Augusto Aragone
About Augusto Aragone
Augusto Aragone (age 52 as of December 28, 2024) is Executive Vice President, Secretary and General Counsel of Ingram Micro, leading the global legal function since December 2016. He holds a JD from Universidad de la República (Uruguay), a Master’s from Bologna University, and an LL.M. from the University of Miami; he is admitted to the New York bar . Company performance context: Revenues declined from FY 2022 to FY 2024 and EBITDA moderated over the same period (see table), while shares trade below the $22 IPO price—roughly a -11% price return since listing based on a recent $19.51 close on November 17, 2025 . Aragone’s FY 2024 EIP payout was driven by non-GAAP EBITDAR funding at 74.19% and an individual MBO achievement of 96% .
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($USD) | $50,824,490,000* | $48,040,364,000* | $47,983,671,000 |
| EBITDA ($USD) | $1,178,505,000* | $1,147,292,000* | $1,045,608,000 |
| Net Income ($USD) | $2,394,489,000* | $352,712,000* | $264,222,000 |
*Values retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Ingram Micro | EVP, Secretary & General Counsel | Since Dec 2016 | Oversees worldwide legal, disputes, contracts, and asset protection |
| Ingram Micro | Regional Counsel, Latin America; various legal leadership roles (M&A, finance) | Since 2008 | Led legal support for M&A and finance transactions; advanced global legal capabilities |
| DHL (Latin America) | Legal Director | Not disclosed | Led regional legal; prior business roles across international logistics |
External Roles
No current public company directorships, committee roles, or interlocks disclosed for Aragone .
Fixed Compensation
| Year | Base Salary ($) | Target EIP (% Base) | Target MBO (% Base) | Actual EIP+MBO Paid ($) | IPO Cash Bonus ($) |
|---|---|---|---|---|---|
| 2024 | 618,000 | 70% | 14% | 394,532 | 112,500 (one-time, repayment if voluntary termination or for cause by Mar 3, 2026) |
| 2023 | 613,562 | Not disclosed | Not disclosed | 491,040 | — |
All Other Compensation FY 2024: $20,747 . Deferred compensation (Supplemental Plan) FY 2024: Executive contributions $246,360; Registrant contributions $12,122; Earnings $153,164; Withdrawals $1,413; Ending balance $1,777,508 .
Performance Compensation
| Component | Metric / Terms | Target | Actual / Outcome | Payout | Vesting |
|---|---|---|---|---|---|
| Annual EIP | Non-GAAP EBITDAR pool; individual MBO | Threshold $1,198.5m; Target $1,410.0m; Max $1,762.5m | Actual $1,300.8m → 74.19% funding; Committee adjusted NEO payouts to 72% of target | Aragone MBO achievement 96%; Actual award $394,532 | Cash, annual cycle |
| PSUs (IPO grant) | Platinum MOIC (return on invested capital) hurdles | 50% vests at 2.0x; 50% vests at 2.5x MOIC | Units granted (threshold): 86,104; fair value $17.42 per unit | Vests per MOIC hurdles; non-vested PSUs assumed canceled in CIC scenarios if performance requirements not met | Performance-based; vest on achievement; non-vested forfeited upon CIC if not met |
| RSUs (IPO grant) | Time-based vest; acceleration upon “qualifying event” (MOIC 2.5x) | Grant date Oct 23, 2024; fair value $22.00 per unit | Units granted: 172,209; 103,325 vested on first NYSE trading day; remainder vest over 3 years or accelerate at MOIC 2.5x | Equity value realized on initial vest $2,273,150 (103,325 × $22.00) | Three equal annual installments through Oct 23, 2027 or accelerate upon MOIC event |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | 102,936 shares; less than 1% of class |
| Unvested RSUs | 68,884 units; market value $1,349,438 at $19.59/share (Dec 27, 2024) |
| Unvested PSUs (threshold) | 86,104 units; market value $1,686,777 at $19.59/share |
| Vested on IPO day | 103,325 RSUs vested on first NYSE trading day |
| Shares Outstanding | 234,825,581 as of April 10, 2025 |
| Ownership Guidelines | 2× base salary for executive officers; retain 50% of net shares until compliant; each NEO has met guidelines |
| Hedging/Pledging | Prohibited (no margin accounts, hedging, short sales, or pledging) |
Notes: Equity plan only under the 2024 Stock Incentive Plan (approved by stockholders) .
Employment Terms
- No individual employment agreement for NEOs (except a separate transition for Monié; not applicable to Aragone) .
- Clawbacks: SEC/NYSE-compliant recovery policy and discretionary policy covering detrimental conduct or materially inaccurate results; 36-month lookback .
- RSU agreement includes post-termination non-compete for one year where permitted; California employees not subject to non-compete forfeiture post-termination .
- Indemnification agreements with directors/officers; expense advancement (subject to legal limitations) .
Potential Payments and CIC Economics for Augusto Aragone (as of FY 2024):
| Scenario | Short-Term Incentive ($) | Accelerated Equity ($) | Severance Pay ($) | Health Premiums ($) | Outplacement ($) | Total ($) |
|---|---|---|---|---|---|---|
| CIC (No Termination) | — | 1,349,438 | — | — | — | 1,349,438 |
| CIC Termination (Double Trigger) | 519,120 | 1,349,438 | 2,274,240 | 27,516 | 50,000 | 4,220,314 |
| Voluntary Termination | 394,532 | — | — | — | — | 394,532 |
| Involuntary Not for Cause | 394,532 | — | 1,516,160 | 36,688 | 20,000 | 1,967,380 |
| Death/Disability | 394,532 | 1,349,438 | — | — | — | 1,743,970 |
Plan features:
- CIC Plan: Double trigger; 2.0× base + target bonus for NEOs (2.5× for CEO); prorated target bonus; immediate vesting of time-based awards; performance awards vest at target; 12 months medical/dental/vision premiums; up to $50,000 outplacement; no tax gross-ups .
- Severance Policy (outside CIC): Benefits on termination without cause; clawback of severance if later determined cause existed .
Compensation Peer Group (Benchmarking)
Targeted to median (50th percentile) versus a 17-company peer set (Compensia review, late 2023). Peer group: Arrow Electronics, Avnet, CDW, Insight Enterprises, TD Synnex; Archer-Daniels-Midland, Bunge, Cardinal Health, Cencora, McKesson, Performance Food Group, Sysco, United Natural Foods, W.W. Grainger, WESCO International; Best Buy; DXC Technology .
Say-on-Pay & Shareholder Feedback
- Advisory vote on executive compensation: For 231,113,490; Against 1,075,605; Abstain 1,269; broker non-votes 1,765,409 (approved) .
- Frequency: “One year” selected (232,172,814 votes for 1-year) .
Investment Implications
- Pay-for-performance alignment: 2024 cash incentive tied to non-GAAP EBITDAR and MBO; Committee trimmed NEO payouts to 72% of target despite 74.19% pool funding—an investor-friendly signal of discipline .
- Equity incentives and selling pressure: Large IPO-day RSU vest (103,325 shares) and scheduled three-year vesting may create periodic insider selling pressure; PSUs require MOIC milestones (2.0x/2.5x), delaying realization until value creation is proven .
- Retention and protection: Double-trigger CIC at 2.0× salary+bonus, no tax gross-ups, and one-year non-compete (jurisdiction-dependent) provide retention and alignment while limiting excessive parachute risk .
- Governance safeguards: Strong clawbacks, stock ownership compliance, and hedging/pledging bans reduce misalignment/agency risk .
- Performance context: Revenues and EBITDA softened versus FY 2022–2024 while share price remains below IPO level (~-11% price return since $22 IPO) . Monitoring MOIC-driven PSU vesting and cash generation progress is key for conviction on incentive realizability and near-term insider sell pressure.
S&P Global disclaimer: FY 2022 and FY 2023 values marked with an asterisk were retrieved from S&P Global.