SPACs are hot right now; but, without the right preparation for executive compensation, leaders may miss the mark for sustainable success when taking a new company public.

SPACs (special purpose acquisition companies) are taking the market by storm. This method allows emerging companies a more flexible and efficient way of going public.

Analysis and application of the right compensation data to inform the executive compensation plan is critical to success. How does a SPAC differ from an IPO (initial public offering), and why is that important in determining an executive compensation plan and philosophy?

Leaders must consider a number of strategic and tactical issues when preparing for an IPO or SPAC. Regardless of a company's industry or level of maturity, compensation planning is critical. In the current very competitive environment to attract and retain key executive leaders, compensation must be reasonable, appropriate and motivating.

International C-suite compensation expert James F. Reda explores in his latest whitepaper the most immediate compensation issues for board consideration when preparing for an IPO or SPAC.

Use Gallagher's detailed discussion as a checklist to help start a conversation with your team. Begin now to create a sustainable and effective compensation strategy to support the overall wellbeing of your new public organization.

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This material was created to provide accurate and reliable information on the subjects covered but should not be regarded as a complete analysis of these subjects. It is not intended to provide specific legal, tax or other professional advice. The services of an appropriate professional should be sought regarding your individual situation.

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