Bryan Hill
About Bryan Hill
W. Bryan Hill served as Alkami Technology’s Chief Financial Officer and Treasurer from April 2019 until his retirement on October 31, 2025, remaining as a consultant through December 15, 2026 to facilitate transition; his RSU awards continue to vest during the consulting term . He previously held senior finance roles at RealPage (EVP, CFO & Treasurer 2014–2019), DynCorp International (SVP & Chief Accounting Officer 2005–2007), and SourceCorp (VP & Chief Accounting Officer 2000–2005), and holds a B.B.A. from Texas Christian University with CPA licensure in Texas since 1996 . Under his finance leadership, Alkami reported 2024 GAAP revenue of $333.8 million (+26.1% YoY), Adjusted EBITDA of $26.9 million, operating cash flow of $18.6 million, and reduced GAAP net loss to $40.8 million; cumulative TSR from first trading day (April 14, 2021) to YE 2024 equated to a $100 investment growing to $182.85 . Management credited Hill with helping take Alkami public, growing ARR from under $100 million in 2019 to over $445 million by Oct 2025, and advancing profitability .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| RealPage, Inc. | EVP, CFO & Treasurer | 2014–2019 | Led public-company finance; treasury and investor relations; senior finance leadership |
| DynCorp International, Inc. | SVP & Chief Accounting Officer | 2005–2007 | Public company CAO; financial reporting and controls |
| SourceCorp, Incorporated | VP & Chief Accounting Officer (and other finance roles) | 2000–2005 | Corporate accounting leadership; various financial management roles |
External Roles
None disclosed for Bryan Hill in Alkami’s proxy or subsequent filings .
Fixed Compensation
| Component | 2022 | 2023 | 2024 |
|---|---|---|---|
| Base Salary ($) | 432,250 | 460,000 | 478,400 |
| Target Bonus (% of Salary) | Not disclosed in 2022 proxy tables | Not disclosed in 2023 proxy tables | 75% |
| Target Bonus ($) | — | — | 358,800 |
| Actual Non-Equity Incentive ($) | 313,433 | 461,265 | 448,859 |
| Executive Perquisites | 401(k) match: 25% of contribution up to 8% of eligible earnings; cell/home allowance $200 per month | 401(k) match and $200 allowance | 401(k) match and $200 allowance |
Performance Compensation
Annual Bonus (SEBP) – 2024 Design and Outcomes
| Metric | Weighting | Threshold | Target | Maximum | Actual | % of Target Achieved | Payout % |
|---|---|---|---|---|---|---|---|
| GAAP Revenue ($M) | 60% | 328 | 335 | 347 | 334 | 90.4% | 54.25% |
| Adjusted EBITDA ($M) | 40% | 20 | 23 | 28 | 27 | 177.0% | 70.80% |
| Weighted Average Financial Payout | — | — | — | — | — | — | 125.1% |
| Bryan Hill Annual Bonus Paid ($) | — | — | — | — | — | — | 448,859 |
2024 RSU Grants
| Grant Date | Shares (#) | Grant-Date Fair Value ($) | Vesting |
|---|---|---|---|
| 2/21/2024 | 158,980 | 3,971,320 | Time-based RSUs vest 1/16 quarterly over 4 years, subject to continued service |
Outstanding Equity Awards (as of 12/31/2024)
| Award Type | Grant Date | Status | Terms |
|---|---|---|---|
| Stock Option | 4/1/2019 | Exercisable: 100,000; Unexercisable: —; Exercise Price $2.34; Exp. 3/3/2029 | 20% vests at 1-year; 60% vests monthly over 36 months; 20% at 5-year anniversary |
| Stock Option | 2/5/2021 | Exercisable: 2,450; Unexercisable: 4,900; Exercise Price $15.46; Exp. 2/4/2031 | 1/48 monthly from 3/5/2021 |
| RSU | 2/16/2022 | Unvested: 56,352; Market Value $2,066,991 (at $36.68) | Quarterly through 3/1/2026 |
| RSU | 2/15/2023 | Unvested: 104,100; Market Value $3,818,388 (at $36.68) | Quarterly through 3/1/2027 |
| RSU | 2/21/2024 | Unvested: 129,172; Market Value $4,738,029 (at $36.68) | Quarterly through 3/1/2028 |
2024 Realizations
| Category | Quantity | Value ($) |
|---|---|---|
| Shares acquired on option exercise | 960,250 | 26,770,713 |
| Shares vested (RSUs) | 164,827 | 5,181,744 |
Equity Ownership & Alignment
- Beneficial ownership (as of March 17, 2025): 96,182 shares (<1%); includes 7,350 options currently exercisable .
- Insider trading policy prohibits hedging, short sales, margin purchases, and pledging of company securities by employees and directors .
- 10b5-1 trading plan adopted August 18, 2025 for up to 84,977 shares (less tax withholdings) through October 1, 2026, indicating structured selling over ~409 days .
| Ownership Detail | Amount/Status |
|---|---|
| Direct/common shares | 88,832 |
| Options currently exercisable | 7,350 |
| RSUs unvested (2022) | 56,352 |
| RSUs unvested (2023) | 104,100 |
| RSUs unvested (2024) | 129,172 |
| Ownership % of outstanding | Less than 1% (company table) |
Employment Terms
- Severance (non-change-in-control): 100% of base salary (12 months) and up to 9 months COBRA; for Hill, estimated $478,400 salary and $13,858 COBRA as of 12/31/2024 .
- Change-in-control (double trigger during 3 months before to 2 years after): 100% base salary + 100% target annual bonus + prorated target bonus; up to 12 months COBRA; full acceleration of outstanding equity; Hill’s illustrative amounts as of 12/31/2024: $478,400 salary, $717,600 target bonus, $18,477 COBRA, $10,623,408 accelerated RSUs .
- If awards are not assumed/continued/substituted in a change-in-control, full acceleration applies (single-trigger on non-assumption) .
- Clawback policy: recovery of incentive compensation upon accounting restatement due to material noncompliance, covering current and certain former executive officers for the prior three years .
- Post-retirement consulting: Hill retired Oct 31, 2025 and entered a consulting agreement through Dec 15, 2026; RSUs continue to vest while providing transition services .
| Scenario | Cash Severance | Bonus Treatment | COBRA (Company-paid) | Equity Vesting |
|---|---|---|---|---|
| Termination without cause / resign for good reason (non-CoC) | 12 months base salary (Hill: $478,400) | None | Up to 9 months (Hill: $13,858 estimated) | No acceleration |
| CoC + termination without cause / resign for good reason (double trigger) | 12 months base salary + 100% target bonus + prorated bonus (Hill: $478,400 + $717,600 + prorated) | 100% + prorated | Up to 12 months (Hill: $18,477 estimated) | Full acceleration (Hill: $10,623,408 estimated) |
| Awards not assumed in CoC | — | — | — | Full acceleration |
Performance & Track Record
- 2024 results: GAAP revenue $333.8M; net loss $(40.8)M; Adjusted EBITDA $26.9M; operating cash flow $18.6M .
- TSR since listing: $100 initial investment grew to $182.85 by YE 2024 (cumulative TSR) .
- Executive recognition: Hill credited with IPO execution, ARR growth from < $100M (2019) to > $445M (Oct 2025), strategic acquisitions, and profitability initiatives .
Say-on-Pay & Shareholder Feedback
| Vote Item (May 14, 2025) | For | Against | Abstain | Broker Non-Votes |
|---|---|---|---|---|
| NEO compensation (Say-on-Pay) | 64,907,147 | 8,068,958 | 42,310 | 4,546,846 |
| Say-on-Pay frequency | 71,717,459 (1 year) | 2,643 (2 years) | 1,262,487 (3 years) | 35,826 (abstain) |
Compensation Structure Notes
- Equity mix: 2024 LTI awards for executives were 100% time-based RSUs vesting quarterly over 4 years, reflecting retention and alignment objectives .
- Governance practices: No tax gross-ups; hedging/short sales/margin purchases/pledging prohibited .
- Peer benchmarking: Compensation Committee used a cloud software peer set (e.g., nCino, Q2, Workiva, Sprout Social) and the Radford Global Technology survey; Alkami was at the 34th percentile for TTM revenue and 81st percentile for market cap vs peers as of mid-2024 .
Investment Implications
- Incentive alignment: Quarterly-vesting RSUs tie realized pay to stock performance and sustain retention; clawback and no-hedge/pledge policies enhance shareholder alignment .
- Near-term supply dynamics: Hill’s August 2025 10b5-1 plan to sell up to 84,977 shares through Oct 2026, combined with continued RSU vesting during consultancy, may contribute to measured insider-related selling over the next year; plan-driven sales reduce discretionary timing risk .
- Change-of-control economics: Double-trigger acceleration and cash severance create predictable outcomes in M&A; single-trigger acceleration if awards are not assumed raises potential dilution sensitivity for acquirers .
- Execution track record: ARR growth and profitability improvements under Hill’s finance leadership are positives; 2025 Say-on-Pay support was strong, indicating investor acceptance of pay design .