Vithya Aubee
About Vithya Aubee
Vithya Aubee, age 36, is Chief Legal Officer and Secretary of Consensus Cloud Solutions (since October 2021). She previously held legal leadership roles at J2 Global and Broadcom, and holds a B.S. in Clinical Psychology (UC San Diego) and J.D. (UC Irvine School of Law) . During her tenure, company performance has included Organic Revenue of $350.4M in 2024 (vs. $362.6M in 2023 and $362.4M in 2022) and Net Income of $89.4M in 2024 (vs. $77.3M in 2023 and $72.7M in 2022), while total shareholder return (indexed to $100 at 10/7/2021) stood at 43 at year-end 2024 (47 in 2023; 96 in 2022) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Consensus Cloud Solutions | Chief Legal Officer, Secretary | Oct 2021–present | Executive officer leading legal; corporate secretary; signs proxy communications |
| J2 Global, Inc. | Assistant General Counsel | Jun 2019–Oct 2021 | Oversaw legal matters for J2 Cloud Services division |
| J2 Global, Inc. | Various legal roles | May 2016–Jun 2019 | Progressive legal responsibilities within J2 |
| Broadcom Limited | Commercial Counsel | Not disclosed | Supported Carrier Access and Set-Top Box business units |
Fixed Compensation
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Base Salary ($) | 300,000 | 360,000 | 360,000 |
| Stock Awards ($) | 533,140 | 781,550 | 1,257,165 |
| Non-Equity Incentive Plan Compensation ($) | 39,870 | 97,535 | 362,406 |
| All Other Compensation ($) | 6,719 | 7,014 | 8,115 |
| Total ($) | 879,729 | 1,246,099 | 1,987,686 |
Performance Compensation
Annual Cash Incentive (PIC) – 2024 Design and Outcomes
| Metric | Weighting | 2024 Target | 2024 Achievement | 2024 Payout |
|---|---|---|---|---|
| Organic Revenue | 33% | $345,088,000 | 101.53% | 133.82% |
| Non-GAAP Net Income | 67% | $100,621,000 | 108.48% | 184.76% |
- 2024 PIC target and maximum for Aubee: $240,000 target; $480,000 maximum .
- 2024 actual non-equity incentive paid to Aubee: $362,406 .
2024 Equity Grants (Dec 6, 2024)
| Award Type | Grant Date | Units/Value | Vesting / Performance Conditions |
|---|---|---|---|
| RSUs | Dec 6, 2024 | 25,459 units; $637,493 grant-date FV | Vests over 4 years: 25% on first anniversary, then 1/8 every 6 months thereafter, subject to continued employment . |
| PSUs | Dec 6, 2024 | $619,672 grant-date FV | Four tranches (25% each) vest when stock trades at/above $26.29, $27.61, $28.99, $30.44 for 20 of 30 consecutive trading days; no vesting before first anniversary . |
Equity Vesting/Realization – 2024
| Item | 2024 |
|---|---|
| Shares acquired on vesting (#) | 6,928 |
| Value realized on vesting ($) | 157,703 |
Peer Group Context (used for pay benchmarking)
- 2024 peer group (selected by FW Cook) includes: Box, Commvault Systems, True Bridge Inc. (f/k/a CPSI), Ebix, Evolent Health, HealthStream, Omnicell, OneSpan, Phreesia, Progress Software, SecureWorks, Verint Systems, Yext; two companies were removed from the 2023 set .
Equity Ownership & Alignment
| Beneficial Ownership (as of Apr 16, 2025) | Value |
|---|---|
| Shares beneficially owned | 8,131; less than 1% of outstanding (19,540,937 shares) |
| Unvested/Unearned Awards (as of Dec 31, 2024) | Count | Reported Value |
|---|---|---|
| RSUs outstanding | 40,954 | $977,162 market value (at $23.86 close) |
| PSUs outstanding (unearned) | 46,911 | $1,119,296 market/payout value |
| Stock options | None held by NEOs | — |
- Hedging/pledging: Prohibited for employees and directors; margin accounts not permitted .
- As of 12/31/2024, no PSUs met price hurdles (no vesting credited) .
Employment Terms
- Change-in-control: RSU/PSU restrictions lapse in full only if substantially identical replacement awards and a comparable position are not offered by the acquirer; otherwise, awards continue (no standalone single-trigger acceleration) .
- Retirement, death, disability: RSUs vest in full; PSUs keep performance window open for 36 months post-termination (subject to award expiration and 1-year minimum from grant); otherwise, RSUs/PSUs forfeited. None of the NEOs were eligible for Retirement as of 12/31/2024 .
- Clawback: Company will recoup incentive-based compensation after an accounting restatement per Rule 10D-1/Nasdaq standards (3-year lookback) .
- Tax gross-ups: None provided or obligated for Sections 280G/4999 excise taxes in 2024 .
Investment Implications
- Pay-for-performance linkage is explicit: 2024 cash bonuses were driven by Organic Revenue (33%) and Non-GAAP Net Income (67%) with above-target attainment (133.8% and 184.8% payouts, respectively), yielding a materially above-target bonus for Aubee ($362k vs. $240k target) .
- Equity mix balances retention with performance: 2024 RSUs vest over four years on a 1-year cliff and semiannual cadence thereafter, while PSUs require multi-tranche share-price hurdles with a 1-year vesting gate—limiting near-term selling pressure and aligning outcomes with TSR recovery; none of the PSUs were in-vesting by year-end 2024 .
- Alignment and risk: Beneficial ownership is modest in absolute terms (8,131 shares; <1%), but unvested RSUs/PSUs are sizable (40,954 RSUs; 46,911 PSUs), reinforcing retention incentives; hedging/pledging is prohibited, and there are no CIC cash severance or excise tax gross-ups—both shareholder-friendly .
- Execution markers: Company-level Net Income rose to $89.4M in 2024 with TSR index at 43 at year-end 2024; given PSU price hurdles ($26.29–$30.44) and the 36-month PSU measurement window upon certain terminations, equity realizations are sensitive to sustained share-price performance .