What would also be very interesting is a graph of relationships and movements. Let's see just how incestuous the boards really are, and what's going on with serial CEOs who move from one business to the next.
Northdata [1] does basically this, but mostly ingests European data currently. Perhaps they will expand to ingest US data as well at some point. Not affiliated with them in any way. I just use them to look into company structures every now and again.
I worked on a knowledge graph map using Wikidata to get relationship between people and organizations, but data was limited to family, basic stuff. Being from Europe, there isn't an open data analogue of SEC. Now I will download this data, it is open so no license at all, and try to show these kind of relationships. It has the potential of being very investigative, especially for USA residents.
Each european countries has various orgs, types of license. It is easier to start from SEC to integrate that data into my site, also you have to test a bit what users care about.
Wondering aloud -- this is clearly PII, but it's public information. The site would be subject to GDPR, and other rules from the EU, and folks may want to have their data hidden or removed. What would be the exposure for sourcing EU data?
Is it that? Or would it be similar to when you have a lot of responsibility (like leading a company) you tend to bring along people you know you can trust and can help you succeed?
I think one of the interesting things here is that many senior executives make similar base pay to very senior ICs. The primary compensation difference is in their equity compensation, where executives get massive PSU/RSU packages, while senior ICs get much more modest packages. A senior IC may have 30-50% of their compensation as stock, while a typical senior executives may have as much as 97% of their compensation as stock.
Maybe? I think the jury might still be out on whether equity compensation aligns incentives. Most equity compensation is treated same-as-cash for the perspective of taxation, and unless there are regulatory or contractual limits affecting holdings, it's commonplace for executives to offload shares as they vest as part of normal compensating activities just like your typical FAANG engineer does.
I was thinking it was interesting more from the socioeconomic perspective:
1. Senior execs are still "working for the man", even if their compensation is materially different from other employees, except in the case of founders of mega-caps.
2. From a socioeconomic lifestyle perspective, the primary differentiator is that senior executives can afford larger one-time costs/upfront costs due to their equity compensation, but have to maintain fairly similar ongoing costs to senior ICs. E.g. a senior exec can afford to buy a nicer house in SFBA because of Prop 13 limiting ongoing property taxes and the ability to shell out more up front to either avoid a mortgage or minimize payments, but their ongoing lifestyle expenses otherwise are most likely not materially different.
Basically, given the rhetoric, I was expecting that senior execs were essentially living in a totally different parallel world from senior ICs in tech, but it doesn't seem that this is really the case /other than/ probably social connections and society. In both cases these employees are highly compensated, but still ultimately employees, and neither is on a rocketship into the billionaire class. The difference between a billionaire and a 50-millioniare (senior exec) is about a billion dollars, the difference between a billionaire and a 3-millionaire (senior IC) is about a billion dollars.
Maybe my take is wrong, but I'd expect that is more about fringe benefits (e.g. access to corporate PJ) than direct compensation.
No. It encourages short term thinking which can boost profits whilst harming long term performance. As an insider you can usually hide the long term consequences until after you have liquidated your stock.
Isn’t that why a lot of the options are long dated / issuance of restricted stock? Im not saying it’s perfect, but it seems better than annual cash bonus?
Nice idea. Small thing: the categories are pretty much fixed. If you have to abbreviate a never-changing category like "Consumer Defen..." in a widget, your design doesn't work in this aspect.
You hit on something that AI can be really good at, which is shining light on corporate activities. Salary and movement are great, and interesting, but this could also help parse things like entry and exits into business markets where companies often quietly add or remove things from their filings. Keep going.
you are absolutely right - filings have a ton of signals beyond just the exec changes. Market entries, risk factor changes, material agreements. Lot of room to expand.
How does the comp extraction work? 8-K prose has no standard format so curious whether you're running it through an LLM or using a rules-based parser, and how you handle amendments where the actual figures show up in a later filing.
> 2,100+
> CEO, CFO, Board, and other executive changes tracked in the past 30 days
Could you add a little metric there such as how many companies are being tracked, and perhaps how that compares to the previous 30 days, or 6 months ago, or 12 months ago?
Maybe a graph showing how many changes happen each month, so we can see when things are more volatile or not.
I remember giving this task to a summer co-op 10-12 years ago. it was alot harder to scrape the edgar site then and gather all for form 4 filings without the new api call first interface and the XBML markup in 10-K and 10-Q filings.
Another downside of AI is that people for whom today is obviously their first day using the internet will buy into the AI culture war without restraint and blame every little thing under the sun on “AI”. I can assure you that message boards were bringing websites down since before you were born.
Sure, it's not new. Neither are memory leaks and race conditions...but we still expect competent engineers to avoid them. It's like opening a store but the doors jam the moment customers walk in. A crowd isn't the problem, your setup is.
Built it myself. The filing structure is somewhat consistent enough to parse programmatically, then an LLM handles the unstructured parts (with a lot of trial and error)
Fun project but meh on subscription. This data already exists in much better detail including full network graphs of people and many additional data points. Financial data is a hard problem because it’s not only hard to offer something new but also your only real consumer unless novel data is going to be retail.
Agreed, the big providers like Bloomberg cover this space with way more depth. I'm building for the teams that can't justify those budgets (small sales teams, independent recruiters, solo advisors)
I agree with you, site also looks too much a one day vibecoded stuff. Can you give me references where I can these graphs of people, I am interested because I am working on something similar.
63 comments
[1] https://www.northdata.com/
> incestuous
Is it that? Or would it be similar to when you have a lot of responsibility (like leading a company) you tend to bring along people you know you can trust and can help you succeed?
I was thinking it was interesting more from the socioeconomic perspective:
1. Senior execs are still "working for the man", even if their compensation is materially different from other employees, except in the case of founders of mega-caps.
2. From a socioeconomic lifestyle perspective, the primary differentiator is that senior executives can afford larger one-time costs/upfront costs due to their equity compensation, but have to maintain fairly similar ongoing costs to senior ICs. E.g. a senior exec can afford to buy a nicer house in SFBA because of Prop 13 limiting ongoing property taxes and the ability to shell out more up front to either avoid a mortgage or minimize payments, but their ongoing lifestyle expenses otherwise are most likely not materially different.
Basically, given the rhetoric, I was expecting that senior execs were essentially living in a totally different parallel world from senior ICs in tech, but it doesn't seem that this is really the case /other than/ probably social connections and society. In both cases these employees are highly compensated, but still ultimately employees, and neither is on a rocketship into the billionaire class. The difference between a billionaire and a 50-millioniare (senior exec) is about a billion dollars, the difference between a billionaire and a 3-millionaire (senior IC) is about a billion dollars.
Maybe my take is wrong, but I'd expect that is more about fringe benefits (e.g. access to corporate PJ) than direct compensation.
Mobile browser, if that makes a difference (maybe one of the people on the list helped me downsize as well at some point without me realizing it).
For example, "CEO and CFO appointments at US public companies in the last two weeks" found 142 records [0]
You can also set up monitors to get updates.
[0] https://platform.newscatcherapi.com/catchall/example/gtm--ex...
At the top it says:
> 2,100+ > CEO, CFO, Board, and other executive changes tracked in the past 30 days
Could you add a little metric there such as how many companies are being tracked, and perhaps how that compares to the previous 30 days, or 6 months ago, or 12 months ago?
Maybe a graph showing how many changes happen each month, so we can see when things are more volatile or not.
I remember giving this task to a summer co-op 10-12 years ago. it was alot harder to scrape the edgar site then and gather all for form 4 filings without the new api call first interface and the XBML markup in 10-K and 10-Q filings.