Katherine E. Trumbull
Executive Vice President, Chief Marketing Officer at DPZ
Executive
About Katherine E. Trumbull
Executive Vice President and Chief Marketing Officer of Domino’s Pizza, Inc. since November 1, 2024; joined Domino’s in 2011 after marketing roles at Procter & Gamble where she worked on Tide and Gain brands . She has led major brand and product initiatives including the 2025 “Dommmino’s” brand refresh, the launch of Parmesan Stuffed Crust, and multiple value-led promotions that support the company’s Hungry for MORE strategy . Company performance during her tenure included Q3 2025 global retail sales growth (FX-neutral) of 6.3%, U.S. same-store sales growth of 5.2%, international same-store sales growth (FX-neutral) of 1.7%, global net store growth of 214, and income from operations up 12.2% . Education and age are not disclosed in available filings; she is listed among executive officers in the company’s proxy .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Domino’s Pizza, Inc. | EVP, Chief Marketing Officer | Nov 2024 – Present | Leads global marketing; spearheaded 2025 brand refresh “Dommmino’s” and value-led campaigns . |
| Domino’s Pizza, Inc. | SVP & Chief Brand Officer | Mar 2023 – Oct 2024 | Oversaw advertising, media, product innovation, national sales; advanced Hungry for MORE strategy and revamped loyalty program . |
| Domino’s Pizza, Inc. | VP Advertising; Director of Digital Advertising; Director of Loyalty; Program Leader, Hispanic Marketing | 2011 – 2023 (dates not further specified) | Drove major campaigns including Carryout Tips, Emergency Pizza, Pinpoint Delivery, New York Style Pizza, and Quality Captains . |
| Procter & Gamble | Brand/Marketing roles (Tide, Gain) | Not disclosed | Led work on iconic CPG brands; foundation for consumer-centric marketing approach . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Procter & Gamble | Brand/Marketing (Tide, Gain) | Not disclosed | Large-scale CPG brand experience; informs Domino’s creative and strategic marketing . |
Performance Compensation
Company program design applies to executive officers (including CMO) via the AIP (annual cash) and EIP (PSUs, RSUs, options), with metrics and vesting set by the Compensation Committee .
| Incentive | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| AIP (FY 2024) | Incentive Adjusted EBITDA | Not disclosed | 100% of target | 100.64% of target | 106.4% of target | Annual cash payout per AIP terms |
| PSUs (2022 grant; perf. period 2022–2024) | Cumulative Adjusted Total Segment Income | 70% | $3,029.0mm | $2,847.8mm | 70.1% before TSR | Vests Mar 10, 2025; final payout 59.6% after TSR −15% |
| PSUs (2022 grant; perf. period 2022–2024) | Cumulative Global Retail Sales (FX-neutral) | 30% | $61,967.0mm | $58,283.4mm | 70.3% before TSR | Vests Mar 10, 2025; final payout 59.6% after TSR −15% |
| PSUs (2024 grant; perf. period 2024–2026) | Annual Incentive Adjusted EBITDA growth | 70% | Annual growth targets set at grant; undisclosed until end of period | N/A | 0–200% of target before TSR (+/−25%) | Earned shares delivered after period; subject to employment |
| PSUs (2024 grant; perf. period 2024–2026) | Annual Global Retail Sales growth (FX-neutral) | 30% | Annual growth targets set at grant; undisclosed until end of period | N/A | 0–200% of target before TSR (+/−25%) | Earned shares delivered after period; subject to employment |
Long-term equity vehicles and vesting mechanics:
- RSUs: Time-vesting RSUs typically vest ratably over three years; March 2024 awards vest on Mar 11, 2025, Mar 11, 2026, and Mar 11, 2027 .
- Options: 10-year term; vest in equal annual installments over three years; exercise price = grant date close .
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 6x salary, President 4x, other executives 3x salary; five-year accumulation period; unvested PSUs and unexercised options do not count; executives and directors with completed accumulation period are in compliance .
- Anti-pledging and anti-hedging: Prohibited for directors and employees under Insider Trading Policy .
- Clawback policy: Nasdaq- and SEC-compliant recoupment of incentive compensation upon restatement; excess incentive comp must be recouped based on restated amounts .
- Beneficial ownership: The 2025 proxy discloses beneficial ownership for NEOs and directors; Kate Trumbull is not a named executive officer in FY2024, so her specific shareholdings are not listed .
Employment Terms
- Employment agreements (structure): Named executive officers have two-year non-competition and non-solicitation covenants; severance includes base salary multiples and prorated target AIP; COBRA premiums during severance periods .
- Change-in-control equity acceleration (EIP): Unvested options and RSUs vest in full; PSUs accelerate at greater of target or actual (for 2022 cumulative PSUs) and at target for annual-growth PSUs (2023/2024 grants), with certified annual achievements used where applicable .
- Tax gross-ups: No tax gross-ups on change-in-control payments; CEO aircraft personal use does not receive gross-up .
- Severance economics (illustrative for NEOs; not specific to CMO): CEO 2x base salary; CFO 1.5x; President/CTO/CSCO 1x; plus prorated target AIP and healthcare; equity effects and totals modeled in proxy (company-wide framework) .
Note: Kate Trumbull is not included among FY2024 named executive officers, so her individual base salary, bonus target, equity grant values, and specific severance terms are not disclosed in the proxy .
Fixed Compensation
Not disclosed for Kate Trumbull; she was not a FY2024 named executive officer, and the proxy only itemizes fixed and total compensation for NEOs .
Performance Compensation
See tables above for 2024 AIP payout and PSU program design and results; these structures apply to executive officers under the company-wide AIP and EIP .
Track Record, Value Creation, and Execution Risk
- Strategic initiatives: Led Domino’s 2025 brand refresh “Dommmino’s,” new product launches (e.g., Parmesan Stuffed Crust; Spicy Chicken Bacon Ranch), and sustained value-led promotions (“Best Deal Ever,” $6.99 carryout week) to drive craveability and demand .
- Performance context: Q3 2025 reported global retail sales growth (FX-neutral) +6.3%, U.S. same-store +5.2%, international same-store (FX-neutral) +1.7%; income from operations +12.2%; supports linkage between marketing execution and operating results .
- Pay-for-performance alignment: AIP tied to Incentive Adjusted EBITDA; PSUs tied to profitability and FX-neutral global retail sales growth with relative TSR modifier; 2022 PSUs paid at 59.6% after TSR adjustment, evidencing performance sensitivity .
Compensation Committee Analysis
- Independent consultant: Meridian Compensation Partners supports peer benchmarking and total direct compensation reviews .
- Pay positioning: Target total direct compensation generally set around median; heavy emphasis on variable pay (2024: ~89% CEO, ~77% other NEOs variable) .
- Say-on-pay: 93.91% approval at 2024 annual meeting .
Related Party Transactions and Risk Indicators
- Related party transactions: Time-sharing agreement with CEO for corporate aircraft; described in proxy; no tax gross-up .
- Risk mitigants: Anti-pledging/hedging, capped AIP maximum, clawback policy, annual risk assessment of incentives .
- Legal proceedings and investigations: Not disclosed for Kate Trumbull; broad shareholder litigation press releases exist but are unrelated to her role specifically (listing index only).
Investment Implications
- Alignment: The executive incentive framework emphasizes profitability (Incentive Adjusted EBITDA), FX-neutral global retail sales growth, and relative TSR, which should align the CMO’s marketing priorities with value creation and shareholder outcomes .
- Retention risk: Multi-year RSU and option vesting schedules support retention; PSUs add performance contingency; equity acceleration in a covered transaction could pull-forward vesting and create event-driven selling pressure, but anti-pledging reduces collateralization risk .
- Execution watchpoints: Sustaining same-store momentum and brand craveability post-refresh; balancing deep value promotions with margin discipline; TSR modifier on PSUs heightens sensitivity to sector-relative performance .
- Disclosure gaps: Lack of NEO status in FY2024 limits visibility into Kate Trumbull’s individual compensation mix and ownership, but company-wide policies and incentive structures provide a clear framework for pay-performance alignment .