Glenn D’Alessandro
About Glenn D’Alessandro
Glenn D’Alessandro, age 61, is Treasurer and Chief Financial Officer of Loar Holdings Inc. (LOAR) and has served in this role since February 2012; he holds a BBA in Accounting from Hofstra University and is a certified public accountant . LOAR delivered record sales and Adjusted EBITDA in 2024, reflecting strong execution through the IPO and acquisition program; FY 2024 net sales were $402.8m (+26.9% YoY) and Adjusted EBITDA was $146.3m (+29.8% YoY) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Loar Group Inc. / Loar Holdings Inc. | Treasurer and Chief Financial Officer | Since Feb 2012 | Executive finance leadership (company context) |
| McKechnie Aerospace | Vice President and Controller | n/d | Responsible for financial management, reporting, and cash management |
| K&F Industries | Various financial roles including VP & Controller | n/d | Financial leadership at aviation components manufacturer |
| Arthur Andersen & Co. | Supervised audit engagements | n/d | Audit supervision; SEC rules expertise |
External Roles
- No public company directorships or external roles disclosed for D’Alessandro in the proxy .
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | 438,700 | 460,635 |
| Target Bonus (% of Base) | 50% | 50% |
| Actual Bonus Paid ($) | 285,689 | 301,507 |
| Option Awards (Grant-Date Fair Value, $) | — | 668,873 |
| All Other Compensation ($) | 9,900 | 10,350 |
| Total Compensation ($) | 734,289 | 1,441,365 |
- Employment agreement base salary in effect for 2024 was $471,870 (agreement terms set at IPO) .
Performance Compensation
| Element | Metric | Weighting | Target | Actual/Payout | Timing/Vesting |
|---|---|---|---|---|---|
| Annual Performance Bonus | EBITDA vs budgeted “Target” (defined net of bonuses) | 100% EBITDA | Target Bonus = 50% of base salary | $301,507 paid for 2024 | Payable within 30 days after completion of audited financial statements |
| Payout Scale | Thresholds | — | 85% of Target → 50% payout; 100% → 100% payout; 110%+ → 150% payout (straight-line between bands) | — | — |
Equity Compensation (IPO Option Grants)
| Tranche | Grant Date | Shares | Exercise Price | Vesting Date | Expiration |
|---|---|---|---|---|---|
| A | Apr 24, 2024 | 77,000 | $28.00 | Apr 29, 2025 (1st anniversary of IPO close) | Apr 24, 2034 |
| B | Apr 24, 2024 | 77,000 | $30.80 (1.10x IPO price) | Apr 29, 2026 | Apr 24, 2034 |
| C | Apr 24, 2024 | 77,000 | $33.88 (1.21x) | Apr 29, 2027 | Apr 24, 2034 |
| D | Apr 24, 2024 | 77,000 | $37.27 (1.33x) | Apr 29, 2028 | Apr 24, 2034 |
| E | Apr 24, 2024 | 77,000 | $40.99 (1.46x) | Apr 29, 2029 | Apr 24, 2034 |
- Total options granted to D’Alessandro in IPO program: 385,000 .
Equity Ownership & Alignment
| Ownership Detail (as of Mar 28, 2025) | Value |
|---|---|
| Beneficially Owned Shares | 1,137,510 |
| Ownership % of Shares Outstanding | 1.2% (out of 93,556,071 shares) |
| Options Exercisable within 60 Days | 77,000 (Tranche A) |
| Remaining Unexercisable Options | 308,000 (Tranches B–E) |
| Shares Pledged as Collateral | Prohibited by insider trading policy |
| Hedging/Short Sales | Prohibited |
| Stock Ownership Guidelines | Not disclosed in proxy |
- Registration Rights: D’Alessandro is a “Piggyback Stockholder” with rights to participate in company registrations; all holders are subject to a 90-day lock‑up following public offerings .
Employment Terms
| Term | Provision |
|---|---|
| Agreement Type/Term | Amended and restated at IPO; continues until terminated per terms |
| Base Salary (agreement in effect for 2024) | $471,870 |
| Annual Bonus Opportunity | 50% of base salary; performance vs EBITDA Target |
| Severance (Without Cause / Good Reason / Disability) | 24 months base salary continuation; pro‑rata annual bonus; COBRA premiums for up to 18 months (or until ineligible) |
| Non‑Compete | 24 months post‑termination |
| Non‑Solicit | 24 months post‑termination |
| Confidentiality | Perpetual |
| Change‑of‑Control Equity Treatment | All outstanding stock options become immediately exercisable upon a change in control |
| Clawback | NYSE Rule 10D‑1 compliant policy adopted Apr 16, 2024; recovery of erroneously awarded incentive comp upon restatement; SOX 304 reimbursement for CEO/CFO upon misconduct-related restatement |
Performance & Track Record (Company)
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Net Sales ($000s) | 317,477 | 402,819 |
| Adjusted EBITDA ($000s) | 112,743 | 146,336 |
| Adjusted EBITDA Margin (%) | 35.5% | 36.3% |
- Management discussion notes record financial performance in 2024 (record sales and Adjusted EBITDA) .
Related Party Transactions (Risk Indicators)
| Item | Details |
|---|---|
| Credit Agreement (Historical) | JAAN 1 LLC (sole member: D’Alessandro) was a lender under company’s Credit Agreement until Jan 31, 2024; largest principal outstanding ~$3.3m; 2021–2023 payments totaled ~$1.6m interest+principal; JAAN’s debt was sold at par to Blackstone Credit on Jan 31, 2024; thereafter no amounts owed to JAAN . |
Compensation Committee (Governance Context)
- Compensation Committee members: Raja Bobbili (Chair), David Abrams, Paul S. Levy .
Investment Implications
- Pay-for-performance: CFO’s annual bonus is fully tied to EBITDA vs budget with a structured payout curve, aligning cash incentives to operational profitability; 2024 payout ($301.5k) indicates performance at or above target .
- Retention risk and equity overhang: 5‑year, stair‑stepped option tranches with escalating exercise prices through 2029 create multi‑year retention hooks; all options accelerate exercisability upon change in control, increasing potential M&A‑related liquidity .
- Alignment and trading constraints: Prohibitions on pledging, hedging, and short sales mitigate misalignment; piggyback registration rights plus 90‑day follow‑on lock‑ups suggest episodic selling windows but no special long‑dated lock‑up for the CFO (additional lock‑up applies to CEO/Co‑Chairman) .
- Severance economics: 2x base salary (via 24 months continuation) plus pro‑rata bonus and COBRA support provide downside protection but are not excessively rich; restrictive covenants (24‑month non‑compete/non‑solicit) reduce transition/competition risk .
- Execution track record: Tenured finance leader (since 2012) through IPO and acquisition program; company delivered record 2024 results with improved Adjusted EBITDA margin, supporting confidence in operational discipline .