Use Case · For the CHRO
Differentiate every comp package with equity awards competitors cannot match. Carver Edison doubles the value of the equity portion of an offer - without expanding your budget or burning through 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 unlocks materially more value in employee hands. The company spends the same on equity. The candidate sees an offer their peer group can't match.
Standard Offer
Carver Edison Offer
The Outcome
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
Once they join, Cashless Participation keeps delivering - functioning like a meaningful raise without adding to payroll costs.
See use case → 02.With no contribution barrier, participation extends naturally to your entire workforce - not just those who can afford to set aside pay.
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.