Marie Perry
ASGNAbout Marie Perry
Marie L. Perry is Executive Vice President and Chief Financial Officer of ASGN; she joined ASGN in January 2022 as EVP, Finance and was promoted to CFO in August 2022. She is 59, has nine years of CFO experience, and previously held senior finance roles at Brink’s (U.S. division CFO), Jamba Juice (CFO/CAO), Brinker International, AMR (American Airlines), and KPMG; she holds a BBA in Accounting (Texas A&M) and an MBA (UT Austin) . In 2024, company financials used for incentive determinations declined year over year (Revenue −7.9%, Adjusted EBITDA −12.1%), leading to below-target financial payouts offset by individual MBO performance; ASGN’s pay-versus-performance TSR index moved from 114.81 at 12/31/2022 to 117.43 at 12/31/2024, indicating modest cumulative shareholder return over her CFO tenure to year-end 2024 .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Brink’s (U.S. division) | Chief Financial Officer | 2020–2022 | Led finance for U.S. division at a global payments/logistics firm |
| Jamba Juice | Chief Financial and Chief Administrative Officer | 2016–2019 | Drove finance, administration and transformation at a consumer brand |
| Brinker International | Multiple roles up to Acting CFO, Controller, Treasurer | 2003–2016 | Progressive leadership across corporate accounting, treasury, and FP&A |
| AMR (American Airlines) | Managing Director, Corporate Accounting | 1994–2003 | Oversaw corporate accounting at a major airline parent |
| KPMG US LLP | Certified Public Accountant | 1990–1998 | Public accounting experience foundational to later finance leadership |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Fogo Hospitality, Inc. (private) | Director; Audit Committee Chair | 2025–present | Appointed January 2025 |
| Ruth’s Hospitality Group (public; acquired) | Director; Audit and Compensation Committees | 2018–2023 | Board and committee service prior to acquisition |
Fixed Compensation
| Element | 2023 | 2024 | Notes |
|---|---|---|---|
| Base salary | $595,000 | $605,000 | +2% increase for 2024 |
| Target annual cash bonus (% of salary) | 95% | 100% | Target increased 5 pts for 2024 |
| Actual annual cash bonus paid | $163,923 | $433,181 | Paid Feb following year |
| RSU grant (target value) | $654,500 | $700,000 | Time-based, 3-year ratable vesting |
| PSU grant (target value) | $654,500 | $700,000 | 3-year NOPAT growth with rTSR modifier |
| All other compensation | $18,456 | $23,981 | Includes 401(k) match, auto allowance, tax prep, physical |
Perquisites: $500/month automobile allowance; up to $1,500 annual physical; up to $2,500 tax preparation/financial planning (2024 reimbursement included two years’ tax prep) .
Performance Compensation
2024 Annual Cash Incentive (Company financials and MBOs)
| Component | Weight | Target | Actual | Payout |
|---|---|---|---|---|
| Adjusted EBITDA growth YoY | 80% of financials (within 80% overall) | −3.5% for 100% | −12.1% | 45.7% |
| Revenue growth YoY | 20% of financials (within 80% overall) | −1.5% for 100% | −7.9% | 61.7% |
| Individual MBOs (Perry) | 20% overall | Optimizing shared services (30%); ERM operationalization (30%); DSO improvement (40%) | Target/Over Stretch/Super Stretch achieved mix | 163% |
Payout outcome: Ms. Perry received $433,181 total for 2024 (financial + MBOs) .
Long-Term Incentives (Equity)
2024 PSU design (granted at target $700,000): Three-year average NOPAT growth with rTSR modifier; payout ranges 0–200% of target; rTSR can adjust by ±25% based on percentile vs comparator group .
| Grant | Shares at Target | Performance metric | Target for 100% | Max/Min | Modifier | Vesting |
|---|---|---|---|---|---|---|
| 2024 PSUs | 6,719 | 3-yr avg NOPAT growth | 2.0% | ≥12.0% = 200%; <(13.5)% = 0% | rTSR ±25% (25th–75th percentile) | 12/31/2026 (service + performance) |
| 2023 PSUs | 8,285 | 3-yr avg NOPAT growth | 6.0% (for 2023 design) | 0–200%; rTSR ±25% | 01/02/2026 (service + performance) |
Recent PSU outcomes: 2022 PSUs paid at 37.7% after rTSR down-modifier (NOPAT average 62.7% then −25% modifier); certified and released Feb 6, 2025 . A 2022 PSU sign-on grant subject to relocation was certified and vested Feb 6, 2025 .
Time-based RSUs: 2024 RSUs vest in three equal annual installments on Jan 2, 2025/2026/2027; 2023 RSUs vest Jan 2, 2024/2025/2026 .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (03/31/2025) | 14,867 shares; <1% of outstanding . ASGN shares outstanding: 43,917,659 (03/31/2025) . |
| Ownership guidelines | CFO required to hold 3× base salary; all directors/officers in compliance as of 03/01/2025 . |
| Hedging/pledging | Executives prohibited from hedging or pledging ASGN stock; no hardship exceptions for hedging . |
| DCP participation | Does not participate in nonqualified Deferred Compensation Plan (no contributions shown) . |
Vesting overhang (potential near-term supply):
- RSUs: 5,291 (2023) remaining tranches (final vests 01/02/2026); 7,316 (2024) with remaining two tranches on 01/02/2026 and 01/02/2027; 1,677 (2022) final tranche vested 02/06/2025 .
- PSUs: 8,285 (2023 target) eligible 01/02/2026; 6,719 (2024 target) eligible 12/31/2026, subject to performance; 2022 PSU tranches certified and released 02/06/2025 (37.7% of target) .
Employment Terms
| Term | Summary |
|---|---|
| Start date / role | Joined Jan 2022 (EVP, Finance); promoted CFO Aug 2022 . |
| Base salary and targets | Employment agreement originally set $575,000 salary; increased to $605,000 (2024), equity target to $1,375,000; 2024 bonus target at 100% of salary . |
| Severance (no cause/good reason) | 12 months base salary continuation + 12 months COBRA premiums; same for death/disability (salary over 12 months + 12 months COBRA) . |
| Change-in-control (double-trigger) | If involuntarily terminated within 18 months post-CIC: pro rata target bonus for year; 250% of salary + target bonus in lump sum; after-tax value of 18 months COBRA; full vesting of outstanding equity (Cunningham excluded from equity acceleration) . |
| Clawbacks | SEC-mandated clawback policy (material restatement) plus an additional, broader company clawback for misconduct-related restatements . |
| Covenants | Confidentiality and non-solicitation obligations apply during/after employment . |
| Perquisites | Auto allowance ($500/month), annual physical ($1,500), tax prep/financial planning ($2,500) . |
| Tax gross-ups | None for named executive officers (e.g., excise tax gross-ups) . |
Investment Implications
- Alignment and pay-for-performance: Perry’s pay mix is meaningfully at-risk via PSUs tied to 3-year NOPAT growth with an rTSR modifier; 2022 PSUs paid at 37.7%, evidencing downside symmetry in weak macro conditions . Stock ownership guidelines (3× salary) and prohibitions on hedging/pledging reinforce alignment; the company reports all executives are compliant .
- Vesting and potential selling pressure: Material equity vests are scheduled through 2026–2027 (RSUs and PSUs), with the largest performance-based events in late 2026/early 2026; while actual sales depend on trading plans and windows, upcoming vestings create periodic liquidity events to monitor .
- Retention and change-in-control: Double-trigger CIC with 250% multiple and full equity acceleration supports retention but also creates sizable termination economics; in steady state, non-CIC severance is modest (12 months salary) .
- Execution indicators: 2024 financial targets were below plan given macro headwinds (Revenue −7.9%, Adj. EBITDA −12.1%), but MBO achievements (ERM operationalization, DSO improvement, shared services optimization) supported individual payout—suggesting operating focus in controllable areas amid a pivot to higher-value IT consulting (58% of 2024 revenue) .
- Governance and shareholder sentiment: Say-on-pay support was 99.2% in 2024; hedging/pledging bans, robust clawbacks, and stock ownership rules indicate strong governance of incentives .
Citations embedded per cell/line above.