Kris Boon
Chief Product Officer at ANGI
Executive
About Kris Boon
Kris Boon (age 39) was appointed Chief Product Officer (CPO) of Angi Inc., effective March 31, 2025. He previously served as Chief Product & Technology Officer for Angi International since April 2019, after leading business development at Werkspot (an Angi brand) from 2014–2019 and product/business roles at Sanoma from 2008–2014; he co‑founded InsideGamer BV in 2004 and sold it to Sanoma in 2008 . Company performance context: revenues declined from $1.36B (FY23) to $1.19B (FY24) while EBITDA improved from $75.1M (FY23) to $110.5M (FY24)* [FY23 revenue: $1,358.7M; FY24 revenue: $1,185.1M; FY23 EBITDA: $75.1M; FY24 EBITDA: $110.5M] (values marked with * from S&P Global). Angi’s Pay-Versus-Performance disclosure shows a 2024 “Company TSR” value of $19.60 for a fixed $100 investment versus peer group TSR $307.93, evidencing multi‑year underperformance pre‑dating Boon’s CPO tenure .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Angi Inc. | Chief Product Officer (Corporate) | Mar 31, 2025–present | Oversees company-wide product strategy post leadership transition |
| Angi International | Chief Product & Technology Officer | Apr 2019–Mar 2025 | Led international product and technology across Instapro Group brands |
| Werkspot (Angi brand) | Director, Business Development | Dec 2014–Apr 2019 | Commercial growth and partnerships at Dutch marketplace |
| Sanoma (EU media) | Product management & business development roles | May 2008–Oct 2014 | Digital product and BD roles across Sanoma properties |
| InsideGamer BV | Co‑founder & co‑CEO | Feb 2004–Apr 2008 (sold to Sanoma) | Built Dutch gaming site through exit to strategic acquirer |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Not disclosed | — | — | No public company directorships or external roles disclosed in 2025 proxy/8‑K |
Fixed Compensation
- Base salary and target bonus for Kris Boon were not disclosed in the 2025 proxy or 2/18/2025 8‑K appointing him CPO .
Performance Compensation
- Angi emphasizes equity for executives; RSUs are the primary vehicle with service-based vesting and partial vesting upon certain terminations for NEOs . For Boon specifically, recent Section 16 filings show multiple RSU awards and vesting schedules:
| Grant/transaction date | Instrument | Shares | Vesting terms | Source |
|---|---|---|---|---|
| Mar 1, 2024 (referenced) | RSUs | Not disclosed | Vest in four equal annual installments on each Mar 1 anniversary (4-year schedule) | |
| May 16, 2025 filing | RSUs | Not disclosed | Vest in three equal installments on Mar 1, 2026/2027/2028 (3-year schedule) | |
| Sep 17, 2025 (filed Sep 18) | RSUs | 72,500 | As disclosed in Form 4 footnotes (time-based) |
- Implications for vesting/selling pressure: forward vest dates (e.g., 3/1/2026–2028 and future anniversaries tied to the 9/17/2025 grant) may create periodic share delivery events that can contribute to selling pressure absent 10b5‑1 plans; no 10b5‑1 adoption was disclosed in the cited forms.
Equity Ownership & Alignment
| Item | Detail | Source |
|---|---|---|
| Total beneficial ownership (as of Apr 21, 2025) | 10,183 Class A shares (held directly) | |
| Shares outstanding (record date) | 47,950,314 Class A | |
| Ownership as % of SO | ~0.021% (10,183 / 47,950,314) | Derived from |
| Vested vs. unvested | Not enumerated in proxy for Boon (see Form 3/4 summaries above) | |
| Hedging/pledging | Company policy prohibits all hedging and pledging (and margin accounts) for directors, officers, employees | |
| Stock ownership guidelines | NEOs: 7,500 shares (other NEOs); CEO: 100,000; CFO: 12,500; 5‑year compliance window | |
| Guideline status (Boon) | Not disclosed; Boon not a 2024 NEO; holdings exceed 7,500-share threshold |
Employment Terms
- Appointment: Named Chief Product Officer effective March 31, 2025 (no compensation terms in 8‑K) .
- Employment agreement: The company filed an “Employment Agreement between the Company and Kris Boon” dated August 8, 2025 as an exhibit to the November 4, 2025 Form 10‑Q; the exhibit relates to Werkspot B.V. (Instapro/Angi International) and documents employment terms (see filing for specifics) .
- Company-wide policies impacting executives:
- Clawback policy compliant with Nasdaq/Dodd‑Frank for current/former executive officers upon accounting restatement (misconduct not required) .
- Hedging/pledging prohibited (see above) .
- Stock ownership guidelines for NEOs (see above) .
- Severance/change‑in‑control framework (for NEOs generally): 12 months base salary continuation upon certain “qualifying terminations” and partial vesting of equity that would vest during the severance period; “double-trigger” full acceleration upon qualifying termination within two years of a change in control (PSUs subject to price conditions) . Boon’s specific severance/CIC terms were not disclosed in the proxy and should be validated against his Aug 8, 2025 employment agreement exhibit .
Company Performance (context for pay-for-performance)
| Metric | FY 2021 | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|---|
| Revenues (USD) | $1,619.3M* | $1,764.4M* | $1,358.7M | $1,185.1M |
| EBITDA (USD) | $7.2M* | $15.7M | $75.1M* | $110.5M* |
Values marked with * retrieved from S&P Global.
Additional alignment indicators:
- Pay-Versus-Performance (multi-year): Company TSR value of a fixed $100 investment = $19.60 in 2024; peer group TSR = $307.93; GAAP net earnings (loss) = $36.0M for 2024 .
Investment Implications
- Alignment and retention: Boon’s compensation is equity-heavy (time-based RSUs), aligning incentives with long-term TSR, while Angi’s prohibitions on hedging/pledging and the clawback strengthen alignment/guardrails . His disclosed ownership (10,183 shares) is modest relative to SO (~0.021%), but exceeds the 7,500-share NEO guideline threshold, supporting baseline alignment if he is designated an NEO .
- Vesting-driven liquidity events: Multiple RSU schedules (3/1/2026–2028; and 9/17 anniversary for the 72,500 RSU grant) create predictable delivery dates that may modestly increase insider selling pressure around vesting unless shares are retained to meet or maintain ownership guidelines .
- Pay-for-performance risk: Angi’s CD&A favors discretion over strict formulas; while flexibility can be positive, it can also weaken pay-for-performance if not tied to explicit operating metrics. The 2024 TSR underperformance context suggests heightened scrutiny of future equity awards to product leadership for linkage to measurable product and financial outcomes .
- Contract economics: Specific severance/CIC economics for Boon were not disclosed in the proxy; investors should review the Aug 8, 2025 employment agreement exhibit to quantify cash and equity treatment under various termination/CIC scenarios (key for retention and downside risk) .