Instead of paying executives $300k-$500k upfront, offer them a cut of profits after the company covers operating costs and base salary. The bigger the division grows, the larger their slice. It aligns what leaders want with what the company needs.
I've done other type compensation structures where someone will come in and saying, hey, I'm accustomed to making, you know, $300,000, $400,000, $500,000 a year. And I'll say, okay, cool, we can't pay you that. But if you can grow this division and you can pull these types of levers and being, you know, manager, director, vice president, executive type roles, giving them the right tools that they could then get a piece of the pie. And so I'm trying to be very, very selfless in the sense like, let's grow the pie together and your slice of the pie gets bigger. In this, in one of the scenarios, it was like, you grow this division, you get X amount above cost recovery. So it's like we back out, you know, you take it from $500,000 to $1 million, I back out your salary, operating expense, and we split the proceeds together.
