Sean Mullen
About Sean Mullen
Sean Mullen is Chief Growth Officer at Amentum (AMTM), appointed following the September 27, 2024 transaction; he joined Amentum in 2022 as EVP of Business Development and is 57 years old . He holds a B.S. in Management from Merrimack College and an MBA from the University of Massachusetts; his 30+ year career spans growth leadership roles at Perspecta, HP Enterprise Services, and Northrop Grumman, and began as a civilian employee with the U.S. Air Force in 1989 . As context for performance alignment, Amentum reported FY2024 GAAP revenues +7% YoY to $8.4B and Pro Forma Adjusted EBITDA +7% YoY to $1,052M (margin +20 bps to 7.6%) . The Compensation Committee increased his FY2024 bonus to 125% of target to recognize significant integration and transaction contributions .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Amentum | Chief Growth Officer | 2024–present | Leads enterprise growth post-transaction, aligning go-to-market across CMS and legacy Amentum |
| Amentum | EVP, Business Development | 2022–2024 | Drove enterprise-wide business development; key contributor to integration and RMT execution |
| Perspecta | Growth Officer | 2018–2021 | Growth leadership through Perspecta’s 2018 public listing and merger with Peraton in 2021 |
| HP Enterprise Services | Head of Public Sector Growth | 2014–2018 | Led public sector growth initiatives and portfolios |
| Northrop Grumman | Leadership positions | 2005–2010 | Strategy and growth roles in defense contracting |
| U.S. Air Force (civilian) | Early career | 1989 (start) | Mission-related civilian service; foundation for government market expertise |
External Roles
- Not disclosed.
Fixed Compensation
| Metric | FY2024 | FY2025 |
|---|---|---|
| Base Salary ($) | 443,300 | 473,000 |
| Annual Bonus Target (% of Salary) | 75% | 75% |
| Annual Bonus Target ($) | 332,849 | 354,750 |
| Actual Annual Bonus Paid ($) | 416,061 (125% of target) | — |
| Annual Target Performance-Based RSU Grant ($) | — | 400,000 |
| Annual Target Time-Based RSU Grant ($) | — | 400,000 |
| Other Compensation (Total) ($) | 24,603 | — |
| 401(k) Contributions ($) | 13,711 | — |
| Executive Medical & Wellness ($) | 5,150 | — |
| Employer-Paid Insurance ($) | 5,742 | — |
Performance Compensation
FY2024 Short-Term Incentive (STI) Design and Results
| Metric | Weighting | Target | Actual | Payout Impact | Vesting/Payment |
|---|---|---|---|---|---|
| STI Adjusted EBITDA ($MM) | 75% | 629 | 640 | Company payout 106% | Cash |
| DSO (Days) | 25% | 64.0 | 65.0 | Company payout 106% | Cash |
| Individual Adjustment (Mullen) | — | — | — | 125% of target (recognition for integration/Transaction) | Cash |
FY2025 Incentive Constructs
| Program | Vehicle | Weighting | Performance Metrics | Vesting |
|---|---|---|---|---|
| STIP | Cash | 100% | Adjusted EBITDA (65%), DSO (20%), Net Debt Reduction (15%) | Annual |
| LTI | PSUs | 50% | 3-year Cumulative Adjusted EBITDA (50%), 3-year Cumulative Free Cash Flow (50%) | Cliff after 3 years |
| LTI | RSUs | 50% | Time-based | Ratable over 3 years |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (Shares) | 0 (as of Dec 20, 2024) |
| Ownership % of Shares Outstanding | 0.00% (243,302,257 shares outstanding) |
| Executive Stock Ownership Guidelines | 3x annual base salary for executive officers (5-year compliance window from Sep 27, 2024 or date of hire, whichever later) |
| Hedging/Pledging/Margin | Prohibited by Insider Trading Policy |
| Legacy Equity (Class B Units) | Legacy Amentum Time-Vested Class B units vested at Transaction; Mr. Mullen did not receive Amentum shares in the distribution |
| 2024 Integration & Retention Award (Cash) | $2,500,000; vesting: $500,000 at 30 days post-close; $500,000 at 1-year; $750,000 at 2-year; $750,000 at 3-year post-close |
| 2025 One-Time RSU Grant | 9,298 RSUs valued at $200,000 (based on $21.51), vest fully on Dec 17, 2025 |
| FY2025 Launch Grant (RSUs) | $500,000 value; vests 50% on 18-month anniversary of Nov 6, 2024 grant and 50% on third anniversary |
| Dividend Equivalents | Equity awards earn dividend equivalents, subject to same vesting |
| Deferred Compensation | No participation in nonqualified deferred compensation (FY2024) |
Employment Terms
| Provision | Details |
|---|---|
| Offer Letter Severance | If terminated without cause: one year of severance plus applicable bonus payment per plan in effect |
| Restrictive Covenants | Employment agreements include non-compete, non-solicit, confidentiality and other customary covenants (company-wide executive framework) |
| Clawback Policy | Mandatory clawback for incentive-based compensation upon accounting restatement (3 prior fiscal years), per SEC/NYSE rules |
Potential Payments (Estimated as of Sep 27, 2024)
| Scenario | Cash Severance ($) | Prorated Bonus ($) | Benefit Continuation ($) | LTD ($) | Outplacement ($) | Equity Accelerated ($) | Total ($) |
|---|---|---|---|---|---|---|---|
| Death/Disability | — | 416,061 | — | 270,024 | — | — | 686,085 |
| Retirement | — | 416,061 | — | — | — | — | 416,061 |
| Change-in-Control (CIC, no termination) | 2,000,000 | — | — | — | — | — | 2,000,000 |
| Qualifying Termination On/After CIC | 880,384 | 416,061 | 209,135 | — | 15,000 | — | 1,520,580 |
| Involuntary Termination (non-CIC) | 880,384 | 416,061 | 209,135 | — | 15,000 | — | 1,520,580 |
Investment Implications
- Strong retention structures: multi-tranche $2.5M cash award across 30 days/1/2/3-year post-close and sizable RSU grants (Dec 2025 vest; 18-month and 3-year launch grant vest) reduce near-term attrition risk but create predictable potential selling windows around vest dates .
- Pay-for-performance alignment: FY2025 incentives emphasize deleveraging and cash discipline (Adjusted EBITDA, DSO, Net Debt Reduction), while PSUs are tied to 3-year cumulative Adjusted EBITDA and Free Cash Flow—favorable signals for equityholder alignment in a leveraged, post-merger construct .
- Ownership alignment and risk controls: current beneficial ownership shows 0 shares, but strict 3x salary stock ownership guidelines, clawbacks, and prohibitions on hedging/pledging should temper misalignment and governance risk as equity vests over 1–3 years .
- Compensation momentum: FY2024 bonus uplift (125% of target) for integration contributions suggests board confidence in execution; monitor performance achievement versus FY2025 targets and vesting schedules to assess future insider selling pressure and pay outcomes .