Kirk Chartier

About Kirk Chartier

Kirk Chartier is Chief Strategy Officer at Enova International (ENVA). He joined Enova in April 2013 as Chief Marketing Officer and subsequently became CSO; he was 61 as of December 31, 2024 . His background spans strategy, marketing, and technology leadership roles (optionsXpress/Charles Schwab, Zyman Group, GE) and he is a U.S. Marine Corps combat pilot (Desert Storm). Enova’s 2024 results tied to incentive pay included Revenue $2,658M (107% of target), Adjusted EBITDA $657M (110%), and Adjusted EPS $9.15 (116%), supporting above-target cash incentive payouts company-wide .

Past Roles

External Roles

No current public company directorships were disclosed in the executive officer biography reviewed .

Fixed Compensation

• Base salary levels and changes:

• Actual cash compensation (as reported in Summary Compensation Table):

• Retirement/deferred compensation (2024):

Performance Compensation

• 2024 STI plan design and company performance:

• 2024 individual cash incentive outcomes for Chartier:

• 2024 LTI mix and awards (time-based; no PSUs):
  • RSUs: 50% of LTI; vest 25% annually (1/4) .
  • Stock options: 50% of LTI; granted quarterly; vest 1/3 annually; 7-year term .

• Multi-year equity vesting/realization activity (trading-signal relevant):

Equity Ownership & Alignment

• Beneficial ownership and exercisable options:

• Unvested awards by grant year (intrinsic value context at 12/31/2024):

• Pledging/hedging:

  • Hedging, pledging, and margin accounts are prohibited for all directors/officers under the Insider Trading Policy .
  • Beneficial ownership table indicates none of the reported executive shares are pledged .

• Ownership guidelines:

  • Executive officers are required to hold stock equal to 3x base salary (CEO 5x; directors 5x retainer); executives/directors comply or are within the timeframe to achieve thresholds; retention of 50% of net shares until compliant .

Employment Terms

• Base salary and incentive targets (current-year decisions):

• Severance and Change-in-Control (CIC) economics (Chartier, as of 12/31/2024):

• CIC framework (policy summary):

  • For CEO: 2x salary and 2x greater of target or prior-year bonus; immediate vesting of outstanding LTI; continued health benefits for 24 months; outplacement up to $50k .
  • For other NEOs (incl. Chartier): Lump sum equal to 1x base salary and 1x greater of target or prior-year bonus; immediate vesting of outstanding LTI; 12 months of continued health benefits .

• Clawbacks:

  • SEC/NYSE-compliant incentive compensation recovery policy adopted Nov 2023; plan-level clawbacks in 2014 LTIP and Senior Executive Bonus Plan allow recoupment upon material restatement .

Additional Governance, Peer Benchmarking, and Say-on-Pay

• Compensation peer group used for 2024 decisions included: Bread Financial, Envestnet, Euronet Worldwide, Fair Isaac, FirstCash, Green Dot, Jack Henry, LendingClub, LendingTree, Morningstar, Navient, Nelnet, OneMain, PROG Holdings, SoFi, TransUnion; additions for 2025 decisions: NCR Atleos, Western Union . Target market positioning is generally between 50th–75th percentile for base salary, STI, and LTI, moving toward 75th for sustained superior performance .
• Say-on-Pay: 88.8% approval for 2023 compensation at the 2024 annual meeting, indicating strong shareholder support .

Investment Implications

• Alignment: High equity leverage via time-vested RSUs and substantial, quarterly-granted stock options creates strong sensitivity to share price appreciation; hedging/pledging bans and stock ownership guidelines reinforce alignment .
• Retention vs. selling pressure: Significant unvested equity across 2021–2024 (notably 20,918 unvested options from 2024 grants and multi-year RSUs) supports retention ; ongoing vesting and sizable option exercises in 2023–2024 (63k+ each year; $2.1–$2.9M value realized) suggest recurring liquidity events that could create periodic selling supply, depending on exercise-to-sell behavior .
• Pay-for-performance: 2024 company metrics exceeded targets, yielding above-target bonus payouts; Chartier’s total STI paid at 119% of target, with below-target discretionary component reflecting individual/qualitative assessments—an indicator that the committee differentiates payouts within a strong year .
• Change-in-control risk/cost: Double-trigger CIC with immediate vesting drives a sizeable potential payout for Chartier (estimated $8.86M at 12/31/2024), which could be viewed as a standard market feature but represents a meaningful transaction-related overhang for acquirers .
• Governance: Strong say-on-pay (88.8%) and active peer benchmarking mitigate compensation risk; absence of PSUs may be criticized by some investors, though committee notes options as performance-linked and reassesses mix annually .