Scott Kent
About Scott Kent
Scott Kent, age 56, was appointed Chief Financial Officer of MasterCraft Boat Holdings (MCFT) effective July 1, 2025, after serving as Vice President of Finance since 2018; he has 33 years of professional experience including 28 years in the marine industry and holds a B.S. in Accounting from Milligan College (formerly a CPA) . MCFT’s recent performance context includes fiscal 2025 net sales of $284.2M, Adjusted EBITDA of $24.4M, Free Cash Flow of $29.0M, and Diluted Adjusted EPS of $0.92; total shareholder return (PvP disclosure) reflects $98 vs. a Russell 2000 peer group at $151 from an initial $100 baseline . Kent’s compensation structure aligns to MCFT’s pay-for-performance framework: STIP emphasizing Divisional Free Cash Flow and strategic metrics, and LTIP split between RSUs and PSUs tied to cumulative adjusted EPS with a TSR modifier .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| MasterCraft Boat Holdings, Inc. | Chief Financial Officer | Jul 1, 2025–Present | Executive leadership over finance; supports strategic and operational advancements . |
| MasterCraft Boat Holdings, Inc. | Vice President of Finance | 2018–Jun 30, 2025 | Led accounting, FP&A, financial reporting, treasury; helped lead operational and strategic advancements . |
| Brunswick Boat Group | Chief Financial Officer | Not disclosed | Senior finance leadership in marine segment (prior experience cited) . |
| Recreational Boat Group | Chief Financial Officer | Not disclosed | Senior finance leadership; marine industry focus . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Brunswick | Various roles of increasing responsibility | Not disclosed | Broadened operational and financial expertise in marine products . |
| Sea Ray Boats | Roles within Brunswick ecosystem | Not disclosed | Brand-level operational/finance experience . |
| Price Waterhouse | Professional role (early career) | Not disclosed | Foundation in accounting best practices . |
Fixed Compensation
| Component | Value | Terms |
|---|---|---|
| Base Salary | $310,000 | Per CFO offer letter dated Mar 31, 2025; effective Jul 1, 2025 . |
| Target Bonus (STIP) | 60% of base | Based on annual performance targets set by Board/CHC Committee . |
| LTIP Target | 70% of base | Annual LTIP eligibility with performance-based awards . |
| Special RSU Grant | 6,507 RSUs | One-time RSU grant; vests on the second anniversary of grant date (two-year vest) . |
| Special RSU Grant Fair Value | $100,000 | One-time RSU valued at $100,000; two-year vest . |
Performance Compensation
STIP – Structure and FY2025 Outcomes (company program context)
| Metric | Weight | Target Range | Actual | Payout Attained | Notes |
|---|---|---|---|---|---|
| Divisional Free Cash Flow | 70% | Min $14M; Max $30M | $29.9M | 139.3% | Financial performance measure; segment-level aggregation to consolidated . |
| Strategic Metrics (Market Share, CSI) | 30% | Not specified | Not specified | 17.5% | Equally weighted across segments . |
| Total (blended pre-discretion) | 100% | — | — | 156.8% | CHC Committee applied negative discretion to 110% of target . |
FY2025 STIP payouts for NEOs were reduced from 156.8% to 110% of target by CHC Committee to align pay with shareholder interests . Kent’s offer letter set his STIP target at 60% of salary going forward .
LTIP – Design and PSU Results (company program context)
| Element | Design | Performance Period | Metric | Target | Actual | Payout | Modifier |
|---|---|---|---|---|---|---|---|
| RSAs | 50% of LTIP; 3-year ratable vest | Annual grants | Time-based | — | — | — | — |
| PSUs | 50% of LTIP; 3-year perf; TSR modifier | 2023–2025 | Cumulative Adjusted EPS | $16.36 | $6.82 | 0% | TSR modifier 0.89x (no impact when payout is 0%) . |
For fiscal 2026, LTIP remains 50% RSUs and 50% PSUs, with PSUs earned versus annual adjusted EPS budgets and a relative TSR modifier; continued employment required .
Equity Ownership & Alignment
| Item | Policy/Status | Detail |
|---|---|---|
| Stock Ownership Guideline (CFO) | 3x base salary within 5 years | CFOs must meet guideline; enforced via stock ownership and retention policy . |
| Compliance Status (Scott Kent) | Not disclosed | New appointee in 2025; individual compliance not stated . |
| Hedging/Pledging | Prohibited | Insider trading policy prohibits hedging and pledging; none of executives/directors hold stock subject to hedge or pledge . |
| Clawback | Nasdaq Rule 10D-1 compliant | Company may recover/forfeit performance-based comp upon restatement; SOX forfeiture applies to CEO/CFO . |
| Beneficial Ownership (individual) | Not disclosed for Kent | Beneficial ownership table lists directors/NEOs; Kent (executive officer but not a 2025 NEO) not individually disclosed . |
Employment Terms
| Term | Detail |
|---|---|
| Effective Date | Appointed CFO effective July 1, 2025 . |
| Offer Letter Date | March 31, 2025 . |
| Employment Status | At-will; terminable by either party . |
| Indemnification | Enters Company’s standard indemnification agreement for directors/officers (previously filed) . |
| Severance | No specific CFO severance disclosed; Company states no additional severance for named executive officers upon termination (outside CIC/Rule of 70) . |
| Change-in-Control (CIC) | RSAs vest; PSUs paid at target upon termination in connection with CIC; standard Company LTIP CIC definition applies . |
| Rule of 70 (Retirement) | Pro-rata incentive awards if age + years of service ≥ 70 and age ≥ 60; committee retains discretion . |
| STIP Eligibility | Target 60% of base; annual performance targets set by Board/CHC . |
| LTIP Eligibility | Target 70% of base; mixed RSU/PSU awards . |
| Special RSUs | One-time 6,507 RSUs with two-year vest; continued employment required through vest . |
Investment Implications
- Alignment: The CFO guideline of 3x salary, prohibition on hedging/pledging, and Nasdaq-compliant clawback meaningfully align Kent’s incentives with shareholders and limit misalignment risk .
- Retention and selling pressure: The one-time $100,000 RSU grant (6,507 RSUs) with a two-year cliff vest is a retention lever; its vesting date may create incremental supply risk if shares are sold upon vesting—monitor Form 4s around the second anniversary of grant date .
- Pay-for-performance sensitivity: STIP’s heavy weighting to Divisional Free Cash Flow and LTIP PSUs tied to adjusted EPS with TSR modifier tie Kent’s variable comp to cash discipline and earnings quality—watch inventory turns, dealer health actions, and EPS cadence over 2026–2027 .
- CIC economics: In a transaction, RSAs accelerate and PSUs pay at target upon termination in connection with CIC, which can increase realized comp and influence decision-making; note company-wide CIC terms rather than bespoke CFO severance .
- Performance backdrop: FY2025 results show resilient FCF ($29.0M) and adjusted EPS ($0.92) despite macro headwinds; PSU tranche for 2023–2025 paid 0% (below threshold), signaling discipline in long-term performance gating and limited windfall risk .
- Governance and shareholder sentiment: Say-on-pay approval at 96.9% (2024) and CHC’s negative discretion to cut STIP payouts to 110% of target indicate robust oversight and responsiveness—reduces headline pay-risk and potential activism on compensation .
Additional context: Kent’s leadership transition was disclosed in an April 7, 2025 8-K, and he signed as CFO, Treasurer and Secretary on August 27, 2025 (FY2025 8-K results filing), evidencing role consolidation and accountability for reporting and treasury .