Startup Palantir CEO earned 10 million plus year 2019 and this year will receive 700,000 euros for travel - Alex Karp, CEO of the company of secretive data Palantir, received the considerable amount of 10.1 million euros (12 million dollars) in the last year, including 500,000 euros for travel expenses. A few amounts that have been revealed in the documentation presented this Tuesday before the United States Stock Exchange and Securities Commission (SEC), a prerequisite to begin trading on the stock exchange.
According to data for the first half of the year, Karp is one of Palantir's three highest-paid executives. Reflecting this is the impressive fund that the company has allocated to cover his trips, which has increased to 700,000 euros in this 2020, about 200,000 euros more than the previous year.
Although this fund may become censored due to the covid-19 pandemic, as technology has stopped all non-essential business trips. Something that Palantir have quantified and represents a saving of 1.2 million euros for the first six months of the year.
Startup Palantir CEO earned 10 million plus year 2019
In 2019, President Stephen Cohen and Chief Operating Officer Shyam Sankar earned 13 million euros and 21 million euros respectively.
The co-founder and CEO of the company received 2.37 million euros last year in "other compensation". Much (1,24) was for personal security, while the rest was for personal travel and commitments to other business matters not related to Palantir.
According to the data submitted to the SEC, Karp's expenses for the first half of 2020 include 828,240 euros for "personal use of aircraft chartered in accordance with the above-mentioned security program and incurred in connection with the on-board service of the board of Directors of other organizations and other personal travel".
Another 225,870 euros of this compensation were for "other personal travel expenses, including the use of Corporate Housing and the service thereof to attend to the executives of other companies".
End of Startup Palantir CEO earned 10 million plus year 2019
How big data, virtual reality and artificial intelligence will revolutionize the process of capturing and evaluating talent after the pandemic
The coronavirus pandemic has had a huge impact on companies and, in particular, on professionals and the Human Resources area.
Not in vain, this unprecedented situation opened a scenario in which hundreds of thousands of companies had to adapt their way of working abruptly from one day to the next, with telework as the spearhead of a transformative process of Personnel Management that reaches the very basis of the conception of work.
In all these processes of change technology is the main catalyst, although these revolutionary waves have caught many companies with the changed pace in these times of difficulty.
"Spain is a country with significant progress in digitalisation over the past five years, according to the DESI (the European Commission's Digital Economy and Society Index). In this index, our country ranks eleventh, five points above the European average. However, the report indicates that only 16% of companies in Spain use cloud services, two points below the European average", explains to Business Insider Spain Yoann Artus, Country Manager of PayFit, a comprehensive platform for digital payroll and Human Resources Management.
"Our experience tells us that there is still a way to go in digitising work processes in companies, especially in SMEs, which are generally more reluctant to change."
"Human resources departments have to deal with what really matters, people. Faced with a crisis like COVID-19, it has been much more important to manage the stress or loneliness of workers than the failures in the payrolls", emphasizes Artus.
In a market that will now be characterized by its enormous turnover and reassessment of all professional profiles in the face of the new normality, it is worth asking: Are companies prepared to face this phenomenon? what role will new technologies play in these processes?
” What we have seen in recent months is that people have understood that technology allows them to work equally remotely, interact with their teams and use collaborative project management tools and in the cloud, " explains José Luis Gugel, partner and founder of the Key Talent a Business Insider Spain.
"Likewise, the way of attracting and evaluating talent will also change along the lines of all of the above. Thanks to new technologies, the area of human resources will be revolutionary and highly beneficial for all figures within a company, and today it is already so."
Both big data and artificial intelligence systems in the center of the area allow real-time monitoring of performance, in addition to generating different evaluations in which the employee feels a unique, fully personalized experience.
In this sense, big data has many applications in different areas of human resources, but certainly the most obvious has to do with selection, allowing to analyze in depth the Competency Profile so that companies do not select blindly. "It is necessary to have objective data that will allow us to generate the reference profiles and then be able to incorporate evaluation tests into the selection process that have a high validity and, above all, an objectivity beyond any doubt," Gugel said.
"On the other hand, artificial intelligence can help us predict the performance of the candidates we are interviewing, will be able to predict the March of people or rotation in certain key teams of an organization, will help us identify which profile we need to promote in each area or which people we should count on for Strategic Projects. But what we also have clear, is that at the end of this whole process there must always be a team of people from human resources refining or validating everything that data tells us in raw and Artificial Intelligence analyzes every day", clarifies the expert.
Another major revolution in talent recruitment processes is virtual reality, which to this day has also been gaining ground in various areas of human resources.
"In terms of talent selection and assessment, they provide a candidate experience far superior to other tests. Moreover, since they are very immersive dynamics, they make the evaluated forget that they are being observed and behave in a more authentic way, acting less influenced by biases", indicates Jose Luis Gugel.
"It is also very important in the training area. In recent years we have seen the great weight that the experiential part has to strengthen knowledge. The training modules with virtual reality bring with them multiple advantages, it makes the student live it in the first person drastically improving their later recall rate and the amount of information assimilated".