Amy E. Blakeway
Senior Vice President, General Counsel and Corporate Secretary at 
FLOTEK INDUSTRIES INC/CN/
FLOTEK INDUSTRIES INC/CN/Executive
About Amy E. Blakeway
Senior Vice President, General Counsel and Corporate Secretary at Flotek Industries (FTK) since March 1, 2024; age 43. Background includes Harvard Law School (J.D.) and dual summa cum laude undergraduate degrees in Business Administration & Accounting and European History from Washington & Lee University; member of the Texas state bar . 2024 Company performance factors considered in NEO bonuses included a 143% stock price increase, addition to Russell Microcap Index, ~$20M YoY net income increase (ex-2023 non-cash gains), and improved G&A efficiency . Pay-versus-performance disclosure shows the $100 TSR value at $140.56 by 2024, indicating total shareholder return progression over 2022–2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Mesquite Energy, Inc. | Vice President, Corporate Services and Associate General Counsel | Jul 2020–Feb 2024 | Not disclosed |
| Sanchez Oil & Gas Corporation | Associate General Counsel | Jul 2016–Jul 2020 | Not disclosed |
| Independence Contract Drilling | Director of Legal | Sep 2014–Oct 2015 | Not disclosed |
| Forethought Financial Group, Inc. | Vice President, Assistant General Counsel | Jun 2012–Jan 2014 | Not disclosed |
| Vinson & Elkins LLP | Associate | Sep 2007–May 2012 | Not disclosed |
External Roles
| Organization | Position | Years | Notes |
|---|---|---|---|
| Texas State Bar | Member | Not stated | Active membership |
Fixed Compensation
| Metric | 2024 |
|---|---|
| Base Salary (annual rate) | $300,000 |
| Salary Paid (2024 actual) | $251,538 (partial year) |
| Target Bonus % | 50% of base salary |
| Actual Bonus Paid (2024) | $112,500 (90% of prorated target) |
| All Other Compensation (2024) | $490 (group term life insurance) |
Performance Compensation
2024 Short-Term Incentive Program (STIP)
| Metric | Weighting | Target Basis | Actual vs Target | Payout Impact |
|---|---|---|---|---|
| Adjusted Revenue | 20% | 2024 budget & Jan 2024 forecast | Met under Jan 2024 forecast | Contributed to 90% payout |
| Data Analytics Revenue | 25% | 2024 budget & Jan 2024 forecast | Not met | Offset by other metrics |
| Adjusted Gross Margin | 25% | 2024 budget & Jan 2024 forecast | Exceeded under both | Positive contribution |
| Adjusted EBITDA | 30% | 2024 budget & Jan 2024 forecast | Exceeded under both | Positive contribution |
| Company Achievements considered | — | — | 143% stock price; Russell Microcap; +~$20M net income YoY (ex-2023 non-cash); -~11% G&A; ABL expansion; safety performance | Overall payout 90% of target |
2024 Long-Term Incentives (LTI) – Grants to Blakeway
| Award Type | Grant Date | Shares | Weighting | Vesting / Conditions | Measurement Period |
|---|---|---|---|---|---|
| Time-based RSU | Mar 1, 2024 | 8,065 | Time-based | Vests ratably over 3 years from grant | 2024–2027 (per grant terms) |
| Time-based RSU | Oct 30, 2024 | 12,000 | 50% of 2024 LTI value | Vests ratably over 3 years from grant | 2024–2027 (per grant terms) |
| Performance RSU | Oct 30, 2024 | 12,000 | 50% of 2024 LTI value | 50% vests on 2025 Adjusted EBITDA threshold; 50% vests on share price threshold by Dec 31, 2025 | Jan 1–Dec 31, 2025 (EBITDA) and through Dec 31, 2025 (share price) |
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Total Beneficial Ownership (as of Mar 20, 2025) | 1,508 shares |
| Ownership % of Shares Outstanding | Less than 1% |
| Vested vs Unvested Equity | Unvested RSUs: 8,065 (Mar 1, 2024 grant, time-based); 12,000 (Oct 30, 2024 grant, time-based); 12,000 (Oct 30, 2024 performance RSUs) |
| Options (Exercisable/Unexercisable) | None disclosed for Blakeway |
| Shares Pledged as Collateral | None; pledging prohibited by policy and none pledged by executives/directors |
| Stock Ownership Guidelines | Executives required to hold ≥2× base salary; 5 years to comply; all directors/executives in compliance or within grace period as of Dec 31, 2024 |
Employment Terms
| Provision | Details |
|---|---|
| Employment Start Date | March 1, 2024 |
| Base Salary & Bonus Target | $300,000 base; 50% target bonus |
| Severance (without cause/for good reason) | 12 months base salary (paid over 12 months) + pro-rata annual bonus for year of termination (paid on normal cycle) + COBRA premium differential for up to 12 months |
| Change-of-Control | Unvested equity fully vests immediately prior to termination occurring due to a change of control (double-trigger structure) |
| Clawback | Company policy to recover erroneously awarded incentive compensation upon financial restatements; methods include reimbursement/cancellation/offset/forfeiture as applicable |
| Anti-Hedging/Pledging | Insider Trading Policy includes anti-hedging and pledging restrictions |
Investment Implications
- Pay-for-performance alignment: 2024 bonus tied to four quantitative metrics with a 90% payout, reflecting strong adjusted margin and EBITDA execution but not meeting data analytics revenue goals; this supports disciplined incentives linked to operational performance .
- Retention risk moderates via double-trigger vesting on change-of-control and standard severance (1× salary + pro-rata bonus + COBRA), with multi-year RSU vesting promoting continued service; no tax gross-ups and clawback policy enhance governance quality .
- Equity alignment is modest today (1,508 shares) but increasing through unvested RSUs (total 32,065), with performance RSUs contingent on 2025 EBITDA and share price thresholds—potential trading signal if thresholds are approached (particularly share-price vesting by Dec 31, 2025) .
- Policy safeguards: anti-hedging/pledging, minimum vesting standards in the LTIP, and a clawback framework reduce misalignment risk and discourage short-termism; no option repricing without shareholder approval under plan terms .
- Company execution backdrop: 2024 achievements (TSR, profitability, G&A discipline, ABL expansion, index inclusion) underpin the Compensation Committee’s elevated payout and could support future vesting of performance RSUs, but data analytics growth remains a watch item for forward incentives .