Solutions · Total Rewards

More comp value. Same budget.

Your mandate is to build programs that are competitive enough to win talent, equitable enough to reach your whole workforce, and efficient enough to satisfy finance. Carver Edison gives total rewards leaders a way to deliver all three - with the equity budget you already have.

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The challenge

The constraints every VP of Total Rewards is working with

Financially responsible

Do more with the same resources

Comp budgets aren't growing with talent market expectations. You're asked to close the gap against peers without a larger budget, which means the architecture of your programs matters as much as what they cost.

Competitive

Standard packages don't win offers

Equity is an expectation. When every company in your peer group offers the same structure, total comp comparisons come down to raw numbers, and that's a fight you can't always win without adding budget.

Equitable

A program that doesn't reach everyone isn't equitable

Salaried employees with savings get the equity benefit. Hourly workers, frontline staff, and international employees often can't participate at all. You're running a program designed to align your workforce, but most of your workforce isn't in it.

What your budget can now deliver

The same equity program. Competitive, equitable, and financially defensible.

Carver Edison's Cashless Participation structure changes what your ESPP delivers without changing what it costs - so you can show up to leadership with a program that's competitive against your peer group, equitable across your workforce, and responsible with budget.

Metric

Standard ESPP

With Carver Edison

Workforce reached

~20% Industry-average participation. Most employees can't afford payroll deductions.

90%+ Cashless Participation removes the cash barrier; participation jumps across the workforce.

Who participates

Salaried Hourly, frontline, contractor, and international workers often excluded by plan design or cash requirements.

Everyone Hourly, frontline, contractor, international. Carver Edison handles the structures that make full coverage possible.

Value per employee

Low Most employees leave the discount on the table. Program cost absorbed, benefit not delivered.

121% ROI Average participant return in 2024. Every employee who participates feels the program.

Outcomes

How total rewards leaders deliver on their mandate with Carver Edison

Financially responsible: your budget goes further Deliver more total comp value per dollar spent. Carver Edison restructures how your equity program works - not how much it costs - so the same budget produces materially more for employees. It's the kind of efficiency your CFO can stand behind too.

Competitive: win offers your peer group can't match Cashless Participation is something most peer group companies don't offer yet. In a comp comparison where everything else looks identical, a program that delivers real economic value to employees is the kind of structural advantage that wins offers and retains people.

Motivate: programs employees actually feel The gap between what a program costs to run and what employees experience closes. When near-universal participation replaces 20% opt-in rates, equity stops being a line item and starts being a retention and motivation tool.

Equitable: ownership for your entire workforce Salaried, hourly, frontline, international, non-payroll - Carver Edison handles the plan structures and compliance requirements to make equity ownership genuinely accessible at every level and in every country.

Attract and retain: a real raise without adding to payroll Employees receive meaningful economic value - shares they own - without the company adding to cash payroll expense. Total comp goes up. Payroll cost doesn't. That's a story you can tell in every offer letter and every retention conversation.

Built for every workforce type

Equity that works across your entire org chart.

Most equity programs are built for corporate, salaried employees. Carver Edison is built for everyone.

Remove the cash barrier for salaried employees

Standard ESPPs ask employees to divert a percentage of their paycheck for months before receiving shares. Even employees who can afford it often don't bother. Cashless Participation removes that friction entirely.

Employees receive shares without payroll deductions
Same discount benefit - no plan design change required
Works on your existing ESPP structure
No employee enrollment barrier to overcome

90%+

typical participation rate with Cashless Participation vs. ~20% industry average

121%

average participant ROI in 2024

Give frontline workers a real stake in the company

Hourly and frontline workers are rarely included in equity programs - not by policy, but because the cash requirement makes participation impossible on a variable or lower income. Carver Edison changes that.

No payroll deduction means no income barrier to participate
Equity ownership builds the same retention value at every income level
Flexible eligibility rules accommodate variable schedules and pay
Extend ownership to the workers who interact with customers every day

cash required from employees to participate

Any

income level - participation is accessible regardless of pay structure

Run ESPP in every country your employees live

International equity administration is one of the hardest things a total rewards team manages. Different tax treatment, different regulatory requirements, different payroll systems. Carver Edison handles the country-specific complexity automatically.

Automated country-specific tax and regulatory compliance
Works across 109 countries without custom builds per market
Country-specific contribution limits and rules applied automatically
One platform across your global workforce

109

countries supported with automated compliance

platform to manage your entire global equity program

Extend equity to contractors and non-payroll workers

A growing share of workforces aren't on payroll - contractors, gig workers, agency workers, consultants. Traditional equity programs can't reach them. Carver Edison is built to extend participation beyond the payroll boundary.

Participation structures that work outside of payroll systems
Extend ownership to the workers your business depends on
Flexible eligibility design for non-standard work arrangements
One program for your whole extended workforce

All

worker types - payroll and non-payroll

program to cover your entire extended workforce

Competitive positioning

Stand out against your peer group without outspending them.

A VP of Total Rewards can't always control the budget, but they can control the structure. Carver Edison gives you structural advantages that most peers haven't unlocked yet - a meaningfully better offer, at the same cost, with a story that holds up against any benchmark.

Differentiated total comp Cashless Participation is something most peer group companies don't offer. It shows up in offers and retention conversations.

Budget efficiency advantage More value delivered per dollar spent means your comp package punches above its budget weight in every competitive situation.

Whole-workforce coverage Equity that reaches every worker type - not just corporate - is a culture and retention advantage that peers with traditional programs can't match.

See what your mandate looks like with Carver Edison.

We'll model the impact using your workforce composition and current equity plan - and show you exactly where the competitive, equitable, and budget efficiency gains come from.