Anthony Radesca
GenpactAbout Anthony Radesca
Anthony J. Radesca is Senior Vice President and Chief Accounting Officer (principal accounting officer) of Genpact, appointed effective September 29, 2025; age 56; he holds a B.B.A. in Public Accounting (Hofstra), a J.D. (St. John’s University School of Law), and is a CPA . He is identified as Chief Accounting Officer in Genpact’s November 13, 2025 automatic shelf registration filing signatures . Company performance context (FY2024): net revenues $4.77B (+6.5% y/y), gross profit $1.69B (35.5% margin), net income $514M (-19% y/y), income from operations $702M (+11% y/y), adjusted diluted EPS $3.28 (+10% y/y), cash from operations $615M (+25% y/y), and new bookings ~$5.7B (+15% y/y) .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Genpact Limited | SVP & Chief Accounting Officer (Principal Accounting Officer) | Sep 29, 2025–present | Public-company principal accounting officer; SEC reporting stewardship |
| NCR Voyix Corporation | SVP & Chief Accounting Officer | May 2024–Sep 2025 | Public-company CAO experience across enterprise tech/payments |
| EVO Payments, Inc. | SVP & Chief Accounting Officer | Feb 2019–Mar 2023 | Payments sector CAO leadership |
| CA Technologies, Inc. | SVP & Chief Accounting Officer | Jun 2016–Feb 2019 | Large-cap software CAO leadership |
| CA Technologies, Inc. | Vice President of Accounting | Jun 2008–Jun 2016 | Corporate accounting leadership |
External Roles
- None disclosed in Genpact filings as of appointment .
Fixed Compensation
| Component | Details |
|---|---|
| Base salary | Not disclosed; company states he will receive base salary consistent with role/seniority . |
| Target bonus | Not disclosed; company states he will have annual bonus opportunities consistent with role/seniority . |
| Benefits/perquisites | Eligible for company-sponsored benefits including health, disability, life insurance . |
| Clawback policy | Company-wide clawback covering Section 16 officers (cash and equity) adopted Oct 2, 2023; applies to restatements and certain misconduct . |
| Hedging/pledging | Company policy prohibits hedging and pledging of company securities . |
Performance Compensation
Company program design (context for executive officers; 2024 plan design):
- Annual bonus pool funding metrics and weights (NEOs): AOI margin 45%, Revenue 45%, Employee engagement score 10%; pool 0–200% of target; thresholds/targets: AOI margin 98/100/102; Revenue 99/100/104; Engagement 92/100/108; committee discretion to reduce funding if AOI margin below a specified level .
- Individual scorecards determine payouts (0–150% of target) with financial metrics 60–85% weight; payouts constrained by funded pool; CEO outside pool .
- LTI (2024 awards): PSUs (Adjusted EPS 50%, Revenue 50%) with three-year performance (2024–2026); vesting 0–200% pre-TSR; rTSR modifier vs S&P 400 of 0.8x–1.2x (max 240%); average performance thresholds: Adjusted EPS 99/100/105; Revenue 98/100/103 .
- RSUs: time-based; typical vesting schedule for 2024 grants: one-third annually on Jan 10, 2025–2027 (service-based) .
| Metric (plan year) | Weight | Target definition | Threshold/Target/Outstanding | Payout mechanics | Vesting |
|---|---|---|---|---|---|
| Annual bonus – AOI margin (2024 pool) | 45% | Company AOI margin (non-GAAP) | 98% / 100% / 102% of target | Pool factor 0–200%; individual scorecard 0–150%; CEO outside pool | Cash for 2024; earned in 2025 |
| Annual bonus – Revenue (2024 pool) | 45% | Company revenue | 99% / 100% / 104% of target | As above | Cash |
| Annual bonus – Employee engagement (2024 pool) | 10% | Amber response rate × positive mood % | 92% / 100% / 108% of target | As above | Cash |
| PSUs – Adjusted EPS (2024–2026) | 50% | Y/Y growth vs prior year; 3 annual tranches averaged | 99% / 100% / 105% of target | 0–200% for metric; rTSR 0.8x–1.2x overall (0–240% max) | Service vesting through Mar 10, 2027 |
| PSUs – Revenue (2024–2026) | 50% | Y/Y growth vs prior year; 3 annual tranches averaged | 98% / 100% / 103% of target | As above | As above |
| RSUs (2024 awards) | n/a | Time-based | n/a | n/a | 1/3 per year on Jan 10, 2025–2027 |
Note: Genpact has not yet disclosed Mr. Radesca’s specific targets/grants; tables reflect company program design in place for 2024 executive awards .
Equity Ownership & Alignment
| Item | Status |
|---|---|
| Beneficial ownership at appointment | “No securities are beneficially owned.” (Form 3, filed Oct 6, 2025) . |
| Section 16 status | Filed Form 3; Power of Attorney on file permitting attorneys-in-fact to execute Section 16 filings (Oct 6, 2025) . |
| Executive ownership guidelines | CEO 6x salary; other executive officers 1x salary; five-year phase-in; retain 100% of net shares until compliant . |
| Hedging/pledging | Prohibited by company insider trading policy . |
| Clawback | Company policy covers cash and equity incentive compensation for Section 16 officers . |
Employment Terms
| Term | Detail |
|---|---|
| Appointment effective date | September 29, 2025 (SVP & Chief Accounting Officer) . |
| Role designation | Principal Accounting Officer; appears as such in S-3ASR signatures on Nov 13, 2025 . |
| Compensation framework | Base salary, annual bonus opportunities, and equity awards consistent with role/seniority; standard benefits eligibility . |
| Employment agreement, severance, change-of-control | Not disclosed for Mr. Radesca as of the appointment 8-K . |
| Non-compete/non-solicit | Not disclosed for Mr. Radesca as of the appointment 8-K . |
Investment Implications
- Near-term insider selling pressure appears low: his initial Form 3 reported zero beneficial ownership, and equity alignment will develop as grants vest over time per company practices; hedging/pledging is prohibited and a clawback policy applies to Section 16 officers .
- Pay-for-performance structure at Genpact emphasizes at-risk compensation tied to revenue growth, profitability (Adjusted EPS/AOI), and relative TSR, aligning senior officer incentives with shareholders; however, Mr. Radesca’s specific targets/grants are not yet disclosed post-appointment .
- Governance/retention: executive ownership guidelines (1x salary within five years for non-CEO officers) support long-term alignment; prohibition on pledging/hedging and a robust clawback reduce governance risk .
- Transition risk: CFO assumed interim principal accounting officer on Sep 11, 2025 due to prior CAO departure; appointment of Mr. Radesca on Sep 29, 2025 closes the gap with an experienced public-company CAO, stabilizing financial reporting leadership .