Hubert Ban
BIGCAbout Hubert Ban
Hubert Ban (age 60) is BigCommerce’s Chief Accounting Officer and Principal Accounting Officer since June 2023. He previously served at Salesforce from 2008–2023, most recently as SVP of SEC reporting and technical accounting, and earlier held roles at Morgan Stanley and Ernst & Young (EY). He holds a B.S. in Accounting and Business from the University of Nebraska–Lincoln and is a Certified Public Accountant (inactive) . Company performance metrics that underpin executive incentives include revenue growth, adjusted EBITDA, and relative TSR vs. the Russell 2000; in 2024, BigCommerce delivered $332.9M revenue (+7.6% YoY) and adjusted EBITDA of $23.5M, with Pay vs. Performance TSR index value at 8.47 on the company’s $100 initial investment framework .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Salesforce, Inc. | SVP, SEC Reporting & Technical Accounting | Oct 2008–Jun 2023 | Led public-company reporting and complex accounting, strengthening controls and disclosure quality |
| Morgan Stanley | Various accounting/finance roles | 2006–2008 (prior to Salesforce) | Capital markets accounting exposure; advanced technical skills |
| Ernst & Young LLP | Various roles | Jan 1998–Oct 2006 | Foundation in audit/technical accounting; Big 4 discipline |
Fixed Compensation
- Not disclosed. Ban is an executive officer but was not a Named Executive Officer (NEO) in 2023–2024 proxy tables; therefore base salary, target bonus %, and actual bonus are not itemized in the Summary Compensation Tables .
Performance Compensation
BigCommerce granted performance-based RSUs to senior executives (including Ban) in March 2024 covering adjusted EBITDA, revenue, and TSR relative to the Russell 2000, with vesting outcomes tied to company performance and service conditions .
| Metric | Target Units Granted to Ban | Measurement Period | Vesting Mechanics | 2024 Outcome |
|---|---|---|---|---|
| Adjusted EBITDA RSUs | 5,557 units | 3 annual tranches (2024–2026) | 0–200% of each annual tranche based on annual adjusted EBITDA vs. threshold/target/max; linear interpolation | 200% of 2024 tranche company-wide (adjusted EBITDA $23.547M) |
| Revenue RSUs | 5,557 units | 3 annual tranches (2024–2026) | 0–200% of each annual tranche based on annual revenue vs. threshold/target/max; linear interpolation | 89% of 2024 tranche company-wide (revenue $332.927M) |
| TSR RSUs (Relative TSR vs. Russell 2000) | 5,556 units | 3-year cliff (2024–2026) | 0–200% based on percentile rank: 25%→50%, 50%→100%, 75%→150%, 90%→200%; capped at 100% if absolute TSR is negative | Vests after full 3-year period; no interim payout |
- Change-in-control mechanics (equity): For EBITDA/Revenue RSUs, if a change-in-control (CIC) occurs, prior-year tranche vests based on actual performance and the in-year tranche vests at target immediately prior to CIC, subject to service. TSR RSUs pro-rate by time elapsed in the 3-year period and vest immediately prior to CIC, subject to service .
- Termination before CIC: If terminated without cause or for good reason within 3 months before CIC, pro-rata vesting applies at target for applicable tranches upon CIC, contingent on timely release .
Equity Ownership & Alignment
- Beneficial ownership: Ban is an executive officer but not listed among directors/NEOs in the beneficial ownership table; his personal share count is not disclosed there .
- Stock ownership guidelines: Senior officers must hold at least 1x annual base salary in BigCommerce stock within a 5-year phase-in; CEO at 3x .
- Hedging/pledging: Prohibited; no short sales, derivatives, or pledging/margin accounts permitted under Insider Trading Compliance Policy .
- Clawback: Mandatory clawback policy per SEC/Nasdaq to recover excess incentive-based compensation after any accounting restatement unless impracticable .
Employment Terms
- Role and tenure: Appointed Chief Accounting Officer and Principal Accounting Officer effective June 8, 2023; continues signing company 8-Ks/S-8 as PCAO .
- Equity acceleration: Performance RSU agreements include CIC-related vesting/acceleration and pro-rata vesting upon qualifying termination in proximity to CIC (as detailed above) .
- Severance cash/benefits: Not specifically disclosed for Ban in proxies; NEO severance framework exists, but Ban was not a NEO in the periods covered .
Investment Implications
- Pay-for-performance alignment: Ban’s incentives are linked to company-level revenue growth, adjusted EBITDA and relative TSR, with strict caps and linear interpolation—supporting alignment with profitable growth and shareholder returns .
- Vesting-driven supply: Annual vesting on EBITDA/Revenue RSUs (each spring post-measurement) and a TSR cliff in early 2027 could create episodic selling pressure for covered executives if shares are sold upon settlement; hedging/pledging prohibitions mitigate riskier behaviors .
- Retention incentives: Multi-year PSU design and CIC protections (pro-rata target vesting near CIC) encourage retention through strategic events, while clawback policy and prohibited hedging/pledging enforce governance discipline .
- Disclosure gaps: As Ban is not a NEO, cash compensation and beneficial ownership details are not itemized in proxy tables—investors should weigh company-wide outcomes and policy frameworks as proxies for alignment .