Do you have high value projects that need additional CEO bandwidth?    Do you have opportunities that require specialty expertise beyond your team?  Do you have projects that demand external objectivity and confidentiality?  Walther Edge is designed to fill those gaps on a project-by-project basis.

During most growth periods, companies are presented high value opportunities that do not conform to their standard offerings.   For example, a software-as-a-service company could only satisfy a large financial institution by providing a solution that would exist behind the institution's firewall.   Recently, an early stage perpetual license based software company was approached by a large public software company with interest to OEM a component of their product.   Or a domestic US company was presented an opportunity to receive customer funding to localize their product in return for one year exclusivity in Spain.  The complexity of these projects spanned P&L and balance sheet ramifications, organizational impact, competitive issues, regulatory ramifications, and more.  The breadth of my management experience contributed to each successful "win". 

Industry experts state that a key success factor in long term corporate growth is adoption of a planning process that spans vision definition, strategy setting, competitive analysis, operational planning, performance measurement, and the often forgotten course correction process.  In reality, fast paced technology companies often begin with revenue growth demands and then work backwards.  Walther Edge believes there is a reasonable compromise.   Few managers disagree with the value of planning.  Yet, many are challenged when requested to develop departmental goals that support broad corporate strategy.  The missing element is a planning leader that understands the interrelationship of web site click-thru-rates, aged accounts receivable, sales pipeline growth, customer call response time, software bug ratios, and more.  

Compensation planning is a specialty assignment that leverages over 20 years of officer experience.  Most board compensation committees are well versed in compensation structure but lack detailed implementation experience.  Many times, employees buy-in to variable compensation theory but have bad experiences due to inadequate metric development.  In addition, the volatile history of stock option compensation has promoted a basic distrust between key performers and investors.   Bottom line, Walther Edge has been successful building plans that close these gaps and establish clearly monitored pay-for-performance scenarios.

I will quickly access with you whether your requirement is in my sweet spot.   Michael.