Takis Georgakopoulos
About Takis Georgakopoulos
Executive Vice President at Fiserv since September 2024; appointed Chief Operating Officer effective April 2, 2025; and named Co-President, Head of Merchant and Technology effective December 1, 2025. Age 55 in April 2025 and 56 by October 2025. Prior roles include Global Head of Payments for J.P. Morgan’s Corporate & Investment Bank (2017–2024) and partner at McKinsey & Company leading the Asset Management practice. Company performance during 2024 featured GAAP revenue growth of 7%, organic revenue growth of 16%, GAAP operating margin of 28.7%, adjusted EPS of $8.80 (+17% YoY), and one-year total shareholder return of 54.6% (91st percentile), which drive incentive outcomes and PSU vesting mechanics across executives .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| J.P. Morgan Corporate & Investment Bank | Global Head of Payments | 2017–2024 | Led global payments, implying scale execution in merchant and treasury flows . |
| JPMorgan Chase & Co. | Various leadership roles | 2007–2017 | Senior leadership across payments and financial services . |
| McKinsey & Company | Partner; helped lead Asset Management practice | Prior to 2007 | Strategy leadership in asset management advisory . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No outside directorships or external roles disclosed for Georgakopoulos in company filings . |
Fixed Compensation
No individual offer letter or base/bonus details for Georgakopoulos were disclosed. The April and October 2025 filings confirm his appointments and participation in the Executive Severance and Change of Control Policy; compensation specifics are not provided in those filings .
Performance Compensation
Company-wide incentive design and metrics applicable to executive officers:
| Metric | Weighting | 2024 Threshold | 2024 Target | 2024 Maximum | 2024 Actual | Payout Calibration |
|---|---|---|---|---|---|---|
| Adjusted Revenue for Incentive Compensation ($mm) | 50% | 18,900 | 19,400 | ≥19,900 | 19,123 | 101.9% of target for annual incentives (company-wide formula) . |
| Adjusted Operating Income ($mm) | 50% | 7,200 | 7,450 | ≥7,725 | 7,537 | 101.9% of target for annual incentives (company-wide formula) . |
PSU framework (annual awards granted for 2023/2024/2025 cycles):
| Performance Metric | Weight | Target Calibration | Vesting Mechanics |
|---|---|---|---|
| Relative Total Shareholder Return (vs S&P 500) | 40% | Target at 55th percentile; max at ≥90th percentile; negative absolute TSR caps multiplier at 100% | PSU vest after three-year performance period; multiplier 50–200% of target based on percentile . |
| Organic Revenue Growth | 40% | Annual goals set by T&C Committee; e.g., 2024 target 16% (threshold 13%, max 19%) | Average annual multipliers across 3-year period . |
| Adjusted EPS | 20% | Annual goals; e.g., 2024 target $8.63 (threshold $8.30, max $9.00) | Average annual multipliers across 3-year period . |
RSUs generally vest one-third per year on each anniversary of grant; PSUs have three-year cliff vesting subject to certified performance achievement .
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 12x base salary; other executive officers 4x base salary; compliance measured excluding unvested options/PSUs. All named executive officers are in compliance; Georgakopoulos’ compliance not disclosed .
- Hedging and pledging prohibitions: Executives and directors are prohibited from hedging/pledging Fiserv stock; pre-clearance and blackout windows enforced; Rule 10b5-1 plan controls apply .
- Clawback policy: SEC/NYSE-compliant policy with expanded recovery for restatements, code violations, and restrictive covenant breaches; allows recovery of equity and cash, with offsets and no indemnification .
- 2022 PSU vesting result (for context on program rigor): 166.9% of target based on above-target multi-year financials and TSR; illustrates pay-for-performance calibration across executives .
Employment Terms
Executive Severance and Change of Control Policy (applies to Georgakopoulos as a management committee member):
| Term | Details |
|---|---|
| Severance (no CIC) | Lump sum = 1.5x (base salary + target cash incentive) upon involuntary termination without cause or resignation for good reason; 18 months COBRA; outplacement; advisor fee reimbursements . |
| Equity (no CIC) | Continued vesting of options/RSUs for 12 months; PSUs vest pro rata at end of performance period based on actual results; retirement treatment may apply if more favorable . |
| Change of Control | Double-trigger required for acceleration; if terminated within two years post-CIC, options/RSUs fully vest; PSUs vest per award terms with fixed components for incomplete years (150% of target or deemed met, as applicable) . |
| Restrictive covenants | Non-compete and non-solicit apply under equity award agreements during employment and for 12 months post-termination; breach enables compensation recovery . |
| Deferred compensation | Non-qualified plan available to highly compensated employees; elective deferrals; no company contributions; distribution options per plan; participation status for Georgakopoulos not disclosed . |
| Perquisites/Pensions | No executive pensions/SERP; company states “no gross-ups” generally; hedging/pledging prohibited; limited perqs disclosed for other NEOs, none specific to Georgakopoulos . |
Investment Implications
- Alignment: Equity-heavy program, rigorous PSU goals (RSU 1/3 annual vest; PSU 3-year cliff; relative TSR with negative TSR cap), and strict ownership/clawback/anti-hedging policies point to strong pay-for-performance alignment and limit opportunistic monetization. This reduces misalignment risk and supports long-term value creation .
- Retention risk: Severance policy provides 1.5x cash protection and orderly equity treatment without CIC, with double-trigger protection under CIC—appropriate balance of retention and governance. Absent an individual offer letter, no special make-whole or guaranteed terms are disclosed for Georgakopoulos, suggesting standard policy-based retention levers .
- Trading signals: Insider selling/pledging data for Georgakopoulos not disclosed in reviewed filings; Fiserv prohibits pledging and hedging, and blackout/pre-clearance controls lower risk of opportunistic trades. Monitor future Form 4 activity to assess selling pressure post-vesting events in the RSU/PSU cadence .
- Performance backdrop: Strong 2024 company performance and TSR underpin incentive outcomes, which can drive PSU realizations across executives; continued delivery against organic growth and EPS targets will be key for payout levels and realized equity value .
Note: Where Georgakopoulos-specific compensation (base salary, bonus, equity grants) was not disclosed in the cited filings, items are omitted per instruction. All statements above reference company policies and programs that apply to executive officers broadly and to Georgakopoulos as a management committee member.