Boost Profitable Growth, Team Alignment And Motivation

Use VenEx's new age compensation model and platform

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Live Case Study: 42% Growth, 8% Savings, Increased Team Alignment!

MissCallPay, a pioneering fintech venture:

Executed a win-win pay-hike. Saved 8% on benchmarks
Grew 📈🚀 the team by 42% (all on VenEx)
Successfully hired Tier-1 talent, within tight budgets
Retained 💯% of their employees
Experienced clear visibility and alignment to business goals
Reported a remarkable increase 📈 in team ownership and effort!

How?

Our model & platform enable you to extend a handsome upside, to all who deserve it, by leveraging your future cashflows (funding/ revenues/ profits).

Tell me more!

Try Simulating A Pay Hike!

Why VenEx for Compensation?

Conserve cash today, leverage future cashflows and amplify budgets by 30%

Extend a fixed and handsome upside with low risk to all

Boost alignment at all points in time by tying the pace of wealth-creation to that of business

Save time & money with our simulators, financial engine and dashboards

Why a new Compensation Model?

Compensation lies at the intersection of the two most important pillars of business - Human and Capital Resources and impacts Business directly, hence it's super critical to get it right.

We and our customers have experienced many issues with the existing Compensation Models like:

1. Sub-optimal: - Check this out to know why

2. Not suited to the risk profile of an employee, typically 'low to medium risk':

Short Term Incentives (like Variable Pay/ PLIs) promote short-term thinking, are low-risk and low-return, and are often taken for granted by employees.
Long Term Incentives like Employee Stock Options (ESOs) are high-risk and high-return, but for most privately-held companies, the returns to employees are too far out and unpredictable. Unlike investors, employees can't practically work for 10 companies & expect 1-2 to succeed!!

There is a huge problem of a 'Missing-Middle' here.

3. Not suited to the new-age, restless and ambitious workforce, that wants to partake in the success of the company, predictably. Further, remote work-culture entails a reduction in in-person interactions, thereby increasing the importance of structural tools (like compensation) to engage and align the workforce.

4. Archaic: Stock Options are the last big innovation in this space (happened a century back!!).

Hence the need for a new Compensation Model that addresses issues with the current ones and is suitable for the new-age workforce!

Discover the Magic of VenEx!

Avinash (Avi) Agrawal

Co-Founder, VenEx

Pooja Kumar

Co-Founder, VenEx

What are leaders saying about it?

"Very excited to learn about VenEx's work in coming up with methods to value and reward employee contributions."

(Full LinkedIn Post)

Jerry Davis (Professor of Management and Sociology at Ross School of Business, University of Michigan)

"VenEx has enabled Saffron Tech with a capital-efficient approach to foster team ownership and alignment on a large scale, uplifting our team members to unleash their full potential."

(Full LinkedIn Post)

Vibhu Satpaul (CEO, Saffron Edge and Saffron Tech)

"The best aspects of VenEx are that it can be given to all hierarchy levels, and that it extends our capital runway."

(The Full Video, 8:13 mins)

Mitesh Thakker (Founder & CEO, MissCallPay)

"VenEx's innovative compensation model helps attract quality talent/partners capital-efficiently while accelerating growth."

Harman Singh (Founder & CEO, Yuno Learning)

"Our partnership with VenEx emphasizes the significance of employee reward, motivation, and retention, enabling us to cultivate a triumphant and dedicated workforce."

(Full Article)