Jeremy Goldstein Shares His Business, Law and Career Ideologies

Jeremy Goldstein is a commendable lawyer and business expert. He has made a name for himself in the law circles as one of the partners at Jeremy L. Goldstein & Associates. He has built his law firm and career of offering executive compensation and corporate advice to CEOs and businesses. Read more: Jeremy Goldstein | Slideshare and Jeremy Goldstein | Crunchbase

His expertise in this field gave him the American Bar Association Business Section’s Mergers and Acquisitions Sub-committee Chairmanship. He has facilitated the closing of nearly all the major corporate deals during the last ten years. He is an alumnus of New York University, Cornel University and the University of Chicago where he attained his J.D., B.A., and M.A. respectively.

Recently, Mr. Goldstein shared his business, law and career ideologies during an interview. Here is what he covered.

The birth of JLG Associates

Nearly a decade ago, it hit Jeremy Goldstein that he could start a law firm that addressed the market gap surrounding executive compensation. This was after a rather famous office talk with colleagues, about the then challenges and conflicts surrounding executive compensation. He noted that he went straight ahead and started this law firm.

When asked about how he bring other ideas to life especially in his current practice, Jeremy said that his 20 years’ experience in this field comes in handy at such times.

Pushing productivity

Jeremy believes that productivity is at the core of working. For this reason, he tries to make his workdays as productive as possible. Keeping in mind that his services are always almost needed 24 hours, Jeremy tries to stick on a regular working schedule.

For this reason, he only takes a limited number of tasks. Jeremy Goldstein says that this always translates into good results as each task he does, he does it well instead of rushing through it.

The current executive compensation trends

In Jeremy’s perspective, the current executive compensation trends are very stable. Having been refined for years, and numerous modifications made in to the process, one can surely say that it is perfect. Learn more about Jeremy Goldstein: and

He added that at this point of executive compensation, companies save a lot of time that would have been wasted by the old system.

On the business front

JLG Associates as a business was grown through excellent customer service and customer satisfaction. He says that good customer relations are vital to the business’s growth. It is perhaps even more important than anything else. When asked to offer his best business idea at the moment, he pointed out Knockout options.

Ace Lawyer Jeremy Goldstein Talks About The Importance Of Compromise At The Workplace

Building up the economic and social foundations of a corporation may not be easy, and corporates tend to face a number of challenges when encountering them. Jeremy Goldstein, a well known corporate lawyer has witnessed several companies go through these challenges which often leads to hostility at the workplace. Having worked as a litigator to some of the biggest names in New York, he has seen the ups and downs of corporate life. Whether it is regarding the work hours or the incentives that an employee gains, there is always a concern for clashes and other kinds of harsh occurrences. Having seen a wide array of corporates face the same problems, he has consistently offered them advice that would help them resolve the problems that they face in a better manner.



One of the resolutions that Goldstein claims do work is EPS, which refers to an employee per share. This system works to provide employees with a set value of the incentives that they can earn. It helps them understand how much they stand to get from the company, which can prevent hostility between the employee and employer. Moreover, this gives companies a definitive structure that can improve the way employees earn, and the expectations that they have.



While EPS may seem like a good resolution for employee-based incentive programs, it is by no means the final resolution. It can determine the amount that an employee can earn as an incentive or the benefits that they enjoy, but offering that incentive is still left up to the discretion of the employer. It is rare for companies to lay down set parameters for incentives at the company since these factors can sometimes be hard to define. A lack of these parameters can, however, lead to things like favoritism in the workplace and a number of unwanted occurrences. Since it is also based on the number of shares, it can lead the corporate to give the employees less than what they actually deserve while working for the company.



More and more corporates are going down the path of implementing EPS to improve their relationship with their employees working for them. Corporates that have implemented this have also seen a positive growth in terms of investors who buy shares of their companies. The corporates working to this effect have seen a positive growth, which has not necessarily improved the problems faced in the workplace. Learn more:



One of the other solutions that Goldstein prescribes is for companies to reach a compromise between them and their employees. This starts out by listening to the employee needs and then offering them the employer’s opinion on how the incentives might work. This can be applied in all facets of this relationship, since resolving issues is key here, not creating more of them.