Jordan Mann
About Jordan Mann
Jordan Mann is ARKO’s Interim Chief Financial Officer (and interim principal financial and accounting officer) effective October 10, 2025; he continues to serve as Senior Vice President of Corporate Strategy, Capital Markets and Investor Relations (role held since May 2023). He is 45, holds a B.S. in Economics from Duke University and a J.D. from Harvard Law School, and previously was an Executive Director in investment banking at Morgan Stanley (Sep 2021–Mar 2023) and a Director at Credit Suisse (Aug 2015–Sep 2021) . He signed ARKO’s Q3 2025 Form 10-Q as Interim CFO and furnished SOX 302/906 certifications, underscoring responsibility for disclosure controls and financial reporting . ARKO aligns senior incentive pay to EBITDA versus Board-approved budget; Mann’s 2026 PSUs are tied to this metric, linking his awards to operating performance .
Past Roles
| Organization | Role | Years | Strategic Impact/Notes |
|---|---|---|---|
| ARKO Corp./GPM Investments | SVP, Corporate Strategy, Capital Markets & Investor Relations | Since May 2023 | Role continued upon appointment as Interim CFO |
| Morgan Stanley | Executive Director, Investment Banking | Sep 2021 – Mar 2023 | Prior capital markets/investment banking experience |
| Credit Suisse | Director, Investment Banking | Aug 2015 – Sep 2021 | Prior capital markets/investment banking experience |
External Roles
- No external public company board roles were disclosed in the appointment 8-K; the filing states there are no arrangements pursuant to which Mann was appointed, no family relationships with directors or officers, and no Item 404(a) related party transactions to report .
Fixed Compensation
| Element | Amount | Effective Date/Notes |
|---|---|---|
| Base Salary | $350,000 per year | Effective Oct 10, 2025 upon appointment as Interim CFO; payable weekly |
| Benefits | Eligible to participate in employee plans/programs available to similarly situated employees | As per offer letter |
| Employment Status | At-will employment with 60 days’ notice by either party | Offer letter; remains remote; reports to CEO |
Performance Compensation
| Incentive Type | Target Value | Performance Metric | Vesting / Timing | Notes |
|---|---|---|---|---|
| Restricted Stock Units (RSUs) | Approximately $250,000 per year (grant-date value), commencing in 2026 | Time-based (no performance metric) | Vests in 1/3 increments over three years; first vest March 2027, then March 2028 and March 2029 | Governed by plan and award agreements |
| Performance Stock Units (PSUs) | Approximately $250,000 target value per year (grant-date value), commencing in 2026 | GPM’s EBITDA compared to Board-approved budget (current criterion) | Cliff vests after three years, subject to Compensation Committee certification of performance | May be substituted by cash bonus eligibility for similar target value; governed by plan/agreements |
| Cash Bonus (alternative) | “Similar target value” (in lieu of equity) | Same as PSU framework if elected | Annual, if used | Alternative to RSUs/PSUs per letter |
ARKO’s long-term incentive design broadly uses EBITDA vs. Annual Budgeted EBITDA for NEO PSUs, with threshold/target/maximum at 90%/100%/110% achievement mapping to 50%/100%/150% payout; Mann’s letter specifies the same EBITDA-benchmark logic for his PSUs starting 2026 .
Equity Ownership & Alignment
- Beneficial ownership: Mann was not listed among directors/NEOs in the April 11, 2025 record-date beneficial ownership table; individual ownership was therefore not presented in the 2025 proxy’s stock ownership section .
- Anti-hedging/pledging: Company policy prohibits hedging and short sales and requires pre-notification for any pledging by directors/executive officers; as of Dec 31, 2024, no shares were pledged by directors and executive officers .
- Clawback: Board adopted an SEC/Nasdaq-compliant clawback policy (Exhibit 97.1 to 2023 10-K) mandating recovery of excess incentive-based compensation after a restatement; applies to current and former covered executives .
- Director stock ownership guideline: 5x annual cash retainer (context for governance alignment; executive officer guidelines not disclosed) .
Employment Terms
| Term | Details |
|---|---|
| Role & Effective Date | Interim CFO (and interim principal financial and accounting officer) effective Oct 10, 2025; continues SVP, Corporate Strategy, Capital Markets & IR |
| Reporting | Reports to CEO; remote work continues |
| Contract Structure | At-will; either party may terminate with 60 days’ notice |
| Non-Compete/Non-Solicit | Existing agreements executed May 2, 2023 remain in force (details not disclosed in 8-K) |
| Severance/Change-in-Control | Not disclosed in the Offer Letter filed with the 8-K |
| Compensation Review | Performance and compensation review on/around March 2026 and annually thereafter |
| Continuity Provision | Base salary and equity package in the letter remain in place even if not appointed permanent CFO |
| Related Parties | No family relationships with directors/officers; no transactions requiring disclosure under Item 404(a) |
Performance & Track Record
- Financial reporting accountability: Signed Q3 2025 Form 10-Q as Interim CFO and interim principal financial and accounting officer; furnished SOX 302 and 906 certifications .
- Investor communications: Listed as Company/Investor Contact on multiple earnings-related 8-Ks (Feb 26, 2025; May 7, 2024; Nov 7, 2024; Nov 5, 2025), indicating leadership of IR communications .
- Background: Transitioned from senior investment banking roles (Morgan Stanley, Credit Suisse) to ARKO strategy/capital markets leadership in 2023; appointed Interim CFO in Oct 2025 .
Compensation Structure Analysis
- Equity-heavy, performance-linked mix starting 2026: Approximately half RSUs (time-based) and half PSUs (three-year performance based on EBITDA vs budget) balances retention and performance linkage .
- Vesting and potential selling pressure: RSU vesting begins March 2027; PSU outcomes depend on three-year EBITDA performance with cliff vesting—no near-term vesting through 2026 .
- Governance controls: Company-wide clawback policy in place; anti-hedging and pledging restrictions reduce misalignment risks .
- Shareholder sentiment: Say-on-pay support exceeded 80% at the 2024 Annual Meeting, suggesting investor tolerance for current incentive structures (context) .
Investment Implications
- Alignment: Mann’s PSU framework ties directly to ARKO’s EBITDA vs Board-approved budget, aligning his upside with operational execution; RSUs provide retention continuity into 2027–2029 .
- Retention risk: Interim status and at-will employment with no severance terms disclosed could create transition risk until a permanent CFO appointment is made; however, multi-year equity commencing 2026 creates retention hooks .
- Monitoring signals: Expect equity grant disclosures to begin with the 2026 grant cycle (RSUs/PSUs per offer letter); track subsequent Form 4 filings and any 8-K amendments for grant specifics and potential changes to role status .
- Governance backdrop: Robust clawback and anti-hedging/pledging policies provide downside protection; company-level say-on-pay support indicates investor acceptance of performance-weighted incentives .