Samantha Giuggio
About Samantha Giuggio
Chief Operations Officer (since 2022) and President of Fathom Realty (since November 2024); age 55; associate’s degree in hospitality management from Holyoke Community College . Under her operating tenure, Fathom reported strong momentum: Q2 2025 revenue up 36.1% to $121.4M with a return to adjusted EBITDA profitability , and Q3 2025 revenue up 37.7% to $115.3M with adjusted EBITDA positive for the second consecutive quarter . Agent licenses grew ~23% YoY in Q2 2025 (14,981) and ~24% YoY in Q3 2025 (15,371), supporting transaction growth and diversified platform expansion .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Fathom Holdings / Fathom Realty | President, Fathom Realty | Nov 2024 – present | Leads brokerage operations and growth programs . |
| Fathom Holdings / Fathom Realty | Chief Operations Officer | 2022 – present | Oversees enterprise operations; prior COO of Fathom Realty since June 2019 . |
| Fathom Realty | Senior Vice President | Oct 2015 – Jun 2019 | Operations leadership across regions . |
| Fathom Realty | Regional Vice President; VP of Operations | Apr 2014 – Oct 2015 | Regional operating oversight . |
| Fathom Realty | District Director (RDU) | Feb 2013 – Apr 2014 | Market operations leadership . |
| Fathom Realty | Agent; Group Leader Training Coordinator | Pre-2013 | Field and agent development roles . |
External Roles
- No external directorships or public board roles disclosed for Giuggio in company filings reviewed.
Fixed Compensation
| Metric | 2023 | 2024 |
|---|---|---|
| Base Salary ($) | $260,087 | $251,625 |
| Target Bonus (%) | Not disclosed | Not disclosed |
| Cash Bonus ($) | $0 | $60,000 |
| Perquisites (medical + auto allowance) ($) | $27,340 | $28,084 |
Notes:
- Executive bonuses are discretionary and based on Compensation Committee/Board assessment; executives may elect to receive bonus value in equity .
- In 2024, perquisites included $14,596 medical premiums and $13,488 automobile allowance; similar medical premiums in 2023 plus auto allowance .
Performance Compensation
Equity Awards (Grant Value Reporting)
| Metric | 2023 | 2024 |
|---|---|---|
| Stock Awards – ASC 718 grant-date fair value ($) | $25,451 | $101,722 |
2024 RSU Grants and Vesting Schedule Detail
| Grant/Unit Tranche | Grant Date | Shares | Vesting Date |
|---|---|---|---|
| RSU grant | Jan 31, 2024 | 2,248 | Not specified (time-based) |
| RSU grant | Mar 31, 2024 | 5,421 | Not specified (time-based) |
| RSU grant | Apr 1, 2024 | 4,634 | Mar 30, 2026 |
| RSU tranche | — | 29,247 | Vested Mar 30, 2025 |
| RSU tranche | — | 7,318 | Vests Sep 1, 2025 |
| RSU outstanding at FY-end | — | 41,199 | See tranches above |
Incentive Plan Mechanics (company-wide)
- 2019 Omnibus Stock Incentive Plan permits stock options, SARs, restricted stock, RSUs, dividend equivalents, and performance-based awards with goals that can include revenue, EBITDA, cash flow, margins, TSR, ROA/ROE, debt reduction, acquisitions/dispositions, and other measures .
- Corporate transactions may trigger plan administrator’s authority to provide full/partial automatic vesting or release from restrictions, including conditional on post-transaction termination (change-of-control treatment governed at award/admin discretion; not executive-specific) .
Equity Ownership & Alignment
| Ownership Item | Amount | As of | Notes |
|---|---|---|---|
| Total beneficial ownership (shares) | 110,113 | Jul 1, 2025 | Includes RSUs and spouse holdings per footnotes . |
| % of shares outstanding | <1% | Jul 1, 2025 | Company had 28,149,753 shares outstanding . |
| Spouse holdings included | 5,424 | Jul 1, 2025 | Direct spouse ownership counted in beneficial total . |
| RSUs included in beneficial tally | 53,539 | Jul 1, 2025 | 7,318 vest Sep 1, 2025; 4,634 vest Mar 30, 2026 . |
| Unvested RSUs at FY-end | 41,199 | Dec 31, 2024 | Tranches vest Mar 30, 2025; Sep 1, 2025; Mar 30, 2026 . |
| Shares pledged as collateral | Policy strongly discourages pledging; no pledge disclosure in ownership table | — | Insider Trading Policy discourages hedging/pledging . |
| Hedging policy | Strongly discourages employees/directors from hedging Company securities | — | Insider Trading Policy . |
| Ownership guidelines | Not disclosed | — | No specific executive ownership multiple disclosed in filings reviewed. |
Employment Terms
- Roles and tenure: COO since 2022; President of Fathom Realty since Nov 2024 .
- Severance/change-of-control: Executive-specific employment agreement terms for Giuggio not disclosed; plan-level corporate transaction provisions allow discretionary acceleration/release of equity award restrictions by plan administrator in a Corporate Transaction .
- Clawback: Board-adopted Incentive Compensation Clawback Policy compliant with SEC/NASDAQ—recovers excess incentive compensation for 3 completed fiscal years preceding an accounting restatement on a no-fault basis; covers cash/stock incentives tied to financial reporting measures (e.g., stock price, TSR, revenue, net income, EBITDA) .
- Insider reporting: Company disclosed late Section 16 filings, including Giuggio’s Form 4 filed Oct 16, 2024 for Jan 31, Mar 31, and Apr 1, 2024 grants .
Performance & Track Record
| Metric | Q2 2024 | Q2 2025 | Q3 2024 | Q3 2025 |
|---|---|---|---|---|
| Total Revenue ($M) | 89.2 | 121.4 | 83.7 | 115.3 |
| Adjusted EBITDA ($M) | 0.189 | 0.029 | -1.445 | 0.006 |
| Agent Licenses (approx) | 12,224 | 14,981 | 12,383 | 15,371 |
| Transactions (approx) | 10,137 | 12,710 | 9,331 | 11,479 |
Highlights:
- Q2 2025: 36.1% YoY revenue growth to $121.4M; returned to adjusted EBITDA profitability; strong agent/transaction growth .
- Q3 2025: 37.7% YoY revenue growth to $115.3M; second consecutive quarter of positive adjusted EBITDA; continued agent/transaction expansion .
Investment Implications
- Alignment: Giuggio’s compensation includes meaningful time-based RSUs with multi-year vesting (March 2025, September 2025, March 2026), supporting retention; cash bonus discretionary and limited ($60k in 2024) . Clawback policy and hedging/pledging discouragement improve governance quality .
- Ownership: Beneficial ownership is modest (<1%), with unvested RSUs a notable component; watch scheduled vest dates for potential Form 4 activity and selling pressure from tax withholdings/net settlements .
- Pay-for-performance: Company-level performance (revenue/Adjusted EBITDA improvements in 2025) is strong, but executive-specific performance metrics/weights for bonuses or PSUs are not disclosed, indicating limited transparency on direct pay-performance linkage for Giuggio .
- Retention risk: Multi-tranche RSU vesting through 2026 suggests near-term retention mechanisms in place; absence of disclosed individual severance/chg-of-control terms limits downside clarity .
- Trading signals: Monitor RSU vesting dates (Sep 1, 2025; Mar 30, 2026) and any late Section 16 patterns (a late filing occurred for 2024 grants) for execution/admin discipline .