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Company Overview of Equilar, Inc.
Equilar, Inc. provides executive compensation benchmarking and tracking tools. It offers Equilar Insight, a compensation benchmarking tool; Equilar Atlas, a professional networking solution; and Say on Pay Tracker, an information source for Say on Pay voting results, trends, and historical comparisons. The company also offers BoardEdge, a digital platform that collects, organizes, and constantly updates data on public company board members and executives, and highlights data point’s institutional investors use to evaluate boards; and peer research services. It serves corporations, wealth managers, development officers, executive recruiters, law firms, investors, and individual executives. Eq...
1100 Marshall Street
Redwood City, CA 94063
Founded in 2000
Key Executives for Equilar, Inc.
Founder and Chief Executive Officer
Vice President of Finance and Administration
Executive Vice President and General Manager of Equilar Insight
Vice President of Marketing
Compensation as of Fiscal Year 2016.
Equilar, Inc. Key Developments
Equilar Releases New Shareholder Engagement Report
Aug 3 16
Equilar is announcing the release of its new Shareholder Engagement Report, adding to the company's suite of corporate governance data solutions. The Shareholder Engagement Report provides real-time data for thousands of public companies within the Equilar BoardEdge platform. Each report highlights key company data including everything from newly elected directors to board policies to executive pay, updated as soon as this information becomes publicly available. The main sections of the Shareholder Engagement Report are detailed below, showing the variety of data and information included. Executive Summary: Key data points from the rest of the report and the BoardEdge product. Recent Updates: Appointments and resignations on the company's board or executive team since the last annual meeting. Annual Meeting Results: Outcome of the company's most recent round of shareholder and management proposals. Election of Directors: Overview on how each director standing for election in the most recent annual meeting performed. CEO Succession: Insight into whether the company has a history of outside CEOs or maintains a stable of experienced internal candidates. Executive Pay: Basic summary compensation table information, as well as realizable pay figures for the CEO. Board Policies: Information on a board's stated succession and meeting policies. Executive and Board Member Biographies: The latest experiential data on current directors of the company. Peer Group Comparison: How the company's proxy disclosed peer group compares to the Equilar Market Peer group, which is used by investors and Glass Lewis for their quantitative pay for performance analyses.
Equilar Launches BoardEdge, a Digital Solution for Board Succession Planning
Sep 9 15
Equilar has launched BoardEdge, a digital platform that helps identify potential new board members who will strengthen those areas of great potential concern to shareholders. BoardEdge collects, organizes and constantly updates data on 135,000 public company board members and executives, and highlights data points institutional investors use to evaluate boards. The platform combines vast amounts of available public information with the ever-growing need for speed and accuracy in courting and appointing board members. BoardEdge's information and technology are unrivaled in addressing three key facets of board succession planning: Assessment, Discovery and Connection. In an age of increased shareholder engagement—and more and more frequently, activism—companies must proactively track their peers' activity to quickly identify gaps, needs and timing when it comes to succession planning. BoardEdge's assessment tool organizes and highlights the same data points that institutional investors use to evaluate board composition—including age, tenure, gender, share ownership and industry experience. This information is arranged so companies can proactively track activity and benchmark against their peers, which not only provides a level playing field when facing risks posed by activists, but also informs open engagement and transparent disclosure with all shareholders. As more companies disclose skillsets of their boards, demand from shareholders to match the skills of peer companies is likely to increase. BoardEdge allows companies to create custom skills searches, maintain lists of potential candidates and download the list for review with their boards. The database of over 135,000 public company board members and executives offers a slate of potential candidates who meet various experiential and demographic criteria, ensuring that targets adequately represent shareholder interests. Identifying the right skills and the right diversity mix and finding potential candidates that fit those requirements is a crucial step in succession planning, but the last—and potentially most challenging—piece of the puzzle is actually making the connection to bring the right people into the boardroom. BoardEdge provides the ability to view myriad ways in which companies are linked to individuals, including historical connections, to support recruiting and business development, and outreach opportunities are clearly displayed in the search results.
Equilar Announces the Launch of Equilar BoardEdge
Jun 24 15
Equilar announced the launch of Equilar BoardEdge. Leveraging data Equilar has sourced from public filings over the last fifteen years, the product will enable board members, executives, investors, and governance professionals to easily assess the composition of a board compared to its peers. Furthermore, the product features a comprehensive database of more than 150,000 board members and executives to help companies identify connections with future director candidates. BoardEdge compares the composition of a board against its market peers along multiple dimensions, including diversity, average board tenure, and industry experience. Using intelligent search parameters, it also allows boards to identify candidates who meet various experiential and demographic criteria, and connect with them by viewing ways their executives are linked, including historical connections.
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