Kevin Bradley
Alarm.com HoldingsAbout Kevin Bradley
Kevin Bradley, age 40, is Alarm.com’s Chief Financial Officer (CFO) since March 14, 2025, after joining the company in 2009 and rising through FP&A leadership roles; he holds a B.B.A. from the University of Notre Dame and an M.S. in Finance from American University . Company operating context: in FY2024, SaaS and license revenue grew 10.9% to $631.2M, total revenue rose 6.6% to $939.8M, adjusted EBITDA increased to $176.2M, and net income rose 51.3% to $124.1M, metrics used to fund executive bonuses via SaaS/license and Adjusted EBITDA targets . He previously worked at Morgan Stanley (2007–2008) and led Alarm.com’s annual and long-range planning, quarterly guidance, and capital allocation strategies as VP FP&A .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Alarm.com | CFO | Mar 2025–Present | Oversees Finance including FP&A, accounting, tax, treasury, IR . |
| Alarm.com | VP, Financial Planning & Analysis | May 2017–Mar 2025 | Led annual/long-range planning, quarterly guidance/outlook, capital allocation . |
| Alarm.com | Director of Financial Planning | Dec 2013–May 2017 | Built FP&A capabilities supporting growth/diversification . |
| Alarm.com | Finance roles | May 2009–Dec 2013 | Various accounting and finance roles . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Morgan Stanley (NYC) | Analyst/Associate (Finance) | 2007–2008 | Early career sell-side/capital markets experience . |
Fixed Compensation
| Component | Amount | Effective Date | Notes |
|---|---|---|---|
| Base Salary | $396,200 | Mar 14, 2025 | Set upon appointment as CFO . |
| Target Annual Bonus | $120,000 | Mar 14, 2025 | Program cap 150% of target; metrics set annually by Comp Committee . |
| Actual Bonus Paid | Not disclosed | N/A | Appointed in 2025; no payout disclosed yet . |
Performance Compensation
Long-term Equity Awards (CFO Appointment)
| Award Type | Shares/Units | Vesting | Terms |
|---|---|---|---|
| RSUs | 25,000 | 20% annually over 5 years from grant date | Time-based; subject to continuous service . |
| Stock Options | 25,000 | Equal monthly over 5 years from grant date | Time-based; subject to continuous service; exercise price not disclosed in 8-K . |
| Special Vesting Protection | N/A | If terminated prior to Nov 22, 2027 | Will vest RSUs from Nov 22, 2023 grant as if monthly vesting over 4 years through termination date . |
Annual Bonus Program Structure (Company-wide; reference for payout mechanics)
| Metric | Weighting | Target | Actual | Payout Impact | Vesting/Timing |
|---|---|---|---|---|---|
| SaaS & License Revenue | Not disclosed | Not disclosed | Exceeded by 0.2% | No increase to target payout from Tier 1 | Cash, paid following year-end . |
| Adjusted EBITDA | Not disclosed | Not disclosed | Exceeded by 8.4% | +4.2% boost to payout from Tier 2 | Cash, paid following year-end . |
| Individual Performance (Tier 3) | Not disclosed | N/A | N/A | Final payout around 91.2%–94.3% of target for 2024 NEOs | Cash, paid following year-end . |
Notes:
- Annual bonus payouts are capped at 150% of target; metrics set annually by the Compensation Committee; targets are internal/unpublished; executives other than the CEO also have individual performance adjustments (Tier 3) .
Equity Ownership & Alignment
| Item | Value | As of | Notes |
|---|---|---|---|
| Total Beneficial Ownership (shares) | 11,033 | Mar 31, 2025 | Includes options exercisable within 60 days; “<1%” of shares outstanding . |
| Options Exercisable ≤60 days | 9,833 | Mar 31, 2025 | Included in beneficial ownership . |
| Unvested RSUs (excluded from beneficial count) | 53,000 | Mar 31, 2025 | Unvested and therefore excluded from beneficial count . |
| Shares Outstanding (basis for % calc) | 49,679,679 | Mar 31, 2025 | Basis used for beneficial ownership table . |
| Hedging/Pledging | Prohibited | Policy | Employees/executives prohibited from hedging/pledging or margin accounts . |
| Clawback | Enforced | Effective Dec 1, 2023 | Recoupment of erroneously awarded incentive comp upon restatement; SOX 304 also applies . |
| Executive Ownership Guidelines | Not disclosed | N/A | Director ownership guidelines disclosed; executive-specific guidelines not disclosed . |
Employment Terms
- Appointment: CFO effective March 14, 2025 .
- Compensation: $396,200 base; $120,000 target bonus; RSU 25,000 (5-year annual vest); options 25,000 (5-year monthly vest) .
- Special Vesting Protection: If terminated prior to November 22, 2027, RSUs from the November 22, 2023 grant vest as if monthly over a 4-year schedule through termination date .
- Change-in-Control/Acceleration: Company’s 2025 Equity Plan permits administrator discretion in corporate transactions, including assumption/substitution, acceleration, cancellation for cash, and change-in-control definitions; awards subject to clawback .
- Severance/COC Multiples: No severance multiples or cash severance terms disclosed for Kevin Bradley; historically, named executives had limited severance/COC benefits, with specifics disclosed for prior CFO only .
Compensation Committee and Peer Benchmarking
- Independent Compensation Consultant: Compensia engaged; peer group used for market data and grant sizing .
- 2024 Peer Group includes: ACI Worldwide, Altair, Appian, Arlo, Box, DoubleVerify, Dynatrace, Envestnet, InterDigital, Manhattan Associates, New Relic, Paycom, Paylocity, Q2 Holdings, Qualys, Rapid7, Shutterstock, Sonos, SPS Commerce; ALRM revenue ~47th percentile and market cap ~40th percentile within peers .
- Policy features: Longer 5-year vesting for RSUs/options to promote retention; annual bonus capped at 150% .
Say-on-Pay & Shareholder Feedback
- Say-on-Pay Approval: 90% support at 2024 AGM ; 93% support at 2023 AGM .
- Shareholder Engagement: Outreach to ~76–77% of outstanding shares; feedback incorporated; no major program changes following strong support .
Investment Implications
- Alignment: Time-based 5-year vesting on RSUs/options and clawback/anti-hedging/anti-pledging policies align management incentives with long-term value creation; bonus metrics tied to SaaS/license revenue and Adjusted EBITDA reinforce operating performance focus .
- Retention Risk: Strong retention levers via long vesting schedules and special vesting protection on prior RSU grant; absence of disclosed severance cash multiples reduces payout tail risk, but vesting protection mitigates departure risk before Nov 2027 .
- Trading Signals: Beneficial ownership is modest (<1%); unvested RSU overhang (53,000 for Bradley) implies potential periodic Form 4 sales upon vesting; hedging/pledging prohibition reduces misalignment risk; no Form 4 data included here—monitor future filings for selling pressure .
- Governance: High say-on-pay approvals and disciplined equity plan features (no evergreen/repricing; fixed share reserve; clawback) suggest low compensation governance risk .