Kenneth Allard
Executive Vice President, Digital Markets at IT
Executive
About Kenneth Allard
Kenneth Allard, age 54, is Executive Vice President, Digital Markets at Gartner and has served in this role since April 2019; he joined Gartner in 2017 as Group Vice President, Consulting following Gartner’s acquisition of L2, Inc., where he was CEO . His background spans digital marketing and research/consulting leadership (Huge Inc., Edgewater Technology, Jupiter Media Metrix, and an earlier tenure at Gartner), positioning him to scale Gartner’s go‑to‑market and digital offerings . Executive incentive pay at Gartner is explicitly tied to EBITDA and Revenue; for 2024 the company achieved FX‑neutral EBITDA of $1,586M and Revenue of $6,331M, leading to a certified bonus achievement of 162.6% of target for NEOs; PSUs tied to the 2024 cycle were certified at 120.8% of target . Company performance context during his tenure remains strong: 2024 CV grew 8% (GTS +7%, GBS +12%), Conferences revenue hit a record $583M (+15% FX‑neutral), and Gartner returned $735M via buybacks; five‑year TSR (value of $100) reached $314 by 2024, outpacing the S&P 500 IT Services cohort benchmarks presented .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Gartner | EVP, Digital Markets | Since Apr 2019 | Senior executive overseeing digital markets; role re-titled from earlier CMO designation in prior proxies, reflecting digital focus . |
| Gartner | Group VP, Consulting | 2017 (joined via L2 acquisition) | Integration of L2 capabilities into Gartner; leadership in consulting growth areas . |
| L2, Inc. | Chief Executive Officer | Pre-2017 (acq. by Gartner in 2017) | Led digital intelligence firm acquired by Gartner; CEO experience . |
| Huge Inc. | Managing Director | Not disclosed | Senior leadership in full‑service digital agency operations . |
| Edgewater Technology; Jupiter Media Metrix | Senior leadership positions | Not disclosed | Research/consulting leadership roles prior to Gartner . |
| Gartner (early career) | Various roles | Not disclosed | Began career at Gartner; foundational company familiarity . |
Fixed Compensation
- Gartner executive officers (other than the CEO) are at‑will; only the CEO has an employment agreement .
- Executive compensation design emphasizes at‑risk pay: 100% of executive incentive awards are performance‑based or require stock price appreciation; equity vests over four years (25% per year) to encourage retention; incentive awards are capped at 2x target .
- Stock ownership guidelines for executive officers require holdings equal to 3x base salary (6x for CEO); a 50% net‑after‑tax holding requirement applies until in compliance .
- Hedging and pledging of company stock are prohibited for executives .
Performance Compensation
2024 Short‑Term Incentive Framework (Company plan applied to NEOs; executive incentives are performance‑based by policy)
| Metric | Weight | Threshold | Target | Maximum | Actual (FX‑neutral) | Payout Factor |
|---|---|---|---|---|---|---|
| EBITDA | 50% | $973M | $1,497M | $1,591M | $1,586M | 196.7% |
| Revenue | 50% | $5,355M | $6,274M | $6,474M | $6,331M | 128.5% |
| Overall Payout (weighted) | 162.6% (certified; NEOs) |
- Equity design: 70% of executive equity awards vest based on performance objectives; the remaining equity requires stock price appreciation (SARs). 2024 annual PSUs for NEOs were certified at 120.8% of target, with all PSUs and SARs vesting 25% per year starting one year from grant .
Equity Ownership & Alignment
| Policy/Item | Details |
|---|---|
| Ownership guidelines | Executives: 3x base salary; CEO: 6x. Un/vested RSUs and earned PSUs count; options/SARs and unearned PSUs do not. 50% net‑after‑tax share retention until compliant . |
| Hedging/pledging | Prohibited for executives; company lists no pledges among reported beneficial owners in its table . |
| Vesting cadence | Standard four‑year vest (25% per year) on earned equity; annual grants typically in February per Equity Grant Policy . |
| CIC acceleration | No single‑trigger; acceleration requires a double‑trigger (CIC plus qualifying termination) . |
Employment Terms
| Scenario (Other Executive Officers; excludes CEO’s separate contract) | Cash Severance | Equity Treatment | Benefits | Notes |
|---|---|---|---|---|
| Termination without cause (no CIC) | 12 months base salary (payroll schedule) | Unvested equity forfeited (except death/disability/retirement per plan) | Up to 12 months COBRA reimbursement | Separation agreement must reaffirm confidentiality, non‑compete, and non‑solicit obligations . |
| Termination within 12 months post‑CIC (double‑trigger) | 12 months base salary | All unvested equity vests in full; unadjusted 2024 PSUs vest at target if performance not yet determined; options/SARs exercisable for 12 months | Up to 12 months COBRA reimbursement | No single‑trigger vesting . |
| Death/Disability | N/A | 100% vesting upon event | N/A | SARs exercisable up to earlier of expiration or one year . |
| Retirement (eligibility: age ≥55 with ≥10 yrs service) | N/A | Full continued vesting per award terms; in‑year grants prorated | N/A | SARs exercisable through expiration . |
Performance & Track Record (Company context)
- Operating momentum (2024): CV +8% FX‑neutral (GTS +7%, GBS +12%); Conferences revenue $583M (+15% FX‑neutral); Consulting +9% FX‑neutral; $735M returned via buybacks .
- Pay‑for‑performance linkage: EBITDA and Revenue are the key annual bonus metrics; 2024 payout certified at 162.6% of target; PSUs for the 2024 cycle certified at 120.8% of target (NEOs), with 4‑year vesting .
Five‑year TSR (value of $100 invested; year‑end):
| Year | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| Value of $100 (Company TSR) | 104 | 217 | 218 | 293 | 314 |
Risk Indicators & Red Flags
- Section 16 reporting: One late Form 4 for Kenneth Allard in 2023 due to an administrative error (company’s disclosure) .
- Hedging/pledging prohibited; no excise tax gross‑ups for executives; no single‑trigger CIC vesting; clawback policy covers executive cash bonus and performance RSUs, aligned with SEC/NYSE rules .
- Governance/Shareholder sentiment: 2024 Say‑on‑Pay approval was 92% of votes cast, indicating broad shareholder support for the compensation program .
Compensation Structure Analysis
- Mix and risk: High emphasis on at‑risk pay (bonus + equity); equity vests over four years, supporting retention and long‑term alignment .
- Metrics rigor and outcomes: 2024 targets required EBITDA above 2023 and mid‑single‑digit Revenue growth FX‑neutral to achieve target; results exceeded targets (EBITDA near max, Revenue above target), producing a 162.6% payout (NEOs) .
- Equity orientation: 70% of executive equity tied to performance; double‑trigger CIC treatment mitigates windfalls without a termination .
Employment & Contracts
- Contract status: Executives (other than the CEO) have no individual employment agreements; employment is at‑will .
- Post‑termination covenants: Severance requires a separation agreement reaffirming confidentiality, non‑compete, and non‑solicit provisions .
Investment Implications
- Alignment: Strong pay‑for‑performance design (EBITDA/Revenue for bonuses; performance‑weighted PSUs; 4‑year vesting; ownership guidelines; no hedging/pledging) supports management‑shareholder alignment and lowers misalignment risk .
- Retention: Four‑year vesting and ownership requirements encourage tenure; severance for non‑CEO executives is modest (12 months base), with equity acceleration only on double‑trigger CIC, balancing retention with shareholder protections .
- Trading signals: We did not find individual Form 4 transaction details for Allard in the proxy; the company disclosed a single late Form 4 for him in 2023 due to administrative error, which is not indicative of selling pressure by itself .
- Performance linkage: With 2024 results exceeding targets (bonus payout 162.6% for NEOs; PSU certification 120.8%), incentive frameworks are currently paying above target, reflecting strong execution—positive for morale/retention but warrants monitoring if macro slows and targets are reset .
Sources: Gartner 2025 DEF 14A (filed April 15, 2025) and 2024 DEF 14A (filed April 16, 2024) as cited above.