#execcomp

Between ALL the many incidents this year, especially the two in just this week alone, was MW's enormous salary hike worth it for you Board Members? Did you feel good in deciding the rest of us are just peasants to point and laugh at as you buy your fourth vacation home in Aspen and prepare our company to be sold for parts in the next decade? Hope your family is treated with the same respect when the working class finally decides to no longer lick the boots that are stepping on us.

Or is all the pain going to be felt down the ladder by the people who need jobs the most?

When Penny was named managing partner she spent like a drunken sailor on leave. Now she admits her mistake and says she is holding herself accountable. How is holding yourself accountable by laying people off and demoting people while she stays and receives compensation increases to bring total compensation to over $29 million per year? If she were to hold herself accountable she would step down and let a new managing partner fix the problems she has created. Penny is making innocent people who are really good at their jobs take the fall for her failures. If anyone close to the work had failed as miserably as Penny at her job they would have been fired on the spot. Penny has been an absolute disaster for this firm.

Chuck is walking away with almost $58 million from the CCS and Amphenol deal.

Message Was to the markets and other industry leaders to justify the upcoming price increases to employer plans. Also to justify the massive 43M CEO pay. Clearly Savings from “the modest adjustment” barely match these massive pay and bonus c-suite increases. Aluta continua

In my opinion we are DOA…. Catastrophic results month after month… the new leaders took a company with a chance and a heartbeat only to ki-l it and pretend it’s alive and kicking. Anyone who was worth keeping have long since gone and more going. But hey… the ceo and his new team have found ways to pay themselves well so good for them.

This company, like all healthcare companies, DOES NOT CARE ABOUT YOU! Their ONLY concern is how much money they can rake in! They are not here to serve their members, just their shareholders so Gail can make her $20 million +!

Craig Ryan -Elevance VP was just awarded more stock options in early September, Perhaps a reward for leading the mass layoffs?

https://www.stocktitan.net/sec-filings/ELV/form-4-elevance-health-inc-insider-trading-activity-b7fca8aa283c.html

CEO salary get 16% increament, staff at downstream get lesser increament

CEO got a 50% raise earlier this year. Meanwhile since he started his role as CEO, stock price is down by 50%. Make it make sense

Beyond pure greed, the PayPal Mafia is notorious for being unable to relate to actual humans, and would probably prefer if people weren’t around at all.

As long as this much wealth can be pumped out, who cares what happens tomorrow?

Step forward Larry Ellison.

Tell me how someone gets a $12M BONUS while freezing hiring and raises and at the same time firing thousands of people all while destroying our stock value.

Extracted Compensation Data from the 2025 Proxy Statement (Covering FY 2024)
The provided document is Xerox Holdings Corporation's 2025 Proxy Statement (dated April 9, 2025), which discloses executive and director compensation for the fiscal year ended December 31, 2024. The key source for total compensation is the Summary Compensation Table (on page 51 of the proxy), which reports compensation for the Named Executive Officers (NEOs) under SEC rules (Item 402 of Regulation S-K). This includes base salary, bonus, stock awards, non-equity incentives, pension changes, other compensation, and total.

I also extracted director compensation from the Summary of Director Annual Compensation section (on page 21), as it provides totals for non-employee directors.

Note: All figures are in USD and rounded to the nearest dollar as reported. The proxy covers 2024 compensation; no 2025 compensation data is available in this document (or as of the current date, September 08, 2025, since the next proxy for FY 2025 would be released around April 2026).

1. Named Executive Officers (NEOs) - Total Compensation for 2024
   From the Summary Compensation Table (page 51). This is the "Total ($)" column, which sums all elements (Salary, Bonus, Stock Awards, Option Awards, Non-Equity Incentive Plan Compensation, Change in Pension Value and NQDC Earnings, All Other Compensation).

Executive Name Position Total Compensation (2024)
Steven J. Bandrowczak Chief Executive Officer $14,320,642
John Bruno President and Chief Operating Officer $9,187,555
Xavier Heiss Executive Vice President, Chief Financial Officer $6,203,175
Louis J. Pastor Executive Vice President, Chief Transformation & Administrative Officer $6,641,123
Jacques-Edouard Gueden Executive Vice President, Chief Channel and Partner Officer $4,390,647
Breakdown by Component (for reference; totals above are the sum):

Steven J. Bandrowczak: Salary $1,066,667; Stock Awards $11,879,791; Non-Equity Incentive $1,269,333; Other $104,851.
John Bruno: Salary $816,667; Stock Awards $7,503,038; Non-Equity Incentive $857,500; Other $10,350.
Xavier Heiss: Salary $640,953; Stock Awards $3,751,537; Non-Equity Incentive $446,785; Change in Pension $1,073,675; Other $290,225.
Louis J. Pastor: Salary $622,735; Stock Awards $5,576,209; Non-Equity Incentive $437,500; Other $4,679.
Jacques-Edouard Gueden: Salary $501,619; Stock Awards $2,751,129; Non-Equity Incentive $349,538; Change in Pension $638,891; Other $149,470.
Notes from Proxy:

Stock Awards: Aggregate grant date fair value of PSUs and RSUs (computed per FASB ASC Topic 718).
Non-Equity Incentive: 2024 MIP payouts (70% of target after discretion).
Pension: Only for Heiss and Gueden (French plans).
Other: Includes perquisites (e.g., aircraft use, international allowances), employer contributions, etc. (Detailed in All Other Compensation Table on page 52).
Foreign Currency: Heiss and Gueden's non-stock comp converted from EUR using December 2024 avg. rate (1.04855 EUR/USD).
No bonuses or options granted in 2024.

1. Non-Employee Directors - Total Compensation for 2024
   From the Director Compensation Table (page 22). Totals include cash fees and stock awards (DSUs/RSUs valued at grant date fair value).

Director Name Fees Earned or Paid in Cash ($) Stock Awards ($) Total Compensation ($)
Tami A. Erwin $31,250 $225,000 $256,250
Priscilla Hung $26,250 $225,000 $251,250
Scott Letier $53,750 $225,000 $278,750
Nichelle Maynard-Elliott $32,500 $225,000 $257,500
Edward G. McLaughlin $26,875 $225,000 $251,875
John Roese $27,500 $225,000 $252,500
Amy Schwetz $33,125 $225,000 $258,125
Notes from Proxy:

Annual equity award: $225,000 (grant date fair value).
Fees: Cash retainers and committee fees (paid quarterly; prorated for new directors joining mid-year).
Employee directors (Bandrowczak, Bruno) receive no additional comp for board service.
Additional Context from Proxy
Grants of Plan-Based Awards (page 54): Details 2024 MIP targets (threshold/target/max) and LTIP grants (PSUs/RSUs).
Outstanding Equity (page 56): Unvested awards as of Dec 31, 2024.
Vested Stock (page 58): Shares acquired on vesting in 2024.
Pay vs. Performance (page 65): Compares "Compensation Actually Paid" (CAP) to performance metrics (e.g., TSR, Net Income, Adj. EBITDA).
CEO Pay Ratio (page 64): CEO total comp $13,842,342 (excludes some items? Wait, SCT is $14M; ratio 260:1 vs. median employee $53,149).

# Questions About Executive Accountability: The F5/HackerOne Case Study

• An objective timeline raising questions about corporate governance and executive hiring practices*

## The Timeline

2019-2023: BIG-IP Next Development

• F5 Networks invests heavily in next-generation BIG-IP platform
• 5+ years of development, significant R&D resources allocated
• Positioned as the future of F5's core product line

2022: Leadership Change

• Kara Sprague appointed as Chief Product Officer at F5 Networks
• New role created to "oversee F5's entire portfolio of multi-cloud application security and delivery solutions"
• Takes responsibility for $1.3B annual revenue product business

2023-2024: Company Struggles

• January 2023: F5 lays off 620 employees (9% of workforce)
• Multiple additional RIF rounds throughout 2023-2024
• Company cites "persistent macro uncertainty and customer spending impact"
• Conservative growth projections announced

2024: Product Strategy Reversal

• BIG-IP Next launches after years of development
• Shortly after launch: F5 announces discontinuation of BIG-IP Next
• Massive investment in 5-year development project written off

September 2024: Executive Departure

• Kara Sprague leaves F5 Networks
• F5 announces major leadership restructuring with new COO, CRO roles
• Timing coincides with BIG-IP Next discontinuation

October 2024: The Promotion

• HackerOne announces Kara Sprague as new CEO
• Press release highlights her F5 experience managing "$1.3B revenue business"
• No mention of recent product failures or layoffs under her leadership

## Questions This Raises

For HackerOne shareholders:

• What due diligence was performed on the BIG-IP Next failure?
• Were board members aware of the timing between product discontinuation and departure?
• How do recent F5 outcomes factor into future HackerOne strategy assessment?

For the industry:

• Should executive accountability include recent strategic failures?
• How do we ensure thorough vetting beyond resume highlights?
• What responsibility do boards have to investigate recent track records?

For F5 stakeholders:

• What lessons learned from the BIG-IP Next investment?
• How will product strategy decisions be evaluated going forward?
• What accountability measures exist for major strategic failures?

• This timeline uses publicly available information from company press releases, SEC filings, and industry reporting. All dates and facts are verifiable through public sources. The intent is to raise legitimate questions about corporate governance practices, not to make personal accusations.*

Sources available upon request - all information gathered from:

• Company press releases and SEC filings
• Industry publications (GeekWire, TechCrunch, etc.)
• Public LinkedIn announcements
• F5 Networks investor relations materials

J. Stankey
CEO Pay
$26,410,845
Median Employee Pay
$122,611
CEO Pay Ratio
215:1
CEO will make more on Jan 1st of the year in one day more than most employees in the entire year.

I can't fathom why we have board members that are both incompetent and unethical. How can these people take millions of dollars in payment through stocks despite losing revenue year after year. Also, there seems to be some INSANE conflicts of interest at the board level.

Remember that the top five Edward Jones executives in 2024 received over $100 million dollars. The time to unionize is now to ensure the front line employees don’t get robbed by the home office C-suites and GP’s. Ted Jones is spinning in his grave… something, something, something splitting work not profits lol.

1.  Penny Pennington – ~$29.06 M
2.  Kenneth Cella Jr. – ~$22.27 M
3.  Francis LaQuinta – ~$20 M
4.  Kristin Johnson – ~$20 M
5.  Andrew Miedler – ~$18.7 M

This firm sold its soul awhile ago. PP can keep smiling that creepy smile and tell you it's going to be alright but it isn't. Her and her friends will give themselves more bonuses, bigger salary increases until this firm is either bought or goes public. Anyone getting laid off should do the least amount of work as possible. The firm doesn't care about you, why should you care about it.

Nothing happens to them. Terrible results? Raise our compensation! ELT needs a whole new takeover but alas, that will never happen

ELT - congrats on making money hand over fist while downsizing the company only to get worse results!

Working at Truist often feels less like being part of a team and more like being dropped straight into the Hunger Games. Colleagues are positioned as competitors rather than collaborators, and every day becomes a test of endurance where management and peers alike seem focused on outmaneuvering, undercutting, or suffocating your progress. The company’s glossy slogans about “Purpose” and “Care” ring hollow—just polished propaganda masking a reality where employees quickly learn those words are for external image, not internal practice.

Human Resources, rather than acting as a neutral protector of fairness, feels more like another arm of the Capitol—perfectly aligned with leadership, but not with the people actually fighting in the arena. Meanwhile, Truist quietly disengages from its most loyal workers, even as Bill Rogers and the executives enrich themselves exorbitantly. With each new round of lavish bonuses and raises at the top, it becomes clearer: the sacrifices of employees are little more than the currency funding Bill Rogers and the executives. In this version of the Games, survival means accepting that the system isn’t broken—it was designed this way.

A LinkedIn post that opens “this week was a good one”. Like, how about you GFY, Kelly?

Stop the personal gain and gutting the rest of the people that keep you where you are SC*M! Take your bucket list agenda somewhere else!

includes Mark because these are the last numbers I could find in the fy24 proxy

• Mark J. Barrenechea — Vice Chair, CEO & CTO: total compensation approximately US$14.7 million.
• Todd Cione — President, Worldwide Sales: total compensation approximately US$6.34 million.
• Muhi S. Majzoub — EVP, Chief Product Officer / Security Products leadership: total compensation approximately US$3.9 million range
• Paul Duggan Chief Customer Officer (President & CCO; listed as NEO in proxy): total compensation approximately US$4.5 million range.