Joe Youssef
About Joe Youssef
Joe Youssef is Chief Commercial Officer and Senior Vice President, Sales – Americas & EMEA at Agilysys, appointed effective August 19, 2024; he is 51 and became an executive officer in fiscal 2025 . He spent ~18 years at Amadeus, where he led the hospitality division’s expansion from under $10M revenue to nearly $1B, and held EVP roles across Hospitality, Business Intelligence & Data, and Commercial . During FY2025, Agilysys delivered 16% revenue growth to $275.6M and record Adjusted EBITDA margin of 19.5% versus an 18% target, while company TSR declined 17.4% for the fiscal year, framing the incentive outcomes for NEOs including Youssef .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Amadeus Hospitality | EVP – Commercial | 2023–2024 | Created effective sales structure driving double-digit growth and deep customer engagement . |
| Amadeus Hospitality | EVP – Business Intelligence & Data Solutions | 2020–2023 | Led BI vertical, solidifying Amadeus as a respected BI player in hospitality . |
| Amadeus Hospitality | EVP – Hospitality | 2014–2020 | Defined and executed inorganic growth strategy; scaled division materially . |
| Amadeus (Egypt, MENA) | Managing Director (Egypt); regional GM | 2006–2013 | Established market leadership in Egypt in <2 years; expanded MENA leadership . |
| Kanoo Travel | Management positions | — | Hospitality/travel management experience . |
| American Express Travel Services | Management positions | — | Hospitality/travel management experience . |
External Roles
No public company directorships or external board roles for Youssef are disclosed in AGYS filings or press releases reviewed .
Fixed Compensation
| Metric | FY2025 |
|---|---|
| Base Salary ($) | $300,000 |
| Target Annual Incentive (% of salary) | 42% (target $125,000) |
| Target Annual Sales Incentive (% of salary) | 50% (target $150,000) |
| Discretionary Cash Bonus ($) | $13,872 |
| Actual Annual Incentive Paid ($) | $63,955 (83% achievement, pro-rata from start date) |
| Actual Sales Incentive Paid ($) | $80,388 (54% achievement) |
| Total Annual Incentive Payouts ($) | $144,343 |
Performance Compensation
| Component | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Annual Incentive – Net Revenue | 100% of annual incentive | $282.0M revenue; EBITDA condition ≥18% post-incentive | $275.6M; Adj. EBITDA 19.5% (condition met) | 83% of target; Youssef pro-rated to $63,955 | Cash (no vesting) |
| Annual Sales Incentive – Net Annual Contract Value (NACV) | 100% of sales incentive | $150,000 target (50% of salary) | 54% achievement | $80,388 | Cash (no vesting) |
| Long-Term Incentive – RSUs (Nov 22, 2024) | RSUs = significant portion of NEO total comp (33–51% range) | 1,259 RSUs; $173,087 grant date value ($137.48/share) | Time-based | N/A (time-vest RSUs) | Vests in equal annual tranches over 3 years beginning Oct 31, 2025 |
| Sign-on Restricted Stock (Aug 22, 2024) | Recruitment/retention | 20,235 shares; $2,199,949 grant date value ($108.72/share) | Time-based | N/A (time-vest) | 10% on Aug 31, 2025; 20% on Aug 31, 2026; 70% on Aug 31, 2027 |
Equity Ownership & Alignment
| Ownership Item (as of Mar 31, 2025) | Quantity | Market Value Basis |
|---|---|---|
| Common Stock – Restricted (unvested) | 20,235 shares | $1,467,847 (at $72.54/share FY-end) |
| RSUs – Unvested | 1,259 units | $91,328 (at $72.54/share FY-end) |
| Beneficial Ownership at initial filing | 20,235 common shares (Direct) | Form 3 (filed for role as CCO) |
| Vesting Schedule | 2025 | 2026 | 2027 |
|---|---|---|---|
| Restricted Stock (20,235 sign-on) – Shares vesting by date | 2,023 on Aug 31, 2025 | 4,047 on Aug 31, 2026 | 14,165 on Aug 31, 2027 |
| RSUs (1,259 LTI) – Units vesting by date | 419 on Oct 31, 2025 | 420 on Oct 31, 2026 | 420 on Oct 31, 2027 |
- Stock ownership guidelines: Other executive officers are expected to hold company stock equal to 1.5x salary within 2 years and 3x salary within 4 years; guidelines are enforced with holding requirements until compliance .
- Hedging/Pledging: AGYS discloses no practices or policies restricting hedging of company equity by employees/directors; pledging prohibitions are not disclosed in the reviewed filings . Insider trading policy covers hedging transactions generally, but Proxy states no anti-hedging practice/policy in place .
Employment Terms
| Scenario | Cash Severance (Base Salary + Incentive) | Health Insurance (COBRA) | Equity Acceleration | Total |
|---|---|---|---|---|
| Termination without Cause / Good Reason | $300,000 | $43,316 | — | $343,316 |
| Change of Control (Double Trigger) | $450,000 | $43,316 | $1,559,175 (restricted stock/RSUs) | $2,052,491 |
| Death or Disability | — | — | $1,559,175 (restricted stock/RSUs) | $1,559,175 |
- Double-trigger CoC: Cash severance payable only upon a change of control and a qualifying termination; restricted shares and SSARs vest at change of control; values shown assume share price $72.54 on Mar 31, 2025 .
- Clawback: Board may recoup bonuses and equity gains upon restatement due to misconduct; recoveries generally limited to 3 years; SOX 304 reimbursements apply to CEO/CFO for certain restatements .
Performance & Track Record
- Sales execution: Fiscal Q2 2025 was the best-ever second quarter for sales (excluding Book4Time), with strong performance in gaming casinos, resorts, hotels and cruises; APAC was soft following a strong Q1, and food-service management was disappointing .
- Commercial leadership: Under Youssef, AGYS expanded sales leadership (North America East/West vice presidents, MEA area VP) to align coverage with market opportunity .
- Strategic wins: Boyd Gaming signed a SaaS agreement to deploy InfoGenesis POS across 28 properties; Youssef highlighted collaboration to drive guest experience, automation and insights .
- Company performance context for FY2025 incentives: Net revenue $275.6M vs $282.0M target; Adjusted EBITDA 19.5% vs 18% condition; Compensation Committee exercised discretion to award 83% of target annual incentives to NEOs .
- TSR: Company cumulative TSR fell 17.4% in FY2025, after prior years of strong outperformance vs peer group, informing pay-versus-performance disclosures .
Investment Implications
- Retention profile: Back-end weighted sign-on equity (70% vesting in Aug 2027) creates strong multi-year retention and alignment, with limited near-term selling pressure but a sizable 2027 vesting event to monitor for potential supply overhang .
- Pay-for-performance calibration: Annual incentive fully tied to revenue with an EBITDA guardrail; FY2025 payouts were boosted by Compensation Committee discretion on strong profitability despite revenue under-target, signaling emphasis on profitable growth over top-line absolutism .
- Alignment risk: Absence of an anti-hedging policy for employees/directors is a governance red flag that can dilute equity alignment; monitor any future policy updates or hedging disclosures .
- Execution indicators: Sales incentive paid at 54% and numerous leadership additions point to a ramping commercial engine under Youssef, with tangible wins like Boyd Gaming; watch NACV momentum and cross-sell with Book4Time across FY2026 for leading indicators of variable comp realization .
- Change-of-control economics: Double-trigger severance with sizable equity acceleration suggests meaningful downside protection but balanced takeover incentives; no tax gross-ups disclosed in reviewed materials .