Optio Incentives

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Launch an ESPP in Europe with a plan you can defend. Three phases, five design decisions, and the cost modelled before you commit. Get the guide below.

Once you are public, remuneration is no longer just an internal topic. You are in the eye of the market. 1. Proxy advisors look at it: https://lnkd.in/eXe5Xw66 2. Investors look at it: https://lnkd.in/eKFNS5JE 3. The press features it (e.g. CEO comp): https://lnkd.in/eWZ3aDbi And if your remuneration framework sits clearly outside market practice, you should expect questions. That does not mean every company should simply copy the benchmark. But you need to know where you stand, where you deliberately deviate, and how you explain it if you get difficult questions. Because once you are listed, remuneration comes with disclosure, reporting requirements and much more external scrutiny. That is exactly why benchmarking matters. Not to tell you what to do. But to give you the context to defend your choices. In November, we’ll continue our DACH LTI Benchmarking series in Munich and Zürich, looking at how listed companies across the region structure executive and board remuneration. Munich: 12 November Zürich: 5 November If you are working on executive compensation, LTI design or remuneration governance, I’d be very happy to see you there. Details in the comments. PS: picture is from the wonderful CIRA event in Vienna. Thank you Elis & Henriette for having me. Definitely the "must attend" event in Austria if you are in IR. #LTI #equity #compensation Erjona Ieva Cindy Ann-Sophie Felix Felix Alejandro Andreas Jesko Philipp Liis Annika Dr. Maximilian Tetiana Victoria Daniele Gina

Two weeks ago, I was asked a very practical question: “What restrictions around equity and LTI should we actually expect after an IPO?” I gave the honest answer: well it depends on what you want to achieve.. But I also promised to tell you more at this upcoming event So the timing of the upcoming IPO Fundamentals session at Deutsche Börse could hardly be better. Because an IPO changes much more than the shareholder structure: It the long waited liquidity event for many of your employees and current shareholders... Also Governance changes Disclosure changes Investor expectations change Market windows open and close And the way you think about executive and employee equity changes with it LTI and employee participation must be part of IPO preparation much earlier than they often are. If you are moving from private to public markets, questions around vesting, holding periods, share ownership, trading restrictions, plan design and communication suddenly become much more relevant. And they should ideally be thought through before the bell rings, not afterwards. On 20 October, I’ll be joining the IPO Fundamentals session at Deutsche Börse in Frankfurt. And to the person who asked me about typical post-IPO restrictions two weeks ago: I haven’t forgotten. I promised you an answer. Arno Andreea Nhan Corinna Dirk Jonas Matthias Cindy Fabienne Philipp Tadeu Ebony Felix Sebastian Sebastian Christopher Sebastian Gabriel Judith Ann-Sophie Špela Tamas Tu Micha Lucas Let’s discuss it there. 📍 Frankfurt 📅 20 October 2026 Event link in the comments PS: Do you know what the Pina Colada effect is? 🍸