Rafael Sanchez
Bloomin' BrandsAbout Rafael Sanchez
Rafael Sanchez is Senior Vice President & Chief Information Officer (CIO) of Bloomin’ Brands, appointed effective June 30, 2025, bringing 25+ years of IT leadership across restaurants, hospitality, retail, and entertainment, including CIO roles at Six Flags and Feld Entertainment and most recently SVP, Information Technology at Davidson Hospitality Group . He holds a BS in Business Administration from Louisiana State University . During the first full quarter following his arrival, BLMN reported Q3 2025 total revenues up 2.1% YoY, with GAAP operating margin and restaurant-level margins pressured by inflation and mix, and short-term strategy focused on Outback turnaround and free cash flow allocation to operations and deleveraging . The compensation framework he enters emphasizes pay-for-performance with 2024 STIP based 50% on adjusted revenue and 50% on adjusted operating income, paying 28% of target, and 2025 LTIP shifting to 50% PSUs/50% RSUs with PSU metrics split 50% Adjusted EPS/50% Free Cash Flow Conversion .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Davidson Hospitality Group | SVP, Information Technology | — | Led enterprise modernization and digital transformation; cybersecurity enhancements . |
| Six Flags | Chief Information Officer | — | Enterprise modernization; guest-experience technology integration . |
| Feld Entertainment | Chief Information Officer | — | Large-scale technology transformation and integration . |
| LikeWize; Carnival Corporation; Burger King | Senior tech leadership roles | — | M&A integration, cybersecurity, and guest-facing technology programs . |
| Senior Technology Advisor/Interim CIO (various) | Advisor/Interim CIO | — | Drove digital transformation across multiple industries . |
External Roles
- None disclosed in company filings or press releases reviewed as of November 18, 2025 .
Fixed Compensation
- Specific 2025 base salary and target bonus for Rafael Sanchez were not disclosed in the March 4, 2025 proxy or the August 4, 2025 8-K announcing leadership changes (the 8-K confirms his appointment but does not include compensation terms) .
- Company-wide stock ownership guidelines: executive officers must hold stock equal to 3× base salary (CEO 6×; non-employee directors 5× retainer); five years to comply; 50% net share retention until compliant .
- Hedging and pledging prohibitions: executives/directors may not hedge, short, hold on margin, or pledge company stock .
Performance Compensation
Annual Incentive (STIP) – Company Design
| Plan Year | Metrics (weight) | Targeting/Design | Actual Payout |
|---|---|---|---|
| 2024 | Adjusted Revenue (50%); Adjusted Operating Income (50%) | 0–200% payout range for NEOs | 28% of target for 2024 STIP . |
Note: Rafael joined in mid-2025; 2024 STIP outcomes reflect company plan design and NEO results before his start .
Long-Term Incentive (LTIP) – Current Design and Forms
| Award Type | Vesting / Performance | Key Metrics | Payout Range | Notes |
|---|---|---|---|---|
| RSUs (Senior Officer) | Time-based, ratable over 3 years (1/3 each year) | N/A | N/A | Form of agreement for Senior Officers under 2025 Omnibus Plan . |
| PSUs (Senior Officer) | Cliff after 3-year aggregate period; Committee certifies results | 50% Adjusted EPS; 50% Free Cash Flow Conversion, set annually | 0%–200% of target | Performance Award Agreement and metrics under 2025 Plan . |
Equity Ownership & Alignment
- Stock ownership guideline for executive officers: 3× base salary; five-year compliance window; 50% net-after-tax share retention until compliant .
- Hedging/pledging prohibited for executive officers and directors .
- Beneficial ownership, vested/unvested breakdown, and any pledging by Rafael Sanchez were not disclosed in the documents reviewed; no Form 4 transactions located in the available filings set .
Employment Terms
| Item | Terms / Policy |
|---|---|
| Employment start | June 30, 2025 (SVP & CIO) . |
| Severance (non-CIC) | For executive officers (other than CEO): lump sum equal to 1× (base salary + target bonus, pro-rated for quarter) plus 12 months COBRA cost; half benefit for certain performance/aptitude terminations; release and restrictive covenants required . |
| Change-in-control (CIC) | Upon qualifying termination within 24 months post-CIC: 1.5× (base salary + target bonus) for NEOs (CEO 2.0×); accelerated vesting of equity; 18 months health benefits; 6 months outplacement; subject to covenants and offsets . |
| Equity vesting on CIC | Double-trigger design applies via plan/agreements; forms contemplate treatment on CIC (continued vesting if rolled; cash-out conversion if cancelled) . |
| Clawback | Nasdaq-compliant policy adopted April 2023 with three-year lookback for restatements; covers cash and equity . |
| Ownership policy | 3× salary guideline; five-year window; 50% net share retention until compliant; hedging/pledging prohibited . |
Say-on-Pay & Shareholder Feedback (Context)
| Year | Say-on-Pay Approval |
|---|---|
| 2023 | 97.6% approval . |
| 2024 | 97.4% approval . |
Key Dates
| Event | Date | Source |
|---|---|---|
| Appointment announced (press) | June 24, 2025 | . |
| Effective start as SVP & CIO | June 30, 2025 | . |
| Leadership changes 8-K referencing his appointment | Aug 4, 2025 | . |
Investment Implications
- Alignment and retention: As a Senior Officer under BLMN’s 2025 Omnibus Plan, Sanchez’s LTIP will be split between RSUs (3-year ratable vesting) and PSUs (3-year performance, 0–200% payout) with PSU metrics tied to Adjusted EPS and Free Cash Flow Conversion—both directly aligned with profitable growth and cash generation . This structure supports retention via multi-year vesting while emphasizing value creation.
- Selling pressure timing: Time-based RSU vesting on annual anniversaries and PSU cliff vesting after year three can introduce episodic selling pressure at vest events; the 50% net-share retention policy until guideline compliance partially mitigates near-term disposal risk .
- Downside protection/turnover risk: Non-CIC severance (1× salary+target bonus + COBRA) and CIC protection (1.5× salary+target bonus; equity acceleration) offer standard-market downside protection, potentially reducing voluntary turnover risk during turnaround initiatives, but not creating outsized parachutes (no tax gross-ups disclosed) .
- Pay-for-performance credibility: 2024 STIP paid 28% of target and LTI earned 0% for that three-year cycle—evidence that below-target performance reduces realized pay, which should resonate with investors assessing incentive rigor as the new CIO scales digital and operational tech initiatives .
- Execution focus: Company Q3 2025 commentary and KPIs emphasize Outback turnaround, margin recovery, and reinvestment of free cash flow—areas where CIO-led guest experience and productivity technologies (ordering, kitchen, labor, analytics) can be catalytic; near-term success indicators include stabilized restaurant-level margins and improved mix/insurance/commodity headwinds offset by productivity gains .
Sources: BLMN DEF 14A (Mar 4, 2025); BLMN DEF 14A (Mar 5, 2024); BLMN 8-K (Aug 4, 2025); BLMN 8-K exhibits (Apr 23, 2025 forms); Business Wire/Bloomin’ Brands newsroom press releases. All claims cited inline above.