Tiffanie Horton
About Tiffanie Horton
Tiffanie Horton is Chief Credit Officer at LINKBANCORP (LNKB), serving since the Company’s inception in 2018. She is 44 years old and is an executive officer who is not a director. Her career spans credit administration and portfolio management roles across Sunshine Bank, Graystone/Susquehanna, Sovereign, and Waypoint Financial. Company performance context relevant to her remit includes strong ROA/ROE/ROTCE as of the most recent quarters, alongside disciplined credit quality; for FY 2024, LNKB delivered net income of $26.2M with ROA 0.94% and non-performing assets at 0.60% of total assets, while MRQ investor materials show ROA 1.04–2.19%, ROE 10.04–21.90%, and ROTCE 13.57–30.10% depending on the quarter. Horton’s track record includes involvement in 10+ M&A transactions (> $1.5B aggregate deal value) and transitions of private community banks to NASDAQ, with value creation stints at Waypoint Financial, Tower Bancorp, and Sunshine Bancorp.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| LINKBANCORP (LINKBANK) | Chief Credit Officer | 2018–present | Founding CCO; leads enterprise credit administration during integrations and branch rationalizations |
| Sunshine Bank | Vice President, Credit Administration | 2015–2018 | Credit oversight; participated in institution transitions and value creation |
| Graystone Bank / Susquehanna Bank | Vice President, Regional Credit Officer II | 2009–2015 | Regional credit leadership; involved in multiple M&A transactions |
| Sovereign Bank | Commercial Portfolio Manager II | 2007–2009 | Commercial portfolio management |
| Waypoint Bank | Financial Analyst | 2003–2005 | Financial analysis supporting credit disciplines |
External Roles
No external public-company directorships or outside roles are disclosed for Horton in LNKB proxies; her biography lists only banking roles at LNKB and prior institutions.
Fixed Compensation
| Item | 2024 | Notes |
|---|---|---|
| Base Salary ($) | Not disclosed | Horton is not a Named Executive Officer (NEO) in the Summary Compensation Table, which reports CEO, President, and Bank President only. |
| Target Bonus (%) | Not disclosed | Executive Incentive Plan exists; Horton’s individual participation and target not disclosed. |
| Actual Bonus Paid ($) | Not disclosed | NEO actual payouts disclosed; Horton’s payout not disclosed. |
Performance Compensation
Company Executive Incentive Plan (2024) — Metrics and Outcomes
| Metric | Targeting Approach | FY 2024 Actual | Payout Outcome |
|---|---|---|---|
| Net Income | Threshold/Target/Max (quantified) | $26.2M; ROA 0.94% | CEO earned 50% of salary; President and Bank President earned 40% of salary; Horton’s participation not disclosed. |
| Credit Quality (NPA/Total Assets) | Threshold/Target/Max (quantified) | 0.60% | Included in payout determination; individual Horton payout not disclosed. |
| Deposit Growth | Threshold/Target/Max (quantified) | +$161.8M; +7.36% | Included in payout determination; individual Horton payout not disclosed. |
| Strategic Projects | Discretionary based on initiatives | Successful integration of Partners Bancorp banks; branch consolidation/divestiture; new retail suite launched | Contributed to NEO payouts; Horton’s payout not disclosed. |
| Succession Planning | Discretionary based on plans | Comprehensive senior leadership succession update completed | Contributed to NEO payouts; Horton’s payout not disclosed. |
Equity Awards — Vesting Mechanics and Change-of-Control
| Award Type | Typical Vesting | Dividends | Change-of-Control Treatment |
|---|---|---|---|
| Stock Options | Vest annually over 5 years | N/A | Double-trigger: upon involuntary termination at/after a Change in Control, service-based options become fully earned/exercisable; one-year post-termination exercise window; treatment consistent with Plan Sections 4.1–4.2. |
| Restricted Stock Awards | Vest annually over 5 years | Dividends per award agreement; subject to risk-of-forfeiture | Double-trigger full vesting upon involuntary termination at/after Change in Control; death/disability accelerate. |
| Restricted Stock Units (RSUs) | Vest annually over 3 years | No dividends; may grant dividend equivalents, paid on distribution subject to same restrictions | Double-trigger full vesting upon involuntary termination at/after Change in Control; death/disability accelerate. |
| Minimum Vesting Rule | ≥95% of awards require ≥1-year service | — | Committee may accelerate only per Plan constraints (e.g., Change in Control, death/disability). |
Equity Ownership & Alignment
- Horton’s individual beneficial ownership is not itemized; other executive officers as a group owned 56,446 shares, including 12,800 unvested restricted shares and 6,666 RSUs vesting within 60 days of April 4, 2025, indicating meaningful executive equity alignment at the group level.
- The Company reports no pledging of common stock by directors or Named Executive Officers; Horton (an executive officer but not a NEO) is not covered by this specific disclosure.
Insider Ownership (% of shares outstanding) — 2025 progression
| Period | Insider Ownership (%) |
|---|---|
| Q1 2025 (as of 3/31/25) | 33.6% |
| Q2 2025 (as of 6/30/25) | 31.8% |
| Q3 2025 (as of 9/30/25) | 31.4% |
Other Executive Officers’ Group Holdings (as of 4/4/2025)
| Category | Amount |
|---|---|
| Shares owned by other executive officers (group) | 56,446 |
| Unvested restricted stock (group) | 12,800 |
| RSUs vesting within 60 days (group) | 6,666 |
Employment Terms
- Role and tenure: Horton has served as Chief Credit Officer since 2018 (Company inception).
- Employment agreement/severance: Not disclosed for Horton. For context, CEO/President/Bank President have auto-renewing agreements with severance of 3× (CEO) and 2× (President/Bank President) salary plus average cash bonus under certain termination and change-in-control scenarios; Horton is not covered in these disclosures.
- Incentive risk controls: The Incentive Plan allows the Board to reduce payouts up to 100% if goals are met via inappropriate risk, and to avoid payout for risk-derived performance factors.
- Equity plan restrictive covenants: Award agreements may include non-competition, non-solicitation, and confidentiality provisions; blackout periods may restrict option exercise methods.
- Change-of-control economics: Plan provides double-trigger acceleration of service-based equity upon involuntary termination following Change in Control; performance awards vest at specified rates; options may convert or be cashed out depending on transaction terms.
Performance & Track Record
- Horton has a long industry track record, involvement in more than 10 M&A transactions with aggregate deal value surpassing $1.5B; contributed to transitions of private community banks to NASDAQ; value creation experiences at Waypoint Financial (PA), Tower Bancorp (PA), and Sunshine Bancorp (FL).
- Company-level outcomes during her tenure include FY 2024 net income of $26.2M with ROA 0.94% and NPA/TA of 0.60%, plus deposit growth of $161.8M (+7.36%); MRQ investor materials report ROA 1.04–2.19%, ROE 10.04–21.90%, and ROTCE 13.57–30.10%, reflecting improved profitability and operating leverage.
Investment Implications
- Alignment but disclosure gap: Executive group equity holdings and Company insider ownership >30% signal alignment; however, Horton’s individual grant sizes, vesting schedule, and ownership are not disclosed, limiting pay-for-performance assessment and modeling of her personal selling pressure.
- Risk posture appears conservative on incentives: The Incentive Plan embeds risk controls and uses credit-quality metrics (NPA/TA), consistent with Horton’s remit; lack of Horton-specific payout targets/payouts reduces precision but suggests structurally prudent incentive design.
- Retention and change-of-control: Equity plan’s double-trigger acceleration and minimum vesting rules support retention and reduce single-trigger windfalls; absence of Horton-specific severance data lowers clarity on her personal change-of-control economics.
- Trading signals: Without Form 4 detail for Horton, near-term selling pressure is indeterminate; broadly, executive RSU annual vesting and options’ five-year schedules can cluster liquidity windows, but Horton-specific timing is unavailable. Group RSU activity and elevated insider stakes imply ongoing insider alignment, which can be supportive for sentiment.