Robert Scavo
About Robert Scavo
Robert L. Scavo, age 60, serves as Chief Information Officer (CIO) of Alignment Healthcare (ALHC), a role he has held since September 2020; he oversees data management, software engineering, infrastructure, security and IT operations, and also managed the claims department from February–December 2023. He previously was President & COO of Welltok, spent 17 years at The TriZetto Group (now Cognizant), seven-plus years at Andersen Consulting (now Accenture), and holds a B.S. in Business Administration from the University of Colorado, Boulder . Company performance context for the most recent year includes revenue of $2,703.6 million (+48.3% YoY), adjusted EBITDA of $1.3 million (first full year of positive adjusted EBITDA as a public company), membership ~189,100 (+58.6% YoY), 98% of members in 4+ Star plans for 2025, and an 88.8% medical benefits ratio (MBR) based on adjusted gross profit . Since the March 2021 IPO, the year-end value of $100 invested in ALHC was $81.22 (2021), $67.94 (2022), $49.74 (2023), and $64.99 (2024) .
Company performance highlights
| Metric | 2024 |
|---|---|
| Revenue ($mm) | $2,703.6 |
| Adjusted EBITDA ($mm) | $1.3 |
| Health plan membership (year-end) | ~189,100 |
| Members in 4+ Star plans (2025 plan year) | 98% |
| Medical Benefits Ratio (Adj. GP basis) | 88.8% |
Total shareholder return (cumulative; $100 invested at 3/26/2021)
| Year | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| ALHC year-end value ($) | 81.22 | 67.94 | 49.74 | 64.99 |
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Welltok, Inc. | President & Chief Operations Officer | 2017–2020 | Led sales, client delivery, product, engineering, implementation, consulting, operations and IT |
| The TriZetto Group (now Cognizant) | Senior leadership roles | 17 years | Enterprise healthcare IT operations and product/engineering scale experience |
| Andersen Consulting (now Accenture) | Consulting | 7+ years | Systems/operations consulting foundation for later CIO leadership |
External Roles
| Category | Detail |
|---|---|
| Public company boards / committee roles | None disclosed in the proxy for Mr. Scavo |
Fixed Compensation
- Not disclosed. Mr. Scavo was not a Named Executive Officer (NEO) in 2024; the proxy provides detailed cash compensation only for NEOs (CEO, CFO, President, CMO, CHRO) .
Performance Compensation
Executive program design (company-wide framework; individual awards for Mr. Scavo not disclosed)
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Annual Incentive Plan (AIP): Weighted 75% corporate metrics and 25% individual/departmental goals (for executives other than the CEO); corporate metrics are Health Plan Membership, Adjusted Gross Profit, and Adjusted EBITDA. A CMS Star Ratings modifier (−25% to +35%) applies to the total payout; range 0–200% of target .
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Long-term equity incentives (2024 awards): 50% RSUs (four-year vesting); 50% PSUs with a three-year period and performance measured in fiscal 2026, vesting on certification around Feb 2027, with performance split 50% Revenue and 50% Adjusted EBITDA (0–200% payout) .
2024 AIP corporate scorecard (company-level)
| Metric (weight) | Threshold | Target | Maximum | Result | Notes |
|---|---|---|---|---|---|
| Health plan membership (30%) | 178,250 | 186,000 | 201,500 | 200% of target | Interpolated; 2024 AIP funded 141.7% overall |
| Adjusted Gross Profit (35%) | $282.4mm | $292.4–$297.4mm | $312mm | 133% of target | Non-GAAP; see appendix in proxy |
| Adjusted EBITDA (35%) | $(10.0)mm | $0.0–$5.0mm | $20mm | 100% of target | Non-GAAP; see appendix in proxy |
2024 long-term incentive structure (company-level)
| Instrument | Weight | Performance/vesting | Metrics |
|---|---|---|---|
| RSUs | 50% | 4-year time-based vesting | N/A |
| PSUs | 50% | Earned on FY2026 performance; vest on certification (≈Feb 2027) | Revenue (50%), Adjusted EBITDA (50%) |
Notes on 2023 PSU cycle: Company certified September 2023 grants at 116.8% of target for the 2024 performance period; 50% vested at certification and 50% vests 12/31/2025 (applies to NEOs; disclosed for context) .
Equity Ownership & Alignment
| Policy/Item | Detail |
|---|---|
| Stock ownership guidelines | CEO 6x salary; all other executive officers 2x salary; directors 5x annual cash retainer ($500k). Compliance as of 12/31/2024 confirmed for NEOs and non-employee directors (not stated for other executives) . |
| Clawback policy | Company-wide clawback compliant with SEC/Nasdaq; recoups erroneously awarded cash/equity incentive comp for covered executives after a restatement (lookback 3 completed fiscal years) . |
| Hedging/pledging | Insider Trading Policy prohibits pledging, short sales, and most derivatives; speculative hedging discouraged and tightly controlled . |
| Beneficial ownership (individual) | Not disclosed for Mr. Scavo (beneficial ownership table covers NEOs and directors) . |
Employment Terms
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Individual employment agreement terms for Mr. Scavo are not disclosed in the proxy; detailed severance/change-in-control economics are provided for NEOs only .
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Plan-level equity treatment (2021 Equity Incentive Plan): Upon change in control, PSUs are deemed earned at least at target based on performance through the change-in-control assessment point, and vesting can accelerate if terminated without cause or for good reason within 12 months after a change in control; the plan also permits assumption/substitution or acceleration at the Board/committee’s discretion (plan-wide features; not Scavo-specific) .
Investment Implications
- Limited disclosure for Mr. Scavo constrains pay-for-performance granularity, but company-level design emphasizes operating KPIs (membership, adjusted gross profit, adjusted EBITDA) and multi-year PSUs on Revenue and Adjusted EBITDA—structures that align technology leadership with growth, efficiency and profitability outcomes .
- Governance mitigants lower misalignment risk: anti-pledging/anti-hedging policy, ownership guidelines for executive officers, and an SEC/Nasdaq-compliant clawback .
- Insider selling pressure cannot be assessed for Mr. Scavo from the proxy; monitoring future Form 4s and the next proxy will be important for evaluating vesting-driven supply and any trading cadence.
- Business performance tailwinds (rapid membership and revenue growth, 4+ Star concentration, positive adjusted EBITDA) strengthen retention value for senior operators in data/IT—key to sustaining scalability and medical cost management—while cumulative TSR volatility underscores the importance of multi-year PSU calibration and execution discipline .
Note: Mr. Scavo’s specific salary, bonus, equity grants, and severance/change-in-control terms were not individually disclosed in the 2025 proxy because he was not a Named Executive Officer; tables and program terms above reflect company-level design and NEO disclosures for alignment context .