>If you take a look at these people, you notice that they all came
>from Education division, which did much better than Entertainment
>division where 17 million spend-off occurred.
Bzzt. Wrong. Suzie O'Hair was in the great SW marketing machine, which handled the Entertainment/Publishing/Education stuff. Jeremy Salesin handled the contracts for the Education division as well as the Entertainment and Publishing Division. Renee Courington is the only one who wasn't in with the Entertainment/Publishing End, but her Education division still spent money just like the rest of them.
>A. Renee Courington joined the Company in May 1993 and was appointed
>Vice President of the Education Division November 1, 1994,
>responsible for all education products produced by the Company.
You left out that the only two other places of note that she's worked was at Macromind and Raster Ops very briefly. Scott Walchek brought her along when he was hired as COO in 1993. Hardly the experience and track record to pull down all the many hundreds of thousands that she's pulled out of investors pockets over the years, wouldn't you agree? Or if you had a company, would you hire people with 4-5 years of experience and pay them $100k+ a year even though they've never had a single product that's sold even remotely well?
>Suzie O'Hair joined the Company in September 1994 as Director of
>Marketing for the Education Division. Ms. O'Hair was promoted to Vice
>President, Marketing in April 1996. Prior to joining the Company,
>Ms. O'Hair was President of the marketing firm Hi-Lo communications,
>Inc. and was formerly Partner, then President, of HL&S Partners, an
>independent marketing firm serving primarily high technology
>companies.
Hi-Lo communcations and HL&S Partners. Both her own companies, through partnership or ownership. How does being involved in a couple of rinky-dink marketing companies justify a gigantic salary? Perhaps her stellar performance in putting together a winning market strategy to sell all those SW products that have flown off the shelves?
>Rest of other executives are paid around $100,000 which is reasonable.
How is it reasonable? What criteria are you basing "reasonable" on? Remember, this company is making very little "real" money from sales. These mega-salaries are being drawn directly from the pockets of their investors (yeah, you guys!) If these people are truly interested in the long term economic survival of Sanctuary Woods, they should acknowledge the fact that this company has never, ever made any money from software sales and they should be willing to redirect the recent recapitalization back into making better products and not just stuffing their own pockets. Sure, you can't get good executives for less than $100k+ a year, but until you've actually proven yourself, you're NOT a good executive.
Bart. |
