I'm an independent executive compensation and governance advisor working with public companies, PE-backed organizations, founder-led businesses, and scaling companies navigating growth, transformation, and heightened scrutiny.
Executive compensation is the through-line, but the work extends across every adjacent question — from board-level governance and disclosure to broad-based architecture down to the individual executive weighing a package.
The full arc of executive pay design.
Compensation philosophy, peer construction and benchmarking, short- and long-term incentive design, equity strategy, and pay-for-performance alignment — built for the moments where the design has to hold up to a Compensation Committee, a proxy advisor, and the room. Includes CEO transitions, retention scenarios, and the technical modeling that turns recommendations into board-ready decisions.
Proxy season as a workstream, not an event.
CD&A drafting and strategy, Pay Versus Performance analysis, ISS and Glass Lewis considerations, equity plan governance, and the Board and committee materials that make disclosure season manageable rather than reactive — including support through leadership transitions and other moments of heightened visibility.
The structure beneath executive pay.
Job architecture and leveling, salary bands, market pricing, internal equity, and the incentive plan design and analytics that make broad-based compensation coherent at scale — the work that determines whether a compensation philosophy survives contact with operations.
Compensation built for the next stage.
For founder-led, PE-backed, and scaling companies: compensation strategy, equity philosophy, and governance preparation calibrated to where the business is going — whether that's an IPO, an acquisition, a board build-out, or the kind of growth that makes legacy comp practices break.
Confidential advisory for executives and senior professionals.
Independent perspective on offers, equity grants, severance terms, retention awards, and compensation negotiations. What's standard, what's negotiable, what the numbers actually mean — translated into clear decisions during moments that warrant outside counsel.
Compensation is one of the most powerful — and most misunderstood — tools in an organization. When designed intentionally, it drives performance, aligns leadership behavior, and reinforces strategy. When it isn't, it erodes trust and distorts decision-making — internally, and in the eyes of shareholders and the public.
My work sits at the intersection of executive compensation, compensation architecture, governance, organizational design, incentive strategy, and board-level advisory. It spans both strategic counsel and deep technical execution — peer groups, equity models, CD&A drafting, plan design, and the materials that put a Compensation Committee in a position to act.
What I bring is the combination: board-facing communication, technical compensation expertise, governance fluency, analytical rigor, executive presence, and operational follow-through — in one place, accountable to one advisor.
I'm also the founder of The Advisory and write Unpaid Labor, a series on the realities of work, power, and compensation.
Engagements span institutional clients and the individuals navigating them — from public-company Boards through founder-led teams to senior executives weighing their next package. The through-line is moments where compensation intersects with governance, growth, transition, or scrutiny.
Compensation influences culture, execution, leadership behavior, retention, investor perception, and enterprise performance. It deserves to be treated as the strategic lever it is.
Compensation work tied to the business strategy underneath — not a benchmark exercise wrapped in a deck.
Built for the room where the decisions actually get made. Materials, narrative, and counsel calibrated for that audience.
Pay decisions land in front of boards, proxy advisors, and the public. The design — and the narrative behind it — has to hold up under examination.
Whether you're preparing for proxy season, designing a new incentive plan, building out compensation architecture, or weighing an offer or equity package — let's talk.
Available for project-based engagements and ongoing advisory support.