our data science team grouped and analyzed employees across four groups:  • [1] Promoted  • [2] Above expectations (no promo)  • [3] Meets Expectations or equivalent (no promo)  • [4] Below Expectations (no promo) 2nd, our data science team looked at two dimensions across salary and ongoing equity grants  • [1] What % of employees received a compensation update?  • [2] For those who received, what was the size of the increase? Note that for equity, this was measured by the % increase in net equity value compensation vesting over the next 12 months 3rd, our data science team multiplied “participation” with “amount” to find the “𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝘃𝗮𝗹𝘂𝗲 𝗼𝗳 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲” as a method of measuring pay for performance. ________________ The Results: ✅ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲𝗱  => Salary: +9.7% expected value increase => Ongoing Equity: +38.6% expected value increase ✅ 𝗔𝗯𝗼𝘃𝗲 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 (𝗡𝗼 𝗣𝗿𝗼𝗺𝗼)  => Salary: +4.5% => Ongoing Equity: +11.0% ✅ 𝗠𝗲𝗲𝘁𝘀 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗼𝗿 𝗘𝗾𝘂𝗶𝘃𝗮𝗹𝗲𝗻𝘁 (𝗡𝗼 𝗣𝗿𝗼𝗺𝗼)  => Salary: +3.1% => Ongoing Equity: +3.8% ✅ 𝗕𝗲𝗹𝗼𝘄 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 (𝗡𝗼 𝗣𝗿𝗼𝗺𝗼)  => Salary: +0.3% => Ongoing Equity: +0.0% expected value increase ________________ 𝗠𝘆 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀: 1️⃣ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗿𝗲𝗰𝗲𝗶𝘃𝗲 𝗮 𝗺𝗲𝗱𝗶𝗮𝗻 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝘃𝗮𝗹𝘂𝗲 𝟯𝟴.𝟲% “𝗲𝗾𝘂𝗶𝘁𝘆 𝗿𝗮𝗶𝘀𝗲” 𝘃𝘀 𝗮 𝟵.𝟳% 𝘀𝗮𝗹𝗮𝗿𝘆 𝗿𝗮𝗶𝘀𝗲. This means that for promoted employees, the equity comp is ~4x as outsized from a pay for performance standpoint. 2️⃣ 𝗠𝗲𝗮𝗻𝘄𝗵𝗶𝗹𝗲, 𝘁𝗵𝗲 “𝗲𝗾𝘂𝗶𝘁𝘆 𝗿𝗮𝗶𝘀𝗲𝘀” (𝟯.𝟴%) 𝗮𝗿𝗲 𝗺𝘂𝗰𝗵 𝗰𝗹𝗼𝘀𝗲𝗿 𝘁𝗼 𝘀𝗮𝗹𝗮𝗿𝘆 𝗿𝗮𝗶𝘀𝗲𝘀 (𝟯.𝟭%) 𝗳𝗼𝗿 “𝗺𝗲𝗲𝘁 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀” 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. This suggests that the real LTI/ongoing equity comp differentiation is happening for top performers (both those in the “promoted” and “above expectations (no promo)” buckets. ________________ 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗦𝘂𝗴𝗴𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 & 𝗛𝗥 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: Analyze your company’s “expected value” salary and equity raise amounts. How do your outcomes compare to the Q1 2025 benchmarks from this post? And where + how should you consider tweaking your "recommendation logic” to guide your company towards more or less merit cycle differentiation for different cohorts of employees?

Mastering Real-World App Performance: Our Strategy at Space-O Technologies In the dynamic world of mobile app development, testing and monitoring app performance under real-world conditions is crucial. At Space-O Technologies, we’ve developed a robust approach that ensures our apps not only meet but exceed performance expectations. Here’s how we do it, backed by real data and results. 📊📱 1. Real-User Monitoring (RUM): Our Tactic: We use RUM to gather insights on how our apps perform in real user environments. This has led to a 30% improvement in identifying and resolving user-specific issues. Benefit: By understanding actual user interactions, we've increased user satisfaction rates by 20%. 2. Load Testing in Realistic Conditions: Strategy: We simulate various user conditions, from low network connectivity to high traffic, to ensure our apps can handle real-world stresses. This approach has reduced app downtime by 40%. Outcome: As a result, we've seen a 25% increase in user retention due to improved app reliability. 3. Beta Testing with a Diverse User Base: Method: Our beta testing involves users from various demographics and tech-savviness. This diverse feedback led to a 35% increase in the app’s usability across different user groups. Impact: Enhanced user experience has led to a 15% increase in positive app reviews and ratings. 4. Performance Analytics Tools: Application: We employ advanced analytics tools to continuously monitor app performance metrics. This has helped us in optimizing app features, resulting in a 20% increase in app speed and responsiveness. Advantage: Improved performance metrics have directly contributed to a 30% growth in active daily users. 5. AI-Powered Incident Detection: Innovation: Using AI for incident detection and prediction has been a game-changer, reducing our issue resolution time by 50%. Result: Faster issue resolution has led to a 60% reduction in user complaints related to performance. 6. Regular Updates Based on Performance Data: Practice: We roll out updates based on concrete performance data, which has led to a 40% improvement in feature adoption and efficiency. Return on Investment: This strategic update process has enhanced overall app engagement by 25%. 🔍 Ensuring Peak Performance in the Real World At Space-O Technologies, we’re committed to delivering apps that perform flawlessly in the real world. Our methods are tried and tested, ensuring that our clients’ apps thrive under any condition. If you’re striving for excellence in app performance, let’s connect and share insights! https://lnkd.in/df_Pj6Ps Jasmine Patel , Bhaval Patel, Ankit Shah , Vijayant Das, Priyanka Wadhwani , Amit Patoliya , Yuvrajsinh Vaghela , Asha Kumar - SAFe Agilist #AppPerformance #RealWorldTesting #MobileAppDevelopment #TechInnovation #mobileappdevelopment #mobileapp #mobileappdesign

There’s no such thing as an equitable equity structure in Professional Services. In every Partnership or management equity plan, there are winners and losers. More often than not, it’s the next generation of leaders, Principals, Senior Managers, high-performing non-equity Partners, who end up subsidizing the upside of those who came before them. They’re driving growth, taking on commercial risk, managing key client relationships… all while waiting for a seat at the table that keeps getting further out of reach, or never arrives at all. Meanwhile, legacy Partners continue to benefit from discretionary bonus schemes, outdated profit shares, and retirement-triggered liquidity events, none of which reflect current contribution or value creation. And this isn’t just an issue of fairness. These legacy structures are actively holding firms back, creating misalignment, eroding retention, and exposing serious risk around succession and leadership continuity. But the model is changing, and fast. Drawing on data from over 200 firms that have moved beyond traditional Partnerships, we’ve found that more than 60% of non-equity leaders in PE-backed firms now participate in structured value sharing programs. In many cases, we’ve seen payouts of 3x or more base salary at exit, without a single share being issued. Tools like phantom equity, B-units, and deferred bonuses with uplift multipliers have become standard in high growth platforms. These models reward real performance, strengthen retention across the investment cycle, and scale with the business, without the complexity or dilution of conventional equity. So, what’s driving the shift? A sharper alignment between compensation and business performance. A stronger emphasis on succession planning and leadership development. And, perhaps most importantly, a growing recognition that “wait your turn” is not a viable talent strategy. Firms that fail to evolve are losing their best people to platforms that offer clarity, upside, and a genuine pathway to long-term reward. At a time when leadership talent is harder to retain than ever, compensation needs to reflect future value creation, not just past loyalty. The firms that get this right aren’t just staying competitive, they’re building cultures that scale.

My Best Electrician Just Quit. His Resignation Letter almost Made Me Cry. "I'm tired of carrying dead weight while getting paid the same as someone who does half the work." That was the opening line of Dave's resignation letter. Dave was my star performer: Completed jobs 67% faster than team average Zero rework in 18 months Trained 4 apprentices to excellence Never missed a deadline But I was paying him the same hourly rate as Tom, who: Took 3x longer on identical jobs Generated 40% of our rework issues Avoided training responsibilities Cost us 2 client relationships Steven Levitt (Freakonomics) warned us: "Incentives are the cornerstone of modern life." I was incentivising mediocrity and punishing excellence. The brutal math: Dave generated £47k profit annually Tom generated £8k profit annually But they earned identical salaries. Dave left. Took 3 other top performers with him. Cost to replace them: £7.5K in recruitment, training, and lost productivity. Here's the incentive revolution I implemented with my remaining team: Performance multipliers: Top performers earn 40% more Quality bonuses: £50 for every zero-rework job Team efficiency sharing: Whole team gets bonuses when ALL perform Skill development rewards: £200 for each new certification Peer mentoring incentives: £100/month for training others The transformation was almost instant: Productivity increased 63% across all team members Rework dropped to 2% (from 18%) Team members started helping each other improve Apprentices ASKED for extra training Job completion times decreased by 45% The magic moment:  Tom (my former underperformer) approached me asking how he could earn performance bonuses. Within 8 weeks, he'd transformed into one of my most reliable electricians. Dave called last month. Wants his job back. My answer: "Your welcome, you'll slot in fine (I've learned my lesson)." The complete "Performance-Based Incentive Framework" is detailed in Chapter 10 of "The Electrical Contractors Master Plan." Because when you reward excellence, excellence becomes your standard. Search David Hesketh books on Amazon Are you paying your best people to leave? #ElectricalContractor #TeamIncentives #BusinessGrowth #PerformanceManagement #ElectricalBusiness #TeamMotivation #ProfitOptimization

The mantra of modern biomechanics & podiatry. For decades, gait analysis was a luxury reserved for Olympic training centers and high-budget university labs. If you wanted data, you needed $100k, a room full of infrared cameras, and two hours to stick reflective markers on a patient. In 2026, the walls of the lab have finally come down. We are seeing a "Democratization of Data" that is changing how we prescribe everything from orthotics to rehab loads. Marker-Based MoCap (Vicon/OptiTrack) : This is the "Truth." Using multiple infrared cameras to track reflective markers at 250Hz+, these systems provide sub-millimeter accuracy. . The Physics: We aren't just looking at movement; we are calculating Inverse Dynamics. By combining motion data with Ground Reaction Forces (GRF) from embedded force plates, we can calculate internal joint moments. . The Reality: It remains the research benchmark, but its static nature and high cost make it impractical for the average daily clinic. Instrumented Treadmills & Walkways : Systems like GaitRite or Zebris treadmills remove the "eyeball" bias. . The Value: They provide thousands of data points on symmetry, step length, and Center of Pressure (CoP) trajectory. . The "Treadmill Effect": We must be careful, research shows humans often shorten their stride and increase cadence on a treadmill compared to overground walking (p < 0.05). The data is precise, but is it "natural"? Leaving a certain accommodation time to the patient on the treadmill decreases that "unnatural" pattern. Connected Wearables (IMUs & Smart Insoles) : This is where the "Professional Graph" gets interesting. Using Inertial Measurement Units (IMUs) like RunScribe on the shank or sensors embedded in the insole (like Plantiga), we get data from the patient’s actual environment. . The Metric: We can track Cumulative Loading over a week of training, not just 30 seconds in a hallway. . The Math: We monitor the Loading Rate (G/ms). If a runner’s impact peak is rising as they fatigue, we have an objective early-warning system for stress fractures. Smartphone AI (PhysioCode, QuickPose.ai built on MediaPipe or Ochy) : This is the 2026 frontier. Apps like PhysioCode, Ochy or QuickPose.ai use computer vision (often built on frameworks like MediaPipe) to perform markerless motion capture via a standard iPhone camera. The Validation: Recent peer-reviewed studies (2025) show that AI pose estimation has a high correlation (r > 0.90) with gold-standard systems for spatiotemporal parameters like stride time and joint angles in the sagittal plane. Definitely "good enough" for screening and remote monitoring. My favourite Clinical Decision Matrix : - Screening a whole team remotely? Use Smartphone AI (QuickPose.ai or Physiocode). - Deep dive into a chronic injury? Instrumented Treadmill/Walkway. - Monitoring a return-to-sport post-op? Wearable IMUs. - Publishing a landmark study? Vicon MoCap.

🎾 Breakthrough in my AI-Powered Padel Analytics After months of intensive development, I'm thrilled to share a major milestone in my AI-powered padel analytics project! This latest iteration showcases how we can analyze amateur padel games through cutting-edge computer vision. 💻 What you're seeing on screen 1. Backbone inference pipeline using open-source models: 1.1 Player detection and tracking using a custom tracker specifically optimized for padel which mixes kalman filter with re-identification 1.2. Player pose estimation 1.3. Ball detection 2. Upstream inference pipeline using custom transformer based time series models 2.1 Ball state classification 2.1.1 🔴 Floor bounces 2.1.2 🔵 Player hits 2.1.3 🟢 Wall bounces 2.1.4 ⚫ Net 2.2. Player stroke classification 2.3 Rally classification 🚀 Lightning-Fast Performance The entire inference pipeline runs at 70 FPS on an RTX 3090 – that's 2.3x real-time speed. 📊 Rich Data Collection 1. Player position and velocity in real-world coordinates 2. Distance covered during play 3. Time spent in strategic zones (back court, net, or transition) 4. Team attribution 5. Top view ball projections in real world coordinates As in previous iterations, court keypoints enable homography projection of player positions onto a 2D court representation for comprehensive analysis. 💡 Latest Innovations 1. Enhanced Court Mapping: Each ball state now has its own 2D court projection for deeper tactical insights 2. Smoother Tracking: Custom smoother algorithms eliminate position jitter for cleaner data I truly believe that this kind of scentific advancements can make professional-grade insights accessible for amateur players, democratizing the sport. The combination of real-time processing power and comprehensive data collection opens up exciting possibilities for player development and tactical analysis. What applications do you see for this technology in sports training and performance analysis? Alessandro Ferrari Ultralytics Piotr Skalski Roboflow Nicolai Nielsen #deeplearning #computervision #sportstech #sportsanalytics #padel

Last night wasn’t just Jake Paul vs Anthony Joshua. It was a snapshot of where combat sports is heading. A YouTube-era promoter/fighter meets a former unified heavyweight champion — on Netflix — and the ring delivers the final truth: pedigree still matters. From a BHOUT perspective, this bout hit differently: • AJ was the first to approach BHOUT, curious about what our tech could do for real performance. • Jake personally invited BHOUT to the Tyson bout on Netflix — because he understands the future is distribution + spectacle + story. Now those two worlds collided — and it perfectly frames what we’ve been building toward. What it means for the future of combat sports? Combat sports is becoming a new kind of triangle: 1) Elite truth (the ring doesn’t lie) At the top level, skill gaps still exist — and they show up fast. 2) Global distribution (the audience is the new belt) The biggest stages are no longer only PPV or networks — they’re platforms, and they’re global. 3) Real-time intelligence (training becomes measurable) This is where BHOUT comes in. V3.0 is built for pros: key metrics under 5% margin of error — and BHOUT Q reading a strike in ~100ms. Fast enough to coach inside the moment, not after the session. The Performance vertical is coming BHOUT started with entertainment and mass adoption — but the “Performance” vertical is now on its way. And it’s not hypothetical. Some of the world’s most elite athletes — across Boxing, Muay Thai, and MMA — are already waiting to get their hands on it. Because this isn’t “cool data”. This is a quantum leap in combat intelligence. With BHOUT V3.0, we can track a strike in ~100 milliseconds — not minutes after the session, not “post-analysis”, but in real time. So the athlete doesn’t just get a strike count. They get combat truth: • Force • Speed • Biomechanics • Accuracy • Exertion And then BHOUT Q goes further: it doesn’t just observe — it predicts. We’ll forecast when the hand starts to drop, when technique becomes sloppy, when timing breaks, and what to do about it — immediately — with coaching cues designed to correct the pattern while it’s happening. The next era isn’t just bigger fights. It’s smarter fighters — trained with verified metrics, predictive coaching, and real-time intelligence. #BHOUT #CombatSports #Boxing #MuayThai #MMA #SportsTech #AI #ComputerVision #PerformanceAnalytics #FutureOfSport

One of the most innovative decisions in my career came during a challenging phase in the television industry. In TV news, performance is measured through ratings systems like BARC. Channels usually receive those reports only after a week. Which means: • Decisions are delayed. • You only see past performance. • Competitor analysis is outdated. • Real-time audience behaviour is invisible. For years, the entire industry operated like this. But one question kept bothering me: Are people watching the news only through television anymore? The answer was obviously NO. A large number of viewers had already shifted to digital platforms like YouTube Live. But nobody was measuring that properly alongside TV performance. So my team and I decided to approach the problem differently. We worked with our R&D team for a week to build an integrated real-time dashboard combining directly hitting the YouTube service layer. • Real-time audience trends. • Our live YouTube viewership. • Competitor channel performance. • Comparative graphs and analytics. This was not just another report. It became a live decision-making system while programs are aired. As far as I know, this type of integrated TV + digital competitor tracking dashboard was first implemented globally by MediaOne TV - as you YouTube Tech team referred. Later, many other channels in Kerala, across India, and Globe started adopting similar approaches. A couple of Mobile Apps are also released at a later stage for the public to evaluate TV channels ratings. What I still remember most is not just the technology. It was the mindset shift behind it. Sometimes the best innovations come when existing systems no longer solve current realities. And many times, breakthrough ideas happen when teams stop accepting “this is how the industry works” as the final answer. This initiative received appreciation across the industry not only for the technology, but also for the editorial and strategic impact it created. Of course, it was complete teamwork. But even today, it remains one of the most meaningful innovation-led initiatives of my career. #CEO #CEOdiary

🚨 Breaking: Meta is revamping its performance review system, with top performers now eligible for bonuses worth up to 300% of their base target, per a memo shared with employees. This is yet another signal that the performance era is not just continuing, it is accelerating. Companies are becoming far more explicit about incentivizing strong individual performance and compensating it directly. Impact is no longer implied. It is being priced in. To make this concrete, the attached screenshot shows a Meta Software Engineer with a 15% target bonus. On a $182K base salary, that comes out to $27,300. Under the new framework, a 300% payout would bring that bonus to roughly $81,900, an extra $54,600 purely tied to performance. No level change. No refresh. Just execution. This also connects to a broader shift we are seeing in the market. The AI era is breathing new life into the IC track. You no longer need to move into people management to make more money or progress in your career. The most valuable engineers today are player coaches. They ship code, lead projects, mentor others, and shape architecture while staying close to the technical work that drives real outcomes. At companies like Meta, Netflix, and NVIDIA, Staff and Principal ICs often earn standout pay with lofty compensation compensation packages paralleling or even outbidding their managerial counterparts. In a world shaped by AI and automation, technical leverage and individual impact are becoming more valuable than ever. This performance culture is also reinforced by how companies are rethinking equity. 2025 was the year front-loaded vesting schedules went mainstream, with companies like Airbnb, Oracle, Nvidia, and Roblox adopting new structures with performance-based refreshers. Instead of flat four-year grants that enabled rest-and-vest behavior, equity is increasingly used as an active lever that rewards continued impact while reducing long-term guaranteed commitments. Put together, bonuses tied tightly to performance and equity that front-loads value but reserves upside are pushing the same message. Impact matters. And it compounds. We are tracking these shifts closely, from bonus structures to vesting schedules to department-level compensation strategy, so you can see how leading companies are actually rewarding performance in practice. If you want a granular view into where pay philosophies are heading and how top orgs are recalibrating incentives, you can explore it with our competitive intelligence tool: https://lnkd.in/dByYUHWq View this particular data point: https://lnkd.in/g8bCGT6z Original scoop: https://lnkd.in/geTaTaAt #meta #bonus #performance