Desiree Kramer
About Desiree Kramer
Desiree A. Kramer (age 42) is Senior Vice President and Chief Financial Officer of Guild Holdings Company (GHLD), serving as CFO since October 2020; she joined Guild in 2004 and progressed through finance roles including SVP Finance (2015–2020) and VP Finance (2010–2015) . She holds a BBA in Finance (Texas Christian University) and an MBA (UC Irvine), and is both a Certified Public Accountant and a Certified Mortgage Banker . Company performance improved in 2024 with revenue, EBITDA, and net income inflecting versus 2023, and the 2024 annual bonus plan paid at 159.4% of target on metrics split between adjusted return on average equity (AROAE) and a strategic objective (AROAE actual 7.4%, component payout 118.8%; strategic objective at 200%) . AROAE is defined as adjusted net income over average equity; 2024 adjusted net income was $90.2M on average equity of $1.22B (AROAE 7.4%) .
Company financial performance (YoY):
| Metric ($USD) | FY 2023 | FY 2024 |
|---|---|---|
| Revenues | $747.4M* | $1,039.1M* |
| EBITDA | $36.9M* | $252.9M* |
| Net Income | $(39.0)M* | $97.1M |
Values retrieved from S&P Global. Cells marked with * have no document citation.
Past Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Guild Holdings Company / Guild Mortgage Company | Senior Vice President, Chief Financial Officer | Oct 2020–Present | Executive officer and principal financial officer |
| Guild Mortgage Company | Chief Financial Officer (operating subsidiary) | Jan 2020–Oct 2020 | Pre-IPO finance leadership |
| Guild Mortgage Company | Senior Vice President, Finance | 2015–2020 | Progressive finance leadership |
| Guild Mortgage Company | Vice President, Finance | 2010–2015 | Finance leadership |
| Guild Mortgage Company | Financial Analyst | 2005–2007 | Early finance role |
| Guild Mortgage Company | Staff Accountant | 2004–2005 | Entry role at Guild |
External Roles
- No public company directorships or external board roles were disclosed for Ms. Kramer in the proxy; executive officer biography lists roles solely within Guild .
Fixed Compensation
| Component | 2023 | 2024 |
|---|---|---|
| Base Salary | $420,000 | $460,000 (base increased effective 1/1/2024) |
| Target Bonus % of Salary | 60% | 65% (increased for 2024) |
| Actual Annual Bonus (Paid following year) | $252,000 | $476,667 (reflects 159.4% of target) |
| Stock Awards (Grant Date Fair Value) | $450,007 (RSUs) | $400,008 (RSUs) |
| All Other Compensation | $69,535 (DEUs $63,295; 401(k) match $6,240) | $64,319 (DEUs $56,171; 401(k) match $8,148) |
| Total Reported Compensation | $1,191,542 | $1,400,994 |
Notes:
- DEUs (dividend equivalent units) accrue on outstanding RSUs when special cash dividends are paid and vest on the same schedule as underlying RSUs .
Performance Compensation
| Plan Year | Metric | Weight | Target | Actual | Payout Factor | Vesting/Payment |
|---|---|---|---|---|---|---|
| 2024 | Adjusted ROAE (AROAE) | 50% | Threshold/Target/Max set; levels not disclosed | 7.4% AROAE | 118.8% for this component | Cash bonus paid early 2025 |
| 2024 | Strategic Objective | 50% | Threshold/Target/Max set; levels not disclosed | Exceeded maximum | 200.0% for this component | Cash bonus paid early 2025 |
| 2024 | Weighted Total | — | — | — | 159.4% of target | — |
| 2023 | Adjusted ROAE (AROAE) | 50% | Threshold/Target/Max set; levels not disclosed | 3.9% | 0% for this component | Cash bonus paid early 2024 |
| 2023 | Strategic Objective | 50% | Threshold/Target/Max set; levels not disclosed | Achieved maximum | 200.0% for this component | Cash bonus paid early 2024 |
| 2023 | Weighted Total | — | — | — | 100.0% of target | — |
Additional details:
- Ms. Kramer’s target bonus increased from 60% (2023) to 65% (2024) of base salary; the 2024 payout aligns with the 159.4% factor (65% × $460,000 × 159.4% ≈ $476.7k) .
- For 2025 annual grants, the Compensation Committee approved adding PSUs tied to three-year AROAE, enhancing performance linkage of long-term incentives .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total Beneficial Ownership | 214,259 shares of Class A Common Stock (≈1.0% of Class A outstanding as of 3/28/2025) |
| Class B Ownership | None |
| RSUs Vesting Within 60 Days (as of 3/28/2025) | 38,194 Class A shares issuable upon RSU vesting within 60 days (near-term supply/tax-withholding consideration) |
| Shares Pledged as Collateral | Prohibited by Insider Trading and Information Policy (pledging not permitted) |
| Hedging | Prohibited (no short sales, no derivatives, no short-term trading) |
| Stock Ownership Guidelines | Other Named Executive Officer: 2x salary; measurement each April 1; original compliance deadline March 31, 2027 for covered officers as of Nov 24, 2021 |
| Compliance Status | Not disclosed in proxy |
Outstanding RSUs and vesting:
| Grant Date | Type | Outstanding Unvested RSUs at 12/31/2024 | Market Value at 12/31/2024 | Vesting Schedule |
|---|---|---|---|---|
| 4/15/2022 | RSU | 13,546 | $191,134 (at $14.11) | 1/3 annually on grant anniversaries |
| 4/15/2023 | RSU | 29,652 | $418,390 (at $14.11) | 1/3 annually on grant anniversaries |
| 4/15/2024 | RSU | 29,472 | $415,850 (at $14.11) | 1/3 annually on grant anniversaries |
Recent annual grant sizing (for context):
- 4/15/2024 RSU grant: 28,572 RSUs to Ms. Kramer; all NEO RSUs accrue DEUs on special cash dividends and vest with the underlying RSUs .
Dividend policy link to RSUs/DEUs:
- Special cash dividend of $0.50 per share declared May 8, 2024 (paid June 6, 2024); DEUs credited to outstanding RSUs for NEOs on payment date and vest with the underlying awards .
Employment Terms
| Term | Detail |
|---|---|
| Employment Status | At-will; executive compensation agreement effective January 1, 2021 applies to Ms. Kramer |
| Base Salary & Annual Incentive | Salary set annually; eligible for annual incentive based on individual and corporate goals; must be employed on last day of the calendar year to earn incentive; payment no later than March 15 of following year |
| Severance (Non-COC) | If terminated by the company for any reason (excluding commission of a crime), or due to ill health permanently preventing service, salary continuation for one year at then-current base salary, subject to waiver and release |
| Non-Solicitation | One-year post-termination employee non-solicitation covenant |
| Change-of-Control | No specific change-in-control vesting acceleration or multiples disclosed for Ms. Kramer in the proxy |
| Clawback / Recoupment | Not specifically described for NEOs in the cited sections; not disclosed |
| Section 16(a) Compliance | One Form 4 reporting two transactions (dividend reinvestments/DEUs) filed one day late in 2024 due to administrative oversight for Ms. Kramer (and two other officers) |
Investment Implications
- Pay-for-performance alignment improving: 2024 annual bonus was formulaic and tied 50% to AROAE and 50% to a strategic objective, with a 159.4% payout reflecting improved profitability (AROAE 7.4% vs. 3.9% prior year) and strategic execution; addition of three-year AROAE PSUs for 2025 LTIs further strengthens alignment with shareholders .
- Near-term vesting/selling dynamics: 38,194 RSUs scheduled to vest within 60 days of March 28, 2025 indicate potential short-term tax-withholding sales; continued 1/3 annual vesting across 2022–2024 grants creates ongoing, predictable vest-driven supply each April 15, subject to blackout windows and trading policies .
- Ownership alignment and risk controls: Ms. Kramer beneficially owns 214,259 Class A shares (≈1.0% of Class A), is subject to a 2x salary stock ownership guideline, and is prohibited from hedging/pledging, supporting long-term alignment and reducing adverse trading-signal risks from margin calls .
- Retention risk moderate: Severance at 1x base salary with a one-year non-solicit is standard and not unduly rich; combined with multi-year RSU vesting cadence and newly introduced PSUs, equity remains a key retention lever in a cyclical mortgage environment .
- Governance: Independent Compensation Committee (Meyer—Chair, Bryant, Messinger) engages Meridian as independent consultant and reviews design annually; no interlocks or insider participation reported, which supports compensation governance quality .
Citations: