Jason Bailey
FrontdoorAbout Jason Bailey
Jason Bailey is Senior Vice President and Chief Financial Officer of Frontdoor, appointed effective November 10, 2025; he is 51, an active Tennessee CPA, and holds a Bachelor of Accountancy and Master of Taxation from the University of Mississippi . He has 25+ years in finance and accounting, including 11 years in public accounting (Deloitte and Arthur Andersen) and senior finance roles at ServiceMaster before joining Frontdoor in 2018 . Company performance context: in fiscal 2024, Frontdoor delivered 4% revenue growth to $1.84B, Adjusted EBITDA up 28% to $443M, net income up 37% to $235M, and EPS up 42% to $3.01 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Frontdoor, Inc. | Chief Financial Officer (SVP) | Nov 10, 2025–present | Leads finance organization; investor engagement including Wells Fargo TMT Summit . |
| Frontdoor, Inc. | Vice President, Finance | Sep 2018–Nov 2025 | Drove forecasting, strategic sourcing/supply chain efficiencies, and operational success . |
| ServiceMaster Global Holdings, Inc. | Senior finance roles incl. VP Finance; CFO, Terminix Commercial | Dec 2008–Sep 2018 | Led finance for major business unit; operational and financial leadership . |
| Deloitte & Touche LLP; Arthur Andersen LLP | Public accounting (CPA) | 11 years | Built audit and technical foundation for public-company finance . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Wells Fargo 9th Annual TMT Summit | Presenter (CFO fireside chat) | Nov 18, 2025 | Investor communication; visibility into finance priorities . |
Fixed Compensation
| Item | Value |
|---|---|
| Base Salary (CFO) | $475,000 |
| Target Annual Bonus (AIP) | 75% of base salary |
Performance Compensation
Promotion PSUs (granted upon CFO appointment)
| Award | Grant Terms | Metric Weighting | Performance Period | Vesting |
|---|---|---|---|---|
| Performance Share Grant | $600,000 grant; same terms as March 2025 senior management PSUs | 50% 3-year cumulative revenue; 50% 3-year cumulative Adjusted EBITDA | Through Dec 31, 2027 | Third anniversary of CFO transition date (Nov 10, 2028), subject to continued service |
PSU design includes 0–200% payout scale and linear interpolation between thresholds (as used for 2025 senior management PSUs) .
Company AIP Design (context from FY2024 program)
| Metric | Threshold | Target | Maximum | Weight |
|---|---|---|---|---|
| Revenue | $1.780B | $1.843B | $1.907B | 35% |
| Adjusted EBITDA | $330M | $359M | $415M | 35% |
| Strategic Objectives | Not quantified in proxy | 100% achievement used for payout | Not quantified in proxy | 30% |
Equity Ownership & Alignment
- Stock ownership guideline for NEOs: 3x annual base salary; executives must retain 100% of acquired shares until guidelines are met .
- Prohibitions on short sales, hedging, margin trading, and pledging of company stock for directors, officers, and employees .
- Executive clawbacks: mandatory recoupment of incentive compensation for financial restatements (Rule 10D-1) and broader discretionary clawback for misconduct (3-year lookback; 12-month for serious misconduct) .
- ESPP eligibility and standard employee benefits; no pension plans; limited perquisites and no tax gross-ups except relocation .
Employment Terms
| Topic | Key Terms |
|---|---|
| Severance Policy Participation | Jason Bailey designated as participant under Executive Severance Policy . |
| Qualifying Termination (no CIC) | Cash severance equal to 1x (base salary + target bonus); unpaid prior-year bonus paid; pro-rata current-year target bonus if termination on/after June 30; COBRA premium reimbursement 12 months; outplacement services . |
| Change-in-Control Termination | Cash severance equal to 2x (base salary + target bonus); unpaid prior-year bonus paid; pro-rata current-year target bonus if termination on/after June 30; COBRA premium reimbursement 18 months; outplacement services . |
| Equity Award Treatment (general PSU/RSU terms) | PSUs earn at target upon change in control unless alternative award provided; if within last 12 months of performance period, greater of target earned or projected; RSU/PSU post-termination vesting for death/disability/Good Reason and pro rata terms described; continued vesting if terminated without cause/pro-rata based on actual performance; vesting exceptions for CEO service as director . |
Compensation Committee and Governance Context
- 2025 senior management LTI structure: 50% PSUs (3-year revenue and Adjusted EBITDA goals; 0–200% payout) and 50% RSUs .
- Compensation peer group updated for 2025 (ADT, Alarm.com, Angi, Brightview, CarGurus, Chemed, First American Financial, FirstService, H&R Block, OPENLANE, Redfin, RB Global, Rollins, Tripadvisor, Unifirst, Yelp, Zillow), revenues ~0.5–3.3x Frontdoor’s .
- 2024 say-on-pay: over 95% approval; ongoing shareholder engagement noted .
- Committee independence, use of Meridian Compensation Partners, and no hedging/pledging or option repricing practices .
Investment Implications
- Pay-for-performance alignment: Promotion grant is 100% PSUs tied to multi-year revenue and Adjusted EBITDA with 0–200% payout, a design that closely aligns realized pay with value creation .
- Retention risk appears contained: Standard non-CIC severance at 1x salary+bonus and CIC protection at 2x, plus 3-year PSU vest schedule extending to Nov 2028, support continuity while discouraging short-term turnover .
- Selling pressure mitigants: Mandatory ownership guidelines (3x salary), 100% share retention until compliance, and bans on hedging/pledging reduce near-term insider selling/hedging risk .
- Governance safeguards: Dual clawback policies and double-trigger equity treatment in CIC scenarios lower headline risk from pay practices and help ensure accountability .
- Execution track record context: Frontdoor’s FY2024 operating momentum (revenue and EBITDA growth) sets a high baseline for Bailey’s tenure; investors should watch upcoming CFO engagements and 2026 LTI grants for signals on capital allocation and KPI focus .