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Any successful pre-IPO company knows that a good head of HR is worth their weight in gold. Getting someone who has strong expertise in leadership, recruiting, talent management, programs management all while fostering culture and fun should be a number one priority for any pre-IPO company wanting to get off the ground.

A San Jose based client was less than a year away from their IPO and seemed to be doing everything right—growing fast, hiring aggressively, and planning big. But serious problems in their compensation strategy threatened to sap talent and sabotage the company’s momentum.

Few places are as exciting as a new start-up—the technology, talent, and fast pace can make it a great place to work. But making sure a company gets to grow into something other than a failed start-up is a tricky balancing act.

Startups are everywhere in Silicon Valley, which makes it an exciting place to be. Where else can you find that heady mix of enthusiasm, great ideas, and the will to win?. For all the highs, though, startups run the risk of some major lows.

An abundance of young money. A hyper competitive environment. Poor work-life balance. Insular, bubble-like culture. Sky-high cost of living. Atrocious commute times.

Ever heard of an ESOP? I’m not surprised if this is a new concept for you. Employee Stock Ownership Plans (ESOPs) are a little-known secret when it comes to benefits and incentives for driving performance in a private company.

I’ve got a message for small to mid-sized businesses out there: your executive pay is all wrong.

Granted, most would think that executive pay is not a big problem, since it is high and on the rise. But while that may be true for larger companies, that’s not always the case for small to mid-sized businesses, and yes, it’s a problem!

You’re probably familiar with the image of actress Jennifer Lawrence as Katniss Everdeen, heroine of the Hunger Games: bow and arrow pulled back, ready to fight.

Would you be ready to take her on?

Lawrence adopted that same fighting spirit off-screen late last year after finding out through leaked emails that she was paid less than her male co-stars in American Hustle.

Successful companies that grow quickly in a short period of time seem to be doing everything right—they have profits, plans for growth, and a competitive edge. But rapid growth almost always creates a critical weakness for companies: job levels and titles get skewed.

Is your pay competitive to the market?

If you can answer that question confidently, you’re in the minority. A recent study by PayScale, reported in the Harvard Business Review, revealed that many employees are uncertain about whether they’re being paid fairly.