Executive Compensation Podcast: Conversations on Executive Pay & Compensation Committee Governance

On today’s episode, we’re joined by Jim Kzirian, Partner at Meridian Compensation Partners, LLC. Jim unpacks the concept of holding power, explaining how it can be used as a key measure of executive retention within compensation programs. He details its role in aligning executives with shareholder interests, how to calculate it and the governance practices committees should follow to ensure executives are locked in and motivated to perform.Key Takeaways:00:00 Introduction.02:37 Holding power serves as a critical measure of executive retention.07:41 Assessing outstanding awards and their value.11:11 Volatile share prices require thoughtful approaches to measurement.12:57 Design elements can impact the stability and effectiveness of holding power.15:45 Committees can take targeted actions when holding power appears insufficient.18:56 Ongoing review ensures retention, alignment and governance objectives are met.Resources Mentioned:Jim Kzirianhttps://www.linkedin.com/in/james-jim-kzirian-86132a2/Meridian Compensation Partners, LLChttps://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.#Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

Jim Heim, Partner, and Kartik Balaram, Principal, both of Meridian Compensation Partners, LLC, share practical insights on how compensation committees can evaluate and refine long-term incentive programs to balance shareholder alignment, retention and performance outcomes across various market conditions.Key Takeaways:00:00 Introduction.02:32 The balance between retaining executives and aligning pay with shareholder outcomes.04:12 How compensation programs support, rather than drive, business strategies.06:26 The importance of aligning incentive structures with company goals over different time horizons.07:57 Why evaluating potential pay outcomes helps manage performance and risk.09:32 When simplified metrics can effectively align incentives with shareholder interests.11:04 Identifying risks of focusing too heavily on retention over accountability.14:35 Adapting performance measurement periods to match business predictability.18:19 The need to balance regulatory guidance with company-specific priorities.23:52 Why straightforward program designs often achieve stronger outcomes.Resources Mentioned:Jim Heimhttps://www.linkedin.com/in/jimheimcompensationconsultant/Kartik Balaramhttps://www.linkedin.com/in/kartik-balaram-9273604/Meridian Compensation Partners, LLChttps://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Patrick Powers, Partner, and Rosie Newman, Principal, both at Meridian Compensation Partners, LLC. Patrick and Rosie explain how executive perks are evolving from legacy benefits into strategic tools for productivity, security and financial well-being. They break down regulatory considerations, disclosure thresholds and the factors boards weigh when approving perquisites like corporate aircraft use, executive physicals and cybersecurity support.Key Takeaways:(02:29) Perquisites are subject to specific tax and disclosure regulations.(04:50) Financial planning support is seen as a tool for risk reduction.(07:10) The use of allowances has grown as a streamlined approach.(09:14) Some traditional perks are regaining popularity.(10:45) Security-related benefits are increasingly relevant.(13:47) Board approval often involves third-party risk assessments.(19:22) External advisory opinions may influence, but rarely override, decisions.(21:44) Companies are re-evaluating executive security and related disclosures.Resources Mentioned:Patrick Powershttps://www.linkedin.com/in/patrick-powers-678b8694/Rosie Newmanhttps://www.linkedin.com/in/rosie-newman-35335925/US Securities and Exchange Commissionhttps://www.sec.gov/UnitedHealthcarehttps://www.uhc.com/Meridian Compensation Partners, LLChttps://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Chris Havey, Partner at Meridian Compensation Partners, LLC. Chris shares practical strategies for maximizing the value of Q2 and Q3 compensation committee meetings. With fewer urgent agenda items in the off season, these months present a valuable opportunity for committees to assess, test and refine their executive compensation programs. Chris outlines five key areas where thoughtful evaluation and preparation can significantly improve year-round decision-making.Key Takeaways:(02:26) Use lighter meeting agendas to focus on strategic priorities.(06:20) Revisit compensation philosophy and its connection to guiding principles.(06:48) Assess whether performance outcomes reflect compensation payouts.(08:53) Conduct benchmarking to identify alignment or deviation from market trends.(10:16) Review potential liabilities and risks across compensation programs.(13:21) Improve proxy clarity and ensure messaging aligns with pay practices.(14:36) Use compensation design to support investor relations.(15:05) Incorporate shareholder feedback into future planning.Resources Mentioned:Chris Haveyhttps://www.linkedin.com/in/chris-havey-12a5118/Meridian Compensation Partners, LLChttps://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Tom McNeill and Donald Kalfen, both Partners at Meridian Compensation Partners, LLC. They explore the strategic importance of engaging with shareholders on executive pay, highlighting best practices for proactive and reactive engagement.Key Takeaways: (03:46) Most large public companies engage with shareholders regularly, often well before proxy season.(06:06) Engagements often occur in late summer and fall when proxy advisors and shareholders are most receptive.(06:53) Ongoing dialogue with shareholders is crucial for building trust and addressing concerns proactively.(08:10) The compensation committee chair or a non-executive chair typically participates in engagements.(09:17) Proxy solicitors and investor relations teams play key roles in arranging discussions.(11:25) Robust proxy disclosure improves transparency, including details on the nature and outcomes of shareholder engagements.(13:00) Companies receiving less than 70% approval on say on pay votes should engage with shareholders to address concerns.(13:31) Companies must avoid disclosing material non-public information to individual shareholders during engagements.(15:22) Consult counsel and take their advice on proper methods to reveal material non-public information. Recources Mentioned:Tom McNeillhttps://www.linkedin.com/in/tom-mcneill-87722312/Donald Kalfenhttps://www.linkedin.com/in/donald-kalfen-baa44b30/Meridian Compensation Partners, LLChttps://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Jamie McGough, Partner at Meridian Compensation Partners, LLC. Jamie discusses strategies for evaluating the alignment between executive pay and company performance.Key Takeaways:(01:15) Total shareholder return is essential, plus profitability and other financial metrics relevant to the company.(05:30) Treatment of performance plans requires judgment when analyzing pay.(08:40) Overlapping cycles and grant timing complicate pay-performance analysis. No perfect solution exists.(13:02) The CEO is central to focus on.(17:41) Pay versus performance analysis is fundamentally a governance tool for committees.(20:22) SEC disclosure rules focus on individuals and accounting values rather than pay structures.Resources Mentioned:Jamie McGough -https://www.linkedin.com/in/jamie-mcgough-2007a9a/Meridian Compensation Partners, LLC | LinkedIn -https://www.linkedin.com/company/meridian-compensation-partners-llc/Meridian Compensation Partners, LLC | Website -https://www.meridiancp.com/This episode is a repost of a previously released conversation with Jamie McGough, Partner at Meridian Compensation Partners, LLC. Given the continued relevance of this discussion, we are sharing it again for our listeners.Jamie discusses strategies for evaluating the alignment between executive pay and company performance. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Partner Gerard Leider and Head of Research and Content, Principal Edward Hauder, both of Meridian Compensation Partners, LLC.Gerard and Edward break down the critical aspects of equity retirement provisions and their significant role in executive transitions. They explore how defining retirement and aligning equity policies with organizational goals can influence seamless leadership successions.Key Takeaways:(02:20) Equity compensation forms a significant part of executive pay.(04:23) Committees should align retirement and equity policies with market practices.(06:33) Programs must work in harmony to ensure equity consistency.(08:58) Committees should review equity treatments annually and during major transitions.(11:10) Retirement definitions like 60 and five attract late-career hires.(15:11) Standardized retirement definitions avoid one-off negotiations.(18:32) Clear retirement policies ensure balanced executive transitions.(20:02) Align policies, coordinate plans and require notice.(23:15) Disclosure of retirement notice depends on legal guidance and circumstances.Resources Mentioned:Gerard Leider -https://www.linkedin.com/in/gerard-leider-7348501/Edward Hauder -https://www.linkedin.com/in/edwardhauder/Meridian Compensation Partners, LLC -https://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Tina Murphy, Principal, and Daniel Rodda, Partner, at Meridian Compensation Partners, LLC. Daniel and Tina outline five essential agenda topics that compensation committees should consider adding to their calendars for 2025. These strategies focus on optimizing executive compensation practices, addressing shareholder concerns and ensuring long-term alignment with corporate goals.Key Takeaways:(02:49) Committees should add pay analysis, say on pay prep, share plan reviews, charter updates and program audits to 2025 agendas.(05:04) Realizable pay aligns pay with performance; holding power supports long-term retention and shareholder interests.(11:36) Modeling tests and addressing disclosure concerns reduce risks of negative say on pay recommendations.(17:31) Equity usage analyses balance talent strategy, shareholder interests and program sustainability.(21:32) Annual equity reviews track effectiveness; peer benchmarking can be periodic based on industry needs.(23:01) Annual charter reviews and human capital focus align committees with governance priorities.(26:48) Holistic audits keep compensation programs competitive, strategic and best-practice aligned.(29:11) Regular audits address regulatory changes and ensure severance plans and stock guidelines stay competitive.Resources Mentioned:Tina Murphy -https://www.linkedin.com/in/tina-murphy-8a63ab8/Daniel Rodda -https://www.linkedin.com/in/daniel-rodda-756b2b/Meridian Compensation Partners, LLC -https://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today's episode, we’re joined by Senior Consultant Sam Bricker and Compensation Consultant Tyler Papineau, both of Meridian Compensation Partners, LLC. Sam and Tyler discuss Meridian’s annual study on corporate governance and incentive design, covering trends in clawbacks, board refreshment and pay-for-performance disclosures. They also explore how companies adapt to new regulations and the evolving executive compensation landscape.Key Takeaways:(01:43) Overview of Meridian's corporate governance and incentive design study.(03:41) How companies expanded clawback policies beyond SEC regulations.(06:00) The increase in coverage for clawback policies across broader employee groups.(09:37) Board refreshment trends, including director tenures and overboarding policies.(11:48) The role of term limits and retirement ages in board refreshment.(14:46) How companies are disclosing pay versus performance, with a shift away from tailored disclosures.(17:17) The role of compensation committees in pay-for-performance discussions.(18:24) The continued use and evolution of TSR (total shareholder return) as a performance metric.Resources Mentioned:Sam Bricker -https://www.linkedin.com/in/sam-bricker-495393104/Tyler Papineau -https://www.linkedin.com/in/tyler-papineau-b95604204/Meridian Compensation Partners, LLC -https://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Matt Seto and Adam Hearn, both Principals at Meridian Compensation Partners, LLC. Matt and Adam explore the complexities of annual incentive plans, particularly how companies should navigate unforeseen circumstances that may necessitate adjustments to executive goals.Key Takeaways:(02:30) Common financial metrics used in annual incentive plans. (04:29 ) Differences between hardwired and discretionary adjustments in incentive plans. (05:58) Why making adjustments should be guided by business principles, not rules. (08:11) Guidelines for determining when adjustments are appropriate. (09:54) The impact of management decisions on incentive plans and compensation. (13:25) Importance of well-documented frameworks for executive committees. (16:25) How communication between management and the board influences adjustments. (19:42) The significance of external and internal perceptions when making adjustments.Resources Mentioned:Matt Seto - https://www.linkedin.com/in/mattseto/Adam Hearn - https://www.linkedin.com/in/adam-hearn-870b638/Meridian Compensation Partners, LLC - https://www.meridiancp.com/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Partner, Jonathan Szabo, and Principal, Mike Meyer, both of Meridian Compensation Partners, LLC.Jonathan and Mike dive deep into the complexities of establishing meaningful goals for incentive plans. They share practical strategies for setting both short-term and long-term goals that align company performance with desired executive behaviors.Key Takeaways:(02:22) Compensation philosophy provides blueprints for decision-making.(04:02) Philosophical discussions around goal setting are crucial.(04:46) Involving members of the audit committee can enhance goal-setting.(07:17) Adjustments to incentive plans require consistent methodology.(07:37) Factors like internal budgets and historical performance impact goals.(12:01) Committees should consider economic predictability when setting goals.(17:20) Strategies for uncertain times include setting growth rate targets.(21:40) Approaches differ for short-term vs. long-term incentives.Resources Mentioned:Jonathan Szabo - https://www.linkedin.com/in/jonathan-szabo-13045493/Mike Meyer - https://www.linkedin.com/in/mike-meyer-626a6071/Meridian Compensation Partners, LLC - https://www.linkedin.com/company/meridian-compensation-partners-llc/This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Laura Hay, Partner at Meridian Compensation Partners, LLC. Laura explores the critical role of compensation in retaining executive talent, discussing the interplay of business conditions, compensation structures and the importance of strategic retention initiatives. She offers insights into identifying retention risks and structuring compensation to mitigate these risks effectively. Key Takeaways: (01:16) Change in management increases retention risks. (01:47) High executive turnover in healthcare and technology sectors. (03:16) Retention is not about keeping 100% of executives. (04:20) Lack of a good succession plan can be a retention destroyer. (05:20) Outdated compensation designs harm retention efforts. (08:11) Strategic direction and investment in people support retention. (12:15) Annual compensation programs should drive retention. (15:33) Special retention awards should be carefully structured and justified. (18:13) Proactive shareholder communication can mitigate criticism of retention awards. Resources Mentioned: Laura Hay - https://www.linkedin.com/in/laurahay/ Meridian Compensation Partners, LLC - https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Darren Moskovitz, Partner at Meridian Compensation Partners, LLC. Darren dives into the critical aspects of executive compensation arrangements, especially focusing on the implications of executive departures, severance practices and the recent Federal Trade Commission (FTC) rulings on non-compete restrictions. Key Takeaways: (00:20) The importance of considering annual and long-term incentives during executive departures. (01:04) Overview of typical severance approaches: general severance vs. change-in-control severance. (03:35) Understanding the commercial and reputational reasons for severance plans. (06:00) Historical context and evolution of severance practices since the 1980s. (08:00) Differentiation between general severance and change-in-control severance benefits. (09:20) The impact of FTC’s new rulings on non-compete provisions. (13:19) Potential changes in executive compensation programs due to new FTC regulations. (20:30) Exploring the concept of garden leave as a potential alternative to non-compete agreements. (24:42) How non-solicitation and confidentiality agreements might be affected by FTC changes. (27:03) Immediate steps companies should consider in response to potential FTC regulations. Resources mentioned: Darren Moskovitz - https://www.linkedin.com/in/darren-moskovitz-00b42b/ Meridian Compensation Partners, LLC - https://www.meridiancp.com/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Michael Brittian, Partner at Meridian Compensation Partners, LLC. Michael explores the nuanced world of special one-time equity awards, offering insights into when and why these can be pivotal for executive compensation strategies, especially during leadership transitions or significant company achievements. Key Takeaways: (01:33) Michael outlines the typical components of executive compensation packages. (05:11) Common scenarios where special compensation awards are beneficial. (07:06) The benefits of accomplishing goals using the existing compensation plan over instituting special equity awards. (09:39) Principles for designing effective and justified special awards. (11:58) The importance of aligning special awards with company goals and shareholder expectations. (16:28) Discussion on setting realistic and strategic performance goals for special awards. (19:54) Special awards should not be a replacement for solid compensation structure. Resources Mentioned: Michael Britton - https://www.linkedin.com/in/michael-brittian-4896201/ Meridian Compensation Partners, LLC - https://www.meridiancp.com/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Andrew McElheran, Partner at Meridian Compensation Partners, LLC. Andrew dives deep into the complexities of establishing resilient executive compensation frameworks amid the uncertainties of the global economic landscape. Key Takeaways: (01:33) Managing a corporation involves addressing classic business challenges and creating effective compensation arrangements in uncertain times. (02:19) Resilient compensation designs are those that stand the test of time and do not require frequent revisions. (03:46) A balance between market-aligned compensation plans and business objectives is crucial for resilient design. (05:00) Simplicity in compensation design can lead to resilience, but it must also align with other business goals like shareholder alignment. (06:07) The resilience of compensation plans can vary based on a company’s pay philosophy and its comfort with using discretion in performance assessment. (09:20) Incorporating flexibility and discretion in executive compensation plans can add resilience, reflecting the need to adapt to unpredictable circumstances. (11:21) Setting goals that balance ambition with achievable targets can enhance the resilience of compensation programs. (13:44) Testing the resilience of compensation frameworks can help ensure they are robust enough to withstand future challenges. This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Jared Berman, Partner at Meridian Compensation Partners, LLC.  Jared discusses the nuances of executive compensation governance, including the appropriate roles of the compensation committee, management team and advisors in the oversight process. Key Takeaways: (01:27) Governance involves defining the roles of the compensation committee, management and advisors in overseeing executive pay. (02:28) Compensation committees typically meet four to five times annually. (03:54) Clearly defining the committee’s charter and scope is crucial to avoiding ambiguity over decision-making authority. (06:43) While management should drive incentive plan design aligned with business strategy, the board ultimately approves proposals in shareholders’ interests. (13:09) Since COVID, incorporating strategic and non-financial priorities in incentive plans has become a growing trend. (19:46) Advisors should share candid perspectives based on new information to foster thoughtful committee dialogue. Resources Mentioned: Jared Berman - https://www.linkedin.com/in/jared-berman-3950884/ Meridian Compensation Partners, LLC - https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Jamie McGough, Partner at Meridian Compensation Partners, LLC. Jamie discusses strategies for evaluating the alignment between executive pay and company performance. Key Takeaways: (01:15) Total shareholder return is essential, plus profitability and other financial metrics relevant to the company. (05:30) Treatment of performance plans requires judgment when analyzing pay. (08:40) Overlapping cycles and grant timing complicate pay-performance analysis. No perfect solution exists. (13:02) The CEO is central to focus on. (17:41) Pay versus performance analysis is fundamentally a governance tool for committees. (20:22) SEC disclosure rules focus on individuals and accounting values rather than pay structures. Resources Mentioned: Jamie McGough - https://www.linkedin.com/in/jamie-mcgough-2007a9a/ Meridian Compensation Partners, LLC - https://www.meridiancp.com/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by George Paulin and Gerard Leider, both partners at Meridian Compensation Partners, LLC. George and Gerard discuss executive compensation and annual incentive plan design. Key Takeaways: (02:33) Typical annual incentive plans use financial metrics tied to business goals and strategy. (04:13) The most common financial metrics are profits, returns or cash flow. (08:23) Companies are moving away from formulaic threshold-to-maximum goal ranges. (11:18) Macroeconomics creates uncertainty in annual planning and goal setting. (15:16) Realistic goal setting is crucial, especially in down years. (19:59) Find the balance between performance risk and leverage in payout curves. (20:42) Set motivational yet achievable goals. Resources Mentioned: George Paulin - https://www.linkedin.com/in/george-paulin-2b9b5111/ Gerard Leider - https://www.linkedin.com/in/gerard-leider-7348501/ Meridian Compensation Partners, LLC - https://www.meridiancp.com/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today’s episode, we’re joined by Meridian Compensation Partners, LLC’s Christina Medland, Managing Partner, and Mike Rourke, Lead Consultant. Christina and Mike discuss executive compensation through an activist investor lens. Key Takeaways: (01:23) Activist investors view compensation alignment as a barometer of the pay-for-performance relationship.  (06:48) Activists flag supplemental benefits, tax gross-ups, discretionary adjustments and aspirational peer groups as concerning. (08:11) Activists want strong links between realized pay and performance. (13:21) Activists compare incentive targets and resulting payouts to close business comparators.  (20:17) Be transparent in CD&As using graphics and tables. Provide business context supporting pay outcomes. (21:30) With diverging investor policies, committees must do what’s right for their business first when setting pay. (23:15) Underperforming companies with sound business strategies and timing transparency retain more shareholder support. Christina Medland - https://www.linkedin.com/in/christina-medland-09450b17/?originalSubdomain=ca Mike Rourke - https://www.linkedin.com/in/mike-rourke-1668371a/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

On today's episode, we’re joined by Meridian Compensation Partners, LLC’s Robert Romanchek, Partner, and Mike Withey, Lead Consultant. Robert and Mike discuss executive compensation strategies for mergers and acquisitions. Key Takeaways: (02:21) Prepare executive compensation programs in advance for future mergers and acquisitions transactions. (04:20) Use double trigger vesting for equity awards, except when the buyer won't assume awards. (08:29) Cover annual incentives and have prorated payout provisions. (13:16) Ensure severance arrangements address parachute payment tax issues. (15:15) Use special retention awards selectively for critical talent. (17:31) Distinguish between pre-close and post-close retention strategies. (23:45) Understand key concepts of 280G excise tax rules. Robert Romanchek - https://www.linkedin.com/in/robert-romanchek-36a4bb1a/ Mike Withey - https://www.linkedin.com/in/mike-withey-81829217a/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback