Matthew Lindsey-Clark
EvercoreAbout Matthew Lindsey-Clark
Matthew Lindsey-Clark (62) is Chief Executive Officer of Evercore’s Investment Banking business in Europe and the Middle East, based in London. He joined Evercore via the acquisition of Lexicon Partners in August 2011, became EMEA COO and has served as EMEA CEO since 2019; he previously specialized in Financial Institutions advisory across banking, insurance, brokers and asset managers. He holds a first-class degree in Classics from Oxford University . During his current tenure, Evercore delivered strong firm performance in 2024: Net Revenues ~$3.0B (GAAP $2.98B), GAAP EPS $9.08 (Adj. $9.42), and Operating Margin 17.7% (Adj. 18.6%), with continued positive TSR versus peers and indices over multi-year periods .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Evercore | CEO, Investment Banking EMEA | 2019–present | Led expansion of EMEA advisory business; senior leadership of regional franchise |
| Evercore | COO, EMEA (prior to 2019) | Pre-2019–2019 | Built operating scale and coverage breadth across EMEA |
| Lexicon Partners | Managing Director; joined pre-EVR acquisition | 2001–2011 | Core financial services M&A advisory; business integrated into Evercore in Aug-2011 |
| Credit Suisse First Boston | MD, European FIG | ~2000–2001 | Led FIG advisory coverage in Europe |
| Donaldson, Lufkin & Jenrette (DLJ) | London banker | 1997–Nov 2000 | FIG advisory; platform acquired by CSFB Nov-2000 |
| NatWest Markets | Banker | Not disclosed | Early investment banking experience |
External Roles
| Organization | Role | Years |
|---|---|---|
| Royal Horticultural Society | Treasurer and Trustee | Current |
| Classics for All | Trustee and Treasurer | Current |
Fixed Compensation
- Evercore does not disclose Matthew Lindsey-Clark’s individual salary/bonus in the proxy (he is not a Named Executive Officer). Company policy indicates no guaranteed incentive awards for executive officers, and base salary is a small share of total compensation for NEOs; incentives are discretionary and performance-linked .
- SMDs (and many executives) typically receive a mix of cash and RSUs with four-year delivery/vesting, aligning long-term interests; RSUs granted for 2024 performance vest/deliver over four years (company-wide practice) .
Performance Compensation
- Evercore uses a discretionary, pay-for-performance model rather than formulaic weightings for senior leaders; for 2024, 50% of incentive awards to executives were in RSUs with four-year delivery, with no guaranteed incentives .
- Investment Banking SMD long-term plans: The firm maintains multi-year LTIP benchmarks for Investment Banking SMDs excluding executive officers (e.g., 2025 LTIP); as an executive officer, Lindsey-Clark is excluded from that SMD-only plan design .
Equity Ownership & Alignment
| Policy/Metric | Detail |
|---|---|
| Hedging/Pledging | Hedging is prohibited for all employees; pledging by directors/executive officers is prohibited absent Compensation Committee approval . |
| RSU Vesting Cadence | RSUs for executives are delivered/vest over four years, enhancing ongoing alignment and creating staggered delivery dates . |
| Equity Ownership Guidelines (SMDs) | SMDs (including executive officers other than CEO/Senior Chairman) must hold the lesser of 40,000 shares/equivalents or 50% of RSUs granted over the last four years; counts Class A stock, LP units, and vested/unvested RSUs . |
| Retirement Eligibility (continued vesting) | Retirement eligibility generally requires at least 5 years of service, age 55, and age+service ≥65, or ≥10 years service and age ≥60; eligible retirees may continue to vest if they provide required advance notice and meet post-termination obligations . |
| Ownership/pledging status (individual) | Individual holdings/pledging for Lindsey-Clark were not itemized in the 2025 proxy (ownership table lists directors/NEOs; he is an executive officer but not an NEO). Company-wide anti-pledging applies . |
Employment Terms
- Individual employment agreement, severance, non-compete/non-solicit, and change-in-control terms for Matthew Lindsey-Clark are not disclosed in the proxy. Evercore’s disclosed executive agreements (for certain NEOs) include non-compete (typically 12–24 months), non-solicit, and continued vesting upon qualifying retirement, but these terms are not specified for Lindsey-Clark; therefore, no inference is made here .
Firm Performance Context (2024)
| Metric | FY 2024 |
|---|---|
| Net Revenues (GAAP / Adjusted) | $2.98B / $3.00B |
| Net Income (GAAP / Adjusted) | $378.3M / $415.8M |
| EPS (GAAP / Adjusted) | $9.08 / $9.42 |
| Operating Margin (GAAP / Adjusted) | 17.7% / 18.6% |
| Capital Returned to Shareholders | $590.6M (dividends + repurchases) |
| Multi-year TSR context | Positive TSR vs peer average and indices, 3- and 5-year frames (equal-weighted peer set) |
Governance, Pay Model, and Shareholder Feedback (Company-Level)
| Topic | 2024/2025 Disclosure |
|---|---|
| Say-on-Pay support | ~93% approval in prior year; program unchanged in any material way |
| Clawback | NYSE-compliant clawback adopted effective Dec 1, 2023; applies to incentive-based compensation for current/former executive officers; additional SMD misconduct/restatement clawback maintained . |
| Compensation Approach | Discretionary, performance-aligned; no guaranteed incentive awards; 50% of incentives in RSUs with four-year delivery; equity included within incentive awards (not additive) . |
Investment Implications
- Alignment: Four-year RSU delivery and stringent anti-hedging/anti-pledging policies push long-duration alignment and reduce short-term gaming incentives; SMD ownership guidelines (up to 40,000 shares or 50% of last four years’ RSUs) reinforce skin-in-the-game across senior leaders, including executive officers such as Lindsey-Clark .
- Vesting/Selling Pressure: The four-year RSU cadence may create periodic supply at delivery dates, but retirement eligibility with continued vesting (subject to notice/covenants) can mitigate forced selling on departure—relevant for retention and for interpreting any Form 4 activity around standard vest dates .
- Retention Risk: While M&A boutiques are talent-centric, Evercore’s broad-based equity and ownership guidelines, plus positive shareholder support for the pay model, indicate a retention-oriented construct; however, individual severance/CoC protections for Lindsey-Clark are not disclosed, limiting visibility on downside protection in a change-of-control scenario .
- Execution Signal: EMEA leadership continuity under Lindsey-Clark coincides with firm-level revenue strength, margin resilience, and multi-year TSR outperformance vs peers/indices—supportive of perceived execution capability in his domain despite the inherently cyclical advisory backdrop .