The all-or-nothing moonshot pay plan was a gambit so dangerous even Axon Enterprise CEO Rick Smith’s spouse was in opposition to it.
However Smith had began getting antsy round 2016, as he was approaching three a long time on the firm, Axon compensation committee chair Hadi Partovi instructed Fortune. Smith was speaking extra significantly to the board about his succession plan, who was subsequent to guide the corporate, and what he would do subsequent. Partovi knew Smith might make much more cash if he launched a startup than if he made Axon value 10 occasions as a lot below his earlier comp plan.
“That is after I realized we had an actual downside,” stated Partovi.
Smith thrives in high-risk, high-reward environments, so the Axon board granted Smith a close to carbon copy of Tesla CEO Elon Musk’s moonshot pay plan however on a a lot smaller scale. The problem to Smith was to develop the Taser stun gun and body-camera maker 10-fold over a 10-year efficiency interval beginning in 2018. From a base of $2.5 billion, Smith needed to improve the corporate’s market cap by $1 billion to unlock every new tranche of inventory choices, for a complete of 12 tranches and a market cap of $13.5 billion. As well as, Smith needed to hit eight revenue-based operational or eight adjusted-Ebitda-based goals. Through the decade he was purported to work on attaining these targets, he would get nearly nothing—no bonuses or different incentives, and his wage was about $31,000 a 12 months.
“In full candor, my spouse was in opposition to me taking up the problem, as she noticed it as simply too dangerous,” Smith wrote in a letter to traders in 2023. However Smith blew by means of all of the targets and every of the 12 tranches in 5 years—half the time the board gave him—making Smith the highest-paid CEO final 12 months with compensation valued at $165 million. The inventory value grew greater than 600% between 2018 when the board supplied him the moonshot and 2023. After he unlocked the twelfth tranche, Smith negotiated an $88 million discount on his subsequent efficiency plan (which can maintain him at Axon till at the very least 2030 with a purpose of driving the inventory to $943.75) and directed or not it’s granted to the lowest-paid employees at Axon, showering them with shock inventory grants primarily based on their years of tenure on the firm.
“The very best is but to come back,” Smith wrote to traders in his letter this 12 months.
What’s a moonshot pay bundle?
Smith taking pictures the moon—twice, doubtlessly—represents a resurgent breed of government compensation that has captured the imaginations of a rising variety of CEOs. Moonshot wanderlust initially kicked into excessive gear after Elon Musk’s groundbreaking 2017 award from Tesla, as soon as valued as excessive as $56 billion earlier than it was twice rescinded owing to a authorized problem. Moonshot grants, to not be confused with an outsize inventory grant generally known as a “mega grant” for its sheer dimension, tie CEO compensation nearly fully to aggressive, seemingly not possible efficiency targets, defined Eric Hoffmann, vice chairman and chief information officer at comp consulting agency Farient Advisors. CEOs don’t get the awards until they hit particular valuation hurdles and operational targets, he stated, and the efficiency intervals are usually 5, seven or 10 years, reasonably than the extra commonplace three-year interval.
“It ought to be tough to get these awards,” stated Hoffmann. “It’s a must to create numerous worth with a purpose to earn these sorts of awards.”
Conventional CEO pay packages embody a base wage, an annual money bonus, and a longer-term fairness incentive award usually primarily based on time and efficiency targets. In line with compensation information agency Equilar, median compensation amongst S&P 500 CEOs was $17.1 million in 2024, up almost 10% over the 12 months prior. Moonshot awards, nevertheless, upend the normal compensation mannequin whereas additionally bucking the development of billionaire tech founders like Amazon’s Jeff Bezos, Google’s Larry Page, and Meta’s Mark Zuckerberg, who all held giant fairness stakes and targeted on making them extra beneficial, famous Hoffmann. The important thing distinction is that these founders constructed wealth by specializing in rising the worth of their current fairness stakes, whereas taking minimal or no compensation, reasonably than in search of huge fairness grants on prime of their founder stakes, stated Hoffmann. The moonshot mannequin is a departure—in search of each founder fairness upside plus further compensation awards.
“This manner of wealth constructing is totally different than what was used through the dotcom period,” he famous.
The upside to the moonshot is a gigantic payout and a rising slice of firm possession if an government can ship transformational progress, however traders aren’t at all times wild about them, and moonshots don’t come with out significant risk, stated Todd Sirras, a managing director with consulting agency Semler Brossy who has suggested purchasers on these offers. Corporations, usually founder-led, are constructing out AI functionality and are “prepared to guess all of those ungodly quantities of cash on researches or small groups pondering, ‘That’s the precise machine we want for the manufacturing facility,’” stated Sirras. However there’s a basic flaw on this method as a result of individuals are unpredictable—in contrast to manufacturing facility tools.
“Human beings might be horrible machines,” Sirras instructed Fortune. “They’re emotional. Their consideration will get divided desirous about what airplane they’re going to purchase. It’s extra dangerous to put money into a human being than it’s to put money into a machine as a result of human beings break in numerous and unpredictable methods.”
Till now, the moonshot presents have been nearly unique to founder-CEOs and nearly at all times established pre-IPO, stated Sirras. Semler Brossy’s database of about 80 moonshot awards consists of dozens issued through the SPAC IPO boom of 2020 and 2021 that are actually “useless within the water” as a result of corporations failed to fulfill their valuation targets, he added.
With fewer IPOs lately and fewer moonshots, there are about 16 that exist amongst giant publicly traded corporations—and even fewer CEOs who’ve achieved most payouts, together with Smith and Musk, in line with analysis from Claire Kamas, a senior information analyst at Farient Advisors. Different corporations which have awarded the grants embody Airbnb, DoorDash, Oracle, ServiceNow, and RH, previously generally known as Restoration {Hardware}, Kamas discovered. However the high-profile nature of the awards and the eye-popping figures related to them are pushing board-level compensation committees that negotiate CEO pay to organize for conversations about comparable packages.
Farient has gotten queries from compensation committee chairs who’re already getting ready for the way they’ll handle the scenario when the CEO involves them a couple of moonshot plan. In a single case, the CEO isn’t a founder however a supervisor employed to run the corporate, Hoffmann famous. He isn’t a fan of moonshot awards, significantly in instances the place CEOs already maintain vital possession stakes and management over their corporations.
“From a agency perspective, it’s our view that these plans are usually not in the most effective pursuits of the organizations, the stakeholders, and shareholders in these corporations,” stated Hoffmann. “To me, numerous these really feel like a lottery ticket, a winner-take-all.”
Regardless of the chance, Sirras sees these awards rising in reputation once more, and he sees new developments rising: Founders are granting moonshots to their “anointed successors,” he stated. Actual property platform Opendoor Technologies this month granted a moonshot doubtlessly value $2.8 billion and an 11% slice of the corporate to new CEO Kaz Nejatian. Sirras stated that award seems to be the primary of its variety, and the board possible supplied it to Nejatian due to a blessing from Opendoor’s cofounders, Eric Wu and Khosla Ventures’ Keith Rabois. Wu and Rabois returned to the board alongside Nejatian’s hiring and invested $40 million of fairness capital into the corporate.
The identical development appears to be occurring in personal fairness. For example, when founders Henry Kravis and George Roberts of KKR stepped down, the agency in 2021 granted co-CEOs Joe Bae and Scott Nuttall 1.2 million shares of KKR Holdings, valued at about $75 million, as a part of their promotions. That very same 12 months, Apollo Global Management granted copresidents Jim Zelter and Scott Kleinman the potential to earn greater than $860 million in inventory. Zelter was promoted to president in 2025, and Marc Rowan stays CEO.
Along with controlling founders who’re planning management transitions and “founder-anointed successors,” the brand new wave of awards will possible additionally go to modern executives in eventualities by which founders are making funding choices, stated Sirras. The arms race for expertise between OpenAI and Meta and the reported compensation packages Zuckerberg has supplied come to thoughts, he added.
“From a design perspective, the magnitude is mind-boggling,” stated Sirras. He in contrast it to the Jurassic Park movie sequence. “Hazard will increase exponentially the nearer these awards get to the final government inhabitants,” Sirras wrote in an e-mail. Alongside moonshots for founder-anointed successors and non-successors with a significant capital funding he deems “contained in the T. rex fence,” the rise of “awards in non-founder corporations means the dinosaurs have escaped and are heading to the mainland,” Sirras wrote.
The awards may also immediate traders to revolt. Enterprise funds firm Corpay awarded CEO Ronald Clarke 850,000 performance-based inventory choices valued at $55.6 million in 2021. The award had inventory value hurdles of $350 and $400 and Clarke acquired no long-term fairness grants in 2020, 2022, and 2023. In 2024, the comp committee canceled 300,000 inventory choices topic to the $400 hurdle and modified the criterion for 550,000 inventory choices topic to the $350 hurdle to require that Corpay hit a closing inventory value at or above $350 for at the very least three buying and selling days by the tip of 2024. Clarke achieved the modified hurdle on Oct. 23, 2024. Corpay instructed traders the change was meant to “align Mr. Clarke’s realized pay with that of shareholders who benefited from the elevated inventory stage over $350 earlier than the modification, however previous to the modification the inventory had not closed above $350 for 10 consecutive days, which was the pre-modification hurdle.” In different phrases, the board made it less complicated for Clarke to earn the inventory choices by decreasing the goal from 10 consecutive buying and selling days above $350 to simply three buying and selling days, a hurdle he cleared shortly after the change.
The inventory didn’t hit $400 till February 2025 and is at present buying and selling at slightly below $300. The corporate’s 2025 Say-on-Pay vote—a thumbs-up, thumbs-down nonbinding vote on government pay—solely acquired help from 53.5% of votes solid. Over the previous 14 years, the Russell 3000 index noticed average support of about 91% for pay packages.
Corpay didn’t reply to a request for remark.
Axon Enterprise moonshot
At Axon, Smith’s moonshot deal differs from Musk’s in one other key approach: It’s open to Smith’s direct reviews on all the way down to line employees at Axon, making workers eligible for a model of Smith’s moonshot deal. Staff might hand over some wage, put a few of their pay in danger, and work to hit income targets. Plus, each worker within the U.S. acquired a grant of 60 efficiency inventory models that vested in line with the identical milestones in Smith’s award—a transfer nearly unparalleled in company America. Nobody apart from Smith was in a position to basically hand over all their pay, stated Partovi, largely as a result of Smith was independently profitable sufficient that if he didn’t lower it and acquired nothing, he had sufficient of a cushion. Roughly $75 million in worker compensation was locked up as at-risk pay so workers might participate within the moonshot.
“I actually assume that was a driver behind why the corporate grew so quick,” stated Partovi. “Any factor of infighting was gone—all people was out of the blue like, ‘We’re all on this collectively.’”
Smith’s 2023 award went by means of a major negotiation course of the place Partovi heard instantly from shareholders about all the pieces they didn’t like concerning the first plan so he might debug it. The board additionally tried to legal-proof it in opposition to the kind of problem that Musk’s moonshot confronted, prompting one of many compensation committee members who had socialized with Smith to resign from the committee. The board additionally modified the car sort from efficiency choices to restricted inventory, added in velocity brakes that will maintain Smith at Axon, and made it harder for Smith to hit the previous few tranches. Partovi stated he addressed each query from shareholders about misalignment within the plan through the board’s negotiation course of with Smith.
Finally, Partovi credit the moonshot take care of remodeling the company tradition round shared danger and excessive reward with a model of a high-stakes compensation plan rolled out to everybody on the firm. In his view, it helped to eradicate dynamics the place direct reviews and normal workers resent outsize pay for the chief government, he stated.
“The massive factor is, the CEO is taking a danger in giving up his pay, and also you don’t need it to develop into shareholders win and the CEO wins or shareholders lose and the CEO nonetheless wins,” stated Partovi. “I don’t know if grants like Rick’s make sense for everyone, however they strongly make sense for Rick Smith at Axon.”
