As Dropbox grew, the People Ops team members naturally became more focused on a certain function. As a Lead on the Comp Team, I got to work on many projects, such as:• Setting up career levels and comp bands for the first time (and all the fun cultural changes that comes with it!)• Instituting regular focal cycles for merit increases, equity refreshes and promotions (and educating managers on how the new comp programs work)• Working with the Board and the first iteration of the Comp Committee to align on proper equity usage (burn rate/overhang targets, monitoring stock-based comp metrics, approving annual budgets for equity spend) • Instituting an annual cash bonus program for the first time• Teaming up with the Recruiting Team to generate offer processes, compose comp materials for candidates, discuss equity offers with high-level candidates, etc.• Teaming up with HRIS to get proper comp fields in Workday• Revising comp bands, based on evolving level structure, equity valuations and market conditions• Overall strategies for employee recruitment and retention• And much more!

Joined Dropbox when it had a little over 300 employees. At that time everyone on the People Ops team had to be scrappy and wear many hats. This exposed me to many areas I had never worked on before like benefits, global mobility, performance management, sales comp plans, global office expansion, etc. And of course, building the early comp programs at Dropbox.

• Compensation Committee of the Board of Directors: Prepare all meeting materials for Comp Committee meetings, including Excel exhibits and PowerPoint presentations. Compile all equity grants for Board review. Build Excel models for equity share projections, burn rate, dilution and overhang analyses. Summarize equity usage into succinct data reports. • Executive Compensation: Build and maintain Excel models to illustrate the equity holdings of LinkedIn's executives, taking into account vesting provisions, equity vehicle, stock price, price fluctuations, conversion ratios, etc. Certain analyses are seen directly by LinkedIn's Executive Chairman and CEO (Reid Hoffman and Jeff Weiner).• Ongoing Equity Granting Program: Aided in the design, implementation and execution of LinkedIn's first ever annual equity granting program.• Market Data: Provide Recruiters and HRBPs with market data on executive-level hires. Model out various equity scenarios in order to strategically recruit key personnel.• Equity Strategy: Research and design new approaches to LinkedIn's equity strategy. Keep current with competitor pay strategies and change courses when necessary.

• Worked under senior principals to supply our clients – public and private compensation committees and C-level suites – with relevant peer and market data analyses along with recommendations regarding appropriate base pay levels, annual incentives, equity grants and perquisite packages

• Oversaw five permanent analysts on the U.S. research team, managed the workflow queue, distributed assignments, managed off-season team projects and undertook the more difficult reports• Published reports that included in-depth analysis on subject-company corporate governance and regulatory compliance in order to identify hidden risks to better inform our clients (institutional investors) on investing and proxy voting decisions

• Led a team of six seasonal analysts through the 2008 and 2009 proxy seasons (March through May), serving as “Lead Analyst” on over 1,100 published reports on public companies including over 100 included in the S&P 500