Julie Casteel
About Julie Casteel
Julie Casteel (age 64) is IBEX’s Chief Marketing and Strategic Accounts Officer, serving since 2012. She leads strategy for growth and profitability across IBEX’s largest global clients and spearheads development in financial services and healthcare verticals; previously EVP Global Sales & Marketing at SITEL (1998–2009). Education: B.S. in Biology, Texas A&M University . Her incentive design ties pay to company TSR vs peers and to revenue/adjusted EBITDA thresholds, aligning rewards with growth and shareholder returns . Recent company performance context: see multi-year revenue/EBITDA below (values from S&P Global).*
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| SITEL | EVP, Global Sales & Marketing | 1998–2009 | Led global revenue, client relationship management, and marketing strategy |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Various industry boards | Board member (not specified) | Not disclosed | Industry leadership; published commentary in The Economist and WSJ |
| Women of ibex (internal ERG) | Founder | 2022–present | Built global program to develop and advance women leaders at IBEX |
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary ($) | 350,000 | 350,000 |
| Discretionary “Fast Track” Bonus ($) | 114,303 | 100 (anniversary recognition) |
| Non-Equity Incentive Plan ($) | 134,868 | 401,921 |
| Stock Awards ($ grant-date fair value) | — | 221,764 |
| Annual Bonus Target (% of Salary) | 100% | 100% |
Notes:
- FY 2025 stock awards represent RSUs/PSUs granted; FY 2024 stock awards for Casteel were not granted (CFO grant only) .
- FY 2025 “Bonus ($)” column reflects a $100 recognition payment; core annual bonus paid appears in Non-Equity Incentive Plan .
Performance Compensation
Equity Awards and Vesting
| Award Type | Grant Date | Target / Granted | Key Metric(s) | Vesting Schedule | Status/Notes |
|---|---|---|---|---|---|
| RSUs | Nov 8, 2024 | 4,842 units | Service | 25% vested Jul 1, 2025; 25% annually thereafter | Unvested value $140,902 (as of 6/30/25) |
| PSUs (TSR vs peer group) | Nov 8, 2024 | 9,684 target units | Relative TSR | 1/3 eligible to vest on 9/30/25; 1/3 on 9/30/26; 1/3 on 9/30/27; up to 2x target; 5x FMV cap | 3,228 PSUs earned/acquired 9/30/25 |
| PSUs (Revenue/EBITDA) | Apr 20, 2022 | 97,126 target units (unearned at 6/30/25) | 50% Revenue ≥ $600m; 50% Adj. EBITDA ≥ $74m | One-third vests immediately upon goal; remaining two-thirds vest in equal annual installments over two years | Market/payout value $2,826,367 (as of 6/30/25) |
Annual Bonus Metrics (Plan Design)
| Metric | Weighting | Target | FY 2025 Actual/Payout | Vesting/Payment Timing |
|---|---|---|---|---|
| Business/operational goals (company + personal) | Not disclosed | Committee-approved goals | $401,921 paid (non-equity incentive plan) | Paid post fiscal year |
| TSR PSUs | N/A | Relative TSR vs peer set | 3,228 PSUs earned for first performance period ending 6/30/25; vested 9/30/25 | Vest 1/3 at each period end; caps apply |
| Revenue PSUs | 50% | ≥ $600m | Trigger-based vesting per plan | Immediate + annual tranches post-trigger |
| Adjusted EBITDA PSUs | 50% | ≥ $74m | Trigger-based vesting per plan | Immediate + annual tranches post-trigger |
Insider sales for withholding/cover: RSU/PSU vest-related sales occurred (e.g., 295 shares sold on 8/26/25 at $29.13 for tax withholding; 806 shares sold on 10/2/25 at $39.58 for withholding) .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | 24,685 common shares (as of Oct 3, 2025) |
| Vested vs Unvested | As of 6/30/25: RSUs 4,842 unvested ($140,902); PSUs (TSR, 2024 grant) 9,684 unearned ($281,804); PSUs (Revenue/EBITDA, 2022 grant) 97,126 unearned ($2,826,367) |
| Options | None listed for Casteel in FY 2025 outstanding awards table |
| Hedging/Pledging | Company policy prohibits hedging, pledging, margin, or derivative transactions in company stock |
| Ownership Guidelines | Not disclosed in proxy for executives (director equity program addressed separately) |
Employment Terms
| Provision | Terms |
|---|---|
| Base Salary | $350,000 (FY 2024 level referenced in agreement) |
| Severance | 12 months’ salary continuation; reduced to 70% of new compensation if executive begins new employment/consulting (>6 months, monthly comp >$20k); continued participation in health/welfare benefits at active employee rates during severance period; subject to release |
| Definitions | “Cause”/“Good Reason” consistent with other NEO contracts (material breach, failure to follow directives, misconduct, felony, etc.; Good Reason includes material pay cut or removal from role, with cure periods) |
| Restrictive Covenants | Non-compete: 12 months; Non-solicit (customers/employees): 12 months; Perpetual confidentiality & non-disparagement |
| Change-of-Control (A&R 2020 LTIP) | If awards terminate upon CoC: options/SARs become fully exercisable; time-based RSUs fully vest; PSUs vest at target; if continued/assumed awards and involuntary termination without cause within two years post-CoC, awards accelerate fully |
| Clawback | Clawback provisions revised/strengthened in A&R 2020 LTIP |
Company Performance (context for pay-for-performance)
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Revenue ($USD ‘000) | 523,118* | 508,569* | 558,273* |
| EBITDA ($USD ‘000) | 59,463* | 62,090* | 65,843* |
Values retrieved from S&P Global.*
Compensation Structure Analysis
- High at-risk pay: Annual bonus targeted at 100% of salary, with significant PSUs tied to TSR and to objective revenue/EBITDA gates, indicating strong pay-for-performance alignment .
- Shift toward PSUs vs options: 2024 grants are RSUs/PSUs; FY 2025 outstanding awards show focus on full-value equity rather than options, lowering risk of underwater optics while tightening performance conditions .
- Clawback/no hedging/pledging: Strengthened clawback and prohibition of hedging/pledging reduce misalignment and mitigate risk .
- No pension/SERP/gross-ups: Proxy discloses 401(k) plan participation and standard benefits; no defined-benefit pension, SERP, or tax gross-ups noted .
Risk Indicators & Red Flags
- Insider activity: Reported sales tied to withholding on RSU/PSU vesting (modest volumes), not discretionary selling—limited selling pressure signal .
- Related-party/controls: Robust prohibition on hedging/pledging and formal clawback under A&R LTIP reduce governance risk .
- Legal proceedings/SEC matters: No material adverse legal proceedings indicated in recent 10-Q .
Say-on-Pay & Shareholder Feedback
- IBEX’s 2025 proxy did not include a say-on-pay resolution (company is an emerging growth company); director equity program updates were proposed via the Amended & Restated 2020 LTIP .
Expertise & Qualifications
- 25+ years in BPO sales and leadership; published in The Economist and WSJ .
- Founder of “Women of ibex” program, advancing leadership development for women globally .
- Sector coverage: Financial services and healthcare vertical leadership; strategic accounts growth .
Investment Implications
- Strong alignment: PSUs linked to TSR and to revenue/EBITDA triggers create direct linkage between equity payouts and value creation; clawback and no-hedging policies reinforce governance quality .
- Near-term vesting/cashflows: RSU tranches and TSR PSUs vest across FY 2026–2027; occasional small insider sales to cover withholding should be expected around vest dates, with limited incremental selling pressure .
- Retention/COC protection: Standard 12-month severance with robust post-CoC acceleration under A&R LTIP supports retention through strategic events; non-compete/non-solicit protect client relationships .
- Performance backdrop: Multi-year revenue/EBITDA trends support the feasibility of revenue/EBITDA PSU gates; ongoing TSR PSU earnouts hinge on peer-relative share performance, a market-sensitive driver to monitor.*