Compensation & Equity Solutions
Consulting > compensation & equity 
An effective compensation strategy is not just about numbers—it’s about aligning rewards with your culture, client service standards, and business performance.
We partner closely with you to design compensation and equity solutions that recognize the unique contributions of every team member. We transform traditional pay structures into dynamic tools that attract, retain, and motivate talent.
Rewarding Excellence, Inspiring Success
Compensation & Equity Solutions We Offer:
Compensation Philosophy Development: Helps you articulate a clear, strategic approach to rewarding employees that aligns with business objectives and industry’s best practices.
Employee Compensation & Incentives: Tailored solutions that attract and retain talent by offering competitive, results-driven rewards that increase your firm’s capacity and productivity while maintaining exceptional client service.
Financial Advisor Compensation & Incentives: Tailored to align advisors’ efforts with your firm’s client service standards and strategic goals, rewarding both individual achievement and team success.
Executive Compensation Design & Analysis: Customized packages that align executive rewards with your firm’s client service standards and desired company performance.
Long-Term Incentive Plans (LTIPS): Rewarding sustained performance by aligning key contributors’ incentives with client service, growth, and long-term tenure.
Partner & Equity Compensation: Fostering collaboration and accountability by aligning rewards directly with individual roles, responsibilities, and overall firm success.
Optimizing Financial Advisor Compensation: What 20+ Years of Financial Advisor Compensation Benchmarking Has Taught Us About Advisor Retention
Compensation & Equity
Employee Pulse Survey: Top Reasons Employees Leave Jobs in Financial Advisory and Tax
Human Capital & Talent Management
The survey, which collected responses from 1,053 employees, revealed significant insights into the factors driving turnover. The results point to four primary reasons: lack of workplace flexibility, poor leadership, dissatisfaction with salary and incentives, and the absence of clear career tracks.
