Andrea Courtois
About Andrea Courtois
Andrea K. Courtois was appointed Senior Vice President and Chief Financial Officer of Kirkland’s, Inc. (now operating as The Brand House Collective, Inc.) effective July 21, 2025, succeeding W. Michael Madden . The company framed her hire within its transformation into “The Brand House Collective,” a multi-brand operator partnering with Beyond, Inc. brands (Bed Bath & Beyond, Overstock, buybuy BABY) . She brings 20+ years in specialty retail finance, with targeted expertise in strategic FP&A and asset/inventory management . Company-level TSR/revenue/EBITDA performance during her tenure is not yet disclosed in company documents.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Francesca’s | Vice President, Financial Planning & Analysis | May 2023 – Jun 2025 | Led FP&A at specialty retailer; focus on planning, forecasting, and performance analytics |
| Ann Taylor | Associate Vice President, Brand Finance | Jan 2022 – Apr 2023 | Brand P&L and planning leadership for premium apparel brand |
| JPMorgan Chase (Home Lending) | Manager, Planning & Analysis – Home Lending Production | Oct 2020 – Dec 2021 | Volume/margin planning for home lending production |
| La Senza | Director, FP&A (Sep 2018–Oct 2020); Manager, FP&A (Mar 2016–Sep 2018) | 2016 – 2020 | Multi-year FP&A leadership with emphasis on merchandising/inventory |
External Roles
Not disclosed in company filings to date specific to public company directorships or outside board roles for Ms. Courtois.
Fixed Compensation
| Component | Terms | Notes |
|---|---|---|
| Base Salary | No less than $325,000 annually | Subject to periodic review by Compensation Committee |
| Temporary Living | 90 days of temporary living accommodations | Provided upon hire |
| Relocation Reimbursement | Up to $30,000 | Covers closing costs and moving expenses |
| Relocation Bonus (Sign-on) | $35,000 | Payable upon hire |
| Benefits | Participation in senior management benefit plans | Standard eligibility |
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual/Payout | Vesting/Timing |
|---|---|---|---|---|---|
| Annual Cash Bonus | Corporate and individual objectives (historically EBITDA-focused program) | Not disclosed for FY25; historical plan used 100% EBITDA for NEOs | 60% of base salary target | Not disclosed (subject to Compensation Committee determination post-year) | Annual, based on fiscal-year results |
| Long-Term Incentive (LTI) | RSUs and stock options under Equity Incentive Plan | Not disclosed | 60% of base salary participation level | Not disclosed | RSUs: typically 33% annually over 3 years; Options: vest one-third annually over 3 years; 10-year option term; FY25 options granted to NEOs had 125% premium strike (program design) |
- Historical annual bonus design (FY2023) used EBITDA vs target with threshold/target/maximum payout grid; bonuses were not paid when EBITDA fell below threshold . While Ms. Courtois is eligible for the annual plan, her FY2025 payout (if any) will be determined by the Compensation Committee per plan terms .
Equity Ownership & Alignment
| Item | Policy/Status |
|---|---|
| Stock Ownership Guidelines | Executives must hold company stock within five years of becoming subject: CEO 5x salary; CFO-level 2x salary (policy examples list CFO Madden at 2x; same guideline structure continues in 2025 proxy) . |
| Retention Requirement | If not in compliance, must retain 50% of net shares from RSU vesting/option exercises until guideline met . |
| Clawback Policy | Company may recover excess incentive compensation upon a material accounting restatement . |
| No Hedging / No Pledging | Prohibits hedging and pledging; limited exceptions for pledging with pre-approval and demonstrated capacity . |
| Beneficial Ownership | Not yet disclosed for Ms. Courtois in proxy ownership tables; no company document shows her holdings to date. |
Employment Terms
| Term | Detail |
|---|---|
| Effective Date / Role | SVP & CFO, effective July 21, 2025 |
| Employment Agreement / Severance | Specific severance, non-compete, non-solicit, or change-in-control terms for Ms. Courtois are not disclosed to date. Company practice has included employment agreements and severance for other executives (e.g., CEO, prior CFO) subject to release of claims . |
| Relocation | 90 days temporary housing; up to $30,000 relocation reimbursement; $35,000 relocation bonus |
| Bonus/LTI Eligibility | Annual bonus (60% target) and LTI participation (60% of salary) |
Performance & Track Record
- Strategic context: Hire announced as part of the company’s transformation to “The Brand House Collective,” repositioning Kirkland’s as a multi-brand retail operator partnering with Beyond, Inc. brands .
- Transactional execution: Following the May 7, 2025 Asset Purchase Agreement between Bed Bath & Beyond, Inc. (f/k/a Beyond, Inc.) and The Brand House Collective (f/k/a Kirkland’s, Inc.), Ms. Courtois signed post-closing documentation in Q3’25 as SVP & CFO (e.g., amendment and schedules), indicating active involvement in financing and IP/licensing arrangements (e.g., Overstock/BBB licensing and credit amendments) .
Compensation Structure Analysis
- Pay mix aligns with performance: Target annual bonus (60% of salary) and LTI (60%) create a meaningful at-risk component tied to company and individual performance objectives .
- Metric quality: Historical bonus plans emphasized EBITDA for all NEOs (100% weighting in FY2023), aligning incentives with operating cash flow and inventory/asset discipline—areas highlighted in Ms. Courtois’s background .
- Long-term alignment: Equity awards typically vest over three years; options have a 10-year life and (for FY25) were granted at a 125% premium strike, reinforcing upside-for-performance and retention .
- Governance safeguards: Stock ownership guidelines (CFO 2x salary), clawback, and no-hedging/pledging policies mitigate misalignment and excessive risk-taking .
Risk Indicators & Red Flags
- Insider selling pressure: No Form 4 insider transactions by Ms. Courtois are disclosed in company documents to date.
- Pledging/hedging: Prohibited under policy (limited pledge exception with approval), reducing alignment risk .
- Severance economics: Ms. Courtois’s specific severance/change-in-control terms have not been disclosed; lack of visibility limits assessment of potential payout magnitudes or triggers .
Investment Implications
- Alignment: A 60% bonus target and 60% LTI participation, three-year vesting, and premium-priced options point to strong pay-for-performance alignment and multi-year retention, particularly relevant as the company executes its “Brand House Collective” strategy .
- Execution leverage: Her FP&A and inventory/asset-management background is well matched to the company’s EBITDA-focused incentive design, potentially supporting working-capital discipline and margin recovery .
- Retention watchpoints: Relocation support and sign-on bonus reduce near-term mobility risk, but the absence of disclosed severance/change-in-control specifics introduces uncertainty around termination economics and takeover scenarios .
- Trading signals: No disclosed insider sales; ownership guidelines and no-hedging/pledging policies further limit misalignment risk. Monitor future Form 4s and the next proxy for actual equity grants, vesting schedules, and beneficial ownership to gauge potential selling pressure and skin-in-the-game .