Shane Hostetter
ChemoursAbout Shane Hostetter
Chemours’ Chief Financial Officer since July 1, 2024; age 43 at appointment. CPA; MBA in Finance from Villanova University; prior roles include CFO and CAO at Quaker Houghton, earlier finance leadership at Pulse Electronics, and audit at PwC . During his tenure in 2024, Chemours delivered Net Sales of $5.8B (-5% YoY) and Adjusted EBITDA of $786M (-22% YoY) as the company launched a refreshed “Pathway to Thrive” strategy; corporate AIP achievement was 84.3% for 2024 . The board reports material weaknesses were remediated and ICFR was effective as of Dec 31, 2024, with finance leadership strengthened by hiring Hostetter as CFO .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Quaker Chemical Corporation (Quaker Houghton) | EVP, CFO (also CAO Oct 2023–Jan 2024) | Mar 2023–Jun 2024 | Senior finance leadership at a global industrial process fluids company |
| Quaker Houghton | SVP, CFO | Apr 2021–Feb 2023 | Led finance through market cycles; investor relations and capital allocation |
| Quaker Houghton | VP Finance & Chief Accounting Officer | Aug 2019–Apr 2021 | Oversaw accounting/reporting |
| Quaker Houghton | Global Controller & Principal Accounting Officer | Sep 2014–Jul 2019 | Global controllership |
| Pulse Electronics | Finance leadership roles | Prior to 2014 | Financial leadership at electronic components manufacturer |
| PricewaterhouseCoopers | Auditor | Early career | Audit foundation; CPA credential |
External Roles
No public company board roles disclosed for Hostetter in the company’s 2025 proxy or his appointment 8‑K/press release .
Fixed Compensation
| Component | 2024 Amount | Notes |
|---|---|---|
| Base salary | $600,000 | Annual base per appointment 8‑K; effective July 1, 2024 |
| Sign‑on cash bonus | $50,000 | One‑time sign‑on |
| Salary actually paid in 2024 (SCT) | $305,000 | Reflects partial‑year service |
Performance Compensation
| Program | Metric | Weight | Target | Actual | Payout/Outcome | Vesting |
|---|---|---|---|---|---|---|
| 2024 AIP (corporate design) | Adjusted EBITDA | 50% | Not disclosed | Not disclosed | Corporate AIP achievement: 84.3% | Cash, annual |
| 2024 AIP | Discretionary FCF + Avg Net Working Capital Days | 20% (combined) | Not disclosed | Not disclosed | Included in 84.3% | Cash, annual |
| 2024 AIP | Function‑specific metric (cost for corporate) | 20% | Not disclosed | Not disclosed | Included in 84.3% | Cash, annual |
| 2024 AIP | Sustainability (Great Place to Work; energy efficiency) | Included | Not disclosed | Not disclosed | Included in 84.3% | Cash, annual |
| 2024 AIP payout (Hostetter) | — | — | — | — | $193,873 (Non‑Equity Incentive Plan Compensation) | Paid 2025 for 2024 |
| 2024 LTI (new‑hire) | RSUs | N/A | $500,000 grant‑date value | 26,709 units (@ $18.72) | Time‑vested | 1/3 each on Aug 6, 2025/2026/2027 |
Notes:
- 2024 AIP design moved to 80% common corporate metrics with primary focus on Adjusted EBITDA (50% weight) and reduced cash flow weighting; added capital efficiency focus for long‑term alignment .
- Hostetter did not receive PSUs/Options in 2024; his new‑hire equity was time‑vesting RSUs .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (Feb 28, 2025) | 0 shares (direct/indirect/rights), i.e., <1% of outstanding |
| Unvested RSUs (Dec 31, 2024) | 27,081 units; market value $457,669 |
| 2024 RSU grant | 26,709 RSUs granted Aug 6, 2024; grant‑date value $499,992; vests 1/3 annually on Aug 6, 2025/2026/2027 |
| 2024 prorated LTI noted at appointment | One‑time RSUs $500,000, vest 1/3 per year over three years (prorated 2024 LTI) |
| Stock ownership guidelines | Other NEOs: 3x base salary; five years to comply; executives are on track |
| Hedging/pledging | Company prohibits hedging and pledging; insider trading policy in place |
| Clawback | Executive Officer Clawback policy adopted per SEC Rule 10D‑1 and NYSE standards |
Employment Terms
| Term | Detail |
|---|---|
| Appointment and role | Appointed CFO effective July 1, 2024; also serves as principal accounting officer |
| Base salary | $600,000; target annual bonus 75% of salary; target LTI opportunity $1,000,000 |
| One‑time grants | $50,000 sign‑on cash; one‑time RSU award $500,000 for 2024 prorated LTI; RSUs vest 1/3 annually over 3 years |
| AIP design (2024) | 80% common corporate metrics; 50% weight on Adjusted EBITDA; 20% combined Discretionary FCF/Working Capital Days; sustainability metrics included |
| LTIP design (2024–2026) | PSUs moved to 70% EVA and 30% rTSR; overall LTI remains 75% performance‑weighted (PSUs/PSOs/NQSOs) with RSUs for retention |
| Severance (non‑CIC) illustrative (as of 12/31/24) | Involuntary termination without cause total ~$531,255 including cash components and equity treatment; see proxy scenario table |
| Change‑in‑control (double‑trigger) | Plan benefit: lump sum cash equal to 2x (salary + target bonus), pro‑rated target bonus, 2 years benefits/outplacement (no gross‑ups); unvested equity vests at target |
| CIC illustrative payout (as of 12/31/24) | Total ~$3,202,628, including salary and target bonus multiples, pro‑rated bonus $472,500, benefits $65,146, outplacement $8,600, equity $451,382 |
Investment Implications
- Pay‑for‑performance architecture tightened; 2024 AIP shifted weight to Adjusted EBITDA and introduced cash discipline metrics; LTIP moved PSUs to EVA (70%) plus rTSR (30%), reinforcing capital efficiency. This increases linkage to sustainable value creation but reduces reliance on revenue growth metrics .
- Retention risk appears moderate near term: Hostetter holds unvested RSUs vesting through 2027 (26.7k+ units), creating selling pressure at vest dates but also alignment via service‑based equity; anti‑hedging/pledging and clawback policies further align behavior with shareholders .
- Ownership alignment is still building (0 shares reported as of Feb 28, 2025) with five‑year 3x‑salary ownership guideline; monitoring progress to guideline is warranted as equity vests .
- Governance context is supportive: the board reports remediation of prior material weaknesses and highlights strengthening of the finance team with Hostetter’s hire; high say‑on‑pay support historically (~94.8% five‑year average) reduces compensation controversy risk .
- Company execution backdrop in 2024 was mixed (Net Sales -5%, Adjusted EBITDA -22%) amid portfolio and governance transitions; the AIP paid at 84.3% corporately, indicating incentives remained sensitive to underperformance while rewarding progress on key priorities .