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UID:1776891645@thefeng.org
DTSTAMP:20260422T210045Z
DTSTART:20260226T213000Z
DTEND:20260226T223000Z
ORGANIZER;CN=Joyce Gibney:MAILTO:mailings@TheFENG.org
SUMMARY:THE FENG: Compensation Negotiation Architecture
LOCATION:zoom
DESCRIPTION:Compensation Negotiation Architecture&nbsp;four components of PE-backed Operator compensationred flags in compensation offers to watch out forthe sponsor's perspectivehow to negotiate without sounding like an amateurMore context:Most first-time private equity–backed executives walk into compensation discussions underprepared—not because they lack experience, but because PE compensation obeys a different logic (and language) than corporate pay.Private equity pays Operators to think and act like owners.&nbsp;That means:&nbsp;• More variable pay&nbsp;• Meaningful equity participation&nbsp;• Less emphasis on base salary&nbsp;• Compensation tied directly to outcomes, not inputsPE rewards value creation under uncertainty, with a heavy emphasis on outcomes at exit. If that feels uncomfortable, this may not be the right ecosystem for you.Executives should negotiate with these realities in mind. If you make the sponsor’s model stronger, your ask becomes easier to justify.&nbsp;When executives and sponsors share the same comp vocabulary, value creation accelerates—because the incentives are no longer ambiguous.&nbsp;
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