Stephen Hamill
8X8 INC /DE/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 .