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    Mark Eubanks

    President and Chief Executive Officer at Brinks Co
    Since May 2022
    Age
    52 years
    Tenure
    Served as Executive Vice President and Chief Operating Officer from September 2021 before being promoted to President and Chief Executive Officer in May 2022 at Brink's Company.

    Also at Brinks Co

    DJC
    Daniel J. Castillo
    Executive Vice President and President, North America
    DB
    Dominik Bossart
    Executive Vice President and President, Latin America and Brink's Global Services
    EAG
    Elizabeth A. Galloway
    Executive Vice President and Chief Human Resources Officer

    About

    Mark Eubanks is the current President and Chief Executive Officer of Brink's Company, having assumed this role in May 2022. At 52 years old as of February 26, 2025, he leads the company with a wealth of executive experience.

    Before his appointment as CEO, he served as the Executive Vice President and Chief Operating Officer from September 2021 to May 2022, contributing significantly to the company's operations. His prior career includes notable leadership roles at Otis Worldwide Corporation as President for Europe, Middle East, and Africa from April 2019 to September 2020, and at Eaton Corporation plc as Group President, Electrical Products from 2015 to 2019.

    While specific details on his personal background and educational journey are not available, his extensive professional record demonstrates a strong commitment to operational excellence and strategic leadership across global enterprises.

    $BCO Performance Under Mark Eubanks

    Past Roles

    OrganizationRoleDate RangeDetails
    Brink's Company (BCO)Executive Vice President and Chief Operating Officer (COO)September 2021 to May 2022Served in this role before promotion to President and CEO
    Otis Worldwide CorporationPresident, Europe, Middle East, and AfricaApril 2019 to September 2020Led operations in EMEA for a leading elevator and escalator manufacturer
    Eaton Corporation plcGroup President, Electrical Products2015 to 2019Oversaw global power management initiatives

    Fixed Compensation

    Data from  FY 2023
    Component NameAmount ($)Payment ScheduleAdditional Details
    Base Salary941,667AnnualAnnual salary before any deferrals
    Deferred Compensation - Salary Deferred94,167AnnualPortion of salary deferred under the Deferred Compensation Program
    Deferred Compensation - Company Matching94,167AnnualCompany matching contribution for deferred salary
    Relocation Expenses7,762One-time/As incurredExecutive relocation policy benefit
    Housing and Travel Reimbursements14,711One-time/As incurredReimbursements for housing and travel prior to relocation
    Financial Planning Reimbursement14,589One-time/As incurredReimbursement for financial planning services

    Performance Compensation

    Data from  FY 2023

    Non-Equity Incentive Plan (BIP) Compensation

    Metric/DetailValueAdditional Details
    Target Incentive Amount ($)1,140,000 Annual target for calendar year 2023
    Actual Payout ($)1,173,060 Paid in 2024; represents 102.9% of target
    Non-GAAP Operating Profit Weight50% Threshold/Target/Maximum: Not provided
    Non-GAAP Revenue Weight25% Threshold/Target/Maximum: Not provided
    Non-GAAP Free Cash Flow Weight25% Threshold: $300M; Target: $325M; Maximum: $375M
    Evaluation PeriodCalendar Year 2023 Performance evaluated on an annual basis; payment in 2024

    Stock Awards under Long-Term Incentive (LTI) Plan

    IM PSUs with TSR Modifier

    Metric/DetailValueAdditional Details
    Performance MetricThree-year non-GAAP adjusted EBITDA Incentivizes execution of the company’s growth strategy
    Performance Levels0% (Below Threshold), 50% (Threshold), 100% (Target), 200% (Maximum) If absolute TSR is negative, TSR Modifier is capped at 100%
    TSR Modifier Range75% to 125%, up to a maximum of 250% Adjusts the earned award amount; see conditions in plan details
    Vesting Schedule3-year performance periodVesting ends in the first half of 2026, contingent on continued service and performance
    Grant Date Fair Value ($)3,599,959 Fair value assigned at grant date
    Maximum Potential Value ($)7,199,917 At highest level of performance
    Performance PeriodJanuary 1, 2023 to December 31, 2025 Multi-year performance period for the IM PSUs

    Restricted Stock Units (RSUs)

    Metric/DetailValueAdditional Details
    Vesting Schedule3-year vestingOne‑third vests on the last trading date of June each year
    Contribution to Total LTI Award25% RSUs comprise 25% of the total long‑term incentive award
    Grant DateMarch 3, 2023 Specific grant date for the LTI awards
    Grant Date Stock PriceN/ANot provided in the documents

    *All details are specific to 2023 with available compensation amounts, performance metrics, targets, and vesting schedules as cited. *