Edward Archer
FabrinetAbout Edward Archer
Edward T. Archer, age 62, is Executive Vice President, Sales & Marketing at Fabrinet (FN) and has served in this role since January 2019. He is a 30-year electronics industry veteran with broad sales and marketing experience and holds a B.S. in industrial technology (technical marketing) from California Polytechnic State University . During his tenure, Fabrinet’s performance has been strong: TSR rose to 498.10 (value of a $100 investment) in 2025 while revenue reached $3,419,327,000 and net income reached $332,527,000, up from $1,879,350,000 revenue and $148,341,000 net income in 2021 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sanmina Corporation (Integrated Manufacturing Services Division) | Senior Vice President of Sales | Oct 2014–Dec 2018 | Led sales for a major EMS division; deep customer engagement in technical services and manufacturing |
| Altera Corporation (now Intel) | Regional Sales Director for FPGA and ASIC products | 9 years (dates not disclosed) | Built regional traction across FPGA/ASIC portfolios; advanced technical sales leadership |
| Future Electronics; Wyle Electronics; Arrow Electronics | Sales leadership roles | Not disclosed | Foundation in distribution sales and technical product marketing |
External Roles
No public company directorships or external board roles disclosed for Archer .
Fixed Compensation
Multi-year compensation (Summary Compensation Table)
| Metric ($) | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Salary | 500,000 | 510,000 | 520,000 |
| Stock Awards (grant-date fair value; RSUs, PSUs) | 2,249,952 | 2,249,689 | 2,400,549 |
| Non-Equity Incentive Plan Compensation (Bonus) | 480,000 | 488,172 | 516,521 |
| All Other Compensation | 83,587 | 87,498 | 87,907 |
| Total | 3,313,539 | 3,335,359 | 3,524,977 |
Base salary progression
| Period | Base Salary ($) |
|---|---|
| FY 2024 | 510,000 |
| FY 2025 | 520,000 |
| FY 2026 (effective June 28, 2026) | 540,000 |
Perquisites and other benefits (FY 2025)
| Component | Amount ($) |
|---|---|
| Transportation (auto allowance with tax gross-up) | 15,198 |
| Health Insurance Premiums | 51,157 |
| Company-paid 401(k)/Provident Fund Contributions | 21,552 |
| Total All Other Compensation (matches SCT) | 87,907 |
Performance Compensation
FY 2025 Cash Bonus Plan
| Item | Detail |
|---|---|
| Target bonus | $442,000 (85% of salary) |
| Maximum bonus | $530,400 (102% of salary) |
| Actual bonus paid | $516,521 (117% of target) |
| Performance metrics | 50% revenue; 50% non-GAAP operating margin |
| Payout curve | Threshold 90% of target metric pays 20% of component; 100–105% scales 100% to 120% of component linearly; maximum 120% |
| Vesting | Cash paid post year-end (no vesting) |
FY 2025 Equity Grants (effective Aug 22, 2024)
| Award Type | Shares Granted (#) | Grant-Date Fair Value ($) | Vesting | Performance Metrics |
|---|---|---|---|---|
| RSU | 3,056 | 800,183 | Time-based, equal annual installments over 3 years on grant anniversaries (Aug 22) | N/A |
| PSU | 3,056 target | 800,183 | Vests after cumulative 2-year performance (FY25–FY26) upon certification | 50% cumulative revenue; 50% cumulative non-GAAP operating margin; 90% threshold earns 20% per goal; linear scaling to 100% |
| “Stretch” PSU | 3,056 target | 800,183 | Same as PSUs (2-year period, certification) | Same metrics with stretch targets |
| FY25 equity mix | 67% PSUs, 33% RSUs (for all NEOs) |
No option awards were granted to Named Officers in fiscal 2025 .
Prior PSU cycle results (FY23–FY24)
| Award | Date of Grant | Archer Target/Max Shares (#) | Actual Vested Shares (#) | Performance Requirements | Actual Performance |
|---|---|---|---|---|---|
| PSUs (FY23–FY24 cycle) | Aug 18, 2022 | 6,391 | 6,391 | Revenue goal range; non-GAAP operating margin goal range | Revenue $5,528.2M; non-GAAP op margin 10.72% (100% earned) |
| Stretch PSUs (FY23–FY24) | Aug 18, 2022 | 6,391 | 6,391 | Stretch revenue and operating margin goals | Same performance; 100% earned |
Equity Ownership & Alignment
| Aspect | Detail |
|---|---|
| Beneficial ownership (as of Sept 30, 2025) | Archer: “—” shares; less than 1% of shares outstanding |
| Outstanding unvested awards (as of June 27, 2025) | RSUs: 3,056 (8/22/2024) valued $903,415; 3,146 (8/24/2023) valued $930,021; 2,131 (8/18/2022) valued $629,966 |
| Outstanding unearned PSUs (assuming full achievement) | PSUs: 3,056 (FY25–FY26 cycle) valued $903,415; Stretch PSUs: 3,056 valued $903,415; prior FY24–FY25 cycle PSUs and Stretch PSUs: 4,719 each valued $1,395,031; 100% of FY24–25 performance awards vested in Aug 2025 |
| Stock ownership guidelines | Other Executive Officers: 2x annual base salary; retain at least 50% of net shares until met; all executives met or are within permitted window as of Sept 30, 2025 |
| Pledging and hedging | Prohibited by policy; derivative trading and short sales also prohibited |
| Preclearance and blackout | Section 16 officers must pre-clear trades; quarterly and special blackout periods apply |
| Shares vested in FY 2025 (liquidity events) | Archer: 18,794 shares vested; value realized $4,230,671 |
Employment Terms
| Topic | Archer Terms |
|---|---|
| Severance Plan eligibility | Participant in Executive Change in Control and Severance Plan |
| Termination unrelated to change in control | Lump sum equal to 50% of annual base salary; unpaid earned bonus; COBRA premiums (18x monthly) |
| Estimated termination benefits (as of June 27, 2025) | Without Cause/Good Reason: $871,705 total (includes $260,000 salary, $516,521 bonus, $95,184 medical) |
| Change-in-control (CIC) treatment | Performance awards measured per shortened periods; deemed achieved portions convert to time-based and may accelerate upon Plan Qualifying Termination during CIC period (double trigger) |
| CIC estimated benefits (as of June 27, 2025) | Base salary 100%: $520,000; unpaid bonus: $516,521; target bonus 100%: $442,000; medical: $95,184; equity acceleration: $7,060,292; total: $8,633,997 |
| Clawback policy | Mandatory recovery of erroneously awarded incentive compensation in event of accounting restatement; applies to cash and equity; administration by Compensation Committee |
Performance & Track Record
| Metric | FY 2021 | FY 2022 | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|---|---|
| TSR – value of $100 investment | 160.56 | 140.20 | 218.84 | 412.45 | 498.10 |
| Peer Group TSR (NASDAQ Telecommunications Index) | 125.54 | 93.59 | 94.58 | 93.26 | 119.47 |
| Revenue ($) | 1,879,350,000 | 2,262,224,000 | 2,645,237,000 | 2,882,967,000 | 3,419,327,000 |
| Net Income ($) | 148,341,000 | 200,380,000 | 247,913,000 | 296,181,000 | 332,527,000 |
Say-on-Pay & Shareholder Feedback
| Year | Approval (%) |
|---|---|
| 2021 | ~99% |
| 2022 | ~83% |
| 2023 | ~96% |
| 2024 | ~97% |
| Shareholder outreach | Ongoing engagement with top holders; Compensation Committee chairs conducted calls; continued outreach planned post-proxy filing |
Compensation Structure Analysis
- Pay-for-performance emphasis: FY25 equity mix weighted 67% PSUs / 33% RSUs for NEOs; multi-year PSU performance periods; capped incentive payouts .
- Shift from options: Since 2013 equity awards limited to RSUs and PSUs; no option grants in FY 2025 .
- Base salary increases modest: Archer +2.0% to $520k in FY25; approved $540k for FY26 .
- Bonus plan rigor: Two financial metrics with 90% thresholds and linear scaling to 120% maximum; FY25 payouts at ~117% of target reflecting performance .
Investment Implications
- Alignment: Strong linkage of Archer’s pay to revenue and non-GAAP operating margin via PSUs; ownership guidelines and anti-pledging/hedging policies mitigate misalignment risks .
- Retention and selling pressure: Annual RSU vesting and sizeable FY25 vest value ($4.23M) can create periodic liquidity events; double-trigger CIC protection reduces “flight risk” but increases potential change-of-control costs ($8.63M) .
- Performance backdrop: Robust TSR and revenue/net income trajectory during Archer’s tenure supports pay outcomes; continued emphasis on multi-year PSU targets suggests sustained focus on value creation .
- Governance: High say-on-pay approval and mandatory clawback policy lower governance risk; independent consultant and no option repricing further strengthen compensation governance .