{"id":49827,"date":"2016-08-28t05:00:15","date_gmt":"2016-08-28t09:00:15","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=49827"},"modified":"2019-04-05t07:42:19","modified_gmt":"2019-04-05t11:42:19","slug":"paying-new-partners-lateral-hires","status":"publish","type":"post","link":"\/\/www.g005e.com\/2016\/08\/28\/paying-new-partners-lateral-hires\/","title":{"rendered":"top trends in comp for new partners and lateral hires"},"content":{"rendered":"

\"$100<\/a>plus a stern warning.<\/strong><\/p>\n

by marc rosenberg<\/i>
\npartner comp: art & science<\/i><\/a><\/p>\n

pay for newly merged-in and laterally hired partners invites special consideration.
\n<\/u><\/p>\n

more on partner compensation:<\/b> paying part-time partners<\/a> | how to pay non-equity partners<\/a> | 5 types of partner evaluations<\/a> | how large and small firms allocate income<\/a> | partner pay: recapping the compensation systems<\/a> | 5 other systems for paying partners<\/a> | why firms use partner comp formulas<\/a> | 3 tiers of compensation<\/a> | partner compensation: an art, not a science<\/a> | why most partner comp systems are performance-based<\/a>
\n\"goprocpa.com\"exclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n

merged-in partners working full time who are not retirement-minded are commonly paid no less than they made at their own firm.
\n read more →<\/a><\/p>\n