Executive Compensation Peer Groups: Why They Matter & How to Build Them

Authored by FW Cook's Lauren Spencer and Jin Fu for Pave.

Informed executive compensation decisions require market context, and good governance practice often involves benchmarking compensation using a defined peer group—particularly among public and mature private companies. 

This article explores why executive compensation peer groups matter, the key considerations for building a strong peer group, and how they differ from other comparator sets.

To read the full blog, click here.

Lauren Spencer
Consultant

Lauren Spencer consults on executive and board compensation, with a primary focus on market research for clients across a range of industries and growth stages. Her work spans total compensation design, peer group analysis, incentive program development, corporate governance, and pay-for-performance evaluations.

Jin Fu
Managing Director

Jin Fu consults across a diverse range of industries and stages of growth, from pre-IPO to S&P 500 companies. She has experience on all aspects of executive compensation strategy and design, including short- and long-term incentive plans, equity compensation, corporate governance, and corporate transactions, including preparation for initial public offerings.