![]() As a senior executive, it’s important to determine what compensation models are vital to hiring critical talent–and also important to have a HR department willing to flex the models to your needs.īeing able to put the right people in the right seats promptly is essential to a new executive’s success. Yet, if compensation models are tied to number of reports managed, the model may not be effective at attracting the necessary talent. It could be a critical tax director, FP&A director, or cyber-security specialist. ![]() There are times when incoming senior executives (e.g., CFO or CIO) require specialized, high-quality talent.
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