Yvette Whittaker
About Yvette Whittaker
Yvette Whittaker, age 53, is Chief Corporate Officer at Falcon’s Beyond Global, Inc. (FBYD). She has served in this role since the Business Combination closed in October 2023, after holding the same title at Falcon’s Beyond Global, LLC since July 2021; previously she was EVP of Operations at Falcon’s Creative Group and has been with the organization since its inception in February 2000, leading business operations, scheduling, budgeting, client relations, and marketing . Filings do not disclose executive-specific TSR, revenue growth, or EBITDA growth metrics tied to her role; the company’s RSUs granted to executives are time-based rather than performance-based .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Falcon’s Beyond Global, Inc. | Chief Corporate Officer | Oct 2023–present | Corporate operations leadership following Business Combination |
| Falcon’s Beyond Global, LLC | Chief Corporate Officer | Jul 2021–Oct 2023 | Corporate operations across the LLC structure |
| Falcon’s Creative Group | EVP, Operations | Jul 2011–Jul 2021 | Operational scaling, budgeting, scheduling, client relations |
| Treehouse (company inception) | Operations/management roles | Feb 2000–2011 | Foundational operations, marketing, client management |
External Roles
No public company directorships or external board roles for Whittaker are disclosed in company filings .
Fixed Compensation
| Year | Base Salary ($) | Bonus ($) | All Other Compensation ($) | Total ($) |
|---|---|---|---|---|
| 2023 | 407,861 | 90,000 | 34,244 | 1,614,121 |
Notes:
- The 2023 stock awards fair value for Whittaker was $1,082,016 (RSUs); see Performance Compensation section .
Performance Compensation
| Award Type | Grant Date | Shares/Units Granted | Grant-Date Fair Value ($) | Vesting Schedule | Performance Metrics | Vested To Date |
|---|---|---|---|---|---|---|
| RSUs (time-based) | Dec 21, 2023 | 88,400 (unvested as of 12/31/2023) | 1,082,016 | 15% on 1st anniversary; 17.5% on 2nd; 20% on 3rd; 22.5% on 4th; 25% on 5th anniversary (subject to continued service) | None (time-based; no revenue/EBITDA/TSR metrics disclosed) | 11,194 shares vested on first anniversary (Dec 21, 2024), reflecting stock dividend adjustment |
Vesting timeline by anniversary date:
| Anniversary Date | Vesting % | Status/Notes |
|---|---|---|
| Dec 21, 2024 | 15% | 11,194 shares vested (post-stock dividend effect) |
| Dec 21, 2025 | 17.5% | Scheduled, time-based vesting (no performance conditions) |
| Dec 21, 2026 | 20% | Scheduled, time-based vesting |
| Dec 21, 2027 | 22.5% | Scheduled, time-based vesting |
| Dec 21, 2028 | 25% | Scheduled, time-based vesting |
Outstanding equity at year-end:
| As of | RSUs Unvested (#) | Market Value ($) | Reference Price Basis |
|---|---|---|---|
| Dec 31, 2023 | 88,400 | 1,087,320 | $12.30 closing price on 12/29/2023 |
Additional notes:
- As of the June 16, 2025 record date, Whittaker had 90,168 RSUs remaining unvested from the Dec 21, 2023 grant (post-stock dividend adjustment) .
- No option awards are disclosed for Whittaker; the outstanding equity table lists only RSUs .
Equity Ownership & Alignment
| Metric (as of Record Date 6/16/2025) | Value |
|---|---|
| Class A shares beneficially owned | 11,194 (less than 1%) |
| Class B shares beneficially owned | — (none disclosed) |
| Vested vs. unvested breakdown | 11,194 vested; 90,168 unvested RSUs from 12/21/2023 grant |
| Options (exercisable/unexercisable) | None disclosed |
| Hedging/Pledging | Company policy prohibits hedging, margin accounts, and pledging for all directors/officers/employees |
| Stock ownership guidelines | Not disclosed in proxy |
Implications:
- Annual vest dates (Dec 21 each year) may create incremental sellable supply; hedging/pledging are prohibited, limiting alignment risks from derivatives or collateralization .
Employment Terms
| Term | Disclosure |
|---|---|
| Appointment to executive role (Pubco) | Appointed Chief Corporate Officer at closing of Business Combination (Oct 2023) |
| Severance provisions | None for named executive officers (Whittaker was a 2023 NEO); no rights upon termination/change in control |
| Change-in-control economics | None for NEOs |
| Clawback policy | Applies to current/former executive officers; recovery of excess incentive comp upon restatement over prior 3 fiscal years |
| Non-compete / non-solicit | Not disclosed in proxy |
| Garden leave/post-termination consulting | Not disclosed for Whittaker; a garden-leave example applies to Simon Philips via separation agreement (context only) |
Compensation Structure Analysis
- Shift to time-based RSUs: The Dec 21, 2023 RSU grant vests purely on service over five years, with no disclosed operating or market performance metrics, increasing retention focus but lowering pay-for-performance sensitivity .
- Cash vs. equity mix: 2023 compensation included meaningful equity ($1.082M grant-date value) alongside base salary and discretionary bonus, emphasizing long-term alignment via multi-year vesting .
- Clawback and hedging/pledging controls: Formal clawback policy and prohibitions on hedging/pledging strengthen shareholder alignment and reduce governance red flags .
Say-on-Pay & Compensation Governance
- Compensation consultant: Mercer engaged by the Compensation Committee for peer-based benchmarking and program design .
- Say-on-pay results: Not disclosed in available filings .
Investment Implications
- Alignment and retention: A large, multi-year, time-based RSU grant with 5-year vesting indicates strong retention incentives; absent performance conditions, payout is tied to tenure rather than explicit financial/TSR hurdles .
- Selling pressure timing: First tranche vested Dec 21, 2024 (11,194 shares), with subsequent annual tranches scheduled each Dec 21 through 2028; monitor insider Form 4s around these dates for potential selling pressure or net share retention .
- Governance safeguards: No severance/change-in-control benefits (for NEOs), a clawback policy, and a prohibition on hedging/pledging mitigate misalignment risks; this is constructive for shareholders assessing incentive risk .
- Ownership scale: Beneficial ownership remains under 1% of Class A, but ongoing RSU vesting will gradually increase vested holdings; alignment relies more on vesting cadence than significant ownership stake at present .