Sean D. Keohane

President and Chief Executive Officer at CABOT

Board

Since March 2016

Age

57 years

Education

Earned a BS in Finance from Providence College and an MBA from Harvard University.

Tenure

Joined CBT in 2002 and progressed through roles such as Vice President, Senior Vice President, and Executive Vice President before becoming President and CEO in March 2016.

Also at CABOT

Erica McLaughlin

Executive Vice President, Chief Financial Officer, and Head of Corporate Strategy

HCK

Hobart C. Kalkstein

Executive Vice President and President of the Reinforcement Materials Segment and President of the Americas Region

Jeff Zhu

Executive Vice President and President of Carbon and Silica Technologies, and Battery Materials businesses within Cabot's Performance Chemicals Segment

About

The executive is 57 years old as of November 2024, establishing a strong personal foundation with an advanced academic background in finance and business management.

Beginning his career at CBT in 2002, he steadily advanced through multiple management roles, including General Manager and various vice‐presidential positions, which eventually led to his appointment as President and CEO in March 2016.

Beyond his leadership responsibilities at CBT, he contributes to the broader industry through directorships and advisory roles, reinforcing his commitment to excellence and strategic guidance.

$CBT Performance Under Sean D. Keohane

Past Roles

Organization	Role	Date Range	Details
Cabot Corporation	Executive Vice President and President of Reinforcement Materials	November 2014 to March 2016
Cabot Corporation	Senior Vice President and President of Performance Chemicals	March 2012 to November 2014
Cabot Corporation	Vice President and General Manager of Performance Chemicals	May 2008 to March 2012
Cabot Corporation	Vice President	March 2005
Pratt & Whitney (United Technologies)	General Management Positions	Pre-2002 (date not specified)	Various general management roles

External Roles

Organization	Role	Date Range	Details
The Chemours Company	Director	2018 to present	Global provider of performance chemicals
American Chemistry Council	Director	2016 to present	Trade association representing the business of chemistry
The Future of STEM Scholars Initiative	Member	Present	Advisory Board membership
Dexter Southfield School	Trustee	Present
Boston Latin School Association	Trustee	Present

Fixed Compensation

Data from FY 2024

Component Name	Amount	Payment Schedule	Additional Details
Salary	$1,100,000	Fiscal 2024	Base salary earned during FY2024
TSUs	25,000 shares; $1,860,000	Granted as part of LTI on November 10, 2023	Time-based awards under the company’s LTI program
Change in Pension Value and Nonqualified Deferred Compensation Earnings	$23,978	Adjusted during FY2024	Includes $15,974 (actuarial change for pension benefits) and $8,004 (above-market interest on deferred compensation)
All Other Compensation	$324,558	Paid in FY2024	Comprises 401(k) contributions ($34,500), Supplemental 401(k) ($270,604), Deferred Compensation Plan ($16,790), and Additional Benefits ($2,664)
Option Awards	79,139 options; Exercise Price: $74.40; Fair Value: $2,170,625	Vesting assumed over three years (30% on 1st & 2nd anniversaries, 40% on 3rd)	Granted on November 10, 2023; no performance metrics specified

Performance Compensation

Data from FY 2024

Performance Stock Units (PSUs)

Metric	Value	Details
Grant Date	November 10, 2023	Date of PSU grant
Grant Date Fair Value	$2,169,950	Calculated assuming target level achievement
Threshold	14,583 PSUs	Minimum level of performance
Target	29,166 PSUs	Award at target performance
Maximum	58,332 PSUs	Cap on PSU award
Performance Metrics	Adjusted EPS & Adjusted RONA	FY2024 results: Adjusted EPS at 177.9% and Adjusted RONA at 200.0% of target
Composite Weighted Achievement	185.6% of target	Overall performance for FY2024 tranche

Non-Equity Incentive Plan Compensation (STI)

Metric	Value	Details
STI Target Amount	$1,375,000	Set at 125% of base salary for FY2024
Actual STI Payout	$1,951,043	Paid at 142% of target based on performance
Performance Metrics	Adjusted EBIT, NWC Days, DFCF	Corporate metrics weighted at 70%; individual performance weighted at 30%
Incentive Levels	Threshold: 50%; Target: 100%; Maximum: 200%	Performance levels for bonus opportunity
Vesting / Payment Schedule	Post Fiscal Year-End	Award paid based on annual performance achievements
Evaluation Period	FY2024	Measured over the fiscal year

These tables outline the performance compensation details for the PSUs and the STI, including all required metrics, targets, thresholds, weights, vesting/payment timelines, and outcomes based on FY2024 performance.