C-Circle – Employee Compensation in a Buyer’s Market

Date: Thursday, March 21, 2019
Time: 8:00am-10:00am
Location: Aricent
Altran Group
3979 Freedom Circle
First Floor Conference Room
Santa Clara, CA 95054

Are you a CEO or other C-level executive and wish to request to be part of these events?


ACG Silicon Valley’s C-Circle, now in its eighth year, proudly announces that it has attracted a following of approximately 400 CEOs and C-level executives and achieved a regular attendance of 35 executives per session.


Employee Compensation in a Buyer’s Market

With every company in Silicon Valley struggling to hire and retain top talent, many companies are being creative in how they compensate employees. As the competition for talent increases, the compensation structures, benefits, perks and equity incentives continue to evolve.

Please join us for a stimulating discussion on the trends in cash and equity compensation, the standard and unique perks and what it currently takes to not only stay competitive but be a leader in employee compensation.

  • What are the key factors that influence whether a person will join a company?
  • What are the key factors that effect employee retention?
  • What are the key trends in the area of cash compensation?
  • What skill sets are receiving the highest compensation levels at the entry level and senior level?
  • Are Silicon Valley technology companies typically offering signing bonuses in the current environment?
  • How much bonus as a percentage of salary is typical? Has this changed over the past several years?
  • With respect to bonuses, is it more common for bonuses to be based upon individual performance or team/company performance?
  • How important is equity compensation in attracting and retaining talented people?
  • How do restricted stock units compare to stock option plans?
  • How are RSU’s being used in the current environment?
  • Are companies using “refresher” grants as a tool to retain employees?
  • With respect to accelerated vesting, is a “single trigger” or “double trigger” more common?
  • How do employers determine the amount of equity grants?
  • For public companies, is an employee stock purchase plan a “must have”?
  • Are these equity plans effective at establishing an “ownership culture”?
  • What are the minimum benefits that must be offered to be competitive in hiring?
  • What are the minimum perks that a company “must have”?
  • What are the trends with respect to 401k and other retirement plans?
  • How are companies modifying PTO to work as a perk/benefit?
  • Does a “dog-friendly” environment really help with hiring and retention?
  • What is the consensus on working “remotely”?
  • Are education and tuition assistance programs making a comeback?
  • What is the current thinking on child-care set asides and on-site child care?
  • With the turmoil in health benefits, what are companies doing in this regard to be competitive?
  • Are technology companies in Silicon Valley trending toward paying more for dependent coverage or less?
  • Are housing stipends gaining any traction among employers?
  • How do prospective employees evaluate perks like on-site barbershops/hair salons, dry-cleaning and laundry service, free food, beer and wine events, shuttle service, on-site gyms, yoga, fitness and meditation classes and massages, financial /investment education classes, on-site medical and dental clinics, on-site oil changes and car washes?
  • How does the war for talent in Silicon Valley effect compensation outside of the area?
  • What type of compensation, benefit and perk packages are required to be a market leader in employee compensation?


Guest Experts


Lillian Gu

Sr. Director, Executive & Global Compensation
Electronic Arts

Lillian is the head of Executive and Global Compensation at EA. She has 20 years of experiences in human resources and rewards management with deep expertise in North America and Asia. Functional expertise includes global compensation design, executive and equity compensation, merger & acquisition due diligence and integration, organization transformation projects management. Broad industry experiences include high-tech, financial services, pharmaceutical, retail, and electronics.

Prior to EA, Lillian was with Visa as Compensation Director to drive compensation strategy and deployment for technology function. She also worked at Merck as a global compensation leader and defined/completed compensation structures integration for several M&A deals.

Lillian holds an EMBA from CEIBS (China Europe International Business School) and a BA in Human Resources Management from SUFE (Shanghai University of Finance & Economics).




James C. Chapman


Jim is a partner at Rimon P.C. where he focuses his practice on securities law, venture capital, mergers and acquisitions, and international business transactions. He counsels publicly traded and privately held clients on public offerings, private placements, debt financings, venture capital transactions, mergers and acquisitions, and related transactions. Jim also represents venture capital firms, angels, and family offices in their investments. With 30 years of experience in corporate and securities law, he has represented clients in over 300 mergers, acquisitions, and financing transactions.

Although he has been involved in transactions all over the world, Jim was also an early pioneer in representing companies in cross border transactions between the US and China. These transactions include both assisting Chinese companies investing and raising capital in the U.S. and helping U.S. enterprises acquire Chinese companies, transfer technology, enter into joint ventures and operate, in China. Jim has also been involved in negotiating resolutions to some of the most high-profile disputes involving US companies operating in China.

Jim’s US-China experience extends to a wide variety of industries including media, mobile, software, semiconductor, alternative energy, nanotechnology and pharmaceuticals. He has been recognized by Finance Monthly Global Awards, ACQ5 Global Awards and Corporate Live Wire as “China Investment Attorney of the Year” for 2015, 2016 and 2017 and by Corporate Intl Legal Awards and Global Law Experts as “China Investment Attorney of the Year- California” for 2015 and 2016. Prior to joining Rimon P.C, Jim was a partner with Morgan Lewis & Bockius LLP, a leading international law firm.


Are you a CEO or other C-level executive and wish to request to be part of these events?