In a recent LinkedIn post, Disha Pai offers a critical perspective on how companies approach executive compensation, arguing that many overlook crucial components beyond base salary. As a negotiator with experience in over 100 senior compensation packages, Pai highlights a common pitfall: focusing solely on base pay while neglecting other elements that senior candidates increasingly value.
According to Pai, the traditional emphasis on base salary is insufficient in today’s competitive market. She points out that while base pay is important, it represents only one part of a more complex compensation equation. This singular focus, she suggests, leads companies to be blindsided when candidates push back on offers or ultimately decline them.
“I’ve negotiated 100+ senior compensation packages. And companies consistently miss the second half of the equation.”
The Missing Pieces of Executive Compensation
Pai elaborates on the specific elements that senior candidates are actively seeking, moving beyond the standard base salary. She provides data from her experience, indicating a strong demand for a diversified compensation structure. These desires often include financial stakes in the company’s success and opportunities for professional growth.
Key Candidate Demands
The post breaks down the priorities of candidates, revealing a nuanced view of what constitutes a valuable offer:
- Equity/Profit-Sharing: A significant 40% of candidates are looking for ownership or a share in the company’s profits.
- Performance Bonuses: 35% of candidates prioritize bonuses directly linked to achieving specific Key Performance Indicators (KPIs).
- Professional Development: A substantial 30% of candidates seek dedicated budgets for continuous learning and skill enhancement.
- Flexibility: 20% of candidates value flexible working arrangements.
Pai argues that overlooking these components is a strategic error for businesses aiming to attract and retain top-tier talent.
“Most companies lead with base salary and ignore everything else. Then they’re surprised when candidates negotiate down the offer or walk away.”
A Tailored Approach to Total Compensation
The core of Pai’s message is the necessity of personalization in compensation. She contends that a one-size-fits-all approach is detrimental and that employers must adapt their strategies to individual candidate priorities. Building a comprehensive package that resonates with a specific candidate’s needs is paramount.
As Pai emphasizes, understanding and incorporating these diverse elements can significantly improve a company’s ability to secure top executive talent. By moving beyond a base-salary-centric model, organizations can create more attractive and competitive offers that reflect the full value proposition sought by senior professionals.
“Build a total compensation package that includes components that matter to the specific candidate. One size doesn’t fit all.”
Pai’s insights provide a valuable framework for businesses looking to refine their executive recruitment and retention strategies, urging a more holistic view of what constitutes fair and compelling compensation.
📝 About This Content
This article is based on insights shared by Disha Pai on LinkedIn.
📅 Originally posted on July 23, 2026 | View original post on LinkedIn →