Jon Ayotte
EverQuoteAbout Jon Ayotte
Jon Ayotte is Chief Accounting Officer (CAO) of EverQuote, Inc. (EVER), age 41, serving since June 2023; he joined EverQuote in September 2020 as Vice President of Accounting & Reporting after 14 years at Ernst & Young (2006–2020). He holds a B.S. in Accounting from Quinnipiac University and is a Certified Public Accountant in Massachusetts . As principal accounting officer, he oversees accounting and internal controls and signs SEC filings (e.g., November 3, 2025 8-K) . Company performance during his tenure improved in 2024 with positive net income, and TSR recovered versus 2023, providing context for pay-for-performance alignment at the firm level .
Company Performance (context during Ayotte’s tenure)
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Value of $100 Investment Based on TSR ($) | 39.46 | 32.77 | 53.52 |
| Net Income / (Loss) ($000s) | (24,416) | (51,287) | 32,169 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| EverQuote, Inc. | Chief Accounting Officer | Jun 2023–present | Principal accounting officer overseeing accounting and internal control functions; signed SEC filings |
| EverQuote, Inc. | VP, Accounting & Reporting | Sep 2020–Jun 2023 | Built and led financial reporting processes during transition to new CFO and structural cost reductions |
| Ernst & Young | Various accounting/auditing roles (Senior Manager most recent) | 2006–2020 | External audit and accounting leadership experience supporting controls and reporting |
External Roles
- No public company directorships or external board roles disclosed for Ayotte .
Fixed Compensation
| Component | Terms |
|---|---|
| Base Salary | $295,000 (as appointed CAO) |
| Target Bonus | $105,000 under executive bonus plan |
| Actual Bonus Paid | Not disclosed for Ayotte in 2023–2024 proxy |
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| RSUs (intended grant of 28,000 units under 2018 Plan) | Service-based | n/a | n/a | n/a | n/a | Four-year ratable quarterly vesting |
Notes:
- 2024 PSUs and performance metrics are disclosed for CEO/CFO (financial metrics measured at 10-K filing) but Ayotte’s awards are RSU service-based; no Ayotte PSUs disclosed .
Equity Ownership & Alignment
- Individual beneficial ownership for Ayotte is not separately listed in the 2025 proxy’s “Security Ownership” table; only CEO/CFO/CTO and directors are shown, plus group totals .
- Anti-hedging policy prohibits short sales, derivatives, and financial instruments designed to hedge EverQuote stock; applies to executive officers including Ayotte .
- Rule 10b5-1 trading plans are permitted subject to policy; no Ayotte-specific plan disclosed .
- No disclosure of share pledging by Ayotte; pledge policy not explicitly stated in the proxy sections reviewed .
- Perquisites available to executives generally include 401(k) matching, company-paid life insurance, and certain parking benefits .
Employment Terms
| Term | Detail |
|---|---|
| Appointment to CAO | June 16, 2023; reports to CFO; principal accounting officer |
| Compensation Plan | Executive bonus plan participation; $295k base / $105k target bonus |
| Equity | Intended RSU grant of 28,000 units; four-year ratable quarterly vesting under 2018 Plan |
| Severance/CoC | Company adopted Executive Severance Plan effective Nov 5, 2023; Ayotte-specific severance amounts not disclosed (NEO figures only shown) |
| Clawback | Nasdaq-compliant compensation recovery policy effective Oct 2, 2023 covering incentive-based compensation for executive officers |
| Insider Trading | Comprehensive insider trading policy; 10b5-1 plan framework; anti-hedging prohibitions |
| Governance Context | Dual-class voting (Class B has 10 votes per share); controlled company exemptions under Nasdaq governance rules |
Investment Implications
- Retention and selling pressure: Quarterly RSU vesting supports retention; anti-hedging policy reduces hedging-related selling pressure. Watch for any Form 4 activity or adoption/termination of 10b5-1 plans as potential trading signals .
- Pay-for-performance alignment: Firm-level metrics improved in 2024 (positive net income, higher TSR value), but Ayotte’s disclosed incentives are service-based RSUs rather than explicit financial PSUs; alignment primarily via time-vested equity and bonus plan participation .
- Governance and change-of-control economics: Executive Severance Plan exists, but Ayotte’s specific severance/change-of-control terms are not disclosed; overall, dual-class/controlled company context can limit shareholder influence on compensation reforms .
- Execution risk: Ayotte oversees accounting and internal controls and signed filings; stability in financial reporting supports credibility amid the company’s cost reduction efforts and profitability inflection in 2024 .