Eisler Binds Its Traders Again in Second Year of Bonus Clawbacks

Eisler Capital, the $4 billion hedge fund, is doubling down on its efforts to retain top talent by implementing a second year of bonus clawback policies. The firm, founded by former Goldman Sachs partner Edward Eisler, introduced a rule earlier this year that requires traders to potentially repay even the cash bonuses they received for 2023 if they leave before year end. Departing portfolio managers will also have to pay Eisler the taxes that the hedge fund paid on the payments.



This move comes as Eisler Capital continues to battle an industry-wide talent war, with many hedge funds spending tens of millions of dollars to lure top traders. The firm's bonus clawback policies aim to discourage employees from leaving and recoup bonuses in case of departure. However, the effectiveness of these policies in retaining talent remains to be seen, as employees may still choose to leave if they feel that the benefits of doing so outweigh the potential clawback penalties.

Eisler Capital's policy is more lenient than that of ExodusPoint Capital Management, which expanded its bonus clawback policy to senior non-investment staff. ExodusPoint's policy requires employees to pay back up to 40% of their 2024 bonus if they quit before the end of next year. Eisler Capital's policy is more targeted towards traders, while ExodusPoint's policy is broader, encompassing senior non-investment staff as well.

The broader talent war within the industry is reflected in these policies, as hedge funds are increasingly competing for top talent. By implementing bonus clawback policies, these funds aim to retain their best employees and discourage them from leaving for other opportunities. However, the implementation of these policies may have unintended consequences, such as creating a risk-averse culture that stifles innovation and risk-taking.

In conclusion, Eisler Capital's bonus clawback policies are a response to the industry-wide talent war and the firm's efforts to retain its traders and portfolio managers. While these policies may have some short-term success in retaining talent, there are potential long-term implications that the firm should consider. To mitigate these risks, Eisler Capital should ensure that the policy is fair, clearly communicated, and enforced consistently. Additionally, the firm should monitor the impact of the policy on employee morale and job satisfaction to make any necessary adjustments.