Scott Levin
About Scott Levin
Scott Levin, age 63, has served as Accel Entertainment’s Chief Legal Officer and Corporate Secretary since March 2025. He holds a BA in Philosophy and Political Science from Boston College and a JD from The George Washington University . Company performance context during his onboarding: 2024 revenue was $1.2 billion (+5.2% YoY) and Adjusted EBITDA was $189.1 million (+4.2% YoY) ; over 2019–2024, $100 invested in Accel delivered $85.44 versus $98.63 for the Russell 3000 Casinos & Gambling Industry Index .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Portco Advisors LLC | Managing Director; outside GC/executive advisor | Jan 2024–Mar 2025 | Advised startups and portfolio companies of family office, PE and VC firms |
| Atlas Power Group LLC | Advisor; Chief Legal Officer, Chief People Officer & Secretary | Advisor: Dec 2022–Jan 2024; CLO/CPO/Secretary: Nov 2021–Dec 2022 | Legal and people leadership at a premier datacenter operator |
| FTD Companies, Inc. | CEO; Chief Administrative Officer; General Counsel; Secretary | Sep 2013–Sep 2021 | Executive leadership at global gifting and floral tech provider |
| Coskata, Inc.; Morton’s Restaurant Group, Inc.; Torex Retail Americas; OurHouse, Inc. | General Counsel | Not disclosed | Senior legal leadership roles (dates not provided) |
External Roles
No external board or committee roles disclosed for Levin .
Fixed Compensation
- Scott Levin’s base salary, target bonus, and 2025 equity grant amounts are not disclosed in available filings .
Performance Compensation
Company-wide incentive design (applies to executive officers generally; Scott-specific targets/payouts not disclosed):
| Metric | Weighting | Target | Actual | Payout Scalar | Vesting / Settlement |
|---|---|---|---|---|---|
| Adjusted EBITDA (STI Financial Component) | 80% | $182.61M | $189.15M | 118.10% of target for the financial component | Annual cash bonus framework |
| Individual Goals (STI) | 20% | Role-specific (qualitative) | Committee assessed per executive | 0–200% scaled; examples disclosed for 2024 NEOs | Annual cash bonus framework |
| PSUs (LTI) | 50% of LTI | 3-year average AEBITDA; threshold 85%, target 100%, max 115% | Approved performance factors used: 2023 = 104.9%, 2024 = 102.7% | 0–200% of target, interpolated | Vests at end of 3-year performance period |
| RSUs (LTI) | 50% of LTI | Time-based | N/A | N/A | Vests ratably over 3 years |
Notes:
- Short-term incentives are capped at 200% and predominantly tied to AEBITDA; the Compensation Committee may adjust for acquisitions and extraordinary items .
- Long-term incentives emphasize sustained AEBITDA performance and multi-year vesting to align with shareholder value creation .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership | No reported beneficial ownership as of April 14, 2025 (less than 1%) |
| Ownership as % of SO | Less than 1% |
| Vested vs unvested shares | Not disclosed for Levin |
| Options (exercisable/unexercisable) | Not disclosed for Levin |
| Shares pledged as collateral | Prohibited by insider trading policy (limited exceptions) |
| Hedging of company stock | Prohibited |
| Ownership guidelines | Executives must hold shares equal to 1x base salary; CEO 6x |
| Compliance status | Company states all executive officers meet or exceed guidelines; note that beneficial ownership excludes unvested RSUs, which count toward guidelines |
Employment Terms
- Appointment and tenure: Serves at the discretion of the Board; Chief Legal Officer and Corporate Secretary since March 2025 .
- Clawback policy: Adopted July 2023; applies to incentive-based compensation for up to three years prior to a restatement, aligned with SEC Rule 10D-1 and NYSE .
- Hedging/pledging: Prohibited for employees, officers and directors, including use of derivatives and short sales; pledging restricted .
- Officer exculpation: Company amended COI to extend Delaware Section 102(b)(7)-style duty-of-care exculpation to certain officers, including the Chief Legal Officer, subject to statutory limits and not covering derivative claims .
- Long Term Incentive Plan: Second A&R LTIP approved, increasing share reserve to 10,000,000; plan includes RSUs/PSUs, clawback applicability, and no single-trigger equity acceleration for non-employee directors .
Performance & Track Record
- Role scope: As CLO, Levin signs and executes corporate agreements and governance documents; examples include credit facilities and charter amendments .
- Investor-facing activity: Moderated the Q2 2025 earnings call, reflecting active IR/corporate governance coordination .
Compensation Committee Analysis
- Independent consultant: Aon engaged to advise on peer group, pay studies, and governance best practices .
- Peer group: 14 gaming and entertainment peers (e.g., Bally’s, Boyd, Penn, Red Rock, Light & Wonder) inform market competitiveness; decisions are judgment-based rather than fixed percentile targeting .
- Pay practices: Emphasis on pay-for-performance; no guaranteed incentives, no excise tax gross-ups, and capped payouts; equity awards subject to multi-year vesting .
Investment Implications
- Alignment: Company-wide anti-hedging/anti-pledging rules, clawback adoption, and multi-year RSU/PSU vesting support alignment; however, Levin’s minimal reported beneficial ownership as of April 2025 suggests limited near-term “skin-in-the-game,” potentially mitigated by unvested RSUs not captured in beneficial ownership reporting .
- Retention and selling pressure: With multi-year vesting and clawback exposure, near-term insider selling pressure from Levin appears low absent disclosed grants; lack of Scott-specific employment economics (salary, bonus, severance) limits precise retention risk assessment .
- Trading signals: No Scott-specific Form 4 activity in the provided filings; monitor future proxy and 8-K Item 5.02 filings for compensation grants and vesting schedules to gauge upcoming supply overhang and alignment changes .