Anthony Gonzalez
DXC TechnologyAbout Anthony Gonzalez
Anthony Gonzalez, age 40, has served as an independent director of DXC Technology since January 5, 2023, and is a member of the Compensation Committee . He is currently co-Chief Executive Officer of Cobalt Service Partners (since November 2023) and previously served as an Executive in Residence at private equity firm Alpine Investors (March–November 2023) . Gonzalez represented Ohio’s 16th Congressional District in the U.S. House of Representatives (2019–Jan 2023), with policy work spanning capital markets, financial technology, and climate issues; he holds degrees from The Ohio State University and Stanford Graduate School of Business and earlier played five seasons in the NFL, retiring in 2012 .
Past Roles
| Organization | Role | Tenure | Committees/Impact |
|---|---|---|---|
| Cobalt Service Partners | co-Chief Executive Officer | Nov 2023–present | Co-CEO leadership of services business |
| Alpine Investors | Executive in Residence | Mar 2023–Nov 2023 | PE-focused operating and diligence role |
| U.S. House of Representatives (OH-16) | U.S. Congressman | 2019–Jan 2023 | House Financial Services; Science, Space & Technology; China Task Force; Select Committee on the Climate Crisis; Vice Ranking Member, Diversity & Inclusion Subcommittee |
| InformedK12 (formerly Chalk Schools) | Chief Operating Officer | Jul 2015–Jun 2017 | Led commercial/business functions; helped triple business size |
| Beneco, Inc. | Director of Business & Corporate Development; Board Observer | Jun 2014–Jun 2015 | Stabilized business through ownership and CEO transitions |
| National Football League | Player (first-round pick, Indianapolis Colts); retired | Five seasons; retired 2012 | Professional athletics; leadership and team experience |
External Roles
| Organization | Role | Public/Private | Notes |
|---|---|---|---|
| Cobalt Service Partners | co-Chief Executive Officer | Private | Current operating role |
| Alpine Investors | Executive in Residence | Private | Prior role in 2023 |
| Other Public Company Boards | — | — | None disclosed for Gonzalez |
Board Governance
| Item | Detail |
|---|---|
| Independence | Independent director under NYSE and DXC guidelines (all nominees except CEO are independent) |
| Committee Assignments | Compensation Committee member (not Chair) |
| Committee Chairs | None (Compensation Committee chaired by Akihiko Washington) |
| Attendance | No director attended fewer than 91% of applicable Board/committee meetings in FY2025; Board met 7x, Compensation 4x |
| Annual Meeting Attendance | All then-serving directors attended the 2024 Annual Meeting |
| Executive Sessions | Independent directors held four executive sessions in FY2025 |
| Limits on Other Boards | DXC guidelines restrict overboarding; case-by-case review for conflicts |
Fixed Compensation (Non-Employee Director Pay – FY2025)
| Component | Amount (USD) |
|---|---|
| Annual Cash Retainer | $100,000 |
| Committee Member Cash Retainer (Compensation) | $10,000 |
| Additional Meeting Fees | $6,000 (policy: $2,000 per meeting above thresholds) |
| Total Cash Earned | $116,000 |
Notes:
- Additional meeting fee policy: $2,000 per meeting above thresholds (Board >6; Audit >8; Compensation/Nominating >6) .
- Directors may defer cash under the Deferred Compensation Plan -.
Performance Compensation (Equity Awards – Director Program)
Directors receive time-based RSUs (no performance metrics). Awards vest at the earlier of the first anniversary of grant or the next annual meeting.
| Equity Element | Detail |
|---|---|
| Annual Equity Value | $240,000 target |
| Grant Mechanics | RSUs; scheduled to vest in full on the next annual meeting date |
| FY2025 Grant to Directors | 12,300 RSUs (August 13, 2024 grant at $19.55), vesting on July 22, 2025 |
| Gonzalez FY2025 Stock Awards (Grant-Date Fair Value) | $240,465 |
| RSU Deferral Options | Directors may defer RSU settlement to a fixed date (up to 15 years) or separation; lump sum or installments |
Clarification: Non-employee director equity is time-vesting only; there are no revenue/EBIT/TSR performance metrics attached to director RSUs .
Other Directorships & Interlocks
| Category | Detail |
|---|---|
| Current Public Company Boards | None disclosed for Gonzalez |
| Prior Public Company Boards (past 5 years) | None disclosed for Gonzalez |
| Compensation Committee Interlocks | None; no DXC executive served on boards of companies with executive officers on DXC’s Compensation Committee |
Expertise & Qualifications
- Government/Regulatory & Public Policy; ESG experience from Congressional service .
- Leadership and Management; Audit & Financial Expertise; Capital Markets & Treasury (Board Skills Matrix) .
- Workforce transformation and culture building; professional services/technology familiarity .
Equity Ownership
| Item | Detail |
|---|---|
| Beneficial Ownership (as of May 28, 2025) | 28,500 shares; <1% of outstanding |
| Unvested RSUs Included | 12,300 RSUs count toward beneficial ownership if vest/settle within 60 days of reference date |
| Director Ownership Guidelines | 5x annual cash retainer within 5 years; RSUs and directly held shares count |
| Hedging/Pledging | Prohibited by insider trading policy; no pledging allowed |
| Ownership as % of Shares Outstanding | Less than 1% (DXC shares outstanding: 181,960,791) |
Related-Party Transactions and Conflicts
- DXC policy requires Nominating/Corporate Governance Committee approval of any related-party transactions >$120,000 involving directors or their immediate families .
- Fiscal 2025: No related-party transactions requiring disclosure/approval were identified .
Compensation Structure Analysis (Signals)
- Director pay follows a standard mix of cash + time-based RSUs with annual vesting aligned to annual meeting; no performance equity—appropriate for non-employee directors and reduces pay volatility -.
- Strong alignment mechanisms: five-year 5x-retainer ownership guideline; anti-hedging and anti-pledging policies; RSU deferral flexibility enhances long-term alignment .
Say-on-Pay & Shareholder Feedback (Context for Governance)
- 2024 Say-on-Pay approval received ~89% support; ongoing outreach program in FY2025 covered investors representing ~21% of outstanding shares .
- Compensation Committee emphasizes pay-for-performance for executives; not directly about director pay but signals compensation governance rigor .
Governance Assessment
- Strengths: Independent status; Compensation Committee membership without interlocks; high attendance (at least 91%); standard director pay structure; robust ownership guidelines; anti-hedging/pledging; no related-party transactions disclosed - .
- Expertise fit: Public policy, ESG, and workforce/culture transformation experience complements DXC’s oversight needs (cyber/AI/ESG overseen at board level) -.
- RED FLAGS: None observed in disclosed materials—no attendance shortfalls, no conflicts/related-party transactions, no pledging/hedging permitted, and no committee interlocks .