James Langrock
1 800 FLOWERS COMAbout James Langrock
James Langrock, age 60, is Senior Vice President, Treasurer and Chief Financial Officer of 1-800-FLOWERS.COM, Inc., serving as CFO since December 2024 and previously Chief Administrative Officer beginning April 2024 . Company performance context in Fiscal 2025: total shareholder return for a $100 initial investment was $25 versus $174 for the peer index, net loss was $199.993 million, and Adjusted EBITDA was $29.166 million; the company-wide annual incentive award multiple was 0% (no payout) . He has prior CFO experience at public and private companies including Charcuterie Artisans (2020–2024), The Hain Celestial Group (2017–2019), and Monster Worldwide (2011–2015) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Charcuterie Artisans | Chief Financial Officer | Jan 2020 – Mar 2024 | Led finance at a private consumer foods platform |
| The Hain Celestial Group | Chief Financial Officer | Jun 2017 – Dec 2019 | Public-company CFO overseeing CPG portfolio finance |
| Monster Worldwide, Inc. | Chief Financial Officer | Jan 2011 – Oct 2015 | Public-company CFO for digital recruitment platform |
External Roles
Not disclosed in the proxy for Mr. Langrock .
Fixed Compensation
| Item | FY2025 Value |
|---|---|
| Base Salary ($) | $500,000 |
| Target Bonus (% of Salary) | 85% |
| Target Bonus ($) | $425,000 |
| Actual Annual Bonus Paid ($) | $0 |
| All Other Compensation ($) | $1,500 |
Performance Compensation
Annual Cash Incentive (Sharing Success Program) – FY2025
| Metric | Weighting | Target | Actual | Payout | Notes |
|---|---|---|---|---|---|
| Adjusted EBITDA (pre-bonus) | 37.5% | $115,500k | $29,166k | 0% | Below threshold; company-wide multiple 0% |
| Revenue (adjusted) | 37.5% | $1,909,200k | $1,685,658k | 0% | Below threshold; company-wide multiple 0% |
| Strategic Initiatives | 25% | N/A | One initiative achieved | 0% | No payout when Plan EBITDA <80% of target |
Long-Term Incentive Equity Awards (Granted Nov 5, 2024)
| Award Type | Shares | Grant Date Fair Value ($) | Vesting |
|---|---|---|---|
| Performance Shares earned for FY2025 | 5,159 | $43,026 | Cliff vest 3 years from grant date (Nov 5, 2024) |
| Time-based RSUs (FY2025 LTI) | 30,956 | $258,173 | Vest one-third annually over 3 years from grant date (Nov 5, 2024) |
Equity Ownership & Alignment
- Anti-hedging and anti-pledging: Insider trading policy prohibits hedging and pledging of company stock; margin purchases are also restricted .
- Executive stock ownership guidelines: 2x base salary requirement for NEOs (other than CEO and Executive Chairman); compliance within the later of 5 years from hire or 3 years after becoming subject to the guidelines .
Beneficial Ownership (as of Oct 13, 2025)
| Class A Shares Beneficially Owned | Class B Shares Beneficially Owned | % of Class A | % of Class B |
|---|---|---|---|
| — | — | — | — |
Outstanding Equity Awards at FY2025 Year-End (Unvested)
| Unvested Restricted Shares (#) | Market Value ($) | Details |
|---|---|---|
| 5,159 | $26,466 | FY2025 performance shares earned; cliff vest after 3 years from Nov 5, 2024 |
| 30,956 | $158,804 | FY2025 time-based RSUs; vest one-third annually from Nov 5, 2024 |
| Total | $185,270 | Market value based on $5.13 close on Jun 27, 2025 |
- Options: No outstanding options for Mr. Langrock .
- Insider selling pressure: NEOs had no stock option exercises in FY2025 .
Employment Terms
| Term | Disclosure |
|---|---|
| CFO Start Date | December 2024 |
| Prior Role at Company | Chief Administrative Officer since April 2024 |
| Employment Agreement | None; absent special arrangements, severance assumed as two weeks per completed year of service, capped at one year |
| Executive Severance Plan | Adopted Oct 17, 2025 for executive leadership; provides payments and benefits upon termination (see Potential Payments) |
Potential Payments Upon Termination/Change in Control (as of Jun 29, 2025)
| Trigger | Cash Severance ($) | Accelerated Restricted Shares ($) | Health/Welfare ($) | Total ($) |
|---|---|---|---|---|
| Change of Control | $38,462 | $185,270 | — | $223,732 |
| Termination Without Cause/Resignation for Good Reason | $38,462 | — | — | $38,462 |
| Death/Disability | — | $185,270 | — | $185,270 |
- Clawback policy: Recoupment of excess incentive compensation upon accounting restatement due to material noncompliance; covers 3 preceding fiscal years and compensation tied to financial reporting measures .
- Perquisites: Value for NEOs (other than Executive Chairman) did not exceed $10,000 in FY2025 .
- Nonqualified Deferred Compensation: Mr. Langrock contributed $23,077 in FY2025; aggregate balance $24,567 .
Investment Implications
- Pay-for-performance discipline: FY2025 annual cash incentive paid 0% due to revenue and Adjusted EBITDA under targets, signaling tight linkage between payouts and performance . Equity awards are split between time-based and performance shares to balance retention with accountability to EBITDA and strategic KPIs .
- Retention and selling pressure: Unvested equity of ~$185k at FY2025 year end with 3-year cliff on performance shares and 3-year ratable vesting on RSUs supports retention; no options and no exercises in FY2025 suggest low near-term selling pressure .
- Alignment and risk controls: Anti-hedging/anti-pledging and ownership guidelines (2x salary) enhance alignment; clawback policy aligned with NASDAQ Rule 10D-1 mitigates restatement risk .
- Severance economics: With no employment agreement and relatively modest modeled severance ($38,462 cash), change-of-control economics for Mr. Langrock are limited largely to equity acceleration, reducing parachute risk but placing value on long-term share performance .
- Execution backdrop: Company TSR and earnings trajectory in FY2025 were weak (TSR $25 vs peer $174; net loss $199.993 million; Adjusted EBITDA $29.166 million), elevating the importance of hitting EBITDA and strategic metrics tied to future equity vesting .