Robyn Shutak

Team: Creative Team

Job Title: Partner

Bio: Robyn is a Managing Director at Infinite Equity, specializing in global equity compensation consulting for multinational employers. She has over 20 years of experience advising companies on all aspects of their equity compensation programs, including plan design and implementation, employee communications strategies, and administration efficiencies and optimization. Prior to joining Infinite Equity, Robyn held various leadership positions with Computershare, the Global Equity Organization (GEO), the National Association of Stock Plan Professionals (NASPP), and several San Diego based technology companies. Robyn is an active board member for the Certified Equity Professional Institute, a frequent speaker on equity compensation topics, and co-author of the book, “If I’d Only Known That.” Robyn has a Bachelor of Arts in English from San Diego State University, a Paralegal Certificate (with honors) from the ABA Paralegal Program at the University of San Diego, and is a Fellow of Global Equity (FGE) and a Certified Equity Professional (CEP). She is based in San Diego.

Recent Posts By

Robyn Shutak

Equity Benchmarking – Why It Matters, and What Position is Best for You

Equity Benchmarking

While several factors influence the structure and scope of equity plans, benchmarking stands out as a pivotal tool to gauge your position in the industry relative to peers. It offers a strategic lens through which you can evaluate where your organization stands vis-a-vis industry counterparts. In a landscape where businesses increasingly vie for the best…

The Importance of Educating Participants

The Importance of Educating Participants

Keeping participants educated and engaged is vital to the success of any equity program. Failure to do so can lead to several negative outcomes ranging from low participation rates, to tax surprises and poor productivity.  The latest statistics* all illustrate that even though participants value their equity plans, they need more education to really unlock…

Creating ESPP Engagement All Year: Multi-Channel, Year-Round Communication


Until recently, employees often heard about ESPP benefits from their employers once or twice a year— usually during open enrollment. However, studies have shown that frequent communication is essential for keeping ESPP benefits top of mind and reinforcing the employee value proposition. Learn more about how a multi-channel, year-round approach can keep the conversation going…

How Your HR Team Can Improve An Equity Compensation Communication Strategy


Developments in technology have facilitated an easier path to reach participants and educate them on equity compensation plans so they can fully maximize all of the benefits that come along with these offerings, and in turn, boost engagement rates. Read more on how your HR team can improve their equity compensation communication strategy.

5 Ways Poor Communication is Hurting Your Equity Compensation Programs

5 Ways Poor Communication is Hurting Your Equity Compensation Programs

Research has shown that when an organization lacks a solid equity compensation communication strategy, equity programs can fall short of their potential, and may even struggle to attract your employees’ attention. In this white paper, our expert team examines five ways poor communication is hurting your equity compensation programs with proven solutions.

Global Foundries Case Study

Global Foundries Case Study

GlobalFoundries (GF) is a semiconductor manufacturer (or fab), headquartered in the U.S., that employs a broad workforce from hourly workers to highly skilled engineers. GF faces tough competition for talent in the technology industry. It competes with “high techn” companies that offer competitive cash and equity compensation, but do not maintain a workforce as diverse…

Confluent Case Study

Confluent Case Study

As part of going public, Confluent senior management and a cross-functional team put together a comprehensive equity strategy and technology-enabled communication program to ensure employees were aligned with new investors and shared in the opportunities afforded by their IPO. Confluent decided to allow employees holding vested stock options and Confluent common stock the ability to…

The Issuer’s Guide to Cashless Participation


Cashless Participation 101 Maybe you’ve seen Cashless Participation mentioned in a LinkedIn post, perhaps you’ve seen it show up on an industry conference agenda, or maybe you’re offering it at your company. Regardless of where you may have noticed it, Cashless Participation is working its way into the fabric of Employee Stock Purchase Plans (ESPPs)…

Retaining Talent Amidst Falling Share Prices and Underwater Options


Recently, many companies have found themselves with a significant portion of their employees’ outstanding stock options “underwater” or “out of the money” due to plummeting share prices.  This downward pressure is due in part to the conflict in Ukraine, supply chain disruptions, rising interest rates, and other macroeconomic factors that continue to impact the broader…

What is an ESPP?


What is an ESPP, how does it work, and what benefits can it provide to employees? What is an ESPP? An Employee Stock Purchase Plan (“ESPP”) is an employee benefit plan that allows employees to purchase company stock through payroll deductions, with the benefit of a discount or company match to encourage participation. These broad-based…