Brian Olsavsky

About Brian Olsavsky

Brian T. Olsavsky is Senior Vice President and Chief Financial Officer of Amazon.com, Inc., a role he has held since June 2015; he joined Amazon in 2002 and previously served as Vice President, Finance for the Global Consumer Business (2011–2015). He is 61 years old . During his tenure, Amazon’s scale and profitability expanded materially: 2024 net sales grew 11% year over year to $638.0B and operating income rose to $68.6B from $36.9B in 2023 . Amazon’s TSR (value of initial $100) improved to 237 in 2024 from 164 in 2023, after a trough in 2022 (91) . The proxy also credits Olsavsky with capital structure and liquidity management, supporting operating cash flow growth from ~$46B in 2021 to ~$85B in 2023, and a focus on expense control and margin improvement .

Performance snapshot

Metric	2020	2021	2022	2023	2024
TSR – Value of initial $100	176	180	91	164	237
Net Sales ($B)	—	—	—	574.8	638.0
Operating Income ($B)	—	—	—	36.9	68.6

Past Roles

Organization	Role	Years	Strategic impact
Amazon.com, Inc.	SVP & CFO	2015–present	Led capital structure, liquidity, and operating cash flow expansion; oversaw controlled expense growth and margin improvement
Amazon.com, Inc.	VP, Finance – Global Consumer	2011–2015	Finance leadership for global consumer businesses
Amazon.com, Inc.	Various global finance leadership roles	2002–2011	Broad finance leadership as Amazon’s operations scaled globally

External Roles

No external directorships or roles were disclosed for Mr. Olsavsky in the 2024 10-K executive officer listings or the 2025 proxy materials reviewed .

Fixed Compensation

Multi-year compensation (Summary Compensation Table)

Year	Salary ($)	Stock Awards ($)	All Other Compensation ($)	Total ($)
2024	365,000	25,345,706	6,900	25,717,606
2023	365,000	—	6,600	371,600
2022	313,750	17,861,193	6,100	18,181,043

Notes:

No annual incentive/cash bonus was paid to any NEO in 2024 .
All Other Compensation for Mr. Olsavsky reflects items like 401(k) contributions (as defined in the table notes) .

Performance Compensation

Incentive design and 2024 grant

Incentive Type	Metric	Weighting	Target	Actual	Payout/Grant	Vesting
RSUs (time-vested)	None (time-based; no financial/TSR targets)	—	—	—	139,665 sh (Grant-Date FV $25,345,706 on 4/1/2024)	Vests quarterly May 2025–Feb 2030 per schedule below

2024 grant detailed vesting schedule (shares)

Vest Date	Shares	Vest Date	Shares
May 21, 2025	5,050	May 21, 2028	10,474
Aug 21, 2025	5,050	Aug 21, 2028	10,474
Nov 21, 2025	5,050	Nov 21, 2028	10,474
Feb 21, 2026	5,049	Feb 21, 2029	10,473
May 21, 2026	5,530	May 21, 2029	8,067
Aug 21, 2026	5,530	Aug 21, 2029	8,067
Nov 21, 2026	5,530	Nov 21, 2029	8,066
Feb 21, 2027	5,529	Feb 21, 2030	8,066
May 21, 2027	5,797
Aug 21, 2027	5,797
Nov 21, 2027	5,796
Feb 21, 2028	5,796

Realized vesting in 2024 (from prior awards)

Metric	2024
Shares vested	60,600
Value realized on vesting ($)	11,032,256

Design observations

Amazon emphasizes large, periodic RSU grants with long vesting (generally 5+ years) and no short-term financial targets, aligning realized pay with multi-year TSR and stock price outcomes .

Equity Ownership & Alignment

Item	Amount
Beneficial ownership (common shares)	50,564; <1% of shares outstanding
Unvested RSUs outstanding at 12/31/2024	275,205; MV $60,377,225 at $219.39
Shares/Value vested in 2024	60,600 / $11,032,256

Additional ownership/usage policies

Anti-hedging: Directors and executive officers are prohibited from speculative, hedging, or derivative transactions in Amazon securities .
Pledging: No explicit pledging prohibition is disclosed in the proxy excerpts reviewed (policy documents referenced on IR site).

Employment Terms

Provision	Terms
Employment/tenure	Amazon since 2002; CFO since June 2015
Severance/change-in-control (CIC)	No contracts or arrangements providing additional benefits upon termination, job change, or CIC; unvested RSUs forfeit upon termination (other than death rule below)
Death vesting	For employees other than CEO, RSUs scheduled to vest within 2 years accelerate upon death
CIC treatment under 1997 Plan	If awards are not assumed/substituted in a Corporate Transaction, outstanding awards vest 100% immediately before transaction; hypothetical value reference provided in proxy
Non-compete / non-solicit / garden leave	Not disclosed in filings reviewed

Compensation Committee Analysis

Structure and cadence: Periodic (every-other-year) RSU grants with long vesting; no annual cash bonus plan; 2024 equity grant to Olsavsky was 139,665 RSUs (through 2030) .
Peer benchmarking: Committee reviewed third-party survey data covering companies such as Alphabet, Apple, Cisco, Costco, Disney, Intel, Kroger, Meta, Microsoft, Netflix, Oracle, Salesforce, Target, UPS, Walmart .
Consultants: Committee did not engage compensation consultants in 2024 .
Clawback: Policy permits recovery of equity and cash bonuses for fraud/intentional misconduct causing a restatement and for incentive-based compensation under SEC/Nasdaq restatement rules .

Vesting Schedules and Insider Selling Pressure

Upcoming vest cadence: The 2024 award vests quarterly from May 2025 through Feb 2030 (see schedule above), creating predictable quarterly vest supply. Older awards also vest through 2028 per the Outstanding Equity Awards footnote . Trading is subject to insider trading windows and company policies .

Say‑on‑Pay & Shareholder Feedback

Say‑on‑pay support improved to 78% of votes cast at the 2024 annual meeting, from 68% support the prior year, following engagement by the Compensation Committee and Lead Independent Director with large shareholders .

Related Party Transactions (Oversight/Risks)

Mr. Olsavsky’s son-in-law is an Amazon employee; in 2024 he earned $157,100 salary and received a 535‑share RSU grant vesting over 2.9 years; compensation deemed consistent with peers. Audit Committee reviews related party transactions .

Risk Indicators & Red Flags

Positive: No severance/CIC “golden parachute”; strong anti-hedging and enforceable clawback policy .
Watch items: Large, ongoing RSU vesting schedules can create periodic selling pressure; lack of explicit financial-performance conditions in equity (pure time-vest) may be viewed as lower short-term performance alignment, though company asserts alignment with long-term TSR .

Investment Implications

Pay-for-performance alignment: Mr. Olsavsky’s compensation is heavily equity-based with long-dated, time-vested RSUs; realized value is tightly linked to stock performance and sustained tenure, which supports long-term alignment but provides limited sensitivity to annual operating targets .
Retention/continuity: Multi-year vesting through 2030, no severance/CIC cash, and a robust clawback policy suggest moderate retention risk and disciplined governance; the committee’s mega-cap peer benchmarking implies continued competitive equity grants for key leaders .
Trading signals: Quarterly vest tranches (from May 2025 onward) flag calendar points of potential insider selling supply; monitor Form 4 activity and trading windows around those dates, noting policy constraints .
Execution track record: The proxy attributes improved operating cash flows (2021–2023), capital allocation, and margin focus to the CFO’s leadership—factors that supported 2024’s sharp operating income improvement and TSR recovery .