News

Fusion Risk Management Selected to Deloitte’s 2019 Technology Fast 500 List



Fusion Risk Management Ranked Number 433 on Deloitte’s 2019 Technology Fast 500™ Fastest Growing Companies in North America

Fusion Risk Management, Inc. (“Fusion”), a leading provider of business continuity and risk management software and services, today announced that it has ranked 433 on Deloitte’s Technology Fast 500™; a ranking of the 500 fastest growing technology, media, telecommunications, life sciences, and energy tech companies in North America.

Fusion’s extraordinary 210 percent growth since 2015 has seen the company double its staff and footprint in the US and open its European headquarters in London to support an expanding client base. During this time, Fusion strategically expanded its product offerings across the broader risk management category to meet growing client and market demand, while aggressively accelerating investments in marketing, sales, and services. With its investments and unwavering commitment to innovation, Fusion has continued to set the gold standard for customer experience and success.

“Businesses today are confronted with an increasingly complex risk landscape, and need a trusted partner to help mitigate threats and maintain effective risk management and business continuity programs, in order to remain successful. Inclusion in the Fast 500 is a testament to Fusion’s leadership in the business continuity and risk management space and the work that it is doing to create more resilient businesses,” said Michael Campbell, CEO of Fusion Risk Management. “Our commitment to empowering our diverse customer base to be highly successful in managing risk and resilience for their organizations has driven our explosive growth. This has been supported by continued product innovation, including our recently announced advanced set of risk management solutions, which enable greater operational resilience by supporting the full risk and continuity spectrum that today’s businesses need.”

“This year marks the 25th anniversary of Deloitte’s Technology Fast 500,” said Sandra Shirai, vice chairman, Deloitte LLP, and U.S. technology, media and telecommunications leader. “Once again, we saw innovation across the board, with software companies continuing their dominance of the top ten. It’s always inspiring to see how the Fast 500 companies are transforming business and the world we live and work in.

Now in its 25th year, Deloitte’s Technology Fast 500 provides a ranking of the fastest growing technology, media, telecommunications, life sciences, and energy tech companies — both public and private — in North America. Technology Fast 500 award winners are selected based on percentage fiscal year revenue growth from 2015 to 2018.

Read more…

 

Blog

Driving Company Value through the Compensation Committee

Attracting and retaining top talent are among the most challenging and critical CEO responsibilities.  In addition to cultivating a positive culture, compelling compensation and benefit programs provide the quantitative rationale for prospective employees to join and remain at a company. In a market with well-funded competitors, companies need to compete with terrific culture, a mission that motivates prospective employees, and yes, a competitive compensation package.

At the growth stage, our portfolio companies are rapidly scaling teams, adding experienced leadership, and rethinking organizational design. We want to provide our CEOs with effective compensation committees that can provide advice, guidance and oversight around compensation and benefit programs. Often, companies have not formally established committees by the time Catalyst invests – instituting a committee to review compensation (and particularly bonus plans) may feel like a luxury during the start-up phase. As companies scale to $8 million to $10 million of revenue and 50+ employees, they need to be able to recruit large numbers of employees and managers who weren’t part of the founding team. Those hires expect market salaries, understandable bonus plans, stock options and competitive benefit plans. The CEO benefits from putting some of the responsibility and oversight in the hands of a compensation committee that can tie the structure of the plans to long term value creation while grounding them in the realities of the competitive market.

A compensation committee is typically comprised of a subgroup of the board, and often the management team will make recommendations to the committee for review. Ideally, the committee will include independent board members who can provide neutral input. Below are a few suggested guidelines to optimize compensation committee efforts.

READ MORE >
Go back to Main News Page