Use Case · For the CHRO
Differentiate every comp package with equity awards designed so competitors can't match them. Carver Edison aims to double the value of the equity portion of an offer without increasing your budget or depleting your share pool.
The Problem
Every competitive offer eventually comes down to total comp. Base salaries are matched. Benefits are commodities. Equity is the only real lever left - but expanding it costs more cash, more SBC, and more dilution. The companies that win don't pay more. They structure better.
Base salaries converge across peer companies. Benefits packages look identical on paper. Equity is the line where offers genuinely differ - but expanding it competes against every other budget line.
Doubling the equity in an offer means doubling the SBC expense, doubling the dilution, and burning twice as fast through the share pool. Every additional dollar of grant is a recurring expense that compounds with the next cycle.
Candidates evaluate the headline number, but they discount it by the friction to realize the value - paycheck deductions, vesting cliffs, sell-to-cover tax mechanics. The on-paper offer rarely matches the take-home reality.
The Mechanism
Carver Edison restructures how employees participate in company stock, so the same equity grant can unlock materially more value for employees. The company spends the same amount on equity. The candidate sees an offer built so their peer group can't match it.
Standard Offer
Carver Edison Offer
The Outcome
The same equity budget, structured so that the value in a candidate’s hands is materially higher. Designed to make your offer one that competitors cannot match - without spending an extra dollar on comp.
Illustrative example
For a $200K base salary with $50K of equity, competing against a peer's identical package.
Standard Offer
Carver Edison Offer
Methodology: Same base salary, same equity grant, same comp budget at the company. Carver Edison unlocks full ESPP participation at the IRS maximum with zero paycheck impact, so the same equity grant translates into materially more value in employee hands. The candidate keeps the $250K difference — the take-home pay they'd otherwise have to defer for full ESPP participation, compounded with the additional stock built each cycle. Illustrative; actual offer impact varies by share price, P/E, and grant schedule.
Related Outcomes
Built to give employees a meaningful raise in real economic value without a budget increase.
See use case → 02.Built to extend equity participation across your broader workforce with no impact on P&L.
See use case → 03.The same offer - with no employee contribution barrier - available to candidates in every country where you hire.
See use case →We'll walk through how your current equity program compares to what Cashless Participation® delivers - and what the difference looks like in a real offer comparison.