Alexander Schildt
DHI GROUPAbout Alexander Schildt
Alexander Schildt is President of ClearanceJobs at DHI Group (DHX), appointed January 13, 2025; he is 48 years old and holds a B.S. from West Virginia University . He previously served as VP of Sales at ClearanceJobs (2021–2025) and has deep sales leadership experience across technology and healthcare talent marketplaces . Company performance context for incentive alignment: in 2024 DHI revenue fell 7% to $141.9M, Bookings fell 8% to $140.6M, Net Income was $0.3M, and Adjusted EBITDA was $35.3M with a 25% margin; 2024 Senior Bonus Plan funding was 92.7% and PSUs achieved 79.3% of target . DHI’s total stockholder return (value of a fixed $100 investment) ended 2024 at $59 versus 2023 at $86, highlighting equity value pressures .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| ClearanceJobs (DHI Group) | VP of Sales | 2021–2025 | Led sales prior to strategic reorg; positioned for cleared talent market expansion |
| Raxia | Executive Vice President | 2020–2021 | Senior commercial leadership |
| Rural Physicians Group | VP Sales & Marketing | 2018–2020 | Scaled commercial functions in healthcare staffing |
| Health eCareers | Various roles incl. Head of Sales | 2013–2018 | Built enterprise sales capabilities in tech-enabled talent marketplace |
External Roles
No public company directorships or external board roles disclosed for Schildt .
Performance Compensation
DHI’s executive incentive architecture (applies to NEOs and informs senior management incentives): annual cash bonuses funded 50% by revenue and 50% by Adjusted EBITDA/Margin with stringent thresholds; 2024 plan funded at 92.7% of target; LTIP consists of PSUs tied to Bookings and time-based restricted stock vesting over three years .
PSUs (earned and vesting)
| Metric | Weighting | Target | Actual | Payout (Units) | Vesting |
|---|---|---|---|---|---|
| Bookings (Company LTIP) | Not disclosed for Schildt | Not disclosed | 79.3% achievement for 2024 PSUs | 6,394 PSUs earned | 1,109 on 2026-01-24; 2,643 on 2026-01-26; 2,642 on 2027-01-26 |
Restricted Stock (time-based vesting schedule)
| Vesting Date | Shares |
|---|---|
| 2025-07-25 | 3,334 |
| 2026-01-24 | 3,334 |
| 2026-01-26 | 5,000 |
| 2026-01-27 | 13,334 |
| 2026-07-25 | 3,333 |
| 2027-01-26 | 5,000 |
| 2027-01-27 | 13,333 |
| 2028-01-27 | 13,333 |
LTIP design: PSUs earned based on Bookings then vest one-third annually post-certification; restricted stock vests one-third annually over three years . 2024 PSU certification and achievement were approved by the Compensation Committee .
Equity Ownership & Alignment
| Category | Shares/Units | Notes |
|---|---|---|
| Direct common shares | 36,668 (calculated) | Derived from total less unvested RS and earned PSUs |
| Unvested restricted stock | 60,001 | Time-based vesting per schedule; service requirement |
| Earned PSUs (unvested) | 6,394 | Vests 2026–2027 per certification |
| Total beneficial ownership | 103,063 | Form 3, Direct (D) ownership |
| Ownership % of outstanding | ~0.21% | 103,063 ÷ 48,275,693 shares outstanding on 4/1/2025 |
| Shares pledged as collateral | None disclosed | No pledging disclosure; company prohibits hedging and margin transactions |
| Stock ownership guidelines | 1.0x base salary within 5 years (other execs) | All officers/directors compliant or within phase-in period |
Hedging and margin transactions prohibited for officers/directors (short sales, derivatives, margin purchases) . Equity plans disallow option repricing without shareholder approval; clawback policies in place under Rule 10D-1 and legacy policy .
Employment Terms
- Role and Section 16 status: President, ClearanceJobs; Form 3 filed with event date January 28, 2025; POA executed January 27, 2025 for Section 16 filings .
- Compensation agreement: No individual employment agreement for Schildt was filed; governance context shows executive employment agreements exist for CFO/CLO including non-compete (12 months), non-solicit (12 months), severance tiers, and double-trigger CoC terms—indicative of standard executive constructs but not disclosed for Schildt specifically .
- Bonus plan design: Senior Bonus Plan uses revenue and Adjusted EBITDA/Margin; covers NEOs and “other members of senior management beyond our NEOs” (indicative applicability to business unit presidents) .
- Clawbacks: Incentive Compensation Recovery Policy effective Oct 2, 2023 per NYSE Rule 10D-1; legacy clawback covers pre-10/2/2023 awards with misconduct/restatement triggers .
Company Performance Context (for incentive alignment)
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Revenue ($M) | 151.9 | 141.9 |
| Bookings ($M) | 153.2 | 140.6 |
| Net Income ($M) | 3.5 | 0.3 |
| Adjusted EBITDA ($M) | 36.3 | 35.3 |
| Adjusted EBITDA Margin (%) | 24% | 25% |
| Senior Bonus Plan Funding | — | 92.7% |
| PSU Achievement (2024 grants) | — | 79.3% |
Performance & Track Record
- ClearanceJobs market leadership and product expansion: As President, Schildt is publicly positioned on market compensation dynamics and staffing solution expansions, emphasizing data-driven recruiting and national security expertise .
- Quotes: “Security-cleared professionals are making strategic career moves…” (CEO commentary) and “We combine a data-driven approach…” (Schildt) highlight focus on monetizing demand for cleared talent via platform and staffing offerings .
Trading Signals and Insider Activity
- Initial beneficial ownership reported via Form 3; no Form 4 insider transactions found to date for Schildt (post-Section 16) in available filings search .
- Upcoming unlocks: Multiple RS and PSU vesting dates concentrated in Jan 2026–Jan 2028 could create scheduled supply; all contingent on continued service .
Compensation Structure Analysis
- Shift away from options: Company has not granted stock options to NEOs in recent years; LTIP emphasizes PSUs and restricted stock (lower risk, stronger retention) .
- Pay-for-performance alignment: Incentives tied to revenue and Adjusted EBITDA/Margin in cash plan; Bookings in PSUs—aligns Schildt’s business unit focus with enterprise value drivers; 2024 below-target revenue/Bookings drove sub-100% PSU achievement (79.3%) and sub-100% bonus funding (92.7%) .
- Governance safeguards: Clawbacks, anti-hedging, and ownership guidelines reduce misalignment and speculative behavior .
Risk Indicators & Red Flags
- Hedging/margin prohibited; no pledging disclosed (reduces misalignment risk) .
- No related party transactions disclosed since Jan 1, 2024 (clean conflicts profile) .
- Equity award repricing prohibited without shareholder approval .
- Company TSR declined in 2024 (value of $100 investment fell to $59), suggesting external market/performance headwinds could impact realized compensation from equity awards .
Investment Implications
- Alignment: Schildt’s earned PSUs and significant unvested restricted stock create strong multi-year retention and value-creation incentives tied to Bookings and stock price appreciation .
- Near-term supply: A cluster of vesting dates in 2026–2028 could add selling pressure, although service-contingent vesting and ownership guidelines may moderate immediate sales; monitor for any Form 4 filings around vest dates .
- Execution focus: ClearanceJobs expansion into staffing solutions and continued leadership in cleared-talent marketplaces positions Schildt’s business to drive Bookings—directly linked to LTIP outcomes; watch quarterly commentary for Bookings trajectory versus 2024 baselines .
- Governance: Robust clawbacks and anti-hedging policies reduce adverse incentive risks; absence of pledging/related party transactions is favorable for alignment .