Bruce Dawson
About Bruce Dawson
Bruce Dawson is IBEX’s Chief Sales and Client Services Officer, a role he has held since 2017 (and previously at IBEX Global Solutions in 2016–2017). He brings BPO sales leadership experience from Atento (U.S. Nearshore Regional Director, 2014–2016), SITEL (2012–2014), and Stream Global Services (2008–2012), and holds a B.A. in psychology from Denison University . His incentives are tied to multi-year TSR relative to peers and operational goals (revenue ≥$600M; adjusted EBITDA ≥$74M) under IBEX’s LTIP, aligning pay with shareholder value creation; IBEX reported FY2025 adjusted EBITDA of $71.955M, up from $65.176M in FY2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| IBEX Global Solutions, Inc. | Chief Sales/Client Services Officer | 2016–2017 | Led sales and client services ahead of transition to IBEX Limited . |
| Atento S.A. | U.S. Nearshore Regional Director | 2014–2016 | Expanded nearshore delivery and client growth in U.S. markets . |
| SITEL Corporation | Leadership roles | 2012–2014 | Drove client services and sales execution in global BPO . |
| Stream Global Services | Management roles | 2008–2012 | Built sales/client programs in telecom/software verticals . |
External Roles
No public company directorships or external board roles disclosed for Dawson.
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary ($) | 350,000 | 350,000 |
| Target Bonus (% of Salary) | 100% | 100% |
| Non-Equity Incentive Plan Bonus ($) | 134,686 | 401,920 |
| Discretionary/Other Bonus ($) | 114,203 (Fast Track Q1 FY24) | 100 (tenure recognition) |
| All Other Compensation ($) | 11,457 | 17,769 |
| Total Cash Compensation ($) | 596,346 | 770,789 |
Performance Compensation
Equity Grants and Structure
| Grant Type | Grant Date | Metric | Weighting | Target/Trigger | Actual/Payout | Vesting |
|---|---|---|---|---|---|---|
| PSUs (Operational) | 04/20/2022 | Revenue | 50% | ≥$600M fiscal-year revenue | Not disclosed | 1/3 immediate at trigger; 2/3 in equal annual installments over 2 years . |
| PSUs (Operational) | 04/20/2022 | Adjusted EBITDA | 50% | ≥$74M adjusted EBITDA | Not disclosed | 1/3 immediate at trigger; 2/3 in equal annual installments over 2 years . |
| RSUs (Time-based) | 11/08/2024 | Time | — | N/A | N/A | 25% vested 07/01/2025; 25% annually thereafter . |
| PSUs (Market/Relative) | 11/08/2024 | TSR vs peer group | 3 tranches | 1-year, 2-year, 3-year TSR periods | Up to 2x Target Amount over 3 years; award value cap 5x grant-date FMV | Eligible vest on 09/30/2025 (1-yr), 09/30/2026 (2-yr), 09/30/2027 (3-yr) . |
2025 Stock Awards Fair Value
| Component | FY 2024 | FY 2025 |
|---|---|---|
| Stock Awards Grant-Date Fair Value ($) | — | 221,764 |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (10/03/2025) | 3,129 common shares; <1% of outstanding . |
| Vested Options (as of 06/30/2025) | 8,114 options at $19.00, expiring 08/07/2030; fully vested . |
| Unvested RSUs (06/30/2025) | 4,842 units; market value $140,902 (at $29.10) . |
| Unearned PSUs (Operational, 2022) | 82,519 units; payout value contingent on metric attainment; indicated market value $2,401,303 (at $29.10) . |
| Unearned PSUs (TSR, 2024) | 9,684 units; contingent on TSR; indicated market value $281,804 (at $29.10) . |
| Hedging/Pledging | Prohibited for all employees and directors under Insider Trading Policy (no margin accounts, pledges, zero-cost collars, etc.) . |
| Ownership Guidelines | Not disclosed for executives. |
Employment Terms
| Term | Dawson Employment Agreement |
|---|---|
| Effective/Role | Amended agreement effective July 1, 2020; Chief Sales & Client Services Officer . |
| Severance | If terminated without Cause or resigns for Good Reason: 12 months’ salary continuation (reduced to 70% of new compensation if re-employed or consulting >6 months at >$20k/month) and continued benefits for same period (subject to release) . |
| Non-Compete | 12 months post-termination . |
| Non-Solicit | 12 months (customers, employees, consultants) . |
| Clawback | LTIP provides revised clawback provisions and whistleblower protections (A&R 2020 LTIP) . |
| Change-in-Control (Awards) | Default protection: if awards are not continued/assumed, time-based awards vest in full, performance-based awards vest at target; if continued/assumed and terminated without cause within 2 years post-CoC, awards fully vest . |
| Hedging/Pledging Policy | Company-wide prohibition; applies to Dawson . |
Outstanding Equity Awards (as of June 30, 2025)
| Award | Quantity | Exercise/Reference | Expiration | Vesting/Status | Market/Payout Value |
|---|---|---|---|---|---|
| Options (Right to Buy) | 8,114 | $19.00 | 08/07/2030 | Fully vested | N/A |
| RSUs (Time-based) | 4,842 | N/A | N/A | 25% vested 07/01/2025; 25% annually thereafter | $140,902 (at $29.10) |
| PSUs (Operational 2022) | 82,519 | Revenue/Adj. EBITDA triggers | N/A | Unearned; vest with performance then over time | $2,401,303 (at $29.10) |
| PSUs (TSR 2024) | 9,684 | TSR vs peer group | N/A | Unearned; eligible 2025/2026/2027 | $281,804 (at $29.10) |
Performance & Track Record
- Tenure and role stability since 2017 with prior leadership at Atento, SITEL, and Stream .
- Company adjusted EBITDA: $71.955M FY2025 vs $65.176M FY2024, supporting operational PSU frameworks .
- Section 16(a) compliance: one late Form 4 for Dawson noted by the company in FY2025 .
Compensation Committee and LTIP Context
- Compensation Committee: independent directors; oversees executive compensation and LTIP administration .
- A&R 2020 LTIP changes: added 650,000 shares; new 10-year term; explicit anti-repricing; acceleration protections; non-employee director cap; updated clawback .
- Equity overhang/dilution (company-level): total potential basic dilution/overhang 16.4% as of June 30, 2025 .
Say-on-Pay & Shareholder Feedback
No say-on-pay percentages disclosed for FY2025 in the proxy.
Expertise & Qualifications
- Education: B.A. in psychology, Denison University .
- Expertise: Enterprise sales, client services, telecom/software verticals; extensive BPO industry experience .
Work History & Career Trajectory
| Company | Role | Tenure | Notes |
|---|---|---|---|
| IBEX Limited | Chief Sales & Client Services Officer | 2017–present | Executive officer (NEO) . |
| IBEX Global Solutions, Inc. | Chief Sales/Client Services Officer | 2016–2017 | Predecessor entity role . |
| Atento S.A. | U.S. Nearshore Regional Director | 2014–2016 | Nearshore expansion . |
| SITEL Corporation | Management | 2012–2014 | Client services/sales . |
| Stream Global Services | Management | 2008–2012 | Telecom/software focus . |
Related Party Transactions
No Dawson-specific related party transactions disclosed; company-level related party arrangements involve TRGI office sublease and plan participation (not tied to Dawson) .
Risk Indicators & Red Flags
- Hedging/pledging prohibited (alignment positive); no pledges disclosed .
- One late Form 4 filing for Dawson (minor compliance lapse) .
- LTIP dilution/overhang of 16.4% indicates meaningful equity supply overhang to monitor for selling pressure around vest dates .
Compensation Peer Group/Consultants
- Exequity LLP engaged for executive compensation advisory services; supports competitive pay design and peer reviews .
Equity Ownership & Beneficial Ownership Detail
| Holder | Shares/Derivatives | Percent |
|---|---|---|
| Bruce Dawson | 3,129 common shares | <1% |
Investment Implications
- Alignment: Dawson’s pay is highly performance-linked via operational PSUs (revenue and adjusted EBITDA) and market-relative TSR PSUs, reducing windfall risk and tightening linkage to shareholder outcomes .
- Retention risk: Standard 12-month non-compete/non-solicit with 12 months’ severance mitigates near-term departure incentives; award acceleration only under specific CoC conditions reduces retention cliff risk absent a transaction .
- Trading signals: Upcoming RSU tranches (annual on/after July 1) and TSR PSU gates (Sep 2025/2026/2027) create predictable potential liquidity windows; monitor Section 16 filings around these dates for selling pressure .
- Governance/compliance: Anti-hedging/pledging policy and anti-repricing in LTIP are shareholder-friendly; note minor late Form 4 in FY2025 but otherwise timely Section 16 compliance .
- Dilution/overhang: Company-level LTIP overhang at 16.4% suggests continued equity issuance cadence; watch grant cycles and burn rate for supply effects amid TSR PSU vesting .