Preparing for an IPO involves more than just financial readiness; it requires preserving your entrepreneurial culture and preventing talent poaching by auditing current, and designing new, public company incentive structures. 

Navigating this transition requires answering critical questions to ensure the compensation package is both competitive and aligned with investor expectations:

• What constitutes a market-based compensation package for your key employees and board in a public company environment?
• How much equity should be allocated, and how should it be distributed to best incentivize long-term performance?
• What are the current market trends in executive recruitment and compensation for newly listed companies and are your current incentives suitable also post-IPO?
• How is total compensation determined, and what variables are used to calculate it in a publicly traded context?
• What are the expectations of investors regarding incentive mechanisms, target groups, cost, and dilution?

Transitioning to a public company requires a clear strategy for managing ownership and incentive structures. Strong governance at IPO means transparent, market-aligned remuneration and reporting, with proactive compliance to the upcoming EU Pay Transparency directive to ensure pay equity and build stakeholder trust.

We help you manage ownership, incentives, and equity effortlessly as you prepare to go public - giving you the control, clarity, and confidence you need to scale.

Schedual a meeting with one of our experts today!

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