I concur. Remote has been my development strategy from day one. Now, the question is whether it is a regular PM or an IC PM. Then, what is the best incentive plan to reward your contract superheroes? But first, you need the deal of a lifetime to build as the bait.
Hey Gene, I can jump in here quickly and share some of our experience at Athyna.
We built an RSU equity plan (not ESOP) for all employees and contractors alike from intern to executive. It's RSUs so that the team do not need to pay for their stock, and it has a double trigger (vesting + liquidity event) to protect local and international team members from a biog taxable event.
On top of this, as far as regular comp goes, we always aim to pay really strong (20-30%+ above market) local salaries with good benefits.
I concur. Remote has been my development strategy from day one. Now, the question is whether it is a regular PM or an IC PM. Then, what is the best incentive plan to reward your contract superheroes? But first, you need the deal of a lifetime to build as the bait.
Hey Gene, I can jump in here quickly and share some of our experience at Athyna.
We built an RSU equity plan (not ESOP) for all employees and contractors alike from intern to executive. It's RSUs so that the team do not need to pay for their stock, and it has a double trigger (vesting + liquidity event) to protect local and international team members from a biog taxable event.
On top of this, as far as regular comp goes, we always aim to pay really strong (20-30%+ above market) local salaries with good benefits.