William Scannell
President, Global Sales and Customer Operations at DELL
Executive
About William Scannell
William F. Scannell is President, Global Sales and Customer Operations at Dell Technologies, overseeing Sales, Presales, Specialty Sales, OEM, and Global Alliances/Channel; he has served in this role since February 2020 and is age 62 as of March 17, 2025 . He previously led global enterprise sales at Dell and, before the 2016 EMC acquisition, held senior global sales roles at EMC dating back to 1986, including EVP from 2007 and President, Global Sales from 2012 . Under his tenure, Dell reported FY2025 net revenue of $95.6B, GAAP operating income of $6.2B, non-GAAP operating income of $8.5B, diluted EPS of $6.38, and returned $3.9B to shareholders via buybacks/dividends; executive incentives are explicitly tied to non-GAAP net revenue, non-GAAP operating income, and relative TSR (rTSR) versus the S&P 500 IT index .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Dell Technologies | President, Global Enterprise Sales & Customer Operations | Sep 2017–Jan 2020 | Led enterprise sales execution globally across large enterprises and public institutions . |
| EMC | President, Global Sales & Customer Operations | Jul 2012–Sep 2016 | Drove coordination across BU sales, strengthened relationships with global accounts and partners prior to Dell’s acquisition . |
| EMC | Country Manager and Regional Sales Leadership (Canada; US & LatAm; EMEA) | 1988–2001 | Scaled regional businesses; oversaw Europe/Middle East/Africa from London (1999) . |
| EMC | Worldwide Sales | 2001–2002 | Managed global sales operations . |
| EMC | Executive Vice President | 2007–2012 | Senior leadership of global customer operations . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| IonQ, Inc. | Director | Current | Board role at quantum computing company; technology industry exposure . |
Fixed Compensation
| Metric | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Base Salary Rate ($) | — | $900,000 | $940,001 |
| Summary Compensation – Salary ($) | $873,077 | $892,308 | $933,847 |
Notes:
- Base salary rates from proxy base salary tables; salary paid amounts from Summary Compensation Table (SCT) .
Performance Compensation
Annual Incentive (IBP) – FY2025 design and outcome
| Metric | Weighting | Threshold | Target | Results | Business Modifier | Individual Modifier | Payout ($) |
|---|---|---|---|---|---|---|---|
| Non-GAAP Net Revenue | 40% | $83.1B | $92.4B | $92.0B | 110% | 90% (Scannell) | $924,509 |
| Non-GAAP Operating Income | 60% | $7.3B | $8.1B | $8.6B | 110% | 90% (Scannell) | $924,509 |
Design details:
- IBP payout = Base Salary × Target % (Scannell: 100%) × Business Performance Modifier × Individual Contribution Modifier .
- FY2025 IBP business performance modifier certified at 110%; Scannell individual modifier 90% .
Equity Incentives – Structure and realized performance
| Component | Weighting | Target/Threshold | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Performance RSUs – Annual financial (FY2025 Year 1) | 50% of PBRSU (split: 20% revenue; 30% op income) | Threshold/Target/Max published; financial goals set annually | FY2025 financial portion certified | 121% of target shares for FY2025 financial measures (applies to 1/6 of award) | Cliff on 3rd anniversary, subject to continued service |
| Performance RSUs – rTSR (3-year window) | 50% of PBRSU | Threshold 25th pct = 50%; Target 50th pct = 100%; Max ≥85th pct = 200% | FY2023 grant window achieved 96th percentile | 200% of target shares vested on Mar 15, 2025 for FY2022–FY2025 rTSR cycle | Cliff on 3rd anniversary, subject to continued service |
| Time-based RSUs | — | — | — | — | FY2024 RSUs vest 1/3 annually (Mar 15, 2025; 2026; 2027) |
Grant detail (FY2025 awards to Scannell):
- PSU–rTSR: Target 23,551 shares (Max 47,102) granted 3/15/2024 .
- PSU–Financial (FY2025 goals): Target 7,851 shares (Max 15,702) granted 3/15/2024; FY2025 financial portion certified at 121% .
- RSU: 20,187 units granted 3/15/2024; vesting 1/3 per year 2025–2027 .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Beneficially owned Class C shares | 91,230 (<1% of Class C; indicated as “*”) |
| Outstanding unvested stock awards (RSUs and PBRSUs) | 269,901 units ($27,961,744 market value at $103.60 on 1/31/2025) |
| Unearned performance awards (PBRSUs) | 134,424 units ($13,926,327 market/payout value) |
| Ownership guidelines | No stock ownership requirements for executive officers |
| Hedging/Pledging | Prohibited for covered persons (including executives); includes options/derivatives, margin accounts, and collateral pledges |
| Deferred compensation balance (FY2025) | $31,106; earnings $1,487; no contributions |
Vesting schedule (selling pressure indicators):
- FY2024 RSUs: remaining two tranches vest on Mar 15, 2026 and Mar 15, 2027 .
- FY2023 RSUs: remaining half vests on Mar 15, 2026 .
- FY2023 PBRSUs (rTSR and financial): scheduled to vest on Mar 15, 2026 (subject to performance and service) .
- FY2025 PBRSUs (rTSR and financial): scheduled to vest on Mar 15, 2027 (subject to performance and service) .
Employment Terms
| Provision | Terms |
|---|---|
| Severance (without cause / resign for good reason) | Cash severance equal to 300% of then-current annual base salary; 2/3 payable promptly, remainder at 1-year anniversary; subject to release and covenants . |
| Non-compete / Non-solicit | 12 months post-termination; confidentiality obligations during and after employment . |
| Equity on termination | Unvested equity forfeited except death/disability: time-based awards and performance-determined portions vest immediately; undetermined performance portions vest immediately at target . |
| Change-in-control treatment | No special post-CoC acceleration; equity agreements do not provide exceptions beyond death/disability . |
| Clawback (NYSE Rule 10D-1) | Company must recover erroneously awarded incentive comp upon an accounting restatement (3-year lookback); FY2024 revision concluded no recovery required . |
| Trading policy | Insider trading policy on file; designed for compliance with insider trading laws and NYSE standards . |
Perquisites (FY2025 “All Other Compensation” detail):
- Personal use of company aircraft: $16,781 .
- Tax/financial planning: $15,000; charitable match $7,000; healthy rewards $58; other imputed amounts $21,275 .
Multi-year Compensation (Summary Compensation Table)
| Metric | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Salary ($) | $873,077 | $892,308 | $933,847 |
| Stock Awards ($) | $8,616,552 | $7,438,194 | $11,154,063 |
| Non-Equity Incentive Plan ($) | $993,125 | $1,145,724 | $924,509 |
| All Other Compensation ($) | $65,182 | $100,588 | $85,283 |
| Total ($) | $10,547,936 | $9,576,814 | $13,097,702 |
Compensation Structure Analysis
- Mix and metrics: Executive pay leans heavily to at-risk equity and cash tied to non-GAAP net revenue, non-GAAP operating income, and rTSR versus S&P 500 IT, reinforcing pay-for-performance alignment .
- Equity vehicles: Program uses RSUs and PBRSUs; the committee does not currently grant stock options to executive officers (reduces option repricing risk) .
- Governance and feedback: FY2024 Say-on-Pay received ~99% support; independent consultant Pay Governance engaged by the Compensation Committee .
Performance & Track Record
- Company operating metrics: FY2025 net revenue $95.6B, GAAP operating income $6.2B, non-GAAP operating income $8.5B, diluted EPS $6.38, non-GAAP diluted EPS $8.14, shareholder return $3.9B (buybacks + dividends) .
- rTSR achievement: FY2022–FY2025 rTSR cycle at 96th percentile; PBRSU rTSR paid at 200% of target, underscoring strong stock performance versus tech peers in that window .
Risk Indicators & Red Flags
- Hedging/pledging prohibited; reduces misalignment risk .
- No CoC acceleration; limits windfalls from transactions; death/disability acceleration applies .
- Clawback policy active; FY2024 revision triggered analysis with no recovery required .
- No executive ownership guideline; potential alignment critique mitigated by large, performance-based equity and vesting design .
Equity Ownership & Alignment (Detail)
| Category | FY2025 Ending Balance |
|---|---|
| Beneficial ownership (Class C) | 91,230 shares; percent “*” <1% |
| Not-vested stock awards | 269,901 units; $27,961,744 at $103.60 |
| Unearned PBRSUs | 134,424 units; $13,926,327 market/payout value |
| Deferred compensation | $31,106 balance; $1,487 earnings |
Employment Terms (Severance & CoC Economics)
| Item | Economics |
|---|---|
| Cash severance | 3× base salary ($2.82M using FY2025 base salary rate) |
| Equity on CoC | No automatic acceleration; only death/disability acceleration provisions |
| Restrictive covenants | 12-month non-compete/non-solicit; confidentiality continuing |
Investment Implications
- Near-term selling pressure risk: Multiple scheduled vesting events (Mar 15, 2026 and Mar 15, 2027) across RSUs and PBRSUs could create periodic liquidity events; rTSR and annual financial gates temper payouts to realized performance .
- Alignment and retention: Significant unvested equity, annual performance-linked cash, and 12-month non-compete/non-solicit support retention and alignment; lack of CoC acceleration reduces transaction windfall risk .
- Pay-for-performance signals: FY2025 IBP paid below FY2024 and FY2023, reflecting holistic individual modifier application (90%) despite above-target business performance; FY2025 financial PBRSU portion certified at 121%, and FY2022–FY2025 rTSR realized at 200% underscores strong relative shareholder returns .
- Governance quality: Independent Compensation Committee, external consultant (Pay Governance), robust clawback, and prohibited hedging/pledging lower governance and alignment risk; however, absence of formal executive ownership guidelines is a mild negative .