Rebecca Castillo
About Rebecca Castillo
Rebecca Castillo is Vice President of Human Resources at Janus International Group (JBI). She joined Janus in 2016 as Director of Human Resources and was promoted to VP of HR in September 2022. She earned a BBA from Mercer University’s Stetson School of Business and Economics (cum laude) and was 51 years old as of April 2025 . Company performance context during her executive tenure: FY2024 Adjusted EBITDA came in at $208.5 million versus a $300.9 million target (threshold $225.7 million), leading the Compensation Committee to exercise discretion to pay 50% of target bonuses to NEOs despite missing the threshold . In Q3 2025, revenue was $219.3 million (down 4.7% YoY), and revenue for the nine months ended September 27, 2025 was $657.9 million (down 10.2% YoY) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Janus International Group, Inc. | Director of Human Resources | 2016–Sep 2022 | Led employee relations and compliance functions |
| Janus International Group, Inc. | Vice President of Human Resources | Sep 2022–Present | Executive HR leadership; responsible for company-wide HR |
| Major landscaping firm (not named) | Regional Human Resources Manager | Not disclosed | Led employee relations and compliance for the region |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Not disclosed in company filings | — | — | — |
Fixed Compensation
- No executive-specific cash compensation detail (base salary, target bonus %) is disclosed for Castillo; the proxy provides detailed pay only for named executive officers (NEOs) .
- Perquisites are available to all full-time employees (medical, disability, life insurance), and the company states it does not provide tax gross-ups; clawback policy effective October 2, 2023 for incentive compensation tied to financial reporting measures .
Performance Compensation
- Annual cash bonus program design: As of January 1, 2024, all bonus-eligible employees (including NEOs) were transitioned to the Janus Bonus Program with performance based on Adjusted EBITDA; in FY2024, NEO bonuses were approved at 50% of target despite missing the threshold to support retention in a challenging environment .
| Metric | Period | Threshold ($) | Target ($) | Maximum ($) | Actual ($) | Payout % (Before Discretion) | Final Approved Payout (% of Target) |
|---|---|---|---|---|---|---|---|
| Adjusted EBITDA | FY 2024 | 225.7 | 300.9 | 331.0 | 208.5 | 0% | 50% |
Note: The metric above applies to the FY2024 Janus Bonus Program for NEOs; the program applies company-wide to bonus-eligible employees, but Castillo’s individual payout and target are not disclosed .
- Long-term incentives: The Omnibus Plan provides for RSUs/PSUs; equity grants are scheduled around March (annual) and August (discretionary) windows per the Equity Grant Policy; no stock options were granted to NEOs in FY2023–FY2024 .
Equity Ownership & Alignment
- Stock ownership guidelines: Executives must build meaningful stock ownership over five years; “other executive officers” (i.e., non-CEO, non-NEO executives) have a guideline set at 2× base salary, with a 50% net-share retention requirement until in compliance .
| Role Category | Ownership Guideline (× Base Salary) | Time to Comply | Retention Requirement |
|---|---|---|---|
| CEO | 5× | 5 years | Retain ≥50% of net shares until in compliance |
| Named Executive Officers (other than CEO) | 3× | 5 years | Retain ≥50% of net shares until in compliance |
| Other Executive Officers (includes VP-level) | 2× | 5 years | Retain ≥50% of net shares until in compliance |
| Non-Employee Directors | 3× annual retainer | 5 years | Retain ≥50% of net shares until in compliance |
- Hedging/Pledging: Hedging transactions are prohibited; executives may not hold company securities in margin accounts or pledge them as collateral .
| Policy Area | Company Rule |
|---|---|
| Hedging (forwards, swaps, collars, exchange funds) | Prohibited |
| Margin accounts / Pledging | Prohibited |
| Rule 10b5-1 trading plans | Subject to mandatory guidelines; pre-clearance required for directors/officers |
- Beneficial ownership for Castillo is not separately tabulated in the proxy (table covers directors and NEOs only). A Section 16 Form 4 for Castillo was filed late (inadvertent) on February 4, 2025, reporting one transaction from December 22, 2022 .
Employment Terms
- Executive Severance and Change in Control Plan (effective September 1, 2023) governs severance for “Eligible Executives” designated by the Compensation Committee; NEOs are explicitly covered, with others eligible upon designation .
| Scenario | Cash Severance Multiple (Salary + Annual Bonus) | COBRA Continuation | Outplacement | Equity Treatment | Conditions |
|---|---|---|---|---|---|
| Termination without Cause or for Good Reason outside CIC window | 1.0× (2.0× CEO) | 12 months (18 months CEO) | Up to 10% of base salary cost, through 2 years | Per award agreements/Incentive Plan | Release; restrictive covenants |
| Termination during CIC Protection Period (2 years post-CIC) | 2.0× (3.0× CEO) | 18 months (24 months CEO) | Up to 10% of base salary cost, through 2 years | Per award agreements/Incentive Plan | Release; restrictive covenants |
| Section 280G excise tax | Best-net (“cutback”) to avoid 4999 tax if beneficial | — | — | — | Best-net methodology |
| Restrictive covenants | Two-year post-employment non-compete and non-solicit | — | — | — | Applies to participants |
Eligibility for Castillo depends on Committee designation; the 8-K states the plan applies to designated “Eligible Executives” and explicitly names NEOs .
Investment Implications
- Alignment signals: Ownership guidelines (2× salary for other executive officers), mandatory share retention, and prohibitions on hedging/pledging support alignment and dampen forced selling pressure from collateral or margin calls .
- Retention risk and incentives: The Compensation Committee’s discretionary 50% payout to NEOs after missing the Adjusted EBITDA threshold underscores a retention-oriented posture amid macro headwinds; the Janus Bonus Program applies company-wide, but Castillo’s specific bonus is undisclosed .
- Contract economics: If designated under the Severance Plan, Castillo would have robust severance economics (1.0×/2.0× salary+bonus outside CIC; 2.0× inside CIC), plus COBRA and outplacement, balanced by a two-year non-compete/non-solicit and clawback compliance for incentive compensation .
- Trading/monitoring signals: Equity grant timing windows (March/August) and Rule 10b5-1 preclearance may cluster reporting around grant/vesting dates; watch for RSU tax-withholding share sales and any future Form 4 activity (noting a past inadvertent late filing) . Recent revenue declines and FY2024 Adjusted EBITDA miss contextualize compensation outcomes and may inform sentiment around executive incentives .