"Satterfield Renzenbrink Associates is a really great boutique of highly effective and efficient recruiters. While they aren't cheap, they offer great value for the money. It's tough to put a price on getting the right person ... and they helped Syrgis do that several times in a way that really made efficient use of our time and helped to ensure we got “the right fit.” I initially thought their base fee was high, but have learned it is well worth it. And, unlike big firms, they don’t charge any "administrative fees." They also pass through all out-of-pocket expenses with no mark-up ... at actual cost. I always got the feel they 'spent' my money (on travel and other expenses) like it was their own. At the end of the day, they have always found the right fit for our positions - most importantly, with culture and values along with the best match for needed skills – providing good overall value and return on our investment in their retained search."
-Andy Harris
CEO Syrgis

Our Top 10 Compensation Principles

  1. Don't Pay People Enough to Get Them, Pay People What They are Worth - It's in vogue to "over hire".
    • Not a good practice - overhire's tend to continue to look for another job and leave when the market conditions change.
  2. Think "Total Compensation" - Compensation is more than cash.
    • There's often overlooked non-cash or psychological compensation - make sure you sell these factors.
    • e.g. Title, work environment benefits, flexibility, etc. - be creative!
  3. Pay-For-Performance - REALLY live it.
  4. Pay Your Best First - There's always a top, middle and bottom third of your talent base.
    • Know who is in which group all the time.
  5. * Equity is for Everyone - Great benefits to a DEEP option structure.
    • Senior management greed is not good.
  6. * Have Principled Flexibility - Tailor compensation to the individual (while maintaining corporate equity).
  7. * Seniority and Equity/Options Importance are Proportional - Cash is more important to younger people.
  8. * Security is Inversely Proportional to Cash - Cash compensates for limited security.
  9. Separate Reviews and Raises - Eliminates "mixed signals".
  10. Great Compensation Value = Second Wage Earner - There's a valuable, largely untapped workforce of people available part-time or with greater flexibility.
    • 2 Half-timers > 1 Full-timer (No benefits, greater intensity)

 

* Asterisked items tend to have greater application to early stage companies versus established ones