Kevin Grant
About Kevin Grant
Kevin Grant, 44, is Chief Financial Officer of a.k.a. Brands Holding Corp. (effective January 13, 2025) and previously served as VP & Global Controller since April 2021; he holds a B.B.A. from Pacific Lutheran University and earlier held senior controllership roles at Walmart U.S. e‑commerce and spent 11 years in Ernst & Young’s Assurance Practice . As CFO in 2025, he has signed the company’s quarterly 8‑Ks and led a refinancing that extended debt maturities to 2028, signaling focus on balance sheet flexibility; specific TSR, revenue or EBITDA performance metrics attributable to his tenure were not disclosed in these filings . Company policy prohibits hedging and pledging, and an Exchange Act/NYSE‑compliant executive clawback policy applies to executive officers, reinforcing alignment with restated financials risk .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| a.k.a. Brands | VP & Global Controller | Apr 2021–Jan 2025 | Led controllership; promoted to CFO in Jan 2025 |
| Walmart U.S. e‑commerce | Group Controller; Controller, SamsClub.com; Head of Controllership M&A; Head of Technical Accounting | 2014–Apr 2021 (Group Controller: Nov 2019–Apr 2021) | Led accounting transformation and integration of acquired e‑commerce businesses |
| Ernst & Young | Assurance Practice (Technology & Digital Media) | Dec 2002–Dec 2013 | Served registrants and VC‑backed private companies |
External Roles
- None disclosed for Kevin Grant in the company’s executive biographies and appointment 8‑K .
Fixed Compensation
| Component | Terms | Source |
|---|---|---|
| Base Salary | $370,000 per year | |
| Annual Bonus Target | 40% of base salary (company‑set objectives; paid on a scaled basis if minimum criteria met) |
Performance Compensation
Annual Cash Bonus (Plan Design)
| Metric | Weighting | Target | Actual | Payout | Vesting/Timing | Notes |
|---|---|---|---|---|---|---|
| Company/Individual Performance Objectives | Not disclosed | 40% of base salary | Not disclosed | Scaled payout based on minimum criteria; specifics not disclosed | Paid by June 30 following plan year if earned | Annual bonus terms per CFO Employment Agreement |
Long‑Term Equity (RSUs)
| Grant Type | Grant Date Fair Value | Vesting Schedule | Start of Vesting | End of Vesting | Notes |
|---|---|---|---|---|---|
| Time‑based RSUs | $400,000 | 1/3 cliff, then pro‑rata quarterly thereafter | Jan 13, 2026 | Jan 13, 2028 | Granted effective Jan 13, 2025 under 2021 Omnibus Plan |
Vesting cadence implications:
- First vest (1/3 of grant value) occurs Jan 13, 2026, followed by equal quarterly vests through Jan 13, 2028, potentially creating periodic liquidity windows subject to insider trading policy and blackout periods .
Equity Ownership & Alignment
| Item | Details |
|---|---|
| Total Beneficial Ownership | Not individually listed in the DEF 14A table; “All Directors and Executive Officers as a Group (12)” includes Mr. Grant as of April 15, 2025 (1,880,201 shares, 17.6%) . |
| Ownership as % of Shares Outstanding | Not individually disclosed; group total 17.6% of 10,690,842 shares outstanding as of April 15, 2025 . |
| Vested vs. Unvested | Initial CFO RSU grant vests 1/3 on Jan 13, 2026; remainder quarterly to Jan 13, 2028 (time‑based; unvested until vest dates) . |
| Options (Exercisable/Unexercisable) | None disclosed for CFO appointment; RSUs granted . |
| Pledging/Hedging | Prohibited for directors and officers under Insider Trading Policy . |
| Clawback | Executive Incentive Compensation Recoupment Policy effective Oct 2, 2023 pursuant to NYSE Rule 303A.14/Exchange Act §10D . |
| Ownership Guidelines | Not disclosed in 2025 DEF 14A . |
Employment Terms
| Term | Detail | Source |
|---|---|---|
| Role/Start | Appointed CFO effective Jan 13, 2025 | |
| Contract Term | 4‑year initial term with automatic 1‑year renewals unless 60‑day notice of non‑renewal | |
| Base Salary | $370,000 | |
| Target Bonus | 40% of base salary; scaled payout based on minimum criteria | |
| Equity | RSUs with $400,000 grant date fair value; 1/3 vests Jan 13, 2026; remainder quarterly to Jan 13, 2028 | |
| Severance (No Cause) | 6 months of base salary paid over 6 months; any earned but unpaid bonus for completed period; up to 6 months COBRA reimbursement (release required) | |
| Change‑of‑Control | No CFO‑specific CoC cash multiple disclosed in 8‑K; equity treatment governed by plan/award agreements (not specified for this RSU in the 8‑K) | |
| Restrictive Covenants | Confidentiality; IP assignment; non‑compete during employment; non‑disparagement; non‑solicit of employees and business relations during employment and 1 year post‑termination | |
| Indemnification/D&O | Company to indemnify and provide D&O coverage commensurate with directors/senior officers; standard form indemnification agreement to be entered | |
| Governing Law | California |
Performance & Track Record
- Filing leadership: Signed the company’s Q1 shareholder vote 8‑K (May 30, 2025) and Q2/Q3 earnings 8‑Ks as CFO, evidencing responsibility for financial reporting .
- Balance sheet action: Announced and executed an amended and restated credit agreement on Oct 14, 2025, with an $85M term loan and ~$35M revolver, extending maturities to Oct 14, 2028 and targeting greater flexibility (SOFR + 3.25–3.75%) .
Compensation Structure Analysis
- Mix and risk: For 2025, compensation is anchored by fixed salary ($370k) plus at‑risk annual bonus (40% target) and time‑based RSUs ($400k grant value). The use of time‑based RSUs (vs performance‑based PSUs) lowers payout variability and can reduce pay‑for‑performance sensitivity relative to performance equity, though clawback and anti‑hedging/pledging policies mitigate misalignment risk .
- Vesting‑driven supply: A 1/3 cliff vest on Jan 13, 2026 followed by quarterly vesting through Jan 13, 2028 could create episodic insider selling pressure windows, subject to trading blackouts and personal decisions .
- Severance economics: Six months’ salary and COBRA for a no‑cause termination are modest versus typical CFO 12‑month packages, limiting parachute risk and suggesting lower severance overhang; no CFO‑specific CoC multiple disclosed in the 8‑K .
Related Party Transactions
- None disclosed between Mr. Grant and the Company; the appointment 8‑K states no related person transactions and no arrangements/understandings for the appointment .
Say‑on‑Pay & Shareholder Feedback
- Not specific to Mr. Grant; 2025 Annual Meeting outcomes disclosed (director elections and auditor ratification), with 77.56% of eligible shares represented; CFO signed the 8‑K .
Investment Implications
- Alignment: Anti‑hedging/pledging and a clawback framework, plus multi‑year RSU vesting, support alignment; however, time‑based RSUs (vs PSUs) reduce explicit performance linkage for the CFO .
- Retention and overhang: The 1/3 cliff vest in Jan 2026 followed by quarterly vests strengthens retention through 2027 but may create predictable potential supply; severance terms are conservative (6 months), implying manageable termination cost risk .
- Execution signals: The Oct 2025 refinancing that extends maturities to 2028 is a tangible de‑risking action under Grant’s finance leadership, supportive of liquidity and strategic flexibility during his tenure .
- Data gaps: Individual beneficial ownership stake and specific bonus performance metrics for the CFO are not disclosed, limiting precision in pay‑for‑performance benchmarking; monitor forthcoming proxy and Form 4s for ownership and trading updates .