Dan Moore
Principal Financial and Accounting Officer at GME
Executive
About Dan Moore
Daniel (Dan) Moore is GameStop’s Principal Financial Officer (since March 25, 2024) and Principal Accounting Officer (since August 11, 2023); he is 42 years old and has 19+ years’ experience in finance, accounting, and tax, including senior tax roles at Elevate Textiles and Roper Technologies . During fiscal 2024 (year ended February 1, 2025), Company pay-versus-performance disclosures show Company TSR value of a $100 initial investment at $2,802, with net income of $131 million and United States operating profit (excluding royalties) of $24 million, contextualizing performance during Moore’s tenure on the finance leadership team . The Audit Committee noted interactions with the Principal Financial Officer regarding disclosure controls and internal control over financial reporting, underscoring Moore’s involvement in financial reporting governance .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| GameStop | Principal Financial Officer | Mar 25, 2024–present | — |
| GameStop | Principal Accounting Officer | Aug 11, 2023–present | — |
| GameStop | Interim Principal Financial Officer | Aug 11, 2023–Mar 25, 2024 | — |
| GameStop | VP, Corporate Global Controller | Sep 2022–Aug 2023 | — |
| GameStop | VP, Global Tax | Jul 2021–Sep 2022 | — |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Elevate Textiles | Vice President, Tax | Not disclosed | — |
| Roper Technologies | Director of International Tax | Not disclosed | — |
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $166,154 | $192,615 (rate increased to $200,000 effective Apr 4, 2024) |
| New-hire/promotion cash bonus ($) | $105,000 (includes $80,000 new-hire + $25,000 spot) | $28,877 (paid over six bi-weekly installments beginning after Apr 11, 2024) |
| All Other Compensation ($) | $6,557 | $0 |
| Total Reported Compensation ($) | $443,930 | $829,215 |
Notes:
- Moore’s annual salary rate increased from $170,000 to $200,000 effective April 4, 2024 in connection with his promotion to PFO .
- The $28,877 promotion-related bonus was designed to bridge compensation while equity awards vest .
Performance Compensation
| Award Type | Grant Date | Shares/Units | Grant-Date Fair Value ($) | Vesting | Performance Metrics | Payouts |
|---|---|---|---|---|---|---|
| RSU (promotion to PFO) | Jul 1, 2024 | 21,152 | $493,476 | 12 equal tranches every 3 months; fully vested 3 years from grant | Time-vested; no performance metrics disclosed | N/A |
| RSU (recognition award) | Jul 1, 2024 | 4,897 | $114,247 | 4 equal tranches every 3 months; fully vested 1 year from grant | Time-vested; no performance metrics disclosed | N/A |
| RSU (legacy) | Oct 1, 2021 | — | — | 5% at 12 months; 15% at 24 months; then 20% every 6 months; fully vested at 4 years | Time-vested; no performance metrics disclosed | N/A |
| RSU (legacy) | Oct 1, 2022 | — | — | 6 equal tranches every 6 months; fully vested 3 years from grant | Time-vested; no performance metrics disclosed | N/A |
Stock vested in FY 2024:
| Metric | FY 2024 |
|---|---|
| Shares acquired on vesting (#) | 17,806 |
| Value realized on vesting ($) | $370,676 |
| Options outstanding | None |
Equity Ownership & Alignment
Beneficial ownership (as of April 21, 2025):
| Holder | Shares Beneficially Owned (#) | % of Shares Outstanding | Notes |
|---|---|---|---|
| Dan Moore | 29,777 | ~0.0067% (29,777 ÷ 447,300,514) | Includes 20,522 unvested RSUs |
Breakdown and pledging:
- Unvested RSUs included in beneficial ownership: 20,522 .
- Implied vested/owned shares excluding unvested RSUs: ~9,255 (computed from table values) .
- Pledging: No pledging disclosed for Moore; pledging disclosure in proxy applies to Ryan Cohen’s shares (margin account), not Moore .
- Stock ownership guidelines: Company references equity ownership policies, but specific executive guidelines and compliance status for Moore not disclosed in provided sections .
Outstanding equity awards at FY 2024 year-end (valued at $26.90 per share on Jan 31, 2025):
| Grant Date | Unvested Units (#) | Market Value ($) |
|---|---|---|
| Oct 1, 2021 | 6,388 | $171,837 |
| Oct 1, 2022 | 470 | $12,643 |
| Jul 1, 2024 (PFO promotion RSU) | 17,628 | $474,193 |
| Jul 1, 2024 (recognition RSU) | 2,449 | $65,878 |
Insider selling indicator:
- The Company disclosed one late Form 4 filing for Daniel Moore reporting a sale of shares, filed October 10, 2024 (administrative error). Quantity and proceeds of the transaction were not detailed in the proxy .
Employment Terms
| Term | Details |
|---|---|
| Employment agreement | At-will; Company no longer offers employment agreements |
| Severance | Limited severance generally; hypothetical severance table shows $0 for Moore across termination without cause, change-in-control, death, disability as of Feb 1, 2025 |
| Change-in-control | No severance or accelerated RSU value disclosed for Moore in hypothetical scenarios table; all $0 |
| Non-compete | Executives restricted from competing for a period after termination; duration/scope not disclosed here |
| Clawback | Formal clawback policy for executive officers in event of fraud or restatement |
| Perquisites | Limited; none disclosed for Moore |
Hypothetical payments upon termination (as of Feb 1, 2025):
| Benefit | Termination Without Cause | Termination Without Cause Upon Change in Control | Death | Disability |
|---|---|---|---|---|
| Salary severance element | $0 | $0 | $0 | $0 |
| Bonus severance element | — | — | — | — |
| Medical benefits | — | — | — | — |
| Accelerated restricted stock | — | — | — | — |
| Total | $0 | $0 | $0 | $0 |
Compensation Structure Analysis
- Cash vs. equity mix: Base salary is modest relative to equity grants; FY 2024 salary $192,615 vs. stock awards $607,723, consistent with equity-heavy pay design . New-hire/promotion bonus was limited ($28,877) and installment-based to bridge equity ramp .
- Shift to RSUs vs. options: No options outstanding for FY 2024; awards are time-vested RSUs, reducing risk versus options and emphasizing retention .
- Guaranteed vs. at-risk pay: Limited guaranteed compensation and perquisites; at-will employment with minimal severance indicates greater at-risk positioning, while time-vested RSUs provide retention value .
- Performance metrics: Company emphasizes annual financial goals focused on profitability, but Moore had no non-equity incentive payouts; equity awards were time-based without disclosed performance metrics .
- Governance protections: Clawback policy in place for executives ; Compensation Committee oversight and strong say-on-pay support (98.6% approval for FY 2023 comp at 2024 meeting) .
Investment Implications
- Alignment: Moore’s ownership is small (~0.0067% of shares outstanding), but he holds sizable unvested RSUs that vest quarterly, aligning incentives to share price and retention while limiting immediate selling capacity .
- Selling pressure: One disclosed late Form 4 sale in Oct 2024 flags monitoring need; ongoing RSU vesting cadence could create periodic liquidity events, though no options exist to amplify selling pressure .
- Retention risk: At-will status with no severance or CIC acceleration for Moore suggests limited termination protection; however, multi-year RSU vesting (including 12 quarterly tranches through 2027) provides retention anchoring .
- Execution and governance: Audit Committee dialogues with the Principal Financial Officer on controls and reporting underscore accountability in financial governance under Moore’s purview . Equity-centric compensation, clawbacks, and high say-on-pay support reduce governance risk signals .
- Performance context: FY 2024 disclosures reflect strong TSR metrics and improved profitability at the Company level, contextualizing finance leadership tenure; investors should continue to track cost discipline and capital markets activity signed by Moore (e.g., S-3ASR and warrant agreement signatories) for implications to dilution and liquidity .