Juan Navarro
ENTRAVISION COMMUNICATIONSAbout Juan Navarro
Juan Navarro is Entravision’s Chief Revenue Officer (CRO), appointed October 15, 2024, with more than 20 years in Spanish‑language media; he previously served as EVP, Integrated Marketing Solutions (IMS) in 2024 and Regional VP, IMS (2019–2023). He holds an MBA from UCLA Anderson and a BS from USC, and is 62 years old per the company’s management roster as of April 17, 2025 . During his early CRO tenure, Entravision navigated the wind‑down of Meta’s ASP program (EGP divestiture) and missed 2024 bonus thresholds on revenue and adjusted EBITDA, with TSR also down in 2024, underscoring a challenging turnaround mandate for revenue leadership .
Company performance context
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Total Shareholder Return – Value of $100 (year-end) | 72 | 66 | 41 |
| GAAP Net Income (Loss) ($MM) | 18 | (15) | (149) |
| Metric | 2024 |
|---|---|
| Revenue ($USD Thousands) | $743,816 |
| Consolidated Adjusted EBITDA ($USD Thousands) | $49,531 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Entravision | Chief Revenue Officer | Appointed Oct 15, 2024 – Present | Leads revenue across TV, radio, digital; tasked with growth post Meta ASP wind‑down and EGP sale . |
| Entravision | EVP, Integrated Marketing Solutions | Jan 2024 – Oct 2024 | Led integrated sales; bridge to CRO role . |
| Entravision | Regional VP, Integrated Marketing Solutions | Aug 2019 – Dec 2023 | Regional sales leadership across key markets . |
| Entravision | Interactive Sales Manager | 8 years (dates not disclosed) | Digital sales leadership in earlier career phase . |
Fixed Compensation
- Navarro’s specific base salary, target bonus, and perquisites were not disclosed in the 8‑K announcing his appointment nor in the 2025 proxy, and no compensatory arrangements were described at appointment (Item 5.02 stated there were no arrangements/understandings pursuant to which he was appointed) .
- Company context: 2025 shifts for named executive officers (CEO, COO, CFO) reduced base salaries (to $500,000) and suspended cash bonuses, with larger equity grants; these changes were not stated as applying to Navarro . The 2025 proxy notes NEOs were not “covered executives” in the 2025 cash bonus plan .
Performance Compensation
Company annual cash bonus framework (2024) and results
| Metric | Weight | 2024 Threshold Policy | 2024 Actual vs Threshold | 2024 Payout Outcome |
|---|---|---|---|---|
| Revenue | 50% | Threshold required 2024 to exceed 2023 for payout | Below threshold due to ASP termination/EGP sale | 0% of metric weight |
| Consolidated Adjusted EBITDA | 50% | Threshold required 2024 to exceed 2023 for payout | Below threshold | 0% of metric weight |
- Discretionary outcomes: despite missed goals, the Compensation Committee paid $100,000 discretionary bonuses to COO and CFO for strategic execution on the EGP sale; no such discretionary award is disclosed for Navarro .
- Equity design (company context for NEOs in 2024): 50% time‑based RSUs (4‑year vesting) and 50% performance units with stock‑price hurdles over up to 5 years; Navarro‑specific equity awards were not disclosed .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (Class A) | 136,492 shares held of record by Juan Navarro as of April 17, 2025 . |
| Ownership as % of outstanding | <1% (asterisked in table); 81,623,559 Class A shares outstanding as of April 17, 2025 . |
| Vested vs unvested breakdown | Not disclosed for Navarro; unlike several directors, he is not listed with RSUs releasable within 60 days . |
| Options (exercisable/unexercisable) | Not disclosed for Navarro . |
| Shares pledged as collateral | Company policy prohibits hedging and pledging by directors, officers, and employees; no pledging disclosed for Navarro . |
| Ownership guidelines | Director stock ownership guidelines exist; no executive ownership guideline disclosure found . |
| Clawback | Company adopted a Compensation Recovery Policy in Oct 2023 per SEC/NYSE requirements . |
Employment Terms
| Term | Disclosure |
|---|---|
| Appointment/role | Appointed CRO effective October 15, 2024 . |
| Appointment arrangements | No arrangements/understandings pursuant to which appointed; no family relationships; no related‑party transactions requiring disclosure . |
| Employment agreement | Not disclosed for Navarro . |
| Severance/change‑of‑control | Company Severance Plan covers key executives selected by the Compensation Committee; participation is disclosed for certain NEOs, but not for Navarro . |
| Non‑compete / non‑solicit | Not disclosed for Navarro . |
| Clawback / hedging & pledging | Clawback policy adopted Oct 2023; hedging and pledging prohibited for officers . |
Investment Implications
- Alignment and selling pressure: Navarro holds common stock but no RSUs releasable within 60 days are disclosed; the company’s anti‑pledging/hedging policy lowers forced‑sale risk and hedging misalignment for insiders, reducing near‑term selling pressure signals for Navarro specifically .
- Pay‑for‑performance and incentive levers: Companywide 2024 bonuses tied 50/50 to revenue and adjusted EBITDA paid 0% on formula; discretionary bonuses to two NEOs despite missed targets suggest the Committee will use discretion in exceptional circumstances—investors should monitor whether the CRO’s 2025+ plan ties to measurable revenue/margin rebuild goals post‑Meta ASP exit and EGP divestitures (not disclosed for Navarro to date) .
- Retention and severance risk: NEOs received 2025 amendments to preserve severance calculations at 2024 salary/bonus levels; Navarro’s participation is not disclosed, leaving limited visibility on his severance economics and retention protections—an information gap for risk assessment .
- Execution risk and value creation: 2024 revenue ($743.8M) and adjusted EBITDA ($49.5M) fell below bonus thresholds amid the Meta ASP wind‑down and EGP sale, with TSR down to 41; the CRO remit is central to rebuilding digital and cross‑platform monetization, including leveraging core broadcast and retransmission relationships (e.g., TelevisaUnivision proxy/affiliation arrangements) .
- Shareholder sentiment and compensation governance: 2024 say‑on‑pay support was ~78%, indicating moderate investor support; compensation peer benchmarking spans ad tech, media, and marketing firms, implying a competitive pay market that can elevate retention risk if CRO terms are not commensurate (Navarro’s comp terms not disclosed) .
Key watch items: disclosure of Navarro’s compensation package and performance metrics for FY2025+, any Form 4 activity indicating insider buying/selling, and evidence of revenue mix/EBITDA traction in the wake of ASP termination and asset sales .
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