Kaitlyn Knopp
San Francisco, California, United States
10K followers
500+ connections
About
What drives me: belief that the status quo is the floor, not the ceiling…
Articles by Kaitlyn
Contributions
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What are the best practices for setting vesting schedules and performance criteria for equity awards?
A good rule of thumb is no more than 10% for the first 10 employees. You should also remember you can always grant more, but the game is that the earlier you grant to employees the more upside they potentially have. In addition, you need to evaluate how your market data is aggregating equity. If they report "total granted" that's a combination of new hire, promotion, and refresh. If they mix pre- and post-IPO data, it will cause you to over/underspend depending on your stage. You also want to get away from % as soon as possible and focus on $ value -- this generally happens when your company is performing well, but % is hard to quantify and explain. Dollar grants offer greater control + easier comparison to competitors total compensation.
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What are the best practices for setting vesting schedules and performance criteria for equity awards?
Another type of equity program is Phantom Stock. This is where a company will "grant" an imaginary unit of stock. They will typically calculate the stock value based on their real-stock's day of grant's price, and then create vesting rules like typical stock plans (e.g. 25% each year). Instead of "vesting" though, employees receive cash equivalent to the price of their stock on the day of vest. This is a non-dilutive program, though it does require cash reserves, so can work well for companies with very stable stock prices. The downside is that as it's not real equity, employees may not associate it as closely to their efforts. An upside is since it's cash settled, there's more control to tie to performance milestones.
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What are the key factors to consider when benchmarking your compensation against the market?
If unsure how wide your ranges should be from min to max a rule of thumb is salary should be 20% wide and equity 30%. To test, ask "how long will someone be in this range for?" and see how many 4% increases you can give in that range. Tenured talent can be in a role for years without a promotion - so the range width may need to reflect that. If wondering how to determine the distance between levels (called progression) ask, what is the average % increase for a promotion? If 15% is expected (which I recommend) then have 15% between midpoints. If you anticipate needing a smaller/larger bump, adjust the delta accordingly.
Activity
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Heartwarming moment watching French Paralympian, Kevin Piette, who has been paraplegic since an accident at age 11, makes history as he carries the…
Heartwarming moment watching French Paralympian, Kevin Piette, who has been paraplegic since an accident at age 11, makes history as he carries the…
Liked by Kaitlyn Knopp
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I'm thrilled to share some news that's been in the making for quite some time: my first book, co-authored with the brilliant Iris Bohnet, is coming…
I'm thrilled to share some news that's been in the making for quite some time: my first book, co-authored with the brilliant Iris Bohnet, is coming…
Liked by Kaitlyn Knopp
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I used to think I needed to have it all figured out. I made excuses on why I wasn't ready for the next step. The truth is, I was a perfectionist.…
I used to think I needed to have it all figured out. I made excuses on why I wasn't ready for the next step. The truth is, I was a perfectionist.…
Liked by Kaitlyn Knopp
Experience
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Education
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Penn State University
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Activities and Societies: Founder and 2009-2010 Executive Chair of H.E.A.L. House THON ; Penn State Entrepreneurs Network, Society of Labor Studies Employment Relations, Society of Human Resources Managers
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Activities and Societies: Valley Magazine editor-in-chief ; goPSUsports.com writer ; HerCampus writer
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Volunteer Experience
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Volunteer Mentor
Spark Program
- 1 month
Children
Mentor at risk middle school student on highlighted program skills such as networking, problem solving, and leadership.
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Group Founder
Penn State Dance Marathon
- 1 month
Children
Founder: Health Education Awareness & Learning group (HEAL) THON for the Four-Diamonds Fund to fight pediatric cancer.
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Volunteer Builder
Habitat for Humanity Greater San Francisco
- Present 10 years 3 months
Poverty Alleviation
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Foster Parent
Muttville Senior Dog Rescue
- 3 years 3 months
Animal Welfare
Off and on foster volunteer for elderly dogs. Assist in socialization and medical care of animals, by bringing them to personal home to take care of and dote upon.
More activity by Kaitlyn
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I am excited to announce that I am hiring for 2 new positions within our People Analytics team. As we continue to advance our capability and…
I am excited to announce that I am hiring for 2 new positions within our People Analytics team. As we continue to advance our capability and…
Liked by Kaitlyn Knopp
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Great Visier Inc. Totally Rewarding Chat with Maria Colacurcio; super Mom, athlete, and oh yeah, CEO of Syndio. Interesting to learn more about her…
Great Visier Inc. Totally Rewarding Chat with Maria Colacurcio; super Mom, athlete, and oh yeah, CEO of Syndio. Interesting to learn more about her…
Liked by Kaitlyn Knopp
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To anyone in the HR/ People function feeling isolated, exhausted (looking at you, HR department of one leaders 😪 ), confused and uncertain about…
To anyone in the HR/ People function feeling isolated, exhausted (looking at you, HR department of one leaders 😪 ), confused and uncertain about…
Liked by Kaitlyn Knopp
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📣 We are thrilled to announce that compensly is now part of Kamsa as we expand to help more companies around the globe pay their employees…
📣 We are thrilled to announce that compensly is now part of Kamsa as we expand to help more companies around the globe pay their employees…
Liked by Kaitlyn Knopp
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Recently, I shared that I prefer using expected autonomy over years of experience when leveling talent -- received many insightful questions. Here's…
Recently, I shared that I prefer using expected autonomy over years of experience when leveling talent -- received many insightful questions. Here's…
Shared by Kaitlyn Knopp
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Yesterday I got to share with but also learn from 200+ amazing execs and fellow founders about the entrepreneurial mindset in Fern's class for…
Yesterday I got to share with but also learn from 200+ amazing execs and fellow founders about the entrepreneurial mindset in Fern's class for…
Liked by Kaitlyn Knopp
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Discover why autonomy might be a more effective measure for employee leveling than traditional experience metrics in Kaitlyn Knopp's latest article.…
Discover why autonomy might be a more effective measure for employee leveling than traditional experience metrics in Kaitlyn Knopp's latest article.…
Liked by Kaitlyn Knopp
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Last month, I had the pleasure of participating in a fireside chat with Mohamed Elgendy at the first AI Quality Conference. We discussed public…
Last month, I had the pleasure of participating in a fireside chat with Mohamed Elgendy at the first AI Quality Conference. We discussed public…
Liked by Kaitlyn Knopp
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Must attend #PayTransparency event today! Hosted by Pequity's Kaitlyn Knopp & TK Elevator's Bryan Briscoe! Register here 👉…
Must attend #PayTransparency event today! Hosted by Pequity's Kaitlyn Knopp & TK Elevator's Bryan Briscoe! Register here 👉…
Liked by Kaitlyn Knopp
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Starting in ~2 hours! Register to join us for the discussion, we'll also send the recording to all registrants after the call. See you all…
Starting in ~2 hours! Register to join us for the discussion, we'll also send the recording to all registrants after the call. See you all…
Shared by Kaitlyn Knopp
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🎉 Join Bryan Briscoe & Kaitlyn Knopp live on Zoom Events today to chat #PayTransparency! 🎉 Feel free to register using this link 👉…
🎉 Join Bryan Briscoe & Kaitlyn Knopp live on Zoom Events today to chat #PayTransparency! 🎉 Feel free to register using this link 👉…
Liked by Kaitlyn Knopp
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