Tyler Hollingsworth
Allegiant TravelAbout Tyler Hollingsworth
Tyler Hollingsworth, age 44, is Chief Operating Officer (COO) of Allegiant Travel Company, appointed effective May 1, 2025 after serving as Interim COO from March 3, 2025; he joined Allegiant in 2010 and progressed through flight operations and safety leadership roles. He holds a Bachelor of Science in aeronautics from Everglades University . Company performance context during his 2025 tenure includes airline-only operating margin of 9.3% in Q1 2025 and industry-leading controllable completion of 99.9% in Q3 2025 . For 2024, Allegiant reported $2.5B total operating revenue with airline operating margin excluding special charges of 7.7% (vs. 11.4% in 2023); longer-run company TSR measured as value of a $100 investment since 12/31/2019 was $55.77 in 2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Allegiant Travel Company | Interim COO | Mar 3, 2025 – May 1, 2025 | Transition leadership during COO succession; maintained operational continuity |
| Allegiant Travel Company | Chief Operating Officer | May 1, 2025 – Present | Leads operations; supported training/commercialization of 737 MAX; operations reliability sustained |
| Allegiant Travel Company | SVP, Flight Operations | Mar 2024 – May 2025 | Oversaw OCC, Flight Ops, Inflight; led >50% of ~6,100 employees |
| Allegiant Travel Company | VP, Flight Operations | Oct 2022 – Mar 2024 | Supported operational areas across airline |
| Allegiant Travel Company | VP, Safety & Security | 2019 – Oct 2022 | Consolidated safety/security; implemented integrated data management and hazard identification; COVID response recognized (“Seven-Star” for safety/COVID) |
| Allegiant Travel Company | Director, Flight Training | 2016 – 2019 | Led pilot training function |
| Allegiant Travel Company | Airbus Technical Pilot | Jan 2016 – Apr 2016 | Technical pilot support |
| Allegiant Travel Company | Safety Quality Control Specialist | Nov 2014 – Jan 2016 | Safety quality control initiatives |
| Allegiant Travel Company | Pilot / Simulator Check Airman | 2010 – 2014; ongoing check airman | Line flying; training/check airman responsibilities |
External Roles
No external directorships or public company board roles were disclosed in the relevant filings or releases reviewed; documents reference only internal Allegiant positions for Mr. Hollingsworth .
Fixed Compensation
- Tyler Hollingsworth’s base salary, target bonus %, and 2024/2025 cash compensation are not disclosed in the proxy or 8-K materials reviewed; he was designated COO on May 1, 2025 without compensation terms included in the appointment disclosure .
- Company-wide 2025 executive program (context): base salaries increased toward industry levels, with short-term cash incentives and long-term stock grants; at target, fixed base salaries represent ~15–24% of total compensation for named airline executives (NEOs) .
Performance Compensation
Company incentive design (applicable to executives; specific individual weighting for Hollingsworth not disclosed):
| Metric | 2025 Definition | Target/Weighting | Payout Curve | Vesting |
|---|---|---|---|---|
| Airline adjusted CASM excl. fuel | Cost per ASM excluding fuel; efficiency focus | Approved by compensation committee; specific weights not disclosed | Threshold 50% to stretch 150% of target | Short-term cash bonus paid after year-end |
| Operating margin | Airline operating margin | Approved; weights not disclosed | Threshold 50% to stretch 150% | Short-term cash bonus |
| Operational excellence | Controllable completion, NPS, A60 arrivals, Star D0 departures, safety administration; relative completion vs U.S. airlines | Approved; weights not disclosed | Threshold 50% to stretch 150% | Short-term cash bonus |
| Tactical excellence | Peak week utilization; FTEs per 100k passengers | Approved; weights not disclosed | Threshold 50% to stretch 150% | Short-term cash bonus |
| Relative TSR | Company TSR vs peers | 50% of long-term incentive at target (except CEO nuances) | Threshold 50% to stretch 150% | Performance-based RSUs granted following year; 3-year vesting |
| Net debt/EBITDA | Balance sheet deleveraging | 50% of long-term incentive at target (except CEO nuances) | Threshold 50% to stretch 150% | Performance-based RSUs; 3-year vesting |
Note: The proxy details the incentive framework for NEOs beginning in 2025; specific metric weightings or targets for Mr. Hollingsworth were not disclosed in reviewed filings .
Equity Ownership & Alignment
| Item | Value | Notes |
|---|---|---|
| Common shares beneficially owned | 14,583 | Direct ownership per Form 3 (filed May 8, 2025) |
| Shares outstanding (reference) | 18,254,744 | As of April 29, 2025 |
| Ownership as % of outstanding | ~0.08% | Computed from above values |
| Derivative securities (options/RSUs) | None reported on Form 3 | Table II shows no derivative holdings as of filing |
| Stock ownership guidelines | CEO 3x base salary; other NEOs 2x | Company guidelines; individual compliance for Hollingsworth not disclosed |
| Hedging/pledging policy | Hedging permitted; short sales prohibited; company not aware of such transactions by NEOs as of proxy date | No anti-hedging policy; oversight noted |
No Form 4 transactions for Mr. Hollingsworth were identified in reviewed filings; as of Form 3, holdings were common shares with no derivative positions disclosed .
Employment Terms
- Appointment: Designated COO effective May 1, 2025; background and internal roles detailed, no compensation agreement terms specified in the 8-K .
- Clawback: Executive compensation clawback applies to executive officers for material restatements and certain misconduct; awards subject to company’s clawback and legal requirements .
- Long-Term Incentive Plan: 2022 LTIP features minimum one-year vesting, prohibitions on option repricing/discounting, performance award vesting pro-rata or based on actual performance upon change of control; CEO post-vesting 12-month holding requirement; plan amendment proposed in 2025 to increase shares .
- Severance Policy: Compensation committee policy caps cash severance at 3x base salary plus prior-year cash bonus without stockholder approval (company-wide) .
- Non-compete/COC terms: Not disclosed for Mr. Hollingsworth; only CEO Anderson’s agreement terms are specified in proxy .
Performance & Track Record
- Operational metrics: Q3 2025 controllable completion 99.9% on ~33,000 departures; high NPS; cost discipline with CASM ex-fuel down 4.7% YoY; context during his tenure as COO .
- Q1 2025 financial/operational achievements: Adjusted airline-only operating margin 9.3%; adjusted EBITDA margin ~18%; ancillary revenue per pax record ($79.28); named Hollingsworth as COO .
- Execution highlights: MAX fleet integration progressing; pilot training completed for MAX type ratings; early EBITDA per aircraft advantage (~35%) for MAX vs comparable A320 configuration .
Related Party Transactions and Risk Indicators
- No related-party transactions exceeding $120,000 reported for 2024/through proxy date .
- Clawback policy in place; prohibitions on option repricing; minimum vesting standards; hedging allowed but short sales prohibited .
- Say-on-pay: 2024 advisory vote approved with >99% favorable; ongoing annual votes .
Compensation Committee Analysis and Governance Context
- Committee members: Brewer, Harrison, Pollard (all independent) .
- 2025 compensation redesign: inclusion of multiple performance metrics including operational reliability and relative TSR; shift to more variable, performance-based pay .
Investment Implications
- Alignment: Direct ownership of 14,583 shares with no derivative positions disclosed suggests some skin-in-the-game but limited exposure; company permits hedging but prohibits short sales—monitor for any future pledging/hedging disclosures .
- Incentive linkage: Company’s 2025 metrics emphasize operational excellence (completion, NPS, on-time) and cost/margin—areas directly influenced by the COO, indicating improved pay-for-performance alignment even though specific weighting for Hollingsworth is not disclosed .
- Retention risk: No disclosed individual employment agreement, severance, or change-of-control terms for Hollingsworth; company-level severance cap and clawback policies apply—lack of published individual protections may reduce golden parachute risk but could raise retention sensitivity to market comparables .
- Trading pressure: Absence of disclosed derivative awards and vesting schedules for Hollingsworth reduces near-term mechanical selling pressure from vesting; continue tracking for subsequent Form 4s that could indicate grant activity .