Nicholas J. Elliott
CREDIT ACCEPTANCEAbout Nicholas J. Elliott
Nicholas J. Elliott, age 47, is Chief Alignment Officer at Credit Acceptance, a role he assumed in August 2023 after nearly two decades in audit, information security, and strategic roles since joining in 2005 . Company performance context over his recent tenure shows GAAP net income of $958.3M (2021), $535.8M (2022), $286.1M (2023), and $247.9M (2024), with economic profit of $574.1M (2021), $476.6M (2022), $260.5M (2023), and $200.3M (2024), and total shareholder return index values of $155.47 (2021), $107.24 (2022), $120.40 (2023), and $106.09 (2024) on a $100 base .
Past Roles
| Organization | Role | Years | Strategic Focus/Impact |
|---|---|---|---|
| Credit Acceptance | Staff Auditor (Internal Audit) | 2005–2010 | Internal audit foundation |
| Credit Acceptance | Manager, Information Security | 2010–2012 | Information security oversight |
| Credit Acceptance | Director, Internal Audit | 2012–2015 | Internal audit leadership |
| Credit Acceptance | VP, Internal Audit & PMO | 2015–2018 | Audit and project management office |
| Credit Acceptance | SVP, Internal Audit & Quality Audit | 2018–Jan 2023 | Internal and quality audit leadership |
| Credit Acceptance | SVP, Strategic Alignment | Jan 2023–Aug 2023 | Strategic alignment leadership |
| Credit Acceptance | Chief Alignment Officer | Aug 2023–Present | Company-wide strategic alignment |
Fixed Compensation
- Elliott is not listed as a named executive officer (NEO) in the 2024 or 2025 Summary Compensation Tables; therefore, base salary, bonus, and other cash compensation for Elliott are not individually disclosed .
Performance Compensation
- Elliott’s individual equity awards (RSUs/stock options), performance metrics, weightings, and vesting are not disclosed, as he is not in the NEO cohort covered by the 2024–2025 proxy compensation tables .
- Company-wide policies: A clawback policy requires recoupment of erroneously awarded incentive-based compensation upon a required financial restatement; executive officers acknowledged being bound by it . Hedging of company stock by executive officers and directors is prohibited .
Equity Ownership & Alignment
- Elliott’s individual beneficial ownership is not separately presented; the beneficial ownership tables enumerate directors and NEOs plus the group total, not all executive officers individually .
- Anti-pledging of awards: The Incentive Plan prohibits transferring, pledging, or assigning awards and award shares during the restricted period (plan-level restriction on awards; not necessarily on fully owned shares) .
- Insider trading policy is in place governing transactions by directors and officers .
Employment Terms
- Start and tenure: Joined 2005; Chief Alignment Officer since August 2023 .
- Individual severance/change-in-control: No individual severance or change-in-control cash arrangements are disclosed for Elliott (the proxy’s severance/CoC section covers NEOs only) .
- Incentive Plan change-in-control mechanics for awards (general): Double-trigger vesting applies for assumed/substituted awards upon termination without cause or for good reason within 24 months post-change-in-control; non-assumed awards vest on change-in-control; RSUs under the 2025–2034 program for NEOs have specified accelerated vesting terms after change-in-control (applicability to Elliott is not disclosed) .
Company Performance Context
| Metric | FY 2021 | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|---|
| Total Shareholder Return ($ on $100) | 155.47 | 107.24 | 120.40 | 106.09 |
| GAAP Net Income ($MM) | 958.3 | 535.8 | 286.1 | 247.9 |
| Economic Profit ($MM) | 574.1 | 476.6 | 260.5 | 200.3 |
Say-on-Pay & Shareholder Feedback
| Measure | 2023 | 2024 |
|---|---|---|
| Say-on-Pay approval (% of votes cast) | 97.0% | 98.4% |
Investment Implications
- Alignment and retention: Elliott’s long internal tenure across audit, information security, and alignment suggests deep institutional knowledge; however, the absence of individually disclosed compensation and ownership data limits visibility into his direct pay-for-performance and “skin-in-the-game” alignment, increasing analytical uncertainty on retention and selling pressure signals .
- Governance risk mitigants: Executive hedging is prohibited and a Dodd-Frank compliant clawback policy is in place, reducing misalignment and restatement risk; the Compensation Committee is independent and active, with strong shareholder support for executive compensation design (high say-on-pay approvals) .
- Trading signals: With no Form 4 data presented in proxy materials and no individual award/vesting disclosure for Elliott, there is limited insight into near-term insider selling pressure specific to him; monitoring Section 16 filings would be necessary to assess future activity (not disclosed in the proxy) .