Amanda Gourbault
About Amanda Gourbault
Chief Revenue Officer at CompoSecure since December 7, 2021, Amanda Gourbault (age 59) brings 25+ years in payments and security, previously leading IDEMIA’s global Financial Institutions Business Unit of 2,600 employees and delivering over $900 million in annual revenue, with a focus on premium card programs and secure credentials . She holds a BA in Modern Languages from Durham University and chairs the Compass for Life Foundation . Under CompoSecure’s operating footprint, metal card programs expanded to over 150 in 2024 and unit volumes grew to about 30 million in 2024 (from 12.6 million in 2018), supporting strong revenue continuity from issuer demand; the company also advanced its Arculus authentication platform with FIDO2-certified solutions .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| IDEMIA (Financial Institutions BU) | Executive Vice President | 13 years (prior to 2021) | Led global division of 2,600 employees and 30+ card personalization centers; delivered >$900M revenue per year |
| Payments & Security Sector | Various leadership roles | 25+ years | Built global sales, product, and services teams serving the financial sector |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Compass for Life Foundation | Chair | Not disclosed | Supports disadvantaged children to achieve goals |
Fixed Compensation
| Metric | FY 2022 | FY 2023 |
|---|---|---|
| Base Salary ($) | $500,000 | $515,000 |
| All Other Compensation ($) | $166,976 | $11,917 (401k match $11,550; life insurance premium $367) |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Annual MIP – Net Revenues | 67% | Part of $515,000 target bonus | Company-level; paid at 71% blended outcome (component detail not disclosed) | Included in 71% blended payout | Cash paid in 2024 |
| Annual MIP – Adjusted EBITDA | 33% | Part of $515,000 target bonus | Company-level; paid at 71% blended outcome (component detail not disclosed) | Included in 71% blended payout | Cash paid in 2024 |
| Bonus ($) | — | $515,000 target | $365,650 actual | 71% of target | Paid in 2024 |
Notes:
- 2023 MIP design paid 71% of target to all participants; individual component attainment not disclosed by metric .
- 2024 company MIP weighting updated to 60% net revenues and 40% Adjusted EBITDA at the corporate level; individual coverage not disclosed for Ms. Gourbault .
Equity Awards and Vesting
| Award Type | FY 2022 | FY 2023 | Vesting Schedule |
|---|---|---|---|
| Time-Vested RSUs (granted) | 600,000 | 130,976 | 2022 RSUs: 50% vests ratably 25% on Jan 1, 2023/2024/2025/2026; 50% vests 1/3 Jan 1, 2023 and 2/3 Jan 1, 2024 . 2023 RSUs: 33% on Jan 1, 2024/2025/2026 . |
| Performance Stock Units at Target (granted) | — | 65,488 | 2023 PSUs: 2-year performance period (2023–2024) plus 1-year time vesting (cliff after 3 years); 200% max . |
| Unvested Awards at 12/31/2023 (RSUs+PSUs) | 425,000 units; $2,295,000 value | 196,464 units; $1,060,906 value | Values based on $5.40 closing price on Dec 29, 2023; PSUs shown at target . |
Equity Ownership & Alignment
| Metric | As of Apr 10, 2024 |
|---|---|
| Beneficial Ownership (Class A) | 364,216 shares; includes 14,397 held by spouse (disclaimed) |
| Ownership % of Class A | 1.8% |
| Options | None disclosed exercisable within 60 days |
| Vested vs Unvested | Unvested RSU/PSU totals disclosed above; vested breakdown not separately disclosed |
| Stock Ownership Guidelines | NEOs: 3× base salary; all participants met guidelines as of Dec 31, 2023 |
| Hedging/Pledging | Prohibited absent pre-clearance; margin purchases/pledging restricted |
Employment Terms
| Term | Details |
|---|---|
| Employment Start Date | Chief Revenue Officer since Dec 7, 2021 |
| Severance (Outside Change in Control) | If terminated without Cause or resigns for Good Reason: 1× base salary + 1× target bonus; pro-rata vesting of certain equity at target for performance awards; 12 months COBRA payment |
| Severance (Within 2 Years of Change in Control) | 1× base + 1× target bonus + pro-rata actual bonus; all time-vested equity vests; performance equity vests based on actual performance as of Change in Control; 12 months COBRA |
| Non-Compete/Non-Solicit | 24 months post-termination (all NEO Employment Agreements) |
| Clawback | SEC/Nasdaq-compliant recoupment policy adopted Oct 2, 2023; applies to senior leadership |
| Ownership & Insider Trading Policy | Mandatory stock ownership; prohibits hedging, short sales, and pledging/margin without pre-clearance |
| Say-on-Pay | Not required as emerging growth company; will do when required |
Compensation Governance and Peer Benchmarking
- Compensation Peer Group for 2023 included payments/fintech names such as Green Dot, Payoneer, EVERTEC, Remitly, Q2, and CPI Card Group; used with FW Cook for benchmarking .
- In 2024, Semler Brossy replaced FW Cook as independent advisor; an additional small asset manager peer group was considered given M&A priority .
- Compensation Committee comprised a majority of independent directors; responsibilities include incentive plan oversight, stock plan administration, ownership guidelines, and recoupment policy .
Performance & Track Record Context
- CompoSecure’s issuer relationships deepened: supported proprietary and co-branded programs across major issuers (e.g., American Express and JPMorgan Chase), with these two representing 63.2% of 2024 net sales .
- Metal payment card programs grew from ~60 (2018) to 150+ (2024), with non-U.S. card program net sales reaching $77M in 2024; total metal card units reached ~30 million in 2024 .
Risk Indicators & Red Flags
- No Section 16(a) reporting delinquencies reported for 2023; none indicated for 2024 (directors late-filed Form 4s for board equity only) .
- Company policy restricts hedging/pledging, reducing misalignment risks .
- Controlled company status post-Resolute transaction affects governance balance but does not directly alter executive contracts; compensation oversight remains with board committees .
Investment Implications
- Pay-for-performance alignment: 100% target bonus with revenue/EBITDA metrics and multi-year PSUs indicates performance-based incentives; 2023 payout at 71% suggests calibration to actual results .
- Retention risk mitigants: substantial unvested equity through 2026–2027, 24-month non-compete/non-solicit, and stock ownership guidelines compliance as of YE 2023, all support stability in senior revenue leadership .
- Selling pressure: no options and policy limits hedging/pledging; unvested RSU/PSU schedules stagger vesting, tempering near-term sell dynamics .
- Change-in-control economics: single-trigger acceleration of service-based equity under CiC for NEOs and performance equity based on actuals may elevate exit costs but preserve alignment via performance treatment .