Glenn Orchard
Chief Growth Officer at ANGI
Executive
About Glenn Orchard
Glenn Orchard, age 47, is Angi Inc.’s Chief Growth Officer since October 15, 2024, after serving as SVP, Digital & Growth at Angi (Dec 2023–Oct 2024), CMO of Angi International (Oct 2021–present), and CMO of MyBuilder (Jan 2018–Sep 2021) . His earlier career includes senior marketing and commercial roles at Photobox Group (2011–2017) and Dixons Retail/Currys plc (2003–2011) . Company-level “Pay vs Performance” disclosures show 2024 Company TSR value of $19.60 on a $100 base and GAAP net earnings of $36.0M, providing context for alignment of executive incentives with shareholder outcomes . Angi prohibits hedging and pledging of company stock, enhancing alignment, and maintains a Dodd-Frank/Nasdaq-compliant clawback policy adopted in 2023 .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Angi Inc. | Chief Growth Officer | Oct 2024–present | Leads growth initiatives; granted RSUs tied to retention and multi-year execution |
| Angi Inc. | SVP, Digital & Growth | Dec 2023–Oct 2024 | Drove digital growth; precursor to CGO appointment |
| Angi International | Chief Marketing Officer | Oct 2021–present | Oversees international marketing; eligible for Angi International pension |
| MyBuilder (Angi International UK) | Chief Marketing Officer | Jan 2018–Sep 2021 | Scaled UK marketplace demand generation |
| Photobox Group | Marketing, Analytics & BI Group Director; prior marketing/commercial roles | 2011–2017 | Built analytics and BI capabilities for European e-commerce |
| Dixons Retail (Currys plc) | Head of Commercial – Mobile, Broadband & Content; prior marketing/commercial roles | 2003–2011 | Drove category P&L and commercial strategy |
Fixed Compensation
| Component | 2024 value | Notes |
|---|---|---|
| Base salary (GBP) | £330,000 | Set at appointment to Chief Growth Officer |
| Target bonus (GBP) | £150,000 | Discretionary; non-formulaic program |
| Actual cash bonus (USD) | $234,673 | 2024 bonus paid, reflecting company and individual performance |
| Other compensation (USD) | $50,790 | Pension contributions ($20,729) and tax equalization incl. gross-ups ($30,061; $13,995 gross-up) |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Time-vested RSUs (Mar 26, 2024 grant) | n/a | n/a | n/a | $938,000 grant-date FV | 350,000 RSUs, equal annual installments over 4 years (vesting on Jan 1, 2025/2026/2027/2028) |
| Time-vested RSUs (Oct 15, 2024 grant) | n/a | n/a | n/a | $1,008,000 grant-date FV | 400,000 RSUs, equal annual installments over 4 years on each Oct 15 anniversary |
Vesting calendar
| Grant | Tranche date(s) | Units | Terms |
|---|---|---|---|
| 350,000 RSUs (3/26/2024) | Jan 1, 2025; Jan 1, 2026; Jan 1, 2027; Jan 1, 2028 | 87,500 per tranche | Equal annual installments; continued service required; partial vesting upon certain terminations |
| 400,000 RSUs (10/15/2024) | Oct 15, 2025; Oct 15, 2026; Oct 15, 2027; Oct 15, 2028 | 100,000 per tranche | Equal annual installments; continued service required; partial vesting upon certain terminations |
Program design notes:
- Annual cash bonus is discretionary with non-formulaic assessment across revenue/profitability, strategic objectives, and individual contributions .
- Angi has emphasized RSUs over options in recent years; options are not a regular component of current equity awards, reducing risk of option repricing and simplifying retention .
Equity Ownership & Alignment
| Item | Amount | Detail |
|---|---|---|
| Unvested RSUs (12/31/2024) | 750,000 | Aggregate unvested RSUs; market value $1,245,000 at $1.66 close |
| Hedging/pledging | Prohibited | No hedging, short sales, or pledging of Angi securities permitted under policy |
| Stock ownership guideline | 7,500 shares | Must be met by Oct 15, 2029 for CGO role; retain 25% of net shares until compliant |
| Insider monetization (2024) | $175,830 | Exercised SARs in an Angi subsidiary in 2024; RSU vest value realized disclosed separately |
2024 stock vested
| Shares vested (RSUs) | Value realized (USD) |
|---|---|
| 0 for Orchard at Angi parent in 2024 | — (no parent RSU vest reported in 2024) |
Employment Terms
| Term | Provision | Notes |
|---|---|---|
| Appointment date | Oct 15, 2024 | Appointed Chief Growth Officer |
| Base salary | £330,000 | Paid in GBP |
| Target bonus | £150,000 | Discretionary annual cash bonus |
| Equity | 400,000 RSUs at appointment | Four-year equal annual vest; continued service required |
| Severance (Qualifying Termination) | 12 months base salary continuation | Offset by other employment income; partial vesting for awards that would vest during severance period; options/SARs exercisable for 18 months |
| Change-in-control | Double-trigger acceleration | All unvested Angi equity accelerates upon Qualifying Termination within 2 years post CoC (PSUs treated per award terms; Orchard holds RSUs) |
| Restrictive covenants | Non-compete and non-solicit during employment + severance period | Confidentiality and proprietary rights obligations |
| Tax equalization | Eligible if taxed outside UK | Includes tax preparation services; equalization payments grossed-up |
| Clawback | Dodd-Frank/Nasdaq compliant | Mandatory recovery of incentive compensation on restatements regardless of misconduct |
Performance & Track Record
| Company metric (context) | 2024 value |
|---|---|
| Company TSR ($100 initial investment) | $19.60 |
| Peer Group TSR ($100 initial investment) | $307.93 |
| GAAP Net Earnings | $36,000,000 |
Note: Orchard’s CGO tenure began Oct 15, 2024; Angi’s pay-versus-performance metrics reflect company-level outcomes and provide context for pay-for-performance alignment .
Compensation Structure Analysis
- Shift toward RSUs over options: Angi has not used stock options as a regular component in recent years; Orchard’s equity is entirely time-based RSUs, emphasizing retention and long-term participation over high-beta option exposure .
- At-risk pay vs guaranteed: Orchard’s package includes significant at-risk equity with multi-year vesting; annual bonus is discretionary, not formulaic, aligning payouts with holistic performance assessments .
- Tax gross-ups: Tax equalization includes gross-ups ($13,995 in 2024), a potential governance sensitivity for some investors .
Investment Implications
- Alignment: Prohibitions on hedging/pledging and stock ownership guidelines support alignment; RSU-heavy equity reduces repricing risk but lacks explicit operating performance metrics for Orchard’s grants .
- Retention risk: 12-month salary continuation and partial RSU vesting on Qualifying Termination offer retention value; four-year vesting cadence with UK-based compensation suggests stability, though discretionary bonuses introduce variability .
- Near-term selling pressure: Orchard realized $175,830 from SARs at an Angi subsidiary in 2024; parent-level RSU vesting for Orchard did not occur in 2024, but future annual tranches (Jan 1 and Oct 15 schedules) will add supply unless shares are held under guidelines .
- Pay-for-performance: Lack of disclosed quantitative bonus metrics for Orchard and time-based RSUs may limit direct tie to growth/EBITDA targets; company-level TSR and profitability trends should be monitored to assess Committee’s discretionary determinations .