Stephen Hamill
Chief Revenue Officer at EGHT
Executive
About Stephen Hamill
Stephen Hamill is Chief Revenue Officer (CRO) at 8x8 (EGHT), appointed in November 2025 following his success driving global adoption of 8x8’s CPaaS solutions; he previously led CPaaS as General Manager and is based in Singapore . His appointment comes as 8x8 shifts go-to-market toward unified, usage-led revenue, with Q2 FY26 usage revenue reaching 19% of service revenue and the company posting Q2 FY26 total revenue of $184.1M and continued positive operating cash flow . In FY2025, 8x8 returned to GAAP operating profit ($15.2M), generated $64M operating cash flow, and reduced debt by $73M, framing Hamill’s tenure within a profitability and cash discipline phase .
Company performance context
| Metric | FY 2025 |
|---|---|
| GAAP Operating Profit | $15.2M |
| Cash Flow from Operations | $64M |
| Debt Reduction During FY | $73M |
| Metric | Q2 FY2026 |
|---|---|
| Total Revenue | $184.1M |
| Service Revenue | $179.1M |
| Usage Revenue Share of Service Revenue | ~19% |
| Non‑GAAP Operating Profit | $17.3M |
| Adjusted EBITDA | $22.0M |
| Cash Flow from Operations | $8.8M |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| 8x8, Inc. | General Manager, CPaaS | — | Drove global adoption of CPaaS and growth in APAC; background cited in CRO appointment |
Fixed Compensation
- The November 4, 2025 8-K and related press materials announcing Hamill’s appointment as CRO do not disclose salary or bonus terms . He was not a named executive officer (NEO) in the FY2025 proxy, which lists the CEO, CFO, Chief Legal Officer, Chief Product Officer, and Chief Accounting Officer as NEOs .
Performance Compensation
- The appointment materials do not disclose Hamill’s equity awards or incentive metrics . The company’s FY2025 NEO long-term incentive (LTI) design provides context for executive pay structure, with 50% RSUs and 50% PSUs granted September 15, 2024; RSUs vest over three years (1/3 at first anniversary, remainder quarterly), and PSUs are earned over a three-year period tied primarily to cash flow from operations (CFFO) and time-vesting, with tranche certification by the Board .
Company executive LTI design (FY2025 NEOs)
| Instrument | Weight | Vesting / Performance | Notes |
|---|---|---|---|
| Time‑based RSUs | 50% | 3‑year vesting: 1/3 at 1‑year, remainder in eight quarterly installments | Granted Sept 15, 2024 |
| Performance‑based PSUs | 50% | Earned over 3‑year period; FY2025 plan tied to CFFO with time‑vesting upon Board certification | FY2025 “EPP” PSU framework disclosed for NEOs |
Example FY2025 EPP disclosure for NEOs (illustrative of plan mechanics)
| Metric | Target | Actual/Payout | Vesting |
|---|---|---|---|
| Cash Flow from Operations (CFFO) | Target shares per award | First tranche achievements disclosed; e.g., 42% of target earned for listed NEOs’ FY2025 EPP PSUs | Time-vesting occurs on Board certification date after applicable fiscal year |
Equity Ownership & Alignment
- Executive stock ownership guidelines (for NEOs) require accumulation within five years: CEO 6x salary; other executive officers covered as NEOs 1x initial base salary; unvested RSUs/PSUs do not count toward compliance . As of the FY2025 proxy, active NEOs were within the five‑year accumulation period .
Employment Terms
- At‑will employment and standard benefits: Company discloses that named executive officers are at‑will and eligible for standard benefits; executive management team and former directors are party to broad indemnification agreements .
- Executive Change‑in‑Control and Severance Policy: The company’s policy, most recently amended May 13, 2021, governs benefits for eligible named executive officers (provides double‑trigger CIC benefits; no single‑trigger vesting) .
Executive Change‑in‑Control and Severance Policy (company baseline for NEOs)
| Component | Change‑in‑Control (no termination) | CIC + Constructive Termination | Non‑CIC Constructive Termination |
|---|---|---|---|
| Cash | None | 100% base salary + 100% target bonus | 50% of base salary |
| Time‑based Equity | None | 100% acceleration (50% if CIC within 12 months of employment start) | None |
| Performance Equity | Performance measured as of CIC date; time‑vesting continues | 100% acceleration of shares for which performance conditions deemed satisfied | None |
| Benefits | None | Medical/other benefits for 12 months | COBRA/benefits for 6 months |
Notes: Performance under PSUs is assessed at CIC as if CIC date were end of performance period; time‑based vesting continues post‑CIC unless terminated in connection with CIC .
Investment Implications
- Go‑to‑market signal: Elevating a CPaaS‑oriented leader to CRO aligns with 8x8’s pivot toward usage‑based revenue, which reached ~19% of service revenue in Q2 FY26; this can improve growth durability but mixes in lower‑margin dollars, a tradeoff the company has acknowledged .
- Incentive alignment watch‑outs: Compensation terms for Hamill were not disclosed at appointment; investors should watch for subsequent 8‑K/Proxy detail on salary, bonus targets, and initial RSU/PSU grants, given company‑wide LTI designs tie to CFFO and time‑vesting and can influence near‑term selling windows upon vesting .
- Retention/COC risk: Company policy is double‑trigger with defined cash and equity acceleration for eligible NEOs, reducing single‑trigger windfalls; absence of disclosed terms for Hamill limits visibility on severance multiples or bespoke protections at this time .
- Execution lens: Q2 FY26 results show modest top‑line growth with continued cash generation; CRO success will be judged on pipeline quality, channel effectiveness, and multi‑product attach in the context of usage revenue scaling and margin mix management .