Brent A. Vulgamott
About Brent A. Vulgamott
Brent A. Vulgamott is Chief Operating Officer (COO) of American Outdoor Brands, appointed effective October 2, 2023; he was age 40 at appointment, holds a BS in Finance & Banking from the University of Missouri and an MBA in Accounting & Business Management from Rockhurst University . In FY25, AOUT delivered net sales of $222.3M (+10.6% YoY) and adjusted EBITDA of $17.7M (+80.8%), with gross margin of 44.6% (+60 bps), metrics that drive executive incentives and inform pay-for-performance alignment . His track record internally includes building operational infrastructure, executing facility consolidations to improve efficiencies, and leading go-to-market across traditional and e-commerce channels . A FY22 PSU cycle ended May 1, 2025 with no payout due to stock performance below minimum thresholds versus the Russell 2000, reinforcing outcome-based equity alignment .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| American Outdoor Brands (AOUT) | COO | 2023–present | Leads Sales, Operations, Analytics; drove operational infrastructure, facility consolidations, and go-to-market execution |
| American Outdoor Brands (AOUT) | VP Sales, Operations & Analytics | 2022–2023 | Expanded scope combining financial expertise with operations and analytics |
| American Outdoor Brands (AOUT) | VP Operations & Analytics | 2020–2022 | Led operational analytics post-spin |
| SWBI – Outdoor Products & Accessories Division | VP Operations | 2020 | Division operations leadership pre-spin |
| Lockton Companies | Director of Finance | 2018–2020 | Finance leadership at private insurance broker |
| Ford Motor Company; Piston Automotive | Finance leadership/management roles | 2011–2015 | Operations finance across OEM and supplier |
| State Street Bank & Trust; Cerner | Accounting/FP&A roles | 2007–2011 | Foundational accounting and FP&A experience |
External Roles
- No current public company board roles or external directorships disclosed for Brent A. Vulgamott .
Fixed Compensation
| Metric | FY2024 | FY2025 |
|---|---|---|
| Base Salary ($) | $260,096 | $295,000 |
| Target Bonus % of Salary | 50.0% | 50.0% |
| Annualized Target Bonus ($) | $137,500 | $147,500 |
| Perquisites & Other ($) | $21,290 (car allowance $10,800; 401(k) match $9,751; other $739) | $20,632 (car allowance $10,800; 401(k) match $8,834; other $998) |
Performance Compensation
Annual Cash Incentive – FY2025
| Metric | Weighting | Target | Actual | Payout vs Target | Brent’s Bonus ($) |
|---|---|---|---|---|---|
| Net Sales | 50.0% | $206.0M | $222.3M | 179.2% | |
| Adjusted EBITDA | 50.0% | $12.813M | $17.7M | 178.5% | |
| Total Payout | $263,860 |
Notes:
- Thresholds: Net Sales ≥$185.4M (90% of target) and Adjusted EBITDA ≥$9.3M (72.3% of target) .
- FY25 highlights supporting outcomes: net sales $222.3M (+10.6%), adjusted EBITDA $17.7M (+80.8%) .
Annual Cash Incentive – FY2024
| Metric | Weighting | Target | Actual | Payout Basis | Brent’s Bonus ($) |
|---|---|---|---|---|---|
| Net Sales | 37.5% | $200.0M | $201.1M | Threshold achieved; strategic goals paid in cash | |
| Adjusted EBITDAS | 37.5% | $13.9M | $9.8M | Threshold achieved; strategic goals paid in cash | |
| Strategic Objectives | 25.0% | Set annually | Achieved | Paid in cash if thresholds met | |
| Total Payout | $118,598 |
Long-Term Incentives (RSUs & PSUs)
| Grant Type | FY2024 – Units | FY2024 – Grant Value ($) | FY2025 – Units | FY2025 – Grant Value ($) |
|---|---|---|---|---|
| RSUs | 17,269 | $137,788 | 8,813 | $69,535 |
| PSUs (target) | — | — | 8,813 | See below |
PSU structures:
- FY2025 PSU cycle: relative performance of AOUT vs Russell 2000 over ~3 years; threshold 25% at -10% relative, target 100% at +5 points, max 200% at +10 points; max delivery capped at 600% of grant-date value . Brent’s FY2025 PSU ranges: threshold 2,203; target 8,813; max 17,626 units .
- FY2022 PSU cycle: performance period ended May 1, 2025; not earned due to stock price performance below minimum requirements vs RUT .
- FY2026 PSU design: revised to internal metrics — 3-year average ROIC (40%) and 3-year cumulative Adjusted EBITDA (60%); RSU vesting updated to 3 years .
Vesting schedules (selected):
- RSUs (5/1/2024): 25% annually over 4 years .
- RSUs (10/2/2023 promotion award): one-third on 10/2/2024, 5/1/2025, 5/1/2026 .
- RSUs (6/15/2023 annual award): one-third annually over 3 years .
Equity Ownership & Alignment
Beneficial Ownership
| Date | Shares Beneficially Owned | Ownership % |
|---|---|---|
| October 10, 2024 | 26,709 | <1% (*) |
| September 2, 2025 | 36,688 | <1% (*) |
Stock ownership guidelines and policy:
- Other executive officers must hold the lesser of 2× base salary or 31,250 shares (or equivalents); 5 years to achieve targets . AOUT prohibits hedging, derivatives, pledging, or margining of company stock for directors and officers . Brent’s disclosed beneficial holdings of 36,688 shares exceed the 31,250-share guideline threshold .
Outstanding Equity Awards (as of April 30, 2025)
| Grant Date | Unvested RSUs (units) | Market Value ($) | Unearned PSUs (units, max reporting) | Market/Payout Value ($) |
|---|---|---|---|---|
| 06/15/2021 | 798 | $8,962 | — | — |
| 06/15/2022 | 5,377 | $60,384 | — | — |
| 06/15/2023 | 10,161 | $114,108 | — | — |
| 10/02/2023 | 1,352 | $15,183 | — | — |
| 05/01/2024 | 8,813 | $98,970 | 17,626 | $197,940 |
Notes:
- Market value computed by AOUT at FY-end closing price per proxy methodology .
- Company does not grant stock options; equity plan uses RSUs/PSUs; weighted average option exercise price is not applicable .
Insider Trading/Filings
- Section 16(a) compliance: a Form 4 for Brent A. Vulgamott was filed late on April 23, 2025 to reflect three transactions that occurred on October 2, 2024 and April 15, 2025 (administrative error) .
Employment Terms
Executive Severance Pay Plan (COO participation)
| Scenario | Cash Severance | Bonus Treatment | Equity Treatment | COBRA/Benefits | Restrictive Covenants |
|---|---|---|---|---|---|
| Termination without Good Cause or resignation for Good Reason (non‑CIC) | Base salary for ≥26 weeks (or admin-designated period) | Pro‑rata cash bonus for year of termination per plan formula | No accelerated vesting | COBRA reimbursement during severance period | Non‑compete for longer of 6 months or severance-pay period; non‑solicit 12 months |
| Termination during Potential CIC or CIC protection period without Good Cause or resignation following Adverse CIC Effect | Base salary for ≥52 weeks (or admin-designated period) | Lump sum equal to average of prior 2 years’ cash bonuses | All unvested employee equity vests at termination | COBRA reimbursement during severance period | Same as above |
Equity award agreements:
- RSUs: immediate vesting of all unvested RSUs upon termination without good cause or resignation after adverse CIC effect during CIC protection period .
- PSUs: in a change in control, PSUs earn per formula with ending date deemed CIC date and price deemed highest price per share paid; shares delivered accordingly .
Other governance policies:
- Clawback: recovery of excess incentive compensation for applicable accounting restatements over preceding 3 years, administered by the Compensation Committee .
- Stock Ownership Guidelines: as summarized above .
Investment Implications
- Strong cash pay for outperformance: FY25 bonus paid at $263,860 on metrics substantially above target (Net Sales 179.2%, Adj EBITDA 178.5%), signaling high sensitivity of annual cash to operating results . This can motivate near-term execution but elevates variable cash exposure in strong years.
- Equity alignment tightening: FY22 PSUs paid 0%, reinforcing outcome-based equity; FY25 PSUs use relative TSR versus RUT with robust upside/downside, while FY26 PSUs shift to internal ROIC (40%) and cumulative Adjusted EBITDA (60%), better tying long-term equity to controllable value drivers . This reduces reliance on market beta and increases linkage to operational performance.
- Retention supported by multi-year RSU overhang and CIC protections: Multiple unvested RSU tranches across 2021–2024 provide time-based retention; CIC provisions offer accelerated vesting, potentially lowering departure risk under adverse CIC scenarios .
- Ownership alignment and risk controls: Beneficial holdings of 36,688 shares exceed the 31,250-share guideline threshold, with prohibitions on hedging/pledging/margining reducing misalignment risks . Clawback and insider trading policies further strengthen governance .
- Potential selling pressure indicators: Late Form 4 filing (administrative error) in April 2025 referencing transactions in Oct 2024 and Apr 2025 suggests ongoing equity activity typical of RSU vest/withholding cycles; no broader insider selling pattern disclosed in proxies .