finding equity compensation talent: what to look for & where to start

How to Hire the Right Equity Compensation Professional for Your Business

When it comes to equity compensation, precision isn’t optional, it’s essential.

Whether you're scaling a fast-growth startup or managing complex equity plans at a publicly traded company, you need experienced equity compensation professionals who can help you stay compliant, efficient, and employee-friendly. The right hire can make or break your equity program—but how do you find the best talent, fast?

In this blog, we’ll walk through what to look for in equity compensation professionals, why it matters, and how CompIntelligence helps dozens of organizations like yours each year make the right call.

Why the Right Equity Compensation Hire Matters

Equity compensation management is a high-stakes discipline. From tax reporting and SEC compliance to employee communication, reconciliation and system management, the responsibilities are varied and complex. Mistakes are costly—not just financially, but reputationally as well.

That’s why hiring the right equity professional is critical.

Top Skills to Look for in Equity Compensation Professionals

Here’s what sets the best apart:

• Hands-on experience with major equity platforms
  Look for professionals skilled in tools like Equity Edge Online, Shareworks, or Certent (or whatever system your company uses). Platform experience allows them to manage, reconcile, and report with confidence from day one.
• Attention to detail
  One small error can create major compliance risks or employee confusion. That’s why detail-oriented professionals are essential – ensuring accuracy in grant execution, audit support, and plan administration.
• Bridging HR, Finance & Legal
  Great equity professionals know how to bridge the gap between HR, Finance, and Legal. They understand the strategic importance of equity compensation and can align stakeholders around key objectives.
• Cross-functional department knowledge
  Knowing how to work with people in multiple departments and fostering the unique ability to streamline communication across all departments within an organization is critical as an equity professional.
• Strategic thinking and compliance expertise
  Today’s equity teams need more than just transactional support. Seek candidates who understand evolving SEC regulations, 409A valuations, and financial disclosure requirements, and who can recommend process improvements and policy enhancements. Candidates who are Certifed Equity Professionals (CEPs) are a good place to start. They have gone through three levels of increasingly difficult testing about all things Equity Comp.
• Clear, confident communication with employees 
  From explaining vesting schedules to assisting with tax questions, your equity professional should be able to support employee education and satisfaction. One of the major reasons your company is offering employee equity in the first place is to attract new talent and retain the employees you currently have. Clear communication about the benefits of the equity plans is a key starting point.

Why Equity Compensation Talent Is Hard to Find

Even with a strong job description, it’s hard to assess technical depth, system fluency, and communication ability from a résumé alone. Most qualified candidates are already working, and the market is competitive, especially during year-end reporting season or M&A events.

That’s where CompIntelligence comes in.

How CompIntelligence Helps You Hire for Equity Compensation

At CompIntelligence, we specialize in helping companies find pre-vetted, experienced equity professionals who are available to step in quickly — short-term or long-term. Our network includes:

• Certified equity compensation administrators and consultants
• Experts in equity plan administration, stock plan reporting, and audit prep
• Professionals with backgrounds at startups, pre-IPO companies, and public firms
• Candidates with experience in all major equity platforms

We understand the difference between someone who can manage a platform and someone who can optimize it.

Need to assess whether a third-party administrator (TPA) might be a better solution? We can help you evaluate the pros and cons of our Stock Plan Managed Services model.

Our Clients Trust Us to Deliver

CompIntelligence has supported clients across industries with flexible resourcing for:

• Year-end compliance and reporting
• ERP and platform transitions
• Mergers and acquisitions
• IPO and SPAC preparation
• Leave of absence or role backfill

Whether you need help for two weeks or two years, we’ll match you with the right equity compensation talent—fast.

Need to Hire an Equity Compensation Professional?

If you’re unsure where to start, or if your equity compensation function needs immediate support, we’re here to help.