Clarity Comes from Understanding.

At Semler Brossy, creating clarity from complexity starts with asking the right questions. This is how we begin to build the deep understanding of your business that underpins the highly effective compensation strategies and solutions we develop and implement. The conversations we initiate and our unique ability to consider key underlying business success factors stand out among compensation consultancies.

Understanding Each Client’s Business

As part of our process, we develop a strong and detailed grasp of client business objectives, strategies and
financial drivers, as well as governance, culture, talent imperatives and organizational structure. We attend investor events to deepen our understanding of company strategies as well as the concerns and interests of investors. We study external forces such as industry and competitive landscapes, regulatory trends and the broader economic environment. The insights we gain and the clarity we create drive unique value for our clients.

Consistent Principal-Level Involvement

Our principals are involved from day one of every engagement, regularly interacting with key players in our
client’s organization, from the Chairman of the Compensation Committee to the senior management team.
This is so critical to our approach that we limit the number of clients each principal can serve.

A Higher Degree of Client Confidence

Our clients know that we consider all factors in program design, including unintended consequences and less-than-best-case scenarios, as well as the potential for scrutiny from outside groups. Our clients also know that we will bring any potential issues to their attention in a timely manner along with alternative responses—so compensation strategy can evolve with the business and marketplace.

Synthesizing a Broad Mix of Perspectives and Business Factors

Semler Brossy’s approach to executive compensation is based on synthesizing a broad mix of perspectives and business factors. This is how we deliver tailored, highly effective compensation strategy, and why we have a long track record of designs being implemented and working as intended.

We have technical and regulatory teams dedicated to important areas such as proxy advisory firms and Say on Pay, including experts on all aspects of accounting, law and regulations as they relate to executive or management compensation. We are skilled at integrating the implications of these and other factors into program design.

We provide analytic tools and modeling that help committees think and make decisions in ways that are comprehensive and creative, yet focused and practical.

We have developed a reputation for responsiveness and flexibility—we move quickly, and we tailor our processes and solutions to each client’s individual situation and needs. Along with the design of our programs, these attributes have formed the foundation of many strong, lasting client relationships.

Our Process

Our process is tailored to each engagement. We generally follow four collaborative steps to develop solutions based on a clear, deep understanding of our client’s business situation, challenges and objectives.

  1. Build in-depth understanding of business environment, talent needs and current program designs

    OBTAINED THROUGH:

    • Interviews of key people
    • Review of pertinent background material
    • Analysis of past pay programs
    • Industry analysis
  2. Evaluate current programs to ensure they drive performance and engage talent

    FOCUSING ON:

    • Pay and performance alignment
    • Clarity of rewards strategy
    • Consistency of practices
    • Peer group benchmarks
    • Governance best practices
  3. Provide findings and potential approaches to maximize return on total compensation spend

    ADDRESSING:

    • Confirmation of facts
    • Benchmarking
    • Fit with business goals
    • Pay structure
    • Plan design
    • Regulatory compliance
    • Committee process
    • Degree of change
  4. Finalize solution and implementation plan to achieve program goals and business objectives

    ASSISTING WITH:

    • Prioritizing improvement areas
    • Further developing recommendations
    • Implementation planning (as appropriate)