Eric Gerratt
About Eric Gerratt
Eric Gerratt, age 54, is Chief Financial Officer of Bridger Aerospace Group Holdings, Inc. (BAER) and has served in this role since October 2022. He is a Certified Public Accountant with a B.S. in Accounting from the University of Idaho, and previously was EVP, CFO and Treasurer at US Ecology, Inc., where he helped grow revenue to nearly $1 billion . Company performance under current leadership has strengthened: in Q3 2025, revenue rose to $67.886 million from $64.507 million year over year, operating income increased to $39.030 million from $32.865 million, and net income reached $34.519 million from $27.346 million . As CFO, Gerratt signs Sarbanes-Oxley certifications, attesting to disclosure controls and fair presentation of results .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| US Ecology, Inc. | EVP, CFO & Treasurer | Nov 2012–Sep 2022 | Helped grow company revenue to nearly $1B |
| SuperValu, Inc. | Vice President of Accounting | Not disclosed (prior to 2012) | Senior accounting leadership |
| Albertsons, Inc. | Director-level accounting & finance roles | Not disclosed | Finance and accounting leadership across roles |
| PricewaterhouseCoopers LLP | Various roles | Six years (dates not disclosed) | Foundational audit/finance experience |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No public company directorships or external board roles disclosed in BAER proxy |
Fixed Compensation
| Component | 2024 | Source |
|---|---|---|
| Base Salary | $424,999 | 2025 Proxy Summary Compensation Table |
| Bonus (Actual) | $0 | 2025 Proxy Summary Compensation Table |
| 401(k) Match | $13,800 | 2025 Proxy Summary Compensation Table |
| Compensation Terms (Offer Letter, Aug 21, 2022) | Value | Source |
|---|---|---|
| Base Salary | $425,000 per year | Offer letter terms |
| Target Annual Bonus | 0.75x base salary | Offer letter terms |
| Maximum Annual Bonus | 1.5x base salary | Offer letter terms |
| Bonus Determination | Based on combination of Company and personal performance as determined by the Board | Offer letter terms |
| Eligibility | Annual equity grants and standard benefits | Offer letter terms |
Performance Compensation
Annual Bonus Structure
| Metric | Weighting | Target | Actual (2024) | Payout | Vesting |
|---|---|---|---|---|---|
| Company performance + personal performance | Not disclosed | Target 0.75x base; Max 1.5x base | $0 | $0 | N/A |
RSU Awards (Equity Incentives)
| Award Type | Grant Date | Shares | Market Value of Unvested at 12/31/2024 | Vesting Schedule |
|---|---|---|---|---|
| RSUs (2023 Omnibus Plan) | 1/23/2023 | 500,000 | $852,000 at $2.13 closing price | 10% at business combination closing (1/24/2023); 10% on 1/24/2024; 10% on 1/24/2025; 10% on 1/24/2026; 25% on 1/24/2027; 10% on 1/24/2028; 25% on 1/24/2029; subject to continued service |
| Vesting Dates | Shares Vesting | Source |
|---|---|---|
| 1/24/2023 (Closing) | 50,000 (10% of 500,000) | 2023 Plan schedule |
| 1/24/2024 | 50,000 | 2023 Plan schedule |
| 1/24/2025 | 50,000 | 2023 Plan schedule |
| 1/24/2026 | 50,000 | 2023 Plan schedule |
| 1/24/2027 | 125,000 | 2023 Plan schedule |
| 1/24/2028 | 50,000 | 2023 Plan schedule |
| 1/24/2029 | 125,000 | 2023 Plan schedule |
No option awards are disclosed for Gerratt; BAER’s equity incentives for executives are RSUs under the 2023 Omnibus Incentive Plan .
Equity Ownership & Alignment
| Date | Total Beneficial Ownership (Shares) | % of Shares Outstanding | Source |
|---|---|---|---|
| April 29, 2024 | 100,000 (vested and unsettled RSUs) | * (<1%) | 2024 Proxy Security Ownership Table |
| April 24, 2025 | 101,791 | * (<1%) | 2025 Proxy Security Ownership Table |
| Equity Breakdown at 12/31/2024 | Shares | Source |
|---|---|---|
| Unvested RSUs Outstanding | 400,000 | Outstanding Equity Awards Table |
| Vested and Unsettled RSUs (as of 4/29/2024) | 100,000 | Security Ownership Table (footnote) |
- Hedging and pledging: BAER prohibits hedging transactions and pledging/margin of company securities, reducing misalignment risk through derivative overlays or collateral use .
- Stock ownership guidelines: Not disclosed for executives in the proxy; compliance status not disclosed .
Employment Terms
| Term | Detail | Source |
|---|---|---|
| Role | Chief Financial Officer (Principal Accounting and Financial Officer) | Q3 2025 10-Q Signatures |
| Start | CFO since October 2022; offer letter accepted August 21, 2022 | Executive Officers; Employment offer letter terms |
| Base salary | $425,000 per year | Employment offer letter |
| Bonus target/max | 0.75x target; 1.5x max; discretionary based on Company and personal performance | Employment offer letter |
| Equity eligibility | Eligible for annual equity grants (RSUs) | Employment offer letter; 2023 Omnibus Plan |
| Severance | Not disclosed for Gerratt | Employment terms section |
| Change-of-control | Not disclosed for Gerratt | Employment terms section |
| Clawback | Company-wide policy adopted in 2023 to comply with SEC/Nasdaq; no recovery required in connection with 2023 restatement | Clawback policy; 10-K amendment note |
| Hedging/pledging | Prohibited by company policy | Insider Trading Policy |
Investment Implications
- Pay-for-performance alignment: Gerratt’s cash comp is modest (2024 salary of ~$425k) and 2024 bonus was $0, indicating emphasis on equity and discretional bonus tied to performance rather than guaranteed cash .
- Retention and vesting overhang: 400,000 unvested RSUs with scheduled vesting each January 24 through 2029 create predictable supply overhang windows; watch trading windows and 10b5-1 adoption around these dates for potential insider selling pressure .
- Alignment safeguards: BAER’s prohibition on hedging/pledging reduces misalignment risk, and a formal clawback policy is in place post-SEC/Nasdaq rules; the 2023 restatement did not trigger recovery, mitigating retroactive comp risk .
- Shareholder oversight: As an emerging growth company, BAER is not required to hold advisory say-on-pay votes, limiting this governance signal for executive compensation trends; monitor Compensation Committee decisions and consultant input (Pearl Meyer) for benchmarking shifts .
- Execution track record: CFO sign-offs and improved quarterly performance metrics (revenue, operating income, net income up in Q3 2025 YoY) support confidence in controls and operating execution under current leadership .