Crain's New York Business

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THE CLOSER From selling high-end pens to closing deals for Louis Vuitton PAGE 14

CRAINSNEWYORK.COM

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COOKING UP CHANGE Female chefs look to reform kitchen culture PAGE 3

MAY 9, 2022

FINANCE

A SPACtacular hangover

Special-purpose acquisition company boosters remain in the black even as investing mania stalls

COLES, a former magazine editor, is one of dozens of big-name sponsors to lend her brand to a “blank check” firm.

BY AARON ELSTEIN

J MACKENZIE STROH/THE TIMES MAGA ZINE/NEWS SYNDICATION/REDUX

oanna Coles is the very model of a modern, major magazine editor. She heaved Cosmopolitan into the digital age while starring in the E! channel reality show So Cosmo. She also joined the board of Snap and was executive producer of the Netflix series The Bold Type. But she left the glamour of magazines behind in the summer of 2018 after a power struggle at Hearst. “My route is being recalculated,” Coles announced from her office treadmill. “It’s time for a VALUE OF new adventure.” Coles’ stake Adventure she found in a SPAC for on Wall Street, where she which she and got involved in a celebria partner paid ty-driven investment fad $25K for shares called SPACs. SPACs, or special-purpose acquisition companies, were one of the pandemic’s great financial manias, along with dogecoin and meme stocks. After an 18-month binge, the inevitable hangover has struck as regulators snap to attention.

$20M

See SPAC on page 19

POLITICS

How pay transparency could shake up the city’s job market BY RYAN DEFFENBAUGH

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mployers have gotten a slight delay, but big changes are coming to the way workers hunt for jobs in New York City. After a City Council vote on April 28, a city law will require almost all job ads to include a salary range starting Nov. 1, rather than May 15. Local Law 32 of 2022 will make it il-

NEWSPAPER

VOL. 38, NO. 18

legal for any firm with more than four employees to advertise a job without a “good faith” salary range. The law was initially approved in December, but a push from businesses brought the delay and a series of amendments. Labor and employment attorneys have been busy publishing guidelines suggesting how employers can prepare, including by con-

© 2022 CRAIN COMMUNICATIONS INC.

ducting pay-equity audits. For firms, the challenge “is not just a matter of posting ranges,” said Ian Carleton Schaefer, chair of the New York employment and labor practice for the law firm Loeb and Loeb. “It is the second- and thirdtier consequences that may be difficult to grapple with internally.” Employees will have the ability to compare their current pay against

what the company is offering at similar positions—creating the potential for dissatisfaction and in some cases litigation. Workers will also be able to look around at what other companies are willing to pay someone with their skills and experience. “There will be opportunities for many employers, particularly those who are very well positioned and

pay at the top of the market, to use this to their advantage,” Carleton Schaefer said. To prepare, businesses should review existing salary ranges and those of market competitors to ensure fairness for existing employees. Employers also need to “train supervisors … on the implications See PAY on page 22

PINGPONG STARTUP SERVES UP 24/7 ACCESS

The city’s largest real estate financings

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TECH SPOTLIGHT


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