Compensation Expert to consult on and refine CEO & Company compensation framework

ENGAGEMENT OBJECTIVE Two linked workstreams. Workstream B — the CEO compensation plan — is the priority and the more time-sensitive of the two; it should be sequenced first and worked directly with the CEO. WORKSTREAM A: Company Compensation Strategy Review A current-state assessment of company-wide pay, and a forward framework we can apply consistently as the team grows. SCOPE ▸ Benchmark roles against stage- and sector-relevant peers (fintech / SaaS), differentiated by geography. ▸ Review the employment-classification mix: full-time employee, U.S. 1099, and international contractor. ▸ Articulate a compensation philosophy — cash positioning, variable pay, and equity practice. ▸ Surface internal pay-equity considerations across role, gender, and geography. DELIVERABLE › A concise written compensation strategy memo with supporting benchmark data. WORKSTREAM B: Board-Ready CEO Compensation Plan Direct work with the CEO to design and refine a CEO compensation plan suitable for Board review and approval — structured to withstand institutional-investor scrutiny. SCOPE ▸ Benchmark founder-CEO total compensation against an appropriate, defensible peer set. ▸ Address founder-specific considerations, including existing ownership and any incremental grants. ▸ Recommend pay mix across base salary, annual incentive, and long-term / equity. ▸ Frame severance, change-of-control, and governance provisions appropriate to our stage. D E L I V E R A B L E › A board-ready CEO compensation plan with supporting rationale and benchmarking, in a format the Board can review, approve, and govern against.