Todd Thompson
LifevantageAbout Todd Thompson
Todd Thompson, 58, is LifeVantage’s Chief Information and Innovation Officer, appointed December 16, 2024. He holds a B.S. in Computer Science (1992) and an MBA (1999) from Brigham Young University, with executive education certificates in AI from MIT and Wharton; prior roles include CIO positions at dōTERRA, Vivint, Starwood Hotels, and JetBlue, with a career emphasis on scaling back-end systems and enhancing customer-facing technology . During FY2025, LFVN revenue reached $228.53M (enabling maximum PRSU vesting for the FY2025 performance tranche), total shareholder return value-of-$100 ended at $206.43, and net income was $9.805M; the FY2025 annual incentive plan paid out at 153.4% of target, driven by revenue at max and adjusted EBITDA above target .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| dōTERRA International LLC | Chief Information Officer | 2014–2024 | Scaled enterprise systems; enhanced customer technology in global aromatherapy/essential oils |
| Vivint (NRG smart home) | Chief Information Officer | 2013–2014 | Led IT for smart home services |
| Starwood Hotels & Resorts (Marriott) | Chief Information Officer | 2006–2012 | Modernized hospitality technology platforms |
| JetBlue Airways | SVP & CIO | 2003–2006 | Drove significant customer-facing tech enhancements |
| Nu Skin | IT Director | (earlier career) | Direct selling IT leadership |
| SBI Razorfish; Arthur Andersen Business Consulting | Consulting practice leader; Senior Consultant | (earlier career) | Led consulting practices focused on technology and business transformation |
External Roles
| Organization | Role | Years |
|---|---|---|
| ELM Resources | Board service | Not disclosed |
| Hospitality Technology Next Generation | Board service | Not disclosed |
| United Angels Foundation | Board service (non-profit) | Not disclosed |
Fixed Compensation
| Item | FY2025 |
|---|---|
| Annual base salary rate (set at hire) | $340,000 |
| Salary actually paid (partial year) | $184,167 |
| Target annual bonus (% of salary) | 40% (pro‑rated in FY2025) |
| Cash bonus earned (Non‑Equity Plan Comp) | $121,697 |
| Other compensation (benefits and 401(k) match) | $17,698 |
Performance Compensation
FY2025 Annual Incentive Plan (AIP) – Design and Results
| Metric | Weight | Threshold | Target | Maximum | Achievement | Payout as % of target |
|---|---|---|---|---|---|---|
| Global Revenue | 40% | $200,164,000 | $206,175,000 | $212,185,000 | 200% | 80% |
| Adjusted EBITDA | 40% | $16,900,000 | $20,600,000 | $24,300,000 | 141% | 56% |
| Scorecard – Active Accounts | 3% | n/a | 97,444 | n/a | 100% | 3% |
| Scorecard – Monthly Enrollers | 4% | 2,788 | 3,684 | n/a | 100% | 4% |
| Scorecard – Retention | 3% | 46% | 52% | n/a | — | 0% |
| Scorecard – Evolve 360 rollout | 4% | n/a | Qualitative/timeline | n/a | 100% | 4% |
| Scorecard – MindBody Launch | 4% | n/a | Qualitative/timeline | n/a | 100% | 4% |
| Scorecard – E‑Commerce prep | 2% | n/a | Milestones/timeline | n/a | 100% | 2% |
| Total | 100% | 153.4% |
- Thompson’s target bonus = 40% of base (pro‑rated); AIP paid at 153.4% of target in FY2025 .
- LFVN shifted long-term mix to 60% PRSUs / 40% RSUs for NEOs (more performance-levered); FY2026 PRSUs add an adjusted EBITDA metric, responding to shareholder feedback .
Equity Awards (granted FY2025)
| Award type | Grant date | Amount | Vesting schedule |
|---|---|---|---|
| RSUs (time‑based) | Dec 23, 2024 | 30,000 | 100% on three‑year anniversary (Dec 23, 2027), subject to service |
| RSUs (time‑based) | Dec 23, 2024 | 5,000 | 5/12 vests on Dec 23, 2025; remainder vests quarterly over next two years, subject to service |
| PRSUs (revenue‑based, at target) | Dec 23, 2024 | 7,500 (15,000 max) | 50% tied to FY2025 revenue, 30% FY2026, 20% FY2027; eligible to vest on Aug 31 following each performance year, subject to service; FY2025 achieved at 200% |
FY2025 PRSU targets by performance year (at target) and indicative vest dates:
- FY2025: 3,750 units → eligible Aug 31, 2026 (achieved at 200% for the FY2025 portion) .
- FY2026: 2,250 units → eligible Aug 31, 2027 (performance TBD) .
- FY2027: 1,500 units → eligible Aug 31, 2028 (performance TBD) .
Equity Ownership & Alignment
| Ownership item | Status |
|---|---|
| Beneficial ownership (Aug 31, 2025) | 5,336 shares (<1%) |
| Unvested RSUs (Jun 30, 2025) | 35,000 (30,000 three‑year cliff; 5,000 5/12 + quarterly) |
| Unvested PRSUs at target (Jun 30, 2025) | 7,500 (FY2025 portion achieved at max) |
| Stock options | None reported |
| Ownership guideline | Officers above SVP: 2x salary; five years to comply; one‑year hold on all “net shares” from vesting/exercise; in compliance as of Jun 30, 2025 |
| Hedging/pledging | Hedging and short sales prohibited; margin accounts require approval under insider trading policy |
Employment Terms
- Start date/title: Appointed Chief Information and Innovation Officer on December 16, 2024 .
- Key Executive Benefits Agreement (severance): If terminated without cause, six months of base salary (paid monthly), contingent on release; change‑in‑control (CIC) vesting governed by CIC policy (below) .
- Change‑in‑Control policy (double‑trigger within 12 months): 100% acceleration of time‑based equity; performance‑based equity vests at greater of target or actual performance (as measured) upon qualifying termination following CIC .
- Clawback: Recoupment policy re‑approved Nov 2024 (Dodd‑Frank compliant) covering incentive compensation (cash and equity) upon restatement due to material non‑compliance .
- Equity grant practices: One‑year minimum vesting (5% plan carve‑out), no option/SAR repricing, grants outside blackout/trading windows avoided .
Investment Implications
- Pay-for-performance alignment: Thompson’s pay has a high at-risk component via PRSUs tied to multi-year revenue (now complementing with adjusted EBITDA), and the FY2025 AIP paid 153.4% given strong revenue/EBITDA execution—heightening sensitivity to growth delivery in FY2026–2027 .
- Retention and selling pressure: Significant unvested equity (35k RSUs and 7.5k PRSUs at target as of 6/30/25) plus one‑year “net share” hold requirements support retention and temper near‑term selling; watch key dates: Dec 23, 2025 (first RSU tranche), quarterly vests thereafter, and Aug 31, 2026 (FY2025 PRSU tranche) .
- Alignment and risk: Beneficial ownership is <1% (typical for a newly hired NEO) but he is in compliance with 2x‑salary ownership guidelines; prohibition on hedging/short sales and controlled margin use reduce misalignment risk .
- CIC/turnover risk: Severance at 6 months of salary is modest, but substantial unvested equity and double‑trigger acceleration in a CIC are competitive—suggesting reasonable retention under status quo and standard protection in strategic scenarios .
- Execution watch‑items: Future PRSU vesting requires continued revenue momentum; the addition of adjusted EBITDA as an LTI metric from FY2026 should balance top‑line growth with profitability, but raises bar on multi‑metric delivery .