Issue link: http://endeavor.uberflip.com/i/772917
page 122 Has Catalyst changed Endeavor's view toward compensation? 1. Again the answer is NO. Endeavor has always had a clear compensation philosophy, ratified by the board in 2011: We aim to pay talent at the top (90th) percentile of compensation using a blend of relevant non-profit and private-sector comp data. This comp philosophy has not changed. 2. What has changed is Endeavor's scale and scope: In 2011, we operated in 10 countries with 400 EEs and both Endeavor Insight and Catalyst were merely ideas. Today our operations span 25 countries/52 cities servicing 1,200+ EEs. And both Insight and Catalyst are generating intellectual capital as well as market-driven revenues. To paraphrase Edgar Bronfman, Jr., we were charming and now we are (becoming more) important! 3. The world of nonprofits and mission-driven organizations has also changed since Endeavor last looked at compensation six years ago. Many leading non-profits are implementing or considering varied forms of Long-Term Incentives (LTI) and vesting bonuses in addition to traditional base and bonus compensation. These are NOT to be confused with carried interest. 4. As the world shifts, we want to remain best in class. Endeavor is seeking out experts in both compensation and nonprofit law to help us determine what is possible for the next stage. 5. We know our high-impact mission demands top-tier talent—and the marketplace has changed dramatically since Endeavor began.