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Before Reins, Wes Carver knew he wanted to offer something more to his team—but the path was anything but clear. The idea of equity or phantom stock felt overwhelming, tangled in legal complexity, and emotionally high-stakes.
One of the most important things to me is compensation...it's the last thing I want to screw up.
After 26 years of building Wes Carver Electric, Wes carried the weight of making the right decision not just for his business, but for the people who helped create it. Before Reins, his next step would’ve been calling attorneys, navigating complex legal jargon, and spending months trying to piece together a plan with no clear direction.
Reins helped transform what felt like a 6-month confusing slog into a guided, efficient, and intentional process. Reins was able to remove complexity, and replace it with clarity, giving Wes a clear path forward he needed and deserved.
They made it easy and accessible…I never felt rushed or pressured. I could ask the same questions three times and still get a clear answer.
But that didn’t mean the fear disappeared. As Wes began making real decisions with his plans in Reins—who should get what, what type of award to use, and how to structure it all, he felt the weight of getting it right.
Clicking that finalize button was scary…but by that point, I felt confident we got it right.
Rather than handing off generic templates, Reins walked Wes through each choice with thoughtfulness and care. The Reins platform offered the flexibility Wes’s team needed to tailor awards for both tenured employees and newer team members. Their consultative team provided structure and support that helped Wes design a plan that truly fit his business. The outcome wasn’t just a completed plan—it was a sense of confidence and clarity that replaced hesitation with real momentum.
Wes launched his new Reins-powered alternative equity program with clarity and purpose—and his team got it.
They understood what they were working toward, what we’re all working toward, and what the outcomes could look like.
The response was overwhelmingly positive. While some were still processing the details, everyone left program kickoff motivated and energized. With the plan live, Wes is now eager to watch how this incentive sparks new leadership and ownership on his team.
Though it’s in its early days, Wes sees a strong foundation taking shape. “I think we have the right people in the plan who are going to drive this thing forward.” For others on the fence, Wes has a simple message:
If you’re thinking about it, definitely look into it.
