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Competing for top executives isn’t just about offering the highest salary anymore. The leaders we place across industries look at the complete package: base pay, benefits, long-term incentives, hybrid / remote options, and company culture. Organizations that only compete on salary miss what today’s executives really value.
At ASG, we’ve seen how the right compensation strategy becomes a competitive advantage for both attracting and keeping exceptional talent.
The Three Essential Components
Building a competitive compensation package requires three key elements working together:
Core Compensation
Base salary provides the financial foundation executives need to focus on long-term results rather than worrying about immediate expenses.
Performance incentives and bonuses should tie directly to business outcomes. Top performers want their pay to reflect their impact on company success, with clear metrics and achievable targets.
Long-term and deferred compensation aligns executives with company growth over time. These components reward sustained performance, not just quick wins.
Total Rewards
Health, wellness, and financial benefits now extend far beyond basic medical coverage. Leading companies offer comprehensive wellness programs, mental health support, and financial planning services for executives and their families.
Retirement and savings plans remain important, but smart companies enhance these with additional savings opportunities and employer matching programs.
Flexibility perks have become essential. Work-from-home stipends, four-day workweeks, and flexible scheduling show you trust executives to deliver results regardless of when or where they work.
Internal Alignment
Market benchmarking ensures your packages stay competitive with industry standards while reflecting your company’s unique value.
Equity across roles and teams addresses fairness; executives need confidence that pay decisions are consistent and based on clear criteria, not favoritism.
Transparent compensation messaging in hiring is now expected. Executives want to understand their complete compensation picture, including growth potential and the reasoning behind pay decisions.
What Executives Really Want
Through our placement experience, we’ve identified what consistently influences executive decisions:
Professional Development Investments: Top performers view their career as an ongoing investment. Executive coaching, conference attendance, and advanced degree support signal you’re committed to their long-term growth.
Meaningful Equity Participation: Stock options and equity aren’t just perks anymore; they’re essential for aligning leadership with company success. The best programs use vesting schedules that balance immediate motivation with long-term commitment.
Authentic Flexibility: This isn’t about working fewer hours; it’s about working more effectively. Genuine control over how, when, and where work gets done attracts leaders who focus on results over presence.
Making It Work
Companies that consistently win top talent treat compensation as an investment in leadership capability, not just a cost. They understand that executives evaluate opportunities based on total value: immediate rewards, career growth potential, and alignment with their professional goals.
Success comes down to three things:
- Understanding what your target candidates currently earn and value.
- Designing packages that encourage long-term commitment.
- Clearly communicating the complete value proposition.
