[et_pb_section fb_built=”1″ fullwidth=”on” admin_label=”Hero Section” _builder_version=”4.27.8″ hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_fullwidth_header title=”About” subhead=”RESULTS, NOT RHETORIC” background_overlay_color=”rgba(0,0,0,0.8)” content_max_width=”800px” _builder_version=”4.27.8″ title_font=”–et_global_body_font|700||on|||||” title_text_color=”#B8955A” title_font_size=”14px” title_letter_spacing=”2px” title_line_height=”1.4em” content_font=”–et_global_body_font||||||||” content_font_size=”16px” content_letter_spacing=”1px” content_line_height=”2em” subhead_font=”Playfair Display|700||on|||||” subhead_font_size=”48px” subhead_letter_spacing=”3px” subhead_line_height=”1.4em” background_color=”rgba(255, 255, 255, 0)” background_image=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/06\/consultant-11.jpg” parallax=”on” parallax_method=”on” custom_button_one=”on” button_one_border_width=”1px” button_one_border_color=”rgba(255,255,255,0.3)” button_one_border_radius=”0px” button_one_letter_spacing=”1px” button_one_font=”Saira Extra Condensed|600||on|||||” button_one_icon=”$||divi||400″ button_one_icon_color=”#edbb5f” custom_button_two=”on” button_two_border_width=”1px” button_two_border_color=”rgba(255,255,255,0.3)” button_two_border_radius=”0px” button_two_letter_spacing=”1px” button_two_font=”Saira Extra Condensed|600||on|||||” button_two_icon=”$||divi||400″ button_two_icon_color=”#edbb5f” module_alignment=”right” custom_margin=”|||” custom_padding=”8%||8%||false|false” custom_padding_tablet=”8%||130px||false|false” custom_padding_phone=”||80px||false|false” custom_padding_last_edited=”on|phone” hover_enabled=”0″ button_one_text_color_hover=”#edbb5f” button_two_text_color_hover=”#edbb5f” button_one_bg_color_hover=”rgba(0,0,0,0)” button_two_bg_color_hover=”rgba(0,0,0,0)” global_colors_info=”{}” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_one_text_color__hover_enabled=”on” button_one_text_color__hover=”#edbb5f” button_two_text_color__hover_enabled=”on” button_two_text_color__hover=”#edbb5f” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_one_bg_color__hover_enabled=”on” button_one_bg_color__hover=”rgba(0,0,0,0)” button_two_bg_color__hover_enabled=”on” button_two_bg_color__hover=”rgba(0,0,0,0)” sticky_enabled=”0″ subhead_text_align=”center” title_text_align=”center” content_text_align=”center” text_orientation=”center”]<\/p>\n
Meet Mary Peros and find out what real problems she solved and what changed once she fixed them.<\/p>\n
[\/et_pb_fullwidth_header][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Attributes” _builder_version=”4.16″ custom_margin=”|||” custom_padding=”0px|0px|100px|0px” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ _builder_version=”4.16″ background_color=”#ffffff” max_width=”1440px” custom_margin=”|||” custom_padding=”27px|0px|0px|0px” box_shadow_style=”preset3″ box_shadow_vertical=”15px” box_shadow_blur=”80px” box_shadow_color=”rgba(0,0,0,0.15)” use_custom_width=”on” custom_width_px=”1440px” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/06\/5775b040e24fa2a0e68d4568035f58482d916c8c.jpg” title_text=”5775b040e24fa2a0e68d4568035f58482d916c8c” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/05\/55859bbc6584da8b7472339fd999110f9fd70e95.jpg” title_text=”55859bbc6584da8b7472339fd999110f9fd70e95″ _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/05\/06c4ddf372b5983984659754bd5255a25db46a97.jpg” alt=”Hello World Featured Image” title_text=”06c4ddf372b5983984659754bd5255a25db46a97″ _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Team” _builder_version=”4.27.7″ background_color=”#282828″ custom_padding=”100px|0px|99px|0px” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.6″ custom_padding=”27px|0px|27px|0px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” header_font=”–et_global_heading_font||||||||” header_2_font=”–et_global_heading_font|700|||||||” header_2_font_size=”38px” header_2_letter_spacing=”1px” header_2_line_height=”1.4em” header_3_font=”–et_global_heading_font|700||on|||||” header_3_text_color=”#edbb5f” header_3_font_size=”14px” header_3_letter_spacing=”1px” header_3_line_height=”2em” text_orientation=”center” background_layout=”dark” max_width=”1460px” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
Discover the expertise driving Peros Consulting\u2019s success in fractional HR leadership.<\/span><\/p>\n [\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.6″ max_width=”60px” module_alignment=”center” height=”2px” locked=”off” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.27.8″ custom_margin=”|||” custom_padding=”|||” hover_enabled=”0″ custom_width_px=”1440px” global_colors_info=”{}” max_width=”1460px” sticky_enabled=”0″][et_pb_column type=”1_2″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/Mary-Peros-new-pic.png” title_text=”Mary Peros new pic” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.7″ global_colors_info=”{}”][\/et_pb_image][et_pb_team_member name=”mary peros” position=”Founder & CEO” linkedin_url=”https:\/\/www.linkedin.com\/in\/mary-peros\/” _builder_version=”4.27.8″ header_font=”–et_global_body_font|700||on|||||” header_text_color=”#B8955A” header_font_size=”14px” header_letter_spacing=”1px” body_font=”–et_global_body_font||||||||” body_font_size=”16px” body_line_height=”1.8em” text_orientation=”left” background_layout=”dark” custom_margin=”40px|||” hover_enabled=”0″ icon_hover_color=”#edbb5f” global_colors_info=”{}” icon_color__hover=”#edbb5f” icon_color__hover_enabled=”on” sticky_enabled=”0″ position_font=”–et_global_body_font||||||||”]<\/p>\n I’ve held the Chief People Officer seat inside growing companies and PE-backed portfolios \u2014 the person leadership calls before a hard comp decision, a difficult exit, or a deal that needs people diligence done right. I’ve seen what a people function looks like when it keeps pace with growth, and I’ve seen the cost when it doesn’t: bad hires at the executive level, comp structures that trigger turnover, restructurings that damage trust faster than they solve the problem they were meant to fix.<\/span><\/p>\n [\/et_pb_team_member][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/comp-ben-photo.png” title_text=”comp & ben photo” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.7″ global_colors_info=”{}”][\/et_pb_image][et_pb_team_member name=”why? ” _builder_version=”4.27.7″ header_font=”–et_global_body_font|700||on|||||” header_text_color=”#B8955A” header_font_size=”14px” header_letter_spacing=”1px” body_font=”–et_global_body_font||||||||” body_font_size=”16px” body_line_height=”1.8em” text_orientation=”left” background_layout=”dark” custom_margin=”40px|||” custom_padding=”1px|||||” icon_hover_color=”#edbb5f” locked=”off” global_colors_info=”{}” icon_color__hover=”#edbb5f” icon_color__hover_enabled=”on” position_font=”–et_global_body_font||||||||”]<\/p>\n Peros Consulting exists because most companies between 50 and 500 employees are in an awkward middle: too complex to run without senior people leadership, not yet at the size (or budget) that justifies a full-time CPO. I bring exactly that senior judgment, structured around what your business actually needs right now.<\/span><\/p>\n [\/et_pb_team_member][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.27.8″ custom_margin=”|||” custom_padding=”|||” hover_enabled=”0″ custom_width_px=”1440px” global_colors_info=”{}” max_width=”1460px” sticky_enabled=”0″][et_pb_column type=”1_2″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/MA-slide.png” title_text=”M&A slide” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.7″ global_colors_info=”{}”][\/et_pb_image][et_pb_team_member name=”credentials & sector experience” _builder_version=”4.27.8″ header_font=”–et_global_body_font|700||on|||||” header_text_color=”#B8955A” header_font_size=”14px” header_letter_spacing=”1px” body_font=”–et_global_body_font||||||||” body_font_size=”16px” body_line_height=”1.8em” text_orientation=”left” background_layout=”dark” custom_margin=”40px|||” hover_enabled=”0″ icon_hover_color=”#edbb5f” global_colors_info=”{}” icon_color__hover=”#edbb5f” icon_color__hover_enabled=”on” position_font=”–et_global_body_font||||||||” sticky_enabled=”0″]<\/p>\n Sector experience<\/strong> Fractional and interim CPO roles spanning early growth stage through significant scale \u2014 meaning I’ve seen what breaks at each stage of headcount growth and what needs to be in place before it does, not just how to react once it has.<\/p>\n <\/p>\n [\/et_pb_team_member][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/Fractional-Leadership-Picture.png” title_text=”Fractional Leadership Picture” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.7″ global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Features” _builder_version=”4.27.7″ custom_padding=”100px|0px|100px|0px” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_padding=”27px|0px|27px|0px” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.8″ text_font=”||||||||” header_font=”||||||||” header_2_font=”–et_global_heading_font|700|||||||” header_2_font_size=”38px” header_2_letter_spacing=”1px” header_2_line_height=”1.4em” header_3_font=”–et_global_body_font|700||on|||||” header_3_text_color=”#edbb5f” header_3_font_size=”14px” header_3_letter_spacing=”1px” header_3_line_height=”2em” text_orientation=”center” max_width=”7000px” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n Discover how practical executive HR leadership has strengthened businesses, reduced risk, improved management, [\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.6″ max_width=”60px” module_alignment=”center” height=”2px” locked=”off” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.27.8″ max_width=”1460px” custom_margin=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″ use_custom_gutter=”on” gutter_width=”1″][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/Client_A_label_only_edited.jpg” title_text=”Client_A_label_only_edited” _builder_version=”4.27.7″ _module_preset=”default” width=”150px” module_alignment=”center” custom_margin=”||-1px|||” global_colors_info=”{}”][\/et_pb_image][et_pb_testimonial quote_icon=”off” quote_icon_color=”RGBA(255,255,255,0)” quote_icon_background_color=”RGBA(255,255,255,0)” portrait_width=”80px” portrait_height=”80px” content_tablet=”<\/p>\n Family-Owned Group, 13 Companies The problem<\/p>\n A family-owned group had grown into 13 different businesses, but had no consistent way to pay the people running them. Company presidents and functional leaders were paid on a case-by-case basis, with no benchmarking, no structure, and no plan for how to price a role when a new leader was hired. None of this had existed before \u2014 the family had never needed it until now.<\/p>\n What I did<\/p>\n Benchmarked pay and bonuses for presidents and functional leaders against the market The result<\/p>\n The group went from ad hoc, inconsistent pay decisions to a defensible, repeatable structure \u2014 with the internal knowledge to run it themselves going forward.<\/p>\n ” content_phone=”<\/p>\n Family-Owned Group, 13 Companies The problem<\/p>\n A family-owned group had grown into 13 different businesses, but had no consistent way to pay the people running them. Company presidents and functional leaders were paid on a case-by-case basis, with no benchmarking, no structure, and no plan for how to price a role when a new leader was hired. None of this had existed before \u2014 the family had never needed it until now.<\/p>\n What I did<\/p>\n Benchmarked pay and bonuses for presidents and functional leaders against the market The result<\/p>\n The group went from ad hoc, inconsistent pay decisions to a defensible, repeatable structure \u2014 with the internal knowledge to run it themselves going forward.<\/p>\n ” content_last_edited=”on|tablet” _builder_version=”4.27.7″ _module_preset=”default” body_font=”–et_global_body_font||||||||” body_text_align=”center” body_font_size=”15px” author_font=”DM Sans|700|||||||” author_text_align=”center” position_font=”DM Sans||||||||” background_enable_color=”off” custom_padding=”6px|||||” custom_css_main_element=”text-align: center;” global_colors_info=”{}” content__hover_enabled=”on|desktop” content__hover=”<\/p>\n Family-Owned Group, 13 Companies The problem<\/p>\n A family-owned group had grown into 13 different businesses, but had no consistent way to pay the people running them. Company presidents and functional leaders were paid on a case-by-case basis, with no benchmarking, no structure, and no plan for how to price a role when a new leader was hired. None of this had existed before \u2014 the family had never needed it until now.<\/p>\n What I did<\/p>\n Benchmarked pay and bonuses for presidents and functional leaders against the market The result<\/p>\n The group went from ad hoc, inconsistent pay decisions to a defensible, repeatable structure \u2014 with the internal knowledge to run it themselves going forward.<\/p>\n “]<\/p>\n Building a Compensation Structure From Scratch<\/strong> The problem<\/strong><\/p>\n A family-owned group had grown into 13 different businesses, but had no consistent way to pay the people running them. Company presidents and functional leaders were paid on a case-by-case basis, with no benchmarking, no structure, and no plan for how to price a role when a new leader was hired. None of this had existed before \u2014 the family had never needed it until now.<\/p>\n What I did<\/strong><\/p>\n Benchmarked pay and bonuses for presidents and functional leaders against the market The result<\/strong><\/p>\n The group went from ad hoc, inconsistent pay decisions to a defensible, repeatable structure \u2014 with the internal knowledge to run it themselves going forward.<\/p>\n [\/et_pb_testimonial][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/Client_B_label_only_edited.jpg” title_text=”Client_B_label_only_edited” _builder_version=”4.27.7″ _module_preset=”default” width=”150px” module_alignment=”center” custom_margin=”||-1px|||” global_colors_info=”{}”][\/et_pb_image][et_pb_testimonial quote_icon=”off” quote_icon_color=”RGBA(255,255,255,0)” quote_icon_background_color=”RGBA(255,255,255,0)” portrait_width=”80px” portrait_height=”80px” _builder_version=”4.27.8″ _module_preset=”default” body_font=”–et_global_body_font||||||||” body_text_align=”left” body_font_size=”15px” author_font=”DM Sans|700|||||||” author_text_align=”center” position_font=”DM Sans||||||||” background_enable_color=”off” custom_padding=”6px|||||” hover_enabled=”0″ custom_css_before=”text-align: center;” custom_css_main_element=”text-align: center;” custom_css_after=”text-align: center;” custom_css_free_form=”text-align: center;” custom_css_testimonial_portrait=”text-align: center;” custom_css_testimonial_description=”text-align: center;” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n Building a Communications Framework From Scratch<\/strong> The problem<\/strong><\/p>\n The company was planning a major change to how bonuses were calculated \u2014 moving from an equal payout for everyone to a model based on company, team, and individual performance. Half the workforce had joined in the last few years and had never known anything else, so how the change was communicated mattered as much as the change itself. The problem was, no one on the team had ever run a change of this kind before. There was no process for figuring out who needed to hear what, when, or how.<\/p>\n What I did<\/strong><\/p>\n The result<\/strong><\/p>\n The company ultimately decided not to move ahead with the bonus change. But the process gave them something they didn’t have before: a working framework for planning and running internal communications on any major change. What started as a project to launch one plan became the foundation for how they’ll handle change communication going forward.<\/p>\n [\/et_pb_testimonial][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/Client_C_label_only_edited.jpg” title_text=”Client_C_label_only_edited” _builder_version=”4.27.7″ _module_preset=”default” background_color=”#D4A96A” width=”150px” module_alignment=”center” custom_margin=”||-1px|||” global_colors_info=”{}”][\/et_pb_image][et_pb_testimonial quote_icon=”off” quote_icon_color=”RGBA(255,255,255,0)” quote_icon_background_color=”RGBA(255,255,255,0)” portrait_width=”80px” portrait_height=”80px” _builder_version=”4.27.8″ _module_preset=”default” body_font=”–et_global_body_font||||||||” body_text_align=”center” body_font_size=”15px” author_font=”DM Sans|700|||||||” author_text_align=”center” position_font=”DM Sans||||||||” background_enable_color=”off” custom_padding=”6px|||||” hover_enabled=”0″ custom_css_main_element=”text-align: center;” custom_css_testimonial_description=”text-align: center;” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n Diagnosing Culture Issues Before They Become Retention Problems<\/strong> The problem<\/strong><\/p>\n The company was growing quickly, and the growing pains were showing up in employee survey results \u2014 specifically around communication, leadership, and trust. Employees felt communication was inconsistent and often contradictory, leadership felt distant and hard to access, and a number of people felt undervalued, with real concerns about workload, promotion criteria, and pay. Left alone, this combination \u2014 poor communication plus low trust \u2014 was the kind of thing that quietly drives up turnover long before leadership sees it coming. The leadership team knew something was wrong but didn’t have a way to find out what, specifically, why, or whether their underlying HR practices were part of the problem.<\/p>\n What I did<\/strong><\/p>\n The result<\/strong><\/p>\n Leadership moved from a vague sense that “something’s wrong” to a clear, evidence-based understanding of exactly what was driving disengagement. They came away with real confidence \u2014 not just a report, but a working understanding of how culture is actually shaped, and specific, practical actions they could take around communication and leadership to move things forward.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n
Financial Services \u00b7 Manufacturing \u00b7 Retail \u00b7 SaaS \u00b7 Non-Profit \u00b7 Global Organizations<\/p>\nCase Studies<\/h2>\n
and supported confident organizational growth.<\/p>\n
Finance, manufacturing, real estate, and engineering<\/span><\/p>\n
Built a pay and bonus structure they could apply consistently across all 13 companies
Created a grading and competency framework, so roles could be leveled and compared fairly
Gave them a clear process for hiring and pricing new company presidents
Because compensation structure was new territory for the whole family, I documented the reasoning behind every recommendation \u2014 not just the what, but the why \u2014 so they could keep managing it well after I left<\/p>\n
Finance, manufacturing, real estate, and engineering<\/span><\/p>\n
Built a pay and bonus structure they could apply consistently across all 13 companies
Created a grading and competency framework, so roles could be leveled and compared fairly
Gave them a clear process for hiring and pricing new company presidents
Because compensation structure was new territory for the whole family, I documented the reasoning behind every recommendation \u2014 not just the what, but the why \u2014 so they could keep managing it well after I left<\/p>\n
Finance, manufacturing, real estate, and engineering<\/span><\/p>\n
Built a pay and bonus structure they could apply consistently across all 13 companies
Created a grading and competency framework, so roles could be leveled and compared fairly
Gave them a clear process for hiring and pricing new company presidents
Because compensation structure was new territory for the whole family, I documented the reasoning behind every recommendation \u2014 not just the what, but the why \u2014 so they could keep managing it well after I left<\/p>\n
Family-owned group of 13 companies, across finance, manufacturing, real estate, and engineering<\/em><\/span><\/p>\n
Built a pay and bonus structure they could apply consistently across all 13 companies
Created a grading and competency framework, so roles could be leveled and compared fairly
Gave them a clear process for hiring and pricing new company presidents
Because compensation structure was new territory for the whole family, I documented the reasoning behind every recommendation \u2014 not just the what, but the why \u2014 so they could keep managing it well after I left<\/p>\n
Mid-sized company, planning a shift from flat profit-share to performance-based bonuses<\/em><\/p>\n\n
Fast-growing software company, small team<\/em><\/p>\n\n