By Mark Fischmann
Founder & Principal
Payback Recruitment
I've been in Recruitment, Human Resources and Business Operations for 30 plus years in one form or another everywhere from Afghanistan to Zimbabwe. It's been a rollercoaster ride through various industries from mining to health and emergency services, all the while dealing with personalities, professionals and amateurs of varying levels within organizations. I have worked with some amazing people and not one of them was perfect in what they did, myself included, but I witnessed some genuine CEOs who lead with people and culture first to deliver outstanding results. However I have also worked with people who I would consider psychopaths, narcissists and sociopaths. All about them, how they can look good and how they can get what they want from you, without the slightest bit of guilt or concern about the people who work with them.
Sometimes the board will choose a "slash and burn" CEO for short term corrections that gut staffing levels to give immediate bottom line results and that works for a while. Sometimes they appoint a soulless autocrat who can fire 10% of the management annually to keep everyone on their toes. Sometimes they appoint true leaders of people who effortlessly instill confidence and take the workforce on the journey with them. Business is business at the end of the day and sometimes to keep a few hundred people in a job a mercenary type CEO is what you need. So it takes all types, but there is one thing everyone has in common when they are looking for a leadership role: "What's in it for me?"
It doesn't matter if you are a merciless CEO/CFO/COO or a wonderful charismatic leader, every person on the planet wants to know what's in it for them. When I thought about it the short answer was obvious; money... Maybe not so much cash but what cash represents. Start a new executive role and with the automatic sign on bonus Payback Recruitment pays, maybe that represents the next family holiday, or car, or investment.
So if you are an executive looking for your next role, there is something in it for you. If you are a company looking to employ an incentivized executive leader, then Payback Recruitment has something for your too.
Work Life
We spend so much of our time at work, it’s like a second home whether we won’t to believe it or not. People talk about work/life balance but work is life, we live our lives there. Like that saying “Life is what happens when you are busy making other plans” but in this case “Life is what happens when you are working.”
The relationships we form are life changing. Even had an awesome boss who made it worth coming to work? Ever had a boss or a colleague who made your life hell? Unless you are one of the lucky few, work is inevitable and necessary. Most of the time we don’t get to choose who we work with, much like family we don’t get to choose them either. Bottom line there is no escaping work or the people we work with.
Depending on which survey you want to take note of, people meet their significant others in the workplace at a rate of 20%. One in five of us have met their better halves at work. Sounds about right I’ve met two of my wives at work. And I still tried to make the best of it. So, again no escaping how work affects our lives.
What can we do to make our work lives the lives we want. Why not have a look at our core values and align them in the workplace. How do we conduct ourselves personally? We bring us to work every day and we had better be happy with who we bring or a full third of our lives will be rubbish. It’s easy to say bring our values, the real us to work but where do we start? Why not at the start? At the recruitment stage.
Starting at the recruitment stage may not be available to everyone because life sometimes makes us take what is offered, but if you have the luxury of choice the recruitment stage is critical in aligning your values to your job (your life). Money is hugely important in any job decision but not the only factor when taking on a new role. All employers pay for their employees to work with them, so the money will be there if you take a job no matter what. Find out what the workplace culture is all about. Do they offer hybrid working arrangements, if that is what is important to you? What benefits do they offer that will help you and possibly your family? Could be a full use company car, medical and dental insurance or extended annual leave?
The culture piece can’t be overstated. And it’s more than what the company values, mission and goals are. Do you know if the company and you will be a fit? I’ve written articles before around what types of CEOs and Executives there are and what the board and shareholders need, so you could be a slash and burn CEO and need to know if that is what the board needs you to do. If so, great you have a match. If you a thought leader who brings the executive team along with you and that’s what the shareholders want to see, again you have a match. The interview and pre-interview process gives you the opportunity to see if you want the job and if the job wants you. This is your life, it’s really important so pick well.
Life is work.
Why Senior Executives Value Sign-On Bonuses
In today's competitive business environment, attracting senior executive talent takes more than just a compelling title and an impressive salary package. The market is tight, the stakes are high, and top-tier leaders have options. That’s why sign-on bonuses have become a critical component in executive recruitment — not just a “nice-to-have,” but a powerful strategic incentive.
So, what makes sign-on bonuses so attractive to executives? Here’s why they matter — and why your business should consider them when hiring senior leaders.
1. Compensation for Opportunity Cost
Executives don’t leave roles lightly. When they do, they often walk away from significant financial rewards:
- Unvested stock or equity options
- End-of-year bonuses
- Deferred compensation packages
A well-structured sign-on bonus helps bridge the gap, compensating for these losses and making a new opportunity financially viable — or even preferable.
2. Confidence in a Risky Move
Starting at a new company, especially at the executive level, comes with risk. Culture fit, company politics, or organizational instability can all present challenges. A sign-on bonus gives executives a safety net, helping them feel more secure in making a bold move.
3. Demonstrates Employer Commitment
A sign-on bonus sends a clear message:
"We’re not just hiring you — we’re investing in you."
For executives, that kind of upfront commitment builds confidence and creates a strong foundation of mutual respect right from the start.
4. Immediate Liquidity and Lifestyle Flexibility
Executives often face relocation costs, lifestyle changes, or personal financial goals that can’t wait for annual bonuses to roll around. A sign-on bonus provides instant cash flow to support these transitions, which makes onboarding smoother and less stressful.
5. It Reflects Their Market Value
Let’s face it — a sign-on bonus is also a signal. It shows an executive how much their skills are valued in the open market. That matters when they’re comparing offers, weighing long-term fit, and thinking about how the new role positions them for the future.
6. Better Alignment From Day One
Many companies structure executive sign-on bonuses with early performance targets or vesting schedules. This ensures that both the employer and the executive are aligned during the critical early months — with real incentives to hit the ground running.
Final Thought: More Than Money — It’s Strategy
Sign-on bonuses aren’t just about money. For senior executives, they’re about recognition, risk mitigation, and real alignment. In a market where leadership talent is in high demand, offering a sign-on bonus can be the difference between landing a transformational leader or losing them to a competitor.
If your company is serious about attracting exceptional executive talent, a sign-on bonus isn’t just a sweetener — it’s a smart, strategic move that is covered by your commitment to use Payback Recruitment.