Jereme Sylvain - Executive Vice President, Chief Financial Officer | DEXCOM (DXCM) Executive Profile & Compensation

About Jereme Sylvain

Jereme M. Sylvain is Executive Vice President and Chief Financial Officer of DexCom, Inc., serving as CFO since March 2021 and Chief Accounting Officer since March 2020. He is 45 years old as of March 13, 2025, holds a B.A. in Finance from Arizona State University and an M.S. in Accountancy from the University of Notre Dame, and is a Certified Public Accountant . Company performance during his finance leadership tenure includes strong revenue and earnings growth and TSR-linked PSU designs; Dexcom’s five-year absolute TSR was 314% through year-end 2023 (CAGR 33%), and 42% through year-end 2024 as markets normalized .

Company performance trends

Metric ($USD Millions)	FY 2020	FY 2021	FY 2022	FY 2023	FY 2024
Revenues	1,926.7	2,422.5	2,964.9	3,608.6	4,034.6
EBITDA	$354.2*	$367.8*	$547.1*	$783.7*	$817.7*
Net Income - (IS)	$549.7	$216.9	$341.2	$541.5	$576.2
Values retrieved from S&P Global.
Note: EBITDA values marked with * are from S&P Global and do not carry document citations.

Past Roles

Organization	Role	Years	Strategic Impact
DexCom, Inc.	EVP, CFO	Mar 2021–present	Finance leadership; equity program tied to Adjusted Revenue and Relative TSR
DexCom, Inc.	SVP Finance & Chief Accounting Officer	Mar 2020–Mar 2021	Oversight of accounting and control, transitioned to CFO
DexCom, Inc.	VP Finance & Corporate Controller	Sep 2018–Mar 2020	Built finance and reporting processes during growth
NuVasive, Inc.	VP Corporate Controller; Chief Accounting Officer	Mar 2014–Sep 2018	Led corporate accounting and controls at med-tech peer
Thermo Fisher Scientific	Senior Director, Finance	Feb 2014–2014	Responsible for global accounting for life sciences solutions group post Life Technologies acquisition
Life Technologies/Invitrogen	Multiple finance and accounting roles	2007–Feb 2014	Progressively senior finance roles in life sciences
Ernst & Young LLP	Public accounting	—	Foundation in audit; earned CPA

External Roles

Organization	Role	Years	Notes
DexCom subsidiaries	Director (subsidiaries)	FY 2022	Received director fees for certain subsidiaries

No public company board roles for Mr. Sylvain are disclosed in DXCM proxies .

Fixed Compensation

Year	Base Salary ($)	Target Bonus %	Actual Bonus Paid ($)
2021	379,500	75%	372,859
2022	426,288	75%	365,915
2023	533,599	75%	560,279
2024	609,323	75%	— (no NEIP for Sylvain in 2024 SCT)

Performance Compensation

Annual Cash Bonus Design (non-CEO NEOs)

Weighting: Adjusted Revenue 60%, Non-GAAP Operating Margin 40%; Individual Performance Multiplier can adjust 0–200% .
Definitions: Adjusted Revenue excludes FX and acquisition/disposition effects; Non-GAAP Operating Margin is Non-GAAP Operating Income divided by GAAP Revenue .

2021 Bonus Outcomes (Non-CEO NEOs)

Metric	Weighting	Target	Actual	Payout/Multiplier	Vesting/Notes
Adjusted Revenue ($B)	60%	—	$2.42	133% component; 80% contribution	Final payout 131% of target; Individual Multiplier 100%
Non-GAAP Operating Margin (%)	40%	—	15.14%	150% component; 30% contribution	As above
Total Financial Performance Multiplier	—	—	—	131%	2021 bonus paid $372,859

2022 Bonus Outcomes (Non-CEO NEOs)

Metric	Weighting	Target	Actual	Payout/Multiplier	Vesting/Notes
Adjusted Revenue ($B)	60%	—	$2.965	111%; contributes 67% (other NEOs)	Financial Performance Multiplier 109%
Non-GAAP Operating Margin (%)	40%	—	16.67%	105%; contributes 42% (other NEOs)	Individual Performance Multiplier 105% (Sylvain)
Total Financial Performance Multiplier	—	—	—	109%	2022 bonus paid $365,915

Equity Incentives (RSUs and PSUs)

PSUs: For other NEOs, 30% of annual equity awards in 2024; Combined multiplier = Corporate Performance Multiplier (0–160%) × Relative TSR Multiplier (0–125%) with 200% max .
RSUs: Time-based, vest over 3 years in equal annual installments from grant date .
2023 grants (Sylvain): 21,769 RSUs (FVA $2,454,215) and 5,443 PSUs target (FVA $672,967) .
2022 grants (Sylvain): 21,188 RSUs (FVA $2,123,016) and 5,300 PSUs target (FVA $574,727) .

Equity Ownership & Alignment

Beneficial Ownership

As-of Date	Shares Beneficially Owned (#)	% of Shares Outstanding
Mar 27, 2024	32,112	<1%
Mar 13, 2025	40,153	<1%

Vested vs Unvested and Unearned Equity (Outstanding at Year-End)

As-of Date	Unvested RSUs (#)	Market Value of Unvested RSUs ($)	Unearned PSUs (#)	Market/Payout Value of Unearned PSUs ($)
Dec 31, 2023	55,980	$6,946,557	21,486	$2,666,198
Dec 31, 2024	53,211	$4,138,219	33,218	$2,583,364

Ownership Policies

Stock ownership guidelines: CEO 6x base salary; other executive officers 3x base salary; includes unvested time-based RSUs (options excluded in 2024 policy); all NEOs three years+ in compliance as of 2024 and 2025 .
Anti-hedging: Executives and directors prohibited from hedging or short sales; trading windows apply .
Pledging: No pledging footnotes indicated for Mr. Sylvain in security ownership tables .
2023 Stock Vested: 27,292 shares vested for Mr. Sylvain; value realized $3,160,468; no options exercised by NEOs in 2023 .

Deferred Compensation

Year	Executive Contributions ($)	Registrant Contributions ($)	Aggregate Earnings ($)	Year-End Balance ($)
2021	186,430	—	—	186,430
2023	280,140	—	77,322	554,848

Employment Terms

Severance & Change-in-Control (Illustrative as of year-end)

As-of Date	Scenario	Cash Severance ($)	Target Bonus Multiple ($)	PSU Acceleration ($)	RSU Acceleration ($)	COBRA ($)	Total ($)
Dec 31, 2022	Qualifying Termination (No CoC)	436,425 (12 months base)	365,915 (target bonus)	—	—	19,781	822,121
Dec 31, 2022	Double Trigger CoC	436,425	365,915	1,527,257	6,152,556	19,781	8,501,934
Dec 31, 2023	Qualifying Termination (No CoC)	554,260	400,199	—	—	24,580	979,039
Dec 31, 2023	Double Trigger CoC	1,108,520	800,399	2,771,302	6,056,709	49,161	10,786,091
Dec 31, 2024	Qualifying Termination (No CoC)	620,771	456,992	—	—	25,305	1,103,068
Dec 31, 2024	Double Trigger CoC	1,241,542	913,985	984,879	3,703,796	50,611	6,894,813
Notes: Severance Plan provides for cash severance based on base salary and multiples of target bonus; double-trigger CoC adds equity acceleration for RSUs and PSUs and COBRA continuation; amounts assume stock prices at fiscal year-end and are illustrative .

Clawback Policy

Compensation recovery allows forfeiture/recovery of cash and equity incentive comp if an executive’s fraud or intentional illegal conduct materially contributed to a restatement; company maintains strong governance and risk controls .

Investment Implications

Pay-for-performance alignment: Sylvain’s incentive mix uses Adjusted Revenue, Non-GAAP Operating Margin, and Relative TSR multipliers across cash bonuses and PSUs, supporting alignment to revenue growth and shareholder returns; PSU weight for non-CEO NEOs increased to 30% of annual equity in 2024, increasing performance leverage .
Retention risk: Supplemental RSUs in Dec 2021 and sizeable ongoing RSU grants that vest over three years indicate active retention management; 2024 bonus paid “—” for Sylvain while equity remained robust, which could increase near-term liquidity needs but is mitigated by deferred compensation participation .
Insider selling pressure: 2023 vesting created 27,292 shares of supply for Sylvain; no option exercises; equity acceleration in CoC scenarios suggests material incremental supply under transactions, especially RSU acceleration .
Ownership alignment: Beneficial ownership below 1% but compliant with 3x salary ownership guidelines; anti-hedging policy in place; no pledging footnotes identified for Sylvain .
Execution track record: Finance leadership tenure spans a period of strong top-line expansion from $1.93B to $4.03B and rising net income, with five-year TSR normalizing in 2024 after outsized gains through 2023, consistent with PSU design benchmarking vs Nasdaq Composite/S&P Health Care Equipment indices .